HomeMy WebLinkAboutPOLICE OFFICERS GUILD, 2003-2005
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LETTER OF UNDERSTANDING
BETWEEN THE
CITY OF BREMERTON
AND THE
BREMERTON POLICE OFFICERS GUILD
The Bremerton Police Officers Guild (BPOG) and the City of Bremerton (City)
make the following agreement reference any and all overtime police work for other City
of Bremerton departments.
When the City is the employer, all such overtime police work will be first offered
to BPOG Police Officers, subject to the Bremerton Police Management Association
(BPMA) bargaining unit Letter of Understanding dated April 1 , 2002.
For each such Police overtime project, BPD Management will reasonably provide
information regarding the scope of the project, manpower needs, anticipated duration,
and work-related expectations associated with the project.
In the event that BPOG Police Officer bargaining unit employees are unable to
provide all police overtime service needs, or manpower shortages are observed or
anticipated, BPD Management will advise and consult with BPOG to identify needs and
staffing alternatives.
Other agency commissioned law enforcement staffing should be utilized only
after reasonable and practicable efforts have been made to fill manpower needs by
BPOG Police Officers.
DATED:
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G Vice-President
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Carol S. Conley, Director of H
Resources
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LETTER Ol~' UNDERSTANDING
This Letter of Understanding is agreed to pursuant to. Article 23, Section 23.2 of the Collective
Bargaining Agreement between the Citv of Bremerton and the Bremerton Police Officers' Guild.
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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, 2005, the wage increase tQJ~J:lch bargillning
unit members' base pay rate shall be 3.031 %. based upon lOO% of the
CPT 'Ai for Seattlcrracoma/Brcmcrton as of Juno 30, 2001, plus a .5%
adjw;tment 'Nith a minimum incrca~;o of 2% and a maximum increase of
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.
All other provisions of the Collective Bargaining Agreement apply in all respects. Dated this
day of January, 2005.
FOR THE CITY:
FOR THE BREMERTON POLICE
OFFICERS' GUILD:
CAROL S. CONLEY
Human Resources Director
MATT THURING
President
ROBERT D. FORBES
Chief of Police
RANDY OLSEN
Vice Presi~nt _
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LETTER OF UNDERSTANDING
This Letter of Understanding is agreed to pursuant to Article 23, Section 23.2 of the Collective
Bargaining Agreement between the City of Bremerton and the Bremerton Police Officers' Guild.
Appendix "B" is hereby amended as follows:
Qualifications:
C. Employee has served at least 12 months on each patrol shift after completing initial probation. 11
shall be understood that emplovees may not "double or triple stack" their time.
Example: An officer who has been concurrently assigned to K-9 and the grayeyard shift: for 3 years
may not count 3 years of graveyard and 3 years of 1(-9: however. the employee may divide the 3
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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, Community Resource Officers, Itraffic, K-9, crime prevention,
D,A,RE, GRE/\ T, School Resource Officers and Westpark Officer Rango Mastel:. Additional
secondary assignments as they may be developed can be added to this list.
Selection Panel:
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DepaJtment Manual by posting the information throughout the Department.
Gp. 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.
.E..:.-9. The Chief of Police will request the panel convene to review a specific MPO's status.
F e. Decisions by the selection panel regarding selection or removal from the MPO program
are not subject to the grievance procedure.
All other provisions of the Collective Bargaining Agreement apply in all respects.
1(/ flY.
Effective this ).~ day of-Octobor 2004.
FOR THE CITY:
FOR THE BREMERTON POLICE
OFFICERS' GUILD:
~~
CAROL S. CONLEY
Human Resources Director
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Chief of Police
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RAND LSON
Vice President
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LETTER OF UNDERSTANDING
This Letter of Understanding is agreed to pursuant to Article 23, Section 23.2 of the Collective
Bargaining Agreement between the City of Bremerton and the Bremerton Police Officers' Guild.
Article 8 is hereby amended as follows:
ARTICLE 5
WAGES
5.1 HOURL Y 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 1,2003, Appendix "A" reflects a 2.5% increase.
. Effective January 1,2004, the wage increase shall be based upon 90% of
the CPI-W for Seattle/Tacoma/Bremerton as of June 30, 2003, plus a .5%
adjustment with a minimum increase of 2% and a maximum increase of
5%.
. Effective July 1, 2004 the City agrees to add one-half percent (.5%) J.Q
each bargaining unit member's base pay rate eflective July 1, 2004. To
receiv~.. the pavment, a bargaining unit member must have been
employed with the City on July 7, 2004, and must have been hired on or
b9for~mI!!lYL..2.QQ.1.,
. .Effective January 1, 2005, the wage increase shall be 2.531 % which is
based upon 100% of the CPI-W for Seattle/Tacoma/Bremerton as of June
30, 2004, plus a .5% adjustment with a minimum increase of 2% and a
maximum increase of 5%.
All other provisions of the Collective Bargaining Agreement apply in all respects.
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ROBERT D. FORBES __________
Chief of Police
FOR THE CITY:
-
-
COLLECTIVE BARGAINING AGREEMENT
between
THE CITY OF BREMER TON
and
BREMER TON POLICE OFFICERS' GUILD
(BPOG)
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January 1,2003 through December 31, 2005
ARTICLE
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TABLE OF CONTENTS
. COLLECTIVE BARGAINING AGREEMENT
BY AND BETWEEN
THE CITY OF BREMER TON
AND
BREMERTON POLICE OFFICERS GUILD
January 1, 2003 through December 31, 2005
TITLE
PAGE
Preamble
Article 1
Article 2
Article 3
Article 4
Article 5
Article 6
Article 7
Article 8
Article 9
Article 10
Article 11
Article 12
Article 13
Article 14
Article 15
Article 16
Article 17
Article 18
Article 19
Article 20
Article 21
Article 22
Article 23
Article 24
Article 25
Article 26
Article 27
Article 28
Appendix B
Appendix A
.... ..... ................... ............... .......... ........... ......... ....... .......... .... .................... ......... ................... 1
Discrimination Allegations................. ................................... ................... ............................ 1
Recognition............................... ......... .......... ................................ ............. ......... .......... ........ 1
Guild Dues........................... ................. ................... ........... .......... ............ ......... ................... 1
Guild Activity.................... ....... ... ......... .... ... .... .......... .......... .......... ......... .... ....... ................... 2
Wages ... ...... ...................... ....... ..... ............... .... ........ ............ .......... ......... ... ........ .... ......... ...... 3
Hours Of Work................... .................. ............ .............................. .................... ... ......... ...... 4
Overtime.............. ..... ....... ........... ...... .... ......... ... ........ ............ ......... ..... ...... ......... ............ ....... 5
Vacation Leave............................................. ................................................................. ....... 6
Holidays............................................... ..................................................... ........................... 8
Sick Leave...................................................... ......... .............. ........ ....................................... 9
Industrial Disability..................... ................... ................................... ..... ............................ 11
Other Paid Leave................................. ....................... ................... ..................................... 11
Retirement Benefits.......... .......................................... ........................................................ 12
Insurance Benefits............................................................... ..................... .................... ..... 12
Clothing And Uniform Cleaning Allowance...................................................................... 13
Personnel Practices.................................................................................... ......................... 14
Management Rights............................................................................................................ 16
Performance Of Duty/No Strike ....... .............. ........... ....................... ..... .............. ........ ....... 17
Grievance Procedure.................................................. ........... ................... .......................... 17
Severability............................................................................ ........ ............ ............ ......... .... 19
Entire Agreement. ..................... ................................................................ ......................... 19
Conflicting Provisions.......................................................... ......... ................................ ..... 19
Labor Management Committee... ....... ............ .................................................... ................ 19
Premium Pay....... ..:................. ....................... ................................................... ................. 20
Deferred Compensation................................. ......................................... .............. ......... ..... 20
Educational Incentive..... ... ...... .... ....... ... ....... ........ .... .............. ......... ........ .... ........ ... ........ .....20
Standardization of Service Weapon................. .......................................... ........ .................20
Term..................................................... ....................................... .............. ......................... 21
Master Police Officer Program............. .......... ........................................ ............ ...........22- 24
2003 Pay Rates............................ ................... ..................................................... ............... 25
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LABOR AGREEMENT BY AND BETWEEN
THE
CITY Of BREMERTON
AND
BREMERTON POLICE OFFICERS GUILD
JANUARY 1,2003 THROUGH DECEMBER 31, 2005
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. '
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, W A. - BREMERTON POLICE OFFICER GUILD
January 1, 2003 through December 31, 2005
PAGE 1
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3.4
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.
3.5
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.
3.6
HOLD HARMLESS: The Guild shall indemnify and hold the City harmless from any and all liability to
third parties resulting from the administration of the provisions of this Article.
ARTICLE 4
GUILD ACTIVITY
4.1
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.
4.2
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.
4.3
USE OF CITY PROPERTY: Use of City property is authorized as provided below.
4.3.1 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 itemized 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.
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, W A. - BREMERTON POLICE OFFICER GUILD
January 1, 2003 through December 31, 2005
PAGE 2
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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.
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, 2003, Appendix "A" reflects a 2.5% increase.
· Effective January 1, 2004, the wage increase shall be based upon 90% of the CPI-W for
Seattle/Tacoma/Bremerton as of June 30, 2003, plus a .5% adjustment with a minimum increase
of 2% and a maximum increase of 5%.
· Effective January 1, 2005, the wage increase shall be based upon 100% of the CPI-W for
Seattle/Tacoma/Bremerton as of June 30, 2004, plus a .5% adjustment with a minimum increase
of 2% and a maximum increase of 5%.
· Effective January 1, 2003, Sergeants will a 2.5% increase to their base rate of pay in addition to
the COLA.
5.1.1 Advancement through the hourly wage rates from the first rate through the final rate of the
longevity scale will occur upon completion of the prescribed number of full yea.r(s},of continuous
employment since the employee's last wage placement. 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 rate based upon relevant years and type of prior experience. Placement at second or
third year rates shall be determined by the City.
5.2
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 hourly wage rate and shall be paid
as follows:
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
2.5%
Commencing 16 through 20 years continuous employment
Commencing 21 through 25 years continuous employment
Commencing 26 years and over continuous employment
3.75%
5%
6.5%
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, W A. - BREMERTON POLICE OFFICER GUILD
January 1, 2003 through December 31, 2005
PAGE 3
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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.
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.l1l. - 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 1S\ 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.
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 of the Chief of Police.
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, W A. - BREMERTON POLICE OFFICER GUlLO
January 1, 2003 through December 31, 2005
PAGE 4
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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.
6.3
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 Chief s 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.
6.4
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.
6.5
ASSIGNMENT TRANSFER REVIEW REQUEST: Assignment transfers 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 his/her reason for the assignment transfer prior to the transfer. Ttie'.employee may
submit information as to why the assignment transfer should not take place. The polic{'Chlefwill review
the information and inform the employee of his/her decision. This review process is not subject to the
grievance procedure.
6.6
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
7.1
OVERTIME DEFINED: Overtime is all required and authorized work performed III excess of an
employee's normal work schedule.
7.2
OVERTIME COMPENSATION: Overtime work shall be compensated at the rate of one-and-one-half
(1 Y2) times an employee's hourly rate in cash or in one-and-one-half (1 Y2) 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.
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, W A. - BREMERTON POLICE OFFICER GUILD
January 1, 2003 through December 31, 2005
PAGE 5
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7.3
LIMITATION ON COMPENSATORY TIME: The maximum allowed accrual of compensatory time
is fifty (50) 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 (1) 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 1st 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 1 st deadline will be disapproved and sent back to the employee.
7.4
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 compensation
7.5
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.
7.6
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.
ARTICLE 8
VACATION 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 leave time 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 5 years
6th year
7th year
8th year
9th year
10th year
11 th year
12th year
104 hours
120 hours
128 hours
136 hours
144 hours
152 hours
160 hours
168 hours
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, W A. - BREMERTON POLICE OFFICER GUlLO
January 1, 2003 through December 31, 2005
PAGE 6
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13th year
14th year
15th year
16th year
17th year and thereafter
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 (V2) hour or more.
Vacation time must be fully accrued prior to the time an employee takes any vacation time off.
8.3
VACATION 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
2-5 years
5-10 years
10-15 years
15-20 years
20+ years
160 hours
200 hours
240 hours
280 hours
320 hours
360 hours
~Pf;-n,~~;~. :
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
vacation hours exceed the maximum carryover balance at the end of the calendar year shall forfeit
such excess vacation hours.
8.5
V ACA TION 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 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 pay or 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 ELIGIBILITY: An employee who (1) 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
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CITY OF BREMERTON, W A. - BREMERTON POLICE OFFICER GUILD
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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 by all employees (e.g. an employee who donates 50 hours of 450 hours
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
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CITY OF BREMERTON, W A. - BREMERTON POLICE OFFICER GUILD
January 1, 2003 through December 31, 2005
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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.
9.4 PREMIUM HOLIDAY COMPENSATION: In the event an employee is required to work during the term of this
Agreement on Labor Day, New Years Day, Memorial Day, Independence Day, Thanksgiving Day, and Christmas
Day, such employee shall be compensated at the rate of one-and-one-half (lY2) 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 section.
9.4.1 Effective January 1. 2004, President's Day and Martin Luther King's Birthday will also be compensated as
premium holidays in addition to those listed above.
9.4.2 Effective January 1, 2005, Veteran's Day and the Day after Thanksgiving will also be compensated as 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 tnelfate 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.
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
960 hours (a maximum total of 336 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.
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-half (14) hour to cover an employee's absence
from his or her regularly scheduled work hours due to:
10.5.1 The temporary disability of an employee resulting from his or her personal illness or injury.
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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. 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 by law.
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 (Vz) 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
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.
10.7
SICK LEAVE DOCUMENTATION 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
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, W A. - BREMERTON POLICE OFFICER GUILD
January 1, 2003 through December 31, 2005
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the event the employee has appeared at work, prior to resuming 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
11.1
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 I.
11.2
INDUSTRIAL DISABILITY LEA VE 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
12.1
BEREA VEMENT LEA VE: 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.
12.2
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.
12.3
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).
12.4
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.
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CITY OF BREMERTON, W A. - BREMERTON POLICE OFFICER GUILD
January 1, 2003 through December 31, 2005
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12.5
ADMINISTRA TIVE 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 nature
ARTICLE 13
RETIREMENT BENEFITS
13.1
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
14.1
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 Dependents Group Health
Cooperative for Employees and Dependents or another plan of equivalent or
better coverage
14.2
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.
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
DENTAL 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.
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CITY OF BREMERTON, W A. - BREMERTON POLICE OFFICER GUILD
January 1, 2003 through December 31, 2005
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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 LTD 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, 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.
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 ajoint study of medical insurance.
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 1, 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.
· Effective January 1, 2003, the annual cleaning allowance will be increased to four hundred fifty dollars
($450.00), payable in the amount of two hundred twenty-five dollars ($225.00) during January and July.
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, W A. - BREMERTON POLICE OFFICER GUILD
January 1, 2003 through December 31, 2005
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· Effective January 1, 2004, the annual cleaning allowance will be increased to five hundred fifty dollars
($550.00), payable in the amount of two hundred seventy-five dollars ($275.00) during January and July.
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
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.
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
16.1
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 - PROBA nON) 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".
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, W A. - BREMERTON POLICE OFFICER GUILD
January 1, 2003 through December 31, 2005
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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 OF PAY: The base pay rate for an employee as listed in Appendix "A" excluding
longevity and any other premium pay.
16.2
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.
16.3
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.
16.4
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 will be provided to employees for inclusion in the Manual. Further, the Department will inform the
Guild of policy revisions prior to enactment.
16.5
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
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
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.
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, W A. - BREMERTON POLICE OFFICER GUILD
January 1, 2003 through December 31, 2005
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16.5.5
16.5.6
16.5.7
16.5.8
16.5.9
16.5.10
16.5.11
17.1
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.
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 being made for weekends and holidays.
Use of Deadly Force: When an employee uses deadly force which results in the injury or
death of a person, the employee shall not be required to make a written statement for
twenty-four (24) hours after the incident. The officer may be required to verbally report a
brief summary of the facts of the incident to include information for securing evidence,
identifying witnesses, apprehending suspects, securing search warrants (clarification
only), or any other exigent circumstances. The affected employee may waive the twenty-
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
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, W A. - BREMERTON POLICE OFFICER GUILD
January 1, 2003 through December 31, 2005
PAGE 16
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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.
17.2
The Chief ,of Police may change Crime Scenes/Evidence Technician to civilian positions, provided that
the police positions are retained in the Department.
ARTICLE 18
PERFORMANCE OF DUTYINO STRIKE
18.1
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 of this Agreement.
ARTICLE 19
GRIEVANCE PROCEDURE
19.1.
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.
19.1.2
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.
19.1.3
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.
19.2
STEP1: 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.
19.3
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
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.
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, W A. - BREMERTON POLICE OFFICER GUILD
January 1, 2003 through December 31, 2005
PAGE 17
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19.3.2
19.3.3
19.3.4
19.4
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 Chief's personal receipt of the grievance
or, if a meeting was held, within fourteen (14) calendar days after meeting with the Guild Representative
and transmit the decision to the Guild.
19.5
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.
19.6
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.
19.7
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
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, W A. - BREMERTON POLICE OFFICER GUILD
January 1, 2003 through December 31, 2005
PAGE 18
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of the close of the hearing or submission of briefs, whichever occurs later, the arbitrator shalJ 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.
19.8
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.
19.9
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
20.1
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
21.1
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.
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 (Y2) 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.
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, W A. - BREMERTON POLICE OFFICER GUILD
January 1, 2003 through December 31, 2005
PAGE 19
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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 PAY
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 January 1,2003 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.
ARTICLE 25
DEFERRED COMPENSATION
25.1
DEFERRED COMPENSATION: Effective January 1,2002, the City shall match the payroll deduction
in an amount up to but not to exceed three percent (3%) of the employee's base monthly pay rate.
Effective January 1, 2004, 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-half percent (3.5%) of the
employees base monthly 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 0/2%) 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 full 12 month period.
ARTICLE 26
EDUCA TIONAL INCENTIVE
26.1 Effective January 1, 2004 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
One percent (1 % )
Two percent (2%)
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 the 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 Ilext 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 carry a .40 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. .
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, W A. - BREMERTON POLICE OFFICER GUILD
January 1, 2003 through December 31,2005
PAGE 20
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TERM
ARTICLE 28
28.1
This Agreement shall become effective January 1, 2003 and shal1 remain in effect through December 31,
2005, 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.
DATEDTHIS~d DAYOF
q~1j4A.J ~
(J
CITY OF BREMERTON:
APPROVED AS TO FORM:
~J ~
. .- ---~
Rog :LUb~V;~h' City'Attorney
-~
C-===.
, 2001i
BR MERTON POLICE OFFICERS GUILD:
~
Roy Alloway, President
~~~
Vice President
~ ;'y)L
Member Board of Directors
~~
Member Board of Directors
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, W A. - BREMERTON POLICE OFFICER GUILD
January 1, 2003 through December 31, 2005
PAGE 21
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APPENDIX B
TO THE AGREEMENT BY AND BETWEEN
THE
CITY OF BREMERTON
AND
BREMER TON POLICE OFFICERS GUILD
JANUARY 1,2003 THROUGH DECEMBER 31, 2005
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.
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,
traffic, K-9, crime prevention, DARE, GREAT, School Resources and Range Master. 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 OIC while acting in an FTO capacity except during limited exceptional circumstances.
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:
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, W A. - BREMERTON POLICE OFFICER GUILD
January 1, 2003 through December 31, 2005
PAGE 22
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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 of MPO'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
#4 candidate - 4 points
#5 candidate - 3 points
#6 candidate - 2 points
#7 candidate - 1 points
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, W A. - BREMERTON POLICE OFFICER GUILD
January 1, 2003 through December 31, 2005
PAGE 23
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(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.
c.
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.
D.
The Chief of Police will request the panel convene to review a specific MPO's status.
E.
Decisions by the selection panel regarding selection or removal from the MPO program are not subject to
the grievance procedure.
COLLECTlVE BARGAINING AGREEMENT
CITY OF BREMERTON, W A. - BREMERTON POLICE OFFICER GUILD
January I, 2003 through December 31. 2005
PAGE 24
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APPENDIX A
TO THE AGREEMENT BY AND BETWEEN THE CITY OF BREMERTON AND THE BREMERTON POLICE OFFICERS GUILD
January 1,2003 through December 31,2003
A.2 Effective January 1, 2003, the base rates of pay for employees shall be as follows:
BPOG Pay Plan as of 1-1-2003 with 2.50% COLA
f
Step 1 Step 2 Step 3 Step 4 Step 5 Master PO
Police Officer Annual 46,708.56 48,462.48 50,696.64 52,930.80 57,545.28 60,426.72
Monthly 3,892.38 4,038.54 4,224.72 4,410.90 4,795.44 5,035.56
Semi-Monthly 1,946.19 2,019.27 2,112.36 2,205.45 2,397.72 2,517.78
Hourly 22.37 23.21 24.28 25.35 27.56 28.94 1.38
+Longevity Base + 1.25% 22.65 23.50 24.58 25.67 27.90 29.30 1.40
Base +2.50% 22.93 23.79 24.89 25.98 28.25 29.66 1.41
Base +3.75% 23.21 24.08 25.19 26.30 28.59 30.02 1.43
Base +5.00% 23.49 24.37 25.49 26.62 28.94 30.39 1.45
Base +6.50% 23.82 24.72 25.86 27.00 29.35 30.82 1.47
Deferred Camp. 58.39 60.58 63.37 66.16 71.93
e
ay an as 0 - - WI 0 pus o or ergean s
Step 1 Step 2 Step 3 Step 4 Step 5
(OIC)
Sergeant Annual 62,285.04 63,642.24 64,999.44 66,377.52 67,755.60
Monthly 5,190.42 5,303.52 5,416.62 5,531.46 5,646.30
Semi-Monthly 2,595.21 2,651.76 2,708.31 2,765.73 2,823.15
Hourly 29.83 30.48 31.13 31.79 32.45
+Longevity Base + 1.25% 30.20 30.86 31.52 32.19 32.86
Base +2.50% 30.58 31.24 31.91 32.58 33.26
Base +3.75% 30.95 31.62 32.30 32.98 33.67
Base +5.00% 31.32 32.00 32.69 33.38 34.07
Base +6.50% 31.77 32.46 33.15 33.86 34.56
Deferred Compo 77.86 79.55 81.25 82.97 84.69
BPOG P PI
f 1 1 2003 'th 2 500/. COLA I 2 500;' f S
e
A.3 SERGEANT CLASSIFICATION - Any employee who is promoted to the classification of Sergeant shall be placed at Step 3 of the
Sergeant classification, provided, however, an employee hired as a Sergeant through a lateral transfer, having not served as a police
officer with the City of Bremerton, may be placed into Step 1 of the Sergeant classification
e
AGENDA BILL
e
BREMERTON CITY COUNCIL
1. SUBJECT:
Collective Bargaining Agreement between the City
And the Bremerton Police Officer's Guild (BPOG).
FOR AGENDA OF: December 23, 2002
ORIGINATING DEPT: Human Resources
ORIGINATOR: Carol Conley
DATE SUBMITTED: December 12,2002
2.
3. EXHffiITS:
Chief of Police:
City Attorney:
Director of Finan e:
Proposed Collective Bargaining Agreement
ENDORSE
~AYO
4. SUMMARY STATEMENT AND REQUIREMENT FOR COUNCIL ACTION:
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. This Agreement replaces the current
Agreement that will expire on December 31,2002. The new Agreement is for a three (3) year term, beginning January 1,
2003 through December 31, 2005. It has been ratified by the BPOG's membership on December 11, 2002. Council
approval is required to implement this agreement, and a budget amendment will be necessary to fund this agreement in an
amount of $106,149 for 2003.
T U INFORMATION [] APPROVED BY COUNCIL PRESIDENT ~R SU13MITTAL: /;
COUNCIL PRESIDENT (/:1(1..4 /- t1AA.~;...I..J
8. RECOMMENDATION:
Motion to approve the Collective Bargaining Agreement by and between the City and the Bremerton Police Officer's
Guild, January 1,2003 through December 2005, and make the necessary amendments to the budget.
9. RESPONSffiLE OFFICIAL: Carol Conley
ENFORCEMENT OFFICL\L: Carol Conley
EXPIRATION DATE: 12/31/2005
REVIEW DATE: 07/0112005
10. NOTICE OF ACTION:
PULLED [] TABLED [] APPROVED [.( DISAPPROVED[] AMENDED [ ] DATE:
COUNCIL DIRECTIVE:
11. AGENDA BILL NO.: O:J.. - d 5 cr
2. CLEARANCE COMMENTS:
5. IMPACT OF NON-PASSAGE:
Failure of the Council to ratify this Agreement and provide funding would result in declaration of impasse and
binding interest arbitration.
6. IMPACT ON STAFFING. BUDGETS. FACILITIES. EQUIPMENT OR OTHER RESOURCES:
The cost of these changes will be approximately $106,149. . Sufficient funds are available in the 2003 budget to
cover the cost of implementing the first year of this agreement.
7. RESEARCH SOURCES:
e
.
CITY OF BREMERTON
CLERK'S OFFICE
MEMORANDUM
Date: January 24,2003
To: Roy Alloway, Bremerton Police Officers Guild
From: Cherie Henry, Office Assistant Sr. SpeCia1~
Re: Collective Bargaining Agreement
------------------
------------------
Attached for yom records is a fully executed copy of the above referenced Agreement.
cc: Human Resources (w/attachment)
.;
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BILL # OS"'OJ-5
DATE SUBMITTED:
AGENDA BILL
CITY OF BREMERTON
CITY COUNCIL
........................................................................................
SUBJECT: Amendment to the Collective
Bargaining Agreement between the City and
Bremerton Police Officer's Guild (BPOG).
Committee Meeting Date: January 19,2005
COUNCIL MEETING Date: January 26, 2005
Department: Human Resources
Presenter: Carol Conley
Phone: Ext. 5347
SUMMARY: This amendment will add one-half percent (.5%) to each BPOG's bargaining unit
member's base pay rate effective January 1, 2005. In drafting the Letter of Understanding (LOU)
amending the BPOG contract in 2004, an error was made by the City (Human Resources). After
reviewing the entire matter with legal counsel, it is clear that the LOU language requires that the City
pay 100% of the CPI-W from June 2003/June 2004, plus a .5% adjustment (2.531%+.5%) for a total
wage increase of 3.031 % to each bargaining unit member's base pay rate effective January 1, 2005.
ATTACHMENTS: Amended Article 5, Wages, Section 5.1
FISCAL IMP ACTS (Include Budgeted Amount): Passage of this amendment would require a
budget adjustment in the amount of approximately $18,000.00 for 2005.
APPROVALS:
DEPARTMENT DIRECTOR:
CITY ATTORNEY:
FINANCE DIRECTOR:
MA YOR:
FISCALIBUDGET: % .. -=--1. CONSENT AGENDA~
OPERATIONS: ~-
COUNCIL PRESIDENT: ~- ..~ . Yl ~.,
RECOMMENDED MOTION: MotIon to appr~endment to the current collective
bargaining agreement between the City and the BPOG.
COUNCIL ACTION: ~ve
D Deny
D Table
D Continue D No Action
~'-
DATE SUBMITTED:
e
e
BILL # ~I (03
AGENDA BILL
CITY OF BREMERTON
CITY COUNCIL
........................................................................................
SUBJECT: Amendment to the Collective
Bargaining Agreement between the City and
Bremerton Police Officer's Guild (BPOG).
Committee Meeting Date: August 11,2004
COUNCIL MEETING Date: August 18,2004
Department: Human Resources
Presenter: Carol Conley
Phone: Ext. 5347
SUMMARY: This amendment agreed to by the City and the BPOG will add one-half percent (.5%)
to each bargaining unit member's base pay rate effective July 1, 2004. To receive the payment, a
bargaining unit member must have been employed with the City on July 7,2004, and must have been
hired on or before July 1,2004.
ATTACHMENTS: Amended Article 5, Wages, Section 5.1
FISCAL IMPACTS (Include Budgeted Amount): Passage of this amendment would require a
budget adjustment in the amount of approximately $9,422 for 2004.
APPROVALS:
DEPARTMENT DIRECTOR:
CITY ATTORNEY:
FINANCE DIRECTOR:
MAYOR:
~~~.
--y~. YLr:r-
RECOMMENDED MOTION: Motion to approve the amendment to the collective bargaining
agreement between the City and the BPOG.
FISCAL/BUDGET:
OPERATIONS:
COUNCIL PRESIDENT:
I CONSENT AGENDA D I
COUNCIL ACTION: ~pprove 0 Deny 0 Table
o Continue 0 No Action
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+ CHANGE Contract Transactions +
+ Contract Number 4325 +
+ +
+Vendor Name BREMERTON POLICE OFFICERS GUILD (BPOG) +
+Subject COLLECTIVE BARGAINING AGREEMENT +
+Department HUMAN RESOURCES +
+Status Code EMP +
+ Amount +
+ Begin Date 01/01/2003 +
+ Insurance End Date 12/31/2005 +
+ Type Amount Review Date 01/01/2005 +
+ +
+ +
+ +
+ Insurance Total $0.00 +
+ Insurance Review Date +
+ +
+ Comments LOU - 8/04 - 11/04 LOU 1/05 UNION REFUSED TO SIGN +
+ LOU - 5/05 +
+ +
+--------------------------------------------------------------------------+
e
e
+--------------------------------------------------------------------------+
+Enter Search Criteria, Pre~Esc Key to Transmit ~ +
+press Del Key to Terminate~lete Mode ~ +
+ CHANGE Contract Transactions +
+ Contract Number 4325 +
+ +
+Vendor Name BREMERTON POLICE OFFICERS GUILD (BPOG) +
+Subject COLLECTIVE BARGAINING AGREEMENT +
+Department HUMAN RESOURCES +
+Status Code EMP +
+ Amount +
+ Begin Date 01/01/2003 +
+ Insurance End Date 12/31/2005 +
+ Type Amount Review Date 01/01/2005 +
+ +
+ +
+ +
+ Insurance Total $0.00 +
+ Insurance Review Date +
+ +
+ Comments LOU - 8/04 - 11/04 LOU 1/05 UNION REFUSED TO SIGN +
+ +
+ +
+--------------------------------------------------------------------------+
+--------------------------------------------------------------------------+
tEnter Search Criteria, Pre~Esc Key to Transmit ~ t
tPress Del Key to Terminate~lete Mode .., t
t CHANGE Contract Transactions t
t Contract Number 4325 t
t t
tVendor Name BREMERTON POLICE OFFICERS GUILD (BPOG) t
tSubject COLLECTIVE BARGAINING AGREEMENT t
tDepartment HUMAN RESOURCES t
tStatus Code EMP t
t Amount t
t Begin Date 01/01/2003 t
t Insurance End Date 12/31/2005 t
t Type Amount Review Date 01/01/2005 t
t t
t t
t t
t Insurance Total $0.00 t
t Insurance Review Date t
t t
t Comments LETTER OF UNDERSTANDING - 8/04 - 11/04 t
t t
t t
+--------------------------------------------------------------------------+
e
e
+--------------------------------------------------------------------------+
+Enter Search Criteria, Pr~ Esc Key to Transmit ~ +
+press Del Key to Terminat~elete Mode ~ +
+ CHANGE Contract Transactions +
+ Contract Number 4325 +
tVendor Name BREMERTON POLICE OFFICERS GUILD (BPOG) t
+Subject COLLECTIVE BARGAINING AGREEMENT +
+Department HUMAN RESOURCES +
+Status Code EMP +
+ Amount +
+ Begin Date 01/01/2003 +
t Insurance End Date 12/31/2005 +
+ Type Amount Review Date 01/01/2005 t
+ +
+ +
+ Insurance Total $0.00 +
+ Insurance Review Date +
+ +
+ Comments LETTER OF UNDERSTANDING - 8/04 +
+ +
+ +
+--------------------------------------------------------------------------+
+_____________________________________________________---------------------T
+
+
+
+
+
+
+
+
+
+
+
+
+
+
+
+
$0.00 +
+
+
+
+
+
+--------------------------------------------------------------------------+
Insert ~record, Ctrl-Z to
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INSERT
Contract Number
Clear fa.
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+
+
+Vendor Name
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+Department
+status Code
+
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+
+
+
+
4325
BREMERTON POLICE OFFICERS GUILD
COLLECTIVE BARGAINING AGREEMENT
HUMAN RESOURCES
EMP
(BPOG)
Insurance
Type Amount
Amount
Begin Date
End Date
Review Date
01/01/2003
12/31/2005
01/01/2005
Press F1 for
valid insurance
type codes
Insurance Total
Insurance Review Date
Comments