HomeMy WebLinkAboutPOLICE OFFICERS GUILD, 1984-1988
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AMENDMENT TO THE AGREEMENT BY AND BETWEEN
THE CITY OF BREMERTON
AND BREMERTON PATROLMAN'S ASSOCIATION
THIS AMENDMENT is made and entered into pursuant to the
provisions of RCW Chapter 41.56, as an amendment to the agreement
executed September 3, 1986, hereinafter "Agr eement," by and
between the City of Bremerton, a municipal corporation of the
State of Washington, hereinafter "City," and the Bremerton
Patrolman's Association, hereinafter "Association."
WIT N E SSE T H:
1. The expiration date of Section 1 of the Agreement shall
be extended from June 30, 1987, to December 31, 1988.
2. Wage rates shall be adjusted to those shown on Appendix
"A" as of December 16, 1988.
3. Each employee who was employed by the City in a
classification included in the bargaining unit represented by the
Association on December 16, 1988, shall be paid $700.00 in cash
in lieu of retroactivity with such payment to be made in a
separate check on January 7, 1989.
4. The City shall withdraw unfair labor practice complaint
#7496-U-88-01567 and the City and the Association shall cancel
interest arbitration case #7362-1-88-173 by official notification
to the Public Employment Relations Commission no later than
December 31, 1988.
5. The remaining provisions of the Agreement shall remain
in full force and effect, except
- Section 3g. of the Agreement.
- Section 3i. of the Agreement.
- Article XXVIII, LABOR MANAGEMENT COMMITTEE
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APPENDIX A EFFECTI VE DECEMBER 16 1988
WAGE RATES LONGEV ITY SCALE
:ENTRY THRU SECOND THIRD FOURTH FIFTH 6TH THRU 11TH THRU 16TH THRU 21ST YEAR
POSITION BASE :FIRST YR YEAR YEAR YEAR YEAR 10TH YRS 15TH YRS 20TH YRS AND OVER
......------------- ------- ~--------- -------- -------- ---.....---- -------- -----_._-- -------- -------- ----"'.,----
PATROL OFFICER ANNUAL 25334.40 26295.36 27518.40 28697.76 31209.36 31521.45 31833.55 32145.64 32457.73
MONTHLY 2111.20 2191.28 2293.20 2391. 48 2600.78 2626.79 2652.80 2678.80 2704.81
BI-MO 1055.60 1095.64 1146.60 1195.74 1300.39 1313.39 1326.40 1339.40 1352.41
HOURLY 12.18 12.64 13.23 13.80 15.00 15.15 15.30 15.45 15.60
OVERTIME: 18.27 18.96 19.85 20.70 22.51 22.73 22.96 23.18 23.41
SERGEANT ANNUAL 34812.96 34812.96 34812.96 34812.96 34812.96 35161.09 35509.22 35857.35 36205.48
MONTHLY 2901.08 2901. 08 2901.08 2901.08 2901. 08 2930.09 2959.10 2988.11 3017.12
BI-MO 1450.54 1450.54 1450.54 1450.54 1450.54 1465.05 1479.55 1494.06 1508.56
HOURLY 16.74 16.74 16.74 16.74 16.74 16.90 17.07 17.24- 17.41
OVERTIME: 25.11 25.11 25.11 25.11 25.11 25.36 25.61 25.86 26.11
Wage rates include a 5% adjustment effective December 16, 1988
~1
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and Article XXIX LABOR MANAGEMENT MEDICAL COST
CONTAINMENT of the 1985 collective bargaining
agreement incorporated by Section 2 of the Agreement.
DATED this /I~day of 0pe>~ 1#.0, 1988.
TROLMAN'S ASS'N.
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~, City Attorney
CITY OF BREMERTON
B~~~Z
GE LOBE, Mayor
ATT~ST:
~~W--~,
KATHLEEN McCLUSKEY, Clerk
CAROLINE MARSHALL,
Personnel Director
2
BREMERTON CITY COUNCIL
"
.;}UBJECT ~ AMENDMENT TO THE AGREEMENT
BETWEEN THE CITY OF BREMERTON
AND THE BREMERTON PATROLMAN'S
ASSOCIATION
FOR AGENDA OF:
ORIGINATING DEPT:
ORIGINATOR~
DATE SUBMITTED:
12-28-88 ~
Personnel C:.,
C. Marshall
12-22-88
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CLEARANCES: (Comment on back if necessary) 3. EXHIBITS:
Chief McNeal
Amendment to the Agreement
ENDORSEMENT
o
APPROVED BY COUNCIL PRE IDENT FOR SUBMITTAL:
~1AYOR
COUNCIL PRESIDENT
..__........a.___.....a..__..........___........___..._...._.__a_a_.._.a.a_~.3_~_~-
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AT~lliNT AND RE UIREMENT FOR COUNCIL ACTION:
This Amendment extends the Agreement between the City and the Bremerton Patrolman's
Association from June 30, 1987 through December 31, 1988 and provides for the following
changes to the content of that Agreement:
* A, 5% increase to wage rates effective December 16, 1988.
* A cash payment of $700.00 in lieu of retroactivity to be paid to all current
employees on January 7, 1989.
* Removal of four (4) provisions which are outdated and/or established committees
no longer desired by the City or the Association.
In addition, the City will withdraw an Unfair Labor Practice complaint filed in July,
1988 and the City and the Association will cancel interest arbitration of fifteen (15)
outstanding issues which were certified for arbitration by the Washington State Public
Employment Relations Commission (PERC) in April, 1988.
_. --
lECOMMENDATION:
It is recommended that the City Council approve the Amendment to the Agreement between
the City of Bremerton and the Bremerton Patrolman's Association.
9. RESPONSIBLE OFFICIAL:
ENFORCEMENT OFFICIAL:
EXPIRATION DATE:
REVIEW DATE:
C. Marshall
C. Marshall
12-31-88
1-01-89
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10. NOTICE OF ACTION
ULLED L::7 T~\E~ APPROVED ~DISAPPROVED DAMENDED L::7 DATE:
OUNCIL DIRECT~:~ ~ ~ "'^--
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GENDA PREPARATION & USE INSTRUCTIONS
~fer to Policy & Procedure Manual
~neral Administration U2-4
11. AGENDA BILL NO.:
f?9- :JoS
(OVER)
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[MPACT OF NON-PASSAGE:
lMPACT ON STAFFING. BUDGETS. FACILITiES. EQUIPMENT OR OTHER RESOURCES:
1988 Budget year costs are $31,500 and are covered in the 1988 Police Budqet. 1989 Budget
year costs are $75,500. Budget adjustments will be necessary to provide for covering
settlement costs and will be accomplished during the first Quarter's Fiscal and Budget
review process. There are adequate funds in the 198~ Budget, however, an adjustment is
necessary to properly classify them. Approximately ~30,OOO will be financed through delayed
hiring of vacant patrol officer positions and other Police Department Budget adjustments.
~LSL~CH SOURCES:
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Ci(y~of BrClllcrtoll
239 FOURTH STREET
BREMERTON, WASHINGTON 98310
(206) 478 - 5252
MA YOR GENE LOBE
December 3, 1986
TO:
Rich Hanna/City Treasurer __\ /
Dave Hiestand/Director of personne~~l(
FROM:
SUBJ:
Police Officers' 1987 Pay Tables
The current Labor Agreement with the Bremerton Police Officers'
Association dictates that we recognize a 2.5% basic pay increase
on January 1, 1987 and an additional 2.5% on June 1, 1987.
In order for you to place these tables of payment into the
computer, I have attached the pay tables for your use.
Please insure the pay
contract. If there are
this office immediately.
changes occur as stipulated
questions or concerns, please
by the
contact
DEH/lj
Attachment
Gateway to the O(vmpics and HOlllc qf thc PU!',eI Sound Naval Shipyard
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.-
CURRENT PAY
Patrol Officer I
Patrol Officer II
Patrol Officer III
Patrol Officer IV
Patrol Officer V
Sergeant
1-1-87
0%
1%
2%
3%
4%
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0%
1%
2%
3%
4%
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1987 PAY TABLES
$11. 04
11.46
11. 99
12.51
13.60
15.17
.28
.29
.30
.31
.34
.38
1-1-87 PAY
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LONGEVITY PAY TABLES
PATROL V
6-1-87
$14.29
14.43
14.58
14.72
14.86
SERGEANT
$15.94
16.10
16.26
16.42
16.58
.28
.29
.31
.32
.35
.39
6-1-87 PAY
/
$11.60/
12.04
12 . 60 <
13.14 /,
14.29 /
15.94
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AGREEMENT
BY AND BETWEEN
BREMERTON POLICE OFFICERS' ASSOCIATION
AND
CITY OF BREMERTON
This Agreement is by and between the City of Bremerton
(hereinafter referred to as "City") and the Bremerton Police
Officers' Association (hereinafter referred to as "Association").
It is the purpose of this Agreement to set forth the entire
agreement of the parties with regard to wages, hours and working
conditions arrived at through collective bargaining. The
following are the conditions of agreement:
1. The parties shall enter into a new collective
bargaining agreement, scheduled to commence on the date
it is signed by both parties, with an expiration date
of June 30, 1987.
2. Except as noted below, the terms and conditions
of the collective bargaining agreement shall be the
same as those in effect in the previous agreement
between the City and Teamsters' Union Local No. 589
governing the members of the Association's bargaining
unit and expiring on December 31, 1985.
3. The provisions of the pre-existing Teamsters'
contract which shall be altered by this Agreement are
as.follows:
a. Wherever appropriate, references in the
collective bargaining agreement to the Teamsters' Union
shall be replaced by references to the Association.
b. There shall be
during calendar year 1986.
the bargaining unit shall
January 1, 1987, and by an.
1987.
no wage increase effective
The wages for members of
be increased by 2.5% on
additional 2.5% on June 1,
c. The parties agree to the following language
agreement, which shall govern the utilization of
Bulletin Boards:
~
..
"The City shall permit the reasonable
and lawful use of bulletin boards by
the Association for the posting of
notices relating to off,icial
Association business."
d. The parties agree that the following
provision will be added, which shall govern a new LEOFF
II supplemental disability insurance plan:
"The City shall pay up to $10 per
LEOFFII police officer per month for
the purchase of LEOFF II supplemental
disabili ty insurance, to be
implemented as soon as such insurance
can be secured and be placed into
effect, but no later than
1986."
e. The holiday prov~s~on of the previous
collective bargaining agreement, Article IX, shall be
amended ~o delete references to Lincoln's Birthday, and
to replace such reference with references . to Martin
Luther King's Birthday in January.
f. The vacation sections of the previous
collective bargaining agreement,. Article VIII, shall be
amended to provide that in the event of the death of an
employee, the City shall pay to the employee's estate.
the then-current cash value of. the employee's accrued
but unused vacation leave.
g. The parties recognize that the Association
voluntarily agreed to a wa.gefreeze in fiscal year 1986
in response. to the C.ity's description of its financial
constraints, and that the:~ssociation's good faith in
this regard is an appropriate factor to take. into
consideration in future negotiations.
h. To the extent permitted by RCW 41.04.440,
the Employer will treat its retirement contributions so
as to. exclude the same from gross wages for Federal
income tax purpose to be effective on or before
. September 1, 1986.
i. The parties. agree that during the term of
this Agreement, there shall be a joint management~labor
study committee created. . The committee shall consist
of two (2) members appointed by the Association and two
(2) members appointed by the City. The committee's
purpose shall be to investigate and make
recommendations regarding the following:
1) The meri ts of negotiating a different
incentive/premium pay system in the collective
bargaining agreement;
2) The potential components of law
~nforcement incentive plans such as:
. a) Community service;
b) Tuition reimbursement;
c) Physical fitness;
d) Off duty training and development;
e) Departmental effectiveness
evaluation;
f) Police officer performance
evaluation;
g) Educational attainments;
h) Longevity.
The committee shall submit its report the City
and the Association no later than March 1, 1987. .
j. The grievance arbitration provisions in
the previous collective bargaining agreement shall be
amended to provide for a joint petition from the
parties for a list of potential arbitrators from the
Public Employment Relations Commission (PERC) of the
State of Washington.
k. The parties agree that the following
proviso shall be added to Article XXI - Management
.Rights clause to reflect the parties' understanding
regarding the Employer's right," to contract for
goods and services for op~ration of the Department."
Insert as second paragraph of Section
1.
Notwithstanding the Employer's
foregoing right to contract for goods
and services for operation of the
Department, the parties agree that the
matter shall be handled' as follows.
If the City intends to contract out
such goods and/or services, the City
shall provide' thirty days. wri tten
notice to the" Association of such
intent. Upon wri tten request by the
~
Association, the parties shall then
meet to discuss the City's plans.
Thirty days subsequent to the giving
of written notice to the Association,'
the City shall be entitled to
implement its decision, provided, if
the Association is dissatisfied with
the City's decision to implement
subcontracting, the, Association may
then ,exercise such rights as exist (if
any) under State law to bargc;lin over
the effects of the City's
subcontracting decision.
Nothing herein shall affect the City's
right to utilize reserve officers in
the manner and to the extent they have
historically been used. However, this
will not be construed as a waiver of
Association rights (if any) under RCW
41.56 to bargain with the City in the
event the City expands the utilization
of ,reserve officers during the term of
this Agreement.
l~;;;~::~ R~Ti:~~~ BY THE, CITY COUNCIL THIS
t3 /?.t)
day of
CITY OF BREMERTON
POLICE OFFICERS' ASSOCIAT~ON
~;$..
~ne Lobe, Mayor
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ATTEST:
'J\,~ ~ '~~'Ul--
Kathleen L. McCluskey
City Clerk
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AGENDA BILL
BREMERTON CITY COUNCIL
...
1. SUBJECT: UNION CONTRACT - BREMERTON
POLICE OFFICERS' ASSOCIATION
FOR AGENDA OF: Seotember 3, 198.,
ORIGINATING DEPT: Personnel ~~
ORIGINATOR: D. E. Hiestand
DATE SUBMITTED: Augus t 27, 1986
;=.__........__..._.._._________a__=_m_a=a~==~a_~_~__=_aa_____________________.______________&=_
2. CLEARANCES: (Comment on back if necessary) 3. EXHIBITS:
1987 Labor Agreement Addendum
1984-85 Labor Contract
Budget Analyst
Police Chief
MAYOR
,
COUNCIL PRESIDENT
ENDORSEMENT
INFORMATION L::l
APPROVED BY COUNCIL P
.~....._.....~ ...._...........__a._;&.__~~_=.a3&__a___....__.....
4. S
ATEMENT AND REQUIREMENT FOR COUNCIL ACTION:
In January of 1986, the pol.ice Officers of the City conducted a reoresentation
election that ended their Teamsters' affiliation and establish8'i the Brenerton
Police Officers' Association. They chose to be represented bv lir. Will
Aitchison, a Portland Labor Attorney. After seven (7) months of negotiations
we now have a document for ratification establishing a contract from January
1, 1986 through June 30, 1987. There will be no pay raises in 1986. In
January of 1987, the officers receive a 2.5% Day raise and again on Jl.i.ne 1,
1987, another 2.5%. The Association has accepted Martin Luther King's Holiday
in January and other minor issues to include LEOFF II Long Term Disability
coverage with the City contributing $10.00 toward premium coverage oer ~onth.
s
.3. RECOMMENDATION:
That City Council approve the attached document that accom~anies and amends
the pre-existing Teamsters' Labor Contract.
9. RESPONSIBLE OFFICIAL:
ENFORCEMENT OFFICIAL:
EXPIRATION DATE:
REVIEW DATE:
;__...._.......a___.a_.._3_..a=_~~a~==_=========~===~=====~........_......_g...c_._a......._a=__
LO. . NOTICE OF ACTION
m~~Ch
PULLED ~ TABLED L::l AP~ DISAPPROVED ~AMENDED L::l DATE:
COUNCIL DIRECTIVE: IA~
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,SEf - 3 1986
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AGENDA PREPARATION & USE INSTRUCTIONS
Refer to Policy & Procedure Manual
General Administration #2-4
11. AGENDA BILL NO.:
fJ~- 55~
(OVER)
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IMPACT OF NON-PASSAGE:
Display of bad faith bargaining and possible unfair labor practice.
~HPACT ON STAFFING. BUDGETS, FACILITIES. EQUIPMENT OR OTHER RESOURCES:
This impacts the 1986 Budget to cover 27 LEOFF II officers from ap~roximately
S8ptember to December at the rate of $270.00 per month (total $1080.00) for
Long Term Disability Insurance. The annual 1987 impact is 3.75% Day increase
for 47 police officers. This equates to a 1987 Police Budget imoact of
approximately $50.040.12 for the period January to June 30, 1987.
RESEARCH SOURCES:
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A G R E E MEN T
I
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By and Between:
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CITY OF BREMERTON, WASHINGTON
I and I
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GENERAL TEAMSTERS LOCAL U~tON NO. 589
i
POLICE OEPARTMEN]
I I!
*, * * * * * * * * * ,* *
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, Oec~mber
January 1 , 1984 through 31 , 985
1 ,
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I i i i I
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, .
ARTI CL E
I !
U
,
III
IV
V
VI
VII
VIII
IX
X
I
XI
i XII
XIII
XIV
XV
XVI
XV 'II
XVIII
XIX
XX
XXI
XXII
XXIII
XXIV
XXV
XXVI
XXV I I
XXVIII
XXIX
XXX
XXXI
TABLE OF CONTENTS
PREAMBLE
RECOGN IT ION
NONDISCRIMINATION
APPLICATION OF CIVIL SERVICE LAW
UNION MEMBERSHIP AND DUES DEDUCTION
i '
'WAGE RATES AND LONGEVITY
,HOURS OF WORK AND OVERTIME
I .
ANNUAL VACATIONS
HOLIDAYS
,
EMPLOYEE MEDICAL COVERAGE AND DEPENDENT
MEDICAL GROUP INSURANCE
i GROUP DENTAL INSURANCE
RENS IONS
TERMINAL AND SICK LEAVE
FALSE ARREST INSURANCE
CLOTHING AND UNIFORM CLEANING ALLOWANCE
. i
NOTIFICATION OF"CHANGES I
[
VACANCIES AND PROMOTIONS i
GRIEVANCE PROCEDURE
PERFORMANCE OF DUTY/NO SiRIKE
POLICE OFFICERS INTERVIEW GUIDELINES
MANAGEMENT RIGHTS
SAVING CLAUSE
ENTIRE AGREEMENT
PARKING OF AUTOMOBILES
COMPENSATION FOR TRAINING
SHIFT CHANGES
UNION REPRESENTATION
LABOR MANAGEMENT COMMITTEE
LABOR MANAGEMENT MEDICAL COST CONTAINMENT
DEPARTMENT POLICY MANUAL AND POLICY CHANGES,
TERM OF AGREEMENT
PAGE
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2
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3,
4
5
5
6
6,
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AGREEMENT
By and Between
CITY OF BREMERTON, WASHINGTON
and
GENERAL TEAMSTERS LOCAL UNION NO. 589
* * * * * * * *
January 1 ~ 11984 tnrough December 31, 1985
ARTICtE-I-~'PREAMBLE
I
This Agreement is between the City of Bremerton, Washington (hereinafter
referred to as the '1Employer") and General Teamsters' Local Union No. 589
(hereinafter referred to as the NUnionN) for the purpose of setting forth
the mutual i unders tandi ng of the~ parti es as to wages, hours, and other
conditions of employ~ent of those employees for whom the Employer has
recognized the Union ,as tne exclusive bargaining representative.
I '
i
ARTIClE'rI'~'RECOGNrTION
Section 1. The Employer recognizes the Union as the exclusi~e repre-
sent4tive for ~ll regular full-time employees as follows: I
Included: Patrol Officer, Motor Patrol Officer, Crime Scenes
Officer, Detective and Sergeant.
Excluded: Assistant Chief of Police, Chief of Police, Captain,
Lieutenant and all other City of Bremerton employees.
ARTICLE III - NONDISCRIMINATION
Secti'on 1. There shall be no discrimination by the Employer nor the
Union 'against any employee engaging in legitimate Union activity.
Conversely, the U~ion shall not discriminate against any employee desiring
not to engage in Uni on activ ity.
Section 2. Neither the Employer nor the Union shall unlawfully discriminate
in matters of hirfng, training, promotion, transfer, layoff, discipline,
dismissal or otherwise because of age, sex, marital status, race, creed,
color, national or'igin, or the presence of any sensory, mental or physical
handicap.
PAGE 1
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ARTICLE IV - APPLICATION OF CIVIL SERVICE LAW
'Y
Section 1. It is specifically understood and agreed that nothing contained
in this Agreement is intended to supercede any matter delegated to the
Bremerton Civil Se~vi ce Commi.ssion by state 1 aw or by ord;nance, resol ution
or laws of or pertaining to the City of Bremerton and such Commission shall
continue to have primary authority over the subjects within the scope of
its jurisdiction and authority. .
Section 2. However, it is agreed upon between the parties that any written
disciplinary action taken againstl an employee may be processed pursuant to
Article XVIII,Section 1, 'Steps 1 and 2. In the event the matter remains
unr~eso 1 ved up.onthe comp 1 eti on of Step 2, ~he emp 1 oyee may fil e a: wri tten
appeal to the Civil Service Commission. The Commission will convene a
meeting to hear the matter and will issue its decision within ten (10)
working days of the completion of the hearing. It is expressely under-
stood and agreed upon between the parties that the decision of the
Commission shall,be final and binding on the Union and the Employer.
Ij
ARTICLE V - UNION MEMBERSHIP AND iDUES DEDUCTION
c
Section 1. Ef,fective with the signing of this Agreement, an employees!
who are members of the Union and all emPloyees,who subsequently join the
Union, shall maintain their membership in good st~nding during the term
of thi s Agreement. . I
I
Section 2. All eligible new employees shall ,determine within thirty
130) days whether they wish to~'(1) join the Union, or (2) decline to
join the Union but pay to the Union each month a service fee equivalent
to regular Union initiation fees and dues as a consideration towards the
administration of this Agreement.
Section 3. Present employees who are not members of the Union on the
signing of this Agreement shall not be required to join the Union.
Section 4. In accordance with RCW 41.56.122, objections to joining the
Union which are based on bona fide religious tenets or teachings 'of a
church or religious body of which such employee is a member will be
observed. Any such employee shall pay an amount of money equivalent to
regular Union dues to a nonreligious charity or to another charitable
organi zati on mutually agreed upon by the emp 1 oyee affected and the Uni on '.
(:~
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Section 5. Employees who are required hereunder to maintain membership
in good standing and fail to do so, and employees who are required
hereunder to pay a service fee and fail to do so, shall be terminated
upon notice of such fact in writing from the Union to the Employer
within thirty (30) days from the date the Employer receives such notice,
unless the employee has remedied the delinquency within said thirty (30)
day peri ode
Section 6. The Employer agrees to deduct from the paycheck of those
emp'j oyees who have author; zed such deducti ons in wri ti ng on a fOnTI to be
filed with the Employer the regular initiation fee and regular monthly
dues requi~ed by the Union. The Employer shall remit such deductions
to the Treasurer of the Union.
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Section 7. The Union agrees to indemnify and hold harmless the Employer
from any and all liability resulting from such deductions.
ARTICLE VI - WAGE RATES AND LONGEVITY
Section 1. The following hourly rates of pay shall be in effect during.
the term of this Agreement:
Position Classification
Hourly Rate of Pay
. -1984 1985
10.50 11 .04
10.92 11.46
11.45 11 .99
11 .97 12.51
13.06 13.60
14.39 15.17
Patrol Officer. I
I
Patrol Officer II
Patrol Officer III
Patrol Officer IV
. P~trol Officer V
Sergeant
Section 2. Advancement from Patrol Officer I through Patrol Officer V
will occur in annual steps effective on the day immediately following
: the employeets anniversary date of fits or her last Iwage classification
'placement. In the event an employee is on approved leave of absence
without pay, the employee's anniversary date will be extended by the actual
number of days the employee served in a leave of absence status.
Section 3. Whenever an employee ~is given an assignment by the Chief, or
his designee, to Motor Patrol, Crime Scenes or Detective, the employee
will continue to receive his/her regular hourly rate of pay as: specified
in Section 1 of Article VI.
Section 4. The normal placement of an employee at the time of hire will
be at Patrol Officer I except that the Employer reserves the right to
place an employee at a higher step (II, III, IV or V) when the employee
I has had prior full-time police officer experience.
Section 5. Longevity pay, which is a rate of pay based on the length
of completed continuous service with the Employer, shall be calculated
on the individual employee's hourly wage rate and shall be paid as
. f 0 11 ows :
Length of Continuous Service
Rate Per Hour
o through 5 years continuous employment 0%
Commencing 6 through 10 years continuous employment 1%
Commencing 11 through 15 years continuous employment 2%
Commenci-ng 16 through 20 years conti nuous employment 3%
Commencing 21 years and over continuous employment 4%
PAGE .3
ARTICLE VII - HOURS OF WORK AND OVERTIME
Section 1. Employees covered by thts Agreement shall work such. shifts
as may be assi gned from time to time, Iiy the Chlef or I:Lis des.tgne.e. and
shall be subject to call in any emergency whlle off duty. The Department
will notify an employee of a cnange in his/her scheduled shift, due to
an emergency, 'as soon as practicable.
Section 2. Overtime as used in this Agreement shall mean that time an
employee works in excess of eight (8) hours per day, or if the employee
is working a four (4) day work schedule then t.en (10) hours per day, or
forty (40) hours in a worR week. Overtime will include such time when
assigned employees to tne DIVE, SWAT or F.T.O. teams are required to
perform duties outsid~ of the regular wor~ day or work week. Overtime
will exclude time spent in s6ift rotation chang~over coordination time,
training and staff meetings. .
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(a) All overtime must be authorized in advance by the Chief of Police
or his designee excepi; in cases of emergency.
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(5) Overtime shall be compensated at the rate of one and one-half
(l~) times the regular rate of payor equivalent compensatory
time off at the discretion of tne Chief of Police or his designee
in accordance with b~dget allowances and restrictions.
(c) Accrued compensatory time rr,\ust be taken within one hundred eighty
(180) days from the date earned and at a time mutually agreeable
to the employee and the Chief of Police or his designee. If not
used, it will b~ patd at the overtime rate.
Section 3. Call Back and/or tourt Time
Crime Scene Response - Employees called back to service in response to crime
scene requirements, general service, Court or other subpoenaed appearances
on behalf of the employer while off duty or from standby (in the case of
crime scene Officers) shall be compensated a minimum of two (2) hours at the
overtime rate or compensatory time off at the employees ,option,1 provided that
there shall be no compensation for call backs occasioned by the employee's
own neglect and where in the situation requir~s the employees presence as
determined by the Chief of Police or his designee.
Section 4. An employee1who is: scheduled to return to duty without having
been afforded at least ten (10) hours of off duty time resulting from
required mandatory overtime work or required Court appearance, may elect
to use either accrued compensatory time, sick leave or'vacation leave to
assure him/herself at least ten (10) .hours of rest before returning to
duty when on shift schedule dictates unless another Court appearance
mandates otherwise.
PAGE 4
ARTICLE VIII - ANNUAL VACATIONS
Section 1. As provided by Ordinance 1813 as amended, annual vacations
with pay shall be earned by eligible employees at the following rates:
Year of Continuous
Employment
No. of Vacation Days
Accrued Per Year
lst- 5th year 13 working days
6th year 15 worki ng days
7th year 16 worki ng days
8th year 17 worki ng days
9th,year 18 working days
lOth year 19 working days
11th year, 20 working days
12th year 21 working days
13th year ' 22 worki ng days I
14th year 23 working qays
15th year 24 worki ng days
16th year 25 working days
17th year and after 26 working:days
Siection 2. Accrual shall start fromldate of emdloyment, but vacation
leave shall not be av~ilable until after six (6} months of continuous
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Section 3. Annual vacation 'leave may be requested by the employee subject
to the approval of the Chief of Police or his designee, provided said leave
may be disapproved and rescheduled by the Chief of Police to such a time I
that will least imterfere with tHe operations and functions of the Police
Department. I 'i. , I
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Section 4. Upon prior approval f1rom an employee's Department Head, the
Employer will grant up to three (3) work days of bereavement leave for the
purpose of arranging for and/or attending the funeral of a member of the
employee's immediate family. Immediate family includes: spouse, father,
mother, child, sister, brother, grandparents, brother-in~law, sister-in-
law, father and mother-in-law. All time off for bereavement leave will be
charged against the employee's compensatory time, sick leave, or vacation
leave account. The employee may designate which account ,bereavement'
leave will be charged against. ' I
ARTICLE IX - HOLIDAYS
Section 1. Employees covered by this Agreement shall receive an
additional eleven (11) days vacation leave per year in lieu of holidays.
The accrual and payment of such additional compensation shall b~ in .
accordance with the Employer's established practice in this regard.
Section 2. In the event an employee covered by this Agreement is
. requi red to work duri ng the term of thi s Agreement on New Year's Day,
Memorial Day, Independence Day, Thanksgiving Day, or Christmas Day, such
employee shall be compensated at the rate of one and one half (l~) times
the employee's hourly rate of pay. .
PAGE 5
Section 3. Holidays shall be as follows:
Holidays
New Yearl s Day
Lincoln's Birthday
Washington's Birthday
Memori a 1 Day
Independence Day
Labor Day
Veteran I s Day
Thanksgiving Day
The day after Thanksgiving
Christmas
One Floating Holiday
Date Observed
1984
1985
January 1
February 12
Third Monday in February
Last Monday in May
July 4
First Monday in September
November 11
Fourth Thursday in November
iFourth Friday in November
I December 25
Employee1s choice with approval
of the Chief of the Police
Department or his d~signee
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ARTICLE X - EMPLOYEE MEDICAL COVERAGE AND
DEPENDENT MEDICAL GROUP INSURANCE
Jan. 2 Jan. 1
Feb. 13 Feb. 12
Feb. 20 Feb. 18
May 28 M~1Y 27
July 4 July 4
Sept. 3 Sept. 2
Nov. 12 Nov. 11
Nov~ 22 Nov. 28
Nov. 23 Nov. 29
Dec. 25 Dec. 25
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Sectio~ 1. Medical coverage for employee shall be piovided in
accordance with the laws of the State of Wa~hington.
Section 2. The employer shall pay the full cost of the monthly premium
to provi de group medi ca 1, insurance i coverage through the Associ ati on of
Washington Cities Group Medical Plan for aependents of full-time, active,
eligible employees. During the ~erm of this Agreement the Employer agrees
to continue its participation in the AWC Preferred Group Medical Plan.
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ARTICLE XI - GROUP DENTAL INSURNACE
The Employer shall pay the I full cost of the monthly premi urn
group dental insurance coverage through the Association of
Cities Group Dental Plan for full-time, active, eligible
Secti on l.
. to provi de
i i Was h i nigton
employees.
Section 2. The Employer :shall pay the full' cost of the monthly premium
to provide group dental insurance coverage through the Association of
Washington Cities Group Dental Plan for dependents of full-time, active,
eligible employees, During the term of this Agreement the Employer agrees
to continue its participation in the AWC Plan A Dental Program.
ARTICLE XII - PENSIONS
Pensions for employees and Employer contributions to pension funds shall
be in accordance with Washington State statutes.
Dl'Ir-r: k
ARTICLE XIII - TERMINAL & SICK LEAVE
Section 1. Paid vacation leave shall be earned and administered as provided
by City Ordinance. The City shall amend Ordinance No. 1813 to state accrued
vacation leave shall be paid in lump sum upon retirement/separation. In the
event an employee has been granted an approved disability retirement from
the Police Pension Board, the Employer agrees to pay the employee his or her
,total accrued vacation hours that has been accumulate9 as of the effective
date of the disability retirement. Any employee separated from employment
during his/her probationary period shall forfeit any such benef,its.
Section 2. Upon service retirement a~ employee shall be paid thirty-five
percent (35%) of up to one hundred twenty (120) days of accumulated sick
leave (accumulated at'the rate of one '(1) working day per month).
Section 3. Any employee, who is classified as a LEOFF II employee pursuant
to Chapter 41.26 RCW, that incurs an injury while performing his responsi- ,
bilities on duty will be allowed to apply accrued sick leave pay to his I
approved time-loss compensa~ion as provided by the laws governing Workmans '
Compensati on time-loss benefi ts l' provi ded, such payment will not exceed the
employee's regular rate of his, dai:ly wage. ' 1
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In the event the employee has exhausted: his sick leave pay, ,the City agrees
to supplement the employeeAs time-los;s!~ompel1sation such,that the employee!
shall receive his regular daily wage 'rate during the disability period, ,
provided that said supplement will not exceed six (6) months in duration.
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The parties agree to reopen this secti~n for negotiations in the eVent the
Washington State Legislature modifies the provisions of the LEOFF Act
pertaining to LEOFF employees. Ii,
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ARTICLE XIV - FALSE ARREST INSURANCE
During the term of this Agreement, the Employer shall maintain a False
Arrest Insurance policy in effect with coverage there unper in accordance
with the terms and conditions of such policy.
ARTICLE XV - CLOTHING AND UNIFORM CLEANING ALLOWANCE
Section 1. The Employer shall establish a Clothing Allowance Fund for
the Bremerton Police Department. Each police officer shall be furnished
uniforms as designated by the Chief of Police. Such uniforms shall be
replaced on an as-needed basis from the Clothing Allowance Fund, as
determined by the Police Department Administration Office. All uniforms
purchased by the Employer are to be and remain the property of the Employer.
Section 2. An annual' allowance of four hundred twenty five ($425.00) per
year will be provided to non uniformed, sworn person~el.
Such allowance shall be paid during the month of January. 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.
PAGE 7
Section 3. There shall be an annual uniform cleaning allowance of two
hundred fifty dollars ($250.00) for 1984. In 1985 this amount shall
increase to two hundred seventy five dollars ($275.00). This applies
to all personnel covered by this agreement. Such allowance shall be
payable in the amount of one hundred twenty five dollars ($125.00) during
"4he months of January and July (for 1984), and one hundred thirty seven
dollars and fifty cents ($137.50) during January and July of 1985.
Section 4. An employee will not be required .to pay back to the Employer
funds received for the purpose of clothing or cleaning allowance after
the employee has received and expended such payment.
Section 5. In the event the 'Employer secures a cleaning contract with
an independent cleaning company during. the term of this ,Agreement,
Section 3 of Article XV will become null and void.
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Section 6. The City agrees to provide the sum of one hundred dollars
($lOO.Odj to Motorcycle Officers for the purchase of motorcycle boots.
Aft,er initial issue, replacement mor-lies will be approved only after the
Chief or his designated representative authorize such replacement based
on wear/tear of motorcycl e boots.
ARTICLE XVI - NOTIFICATION OF CHANGES
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Should the Employer or Union wish to make any significant change affecting
the ~ontract provision during the life of this Agreement, the two parties
will meet to discuss the desired change. It is agreed that no change will
be made unless both parties agree to such change.
ARTICLE XVII - VACANCIES AND PROMOTIONS
Sectionll. All vacancies, appointments and promotions will be filled
in accordance with the rules and regulations set forth by the City of
Bremerton Civil Service Commission.
i Section 2. Any employee who is appointed to a position classification
by the Chit!f of' Police on a provisional basis shall be paid the established
compensation for such position classification.
ARTICLE XVIII - GRIEVANCE PROCEDURE
Section 1. Definitions
(a) For the purpose of the Agreement the term "grievance" is defined
as an alleged violation in the interpretation or application of
the articles in this Agreement.
(b) Any dispute or grievance pertaining to Civil Service rules or
regulations will be submitted to the Civil Service Commission
for resolution.
(c) Complaints alleging violations of Article III - Nondiscrimination,
Section 2 shall be processed pursuant to the Affirmative Action
Complaint Procedure outlined in City of Bremerton Ordinance No. 3447.
PAGE 8
Section 2. Any alleged grievance shall be verbally discussed by the employee,
and/or Union with the emp1oyee's Sergeant and/or Lieutenant, whichever is
appropriate, within ten (10) working days of the occurence. The parties agree
to make every effort to settle the grievance at this stage. If no satisfactory
settlement is reached, the following procedure shall apply:
Step 1. The grievance shall be reduced to written form by the aggrieved employee
and/or Union, stating the section of the Agr~ement violated and ex-
plaining the grievance in detail. The written grievance shall be
presented to the grievant's Captain within five (5) worKing days from
the date the matter was discussed with the grievant's Sergeant and/or
Lieutenant. The Captain or his designee shall, convene, a meeting,
within five (5) working days after the r~ceipt' of the written grievance,
between the ,employee, Union representative and any other appropriate
City officials. Five (5) days after ,such meeting the Captain shall '
trans~it a copy of his written d~cisi~n to the aggrieved e~p1oyee and
Union representative. .,
Step 2. If no satisfactory settlement is reached upon the conclusion of Step
1, the written gri evance s ha 11 be transrili,tted by the gri evant or Uni on
to the Chief. of Police or his designe1e within five (5) working days
after the Step 1 decision has been received by the Union. The Chief
or his. designee shall convene a meeting within five (5) working days
of receipt of the written gr~evance from the Union. Afte~ five (5) days
of such meeting the Ohief or, his designee' shall transmit a: copy of his
decision to the grievant and' Union.! ~
Step ]3. Any grievance arising from the interpretation or application of this
I agreement that is unreso1 ved upon the cons 1 us i on of Step, 2 may be
submitted by the Union to arbitration by notifying, in writing, the
Personnel Director within ten (10) days ,after the Step 2 decision.
The Union shall petition the Public Employment Relations Commission
(PERC) for an arbitrator to be assigned to the grievance and who shall
conduct a hearing in the matter. I
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The decision of the arbitrator shall be delivered within thirty (30)
calendar days of the close of the hearing and shall be final and binding
upon the Union and the Employer and upon all affected employees. The
authority of the arbitrator shall be limited to a ruling on the correct
interpretation or application of the Agreement and shall not add to or
take away therefrom. The cost of arbitration shall be borne equally
by the parties, except that each party shall bear the entire cost of
its own witnesses and representatives.
Section 3. Time limits referred to in this Article must be strictly adhered
to but may be waived by mutual agreement in writing. It is the intent of the
parties that all procedures set forth herein shall be complied with as ex-
peditiously as practicable.
ARTICLE XIX - PERFORMANCE OF DUTY/NO STRIKE
Section 1. The Employer and the Union recognize that the public interest
requires the efficient and uninterrupted performance of all City s~rvices 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 assigned duties to the
best of his or her abilities.
PAGE 9
Section 2. During the term of this Agreement, the Union and/or the
membership shall not cause, engage in or sanction any work stoppage,
strike, walkout, sit-down, stray-in, slowdown, sick-in, curtailment of
work, or any picketing, patroll ing, demonstration or any other form of
similar individual or group activity or interference 'with City operations
at any location whatsoever. Employees who engage in any of the foregoing
or similar activities shall be subject to immediate disciplinary action
up to and including discharge. The Employer shall not institute any
lockout of employees during the term of this Agreement.
ARTICLE XX - 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: '
(a)
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The interview of any department member shall be conducted qt a
reasonable hour, preferably when the member is on duty and/or
during day light hours, unless the urgency of the investigatior
di cta tes otherwi se. If such i ntervi ew occurs duri ng off-duty
time of the member being interviewed, the member sha~l be com-
pensated for his off-duty time in accordance with Article VII of
the contract agreement between the City of Bremerton and Teamsters
Local Union #589.
(b)
The interview shall take place at a location designated by the
investigation officer, preferably at the Police Department.
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 of all complaining
parties before the interview commences.
(c)
(d)
The member being interviewed shall be afforded an opportunity and
the necessary faciliti es to contact an attorney pri or to commence-
ment of the interview. The member1s attorney and/or representative
of the union may be present during the interview. Nothing herein
shall in any way restrict the rights of the attorney and/or rep-
resentative with the employee during the process of the interview.
The interview shall be conducted in the most expedient manner
consistent with the scope and gravity of the subject matter of
the interview. The member shall be permitted reasonable periods
to attend to personal necessities.
The member shall not be subjected to offensive language or in-
timidation during the process of the interview. No promises or
rewards shall be made to the said employee as an inducement to
answering questions. When the member is being interviewed in a
non-criminal matter for violation of departmental rules, regulations
(e)
(f)
PAGE 10
or orders, that member shall answer truthfully all questions con-
cerning the investigation posed to him by the interviewing officer.
When the member refuses to answer such questions, he will be
informed that his refusal to answer can become the subject for
disciplinary action.
(g) A member covered by this Agreement shall not be required to take
a polygraph test as part of the interview' process.
(h) Nothing contained in any of the above guidelines shall restrict
and/or limit the authority of the Chief of Police in the performance
of his duties and responsibilities of the 'Chief Administrator of
the Bremerton Police Department.
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(i) No tape recording will be made of the interview without prior
advisement. There will be no off-the-record questions during a
recorded interview.
(j) When the member being interviewed is under arrest, or is likely to
be placed under arrest as a result of the interview, that person shall
be informed of their 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 24 hours with allowances being made for weekends
, and hol i days.
ARTICLE XXI ~ MANAGEMENT RIGHTS
Section 1. Any and all rights concerned with the management and operation
of the Police Department are exclusively that of the Employer unless other-
wise provided by the terms of this Agreement. The Employer has the right,
among other actions, to adopt rules for the operation of the Department and
conduct of the employees, to discipline, temporarily layoff, or discharge
employees for cause, to assign work and determine 'duties of employees, to
schedule hours of work, to determine number of personnel to be assigned
duty at any time, to determine and introduce new work methods or facilities
to increase productivity, to contract for goods and services for operation
of the Department and to perform all o~ the functions not otherwise expressly
limited by this Agreement.
Section 2. The Employer and the Union recognize and agree that City of
Bremerton Police Department policies, procedures, practices ,and benefits
other than specifically recognized by this Agreement shall continue in
effect for the duration of this Agreement unless changed or cancelled by
the Chief of Police or his designee.
Section 3. The parties to this Agreement 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 Employer and the Union 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.
PAGE 11
ARTICLE XXII - SAVING CLAUSE
Should any provisions 'of this Agreement be found to be in violation of any
federal or state law, City of Bremerton Charter, ordinance, regulation or
resolution or declared invalid by a Court action, all other provisions
of this Agreement shall remain in full force and effect for the duration
of this Agreement. The Employer and the Union agree that any invalid
provision of this Agreement shanl be modified through collective bargain-
ing prior to the expiration of this Agreement. All language in, this
Ag~eement will remain the same from year to year unless either party
to the Agreement negotiates a change in the curre~t language.
I
I ARTICLE XXIII - ENTIRE AGREEMENTi
The Agreemeht expressed, herein in writing constitJtes the entire Agreement
betweeni the Employer and the Union, and no oral agreement shallladd to orl-
supercede any of its provilsi ons. Wherever a Ci ty: of Bremerton ordi:nance
or Ci~il Service rules are not in conflict with this Agreement, their
I provi~ions shall be applicable td employees in thi~ bargaining unit.
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ARTICLE XXIV ~ PARKING OF A~TOMOBILES:
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The Employer shall furnish parking at ~ity Hall (0r rei~burse the
employee the cost of same) for any privateautomo6ile which an employee
assigned to the graveyarrd shift uses for cdmmuting to work and shall do
the same for a private automobile when such automobile is being used by
an employee for transportation to ~nd from Court during thei employee1s
off-puty time. Ii: I I,
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ARTICLE XXV - COMPENSA~ION FOR TRAINING
Each employee who is required to attend school or training sessions
during his off-duty time shalll be granted an equal amount of Icompen~atory
time off at straight-time.
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ARTICLE XXVI - SHIFT CHANGES
I
Section 1. Employee may be given permission to exchange and/or request
specific shifts, shift rotation, and days off when the change does not
interfere with the carrying out of the duties and responsibilities of
the affected employee's and the Departinent. Such a determi nati on shall be
made by the Chief of Police or his designee, provided, the shift change
request is made at least five (5) working days before the date the change
is to take place.
Section 2
The City agrees to the concept of placing a minimum of three (3) officers
on the street on shifts below the rank of Sergeant when practicable.
PAGE 12
.
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ARTICLE XXVII - UNION REPRESENTATION
For the purpose of representation within the Department, the Union shall
be entitled to a reasonable and adequate number of stewards who shall
restrict their activities .to the handling of grievances and other legitimate
union business but only to such extent as does not neglect, retard or
interfere with th~ work and duties of the steward or affect~d employees.
Prior to carrying! out the steward's repres~ntation duties, he will request
and secure approval by the Chief of PoJice or his designee. Also, the
Employer is under no obligation to pay stewards or other employees for
time spent in grievance meetings or performing other legitimate union
business when they are not scheduled to work.
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,ARTICLE XXVIII - LABOR'MANAGEMENT COMMITTEE
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Section 1. : There shall be a Labor-Management Committee which shall consist
of three (3) City representatives and three (3) Union representatives.
When appropriate and agreed upon between the Employer and the Union, other
individuals may participate in the Labor-Management Committee meeting(s).
I
Section ~. The Employer and the Union win jointly schedule Committee
meetings/and established1meeting agendas. It is agreed upon between the
parties that Committee meetings will be held at least once a month.
Section 3. The purpose of the Committee is to allow' an exchange of
information regarding the Department of the City and to discuss problems
of mutual interest or concern. It is expressly understood and agreed
upon that Committee meetings will not be for the purpose of negotiations
nor will grievances filed pursuant to Article VI of thi~: Agreement or
otherwi se pendi ng ,before any Commi ss i on or Tri buna 1 of q:>mpetent
jurisdiction be discussed or co?sidered by the Committee.
ARTICLE XXIX - LABOR-MANAGEMENT MEDICAL COST CONTAINMENT BLUE RIBBON PANEL
For the duration of this contract there shall be established an eight (8)
member panel to consi~t of 4 Union representatives and 4 Management rep-
resentatives. Representatives may be selected within or outside the City
structure in order to provide a balance of expertise and contribution. The
p,urpose of this panel is to meet quarterly and review, survey, discuss, and
study future possible medical care cost-containment strategies. They will
produce a report form each quarterly meeting to be distributed to both
management and membership individuals. Their efforts will be non-binding
and solely for the purpose for exploring medical care cost-containment tech-
niques beneficial to both the City and the employee.
ARTICLE XXX - DEPARTMENT POLICY MANUAL AND POLICY CHANGES
At such time that the Department prepares and implement an Operating
Manual or Policy said Manual or Policy will be distributed to all
bargaining unit employees. The employee will acknowledge receipt of
and will become knowledgeable with the Manual IS or Policy's contents.
All employees will carry out his/her duties and assignments in accor-
dance with the Manual and Policy. In addition, all employees will adhere
to the confidentiality of the-Manual and Policy.
'PAGE 13
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It is further agreed that all reVlslons to the Manual or Policy will be
provided to employees for inclusion in the Manual. Further, the Depart-
ment will inform employees of policy revisions, prior to enactment, at
a time deemed appropriate by the Department.
It is express ly understood and agr~ed upon between the parti es 'than any
question, complaint or dispute arising out of the interpretation or
I application of the Operating Manual or Policy will not be subject to
Article XVIII of the Labor Agreement but will be processed through
normal department administrative channels~
ARTICLE XXXI - TERM OF AGREEMENT
This Agreement shall become effective January 1, 1984, and shall
remain in effect through December 31, 1985 and may ~e extended
thereafter by mutual agreement. It is further agre~d that the
Employer or the Union may request reopening of this Agreement for
the purpose of renegotiating changes to be effective following the
expiration of this Agreement wHh such notice t01be in writing to
the other party in accordance with the time schedule established by
RCW 41.56. ; .
AfPROVED AND RATIFIED BY TH~ CITY COUNCIL THIS olSL~ay of ~ ' 1984.
CITY OF BREMERTON
!
GENERAL TEAMSTERS LOCAL UNION NO.589
liUl'ill
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By . :.' J~
M.G. Dawkins, Mayor
By /!~ d~
Doug ~h , .
Business Representative
Attest:
\<~~ q
Kathleen L.
City Clerk
Q. I.'v.... (.2. ..~ 1
McCluskey
PAGE 14