HomeMy WebLinkAboutPOLICE MANAGEMENT ASSOC., 2009-2011 MEMORANDUM OF UNDERSTANDING
BETWEEN THE CITY OF BREMERTON AND THE BREMERTON POLICE
MANAGEMENT ASSOCIATION (BPMA)
Civil Service Rule 23 — Performance Evaluation Reports
This Memorandum of Understanding is agreed to pursuant to Article 22, Section
22.1 of the Collective Bargaining Agreement between the City of Bremerton and
the Bremerton Police Management Association.
The City and the BPMA mutually agree to begin utilizing the attached changes to
Civil Service Rule 23, prior to the changes being approved by the Civil Service
Commission. The changes will be taken to the Civil Service Commission for
approval as soon as possible.
Dated this day of May, 2014.
BPMA President Date
Chief of Police Date
Z/j
Mao P Lent Date
Charlotte Belmore, HR Manager Date
23. PERFORMANCE EVALUATION REPORTS
23.01 PERFORMANCE EVALUATION RECORDS
A. Performance evaluation record of non - probationary employees:
Performance evaluations of all employees in the classified Civil
Service shall be kept in the Human Resources Department.
1. Fire Department and Non - Uniformed _ Police ; F mat
Department Employees: Each supervisor shall raider ' Numbet
Akjn
co nduct an evaluation annually for all Fire Departm and j "'
non- uniformed employees in the classified Civil Service.
The date for the evaluation is established by the date the
employee initially began employment with the City or date
of promotion. The supervisor should set a specific time to
discuss the evaluation with the employee.
2. Uniformed Police Department Employees: For
unifo Police Departmen employees after completion
of the probationar period each supervisor shall conduct an
evaluation at the completi of each shift bid.
B. Evaluation during initial probation:
1. Fire Department and non - uniformed Police Department '^ i
Emnlovee$ Each supervisor shall Yabm — , : onduct an r
at:1 +
evaluation for every newly hired employee at the end of the i Indent;
first three (3) months employment and again at the end of
the first five (5) months of employment.
2. For uniformed Police Department employees: After each 3 Fonow
emnlo completes the Academv their supervisor shal Forma+
conduct a nrobationary evaluation at the end of three (3) ! Leyd: r
I months, six ( 6) months and twelve (12). at ` 1 +
Indent;
C. Inspection of ratings: The evaluation records shall be open for review
by the employee, his or her immediate supervisor, the supervisor's
superior (evaluation reviewer), the employee's Department Head and
any Department Head who is considering a transfer of said employee
to his/her department, or, whenever required by the Public Disclosure
Act. (RCW 42.56).
D. Review of the evaluation: The completed evaluation form must be
given to the evaluator's immediate supervisor for review. In the event
65
Bremerton Police Department
PATROL SCHEDULE and STRUCTURE CHANGE
MEMORANDUM of UNDERSTANDING
Definitions
1 "Team" Three Sergeants, and the Officers and MPO's reporting to those three Sergeants
2 "Squad" One Sergeant, the Officers and MPO(s) reporting to that Sergeant.
3. "Shift" One work period (l Watch - Day, 2 nd Watch - Swing, or a Watch - Graveyard)
comprised of 10 hours and 40 minutes.
4. "Long Term" Any time frame more than 30 consecutive days.
5. `BPOG" Bremerton Police Officers Guild.
6. "7/28 days" trade days; 1:1 day for day ratio
The Patrol Schedule
1 Patrol Officers, MPO /OIC and patrol Sergeants will work 5 days on duty, 4 days off duty,
5 days on duty, 4 days off duty, 5 days on duty, 5 days off duty
2. 10 hour 40 minute shifts.
3. Overlap days will occur on Fridays.
Shift Start and Ending Times
1 The following hours apply to patrol Officers, MPO /OIC and patrol Sergeants•
lst Watch 0620 -1700 hours
2 Watch 1600 -0240 hours
3 Watch 2000 -0640 hours
All parties agree to re- examine shift start and stop tunes after six months of operation and
work together with the bargaining group to mutually agree on the times.
Overlapping Fridays
I Squads on overlapping Fridays may attend training, conduct proactive patrols, respond to
calls for service, or complete other duties as assigned
2. Squads will usually work their normal shifts (1st, 2 nd , and 3 watches) on overlapping
Fridays. However, sergeants, MPO's and officers may be asked to flex their hours by
mutual agreement for special activities or other programs.
Patrol Shift Bidding
1 Shifts are bid for an entire calendar year in the fall or early winter of the preceding year
2 Shifts are bid in 6 calendar month blocks (January -June, July- Dcccmb: r)
3 Officers, MPO /OIC, and Sergeants must stay on the same Tear n (Blue or Golui f;; MC
entire ca e. n dai )ear
H arr, employee s« Teams when bidding the next calendar year, it may cause some
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days will be made as 7/28 days (trade days at a 1:1, day for day ratio must be taken
within the current 28 day cycle) by mutual agreement. The City of Bremerton will not
pay overtime or grant compensatory time due to persons rotating from their initially
selected Team unless required by FLSA guidelines.
5. Sergeants bid first by seniority.
6. There must be at least one MPO per squad and no more than two MPO's per squad unless
the number of MPO's assigned to patrol exceeds 12 MPO's bid for MPO positions by
department seniority. According to department seniority each MPO will be offered the
allotted MVO positions until the one per squad requirement is met. If there is not an
MPO on each squad by the end of the MPO shift bid, the lowest seniority MPO(s) will be
ordered to fill the remaining MVO position(s).
7. All other officers will bid next.
8. Should a squad lose an MPO position due to retirement, reassignment or other reasons,
and there is not another MPO on that squad, MVO's may be asked, by seniority, to move
to that squad on the same team so that each squad has an MPO. If no WO volunteers to
switch squads the lowest seniority MPO will be ordered to that squad without additional
compensation.
Patrol Vacation Bidding
1. Sergeants bid first by seniority (date of promotion)
2. All other officers will bid next by seniority
3. For each squad, both the Sergeant and MPO will not be scheduled off for the same
vacation days.
Covering-Long Term Patrol Officer Shortages
1. Volunteer(s) will be sought to change squads within the Team to fill -in where needed if
this does not create another shortage.
2. If no officer volunteers on the same Team, volunteer(s) will be sought from the other
Team if this does not create another shortage
3. If no officer still volunteers, then officers may be ordered to move to another
shift/squad/team by reverse seniority as long as this does not create another shortage and
complies with section 6.2 of the current BPOG contract.
4. If no officer can be moved without creating another shortage, specialty positions may be
asked to voluntarily move to the affected squad for the duration of the shortage A
specialty officer filling a patrol position will maintain their specialty pay
5 if no specialty position officer /detective volunteers to fill the position, specialty
officers /detectives may be ordered to move to the affected squad(s) in the following
order. The Cluef of Police has the sole discretion in assigning these positions when
filling long tern vd , ,, mLies following the guidelines set iureh in seLtions 6 2.3 and 6 2 4 of
the BPOG contract.
A Trdffc, 01Ti
F. I)etecuves
Patrol Training Days
1. The standard 10 hour 40 minute shift will be utilized to cover travel time and training
time Any training day up to 10 hours and 40 minutes but not less than 8 hours will be
2
counted as an entire work day. A training day (including travel tune) that consists of less
than 8 hours requires the employee to work the remaining hours short of the full 10 hours
and 40 minutes for that day on the shift they were scheduled to work or take the time off
utilizing accrued leave.
2. Non - working lunch periods do not count towards training time.
3. Hours more than 10 hours and 40 minutes in any one training day may be taken as over
time or compensatory time per the collective bargaining agreement
4. Voluntary training days on scheduled days off will be taken as 7/28 days as staffing
levels allow. The date(s) the 7/28 days are taken will be selected by the employee, with
concurrence of the sergeant, in training whenever possible. If the day(s) selected by the
employee are not possible due to minimum staffing requirements or other provisions in
this agreement or the labor contracts, the 7/28 days may be selected by the squad
Sergeant for relief supervisor and officer training or by the Team Lieutenant for Sergeant
training.
5. Mandatory training on scheduled days off may be taken as 7/28 days as staffing levels
allow by mutual agreement, overtime or comp time at the employee's discretion.
6. Mandatory training days on scheduled work days (other than on overlapping Fridays)
may require the Sergeant, relief supervisor or officer to flex their hours to attend. This
flexing of shift hours for mandatory training on scheduled work days will occur without
additional compensation with 14 days' notice, unless by mutual agreement.
In- Service Training
1. Work shifts may be changed by the employer to accommodate structured in- service
training as follows:
a. At least fourteen (14) calendar days advance notice is provided to the employee
b. The shift change will be for full day training.
c. The parties further agree that the foregoing may be changed by mutual agreement,
on a case -by -case basis.
Miscellaneous Provisions
1. The maximum shift allowed for Officers to work will normally be 16 consecutive hours
in a 24 hour period. This also applies to any off -duty employment Exceptions may be
made due to exigent or emergency situations. The shift supervisor responsible for the
overtime period shall be responsible for approving such exceptions. Examples of exigent
situations where employees may be required to work more than 16 hours in a 24 hour
period include, but are not limited to. necessary report completion, major investigations
such as those involving BARRK Felonies, and court appearances.
2 FLSA work period is 7K/28 days - 171 hours.
3. Overtime for the purposes of this agreement is any time worked outside a normally
scheduled shift.
4. Vacation and sick leave accrual remain the same. 10 hours and 40 minutes is needed to
take a full day off under this proposed schedule.
5. Premium Holiday compensation will be paid per article 9.4 of the BPOG contract.
6 Holiday accrual in lieu of holidays off will remain at 88 hours of accrued vacation time
(11 holidays at 8 hours per holiday — Article 9.3).
Terms of the Agreement
3
I The 10 hour 40 minute (5 on, 4 off; 5 on, 4 off; 5 on, 5 off) schedule is scheduled to
begin January 1 2014.
2. Any change to this schedule /agreement is by mutual agreement by BPOG and the City of
Bremerton.
3. Tlus agreement supersedes all previous related MOU's and BPOG contract provisions
4. The agreement is for a six (6) month teal period. Either party reserves the right to revert
back to the prior schedule. Should either party desire to revert back to the prior schedule,
they must provide thirty (30) calendar days' notice of its intent to do so.
rd -2 � 3
BOG President Date
hor / I
'ef of Police Date
O ��� /�- 12 - z4 /3
Mayor P&I Date
4
LETTER OF UNDERSTANDING
This Letter of Understanding is agreed to pursuant to Article 22, Section 22.1 of the Collective Bargaining
Agreement between the City of Bremerton and the Bremerton Police Management Association.
The parties agree that Article 6, Subsection 6.4, is hereby amended as follows:
6.4 MAXIMUM VACATION ACCRUAL -- The maximum number of vacation accrual hours that
any employee shall be allowed to carry forward from one calendar year to the next is as follows:
Years of Continuous Employment Maximum Balance
0 through Five (5) years 160 hours
More than Five (5) years 300 hours
For calendar year 2009 only, the City and the BPMA agree that the maximum accrual balance for I Formatted: Indent: Left: 0.5"
Vacation leave shall be increased by 25 hours in consideration of previously agreed upon unpaid
furlough days for 2009 as follows:
Years of Continuous Employment Maximum Balance
0 through Five (5) years 185 hours
More than Five (5) years 325 hours
Vacation leave may be accumulated throughout the calander year up to a maximum of three
hundred (300) hours as of December 31st, of any calendar year. Employees with more than three Deleted: November 30'
hundred (300) hours accrued as of December a c c r u a l Del eted : November 30
(300) hours, up to a maximum of 80 hours. Any accrual in excess of the 80' hours maximum
payout shall be forfeited and the vacation leave balance shall be reduced to 300 hours as of
January 1st. Payment shall be made the 2nd,pay day in January, _ [ Deleted: 1"
All other provisions of the Collective Bargaining Agreement apply in all respects. Deleted: December. Any accrual in
excess of the 80 hours maximum payout
DATED THIS 13th DAY OF OCTOBER 2009. shall be forfeited, and the vacation leave
balance shall be reduced to 300 hours.
FOR THE CITY: FOR THE BREMERTON POLICE Deleted: ¶
MANAGEMENT ASSOCIATION:
/
CAROL S. CONLEY j Tom Wolfe 7
Human Resources Manager low BPMA President
L
Craig Rogers /
Chief of Police
LOU - BPMA VL Accrual max for 2009
October 13 2009
Collective Bargaining Agreement
By and Between
City of Bremerton
and
Bremerton Police Management
Association
f-;~' ~', j.;.l'" '::i" THE" C', r,Y~ 0 E:' PR IDE ;~A ~ D- 0 P P "-.R~TUl'! fT.Yi~ ~.'~ i~':'''''>:~'"' ,
January 1, 2009 through December 31, 2011
PROPOSED LABOR AGREEMENT BY AND BETWEEN
THE
CITY OF BREMERTON
AND
BREMERTON POLICE MANAGEMENT ASSOCIATION
JANUARY 1,2009 THROUGH DECEMBER 31, 2011
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 Management Association hereinafter known as the
"Association" for the purpose of setting forth the wages, hours and other terms and conditions of
employment which shall be in effect during the term of this agreement for employees included in
the bargaining unit described in Article 2 below.
ARTICLE 1 ............. DISCRIMINATION ALLEGATIONS
1.1 An employee who believes that he or she has been the subject of unlawful discrimination on
the basis of political affiliation, age, sex, marital status, race, creed, color, religion, national
origin or activity protected by RCW 41.56 shall seek relief through the City's Equal
Employment Opportunity Complaint Procedure or the appropriate state or federal agency
charged with investigating such matters and shall not process such complaints through the
Grievance Procedure of this Agreement.
~1\RTICLE 2 ............. RECOGNITION
2.1 The City recognizes the Association as the sole and exclusive bargaining representative for
the purpose of negotiations concerning wages, hours and conditions of employment for all
employees in classifications set forth in Appendix A and such classifications as may be
added to the bargaining unit during the term of this Agreement.
ARTICLE 3............. ASSOCIATION ACCESS
3.1 Association business such as handling grievances and other legitimate routine matters may
be conducted on Police Department premises provided that such business does not interfere
with Police Department operations and is authorized by the Police Chief.
ARTICLE 4 ............ SALARIES
4.1 MONTHL Y SALARY RATES -- Monthly salary rates shall be paid as set forth in
Appendix A which is attached hereto and made a part hereof. Appendix A will be changed
as necessary to reflect the following:
Proposed Collective Bargaining Agreement - Bremerton Police Management Association
January 1,2009 through December 31, 201 1 Page 1 of 17
4.1.1 The salary rates for Police Lieutenant and Police Captain will be set so as to
maintain the following differentials:
4.1.1.1 The Police Lieutenant base salary at step 1 will be not less than six point
seven percent 6.7% above the top step Police Sergeant base pay rate.
4.1.1.2 The Police Captain base salary at step 1 will be not less than 4.2% above
the top step Police Lieutenant base pay rate.
4.1.1.3
The percentage between each pay step is 2.25%.
4.1.2 Effective January 1, 2009, employees will receive a five percent ( 5 % across-the-
board cost of living adjustment (COLA). The COLA will be extended out three
decimal points.
4.1.3 Effective January 1,2010 the wage increase shall be based upon 100% of the CPI-
W for Seattle/TacomalBremerton, June 2008 to June 2009, with a minimum
increase of two percent (2%) and a maximum increase of five (5%). The COLA will
be extended out three decimal points.
4.1.4 Effective January 1,2011 , the wage increase shall be based upon 100% of the CPI-
W for Seattle/TacomalBremerton, June 2009 to June 2010 with a minimum.
increase of two percent (2%) and a maximum increase of five percent (5%). The
COLA will be extended out three (3) decimal points.
4.1.5 In the event that the Bremerton Police Officers Guild (BPOG) receives a COLA in
any year of their contract that exceeds the five percent (5) maximum, then the
Bremerton Police Management bargaining unit shall also receive the same
additional amount.
4.1 LONGEVITY PAY: Longevity pay, which is a rate of pay based on the length of
completed continuous service with the City, shall be calculated on the individual
employee's base salary rate and shall be paid as follows:
Lene:th of Continuous Service
o through 5 years continuous employment
6 through 10 years continuous employment
Commencing 11 through 15 years continuous employment
Commencing 16 through 20 years continuous employment
Commencing 21 through 25 years continuous employment
Commencing 26 years and over continuous employment
Rate Per Hour
0%
1.25%
2.25%
3.50%
7.75%
9.00%
4.3 PAY RATE WHEN PROMOTED TO A HIGHER CLASSIFICATION WITHIN
THE BARGAINING UNIT -- An employee promoted to a higher classification within
the bargaining unit, will receive at least the entry step of the new pay band or a step at least
Proposed Collective Bargaining Agreement - Bremerton Police Management Association
January 1,2009 through December 31, 201 1 Page 2 of 17
five percent (5%) higher, whichever is greater. However, no employee may be advanced
beyond the final step of the new pay band.
4.3.1 The employee's advancement to the next step of the new pay band will be
based on the effective date of their promotion to the higher classification.
4.4 STEP ADVANCEMENT -- Advancement from Step to Step will occur upon the positive
recommendation ofthe Police Chief and after completion of twelve (12) continuous months
of service in each step, based upon satisfactory attainment of established performance
standards, and overall satisfactory performance. Step increases may be withheld for a
maximum of six (6) months. In the event an employee is on approved leave of absence
without pay, the employee's next wage rate advancement date will be extended by the actual
number of days the employee was absent on such leave. The denial of a step increase is
subject to the grievance procedure.
4.5 TEMPORARYIPROVISIONAL ASSIGNMENT TO HIGHER LEVEL POSITION --
The Police Chief or, in the absence of the Chief, the Mayor may provide a written directive
to an employee to perform all or a part of the duties and accept all or a part of the
responsibilities of a higher level classification, The employee so directed shall have his/her
pay rate adjusted for the duration of the assignment as if he/she had been promoted to the
higher classification provided, however, that such adjustment shall be not less than 5%.
Other benefits provided such an employee through the provisions of this agreement shall
not be affected, and no benefits of the higher level classification shall apply to the employee
during the assignment. This provision shall not apply in situations when the Police Chief
designates an employee to serve in an "Acting" capacity less than 30 work days during the
absence of the Police Chief or a Captain (Division Commander) due to vacations, while
attending conferences, and other such usual and customary absences
4.6 DEFERRED COMPENSATION -The City will contribute four percent (4%) of an
employees' base monthly salary to their Deferred Compensation Plan.
4.7 In the event that the Bremerton Police Officers Guild (BPOG) receives a Deferred
Compensation contribution by the City in any year of their contract that exceeds the four
percent (4), then the Bremerton Police Management bargaining unit shall also receive the same
additional amount.
ARTICLE 5 ............. HOURS OF WORK
5.1 Employees shall work such hours as are assigned by the Police Chief which shall be at least
forty (40) hours per week, including paid holiday, vacation and sick leave time. In addition,
employees shall serve on emergency standby status during such periods as are assigned by
the Police Chief and are subject to emergency callback at any time. Employees covered by
this agreement are salaried and exempt from the overtime provisions of the Fair Labor
Standards Act.
Proposed Collective Bargaining Agreement - Bremerton Police Management Association
January 1, 2009 through December 31, 2011 Page 3 of 17
ARTICLE 6 ............. VACATION LEAVE
6.1 VACATION ACCRUAL -- Employees shall accrue vacation time with pay for all
regularly scheduled work time including paid leave time pursuant to the following schedule:
PERIOD OF CONTINUOUS FULL TIME EMPLOYMENT
Date of Hire through
5 years
6th year
7th year
8th year
9th year
10th year
11 th year
12th year
13th year
14th year
15th year
16th year
17th year and thereafter
Hours Accrued/Year
104 Hours
120 Hours
128 Hours
136 Hours
144 Hours
152 Hours
160 Hours
168 Hours
176 Hours
184 Hours
192 Hours
200 Hours
208 Hours
6.1.1 In the event that the Bremerton Police Officers Guild (BPOG) receives a Vacation
accrual in any year of their contract that exceeds the accrual schedule as shown in 6.1
above, then the Bremerton Police Management bargaining unit shall also receive the same
additional amount of accrual.
6.2 VACATION ELIGIBILITY -- An employee becomes eligible to take accrued vacation
time upon completion of six (6) months of continuous employment with the City. Vacation
time must be fully accrued prior to the time an employee takes any vacation time off.
6.3 VACATION SCHEDULING -- Annual vacation leave shall be authorized by the Police
Chief or the Chief s designee. Personnel shall schedule vacation leave by mutual agreement
of the employee and the Police Chief or the Chiefs designee.
6.4 MAXIMUM VACATION ACCRUAL -- The maximum number of vacation accrual
hours that any employee shall be allowed to carry forward from one calendar year to the
next is as follows:
Years of Continuous Employment
Maximum Balance
o through Five (5) years
More than Five (5) years
160 hours
300 hours
Vacation leave may be accumulated up to a maximum of three hundred (300) hours as of
November 30th, of any calendar year. Employees with more than three hundred (300) hours
Proposed Collective Bargaining Agreement - Bremerton Police Management Association
January 1,2009 through December 31, 20 11 Page 4 of 17
accrued as of November 30th will be paid for any accrual over three hundred (300) hours, up
to a maximum of 80 hours. Payment shall be made the 1 st pay day in December. Any
accrual in excess of the 80 hours maximum payout shall be forfeited, and the vacation leave
balance shall be reduced to 300 hours.
6.5 VACATION PAY-OUT -- Upon the retirement or termination of an employee who has
served six (6) continuous full months of employment or more with the City or upon the date
of an employee's disability retirement, the accrued vacation hours of such an employee will
be paid to the employee in a cash lump sum payment.
ARTICLE 7 ............. HOLIDAYS
7.1 HOLIDAYS OBSERVED -- The following holidays shall be observed by the City:
New Year's Day
Martin Luther King's Birthday
President's Day
Memorial Day
Independence Day
Labor Day
Veteran's Day
Thanksgiving Day
Day after Thanksgiving
Christmas
In addition, any other holiday legally proclaimed by the Federal or State government,
provided that the City takes official action to have such holiday also observed by the City.
7.2 FLOATING HOLIDAY- Each employee shall be allowed one (1) additional holiday to be
observed by the employee on a day mutually agreeable to the employee and the Police
Chief.
7.3 ALTERNATIVE DAYS OF HOLIDAY OBSERVATION -- If a holiday observed by
the City falls on a Saturday, the holiday will be observed on the preceding Friday. If a
holiday falls on a Sunday, the holiday will be observed on the following Monday. If the day
a holiday is observed by the City falls on an employee's regularly scheduled day off, the
employee shall receive an alternate day as a paid holiday.
7.4 HOLIDAY COMPENSATION -- An employee shall receive eight (8) hours of time off
with pay for each holiday observed by the City and for a floating holiday of each
employee's choice.
ARTICLE 8 ............. SICK LEAVE AND INDUSTRIAL DISABILITY
8.1 SICK LEAVE ACCRUAL -- Employees shall accrue sick leave time with pay at the rate
of .046154 hours for all normal hours of work including paid leave.
8.2 MAXIMUM SICK LEAVE ACCRUAL -- Employees shall be able to accrue sick leave
to a maximum of one thousand two hundred (1,200) hours as of November 1 st of each year.
Proposed Collective Bargaining Agreement - Bremerton Police Management Association
January], 2009 through December 3], 20] 1 Page 5 of 17
8.3 SICK LEAVE WORK PERFORMANCE BONUS - Employees who accrue over the
1200 hour maximum may cash out 50% of the hours over the 1200 hours and receive this
bonus on the November 22nd pay day, and their sick leave balance will be reduced to 1200
hours.
8.4 SICK LEAVE RETIREMENT OR DEATH PAYMENT -- An employee who retires
from City service on a service retirement shall be provided a Sick Leave Retirement
Payment ofthirty-five percent (35%) of the employee's accrued and unused sick leave hours
to a maximum of 35% of 1200 hours (a maximum total of 420 hours). The Sick Leave
payout will be placed into the employees Health Savings/Retirement Account. The payout
will reflect the employee's regular hourly wage rate in effect at the time of retirement. In
the event of death of the employee, the payout will be paid to their designated beneficiary.
8.5 SICK LEAVE USE -- Sick leave must be accrued prior to use by an employee. Sick leave
shall be made available to each employee up to the amount of each employee's accrued sick
leave balance hours due to:
8.5.1 The temporary disability of an employee resulting from his or her personal illness or
Injury.
8.5.2 Providing care for: a) a child of the employee under the age of 18 when they have a
health condition that requires supervision or treatment; or b) a spouse, parent, parent-
in-law or grandparent of the employee who has a serious health condition or an
emergency condition.
8.5.3 Attending medical, dental and/or oculist appointments as needed for preventive or
rehabilitative health care of the employee or the employee's children when such care
requires parental presence to supervise or authorize treatment.
8.5.4 Upon the birth or adoption of a child, a father may use up to three (3) days of
accrued sick leave or claim FMLA leave pursuant to Federal Law as may be
amended from time to time.
8.5.5 Providing care for an employee's immediate family member as provided for in Section
8.5.2 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.
8.6 NOTIFICATION OF SICK LEAVE USE -An employee who is absent or expects to be
absent from work due to causes specified in 8.5 above, shall provide notification as follows:
8.6.1 ROUTINE APPOINTMENTS -- An employee who schedules a routine medical,
dental or oculist appointment shall make every reasonable effort to schedule such an
appointment at a time which will cause the least interference with the employee's
work hours and duties. The employee shall give prior notice of the date and time of
the appointment to his or her immediate supervisor. An employee's immediate
supervisor may request that the employee reschedule routine appointments when, in
--~--~---~-------------~------~~-------
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Proposed Collective Bargaining Agreement - Bremerton Police Management Association
January 1,2009 through December 31,20 II Page 6 of 17
the judgment of the supervisor, the scheduled absence of the employee would
unduly interfere with the operations of the Department. An immediate supervisor
shall not unreasonably deny an employee sick leave with pay for routine medical,
dental or oculist appointments.
8.6.2 UNANTICIPATED ABSENCE -- An employee who is absent from work or will
be unable to report to work as scheduled due to personal illness or injury, or for
other causes specified in Section 8.5 above, shall promptly notify the department by
telephone or otherwise by 0800 of the day of his or her scheduled work day.
8.6.3 SICK LEAVE DURING AUTHORIZED P AID LEAVE -An employee who
becomes ill or is injured during the employee's paid vacation may request the
conversion of such paid leave to sick leave with pay by promptly notifying the
department of the illness or injury and providing such information as is required by
the department to verify the appropriateness of such a conversion.
8.7 SICK LEAVE DOCUMENTATION AND APPROVAL -- An employee who has been
absent on sick leave shall, within thirty-six hours after returning to work, submit such forms
and provide such information as are required by the Department to approve the use of sick
leave with pay for the absence. The Department may require an employee to demonstrate
that he or she has sought treatment, taken appropriate precautions or otherwise affected
measures to correct the condition causing the employee's absence. Such demonstrations
may take the form of personal statements of the employee, medical examinations or
certifications of appropriate professionals, or other methods appropriate to the
circumstances. The Department may require an employee to provide certification by a
professional physician that the employee is sufficiently recovered as to be able to return to
work without posing a health hazard to himself or herself or to other members of the
workforce. Sick leave must be approved by the Department prior to payment. The
Department shall not unreasonably withhold approval of sick leave with pay from
employees. TA'd 12-16-08
8.8 INDUSTRIAL DISABILITY LEAVE FOR LEOFF II EMPLOYEES --An employee
who qualifies for and is included in the Washington State Retirement System commonly
referred to as "LEOFF II", and who incurs a work-related illness or injury shall be provided
with such compensation as is made available through Workers' Compensation time-loss
benefits as provided by Washington State Law.
ARTICLE 9 ............. OTHER PAID LEAVE
9.1 BEREAVEMENT LEA YE - An employee will be granted up to five (5) days of
bereavement leave for attending funerals in the State of Washington and up to seven (7)
days for out of state funerals of members of the employee's immediate family. Immediate
family shall be defined as spouse, child, stepchild, mother, father, mother/father in-law,
brother, sister, bother/sister in-law, grandparents and grandchildren of both the employee
and the employee's spouse. All time off for bereavement leave shall be charged against an
Proposed Collective Bargaining Agreement - Bremerton Police Management Association
January 1,2009 through December 31, 201lPage 7 of 17
employee's vacation/holiday, sick leave or compensatory time leave balance at the option of
the employee.
9.2 JURY DUTY, WITNESS LEAVE - An employee shall be granted leave of absence with
pay for the purpose of reporting to Jury Duty or if subpoenaed as a witness. Any juror or
witness fees received by the employee for the performance of such duties shall be assigned
to the City.
9.3 MIL IT ARY LEAVE - An employee who presents official orders requmng 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 twenty-one (21) 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 on military leave without pay
shall not accrue any leave benefits. An employee receiving up to twenty-one (21) 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). During periods of military conflict, employees are entitled to
up to fifteen (15) days of unpaid leave before their spouse is deployed or while their spouse
is on leave from deployment.
9.4 DOMESTIC VIOLENCE LEAVE - Pursuant to State Law, Domestic Violence Leave
provides additional leave rights to employees who are victims of domestic violence, sexual
assault, or stalking, or who are family members of victims. It entitles employees to take
leave to receive medical treatment, attend legal proceedings, or address safety concerns
arising out of domestic violence, sexual assault, or stalking as outlined in City Human
Resources Policy 3-20-19.
ARTICLE 10............ RETIREMENT BENEFITS
10.1 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 11............ INSURANCE BENEFITS
11.1 MEDICAL INSURANCE -- The City shall make medical insurance coverage available to
employees and their dependents as follows:
. Kitsap Physician's Service Plan A for Employees and Plan "A" for Dependents
. Group Health Cooperative for Employees and Dependents or another plan of equivalent
coverage approved by the Insurance Benefit Committee.
11.2 INSURANCE PREMIUM PAYMENTS -- Payment of insurance premiums shall be made
as follows:
Proposed Collective Bargaining Agreement - Bremerton Police Management Association
January 1, 2009 through December 31, 2011 Page 8 of 17
. Employee premium paid in full by the City. Employees shall pay ten percent (10%)
of the dependent premium for either of the two plans.
11.2.1 STIPEND IN LIEU OF MEDICAL COVERAGE - An employee who waives the
right to obtain medical insurance coverage through the City and who provides proof of
credible coverage through his/her spouse or other source shall be entitled to receive a stipend
of one hundred fifty dollars ($150.00) per month, payable in the amount of seventy-five dollars
($75.00) per pay. Employees shall be required to notify Human Resources, in writing, during
open enrollment, of their desire to waive medical coverage, or at anytime during the year if a
qualifying event occurs which would change their status (e.g. marriage, divorce, spouse loss of
job or medical coverage). For initial implementation of this benefit for those who elect to
waive coverage, the payment ofthe stipend will not be retroactive to January 1,2009, but will
become effective the first pay period of the next month following ratification of the agreement.
Since both KPS and Group Health underwriting requirements require a 75% participation rate,
in the event that there is less than a 75% participation rate due to employees waiving medical
coverage, the City may cease offering the stipend due to the adverse impact upon those
insured.
11.2.1 In the event that the Bremerton Police Officers Guild (BPOG) receives a Stipend by
the City in any year of their contract that exceeds the $150.00/month, then the
Bremerton Police Management bargaining unit shall also receive the same
additional amount.
11.3 DENTAL INSURANCE -- The City shall provide the same benefit levels as are contained
in the Washington Dental Service Plan F dental insurance coverage for employees and their
dependents and provide for full payment of insurance premiums. Any other plan must be
approved by the Insurance Benefit Committee.
11.4 DISABILITY -- Employees who are covered by the Washington State Retirement System
commonly known as LEOFF II, shall enroll to receive Long Term Disability Insurance
coverage through the provisions of policies held by the City with Standard Insurance
Company. The City shall pay a maximum of $20.00 per month per eligible and enrolled
employee toward premium costs as of the first (1 st) of the month following ratification of
the Agreement. The remainder of all premium costs shall be borne by the enrolled
employee and shall be paid to Standard Insurance Company through payroll deductions
authorized by each enrolled employee.
11.5 INSURANCE RESERVES, REBATES AND SURPLUSES -- The City shall require the
KPS medical plan provider to provide a structured accounting to the City at least annually.
Such accounting shall include plan utilizations, all reserve accounts maintained for the plan,
interest earned on reserves, administration costs and coinsurance (pooling) costs. This
accounting shall be made available to the Association upon request. The City agrees that
premium rebates, reserve account rebates or any other monetary returns to the employer
from the insurance providers together with subsequent interest earnings thereon shall be
used exclusively to defray the costs of premium increases in the plan, and increase benefit
Proposed Collective Bargaining Agreement - Bremerton Police Management Association
January I, 2009 through December 31, 20 1 1 Page 9 of 17
levels, or other health related purposes determined appropriate by the Insurance Benefits
Committee. Premium increases shall be any increase over the 1994 levels.
11.6 INSURANCE COMMITTEE -- The Insurance Benefits Committee shall be comprised off
the following members: Mayor or designee, Human Resources Manager or designee,
Financial 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.
NOTE: Due to continuing significant premium increases for Health Insurance coverage, the
City will be working with the Group Insurance Selection Committee to address cost
containment measures for coverages and employee contributions.
11.7 KPS COST CONTAINMENT MEASURES: The following cost containment measures
under KPS are as follows:
11.7.1 $10 OFFICE VISIT CO-PAYMENT - Employees and dependents enrolled
under KPS will pay a $10 co-payment per office visit. Co-payments shall not apply
towards satisfaction of the calendar year deductible.
11.7.2 $50 ANNUAL PHARMACY CO-PAYMENT - Employees and
dependents enrolled under KPS will pay an additional annual co-pay of $50.00 for
covered prescriptions.
11.7.3 Any required co-payments shall be the sole responsibility of the employee.
ARTICLE 12 ............ UNIFORMS
12.1 PURCHASE OF UNIFORMS -- 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.
ARTICLE 13 ............ PERSONNEL PRACTICES
13.1 DEFINITIONS - For the purpose of interpreting the provisions of this agreement, the
following definitions shall apply:
13.1.1
Probationary Employee: An employee serving a twelve-month period
commencing upon the initial date of hire as a permanent employee during
which the employee may be discharged at the sole discretion of the City,
consistent with applicable Civil Service Rules and Regulations and without
recourse to the grievance procedure.
Proposed Collective Bargaining Agreement - Bremerton Police Management Association
January 1,2009 through December 31, 20JlPage 10 of 17
13.1.2
Promotional Probation: A twelve-month period commencing upon the
initial date of a permanent promotional appointment during which a
promoted employee who is unable to perform the duties of the higher level
position shall be returned to his or her previous classification at the time of
appointment at the sole discretion of the Chief of Police consistent with
applicable Civil Service Rules and Regulations, and without recourse to the
grievance procedure.
13.1.3
LEOFF II Employee: An employee who qualifies for and is a member of
the Washington State Retirement System commonly known as "LEOFF 11".
13.2 PROMOTIONS AND V ACANCIES- All personnel reductions, filling of vacancies and
promotions shall be handled in accord with existing Civil Service Rules and Regulations
and shall not be subject to the grievance procedure.
13.3 INDEMNIFICATION OF EMPLOYEES -- The City shall provide legal defense and will
pay all legitimate claims, settlements, 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.
ARTICLE 14..........EDUCATIONAL INCENTIVE
Employees shall be eligible to receive Educational Incentive pay according to the following:
14.1 Associate's degree or equivalent (90 quarter or 60 semester hours) Two percent (2%)
Bachelor'slMasters Degree Four percent (4%)
14.2 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.
14.3 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
ofhis/her hours earned and/or degree(s) awarded. Educational Incentive shall be paid to the
employee beginning the next pay period following receipt of the documentation, and shall
not be retroactive.
14.4 In the event that the Bremerton Police Officers Guild (BPOG) receives an Educational
Incentive in any year of their contract that exceeds the percentages listed in 14.1 above, then
the Bremerton Police Management bargaining unit shall also receive the same additional
amount.
ARTICLE 15 ............ MANAGEMENT RIGHTS
Proposed Collective Bargaining Agreement - Bremerton Police Management Association
January 1, 2009 through December 31, 2011 Page 11 of 17
15.1 Any and all rights concerned with the management and operation of the Police Department
are exclusively that of the City unless otherwise provided by the terms of this Agreement. The City
has the right, among other actions, to adopt rules' for the operation of the Department and conduct
of the employees, to discipline, suspend or discharge employees for cause, to assign work and
determine duties of employees, to determine number of personnel to be assigned duty at any time,
to determine and introduce new work methods or facilities to increase productivity for operation of
the Department and to perform all of the functions not otherwise expressly limited by this
Agreement. Provided, nothing herein shall be construed as a waiver of collective bargaining rights
conferred on the parties by RCW 41.56.
ARTICLE 16 ............ GRIEVANCE PROCEDURE
16.1 DEFINITIONS
16.1.1 GRIEVANCE -- A grievance is an allegation of a violation of the terms and
conditions of this agreement which is to be resolved through this Grievance
Procedure.
16.1.2 CIVIL SERVICE APPEAL -- An appeal is an allegation ofa violation of the Civil
Service Rules which is to be resolved through the Civil Service Appeals procedure
and is not resolvable through this Grievance Procedure.
16.1.3 UNFAIR LABOR PRACTICE -An Unfair Labor Practice charge is an allegation
of a violation of the Washington State statutes governing public employment labor
relations which is to be resolved through the Public Employment Relations
Commission's rules and regulations and is not resolvable through this Grievance
Procedure.
16.2 STEP 1 -- An employee who believes that the terms and conditions of this agreement have
been violated shall first discuss the action giving rise to the belief with the Police Chief
within fourteen (14) calendar days of the date the action took place or within fourteen (14)
days of the date upon which the employee could reasonably have been expected to know of
such action. The employee shall have the right to be assisted by an authorized Association
representative during this discussion.
16.3 STEP 2 -- In the event that the Police Chief does not resolve the grievance to the
satisfaction of the employee at Step 1 of this procedure, the employee shall reduce the
grievance to writing and shall state: the section (or sections) of this agreement which is
alleged to have been violated; an explanation of the grievance in detail, including dates,
actions and such other information necessary to a full investigation of the facts and
circumstances giving rise to the grievance; and the remedy sought. The employee shall have
the right to be assisted by an authorized Association representative in reducing his or her
grievance to writing. The employee shall present the written grievance to the Police Chief
within fourteen (14) calendar days of the date the employee met with the Police Chief. The
Police Chief will reduce his or her decision on the grievance to writing and shall transmit
Proposed Collective Bargaining Agreement - Bremerton Police Management Association
January 1,2009 through December 31, 20J 1Page 12 of 17
the decision to the employee with a copy to the Association representative within fourteen
(14) calendar days of receiving the written grievance.
16.4 STEP 3 -- In the event that the Police Chief does not resolve the grievance to the
satisfaction of the employee at Step 2 of this procedure, the Association shall, on behalf of
the employee, transmit a copy of the original grievance along with a copy of the Police
Chiefs written response to the Director of Human Resources and the Mayor within
fourteen (14) calendar days of receipt of the Police Chiefs written response. The Director
of Human Resources and the Mayor shall consider the grievance and may convene a
meeting with the Association representative in an attempt to resolve the grievance. The
Director of Human Resources shall reduce his or her decision to writing within fourteen
(14) calendar days of receipt of the grievance and transmit the decision to the Association.
16.5 STEP 4 -- In the event that the Director of Human Resources and the Mayor do not resolve
the grievance at Step 3 of this procedure, the Association may request arbitration of the
issue by written notification to the Director of Human Resources. The Director of Human
Resources and the Association shall meet within fourteen (14) calendar days of the date
upon which the Director of Human Resources rendered his or her written decision on the
grievance and shall select a neutral arbitrator by mutual agreement or through a mutually
agreeable process.
16.6 POWERS AND DUTIES OF THE ARBITRATOR -- It shall be the duty of the arbitrator
to conduct a hearing on the issue or issues submitted by the parties for decision. The
hearing shall be kept informal and private. The arbitrator shall interpret the provisions of
this agreement as they apply to the issue or issues submitted for decision and shall not add
to, subtract from nor in any way otherwise alter nor recommend the alteration of the terms
and conditions of the agreement in deciding the matter. As soon as is practicable after
conducting the hearing, the arbitrator shall render a written decision which shall be binding
upon the parties.
16.7 COSTS OF ARBITRATION -- The expenses of the neutral arbitrator shall be borne
equally by the parties. Each party shall singly bear all costs related to preparing and
presenting its own case before the arbitrator, including costs of witnesses and attorney fees.
The party desiring a record of the proceedings shall bear the cost of obtaining such record.
16.8 TIME LIMITS -- Time limits established in this procedure shall be strictly adhered to but
may be waived by mutual agreement of the Association and the City. All procedures
contained herein shall be complied with as expeditiously as practicable.
ARTICLE 17 .......... SMOKING POLICY
17.1 The provisions of Human Resources Policy 3-50-05, Smoking Policy, will apply to
employees represented by Bremerton Police Management Association., with the following
exception:
Proposed Collective Bargaining Agreement - Bremerton Police Management Association
January 1,2009 through December 31, 201lPage 13 of 17
17.1.1 Employees may smoke outside but must be at least twenty-five feet (25') from the
entrance to any Police Department facility, pursuant to State law.
Article 18 .......... POLICE OFFICERS' BILL OF RIGHTS
The wide ranging powers and duties given to the Police Department and its members involve them
in all manner of contacts and relationships with the public. Of these contacts come many questions
concerning the actions of members of the force. These questions often require immediate
investigation by superior officers designated by the Chief of the Bremerton Police Department. In
an effort to insure that these investigations are conducted in a manner which is conducive to good
order and discipline, the following guidelines are promulgated:
18.1 Internal Investigation Defined - For the purposes of this Appendix, the term "internal
investigation" means an investigation by or under the authority of the Chief of Police of
activities, circumstances or events pertaining to the conduct or acts of a City law
enforcement employee. Such investigation shall be deemed a "criminal investigation" where
it is suspected that such conduct or acts are or may be the basis for filing a criminal charge
against such employee, and shall be deemed a "major investigation" where it is suspected
that such conduct or acts may also or alternatively be the basis for discharge, suspension or
other discipline of such employee.
18.2 Employee Advised of Alleged Misconduct - Every employee who becomes the subject of
an internal investigation shall be advised at the time of any interview in connection
therewith that, as the case may be, (s)he is suspected of:
18.2.1 Committing a criminal offense.
18.2.2 Misconduct which would be grounds for termination, suspension, or other
disciplinary action; or that (s)he may be qualified for continued employment
with the Police Department. At the time of the interview such employee shall
also be informed of the name of the officer in charge of the investigation and
the name of the officer who will be conducting the interview.
18.3 Representation by Counsel - Any employee who becomes the subject of a criminal
investigation may have legal counsel present during all interviews of such
employee. Such representation by counsel shall be confined to counseling and shall
not be authority for any participation by counsel in the investigation.
18.4 Employee to be Informed in Writing-Recorded Interviews - In the case of any
major investigation and before any interview commences, the employee to be
interviewed shall be informed in writing of the nature of the investigation including
information necessary to reasonably appraise him/her of the allegations of any
complaint and (s)he shall be afforded an opportunity and facilities to contact and
consult privately with an attorney of his/her own choosing before being interviewed.
Proposed Collective Bargaining Agreement - Bremerton Police Management Association
January 1, 2009 through December 31, 2011 Page 14 of 17
Such employee may request that the interview be recorded, either mechanically or
by a stenographer, and no questions shall be asked "off the record". Upon request,
the employee under investigation shall be provided an exact copy of any written
statement (s)he has signed and a verbatim transcript of any interview of such
employee.
18.5 Interviewing Procedures - Interviews shall be held at a reasonable hour and preferably
when the employee to be interviewed is on duty unless the exigencies of the interview
indicate otherwise. Whenever possible, interviews shall be scheduled during the normal
work day of the City. Interviewing shall be completed within a reasonable time and shall be
accomplished under circumstances devoid of intimation or coercion. The employee being
interviewed shall be entitled to such intermissions as (s)he shall request for personal
necessities, meals, telephone calls, and rest periods. All interviewing shall be limited to the
conduct or acts of the employee under investigation which form or may form the basis for
disciplinary action, termination of employment or the filing of a criminal charge.
18.6 Intimidation of Employee Prohibited - No employee under investigation shall, as a guise
for obtaining such employee's resignation, be falsely threatened with dismissal or other
disciplinary action should (s)he refuse to resign, nor shall (s)he be subjected to abusive
language or in any other manner intimated or offered promises or reward as an inducement
to answer questions.
ARTICLE 19.......... MANAGEMENT CERTIFICATIONS
19.1 An employee who currently holds or obtains management certifications through
the Washington State Criminal Justice Training Commission will receive additional
compensation for each certification as listed below:
Middle Management Certification
One point seven-five percent (1.75%)
Executive Certification
Two and one/halfpercent (2.5%)
Maximum additional compensation is capped at 4.25%
Please note that the State is no longer issuing Executive Certifications. Therefore only
those who currently hold an Executive Certification are eligible for the additional
compensation. In the event the State, at some point in the future, reinstates the Executive
Certification, then the certification compensation will again apply for those receiving
Executive Certification.
ARTICLE 20 ............LIFE INSURANCEIMEDICAL SAVINGS ACCOUNT
20.1 LIFE INSURANCE - The City shall provide life insurance coverage in an amount equal to
fifty thousand ($50,000) with a mutually agreed upon carrier. In the event that the Bremerton
Police Officers Guild (BPOG) receives Life Insurance in any year of their contract that exceeds
Proposed Collective Bargaining Agreement - Bremerton Police Management Association
January I, 2009 through December 31, 20 II Page 15 of 17
$50,000 then the Bremerton Police Management bargaining unit shall also receIve the same
additional amount.
20.2 RETIREMENT MEDICAL SAVINGS ACCOUNTS: The City shall contribute thirty
dollars ($30.00) per month on behalf of each employee to a Health Retirement Savings
Account mutually agreed upon between the City and the BPMA.
20.3 Effective February 1, 2009 the City shall contribute a lump sum of eight hundred twenty-
five dollars ($825.00) into each employee's Health Retirement/Savings Account. This is in
addition to the $30.00 per month per section 20.2 above.
ARTICLE 21 ............ SEVERABILITY
21.1 In the event that any provision of this Agreement is held invalid by operation of law or by
any tribunal of competent jurisdiction, or if compliance with or enforcement of any Article
should be restrained by such tribunal pending a final determination as to its validity, the
remaining provisions of this Agreement shall not be held invalid and shall remain in full
force and effect. The Association and the City shall immediately meet and attempt to
renegotiate any provision found invalid.
ARTICLE 22............ ENTIRE AGREEMENT
22.1 The Association and the City acknowledge that each has had the unlimited right and
opportunity to make proposals with respect to any matter deemed a proper subject for
collective bargaining. The results of the exercise of that right are set forth in this
Agreement. Therefore, the City and the Association each voluntarily and unqualifiedly
agree to waive the right to oblige the other party to bargain with respect to any subject or
matter not specifically covered by the Articles of this Agreement during the term of this
Agreement, except as mutually agreed upon.
ARTICLE 23 ............ CONFLICTING PROVISIONS
23.1 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 24............ TERM
This Agreement shall become effective January 1, 2009 contingent upon ratification by both
parties, shall remain in effect through December 31, 2011, and may be extended thereafter by
mutual agreement. The City or the Association may request reopening of this Agreement any time
within six (6) months prior to the expiration date for the purpose of negotiating changes to be
effective upon ratification of the agreement by both the City and the Association.
This Agreement is hereby submitted to the Bremerton City Council for approval. Upon the
approval of the Council, this agreement shall become binding upon the City, the Association and
all of the employees in the bargaining unit covered by this agreement.
Proposed Collective Bargaining Agreement - Bremerton Police Management Association
January 1, 2009 through December 31, 2011 Page 16 of 17
\~ ~
APPROVED by the Bremerton City Council on the f day of ~ ,2009.
Signed this q-u... day of ~~ ,2009.
c~
Honorable Cary Bozeman, Mayor
BREMERTON POLICE MANAGEMENT
ASSOCIATION:
~~~-
t, f3-<<~>>If---
Cap am, James Burchett
CITY OF BREMERTON:
ATTEST:
APPROVED AS TO FORM:
~7
Carol E en, ity erk
A. Lubovich, City Attorney
Proposed Collective Bargaining Agreement - Bremerton Police Management Association
January I, 2009 through December 31, 201 1 Page 17 of 17
POLICE MANAGEMENT LEOFF II - Effective January 1st 2009
APPENDIX A
5.00% COLA
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:'::~~ru;lr~JI: i!:~~~~Y~~J~:iliK~~t1afi~~M~I~il~:!!~:~r1i~~jt(:~ f~:i.:i(\il~,I~i!~~~~~?t~~1':;:~.~fNis~,~~,~j~ll~~~:r-!~i;!::,:~tJ,~; ti~i\U:bi&~~'i;~~~tci J~, ,A~,~:~ , . ~!(:if:lfi~ ~::i~1ii~,r,:~~i~i~~tli{:~;:}l~~1!:~~i j~~ill1iii:i;W~Z4~~:!:~!~~:!;i~II::r;~:t~'i~~~~i;tl!!i!1i:1~:iii!:~!;w'!itr~:,~I;;k:! i'~~~~!!~~!II!~lIlii;I!I'::~~~~~JJ
STEP 1 STEP 2 STEP 3 STEP 4 STEP 5
BASE 4.2% Min Spread
ANNUAL 104,097.36 106,439.52 108,834.48 111,283.20 113,787.12
MONTHLY 8,674.78 8,869.96 9,069.54 9,273.60 9,482,26
SEMI-MONTHLY 4,337.39 4,434.98 4,534.77 4,636.80 4,741.13
HOURLY 49.86 50.98 52.12 53.30 54.50
1.25% COMMENCING 6 THROUGH 10 YEARS CONTINUOUS EMPLOYMENT
ANNUAL 105,398.64 107,770.08 110,194.80
MONTHLY 8,783.22 8,980.84 9,182.90
SEMI-MONTHLY 4,391.61 4,490.42 4,591.45
HOURLY 50.48 51.61 52.78
2.25% COMMENCING 11 THROUGH 15 YEARS CONTINUOUS EMPLOYMENT
ANNUAL 106,439.52 108,834.48 111,283.20
MONTHLY 8,869.96 9,069.54 9,273.60
SEMI-MONTHLY 4,434.98 4,534.77 4,636.80
HOURLY 50.98 52.12 53.30
3.5% COMMENCING 16 THROUGH 20 YEARS CONTINUOUS EMPLOYMENT
ANNUAL 107,740.80 110,164.80 112,643.76
MONTHLY 8,978.40 9,180.40 9,386.98
SEMI-MONTHLY 4,489.20 4,590.20 4,693.49
HOURLY 51.60 52.76 53.95
7.75% COMMENCING 21 THROUGH 25 YEARS CONTINUOUS EMPLOYMENT
ANNUAL 112,164.96 114,688.56 117,269.04
MONTHLY 9,347.08 9,557.38 9,772,42
SEMI-MONTHLY 4,673.54 4,778.69 4,886.21
HOURLY 53.72 54.93 56.16
9% COMMENCING 26 YEARS AND OVER CONTINUOUS EMPLOYMENT
ANNUAL 113,466.24 116,019.12
MONTHLY 9,455.52 9,668.26
SEMI-MONTHLY 4,727.76 4,834.13
HOURLY 54.34 55.56
118,629.60
9,885.80
4,942.90
56.81
2.25% Steps Between Each Pay Step
112,674.24
9,389.52
4,694.76
53.96
113,787.12
9,482.26
4,741.13
54.50
115,178.16
9,598.18
4,799.09
55.16
119,907.60
9,992.30
4,996.15
57,43
121,298.64
10,108.22
5,054.11
58.09
115,209.36
9,600.78
4,800.39
55.18
116,347,44
9,695.62
4,847.81
55.72
117,769.68
9,814.14
4,907.07
56.40
122,605.68
10,217.14
5,108.57
58.72
124,027.92
10,335.66
5,167.83
59.40
POLICE MANAGEMENT LEOFF II - Effective January 1st 2009
APPENDIX A
5.00% COLA
STEP 1 STEP 2 STEP 3 STEP 4 STEP 5
BASE 6.7% Min Spread
ANNUAL 91,394.16 93,450.48 95,553.12 97,703.04 99,901.44
MONTHLY 7,616.18 7,787.54 7,962.76 8,141.92 8,325.12
SEMI-MONTHLY 3,808.09 3,893.77 3,981.38 4070.96 4,162.56
HOURLY 43.77 44.76 45.76 44.75 47.85
1.25% COMMENCING 6 THROUGH 10 YEARS CONTINUOUS EMPLOYMENT
ANNUAL 92,536.56 94,618.56 96,747.60
MONTHLY 7,711.38 7,884.88 8,062.30
SEMI-MONTHLY 3,855.69 3,942.44 4,031.15
HOURLY 44.32 45.32 46.34
2.25% COMMENCING 11 THROUGH 15 YEARS CONTINUOUS EMPLOYMENT
ANNUAL 93,450.48 95,553.12 97,703.04
MONTHLY 7,787.54 7,962.76 8,141.92
SEMI-MONTHLY 3,893.77 3,981.38 4,070.96
HOURLY 44.76 45.76 46.79
3.5% COMMENCING 16 THROUGH 20 YEARS CONTINUOUS EMPLOYMENT
ANNUAL 94,592.88 96,721.20 98,897.52
MONTHLY 7,882.74 8,060.10 8,241.46
SEMI-MONTHLY 3,941.37 4,030.05 4,120.73
HOURLY 45.30 46.32 47.36
7.75% COMMENCING 21 THROUGH 25 YEARS CONTINUOUS EMPLOYMENT
ANNUAL 98,477.28 100,692.96 102,958.56
MONTHLY 8,206.44 8,391.08 8,579.88
SEMI-MONTHLY 4,103.22 4,195.54 4,289.94
HOURLY 47.16 48.22 49.31
9% COMMENCING 26 YEARS AND OVER CONTINUOUS EMPLOYMENT
ANNUAL 99,619.68 101,861.04
MONTHLY 8,301.64 8,488.42
SEMI-MONTHLY 4,150.82 4,244.21
HOURLY 47.71 48.78
104,152.80
8,679.40
4,339.70
49.88
2.25% Steps Between Each Pay Step
98,924.40
8,243.70
4,121.85
47.38
99,901.44
8,325.12
4,162.56
47.85
101,122.56
8,426.88
4,213.44
48.43
105,275.04
8,772.92
4,386.46
50.42
106,496.40
8,874.70
4,437.35
51.00
101,150.16
8,429.18
4,214.59
48.44
102,149.28
8,512.44
4,256.22
48.92
103,398.00
8,616.50
4,308.25
49.52
107,643.84
8,970.32
4,485.16
51.55
108,892.56
9,074.38
4,537.19
52.15