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Collective Bargaining Agreement
By and Between
City of Bremerton
and
Bremerton Police Management
Association
January 1, 2012 through December 31, 2015
TABLE OF CONTENTS
TO THE
LABOR AGREEMENT
BY AND BETWEEN
CITY OF BREMERTON
AND
BREMERTON POLICE MANAGEMENT ASSOCIATION
JANUARY 1,2012-DECEMBER 31,2015
ARTICLE TITLE PAGE
PREAMBLE................................................................................................................................................ 1
ARTICLE 1 DISCRIMINATION ALLEGATIONS............................................................... 1
ARTICLE2 RECOGNITION ................................................................................................. 1
ARTICLE 3 ASSOCIATION ACCESS.................................................................................. 1
ARTICLE4 SALARIES.......................................................................................................... 1
ARTICLE5 HOURS OF WORK............................................................................................ 3
ARTICLE 6 VACATION LEAVE.......................................................................................... 3
ARTICLE7 HOLIDAYS........................................................................................................ 4
ARTICLE 8 SICK LEAVE AND INDUSTRIAL DISABILITY............................................ 5
ARTICLE 9 OTHER PAID LEAVE....................................................................................... 7
ARTICLE 10 RETIREMENT BENEFITS................................................................................ 7
ARTICLE 11 INSURANCE BENEFITS.................................................................................. 7
ARTICLE12 UNIFORMS........................................................................................................ 9
ARTICLE 13 PERSONNEL PRACTICES............................................................................... 9
ARTICLE 14 EDUCATIONAL INCENTIVE..........................................................................10
ARTICLE 1.5 MANAGEMENT RIGHTS.................................................................................10
ARTICLE 16 GRIEVANCE PROCEDURE.............................................................................11
ARTICLE 17 SMOKING POLICY...........................................................................................12
ARTICLE 18 POLICE OFFICERS' BILL OF RIGHTS ..........................................................12
ARTICLE 19 MANAGEMENT CERTIFICATIONS...............................................................13
ARTICLE 20 LIFE INSURANCE/MEDICAL SAVINGS ACCOUNT...................................14
ARTICLE21 SEVERA.BII.,ITY................................................................................................14
ARTICLE 22 ENTIRE AGREEMENT.....................................................................................14
ARTICLE 23 CONFLICTING PROVISIONS..........................................................................14
ARTICLE24 TERM..................................................................................................................14
APPENDIXA............................................................................................................................................16
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.
ARTICLE 2 ............. RECOGNITION
2.1 The City recognizes the Association as the sole and exclusive bargaining representative for the
purpose of negotiations concerning wages, hours and conditions of employment for all employees
in classifications set forth in Appendix A and such classifications as may be added to the
bargaining unit during the term of this Agreement.
ARTICLE 3 ............. ASSOCIATION ACCESS
3.1 Association business such as handling grievances and other legitimate routine matters may be
conducted on Police Department premises provided that such business does not interfere with
Police Department operations and is authorized by the Police Chief.
ARTICLE 4 ............ SALARIES
4.1 MONTHLY SALARY RATES -- Monthly salary rates shall be paid as set forth in Appendix A
which is attached hereto and made a part hereof. Appendix A will be changed as necessary to
reflect the following:
4.1.1 The salary rates for Police Lieutenant and Police Captain will beset so as to maintain the
following differentials:
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January 1,2012 through December 31,2015
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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, 2013, employees will receive a one-time payment of fifteen hundred
dollars ($1,500.00).
4.1.3 Effective January 1, 2014, employees will receive a two percent (2%) wage adjustment.
The adjustment will be extended out three (3)decimal points.
4.1.4 Effective January 1, 2015, employees will receive a two percent (2%) wage adjustment.
The wage adjustment will be extended out three (3) decimal points.
4.1.5 In the event that the Bremerton Police Officers Guild (BPOG) receives a wage adjustment
in any year of their contract that exceeds the amount(s) above, then the Bremerton Police
Management bargaining unit shall also receive the same additional amount as long as they
meet any requirements for receiving the additional increase (example: switching medical
plans).
4.2 LONGEVITY PAY: Longevity pay, which is a rate of pay based on the length of completed
continuous service with the City, shall be calculated on the individual employee's base salary rate
and shall be paid as follows:
Length of Continuous Service Rate Per Hour
0 through 5 years continuous employment 0%
6 through 10 years continuous employment 1.25%
Commencing 11 through 15 years continuous employment 2.25%
Commencing 16 through 20 years continuous employment 3.50%
Commencing 21 through 25 years continuous employment 7.75%
Commencing 26 years and over continuous employment 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 five percent (5%)
higher, whichever is greater. However, no employee may be advanced beyond the final step of the
new pay band.
4.3.1 The employee's advancement to the next step of the new pay band will be based on
the effective date of their promotion to the higher classification.
4.4 STEP ADVANCEMENT -- Advancement from Step to Step will occur upon the positive
recommendation of the Police Chief and after completion of twelve (12) continuous months of
service in each step, based upon satisfactory attainment of established performance standards, and
overall satisfactory performance. Step increases may be withheld for a maximum of six (6)
months. In the event an employee is on approved leave of absence without pay, the employee's
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January 1,2012 through December 31,2015
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next wage rate advancement date will be extended by the actual number of days the employee was
absent on such leave. The denial of a step increase is subject to the grievance procedure.
4.5 TEMPORARY/PROVISIONAL ASSIGNMENT TO HIGHER LEVEL POSITION -- The
Police Chief or, in the absence of the Chief, the Mayor may provide a written directive to an
employee to perform all or a part of the duties and accept all or a part of the responsibilities of a
higher level classification, The employee so directed shall have his/her pay rate adjusted for the
duration of the assignment as if he/she had been promoted to the higher classification provided,
however, that such adjustment shall be not less than 5%. Other benefits provided such an
employee through the provisions of this agreement shall not be affected, and no benefits of the
higher level classification shall apply to the employee during the assignment. This provision shall
not apply in situations when the Police Chief designates an employee to serve in an "Acting"
capacity less than 30 work days during the absence of the Police Chief or a Captain (Division
Commander) due to vacations, while attending conferences, and other such usual and customary
absences
4.6 DEFERRED COMPENSATION —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.
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 Hours Accrued/Year
5 years 104 Hours
6th year 120 Hours
7th year 128 Hours
8th year 136 Hours
9th year 144 Hours
10th year 152 Hours
11th year 160 Hours
12th year 168 Hours
13th year 176 Hours
14th year 184 Hours
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January 1,2012 through December 31,2015
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15th year 192 Hours
16th year 200 Hours
17th year and thereafter 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 Chief s designee.
6.4 MAXIMUM VACATION ACCRUAL -- The maximum number of vacation accrual hours that
any employee shall be allowed to carry forward from one calendar year to the next is as follows:
Years of Continuous Employment Maximum Balance
0 through Five(5) years 160 hours
More than Five(5) years 300 hours
Vacation leave may be accumulated up to a maximum of three hundred (300) hours as of
December 31St, of any calendar year. Employees with more than three hundred (300) hours
accrued as of December 31St will be paid for any accrual over three hundred (3 00) hours, up to a
maximum of 80 hours. Payment shall be made the pay period ending January 15th. 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 Labor Day
Martin Luther King's Birthday Veteran's Day
President's Day Thanksgiving Day
Memorial Day Day after Thanksgiving
Independence Day 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.
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January 1,2012 through December 31,2015
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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 December 31St of each year.
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
pay period ending January 15th, 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 of thirty-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.
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January 1,2012 through December 31,2015
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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 the judgment of the supervisor, the scheduled
absence of the employee would unduly interfere with the operations of the Department. An
immediate supervisor shall not unreasonably deny an employee sick leave with pay for
routine medical, dental, or oculist appointments.
8.6.2 UNANTICIPATED ABSENCE -- An employee who is absent from work or will be
unable to report to work as scheduled due to personal illness or injury, or for other causes
specified in Section 8.5 above, shall promptly notify the department by telephone or
otherwise by 0800 of the day of his or her scheduled work day.
8.6.3 SICK LEAVE DURING AUTHORIZED PAID LEAVE -An employee who becomes
ill or is injured during the employee's paid vacation may request the conversion of such
paid leave to sick leave with pay by promptly notifying the department of the illness or
injury and providing such information as is required by the department to verify the
appropriateness of such a conversion.
8.7 SICK LEAVE DOCUMENTATION AND APPROVAL -- An employee who has been absent
on sick leave shall, within thirty-six hours after returning to work, submit such forms and provide
such information as are required by the Department to approve the use of sick leave with pay for
the absence. The Department may require an employee to demonstrate that he or she has sought
treatment, taken appropriate precautions or otherwise 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.
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
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January 1,2012 through December 31,2015
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compensation as is made available through Workers' Compensation time-loss benefits as provided
by Washington State Law.
ARTICLE 9 ............. OTHER PAID LEAVE
9.1 BEREAVEMENT LEAVE - An employee will be granted 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 employee's vacation/holiday, sick leave or
compensatory time leave balance at the option of the employee.
9.2 JURY DUTY, WITNESS LEAVE - An employee shall be granted leave of absence with pay for
the purpose of reporting to Jury Duty or if subpoenaed as a witness. Any juror or witness fees
received by the employee for the performance of such duties shall be assigned to the City.
9.3 MILITARY LEAVE - An employee who presents official orders requiring his/her attendance for
a period of training or other active duty as a member of the United States Armed Forces or the
State National Guard shall be entitled to military leave with no loss of pay for a period not to
exceed 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
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January 1,2012 through December 31,2015
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• Effective January 1, 2015 dependents on KPS Plan "A"will be moved to KPS Plan "B".
• 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:
• 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). . 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.
11.2.2 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 (1St) 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 levels, or other health related purposes
determined appropriate by the Insurance Benefits Committee. Premium increases shall be any
increase over the 1994 levels.
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January 1,2012 through December 31,2015
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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. The Union shall work with the Insurance Benefits
Committee to evaluate alternatives to the current insurance benefit plans. If an agreement is
reached on an alternative, implementation can occur as soon as legally possible.
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 $150 ANNUAL PHARMACY CO-PAYMENT — Employees and dependents
enrolled under KPS will pay an additional annual co-pay of $150.00 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.
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.
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January 1,2012 through December 31,2015
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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 I1".
13.2 PROMOTIONS AND VACANCIES- 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's four percent (4%)
Master's Degree to be added if given to other bargaining units within the City
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 of
his/her hours earned and/or degree(s) awarded. Educational Incentive shall be paid to the
employee beginning the next pay period following receipt of the documentation, and shall not be
retroactive.
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
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.
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January 1,2012 through December 31,2015
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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 of a violation of the Civil
Service Rules which is to be resolved through the Civil Service Appeals procedure and is
not resolvable through this Grievance Procedure.
16.1.3 UNFAIR LABOR PRACTICE -An Unfair Labor Practice charge is an allegation of a
violation of the Washington State statutes governing public employment labor relations
which is to be resolved through the Public Employment Relations Commission's rules and
regulations and is not resolvable through this Grievance Procedure.
16.2 STEP 1 -- An employee who believes that the terms and conditions of this agreement have been
violated shall first discuss the action giving rise to the belief with the Police Chief within fourteen
(14) calendar days of the date the action took place or within fourteen (14) days of the date upon
which the employee could reasonably have been expected to know of such action. The employee
shall have the right to be assisted by an authorized Association representative during this
discussion.
16.3 STEP 2 -- In the event that the Police Chief does not resolve the grievance to the satisfaction of
the employee at Step 1 of this procedure, the employee shall reduce the grievance to writing and
shall state: the section (or sections) of this agreement which is alleged to have been violated; an
explanation of the grievance in detail, including dates, actions and such other information
necessary to a full investigation of the facts and circumstances giving rise to the grievance; and the
remedy sought. The employee shall have the right to be assisted by an authorized Association
representative in reducing his or her grievance to writing. The employee shall present the written
grievance to the Police Chief within fourteen (14) calendar days of the date the employee met with
the Police Chief. The Police Chief will reduce his or her decision on the grievance to writing and
shall transmit the decision to the employee with a copy to the Association representative within
fourteen (14) calendar days of receiving the written grievance.
16.4 STEP 3 -- In the event that the Police Chief does not resolve the grievance to the satisfaction of
the employee at Step 2 of this procedure, the Association shall, on behalf of the employee,
transmit a copy of the original grievance along with a copy of the Police Chiefs written response
to the Director of Human Resources and the Mayor within fourteen (14) calendar days of receipt
of the Police Chief s 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
Collective Bargaining Agreement—Bremerton Police Management Association
January 1,2012 through December 31,2015
Page I I of 15
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:
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:
Collective Bargaining Agreement—Bremerton Police Management Association
January 1,2012 through December 31,2015
Page 12 of 15
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.
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%)
Collective Bargaining Agreement—Bremerton Police Management Association
January 1,2012 through December 31,2015
Page 13 of 15
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.
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%)
Collective Bargaining Agreement—Bremerton Police Management Association
January 1,2012 through December 31,2015
Page 13 of 15
Executive Certification Two and one/half percent (2.5%)
Maximum additional compensation is capped at 4.25%
ARTICLE 20 ............LIFE INSURANCE/MEDICAL 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 $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 The City shall contribute a lump sum of eight hundred twenty-five dollars ($825.00) into each
employee's Health Retirement/Savings Account this contribution will take place the pay period
ending February 15th. 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
Collective Bargaining Agreement—Bremerton Police Management Association
January 1,2012 through December 31,2015
Page 14 of 15 !
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.
APPROVED by the Bremerton City Council on the 17`x' day of September, 2014.
Signed this z4 day ofS4 X ems -;2014.
CITY OF BREMERTON: BREMERTON POLICE MANAGEMENT
ASSOCIATION:
Chalotte Belmore, Human Resourc Manager Ca tain om Wolfe, Pres'
ef — R-zw-
Steven Strachan, Police of C Pain, James Burchett
-'6pvl� Aw X —
tk�
Patty L ayor
ATTES : APPROVED AS TO FORM:
c
S
Shannon Corin, City Clerk Rog A. Lubovich
Collective Bargaining Agreement—Bremerton Police Management Association
January 1,2012 through December 31,2015
Page 15 of 15
POLICE MANAGEMENT LEOFF II-Effective January 1st 2014
APPENDIX A
2%WAGE ADJUSTMENT
LIEUTENANT
2088 Hrs Worked Per Yr STEP 1 STEP 2 STEP 3 STEP 4 STEP 5
BASE 6.7%Min Spread
ANNUAL 96,633.36 98,807.52 101,030.64 103,303.92 105,628.32
MONTHLY 8,052.78 8,233.96 8,419.22 8,608.66 8,802.36
SEMI-MONTHLY 4,026.39 4,116.98 4,209.61 4,304.33 4,401.18
HOURLY _ 46.28 47.32 48.39 49.48 50.59
MAX.DEF.COMP.4% 161.06 164.68 168.38 172.17 176.05
1.25%COMMENCING 6 THROUGH 10 YEARS CONTINUOUS EMPLOYMENT
ANNUAL 97,841.28 100,042.56 102,293.52 104,595.12 106,948.56
MONTHLY 8,153.44 8,336.88 8,524.46 8,716.26 8,912.38
SEMI-MONTHLY 4,076.72 4,168.44 4,262.23 4,358.13 4,456.19
HOURLY 46.86 47.91 48.99 50.09 51.22
2.25%COMMENCING 11 THROUGH 15 YEARS CONTINUOUS EMPLOYMENT
ANNUAL 98,807.52 101,030.64 103,303.92 105,628.32 108,005.04
MONTHLY 8,233.96 8,419.22 8,608.66 8,802.36 9,000.42
SEMI-MONTHLY 4,116.98 4,209.61 4,304.33 4,401.18 4,500.21
HOURLY 47.32 48.39 49.48 50.59 51.73
3.5%COMMENCING 16 THROUGH 20 YEARS CONTINUOUS EMPLOYMENT
ANNUAL 100,015.44 102,265.68 104,566.80 106,919.52 109,325.28
MONTHLY 8,334.62 8,522.14 8,713.90 8,909.96 9,110.44
SEMI-MONTHLY 4,167.31 4,261.07 4,356.95 4,454.98 4,555.22
HOURLY 47.90 48.98 50.08 51.21 52.36
7.75%COMMENCING 21 THROUGH 25 YEARS CONTINUOUS EMPLOYMENT
ANNUAL 104,122.32 106,465.20 108,860.40 111,310.08 113,814.48
MONTHLY 8,676.86 8,872.10 9,071.70 9,275.84 9,484.54
SEMI-MONTHLY 4,338.43 4,436.05 4,535.85 4,637.92 4,742.27
HOURLY 49.87 50.99 52.14 53.31 54.51
9%COMMENCING 26 YEARS AND OVER CONTINUOUS EMPLOYMENT
ANNUAL 105,330.24 107,700.24 110,123.28 112,601.28 115,134.96
MONTHLY 8,777.52 8,975.02 9,176.94 9,383.44 9,594.58
SEMI-MONTHLY 4,388.76 4,487.51 4,588.47 4,691.72 4,797.29
HOURLY 50.45 51.58 52.74 53.93 55.14
2.25%Steps Between Each Pay Step
POLICE MANAGEMENT LEOFF II-Effective January 1st 2014
APPENDIX A
2%WAGE ADJUSTMENT
j CAPTAIN I
2088 Hrs Worked Per Yr STEP 1 STEP 2 STEP 3 STEP 4 STEP 5
BASE 4.2%Min Spread
ANNUAL 110,064.72 112,541.28 115,073.52 117,662.64 120,310.08
MONTHLY 9,172.06 9,378.44 9,589.46 9,805.22 10,025.84
SEMI-MONTHLY 4,586.03 4,689.22 4,794.73 4,902.61 5,012.92
HOURLY 52.71 53.90 55.11 56.35 57.62
MAX. DE1.96.10 200.52
1.25%COMMENCING 6 THROUGH 10 YEARS CONTINUOUS EMPLOYMENT
ANNUAL 111,440.64 113,948.16 116,511.84 119,133.36 121,813.92
MONTHLY 9,286.72 9,495.68 9,709.32 9,927.78 10,151.16
SEMI-MONTHLY 4,643.36 4,747.84 4,854.66 4,963.89 5,075.58
HOURLY 53.37 54.57 55.80 57.06 58.34
2.25%COMMENCING 11 THROUGH 15 YEARS CONTINUOUS EMPLOYMENT
ANNUAL 112,541.28 115,073.52 117,662.64 120,310.08 123,017.04
MONTHLY 9,378.44 9,589.46 9,805.22 10,025.84 10,251.42
SEMI-MONTHLY 4,689.22 4,794.73 4,902.61 5,012.92 5,125.71
HOURLY 53.90 55.11 56.35 57.62 58.92
3.5%COMMENCING 16 THROUGH 20 YEARS CONTINUOUS EMPLOYMENT
ANNUAL 113,916.96 116,480.16 119,101.20 121,780.80 124,520.88
MONTHLY 9,493.08 9,706.68 9,925.10 10,148.40 10,376.74
SEMI-MONTHLY 4,746.54 4,853.34 4,962.55 5,074.20 5,188.37
HOURLY 54.56 55.79 57.04 58.32 59.64
7.75%COMMENCING 21 THROUGH 25 YEARS CONTINUOUS EMPLOYMENT
ANNUAL 118,594.80 121,263.12 123,991.68 126,781.44 129,634.08
MONTHLY 9,882.90 10,105.26 10,332.64 10,565.12 10,802.84
SEMI-MONTHLY 4,941.45 5,052.63 5,166.32 5,282.56 5,401.42
HOURLY 56.80 58.08 59.38 60.72 62.09
9%COMMENCING 26 YEARS AND OVER CONTINUOUS EMPLOYMENT
ANNUAL 119,970.48 122,670.00 125,430.24 128,252.16 131,137.92
MONTHLY 9,997.54 10,222.50 10,452.52 10,687.68 10,928.16
SEMI-MONTHLY 4,998.77 5,111.25 5,226.26 5,343.84 5,464.08
HOURLY 57.46 58.75 60.07 61.42 62.81
2.25%Steps Between Each Pay Step
POLICE MANAGEMENT LEOFF II - Effective January 1st 2015
APPENDIX A
2%WAGE ADJUSTMENT
LIEUTENANT
2088 Hrs Worked Per Yr STEP 1 STEP 2 STEP 3 STEP 4 STEP 5
BASE 6.7%Min Spread
ANNUAL 98,566.08 100,783.68 103,051.20 105,369.84 107,740.56
MONTHLY 8,213.84 8,398.64 8,587.60 8,780.82 8,978.38
SEMI-MONTHLY 4,106.92 4,199.32 4,293.80 4,390.41 4,489.19
HOURLY _ 47.21 48.27 49.35 50.46 51.60
MAX. DEF.COMP.4% __ 164.28 --_ 167.97 --_171_75 175.62 179.57
1.25%COMMENCING 6 THROUGH 10 YEARS CONTINUOUS EMPLOYMENT
ANNUAL 99,798.00 102,043.44 104,339.28 106,686.96 109,087.20
MONTHLY 8,316.50 8,503.62 8,694.94 8,890.58 9,090.60
SEMI-MONTHLY 4,158.25 4,251.81 4,347.47 4,445.29 4,545.30
HOURLY 47.80 48.87 49.97 51.10 52.24
2.25%COMMENCING 11 THROUGH 15 YEARS CONTINUOUS EMPLOYMENT
ANNUAL 100,783.68 103,051.20 105,369.84 107,740.56 110,164.80
MONTHLY 8,398.64 8,587.60 8,780.82 8,978.38 9,180.40
SEMI-MONTHLY 4,199.32 4,293.80 4,390.41 4,489.19 4,590.20
HOURLY 48.27 49.35 50.46 51.60 52.76
3.5%COMMENCING 16 THROUGH 20 YEARS CONTINUOUS EMPLOYMENT
ANNUAL 102,015.84 104,311.20 106,657.92 109,057.68 111,511.44
MONTHLY 8,501.32 8,692.60 8,888.16 9,088.14 9,292.62
SEMI-MONTHLY 4,250.66 4,346.30 4,444.08 4,544.07 4,646.31
HOURLY 48.86 49.96 51.08 52.23 53.41
7.75%COMMENCING 21 THROUGH 25 YEARS CONTINUOUS EMPLOYMENT
ANNUAL 106,204.80 108,594.48 111,037.68 113,536.08 116,090.40
MONTHLY 8,850.40 9,049.54 9,253.14 9,461.34 9,674.20
SEMI-MONTHLY 4,425.20 4,524.77 4,626.57 4,730.67 4,837.10
HOURLY 50.86 52.01 53.18 54.38 55.60
9%COMMENCING 26 YEARS AND OVER CONTINUOUS EMPLOYMENT
ANNUAL 107,436.96 109,854.24 112,325.76 114,853.20 117,437.28
MONTHLY 8,953.08 9,154.52 9,360.48 9,571.10 9,786.44
SEMI-MONTHLY 4,476.54 4,577.26 4,680.24 4,785.55 4,893.22
HOURLY 51.45 52.61 53.80 55.01 56.24
2.25%Steps Between Each Pay Step
POLICE MANAGEMENT LEOFF II-Effective January 1st 2015
APPENDIX A
2%WAGE ADJUSTMENT
CAPTAIN I
2088 Hn,Worked Per Yr STEP 1 STEP 2 STEP 3 STEP 4 STEP 5
BASE 4.2%Min Spread
ANNUAL 112,265.76 114,791.76 117,374.64 120,015.60 122,715.84
MONTHLY 9,355.48 9,565.98 9,781.22 10,001.30 10,226.32
SEMI-MONTHLY 4,677.74 4,782.99 4,890.61 5,000.65 5,113.16
HOURLY 53.77 54.98 _ 56.21 57.48 58.77
MAX.DEF.COMP.4% _ 187.11 191.32 ^195.62 200.03 204.53
1.25%COMMENCING 6 THROUGH 10 YEARS CONTINUOUS EMPLOYMENT
ANNUAL 113,669.04 116,226.72 118,841.76 121,515.84 124,249.68
MONTHLY 9,472.42 9,685.56 9,903.48 10,126.32 10,354.14
SEMI-MONTHLY 4,736.21 4,842.78 4,951.74 5,063.16 5,177.07
HOURLY 54.44 55.66 56.92 58.20 59.51
2.25%COMMENCING 11 THROUGH 15 YEARS CONTINUOUS EMPLOYMENT
ANNUAL 114,791.76 117,374.64 120,015.60 122,715.84 125,477.04
MONTHLY 9,565.98 9,781.22 10,001.30 10,226.32 10,456.42
SEMI-MONTHLY 4,782.99 4,890.61 5,000.65 5,113.16 5,228.21
HOURLY 54.98 56.21 57.48 58.77 60.09
3.5%COMMENCING 16 THROUGH 20 YEARS CONTINUOUS EMPLOYMENT
ANNUAL 116,195.04 118,809.36 121,482.72 124,216.08 127,010.88
MONTHLY 9,682.92 9,900.78 10,123.56 10,351.34 10,584.24
SEMI-MONTHLY 4,841.46 4,950.39 5,061.78 5,175.67 5,292.12
HOURLY 55.65 56.90 58.18 59.49 60.83
7.75%COMMENCING 21 THROUGH 25 YEARS CONTINUOUS EMPLOYMENT
ANNUAL 120,966.24 123,688.08 126,471.12 129,316.80 132,226.32
MONTHLY 10,080.52 10,307.34 10,539.26 10,776.40 11,018.86
SEMI-MONTHLY 5,040.26 5,153.67 5,269.63 5,388.20 5,509.43
HOURLY 57.93 59.24 60.57 61.93 63.33
9%COMMENCING 26 YEARS AND OVER CONTINUOUS EMPLOYMENT
ANNUAL 122,369.76 125,123.04 127,938.24 130,817.04 133,760.16
MONTHLY 10,197.48 10,426.92 10,661.52 10,901.42 11,146.68
SEMI-MONTHLY 5,098.74 5,213.46 5,330.76 5,450.71 5,573.34
HOURLY 58.61 59.92 61.27 62.65 64.06
2.25%Steps Between Each Pay Step