HomeMy WebLinkAboutPOLICE OFFICERS GUILD, 2012-2015 MEMORANDUM OF UNDERSTANDING BETWEEN
THE CITY OF BREMERTON
AND
THE BREMERTON POLICE OFFICER'S GUILD
This agreement is effective on the date signed by the City of Bremerton and the Bremerton
Police Officers Guild. The purpose of this agreement is to clarify the start of a`call out' time.
It is agreed that when a Sergeant, Corporal, or Officer is off duty and called in to work; the
call out time begins at the time said employee received the call and said employee shall be
compensated per current overtime agreements. In the event that said employee is called off prior
to going enroute or canceled within fifteen minutes which ever comes first; the employee will
not be due any compensation for overtime. The employee shall provide a reasonable estimate of
the time needed to respond. The department may contact another employee for the call out if the
estimated time to respond is unreasonable.
DATED THIS I� DAY OF , 2016.
Ayers—President
Bremerton Police Officer's Guild
� . � .
� " ✓
teven Strachan Patty Len
Chief of Police Mayor
MEMORANDUM OF UNDERSTANDING BETWEEN
THE CITY OF BREMERTON
AND
THE BREMERTON POLICE OFFICER'S GUILD
This agreement is effective on the date signed by the City of Bremerton and the Bremerton
Police Officers Guild. This agreement is made reference the current CBA Article 6.17.
It is agreed that Sergeants, Corporals, and officers of the General Investigations Unit and
Special Operations Group are adopting a 7k/28 day— 171 hours schedule pursuant to section
207(k) of the FLSA and 29 CFR Part 553. This schedule will be begin on Apri101, 2016. Said
employees will generally work on a 4-10 shift working 4 consecutive days followed by 3
consecutive days off. Employees may split their work week, on a temporary basis, by mutual
agreement�as long as the change:occurs.within the 28 day work period, and does not incur
overtime.
Per, Article 7.1 of the cunent CBA, overtime for the purposes of this agreement is all required
and authorized work performed in excess of the employee'-s normal work schedule.
The Chief of Police reserves the right to revert back to a normal FLSA workweek, when it is
determined to be in the best interest of the operations of the Department.
DATED THIS �DAY OF /�AR�� , 2016.
-_,
eau Ay s—President_ . �
Bremerton Police Officer's Guild
J
Steven Strachan Patty Lent
Chief of Police Mayor
MEMORANDUM OF UNDERSTANDING BETWEEN
THE CITY OF BREMERTON
AND
THE BREMERTON POLICE OFFICER'S GUILD
1. This Memorandum of Understanding (MOU) establishes, upon City Council approval, the
Civil Service Rank of Corporal and eliminates the position of Master Police Officer
(MPO), superseding Appendix B of the Collective Bargaining Agreement between the
City of Bremerton (City) and the Bremerton Police Officer's Guild (Guild).
2. The City, in consultation with the Guild, has established a job description for the position
of corporal.
3. The City will initially promote nine police officers to the rank of corporal. The number of
corporals following initial promotion is established by the budget process, as it is for all
ranks.
4. Corporal seniority for the purpose of shift and vacation bidding will be established by
date of promotion. In the event employees have the same promotion date, seniority will
be Cetermined by the higher overall score obtained during the promotional process.
5. The pay for corporal will be the same as the MPO step of Appendix A of the Guild's
collective bargaining agreement with the City.
6. The MPO program will be eliminated upon the date of the last signature of this MOU. No
new MPOs will be appointed. Wearing of the MPO uniform insignia will no longer be
authorized.
7. Promotions to the rank of sergeant made on or before June 6, 2016 will be filled from the
current promotional register. Promotions to the rank of sergeant after June 6, 2016 will
be made from a promotional register established by competitive civil service selection
process from employees holding the rank of corporal. \
8. MPOs who are not selected for the of rank corporal at the time of the elimination of the
MPO program shall continue to be paid 5% MPO pay throughout their continuous
employment at the rank of police officer.
9. In the event an MPO is promoted to a higher rank and subsequently demoted to the rank
of police officer for non-disciplinary reasons, the employee will receive 5% MPO pay.
10. Employees receiving MPO pay are not eligible to receive officer-in-charge (OIC) pay or
Field Training Officer (FTO) pay while functioning in those positions.
11. Corporals will bid for Patrol shifts and vacation after sergeants and before police officers.
12. When a corporal is functioning as the primary supervisor of a unit or shift during an
extended absence of the sergeant, not associated with vacation, for thirty (30) or more
continuous duty days, excluding days off, the corporal shall receive sergeant's pay for
the full period of the absence.
13. The City and Guild agree that any modifications or amendments to this MOU shall
be done in writing, signed by both parties. The MOU shall become effective on the
date of its signing.
�
Aaron Elton - President
Bremerton Police Officer's Guild
�
ev n Strachan
Chief of Police
�
, Patty Le
Mayor
FF
COLLECTIVE BARGAINING AGREEMENT
By and Between
THE CITY OF BREMERTON
and
BREMER TON POLICE OFFICERS' GUILD
(BPOG)
January 1, 2012 through December 31, 2015
TABLE OF CONTENTS
COLLECTIVE BARGAINING AGREEMENT
BY AND BETWEEN
THE CITY OF BREMERTON
AND
BREMERTON POLICE OFFICERS GUILD
January 1, 2012 through December 31, 2015
ARTICLE TITLE PAGE
Preamble .................................................................................................................................. 1
Article 1 Discrimination Allegations....................................................................................... 1
Article2 Recognition............................................................................................................... 1
Article3 Guild Dues................................................................................................................ 1
Article4 Guild Activity........................................................................................................... 2
Article5 Wages....................................................................................................................... 3
Article6 Hours Of Work......................................................................................................... 4
Article7 Overtime................................................................................................................. 10
Article8 Vacation Leave....................................................................................................... 12
Article9 Holidays.................................................................................................................. 14
Article10 Sick Leave.............................................................................................................. 15
Article 11 Industrial Disability................................................................................................ 17
Article12 Other Paid Leave.................................................................................................... 17
Article 13 Retirement Benefits................................................................................................ 19
Article 14 Insurance Benefits.................................................................................................. 19
Article 15 Clothing And Uniform Cleaning Allowance.......................................................... 20
Article 16 Personnel Practices................................................................................................. 21
Article 17 Management Rights..............................................
Article 18 Performance Of Duly/No Strike............................................................................. 23
Article 19 Grievance Procedure .............................................................................................. 24
Article20 Severability............................................................................................................. 26
Article21 Entire Agreement.................................................................................................... 26
Article 22 Conflicting Provisions............................................................................................ 26
Article 23 Labor Management Committee.............................................................................. 26
Article24 Premium Pay ..........................................................................................................26
Article 25 Retirement Benefits/Deferred Compensation......................................................... 27
Article 26 Educational Incentive..........................................................................................................27
Article27 Term........................................................................................................................27
Appendix B Master Patrol Officer Program............................................................................... 29
Appendix A 2013 - 2015 Pay Rates............................................................................................ 32
LABOR AGREEMENT BY AND BETWEEN
THE
CITY Of BREMERTON
AND
BREMERTON POLICE OFFICERS GUILD
JANUARY 1,2012 THROUGH DECEMBER 31,2015
PREAMBLE
This Agreement is made and entered into pursuant to the provisions of RCW Chapter 41.56 by and
between the City of Bremerton, a municipal corporation of the State of Washington,hereinafter known as
the "City", and the Bremerton Police Officers Guild hereinafter known as the "Guild" for the purpose of
setting forth the wages, hours and working conditions which shall be in effect during the term of this
Agreement for employees included in the bargaining unit described in Article 2 below.
ARTICLE 1 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,
sexual orientation, or activity protected by RCW 41.56 shall seek relief through the appropriate
local, state or federal agency charged with investigating such matters.
ARTICLE 2 RECOGNITION
2.1 The City recognizes the Guild as the sole and exclusive bargaining representative for the purpose
of negotiations concerning wages,hours and working conditions for the bargaining unit described
in the State of Washington Public Relations Commission Decision No. 2371-PECB dated the
10th day of January, 1986 as: "All full-time and regular part-time uniformed employees holding
the rank of sergeant or below in the Bremerton Police Department; excluding all confidential or
supervisory and other employees of the employer."
ARTICLE 3 GUILD DUES
3.1 DUES DEDUCTIONS: The City will deduct monthly Guild dues and initiation fees uniformly
required of membership from the pay of those employees who provide written authorization to
the City to make such deductions. The City will transmit the total amount of deductions to the
Treasurer of the Guild.
3.2 MAINTENANCE OF MEMBERSHIP: An employee who is a member of the Guild upon the
date of the signing of this Agreement and an employee who joins the Guild subsequent to the date
of the signing of this Agreement shall maintain membership in good standing with the Guild
through the payment of periodic dues assessed by the Guild during the term of this Agreement.
An employee who was not a member of the Guild prior to September 3, 1986 shall not be subject
to this Article.
3.3 SERVICE FEE OPTION: New employees within thirty(30) calendar days of hire and all other
employees shall elect whether that employee wishes to (1)join the Guild and pay Guild dues and
fees or (2) decline to join the Guild and pay a service fee equivalent to regular Guild initiation
fees and dues to the extent permitted by law.
Collective Bargaining Agreement
City of Bremerton and the BPOG
1/I/2012—12/31/2015
Page 1 of 31
3.4 EQUIVALENT DUES PAYMENT: In accordance with RCW 41.56.122, objections to joining
the Guild which are based on bona fide religious tenets or teachings of a church or religious body
as may be determined by the Public Employment Relations Commission will be observed. Any
such employee shall pay an amount of money equivalent to regular Guild dues to a nonreligious
charity mutually agreed upon by the employee affected and the Guild.
3.5 FAILURE TO COMPLY: An employee who fails to comply with this Article shall be
terminated upon notice of such fact in writing from the Guild to the City. Termination of such an
employee shall become effective within thirty (30) calendar days from the date the City received
the notice,unless the employee has remedied the delinquency within said thirty(30) calendar day
period provided that the regular failure to timely pay dues, service fees or charitable contributions
shall,upon the request of the Guild,result in the discharge of the offending employee.
3.6 HOLD HARMLESS: The Guild shall indemnify, defend, and hold the City harmless from any
and all liability to third parties resulting from the administration of the provisions of this Article.
ARTICLE 4 GUILD ACTIVITY
4.1 CONDUCT OF GUILD BUSINESS: Guild business, such as handling grievances and other
legitimate routine matters, may be conducted on Police Department premises provided that such
business does not interfere with Police Department operations. Scheduled Guild meetings may be
held in Police Department facilities provided that such meetings do not interfere with Police
Department operations and are approved in advance by the Police Chief or designee.
4.2 GUILD REPRESENTATIVES: The Guild shall provide written notice to the Manager of
Human Resources and the Police Chief of the names of the officials authorized to represent the
Guild immediately upon their election or appointment. The City will provide reasonable access to
City premises to such authorized representatives for the purpose of handling grievances and other
legitimate Guild business provided that such access does not interfere with the work and duties of
Guild employee representatives or of other on-duty employees.The Police Chief or designee shall
grant an employee who is also an Guild Representative reasonable release time while on duty for
the purpose of handling grievances and other legitimate Guild business, provided that such
release time does not unreasonably interfere with the work and duties of the employees or of
other on-duty employees.
4.3 USE OF CITY PROPERTY: Use of City property is authorized as provided below.
4.3.1 USE OF EQUIPMENT: The following Police Department equipment is authorized for
use by authorized Guild representatives for Guild business:
4.3.1.1 WORD PROCESSING EQUIPMENT, COMPUTERS AND
TYPEWRITERS: when needed for short work.
4.3.1.2 COPY MACHINES: up to five (5) copies of documents for members of the
Guild's board. If more are needed, the Guild shall reimburse the Police
Department for costs subsequent to receipt of an itemized billing.
4.3.1.3 TELEPHONE: Local calls are approved. Costs of long distance calls and FAX
use shall be reimbursed by the Guild to the Police Department subsequent to
receipt of an itemized billing.
Collective Bargaining Agreement
City of Bremerton and the BPOG
1/1/2012—12/31/2015
Page 2 of 31
4.3.2 BULLETIN BOARDS: The Police Department shall permit the reasonable and lawful
use of bulletin boards by the Guild for the posting of notices relating to official Guild
business.
ARTICLE 5 WAGES
5.1 HOURLY WAGE RATES: Hourly wage rates shall be paid as set forth in Appendix A which is
attached hereto and made a part hereof which reflects the following:
• 2012: No general wage increase.
• 2013: 1.5%general wage increase,retroactive to January 1,2013.
• 2014: 2.0%general wage increase,retroactive to January 1,2014.
• 2015: 2.5%general wage increase,effective January 1, 2015.
• Step percentages are calculated after the annual CPI-W is applied. CPI-W will
be calculated out to three (3) decimal places. Longevity pay rates are calculated
from the base rate at 100%. Published hourly wages are estimates and actuals
may vary (due to penny rounding) and will be calculated by the City payroll
software system.
5.1.1 Advancement through the hourly wage rates from the first step through the final step will
occur upon completion of the prescribed number of full year(s) of continuous
employment since the employee's initial hire date, or in the case of Sergeant's,the date of
promotion. In the event an employee is on approved leave of absence without pay, the
employee's next wage rate advancement date will be extended by the actual number of
days the employee was absent on such leave. No such step increase shall be denied
employees who have met acceptable performance standards. Step increases may be
withheld for a maximum of six (6) months. The denial of a step increase is subject to the
grievance procedure.
5.1.2 A new employee's wage rate shall be set at the first step of the pay scale; however, a new
employee who has prior paid work experience as a full time Patrol Officer in a police
service which operates a full time service using paid employees, may be hired up to and
including the fifth(56') step based upon qualifications and relevant years and type of prior
experience. Placement at higher than the first step shall be at the discretion of the Chief
with the approval of the Human Resources Manager and Financial Services.
5.2 LONGEVITY PAY: Longevity pay, which is a rate of pay based on the length of completed
continuous service with the City, shall be calculated on the individual employee's hourly wage
rate and shall be paid as follows:
LEOFF I: Length of Continuous Service Rate Per Hour
0 through 5 years continuous employment 0%
Commencing 6 through 10 years continuous employment 1.25%
Commencing 11 through 15 years continuous employment 2.5%
Commencing 16 through 20 years continuous employment 3.75%
Collective Bargaining Agreement
City of Bremerton and the BPOG
1/1/2012—12/31/2015
Page 3 of 31
Commencing 21 through 25 years continuous employment 5%
Commencing 26 years and over continuous employment 6.5%
LEOFF II: Length of Continuous Service Rate Per Hour
0 through 5 years continuous employment 0%
Commencing 6 through 10 years continuous employment 1.25%
Commencing 11 through 15 years continuous employment 2.5%
Commencing 16 through 20 years continuous employment 7.75%
Commencing 21 through 25 years continuous employment 9%
Commencing 26 years and over continuous employment 10.5%
Effective January 1, 2015,and in recognition of the change in deferred compensation occurring
on that date, the LEOFF H Schedule for Longevity Pay shall be revised as follows:
0 through 5 years continuous employment 0%
Commencing 6 through 10 years continuous employment 1.25%
Commencing 11 through 15 years continuous employment 2.5%
Commencing 16 through 20 years continuous employment 8.5%
Commencing 21 through 25 years continuous employment 9.75%
Commencing 26 years and over continuous employment 11.25%
5.3 ON CALL PAY: When the Employer places an employee on"on-call status,"the employee shall
be compensated at a rate of one-third (1/3) the regular hourly rate of pay for time spent on call.
The following time spent on call is compensable: When an employee is required to remain at any
particular place during the on-call time, and the employee must be prepared to respond. This
provision shall not apply to employees who normally carry cell phones or other electronic
communication devices, and such employees'time off shall not be restricted.
5.4 OFFICER IN CHARGE: When a patrol officer is assigned substantially the full duties of
Sergeant, the officer will be paid at a rate as if promoted to Sergeant for the duration of the
assignment. This shall not apply to Master Police Officer's(MPOs).
ARTICLE 6 HOURS OF WORK
6.1 Days off will be assigned by supervisors as currently practiced. Other shifts may be worked,
provided they do not exceed forty (40) hours per week and are mutually agreed to by the
Employer and employee. Individuals that apply for other Operational units of work such as Bike
Patrol, Boat Patrol, Traffic Unit, K-9 Unit, School Resource, special grant assignments, agree up
front when selected for the assignment to mutually agree to adjust hours as outlined in the
assignment announcement. The Department shall provide at least 72 hours advance notice of the
need to adjust schedules for these special units. The Department shall work on resolutions with
the employee when a change in the work week creates personal issues and shall seek volunteers
from within that work unit first before requiring such officers to change their schedule.
6.2 Shift assignments within the Patrol and Traffic Unit shall be bid by seniority at least twice
annually, on March 1St and September 1St, provided that no more than thirty-three percent (33%)
of the positions within the Patrol and Traffic Unit shall be exempt from the bidding process and
assigned as is provided below. For the purposes of this section, seniority shall be defined as all
paid regular time worked as a commissioned officer with the City of Bremerton Police
Collective Bargaining Agreement
City of Bremerton and the BPOG
1/1/2012—12/31/2015
Page 4 of 31
Department. Special events and emphasis patrol for the Traffic Unit shall be excluded from
Article 6.
6.2.1 Exempt positions may be assigned at the sole discretion of the Chief of Police, provided
that no officer past his or her one-year probationary period may be reassigned to another
shift more often than once every six months.
6.2.2 Notwithstanding 6.2 and 6.2.1, the Chief of Police may reassign any non-probationary
employee for just cause twice each year and probationary employees may be reassigned
to shifts at the discretion of the Chief of Police.
6.2.3 Sergeants shall be allowed to bid for shifts on the basis of time since promotion to
Sergeant,provided Section 6.2 and 6.2.3 above shall not apply to Sergeants,and provided
further, the Chief of Police may assign a Sergeant to a particular shift without regard to
seniority when such assignment is reasonably necessary to the efficient provision of
police services.
6.2.4 The Support Services Division is comprised of the Special Operation Group, General
Investigations, Community Resource Unit and other specialty non-patrol units of work.
Employees of this Division are scheduled to work ten (10) daily hours or as mutually
agreed.
6.3 SHIFT EXCHANGES: Employees may exchange full or partial shifts when the change does not
interfere with the duties and responsibilities of the employees in their positions and provided that
the immediate supervisors of such employees find that no interference will occur as the result of a
mutually agreeable shift exchange. The Police Chief or the Chief's designee may overrule such a
finding by the immediate supervisor in the event that the Department's service or training needs
require specific employees to be on duty during their assigned shifts.
6.4 SHIFT CHANGEOVER COORDINATION: An employee who has been transferred from one
shift to another shall normally be scheduled to begin the newly assigned shift upon a day or at a
time which results in the employee receiving at least eight (8) hours of rest between work shifts.
In the event that the transfer from one shift to another results in an employee receiving less than
eight (8) hours of rest between work shifts, the employee shall be paid overtime for time worked
during the eight (8) hour period between work shifts. An employee who receives a minimum of
eight (8) hours of off-duty time between work shifts shall not be eligible for overtime
compensation for shift changeover coordination time.
6.5 ASSIGNMENT TRANSFER REVIEW REQUEST: Assignment transfers (those not covered
by Section 6.2 and subsections) will be made at the discretion of the Police Chief or designee.
Except in emergencies, at the employee's request, the Police Chief will provide his/her reason for
the assignment transfer prior to the transfer. The employee may submit information as to why the
assignment transfer should not take place. The Police Chief will review the information and
inform the employee of his/her decision. Transfers resulting from operational or performance
related issues are not subject to the grievance procedure. Transfers resulting from misconduct or
disciplinary issues are subject to the grievance procedures. It shall be understood that these
specialty non-patrol assignments are temporary in nature and there is no guarantee as to the
amount of time an employee will serve in that assignment.
6.6 TRAINING: Work shifts may be changed by the employer to accommodate structured training
as follows:
Collective Bargaining Agreement
City of Bremerton and the BPOG
1/1/2012—12/31/2015
Page 5 of 31
6.6.1 At least seven(7)calendar days advance notice is provided to the employee.
6.6.2 The shift change will be for full day training schools/sessions.
6.6.3 If training is scheduled during a normal day off, the employee will keep his/her normal
work schedule and 6.6.4 be paid overtime.
6.6.4 The parties further agree that the foregoing may be changed by mutual agreement, on a
case-by-case basis.
6.6.5 An unpaid lunch break during which the employee is not considered on duty or subject to
responding to calls shall be granted for a full 8 hour training day when the training occurs
off site and is not city-sponsored.
6.7 DEFINITIONS:
6.7.1 "Team"Three Sergeants,and the Officers and MPO's reporting to those three Sergeants.
6.7.2 "Squad"One Sergeant,the Officers and MPO(s)reporting to that Sergeant.
6.7.3 "Shift"One work period(15`Watch-Day, 2nd Watch- Swing, or 3'd Watch-Graveyard)
comprised of 10 hours and 40 minutes.
6.7.4 "Long Term"Any time frame more than 30 consecutive days.
6.7.5 `BPOG"Bremerton Police Officers Guild.
6.7.6 "7/28 days"trade days; 1:1 day for day ratio within each 28 day pay period.
6.8 THE PATROL SCHEDULE: 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. 10 hour
40 minute shifts. Overlap days will occur on Fridays.
6.9 SHIFT START AND ENDING TIMES: The following hours apply to patrol Officers,
MPO/OIC and Patrol Sergeants:
15`Watch 0620-1700 hours
2nd Watch 1600-0240 hours
3`d Watch 2000-0640 hours
6.10 OVERLAPPING FRIDAYS: Squads on overlapping Fridays may attend training, conduct
proactive patrols, respond to calls for service, or complete other duties as assigned. Squads will
usually work their normal shifts (151, 2"d, and 3`d watches) on overlapping Fridays. However,
sergeants, MPO's and officers may be asked to flex their hours by mutual agreement for special
activities or training. The Department will provide fourteen (14) days' notice for activities
requiring a squad to flex their hours.
6.11 PATROL SHIFT BIDDING: Shift bids will occur twice each calendar year. Shifts are bid in 6
calendar month blocks (January-June, July-December). Employees must stay on the same Team
(Blue or Gold) for the entire calendar year. If an employee switches Teams when bidding the
Collcctivc Bargaining Agreement
City of Bremerton and the BPOG
1/1/2012—12/31/2015
Page 6 of 31
next calendar year, it may cause some officers to work more than five consecutive days. The
parties agree that these additional 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.
Sergeants bid first by seniority.
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 MPO
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 MPO
position(s).
All other officers will bid next.
Should a squad lose an MPO position due to retirement, reassignment or other reasons, and there
is not another MPO on that squad, MPO's may be asked, by seniority, to move to a squad on the
same team so that each squad has an MPO. If no MPO volunteers to switch squads the lowest
seniority Patrol MPO will be ordered to that squad without additional compensation.
6.12 PATROL VACATION BIDDING:
6.12.1 Sergeants bid first by seniority(date of promotion).
6.12.2 All other officers will bid next by seniority
6.12.3 For each squad,both the Sergeant and the MPO should not be scheduled off for the same
vacation days.
6.13 COVERING LONG TERM PATROL OFFICER SHORTAGES:
6.13.1 Volunteer(s) will be sought to change squads within the Team to fill-in where needed if
this does not create another shortage.
6.13.2 If no officer volunteers on the same Team, volunteer(s) will be sought from the other
Team if this does not create another shortage.
6.13.3 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.
6.13.4 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 and other
benefits of their current assignment.
6.13.5 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 Chief of Police has the sole discretion in assigning these positions when
Collective Bargaining Agreement
City of Bremerton and the BPOG
1/1/2012—12/31/2015
Page 7 of 31
filling long term vacancies following the guidelines set forth in sections 6.2.3 and 6.2.4 of
the BPOG contract.
6.13.5.1 Traffic Officers
6.13.5.2 Detectives
6.14 PATROL TRAINING DAYS:
6.14.1 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
counted as an entire work day.
6.14.2 A training day that is less than 8 hours, including travel time, but excluding meal breaks
greater than 30 minutes, requires the employee to work the remainder of their 10 hours
and 40 minute shift. Employees may also take the time off utilizing accrued leave with
supervisor approval.
6.14.3 Training that exceeds the employee's scheduled shift will be handled in accordance with
the BPOG collective bargaining agreement.
6.14.4 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 mutually agreed to by the City
and the Employee. The 7/28 day(s) will be selected and approved prior to the employee
attending the training.
6.14.5 Mandatory training on scheduled days off may be taken as 7/28 days as staffing levels
allow by mutual agreement, or as overtime or comp time per the collective bargaining
agreement.
6.14.6 Mandatory training days on scheduled work days (other than on overlapping Fridays)
may require an employee 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.
6.15 IN-SERVICE TRAINING: 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 a full training day.
c. The parties further agree that the foregoing may be changed by mutual agreement, on
a case-by-case basis.
6.16 MISCELLANEOUS PROVISIONS:
6.16.1 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
Collective Bargaining Agreement
City of Bremerton and the BPOG
1/1/2012—12/31/2015
Page 8 of 31
LL
period include, but are not limited to: necessary report completion, major investigations
such as those involving BARRK Felonies,and court appearances.
6.16.2 FLSA work period is 7KJ28 days- 171 hours.
6.16.3 Overtime for the purposes of this agreement is any time worked outside a normally
scheduled shift.
6.16.4 When a transfer occurs any time after the January shift bid the department will calculate
the hours already worked and the hours scheduled to be worked for the remainder of the
year. Should the combined hours exceed 2088 hours, the City will work with the
employee to schedule the time off over the remaining pay periods in the year. The
employee may take the time off in five (5) minute increments, with the minimum leave
request being twenty(20)minutes, unless the time owed is less than twenty(20)minutes.
Should the calculated hours equal less than 2088 hours, the employee will be required to
work the number of hours required to equal 2088 hours. The employee may "pay back:"
the time in twenty (20) minute increments at the beginning or ending of their normally
scheduled shift, or on their days off, provided that the dates and times are mutually
agreed to by the employee and the City. When an employee is working and extended
shift, or on their day off in "pay back" mode there will be no overtime compensation for
that time.5.
6.16.5 Vacation and sick leave accrual remain the same. 10 hours and 40 minutes is needed to
take a full day off under this schedule.
6.16.6 Premium Holiday compensation will be paid per article 9.4 of the BPOG contract.
6.16.7 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).
6.16.8 Requests for vacation, compensatory time and sick leave will be taken in five (5) minute
increments, with the minimum request of twenty(20)minutes.
6.16.9 Overtime requests will be made in five (5) minute increments (2 minutes or less round
down, 3 minutes and above rounded up).
6.16.10 Any change to this schedule/agreement is by mutual agreement by BPOG and the City of
Bremerton.
6.16.11 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 (This clause expires 12/31/14 or once the BPOG contract is
ratified, whichever occurs later).
6.17 GENERAL OPRATIONS GROUP AND SPECIAL OPERATIONS GROUP
SCHEDULES: Officers and Sergeants assigned to the General Investigations Unit and the
Special Operations Unit shall generally work four (4) consecutive days followed by three (3)
consecutive days off. Employees may split their work week, on a temporary basis, by mutual
agreement as long as the change occurs within the FSLA workweek and does not incur overtime.
(i.e. work Monday,Tuesday,Thursday,Friday)
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6.17.1 Days off will normally be Saturday and Sunday consecutively with either a Friday or
Monday.
6.17.2 Members assigned to the General Investigations Unit will normally work from 0700 to
1700 hours.
6.17.3 Members assigned to the Special Operations Group will normally work from 0900 to
1900 hours.
6.17.4 Members assigned to the General Investigations Unit and the Special Operations Group
agree, as a condition of assignment, to adjust work hours for operational needs as
outlined in the assignment announcement. The City shall provide at least 72 hours
advance notice of the need to adjust schedules. The City shall work on resolutions with
the employee when a change in the work schedule creates personal issues.
6.17.5 Any temporary change to an employee's work schedule is by mutual agreement between
the employee and the City.
6.17.6 The additional holiday accrual for President's Day, Martin Luther King's Birthday,
Veteran's Day and the day after Thanksgiving as set forth in Article 9.4 of the collective
bargaining agreement,will remain at 8.0 hours per holiday.
6.17.7 When a holiday falls on an employee's regularly scheduled work day and the employee
takes it off, the employee shall be required to use either vacation or compensatory time to
cover the entire 10 hour shift.
6.17.8 The standard 10 hour shift will be utilized to cover travel time and training time. Any
training day up to 10 hours but not less than 8 hours that takes place at a location outside
the City limits will be counted as an entire work day. An off-site training day (including
travel time) that consists of less than 8 hours requires the employee to work the
remaining hours of the full 10 hour shift or take the time off utilizing accrued leave.
6.17.9 Mandatory training days on scheduled work days (other than on overlapping Fridays)
may require the Sergeant, or Detective 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.
ARTICLE 7 OVERTIME
7.1 OVERTIME DEFINED: Overtime is all required and authorized work performed in excess of
an employee's normal work schedule.
7.2 OVERTIME COMPENSATION: Overtime work shall be compensated at the rate of one-and-
one-half (1'/2) times an employee's hourly rate in cash or in one-and-one-half (1'/2) times the
overtime hours worked in compensatory time. Overtime shall be calculated in five (5) minute
increments. Overtime compensation in compensatory time may be granted upon the request of the
employee and with the approval of the Police Chief or designee.
7.3 LIMITATION ON COMPENSATORY TIME: The maximum allowed accrual of
compensatory time is sixty (60) hours and all time accrued in excess of that maximum shall be
paid at the applicable rate, provided that time earned may be cashed out upon the employee's
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1/1/2012—12/31/2015
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request as provided below. A request for compensatory time can be denied if it"unduly disrupts'
the operation of the Department. Undue disruption is more than inconvenience to the
Department. This will be determined on a case-by-case basis. For requests to use one day of
compensatory time one-day notice is required. For request to use more than one (1) day of
compensatory time, five(5)days notice is required.
Compensatory time will not be authorized on the following five designated blackout days
Saturday/Sunday Blackberry Festival days, Halloween, New Years Eve, Armed Forces Day
Parade) It is understood exceptions can be extended on a case by case basis for these days.
Employees who wish to cash out accumulated compensatory time will have the option of
receiving this pay at the end of November of each year. Employees who exercise this option shall
submit their request in writing to the Chief no later than November 1 st each year. It shall be the
sole responsibility of the employee to request cash out of accumulated compensatory time in a
timely manner, therefore, any such requests received after the November 151 deadline will be
disapproved and sent back to the employee.
7.4 DAYLIGHT SAVINGS TIME: Guild members who work the affected shift during the fall
when clocks are moved back one hour will be paid one hour at the overtime rate. Guild members
who work the affected shift during the spring when clocks are moved one hour forward will either
use one hour of vacation leave or have the option to begin their shift one hour earlier unless the
Department has a need and the Police Chief or his/her designee requires the Guild member to
work the additional hour at the end of the shift.
7.5 CALL BACK OVERTIME: An employee who has left the workplace and who is called back to
duty with less than twenty-four(24) hour notice for a period of time which is less than three (3)
hours, shall receive a minimum of three(3)hours of overtime compensation.
7.6 COURT AND/OR SUBPOENAED APPEARANCES: An employee who appears in Court
arising out of his/her employment with the City or who responds to a subpoena on behalf of the
City on off-duty time shall receive a minimum of three (3) hours of overtime compensation for
such appearance and a minimum of one and half hours(1.5)for administrative hearings.
7.6.1 An employee who has been subpoenaed to appear in Court shall call the Court at 5:30
p.m.,on the business day prior to the date of the scheduled appearance to confirm that the
subpoena is still active. If the subpoena remains active after the telephone call, the
employee shall then qualify to receive a minimum of three (3) hours of overtime
compensation for responding to the subpoena. If the subpoena is no longer active after
the employee calls in, no compensation shall be due the employee.
7.7 For civil subpoenas, payment for off-duty subpoena appearance is based on matters resulting
from the employee performing police duties for the City. Off-duty officers will be compensated
for total time in Court at the overtime rate of pay or a minimum of three (3) hours whichever is
greater. The minimum three (3) hours does not apply to Civil Service proceedings or arbitration,
but employee is paid for actual time spent performing police duties for the City is paid. Witness
fees received by the officer from the plaintiff or defendant shall be assigned to the City. This
Agreement does not include other subpoenaed appearances, such as Civil Service or arbitration
subpoena, or compensation for telephone calls. The employee shall furnish a copy to his/her
immediate supervisor as soon as possible after the subpoena is served.
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City of Bremerton and the BPOG
1/1/2012—12/31/2015
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I
7.8 When the City is the employer, all such overtime police work will be first offered to BPOG
Police Officers, subject to the Bremerton Police Management Association (BPMA) bargaining
unit Letter of Understanding date April 1, 2002. For each such police overtime project, BPD
management will reasonably provide information regarding the scope of the project, manpower
needs, anticipated duration, and work-related expectations associated with the project. In the
event that BPOG Police Officer bargaining unit employees are unable to provide all police
overtime service needs, or manpower shortages are observed or anticipated, BPD Management
will advise and consult with BPOG to identify needs and staffing alternatives. Other agency
commissioned law enforcement staffing should be utilized only after reasonable and practicable
efforts have been made to fill manpower needs by BPOG Police Officers.
ARTICLE 8 VACATION LEAVE
8.1 VACATION ACCRUAL: Employees shall accrue vacation time with pay for all regularly
scheduled work time including paid holiday, sick leave, vacation and other paid leave time and
excluding time for which workers' compensation time loss benefits are paid pursuant to the
following schedule:
Period of Continuous Full Time Employment Annual Accrual
Date of Hire through 5 years 104 hours
6th year 120 hours
7th year 128 hours
8th year 136 hours
9th year 144 hours
10th year 152 hours
11 th year 160 hours
12th year 168 hours
13th year 176 hours
14th year 184 hours
15th year 192 hours
16th year 200 hours
17th year and thereafter 208 hours
8.2 VACATION ELIGIBILITY: An employee becomes eligible to take accrued vacation time upon
completion of six (6) full months of employment; provided, however, the Chief of Police may
grant an exception to the six-month rule due to mitigating circumstances. Vacation time must be
taken in segments of one-half('/2)hour or more. Vacation time must be fully accrued prior to the
time an employee takes any vacation time off.
8.3 VACATION SCHEDULING: Annual vacation leave shall be authorized by the Police Chief or
designee. Employees shall be allowed to bid for vacations based upon seniority following the
shift bidding process; provided that vacation requests for time not scheduled throughout the
bidding process shall be scheduled by mutual agreement. Patrol employees who have been
approved vacation leave shall give no less than twenty-four(24)hours notice if they decide not to
take the leave as approved and instead report for work.
8.4 MAXIMUM VACATION ACCRUAL: The maximum number of vacation accrual hours that
any employee shall be allowed to carry forward from one calendar year to the next is as follows:
Years of
Continuous Employment Maximum Balance
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0-2 years 160 hours
2-5 years 200 hours
5-10 years 240 hours
10-15 years 280 hours
15-20 years 320 hours
20+years 360 hours
8.4.1 In the event an employee has been prohibited from taking sufficient vacation time to
reduce his or her vacation balance to the maximum allowable carryover at the end of a
calendar year, the excess hours shall be paid out in cash at the employee's straight time
hourly rate unless the Chief approves an extension of the time period beyond the end of
the calendar year during which the employee must take all vacation hours which exceed
the maximum allowable carryover. An employee who fails to request scheduled vacation
time during the year and whose accrued vacation hours exceed the maximum carryover
balance at the end of the calendar year shall forfeit such excess vacation hours.
8.5 VACATION PAY-OUT: Upon the retirement, resignation, or termination of an employee or
upon the date of an employee's disability retirement, the accrued vacation hours of such an
employee will be paid to the employee in a cash lump sum payment.
8.6 DONATIONS OF VACATION LEAVE: Donations of Vacation leave permit employees to aid
a fellow employee (or their immediate families) who is suffering from an extraordinary or severe
illness, injury, impairment,physical or mental condition which has caused or is likely to cause the
employee to take leave without pay or to terminate his or her employment prior to a
determination that the affected employee is not expected to recover to an extent that will enable
the employee to resume his or her normal duties or the duties of another position with the City or
another employer.
8.6.1 ELIGIBILITY: An employee or employee's immediate family member (as defined in
the FMLA) who (1) is suffering from an illness or injury causing his or her extended
absence from work, and (2) who has depleted or will shortly deplete his or her total
available accrued vacation, sick and floating holiday leave, may request donations of
vacation leave.
8.6.2 CRITERIA FOR APPROVAL: A request for donations of vacation leave shall be
submitted to the Chief of Police accompanied by medical documentation verifying the
medical condition requiring the need for leave, and the time period during which the
employee can reasonably be expected to be absent from work due to the condition. Upon
verifying that the requesting employee meets all of the eligibility requirements above and
upon determining that the medical documentation received provides appropriate
verification of the medical condition and time period involved, the Department Head will
recommend the employee's request for donations of vacation leave be approved by the
Mayor. The Mayor will review the request to assure that all of the requirements set forth
in this subsection have been met and, if so, shall approve the employee's request for
donations of vacation leave.
8.6.3 CONDITIONS OF DONATION: An employee who has been employed for at least six
(6)months who desires to donate accrued vacation leave to a requesting employee will do
so as a free and voluntary act and no duress or coercion shall be placed upon an employee
to make such donation of his/her accrued vacation leave. Employees who are utilizing
donated leave to cover their own absences may not donate leave to another employee
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1/1/2012—12/31/2015
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until such time as they have returned to their normal schedule, and any excess donations
made to them have been returned pursuant to 8.6.5 below. An employee who desires to
donate vacation leave shall complete a Donation of Vacation Leave Form and submit it to
his/her Department Head. The donated vacation leave will be transferred to the
requesting employee's sick leave balance with the next payroll report. Forms will be date
stamped and all time donated shall be in full hour increments and shall be credited to the
employee on an hour-for-hour basis. A monthly update of the condition of the employee
by the attending primary medical doctor shall be required and furnished to the
Department Director.
8.6.4 USE OF DONATED LEAVE: An employee who has received donated vacation leave
will be able to use the leave in the same manner as if he or she had personally accrued the
leave, provided that the use of the leave is in conformance with the provisions of this
Article.
8.6.5. LEAVE ACCRUED FROM DONATED LEAVE: While using donated leave, any
leave accrued will be used first each pay period before the balance is deducted from the
donated leave.
8.6.6. UNUSED DONATIONS: In the event of excess donations received but not used due to
early recovery, resignation, retirement or death, all donations received but not utilized
shall be returned to the donating employee(s) based on the proportion of hours that
employee donated in relation to the total hours donated by all employees (e.g. an
employee who donates 50 hours of 450 hours total donated shall be credited with
50/450ths of the hours not utilized). Such returned leave shall be reflected in the
appropriate leave balance as soon as possible. Time donated for this purpose will not be
considered as time used during the donor's performance rating period and does not count
as sick leave used for Sick Leave incentive purposes.
ARTICLE 9 HOLIDAYS
9.1 HOLIDAYS OBSERVED: The following holidays shall be observed by the City:
New Years Day Labor Day
Martin Luther King's Birthday Veteran's Day
President's Day Memorial Day Thanksgiving Day
Memorial Day Day after Thanksgiving
Independence Day Christmas
9.1.1 In addition, any other holiday legally proclaimed by the Federal or State government,
provided that the City takes official action to have such holiday also observed by the
City.
9.2 FLOATING HOLIDAY: Each employee shall be allowed one (1) additional holiday to be
observed by the employee on a day mutually agreeable to the employee and the Police Chief or
designee.
9.3 HOLIDAY COMPENSATION: Employees shall receive an additional eighty-eight (88) hours
vacation leave per year in lieu of holidays. Hours in lieu of holidays will be pro-rated in
employee's first and last year of service in a BPOG eligible position. The accrual and payment of
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such additional compensation shall be in accordance with the Employer's established practice in
this regard.
9.4 PREMIUM HOLIDAY COMPENSATION: An employee who works during the term of this
Agreement on a holiday shall be compensated at the rate of one-and-one-half (1'/2) times the
employee's hourly rate of pay. It is recognized that non-uniformed officers are not scheduled to
work on the holidays enumerated in this section but that such employees may work such holidays
at their regular rate of pay shall accrue an additional day to their vacation bank for each of the
following holidays: President's Day, Martin Luther King's Birthday, Veteran's Day and the Day
after Thanksgiving. The days shall be allocated to the vacation bank as each of these holidays
arise to those officers in a non-uniformed assignment.
ARTICLE 10 SICK LEAVE
10.1 SICK LEAVE ACCRUAL: Full-time employees shall accrue sick leave time with pay at the
rate of four(4) hours per pay period Part-time employees who are on a leave of absence without
pay will have their leave pro-rated if they have worked any portion of a pay period at .046154 for
each regular hour worked as outlined above. The maximum annual accrual is ninety-six (96)
hours.
10.2 MAXIMUM SICK LEAVE ACCRUAL: Employees shall be able to accrue sick leave to a
maximum of twelve hundred(1,200)hours as of November 1St of each year.
10.3 SICK LEAVE WORK PERFORMANCE BONUS — Effective January 1, 2010 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 22"d pay day, and their sick leave balance will be reduced to
1200 hours.
10.4 SICK LEAVE INCENTIVE: An employee who takes thirty-two (32)hours or less of sick leave
in any full calendar year shall have eight (8) hours added to his or her vacation leave balance at
the beginning of the following calendar year.
10.5 SICK LEAVE RETIREMENT OR DEATH PAYMENT:
10.5.1 LEOFF I employees who retire from City service on a service retirement shall be
provided a Sick Leave Retirement Payment at thirty-five percent(35%)of the employee's
accrued and unused sick leave hours to a maximum of 35% of 1200 hours (a maximum
total of 420 hours).
10.5.2 LEOFF H employees who retire from City service on a service retirement shall be
provided a Sick Leave Retirement Payment at thirty-five percent(35%)of the employee's
accrued and unused sick leave hours to a maximum of 35% of 1200 hours (a maximum
total of 420 hours), and such payment shall be made to a HRA VEBA program.
10.5.3 In the event an employee dies before reaching retirement, the payment will be made to
the employee's estate at the employee's regular base hourly rate in effect at the time of
retirement or death.
10.6 SICK LEAVE USE: Sick leave must be accrued in the pay period prior to use by an employee.
Accrual is not credited to an employee's leave balance until after payroll is posted. Anticipated
sick leave must be approved by the Police Chief or designee prior to using it.The Police Chief or
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1/1/2012—12/31/2015
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designee shall not unreasonably withhold approval of sick leave with pay from employees. Sick
leave shall be made available to each employee up to the amount of each employee's accrued sick
leave balance and shall be used in increments of no less than one-quarter ('/) hour to cover an
employee's absence from his or her regularly scheduled work hours due to:
10.6.1 The temporary disability of an employee resulting from his or her personal illness or
injury.
10.6.2 Providing care for an employee's child or children under the age of 18 or a spouse,
parent, parent-in-law, or grandparent when they have a health condition that requires
supervision or treatment, as currently defined by the Washington State industrial welfare
law,RCW 49.12.270 and as may be amended by the Washington State Legislature.
10.6.3 Attending medical, dental and/or oculist appointments as needed for preventive or
rehabilitative health care of the employee or the employee's child or children when such
care requires parental presence to supervise or authorize treatment.
10.6.4 Upon the birth or adoption of a child, a parent may use up to three (3) days of accrued
sick leave.
10.6.5 Providing for an employee's immediate family member when the family member has a
health condition that requires the assistance of an adult caretaker until such time as other
care can be arranged.
10.7 NOTIFICATION OF SICK LEAVE USE: An employee who is absent or expects to be absent
from work due to causes specified in Sick Leave Use above, shall provide notification as follows:
10.7.1 ROUTINE APPOINTMENTS: The employee shall give prior notice of the date and time
of the appointment to his or her immediate supervisor. An employee's immediate
supervisor may request that the employee reschedule routine appointments when the
scheduled absence of the employee would unduly interfere with the operations of the
Department. An immediate supervisor shall not unreasonably deny an employee sick
leave with pay for routine medical,dental or oculist appointments.
10.7.2 UNANTICIPATED ABSENCE: An employee who is absent from work or who will be
unable to report to work as scheduled due to personal illness or injury, or for other causes
specified in Sick Leave Use above, shall promptly notify the Department by telephone or
otherwise as soon as practicable and will make every effort to notify the Department
within the first one-half('/2) hour preceding each work day of absence. In the event of a
prolonged illness or injury, the Department may exempt an employee from the
requirement to daily report absences and may establish an alternative reporting
arrangement appropriate to the circumstances.
10.7.3 SICK LEAVE DURING AUTHORIZED PAID LEAVE: An employee who becomes ill
or is injured during the employee's paid vacation or compensatory time off may request
the conversion of such paid leave to sick leave with pay by promptly notifying the
department at the time of occurrence or as soon thereafter as reasonably feasible of the
illness, injury, or incapacity and employee provides appropriate documentation as
required by section 10.8.
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1/1/2012—12/31/2015
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10.8 SICK LEAVE DOCUMENTATION AND APPROVAL: An employee who has been absent
on sick leave shall, on the day he/she returns to work, submit such forms and provide such
information as are required by the Police Chief or designee to approve the use of sick leave with
pay for the absence. The Police Chief or designee may require an employee to provide a
professional physician's verification within 36 hours after reporting to work, of an employee's,
child's or family member's illness or injury as a condition of approving sick leave with pay, if the
Police Chief or designee has a reasonable basis to suspect sick leave is not being used in
conformance with this Article. In the event the Police Chief or designee intends to require such
verification,the employee will be notified of the requirement prior to returning to work.
10.9 Where the employee has been out on FMLA qualifying leave, or extended medical leave under
the ADA or workers compensation upon the employee's notice to return to duty, the employer
may request certification in accordance with law.
10.10 SEQUENCING OF LEAVES: Unless addressed elsewhere in this agreement, the use of
vacation leave, compensatory time, and leave without pay, for purposes other than qualifying use
under the Washington Family Care Act, is subject to approval by management. However, unless
otherwise required by law, forms of leave shall be used and exhausted in the following sequences:
10.10.1 sick leave for qualifying incidents until it is exhausted;
10.10.2 vacation leave, floating holiday,) and/or compensatory time sequenced at the
employee's option,until they are exhausted;
10.10.3 any donated leave, if available,until it is exhausted; then
10.10.4 leave without pay.
ARTICLE 11 INDUSTRIAL DISABILITY
11.1 INDUSTRIAL DISABILITY FOR LEOFF I EMPLOYEES: An employee who qualifies for
and is included in the Washington State Retirement System commonly referred to as "LEOFF I",
who becomes disabled, and whose disability extends beyond a period of six(6) full months, shall
apply for disability retirement benefits provided through LEOFF 1.
11.2 INDUSTRIAL DISABILITY LEAVE FOR LEOFF H EMPLOYEES: An employee who
qualifies for and is included in the Washington State Retirement System commonly referred to as
"LEOFF II", and who incurs a work-related illness or injury shall be provided with such
compensation as is made available through Workers' Compensation time-loss benefits as
provided by Washington State law.
ARTICLE 12 OTHER PAID LEAVE
12.1 BEREAVEMENT LEAVE: An employee will be granted three (3) days of bereavement leave
for attending funerals in the State of Washington and five (5) days of bereavement leave for out
of state funerals of members of the employee's immediate family.
12.1.1 Immediate family under this Article shall be defined as spouse, registered domestic
partner, child, stepchild, mother, father, mother/father in-law, brother, sister,
brother/sister in-law, grandchildren and grandparents of both the employee and the
employee's spouse/registered domestic partner.
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1/1/2012—12/31/2015
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12.1.2 All time off for bereavement leave shall be charged against an employee's
vacation/holiday, sick leave or compensatory time leave balance at the option of the
employee.
12.2 JURY DUTY: An employee shall be granted leave of absence with pay for the purpose of
reporting to or serving jury duty. Any juror fees received by the employee for the performance of
such duties shall be assigned to the City. Employees normally assigned to swing or graveyard
shifts shall be placed on the day shift on days that court appearance is required. If more than 2.5
hours of the day shift remains at the time of release from jury duty, the employee shall report for
duty.
12.3 MILITARY LEAVE: An employee who presents official orders requiring his/her attendance for
a period of training or other active duty as a member of the United States Armed Forces or the
State National Guard shall be entitled to military leave with no loss of pay for a period not to
exceed 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 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). Employees
recalled to active duty shall be allowed to utilize accrued vacation leave or compensatory time to
supplement military pay, Employees do not accrue any paid vacation, sick leave or other paid
leave benefits while on active duty. During periods of military conflict, employees are entitled up
to fifteen (15) days of unpaid leave before their spouse is deployed or while their spouse is on
leave from deployment.
12.4 EMERGENCY LEAVE: In the event of an unforeseen emergency which requires the absence of
an employee such as the illness, injury or death of a member of an employee's immediate family,
the employee shall notify his or her immediate supervisor as soon as possible of the required
absence. Such emergency leave shall be charged to an employee's unused vacation/holiday or
compensatory time leave balance.
12.5 ADMINISTRATIVE LEAVE: Any bargaining unit employee may be placed on Administrative
Leave (leave with pay) for reasons in the best interest of the City and/or employee (e.g. to
conduct an investigation, to diffuse a work-related or personal problem that has the potential for
escalation if left unchecked, and/or has a negative effect on department/division operations, and
no other solution is available). Administrative Leave is not intended to be used in lieu of
discipline. The City may place certain reasonable restrictions on an employee on Administrative
Leave and require him/her to be available during his/her normal work schedule to respond by
telephone within two (2) hours. Employees may be provided a pager, if needed. Employees may
be placed on a different schedule to be determined by the Chief when they are placed on
Administrative Leave. If an employee is or will be unavailable during the scheduled time frame,
then a vacation leave request, or in the case of illness or injury, a sick leave request must be
turned in to cover the amount of time the employee is or will be unavailable.
12.6 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.
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1/1/2012—12/31/2015
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ARTICLE 13 RETIREMENT BENEFITS
13.1 Each employee shall be enrolled in the Washington State Retirement system for which he or she
qualifies. Only for the purposes of federal income taxation, the gross income of each employee
shall be reduced by the amount of employee contributions to the respective retirement system,
which is paid by the City.
ARTICLE 14 INSURANCE BENEFITS
14.1 MEDICAL INSURANCE: The City shall make medical insurance coverage available to
employees and their dependents as follows:
• Kitsap Physician's Service Plan A for Employees and Dependents through December 31,
2014.
• Effective January 1,2015,KPS Health Plans,Plan B for Employees and Dependents.
• Group Health Cooperative for Employees and Dependents; Copay Plan 2
• Another plan of substantially similar or better coverage
14.2 INSURANCE PREMIUM PAYMENTS: Payment of insurance premiums shall be made as
follows:
• Employee premium paid in full by the City.
• Employees shall pay ten percent (10%) of the dependent premium for either of the two
plans.
• Effective upon ratification, the City will offer medical coverage to dependents of
employees in Domestic partnerships that have filed their status with the State as required
by law and have met the minimum affidavit requirements.
14.3 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 any time 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 of the 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.
14.4 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.
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14.5 DISABILITY: Employees, who are covered by the Washington State Retirement System
commonly known as LEOFF II, shall enroll to receive Long Term Disability Insurance coverage.
The City shall pay a maximum of $20 per month per eligible and enrolled employee toward
premium costs. The remainder of all premium costs shall be borne by the enrolled employee and
shall be paid to the insurance company through payroll deductions authorized by each enrolled
employee. The Guild shall select the LTD plan under which they will be enrolled.
14.6 INSURANCE RESERVES, REBATES AND SURPLUSES: The City shall require the KPS
medical plan provider to provide a structured accounting to the City at least annually. Such
accounting shall include plan utilizations, all reserve accounts maintained for the plan, interest
earned on reserves, administration costs and coinsurance(pooling)costs. This accounting shall be
made available to the Guild upon request. The City agrees that premium rebates, reserve account
rebates or any other monetary returns to the employer from the insurance providers together with
subsequent interest earnings thereon shall be used exclusively to defray the costs of premium
increases in the plan, and increase benefit levels, or other health related purposes determined
appropriate by the Insurance Benefits Committee. Premium increases shall be any increase over
the 1994 levels.
14.7 INSURANCE COMMITTEE: The Insurance Benefits Committee shall be comprised of the
following members: Mayor or designee, Human Resources Manager, or designee, Administrative
Services Director or designee, one employee selected by the non-represented management and
professional employees, and one individual selected by each of the recognized unions. The
Committee shall elect a chair and any other officers it deems appropriate.
ARTICLE 15 CLOTHING AND UNIFORM CLEANING ALLOWANCE
15.1 PURCHASE OF UNIFORMS: The City shall establish a Clothing Allowance Fund for the
Bremerton Police Department. Each employee shall be furnished uniforms as designated by the
Chief of Police or designee. Such uniforms shall be replaced on an as-needed basis from the
Clothing Allowance Fund, as determined by the Police Chief or designee. All uniforms purchased
by the City remain the property of the City
15.2 CLOTHING ALLOWANCE: An annual clothing allowance equal to four hundred and seventy-
five dollars ($475)per year will be provided to non-uniformed, sworn personnel. Such allowance
shall be paid one-half during the months of January and July. In the event an employee is
transferred to the Detective Division and is assigned as a Detective, he/she will receive a pro-rata
clothing allowance payment. If an employee in this unit separates from employment, a pro-rata
amount will be deducted from his final paycheck. The City shall withhold the necessary federal
income tax from the clothing allowance as required by the Federal Tax Code as now written or
hereafter amended.
15.3 DRY CLEANING FOR UNIFORMED MEMBERS (OPERATIONS DIVISION): The City
will provide dry-cleaning for two (2) uniforms per week for uniformed guild members and have
the patrol jacket laundered no more often than once per month in the event that a member's jacket
becomes excessively soiled.
15.4 NON-UNIFORMED MEMBERS (SUPPORT SERVICES DIVISION) CLEANING
ALLOWANCE: Effective July 1, 2009 the City will provide non-uniformed members an annual
cleaning allowance of five-hundred fifty dollars ($550.00) payable in the amount of two hundred
and seventy-five dollars ($275.00) during January and July. Should an employee transfer out of
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Support Services into Operations, they will be eligible for dry cleaning services provided by the
City beginning when the next date for payment of cleaning allowance would be due them. The
City shall withhold the necessary federal income tax from the cleaning allowance as required by
the Federal Tax Code as now written or hereafter amended.
15.5 MOTORCYCLE BOOTS: The City shall provide the sum of two hundred fifty dollars
($250.00) to Motorcycle Officers for the purchase of motorcycle boots. After initial issue,
replacement moneys will be approved only after the Police Chief or designee authorizes such
replacement based on wear/tear of motorcycle boots.
15.6 FOOTWEAR ALLOWANCE. Effective January 2015, the City will provide employees
assigned to Patrol, SOG and SWAT the sum of three hundred dollars ($300.00) for the purchase
of footwear every two years. Payable every odd numbered year beginning 2015 on the pay period
ending January 31".
ARTICLE 16 PERSONNEL PRACTICES
16.1 DEFINITIONS:For the purpose of interpreting the provisions of this Agreement,the following
definitions shall apply:
16.1.1 PROBATIONARY EMPLOYEE: All employees serve a twelve (12) month
probationary period commencing upon the initial date of hire for certified officers, and in
the case of non-certified personnel, twelve (12) months from the date of graduation from
the Police academy. During this time the employee may be discharged at the sole
discretion of the City, consistent with applicable Civil Service Rules and Regulations
(Section 12-PROBATION)and without recourse to the grievance procedure.
16.1.2 PROMOTIONAL PROBATION; A twelve (12) month period commencing upon the
initial date of a regular promotional appointment during which a promoted employee who
is unable to perform the duties of the higher level position shall be returned to his or her
previous classification at the time of appointment at the sole discretion of the City,
consistent with applicable Civil Service Rules and Regulations (Section 12 —
PROBATION) and without recourse to the grievance procedure.
16.1.3 LEOFF I EMPLOYEE: An employee who qualifies for and is a member of the
Washington State Retirement System commonly known as "LEOFF I".
16.1.4 LEOFF II EMPLOYEE: An employee who qualifies for and is a member of the
Washington State Retirement System commonly known as"LEOFF II".
16.1.5 BASE RATE OF PAY: The base pay rate for an employee as listed in Appendix "A"
excluding longevity and any other premium pay.
16.2 INDEMNIFICATION OF EMPLOYEES:The City shall provide legal defense and will pay all
legitimate claims, settlements, judgments, and associated costs for employees and their marital
communities named as parties or defendants in claims or lawsuits as a result of acts or omissions
made in the good faith performance of the City's business.
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1/1/2012—12/31/2015
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16.3 PROVISIONAL APPOINTMENT: Any employee who is appointed to a position classification
by the Chief of Police on a provisional basis shall be paid the established compensation for such
position classification.
16.4 DEPARTMENT POLICY MANUAL AND POLICY CHANGES: The Police Department
Policy Manual will be distributed to all bargaining unit employees. The employee will
acknowledge receipt of and will become knowledgeable of the Manual's or Policy's contents. All
revisions to the Manual or Policy that apply to members of the bargaining unit will be provided to
employees for inclusion in the Manual. Further, the Department will inform the Guild of policy
revisions prior to enactment.
16.5 POLICE OFFICERS INTERVIEW GUIDELINES: The Safety of our community and its
citizens, plus the integrity and reputation of the Police Department depends to a great extent on
the manner in which the members of the department perform their varied and difficult duties. To
ensure that internal investigations are conducted in a manner conducive to good order and
discipline, and also observe and protect the individual rights of each member of the Department,
the following rules are hereby established:
16.5.1 The interview of any Department member shall be conducted at a reasonable hour,
preferably when the member is on duty and/or during daylight hours, unless the urgency
of the investigation dictates otherwise. If such interview occurs during off-duty time of
the member being interviewed, the member shall be compensated for his or her off-duty
time in accordance with the overtime provisions of this Agreement.
16.5.2 The interview shall take place at a location designated by the investigation officer,
preferably at the Police Department.
16.5.3 Before any questioning commences, a member of the Police Department shall be advised
in writing in the event that person becomes a suspect in an administrative investigation.
The member being interviewed shall be informed of the nature of the investigation, and
name(s)of all complaining parties before the interview commences.
16.5.4 The member being interviewed shall be informed of his or her right to and be afforded an
opportunity and the necessary facilities to contact a Guild representative prior to
commencement of the interview. The member's representative may be present during the
interview. Nothing herein shall in any way restrict the rights of the representative with
the employee during the process of the interview.
16.5.5 The interview shall be conducted in the most expedient manner consistent with the scope
and gravity of the subject matter of the interview. The member shall be permitted
reasonable periods to attend to personal necessities.
16.5.6 The member shall not be subjected to offensive language or intimidation during the
process of the interview. No promises or rewards shall be made to the employee as an
inducement to answering questions. When the member is being interviewed in a non-
criminal matter for violation of departmental rules, regulations or orders, that member
shall answer truthfully all questions concerning the investigation posed to him or her by
the interviewing officer. When the member refuses to answer such questions, he or she
will be informed that his or her refusal to answer may become the subject for disciplinary
action.
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16.5.7 A member shall not be required to take a truth verification test as part of the interview
process.
16.5.8 Nothing contained in any of the above guidelines shall restrict and/or limit the authority
of the Chief of Police or designee in the performance of his or her duties and
responsibilities as the Chief Administrator of the Bremerton Police Department.
16.5.9 No tape recording will be made of the interview without prior advisement. There will be
no off-the-record questions during a recorded interview, unless the parties mutually
agree. If the Department tape records the interview, a taped copy of the complete
interview of the employee, noting all recess periods, may be furnished, at the cost of the
tape, upon request of the employee. If the interviewed employee is subsequently
disciplined and any part of any recording is transcribed by the employer, the employee
shall be given a complimentary copy thereof. The Guild may be allowed to tape record
the interview.
16.5.10 When the member being interviewed is in custody, or is likely to be placed in custody as
a result of the interview, that person shall be informed of his or her Constitutional Rights
prior to commencement of the interview. The member may request a postponement of the
initial interview to contact an attorney. The interview may not be postponed more than
twenty-four(24)hours with allowances being made for weekends and holidays.
16.5.11 Use of Deadly Force: When an employee uses deadly force pursuant to RCW 9A.16.010
(2), the employee shall not be required to make a written statement for twenty-four (24)
hours after the incident. The officer may be required to verbally report a brief summary
of the facts of the incident to include information for securing evidence, identifying
witnesses, apprehending suspects, securing search warrants (clarification only), or any
other exigent circumstances. The affected employee may waive the twenty-four (24)
hour requirement.
ARTICLE 17 MANAGEMENT RIGHTS
17.1 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 just cause,to assign work and
determine duties of employees,to determine number of personnel to be assigned duty at any time,
to determine and introduce new work methods or facilities to increase productivity for operation
of the Department and to perform all of the functions not otherwise expressly limited by this
Agreement; provided, nothing herein shall be construed as a waiver of collective bargaining
rights conferred on the parties by RCW 41.56.
17.2 The Chief of Police may change Crime Scenes/Evidence Technician and/or Community Resource
Officer to civilian positions, provided that the same number of sworn police officer positions are
maintained in the Department.
ARTICLE 18 PERFORMANCE OF DUTY/NO STRIKE
18.1 The City and the Guild recognize that the public interest requires the efficient and uninterrupted
performance of all City services and pledge their best efforts to avoid or eliminate any conduct
contrary to this objective. Nothing in this Agreement shall be construed to grant an employee the
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right to strike or to refuse to perform his or her duties to the best of his or her abilities. During
the term of this Agreement, the Guild and/or membership shall not cause, engage in or sanction
any work stoppage, strike,walkout, sit-down, stray-in, slowdown, sick-in, curtailment of work, or
interference with City operations at any location whatsoever; provided, that nothing herein shall
be interpreted as to prohibit lawful information picketing. Employees who engage in any of the
foregoing or similar activities shall be subject to immediate disciplinary action up to and
including discharge. The City shall not institute any lockout of employees during the term of this
Agreement.
ARTICLE 19 GRIEVANCE PROCEDURE
19.1. DEFINITIONS:
19.1.1 GRIEVANCE: A grievance is an allegation of a violation of the terms and conditions of
this Agreement which is to be resolved through this Grievance Procedure.
19.1.2 CIVIL SERVICE APPEAL (Section 5-APPEALS): An appeal is an allegation of a
violation of the Civil Service Rules that is to be resolved through the Civil Service
Appeals procedure and is not resolvable through this Grievance Procedure.
19.1.3 UNFAIR LABOR PRACTICE: An Unfair Labor Practice charge is an allegation of a
violation of the Washington State statutes governing public employment labor relations
which is to be resolved through the Public Employment Relations Commission's rules
and regulations and is not resolvable through this Grievance.Procedure.
19.2 STEP 1: An employee who believes that the terms and conditions of this Agreement have been
violated shall first discuss the matter with the person who took the action giving rise to the belief
with his or her immediate supervisor within fourteen (14) calendar days of the date the action
took place or within fourteen (14) days of the date upon which the employee, by due diligence,
could reasonably have been expected to know of such action. The person who took the action
shall provide the employee with a written response within fourteen(14) calendar days of the date
upon which the grievance was discussed with the employee.
19.3 STEP 2: In the event that the person who took the action does not resolve the issue to the
satisfaction of the employee at Step 1 of this procedure, the employee shall reduce the matter to
writing and shall:
19.3.1 State whether the employee is selecting a Civil Service Appeal or the Grievance
Procedure herein as the dispute resolution method to be used to resolve the issue.
19.3.2 In the event the employee selects the Civil Service Appeal method, the employee shall
comply with the Civil Service Rules in processing the matter.
19.3.3 In the event the employee selects the Grievance Procedure method, the employee shall
reduce the matter to a written grievance and shall state: the section (or sections) of this
Agreement which is/are alleged to have been violated; an explanation of the grievance in
detail, including dates, actions and such other information necessary to a full
investigation of the facts and circumstances giving rise to the grievance; and the remedy
sought.
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1/1/2012—12/31/2015
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19.3.4 The employee shall have the right to be assisted by an authorized Guild representative in
reducing his or her grievance to writing.The employee shall present the written grievance
to the immediate superior of the person who responded to Step 1 above within fourteen
(14) calendar days of the date the employee received a written response at Step 1 of this
procedure. In the event the Police Chief responded at Step 1 above, the employee shall
proceed to Step 4 of this Grievance Procedure. The immediate superior may meet with
the employee and the employee's Guild Representative within fourteen(14)calendar days
after receipt of the written grievance for the purpose of considering the matter. The
immediate superior shall reduce his or her decision to writing and shall transmit the
decision to the employee with a copy to the Guild representative within fourteen (14)
calendar days of receiving the written grievance or of meeting with the employee and the
Guild Representative.
19.4 STEP 3: In the event that the immediate superior does not resolve the grievance to the
satisfaction of the employee at Step 2 of this procedure,the employee shall transmit a copy of the
original grievance along with a copy of the written response received at Step 2 to the Police Chief
within fourteen (14) calendar days of receipt of the immediate superior's written response. The
Police Chief may convene a meeting with the Guild representative in an attempt to resolve the
grievance. The Police Chief shall reduce his or her decision to writing within fourteen (14)
calendar days of the Chief's personal receipt of the grievance or, if a meeting was held, within
fourteen (14)calendar days after meeting with the Guild Representative and transmit the decision
to the Guild.
19.5 STEP 4: In the event that the Police Chief does not resolve the grievance at Step 3 of this
procedure, the Guild may request arbitration of the issue by written notification to the Human
Resources Manager within thirty (30) calendar days of receipt of the Police Chief's decision. In
the event the Guild does not request arbitration of the issue within the thirty (30) calendar day
period, the grievance shall be deemed withdrawn. Prior to the selection of an arbitrator and
submission of the grievance for hearing by said arbitrator, the Human Resources Manager shall
informally review the grievance and determine whether said grievance may be adjusted to the
satisfaction of the employee. The Human Resources Manager shall have fourteen (14) calendar
days in which to review and seek adjustment of the grievance.
19.6 SELECTION OF ARBITRATOR: A neutral arbitrator shall be selected by mutual agreement
or through a mutually agreeable process. In the event the parties cannot agree, either party may
petition the Public Employment Relations Commission for a panel of arbitrators.
19.7 POWERS AND DUTIES OF THE ARBITRATOR: It shall be the duty of the arbitrator to
conduct a hearing on the issue or issues submitted by the parties for decision.The hearing shall be
kept informal and private. The arbitrator shall interpret the provisions of this Agreement as they
apply to the issue or issues submitted for decision and shall not add to, subtract from, nor in any
way otherwise alter or recommend the alteration of the terms and conditions of the Agreement in
deciding the matter. Within thirty (30) days of the close of the hearing or submission of briefs,
whichever occurs later, the arbitrator shall render a written decision, which shall be binding upon
the parties. The arbitrator shall conduct the arbitration hearing in conformance with the Voluntary
Rules for Labor Arbitration of the American Arbitration Guild.
19.8 COSTS OF ARBITRATION: The expenses of the neutral arbitrator shall be borne equally by
the parties. Each party shall singly bear all costs related to preparing and presenting its own case
before the arbitrator, including costs of witnesses. The party desiring a record of the proceedings
shall bear the cost of obtaining such record.
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City of Bremerton and the BPOG
1/1/2012—12/31/2015
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19.9 TIME LIMITS: Time limits established in this procedure shall be strictly adhered to but may be
waived by mutual agreement of the Guild and the City. All procedures contained herein shall be
complied with as expeditiously as practicable.
ARTICLE 20 SEVERABILITY
20.1 In the event that any provision of this Agreement is held invalid by any tribunal of competent
jurisdiction,the remaining provisions of this Agreement shall not be held invalid and shall remain
in full force and effect. The Guild and the City shall immediately meet and attempt to renegotiate
any provision found invalid.
ARTICLE 21 ENTIRE AGREEMENT
21.1 The Guild and the City acknowledge that each has had the unlimited right and opportunity to
make proposals with respect to any matter deemed a proper subject for collective bargaining. The
results of the exercise of that right are set forth in this Agreement. Therefore, the City and the
Guild each voluntarily and unqualifiedly agree to waive the right to oblige the other party to
bargain with respect to any subject or matter not specifically covered by the Articles of this
Agreement during the term of this Agreement, except as mutually agreed upon. The Employer
shall not unilaterally change any mandatory subject of bargaining without providing the union
with prior notice and the opportunity to bargain.
ARTICLE 22 CONFLICTING PROVISIONS
22.1 In the event that any provision of this Agreement is found to be in conflict with any other
Resolution, Ordinance, Policy, Regulation or Rule of the City, the provision of this Agreement
shall prevail.
ARTICLE 23 LABOR MANAGEMENT COMMITTEE
23.1 LABOR MANAGEMENT: The Employer and the Guild agree that a need exists for closer
cooperation between labor and management. To accomplish this objective, the Employer and the
Guild agree that no more than four(4) duly authorized representatives of the Guild shall function
as one-half('/2) of a Labor-Management Committee, the other half being no more than four (4)
certain representatives of the Employer named for that purpose. The committee shall meet as
needed for the purpose of discussing and facilitating the resolution of all problems, which may
arise between the parties. The committee shall be chaired by a member elected by the committee.
23.2 Should the Guild and Employer mutually agree to change, add, or delete any provision of this
Agreement,policies, rules or other matters, such change shall be set forth in writing.
ARTICLE 24 PREMIUM PAY
24.1 MASTER PATROL OFFICER: Effective upon assignment, any employee who meets the
requirements for the Master Patrol Officer(MPO) program shall receive a premium of five (5%)
of their base monthly rate of pay for all hours worked as an MPO.
24.2 K-9 STIPEND: Effective upon assignment, a K-9 Officer shall receive as compensation for the
care and maintenance of his/her dog and equipment, a K-9 stipend of three (3) hours per week at
48%of a Step 5 Police Officer overtime rate.
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City of Bremerton and the BPOG
1/1/2012—12/31/2015
Page 26 of 31
24.3 FIELD TRAINING OFFICER PREMIUM. Field Training Officers shall receive a premium
equal to three percent (3%) of their base monthly rate of pay when performing the duties for an
entire shift. This premium may not be pyramided for those officers receiving the MPO premium.
ARTICLE 25 RETIREMENT BENEFITS/DEFERRED
COMPENSATION
25.1 DEFERRED COMPENSATION: The City shall match the payroll deduction of any written
request by an employee covered by this Agreement, in an amount not to exceed four percent
(4.75%) of the employees base monthly pay rate. This shall not apply to LEOFF II employees
who have completed 15 or more years with the City.
25.2 LEOFF H EMPLOYEES WHO HAVE COMPLETED FIFTEEN (15) OR MORE YEARS
WITH THE CITY—LEOFF II employees shall be required to contribute four and three quarters
per cent(4.75%) into Deferred Compensation.This does not preclude a LEOFF H employee from
deferring more than the required contribution.
25.3 LIFE INSURANCE: The City shall provide life insurance coverage in an amount equal to fifty
thousand($50,000)with a mutually agreed upon carrier.
25.4 RETIREMENT MEDICAL SAVINGS ACCOUNTS: The City shall contribute thirty dollars
($30.00) per month on behalf of each employee to a Health Reimbursement Arrangement (HRA)
through Voluntary Employee Benefits Association(VEBA)trust.
ARTICLE 26 EDUCATIONAL INCENTIVE
26.1 Employees shall be eligible to receive Educational Incentive pay according to the following:
Associate's degree or equivalent(90 quarter or 60 semester hours) Two percent(2%)
Bachelor's Degree Four percent(4%)
26.2 Degrees and credit hours earned shall be documented through official transcripts from accredited
colleges or universities. It shall be understood that for the 90 quarter or 60 semester hours to be
accepted, they must be courses required in the pursuit of an Associates or Bachelors degree from
an accredited college or university.
26.3 Educational Incentive pay shall not be cumulative and it shall be the responsibility of the
employee requesting educational incentive pay to provide the City with certified transcripts of
his/her hours earned and/or degree(s) awarded. Educational Incentive shall be paid to the
employee beginning the next pay period following receipt of the documentation, and shall not be
retroactive.
26.4 Officers on probationary status shall not be eligible for educational incentive pay.
ARTICLE 27 TERM
27.1 This Agreement shall become effective January 1, 2012, and shall remain in effect through
December 31, 2015, and may be extended thereafter by mutual agreement. It is further agreed
that the City or the Guild may request reopening of this Agreement any time within six (6)
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1/1/2012—12/31/2015
Page 27 of 31
months of the expiration for the purpose of negotiating changes to be effective following the
expiration of this Agreement with such notice to be in writing to the other party.
This Agreement is hereby submitted to the Bremerton City Council for approval. Upon the approval of
the Council, this Agreement shall become binding upon the City, the Guild and all of the employees in
the bargaining unit covered by this Agreement.
DATED THIS 9-1-DAY OF Ugnj!?N ,2015
CITY OF BREMERTON: BREMERTON POLICE OFFICERS
GUILD:
Charlotte Belmore Aaron Elton,
Human Resources Manager President
Steven Strachan,Police Chiefa le Roesse , Ice President
Honorable tty Lent,Mayor Member Bo of Dire ors
ATTEST: Me go.4d of Directors
Shannon Corin,City Clerk Member ectorS
APPROVED AS TO FORM:
IM�e4 b,cr 6o- q r.L of lot V%ec-4►'S
Roger Lubovich,City Attorney
Collective Bargaining Agreement
City of Bremerton and the BPOG
1/1/2012—12/31/2015
Page 28 of 31
APPENDIX B
TO THE AGREEMENT BY AND BETWEEN
THE
CITY OF BREMERTON
AND
BREMERTON POLICE OFFICERS GUILD
JANUARY 1, 2012 THROUGH DECEMBER 31, 2015
THIS APPENDIX is supplemental to that Agreement by and between the CITY OF BREMERTON,
WASHINGTON("Employer")and the BREMERTON POLICE OFFICERS GUILD, ("Guild").
Master Police Officer:
The Master Police Officer(MPO)program is viewed as an enhanced career development opportunity for
the sworn employees of the Bremerton Police Department. The purpose of an MPO program is to allow
qualified non-ranking officers with special technical and administrative skill to be elevated to a new level,
Qualifications:
A. An employee has served as a top step police officer for three(3)consecutive years.
B. Employee has completed, in the course of their employment as a law enforcement officer, 400
hours of law enforcement specialty training that does not include the training hours of basic
academy; basic equivalency academy; repeated training classes: or refresher training of BAC or
first aid.
C. Employee has served at least 12 months on each patrol shift after completing initial probation. It
shall be understood that employees may not"double or triple stack"their time.
Example: An officer who has been concurrently assigned to K-9 and the graveyard shift for 3
years may not count 3 years of graveyard and 3 years of K-9; however, the employee may divide
the 3 years as desired such as 1 year of graveyard and 2 years of K-9.
D. Employee has served satisfactorily in a secondary assignment(s) for the Bremerton Police
Department for a minimum of 18 months. Secondary assignments are assignments above and
beyond duties normally assigned to patrol officers serving in patrol unit. These assignments are
detective units, crime scenes, Community Resource Officers, Traffic, K-9, School Resource
Officers and West Park Officer. Additional secondary assignments as they may be developed can
be added to this list.
E. Employee maintains acceptable work performance standards and has not had a sustained Internal
Affairs investigation one year prior to MPO acceptance. The selection panel may consider other
types of minor complaints on a case-case basis.
F. MPO's will be assigned as OIC and FTO as needed. Employee will only handle the sergeant's
duties when he/she has been assigned as OIC or during limited exceptional circumstances. An
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1/i/2012—12/31/2015
Page 29 of 31
employee will not be assigned as OIC while acting in an FTO capacity except during limited
exceptional circumstances.
G. MPOs shall not be eligible to receive OIC pay and their 5%MPO premium pay.
H. The Chief of Police will appoint MPO's in the same order in which they are ranked by the panel.
Maintaining MPO Status:
To maintain MPO status an employee must:
A. Be assigned to the Uniformed Division upon appointment to MPO status for not less than 18
months. If the employee is vacating a non-uniformed position, the employee shall be assigned to
the Uniformed Division within a reasonable time period, which allows the Department to assign
and train a replacement.
B. Maintain satisfactory work performance.
C. Not have sustained any major policy rule violations, committed insubordination or be subject to
continued citizen complaints.
D. Show a commitment to continuance of law enforcement training while serving as an MPO.
If an employee fails to maintain these conditions, he/she will be removed from MPO status by the Chief
of Police after review by the selection panel, and must wait eight months before reapplying. An employee
shall not be removed from MPO status due to a new assignment in non-uniformed position.
MPO Cap:
The number of MPO's shall not exceed(14) fourteen.
Selection Panel:
A. The original selection panel will consist of two management personnel and two members of the
Board of Representatives of the Guild who do not qualify for selection. Future selection panels
will consist of three MPO's and two management personnel.
B. Selection panel will meet as needed to review and select applicants for Master Police Officer
appointment and will use the following criteria:
I. Candidates will be listed by seniority, and then given points as follows:
#1 candidate- 14 point
#2 candidate- 12 points
#3 candidate- 10 points
#4 candidate-8 points
#5 candidate-6 points
#6 candidate-4 points
#7 candidate-2 points
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1/1/2012—12/31/2015
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2. Candidates will be listed by number of Training Hours and given points as follows:
#1 candidate-7 points
#2 candidate-6 points
#3 candidate-5 points
#4 candidate-4 points
#5 candidate-3 points
#6 candidate-2 points
#7 candidate- 1 points
(For purposes of this selection process, an Associate Degree in a Police related field will count for 100
hours,and a Bachelors Degree in a Police related field will count for 200 hours.)
3. Candidates will receive one additional point for each additional special assignment of 18
months or longer up to a maximum of three points. Should two or more candidates have
equal standing, their points will be added and then divided by two (example: top two
candidates have the same seniority so each gets 13 points). Should there be a tie after the
points have been totaled, the selection panel will be required to resolve it and provide a
single list to the Chief.
C. MPO assignment openings will be announced pursuant to Chapter 12 of the Department Manual
by posting the information throughout the Department.
D. Candidates will apply for MPO positions by submitting a letter and written summary of years of
service,training and education, special assignments and letters of recommendation.
E. The Chief of Police will request the panel convene to review a specific MPO's status.
F. Decisions by the selection panel regarding selection or removal from the MPO program are not
subject to the grievance procedure.
Collective Bargaining Agreement
City of Bremerton and the BPOG
1/1/2012—12/31/2015
Page 31 of 31
APPENDIX A
TO THE AGREEMENT BY AND BETWEEN THE CITY OF BREMERTON AND THE BREMERTON POLICE OFFICERS GUILD
Effective January 1, 2013 to December 31, 2013
BPOG Pay Plan with 1.5%CPI Adjustment
Effective January 1,2013,the base rates of pay for employees shall be as follows:
Annual salary based on 2088 hours per year for 2013.
Step 1 Step 2 Step 3 Step 4 Step b Master PO MPO Diff
Police Officer Annual 62,097.12 64,435.68 67,421.52 70,428.24 76,525.20 80,367.12
Monthly 5,174.76 5,369.64 5,618.46 5,869.02 6,377.10 6,697.26
- Semi-Monthly 2,587.38 2,684.82 2,805.23 2,934.51 3,188.55 3,348.63 - ---
Hourly 29.74 30.86 32.29 33.73 36.65 38.49 1.84
+Longevity Base+1.25%Hourly 30.11 31.25 32.69 34.15 37.11 38.97 1.86
Base+1.25%Semi-Monthly 2,619.57 2,718.75 2,844.03 2.,971.05 3,228.57 3,390.39 161.82
- c - - - _...._.._..._ . . ..__. .._. .. - - ._.._. .. - - .... .. _
Base+2.50/o Hourly 30.48 31.63 33.10 34.57 37.57 39.45 1.88 _
Base+2.50%Semi-Monthly_ 2,651.76 2,751.81 2,879.70'' 3,007.59 '3,268.59 3,432.15 - 163.56
Base+7.75%Hourly 32.04 33.25 34.79 36.34 39.49 41.47 1.98_
Base+7.75/o Semi-Month 2,787.48 2,892.75 3,026.73 3,161.58 3,435.63 3,607.89 172.26
Base+9.00%Hourly 32.42 33.64 35.20 36.77 39.95 41.95 2.00
Base+9.00%Semi-Monthly 2,820.54 , 2,926.68 3,062.40 3,198.99 3,475.65 3,649.65 174.00
Base+_10.5%Hourly 32.86 34.10 35.68 37.27 40.50 42.53 2.03
Base+10.5%Semi-Monthly 858 82 2,566 70
_ . . .. Y 2 3,104.16 .. 3,242.49 3,523.50: : 3,700.11 176.61
Deferred Comp.4% 103.50 107.39 112.37 117.38 127.54
Step 1 Step 2 Step 3 Step 4 Step 5
(OIC)
Sergeant Annual 82,872.72 84,689.28 86,443.20 88,322.40 90,118.08
Monthly 6,906.06 7,057.44 7,203.60 7,360.20 7,509.84
Semi-Monthly T 3,453.03 . 3,528.72 3601.80 3,680.10 3,754.92
Hourly 39.69 40.56 41.40 42.30 43.16
+Longevity Base+1.25%Hourly 40.19 41.07 41.92 42.83 43.70
Base+1.25%Semi-Monthly 3,496.53 3,573.09 3,647.04 3,726.21 3_,8.01.90
Base+2.50%Hourly 40.68 41.57 42.44 43.36 44.24
_ Base+2.50%Semi_Monthly 3,539.16 y: 3,616.59 3,692.28_ 3,772.32 3,848.88
Base+7.75%Hourly 42.77 43.70 44.61 45.58 46.50
Base+7.75%Semi-Monthly 3,720.99 3,801.90 3,881.07 3,985.46 4,045.50
Base+9.00%Hourly 43.26 44.21 45.13 46.11 47.04
Base+9.00%Semi-Monthly ,3,763.62 3,846.27 3,926.31 4,011.57 4,092.48
Base+10.5%Hourly 43.86 44.82 45.75 46.74 47.69
Base+10.5%Semi-Monthly 3,815.82 3,899.34_ 3,980.25 4,066.38 4,149.03
Deferred Comp.4% 138.12 141.15 144.07 147.20 150.20
SERGEANT CLASSIFICATION -Any employee who is promoted to the classification of Sergeant shall be placed at Step 3 of
the Sergeant classification, provided, however, an employee hired as a Sergeant through a lateral transfer, having not served
as a police officer with the City of Bremerton, may be placed into Step 1 of the Sergeant classification.
APPENDIX A
TO THE AGREEMENT BY AND BETWEEN THE CITY OF BREMERTON AND THE BREMERTON POLICE OFFICERS GUILD
Effective January 1, 2014 to December 31, 2014
BPOG Pay Plan with 2%CPI Adjustment
Effective January 1,2014,the base rates of pay for employees shall be as follows:
Annual salary based on 2088 hours per year for 2014.
Step 1 Step 2 Step 3 Step 4 Step 5 Master PO MPO Diff
Police Officer Annual 63,329.04 65,730.24 68,778.72 71,827.20 78,049.44 81,974.88
Monthly 5,277.42 5,477.52 5,731.56 5,985.60 6,504.12 6,831.24
Semi-Monthly 2,638.71 2,738.76 2,865.78 2,992.80 3,252.06 3,415.62
Hourly 30.33 31.48 32.94 34.40 37.38 39.26 1.88
+Longevity Base+1.25% Hourly 30.71 31.87 33.35 34.83 37.85 39.75 1.90
Base+1.25%Semi-Monthly _2,6_71_77_2;77_2.69-2,9.0_1.45_ 3,030.21__3_,292.95 3,458.2_5 165.3_0_
Base+2.50% Hourly 31.09 32.27 33.76 - 35.26 38.31 40.24 1.93
_._........_............... -----.._.....__.._..._......._.......__...........,.._„- ..._....._......_..._....-._.....,_._..__._......_._... --• �.__._...--......._....,._.. .._-. .. .. �__-.__.._..
Base+2.50%Semi-Month 2,704.83 2,807.49 2_,93_7.123,067.6_2_3,332.97 3,5_00.88_ 167.91
Base+7.75%Hourly 32.68 33.92 _ 35.49 37.07_ 40.28 42.30 -2.02 �-
Base+7.75%Semi-Monthly 2,843.16 2,951.04 3,087.63 3,225.09 3,504.36 3,680.10 . 175.74
Base+9.00%Hourly 33.06 34.31 35.90 37.50 40.74 -----------......... ........ ----- -
Base+9.00%Semi-Monthly 2,876.22 2,984.97 3,123.30 3,262.50 3,544.38 3,722.73 178.35
Base+10.5%Hourly 33.51 34.79 36.40 38.01 41.30 43.38 2.08
-- --- -....__.-_...__._........._.........---.....-................_...._.....__............._...._.__.....-...__- _-._._...,........_....._._.._...-------...---.._._..._.._._._._....- ._..._.....__.
_-._-..__-_-Base+10.5%Semi-Monthly 2,915.37 3,026.73 3,166.80 3,306.87- 3,593.10 _ 3,774_06 _180.96
Deferred Comp.4% 105.55 109.55 114.63 119.71 130.08
Step 1 Step 2 Step 3 Step 4 Step 5
(OIC)
Sergeant Annual 84,522.24 86,380.56 88,176.24 90,097.20 91,913.76
Monthly 7,043.52 7,198.38 7,348.02 7,508.10 7,659.48
Semi-Monthly 3,521.76 3,599.19 3,674.01 3,754.05 3,829.74
Hourly 40.48 41.37 42.23 43.15 44.02
+Longevity Base+1.25%Hourly 40.99 41.89 42.76 43.69 44.57
Base+1.25%Semi-Monthly 3,566.13 3,644.43 3,720.12 3,801.03 3,877.59
Base+2.50%Hourly 41.49 42.40 43.29 44.23 45.12
Base+2.50%.Semi-Monthly 3,609.63_ 3,688.80 3,766.23 3,848.01 3,925.44
_Base+7.75% Hourly 43.62 44.58- 45.50 46.49 47.43
Base+7.75%Semi-Monthly_ 3,794.94 3,878.46 3,958.50 4,044.63 4_,126.41_
- --------- --_ ----Base+9.00% Hourly ----44.12 45.09 46.03 _ 47.03 47.98
Base+_9,_00%Semi-Monthly- 3,8.38.44 3,9_2_2.83 -4,0.04.61 -4,091.61_ 4,174.26
_ Base+10.5%Hourly 44.73 45.71 46.66 47.68 48.64
-- Base+10.5%Semi-Monthly_ 3,891_51 _ 3,976.77 4,059_42 4,148.16 4,231_68
Deferred Comp.4% 140.87 143.97 146.96 150.16 153.19
SERGEANT CLASSIFICATION -Any employee who is promoted to the classification of Sergeant shall be placed at Step 3 of
the Sergeant classification, provided, howevet, an employee hired as a Sergeant through a lateral transfer, having not served
as a police officer with the City of Bremerton, may be placed into Step 1 of the Sergeant classification.
APPENDIX A
TO THE AGREEMENT BY AND BETWEEN THE CITY OF BREMERTON AND THE BREMERTON POLICE OFFICERS GUILD
Effective January 1, 2015 to December 31, 2015
BPOG Pay Plan with 2.5%CPI Adjustment
Effective January 1,2015,the base rates of pay for employees shall be as follows:
Annual salary based on 2088 hours per year for 2015.
Step 1 Step 2 Step 3 Stea 4 Step 5 Master PO MPO Diff
Police Officer Annual 64,915.92 67,379.76 70,490.88 73,622.88 79,991.28 84,021.12
Monthly 5,409.66 5,614.98 5,874.24 6,135.24 6,665.94 7,001.76
Semi-Monthly 2,704.83 2,807.49 2,937.12 3,067.62 3,332.97 3,500.88
Hourly 31.09 4 32.27_ 33.76 35_26 38.31 _40.24 1.93_
+Longevity Base+1.25%Hourly 31.48 32.67 34.18 35.70 38.79 40.74 1.95
Base+1.25%Semi-Monthly 2,_738.76 2,84_2.29 2_,973.66 _ 3_,105.90 3,374.73. 3,544.3_8_ 169.65
Base+2.50%Hourly 31.87 33.08- 34.60 _ 36.14 39.27 41.25 1.98
_-- Base+2.5_0%Semi-Monthly 2,772.69 2,877.963,010.20__ _3,144.18 3_,416.49 3,588.75 _ 1_72.26
Base+8.5%Hourly 33.73 35.01 36.63 38.26 41.57 43.66 -2.09
------------------- -
_ +8.5%Semi-Monthly- 2,934.51_ 3,045.87 _ 3,186.81 _ 3,328.62- 3_616_59 _ 3,798_42 - 181.83
Base+9.75% Hourl....... ................ ..__.... -- .-- -.-- -...__.._....._......._ -_..--- -- --
__ Base+9_75%Semi_Monthly 2,968_44 3,081_54 _3,223.35 -3,366_9_0 3,658.35 3,_841.92_ 183.5_7_
-- Base+11.25% Hourly 34.59 35.90 37.56 39.23 42.62 44.77 2.15
Base+11.25%Semi-Monthly _3,009.33 - 3,123.30 3,267.72 _3,413.01 3,707.94 3,894.99 187.05
Deferred Comp.4.75% 128.48 133.36 139.51 145.71 158.32
Step 1 Step 2 Step 3 Step 4 Step 5
(OIC)
Sergeant Annual 86,631.12 88,531.20 90,389.52 92,352.24 94,210.56
Monthly 7,219.26 7,377.60 7,532.46 7,696.02 7,850.88
Semi-Monthly 3,609.63 3,688.80 3,766.23 3,848.01 3,925.44
- Hourly _ 41.49 42.40 43.29 44.23. 45.12
+Longevity Base+1.25%Hourly 42.01 _ 42.93 43.8_3 _ 44.78 45.68_
Base+1.2_5%Semi-Monthly 3,654.87 3_,734.91 _ 3_,813.21 3,895.86 3_,974.16
Base+2.50% Hourly_--42.5_3 _ 43.46 -__44.37 _ 4_5.34 46.25
Base+2.50%Semi-Monthly-.-3,700.11 3,781.02-3,860.19 3,944.58 4,023.75
_ Base+8.5%Hourly 45.02 46.00 _ 46.97 _47.99 48.96
Base_+8.5%Semi-Monthly 3,916.74 4,002.0_0 4,086.39 -4,175.13 4,259.52
-- Base+9.75%Hourly 45.54 46.53 47.51 48.54 49.52
Base+9.75/°Semi-Monthly 3,961.98 4,048.11 4,133.37 _4,222.98 _ 4,_308.2_4
Base+11.25%Hourly 46.16 47.17 48.16- ^49.21 50.20
Base+11.25%Semi-Monthly 4,015.92 4,103.79 4,189.92 4,281.27 4,367.40
Deferred Comp.4.75% 171.46 175.22 178.90 182.78 186.46
SERGEANT CLASSIFICATION -Any employee who is promoted to the classification of Sergeant shall be placed at Step 3 of
the Sergeant classification, provided, however, an employee hired as a Sergeant through a lateral transfer, having not served
as a police officer with the City of Bremerton, may be placed into Step 1 of the Sergeant classification.