HomeMy WebLinkAboutPOLICE OFFICERS GUILD, 2021-2023 Memorandum of Understanding
This Memorandum of Understanding is agreed to pursuant to the Labor Management Article of the
Collective Bargaining Agreement(C.B.A.) between the City of Bremerton ("City") and the International
Association of Fire Fighters Local#437 ("Union").
Both parties agree that this Memorandum of Understanding is applicable for the duration of the
Governor of the State of Washington's Proclamation#21-14,1 and subsequent amendments to said
proclamation.Where subsequent amendments occur that could change/alter the terms of this
Memorandum, both parties agree to meet and bargain the impacts of said changes.The parties
acknowledge that the City and the Union have worked collaboratively in the past to achieve mutually
beneficial solutions to issues concerning the Fire Department and the community.
The city and the union agree to the following reasonable accommodations for unvaccinated members of
the department for the duration of Proclamation#21-14.1
1. All medical and/or religious exemptions shall be submitted to Human Resources by 1700 on
September 15,2021.
a. For medical exemptions that are not answered by the 18th of October, up to two weeks
leave(Vacation or Comp time) will be allowed by date of denial to get vaccinated (with
proof of vaccination). if employee chooses to not get vaccinated,they shall inform the
Chief within 24 hours of exemption denial.
2. Members granted an exemption based on an accepted medical or religious basis shall:
a. Wear a mask at all times in accordance with latest operational directives.
b. Scan in before each shift.
c. Be assigned to a station that has individual sleeping accommodations.
d. Negative COVID test within 24 hours of every shift and submitted to direct supervisor
prior to the start of that shift.
i. Compensated for actual testing time with submitted paperwork.
ii. OTC test kit will be conducted in front of a company officer prior to shift in the
individual's car, No unvaccinated individual shall enter any City of Bremerton
building without having received a negative COVID test within the 24-hour
period.
iii. If an individual does not have or is unable to get tested prior to the start of their
shift, that individual shall be placed on unpaid administrative leave until such
time that a'negative test is provided.
iv. Upon missing their 5th COVID test,that individual shall be placed on unpaid
Admin leave and will start their 90-day unpaid leave period.
e, If any of the accommodations listed above create an undue hardship to the city,the city
may withdraw the accommodation(s).
3. Members who choose to not get vaccinated with no accepted exemptions
a. Placed on 90 days unpaid leave of absence effective October 18, 2021. During this time,
all leave accrual, longevity, and service credits will be frozen.
b. At the end of 90 days, employee shall exercise one of four options:
I. Retire, if eligible
ii. Get vaccinated
iii. Resign, with the ability to be placed on reinstatement/rehire list (subject to civil
service rules)
iv. Termination without the ability to be placed on reinstatement/rehire list
c. Employees who choose to resign with a reinstatement/rehire option will be considered
for reinstatement/rehire when a position is available,conditional upon vaccine status.
i. Employee will not maintain seniority, leave accrual, nor longevity.
4. The city shall facilitate vaccination of members of the union.
a. For unvaccinated members:
I. Compensation will be granted for each dose of an approved COVID-19 vaccine.
ii. The individual will be required to submit a COVID-19 Testing Form to confirm
hours for OT compensation.
b. For vaccinated individuals:
i. 30 minutes of compensation will be granted for a COVID-19 booster.
c. Leave will be granted for those who suffer adverse effects/reactions to a COVID-19
vaccination.
i. Employee will be eligible to utilize unused Emergency Covid leave.
5. The final day to receive a vaccination (with submitted proof)and not be subject to unpaid leave
will be:
a. September 6,2021 (1st dose) &October 4, 2021 (2"dose)for Moderna vaccination.
b. September 13,2021(1st dose) &October 4,2021(2"dose)for Pfizer vaccination
c. October 4, 2021 for Johnson &Johnson vaccination
6. In the event of a national/global shortage of tests/testing capacity,the city and the union agree
to re-engage in discussions to keeping exemptions valid.
7. The parties recognize that the situation is a dynamic one that changes weekly, sometimes
daily. This MOU therefore sets forth the expectations of the parties based on best available
knowledge at the time. If the situation changes,and accommodations are no longer
manageable,the Employer reserves the right to end accommodations, but before doing so will
give at least seven (7) days'notice to the union and the impacted employees,unless otherwise
prohibited by law/proclamation. The parties will then meet within those seven (7) days to
discuss options.
Signed this z 7 day of September, 2021.
For the City: For the Union:
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Greg eler, Mayor Rob Ashmore, President
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Pat McGanney, Fire GhefV Chris Rotter,Vice-President
arlotte Nelson, Human Resources Manager
Kylie Finnell,City Attorney