HomeMy WebLinkAbout01/02/2025 CITY COUNCIL AGENDA PACKET______________________________________________________________
CITY COUNCIL 345 6th Street, Suite 100, Bremerton, WA 98337 - Phone (360) 473-5280
* * * A M E N D E D * * *
THURSDAY, JANUARY 2, 2025
CITY COUNCIL HYBRID MEETING AGENDA
Most Council Members and staff will be participating in the meeting in-person, and the public is invited to attend.
Or beginning at 5:30 PM, the public may participate remotely through one of the following options:
To stream online only (via BKAT Feed, with no interaction possible):
https://bremerton.vod.castus.tv/vod/?live=ch1&nav=live
Members of the public are invited to join the Zoom Meeting by clicking on the link below:
https://us02web.zoom.us/j/89694813320?pwd=Z0JvSXNhSFp1c0xhL1NxUjRhN20xUT09
Or One tap mobile:
US: +12532050468,,89694813320#,,,,*173061# or +12532158782,,89694813320#,,,,*173061#
Or Telephone: Dial (for higher quality, dial a number based on your current location):
US: +1 253 205 0468 or +1 253 215 8782 or +1 669 444 9171 or +1 669 900 6833
Webinar ID: 896 9481 3320
Passcode: 173061
Public questions or comments may be submitted ahead of time to City.Council@ci.bremerton.wa.us
1. BRIEFING: 5:00 – 5:30 P.M. in COUNCIL CONFERENCE ROOM 603
A. Review of Agenda
B. General Council Business (Only as necessary...)
2. CALL TO ORDER: 5:30 P.M. in FIRST FLOOR CHAMBERS
3. ELECTION OF 2025 COUNCIL OFFICERS
A. Council President
B. Council Vice-President
4. MAYOR'S REPORT
5. CONSENT AGENDA
A. Claims & Check Register
B. Minutes of Council Meeting – December 18, 2024
C. Collective Bargaining Agreement Between the City of Bremerton and the Bremerton Police Officers'
Guild Item added
6. PUBLIC RECOGNITION – To address the Council on any issues not already on the agenda.
Please state your name for the record in person, and limit your comments to under 3-minutes
7. GENERAL BUSINESS - There are no General Business items tonight...
8. COUNCIL MEMBER REPORTS
9. BRIEFING BY 2025 COUNCIL PRESIDENT
A. Welcoming Comments and Request for Council Committee Assignments
10. ADJOURNMENT OF CITY COUNCIL BUSINESS MEETING
Americans with Disabilities Act (ADA) accommodations provided upon request. Those requiring special
accommodations please contact the City Clerk at (360) 473-5323 at least 24 hours prior to the meeting.
2025 COUNCIL PRESIDENT ELECTION PROCEDURE
1. Presiding Officer shall ask: “Are there nominations for the office of
President/Mayor Pro Tempore?”
2. Any member may then say: “I nominate ________________.”
3. Nominations do not require a second.
4. Presiding Officer should repeat the request for further nominations.
5. The Presiding Officer may declare nominations closed or a member of the
Council may move that nominations for that office are closed – this does not
require a second.
6. The Presiding Officer will ask if any member of the public wishes to comment
on this item.
7. Ballots will have been distributed to each Council member in advance
indicating the position to be filled, a space to write in their vote, and a
signature space for the Council member voting. A ballot will be declared
invalid if not signed by the Council member.
8. Ballots will be given to the City Clerk. Council Members participating in the
meeting remotely will cast their vote through Zoom CHAT.
9. The vote of each Council member will be read. The City Clerk will then count
the ballots and announce the winner. A majority of those sitting determines
the election.
10. If there is only one nominee for a position, a member may make a motion
directing the City Clerk to “cast the ballot for ____________________ for the
position of Council President”. The members are then asked to vote by roll
call rather than ballot. A majority of those sitting determines the election.
11. For further information, see “Roberts Rules of Order”.
3A
2025 COUNCIL VICE PRESIDENT ELECTION PROCEDURE
1. Presiding Officer shall ask: “Are there nominations for the office of Vice
President?”
2. Any member may then say: “I nominate ________________.”
3. Nominations do not require a second.
4. Presiding Officer should repeat the request for further nominations.
5. The Presiding Officer may declare nominations closed or a member of the
Council may move that nominations for that office are closed – this does not
require a second.
6. The Presiding Officer will ask if any member of the public wishes to comment
on this item.
7. Ballots will have been distributed to each Council member in advance
indicating the position to be filled, a space to write in their vote, and a
signature space for the Council member voting. A ballot will be declared
invalid if not signed by the Council member.
8. Ballots will be given to the City Clerk. Council Members participating in the
meeting remotely will cast their vote through Zoom CHAT.
9. The vote of each Council member will be read. The City Clerk will then count
the ballots and announce the winner. A majority of those sitting determines
the election.
10. If there is only one nominee for a position, a member may make a motion
directing the City Clerk to “cast the ballot for ____________________ for the
position of Council Vice President.” The members are then asked to vote by
roll call rather than ballot. A majority of those sitting determines the election.
11. For further information, see “Roberts Rules of Order”.
3B
AGENDA BILL
CITY OF BREMERTON
CITY COUNCIL
SUBJECT: Study Session Date: N/A
Claims & Check Register COUNCIL MEETING Date: January 2, 2025
Department: Legal Services
Presenter: Angela Hoover
Phone: (360) 473-5323
SUMMARY:
Approval of the following checks and electronic fund transfers:
1. Check Numbers 409545 – 409624 and EFT Numbers V42524 - V42579 in the grand total
amount of $1,530,629.26
2. Regular Payroll for pay period ending December 15, 2024 in the amount of $ 1,087,144.06
3. Regular Payroll Correction for pay period ending December 15, 2024 in the amount of $67.93
ATTACHMENTS:
FISCAL IMPACTS (Include Budgeted Amount):
STUDY SESSION ACTION: ☒ Consent Agenda ☐ General Business ☐ Public Hearing
RECOMMENDED MOTION:
Move to approve the Claims & Check Register as presented.
COUNCIL ACTION: Approve Deny Table Continue No Action
5A
AGENDA BILL
CITY OF BREMERTON
CITY COUNCIL
SUBJECT:
Minutes of Council Meeting – December 18,
2024
Study Session Date: N/A
COUNCIL MEETING Date: January 2, 2025
Department: City Council
Presenter: Council President
Phone: (360) 473-5280
SUMMARY: The Minutes for the Council Meeting held on December 18, 2024 are attached.
ATTACHMENTS: Council Meeting Minutes
FISCAL IMPACTS (Include Budgeted Amount): None
STUDY SESSION ACTION: ☒ Consent Agenda ☐ General Business ☐ Public Hearing
RECOMMENDED MOTION:
Mo ve to approve the December 18, 2024 Council Meeting Minutes as presented.
COUNCIL ACTION: Approve Deny Table Continue No Action
Form Updated 11/3/17
5B
DIGITAL RECORDING
CITY COUNCIL MEETING MINUTES
Wednesday, December 18, 2024
The weekly meeting of the City Council of the City of Bremerton was called to order Wednesday,
December 18, 2024, at 5:00 PM in Council Conference Room 603 of the NORM DICKS GOVERNMENT
CENTER, 345 6th Street, Bremerton, Washington, with Council President Jennifer Chamberlin
presiding. Council Members present were Eric Younger, Anna Mockler, Michael Goodnow, Jeff
Coughlin (remotely), and Denise Frey (remotely). Council Member Jane Rebelowski was absent. At
5:30 PM, the meeting moved to the First Floor Meeting Chambers. Also present were City Attorney
Kylie Finnell, City Clerk Angela Hoover, Legislative Assistant Christine Grenier, and IT Manager
Dave Sorensen.
President Chamberlin announced the City Council is conducting the Council Meeting
in-person, and because community involvement is encouraged, the public is invited to also join the
meeting in person, or participate via a remote option through Zoom or view on BKAT.
MAYOR’S REPORT – Mayor Wheeler provided highlights of the following:
Washington Avenue & 11th Street Improvements Construction Update and Temporary
Traffic Impacts
Governor Inslee’s Proposed State Transportation Budget includes Warren Avenue Bridge,
Gorst Widening Project, and Parrish Creek Fish Barrier Project
Wished the community Happy Holidays
Announced the Inaugural Employee Christmas Costume Contest Winners: City Attorney
Kylie Finnell (1st Place); Council President Jennifer Chamberlin and Finance Director Mike
Riley (2nd Place); and Planning Manager Garrett Jackson (Honorable Mention).
CONSENT AGENDA
4A – Check Numbers 409333 through 409544 and EFT V42409 through EFT V42523 in the
grand total amount of $7,003,172.08; Regular Payroll for pay period ending November 30,
2024 in the amount of $1,109,127.41; Regular Payroll Payout for pay period ending
November 30, 2024 in the amount of $2,915.40
4B – Minutes of Council Meeting – December 4, 2024
4C – Minutes of Study Session – December 4, 2024
4D – Minutes of Study Session – December 11, 2024
4E – Contract Modification Agreement No. 2 with CommonStreet Consulting, LLC for
Homelessness Response Property Management Program Services
4F – Ordinance No. 5504 to grant renewal of Telecommunications Franchise with Comcast
Cable Communications Management, LLC
4G – Local Agency Contract with Ceccanti, Inc. for the 6th Street Phase III Pavement
Preservation Project
4H – Professional Services Agreement with Kennedy Jenks for the Tracyton Beach Road Sewer
Improvements Project
4I – Ordinance No. 5505 to amend Ordinance No. 5487 establishing the City of Bremerton’s
Fiscal Year 2024 Budget as amended by Ordinance No. 5495
4J – Contract Modification Agreement No. 1 with Columbia Hospitality, Inc. for the Management
and Operation of the Kitsap Conference Center
City Council Reg. Mtg. Minutes
Wednesday, December 18, 2024
Page 2 of 4
4K – Contract Modification Agreement No. 1 with Columbia Hospitality, Inc. for the Management
and Operations of Gold Mountain Golf Course
4L – Resolution No. 3391 to adopt the City Council’s 2025 Legislative Priorities
Questions or comments from the public were provided by Hannah (Item 4E)…
5:44 PM M/S/C/U (Goodnow/Mockler) Move to approve the CONSENT AGENDA as presented.
Motion carried unanimously
President Chamberlin announced that as indicated on the Agenda, Public Recognition provides
an opportunity for attendees to address the Council on any issue not already on tonight’s Agenda,
and there will be no public comments accepted via Zoom, unless prior arrangements were made
through the City Clerk by calling (360) 473-5323 at least 24-hours prior to the meeting. We only
ask that you state your name for the record and please limit your comments to 3-minutes or less.
A timer system will be used so that everyone is treated fairly.
PUBLIC RECOGNITION – Comments from the public were provided by Mary Lou Long; Martitha
May; Cary Bozeman; Hannah; Naomi Levine; Jose Camacho; and Alden Bradford…
PUBLIC HEARING
6A – PUBLIC HEARING ON ORDINANCE NO. 5506 TO AMEND BREMERTON MUNICIPAL
CODE TITLE 20 TO ACHIEVE PERMIT PROCEDURES COMPLIANT WITH SB 5290: Planning
Manager Garrett Jackson explained that the action before Council is to conduct a Public Hearing
and adopt an Ordinance amending BMC 20.02 Project Permits, BMC 20.46 Special Development
Standards, BMC 20.58 Land Use Permits, BMC 20.60 Low Density Residential (R-10), BMC 20.78
Medium Density Residential (R-18), and BMC 20.79 High Density Residential (R-40). Proposed
Zoning Code Amendments are intended to achieve compliance with new State permitting
requirements that take effect January 1, 2025. A public workshop was held October 21, 2024, and
the Planning Commission unanimously recommend the City Council approve the proposed
amendments at a Public Hearing held on November 18, 2024.
President Chamberlin explained the purpose of this Public Hearing is to accept public comment.
Comments from the public were provided by Jose Camacho and Ian Harkins…
With no further questions or comments received, President Chamberlin closed the hearing to the
public.
6:19 PM Motion was made by Younger and seconded by Goodnow…Questions and comments
were provided by Younger, Goodnow, Coughlin, Mockler, Frey, Chamberlin; with responses
provided by Mr. Jackson…
6:33 PM M/S/C (Younger/Goodnow) Move to pass Ordinance No. 5506 as recommended by the
Planning Commission to amend Bremerton Municipal Code Title 20 to achieve permit procedures
compliant with SB 5290.
Voted in Favor of Motion: Coughlin, Goodnow, Younger, Frey, Chamberlin
Voted Opposed to Motion: Mockler
Motion carried: 5-Yes;1-No
GENERAL BUSINESS
7A – INTERLOCAL AGREEMENT WITH BREMERTON HOUSING AUTHORITY FOR SUPPORT
OF THE HYBRID HOMELESS SHELTER USING AMERICAN RESCUE PLAN ACT (ARPA)
City Council Reg. Mtg. Minutes
Wednesday, December 18, 2024
Page 3 of 4
FUNDS: Finance Director Mike Riley stated that previous discussion focused on the $1.3 million
allocated in the 2024 non-departmental fund for the Bremerton hybrid shelter project comprised of
$1.1 million of ARPA and $200,000 of Real Estate Excise Tax. The funds remain unobligated,
which required a discussion to establish obligation criteria and ensure commitment before the
December 31, 2024, deadline set by the US Department of Treasury. For tonight’s action, it’s being
proposed that the City of Bremerton to enter into an Interlocal Agreement with Bremerton Housing
Authority to establish obligation of funding.
There were no questions or comments from the public…
6:35 PM Motion was made by Coughlin; and seconded by Mockler… Questions and comments
were provided by Coughlin, Mockler, Chamberlin; with responses provided by Mr. Riley and BHA
Director Jill Stanton.
6:41 PM M/S/C/U (Coughlin/Mockler) Move to approve the Interlocal Agreement with Bremerton
Housing Authority for Support of the Hybrid Homeless Shelter using American Rescue Plan Act
(ARPA) Funds. Motion carried unanimously
COUNCIL MEMBER REPORTS
Eric Younger shared a holiday joke; acknowledged the history behind the Norm Dicks
Government Center; and read the “2014 Council Year in Verse” poem written by former Kitsap Sun
Reporter Josh Farley; and wished everyone Happy Holidays and Happy New Year.
Anna Mockler also shared a joke; acknowledged comments made by Martitha May; announced
the Goodwill Winter Class Schedule; and that volunteers are welcome for the upcoming Annual
Kitsap County Point In Time Homeless Count; thanked Planning Manager Garrett Jackson for
presenting proposed changes to the Comprehensive Plan at the December Town Hall Meeting;
and reminded the community that District 6 Town Hall Meetings will continue to be held on 2nd
Mondays, with the next meeting on Monday, January 13 from 5:00 PM to 6:30 PM (noting new
time) in the Oyster Bay Public Works Conference Room with featured discussion on “Chronic
Nuisance Properties”; welcomed new business Express Mail LLC located behind the Family
Pancake House on Kitsap Way; and wished everyone Happy Hanukkah and Merry Christmas.
Michael Goodnow wished everyone a safe and Happy Holiday; thanked people for being
respectful while making comments at meetings; and thanked staff for supporting us throughout the
year.
Jeff Coughlin appreciated comments made on nuisance properties; also acknowledged Martitha
May’s comments; thanked Department and Council Staff; and looked forward to the new year.
Denise Frey felt a lot of joy and hope and looked forward to working with fellow Council Members
in the new year; and wished Happy Holidays to all.
Jennifer Chamberlin recognized Bryan Stevenson (Owner of Café Perfetto), Recipient of the
Golden Pick Award, for his amazing efforts to clean up Bremerton; responded to comments made
during Public Recognition; and shared highlights while she has served as Council President.
President Chamberlin reminded everyone that there will no meeting next week on Wednesday,
December 25 due to Christmas; and the following week, New Years Day lands on Wednesday, so
the first meeting of the 2025 will be on Thursday, January 2 beginning at 5:30 PM in the First Floor
Meeting Chambers. The meeting will begin with Election of Council Chairs. She further
established that the public is invited to attend in person or remotely, but anyone wishing to speak
during Public Recognition via Zoom must submit their request through the City Clerk by calling
(360) 473-5323 at least 24-hours prior to the meeting.
City Council Reg. Mtg. Minutes
Wednesday, December 18, 2024
Page 4 of 4
With no further business, President Chamberlin adjourned the Council Meeting at 7:08 PM.
Prepared and Submitted by:
CHRISTINE GRENIER
Legislative Assistant
APPROVED by the City Council on the 2nd day of January, 2025.
________________________________________
JENNIFER CHAMBERLIN, City Council President
Attest:
________________________________________
ANGELA HOOVER, City Clerk
JC:AH:ls:cg
AGENDA BILL
CITY OF BREMERTON
CITY COUNCIL
SUBJECT: Collective Bargaining
Agreement By and Between the City of
Bremerton and the Bremerton Police
Officers’ Guild (BPOG)
Study Session Date: N/A
COUNCIL MEETING Date: 1/02/2025
Department: Legal/Human
Resources
Presenter: Charlotte Nelson
Phone: (360) 473-5926
SUMMARY: Pursuant to RCW 41.56, negotiations have concluded between representatives of the
City and the Bremerton Police Officers’ Guild (BPOG) resulting in the attached Collective Bargaining
Agreement for January 1, 2025 through December 31, 2026. The agreement includes a 4.6% cost of
living adjustment and an 8.4% market adjustment for 2024, a 4% cost of living adjustment for 2025,
and a 3.5% cost of living adjustment for 2026. The Collective Bargaining Agreement has been
ratified by the BPOG membership. Council approval is required to implement this agreement.
ATTACHMENTS: Collective Bargaining Agreement between the City of Bremerton and the
Bremerton Police Officer’s Guild
FISCAL IMPACTS (Include Budgeted Amount): The projected additional cost of implementing this
three-year Collective Bargaining Agreement is approximately $4,101,246 for the term of the
Agreement.
STUDY SESSION ACTION: ☒ N/A (Closed Exempt Sessions were held in lieu of Study Sessions)
RECOMMENDED MOTION:
Move to approve the Collective Bargaining Agreement by and between the City of Bremerton and the
Bremerton Police Officer’s Guild for 2024 through 2026; and further authorize the Mayor to finalize
and execute the Collective Bargaining Agreement with substantially the same terms and conditions
as presented.
COUNCIL ACTION: Approve Deny Table Continue No Action
Form Updated 01/02/2018
5C
Item added…
COLLECTIVE BARGAINING AGREEMENT
By and Between
THE CITY OF BREMERTON
and
BREMERTON POLICE OFFICERS' GUILD
(BPOG)
CITY OF BREMERTON
January 1, 2024 through December 31, 2026
TABLE OF CONTENTS
LABOR AGREEMENT BY AND BETWEEN
THE
CITY OF BREMERTON
AND
BREMERTON POLICE OFFICERS GUILD
JANUARY 1, 2024 – DECEMBER 31, 2026
PREAMBLE ......................................................................................................................................... 1
ARTICLE I DISCRIMINATION ALLEGATIONS ........................................................................... 1
ARTICLE 2 RECOGNITION .............................................................................................................. 1
ARTICLE 3 GUILD DUES .................................................................................................................. 1
ARTICLE 4 GUILD ACTIVITY ......................................................................................................... 2
ARTICLE 5 WAGES ........................................................................................................................... 2
ARTICLE 6 HOURS OF WORK ......................................................................................................... 4
ARTICLE 7 OVERTIME ................................................................................................................... 11
ARTICLE 8 VACATION LEAVE .................................................................................................... 13
ARTICLE 9 HOLIDAYS ................................................................................................................... 16
ARTICLE 10 SICK LEAVE ................................................................................................................ 18
ARTICLE 11 INDUSTRIAL DISABILITY ........................................................................................ 21
ARTICLE 12 OTHER PAID LEAVE .................................................................................................. 21
ARTICLE 13 RETIREMENT BENEFITS........................................................................................... 22
ARTICLE 14 INSURANCE BENEFITS ............................................................................................. 22
ARTICLE 15 CLOTHING AND UNIFORM CLEANING ALLOWANCE ...................................... 24
ARTICLE 16 PERSONNEL PRACTICES .......................................................................................... 24
ARTICLE 17 MANAGEMENT RIGHTS ........................................................................................... 27
ARTICLE 18 PERFORMANCE OF DUTY/NO STRIKE .................................................................. 28
ARTICLE 19 GRIEVANCE PROCEDURE ........................................................................................ 28
ARTICLE 20 SEVERABILITY ........................................................................................................... 30
ARTICLE 21 ENTIRE AGREEMENT ................................................................................................ 30
ARTICLE 22 CONFLICTING PROVISIONS .................................................................................... 31
ARTICLE 23 LABOR MANAGEMENT COMMITTEE ................................................................... 31
ARTICLE 24 PREMIUM PAY ............................................................................................................ 31
ARTICLE 25 RETIREMENT BENEFITS/DEFERRED COMPENSATION ..................................... 32
ARTICLE 26 EDUCATIONAL INCENTIVE..................................................................................... 33
ARTICLE 27 TERM ............................................................................................................................ 33
APPENDIX A 2024-2026 PAY RATES ...............................................................................................
______________________________________________________________________________
Collective Bargaining Agreement
City of Bremerton and the BPOG
2024-2026
Page 1 of 35
LABOR AGREEMENT BY AND BETWEEN
THE
CITY Of BREMERTON
AND
BREMERTON POLICE OFFICERS GUILD
JANUARY 1, 2024 THROUGH DECEMBER 31, 2026
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" or “Employer”, 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 they have 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
make such deductions in accordance with RCW 41.56.110. The City will transmit the total
amount of deductions to the Guild. An employee’s request to revoke payroll deductions must be
in writing and submitted to the Guild. After the City receives confirmation from the Guild that the
employee has revoked authorization, the City shall end the deduction no later than the second
payroll after receipt of the confirmation. If the City submits dues to the Guild on behalf of an
employee who is in an unpaid status, the employee shall reimburse the City immediately upon
return from unpaid leave or from their final paycheck if they do not return from leave.
3.2 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.
______________________________________________________________________________
Collective Bargaining Agreement
City of Bremerton and the BPOG
2024-2026
Page 2 of 35
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 a 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 COMPUTERS AND E-MAIL SYSTEM: 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 TELEPHONES AND CELL PHONES: The Bremerton Police Department
shall permit the reasonable and lawful use of telephones and cell phones by the
Guild for communication purposes related 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:
• Effective January 1, 2024, Appendix A reflects a 4.6% cost of living adjustment wage
increase plus a market adjustment of eight point four (8.4%) for a total of thirteen percent
(13%).
• Effective January 1, 2025, Appendix A reflects a wage increase in an amount equal to
four percent (4%).
• Effective January 1, 2026, Appendix A reflects a wage increase in an amount equal to
three point five percent (3.5%).
In the event of a retroactive general wage increase, employees who retired or promoted out of the
Guild in good standing during the term of the Agreement are eligible to receive the retroactive
increase.
______________________________________________________________________________
Collective Bargaining Agreement
City of Bremerton and the BPOG
2024-2026
Page 3 of 35
• Step percentages are calculated after the annual wage adjustment is applied.
Wage adjustments will be calculated out to three (3) decimal places. Longevity
pay is calculated from the employee’s base hourly rate of pay. 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 Sergeants and
Corporals, 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 to 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 New Hire Wage Rates shall be set as follows:
A. A new employee with no prior relevant work experience shall have their wage rate
set at the first step of the pay scale.
B. 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 (5th) step based upon qualifications and relevant
years and type of prior experience.
C. A new employee who has no prior Patrol Officer experience (as described above) but
has other relevant experience may have their pay rate set at a higher step based upon
relevant years and type of prior paid work experience.
D. 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.
5.1.3 The Sergeant’s base salary at Step 1 will be not less than six-point seven percent (6.7%)
above the Corporal’s base pay rate.
5.2 LONGEVITY PAY: Longevity pay, which is a premium based on the length of completed
continuous service with the City, shall be calculated on the individual employee's hourly rate of
pay and shall be paid as follows:
LEOFF II: Length of Continuous Service Premium 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 9.25%
Commencing 21 through 25 years continuous employment 10.50%
Commencing 26 years and over continuous employment 12.00%
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 employee’s regular hourly rate of pay for time
spent on call. The following time spent on call is compensable: When an employee is required to
______________________________________________________________________________
Collective Bargaining Agreement
City of Bremerton and the BPOG
2024-2026
Page 4 of 35
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 time worked during the
duration of the assignment. When a Corporal is assigned the function of the primary supervisor
of a unit or shift during an extended leave of absence of the Sergeant (more than 10 consecutive
working days), the Corporal will be paid at the Sergeant’s rate as if they were promoted to
Sergeant for time worked during the full period of the absence (retro to the start of assignment).
ARTICLE 6 HOURS OF WORK
6.1 Scheduled days off will be assigned as currently practiced. Other shifts may be worked, provided
they do not exceed the employees normally scheduled hours and are mutually agreed to by the
Employer and employee. Individuals that apply for other operational units of work such as the
Directed Enforcement Team, 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 General Information Bulletin (G.I.B.). The Department shall provide at least 7 days 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 DEFINITIONS:
6.2.1 Team: (referring to “Blue” or “Gold”) Three Sergeants and Officers / Corporals
reporting to those three Sergeants.
6.2.2 Squad: One Sergeant and the Officers and Corporal reporting to that Sergeant.
6.2.3 Shift: One work period (Day-shift, Swing-shift, or Graveyard) comprised of 10 hours and
40 minutes.
6.2.4 Long Term: Any time frame more than 30 consecutive days.
6.2.5 Temporary – Any time frame of 30 days or less.
6.2.6 BPOG: Bremerton Police Officers Guild.
6.2.7 7/28 days: Trade days; 1:1 day-for- day, or hour-for-hour ratio flexed within each 28 day
7K work period by the same employee.
6.2.8 Overtime: is all required and authorized work performed in excess of an employee's
normal work schedule.
6.2.9 Personal Compensatory Days: is the request of compensatory time inside the
established six (6) days notice, with the expectation that the department grant the
compensatory time requested, regardless of the overtime or staffing issue(s) the time may
cause (this does not mean that the City must backfill positions).
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City of Bremerton and the BPOG
2024-2026
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6.2.10 Specialty Unit: General Investigations Unit (GIU), K9, Traffic, School Resource Officer
(SRO), and the Directed Enforcement Team (D.E.T.).
6.2.11 Specialty Unit Member (SUM): A member of one of the following units of work:
General Investigations Unit (GIU), K9, Traffic, and the Directed Enforcement Team
(D.E.T.).
6.3 Shift assignments within the Patrol Unit shall be bid by seniority each calendar year (as currently
practiced), with no more than thirty-three percent (33%) of the positions 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 Department. Special events and emphasis patrol for the Traffic Unit shall be excluded
from Article 6.
6.3.1 Exempt (Junior 33%) positions may be assigned at the sole discretion of the Chief of
Police, provided that no officer past their one-year probationary period may be reassigned
to another shift more often than once every six months.
6.3.2 Notwithstanding 6.3 and 6.3.1, 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.
6.3.3 Sergeants and Corporals shall be allowed to bid for shifts based on time since promotion
to their position respective rank, provided Section 6.3.1 and 6.3.2 above shall not apply to
Sergeants or Corporals, and provided further, the Chief of Police may assign a Sergeant
or Corporal to a particular shift without regard to seniority when such assignment is
reasonably necessary to the efficient provision of police services.
6.3.4 The Support Services Division is comprised of General Investigations and other specialty
non-patrol units of work. Employees of this Division are scheduled to work ten (10)
daily hours or as mutually agreed.
6.3.5 Employees who are on light duty or authorized leave for an extended period of time
during shift bid will not be included in the bidding process.
6.4 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 if the Department’s service or training needs require specific
employees to be on duty during their assigned shifts. Shift exchanges do not result in overtime.
6.5 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 that results in the employee receiving at least eight (8) hours of rest between work shifts. If
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.
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City of Bremerton and the BPOG
2024-2026
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6.6 ASSIGNMENT TRANSFER REVIEW REQUEST: Assignment transfers (those not covered
by Section 6.3 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 their reason for
the assignment transfer before 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 their 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.
6.7 TRAINING:
6.7.1 Definitions:
Standard shift: The employee’s regularly scheduled days and hours of work.
Full day training/Administrative Functions: The employee’s standard shift hours (10h
40m, 10h, 8h) will be utilized to cover travel time and training/administrative function
time. Any training day or day of administrative function(s), which will be no more than
the employee’s standard shift hours, but no less than 8 hours, will be counted as an entire
workday.
Partial Day training: Training time which is less than a full standard shift.
Required Training: Training that is defined by the Bremerton Police Department’s
Policy and Procedures for Accreditation purposes. (Refer to BPD LEXIPOL Manual).
Non-Required training: Training the department has deemed not binding or obligatory
to the employee. Non-Required training would more often than not fall under voluntary
or requested training.
Mandatory Training: Those training days set aside each overlapping Friday of every
January through March and September of each calendar year. Mandatory training may be
conducted on Wednesdays for GIU, DET, and Traffic at the discretion of the training
Lieutenant or above.
6.7.2 If Required Training must occur in whole or in part during a day/time that is not the
employee’s standard shift then the employee shall be given at least 14 calendar days’
notice of the required schedule change, unless mutually agreed upon by the affected
employee(s) and overtime is authorized, or the time may be shift adjusted (time for time –
7/28 days, (as long as staffing levels allow) by mutual agreement. Additionally, non-
mandatory training does not influence an employee’s normal ability to use vacation,
comp time, etc. during their standard shift.
6.7.3 A training day that is less than 8 hours, including travel time, but excluding meal breaks
greater than 30 minutes requires the employee to finish their standard shift hours or take
the appropriate amount of leave. A training day that exceeds the employee’s standard
shift hours shall be compensated via overtime, comp time, or shift adjustment when
mutually agreed upon.
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City of Bremerton and the BPOG
2024-2026
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6.7.4 Training will be scheduled during the employee’s normal workday and hours whenever
possible.
6.7.5 If Non-Required Training is to occur in whole or in part during a day/time that
is not the employee’s standard shift, Shift adjustment or 7/28 days are allowable (as long
as staffing levels allow) by mutual agreement to attend said training.
6.7.6 Mandatory Training: Vacation and comp time will not be authorized during periods of
Mandatory Training for the squad scheduled to train, except by advanced special
authorization on a case-by-case basis, authorized by the Training Lieutenant or above.
6.7.6.1 By mutual agreement, officers may adjust their shift to conduct Mandatory
Training. If shift adjustment is required/needed for such training, at least 14
calendar days of advanced notice will be given to each affected employee, unless
mutually agreed upon.
6.7.6.2 Periods of Mandatory Training are established as each overlapping Friday for the
months of January through March and September of each calendar year. Each of
these days will be a full day of training. Each employee must complete at least
one full day of training for each of these months, as the training content will be
the same for each overlap day for each month.
6.7.6.3 Employees who are unable to attend any one of the four Mandatory Training
days will be required to make-up those day(s). The employee shall be
responsible for coordinating those make-up days with the Training Lieutenant, or
their designee. Management will attempt to schedule make-up training dates
during the employee’s regularly scheduled shift hours. If that cannot be
accommodated, the employee shall be given at least 14 calendar days’ notice of
their schedule change. This will be completed by way of 7/28 time or a shift
adjust.
6.8 THE PATROL SCHEDULE:
6.8.1 Patrol Officers and Supervisors 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.
6.8.2 MEAL AND REST PERIODS. The parties agree to the following meal and rest
periods, which supersede WAC 296-126-092 in accordance with RCW 49.12.187.
Employees will take one thirty (30) minute paid meal period for each workday that is at
least five (5) hours in duration. Meal periods will be taken at times authorized by a
supervisor. Employees will take intermittent paid rest periods equivalent to fifteen (15)
minutes for each four (4) hours worked. Meal and rest periods are subject to interruption
due to the nature of the work and are not accrued or cashed out if missed.
6.8.3 Management has the right to establish shift staffing levels, including the decision to
backfill a shift with overtime or shift adjusted officers.
6.9 SHIFT START AND ENDING TIMES: The following hours apply to Patrol Officers and
Supervisors:
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City of Bremerton and the BPOG
2024-2026
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Day-shift 0620-1700 hours
Swing-shift 1600-0240 hours
Graveyard 2000-0640 hours
6.10 PATROL SHIFT BIDDING: Shift assignments within Patrol shall be bid by seniority at least
twice annually with both shift and vacation bidding to be completed by April 30th and October
31st. (within classification, first Sergeants, then Corporals, then Police Officers) provided that no
more than thirty-three percent (33%) of the positions within Patrol shall be exempt (junior 33%)
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 as a commissioned officer with the City of
Bremerton Police Department.
6.10.1 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 next
calendar year, it may cause some officers to work more than five consecutive days. The
parties agree that these additional days will be balanced through the use of 7/28 days
(trade days at a 1:1, day for day, or hour-for-hour 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.
6.10.2 Sergeants bid first by seniority (date of promotion); Corporals will bid next by seniority
(date of promotion); and then Officers will bid by seniority (most recent date of hire).
6.10.3 The January and July changeovers will occur on a day in the middle of the nearest patrol
work week. The changeover date will be agreed upon by the Operations Captain and a
BPOG Board member.
6.11 SHIFT BIDS FOR SPECIALTY UNIT TRANSFERS: – (“Specialty Units” and “Specialty
Unit Members” are defined in sections 6.2.10 and 6.2.11)
6.11.1 When a Specialty Unit Member rotates out of a specialty assignment to patrol, for
whatever reason, they will move to whichever color or shift that has an opening as
determined by the command staff. If the command staff identifies multiple openings, the
SUM will choose where they want to go.
6.11.2 If movement of an SUM back to patrol creates a need to move an officer from a higher
staffed shift to a shift with a need for staffing, volunteers will be sought. If no one
volunteers, the lowest seniority officer will be moved as per Section 6.3.1.
6. 11.3 If SUM member is designated to rotate back to patrol and into a new opening that was
desired by a more senior Officer/CPL/SGT at the time of the previous shift bid, that senior
Officer/CPL/SGT may occupy that opening and bump the SUM to the senior
Officers/CPL’s/SGT’s now vacant spot.
6.11.3.1 The senior Officer/CPL/SGT must make their desire to fill that opening known
within two weeks before the SUM is scheduled to transfer back to Patrol. If two
weeks’ notice is not possible, the Command Staff will make a decision based on
what is least intrusive to the SUM.
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2024-2026
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6.11.3.2 The SUM can only be bumped by senior Officer/CPL/SGT one time. A voluntary
swap can still occur with approval of the transferring SUM and command staff.
6. 11.4 If SUM is rotated back into patrol or designated to rotate back at a future date, and it is
during the shift bid process or before the completion of the Vacation Bid process (April 30
and October 31), they can bid where they would have per their rank and seniority. This
may cause a rebid to occur for members with lower in seniority than the SUM.
6.11.4.1 If Vacation Bid process has completed, SUM will adhere to 6.11.1.
6. 11.5 The Command Staff will attempt to make selections and/or decisions regarding the
movement of SUMs in an effort to avoid disruption of shift bidding processes.
6.12 COVERING LONG TERM PATROL OFFICER SHORTAGES:
6.12.1 Volunteers will be sought to fill shortages. 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 6.3 of the current BPOG contract.
6.12.2 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.
6.12.3 The Chief of Police has the sole discretion in assigning these positions when filling long-
term vacancies following the guidelines outlined in sections 6.3.3 and 6.8.3 of the BPOG
contract. If no specialty position officer/detective/supervisor volunteers to fill the
position, specialty officers/detectives/supervisors may be ordered to move to the affected
squad(s). Which specialty unit is affected will be determined in agreement with the Chief
and BPOG.
6.12.4 EMERGENCY SHIFT: When staffing levels reach inefficient levels and it is
reasonably necessary to the efficient provision of police services that emergency shift
hours are required, the Chief or designee will work with the Guild to determine what the
shift hours, staffing, and duration of the emergency schedule will be.
6.13 MISCELLANEOUS PROVISIONS:
6.13.1 The maximum shift allowed for Officers to work will normally be 16 consecutive hours
in a 24-hour period. This also applies to any off-duty employment. Exceptions may be
made due to exigent or emergency situations. The shift supervisor responsible for the
overtime period shall be responsible for approving such exceptions. Examples of exigent
situations where employees may be required to work more than 16 hours in a 24-hour
period include, but are not limited to: necessary report completion, major investigations,
and court appearances.
6.13.2 FLSA work period is 7K/28 days - 171 hours.
6.13.3 Vacation, holiday and sick leave accrual remain the same as the accrual that was earned
when working an 8 hour per day shift. For officers working the 10/40 schedule, 10 hours
and 40 minutes is needed to take a full day off.
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2024-2026
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6.13.4 Requests for vacation, compensatory time and collectively bargained sick leave
(“CBSL”) will be taken in five (5) minute increments, with the minimum request of
twenty (20) minutes. Requests for Washington State sick leave (“WSSL”) will be taken
in five (5) minute increments.
6.13.5 The parties agree that the administration may temporarily adjust an employee's schedule
to accommodate administrative functions (i.e. annual performance evaluations, meetings,
promotional testing); provided that the employee is given fourteen (14) days notice of the
alteration, unless mutually agreed otherwise. This provision shall not apply to basic shift
coverage.
6.13.5.1 An administrative function (see 6.7.1) that is less than 8 hours, including travel
time, but excluding meal breaks greater than 30 minutes requires the employee to
finish their standard shift hours or take the appropriate amount of leave.
6.13.5.2 Any function that exceeds the employee’s standard shift hours shall be
compensated via overtime, comp time, or shift adjustment when mutually agreed
upon.
6.13.5.3 Any function, which will be no more than the employee’s standard shift hours,
but no less than 8 hours, will be counted as an entire workday.
6.13.6 Supervisors may approve a member’s request to flex their schedule for work-related
reasons as long as it does not cause overtime (unless approved by a Lieutenant or above).
The Chief of Police has the authority to terminate the supervisor’s ability to approve
flexing schedules.
6.14 GENERAL INVESTIGATIONS UNIT SCHEDULES: Officers and Sergeants assigned to the
General Investigations 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 period and does not incur overtime. (i.e.
work Monday, Tuesday, Thursday, Friday). Other schedules may be worked as currently
practiced or mutually agreed to.
6.14.1 Days off are dependent on the particular schedule the member is working.
6.14.2 Members assigned to the General Investigations Unit will normally work between the
hours of 0700 to 1800 hours.
6.14.3 Members assigned to the General Investigations Unit agree, as a condition of assignment,
to adjust work hours for operational needs as outlined in the General Information Bulletin
(G.I.B.). The City shall work on resolutions with the employee when a change in the
work schedule creates personal issues.
6.14.4 Any temporary change to an employee’s work schedule is by mutual agreement between
the employee and the City.
6.14.5 The additional holiday accrual for President’s Day, Martin Luther King’s Birthday,
Veteran’s Day and the day after Thanksgiving outlined in Article 9.4 of the collective
bargaining agreement, will remain at 8.0 hours per holiday.
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2024-2026
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6.14.6 When a holiday falls on an employee’s regularly scheduled workday 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.
6.14.7 The standard 10 hour or 10/40 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 workday. 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 or10/40 shift or take the time off utilizing accrued
leave.
6.15 ACADEMY TRAINING OFFICERS:
6.15.1 Officers appointed by the Chief to work for the WA Criminal Justice Training Center
(CJTC) will work a schedule as determined by the director of the academy.
6.15.1.1 If the academy is closed for a holiday, or any other reason as deemed by the
director of the academy, officers assigned to the academy have the option of
using vacation or comp time for that day the academy is closed.
6.15.1.2 In lieu of using vacation or comp time, officers have the option of working as a
patrol officer for the day the academy is closed. Officers choosing this option
will work the same number of hours and the same hours they would have worked
had the academy been open. Officers will work at their regular rate of pay.
Officers will arrange this option with a patrol Lieutenant at least fourteen (14)
days before the day they will work patrol.
6.15.1.3 Unless otherwise directed by the Patrol Lieutenant, officers who choose to work
on a day the academy is closed will work patrol.
ARTICLE 7 OVERTIME
7.1 Overtime for the purposes of this agreement is any time worked outside a normally scheduled
shift.
7.2 OVERTIME COMPENSATION: Overtime work shall be compensated at the rate of one-and-
one-half (1½) times an employee's hourly rate in pay or in one-and-one-half (1½) times the
overtime hours worked in compensatory time. Overtime shall be calculated in five (5) minute
increments. Overtime compensation accrued as 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. Accrued compensatory time may be used as time off upon the
employee’s request as provided below.
7.3.1 Compensatory time submitted with less than 6 days prior notice will be handled in the
same manner as non-bid vacation.
7.3.2 Compensatory time shall not be canceled once it has been approved by command staff.
7.3.3 Compensatory time may not be approved on mandatory training days.
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City of Bremerton and the BPOG
2024-2026
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7.3.4 Compensatory time shall be approved on a first come first served basis by command
staff.
7.3.5 Only one compensatory time request per shift can cause overtime and that request shall
be approved.
7.3.6 Employees who wish to cancel approved compensatory time request shall give at least 24
hours notice. Employees who fail to cancel approved compensatory time requests with
24 hours notice shall be required to take the time off.
7.3.7 Management has the right to establish shift staffing levels, including the decision to back
fill a shift with overtime or shift adjusted officers.
7.3.8 Management also has the right to deny any/all compensatory time due to emergency
events such as large scale or violent public unrest, natural disaster, or other emergency of
similar magnitude.
7.3.9 Vacation leave will not be canceled due to requests for compensatory time.
7.3.10 Employees will be allowed up to a maximum of two (2) “Personal Compensatory Days”,
annually.
Employees who wish to cash out accumulated compensatory time will have the option of
receiving this pay on the pay period ending November 15th of each year. Employees who
exercise this option shall submit their request in writing to the Chief no later than November 1st
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
1st 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 their 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. Employees
receiving 24-hour notice will receive a minimum of two (2) hours of overtime compensation.
7.5.1 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 begins traveling to work and said
employee shall be compensated per current overtime agreements with a maximum of
thirty (30) minute travel time. In the event that said employee is called off prior to going
enroute or canceled within fifteen (15) minutes whichever 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.
7.5.2 When a Sergeant, Corporal, or Officer is pre-scheduled to work at a location outside of
the city limits, their pay begins at the time they leave their residence.
7.6 COURT AND/OR SUBPOENAED APPEARANCES: An employee who appears in Court
arising out of their 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.
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2024-2026
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7.6.1 An employee under subpoena will contact the prosecutor’s office after 1500 hours on the
business day prior to the scheduled court date to inquire whether or not they are needed
the following day:
7.6.2 If the employee is required to appear the next day at a time other than their normal work
hours and their appearance is subsequently cancelled, the employee shall receive 3 hours
overtime or compensatory time.
7.6.3 If the employee is told they will not be needed the following day but to re-contact the
court at another specified date and time for possible future appearances under the same
subpoena, no overtime is earned.
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. 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.
7.8 CONTRACTED OVERTIME: When the City is the employer, contracted overtime police work
is offered to BPOG Police Officers and Bremerton Police Management Association (BPMA) in
accordance with current Department practice. 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.
7.9 Bilingual Interpreter Off Duty Call Pay – If an off-duty Officer, who is receiving Bilingual
Premium, receives a phone call to assist an on-duty Officer with interpretation the Officer will
receive a minimum of one (1) hour of overtime pay. If the call lasts more than an hour the officer
will receive overtime pay for actual time on call.
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 or Paid Family
Medical Leave 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
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2024-2026
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8th year 136 hours
9th year 144 hours
10th year 152 hours
11th year 160 hours
12th year 168 hours
13th year 176 hours
14th year 184 hours
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 (unless they are attending the Basic Law
Enforcement Academy); 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
twenty (20) minutes or more. Vacation time must be fully accrued prior to the time an employee
requests any vacation time off.
8.3 PATROL VACATION BIDDING:
8.3.1 Sergeants bid first by seniority (date of promotion) and then Corporals will bid next by
seniority (date of promotion).
8.3.2 All other officers will bid next by seniority.
8.3.3 For each squad, both the Sergeant and the Corporal shall not be scheduled off for the
same vacation days without prior approval from their Lieutenant or above.
8.3.4 All bid vacation must be approved by a Lieutenant or above.
8.4 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 as stated above; 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.
8.4.1 Requests for vacation and/or compensatory time shall be approved or denied by the
Sergeant or Corporal and the employee shall be notified within a reasonable time period.
The employee shall be given a copy of any denied leave request. Once vacation is
approved it shall not be canceled except due to emergency events such as large scale or
violent public unrest, natural disaster, or other emergency of similar magnitude, or in
accordance with Article 6.13.5. If a leave request is denied, the date and reason for denial
will be written on the leave slip prior to giving a copy to the employee.
8.5 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:
Length of Continuous Service:
0 through 2 years of continuous employment 160 hours
Commencing 3 through 5 years of continuous employment 200 hours
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Commencing 6 through 10 years of continuous employment 240 hours
Commencing 11 through 15 years of continuous employment 280 hours
Commencing 16 through 20 years of continuous employment 320 hours
Commencing 21 years and over of continuous employment 360 hours
8.5.1 Should an employee not schedule their vacation by October 31st to ensure that their carry-
over each year does not exceed the maximum allowed, then as of January 1st of the
following year such excess leave shall be lost.
However, should the employee not be able to schedule vacation due to no fault of their
own and thereby cause the employee's accrual to exceed the maximum amount or the
employee is unable to use leave due to employee’s own serious health condition the
employee may request that up to forty (40) hours of the excess leave be cashed out. The
request must include the reason for the excess leave balance and be approved by the Police
Chief and Human Resources Manager. Requests must be received by the Human
Resources Department no later than January 15th and will be paid on the pay period ending
January 31st. Should the City in its opinion not have sufficient budgeted funds to pay for
all or part of the vacation days being requested to be cashed out, the City may deny the
request and those canceled days may be carried forward.
With the Chief’s approval carryover will be allowed if it is scheduled and taken within the
first three (3) months of the calendar year. If approved to carryover the (40) hours it can be
used during mandatory training months as long as mandatory training is completed.
8.6 VACATION PAY-OUT: Upon the retirement, resignation, or termination of a non-probationary
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.
8.7 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 their employment prior to a determination that
the affected employee is not expected to recover to an extent that will enable the employee to
resume their normal duties or the duties of another position with the City or another employer.
8.7.1 ELIGIBILITY: An employee or employee’s immediate family member (as defined in
the FMLA) who (1) is suffering from an illness or injury causing their extended absence
from work, and (2) who has depleted or will shortly deplete their total available accrued
vacation, sick and floating holiday leave, may request donations of vacation leave.
8.7.2 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.
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8.7.3 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 their accrued vacation leave. Employees who are utilizing
donated leave to cover their own absences may not donate leave to another employee
until such time as they have returned to their normal schedule, and any excess donations
made to them have been returned pursuant to 8.6.6 below. An employee who desires to
donate vacation leave shall complete a Donation of Vacation Leave Form and submit it to
their 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.
8.7.4 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 they had personally accrued the
leave, provided that the use of the leave is in conformance with the provisions of this
Article.
8.7.5. 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.
8.7.6. 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 Year’s Day Labor Day
Martin Luther King’s Birthday Veteran’s Day
President’s Day Thanksgiving Day
Memorial Day Day After Thanksgiving
Juneteenth Christmas
Independence Day
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.
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9.2 FLOATING HOLIDAY: Each employee shall be allowed one (1) additional holiday per
calendar year 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 ninety-six (96) hours
vacation leave per year in lieu of holidays. Detectives who are working a 4-10 schedule shall
receive ten (10) hours of vacation accrual for each city observed holiday one hundred and twenty
(120) hours annually. (*The city puts the Guild on notice that it will be following the accrual
contract language as written beginning January 1, 2024.) 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 such additional compensation shall be in accordance with the Employer’s established
practice in this regard.
9.3.1 The annual holiday accrual (listed in 9.3 above) shall be reduced by sixteen (16) hours and
the hours will be transferred into the employee’s “compensatory holiday reduction” time bank on
January 1st of each year and will be available to be used per Article 7. This article will affect non-
probationary employees only. The hours will be pro-rated for employees who pass probation or
separate from service midyear. These hours must be used during the calendar year they are
earned. If they are not used they will be put back into the employee’s vacation balance, unless it
causes the employee to exceed the maximum allowed carryover amount. If they cause the
employee to exceed the maximum carry over amount the hours will be lost.
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 (1½) times the
employee's hourly rate of pay except as provided in Article 9.4.1 and 9.5 below.
9.4.1 Employees covered by this agreement who are required to work overtime on Christmas
Day, Thanksgiving Day, New Year’s Day, July 4th, Labor Day, and Memorial Day will be paid
double time in accordance with the chart below:
9.5 Non-uniformed officers may be called into work, or may choose to work during their regularly
scheduled shift on President’s Day, Martin Luther King’s Birthday, Veteran’s Day and the day
after Thanksgiving and shall be paid at their regular rate of pay for all such hours worked. Non-
uniformed officers shall also accrue an additional day to their vacation bank for each such holiday
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whether or not the day is worked. The four (4) additional days of eight (8) hours each, shall be
allocated to the vacation bank as each of these holidays arise. Nothing contained herein creates a
property right to a non-uniformed position and the Chief retains the right to transfer officers to
and from non-patrol assignments as outlined in Section 6.6.
9.5.1 If a holiday lands on a Saturday or Sunday, non-uniformed employees may choose to
work on the City observed holiday (Friday or Monday) and will receive their regular rate
of pay (no overtime).
ARTICLE 10 SICK LEAVE
10.1 COLLECTIVELY BARGAINED SICK LEAVE ACCRUAL: Full-time employees shall
accrue collectively bargained sick leave time with pay (“CBSL”) at the rate of 2.1667 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 .0025000 for each regular hour
worked as outlined above.
10.1.2 ACCRUAL REQUIRED BY WASHINGTON STATE PAID SICK LEAVE LAW:
Full-time employees shall accrue Washington State sick leave time with pay (“WSSL”) at
the rate of 1.8333 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 .021154 for each regular hour worked as outlined above. WSSL may be
used for all reasons permitted by state law.
10.1.3 MAXIMUM ANNUAL ACCRUAL: The maximum combined annual accrual of CBSL
and WSSL is 96 hours.
10.2 MAXIMUM SICK CARRY OVER:
10.2.1 COLLECTIVELY BARGAINED CARRY OVER: Employee shall be allowed to
carry over CBSL up to a maximum of one-thousand one-hundred sixty (1160) hours.
10.2.2 WASHINGTON PAID SICK LEAVE LAW CARRY OVER: The maximum annual
carryover of WSSL shall be forty (40) hours. Partial pay periods will be pro-rated to the
closest full hour. Accrued WSSL leave over forty (40) hours will be added to the CBSL
bank provided it does not put the CBSL bank over the max allowed carry over.
10.3 SICK LEAVE WORK PERFORMANCE BONUS (Collectively Bargained Sick Leave
Accrual Bank Only): Employees who accrue over the 1160 CBSL hours maximum may cash out
50% of CBSL hours over the 1160 hours and receive this bonus on the November 22nd pay day,
and their sick leave balance will be reduced to 1160 hours.
10.4 CBSL SICK LEAVE INCENTIVE: An employee who does not take any of their collectively
bargained sick leave in any full calendar year shall have eight (8) hours added to their vacation
leave balance at the beginning of the following calendar year.
10.5 SICK LEAVE RETIREMENT OR DEATH PAYMENT:
10.5.1 LEOFF II employees who retire from City service on a service retirement, with less than
one year notice shall be provided a Sick Leave Retirement Payment at thirty-five percent
(35%) of the employee's accrued and unused CBSL and WSSL hours to a maximum of
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2024-2026
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35% of 1200 hours (a maximum total of 420 hours), which shall be contributed to an
HRA/VEBA program.
10.5.2 LEOFF II employees who retire from City service on a service retirement with at least
one (1) year notice shall be provided Sick Leave Retirement Payment at fifty percent
(50%) of the employee’s accrued and unused CBSL and WSSL hours to a maximum of
50% of 1200 hours (a maximum of 600 hours), which shall be contributed to an
HRA/VEBA program.
10.5.3 In the event an employee dies during employment, the payment will be made at 100% of
accrued CBSL and WSSL balance to the employee's estate at the employee's regular base
hourly rate in effect at the time of retirement or death.
10.6 COLLECTIVELY BARGAINED SICK LEAVE USE: CBSL 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 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 (¼) hour to cover an employee's absence from their regularly scheduled work
hours due to:
10.6.1 The temporary disability of an employee resulting from their 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 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.
10.6.5 When an employee is temporarily exhausted caused by required overtime due to major
incidents/situations, court appearances (in which the employee was unable to adjust their
schedule), or any other unforeseeable work related circumstances that would not allow a
minimum of 8 hours rest prior to the start of their next scheduled shift.
10.7 NOTIFICATION OF COLLECTIVELY BARGAINED SICK LEAVE USE: An employee
who is absent or expects to be absent from work due to causes specified in Collectively Bargained
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 their 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
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leave with pay for routine medical, dental or oculist appointments. Routine
medical/dental/vision appointments scheduled on mandatory training days require
advance approval from their Lieutenant or above.
10.8 UNANTICIPATED SICK LEAVE 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
permitted for CBSL or WSSL use, shall promptly notify the on-duty Supervisor by telephone as
soon as practicable and will make every effort to notify the Department within the first one-half
(½) 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.
10.9 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 WSSL or CBSL 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 10.10.
10.10 SICK LEAVE DOCUMENTATION AND APPROVAL: An employee who has been absent
on CBSL shall, on the day they return 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 CBSL 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.
10.11 MEDICAL EXAMINATION: The Employer retains the right to require employees to submit to
medical or psychological examinations when the Employer has objective evidence that could
cause a reasonable person to inquire as to whether an employee is still capable of performing their
job. Specifically, the Employer must have a genuine reason to doubt whether an employee can
perform job-related functions or poses a direct threat to safety. Any relevant medical history of
the employee which the examining professional conducting a psychological evaluation requests
may be released by the employee only to the examining professional.
10.12 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.
10.13 SEQUENCING OF LEAVES: Unless addressed elsewhere in this agreement, the use of
vacation leave, compensatory time, and leave without pay is subject to approval by management.
However, unless otherwise required by law, forms of leave shall be used and exhausted in the
following sequences:
10.13.1 CBSL and WSSL for qualifying incidents until it is exhausted;
10.13.2 vacation leave, floating holiday, and/or compensatory time sequenced at the employee’s
option, until they are exhausted;
10.13.3 any donated leave, if available, until it is exhausted; then
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10.13.4 leave without pay.
10.14 WASHINGTON PAID FAMILY MEDICAL LEAVE. Eligible employees are covered by
Washington’s Paid Family and Medical Leave Program (PFML), RCW 50A et seq. Eligibility
for leave and benefits is established by Washington law and is therefore independent of this
Agreement. Employees will pay through payroll deductions the maximum allowable charges for
both family leave and medical leave premiums, as stated by RCW 50A.10.030 and updated
annually by the Employment Security Department. The Employer shall pay any remaining
portion as required by law.
ARTICLE 11 INDUSTRIAL DISABILITY
11.1 INDUSTRIAL DISABILITY LEAVE FOR LEOFF II EMPLOYEES: An employee who
qualifies for and is included in the Washington State Retirement System commonly referred to as
"LEOFF II”, and who incurs a work-related illness or injury shall be provided with such
compensation as is made available through Workers' Compensation time-loss benefits as
provided by Washington State law.
ARTICLE 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.
12.1.2 An employee will be granted up to (3) days of paid bereavement leave annually
(compensated at the employee’s current rate of pay). Additional 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 their 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 between October 1 and September 30. 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
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2024-2026
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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.
12.3.1 A person who has received official orders and performs military service for more than
thirty-one days is no longer eligible to receive employer paid medical/dental premiums.
The employee can elect to self-pay both the employer and employee share of the
premiums for up to twenty-four months.
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 their 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 them to be available during their normal work schedule to respond by
telephone within two (2) hours. 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.
ARTICLE 13 RETIREMENT BENEFITS
13.1 Each employee shall be enrolled in the Washington State Retirement system for which they
qualify. Only for the purposes of federal income taxation and unless otherwise required by law,
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:
• LEOFF Trust Plan F.
• Kaiser Permanente for Employees and Dependents; $20 Copay Plan/ $200 Deductible
Plan.
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• Or 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.
• 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
their spouse or other source shall be entitled to receive a stipend as follows:
Employee Only $150.00
Employee & Spouse $300.00
Employee, Spouse & 1 Dependent $350.00
Employee, Spouse & 2 Dependents $400.00
Employee & 1 Dependent $300.00
Employee & 2 Dependents $350.00
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). Payments
will start after the pay period ending the 15th the month following receipt of the employee request.
Since both LEOFF Trust and Kaiser Permanente 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.
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 $30.00 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 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.
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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 six hundred seventy-five
dollars ($675) per year will be provided to non-uniformed, sworn personnel. Effective January 1,
2025, the annual clothing allowance will increase to seven hundred and twenty-five dollars
($725). 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, they
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 their 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 reimburse dry-cleaning for two (2) uniforms per week for uniformed guild members and to
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: 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 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 FOOTWEAR ALLOWANCE. The City will provide employees assigned to Patrol 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 31st.
15.5.1 New employees are not entitled to footwear allowance until they have passed their
probationary period. They will receive their first footwear allowance the first odd
numbered year after passing probation.
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. The Chief
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of Police or the Guild may request for cause that an employee’s probation be extended.
The Guild and the Chief will meet and if they mutually agree it is in the Department’s
best interest to extend the probation period they will determine a duration period and
training specified to bring the probationary employee up to acceptable performance
levels.
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 their
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. The Chief of Police may
extend the probationary period of a promoted corporal or sergeant if there has not been
sufficient work performance observed to determine if the promoted employee meets
standards. The Chief will meet with and discuss the time frame of the extension, with the
Guild. All probation related incentives, benefits, or pay will be implemented based on the
employee’s original probationary date prior to the extension.
16.1.3 LEOFF II EMPLOYEE: An employee who qualifies for and is a member of the
Washington State Retirement System commonly known as "LEOFF II".
16.1.4 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 in accordance with RCW 4.96.041.
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
how 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 an interview occurs during the off-duty
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2024-2026
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time of the member being interviewed, the member shall be compensated for their 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 Forty-eight hours before any questioning commences, a member of the Police
Department shall be advised in writing if the person becomes a subject of an
administrative investigation, including the alleged policy or law violations, the general
nature of the issue, and the name(s) of all complaining parties. The employee under
investigation must, at the time of an interview, be informed of the name of the person in
charge of the investigation and the name of the person conducting the interview.
16.5.4 The member being interviewed shall be informed of their 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 Guild representative, including the
Guild’s attorney, 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 by the
interviewing officer. When the member refuses to answer such questions, they will be
informed that their refusal to answer may become the subject for disciplinary action.
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 their duties and responsibilities
as the Chief Administrator of the Bremerton Police Department.
16.5.9 No 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 records the interview, a copy of the complete interview of the employee,
noting all recess periods, may be furnished 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 record the interview.
16.5.10 The employee will be required to answer any questions involving non-criminal matters
under investigation and will be afforded all rights and privileges to which they are
entitled under the laws of the State of Washington or the United States. Before any
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2024-2026
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questioning, the employee will be notified in writing and acknowledge receipt of the
following:
16.5.10 (A) “You are about to be questioned as part of an official administrative
investigation. You will be asked specific questions that will relate
directly, specifically and narrowly to the performance of your official
duties or fitness as an employee of this agency.
The responses made in this interview cannot be used against you in a
criminal proceeding.
You are ordered and required to answer all questions fully, truthfully,
and to the best of your ability and knowledge.
If you refuse to answer questions, you will be subject to department
charges that include insubordination and will result in disciplinary action
up to and including termination.”
16.5.10 (B) If at any time during the interview process the investigation turns
potentially criminal the employees who are subject to a criminal
investigation shall also be so advised and shall be advised of their
Miranda Rights.
16.5.11 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 their Constitutional Rights prior
to commencement of the interview. The member may request a postponement of the
initial interview to contact an attorney.
16.5.12 All interviews shall be limited in scope to activities, circumstances, events, conduct or
actions that pertain to the incident which is the subject of the investigation. Nothing in
this section shall prohibit the Employer from questioning the employee about information
which is developed during the course of the interview.
16.5.13 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 at least forty-eight
(48) hours after the incident. The affected employee may waive the forty-eight (48) hour
requirement.
The officer may be required to provide a Public Safety Statement of the facts of the
incident to provide sufficient information to apprehend the suspect(s), identify and
protect evidence and to check on the safety of the public in accordance with Bremerton
Police Department Policy.
ARTICLE 17 MANAGEMENT RIGHTS
17.1 The Guild recognizes the exclusive right and prerogative of the Employer to make and implement
decisions with respect to the operation and management of the Police Department. Provided,
however, that the exercise of any and all of these rights shall not conflict with any provisions of this
agreement. Such rights include, but are not limited to, the following:
1. To establish the qualifications for employment and to employ employees;
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2024-2026
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2. To establish the makeup of the Police Department workforce and make changes from time to
time, including the number and kinds of classifications, and direct the workforce toward the
organizational goals established by the Employer;
3. The right to determine the Employer’s mission, policies, and all standards of service offered to
the public;
4. To plan, direct, schedule, control and determine the operation of the services to be conducted by
employees of the Employer;
5. To determine the means, method, and number of personnel needed to carry out Employer
operations and services;
6. To approve and schedule all vacations and other employee leaves;
7. To hire and assign or transfer employees within the Police Department;
8. To lay off any employees from duty;
9. To introduce and use new or improved methods, equipment or facilities;
10. To assign work to, and schedule employees;
11. To take whatever action necessary to carry out the mission of the Employer in emergencies;
12. To determine the budget.
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
right to strike or to refuse to perform their duties to the best of their 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 their 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
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action. The employees must tell their supervisor that the discussion is a Step 1 grievance. The
immediate supervisor 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 grievance is not resolved 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.
19.3.4 The employee shall have the right to be assisted by an authorized Guild representative in
reducing their 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. 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
their 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 grievance is not resolved 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 their 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. Before 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.
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2024-2026
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19.6 SELECTION OF ARBITRATOR: For a disciplinary grievance as defined by RCW 41.58.070,
the arbitrator shall be assigned by PERC in accordance with state law. For other grievances, 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 eleven (11) arbitrators. The parties shall alternately strike names from
the list until one name remains, who shall serve as the neutral arbitrator. The right to strike first
shall be determined by a coin flip.
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, unless otherwise required by law. 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 Association.
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 and attorney fees. The party desiring a record of
the proceedings shall bear the cost of obtaining such record.
19.9 TIME LIMITS: Time limits established in this procedure shall be strictly adhered to but may be
waived or extended by mutual written agreement of the Guild and the City. In the event a
deadline falls on a weekend or holiday, the deadline is extended to the next business day (not
counting weekends or holidays). All procedures contained herein shall be complied with as
expeditiously as practicable. Grievance claims involving retroactive compensation shall be
limited to 365 days before the written submission of the grievance.
19.10 SERVICE BY EMAIL: Grievances and responses may be submitted by e-mail.
19.11 GRIEVANCES OF DISCIPLINE: Grievances of discipline may be commenced at Step 3 by
either the employee or the Guild.
ARTICLE 20 SEVERABILITY
20.1 In the event that any provision of this Agreement is held invalid by any tribunal of competent
jurisdiction or by operation of law, 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.
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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 close
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 (½) 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 ASSIGNMENT AND REMOVAL: The Chief of Police has authority to assign and remove
employees from specialty assignments for legitimate operational reasons, which shall not be
grieved and does not require just cause.
24.2 K-9 STIPEND: Effective upon assignment, a K-9 Officer shall receive as compensation for the
care and maintenance of their dog and equipment, a K-9 stipend of three and one-half (3.5) hours
per week at their overtime rate.
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 for time spent performing the duties
of field training officer. Effective the first pay period after ratification of this Agreement by both
parties, the FTO premium will be 3.5%. This premium may not be pyramided for those officers
receiving the MPO premium. Corporals are not eligible for the FTO premium.
24.4 BILINGUAL PREMIUM: Employees who demonstrate, to the satisfaction of the Department
the ability to communicate in Spanish, Mam, or American Sign Language shall receive a
premium equal to three percent (3%) of their base monthly rate of pay. Additional languages may
be approved by the Mayor in consultation with the Chief of Police.
24.5 DETECTIVE PREMIUM: Detectives shall receive a premium of 1.5% above their base rate of
pay for the duration of the assignment with the understanding that: (a) this premium assures a
rotation for detective on-call; (b) this premium does not create a property right in the assignment
and the Chief or designee retains the discretion to move personnel in and out of the detective unit
as deemed necessary; and (c) this premium does not apply to patrol officers assisting the detective
while on light duty. Effective the first pay period after ratification of this Agreement by both
parties, the Detective premium shall be 3%.
24.6 DISCONTINUED MASTER PATROL OFFICER PREMIUM: Employees who were Master
Patrol Officers (MPOs) at the time that the MPO was eliminated and who have not been selected
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2024-2026
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for promotion to a higher rank shall continue to receive 5% MPO pay throughout their continuous
employment at the rank of police officer. In the event the employee 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. Employees receiving MPO pay are not eligible to receive officer-in-
charge (OIC) pay or Field Training Officer (FTO) pay while functioning in these positions.
24.7 SWAT PREMIUM (Effective the first pay period after ratification of this Agreement by both
parties): Effective upon assignment, an officer assigned to SWAT shall receive a premium of 2%
of their base rate of pay for the duration of the assignment with the understanding that this
premium does not create a property right in the assignment and the Chief or designee retains
discretion to move personnel in and out of SWAT as deemed necessary.
24.8 MAXIMUM SPECIALTY PREMIUM: The maximum combined specialty premium that an
employee may receive is 5%.
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 five and one-half
percent (5.5%) of the employee’s 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 II EMPLOYEES WHO HAVE COMPLETED FIFTEEN (15) OR MORE YEARS
WITH THE CITY – LEOFF II employees shall be required to contribute five and one half
(5.5%) percent into Deferred Compensation. This does not preclude a LEOFF II employee from
deferring more than the required contribution.
25.3 SWORN OFFICERS WHO HAVE NOT COMPLETED FIFTEEN (15) OR MORE YEARS
WITH THE CITY, BUT WHO ARE ELIGIBLE FOR RETIREMENT WITHIN FIVE (5)
YEARS - These employees will be eligible to receive five and one-half percent (5.5%) City
contribution to deferred compensation with no requirement to match, as long as they are not
receiving longevity pay for 16 or more years of service (see Article 5.2). Employees are
responsible for notifying Human Resources when they become eligible.
25.4 EMPLOYEES WHO ARE NOT ELIGIBLE FOR ENROLLMENT IN THE LEOFF
RETIREMENT SYSTEM: Employees who are not eligible to enroll in the LEOFF Retirement
System shall receive a City deferred compensation contribution equal to the City’s contribution to
the LEOFF Retirement System.
25.5 LIFE INSURANCE: The City shall provide life insurance coverage in an amount equal to two
hundred thousand ($200,000) with a mutually agreed upon carrier.
25.6 RETIREMENT MEDICAL SAVINGS ACCOUNTS: The City shall contribute one hundred
dollars ($100.00) per month on behalf of each employee to a Health Reimbursement Arrangement
(HRA) through Voluntary Employee Benefits Association (VEBA) trust. In the event it is
determined that the $100.00 contribution will cause the City to pay Affordable Care Act taxes,
both parties agree that this article will be opened for negotiations. The employees shall continue
to contribute $30.00 per month to their HRA/VEBA account.
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2024-2026
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ARTICLE 26 EDUCATIONAL INCENTIVE
26.1 Employees shall be eligible to receive Educational Incentive pay according to the following,
applied to their base hourly rate of pay:
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
their 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, 2024, and shall remain in effect through
December 31, 2026, 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)
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.
APPROVED by the Bremerton City Council on the day of , ____.
SIGNED THIS ___ DAY OF ____________, ____
CITY OF BREMERTON: BREMERTON POLICE OFFICERS
GUILD:
Honorable Greg Wheeler, Mayor Rodney Rauback, President
Tom Wolfe, Police Chief John Chesney, Vice President
Charlotte Nelson Member Board of Directors
Human Resources Manager
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2024-2026
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Member Board of Directors
ATTEST:
Angela Hoover, City Clerk Member Board of Directors
APPROVED AS TO FORM:
Kylie Finnell, City Attorney
Annual salary based on 2096 hours per year for 2024.
Step 1 Step 2 Step 3 Step 4 Step 5 Corporal/MPO
Police Officer Annual 89,750.72 93,125.28 97,401.12 101,739.84 110,564.00 116,160.32
Monthly 7,479.23 7,760.44 8,116.76 8,478.32 9,213.67 9,680.03
Semi-Monthly 3,739.62 3,880.22 4,058.38 4,239.16 4,606.84 4,840.02
Hourly 42.82 44.43 46.47 48.54 52.75 55.42
+Longevity Base +1.25% Hourly 43.36 44.99 47.05 49.15 53.41 56.11
Base +1.25% Semi-Monthly 3,786.78 3,929.13 4,109.04 4,292.44 4,664.48 4,900.28
Base +2.50% Hourly 43.89 45.54 47.63 49.75 54.07 56.81
Base +2.50% Semi-Monthly 3,833.06 3,977.16 4,159.69 4,344.84 4,722.12 4,961.41
Base +9.25% Hourly 46.78 48.54 50.77 53.03 57.63 60.55
Base + 9.25% Semi-Monthly 4,085.46 4,239.16 4,433.92 4,631.29 5,033.02 5,288.04
Base +10.50% Hourly 47.32 49.10 51.35 53.64 58.29 61.24
Base +10.50% Semi-Monthly 4,132.62 4,288.07 4,484.57 4,684.56 5,090.66 5,348.30
Base +12.00% Hourly 47.96 49.76 52.05 54.36 59.08 62.07
Base +12.00% Semi-Monthly 4,188.51 4,345.71 4,545.70 4,747.44 5,159.66 5,420.78
Deferred Comp. 5.50%205.68 213.41 223.21 233.15 253.38 266.20
Step 1 Step 2 Step 3 Step 4 Step 5
(OIC)
Sergeant Annual 123,936.48 126,640.32 129,302.24 132,131.84 134,793.76
Monthly 10,328.04 10,553.36 10,775.19 11,010.99 11,232.81
Semi-Monthly 5,164.02 5,276.68 5,387.60 5,505.50 5,616.41
Hourly 59.13 60.42 61.69 63.04 64.31
+Longevity Base +1.25% Hourly 59.87 61.18 62.46 63.83 65.11
Base +1.25% Semi-Monthly 5,228.65 5,343.06 5,454.84 5,574.49 5,686.28
Base +2.50% Hourly 60.61 61.93 63.23 64.62 65.92
Base +2.50% Semi-Monthly 5,293.28 5,408.56 5,522.09 5,643.48 5,757.02
Base +9.25% Hourly 64.60 66.01 67.40 68.87 70.26
Base + 9.25% Semi-Monthly 5,641.74 5,764.88 5,886.27 6,014.65 6,136.04
Base +10.5% Hourly 65.34 66.76 68.17 69.66 71.06
Base +10.5% Semi-Monthly 5,706.36 5,830.38 5,953.52 6,083.64 6,205.91
Base +12.00% Hourly 66.23 67.67 69.09 70.60 72.03
Base +12.00% Semi-Monthly 5,784.09 5,909.85 6,033.86 6,165.74 6,290.62
Deferred Comp. 5.50%284.02 290.22 296.32 302.80 308.90
Effective January 1, 2024, the base rates of pay for employees shall be as follows:
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.
BPOG Pay Plan with 4.6% CPI Adjustment plus 8.4% Market Adjustement for 2024. Net increase 13%
APPENDIX A
TO THE AGREEMENT BY AND BETWEEN THE CITY OF BREMERTON AND THE BREMERTON POLICE OFFICERS GUILD
Effective January 1, 2024 to December 31, 2024
2024 POLICE SALARY SCHEDULE
2024 Annual Hours 2096
Range Schedule: PO4 1 2 3 4 5 6 7 8 8 9 10 11
Def Comp PATROL PO PO PO PO PO PO PO PO PO PO PO
5.50%PAY TYPE OFFICER 1.00%1.25%2.00%2.25%2.50%2.75%3.00%3.25%3.50%3.75%4.00%
205.68 Step 1 Hourly 42.82 43.25 43.36 43.68 43.78 43.89 44.00 44.10 44.21 44.32 44.43 44.53
Step 1 Semi-Monthly 3,739.62 3,777.17 3,786.78 3,814.72 3,823.46 3,833.06 3,842.67 3,851.40 3,861.01 3,870.62 3,880.22 3,888.96
Step 1 Annual 89,750.72 90,652.00 90,882.56 91,553.28 91,762.88 91,993.44 92,224.00 92,433.60 92,664.16 92,894.72 93,125.28 93,334.88
213.41 Step 2 Hourly 44.43 44.87 44.99 45.32 45.43 45.54 45.65 45.76 45.87 45.99 46.10 46.21
Step 2 Semi-Monthly 3,880.22 3,918.65 3,929.13 3,957.95 3,967.56 3,977.16 3,986.77 3,996.38 4,005.98 4,016.46 4,026.07 4,035.68
Step 2 Annual 93,125.28 94,047.52 94,299.04 94,990.72 95,221.28 95,451.84 95,682.40 95,912.96 96,143.52 96,395.04 96,625.60 96,856.16
223.21 Step 3 Hourly 46.47 46.93 47.05 47.40 47.52 47.63 47.75 47.86 47.98 48.10 48.21 48.33
Step 3 Semi-Monthly 4,058.38 4,098.56 4,109.04 4,139.60 4,150.08 4,159.69 4,170.17 4,179.78 4,190.26 4,200.74 4,210.34 4,220.82
Step 3 Annual 97,401.12 98,365.28 98,616.80 99,350.40 99,601.92 99,832.48 100,084.00 100,314.56 100,566.08 100,817.60 101,048.16 101,299.68
233.15 Step 4 Hourly 48.54 49.03 49.15 49.51 49.63 49.75 49.87 50.00 50.12 50.24 50.36 50.48
Step 4 Semi-Monthly 4,239.16 4,281.96 4,292.44 4,323.88 4,334.36 4,344.84 4,355.32 4,366.67 4,377.15 4,387.63 4,398.11 4,408.59
Step 4 Annual 101,739.84 102,766.88 103,018.40 103,772.96 104,024.48 104,276.00 104,527.52 104,800.00 105,051.52 105,303.04 105,554.56 105,806.08
253.38 Step 5 Hourly 52.75 53.28 53.41 53.81 53.94 54.07 54.20 54.33 54.46 54.60 54.73 54.86
Step 5 Semi-Monthly 4,606.84 4,653.12 4,664.48 4,699.41 4,710.76 4,722.12 4,733.47 4,744.82 4,756.18 4,768.40 4,779.76 4,791.11
Step 5 Annual 110,564.00 111,674.88 111,947.36 112,785.76 113,058.24 113,330.72 113,603.20 113,875.68 114,148.16 114,441.60 114,714.08 114,986.56
266.20 MPO/Corporal Hourly 55.42 55.97 56.11 56.53 56.67 56.81 56.94 57.08 57.22 57.36 57.50 57.64
MPO/Corporal Semi- Mo.4,840.02 4,888.05 4,900.28 4,936.96 4,949.18 4,961.41 4,972.76 4,984.99 4,997.22 5,009.44 5,021.67 5,033.90
MPO/Corporal Annual 116,160.32 117,313.12 117,606.56 118,486.88 118,780.32 119,073.76 119,346.24 119,639.68 119,933.12 120,226.56 120,520.00 120,813.44
Range Schedule: PS4 1 2 3 4 5 6 7 8 8 9 10 11
Def SGT SGT SGT SGT SGT SGT SGT SGT SGT SGT SGT
Comp PAY TYPE SERGEANT 1.00%1.25%2.00%2.25%2.50%2.75%3.00%3.25%3.50%3.75%4.00%
284.02 Step 1 Hourly 59.13 59.72 59.87 60.31 60.46 60.61 60.76 60.90 61.05 61.20 61.35 61.50
Step 1 Semi-Monthly 5,164.02 5,215.55 5,228.65 5,267.08 5,280.18 5,293.28 5,306.38 5,318.60 5,331.70 5,344.80 5,357.90 5,371.00
Step 1 Annual 123,936.48 125,173.12 125,487.52 126,409.76 126,724.16 127,038.56 127,352.96 127,646.40 127,960.80 128,275.20 128,589.60 128,904.00
290.22 Step 2 Hourly 60.42 61.02 61.18 61.63 61.78 61.93 62.08 62.23 62.38 62.53 62.69 62.84
Step 2 Semi-Monthly 5,276.68 5,329.08 5,343.06 5,382.36 5,395.46 5,408.56 5,421.66 5,434.76 5,447.86 5,460.96 5,474.93 5,488.03
Step 2 Annual 126,640.32 127,897.92 128,233.28 129,176.48 129,490.88 129,805.28 130,119.68 130,434.08 130,748.48 131,062.88 131,398.24 131,712.64
296.32 Step 3 Hourly 61.69 62.31 62.46 62.92 63.08 63.23 63.39 63.54 63.69 63.85 64.00 64.16
Step 3 Semi-Monthly 5,387.60 5,441.74 5,454.84 5,495.02 5,508.99 5,522.09 5,536.06 5,549.16 5,562.26 5,576.24 5,589.34 5,603.31
Step 3 Annual 129,302.24 130,601.76 130,916.16 131,880.32 132,215.68 132,530.08 132,865.44 133,179.84 133,494.24 133,829.60 134,144.00 134,479.36
302.80 Step 4 Hourly 63.04 63.67 63.83 64.30 64.46 64.62 64.77 64.93 65.09 65.25 65.40 65.56
Step 4 Semi-Monthly 5,505.50 5,560.52 5,574.49 5,615.54 5,629.51 5,643.48 5,656.58 5,670.56 5,684.53 5,698.50 5,711.60 5,725.58
Step 4 Annual 132,131.84 133,452.32 133,787.68 134,772.80 135,108.16 135,443.52 135,757.92 136,093.28 136,428.64 136,764.00 137,078.40 137,413.76
308.90 Step 5 Hourly 64.31 64.95 65.11 65.60 65.76 65.92 66.08 66.24 66.40 66.56 66.72 66.88
Step 5 Semi-Monthly 5,616.41 5,672.30 5,686.28 5,729.07 5,743.04 5,757.02 5,770.99 5,784.96 5,798.94 5,812.91 5,826.88 5,840.86
Step 5 Annual 134,793.76 136,135.20 136,470.56 137,497.60 137,832.96 138,168.32 138,503.68 138,839.04 139,174.40 139,509.76 139,845.12 140,180.48
Range Schedule: PO4
Def Comp
5.50%PAY TYPE
205.68 Step 1 Hourly
Step 1 Semi-Monthly
Step 1 Annual
213.41 Step 2 Hourly
Step 2 Semi-Monthly
Step 2 Annual
223.21 Step 3 Hourly
Step 3 Semi-Monthly
Step 3 Annual
233.15 Step 4 Hourly
Step 4 Semi-Monthly
Step 4 Annual
253.38 Step 5 Hourly
Step 5 Semi-Monthly
Step 5 Annual
266.20 MPO/Corporal Hourly
MPO/Corporal Semi- Mo.
MPO/Corporal Annual
Range Schedule: PS4
Def
Comp PAY TYPE
284.02 Step 1 Hourly
Step 1 Semi-Monthly
Step 1 Annual
290.22 Step 2 Hourly
Step 2 Semi-Monthly
Step 2 Annual
296.32 Step 3 Hourly
Step 3 Semi-Monthly
Step 3 Annual
302.80 Step 4 Hourly
Step 4 Semi-Monthly
Step 4 Annual
308.90 Step 5 Hourly
Step 5 Semi-Monthly
Step 5 Annual
12 13 14 15 16 17 18 19 20 21 22 23
PO PO PO PO PO PO PO PO PO PO PO PO
4.25%4.50%4.75%5.00%5.25%5.50%5.75%6.00%6.25%6.50%6.75%7.00%
44.64 44.75 44.85 44.96 45.07 45.18 45.28 45.39 45.50 45.60 45.71 45.82
3,898.56 3,908.17 3,916.90 3,926.51 3,936.12 3,945.72 3,954.46 3,964.06 3,973.67 3,982.40 3,992.01 4,001.62
93,565.44 93,796.00 94,005.60 94,236.16 94,466.72 94,697.28 94,906.88 95,137.44 95,368.00 95,577.60 95,808.16 96,038.72
46.32 46.43 46.54 46.65 46.76 46.87 46.98 47.10 47.21 47.32 47.43 47.54
4,045.28 4,054.89 4,064.50 4,074.10 4,083.71 4,093.32 4,102.92 4,113.40 4,123.01 4,132.62 4,142.22 4,151.83
97,086.72 97,317.28 97,547.84 97,778.40 98,008.96 98,239.52 98,470.08 98,721.60 98,952.16 99,182.72 99,413.28 99,643.84
48.44 48.56 48.68 48.79 48.91 49.03 49.14 49.26 49.37 49.49 49.61 49.72
4,230.43 4,240.91 4,251.39 4,261.00 4,271.48 4,281.96 4,291.56 4,302.04 4,311.65 4,322.13 4,332.61 4,342.22
101,530.24 101,781.76 102,033.28 102,263.84 102,515.36 102,766.88 102,997.44 103,248.96 103,479.52 103,731.04 103,982.56 104,213.12
50.60 50.72 50.85 50.97 51.09 51.21 51.33 51.45 51.57 51.70 51.82 51.94
4,419.07 4,429.55 4,440.90 4,451.38 4,461.86 4,472.34 4,482.82 4,493.30 4,503.78 4,515.14 4,525.62 4,536.10
106,057.60 106,309.12 106,581.60 106,833.12 107,084.64 107,336.16 107,587.68 107,839.20 108,090.72 108,363.20 108,614.72 108,866.24
54.99 55.12 55.26 55.39 55.52 55.65 55.78 55.92 56.05 56.18 56.31 56.44
4,802.46 4,813.82 4,826.04 4,837.40 4,848.75 4,860.10 4,871.46 4,883.68 4,895.04 4,906.39 4,917.74 4,929.10
115,259.04 115,531.52 115,824.96 116,097.44 116,369.92 116,642.40 116,914.88 117,208.32 117,480.80 117,753.28 118,025.76 118,298.24
57.78 57.91 58.05 58.19 58.33 58.47 58.61 58.75 58.88 59.02 59.16 59.30
5,046.12 5,057.48 5,069.70 5,081.93 5,094.16 5,106.38 5,118.61 5,130.84 5,142.19 5,154.42 5,166.64 5,178.87
121,106.88 121,379.36 121,672.80 121,966.24 122,259.68 122,553.12 122,846.56 123,140.00 123,412.48 123,705.92 123,999.36 124,292.80
12 13 14 15 16 17 18 19 20 21 22 23
SGT SGT SGT SGT SGT SGT SGT SGT SGT SGT SGT SGT
4.25%4.50%4.75%5.00%5.25%5.50%5.75%6.00%6.25%6.50%6.75%7.00%
61.64 61.79 61.94 62.09 62.23 62.38 62.53 62.68 62.83 62.97 63.12 63.27
5,383.23 5,396.33 5,409.43 5,422.53 5,434.76 5,447.86 5,460.96 5,474.06 5,487.16 5,499.38 5,512.48 5,525.58
129,197.44 129,511.84 129,826.24 130,140.64 130,434.08 130,748.48 131,062.88 131,377.28 131,691.68 131,985.12 132,299.52 132,613.92
62.99 63.14 63.29 63.44 63.59 63.74 63.89 64.05 64.20 64.35 64.50 64.65
5,501.13 5,514.23 5,527.33 5,540.43 5,553.53 5,566.63 5,579.73 5,593.70 5,606.80 5,619.90 5,633.00 5,646.10
132,027.04 132,341.44 132,655.84 132,970.24 133,284.64 133,599.04 133,913.44 134,248.80 134,563.20 134,877.60 135,192.00 135,506.40
64.31 64.47 64.62 64.77 64.93 65.08 65.24 65.39 65.55 65.70 65.85 66.01
5,616.41 5,630.38 5,643.48 5,656.58 5,670.56 5,683.66 5,697.63 5,710.73 5,724.70 5,737.80 5,750.90 5,764.88
134,793.76 135,129.12 135,443.52 135,757.92 136,093.28 136,407.68 136,743.04 137,057.44 137,392.80 137,707.20 138,021.60 138,356.96
65.72 65.88 66.03 66.19 66.35 66.51 66.66 66.82 66.98 67.14 67.30 67.45
5,739.55 5,753.52 5,766.62 5,780.60 5,794.57 5,808.54 5,821.64 5,835.62 5,849.59 5,863.56 5,877.54 5,890.64
137,749.12 138,084.48 138,398.88 138,734.24 139,069.60 139,404.96 139,719.36 140,054.72 140,390.08 140,725.44 141,060.80 141,375.20
67.04 67.20 67.36 67.53 67.69 67.85 68.01 68.17 68.33 68.49 68.65 68.81
5,854.83 5,868.80 5,882.78 5,897.62 5,911.60 5,925.57 5,939.54 5,953.52 5,967.49 5,981.46 5,995.44 6,009.41
140,515.84 140,851.20 141,186.56 141,542.88 141,878.24 142,213.60 142,548.96 142,884.32 143,219.68 143,555.04 143,890.40 144,225.76
Range Schedule: PO4
Def Comp
5.50%PAY TYPE
205.68 Step 1 Hourly
Step 1 Semi-Monthly
Step 1 Annual
213.41 Step 2 Hourly
Step 2 Semi-Monthly
Step 2 Annual
223.21 Step 3 Hourly
Step 3 Semi-Monthly
Step 3 Annual
233.15 Step 4 Hourly
Step 4 Semi-Monthly
Step 4 Annual
253.38 Step 5 Hourly
Step 5 Semi-Monthly
Step 5 Annual
266.20 MPO/Corporal Hourly
MPO/Corporal Semi- Mo.
MPO/Corporal Annual
Range Schedule: PS4
Def
Comp PAY TYPE
284.02 Step 1 Hourly
Step 1 Semi-Monthly
Step 1 Annual
290.22 Step 2 Hourly
Step 2 Semi-Monthly
Step 2 Annual
296.32 Step 3 Hourly
Step 3 Semi-Monthly
Step 3 Annual
302.80 Step 4 Hourly
Step 4 Semi-Monthly
Step 4 Annual
308.90 Step 5 Hourly
Step 5 Semi-Monthly
Step 5 Annual
24 25 26 27 28 29 30 31 32 33 34 35
PO PO PO PO PO PO PO PO PO PO PO PO
7.25%7.50%7.75%8.00%8.25%8.50%8.75%9.00%9.25%9.50%9.75%10.00%
45.92 46.03 46.14 46.25 46.35 46.46 46.57 46.67 46.78 46.89 46.99 47.10
4,010.35 4,019.96 4,029.56 4,039.17 4,047.90 4,057.51 4,067.12 4,075.85 4,085.46 4,095.06 4,103.80 4,113.40
96,248.32 96,478.88 96,709.44 96,940.00 97,149.60 97,380.16 97,610.72 97,820.32 98,050.88 98,281.44 98,491.04 98,721.60
47.65 47.76 47.87 47.98 48.10 48.21 48.32 48.43 48.54 48.65 48.76 48.87
4,161.44 4,171.04 4,180.65 4,190.26 4,200.74 4,210.34 4,219.95 4,229.56 4,239.16 4,248.77 4,258.38 4,267.98
99,874.40 100,104.96 100,335.52 100,566.08 100,817.60 101,048.16 101,278.72 101,509.28 101,739.84 101,970.40 102,200.96 102,431.52
49.84 49.96 50.07 50.19 50.30 50.42 50.54 50.65 50.77 50.88 51.00 51.12
4,352.70 4,363.18 4,372.78 4,383.26 4,392.87 4,403.35 4,413.83 4,423.44 4,433.92 4,443.52 4,454.00 4,464.48
104,464.64 104,716.16 104,946.72 105,198.24 105,428.80 105,680.32 105,931.84 106,162.40 106,413.92 106,644.48 106,896.00 107,147.52
52.06 52.18 52.30 52.42 52.54 52.67 52.79 52.91 53.03 53.15 53.27 53.39
4,546.58 4,557.06 4,567.54 4,578.02 4,588.50 4,599.85 4,610.33 4,620.81 4,631.29 4,641.77 4,652.25 4,662.73
109,117.76 109,369.28 109,620.80 109,872.32 110,123.84 110,396.32 110,647.84 110,899.36 111,150.88 111,402.40 111,653.92 111,905.44
56.57 56.71 56.84 56.97 57.10 57.23 57.37 57.50 57.63 57.76 57.89 58.03
4,940.45 4,952.68 4,964.03 4,975.38 4,986.74 4,998.09 5,010.32 5,021.67 5,033.02 5,044.38 5,055.73 5,067.96
118,570.72 118,864.16 119,136.64 119,409.12 119,681.60 119,954.08 120,247.52 120,520.00 120,792.48 121,064.96 121,337.44 121,630.88
59.44 59.58 59.72 59.85 59.99 60.13 60.27 60.41 60.55 60.68 60.82 60.96
5,191.10 5,203.32 5,215.55 5,226.90 5,239.13 5,251.36 5,263.58 5,275.81 5,288.04 5,299.39 5,311.62 5,323.84
124,586.24 124,879.68 125,173.12 125,445.60 125,739.04 126,032.48 126,325.92 126,619.36 126,912.80 127,185.28 127,478.72 127,772.16
24 25 26 27 28 29 30 31 32 33 34 35
SGT SGT SGT SGT SGT SGT SGT SGT SGT SGT SGT SGT
7.25%7.50%7.75%8.00%8.25%8.50%8.75%9.00%9.25%9.50%9.75%10.00%
63.42 63.56 63.71 63.86 64.01 64.16 64.30 64.45 64.60 64.75 64.90 65.04
5,538.68 5,550.91 5,564.01 5,577.11 5,590.21 5,603.31 5,615.54 5,628.64 5,641.74 5,654.84 5,667.94 5,680.16
132,928.32 133,221.76 133,536.16 133,850.56 134,164.96 134,479.36 134,772.80 135,087.20 135,401.60 135,716.00 136,030.40 136,323.84
64.80 64.95 65.10 65.25 65.40 65.56 65.71 65.86 66.01 66.16 66.31 66.46
5,659.20 5,672.30 5,685.40 5,698.50 5,711.60 5,725.58 5,738.68 5,751.78 5,764.88 5,777.98 5,791.08 5,804.18
135,820.80 136,135.20 136,449.60 136,764.00 137,078.40 137,413.76 137,728.16 138,042.56 138,356.96 138,671.36 138,985.76 139,300.16
66.16 66.32 66.47 66.63 66.78 66.93 67.09 67.24 67.40 67.55 67.70 67.86
5,777.98 5,791.95 5,805.05 5,819.02 5,832.12 5,845.22 5,859.20 5,872.30 5,886.27 5,899.37 5,912.47 5,926.44
138,671.36 139,006.72 139,321.12 139,656.48 139,970.88 140,285.28 140,620.64 140,935.04 141,270.40 141,584.80 141,899.20 142,234.56
67.61 67.77 67.93 68.08 68.24 68.40 68.56 68.71 68.87 69.03 69.19 69.34
5,904.61 5,918.58 5,932.56 5,945.66 5,959.63 5,973.60 5,987.58 6,000.68 6,014.65 6,028.62 6,042.60 6,055.70
141,710.56 142,045.92 142,381.28 142,695.68 143,031.04 143,366.40 143,701.76 144,016.16 144,351.52 144,686.88 145,022.24 145,336.64
68.97 69.13 69.29 69.45 69.62 69.78 69.94 70.10 70.26 70.42 70.58 70.74
6,023.38 6,037.36 6,051.33 6,065.30 6,080.15 6,094.12 6,108.10 6,122.07 6,136.04 6,150.02 6,163.99 6,177.96
144,561.12 144,896.48 145,231.84 145,567.20 145,923.52 146,258.88 146,594.24 146,929.60 147,264.96 147,600.32 147,935.68 148,271.04
Range Schedule: PO4
Def Comp
5.50%PAY TYPE
205.68 Step 1 Hourly
Step 1 Semi-Monthly
Step 1 Annual
213.41 Step 2 Hourly
Step 2 Semi-Monthly
Step 2 Annual
223.21 Step 3 Hourly
Step 3 Semi-Monthly
Step 3 Annual
233.15 Step 4 Hourly
Step 4 Semi-Monthly
Step 4 Annual
253.38 Step 5 Hourly
Step 5 Semi-Monthly
Step 5 Annual
266.20 MPO/Corporal Hourly
MPO/Corporal Semi- Mo.
MPO/Corporal Annual
Range Schedule: PS4
Def
Comp PAY TYPE
284.02 Step 1 Hourly
Step 1 Semi-Monthly
Step 1 Annual
290.22 Step 2 Hourly
Step 2 Semi-Monthly
Step 2 Annual
296.32 Step 3 Hourly
Step 3 Semi-Monthly
Step 3 Annual
302.80 Step 4 Hourly
Step 4 Semi-Monthly
Step 4 Annual
308.90 Step 5 Hourly
Step 5 Semi-Monthly
Step 5 Annual
36 37 38 39 40 41 42 43 44 45 46 47
PO PO PO PO PO PO PO PO PO PO PO PO
10.25%10.50%10.75%11.00%11.25%11.50%11.75%12.00%12.25%12.50%12.75%13.00%
47.21 47.32 47.42 47.53 47.64 47.74 47.85 47.96 48.07 48.17 48.28 48.39
4,123.01 4,132.62 4,141.35 4,150.96 4,160.56 4,169.30 4,178.90 4,188.51 4,198.12 4,206.85 4,216.46 4,226.06
98,952.16 99,182.72 99,392.32 99,622.88 99,853.44 100,063.04 100,293.60 100,524.16 100,754.72 100,964.32 101,194.88 101,425.44
48.98 49.10 49.21 49.32 49.43 49.54 49.65 49.76 49.87 49.98 50.09 50.21
4,277.59 4,288.07 4,297.68 4,307.28 4,316.89 4,326.50 4,336.10 4,345.71 4,355.32 4,364.92 4,374.53 4,385.01
102,662.08 102,913.60 103,144.16 103,374.72 103,605.28 103,835.84 104,066.40 104,296.96 104,527.52 104,758.08 104,988.64 105,240.16
51.23 51.35 51.47 51.58 51.70 51.81 51.93 52.05 52.16 52.28 52.39 52.51
4,474.09 4,484.57 4,495.05 4,504.66 4,515.14 4,524.74 4,535.22 4,545.70 4,555.31 4,565.79 4,575.40 4,585.88
107,378.08 107,629.60 107,881.12 108,111.68 108,363.20 108,593.76 108,845.28 109,096.80 109,327.36 109,578.88 109,809.44 110,060.96
53.52 53.64 53.76 53.88 54.00 54.12 54.24 54.36 54.49 54.61 54.73 54.85
4,674.08 4,684.56 4,695.04 4,705.52 4,716.00 4,726.48 4,736.96 4,747.44 4,758.80 4,769.28 4,779.76 4,790.24
112,177.92 112,429.44 112,680.96 112,932.48 113,184.00 113,435.52 113,687.04 113,938.56 114,211.04 114,462.56 114,714.08 114,965.60
58.16 58.29 58.42 58.55 58.68 58.82 58.95 59.08 59.21 59.34 59.48 59.61
5,079.31 5,090.66 5,102.02 5,113.37 5,124.72 5,136.95 5,148.30 5,159.66 5,171.01 5,182.36 5,194.59 5,205.94
121,903.36 122,175.84 122,448.32 122,720.80 122,993.28 123,286.72 123,559.20 123,831.68 124,104.16 124,376.64 124,670.08 124,942.56
61.10 61.24 61.38 61.52 61.65 61.79 61.93 62.07 62.21 62.35 62.49 62.62
5,336.07 5,348.30 5,360.52 5,372.75 5,384.10 5,396.33 5,408.56 5,420.78 5,433.01 5,445.24 5,457.46 5,468.82
128,065.60 128,359.04 128,652.48 128,945.92 129,218.40 129,511.84 129,805.28 130,098.72 130,392.16 130,685.60 130,979.04 131,251.52
36 37 38 39 40 41 42 43 44 45 46 47
SGT SGT SGT SGT SGT SGT SGT SGT SGT SGT SGT SGT
10.25%10.50%10.75%11.00%11.25%11.50%11.75%12.00%12.25%12.50%12.75%13.00%
65.19 65.34 65.49 65.63 65.78 65.93 66.08 66.23 66.37 66.52 66.67 66.82
5,693.26 5,706.36 5,719.46 5,731.69 5,744.79 5,757.89 5,770.99 5,784.09 5,796.32 5,809.42 5,822.52 5,835.62
136,638.24 136,952.64 137,267.04 137,560.48 137,874.88 138,189.28 138,503.68 138,818.08 139,111.52 139,425.92 139,740.32 140,054.72
66.61 66.76 66.92 67.07 67.22 67.37 67.52 67.67 67.82 67.97 68.12 68.27
5,817.28 5,830.38 5,844.35 5,857.45 5,870.55 5,883.65 5,896.75 5,909.85 5,922.95 5,936.05 5,949.15 5,962.25
139,614.56 139,928.96 140,264.32 140,578.72 140,893.12 141,207.52 141,521.92 141,836.32 142,150.72 142,465.12 142,779.52 143,093.92
68.01 68.17 68.32 68.48 68.63 68.78 68.94 69.09 69.25 69.40 69.56 69.71
5,939.54 5,953.52 5,966.62 5,980.59 5,993.69 6,006.79 6,020.76 6,033.86 6,047.84 6,060.94 6,074.91 6,088.01
142,548.96 142,884.32 143,198.72 143,534.08 143,848.48 144,162.88 144,498.24 144,812.64 145,148.00 145,462.40 145,797.76 146,112.16
69.50 69.66 69.82 69.97 70.13 70.29 70.45 70.60 70.76 70.92 71.08 71.24
6,069.67 6,083.64 6,097.62 6,110.72 6,124.69 6,138.66 6,152.64 6,165.74 6,179.71 6,193.68 6,207.66 6,221.63
145,672.00 146,007.36 146,342.72 146,657.12 146,992.48 147,327.84 147,663.20 147,977.60 148,312.96 148,648.32 148,983.68 149,319.04
70.90 71.06 71.22 71.38 71.54 71.71 71.87 72.03 72.19 72.35 72.51 72.67
6,191.94 6,205.91 6,219.88 6,233.86 6,247.83 6,262.68 6,276.65 6,290.62 6,304.60 6,318.57 6,332.54 6,346.52
148,606.40 148,941.76 149,277.12 149,612.48 149,947.84 150,304.16 150,639.52 150,974.88 151,310.24 151,645.60 151,980.96 152,316.32
Range Schedule: PO4
Def Comp
5.50%PAY TYPE
205.68 Step 1 Hourly
Step 1 Semi-Monthly
Step 1 Annual
213.41 Step 2 Hourly
Step 2 Semi-Monthly
Step 2 Annual
223.21 Step 3 Hourly
Step 3 Semi-Monthly
Step 3 Annual
233.15 Step 4 Hourly
Step 4 Semi-Monthly
Step 4 Annual
253.38 Step 5 Hourly
Step 5 Semi-Monthly
Step 5 Annual
266.20 MPO/Corporal Hourly
MPO/Corporal Semi- Mo.
MPO/Corporal Annual
Range Schedule: PS4
Def
Comp PAY TYPE
284.02 Step 1 Hourly
Step 1 Semi-Monthly
Step 1 Annual
290.22 Step 2 Hourly
Step 2 Semi-Monthly
Step 2 Annual
296.32 Step 3 Hourly
Step 3 Semi-Monthly
Step 3 Annual
302.80 Step 4 Hourly
Step 4 Semi-Monthly
Step 4 Annual
308.90 Step 5 Hourly
Step 5 Semi-Monthly
Step 5 Annual
48 49 50 51 52 53 54 55 56 57 58 59
PO PO PO PO PO PO PO PO PO PO PO PO
13.25%13.50%13.75%14.00%14.25%14.50%14.75%15.00%15.25%15.50%15.75%16.00%
48.49 48.60 48.71 48.81 48.92 49.03 49.14 49.24 49.35 49.46 49.56 49.67
4,234.80 4,244.40 4,254.01 4,262.74 4,272.35 4,281.96 4,291.56 4,300.30 4,309.90 4,319.51 4,328.24 4,337.85
101,635.04 101,865.60 102,096.16 102,305.76 102,536.32 102,766.88 102,997.44 103,207.04 103,437.60 103,668.16 103,877.76 104,108.32
50.32 50.43 50.54 50.65 50.76 50.87 50.98 51.09 51.21 51.32 51.43 51.54
4,394.62 4,404.22 4,413.83 4,423.44 4,433.04 4,442.65 4,452.26 4,461.86 4,472.34 4,481.95 4,491.56 4,501.16
105,470.72 105,701.28 105,931.84 106,162.40 106,392.96 106,623.52 106,854.08 107,084.64 107,336.16 107,566.72 107,797.28 108,027.84
52.63 52.74 52.86 52.98 53.09 53.21 53.32 53.44 53.56 53.67 53.79 53.91
4,596.36 4,605.96 4,616.44 4,626.92 4,636.53 4,647.01 4,656.62 4,667.10 4,677.58 4,687.18 4,697.66 4,708.14
110,312.48 110,543.04 110,794.56 111,046.08 111,276.64 111,528.16 111,758.72 112,010.24 112,261.76 112,492.32 112,743.84 112,995.36
54.97 55.09 55.21 55.34 55.46 55.58 55.70 55.82 55.94 56.06 56.19 56.31
4,800.72 4,811.20 4,821.68 4,833.03 4,843.51 4,853.99 4,864.47 4,874.95 4,885.43 4,895.91 4,907.26 4,917.74
115,217.12 115,468.64 115,720.16 115,992.64 116,244.16 116,495.68 116,747.20 116,998.72 117,250.24 117,501.76 117,774.24 118,025.76
59.74 59.87 60.00 60.14 60.27 60.40 60.53 60.66 60.79 60.93 61.06 61.19
5,217.30 5,228.65 5,240.00 5,252.23 5,263.58 5,274.94 5,286.29 5,297.64 5,309.00 5,321.22 5,332.58 5,343.93
125,215.04 125,487.52 125,760.00 126,053.44 126,325.92 126,598.40 126,870.88 127,143.36 127,415.84 127,709.28 127,981.76 128,254.24
62.76 62.90 63.04 63.18 63.32 63.46 63.59 63.73 63.87 64.01 64.15 64.29
5,481.04 5,493.27 5,505.50 5,517.72 5,529.95 5,542.18 5,553.53 5,565.76 5,577.98 5,590.21 5,602.44 5,614.66
131,544.96 131,838.40 132,131.84 132,425.28 132,718.72 133,012.16 133,284.64 133,578.08 133,871.52 134,164.96 134,458.40 134,751.84
48 49 50 51 52 53 54 55 56 57 58 59
SGT SGT SGT SGT SGT SGT SGT SGT SGT SGT SGT SGT
13.25%13.50%13.75%14.00%14.25%14.50%14.75%15.00%15.25%15.50%15.75%16.00%
66.96 67.11 67.26 67.41 67.56 67.70 67.85 68.00 68.15 68.30 68.44 68.59
5,847.84 5,860.94 5,874.04 5,887.14 5,900.24 5,912.47 5,925.57 5,938.67 5,951.77 5,964.87 5,977.10 5,990.20
140,348.16 140,662.56 140,976.96 141,291.36 141,605.76 141,899.20 142,213.60 142,528.00 142,842.40 143,156.80 143,450.24 143,764.64
68.43 68.58 68.73 68.88 69.03 69.18 69.33 69.48 69.63 69.79 69.94 70.09
5,976.22 5,989.32 6,002.42 6,015.52 6,028.62 6,041.72 6,054.82 6,067.92 6,081.02 6,095.00 6,108.10 6,121.20
143,429.28 143,743.68 144,058.08 144,372.48 144,686.88 145,001.28 145,315.68 145,630.08 145,944.48 146,279.84 146,594.24 146,908.64
69.86 70.02 70.17 70.33 70.48 70.64 70.79 70.94 71.10 71.25 71.41 71.56
6,101.11 6,115.08 6,128.18 6,142.16 6,155.26 6,169.23 6,182.33 6,195.43 6,209.40 6,222.50 6,236.48 6,249.58
146,426.56 146,761.92 147,076.32 147,411.68 147,726.08 148,061.44 148,375.84 148,690.24 149,025.60 149,340.00 149,675.36 149,989.76
71.39 71.55 71.71 71.87 72.02 72.18 72.34 72.50 72.65 72.81 72.97 73.13
6,234.73 6,248.70 6,262.68 6,276.65 6,289.75 6,303.72 6,317.70 6,331.67 6,344.77 6,358.74 6,372.72 6,386.69
149,633.44 149,968.80 150,304.16 150,639.52 150,953.92 151,289.28 151,624.64 151,960.00 152,274.40 152,609.76 152,945.12 153,280.48
72.83 72.99 73.15 73.31 73.47 73.63 73.80 73.96 74.12 74.28 74.44 74.60
6,360.49 6,374.46 6,388.44 6,402.41 6,416.38 6,430.36 6,445.20 6,459.18 6,473.15 6,487.12 6,501.10 6,515.07
152,651.68 152,987.04 153,322.40 153,657.76 153,993.12 154,328.48 154,684.80 155,020.16 155,355.52 155,690.88 156,026.24 156,361.60
Range Schedule: PO4
Def Comp
5.50%PAY TYPE
205.68 Step 1 Hourly
Step 1 Semi-Monthly
Step 1 Annual
213.41 Step 2 Hourly
Step 2 Semi-Monthly
Step 2 Annual
223.21 Step 3 Hourly
Step 3 Semi-Monthly
Step 3 Annual
233.15 Step 4 Hourly
Step 4 Semi-Monthly
Step 4 Annual
253.38 Step 5 Hourly
Step 5 Semi-Monthly
Step 5 Annual
266.20 MPO/Corporal Hourly
MPO/Corporal Semi- Mo.
MPO/Corporal Annual
Range Schedule: PS4
Def
Comp PAY TYPE
284.02 Step 1 Hourly
Step 1 Semi-Monthly
Step 1 Annual
290.22 Step 2 Hourly
Step 2 Semi-Monthly
Step 2 Annual
296.32 Step 3 Hourly
Step 3 Semi-Monthly
Step 3 Annual
302.80 Step 4 Hourly
Step 4 Semi-Monthly
Step 4 Annual
308.90 Step 5 Hourly
Step 5 Semi-Monthly
Step 5 Annual
60 61
PO PO
16.25%16.50%
49.78 49.89
4,347.46 4,357.06
104,338.88 104,569.44
51.65 51.76
4,510.77 4,520.38
108,258.40 108,488.96
54.02 54.14
4,717.75 4,728.23
113,225.92 113,477.44
56.43 56.55
4,928.22 4,938.70
118,277.28 118,528.80
61.32 61.45
5,355.28 5,366.64
128,526.72 128,799.20
64.43 64.56
5,626.89 5,638.24
135,045.28 135,317.76
60 61
SGT SGT
16.25%16.50%
68.74 68.89
6,003.30 6,016.40
144,079.04 144,393.44
70.24 70.39
6,134.30 6,147.40
147,223.04 147,537.44
71.71 71.87
6,262.68 6,276.65
150,304.16 150,639.52
73.28 73.44
6,399.79 6,413.76
153,594.88 153,930.24
74.76 74.92
6,529.04 6,543.02
156,696.96 157,032.32
Annual salary based on 2088 hours per year for 2025.
Step 1 Step 2 Step 3 Step 4 Step 5 Corporal/MPO
Police Officer Annual 92,978.64 96,486.48 100,913.04 105,402.24 114,547.68 120,352.32
Monthly 7,748.22 8,040.54 8,409.42 8,783.52 9,545.64 10,029.36
Semi-Monthly 3,874.11 4,020.27 4,204.71 4,391.76 4,772.82 5,014.68
Hourly 44.53 46.21 48.33 50.48 54.86 57.64
+Longevity Base +1.25% Hourly 45.09 46.79 48.93 51.11 55.55 58.36
Base +1.25% Semi-Monthly 3,922.83 4,070.73 4,256.91 4,446.57 4,832.85 5,077.32
Base +2.50% Hourly 45.64 47.37 49.54 51.74 56.23 59.08
Base +2.50% Semi-Monthly 3,970.68 4,121.19 4,309.98 4,501.38 4,892.01 5,139.96
Base +9.25% Hourly 48.65 50.48 52.80 55.15 59.93 62.97
Base + 9.25% Semi-Monthly 4,232.55 4,391.76 4,593.60 4,798.05 5,213.91 5,478.39
Base +10.50% Hourly 49.21 51.06 53.40 55.78 60.62 63.69
Base +10.50% Semi-Monthly 4,281.27 4,442.22 4,645.80 4,852.86 5,273.94 5,541.03
Base +12.00% Hourly 49.87 51.76 54.13 56.54 61.44 64.56
Base +12.00% Semi-Monthly 4,338.69 4,503.12 4,709.31 4,918.98 5,345.28 5,616.72
Deferred Comp. 5.50%213.08 221.11 231.26 241.55 262.51 275.81
Step 1 Step 2 Step 3 Step 4 Step 5
(OIC)
Sergeant Annual 128,412.00 131,230.80 133,986.96 136,931.04 139,687.20
Monthly 10,701.00 10,935.90 11,165.58 11,410.92 11,640.60
Semi-Monthly 5,350.50 5,467.95 5,582.79 5,705.46 5,820.30
Hourly 61.50 62.85 64.17 65.58 66.90
+Longevity Base +1.25% Hourly 62.27 63.64 64.97 66.40 67.74
Base +1.25% Semi-Monthly 5,417.49 5,536.68 5,652.39 5,776.80 5,893.38
Base +2.50% Hourly 63.04 64.42 65.77 67.22 68.57
Base +2.50% Semi-Monthly 5,484.48 5,604.54 5,721.99 5,848.14 5,965.59
Base +9.25% Hourly 67.19 68.66 70.11 71.65 73.09
Base + 9.25% Semi-Monthly 5,845.53 5,973.42 6,099.57 6,233.55 6,358.83
Base +10.5% Hourly 67.96 69.45 70.91 72.47 73.92
Base +10.5% Semi-Monthly 5,912.52 6,042.15 6,169.17 6,304.89 6,431.04
Base +12.00% Hourly 68.88 70.39 71.87 73.45 74.93
Base +12.00% Semi-Monthly 5,992.56 6,123.93 6,252.69 6,390.15 6,518.91
Deferred Comp. 5.50%294.28 300.74 307.05 313.80 320.12
Effective January 1, 2025, the base rates of pay for employees shall be as follows:
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.
BPOG Pay Plan with 4% CPI Adjustment
APPENDIX A
TO THE AGREEMENT BY AND BETWEEN THE CITY OF BREMERTON AND THE BREMERTON POLICE OFFICERS GUILD
Effective January 1, 2025 to December 31, 2025
2025 POLICE SALARY SCHEDULE
2025 Annual Hours 2088
Range Schedule: PO5 1 2 3 4 5 6 7 8 8 9 10 11
Def Comp PATROL PO PO PO PO PO PO PO PO PO PO PO
5.50%PAY TYPE OFFICER 1.00%1.25%2.00%2.25%2.50%2.75%3.00%3.25%3.50%3.75%4.00%
213.08 Step 1 Hourly 44.53 44.98 45.09 45.42 45.53 45.64 45.75 45.87 45.98 46.09 46.20 46.31
Step 1 Semi-Monthly 3,874.11 3,913.26 3,922.83 3,951.54 3,961.11 3,970.68 3,980.25 3,990.69 4,000.26 4,009.83 4,019.40 4,028.97
Step 1 Annual 92,978.64 93,918.24 94,147.92 94,836.96 95,066.64 95,296.32 95,526.00 95,776.56 96,006.24 96,235.92 96,465.60 96,695.28
221.11 Step 2 Hourly 46.21 46.67 46.79 47.13 47.25 47.37 47.48 47.60 47.71 47.83 47.94 48.06
Step 2 Semi-Monthly 4,020.27 4,060.29 4,070.73 4,100.31 4,110.75 4,121.19 4,130.76 4,141.20 4,150.77 4,161.21 4,170.78 4,181.22
Step 2 Annual 96,486.48 97,446.96 97,697.52 98,407.44 98,658.00 98,908.56 99,138.24 99,388.80 99,618.48 99,869.04 100,098.72 100,349.28
231.26 Step 3 Hourly 48.33 48.81 48.93 49.30 49.42 49.54 49.66 49.78 49.90 50.02 50.14 50.26
Step 3 Semi-Monthly 4,204.71 4,246.47 4,256.91 4,289.10 4,299.54 4,309.98 4,320.42 4,330.86 4,341.30 4,351.74 4,362.18 4,372.62
Step 3 Annual 100,913.04 101,915.28 102,165.84 102,938.40 103,188.96 103,439.52 103,690.08 103,940.64 104,191.20 104,441.76 104,692.32 104,942.88
241.55 Step 4 Hourly 50.48 50.98 51.11 51.49 51.62 51.74 51.87 51.99 52.12 52.25 52.37 52.50
Step 4 Semi-Monthly 4,391.76 4,435.26 4,446.57 4,479.63 4,490.94 4,501.38 4,512.69 4,523.13 4,534.44 4,545.75 4,556.19 4,567.50
Step 4 Annual 105,402.24 106,446.24 106,717.68 107,511.12 107,782.56 108,033.12 108,304.56 108,555.12 108,826.56 109,098.00 109,348.56 109,620.00
262.51 Step 5 Hourly 54.86 55.41 55.55 55.96 56.09 56.23 56.37 56.51 56.64 56.78 56.92 57.05
Step 5 Semi-Monthly 4,772.82 4,820.67 4,832.85 4,868.52 4,879.83 4,892.01 4,904.19 4,916.37 4,927.68 4,939.86 4,952.04 4,963.35
Step 5 Annual 114,547.68 115,696.08 115,988.40 116,844.48 117,115.92 117,408.24 117,700.56 117,992.88 118,264.32 118,556.64 118,848.96 119,120.40
275.81 MPO/Corporal Hourly 57.64 58.22 58.36 58.79 58.94 59.08 59.23 59.37 59.51 59.66 59.80 59.95
MPO/Corporal Semi- Mo.5,014.68 5,065.14 5,077.32 5,114.73 5,127.78 5,139.96 5,153.01 5,165.19 5,177.37 5,190.42 5,202.60 5,215.65
MPO/Corporal Annual 120,352.32 121,563.36 121,855.68 122,753.52 123,066.72 123,359.04 123,672.24 123,964.56 124,256.88 124,570.08 124,862.40 125,175.60
Range Schedule: PS5 1 2 3 4 5 6 7 8 8 9 10 11
Def SGT SGT SGT SGT SGT SGT SGT SGT SGT SGT SGT
Comp PAY TYPE SERGEANT 1.00%1.25%2.00%2.25%2.50%2.75%3.00%3.25%3.50%3.75%4.00%
294.28 Step 1 Hourly 61.50 62.12 62.27 62.73 62.88 63.04 63.19 63.35 63.50 63.65 63.81 63.96
Step 1 Semi-Monthly 5,350.50 5,404.44 5,417.49 5,457.51 5,470.56 5,484.48 5,497.53 5,511.45 5,524.50 5,537.55 5,551.47 5,564.52
Step 1 Annual 128,412.00 129,706.56 130,019.76 130,980.24 131,293.44 131,627.52 131,940.72 132,274.80 132,588.00 132,901.20 133,235.28 133,548.48
300.74 Step 2 Hourly 62.85 63.48 63.64 64.11 64.26 64.42 64.58 64.74 64.89 65.05 65.21 65.36
Step 2 Semi-Monthly 5,467.95 5,522.76 5,536.68 5,577.57 5,590.62 5,604.54 5,618.46 5,632.38 5,645.43 5,659.35 5,673.27 5,686.32
Step 2 Annual 131,230.80 132,546.24 132,880.32 133,861.68 134,174.88 134,508.96 134,843.04 135,177.12 135,490.32 135,824.40 136,158.48 136,471.68
307.05 Step 3 Hourly 64.17 64.81 64.97 65.45 65.61 65.77 65.93 66.10 66.26 66.42 66.58 66.74
Step 3 Semi-Monthly 5,582.79 5,638.47 5,652.39 5,694.15 5,708.07 5,721.99 5,735.91 5,750.70 5,764.62 5,778.54 5,792.46 5,806.38
Step 3 Annual 133,986.96 135,323.28 135,657.36 136,659.60 136,993.68 137,327.76 137,661.84 138,016.80 138,350.88 138,684.96 139,019.04 139,353.12
313.80 Step 4 Hourly 65.58 66.24 66.40 66.89 67.06 67.22 67.38 67.55 67.71 67.88 68.04 68.20
Step 4 Semi-Monthly 5,705.46 5,762.88 5,776.80 5,819.43 5,834.22 5,848.14 5,862.06 5,876.85 5,890.77 5,905.56 5,919.48 5,933.40
Step 4 Annual 136,931.04 138,309.12 138,643.20 139,666.32 140,021.28 140,355.36 140,689.44 141,044.40 141,378.48 141,733.44 142,067.52 142,401.60
320.12 Step 5 Hourly 66.90 67.57 67.74 68.24 68.41 68.57 68.74 68.91 69.07 69.24 69.41 69.58
Step 5 Semi-Monthly 5,820.30 5,878.59 5,893.38 5,936.88 5,951.67 5,965.59 5,980.38 5,995.17 6,009.09 6,023.88 6,038.67 6,053.46
Step 5 Annual 139,687.20 141,086.16 141,441.12 142,485.12 142,840.08 143,174.16 143,529.12 143,884.08 144,218.16 144,573.12 144,928.08 145,283.04
Range Schedule: PO5
Def Comp
5.50%PAY TYPE
213.08 Step 1 Hourly
Step 1 Semi-Monthly
Step 1 Annual
221.11 Step 2 Hourly
Step 2 Semi-Monthly
Step 2 Annual
231.26 Step 3 Hourly
Step 3 Semi-Monthly
Step 3 Annual
241.55 Step 4 Hourly
Step 4 Semi-Monthly
Step 4 Annual
262.51 Step 5 Hourly
Step 5 Semi-Monthly
Step 5 Annual
275.81 MPO/Corporal Hourly
MPO/Corporal Semi- Mo.
MPO/Corporal Annual
Range Schedule: PS5
Def
Comp PAY TYPE
294.28 Step 1 Hourly
Step 1 Semi-Monthly
Step 1 Annual
300.74 Step 2 Hourly
Step 2 Semi-Monthly
Step 2 Annual
307.05 Step 3 Hourly
Step 3 Semi-Monthly
Step 3 Annual
313.80 Step 4 Hourly
Step 4 Semi-Monthly
Step 4 Annual
320.12 Step 5 Hourly
Step 5 Semi-Monthly
Step 5 Annual
12 13 14 15 16 17 18 19 20 21 22 23
PO PO PO PO PO PO PO PO PO PO PO PO
4.25%4.50%4.75%5.00%5.25%5.50%5.75%6.00%6.25%6.50%6.75%7.00%
46.42 46.53 46.65 46.76 46.87 46.98 47.09 47.20 47.31 47.42 47.54 47.65
4,038.54 4,048.11 4,058.55 4,068.12 4,077.69 4,087.26 4,096.83 4,106.40 4,115.97 4,125.54 4,135.98 4,145.55
96,924.96 97,154.64 97,405.20 97,634.88 97,864.56 98,094.24 98,323.92 98,553.60 98,783.28 99,012.96 99,263.52 99,493.20
48.17 48.29 48.40 48.52 48.64 48.75 48.87 48.98 49.10 49.21 49.33 49.44
4,190.79 4,201.23 4,210.80 4,221.24 4,231.68 4,241.25 4,251.69 4,261.26 4,271.70 4,281.27 4,291.71 4,301.28
100,578.96 100,829.52 101,059.20 101,309.76 101,560.32 101,790.00 102,040.56 102,270.24 102,520.80 102,750.48 103,001.04 103,230.72
50.38 50.50 50.63 50.75 50.87 50.99 51.11 51.23 51.35 51.47 51.59 51.71
4,383.06 4,393.50 4,404.81 4,415.25 4,425.69 4,436.13 4,446.57 4,457.01 4,467.45 4,477.89 4,488.33 4,498.77
105,193.44 105,444.00 105,715.44 105,966.00 106,216.56 106,467.12 106,717.68 106,968.24 107,218.80 107,469.36 107,719.92 107,970.48
52.63 52.75 52.88 53.00 53.13 53.26 53.38 53.51 53.64 53.76 53.89 54.01
4,578.81 4,589.25 4,600.56 4,611.00 4,622.31 4,633.62 4,644.06 4,655.37 4,666.68 4,677.12 4,688.43 4,698.87
109,891.44 110,142.00 110,413.44 110,664.00 110,935.44 111,206.88 111,457.44 111,728.88 112,000.32 112,250.88 112,522.32 112,772.88
57.19 57.33 57.47 57.60 57.74 57.88 58.01 58.15 58.29 58.43 58.56 58.70
4,975.53 4,987.71 4,999.89 5,011.20 5,023.38 5,035.56 5,046.87 5,059.05 5,071.23 5,083.41 5,094.72 5,106.90
119,412.72 119,705.04 119,997.36 120,268.80 120,561.12 120,853.44 121,124.88 121,417.20 121,709.52 122,001.84 122,273.28 122,565.60
60.09 60.23 60.38 60.52 60.67 60.81 60.95 61.10 61.24 61.39 61.53 61.67
5,227.83 5,240.01 5,253.06 5,265.24 5,278.29 5,290.47 5,302.65 5,315.70 5,327.88 5,340.93 5,353.11 5,365.29
125,467.92 125,760.24 126,073.44 126,365.76 126,678.96 126,971.28 127,263.60 127,576.80 127,869.12 128,182.32 128,474.64 128,766.96
12 13 14 15 16 17 18 19 20 21 22 23
SGT SGT SGT SGT SGT SGT SGT SGT SGT SGT SGT SGT
4.25%4.50%4.75%5.00%5.25%5.50%5.75%6.00%6.25%6.50%6.75%7.00%
64.11 64.27 64.42 64.58 64.73 64.88 65.04 65.19 65.34 65.50 65.65 65.81
5,577.57 5,591.49 5,604.54 5,618.46 5,631.51 5,644.56 5,658.48 5,671.53 5,684.58 5,698.50 5,711.55 5,725.47
133,861.68 134,195.76 134,508.96 134,843.04 135,156.24 135,469.44 135,803.52 136,116.72 136,429.92 136,764.00 137,077.20 137,411.28
65.52 65.68 65.84 65.99 66.15 66.31 66.46 66.62 66.78 66.94 67.09 67.25
5,700.24 5,714.16 5,728.08 5,741.13 5,755.05 5,768.97 5,782.02 5,795.94 5,809.86 5,823.78 5,836.83 5,850.75
136,805.76 137,139.84 137,473.92 137,787.12 138,121.20 138,455.28 138,768.48 139,102.56 139,436.64 139,770.72 140,083.92 140,418.00
66.90 67.06 67.22 67.38 67.54 67.70 67.86 68.02 68.18 68.34 68.50 68.66
5,820.30 5,834.22 5,848.14 5,862.06 5,875.98 5,889.90 5,903.82 5,917.74 5,931.66 5,945.58 5,959.50 5,973.42
139,687.20 140,021.28 140,355.36 140,689.44 141,023.52 141,357.60 141,691.68 142,025.76 142,359.84 142,693.92 143,028.00 143,362.08
68.37 68.53 68.70 68.86 69.02 69.19 69.35 69.51 69.68 69.84 70.01 70.17
5,948.19 5,962.11 5,976.90 5,990.82 6,004.74 6,019.53 6,033.45 6,047.37 6,062.16 6,076.08 6,090.87 6,104.79
142,756.56 143,090.64 143,445.60 143,779.68 144,113.76 144,468.72 144,802.80 145,136.88 145,491.84 145,825.92 146,180.88 146,514.96
69.74 69.91 70.08 70.25 70.41 70.58 70.75 70.91 71.08 71.25 71.42 71.58
6,067.38 6,082.17 6,096.96 6,111.75 6,125.67 6,140.46 6,155.25 6,169.17 6,183.96 6,198.75 6,213.54 6,227.46
145,617.12 145,972.08 146,327.04 146,682.00 147,016.08 147,371.04 147,726.00 148,060.08 148,415.04 148,770.00 149,124.96 149,459.04
Range Schedule: PO5
Def Comp
5.50%PAY TYPE
213.08 Step 1 Hourly
Step 1 Semi-Monthly
Step 1 Annual
221.11 Step 2 Hourly
Step 2 Semi-Monthly
Step 2 Annual
231.26 Step 3 Hourly
Step 3 Semi-Monthly
Step 3 Annual
241.55 Step 4 Hourly
Step 4 Semi-Monthly
Step 4 Annual
262.51 Step 5 Hourly
Step 5 Semi-Monthly
Step 5 Annual
275.81 MPO/Corporal Hourly
MPO/Corporal Semi- Mo.
MPO/Corporal Annual
Range Schedule: PS5
Def
Comp PAY TYPE
294.28 Step 1 Hourly
Step 1 Semi-Monthly
Step 1 Annual
300.74 Step 2 Hourly
Step 2 Semi-Monthly
Step 2 Annual
307.05 Step 3 Hourly
Step 3 Semi-Monthly
Step 3 Annual
313.80 Step 4 Hourly
Step 4 Semi-Monthly
Step 4 Annual
320.12 Step 5 Hourly
Step 5 Semi-Monthly
Step 5 Annual
24 25 26 27 28 29 30 31 32 33 34 35
PO PO PO PO PO PO PO PO PO PO PO PO
7.25%7.50%7.75%8.00%8.25%8.50%8.75%9.00%9.25%9.50%9.75%10.00%
47.76 47.87 47.98 48.09 48.20 48.32 48.43 48.54 48.65 48.76 48.87 48.98
4,155.12 4,164.69 4,174.26 4,183.83 4,193.40 4,203.84 4,213.41 4,222.98 4,232.55 4,242.12 4,251.69 4,261.26
99,722.88 99,952.56 100,182.24 100,411.92 100,641.60 100,892.16 101,121.84 101,351.52 101,581.20 101,810.88 102,040.56 102,270.24
49.56 49.68 49.79 49.91 50.02 50.14 50.25 50.37 50.48 50.60 50.72 50.83
4,311.72 4,322.16 4,331.73 4,342.17 4,351.74 4,362.18 4,371.75 4,382.19 4,391.76 4,402.20 4,412.64 4,422.21
103,481.28 103,731.84 103,961.52 104,212.08 104,441.76 104,692.32 104,922.00 105,172.56 105,402.24 105,652.80 105,903.36 106,133.04
51.83 51.95 52.08 52.20 52.32 52.44 52.56 52.68 52.80 52.92 53.04 53.16
4,509.21 4,519.65 4,530.96 4,541.40 4,551.84 4,562.28 4,572.72 4,583.16 4,593.60 4,604.04 4,614.48 4,624.92
108,221.04 108,471.60 108,743.04 108,993.60 109,244.16 109,494.72 109,745.28 109,995.84 110,246.40 110,496.96 110,747.52 110,998.08
54.14 54.27 54.39 54.52 54.64 54.77 54.90 55.02 55.15 55.28 55.40 55.53
4,710.18 4,721.49 4,731.93 4,743.24 4,753.68 4,764.99 4,776.30 4,786.74 4,798.05 4,809.36 4,819.80 4,831.11
113,044.32 113,315.76 113,566.32 113,837.76 114,088.32 114,359.76 114,631.20 114,881.76 115,153.20 115,424.64 115,675.20 115,946.64
58.84 58.97 59.11 59.25 59.39 59.52 59.66 59.80 59.93 60.07 60.21 60.35
5,119.08 5,130.39 5,142.57 5,154.75 5,166.93 5,178.24 5,190.42 5,202.60 5,213.91 5,226.09 5,238.27 5,250.45
122,857.92 123,129.36 123,421.68 123,714.00 124,006.32 124,277.76 124,570.08 124,862.40 125,133.84 125,426.16 125,718.48 126,010.80
61.82 61.96 62.11 62.25 62.40 62.54 62.68 62.83 62.97 63.12 63.26 63.40
5,378.34 5,390.52 5,403.57 5,415.75 5,428.80 5,440.98 5,453.16 5,466.21 5,478.39 5,491.44 5,503.62 5,515.80
129,080.16 129,372.48 129,685.68 129,978.00 130,291.20 130,583.52 130,875.84 131,189.04 131,481.36 131,794.56 132,086.88 132,379.20
24 25 26 27 28 29 30 31 32 33 34 35
SGT SGT SGT SGT SGT SGT SGT SGT SGT SGT SGT SGT
7.25%7.50%7.75%8.00%8.25%8.50%8.75%9.00%9.25%9.50%9.75%10.00%
65.96 66.11 66.27 66.42 66.57 66.73 66.88 67.04 67.19 67.34 67.50 67.65
5,738.52 5,751.57 5,765.49 5,778.54 5,791.59 5,805.51 5,818.56 5,832.48 5,845.53 5,858.58 5,872.50 5,885.55
137,724.48 138,037.68 138,371.76 138,684.96 138,998.16 139,332.24 139,645.44 139,979.52 140,292.72 140,605.92 140,940.00 141,253.20
67.41 67.56 67.72 67.88 68.04 68.19 68.35 68.51 68.66 68.82 68.98 69.14
5,864.67 5,877.72 5,891.64 5,905.56 5,919.48 5,932.53 5,946.45 5,960.37 5,973.42 5,987.34 6,001.26 6,015.18
140,752.08 141,065.28 141,399.36 141,733.44 142,067.52 142,380.72 142,714.80 143,048.88 143,362.08 143,696.16 144,030.24 144,364.32
68.82 68.98 69.14 69.30 69.46 69.62 69.78 69.95 70.11 70.27 70.43 70.59
5,987.34 6,001.26 6,015.18 6,029.10 6,043.02 6,056.94 6,070.86 6,085.65 6,099.57 6,113.49 6,127.41 6,141.33
143,696.16 144,030.24 144,364.32 144,698.40 145,032.48 145,366.56 145,700.64 146,055.60 146,389.68 146,723.76 147,057.84 147,391.92
70.33 70.50 70.66 70.83 70.99 71.15 71.32 71.48 71.65 71.81 71.97 72.14
6,118.71 6,133.50 6,147.42 6,162.21 6,176.13 6,190.05 6,204.84 6,218.76 6,233.55 6,247.47 6,261.39 6,276.18
146,849.04 147,204.00 147,538.08 147,893.04 148,227.12 148,561.20 148,916.16 149,250.24 149,605.20 149,939.28 150,273.36 150,628.32
71.75 71.92 72.08 72.25 72.42 72.59 72.75 72.92 73.09 73.26 73.42 73.59
6,242.25 6,257.04 6,270.96 6,285.75 6,300.54 6,315.33 6,329.25 6,344.04 6,358.83 6,373.62 6,387.54 6,402.33
149,814.00 150,168.96 150,503.04 150,858.00 151,212.96 151,567.92 151,902.00 152,256.96 152,611.92 152,966.88 153,300.96 153,655.92
Range Schedule: PO5
Def Comp
5.50%PAY TYPE
213.08 Step 1 Hourly
Step 1 Semi-Monthly
Step 1 Annual
221.11 Step 2 Hourly
Step 2 Semi-Monthly
Step 2 Annual
231.26 Step 3 Hourly
Step 3 Semi-Monthly
Step 3 Annual
241.55 Step 4 Hourly
Step 4 Semi-Monthly
Step 4 Annual
262.51 Step 5 Hourly
Step 5 Semi-Monthly
Step 5 Annual
275.81 MPO/Corporal Hourly
MPO/Corporal Semi- Mo.
MPO/Corporal Annual
Range Schedule: PS5
Def
Comp PAY TYPE
294.28 Step 1 Hourly
Step 1 Semi-Monthly
Step 1 Annual
300.74 Step 2 Hourly
Step 2 Semi-Monthly
Step 2 Annual
307.05 Step 3 Hourly
Step 3 Semi-Monthly
Step 3 Annual
313.80 Step 4 Hourly
Step 4 Semi-Monthly
Step 4 Annual
320.12 Step 5 Hourly
Step 5 Semi-Monthly
Step 5 Annual
36 37 38 39 40 41 42 43 44 45 46 47
PO PO PO PO PO PO PO PO PO PO PO PO
10.25%10.50%10.75%11.00%11.25%11.50%11.75%12.00%12.25%12.50%12.75%13.00%
49.09 49.21 49.32 49.43 49.54 49.65 49.76 49.87 49.98 50.10 50.21 50.32
4,270.83 4,281.27 4,290.84 4,300.41 4,309.98 4,319.55 4,329.12 4,338.69 4,348.26 4,358.70 4,368.27 4,377.84
102,499.92 102,750.48 102,980.16 103,209.84 103,439.52 103,669.20 103,898.88 104,128.56 104,358.24 104,608.80 104,838.48 105,068.16
50.95 51.06 51.18 51.29 51.41 51.52 51.64 51.76 51.87 51.99 52.10 52.22
4,432.65 4,442.22 4,452.66 4,462.23 4,472.67 4,482.24 4,492.68 4,503.12 4,512.69 4,523.13 4,532.70 4,543.14
106,383.60 106,613.28 106,863.84 107,093.52 107,344.08 107,573.76 107,824.32 108,074.88 108,304.56 108,555.12 108,784.80 109,035.36
53.28 53.40 53.53 53.65 53.77 53.89 54.01 54.13 54.25 54.37 54.49 54.61
4,635.36 4,645.80 4,657.11 4,667.55 4,677.99 4,688.43 4,698.87 4,709.31 4,719.75 4,730.19 4,740.63 4,751.07
111,248.64 111,499.20 111,770.64 112,021.20 112,271.76 112,522.32 112,772.88 113,023.44 113,274.00 113,524.56 113,775.12 114,025.68
55.65 55.78 55.91 56.03 56.16 56.29 56.41 56.54 56.66 56.79 56.92 57.04
4,841.55 4,852.86 4,864.17 4,874.61 4,885.92 4,897.23 4,907.67 4,918.98 4,929.42 4,940.73 4,952.04 4,962.48
116,197.20 116,468.64 116,740.08 116,990.64 117,262.08 117,533.52 117,784.08 118,055.52 118,306.08 118,577.52 118,848.96 119,099.52
60.48 60.62 60.76 60.89 61.03 61.17 61.31 61.44 61.58 61.72 61.85 61.99
5,261.76 5,273.94 5,286.12 5,297.43 5,309.61 5,321.79 5,333.97 5,345.28 5,357.46 5,369.64 5,380.95 5,393.13
126,282.24 126,574.56 126,866.88 127,138.32 127,430.64 127,722.96 128,015.28 128,286.72 128,579.04 128,871.36 129,142.80 129,435.12
63.55 63.69 63.84 63.98 64.12 64.27 64.41 64.56 64.70 64.85 64.99 65.13
5,528.85 5,541.03 5,554.08 5,566.26 5,578.44 5,591.49 5,603.67 5,616.72 5,628.90 5,641.95 5,654.13 5,666.31
132,692.40 132,984.72 133,297.92 133,590.24 133,882.56 134,195.76 134,488.08 134,801.28 135,093.60 135,406.80 135,699.12 135,991.44
36 37 38 39 40 41 42 43 44 45 46 47
SGT SGT SGT SGT SGT SGT SGT SGT SGT SGT SGT SGT
10.25%10.50%10.75%11.00%11.25%11.50%11.75%12.00%12.25%12.50%12.75%13.00%
67.80 67.96 68.11 68.27 68.42 68.57 68.73 68.88 69.03 69.19 69.34 69.50
5,898.60 5,912.52 5,925.57 5,939.49 5,952.54 5,965.59 5,979.51 5,992.56 6,005.61 6,019.53 6,032.58 6,046.50
141,566.40 141,900.48 142,213.68 142,547.76 142,860.96 143,174.16 143,508.24 143,821.44 144,134.64 144,468.72 144,781.92 145,116.00
69.29 69.45 69.61 69.76 69.92 70.08 70.23 70.39 70.55 70.71 70.86 71.02
6,028.23 6,042.15 6,056.07 6,069.12 6,083.04 6,096.96 6,110.01 6,123.93 6,137.85 6,151.77 6,164.82 6,178.74
144,677.52 145,011.60 145,345.68 145,658.88 145,992.96 146,327.04 146,640.24 146,974.32 147,308.40 147,642.48 147,955.68 148,289.76
70.75 70.91 71.07 71.23 71.39 71.55 71.71 71.87 72.03 72.19 72.35 72.51
6,155.25 6,169.17 6,183.09 6,197.01 6,210.93 6,224.85 6,238.77 6,252.69 6,266.61 6,280.53 6,294.45 6,308.37
147,726.00 148,060.08 148,394.16 148,728.24 149,062.32 149,396.40 149,730.48 150,064.56 150,398.64 150,732.72 151,066.80 151,400.88
72.30 72.47 72.63 72.79 72.96 73.12 73.29 73.45 73.61 73.78 73.94 74.11
6,290.10 6,304.89 6,318.81 6,332.73 6,347.52 6,361.44 6,376.23 6,390.15 6,404.07 6,418.86 6,432.78 6,447.57
150,962.40 151,317.36 151,651.44 151,985.52 152,340.48 152,674.56 153,029.52 153,363.60 153,697.68 154,052.64 154,386.72 154,741.68
73.76 73.92 74.09 74.26 74.43 74.59 74.76 74.93 75.10 75.26 75.43 75.60
6,417.12 6,431.04 6,445.83 6,460.62 6,475.41 6,489.33 6,504.12 6,518.91 6,533.70 6,547.62 6,562.41 6,577.20
154,010.88 154,344.96 154,699.92 155,054.88 155,409.84 155,743.92 156,098.88 156,453.84 156,808.80 157,142.88 157,497.84 157,852.80
Range Schedule: PO5
Def Comp
5.50%PAY TYPE
213.08 Step 1 Hourly
Step 1 Semi-Monthly
Step 1 Annual
221.11 Step 2 Hourly
Step 2 Semi-Monthly
Step 2 Annual
231.26 Step 3 Hourly
Step 3 Semi-Monthly
Step 3 Annual
241.55 Step 4 Hourly
Step 4 Semi-Monthly
Step 4 Annual
262.51 Step 5 Hourly
Step 5 Semi-Monthly
Step 5 Annual
275.81 MPO/Corporal Hourly
MPO/Corporal Semi- Mo.
MPO/Corporal Annual
Range Schedule: PS5
Def
Comp PAY TYPE
294.28 Step 1 Hourly
Step 1 Semi-Monthly
Step 1 Annual
300.74 Step 2 Hourly
Step 2 Semi-Monthly
Step 2 Annual
307.05 Step 3 Hourly
Step 3 Semi-Monthly
Step 3 Annual
313.80 Step 4 Hourly
Step 4 Semi-Monthly
Step 4 Annual
320.12 Step 5 Hourly
Step 5 Semi-Monthly
Step 5 Annual
48 49 50 51 52 53 54 55 56 57 58 59
PO PO PO PO PO PO PO PO PO PO PO PO
13.25%13.50%13.75%14.00%14.25%14.50%14.75%15.00%15.25%15.50%15.75%16.00%
50.43 50.54 50.65 50.76 50.88 50.99 51.10 51.21 51.32 51.43 51.54 51.65
4,387.41 4,396.98 4,406.55 4,416.12 4,426.56 4,436.13 4,445.70 4,455.27 4,464.84 4,474.41 4,483.98 4,493.55
105,297.84 105,527.52 105,757.20 105,986.88 106,237.44 106,467.12 106,696.80 106,926.48 107,156.16 107,385.84 107,615.52 107,845.20
52.33 52.45 52.56 52.68 52.79 52.91 53.03 53.14 53.26 53.37 53.49 53.60
4,552.71 4,563.15 4,572.72 4,583.16 4,592.73 4,603.17 4,613.61 4,623.18 4,633.62 4,643.19 4,653.63 4,663.20
109,265.04 109,515.60 109,745.28 109,995.84 110,225.52 110,476.08 110,726.64 110,956.32 111,206.88 111,436.56 111,687.12 111,916.80
54.73 54.85 54.98 55.10 55.22 55.34 55.46 55.58 55.70 55.82 55.94 56.06
4,761.51 4,771.95 4,783.26 4,793.70 4,804.14 4,814.58 4,825.02 4,835.46 4,845.90 4,856.34 4,866.78 4,877.22
114,276.24 114,526.80 114,798.24 115,048.80 115,299.36 115,549.92 115,800.48 116,051.04 116,301.60 116,552.16 116,802.72 117,053.28
57.17 57.29 57.42 57.55 57.67 57.80 57.93 58.05 58.18 58.30 58.43 58.56
4,973.79 4,984.23 4,995.54 5,006.85 5,017.29 5,028.60 5,039.91 5,050.35 5,061.66 5,072.10 5,083.41 5,094.72
119,370.96 119,621.52 119,892.96 120,164.40 120,414.96 120,686.40 120,957.84 121,208.40 121,479.84 121,730.40 122,001.84 122,273.28
62.13 62.27 62.40 62.54 62.68 62.81 62.95 63.09 63.23 63.36 63.50 63.64
5,405.31 5,417.49 5,428.80 5,440.98 5,453.16 5,464.47 5,476.65 5,488.83 5,501.01 5,512.32 5,524.50 5,536.68
129,727.44 130,019.76 130,291.20 130,583.52 130,875.84 131,147.28 131,439.60 131,731.92 132,024.24 132,295.68 132,588.00 132,880.32
65.28 65.42 65.57 65.71 65.85 66.00 66.14 66.29 66.43 66.57 66.72 66.86
5,679.36 5,691.54 5,704.59 5,716.77 5,728.95 5,742.00 5,754.18 5,767.23 5,779.41 5,791.59 5,804.64 5,816.82
136,304.64 136,596.96 136,910.16 137,202.48 137,494.80 137,808.00 138,100.32 138,413.52 138,705.84 138,998.16 139,311.36 139,603.68
48 49 50 51 52 53 54 55 56 57 58 59
SGT SGT SGT SGT SGT SGT SGT SGT SGT SGT SGT SGT
13.25%13.50%13.75%14.00%14.25%14.50%14.75%15.00%15.25%15.50%15.75%16.00%
69.65 69.80 69.96 70.11 70.26 70.42 70.57 70.73 70.88 71.03 71.19 71.34
6,059.55 6,072.60 6,086.52 6,099.57 6,112.62 6,126.54 6,139.59 6,153.51 6,166.56 6,179.61 6,193.53 6,206.58
145,429.20 145,742.40 146,076.48 146,389.68 146,702.88 147,036.96 147,350.16 147,684.24 147,997.44 148,310.64 148,644.72 148,957.92
71.18 71.33 71.49 71.65 71.81 71.96 72.12 72.28 72.43 72.59 72.75 72.91
6,192.66 6,205.71 6,219.63 6,233.55 6,247.47 6,260.52 6,274.44 6,288.36 6,301.41 6,315.33 6,329.25 6,343.17
148,623.84 148,937.04 149,271.12 149,605.20 149,939.28 150,252.48 150,586.56 150,920.64 151,233.84 151,567.92 151,902.00 152,236.08
72.67 72.83 72.99 73.15 73.31 73.47 73.64 73.80 73.96 74.12 74.28 74.44
6,322.29 6,336.21 6,350.13 6,364.05 6,377.97 6,391.89 6,406.68 6,420.60 6,434.52 6,448.44 6,462.36 6,476.28
151,734.96 152,069.04 152,403.12 152,737.20 153,071.28 153,405.36 153,760.32 154,094.40 154,428.48 154,762.56 155,096.64 155,430.72
74.27 74.43 74.60 74.76 74.93 75.09 75.25 75.42 75.58 75.74 75.91 76.07
6,461.49 6,475.41 6,490.20 6,504.12 6,518.91 6,532.83 6,546.75 6,561.54 6,575.46 6,589.38 6,604.17 6,618.09
155,075.76 155,409.84 155,764.80 156,098.88 156,453.84 156,787.92 157,122.00 157,476.96 157,811.04 158,145.12 158,500.08 158,834.16
75.76 75.93 76.10 76.27 76.43 76.60 76.77 76.94 77.10 77.27 77.44 77.60
6,591.12 6,605.91 6,620.70 6,635.49 6,649.41 6,664.20 6,678.99 6,693.78 6,707.70 6,722.49 6,737.28 6,751.20
158,186.88 158,541.84 158,896.80 159,251.76 159,585.84 159,940.80 160,295.76 160,650.72 160,984.80 161,339.76 161,694.72 162,028.80
Range Schedule: PO5
Def Comp
5.50%PAY TYPE
213.08 Step 1 Hourly
Step 1 Semi-Monthly
Step 1 Annual
221.11 Step 2 Hourly
Step 2 Semi-Monthly
Step 2 Annual
231.26 Step 3 Hourly
Step 3 Semi-Monthly
Step 3 Annual
241.55 Step 4 Hourly
Step 4 Semi-Monthly
Step 4 Annual
262.51 Step 5 Hourly
Step 5 Semi-Monthly
Step 5 Annual
275.81 MPO/Corporal Hourly
MPO/Corporal Semi- Mo.
MPO/Corporal Annual
Range Schedule: PS5
Def
Comp PAY TYPE
294.28 Step 1 Hourly
Step 1 Semi-Monthly
Step 1 Annual
300.74 Step 2 Hourly
Step 2 Semi-Monthly
Step 2 Annual
307.05 Step 3 Hourly
Step 3 Semi-Monthly
Step 3 Annual
313.80 Step 4 Hourly
Step 4 Semi-Monthly
Step 4 Annual
320.12 Step 5 Hourly
Step 5 Semi-Monthly
Step 5 Annual
60 61
PO PO
16.25%16.50%
51.77 51.88
4,503.99 4,513.56
108,095.76 108,325.44
53.72 53.83
4,673.64 4,683.21
112,167.36 112,397.04
56.18 56.30
4,887.66 4,898.10
117,303.84 117,554.40
58.68 58.81
5,105.16 5,116.47
122,523.84 122,795.28
63.77 63.91
5,547.99 5,560.17
133,151.76 133,444.08
67.01 67.15
5,829.87 5,842.05
139,916.88 140,209.20
60 61
SGT SGT
16.25%16.50%
71.49 71.65
6,219.63 6,233.55
149,271.12 149,605.20
73.06 73.22
6,356.22 6,370.14
152,549.28 152,883.36
74.60 74.76
6,490.20 6,504.12
155,764.80 156,098.88
76.24 76.40
6,632.88 6,646.80
159,189.12 159,523.20
77.77 77.94
6,765.99 6,780.78
162,383.76 162,738.72
Annual salary based on 2088 hours per year for 2026.
Step 1 Step 2 Step 3 Step 4 Step 5 Corporal/MPO
Police Officer Annual 96,235.92 99,869.04 104,441.76 109,098.00 118,556.64 124,570.08
Monthly 8,019.66 8,322.42 8,703.48 9,091.50 9,879.72 10,380.84
Semi-Monthly 4,009.83 4,161.21 4,351.74 4,545.75 4,939.86 5,190.42
Hourly 46.09 47.83 50.02 52.25 56.78 59.66
+Longevity Base +1.25% Hourly 46.67 48.43 50.65 52.90 57.49 60.41
Base +1.25% Semi-Monthly 4,060.29 4,213.41 4,406.55 4,602.30 5,001.63 5,255.67
Base +2.50% Hourly 47.24 49.03 51.27 53.56 58.20 61.15
Base +2.50% Semi-Monthly 4,109.88 4,265.61 4,460.49 4,659.72 5,063.40 5,320.05
Base +9.25% Hourly 50.35 52.25 54.65 57.08 62.03 65.18
Base + 9.25% Semi-Monthly 4,380.45 4,545.75 4,754.55 4,965.96 5,396.61 5,670.66
Base +10.50% Hourly 50.93 52.85 55.27 57.74 62.74 65.92
Base +10.50% Semi-Monthly 4,430.91 4,597.95 4,808.49 5,023.38 5,458.38 5,735.04
Base +12.00% Hourly 51.62 53.57 56.02 58.52 63.59 66.82
Base +12.00% Semi-Monthly 4,490.94 4,660.59 4,873.74 5,091.24 5,532.33 5,813.34
Deferred Comp. 5.50%220.54 228.87 239.35 250.02 271.69 285.47
Step 1 Step 2 Step 3 Step 4 Step 5
(OIC)
Sergeant Annual 132,922.08 135,824.40 138,684.96 141,712.56 144,552.24
Monthly 11,076.84 11,318.70 11,557.08 11,809.38 12,046.02
Semi-Monthly 5,538.42 5,659.35 5,778.54 5,904.69 6,023.01
Hourly 63.66 65.05 66.42 67.87 69.23
+Longevity Base +1.25% Hourly 64.46 65.86 67.25 68.72 70.10
Base +1.25% Semi-Monthly 5,608.02 5,729.82 5,850.75 5,978.64 6,098.70
Base +2.50% Hourly 65.25 66.68 68.08 69.57 70.96
Base +2.50% Semi-Monthly 5,676.75 5,801.16 5,922.96 6,052.59 6,173.52
Base +9.25% Hourly 69.55 71.07 72.56 74.15 75.63
Base + 9.25% Semi-Monthly 6,050.85 6,183.09 6,312.72 6,451.05 6,579.81
Base +10.5% Hourly 70.34 71.88 73.39 75.00 76.50
Base +10.5% Semi-Monthly 6,119.58 6,253.56 6,384.93 6,525.00 6,655.50
Base +12.00% Hourly 71.30 72.86 74.39 76.01 77.54
Base +12.00% Semi-Monthly 6,203.10 6,338.82 6,471.93 6,612.87 6,745.98
Deferred Comp. 5.50%304.61 311.26 317.82 324.76 331.27
Effective January 1, 2026, the base rates of pay for employees shall be as follows:
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.
BPOG Pay Plan with 3.5% CPI Adjustment
APPENDIX A
TO THE AGREEMENT BY AND BETWEEN THE CITY OF BREMERTON AND THE BREMERTON POLICE OFFICERS GUILD
Effective January 1, 2026 to December 31, 2026
2026 POLICE SALARY SCHEDULE
2026 Annual Hours 2088
Range Schedule: PO6 1 2 3 4 5 6 7 8 8 9 10 11
Def Comp PATROL PO PO PO PO PO PO PO PO PO PO PO
5.50%PAY TYPE OFFICER 1.00%1.25%2.00%2.25%2.50%2.75%3.00%3.25%3.50%3.75%4.00%
220.54 Step 1 Hourly 46.09 46.55 46.67 47.01 47.13 47.24 47.36 47.47 47.59 47.70 47.82 47.93
Step 1 Semi-Monthly 4,009.83 4,049.85 4,060.29 4,089.87 4,100.31 4,109.88 4,120.32 4,129.89 4,140.33 4,149.90 4,160.34 4,169.91
Step 1 Annual 96,235.92 97,196.40 97,446.96 98,156.88 98,407.44 98,637.12 98,887.68 99,117.36 99,367.92 99,597.60 99,848.16 100,077.84
228.87 Step 2 Hourly 47.83 48.31 48.43 48.79 48.91 49.03 49.15 49.26 49.38 49.50 49.62 49.74
Step 2 Semi-Monthly 4,161.21 4,202.97 4,213.41 4,244.73 4,255.17 4,265.61 4,276.05 4,285.62 4,296.06 4,306.50 4,316.94 4,327.38
Step 2 Annual 99,869.04 100,871.28 101,121.84 101,873.52 102,124.08 102,374.64 102,625.20 102,854.88 103,105.44 103,356.00 103,606.56 103,857.12
239.35 Step 3 Hourly 50.02 50.52 50.65 51.02 51.15 51.27 51.40 51.52 51.65 51.77 51.90 52.02
Step 3 Semi-Monthly 4,351.74 4,395.24 4,406.55 4,438.74 4,450.05 4,460.49 4,471.80 4,482.24 4,493.55 4,503.99 4,515.30 4,525.74
Step 3 Annual 104,441.76 105,485.76 105,757.20 106,529.76 106,801.20 107,051.76 107,323.20 107,573.76 107,845.20 108,095.76 108,367.20 108,617.76
250.02 Step 4 Hourly 52.25 52.77 52.90 53.30 53.43 53.56 53.69 53.82 53.95 54.08 54.21 54.34
Step 4 Semi-Monthly 4,545.75 4,590.99 4,602.30 4,637.10 4,648.41 4,659.72 4,671.03 4,682.34 4,693.65 4,704.96 4,716.27 4,727.58
Step 4 Annual 109,098.00 110,183.76 110,455.20 111,290.40 111,561.84 111,833.28 112,104.72 112,376.16 112,647.60 112,919.04 113,190.48 113,461.92
271.69 Step 5 Hourly 56.78 57.35 57.49 57.92 58.06 58.20 58.34 58.48 58.63 58.77 58.91 59.05
Step 5 Semi-Monthly 4,939.86 4,989.45 5,001.63 5,039.04 5,051.22 5,063.40 5,075.58 5,087.76 5,100.81 5,112.99 5,125.17 5,137.35
Step 5 Annual 118,556.64 119,746.80 120,039.12 120,936.96 121,229.28 121,521.60 121,813.92 122,106.24 122,419.44 122,711.76 123,004.08 123,296.40
285.47 MPO/Corporal Hourly 59.66 60.26 60.41 60.85 61.00 61.15 61.30 61.45 61.60 61.75 61.90 62.05
MPO/Corporal Semi- Mo.5,190.42 5,242.62 5,255.67 5,293.95 5,307.00 5,320.05 5,333.10 5,346.15 5,359.20 5,372.25 5,385.30 5,398.35
MPO/Corporal Annual 124,570.08 125,822.88 126,136.08 127,054.80 127,368.00 127,681.20 127,994.40 128,307.60 128,620.80 128,934.00 129,247.20 129,560.40
Range Schedule: PS6 1 2 3 4 5 6 7 8 8 9 10 11
Def SGT SGT SGT SGT SGT SGT SGT SGT SGT SGT SGT
Comp PAY TYPE SERGEANT 1.00%1.25%2.00%2.25%2.50%2.75%3.00%3.25%3.50%3.75%4.00%
304.61 Step 1 Hourly 63.66 64.30 64.46 64.93 65.09 65.25 65.41 65.57 65.73 65.89 66.05 66.21
Step 1 Semi-Monthly 5,538.42 5,594.10 5,608.02 5,648.91 5,662.83 5,676.75 5,690.67 5,704.59 5,718.51 5,732.43 5,746.35 5,760.27
Step 1 Annual 132,922.08 134,258.40 134,592.48 135,573.84 135,907.92 136,242.00 136,576.08 136,910.16 137,244.24 137,578.32 137,912.40 138,246.48
311.26 Step 2 Hourly 65.05 65.70 65.86 66.35 66.51 66.68 66.84 67.00 67.16 67.33 67.49 67.65
Step 2 Semi-Monthly 5,659.35 5,715.90 5,729.82 5,772.45 5,786.37 5,801.16 5,815.08 5,829.00 5,842.92 5,857.71 5,871.63 5,885.55
Step 2 Annual 135,824.40 137,181.60 137,515.68 138,538.80 138,872.88 139,227.84 139,561.92 139,896.00 140,230.08 140,585.04 140,919.12 141,253.20
317.82 Step 3 Hourly 66.42 67.08 67.25 67.75 67.91 68.08 68.25 68.41 68.58 68.74 68.91 69.08
Step 3 Semi-Monthly 5,778.54 5,835.96 5,850.75 5,894.25 5,908.17 5,922.96 5,937.75 5,951.67 5,966.46 5,980.38 5,995.17 6,009.96
Step 3 Annual 138,684.96 140,063.04 140,418.00 141,462.00 141,796.08 142,151.04 142,506.00 142,840.08 143,195.04 143,529.12 143,884.08 144,239.04
324.76 Step 4 Hourly 67.87 68.55 68.72 69.23 69.40 69.57 69.74 69.91 70.08 70.25 70.42 70.58
Step 4 Semi-Monthly 5,904.69 5,963.85 5,978.64 6,023.01 6,037.80 6,052.59 6,067.38 6,082.17 6,096.96 6,111.75 6,126.54 6,140.46
Step 4 Annual 141,712.56 143,132.40 143,487.36 144,552.24 144,907.20 145,262.16 145,617.12 145,972.08 146,327.04 146,682.00 147,036.96 147,371.04
331.27 Step 5 Hourly 69.23 69.92 70.10 70.61 70.79 70.96 71.13 71.31 71.48 71.65 71.83 72.00
Step 5 Semi-Monthly 6,023.01 6,083.04 6,098.70 6,143.07 6,158.73 6,173.52 6,188.31 6,203.97 6,218.76 6,233.55 6,249.21 6,264.00
Step 5 Annual 144,552.24 145,992.96 146,368.80 147,433.68 147,809.52 148,164.48 148,519.44 148,895.28 149,250.24 149,605.20 149,981.04 150,336.00
Range Schedule: PO6
Def Comp
5.50%PAY TYPE
220.54 Step 1 Hourly
Step 1 Semi-Monthly
Step 1 Annual
228.87 Step 2 Hourly
Step 2 Semi-Monthly
Step 2 Annual
239.35 Step 3 Hourly
Step 3 Semi-Monthly
Step 3 Annual
250.02 Step 4 Hourly
Step 4 Semi-Monthly
Step 4 Annual
271.69 Step 5 Hourly
Step 5 Semi-Monthly
Step 5 Annual
285.47 MPO/Corporal Hourly
MPO/Corporal Semi- Mo.
MPO/Corporal Annual
Range Schedule: PS6
Def
Comp PAY TYPE
304.61 Step 1 Hourly
Step 1 Semi-Monthly
Step 1 Annual
311.26 Step 2 Hourly
Step 2 Semi-Monthly
Step 2 Annual
317.82 Step 3 Hourly
Step 3 Semi-Monthly
Step 3 Annual
324.76 Step 4 Hourly
Step 4 Semi-Monthly
Step 4 Annual
331.27 Step 5 Hourly
Step 5 Semi-Monthly
Step 5 Annual
12 13 14 15 16 17 18 19 20 21 22 23
PO PO PO PO PO PO PO PO PO PO PO PO
4.25%4.50%4.75%5.00%5.25%5.50%5.75%6.00%6.25%6.50%6.75%7.00%
48.05 48.16 48.28 48.39 48.51 48.62 48.74 48.86 48.97 49.09 49.20 49.32
4,180.35 4,189.92 4,200.36 4,209.93 4,220.37 4,229.94 4,240.38 4,250.82 4,260.39 4,270.83 4,280.40 4,290.84
100,328.40 100,558.08 100,808.64 101,038.32 101,288.88 101,518.56 101,769.12 102,019.68 102,249.36 102,499.92 102,729.60 102,980.16
49.86 49.98 50.10 50.22 50.34 50.46 50.58 50.70 50.82 50.94 51.06 51.18
4,337.82 4,348.26 4,358.70 4,369.14 4,379.58 4,390.02 4,400.46 4,410.90 4,421.34 4,431.78 4,442.22 4,452.66
104,107.68 104,358.24 104,608.80 104,859.36 105,109.92 105,360.48 105,611.04 105,861.60 106,112.16 106,362.72 106,613.28 106,863.84
52.15 52.27 52.40 52.52 52.65 52.77 52.90 53.02 53.15 53.27 53.40 53.52
4,537.05 4,547.49 4,558.80 4,569.24 4,580.55 4,590.99 4,602.30 4,612.74 4,624.05 4,634.49 4,645.80 4,656.24
108,889.20 109,139.76 109,411.20 109,661.76 109,933.20 110,183.76 110,455.20 110,705.76 110,977.20 111,227.76 111,499.20 111,749.76
54.47 54.60 54.73 54.86 54.99 55.12 55.25 55.39 55.52 55.65 55.78 55.91
4,738.89 4,750.20 4,761.51 4,772.82 4,784.13 4,795.44 4,806.75 4,818.93 4,830.24 4,841.55 4,852.86 4,864.17
113,733.36 114,004.80 114,276.24 114,547.68 114,819.12 115,090.56 115,362.00 115,654.32 115,925.76 116,197.20 116,468.64 116,740.08
59.19 59.34 59.48 59.62 59.76 59.90 60.04 60.19 60.33 60.47 60.61 60.75
5,149.53 5,162.58 5,174.76 5,186.94 5,199.12 5,211.30 5,223.48 5,236.53 5,248.71 5,260.89 5,273.07 5,285.25
123,588.72 123,901.92 124,194.24 124,486.56 124,778.88 125,071.20 125,363.52 125,676.72 125,969.04 126,261.36 126,553.68 126,846.00
62.20 62.34 62.49 62.64 62.79 62.94 63.09 63.24 63.39 63.54 63.69 63.84
5,411.40 5,423.58 5,436.63 5,449.68 5,462.73 5,475.78 5,488.83 5,501.88 5,514.93 5,527.98 5,541.03 5,554.08
129,873.60 130,165.92 130,479.12 130,792.32 131,105.52 131,418.72 131,731.92 132,045.12 132,358.32 132,671.52 132,984.72 133,297.92
12 13 14 15 16 17 18 19 20 21 22 23
SGT SGT SGT SGT SGT SGT SGT SGT SGT SGT SGT SGT
4.25%4.50%4.75%5.00%5.25%5.50%5.75%6.00%6.25%6.50%6.75%7.00%
66.37 66.52 66.68 66.84 67.00 67.16 67.32 67.48 67.64 67.80 67.96 68.12
5,774.19 5,787.24 5,801.16 5,815.08 5,829.00 5,842.92 5,856.84 5,870.76 5,884.68 5,898.60 5,912.52 5,926.44
138,580.56 138,893.76 139,227.84 139,561.92 139,896.00 140,230.08 140,564.16 140,898.24 141,232.32 141,566.40 141,900.48 142,234.56
67.81 67.98 68.14 68.30 68.47 68.63 68.79 68.95 69.12 69.28 69.44 69.60
5,899.47 5,914.26 5,928.18 5,942.10 5,956.89 5,970.81 5,984.73 5,998.65 6,013.44 6,027.36 6,041.28 6,055.20
141,587.28 141,942.24 142,276.32 142,610.40 142,965.36 143,299.44 143,633.52 143,967.60 144,322.56 144,656.64 144,990.72 145,324.80
69.24 69.41 69.57 69.74 69.91 70.07 70.24 70.41 70.57 70.74 70.90 71.07
6,023.88 6,038.67 6,052.59 6,067.38 6,082.17 6,096.09 6,110.88 6,125.67 6,139.59 6,154.38 6,168.30 6,183.09
144,573.12 144,928.08 145,262.16 145,617.12 145,972.08 146,306.16 146,661.12 147,016.08 147,350.16 147,705.12 148,039.20 148,394.16
70.75 70.92 71.09 71.26 71.43 71.60 71.77 71.94 72.11 72.28 72.45 72.62
6,155.25 6,170.04 6,184.83 6,199.62 6,214.41 6,229.20 6,243.99 6,258.78 6,273.57 6,288.36 6,303.15 6,317.94
147,726.00 148,080.96 148,435.92 148,790.88 149,145.84 149,500.80 149,855.76 150,210.72 150,565.68 150,920.64 151,275.60 151,630.56
72.17 72.35 72.52 72.69 72.86 73.04 73.21 73.38 73.56 73.73 73.90 74.08
6,278.79 6,294.45 6,309.24 6,324.03 6,338.82 6,354.48 6,369.27 6,384.06 6,399.72 6,414.51 6,429.30 6,444.96
150,690.96 151,066.80 151,421.76 151,776.72 152,131.68 152,507.52 152,862.48 153,217.44 153,593.28 153,948.24 154,303.20 154,679.04
Range Schedule: PO6
Def Comp
5.50%PAY TYPE
220.54 Step 1 Hourly
Step 1 Semi-Monthly
Step 1 Annual
228.87 Step 2 Hourly
Step 2 Semi-Monthly
Step 2 Annual
239.35 Step 3 Hourly
Step 3 Semi-Monthly
Step 3 Annual
250.02 Step 4 Hourly
Step 4 Semi-Monthly
Step 4 Annual
271.69 Step 5 Hourly
Step 5 Semi-Monthly
Step 5 Annual
285.47 MPO/Corporal Hourly
MPO/Corporal Semi- Mo.
MPO/Corporal Annual
Range Schedule: PS6
Def
Comp PAY TYPE
304.61 Step 1 Hourly
Step 1 Semi-Monthly
Step 1 Annual
311.26 Step 2 Hourly
Step 2 Semi-Monthly
Step 2 Annual
317.82 Step 3 Hourly
Step 3 Semi-Monthly
Step 3 Annual
324.76 Step 4 Hourly
Step 4 Semi-Monthly
Step 4 Annual
331.27 Step 5 Hourly
Step 5 Semi-Monthly
Step 5 Annual
24 25 26 27 28 29 30 31 32 33 34 35
PO PO PO PO PO PO PO PO PO PO PO PO
7.25%7.50%7.75%8.00%8.25%8.50%8.75%9.00%9.25%9.50%9.75%10.00%
49.43 49.55 49.66 49.78 49.89 50.01 50.12 50.24 50.35 50.47 50.58 50.70
4,300.41 4,310.85 4,320.42 4,330.86 4,340.43 4,350.87 4,360.44 4,370.88 4,380.45 4,390.89 4,400.46 4,410.90
103,209.84 103,460.40 103,690.08 103,940.64 104,170.32 104,420.88 104,650.56 104,901.12 105,130.80 105,381.36 105,611.04 105,861.60
51.30 51.42 51.54 51.66 51.78 51.90 52.02 52.13 52.25 52.37 52.49 52.61
4,463.10 4,473.54 4,483.98 4,494.42 4,504.86 4,515.30 4,525.74 4,535.31 4,545.75 4,556.19 4,566.63 4,577.07
107,114.40 107,364.96 107,615.52 107,866.08 108,116.64 108,367.20 108,617.76 108,847.44 109,098.00 109,348.56 109,599.12 109,849.68
53.65 53.77 53.90 54.02 54.15 54.27 54.40 54.52 54.65 54.77 54.90 55.02
4,667.55 4,677.99 4,689.30 4,699.74 4,711.05 4,721.49 4,732.80 4,743.24 4,754.55 4,764.99 4,776.30 4,786.74
112,021.20 112,271.76 112,543.20 112,793.76 113,065.20 113,315.76 113,587.20 113,837.76 114,109.20 114,359.76 114,631.20 114,881.76
56.04 56.17 56.30 56.43 56.56 56.69 56.82 56.95 57.08 57.21 57.34 57.48
4,875.48 4,886.79 4,898.10 4,909.41 4,920.72 4,932.03 4,943.34 4,954.65 4,965.96 4,977.27 4,988.58 5,000.76
117,011.52 117,282.96 117,554.40 117,825.84 118,097.28 118,368.72 118,640.16 118,911.60 119,183.04 119,454.48 119,725.92 120,018.24
60.90 61.04 61.18 61.32 61.46 61.61 61.75 61.89 62.03 62.17 62.32 62.46
5,298.30 5,310.48 5,322.66 5,334.84 5,347.02 5,360.07 5,372.25 5,384.43 5,396.61 5,408.79 5,421.84 5,434.02
127,159.20 127,451.52 127,743.84 128,036.16 128,328.48 128,641.68 128,934.00 129,226.32 129,518.64 129,810.96 130,124.16 130,416.48
63.99 64.13 64.28 64.43 64.58 64.73 64.88 65.03 65.18 65.33 65.48 65.63
5,567.13 5,579.31 5,592.36 5,605.41 5,618.46 5,631.51 5,644.56 5,657.61 5,670.66 5,683.71 5,696.76 5,709.81
133,611.12 133,903.44 134,216.64 134,529.84 134,843.04 135,156.24 135,469.44 135,782.64 136,095.84 136,409.04 136,722.24 137,035.44
24 25 26 27 28 29 30 31 32 33 34 35
SGT SGT SGT SGT SGT SGT SGT SGT SGT SGT SGT SGT
7.25%7.50%7.75%8.00%8.25%8.50%8.75%9.00%9.25%9.50%9.75%10.00%
68.28 68.43 68.59 68.75 68.91 69.07 69.23 69.39 69.55 69.71 69.87 70.03
5,940.36 5,953.41 5,967.33 5,981.25 5,995.17 6,009.09 6,023.01 6,036.93 6,050.85 6,064.77 6,078.69 6,092.61
142,568.64 142,881.84 143,215.92 143,550.00 143,884.08 144,218.16 144,552.24 144,886.32 145,220.40 145,554.48 145,888.56 146,222.64
69.77 69.93 70.09 70.25 70.42 70.58 70.74 70.90 71.07 71.23 71.39 71.56
6,069.99 6,083.91 6,097.83 6,111.75 6,126.54 6,140.46 6,154.38 6,168.30 6,183.09 6,197.01 6,210.93 6,225.72
145,679.76 146,013.84 146,347.92 146,682.00 147,036.96 147,371.04 147,705.12 148,039.20 148,394.16 148,728.24 149,062.32 149,417.28
71.24 71.40 71.57 71.73 71.90 72.07 72.23 72.40 72.56 72.73 72.90 73.06
6,197.88 6,211.80 6,226.59 6,240.51 6,255.30 6,270.09 6,284.01 6,298.80 6,312.72 6,327.51 6,342.30 6,356.22
148,749.12 149,083.20 149,438.16 149,772.24 150,127.20 150,482.16 150,816.24 151,171.20 151,505.28 151,860.24 152,215.20 152,549.28
72.79 72.96 73.13 73.30 73.47 73.64 73.81 73.98 74.15 74.32 74.49 74.66
6,332.73 6,347.52 6,362.31 6,377.10 6,391.89 6,406.68 6,421.47 6,436.26 6,451.05 6,465.84 6,480.63 6,495.42
151,985.52 152,340.48 152,695.44 153,050.40 153,405.36 153,760.32 154,115.28 154,470.24 154,825.20 155,180.16 155,535.12 155,890.08
74.25 74.42 74.60 74.77 74.94 75.11 75.29 75.46 75.63 75.81 75.98 76.15
6,459.75 6,474.54 6,490.20 6,504.99 6,519.78 6,534.57 6,550.23 6,565.02 6,579.81 6,595.47 6,610.26 6,625.05
155,034.00 155,388.96 155,764.80 156,119.76 156,474.72 156,829.68 157,205.52 157,560.48 157,915.44 158,291.28 158,646.24 159,001.20
Range Schedule: PO6
Def Comp
5.50%PAY TYPE
220.54 Step 1 Hourly
Step 1 Semi-Monthly
Step 1 Annual
228.87 Step 2 Hourly
Step 2 Semi-Monthly
Step 2 Annual
239.35 Step 3 Hourly
Step 3 Semi-Monthly
Step 3 Annual
250.02 Step 4 Hourly
Step 4 Semi-Monthly
Step 4 Annual
271.69 Step 5 Hourly
Step 5 Semi-Monthly
Step 5 Annual
285.47 MPO/Corporal Hourly
MPO/Corporal Semi- Mo.
MPO/Corporal Annual
Range Schedule: PS6
Def
Comp PAY TYPE
304.61 Step 1 Hourly
Step 1 Semi-Monthly
Step 1 Annual
311.26 Step 2 Hourly
Step 2 Semi-Monthly
Step 2 Annual
317.82 Step 3 Hourly
Step 3 Semi-Monthly
Step 3 Annual
324.76 Step 4 Hourly
Step 4 Semi-Monthly
Step 4 Annual
331.27 Step 5 Hourly
Step 5 Semi-Monthly
Step 5 Annual
36 37 38 39 40 41 42 43 44 45 46 47
PO PO PO PO PO PO PO PO PO PO PO PO
10.25%10.50%10.75%11.00%11.25%11.50%11.75%12.00%12.25%12.50%12.75%13.00%
50.81 50.93 51.04 51.16 51.28 51.39 51.51 51.62 51.74 51.85 51.97 52.08
4,420.47 4,430.91 4,440.48 4,450.92 4,461.36 4,470.93 4,481.37 4,490.94 4,501.38 4,510.95 4,521.39 4,530.96
106,091.28 106,341.84 106,571.52 106,822.08 107,072.64 107,302.32 107,552.88 107,782.56 108,033.12 108,262.80 108,513.36 108,743.04
52.73 52.85 52.97 53.09 53.21 53.33 53.45 53.57 53.69 53.81 53.93 54.05
4,587.51 4,597.95 4,608.39 4,618.83 4,629.27 4,639.71 4,650.15 4,660.59 4,671.03 4,681.47 4,691.91 4,702.35
110,100.24 110,350.80 110,601.36 110,851.92 111,102.48 111,353.04 111,603.60 111,854.16 112,104.72 112,355.28 112,605.84 112,856.40
55.15 55.27 55.40 55.52 55.65 55.77 55.90 56.02 56.15 56.27 56.40 56.52
4,798.05 4,808.49 4,819.80 4,830.24 4,841.55 4,851.99 4,863.30 4,873.74 4,885.05 4,895.49 4,906.80 4,917.24
115,153.20 115,403.76 115,675.20 115,925.76 116,197.20 116,447.76 116,719.20 116,969.76 117,241.20 117,491.76 117,763.20 118,013.76
57.61 57.74 57.87 58.00 58.13 58.26 58.39 58.52 58.65 58.78 58.91 59.04
5,012.07 5,023.38 5,034.69 5,046.00 5,057.31 5,068.62 5,079.93 5,091.24 5,102.55 5,113.86 5,125.17 5,136.48
120,289.68 120,561.12 120,832.56 121,104.00 121,375.44 121,646.88 121,918.32 122,189.76 122,461.20 122,732.64 123,004.08 123,275.52
62.60 62.74 62.88 63.03 63.17 63.31 63.45 63.59 63.74 63.88 64.02 64.16
5,446.20 5,458.38 5,470.56 5,483.61 5,495.79 5,507.97 5,520.15 5,532.33 5,545.38 5,557.56 5,569.74 5,581.92
130,708.80 131,001.12 131,293.44 131,606.64 131,898.96 132,191.28 132,483.60 132,775.92 133,089.12 133,381.44 133,673.76 133,966.08
65.78 65.92 66.07 66.22 66.37 66.52 66.67 66.82 66.97 67.12 67.27 67.42
5,722.86 5,735.04 5,748.09 5,761.14 5,774.19 5,787.24 5,800.29 5,813.34 5,826.39 5,839.44 5,852.49 5,865.54
137,348.64 137,640.96 137,954.16 138,267.36 138,580.56 138,893.76 139,206.96 139,520.16 139,833.36 140,146.56 140,459.76 140,772.96
36 37 38 39 40 41 42 43 44 45 46 47
SGT SGT SGT SGT SGT SGT SGT SGT SGT SGT SGT SGT
10.25%10.50%10.75%11.00%11.25%11.50%11.75%12.00%12.25%12.50%12.75%13.00%
70.19 70.34 70.50 70.66 70.82 70.98 71.14 71.30 71.46 71.62 71.78 71.94
6,106.53 6,119.58 6,133.50 6,147.42 6,161.34 6,175.26 6,189.18 6,203.10 6,217.02 6,230.94 6,244.86 6,258.78
146,556.72 146,869.92 147,204.00 147,538.08 147,872.16 148,206.24 148,540.32 148,874.40 149,208.48 149,542.56 149,876.64 150,210.72
71.72 71.88 72.04 72.21 72.37 72.53 72.69 72.86 73.02 73.18 73.34 73.51
6,239.64 6,253.56 6,267.48 6,282.27 6,296.19 6,310.11 6,324.03 6,338.82 6,352.74 6,366.66 6,380.58 6,395.37
149,751.36 150,085.44 150,419.52 150,774.48 151,108.56 151,442.64 151,776.72 152,131.68 152,465.76 152,799.84 153,133.92 153,488.88
73.23 73.39 73.56 73.73 73.89 74.06 74.22 74.39 74.56 74.72 74.89 75.05
6,371.01 6,384.93 6,399.72 6,414.51 6,428.43 6,443.22 6,457.14 6,471.93 6,486.72 6,500.64 6,515.43 6,529.35
152,904.24 153,238.32 153,593.28 153,948.24 154,282.32 154,637.28 154,971.36 155,326.32 155,681.28 156,015.36 156,370.32 156,704.40
74.83 75.00 75.17 75.34 75.51 75.68 75.84 76.01 76.18 76.35 76.52 76.69
6,510.21 6,525.00 6,539.79 6,554.58 6,569.37 6,584.16 6,598.08 6,612.87 6,627.66 6,642.45 6,657.24 6,672.03
156,245.04 156,600.00 156,954.96 157,309.92 157,664.88 158,019.84 158,353.92 158,708.88 159,063.84 159,418.80 159,773.76 160,128.72
76.33 76.50 76.67 76.85 77.02 77.19 77.36 77.54 77.71 77.88 78.06 78.23
6,640.71 6,655.50 6,670.29 6,685.95 6,700.74 6,715.53 6,730.32 6,745.98 6,760.77 6,775.56 6,791.22 6,806.01
159,377.04 159,732.00 160,086.96 160,462.80 160,817.76 161,172.72 161,527.68 161,903.52 162,258.48 162,613.44 162,989.28 163,344.24
Range Schedule: PO6
Def Comp
5.50%PAY TYPE
220.54 Step 1 Hourly
Step 1 Semi-Monthly
Step 1 Annual
228.87 Step 2 Hourly
Step 2 Semi-Monthly
Step 2 Annual
239.35 Step 3 Hourly
Step 3 Semi-Monthly
Step 3 Annual
250.02 Step 4 Hourly
Step 4 Semi-Monthly
Step 4 Annual
271.69 Step 5 Hourly
Step 5 Semi-Monthly
Step 5 Annual
285.47 MPO/Corporal Hourly
MPO/Corporal Semi- Mo.
MPO/Corporal Annual
Range Schedule: PS6
Def
Comp PAY TYPE
304.61 Step 1 Hourly
Step 1 Semi-Monthly
Step 1 Annual
311.26 Step 2 Hourly
Step 2 Semi-Monthly
Step 2 Annual
317.82 Step 3 Hourly
Step 3 Semi-Monthly
Step 3 Annual
324.76 Step 4 Hourly
Step 4 Semi-Monthly
Step 4 Annual
331.27 Step 5 Hourly
Step 5 Semi-Monthly
Step 5 Annual
48 49 50 51 52 53 54 55 56 57 58 59
PO PO PO PO PO PO PO PO PO PO PO PO
13.25%13.50%13.75%14.00%14.25%14.50%14.75%15.00%15.25%15.50%15.75%16.00%
52.20 52.31 52.43 52.54 52.66 52.77 52.89 53.00 53.12 53.23 53.35 53.46
4,541.40 4,550.97 4,561.41 4,570.98 4,581.42 4,590.99 4,601.43 4,611.00 4,621.44 4,631.01 4,641.45 4,651.02
108,993.60 109,223.28 109,473.84 109,703.52 109,954.08 110,183.76 110,434.32 110,664.00 110,914.56 111,144.24 111,394.80 111,624.48
54.17 54.29 54.41 54.53 54.65 54.77 54.88 55.00 55.12 55.24 55.36 55.48
4,712.79 4,723.23 4,733.67 4,744.11 4,754.55 4,764.99 4,774.56 4,785.00 4,795.44 4,805.88 4,816.32 4,826.76
113,106.96 113,357.52 113,608.08 113,858.64 114,109.20 114,359.76 114,589.44 114,840.00 115,090.56 115,341.12 115,591.68 115,842.24
56.65 56.77 56.90 57.02 57.15 57.27 57.40 57.52 57.65 57.77 57.90 58.02
4,928.55 4,938.99 4,950.30 4,960.74 4,972.05 4,982.49 4,993.80 5,004.24 5,015.55 5,025.99 5,037.30 5,047.74
118,285.20 118,535.76 118,807.20 119,057.76 119,329.20 119,579.76 119,851.20 120,101.76 120,373.20 120,623.76 120,895.20 121,145.76
59.17 59.30 59.43 59.57 59.70 59.83 59.96 60.09 60.22 60.35 60.48 60.61
5,147.79 5,159.10 5,170.41 5,182.59 5,193.90 5,205.21 5,216.52 5,227.83 5,239.14 5,250.45 5,261.76 5,273.07
123,546.96 123,818.40 124,089.84 124,382.16 124,653.60 124,925.04 125,196.48 125,467.92 125,739.36 126,010.80 126,282.24 126,553.68
64.30 64.45 64.59 64.73 64.87 65.01 65.16 65.30 65.44 65.58 65.72 65.86
5,594.10 5,607.15 5,619.33 5,631.51 5,643.69 5,655.87 5,668.92 5,681.10 5,693.28 5,705.46 5,717.64 5,729.82
134,258.40 134,571.60 134,863.92 135,156.24 135,448.56 135,740.88 136,054.08 136,346.40 136,638.72 136,931.04 137,223.36 137,515.68
67.56 67.71 67.86 68.01 68.16 68.31 68.46 68.61 68.76 68.91 69.06 69.21
5,877.72 5,890.77 5,903.82 5,916.87 5,929.92 5,942.97 5,956.02 5,969.07 5,982.12 5,995.17 6,008.22 6,021.27
141,065.28 141,378.48 141,691.68 142,004.88 142,318.08 142,631.28 142,944.48 143,257.68 143,570.88 143,884.08 144,197.28 144,510.48
48 49 50 51 52 53 54 55 56 57 58 59
SGT SGT SGT SGT SGT SGT SGT SGT SGT SGT SGT SGT
13.25%13.50%13.75%14.00%14.25%14.50%14.75%15.00%15.25%15.50%15.75%16.00%
72.09 72.25 72.41 72.57 72.73 72.89 73.05 73.21 73.37 73.53 73.69 73.85
6,271.83 6,285.75 6,299.67 6,313.59 6,327.51 6,341.43 6,355.35 6,369.27 6,383.19 6,397.11 6,411.03 6,424.95
150,523.92 150,858.00 151,192.08 151,526.16 151,860.24 152,194.32 152,528.40 152,862.48 153,196.56 153,530.64 153,864.72 154,198.80
73.67 73.83 73.99 74.16 74.32 74.48 74.64 74.81 74.97 75.13 75.30 75.46
6,409.29 6,423.21 6,437.13 6,451.92 6,465.84 6,479.76 6,493.68 6,508.47 6,522.39 6,536.31 6,551.10 6,565.02
153,822.96 154,157.04 154,491.12 154,846.08 155,180.16 155,514.24 155,848.32 156,203.28 156,537.36 156,871.44 157,226.40 157,560.48
75.22 75.39 75.55 75.72 75.88 76.05 76.22 76.38 76.55 76.72 76.88 77.05
6,544.14 6,558.93 6,572.85 6,587.64 6,601.56 6,616.35 6,631.14 6,645.06 6,659.85 6,674.64 6,688.56 6,703.35
157,059.36 157,414.32 157,748.40 158,103.36 158,437.44 158,792.40 159,147.36 159,481.44 159,836.40 160,191.36 160,525.44 160,880.40
76.86 77.03 77.20 77.37 77.54 77.71 77.88 78.05 78.22 78.39 78.56 78.73
6,686.82 6,701.61 6,716.40 6,731.19 6,745.98 6,760.77 6,775.56 6,790.35 6,805.14 6,819.93 6,834.72 6,849.51
160,483.68 160,838.64 161,193.60 161,548.56 161,903.52 162,258.48 162,613.44 162,968.40 163,323.36 163,678.32 164,033.28 164,388.24
78.40 78.58 78.75 78.92 79.10 79.27 79.44 79.61 79.79 79.96 80.13 80.31
6,820.80 6,836.46 6,851.25 6,866.04 6,881.70 6,896.49 6,911.28 6,926.07 6,941.73 6,956.52 6,971.31 6,986.97
163,699.20 164,075.04 164,430.00 164,784.96 165,160.80 165,515.76 165,870.72 166,225.68 166,601.52 166,956.48 167,311.44 167,687.28
Range Schedule: PO6
Def Comp
5.50%PAY TYPE
220.54 Step 1 Hourly
Step 1 Semi-Monthly
Step 1 Annual
228.87 Step 2 Hourly
Step 2 Semi-Monthly
Step 2 Annual
239.35 Step 3 Hourly
Step 3 Semi-Monthly
Step 3 Annual
250.02 Step 4 Hourly
Step 4 Semi-Monthly
Step 4 Annual
271.69 Step 5 Hourly
Step 5 Semi-Monthly
Step 5 Annual
285.47 MPO/Corporal Hourly
MPO/Corporal Semi- Mo.
MPO/Corporal Annual
Range Schedule: PS6
Def
Comp PAY TYPE
304.61 Step 1 Hourly
Step 1 Semi-Monthly
Step 1 Annual
311.26 Step 2 Hourly
Step 2 Semi-Monthly
Step 2 Annual
317.82 Step 3 Hourly
Step 3 Semi-Monthly
Step 3 Annual
324.76 Step 4 Hourly
Step 4 Semi-Monthly
Step 4 Annual
331.27 Step 5 Hourly
Step 5 Semi-Monthly
Step 5 Annual
60 61
PO PO
16.25%16.50%
53.58 53.69
4,661.46 4,671.03
111,875.04 112,104.72
55.60 55.72
4,837.20 4,847.64
116,092.80 116,343.36
58.15 58.27
5,059.05 5,069.49
121,417.20 121,667.76
60.74 60.87
5,284.38 5,295.69
126,825.12 127,096.56
66.01 66.15
5,742.87 5,755.05
137,828.88 138,121.20
69.35 69.50
6,033.45 6,046.50
144,802.80 145,116.00
60 61
SGT SGT
16.25%16.50%
74.00 74.16
6,438.00 6,451.92
154,512.00 154,846.08
75.62 75.78
6,578.94 6,592.86
157,894.56 158,228.64
77.21 77.38
6,717.27 6,732.06
161,214.48 161,569.44
78.90 79.07
6,864.30 6,879.09
164,743.20 165,098.16
80.48 80.65
7,001.76 7,016.55
168,042.24 168,397.20
Published for
January 2
Council Meeting
Item 8 – Council Reports