The URL can be used to link to this page

Home My WebLink AboutFinal Agenda PacketCITY OF RENTON AGENDA - City Council Regular Meeting 7:00 PM - Monday, March 25, 2019 Council Chambers, 7th Floor, City Hall — 1055 S. Grady Way 1. CALL TO ORDER AND PLEDGE OF ALLEGIANCE 2. ROLL CALL 3. PROCLAMATIONS a) National Service Recognition Day - April 2, 2019 b) Sexual Assault Awareness Month - April 2019 4. ADMINISTRATIVE REPORT 5. AUDIENCE COMMENTS • Speakers must sign-up prior to the Council meeting. • Each speaker is allowed five minutes. • When recognized, please state your name & city of residence for the record. NOTICE to all participants: Pursuant to state law, RCW 42.17A.555, campaigning for any ballot measure or candidate in City Hall and/or during any portion of the council meeting, including the audience comment portion of the meeting, is PROHIBITED. 6. CONSENT AGENDA The following items are distributed to Councilmembers in advance for study and review, and the recommended actions will be accepted in a single motion. Any item may be removed for further discussion if requested by a Councilmember. a) Approval of Council Meeting minutes of March 18, 2019. Council Concur b) AB - 2347 Mayor Law appoints Mr. Duffy Delgado to the Renton Municipal Arts Commission for a term expiring December 31, 2021. Refer to Community Services Committee c) AB - 2345 Community Services Department recommends approval of an interlocal agreement with the United States Department of Agriculture (USDA) Animal and Plant Health Inspection Service - Wildlife Services Program, in the total amount of $11,000 over a five-year period, for communication, maintenance, and management of public site impacts of surplus waterfowl, especially Canada Geese, within city limits. Refer to Finance Committee d) AB - 2340 Human Resources / Risk Management Department recommends approval of the 2019-2020 Renton Police Guild Non -Commissioned Employees' contract. Council Concur e) AB - 2344 Public Works Administration requests authorization to purchase four vehicles, with an estimated cost of $264,115. Two of the vehicles were included in the 2019-2020 biennial budget, and two are included in in the upcoming carry forward budget adjustment. Council Concur f) AB - 2346 Utility Systems Division submits CAG-18-050, Kennydale Reservoir Site Access Utilities project, contractor Laser Underground and Earthworks, Inc., and requests approval of the project and authorization to release retainage in the amount of $3,504.72 after 60 days once all the required releases from the State have been obtained. Council Concur 7. UNFINISHED BUSINESS Topics listed below were discussed in Council committees during the past week. Those topics marked with an asterisk (*) may include legislation. Committee reports on any topics may be held by the Chair if further review is necessary. a) Transportation (Aviation) Committee: Rainier AV S Phase 4 Supplemental Agreement with KPG, P.S. (CAG-15-190) 8. NEW BUSINESS (Includes Council Committee agenda topics; visit rentonwa.gov/cityclerk for more information.) 9. ADJOURNMENT COMMITTEE OF THE WHOLE MEETING AGENDA (Preceding Council Meeting) CANCELLED Hearing assistance devices for use in the Council Chambers are available upon request to the City Clerk CITY COUNCIL MEETINGS ARE TELEVISED LIVE ON GOVERNMENT ACCESS CHANNEL 21 To view Council Meetings online, please visit rentonwa.gov/counciImeetings AGENDA ITEM #3. a) j Denis Law Mayor r (Proclamation Whereas, AmeriCorps, AmeriCorps VISTA, and Senior Corps participants serve in more than 50,000 locations across the country to address challenges facing our communities; and Whereas, national service invests in community -based solutions and strengthens the impact and influence of historically disenfranchised communities; and Whereas, national service expands economic opportunity by creating more sustainable, resilient communities and providing education and career skills to those who serve; and Whereas, the city's Emergency Management division has had a total of six AmeriCorps volunteers since 2008, addressing emergency preparedness and community self-sufficiency; and Whereas, the city's Community Services department has had a total of 26 AmeriCorps VISTA summer volunteers since 2013 as part of the United Way of King County's Free Summer Meals Program; and Whereas, the city's Community and Economic Development department has had four AmeriCorps VISTA volunteers since May 2018 (including at the City, Renton Housing Authority, Renton School District, and Neighborhood House) working on the Sunset Area Transformation Plan and/or the Renton Innovation Zone Partnership; and Whereas, with their commitment to our community and dedication to the wellbeing of others, our city's AmeriCorps and AmeriCorps VISTA volunteers demonstrate the best of Renton's spirit; and Whereas, the City of Renton wishes to recognize the importance of national service and to recognize and honor the past and present AmeriCorps and AmeriCorps VISTA volunteers who have served the greater Renton community; Now, therefore, I, Denis Law, Mayor of the City of Renton, do hereby proclaim April 2, 2019, to be NationafSerUice Recognition Day in the City of Renton, and I encourage all citizens to join me in this special observance. in witness whereof, I have hereunto set my hand and caused the seal of the City of Renton to be affixed this 25th day of March, 2019. 11 r Denis Law, Mayor City of Renton, Washington Renton City Hall, 7th Floor 1055 South Grady Way, Renton, WA 98057 • rentonwa.gov AGENDA ITEM #3. a) Renton Sunset Area Transformation Plan & Renton Innovation Zone AmeriCorps VISTA Volunteers (2018/2019) Hannah Bahnmiller —City of Renton VISTA Sunset Area Community Development Specialist MyKa'La Alexander — Renton School District VISTA Early Learning & After School Development Specialist Stephanie Snyder — Neighborhood House VISTA Sunset Multi -Service Center Development Specialist Rachel Butler — Renton Housing Authority VISTA Sunset Area Community Outreach and Service Coordinator Photo from First Day of AmeriCorps VISTA Service (5/14/2018) (Left to right: Stephanie, Hannah, Rachel, and MyKa'La) 4 AGENDA ITEM #3. a) Examples of our Current AmeriCorps VISTA Volunteers' Accomplishments: 1. Organized and supported multiple community engagement activities in the Sunset neighborhood, including activities for historically underserved communities. 2. Prospected, researched, wrote, and received a $20,000 grant from the First Financial Northwest Foundation Fund via the Renton Regional Community Foundation for the Sunset Multi -Service & Career Development Center 3. Wrote the capital request for the Washington State House of Representatives and Senate for $1.2 million for the Sunset Multi -Service & Career Development Center. 4. Coordinated with 17 organizations to design and hold a new health resource fair to provide information about Spanish -language services and programs to Latino residents who represent 25% of the families in the Sunset neighborhood. 5. Partnered with other entities to develop, coordinate, and implement a new pilot healthy housing assessment program available to 167 homeowners in the Sunset Area. 6. Secured $12,500 to coordinate and create an 810' long community fence art project along Sunset Boulevard in the Sunset Area. 7. Surveyed Renton Housing Authority residents regarding health care and/or employment and job training needs and recruited partners to provide additional services for residents. 8. Recruited volunteers for the Food Lifeline Mobile Food Pantry held monthly at the Renton Housing Authority's Evergreen Terrace senior housing property. 9. Created monthly newsletters for Renton Housing Authority residents to increase communication and engagement. 10. Partnered with several community -based organizations to execute capacity building needs assessments and support activities 11. Created the framework for the establishment of Parent Information and Resource Centers in the four Renton Innovation Zone Partnership elementary schools, plus Dimmitt Middle School. 12. Created quarterly newsletters and monthly marketing documents for Renton School District families to increase communication and engagement. AGENDA ITEM #3. b) Denis Law Mayor Procfamation Whereas, in Washington State, 45% of women and 22% of men report having experienced sexual violence in their lifetime; and Whereas, the risk is even higher for people of color, refugees, immigrants, LGBTQ, and other marginalized community members; one recent study shows 94% of Native American women in Seattle report they have been sexually assaulted; and Whereas, in King County, more than 7,300 adults and children received specialized assistance from organizations with programming for sexual assault victims in 2018; and Whereas, demand for services at the King County Sexual Assault Resource Centerjumped 19% last year, reflecting the cultural shift that is taking place that has prompted many survivors who have remained silent to now speak up and seek the help they need to heal; and Whereas, of the 4,888 individuals served by the King County Sexual Assault Resource Center in 2018, half were children; nationally, 1 in 5 children under 18 are sexually abused; and Whereas, in 2016, 18% of 10th graders in Washington reported that they had been made to engage in unwanted kissing or sexual contact; and Whereas, negative impacts of sexual violence trauma on women, men, children, and youth include fear, concern for safety, symptoms of post -traumatic stress disorder, injury, and missed work or school; and Whereas, working together to educate our community about sexual violence, supporting survivors when they come forward, speaking out against harmful attitudes and actions, and engaging in best -practice sexual violence prevention work helps end sexual violence; Now, therefore, I, Denis Law, Mayor of the City of Renton, do hereby proclaim April 2019 to be SexuaCAssauCtAwareness WontFi in the City of Renton, and I encourage all citizens to join me in this special observance, and join advocates and communities across the country in taking action to prevent sexual violence. In witness whereof, I have hereunto set my hand and caused the seal of the City of Renton to be affixed this 25th day of March, 2019. AIAL Denis Law, Mayor City of Renton, Washington Renton City Hall, 7th Floor 1055 South Grady Way, Renton, WA 98057 • rentonwa.gov AGENDA ITEM #6. a) CITY OF RENTON MINUTES - City Council Regular Meeting 7:00 PM - Monday, March 18, 2019 Council Chambers, 7th Floor, City Hall — 1055 S. Grady Way CALL TO ORDER AND PLEDGE OF ALLEGIANCE Mayor Law called the meeting of the Renton City Council to order at 7:00 PM and led the Pledge of Allegiance. ROLL CALL Councilmembers Present: Councilmembers Absent: Don Persson, Council President Ruth Perez Randy Corman Ed Prince Armondo Pavone Ryan Mclrvin Carol Ann Witschi MOVED BY PERSSON, SECONDED BY CORMAN, COUNCIL EXCUSE ABSENT COUNCILMEMBERS PEREZ, PRINCE, AND MCIRVIN. CARRIED. ADMINISTRATIVE STAFF PRESENT Denis Law, Mayor Robert Harrison, Chief Administrative Officer Alex Tuttle, Assistant City Attorney Megan Gregor, Deputy City Clerk Gregg Zimmerman, Public Works Administrator Kelly Beymer, Community Services Administrator Commander Dan Figaro, Police Department ADMINISTRATIVE REPORT Chief Administrative Officer Robert Harrison reviewed a written administrative report summarizing the City's recent progress towards goals and work programs adopted as part of its business plan for 2019 and beyond. Items noted were: • King County Metro is talking with communities along the future I Line route to learn about their needs and priorities for the new Rapid Ride service and other mobility needs. Take their online survey before March 29 at https://publicinput.com/3757. March 18, 2019 REGULAR COUNCIL MEETING MINUTES AGENDA ITEM #6. a) AUDIENCE COMMENTS Paul Ouellette, Renton, shared concerns related to the 1- 405 / SR 167 Interchange Director Connector Project. • Diane Dobson, Renton, followed up on comments she made last week and thanked Community and Economic Development Administrator Chip Vincent for offering to join the neighborhood meeting on March 21 to discuss concerns related to safety issues at Williams and Wells in downtown. She also shared concerns related to private property and imminent domain in relation to the City Center Community Plan. Additionally, Ms. Dobson relayed issues in the downtown core area related to the lack of public bathroom availability and requested that the administration take a look at the impact these issues are having on businesses and quality of life in the area. CONSENT AGENDA Items listed on the Consent Agenda were adopted with one motion, following the listing. a) Approval of Council Meeting minutes of March 11, 2019. Council Concur. b) AB - 2341 City Clerk reported bid opening on March 6, 2019 for the Lift Station and Force Main Improvements, Phase I project; and submitted the staff recommendation to award the contract to the lowest responsible and responsive bidder, Equity Builders, LLC, in the amount of $996,545. Council Concur. c) AB - 2343 Community & Economic Development Department recommended approving the eight month (May 1, 2019 to January 1, 2020) temporary full street closure of a 100-feet long portion of Burnett Ave N, located immediately south of N 6th St, to accommodate King County's Eastside Interceptor Section 2 Rehabilitation Phase II, project. Refer to Transportation (Aviation) Committee. d) AB - 2339 Community Services Department recommended approval of Interlocal Agreement GCB 3066 with the Washington State Department of Transportation for Offsite Mitigation Planting at Ron Regis Park to mitigate impacts to the Cedar River stream buffer, at no cost to the City. Refer to Transportation (Aviation) Committee. MOVED BY PERSSON, SECONDED BY PAVONE, COUNCIL CONCUR TO APPROVE THE CONSENT AGENDA, AS PRESENTED. CARRIED. UNFINISHED BUSINESS a) Finance Committee Chair Pavone presented a report concurring in the staff recommendation to approve the following payments: 1. Accounts Payable — total payment of $2,817,932.63 for vouchers 22719, 371921-371940, 371954-372117; payroll benefit withholding vouchers 5995-6004, 371941-371953. 2. Payroll — total payment of $1,448,161.22 for payroll vouchers which includes 655 direct deposits and 11 checks (February 01-15, 2019 pay period). 3. Municipal Court — total payment of $5,294.19 for vouchers 017389-017400. MOVED BY PAVONE, SECONDED BY WITSCHI, COUNCIL CONCUR IN THE COMMITTEE RECOMMENDATION. CARRIED. March 18, 2019 REGULAR COUNCIL MEETING MINUTES AGENDA ITEM #6. a) b) Transportation (Aviation) Committee Chair Mclrvin presented a report concurring in the staff recommendation to authorize the Mayor and City Clerk to execute Supplemental Agreement No. 2 to CAG-17-128, with Gray & Osborne, in the amount of $133,827 for construction management and inspection services for the Renton Avenue South Resurfacing Project. MOVED BY CORMAN, SECONDED BY PAVONE, COUNCIL CONCUR IN THE COMMITTEE RECOMMENDATION. CARRIED. NEW BUSINESS Please see the attached Council Committee Meeting Calendar. ADJOURNMENT MOVED BY PERSSON, SECONDED BY WITSCHI, COUNCIL REFER THE TOPIC OF PARKING OVERSIZE VEHICLES TO THE COMMITTEE OF THE WHOLE. CARRIED. MOVED BY CORMAN, SECONDED BY WITSCHI, COUNCIL ADJOURN. CARRIED. TIME: 7:16 P.M. Jason A. Seth, CIVIC, City Clerk Megan Gregor, CIVIC, Recorder Monday, March 18, 2019 March 18, 2019 REGULAR COUNCIL MEETING MINUTES Council Committee Meeting Calendar AGENDA ITEM #6. a) March 18, 2019 March 25, 2019 Monday 5:00 PM Planning & Development Committee, Member Pavone - Council Conf Room 1 . Recreational Uses in the UC Zone 2. Long Range Work Program 3. Small Cell Permitting Requirements 4. Emerging Issues in CED 6:00 PM Utilities Committee, Vice Chair Witschi - Council Conference Room 1 . Emerging Issues in Utilities • Kennydale Reservoir Bid Award • 2019 King County Comprehensive Solid Waste Management Plan • 2019 Stormwater Management Program Plan CANCELLED Committee of the Whole, Chair Persson AGENDA ITEM #6. b) AB - 2347 C[TY OF -----wwwo�Renton uOl"' SUBJECT/TITLE: Appointment to Renton Municipal Arts Commission RECOMMENDED ACTION: Refer to Community Services Committee DEPARTMENT: Executive Department STAFF CONTACT: April Alexander, Executive Assistant EXT.: 6520 None Mayor Law appoints Mr. Duffy Delgado to the Renton Municipal Arts Commission for a term expiring 12/31/21. A. Volunteer Application B. Recommendation Memo Confirm Mayor Law's appointment of Mr. Duffy Delgado to the Renton Municipal Arts Commission. AGENDA ITEM #6. b) April Alexander From: notification@civiclive.com Sent: Tuesday, January 8, 2019 1:31 PM To: April Alexander Subject: Application for Boards/Commissions/Committees 2019-01-08 01:31 PM(PST) Submission Notification Application for Boards/Commissions/Committees 2019-01-08 01:31 PM(PST) was submitted by Guest on 1/8/2019 4:31:05 PM (GMT-08:00) Canada/Pacific ' Name Value Airport Advisory Committee* Civil Service Commission* Community Plan Advisory Board - Benson Hill Community Plan Advisory Board - City Center Historical/Museum Board* Housing Authority* Human Services Advisory Committee* Library Advisory Board* Municipal Arts Commission* Municipal Arts Commission* Parks Commission* Planning Commission* Senior Citizens Advisory Committee* Sister City Committee - Cuautla Sister City Committee - Nishiwaki Gender Mr. Name Duffy Delgado Address: Email Phone A1tPhone: Resident Yes ResidentSince� formerresidence EducationBackground Business Management, Marketing, Electronics OccupationalBackground Music education, music equipment sales and marketing, event sales & marketing, recorded music industry Big Star Studios - music instructor (current) Loud Audio - Employer• Mackie and Ampeg sales US & Canada Anew Communications Technology - A/V Sales Director Orca Creative Group - Event Design Sales Director CommunityActivities Professional musician active with numerous benefit events for PAWS, NW Harvest, ROOTS Youth, Mulkiteo Magic AGENDA ITEM #6. b) and many more. Volunteer with Washington Trails Association As a father, a lifelong resident of Renton and an active member of the community, I'm dedicated to being more Reasonfora 1 in active in helping spread arts and music to the citizens of the PP y g area by introducing and cultivating programs for the youth and people of all ages that will bring joy and harmony and benefit the entire community. My unique Day Meetings Day Meetings Night Meetings Night Meetings To view this form submission online, please follow the link below: https://rentonwa.gov/form/one.aspx?objectld=l 5078608&contextId=9212967&retumto=submissions AGENDA ITEM #6. b) DEPARTMENT OF COMMUNITY K4R 08 2019 & ECONOMIC DEVELOPMENT CITY OF RENTON MAYOR'S oFFicfE-,) M E M O R A N D U M DATE: March 5, 2019 V�,I TO: Denis Law, Mayor ( FROM: C.E. "Chip" Vincent, CED Administrator d-�, SUBJECT: Proposed Appointment to the Renton Municipal Arts Commission The Renton Municipal Arts Commission currently has three positions open (including one youth position). Renton resident, Duffy Delgado, submitted an application to the Mayor's office to become a Commissioner and was invited to attend the February Commission meeting. Duffy attended the Commission meeting on Tuesday, February 19 and later met for a more formal interview with the Committee formed to fill vacant positions. The Committee was able to discuss with Duffy his background and interest in the arts in general and in Renton in particular and were impressed with his engaging and enthusiastic demeanor. His professional experience in the music industry and his previous experience performing at Renton community and cultural events will contribute to the ability of the RMAC to fulfill its responsibilities to the community. Duffy is highly qualified to fill the necessary role with the Commission and the Commissioners are enthusiastic about the possible appointment to the RMAC. The RMAC has recommended that Duffy Delgado be forwarded to you for your consideration. The Commission approved the recommendation following their meeting on March 5, 2019. In concurrence with the Renton Municipal Arts Commission, I request that you forward the name of Duffy Delgado to the Renton City Council with your recommendation for their appointment to the Renton Municipal Arts Commission to serve a term expiring December 31, 2021. h:\ced\planning\community planning\arts commission\commissioners\2018\ced memo to council via AGENDA ITEM #6. c) AB - 2345 C[TY OF -----wwwo�Renton u0"I" SUBJECT/TITLE: RECOMMENDED ACTION DEPARTMENT: STAFF CONTACT: EXT.: Interlocal Agreement for Waterfowl Management Program Refer to Finance Committee Community Services Department Cailin Hunsaker, Parks and Trails Director 6606 An annual fee of $2,200, and $11,000 total over five years, will be required from the Parks and Trails Division budget of the Community Services Department. Since 1993 the City of Renton (City) has coordinated with Federal wildlife agencies to manage waterfowl at City parks to reduce negative impacts on water quality, minimize resource damage and ensure safety from disease for park visitors. In a cooperative effort to continue to manage wildlife, especially Canada Geese, the US Department of Agriculture Animal and Plant Health Inspection Service — Wildlife Services Program (WS) and the City are entering into a multi -agency agreement to address communication, maintenance and management of surplus waterfowl. The purpose of the 2019-2023 Interlocal Agreement for Waterfowl (Canada Goose) Management Program (IA) is to provide joint funding for an egg addling program, lethal control, population monitoring and census, mainly of Canada Geese, within King, Pierce and Snohomish Counties. WS will implement a program of removal subject to the terms and conditions of a permit to be issued to them by the US Fish and Wildlife Service. A. 2019-2023 Interlocal Agreement for Waterfowl Management Program B. Draft Resolution to Enter into an Interlocal Agreement for Waterfowl Management Adopt a resolution that authorizes the Mayor and City Clerk to enter into an Interlocal Agreement with USDA Animal and Plant Health Inspection Service — Wildlife Services Program regarding communication, maintenance and management of public site impacts of surplus waterfowl, especially Canada Geese, within Renton City Limits. AGENDA ITEM #6. c) For Your Action 2019-2023 Interlocal Agreement for Waterfowl (Canada Goose) Management Program Please Note: Final Form Ready for Your Submittal for Signature and Funding Authorization AGENDA ITEM #6. c) 2019-2023 INTERLOCAL AGREEMENT FOR WATERFOWL (CANADA GOOSE) MANAGEMENT PROGRAM WHEREAS, Chapter 39.34.040 RCW (Interlocal Cooperation Act) permits local government units to make the most efficient use of their powers by enabling them to communicate and cooperate with other localities on a basis of mutual advantage and thereby to provide services in a manner pursuant to forms of government organization that will accord best with recreational, park and natural resources and other factors influencing the needs and development of local communities and WHEREAS, the various agencies, cities, counties, Washington State and agencies of the Federal Government listed in Exhibit A - Page 6 of this Agreement, desire to manage waterfowl, especially Canada Geese; and WHEREAS, all parties require assistance from the Wildlife Services Program of the U.S. Department of Agriculture, to reduce negative impacts on water quality, minimize resource damage, ensure safety from disease for park visitors, and enhance other property managed; and WHEREAS, this program will be an ongoing resource management activity attempting to maintain a manageable number of birds on a year-to-year basis; and NOW, THEREFORE, in consideration of the covenants herein, it is mutually agreed as follows: SECTION I - PURPOSE The purpose of this Agreement is to provide joint funding for an egg addling program, lethal control, population monitoring and census; mainly of Canada Geese, within King, Pierce, and Snohomish Counties. This program will assist each party in communicating, maintaining, and managing public and selected and approved private site impacts of surplus waterfowl. SECTION II - SCOPE OF PROGRAM Wildlife Services (WS) will receive funds from each participating member for the continuation of an egg addling program, lethal control and evaluation during spring and summer 2019-2023. Using best management practices WS will carry out an egg addling program, seeking as many accessible nesting areas as possible and will make every effort to minimize damage to the surrounding environment. AGENDA ITEM #6. c) To request lethal control, WMC members must contact the WS District Supervisor or Assistant District Supervisor at 360-337-2778. WS will work with the member agency to determine if removal is warranted and if the location is suitable for removal operations. With the assistance of Wildlife Services, the WMC members will continue a yearly program to increase monitoring activities that will enhance our locating and accessing nests on public and private land, and to facilitate an expanded egg addling program, WS will also implement a program of removal, as requested by the Waterfowl Management Committee, subject to the terms and conditions of a permit to be issued by the U.S. Fish and Wildlife Service. This will be done on a case by case basis in situations where an over population of Canada geese may result in an impact on human health and safety, such as potable water contamination, bird aircraft strikes, disease transmission or other situations as determined by WMC members. WS will provide an annual report to the members of the WMC which will include information regarding egg addling, the general location of nests and number of eggs addled, number of geese removed, difficulties encountered, and other pertinent information valuable to the WMC. WS will conduct a standardized monthly goose population survey of selected area parks and will annually conduct up to six goose surveys of Lake Washington by boat. As in previous years, census counts will be expanded using staff from local agencies and participants at times and places to be specified. Survey results will be presented annually to the WMC. Where possible, community outreach and educational programs such as `don't feed wildlife' and interpretive signage will be initiated to inform the public about urban Canada Geese, the associated problems, and the efforts of this committee at addressing those problems. SECTION III - RESPONSIBILITIES Each party, represented in Exhibit A — Waterfowl Management Committee Participants, and incorporated by reference herein, will share in the ongoing review of the programs carried out by WS. Each party agrees that if necessary, an Oversight Committee will be appointed to monitor and report back to the general committee on a regular basis. Three members of the Committee will make up the Oversight Committee chaired by the Seattle Parks and Recreation representative. SECTION IV - COMPENSATION Each party shall contribute to the financial costs of the program. The costs are shared between the agencies. Individual costs per agency may vary year-to-year and are based upon the total number of agencies actively participating in the program and receiving services. Table 1 AGENDA ITEM #6. c) shows the 2019 minimum and maximum costs for each agency. SECTION V - TERM AND EXTENSION The Term of this Agreement is from January 1, 2019 to December 31, 2023. This Agreement may be extended in time, scope or funding by mutual written consent from all parties referenced herein. SECTION VI - TERMINATION This agreement may be unilaterally terminated by any of the parties referenced herein or Wildlife Services upon presentation of written notice to the Oversight Committee at least 30 days in advance of the severance date shown in Section V. Should termination of this agreement occur without completion of the egg addling, each party shall pay only its' pro rata share of any expenses incurred under the agreement at the date of the termination, and each party shall receive copies of all products resulting from the addling activities up to the time of the termination. SECTION VII - DELIVERABLE Using best management practices, Wildlife Services will carry out an egg addling program, seeking as many accessible nesting areas as possible, and will make every effort to minimize damage to the surrounding environment. Field conditions or changing conditions may increase or decrease the number of eggs addled from previous years' totals. Eggs will be coated with vegetable oil on dates to be determined by Wildlife Services. Lethal control will be implemented as requested and the total numbers are established by the U.S. Fish and Wildlife Service Permit. Participants will receive a report on the number of eggs addled and geese euthanized in 2019. SECTION VIII - FILING As provided by RCW 39.34.040, this agreement shall be filed prior to its entry and force with the City or County Clerks of the participating parties, the County Auditor and the Secretary of State, and, if found to be necessary, with the State Office of Community Affairs as provided by RCW 39.34.120. SECTION IX - LIABILITY Each party to this agreement shall be responsible for damage to person or property resulting from the negligence on the part of itself, its employees, its agents or its officers. No party assumes any responsibility to another party for the consequences of any act or omission of any person, firm, or corporation not at party to this agreement. AGENDA ITEM #6. c) EXHIBIT A WATERFOWL MANAGEMENT COMMITTEE PARTICIPANTS City of Bellevue....................................................................................Dan Acker City of Kirkland.....................................................................................Jason Filan City of Mountlake Terrace................................................................Ken Courtmanch Port of Seattle — Seattle -Tacoma International Airport ....................................Steve Osmek City of Renton................................................................................Cailin Hunsaker City of SeaTac...............................................................................Mike Fitzpatrick City of Woodinville.........................................................................Amy Ensminger Seattle of Parks and Recreation........................................................................ Barb DeCaro University of Washington.....................................................................Abebe Aberra USDA Wildlife Services....................................................................... Mike Linnell AGENDA ITEM #6. c) TABLE I PARTICIPATING AGENCIES CONTRIBUTIONS MINIMUM (Total 12 agencies) MAXIMUM (Total 10 agencies) Seattle Parks and Recreation 2,200 3,550 All other agencies 2,200 2,664 All checks will be made payable to the USDA-APHIS-WS, earmarked for the Wildlife Services and sent to the following addresses: Mr. Mike Linnell State Director -Wildlife Services Program U.S. Department of Agriculture 720 O'Leary Street Northwest Olympia, Washington 98502 (360) 742-5500 In case of procedural questions regarding this project, please contact: Deborah Stalman, Budget Analyst Wildlife Services Program (360) 742-5500 FAX: (360) 753-9466 For questions regarding implementation of control measures and census, please contact: Brook Zscheile District Supervisor U.S. Department of Agriculture 10265 Central Valley Rd NW Poulsbo, WA 98370 (360) 337-2778 SECTION X. - SEVERABILITY If any section of this agreement is adjudicated to be invalid, such action shall not affect the validity of any section so adjudged. This agreement shall be executed on behalf of each party by its authorized representative. It shall be deemed adopted upon the date of execution by the last so authorized representative. AGENDA ITEM #6. c) This agreement is approved and entered into by the undersigned county and local government units, university and other private parties. City of Bellevue Port of Seattle — Seattle -Tacoma International By: Airport By: Patrick Foran, Director of Parks and Community Lance Lyttle, Airport Director Services Date: Date: City of Kirkland Seattle Department of Parks and Recreation By: By: — Jason Filan, Parks Manager Christopher Williams, Acting Superintendent Date: Date: City of Mountlake Terrace City of SeaTac By: By: Arlene Fisher, City Manager Mike Fitzpatrick, Parks Operation Manager ate: Date: City of Renton University of Washington By: By: _ Denis Law, Mayor Jon Parkin Date: Interim Director of Facilities Maintenance & Construction Date: City of Woodinville By: Richard A. Leahy, City Manager Date: AGENDA ITEM #6. c) CITY OF RENTON, WASHINGTON RESOLUTION NO. A RESOLUTION OF THE CITY OF RENTON, WASHINGTON, AUTHORIZING THE MAYOR AND CITY CLERK TO ENTER INTO AN INTERLOCAL AGREEMENT WITH THE CITIES OF BELLEVUE, KIRKLAND, MOUNTLAKE TERRACE, SEATAC, AND WOODINVILLE, THE SEATTLE DEPARTMENT OF PARKS AND RECREATION, THE PORT OF SEATTLE, THE UNIVERSITY OF WASHINGTON, AND THE UNITED STATES DEPARTMENT OF AGRICULTURE ENTITLED "2019-2023 INTERLOCAL AGREEMENT FOR WATERFOWL (CANADA GOOSE) MANAGEMENT PROGRAM." WHEREAS, the City and the Cities of Bellevue, Kirkland, Mountlake Terrace, SeaTac, and Woodinville, the Seattle Department of Parks and Recreation, the Port of Seattle, the University of Washington, and the United States Department of Agriculture (collectively referred to as the "Parties") are authorized, pursuant to RCW Chapter 39.34, the Interlocal Cooperation Act, to enter into an interlocal government cooperative agreement; and WHEREAS, the Parties desire to manage waterfowl, especially Canada Geese; and WHEREAS, the Parties require assistance from the Wildlife Services Program of the United States Department of Agriculture, to reduce negative impacts on water quality, minimize resource damage, ensure safety from disease for park visitors, and enhance other managed property; and WHEREAS, the Parties desire to enter into an agreement to provide joint funding for an egg addling program, lethal control, population monitoring and census, mainly of Canada Geese, within King, Pierce, and Snohomish Counties; and WHEREAS, the program will assist each Party in communicating, maintaining, and managing public and selected and approved private site impacts of surplus waterfowl; 1 AGENDA ITEM #6. c) RESOLUTION NO. NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF RENTON, WASHINGTON, DO RESOLVE AS FOLLOWS: SECTION I. The Mayor and City Clerk are hereby authorized to enter into an interlocal agreement with the Parties entitled 2019-2023 Interlocal Agreement For Waterfowl (Canada Goose) Management Program, in a form that is the same or substantially similar to the version attached hereto as Exhibit "A" and incorporated by this reference, and all subsequent addenda, amendments, supplements and/or future interlocal agreements with the same Parties or with different parties regarding the Waterfowl (Canada Goose) Management Program, which do not materially differ from the terms of Exhibit A and do not require a budget adjustment. PASSED BY THE CITY COUNCIL this day of , 2019. Jason A. Seth, City Clerk APPROVED BY THE MAYOR this day of 12019. Approved as to form: Shane Moloney, City Attorney RES:1802:2/1/19:scr Denis Law, Mayor 2 AGENDA ITEM #6. c) RESOLUTION NO. EXHIBIT "A" 2019-2023 INTERLOCAL AGREEMENT FOR WATERFOWL (CANADA GOOSE) MANAGEMENT PROGRAM AGENDA ITEM #6. c) For Your Action 2019-2023 Interlocal Agreement for Waterfowl (Canada Goose) Management Program Please Note: Final Form Ready for Your Submittal for Signature and Funding Authorization AGENDA ITEM #6. c) 2019-2023 INTERLOCAL AGREEMENT FOR WATERFOWL (CANADA GOOSE) MANAGEMENT PROGRAM WHEREAS, Chapter 39.34.040 RCW (Interlocal Cooperation Act) permits local government units to make the most efficient use of their powers by enabling them to communicate and cooperate with other localities on a basis of mutual advantage and thereby to provide services in a manner pursuant to forms of government organization that will accord best with recreational, park and natural resources and other factors influencing the needs and development of local communities and WHEREAS, the various agencies, cities, counties, Washington State and agencies of the Federal Government listed in Exhibit A - Page 6 of this Agreement, desire to manage waterfowl, especially Canada Geese; and WHEREAS, all parties require assistance from the Wildlife Services Program of the U.S. Department of Agriculture, to reduce negative impacts on water quality, minimize resource damage, ensure safety from disease for park visitors, and enhance other property managed; and WHEREAS, this program will be an ongoing resource management activity attempting to maintain a manageable number of birds on a year-to-year basis; and NOW, THEREFORE, in consideration of the covenants herein, it is mutually agreed as follows: SECTION I - PURPOSE The purpose of this Agreement is to provide joint funding for an egg addling program, lethal control, population monitoring and census; mainly of Canada Geese, within King, Pierce, and Snohomish Counties. This program will assist each party in communicating, maintaining, and managing public and selected and approved private site impacts of surplus waterfowl. SECTION II - SCOPE OF PROGRAM Wildlife Services (WS) will receive funds from each participating member for the continuation of an egg addling program, lethal control and evaluation during spring and summer 2019-2023. Using best management practices WS will carry out an egg addling program, seeking as many accessible nesting areas as possible and will make every effort to minimize damage to the surrounding environment. AGENDA ITEM #6. c) To request lethal control, WMC members must contact the WS District Supervisor or Assistant District Supervisor at 360-337-2778. WS will work with the member agency to determine if removal is warranted and if the location is suitable for removal operations. With the assistance of Wildlife Services, the WMC members will continue a yearly program to increase monitoring activities that will enhance our locating and accessing nests on public and private land, and to facilitate an expanded egg addling program, WS will also implement a program of removal, as requested by the Waterfowl Management Committee, subject to the terms and conditions of a permit to be issued by the U.S. Fish and Wildlife Service. This will be done on a case by case basis in situations where an over population of Canada geese may result in an impact on human health and safety, such as potable water contamination, bird aircraft strikes, disease transmission or other situations as determined by WMC members. WS will provide an annual report to the members of the WMC which will include information regarding egg addling, the general location of nests and number of eggs addled, number of geese removed, difficulties encountered, and other pertinent information valuable to the WMC. WS will conduct a standardized monthly goose population survey of selected area parks and will annually conduct up to six goose surveys of Lake Washington by boat. As in previous years, census counts will be expanded using staff from local agencies and participants at times and places to be specified. Survey results will be presented annually to the WMC. Where possible, community outreach and educational programs such as `don't feed wildlife' and interpretive signage will be initiated to inform the public about urban Canada Geese, the associated problems, and the efforts of this committee at addressing those problems. SECTION III - RESPONSIBILITIES Each party, represented in Exhibit A — Waterfowl Management Committee Participants, and incorporated by reference herein, will share in the ongoing review of the programs carried out by WS. Each party agrees that if necessary, an Oversight Committee will be appointed to monitor and report back to the general committee on a regular basis. Three members of the Committee will make up the Oversight Committee chaired by the Seattle Parks and Recreation representative. SECTION IV - COMPENSATION Each party shall contribute to the financial costs of the program. The costs are shared between the agencies. Individual costs per agency may vary year-to-year and are based upon the total number of agencies actively participating in the program and receiving services. Table 1 AGENDA ITEM #6. c) shows the 2019 minimum and maximum costs for each agency. SECTION V - TERM AND EXTENSION The Term of this Agreement is from January 1, 2019 to December 31, 2023. This Agreement may be extended in time, scope or funding by mutual written consent from all parties referenced herein. SECTION VI - TERMINATION This agreement may be unilaterally terminated by any of the parties referenced herein or Wildlife Services upon presentation of written notice to the Oversight Committee at least 30 days in advance of the severance date shown in Section V. Should termination of this agreement occur without completion of the egg addling, each party shall pay only its' pro rata share of any expenses incurred under the agreement at the date of the termination, and each party shall receive copies of all products resulting from the addling activities up to the time of the termination. SECTION VII - DELIVERABLE Using best management practices, Wildlife Services will carry out an egg addling program, seeking as many accessible nesting areas as possible, and will make every effort to minimize damage to the surrounding environment. Field conditions or changing conditions may increase or decrease the number of eggs addled from previous years' totals. Eggs will be coated with vegetable oil on dates to be determined by Wildlife Services. Lethal control will be implemented as requested and the total numbers are established by the U.S. Fish and Wildlife Service Permit. Participants will receive a report on the number of eggs addled and geese euthanized in 2019. SECTION VIII - FILING As provided by RCW 39.34.040, this agreement shall be filed prior to its entry and force with the City or County Clerks of the participating parties, the County Auditor and the Secretary of State, and, if found to be necessary, with the State Office of Community Affairs as provided by RCW 39.34.120. SECTION IX - LIABILITY Each party to this agreement shall be responsible for damage to person or property resulting from the negligence on the part of itself, its employees, its agents or its officers. No party assumes any responsibility to another party for the consequences of any act or omission of any person, firm, or corporation not at party to this agreement. AGENDA ITEM #6. c) EXHIBIT A WATERFOWL MANAGEMENT COMMITTEE PARTICIPANTS City of Bellevue....................................................................................Dan Acker City of Kirkland.....................................................................................Jason Filan City of Mountlake Terrace................................................................Ken Courtmanch Port of Seattle — Seattle -Tacoma International Airport ....................................Steve Osmek City of Renton................................................................................Cailin Hunsaker City of SeaTac...............................................................................Mike Fitzpatrick City of Woodinville.........................................................................Amy Ensminger Seattle of Parks and Recreation........................................................................ Barb DeCaro University of Washington.....................................................................Abebe Aberra USDA Wildlife Services....................................................................... Mike Linnell AGENDA ITEM #6. c) TABLE I PARTICIPATING AGENCIES CONTRIBUTIONS MINIMUM (Total 12 agencies) MAXIMUM (Total 10 agencies) Seattle Parks and Recreation 2,200 3,550 All other agencies 2,200 2,664 All checks will be made payable to the USDA-APHIS-WS, earmarked for the Wildlife Services and sent to the following addresses: Mr. Mike Linnell State Director -Wildlife Services Program U.S. Department of Agriculture 720 O'Leary Street Northwest Olympia, Washington 98502 (360) 742-5500 In case of procedural questions regarding this project, please contact: Deborah Stalman, Budget Analyst Wildlife Services Program (360) 742-5500 FAX: (360) 753-9466 For questions regarding implementation of control measures and census, please contact: Brook Zscheile District Supervisor U.S. Department of Agriculture 10265 Central Valley Rd NW Poulsbo, WA 98370 (360) 337-2778 SECTION X. - SEVERABILITY If any section of this agreement is adjudicated to be invalid, such action shall not affect the validity of any section so adjudged. This agreement shall be executed on behalf of each party by its authorized representative. It shall be deemed adopted upon the date of execution by the last so authorized representative. AGENDA ITEM #6. c) This agreement is approved and entered into by the undersigned county and local government units, university and other private parties. City of Bellevue Port of Seattle — Seattle -Tacoma International By: Airport By: Patrick Foran, Director of Parks and Community Lance Lyttle, Airport Director Services Date: Date: City of Kirkland Seattle Department of Parks and Recreation By: By: — Jason Filan, Parks Manager Christopher Williams, Acting Superintendent Date: Date: City of Mountlake Terrace City of SeaTac By: By: Arlene Fisher, City Manager Mike Fitzpatrick, Parks Operation Manager ate: Date: City of Renton University of Washington By: By: _ Denis Law, Mayor Jon Parkin Date: Interim Director of Facilities Maintenance & Construction Date: City of Woodinville By: Richard A. Leahy, City Manager Date: AGENDA ITEM #6. d) AB - 2340 C[TY OF -----wwwo�Renton uOl"' SUBJECT/TITLE: 2019-2020 union contract approval for non-commissioned members of Renton Police Guild RECOMMENDED ACTION: Council Concur DEPARTMENT: Human Resources / Risk Management Department STAFF CONTACT: Ellen Bradley-Mak, Administrator EXT.: 7657 Budget approval was initially set at a 3% COLA for 2019 and 2020. A budget adjustment will be prepared to account for the additional budget needed based on the agreed contract terms. The additional budgeted amount for wages and benefits will be approximately $39,000 for 2019 and $60,000 for 2020. The City and the Renton Police Guild representing Non -Commissioned employees began bargaining for a successor collective Bargaining Agreement to the 2016-2018 Agreement on January 17, 2019, and reached a tentative agreement on March 5, 2019. This agreement is subject to Guild ratification that is scheduled to be completed by March 20. Salary and benefits issues were addressed as follows: 1. The parties agreed to a two (2) year agreement from 2019-2020. 2. Effective April 1, 2019, the base wages for all positions in the bargaining unit shall be increased by 3.5% above the wages in effect December 31, 2018. 3. Effective January 1, 2020, the base wages shall be increased by 3.25% above the wages in effect December 31, 2019. 4. In addition to the base wage increase, effective April 1, 2019, Step E of the Police Services supervisor Salary Schedule will be increased by 5%. 5. Effective April 1, 2019, the salary grade of the Parking Enforcement Officer position will be increased to pn51. 6. Effective January 1, 2020, the City shall contribute 4.5% (instead of the current 5.5%) of the employee's base wage into his or her deferred compensation account each pay period, and shall contribute one (1) percent of his or her base pay to fund a City -selected and contracted VEBA plan/vendor, per the terms of the agreement. 7. A new longevity step of 14% at 30 years will be established. Other changes to the contract include: 1. Revised the Union Recognition and Union Membership clauses to be in alignment with the Janus Supreme Court decision. 2. Revised existing language regarding personnel files to comply with WA State Retention schedules and Public Records Requests. AGENDA ITEM #6. d) 3. Expanded the Interpreters provision to further encourage diverse language speaking ability within the Department to better serve our community. 4. Reviewed language to comply with Washington State Sick Leave legislation. 5. The bargaining agreement may be re -opened in light of a proposed city-wide teleworking program. A. 2019-2020 contract B. 2019-2020 contract, redline showing revisions Adopt the Agreement between the parties, City of Renton and Renton Police Guild, for the Renton Police Guild Non -Commissioned Employees' union contract for 2019-2020, and authorize the Mayor and City Clerk to sign. AGREEMENT By and Between CITY OF RENTON and NON-COMMISSIONED EMPLOYEES OF THE RENTON POLICE GUILD 2019 — 2020 Police Non -Commissioned Contract AGENDA ITEM #6. d) 2019-2020 Page 2 of 77 Police Non -Commissioned Contract AGENDA ITEM #6. d) 2019-2020 TABLE OF CONTENTS PREAMBLE..............................................................................................7 ARTICLE 1— RECOGNITION AND BARGAINING UNIT...............................7 1.1. Union Recognition........................................................................7 1.2. Union Representation..................................................................7 ARTICLE 2 — UNION MEMBERSHIP AND DUES DEDUCTION ....................8 2.1. Membership.................................................................................8 2.2. Union Security..............................................................................8 2.3. Union Officials' Time Off..............................................................9 2.4. Dues Deduction..........................................................................10 ARTICLE 3 — EMPLOYMENT PRACTICES.................................................11 3.1. Personnel Reduction..................................................................11 3.2. Rehires/Reinstatement..............................................................12 3.3. Vacancies and Promotions.........................................................12 3.4. Personnel Files...........................................................................12 3.5. Probation.................................................................................14 3.6. Non-Discrimination....................................................................15 ARTICLE 4 — HOURS OF DUTY AND OVERTIME......................................15 4.1. Hours of Duty.............................................................................15 4.2. Overtime....................................................................................18 4.3. Overtime Minimums..................................................................19 4.4. Compensatory Time...................................................................20 4.5. Standby......................................................................................20 4.6. Compensation for Training.........................................................21 4.7. Early Release..............................................................................23 ARTICLE 5 —SALARIES ...........................................................................24 ARTICLE 6 —ALLOWANCES AND PREMIUMS.........................................24 6.1. Clothing Allowance....................................................................24 6.2. Quartermaster System...............................................................25 6.3. Uniform Cleaning.......................................................................26 6.4. Callout Pay................................................................................. 27 Page 3 of 77 AGENDA ITEM #6. d) Police Non -Commissioned Contract 2019-2020 6.5. Premium Pay..............................................................................27 6.6. New Positions.............................................................................28 6.7. Working Out Of Classification..................................................28 6.8. Physical Fitness Deferred Compensation Contribution..............28 ARTICLE 7 — SICK LEAVE.........................................................................29 7.1. Sick Leave...................................................................................29 7.2. Bereavement Leave....................................................................30 7.3. Light Duty Requirement.............................................................31 ARTICLE 8 — HOLIDAYS..........................................................................31 8.1. Legal Holidays Observed............................................................31 8.2. Holiday Pay................................................................................32 ARTICLE 9 —TUITION REIMBURSEMENT...............................................32 9.1. Tuition Reimbursement Requirements......................................32 9.2. Non -completion of Term or Course...........................................33 ARTICLE 10 — EDUCATIONAL INCENTIVE...............................................34 10.1. Educational Premium Pay........................................................34 10.2. Minimum Pay Allowances.......................................................34 ARTICLE 11— PERSONAL LEAVE.............................................................34 11.1. Accrual of Personal Leave........................................................34 11.2. Personal Leave Time................................................................35 11.3. Scheduling and Using Personal Leave Time .............................37 11.4. Cancellation of Scheduled Leave.............................................39 11.5. Personal Leave Hours Used.....................................................40 ARTICLE 12 — LONGEVITY......................................................................40 12.1. Premium Pay...........................................................................40 12.2. Longevity Allowance................................................................40 ARTICLE 13 — PENSIONS........................................................................40 ARTICLE 14 — INSURANCES....................................................................41 Definitions: ......................................................................................... 41 14.1. Health Insurance.....................................................................41 14.3. Life Insurance..........................................................................44 14.4. Federal/State Healthcare Options...........................................45 Page 4 of 77 AGENDA ITEM #6. d) Police Non -Commissioned Contract 2019-2020 14.5. COBRA.....................................................................................45 14.6. Short Term Disability Insurance Policy...................................45 14.7. Long Term Disability................................................................45 14.8. Indemnify and Defend.............................................................46 14.9. Change in Benefits...................................................................46 14.10. Guild -Directed Trust Fund.......................................................46 ARTICLE 15 — BILL OF RIGHTS...............................................................46 15.1. Just Cause Employer Rights.....................................................47 15.2. Bill of Rights.............................................................................47 15.3. Drug and Alcohol Testing.........................................................53 ARTICLE 16 — MANAGEMENT RIGHTS...................................................56 16.1. Recognition.............................................................................56 16.2. Rights of Employer..................................................................57 ARTICLE 17 —GRIEVANCE PROCEDURE.................................................58 17.1. Definitions...............................................................................58 17.2. Grievance Procedure...............................................................58 Step(1)............................................................................................59 Step(2)............................................................................................59 Step(3)............................................................................................60 Step(4)............................................................................................60 Step(5)............................................................................................60 17.3. Election of Remedies...............................................................61 ARTICLE 18 — PERFORMANCE OF DUTY.................................................61 ARTICLE 19 — RETENTION OF BENEFITS.................................................62 ARTICLE 20 — PAY DAYS.........................................................................62 20.1. Pay Dates.................................................................................62 20.3. Direct Deposit..........................................................................63 ARTICLE 21— SAVINGS CLAUSE.............................................................63 21.1. Savings Clause.........................................................................63 21.2. Contract/Civil Service..............................................................63 21.3. Successor Agreement..............................................................64 21.4. FLSA Disputes..........................................................................64 Page 5 of 77 AGENDA ITEM #6. d) Police Non -Commissioned Contract 2019-2020 ARTICLE 22 - ENTIRE AGREEMENT........................................................65 ARTICLE 23 - DURATION OF AGREEMENT.............................................66 APPENDIX A - SALARIES.........................................................................68 APPENDIX C - MEDICAL RELEASE.......................................................71 APPENDIX C - MEDICAL RELEASE..........................................................71 APPENDIX D - TELEWORK RE-OPENER...............................................72 INDEX....................................................................................................73 Page 6 of 77 AGENDA ITEM #6. d) Police Non -Commissioned Contract 2019-2020 The rules contained herein constitute an Agreement between the City of Renton, hereinafter referred to as the Employer, and the Renton Police Guild, Non -Commissioned, hereinafter referred to as the Guild, governing wages, hours, and working conditions for certain members of the Renton Police Department. It is intended that this Agreement, achieved through the process of collective bargaining, will serve to maintain good relations between the Employer and the Guild, to promote efficient and courteous service to the public, and to protect the public interest. ARTICLE 1— RECOGNITION AND BARGAINING UNIT 1.1. Union Recognition. The Employer recognizes the Guild as the exclusive representative of all non-commissioned employees for the purpose of bargaining with the Employer. A non-commissioned employee is defined as outlined in RCW 41.56.030. The Guild represents those classes listed in Appendix A. 1.2. Union Representation. The Guild President, or any other members of the Guild appointed by the President, shall be recognized by the Employer as the official representatives of the Guild for the purpose of bargaining with the Employer. The Guild recognizes the Employer as the duly elected representative of the people of the City of Renton and agrees to negotiate only with the Employer through the negotiating agent or agents officially designated by the Mayor and City Council to act on its behalf. Page 7 of 77 AGENDA ITEM #6. d) Police Non -Commissioned Contract 2019-2020 1.3. Guild Representatives. The number of representatives of the Guild and the Employer at any negotiating session shall be limited to four (4) members each, unless waived by mutual agreement of the parties. ARTICLE 2 — UNION MEMBERSHIP AND DUES DEDUCTION 2.1. Membership. The Employer recognizes that members of the Renton Police Department may, at their discretion, become members of the Guild when such membership has been duly approved in accordance with the provisions of the Guild's Constitution and By -Laws. The Guild accepts its responsibility to fairly represent all employees in the bargaining unit regardless of membership status. 2.2. Union Security. Within thirty (30 days of hire or transfer into the bargaining unit, each employee has the choice to attend a one -hour orientation session with a designated Guild representative during work hours. The purpose of the orientation is for the Guild to provide information related to coverage under this CBA and enrollment in Guild membership. The Employer and the Guild agree the employees in positions covered under this Agreement hired on or after its effective date shall, on the thirty-first (31st) day following the beginning of such employment, make an election whether or not to become a member of the Guild in good standing. Page 8 of 77 AGENDA ITEM #6. d) Police Non -Commissioned Contract 2019-2020 2.3. Union Officials' Time Off. 2.3.1. Release Time for Guild Business. Official representatives of the bargaining unit shall be given time off with pay to attend meetings with City representatives or to attend Guild meetings, provided reasonable notification is given. Representatives assigned to graveyard shift may be released by 2300 hours with supervisor's approval when necessary to attend such meetings. 2.3.2. Release Time for Trainings and Conferences. Official representatives of the bargaining unit shall be given time off with pay to attend Guild related conferences (not to exceed three working days for a single function). The allowable aggregate of such time off shall not exceed one hundred sixty (160) hours in one calendar year. Provided, that a copy of the agenda of the meeting is submitted to the Chief, at least 14 calendar days prior to the meeting and that the Guild waives the right to working out of classification pay should a replacement be needed to assume the duty of the Guild representative granted time off. 2.3.3. Release Time Restrictions. The Employer retains the right to restrict time off under subsections 2.3.1 and 2.3.2 above if an emergency exists or when such time off would unreasonably impact departmental operations. Page 9 of 77 AGENDA ITEM #6. d) Police Non -Commissioned Contract 2019-2020 2.4. Dues Deduction. Upon written authorization by an employee and approval by the Guild Executive Board, the Employer agrees to deduct from the wages of each employee the sum certified as initiation dues and assessments twice each month as Guild dues, and to forward the sum to the Guild Secretary or Treasurer. If any employee does not have a check coming to him/her or the check is not large enough to satisfy the assessments, no deductions shall be made from the employee for that calendar month. All requests to cancel dues deductions shall be in writing to the Employer and require notification to the Guild by the Employer. Every effort will be made to end the deduction effective on the first payroll, but not later than the second payroll, after the Employer's receipt of the employee's written notice. The Guild agrees to indemnify and hold harmless the Employer for any claims, with the exception of those caused by the Employer's negligence, arising out of the Employer's activities to enforce the provisions of this Article. The employer will provide a monthly written report to the Guild transmitted with transfer of deducted dues owed to the Guild ("the transferred amount"). Such report shall indicate: 1) all individuals who had dues withheld as part of the transferred amount, and the amount withheld and transmitted on behalf of that individual; 2) a list of all employees who did not have dues withheld as part of the transferred amount; 3) a list of all employees commencing employment since the preceding report; and 4) all employees in the preceding month who requested discontinuance of payroll deduction of dues. Page 10 of 77 AGENDA ITEM #6. d) Police Non -Commissioned Contract 2019-2020 ARTICLE 3 — EMPLOYMENT PRACTICES 3.1. Personnel Reduction. 3.1.1. Seniority. Seniority is determined by the employee's most recent hire date in the bargaining unit. a. In the event of a tie, the determining factor will be placement on the eligibility list. b. Leaves of Absence will not be subtracted from seniority. 3.1.2. Personnel Reduction by Classification. Whenever it becomes absolutely necessary through lack of finances, lack of work, reorganization, abolishment of position within classification, or other reasonable and articulable purposes to reduce the number of employees in the bargaining unit, such reductions shall be carried out by classification in the following order: a. Temporary employees b. Probationary employees C. Regular employees in reverse order of seniority within the classification; the one with the least seniority being laid off first 3.1.3. Bumping Rights. If a laid -off employee has previously worked in another job classification within the bargaining unit, and has more seniority than the least Page 11 of 77 Police Non -Commissioned Contract AGENDA ITEM #6. d) 2019-2020 senior employee in that job classification, he/she may exercise the right to replace (bump) that employee. 3.2. Rehires/Reinstatement. An employee may be recalled and reinstated in order of seniority to a classification from which they are laid off or has previously worked for up to two (2) years from the date of layoff. In the event a certified employee leaves the service of the Employer due to reduction in force and within the next two (2) years the Employer rehires said former employee into the same classification to which he/she was assigned at the date of reduction, such employee shall be placed at the same step in the salary range which he/she occupied at the time of the original reduction. 3.3. Vacancies and Promotions. Vacancies shall be filled and promotions made in accordance with Police Civil Service Rules and Regulations, provided, that nothing in this Agreement shall be construed to require the Employer to fill any vacancy. 3.4. Personnel Files. 3.4.1. Personnel Files Contents. The personnel files are the property of the Employer. The Employer agrees that the contents of the personnel files, including the personal photographs, shall be confidential and shall restrict the use of information in the files to internal use by the Police Department. This provision shall not restrict such information from becoming subject to Page 12 of 77 Police Non -Commissioned Contract AGENDA ITEM #6. d) 2019-2020 due process by any court, administrative tribunal, or as required by law. Reasonable notice shall be given the employee should the Employer be required to release the personnel file. It is further agreed that information may be released to outside groups subject to the approval of the Employer; provided, that nothing in this section shall prevent an employee from viewing his/her original personnel file in its entirety upon request. Nothing shall be added to or deleted from the file unless the employee is furnished a legible copy of same. 3.4.2. Inspection of Papers. The application and examination papers of an employee shall be available for inspection by the appointing authority, the Chief of Police, and affected employee. Employees shall be allowed to review a copy of any adverse documentation before it is placed in the file. The employer shall maintain a single personnel file and there shall be no secret files. Materials for the purpose of supervisor evaluations shall be expunged if not made part of the personnel file. Such papers shall also be made available to the employee upon request, and to the elected or appointed officers of the Guild at the request of the affected employee. Written warnings shall be expunged from personnel files (at the employee's written request) after a maximum period of two (2) years if there is no recurrence of misconduct for which Page 13 of 77 Police Non -Commissioned Contract AGENDA ITEM #6. d) 2019-2020 the employee was disciplined during that period. Any record of serious discipline shall be removed from the personnel files after a maximum period of six (6) years upon written request by the employee and if there is no reoccurrence of misconduct for which the employee is disciplined during that period. Nothing in this section shall be construed as requiring the Employer to destroy any employment records necessary to the Employer's case if it is engaged in litigation with the employee regarding that employee's employment at the time those records would otherwise be destroyed. The parties recognize that the Employer may retain internal investigation files, including discipline items removed from personnel files, in compliance with the state records retention schedule and RCW 40.14. 3.5. Probation. Probation periods for employees newly hired into the bargaining unit shall not exceed one (1) year. During this period, employees may be discharged without resort to the Civil Service or grievance procedure for failure to pass probation. Employees who are promoted within the bargaining unit shall serve a promotional probation period, which shall not exceed one (1) year. During that period, employees may be reverted to their former positions without resort to the Civil Service or the grievance procedure for failure to pass probation. Page 14 of 77 AGENDA ITEM #6. d) Police Non -Commissioned Contract 2019-2020 3.6. Non -Discrimination. The Employer and the Guild agree that neither shall unlawfully discriminate against any person because of race, color, religion, national origin, age, gender, marital status, sexual orientation, genetic information, disability status, veteran/military status, and/or other protected class or characteristic unless based on a bona fide occupational qualification. The Employer agrees not to discriminate against employees because of union membership or lawful union activities. It is recognized that employees who feel they have been victims of discrimination shall be entitled to seek relief or redress through the grievance procedures contained in this Agreement or through the City of Renton's Fair Practices Policy. ARTICLE 4 — HOURS OF DUTY AND OVERTIME 4.1. Hours of Duty. 4.1.1. Work Week. The required hours of duty for employees in the bargaining unit shall be 2080 hours per year, based on a work week of: five (5) consecutive days on duty followed by two (2) consecutive days off duty (5/2) unless otherwise provided in this Article. 4.1.2. Revision of Work Week. The work week for all or some employees may be revised upon mutual agreement between the Guild and Police Administration. Mutual agreement on revised work schedules shall be documented in written format and Page 15 of 77 Police Non -Commissioned Contract AGENDA ITEM #6. d) 2019-2020 a copy sent to the Human Resources & Risk Management Administrator. 4.1.3. Rotation between Shifts. The rotation of personnel between shifts shall be minimized within the limitations of providing an adequate and efficient work force at all times. When rotation is necessary, the Employer will notify the affected employees as soon as reasonably possible. Such notification shall occur no later than fifteen (15) calendar days prior to the personnel rotation, except when such employees are probationary employees, or waive this provision in writing, or when such rotations are needed due to a bona fide law enforcement emergency. The schedules shall be: 4.1.4. Electronic Home Detention Coordinators (EHD). The EHD Coordinator(s) shall work a 9/80 schedule. 4.1.5. Evidence Technicians. Evidence Technician(s) shall work four (4) consecutive ten (10) hour days on, followed by three (3) consecutive days off. If for any reason either the EHD or Evidence Technician(s) fall below the staffing level of two (2) officers for an extended period of time their schedule shall revert back to a 5/2 schedule. 4.1.6. Shift Assignment Police Service Specialists. Shift assignments for Police Service Specialists shall be Page 16 of 77 Police Non -Commissioned Contract AGENDA ITEM #6. d) 2019-2020 made by bidding by seniority as defined in Article 3, Section 3.1.1. 4.1.7. Police Service Specialists. Police Service Specialists shall work four (4) consecutive ten (10) hour days on, followed by three (3) consecutive days off. 4.1.8. Animal Control Officers. Animal Control Officers shall work four (4) consecutive ten (10) hour days on, followed by three (3) consecutive days off. 4.1.9. Parking Enforcement Officers. Parking Enforcement Officers shall work four (4) consecutive ten (10) hour days on, followed by three (3) consecutive days off. 4.1.10. Police Secretaries. Police Secretaries shall work a 9/80 schedule. If staffing is less than three (3) employees for an extended period then the Police Secretaries will revert back to a 5/2 schedule. (5 consecutive, eight (8) hour days on, two (2) consecutive days off, Monday through Friday). 4.1.11. Community Program Coordinator. Community Program Coordinators shall work a 9/80 schedule. 4.1.12. Domestic Violence Victim's Advocate. The Domestic Violence Victim's Advocate shall work four (4) consecutive ten (10) hour days on, followed by three (3) consecutive days off. Days off shall include Saturday and Sunday. 4.1.13. Crime Analyst. The Crime Analyst shall work four (4) consecutive ten (10) hour days on, followed by three Page 17 of 77 Police Non -Commissioned Contract AGENDA ITEM #6. d) 2019-2020 (3) consecutive days off. Days off shall include Saturday and Sunday. 4.2. Overtime. 4.2.1. Except as otherwise provided in this Article and when required by the Fair Labor Standards Act, employees shall be paid at the rate of time and one-half for all hours worked in excess of their regular shift. Overtime will not be paid for hours in excess of a scheduled shift resulting from a regularly scheduled shift rotation. 4.2.2. Employees required to work on any regular or approved day off shall be paid at the rate of time and one-half for the first day and double time for the second and subsequent consecutive days EXCEPT in the event of an emergency when overtime shall revert to the time and one-half rate. 4.2.3. All employees shall be paid time and one-half for each hour worked in excess of forty (40) hours in one week, provided, these overtime hours have not already been paid under Section 4.2.2 above. 4.2.4. Overtime, except for training, shall be voluntary, provided that if there are not enough volunteers to meet public safety requirements, overtime shall be mandatory. 4.2.5. Employees may not accumulate less than fifteen (15) minute increments of overtime. Page 18 of 77 AGENDA ITEM #6. d) Police Non -Commissioned Contract 2019-2020 4.2.6. In recognition of Fair Labor Standards Act (FLSA) guidelines, overtime shall be computed on the base pay of the employee and shall include any premiums as described in Article 6 of this Agreement in calculation of the overtime rate. 4.3. Overtime Minimums. In the event overtime is not in conjunction with a regularly scheduled shift, the minimum payment shall be as set forth herein. The rate of pay for minimums shall be time and one-half. However when section 4.2.2 applies, the employee may choose either the double time rate for all hours worked or the time and one-half rate for the applicable minimum. Court minimums shall not overlap. 4.3.1. Three (3) hours for any court or related hearing located in Renton. 4.3.2. Four (4) hours for any court or related hearing outside the City of Renton. 4.3.3. Four (4) hours for any required court attendance within nine (9) hours of the end of a graveyard shift within the City of Renton and five (5) hours outside the City of Renton. 4.3.4. Two (2) hours for any other unspecified overtime including in -person meetings with the prosecutor's office or defense counsel. 4.3.5. Three (3) hours when an employee assigned as an Evidence Technician is requested to report for duty as Page 19 of 77 Police Non -Commissioned Contract AGENDA ITEM #6. d) 2019-2020 a result of an investigation call out. To be eligible, the employee must have been off duty for at least one (1) hour preceding the call back. 4.4. Compensatory Time. The Employer shall pay all authorized overtime requests on a cash basis, provided that employees shall be allowed to elect compensatory time in lieu of overtime cash payment up to a maximum accrual of eighty (80) hours. Nothing in this Section shall be construed as to prohibit the employee option of requesting compensatory time off in lieu of paid overtime, provided that the accumulation and use of such time is approved by the Administrative Officer or Officer officially acting in that capacity. In December of each year, the Chief has the option of purchasing all or part of compensatory time accumulated by employees. 4.5. Standby. The Employer and the Guild agree that the use of standby time shall be minimized. Standby assignments shall be for a fixed, predetermined period of time. Employees placed on standby status by a member of the Police Department Command Staff, shall be compensated on the basis of one (1) hour straight time pay for each two (2) hours of standby or fraction thereof. If the employee is actually called to work, standby pay shall cease at that moment and normal overtime rules shall apply. Page 20 of 77 AGENDA ITEM #6. d) Police Non -Commissioned Contract 2019-2020 4.6. Compensation for Training. 4.6.1. Compensation Rate. Employees will be compensated at the time -and -one-half overtime rate for all training approved, scheduled, and attended on a day off or consecutive days off whether they are the trainee or the trainer. The exception to the overtime rate for training are employees assigned to the Crisis Communications Unit (CCU) who agree to shift adjust ("training trade days") with at least 30 days' notice for all department training associated with the CCU. Training trade days are an option for all non- commissioned employees. They must be mutually agreed upon and completed within the FLSA work period. If staffing does not allow for training trade days then the Employer shall either deny the training or compensate the employee at the overtime rate. 4.6.2. Training Scheduled during Regular Shift. The Employer shall have a reasonable obligation to attempt to schedule training during the employee's regular shift. 4.6.3. Training On a Scheduled Work Day, Not Requiring Overnight Accommodations: If the scheduled off -site training day exceeds six (6) hours and occurs on the employee's workday, the hours of training shall constitute an entire workday, regardless of the employee's hours of duty: Page 21 of 77 Police Non -Commissioned Contract AGENDA ITEM #6. d) 2019-2020 The employee agrees to waive any overtime resulting from attendance at any training school or session on a scheduled workday provided that the affected employee is relieved of all police duties as follows: a. When the training occurs on the first scheduled workday of the shift, the employee shall be relieved of duty sixteen (16) hours following the conclusion of the training. b. When the training occurs on the last scheduled day of the work shift, the employee shall be relieved eight (8) hours prior to reporting for training. C. When the training occurs on all days between the first and last scheduled days of the work shift, the employee shall be relieved eight (8) hours prior to and sixteen (16) hours following the training session, except that employees working day shift may be required to report to work twelve (12) hours following the training session. d. Employees assigned to graveyard shall be relieved of duty the shift preceding the day of training, if the training is scheduled for six (6) hours or more. Page 22 of 77 AGENDA ITEM #6. d) Police Non -Commissioned Contract 2019-2020 4.6.4. Training Requiring Overnight Accommodations: Employees who are approved by their supervisor to attend training that requires overnight accommodations shall be paid travel time if the traveling occurs during their regularly scheduled work hours. Travel pay is based on the employee's regular hourly rate, and to be paid must be accompanied with documentation validating hours spent in travel status. If driving, documentation must be provided showing the distance from Renton City Hall to the place of accommodation. The employer reserves the right to require an efficient mode of transportation be used. Only authorized travel plans will receive travel pay in compliance with FLSA and City policy. 4.7. Early Release. 4.7.1. Non-commissioned personnel called into work prior to the beginning of their normal scheduled hours shall be allowed to start their regularly scheduled shift at the time called in. Work hours spent on the time called in will be at the overtime rate. Once the call is complete, or the employee's regular start time arrives, the employee may elect to flex the remainder of their shift pending supervisor approval. Regular shift time hours will be paid at the straight time rate. 4.7.2. It is the Employer's desire to not have an employee work more than sixteen (16) hours in a workday. Except in an emergency situation, the employer will Page 23 of 77 Police Non -Commissioned Contract AGENDA ITEM #6. d) 2019-2020 make every effort to ensure that employees do not work more than sixteen (16) hours in a workday. ARTICLE 5 — SALARIES The Employer agrees to maintain salaries in accordance with the attached Appendix A. This Agreement shall be opened for the purpose of negotiating wages, hours, and working conditions for any new classifications of employees not covered within this Agreement. Such salaries shall become effective upon the date the new position is filled. Nothing in this Section shall preclude the Employer from establishing such new positions or classifications. ARTICLE 6 — ALLOWANCES AND PREMIUMS 6.1. Clothing Allowance. 6.1.1. Annual Allowance. Community Program Coordinators, Crime Analyst, and Domestic Violence Victim's Advocate shall receive $650 per year as clothing allowance. 6.1.2. Purpose. The purpose of such allowance is to buy, maintain, and repair any equipment or clothing required by the Employer, which is not furnished by the Employer. The allowance shall be paid in the second paycheck of February of each year, and is subject to pro-rata deduction from the final paycheck in the event an employee does not serve the entire Page 24 of 77 Police Non -Commissioned Contract AGENDA ITEM #6. d) 2019-2020 twelve (12) months for which such payment was made, with the exception of an employee who retires, or dies, in which event no deduction shall be made. Any employee transferred or promoted into a position covered by this article after January 15t of any calendar year shall receive a pro -rated clothing allowance for the remainder of said calendar year. 6.1.3. Uniforms are the Property of the City. It is agreed that all equipment and clothing issued by the City of Renton shall remain the property of the Employer and same shall be returned to the Employer upon termination or retirement. It is further agreed that nothing in this Article shall preclude the Employer from taking any authorized action to maintain the standards of appearance of the Renton Police Department. 6.1.4. Reimbursement for New Clothing Requirements. In the event that the Employer should change the clothing which is required by Resolution 1669 dated March 2, 1970, during the life of the Agreement, employees so affected by such changes shall be reimbursed for the entire cost of three (3) issues of such new clothing. 6.2. Quartermaster System. A quartermaster system shall be in effect for employees who wear department uniforms. The Employer will issue a list of required clothing and equipment and a description of the mechanics of the Page 25 of 77 AGENDA ITEM #6. d) Police Non -Commissioned Contract 2019-2020 quartermaster system. Required uniforms and equipment shall be provided to each employee as follows: 6.2.1. Required uniforms and equipment shall be provided without cost to the employee as set forth in Police Department policy as approved and/or amended by the Chief of Police. Such required uniforms or like clothing once approved by the Chief of Police or designated appointee may be purchased by the employee and be reimbursed by the quartermaster system. 6.2.2. Optional uniforms and equipment may be purchased by the employees at their own expense. 6.2.3. Required and optional uniforms and equipment shall be replaced without cost to the employee when they become unserviceable which may be determined by the immediate supervisor or the training coordinator. 6.3. Uniform Cleaning. The Employer will provide those non-commissioned employees participating in the quartermaster system with contract cleaning services at the rate of two (2) cleanings per work week/cycle to an annual maximum of $6,000.00 for the entire group of non- commissioned employees participating in the quartermaster system. Page 26 of 77 AGENDA ITEM #6. d) Police Non -Commissioned Contract 2019-2020 6.4. Callout Pay. Hazardous duty pay in addition to regular pay shall be granted to certain employees in accordance with the following schedule: 6.4.1. Crisis Communication Unit. Members assigned to the Crisis Communication Unit will be paid at the rate of double-time with three (3) hour minimum when called to an emergency situation requiring their expertise. 6.5. Premium Pay. 6.5.1. Field Training Officer (FTO). Police Service Specialists who are assigned to train or supervise new employees (Field Training Officers — FTO's) shall be compensated with a 4% premium, starting January 1, 2011. Such training premium shall not be received by the Lead Police Service Specialist, or Police Services Specialist Supervisor. 6.5.2. Interpreters. Bargaining unit members who pass a City approved examination for interpreters will be compensated at the rate of three percent (3%) per month while certified. Employees who successfully pass the initial examination will be required to recertify annually. The City will determine who is to receive the premium based on the need for the employee's particular language skill. 6.5.3. Public Records Act Premium. The parties recognize that the Public Records Act has created a sufficient Page 27 of 77 Police Non -Commissioned Contract AGENDA ITEM #6. d) 2019-2020 increase in responsibilities and training for Specialists required to respond to these requests. Because these duties are relatively new for many public jurisdictions the City has not analyzed the impact to employees who are assigned these duties. It is the City's intent to conduct a market review on these duties and to implement any changes that may be necessary. During the interim the employer agrees to pay Police Service Specialists assigned to records a 2.5% premium. 6.6. New Positions. This Agreement shall be opened for the purpose of negotiating premium or hazardous duty pay for any new position, which is not covered within this Agreement; such pay to be effective upon the agreement of both parties. Nothing in this Section shall preclude the Employer from establishing such new positions. 6.7. Working Out Of Classification. Any employee assigned the duties normally performed by a higher paying classification shall be compensated as follows, providing the higher classified person was regularly assigned during that period. Such employee shall be paid the equivalent of 1/4 hour overtime for each two (2) hours or fraction thereof worked. Such payment shall be at the time and one-half rate. 6.8. Physical Fitness Deferred Compensation Contribution. In recognition of an employee's personal time expended to maintain a level of fitness, the following program shall apply: Page 28 of 77 AGENDA ITEM #6. d) Police Non -Commissioned Contract 2019-2020 6.8.1. Non-commissioned employees who pass an agreed upon entry-level physical fitness test shall receive a fitness incentive premium for a period of one (1) year following the successful test. The test is voluntary and will be offered at least three (3) times each year. 6.8.2. The testing dates/times shall be posted on or before February 15t of each year. The City can combine testing with the Commissioned unit. 6.8.3. Employees who comply with the above shall be compensated with an additional three percent (3.0%) of base pay, in the form of deferred compensation. ARTICLE 7 — SICK LEAVE 7.1. Sick Leave. 7.1.1. Sick Leave Accrual Rate. Sick leave benefits under this paragraph will begin accrual upon employment with the award of twenty-four (24) hours of sick leave. Upon completion of the third month of employment, an additional twenty-four (24) hours of sick leave will be awarded. Upon completion of the sixth month of employment, sick leave will accrue at the rate of four (4) hours per pay period. 7.1.2. Sick Leave Annual Cash Out. At the written request of the employee, due by February 10th, the employer will cash out at the employee's base rate of pay at 50% of all annual sick leave accrued (but not used) over 520 hours. This amount shall be placed into the Page 29 of 77 Police Non -Commissioned Contract AGENDA ITEM #6. d) 2019-2020 employee's deferred compensation account, administered by the employer. Transfer of these funds shall occur at the same time as the second pay check in February is issued. 7.1.3. Sick Leave Payment at Separation. Cash payment for sick leave accrued in accordance with subsection 7.1.2 will not be made upon an employee's death, retirement, or voluntary separation. 7.1.4. Sick Leave Use. Employees shall be entitled to utilize sick leave for family medical emergencies or for illness in the immediate family. For the purposes of this section "immediate family" shall include only the employee's children, parents, spouse, domestic partner, or family members residing with the employee. Family emergencies shall include the need for an employee to be with his/her spouse or domestic partner and/or family at the time that the employee's spouse or domestic partner is giving birth to a child. 7.2. Bereavement Leave. Full time employees whose immediate family suffers a death shall receive up to three (3) days off with pay to attend to necessary arrangements. A day off is defined as the number of hours scheduled to be worked by the employee (8 hours, 9 hours, 10 hours). Immediate family shall consist of spouse, son, daughter, stepchildren, mother, stepmother, father, stepfather, brother, sister, mother-in-law, father-in-law, grandmother, grandfather, Page 30 of 77 AGENDA ITEM #6. d) Police Non -Commissioned Contract 2019-2020 grandchildren, and/or the biological parent of a member's dependent minor. Paid time off for bereavement leave shall not be considered sick leave. 7.3. Light Duty Requirement. Employees who are injured on duty, and are expected to return to full duty, will be assigned to light duty. An employee may be exempted from this light duty requirement if under the advice of his/her physician. ARTICLE 8 — HOLIDAYS 8.1. Legal Holidays Observed. The following days shall be observed as legal holidays: January 1 (New Year's Day) Third Monday in January (Martin Luther King, Jr. Day) Last Monday in May (Memorial Day) July 4 (Independence Day) First Monday in September (Labor Day) November 11 (Veteran's Day) Fourth Thursday in November (Thanksgiving) The Friday following the fourth Thursday in November (day after Thanksgiving) December 25 (Christmas) Page 31 of 77 Police Non -Commissioned Contract AGENDA ITEM #6. d) 2019-2020 The day before Christmas shall be a holiday for City employees when Christmas Day occurs on a Tuesday or Friday. The day after Christmas shall be a holiday for City employees when Christmas Day occurs on a Monday, Wednesday, or Thursday. When Christmas Day occurs on a Saturday, the two preceding working days shall be observed as holidays. When Christmas Day occurs on a Sunday, the two working days following shall be observed as holidays. Any other day proclaimed by executive order and granted to other City employees. 8.2. Holiday Pay. Staff authorized to work on the following listed holidays shall be paid double his/her rate of pay for hours worked (midnight to midnight): Thanksgiving Day Christmas Day July 4t" (Independence Day) ARTICLE 9 —TUITION REIMBURSEMENT 9.1. Tuition Reimbursement Requirements. The Employer shall reimburse a non -probationary employee for the actual cost of tuition and required fees paid by a non -probationary employee to an accredited college or university, provided that those expenses are incurred: (1) in a course leading to a law Page 32 of 77 AGENDA ITEM #6. d) Police Non -Commissioned Contract 2019-2020 enforcement related Associate's/Bachelor's/Master's degree and; (2) that the employee has received a grade of "C" or better or "pass" in a pass/fail grading system and; (3) that such reimbursement for tuition shall not exceed the prevailing rate for undergraduate tuition established by the University of Washington for quarter system credits and by Washington State University for semester systems credits. Reimbursement for job related course work not leading to a law enforcement related degree will require the employee to submit the course of instruction to the Employer for approval, and obtain approval, prior to attending or prior to incurring a cost. 9.2. Non -completion of Term or Course. Reimbursement in accordance with Section 9.1 above shall be made only in the event no funds are available from other public funding sources to pay education costs. Any employee reimbursed by the Employer as provided in Section 9.1 who fails to successfully complete any term or course shall repay the full reimbursement amount to the Employer within ninety (90) days of the end of the term or course. Should an employee fail to repay the Employer within ninety (90) days, the Police Guild will assume responsibility for immediate repayment to the Employer. If an employee terminates employment within the ninety (90) day period, the amount owed the Employer shall be deducted from his/her final paycheck. Page 33 of 77 AGENDA ITEM #6. d) Police Non -Commissioned Contract 2019-2020 ARTICLE 10 — EDUCATIONAL INCENTIVE 10.1. Educational Premium Pay. Premium pay shall be awarded as an educational incentive to employees in the bargaining unit in accordance with Appendix B of this Agreement. 10.2. Minimum Pay Allowances. Employees shall be eligible for Associate Degree or Bachelor's Degree minimum pay allowances, as provided in Appendix B of this Agreement when such employee has obtained an undergraduate degree from an accredited educational institution. For this section completion of ninety (90) quarter or sixty (60) semester credits of college level work is equivalent to eligibility of Associate Degree pay provided such credits are for academic study, and not based upon "life experience". ARTICLE 11— PERSONAL LEAVE 11.1. Accrual of Personal Leave. Personal leave as it pertains to this contract is a combination of holiday and vacation leave. Employees shall accrue paid personal leave time in accordance with the following schedule whenever they are on paid employment status: Page 34 of 77 AGENDA ITEM #6. d) Police Non -Commissioned Contract 2019-2020 Length of Service 0 through 5 years Hours/Month Accrual 16 Hours/Annual Accrual 192 6 through 10 years 20 240 11 through 15 years 22 264 16 through 20 years 24 288 21 and subsequent years 26 312 Maximum accumulation of personal leave time shall not exceed 536 hours, except when the employee is unable to use personal leave time as a result of illness, disability, military leave, or operational considerations beyond the employee's control. In such event, an employee shall not be penalized for excess accumulation, and the Employer has the option of either allowing excess accumulation or paying the employee for the excess accumulation. Buyback of personal leave accumulation will be allowed during the term of this Agreement, subject to the approval of the Employer (based upon availability of funds) to a maximum of forty-eight (48) hours per year. 11.2. Personal Leave Time. Personal leave time shall be subject to the following rules: 11.2.1. Temporary or intermittent employees who leave the employment of the Employer and are later reemployed shall, for the purpose of this article, have Page 35 of 77 Police Non -Commissioned Contract AGENDA ITEM #6. d) 2019-2020 an adjusted date of actual service effective with the date of reemployment. 11.2.2. For the purpose of this Article, "actual service" shall be determined in the same manner as for salary purposes. 11.2.3. Employees, who are laid off, retired, dismissed, or who resign shall be paid for all accrued but unused personal leave time at the hourly base rate of the employee at the time of separation. 11.2.4. On the death of an employee in active service, any personal leave earned and not taken prior to the death of such employee will be paid out at the employee's final hourly base rate of pay. 11.2.5. An employee granted an extended leave of absence, which includes the next succeeding calendar year, shall be given proportionate personal leave earned in the current year before being separated from the payroll. 11.2.6. An employee returning from military leave of absence, as defined by law, shall be given a personal leave allowance for the previous calendar year as if he/she had been employed. 11.2.7. In the event that an employee becomes ill or injured while he/she is on personal leave, and it can be established by the employee that the employee is incapacitated due to the illness or injury, the day or Page 36 of 77 Police Non -Commissioned Contract AGENDA ITEM #6. d) 2019-2020 days that he/she is sick under these circumstances shall be carried as sick rather than personal leave, and he/she will for all purposes be treated as though he/she were off solely for the reason of his/her illness or injury. The employee shall submit medical documentation of the illness or injury from the attending physician. 11.3. Scheduling and Using Personal Leave Time. The following rules shall govern the scheduling and usage of personal leave time. 11.3.1. The minimum personal leave allowance to be taken by an employee shall be one quarter of an hour (15 minutes). 11.3.2. Employee shall have the option to designate leave requests as "vacation bids" when the request is for a period of time exceeding seven consecutive calendar days in length (including both requested days off and regularly scheduled days off) and is submitted more than thirty-one (31) days in advance of the requested time off. 11.3.3. The employee's request for time off shall be approved or denied within eight (8) days of submitting the request on the proper form. All requests for time off occurring between March 1 and December 31 of any given year and submitted prior to January 14 of that year shall be considered for all purposes (including 5.a Page 37 of 77 Police Non -Commissioned Contract AGENDA ITEM #6. d) 2019-2020 below) to have been submitted on January 14 of that year. 11.3.4. In the event that multiple employees request the same day(s) off, and the Employer is not able to accommodate all of the requests due to minimum staffing limitations, then the Employer will use the following criteria, in order, to determine who is granted the leave time: a. Requests submitted on an earlier date shall have precedence over those submitted later. b. If the requests are submitted on the same effective date, then vacation bids shall have precedence over requests that are not vacation bids; C. When the requests are otherwise equal, then the request from the employee with more seniority shall have precedence. Seniority shall be determined according to Article 3. 11.3.5. The Employer and the Guild acknowledge that the Employer has a legitimate interest in maintaining proper staffing levels for public safety purposes, and that employees have a legitimate interest in taking their time off at times convenient to them. The Employer shall have the right to set different short- term minimum staffing levels in all work units for special events. Special events are city festivals, and unusual occurrences where additional law Page 38 of 77 Police Non -Commissioned Contract AGENDA ITEM #6. d) 2019-2020 enforcement staffing for maintaining order as required. The Employer will notify the employees by January 1 each year of changes to the long-term minimum staffing levels. 11.4. Cancellation of Scheduled Leave. The Employer will make reasonable effort to avoid cancellation of approved employee leave time, and to notify employees as soon as possible after the decision to cancel. In the event that the Employer cancels the approved leave time of an employee, the following rules shall apply. 11.4.1. If the employee's request was submitted more than thirty-one (31) days in advance of the scheduled leave, and approved, the Employer may cancel that time off without penalty if at least thirty (30) days notice is given prior to the scheduled leave. 11.4.2. If the employee's request was submitted less than thirty (30) days in advance, but more than nine (9) days, and approved, the Employer may cancel the time off without penalty if at least eight (8) days notice is given. 11.4.3. If the request is submitted with eight (8) days notice or less, and approved, the Employer may cancel the time off at any time without penalty. 11.4.4. The Employer agrees not to cancel an approved vacation bid except in the event of an extreme emergency condition. Page 39 of 77 AGENDA ITEM #6. d) Police Non -Commissioned Contract 2019-2020 11.4.5. For purposes of this section, "penalty" shall refer to the overtime pay provisions of Article 4. 11.5. Personal Leave Hours Used. The number of leave hours used for each day off shall be calculated based upon the number of hours in the employee's work day. For example: Employees assigned to a ten (10) hour schedule shall use ten (10) hours of personal leave for each day off. ARTICLE 12 — LONGEVITY 12.1. Premium Pay. Employees shall receive premium pay for longevity in accordance with Appendix B of this Agreement. 12.2. Longevity Allowance. Longevity will be paid as follows based on adjusted service date: If the employee's Adjusted Service Date is on or between the 1st and 15t", the employee will receive their longevity allowances on the 25t" of that month. If the employee's Adjusted Service Date is on or between the 16t" and the 31st, the employee will receive their longevity allowances on the 101" of the next month. ARTICLE 13 — PENSIONS Pensions for employees and contributions to pension funds will be governed by applicable Washington State Statutes. Page 40 of 77 Police Non -Commissioned Contract AGENDA ITEM #6. d) 2019-2020 ARTICLE 14 — INSURANCES Definitions: REHBT: Renton Employees' Healthcare Board of Trustees. REHP: Renton Employees' Healthcare Plan Funding Goal: It is the responsibility of the Renton Employees' Healthcare Board of Trustees to establish and maintain fund goals in relationship to the Renton Employees' Healthcare Plan. Plan Member: An eligible Renton employee, along with their dependents, that is covered under the Renton Employee's Healthcare Plan. Premiums: The contributions made to the REHP by both the City and the employees to cover the total cost of purchasing the REHP. Contributions made by employees for co -pays, lab fees, ineligible charges, etc., are not considered premiums for the purpose of this Article. 14.1. Health Insurance. 14.1.1. Participation. The City and the Local/Union/Guild agree to jointly manage the REHP during the term of this agreement. The REHBT is comprised of AFSCME Local 2170; Police Guild; and the City, and will meet at least quarterly to review the REHP including costs associated with the REHP. Page 41 of 77 Police Non -Commissioned Contract AGENDA ITEM #6. d) 2019-2020 Medical coverage shall be provided in accord with the laws of the State of Washington, RCW 41.26.150 and federal plans: Patient Protection and Affordable Care Act and the Health Care and Education Affordability Reconciliation Act of 2010. The Local/Union/Guild agrees to continue participation in the REHBT and to identify and support cost containment measures. 14.1.2. Plan Coverage. The City will provide a medical/dental, vision, and prescription drug insurance plan for all eligible employees including all bargaining unit members and their eligible dependents. 14.1.3. Premiums. For the calendar years 2019 through calendar year 2020 the total cost of the plan shall be divided as follows: YEAR CITY EMPLOYEES 2020 L_91% Employee premiums will be based upon the following categories: ■ Employee ■ Employee/Spouse or Domestic Partner ■ Employee/Spouse or Domestic Partner/1 Page 42 of 77 Police Non -Commissioned Contract AGENDA ITEM #6. d) 2019-2020 ■ Employee/Spouse or Domestic Partner/2+ ■ Employee/1 ■ Employee/2+ 14.1.4. Projected Costs. The plan contributions shall be calculated by the percentage of actual plan cost increase that occurred in the previous year and based on consideration of Actuarial projections. The year in review shall be from July 1st to June 30tn 14.1.5. Alternative Plan Coverage. City contributions for the alternative plan will be at the same cost share percentage as the self -funded plan, capped at the dollar amount contributed for the self -funded plan. 14.1.6. Renton Employees' Healthcare Board of Trustees. The REHBT includes members from each participating Union. Each union will have a maximum of one (1) vote, the Police Guild has two (2) bargaining units but only receives one (1) vote on the REHBT. The City only receives one (1) vote. If all bargaining units participate, the voting bodies would be as follows: AFSCME — 2170; Police Guild; and the City for a total of three (3) votes. 14.1.7. Plan Changes. The members of the REHBT shall have full authority to Page 43 of 77 Police Non -Commissioned Contract AGENDA ITEM #6. d) 2019-2020 make plan design changes without further concurrence from bargaining unit members and the City Council during the life of this agreement. 14.1.8. Voting. Changes in the REHP will be determined by a majority of the votes cast by REHBT members. A tie vote of the REHBT members related to a proposed plan design change will result in continuing the current design. 14.1.9. Surplus. Any surplus in the Medical Plan shall remain available only for use by the Renton Employees' Health Plan Board of Trustees for either improvements in the Plan, future costs, increase offsets, rebates to participants, or reduction in employee contributions. 14.2. Cadillac Tax. If by 2022, the Cadillac Tax required by Affordable Care Act is still in effect and will require additional funding of the Renton Employees' Healthcare Plan, the parties agree to meet and negotiate changes to the plan in such a way as to address the impacts of the Cadillac Tax. 14.3. Life Insurance. The Employer shall furnish to the employee a group term life insurance policy in the amount of the employee's annual salary, to nearest $1,000, including double indemnity. The Employer shall furnish a group term life insurance policy for $1,000 for the employee's spouse and $1,000 for each dependent. Page 44 of 77 AGENDA ITEM #6. d) Police Non -Commissioned Contract 2019-2020 14.4. Federal/State Healthcare Options. In the event of a Federal/State healthcare option, the REHBT shall have the option to review the proposed Federal/State option and take appropriate actions. 14.5. COBRA. When an employee or dependent's health care benefits ceases based on a qualifying event, the employee or dependent shall be offered medical and dental benefits under the provision of Consolidated Omnibus Budget Reconciliation Act (COBRA) for a period of eighteen (18) months. 14.6. Short Term Disability Insurance Policy. The Renton Police Guild shall have the option during the life of this contract to direct the City to deduct a fixed dollar/percentage from the base salaries for all classifications covered by the contract and deposit such deductions into a short-term disability insurance policy established by the Guild. Upon the exercise of this option, the Guild agrees to indemnify, defend, and hold the City harmless from any and all liability, claims, demands, suit or any loss or damage, or injury to person or property arising from or related to the provisions of this paragraph, including income tax withholding liabilities or tax penalties. 14.7. Long Term Disability. All employees will be enrolled in a city -sponsored long-term disability plan with a benefit equal to 60% of base salary after a maximum waiting period of ninety (90) calendar days. If an LTD Page 45 of 77 AGENDA ITEM #6. d) Police Non -Commissioned Contract 2019-2020 claim is approved by the carrier, employees will be permitted to use any accrued leave balance they have at 40%, bringing the combination of the LTD benefit and accrued leave payment to 100% of their pre -disability earnings. The Employer will pay the premiums necessary to fund the benefits of the plan. 14.8. Indemnify and Defend. The Employer shall indemnify and defend any employee against any claim or suit, where such claim or suit arises because such employee performs his/her duty as an employee of the Renton Police Department. The Employer shall pay on behalf of any employee any sums which the employee shall be legally obligated to pay as a result of that employee's reasonable or lawful activities and exercise of authority within the scope of his/her duties and responsibilities as an employee of the Renton Police Department. Indemnity and defense shall not be provided by the Employer for any dishonest, fraudulent, criminal or malicious act or for any suit brought against the employee by or on behalf of the Employer. 14.9. Change in Benefits. If for reasons beyond the control of the Employer or Guild a benefit of any one of the provisions agreed to in this Article is abolished, changed, or modified as to reduce the benefit, the Employer agrees to replace it with a like benefit prior to the effective date of the change. 14.10. Guild -Directed Trust Fund. One (1) percent of employee's base pay transferred from existing Deferred Compensation Benefit (a.3) to fund a City selected and Page 46 of 77 AGENDA ITEM #6. d) Police Non -Commissioned Contract 2019-2020 contracted VEBA plan/vendor in mutual agreement between the parties. Funding of the VEBA will occur the first pay period after January 1, 2020 and the City will handle the transfer of funds. ARTICLE 15 — BILL OF RIGHTS 15.1. Just Cause Employer Rights. The Employer retains the right to adopt rules for the operation of the Renton Police Department and the conduct of its employees provided that such rules do not conflict with City Ordinances, City and State Civil Service Rules and Regulations as they exist, or any provision of this Agreement. It is agreed that the Employer has the right to discipline, suspend, or discharge any employees for just cause subject to the provisions of the City Ordinances, City and State Civil Service Rules and Regulations as they exist, and terms of this Agreement. 15.2. Bill of Rights. In an effort to ensure that investigations, as designated by the Chief of Police of the Renton Police Department, are conducted in a manner which is conducive to good order and discipline, the Non - Commissioned Employees of the Renton Police Guild shall be entitled to the protection of what shall hereafter be termed as the "Police Non -Commissioned Employees" Bill of Rights". 15.2.1. The City and the Guild agree that all employees should work in an environment that fosters mutual respect and professionalism. The parties agree that inappropriate behavior in the workplace does not promote the City's business, employee well-being, or Page 47 of 77 Police Non -Commissioned Contract AGENDA ITEM #6. d) 2019-2020 productivity. All employees are responsible for contributing to such an environment and are expected to treat others with courtesy and respect. Inappropriate workplace behavior by employees, supervisors, and/or managers will not be tolerated. If an employee and/or the employee's Guild representative believes the employee has been subjected to inappropriate workplace behavior, the employee and/or the employee's representative is encouraged to report this behavior to the employee's supervisor, a manager in the employee's chain of command, and/or the Human Resources Office. The City will follow the investigatory procedures outlined in City Policy and Procedure 340-02 and take appropriate action as necessary. The employee and/or Guild representative will be notified upon conclusion. This section is not subject to the grievance procedure in Article 18, but is subject to the City's complaint process. 15.2.2. If an employee becomes the suspect in an internal that could result in criminal charges, that investigation may be investigated by another agency outside the City of Renton. 15.2.3. Employees will not be under any type of electronic surveillance by any employee of the Renton Police Page 48 of 77 Police Non -Commissioned Contract AGENDA ITEM #6. d) 2019-2020 Department without authorization of the Chief of Police or designee. 15.2.4. Any employee who becomes the subject of an internal investigation, or an investigatory interview, shall be advised in writing of the following within three business days of the date of their first interview: a. General orders violated and the nature of the matter in sufficient detail to reasonably apprise him/her of the matter (unless suspected of committing a criminal offense); b. Misconduct that would be grounds for termination, suspension, or other disciplinary actions; and C. That he/she may not be qualified for continued employment with the Department. An "investigatory interview" occurs when a supervisor knows or reasonably should know that they are questioning an employee about something that could result in an economic sanction. 15.2.5. Any employee who becomes the subject of an investigation may have legal counsel or a Guild representative present during all interviews. The interviewer must provide at least three business days for the employee to have legal counsel or have a Guild representative present during the interview. An Page 49 of 77 Police Non -Commissioned Contract AGENDA ITEM #6. d) 2019-2020 investigation as used elsewhere in this Article shall be interpreted as any action which could result in a dismissal from the Department or the filing of a criminal charge. 15.2.6. The employee under investigation must, at the time of an interview, be informed of the name of the employee in charge of the investigation and the name of the employee who will be conducting the interview. 15.2.7. Employees have Weingarten Rights during all interviews where they reasonably believe they could be subject to discipline. 15.2.8. The employee shall be informed in writing as to whether he/she is a witness or suspect. Should the witness in an investigation become the suspect of an investigation during the investigatory interview, the Employer agrees to stop the interview to allow the employee to obtain Guild Representation. Lexipol shall govern the notification process . 15.2.9. The interview of any employee shall be at a reasonable hour, preferably when the employee is on duty. Whenever possible, interviews shall be scheduled during the normal workday of the Employer. 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 he/she is entitled under the laws of the State of Washington or the United States. Page 50 of 77 AGENDA ITEM #6. d) Police Non -Commissioned Contract 2019-2020 15.2.10.The employee or Employer may request that a formal investigation interview be recorded. There can be no "off the record" questions. Upon request, the employee under formal investigation shall be provided an exact copy of any written statement he/she has signed. The employee will be furnished a copy of the completed investigation seventy-two (72) hours prior to any pre -disciplinary Loudermill hearings. 15.2.11.Interviewing shall be completed within a reasonable time and shall be done under circumstances devoid of intimidation or coercion. In all investigation interviews that may result in discipline, the employee shall be afforded an opportunity and facilities to contact and consult privately with an attorney of his/her own choosing or Guild representative before being interviewed. The employee shall be entitled to such intermissions as he/she shall request for personal necessities, meals, telephone calls, and rest periods. 15.2.12.All interviewing shall be limited in scope to activities, circumstances, or events, which pertain to the incident which is this 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. Page 51 of 77 AGENDA ITEM #6. d) Police Non -Commissioned Contract 2019-2020 15.2.13.The employee will not be threatened with dismissal or other disciplinary punishment as a guise to attempt to obtain his/her resignation, nor shall he/she be subject to abusive or offensive language or intimidation in any other manner. No promises or rewards shall be made as an inducement to answer questions. 15.2.14. Upon the completion of the investigation and upon request, a copy of the entire file shall be provided to the employee. 15.2.15.To balance the interest of the Employer in obtaining a psychological evaluation of an employee to determine the employee's fitness for duty and the interest of the employee in having those examinations being conducted, psychological evaluations will be obtained in the least intrusive manner as possible. To protect the employee's right to privacy, the Medical Release Form agreed upon by the Employer and the Guild shall be signed by the employee prior to the evaluation (see Appendix D). 15.2.16. No employee shall be required to unwillingly submit to a polygraph test or to unwillingly answer questions for which the employee might otherwise properly invoke the protections of any constitutional amendment against self-incrimination. Nor shall any member be dismissed for or shall any other penalty be imposed upon any employee for his/her failure to submit to a polygraph test, or to answer questions for Page 52 of 77 Police Non -Commissioned Contract AGENDA ITEM #6. d) 2019-2020 which he/she might otherwise invoke the protections of any constitutional amendment against self- incrimination. 15.2.17.Should any section, sub -section, paragraph, sentence, clause, or phrase in this Article be declared unconstitutional or invalid, for any reason, such decision shall not affect the validity of the remaining portions of this Article. 15.2.18.Any employee involved in the use of lethal force shall not be formally interviewed immediately following the incident. The policy and procedure outlined in Lexipol (Department Response to Line of Duty Death or Other Critical Incidents) will govern the response to issues regarding use of lethal force. 15.2.19. Investigations of known members by the Renton Police Department shall be completed in a timely manner with a goal of completion within thirty (30) days. 15.2.20.The right for an employee to add commentary during the Loudermill or at the end of the internal investigation process will be maintained. 15.3. Drug and Alcohol Testing. 15.1.1. The Employer considers its employees its most valuable asset. The Employer and the Guild share concern for the safety, health and well-being of police department members. This community and all City Page 53 of 77 Police Non -Commissioned Contract AGENDA ITEM #6. d) 2019-2020 employees have the absolute right to expect persons employed by the Employer will be free from the effects of drugs and alcohol. 15.1.2. Before an employee may be tested for drugs, the Employer shall have individualized reasonable suspicion based on objective facts and reasonable inferences drawn therefrom, that a particular employee has engaged or is engaged in the use of illegal drugs and/or abuse of legal drugs (including alcohol). 15.1.3. Drug and alcohol* tests shall be performed by a HHS certified laboratory or hospital or clinic certified by the State of Washington to perform such tests. (* Initial alcohol testing may be performed by a Certified Breath Alcohol Technician or any other person approved to operate an Evidential Breath Testing device.) 15.1.3.1. Drug Testing. a. An initial drug screen shall be performed using the Immunoassay (IA) method. b. Any positive results on the initial drug - screening list shall be confirmed through use of Gas Chromatography/Mass Spectrometry. c. The drug panel and cut off standards shall be as defined by 49 CFR Part 40 which sets Page 54 of 77 Police Non -Commissioned Contract AGENDA ITEM #6. d) 2019-2020 forth the procedures for drug testing in the Department of Transportation (DOT). d. Confirmed positive drug test results shall be sent to a licensed physician who, as Medical Review Officer (MRO), will review the affected employee's medical history and other relevant factors to determine if the positive test result should be excused. The MRO will notify the department of the results of his or her review. Negative test results shall be sent to the Employer's drug and alcohol testing administrator who will notify the designated department representative and employee of the test results. 15.1.3.2. Alcohol Testing. Alcohol test results shall be released to the employee and department upon conclusion of the test. For the purpose of determining whether the employee is under the influence of alcohol, test results of .02 or more based upon the results of an Evidential Breath Testing device shall be considered positive. Page 55 of 77 Police Non -Commissioned Contract AGENDA ITEM #6. d) 2019-2020 15.1.3.3. Confirmation of Test Results. a. Employees notified of a positive alcohol test result may request the opportunity to have a blood sample drawn for analysis at either a hospital or certified testing lab as chosen by the Employer. b. Employees notified of a positive drug test may request that the Medical Review Officer send a portion of their first sample to the hospital or HHS certified laboratory of the employee's choice for testing by Gas Chromatography/Mass Spectrometry. c. The cost of employee requested tests are the responsibility of the employee. If the test results are negative, the Employer will reimburse the employee for the cost of the test. ARTICLE 16 — MANAGEMENT RIGHTS 16.1. Recognition. The Guild recognizes the prerogative of the Employer and the Chief of Police to operate and manage Police Department affairs in all respects, in accordance with its responsibilities and the powers of authority which the Employer has not officially abridged, delegated, or modified by this Agreement. Page 56 of 77 AGENDA ITEM #6. d) Police Non -Commissioned Contract 2019-2020 16.2. Rights of Employer. Subject to the provisions of this Agreement, the Employer reserves the right: 16.2.1. to recruit, assign, transfer, and promote members to the positions within the Department; 16.2.2. to suspend, demote, discharge, or take other disciplinary action against members for just cause; 16.2.3. to relieve members from duties because of lack of work, lack of funds, the occurrence of conditions outside Department control; or when the continuation of work would be wasteful and unproductive; 16.2.4. to determine methods, means, and personnel necessary for Departmental operations; 16.2.5. to control the Department budget; 16.2.6. to take whatever actions are necessary in emergencies in order to assure the proper functioning of the Department; 16.2.7. to determine classification, status, and tenure of employees; and 16.2.8. to perform all other functions not limited by this Agreement. Page 57 of 77 Police Non -Commissioned Contract AGENDA ITEM #6. d) 2019-2020 ARTICLE 17 —GRIEVANCE PROCEDURE The Employer recognizes the importance and benefit of settling grievances promptly and fairly in the interest of better employee relations and morale. To this end, the following procedure is outlined. Every effort will be made to settle grievances at the lowest level of supervision. Employees will be unimpeded and free from unreasonable restraint or interference and free from coercion, discrimination, or reprisal in lawfully seeking adjudication of their grievance. 17.1. Definitions. 17.1.1. Grievance: Any issue relating to interpretation, application, or enforcement of any provision contained in this Agreement. 17.1.2. Issue: Any dispute, complaint, problem, or question arising with respect to working conditions or employer -employee relations of any nature or kind whatsoever. 17.1.3. Guild Representative: A Guild member designated by the Guild President as a bargaining representative. 17.2. Grievance Procedure. The steps set forth herein shall be followed unless the Chief of Police and the Grievant, Guild, or individual raising the issue agree in any particular case that the procedural steps and/or time limits should be modified. Any agreement to modify the procedural steps and/or time limits shall be in writing. In the event that no provision Page 58 of 77 AGENDA ITEM #6. d) Police Non -Commissioned Contract 2019-2020 is made to modify any procedural steps and/or time limits, and either of the parties violates them, the grievance/issue shall be considered settled in favor of the party that is not in default at the time. If any specified participant in the steps below is absent and thus unable to timely participate, such step(s) may be completed by the participant's designee. Ste 1 The employees and/or Guild Representative shall submit the grievance/issue in writing to the Division Commander/Manager within twenty (20) calendar days from the date that the grievant knew or reasonably should have known of the action precipitating the grievance/issue. The Division Commander/Manager shall notify the Employee(s) and the Guild Representative in writing of his/her decision and the reasons therefore within fifteen (15) calendar days thereafter. Ste 2 If the grievant is not satisfied with the decision rendered, he/she shall submit the grievance/issue in writing to the Deputy Chief within fifteen (15) calendar days. If the grievance is initiated by the Guild, it shall be initiated at Step (2) of the grievance process within fifteen (15) calendar days from the date the Guild knew or reasonably should have known of the action precipitating the grievance/issue. The Deputy Chief shall notify the employee(s) and the Guild Representative in writing of his/her decision and the reasons therefore within fifteen (15) calendar days thereafter. Page 59 of 77 AGENDA ITEM #6. d) Police Non -Commissioned Contract 2019-2020 Ste 3 If the grievant is not satisfied with the decision rendered, he/she shall submit the grievance/issue in writing to the Chief of Police within fifteen (15) calendar days. The Chief of Police shall notify the employee(s) and the Guild Representative in writing of his/her decision and the reasons therefore within fifteen (15) calendar days thereafter. Ste 4 If the grievant is not satisfied with the decision rendered, he/she shall submit the grievance/issue in writing to the Mayor within fifteen (15) calendar days. The Mayor shall notify the employee(s) and the Guild Representative in writing of his/her decision and the reasons therefore within fifteen (15) calendar days thereafter. Consideration of the issue shall conclude at this point. Ste 5 If the grievance has not been settled by the Mayor, either party may submit the matter to arbitration. In any case, the matter must be referred to arbitration within ninety (90) days from conclusion of the fifteen (15) day period of consideration by the Mayor. A neutral arbitrator will be selected jointly by both parties. If the parties cannot agree on an arbitrator, they will request a list of arbitrators from the American Arbitration Association (AAA) and alternately strike names, if necessary, to pick an arbitrator. The arbitrator selection process will not exceed ten (10) days. The total cost of the proceedings shall be borne equally by both parties. The arbitrator's award shall Page 60 of 77 AGENDA ITEM #6. d) Police Non -Commissioned Contract 2019-2020 be final and binding on both parties, provided, however, that no authority is granted to the arbitrator to modify, amend, or delete any terms of this Agreement. When an employee or the Guild appeals a grievance to arbitration, such appeal shall be made in writing and shall constitute an election of remedies and, to the extent allowed by law, a waiver of any and all rights by the appealing employee or the Guild to litigate or otherwise contest the appealed matter in any court or other available forum. 17.3. Election of Remedies. In the case of disciplinary actions that are appealable to the Civil Service Commission, a non -probationary employee may file a grievance under the terms of this Agreement alleging that the disciplinary action was not for just cause. If the employee does so, it shall constitute an election of remedies and said employee shall be barred from pursuing the issue in any other forum including, but not limited to, the Civil Service Commission. Likewise, if an employee files litigation in any other legal forum, including Civil Service, that employee may not grieve said discipline and any grievance previously filed shall be deemed withdrawn and any remedies previously granted shall be void. ARTICLE 18 — PERFORMANCE OF DUTY Nothing in this Agreement shall be construed to give an employee the right to strike, and no employee shall strike or refuse to perform assigned duties to the best of his/her ability. It is further agreed that no employee shall refuse to cross the picket line of any other union during his/her scheduled work shift. Page 61 of 77 AGENDA ITEM #6. d) Police Non -Commissioned Contract 2019-2020 The parties recognize and agree to abide by the provisions of RCW 41.56.120. ARTICLE 19 — RETENTION OF BENEFITS Wages, hours, benefits, and working conditions constituting mandatory subjects of bargaining in effect on the effective date of this Agreement shall be maintained unless changed by mutual agreement between the Employer and the governing body of the Guild. The Employer agrees to notify the Guild in advance of changes or hearings affecting working conditions of any employee covered by this Agreement, except in emergency situations and provided that the Employer is aware of the changes or hearings. ARTICLE 20 — PAY DAYS 20.1. Pay Dates. Employees shall be paid twice each month and any employee who is laid off or terminated shall be paid all monies due on the next following payday. All employees shall be paid on the 10th and 25tn day of each month. If the 10th or 25t" day of the month falls on a holiday or weekend period, the employees shall be paid on the last business day prior to that period. 20.2. Online Pay Stubs. Effective January 1, 2017, the employer shall no longer issue paper pay stubs to employees. Page 62 of 77 AGENDA ITEM #6. d) Police Non -Commissioned Contract 2019-2020 20.3. Direct Deposit. All employees will participate with direct deposit of paychecks. All employees must enroll in direct deposit within 30 calendar days from the date of their hire. ARTICLE 21- SAVINGS CLAUSE 21.1. Savings Clause. If any article of this Agreement or any addenda hereto should be held invalid by operation of law or by any tribunal of competent jurisdiction or if compliance with or enforcement of any article should be restrained by such tribunal, the remainder of this Agreement and Addenda shall not be affected thereby, and the parties shall enter, within ten (10) calendar days, into collective bargaining negotiations for the purpose of arriving at a mutually satisfactory replacement or modification of such Article held invalid. 21.2. Contract/Civil Service. Any conflict between the provisions of this Agreement and current Civil Service Rules and Regulations shall be resolved as set forth herein. It is further understood that (a) to the extent the labor agreement does not address a matter (e.g., discipline, seniority, lay offs, etc.) and Civil Service does, then Civil Service shall prevail; (b) to the extent the labor agreement does address a matter (e.g., discipline, seniority, lay offs, etc.) and Civil Service also does so, the labor agreement shall prevail. The Employer and Guild otherwise retain their statutory rights to bargain changes in Civil Service Rules and Regulations (i.e. changes initiated after the effective date of Page 63 of 77 AGENDA ITEM #6. d) Police Non -Commissioned Contract 2019-2020 this agreement) for employees in the bargaining unit. Upon receiving notice of such proposed changes(s) from the Civil Service commission, either party may submit a written request to the mayor (within sixty (60) calendar days after receipt of such notice) and the result of such bargaining shall be made a part of this Agreement. 21.3. Successor Agreement. This Agreement and any and all amendments and modifications hereafter entered into and executed by and between the parties hereto shall be binding and inure to the benefit of the parties' respective successors and assigns and any other governmental entity succeeding to the City of Renton's obligations hereunder. In case of any merger or consolidation by the Employer with another governmental agency, either party shall have the right to reopen this Agreement for negotiation of any positions affected by the merger or consolidation. 21.4. FLSA Disputes. The Employer shall have the right to bargain any issues arising out of the implementation of the Fair Labor Standards Act (FLSA) including any conflicts that may arise regarding Article 19, Retention of Benefits. Statutory provisions for resolution of impasses reached in collective bargaining, and contractual provisions for resolution of grievances arising out of such FLSA issues shall apply. Page 64 of 77 Police Non -Commissioned Contract AGENDA ITEM #6. d) 2019-2020 ARTICLE 22 - ENTIRE AGREEMENT The Agreement expressed herein in writing constitutes the entire Agreement between the parties, and no oral statement shall add to or supersede any of its provisions. The parties acknowledge that each has had the unlimited right and opportunity to make demands and 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, except as otherwise provided in this Agreement, the Employer and the Guild for the duration of this Agreement each voluntarily and unqualifiedly agrees to waive the right to oblige the other party to bargain with respect to any subject or matter not specifically referred to or covered in this Agreement. Page 65 of 77 Police Non -Commissioned Contract AGENDA ITEM #6. d) 2019-2020 ARTICLE 23 - DURATION OF AGREEMENT Unless otherwise agreed, this Agreement shall become effective April 1, 2019, and shall remain in force until December 31, 2020. Signed this Renton, Washington. CITY OF RENTON day of , 2019, at Denis Law, Mayor Ed VanValey, Police Chief Kim Gilman, HR Labor Manager Amanda Rhymes, Sr. Employee Relations Analyst Kevin Keyes, Deputy Police Chief Stephanie Cour, Police Manager Kari Roller, Financial Services Manager POLICE OFFICERS' GUILD Bill Judd, Spokesperson Ralph Hyett III, President Thomas Wilkinson, Member Tyler Tebbets, Member Mark Coleman, Member Corey Jacobs, Member Eamon McCleery, Attorney Page 66 of 77 Police Non -Commissioned Contract AGENDA ITEM #6. d) 2019-2020 ATTEST: Jason Seth, City Clerk Approved as to legal form: Shane Moloney, City Attorney Page 67 of 77 AGENDA ITEM #6. d) Police Non -Commissioned Contract 2019-2020 APPENDIX A - SALARIES A.I. Salary Increase 1. Effective April 1, 2019, the base wages shall be increased by 3.5% above the wages in place in 2018. 2. Effective January 1, 2020, base wages shall be increased by 3.25% above the wages in place in 2019. A.2. Salary Schedule Effective April 1, 2019, the salary schedule shall be as follows: Grade. Code ;Position Title _ pn58 ..................................................................................................... 6178 Police Service 5pecialistSupv : Step A (15% above Specialist Step Ef ............................................................................................................................................ Step E (5%above Supervisor, Step A) pn57 5182:PoliceServiceSped aIistLea d . (7.59L above Specialist, Step E) ......................................e..................................................................................................... pn54: 4138 :Police Community Prgm Coord pn54 4120 :Crime Analyst ........................................................................................................................................... pn56 4133 : Electronic Home Detention Coord ........................................................................................................................................... pn53 3432 Evidence Technician ........................................................................................................................................... pn61 4121 Domestic Violence Victim Advocate ........................................................................................................................................... pn60 ........................................................................................................................................... pn52 4135 'Anima IControl Officer ........................................................................................................................................... pn62 6181 : Poke Servioe Specialist ........................................................................................................................................... pn51 6183 Police Secretary pn51 : 4137 : Parking Enforcement Off cer STEPA STEML3 S Monthly Annual Monthly ............................................................................................................................................................................................... 6,250 75,004 6,563 78,755 • step increase at 24 mon the ...................................................... ................................................................................................................................................................................................................................� 5,843 70,111 5,843 70,111 4,936 58,032 5,226 62,712 5,741 68,892 5,189 74,269 6,499 77,988 4,936 58,032 5,225 52,712 5,741 68,892 5,189 r 74,258 5,499 77,988 4,771 �...57,252...... ............................. 5,149 �...61,788......�. 5,670 �...fi8,040...... 6,233 �...74,796......�. 6,543 78,516 ........................r, 4,552 ............................................................. 54,624 4,913 �.............................................................r,...................................................... 59,956 5,407 64,884 5,949 71,389 6,255 75,050 ........................ 4,514 �...54,.168...... ............................. 4,904 �...58,848......�. ............................. 5,450 �...65,400...... ............................. 5,991 �...7LB92......�. .............................................................. 5,308 75,595 ........................ 4,305 r, .................................... 51,60 4,676 56,112 5,195 r,............................_........................................................................................................................... 62,340 5,712 69,544 5,010 72,120 ........................r,........................................................................................................................r,......................................................................................................................................................... 4,293 51516 4,642 55,704 5,104 61,248 5,613 67,356 5,994 70,728 3,959 r...................................................... 47,508 4,277 51,324 4,707 _ 56,494 .......................................................................................................................... 5,178 62,136 5,435 65,220 ........................r,........................................................................................................................r,......................................................................................................................................................... 3,708 44,496 4,003 48,036 4,407 52,884 4,850 58,200 5,089 61,068 3,708 44,496 4,003 48,036 4,407 52,884 4,850 r 58,200 5,089 51,058 Page 68 of 77 AGENDA ITEM #6. d) Police Non -Commissioned Contract 2019-2020 A.3. Deferred Compensation. The Employer shall contribute five and a half percent (5.5%) of the employee's base wage into a deferred compensation account selected by the employee from the accounts provided by the City, each pay period. In 2020, the Employer shall contribute four and a half percent (4.5%) in light of the newly established VEBA plan described in Article 14.10. Page 69 of 77 Police Non -Commissioned Contract AGENDA ITEM #6. d) 2019-2020 APPENDIX B — EDUCATION/LONGEVITY SCHEDULE B.1 Longevity Pay. Employees shall receive longevity pay according to the following scale: Completion of 5 years — 2% Completion of 10 years — 4% Completion of 15 years — 6% Completion of 20 years —10% Completion of 25 years — 12% Completion of 30 years —14% B.2 Educational Pay. Employees shall receive educational pay according to the following IWIM AA Degree/90 credits — 4% BA/BS Degree/Masters — 6% Page 70 of 77 Police Non -Commissioned Contract AGENDA ITEM #6. d) 2019-2020 APPENDIX C - MEDICAL RELEASE I, , hereby release Dr. to provide the following medical information to my employer. Psychological or physical fitness to perform all the essential functions of my current job classification; W Q If unable to perform all those functions, the duties that I am able J to perform and which duties I am not able to perform; W If unable to work at this time, when I can reasonably be uexpected to return to work at my regular duties; Ui Any necessary restrictions on my work or duties; Any necessary accommodations which may be required to allow u me to perform the essential functions of my current job X B classification; and Z W a Any recommendation for psychotherapy or other form of a a therapy, counseling and/or medical treatment. This Release is intended to grant no further access to my confidential medical records beyond what is listed above. PATIENT DATE Page 71 of 77 Police Non -Commissioned Contract AGENDA ITEM #6. d) 2019-2020 APPENDIX D - TELEWORK RE -OPENER During this current round of negotiations, both parties have expressed an interest in a future teleworking program. To this end, either party may reopen this Agreement for the purpose of bargaining over issues related to working conditions in light of a newly proposed teleworking program and resulting policy from the City. Page 72 of 77 AGENDA ITEM #6. d) Police Non -Commissioned Contract 2019-2020 I�1 actual service .......................... 36 alcohol testing ......................... 53 Animal Control Officers ........... 17 Appendix A .............................. 68 Appendix B..............................70 Appendix D — Medical Release7l, 72 arbitration ............................... 60 assessments ............................10 bereavement leave ................. 30 Bill of Rights ............................ 47 bump.......................................12 buy.......................................... 24 buyback ................................... 35 C callout pay .............................. 27 Chief of Police.. 13, 26, 47, 56, 58 children ................................... 30 Christmas ................................ 31 Civil Service commission ......... 64 Civil Service Commission ......... 61 Civil Service Rules and INDEX clothing allowance ..................24 COBRA..................................... 45 Command Staff .......................20 Community Program Coordinators ...................171 24 Compensatory Time ................20 conferences ............................... 9 Consolidated Omnibus Budget Reconciliation Act.................45 court ............................13, 19,61 Crime Analyst ....................17, 24 I death ................................. 30.136 deferred compensation ........... 29 Deputy Chief ...........................59 direct deposit ..........................63 discharge ...........................47, 57 discipline ......... 14, 47, 51, 61, 63 domestic partner.....................30 Domestic Violence Victim's Advocate..............................24 double time .............................18 drug and alcohol testing .......... 53 due process .............................13 dues........................................10 Regulations ............... 12, 47, 63 Page 73 of 77 AGENDA ITEM #6. d) Police Non -Commissioned Contract 2019-2020 dues deduction .......................10 E early release ............................ 23 educational incentive..............34 Educational Pay.......................70 EHD.........................................16 election of remedies ............... 61 Electronic Home Detention Officer..................................16 eligibility list ............................11 emergency .. 9, 16, 18, 23, 27, 39, 62 Employment Practices ............11 employment records...............14 entire agreement .................... 65 equipment ........................ 24,25 Evidential Breath Testing device ............................................. 54 examination ...................... 13.127 executive order.......................32 F Fair Labor Standards Act.. 181 191 .� fitness incentive ......................29 FLSA...................................19, 64 G graveyard shift ....................9, 19 grievance......... 14, 15, 58, 60, 61 grievances ......................... 58,64 Guild meetings ..........................9 Guild representative .....9, 49, 51 Guild Representative ......... 58, 59 I hazardous duty pay.................27 Health Insurance .....................41 hearing....................................19 holiday..............................32, 62 hours of duty.....................15, 21 illness .......................... 30135.136 immediate family ....................30 incapacitated ........................... 36 Indemnify and Defend.............46 indemnify and hold harmless.. 10 Independence Day ..................31 Fair Practices Policy 15 Inspection of Papers................13 Family emergencies 30 Insurance...........................41144 family medical emergencies .... 30 insurances...............................41 internal investigation ........14, 49 Page 74 of 77 AGENDA ITEM #6. d) Police Non -Commissioned Contract 2019-2020 interpreters ............................. 27 investigation ..................... 50,52 investigations .......................... 47 Investigations .......................... 53 L Labor Day ................................ 31 laid off ......................... 11136, 62 laid-off....................................11 Lead Police Service Specialist.. 27 leaves of absence....................11 legal holidays .......................... 31 lethal force .............................. 53 Life Insurance ..........................44 light duty ................................. 31 light duty requirement............ 31 Line of Duty Death or Other Critical Incidents ................... 53 longevity ........................... 40,70 Longevity Pay .......................... 70 long-term disability.................45 Loudermill ............................... 51 M Medical coverage....................42 medical release ....................... 52 medical release form .............. 52 Memorial Day..........................31 minimum staffing levels ..........38 minimums...............................19 misconduct ........................141 49 MRO........................................ 55 1 new positions .................... 24,28 New Year's Day .......................31 non-discrimination ..................15 0 off -site training ........................21 out of classification ...................9 Overnight Accommodations .... 21 overtime ..... 181 19, 201 221 28, 40 parents....................................30 Parking Enforcement Officer ... 17 paydays..................................62 payday..................................... 62 penalty ........................ 39, 40, 52 pension...................................40 performance of duty ...............61 personal leave ....... 34, 35, 36, 37 personnel file ..........................13 Medical Review Officer..... 55156 personnel files...................12, 13 personnel reduction................11 Page 75 of 77 AGENDA ITEM #6. d) Police Non -Commissioned Contract 2019-2020 personnel rotation ..................16 physical fitness .................. 29,71 picket line................................61 Police Secretaries ....................17 Police Service Specialists... 16,27 Police Services Specialist Supervisor ............................ 27 polygraph................................ 52 pre -disciplinary ....................... 51 premium ............... 27, 28, 29, 40 premium pay ...........................27 premiums .............. 19, 41, 42, 46 probation................................14 probationary employees ......... 16 promotional probation period 14 promotions .............................12 psychological evaluation ......... 52 A quartermaster system....... 25,26 0 Recognition and Bargaining Unit ............................................... 7 reduction .......................... 121.44 reductions...............................11 rehires.....................................12 REHP..................................41, 44 Renton Employees' Healthcare Board of Trustees ...........411 43 Renton Employees' Healthcare Plan....................................... 41 reorganization .........................11 retention of benefits ...............62 retirement .........................25, 30 rotation...................................16 S salaries....................................24 salary range .............................12 savings clause ..........................63 secret files...............................13 seniority .......... 11, 12, 17, 38, 63 shift assignments ....................16 shift rotation ...........................18 sick leave ..................... 291-30, 31 staffing level ............................16 staffing levels ..........................38 standby...................................20 straight time ............................20 suspend ............................. 47,57 regular employees 11 T REHBT ..............411 421-43, 44, 45 temporary employees ............. 11 Page 76 of 77 AGENDA ITEM #6. d) Police Non -Commissioned Contract 2019-2020 terminated .............................. 62 Thanksgiving ..................... 31,32 time and one-half ....... 18, 19, 28 time off ........9, 20, 31, 37, 38, 39 training ....... 18, 21, 22, 23, 26, 27 training trade days .................. 21 tuition ..................................... 32 tuition reimbursement ............ 32 u uniform cleaning.....................26 uniforms ............................ 25,26 f� vacancies.................................12 vacation bids ..................... 37,38 Veteran's Day..........................31 voluntary separation ...............30 W work schedules .......................15 work week .........................15, 26 working out of classification .... 28 Written warnings ....................13 Page 77 of 77 AGREEMENT By and Between CITY OF RENTON and NON-COMMISSIONED EMPLOYEES OF THE RENTON POLICE GUILD L�111�1�1�'t T�7 17�� R 1�1III �l�l t�l T�1�l 1� 2019 — 2020 Police Non -Commissioned Contract AGENDA ITEM #6. d) Page 2 of 82 AGENDA ITEM #6. d) Police Non -Commissioned Contract 19 2019-2020 TABLE OF CONTENTS PREAMBLE..............................................................................................9 ARTICLE 1— RECOGNITION AND BARGAINING UNIT...............................9 1.1. Union Recognition.......................................................................9 1.2. Union Representation..................................................................9 ARTICLE 2 — UNION MEMBERSHIP AND DUES DEDUCTION ..................10 2.1. Membership..............................................................................10 2.2. Union Security............................................................................10 2.3. Union Officials' Time Off. 12 2.4. Dues Deduction.13 ARTICLE 3 — EMPLOYMENT PRACTICES.................................................14 3.1. Personnel Reduction. 14 3.2. Rehires/Reinstatement. 15 3.3. Vacancies and Promotions. 15 3.4. Personnel Files...........................................................................15 3.5. Probation. 18 3.6. Non -Discrimination. 18 ARTICLE 4 — HOURS OF DUTY AND OVERTIME......................................18 4.1. Hours of Duty. 18 4.2.Overtime. 21 4.3. Overtime Minimums. 22 4.4. Compensatory Time. 23 Page 3 of 82 AGENDA ITEM #6. d) Police Non -Commissioned Contract 0-116-22 19 2019-2020 4.5. Standby. 24 4.6. Compensation for Training. 24 4.7. Early Release. 26 ARTICLE 5 —SALARIES ...........................................................................27 ARTICLE 6—ALLOWANCES AND PREMIUMS.........................................27 6.1. Clothing Allowance. 27 6.2. Quartermaster System...............................................................29 6.3. Uniform Cleaning.......................................................................30 6.4. Callout Pay................................................................................. 30 6.5. Premium Pay. 30 6.6. New Positions. 31 6.7......................................................... Working Out Of Classification. .............................................................................................................. 32 6.8. Physical Fitness Deferred Compensation Contribution..............32 ARTICLE 7 — SICK LEAVE.........................................................................33 7.1. Sick Leave...................................................................................33 7.2. Bereavement Leave...................................................................34 7.3. Light Duty Requirement.............................................................35 ARTICLE 8 — HOLIDAYS..........................................................................35 8.1. Legal Holidays Observed............................................................35 8.2. Holiday Pay................................................................................36 ARTICLE 9 —TUITION REIMBURSEMENT...............................................36 9.1. Tuition Reimbursement Requirements......................................36 9.2. Non -completion of Term or Course...........................................37 ARTICLE 10 — EDUCATIONAL INCENTIVE...............................................38 Page 4 of 82 AGENDA ITEM #6. d) Police Non -Commissioned Contract 19 2019-2020 10.1................................................................ Educational Premium Pay. .............................................................................................................. 38 10.2................................................................. Minimum Pay Allowances. .............................................................................................................. 38 ARTICLE 11— PERSONAL LEAVE.............................................................38 11.1................................................................ Accrual of Personal Leave. .............................................................................................................. 38 11.2........................................................................ Personal Leave Time. .............................................................................................................. 39 11.3..................................... Scheduling and Using Personal Leave Time. .............................................................................................................. 41 11.4..................................................... Cancellation of Scheduled Leave. .............................................................................................................. 43 11.5...............................................................Personal Leave Hours Used. .............................................................................................................. 44 ARTICLE 12 — LONGEVITY......................................................................44 12.1.....................................................................................Premium Pay. .............................................................................................................. 44 12.2......................................................................... Longevity Allowance. .............................................................................................................. 44 ARTICLE 13 — PENSIONS........................................................................45 ARTICLE 14 — INSURANCES....................................................................45 Definitions: ............................................................................................ 45 14.1............................................................................... Health Insurance. .............................................................................................................. 45 14.3..................................................................................Life Insurance. .............................................................................................................. 49 Page 5 of 82 AGENDA ITEM #6. d) Police Non -Commissioned Contract 19 2019-2020 14.4................................................... Federal/State Healthcare Options. .............................................................................................................. 49 14.5..............................................................................................COBRA. .............................................................................................................. 49 14.6............................................ Short Term Disability Insurance Policy. .............................................................................................................. 50 14.7........................................................................ Long Term Disability. .............................................................................................................. 50 14.8..................................................................... Indemnify and Defend. .............................................................................................................. 50 14.9........................................................................... Change in Benefits. .............................................................................................................. 51 14.10...............................................................Guild-Directed Trust Fund. .............................................................................................................. 51 ARTICLE 15 — BILL OF RIGHTS................................................................52 15.1.............................................................. Just Cause Employer Rights. .............................................................................................................. 52 15.2..................................................................................... Bill of Rights. .............................................................................................................. 52 15.3................................................................. Drug and Alcohol Testing. .............................................................................................................. 58 ARTICLE 16 — MANAGEMENT RIGHTS...................................................61 16.1....................................................................................... Recognition. .............................................................................................................. 61 16.2............................................................................ Rights of Employer. .............................................................................................................. 62 ARTICLE 17 —GRIEVANCE PROCEDURE.................................................63 Page 6 of 82 AGENDA ITEM #6. d) Police Non -Commissioned Contract 19 2019-2020 17.1...................................................................................... Definitions. .............................................................................................................. 63 17.2...................................................................... Grievance Procedure. .............................................................................................................. 63 Step(1).................................................................................................64 Step(2).................................................................................................64 Step(3).................................................................................................65 Step(4).................................................................................................65 Step(5).................................................................................................65 17.3....................................................................... Election of Remedies. .............................................................................................................. 66 ARTICLE 18 — PERFORMANCE OF DUTY.................................................66 ARTICLE 19 — RETENTION OF BENEFITS.................................................67 ARTICLE 20 — PAY DAYS.........................................................................67 20.1......................................................................................... Pay Dates. .............................................................................................................. 67 20.3................................................................................... Direct Deposit. .............................................................................................................. 68 ARTICLE 21— SAVINGS CLAUSE.............................................................68 21.1...................................................................................Savings Clause. .............................................................................................................. 68 21.2........................................................................Contract/Civil Service. .............................................................................................................. 68 21.3....................................................................... Successor Agreement. .............................................................................................................. 69 21.4....................................................................................FLSA Disputes. .............................................................................................................. 69 Page 7 of 82 AGENDA ITEM #6. d) Police Non -Commissioned Contract 19 2019-2020 ARTICLE 22 — ENTIRE AGREEMENT ..................................... ...............70 ARTICLE 23 - DURATION OF AGREEMENT.............................................71 APPENDIX A - SALARIES.........................................................................73 APPENDIX B — EDUCATION/LONGEVITY SCHEDULE..............................74 52.E ."........................................................ Error! Bookmark not defined. .6........................................................ Error! Bookmark not defined. APPENDIX C— MEDICAL RELEASE..........................................................76 APPENDIX D - Telework Re -opener INDEX....................................................................................................78 Page 8 of 82 AGENDA ITEM #6. d) Police Non -Commissioned Contract F7.tinS7.tiTjaiji3pme The rules contained herein constitute an Agreement between the City of Renton, hereinafter referred to as the Employer, and the Renton Police Guild, Non -Commissioned, hereinafter referred to as the Guild, governing wages, hours, and working conditions for certain members of the Renton Police Department. It is intended that this Agreement, achieved through the process of collective bargaining, will serve to maintain good relations between the Employer and the Guild, to promote efficient and courteous service to the public, and to protect the public interest. ARTICLE 1— RECOGNITION AND BARGAINING UNIT 1.1. Union Recognition. The Employer recognizes the Guild as the exclusive representative of all non-commissioned employees for the purpose of bargaining with the Employer. A non-commissioned employee is defined as outlined in RCW 41.56.03%24. The Guild represents those classes listed in Appendix A. 1.2. Union Representation. The Guild President, or any other members of the Guild appointed by the President, shall be recognized by the Employer as the official representatives of the Guild for the purpose of bargaining with the Employer. The Guild recognizes the Employer as the duly elected representative of the people of the City of Renton and agrees to negotiate only with the Employer through the negotiating agent or agents officially designated by the Mayor and City Council to act on its behalf. Page 9 of 82 AGENDA ITEM #6. d) Police Non -Commissioned Contract 19 2019-2020 1.3. Guild Representatives. The number of representatives of the Guild and the Employer at any negotiating session shall be limited to four (4) members each, unless waived by mutual agreement of the parties. ARTICLE 2 — UNION MEMBERSHIP AND DUES DEDUCTION 2.1. Membership. The Employer recognizes that members of the Renton Police Department may, at their discretion, become members of the Guild when such membership has been duly approved in accordance with the provisions of the Guild's Constitution and By -Laws. The Guild accepts its responsibility to fairly represent all employees in the bargaining unit regardless of membership status. 2.2. Union Security. Within thirty (30 days of hire or transfer into the bargaining unit, each employee has the choice to attend a one -hour orientation session with a designated Guild representative during work hours. The purpose of the orientation is for the Guild to provide information related to coverage under this CBA and enrollment in Guild membership. The Employer and the Guild agree the employees in positions covered under this Agreement hired on or after its effective date shall, on the thirty-first (31st) day following the beginning of such employment, make an election whether or not to become a member of the Guild in Rood standin.Q. Page 10 of 82 AGENDA ITEM #6. d) Police Non -Commissioned Contract �T.ti r-�T.ti r_3Z�Ti �bZ�T►Z�7 . - - - - . - -- -- -- - -- - - - - - - - - - - - - - ,W �.I �....s............�..s..... - - - -- - - - l., Page 11 of 82 Police Non -Commissioned Contract AGENDA ITEM #6. d) F7.tinS7.tiTjgiji3pme ----- - - -- - -- M. I F I-- -- -ic -- --- - - - --- ---- 2.3. Union Officials' Time Off. 2.3.1. Release Time for Guild Business. Official representatives of the bargaining unit shall be given time off with pay to attend meetings with City representatives or to attend Guild meetings, provided reasonable notification is given. Representatives assigned to graveyard shift may be released by 2300 hours with supervisor's approval when necessary to attend such meetings. 2.3.2. Release Time for Trainings and Conferences. Official representatives of the bargaining unit shall be given time off with pay to attend Guild related conferences (not to exceed three working days for a single function). The allowable aggregate of such time off shall not exceed one hundred sixty (160) hours in one calendar year. Provided, that a copy of the agenda of the meeting is submitted to the Chief, at least 14 calendar days prior to the meeting and that the Guild waives the right to working out of classification pay should a replacement be needed to assume the duty of the Guild representative granted time off. Page 12 of 82 AGENDA ITEM #6. d) Police Non -Commissioned Contract F7.tinS7.tiTjaiji3pme 2.3.3. Release Time Restrictions. The Employer retains the right to restrict time off under subsections 2.3.1 and 2.3.2 above if an emergency exists or when such time off would unreasonably impact departmental operations. 2.4. Dues Deduction. Upon written authorization by an employee and approval by the Guild Executive Board, the Employer agrees to deduct from the wages of each employee the sum certified as initiation dues and assessments twice each month as Guild dues, and to forward the sum to the Guild Secretary or Treasurer. If any employee does not have a check coming to him/her or the check is not large enough to satisfy the assessments, no deductions shall be made from the employee for that calendar month. All requests to cancel dues deductions shall be in writing to the Employer and require notification to the Guild by the Employer. Every effort will be made to end the deduction effective on the first payroll, but not later than the second payroll, after the Employer's receipt of the employee's written notice. The Guild agrees to indemnify and hold harmless the Employer for any claims, with the exception of those caused by the Employer's negligence, arising out of the Employer's activities to enforce the provisions of this Article. The emplover will provide a monthly written report to the Guild transmitted with transfer of deducted dues owed to the Guild ("the transferred amount"). Such report shall indicate: 1) all individuals who had dues withheld as part of the transferred amount, and the amount withheld and transmitted on behalf of that individual; 2) a list of all emplovees who did not have dues withheld as part of the Page 13 of 82 AGENDA ITEM #6. d) Police Non -Commissioned Contract F7.tinS7.tiTjgiji3pme transferred amount: 3) a list of all emplovees commencin employment since the preceding report; and 4) all employees in the preceding month who requested discontinuance of payroll deduction of dues. ARTICLE 3 — EMPLOYMENT PRACTICES 3.1. Personnel Reduction. 3.1.1. Seniority. Seniority is determined by the employee's most recent hire date in the bargaining unit. a. In the event of a tie, the determining factor will be placement on the eligibility list. b. Leaves of Absence will not be subtracted from seniority. 3.1.2. Personnel Reduction by Classification. Whenever it becomes absolutely necessary through lack of finances, lack of work, reorganization, abolishment of position within classification, or other reasonable and articulable purposes to reduce the number of employees in the bargaining unit, such reductions shall be carried out by classification in the following order: a. Temporary employees b. Probationary employees C. Regular employees in reverse order of seniority within the classification; the one with the least seniority being laid off first Page 14 of 82 AGENDA ITEM #6. d) Police Non -Commissioned Contract 3.1.3. Bumping Rights. If a laid -off employee has previously worked in another job classification within the bargaining unit, and has more seniority than the least senior employee in that job classification, he/she may exercise the right to replace (bump) that employee. 3.2. Rehires/Reinstatement. An employee may be recalled and reinstated in order of seniority to a classification from which they are laid off or has previously worked for up to two (2) years from the date of layoff. In the event a certified employee leaves the service of the Employer due to reduction in force and within the next two (2) years the Employer rehires said former employee into the same classification to which he/she was assigned at the date of reduction, such employee shall be placed at the same step in the salary range which he/she occupied at the time of the original reduction. 3.3. Vacancies and Promotions. Vacancies shall be filled and promotions made in accordance with Police Civil Service Rules and Regulations, provided, that nothing in this Agreement shall be construed to require the Employer to fill any vacancy. 3.4. Personnel Files. 3.4.1. Personnel Files Contents. The personnel files are the property of the Employer. The Employer agrees that the contents of the personnel files, including the personal photographs, shall be confidential and shall Page 15 of 82 AGENDA ITEM #6. d) Police Non -Commissioned Contract �T.ti r-�T.ti r_3Z�Ti �bZ�T►Z�7 restrict the use of information in the files to internal use by the Police Department. This provision shall not restrict such information from becoming subject to due process by any court, administrative tribunal, or as required by law. Reasonable notice shall be given the employee should the Employer be required to release the personnel file. It is further agreed that information may be released to outside groups subject to the approval of both the Employerand s provided, that nothing in this section shall prevent an employee from viewing his/her original personnel file in its entirety upon request. Nothing shall be added to or deleted from the file unless the employee is furnished a legible copy of same. Such -- - - -- -- -- - - -- -- - _. ._ - - - - - - - - - - - - - - - - - - L. N. t. - - - -- - - N. 3.4.2. Inspection of Papers. The application and examination papers of an employee shall be available for inspection by the appointing authority, the Chief of Police, and affected employee. Employees shall be allowed to review a copy of any adverse documentation before it is placed in the file. The employer shall maintain a single personnel file and there shall be no secret files. Materials for the purpose of supervisor evaluations shall be expunged if not made part of the personnel file. Such papers shall also be made available to the Page 16 of 82 AGENDA ITEM #6. d) Police Non -Commissioned Contract �T.ti r-�T.ti r_3Z�Ti �bZ�T►Z�7 employee upon request, and to the elected or appointed officers of the Guild at the request of the affected employee. Written warnings shall be expunged from personnel files (at the employee's written request) after a maximum period of two (2) years if there is no recurrence of misconduct for which the employee was disciplined during that period. Any record of serious discipline shall be removed expunged -from the personnel files after a maximum period of five-(5) six 6 years upon written request by the emplovee and if there is no reoccurrence of misconduct for which the employee is disciplined during that period. Nothing in this section shall be construed as requiring the Employer to destroy any employment records necessary to the Employer's case if it is engaged in litigation with the employee regarding that employee's employment at the time those records would otherwise be destroyed. The parties recognize that the Employer may retain internal investigation files, including discipline items removed from personnel files. in compliance with the state records retention schedule and RCW 40.14. Page 17 of 82 AGENDA ITEM #6. d) Police Non -Commissioned Contract F7.tinS7.tiTjaiji3pme 3.5. Probation. Probation periods for employees newly hired into the bargaining unit shall not exceed one (1) year. During this period, employees may be discharged without resort to the Civil Service or grievance procedure for failure to pass probation. Employees who are promoted within the bargaining unit shall serve a promotional probation period, which shall not exceed one (1) year. During that period, employees may be reverted to their former positions without resort to the Civil Service or the grievance procedure for failure to pass probation. 3.6. Non -Discrimination. The Employer and the Guild agree that neither shall unlawfully discriminate against any person because of race, color, religion, national origin, age, gender, marital status, sexual orientation, genetic information, disability status, veteran/military status, and/or other protected class or characteristic unless based on a bona fide occupational qualification. The Employer agrees not to discriminate against employees because of union membership or lawful union activities. It is recognized that employees who feel they have been victims of discrimination shall be entitled to seek relief or redress through the grievance procedures contained in this Agreement or through the City of Renton's Fair Practices Policy. ARTICLE 4 — HOURS OF DUTY AND OVERTIME 4.1. Hours of Duty. 4.1.1. Work Week. The required hours of duty for employees in the bargaining unit shall be 2080 hours Page 18 of 82 AGENDA ITEM #6. d) Police Non -Commissioned Contract F7.tinS7.tiTjaiji3pme per year, based on a work week of: five (5) consecutive days on duty followed by two (2) consecutive days off duty (5/2) unless otherwise provided in this Article. 4.1.2. Revision of Work Week. The work week for all or some employees may be revised upon mutual agreement between the Guild and Police Administration. Mutual agreement on revised work schedules shall be documented in written format and a copy sent to the Human Resources & Risk Management Administrator. 4.1.3. Rotation between Shifts. The rotation of personnel between shifts shall be minimized within the limitations of providing an adequate and efficient work force at all times. When rotation is necessary, the Employer will notify the affected employees as soon as reasonably possible. Such notification shall occur no later than fifteen (15) calendar days prior to the personnel rotation, except when such employees are probationary employees, or waive this provision in writing, or when such rotations are needed due to a bona fide law enforcement emergency. The schedules shall be: 4.1.4. Electronic Home Detention Coordinators (EHD). The EHD Coordinator(s) shall work a 9/80 schedule. Page 19 of 82 AGENDA ITEM #6. d) Police Non -Commissioned Contract F7.tinS7.tiTjaiji3pme 4.1.5. Evidence Technicians. Evidence Technician(s) shall work four (4) consecutive ten (10) hour days on, followed by three (3) consecutive days off. If for any reason either the EHD or Evidence Technician(s) fall below the staffing level of two (2) officers for an extended period of time their schedule shall revert back to a 5/2 schedule. 4.1.6. Shift Assignment Police Service Specialists. Shift assignments for Police Service Specialists shall be made by bidding by seniority as defined in Article 3, Section 3.1.1. 4.1.7. Police Service Specialists. Police Service Specialists shall work four (4) consecutive ten (10) hour days on, followed by three (3) consecutive days off. 4.1.8. Animal Control Officers. Animal Control Officers shall work four (4) consecutive ten (10) hour days on, followed by three (3) consecutive days off. 4.1.9. Parking Enforcement Officers. ThThefull me -Parking Enforcement Officers} shall work four (4) consecutive ten (10) hour days on, followed by three (3) consecutive days off. 4.1.10. Police Secretaries. Police Secretaries shall work a 9/80 schedule. If staffing is less than three (3) employees for an extended period then the Police Secretaries will revert back to a 5/2 schedule. (5 Page 20 of 82 AGENDA ITEM #6. d) Police Non -Commissioned Contract F7.tinS7.tiTjaiji3pme consecutive, eight (8) hour days on, two (2) consecutive days off, Monday through Friday). 4.1.11. Community Program Coordinator. Community Program Coordinators shall work a 9/80 schedule. 4.1.12. Domestic Violence Victim's Advocate. The Domestic Violence Victim's Advocate shall work four (4) consecutive ten (10) hour days on, followed by three (3) consecutive days off. Days off shall include Saturday and Sunday. 4.1.13. Crime Analyst. The Crime Analyst shall work four (4) consecutive ten (10) hour days on, followed by three (3) consecutive days off. Days off shall include Saturday and Sunday. 4.2. Overtime. 4.2.1. Except as otherwise provided in this Article and when required by the Fair Labor Standards Act, employees shall be paid at the rate of time and one-half for all hours worked in excess of their regular shift. Overtime will not be paid for hours in excess of a scheduled shift resulting from a regularly scheduled shift rotation. 4.2.2. Employees required to work on any regular or approved day off shall be paid at the rate of time and one-half for the first day and double time for the second and subsequent consecutive days EXCEPT in the event of an emergency when overtime shall revert to the time and one-half rate. Page 21 of 82 AGENDA ITEM #6. d) Police Non -Commissioned Contract 4.2.3. All employees shall be paid time and one-half for each hour worked in excess of forty (40) hours in one week, provided, these overtime hours have not already been paid under Section 4.2.2 above. 4.2.4. Overtime, except for training, shall be voluntary, provided that if there are not enough volunteers to meet public safety requirements, overtime shall be mandatory. 4.2.5. Employees may not accumulate less than fifteen (15) minute increments of overtime. 4.2.6. In recognition of Fair Labor Standards Act (FLSA) guidelines, overtime shall be computed on the base pay of the employee and shall include any premiums as described in Article 6 of this Agreement in calculation of the overtime rate. 4.3. Overtime Minimums. In the event overtime is not in conjunction with a regularly scheduled shift, the minimum payment shall be as set forth herein. The rate of pay for minimums shall be time and one-half. However when section 4.2.2 applies, the employee may choose either the double time rate for all hours worked or the time and one-half rate for the applicable minimum. Court minimums shall not overlap. 4.3.1. Three (3) hours for any court or related hearing located in Renton. Page 22 of 82 AGENDA ITEM #6. d) Police Non -Commissioned Contract F7.tinS7.tiTjgiji3pme 4.3.2. Four (4) hours for any court or related hearing outside the City of Renton. 4.3.3. Four (4) hours for any required court attendance within nine (9) hours of the end of a graveyard shift within the City of Renton and five (5) hours outside the City of Renton. 4.3.4. Two (2) hours for any other unspecified overtime including in -person meetings with the prosecutor's office or defense counsel. 4.3.5. Three (3) hours when an employee assigned as an Evidence Technician is requested to report for duty as a result of an investigation call out. To be eligible, the employee must have been off duty for at least one (1) hour preceding the call back. 4.4. Compensatory Time. The Employer shall pay all authorized overtime requests on a cash basis, provided that employees shall be allowed to elect compensatory time in lieu of overtime cash payment up to a maximum accrual of eighty (80) hours. Nothing in this Section shall be construed as to prohibit the employee option of requesting compensatory time off in lieu of paid overtime, provided that the accumulation and use of such time is approved by the Administrative Officer or Officer officially acting in that capacity. In December of each year, the Chief has the option of purchasing all or part of compensatory time accumulated by employees. Page 23 of 82 AGENDA ITEM #6. d) Police Non -Commissioned Contract 4.5. Standby. The Employer and the Guild agree that the use of standby time shall be minimized. Standby assignments shall be for a fixed, predetermined period of time. Employees placed on standby status by a member of the Police Department Command Staff, shall be compensated on the basis of one (1) hour straight time pay for each two (2) hours of standby or fraction thereof. If the employee is actually called to work, standby pay shall cease at that moment and normal overtime rules shall apply. 4.6. Compensation for Training. 4.6.1. Compensation Rate. Employees will be compensated at the time -and -one-half overtime rate for all training approved, scheduled, and attended on a day off or consecutive days off whether they are the trainee or the trainer. The exception to the overtime rate for training are employees assigned to the Crisis Communications Unit (CCU) who agree to shift adjust ("training trade days") with at least 30 days' notice for all department training associated with the CCU. Training trade days are an option for all non- commissioned employees. They must be mutually agreed upon and completed within the FLSA work period. If staffing does not allow for training trade days then the Employer shall either deny the training or compensate the employee at the overtime rate. Page 24 of 82 AGENDA ITEM #6. d) Police Non -Commissioned Contract F7.tinS7.tiTjaiji3pme 4.6.2. Training Scheduled during Regular Shift. The Employer shall have a reasonable obligation to attempt to schedule training during the employee's regular shift. 4.6.3. Training On a Scheduled Work Day, Not Requiring Overnight Accommodations: If the scheduled off -site training day exceeds six (6) hours and occurs on the employee's workday, the hours of training shall constitute an entire workday, regardless of the employee's hours of duty: The employee agrees to waive any overtime resulting from attendance at any training school or session on a scheduled workday provided that the affected employee is relieved of all police duties as follows: a. When the training occurs on the first scheduled workday of the shift, the employee shall be relieved of duty sixteen (16) hours following the conclusion of the training. b. When the training occurs on the last scheduled day of the work shift, the employee shall be relieved eight (8) hours prior to reporting for training. C. When the training occurs on all days between the first and last scheduled days of the work shift, the employee shall be relieved eight (8) hours prior to and sixteen (16) hours following the training session, except that employees Page 25 of 82 Police Non -Commissioned Contract AGENDA ITEM #6. d) �T.ti r-�T.ti r_3Z�Ti �bZ�T►Z�7 working day shift may be required to report to work twelve (12) hours following the training session. d. Employees assigned to graveyard shall be relieved of duty the shift preceding the day of training, if the training is scheduled for six (6) hours or more. 4.6.4. Training Requiring Overnight Accommodations: Employees who are approved by their supervisor to attend training that requires overnight accommodations shall be paid„ accerdance with the ^Y^.. is ^f the and eity pelm y travel time if the traveling occurs during their regularly scheduled work hours. Travel pay is based on the employee's regular hourly rate, and to be paid must be accompanied with documentation validating hours spent in travel status. If driving, documentation must be provided showing the distance from Renton Citv Hall to the glace of accommodation. The employer reserves the right to require an efficient mode of transportation be used. Only authorized travel plans will receive travel pay in compliance with FLSA and City policy. 4.7. Early Release. 4.7.1. Non-commissioned personnel called into work prior to the beginning of their normal scheduled hours shall be allowed to start their regularly scheduled shift at the time called in. Work hours spent on the time called in Page 26 of 82 AGENDA ITEM #6. d) Police Non -Commissioned Contract F7.tinS7.tiTjaiji3pme will be at the overtime rate. Once the call is complete, or the employee's regular start time arrives, the employee may elect to flex the remainder of their shift pending supervisor approval. Regular shift time hours will be paid at the straight time rate. 4.7.2. It is the Employer's desire to not have an employee work more than sixteen (16) hours in a workday. Except in an emergency situation, the employer will make every effort to ensure that employees do not work more than sixteen (16) hours in a workday. ARTICLE 5 — SALARIES The Employer agrees to maintain salaries in accordance with the attached Appendix A. This Agreement shall be opened for the purpose of negotiating wages, hours, and working conditions for any new classifications of employees not covered within this Agreement. Such salaries shall become effective upon the date the new position is filled. Nothing in this Section shall preclude the Employer from establishing such new positions or classifications. ARTICLE 6 — ALLOWANCES AND PREMIUMS 6.1. Clothing Allowance. 6.1.1. Annual Allowance. Community Program Coordinators, Crime Analyst, and Domestic Violence Page 27 of 82 AGENDA ITEM #6. d) Police Non -Commissioned Contract �T.ti r-�T.ti r_3Z�Ti �bZ�T►Z�7 Victim's Advocate shall receive $650559 per year as clothing allowance. 6.1.2. Purpose. The purpose of such allowance is to buy, maintain, and repair any equipment or clothing required by the Employer, which is not furnished by the Employer. The allowance shall be paid in January the second paycheck of February of each year sepaFate cheek, and is subject to pro-rata deduction from the final paycheck in the event an employee does not serve the entire twelve (12) months for which such payment was made, with the exception of an employee who retires, or dies, in which event no deduction shall be made. Any employee transferred or promoted into a position covered by this article after January 1st of any calendar year shall receive a pro- rated clothing allowance for the remainder of said calendar year. 6.1.3. Uniforms are the Property of the City. It is agreed that all equipment and clothing issued by the City of Renton shall remain the property of the Employer and same shall be returned to the Employer upon termination or retirement. It is further agreed that nothing in this Article shall preclude the Employer from taking any authorized action to maintain the standards of appearance of the Renton Police Department. 6.1.4. Reimbursement for New Clothing Requirements. In the event that the Employer should change the Page 28 of 82 AGENDA ITEM #6. d) Police Non -Commissioned Contract F7.tinS7.tiTjgiji3pme clothing which is required by Resolution 1669 dated March 2, 1970, during the life of the Agreement, employees so affected by such changes shall be reimbursed for the entire cost of three (3) issues of such new clothing. 6.2. Quartermaster System. A quartermaster system shall be in effect for employees who wear department uniforms. The Employer will issue a list of required clothing and equipment and a description of the mechanics of the quartermaster system. Required uniforms and equipment shall be provided to each employee as follows: 6.2.1. Required uniforms and equipment shall be provided without cost to the employee as set forth in Police Department policy as approved and/or amended by the Chief of Police. Such required uniforms or like clothing once approved by the Chief of Police or designated appointee may be purchased by the employee and be reimbursed by the quartermaster system. 6.2.2. Optional uniforms and equipment may be purchased by the employees at their own expense. 6.2.3. Required and optional uniforms and equipment shall be replaced without cost to the employee when they become unserviceable which may be determined by the immediate supervisor or the training coordinator. Page 29 of 82 AGENDA ITEM #6. d) Police Non -Commissioned Contract F7.tinS7.tiTjaiji3pme 6.3. Uniform Cleaning. The Employer will provide those non-commissioned employees participating in the quartermaster system with contract cleaning services at the rate of two (2) cleanings per work week/cycle to an annual maximum of $6,000.00 for the entire group of non- commissioned employees participating in the quartermaster system. 6.4. Callout Pay. Hazardous duty pay in addition to regular pay shall be granted to certain employees in accordance with the following schedule: 6.4.1. Crisis Communication Unit. Members assigned to the Crisis Communication Unit will be paid at the rate of double-time with three (3) hour minimum when called to an emergency situation requiring their expertise. 6.5. Premium Pay. 6.5.1. Field Training Officer (FTO). Police Service Specialists who are assigned to train or supervise new employees (Field Training Officers — FTO's) shall be compensated with a 4% premium, starting January 1, 2011. Such training premium shall not be received by the Lead Police Service Specialist, or Police Services Specialist Supervisor. 6.5.2. Interpreters. Bargaining unit members who pass a City approved examination for interpreters will be Page 30 of 82 AGENDA ITEM #6. d) Police Non -Commissioned Contract F 7.ti n S 7.ti r;I gg i3 pore compensated at the rate of three percent (3%) per month while certified. Employees who successfully pass the initial examination will be required to recertify annually. The City and Union agFee that no mere than six (6) certified inteFlaFeters shall roi-oiV%_ bilingual compensation at any one time. The City will determine who is to receive the premium based on the need for the employee's particular language skill. 6.5.3. Public Records Act Premium. The parties recognize that the Public Records Act has created a sufficient increase in responsibilities and training for Specialists required to respond to these requests. Because these duties are relatively new for many public jurisdictions the City has not analyzed the impact to employees who are assigned these duties. It is the City's intent to conduct a market review on these duties and to implement any changes that may be necessary. During the interim the employer agrees to pay Police Service Specialists assigned to records a 2.5% premium. 6.6. New Positions. This Agreement shall be opened for the purpose of negotiating premium or hazardous duty pay for any new position, which is not covered within this Agreement; such pay to be effective upon the agreement of both parties. Nothing in this Section shall preclude the Employer from establishing such new positions. Page 31 of 82 AGENDA ITEM #6. d) Police Non -Commissioned Contract F7.tinS7.tiTjaiji3pme 6.7. Working Out Of Classification. Any employee assigned the duties normally performed by a higher paying classification shall be compensated as follows, providing the higher classified person was regularly assigned during that period. Such employee shall be paid the equivalent of 1/4 hour overtime for each two (2) hours or fraction thereof worked. Such payment shall be at the time and one-half rate. 6.8. Physical Fitness Deferred Compensation Contribution. In recognition of an employee's personal time expended to maintain a level of fitness, the following program shall apply: 6.8.1. Non-commissioned employees who pass an agreed upon entry-level physical fitness test shall receive a fitness incentive premium for a period of one (1) year following the successful test. The test is voluntary and will be offered at least three (3) times each year. 6.8.2. The testing dates/times shall be posted on or before February 15t of each year. The City can combine testing with the Commissioned unit. 6.8.3. Employees who comply with the above shall be compensated with an additional three percent (3.0%) of base pay, in the form of deferred compensation. Page 32 of 82 Police Non -Commissioned Contract AGENDA ITEM #6. d) �T.ti r-�T.ti r_3Z�Ti �bZ�T►Z�7 ARTICLE 7 — SICK LEAVE 7.1. Sick Leave. 7.1.1. Sick Leave Accrual Rate. Sick leave benefits under this paragraph will begin accrual upon employment with the award of twenty-four (24) hours of sick leave. Upon completion of the third month of employment, an additional twenty-four (24) hours of sick leave will be awarded. Upon completion of the sixth month of employment, sick leave will accrue at the rate of four (4) hours per pay period. hundred thirty t w e (132) days (1056 he Fs) ... leyeic will out at .. .. ase0• of all sick leave I G be placed deferred eempeRsatiOR accounts selected by the Empleyee and EmpleyeF by the elese „f the first pay period felle ling December 21 of ea fir= At the written request of the employee, due by February loth, the employer will cash out at the employee's base rate of pay at 50% of all annual sick leave accrued (but not used) over 520 hours. This amount shall be placed into the employee's deferred compensation account, administered by the employer. Transfer of these funds shall occur at the same time as the second aav check in February is issued. Page 33 of 82 AGENDA ITEM #6. d) Police Non -Commissioned Contract �T.ti r-�T.ti r_3Z�Ti �bZ�T►Z�7 7.1.3. Sick Leave Payment at Separation. Cash payment for sick leave accrued in accordance with subsection 7.1.2 will not be made upon an employee's death, retirement, or voluntary separation. '�7.1.4. Sick Leave Use. Employees shall be entitled to utilize sick leave for family medical emergencies or for illness in the immediate family. For the purposes of this section "immediate family" shall include only the employee's children, parents, spouse, domestic partner, or family members residing with the employee. Family emergencies shall include the need for an employee to be with his/her spouse or domestic partner and/or family at the time that the employee's spouse or domestic partner is giving birth to a child. 7.2. Bereavement Leave. Full time employees whose immediate family suffers a death shall receive up to three (3) days off with pay to attend to necessary arrangements. A day off is defined as the number of hours scheduled to be worked by the employee (8 hours, 9 hours, 10 hours). Immediate family shall consist of spouse, son, daughter, stepchildren, mother, stepmother, father, stepfather, brother, sister, mother-in-law, father-in-law, grandmother, grandfather, grandchildren, and/or the biological parent of a member's Page 34 of 82 AGENDA ITEM #6. d) Police Non -Commissioned Contract dependent minor. Paid time off for bereavement leave shall not be considered sick leave. 7.3. Light Duty Requirement. Employees who are injured on duty, and are expected to return to full duty, will be assigned to light duty. An employee may be exempted from this light duty requirement if under the advice of his/her physician. ARTICLE 8 — HOLIDAYS 8.1. Legal Holidays Observed. The following days shall be observed as legal holidays: January 1 (New Year's Day) Third Monday in January (Martin Luther King, Jr. Day) Last Monday in May (Memorial Day) July 4 (Independence Day) First Monday in September (Labor Day) November 11 (Veteran's Day) Fourth Thursday in November (Thanksgiving) The Friday following the fourth Thursday in November (day after Thanksgiving) December 25 (Christmas) Page 35 of 82 AGENDA ITEM #6. d) Police Non -Commissioned Contract F7.tinS7.tiTjaiji3pme The day before Christmas shall be a holiday for City employees when Christmas Day occurs on a Tuesday or Friday. The day after Christmas shall be a holiday for City employees when Christmas Day occurs on a Monday, Wednesday, or Thursday. When Christmas Day occurs on a Saturday, the two preceding working days shall be observed as holidays. When Christmas Day occurs on a Sunday, the two working days following shall be observed as holidays. Any other day proclaimed by executive order and granted to other City employees. 8.2. Holiday Pay. Staff authorized to workAny empleyee whe werks on the following listed holidays shall be paid double his/her rate of pay for hours worked (midnight to midnight): Thanksgiving Day Christmas Day July 4t" (Independence Day) ARTICLE 9 —TUITION REIMBURSEMENT 9.1. Tuition Reimbursement Requirements. The Employer shall reimburse anon -probationary employee for the actual cost of tuition and required fees paid by a_non-probationary employee to an accredited college or university, provided that those expenses are incurred: (1) in a course leading to a law Page 36 of 82 AGENDA ITEM #6. d) Police Non -Commissioned Contract enforcement related Associate's/Bachelor's/Master's degree and; (2) that the employee has received a grade of "C" or better or "pass" in a pass/fail grading system and; (3) that such reimbursement for tuition shall not exceed the prevailing rate for undergraduate tuition established by the University of Washington for quarter system credits and by Washington State University for semester systems credits. Reimbursement for job related course work not leading to a law enforcement related degree will require the employee to submit the course of instruction to the Employer for approval, and obtain approval, prior to attending or prior to incurring a cost. 9.2. Non -completion of Term or Course. Reimbursement in accordance with Section 9.1 above shall be made only in the event no funds are available from other public funding sources to pay education costs. Any employee reimbursed by the Employer as provided in Section 9.1 who fails to successfully complete any term or course shall repay the full reimbursement amount to the Employer within ninety (90) days of the end of the term or course. Should an employee fail to repay the Employer within ninety (90) days, the Police Guild will assume responsibility for immediate repayment to the Employer. If an employee terminates employment within the ninety (90) day period, the amount owed the Employer shall be deducted from his/her final paycheck. Page 37 of 82 AGENDA ITEM #6. d) Police Non -Commissioned Contract F7.tinS7.tiTjgiji3pme ARTICLE 10 — EDUCATIONAL INCENTIVE 10.1. Educational Premium Pay. Premium pay shall be awarded as an educational incentive to employees in the bargaining unit in accordance with Appendix B of this Agreement. 10.2. Minimum Pay Allowances. Employees shall be eligible for Associate Degree or Bachelor's Degree minimum pay allowances, as provided in Appendix B of this Agreement when such employee has obtained an undergraduate degree from an accredited educational institution. For this section completion of ninety (90) quarter or sixty (60) semester credits of college level work is equivalent to eligibility of Associate Degree pay provided such credits are for academic study, and not based upon "life experience". ARTICLE 11— PERSONAL LEAVE 11.1. Accrual of Personal Leave. Personal leave as it pertains to this contract is a combination of holiday and vacation leave. Employees shall accrue paid personal leave time in accordance with the following schedule whenever they are on paid employment status: Page 38 of 82 AGENDA ITEM #6. d) Police Non -Commissioned Contract Length of Service 0 through 5 years Hours/Month Accrual 16 Hours/Annual Accrual 192 6 through 10 years 20 240 11 through 15 years 22 264 16 through 20 years 24 288 21 and subsequent years 26 312 Maximum accumulation of personal leave time shall not exceed 536 hours, except when the employee is unable to use personal leave time as a result of illness, disability, military leave, or operational considerations beyond the employee's control. In such event, an employee shall not be penalized for excess accumulation, and the Employer has the option of either allowing excess accumulation or paying the employee for the excess accumulation. Buyback of personal leave accumulation will be allowed during the term of this Agreement, subject to the approval of the Employer (based upon availability of funds) to a maximum of forty-eight (48) hours per year. 11.2. Personal Leave Time. Personal leave time shall be subject to the following rules: 11.2.1. Temporary or intermittent employees who leave the employment of the Employer and are later reemployed shall, for the purpose of this article, have Page 39 of 82 AGENDA ITEM #6. d) Police Non -Commissioned Contract F7.tinS7.tiTIgiJERLI I an adjusted date of actual service effective with the date of reemployment. 11.2.2. For the purpose of this Article, "actual service" shall be determined in the same manner as for salary purposes. 11.2.3. Employees, who are laid off, retired, dismissed, or who resign shall be paid for all accrued but unused personal leave time at the hourly base rate of the employee at the time of separation. 11.2.4. On the death of an employee in active service, any personal leave earned and not taken prior to the death of such employee will be paid out at the employee's final hourly base rate of pay. 11.2.5. An employee granted an extended leave of absence, which includes the next succeeding calendar year, shall be given proportionate personal leave earned in the current year before being separated from the payroll. 11.2.6. An employee returning from military leave of absence, as defined by law, shall be given a personal leave allowance for the previous calendar year as if he/she had been employed. 11.2.7. In the event that an employee becomes ill or injured while he/she is on personal leave, and it can be established by the employee that the employee is incapacitated due to the illness or injury, the day or Page 40 of 82 AGENDA ITEM #6. d) Police Non -Commissioned Contract days that he/she is sick under these circumstances shall be carried as sick rather than personal leave, and he/she will for all purposes be treated as though he/she were off solely for the reason of his/her illness or injury. The employee shall submit medical documentation of the illness or injury from the attending physician. 11.3. Scheduling and Using Personal Leave Time. The following rules shall govern the scheduling and usage of personal leave time. 11.3.1. The minimum personal leave allowance to be taken by an employee shall be one {}quarter of an hour 15 minutes). 11.3.2. Employee shall have the option to designate leave requests as "vacation bids" when the request is for a period of time exceeding seven consecutive calendar days in length (including both requested days off and regularly scheduled days off) and is submitted more than thirty-one (31) days in advance of the requested time off. 11.3.3. The employee's request for time off shall be approved or denied within eight (8) days of submitting the request on the proper form. All requests for time off occurring between March 1 and December 31 of any given year and submitted prior to January 14 of that year shall be considered for all purposes (including 5.a Page 41 of 82 AGENDA ITEM #6. d) Police Non -Commissioned Contract F7.tinS7.tiTjgiji3pme below) to have been submitted on January 14 of that year. 11.3.4. In the event that multiple employees request the same day(s) off, and the Employer is not able to accommodate all of the requests due to minimum staffing limitations, then the Employer will use the following criteria, in order, to determine who is granted the leave time: a. Requests submitted on an earlier date shall have precedence over those submitted later. b. If the requests are submitted on the same effective date, then vacation bids shall have precedence over requests that are not vacation bids; C. When the requests are otherwise equal, then the request from the employee with more seniority shall have precedence. Seniority shall be determined according to Article 3. 11.3.5. The Employer and the Guild acknowledge that the Employer has a legitimate interest in maintaining proper staffing levels for public safety purposes, and that employees have a legitimate interest in taking their time off at times convenient to them. The Employer shall have the right to set different short- term minimum staffing levels in all work units for special events. Special events are city festivals, and unusual occurrences where additional law Page 42 of 82 AGENDA ITEM #6. d) Police Non -Commissioned Contract F7.tinS7.tiTjaiji3pme enforcement staffing for maintaining order as required. The Employer will notify the employees by January 1 each year of changes to the long-term minimum staffing levels. 11.4. Cancellation of Scheduled Leave. The Employer will make reasonable effort to avoid cancellation of approved employee leave time, and to notify employees as soon as possible after the decision to cancel. In the event that the Employer cancels the approved leave time of an employee, the following rules shall apply. 11.4.1. If the employee's request was submitted more than thirty-one (31) days in advance of the scheduled leave, and approved, the Employer may cancel that time off without penalty if at least thirty (30) days notice is given prior to the scheduled leave. 11.4.2. If the employee's request was submitted less than thirty (30) days in advance, but more than nine (9) days, and approved, the Employer may cancel the time off without penalty if at least eight (8) days notice is given. 11.4.3. If the request is submitted with eight (8) days notice or less, and approved, the Employer may cancel the time off at any time without penalty. 11.4.4. The Employer agrees not to cancel an approved vacation bid except in the event of an extreme emergency condition. Page 43 of 82 AGENDA ITEM #6. d) Police Non -Commissioned Contract F7.tinS7.tiTjaiji3pme 11.4.5. For purposes of this section, "penalty" shall refer to the overtime pay provisions of Article 4. 11.5. Personal Leave Hours Used. The number of leave hours used for each day off shall be calculated based upon the number of hours in the employee's work day. For example: Employees assigned to a ten (10) hour schedule shall use ten (10) hours of personal leave for each day off. ARTICLE 12 — LONGEVITY 12.1. Premium Pay. Employees shall receive premium pay for longevity in accordance with Appendix B of this Agreement. 12.2. Longevity Allowance. -- - - --- - .k jk .- .. • METRO . based on adiusted service date: *---If the emplovee's Adiusted Service Date is on or between the 15t and 15t", the employee will receive their longevity allowances on the 25t" of that month. • If the employee's Adjusted Service Date is on or between the 16t" and the 311t, the employee will receive their longevity allowances on the 10th of the next month. Page 44 of 82 AGENDA ITEM #6. d) Police Non -Commissioned Contract ARTICLE 13 — PENSIONS Pensions for employees and contributions to pension funds will be governed by applicable Washington State Statutes. ARTICLE 14 — INSURANCES Definitions: REHBT: Renton Employees' Healthcare Board of Trustees. REHP: Renton Employees' Healthcare Plan Funding Goal: It is the responsibility of the Renton Employees' Healthcare Board of Trustees to establish and maintain fund goals in relationship to the Renton Employees' Healthcare Plan. Plan Member: An eligible Renton employee, along with their dependents, that is covered under the Renton Employee's Healthcare Plan. Premiums: The contributions made to the REHP by both the City and the employees to cover the total cost of purchasing the REHP. Contributions made by employees for co -pays, lab fees, ineligible charges, etc., are not considered premiums for the purpose of this Article. 14.1. Health Insurance. 14.1.1. Participation. The City and the Local/Union/Guild agree to jointly manage the REHP during the term of this agreement. Page 45 of 82 AGENDA ITEM #6. d) Police Non -Commissioned Contract F7.tinS7.tiTjaiji3pme The REHBT is comprised of AFSCME Local 2170; Police Guild; and the City, and will meet at least quarterly to review the REHP including costs associated with the REHP. Medical coverage shall be provided in accord with the laws of the State of Washington, RCW 41.26.150 and federal plans: Patient Protection and Affordable Care Act and the Health Care and Education Affordability Reconciliation Act of 2010. The Local/Union/Guild agrees to continue participation in the REHBT and to identify and support cost containment measures. 14.1.2. Plan Coverage. The City will provide a medical/dental, vision, and prescription drug insurance plan for all eligible employees including all bargaining unit members and their eligible dependents. 14.1.3. Premiums. For the calendar years 20196 through calendar year 2020 the total cost of the plan shall be divided as follows: YEAR CITY EMPLOYEES me Page 46 of 82 AGENDA ITEM #6. d) Police Non -Commissioned Contract 2019 92% 8% 2020 91% 9% Employee premiums will be based upon the following categories: ■ Employee ■ Employee/Spouse or Domestic Partner ■ Employee/Spouse or Domestic Partner/1 ■ Employee/Spouse or Domestic Partner/2+ ■ Employee/1 ■ Employee/2+ 14.1.4. Projected Costs. The plan contributions shall be calculated by the percentage of actual plan cost increase that occurred in the previous year and based on consideration of Actuarial projections. The year in review shall be from July 1st to June 30tn 14.1.5. GFeup Health Alternative Plan Coverage. - - - - - -- -- -- - - - M.I.Ja.cm._.. CitV contributions for the alternative.. .- plan, capped at the dollar amount contributed for the self -funded plan. Page 47 of 82 AGENDA ITEM #6. d) Police Non -Commissioned Contract 14.1.6. Renton Employees' Healthcare Board of Trustees. The REHBT includes members from each participating Union. Each union will have a maximum of one (1) vote, the Police Guild has two (2) bargaining units but only receives one (1) vote on the REHBT. The City only receives one (1) vote. If all bargaining units participate, the voting bodies would be as follows: AFSCME — 2170; Police Guild; and the City for a total of three (3) votes. 14.1.7. Plan Changes. The members of the REHBT shall have full authority to make plan design changes without further concurrence from bargaining unit members and the City Council during the life of this agreement. 14.1.8. Voting. Changes in the REHP will be determined by a majority of the votes cast by REHBT members. A tie vote of the REHBT members related to a proposed plan design change will result in continuing the current design. 14.1.9. Surplus. Any surplus in the Medical Plan shall remain available only for use by the Renton Employees' Health Plan Board of Trustees for either improvements in the Plan, future costs, increase offsets, rebates to participants, or reduction in employee contributions. Page 48 of 82 AGENDA ITEM #6. d) Police Non -Commissioned Contract F7.tinS7.tiTjaiji3pme 14.2. Cadillac Tax. If by july 1, 22022, the Cadillac Tax required by Affordable Care Act is still in effect and will require additional funding of the Renton Employees' Healthcare Plan, the parties agree to meet and negotiate changes to the plan in such a way as to address the impacts of the Cadillac Tax. 14.3. Life Insurance. The Employer shall furnish to the employee a group term life insurance policy in the amount of the employee's annual salary, to nearest $1,000, including double indemnity. The Employer shall furnish a group term life insurance policy for $1,000 for the employee's spouse and $1,000 for each dependent. 14.4. Federal/State Healthcare Options. In the event of a Federal/State healthcare option, the REHBT shall have the option to review the proposed Federal/State option and take appropriate actions. 14.5. COBRA. When an employee or dependent's health care benefits ceases based on a qualifying event, the employee or dependent shall be offered medical and dental benefits under the provision of Consolidated Omnibus Budget Reconciliation Act (COBRA) for a period of eighteen (18) months. Page 49 of 82 AGENDA ITEM #6. d) Police Non -Commissioned Contract F7.ti nS 7.ti T lagi i3pme 14.6. Short Term Disability Insurance Policy. The Renton Police Guild shall have the option during the life of this contract to direct the City to deduct a fixed dollar/percentage from the base salaries for all classifications covered by the contract and deposit such deductions into a short-term disability insurance policy established by the Guild. Upon the exercise of this option, the Guild agrees to indemnify, defend, and hold the City harmless from any and all liability, claims, demands, suit or any loss or damage, or injury to person or property arising from or related to the provisions of this paragraph, including income tax withholding liabilities or tax penalties. 14.7. Long Term Disability. All employees will be enrolled in a city -sponsored long-term disability plan with a benefit equal to 60% of base salary after a maximum waiting period of ninety (90) calendar days_ s+ exha stien of smek leave whicheyeF is !E)ngeF �,-�-o � �„-r�� ,-sT��l an LTD claim is approved by the carrier, employees will be permitted to use any accrued leave balance they have at 40%, bringing the combination of the LTD benefit and accrued leave payment to 100% of their pre - disability earnings. The Employer will pay the premiums necessary to fund the benefits of the plan. 14.8. Indemnify and Defend. The Employer shall indemnify and defend any employee against any claim or suit, where such claim or suit arises because such employee performs his/her duty as an employee of the Renton Police Department. The Employer shall pay on behalf of any employee any sums which the employee shall be legally obligated Page 50 of 82 AGENDA ITEM #6. d) Police Non -Commissioned Contract �T.ti r-�T.ti r_3Z�Ti �bZ�T►Z�7 to pay as a result of that employee's reasonable or lawful activities and exercise of authority within the scope of his/her duties and responsibilities as an employee of the Renton Police Department. Indemnity and defense shall not be provided by the Employer for any dishonest, fraudulent, criminal or malicious act or for any suit brought against the employee by or on behalf of the Employer. 14.9. Change in Benefits. If for reasons beyond the control of the Employer or Guild a benefit of any one of the provisions agreed to in this Article is abolished, changed, or modified as to reduce the benefit, the Employer agrees to replace it with a like benefit prior to the effective date of the change. 14.10. Guild -Directed Trust Fund. IMPSM .. . . .. . ... .. .. .. Now the base salaries fer all.. eevered . the centract and depesit suc. ... .. into a medical.. . ... . the Guild. ... the exeFeise ef this.. .. the Guild agrees . indemnify,defend, .. held the City haFffliess frem . .. all claims,demands,sui. . . . .an. .. . . . WFY .. .. . prepeFtyarising, ... . related te the previsiens ef this paragraph, including .ceme tax withhelding liabilities. existingr tax Pena !tie-s-.--One (1) percent of employee's base pay transferred from Deferred Compensation Benefit (a.3) to fund a CitV selected and contracted VEBA plan/vendor in mutual agreement between the parties.• • of i occur the first •. Page 51 of 82 AGENDA ITEM #6. d) Police Non -Commissioned Contract eriod after January 1. 2020 and the Citv will handle the transfer of funds. ARTICLE 15 — BILL OF RIGHTS 15.1. Just Cause Employer Rights. The Employer retains the right to adopt rules for the operation of the Renton Police Department and the conduct of its employees provided that such rules do not conflict with City Ordinances, City and State Civil Service Rules and Regulations as they exist, or any provision of this Agreement. It is agreed that the Employer has the right to discipline, suspend, or discharge any employees for just cause subject to the provisions of the City Ordinances, City and State Civil Service Rules and Regulations as they exist, and terms of this Agreement. 15.2. Bill of Rights. In an effort to ensure that investigations, as designated by the Chief of Police of the Renton Police Department, are conducted in a manner which is conducive to good order and discipline, the Non - Commissioned Employees of the Renton Police Guild shall be entitled to the protection of what shall hereafter be termed as the "Police Non -Commissioned Employees' Bill of Rights". 15.2.1. The City and the Guild agree that all employees should work in an environment that fosters mutual respect and professionalism. The parties agree that inappropriate behavior in the workplace does not promote the City's business, employee well-being, or productivity. All employees are responsible for Page 52 of 82 AGENDA ITEM #6. d) Police Non -Commissioned Contract contributing to such an environment and are expected to treat others with courtesy and respect. Inappropriate workplace behavior by employees, supervisors, and/or managers will not be tolerated. If an employee and/or the employee's Guild representative believes the employee has been subjected to inappropriate workplace behavior, the employee and/or the employee's representative is encouraged to report this behavior to the employee's supervisor, a manager in the employee's chain of command, and/or the Human Resources Office. The City will follow the investigatory procedures outlined in City Policy and Procedure 340-02 and take appropriate action as necessary. The employee and/or Guild representative will be notified upon conclusion. This section is not subject to the grievance procedure in Article 18, but is subject to the City's complaint process. 15.2.2. If an employee becomes the suspect in an internal that could result in criminal charges, that investigation may be investigated by another agency outside the City of Renton. 15.2.3. Employees will not be under any type of electronic surveillance by any employee of the Renton Police Department without authorization of the Chief of Police or designee. Page 53 of 82 AGENDA ITEM #6. d) Police Non -Commissioned Contract F7.tinS7.tiTIgiJERLI I 15.2.4. Any employee who becomes the subject of an internal investigation, or an investigatory interview, shall be advised in writing of the following within three business days of the date of their first interview: a. General orders violated and the nature of the matter in sufficient detail to reasonably apprise him/her of the matter (unless suspected of committing a criminal offense); b. misconduct that would be grounds for termination, suspension, or other disciplinary actions; and C. that he/she may not be qualified for continued employment with the Department. An "investigatory interview" occurs when a supervisor knows or reasonably should know that they are questioning an employee about something that could result in an economic sanction. 15.2.5. Any employee who becomes the subject of an investigation may have legal counsel or a Guild representative present during all interviews. The interviewer must provide at least three business days for the employee to have legal counsel or have a Guild representative present during the interview. An investigation as used elsewhere in this Article shall be interpreted as any action which could result in a Page 54 of 82 AGENDA ITEM #6. d) Police Non -Commissioned Contract dismissal from the Department or the filing of a criminal charge. 15.2.6. The employee under investigation must, at the time of an interview, be informed of the name of the employee in charge of the investigation and the name of the employee who will be conducting the interview. Levine) wall govern the assignment of ir►ioctis-+i�r►c 15.2.7. Employees have Weingarten Rights during all interviews where they reasonably believe they could be subject to discipline. 15.2.8. The employee shall be informed in writing as to whether he/she is a witness or suspect. Should the witness in an investigation become the suspect of an investigation during the investigatory interview, the Employer agrees to stop the interview to allow the employee to obtain Guild Representation. Lexipol shall govern the notification process . 15.2.9. The interview of any employee shall be at a reasonable hour, preferably when the employee is on duty. Whenever possible, interviews shall be scheduled during the normal workday of the Employer. 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 he/she is entitled under the laws of the State of Washington or the United States. Page 55 of 82 AGENDA ITEM #6. d) Police Non -Commissioned Contract F7.tinS7.tiTIgiJERLI I 15.2.10.The employee or Employer may request that a formal investigation interview be recorded. There can be no "off the record" questions. Upon request, the employee under formal investigation shall be provided an exact copy of any written statement he/she has signed. The employee will be furnished a copy of the completed investigation seventy-two (72) hours prior to any pre -disciplinary Loudermill hearings. 15.2.11.Interviewing shall be completed within a reasonable time and shall be done under circumstances devoid of intimidation or coercion. In all investigation interviews that may result in discipline, the employee shall be afforded an opportunity and facilities to contact and consult privately with an attorney of his/her own choosing or Guild representative before being interviewed. The employee shall be entitled to such intermissions as he/she shall request for personal necessities, meals, telephone calls, and rest periods. 15.2.12.All interviewing shall be limited in scope to activities, circumstances, or events, which pertain to the incident which is this 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. Page 56 of 82 AGENDA ITEM #6. d) Police Non -Commissioned Contract 15.2.13.The employee will not be threatened with dismissal or other disciplinary punishment as a guise to attempt to obtain his/her resignation, nor shall he/she be subject to abusive or offensive language or intimidation in any other manner. No promises or rewards shall be made as an inducement to answer questions. 15.2.14. Upon the completion of the investigation and upon request, a copy of the entire file shall be provided to the employee. 15.2.15.To balance the interest of the Employer in obtaining a psychological evaluation of an employee to determine the employee's fitness for duty and the interest of the employee in having those examinations being conducted, psychological evaluations will be obtained in the least intrusive manner as possible. To protect the employee's right to privacy, the Medical Release Form agreed upon by the Employer and the Guild shall be signed by the employee prior to the evaluation (see Appendix D). 15.2.16. No employee shall be required to unwillingly submit to a polygraph test or to unwillingly answer questions for which the employee might otherwise properly invoke the protections of any constitutional amendment against self-incrimination. Nor shall any member be dismissed for or shall any other penalty be imposed upon any employee for his/her failure to submit to a polygraph test, or to answer questions for Page 57 of 82 AGENDA ITEM #6. d) Police Non -Commissioned Contract F7.tinS7.tiTjgiji3pme which he/she might otherwise invoke the protections of any constitutional amendment against self- incrimination. 15.2.17.Should any section, sub -section, paragraph, sentence, clause, or phrase in this Article be declared unconstitutional or invalid, for any reason, such decision shall not affect the validity of the remaining portions of this Article. 15.2.18.Any employee involved in the use of lethal force shall not be formally interviewed immediately following the incident. The policy and procedure outlined in toe Unusual isual Occurrences Manual Lexi of (Department Response to Line of Duty Death or Other Critical Incidents) will govern the response to issues regarding use of lethal force. 15.2.19. Investigations of known members by the Renton Police Department shall be completed in a timely manner with a goal of completion within thirty (30) days. 15.2.20.The right for an employee to add commentary during the Loudermill or at the end of the internal investigation process will be maintained. 15.3. Drug and Alcohol Testing. 15.1.1. The Employer considers its employees its most valuable asset. The Employer and the Guild share concern for the safety, health and well-being of police Page 58 of 82 AGENDA ITEM #6. d) Police Non -Commissioned Contract department members. This community and all City employees have the absolute right to expect persons employed by the Employer will be free from the effects of drugs and alcohol. 15.1.2. Before an employee may be tested for drugs, the Employer shall have individualized reasonable suspicion based on objective facts and reasonable inferences drawn therefrom, that a particular employee has engaged or is engaged in the use of illegal drugs and/or abuse of legal drugs (including alcohol). 15.1.3. Drug and alcohol* tests shall be performed by a HHS certified laboratory or hospital or clinic certified by the State of Washington to perform such tests. (* Initial alcohol testing may be performed by a Certified Breath Alcohol Technician or any other person approved to operate an Evidential Breath Testing device.) 15.1.3.1. Drug Testing. a. An initial drug screen shall be performed using the Immunoassay (IA) method. b. Any positive results on the initial drug - screening list shall be confirmed through use of Gas Chromatography/Mass Spectrometry. Page 59 of 82 Police Non -Commissioned Contract AGENDA ITEM #6. d) F7.tinS7.tiTjgiji3pme c. The drug panel and cut off standards shall be as defined by 49 CFR Part 40 which sets forth the procedures for drug testing in the Department of Transportation (DOT). d. Confirmed positive drug test results shall be sent to a licensed physician who, as Medical Review Officer (MRO), will review the affected employee's medical history and other relevant factors to determine if the positive test result should be excused. The MRO will notify the department of the results of his or her review. Negative test results shall be sent to the Employer's drug and alcohol testing administrator who will notify the designated department representative and employee of the test results. 15.1.3.2. Alcohol Testing. Alcohol test results shall be released to the employee and department upon conclusion of the test. For the purpose of determining whether the employee is under the influence of alcohol, test results of .02 or more based upon the results of an Evidential Breath Testing device shall be considered positive. Page 60 of 82 AGENDA ITEM #6. d) Police Non -Commissioned Contract F7.tinS7.tiTjaiji3pme 15.1.3.3. Confirmation of Test Results. a. Employees notified of a positive alcohol test result may request the opportunity to have a blood sample drawn for analysis at either a hospital or certified testing lab as chosen by the Employer. b. Employees notified of a positive drug test may request that the Medical Review Officer send a portion of their first sample to the hospital or HHS certified laboratory of the employee's choice for testing by Gas Chromatography/Mass Spectrometry. c. The cost of employee requested tests are the responsibility of the employee. If the test results are negative, the Employer will reimburse the employee for the cost of the test. ARTICLE 16 — MANAGEMENT RIGHTS 16.1. Recognition. The Guild recognizes the prerogative of the Employer and the Chief of Police to operate and manage Police Department affairs in all respects, in accordance with its responsibilities and the powers of authority which the Employer has not officially abridged, delegated, or modified by this Agreement. Page 61 of 82 AGENDA ITEM #6. d) Police Non -Commissioned Contract 16.2. Rights of Employer. Subject to the provisions of this Agreement, the Employer reserves the right: 16.2.1. to recruit, assign, transfer, and promote members to the positions within the Department; 16.2.2. to suspend, demote, discharge, or take other disciplinary action against members for just cause; 16.2.3. to relieve members from duties because of lack of work, lack of funds, the occurrence of conditions outside Department control; or when the continuation of work would be wasteful and unproductive; 16.2.4. to determine methods, means, and personnel necessary for Departmental operations; 16.2.5. to control the Department budget; 16.2.6. to take whatever actions are necessary in emergencies in order to assure the proper functioning of the Department; 16.2.7. to determine classification, status, and tenure of employees; and 16.2.8. to perform all other functions not limited by this Agreement. Page 62 of 82 AGENDA ITEM #6. d) Police Non -Commissioned Contract ARTICLE 17 —GRIEVANCE PROCEDURE The Employer recognizes the importance and benefit of settling grievances promptly and fairly in the interest of better employee relations and morale. To this end, the following procedure is outlined. Every effort will be made to settle grievances at the lowest level of supervision. Employees will be unimpeded and free from unreasonable restraint or interference and free from coercion, discrimination, or reprisal in lawfully seeking adjudication of their grievance. 17.1. Definitions. 17.1.1. Grievance: Any issue relating to interpretation, application, or enforcement of any provision contained in this Agreement. 17.1.2. Issue: Any dispute, complaint, problem, or question arising with respect to working conditions or employer -employee relations of any nature or kind whatsoever. 17.1.3. Guild Representative: A Guild member designated by the Guild President as a bargaining representative. 17.2. Grievance Procedure. The steps set forth herein shall be followed unless the Chief of Police and the Grievant, Guild, or individual raising the issue agree in any particular case that the procedural steps and/or time limits should be modified. Any agreement to modify the procedural steps and/or time limits shall be in writing. In the event that no provision Page 63 of 82 AGENDA ITEM #6. d) Police Non -Commissioned Contract F7.tinS7.tiTjgiji3pme is made to modify any procedural steps and/or time limits, and either of the parties violates them, the grievance/issue shall be considered settled in favor of the party that is not in default at the time. If any specified participant in the steps below is absent and thus unable to timely participate, such step(s) may be completed by the participant's designee. Ste 1 The employees and/or Guild Representative shall submit the grievance/issue in writing to the Division Commander/Manager within twenty (20) calendar days from the date that the grievant knew or reasonably should have known of the action precipitating the grievance/issue. The Division Commander/Manager shall notify the Employee(s) and the Guild Representative in writing of his/her decision and the reasons therefore within fifteen (15) calendar days thereafter. Ste 2 If the grievant is not satisfied with the decision rendered, he/she shall submit the grievance/issue in writing to the Deputy Chief within fifteen (15) calendar days. If the grievance is initiated by the Guild, it shall be initiated at Step (2) of the grievance process within fifteen (15) calendar days from the date the Guild knew or reasonably should have known of the action precipitating the grievance/issue. The Deputy Chief shall notify the employee(s) and the Guild Representative in writing of his/her decision and the reasons therefore within fifteen (15) calendar days thereafter. Page 64 of 82 AGENDA ITEM #6. d) Police Non -Commissioned Contract Ste 3 If the grievant is not satisfied with the decision rendered, he/she shall submit the grievance/issue in writing to the Chief of Police within fifteen (15) calendar days. The Chief of Police shall notify the employee(s) and the Guild Representative in writing of his/her decision and the reasons therefore within fifteen (15) calendar days thereafter. Ste 4 If the grievant is not satisfied with the decision rendered, he/she shall submit the grievance/issue in writing to the Mayor within fifteen (15) calendar days. The Mayor shall notify the employee(s) and the Guild Representative in writing of his/her decision and the reasons therefore within fifteen (15) calendar days thereafter. Consideration of the issue shall conclude at this point. Ste 5 If the grievance has not been settled by the Mayor, either party may submit the matter to arbitration. In any case, the matter must be referred to arbitration within ninety (90) days from conclusion of the fifteen (15) day period of consideration by the Mayor. A neutral arbitrator will be selected jointly by both parties. If the parties cannot agree on an arbitrator, they will request a list of arbitrators from the American Arbitration Association (AAA) and alternately strike names, if necessary, to pick an arbitrator. The arbitrator selection process will not exceed ten (10) days. The total cost of the proceedings shall be borne equally by both parties. The arbitrator's award shall Page 65 of 82 AGENDA ITEM #6. d) Police Non -Commissioned Contract be final and binding on both parties, provided, however, that no authority is granted to the arbitrator to modify, amend, or delete any terms of this Agreement. When an employee or the Guild appeals a grievance to arbitration, such appeal shall be made in writing and shall constitute an election of remedies and, to the extent allowed by law, a waiver of any and all rights by the appealing employee or the Guild to litigate or otherwise contest the appealed matter in any court or other available forum. 17.3. Election of Remedies. In the case of disciplinary actions that are appealable to the Civil Service Commission, a non -probationary employee may file a grievance under the terms of this Agreement alleging that the disciplinary action was not for just cause. If the employee does so, it shall constitute an election of remedies and said employee shall be barred from pursuing the issue in any other forum including, but not limited to, the Civil Service Commission. Likewise, if an employee files litigation in any other legal forum, including Civil Service, that employee may not grieve said discipline and any grievance previously filed shall be deemed withdrawn and any remedies previously granted shall be void. ARTICLE 18 — PERFORMANCE OF DUTY Nothing in this Agreement shall be construed to give an employee the right to strike, and no employee shall strike or refuse to perform assigned duties to the best of his/her ability. It is further agreed that no employee shall refuse to cross the picket line of any other union during his/her scheduled work shift. Page 66 of 82 AGENDA ITEM #6. d) Police Non -Commissioned Contract The parties recognize and agree to abide by the provisions of RCW 41.56.120. ARTICLE 19 — RETENTION OF BENEFITS Wages, hours, benefits, and working conditions constituting mandatory subjects of bargaining in effect on the effective date of this Agreement shall be maintained unless changed by mutual agreement between the Employer and the governing body of the Guild. The Employer agrees to notify the Guild in advance of changes or hearings affecting working conditions of any employee covered by this Agreement, except in emergency situations and provided that the Employer is aware of the changes or hearings. ARTICLE 20 — PAY DAYS 20.1. Pay Dates. Employees shall be paid twice each month and any employee who is laid off or terminated shall be paid all monies due on the next following payday. All employees shall be paid on the 10th and 25tn day of each month. If the 10th or 25t" day of the month falls on a holiday or weekend period, the employees shall be paid on the last business day prior to that period. Online Pay Stubs. Effective January 1, 2017,employer shall no longer issue paper pay stubs to employees. Empleyees will Page 67 of 82 AGENDA ITEM #6. d) Police Non -Commissioned Contract 20.3. Direct Deposit. All employees will participate with direct deposit of paychecks. All emplovees must enroll in direct deposit within 30 calendar days from the date of their hire. ARTICLE 21- SAVINGS CLAUSE 21.1. Savings Clause. If any article of this Agreement or any addenda hereto should be held invalid by operation of law or by any tribunal of competent jurisdiction or if compliance with or enforcement of any article should be restrained by such tribunal, the remainder of this Agreement and Addenda shall not be affected thereby, and the parties shall enter, within ten (10) calendar days, into collective bargaining negotiations for the purpose of arriving at a mutually satisfactory replacement or modification of such Article held invalid. 21.2. Contract/Civil Service. Any conflict between the provisions of this Agreement and current Civil Service Rules and Regulations shall be resolved as set forth herein. It is further understood that (a) to the extent the labor agreement does not address a matter (e.g., discipline, seniority, lay offs, etc.) and Civil Service does, then Civil Service shall prevail; (b) to the extent the labor agreement does address a matter (e.g., discipline, seniority, lay offs, etc.) and Civil Service also does so, the labor agreement shall prevail. The Employer and Guild otherwise retain their statutory rights to bargain changes in Civil Service Rules and Regulations (i.e. changes initiated after the effective date of Page 68 of 82 AGENDA ITEM #6. d) Police Non -Commissioned Contract F7.tinS7.tiTjgiji3pme this agreement) for employees in the bargaining unit. Upon receiving notice of such proposed changes(s) from the Civil Service commission, either party may submit a written request to the mayor (within sixty (60) calendar days after receipt of such notice) and the result of such bargaining shall be made a part of this Agreement. 21.3. Successor Agreement. This Agreement and any and all amendments and modifications hereafter entered into and executed by and between the parties hereto shall be binding and inure to the benefit of the parties' respective successors and assigns and any other governmental entity succeeding to the City of Renton's obligations hereunder. In case of any merger or consolidation by the Employer with another governmental agency, either party shall have the right to reopen this Agreement for negotiation of any positions affected by the merger or consolidation. 21.4. FLSA Disputes. The Employer shall have the right to bargain any issues arising out of the implementation of the Fair Labor Standards Act (FLSA) including any conflicts that may arise regarding Article 19, Retention of Benefits. Statutory provisions for resolution of impasses reached in collective bargaining, and contractual provisions for resolution of grievances arising out of such FLSA issues shall apply. Page 69 of 82 AGENDA ITEM #6. d) Police Non -Commissioned Contract ARTICLE 22 - ENTIRE AGREEMENT The Agreement expressed herein in writing constitutes the entire Agreement between the parties, and no oral statement shall add to or supersede any of its provisions. The parties acknowledge that each has had the unlimited right and opportunity to make demands and 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, except as otherwise provided in this Agreement, the Employer and the Guild for the duration of this Agreement each voluntarily and unqualifiedly agrees to waive the right to oblige the other party to bargain with respect to any subject or matter not specifically referred to or covered in this Agreement. Page 70 of 82 AGENDA ITEM #6. d) Police Non -Commissioned Contract ARTICLE 23 - DURATION OF AGREEMENT Unless otherwise agreed, this Agreement shall become effective januar April 1, 20196, and shall remain in force until December 311202019. Signed this day of , 2019&, at Renton, Washington. CITY OF RENTON POLICE OFFICERS' GUILD Denis Law, Mayor Ed VanValey, Police Chief Kevin Moloseyinh PoloGe Chief Nancy Carlson, Former 1 Admonnstrater Kim Gilman, HR Labo Manage Angela Thnmac Senior I -IC? OnalW Amanda Rhymes, Senior Employee Relations Analyst Ed VaRValey, Deputy Chief Kevin Keyes, Deputy Police Chief Stephanie Cour, Police Manager Ralph Hyett III gill Judd, Spokesperson Pn en Boll JuddRalph Hyett III, Member President lonnifer Hermann, Mofla rThomas Wilkinson. Member Tyler Tebbets, Member I e nn WhitRey, MemhorMark Coleman, KAl,mhcr Corey Jacobs, Member Kari Roller, Financial Services Manaaer Eamon McCleerv. Attorne Page 71 of 82 Police Non -Commissioned Contract AGENDA ITEM #6. d) F7.tinS7.tir;wa>GRLIMI ATTEST: Jason Seth, Deputy City Clerk Approved as to legal form: ' awreRce ' ` arreRShane Moloney, City Attorney Page 72 of 82 AGENDA ITEM #6. d) Police Non -Commissioned Contract 19 2019-2020 APPENDIX A - SALARIES A.I. Salary Increase 1. Effective January April 1, 20196, the base wages shall be increased by 3.5%-2% above the wages in place in 2018-5. 2. Effective January 1, 202017, base wages shall be increased by 3.2525% above the wages in place in 20196. 2 Effective Ian ary 1 2018, the base wages shall he increased by 7 5% ableye the wages, in place in 2017 A.2. Salary Schedule Effective January 1, 200.April 1, 2019, the salary schedule shall be as follows: Grade' Code Position Title _ ..................................... pn58 ..................................................................................................... 6178 Police Service Sped aIistSupv Step A(15%above Specialist Step Ej ............................................................................................................................................ Step E (5%above Supervisor, Sfep A) pn57 5182:Police Service Sped aIistLead : (7.5%above Specialist, Step E) ............................................................................................................................................ pn54: 4138 Police Corn m u n ity Prg m Coord pn54 4120 :Crime Analyst ........................................................................................................................................... pn56 4133 :Electronic Home Detention Coord ........................................................................................................................................... pn53 3432 Evidence Technician ........................................................................................................................................... pn61 4121 Domestic Violence Victim Advocate ........................................................................................................................................... pn6O ........................................................................................................................................... pn52 4135 'AnlmaIControl Officer ........................................................................................................................................... pn62 6181:PoliceServiceSped aIist ........................................................................................................................................... pn61 6183 Police Secretary pn51 : 4137 ;Parking Enforcement0ffcer STEPA STFPB STEP Monthly Annual Mont* ArnurufJ1 ............................................................................................................................................................................................... 6,250 75,004 6,563 78,755 • sfep increase at 24 rnon the ...................................................... ................................................................................................................................................................................................................................� 5,843 70,111 5,843 70,111 4,836 58,032 5,226 62,712 5,741 68,892 6,189 74,268 6,499 77,988 4,835 58,032 5,225 52,712 5,741 68,892 6,189 r 74,258 6,499 77,988 4,771 57,252 ............................. 5,149 51,799 5,670 69,040 6,233 74,796 � 6,543 79,515 ........................r, 4,552 ............................................................. 54,624 4,913 �.............................................................r,...................................................... 59,956 5,407 64,884 5,949 71,388 6,255 75,050 ........................ 4,514 �...54,168...... ............................. 4,904 �...58,848......�. ............................. 5,450 �...65,400...... ............................. 5,991 �...71,992......�. .............................................................. 6,308 75,696 ........................ 4,305 r, .................................... 51,660 4,676 56,112 5,195 r,............................_........................................................................................................................... 62,340 5,712 68,544 6,010 72,120 ........................r,........................................................................................................................r,......................................................................................................................................................... 4,293 51,516 4,642 55,704 5,104 61,248 5,613 67,356 5,894 70,728 3,959 r...................................................... 47,509 4,277 51,324 4,707 _ 56,494 .......................................................................................................................... 5,178 62,115 5,435 65,220 ........................r,........................................................................................................................r,......................................................................................................................................................... 3,708 44,496 4,003 48,036 4,407 52,884 4,850 58,200 5,089 61,068 3,708 44,496 4,003 48,036 4,407 52,884 4,850 r 58,200 5,089 61,058 Page 73 of 82 AGENDA ITEM #6. d) Police Non -Commissioned Contract 19 2019-2020 A.3. Deferred Compensation. The Employer shall contribute five and a half percent (5.5%) of the employee's base wage into a deferred compensation account selected by the employee from the accounts provided by the City, each pay period. In 2020, the Employer shall contribute four and a half percent (4.5%) in light of the newly established VEBA plan described in Article 14.10. APPENDIX B — EDUCATION/LONGEVITY SCHEDULE B.1 Longevity Pay. Employees shall receive longevity pay according to the following scale: Completion of 5 years — 2% Completion of 10 years — 4% Completion of 15 years — 6% Completion of 20 years —10% Completion of 25 years — 12% Completion of 30 years — 14% B.2 Educational Pay. Employees shall receive educational pay according to the following scale: Page 74 of 82 Police Non -Commissioned Contract AGENDA ITEM #6. d) F7.tinS7.tiTwiji3pme AA Degree/90 credits — 4% BA/BS Degree/Masters — 6% Page 75 of 82 AGENDA ITEM #6. d) Police Non -Commissioned Contract W N a W W Q V_ 0 W OE: V X_ B Z W a a a APPENDIX C - MEDICAL RELEASE I, , hereby release Dr. to provide the followin medical information to my employer. Psychological or physical fitness to perform all the essential functions of my current job classification; If unable to perform all those functions, the duties that I am able to perform and which duties I am not able to perform; If unable to work at this time, when I can reasonably be expected to return to work at my regular duties; Any necessary restrictions on my work or duties; Any necessary accommodations which may be required to allow me to perform the essential functions of my current iob classification; and Any recommendation for psychotherapy or other form of therapy, counseling and/or medical treatment. This Release is intended to grant no further access to my confidential medical records bevond what is listed above. PATIENT Page 76 of 82 DATE Police Non -Commissioned Contract AGENDA ITEM #6. d) �T.ti r-�T.ti r_3Z�Ti �bZ�T►Z�7 I, _ Dr. hereby release to provide the following medical information to my employer. mwith (G)(C))and 102c)(4)(r) of the AmeeFiGGa S sectTeRS Disabilities Act, the abeve_Ramed dec} r is required to Vnf RgaintaiR a'I m^rliCal records in asseciatien with the eXaMiRatien of en farms mnslir-,I files -;API M.-H-St in sepa Me Fate Separate and- treat these rer•erds as a r•enfirlentiall rer•erd youth the felle;eiirrr e)(Ge ntiens• The abeye_Ramed decter may advise my emnleyer W �n rert g: JPsychological or physical fitness to perform all the essential LU functions of my current job classification; J Q If unable to perform all those functions, the duties that I am able U to perform and which duties I am not able to perform; W :5 If unable to work at this time, when I can reasonably be expected to return to work at my regular duties; U X Any necessary restrictions on my work or duties; E wAny necessary accommodations which may be required to allow a me to perform the essential functions of my current job Q classification; and Any recommendation for psychotherapy or other form of therapy, counseling and/or medical treatment. This Release is intended to grant no further access to my confidential medical beVond what is listed abbove.^th nm TP}Th Dis-aAiliti,SAct lalle s, a"rt' TtC' Te-e ^ m"QT7TTlTTs nhysieman Is instructed aec:eFding4-,/ PATIENT DATE Page 77 of 82 AGENDA ITEM #6. d) Police Non -Commissioned Contract 19 2019-2020 APPENDIX D - TELEWORK RE -OPENER Durine this current round of neeotiations. both Darties have expressed an interest in a future teleworking program. To this end, either party may reopen this Agreement for the purpose of bargaining over issues related to working conditions in light of a newly proposed teleworking program and resulting policy from the City. Page 78 of 82 AGENDA ITEM #6. d) Police Non -Commissioned Contract 19 2019-2020 I I L1 111� n actual service ................................. 35 alcohol testing ............................... 53 Animal Control Officers .................. 17 anniversary .................................... 40 Appendix A .................................... 66 Appendix B..................................... 68 Appendix C..................................... 69 Appendix D — Medical Release....... 70 arbitration ...................................... 60 assessments ................................... 10 bereavement leave ........................ 30 bilingual ......................................... 27 Bill of Rights..............................46, 47 bump............................................. 12 buy................................................. 24 buyback......................................... 35 C callout pay ..................................... 26 Chief of Police......... 13, 26, 47, 56, 58 children .......................................... 30 Christmas ....................................... 31 Civil Service commission ................ 63 Civil Service Commission ................ 60 Civil Service Rules and Regulations 12, 47,63 clothing allowance ......................... 24 COBRA ........................................... 44 Command Staff .............................. 21 Community Program Coordinators 18, 24 Compensatory Time ....................... 20 conferences ................................... 10 Consolidated Omnibus Budget Reconciliation Act ....................... 45 court...................................13, 19, 60 Crime Analyst ............................18, 24 f death........................................30, 36 deferred compensation ................. 29 Deputy Chief.............................59, 69 direct deposit ................................. 62 discharge ............................14, 47, 56 discipline ................. 14, 47, 51, 61, 63 domestic partner ........................... 30 Domestic Violence Victim's Advocate ................................................... 24 double time ................................... 18 drug and alcohol testing ................ 53 due process .................................... 13 dues............................................9, 10 dues deduction .............................. 11 C early release .................................. 23 educational incentive ..................... 33 Page 79 of 82 Police Non -Commissioned Contract AGENDA ITEM #6. d) � rti r� rti r_3Z�Ti �:bZ�yZ� Educational Pay ............................. 68 E H D...........................................16, 17 election of remedies ...................... 60 Electronic Home Detention Officer 16 eligibility list ................................... 11 emergency ...10, 16, 18, 23, 27, 39, 61 Employment Practices ................... 11 employment records ...................... 14 entire agreement ........................... 64 equipment................................24, 25 Evidential Breath Testing device .... 54 examination ........................13, 27, 71 executive order .............................. 32 F Fair Labor Standards Act ..... 18,19,64 Fair Practices Policy ....................... 15 Family emergencies ....................... 30 family medical emergencies........... 30 fitness incentive ............................. 28 F LSA..........................................19, 64 G graveyard shift ............................9, 20 grievance ......................15, 57, 59, 61 grievances.................................57, 64 Group Health ................................. 43 Guild meetings ................................. 9 Guild representative ...........10, 49, 51 Guild Representative ................58, 59 H hazardous duty pay ........................ 26 Health insurance ............................ 43 Health Insurance ............................ 41 hearing........................................... 19 holiday......................................31, 62 hours of duty ............................15, 22 illness..................................30, 35, 36 immediate family ........................... 30 incapacitated ................................. 36 Indemnify and Defend ................... 45 indemnify and hold harmless......... 11 Independence Day ......................... 31 Inspection of Papers ...................... 13 Insurance..................................41, 44 insurances ...................................... 40 Internal Affairs - Administration .... 69 internal investigation ................14, 48 interpreters .................................... 27 investigation.............................49, 51 investigations ............................47, 49 Investigations ................................. 53 L Labor Day ....................................... 31 laid off.................................12, 35, 62 laid -off ........................................... 12 Lead Police Service Specialist......... 27 leaves of absence ........................... 11 legal holidays ................................. 31 lethal force ..................................... 52 Life Insurance ................................. 44 Page 80 of 82 Police Non -Commissioned Contract AGENDA ITEM #6. d) � rti r� rti r_3Z�Ti �:bZ�yZ� light duty ........................................ 31 light duty requirement ................... 31 Line of Duty Death or Other Critical Incidents ..................................... 53 longevity...................................40, 68 Longevity Pay ................................. 68 long-term disability ........................ 45 Loudermill...................................... 50 Medical coverage ........................... 41 medical release .............................. 52 medical release form ..................... 52 Medical Review Officer.............54, 55 Memorial Day ................................ 31 minimum staffing levels ................. 38 minimums ...................................... 19 misconduct...............................14, 49 MRO............................................... 54 W new positions ............................24, 28 New Year's Day .............................. 31 non -association ................................ 9 non-discrimination ......................... 15 0 0 parents .......................................... 30 Parking Enforcement Officer.......... 17 paydays ......................................... 62 payday......................................40, 62 penalty......................................39, 52 pension.......................................... 40 performance of duty ...................... 61 personal leave ............... 34, 35, 36, 37 personnel file ............................13, 14 personnel files ..........................13, 14 personnel reduction ....................... 11 personnel rotation ......................... 16 physical fitness ..........................28, 71 picketline ...................................... 61 Police Secretaries ........................... 17 Police Service Specialists ........... 17, 27 Police Services Specialist Supervisor ................................................... 27 polygraph....................................... 52 pre -disciplinary .............................. 50 premium ....................... 27, 28, 40, 43 premium pay ................................. 27 premiums ......................19, 41, 42, 45 probation ....................................... 15 off -site training .............................. 22 probationary employees ................ 16 out of classification ........................ 10 promotional probation period ....... 15 Overnight Accommodations .......... 22 promotions .................................... 12 overtime ......18, 19, 20, 21, 22, 28, 39 psychological evaluation ................ 52 Q quartermaster system...............25, 26 Page 81 of 82 Police Non -Commissioned Contract AGENDA ITEM #6. d) � rti r� rti r_3Z�Ti �:bZ�yZ� N. Recognition and Bargaining Unit...... 7 reduction..................................12, 44 reductions ...................................... 11 regular employees ......................... 12 REHBT ...........................40, 41, 43, 44 rehires ........................................... 12 R E H P................................... 40, 41, 43 religious ........................................... 9 Renton Employees' Healthcare Board of Trustees.............................40, 43 Renton Employees' Healthcare Plan ................................................... 40 reorganization ................................ 11 retention of benefits ...................... 61 retirement................................25, 30 rotation .......................................... 16 S salaries ........................................... 24 salary range ................................... 12 savings clause ................................ 62 secret files ...................................... 14 seniority .................. 11, 12, 17, 38, 63 shift assignments ........................... 17 shift rotation .................................. 18 standby.......................................... 21 straight time .................................. 21 suspend....................................47, 56 T temporary employees .................... 11 terminated ..................................... 62 Thanksgiving.............................31, 32 time and one-half ...............18, 19, 28 time off .......... 9, 10, 20, 31, 37, 38, 39 training ................... 19, 22, 23, 26, 27 training trade days ......................... 21 tuition ............................................ 32 tuition reimbursement ................... 32 U uniform cleaning ............................ 26 uniforms...................................25, 26 Unusual Occurrences Manual ........ 53 U vacancies ....................................... 12 vacation bids .................................. 37 Veteran's Day ................................ 31 voluntary separation ...................... 30 W sick leave ...................... 29, 30, 31, 45 work schedules .............................. 16 staffing level 17 work week................................16, 26 staffing levels 38 working out of classification .......... 28 Written warnings ........................... 14 Page 82 of 82 AGENDA ITEM #6. e) AB - 2344 C[TY OF -----wwwo�Renton u0"I" SUBJECT/TITLE: Authorization to Purchase Fleet Vehicles as Approved in the 2019- 2020 Biennium Budget RECOMMENDED ACTION: Council Concur DEPARTMENT: Public Works Administration STAFF CONTACT: Ron Kahler, Fleet Maintenance Manager EXT.: 2660 The Fleet Maintenance Section has obtained a quote for the purchase of three replacement vehicles and one newly approved vehicles. The total estimated cost for these vehicles is $264,115. Two of the replacement vehicles (C173 and C224) are included as part of the upcoming carry forward budget adjustment and, if approved, the amount budgeted for these vehicles will be added to the Equipment Rental Fund 501. All vehicles are within the estimated budgeted amount and will be purchased from various vendors using state bid contracts. As part of the 2019-2020 biennium budget, Council approved the Equipment Rental Fund 501 Vehicle Replacement and Acquisition Schedule on November 5, 2018. The Fleet Maintenance Section has obtained quotes for the purchase of three replacement vehicles for the Public Works Department and one new vehicle for the Police Department. Two of the replacement vehicles (C173 and C224) are included as part of the upcoming carry forward budget adjustment. All vehicles have been quoted within the estimated budget. This request is to authorize the purchase of the vehicles. Funding for these vehicles is either included as part of the approved 2019-2020 biennium budget or in the upcoming carry forward and first quarter budget adjustment. Vendor & State Replacement Replacement Contract Bid Existing Vehicle Department Year Purchased Make & Model Cost Number John Deere #E119A Public Works Tractor & $173,452 Washington 2008 State #10212 Alamo Mower #C173 2000 Chevrolet $33,171 Washington Public Works Silverado State #05916 #C224 2000 Chevrolet $33,171 Washington Public Works Silverado State #05916 NEW N/A Chevrolet Trax $24 321 Washington Police State #05916 TOTAL $264,115 A. Washington Tractor, Inc. Quote #18883697 AGENDA ITEM #6. e) B. Bud Clary Chevrolet Quote #2019-3-57 C. Bud Clary Chevrolet Quote #2019-2-699 Authorize the purchase of four vehicles for an estimated total of $264,115. Two of the vehicles are included as part of the 2019-2020 biennium budget approved by Council November 5, 2018, and two are included as part of the upcoming carry forward and first quarter budget adjustment. The vehicles will be purchased from various vendors using state bid contracts. 9 JOHN DEERIF AGENDA ITEM #6. e) ALL PURCHASE ORDERS MUST BE MADE OUT ALL PURCHASE ORDERS MUST BE SENT TO (VENDOR): TO DELIVERING DEALER: Deere & Company Washington Tractor, Inc. 2000 John Deere Run 2700 136th Ave Ct E Cary, NC 27513 Sumner, WA 98390 FED ID: 36-2382580: DUNS#: 60-7690989 253-8634436 sumner@washingtontractor.org Quote Summary Prepared For: City Of Renton 3555 Ne 2nd St Renton, WA 98056 Business- 425-430-7440 Delivering Dealer: Washington Tractor, Inc. Scott-s0416 Nordeen 2700 136th Ave Ct E Sumner, WA 98390 Phone: 253-863-4436 snordeen@washingtontractor.com Quote ID: 18883697 Created On: 29 January 2019 Last Modified On: 29 January 2019 Expiration Date: 28 February 2019 Equipment Summary Selling Price Qty Extended JOHN DEERE 6110M Cab Tractor $ 91,467.08 X 1 = $ 91,467.08 Contract: WA Lawn and Grounds 10212 (PG 4S CG 22) Price Effective Date: December 3, 2018 Equipment Total $ 91,467.08 Trade In Summary Qty Each Extended 2006 NEW HOLLAND tv140 1 $ 15,000.00 $ 15,000.00 PayOff $ 0.00 Total Trade Allowance $ 15,000.00 Trade In Total $16,000.00 * Includes Fees and Non -contract items Quote Summary Equipment Total $ 91,467.08 Trade In $ (15,000.00) SubTotal $ 76,467.08 Sales Tax - (10.00%) $ 7.646.71 Est. Service $ 0.00 Agreement Tax Total $ 84,113.79 Down Payment (0.00) Salesperson: X Accepted By: X Confidential JOHN DEERS AGENDA ITEM #6, e) Quote Summary Prepared For: Prepared By: City Of Renton Scott-s0416 Nordeen 3555 Ne 2nd St Washington Tractor, Inc. Renton, WA 98056 2700 136th Ave Ct E Business: 425-430-7440 Sumner, WA 98390 Phone: 253-863-4436 snordeen@washingtontractor.com Quote Id: 16410219 Created On: 17 November 2017 Last Modified On: 29 January 2019 Expiration Date: 28 February 2019 Equipment Summary Selling Price Qty Extended ALAMO maverick 2 boom $ 59,214.45 X 1 = $ 59,214.45 ALAMO 48" flail axe head w hyd door $ 22,002.05 X 1 = $ 22,002.05 with swivel Equipment Total $ 81,216.60 Quote Summary Equipment Total $ 81,216.50 LICENSE FEES $ 0.00 SubTotal $ 81.216.50 Sales Tax - (10.00%) $ 8,121.65 Est. Service Agreement Tax $ 0.00 Total $ 89,338.15 Down Payment (0.00) Rental Applied (0.00) Balance Due $ 89,338.15 Total Tractor with All Attachments $173,451.94 Salesperson : X Accepted By : X Confidential AGENDA ITEM #6. e) Vehicle Quote Number: 2019-3-57 Create Purchase Request View organization purchase requests This is a quote only. You must create a purchase request to order this vehicle(s) Contract & Dealer Information Contract #: 05916 Dealer: Bud Clary Chevrolet (W262) Dealer Contact: Becky Davis Dealer Phone: (360) 423-1700 Organization Information Organization: RENTON, CITY OF - 21725 Email: rkahlerpurentonwa.gov Quote Notes: C173 C224 Need to add up -fitter switches when available Vehicle Location: Renton Color Options & Qty SUMMIT WHITE(GAZ) - 2 Tax Exempt: N Vehicle Options Order Code Option Description Qty Unit Price Ext. Price 2019-0808-001 2019 Chevy 1500 Silverado 4WD(CK15753)-CURRENT BODY STYLE 2 $28,505.00 $57,010.00 2019-0808-002 2019 Chevy 1500 Silverado 4WD(CK15753) Double Cab -CURRENT BODY STYLE i 2019-0808-005 (PCM)WT Convenience Package includes (AKO) tinted windows, (KI4) 110V outlet, (AQQ) Remote Keyless Entry, (A91) remote locking tailgate and (DL8) power mirrors 2019-0808-008 (]L1)Trailer brake controller, integrated 2019-0808-200 Bedliner, Spray On (Over the Rails and Tailgate) (DLR) 2019-0808-205 Pro Tech Cab Guard w/Mesh(DLR-PTC) Quote Totals 2 $0.00 $0.00 2 $710.00 $1,420.00 $275.00 $550.00 $390.00 $780.00 $720.00 $1,440.MI Total Vehicles: 2 Sub Total: $61,200.00 8.4 % Sales Tax: $5,140.80 Quote Total: $66,340.80 AGENDA ITEM #6. e) Vehicle Quote Number: 2019-2-699 Create Purchase Rgquest View organization purchase requests This is a quote only. You must create a purchase request to order this vehicle(s) Contract & Dealer Information Contract #: 05916 Dealer: Bud Clary Chevrolet (W262) Dealer Contact: Becky Davis Dealer Phone: (360) 423-1700 Organization Information Organization: RENTON, CITY OF - 21725 Email: rkahler@rentonwa.gov Quote Notes: Vehicle Location: Renton Color Options & Qty Storm Blue Metallic(G35) - 1 Tax Exempt: N Vehicle Options Order Code Option Description Qty Unit Price Ext. Price 2019-0302-001 2019 Chevrolet Trax 1 $21,331.00 $21,331.00 2019-0302-002 2019 Chevrolet Trax(1]U76-LS)FWD 1.4L Ecotec engine 4cyl w/6-spd automatic transmission 1 $0.00 $0.00 2019-0302-007 (PCI)Fleet Convenience Package includes (K34) cruise control, (AG9) 6-way power driver seat 1 $835.00 $835.00 adjuster and (AKO) rear window and liftgate deep -tinted glass (Requires a Fleet or Government order type. Not available with (FDR) order type.) 2019-0302-009 (CAV)LPO, Cargo tray 1 $110.00 $110.00 2019-0302-011 (S55)LPO, All-weather floor liners, front and rear, Black 1 $190.00 $190.00 2019-0302-016 (R9Y)Fleet Free Maintenance Credit. This option code provides a credit in lieu of the free oil 1 ($30.00) ($30.00) changes, fire rotations and inspections (4 maximum), during the first 24 months and 24,000 miles period for this ordered vehicle. The invoice will detail the applicable credit. The customer will be responsible for all oil change, tire rotations and inspections costs for this vehicle. Quote Totals Total Vehicles: 1 Sub Total: $22,436.00 8.4 % Sales Tax: $1,884.62 Quote Total: $24,320.62 AB - 2346 AGENDA ITEM #6. C[TY OF -----wwwo�Renton u0"I" SUBJECT/TITLE: Project Acceptance and Approval of Final Pay Estimate for Kennydale Reservoir Site Access Utilities CAG-18-050 with Laser Underground and Earthworks, Inc. RECOMMENDED ACTION: Council Concur DEPARTMENT: Utility Systems Division STAFF CONTACT: Eric Ott, Water Utility Engineer EXT.: 7313 The original contract amount was $343,442.00 and the final amount is $346,946.72, an increase of $3,504.72 due to the use of more import trench backfill materials and more asphalt for roadway restoration than anticipated. The contract was fully funded through the Water Utility Capital Improvement Program budget for the Kennydale Reservoir Project (425.455606). There is sufficient funding in the budget to cover the project costs. The Kennydale Reservoir Site Access Utilities project construction contract CAG-18-050 was awarded to Laser Underground and Earthworks, Inc. on October 8, 2018. The contractor began construction on December 13, 2018 and completed construction on January 18, 2019. The project consisted of the installation of 760 feet of 12-inch and 16-inch water transmission mains and 200 feet of 12-inch storm drainage pipe within the access road to the new reservoir and in North 30th Street. At completion of the project, one change order in the amount of $3,504.72 was issued for the reconciliation of actual quantities of materials used for the project against the estimated quantities shown in the original contract. A. Final Pay Estimate No. 3 B. Notice of Completion of Public Works Contract Accept the Kennydale Reservoir Site Access Utilities project, approve the final pay estimate, and authorize the release of retainage after 60 days once all the required releases from the state have been obtained. TO: FINANCE DIRECTOR FROM: PUBLIC WORKS ADMINISTRATOR AGENDA ITEM #6. 0 CONTRACTOR: Laser Underground and Earthworks, Inc. CONTRACT NO. CAG-18-197 PO# 18/0002071 PROJECT: Kennydale Reservoir Site Access Utilities-WTR27-3956 ESTIMATE NO. 3 & Final 1. CONTRACTOR EARNINGS THIS ESTIMATE $4,200.00 2. SALES TAX (ONLY ON SCHED A ITEMS) @ 10.00% $420.00 3. TOTAL CONTRACT AMOUNT THIS ESTIMATE $4,620.00 4. EARNINGS PREVIOUSLY PAID CONTRACTOR $295,645.81 5. * EARNINGS DUE CONTRACTOR THIS ESTIMATE $3,990.00 6. SUBTOTAL - CONTRACTOR PAYMENTS $299,635.81 7. RETAINAGE ON PREVIOUS EARNINGS $15,560.30 8. ** RETAINAGE ON EARNINGS THIS ESTIMATE $210.00 9. SUBTOTAL - RETAINAGE $15,770.30 10. SALES TAX PREVIOUSLY PAID $31,120.61 11. SALES TAX DUE THIS ESTIMATE $420.00 12. SUBTOTAL - SALES TAX $31,540.61 * (95% x LINE 1) ** (RETAINAGE: 5%) GRAND TOTAL: $346,946.72 FINANCE DEPARTMENT ACTION: PAYMENT TO CONTRACTOR (Lines 5 and 11): ACCOUNT # 425.455606.018.594.34.63.000 RETAINED AMOUNT (Line 8): ACCOUNT # 425.455606.018.594.34.63.000 CHARTER 116, LAWS OF 1965 CITY OF RENTON CERTIFICATION $4,410.00 # 3 & Final $210.00 # 3 & Final TOTAL THIS ESTIMATE: I, THE UNDERSIGNED DO HEREBY CERTIFY UNDER PENALTY OF PERJURY, THAT THE MATERIALS HAVE BEEN FURNISHED, THE SERVICES RENDERED OR THE LABOR PERFORMED AS DESCRIBED HEREIN, AND THAT THE CLAIM IS A JUST, DUE AND UNPAID OBLIGATION AGAINST THE CITY OF RENTON, AND THAT I AM AUTHORIZED TO AUTHENTICATE AN CERTIFY TO SAID CLAIM / Signed: Coma/ $4,410.00 $210.00 $4,620.00 a Printed On: 03/11/2019 City of Renton Public Works Department Page 1 Printed On: 03/11/2019 AGENDA ITEM #6. City of Renton Public Works Department Page 1 Project: Kennydale Reservoir Site Access Utilities-WTR27-3956 Contractor: Laser Underground and Earthworks, Inc. Item Description No. Pay Estimate Unit Est. Quantity 3 & Final Unit Price I Contract Number: Closing Dale: Previous Previous Quantity Amount CAG-18-197 02/01/2019 This Quantity This Amount Total Quantity Total Amount Mobilization and Demobilization 001. (Max. 10 % of total of all other bid 'hems without sales tax) Lump Sum 1 $28,000.00 0.85 $23,800.00 0.15 $4,200.00 1.00 $28,000.00 002. Trench Safety Systems Lump Sum 1 $4,500.00 1.00 $4,500.00 0.00 $0.00 1.00 $4,500.00 003. Construction Surveying, Staking and As -Built Drawings Lump Sum 1 $3,500.00 1.00 $3,500.00 0.00 $0.00 1.00 $3,500.00 004. Temporary Traffic Control Lump Sum 1 $7,500.00 1.00 $7,500.00 0.00 $0.00 1.00 $7,500.00 005. Clearing and Grubbing Lump Sum 1 $10,000.00 1.00 $10.000.00 0.00 $0.00 1.00 $10,000.00 Stormwaler Pollution Prevention and TESC Plan and 006. Implementation Lump Sum 1 $5,500.00 1.00 $5.500.00 0.00 $0.00 1.00 $5.500.00 007. Crushed Surfacing Base Course for Access Tract Ton 50 $40.00 50.00 $2,000.00 0.00 $0.00 50.00 $2,000.00 008. Quarry Spafls for Access Tract Ton 250 $40.00 221.26 $8,850.40 0.00 $0.00 221.26 $8,850.40 009. Select Imported Trench Backfill Ton 800 $30.00 1239.16 $37,174.80 0.00 $0.00 1239.16 $37.174.80 Removal and Replacement of Unsuitable Foundation 010. Material Ton 50 $30.00 0.00 $0.00 0.00 $0.00 0.00 $0.00 011. Hot Mix Asphalt Patch Including CSTC Square -Yard 220 $100.00 273.56 $27,356.00 0.00 $0.00 273.56 $27,356.00 Remove Existing Conc. Sidewalk and Replace with Asphalt 012. Driveway Lump Sum 1 $4,000.00 1.00 $4.000.00 0.00 $0.00 1.00 $4.000.00 013. Site Specific Utility Potholing Each 5 $900.00 5.00 $4,500.00 0.00 $0.00 5.00 $4,500.00 014. Furnish and Install 12-Inch Cl 52 DI Storm Drain Pipe Linear Foot 200 $110.00 200.00 $22,000.00 0.00 $0.00 200.00 $22,000.00 015. Furnish and Install Controlled Density Fill Cubic Yard 10 $250.00 20.00 $5,000.00 0.00 $0.00 20.00 $5,000.00 Furnish and Install 16-Inch Cl 52 DI Rest. Joint Water Pipe 016. & Rest. Joint Fittings w/ Polywrap Linear Foot 500 $135.00 494.00 $66,690.00 0.00 $0.00 494.00 $66,690.00 Furnish and Install 12-Inch Cl 52 DI Rest. Joint Water Pipe 017. & Rest. Joint Fittings w/ Polywrap Linear Foot 270 $115.00 272.00 $31,280.00 0.00 $0.00 272.00 $31.280.00 Furnish and Install 6-Inch Cl 52 DI Rest. Joint Water Pipe & 018. Rest. Joint Fittings w/ Polywrap Linear Foot 30 $100.00 42.50 $4,250.00 0.00 $0.00 42.50 $4,250.00 019. Furnish and Install 12-Inch Gate Valve Assembly Each 4 $2.100.00 4.00 $8,400.00 0.00 $0.00 4.00 $8.400.00 020. Furnish and Install 6-Inch Gate Valve Assembly Each 1 $750.00 1.00 $750.00 0.00 $0.00 1.00 $750.00 021. Furnish and Install Fire Hydrant Assembly Each 1 $7,000.00 1.00 $7,000.00 0.00 $0.00 1.00 $7,000.00 022. Concrete for Thrust Blocking, Dead -Man Anchor Blocks Cubic Yard 5 $100.00 3.00 $300.00 0.00 $0.00 3.00 $300.00 023. Connection to Existing Water Main Each 1 $8,000.00 1.00 $8,000.00 0.00 $0.00 1.00 $8,000.00 024. Furnish and Install 4-inch PVC Schedule 80 Conduit Linear Foot 440 $33.00 400.00 $13,200.00 0.00 $0.00 400.00 $13,200.00 025. Force Account Lump Sum 1 $20.000.00 0.28 $5,654.91 0.00 $0.00 0.28 $5.654.91 ev 5/.r,9 * 5/ 111 Ili Printed On: 03/11/2019 AGENDA ITEM #6. City of Renton Public Works Department Page 2 Project: Kennydale Reservoir Site Access Utilities-WTR27-3956 Contract Number: CAG-18.197 Contractor: Laser Underground and Earthworks, Inc. Pay Estimate 3 & Final Closing Date: 02/01/2019 Item Description Unit Est. Unit Previous Previous This This Total Total No. Quantity Price I Quantity Amount Quantity Amount Ouantitv Amour Subtotal $311,206.11 $4.200.00 $315,406.11 10% Sales Tax $31,120.61 $420.00 $31,540.61 Total $342,326.72 $4,620.00 $346,946.72 srnrA• AGENDA ITEM #6. LjOriginal s ❑ Revised # Jy~ NOTICE OF COMPLETION OF PUBLIC WORKS CONTRACT Date: Contractor's UBI Number: Name & Mailing Address of Public Agency Department Use Only Citv of Renton Assigned to: 1055 S Grady Way Renton, WA 98057 Date Assigned: UBI Number: 601269998 Notice is hereby given relative to the completion of contract or project described below Project Name Contract Number Job Order Contracting Kennydale Reservoir Site Access Utilities CAG-18-197 (WTR27-3956) ❑ Yes d No Description of Work Done/Include Jobsite Address(es) Installation of approximately 760 feet of 12-inch and 16-inch water transmission mains and 200 feet of 12-inch storm drainage pipe within the access road to the new reservoir and also in North 30th Street. Federally funded transportation project? ❑ Yes d No (if yes, provide Contract Bond Statement below) Contractor's Name E-mail Address Affidavit ID* Laser Underground and Earthwork, Inc. lbret@laserug.com 1845142 Contractor Address Telephone # 20417-87th Ave SE, Snohomish, WA 98296 360-453-3511 If Retainage is not withheld, please select one of the following and List Surety's Name & Bond Number. ❑ Retainage Bond ❑ Contract/Payment bond (valid for federally funded transportation projects) Name: I Bond Number: Date Contract Awarded Date Work Commenced Date Work Completed Date Work Accepted October 8, 2018 December 13, 2018 January 18, 2019 March 25, 2019 Were Subcontracters used on this project? If so, please complete Addendum A. 9yes ❑ No Affidavit ID* - No L&I release will be granted until all affidavits are listed. Contract Amount Additions ( + ) Reductions (- ) Sub -Total Sales Tax Rate 10 % (If various rates apply, please send a breakdown) Sales Tax Amount Comments: $ 312,220.00 $ 3,186.11 $ 315,406.11 31540.61 TOTAL $ 346-946.72 1VV1L: Znese two totals must be Liquidated Damages $ 0.00 Amount Disbursed $ 331,176.42 Amount Retained $ 15,770.30 TOTAL $ 346,946.72 Note: The Disbursing Officer must submit this completed notice immediately after acceptance of the work done under this contract. NO PAYMENT SHALL BE MADE FROM RETAINED FUNDS until receipt of all release certificates. Submitting Form: Please submit the completed form by email to all three agencies below. Contact Name: Natalie Wissbrod Email Address: rwissbrod@rentonwa.gov Department of Revenue CPublic Works Section (360)704-5650 PWC@dor.wa.gov Was hinglan State DeMrtrnent of Labor & Industries Contract Release (855) 545-8163, option # 4 ContractRelease@LN I. WA.GOV REV 31 0020e (10/26/15) F215-038-000 10-2i Reset This Form Title: Accounting Assistant Phone Number: 425-430-6916 Aff- Employment Security Department Registration, Inquiry, Standards & Coordination Unit (360)902-9450 —„ publicworks@esd.wa.gov \i Print This Form A: Please List all Subcontractors and Sub -tiers Below 0 This addendum can be submitted in other formats. Provide known affidavits at this time. No L&I release will be granted until all affidavits are listed. Subcontractor's Name: I UBI Number: (Required) Affidavit ID* American Surveying and Environmental LLC 1 603226051 947817 tax assistance or to request this document in an alternate format, please call 1-800-647-7706. Teletype (TTY) users may use the Service by calling 711. IREV 31 0020e Addendum (10/26/15) F215-038-000 10-2014 1