HomeMy WebLinkAboutCouncil 11/03/2008 AGENDA
RENTON CITY COUNCIL
REGULAR MEETING
November 3, 2008
Monday, 7 p.m.
1. CALL TO ORDER AND PLEDGE OF ALLEGIANCE
2. ROLL CALL
3. SPECIAL PRESENTATION: 2008 Bravo Awards
4. PUBLIC HEARING: 2009 Revenue Sources and Preliminary Budget
5. ADMINISTRATIVE REPORT
6. AUDIENCE COMMENT (Speakers must sign up prior to the Council meeting. Each speaker is
allowed five minutes. The comment period will be limited to one-half hour. The second audience
comment period later on in the agenda is unlimited in duration.) When you are recognized by the
Presiding Officer,please walk to the podium and state your name and city of residence for the record,
SPELLING YOUR LAST NAME.
NOTICE to all participants: pursuant to state law,RCW 42.17.130,campaigning for any ballot
measure or candidate from the lectern during any portion of the council meeting, and particularly,
during the audience comment portion of the meeting, is PROHIBITED.
7. 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 10/27/2008. Council concur.
b. Community;and Economic Development Department recommends approval to revise the
amounts of the impact fees collected on behalf of the Issaquah and Kent School Districts, adopt
the 2008 Issaquah School District Capital Facilities Plan and the 2008-2009 through 2013-2014
Kent School District Capital Facilities Plan, and approve the collection of an impact fee on behalf
of the Renton School District and adopt the Renton School District 2007 Capital Facilities Plan.
Refer to Finance Committee; set public hearing on 11/17/2008.
c. Community Services Department recommends approval of an amendment to LAG-04-003, King
County Park&Ride Garage Agreement,to implement a higher base rate charged for additional
designated spaces at the City Center parking garage. Refer to Finance Committee.
d. Development Services Division requests authorization to charge King County established fee
rates when processing development projects vested to King County standards. Council concur.
(See 9.a. for ordinance.)
e. Finance and Information Services Department recommends approval to hire a Systems
Analyst/Programmer at Step D of the salary range. Council concur.
f. Finance and Information Services Department recommends approval of an Identity Theft
Prevention Program to comply with the Fair and Accurate Credit Transaction Act(FACTA)of
2003. Refer to Finance Committee.
g. Human Resources and Risk Management Department recommends approval of the Local 2170,
Washington State Council of County and City Employees American Federation of State,County,
and Municipal Employees,AFL-CIO labor agreement for 2009. Council concur.
h. Human Resources and Risk Management Department recommends approval of the Renton
. Firefighters'Local 864 and Renton Firefighters'Battalion Chiefs Local 864 labor agreements for
2009. Council concur.
(CONTINUED ON REVERSE SIDE)
i. Human Resources and Risk Management Department recommends approval of the Renton Police
Officers'Commissioned Guild and the Renton Police Officers'Non-Commissioned members
labor agreements.`Council concur.
j. Transportation Systems Division recommends accepting$684,380 in grant funding from the
i46100,
' Washington State Department of Transportation to support additional design services for the SW
27th St./Strander Blvd. Connection project. Council concur.
k. Utility Systems Division submits CAG-08-095,Maplewood Creek Sediment Basin 2008
Cleaning and Maintenance project; and requests approval of the project, authorization for final
pay estimate in the amount of$1,835.11,commencement of a 60-day lien period, and release of
retained amount of$3,400.25 to The Phoinix Corporation,contractor, if all required releases are
obtained. Council concur.
1. Utility Systems Division recommends approval of the 2009 Solid Waste rates. Council concur.
(See 9.b. for ordinance.)
8. 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. Community Services Committee: Establish Housing Opportunity Fund*
b. Public Safety Committee: Police Investigator Grant Agreement*
9. RESOLUTIONS AND ORDINANCES
Resolution:
Police Investigator grant agreement with the Washington Auto Theft Prevention Authority(See 8.b.)
Ordinances for first reading:
a. King County vested project fee rates collection(See 7.d.)
b. 2009 Solid Waste rates(See 7.I.)
c. Housing Opportunity Fund establishment(See 8.a.)
d. 2008 Budget position re: New Police Investigator position(See 8.b.)
10. NEW BUSINESS(Includes Council Committee agenda topics; call 425-430-6512 for recorded
information.)
11. AUDIENCE COMMENT
12. ADJOURNMENT
COMMITTEE OF THE WHOLE
AGENDA
(Preceding Council Meeting)
7th Floor Council Chambers
5:00 p.m.
2009 Budget Deliberations
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 AND ARE RE-CABLECAST
TUES.&THURS.AT 11 AM&9 PM,WED.&FRI.AT 9 AM&7 PM AND SAT.&SUN.AT 1 PM&9 PM
CITY OF RENTON COUNCIL AGENDA BILL
AI#:
Submitting Data: For Agenda of:
Dept/Div/Board.. CED November 3, 2008
Staff Contact Erika Conkling(x 6578) Agenda Status
Consent
Subject: Public Hearing.. X
School District Impact Fees Correspondence..
Ordinance X
Resolution
Old Business
Exhibits: New Business
Issue Paper Study Sessions
Draft Ordinance Information
Recommended Action: Approvals:
Refer to Finance Committee and set Legal Dept
Public Hearing on November 17, 2007 Finance Dept
Other
Fiscal Impact:
Expenditure Required... $0 Transfer/Amendment
Amount Budgeted 0 Revenue Generated
Total Project Budget $0 City Share Total Project
SUMMARY OF ACTION:
Renton Municipal Code 4-1-160 J requires the annual review of the Issaquah and Kent School
Districts' Capital Facilities Plan and assessed impact fee. Issaquah has recommended a$526
reduction in the single-family impact fee for the upcoming year to$5,495. Kent has asked for a$196
increase in the single-family impact fee to $5,304 and a$120 increase in the multi-family unit impact
fee for the upcoming year to $3,651. Additionally, since projected growth in student enrollment will
exceed facility capacity in the next six years, the Renton School District is asking the City to collect
an impact fee on it's behalf in 2009. The amount proposed by the Renton School District is $3,651
per new single-family home and$1,857 per new multi-family unit.
STAFF RECOMMENDATION:
The Administration recommends that the City Council:
• Set Public Hearing on November 17, 2008; and
• Adopt the Issaquah School District 2008 Capital Facilities Plan and approve the collection of the
requested impact fee of$5,495 per new single-family home within the District; and
• Adopt the Kent School District 2008-2009—2013-2014 Capital Facilities Plan and approve the
collection of the requested impact fees of$5,304 per new single-family home and$3,266 per new
multi-family unit within the District; and
• Adopt the 2007 Renton School District Capital Facilities Plan and approve the collection of
the requested impact fees of$3,651 per new single-family home and$1,857 per new multi-
family unit within the District.
Rentonnet/agnbill/ bh
(cy ECONOMIC DEVELOPMENT,
0 �� NEIGHBORHOODS, AND STRATEGIC
PLANNING DEPARTMENT
MEMORANDUM
DATE: October 27, 2008
TO: Marcie Palmer, Council President
Members of the Renton City Council
VIA: Denis Law, Mayor n
Jct C
FROM: Alex Pietsch, Administrator
STAFF CONTACT: Erika Conkling, x6578
SUBJECT: School Districts Impact Fees
ISSUE:
• Should the City of Renton reduce the school impact fee currently collected on behalf
of the Issaquah School District?
err • Should the City of Renton increase the school impact fees currently collected on
behalf of the Kent School District for new single-family homes and new multi-family
units?
• Should the City of Renton adopt a school impact fee for new single-family homes and
multi-family units to be collected on behalf of the Renton School District?
RECOMMENDATION:
• Collect the requested impact fee of$5,495 on behalf of the Issaquah School District.
• Collect the requested impact fees of$5,304 for each new single-family home and
$3,266 for each new multi-family unit on behalf of the Kent School District.
• Amend Section 4-1-160 of the Development Regulations to allow the collection of an
impact fee of$3,651 for each new single-family home and $1,857 for each new
multi-family unit on behalf of the Renton School District.
BACKGROUND SUMMARY:
Washington's Growth Management Act authorizes the collection of impact fees. The
underlying idea is that such fees help ensure that those responsible for growth pay a fair
share for the cost of new facilities that are needed to support new growth. In practice,
impact fees are assessed only on newly built household units and can only be used to
support the capital costs of expanded existing or building new facilities. Operations and
Marcie Palmer
Page 2 of 3
October 27,2008
maintenance costs are not eligible expenses for impact fees. Impact fees can be assessed
to support a number of different capital funds that are needed to support growth.
Commonly, impact fees are collected for things such as improvements to schools,parks,
and transportation systems. The amount collected for an impact fee is based upon a
capital facilities plan that must show that there is a need for capital projects due to
growth.
In November 1999, the City adopted Ordinance No. 4804 which added a new section to
Title 4 entitled"School Impact Fees". This section authorized the City to collect school
impact fees for the Issaquah School District and provided for an annual review of the fee
structure. Last year the City Council approved the collection of a fee of$6,021 on behalf
of the Issaquah School District for each new single-family dwelling built within the
District's boundaries. This year, the Issaquah School District has asked for another
decrease in the fee of$526 to $5,495 based upon their Capital Facilities Plan. Plans in
the 2008 Capital Facilities Plan include expansions of middle school and high school
facilities that serve current Renton residents, as well as future residents within Renton's
Potential Annexation Area(PAA).
Two years ago, given the likelihood of annexation of land to the City of Renton within
the boundaries of the Kent School District, the Council authorized the collection of an
impact fee for new single-family homes. Last year, the City authorized the collection of
a multi-family impact fee as well. The District is requesting a $196 increase in the fee for
single family homes the upcoming year,to bring the total amount to $5,304 per new
single-family home. Additionally, the District is requesting a$120 increase in the fee for
new multi-family units,to bring the total amount to $3,266 for the upcoming year. The
District's 2008-2009—2013-2014 Capital Facilities Plan includes the addition of
facilities that would serve current and future (within the PAA) Renton residents, which
includes additional High School classroom space, acquisition of a site for an Elementary
School, and expansion of existing Elementary School facilities.
Until this year, the Renton School District has had adequate capacity within its system to
accommodate growth. Thus, the District has not requested that the City of Renton collect
an impact fee on its behalf. Estimates within Renton School District's most recent
Capital Facilities Plan,however, show that there is a need for an impact fee to mitigate
the costs of growth on the District. Within the next six years, additional facilities will be
needed to serve Elementary students within the District, and additional facilities to serve
all grade levels will be needed within the next 20 years. As a result, the Renton School
District has asked the City of Renton to adopt its 2007 Capital Facilities Plan and assess
and impact fee on its behalf in the amount of$3,651 per new single family home and
$1,857 per new multi-family unit.
CONCLUSION:
The City should collect a$5,495 school impact fee on behalf of the Issaquah School
District. The City should also collect a school impact fee on behalf of the Kent School
District in the amount of$5,304 per new single-family unit and $3,266 per new multi- *IS
H:\CED\Admin\Financial Incentives\Impact Fees\2008 Impact Fees\Impact Fee Issue Paper.doc
Marcie Palmer
Page 3 of 3
October 27,2008
family unit. In addition, the City should authorize the collection of school impact fee on
®.,. behalf of the Renton School District in the amount of$3,651 per new single-family
residence and $1,857 per new multi-family unit.
cc: Jay Covington
Chip Vincent
Igatel
Stow
H:\CED\Admin\Financial Incentives\Impact Fees\2008 Impact Fees\Impact Fee Issue Paper.doc
CITY OF RENTON, WASHINGTON
ORDINANCE NO.
AN ORDINANCE OF THE CITY OF RENTON, WASHINGTON,
AMENDING CHAPTER 4-1-160 SCHOOL IMPACT
MITIGATION FEES OF ORDINANCE NO. 4260 ENTITLED
"CODE OF GENERAL ORDINANCES OF THE CITY OF
RENTON, WASHINGTON" ADOPTING THE 2008 ISSAQUAH
SCHOOL DISTRICT CAPITAL FACILITIES PLAN, ADOPTING
THE 2008-2009-2013-2014 KENT SCHOOL DISTRICT CAPITAL
FACILITIES PLAN, ADOPTING THE 2007 RENTON SCHOOL
DISTRICT CAPITAL FACILITIES PLAN, CHANGING THE
IMPACT FEE COLLECTION ON BEHALF OF THE SCHOOL
DISTRICTS WITHIN THE CITY OF RENTON FROM $6,021 PER
NEW SINGLE FAMILY HOME TO $5495 PER NEW SINGLE-
FAMILY HOME IN THE ISSAQUAH SCHOOL DISTRICT,
CHANGING THE IMPACT FEE COLLECTION ON BEHALF OF
THE KENT SCHOOL DISTRICT FROM $5110 PER NEW
SINGLE-FAMILY HOME TO $ 5,304 AND FROM $3,146 PER
NEW MULTI-FAMILY UNIT TO $3,266 PER MULTI-FAMILY
UNITS AND IMPLEMENTING AN IMPACT FEE OF $3,651 PER
NEW SINGLE-FAMILY HOME AND $1,857 PER NEW MULTI-
FAMILY UNIT IN THE RENTON SCHOOL DISTRICT.
WHEREAS, under Section 4.1.160 of Chapter 1, Administration and
Enforcement, of Title IV (Development Regulations), of Ordinance No. 4260 known as
the "Revised and Compiled Ordinances of the City of Renton," as amended, and the
maps and reports adopted in conjunction therewith, the City of Renton has heretofore
collected on behalf of the Issaquah School District an impact fee of$6,021 for each new
single-family home built within the District's boundaries; and
WHEREAS, the Issaquah School District requested that the City of Renton
adopt the District's 2008 Capital Facilities Plan, which includes an decrease in the
impact fee for new single-family homes to $5,495; and
WHEREAS, under Section 4.1.160 of Chapter 1, Administration and
Enforcement, of Title IV (Development Regulations), of Ordinance No. 4260 known as
Nord1
the "Revised and Compiled Ordinances of the City of Renton," as amended, and the
Now.,
maps and reports adopted in conjunction therewith, the City of Renton has heretofore
collected on behalf of the Kent School District an impact fee of$5,110 for each new
single-family home and $3,146 per new multi-family unit built within the District's
boundaries; and
WHEREAS, the Kent School District requested that the City of Renton adopt
the District's 2008-2009 — 2013-2014 Capital Facilities Plan, which recommends an
increase in the impact fee for new single-family homes to $5,304 and an increase in the
impact fee for new multi-family units to $3,266; and
WHEREAS, until recently the Renton School District has been able to
accommodate growth within existing facilities, but currently estimates a need for
additional school facilities within the next six years to accommodate anticipated growth;
and
WHEREAS, the Renton School District has requested that the City of Renton
adopt the District's 2007 Capital Facilities Plan, which recommends the collection of a
impact fee for new single-family homes of$3,651 and the collection of an impact fee for
new multi-family units of$1,857;
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF RENTON,
WASHINGTON, DOES ORDAIN AS FOLLOWS:
SECTION I. Subsection 4-1-160A entitled"Findings and Authority" of section
160 entitled"School Impact Mitigation Fees" of Chapter 1, "Administration and
Enforcement" of Title IV (Development Regulations) of Ordinance No. 4260 entitled
% e
2
"Revised and Compiled Ordinances of the City of Renton, Washington"is hereby
amended as follows:
The City Council of the City of Renton (the "Council") hereby
finds and determines that new growth and development in the City
of Renton will create additional demand and need for school
facilities, and the Council finds that new growth and development
should pay a proportionate share of the cost of new facilities
needed to serve the new growth and development.
Therefore,pursuant to Chapter 82.02 RCW, the Council adopts
this Section to assess school impact fees for the Issaquah School
District-mss the Kent School District and the Renton School
District. The provisions of this Section shall be liberally construed
in order to carry out the purposes of the Council in establishing the
school impact fee program.
SECTION II. Subsection 4-1-160B.8 definition of"district" of subsection B
entitled "Definitions" of section 160 entitled"School Impact Mitigation Fees" of
Chapter 1, "Administration and Enforcement" of Title IV (Development Regulations) of
Ordinance No. 4260 entitled"Revised and Compiled Ordinances of the City of Renton,
Washington"is hereby amended as follows:
8. "District"means school district and refers to either one of the
following school districts that serve City of Renton residents: the
Issaquah School District No. 411, King County, Washington, or
the Kent School District No. 415, King County, Washington or
the Renton School District No. 403, King County, Washington;
SECTION III. Subsection 4-1-160D.5 of subsection D entitled"Fee
Calculations"of section 160 entitled"School Impact Mitigation Fees" of Chapter 1,
"Administration and Enforcement" of Title IV (Development Regulations) of Ordinance
No. 4260 entitled"Revised and Compiled Ordinances of the City of Renton,
Washington"is hereby amended as follows:
3
5. The City Council may adjust the fee calculated under this
subsection, as it sees fit, to take into account local conditions
such as, but not limited to, price differentials throughout the
District in the cost of new housing, school occupancy levels,
and the percent of the District's Capital Facilities Budget,
which will be expended locally. The City council establishes
the following fees:
a.Six thousand twenty one dollars ($6,021.00)per single
School District.
b.Fivc thousand one hundred ten dollars ($5,110.00)per
School District.
c.Three thousand one hundred forty six dollars ($3,116.00)
the Kent School District.
Single- Multi-Family
Family Fee Fee Amount
Amount
Issaquah $5,495.00 Not
School Applicable.
District
flow
Kent School $5,304.00 $3,266.00
District
Renton $3,651.00 $1,857.00
School
District
SECTION IV. Subsection 4-1-160I.3 of subsection I entitled "Interlocal
Agreement" of section 160 entitled "School Impact Mitigation Fees" of Chapter 1,
"Administration and Enforcement"of Title IV (Development Regulations) of Ordinance
No. 4260 entitled"Revised and Compiled Ordinances of the City of Renton,
Washington" is hereby amended as follows:
3. For administrative convenience while processing the fee
payments, school impact fees may be initially depositied in
the City account known as the"Issaquah School District
Impact Fee Fund," and _the"Kent School District Impact
4
Fee Fund," and the"Renton School District Impact Fee
Fund,"with interest earned retained by the District. As
soon as advisable, the City shall deposit the school impact
fees collected for the District in the District's School
Impact Fee Account.
SECTION V. Subsection 4-1-160J entitled"Adoption of the District Capital
Facilities Plan and Submission of the Annual Updates and Report and Data" of section
160 entitled"School Impact Mitigation Fees" of Chapter 1, "Administration and
Enforcement"of Title IV (Development Regulations) of Ordinance No. 4260 entitled
"Revised and Compiled Ordinances of the City of Renton, Washington" is hereby
amended as follows:
1. The following capital facilities plans are hereby
adopted by reference by the City as part of the Capital
Facilities Element of the City's Comprehensive Plan:
a. The Issaquah School District No. 411 2007
Capital Facilities Plan;
b. The Kent School District No. 415 2007-2008—
2012-2013 Capital Facilities Plan.
c. The Renton School District No. 403 2007-2013
Capital Facilities Plan.
2. On an annual basis,the District shall submit the
following materials to the City:
a. The annual update of the District's Capital
Facilities Plan;
in Attachment A to Ordinance 4808, and a
Ordinance 4808); and
e b.An annual report on the School Impact Fee
Account, showing the source and amount of all
monies collected, earned, or received, and the
public improvements that were financed in
whole or in part by impact fees.
SECTION VI. Subsection 4-1-160L entitled"Special Funds Created"of section
160 entitled"School Impact Mitigation Fees"of Chapter 1, "Administration and
NINO5
Enforcement'of Title IV (Development Regulations) of Ordinance No. 4260 entitled
"Revised and Compiled Ordinances of the City of Renton, Washington"is hereby
amended as follows:
There are hereby created two-three(23) special City funds
known as the "Issaquah School District Impact Fee Funds"
and the "Kent School District Impact Fee Fund.," and the
"Renton School District Impact Fee Fund," into which all
school impact mitigation fees will be deposited.
SECTION VII. This ordinance shall be effective upon its passage, approval and five
days after its publication.
PASSED BY THE CITY COUNCIL this day of
Bonnie Walton, City Clerk
APPROVED BY THE MAYOR this day of
Denis Law, Mayor
Approved as to form:
Lawrence J. Warren, City Attorney
Date of Publication:
ORD.
Nay
6
CITY OF RENTON COUNCIL AGENDA BILL /+
AI#: C
/ ,
Submitting Data: For Agenda of: November 3, 2008
Dept/Div/Board: Community Services/Facilities
Staff Contact: Peter Renner, Facilities Director Agenda Status
Ext. 6605
Consent X
Subject: Public Hearing.
Lease Amendment with King County Metro for interim Correspondence.
revision of LAG-04-003 PARK AND RIDE GARAGE Ordinance
AGREEMENT. Resolution
Old Business
Exhibits: New Business
Issue Paper Study Sessions
Amendment Information
Lease Agreement
Recommended Action: Approvals:
Refer to Finance Committee Legal Dept X
Finance Dept.... X
Risk Management
Fiscal Impact:
Expenditure Required... Transfer/Amendment
Amount Budgeted Revenue Generated $8,250 per quarter
Total Project Budget City Share Total Project
SUMMARY OF ACTION:
The City informed King County Metro in a letter dated April 2008 that Metro was not complying with
terms of the Lease with regards to parking spaces in the City Center Parking Garage. There have been
ongoing negotiations, but flux in Metro's budget and pricing structure have prevented a new lease
from being completed. The Amendment represents a short term compromise to address some of the
City's issues with the original lease, namely a flawed counting process and shortage of revenue.
Efforts to develop a longer term market-based lease with King County Metro continue.
STAFF RECOMMENDATION:
Approve the Lease Amendment with King County Metro for additional designated spaces at a higher
base rate until the termination of the existing agreement on April 22, 2009, and authorize the Mayor
and City Clerk to sign the Amendment.
H:\Peter Renner\Peter Renner 2008\AmendKCMetroParkLease.doc 10/24/2008 2:14:52 PM
r. - COMMUNITY SERVICES DEPARTMENT
• Nr-r0� MEMORANDUM
DATE: October 24, 2008
TO: Marcie Palmer, Council President
Members of the Renton City Council
VIA: j..• Denis Law, Mayor
FROM: Sc'cfr Terry Higashiyam ommunity Services Administrator
STAFF CONTACT: Peter Renner, Facilities Director, Ext. 6605
SUBJECT: Lease Amendment with King County Metro for the City Center
Parking Garage (CCPG)
Issue:
Should the Council authorize the Mayor and the City Clerk to sign a Lease Amendment
with King County Metro for parking spaces at the CCPG?
Recommendation:
Council authorize the Mayor and City Clerk to sign the Lease Amendment.
Background:
• In 2004, the City and King County Metro signed a Park and Ride Garage
Agreement, LAG-04-003 that provided a pricing structure and operational details
for Metro's Transit Center users to park in the CCPG.
• Use of the garage was fairly light until September 2007, when a significant
increase in users was noticed.
• The subsequent payments from Metro did not seem to grow in proportion to the
increased use.
• The original Lease did not include mutual verification of the counts; rather it
depended on Metro keeping track.
• Independent counts by the City, that showed the disparity, were sent to Metro, and
Metro's response indicated that their agreement that the process seemed flawed.
• The original lease was for up to 200 spaces, and current daily use is very close to
300 users.
• The City sent a letter to Metro in April 2008 that invoked the one-year
termination clause and offered to renegotiate a new contract with operational
corrections and market-based pricing.
• Subsequent negotiations have been informative,but not conclusive. Metro
intends to roll out a new pricing and operational plan in March 2009 that may
include a cover charge for parking,but the final details have not been approved.
• In the interest of partially readdressing City grievances with the existing Lease, an
interim Amendment was created. NIS
• The Amendment includes the following business points:
o We agreed on an absolute number of spaces for the duration, 250.
o Metro will pay for those 250 spaces whether they are used or not.
o The original Lease cost for the first 100 spaces was $10 per month.
This has now increased to $15 per month.
o The remaining 150 spaces will be at the original rate of$15 per month.
o The Amendment will run to the termination date, April 22, 2009.
o Additional revenue generated over the term of the lease will be $8,250
per quarter, with pro-ration of the final 22 days, roughly $10,300 total.
• With the introduction of Parking Garage management by Diamond Parking and
the expected impact of enforcement on the current use patterns, we would also
expect to see a significant increase in parking garage income from the Metro
overflow parkers, either through daily parking fees or the sale of monthly parking
passes.
Conclusion:
This Amendment provides the City with additional revenue while negotiations continue
with Metro for a new Lease. While there are no guarantees that a new lease will be
consummated, Metro certainly understands the City's expectations and we believe they
are acting in good faith during this unstable budget period.
Attachment
cc: Jay Covington,Chief Administrative Officer
Iwen Wang,Finance&IS Administrator
Larry Warren,City Attorney
Bonnie Walton,City Clerk
AMENDMENT ONE
TO THE
PARK AND RIDE GARAGE AGREEMENT
Between the
City of Renton and King County
This Amendment One to the Park and Ride Agreement between the City of Renton and
King County is entered into this ZZ day of Qc i n ,r- , 2008 by and between THE
CITY OF RENTON ("Owner"), and KING COUNTY, acting through its Department
of Transportation ( "KCDOT").
WHEREAS, the City and KCDOT executed an Agreement on June 1, 2004,
("Agreement"), to permit transit and rideshare commuters the use of a portion of the
"Owner's"property for a park and ride lot; and
WHEREAS, there is a need for the County to expand the number of commuter
parking spaces to serve transit customer ridership; and
WHEREAS, excess parking is currently available in the garage.
NOW THEREFORE, in consideration of the mutual terms and covenants herein
and in the Agreement, the sufficiency of which is hereby acknowledged, the parties
Now
hereto agree to the following:
Section One. Section 2 (Payment) of the Agreement is amended to read as follows:
In consideration of"KCDOT" paying the sum of Fifteen Dollars and 00/100's ($15.00),
per parking space per month, the "Owner" agrees to allow commuters to use 250 parking
spaces located on the "Premises" located on floors 4, 5, 6 and 7 and as shown in Exhibit
A of the Agreement, under the terms and conditions stated herein. Concurrent with the -
execution of this Amendment and each quarter thereafter, until the Agreement is re-
negotiated or terminated, "KCDOT" agrees to pay the sum of Fifteen Dollars and
00/100's ($15.00) per space per month for 250 parking spaces, totaling Eleven Thousand,
Two Hundred Fifty Dollars and 00/100's ($11,250.00) to be paid on a quarterly basis.
"KCDOT" agrees to make payment in advance of Three Thousand Dollars and 00/100
($3,000.00), and will pay the remaining Eight Thousand, Two Hundred Fifty Dollars and
00/100's ($8,250.00) following the conclusion of each quarter. The parties agree that
said payment is complete and full and that no further amount shall be due for any wear,
maintenance or damage accruing to the "Premises". No fee shall be charged to
commuters for parking in the garage under the terms and allowable time periods covered
by this Agreement unless mutually agreed to by the Owner and KCDOT in writing prior
to imposing said fees.
City of Renton/King County Amendment
Renton City Municipal Garage Parking Agreement
Page 1 of 2
Section Two. All other provisions of the Agreement not referenced in this Amendment
shall remain in effect.
IN WITNESS WHEREOF, the parties have executed this Amendment One on the dates
set forth below.
KING COUNTY, METRO TRANSIT DIVISION
\)
By: 2/1/0A" ,i' Date: UP,a,)t3
Kevin Desmond, General Manager
King County Metro Transit Division
THE CITY OF RENTON
By: Date:
Denis Law
Mayor Nrigi
City of Renton/King County Amendment
Renton City Municipal Garage Parking Agreement
Page 2 of 2
•
LAG-04-003
Niue' PARK AND RIDE GARAGE AGREE,MMENT
Between the
City of Renton and King County
THIS AGREEMENT is made and entered into this 1st day of June, 2004 by and between
THE CITY OF RENTON, its successors and assigns, hereinafter together called the "Owner",
and KING COUNTY, acting through its Department of Transportation, its successors and
assigns, hereinafter together called "KCDOT".
WHEREAS, the Owner and KCDOT together built the Renton Transit Center at South
Second and Burnett Avenue South in downtown Renton to be the focus of transit service in the
Renton area; and
WHEREAS, the Owner built an $8.5 million dollar parking garage at South Second and
Burnett Avenue South to serve the public parking need in downtown Renton; and
WHEREAS, excess parking is currently available in the garage; and
WHEREAS, in order to maximize usage of the Renton Transit Center and increase
slaw utilization of public transportation, additional parking is needed for transit customers; and
WHEREAS, the Owner is willing to allow transit customers to use space in its parking
garage according to the terms and conditions set forth herein.
NOW THEREFORE, in consideration of the terms, conditions and covenants herein
contained, the sufficiency of which is hereby acknowledged, the parties hereto agree to the
following:
1. Purpose: This Agreement is intended to encourage the "Owner" to permit transit and
rideshare commuters, hereinafter called "commuters", to use of a portion of the "Owner's"
property (hereinafter referred to as "Premises" and described in Exhibit A which is attached
hereto and made a part hereof) for a park and ride lot. Nothing herein shall be construed as
creating a tenancy between "KCDOT" and the "Owner".
2. Payment: In consideration of "KCDOT" paying the sum of Ten Dollars and 00/100's
($10.00), per parking space per month, the "Owner" agrees to allow commuters to use 100
parking spaces located on the "Premises" located on floors 4, 5, 6 and 7 and as shown in Exhibit
Nom,' City of Renton/King County Agreement
Municipal Garage Parking Agreement
Page 1 of 5
A, under the l(1:r; cc'i Wtions Mated herein. Concurrent with the execution of this
Agreement and C:. :: t!-crca1ter, until the Agreement is terminated, "KCDOT" agrees to
make payment in ::d\:iDce of Three ThousandDoll'us and 00/100 ($3,000.00), the amount due for
the following quar.cr 101 r: cf the parking spaces referenced above. If the demand for parking
increases and the pLri;cs mutually agree that more than 100 spaces are needed, the "Owner"
agrees to allow commuter; to use up to 99 additional parking spaces located on the "Premises"
and as shown in Exhibit A, under the terms and conditions stated herein and in consideration of
"KCDOT" paying the additional sum of Fifteen Dollars and 00/100's ($15.001. per month for
each additional parking space. If the demand for parking further increases and the parties
determine that up to, but not exceeding 200 total parking spaces are needed, the "Owner" agrees
to allow commuters to use up to 200 parking spaces located on the "Premises" and as shown in
Exhibit A, under the terms and conditions stated herein and in consideration of"KCDOT" paying
the sum of Fifteen Dollars and 00/100's ($15.00), per parking space per month, or Nine
Thousand Dollars and 00/100 ($9,000.00) to be paid quarterly. The parties agree that said
payment is complete and full and that no further amount shall be due for any wear, maintenance
or damage accruing to the "Premises". No fee shall be charged to commuters for parking in the
garage under the terms and allowable time periods covered by this Agreement unless mutually
agreed to by the Owner and KCDOT in writing prior to imposing said fees.
3. Term: This Agreement shall be in full force and effect and binding upon the parties rrrr
hereto beginning June 1, 2004 and shall continue thereafter until terminated in accordance with
this section. After the first five years of this Agreement or on or about May 30, 2009, and every
5 years thereafter for a period of 15 years or greater, the parties will survey vehicle occupancy
the building. If 80% of the City's fee based 361 parking spaces are utilizated by the public on
typical weekdays between 9 am and 6 pm, , then the parties shall agree to renegotiate the terms of
the Agreement to allow the city to recover up to Twenty Dollars and 00/100 ($20.00) per space
per month, for the 200 parking spaces described in Section 2 above, or a quarterly sum not to
exceed Twelve Thousand Dollars and 00/100 ($12,000) (2004 dollars) as adjusted for Seattle
Area Consumer Price Index and reduced by any amounts previously paid by KCDOT. If the 80%
threshold in this section is not exceeded, payment shall not exceed that provided in Section 2
above except that the reimbursement may be adjusted annually for the Seattle Area Consumer
Price Index. The Agreement may also be terminated by either party by giving 365 days written
notice to the other party of the intent to terminate. If this Agreement is terminated, the "Owner"
agrees to return to "KCDOT" any unearned portions of the quarterly payment.
4. Use of Premises: The "Premises" shall be used for a park and ride lot, vehicular access
for parking for commuters, ingress and egress for, and all similar and related uses. Such use
shall not include buses, vans, or trucks with a gross weight exceeding 10,000 pounds. "KCDOT"
shall not create or maintain on the "Premises" any nuisance or in any way violate generally
applicable laws, ordinances and public regulations now or hereafter in effect.
City of Renton/King County Agreement
Municipal Garage Parking Agreement
Page 2 of 5
5. Access and Use: Commuters shall have primary right to use the Floors 4, 5, 6 and 7 of
the "Premises" as described in Exhibit A from Monday through Friday between 5:00 A.M. and
11:00 P.M., except for holidays. By advance prior written agreement with the Owner, KCDOT
may use the above space on weekends without additional charge to provide parking for special
events such as sporting events, special shows, or other major community activities. The "Owner"
shall have and retain the right to use the "Premises" during other hours. The "Owner" reserves
the ability to make other uses of the "Premises" which do not interfere with the commuters' use.
"KCDOT" shall have the right to enter upon the "Premises" at any time for purposes related to
this Agreement.
6. Limits of Use: "KCDOT" shall provide appropriate and suitable signs to the "Owner".
The "Owner" will post the signs showing the limits of the "Premises". "KCDOT" shall have the
right to approve the locations of such markings and signs, which approval shall not be
unreasonably withheld. Commuters shall be notified that the garage is closed weekdays between
11 PM and 5 AM.
7. Facility Management: The "Owner" shall be responsible for management, operations,
4442", enforcement and maintenance and repair of the "Premises". The "Owner" shall supervise the
daily operation of the facility. The responsibilities include but are not limited to:
• Regular maintenance
• Prompt removal of graffitti and other litter
• Enforcement of ADA stall use
• Removal of blocking vehicles
• Removal of abandonded vehicles
• Removal of vehicles leaking fluids
• Responding to elevator alarms in the garage and taking steps to free any trapped users
• Responding to personal or property injuries reported/observed in the parking garage
• Responding to requests to release vehicles after hours
• Enforcement of hourly and overnight parking restrictions
• Enforcement of commuter parking restrictions
8. Liens and Improvements: "KCDOT" shall not permit any mechanic's or materialmen's
liens of any kind to be enforced against the "Premises" for any work done or materials furnished
thereon at the request of or on behalf of"KCDOT".
14400, City of Renton/King County Agreement
Municipal Garage Parking Agreement
Page 3 of 5
9. Maintenance and Repairs: The "Owner" shall be responsible for all costs associated with
cleaning, maintaining and repairing the "Premises". "KCDOT" shall only be responsible for the
maintenance of markings and improvements which it installs during the life of this agreement.
10. Governmental Charges: The "Owner" shall indemnify and save "KCDOT" harmless
from any taxes, assessments or governmental charges of any kind which may be levied against
the "Premises".
11. Insurance: "KCDOT" agrees to maintain general liability insurance, including personal
injury and property damage coverage, in an amount of at least one million dollars
($1,000,000.00) per occurrence. This requirement may be satisfied by self-insurance (to be
evidenced by a letter from "KCDOT"). "Owner" agrees to maintain such insurance coverage as
is customarily carried on comparable buildings in the City of Renton, or as "Owner" may
reasonably determine, with insurance companies that are authorized to do business in the State of
Washington. The amount of such insurance coverage shall not be less than commercially
reasonable insurance carried by owners of properties of similar nature and occupancies, and, so
long as there is no additional cost to the "Owner", shall name "KCDOT" as an additional
insured.
r.ro0
13. Accommodation: The parties agree to make reasonable accommodations with and to
work together to resolve problems that may arise from time to time. The "Owner" agrees to
provide special consideration for vehicles displaying an accessibility decal.
14. Successors and Assigns: This Agreement and each of the terms, provisions, conditions,
and covenants hereof shall be binding upon and inure to the benefit of the parties hereto and their
respective successors and assigns.
15. Signs and Improvements: In consultation with the "Owner", "KCDOT" shall develop and
manufacture the lot identification and welcome signs for the parking facility. The initial set of
signs and specifications will be provided to the "Owner", at the expense of "KCDOT". The
"Owner" will, at its expense, install the signs in the garage at locations identified and agreed to
by both parties. The "Owner" shall, at its expense, be responsible for maintaining signs, as well
as the subsequent manufacture and replacement of removed and damaged signs.
16. Owner Covenants: "Owner" covenants that "Owner" holds fee simple title to the
Premises and has full right to make this Agreement for the uses and purpose herein provided.
City of Renton/King County Agreement
Municipal Garage Parking Agreement
Page 4 of 5
•
17. Entire Agreement: This document contains the entire agreement between the parties and
supersedes all other statements or understandings between the parties.
IN WITNESS WHEREOF, the parties hereto have executed this instrument on the date herein
set forth.
KING COUNTY, METRO TRANSIT DIVISION
B3 .� Date 5`�--1-••°('`k-1-••°('`k: �
Darvyi� aC mpbell, Acting General Manager
King County Metro Transit Division
Approved as to Form
Date: 5- 6 - vV--
County Deputy Proseing Attorney
THE CITY OF RENTON
0-64-6-7 Date: 6
Kathy Keolker-Wheeler
ATTEST:
Title: Mayorde0-7144,4 zdai6-y--
Bonnie I. Walton, City Clerk
Approved as to Form
j`
A.,
ity of Renton Atto 'Y
"` City of Renton/King County Agreement
Municipal Garage Parking Agreement
_ Page 5 of 5
LAG-04-003
• 14, ',id
Renton Garage Agreement DOTY
Exhibit A
$410
-Ti
, 11 ! , i ! , 11 !
, : 1 . .. , , . •
, . , !
111 1 Ii11 , 1 ,
- , ! ! ! : ! , ! ' ! ! ! , , ! ! , 1.- - . • ..,!0,,,m*,,,,,,
.. • I i ..v,..040,..!),
'!-T----
PI I 1 i umm
,*S403)
't- - - • -_-_,.. i
.. ::: ! • 4.
. . ,. .. 0 •
1, ..
.•'44 ii . ..' . ..
,p01904.tigs
,. .
a , . ,-:.! i. , ,
.71 j ::.- t
,.,..,
i -
I .; . !: 1 i , 1 . ,. 1,..,::: :.i. ,•_, 1
•
-.-!:-.',:2)--7.-.-":-.!.'-,i:1rk'.!.!..1!i4L7.!•!;.'----!
7!7a
-.
1114I LI, I1 i1II1. ,' !! I1-!.- t! •i,• I
! .
4in
i l !!
t i : 1- i i, I A i! ',!, ! ' -i' • .41
Ill M Ei
-—it I t Renton Garage
!!,,
., ... .
111
, .
- swoloi
i.•,,,:fiv, ,1 i
' - , I . Iii • ! i , I • tic
.•--;:--r*d,1, :_ 1 I - : I ! ill
1 ,1 1
,,..,.;.>f?- ,.. • 1 : ; !
, • ji LI 1 .. lt t , ,
. .'
1 .i : ' i !!NO!, ,• "
.!.'"11 g'...tf,Ir.2:41.,! ': 1. ,11. ,LL=t1.,,j„.,L.2.6-,,,,,-„,44i.,1..,.1_1-,,i; .'- ' ='..!!hil •
: 1
. : .
• .
• . , .
.•; :...:...r.'.::',...:.;. ''::,': ' : : .:;,' , , • .,
. : .
. ,
• • 1:
Exhibit A Page 1 of 4
(not to scale)
. ..., . .
.„ . . .
• .. .
,.,, -
...
,.,..... , „ .
. .
• i
•
„.„.,.
•
•
, ...ow
LAG-04-003
Nary
. \
0 Renton Garage Agreement
w(i)samooghttAlpti vraavo. Ku Exhibit A DM.
$
i
$0.1,..tve.46.04.
*at
,.............-,----0--..-
i
.„,., ., 1 ,- ,, , i , , ii : ii
f.:''' '' ..1 .,, I, If ' 11i1 . 1 , .; V.J!':*40. •
• '''jH'"ilii'lli :1 , 1H1i ' ll ' :
'I 1 ' 1 I 1
—1
1014102
.! I, • - FII 1 1
---H
lii ra
i- :- I Ok!-404‘41-451‘
13 . .
;.--- t ,--, ? -j1 , 1 i' ; I q l t 101061 ,
rtil , l , .
1-- - I 1 . : • -: i 1 i
______., -1 •
i 1 1 11 1 i HI
t ' I 1 1 i
1 o . U ! . ! I : I 1
1 i I
I,'l'-..,, 1),„ ! 1 :11 , i 3 • - " ' la 1 ,
ft-'44-7-,--•tt ti LII —1
in
I R4ritcin:Orate
.10 i' - t. 1
li i
tft. , migrii
MP!,...,
1'V•..:.,,-:!:•;.--,,:,.- - - . -. , - , ! , i i i H ,,,, .,- -II- ,
.,..,..4 tl ://,,,g:‘::,-1. i • ... i I 1 , 1 . - . : : : 1 L i ,L. 1 777
.:',12:,:.. O.:I:::I'::,;•.i .. :1,1".:.-1, i 1 1 . .I .', '.- --'.':. '
11
'-,' 0,4!..,k,...1•Fr
3..',: Zzeg::';"••;,?..',".:;:;,:,- .
-1, -'',..:::,'''.2J-'-'• 1114: - ' • . - -v*.c.-1010kk
Exhibit A Page 2 of 4 ci......q
(not to scale) LE
''oterw•
LAG-04-003
‘410#
N Renton Garage Agreement
Exhibit A DOTY
,s(D minocitoovollem tow:kats ills
/s
**mt.
ozoirl
WI ; I ll I I i 1 1 i I I 1 1 : i q.ptlitserflklec
1 i V.Ii!oitie•SO
i,uak.w114,0,ICH
II . II1 II • II / ' .
,-- . ..—,J 1 1 ! ' ' ' •-4 t Zilil.OgI .
I I ii*44034 .
• i
• I • 14,
. ....
,,— H
- t . 1 i
ciooltolos
t
-til t-t *Itiotbiit
' 1
idsuid=r1
11
„.
. IH 'ili II I ' ll ! II
i.....z...:--- II - II • : • I I - I ('
.: I' : 11 , , •,. t t ti , •,,, ; ______.—i„ 1
I
I ' l • I • '1 i :. 1 al Renton Garage
.g 0 131 Ill ---t l
ra , 1 t ' • ',oil
F3
I .
El
hrt i
.1f-1: , , : : 1 i •'i2C .
. — ' ' - • . ,
• ! , I • , - I , li ,
: 14;,- •-• • Il , . 1 1 iii „
,''.4'•1w k,•:'! i • II• ' .1 I ; 1 ' . , ! ! il t_ _ •._, —
1' w•;•.,: 1 1 1. i
#) 1I
.0;••,, 1 t I I- - 1 i ..; 1 ti_j.„1=re, . • ...._
----: i.--1401, 4
' 4
,,,rt.it'-•on
t .
iol4... 1,00
, . ..., .. .
Exhibit A Page 3 of 4
.;t1 (not to scale)
- i
..41111111
. .
LAG-04--003
Nino' .
Renton Garage Agreement
• N Exhibit A
Yi$7TH FLOOR PattiAgtotl Fouctito b. ALs
S
DOTY
/
i 1 1 •
_ ..... i,...,-.
sor 4 1,arrand Gnikia
1
111 :' 1i1 : :
I
r..: . ,.. : ‘ , : ii . 1 : : • , ......._„.1 cOn.ht44psd Wkka. 7,
. I 123,e1iMon$ccik. _.
, , *!;*-t6Akibifal!4
[ i u'iorpi
, 1,,ioNiiim
I —
I----1 kst
- ; • 1
1 04401 44116Si
I 1 i I (On itel604
1 I 1
I 1 l
';-------1: k I
I . 1 I
I , Mat 541 DIM
. , :
, . .
. . .
. . .
. , 1 . , , , • „...„
, •
, 1 , ,
.. ...
Renton Garagt
' .
, II---—I--
1i
.----,,AW4 A? , ,• I I 1 1 i I ..•.. ,. IF
! ,
•IN' ' ' 1.:-- - I
l
t... -. 1i
: ,,
.ii I I ,t. 1. ,. - . :. -,-.- -, •, .
It -- - . :.•iatmism lime.iiiiiirsisiii- iglu:monis.
c.. .? -
.:._.
. . .
. .
. ,.... .„,
. , - . . ...., . .
Exhibit A Page 4 of 4
(not to scale) oo,
LNG
• • -,..
,44,-,..
CITY OF RENTON COUNCIL AGENDA BILL
Al#: 1• d,
011100iSubmitting Data: For Agenda of: November 10, 2008
Dept/Div/Board.. CED/Development Services
Staff Contact Neil Watts, x-7218 Agenda Status
Consent X
Subject: Public Hearing..
Allowing charge of King County established fees when Correspondence..
processing projects vested to King County standards. Ordinance X
Resolution
Old Business
Exhibits: New Business
Issue paper Study Sessions
Ordinance Information
Recommended Action: Approvals:
Council concur Legal Dept X
Finance Dept
Other
Fiscal Impact:
Expenditure Required... Transfer/Amendment
Amount Budgeted Revenue Generated Approximately
$15,000
Total Project Budget City Share Total Project...
SUMMARY OF ACTION:
iiiiipeWhen annexations occur to the City of Renton, there are often development projects already under
review or inspection with King County, which are turned over to the City to complete. Adoption of
the ordinance will allow city staff to continue charging established King County fees for plan review
and inspection of projects vested to King County standards. These fees would apply to all annexation
areas for processing by city staff, of projects vested in King County prior to annexation.
STAFF RECOMMENDATION:
Approve charge of King County established fees when processing projects vested to King County
standards, and adoption of the ordinance.
Rentonnet/agnbill/ bh
•
DEPARTMENT OF COMMUNITY AND
ECONOMIC DEVELOPMENT
• •
MEMORANDUM
DATE: October 10, 2008
TO: Marcie Palmer, Council President
Members of Renton City Council
VIA: Denis Law, Mayor ,, f�
FROM: Alex Pietsch, CED Administrator ��/1/�
STAFF CONTACT: Neil Watts, Development Services Director
SUBJECT: Establish Authority to Charge King County Rates
Vested Projects in Annexation Areas
ISSUE:
Should the City approve an ordinance, allowing the City to charge for plan review and
inspection of projects vested to King County standards under the existing King County
fee structure?
RECOMMENDATION:
Staff recommends adoption of an ordinance allowing the City of Renton (City) to charge
project applicants the King County(County) fee rates for projects in new annexation
areas. These fees would only apply to projects that were vested to King County codes
and standards prior to annexation.
BACKGROUND SUMMARY:
When annexations occur to the City, there are frequently development projects already
under review or inspection with the County. These projects are vested to the County
standards and codes in place at time of application, and are generally turned over to the
City to complete. It is unclear as to the proper method of establishing fees for this
remaining plan review and inspection work. Under the County, these projects would be
charged an hourly rate for staff time spent on the associated plan review and inspection.
As part of the Benson Hill annexation, Council approved an ordinance establishing that
these vested projects would be required to continue to pay the same fees they vested to
under the County regulations. This request is to extend that same fee structure for
projects vested to County standards to all annexation areas.
Establish Authority to Charge King County Rates
Vested Projects in Annexation Areas
Page 2 of 2
October 10,2008
Approval of an ordinance is required to allow City staff to continue charging review and
inspection fees under the County fee system for the vested project in the annexation area.
These fees would only apply to projects being processed under the current County
regulations. All other applications and permits processed by the City under City codes
will be subject to the normal City fee schedule.
CITY OF RENTON, WASHINGTON
ORDINANCE NO.
AN ORDINANCE OF THE CITY OF RENTON, WASHINGTON,
AMENDING CHAPTER 1, ADMINISTRATION AND ENFORCEMENT,
OF TITLE IV (DEVELOPMENT REGULATIONS) OF ORDINANCE NO.
4260 ENTITLED "CODE OF GENERAL ORDINANCES OF THE CITY
OF RENTON, WASHINGTON," BY ADDING AN EXCEPTION FOR
PROJECTS VESTED IN THE COUNTY TO LAND USE REVIEW FEES.
THE CITY COUNCIL OF THE CITY OF RENTON, WASHINGTON, DOES ORDAIN
AS FOLLOWS:
SECTION I. Section 4-1-170, Land Use Review Fees, of Chapter 1,
Administration and Enforcement, of Title IV (Development Regulations) of Ordinance No. 4260
entitled "Code of General Ordinances of the City of Renton, Washington," is hereby amended by
adding a new subsection "D," to read as follows:
D. EXCEPTION FOR PROJECTS VESTED IN THE COUNTY:
Noe
For those projects that have vested to a land use permit under the Development
Regulations of King County, the King County Land Use Review Fee Schedule
shall apply, and is hereby adopted by reference. A copy of that fee schedule has
been filed with the City Clerk and is available at the City Clerk's office for public
review.
SECTION II. This ordinance shall be effective upon its passage, approval, and
30 days after publication.
PASSED BY THE CITY COUNCIL this day of , 2008.
Bonnie Walton, City Clerk
Noose
1
ORDINANCE NO.
APPROVED BY THE MAYOR this day of , 2008.
Denis Law, Mayor
Approved as to form:
Lawrence J. Warren, City Attorney
Date of Publication:
ORD.1505:9/23/08:scr
"rd0.'
2
CITY OF RENTON COUNCIL AGENDA BILL Q
AI#: 7,e
Submitting Data: For Agenda of:
Dept/Div/Board.. Finance & IS Department November 3, 2008
Staff Contact George McBride Agenda Status
IS Director Consent X
Subject: Public Hearing..
Correspondence..
New Hire Step D Authorization Ordinance
Resolution
Old Business
Exhibits: New Business
1. Issue Paper Study Sessions
Information
Recommended Action: Approvals:
Legal Dept
Council Concur Finance Dept
Other
Fiscal Impact:
Expenditure Required... $64,356 Transfer/Amendment
Amount Budgeted Revenue Generated
Total Project Budget $64,356 City Share Total Project..
I SUMMARY OF ACTION:
The Finance/Information Systems Department has completed recruitment for the absent
position of Systems Analyst/Programmer to work in the Applications Support Group of the
Information Services Division. City Policy 300-41 requires that Council approve any starting
wage rate higher than Step C.
STAFF RECOMMENDATION: •
Approve the proposed hiring of a Systems Analyst/Programmer at a Step D, Grade A21 at a
beginning salary of$64.356.
CC: Jay Covington,CAO
Linda Parks,Fiscal Services Director
George McBride,Information Systems
C:\DOCUME-11MNeumann\LOCALS—I\Temp\}1Pgrpwise\2008 New Hire Step D Autorization.doc
ti` O FINANCE AND
11. , INFORMATION SERVICES DEPARTMENT
MEMORANDUM
DATE: October 27, 2008
TO: Marcie Palmer, Council President
Members of the Renton City Council
VIA: Denis Law,Mayo W'F/5-7 17L--
FROM: George McBride, IS DirectoCe
SUBJECT: New Hire Step D Authorization
ISSUE
Should the City authorize hiring of a Systems Analyst/Programmer at a Step D, Grade A21?
RECOMMENDATION
Staff recommends approval of a Step D beginning pay rate.
4wrrr
BACKGROUND SUMMARY
The FIS Department has completed recruitment for the absent position of Systems Analyst/
Programmer to work in Applications Support Group of the Information Services Division.
City Policy 300-41 requires that Council approve any starting wage rate higher than Step C.
The successful candidate is currently earning$87,600 per annum. As a Renton resident,the candidate
has expressed interest in accepting the City's offer, contingent upon retirement from his current
position and the City to close the wage gap to a step D. A Step D beginning pay rate of will result in a
beginning salary 10%below current earnings. The applicant's technical knowledge,work product, and
qualifications all suggest this candidate is well qualified for the position and deserving of the Step D
beginning salary at $64,356.
CONCLUSION
By authorizing the proposed hiring of a Systems Analyst/Programmer at a Step D, Grade A21, the City
Council would greatly benefit from the experience and expertise the candidate has to offer.
GM/myr
cc: Jay Covington,CAO
Linda Parks,Fiscal Services Director
Bonnie Walton,City Clerk
George McBride,FIS
Nigro
h:\finance\adminsup\02_issuepapers_memos to council or mayor\2008_new hire step authorization issue paper.doc
CITY OF RENTON COUNCIL AGENDA BILL /�
AI#: /• '('�
Submitting Data: For Agenda of:
Dept/Div/Board.. Finance/IS Department November 3, 2008
Staff Contact Linda Parks Agenda Status
Fiscal Services Director Consent
Subject: Public Hearing..
Correspondence..
Adopt Identity Theft Prevention Program Ordinance
Resolution
Old Business
Exhibits: New Business
Identity Theft Prevention Program (Draft) Study Sessions
Issue Paper, Information
Recommended Action: Approvals:
Legal Dept
Refer to Finance Committee Finance Dept
Other
Fiscal Impact:
Expenditure Required... Transfer/Amendment
Amount Budgeted Revenue Generated
Total Project Budget N/A City Share Total Project..
SUMMARY OF ACTION:
Finance staff proposes to adopt the Identify Theft Prevention Program to conform with the
Federal Trade Commission's regulations requiring utility services providers along with
financial institutions and other creditors to develop and implement written identity theft
prevention programs under the Fair and Accurate Credit Transaction Act of 2003 (FACTA).
This proposed program will provide for the identification, detection and response to patterns,
practices, or specific activities - known as "red flags" - that could indicate identity theft; and
will designate the Fiscal Services Director to serve as program administrator.
STAFF RECOMMENDATION:
Approve the proposed Identity Theft Prevention Program to comply with FACTA's Red Flag
requirements.
C:\DOCUME 1\BWalton\LOCALS-1\Temp\2008_Identity Theft Prevention Program.doc
`SY 0 FINANCE AND INFORMATION SERVICES
® DEPARTMENT
MEMORANDUM
DATE: October 27, 2008
TO: Marcie Palmer, Council President
Members of the Renton City Council
VIA: Denis Law, Mayor
FROM: Linda Parks,Finance/Fiscal Services Director
SUBJECT: Adopt Identify Theft Prevention Program
ISSUE
Should the City adopt the Identity Theft Prevention Program that will provide for the
identification, detection and response to patterns, practices, or specific activities —known
as"red flags"—that could indicate identity theft?
gore RECOMMENDATION
Adopt the Identify Theft Prevention Program as proposed by staff.
BACKGROUND SUMMARY
The Federal Trade Commission has issued regulations requiring financial institutions and
creditors to develop and implement written identity theft prevention programs under the
Fair and Accurate Credit Transaction Act of 2003 (FACTA). According to the
requirements of FACTA, municipal utilities are subject to these requirements and the
City Councils of all cities that operate utilities are mandated to adopt programs that meet
their requirements. Since the regulations are enforced by the Federal Trade
Commission, in the event that the creditor fails to develop and implement a program, the
Federal Trade Commission may enforce the failure as unfair or deceptive act or practice
in commerce. The consequences may include a cease and desist order from the Federal
Trade Commission after a hearing and civil penalties not to exceed $2,500 per violation.
CONCLUSION
By adopting the proposed Identity Theft Prevention Program, the City will conform to the
Federal Trade Commission's requirements under FACTA.
Attachment(Identity Theft Prevention Program Draft)
cc: Jay Covington, CAO
Marty Wine,Assistant CAO
Bonnie Walton, City Clerk
°tirr✓
H:\FINANCE\ADMINSUP\02_IssuePapers_memos to Council or Mayor\2008_Identity Theft Prevention Program
Issue Paper.doc
City of Renton
Identity Theft Prevention Program
Effective beginning December 1, 2008
I. PROGRAM ADOPTION
The City of Renton developed this Identity Theft Prevention Program ("Program")
pursuant to the Federal Trade Commission's Red Flag Rule ("Rule"), which implements Section
114 of the Fair and Accurate Credit Transactions Act of 2003. 16 C. F. R. § 681.2. After
consideration of the size and complexity of the City's Utility operations and account systems,
and the nature and scope of the City's Utility activities, the City Council determined that this
Program is appropriate for the City of Renton, and therefore adopted this Program on December
1, 2008, and hereby designate Fiscal Services Director to serve as program administrator.
II. PROGRAM PURPOSE AND DEFINITIONS
A. Fulfilling requirements of the Red Flags Rule
Under the Red Flag Rule, every financial institution and creditor is required to establish an
"Identity Theft Prevention Program"tailored to the size, complexity and nature of its operation. ,,,_
Each program must contain reasonable policies and procedures to:
1. Identify relevant Red Flags for new and existing covered accounts and incorporate those
Red Flags into the Program;
2. Detect Red Flags that have been incorporated into the Program;
3. Respond appropriately to any Red Flags that are detected to prevent and mitigate Identity
Theft; and
4. Ensure the Program is updated periodically, to reflect changes in risks to customers or to
the safety and soundness of the creditor from Identity Theft.
B. Red Flags Rule definitions used in this Program
The Red Flag Rule defines "Identity Theft" as "fraud committed using the identifying
information of another person" and a"Red Flag" as"a pattern, practice, or specific activity that
indicates the possible existence of Identity Theft."
According to the Rule, a municipal utility is a creditor subject to the Rule requirements. The
Rule defines creditors "to include finance companies, automobile dealers, mortgage brokers,
utility companies, and telecommunications companies. Where non-profit and government
entities defer payment for goods or services, they, too, are to be considered creditors."
H:\FINANCE\ADMINSUP\12_Files for Review\City of Renton FACTA Red Flag Rules Policy.DOC
- 1 -
All the City's Utility accounts that are individual utility service accounts held by customers of
the utility whether residential, commercial or industrial are covered by the Rule. Under the Rule,
a"covered account" is:
1. Any account the Utility offers or maintains primarily for personal, family, or household
purposes, that involves multiple payments or transactions; and
2. Any other account the Utility offers or maintains for which there is a reasonably
foreseeable risk to customers or to the safety and soundness of the Utility from Identity
Theft.
"Identifying information"is defined under the Rule as "any name or number that may be used,
alone or in conjunction with any other information, to identify a specific person,"including:
name, address, telephone number, social security number, date of birth, government-issued
driver's license or identification number, alien registration number, government passport
number, employer, or taxpayer identification number, unique electronic identification number,
computer's Internet Protocol address, or routing code.
III. IDENTIFICATION OF RED FLAGS
In order to identify relevant Red Flags, the Utility considers the types of accounts that it
offers and maintains, the methods it provides to open its accounts, the methods it provides to
access its accounts, and its previous experiences with Identity Theft. The Utility identifies the
following Red Flags and will train appropriate staff to recognize these Red Flags as they are
Now encountered in the ordinary course of Utility business:
A. Suspicious Documents
Red Flags
1. Identification document or card that appears to be forged, altered, or inauthentic;
2. Identification document or card on which a person's photograph or physical description is
not consistent with the person presenting the document;
3. Other information on identification document is not consistent with information provided
by the person opening a new covered account,by the customer presenting the
identification, or with existing customer information on file with the creditor(such as a
signature card or recent check); and
4. Application for service that appears to have been altered or forged.
H:\FINANCE\ADMINSUP\12_Files for Review\City of Renton FACTA Red Flag Rules Policy.DOC
-2 -
B. Suspicious Personal Identifying Information
Red Flags
1. Identifying information presented that is inconsistent with other information the customer
provides, for instance,where there is a lack of correlation between the social security
number range and the date of birth;
2. Identifying information presented that is inconsistent with external sources of
information, for instance, an address does not match a consumer report or a social
security number is listed in the Social Security Administration's Death Master File;
3. Identifying information presented is associated with common types of fraudulent activity,
such as use of a fictitious billing address or phone number;
4. Identifying information presented that is consistent with known fraudulent activity, such
as presentation of an invalid phone number or fictitious billing address used in previous
fraudulent activity;
5. Social security number presented that is the same as one given by another customer;
6. An address or phone number presented that is the same as that of another person;
7. A person fails to provide complete personal identifying information on an application
when reminded to do so (however,by law, social security numbers must not be required);
and
8. A person's identifying information is not consistent with the information that is on file
for the customer.
C. Suspicious Account Activity or Unusual Use of Account
Red Flags
1. Change of address for an account followed by a request to change the account holder's
name;
2. Payments stop on an otherwise consistently up-to-date account;
3. Account used in a way that is not consistent with prior use(example: very high activity);
4. Mail sent to the account holder is repeatedly returned as undeliverable;
5. Notice to the Utility that a customer is not receiving mail sent by the Utility;
6. Notice to the Utility that an account has unauthorized activity;
7. Breach in the Utility's computer system security; and
8. Unauthorized access to or use of customer account information.
D. Alerts from Others
Red Flag
1. Notice to the Utility from a customer, identity theft victim, law enforcement or other
person that it has opened or is maintaining a fraudulent account for a person engaged in
Identity Theft.
H:\FINANCE\ADMINSUP\12_Files for Review\City of Renton FACTA Red Flag Rules Policy.DOC
- 3 -
14400,
IV. PREVENTING AND MITIGATING IDENTITY THEFT
In the event Utility personnel detect any identified Red Flags, such personnel must
contact the Fiscal Services Director of the City. The Fiscal Services Director will then decide
which of the following steps should be taken:
1. Continue to monitor an account for evidence of Identity Theft;
2. Contact the customer;
3. Change any passwords or other security devices that permit access to accounts;
4. Not open a new account;
5. Close an existing account;
6. Reopen an account with a new number;
7. Notify law enforcement; or
8. Determine that no response is warranted under the particular circumstances.
V. PROGRAM UPDATES
The Fiscal Services Director shall serve as Program Administrator. The Program
Administrator will periodically review and update this Program to reflect changes in risks to
customers and the soundness of the Utility from Identity Theft. In doing so, the Program
Administrator will consider the Utility's experiences with Identity Theft situations, changes in
Identity Theft methods, changes in Identity Theft detection and prevention methods, and changes
Now in the Utility's business arrangements with other entities. After considering these factors, the
Program Administrator will determine whether changes to the Program, including the listing of
Red Flags, are warranted. If warranted, the Program Administrator will update the Program
accordingly.
VI. PROGRAM ADMINISTRATION.
A. Oversight
Responsibility for developing, implementing and updating this Program lies with the
Program Administrator. The Program Administrator will be responsible for the Program's
administration, for ensuring appropriate training of Utility staff, for reviewing any staff reports
regarding the detection of Red Flags and the steps for preventing and mitigating Identity Theft,
for determining which steps of prevention and mitigation should be taken in particular
circumstances, and for considering periodic changes to the Program.
B. Staff Training and Reports
Utility staff responsible for implementing the Program shall be trained either by or under
the direction of the Program Administrator in the detection of Red Flags and the responsive steps
to be taken when a Red Flag is detected. Staff should prepare a report at least annually for the
H:\FINANCE\ADMINSUP\12_Files for Review\City of Renton FACTA Red Flag Rules Policy.DOC
- 4 -
err
Program Administrator, including an evaluation of the effectiveness of the Program with respect
to opening accounts, existing covered accounts, service provider arrangements, significant
incidents involving identity theft and responses, and recommendations for changes to the
Program.
C. Service Provider Arrangements
In the event the Utility engages a service provider to perform an activity in connection
with one or more accounts, the Utility will take the following steps to ensure the service provider
performs its activity in accordance with reasonable policies and procedures designed to detect,
prevent, and mitigate the risk of Identity Theft.
1. Require,by contract, that service providers have such policies and procedures in place;
and
2. Require,by contract, that service providers review the Utility's Program and report any
Red Flags to the Program Administrator.
H:\FINANCE\ADMINSUP\12_Files for Review\City of Renton FACTA Red Flag Rules Policy.DOC
- 5 -
CITY OF RENTON COUNCIL AGENDA BILL
AI#: 7,g.
Submitting Data: For Agenda of: November 3, 2008
Dept/Div/Board.. HR &RM Dept.
Staff Contact Nancy Carlson Agenda Status
Consent X
Subject: Public Hearing..
2009 contract for the AFSCME Local 2170 bargaining Correspondence..
unit Ordinance
Resolution
Old Business
Exhibits: New Business
Renton 2009 AFSCME, Local 2170 contract Study Sessions
Information
Recommended Action: Approvals:
Council concur Legal Dept X
Finance Dept
Other
Fiscal Impact:
Expenditure Required... See analysis below Transfer/Amendment
Amount Budgeted Revenue Generated
Total Project Budget City Share Total Project..
I SUMMARY OF ACTION:
Administration requests City Council authorization for the Mayor to sign a one-year labor agreement for
2009 with AFSCME, Local 2170 Unit. The projected fiscal impact for 2009 is approximately
$1,883,499 for AFSCME, Local 2170. Resources have been included in the 2009 preliminary operating
budget to fund the proposed agreement.
The primary changes in the one-year agreement include a 5.5% COLA and an 8%increase to the medical
premium.
STAFF RECOMMENDATION:
Approve the 2009 AFSCME, Local 2170 contract
iotfire
Rentonnet/agnbih/ bh
AGREEMENT
By and Between
CITY OF RENTON
and
LOCAL 2170,
WASHINGTON STATE COUNCIL OF COUNTY AND CITY EMPLOYEES
AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL
EMPLOYEES, AFL-CIO
January 1, 2009 — December 31, 2009
ter.
Local 2170 Contract
2009
TABLE OF CONTENTS
PAGE
Preamble 4
Article 1 Recognition and Bargaining Unit 4
Article 2 Union Membership and Dues Deduction 5
Article 3 Hours of Work 6
Article 4 Overtime 7
Article 5 Sick Leave 9
Article 6 Holidays 10
Article 7 Vacations 11
Article 8 Bereavement Leave 12
Article 9 Insurances 12
Article 10 Jury Duty 14
Article 11 Education and Conference 14
Article 12 Salaries 14
Article 13 Longevity 14
Article 14 Deferred Compensation 15
Article 15 Pay Period 15
Article 16 Management Rights 15
Article 17 Union Activities 15
Article 18 Labor/Management Committee 16
Article 19 Work Stoppages and Employer Protection 16
Article 20 Non-Discrimination 17
Article 21 Employment Practices 17
Article 22 Probationary Period 20
Article 23 Grievance Procedure 20
Article 24 Health, Safety and Productivity 21
Article 25 Savings Clause 22
Article 26 Entire Agreement 22
Article 27 Priority of Federal, State and City Laws 22
Article 28 Volunteers 23
Article 29 Discipline . 23
Article 30 Leave Donation 23
Article 31 Duration 27
Appendix A Classifications Represented By 2170 29 ftleil
Appendix B Classification Pay Ranges for 2170 31
Appendix C Request to Receive Donated Leave 35
Appendix D Request to Donate Vacation/Personal Holiday/Comp Time 37
2
Local 2170 Contract
2009
Appendix E Request for Donation of Leave Hours 38
`P' Appendix F Approval to Receive Donated Leave 39
Appendix G Denial of Donated Leave 40
3
Local 2170 Contract
2009
PREAMBLE
This Agreement is between the City of Renton (hereinafter called the Employer) and Local 2170,
Washington State Council of County and City Employees, American Federation of State, County and
Municipal Employees, AFL-CIO (hereinafter called the Union) for the purpose of setting forth a
mutual understanding of the parties as to conditions of employment for those employees for whom
the Employer recognizes the Union as the exclusive collective bargaining representative.
The Employer and the Union shall cooperate to provide the public with efficient, cost-effective, and
courteous delivery of public services, to encourage good attendance of employees, and to promote a
climate of labor relations that will aid in achieving a high level of efficiency and productivity in all
departments of City government. The parties will work together to address and adapt to the
inevitable issues of change, to devise varying methods and work procedures adapted to the changing
circumstances of their particular areas of responsibilities.
ARTICLE 1 - RECOGNITION AND BARGAINING UNIT
Section A. Pursuant to RCW 41.56.060 the Employer hereby recognizes the Union as the exclusive
bargaining representative for all probationary and regular Renton City employees in those
classifications listed in Appendix A. It shall be a condition of employment that all employees of the
Employer covered by this Agreement who are members of the Union in good standing and those who
are not members on the execution date of this Agreement, on or before the thirtieth day following the
execution date of this Agreement, shall become and remain members in good standing in the Unior
It also shall be a condition of employment that all employees covered by this Agreement and hired
or after its execution date, on the thirtieth day following the beginning of such employment, shall
become and remain members in good standing in the Union.
The Employer and the Union agree that the right of non-association of employees based on bona
fide religious tenets or teachings of a church or religious body of which such public employee is a
member shall be protected at all times and such public employees shall pay such sum as is provided
in RCW 41.56, "Chapter 59, Laws of 1973".
Section B. The Union recognizes the following positions as being excluded from the represented
classes listed in Appendix A.
1. All positions in the Human Resources & Risk Management Department.
2. All clerical or secretarial positions designated as "confidential" in each department.
Only one "confidential" designation will be allowed in each department.
Section C. In the event a new department, division, or position is created or any existing
department, division, or position is reconstructed during the term of this Agreement, and a question
arises as to the appropriateness of their inclusion or exclusion in or from the bargaining unit, the
matter will be referred to the Public Employment Relations Commission for resolution. Until the issue
is resolved, the employee shall remain a member of the bargaining unit. Agreement to allow an
employee to remain in the bargaining unit during the period of consideration by the Commission shall
not be prejudicial nor have any bearing on consideration of this matter by the Public Employment
Relations Commission. The Union shall be notified of any newly created positions in the City, which
are not recognized by other bargaining units, including the City's initial determination regarding
bargaining unit status.
4
Local 2170 Contract
2009
Section D. The Union will provide a calendar of all regularly scheduled Executive Board meetings
the next calendar year in December of the preceding year to the Human Resources & Risk
"Management Administrator.
Section E. Changes to existing position classifications and position descriptions shall be forwarded
to the Union president and secretary ten (10) working days prior to the next regularly scheduled
Executive Board meeting. The Union shall respond to the changes, in writing within five (5) working
days of the meeting, unless an extension is mutually agreed upon.
Section F. An employee may request a position review for proper classification placement when
the employee believes that there has been significant change in duties and responsibilities of the
position. The request for review shall first go to the employee's supervisor, the Division and the
Department for review and comment. The Department shall forward the request to the Human
Resources Department within 30 days of the initial request. If the Department does not forward the
request within 30 days, the employee may submit the request directly to the Human Resources
Department. The Human Resources Department will notify the employee within 14 working days of
the disposition of the request. Request submitted by the August 1 deadline and subsequently
approved shall be included in the following year's budget. Those approved by the City Council shall
have an effective date of January 1 of that budget year. Any delays in implementation shall not affect
the implementation date and all pay shall be retroactive to the appropriate implementation date.
ARTICLE 2 - UNION MEMBERSHIP AND DUES DEDUCTION
action A. The Employer agrees to deduct from the paycheck of each employee, who has so
Nose
authorized it, the regular monthly dues uniformly required of members of the Union. The amounts
deducted shall be transmitted monthly to the Union on behalf of the employees involved.
Authorization by the employee shall be on a form approved by the parties hereto and may be
revoked by the employee upon request.
Section B. The Union will indemnify, defend, and hold the Employer harmless against any claims
made and against any suit instituted against the Employer on account of any actions by the Employer
in administering recognition, union membership and dues deduction.
Section C. The Union agrees to refund to the Employer any amounts paid to it in error on account of
the checkoff provision upon presentation of proper evidence thereof.
Section D. The Employer will furnish to the Local Union Treasurer the names of all new employees
in the bargaining unit as specified in Article 1, Section A, within five (5) working days of hire. The
Union will provide the Employer with notification of satisfaction of the affiliation provisions as
described in Article 1, Section A, of this Agreement.
Section E. The Union agrees to furnish the Employer with a list of Union Officers and Shop
Stewards and to maintain such list in a current status.
5
Local 2170 Contract
2009
ARTICLE 3 - HOURS OF WORK
Section A. Work Week
The work week shall consist of seven (7) days beginning immediately after 12:00 midnight on
Saturday and ending at 12:00 midnight the following Saturday. The regular work week shall consist
of forty (40) hours, exclusive of lunch, within the work week. Exceptions to this shall be alternative
work schedules, and work weeks which, when utilized, shall be reduced to writing and signed off by
the Employer, employee and the Union. The City or the employee may discontinue alternative work
schedules and work weeks in accordance with Article 3, Section C-3.
Section B. Work Day
A regular work day shall consist of not more than ten (10) hours, exclusive of lunch, unless otherwise
provided for through an agreed upon alternative work schedule.
Section C. Work Schedules
1. The normal work week shall be five (5) consecutive days of not more than eight (8) hours per
day, Monday through Friday, exclusive of the lunch period, except where the work day or work
week is different and accepted as a condition of employment or mutually agreed upon in
writing between the Union, employee and the Employer.
2. Employees may work flex-time or alternative work schedules, with prior supervisory approval.
Flexible work schedules shall be mutually agreed upon between the Employer and the
employee. All flex-time and alternative work schedules shall be reduced to writing and signed
off by the Employer, employee and the Union. Flex-time schedules, by example only, shall be
schedules that provide for daily or weekly adjustable work hours. Alternative work schedules,
by example only, shall be schedules that allow for schedules other than 5 consecutive days
(Monday through Friday) of 8 hours work.
3. Work schedule changes may be initiated by the Employer or the employee. When schedule
changes of thirty (30) days or more are initiated by the Employer, employees will receive
written notice of the change thirty (30) calendar days prior to the effective date of the change.
Except in emergency situations and situations that are unforeseen or unanticipated,
employees will receive written notice a minimum of two working days before all other schedule
changes initiated by the Employer. If written notice is not received as outlined herein the
employee shall receive pay at one and one-half (1 1/2) times their normal hourly rate for the
first shift worked on the new schedule. The City will not manipulate work schedules for the
sole purpose of avoiding the payment of overtime.
Work schedule changes initiated by the employee may take place immediately with the
concurrence of the supervisor, provided that the change does not create an undue hardship in
the department or disservice to the public.
4. Employees shall not work more than sixteen (16) consecutive hours during any consecutive
twenty-four (24) hour period.
6
Local 2170 Contract
2009
Section D. Meal and Rest Periods
Nii1. There shall be an unpaid meal period of not less than one-half (1/2) hour nor more than one
(1) hour during the regular workday. If an employee is required to work two (2) or more hours
beyond his or her regular work day the employee shall be entitled to an additional paid meal
period of one-half (1/2) hour. For each additional four (4) hour overtime increment beyond the
two (2) hours, the employee shall receive an additional meal period of one-half (1/2) hour. If
the employer furnishes meals, the employee shall eat them on his or her own time. Whenever
possible the meal period shall be scheduled near the middle of the workday.
2. Except in emergency situations, there shall be one fifteen (15) minute rest period during each
half of the workday whenever feasible. Emergency situations are defined as situations where
injury to persons, loss of life and/or serious public or private property damage are possible.
Section E. Clean-Up Time
Employees whose work requires personal clean-up prior to leaving the Employer's premises or job
site shall be allowed necessary time for doing so prior to meal breaks, but not to exceed five (5)
minutes, and the end of the shift, but not to exceed ten (10) minutes. Work schedules shall be
arranged so employees may take advantage of this provision where it is applicable.
ARTICLE 4 - OVERTIME
action A. Overtime
1. The Employer shall determine when and by whom overtime will be worked. Whenever
feasible, the Employer will request volunteers from among the employees with the requisite
skills to perform the work, before requiring employees to work overtime. Overtime
opportunities will be allocated as equally as possible among employees within a work unit.
2. Except as otherwise provided in this Article, all hours worked in excess of the employee's
scheduled workday, when worked upon the direction or approval of the employee's supervisor,
shall be paid at the rate of one and one-half (1 1/2) times the employee's straight-time hourly
rate or compensated by granting one and one-half (1 1/2) times the number of excess hours
worked as compensatory time. Overtime shall be based on compensated hours. The
employee shall make his or her choice (overtime pay or compensatory time) known to his or
her supervisor not later than the end of the work week in which the work was performed.
3. Compensatory time off, when granted, shall be at a time convenient to the employee and
consistent with the operating needs of the Employer. Compensatory time off shall be taken
under this Article as required by the Fair Labor Standards Act, if such continues to be
applicable to local government employees. Compensatory time banks shall not exceed 80
hours.
Each Department Administrator will determine the percentage of compensatory time cash out,
if any, to be applied uniformly department-wide. This cash out shall be paid on the final
paycheck of the year and communicated to the employees by November 15th
4. In computing overtime, the nearest one-quarter(1/4) hour shall be used.
Local 2170 Contract
2009
5. Employees required to work on a sixth consecutive day shall be paid at the rate of time anc
one-half (1 1/2). Employees required to work on a seventh consecutive day shall be paid at two
(2) times their regular rate of pay. There is no eighth, ninth or tenth day. Holiday, vacation,
sick leave and comp-time do not count as paid work when determining the seven consecutive
days. The employee will receive compensation at the rate of one and one-half (1 '/2) for time
worked on one day when he/she has worked six consecutive days. The employee will receive
compensation at the rate of double time (2X) for time worked one day when he/she has
worked seven consecutive days if the work is required.
Section B. Call-back Pay
Call-back shall be defined as all time worked in excess of a scheduled shift, which is not an extension
of that shift, and is unanticipated, unforeseen, and not a regular function of the employee's work
schedule. "Unanticipated, unforeseen" shall include, but not be limited to, work that is performed
where the employee has been notified after the conclusion of their regular work day and the work is
performed prior to the start of their next regular work day. Employees called back to work shall be
paid a minimum of two hours at the rate of two times (2x) their regular rate of pay. Recreation staff
involved in conducting scheduled recreation programs/events shall be excluded from this provision.
Employees who must attend regularly scheduled meetings after their normal work hours shall be paid
a one (1) hour minimum at the time and one-half(1 1A) rate.
Section C. Extended Overtime
Employees required to work four (4) or more hours beyond the end of their scheduled workshift shall
be paid at two times (2x) their regular rate of pay for all time worked beyond the first four hours of
overtime.
Section D. Shift Differential
A shift differential of $0.70 shall be paid for all hours worked by an employee when fifty percent
(50%) of his or her regular workday is between 12:00 midnight and 8:00 a.m. When such shift is
requested by the employee and approved by the Employer, this provision shall not apply.
Section E. Standby
The Employer reserves the right to establish a standby program. Based on service needs, each
department may establish a roster of qualified personnel who would be available for callback during
an emergency situation. Personnel identified as on standby shall be required to carry a pager device
and be able to respond immediately to callback situations without restrictions or impairments.
Employees on standby shall receive $2.00 per hour for hours spent in standby status. Standby
allowance shall be suspended upon callback and the provisions of Section B of this Article shall
prevail. Standby periods shall be determined by the Employer.
Qualified personnel shall be determined by the Employer and assigned by seniority on a rotationavov
basis. Every effort will be made to establish the roster on a volunteer basis. If insufficient volunteers
exist, placement on the roster shall be mandatory.
8
Local 2170 Contract
2009
Section F. Uniform Allowance
mployees in the Fire Inspector and Hazardous Material Specialist classifications shall receive a
uniform allowance of$200 per annum.
ARTICLE 5 - SICK LEAVE
Section A. Accrual
Sick leave is available for medical leave when an employee is absent as a result of personal illness
or injury; for family leave to care for the employee's dependent, child, parent or spouse when
medically necessary; or to provide medical care or supervision for the employee's child, under age
18, as provided by WAC 296-130, or any qualified FMLA covered reason.
1. Upon employment, new full time employees shall receive twenty-four(24) hours sick leave. At
the end of the first three months of full time employment an additional twenty-four (24) hours
sick leave shall be granted. At the completion of six full months of employment, employees
shall accrue sick leave at the rate of eight (8) hours per month. Employees who resign or are
terminated prior to completing six full months of employment shall reimburse the Employer for
any used but unearned sick leave.
2. Sick leave shall be prorated based on the employee's regularly scheduled weekly hours of
work, divided by 40.
Employees shall be allowed to use sick leave in increments of fifteen (15) minutes.
Section B. Sick Leave Cash Out
Cash payment of accrued, unused sick leave shall be made upon a PERS I employee's resignation,
retirement, discharge (unless discharge is a result of the employee's conviction of any criminal
statutes relating to or connected with his/her employment), or death. Such payment shall be limited
to 50% of accumulated but unused sick leave, to a maximum of 960 hours. In the event of death,
payment shall be made to the estate of the employee.
Employees hired on or after January 1, 1994, shall not be eligible for cashout of any accrued but
unused sick leave.
Section C. Long Term Disability Plan
All employees will be enrolled in an Employer-sponsored long-term disability plan with a benefit equal
to 60% of base salary after a maximum waiting period of 90 calendar days or exhaustion of sick
leave -- whichever is longer. The Employer will pay the premiums necessary to fund the benefits of
the plan.
Section D. Notification Requirements
'. Sick leave may be taken in lieu of vacation time whenever an employee is on vacation and
becomes sick or hospitalized. A doctor's certificate of the illness must be furnished by the
9
Local 2170 Contract
2009
employee in a timely manner to substantiate such sickness or disability. This exchange wi"
not alter the employee's scheduled vacation except by mutual agreement with the Employer.
2. The Employer may require a signed statement from the employee's doctor for absences of
three (3) days or longer or if the City reasonably suspects sick leave abuse.
3. An employee who will be out on sick leave must notify his or her immediate supervisor or other
designated person of the absence prior to the start of said leave, or as soon as possible.
Section E. Abuse of Sick Leave
Use of sick leave is restricted to the purposes set forth in Section A of this Article. Employees found
to be abusing sick leave privileges shall be subject to disciplinary action, pursuant to Article 16,
Section C.
ARTICLE 6 - HOLIDAYS
Employees shall receive holidays in accord with the following:
Section A. The following days shall be observed as legal holidays:
1. January 1 (New Year's Day)
2. Third Monday in January (Martin Luther King, Jr. Day)
3. Last Monday in May (Memorial Day)
4. July 4 (Independence Day)
5. 1st Monday in September(Labor Day) Nsialso
6. November 11 (Veterans' Day)
7. 4th Thursday in November(Thanksgiving)
8. 4th Friday in November(day after Thanksgiving)
9. December 25 (Christmas Day)
10. The day before Christmas shall be a holiday for 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.
11. Two personal holidays of employee's choice. (To be eligible for a personal holiday, an
employee must have been employed for at least six continuous months.) Personal holiday
may be used in 15 minute increments.
12. Any other day proclaimed by the Governor for all political subdivisions of the State; or by the
Mayor of the City.
Section B. Employees scheduled to work on a holiday shall receive one and one-half (1 1/2) times
their regular rate of pay for all hours worked on the holiday and, in lieu of the holiday the employee
shall be permitted to schedule an additional day off (up to 8 hours) with prior approval from his or her
supervisor or receive up to eight (8) hours holiday pay. The decision to grant holiday pay or a
compensatory day off shall be determined in advance.
Section C. Employees scheduled in advance to work on a holiday shall be scheduled for a minimum
of four (4) hours.
10
Local 2170 Contract
2009
Section D. When a holiday falls on a Saturday, the preceding Friday shall be observed as the
liday. When a holiday falls on a Sunday, the following Monday shall be observed as the holiday.
or employees regularly scheduled Saturday and/or Sunday, holidays shall be observed on the
actual holidays.
Section E. All regular part-time employees subject to the provisions of this Agreement shall receive
holiday leave at a pro-rated amount based on the number of hours scheduled in their work week
divided by forty (40) hours.
Section F. Holiday Leave Bank
Employees working a schedule other than five (5) consecutive days of eight (8) hours each shall
have any holiday (as defined in Section A) falling on a regularly scheduled day off, converted to
Personal Holiday hours. These Personal Holiday hours shall then be available for use (or to be sold
back to the City) just as normal Personal Holiday hours. Personal Holiday hours not used by the
employee by the end of the year (November/December) may be sold back to the City at the
employee's regular hourly rate.
ARTICLE 7 - VACATIONS
Section A. The following vacation benefits shall be provided:
Length of Service Days/Year Accrual Hours/Year
0 through 5 years 12 96
Nikse
6 through 10 years 18 144
11 through 15 years 21 168
16 through 20 years 24 192
21 and subsequent years 27 216
Regular part-time employees subject to the provisions of this Agreement shall be provided vacation
benefits at a pro-rated amount based on the number of hours scheduled in their workweek divided by
forty (40) hours.
Section B. Employees may use accrued vacation leave in increments of 15 minutes. The maximum
accumulation of vacation time for an employee shall not exceed twice the current annual accrual limit
as provided in above Section A.
Section C. Requests for vacation leave are subject to supervisory approval. Except in emergency
situations, requests for vacation leave shall be submitted in writing, at least the work day prior to the
requested time off. Vacation requests shall be responded to within one week unless submitted less
than two weeks in advance. For vacation requests submitted less than two weeks in advance, a
response within one working day after receipt is required.
slaw-
11
11
Local 2170 Contract
2009
ARTICLE 8 - BEREAVEMENT LEAVE
Up to three days with pay shall be allowed employees covered hereunder for bereavement for each
instance of a death of the employee's mother, father, legal guardian, spouse, child, mother-in-law,
father-in-law, sister, brother, brother-in-law, sister-in-law, grandchild, or grandparents. The number of
hours of bereavement leave allowed regular part-time employees covered by this Agreement shall be
adjusted to reflect the number of scheduled hours in their workweek. All requests for extended
bereavement leave shall be approved by the department head in advance.
ARTICLE 9 - 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.
Section A. Health Insurance
1. Medical coverage shall be provided in accord with the laws of the State of Washington, RCV
41.26.150. AFSCME Local 2170 agrees to continue participation in the REHBT and to identify ani
support cost containment measures.
2. The City will provide a medical/dental insurance plan for bargaining unit members and their
eligible dependents. The REHP includes medical, dental including orthodontia, prescription drugs
and vision coverage. The REHP requires twenty-five dollar($25) co-pays for specified medical
services, ten dollar/twenty dollar/forty dollar ($10/$20/$40) co-insurance for specified prescription
drugs and other benefits as outlined in the REHP document.
The City and Union agree to jointly manage the REHP during the term of this agreement. The
REHBT is comprised of the AFSCME Local 2170, other participating unions and the City, and will
meet at least quarterly to review the REHP including costs associated with the REHP.
Members of the REHBT are authorized to make changes in the REHP from time to time without
further concurrence from their membership or the City Council during the term of this agreement.
Each member union, (not bargaining unit), and the City shall have one vote when considering
proposed changes to the REHP.
Changes in the REHP will be determined by a majority of the votes cast by REHBT members. A tie
vote will result in no change in existing benefits.
The City will provide a 100% City paid (except for the existing $46.00 per month employee
contribution) self-funded plan through December 31, 2009. The City agrees to contribute 108% of
the 2008 premium toward funding the 2009 program. Bargaining unit members who currently are
covered by Group Health insurance may continue to be covered, however, City paid coverage will be
limited to 108% of the previous year's premium as outlined above for the self-funded plan. New
12
Local 2170 Contract
2009
members or current members who change to Group Health will be required to pay the difference
,3tween the Group Health premium and the associated premium for similar coverage under the
City's self-funded plan as well as the respective employee contribution.
The City and the Union recognize the program costs may exceed an 8.0% annual increase during the
term of this agreement. If so, the REHBT will meet and decide what action, if any, is necessary to
address program costs. If costs exceed 8.0% and the REHBT cannot agree on program changes to
reduce the increase to at least 8.0%, then the Union and the City will each pay fifty percent (50%) of
the premium increase above 8.0%.
RENTON EMPLOYEES' HEALTH PLAN BOARD OF TRUSTEES — Includes members of each
participating Union. Each union will have a maximum of one (1) vote, i.e. the Firefighter Union has
two (2) bargaining units but only receives one (1) vote on the REHBT. The City only receives one (1)
vote also. If all bargaining units participate the voting bodies would be as follows: AFSCME-2170;
Firefighters-864; Police Guild and the City for a total of four(4) votes.
PREMIUM — The self-funded plan is fully paid (including employee contribution of $46.00 per month)
in 2009. Increase by up to 8.0% in 2009. Example — Premium equals $100 ($96 from the City and
$4 from the employee) in 2008. City would pay up to $108 in 2009. If there is no increase, or less
than a 8.0% increase in premium in 2009, the premium for 2009 would still be calculated as if there
was a 8.0% increase in 2009.
PLAN CHANGES —The members of the REHBT shall have full authority to make plan design
ranges without further concurrence from bargaining unit members and the City Council during the
Me of this agreement.
VOTING —A tie vote of the REHBT members related to a proposed plan design change will result in
continuing the current design. If no agreement can be reached on design changes and cost
increases exceed the City's agreed contribution, then the additional cost will be split 50/50 by the City
and the Members. Example — City takes first 8.0%; Cost increases 15.0%; City pays 50% of the
additional 7.0% and members pay 50% of the additional 7.0%.
SURPLUS — Any surpluses 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.
Section B. Life Insurance:
1. Employer-paid term life insurance policy equal to employee's annual base salary plus
longevity, to nearest $1,000, including double indemnity and limited to a maximum benefit of
$50,000 is provided.
2. Each employee's spouse shall receive a $1,000 group term life insurance policy.
3. Each employee's dependent shall receive a $1,000 group term life insurance policy.
rrr
13
Local 2170 Contract
2009
ARTICLE 10 - JURY DUTY
When an employee is called for jury duty or is subpoenaed as a witness in any
litigation/administrative hearing process in which the employee is not a party, such time shall be
considered as time worked and paid at the appropriate salary level of the employee. Employees
shall be required to give reasonable advance notice of such subpoena or other legal requirement to
appear and provide the City with a copy of the subpoena or other legal document requiring the
employee's presence. The copy of the subpoena or legal document will be given to the City in
advance of the hearing or jury duty or if that is not possible, then the copy must be furnished within
72 hours after the hearing or jury duty date. All monies received as witness or jury fees must be
signed over to the City excluding any mileage/expense reimbursements. Employees will be required
to call their supervisor when less than a normal workday is required by jury or witness duty. The
supervisor shall determine if the employee shall be required to report to work and shall take into
consideration the travel time of the employee.
ARTICLE 11 - EDUCATION AND CONFERENCE
Section A. Employees will be granted reasonable amounts of time off and financial reimbursement
for attending training programs whenever such training is work-related and attendance is required by
the Employer.
Section B. Employees who conduct authorized, official City business or participate in conference
as official representatives of the Employer while outside the City shall be reimbursed for all valid
business expenses.
Section C. The Employer is committed to the principle of training for all employees. Whenever
feasible, training shall be made available for each employee within a classification within a division to
prepare them to perform all the job duties associated with that classification. Equal access to training
opportunities to the extent that operational requirements permit shall be provided.
ARTICLE 12 - SALARIES
Section A. Effective January 1, 2009, salaries shall be increased by 5.5%.
Section B. All anniversary step increases shall begin being paid upon the payday following the
anniversary date and thereafter during the life of this Agreement.
ARTICLE 13 - LONGEVITY
Section A. Employees shall receive monthly longevity pay in accordance with the following scale:
Years of Service
5 years 2.0% of the monthly Grade a13, step E
10 years 3.0% of the monthly Grade a13, step E
15 years 4.0% of the monthly Grade a13, step E
20 years 5.0% of the monthly Grade a13, step E
25 years 6.0% of the monthly Grade a13, step E
14
Local 2170 Contract
2009
gular part-time employees covered by this Agreement shall receive a pro-rated amount of this
scale based on the number of hours scheduled in their workweek.
Section B. Longevity allowances shall begin being paid from the beginning of the payperiod
following the anniversary of the employee's original date of hire, unless an adjusted longevity date
has been established due to periods of absence, wherein longevity accruals are suspended.
ARTICLE 14 - DEFERRED COMPENSATION
The Employer shall make a deposit equal to two percent (2%) of each eligible employee's base wage
into a deferred compensation account selected by the employee from the accounts provided by the
City, each pay period.
ARTICLE 15 - PAY PERIOD
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 25th
day of each month. If the 10th or 25th 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.
If an employee is leaving on vacation, an early check request authorized by the immediate supervisor
may be granted provided the check has been processed and is ready for disbursement.
ARTICLE 16 - MANAGEMENT RIGHTS
Subject only to the limitations expressly stated in this Agreement, the Union recognizes the
prerogative of the Employer to operate and manage its affairs in accord with its responsibilities,
powers, and authority, including but not limited to the following:
A. The right to establish reasonable work rules.
B. The right to schedule overtime in a manner most advantageous to the Employer.
C. The right to discipline and/or discharge employees for just cause.
D. The right to determine work schedules, to establish the methods and processes by which work
is to be performed.
Further, it is understood by both parties that every incidental duty connected with operations
enumerated in a job description is not always specifically described.
ARTICLE 17 - UNION ACTIVITIES
Section A. With prior notice, the Employer will grant employees who are Union officials reasonable
time off with pay for the purpose of attending scheduled meetings with City officials. In addition, the
Shop Steward or alternate Shop Steward and/or one Union official will be granted reasonable time off
with pay by the immediate supervisor to investigate grievances. Notwithstanding the above, only two
iployees per work section shall be released to attend Union meetings during the workday.
some
Section B. The designated Staff Representative of the Union shall be allowed access at all
reasonable times to all facilities of the Employer wherein the employees covered under this contract
may be working. Access shall be granted for the purpose of conducting necessary official local
15
Local 2170 Contract
2009
Union business and investigating grievances; provided there is minimal interruption to normal wore
processes.
Section C. The Employer shall permit the reasonable use of bulletin boards, e-mail, and interoffice
mail by the Union for the posting of notices or communications relating to official Union business.
Section D. Union officials may request reasonable time off with pay to attend training that is
beneficial to both labor and management. Approval will be at the discretion of the employee's
Department Administrator or designee for the scheduling of time, the appropriateness of the leave
shall be at the discretion of the Human Resources Department.
ARTICLE 18 - LABOR/MANAGEMENT COMMITTEE
The Employer and the Union agree that a need exists for closer cooperation between labor and
management, and that from time to time suggestions and complaints of a general nature affecting the
Union and the Employer need consideration. To accomplish this end, the Employer and the Union
agree that not more than three (3) authorized representatives of the Union shall function as one-half
of a Labor/Management Committee; the other half being not more than three (3) representatives of
the Employer named for that purpose. The parties agree to allow expanded participation in
Labor/Management Committee discussions, when necessary, by mutual agreement. Said committee
shall meet as requested by either party for the purpose of discussing and facilitating the resolution of
all problems which may arise between the parties other than those for which another procedure is
provided by law or by other provisions of this Agreement. It is understood and agreed that the
purpose of this committee does not include the hearing of formal grievances brought under theme
provisions of Article 23 of this Agreement.
ARTICLE 19 - WORK STOPPAGES AND EMPLOYER PROTECTION
Section A. The Employer and the Union agree that the public interest requires efficient and
uninterrupted performance of all City services and to this end pledge their best efforts to avoid or
eliminate any conduct contrary to this objective during the term of this Agreement or any extension
mutually agreed upon. Specifically, the Union shall not cause or condone any work stoppage
including any strike, slowdown, non-bona fide sick leave absence, refusal to perform any customarily
assigned duties, refusal to cross a picket line on City premises (unless same is
sanctioned by the King County Labor Council), or other interference with City functions by employees
under this Agreement. Any concerted action by any employee in any bargaining unit shall be
deemed a work stoppage if any of the foregoing activities has occurred. Should any such activity
occur, the Union agrees to take appropriate action immediately to end such interference.
Section B. Upon notification in writing by the Employer to the Union that any of its members are
engaged in a work stoppage, the Union immediately shall order, in writing, such members to cease
engaging immediately in such work stoppage and shall provide the Employer with a copy of such
order. In addition, a responsible official of the Union shall publicly order such Union employees to
cease engaging in such a work stoppage.
Section C. Regardless of any penalty to which the Union is subject under this section, any employe
,00
who commits any act prohibited in this section may be subject to the following penalties:
1. Oral reprimand
2. Written reprimand
16
Local 2170 Contract
2009
3. Suspension (notice to be given in writing)
.„ 4. Discharge
It is understood that these penalties are not necessarily sequential. Disciplinary action resulting from
violation of this Article will be tailored to the nature and severity of the offense.
ARTICLE 20 - NON-DISCRIMINATION
The Employer and the Union agree that they shall not discriminate against any employee because of
race, color, creed, gender, physical sensory, mental disability, sexual orientation, national origin, age,
marital status, union affiliation, non-affiliation or union activities as sanctioned by this contract.
ARTICLE 21 - EMPLOYMENT PRACTICES
Section A. Seniority
For the purposes of this Article, seniority shall be defined as an employee's length of continuous full-
time service with the Employer. Continuous service shall be broken by separation from the
Employer's service, except as provided for in Section F of this Article.
Section B. Posting of Vacancies
Whenever the Employer determines to fill a vacant bargaining unit position the Employer will
;tribute an announcement in advance giving notice of the vacancy to Union Stewards for posting on
Me Union bulletin board for ten working days. Vacancies may be posted as promotional or
competitive. Any City employee may apply for a vacant position. All bargaining unit employees who
apply and meet the minimum qualifications shall be tested in accordance with existing testing
processes.
1. Promotional vacancies are not open to outside applicants.
2. Competitive vacancies are open to City employees and outside applicants.
Section C. Selection Process
1. Testing Procedure. The filling of vacancies will be done in an objective, fair and impartial
manner. The Employer agrees not to pre-select employees. The Employer will determine the
testing procedure which may include written, practical and oral examinations. Selection
criteria will bear a direct relationship to job performance and constitute bona fide occupational
qualifications necessary to properly and efficiently function in the position. All applicants will
receive the same test and be informed of the passing point for the exam.
2. Process Review. In the event that a bargaining unit applicant is not selected, that employee
may request, and shall be given, his or her broken down score and placement according to
test results in writing.
Section D. Eligibility Lists
The names of candidates with passing scores shall be placed on a list in the rank order of their
examination score. The appointing authority shall make a selection from among the top five
17
Local 2170 Contract
2009
candidates. In the event there are fewer than five and more than one candidates on th'
eligibility list, the selection process shall be completed from the candidates.
2. If the same position or another in the same job classification with substantially similar duties
should become vacant within six months of the date the eligibility list was established,
selection of another appointee from the eligibility list may be made.
3. The Employer will notify the Union when an eligibility list expires or is retired.
Section E. Promotional Opportunities
Whenever a promotional opportunity within the bargaining unit is created through the conversion of
an existing filled position to a new classification with higher duties, the Employer shall give
employees within the same classification and section as the position to be re-structured an
opportunity to bid for the promotion.
The Employer will distribute an announcement giving notice of the promotional opportunity to the
Union President and employees in the same classification and section as the position to be
restructured.
Eligible employees may bid for the position by submitting an Employment Application within the ten
(10) day posting period. The Employer will award the promotion to the most qualified employee.
This process does not apply to reclassifications which are the result of gradual changes to the duties
of one or more positions over a period of time.
Section F. Lay-Off and Recall
The Employer shall retain the right to determine whether lay-offs are necessary and in which
department(s)/division(s) and classification(s) they will occur.
For the purpose of lay-offs, seniority, except in the initial lay-off situation, shall be defined as an
employee's length of continuous service with the City in a regular, full-time or part-time position.
Classification shall be defined as a job class with a distinct class title and a unique class number and
payroll class code.
No lay-off or reduction to a lower classification shall be executed so long as there are non-regular
employees, whether full-time or part-time, serving within the affected classification in a specific
department/division.
In the event of a lay-off, for any reason, employees shall be laid off from their department or major
division in the inverse order of their seniority in the classification in which the work force is being
reduced.
An employee who is laid off may exercise his/her seniority rights to replace another employee in th
same or different department/division in an equal or lower classification series in which the employe
llir
works or has previously achieved regular employee status, provided such employee has greater
seniority than the employee whom he/she seeks to replace, and provided the replacing employee is
qualified to perform the work without further training. The requirement to have previously worked in a
18
Local 2170 Contract
2009
^lassification shall not be required for employees bumping down to a lower compensated position
thin a recognized series (i.e. Maintenance Service Worker, Fire Inspector).
The names of employees who are laid off shall be placed on a reemployment list for a period of two
(2) years. Whenever there is a recall during the life of the reemployment list, employees who are still
on the reemployment list shall be recalled in the inverse order of their lay-off, to
the classification from which they were laid off or to a lower classification in which they previously
achieved regular employee status with the City, provided they are qualified at that time to perform the
work in the classification to which they are recalled without further training.
If an employee is recalled or bumps to a position in a lower rated classification, he/she shall have the
right to return to the classification held prior to being laid off in the event a position in that
classification subsequently becomes available, provided he/she is qualified at that time to perform the
work without further training. Returning to an original classification shall be done in inverse order of
layoff, in connection with the recall rights established in this Article.
The Employer shall not hire new employees in classifications represented by the Union as long as
there are still employees on the reemployment list who are qualified at the time a position becomes
available to perform the work of the position and are willing to be recalled to said classification.
Employees who are eligible for recall shall be given ten (10) working days' notice of recall. Recall
notice shall be sent by registered mail with return receipt requested. A copy of the notice shall be
sent to the Union.
he employee must notify the affected department head within five (5) working days of receipt of the
recall notice of his/her intention to accept the position offered. It is the employee's responsibility to
notify the City Human Resources & Risk Management Department of change of address and
telephone number.
An employee who refuses to accept a recall or who accepts a recall but fails to appear without notice
approved by the City at the date and time agreed upon shall be removed from the reemployment list
and shall forfeit all future rights of recall.
An employee who has been laid off shall retain seniority as of the date of lay-off and shall begin
accumulating additional seniority when called back to work, providing the elapsed time of lay-off does
not exceed two years.
Section G. Demotion
The term "demotion" as used in this provision means the involuntary reassignment of an employee
from a position in one job classification to a lower paying position in another job classification. In any
case involving demotion, the employee shall have the right to due process. The Employer reserves
the right to demote an employee when he/she is physically or mentally unable to perform the duties
of his/her particular position. When the disability is overcome, the employee shall return to his/her
original classification.
19
Local 2170 Contract
2009
ARTICLE 22 - PROBATIONARY PERIOD
Section A. New employees shall serve a probationary period during their first twelve months of
employment. During this time, they are considered "At Will" employees and serve at the pleasure of
the Employer. Employees terminated during their first twelve months of employment shall not have
recourse to the grievance procedure.
Section B. Existing City employees who are promoted shall serve a six month probationary period.
In the event a promoted employee fails to pass probation, the employee shall be eligible to return to
his/her previous position, if it has not been filled. If the position has been filled, the individual will
then be eligible for re-appointment under the provision of Article 21, Section F. Layoff & Recall. A
probationary period will be required.
ARTICLE 23 - GRIEVANCE PROCEDURE
Section A. Grievance is hereby defined as the question or challenge raised by an employee or the
Union as to the correct interpretation or application of this Agreement by the Employer. It is the
purpose of this clause to provide the employees and the Union with an orderly and effective means
of achieving consideration of any grievance, which may arise during the life of this Agreement. For
this purpose, the following steps are agreed upon as the appropriate order of contact:
Step 1. An employee and/or his/her Union representative must present a grievance within fifteer
(15) working days of occurrence or when the Union or employee knew or should havbw
known of the occurrence to the official of the Employer most immediately involved. If,
however, the grievance concerns a payroll matter involving the computation of the
employee's wages the grievance must be presented within thirty (30) calendar days of
occurrence or when the Union or employee knew or should have known of the
occurrence. The parties shall have five (5) working days to resolve the grievance.
Step 2. If not resolved at Step 1, the employee (grievant) shall refer the matter in writing to the
Union Grievance Committee for investigation and determination of whether the grievance
shall be advanced. Advancement or settlement of a grievance beyond Step 1 of the
Grievance Procedure shall be the sole authority of the Union Grievance Committee. The
Grievance Committee shall be given reasonable time off with pay for this purpose.
Step 3. The employee and/or Union representative shall present the grievance within 20 working
days of the Step 1 response in writing to the head of the employee's department. The
Department Administrator shall attempt to resolve the matter within 10 working days of
the receipt of the written grievance.
Step 4. If not resolved by the Department Administrator, the grievance shall be presented, in
writing, together with all pertinent materials to the Mayor within ten (10) working days.
The Mayor, or designated representative shall schedule a meeting with the Union for the
purpose of hearing and reviewing the merits of the grievance. The Mayor, or designated
representative, shall attempt to resolve the grievance within ten (10) working days o
receipt of the material.
20
Local 2170 Contract
2009
Step 5. In the event that the grievance is not resolved by the Mayor, the matter may, within
fifteen (15) working days after the Mayor's decision has been rendered, be referred by
either party to the arbitration process. If the matter is not referred to arbitration within this
period, it shall be considered resolved.
If referred to arbitration: (1) the arbitrator's decision shall be final and binding, (2) the
arbitrator shall be empowered to render a decision based on interpretation of the contract
only and shall not add or delete from the provisions of this Agreement, (3) the arbitrator
shall render a decision within thirty (30) days of hearing, (4) the arbitrator shall be
selected by a joint request of a list of names (Washington and Oregon only) from the
Federal Mediation and Conciliation Service (F.M.C.S.). Upon receipt, the parties shall
eliminate names alternately until one name remains, (5) it is agreed that the costs shall
be borne equally between the parties with the exception that if the matter is a question of
procedural arbitrability, the losing party shall bear all expenses for the services of the
arbitrator. Except as provided above, each party shall be responsible for paying their own
costs and fees incurred in the matter.
Section B. The following procedure shall be observed if the Employer files a grievance against the
Union for an alleged violation of the contract:
Step 1. The Mayor or his/her designated representative shall present the grievance in writing to
the Union Staff Representative within 10 days of occurrence. The Union shall attempt to
resolve the matter within thirty (30) days of receipt.
Step 2. If the matter is not satisfactorily resolved at Step 1, the Employer may within fifteen (15)
working days refer the matter to arbitration using the procedure outlined in Section A,
Step 5.
Section C. Written submissions shall include the specific article(s) of the contract, which were
allegedly violated, the specific facts and the remedy sought. Grievances shall be properly filed and
processed within the timetables outlined at each step. If these timetables are violated by the Union,
the grievance shall be deemed waived. If violated by the Employer, the grievance shall be advanced
to the next step. Through mutual agreement, the parties may put timelines on abeyance or extend
them for a set period of time.
ARTICLE 24 - HEALTH, SAFETY AND PRODUCTIVITY
Section A. All work shall be done in a competent, productive and professional manner. Work shall
also be done, in accord with State, Federal and City safety codes and with ordinances and rules
relating to this subject.
Section B. It shall not be considered a violation of this Agreement if any employee refuses to work
with unsafe equipment, where adequate safeguards are not provided, or when the facilities and
services are not being maintained in a reasonably sanitary condition. It shall be a requirement of the
.mployee to immediately report all unsafe conditions in accordance with the procedures established
the employee Safety Committee to his/her supervisor upon becoming aware of those conditions.
In addition to the Departmental Representatives, Local 2170 shall have a designated member on the
Safety Committee as appointed by the Local Executive Board.
21
Local 2170 Contract
2009
Section C. Where necessary, employees furnished rain gear by the Employer will be provided up t
one (1) set of new rain gear annually, provided that new rain gear will not be issued until used ram
gear is returned by the employee to the appropriate supervisor.
Section D. The Employer shall provide custodial services to employee restrooms and lunchrooms to
insure sanitary conditions.
Section E. Regular employees in positions requiring Safety Shoes or Steel Toed Boots shall be
entitled to $125 reimbursement annually for the purchase of shoes or boots. Reimbursement can be
provided on a more frequent basis if deemed necessary by the immediate supervisor based upon the
nature of the work assignment.
ARTICLE 25 - SAVINGS CLAUSE
If any Article of this Agreement or any addenda thereto 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 should not be affected
thereby and the parties shall enter into immediate collective bargaining negotiations for the purpose
of arriving at a mutually satisfactory replacement of such Article.
ARTICLE 26 - ENTIRE AGREEMENT
Section A. The Agreement expressed herein in writing constitutes the entire Agreement betwee'
the parties is intended to replace the prior agreement and no oral statement shall add to d
supersede any of its provisions.
Section B. 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 and opportunity are set forth in this Agreement. Therefore,
unless otherwise agreed, the Employer and the Union, for the duration of this Agreement, each
voluntarily and unqualifiedly agree to waive the right to oblige the other party to bargain with respect
to any subject or matter not specifically referred to or covered in this Agreement.
Section C. All wages and/or benefits being received prior to this contract by members covered in
this Agreement shall not be reduced except where specifically modified by this Agreement.
ARTICLE 27 - PRIORITY OF FEDERAL, STATE AND CITY LAWS
It is understood and agreed by and between the parties that in negotiations and collective bargaining
and in the administration of all matters covered by this Agreement, the parties hereto and the City
employees are governed by the provisions of applicable State laws, City Ordinances and
Resolutions. If there is a conflict between any provision of this Agreement and State law, the latter
shall prevail. Provided, however, the Employer agrees that no Ordinance or Resolution shall modify
or change any article or section of this Agreement during the life of said Agreemen'
22
Local 2170 Contract
2009
ARTICLE 28 —VOLUNTEERS
The City and Union agree that volunteer programs can be mutually beneficial to the City, employees
and citizens of Renton. The parties recognize that volunteer programs provide a sense of community
involvement and require a commitment of time and service on behalf of the volunteer. To that end,
the City is committed to working in partnership with the Union to build successful volunteer programs.
The use of volunteers will not supplant bargaining unit positions. No bargaining unit member shall be
laid off as a result of volunteer programs.
The City and the Union will meet in a labor-management forum and come to mutual agreement prior
to implementing any new volunteer programs.
ARTICLE 29 — DISCIPLINE
The City shall not discipline or discharge an employee without just cause. Employees shall be given
the opportunity to have a Union Representative present at meetings where disciplinary proceedings
will take place.
The city agrees with the principles of progressive discipline. Disciplinary action generally includes the
;g1lowing progressive steps:
1. Oral reprimand (which shall be reduced to writing although not placed in the employee's
personnel file)
2. Written reprimand
3. Suspension
4. Discharge
Disciplinary action will be tailored to the nature and severity of the offense. Management maintains
the right to take disciplinary action, as they deem appropriate.
ARTICLE 30 - LEAVE DONATION
A Leave Donation Program has been established to assist employees faced with a serious medical
illness or injury to themselves or an immediate family member. The Leave Donation Program allows
employees to voluntarily transfer accrued vacation, compensatory time and personal holiday hours to
another eligible employee within the Local #2170 bargaining unit who has exhausted all other paid
leave due to a FML-eligible serious health condition.
ELIGIBILITY
Only probationary or regular status employees within the Local #2170 bargaining unit are eligible and
may donate and receive leave. The Donated Leave Program is available to all eligible employees as
defined above across all departments.
*krurther eligibility requirements are as follows:
23
Local 2170 Contract
2009
Donating Employee - To qualify as a donating employee, an employee must be a
probationary or regular-status employee working half-time or greater and have sufficient
vacation, compensatory time or personal holiday accrued to cover donated time.
Requesting Employee - The requesting employee must be on an approved leave under the
Federal Family and Medical Leave Act. The employee must also demonstrate a need of at
least 40 hours of donated leave.
The period in which an employee may receive donated leave is the period of Family and
Medical qualified leave which would otherwise be unpaid because leave balances have been
reduced to zero. Employees may not receive workers compensation benefits prior to, or while,
receiving donated leave.
QUALIFYING EVENT
To receive donated leave, an employee must apply for and receive approval for leave under the
Family and Medical Leave Policy. Employees may request leave for a serious health condition
affecting themselves, their spouse, parent, child, stepchild or some one with whom the employee has
an "In Loco Parentis" relationship. Donated leave may not be used for parental leave following the
birth or placement of a child for adoption or foster care.
SERVICE ACCRUALS AND OTHER BENEFITS
Donating employees may donate accrued vacation, compensatory time or personal holiday leave.
Donated vacation, compensatory time or personal holiday leave will be converted on a straight hour-
for-hour basis to the recipient employee's sick leave account. Donated hours can only be credited for
subsequent use. Any hours donated after the payroll cut-off shall not be retroactively applied.
The donated leave, when converted, will be treated and utilized as sick leave for all purposes. If the
donated sick leave is unused when the employee returns to work, the recipient employee will retain
any balance remaining (as regular sick leave).
Employees, while using donated leave on an approved Family Medical Leave, will continue to be
eligible for City-paid health benefits.
PROCEDURES
Requesting Employee:
Any eligible employee may request a donation of hours by completing the Request to Receive
Donated Leave form (see Appendix C). If such employee is not capable of making application on
their own behalf, a personal representative may make written application for the employee. Consent
shall be obtained from the employee before application is made on behalf of that employee or, in
situations where this is not possible, the recipient's guardian. This form is obtained by contacting the
Human Resources and Risk Management Department (HR & RM).
Requests for leave donation must be submitted to the Human Resources and Risk Management
Department, in conjunction with the Family and Medical Leave Act (FMLA) application when possible.
24
Local 2170 Contract
2009
'n order for the timely transfer of leave, forms must be submitted in the most immediate manner
ssible. Donated leave may only apply to time that would otherwise be unpaid during an approved
Family Medical Leave. The request for donated leave will be reviewed in a confidential and objective
manner. All determinations made by HR & RM regarding qualification for donated leave are final.
Each request shall provide the following information concerning the potential leave recipient:
• Name, Employee Number, Department, Work Location, Work Phone, Supervisor's
name, and Employment Status;
• Certification from the attending physician or other applicable health care provider with
respect to the qualifying condition submitted with the FML application; and
• Any additional information that may be required to verify the information in the leave
recipient's request.
The recipient must have exhausted all accumulated leave including compensatory time; personal
holiday, vacation, and sick leave prior to using any donated leave hours. If it can be shown by the
requesting employee that during the anticipated period of disability all accrued leave will be
exhausted, the request may be made prior to the actual disabling event. The recipient must not be
eligible to receive workers' compensation benefits. The recipient employee may receive up to a
maximum of 480 hours, or twelve-week full-time equivalent, donated leave. The maximum eligible
"ours of donated leave will be reduced by the hours, which are paid by the employee's leave
„,,;glances.
The recipient may exercise their option under the program in any 12-month period. The City will
determine eligibility under this provision by the use of the "rolling 12-month” basis, in which the 12-
month period is measured backward from the date the Family Medical Leave request is effective.
Donating Employee:
Applicable paid leave may be donated within 14 calendar days from the date of the "Posted" notice of
request for donations. Subsequent postings may be utilized for any additional needs. Hours are
donated by completing the Request to Donate Leave form as shown in Appendix D, and must be
submitted to HR & RM as indicated on the posted notice.
Leave may be donated in increments of one hour.
HUMAN RESOURCES & RISK MANAGEMENT RESPONSIBILITY
Requests:
Notification of determination of approval or denial will be made within seven calendar days of receipt
of a request. The determination will be completed by HR & RM staff.
the request is approved, the employee will be notified of the decision, the maximum amount of
donated leave time the employee may receive, and the effective date. See Appendix F for an
example.
25
Local 2170 Contract
2009
If the request is denied, the employee is notified of the decision by letter. See Appendix G for an
example of this letter. Neal
The request is filed in the employee's Family Medical Leave file with the final decision and all
supporting documentation.
Donations:
HR & RM will generate the Request for Donation of Leave notice to be posted. See Appendix E for
an example.
DEPARTMENT RESPONSIBILITY
Due to the emotional atmosphere and high sensitivity surrounding these employee health conditions
and issues, it is extremely important to respect each employee's decision to donate or not donate. It
is not acceptable or appropriate to pressure, intimidate otherwise attempt to convince any employee
to take action in a donation issue that is not of the employee's own volition. Each department will be
responsible for making sure that all requests get posted and/or distributed for all employees to see.
Additionally, each department will have Request to Donate Leave forms available for those
employees who wish to donate to the recipient. All such forms offering to donate leave shall
immediately be submitted to HR & RM.
PAYROLL RESPONSIBILITY
err `
Payroll reduces the donor's vacation, compensatory time, and/or personal holiday balances
according to the approved request forms submitted by the Department. Payroll will notify the donor
of the transfer of leave. Payroll shall retain the Donation Request from each employee for an audit
trail.
Upon notification of the donation of hours, Payroll will credit the receiving employee's record with the
authorized hours. The hours shall be credited as sick leave. A copy of the approved leave report
shall be retained in the Payroll Department.
26
Local 2170 Contract
2009
ARTICLE 31 - DURATION
This Agreement shall become effective January 1, 2009, and shall remain in full force and effect until
and through December 31, 2009.
Signed this day of , 2008 at Renton, Washington.
LOCAL 2170, WASHINGTON STATE
COUNCIL OF COUNTY AND CITY
EMPLOYEES, AMERICAN FEDERATION OF
STATE, COUNTY, AND MUNICIPAL
CITY OF RENTON EMPLOYEES, AFL-CIO.
Denis Law, Mayor Pat Miller, Local 2170 President
Nancy Carlson, Human Resources & Risk Ethan Fineout, Staff Representative,
Management Administrator Washington State Council of County and City
Employees
Negotiating Team: Negotiating Team:
Michael R. Webby, Consultant Paul Baker, 1st Vice President
Eileen Flott, Human Resources Manager Jayson Grant, Member
Marty Wine, Assistant Chief Administrative Jennifer Jorgenson, Secretary
Officer
Robin Robertson, Risk Manager Timothy Lawless, Member
Brian Sandler, Human Resources Analyst Mary Fullerton, Member
Teresa Phelan, Member
27
Local 2170 Contract
2009
ATTEST:
Bonnie I. Walton, City Clerk
Approved as to Form:
Lawrence J. Warren, City Attorney
,41110
28
Local 2170 Contract
2009
APPENDIX A
_, CLASSIFICATIONS REPRESENTED BY LOCAL 2170
Accounting Assistant I
Accounting Assistant II Accounting Assistant III
Accounting Assistant IV Accounting Supervisor
Administrative Secretary I Administrative Secretary II
Airport Maintenance Worker Assistant Airport Manager
Assistant Planner
Associate Planner Building Inspector/Combination
Building Inspector/Electrical Building Plan Reviewer
Business Systems Analyst Capital Project Coordinator
CDBG Specialist Civil Engineer I
Civil Engineer II Civil Engineer III
Code Compliance Inspector
Construction Inspector II Custodial Services Supervisor
Custodian
Data Base Technician Desktop Publishing Operator
Development Services Representative Economic Development Specialist
Engineering Specialist I Engineering Specialist II
Engineering Specialist III Facilities Coordinator
cilities Supervisor Facilities Technician
facilities Technician II Fire Inspector I
Fire Inspector II Fire Inspector III
Fire Inspector/Trainee Fire Plans Reviewer/Inspector I
Fire Plans Reviewer/Inspector II Fire Plans Reviewer/Inspector III
Fleet Management Technician Form/Graphic Technician
Golf Course Maintenance Worker I Golf Course Maintenance Worker II
Golf Course Maintenance Worker III Golf Course Operations Specialist
Grounds Equipment Mechanic
Hearing Examiner's Secretary
Housing Repair Coordinator Housing Repair Technician
HVAC Systems Technician Judicial Specialist
Judicial Specialist/Trainer Lead Construction Inspector
Lead Custodian Lead Golf Course Maintenance Worker
Lead Judicial Specialist Lead Maintenance Services Worker
Lead Office Assistant Lead Parks Maintenance Worker
Lead Vehicle& Equipment Mechanic Librarian
Library Assistant I Library Assistant II
Library Supervisor Library Technical Assistant
Lift Station Technician Maintenance Buyer
Maintenance Custodian Maintenance Services Worker I
Maintenance Services Worker II Maintenance Services Worker III
Mapping Coordinator Mechanic's Assistant
Multi Media Records Specialist Neighborhood Program Coordinator
''etwork Systems Specialist Network Systems Manager
fice Assistant I Office Assistant II
Office Assistant III Park Maintenance Supervisor
Parks Maintenance Worker I Parks Maintenance Worker II
Parks Maintenance Worker III Pavement Management Technician
Permit Technician Planning Technician I
29
Local 2170 Contract
2009
Planning Technician II Print&Mail Supervisor
Print&Mail Operator Pro Shop Assistant ,44,04
Probation Clerk Probation Officer
Program Development Coordinator I Program Development Coordinator II
Property Services Agent Purchasing Assistant
Records Management Coordinator Records Management Specialist
Recreation Program Coordinator Recreation Specialist I
Recreation Specialist II Secretary I
Secretary II Senior Network Systems Specialist
Senior Planner Senior Systems Analyst
Signal/Electronic Systems Assistant I Signal/Electronic Systems Assistant II
Signal/Electronic Systems Technician I Signal/Electronic Systems Technician II
Solid Waste Maintenance Worker Solid Waste Program Specialist
Street Maintenance Services Supervisor Systems Analyst
Services Desk Supervisor Traffic Maintenance Worker I
Traffic Maintenance Worker II Traffic Sign & Paint Supervisor
Transportation Planner
Utility/GIS Engineer Vehicle &Equipment Mechanic I
Waste Water Maintenance Services Supervisor Water Maintenance Services Supervisor
Water Meter Reader Water Quality/Treatment Plant Operator
Water Utility Maintenance Supervisor Water Utility Maintenance Technician
Communications Specialist I Communication Specialist II
Emergency Management Coordinator Energy Plans Reviewer/Permit Representative
Fire District Liaison Lead Building Inspector
Lead Code Compliance Inspector Lead Fire Inspector
Lead Maintenance Custodian Lead Water Utility Pump Station Mechanic
Neighborhood Program Assistant Payroll Analyst
Principal Civil Engineer—Transportation Division Property Services Specialist
Senior Economic Development Specialist Service Desk Technician
Water Utility Instrument/SCADA Technician
111
30
Local 21701 .act
2009
APPENDIX B
COLA
Union 5.5%
12 Mos Annual 12 Mos Annual 12 Mos Annual 12 Mos Annual 12 Mos Annual
Grade Status Position Title Step A Salary Step B Salary Step C Salary Step D Salary Step E Salary
UNION-LOCAL 2170
(5.5%Increase for 2009)
a34 6,725 80,700 7,061 84,732 7,416 88,992 7,786 93,432 8,176 98,112
a33 6,561 78,732 6,893 82,716 7,245 86,940 7,610 91,320 7,987 95,844
a32 Network Systems Manager 6,403 76,836 6,725 80,700 7,061 84,732 7,416 88,992 7,786 93,432
Principal Civil Engineer-Transportation Division
Utility/GIS Engineer
a31 6,242 74,904 6,561 78,732 6,893 82,716 7,245 86,940 7,610 91,320
a30 6,092 73,104 6,403 76,836 6,725 80,700 7,061 84,732 7,416 88,992
a29 Program Development Coordinator II 5,945 71,340 6,242 74,904 6,516 78,192 6,893 82,716 7,245 86,940
Mapping Coordinator
a28 Civil Engineer III 5,799 69,588 6,092 73,104 6,403 76,836 6,725 80,700 7,061 84,732
a27 5,658 67,896 5,945 71,340 6,242 74,904 6,561 78,732 6,893 82,716
a26 5,519 66,228 5,799 69,588 6,092 73,104 6,403 76,836 6,725 80,700
a25 Capital Project Coordinator 5,385 64,620 5,658 67,896 5,945 71,340 6,242 74,904 6,561 78,732
Civil Engineer II
Facilities Coordinator
Neighborhood Program Coordinator
Program Development Coordinator I
Property Services Agent
a24 Database Technician 5,253 63,036 5,519 66,228 5,799 69,588 6,092 73,104 6,403 76,836
Lead Building Inspector
Lead Construction Inspector
Lead Fire Inspector
Senior Economic Development Specialist
Senior Network Systems Specialist
Senior Planner
Senior Systems Analyst
Transportation Planner
a23 Assistant Airport Manager 5,127 61,524 5,385 64,620 5,658 67,896 5,945 71,340 6,242 74,904
Building Plan Reviewer
Business Systems Analyst
Engineering Specialist III
Fire Plan Reviewer/Inspector III
Pavement Management Technician
Property Services Specialist
Street Maintenance Services Supervisor
Waste Water Maintenance Services Supervisor
31
Local 2170 Contract 2009
Grade Status Position Title 12 mo Annual 12 mos Annual 12 mos Annual 12 mos Annual 12 mos Annual
Step A Salary Step B Salary Step C Salary Step D Salary Step E Salary
a22 Lead Code Compliance Inspector 5,003 60,036 5,253 63,036 5,519 66,228 5,799 69,588 6,092 73,104
Librarian
a21 Building Inspector-Electrical 4,879 58,548 5,127 61,524 5,385 64,620 5,658 67,896 5,945 71,340
Building Inspector/Combination
Civil Engineer I
Communication Specialist II
Construction Inspector II
Emergency Management Coordinator
Facilities Supervisor
Fire Inspector III
Park Maintenance Supervisor
Service Desk Supervisor
Signal/Electronics Systems Technician II
Systems Analyst
Water Maintenance Services Supervisor
Water Utility Maintenance Supervisor
a20 Associate Planner 4,759 57,108 5,003 60,036 5,253 63,036 5,519 66,228 5,799 69,588
Economic Development Specialist
Housing Repair Coordinator
Network Systems Specialist
a19 Accounting Supervisor 4,642 55,704 4,879 58,548 5,127 61,524 5,385 64,620 5,658 67,896
Code Compliance Inspector
Energy Plans Examiner/Permit Representative
Engineering Specialist II
a19 Fire Inspector II 4,642 55,704 4,879 58,548 5,127 61,524 5,385 64,620 5,658 67,896
Fire Plan Reviewer/Inspector II
HVAC Systems Technician
Lead Vehicle&Equipment Mechanic
Water Utility Instrumentation/SCADA
Technician
a18 CDBG Specialist 4,533 54,396 4,759 57,108 5,003 60,036 5,253 63,036 5,519 66,228
Development Services Representative
Lead Water Utility Pump Station Mechanic
Probation Officer
Recreation Program Coordinator
a17 Custodial Services Supervisor 4,419 53,028 4,642 55,704 4,879 58,548 5,127 61,524 5,385 64,620
Fire Inspector I
Fire Plan Reviewer/Inspector I
Library Supervisor
Maintenance Buyer
Service Desk Technician
Signal/Electronic Systems Tech I
Traffic Sign&Paint Supervisor
Water Quality/Treatment Plant Operator
(4" .-
Local 2170 Cot .2009
Grade Status Position Title 12 mo Annual 12 mos Annual 12 mos Annual 12 mos Annual 12 mos Annual
Step A Salary Step B Salary Step C Salary Step D Salary Step E Salary
a16 Assistant Planner 4,315 51,780 4,533 54,396 4,759 57,108 5,003 60,036 5,253 63,036
Lead Golf Course Maintenance Worker
Lead Maintenance Services Worker
Lead Park Maintenance Worker
Neighborhood Program Assistant
a15 Facilities Technician II 4,204 50,448 4,419 53,028 4,642 55,704 4,879 58,548 5,127 61,524
Grounds Equipment Mechanic
Lead Judicial Specialist
Lift Station Technician
Planning Technician II
Vehicle&Equipment Mechanic I
Water Utility Maintenance Technician
a14 Recreation Specialist II 4,106 49,272 4,315 51,780 4,533 54,396 4,759 57,108 5,003 60,036
a13 Engineering Specialist I 4,004 48,048 4,204 50,448 4,419 53,028 4,642 55,704 4,879 58,548
Facilities Technician
Print&Mail Supervisor
Signal/Electronics System Assistant II
Solid Waste Program Specialist _
a12 Communication Specialist I 3,909 46,908 4,106 49,272 4,315 51,780 4,533 54,396 4,759 57,108
Desktop Publishing Operator
Fire Inspector Trainee
Golf Course Maintenance Worker III
Maintenance Services Worker III
Multimedia/Records Specialist
Parks Maintenance Worker III
Traffic Maintenance Worker II
all Administrative Secretary II 3,812 45,744 4,004 48,048 4,204 50,448 4,419 53,028 4,642 55,704
Airport Maintenance Worker
Fleet Management Technician
Lead Maintenance Custodian
Payroll Analyst
Records Management Coordinator
Recreation Specialist I
al0 Form/Graphic Technician 3,719 44,628 3,909 46,908 4,106 49,272 4,315 51,780 4,533 54,396
Judicial Specialist/Trainer
Permit Technician
Probation Clerk _
a09 Accounting Assistant IV 3,627 43,524 3,812 45,744 4,004 48,048 4,204 50,448 4,419 53,028
Administrative Secretary I
Fire District Liaison
Library Assistant II
a09 Mechanic's Assistant 3,627 43,524 3,812 45,744 4,004 48,048 4,204 50,448 4,419 53,028
Planning Technician I
Records Management Specialist
Signal/Electronics Systems Assistant I
33
Local 2170 Contract 2009
Grade Status Position Title 12 mo Annual 12 mos Annual 12 mos Annual 12 mos Annual 12 mos Annual
Step A Salary Step B Salary Step C Salary Step D Salary Step E Salary
a08 Golf Course Maintenance Worker II 3,540 42,480 3,719 44,628 3,909 46,908 4,106 49,272 4,315 51,780
Golf Course Operations Specialist
Housing Repair Technician
Judicial Specialist
Lead Office Assistant
Maintenance Services Worker II
Parks Maintenance Worker II
Purchasing Assistant
Traffic Maintenance Worker I
a07 Accounting Assistant III 3,455 41,460 3,627 43,524 3,812 45,744 4,004 48,048 4,204 50,448
Hearing Examiner's Secretary
Library Technical Assistant
Maintenance Custodian
Print&Mail Operator
Secretary II
Water Meter Reader
a06 3,374 40,488 3,540 42,480 3,719 44,628 3,909 46,908 4,106 49,272
a05 Accounting Assistant II 3,289 39,468 3,455 41,460 3,627 43,524 3,812 45,744 4,004 48,048
Office Assistant III
Secretary I
a04 Golf Course Maintenance Worker I 3,211 38,532 3,374 40,488 3,540 42,480 3,719 44,628 3,909 46,908
Lead Custodian
Maintenance Services Worker I
Parks Maintenance Worker I
Pro Shop Assistant
Solid Waste Maintenance Worker
a03 Accounting Assistant I 3,132 37,584 3,289 39,468 3,455 41,460 3,627 43,524 3,812 45,744
Library Assistant I
Office Assistant II
a02 3,060 36,720 3,211 38,532 3,374 40,488 3,540 42,480 3,719 44,628
a01 Custodian 2,981 35,772 3,132 37,584 3,289 39,468 3,455 41,460 3,627 43,524
Office Assistant I
147
LONGEVITY SCHEDULE
LOCAL 2170
Completion of 5 Yrs 2%Step a13 E $98 per month
Completion of 10 Yrs 3%Step a13 E $146 per month
Completion of 15 Yrs 4%Step a13 E $195 per month
Completion of 20 Yrs 5%Step a13 E $244 per month
Completion of 25 Yrs 6%Step a13 E $293 per month
The City contributes 2%of employee's base wage per year to a deferred compensation account.
Local 2170 Contract
2009
APPENDIX C
I REQUEST TO RECEIVE DONATED LEAVE
THIS FORM MUST BE ATTACHED TO THE FAMILY AND MEDICAL LEAVE APPLICATION FORM
Please Type or Print
TO BE COMPLETED BY APPLICANT OR PERSONAL REPRESENTATIVE OF APPLICANT
Name(Last, First, MI) Employee Number:
Department Name: Work Location: Work Phone:
Employee Status:
p Full-Time p Part-Time Number of Hours Per Week:
Leave Balances at End of Last Pay Period:
Sick Comp Time Number of Hours of Leave without Pay
Anticipated For This Medical Event:
Vacation Personal Days
Optional: Brief summary of any information to be released in general City announcement:
5 GNATu�RE'.OF RECEIVING'EMP 'O :, =.z. , ''v :: Mh F
Signature Date
IGN TuR 0 tRs A *Epittsgpr Ii1lvgoF RECE INo,. MPLOY E;
Name- Please Print Relationship to Employee
Signature Date
:' ;:ON'ATURE`CW> E 001P*OY l 'S l ;.-,,:.M
Name- Please Print Phone Number
Signature Date
err
35
•
Local 2170 Contract
2009
"iC -.a.ta W, q� ti'... x,34. •+,d A'•:5;3v "ia�,- •;'li, i.3.,:. Ysi ,. • ..��� .y z�.,,w�y.6 ',2,z� Y,� � ;.o-,
INITIALS OF
PERSON
EVENT DATE STATUS PROCESSING
FML Request Received By HR
Medical Documentation Received
Request for Donated Leave Received
by HR
Accrued Leave Verified
Date Paid Leave Exhausted
End of FML Entitlement
Disability and Workers' Comp.
eligibility?
Payroll Notified
Notice Sent To Employee
s, ${ ' ' i �:% D �, ,.Yw. v.= c:n� Y"�:, T Y�:;Z ss,..v- ,�•.•x j :
Y�"cA ,�' ,.� .��1 � ;7��� '�, � ... �1 ..;k• Ya,`` ,L. .<'�:.�, �� >r,'.,, e.,""'¢,'�.,4 Vis;.
This Request is:
pprove Denied
*Maximum Amount of Donated Leave Eligible for Transfer:
Maximum Hours
HR Approval:
Date (Approved/Denied)
Original-Employee,FML File
cc: Payroll (If approved)
36
•
Local 2170 Contract
2009
APPENDIX D
REQUEST TO DONATE VACATION/PERSONAL HOLIDAY/COMP TIME
I request that vacation/leave/personal holiday/compensatory time be transferred to
(Receiving Employee's Name&Employee Number)
I have sufficient leave in my account to cover this amount. I understand that my decision to transfer
paid leave is irrevocable and that such leave may only be donated in increments of one hour.
Please T se or Print
`> c. ,. .. 1
Name (Last, First, MI): Employee Number:
Department Name: Work Phone:
I eave Balance(s) as of Amount of Total Hours
d of Last Pay Period: to be Transferred:
Vacation Hrs. Hrs.
Personal Holiday Hrs.
Comp Time Hrs.
ibrsf..;*.... �b"•L���.a„v..�'�C..�„`• .t. _Y+'..im�t. ?. 33'r::�� .^z'.,,F �`'Y. 44.-*A
Signature Date
.s»v.. >ti��`*a'.^ 'r,_i e q}+q: t x.•,a:._.."S'�R y :..na .a;.^'.. ,%*zr w H;,m '� .�
Leave Balance Verified and Requirements Met: Yes No
Signature HR Date
Amount of Leave to be Transferred:
Nowe Signature P/R: Date:
Original: Employee FML File
cc: Payroll, Donating Employee Personnel File
37
Local 2170 Contract
2009
APPENDIX E
Nis
�;.y �s +k. • ic,, i4.. _-:-T,. .,Ir',4,,Nt'4. le
414:447,40,::,:::;$,
sJII1iYPP!;;1, `u.c <. 'r`'3��'•'. e,4*,, i4q: i 4',Nerfli.:.. 1*4tt:):iDTWNUV.,!71.,..' 3.?. •:�''`a40-4"'''''''''''' �, e�
TO: ALL LOCAL 2170 EMPLOYEES
FROM: HUMAN RESOURCES DEPARTMENT
DATE: (CURRENT DATE)
Our fellow employee (NAME) is in need of your help. (NAME) has been approved for
an extended leave under the City's Family and Medical Leave policy due to an illness
of (self, spouse, child, or other family member). This situation has created a hardship
because all paid leave (sick, vacation, personal holiday and compensatory time) has
been exhausted. As a result, donated leave has been requested.
If you would like to donate 1 or more leave hours, please contact Human Resources
for a Request to Donate Leave form. Human Resources Department and Payroll will
work together to coordinate the transfer of leave hours.
All requests must be submitted within 14 calendar days from the date of this memo.
Thank you for your consideration.
lisioi
cc: Employee FML File
38
Local 2170 Contract
2009
APPENDIX F
TO: (EMPLOYEE)
(DEPARTMENT
FROM: Human Resources Department
DATE: (CURRENT DATE)
SUBJECT: REQUEST TO RECEIVE DONATED LEAVE
We are pleased to inform you that your Request to Receive Donated Leave has
been approved. We will post a request in all bargaining unit departments.
The maximum amount of donated
vgas"' leave you may receive is:
You may begin using donated leave on:
Human Resources will be responsible for receiving donation requests, verifying the
amount of donation leave balances, and submitting requests to donate leave to
Payroll for processing.
cc: Employee FML File
Payroll
39
A
Local 2170 Contract
2009
,411110
APPENDIX G
TO: (EMPLOYEE)
(DEPARTMENT)
FROM: Human Resources Department
DATE: (CURRENT DATE)
SUBJECT: REQUEST TO RECEIVE DONATED LEAVE
We regret to inform you that your request to receive donated leave has not
been approved since it does not meet the eligibility requirements with respect
to:
Your illness or injury does not qualify under the Family Medical
Leave Act.
Your illness or injury is job-related and therefore you are eligible to
receive Workers' Compensation.
The length of anticipated absence from the job is less than 40 hour.
which is less than the minimum amount of leave required by the Leave
Donation Policy.
Insufficient information from your doctor to make a determination a: to
whether the illness/injury is seriously incapacitating.
Other:
,,4110
cc: Employee FML File
40
CITY OF RENTON COUNCIL AGENDA BILL
I AI#: '2 •
41.10, Submitting Data: For Agenda of: November 3, 2008
Dept/Div/Board.. HR & RM Dept.
Staff Contact Nancy Carlson Agenda Status
Consent X
Subject: Public Hearing..
2009 contracts for the Renton Firefighter and Battalion Correspondence..
Chief Local 864 bargaining units Ordinance
Resolution
Old Business
Exhibits: New Business
Renton 2009 Firefighter and Battalion Chief Local 864 Study Sessions
contracts Information
Recommended Action: Approvals:
Council concur Legal Dept X
Finance Dept
Other
Fiscal Impact:
Expenditure Required... See analysis below Transfer/Amendment
Amount Budgeted Revenue Generated
Total Project Budget City Share Total Project..
' SUMMARY OF ACTION:
Nore Administration requests City Council authorization for the Mayor to sign one-year labor agreements for
2009 with the Renton Firefighter and Battalion Chief Local 864 Units. The projected fiscal impact for
2009 is approximately$928,421 for the Renton Firefighter and Battalion Chief Local 864. Resources
have been included in the 2009 preliminary operating budget to fund the proposed agreements.
The primary changes in the one-year agreements include a 5.5%COLA and an 8%increase to the
medical premium.
STAFF RECOMMENDATION:
Approve the 2009 Renton Firefighter and Battalion Chief Local 864 contracts
Rentonnet/agnbill/ bh
AGREEMENT
By and Between
CITY OF RENTON
and
"' RENTON FIREFIGHTERS LOCAL 864
January 1, 2009—December 31, 2009
'4011.✓
Renton Firefighters Local 864
2009
TABLE OF CONTENTS
Preamble 3
Article 1 Recognition and Bargaining Unit 3
Article 2 Union Membership & Dues Deduction 3
Article 3 Employment Practices 5
Article 4 Hours of Work 6
Article 5 Salaries 8
Article 6 Departmental Work Rules 8
Article 7 Sick Leave •9
Article 8 Holidays 15
Article 9 Educational Incentive &Promotional Qualifications 17
Article 10 Vacations 17
Article 11 Death in Family 19
Article 12 Longevity 19
Article 13 Pensions 20
Article 14 Insurance 20
Article 15 Deferred Compensation/Income Protection Plan 22 NIS
Article 16 Management Rights 22
Article 17 Performance of Duty 24
Article 18 Definition of Duties 24
Article 19 Overtime 24
Article 20 Retention of Benefits 26
Article 21 Grievance Procedure 26
Article 22 New Positions 27
Article 23 Successors and Assigns 27
Article 24 Savings Clause 28
Article 25 Entire Agreement 28
Article 26 Duration of Agreement 29
Appendix A Salaries 31
Appendix B Longevity 32
Appendix C Vacation Pro-Ration Schedule 33
*4604
2
Renton Firefighters Local 864
2009
PREAMBLE
*litiofits Agreement is entered into between the City of Renton, hereinafter referred to as the Employer, and the
Renton Firefighters Local 864, hereinafter referred to as the Local, governing wages, hours, and working
conditions.
ARTICLE 1 -RECOGNITION AND BARGAINING UNIT
Section A. The Employer recognizes the Local as the exclusive representative of all members of the Renton
Fire & Emergency Services Department consistent with Department of Labor & Industries certification (Case
No. 0-1013).
Section B. The elected President, or any other members of the Local appointed by the President, shall be
recognized by the Employer as an official of the Local empowered to act on behalf of the members of the unit
for negotiating with the Employer. The number of official representatives shall be limited to three persons.
e Union 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.
Section C. The Employer recognizes the Local's right to operate and manage its affairs in accord with its
Constitution and By-Laws. The Local agrees and covenants to act strictly in conformity with its Constitution
and By-Laws, with all State statutes, and with the terms set forth in this agreement.
ARTICLE 2 - UNION MEMBERSHIP AND DUES DEDUCTION
Section A. The Employer and the Local agree that all employees covered by the terms of this Agreement who
are members of the Local on the execution date of the Agreement shall remain members and those who are not
members on the execution date of this Agreement shall, on or before the thirtieth day following the execution
date of this Agreement, become and remain members of the Local. It shall also be a condition of employment
'1,at all employees covered by this Agreement and hired on or after its execution date shall, on the thirtieth day
mellowing the beginning of such employment, become and remain members of the Local. PROVIDED: The
right of non-association of members of the Renton Fire & Emergency Services Department based on bona fide
3
Renton Firefighters Local 864
2009
religious tenets or teachings of a church or religious body of which such public employee is a member shall be
protected at all times, and such public employee shall pay such sum as is provided in RCW 41.56, "Chapter 59
Laws of 1973".
Section B. The Employer will grant to employees who are Union representatives reasonable time off with pay
for the purpose of attending scheduled sessions with City officials that concern Union business provided that
normal flow at work is not interrupted. The Employer retains the right to restrict such release time when an
emergency exists or such release would create a danger to public safety or result in the necessity to replace the
officials requesting time off with personnel in compensated status.
Section C. Upon written authorization by an employee and approval by a representative of the Local, the
Employer agrees to deduct from the wages of each employee the sum certified as initiation fee and once each
month Union dues and forward the sum to the Local's Secretary or Treasurer. If an employee does not have a
check coming to him or the check is not large enough to satisfy the assessments, no deduction shall be made
from the employee for that calendar month.
The Union agrees to hold the Employer harmless from any claims filed by employees against the Employe,
arising out of the Employer's activities to enforce the provisions of this article, except those caused by
negligence by the Employer.
Section D. Local 864 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. The City shall deposit
such deduction biweekly into a trust fund established by the Association to pay health insurance premiums for
eligible retirees and dependents as directed by the Union.
Upon the exercise of this option, the Association agrees to allow the City to audit the books and records of the
trust it establishes, at the City's request, and to indemnify, defend and hold the City harmless from any and all
liability, claims, demands, suit or any loss or damage, or injury to persons of property arising from or related to
the provisions of this paragraph, including income tax withholding liabilities or tax penalties.
Section E. The employer will allow Local 864 the option to have funds deducted from their paychecks 12 time
annually to allow for contribution to the IAFF Fire PAC program. The employer will cut a check once a month.
4
Renton Firefighters Local 864
2009
The check will be made out to the IAFF Fire Pac and Local 864 will be responsible for the delivery of the check
to the IAFF.
Nome
ARTICLE 3 - EMPLOYMENT PRACTICES
Section A. Personnel reductions, vacancies, and promotions shall be handled in accordance with existing
Civil Service Rules and Regulations and state laws relating or pertaining thereto.
Section B. Personnel Files. 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 Fire & Emergency Services Department.
This provision shall not restrict such information from becoming subject to due process by any court or
administrative tribunal. It is further agreed that information may be released to outside groups subject to the
approval of both the Employer and the employee. Provided, that nothing in this Section shall prevent all
employees from viewing his/her original personnel file in its entirety upon request. The Employer and the
iployee agree that nothing of a disciplinary nature shall be inserted into the personnel file without a copy first
Now
going to the employee.
All disciplinary notices or memoranda shall be removed from the personnel files after Forty-eight (48) months.
Personnel files shall be released to the Civil Service Commission for the purpose of promotional examinations
and in the event of disciplinary hearings.
Section C. It is agreed by the Employer and the Local that both parties are obligated to provide equality of
opportunity, consideration, and treatment of all members employed by the Renton Fire & Emergency Services
Department in all phases of the employment process. Therefore, both the Union and the Employer agree not to
discriminate on the basis of Union activity, race, creed, sex, national origin, age, handicap (unless a bona fide
occupational qualification exists), and religion. (Including those persons exercising their rights under Article 2,
Section A.)
Section D. An employee shall accrue seniority through continuous employment with the Renton Fire &
Emergency Services Department including those members of the bargaining unit as a result of merger. The
'mployer shall establish a seniority list and shall update it at least once per calendar year. The seniority list
'11031'fall be posted on the bulletin board with a copy sent to the Secretary of the Union. This list shall be
established by classification. Layoffs will be based on seniority with the first layoff being the employee with the
5
Renton Firefighters Local 864
2009
least amount of time within the Renton Fire & Emergency Services Department. In the event of the abolishment
of a position the employee(s) with the least amount of time in rank shall be laid off or dropped in rank. An
employee will not be reduced in rank by more than one classification as a result of layoffs or staff reductions. l
the event an employee is rehired the Chief will have the discretion to determine an adequate amount of training
necessary to resume the duties of the position. If a layoff is necessary the employee will be placed on a rehire
list that will last for (5) five years. In the event of rehire purposes the list will be used as the sole list and will be
used until it has been depleted and or (5) years has expired. After six (6) months in a laid off status a physical
examination is a prerequisite for reemployment. A reinstated employee shall serve a probationary period of one
year if the employee has been laid off form two and one half years (2 '/2) or more. A rehired employee will
assume rank and time in grade equal to their classification at the time of separation.
ARTICLE 4 -HOURS OF WORK
Section A. For the purpose of defining working hours, the department shall be divided into the following
sections: Community Risk Reduction (formerly Prevention), Safety and Support Services (formerly both
Administration and Training) and Response Operations (formerly Fire Suppression).
Section B. The normal schedule for employees assigned to either Community Risk Reduction or Safety and
Support Services sections shall be equivalent to 40 hours per week exclusive of lunch. Workdays shall
commence at as early as 0600 or as late as 0900 hours, Monday through Friday, in any combination of the
following mutually agreed schedules:
(4)— 10 hour days per week, or
(5)— 8 hour days per week, or
(8)—9 hour days, (1) 8 hour day and every other Monday or Friday off in a pay period (a `9-80' schedule).
Section C. The normal working schedule for the Fire Response Operations division shall be in twenty-four(24)
hour shifts as follows:
1. Employees will work one twenty-four-(24) hour shift followed by forty-eight (48) hours off duty.
The working shift will begin at 0800 hours, except for a Captain working as an Acting Battalion
Chief/Safety Officer. Acting Battalion Chiefs/Safety Officers will start at 0730 hours.
*4000
6
Renton Firefighters Local 864
2009
2. Employees will receive one "Kelly" shift every six (6)regularly scheduled shifts to reduce the
normal workweek to 46.6 hours.
Nome
3. A one-hour lunch break, and a one-hour dinner break, shall be included in the daily work
schedule, in accordance with Fire & Emergency Services Department Rules and Standard
Operating Procedures.
4. Rest breaks will be allowed in accordance with Fire & Emergency Services Department Rules
and Standard Operating Procedures.
Section D. Training and drill hours shall be from 0800 to 2200 hours Monday through Sunday. Night drills
will be scheduled by management for the purpose of maintaining operational skills in the area of night fire
response operations and interdepartmental cooperation.
For purposes of this Section, training is defined to include those subjects and classifications of training as set
forth in the International Fire Service Training Association Manual, Current Edition and the Joint
'prenticeship Training Council. Training does not include other forms of scheduled work such as
Nose
maintenance and repair of equipment and facilities, inspections, public instruction, and directly related activities
unless the foregoing are being taught as part of a regularly scheduled classification of training.
Section E. Employees may exchange shifts with prior approval of the company supervisor and in accord with
Fire & Emergency Services Department Rules and Regulations. No shift exchange shall be made which will
result in extra payroll cost to the Employer. All shift exchanges must be repaid within twelve (12) months of
date of exchange.
Section F. Standby Pay: Employees performing standby duty encompassing either "Safety officer" or
Response Operations will be paid at a rate of Five (5) dollars an hour. Employees on the list will remain in a
duty ready state and available to respond within one (1) hour for a response operations recall and 30 minutes for
a Safety officer recall. Employees on the list will be paid for an entire 24 hour shift unless they are activated, at
that time the employee will transfer to the appropriate pay rate of 1.5 times straight time pay.
7
Renton Firefighters Local 864
2009
ARTICLE 5 - SALARIES
Section A. Salaries shall be paid in accord with Appendix A of this Agreement. "'
Section B. Paydays shall be on the 10th and 25th of each month. Should the paydays fall on a Saturday or
Sunday or holiday, paychecks shall be issued on the preceding working day. For the pay period, December 16
through December 31, pay will be received on January 10 the following year. The City retains the right to
mandate electronic deposit of paychecks during the life of this agreement.
ARTICLE 6 - DEPARTMENTAL WORK RULES
Section A. Notification of Changes. Excluding emergency situations, the Employer agrees to notify the Local
in advance of changes or hearings affecting working conditions of any employee covered by this Agreement,
and conferences in good faith shall be held thereon before such changes are in effect.
Section B. Uniform Allowance. Each employee shall receive a uniform allowance of 1.25% of top step of
firefighter annual base pay. The Uniform allowance paycheck will be paid on a separate voucher on the Second
Payday in February. The purpose of such allowance is to buy, maintain, and/or repair any equipment or clothing
required by the Employer which is not furnished by the Employer. All employees covered shall have and
maintain 3 house uniforms. The employee will also be required to maintain a pair of approved safety boots as
stated in the SOP's. The replacement costs of these boots will be borne by the employee. The allowance is
subject to a pro rata deduction from the employee's final paycheck in the event he/she does not serve the entire
twelve months for which such payment was made, with the exception of an employee who retires or expires, in
which event no deduction shall be made. In lieu of this allowance and at the employer's option, a quartermaster
system may be instituted. Under this program the employer would purchase and maintain, including cleaning,
any equipment or clothing required by the employer. Prior to implementation both parties shall agree as to what
is required equipment and clothing.
Periodic inspections may be conducted at the discretion of the Chief to monitor the appearance and
serviceability of uniform clothing and equipment. It shall be the responsibility of the individual employee to
replace any piece of clothing or equipment, which the Chief determines, is substandard.
140
8
Renton Firefighters Local 864
2009
The Employer shall furnish all protective clothing or protective devices required of the employees in the
performance of their duties; such protective clothing and devices will remain the property of the Employer and
stall be worn only in the performance of Renton Fire&Emergency Services Department duties.
Section C. Working Out of Classification. A Firefighter or officer who assumes the duties of a higher
classification as set forth in the Fire & Emergency Services Department Standard Operating Procedures shall be
paid at the rate of the higher classification hour for hour.
An officer from the Captain's rank or higher may be assigned to assume the role of Acting Deputy Fire Chief.
The Acting Deputy Fire Chief will receive compensation as the Battalion Chief/Safety Officer's rate per the
current bargaining agreement and maintain all benefits in such agreement including the eligibility to work
overtime as outlined in Article 19. They will also receive the day shift differential pay for the period of the
assignment. Members acting in this position will remain members of Local 864.
Section D. Assignment outside Response Operations. Firefighters, Lieutenants and Captains assigned to day
shift for 30 consecutive days or more (excluding light duty) shall receive an additional 5 percent (5%) of the
ployee's base wage per pay period. All contract provisions relative to working out of classification or
relative to holidays shall be applicable.
Employees assigned to day positions will be assigned to that position for up to two (2) years. If that member is
promoted outside of that position, the two (2) year commitment to the position from which they are promoted
will be waived.
ARTICLE 7 - SICK LEAVE
Sick leave benefits are hereby fixed and established in the following manner:
Section A. The employer agrees to allow each LEOFF I employee hired before October 1, 1977 sick leave
benefits computed on the following basis:
All LEOFF I members will accrue sick leave at a rate of- Twenty-four (24) hours per month up to a
maximum balance of one hundred sixty-eight (168) hours and at a maximum accrual rate of 168 hours
per year.
9
•
Renton Firefighters Local 864
2009
Section B. In case of sickness or disability, the LEOFF I employee shall first use and exhaust any and all sic1
leave benefits accrued pursuant to Subsection A herein above prior to receiving any sick or disability benefits
pursuant to RCW 41.26.150 and/or for RCW 41.26.120. Sick leave benefits shall not be accrued during any
period while such employee is on "disability leave" or "disability retirement" under the provisions of the LEOFF
System. However, if such employee is returned to full active duty with the Employer prior to the expiration of
the six-month period and prior to any final disability retirement, then such leave credit shall accrue to his/her
benefit during such temporary period of disability.
Section C. The LEOFF II Employer agrees to allow each employee hired after October 1, 1977, sick leave
benefits computed on the Following, basis:
All LEOFF II members will accrue sick leave at a rate of- Twelve (12) hours per month up to a
maximum accrual of one thousand, four hundred and forty hours (1,440).
Sick leave benefits under this paragraph will begin accruing upon employment with the award of the thirty-six
(36) hours of sick leave. Upon completion of the third month of employment, an additional thirty-six (36)hourNS
of sick leave will accrue at the rate of twelve hours per month to a maximum of 1,440 hours. At no time shall
the total sick leave accrued under this section and the supplemental sick leave benefits available under Section
H exceed 1,440 hours.
Cash payment for sick leave accrued under Section C of this Article will be made upon an employee's death,
retirement or voluntary separation while in good standing at the rate of one-half(1/2) regular pay for each hour
accrued. Employees hired on or after January 1, 1994, shall not be eligible for cash out of accrued sick leave.
This provision does not apply to any injury leave benefits provided under Section D and supplemental sick leave
benefits provided under Section H of this Article.
Disability leave benefits shall be provided to LEOFF II employees in accordance with the laws of the State of
Washington when it has been determined that the disability is duty-related.
Section D. LEOFF II OJI Benefit. All LEOFF II personnel will receive up to six (6) consecutive calende
months of full pay and benefits for L & I qualified duty-related disabilities. The maximum period of this benefit
will not exceed six consecutive calendar months.
10
Renton Firefighters Local 864
2009
1. The coverage begins the first day or shift of time loss.
2. The individual with the disability will not be required to use any personal sick leave if the duration
of the illness or injury is six consecutive calendar months or less.
3. No Vacation or Holiday leave can be used during the six consecutive calendar month period.
4. Any light duty performed during the period of disability will not extend the period of the six
consecutive calendar months.
5. This benefit will conclude when any of the following conditions occur:
a. The individual is cleared for return to full duty;
b. The individual remains on disability and completes their six consecutive calendar months; or,
c. During the six consecutive months, the Department of L & I declares the individual to be
`fixed and stable' with a disability that permanently prevents a return to full duty.
The intent of this agreement is to make an injured member financially `whole' for the duration of the benefits.
The total compensation received by an injured member will not exceed their regular duty compensation.
All benefits provided in accordance with the contract will continue to accrue while an individual is using the
;OFF II OJI benefit.
Reimbursement Checks from the Third Party Administrator (TPA) sent to an individual must be submitted to
the City of Renton within 30 days of receipt by the member. The member must endorse the check to the City of
Renton. The intent of the six months of coverage is to make the individual financially `whole'. The total
compensation received by the member will not exceed their regular duty compensation.
Members will be reimbursed for all approved L & I travel expenses.
Crediting of TPA Wage Reimbursement checks once the initial six consecutive calendar months of full
coverage by the City has been completed:
1. The individual must submit their reimbursement check to the City of Renton as identified
above.
2. In turn, the City will credit the member's sick leave account. The amount of sick leave credit
will be determined by dividing the check's value by the member's regular hourly rate
lik"'' (including premiums). The number of hours (and any fraction thereof) will be added to the
balance of the member's sick leave account.
11
Renton Firefighters Local 864
2009
3. This process will continue until the individual exhausts their personal sick leave. If an
employee terminates employment with the Employer for reasons other than disability, lay-off
or retirement, the value of any injury leave used from this bank but not accrued shall be pai
back to the Employer through payroll deduction.
Section E. Accrued sick leave may be used to care for a child under eighteen years of age with a health
condition that requires treatment or supervision, including preventative health care, as specified in WAC 296-
130-010 through 296-130-500. For the purposes of this section, child is defined as the natural or adopted child
of the employee, the natural or adopted child of the employee's spouse or a child under the employee's legal
guardianship, legal custody, or foster care.
Available sick leave may be granted upon permission from the Chief of the Department or, in his/her absence,
the senior officer in charge in the case of sudden family emergencies other than the care of a child under
eighteen years of age with a health condition that requires treatment or supervision.
Section F. This section applies to any LEOFF I or LEOFF II employee who accrues sick leave benefits under
Section A and C of this article. The Sick Bonus is granted based on the amount of sick leave used (excludin
FMLA illness/injury or OJI) in the previous calendar year as described in the table below. The amount of Sick
Bonus hours issued will be based on whether the individual is assigned to shift or days in February of the
current year. As noted, day staff usage and payment will be calculated at the conversion rate of.858 rounded to
the nearest whole hour for all hours in this section. Payment will be issued on a separate voucher on the second
payday in February.
Shift Sick Leave 0 >0 to 24 >24 to 48 >48
Hours Used
Converted hours 0 >0 to 21 >21 to 41 >41
used on days
Shift Bonus= 24 hrs Double time Time and one half Straight time No bonus
Day Bonus = 21 hrs Double Time Time and one half Straight time No bonus
12
Renton Firefighters Local 864
2009
Section G. During the term of this Agreement, Response Operations personnel hired after October 1, 1977
(LEOFF II) may, in case of personal illness or off duty disability, be granted supplemental sick leave upon
mission from the Chief of the Department after any and all sick leave accrued pursuant to Section C of this
Article has been exhausted. Supplemental sick leave benefits shall be computed at the rate of twelve (12) hours
per month for each full month of employment from January 1, 1994. At no time shall the total sick leave
accrued under section C of this Article and the supplemental sick leave benefits available under this section
exceed 1,440 hours.
Section H. All LEOFF II employees having an extended injury or illness are eligible for up to 12 months of
light duty.
Section I. The sick leave conversion factor of(40/46.6 = .858) will be used when converting from a 24 hr shift
to day shift or from a day shift to 24 hr shift. To convert from a 24hr shift to day shift take the 24hr shift hours
x.858 = new day shift hours. To convert from day shift to 24hr shift hours take the day shift hours/.858 = new
24 hr shift hours. Rounded to the nearest whole hour. All local 864 members will be allocated sick leave hours
to their payroll sick leave account based upon their shift/day shift assignment. In the case that an employee is
dived mid year conversion will take place if necessary.
Please use the following chart to determine sick leave usage per day when an individual is temporarily assigned
to days (such as light duty)
Sick Leave Hours Taken Conversion Factor Converted Time Used Rounded Leave Used
1.0 .858 1.165501166 1.25
1.25 .858 1.456876457 1.5
1.5 .858 1.748251748 1.75
1.75 .858 2.03962704 2.0
2.0 .858 2.331002331 2.25
2.25 .858 2.622377622 2.5
2.5 .858 2.913752914 3.0
75 .858 3.205128205 3.25
err
13
Renton Firefighters Local 864
2009
Sick Leave Hours Taken Conversion Factor Converted Leave Time Rounded Leave Time
per Day Used Used Per Day
3 .858 3.496503497 3.5
3.25 .858 3.787878788 3.75
3.5 .858 4.079254079 4.00
3.75 0.858 4.370629371 4.25
4.00 0.858 4.662004662 4.75
4.25 0.858 4.953379953 5.0
4.50 0.858 5.244755245 5.25
4.75 0.858 5.536130536 5.5
5.00 0.858 5.827505828 5.75
5.25 0.858 6.118881119 6.00
5.50 0.858 6.41025641 6.50
5.75 0.858 6.701631702 6.75
6.0 0.858 6.993006993 7.00
6.25 0.858 7.284382284 7.25
6.5 0.858 7.5757576 7.5
6.75 0.858 7.867132 7.75
7.00 0.858 8.158508 8.25
7.25 0.858 8.44988 8.5
7.5 0.858 8.74125 8.75
7.75 0.858 9.03263 9.00
8.00 0.858 9.324009 9.25
8.25 0.858 9.615384 9.5
8.50 0.858 9.906759 10.0
8.75 0.858 10.1981 10.25
9.00 0.858 10.48951 10.5
9.25 0.858 10.78088 10.75
9.5 0.858 11.07226 11.0
9.75 0.858 11.36363 11.25 `sisS
10.0 0.858 11.65501 11.75
14
Renton Firefighters Local 864
2009
ARTICLE 8- HOLIDAYS
e following are recognized as legal holidays and shall be taken by all personnel working a 40-hour work
week:
1. The first day of January, commonly called New Year's Day.
2. The last Monday in May, commonly known as Memorial Day.
3. The fourth day of July, being the anniversary of the Declaration of Independence.
4. The first Monday in September, to be known as Labor Day.
5. November 11 (Veteran's Day).
6. The fourth Thursday of November, to be known as Thanksgiving Day.
7. The fourth Friday of November, the day after Thanksgiving Day.
8. The twenty-fifth day of December, commonly called Christmas Day.
9. 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.
10. Three floating Holidays of the employee's choice.
11. Any other day designated by public proclamation of the Chief Executive of the State as a legal
holiday.
All personnel working 24-hour shifts shall receive five (5) shifts off in lieu of the above holidays. The
employee may at his/her option, sell back from zero (0) to five (5) shifts of holiday time at the straight time rate.
Payment for Holidays sold back to the City shall be paid by the end of February of each year. The Holiday
sellback check will be issued on a separate voucher.
15
Renton Firefighters Local 864
2009
Scheduling of holiday time off will be done in a manner to prevent the necessity of overtime payment by the
Employer and in accord with Fire & Emergency Services Department Rules and Standard Operating Procedures.
Those employees required to work Thanksgiving or Christmas Day shall receive compensation at the double-
time rate for the hours worked during those holidays.
The holiday conversion factor of(40/46.6 = .858) will be used when converting from a 24 hr shift to day shift or
from a day shift to 24 hr shift. To convert from a 24hr shift to day shift take the 24hr shift hours x.858 =new
day shift hours. To convert from day shift to 24hr shift hours take the day shift hours/.858 =new 24 hr shift
hours. Rounded to the nearest whole hour. All local 864 members will be allocated holiday hours to their
payroll holiday account based upon their shift/day shift assignment. In the case that an employee is moved mid
year conversion will take place if necessary.
Use the following chart to determine the Holiday or Vacation leave usage per day when an individual is
temporarily assigned to days (such as Light Duty).
Leave Hours Taken Conversion Factor Converted Leave Time Rounded Time Used
1 0.858 1.1655 1
2 0.858 2.3310 2
3 0.858 3.4965 3
4 0.858 4.6620 5
5 0.858 5.8275 6
6 0.858 6.9930 7
7 0.858 8.1585 8
8 0.858 9.3240 9
9 0.858 10.4895 10
10 0.858 11.6550 12
44010
16
Renton Firefighters Local 864
2009
ARTICLE 9 - EDUCATIONAL INCENTIVE AND PROMOTIONAL QUALIFICATIONS
Nriw
Additional pay shall be awarded as an education incentive to members of the Department at the following scale
and for the following achievements. The Chief shall insure all educational requirements are met through an
accredited program. Payments will be rounded to the nearest whole dollar.
Fire Science Certification - 2% of top step firefighter's salary.
Fire Science Degree - 4% of top step firefighter's salary.
Four Year Degree and Two Year Fire Science Degree - 6% of top step firefighter's salary
Employees hired on or after January 1, 1997, are required to have a fire science certificate to qualify for the
promotional examination for lieutenant; a two-year fire science degree to qualify for the promotional
examination for captain and a four-year degree, in addition to a two-year fire science degree, to qualify for the
promotional examination for battalion chief/safety officer. The Fire Chief may waive the promotional
requirements if fewer than three employees qualify for an examination.
411410,
ARTICLE 10 - VACATIONS
Section A. The use of vacation is based on the calendar year and will be pro-rated based on the date of hire.
During the first five years, and longevity breaks, the member will plot the number of full shifts accrued the prior
year. The member can either be paid out at the straight time rate for the odd hours remaining, or borrow enough
hours to provide a complete shift to plot. Twenty-four(24)-hour shift personnel will not carry over any vacation
from year to year. Day staff personnel are allowed to carry over up to 2 years of vacation leave. At the
discretion of the Chief, any member unable to use plotted vacation due to illness/injury, or recall to active
military duty, may be paid at the straight time rate or be allowed to re-plot time off in the affected year.
Personnel hired mid-year will use vacation on a pro-rated basis (See Appendix C Vacation Pro-ration Schedule).
The following vacation benefit schedule shall be applicable to members hired January 1 of any year:
17
Renton Firefighters Local 864
2009
Calendar Year Hours/Shifts
In Service used per year *4610
1st 0
2 72 hrs/3 shifts
3 96 hrs/4 shifts
4 120 hrs/5 shifts
5 144 hrs/6 shifts
6-10 yrs 216 hrs/ 9 shifts
11-15 yrs 264 hrs/ 11 shifts
16 — 20 yrs 312 hrs/ 13 shifts
21 + yrs 336 hrs/ 14 shifts
Each year, in the month of September, Labor and Management will produce agreed upon vacation hours for all
members. The hours will be entered by Finance into each member's vacation account to be used the following
year.
Section B. When a member is assigned to days, or moved back to 24-hour shift, the vacation conversion
factor(40/46.6 = .858) will be used. When a member is temporarily assigned to days for longer than 1 pay
period, due to illness, injury, or temporary assignment, sick leave, holidays and vacation will be converted if
necessary. Upon re-assignment to shift, the remaining hours will be converted back to shift.
To convert from 24-hour shift to days:
shift vacation allocation x .858 =day staff vacation hrs
To convert from day staff to 24-hour shift:
day staff vacation balance - .858 = shift vacation hrs
All members will be allocated hours to their payroll vacation account based upon their 24-hour shift/day staff
assignment. In cases of mid-year assignment changes, the unused portion of vacation will be converted. At the
discretion of the Chief, when a day staff member is assigned mid-year to 24-hour shift, the converted vacation
*400
hours will be plotted in the affected year, or paid at the straight time rate.
18
Renton Firefighters Local 864
2009
Vacation will be taken at the employee's request and will be granted in accordance with Department SOP and
the approval of the section Deputy Chief.
Section C. Scheduling of vacation time shall be done in a manner to prevent the necessity of overtime payment
by the Employer and in accord with Fire & Emergency Services Department Rules and Standard Operating
Procedures. When staffing levels permit, a certain number of available staff shall be permitted to schedule time
off, including any holidays, "Kelly" days and bonus sick days that may have accrued.
ARTICLE 11 -DEATH IN FAMILY
Time off with pay for up to 1 shift or day shall be allowed employees covered hereunder for the purpose of
attending a funeral of the employee's mother, father, brother, sister, spouse, child, mother-in-law, father-in-law,
grandchild, or grandparents. When special conditions exist, up to three shifts of sick leave may be granted,
upon proper request, for the purpose of attending a funeral as described above. All requests for extended funeral
leave shall be approved by the Fire Chief.
Members of the Bargaining Unit shall be permitted to attend funeral services on duty for family members of
Local 864 employees. Employees scheduled to work the day of a funeral shall be able to attend the service
within their response area and will respond to calls for service as requested.
The City and the Union also agree that daily work schedules will be completed as if no interruption in work
resulted from attending a funeral service and would result in no overtime cost to the City.
ARTICLE 12 -LONGEVITY
Section A. The schedule of payment for longevity appears as Appendix B of this Agreement.
Section B. Longevity allowances shall be payable on the first payday following the anniversary of the
employee.
19
Renton Firefighters Local 864
2009
ARTICLE 13 - PENSIONS
Pensions for employees and contributions to pension funds will be governed by the Washington State Statute ir'1'
existence at the time.
ARTICLE 14 - INSURANCE
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.
Section A. Medical coverage shall be provided in accord with the laws of the State of Washington, RCW
41.26.150. Renton Firefighters Local 864 agrees to continue participation in the REHBT and to identify and
support cost containment measures.
Section B. The City will provide a medical/dental, vision, and prescription drug insurance plan for bargaining
unit members and their eligible dependents. The City and union agree to jointly manage the REHP during the
term of this agreement. The REHBT is comprised of the Firefighter Union Local 864, other participating unions
and the City, and will meet at least quarterly to review the REHP including costs associated with the REHP.
Members of the REHBT are authorized to make changes in the REHP from time to time without further
concurrence from their membership or the City Council during the term of this agreement. Each member union,
(not bargaining unit), and the City shall have one vote when considering proposed changes to the REHP.
Changes in the REHP will be determined by a majority of the votes cast by REHBT members. A tie vote will
result in no change in existing benefits.
Effective 01/01/2009 the City agrees to increase its share of the 2009 premium by 8 percent above the 2001
level. Any premium increase above 8 percent will be addressed by the REHBT through program redesign or a
50/50 split of the additional costs necessary to fund the REHP through 2009. Should premiums necessary to
20
Renton Firefighters Local 864
2009
fund the projected REHP costs for 2009 increase less than 8 percent, the REHBT shall have the option to
distribute the funds as they see fit proportionately to their constituents.
Irase
RENTON EMPLOYEES' HEALTH PLAN BOARD OF TRUSTEES—Includes members of each
participating Union. Each union will have a maximum of one (1)vote, i.e. the Firefighter Union has two (2)
bargaining units but only receives one (1) vote on the REHBT. The City only receives one (1) vote also. If all
bargaining units participate the voting bodies would be as follows: AFSCME-2170; Firefighters-864; Police
Guild and the City for a total of four(4)votes.
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.
VOTING—A tie vote of the REHBT members related to a proposed plan design change will result in
continuing the current design. If no agreement can be reached on design changes and cost increases exceed the
City's agreed contribution, then the additional cost will be split 50/50 by the City and the Members. Example—
`.y takes first 8.0%; Cost increases 16.0%; City pays 50% of the additional 8.0% and members pay 50% of the
lure
additional 8.0%.
Section C. The Employer shall furnish to the employee a group term life insurance policy in the amount of the
employee's annual salary rounded to the 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.
Section D. When a LEOFF II employee or dependent's health care benefits ceases, 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 following the date the condition is declared
fixed and stable.
Section E. Health and Wellness program. The employer agrees to pay $10.00 per month per employee to
-omote health and wellness within the Renton Fire & Emergency Services Department. The employees agree
pay $5.00 per month per employee to promote health and wellness within the Renton Fire & Emergency
Services Department. This amount will be deducted from the employee's paycheck on the 10th of each month.
21
Renton Firefighters Local 864
2009
The funds will be placed in a separate account and carried over each year. These funds shall be used in
accordance with Renton Fire & Emergency Services Department Policies.
Nad
ARTICLE 15 -DEFERRED COMPENSATION/INCOME PROTECTION PLAN
Section A. The Employer agrees to contribute (3.5%) of the employee's base wage per annum to a deferred
compensation or an income protection plan. This contribution shall expire December 31, 2009.
Section B. The City agrees to contribute 2.5% to the deferred compensation plan in exchange for voluntary
participation, and successful completion of the fire fighter combat challenge.
The test shall be given annually in the preceding year. Any employee who does not meet the standard has 1
additional opportunity to pass the test by the end of the preceding year.
Any employee receiving deferred compensation who is unable to take the combat challenge due to disability or
sick leave will continue to receive the deferred compensation. Once the employee returns to full duty they have
90 days to complete the combat challenge. •41104
ARTICLE 16- MANAGEMENT RIGHTS
Section A. The Local recognizes the prerogatives of the Employer to operate and manage its affairs in all
respects in accord with its responsibilities and powers of authority.
Section B. The Employer has the right to schedule overtime work as required in a manner most advantageous
to the department and consistent with requirements of municipal employment and public safety.
Section C. It is understood by the parties that every incidental duty connected with fire service oriented
operations enumerated in job descriptions is not always specifically described.
Section D. The Employer reserves the right to discharge or discipline all employees for just cause. The
Employer reserves the right to lay off personnel for lack of work or funds; or for the occurrence of conditior
beyond the control of the department; or when such continuation of work would be wasteful and unproductive.
22
Renton Firefighters Local 864
2009
The Employer shall have the right to determine reasonable schedules of work and to establish the methods and
nrocesses by which such work is performed in accord with Article 4 of this Agreement.
Section E. No policies or procedures covered in this Agreement shall be construed as delegating to others or as
reducing or abridging any of the authority conferred on City officials as defined in the following:
1. The Ordinance responsibility of the Mayor as Chief Executive Officer of the City for enforcing
the laws of the State and City, passing upon Ordinances adopted by the City Council,
recommending an annual budget, or directing the proper performance of all executive
departments.
2. The responsibility of the City Council for the enactment of Ordinances, the appropriation of
monies, and final determination of employee compensation.
3. The responsibility of the Civil Service Commission as provided by State statute for determining,
among other things, classification, status, and tenure appointments in the fire service.
4. The responsibilities of the Fire Chief and his/her delegates as governed by City Ordinance and
Civil Service Rules and Department Rules and as limited by the provisions of this Agreement.
a. To recruit, assign, transfer, or promote members to positions within the Department.
b. To suspend, demote, discharge, or take other disciplinary action against members for just
cause.
c. To relieve members from duties because of lack of work, lack of funds, or for disciplinary
reasons.
d. To determine methods, means, and personnel necessary for departmental operations.
e. To control the departmental budget.
23
411111.
Renton Firefighters Local 864
2009
f. To take whatever actions are necessary in emergencies in order to assure the proper
functioning of the Department.
,41000
Section F. Probationary fire fighters are considered"At will employees" their first year.
ARTICLE 17- PERFORMANCE OF DUTY
Section A. Nothing in this Agreement shall be construed to give an employee the right to strike and no
employee shall strike nor shall he/she refuse to perform his/her assigned duties to the best of his/her ability.
Section B. To the extent that any provision of this Agreement is in conflict with applicable existing Civil
Service laws in effect on May of 1999,rules and regulations, the latter shall prevail.
ARTICLE 18 -DEFINITION OF DUTIES
There shall be no cross-training of personnel and duty assignments other than those directly related to Fire &
Emergency Services Department activities and Fire Science subjects.
ARTICLE 19 - OVERTIME
In the event that a need for overtime should occur in the Fire & Emergency Services Department because of
emergency, sickness, or other unforeseen conditions, the following procedures will be used by the Employer:
Section A. Except as otherwise provided in this Article, employees as described in Section B, Article 4, Hours
of Work, shall be paid at the rate of time and one-half for all hours worked in excess of eight (8) in one day,
exclusive of lunch period, or in excess of forty-hours in one week.
Section B. Employees described in Section C, Article 4, shall be paid at the rate of time and one-half the
regular straight time salary when such overtime amounts to a full shift or when the overtime is a result of a
vacancy created by illness or disability.
Section C. The following callback or holdover provision shall apply:
24
Renton Firefighters Local 864
2009
1. All employees covered by the terms of this Agreement who are called back to work because of
emergency or other unforeseen conditions shall be paid for two (2) hours minimum at a rate of
time and one-half.
2. All employees covered by the terms of this Agreement who work an extension (hold-over) of
their normal shift because of an emergency or other unforeseen conditions shall be paid at the
rate of time and one-half for the hold-over time rounded to the nearest half-hour.
Section D. The Employer agrees that scheduled overtime will be in accord with seniority within the rate of
Firefighter, except when qualified personnel are necessary and then according to seniority of the qualified.
Section E. Employees shall have the right to request compensatory time off at the same ratio as the overtime
rate in lieu of cash payment for overtime; provided, however, that such requests for compensatory time off may
be denied if the department head determines that the operational effectiveness of the department would be
impaired by such action. Employees assigned to the Response Operations Division shall also have the ability to
request compensatory time at the same ratio as the overtime rate in lieu of cash payment for overtime earned
dile attending discretionary training programs up to a maximum of 48 hours. This compensatory time off may
be granted by the department head or his/her designee on scheduled work days when staffing is above the
established norm, when the operational effectiveness of the department would not be affected and the
achievement of company, platoon or department training goals would not be impaired.
Section F. The Local agrees to schedule and/or sell back to the Employer the equivalent of one hundred twenty
(120) hours of overtime at the straight time rate per bargaining unit member beginning in 2009. The number of
overtime shifts to be scheduled at straight time will be based on the number of bargaining unit positions
budgeted for on January 1 of each year of the contract. This can be accomplished by either scheduling overtime
at the straight time rate or holiday sellback. When scheduling overtime at the straight time rate, the additional
shifts may be scheduled in twelve (12) hours minimum increments. The increments can be divided by two
members to equal twelve hours in the event of the member working the STOT needs a standby. Scheduling of
the additional shifts shall fall within the FLSA guidelines. This overtime provision shall expire on December
31, 2009.
25
Renton Firefighters Local 864
2009
Section G. Assignment outside Response Operations. In the event of overtime the member shall be paid at the
rate of time and one half(1.5 times) or may take comp time (employee's choice). This will be considered for
the following, in excess of lunch period or in excess of forty(40)hours in one week.
When members are used as a backfill aid, engine or ladder company, lunch will be considered as on duty and
the crew will be paid as such and, if necessary, work schedules will be modified. Fill-in assignments should
not, under normal conditions, result in additional cost to the City except when the cost is associated with an on-
going emergency. Members will be compensated at either time and one half(1.5 times) or comp time if they
work in excess of their regularly assigned schedule due to being used as backfill.
Employees assigned outside Response Operations will be eligible to work Response Operations overtime on
their assigned days off; however they will not be eligible to work STOT if by working STOT shift would put
them in excess of the forty(40)hours in a calendar week.
ARTICLE 20 - RETENTION OF BENEFITS
Privileges and working conditions which are generally PREVAILING but not specifically outlined in this
Agreement shall, in the manner presently observed as department policy,be administered and abided by, by both
parties to this Agreement unless changed or deleted by mutual consent.
ARTICLE 21 - GRIEVANCE PROCEDURE
Grievances or disputes, which may arise involving the interpretation of this Agreement, shall be settled in the
following manner:
Step 1: The Union Grievance Committee, upon receiving a written and signed petition within two (2) weeks
of actual grievance, shall determine if a grievance exists. If in their opinion no grievance exists, the matter is
closed.
Step 2: If in the opinion of the Grievance Committee a grievance exists, the Committee shall within two
weeks after receiving the grievance present the grievance in writing to the Chief of the Fire & Emergency
Services Department for adjustment.
26
Renton Firefighters Local 864
2009
Step 3: If within ten (10) business days the grievance has not been settled, it then shall be submitted to the
Mayor.
Step 4: If within ten (10) business days the grievance has not been settled in Step 3, it shall then be
submitted to arbitration for adjustment. The power and authority of the Arbitration Board shall be limited to the
interpretation of the terms of this Agreement. The Board shall have no authority to add to, subtract from, or in
any way modify the express terms of this Agreement.
The Arbitration Board shall consist of a representative of the Employer, a representative of the Local, and a
third member mutually agreed to by both the appointed members who will preside as Chairman. If the two
cannot agree within seven (7) days on the selection of the Chairman, the matter then shall be submitted to the
Federal Mediation and Conciliation Services for seven (7) names of Arbitrators who reside in the State of
Washington. The Employer and the Local shall strike names alternately; the final remaining name shall be the
neutral third party. Each party will pay for his/her own arbitrator and the expenses of the third will be shared
equally between the parties. Meetings of the Arbitration Board shall be attended by all three members.
decision of the majority of the Arbitration Board shall be final and binding on all parties as to the issues
submitted to it for decision.
ARTICLE 22 -NEW POSITIONS
This Agreement shall be opened for the purpose of negotiating salaries for any new classifications for
employees covered by this Agreement but not specified in the salary schedule. Such salaries shall become
effective upon the agreement of the parties. Negotiations shall be subject to the time limits and procedures as
outlined in the Grievance Procedure, Article 21. Nothing in this Article shall preclude the Employer from
establishing such new positions or classifications.
ARTICLE 23 - SUCCESSORS AND ASSIGNS
Section A. This Agreement and any and all amendments and modifications hereafter entered into and executed
and between the parties hereto shall be binding and inure to the benefit of the parties' respective successors
id assigns and any other governmental entity succeeding to the City of Renton's obligations hereunder.
27
ter
Renton Firefighters Local 864
2009
Section B. In case of any merger, consolidations, or contracting for Fire protection services by the Employer
with any other governmental agency, either party shall have the right to reopen this Agreement for negotiation o
any positions affected by the merger or consolidation.
ARTICLE 24 - 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 immediate collective bargaining negotiations for the purpose of arriving at a mutually satisfactory
replacement of such articles. _
The Employer and Local 864 reserve the right to address through reopening of the contract, any effects that the
Fair Labor Standards Act may have on the Application of the provisions of the Labor Agreement.
ARTICLE 25 - ENTIRE AGREEMENT
Section A. 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.
Section B. No party shall change, modify, or amend any part of this Agreement without first negotiating and
obtaining the mutual consent of the other party.
28
Renton Firefighters Local 864
2009
ARTICLE 26-DURATION OF AGREEMENT
Narnis Agreement shall become effective January 1, 2009, and shall remain in full force and effect until December
31, 2009.
Signed this day of , 2008 at Renton, Washington.
CITY OF RENTON RENTON FIREFIGHTERS LOCAL 864
Denis Law, Mayor Craig Soucy, President
I.David Daniels, Fire Chief Doug McDonald, Vice President
Now
Nancy Carlson, Human Resources &Risk Mark dos Remedios, Secretary
Management Administrator
Michael R. Webby, Consultant Kris Hanson, Trustee
Eileen Flott, Human Resources Manager
Robert Van Horne, Fire Deputy Chief
Icinda Gibbon, Human Resources Analyst
29
Renton Firefighters Local 864
2009
ATTEST:
Bonnie I. Walton, City Clerk
APPROVED AS TO FORM:
Lawrence J. Warren, City Attorney
30
Renton Firefighters Local 864
2009
APPENDIX A
SALARIES
Section A. The salary schedule reflects a 5.5% increase over 2008 salaries.
Section B. Effective January 1, 2009, the salary schedule shall be as follows:
A B C D
Entry 12 mos. 24 mos. 36 mos.*
Firefighter 4507 4605 4973 6046
(22.26) (22.74) (24.56) (29.86)
Lieutenant 6953
(34.34)
Captain 7857
(38.80)
*The "D" reflects a 0.5% differential over the "C" step for those employees having a full defibrillation
N,,,rtificate from King County Emergency Medical Services and at least 36 months of service, or are officers.
Hourly rates are based on 2430 hours per year(202.5 hours per month).
A percentage differential is established as follows:
Between Firefighter and Lieutenant: 15%
Between Lieutenant and Captain: 13%
31
Renton Firefighters Local 864
2009
APPENDIX B
LONGEVITY
voif
Employees shall receive longevity pay according to the following scale:
Completion of 5 years - 2% of top step firefighter salary
Completion of 10 years - 4% of top step firefighter salary
Completion of 15 years - 6% of top step firefighter salary
Completion of 20 years - 10% of top step firefighter salary
Completion of 25 years - 12% of top step firefighter salary
Longevity payments shall be rounded to the nearest whole dollar.
vioad
32
Renton Firefighters Local 864
2009
APPENDIX C
VACATION PRO-RATION SCHEDULE
Members hired mid-year will use vacation based on the following schedule:
Calendar Yr Hrs/Shifts Pre-hire date Post-hire date
in Service used per year accrual/pp accrual/pp
1 0 3
2 Prorate 3 4
3 Prorate 4 5
4 Prorate 5 6
5 Prorate 6 9
6 Prorate 9 9
7-9 216 hrs/9 shifts 9 9
10 216 hrs/9 shifts 9 11
11 Prorated 11 11
12-14 264 hrs/11 shifts 11 11
15 264 hrs/11 shifts 11 13
16 Prorated 13 13
17-19 312 hrs/l3 shifts 13 13
''"'' 20 312 hrs/13 shifts 13 14
21 Prorated 14 14
21+ 336 hrs/ 14 shifts 14 14
Mid year hires - Start accruing 3 hours per pay period from the starting date. For the first 5 years, on the
anniversary date, the accrual will be raised to the next level. Therefore, each of those years the number of
shifts taken will be based on what had accrued the prior year. The member would plot full 24-hour shifts,
and either be paid out at the straight time rate for the odd hours remaining, or borrow enough hours to
provide a complete shift to plot. In earning the prior year what they use the following year, they would
earn odd hours in the year of the 5th, 10th, 15th and 20th year anniversary, and use what they accrued the
prior year. The odd hours would be affecting the vacation plotted the year following their anniversary.
Mid year retirement/termination—based on the date of retirement/termination, the number of vacation
hours unused for the current year, plus the number of hours accrued in the current year would be paid out
to the employee.
33
a `
Nvid
AGREEMENT
By and Between
CITY OF RENTON
and
RENTON FIREFIGHTERS LOCAL 864
BATTALION CHIEF/SAFETY OFFICER
January 1, 2009 - December 31, 2009
Battalion Chiefs/Safety Officers' Contract
2009
Nome
TABLE OF CONTENTS
Preamble 3
Article 1 Recognition 3
Article 2 Union Membership 3
Article 3 Employment Practices 4
Article 4 Retention of Benefits 6
Article 5 Management Rights 6
Article 6 Performance of Duty 8
Article 7 Salaries 8
Article 8 Overtime 10
Article 9 Insurance 10
Article 10 Hours of Work 12
Article 11 Holidays 13
*142" Article 12 Vacations 15
Article 13 Sick Leave 17
Article 14 Funeral Leave 24
Article 15 Uniform Allowance 24
Article 16 Grievance Procedure 25
Article 17 Savings Clause 26
Article 18 Duration of Agreement 27
Appendix A Salaries 29
Appendix B Vacation Pro-Ration Schedule 30
2
Battalion Chiefs/Safety Officers' Contract
2009
PREAMBLE
This Agreement is entered into between the City of Renton, hereinafter referred to as
the Employer, and the Renton Battalion Chiefs/Safety Officers, hereinafter referred to
as the Local, governing wages, hours, and working conditions.
ARTICLE 1 - RECOGNITION
The Employer recognizes the Local as the bargaining representative of all Battalion
Chiefs/Safety Officers of the Renton Fire & Emergency Services Department consistent
with Public Employment Relations Commission (PERC) certification (Case No. 10270-
E-93-1698). Any members of the Local appointed by the President, shall be recognized
by the Employer as an official of the Local empowered to act on behalf of the members
of the unit for negotiating with the Employer. The number of official representatives
shall be limited to three persons.
ARTICLE 2 - UNION MEMBERSHIP
Section A. All employees covered by the terms of this Agreement shall either become
union members or pay a lawful service fee to the Local in lieu of union membership
dues; PROVIDED: the right of non-association of Battalion Chiefs/Safety Officers based
on bona fide religious tenets or teachings of a church or religious body of which such
Battalion Chief/Safety Officer is a member shall be protected at all times, and such
Battalion Chief/Safety Officer shall pay such sum as is provided in RCW 41.56.110 and
122. Employees shall comply with the provisions of this section within thirty (30) days
of hire into a Battalion Chief/Safety Officer position.
Section B. The Employer will grant to employees who are Local representatives
reasonable time off with pay for the purpose of attending scheduled negotiations
sessions with City officials. The employer retains the right to restrict such release time
when an emergency exists or such release would create a danger to public safety or
result in the necessity to replace the employee requesting time off with personnel in
compensated status.
Section C. Upon written authorization by an employee and approval by a
representative of the Local, the Employer agrees to deduct from the wages of the °w>
Battalion Chief/Safety Officer the sum certified as union dues or service fee once each
3
Battalion Chiefs/Safety Officers' Contract
2009
month and forward the sum to the Local's Secretary or Treasurer. If a Battalion
Nap`' Chief/Safety Officer does not have a check coming to him/her or the check is not large
enough to satisfy the payment, no deduction shall be made from the employee for that
calendar month. The Local agrees to hold the Employer harmless from any claims filed
by employees against the Employer arising out of the Employer's activities to enforce
the provisions of this article, except those caused by negligence of the Employer.
Section D. Local 864 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. The City shall deposit such deduction biweekly into a trust fund
established by the Association to pay health insurance premiums for eligible retirees
and dependents as directed by the Union.
Upon the exercise of this option, the Association agrees to allow the City to audit the
books and records of the trust it establishes, at the City's request, and to indemnify,
defend and hold the City harmless from any and all liability, claims, demands, suit or
any loss or damage, or injury to persons or property arising from or related to the
provisions of this paragraph, including income tax withholding liabilities or tax penalties.
''err
Section E. The employer will allow Local 864 the option to have funds deducted from
their paychecks 12 times annually to allow for contribution to the IAFF Fire PAC
program. The employer will cut a check once a month. The check will be made out to
the IAFF Fire Pac and Local 864 will be responsible for the delivery of the check to the
IAFF.
ARTICLE 3 - EMPLOYMENT PRACTICES
Section A. Personnel reductions, vacancies, and promotions shall be handled in
accordance with existing Civil Service Rules and Regulations and state laws relating or
pertaining thereto.
Section B. Personnel Files. 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 Fire & Emergency Services Department.
4
Battalion Chiefs/Safety Officers' Contract
2009
This provision shall not restrict such information from becoming subject to due process
Nesi
by any court or administrative tribunal. It is further agreed that information may be
released to outside groups subject to the approval of both the Employer and the
employee. Provided, that nothing in this Section shall prevent all employees from
viewing his/her original personnel file in its entirety upon request. The Employer and
the employee agree that nothing of a disciplinary nature shall be inserted into the
personnel file without a copy first going to the employee.
All disciplinary notices or memoranda shall be removed from the personnel files after
Forty-eight (48) months. Personnel files shall be released to the Civil Service
Commission for the purpose of promotional examinations and in the event of
disciplinary hearings.
Section C. It is agreed by the Employer and the Local that both parties are obligated to
provide equality of opportunity, consideration, and treatment of all members employed
by the Renton Fire & Emergency Services Department in all phases of the employment
process. Therefore, both the Union and the Employer agree not to discriminate on the
basis of Union activity, race, creed, sex, national origin, age, handicap (unless a bona
fide occupational qualification exists), and religion. (Including those persons exercising
their rights under Article 2, Section A.)
Section D. An employee shall accrue seniority through continuous employment with
the Renton Fire & Emergency Services Department including those members of the
bargaining unit as a result of merger. The Employer shall establish a seniority list and
shall update it at least once per calendar year. The seniority list shall be posted on the
bulletin board with a copy sent to the Secretary of the Union. This list shall be
established by classification. Layoffs will be based on seniority with the first layoff being
the employee with the least amount of time within the Renton Fire & Emergency
Services Department. In the event of the abolishment of a position the employee(s)
with the least amount of time in rank shall be laid off or dropped in rank. An employee
will not be reduced in rank by more than one classification as a result of layoffs or staff
reductions. In the event an employee is rehired the Chief will have the discretion to
determine an adequate amount of training necessary to resume the duties of the
position. If a layoff is necessary the employee will be placed on a rehire list that will last
for (5) five years. In the event of rehire purposes the list will be used as the sole list and
5
Battalion Chiefs/Safety Officers' Contract
2009
will be used until it has been depleted and or (5) years has expired. After six (6)
months in a laid off status a physical examination is a prerequisite for reemployment. A
reinstated employee shall serve a probationary period of one year if the employee has
been laid off for two and one half years (2 '/2) or more. A rehired employee will assume
rank and time in grade equal to their classification at the time of separation.
ARTICLE 4 - RETENTION OF BENEFITS
Section A. Working conditions which are generally prevailing but not specifically
outlined in this Agreement shall, in the manner presently observed as department
policy, be administered and abided by both parties to this Agreement unless changed
or deleted by mutual consent.
Section B. Management rights and responsibilities assigned to each Battalion
Chief/Safety Officer shall continue to be performed by him/her, void of any conflict of
interest that may arise out of the fact that the Battalion Chiefs/Safety Officers are
represented by the same IAFF Local as the rank and file firefighters they supervise;
PROVIDED, this shall not constitute a waiver of the Local's right to bargain under RCW
41.56.
ARTICLE 5 - MANAGEMENT RIGHTS
Section A. The Local recognizes the prerogatives of the Employer to operate and
manage its affairs in all respects in accord with its responsibilities and powers of
authority.
Section B. The Employer has the right to schedule overtime work as required and
most advantageous to the department and consistent with requirements of municipal
employment and public safety.
Section C. It is understood by the parties that every incidental duty connected with fire
service oriented operations enumerated in job descriptions is not always specifically
described.
Section D. The Employer reserves the right to discharge or discipline an employee for
just cause. The Employer reserves the right to lay off personnel for lack of work or
funds; or for the occurrence of conditions beyond the control of the department; or
6
Battalion Chiefs/Safety Officers' Contract
2009
when such continuation of work would be wasteful and unproductive. The Employer
shall have the right to determine reasonable schedules of work and to establish the
methods and processes by which such work is performed in accord with Article 10 of
this Agreement.
Section E. No policies or procedures covered in this Agreement shall be construed as
delegating to others or as reducing or abridging any of the authority conferred on City
officials as defined in the following:
1. The Ordinance responsibility of the Mayor as Chief Executive
Officer of the City for enforcing the laws of the State and City,
passing upon Ordinances adopted by the City Council,
recommending an annual budget, or directing the proper
performance of all executive departments.
2. The responsibility of the City Council for the enactment of
Ordinances, the appropriation of monies, and final determination
of employee compensation.
3. The responsibilities of the fire chief and his/her delegates as
governed by City Ordinance and Civil Service Rules and
Department Rules and as limited by the provisions of this
Agreement: to recruit, assign, transfer, or promote members to
positions within the Department; to suspend, demote, discharge,
or take other disciplinary action against members for just cause;
to relieve members from duties because of lack of work, lackof
funds, or for disciplinary reasons; to determine methods, means,
and personnel necessary for departmental operations; to control
the departmental budget; to take whatever actions are necessary
in emergencies in order to assure the proper functioning of the
Department.
The Local agrees that its members shall have a responsibility to promote the efficient
and effective operation of the department and to assist the Fire Chief and his/her
delegates in ensuring such efficiency and effectiveness. The members further agree to
support the Chief and his/her delegates in developing work programs, strategies,
techniques, innovations and other programs to maximize department productivity.
7
Battalion Chiefs/Safety Officers' Contract
2009
''so, ARTICLE 6 - PERFORMANCE OF DUTY
Section A. Nothing in this Agreement shall be construed to give an employee the right
to strike and no employee shall strike nor shall he/she refuse to perform his/her
assigned duties to the best of his/her ability.
Section B. To the extent that any provision of this Agreement is in conflict with
applicable existing Civil Service laws in effect on May of 1999, rules and regulations,
the mutually agreed upon labor contract will prevail.
ARTICLE 7 - SALARIES
Section A. Salaries for Battalion Chiefs/Safety Officers shall reflect a 15% differential
between Battalion Chiefs/Safety Officers and Captains of Local 864. (Captains wage
plus 15 percent)
Section B. Longevity salary allowances shall be payable on the first payday following
the anniversary of the Battalion Chief/Safety Officer:
Nave
• Completion of 5 years - 2% of top step firefighter salary
• Completion of 10 years - 4% of top step firefighter salary
• Completion of 15 years - 6% of top step firefighter salary
• Completion of 20 years - 10% of top step firefighter salary
• Completion of 25 years - 12% of top step firefighter salary
Section C. The salaries for any new classifications that may be covered by this
agreement shall be subject to negotiations between the parties.
Section D. Additional pay shall be awarded as an education incentive to members of
the Department using the following scale and for the following achievements. The Chief
shall insure all educational requirements are met through an accredited program.
Payments will be rounded to the nearest whole dollar.
• Four Year Degree and Two Year Fire Science Degree - 2.0% of top step of
base firefighter's salary
8
Battalion Chiefs/Safety Officers' Contract
2009
Section E. Battalion Chiefs/Safety Officers performing Standby/Safety Officer duty
*4460
shall be compensated at the rate of $5.00 per hour. Employees on the list will remain in
a duty ready state and available to respond within one (1) hour for suppression recall
and 30 minutes for a Safety Officer recall. Employees on the list will be paid for an
entire 24 hour shift unless they are activated, at that time the employee will transfer to
the appropriate pay rate. Battalion Chiefs/Safety Officers may request time off in lieu of
receiving monetary compensation. Time off will be accrued at the rate of V2 day off for
each week of Standby/Safety Officer duty performed. Time off in lieu of monetary
compensation will be at the approval of the Chief.
Section F. The City agrees to contribute 2.5% of a shift Battalion Chief/Safety
Officer's base wage to the deferred compensation plan in exchange for voluntary
participation, and successful completion of the annual fire fighter entrance combat
challenge.
The test shall be given annually in the preceding year. Any employee who does not
meet the standard has 1 additional opportunity to pass the test by the end of the
preceding year.
Nod
Any employee receiving deferred compensation who is unable to take the combat
challenge due to disability or sick leave will continue to receive the deferred
compensation. Once the employee returns to full duty they have 90 days to complete
the combat challenge.
Section G. Paydays shall be on the 10th and 25th of each month. Should the paydays
fall on a Saturday or Sunday or holiday, paychecks shall be issued on the preceding
working day. The City retains the right to mandate electronic deposit of paychecks
during the life of this agreement.
Section H. Effective with calendar year 2003, the City will issue semi-monthly
paychecks. For the pay period, December 16 through December 31, pay will be
received on January 10 the following year.
9
Battalion Chiefs/Safety Officers' Contract
2009
Section I. The Employer agrees to contribute three and one half percent (3.5%) of a
*l""'` shift Battalion Chief/Safety Officer's base wage per annum to a deferred compensation
or income protection plan. This contribution shall expire December 31, 2009.
ARTICLE 8 - OVERTIME
Section A. Unless otherwise provided by the terms of this Agreement, in the event that
a need for overtime should occur in the Fire & Emergency Services Department
because of emergency, sickness, or other unforeseen conditions, the current
procedures will be used by the Employer.
Section B. Battalion Chiefs/Safety Officers assigned to days may work suppression
overtime without having to use vacation or holiday time when approved by the
employee's immediate supervisor. The employee may use vacation, holiday, comp
time, or executive leave time at their option. Battalion Chief/Safety Officer's
suppression overtime rate will be 1.35 times their normal rate of pay. (Non suppression
overtime, training and meeting for example will be at the current straight time rate.)
Nome
ARTICLE 9 - INSURANCE
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.
Section A. Medical coverage shall be provided in accord with the laws of the State of
Washington, RCW 41.26.150. Local agrees to participate in the REHBT and to identify
and support cost containment measures.
Section B. The City will provide a medical/dental, vision, and prescription drug
insurance plan for bargaining unit members and their eligible dependents.
The City and union agree to jointly manage the REHP during the term of this
agreement. The REHBT is comprised of the Firefighter Union Local 864, other
10
Battalion Chiefs/Safety Officers' Contract
2009
participating unions and the City, and will meet at least quarterly to review the REHP
including costs associated with the REHP.
Members of the REHBT are authorized to make changes in the REHP from time to time
without further concurrence from their membership or the City Council during the term
of this agreement. Each member union (not bargaining unit), and the City shall have
one vote when considering proposed changes to the REHP.
Changes in the REHP will be determined by a majority of the votes cast by REHBT
members. A tie vote will result in no change in existing benefits.
Effective 01/01/2009, the City agrees to increase its share of the 2008 premium by 8
percent above the 2008 level. Any premium increase above 8 percent will be
addressed by the REHBT through program redesign or a 50/50 split of the additional
costs necessary to fund the program through 2009. Should premiums necessary to
fund the projected program costs for 2009 increase less than 8 percent, the REHBT
shall have the option to distribute the funds as they see fit proportionately to their
constituents.
RENTON EMPLOYEES' HEALTH PLAN BOARD OF TRUSTEES — Includes members
of each participating Union. Each union will have a maximum of one (1) vote, i.e., the
Firefighter Union has two (2) bargaining units but only receives one (1) vote on the
REHBT. The City only receives one (1) vote also. If all bargaining units participate the
voting bodies would be as follows: AFSCME-2170; Firefighters-864; Police Guild and
the City for a total of four (4) votes.
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.
VOTING —A tie vote of the REHBT members related to a proposed plan design
change will result in continuing the current design. If no agreement can be reached on
11
SWIM
Battalion Chiefs/Safety Officers' Contract
2009
design changes and cost increases exceed the City's agreed contribution, then the
iktioe additional cost will be split 50/50 by the City and the Members. Example — City takes
first 8.0%; Cost increases 16.0%; City pays 50% of the additional 8.0% and members
pay 50% of the additional 8%.
Section C. The Employer shall furnish to the employee a group term life insurance
policy in the amount of the employee's annual salary rounded to the 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.
Section D. When a LEOFF II employee or dependent's health care benefits ceases,
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 following the date the condition is declared fixed and stable
Section E. Health and Wellness program. The employer agrees to pay $10.00 per
month per employee to promote health and wellness within the Renton Fire &
"'"" Emergency Services Department. The employees agree to pay $5.00 per month per
employee to promote health and wellness within the Renton Fire & Emergency Services
Department. This amount will be deducted from the employees' paycheck on the 10th
of each month. The funds will be placed in a separate account and carried over each
year. These funds shall be used in accordance with Renton Fire & Emergency
Services Department Policies.
ARTICLE 10 - HOURS OF WORK
Section A. The normal schedule for employees of the Administration, Fire Prevention,
and Training divisions shall be equivalent to 40 hours per week exclusive of lunch.
Workdays shall commence at 0800 hours Monday through Friday, or as established by
mutual agreement. Non-Suppression Battalion Chiefs/Safety Officers will work up to
two (2) hours of non compensated time per month. (Two hours per month, not 24
hours per year).
12
Battalion Chiefs/Safety Officers' Contract
2009
Section B. The normal working schedule for the Fire Suppression division shall be in
twenty-four (24) hour shifts beginning at 0730 hours.
1. Employees will receive one "Kelly" shift every six (6) regularly scheduled
shifts to reduce the normal workweek to 46.6 hours.
2. One hour for lunch and one hour for dinner and rest breaks will be
allowed, in accordance with Fire & Emergency Services Department
Rules and Standard Operating Procedures.
Section C. Employees may exchange shifts with prior approval of the Fire Chief, or
his/her designee. No shift exchange shall be made which will result in extra payroll cost
to the Employer. All shift exchanges must be repaid within twelve (12) months of date of
exchange.
Section D. Day Shift Differential. Employees assigned to day shift for 30 consecutive
days or more (excluding light duty) shall receive an additional 5.0% of a shift Battalion
Chief/Safety Officer's base wage per pay period.
Section E. Working Out of Classification. Employees assigned the duties of a
higher classification shall be compensated in accordance with City Policy & Procedure
#300-41.
ARTICLE 11 - HOLIDAYS
Section A. The following are recognized as legal holidays and shall be taken by all
personnel working a 40-hour work week:
1. The first day of January, commonly called New Year's Day.
2. The last Monday in May, commonly known as Memorial Day.
3. The fourth day of July, being the anniversary of the Declaration of
Independence.
4. The first Monday in September, to be known as Labor Day.
5. November 11 (Veteran's Day).
6. The fourth Thursday of November, to be known as Thanksgiving Day. `"IS
13
Battalion Chiefs/Safety Officers' Contract
2009
7. The fourth Friday of November, the day after Thanksgiving Day.
8. The twenty-fifth day of December, commonly called Christmas Day.
9. 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.
10. Three floating Holidays of the employee's choice.
11. Any other day designated by public proclamation of the Chief Executive of
the State as a legal holiday.
All personnel working 24-hour shifts shall receive five (5) shifts off in lieu of the above
w
holidays. The employee may at his/her option, sell back from zero (0) to five (5) shifts
of holiday time at the straight time rate. Payment for Holidays sold back to the City
shall be paid on the second payday of February of each year. The Holiday sellback
check will be issued on a separate voucher.
Scheduling of holiday time off will be done in a manner to prevent the necessity of
overtime payment by the Employer and in accord with Fire & Emergency Services
Department Rules and Standard Operating Procedures.
Those employees required to work Thanksgiving or Christmas Day shall receive
compensation at the double-time rate for the hours worked during those holidays.
The holiday conversion factor of (40/46.6 = .858) will be used when converting from a
24 hr shift to day shift or from a day shift to 24 hr shift. To convert from a 24hr shift to
14
Battalion Chiefs/Safety Officers' Contract
2009
day shift take the 24hr shift hours x.858 = new day shift hours. To convert from day
shift to 24hr shift hours take the day shift hours /.858 = new 24 hr shift hours. Rounded
to the nearest whole hour. All local 864 members will be allocated holiday hours to their
payroll holiday account based upon their shift/day shift assignment. In the case that an
employee is moved mid year conversion will take place if necessary.
Use the following chart to determine the Holiday or Vacation leave usage per day when
an individual is temporarily assigned to days (such as Light Duty).
Leave hours taken Conversion Factor Converted Leave Time Rounded Time Used
1 .858 1.1655 1
2 .858 2.3310 2
3 .858 3.4965 3
4 .858 4.6620 5
5 .858 5.8275 6
6 .858 6.9930 7
7 .858 8.1585 8
8 .858 9.3240 9
9 .858 10.4895 10
10 .858 11.6550 12
ARTICLE 12 - VACATIONS
Section A. The use of vacation is based on the calendar year and will be pro-rated
based on the date of hire. During the first five years, and longevity breaks, the member
will plot the number of full shifts accrued the prior year. The member can either be paid
out at the straight time rate for the odd hours remaining, or borrow enough hours to
provide a complete shift to plot. 24-hour shift personnel will not carry over any vacation
from year to year. Day staff personnel are allowed to carry over up to 2 years of
vacation leave. At the discretion of the Chief, any member unable to use plotted
vacation due to illness/injury, or recall to active military duty, may be paid at the straight
time rate or be allowed to re-plot time off in the affected year. Personnel hired mid-year
will use vacation on a pro-rated basis (See Appendix C Vacation Pro-ration Schedule).
15
Battalion Chiefs/Safety Officers' Contract
2009
The following vacation benefit schedule shall be applicable to members hired January 1
Now of any year:
Calendar Year Hours/Shifts
In Service used per year
1st 0
2 72 hrs/3 shifts
3 96 hrs/4 shifts
4 120 hrs/5 shifts
5 144 hrs/6 shifts
6-10 yrs 216 hrs/9 shifts
11-15 yrs 264 hrs/11 shifts
16 — 20 yrs 312 hrs/13 shifts
21 + yrs 336 hrs/14 shifts
Each year, in the month of September, Labor and Management will produce agreed
upon vacation hours for all members. The hours will be entered by Finance into each
member's vacation account to be used the following year.
Section B. When a member is assigned to days, or moved back to 24-hour shift, the
vacation conversion factor(40/46.6 = .858) will be used. When a member is
temporarily assigned to days for longer than 1 pay period, due to illness, injury, or
temporary assignment, sick leave, holidays and vacation will be converted if necessary.
Upon re-assignment to shift, the remaining hours will be converted back to shift.
To convert from 24-hour shift to days:
shift vacation allocation x .858 = day staff vacation hrs
To convert from day staff to 24-hour shift:
day staff vacation balance + .858 = shift vacation hrs
16
Battalion Chiefs/Safety Officers' Contract
2009
All members will be allocated hours to their payroll vacation account based upon their
Niad
24-hour shift/day staff assignment. In cases of mid-year assignment changes, the
unused portion of vacation will be converted. At the discretion of the Chief, when a day
staff member is assigned mid-year to 24-hour shift, the converted vacation hours will be
plotted in the affected year, or paid at the straight time rate.
Vacation will be taken at the employee's request and will be granted in accordance with
Department SOP with the approval of the section Deputy Chief.
Section C. Scheduling of vacation time shall be done in a manner to prevent the
necessity of overtime payment by the Employer and in accord with Fire & Emergency
Services Department Rules and Standard Operating Procedures. When staffing levels
permit, a certain number of available staff shall be permitted to schedule time off,
including any holidays, "Kelly" days and bonus sick days that may have accrued.
ARTICLE 13 - SICK LEAVE
Sick leave benefits are hereby fixed and established in the following manner:
Section A. The employer agrees to allow each LEOFF I employee hired before
October 1, 1977, sick leave benefits computed on the following basis:
All LEOFF I members will accrue sick leave at a rate of- Twenty-four (24) hours
per month up to a maximum balance of one hundred sixty-eight (168) hours and
at a maximum accrual rate of 168 hours per year.
Section B. In case of sickness or disability, the LEOFF I employee shall first use and
exhaust any and all sick leave benefits accrued pursuant to Subsection A herein above
prior to receiving any sick or disability benefits pursuant to RCW 41.26.150 and/or for
RCW 41.26.120. Sick leave benefits shall not be accrued during any period while such
employee is on "disability leave" or "disability retirement" under the provisions of the
LEOFF System. However, if such employee is returned to full active duty with the
17
Battalion Chiefs/Safety Officers' Contract
2009
Employer prior to the expiration of the six-month period and prior to any final disability
retirement, then such leave credit shall accrue to his/her benefit during such temporary
period of disability.
Section C. The LEOFF II Employer agrees to allow each employee hired after October
1, 1977, sick leave benefits computed on the Following, basis:
All LEOFF ll members will accrue sick leave at a rate of - Twelve (12) hours per
month up to a maximum accrual of one thousand, four hundred and forty hours
(1,440).
Sick leave benefits under this paragraph will begin accruing upon employment with the
award of the thirty-six (36) hours of sick leave. Upon completion of the third month of
employment, an additional thirty-six (36) hours of sick leave will accrue at the rate of
twelve hours per month to a maximum of 1,440 hours. At no time shall the total sick
leave accrued under this section and the supplemental sick leave benefits available
under Section H exceed 1,440 hours.
Cash payment for sick leave accrued under Section C of this Article will be made upon
an employee's death, retirement or voluntary separation while in good standing at the
rate of one-half (1/2) regular pay for each hour accrued. Employees hired on or after
January 1, 1994 shall not be eligible for cash out of accrued sick leave. This provision
does not apply to any injury leave benefits provided under Section D and supplemental
sick leave benefits provided under Section H of this Article.
Disability leave benefits shall be provided to LEOFF II employees in accordance with
the laws of the State of Washington when it has been determined that the disability is
duty-related.
18
Battalion Chiefs/Safety Officers' Contract
2009
Section D. All LEOFF II personnel covered by either of the above contracts will
receive up to six consecutive calendar months of full pay and benefits for L & I qualified
duty-related disabilities. The maximum period of this benefit will not exceed six
consecutive calendar months.
1. The coverage starts on the first day or shift of time loss.
2. The individual with the disability will not be required to use any personal
sick leave if the duration of the illness or injury is six consecutive calendar
months or less.
3. No Vacation or Holiday leave can be used during the six consecutive
calendar month period.
4. Any light duty performed during the period of disability will not extend the
period of the six consecutive calendar months.
5. This benefit will conclude when any of the following conditions occur:
a. The individual is cleared for return to full-duty;
b. The individual remains on disability and completes their six
consecutive calendar months; or,
c. During the six consecutive months, the Department of L & I
declares the individual to be "fixed and stable" with a disability that
permanently prevents a return to full duty.
6. The intent of this agreement is to make an injured member financially
"whole" for the duration of the benefits. The total compensation received
by an injured member will not exceed their regular duty compensation.
7. All benefits provided in accordance with the contract will continue to
accrue while an individual is using the LEOFF II OJI Benefit.
8. Reimbursement Checks from the Third Party Administrator (TPA) for City
of Renton.
a. All TPA reimbursement checks sent to the individual must be
submitted to the City of Renton.
1) Checks must be submitted within 30 days of receipt by the
member.
2) The member must endorse the check to the City of Renton. '
19
Battalion Chiefs/Safety Officers' Contract
2009
b. The intent of the six months of coverage is to make the individual
financially "whole". The total compensation received by the
member will not exceed his or her regular, duty compensation.
9. Members will be reimbursed for all approved L & I travel expenses.
10. Crediting of TPA Wage Reimbursement checks once the initial six
consecutive calendar months of full coverage by the City has been
completed.
a. The individual must submit his or her reimbursement check to the
City of Renton as identified above.
b. In turn, the City will credit the member's sick leave account. The
amount of sick leave credit will be determined by dividing the
check's value by the member's regular hourly rate (including
premiums). The number of hours (and any fraction thereof) will be
added to the balance of the member's sick leave account.
c. This process will continue until the individual exhausts his or her
personal sick leave.
If an employee terminates employment with the Employer for reasons other than
disability, lay-off, or retirement, the value of any injury leave used from this bank but not
accrued shall be paid back to the Employer through payroll deduction.
Section E. Accrued sick leave may be used to care for a child under eighteen years of
age with a health condition that requires treatment or supervision, including
preventative health care, as specified in WAC 296-130-010 through 296-130-500. For
the purposes of this section, child is defined as the natural or adopted child of the
employee, the natural or adopted child of the employee's spouse or a child under the
employee's legal guardianship, legal custody, or foster care.
Available sick leave may be granted upon permission from the Chief of the Department
or, in his/her absence, the senior officer in charge in the case of sudden family
emergencies other than the care of a child under eighteen years of age with a health
20
Battalion Chiefs/Safety Officers' Contract
2009
condition that requires treatment or supervision. Such sick leave shall be used in
accord with department regulations.
Section F. This section applies to any LEOFF I or LEOFF II employee who accrues
sick leave benefits under Section A and C of this Article. The Sick Bonus is granted
based on the amount of sick leave used (excluding FMLA illness/injury or OJI) in the
previous calendar year as described in the table below. The amount of Sick Bonus
hours issued will be based on whether the individual is assigned to shift or days in
February of the current year. As noted, day staff usage and payment will be calculated
at the conversion rate of .858 rounded to the nearest whole hour for all hours in this
section. Payment will be issued on a separate voucher on the second payday in
February.
Shift Sick Leave 0 >0 to 24 >24 to 48 >48
Hours Used
Converted Hours 0 >0 to 21 >21 to 41 >41
Used on Days
Shift Bonus = 24 hrs Double time Time and one Straight time No bonus
half
Day Bonus = 21 hrs Double time Time and one Straight time No bonus
half
Section G. During the term of this Agreement, Suppression personnel hired after
October 1, 1977 (LEOFF II) may, in case of personal illness or off duty disability, be
granted supplemental sick leave upon permission from the Chief of the Department
after any and all sick leave accrued pursuant to Section C of this Article has been
exhausted. Supplemental sick leave benefits shall be computed at the rate of twelve
21
Battalion Chiefs/Safety Officers' Contract
2009
(12) hours per month for each full month of employment from January 1, 1994. At no
New
time shall the total sick leave accrued under section C of this Article and the
supplemental sick leave benefits available under this section exceed 1,440 hours.
Section H. All LEOFF II employees having an extended injury or illness are eligible for
up to 12 months of light duty.
Section I. The sick leave conversion factor of (40/46.6 = .858) will be used when
converting from a 24 hour shift to day shift or from a day shift to 24 hour shift. To
convert from a 24 hour shift to day shift take the 24 hour shift hours x.858 = new day
shift hours. To convert from day shift to 24 hour shift hours take the day shift hours
/.858 = new 24 hour shift hours. Rounded to the nearest whole hour. All local 864
members will be allocated sick leave hours to their payroll sick leave account based
upon their shift/day shift assignment. In the case that an employee is moved mid year
conversion will take place if necessary.
New
Please use the following chart to determine sick leave usage per day when an
individual is temporarily assigned to days (such as light duty).
Sick Leave Hours Conversion Factor Converted Time Rounded Leave
Taken Per Day Used Used Per Day
1.0 0.858 1.165501166 1.25
1.25 0.858 1.456876457 1.5
1.5 0.858 1.748251748 1.75
1.75 0.858 2.03962704 2.0
2.0 0.858 2.331002331 2.25
2.25 0.858 2.622377622 2.5
2.5 0.858 2.913752914 3.0
2.75 0.858 3.205128205 3.25
3.0 0.858 3.496503497 3.5
3.25 0.858 3.787878788 3.75
22
Battalion Chiefs/Safety Officers' Contract
2009
Sick Leave Hours Conversion Factor Converted Time Rounded Leave
Taken Per Day Used Used Per Day
3.5 0.858 4.079254079 4.00
3.75 0.858 4.370629371 4.25
4.00 0.858 4.662004662 4.75
4.25 0.858 4.953379953 5.0
4.50 0.858 5.244755245 5.25
4.75 0.858 5.536130536 5.5
5.00 0.858 5.827505828 5.75
5.25 0.858 6.118881119 6.00
5.50 0.858 6.41025641 6.5
5.75 0.858 6.701631702 6.75
6.0 0.858 6.993006993 7.00
6.25 0.858 7.284382284 7.25
6.5 0.858 7.5757576 7.5
6.75 0.858 7.867132 7.75
7.00 0.858 8.158508 8.25 •imeoe
7.25 0.858 8.44988 8.5
7.5 0.858 8.74125 8.75
7.75 0.858 9.03263 9.00
8.00 0.858 9.324009 9.25
8.25 0.858 9.615384 9.5
8.5 0.858 9.906759 10.0
8.75 0.858 10.1981 10.25
9.00 0.858 10.48951 10.5
9.25 0.858 10.78088 10.75
9.5 0.858 11.07226 11.0
9.75 0.858 11.36363 11.25
10.0 0.858 11.65501 11.75
23
Battalion Chiefs/Safety Officers' Contract
2009
'""' ARTICLE 14 - FUNERAL LEAVE
Time off with pay for up to 1 shift or day shall be allowed employees covered hereunder
for the purpose of attending a funeral of the employee's mother, father, brother, sister,
spouse, child, mother-in-law, father-in-law, grandchild, or grandparents. When special
conditions exist, up to three shifts of sick leave may be granted, upon proper request,
for the purpose of attending a funeral as described above. All requests for extended
funeral leave shall be approved by the Fire Chief.
Members of the Bargaining Unit shall be permitted to attend funeral services on duty for
family members of Local 864 employees. Employees scheduled to work the day of a
funeral shall be able to attend the service within their response area and will respond to
calls for services as requested.
The City and the Union also agree that daily work schedules will be completed as if no
interruption in work resulted from attending a funeral service and would result in not
overtime cost to the City.
Nohow
ARTICLE 15 - UNIFORM ALLOWANCE
Section A. Uniform Allowance. Each employee shall receive a uniform allowance of
1.25% of top step of firefighter annual base pay. The Uniform allowance paycheck will
be paid on a separate voucher on the Second Payday in February. The purpose of
such allowance is to buy, maintain, and/or repair any equipment or clothing required by
the Employer which is not furnished by the Employer. All employees covered shall
have and maintain 3 house uniforms after the year 2006 uniform allowance. The
employee will also be required to maintain a pair of approved safety boots as stated in
the SOP's. The replacement costs of these boots will be borne by the employee. The
allowance is subject to a pro rata deduction from the employee's final paycheck in the
event he/she does not serve the entire twelve months for which such payment was
made, with the exception of an employee who retires or expires, in which event no
deduction shall be made. In lieu of this allowance and at the employer's option, a
Nome quartermaster system may be instituted. Under this program the employer would
purchase and maintain, including cleaning, any equipment or clothing required by the
24
Battalion Chiefs/Safety Officers' Contract
2009
employer. Prior to implementation both parties shall agree as to what is required
equipment and clothing.
Periodic inspections may be conducted at the discretion of the Chief to monitor the
appearance and serviceability of uniform clothing and equipment. It shall be the
responsibility of the individual employee to replace any piece of clothing or equipment,
which the Chief determines, is substandard.
The Employer shall furnish all protective clothing or protective devices required of the
employees in the performance of their duties to the employees. Such protective
clothing and devices will remain the property of the Employer and shall be worn only in
the performance of Renton Fire & Emergency Services Department duties.
ARTICLE 16 - GRIEVANCE PROCEDURE
Grievances or disputes, which may arise involving the interpretation of this Agreement,
shall be settled in the following manner:
Step 1: The Local's Grievance Committee, upon receiving a written and signed petition
within two (2) weeks of actual grievance, shall determine if a grievance exists. If in their
opinion no grievance exists, the matter is closed.
Step 2: If in the opinion of the Grievance Committee a grievance exists, the Committee
shall within two weeks after receiving the grievance present the grievance in writing to
the Chief of the Fire & Emergency Services Department for adjustment.
Step 3: If within ten (10) business days the grievance has not been settled, it then shall
be submitted to the Mayor.
Step 4: If within ten (10) business days the grievance has not been settled in Step 3, it
shall then be submitted to arbitration for adjustment. The power and authority of the
Arbitration Board shall be limited to the interpretation of the terms of this Agreement.
The Board shall have no authority to amend, modify, nullify, ignore, add to, or subtract
from the express terms of this Agreement. The Arbitration Board shall consist of a
25
Battalion Chiefs/Safety Officers' Contract
2009
representative of the Employer, a representative of the Local, and a third member
mutually agreed to by both the appointed members and who will preside as Chairman.
If the two cannot agree within seven (7) days on the selection of the Chairman, the
matter then shall be submitted to the Federal Mediation and Conciliation Services for
seven (7) names of Arbitrators who reside in the State of Washington. The Employer
and the Local shall strike names alternately, the final remaining name shall be the
neutral third party. Each party will pay for his/her own arbitrator and the expenses of
the third will be shared equally between the parties. Meetings of the Arbitration Board
shall be attended by all three members. A decision of the majority of the Arbitration
Board shall be final and binding on all parties as to the issues submitted to it for
decision.
ARTICLE 17 - SAVINGS CLAUSE
Section A. 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
lee of this Agreement and addenda shall not be affected thereby and the parties shall enter
immediate collective bargaining negotiations for the purpose of arriving at a mutually
satisfactory replacement of such articles.
Section B. The Employer and the Local reserve the right to address, through
reopening of the contract, any effects that the Fair Labor Standards Act, or any
amendments thereto, may have on the application of the provisions of the Labor
Agreement.
26
Battalion Chiefs/Safety Officers' Contract
2009
ARTICLE 18 - DURATION OF AGREEMENT
Section A. This Agreement shall become effective January 1, 2009, and shall remain
in full force and effect until December 31, 2009.
Section B. The Agreement expressed herein in writing concludes collective bargaining
for its term and constitutes the entire Agreement between the parties. All rights and
duties of both parties are specifically expressed in this Agreement and such expression
is all-inclusive. No oral statement shall add to or supersede any of its provisions.
Section C. For the duration of this agreement, no party shall change, modify, or
amend any part of this Agreement without first negotiating and obtaining the mutual
consent of the other party.
Signed this day of , 2008 at Renton, Washington.
CITY OF RENTON: RENTON BATTALION CHIEFS/SAFETY
OFFICERS:
Denis Law, Mayor Craig Soucy, President
I. David Daniels, Fire Chief Kris Hanson, Trustee
Nancy Carlson, Human Resources & Risk
Management Administrator
Michael R. Webby, Consultant
Eileen Flott, Human Resources Manager
27
Battalion Chiefs/Safety Officers' Contract
2009
Robert Van Home, Fire Deputy Chief
Lucinda Gibbon, Human Resources
Analyst
ATTEST:
Bonnie I. Walton, City Clerk
APPROVED AS TO FORM:
Lawrence J. Warren, City Attorney
28
Battalion Chiefs/Safety Officers' Contract
2009
APPENDIX A
Salaries
Section A. Effective January 1, 2009, salaries shall be increased by 115% of Captain's
2009 base wage. Effective January 1, 2009, salaries shall be increased by 5.5%.
Section B. The following employee base wage shall be in effect during the life of this
contract:
Year Hourly Rate Shift BC Admin BC
January 1, 2009 $44.62 per hour $9,036 per month $9,488 per month
Hourly rates are based on 2430 hours per year.
29
Battalion Chiefs/Safety Officers' Contract
2009
loare
APPENDIX B
VACATION PRO-RATION SCHEDULE
Members hired mid-year will use vacation based on the following schedule:
Calendar Yr Hrs/Shifts Pre-hire date Post-hire date
in Service used per year accrual/pp accrual/pp
1 0 3
2 Prorate 3 4
3 Prorate 4 5
4 Prorate 5 6
5 Prorate 6 9
6 Prorate - 9 9
7-9 216 hrs/9 shifts 9 9
10 216 hrs/9 shifts 9 11
11 Prorated 11 11
12-14 264 hrs/11 shifts 11 11
15 264 hrs/11 shifts 11 13
16 Prorated 13 13
17-19 312 hrs/13 shifts 13 13
Niksw 20 312 hrs/13 shifts 13 14
21 Prorated 14 14
21+ 336 hrs/ 14 shifts 14 14
Mid year hires - Start accruing 3 hours per pay period from the starting date. For the first 5
years, on the anniversary date, the accrual will be raised to the next level. Therefore, each of
those years the number of shifts taken will be based on what had accrued the prior year. The
member would plot full 24-hour shifts, and either be paid out at the straight time rate for the odd
hours remaining, or borrow enough hours to provide a complete shift to plot. In earning the
prior year what they use the following year, they would earn odd hours in the year of the 5th,
10th, 15th and 20th year anniversary, and use what they accrued the prior year. The odd hours
would be affecting the vacation plotted the year following their anniversary.
Mid year retirement/termination — based on the date of retirement/termination, the number of
vacation hours unused for the current year, plus the number of hours accrued in the current
year would be paid out to the employee.
30
•
CITY OF RENTON COUNCIL AGENDA BILL
kiiieiSubmitting Data: For Agenda of: November 3, 2008
Dept/Div/Board.. HR & RM Dept.
Staff Contact Nancy Carlson Agenda Status
Consent X
Subject: Public Hearing..
2009 contracts for the Renton Police Guild, Correspondence..
Commissioned and Non-Commissioned bargaining Ordinance
units Resolution
Old Business
Exhibits: New Business
Renton 2009 Police Guild Commissioned and Non- Study Sessions
Commissioned contracts Information
Recommended Action: Approvals:
Council concur Legal Dept X
Finance Dept
Other
Fiscal Impact:
Expenditure Required... See analysis below Transfer/Amendment
Amount Budgeted Revenue Generated
Total Project Budget City Share Total Project..
SUMMARY OF ACTION:
Ni✓Administration requests City Council authorization for the Mayor to sign one-year labor agreements for
2009 with the Renton Police Guild Commissioned and Non-Commissioned Units. The projected fiscal
impact for 2009 is approximately$1,916,563 for the Police Commissioned and Non-Commissioned
Units. Resources have been included in the 2009 preliminary operating budget to fund the proposed
agreements.
The primary changes in the one-year agreements include a 5.5% COLA and an 8% increase to the
medical premium.
STAFF RECOMMENDATION:
Approve the 2009 Renton Police Guild Commissioned and Non-Commissioned contracts
Rentonnet/agnbill/ bh
AGREEMENT
By and Between
CITY OF RENTON
and
NIlw
RENTON POLICE OFFICERS' GUILD
REPRESENTING COMMISSIONED EMPLOYEES
January 1, 2009 — December 31, 2009
�rrr►
TABLE OF CONTENTS
PAGE
PREAMBLE 3
ARTICLE 1 RECOGNITION AND BARGAINING UNIT .3
ARTICLE 2 UNION MEMBERSHIP AND DUES DEDUCTION 3
ARTICLE 3 EMPLOYMENT PRACTICES 5
ARTICLE 4 HOURS OF DUTY 7
ARTICLE 5 SALARIES 12
ARTICLE 6 ALLOWANCES AND PREMIUMS 12
ARTICLE 7 SICK LEAVE 15
ARTICLE 8 HOLIDAYS 17
ARTICLE 9 TUITION REIMBURSEMENT 17
ARTICLE 10 EDUCATIONAL INCENTIVE 18
ARTICLE 11 PERSONAL LEAVE 18
ARTICLE 12 LONGEVITY 21
ARTICLE 13 PENSIONS 21
ARTICLE 14 INSURANCES 21
ARTICLE 15 BILL OF RIGHTS 24
ARTICLE 16 MANAGEMENT RIGHTS 27
ARTICLE 17 GRIEVANCE PROCEDURE 28
ARTICLE 18 PERFORMANCE OF DUTY 30
ARTICLE 19 RETENTION OF BENEFITS 30
ARTICLE 20 PAY DAYS 30
ARTICLE 21 SAVINGS CLAUSE 31
ARTICLE 22 ENTIRE AGREEMENT 32
ARTICLE 23 DURATION OF AGREEMENT 33
APPENDIX A SALARIES 35
APPENDIX B EDUCATION/LONGEVITY SCHEDULE 36
APPENDIX C GENERAL ORDER NO. 52.1 37
APPENDIX D MEDICAL RELEASE FORM 46
Renton Police Officers' Guild, Police Commissioned
2009
PREAMBLE
The rules contained herein constitute an Agreement between the City of Renton,
hereinafter referred to as the Employer, and the Renton Police Officers' Guild,
hereinafter referred to as the Guild, governing wages, hours, and working
conditions for certain members of the Renton Police Department.
It is intended 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
Section A. The Employer recognizes the Guild as the exclusive representative of
all commissioned employees below the Civil Service rank of Commander for the
purpose of bargaining with the Employer. A commissioned employee is defined as
outlined in RCW 41.56.030(6).
Section B. 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
Noe
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.
Section C. The number of representatives of the Guild and the Employer at any
negotiating session shall be limited to five (5) members each, unless waived by
mutual agreement of the parties.
ARTICLE 2 - UNION MEMBERSHIP AND DUES DEDUCTION
Section A. 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.
Section B. Union Security
1. All employees covered by this Agreement who are or become members of
the Guild on or after the effective date of this Agreement shall maintain their
membership in good standing with the Guild.
2. All employees covered by this Agreement hired on or after its execution date
shall, within sixty (60) days following the beginning of such employment,
become and remain members in good standing in the Guild.
3
Renton Police Officers' Guild, Police Commissioned
2009
3. Any employee failing to comply with subsections B.1 or B.2 of this Article
shall, as a condition of continued employment, pay each month a service
charge equivalent to regular Guild dues to the Guild as a contribution
towards the administration of this Agreement.
4. The right of non-association of members of the Renton Police Department
based on bona fide religious tenets or teachings of a church or a religious
body of which such public employee is a member shall be protected at all
times, and such public employee shall pay such sum in such manner as is
provided in RCW 41.56.122.
5. The Guild will notify the Employer in writing of the failure of any employee to
comply with any of the applicable provisions of this section. The Employer
agrees to advise the employee that his/her employment status is in jeopardy
and that failure to meet the applicable requirement of this section will result
in termination of his/her employment within ten (10) days. If compliance is
not attained within the aforementioned ten (10) days, the Employer shall
terminate said employee.
6. The Employer agrees not to subcontract work performed by Guild members
to non-Guild personnel without the written agreement of the Guild.
Section C. Union Officials' Time Off.
1. 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. 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.
3. The Employer retains the right to restrict time off under subsections 1 and 2
if an emergency exists or when such time off would unreasonably impact
department operations.
Section D. 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
4
Renton Police Officers' Guild, Police Commissioned
2009
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.
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.
ARTICLE 3 - EMPLOYMENT PRACTICES
Section A. Personnel Reduction. Whenever it becomes absolutely necessary
through lack of finances or for any other reasonable purpose to reduce the number
of employees in the bargaining unit, such reductions shall be carried out based on
seniority in accordance with the following:
1. Seniority— Seniority will be determined by the employees 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
N..► 2. Probationary Employees (first appointment) — in reverse order of seniority;
the one with the least seniority being laid off first.
3. Non-Supervisory Regular Employees - in reverse order of seniority; the one
with the least seniority being laid off first.
4. Supervisors — In the event it becomes necessary to reduce the number of
employees of supervisory rank, the following shall occur:
Sergeant reduced to Officer- in reverse order of seniority in rank; the one
with the least service in the position of Sergeant being reduced in rank first.
5. Reinstatement — Employees laid off or reduced in rank shall be recalled to
vacant positions in order of their department seniority;
a. Non-Supervisory Regular Employees - the employee with the greatest
seniority being recalled first.
b. Supervisory Employees — The employee with the greatest seniority in
rank being reinstated first.
c. An employee may be recalled within two years from the date of layoff.
5
Renton Police Officers' Guild, Police Commissioned
2009
Section B. Vacancies and Promotions. Vacancies shall be filled and promotions
made in accordance with the Police Civil Service Rules and Regulations, provided,
that nothing in this Agreement shall be construed to require the Employer to fill any
vacancy.
Section C. Personnel Files.
1. 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 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 Employer and the
employee; 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 the same. Such papers shall also be made
available to the elected or appointed officers of the Guild at the request of
the affected employee.
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 employee's
written request) after a maximum period of two years if there is no
reoccurrence of misconduct for which the employee was disciplined during
that period. Any record of serious discipline shall be expunged from the
personnel files after a maximum period of five years 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
although such files may not be used in discipline and discharge cases if they
could not otherwise be retained in personnel files pursuant to this section.
Section D. Rehires. In the event a certified employee leaves the service of the
Employer due to reduction in force and within the next two years the Employer
6
Renton Police Officers' Guild, Police Commissioned
2009
rehires said former employee into the same classification to which he/she was
"`om'' 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.
Section E. Probation. Probation periods for employees newly hired into the
bargaining unit shall not exceed 18 months. Probation period for lateral officers
shall not exceed 12 months. 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 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.
Section F. Non-Discrimination. The Employer and the Guild agree that neither
shall unlawfully discriminate against any person because of race, color, religion,
sex, age, marital status, national origin, or physical, mental, or sensory handicaps
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 Fair
Practices Policy.
1,016, ARTICLE 4 - HOURS OF DUTY
Section A. Hours of Duty. The normal schedule for hours of duty for employees
in the bargaining unit shall be five (5) consecutive days on followed by two (2)
consecutive days off, with the exceptions provided in sections 1, 2, and 3 below.
1. Commissioned employees attached to the Patrol Operations Division shall
work three (3) consecutive days on followed by three (3) consecutive days
off (3-3 twelve (12) hour schedule). For Section 7(k) purposes under the
Fair Labor Standards Act, the work period (FLSA, 29 U.S.C., 207)(k) shall be
twenty-four (24) days beginning on January 2, 2003 and every twenty-four
(24) days thereafter.
a. Shift assignments shall be made by shift bidding by seniority in rank
(i.e. a "fixed watch" system). The Employer shall have the right to
override the results of shift bidding for legitimate operating concerns
such as personality conflicts, balancing seniority, and teamwork
considerations or other reasonable basis. The Department agrees to
give the Guild the specific reasons for the override in writing upon the
request of the Guild, and to allow a Guild representative to be present
in meetings in which the assignments are discussed and these
decisions are made. The division commanders will be available to
speak to individual officers who have questions regarding shift
assignment and bid overrides.
7
Renton Police Officers' Guild, Police Commissioned
2009
b. Seniority is calculated from the employee's most recent hire date in *401
the bargaining unit. For non-supervisory employees, seniority in rank
is the same as seniority. For employees of supervisory rank, seniority
in rank is calculated from the supervisor's date of promotion to current
rank. Whenever two or more employees are hired/promoted on the
same day, seniority and seniority in rank shall be determined by
relative position on the hiring/promotional list.
2. Motorcycle Officers assigned to the Patrol Services Division, and Detectives
assigned to the Investigations Division shall work four (4) consecutive ten
(10) hour days followed by three (3) consecutive days off.
3. School Resource Officers (SRO) shall work nine (9) hours a day on four(4)
days a week, and one additional eight (8) hour day every other week. Under
this schedule, these employees get either a Monday or a Friday off every
other week, in addition to their normal weekend-off.
4. The above work schedules may be changed by mutual agreement between
the Guild and the Chief of Police.
5. The rotation of personnel between shifts and squads 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 notifications shall occur
no later than fifteen (15) calendar days prior to the personnel rotation, except
when such employees are probationary officers, or waive this provision in
writing, or when such rotations are needed due to a bona fide law
enforcement emergency.
Section B. Overtime. 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.
1. 3/3 Twelve (12) Hour Patrol Schedule Overtime: Except as otherwise
provided in this Article, employees shall be paid at the rate of time and one-
half for all hours worked in excess of twelve (12) hours in any twenty-four
(24) hour period inclusive of lunch period.
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.
3. Overtime, except for training, shall be voluntary, provided that if there are not
enough volunteers to meet public safety requirements, overtime shall be
mandatory. Nod
8
Renton Police Officers' Guild, Police Commissioned
2009
4. Employees may not accumulate less than fifteen (15) minute increments of
tine overtime.
Section C. Overtime Minimums. In the event overtime is not in conjunction
with the beginning or end of 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.B. 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.
1. Three (3) hours for any court or related hearing located in Renton.
2 Four(4) hours for any court or related hearing outside the City of Renton.
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 Two (2) hours for any other unspecified overtime including in-person
meetings with the prosecutor's office or defense counsel.
5. Where an employee is required to appear one or more times in court on any
given day, and all the employee's court responsibilities for that day have not
,41110, been completed within five hours after the employee's first court appearance
on that day, the court minimum will be eight (8) hours.
Section D. 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 of such time is approved by the Administration
Officer or Officer officially acting in that capacity.
In December of each year, the Employer has the option of purchasing all or part of
compensatory time accumulated by employees.
Section E. Early Release.
1. Employees working the 3/3 twelve (12) hour schedule who are required to
report to work for any reason other than in-service training between two
graveyard shifts or following a graveyard shift, shall be relieved from duty at
least eight hours prior to having to report to duty without loss of time or
overtime minimums.
Nifty Employees working the 3/3 twelve (12) hour schedule who appear in court
five (5) hours or more between two graveyard shifts may be relieved from
9
Renton Police Officers' Guild, Police Commissioned
2009
duty until 2300 hours on the night after appearance, without loss of time or
court overtime minimums.
It is the Employer's desire to not have an employee work more the 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 16 hours in a
workday.
This new language shall be in effect for 2006 as a trial period. At the end of
the trial period, the Employer has the option to incorporate this language for
years 2007 and 2008, or may return to the language as written in the 2003-
2005 collective bargaining agreement.
Section F. 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.
Section G. Compensation for Training.
1. The Employer shall have a reasonable obligation to attempt to schedule
training during the employee's regular shift.
2. Training On a Scheduled Work Day, Not Requiring Overnight
Accommodations:
The employees agree to waive any overtime resulting from attendance at
any training school or session of less than eight (8) hours on a scheduled
work day, and to adjust work schedules on an hour for hour basis. The
employees agree to waive any overtime resulting from attendance of any
training day scheduled for eight (8) hours or more on a scheduled work day
provided that the affected employee is relieved of all police duties as follows:
(a) If the scheduled training day is scheduled for eight (8) hours or more,
the hours of training shall constitute an entire workday, regardless of
the employee's hours of duty.
(b) Employees assigned to graveyard patrol (3A or 3B) shall be relieved
of duty the shift preceding the day of training, if the training is
scheduled for eight (8) hours or more.
3. Training on employee's scheduled day off:
10
Renton Police Officers' Guild, Police Commissioned
2009
Employees will be compensated at time and one half for all training
scheduled and approved on a day off or consecutive days off with the
following exception;
Employees assigned to the Special Response Team (SRT), Crisis
Communications Unit (CCU), and Civil Disturbance Unit (CDU) agree to shift
adjust with at least thirty (30) days notice for all department training
associated with the three assignments. If staffing does not allow for a shift
adjust, then the Employer shall either deny the training, or compensate the
employee at the overtime rate.
4. Training Requiring Overnight Accommodations.
Employees who attend training that requires overnight accommodations
shall adjust their work schedule at the straight time rate for all travel and
lodging time associated with the training with a maximum of eight (8), ten
(10), or twelve (12) hours per day, depending on the employee's work
schedule. provided they are traveling during a regularly scheduled work day,
or if on a day off, the training was specifically required by the Employer. For
employees on a day off where training was voluntary, no compensation will
be paid for travel and lodging time.
5. Per diem: Members shall receive per diem as follows;
(a) $8 for Breakfast; $12 for Lunch; $17 for Dinner
i. If at any time during this contract period, the City policy reflects
a higher allowed per diem amount, the higher amount will be
implemented.
(b) Members will receive the full per diem regardless of what they actually
spend.
(c) Receipts are not required to receive the per diem.
(d) Per Diem may be paid in advance.
(e) If a meal is included as part of a conference or seminar registration,
the per diem amount for that meal is deducted from the daily rate (for
example, per diem less lunch: $37.00 - $12:00 = $25.00).
Section H. When the Police Department Administration and the Guild
agree to a regularly scheduled shift, the payment of overtime compensation will
commence with the hours worked by those affected employees in excess of that
mutually agreed upon shift or schedule.
Section I. In recognition of FLSA guidelines, overtime shall be computed
on the base pay of the employee and shall include any allowances or premiums as
described in Article 6 of this agreement in calculation of the overtime rate.
Section J. In-Service Training. Employees shall be compensated at the straight
time rate for up to 30 hours of in-service training regardless of whether training
occurs on the employee's scheduled day off. This training is for all commissioned
11
Renton Police Officers' Guild, Police Commissioned
2009
personnel and is developed and administered through the Administrative Services
Division. Topics may include firearms, defensive tactics, blood borne and airborne
pathogens, legal update or any other topic developed by the department that is
administered in a monthly two-hour block of instruction.
Section K. K-9 Teams.
1. K-9 officers are on the air driving to and from work and are available for
emergency calls. Driving time to and from work is included in their hours of
work (15 minutes each way).
2. Handlers will be paid four (4) hours of overtime per pay period to
compensate for bathing, grooming, feeding, cleaning of the dog's kennel, K-
9 car, and similar activities performed by the K-9 officers.
3. K-9 officers will attend briefings on occasion at the beginning of their shift.
ARTICLE 5 - SALARIES
Section A. The Employer agrees to maintain salaries in accordance with the
attached Appendix A.
Section B. 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. There is no guarantee of future
corporal assignments. The right to decide whether or not to appoint corporals rests
solely with the Chief of Police.
ARTICLE 6 - ALLOWANCES AND PREMIUMS
Section A. Clothing Allowance.
1. Non-uniformed commissioned employees shall receive $550.00 per year as
clothing allowance.
2. 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 of each year by separate check, and
is subject to pro-rata deduction from the final paycheck in the event the
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 to or
from a non-uniformed assignment after January 1st of any calendar year
Name
shall receive a pro-rated clothing allowance for the remainder of said
calendar year.
12
Renton Police Officers' Guild, Police Commissioned
2009
3. 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.
4. Non-uniformed commissioned employees, who are required to wear
uniforms for City business, may be provided cleaning services at the sole
discretion of the Employer.
Section B. Quartermaster System. A quartermaster system shall be in effect for
employees required to wear police 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:
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.
2. Optional uniforms and equipment may be purchased by the employees at
their own expense.
'�•+ 3. Required and optional uniforms and equipment shall be replaced without
cost to the employee when they become unserviceable.
Section C. Uniform Cleaning.
1. The Employer will provide those employees assigned to wear police
uniforms with contract cleaning services at the rate of two pants and two
shirts per designated work period (e.g. seven day or twelve day), up to a
maximum cost per eligible employee of$240.
2. Commissioned employees who are assigned Plain Clothes assignment shall
be authorized to use the cleaning services at the rate of two pants and two
shirts (or suits) per designated work period (e.g. seven days), up to a
maximum cost per eligible employee of$240.
3. This is based upon agreement that the cost for uniform cleaning shall not
exceed $14,000 per calendar year divided by the current number of
employees assigned to wear police uniforms (as opposed to plainclothes).
4. The Employer will make every effort to contract with a commercial cleaning
establishment for the entire term of this Agreement. However, if no
Nw commercial cleaning establishment is willing to bid for a cleaning contract at
a rate that is competitive with those establishments willing to bid on an
13
Renton Police Officers' Guild, Police Commissioned
2009
annual basis, the Employer may enter an annual contract for cleaning , ;
services.
Section D. Hazardous Duty Pay. Hazardous duty pay in addition to regular pay
shall be granted to certain employees in accordance with the following schedule:
1. Special Response Team - Members of the SRT shall be paid at the rate of
time and one half with three (3) hours minimum when called to an
emergency situation requiring their expertise.
2. Crisis Communication Unit — Members assigned to the Crisis
Communication Unit will be paid at the rate of double-time with three (3)
hours minimum when called to an emergency situation to assist the Special
Response Team (SRT).
3. Civil Disturbance Unit — Members of the CDU shall be paid at the rate of
double-time with three (3) hours minimum when called to an emergency
situation requiring their expertise.
Section E. Premium Pay. Premium pay in addition to regular pay shall be
granted to certain employees in accordance with the following schedule:
1. Detective 3.0% per month
2. Traffic Assignment 3.0% per month
3. Canine Officer 3.0% per month
4. Corporal Assignment 7.5% per month
5. Training Officer 3.0% per month
6. Bicycle Officer* 3.0% per month
7. SRT Assignment 4.0% per month
8. SRO Assignment 3.0% per month
9. Field Training Officer 3.0% per month
10. Employees assigned to a 3/3 twelve (12) hours shift shall receive a
schedule adjustment pay of 5.24% of base wage per month. This
schedule adjustment pay reflects the addition of 109 hours worked
per employee (2,189 total hours per year).
* The Bicycle Officer premium listed above shall be paid to the one (1)
current member of Bicycle patrol. At the conclusion of that Officer's
current four-year assignment, the full-time Bicycle patrol premium will
no longer exist. Officers temporarily assigned to Bicycle patrol will
receive the premium only during those times when actually assigned,
i.e. fair weather months, special emphasis projects, etc.
11. Physical Fitness — Due to calls for service limitations, employees are
not allowed to exercise on duty. In recognition of an employee's
personal time expended to maintain a level of fitness, the following
program shall apply:
14
Renton Police Officers' Guild, Police Commissioned
2009
a. Employees who pass the entry-level physical fitness test shall
Now° receive the fitness incentive premium for a period of one year
following the successful test. The test is voluntary and will be offered
at least three (3) times each year.
b. The testing dates/times shall be posted on or before February
1st of each year.
Employees who comply with the above shall be compensated with
3.0% of base pay in the form of deferred compensation.
12. Bargaining unit members who pass a City approved examination for
interpreters will be compensated at the rate of 3% of base pay per
month while certified. Employees who successfully pass the initial
examination will be required to recertify annually. The City and Union
agree that no more than six (6) certified interpreters shall receive
bilingual compensation at any one time. Should there be more than 6
employees who qualify as certified interpreters under this provision,
the City will determine who is to receive the premium based on
proficiency (test scores) and the need for the employee's particular
language skill.
13. Effective January 1, 2008, Sergeants assigned to the Traffic Unit and
'fir Investigations will no longer receive the 3% premium as stated above
unless they have not been a Sergeant for 24 months prior to 2008.
Premiums will remain in effect for Sergeants who were promoted in
2006 or 2007 until 2008 or 2009 depending on the promotion date.
Section F. 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 with 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.
Section G. 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.
ARTICLE 7 - SICK LEAVE
Section A. Sick Leave.
1. Commissioned officers hired after October 1, 1977 shall accrue sick leave at
the rate of one (1) day per month with a maximum accumulation of one
15
Renton Police Officers' Guild, Police Commissioned
2009
hundred thirty two (132) days (1056 hours). For employees assigned to
patrol working the 3/3 twelve (12) hour schedule, one (1) day is defined as `""
eight (8) hours. Sick leave benefits under this paragraph shall begin upon
employment with the award of three (3) days (24 hours) of sick leave. Upon
completion of the third month of employment an addition of three days (24
hours) shall be awarded. At the completion of six (6) full months of
employment, the employee shall accrue sick leave at the rate of one (1) day
(8 hours) per month.
2. The Employer will cash out at the rate of 50% all annual sick leave accrued
(but not used) over 520 hours, by December 31 of each year for employees
submitting a written request. These amounts, by employee request, may
either be placed into deferred compensation accounts selected by the
Employee and Employer by the close of the first pay period following
December 31 of each year, or if approved by the I.R.S. employees may shift
dollars from annual sick-leave cash out to pay pre-tax medical premiums.
3. Cash payment for sick leave accrued in accordance with subsection 2 will
not be made upon an employee's death, retirement, or voluntary separation.
4. 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, or family members residing with the employee. Family emergencies
shall include the need for an employee to be with his/her spouse and/or
family at the time that the employee's spouse is giving birth to a child.
Section B. Funeral 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, 10 hours, 12 hours). Immediate family shall consist of
spouse, son, daughter, mother, father, brother, sister, mother-in-law, father-in-law,
grandmother, grandfather, and/or grandchildren. Paid time off for funeral leave
shall not be considered sick leave.
Section C. LEOFF II Supplemental Disability Income Protection. If a LEOFF II
employee is injured on the job and it is necessary for that employee to exhaust
his/her accrued sick leave to supplement his/her Workers' Compensation
entitlements, the Employer shall then, at the employee's written request, begin
compensating the employee for the difference between his/her Workers'
Compensation entitlement and his/her regular salary for a period not to exceed six
(6) months from the date of the injury or until the termination of the disability,
whichever comes first. To accomplish this, the Employer shall pay the employee
his/her regular salary for said period and the employee shall receipt to the
Employer all time loss payments received from Workers' Compensation.
Section D. Employees assigned to patrol working the 3/3 twelve (12) hour
schedule shall accrue sick leave at the rate of eight (8) hours per month consistent
16
Renton Police Officers' Guild, Police Commissioned
2009
with Section A above. For each day off taken as sick leave, the employee will use
twelve (12) hours of sick leave.
Section E. 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.
Employees assigned to patrol who are working the 3/3 twelve (12) hour schedule,
shall stay on a 12 hour schedule and will retain their schedule adjustment pay of
5.24%. However, their actual hours of duty may change to better utilize their skills
in a light duty assignment.
ARTICLE 8 - HOLIDAYS
Section A. The following days shall be observed as legal holidays:
1. January 1 (New Year's Day)
2. Last Monday in May (Memorial Day)
3. July 4 (Independence Day)
4. First Monday in September (Labor Day)
5. November 11 (Veteran's Day)
6. Fourth Thursday in November (Thanksgiving)
7. The Friday following the fourth Thursday in November (Day after
Noise Thanksgiving)
8. December 25 (Christmas)
9. 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.
10 Any other day proclaimed by executive order and granted to other City
employees.
Section B. Any employee who works the following listed holidays shall be paid
double his/her rate of pay for hours worked (midnight to midnight).
1. Thanksgiving Day
2. Christmas Day
ARTICLE 9 - TUITION REIMBURSEMENT
The Employer shall reimburse an employee for the actual cost of tuition and
required fees paid by an employee to an accredited college or university, provided
„.. that those expenses are incurred: (1) in a course leading to a law enforcement
related Associate's/Bachelor's/Master's degree; (2) that the employee has received
a grade of "C” or better or "pass" in a pass/fail grading system; (3) that such
17
Renton Police Officers' Guild, Police Commissioned
2009
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.
ARTICLE 10 - EDUCATIONAL INCENTIVE
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 90 quarter or 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
Section A. Accrual of Personal Leave. Employees shall accrue paid personal
leave time in accordance with the following schedule whenever they are on paid
employment status:
Length of Service Hours/Month Accrual
0 through 5 years 16
6 through 10 years 20
11 through 15 years 22
16 through 20 years 24
21 and subsequent years 26
Maximum accumulation of personal leave time shall not exceed 528 hours, except
when the employee is unable to use personal leave time as a result of illness,
disability, 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.
Section B. Personal Leave Time shall be subject to the following rules:
1. Temporary or intermittent employees who leave the employment of the
Employer and are later reemployed shall, for the purpose of this article, have
an adjusted date of actual service effective with the date of reemployment. *4
18
Renton Police Officers' Guild, Police Commissioned
2009
2. For the purpose of this Article, "actual service" shall be determined in the
same manner as for salary purposes.
3. Employees, who are laid off, retired, dismissed, or who resign shall be paid
for all accrued but unused personal leave time.
4. On the death of an employee in active service, pay will be allowed for any
personal leave earned and not taken prior to the death of such employee.
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.
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. =
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 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.
Section C. Scheduling and Using Personal Leave Time. The following rules
shall govern the scheduling and usage of personal leave time.
1. The minimum personal leave allowance to be taken by an employee shall be
one (1) hour.
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.
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 below) to have been submitted on January 14 of that
year.
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:
19
Renton Police Officers' Guild, Police Commissioned
2009
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.
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
enforcement staffing for maintaining order is required. The Employer will
notify the employees by January 1 each year of changes to the long-term
minimum staffing levels.
Section D. 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.
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.
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.
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.
4. The Employer agrees not to cancel an approved vacation bid except in the
event of an extreme emergency condition.
5. For purposes of this section, "penalty" shall refer to the overtime pay
provisions of Article 4.
Section E. 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. Employees assigned
to a twelve (12) hour schedule shall use twelve (12) hours of personal leave for
20
Renton Police Officers' Guild, Police Commissioned
2009
each day off. Employees assigned to a ten (10) hour schedule shall use ten (10)
hours of personal leave for each day off.
ARTICLE 12 - LONGEVITY
Section A. Employees shall receive premium pay for longevity in accordance with
Appendix B of this Agreement.
Section B. Longevity allowances shall be payable on the first payday following the
anniversary of the employee.
ARTICLE 13 - PENSIONS
Pensions for employees and contributions to pension funds will be governed by
applicable Washington State Statutes.
ARTICLE 14 - INSURANCES
Definitions:
•%me 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.
Section A. Health Insurance. Medical coverage shall be provided in accord with
the laws of the State of Washington, RCW 41.26.150. Renton Police Officers Guild
agrees to continue participation in the REHBT and to identify and support cost
containment measures.
Section B. The City will provide a medical/dental, vision, and prescription drug
insurance plan for bargaining unit members and their eligible dependents. The City
and Union agree to jointly manage the REHP during the term of this agreement.
The REHBT is comprised of the Renton Police Officers Guild, other participating
unions and the City, and will meet at least quarterly to review the REHP including
costs associated with the REHP. Members of the REHBT are authorized to make
changes in the REHP from time to time without concurrence from their membership
or the City Council during the term of this agreement. Each member union (not
bargaining unit), and the City shall have one vote when considering any proposed
changes to the REHP.
21
I
Renton Police Officers' Guild, Police Commissioned
2009
Changes in the REHP will be determined by a majority of the votes cast by REHBT
members. A tie vote will result in no change in existing benefits. In 2009 the
employee portion of the medical/dental premium shall remain at the same level as
in 2008.
The monthly premium cost shall be shared by the City and members of the
bargaining unit who elect dependent coverage. The employee shall pay monthly
pre-taxed premiums, beginning January 1, 2009, depending upon the dependent
coverage outlined below.
One dependent $20.00
Two dependents $35.00
Three or more dependents $50.00
Effective 01/01/2009, the City agrees to increase its share of the 2009 premium by
8 percent above the 2008 level. Any premium increase above 8 percent will be
addressed by the REHBT through program redesign or a 50/50 split of the
additional costs necessary to fund the REHP through 2009. Should premiums
necessary to fund the projected REHP costs for 2009 increase less than 8 percent,
the REHBT shall have the option to distribute the funds as they see fit
proportionately to their constituents.
Section C. RENTON EMPLOYEES' HEALTH PLAN BOARD OF TRUSTEES —
Includes members of each participating Union. Each union will have a maximum of
one (1) vote, i.e. the Renton Police Officers Guild has two (2) bargaining units but
only receives one (1) vote on the REHBT. The City only receives one (1) vote also.
If all bargaining units participate the voting bodies would be as follows: AFSCME-
2170; Firefighters-864; Police Guild and the City for a total of four(4) votes.
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.
VOTING —A tie vote of the REHBT members related to a proposed plan design
change will result in continuing the current design. If no agreement can be reached
on design changes and cost increases exceed the City's agreed contribution, then
the additional cost will be split 50/50 by the City and the Members. Example — City
takes first 8.0%; Cost increases 15.0%; City pays 50% of the additional 7.0% and
members pay 50% of the additional 7.0%.
Section D. Life Insurance. The Employer shall pay total premiums for all life `''O
insurance coverage offered by the Employer. Life insurance coverage shall be as
follows:
22
Renton Police Officers' Guild, Police Commissioned
2009
%low 1. Each employee shall receive a group term life insurance policy in the
amount of his/her total annual salary including double indemnity.
2. Each employee's spouse shall receive a $1,000 group term life insurance
policy.
3. Each employee's dependent shall receive a $1,000 group term life insurance
policy.
Section E. LEOFF II Disability. The Employer shall provide a payroll deduction
for each LEOFF II employee who authorizes the Employer to deduct monies from
the employee's paycheck to help defray the cost of a Guild designated on-duty
disability insurance policy.
Section F. False Arrest and Criminal Defense Coverage shall be provided by the
Employer for all employees. 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
Now 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.
Section G. Department contracted extra-duty employment. All department
contracted extra-duty law-enforcement employment as a Renton Police Officer
shall be authorized by the Chief of Police or designee prior to such employment. In
order to ensure that officers who engage in extra-duty employment as Renton
Police Officers, have adequate liability coverage, the City will pay officers' so
employed at the rate of time and one half for top step patrol officers for such
employment. The overtime provisions of this Agreement shall not apply to such
employment. Time in excess of one hour shall be paid in pro rata 15-minute
segments. The parties agree to make such changes in the wording of this
provision as may be required to comply with the FLSA. Any officer working as a
Renton Police Officer without the permission of the Department and paid directly by
an employer other than the City of Renton shall not have Employer paid liability
coverage and shall not be authorized to wear the Renton Police Department
uniform.
Section H. 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. In the event a like benefit cannot
be obtained by the Employer, the parties will bargain regarding replacement of the
benefit and related matters.
23
Renton Police Officers' Guild, Police Commissioned
2009
Section I. When a LEOFF II employee or dependents' health care benefits
ceases, 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 following the date the condition is declared
fixed and stable.
ARTICLE 15 - BILL OF RIGHTS
Section A. 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 the 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 employee 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.
Section B. Bill of Rights.
1. 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 Renton Police Officers' Guild
shall be entitled to the protection of what shall hereafter be termed as the
"Police Officers' Bill of Rights".
2. Non-probationary employees who become the subject of an internal
investigation shall be advised in writing at least 24 hours prior to the
interview that he/she is suspected of:
a. Committing a criminal offense;
b. Misconduct that would be grounds for termination, suspension, or
other disciplinary action; or
c. That he/she may not be qualified for continued employment with the
Department.
3. Any employee who becomes the subject of an investigation may have legal
counsel or a Guild representative present during all interviews. An
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. In any investigation that may lead to discipline, the
employee is entitled to have Guild representation to the extent permitted by
law.
4. The employee under investigation must, at the time of an interview, be '""S
informed of the name of the officer in charge of the investigation and the
24
Renton Police Officers' Guild, Police Commissioned
2009
name of the officer who will be conducting the interview. General Order
52.1.1 will govern the assignment of investigations (see Appendix C).
5. The employee shall be informed in writing as to whether he/she is a witness
or suspect. If the employee is a suspect, he/she shall be appraised in
writing of the allegations of such complaint 24 hours before any interview
commences. Allegations are defined for the purpose of notification as the
specific General Orders in violation. General Order 52.1.6 shall govern the
notification process (see Appendix C).
6. 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.
7. The employee or Employer may request that a formal investigation interview
be recorded, either mechanically or by a stenographer. 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 shall be furnished a copy of the completed
investigation 72 hours prior to any pre-disciplinary Loudermill hearings.
8. Interviewing shall be completed within a reasonable time and shall be done
under circumstances devoid of intimidation or coercion. In all investigation
Now 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.
9. All interviewing shall be limited in scope to activities, circumstances, or
events which pertain to the employee's conduct or acts which may form the
basis for disciplinary action under one (1) or more of the categories
contained in Item 2 herein.
10. 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.
11. Upon the completion of the investigation and upon request, a copy of the
entire file shall be provided to the employee.
12. To balance the interest of the Employer in obtaining a psychological
evaluation of an employee to determine the employee's fitness for duty and
Nifty 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
25
Renton Police Officers' Guild, Police Commissioned
2009
agreed upon by the Employer and the Guild shall be signed by the employee
prior to the evaluation (see Appendix D).
13. 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.
14. 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. Any employee involved in the use of lethal force shall not be formally
interviewed immediately following the incident. The policy and procedure =
outlined in the Unusual Occurrences Manual (Department Response to Line
of Duty Death or Other Critical Incidents) will govern the response to issues
regarding use of lethal force.
16. Investigations of members by the Employer shall be completed in a timely
manner with a goal of completion within 30 days.
Section C. Drug And Alcohol Testing.
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 employees
have the absolute right to expect persons employed by the Employer will be
free from the effects of drugs and alcohol.
2. Before an employee may be tested for drugs, the Employer shall have
individualized reasonable suspicion based on objective facts and reasonable
inferences drawn there from, that a particular employee has engaged or is
engaged in the use of illegal drugs and/or abuse of legal drugs (including
alcohol).
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.)
a. Drug Testing
An initial drug screen shall be performed using the
Immunoassay (IA) method.
26
Renton Police Officers' Guild, Police Commissioned
2009
ii. Any positive results on the initial drug-screening list shall be
New confirmed through use of Gas Chromatography/Mass
Spectrometry.
iii. 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).
iv. 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.
b. 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.
Now c. Confirmation of Test Results
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.
ii. 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.
iii. 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
Section A. 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 N410., Section B. Subject to the provisions of this Agreement, the Employer reserves the
right:
27
Renton Police Officers' Guild, Police Commissioned
2009
1. to recruit, assign, transfer, and promote members to the positions within the
Department;
2. to suspend, demote, discharge, or take other disciplinary action against
members for just cause;
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;
4. to determine methods, means, and personnel necessary for departmental
operations;
5. to control the department budget;
6. to take whatever actions are necessary in emergencies in order to assure
the proper functioning of the Department;
7. to determine classification, status, and tenure of employees;
8. to perform all other functions not limited by this Agreement.
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.
Section A. Definitions.
1. Grievance: Any issue relating to interpretation, application, or enforcement
of any provision contained in this Agreement.
2. Issue: Any dispute, complaint, problem, or question arising with respect to
working conditions or employer-employee relations of any nature or kind
whatsoever.
3. Guild Representative: A Guild member designated by the Guild President
as a bargaining representative.
Section B. 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
28
Renton Police Officers' Guild, Police Commissioned
2009
agreement to modify the procedural steps and/or time limits shall be in writing. In
the event that no provision 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.
Step (1) The employee(s) and/or Guild Representative shall submit the
grievance/issue in writing to the Division Commander 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 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.
Step (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.
Step (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.
Step (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.
Step (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 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.
29
Renton Police Officers' Guild, Police Commissioned
2009
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.
Section C. 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
Section A. 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.
Section B. The parties recognize and agree to abide by the provisions of
RCW 41.56.490.
ARTICLE 19 - RETENTION OF BENEFITS
Section A. 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. An interest arbitrator may also change contract
provisions legally before him or her in an interest arbitration.
Section B. 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
Section A. 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 25th day of each month. If the 10th or 25th
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. ,4100
30
Renton Police Officers' Guild, Police Commissioned
2009
If an employee is leaving on vacation, an early check request authorized by the
Now' immediate supervisor may be granted provided the check has been processed and
is ready for disbursement.
Section B. All employees will participate with direct deposit of paychecks. The
Employer will adopt appropriate administrative procedures allowing for direct
deposit. The Employer will, to the extent feasible, assure that funds are transmitted
as near in time as possible to the time at which paychecks are distributed to other
employees.
ARTICLE 21 - SAVINGS CLAUSE
Section A. 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.
Section B. 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 this agreement) for employees in the bargaining
unit. Upon receiving notice of such proposed change(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.
Section C. 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.
Section D. 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.
31
Renton Police Officers' Guild, Police Commissioned
2009
Section E. 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.
ARTICLE 22 - ENTIRE AGREEMENT
Section A. The Agreement expressed herein in writing constitutes the entire
agreement between the parties, and no oral statement shall add up to or supersede
any of its provisions.
Section B. 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.
Ned
32
Renton Police Officers' Guild, Police Commissioned
2009
ARTICLE 23 - DURATION OF AGREEMENT
4400,
Unless otherwise agreed, this Agreement shall become effective January 1, 2009,
and shall remain in force until December 31, 2009.
Signed this day of , 2008, at Renton,
Washington.
CITY OF RENTON POLICE OFFICERS' GUILD
Denis Law, Mayor Michael Weisz, President
Kevin Milosevich, Police Chief Bill Judd, Member
Nancy Carlson, Human Resources & Michael Luther, Member
Risk Management Administrator
Now
Michael R. Webby, Consultant Steve Ritchie, Member
Eileen Flott, Human Resources David Skelton, Member
Manager
Timothy Troxel, Deputy Chief
Janelle Tarasewicz, Human Resources
Analyst
ATTEST:
Bonnie I. Walton, City Clerk
33
Renton Police Officers' Guild, Police Commissioned
2009
Approved as to legal form: ,
adioo
Lawrence J. Warren, City Attorney
34
Renton Police Officers' Guild, Police Commissioned
2009
APPENDIX A
SALARIES
Section A - Salary Schedule. Effective January 1, 2009, salaries shall be increased by
5.5%.
The following salary schedule is effective January 1, 2009 for employees hired on or
after the effective date of this Agreement.
Classification Start 12 Months 24 Months 36 Months 48 Months
Police Sergeant $6953 $7301
Patrol Officer $4518 $4900 $5286 $5664 $6046
Section B - Accreditation Premium. The Employer will deposit one percent (1.0%) of the
employee's base wage into the deferred compensation plan for each employee as a
premium for accreditation of the police department.
Section C - Deferred Compensation.
1. In exchange for thirty (30) hours of in-service training under Article 4 of this
Agreement at the prevailing straight time rate, the Employer shall make a
contribution equal to one-half percent (0.5%) of the employee's base wage toward
gwr the employee's deferred compensation plan.
2. In exchange for savings realized through modifying the salary scale, effective
January 1, 1997, the Employer shall contribute one and one-half percent (1.5%) of
the employee's base wage into the employee's deferred compensation plan.
3. The combined deferred compensation contribution from Sections B and C of this
Appendix shall be 3.0%
35
Renton Police Officers' Guild, Police Commissioned
2009
APPENDIX B
EDUCATION/LONGEVITY SCHEDULE
Employees shall receive longevity pay according to the following scale:
Completion of 5 years — 2% of base wage
Completion of 10 years — 4% of base wage
Completion of 15 years— 6% of base wage
Completion of 20 years — 10% of base wage
Completion of 25 years — 12% of base wage
Employees shall receive educational pay according to the following scale:
AA Degree/90 Credits — 4% of base wage
BA Degree/Masters -- 6 % of base wage
Nigie
36
Renton Police Officers' Guild, Police Commissioned
2009
APPENDIX C
SUBJECT: INTERNAL AFFAIRS - ADMINISTRATION
This order consists of the following numbered sections:
52.1 .1 Complaints - Investigation
52.1.2 Direct Access to the Chief of Police
52.1.3 Complaints - Notifying the Chief of Police
52.1 .4 Complaint Investigation Time Limits
52.1 .5 Complainant Notification of Status of Investigation
52.1.6 Notification of Allegations and Rights
52.1.7 Conditions for Additional Investigation
52.1 .8 Internal Investigations - Relief from Duty
52.1.9 Internal Investigations - Conclusion of Fact
52.1.10 Internal Investigations - Records
52.1 .11 Internal Investigations - Annual Summary
52.1.12 Internal Investigations - Registering Complaint Procedures
52.1 .1 Complaints - Investigation
'4""" I. All complaints against the agency or its employees will be investigated.
The function of Internal Affairs is to ensure that the integrity of the
Renton Police Department is maintained through an internal system.
Objectivity, fairness, and justice are assured by intensive and impartial
investigation and review to clear the innocent, establish guilt of
wrongdoers, and facilitate fair, suitable, and consistent disciplinary
action.
II. The Chief of Police is responsible for the Internal Affairs function, and
delegates responsibility to the Deputy Chief. The Deputy Chief is
responsible for:
A. Recording, registering, and controlling the investigation of complaints against
department members:
1. Upon receipt of a complaint, the Deputy Chief will review
the complaint, enter the complaint in the Complaint Log and
obtain a log number, check the Complaint Log for any
similar complaints and notify the Chief of Police of the
allegations;
2. The Deputy Chief will determine if the investigation is to
be handled by the principal member's supervisor, or other
departmental personnel with specific expertise relating to
37
Renton Police Officers' Guild, Police Commissioned
2009
the allegation. In the case of a criminal allegation, the Chief
of Police will determine if the investigation is to be assigned
to the Investigations Division or elsewhere.
B. Supervising and controlling the investigation of alleged or suspected
misconduct within the department.
1. Deputy Chief will assign complaints and allegations of
misconduct for investigation;
2. Division Commanders will ensure investigations are
promptly adjudicated to ensure the integrity of the
department and its members;
3. When the investigation is completed, it will be forwarded to
the appropriate chain of command for staff review.
C. Maintain the confidentiality of the internal affairs investigation and records:
1. The Administrative Secretary will maintain the Complaint
Log and Investigation Files, permitting no access to them,
except as authorized by the Chief of Police.
III. The following types of investigations may be conducted as part of an
Internal Affairs function:
A. Informal investigation may be conducted on complaints determined to be
informal primarily based upon the nature and complexity of the
allegation(s). Incidents that are of a less serious nature should be reported
to the member's division commander in a timely manner, which would
normally be within 24 hours, except on weekends.
Informal Investigation:
1. May be conducted on less serious allegations of
misconduct where the supervisor or command officer has
the option to handle the complaint at the lowest level of
supervision;
2. May be conducted on complaints in which the complainant
does not wish to sign a formal complaint.
3. Examples of complaints that may be classified as informal
include but are not limited to:
Nmeri
a. Failure to take proper police action;
38
Renton Police Officers' Guild, Police Commissioned
2009
b. Slow or no response;
w
c. Poor demeanor.
B. Formal investigations are determined to be formal primarily based upon the
nature and complexity of the allegation. Formal complaints against
employees will be directed immediately to the member's division
commander or manager via the chain of command. Division Commanders
will notify the Deputy Chief who will forward the complaint to the Chief of
Police.
Formal Investigation:
1 . Will be conducted on all signed Police/Citizen Complaints;
2. Will be conducted on serious allegations of misconduct;
3. Examples of complaints or allegations that may be
determined as formal include but are not limited to:
a. Allegations of violations of law;
b. Allegations of brutality of misuse of force;
c. Breach of civil rights.
C. Formal investigations will be reviewed by those responsible for the Internal
Affairs function, the Deputy Chief and the Chief of Police. Review of
informal investigations is the responsibility of the respective supervisor of
the person investigating the complaint.
IV. Investigation - The primary responsibility for the proper completion of
investigation of all allegations of employee misconduct lies with the
Deputy Chief.
A. As a general policy, all informal investigations are handled by the line
supervisor. Any formal or informal complaints or inquiries may be
investigated by a line supervisor.
B. The individual assigned as the investigator will be one of the
following persons:
1 . The accused employee's supervisor;
2. A member of the Investigations Division;
3. Anyone else the Chief may designate.
39
Renton Police Officers' Guild, Police Commissioned
2009
C. The investigating officer will commence his investigation on the basis of the
complaint.
1 . If, during the investigation of the initial complaint, it is
disclosed that other misconduct may have taken place, this
misconduct will also be investigated, reported upon, and
adjudicated.
2. The investigator assigned will investigate and report all
aspects of the case in a manner which is fair and impartial
to all persons.
3. The investigator will be responsible for informing the
Division Commanders of the continuing developments in the
investigation to determine whether to:
a. Retain the accused employee in current assignment.
b. Excuse the accused employee from duty.
c. Assign the accused employee to some other duty
where there is close supervision and limited contact ,
4101
with the public or other police personnel.
4. The investigator will complete the investigation and
submit the report in a timely manner with a goal of
completing the process within the 30-day limit.
D. The investigator's final report to Internal Affairs for informal investigations will
be completed in accordance with General Order 52.1.4.
E. The investigator's final report to Internal Affairs on formal
investigations will contain:
1. A written summary report which includes:
a. The Internal Affairs number;
b. The nature of complaint;
c. The name(s) of employee(s) involved;
d. The allegations summary (concise, but a complete
synopsis of the allegations); ,
44.0
40
Renton Police Officers' Guild, Police Commissioned
2009
e. Investigation - including a chronological summary of
Now"- the investigation;
f. Findings of fact - including, by numerical listing, a
summary of findings of fact.
2. Statements - interviews and letters of employees,
citizens, and witnesses.
3. Reports - copies of all related reports.
4. Correspondence - copies of any memos or formal letters
related to the investigation.
V. Staff Review of Internal Affairs Investigations
A. After the investigation of formal complaints is completed, the case
file will be forwarded to the involved employee's chain of
command for staff review.
B. The first line supervisor will review the case, make his disposition
and penalty recommendations, when applicable, and forward the
file to his Division Commander for review.
Noire
C. The Division Commander will review the case, make the recommendations, and forward the
file to the Deputy Chief.
D. The Deputy Chief will review the case, make recommendations,
and forward the file to the Chief of Police for final review and final
adjudication.
E. The final disposition of each allegation in a complaint will be
classified in one of the ways outlined in General Order 52.1 .9.
F. Upon approval of the Chief of Police, the Internal Affairs' assigned
component will send a letter to the reporting party, and notify the
employee through the chain of command as to the disposition.
G. The completed investigation will then be considered closed, and filed
numerically.
52.1 .2 Direct Access to Chief of Police
The Deputy Chief is responsible for the Internal Affairs component, and
reports directly to the Chief of Police.
Now
52.1.3 Complaints - Notifying the Chief of Police
41
Renton Police Officers' Guild, Police Commissioned
2009
I. All complaints against the department or department personnel shall be
directed to the member's division commander or manager via the chain
of command. Division commander and manager will notify the Deputy
Chief when such complaints are brought to their attention. The Deputy
Chief will, in turn, forward to the Chief of Police information about the
complaint and how it was received.
52.1.4 Complaint Investigation Time Limits
I. To achieve a speedy resolution to internal affairs issues, an Internal
Affairs investigation will generally be completed within 30 days. A
verbal status report will be given to the Chief of Police at least weekly.
II. In cases where extenuating circumstances exist, the time limit may be
extended by the Deputy Chief with approval of the Chief of Police.
52.1.5 Complainant Notification of Status of Investigation
I. The Renton Police Department will keep the complainant informed
concerning the status of a complaint.
A. Complainants signing a formal complaint form (RPD073) will be furnished a
copy of the complaint form. The form briefly describes the responsibilities
of the complainant and the actions to expect of the Renton Police
Department.
B. Periodic status reports will be communicated to complainants
signing a formal complaint, although the degree of specificity of
the status report is at the discretion of the investigator;
C. A letter approved and signed by the Chief of Police will be sent to
the complainant informing him/her of the final disposition of their
formal complaint.
52.1 .6 Notification of Allegations and Rights
Affected employees who become the subject of an internal affairs
investigation will be notified in writing:
A. That they have become the subject of an internal affairs
complaint;
B. The allegation(s) against the employee;
4,104
C. The employee's rights and responsibilities relative to the
investigation.
42
Renton Police Officers' Guild, Police Commissioned
2009
44%.00, II. The principal member of the investigation will be furnished a copy of the
complaint. Affected employees will be afforded all protections under
State law, Civil Service, City Ordinance, and the Officer's Bill of Rights
as agreed upon between the City of Renton and the Renton Police Guild.
52.1 .7 Conditions for Additional Investigation
Evidence collection for investigations involving Renton Police Department
employees will be conducted in accordance with state law, and the
current applicable labor agreement between the City of Renton and the
Renton Police Officer's Guild.
II. Additional investigation may be required during the course of such
investigation. The following may be requested of the principal
department member upon the approval of the Chief of Police or his
designee:
A. Medical or laboratory examinations;
B. Photographs of the affected employee(s);
C. Directing the employee to participate in a lineup;
Now
D. Requiring an employee to submit financial disclosure statements,
records;
E. Use of instruments for the detection of deception, including
polygraph.
52.1 .8 Internal Investigations - Relief From Duty
Supervisors or command officers may temporarily relieve an employee
from duty with pay, under the following circumstances:
A. The employee is unfit for duty due to physical or psychological reasons (i.e.
intoxication, etc.).
B. Supervisors or command officers may temporarily relieve an
employee from duty, with pay, in response to serious performance
related issues, or actions pending disposition of an internal affairs
investigation.
II. An employee relieved from duty will be required and directed to report to
the Deputy Chief, or his designee, at 0900 hours the next day. The
14610,
supervisor or command officer relieving the employee from duty will also
report to the Chief of Police with all the necessary reports. The Deputy
43
Renton Police Officers' Guild, Police Commissioned
2009
Chief with the approval of the Chief of Police may extend the relief from
duty as required by the circumstances.
III. In all cases where an employee is relieved of duty under this General
Order, the employee's Supervisor, Division Commander, Deputy Chief,
and CDO (Command Duty Officer) will be notified as soon as possible.
52.1.9 Internal Investigations - Conclusion of Fact
An assessment of each allegation of employee misconduct shall be made
and classified as one of the following.
A. Exonerated - The alleged act occurred, but was justified, legal and
proper;
1. Proper conduct - The allegation is true. The action of
the agency or the employee was consistent with agency
policy, and the complainants suffered no harm;
2. Policy Failure - The allegation is true, though the action of
the agency or the employee was consistent with agency
policy. The complainant suffered harm.
,4411
B. Sustained - The accused employee committed the allegation of
misconduct.
C. Not Sustained - The investigation produced insufficient information
to clearly prove or disprove the allegation.
D. Unfounded - The alleged act did not occur.
E. Misconduct not based on the original complaint - This is used to
indicate the discovery of sustained acts of misconduct that were
not alleged in the original complaint. The new allegations are
investigated under the same procedures.
52.1.10 Internal Investigations - Records
The Renton Police Department investigates and maintains records of all
complaints made against the Department and its employees. These
records shall be maintained securely, ensuring the confidentiality of
these records are protected.
A. The Administrative Secretary maintains a complaint log of all formal
complaints, which is maintained by the office of the Chief of Police.
44
Renton Police Officers' Guild, Police Commissioned
2009
B. Supervisory and Command personnel are responsible to securely
Name maintain appropriate records of all informal complaints.
52.1.11 Internal Investigations - Annual Summary
I. The Deputy Chief will compile an annual statistical summary report
based on the records of Internal Affairs investigations. Copies of the
statistical summary will be disseminated to the Chief of Police for
appropriate distribution, including the Accreditation Files. The report will
be made available through the Chief of Police to the public, City officials
and Department employees upon request.
52.1 .12 Registering Complaint Procedures
I. The Renton Police Department will make available to the general public
the Police/Citizen Complaint form (RPD073). The form may be-obtained
from any supervisory or command officer or at the Front Counter.
II. The form will briefly describe the responsibilities of the complainant and
the investigation process.
III. All employees will be furnished a copy of the General Orders and should
make themselves aware of the provisions.
'err►
45
APPENDIX D
NINO
I, , hereby release Dr.
To provide the following medical information to my employer. In
accordance with sections 102(c)(B), 102(c)(C) and 102(c)(4)(C)of the
Americans with Disabilities Act,the above-named doctor is required to
maintain all medical records in association with the examination of me on
separate forms and in separate medical files and must treat those records
as a confidential record with the following exceptions:
The above—named doctor may advise my employer regarding:
W 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;
WIf unable to work at this time,when I can reasonably be expected to return
to work at my regular duties;
WAny 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 job 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
V confidential medical records than the Americans with Disabilities Act
allows, and the examining physician is instructed accordingly.
PATIENT DATE
`err
AGREEMENT
By and Between
CITY OF RENTON
and
.1t""' NON-COMMISSIONED EMPLOYEES OF THE
RENTON POLICE OFFICERS' GUILD
January 1, 2009 — December 31, 2009
Police Non-Commissioned 2009
TABLE OF CONTENTS
Preamble 3
Article 1 Recognition and Bargaining Unit 3
Article 2 Union Membership and Dues Deduction 3
Article 3 Employment Practices 5
Article 4 Hours of Duty and Overtime 7
Article 5 Salaries 11
Article 6 Allowances and Premiums 11
Article 7 Sick Leave 14
Article 8 Holidays 15
Article 9 Tuition Reimbursement 15
Article 10 Educational Incentive 16
Article 11 Personal Leave 16
Article 12 Longevity 19
Article 13 Pensions 19
Article 14 Insurances 19
Article 15 Bill of Rights 21
Article 16 Management Rights 24
Article 17 Grievance Procedure 25
Article 18 Performance of Duty 27
Article 19 Retention of Benefits 27
Article 20 Pay Days 27
Article 21 Savings Clause 28
Article 22 Entire Agreement 30
Article 23 Duration of Agreement 30
Appendix A Salaries 32
Appendix B Longevity/Education Premiums 33
Appendix C General Order No. 52.1 34
Appendix D Medical Release Form 42
2
Police Non-Commissioned 2009
PREAMBLE
The rules contained herein constitute an Agreement between the City of Renton,
hereinafter referred to as the Employer, and the Renton Police Officers' 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
Section A. 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(2). The
Guild represents those classes listed in Appendix A.
Section B. 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.
Section C. The number of representatives of the Guild and the Employer at any
negotiating session shall be limited to five (5) members each, unless waived by
mutual agreement of the parties.
ARTICLE 2 - UNION MEMBERSHIP AND DUES DEDUCTION
Section A. 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.
Section B. Union Security
1. All employees covered by this Agreement who are or become members of
the Guild on or after the effective date of this Agreement shall maintain their
membership in good standing with the Guild.
2. All employees covered by this Agreement hired on or after its execution date
shall, within sixty (60) days following the beginning of such employment,
become and remain members in good standing in the Guild.
3
Police Non-Commissioned 2009
3. Any employee failing to comply with subsections B.1 or B.2 of this Article
shall, as a condition of continued employment, pay each month a service
charge equivalent to regular Guild dues to the Guild as a contribution toward
the administration of this Agreement.
4. The right of non-association of members of the Renton Police Department
based on bona fide religious tenets or teachings of a church or a religious
body of which such public employee is a member shall be protected at all
times, and such public employee shall pay such sum in such manner as is
provided in RCW 41.56.122.
5. The Guild will notify the Employer in writing of the failure of any employee to
comply with any of the applicable provisions of this section. The Employer
agrees to advise the employee that his/her employment status is in jeopardy
and that failure to meet the applicable requirements of this section will result
in termination of his/her employment within ten (10) days. If compliance is
not attained within the aforementioned ten (10) days, the Employer shall
terminate said employee.
Section C. Union Officials' Time Off.
1. 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 Nerel
when necessary to attend such meetings.
2. 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.
3. The Employer retains the right to restrict time off under subsections 1 and 2
above if an emergency exists or when such time off would unreasonably
impact departmental operations.
Section D. 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 '4400
be in writing to the Employer and require notification to the Guild by the Employer.
The Guild agrees to indemnify and hold harmless the Employer for any claims, with
4
Police Non-Commissioned 2009
the exception of those caused by the Employer's negligence, arising out of the
Employer's activities to enforce the provisions of this Article.
Nikiny
ARTICLE 3 - EMPLOYMENT PRACTICES
Section A. Personnel Reduction. Whenever it becomes absolutely necessary
through lack of finances or for any other reasonable purpose to reduce the number
of employees in the bargaining unit, such reductions shall be carried out based on
seniority in accordance with the following:
1. Seniority— Seniority will be determined by the employees 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.
2. Probationary Employees (first appointment) — in reverse order of seniority;
the one with the least seniority being laid off first.
3. Non-Supervisory Regular Employees - in reverse order of seniority; the one
with the least seniority being laid off first.
N,,,,, 4. Supervisors — In the event it becomes necessary to reduce the number of
employees of supervisory rank, the following shall occur:
a. Lead Specialist reduced to Specialist.
b. Supervisor reduced to Lead Specialist— in reverse order of seniority
in rank; the one with the least service in the position of Supervisor
being reduced in rank first.
c. Sergeant reduced to Jailer- in reverse order of seniority in rank; the
one with the least service in the position of Sergeant being reduced in
rank first.
5. Reinstatement — Employees laid off or reduced in rank shall be recalled to
vacant positions in order of their department seniority;
a. Non-Supervisory Regular Employees - the employee with the greatest
seniority being recalled first.
b. Supervisory Employees — The employee with the greatest seniority in
rank being reinstated first.
An employee may be recalled within two (2) years from the date of layoff.
limov5
Police Non-Commissioned 2009
Section B. 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.
Section C. Personnel Files.
1. 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 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 Employer and the
employee; 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 papers shall also be made available
to the elected or appointed officers of the Guild at the request of the affected
employee.
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 the employee was disciplined during that
period. Any record of serious discipline shall be expunged from the
personnel files after a maximum period of five (5) years 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
although such files may not be used in discipline and discharge cases if they
could not otherwise be retained in personnel files pursuant to this section.
Section D. Rehires. In the event a certified employee leaves the service of the 4.1110
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
6
Police Non-Commissioned 2009
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.
Section E. 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.
Section F. Non-Discrimination. The Employer and the Guild agree that neither
shall unlawfully discriminate against any person because of race, color, religion,
sex, age, marital status, national origin, or physical, mental, or sensory handicaps
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 Fair
Practices Policy.
ARTICLE 4 - HOURS OF DUTY AND OVERTIME
Section A. Hours of Duty. 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.
1. 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.
The schedules shall be:
2. Jailers and Jail Sergeants shall work three (3) consecutive days on followed
by three (3) consecutive days off(3/3 twelve (12) hour schedule). For
section 7(k) purposes under the Fair Labor Standards Act, the work period
(FLSA, 29 U.S.C.,207)(k) shall be twenty-four(24) days.
Employees assigned to a 3/3 twelve (12) hours shift shall receive a schedule
adjustment pay of 5.24% of base wage per month. This schedule
adjustment pay reflects the addition of 109 hours worked per employee
(2189 total hours per year).
3. Electronic Home Detention Officer(EHD) shall work a 9/80 schedule.
4. Evidence Technicians shall work four (4) consecutive ten (10) hour days on,
followed by three (3) consecutive days off.
7
Police Non-Commissioned 2009
If for any reason either the EHD or Evidence Technician 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. .4011
5. Police Service Specialists shall work four (4) consecutive ten (10)
hour days on, followed by three (3) consecutive days off.
6. Animal Control Officers shall work four (4) consecutive ten (10) hour
days on, followed by three (3) consecutive days off.
7. The Traffic Controller shall work four (4) consecutive eight (8) hour
days on, followed by three (3) consecutive days off.
8. 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).
9. Community Program Coordinators shall work a 9/80 schedule.
10. The Domestic Violence Victim's Advocate shall work five (5)
consecutive eight (8) hour days on, followed by two (2) consecutive
days off schedule, Monday through Friday.
The rotation of personnel between shifts shall be minimized within the '"
roi
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.
Section B. Overtime.
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.
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.
3. All employees shall be paid time and one-half for each hour worked in ""'
oi
excess of forty (40) hours in one week, provided, these overtime hours have
not already been paid under Section B.1 above.
8
Police Non-Commissioned 2009
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.
5. Employees may not accumulate less than fifteen (15) minute increments of
overtime.
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.
Section C. 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.B.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.
1. Three (3) hours for any court or related hearing located in Renton.
2. Four(4) hours for any court or related hearing outside the City of Renton.
,, 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. Two (2) hours for any other unspecified overtime including in-person
meetings with the prosecutor's office or defense counsel
Section D. 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 Employer has the option of purchasing all or part of
compensatory time accumulated by employees.
Section E. 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
Nosy
employee is actually called to work, standby pay shall cease at that moment and
normal overtime rules shall apply.
9
Police Non-Commissioned 2009
Section F. Compensation for Training.
4040
1. The Employer shall have a reasonable obligation to attempt to schedule
training during the employee's regular shift.
2. 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 working day shift may be required to report to
work twelve (12) hours following the training session.
3. Training Requiring Overnight Accommodations:
Employees who attend training that requires overnight
accommodations shall be paid at the straight time rate for all travel
and lodging time associated with the training with a maximum of eight
(8) hours per day, provided they are traveling during a regularly
scheduled work day, or if on a day off, the training was specifically
required by the Employer. For employees on a day off where training
was voluntary, no compensation will be paid for travel and lodging
time.
4. Per diem: Members shall receive per diem as follows;
(a) $8 for Breakfast; $12 for Lunch; $17 for Dinner
1. If at any time during this contract period, the City policy
reflects a higher allowed per diem amount, the higher
amount will be implemented.
10
Police Non-Commissioned 2009
(b) Members will receive the full per diem regardless of what they
actually spend.
4q4lar (c) Receipts are not required to receive the per diem.
(d) Per diem may be paid in advance.
(e) If a meal is included as part of a conference or seminar
registration, the per diem amount for that meal is deducted from
the daily rate (for example, per diem less lunch: $37.00 - $12:00 =
$25.00).
Section G. Early Release.
1. Employees working the 3/3 twelve (12) hour schedule who are required to
report to work for any reason other than in-service training between two (2)
graveyard shifts or following a graveyard shift, shall be relieved from duty at
least eight (8) hours prior to having to report to duty without loss of time or
overtime minimums.
2. Employees working the 3/3 twelve (12) hour schedule who appear in court
five (5) hours or more between two (2) graveyard shifts may be relieved from
duty until 2300 hours on the night after appearance, without loss of time or
court overtime minimums.
3. 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
'*141w make every effort to ensure that employees do not work more than sixteen
(16) hours in a workday.
ARTICLE 5- SALARIES
Section A. The Employer agrees to maintain salaries in accordance with attached
Appendix A.
Section B. 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
Section A. Clothing Allowance.
1. Community Program Coordinators, Crime Analyst, and Domestic Violence
Victim's Advocate shall receive $550 per year as clothing allowance.
N,,, 2. 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 of each year by
11
•
Police Non-Commissioned 2009
separate check, 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.
3. 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.
4. 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.
Section B. 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:
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 •wrr�'
once approved by the Chief of Police or designated appointee may be
purchased by the employee and be reimbursed by the quartermaster
system.
2. Optional uniforms and equipment may be purchased by the employees at
their own request.
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.
Section C. 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.
Section D. Hazardous Duty Pay. Hazardous duty pay in addition to regular pay
shall be granted to certain employees in accordance with the following schedule:
1. Crisis Communication Unit — Members assigned to the Crisis
Communication Unit will be paid at the rate of doubletime with three (3) hour ,4201
minimum when called to an emergency situation to assist the Special
Response Team (SRT).
12
Police Non-Commissioned 2009
env
Section E. Premium Pay
1. Police Service Specialists and Jailers who are assigned to train or supervise
new employees shall be compensated with one (1) hour of Field Training
Officer (FTO) pay at the straight time rate for each day of such training
and/or supervision.
Such training premium shall not be received by the Lead Police Service
Specialist, Police Services Specialist Supervisor or Jail Sergeants.
2. Bargaining unit members who pass a City approved examination for
interpreters will be compensated at the rate of two percent (2%) per month
while certified. Employees who successfully pass the initial examination will
be required to recertify annually. The City and Union agree that no more
than three (3) certified interpreters shall receive bilingual compensation at
any one time.
Section F. 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.
Section G. 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.
Section H. Physical Fitness. In recognition of an employee's personal time
expended to maintain a level of fitness, the following program shall apply:
1. Non-commissioned employees who pass the Correctional Officer's 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.
2. The testing dates/times shall be posted on or before February 1st of each
year. The City can combine testing with the Commissioned unit.
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
'44111.-
compensation.
13
Police Non-Commissioned 2009
ARTICLE 7- SICK LEAVE
Section A. Sick Leave.
1. 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 one (1) day per month to a maximum of
one hundred thirty-two (132) days (1056 hours).
2. The Employer will cash out at the rate of 50% all sick leave accrued (but not
used) over 520 hours, by December 31 of each year for employees
submitting a written request. These amounts, by employee request, may be
placed into deferred compensation accounts selected by the Employee and
Employer by the close of the first pay period following December 31 of each
year.
3 Cash payment for sick leave accrued in accordance with subsection two (2)
will not be made upon an employee's death, retirement, or voluntary
separation.
4. Employees using three (3) days or less of sick leave in any calendar year
shall receive one (1) day off with pay the following year.
5. 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, or family members residing with the employee. Family emergencies
shall include the need for an employee to be with his spouse and/or family at
the time that the employee's spouse is giving birth to a child.
Section B. Funeral 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, 12 hours). Immediate family shall
consist of spouse, son, daughter, stepchildren, mother, stepmother, father,
stepfather, brother, sister, mother-in-law, father-in-law, grandmother, grandfather,
and/or grandchildren. Paid time off for funeral leave shall not be considered sick
leave.
Section C. 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.
14
Police Non-Commissioned 2009
Employees who are working the 3/3 twelve (12) hour schedule, shall stay on a
twelve (12) hour schedule and will retain their schedule adjustment pay of 5.24%.
4400, However, their actual hours of duty may change to better utilize their skills in a light
duty assignment.
ARTICLE 8- HOLIDAYS
Section A. The following days shall be observed as legal holidays:
1. January 1 (New Year's Day)
2. Last Monday in May (Memorial Day)
3. July 4 (Independence Day)
4. First Monday in September(Labor Day)
5. November 11 (Veteran's Day)
6. Fourth Thursday in November(Thanksgiving)
7. The Friday following the fourth Thursday in November (day after
Thanksgiving)
8. December 25 (Christmas)
9. 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.
10. Any other day proclaimed by executive order and granted to other City
employees.
Section B. Any employee who works on the following listed holidays shall be paid
double his/her rate of pay for hours worked (midnight to midnight):
1. Thanksgiving Day
2. Christmas Day
ARTICLE 9 - TUITION REIMBURSEMENT
Section A. The Employer shall reimburse an employee for the actual cost of tuition
and required fees paid by an employee to an accredited college or university,
provided that those expenses are incurred: (1) in a course leading to a law
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.
Now-
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
15
Police Non-Commissioned 2009
Employer for approval, and obtain approval, prior to attending or prior to incurring a
cost. ,,may
Section B. Reimbursement in accordance with Section A 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
A 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.
ARTICLE 10 - EDUCATIONAL INCENTIVE
Section A. Premium pay shall be awarded as an educational incentive to
employees in the bargaining unit in accordance with Appendix B of this Agreement.
Section B. 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
Section A. Accrual of Personal Leave. Employees shall accrue paid personal
leave time in accordance with the following schedule whenever they are on paid
employment status:
Length of Service Hours/Month Accrual
0 through 5 years 16
6 through 10 years 20
11 through 15 years 22
16 through 20 years 24
21 and subsequent years 26
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, 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 41010
per year.
16
Police Non-Commissioned 2009
Section B. Personal Leave Time shall be subject to the following rules:
1. Temporary or intermittent employees who leave the employment of the
Employer and are later reemployed shall, for the purpose of this article, have
an adjusted date of actual service effective with the date of reemployment.
2. For the purpose of this Article, "actual service" shall be determined in the
same manner as for salary purposes.
3. Employees, who are laid off, retired, dismissed, or who resign shall be paid
for all accrued but unused personal leave time.
4. On the death of an employee in active service, pay will be allowed for any
personal leave earned and not taken prior to the death of such employee.
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.
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.
7. In the event that an employee becomes ill or injured while he/she is on
sow
personal leave, and it can be established by the employee that the employee
is incapacitated due to the illness or injury, the day or 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.
Section C. Scheduling and Using Personal Leave Time. The following rules
shall govern the scheduling and usage of personal leave time.
1. The minimum personal leave allowance to be taken by an employee shall be
one (1) hour.
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.
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 below) to have been submitted on January 14 of that
year.
17
Police Non-Commissioned 2009
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 'r•
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.
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
enforcement staffing for maintaining order is required. The Employer will
notify the employees by January 1 each year of changes to the long-term
minimum staffing levels.
Section D. 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.
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.
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.
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.
4. The Employer agrees not to cancel an approved vacation bid except in the
event of an extreme emergency condition.
100.
5. For purposes of this section, "penalty" shall refer to the overtime pay
provisions of Article 4.
18
Police Non-Commissioned 2009
Section E. The number of leave hours used for each day off shall be'4000, based upon the number of hours in the employee's work day. Employees assigned
to a twelve (12) hour schedule shall use twelve (12) hours of personal leave for
each day off. Employees assigned to a ten (10) hour schedule shall use ten (10)
hours of personal leave for each day off.
ARTICLE 12- LONGEVITY
Section A. Employees shall receive premium pay for longevity in accordance with
Appendix B of this Agreement.
Section B. Longevity allowance shall be payable on the first payday following the
anniversary of the employee.
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.
Section A. Medical coverage shall be provided in accord with the laws of the State
of Washington, RCW 41.26.150. Renton Police Officers Guild agrees to continue
participation in the REHBT and to identify and support cost containment measures.
Section B. The City will provide a medical/dental, vision, and prescription drug
insurance plan for bargaining unit members and their eligible dependents. The City
and Union agree to jointly manage the REHP during the term of this agreement.
The REHBT is comprised of the Renton Police Officers Guild, other participating
unions and the City, and will meet at least quarterly to review the REHP including
costs associated with the REHP. Members of the REHBT are authorized to make
changes in the REHP from time to time without concurrence from their membership
or the City Council during the term of this agreement. Each member union (not
bargaining unit), and the City shall have one vote when considering any proposed
changes to the REHP.
19
Police Non-Commissioned 2009
Changes in the REHP will be determined by a majority of the votes cast by REHBT
members. A tie vote will result in no change in existing benefits. In 2009 the
employee portion of the medical/dental premium shall remain at the same level as
in 2008.The employee shall pay monthly pre-taxed premiums, beginning January 1,
2009, in the amount of$46.00.
Effective 01/01/2009, the City agrees to increase its share of the 2009 premium by
8 percent above the 2008 level. Any premium increase above 8 percent will be
addressed by the REHBT through program redesign or a 50/50 split of the
additional costs necessary to fund the REHP through 2009. Should premiums
necessary to fund the projected REHP costs for 2009 increase less than 8 percent,
the REHBT shall have the option to distribute the funds as they see fit
proportionately to their constituents.
RENTON EMPLOYEES' HEALTH PLAN BOARD OF TRUSTEES — Includes
members of each participating union. Each union will have a maximum of one (1)
vote, i.e. the Renton Police Officers 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;
Firefighters-864; Police Guild and the City for a total of four (4) votes.
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.
VOTING —A tie vote of the REHBT members related to a proposed plan design
change will result in continuing the current design. If no agreement can be reached
on design changes and cost increases exceed the City's agreed contribution, then
the additional cost will be split 50/50 by the City and the Members. Example — City
takes first 8.0%; Cost increases 15.0%; City pays 50% of the additional 7.0% and
members pay 50% of the additional 7.0%.
Section C. Life Insurance.
1. Each employee shall receive an Employer-paid life insurance policy equal to
employee's annual salary, to nearest $1,000, including double indemnity.
2. Each employee's spouse shall receive a $1,000 group term life insurance
policy.
3. Each employee's dependent shall receive a $1,000 group term life insurance
policy.
Section D. 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 or exhaustion of sick leave--whichever is longer. The
Employer will pay the premiums necessary to fund the benefits of the plan.
20
Police Non-Commissioned 2009
Section E. 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.
Section F. 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.
ARTICLE 15 - BILL OF RIGHTS
Section A. 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.
Section B. Bill of Rights.
1. 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 Renton Police Officers' Guild
shall be entitled to the protection of what shall hereafter be termed as the
"Police Officers' Bill of Rights".
2. Non-probationary employees who become the subject of an internal
investigation shall be advised in writing at least twenty-four (24) hours prior
to the interview that he/she is suspected of:
a. committing a criminal offense;
b. misconduct that would be grounds for termination, suspension, or
other disciplinary actions; or,
c. that he/she may not be qualified for continued employment with the
Department.
3. Any employee who becomes the subject of an investigation may have legal
counsel or a Guild representative present during all interviews. An
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
*4400,
a criminal charge. In any investigation that may lead to discipline, the
21
Police Non-Commissioned 2009
employee is entitled to have Guild representation to the extent permitted by
law.
4. 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. General Order
52.1.1 will govern the assignment of investigations (see Appendix C).
5. The employee shall be informed in writing as to whether he/she is a witness
or suspect. If the employee is a suspect, he/she shall be apprised in writing
of the allegations of such complaint twenty-four (24) hours before any
interview commences. Allegations are defined for the purpose of notification
as the specific General Orders in violation. General Order 52.1.6 shall
govern the notification process (see Appendix C).
6. 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.
7. The employee or Employer may request that a formal investigation interview
be recorded, either mechanically or by a stenographer. 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
8. 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.
9. All interviewing shall be limited in scope to activities, circumstances, or
events, which pertain to the employee's conduct or acts which may form the
basis for disciplinary action under one or more of the categories contained in
Item 2 herein.
10. 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.
11. Upon the completion of the investigation and upon request, a copy of the
entire file shall be provided to the employee.
22
Police Non-Commissioned 2009
12. To balance the interest of the Employer in obtaining a psychological
evaluation of an employee to determine the employee's fitness for duty and
*,,e 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).
13. 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 which he/she might otherwise
invoke the protections of any constitutional amendment against self-
incrimination.
14. 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. Any employee involved in the use of lethal force shall not be formally
interviewed immediately following the incident. The policy and procedure
outlined in the Unusual Occurrences Manual (Department Response to Line
,, of Duty Death or Other Critical Incidents) will govern the response to issues
No
regarding use of lethal force.
16. Investigations of members by the Employer shall be completed in a timely
manner with a goal of completion within thirty (30) days.
Section C. Drug and Alcohol Testing
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 employees
have the absolute right to expect persons employed by the Employer will be
free from the effects of drugs and alcohol.
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).
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.
�.r (* Initial alcohol testing may be performed by a Certified Breath Alcohol
23
Police Non-Commissioned 2009
Technician or any other person approved to operate an Evidential Breath
Testing device.)
a. Drug Testing
An initial drug screen shall be performed using the
Immunoassay (IA) method.
ii. Any positive results on the initial drug-screening list shall be
confirmed through use of Gas Chromatography/Mass
Spectrometry.
iii. 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).
iv. 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.
b. 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.
c. Confirmation of Test Results
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.
ii. 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.
iii. 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
Section A. The Guild recognizes the prerogative of the Employer and the Chief of
Police to operate and manage Police Department affairs in all respects, in
24
Police Non-Commissioned 2009
accordance with its responsibilities and the powers of authority which the Employer
has not officially abridged, delegated, or modified by this Agreement.
4100,
Section B. Subject to the provisions of this Agreement, the Employer reserves the
right:
1. to recruit, assign, transfer, and promote members to the positions within the
Department;
2. to suspend, demote, discharge, or take other disciplinary action against
members for just cause;
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;
4. to determine methods, means, and personnel necessary for Departmental
operations;
5. to control the Department budget;
6. to take whatever actions are necessary in emergencies in order to assure
the proper functioning of the Department;
441100,
7. to determine classification, status, and tenure of employees;
8. to perform all other functions not limited by this Agreement.
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.
Section A. Definitions.
1. Grievance: Any issue relating to interpretation, application, or enforcement
of any provision contained in this Agreement.
2. Issue: Any dispute, complaint, problem, or question arising with respect to
working conditions or employer-employee relations of any nature or kind
whatsoever.
Nriare
25
Police Non-Commissioned 2009
3. Guild Representative: A Guild member designated by the Guild President as
a bargaining representative.
Section B. 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 is made to modify any procedural steps an/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.
Step (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.
Step (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.
Step (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.
Step (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.
Step (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
26
Police Non-Commissioned 2009
exceed ten (10) days. The total cost of the proceedings shall be borne equally by
both parties. The arbitrator's award shall be final and binding on both parties,
Nome
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.
Section C. 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
Section A. Nothing in this Agreement shall be construed to give an employee the
4410100,
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.
Section B. The parties recognize and agree to abide by the provisions of
RCW 41.56.120.
ARTICLE 19 - RETENTION OF BENEFITS
Section A. 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.
Section B. 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
Section A. Employees shall be paid twice each month and any employee who is
Now-
laid off or terminated shall be paid all monies due on the next following payday. All
employees shall be paid on the 10th and 25th day of each month. If the 10th or
27
Police Non-Commissioned 2009
25th 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.
If an employee is leaving on vacation, an early check request authorized by the
immediate supervisor may be granted provided the check has been processed and
is ready for disbursement.
Section B. All employees will participate with direct deposit of paychecks. The
Employer will adopt appropriate administrative procedures allowing for direct
deposit,- The Employer will, to the extent feasible, assure that funds are transmitted
as near in time as possible to the time at which paychecks are distributed to other
employees.
ARTICLE 21 - SAVINGS CLAUSE
Section A. 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.
Section B. 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 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.
Section C. 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.
Section D. 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.
Section E. 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
28
Police Non-Commissioned 2009
that may arise regarding Article 19, Retention of Benefits. Statutory provisions for
resolution of impasses reached in collective bargaining, and contractual provisions
lame
for resolution of grievances arising out of such FLSA issues shall apply.
29
Police Non-Commissioned 2009
ARTICLE 22 - ENTIRE AGREEMENT
Section A. 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.
Section B. 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.
ARTICLE 23 DURATION OF AGREEMENT
DURATION OF CONTRACT: JANUARY 1, 2009 - DECEMBER 31, 2009
Signed this day of , 2008 at Renton,
Washington.
CITY OF RENTON RENTON POLICE GUILD
(NON-COMMISSIONED)
Denis Law, Mayor Michael Weisz, President
Kevin Milosevich, Police Chief Augustine Abram, Member
Nancy Carlson, Human Resources & Dana Dipola, Member
Risk Management Administrator
Michael R. Webby, Consultant Chad Jay, Member
Eileen Flott, Human Resources Michael Luther, Member
Manager
30
Police Non-Commissioned 2009
,yam;
Timothy Troxel, Deputy Chief Darrell Pilat, Member
Janelle Tarasewicz, Human Resources Terri Vickers, Member
Analyst
ATTEST:
Bonnie I. Walton, City Clerk
Approved as to legal form:
Lawrence J. Warren, City Attorney
44,40,
31
Police Non-Commissioned 2009
APPENDIX A
Section A. Effective January 1, 2009, the base wages for all positions represented
by the bargaining unit shall be increased by a 5.5% COLA.
Section B. Effective January 1, 2009, the salary schedule shall be as follows:
12Mos 12 Mos. 12 Mos. 12 Mos. 49 + Mos.
Step A Step B Step C Step D Step E
Parking Enforcement 2781 3023 3361 3734 3916
Officer
Police Secretary 3089 3336 3671 4040 4239
Police Service Specialist 3299 3562 3921 314 4527
Police Service Specialist (7.5% over Step E of Police Service 4867
Lead Specialist)
Police Service Specialist (15.% over Step E of Police Service 5206
Supervisor Specialist)
Animal Control Officer 3576 3866 4252 4676 4909
Jailer 3576 3866 4252 4676 4909
Jail Sergeant (15% over step E of Jailer) 5645
Evidence Technician 3791 4092 4504 4955 5209
Electronic Home 3974 4290 4723 5192 5450
Detention Jailer
Police Community 4028 4352 4781 5155 5414
Program Coord.-
Domestic Violence Victim 3760 4084 4540 4989 5253
Advocate
Crime Analyst 4028 4352 4781 5155 5414
Section C. Accreditation Premium. The Employer shall contribute three percent
(3.0%) of the employee's base wage into the deferred compensation plan for each
employee as a premium for accreditation of the police department, and shall
remain in effect throughout the life of this Agreement.
32
Police Non-Commissioned 2009
APPENDIX B
2009
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%
Employees shall receive educational pay according to the following scale:
AA Degree/90 credits — 4%
BA/BS Degree/Masters — 6%
1440.,
33
Police Non-Commissioned 2009
APPENDIX C
SUBJECT: INTERNAL AFFAIRS - ADMINISTRATION
This order consists of the following numbered sections:
52.1.1 Complaints - Investigation
52.1.2 Direct Access to the Chief of Police
52.1.3 Complaints - Notifying the Chief of Police
52.1.4 Complaint Investigation Time Limits
52.1.5 Complainant Notification of Status of Investigation
52.1.6 Notification of Allegations and Rights
52.1.7 Conditions for Additional Investigation
52.1.8 Internal Investigations - Relief from Duty
52.1.9 Internal Investigations - Conclusion of Fact
52.1.10 Internal Investigations - Records
52.1.11 Internal Investigations - Annual Summary
52.1.12 Internal Investigations - Registering Complaint Procedures
52.1.1 Complaints - Investigation
I. All complaints against the agency or its employees will be investigated. The
function of Internal Affairs is to ensure that the integrity of the Renton Police
Department is maintained through an internal system. Objectivity, fairness, and
justice are assured by intensive and impartial investigation and review to clear the
innocent, establish guilt of wrongdoers, and facilitate fair, suitable, and consistent
disciplinary action.
II. The Chief of Police is responsible for the Internal Affairs function, and
delegates responsibility to the Deputy Chief. The Deputy Chief is responsible for:
A. Recording, registering, and controlling the investigation of complaints against
department members:
1. Upon receipt of a complaint, the Deputy Chief will review the complaint,
enter the complaint in the Complaint Log and obtain a log number, check the
Complaint Log for any similar complaints and notify the Chief of Police of the
allegations;
2. The Deputy Chief will determine if the investigation is to be handled by the
principal member's supervisor, or other departmental personnel with specific
expertise relating to the allegation. In the case of a criminal allegation, the Chief of
Police will determine if the investigation is to be assigned to the Investigations
Division or elsewhere.
B. Supervising and controlling the investigation of alleged or suspected
misconduct within the department.
34
Police Non-Commissioned 2009
1. Deputy Chief will assign complaints and allegations of misconduct for
investigation;
2. Division Commanders will ensure investigations are promptly adjudicated to
ensure the integrity of the department and its members;
3. When the investigation is completed, it will be forwarded to the appropriate
chain of command for staff review.
C. Maintain the confidentiality of the internal affairs investigation and records:
1. The Administrative Secretary will maintain the Complaint Log and
Investigation Files, permitting no access to them, except as authorized by the Chief
of Police.
III. The following types of investigations may be conducted as part of an Internal
Affairs function:
A. Informal investigation may be conducted on complaints determined to be
informal primarily based upon the nature and complexity of the allegation(s).
Incidents that are of a less serious nature should be reported to the member's
division commander in a timely manner, which would normally be within 24 hours,
except on weekends.
Informal Investigation:
1. May be conducted on less serious allegations of misconduct where the
supervisor or command officer has the option to handle the complaint at the lowest
level of supervision;
2. May be conducted on complaints in which the complainant does not wish to
sign a formal complaint.
3. Examples of complaints that may be classified as informal include but are
not limited to:
a. Failure to take proper police action;
b. Slow or no response;
c. Poor demeanor.
B. Formal investigations are determined to be formal primarily based upon the
nature and complexity of the allegation. Formal complaints against employees will
be directed immediately to the member's division commander or manager via the
chain of command. Division Commanders will notify the Deputy Chief who will
forward the complaint to the Chief of Police.
Formal Investigation:
35
Police Non-Commissioned 2009
1. Will be conducted on all signed Police/Citizen Complaints;
vvid
2. Will be conducted on serious allegations of misconduct;
3. Examples of complaints or allegations that may be determined as formal
include but are not limited to:
a. Allegations of violations of law;
b. Allegations of brutality of misuse of force;
c. Breach of civil rights.
C. Formal investigations will be reviewed by those responsible for the Internal
Affairs function, the Deputy Chief and the Chief of Police. Review of informal
investigations is the responsibility of the respective supervisor of the person
investigating the complaint.
IV. Investigation - The primary responsibility for the proper completion of
investigation of all allegations of employee misconduct lies with the Deputy Chief.
A. As a general policy, all informal investigations are handled by the line
supervisor. Any formal or informal complaints or inquiries may be investigated by a
line supervisor.
B. The individual assigned as the investigator will be one of the following
persons:
The accused employee's supervisor;
A member of the Investigations Division;
3. Anyone else the Chief may designate.
C. The investigating officer will commence his investigation on the basis of the
complaint.
1. If, during the investigation of the initial complaint, it is disclosed that other
misconduct may have taken place, this misconduct will also be investigated,
reported upon, and adjudicated.
2. The investigator assigned will investigate and report all aspects of the case
in a manner which is fair and impartial to all persons.
3. The investigator will be responsible for informing the Division Commanders
of the continuing developments in the investigation to determine whether to:
Retain the accused employee in current assignment.
36
Police Non-Commissioned 2009
Excuse the accused employee from duty.
c. Assign the accused employee to some other duty where there is close
supervision and limited contact with the public or other police personnel.
4. The investigator will complete the investigation and submit the report in a
timely manner with a goal of completing the process within the 30-day limit.
D. The investigator's final report to Internal Affairs for informal investigations will
be completed in accordance with General Order 52.1.4.
E. The investigator's final report to Internal Affairs on formal investigations will
contain:
1. A written summary report which includes:
a. The Internal Affairs number;
b. The nature of complaint;
c. The name(s) of employee(s) involved;
d. The allegations summary (concise, but a complete synopsis of the
allegations);
e. Investigation - including a chronological summary of the investigation;
f. Findings of fact - including, by numerical listing, a summary of findings of
fact.
2. Statements - interviews and letters of employees, citizens, and witnesses.
3. Reports - copies of all related reports.
4. Correspondence - copies of any memos or formal letters related to the
investigation.
V. Staff Review of Internal Affairs Investigations
A. After the investigation of formal complaints is completed, the case file will be
forwarded to the involved employee's chain of command for staff review.
B. The first line supervisor will review the case, make his disposition and
penalty recommendations, when applicable, and forward the file to his Division
Commander for review.
C. The Division Commander will review the case, make the recommendations,
and forward the file to the Deputy Chief.
37
Police Non-Commissioned 2009
D. The Deputy Chief will review the case, make recommendations, and forward
the file to the Chief of Police for final review and final adjudication.
E. The final disposition of each allegation in a complaint will be classified in one
of the ways outlined in General Order 52.1.9.
F. Upon approval of the Chief of Police, the Internal Affairs' assigned
component will send a letter to the reporting party, and notify the employee through
the chain of command as to the disposition.
G. The completed investigation will then be considered closed, and filed
numerically.
52.1.2 Direct Access to Chief of Police
I. The Deputy Chief is responsible for the Internal Affairs component, and
reports directly to the Chief of Police.
52.1.3 Complaints - Notifying the Chief of Police
I. All complaints against the department or department personnel shall be
directed to the member's division commander or manager via the chain of
command. Division commander and manager will notify the Deputy Chief when
such complaints are brought to their attention. The Deputy Chief will, in turn,
forward to the Chief of Police information about the complaint and how it was
received.
52.1.4 Complaint Investigation Time Limits
I. To achieve a speedy resolution to internal affairs issues, an Internal Affairs
investigation will generally be completed within 30 days. A verbal status report will
be given to the Chief of Police at least weekly.
II. In cases where extenuating circumstances exist, the time limit may be
extended by the Deputy Chief with approval of the Chief of Police.
52.1.5 Complainant Notification of Status of Investigation
I. The Renton Police Department will keep the complainant informed
concerning the status of a complaint.
A. Complainants signing a formal complaint form (RPD073)will be furnished a
copy of the complaint form. The form briefly describes the responsibilities of the
complainant and the actions to expect of the Renton Police Department.
B. Periodic status reports will be communicated to complainants signing a
formal complaint, although the degree of specificity of the status report is at the
discretion of the investigator;
38
Police Non-Commissioned 2009
C. A letter approved and signed by the Chief of Police will be sent to the
complainant informing him/her of the final disposition of their formal complaint.
52.1.6 Notification of Allegations and Rights
I. Affected employees who become the subject of an internal affairs
investigation will be notified in writing:
A. That they have become the subject of an internal affairs complaint;
B. The allegation(s) against the employee;
C. The employee's rights and responsibilities relative to the investigation.
II. The principal member of the investigation will be furnished a copy of the
complaint. Affected employees will be afforded all protections under State law,
Civil Service, City Ordinance, and the Officer's Bill of Rights as agreed upon
between the City of Renton and the Renton Police Guild.
52.1.7 Conditions for Additional Investigation
I. Evidence collection for investigations involving Renton Police Department
employees will be conducted in accordance with state law, and the current
applicable labor agreement between the City of Renton and the Renton Police
Officer's Guild.
II. Additional investigation may be required during the course of such
investigation. The following may be requested of the principal department member
upon the approval of the Chief of Police or his designee:
A. Medical or laboratory examinations;
B. Photographs of the affected employee(s);
C. Directing the employee to participate in a lineup;
D. Requiring an employee to submit financial disclosure statements, records;
E. Use of instruments for the detection of deception, including polygraph.
52.1.8 Internal Investigations - Relief From Duty
I. Supervisors or command officers may temporarily relieve an employee from
duty with pay, under the following circumstances:
A. The employee is unfit for duty due to physical or psychological reasons (i.e.
intoxication, etc.).
39
46.
Police Non-Commissioned 2009
B. Supervisors or command officers may temporarily relieve an employee from
duty, with pay, in response to serious performance related issues, or actions
pending disposition of an internal affairs investigation.
II. An employee relieved from duty will be required and directed to report to the
Deputy Chief, or his designee, at 0900 hours the next day. The supervisor or
command officer relieving the employee from duty will also report to the Chief of
Police with all the necessary reports. The Deputy Chief with the approval of the
Chief of Police may extend the relief from duty as required by the circumstances.
III. In all cases where an employee is relieved of duty under this General Order,
the employee's Supervisor, Division Commander, Deputy Chief, and CDO
(Command Duty Officer) will be notified as soon as possible.
52.1.9 Internal Investigations - Conclusion of Fact
I. An assessment of each allegation of employee misconduct shall be made
and classified as one of the following.
A. Exonerated - The alleged act occurred, but was justified, legal and proper;
1. Proper conduct - The allegation is true. The action of the agency or the
employee was consistent with agency policy, and the complainants suffered no
harm;
Nei
2. Policy Failure - The allegation is true, though the action of the agency or the
employee was consistent with agency policy. The complainant suffered harm.
B. Sustained - The accused employee committed the allegation of misconduct.
C. Not Sustained - The investigation produced insufficient information to clearly
prove or disprove the allegation.
D. Unfounded - The alleged act did not occur.
E. Misconduct not based on the original complaint - This is used to indicate the
discovery of sustained acts of misconduct that were not alleged in the original
complaint. The new allegations are investigated under the same procedures.
52.1.10 Internal Investigations - Records
I. The Renton Police Department investigates and maintains records of all
complaints made against the Department and its employees. These records shall
be maintained securely, ensuring the confidentiality of these records are protected.
A. The Administrative Secretary maintains a complaint log of all formal
complaints, which is maintained by the office of the Chief of Police. *1101
40
Police Non-Commissioned 2009
B. Supervisory and Command personnel are responsible to securely maintain
appropriate records of all informal complaints.
52.1.11 Internal Investigations - Annual Summary
I. The Deputy Chief will compile an annual statistical summary report based on
the records of Internal Affairs investigations. Copies of the statistical summary will
be disseminated to the Chief of Police for appropriate distribution, including the
Accreditation Files. The report will be made available through the Chief of Police to
the public, City officials and Department employees upon request.
52.1.12 Registering Complaint Procedures
I. The Renton Police Department will make available to the general public the
Police/Citizen Complaint form (RPD073). The form may be obtained from any
supervisory or command officer or at the Front Counter.
II. The form will briefly describe the responsibilities of the complainant and the
investigation process.
III. All employees will be furnished a copy of the General Orders and should
make themselves aware of the provisions.
New
1400.,
41
,
APPENDIX D
W4I, ,hereby release
Dr.
CID To provide the following medical information to my employer. In
41°%t accordance with sections 102(c)(B), 102(c)(C) and 102(c)(4)(C)of the
;IIIT4 Americans with Disabilities Act,the above-named doctor is required to
maintain all medical records in association with the examination of me on
*Mill separate forms and in separate medical files and must treat those records
as a confidential record with the following exceptions:
oPifild
The above—named doctor may advise my employer regarding:
/IIIIIIIIIII 1. Psychological or physical fitness to perform all the essential
functions of my current job classification;
2. If unable to perform all those functions,the duties that I am '1401
able to perform and which duties I am not able to perform;
*111114
3. If unable to work at this time,when I can reasonably be
illitexpected to return to work at my regular duties;
4. Any necessary restrictions on my work or duties;
CP? 5. Any necessary accommodations which may be required to
allow me to perform the essential functions of my current job
*0 classification; and
6. 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
W4confidential medical records than the Americans with Disabilities Act
allows, and the examining physician is instructed accordingly.
PATIENT DATE
4
CITY OF RENTON COUNCIL AGENDA BILL
AI#: 7- •
Submitting Data: Public Works Department For Agenda of: `J
Dept/Div/Board.. Transportation Systems Division November 3, 2008
Staff Contact Juliana Fries, extension 7232 Agenda Status
Consent X
Subject: Public Hearing..
Correspondence..
SW 27th Street/Strander Boulevard Connection- High Ordinance
Priority Project Federal Grant - Local Agency Resolution X
Agreement Old Business
Exhibits: New Business X
Study Sessions
Issue Paper Information
WSDOT Local Agency Agreement
WSDOT Local Agency Federal Aid Project Prospectus
Recommended Action: Approvals:
Legal Dept X
Council Concur Finance Dept
Other
• Fiscal Impact: (317.012707)
0' Expenditure Required... Transfer/Amendment
Amount Budgeted $10,080,000 (2008) Revenue Generated $ 684,380
Total Project Budget $54,760,000 City Share Total Project..
SUMMARY OF ACTION:
The SW 27th Street/Strander Boulevard Connection was selected for a federal transportation grant High
Priority Funds of$684,380, with no City match required.
The City recently executed a supplemental agreement for design of the Union Pacific Railroad track
relocation (Phase 1 Segment 2a). This Interlocal Agreement is necessary to provide funding for a
portion of the additional design required.
STAFF RECOMMENDATION:
Authorize the Mayor and City Clerk to enter into the Local Agency Agreement with the Washington
State Department of Transportation for the obligation of grant funding and all subsequent agreements
necessary to accomplish design and construction of this project.
H:\Division.s\TRANSPOR.TAT\PLANNING\Juliana\Agenda Bill\2009\AB 2008 Strander.doc
•
`S 0 PUBLIC WORKS DEPARTMENT
MEMORANDUM
DATE: November 3, 2008
TO: Marcie Palmer, President
Members of the Renton Cit Council
VIA: Denis Law, Mayor17)14.2PL.�
FROM: Gregg ZimmermarQLinistrator
STAFF CONTACT: Juliana Fries, Transportation Program Development
Coordinator(extension 7232)
SUBJECT: SW 27th Street/Strander Boulevard Connection - High
Priority Project Federal Grant - Local Agency Agreement
ISSUE:
Should the City of Renton sign the Local Agency Agreement with the Washington State
Department of Transportation (WSDOT) to obligate federal grant funding for the SW
Now, 27th Street/Strander Boulevard Connection project?
RECOMMENDATION:
Authorize the Mayor and City Clerk to enter into the Local Agency Agreement with the
Washington State Department of Transportation for the obligation of grant funding and
all subsequent agreements necessary to accomplish design and construction of this
project.
BACKGROUND:
This project will provide a new connection from East Valley Road (Renton) to West
Valley Road (Tukwila) through SW 27th Street/Strander Boulevard. Phase 1,
Segment 2a of the SW 27th Street/Strander Boulevard Connection project involves
relocation of the Union Pacific Railroad (UPRR) tracks to allow for one structure to be
built over the tracks. The structure (bridge) will provide a grade separation connection
between SW 27th Street and Strander Boulevard.
Marcie Palmer,President
Members of the Renton City Council
November 3,2008
Page 2
The City recently executed a supplemental agreement for design of the UPRR track
relocation. We will use the full $684,380 to provide for a portion of the funding
necessary for design of Phase 1, Segment 2a.
cc: Peter Hahn, Deputy PW Administrator- Transportation
Jim Seitz, Planning and Programming Supervisor
Juliana Fries, Program Development Coordinator
Rob Lochmiller, Project Manager
Vidya Vinod, Finance Grants Accountant
Connie Brundage, Administrative Secretary
H:\Division.s\TRANSPOR.TAT\PLANNING\Juliana\Issue Papers\2008\IP Grant Strander.doc
Departtmment of
fI/ f Transportation Local Agency Agreement
Agency City of Renton CFDA No. 20.205
(Catalog of Federal Domestic Assistance)
ddress 1055, S Grady Way Project No.
Renton, WA 98057
Agreement No.
For OSC WSDOT Use Only
The Local Agency having complied, or hereby agreeing to comply, with the terms and conditions set forth in(1)Title 23,U.S.Code Highways,(2)
the regulations issued pursuant thereto, (3) Office of Management and Budget Circulars A-102, A-87 and A-133, (4) the policies and procedures
promulgated by the Washington State Department of Transportation, and (5) the federal aid project agreement entered into between the State and
Federal Government,relative to the above project,the Washington State Department of Transportation will authorize the Local Agency to proceed on
the project by a separate notification. Federal funds which are to be obligated for the project may not exceed the amount shown herein on line r,
column 3, without written authority by the State,subject to the approval of the Federal Highway Administration.All project costs not reimbursed by
the Federal Government shall be the responsibility of the Local Agency.
Project Description
Name Strander Blvd/SW 27th St.Phase 1, Segment 2a Length 0.24 miles
Termini Strander Blvd.(Tukwila)to SW 27th St(Renton)
Description of Work
Design and construction of the relocation of the UPRR railroad tracks to allow for a single structure to be built over the
tracks. This phase includes design and construction for: a)railroad bridges over Longacres Way;b)railroad bridge at a
new pedestrian crossing for the future Sound Transit Station location;c)structure to protect the 60-inch Seattle Public
Utilities Water line;d)structure to protect the 36-inch Metro Sanitary Sewer line;e)retaining walls.
Estimate of Funding
Type of Work (1) (2) (3)
Estimated Total Estimated Agency Estimated
Project Funds Funds Federal Funds
`E a.Agency
-100-_ % b. Other Consultant
679,380.00 - _ 679,380.00
c. Other Consultant 0.00
Federal Aid —
Participation d. State 5,000.00 _ 5,000.00
Ratio for PE e.Total PE Cost Estimate(a+b+c+d) 684,380.00 684,380.00
Right of Way f.Agency
g. Other
h. Other
Federal Aid -
Participation i. State
Ratio for RW j.Total R/W Cost Estimate(f+g+h+i)
Construction k. Contract
I. Other
m. Other — -- - - - -n. Other
o.Agency
Federal Aid p State
Participation
Ratio for CN q.Total CN Cost Estimate(k+l+m+n+o+p)
r.Total Project Cost Estimate(e+j+q) 684,380.00 684,380.00
Agency Official Washington State Department of Transportation
By By
itle Assistant Secretary for Highways and Local Programs
Date Executed
DOT Form 140-039 EF 1
Revised 09/2008
Construction Method of Financing (Check Method Selected)
State Ad and Award
❑ Method A-Advance Payment-Agency Share of total construction cost(based on contract award)
❑ Method B Withhold from gas tax the Agency's share of total construction cost(line 4,column 2)in the amount ofNod
$ at$ per month for months.
Local Force or Local Ad and Award
❑ Method C-Aaencv cost incurred with partial reimbursement
The Local Agency further stipulates that pursuant to said Title 23, regulations and policies and procedures,and as
a condition to payment of the federal funds obligated, it accepts and will comply with the applicable provisions set
forth below.Adopted by official action on
,Resolution/Ordinance No.
Provisions
I. Scope of Work 1.Preliminary engineering.
The Agency shall provide all the work, labor, materials, and services 2.Right of way acquisition.
necessary to perform the project which is described and set forth in detail in the 3.Project construction.
"Project Description"and"Type of Work." In the event that right of way acquisition,or actual construction of the road,
When the State acts for and on behalf of the Agency,the State shall be for which preliminary engineering is undertaken is not started by the closing of
deemed an agent of the Agency and shall perform the services described and the tenth fiscal year following the fiscal year in which the agreement is
indicated in"Type of Work"on the face of this agreement,in accordance with executed,the Agency will repay to the State the sum or sums of federal funds
plans and specifications as proposed by the Agency and approved by the State paid to the Agency under the terms of this agreement(see Section IX).
and the Federal Highway Administration.
When the State acts for the Agency but is not subject to the right of control The Agency agrees that all stages of construction necessary to provide the
by the Agency,the State shall have the right to perform the work subject to the initially planned complete facility within the limits of this project will conform
ordinary procedures of the State and Federal Highway Administration. to at least the minimum values set by approved statewide design standards
applicable to this class of highways, even though such additional work is
II. Delegation of Authority financed without federal aid participation.
The State is willing to fulfill the responsibilities to the Federal Government The Agency agrees that on federal aid highway construction projects,the
by the administration of this project.The Agency agrees that the State shall current federal aid regulations which apply to liquidated damages relative to
have the full authority to carry out this administration.The State shall review, the basis of federal participation in the project cost shall be applicable in the
process, and approve documents required for federal aid reimbursement in event the contractor fails to complete the contract within the contract time.
accordance with federal requirements.If the State advertises and awards the
contract, the State will further act for the Agency in all matters concerning the VI. Payment and Partial Reimbursement
project as requested by the Agency.If the Local Agency advertises and awards The total cost of the project,including all review and engineering costs and
the project, the State shall review the work to ensure conformity with the other expenses of the State, is to be paid by the Agency and by the Federal
approved plans and specifications. Government. Federal funding shall be in accordance with the Federal
Ill. Project Administration Transportation Act, as amended, and Office of Management and Budget
circulars A-102,A-87 and A-133.The State shall not be ultimately responsible
Certain types of work and services shall be provided by the State on this
project as requested by the Agency and described in the Type of Work above. for any of the costs of the project.The Agency shall be ultimately responsible
for all costs associated with the project which are not reimbursed by the
In addition,the State will furnish qualified personnel for the supervision and Federal Government. Nothing in this agreement shall be construed as a
inspection of the work in progress.On Local Agency advertised and awarded promise by the State as to the amount or nature of federal participation in this
projects,the supervision and inspection shall be limited to ensuring all work is project.
in conformance with approved plans, specifications, and federal aid
requirements. The salary of such engineer or other supervisor and all other The Agency shall bill the state for federal aid project costs incurred in
salaries and costs incurred by State forces upon the project will be considered a conformity with applicable federal and state laws. The agency shall minimize
cost thereof.All costs related to this project incurred by employees of the State the time elapsed between receipt of federal aid funds and subsequent payment
in the customary manner on highway payrolls and vouchers shall be charged as of incurred costs. Expenditures by the Local Agency for maintenance,general
costs of the project. administration,supervision,and other overhead shall not be eligible for federal
participation unless a current indirect cost plan has been prepared in
IV. Availability of Records accordance with the regulations outlined in the federal Office of Management
All project records in support of all costs incurred and actual expenditures &Budget(OMB)circular A-87,and retained for audit.
kept by the Agency are to be maintained in accordance with local government The State will pay for State incurred costs on the project.Following
accounting procedures prescribed by the Washington State Auditor's Office,the payment, the State shall bill the Federal Government for reimbursement of
U.S. Department of Transportation, and the Washington State Department of those costs eligible for federal participation to the extent that such costs are
Transportation.The records shall be open to inspection by the State and Federal attributable and properly allocable to this project. The State shall bill the
Government at all reasonable times and shall be retained and made available for Agency for that portion of State costs which were not reimbursed by the
such inspection for a period of not less than three years from the final payment Federal Government(see Section IX).
of any federal aid funds to the Agency. Copies of said records shall be
furnished to the State and/or Federal Government upon request. 1. Project Construction Costs
V. Compliance with Provisions Project construction financing will be accomplished by one of the three
methods as indicated in this agreement.
The Agency shall not incur any federal aid participation costs on any
classification of work on this project until authorized in writing by the State for
each classification.The classifications of work for projects are:
DOT Form 140-039 EF 2
Revised 09/2008
Method A—The Agency will place with the State,within(20)days after the X. Traffic Control,Signing, Marking,and Roadway
execution of the construction contract, an advance in the amount of the Maintenance
Agency's share of the total construction cost based on the contract award.The
State will notify the Agency of the exact amount to be deposited with the State. The Agency will not permit any changes to be made in the provisions for
The State will pay all costs incurred under the contract upon presentation of parking regulations and traffic control on this project without prior approval of
egress billings from the contractor. Following such payments,the State will the State and Federal Highway Administration. The Agency will not install or
mit a billing to the Federal Government for the federal aid participation permit to be installed any signs,signals,or markings not in conformance with
' fare of the cost. When the project is substantially completed and final actual the standards approved by the Federal Highway Administration and MUTCD.
costs of the project can be determined,the State will present the Agency with a The Agency will,at its own expense,maintain the improvement covered by
final billing showing the amount due the State or the amount due the Agency. this agreement.
This billing will be cleared by either a payment from the Agency to the State or
by a refund from the State to the Agency. XI. Indemnity
The Agency shall hold the Federal Government and the State harmless from
Method B— The Agency's share of the total construction cost as shown on and shall process and defend at its own expense all claims,demands,or suits,
the face of this agreement shall be withheld from its monthly fuel tax whether at law or equity brought against the Agency, State, or Federal
allotments. The face of this agreement establishes the months in which the Government,arising from the Agency's execution,performance,or failure to
withholding shall take place and the exact amount to be withheld each month. perform any of the provisions of this agreement,or of any other agreement or
The extent of withholding will be confirmed by letter from the State at the time contract connected with this agreement, or arising by reason of the
of contract award. Upon receipt of progress billings from the contractor,the participation of the State or Federal Government in the project,PROVIDED,
State will submit such billings to the Federal Government for payment of its nothing herein shall require the Agency to reimburse the State or the Federal
participating portion of such billings. Government for damages arising out of bodily injury to persons or damage to
property caused by or resulting from the sole negligence of the Federal
Method C—The Agency may submit vouchers to the State in the format Government or the State.
prescribed by the State, in duplicate,not more than once per month for those XII. Nondiscrimination Provision
costs eligible for Federal participation to the extent that such costs are directly No liability shall attach to the State or Federal Governmentexcept as
attributable and properly allocable to this project.Expenditures by the Local expressly provided herein.
Agency for maintenance, general administration, supervision, and other
overhead shall not be eligible for Federal participation unless claimed under a The Agency shall not discriminate on the basis of race,color,national
previously approved indirect cost plan. origin,or sex in the award and performance of any USDOT-assisted contract
The State shall reimburse the Agency for the Federal share of eligible project and/or agreement or in the administration of its DBE program or the
requirements of 49 CFR Part 26. The Agency shall take all necessary and
costs up to the amount shown on the face of this agreement.At the time of reasonable steps under 49 CFR Part 26 to ensure nondiscrimination in the
audit, the Agency will provide documentation of all costs incurred on the award and administration of USDOT-assisted contracts and agreements. The
project. WSDOT's DBE program, as required by 49 CFR Part 26 and as approved by
The State shall bill the Agency for all costs incurred by the State relative to USDOT, is incorporated by reference in this agreement. Implementation of
the project.The State shall also bill the Agency for the federal funds paid by the this program is a legal obligation and failure to carry out its terms shall be
State to the Agency for project costs which are subsequently determined to be treated as a violation of this agreement. Upon notification to the Agency of its
ineligible for federal participation(see Section IX). failure to carry out its approved program, the Department may impose
�I. Audit of Federal Consultant Contracts sanctions as provided for under Part 26 and may,in appropriate cases,refer the
matter for enforcement under 18 U.S.C. 1001 and/or the Program Fraud Civil
kyr The Agency,if services of a consultant are required,shall be responsible for Remedies Act of 1986(31 U.S.C.3801 et seq.).
audit of the consultant's records to determine eligible federal aid costs on the The Agency hereby agrees that it will incorporate or cause to be
project. The report of said audit shall be in the Agency's files and made incorporated into any contract for construction work,or modification thereof,
available to the State and the Federal Government. as defined in the rules and regulations of the Secretary of Labor in 41 CFR
An audit shall be conducted by the WSDOT Internal Audit Office in Chapter 60, which is paid for in whole or in part with funds obtained from the
accordance with generally accepted governmental auditing standards as issued Federal Government or borrowed on the credit of the Federal Government
by the United States General Accounting Office by the Comptroller General of pursuant to a grant,contract, loan, insurance, or guarantee or understanding
the United States; WSDOT Manual M 27-50, Consultant Authorization, pursuant to any federal program involving such grant,contract,loan,insurance,
Selection, and Agreement Administration; memoranda of understanding or guarantee, the required contract provisions for Federal-Aid Contracts
between WSDOT and FHWA;and Office of Management and Budget Circular (FHWA 1273),located in Chapter 44 of the Local Agency Guidelines.
A-133.
If upon audit it is found that overpayment or participation of federal money The Agency further agrees that it will be bound by the above equal
in ineligible items of cost has occurred,the Agency shall reimburse the State for opportunity clause with respect to its own employment practices when it
the amount of such overpayment or excess participation(see Section IX). participates in federally assisted construction work: Provided, that if the
applicant so participating is a State or Local Government,the above equal
opportunity clause is not applicable to any agency, instrumentality, or
VIII. Single Audit Act subdivision of such government which does not participate in work on or under
The Agency,as a subrecipient of federal funds, shall adhere to the federal the contract.
Office of Management and Budget (OMB) Circular A-133 as well as all The Agency also agrees:
applicable federal and state statutes and regulations. A subrecipient who (1) To assist and cooperate actively with the State in obtaining the
expends$500,000 or more in federal awards from all sources during a given compliance of contractors and subcontractors with the equal opportunity clause
fiscal year shall have a single or program-specific audit performed for that year and rules,regulations,and relevant orders of the Secretary of Labor.
in accordance with the provisions of OMB Circular A-133. Upon conclusion of
the A-133 audit,the Agency shall be responsible for ensuring that a copy of the (2) To furnish the State such information as it may require for the
report is transmitted promptly to the State. supervision of such compliance and that it will otherwise assist the State in the
discharge of its primary responsibility for securing compliance.
IX. Payment of Billing (3) To refrain from entering into any contract or contract modification
The Agency agrees that if payment or arrangement for payment of any of the subject to Executive Order 11246 of September 24, 1965,with a contractor
State's billing relative to the project(e.g.,State force work,project cancellation, debarred from, or who has not demonstrated eligibility for, government
overpayment,cost ineligible for federal participation, etc.)is not made to the contracts and federally assisted construction contracts pursuant to the
State within 45 days after the Agency has been billed,the State shall effect Executive Order.
reimbursement of the total sum due from the regular monthly fuel tax
lotments to the Agency from the Motor Vehicle Fund. No additional Federal (4) To carry out such sanctions and penalties for violation of the equal
`project funding will be approved until full payment is received unless otherwise opportunity clause as may be imposed upon contractors and subcontractors by
directed the Assistant Secretary forHighways and Local Programs. the State, Federal Highway Administration,or the Secretary of Labor pursuant
to Part II,subpart D of the Executive Order.
DOT Form 140-039 EF 3
Revised 09/2008
In addition,the Agency agrees that if it fails or refuses to comply with these XV. Venue for Claims and/or Causes of Action
undertakings,the State may take any or all of the following actions: For the convenience of the parties to this contract, it is agreed that any
(a) Cancel,terminate,or suspend this agreement in whole or in part; claims and/or causes of action which the Local Agency has against the State of
Washington, growing out of this contract or the project with which it is
(b) Refrain from extending any further assistance to the Agency under the concerned,shall be brought only in the Superior Court for Thurston County.
program with respect to which the failure or refusal occurred until satisfactory
assurance of future compliance has been received from the Agency;and XVI. Certification Regarding the Restrictions of the Use
of Federal Funds for Lobbying
(c) Refer the case to the Department of Justice for appropriate legal The approving authority certifies,to the best of his or her knowledge and
proceedings. belief,that:
XIII. Liquidated Damages (1) No federal appropriated funds have been paid or will be paid,by or on
behalf of the undersigned, to any person for influencing or attempting to
The Agency hereby agrees that the liquidated damages provisions of 23 CFR influence an officer or employee of any federal agency,a member of Congress,
Part 635, Subpart 127, as supplemented, relative to the amount of Federal an officer or employee of Congress,or an employee of a member of Congress
participation in the project cost,shall be applicable in the event the contractor in connection with the awarding of any federal contract,the making of any
fails to complete the contract within the contract time. Failure to include federal grant, the making of any federal loan, the entering into of any
liquidated damages provision will not relieve the Agency from reduction of cooperative agreement,and the extension,continuation,renewal,amendment,
federal participation in accordance with this paragraph. or modification of any federal contract,grant,loan,or cooperative agreement.
XIV. Termination for Public Convenience (2) If any funds other than federal appropriated funds have been paid or will
The Secretary of the Washington State Department of Transportation may be paid to any person for influencing or attempting to influence an officer or
terminate the contract in whole,or from time to time in part,whenever: employee of any federal agency,a member of Congress,an officer or employee
(1) The requisite federal funding becomes unavailable through failure of of Congress,or an employee of a member of Congress in connection with this
appropriation or otherwise. federal contract, grant,loan,or cooperative agreement,the undersigned shall
complete and submit the Standard Form-LLL,"Disclosure Form to Report
(2) The contractor is prevented from proceeding with the work as a direct Lobbying,"in accordance with its instructions.
result of an Executive Order of the President with respect to the prosecution of
war or in the interest of national defense,or an Executive Order of the President (3) The undersigned shall require that the language of this certification be
or Governor of the State with respect to the preservation of energy resources. included in the award documents for all subawards at all tiers (including
subgrants, and contracts and subcontracts under grants,subgrants, loans,and
(3) The contractor is prevented from proceeding with the work by reason of cooperative agreements) which exceed $100,000, and that all such
a preliminary,special,or permanent restraining order of a court of competent subrecipients shall certify and disclose accordingly.
jurisdiction where the issuance of such order is primarily caused by the acts or This certification is a material representation of fact upon which reliance
omissions of persons or agencies other than the contractor. was placed when this transaction was made or entered into. Submission of this
certification as a prerequisite for making or entering into this transaction
(4) The Secretary determines that such termination is in the best interests of imposed by Section 1352,Title 31,U.S.Code. Any person who fails to file the
the State. required certification shall be subject to a civil penalty of not less than$10,000
and not more than$100,000 for each such failure.
Additional Provisions
DOT Form 140-039 EF 4
Revised 09/2008
Washington State Local Agency Federal Aid
-,/ Department of Transportation Project Prospectus
Prefix Route (
Federal Aid
Project Number Date 10/22/2008
Local Agency (WSDOT\ Federal Employer
Project Number \Use Only) Tax ID Number 916001271
Agency Federal Program Title
City of Renton ® 20.205 ❑ Other
Project Title Start Latitude N 47°27'24" Start Longitude W 122°14'35"
Strander Blvd/SW 27th St-Phase 1 Segment 2a
End Latitude N 47°2.7'25" End Longitude W 122°14'16"
Project Termini From To
Strander Blvd(Tukwila) _ SW 27th St(Renton)
From: To: Length of Project Award Type
N/A N/A 0.24 miles ❑ Local ❑ Local Forces ❑ State ❑ Railroad
Federal Agency City Number County Number County Name WSDOT Region
FHWA El Others 1070 17 King Northwest Region
Congressional District Legislative Districts Urban Area Number TMA/MPO/RTPO
9 11 1 PRSC
Total Local Agency Phase Start
PhaseFederal.Funds
Estimated Cost Funding Date
(Nearest Hundred Dollar) (Nearest Hundred Dollar) (Nearest Hundred Dollar):. Month Year
P.E. $684,380 $684,380 08/2006
R/W
Const.
Total $684,380 $684,380
4411.'Description of Existing Facility (Existing Design and Present Condition)
Roadway Width Number of Lanes
No roadway connection exists
Strander Blvd. (in Tukwila)ends approximately 180 feet east of the intersection with West Valley Road(SR-181). SW 27th St.
(in Renton)ends approximately 1,500 feet west of the intersection with Oakesdale Ave SW.Between Strander Blvd and SW 27th
St there are Burlington Northern Santa Fe(BNSF)and Union Pacific Railroad(UPRR)tracks. The distance between the tracks is
approximately 450 feet.Track relocation and track alignment side-by-side between BNSF and UPRR is required to allow for a
structure to be built over the tracks. The structure(bridge)will provide a grade separation connection between Strander Blvd.and
SW 27th St.
Description of Proposed Work
Description of Proposed Work(Attach additional sheet(s)if necessary)
Phase 1 Segment 2a involves the design and construction of the relocation of the UPRR railroad tracks to allow for a structure to
be build over the tracks. This phase includes design and construction for: a)railroad bridge over Longacres Way;b) railroad
bridge at a new pedestrian crossing for the future Sound Transit Station location;c)structure to protect the 60-inch Seattle Public
Utilities Water line;d)structure to protect the 36-inch Metro Sanitary Sewer line;e)retaining walls.Design started in 2006 and
construction will start in 2009. This phase is part of a larger project STPUL-1276(004)and these funds are for design only.
Local Agency Contact Person Title Phone
Juliana Fries Progam Development Coordinator 425.430.7232
Mailing Address City State Zip Code
1055 S Grady Way Renton WA 98057
By
Project Prospectus Approval Approving Authority
Title Transportation Design Supervisor Date 10/22/2008
DOT Form 140-101 EF Page 1 of 3
Revised 7/2008
1
Agency Project Title Date
City of Renton Strander Blvd/SW 27th St-Phase 1 Segment 2a 10/22/2008
tiTyPe.,.0tProposed Work-, • , • . -
Project Type(Check all that Apply) Roadway Width Number of Lanes '440.1
(21 New Construction ID Path/Trail ID 3-R N/A N/A
LI Reconstruction El Pedestrian/ Facilities El 2-R
CI Railroad El Parking CI Other
CI Bridge
Geometric Design pata,
Description Through Route Crossroad
O Principal Arterial 0 Principal Arterial
Federal 0 Urban 0 Minor Arterial 0 Urban Minor Arterial
O Collector C) Collector
Functional
0 Major Collector 0 Major Collector
Classification11 Rural 0 Rural
0 Minor Collector 0 Minor Collector
o Access Street/Road 0 Access Street/Road
Terrain EI Flat 0 Roll 0 Mountain 0 Flat 0 Roll 0 Mountain
Posted Speed N/A
Design Speed N/A
Existing ADT N/A
Design Year ADT N/A
Design Year N/A
Design Hourly Volume(DHV) N/A
Performance of Work •
Preliminary Engineering Will Be Performed By Others Agency Nosati
Consultant- Perteet Engineering,Inc. 99 % %
Construction Will Be Performed By Contract Agency
Contract 100 °A) cyo
Environmental Classification
El Final 0 Preliminary
CI Class I-Environmental Impact Statement(EIS) Z Class II-Categorically Excluded(CE)
CI Project Involves NEPA/SEPA Section 404 IZ Projects Requiring Documentation
Interagency Agreement (Documented CE)
LI Class III-Environmental Assessment(EA)
LI Project Involves NEPA/SEPA Section 404
Interagency Agreement
Environmental Considerations
Environmental Classification Summary approved on 7/19/2005.
DOT Form 140-101 EF Page 2 of 3
Revised 7/2008
•
Agency Project Title Date
City of Renton Strander Blvd/SW 27th Str-Phase 1 Segment 2a 10/9/2008
light of Way
® No Right of Way Required ❑ Right of Way Required
*All construction required by the
contract can be accomplished ElNo Relocation El Relocation Required
within the existing right of way.
Description of Utility Relocation or Adjustments and Existing Major Structures Involved in the Project
Relocation of the existing Union Pacific Railroad(UPRR)is required to allow for one structure to be built and
provide grade separation.Additional structures to protect existing Seattle Public Utilities water line,Metro sanitary
sewer line,and two railroad bridges at Longacres Way and for a new pedestrian crossing for the future Sound Transit
Station location.
FAA Involvement
Is any airport located within 3.2 kilometers (2 miles)of the proposed project? ❑ Yes ® No
Remarks
Noe
This project has been reviewed by the legislative body of the administration agency or agencies, or it's designee, and
is not inconsistent with the agency's comprehensive plan for community development.
Agency
Date By
Mayor/Chairperson
DOT Form 140-101 EF Page 3 of 3
Revised 7/2008
ir
�+ ik J,yw ktYh lik g r. _<° ? fif 'infR..rt•A_ .Y .
,,,,,,..-34,..*j`. N t i�' ,.'.,
,�y� ♦ ,i .�A Y3 a'`' •! rpt 'rt � "l}`b` r ` • J A ,t,A 3'' .r I il,,! F A �`"� `0t ii, "".3
.,....,r,..-�',.�..y,yA:w ri-al - i41; A, A .,` � r r,441.. • k r�.- '. .• �...r� ,�+ kid ..e2F•' r a' 7. ,X!u
�Y ,
>f r � • ►. �' ', ""`k: �`r "s�. a `. ,:lw "' 4r-„+m.*n. . `f' R'EN�� , i .mewl, It y, JJ . 1.
p . . ... "-, a �
+` 'fes �, • ;, 1''Yp n w� StiN+�139TH,ST, • { .r'
_` r phase t' s2 { 7 'f A ' F r I.:-,, • t .c•-','• '•:,•••'•'3.
k Segment 2a { �• `i '''',,"—;,,,,,7,-.4 H «..,..
Ni 405 „�,�":« �..., �,,� j ..f,_�, @ , , x ` � ” ��. X�T �l� �"..
'''.:.? ,._::,,Ar�y.�.,�"' .f.� ��:,er�� xN 3 ''• �k -
•, '8431,'
<4 •� ,;1 a g
,;:i .rK" i;; ; i. w.�lfi•i {+'s33 9: '. s ,k �, � '`d
r ,.'w 9x ykr } 1,‘-',..--,:,'• Cy
§ awl
„+A 1!,'r.t ---i''
c r t `.',,........"-„,.1,
•.++f•'w. r^..,Sd ,,. xE ,,,II, -t,:a 'll a fiRi:..-
s u•, - x r�- a �„ -,a• w.t , _ r ;rr` r,�, fin. 5 „ .' , '.£. = •
X � � I : T - t ._ pp 1
3 ��� � �. � i�--`SOUND,TRANSIT '� ll���-• ( r
�=,� � ,I..* J7.���.. � � ,x."Rsr v,.:...� 'gam-;.rr-A'�"� � �,s '�M�� � k- +.� f
Phase I :' 7 x!' £ t,[rT+ y
••,:t-, `i _ €s STATION aPHASE 1 t � k *
i,. -1 Segment- `� *,, SW 27T 5T Connection
i st „u'rx.Mea..a""1.., 'C'` � 1 f�,' li;- '+�n8. l'.,;-.;`.,774V
4 ' f Y { rr'.i. r J ,r 167 *' a
•
Irtil
,STRgNDER.BLVD .f ►- ,s _
1%,:,,,t
•, z SUV 2�7fTHr'S1T �� :< -s- u ;-f
yj�� • _
��� . �` �=�,:�4 �; ,f" � �F6�'�# �r �`�,r� ` � {, �� �EOEftAL �' < l�r , , ?., k r Tr`-':i. t .:,�'1 x t e �`
,
•
� » ?°` a� a ,�. � �`��„ � �.� �!i �r l�� it,...---;a}
'� �"-�'���r,'� ''�, ii.,';:a"-1:,,-4,-,:.,,, � �: �2� RESERVE � t� ,
d ±w` x- *"T « y f " 1' �� BANK"SITE er 1 2 £ '" ' `" • .,,c1 l
���` Ytliatir u � Phase �, (, w ,ya-7'
3„'* P 11 ,.``hJE(' }}3.3$4rp "+J { ' -� � q'.-.4„...,... of " ,..:,.4
. 3
,..-',":...4 ,...1?
x qfa' 4." t 4 (`•� 'il's ysp t'. s '', • ,i A r W �, .,/✓ar- ,$". ; �`. %4
d a+.�.,.-tr�_..+s ,:. A4k '"'.7G �,t} 4,�1J "y � j FiL s " '! r �. ' �
3 �- � 4 400; ,� ,:. .,tti a. glLL x� :, t • t a- s r r1 a r ,� 't' �e c � 1 rrt di
+�, ,� j
[' ? . , ,`Z_ £.a` SW 27TH'"ST ! f x z
� +/�► i , • :.. .:„...s,,,,
ro ' 1RAND'ER BLVD k °�„ o '`� '.
k ,,�tgr ,-(2..,,,,„,:ST..� M r' 0 „I ,:r,x ( .! Z tt t �a rx a $.
"Ik
Y Q Q ALIGNMENT ,. Itr., Ziii ({F ,r
`�-r � }=•;111. ( W /�//�� ttCP * c.� ' !I
i � - Ii•t-:....-. Jtii F fi,
k •� ; .s, i^ ✓+! Yl :1, �, 4' ] .
r `F v i ,,,m. 4 co �•.. A x'x.f `�,� } 3 i';',, ,,,,„,,,,•,4 f °' "F`;f +• . f fi t}
( J
,.
l
.-1•L-s. x SW 34iTH S7s* r• :. ,,,.,�r _ r?
� .�
emit, o- g �} x
k4. + ,F
•ch ' ,,,,.:; !.,s , '•;,rillti, ' ,e-sr.-1,,- '''''-
g .t 181 - Q r�, a, .� ( `.
w.
w. .
TilaWashington State Local Agency Federal Aid
Department of Tlransportation Project Prospectus
Prefix Route ( )
=ederal Aid
roject Number,*•sit,
STPUL-1276(004) Date 10/22/2008
Local Agency WSDOT Federal Employer
Project Number (Use Only) Tax ID Number 916001271
Agency Federal Program Title
City of Renton ® 20.205 ❑ Other
Project Title Start Latitude N47°27'24" Start Longitude W122°14'37"
Strander Blvd/SW 27th Street
End Latitude N47°27'19" End Longitude W122°13'5"
Project Termini From To
West Valley Hwy(SR-181) East Valley Rd
From: To: Length of Project Award Type
N/A N/A 1.25 miles ® Local ❑ Local Force s ❑ State ❑ Railroad
Federal Agency City Number County Number County Name WSDOT Region
® FHWA ❑ Others 1070 17 King Northwest Region _
Congressional District Legislative Districts Urban Area Number TMA/MPO/RTPO
9 11 1 PRSC
Total Local Agency Phase Start
Phase Estimated Cost Funding Federal Funds Date
(Nearest Hundred Dollar) (Nearest.Hundred Dollar) (Nearest Hundred Dollar) Month Year
P.E. $7,162,100 - $5,639,900 $1,522,200 05/2003
RAN $3,585,000 $3,585,000
-__ $0 O 1/2004
Const. $45,199,000 $40,599,000
$4,600,000 10/2005
Total $55,946,100 $49,823,900 $6,122,200
DNimireescription of.Existing Facility (Existing Design and Present Condition)
Roadway Width Number of Lanes
No roadway connection exists Varies 4 travel lanes& 1 two-way-left-turn-lane
Strander Blvd. (in Tukwila)is a four lane roadway ending approximately 180 feet east of the intersection with West Valley Hwy.
(SR-181). SW 27th St. (in Renton)ends at the intersection with Oakesdale Ave SW. Between Strander Blvd. and SW 27th St.
there are two sets of railroad tracks,one belonging to Burlington Northern Santa Fe(BNSF)and the other to Union Pacific
Railroad(UPRR). The distance between the tracks is approximately 450 feet. There is no existing roadway connection between
Strander Blvd. and SW 27th St.
Description of Proposed Work
Description of Proposed Work(Attach additional sheet(s)if necessary)
See Exhibit A
Local Agency Contact Person Title Phone
Juliana Fries _ Program Development Coordinator 425.430.7232
Mailing Address City State Zip Code
1055 S Grady Way Renton r WA 98057
By ---- -
Project Prospectus Approval Approving Authority
Title Transportation Design Supervisor Date 10/22/2008
DOT Form 140-101 EF Pae 1 of 3
Revised 7/2008 g
A
Agency I Project Title Date
City of Renton Strander Blvd/SW 27th Street 10/22/2008
Type of:Projposed Work
Project Type(Check all that Apply) Roadway Width Number of Lanes
® New Construction ❑ Path/Trail ❑ 3-R varies 48-60 varies 4-5
❑ Reconstruction ❑ Pedestrian/ Facilities ❑ 2-R
—
® Railroad ❑ Parking ® Other
® Bridge
Geometric Design Data
Description Through Route Crossroad
❑ Principal Arterial 0 Principal Arterial
Federal ❑ Urban ❑ Minor Arterial El Urban ❑ Minor Arterial
❑ Collector ❑ Collector
Functional — ❑ Major Collector 0 Major Collector
Classification ❑ Rural 0 Minor Collector ❑ Rural 0 Minor Collector
❑ Access Street/Road 0 Access Street/Road
Terrain — ®-Flat 0 Roll 0 Mountain 0 Flat 0 Roll 0 Mountain
Posted Speed N/A
Design Speed 35 mph
Existing ADT N/A
Design Year ADT 51,500
Design Year 2030
Design Hourly Volume(DHV) 2,700
1
Pelt:n* nce`of Work
Preliminary Engineering Will Be Performed By Others I Agency
Consultant-Perteet Engineering,Inc. 99 % 1
Construction Will Be Performed By Contract Agency
Contract 100 % ; %
Erivironmental Classification
❑ Final ❑ Preliminary
❑ Class I-Environmental Impact Statement(EIS) ® Class II-Categorically Excluded(CE)
❑ Project Involves NEPA/SEPA Section 404 ® Projects Requiring Documentation
Interagency Agreement (Documented CE)
❑ Class Ill-Environmental Assessment(EA)
❑ Project Involves NEPA/SEPA Section 404
Interagency Agreement
Environmental Considerations
Environmental Classification Summary approved on 7/19/2005.
DOT Form 140-101 EF Page 2 of 3
Revised 7/2008
Agency Project Title Date
City of Renton Strander Blvd/SW 27th Street 10/22/2008
Right oii.Way::'`::
N.r
❑ No Right of Way Required ® Right of Way Required
*All construction required by the ❑ No Relocation ii Relocation Required
contract can be accomplished
within the existing right of way.
Description of Utility Relocation or Adjustments and Existing Major Structures Involved in the Project
Relocation of the existing Union Pacific Railroad(UPRR)is required to allow for one structure to be built and
provide grade separation.Additional structures to protect existing Seattle Public Utilities water line,Metro sanitary
sewer line,and two railroad bridges at Longacres Way and for a new pedestrian crossing for the future Sound Transit
Station location.
FAA Involvement
Is any airport located within 3.2 kilometers (2 miles)of the proposed project? ❑ Yes ® No
Remarks
err
This project has been reviewed by the legislative body of the administration agency or agencies, or it's designee, and
is not inconsistent with the agency's comprehensive plan for community development.
Agency
Date By
Mayor/Chairperson
Nitasse
DOT Form 140-101 EF Page 3 of 3
Revised 7/2008
Exhibit A
Local Agency Federal Aid Project Prospectus
Strander Blvd/SW 27th St Connection
Description of Proposed Work:
The project will construct the missing regional link from Renton to Tukwila along the new SW 27th
St./Strander Blvd. corridor.
This project has been split into five parts:
• Planning-project definition report and preliminary(30%)design;
• Phase 1, Segment 1-extension of SW 27th St., from Oakesdale Ave SW to the beginning of the
future bridge structure(approximately 1,500 feet west);
• Phase 1, Segment 2a-Union Pacific Railroad(UPRR)track relocation to allow a structure to be
built over the tracks;
• Phase 1, Segment 2b-design and construction of the bridge structure that will connect SW 27th
St.to Strander Blvd. and provide a grade separation between rail and vehicles;
• Phase 2 -consists of improvements between Oakesdale Ave. SW and East Valley Road,through
signalization and or channelization. Nord
Planning-project definition report and preliminary design was completed in 2005.
Phase 1, Segment 1 construction was completed in 2006 and provides a new four/five-lane roadway along
SW 27th St. from Oakesdale Ave. SW to the beginning of the proposed bridge structure.
Phase 1 Segment 2a,the railroad track relocation to allow for the bridge structure is under design and
construction is anticipated to start in 2009. Completion of this stage is anticipated for 2010.
Phase 1, Segment 2b, is the five-lane roadway bridge structure providing the grade separation over the
UPRR and BNSF and providing the connection between SW 27th St. and Strander Blvd. It is schedule to
have design start in 2011,with construction starting in 2012.
Phase 2,the improvements along SW 27`h St. between Oakesdale Ave. SW and East Valley Rd.will be
completed in 2015.
H:\Division\Transport\Planning\Juliana\Strander\WSDOT\Prospectus Exhibit A_Proposed Work
CITY OF RENTON COUNCIL AGENDA BILL
AI#: 7,lc.
Submitting Data: Public Works For Agenda of:
Dept/Div/Board.. Utility Systems Division/ Surface November 3, 2008
Water Utility
Staff Contact Ron Straka(ext. 7248) Agenda Status
Daniel Carey(ext. 7293)
Consent X
Subject: Public Hearing..
Final Pay Estimate—CAG-08-095, Correspondence..
SWP-27-2057, Maplewood Creek Sediment Basin Ordinance
2008 Cleaning and Maintenance Project Resolution
Old Business
Exhibits: New Business
Pay Estimate #3 Final Study Sessions
Notice of Completion Information
Recommended Action: Approvals:
Council Concur Legal Dept
Finance Dept X
Other
IFiscal Impact:
Expenditure Required... $1,835.11 Transfer/Amendment
1440ei Amount Budgeted $86,126.00 Revenue Generated
Total Project Budget $86,126.00 City Share Total Project
SUMMARY OF ACTION:
The contractor for the Maplewood Creek Sediment Basin 2008 Cleaning and Maintenance Project
was The Phoinix Corporation. Construction started on September 2, 2008, and was completed by
September 12, 2008. The original contract amount was $74,947.11 and the final contract amount is
$74,125.45. The difference of minus $821.66 is due to minor differences in bid item quantities.
A FEMA Grant for the December 2007, Budget Ordinance#5411, funded 87.5 percent of the
project up to $86,126.00, (account# 427/U65060). The remaining amount for the project will be
from the Surface Water Utility's Capital Improvement Program Small Drainage Projects account
(#427/U65015). The approved 2008 Small Drainage Projects Capital Improvement Program budget
is $303,626.00.
The 2008 Surface Water Utility Capital Improvement Program 427 account for the project has
sufficient budget remaining to fund the final pay estimate.
STAFF RECOMMENDATION:
Accept the Maplewood Creek Sediment Basin 2008 Cleaning and Maintenance project, approve the
Final Pay Estimate, and release the retainage of$3,400.25 after 60 days and after all the required
releases from the state have been obtained.
H:\File Sys\SWP-Surface Water Projects\SWP-27-Surface Water Projects(CIP)\27-2057 Maplewood Sed Basin\2008 Pond Cleaning\I000a Final
Payment\081022 FINAL-AgendaBill-Mapl-Phoinix.doc\DWCtp
TO: FINANCE DIRECTOR
•
FROM: PUBLIC WORKS ADMINISTRATOR
C^NTRACTOR: The Phoinix Corp.
,N46 ,..TRACT NO. CAG-08-095 PO# 18/0001604 ESTIMATE NO. 3 FINAL
PROJECT: Maplewood Creek Sediment Basin 2008 Cleaning Project
1. CONTRACTOR EARNINGS THIS ESTIMATE $1,683.59
2. SALES TAX @ 9.00% $151.52
3. TOTAL CONTRACT AMOUNT THIS ESTIMATE $1,835.11
4. EARNINGS PREVIOUSLY PAID CONTRACTOR $63,005.34
5. * EARNINGS DUE CONTRACTOR THIS ESTIMATE $1,599.41
6. SUBTOTAL- CONTRACTOR PAYMENTS $64,604.75
7. RETAINAGE ON PREVIOUS EARNINGS $3,316.07
8. ** RETAINAGE ON EARNINGS THIS ESTIMATE $84.18
9. SUBTOTAL- RETAINAGE $3,400.25
10. SALES TAX PREVIOUSLY PAID $5,968.93
11. SALES TAX DUE THIS ESTIMATE $151.52
12. SUBTOTAL-SALES TAX $6,120.45
* (95%x LINE 1)
** (RETAINAGE: 5%) GRAND TOTAL: $74,125.45
FINANCE DEPARTMENT ACTION:
Pis"MENT TO CONTRACTOR (Lines 5 and 11):
,ACCOUNT # 427.018.5950.0038.63.U65060/ F010 $1,750.93 # 3 FINAL
RETAINED AMOUNT (Line 8): $1,750.93
ACCOUNT # 427.018.5950.0038.63.U65060/F010 $84.18 # 3 FINAL
$84.18
TOTAL THIS ESTIMATE: $1,835.11
CHARTER 116, LAWS OF 1965
CITY OF RENTON CERTIFICATION Jo-22-o9
I,THE UNDERSIGNED DO HEREBY CERTIFY UNDER PENALTY OF
PERJURY,THAT THE MATERIALS HAVE BEEN FURNISHED,THE �Q (0/44'1
l�
SERVICES RENDERED OR THE LABOR PERFORMED AS DESCRIBED ,}{t 1 V
HEREIN,AND THAT THE CLAIM IS A JUST,DUE AND UNPAID
OBLIGATION AGAINST THE CITY OF RENTON,AND THAT I AM
AUTHORIZED TO AUTHENTICATE AND RTIFY TO SAID CLAIM ,--
Signed: i% ..1�.. .� .-...
Printed On: 10/22/2008 City of Renton Public Works Department Page 1
Printed On: 10/09/2008 City of Renton Public Works Department Page 1
Project: Maplewood Creek Sediment Basin 2008 Cleaning Project Contract Number: CAG-08-095
Contractor:The Phoenix Corp. Pay Estimate 3 FINAL Closing Date' 10/09/2008 1414111i00
Item Description Unit Est Unit Previous Previous This This Total Total
No. Quantity Price Quantity Amount Quantity Amount Quantity Amount
r
001. Mobilization Lump Sum 1 $5,611 98 0.7 $3,928.39 0.3 $1,683.59 1.00 $5,611.98
Construct Bypass Structures,Divert Creek,Rescue Fish,
002. Drain Basin Lump Sum 1 $4,955.34 1.0 $4,955.34 $0.00 1 00 $4,955.34
003. Remove,Haul,and Dispose of Sediment Lump Sum 1 $39,787.15 1.0 $39,787.15 $0.00 1 00 $39,787.15
004. Refill Basin,Remove Bypass Strucs.,Restore Banks Lump Sum 1 $1,005.29 1.0 $1,005.29 $0.00 1 00 $1,005.29
005. Gravel Placement-Detail 1,Upstream Ton 18 $273 80 14.65 $4,011.17 $0 00 14.65 $4,011.17
006 Gravel Placement-Detail 2.Downstream Ton 10 $302 38 15.85 $4,792.72 $0 00 15 85 $4,792.72
007. Hydroseed Sq.Ft. 3000 $2.18 3000 $6,540.00 $0.00 3000.00 $6,540.00
008. Creek Boulders Ton 2 $70343 1.85 $1,301.35 $0.00 1.85 $1,301.35
009. Minor Changes Lump Sum 1 $1,500 00 $0.00 $0.00 0.00 $0.00
Subtotal $66,321.41 $1,683.59 $68,005.00
Sales Tax 9.0% $5,968.93 $151 52 $6,121
TT Total $72,290.34 $1,835 11 $74,125.45
EX.....--
/6-22-08
7 io( /t)f
State of Washington
Department of Revenue
�� PO Box 47474
REVENUE Olympia WA 98504-7474 Contractor's Registration No. (UBI No.) 602 257 800
Date 11/3/08
NOTICE OF COMPLETION OF PUBLIC WORKS CONTRACT
From:
Name&Address of Public Agency Department Use Only
City of Renton Assigned To
Attn: Natalie Beardsley
1055 S Grady Way
Renton, WA 98057 Date Assigned
Notice is hereby given relative to the completion of contract or project described below
Description of Contract Contract Number
SWP-27-2057 Maplewood Creek Sediment Basin 2008 Cleaning CAG-08-095
Contractor's Name Telephone Number
The Phoinix Corporation 206-529-3990
Contractor's Address
5700 6th Ave. S, Seattle, WA 98108
Date Work Commenced Date Work Completed Date Work Accepted
9/2/08 9/12/08 11/3/08
Surety or Bonding Company
c'ontractor's Bonding and Insurance Company (206-622-7053)
ileiv•nt's Address
CBIC, P.O. Box 9271, Seattle, WA 98109
Contract Amount $ 68,758.82
Additions $ + Liquidated Damages $
Reductions $ — 753.82
Sub-Total $ 68,005.00 Amount Disbursed $ 70,725.20
Amount of Sales Tax Paid at 9.0% $ 6,120.45 Amount Retained $ 3,400.25
(If various rates apply,please send a breakdown.)
TOTAL $ 74,125.45 TOTAL 5 74,125.45
Disbursing Officer
Comments:
Signature
Type or Print Name
Phone Number
The Disbursing Officer must complete and mail THREE copies of this notice to the Department of Revenue,
PO Box 47474, Olympia, WA 98504-7474, immediately after acceptance of the work done under this contract. NO
YMENT SHALL BE MADE FROM RETAINED FUNDS until receipt of Department's certificate, and then only in
irrdance with said certificate.
To inquire about the availability of this document in an alternate format for the visually impaired, please call (360)753-3217. Teletype
(TTY)users please call (800)451-7985. You may also access tax information on our Internet home page at http://dor.wa.gov.
REV 31 0020e(6-27-01)
CITY OF RENTON COUNCIL AGENDA BILL
Al#: �• to
Submitting Data: For Agenda of: November 3, 2008
Dept/Div/Board.. PW/Utilities/Solid Waste Utility
Staff Contact Linda Knight, ext. 7397 Agenda Status
Consent X
Subject: Public Hearing..
2009 Solid Waste Rates Correspondence..
Ordinance X
Resolution
Old Business
Exhibits: New Business
Solid Waste Rate Ordinance Study Sessions
Information
Recommended Action: Approvals:
Council Concur Legal Dept X
Finance Dept
Other
Fiscal Impact:
Expenditure Required... Transfer/Amendment
LelAmount Budgeted Revenue Generated
Total Project Budget City Share Total Project..
SUMMARY OF ACTION:
Council approved the 2009 Solid Waste Contract that provides for expanded residential,
multifamily and commercial services. Approval of new solid waste rates is required to support
the contract services.
STAFF RECOMMENDATION:
Approve the new solid waste rates for 2009 and submit the Solid Waste Rate Ordinance for first
and second reading.
Further, direct the City Clerk to provide public notification of the new rates as required by state
law.
H:\File Sys\SWU-Solid Waste Utility\SWU-01-Financial\2009\2009 Solid Wst Rates Agenda Bill.doc\LKtp
CITY OF RENTON, WASHINGTON
Name
ORDINANCE NO.
AN ORDINANCE OF THE CITY OF RENTON, WASHINGTON,
AMENDING CHAPTER 1, GARBAGE, OF TITLE VIII (HEALTH &
SANITATION) OF ORDINANCE NO. 4260 ENTITLED "CODE OF
GENERAL ORDINANCES OF THE CITY OF RENTON,
WASHINGTON," RELATED TO YEAR 2009 SERVICES AND UTILITY
RATES FOR ALL CUSTOMER CLASSES.
THE CITY COUNCIL OF THE CITY OF RENTON WASHINGTON, DOES ORDAIN
AS FOLLOWS:
SECTION I. Section 8-1-10, Rates for Services, of Chapter 1, Garbage, of Title
VIII (Health and Sanitation) of Ordinance No. 4260 entitled "Code of General Ordinances of the
City of Renton, Washington," is hereby amended to read as follows:
8-1-10: RATES FOR SERVICES:
The following schedule is hereby adopted as the monthly charges to be paid to the
City for services rendered in each category:
A. Residential Customers:
1. For garbage cans, carts, and/or garbage units:
Every Other Week Garbage & Recycling, 2009 Renton
Weekly Yard Waste & Food Scraps SWU Monthly
Service Level Rates
Mini Cart (20 Gallon) $11.20
35 Gallon Contractor Cart $18.41
45 Gallon Contractor Cart $23.21
64 Gallon Contractor Cart $32.32
96 Gallon Contractor Cart $47.70
Senior Mini Cart Rate (75% subsidy)/Existing $2.80
Senior Mini Cart Rate (50% subsidy) $5.60
Senior 35 Gallon Cart Rate (50% subsidy) $9.21
Senior 45 Gallon Cart Rate (50% subsidy) $11.61
Senior 64 Gallon Cart Rate (50% subsidy) $16.16
Senior 96 Gallon Cart Rate (50% subsidy) $23.85
NINer` Extra garbage, up to 15 gallons per unit/per pickup $3.42
1
ORDINANCE NO.
Extra yard waste cart rental $1.90
Return Trip Charge per pickup $4.97
2. Residential customers are allowed to change their garbage service level once
per year without incurring an administrative fee. Each garbage service level
change per year above the once per year allowance will result in an administrative
fee of$25.00. The one-year period shall begin January 1 and shall end December
31 each year.
3. Senior and/or disabled customers who qualified under Section 8-4-31C of this
Title for low-income rates for 75% subsidy prior to May 31, 2008, are eligible for
a $2.80 fee for 20 Gallon Mini Cart service. For services other than Mini Cart
service, the rate schedule as provided in Section 8-1-10A.1. will apply. All senior
and/or disabled customers qualifying under Section 8-4-31C for low income rates
after May 31, 2008, are eligible for a 50% subsidy of the charges for the service
level selected.
4. Premium Weekly Collection: Single-family residential customers may elect to
have their garbage collected weekly for an additional fee of$18.80 per month.
This fee will be added to the monthly garbage billing as an extra Premium Service
Fee.
5. Miscellaneous Services: The City of Renton offers miscellaneous services at
the following rates:
Services Cost per Pick Up
On-Call Bulky Waste Collection
White Goods, except Refrigerators/Freezers/unit $60.19
Refrigerators/Freezers per unit $64.40
Sofas/Chairs per unit $55.97
Mattresses per unit $53.87
2
ORDINANCE NO.
Niue
B. Commercial Customers:
1. Garbage Carts: Customers have the following Contractor cart-based services
available:
2009 SWU
Commercial Service Level Monthly Rates
One 20 Gallon Mini Cart $32.85
Weekly One 35 Gallon Garbage Cart $36.52
Commercial One 64 Gallon Contractor Cart $46.93
Can and One 96 Gallon Contractor Cart $57.64
Cart Extra Cans or Units $5.64
Weekly Yard Waste Collection Cart $37.61
2. Hydraulically Handled Containers 1 — 8 Yards: The rate for the handling of
hydraulically handled containers approved by the City's contractor and the City
for use by commercial, industrial and multiple-family residence establishments
New
shall be as follows:
a. Monthly Rates:
2009 SWU
Commercial Service Level Monthly Rates
Commercial 1 Cubic Yard, 1 pickup/week $98.57
Detachable 1 Cubic Yard, 2 pickups/week $185.12
Container 1 Cubic Yard, 3 pickups/week $271.68
(loose) 1 Cubic Yard, 4 pickups/week $358.23
1 Cubic Yard, 5 pickups/week $444.78
1.5 Cubic Yard, 1 pickup/week $135.12
1.5 Cubic Yard, 2 pickups/week $258.23
1.5 Cubic Yard, 3 pickups/week $381.34
1.5 Cubic Yard, 4 pickups/week $504.45
1.5 Cubic Yard, 5 pickups/week $627.55
2 Cubic Yard, 1 pickup/week $170.35
2 Cubic Yard, 2 pickups/week $328.68
2 Cubic Yard, 3 pickups/week $487.01
2 Cubic Yard, 4 pickups/week $645.34
%,, 2 Cubic Yard, 5 pickups/week $803.67
3
ORDINANCE NO.
3 Cubic Yard, 1 pickup/week $242.38
3 Cubic Yard, 2 pickups/week $472.75
3 Cubic Yard, 3 pickups/week $703.12
3 Cubic Yard, 4 pickups/week $933.49
3 Cubic Yard, 5 pickups/week $1,163.86
4 Cubic Yard, 1 pickup/week $314.29
4 Cubic Yard, 2 pickups/week $616.57
4 Cubic Yard, 3 pickups/week $918.86
4 Cubic Yard, 4 pickups/week $1,221.13
4 Cubic Yard, 5 pickups/week $1,523.41
6 Cubic Yard, 1 pickup/week $456.00
6 Cubic Yard, 2 pickups/week $899.99
6 Cubic Yard, 3 pickups/week $1,343.98
6 Cubic Yard, 4 pickups/week $1,787.97
6 Cubic Yard, 5 pickups/week $2,231.96
8 Cubic Yard, 1 pickup/week $596.87
8 Cubic Yard, 2 pickups/week $1,181.73
8 Cubic Yard, 3 pickups/week $1,766.58
8 Cubic Yard, 4 pickups/week $2,351.44
8 Cubic Yard, 5 pickups/week $2,936.30
Extra loose cubic yard, per pickup $19.97
2009 SWU
Commercial Service Level Monthly Rates
Commercial 1 Cubic Yard Compactor $235.09
Detachable 1.5 Cubic Yard Compactor $339.73
Container 2 Cubic Yard Compactor $436.62
(Compacted) 3 Cubic Yard Compactor $643.03
4 Cubic Yard Compactor $849.71
6 Cubic Yard Compactor $1,262.47
b. Rental Rates: Rental rates for 1 — 8 yard containers will be paid in the monthly
rates.
c. Minimum Pickups: Minimum pickups for containers and compactors between
1 — 8 yards will be once per week.
3. Temporary containers are rented and billings are handled directly by Waste
Management, Inc.
4
ORDINANCE NO.
4. Extra Charges:
a. The following extra charges will apply for Commercial Services:
Commercial Extra Service Fees
Commercial Cart Carry out charge if> 50 feet(per time) $6.70
Additional Roll out fees over 25ft.,
from point of safe truck access/pickup $3.71
Unlocking & locking Gates and/or container lids, per pickup $3.84
Return Trip for containers not available for collection at
regularly scheduled pickup time $29.51
b. Any extra yardage charges determined by the collection contractor due to
overflowing containers will be charged per yard at the one yard rate listed under
Section 8-1-10B.2.a.
5. Special Services: Whenever special services not contained within this schedule
are required, the rate charged for those special services shall be negotiated by the
customer with the City and the collection contractor.
C. Commercial Roll Off Customers: Commercial Roll Off Customers are those
who have a 10 — 40 Yard container or compactor. These large disposal containers
are lifted and weighed at the disposal facility. Commercial container customers
pay a disposal pickup fee based upon the number of pickups, a weight based fee
and a container rental fee. Compactor customers pay a pickup fee based upon the
number of pickups and a weight based disposal fee.
1. Base Pick Up Fees: The base pick up fees are as follows on a per occurrence
basis:
Commercial Roll Off Rates are Per Pickup
10 Yard Container $182.97
15 Yard Container $196.39
20 Yard Container $201.78
30 Yard Container $218.76
40 Yard Container $234.13
5
ORDINANCE NO.
10 Yard Compactor
$208.23 vuld
20 Yard Compactor $225.00
30 Yard Compactor $241.82
40 Yard Compactor $256.86
The minimum pickups are twice per month.
2. Rental Rates: The following are rental rates for roll off containers:
Monthly Rental Rates
10 Yard Container $41.75
15 Yard Container $59.59
20 Yard Container $77.41
30 Yard Container $95.26
40 Yard Container $117.39
3. Disposal Fees: In addition to the Base Charge per pick up and the monthly
rental fee, the customer must pay weight based disposal fees plus applicable tax.
Nod
D. (Rep. by Ord. 4898, 3-19-2001)
E. Classification and Appeal: Service category classifications shall be on the
basis of the type and volume of solid waste and the purpose and type of the
dwelling or facility being served as determined by the Public Works
Administrator of the City, or the Administrator's duly authorized representative.
Any person who shall deem their classification improper may appeal to the Solid
Waste Coordinator within forty five (45) days following their classification or
change of classification. After the decision of the Solid Waste Coordinator, if the
party appealing is still aggrieved, then the party may appeal to the Public Works
Administrator, whose decision shall be final.
6
ORDINANCE NO.
SECTION II. These rates become effective with billings computed on or after
January 1, 2009.
SECTION III. This ordinance shall be effective upon its passage, approval, and
forty-five (45) days after publication.
PASSED BY THE CITY COUNCIL this day of , 2008.
Bonnie Walton, City Clerk
APPROVED BY THE MAYOR this day of , 2008.
Denis Law, Mayor
�wr Approved as to form:
Lawrence J. Warren, City Attorney
Date of Publication:
ORD.1510:10/27/08:scr
7
CITY OF RENTON, WASHINGTON
err
RESOLUTION NO.
A RESOLUTION OF THE CITY OF RENTON, WASHINGTON,
AUTHORIZING ACCEPTANCE OF THE GRANT FROM THE STATE
OF WASHINGTON TO FUND A FULL-TIME INVESTIGATOR TO BE
ASSIGNED TO THE "PREVENTING AUTO THEFT THROUGH
REGIONAL OPERATION LINKS" TASKFORCE.
WHEREAS, the State of Washington created the Washington Auto Theft Prevention
Authority (WATPA), to administer state funded grants that focus on addressing the high volume
of auto theft and auto theft related crimes within the state; and
WHEREAS, south King County law enforcement agencies and north Pierce County
agencies, as well as the King County Prosecutor's Office developed a strategy to create a multi-
jurisdictional taskforce to target auto theft within the local region; and
Igar. WHEREAS, the taskforce committee submitted a grant request to establish the
Preventing Auto Theft through Regional Operational Links (PATROL) taskforce; and
WHEREAS, the State of Washington awarded the taskforce $1,030,000 to cover
equipment, facilities, and staffing through the end of the State's 2008/2009 fiscal year; and
WHEREAS, the Renton Police Department would like to participate in this grant by
assigning an investigator to the taskforce. In turn, the state would reimburse the investigator's
salary and benefits, totaling $70,962;
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF RENTON,
WASHINGTON, DOES RESOLVE AS FOLLOWS:
SECTION I. The above findings are true and correct in all respects.
1
RESOLUTION NO.
SECTION II. The City Council does hereby authorize the acceptance of the grant
funds from the State of Washington (WATPA) in the amount of $70,962, to fund a full-time
investigator to be assigned to the PATROL taskforce.
PASSED BY THE CITY COUNCIL this day of , 2008.
Bonnie I. Walton, City Clerk
APPROVED BY THE MAYOR this day of , 2008.
Denis Law, Mayor
Approved as to form:
-441101
Lawrence J. Warren, City Attorney
RES.1379:10/1/08:scr
2
CITY OF RENTON, WASHINGTON
ORDINANCE NO.
AN ORDINANCE OF THE CITY OF RENTON, WASHINGTON,
AMENDING CHAPTER 1, ADMINISTRATION AND ENFORCEMENT,
OF TITLE IV (DEVELOPMENT REGULATIONS) OF ORDINANCE NO.
4260 ENTITLED "CODE OF GENERAL ORDINANCES OF THE CITY
OF RENTON, WASHINGTON," BY ADDING AN EXCEPTION FOR
PROJECTS VESTED IN THE COUNTY TO LAND USE REVIEW FEES.
THE CITY COUNCIL OF THE CITY OF RENTON, WASHINGTON, DOES ORDAIN
AS FOLLOWS:
SECTION I. Section 4-1-170, Land Use Review Fees, of Chapter 1,
Administration and Enforcement, of Title IV (Development Regulations) of Ordinance No. 4260
entitled "Code of General Ordinances of the City of Renton, Washington," is hereby amended by
adding a new subsection "D," to read as follows:
D. EXCEPTION FOR PROJECTS VESTED IN THE COUNTY:
For those projects that have vested to a land use permit under the Development
Regulations of King County, the King County Land Use Review Fee Schedule
shall apply, and is hereby adopted by reference. A copy of that fee schedule has
been filed with the City Clerk and is available at the City Clerk's office for public
review.
SECTION II. This ordinance shall be effective upon its passage, approval, and
30 days after publication.
PASSED BY THE CITY COUNCIL this day of , 2008.
Bonnie Walton, City Clerk
'fir
1
ORDINANCE NO.
APPROVED BY THE MAYOR this day of , 2008.
*4010
Denis Law, Mayor
Approved as to form:
Lawrence J. Warren, City Attorney
Date of Publication:
ORD.1505:9/23/08:scr
vard
2
f
CITY OF RENTON, WASHINGTON
No +► ORDINANCE NO.
AN ORDINANCE OF THE CITY OF RENTON, WASHINGTON,
AMENDING CHAPTER 1, GARBAGE, OF TITLE VIII (HEALTH &
SANITATION) OF ORDINANCE NO. 4260 ENTITLED "CODE OF
GENERAL ORDINANCES OF THE CITY OF RENTON,
WASHINGTON," RELATED TO YEAR 2009 SERVICES AND UTILITY
RATES FOR ALL CUSTOMER CLASSES.
THE CITY COUNCIL OF THE CITY OF RENTON WASHINGTON, DOES ORDAIN
AS FOLLOWS:
SECTION I. Section 8-1-10, Rates for Services, of Chapter 1, Garbage, of Title
VIII (Health and Sanitation) of Ordinance No. 4260 entitled "Code of General Ordinances of the
City of Renton, Washington," is hereby amended to read as follows:
8-1-10: RATES FOR SERVICES:
The following schedule is hereby adopted as the monthly charges to be paid to the
Nor
City for services rendered in each category:
A. Residential Customers:
1. For garbage cans, carts, and/or garbage units:
Every Other Week Garbage & Recycling, 2009 Renton
Weekly Yard Waste & Food Scraps SWU Monthly
Service Level Rates
Mini Cart (20 Gallon) $11.20
35 Gallon Contractor Cart $18.41
45 Gallon Contractor Cart $23.21
64 Gallon Contractor Cart $32.32
96 Gallon Contractor Cart $47.70
Senior Mini Cart Rate (75% subsidy)/Existing $2.80
Senior Mini Cart Rate (50% subsidy) $5.60
Senior 35 Gallon Cart Rate (50% subsidy) $9.21
Senior 45 Gallon Cart Rate (50% subsidy) $11.61
Senior 64 Gallon Cart Rate (50% subsidy) $16.16
Senior 96 Gallon Cart Rate (50% subsidy) $23.85
Now Extra garbage, up to 15 gallons per unit/per pickup $3.42
1
ORDINANCE NO.
Extra yard waste cart rental $1.90
Return Trip Charge per pickup $4.97 `-
2. Residential customers are allowed to change their garbage service level once
per year without incurring an administrative fee. Each garbage service level
change per year above the once per year allowance will result in an administrative
fee of$25.00. The one-year period shall begin January 1 and shall end December
31 each year.
3. Senior and/or disabled customers who qualified under Section 8-4-31C of this
Title for low-income rates for 75% subsidy prior to May 31, 2008, are eligible for
a $2.80 fee for 20 Gallon Mini Cart service. For services other than Mini Cart
service, the rate schedule as provided in Section 8-1-10A.1. will apply. All senior
and/or disabled customers qualifying under Section 8-4-31C for low income rates
after May 31, 2008, are eligible for a 50% subsidy of the charges for the service
level selected.
4. Premium Weekly Collection: Single-family residential customers may elect to
have their garbage collected weekly for an additional fee of$18.80 per month.
This fee will be added to the monthly garbage billing as an extra Premium Service
Fee.
5. Miscellaneous Services: The City of Renton offers miscellaneous services at
the following rates:
Services Cost per Pick Up
On-Call Bulky Waste Collection
White Goods, except Refrigerators/Freezers/unit $60.19
Refrigerators/Freezers per unit $64.40
Sofas/Chairs per unit $55.97
Mattresses per unit $53.87
2
ORDINANCE NO.
B. Commercial Customers:
1. Garbage Carts: Customers have the following Contractor cart-based services
available:
2009 SWU
Commercial Service Level Monthly Rates
One 20 Gallon Mini Cart $32.85
Weekly One 35 Gallon Garbage Cart $36.52
Commercial One 64 Gallon Contractor Cart $46.93
Can and One 96 Gallon Contractor Cart $57.64
Cart Extra Cans or Units $5.64
Weekly Yard Waste Collection Cart $37.61
2. Hydraulically Handled Containers 1 — 8 Yards: The rate for the handling of
hydraulically handled containers approved by the City's contractor and the City
for use by commercial, industrial and multiple-family residence establishments
°4r.r
shall be as follows:
a. Monthly Rates:
2009 SWU
Commercial Service Level Monthly Rates
Commercial 1 Cubic Yard, 1 pickup/week $98.57
Detachable 1 Cubic Yard, 2 pickups/week $185.12
Container 1 Cubic Yard, 3 pickups/week $271.68
(loose) 1 Cubic Yard, 4 pickups/week $358.23
1 Cubic Yard, 5 pickups/week $444.78
1.5 Cubic Yard, 1 pickup/week $135.12
1.5 Cubic Yard, 2 pickups/week $258.23
1.5 Cubic Yard, 3 pickups/week $381.34
1.5 Cubic Yard, 4 pickups/week $504.45
1.5 Cubic Yard, 5 pickups/week $627.55
2 Cubic Yard, 1 pickup/week $170.35
2 Cubic Yard, 2 pickups/week $328.68
2 Cubic Yard, 3 pickups/week $487.01
2 Cubic Yard, 4 pickups/week $645.34
Noisy
2 Cubic Yard, 5 pickups/week $803.67
3
ORDINANCE NO.
3 Cubic Yard, 1 pickup/week $242.38
3 Cubic Yard, 2 pickups/week $472.75
3 Cubic Yard, 3 pickups/week $703.12
3 Cubic Yard, 4 pickups/week $933.49
3 Cubic Yard, 5 pickups/week $1,163.86
4 Cubic Yard, 1 pickup/week $314.29
4 Cubic Yard, 2 pickups/week $616.57
4 Cubic Yard, 3 pickups/week $918.86
4 Cubic Yard, 4 pickups/week $1,221.13
4 Cubic Yard, 5 pickups/week $1,523.41
6 Cubic Yard, 1 pickup/week $456.00
6 Cubic Yard, 2 pickups/week $899.99
6 Cubic Yard, 3 pickups/week $1,343.98
6 Cubic Yard, 4 pickups/week $1,787.97
6 Cubic Yard, 5 pickups/week $2,231.96
8 Cubic Yard, 1 pickup/week $596.87
8 Cubic Yard, 2 pickups/week $1,181.73
8 Cubic Yard, 3 pickups/week $1,766.58
8 Cubic Yard, 4 pickups/week $2,351.44
8 Cubic Yard, 5 pickups/week $2,936.30
Extra loose cubic yard, per pickup $19.97
2009 SWU
Commercial Service Level Monthly Rates
Commercial 1 Cubic Yard Compactor $235.09
Detachable 1.5 Cubic Yard Compactor $339.73
Container 2 Cubic Yard Compactor $436.62
(Compacted) 3 Cubic Yard Compactor $643.03
4 Cubic Yard Compactor $849.71
6 Cubic Yard Compactor $1,262.47
b. Rental Rates: Rental rates for 1 — 8 yard containers will be paid in the monthly
rates.
c. Minimum Pickups: Minimum pickups for containers and compactors between
1 — 8 yards will be once per week.
3. Temporary containers are rented and billings are handled directly by Waste
Management, Inc.
4
ORDINANCE NO.
4. Extra Charges:
a. The following extra charges will apply for Commercial Services:
Commercial Extra Service Fees
Commercial Cart Carry out charge if> 50 feet (per time) $6.70
Additional Roll out fees over 25ft.,
from point of safe truck access/pickup $3.71
Unlocking & locking Gates and/or container lids, per pickup $3.84
Return Trip for containers not available for collection at
regularly scheduled pickup time $29.51
b. Any extra yardage charges determined by the collection contractor due to
overflowing containers will be charged per yard at the one yard rate listed under
Section 8-1-10B.2.a.
5. Special Services: Whenever special services not contained within this schedule
are required, the rate charged for those special services shall be negotiated by the
customer with the City and the collection contractor.
C. Commercial Roll Off Customers: Commercial Roll Off Customers are those
who have a 10 — 40 Yard container or compactor. These large disposal containers
are lifted and weighed at the disposal facility. Commercial container customers
pay a disposal pickup fee based upon the number of pickups, a weight based fee
and a container rental fee. Compactor customers pay a pickup fee based upon the
number of pickups and a weight based disposal fee.
1. Base Pick Up Fees: The base pick up fees are as follows on a per occurrence
basis:
Commercial Roll Off Rates are Per Pickup
10 Yard Container $182.97
15 Yard Container $196.39
20 Yard Container $201.78
30 Yard Container $218.76
40 Yard Container $234.13
5
ORDINANCE NO.
10 Yard Compactor $208.23 '"eor'''
20 Yard Compactor $225.00
30 Yard Compactor $241.82
40 Yard Compactor $256.86
The minimum pickups are twice per month.
2. Rental Rates: The following are rental rates for roll off containers:
Monthly Rental Rates
10 Yard Container $41.75
15 Yard Container $59.59
20 Yard Container $77.41
30 Yard Container $95.26
40 Yard Container $117.39
3. Disposal Fees: In addition to the Base Charge per pick up and the monthly
rental fee, the customer must pay weight based disposal fees plus applicable tax.
D. (Rep. by Ord. 4898, 3-19-2001)
E. Classification and Appeal: Service category classifications shall be on the
basis of the type and volume of solid waste and the purpose and type of the
dwelling or facility being served as determined by the Public Works
Administrator of the City, or the Administrator's duly authorized representative.
Any person who shall deem their classification improper may appeal to the Solid
Waste Coordinator within forty five (45) days following their classification or
change of classification. After the decision of the Solid Waste Coordinator, if the
party appealing is still aggrieved, then the party may appeal to the Public Works
Administrator, whose decision shall be final.
NatO
6
ORDINANCE NO.
New
SECTION II. These rates become effective with billings computed on or after
January 1, 2009.
SECTION III. This ordinance shall be effective upon its passage, approval, and
forty-five (45) days after publication.
PASSED BY THE CITY COUNCIL this day of , 2008.
Bonnie Walton, City Clerk
APPROVED BY THE MAYOR this day of , 2008.
Denis Law, Mayor
Niko, Approved as to form:
Lawrence J. Warren, City Attorney
Date of Publication:
ORD.1510:10/27/08:scr
Aolow
7
CITY OF RENTON, WASHINGTON
ORDINANCE NO.
AN ORDINANCE OF THE CITY OF RENTON, WASHINGTON,
AMENDING THE CITY OF RENTON FISCAL YEAR 2008 ANNUAL
BUDGET TO APPROPRIATE AND TRANSFER $200,000 FROM THE
GENERAL FUND (000) TO THE NEWLY CREATED HOUSING
OPPORTUNITY FUND (326).
WHEREAS, on December 10, 2007, the City Council adopted Ordinance 5325
approving the 2008 Annual Budget; and
WHEREAS, it is necessary to amend the City of Renton Fiscal Year 2008 Annual
Budget to create a new Housing Opportunity Fund 326 to be allocated in the following manner:
HOUSING OPPORTUNITY FUND—PROPOSED PROJECT ELIGIBILITY AND
USES OF FUNDS
Projects must be physically located within the Renton city limits.
Projects must serve low and/or moderate income households and/or special-needs
populations as follows:
• First priority — New construction projects to increase the available supply of
affordable housing in Renton with a preference for mixed-income projects.
• Second priority — Acquisition and/or rehabilitation of existing multi-family housing
projects to increase the available supply of affordable housing in Renton.
• Third priority — Rehabilitation or remodeling of existing multi-family housing
projects to maintain the facility as decent, safe, and sanitary affordable housing.
• Eligible projects offering home ownership opportunities, such as condominiums,
townhouses, cottages, etc., must be affordable to households earning no more than
80% of the median income in King County. Eligible rental projects must be
affordable to households earning no more than 60% of the median income in King
County.
The funds are available to entities to support the project activities noted above, but may
not be used to provide grants or other direct financial assistance to individuals.
The entities that receive the funds must agree to maintain the housing as affordable for a
minimum of ten years.
4110,
1
ORDINANCE NO.
The City's funds may be used, for example, for seed money, local match, land
acquisition, development costs, construction costs, etc. to support the project activities noted ..rd
above.
The City will strive to maximize leverage for other public and private funds with a
minimum projected $1 to $1 match and preferred projected match of 1-to-4 ($1 of City funds for
each $4 of projected other funds).
Projects will have up to three years to use the City's funds from the date the project's
funds are approved by the City Council.
HOUSING OPPORTUNITY FUND — PROPOSED SELECTION AND
APPROVAL PROCESS FOR AWARDING FUNDS
Interested entities may submit an application to request funds at any time to the
Department of Community and Economic Development Administrator.
The Department of Community and Economic Development Administrator will review
the application in collaboration with an interdepartmental team and prepare a recommendation to
the City Council for approval.
NOW THEREFORE, THE CITY COUNCIL OF THE CITY OF RENTON,
WASHINGTON, DOES ORDAIN AS FOLLOWS:
SECTION I. The Fiscal Year 2008 Annual Budget is hereby amended to include
the new Housing Opportunity Fund. Said fund shall be the HOUSING OPPORTUNITY
FUND (326).
SECTION II. Appropriations in Fund 000 and Fund 326 are hereby changed as
follows:
2008 Adjusted
Fund 2008 Budget Budget Change Bud et
000.000000.000.3990.0000.00.000000 $1,392,361 $200,000 $1,592,361
000.000000.000.5970.0059.00.000000 $0 $200,000 $200,000
326.000000.000.3970.0059.00.000000 $0 $200,000 $200,000
326.000000.000.5080.0000.00.000000 $0 $200,000 $200,000
Source of Funds: Transfer from General Fund 000 to CIP Fund 326
2
ORDINANCE NO.
'441410- SECTION III. This ordinance shall be effective upon its passage, approval, and
five (5) days after publication.
PASSED BY THE CITY COUNCIL this day of , 2008.
Bonnie Walton, City Clerk
APPROVED BY THE MAYOR this day of , 2008.
Denis Law, Mayor
Approved as to form:
Lawrence J. Warren, City Attorney
Date of Publication:
ORD.1504:9/18/08:scr
3
CITY OF RENTON, WASHINGTON
ORDINANCE NO.
AN ORDINANCE OF THE CITY OF RENTON, WASHINGTON,
AMENDING THE FISCAL YEAR 2008 BUDGET BY ALLOCATING
FUNDS FROM A GRANT FROM THE STATE OF WASHINGTON
(WASHINGTON AUTO THEFT PREVENTION AUTHORITY) IN THE
AMOUNT OF $70,962 TO FUND 000/008 GENERAL FUND - POLICE
DEPARTMENT; AUTHORIZING THE ADDITION OF A FULL-TIME
INVESTIGATOR; AND ADDING THE POSITION TO THE 2008
BUDGET INDEX OF POSITIONS.
WHEREAS, the State of Washington created the Washington Auto Theft Prevention
Authority (WATPA), to administer state funded grants that focus on addressing the high volume
of auto theft and auto theft related crimes within the state; and
WHEREAS, south King County law enforcement agencies and north Pierce County
agencies, as well as the King County Prosecutor's Office developed a strategy to create a multi-
jurisdictional taskforce to target auto theft within the local region; and
WHEREAS, the taskforce committee submitted a grant request to establish the
Preventing Auto Theft through Regional Operational Links (PATROL) taskforce; and
WHEREAS, the State of Washington awarded the taskforce $1,030,000 to cover
equipment, facilities, and staffing through the end of the State's 2008/2009 fiscal year; and
WHEREAS, in order to participate in this grant and the taskforce, the Renton Police
Department will need to assign an investigator to the taskforce and add a full time equivalent to
the 2008 Budget Index of Positions; and
WHEREAS, the state would reimburse the City of Renton for PATROL Taskforce
Investigator's salary and benefits, totaling $70,962; and
WHEREAS, this additional position is contingent upon the continuation of grant
funding;
°+rrr
1
40.1.1
ORDINANCE NO.
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF RENTON,
WASHINGTON, DOES ORDAIN AS FOLLOWS:
SECTION I. Appropriation in Fund 000/008 is hereby adjusted as follows:
Account No. 2008 Budget Budget Adjustment 2008 Adjusted
Budget
000.000000.008.5210.0023 $1,730,221 $70,962 $1,801,183
Source of funds: Grant from State of Washington (Washington Auto Theft Prevention Authority)
SECTION II. The PATROL Taskforce Investigator position, grade pc60 is
hereby added to the 2008 Budget index of positions.
SECTION III. This ordinance shall be effective upon its passage, approval, and
five (5) days after publication.
PASSED BY THE CITY COUNCIL this day of , 2008.
Bonnie I. Walton, City Clerk
APPROVED BY THE MAYOR this day of , 2008.
Denis Law, Mayor
Approved to as to form:
Lawrence J. Warren, City Attorney
Date of Publication:
ORD:1506:10/3/08:scr
2