HomeMy WebLinkAboutContractAGREEMENT
By and Between
CITY OF RENTON
and
RENTON POLICE GUILD
REPRESENTING COMMISSIONED EMPLOYEES
January 1, 2024 December 31, 2026
CAG-24-112
Police Commissioned Contract
2024-2026
p. 2
Police Commissioned Contract
2024-2026
p. 3
TABLE OF CONTENTS
PREAMBLE .................................................................................... 5
ARTICLE 1 RECOGNITION AND BARGAINING UNIT .................... 5
ARTICLE 2 UNION MEMBERSHIP AND DUES DEDUCTION .......... 6
ARTICLE 3 EMPLOYMENT PRACTICES ........................................ 9
ARTICLE 4 HOURS OF DUTY ..................................................... 14
ARTICLE 5 SALARIES ................................................................. 24
ARTICLE 6 ALLOWANCES AND PREMIUMS .............................. 25
ARTICLE 7 SICK LEAVE .............................................................. 32
ARTICLE 8 HOLIDAYS ................................................................ 36
ARTICLE 9 TUITION REIMBURSEMENT ..................................... 38
ARTICLE 10 EDUCATIONAL INCENTIVE ..................................... 39
ARTICLE 11 PERSONAL LEAVE .................................................. 40
ARTICLE 12 LONGEVITY ............................................................ 45
ARTICLE 13 PENSIONS .............................................................. 46
ARTICLE 14 INSURANCES ......................................................... 46
ARTICLE 15 TECHNOLOGY ........................................................ 52
ARTICLE 16 BILL OF RIGHTS ..................................................... 54
ARTICLE 17 MANAGEMENT RIGHTS ......................................... 65
ARTICLE 18 GRIEVANCE PROCEDURE ....................................... 66
ARTICLE 19 PERFORMANCE OF DUTY ...................................... 70
ARTICLE 20 RETENTION OF BENEFITS ...................................... 70
ARTICLE 21 PAY DAYS .............................................................. 71
ARTICLE 22 SAVINGS CLAUSE ................................................... 71
ARTICLE 23 ENTIRE AGREEMENT ............................................. 73
Police Commissioned Contract
2024-2026
p. 4
ARTICLE 24 - DURATION OF AGREEMENT ................................... 73
APPENDIX A: SALARIES ............................................................... 76
APPENDIX B: EDUCATION/LONGEVITY SCHEDULE ..................... 79
APPENDIX C MEDICAL RELEASE ............................................... 80
APPENDIX D: Commissioned Extra Duty Compensation ............. 81
INDEX .......................................................................................... 83
Police Commissioned Contract
2024-2026
p. 5
The rules contained herein constitute an Agreement between the
City of Renton, hereinafter referred to as the Employer, and the
Renton Police 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.
1.1 Union Recognition. 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.
1.2 Union Representation. The Guild President, or any other
members of the Guild appointed by the President, shall be
recognized by the Employer as the official representatives of the
Guild for the purpose of bargaining with the Employer. The Guild
recognizes the Employer as the duly elected representative of the
people of the City of Renton and agrees to negotiate only with the
Employer through the negotiating agent or agents officially
designated by the Mayor and City Council to act on its behalf.
Police Commissioned Contract
2024-2026
p. 6
1.3 Guild Representatives. 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. The Guild will supply the City with a list
th of each year. The
Guild reserves the right to modify the list as needed.
2.1. Membership. The Employer recognizes that members of the
Renton Police Department may, at their discretion, become
members of the Guild when such membership has been duly
Constitution and By-Laws.
2.2. Union Security.
Within thirty (30) days of hire or transfer into the bargaining
unit, each employee has the choice to attend a one-hour
orientation session with a designated Guild representative
during working hours. The purpose of the orientation is for the
Guild to provide information related to coverage under this
CBA and enrollment in Guild membership. The Employer and
the Guild agree that employees in positions covered under
this Agreement hired on or after its effective date shall, on
the thirty-first (31st) day following the beginning of such
employment, make an election whether or not to become a
member of the Guild in good standing.
Police Commissioned Contract
2024-2026
p. 7
2.2.4. Subcontract Work. The Employer agrees it will not
subcontract work performed by Guild members to non-Guild
personnel without the written agreement of the Guild. As of
ratification of this contract, the Guild agrees that pre-
employment background investigations may be contracted
to outside vendors at the discretion of the Chief.
2.3 .
2.3.1. Release Time for Guild Business. Official
representatives of the bargaining unit shall be given time off
with pay to attend meetings with City representatives or to
attend Guild meetings, provided is given.
Representatives assigned to graveyard shift may be released
attend such meetings.
2.3.2. Release Time for Training and Conferences. Official
representatives of the bargaining unit shall be given time off
with pay to attend Guild related conferences (not to exceed
three working days for a single function). The allowable
aggregate of such time off shall not exceed one hundred sixty
(160) hours in one calendar year. Provided, that a copy of the
agenda of the meeting is submitted to the Chief, at least 14
calendar days prior to the meeting and that the Guild waives
the right to working out of classification pay should a
replacement be needed to assume the duty of the Guild
representative granted time off.
Police Commissioned Contract
2024-2026
p. 8
2.3.3. Release Time Restrictions. The Employer retains the
right to restrict time off under subsections 2.3.1. and 2.3.2. if
an emergency exists or when such time off would
unreasonably impact department operations.
2.4. Dues Deduction. Upon written authorization by an employee
and approval by the Guild Executive Board, the Employer agrees
to deduct from the wages of each employee the sum certified as
initiation dues and assessments twice each month as Guild dues,
and to forward the sum to the Guild Secretary or Treasurer. If any
employee does not have a check coming to them or the check is
not large enough to satisfy the assessments, no deductions shall
be made from the employee for that calendar month. All requests
to cancel dues deductions shall be in writing to the Employer and
require notification to the Guild by the Employer. Every effort will
be made to end the deduction effective on the first payroll, but
The Guild agrees to indemnify and
hold harmless the Employer for any claims, with the exception of
those caused by the
The Employer will provide a monthly written report to the Guild
transferred amount
who had dues withheld as part of the transferred amount, and the
amount withheld and transmitted on behalf of that individual; 2) a
list of all employees who did not have dues withheld as part of the
transferred amount; 3) a list of all employees commencing
employment since the preceding report; 4) all employees in the
Police Commissioned Contract
2024-2026
p. 9
preceding month who requested discontinuance of payroll
deduction of dues
re into the bargaining group. Further
upon request of the Guild in compliance with RCW 41.56.035.
3.1. 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:
3.1.1. 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.
3.1.2. Probationary Employees. (First appointment) in
reverse order of seniority; the one with the least seniority
being laid off first.
3.1.3. Non-Supervisory Regular Employees. In reverse
order of seniority; the one with the least seniority being laid
off first.
Police Commissioned Contract
2024-2026
p. 10
3.1.4. Supervisors. In the event it becomes necessary to
reduce the number of employees of supervisory rank, the
following shall occur:
a. 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
3.1.5. 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. An
employee may be recalled within two years from the
date of layoff.
b. Supervisory Employees The employee with the
greatest seniority in rank being reinstated first.
3.1.6. 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 rehires said former
employee into the same classification to which they were
assigned at the date of reduction, such employee shall be
placed at the same step in the salary range which they
occupied at the time of the original reduction.
3.1.7. Re-Entry into the Guild. If, for any reason, a
command-level officer of the Department returns to the rank
of Sergeant or below, they will again become a member of
Police Commissioned Contract
2024-2026
p. 11
the bargaining unit. Their seniority date will be their original
date into the bargaining unit and all rules in Section 3.1 shall
apply. Their seniority in rank shall be based on the date they
re-entered the Guild.
3.2. 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.
3.3. Personnel Files.
3.3.1. Personnel Files Contents. The personnel files are the
property of the Employer. The Employer agrees that the
contents of the personnel files, including the personal
photographs, shall be confidential and shall restrict the use
of information in the files to internal use by the Police
Department. This provision shall not restrict such
information from becoming subject to due process by any
court, administrative tribunal, or as required by law.
Reasonable notice shall be given the employee should the
Employer be required to release the personnel file. It is
further agreed that information may be released to outside
groups subject to the approval of the Employer; provided,
that nothing in this section shall prevent an employee from
viewing his/her original personnel file in its entirety upon
request. Nothing shall be added to or deleted from the file
unless the employee is furnished a legible copy of the same.
Police Commissioned Contract
2024-2026
p. 12
3.3.2. 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 s placed in the file. The
employer shall maintain a single personnel file and there
shall be no secret files.. 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 added to the
personnel files. Any record of a written warning will not be
used for progressive discipline 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 will not be used for progressive discipline
purposes after a maximum period of six years if there is no
reoccurrence of misconduct for which the employee was
disciplined during that period. Nothing in this section shall
be construed as requiring the Employer to destroy any
engaged in litigation with the employee regarding that
those records would
otherwise be destroyed. The parties recognize that the
Employer may retain internal investigation files, including
discipline items removed from personnel files, in compliance
with the state records retention schedule and RCW 40.14.
3.4. 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,
Police Commissioned Contract
2024-2026
p. 13
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.
3.5. Non-Discrimination. The Employer and the Guild agree that
neither shall unlawfully discriminate against any person because
of race, color, religion, national origin, age, gender, marital status,
sexual orientation, genetic information, disability status,
veteran/military status, and/or any other protected class or
characteristic unless based on a bona fide occupational
qualification. The Employer agrees not to discriminate against
employees because of union membership or lawful union
activities. It is recognized that employees who feel they have been
victims of discrimination shall be entitled to seek relief or redress
through the grievance procedures contained in this Agreement or
through the City of Renton Fair Practices Policy.
3.6. Teleworking. The parties recognize the value of telework,
however telework is not appropriate for all employees. No
employee is entitled to or guaranteed the opportunity to
telework. The employee and supervisor will assess the job
responsibilities of the employee to determine if the job is
appropriate for teleworking. The supervisor has full discretion to
deny a telework agreement if they deem it not appropriate.
Telework procedures are outlined in policy #300-03.
Police Commissioned Contract
2024-2026
p. 14
4.1. Hours of Duty. Effective February 28, 2024 the normal
schedule for hours of duty for employees in the bargaining unit
shall be a total of 2189 hours in a calendar year. For section 7(k)
purposes under the Fair Labor Standards Act, the work period
(FLSA, 29 U.S.C., 207) (k) shall be twenty-eight (28) days, for a work
period of 147 hours. The exception to this in newly hired officers
working 2080 hours while they complete their Academy.
4.1.1. Patrol Operations Division: Commissioned employees
assigned to the Patrol Operations Division shall work a 2-2-3
schedule defined as the Pitman schedule for a total of 2189
hours in a calendar year.
a. Shift assignments shall be made by shift bidding by
seniority
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.
Police Commissioned Contract
2024-2026
p. 15
b. Seniority
hire date in the bargaining unit. For non-supervisory
employees, seniority in rank is the same as seniority. For
employees of supervisory rank, seniority in rank is
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.
4.1.2. Patrol Services Division Employees assigned to the
Patrol Services Division shall work four (4) consecutive ten-
and-a-half (10.5) hour days for a total of 2189 in a calendar
year.
4.1.3. Special Operations Division: Comprised of the
Directed Enforcement Team (DET) and the Special
Enforcement Team (SET).Employees assigned to the Special
Operations Division (SOD) shall work four (4) consecutive
ten-and-a-half (10.5) hour days for a total of 2189 hours in a
calendar year. SET work days will be Tuesday through Friday
with the ability to flex days and hours as needed. DET
workdays will be four (4) consecutive various days between
Monday and Saturday with the ability to flex days and hours
as needed.
4.1.4. Investigations: Employees assigned to investigations
shall work four (4) consecutive, ten-and-a-half (10.5) hour
days for a total of 2189 hours in a calendar year.
Police Commissioned Contract
2024-2026
p. 16
4.1.5. Administrative Services: Employees assigned to
Administrative Services shall work four (4) consecutive, ten-
and-a-half (10.5) hour days for a total of 2189 hours in a
calendar year, as directed by management.
The above work schedules may be changed by mutual
agreement between the Guild and the Chief of Police.
4.2. Shift Rotations. 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.
4.3. 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.
4.3.1. Pitman 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.
Police Commissioned Contract
2024-2026
p. 17
4.3.2. Employees required to work on any regular day off or
approved day off shall be paid at the rate of time and one-
half for the first day and double time for the second and
subsequent consecutive days EXCEPT in the event of an
emergency when overtime shall revert to the time and one-
half rate.
4.3.3. Overtime, except for training, shall be voluntary,
provided that if there are not enough volunteers to meet
public safety requirements, overtime shall be mandatory.
4.3.4. Employees may not accumulate less than fifteen (15)
minute increments of overtime.
4.4. 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
Sub-section 4.3.2 applies, the employee may choose either the
double time rate for all hours worked or the time and one-half rate
for the applicable minimum. Court minimums shall not overlap.
4.4.1. Two (2) hours for any virtual court or related hearing.
4.4.2. Three (3) hours for any court or related hearing located
in-person in the City of Renton.
4.4.3. Four (4) hours for any court or related hearing outside
the City of Renton.
Police Commissioned Contract
2024-2026
p. 18
4.4.4. 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.
4.4.5. Two (2) hours for any other unspecified overtime
including in-
defense counsel.
4.4.6. Eight (8) hours court minimum when an employee is
required to appear one or more times in court on any given
ies for that day
have not been completed within five hours after the
.
4.4.7. Three (3) hours when an employee is requested to
report for duty as a result of an investigation call out. To be
eligible, the employee must have been off-duty for at least
one (1) hour preceding the call back.
4.5. 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 one hundred twenty (120)
hours. Nothing in this section shall be construed as to prohibit the
employee his/her 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. At the time of separation from
employment, any remaining hours of compensatory time will be
Police Commissioned Contract
2024-2026
p. 19
regular rate of pay and paid into
their VEBA account.
In December of each year, the Employer has the option of
purchasing all or part of compensatory time accumulated by
employees below forty (40) hours. Any compensatory time over
forty (40) hours as of December 31 will be automatically cashed
HRA/VEBA account on February 25th, beginning effective February
25, 2025.
4.6. Early Release.
4.6.1. Employees working the Pitman 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
hours prior to having to report to duty without loss of time
or overtime minimums.
Employees working the Pitman schedule who appear in court
five (5) hours or more between two graveyard shifts may be
relieved from duty until 2300 hours on the night after
appearance, without loss of time or court overtime
minimums.
more than sixteen (16) hours in a workday. Except in an
emergency situation, the employer will make every effort to
Police Commissioned Contract
2024-2026
p. 20
ensure that employees do not work more than sixteen (16)
hours in a workday.
4.6.2. Personnel called out for work, other than court, prior
to the beginning of their normally scheduled hours, shall be
allowed to start their regularly scheduled shift at the time
notified of the call out. Work hours spent on the call out will
be at the overtime rate. Once the call out is complete or the
employee
elect to flex the remainder of their shift pending supervisor
approval. Regular or flex shift hours will be paid at the
straight time rate.
4.7. Standby and On-Call
4.7.1. Standby. The Employer and the Guild agree that the use of
standby time shall be minimized. Standby assignments shall be for
a fixed, predetermined period of time. Employees placed on
standby status by a member of the Police Department Command
Staff, shall be compensated on the basis of one (1) hour straight
time pay for each two (2) hours of standby or fraction thereof. If
the employee is actually called to work, standby pay shall cease at
that moment and normal overtime rules shall apply.
4.7.2. On-Call. Employees assigned to on-call status shall be
subject to on call assignment for a period of one week during
which time they shall be required to respond within sixty (60)
minutes and be available by telephone at all times. For the week
that employees assigned the on-call status shall receive five (5)
hours compensation at the overtime rate of time and one-half.
Police Commissioned Contract
2024-2026
p. 21
The respective Division Commanders shall individually determine
which employees shall be subject to on-call status provided that
not less than five (5) employees shall be on-call each week. The
following assignments are subject to being on-call: Detectives, SET
and Traffic.
4.8. Compensation for Training. The Employer shall have a
reasonable obligation to attempt to schedule training during the
4.8.1. 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
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.
Police Commissioned Contract
2024-2026
p. 22
4.8.2. Training Trade Days. Employees will be compensated
at time and one half for all training, whether they are the
trainee or the trainer, approved, scheduled, and attended on
a day off or consecutive days off with the following
exception:
Employees assigned to the Special Weapons and Tactics
(SWAT), Hostage Negotiations Team), and Civil Disturbance
Unit (CDU
at least thirty (30) days notice for all department training
associated with the three assignments. If staffing does not
allow for training trade days, then the Employer shall either
deny the training, or compensate the employee at the
overtime rate. Training trade days not associated with these
three (3) assignments must be mutually agreed upon and
completed within the FLSA work period.
4.8.3. 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-and-a-half
(10.5), or twelve (12) hours per day, depending on the
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.
Police Commissioned Contract
2024-2026
p. 23
4.8.4. Per diem. Members shall receive per diem in
accordance with City Policy 210-01.
4.9. Overtime. 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.
4.10. Overtime Calculation. 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.
4.11. In-Service Training Overtime. Employees shall be
compensated at the straight time rate for up to thirty (30) hours
of in-service training regardless of whether training occurs on the
is for all commissioned
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.
4.12. K-9 Teams Overtime.
To compensate employees assigned as K-9 Officers for the duties
related to the care and maintenance of their Police dog, in
compliance with the FLSA, will receive:
Police Commissioned Contract
2024-2026
p. 24
4.12.1. 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).
4.12.2. Handlers will be paid eight (8) hours of overtime per
pay period to compensate for bathing, grooming, feeding,
cleaning -9 car, and similar activities
performed by the K-9 officers.
4.12.3. K-9 officers will attend briefings on occasion at the
beginning of their shift.
The Employer agrees to maintain salaries in accordance with the
attached Appendix A.
This Agreement shall be opened for the purpose of negotiating
wages, hours, and working conditions for any new classifications
of employees not covered within this Agreement. Such salaries
shall become effective upon the date the new position is filled.
Nothing in this section shall preclude the Employer from
establishing such new positions or classifications. 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.
Police Commissioned Contract
2024-2026
p. 25
6.1. Clothing Allowance. Beginning January 1, 2019, the following
employees shall receive $650.00 per year as clothing allowance:
6.1.1. Employees assigned to Investigations Division
6.1.2. Employees assigned to Special Enforcement Team
6.1.3. Training Officers assigned to Administrative Services
Division
6.1.4. Administrative Services Division Sergeants
6.1.5. Traffic Collision Detective assigned to Patrol Services
6.2. Clothing Allowance Usage. 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 included with the second paycheck in February
of each year. In the event the employee does not serve the entire
twelve (12) months for which such payment was made, a pro-
paycheck, 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 shall receive a pro-rated clothing
allowance for the remainder of said calendar year.
6.3. Uniforms are the Property of the City. It is agreed that all
equipment and clothing issued by the City of Renton shall remain
Police Commissioned Contract
2024-2026
p. 26
the property of the Employer and same shall be returned to the
Employer upon termination or retirement. It is further agreed that
nothing in this Article shall preclude the Employer from taking any
authorized action to maintain the standards of appearance of the
Renton Police Department.
6.4. Non-Uniformed Commissioned Employees. 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.
6.5. 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:
6.5.1. 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.
6.5.2. Optional uniforms and equipment may be purchased
by the employees at their own expense.
6.5.3. Required and optional uniforms and equipment shall
be replaced without cost to the employee when they become
unserviceable.
Police Commissioned Contract
2024-2026
p. 27
6.6. Uniform Cleaning
6.6.1. 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.
6.6.2. 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.
6.6.3. This is based upon agreement that the cost for uniform
cleaning shall not exceed $4,800 per calendar year divided by
the current number of employees assigned to wear police
uniforms (as opposed to plainclothes).
6.6.4. The Employer will make every effort to contract with
a commercial cleaning establishment for the entire term of
this Agreement. However, if no 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 annual basis, the Employer may enter an annual
contract for cleaning services.
6.7. Hazardous Duty Pay. Hazardous duty pay in addition to
regular pay shall be granted to certain employees in accordance
with the following schedule:
Police Commissioned Contract
2024-2026
p. 28
6.7.1. Special Weapons and Tactics. Members of SWAT &
Negotiators 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.
6.7.2. VIIT & VIIT Lead. Members of VIIT & VIIT Lead shall
be paid at the rate of time and one half with three (3) hours
minimum when called out. Ancillary assignment is at the
discretion of the Police Chief or their designee. Sergeants
are eligible for ancillary duty premium for VIIT & VIIT Lead
when assigned.
6.7.3. 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.
6.8. Premium Pay.
6.8.1. Premium Pay: In addition to regular pay, premium pay
shall be granted to certain employees in accordance with the
following schedule:
Employee Premium
Detective 3.0% per month
Traffic Assignment 3.0% per month
Background Investigator 3.0% per month
Canine Officer 4.0% per month
Corporal Assignment 7.5% per month
Training Officer 3.0% per month
Police Commissioned Contract
2024-2026
p. 29
SWAT Assignment 4.0% per month
SRO Assignment: 3.0% per month
Field Training Officer
*See 6.8.2 Substitute FTO Pay
3.0% per month
8.0% when assigned
student(s)
Negotiator 4.0%
SET/DET 3.0%
Motorcycles 2.0% per month
VIIT 2.0%
VIIT Lead 4.0%
*
base rate of pay, and any new premium pay adjustments will
become effective the first pay period after contract
ratification/Council approval of the 2024-2026 contract.
Sergeants supervising Investigations, Special Operations,
Administrative Services and Patrol Services divisions are not
eligible to receive the assignment premium.
6.8.2. Substitute FTO Premium Pay. Substitute Field Training
Officers (FTO) will not receive the premium but will receive 1
hour of overtime paid at one and a half times for that shift
when with a student(s).
6.8.3. Physical Fitness: Due to calls for service limitations,
employees are not allowed to exercise on duty. In
maintain a level of fitness, the following program shall apply:
Police Commissioned Contract
2024-2026
p. 30
a. Employees who pass the Department approved
physical fitness test shall 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. The
elements of the test shall be recommended by a
committee comprised of 2 Administrative Officials
and 1 Guild Representative. The Chief has the right
to approve or deny the recommendation.
b. The testing dates/times shall be posted on or before
February 1st of each year.
6.8.4. Physical Fitness Deferred Compensation
Contribution. Employees who comply with Section 6.8.3.
shall be compensated with 3.0% of base pay in the form of
deferred compensation. (Also see Appendix A.2.3.)
6.8.5. Interpreters. 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 every two years.
The City will determine who is to receive the premium based
6.8.6 Instructor Premium. Effective the first pay period after
contract ratification/Council approval, the Police Chief or
their designee shall designate staff to each instructor
position annually. Employees designated to the instructor
Police Commissioned Contract
2024-2026
p. 31
positions shall receive a 1% premium in recognition for the
training hours and/or certifications required to maintain
instructor eligibility. Regardless of the number of instructor
assignments, the employee will only receive the flat 1%
premium. The following is the list of established instructor
assignment positions:
1. Firearms
2. Defensive Tactics
3. Emergency Vehicle Operations Course (EVOC)
4. Tactical Emergency Casualty Care (TECC)
5. Patrol Tactics
6. ABLE
7. Academy TAC Officer
rate of pay, and any new premiums will become effective the
first pay period after the contact ratification and Council
approval of the 2024-2026 contract.
6.9. 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.
6.10. Working Out of Classification. Any employee assigned the
duties normally performed by a higher paying classification shall
Police Commissioned Contract
2024-2026
p. 32
be compensated as follows, providing the higher classified person
was regularly assigned during that period. Such employee shall be
paid the equivalent of 1/4 hour overtime for each two (2) hours or
fraction thereof worked. Such payment shall be at the time and
one-half rate.
6.11. Late Graveyard Shift. Employees scheduled to work a full
shift covering all hours between 0200-0500 shall receive 1%
7.1. Sick Leave.
7.1.1. Sick Leave Accrual Rate. Effective January 1, 2011,
Commissioned officers shall accrue sick leave at the rate of
ten (10) hours per month. Sick leave benefits under this
paragraph shall begin upon employment with the award of
three (3) days (30 hours) of sick leave. Upon completion of
the third month of employment an addition of three days (30
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 (10 hours) per month. For each day
off taken as sick leave, the employee will use the number of
hours scheduled to be worked.
7.1.2. Sick Leave Annual Cash Out. the employer will cash
out at the rate of pay at 50% of all annual
sick leave accrued (but not used) over 620 hours as of
December 31st of the previous year. This amount shall be
Police Commissioned Contract
2024-2026
p. 33
placed into HRA VEBA account, administered
by the employer. Transfer of these funds shall occur at the
same time as the second pay check in February is issued.
7.1.3. Sick Leave Payment at Separation. Cash payment for
sick leave will n
voluntary separation, or death, except in those instances
when the death occurs in the line of duty.
7.1.4. Sick Leave Use. Employees shall be entitled to use sick
leave for family medical emergencies or for illness in the
immediate family. For the purposes of this section
children, parents, domestic partner, or family members
residing with the employee. Family emergencies shall include
the need for an employee to be with his/her spouse or
domestic partner and/or family at the time that the
child.
7.1.5. Lateral Officer Sick Leave. Officers qualifying as
lateral, hired after January 1, 2021, will be allocated 250
hours of sick leave upon date of hire. Those hired within this
time that did not receive this bank of hours will be allocated
the proper sum to make up the difference.
7.1.6. Sick 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 program will be administered in
Police Commissioned Contract
2024-2026
p. 34
accordance with City Policy #350-12 (Leave Donation). State
registered domestic partners will be considered family when
considering qualifying events for donation. Donated leave
may be personal leave (PL), compensatory time, and sick
leave. Sick leave donation is capped at 40 hours per recipient
per calendar year.
7.2. Bereavement Leave. Full time employees whose immediate
family suffers a death shall receive up to three (3) days off with
pay to attend to necessary arrangements. A day off is defined as
the number of hours scheduled to be worked by the employee (8
hours, 10 hours, 12 hours, etc.). Immediate family shall consist of
spouse (legally married spouse or state registered domestic
partner), child, parent, sibling, sibling-in-law, parent-in-law,
grandparent, and/or grandchildren. Paid time off for bereavement
leave shall not be considered sick leave. Employees shall be
allowed to attend the funeral of current department employees
while on duty as long as minimum staffing requirements are met.
7.3. LEOFF II On-the-Job Injury (OJI) Disability Leave Benefit.
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.
Effective January 1, 2019, all LEOFF II personnel will receive up to
six (6) calendar months of full pay and benefits for L & I qualified
duty-related disabilities. The maximum period of this benefit will
not exceed six (6) calendar months.
7.3.1. The coverage begins the first day or shift of time loss.
Police Commissioned Contract
2024-2026
p. 35
7.3.2. 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 (6) calendar months or less.
7.3.3. No Personal Leave can be used during the six (6)
calendar month period.
7.3.4. Employees that are released by their physician to work
light duty or are released to full duty shall inform their
supervisor and Human Resources & Risk Management
(HRRM) of the release within 24 hours and provide HRRM
with a copy of the release as soon as possible, ideally within
24 hours of the release.
7.3.5. 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 (6) calendar months; or,
c. During the six (6) months, the Department of L & I
disability that permanently prevents a return to full
duty.
The intent of this agreement is to make an injured employee
compensation received by an injured employee will not exceed
their regular duty compensation.
Police Commissioned Contract
2024-2026
p. 36
All benefits provided in accordance with the contract will continue
to accrue while an individual is using the LEOFF II OJI benefit.
Reimbursement Checks from the Third Party Administrator (TPA)
sent to an individual must be submitted to the City of Renton by
the employee within thirty (30) days of receipt of the invoice
issued to them by the City. The employee must return the invoice
and the check(s), or make appropriate payment, to the City of
Renton in accordance with the direction provided with the invoice.
Employees will be reimbursed for all approved L & I travel
expenses.
7.4. Light Duty Requirement. Employees who are injured on duty,
and are expected to return to full duty, will be assigned to light
duty within the work restrictions indicated by their physician. An
employee may be exempted from this light duty requirement if
under the limitations indicated by their physician the restrictions
are so great they cannot be reasonably accommodated.
Employees who are assigned to patrol, work the Pitman schedule
and are placed on light duty, will be required to work a schedule
other than Pitman to better utilize their skills in a light duty
assignment and will still maintain the 2189 hours in a calendar
year.
8.1. The following days shall be observed as legal holidays:
)
Police Commissioned Contract
2024-2026
p. 37
Third Monday in January (Martin Luther King, Jr. Day)
Last Monday in May (Memorial Day)
June 19 (Juneteenth)
July 4 (Independence Day)
First Monday in September (Labor Day)
)
Fourth Thursday in November (Thanksgiving)
The Friday following the fourth Thursday in November (Day
after Thanksgiving)
December 25 (Christmas)
When Christmas Day is observed on a Tuesday, Wednesday,
or Friday, the previous day shall be a holiday for City
employees.
When Christmas day is observed on a Monday or Thursday,
the next day shall be a holiday for City employees. Any
other day proclaimed by executive order and granted to
other City employees.
8.2. Any employee who works the following listed holidays shall
be paid
pay for hours worked (midnight to midnight).
Police Commissioned Contract
2024-2026
p. 38
Fourth of July
Thanksgiving Day
Christmas Day
For officers already scheduled to work, or it is a normally
scheduled workday, will be compensated at regular time plus
Holiday Time (which equals double time).
Those not scheduled to work, or the day falls on a normal
rotational day off, will be paid overtime (time and one half) plus
Holiday Time. This will be used to fill minimum staffing
requirements for mandatory positions.
For holidays where the City has preplanned special events, the
overtime plus Holiday Time will not apply. The day will be paid at
regular time plus Holiday for a scheduled employee or double time
for someone working on a non-scheduled workday.
The Employer shall reimburse a non-probationary employee for
eighty-five (85%) percent of 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
degree that benefit the work of the City of Renton Police
; (2) that the
pass/fail grading system; (3) that such reimbursement for tuition
shall not exceed the prevailing rate for undergraduate tuition
Police Commissioned Contract
2024-2026
p. 39
established by the University of Washington for quarter system
credits and by Washington State University for semester systems
credits.
The Employer shall deduct and be entitled to repayment from any
such employee, for any and all such costs paid to the employee,
upon their resignation from employment, pursuant to the
following:
100% repayment if resigning within one (1) year of the date of
reimbursement;
50% repayment if resigning within two (2) years;
25% repayment if resigning within three (3) years.
The Employer is authorized herein to withhold any amounts
paycheck.
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
Police Commissioned Contract
2024-2026
p. 40
11.1. Accrual of Personal Leave. Personal Leave as it pertains to
this contract is a combination of holiday and vacation leave.
Employees shall accrue paid personal leave time in accordance
with the following schedule whenever they are on paid
employment status:
Length of Service
Hours/Month
Accrual
Hours/Annual
Accrual
0 through 5 years 19 228
6 through 10 years 23 276
11 through 15 years 24 288
16 through 20 years 26 312
21 and subsequent years 28 336
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, military leave, disability, or
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.
Police Commissioned Contract
2024-2026
p. 41
11.1.1 Lateral Officer Personal Leave. Officers qualifying as
lateral, hired after January 1, 2021, will be allocated 250 hours of
personal leave upon date of hire. Those hired within this time
that did not receive this bank of hours will be allocated the proper
sum to make up the difference. Lateral candidates are not eligible
to cash out personal leave from the bank of 250 hours prior to
three (3) years of service.
11.2. Personal Leave Time. Shall be subject to the following rules:
11.2.1. Temporary or intermittent employees who leave the
employment of the Employer and are later reemployed shall,
for the purpose of this article, have an adjusted date of actual
service effective with the date of reemployment.
11.2.2.
be determined in the same manner as for salary purposes.
11.2.3. , Employees, who are laid off, retired, dismissed, or
who resign shall be paid for all accrued but unused personal
leave time
separation.
11.2.4. In the event of an employee in active
service, any accrued but unused personal leave time shall be
11.2.5. An employee granted an extended leave of absence,
which includes the next succeeding calendar year, shall be
Police Commissioned Contract
2024-2026
p. 42
given proportionate personal leave earned in the current
year before being separated from the payroll.
11.2.6. An employee returning from military leave of
absence, as defined by law, shall be given a personal leave
allowance for the previous calendar year as if they had been
employed.
11.2.7. In the event that an employee becomes ill or injured
while they are on personal leave, the day or days that they
are sick shall be treated as sick rather than personal leave,
and they will be treated as though they were off solely for
the reason of their illness or injury. The employee shall
submit medical documentation of the illness or injury from
the attending physician to establish that the employee was
incapacitated due to illness or injury.
11.3. Scheduling and Using Personal Leave Time. The following
rules shall govern the scheduling and usage of personal leave time.
11.3.1. The minimum personal leave allowance to be taken
by an employee shall be in fifteen (15) minute increments.
11.3.2. Employee shall have the option to designate leave
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.
Police Commissioned Contract
2024-2026
p. 43
11.3.3.
approved or denied within eight (8) days of notifying their
supervisor that the request has been entered into Telestaff.
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 11.3.4(a) below) to have been submitted on
January 14 of that year.
11.3.4. In the event that multiple employees request the
same day(s) off, and the Employer is not able to
accommodate all of the requests due to minimum staffing
limitations, then the Employer will use the following criteria,
in order, to determine who is granted the leave time:
a. Requests submitted on an earlier date shall have
precedence over those submitted later.
b. If the requests are submitted on the same effective
date, then vacation bids shall have precedence over
requests that are not vacation bids;
c. When the requests are otherwise equal, then the
request from the employee with more seniority shall
have precedence. Seniority shall be determined
according to Article 3.
11.3.5. The Employer and the Guild acknowledge that the
Employer has a legitimate interest in maintaining proper
staffing levels for public safety purposes, and that employees
Police Commissioned Contract
2024-2026
p. 44
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.
11.4. Cancellation of Scheduled Leave. The Employer will make
reasonable effort to avoid cancellation of approved employee
leave time, and to notify employees as soon as possible after the
decision to cancel. In the event that the Employer cancels the
approved leave time of an employee, the following rules shall
apply.
11.4.1.
thirty-one (31) days in advance of the scheduled leave, and
approved, the Employer may cancel that time off without
penalty if at least thirty (30) days notice is given prior to the
scheduled leave.
11.4.2.
thirty (30) days in advance, but more than nine (9) days, and
approved, the Employer may cancel the time off without
penalty if at least eight (8) days notice is given.
11.4.3. If the request is submitted with eight (8) days notice
or less, and approved, the Employer may cancel the time off
at any time without penalty.
Police Commissioned Contract
2024-2026
p. 45
11.4.4. The Employer agrees not to cancel an approved
vacation bid except in the event of an extreme emergency
condition.
11.4.5. For pur
the overtime pay provisions of Article 4.
11.5. Personal Leave Hours Used. The number of leave hours
used for each day off shall be calculated based upon the number
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-and-a-half
(10.5) hour schedule shall use ten-and-a-half (10.5) hours of
personal leave for each day off.
12.1. Premium Pay. Employees shall receive premium pay for
longevity in accordance with Appendix B of this Agreement.
12.2. Longevity Allowance. Longevity allowances shall be payable
on the first payday following the anniversary of the employee.
12.3. Determination of Longevity. Longevity will be based on
within from one position in the City to another will not constitute
Police Commissioned Contract
2024-2026
p. 46
Pensions for employees and contributions to pension funds will be
governed by applicable Washington State Statutes.
14.1. Definitions:
REHBT: Renton E Healthcare Board of Trustees
REHP: Renton E Healthcare Plan
Funding Goal: It is the responsibility of the Renton
Employees Healthcare Board of Trustees to establish and
maintain fund goals in relationship to the Renton Employees
Healthcare Plan.
Plan Member: An eligible Renton employee, along with their
dependents, that is covered under the Renton Employees
Healthcare Plan.
Premiums: The contributions made to the REHP by both the
City and the employees to cover the total cost of purchasing
the REHP. Contributions made by employees for co-pays, lab
fees, ineligible charges, etc., are not considered premiums
for the purpose of this Article.
Police Commissioned Contract
2024-2026
p. 47
14.2. Health Insurance.
14.2.1. Participation. The City and the Local/Union/Guild
agree to jointly manage the REHP during the term of this
agreement. The REHBT is comprised of AFSCME Local 2170;
Police Guild; and the City, and will meet at least quarterly to
review the REHP including costs associated with the REHP.
Medical coverage shall be provided in accord with the laws
of the State of Washington, RCW 41.26.150 and federal
plans: Patient Protection and Affordable Care Act and the
Health Care and Education Affordability Reconciliation Act of
2010. The Local/Union/Guild agrees to continue
participation in the REHBT and to identify and support cost
containment measures.
14.2.2. Plan Coverage. The City will provide a
medical/dental, vision, and prescription drug insurance plan
for all eligible employees including all bargaining unit
members and their eligible dependents.
14.2.3. Premiums. For the calendar years 2021 through
calendar year 2023, the total cost of the plan shall be divided
as follows:
Year City Employees
2024 91% 9%
2025 91% 9%
2026 91% 9%
Police Commissioned Contract
2024-2026
p. 48
Employee premiums will be based upon the following
categories:
Employee
Employee/Spouse or Domestic Partner
Employee/Spouse or Domestic Partner/1
Employee/Spouse or Domestic Partner/2+
Employee/1
Employee/2+
14.2.4. Projected Costs. The plan contributions shall be
calculated by the percentage of actual plan cost increase that
occurred in the previous year and based on consideration of
Actuarial projections. The year in review shall be from July 1st
to June 30th.
14.2.5. Alternative Plan Coverage. City contributions for the
alternative plan will be at the same cost share percentage as
the self-funded plan, capped at the dollar amount
contributed for the self-funded plan.
14.2.6. .
The REHBT includes members from each participating Union.
Each union will have a maximum of one (1) vote, the Police
Guild has two (2) bargaining units but only receives one (1)
vote on the REHBT. The City only receives one (1) vote also.
If all bargaining units participate, the voting bodies would be
as follows: AFSCME 2170; Police Guild; and the City for a
total of three (3) votes.
Police Commissioned Contract
2024-2026
p. 49
14.2.7. Plan Changes. The members of the REHBT shall have
full authority to make plan design changes without further
concurrence from bargaining unit members and the City
Council during the life of this agreement.
14.2.8. Voting. Changes in the REHP will be determined by
a majority of the votes cast by REHBT members. A tie vote of
the REHBT members related to a proposed plan design
change will result in continuing the current design.
14.2.9. Surplus. Any surplus in the Medical Plan shall remain
Board of Trustees for either improvements in the Plan, future
costs, increase offsets, rebates to participants, or reduction
in employee contributions.
14.3. Life Insurance. The Employer shall furnish to the employee
a group term life insurance
annual salary including double indemnity. The Employer shall
furnish a group term life insurance policy for $1,000 for the
s spouse and $1,000 for each dependent.
14.4. Federal/State Healthcare Options. In the event of a
Federal/State healthcare option, the REHBT shall have the option
to review the proposed Federal/State option and take appropriate
actions.
14.5. COBRA. When an employee or dependent
benefits ceases based on a qualifying event, the employee or
dependent shall be offered medical and dental benefits under the
Police Commissioned Contract
2024-2026
p. 50
provision of Consolidated Omnibus Budget Reconciliation Act
(COBRA) for a period of eighteen (18) months.
14.6. LEOFF II Disability Insurance Policy. The Employer shall
provide a payroll deduction for each LEOFF II employee who
paycheck to help defray the cost of a Guild designated on-duty
disability insurance policy.14.7 Defense Coverage
14.7.1 Civil Defense and Indemnification. The Employer shall
indemnify and defend any employee against any civil claim or suit,
where such claim or suit arises because such employee performs
within the scope of their duty as an employee of the Renton Police
Department.
14.7.2 Criminal On-Duty Insurance. Effective upon ratification,
the City shall provide payment to the Guild to acquire insurance
for Guild members for conduct on-duty. For the term of this
agreement, the cost of that insurance shall be six dollars ($6) per
month for each active member.
14.8. 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 rates established by the Memorandum of
Understanding attached to this collective bargaining agreement in
Appendix D. The overtime provisions of this Agreement shall not
Police Commissioned Contract
2024-2026
p. 51
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.
14.9. Change in Benefits. If for reasons beyond the control of the
Employer or Guild a benefit of any one of the provisions agreed to
in this Article is abolished, changed, or modified as to reduce the
benefit, the Employer agrees to replace it with a like benefit prior
to the effective date of the change. In the event a like benefit
cannot be obtained by the Employer, the parties will bargain
regarding replacement of the benefit and related matters.
14.10. VEBA. Effective the first full pay period after contract
ratification/Council approval of the 2024-2026 contract the
existing accreditation premium from A.2.1 (deferred
compensation) of one percent (1%) will be moved to VEBA. This is
in addition to the existing one percent (1%) of e . base
pay to fund a City selected and contracted VEBA plan/vendor.
After Council approval the 2024 VEBA contribution will be a total
of two percent (2%). In 2025 the City will contribute an additional
base pay to fund a City
selected and contracted VEBA plan/vendor, for a total of 3% in
2025 and 2026. The funding of the VEBA will occur in each pay
period where the employee has pay from the City for at least half
of their scheduled hours and the City will handle the transfer of
Police Commissioned Contract
2024-2026
p. 52
funds. During a pay period where the employee does not have pay
for at least half of their scheduled hours, they will not have the
VEBA contribution (except for leaves covered by FMLA and/or
PFML). These funds are provided by the employer, and are a
Mandatory Employee Contribution to VEBA.
15.1. Video.
15.1.1 Video Reviews. Imagery recorded by the Video
system will not be routinely or randomly reviewed to monitor
officer performance. A supervisor may conduct a review of a
there is an articulable reason justifying such review.
Articulabl
but are not limited to: (1) capturing specific evidence for use
in a criminal prosecution, (2) a civil claim has been filed
against the City involving the incident, (3) a citizen complaint
has been made against an officer regarding the incident, (4)
the incident included a use of force, (5) the incident included
a vehicle pursuit, (6) the incident included a vehicular
collision, or (7) the incident involved a serious injury or death.
Notwithstanding the other provisions of this section, Field
Training Officers may review the videos of probationary
trainees in the Field Training Program. Furthermore, officers
involved in lethal force incidents shall be allowed to review
any videos pertaining to the incident that the department
utilizes or has access to upon request.
Police Commissioned Contract
2024-2026
p. 53
15.1.2. Video Review Log. Prior to the review, notice of the
review must be provided to the subject officer and the Vice
President of the Renton Police Guild (Guild) via the
appropriate form to their department mailboxes. A video
review log will be kept and must be accessible to the
president and vice-president of the Renton Police Guild. The
log must include the date, time, reviewing supervisor, and an
articulable reason for the review.
15.1.3. Video Evidence. The Department may use recorded
imagery as evidence in an official Department investigation
provided the imagery is of a specific incident as outlined in
Section 15.1.
15.2. Automatic Vehicle Locator (AVL).
15.2.1 AVL Queries. AVL queries will not be routinely or
randomly used to monitor officer performance. A supervisor
may review AVL data of a specific incident only when there is
an articulable reason justifying such review. Articulable
data include, but are
not limited to: (1) capturing specific evidence for use in a
criminal prosecution, (2) a civil claim has been filed against
the City involving the incident, (3) a citizen complaint has
been made against an officer regarding the incident (4) the
incident included a use of force, (5) the incident included a
vehicle pursuit, (6) the incident included a vehicular collision,
(7) the incident involved a serious injury or death, or (8) the
incident involves officer safety. Notwithstanding the other
provisions of this section, Field Training Officers may review
Police Commissioned Contract
2024-2026
p. 54
AVL data of probationary trainees in the Field Training
Program; and any commissioned personnel can advise
dispatch to broadcast AVL data when an articulable reason
exists (for example, locating an officer for safety purposes).
15.2.2. AVL Review Log. Prior to the review, notice of the
review must be provided to the subject officer and the Vice
appropriate form to their department mailboxes. An AVL
review log will be kept and must be accessible to the
president and vide-president of the Guild. The log must
include the date, time, reviewing supervisor, and an
articulable reason for the review.
15.2.3. AVL Evidence. The Department may use AVL data as
evidence in an official Department investigation providing
the data is of a specific incident as outline in Section 15.2.
15.3. Equipment Safety. Any equipment issued that affects officer
safety should be documented and forwarded to the Chief of Police
through the Chain of Command. The Chief of Police or designee
will have five (5) business days to acknowledge receipt of the
complaint to the Vice President of the Renton Police Guild.
16.1. Just Cause Employer Rights. The Employer retains the right
to adopt rules for the operation of the Renton Police Department
and the conduct of its employees provided that such rules do not
conflict with the City Ordinances, City and State Civil Service Rules
Police Commissioned Contract
2024-2026
p. 55
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.
16.2. Bill of Rights. In an effort to ensure that investigations, as
designated by the Chief of Police of the Renton Police Department,
are conducted in a manner which is conducive to good order and
discipline, the Renton Police Guild shall be entitled to the
.
16.2.1. The City and the Guild agree that all employees
should work in an environment that fosters mutual respect
and professionalism. The parties agree that inappropriate
business, employee well-being, or productivity. All
employees are responsible for contributing to such an
environment and are expected to treat others with courtesy
and respect.
Inappropriate workplace behavior by employees,
supervisors, and/or managers will not be tolerated. If an
employee and
believes the employee has been subjected to inappropriate
representative is encouraged to report this behavior to the
command, and/or the Human Resources Office. The City will
Police Commissioned Contract
2024-2026
p. 56
follow the investigatory procedures outlined in City Policy
and Procedure 340-02and take appropriate action as
necessary. The employee and/or Guild representative will be
notified upon conclusion.
This section is not subject to the grievance procedure in
16.2.2. If an employee becomes the suspect in an internal
that could result in criminal charges, that investigation may
be investigated by another agency outside the City of Renton.
16.2.3. Employees will not be under any type of electronic
surveillance by any employee of the Renton Police
Department without authorization of the Chief of Police or
designee.
16.2.4. Any employee who becomes the subject of an
internal investigation, or an investigatory interview, shall be
advised in writing of the following within three business days
of the date of their first interview:
a. General orders violated and the nature of the matter
in sufficient detail to reasonably apprise them of the
matter (unless suspected of committing a criminal
offense);
b. Misconduct that would be grounds for termination,
suspension, or other disciplinary action; and
Police Commissioned Contract
2024-2026
p. 57
c. That they may not be qualified for continued
employment with the Department.
supervisor knows or reasonably should know that
they are questioning an employee about something
that could result in an economic sanction.
16.2.5. Any employee who becomes the subject of an
investigation may have legal counsel or a Guild
representative present during all interviews. The interviewer
must provide at least three business days for the employee
to have legal counsel or have a Guild representative present
during the interview. An investigation as used elsewhere in
this Article shall be interpreted as any action which could
result in a dismissal from the Department or the filing of a
criminal charge.
16.2.6. The employee under investigation must, at the time
of an interview, be informed of the name of the officer in
charge of the investigation and the name of the officer who
will be conducting the interview. See LEXIPOL Policy 907.
Revisions to Policy 907 will be discussed with the Guild
16.2.7. Employees have Weingarten Rights during all
interviews where they reasonably believe they could be
subject to discipline.
16.2.8. The employee shall be informed in writing as to
whether they are a witness or suspect. Should the witness in
Police Commissioned Contract
2024-2026
p. 58
an investigation become the suspect of an investigation
during the investigatory interview, the Employer agrees to
stop the interview to allow the employee to obtain Guild
Representation. See LEXIPOL Policy 907. Revisions to Policy
907 will be discussed with the Guild
16.2.9. The interview of any employee shall be at a
reasonable hour, preferably when the employee is on duty.
Whenever possible, interviews shall be scheduled during the
normal workday of the Employer. The employee will be
required to answer any questions involving non-criminal
matters under investigation and will be afforded all rights
and privileges to which they are entitled under the laws of
the State of Washington or the United States.
16.2.10. The employee or Employer may request that a
formal investigation interview be recorded. There can be no
The interviewer or designee must
provide at least five (5) business days for the employee to
have legal counsel or have a Guild representative present
during the interview. Upon request, the employee under
formal investigation shall be provided an exact copy of any
written statement they have signed. The employee shall be
furnished a copy of the completed investigation 72 hours
prior to any pre-disciplinary Loudermill hearings.
16.2.11. Interviewing shall be completed within a reasonable
time and shall be done under circumstances devoid of
intimidation or coercion. In all investigation interviews that
may result in discipline, the employee shall be afforded an
Police Commissioned Contract
2024-2026
p. 59
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 they shall request for
personal necessities, meals, telephone calls and rest periods.
16.2.12. All interviewing shall be limited in scope to
activities, circumstances, or events which pertain to the
incident which is the subject of the investigation. Nothing in
this section shall prohibit the Employer from questioning the
employee about information which is developed during the
course of the interview.
16.2.13. The employee will not be threatened with dismissal
or other disciplinary punishment as a guise to attempt to
obtain his/her resignation, nor shall they 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.
16.2.14. Upon the completion of the investigation and upon
request, a copy of the entire file shall be provided to the
employee.
16.2.15. To balance the interest of the Employer in obtaining
a psychological evaluation of an employee to determine the
ployee
in having those examinations being conducted, psychological
evaluations will be obtained in the least intrusive manner as
, the
Police Commissioned Contract
2024-2026
p. 60
medical release form agreed upon by the Employer and the
Guild shall be signed by the employee prior to the evaluation
(see Appendix C).
16.2.16. No employee shall be required to unwillingly submit
to a polygraph test or to unwillingly answer questions for
which the employee might otherwise properly invoke the
protections of any constitutional amendment against self-
incrimination. Nor shall any member be dismissed for or shall
any other penalty be imposed upon any employee for his/her
failure to submit to a polygraph test.
16.2.17. Should any section, sub-section, paragraph,
sentence, clause, or phrase in this Article be declared
unconstitutional or invalid, for any reason, such decision shall
not affect the validity of the remaining portions of this
Article.
16.2.18. Any employee involved in the use of lethal force
shall not be formally interviewed immediately following the
incident. The policy and procedure outlined in 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.
16.2.19. Investigations of known members by the Renton
Police Department shall be completed in a timely manner
with a goal of completion within 30 days.
Police Commissioned Contract
2024-2026
p. 61
16.2.20. The right for an employee to add commentary
during the Loudermill or at the end of the internal
investigation process will be maintained.
16.3. Brady Language. A punitive action, or denial of promotion
on grounds other than merit, shall not be undertaken by the City
placed on a Brady
subject to disclosure pursuant to Brady.
16.3.1. The provisions of subsection 16.3. shall not prohibit
the City from taking punitive action, denying a promotion on
grounds other than merit, or taking other personnel action
against an officer based on the underlying acts or omissions
Brady list, or
may otherwise be subject to disclosure pursuant to Brady, if
the actions taken by the City otherwise conform to this
agreement.
16.3.2.
Brady list, or may otherwise be subject to disclosure pursuant
to Brady, shall not be introduced for any purpose in any
administrative appeal of a punitive action, except as provided
in subsection 16.3.3.
16.3.3.
Brady list may only be introduced if, during the
administrative appeal of a punitive action against an officer,
the underlying act or omission for which that officer s name
was placed on a Brady list is proven and the officer is found
Police Commissioned Contract
2024-2026
p. 62
to be subject to some form of punitive action. If the arbitrator
or other administrative appeal tribunal finds or determines
that an officer has committed the underlying acts or
omissions that will result in a punitive action, denial of a
promotion on grounds other than merit, or any other adverse
has been placed on a Brady list, or may otherwise be subject
to disclosure pursuant to Brady, then the evidence shall be
introduced for the sole purpose of determining the type or
level of punitive action to be imposed.
Brady
any system, index, list, or other record containing the names
of officers whose personnel files are likely to contain
evidence of dishonesty or bias, which is maintained.
16.4. Drug And Alcohol Testing. The Employer considers its
employees its most valuable asset. The Employer and the Guild
share concern for the safety, health and wellbeing 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.
16.4.1. 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).
Police Commissioned Contract
2024-2026
p. 63
16.4.2. 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.)
16.4.2.1. Drug Testing.
a. An initial drug screen shall be performed using
the Immunoassay (IA) method.
b. Any positive results on the initial drug-screening
list shall be confirmed through use of Gas
Chromatography/Mass Spectrometry.
c. The drug panel and cut off standards shall be as
defined by 49 CFR Part 40 which sets forth the
procedures for drug testing in the Department of
Transportation (DOT).
d. Confirmed positive drug test results shall be
sent to a licensed physician who, as Medical Review
Officer (MRO
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
testing administrator who will notify the designated
Police Commissioned Contract
2024-2026
p. 64
department representative and employee of the
test results.
16.4.2.2. Alcohol Testing. Alcohol test results shall be
released to the employee and department upon
conclusion of the test. For the purpose of determining
whether the employee is under the influence of alcohol,
test results of .02 or more based upon the results of an
Evidential Breath Testing device shall be considered
positive.
16.4.2.3. Confirmation of Test Results.
a. Employees notified of a positive alcohol test
result may request the opportunity to have a blood
sample drawn for analysis at either a hospital or
certified testing lab as chosen by the Employer.
b. Employees notified of a positive drug test may
request that the Medical Review Officer send a
portion of their first sample to the hospital or HHS
certifie
testing by gas chromatography/mass spectrometry.
c. The cost of employee requested tests are the
responsibility of the employee. If the test results are
negative, the Employer will reimburse the
employee for the cost of the test.
Police Commissioned Contract
2024-2026
p. 65
17.1. Recognition.
The Guild recognizes the prerogative of the Employer and the
Chief of Police to operate and manage Police Department affairs
in all respects, in accordance with its responsibilities and the
powers of authority which the Employer has not officially
abridged, delegated, or modified by this Agreement.
17.2. Rights of Employer.
Subject to the provisions of this Agreement, the Employer reserves
the right to:
17.2.1. Recruit, assign, transfer, and promote members to
the positions within the Department;
17.2.2. Suspend, demote, discharge, or take other
disciplinary action against members for just cause;
17.2.3. 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;
17.2.4. Determine methods, means, and personnel
necessary for departmental operations;
17.2.5. Control the department budget;
Police Commissioned Contract
2024-2026
p. 66
17.2.6. Take whatever actions are necessary in emergencies
in order to assure the proper functioning of the Department;
17.2.7. Determine classification, status, and tenure of
employees; and
17.2.8. Perform all other functions not limited by this
Agreement.
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.
18.1. Definitions.
18.1.1. Grievance: Any issue relating to interpretation,
application, or enforcement of any provision contained in
this Agreement.
18.1.2. Issue: Any dispute, complaint, problem, or question
arising with respect to working conditions or employer-
employee relations of any nature or kind whatsoever.
Police Commissioned Contract
2024-2026
p. 67
18.1.3. Guild Representative: A Guild member designated
by the Guild President as a bargaining representative.
18.2. Grievance Procedure. The steps set forth herein shall be
followed unless the Chief of Police and the Grievant, Guild, or
individual raising the issue agree in any particular case that the
procedural steps and/or time limits should be modified. Any
agreement to modify the procedural steps and/or time limits shall
be in writing. In the event that no provision 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
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,
they 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
Police Commissioned Contract
2024-2026
p. 68
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,
they 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,
they 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
Police Commissioned Contract
2024-2026
p. 69
be selected jointly by both parties, unless otherwise
required by state law.
For arbitration matters not subject to state law, 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 parties shall promptly select and schedule an arbitrator and
the hearing shall commence within 90 days of the designation of
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. The total cost of
the proceedings shall be borne equally by both parties. The
parties may file post hearing briefs no later than thirty (30) days
following the hearing, unless otherwise mutually agreed. The
following the filing of the briefs, or thirty (30) days following the
hearing if the parties agree to waive post hearing briefing.
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.
Police Commissioned Contract
2024-2026
p. 70
18.3. Election of Remedies. In the case of disciplinary actions that
are appealable to the Civil Service Commission, a non-
probationary employee may file a grievance under the terms of
this Agreement alleging that the disciplinary action was not for just
cause. If the employee does so, it shall constitute an election of
remedies and said employee shall be barred from pursuing the
issue in any other forum including, but not limited to, the Civil
Service Commission.
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.
The parties recognize and agree to abide by the provisions of RCW
41.56.490.
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 them in an interest arbitration.
The Employer agrees to notify the Guild in advance of changes or
hearings affecting working conditions of any employee covered by
Police Commissioned Contract
2024-2026
p. 71
this Agreement, except in emergency situations and provided that
the Employer is aware of the changes or hearings.
21.1. Pay Dates. Employees shall be paid twice each month and
any employee who is laid off or terminated shall be paid all monies
due on the next following payday. All employees shall be paid on
the 10th and 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.
21.2. Online Pay Stubs. Effective upon ratification of this contract
the employer shall no longer issue paper stubs to employees.
Employees will receive instructions regarding online viewing of
their individual pay stubs prior to implementation.
21.3. Direct Deposit. All employees will participate with direct
deposit of paychecks.
22.1. Savings Clause. If any article of this Agreement or any
addenda hereto should be held invalid by operation of law or by
any tribunal of competent jurisdiction or if compliance with or
enforcement of any article should be restrained by such tribunal,
the remainder of this Agreement and Addenda shall not be
affected thereby, and the parties shall enter, within ten (10)
calendar days, into collective bargaining negotiations for the
purpose of arriving at a mutually satisfactory replacement or
modification of such Article held invalid.
Police Commissioned Contract
2024-2026
p. 72
22.2. Contract/Civil Service. Any conflict between the provisions
of this Agreement and current Civil Service Rules and Regulations
shall be resolved as set forth herein. It is further understood that
(a) to the extent the labor agreement does not address a matter
(e.g., discipline, seniority, layoffs, 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, layoffs, 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.
22.3. Successor Agreement. This Agreement and any and all
amendments and modifications hereafter entered into and
executed by and between the parties hereto shall be binding and
assigns and any other governmental entity succeeding to the City
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.
Police Commissioned Contract
2024-2026
p. 73
22.4. FLSA Disputes. The Employer shall have the right to bargain
any issues arising out of the implementation of the Fair Labor
Standards Act (FLSA) including any conflicts that may arise
regarding Article20, 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.
23.1. 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.
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 24 - DURATION OF AGREEMENT
Unless otherwise agreed, this Agreement shall become effective
January 1, 2024, and shall remain in force until December 31,
2026.
Police Commissioned Contract
2024-2026
p. 74
Signed this __________ day of ___________________, 2024, at
Renton, Washington.
CITY OF RENTON POLICE GUILD
Armondo Pavone, Mayor Mark Coleman, President
________________________________
Jon Schuldt, Police Chief
Ellen Bradley-Mak, HRRM Administrator
Kim Gilman, HR Labor Manager
Jeff Hardin, Deputy Chief
Ryan Rutledge, Deputy Chief
John Henry, Attorney
Raevel Chea, Sr. Finance Analyst
Sarah Jacobs, Sr. Employee Relations
Analyst
________________________________
Bill Judd, Spokesperson/Member
Scott Woodward, Member
________________________________
Brett Willett, Member
Quint Tibeau, Member
Greg Bills, Member
Jim Cline, Attorney
7th May
Police Commissioned Contract
2024-2026
p. 75
ATTEST:
Jason Seth, City Clerk
APPROVED AS TO LEGAL FORM:
Shane Moloney, City Attorney
Approved by Alex Tuttle via email 3/5/2024
Police Commissioned Contract
2024-2026
p. 76
A.1. Salary Schedule.
Sergeant and Police Officer 2 working the 2189 schedule are
compensated at 6.25% for the additional 109 hours they work in a
calendar year.
A.1.1. Effective January 1, 2024, the base wages for all positions
in the bargaining unit shall be increased by 5% over the
wages in effect December 31, 2023.
A.1.2. January 1, 2024, Salary Schedule
Classification Step A Step B Step C Step D Step E
Police
Sergeant
$11,402 12,314
Police Officer
1
Newly Hired
2080 Hours
Frozen $7,563 $8,159 $8,743 $9,332
Police Officer
2
2189 Schedule
Frozen $8,036 $8,669 $9,289 $9,916
Sergeants. Step E Sergeants will receive an additional 3% salary
increase over A.1.1 wages, for a total of 8% increase over step A.
Police Commissioned Contract
2024-2026
p. 77
All existing step A Sergeants will move to step E after 12 months
completion.
Note: This percentage increase would be effective and reflected
on paychecks for active members the 1st full pay period after Guild
ratification/Council adoption of the 2024-2026 contract.
A.1.3. Effective January 1, 2025, the base wages for all positions
in the bargaining unit shall be increased by 4% over the
wages in effect December 31, 2024.
A.1.4 Effective January 1, 2026, the base wages for all positions
in the bargaining unit shall be increased by 3.5% over the
wages in effect December 31, 2025.
A.1.5 Retro payments shall be provided to those Guild
commissioned employees that had hours paid on or after
January 1, 2024. The retro payment will be included on a
regular paycheck no later than June 25, 2024
A.1.6 The City will advertise and hire entry-level candidates at
the B step of Police Officer 1 (2080 hours). Upon Academy
completion, they will move to step B of Police Officer
2(2189). Step A will remain frozen during the life of the
contract.
Police Commissioned Contract
2024-2026
p. 78
A.2. Deferred Compensation Contributions.
A.2.1. In-Service Training. 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
compensation plan.
A.2.2. Deferred Compensation. In exchange for savings
realized through modifying the salary scale, effective January
1, 1997, the Employer shall contribute one-half percent
(0
deferred compensation plan.
The combined deferred compensation contribution from the
above Sections of this Appendix shall be1.0%.
A.2.3. Physical Fitness. Employees who comply with Section
6.8.3 shall be compensated with 3.0% of base pay in the form
of deferred compensation, in accordance with Section 6.8.4.
Police Commissioned Contract
2024-2026
p. 79
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
Completion of 30 years 14% 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
Police Commissioned Contract
2024-2026
p. 80
APPENDIX C MEDICAL RELEASE
I, ________________________, hereby release
Dr.___________________________ to provide the following
medical information to my employer.
Psychological or physical fitness to perform all the essential
functions of my current job classification;
If unable to perform all those functions, the duties that I am
able to perform and which duties I am not able to perform;
If unable to work at this time, when I can reasonably be
expected to return to work at my regular duties;
Any necessary restrictions on my work or duties;
Any necessary accommodations which may be required to
allow me to perform the essential functions of my current 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
confidential medical beyond what is listed above.
__________________ _____________________
PATIENT DATE
Police Commissioned Contract
2024-2026
p. 81
In order to ensure that officers who engage in extra-duty
employment as Renton Police Officers have adequate liability
coverage, Officers will be paid by the City for extra-duty work at a
rate of time and one-half for top step Police Officer 2 (2189) for such
employment.
Police Commissioned Contract
2024-2026
p. 82
Police Commissioned Contract
2024-2026
p. 83
A
accrual of personal leave ............. 40
actual service ............................... 41
alcohol .................................... 62, 63
allowance .................... 23, 25, 39, 42
allowances ................................... 45
Appendix A .................................. 76
Appendix B ................................... 79
Appendix C ................................... 80
Appendix D .................................. 81
application .............................. 12, 66
arbitration ............................... 68, 70
B
bereavement leave ...................... 34
Bill of Rights ............................ 54, 55
buyback ....................................... 40
C
cancellation of scheduled leave ... 44
Canine Officer .............................. 28
cash out ....................................... 32
cash payment............................... 18
Cash payment .............................. 33
CCU .............................................. 22
CDU ......................................... 22, 28
Christmas ..................................... 37
Civil Disturbance Unit ............. 22, 28
civil service.............................. 11, 13
Civil Service ................... 5, 54, 70, 72
Civil Service commission .............. 72
Civil Service Commission .............. 70
cleaning ............................ 24, 26, 27
clothing allowance ....................... 25
COBRA ......................................... 50
commercial cleaning .................... 27
compensation for training ........... 21
Compensatory Time ..................... 18
Consolidated Omnibus Budget
Reconciliation Act ..................... 50
corporal ....................................... 24
Corporal Assignment.................... 28
court minimums................ 17, 18, 19
D
deferred compensation .......... 30, 78
Deferred Compensation-Annual
Contribution ............................. 78
Deferred Compensation-In-service
Training ..................................... 78
deferred compensation-physical
fitness ....................................... 30
Deferred Compensation-Physical
Fitness Contribution ................. 78
department contracted extra-duty
law-enforcement employment . 50
dependent .............................. 47, 49
dependents .................................. 46
Detective ..................................... 28
Police Commissioned Contract
2024-2026
p. 84
direct deposit ............................... 71
disability ................................. 35, 40
disability insurance policy ............ 50
discipline ................................. 55, 72
discriminate ................................. 13
discrimination ......................... 13, 66
double indemnity ......................... 49
double time ................................. 17
drug ............................................. 63
drug and alcohol testing .............. 62
dues deduction .............................. 6
E
early release ................................ 19
education and longevity............... 79
educational incentive ................... 39
election of remedies .................... 69
employment practices ................... 9
entire agreement ......................... 73
examination ............................ 12, 30
examinations ............................... 59
executive order ............................ 37
extra-duty employment ............... 50
F
Fair Labor Standards Act ......... 16, 73
Fair Practices Policy ..................... 13
Field Training .......................... 29, 52
FLSA ............................ 22, 23, 51, 73
G
graveyard ...................... 7, 18, 19, 21
grievance .................... 13, 66, 67, 70
Grievance Procedure ................... 66
grievance procedures .................. 13
grievance/issue ....................... 67, 68
Guild President ......................... 5, 67
Guild representative ........... 7, 14, 57
Guild Representative ................... 67
H
hazardous duty ............................ 27
hazardous duty pay ...................... 31
Hazardous Duty Pay ..................... 27
Health Insurance .......................... 47
holidays ....................................... 36
hours of duty .................... 14, 21, 36
I
Immunoassay (IA) ........................ 63
Independence Day ....................... 37
in-service training ............. 19, 23, 78
inspection of papers .................... 12
insurance plan ............................. 47
insurances .................................... 46
internal investigation .............. 12, 56
interpreters .................................. 30
investigation ..................... 53, 57, 59
Investigations Division ................. 25
issue ............................................. 26
Issue............................................. 66
J
July 4 ............................................ 37
K
K-9 ............................................... 23
Police Commissioned Contract
2024-2026
p. 85
L
L & I ........................................ 34, 35
Labor Day ..................................... 37
layoffs .......................................... 72
LEOFF II ............................. 34, 36, 50
lethal force ................................... 60
life insurance ............................... 49
light duty................................. 35, 36
light duty requirement ................. 36
longevity ................................. 45, 79
longevity allowances .................... 45
M
management rights ...................... 65
medical premiums ....................... 33
Medical Review Officer ........... 63, 64
medical/dental ............................. 47
Memorial Day .............................. 37
military leave ............................... 42
misconduct .................................. 12
Misconduct .................................. 56
MRO............................................. 63
N
new positions ............................... 24
New Positions .............................. 31
............................ 36
non-discrimination ....................... 13
non-supervisory employees ......... 15
non-supervisory regular employees 9
O
OJI ........................................... 34, 36
on-the-job injury .......................... 34
overtime ... 16, 17, 18, 20, 23, 24, 32,
45, 50
overtime minimums ..................... 19
Overtime Minimums .................... 17
P
pay days ....................................... 71
penalty .................................... 44, 60
pensions ...................................... 46
per diem ...................................... 23
performance of duty .................... 70
personal leave ......................... 35, 40
personal leave time ................ 40, 42
personnel files ............................. 12
Personnel Files ............................. 11
personnel files contents ............... 11
personnel reduction....................... 9
physical fitness ............................. 80
Physical Fitness ............................ 29
physical fitness test ...................... 30
picket ........................................... 70
plain clothes................................. 27
plan changes ................................ 49
Preamble ....................................... 5
premium ........................... 23, 30, 45
premium pay ............................... 28
premiums.......................... 25, 46, 47
prescription ................................. 47
probation ..................................... 12
probationary employees ................ 9
promotions .................................. 11
Police Commissioned Contract
2024-2026
p. 86
Q
quartermaster system.................. 26
R
Recognition and Bargaining Unit .... 5
REHBT ............................... 46, 47, 48
rehires ......................................... 10
REHP ....................................... 46, 49
reinstatement .............................. 10
Board of Trustees...................... 49
Board of Trustees................. 46, 48
Renton
................................................. 46
retention of benefits ............... 70, 73
rules and regulations .............. 11, 72
Rules and Regulations .................. 55
S
salaries ......................................... 24
Salary Schedule ............................ 76
savings clause .............................. 71
seniority ........................ 9, 14, 43, 72
Seniority ...................................... 15
sergeant .................................. 10, 25
shift assignments ......................... 14
sick leave ................................ 32, 35
SOD .............................................. 15
Special Operations Division .......... 15
Special Weapons and Tactics .. 22, 28
SRO .............................................. 29
standby ........................................ 20
strike ....................................... 69, 70
supervisors................................... 10
supervisory employees ................ 10
suspect......................................... 57
SWAT ................................ 22, 28, 29
T
Thanksgiving ................................ 37
third party administrator ............. 36
time and one-half ................... 16, 32
time off ......................... 7, 34, 42, 44
Traffic Assignment ....................... 28
training ....................... 17, 21, 22, 23
Training Officer ............................ 28
tuition .......................................... 38
tuition reimbursement ................. 38
U
uniform cleaning .......................... 27
Union Membership and Dues
Deduction ................................... 6
.................. 7
union security ................................ 6
V
vacancies ..................................... 11
vacation bids ................................ 42
Vet .............................. 37
vision ........................................... 47
vote ............................................. 48
voting ........................................... 48
W
witness......................................... 57
Police Commissioned Contract
2024-2026
p. 87
working out of classification ........ 31 working out of classification pay .... 7