HomeMy WebLinkAboutContract *We mt
CAG-05-181
AGREEMENT
By and Between
CITY OF RENTON
and
RENTON POLICE OFFICERS' GUILD
REPRESENTING COMMISSIONED EMPLOYEES
2006 - 2008
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TABLE OF CONTENTS
PAGE
Preamble ............................................................................................... 4
Article 1 Recognition and Bargaining Unit............................................ 4
Article 2 Union Membership and Dues Deduction................................ 4
Article 3 Employment Practices............................................................ 6
Article 4 Hours of Duty and Overtime................................................... 8
Article5 Salaries .................................................................................. 13
Article 6 Allowances and Premiums..................................................... 13
Article7 Sick Leave.............................................................................. 16
Article8 Holidays ................................................................................. 18
Article 9 Tuition Reimbursement.......................................................... 18
Article 10 Educational Incentive............................................................. 19
Article 11 Personal Leave ...................................................................... 19
Article12 Longevity................................................................................ 22
Article13 Pensions ................................................................................ 22
Article 14 Insurances.............................................................................. 22
Article 15 Bill of Rights ........................................................................... 24
Article 16 Management Rights ............................................................... 28
Article 17 Grievance Procedure ............................................................. 29
Article 18 Performance of Duty.............................................................. 30
Article 19 Retention of Benefits.............................................................. 31
Article20 Pay Days................................................................................ 31
Article 21 Savings Clause ...................................................................... 31
Article 22 Entire Agreement ................................................................... 32
Article 23 Duration of Agreement........................................................... 33
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Renton Police Officers Guild, Police Commissioned
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AppendixA Salaries .................................................................................. 34
Appendix B Education/Longevity Schedule............................................... 35
Appendix C General Order No. 52.1 .......................................................... 36
Appendix D. Medical Release Form .......................................................... 45
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PREAMBLE
The rules contained herein constitute an Agreement between the City of Renton,
hereinafter referred to as the Employer, and the Renton Police Officers' Guild,
hereinafter referred to as the Guild, governing wages, hours, and working
conditions for certain members of the Renton Police Department.
It is intended this Agreement, achieved through the process of collective
bargaining, will serve to maintain good relations between the Employer and the
Guild, to promote efficient and courteous service to the public, and to protect the
public interest.
ARTICLE 1 - RECOGNITION AND BARGAINING UNIT
Section A. The Employer recognizes the Guild as the exclusive representative of
all commissioned employees below the Civil Service rank of Commander for the
purpose of bargaining with the Employer. A commissioned employee is defined as
outlined in RCW 41.56.030(6).
Section B. The Guild President, or any other members of the Guild appointed by
the President, shall be recognized by the Employer as the official representatives of
the Guild for the purpose of bargaining with the Employer. The Guild recognizes
the Employer as the duly elected representative of the people of the City of Renton
and agrees to negotiate only with the Employer through the negotiating agent or
agents officially designated by the Mayor and City Council to act on its behalf.
Section C. The number of representatives of the Guild and the Employer at any
negotiating session shall be limited to five (5) members each, unless waived by
mutual agreement of the parties.
ARTICLE 2 - UNION MEMBERSHIP AND DUES DEDUCTION
Section A. The Employer recognizes that members of the Renton Police
Department may, at their discretion, become members of the Guild when such
membership has been duly approved in accordance with the provisions of the
Guild's Constitution and By-Laws. The Guild accepts its responsibility to fairly
represent all employees in the bargaining unit regardless of membership status.
Section B. Union Security
1. All employees covered by this Agreement who are or become members of
the Guild on or after the effective date of this Agreement shall maintain their
membership in good standing with the Guild.
2. All employees covered by this Agreement hired on or after its execution date
shall, within sixty (60) days following the beginning of such employment,
become and remain members in good standing in the Guild.
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Renton Police Officer`s' Guild, Police Commissioned
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3. Any employee failing to comply with subsections B.1 or B.2 of this Article
shall, as a condition of continued employment, pay each month a service
charge equivalent to regular Guild dues to the Guild as a contribution
towards the administration of this Agreement.
4. The right of non-association of members of the Renton Police Department
based on bona fide religious tenets or teachings of a church or a religious
body of which such public employee is a member shall be protected at all
times, and such public employee shall pay such sum in such manner as is
provided in RCW 41.56.122.
5. The Guild will notify the Employer in writing of the failure of any employee to
comply with any of the applicable provisions of this section. The Employer
agrees to advise the employee that his/her employment status is in jeopardy
and that failure to meet the applicable requirement of this section will result
in termination of his/her employment within ten (10) days. If compliance is
not attained within the aforementioned ten (10) days, the Employer shall
terminate said employee.
6. The Employer agrees not to subcontract work performed by Guild members
to non-Guild personnel without the written agreement of the Guild.
Section C. Union Officials' Time Off.
1. Official representatives of the bargaining unit shall be given time off with pay
to attend meetings with City representatives or to attend Guild meetings,
provided reasonable notification is given. Representatives assigned to
graveyard shift may be released by 2300 hours with supervisor's approval
when necessary to attend such meetings.
2. Official representatives of the bargaining unit shall be given time off with pay
to attend Guild related conferences (not to exceed three working days for a
single function). The allowable aggregate of such time off shall not exceed
one hundred sixty (160) hours in one calendar year. Provided, that a copy of
the agenda of the meeting is submitted to the Chief, at least 14 calendar
days prior to the meeting and that the Guild waives the right to working out of
classification pay should a replacement be needed to assume the duty of the
Guild representative granted time off.
3. The Employer retains the right to restrict time off under subsections 1 and 2
if an emergency exists or when such time off would unreasonably impact
department operations.
Section D. Dues Deduction. Upon written authorization by an employee and
approval by the Guild Executive Board, the Employer agrees to deduct from the
wages of each employee the sum certified as initiation dues and assessments
twice each month as Guild dues, and to forward the sum to the Guild Secretary or
Treasurer. If any employee does not have a check coming to him/her or the check
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Renton Police Officer Guild, Police Commissioned *Uo�
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is not large enough to satisfy the assessments, no deductions shall be made from
the employee for that calendar month. All requests to cancel dues deductions shall
be in writing to the Employer and require notification to the Guild by the Employer.
The Guild agrees to indemnify and hold harmless the Employer for any claims, with
the exception of those caused by the Employer's negligence, arising out of the
Employer's activities to enforce the provisions of this Article.
ARTICLE 3 - EMPLOYMENT PRACTICES
Section A. Personnel Reduction. Whenever it becomes absolutely necessary
through lack of finances or for any other reasonable purpose to reduce the number
of employees in the bargaining unit, such reductions shall be carried out based on
seniority in accordance with the following:
1. Seniority— Seniority will be determined by the employees most recent hire
date in the bargaining unit.
a. In the event of a tie, the determining factor will be placement on the
eligibility list.
b. Leaves of Absence will not be subtracted from seniority
2. Probationary Employees (first appointment) — in reverse order of seniority;
the one with the least seniority being laid off first.
3. Non-Supervisory Regular Employees - in reverse order of seniority; the one
with the least seniority being laid off first.
4. Supervisors — In the event it becomes necessary to reduce the number of
employees of supervisory rank, the following shall occur:
a. Corporal reduced to Officer
b. Sergeant reduced to Officer- in reverse order of seniority in rank; the
one with the least service in the position of Sergeant being reduced in
rank first.
5. Reinstatement — Employees laid off or reduced in rank shalt be recalled to
vacant positions in order of their department seniority;
a. Non-Supervisory Regular Employees - the employee with the greatest
seniority being recalled first.
b. Supervisory Employees — The employee with the greatest seniority in
rank being reinstated first.
c. An employee may be recalled within two years from the date of layoff.
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Renton Police Office',Guild, Police Commissioned
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Section B. Vacancies and Promotions. Vacancies shall be filled and promotions
made in accordance with the Police Civil Service Rules and Regulations, provided,
that nothing in this Agreement shall be construed to require the Employer to fill any
vacancy.
Section C. Personnel Files.
1. The personnel files are the property of the Employer. The Employer agrees
that the contents of the personnel files, including the personal photographs,
shall be confidential and shall restrict the use of information in the files to
internal use by the Police Department. This provision shall not restrict such
information from becoming subject to due process by any court,
administrative tribunal, or as required by law. Reasonable notice shall be
given the employee should the Employer be required to release the
personnel file. It is further agreed that information may be released to
outside groups subject to the approval of both the Employer and the
employee; provided, that nothing in this section shall prevent an employee
from viewing his/her original personnel file in its entirety upon request.
Nothing shall be added to or deleted from the file unless the employee is
furnished a legible copy of the same. Such papers shall also be made
available to the elected or appointed officers of the Guild at the request of
the affected employee.
2. Inspection of Papers. The application and examination papers of an
employee shall be available for inspection by the appointing authority, the
Chief of Police, and affected employee. Employees shall be allowed to
review a copy of any adverse documentation before it is placed in the file.
The employer shall maintain a single personnel file and there shall be no
secret files. Materials for the purpose of supervisor evaluations shall be
expunged if not made part of the personnel file. Such papers shall also be
made available to the employee upon request, and to the elected or
appointed officers of the Guild at the request of the affected employee.
Written warnings shall be expunged from personnel files (at employee's
written request) after a maximum period of two years if there is no
reoccurrence of misconduct for which the employee was disciplined during
that period. Any record of serious discipline shall be expunged from the
personnel files after a maximum period of five years if there is no
reoccurrence of misconduct for which the employee is disciplined during that
period. Nothing in this section shall be construed as requiring the Employer
to destroy any employment records necessary to the Employer's case if it is
engaged in litigation with the employee regarding that employee's
employment at the time those records would otherwise be destroyed. The
parties recognize that the Employer may retain internal investigation files
although such files may not be used in discipline and discharge cases if they
could not otherwise be retained in personnel files pursuant to this section.
Section D. Rehires. In the event a certified employee leaves the service of the
Employer due to reduction in force and within the next two years the Employer
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Renton Police OfficeV Guild, Police Commissioned
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rehires said former employee into the same classification to which he/she was
assigned at the date of reduction, such employee shall be placed at the same step
in the salary range which he/she occupied at the time of the original reduction.
Section E. Probation. Probation periods for employees newly hired into the
bargaining unit shall not exceed 18 months. Probation period for lateral officers
shall not exceed 12 months. During this period, employees may be discharged
without resort to the Civil Service or grievance procedure for failure to pass
probation. Employees who are promoted within the bargaining unit shall serve a
promotional probation period, which shall not exceed one year. During that period,
employees may be reverted to their former positions without resort to the Civil
Service or the grievance procedure for failure to pass probation.
Section F. Non-Discrimination. The Employer and the Guild agree that neither
shall unlawfully discriminate against any person because of race, color, religion,
sex, age, marital status, national origin, or physical, mental, or sensory handicaps
unless based on a bona fide occupational qualification. The Employer agrees not
to discriminate against employees because of union membership or lawful union
activities. It is recognized that employees who feel they have been victims of
discrimination shall be entitled to seek relief or redress through the grievance
procedures contained in this Agreement or through the City of Renton Fair
Practices Policy.
ARTICLE 4 - HOURS OF DUTY
Section A. Hours of Duty. The normal schedule for hours of duty for employees
in the bargaining unit shall be five (5) consecutive days on followed by two (2)
consecutive days off, with the exceptions provided in sections 1, 2, and 3 below.
1. Commissioned employees attached to the Patrol Operations Division shall
work three (3) consecutive days on followed by three (3) consecutive days
off (3-3 twelve (12) hour schedule). For Section 7(k) purposes under the
Fair Labor Standards Act, the work period (FLSA, 29 U.S.C., 207)(k) shall be
twenty-four (24) days beginning on January 2, 2003 and every twenty-four
(24) days thereafter.
a. Shift assignments shall be made by shift bidding by seniority in rank
(i.e. a "fixed watch" system). The Employer shall have the right to
override the results of shift bidding for legitimate operating concerns
such as personality conflicts, balancing seniority, and teamwork
considerations or other reasonable basis. The Department agrees to
give the Guild the specific reasons for the override in writing upon the
request of the Guild, and to allow a Guild representative to be present
in meetings in which the assignments are discussed and these
decisions are made. The division commanders will be available to
speak to individual officers who have questions regarding shift
assignment and bid overrides.
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Renton Police Officers Guild, Police Commissioned `low
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b. Seniority is calculated from the employee's most recent 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 calculated from the supervisor's date of promotion to current
rank. Whenever two or more employees are hired/promoted on the
same day, seniority and seniority in rank shall be determined by
relative position on the hiring/promotional list.
2. Motorcycle Officers assigned to the Patrol Services Division, and Detectives
assigned to the Investigations Division shall work four (4) consecutive ten
(10) hour days followed by three (3) consecutive days off.
3. School Resource Officers (SRO) shall work nine (9) hours a day on four (4)
days a week, and one additional eight (8) hour day every other week. Under
this schedule, these employees get either a Monday or a Friday off every
other week, in addition to their normal weekend off.
4. The above work schedules may be changed by mutual agreement between
the Guild and the Chief of Police.
5. The rotation of personnel between shifts and squads shall be minimized
within the limitations of providing an adequate and efficient work force at all
times. When rotation is necessary, the Employer will notify the affected
employees as soon as reasonably possible. Such notifications shall occur
no later than fifteen (15) calendar days prior to the personnel rotation, except
when such employees are probationary officers, or waive this provision in
writing, or when such rotations are needed due to a bona fide law
enforcement emergency.
Section B. Overtime. Except as otherwise provided in this Article and when
required by the Fair Labor Standards Act, employees shall be paid at the rate of
time and one-half for all hours worked in excess of their regular shift.
1. 3/3 Twelve (12) Hour Patrol Schedule Overtime: Except as otherwise
provided in this Article, employees shall be paid at the rate of time and one-
half for all hours worked in excess of twelve (12) hours in any twenty-four
(24) hour period inclusive of lunch period.
2. Employees required to work on any regular or approved day off shall be
paid at the rate of time and one-half for the first day and double time for the
second and subsequent consecutive days EXCEPT in the event of an
emergency when overtime shall revert to the time and one-half rate.
3. Overtime, except for training, shall be voluntary, provided that if there are not
enough volunteers to meet public safety requirements, overtime shall be
mandatory.
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Renton Police Office)t Guild, Police Commissioned `%W
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4. Employees may not accumulate less than fifteen (15) minute increments of
overtime.
Section C. Overtime Minimums. In the event overtime is not in conjunction
with the beginning or end of a regularly scheduled shift, the minimum payment shall
be as set forth herein. The rate of pay for minimums shall be time and one-half.
However when section 4.13. 2 applies, the employee may choose either the double
time rate for all hours worked or the time and one-half rate for the applicable
minimum. Court minimums shall not overlap.
1. Three (3) hours for any court or related hearing located in Renton.
2 Four (4) hours for any court or related hearing outside the City of Renton.
3 Four (4) hours for any required court attendance within nine (9) hours of the
end of a graveyard shift within the City of Renton and five (5) hours outside
the City of Renton.
4 Two (2) hours for any other unspecified overtime including in-person
meetings with the prosecutor's office or defense counsel.
5. Where an employee is required to appear one or more times in court on any
given day, and all the employee's court responsibilities for that day have not
been completed within five hours after the employee's first court appearance
on that day, the court minimum will be eight (8) hours.
Section D. Compensatory Time. The Employer shall pay all authorized
overtime requests on a cash basis, provided that employees shall be allowed to
elect compensatory time in lieu of overtime cash payment up to a maximum accrual
of eighty (80) hours. Nothing in this section shall be construed as to prohibit the
employee option of requesting compensatory time off in lieu of paid overtime;
provided that the accumulation of such time is approved by the Administration
Officer or Officer officially acting in that capacity.
In December of each year, the Employer has the option of purchasing all or part of
compensatory time accumulated by employees.
Section E. Early Release.
1. Employees working the 3/3 twelve (12) hour schedule who are required to
report to work for any reason other than in-service training between two
graveyard shifts or following a graveyard shift, shall be relieved from duty at
least eight hours prior to having to report to duty without loss of time or
overtime minimums.
Employees working the 3/3 twelve (12) hour schedule who appear in court
five (5) hours or more between two graveyard shifts may be relieved from
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Renton Police Office`e Guild, Police Commissioned *400
2006-2008
Employees working the 3/3 twelve (12) hour schedule who appear in court
five (5) hours or more between two graveyard shifts may be relieved from
duty until 2300 hours on the night after appearance, without loss of time or
court overtime minimums.
It is the Employer's desire to not have an employee work more the 16 hours
in a workday. Except in an emergency situation, the employer will make
every effort to ensure that employees do not work more than 16 hours in a
workday.
This new language shall be in effect for 2006 as a trial period. At the end of
the trial period, the Employer has the option to incorporate this language for
years 2007 and 2008, or may return to the language as written in the 2003-
2005 collective bargaining agreement.
Section F. Standby. The Employer and the Guild agree that the use of standby
time shall be minimized. Standby assignments shall be for a fixed, predetermined
period of time. Employees placed on standby status by a member of the Police
Department Command Staff, shall be compensated on the basis of one (1) hour
straight time pay for each two (2) hours of standby or fraction thereof. If the
employee is actually called to work, standby pay shall cease at that moment and
normal overtime rules shall apply.
Section G. Compensation for Training.
1. The Employer shall have a reasonable obligation to attempt to schedule
training during the employee's regular shift.
2. Training On a Scheduled Work Day, Not Requiring Overnight
Accommodations:
The employees agree to waive any overtime resulting from attendance at
any training school or session of less than eight (8) hours on a scheduled
work day, and to adjust work schedules on an hour for hour basis. The
employees agree to waive any overtime resulting from attendance of any
training day scheduled for eight (8) hours or more on a scheduled work day
provided that the affected employee is relieved of all police duties as follows:
(a) If the scheduled training day is scheduled for eight (8) hours or more,
the hours of training shall constitute an entire workday, regardless of
the employee's hours of duty.
(b) Employees assigned to graveyard patrol (3A or 3B) shall be relieved
of duty the shift preceding the day of training, if the training is
scheduled for eight (8) hours or more.
3. Training on employee's scheduled day off:
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Employees will be compensated at time and one half for all training
scheduled and approved on a day off or consecutive days off with the
following exception;
Employees assigned to the Special Response Team (SRT), Crisis
Communications Unit (CCU), and Civil Disturbance Unit (CDU) agree to shift
adjust with at least thirty (30) days notice for all department training
associated with the three assignments. If staffing does not allow for a shift
adjust, then the Employer shall either deny the training, or compensate the
employee at the overtime rate.
4. Training Requiring Overnight Accommodations.
Employees who attend training that requires overnight accommodations
shall adjust their work schedule at the straight time rate for all travel and
lodging time associated with the training with a maximum of eight (8), ten
(10), or twelve (12) hours per day, depending on the employee's work
schedule. provided they are traveling during a regularly scheduled work day,
or if on a day off, the training was specifically required by the Employer. For
employees on a day off where training was voluntary, no compensation will
be paid for travel and lodging time.
5. Per diem: Members shall receive per diem as follows;
(a) $8 for Breakfast; $12 for Lunch; $17 for Dinner
i. If at any time during this contract period, the City policy reflects
a higher allowed per diem amount, the higher amount will be
implemented.
(b) Members will receive the full per diem regardless of what they actually
spend.
(c) Receipts are not required to receive the per diem.
(d) Per Diem may be paid in advance.
(e) If a meal is included as part of a conference or seminar registration,
the per diem amount for that meal is deducted from the daily rate (for
example, per diem less lunch: $37.00 - $12:00 = $25.00).
Section H. When the Police Department Administration and the Guild
agree to a regularly scheduled shift, the payment of overtime compensation will
commence with the hours worked by those affected employees in excess of that
mutually agreed upon shift or schedule.
Section I. In recognition of FLSA guidelines, overtime shall be computed
on the base pay of the employee and shall include any allowances or premiums as
described in Article 6 of this agreement in calculation of the overtime rate.
Section J. In-Service Training. Employees shall be compensated at the straight
time rate for up to 30 hours of in-service training regardless of whether training
occurs on the employee's scheduled day off. This training is for all commissioned
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Renton Police OfficerVGuild, Police Commissioned `oo,
2006-2008
occurs on the employee's scheduled day off. This training 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.
Section K. K-9 Teams.
1. K-9 officers are on the air driving to and from work and are available for
emergency calls. Driving time to and from work is included in their hours of
work (15 minutes each way).
2. Handlers will be paid four (4) hours of overtime per pay period to
compensate for bathing, grooming, feeding, cleaning of the dog's kennel, K-
9 car, and similar activities performed by the K-9 officers.
3. K-9 officers will attend briefings on occasion at the beginning of their shift.
ARTICLE 5 - SALARIES
Section A. The Employer agrees to maintain salaries in accordance with the
attached Appendix A.
Section B. This Agreement shall be opened for the purpose of negotiating wages,
hours, and working conditions for any new classifications of employees not covered
within this Agreement. Such salaries shall become effective upon the date the new
position is filled. Nothing in this section shall preclude the Employer from
establishing such new positions or classifications. There is no guarantee of future
corporal assignments. The right to decide whether or not to appoint corporals rests
solely with the Chief of Police.
ARTICLE 6 -ALLOWANCES AND PREMIUMS
Section A. Clothing Allowance.
1. Non-uniformed commissioned employees shall receive $550.00 per year as
clothing allowance.
2. The purpose of such allowance is to buy, maintain and repair any equipment
or clothing required by the Employer which is not furnished by the Employer.
The allowance shall be paid in January of each year by separate check, and
is subject to pro-rata deduction from the final paycheck in the event the
employee does not serve the entire twelve (12) months for which such
payment was made, with the exception of an employee who retires, or dies,
in which event no deduction shall be made. Any employee transferred to or
from a non-uniformed assignment after January 1st of any calendar year
shall receive a pro-rated clothing allowance for the remainder of said
calendar year.
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Renton Police Offices Guild, Police Commissioned 1001`
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3. It is agreed that all equipment and clothing issued by the City of Renton shall
remain the property of the Employer and same shall be returned to the
Employer upon termination or retirement. It is further agreed that nothing in
this Article shall preclude the Employer from taking any authorized action to
maintain the standards of appearance of the Renton Police Department.
4. Non-uniformed commissioned employees, who are required to wear
uniforms for City business, may be provided cleaning services at the sole
discretion of the Employer.
Section B. Quartermaster System. A quartermaster system shall be in effect for
employees required to wear police uniforms. The Employer will issue a list of
required clothing and equipment and a description of the mechanics of the
quartermaster system. Required uniforms and equipment shall be provided to each
employee as follows:
1. Required uniforms and equipment shall be provided without cost to the
employee as set forth in Police Department Policy as approved and/or
amended by the Chief of Police.
2. Optional uniforms and equipment may be purchased by the employees at
their own expense.
3. Required and optional uniforms and equipment shall be replaced without
cost to the employee when they become unserviceable.
Section C. Uniform Cleaning. The Employer will provide those employees
assigned to wear police uniforms (as opposed to plainclothes) 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.
NOTE: This is based upon agreement that the cost for uniform cleaning shall
not exceed $14,000 per calendar year divided by the current number
of employees assigned to wear police uniforms (as opposed to
plainclothes).
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.
Section D. Hazardous Duty Pay. Hazardous duty pay in addition to regular pay
shall be granted to certain employees in accordance with the following schedule:
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Renton Police OfficeGuild, Police Commissioned ..�
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1. Special Response Team - Members of the SRT shall be paid at the rate of
time and one half with three (3) hours minimum when called to an
emergency situation requiring their expertise.
2. Crisis Communication Unit — Members assigned to the Crisis
Communication Unit will be paid at the rate of double-time with three (3)
hours minimum when called to an emergency situation to assist the Special
Response Team (SRT).
3. Civil Disturbance Unit — Members of the CDU shall be paid at the rate of
double-time with three (3) hours minimum when called to an emergency
situation requiring their expertise.
Section E. Premium Pay. Premium pay in addition to regular pay shall be
granted to certain employees in accordance with the following schedule:
1. Detective 3.0% per month
2. Traffic Assignment 3.0% per month
3. Canine Officer 3.0% per month
4. Corporal Assignment 7.5% per month
5. Training Officer 3.0% per month
6. Bicycle Officer 3.0% per month
7. SRT Assignment 4.0% per month
8. SRO Assignment 3.0% per month
9. Field Training Officer 3.0% per month
10. Employees assigned to a 3/3 twelve (12) hours shift shall receive a
schedule adjustment pay of 5.24% of base wage per month. This
schedule adjustment pay reflects the addition of 109 hours worked
per employee (2,189 total hours per year).
11. Physical Fitness — Due to calls for service limitations, employees are
not allowed to exercise on duty. In recognition of an employee's
personal time expended to maintain a level of fitness, the following
program shall apply:
a. Employees who pass the entry-level 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.
b. The testing dates/times shall be posted on or before February
1St of each year.
Employees who comply with the above shall be compensated with
3.0% of base pay in the form of deferred compensation.
12. Bargaining unit members who pass a City approved examination for
interpreters will be compensated at the rate of 3% of base pay per
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Renton Police Officer'' Guild, Police Commissioned
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month while certified. Employees who successfully pass the initial
examination will be required to recertify annually. The City and Union
agree that no more than six (6) certified interpreters shall receive
bilingual compensation at any one time. Should there be more than 6
employees who qualify as certified interpreters under this provision,
the City will determine who is to receive the premium based on
proficiency (test scores) and the need for the employee's particular
language skill.
13. Effective January 1, 2008, Sergeants assigned to the Traffic Unit and
Investigations will no longer receive the 3% premium as stated above
unless they have not been a Sergeant for 24 months prior to 2008.
Premiums will remain in effect for Sergeants who were promoted in
2006 or 2007 until 2008 or 2009 depending on the promotion date.
Section F. New Positions. This Agreement shall be opened for the purpose of
negotiating premium or hazardous duty pay for any new position, which is not
covered with this Agreement. Such pay to be effective upon the agreement of both
parties. Nothing in this Section shall preclude the Employer from establishing such
new positions.
Section G. Working Out of Classification. Any employee assigned the duties
normally performed by a higher paying classification shall be compensated as
follows, providing the higher classified person was regularly assigned during that
period. Such employee shall be paid the equivalent of 1/4 hour overtime for each
two (2) hours or fraction thereof worked. Such payment shall be at the time and
one-half rate.
ARTICLE 7 - SICK LEAVE
Section A. Sick Leave.
1. Employees covered by LEOFF prior to October 1, 1977, may accrue up to
fifteen (15) days of sick leave at the rate of one (1) day per month. For
employees assigned to patrol working the 3/3 twelve (12) hour schedule, one
(1) day is defined as eight (8) hours. No cash payment shall be made
unless and until sick leave benefits are eliminated within the LEOFF System,
at which time sick leave accrual shall resume in accordance with the
provisions set forth in Section Two (2) herein.
2. Commissioned officers hired after October 1, 1977 shall accrue sick leave at
the rate of one (1) day per month with a maximum accumulation of one
hundred thirty two (132) days (1056 hours). For employees assigned to
patrol working the 3/3 twelve (12) hour schedule, one (1) day is defined as
eight (8) hours. Sick leave benefits under this paragraph shall begin upon
employment with the award of three (3) days (24 hours) of sick leave. Upon
completion of the third month of employment an addition of three days (24
hours) shall be awarded. At the completion of six (6) full months of
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Renton Police Offices Guild, Police Commissioned *me
2006-2008
employment, the employee shall accrue sick leave at the rate of one (1) day
(8 hours) per month.
3. The Employer will cash out at the rate of 50% all annual sick leave accrued
(but not used) over 520 hours, by December 31 of each year for employees
submitting a written request. These amounts, by employee request, may
either be placed into deferred compensation accounts selected by the
Employee and Employer by the close of the first pay period following
December 31 of each year, or if approved by the I.R.S. employees may shift
dollars from annual sick-leave cash out to pay pre-tax medical premiums.
4. Cash payment for sick leave accrued in accordance with subsection 2 will
not be made upon an employee's death, retirement, or voluntary separation.
5. Employees shall be entitled to utilize sick leave for family medical
emergencies or for illness in the immediate family. For the purposes of this
section "immediate family" shall include only the employee's children,
parents, or family members residing with the employee. Family emergencies
shall include the need for an employee to be with his/her spouse and/or
family at the time that the employee's spouse is giving birth to a child.
Section B. Funeral Leave. Full time employees whose immediate family suffers a
death shall receive up to three (3) days off with pay to attend to necessary
arrangements. A day off is defined as the number of hours scheduled to be worked
by the employee (8 hours, 10 hours, 12 hours). Immediate family shall consist of
spouse, son, daughter, mother, father, brother, sister, mother-in-law, father-in-law,
grandmother, grandfather, and/or grandchildren. Paid time off for funeral leave
shall not be considered sick leave.
Section C. LEOFF II Supplemental Disability Income Protection. If a LEOFF II
employee is injured on the job and it is necessary for that employee to exhaust
his/her accrued sick leave to supplement his/her Workers' Compensation
entitlements, the Employer shall then, at the employee's written request, begin
compensating the employee for the difference between his/her Workers'
Compensation entitlement and his/her regular salary for a period not to exceed six
(6) months from the date of the injury or until the termination of the disability,
whichever comes first. To accomplish this, the Employer shall pay the employee
his/her regular salary for said period and the employee shall receipt to the
Employer all time loss payments received from Workers' Compensation.
Section D. Employees assigned to patrol working the 3/3 twelve (12) hour
schedule shall accrue sick leave at the rate of eight (8) hours per month consistent
with Section A above. For each day off taken as sick leave, the employee will use
twelve (12) hours of sick leave.
Section E. Light Duty Requirement. Employees who are injured on duty, and are
expected to return to full duty, will be assigned to light duty. An employee may be
exempted from this light duty requirement if under the advice of his/her physician.
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Renton Police Office"`Guild, Police Commissioned N"Ni°
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Employees assigned to patrol who are working the 3/3 twelve (12) hour schedule,
shall stay on a 12 hour schedule and will retain their schedule adjustment pay of
5.24%. However, their actual hours of duty may change to better utilize their skills
in a light duty assignment.
ARTICLE 8 - HOLIDAYS
Section A. The following days shall be observed as legal holidays:
1. January 1 (New Year's Day)
2. Last Monday in May (Memorial Day)
3. July 4 (Independence Day)
4. First Monday in September (Labor Day)
5. November 11 (Veteran's Day)
6. Fourth Thursday in November (Thanksgiving)
7. The Friday following the fourth Thursday in November (Day after
Thanksgiving)
8. December 25 (Christmas)
9. The day before Christmas shall be a holiday for City employees when
Christmas Day occurs on a Tuesday or Friday. The day after Christmas
shall be a holiday for City employees when Christmas day occurs on a
Monday, Wednesday or Thursday. When Christmas Day occurs on a
Saturday, the two preceding working days shall be observed as holidays.
When Christmas Day occurs on a Sunday, the two working days following
shall be observed as holidays.
10 Any other day proclaimed by executive order and granted to other City
employees.
Section B. Any employee who works the following listed holidays shall be paid
double his/her rate of pay for hours worked (midnight to midnight).
1. Thanksgiving Day
2. Christmas Day
ARTICLE 9 - TUITION REIMBURSEMENT
The Employer shall reimburse an employee for the actual cost of tuition and
required fees paid by an employee to an accredited college or university, provided
that those expenses are incurred: (1) in a course leading to a law enforcement
related Associate's/Bachelor's/Master's degree; (2) that the employee has received
a grade of "C" or better or "pass" in a pass/fail grading system; (3) that such
reimbursement for tuition shall not exceed the prevailing rate for undergraduate
tuition established by the University of Washington for quarter system credits and
by Washington State University for semester systems credits.
Reimbursement for job related course work not leading to a law enforcement
related degree will require the employee to submit the course of instruction to the
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Renton Police OfficeV Guild, Police Commissioned '"`
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Employer for approval, and obtain approval, prior to attending or prior to incurring a
cost.
ARTICLE 10 - EDUCATIONAL INCENTIVE
Employees shall be eligible for Associate Degree or Bachelor's Degree minimum
pay allowances, as provided in Appendix B of this Agreement, when such
employee has obtained an undergraduate degree from an accredited educational
institution. For this section completion of 90 quarter or 60 semester credits of
college level work is equivalent to eligibility of Associate Degree pay provided such
credits are for academic study, and not based upon "life experience".
ARTICLE 11 — PERSONAL LEAVE
Section A. Accrual of Personal Leave. Employees shall accrue paid personal
leave time in accordance with the following schedule whenever they are on paid
employment status:
Length of Service Hours/Month Accrual
0 through 5 years 16
6 through 10 years 20
11 through 15 years 22
16 through 20 years 24
21 and subsequent years 26
Maximum accumulation of personal leave time shall not exceed 528 hours, except
when the employee is unable to use personal leave time as a result of illness,
disability, or operational considerations beyond the employee's control. In such
event, an employee shall not be penalized for excess accumulation, and the
Employer has the option of either allowing excess accumulation or paying the
employee for the excess accumulation. Buyback of personal leave accumulation
will be allowed during the term of this Agreement, subject to the approval of the
Employer (based upon availability of funds) to a maximum of forty-eight (48) hours
per year.
Section B. Personal Leave Time shall be subject to the following rules:
1. Temporary or intermittent employees who leave the employment of the
Employer and are later reemployed shall, for the purpose of this article, have
an adjusted date of actual service effective with the date of reemployment.
2. For the purpose of this Article, "actual service" shall be determined in the
same manner as for salary purposes.
3. Employees, who are laid off, retired, dismissed, or who resign shall be paid
for all accrued but unused personal leave time.
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Renton Police OfficeM Guild, Police Commissioned ` of
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4. On the death of an employee in active service, pay will be allowed for any
personal leave earned and not taken prior to the death of such employee.
5. An employee granted an extended leave of absence, which includes the
next succeeding calendar year, shall be given proportionate personal leave
earned in the current year before being separated from the payroll.
6. An employee returning from military leave of absence, as defined by law,
shall be given a personal leave allowance for the previous calendar year as
if he/she had been employed.
7. In the event that an employee becomes ill or injured while he/she is on
personal leave, and it can be established by the employee that the employee
is incapacitated due to the illness or injury, the day or days that he/she is
sick under these circumstances shall be carried as sick rather than personal
leave, and he/she will for all purposes be treated as though he/she were off
solely for the reason of his/her illness or injury. The employee shall submit
medical documentation of the illness or injury from the attending physician.
Section C. Scheduling and Using Personal Leave Time. The following rules
shall govern the scheduling and usage of personal leave time.
1. The minimum personal leave allowance to be taken by an employee shall be
one (1) hour.
2. Employee shall have the option to designate leave requests as "vacation
bids" when the request is for a period of time exceeding seven consecutive
calendar days in length (including both requested days off and regularly
scheduled days off) and is submitted more than thirty-one (31) days in
advance of the requested time off.
3. The employee's request for time off shall be approved or denied within eight
(8) days of submitting the request on the proper form. All requests for time
off occurring between March 1 and December 31 of any given year and
submitted prior to January 14 of that year shall be considered for all
purposes (including 5.a below) to have been submitted on January 14 of that
year.
4. In the event that multiple employees request the same day(s) off, and the
Employer is not able to accommodate all of the requests due to minimum
staffing limitations, then the Employer will use the following criteria, in order,
to determine who is granted the leave time:
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;
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Renton Police Officers Guild, Police Commissioned
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c. When the requests are otherwise equal, then the request from the
employee with more seniority shall have precedence. Seniority shall be
determined according to Article 3.
5. The Employer and the Guild acknowledge that the Employer has a legitimate
interest in maintaining proper staffing levels for public safety purposes, and
that employees have a legitimate interest in taking their time off at times
convenient to them. The Employer shall have the right to set different short-
term minimum staffing levels in all work units for special events. Special
events are city festivals and unusual occurrences where additional law
enforcement staffing for maintaining order is required. The Employer will
notify the employees by January 1 each year of changes to the long-term
minimum staffing levels.
Section D. Cancellation of Scheduled Leave. The Employer will make
reasonable effort to avoid cancellation of approved employee leave time, and to
notify employees as soon as possible after the decision to cancel. In the event that
the Employer cancels the approved leave time of an employee, the following rules
shall apply.
1. If the employee's request was submitted more than thirty-one (31) days in
advance of the scheduled leave, and approved, the Employer may cancel
that time off without penalty if at least thirty (30) days notice is given prior to
the scheduled leave.
2. If the employee's request was submitted less than thirty (30) days in
advance, but more than nine (9) days, and approved, the Employer may
cancel the time off without penalty if at least eight (8) days notice is given.
3. If the request is submitted with eight (8) days notice or less, and approved,
the Employer may cancel the time off at any time without penalty.
4. The Employer agrees not to cancel an approved vacation bid except in the
event of an extreme emergency condition.
5. For purposes of this section, "penalty" shall refer to the overtime pay
provisions of Article 4.
Section E. The number of leave hours used for each day off shall be calculated
based upon the number of hours in the employee's work day. Employees assigned
to a twelve (12) hour schedule shall use twelve (12) hours of personal leave for
each day off. Employees assigned to a ten (10) hour schedule shall use ten (10)
hours of personal leave for each day off.
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ARTICLE 12 - LONGEVITY
Section A. Employees shall receive premium pay for longevity in accordance with
Appendix B of this Agreement.
Section B. Longevity allowances shall be payable on the first payday following the
anniversary of the employee.
ARTICLE 13 - PENSIONS
Pensions for employees and contributions to pension funds will be governed by
applicable Washington State Statutes.
ARTICLE 14 - INSURANCES
Section A. Health Insurance. Employees in the bargaining unit, and their
dependents, shall receive medical, vision and dental coverage as specified in either
the City's self-insured plan, as revised by the Renton Employees' Health Plan
Board of Trustees and approved by the City Council in September, 1990, as
modified in 2003, or the Group Health Cooperative Plan.
Section B. City Contribution. In 2006 the employee portion of medical/dental
premium shall remain at the same level as in 2005. The City will pay the remaining
portion of the medical/dental premium necessary to fund the projected
medical/dental program cost for the calendar year 2006. The 2005 surplus as of
12/31/2005 will be frozen and not used to subsidize 2006 premiums but will be
rolled over to 2007.
The monthly premium cost shall be shared by the City and members of the
bargaining unit who elect dependent coverage. The employee shall pay monthly
pre-taxed premiums, beginning January 1, 2004, depending upon the dependent
coverage outlined below.
One dependent $20.00
Two dependents $35.00
Three or more dependents $50.00
Effective 01/01/2007 the City agrees to increase its share of the 2007 premium by
10 percent above the 2006 level. Any premium increase above 10 percent will be
addressed by the Renton Employee's Health Plan Board of Trustees through
program redesign or a 50/50 split of the additional costs necessary to fund the
program through 2007. Should premiums necessary to fund the projected program
costs for 2007 increase less than 10 percent, the Renton Employees' Health Plan
Board of Trustees shall have the option to distribute the funds as they see fit
proportionately to their constituents.
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Renton Police Officers Guild, Police Commissioned
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Effective 01/01/2008 the City agrees to increase its share of the 2008 premium by
21 percent above the 2006 level. Any premium increase above 21 percent will be
addressed by the Renton Employees' Health Plan Board of Trustees through
program redesign or a 50/50 split of the additional costs necessary to fund the
program through 2008. Should premiums necessary to fund the projected program
costs for 2008 increase less than 21 percent, the Renton Employees' Health Plan
Board of Trustees shall have the option to distribute the funds as they see fit
proportionately to their constituents.
Definitions:
Funds: Stock of money in excess of the projected premium amount
Surplus: Excess money above IBNR and paid plan expenses
Section C. Each union will have a maximum of one (1) vote, i.e. the Renton Police
Officers Guild has two (2) bargaining units but only receives one (1) vote on the
Renton Employees' Health Plan Board of Trustees. The City only receives one (1)
vote also. If all bargaining units participate the voting bodies would be as follows:
AFSCME-2170; Firefighters-864; Police Guild and the City for a total of four (4)
votes.
Section D. LEOFF I Employees. The Employer shall provide medical coverage of
LEOFF I employees as required by law.
Section E. Life Insurance. The Employer shall pay total premiums for all life
insurance coverage offered by the Employer. Life insurance coverage shall be as
follows:
1. Each employee shall receive a group term life insurance policy in the
amount of his/her total annual salary including double indemnity.
2. Each employee's spouse shall receive a $1,000 group term life insurance
policy.
3. Each employee's dependent shall receive a $1,000 group term life insurance
policy.
Section F. LEOFF II Disability. The Employer shall provide a payroll deduction
for each LEOFF II employee who authorizes the Employer to deduct monies from
the employee's paycheck to help defray the cost of a Guild designated on-duty
disability insurance policy.
Section G. False Arrest and Criminal Defense Coverage shall be provided by the
Employer for all employees. The Employer shall indemnify and defend any
employee against any claim or suit, where such claim or suit arises because such
employee performs his/her duty as an employee of the Renton Police Department.
The Employer shall pay on behalf of any employee any sums which the employee
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Renton Police Office )Guild, Police Commissioned
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shall be legally obligated to pay as a result of that employee's reasonable or lawful
activities and exercise of authority within the scope of his/her duties and
responsibilities as an employee of the Renton Police Department. Indemnity and
defense shall not be provided by the Employer for any dishonest, fraudulent,
criminal or malicious act or for any suit brought against the employee by or on
behalf of the Employer.
Section H. Department contracted extra-duty employment. All department
contracted extra-duty law-enforcement employment as a Renton Police Officer
shall be authorized by the Chief of Police or designee prior to such employment. In
order to ensure that officers who engage in extra-duty employment as Renton
Police Officers, have adequate liability coverage, the City will pay officers' so
employed at the rate of time and one half for top step patrol officers for such
employment. The overtime provisions of this Agreement shall not apply to such
employment. Time in excess of one hour shall be paid in pro rata 15-minute
segments. The parties agree to make such changes in the wording of this
provision as may be required to comply with the FLSA. Any officer working as a
Renton Police Officer without the permission of the Department and paid directly by
an employer other than the City of Renton shall not have Employer paid liability
coverage and shall not be authorized to wear the Renton Police Department
uniform.
Should this agreement not be signed prior to January 1, 2006, there is no provision
for back pay for department members. Applies only to extra-duty.
Section I. 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.
Section J. When a LEOFF II employee or dependents' health care benefits
ceases, the employee or dependent shall be offered medical and dental benefits
under the provision of Consolidated Omnibus Budget Reconciliation Act (COBRA)
for a period of eighteen (18) months following the date the condition is declared
fixed and stable.
ARTICLE 15 - BILL OF RIGHTS
Section A. The Employer retains the right to adopt rules for the operation of the
Renton Police Department and the conduct of its employees provided that such
rules do not conflict with the City Ordinances, City and State Civil Service Rules
and Regulations as they exist, or any provision of this Agreement. It is agreed that
the Employer has the right to discipline, suspend, or discharge any employee for
just cause subject to the provisions of the City Ordinances, City and State Civil
Service Rules and Regulations as they exist, and terms of this Agreement.
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Renton Police OfficerGuild, Police Commissioned
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Section B. Bill of Rights.
1. In an effort to ensure that investigations, as designated by the Chief of
Police of the Renton Police Department, are conducted in a manner which is
conducive to good order and discipline, the Renton Police Officers' Guild
shall be entitled to the protection of what shall hereafter be termed as the
"Police Officers' Bill of Rights".
2. Non-probationary employees who become the subject of an internal
investigation shall be advised in writing at least 24 hours prior to the
interview that he/she is suspected of:
a. Committing a criminal offense;
b. Misconduct that would be grounds for termination, suspension, or
other disciplinary action; or
C. That he/she may not be qualified for continued employment with the
Department.
3. Any employee who becomes the subject of an investigation may have legal
counsel or a Guild representative present during all interviews. An
investigation as used elsewhere in this Article shall be interpreted as any
action, which could result in a dismissal from the Department or the filing of
a criminal charge. In any investigation that may lead to discipline, the
employee is entitled to have Guild representation to the extent permitted by
law.
4. The employee under investigation must, at the time of an interview, be
informed of the name of the officer in charge of the investigation and the
name of the officer who will be conducting the interview. General Order
52.1.1 will govern the assignment of investigations (see Appendix C).
5. The employee shall be informed in writing as to whether he/she is a witness
or suspect. If the employee is a suspect, he/she shall be appraised in
writing of the allegations of such complaint 24 hours before any interview
commences. Allegations are defined for the purpose of notification as the
specific General Orders in violation. General Order 52.1.6 shall govern the
notification process (see Appendix C).
6. The interview of any employee shall be at a reasonable hour, preferably
when the employee is on duty. Whenever possible, interviews shall be
scheduled during the normal workday of the Employer.
7. The employee or Employer may request that a formal investigation interview
be recorded, either mechanically or by a stenographer. There can be no "off
the record" questions. Upon request, the employee under formal
investigation shall be provided an exact copy of any written statement he/she
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Renton Police OfficeGuild, Police Commissioned `"0
2006-2008
has signed. The employee shall be furnished a copy of the completed
investigation 72 hours prior to any pre-disciplinary Loudermill hearings.
8. Interviewing shall be completed within a reasonable time and shall be done
under circumstances devoid of intimidation or coercion. In all investigation
interviews that may result in discipline, the employee shall be afforded an
opportunity and facilities to contact and consult privately with an attorney of
his/her own choosing or Guild representative before being interviewed. The
employee shall be entitled to such intermissions, as he/she shall request for
personal necessities, meals, telephone calls and rest periods.
9. All interviewing shall be limited in scope to activities, circumstances, or
events which pertain to the employee's conduct or acts which may form the
basis for disciplinary action under one (1) or more of the categories
contained in Item 2 herein.
10. The employee will not be threatened with dismissal or other disciplinary
punishment as a guise to attempt to obtain his/her resignation, nor shall
he/she be subject to abusive or offensive language or intimidation in any
other manner. No promises or rewards shall be made as an inducement to
answer questions.
11. Upon the completion of the investigation and upon request, a copy of the
entire file shall be provided to the employee.
12. To balance the interest of the Employer in obtaining a psychological
evaluation of an employee to determine the employee's fitness for duty and
the interest of the employee in having those examinations being conducted,
psychological evaluations will be obtained in the least intrusive manner as
possible. To protect the employee's right to privacy the medical release form
agreed upon by the Employer and the Guild shall be signed by the employee
prior to the evaluation (see Appendix D).
13. No employee shall be required to unwillingly submit to a polygraph test or to
unwillingly answer questions for which the employee might otherwise
properly invoke the protections of any constitutional amendment against self-
incrimination. Nor shall any member be dismissed for or shall any other
penalty be imposed upon any employee for his/her failure to submit to a
polygraph test.
14. Should any section, sub-section, paragraph, sentence, clause, or phrase in
this Article be declared unconstitutional or invalid, for any reason, such
decision shall not affect the validity of the remaining portions of this Article.
15. Any employee involved in the use of lethal force shall not be formally
interviewed immediately following the incident. The policy and procedure
outlined in the Unusual Occurrences Manual (Department Response to Line
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Renton Police Officers Guild, Police Commissioned
2006-2008
of Duty Death or Other Critical Incidents) will govern the response to issues
regarding use of lethal force.
16. Investigations of members by the Employer shall be completed in a timely
manner with a goal of completion within 30 days.
Section C. Drug And Alcohol Testing.
1. The Employer considers its employees its most valuable asset. The
Employer and the Guild share concern for the safety, health and well being
of police department members. This community and all City employees
have the absolute right to expect persons employed by the Employer will be
free from the effects of drugs and alcohol.
2. Before an employee may be tested for drugs, the Employer shall have
individualized reasonable suspicion based on objective facts and reasonable
inferences drawn there from, that a particular employee has engaged or is
engaged in the use of illegal drugs and/or abuse of legal drugs (including
alcohol).
3. Drug and alcohol* tests shall be performed by a HHS certified laboratory or
hospital or clinic certified by the State of Washington to perform such tests.
(* Initial alcohol testing may be performed by a Certified Breath Alcohol
Technician or any other person approved to operate an Evidential Breath
Testing device.)
a. Drug Testing
i. An initial drug screen shall be performed using the
Immunoassay (IA) method.
ii. Any positive results on the initial drug-screening list shall be
confirmed through use of Gas Chromatography/Mass
Spectrometry.
iii. The drug panel and cut off standards shall be as defined by 49
CFR Part 40 which sets forth the procedures for drug testing in
the Department of Transportation (DOT).
iv. Confirmed positive drug test results shall be sent to a licensed
physician who, as Medical Review Officer (MRO), will review
the affected employee's medical history and other relevant
factors to determine if the positive test result should be
excused. The MRO will notify the department of the results of
his or her review. Negative test results shall be sent to the
Employer's drug and alcohol testing administrator who will
notify the designated department representative and employee
of the test results.
b. Alcohol Testing
Alcohol test results shall be released to the employee and department
upon conclusion of the test. For the purpose of determining whether
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Renton Police OfficeYGuild, Police Commissioned
2006-2008
the employee is under the influence of alcohol, test results of .02 or
more based upon the results of an Evidential Breath Testing device
shall be considered positive.
C. Confirmation of Test Results
i. Employees notified of a positive alcohol test result may request
the opportunity to have a blood sample drawn for analysis at
either a hospital or certified testing lab as chosen by the
Employer.
ii. Employees notified of a positive drug test may request that the
Medical Review Officer send a portion of their first sample to
the hospital or HHS certified laboratory of the employee's
choice for testing by gas chromatography/mass spectrometry.
iii. The cost of employee requested tests are the responsibility of
the employee. If the test results are negative, the Employer
will reimburse the employee for the cost of the test.
ARTICLE 16 - MANAGEMENT RIGHTS
Section A. The Guild recognizes the prerogative of the Employer and the Chief of
Police to operate and manage Police Department affairs in all respects, in
accordance with its responsibilities and the powers of authority which the Employer
has not officially abridged, delegated, or modified by this Agreement.
Section B. Subject to the provisions of this Agreement, the Employer reserves the
right:
1. to recruit, assign, transfer, and promote members to the positions within the
Department;
2. to suspend, demote, discharge, or take other disciplinary action against
members for just cause;
3. to relieve members from duties because of lack of work, lack of funds, the
occurrence of conditions outside Department control; or when the
continuation of work would be wasteful and unproductive;
4. to determine methods, means, and personnel necessary for departmental
operations;
5. to control the department budget;
6. to take whatever actions are necessary in emergencies in order to assure
the proper functioning of the Department;
7. to determine classification, status, and tenure of employees;
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Renton Police Officers Guild, Police Commissioned '`O"'
2006-2008
8. to perform all other functions not limited by this Agreement.
ARTICLE 17 - GRIEVANCE PROCEDURE
The Employer recognizes the importance and benefit of settling grievances
promptly and fairly in the interest of better employee relations and morale. To this
end, the following procedure is outlined. Every effort will be made to settle
grievances at the lowest level of supervision.
Employees will be unimpeded and free from unreasonable restraint or interference
and free from coercion, discrimination, or reprisal in lawfully seeking adjudication of
their grievance.
Section A. Definitions.
1. Grievance: Any issue relating to interpretation, application, or enforcement
of any provision contained in this Agreement.
2. Issue: Any dispute, complaint, problem, or question arising with respect to
working conditions or employer-employee relations of any nature or kind
whatsoever.
3. Guild Representative: A Guild member designated by the Guild President
as a bargaining representative.
Section B. Procedure. The steps set forth herein shall be followed unless the
Chief of Police and the Grievant, Guild, or individual raising the issue agree in any
particular case that the procedural steps and/or time limits should be modified. Any
agreement to modify the procedural steps and/or time limits shall be in writing. In
the event that no provision is made to modify any procedural steps an/or time limits,
and either of the parties violates them, the grievance/issue shall be considered
settled in favor of the party that is not in default at the time. If any specified
participant in the steps below is absent and thus unable to timely participate, such
step(s) may be completed by the participant's designee.
Ste 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.
Ste 2 If the grievant is not satisfied with the decision rendered, he/she shall
submit the grievance/issue in writing to the Deputy Chief within fifteen (15) calendar
days. If the grievance is initiated by the Guild, it shall be initiated at Step (2) of the
grievance process within fifteen (15) calendar days from the date the Guild knew or
reasonably should have known of the action precipitating the grievance/issue. The
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Renton Police OfficeVi Guild, Police Commissioned
2006-2008
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.
Ste 3 If the grievant is not satisfied with the decision rendered, he/she shall
submit the grievance/issue in writing to the Chief of Police within fifteen (15)
calendar days. The Chief of Police shall notify the employee(s) and the Guild
Representative in writing of his/her decision and the reasons therefore within fifteen
(15) calendar days thereafter.
Ste 4 If the grievant is not satisfied with the decision rendered, he/she shall
submit the grievance/issue in writing to the Mayor within fifteen (15) calendar days.
The Mayor shall notify the employee(s) and the Guild Representative in writing of
his/her decision and the reasons therefore within fifteen (15) calendar days
thereafter. Consideration of the issue shall conclude at this point.
Ste 5 If the grievance has not been settled by the Mayor, either party may
submit the matter to arbitration. In any case, the matter must be referred to
arbitration within ninety (90) days from conclusion of the fifteen (15) day period of
consideration by the Mayor. A neutral arbitrator will be selected jointly by both
parties. If the parties cannot agree on an arbitrator, they will request a list of
arbitrators from the American Arbitration Association (AAA) and alternately strike
names, if necessary, to pick an arbitrator. The arbitrator selection process will not
exceed ten (10) days. The total cost of the proceedings shall be borne equally by
both parties. The arbitrator's award shall be final and binding on both parties,
provided, however, that no authority is granted to the arbitrator to modify, amend,
or delete any terms of this Agreement.
When an employee or the Guild appeals a grievance to arbitration, such appeal
shall be made in writing and shall constitute an election of remedies and, to the
extent allowed by law, a waiver of any and all rights by the appealing employee or
the Guild to litigate or otherwise contest the appealed matter in any court or other
available forum.
Section C. Election of Remedies. In the case of disciplinary actions that are
appealable to the Civil Service Commission, a non-probationary employee may file
a grievance under the terms of this Agreement alleging that the disciplinary action
was not for just cause. If the employee does so, it shall constitute an election of
remedies and said employee shall be barred from pursuing the issue in any other
forum including, but not limited to, the Civil Service Commission. Likewise, if an
employee files litigation in any other legal forum, including Civil Service, that
employee may not grieve said discipline and any grievance previously filed shall be
deemed withdrawn and any remedies previously granted shall be void.
ARTICLE 18 - PERFORMANCE OF DUTY
Section A. Nothing in this Agreement shall be construed to give an employee the
right to strike, and no employee shall strike or refuse to perform assigned duties to
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Renton Police Office Guild, Police Commissioned `"w,
2006-2008
the best of his/her ability. It is further agreed that no employee shall refuse to cross
the picket line of any other union during his/her scheduled work shift.
Section B. The parties recognize and agree to abide by the provisions of
RCW 41.56.490.
ARTICLE 19 - RETENTION OF BENEFITS
Section A. Wages, hours, benefits, and working conditions constituting mandatory
subjects of bargaining in effect on the effective date of this Agreement shall be
maintained unless changed by mutual agreement between the Employer and the
governing body of the Guild. An interest arbitrator may also change contract
provisions legally before him or her in an interest arbitration.
Section B. The Employer agrees to notify the Guild in advance of changes or
hearings affecting working conditions of any employee covered by this Agreement,
except in emergency situations and provided that the Employer is aware of the
changes or hearings.
ARTICLE 20 - PAY DAYS
Section A. Employees shall be paid twice each month and any employee who is
laid off or terminated shall be paid all monies due on the next following payday. All
employees shall be paid on the 10th and 25th day of each month. If the 10th or 25th
day of the month falls on a holiday or weekend period, the employees shall be paid
on the last business day prior to that period.
If an employee is leaving on vacation, an early check request authorized by the
immediate supervisor may be granted provided the check has been processed and
is ready for disbursement.
Section B. All employees will participate with direct deposit of paychecks. The
Employer will adopt appropriate administrative procedures allowing for direct
deposit. The Employer will, to the extent feasible, assure that funds are transmitted
as near in time as possible to the time at which paychecks are distributed to other
employees.
ARTICLE 21 - SAVINGS CLAUSE
Section A. If any article of this Agreement or any addenda hereto should be held
invalid by operation of law or by any tribunal of competent jurisdiction or if
compliance with or enforcement of any article should be restrained by such tribunal,
the remainder of this Agreement and Addenda shall not be affected thereby, and
the parties shall enter, within ten (10) calendar days, into collective bargaining
negotiations for the purpose of arriving at a mutually satisfactory replacement or
modification of such Article held invalid.
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Renton Police OfficerGuild, Police Commissioned *4MV
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Section B. Any conflict between the provisions of this Agreement and current Civil
Service Rules and Regulations shall be resolved as set forth herein. It is further
understood that (a) to the extent the labor agreement does not address a matter
(e.g., discipline, seniority, lay offs, etc.) and Civil Service does, then Civil Service
shall prevail; (b) to the extent the labor agreement does address a matter (e.g.,
discipline, seniority, lay offs, etc.) and Civil Service also does so, the labor
agreement shall prevail. The Employer and Guild otherwise retain their statutory
rights to bargain changes in Civil Service Rules and Regulations (i.e. changes
initiated after the effective date of this agreement) for employees in the bargaining
unit. Upon receiving notice of such proposed change(s) from the Civil Service
commission, either party may submit a written request to the Mayor (within sixty
(60) calendar days after receipt of such notice) and the result of such bargaining
shall be made a part of this Agreement.
Section C. This Agreement and any and all amendments and modifications
hereafter entered into and executed by and between the parties hereto shall be
binding and inure to the benefit of the parties' respective successors and assigns
and any other governmental entity succeeding to the City of Renton's obligations
hereunder.
Section D. In case of any merger or consolidation by the Employer with another
governmental agency, either party shall have the right to reopen this Agreement for
negotiation of any positions affected by the merger or consolidation.
Section E. The Employer shall have the right to bargain any issues arising out of
the implementation of the Fair Labor Standards Act (FLSA) including any conflicts
that may arise regarding Article 19, Retention of Benefits. Statutory provisions for
resolution of impasses reached in collective bargaining, and contractual provisions
for resolution of grievances arising out of such FLSA issues shall apply.
ARTICLE 22 - ENTIRE AGREEMENT
Section A. The Agreement expressed herein in writing constitutes the entire
agreement between the parties, and no oral statement shall add up to or supersede
any of its provisions.
Section B. The parties acknowledge that each has had the unlimited right and
opportunity to make demands and proposals with respect to any matter deemed a
proper subject for collective bargaining. The results of the exercise of that right are
set forth in this Agreement. Therefore, except as otherwise provided in this
Agreement, the Employer and the Guild for the duration of this Agreement each
voluntarily and unqualifiedly agrees to waive the right to oblige the other party to
bargain with respect to any subject or matter not specifically referred to or covered
in this Agreement.
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ARTICLE 23 - DURATION OF AGREEMENT
Unless otherwise agreed, this Agreement shall become effective January 1, 2006,
and shall remain in force until December 31, 2008
Signed this g day of noyYAit1mV , 2005, at Renton,
Washington.
CITY OF RENTON POLICE OFFICERS' GUILD
Mayor President
y
Police Chie Vice President
uman Resources & RiskMan ement Secretary
Administrator
ATTEST:
i \/ WaM�-^�
City Clerk
Approved as to legal form:
City Attorney
Qf REN T
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Renton Police OfficerGuild, Police Commissioned
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APPENDIX A
SALARIES
Section A - Salary Schedule. Effective January 1, 2006, salaries shall be increased by
3.0%.
1. The following salary schedule is effective January 1, 2006 for employees hired on
or after the effective date of this Agreement.
Classification Start 12 Months 24 Months 36 Months 48 Months
Police Sergeant $6212
Patrol Officer $4036 $4379 $4722 $5061 $5402
2. The following salary schedule is effective January 1, 2007
Classification Start 12 Months 24 Months 36 Months 48 Months
Police Sergeant $6399
Patrol Officer $4157 $4510 $4864 $5213 $5564
3. The following salary schedule is effective January 1, 2008
Classification Start 12 Months 24 Months 36 Months 48 Months
Police Sergeant $6591 $6877
Patrol Officer $4282 $4645 $5010 $5369 $5731
Section B -Accreditation Premium. The Employer will deposit one percent (1.0%) of the
employee's base wage into the deferred compensation plan for each employee as a
premium for accreditation of the police department.
Section C - Deferred Compensation.
1. In exchange for thirty (30) hours of in-service training under Article 4 of this
Agreement at the prevailing straight time rate, the Employer shall make a
contribution equal to one-half percent (0.5%) of the employee's base wage toward
the employee's deferred compensation plan.
2. In exchange for savings realized through modifying the salary scale, effective
January 1, 1997, the Employer shall contribute one and one-half percent (1.5%) of
the employee's base wage into the employee's deferred compensation plan.
3. The combined deferred compensation contribution from Sections B and C of this
Appendix shall be 3.0%
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Renton Police OfficeGuild, Police Commissioned
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APPENDIX B
EDUCATION/LONGEVITY SCHEDULE
Employees shall receive longevity pay according to the following scale:
Completion of 5 years — 2% of base wage
Completion of 10 years —4% of base wage
Completion of 15 years — 6% of base wage
Completion of 20 years — 10% of base wage
Completion of 25 years — 12% of base wage
Employees shall receive educational pay according to the following scale:
AA Degree/90 Credits —4% of base wage
BA Degree/Masters - 6 % of base wage
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Renton Police OfficeGuild, Police Commissioned
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APPENDIX C
SUBJECT: INTERNAL AFFAIRS -ADMINISTRATION
This order consists of the following numbered sections:
52.1.1 Complaints - Investigation
52.1.2 Direct Access to the Chief of Police
52.1.3 Complaints - Notifying the Chief of Police
52.1.4 Complaint Investigation Time Limits
52.1.5 Complainant Notification of Status of Investigation
52.1.6 Notification of Allegations and Rights
52.1.7 Conditions for Additional Investigation
52.1.8 Internal Investigations - Relief from Duty
52.1.9 Internal Investigations - Conclusion of Fact
52.1.10 Internal Investigations - Records
52.1.11 Internal Investigations -Annual Summary
52.1.12 Internal Investigations - Registering Complaint Procedures
52.1.1 Complaints - Investigation
I. All complaints against the agency or its employees will be investigated. The
function of Internal Affairs is to ensure that the integrity of the Renton Police
Department is maintained through an internal system. Objectivity, fairness,
and justice are assured by intensive and impartial investigation and review to
clear the innocent, establish guilt of wrongdoers, and facilitate fair, suitable,
and consistent disciplinary action.
II. The Chief of Police is responsible for the Internal Affairs function, and
delegates responsibility to the Deputy Chief. The Deputy Chief is
responsible for:
A. Recording, registering, and controlling the investigation of complaints against
department members:
1. Upon receipt of a complaint, the Deputy Chief will review
the complaint, enter the complaint in the Complaint Log and
obtain a log number, check the Complaint Log for any
similar complaints and notify the Chief of Police of the
allegations;
2. The Deputy Chief will determine if the investigation is to
be handled by the principal member's supervisor, or other
departmental personnel with specific expertise relating to
the allegation. In the case of a criminal allegation, the Chief
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Renton Police Office* Guild, Police Commissioned '"W
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of Police will determine if the investigation is to be assigned
to the Investigations Division or elsewhere.
B. Supervising and controlling the investigation of alleged or suspected
misconduct within the department.
1. Deputy Chief will assign complaints and allegations of
misconduct for investigation;
2. Division Commanders will ensure investigations are
promptly adjudicated to ensure the integrity of the
department and its members;
3. When the investigation is completed, it will be forwarded to the
appropriate chain of command for staff review.
C. Maintain the confidentiality of the internal affairs investigation and records:
1. The Administrative Secretary will maintain the Complaint
Log and Investigation Files, permitting no access to them,
except as authorized by the Chief of Police.
III. The following types of investigations may be conducted as part of an Internal
Affairs function:
A. Informal investigation may be conducted on complaints determined to be
informal primarily based upon the nature and complexity of the
allegation(s). Incidents that are of a less serious nature should be reported
to the member's division commander in a timely manner, which would
normally be within 24 hours, except on weekends.
Informal Investigation:
1. May be conducted on less serious allegations of
misconduct where the supervisor or command officer has
the option to handle the complaint at the lowest level of
supervision;
2. May be conducted on complaints in which the complainant
does not wish to sign a formal complaint.
3. Examples of complaints that may be classified as informal
include but are not limited to:
a. Failure to take proper police action;
b. Slow or no response;
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Renton Police Office*e Guild, Police Commissioned V"101
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C. Poor demeanor.
B. Formal investigations are determined to be formal primarily based upon the
nature and complexity of the allegation. Formal complaints against
employees will be directed immediately to the member's division
commander or manager via the chain of command. Division Commanders
will notify the Deputy Chief who will forward the complaint to the Chief of
Police.
Formal Investigation:
1. Will be conducted on all signed Police/Citizen Complaints;
2. Will be conducted on serious allegations of misconduct;
3. Examples of complaints or allegations that may be determined
as formal include but are not limited to:
a. Allegations of violations of law;
b. Allegations of brutality of misuse of force;
C. Breach of civil rights.
C. Formal investigations will be reviewed by those responsible for the Internal
Affairs function, the Deputy Chief and the Chief of Police. Review of
informal investigations is the responsibility of the respective supervisor of
the person investigating the complaint.
IV. Investigation - The primary responsibility for the proper completion of
investigation of all allegations of employee misconduct lies with the Deputy
Chief.
A. As a general policy, all informal investigations are handled by the line
supervisor. Any formal or informal complaints or inquiries may be
investigated by a line supervisor.
B. The individual assigned as the investigator will be one of the following
persons:
1. The accused employee's supervisor;
2. A member of the Investigations Division;
3. Anyone else the Chief may designate.
C. The investigating officer will commence his investigation on the basis of the
complaint.
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Renton Police OfficeV Guild, Police Commissioned
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1. If, during the investigation of the initial complaint, it is disclosed
that other misconduct may have taken place, this misconduct
will also be investigated, reported upon, and adjudicated.
2. The investigator assigned will investigate and report all aspects
of the case in a manner which is fair and impartial to all
persons.
3. The investigator will be responsible for informing the Division
Commanders of the continuing developments in the
investigation to determine whether to:
a. Retain the accused employee in current assignment.
b. Excuse the accused employee from duty.
C. Assign the accused employee to some other duty where
there is close supervision and limited contact with the
public or other police personnel.
4. The investigator will complete the investigation and
submit the report in a timely manner with a goal of
completing the process within the 30-day limit.
D. The investigator's final report to Internal Affairs for informal investigations will
be completed in accordance with General Order 52.1.4.
E. The investigator's final report to Internal Affairs on formal
investigations will contain:
1. A written summary report which includes:
a. The Internal Affairs number;
b. The nature of complaint;
C. The name(s) of employee(s) involved;
d. The allegations summary (concise, but a complete
synopsis of the allegations);
e. Investigation - including a chronological summary of the
investigation;
f. Findings of fact - including, by numerical listing, a
summary of findings of fact.
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Renton Police Office"! Guild, Police Commissioned
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2. Statements - interviews and letters of employees,
citizens, and witnesses.
3. Reports - copies of all related reports.
4. Correspondence - copies of any memos or formal letters
related to the investigation.
V. Staff Review of Internal Affairs Investigations
A. After the investigation of formal complaints is completed, the case file
will be forwarded to the involved employee's chain of command for
staff review.
B. The first line supervisor will review the case, make his disposition and
penalty recommendations, when applicable, and forward the file to his
Division Commander for review.
C. The Division Commander will review the case, make the recommendations, and forward the
file to the Deputy Chief.
D. The Deputy Chief will review the case, make recommendations, and
forward the file to the Chief of Police for final review and final
adjudication.
E. The final disposition of each allegation in a complaint will be classified
in one of the ways outlined in General Order 52.1.9.
F. Upon approval of the Chief of Police, the Internal Affairs' assigned
component will send a letter to the reporting party, and notify the
employee through the chain of command as to the disposition.
G. The completed investigation will then be considered closed, and filed
numerically.
52.1.2 Direct Access to Chief of Police
I. The Deputy Chief is responsible for the Internal Affairs component, and
reports directly to the Chief of Police.
52.1.3 Complaints - Notifying the Chief of Police
I. All complaints against the department or department personnel shall be
directed to the member's division commander or manager via the chain of
command. Division commander and manager will notify the Deputy Chief
when such complaints are brought to their attention. The Deputy Chief will,
in turn, forward to the Chief of Police information about the complaint and
how it was received.
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Renton Police Officer Guild, Police Commissioned r..r
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52.1.4 Complaint Investigation Time Limits
I. To achieve a speedy resolution to internal affairs issues, an Internal Affairs
investigation will generally be completed within 30 days. A verbal status
report will be given to the Chief of Police at least weekly.
II. In cases where extenuating circumstances exist, the time limit may be
extended by the Deputy Chief with approval of the Chief of Police.
52.1.5 Complainant Notification of Status of Investigation
I. The Renton Police Department will keep the complainant informed
concerning the status of a complaint.
A. Complainants signing a formal complaint form (RPD073) will be furnished a
copy of the complaint form. The form briefly describes the responsibilities
of the complainant and the actions to expect of the Renton Police
Department.
B. Periodic status reports will be communicated to complainants signing
a formal complaint, although the degree of specificity of the status
report is at the discretion of the investigator;
C. A letter approved and signed by the Chief of Police will be sent to the
complainant informing him/her of the final disposition of their formal
complaint.
52.1.6 Notification of Allegations and Rights
I. Affected employees who become the subject of an internal affairs
investigation will be notified in writing:
A. That they have become the subject of an internal affairs complaint;
B. The allegation(s) against the employee;
C. The employee's rights and responsibilities relative to the investigation.
II. The principal member of the investigation will be furnished a copy of the
complaint. Affected employees will be afforded all protections under State
law, Civil Service, City Ordinance, and the Officer's Bill of Rights as agreed
upon between the City of Renton and the Renton Police Guild.
52.1.7 Conditions for Additional Investigation
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Renton Police Office*V Guild, Police Commissioned
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I. Evidence collection for investigations involving Renton Police Department
employees will be conducted in accordance with state law, and the current
applicable labor agreement between the City of Renton and the Renton
Police Officer's Guild.
II. Additional investigation may be required during the course of such
investigation. The following may be requested of the principal department
member upon the approval of the Chief of Police or his designee:
A. Medical or laboratory examinations;
B. Photographs of the affected employee(s);
C. Directing the employee to participate in a lineup;
D. Requiring an employee to submit financial disclosure statements,
records;
E. Use of instruments for the detection of deception, including polygraph.
52.1.8 Internal Investigations - Relief From Duty
I. Supervisors or command officers may temporarily relieve an employee from
duty with pay, under the following circumstances:
A. The employee is unfit for duty due to physical or psychological reasons (i.e.
intoxication, etc.).
B. Supervisors or command officers may temporarily relieve an
employee from duty, with pay, in response to serious performance
related issues, or actions pending disposition of an internal affairs
investigation.
II. An employee relieved from duty will be required and directed to report to the
Deputy Chief, or his designee, at 0900 hours the next day. The supervisor
or command officer relieving the employee from duty will also report to the
Chief of Police with all the necessary reports. The Deputy Chief with the
approval of the Chief of Police may extend the relief from duty as required by
the circumstances.
III. In all cases where an employee is relieved of duty under this General Order,
the employee's Supervisor, Division Commander, Deputy Chief, and CDO
(Command Duty Officer) will be notified as soon as possible.
52.1.9 Internal Investigations - Conclusion of Fact
I. An assessment of each allegation of employee misconduct shall be made
and classified as one of the following.
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Renton Police OfficeV Guild, Police Commissioned '%00'
2006-2008
A. Exonerated - The alleged act occurred, but was justified, legal and
proper;
1. Proper conduct - The allegation is true. The action of
the agency or the employee was consistent with agency
policy, and the complainants suffered no harm;
2. Policy Failure - The allegation is true, though the action of the
agency or the employee was consistent with agency policy.
The complainant suffered harm.
B. Sustained - The accused employee committed the allegation of
misconduct.
C. Not Sustained - The investigation produced insufficient information to
clearly prove or disprove the allegation.
D. Unfounded - The alleged act did not occur.
E. Misconduct not based on the original complaint - This is used to
indicate the discovery of sustained acts of misconduct that were not
alleged in the original complaint. The new allegations are
investigated under the same procedures.
52.1.10 Internal Investigations - Records
I. The Renton Police Department investigates and maintains records of all
complaints made against the Department and its employees. These records
shall be maintained securely, ensuring the confidentiality of these records
are protected.
A. The Administrative Secretary maintains a complaint log of all formal
complaints, which is maintained by the office of the Chief of Police.
B. Supervisory and Command personnel are responsible to securely
maintain appropriate records of all informal complaints.
52.1.11 Internal Investigations -Annual Summary
I. The Deputy Chief will compile an annual statistical summary report based on
the records of Internal Affairs investigations. Copies of the statistical
summary will be disseminated to the Chief of Police for appropriate
distribution, including the Accreditation Files. The report will be made
available through the Chief of Police to the public, City officials and
Department employees upon request.
52.1.12 Registering Complaint Procedures
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Renton Police Office Guild, Police Commissioned
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I. The Renton Police Department will make available to the general public the
Police/Citizen Complaint form (RPD073). The form may be obtained from
any supervisory or command officer or at the Front Counter.
Il. The form will briefly describe the responsibilities of the complainant and the
investigation process.
III. All employees will be furnished a copy of the General Orders and should
make themselves aware of the provisions.
44
APPENDIX D
UJI, , hereby release Dr.
To provide the following medical information to my employer. In
accordance with sections 102(c)(B), 102(c)(C)and 102(c)(4)(C)of the
Americans with Disabilities Act,the above-named doctor is required to
maintain all medical records in association with the examination of me on
UJseparate forms and in separate medical files and must treat those records
as a confidential record with the following exceptions:
Mi
The above—named doctor may advise my employer regarding:
1. Psychological or physical fitness to perform all the essential
functions of my current job classification;
2. If unable to perform all those functions, the duties that I am
able to perform and which duties I am not able to perform;
3. If unable to work at this time,when I can reasonably be
=MJ expected to return to work at my regular duties;
4. Any necessary restrictions on my work or duties;
5. Any necessary accommodations which may be required to
allow me to perform the essential functions of my current
job classification; and
6. Any recommendation for psychotherapy or other form of
therapy, counseling and/or medical treatment.
This Release is intended to grant no further access to my
confidential medical records than the Americans with Disabilities Act
allows, and the examining physician is instructed accordingly.
PATIENT DATE
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