HomeMy WebLinkAboutContract CAG-19-138
AGREEMENT
By and Between
CITY OF RENTON
and
NON-COMMISSIONED EMPLOYEES OF THE
RENTON POLICE GUILD
2019 — 2020
Police Non-Commissioned Contract
2019-2020
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2019-2020
TABLE OF CONTENTS
PREAMBLE 7
ARTICLE 1 — RECOGNITION AND BARGAINING UNIT 7
1.1. Union Recognition 7
1.2. Union Representation. 7
ARTICLE 2 — UNION MEMBERSHIP AND DUES DEDUCTION 8
2.1. Membership. 8
2.2. Union Security. 8
2.3. Union Officials' Time Off. 9
2.4. Dues Deduction. 10
ARTICLE 3 — EMPLOYMENT PRACTICES 11
3.1. Personnel Reduction. 11
3.2. Rehires/Reinstatement. 12
3.3. Vacancies and Promotions. 12
3.4. Personnel Files. 12
3.5. Probation 14
3.6. Non-Discrimination. 15
ARTICLE 4 — HOURS OF DUTY AND OVERTIME 15
4.1. Hours of Duty. 15
4.2. Overtime. 18
4.3. Overtime Minimums. 19
4.4. Compensatory Time. 20
4.5. Standby. 20
4.6. Compensation for Training 21
4.7. Early Release. 23
ARTICLE 5 — SALARIES 24
ARTICLE 6 — ALLOWANCES AND PREMIUMS 24
6.1. Clothing Allowance. 24
6.2. Quartermaster System. 25
6.3. Uniform Cleaning. 26
6.4. Ca l lout Pay. 27
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6.5. Premium Pay. 27
6.6. New Positions 28
6.7. Working Out Of Classification 28
6.8. Physical Fitness Deferred Compensation Contribution. 28
ARTICLE 7 — SICK LEAVE 29
7.1. Sick Leave. 29
7.2. Bereavement Leave 30
7.3. Light Duty Requirement. 31
ARTICLE 8 — HOLIDAYS 31
8.1. Legal Holidays Observed. 31
8.2. Holiday Pay. 32
ARTICLE 9 —TUITION REIMBURSEMENT 32
9.1. Tuition Reimbursement Requirements. 32
9.2. Non-completion of Term or Course. 33
ARTICLE 10 — EDUCATIONAL INCENTIVE 34
10.1. Educational Premium Pay 34
10.2. Minimum Pay Allowances. 34
ARTICLE 11 — PERSONAL LEAVE 34
11.1. Accrual of Personal Leave. 34
11.2. Personal Leave Time. 35
11.3. Scheduling and Using Personal Leave Time. 37
11.4. Cancellation of Scheduled Leave. 39
11.5. Personal Leave Hours Used. 40
ARTICLE 12 — LONGEVITY 40
12.1. Premium Pay. 40
12.2. Longevity Allowance. 40
ARTICLE 13 — PENSIONS 40
ARTICLE 14 — INSURANCES 41
Definitions: 41
14.1. Health Insurance. 41
14.3. Life Insurance. 44
14.4. Federal/State Healthcare Options. 45
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14.5. COBRA. 45
14.6. Short Term Disability Insurance Policy 45
14.7. Long Term Disability. 45
14.8. Indemnify and Defend. 46
14.9. Change in Benefits. 46
14.10. Guild-Directed Trust Fund. 46
ARTICLE 15 — BILL OF RIGHTS 46
15.1. Just Cause Employer Rights. 47
15.2. Bill of Rights 47
15.3. Drug and Alcohol Testing 53
ARTICLE 16 — MANAGEMENT RIGHTS 56
16.1. Recognition. 56
16.2. Rights of Employer. 57
ARTICLE 17 — GRIEVANCE PROCEDURE 58
17.1. Definitions. 58
17.2. Grievance Procedure. 58
Step (1) 59
Step (2) 59
Step (3) 60
Step (4) 60
Step (5) 60
17.3. Election of Remedies. 61
ARTICLE 18 — PERFORMANCE OF DUTY 61
ARTICLE 19 — RETENTION OF BENEFITS 62
ARTICLE 20 — PAY DAYS 62
20.1. Pay Dates. 62
20.3. Direct Deposit 63
ARTICLE 21 — SAVINGS CLAUSE 63
21.1. Savings Clause. 63
21.2. Contract/Civil Service. 63
21.3. Successor Agreement. 64
21.4. FLSA Disputes. 64
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ARTICLE 22 - ENTIRE AGREEMENT 65
ARTICLE 23 - DURATION OF AGREEMENT 66
APPENDIX A - SALARIES 68
APPENDIX C - MEDICAL RELEASE 71
APPENDIX C - MEDICAL RELEASE 71
APPENDIX D -TELEWORK RE-OPENER 72
INDEX 73
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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 Guild, Non-Commissioned, hereinafter referred to as
the Guild, governing wages, hours, and working conditions for
certain members of the Renton Police Department.
It is intended that this Agreement, achieved through the process of
collective bargaining, will serve to maintain good relations between
the Employer and the Guild, to promote efficient and courteous
service to the public, and to protect the public interest.
ARTICLE 1 — RECOGNITION AND BARGAINING UNIT
1.1. Union Recognition.
The Employer recognizes the Guild as the exclusive representative
of all non-commissioned employees for the purpose of bargaining
with the Employer. A non-commissioned employee is defined as
outlined in RCW 41.56.030. The Guild represents those classes
listed in Appendix A.
1.2. Union Representation.
The Guild President, or any other members of the Guild appointed
by the President, shall be recognized by the Employer as the official
representatives of the Guild for the purpose of bargaining with the
Employer. The Guild recognizes the Employer as the duly elected
representative of the people of the City of Renton and agrees to
negotiate only with the Employer through the negotiating agent or
agents officially designated by the Mayor and City Council to act on
its behalf.
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1.3. Guild Representatives.
The number of representatives of the Guild and the Employer at
any negotiating session shall be limited to four (4) members each,
unless waived by mutual agreement of the parties.
ARTICLE 2 — UNION MEMBERSHIP AND DUES DEDUCTION
2.1. Membership.
The Employer recognizes that members of the Renton Police
Department may, at their discretion, become members of the Guild
when such membership has been duly approved in accordance
with the provisions of the Guild's Constitution and By-Laws. The
Guild accepts its responsibility to fairly represent all employees in
the bargaining unit regardless of membership status.
2.2. Union Security.
Within thirty (30) days of hire or transfer into the bargaining unit,
each employee has the choice to attend a one-hour orientation
session with a designated Guild representative during work hours.
The purpose of the orientation is for the Guild to provide
information related to coverage under this CBA and enrollment in
Guild membership. The Employer and the Guild agree the
employees in positions covered under this Agreement hired on or
after its effective date shall, on the thirty-first (31st) day following
the beginning of such employment, make an election whether or
not to become a member of the Guild in good standing.
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2.3. Union Officials' Time Off.
2.3.1. Release Time for Guild Business. Official
representatives of the bargaining unit shall be given
time off with pay to attend meetings with City
representatives or to attend Guild meetings, provided
reasonable notification is given. Representatives
assigned to graveyard shift may be released by 2300
hours with supervisor's approval when necessary to
attend such meetings.
2.3.2. Release Time for Trainings and Conferences. Official
representatives of the bargaining unit shall be given
time off with pay to attend Guild related conferences
(not to exceed three working days for a single
function). The allowable aggregate of such time off
shall not exceed one hundred sixty (160) hours in one
calendar year. Provided, that a copy of the agenda of
the meeting is submitted to the Chief, at least 14
calendar days prior to the meeting and that the Guild
waives the right to working out of classification pay
should a replacement be needed to assume the duty
of the Guild representative granted time off.
2.3.3. Release Time Restrictions. The Employer retains the
right to restrict time off under subsections 2.3.1 and
2.3.2 above if an emergency exists or when such time
off would unreasonably impact departmental
operations.
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2.4. Dues Deduction.
Upon written authorization by an employee and approval by the
Guild Executive Board, the Employer agrees to deduct from the
wages of each employee the sum certified as initiation dues and
assessments twice each month as Guild dues, and to forward the
sum to the Guild Secretary or Treasurer. If any employee does not
have a check coming to him/her or the check is not large enough to
satisfy the assessments, no deductions shall be made from the
employee for that calendar month. All requests to cancel dues
deductions shall be in writing to the Employer and require
notification to the Guild by the Employer. Every effort will be made
to end the deduction effective on the first payroll, but not later
than the second payroll, after the Employer's receipt of the
employee's written notice. The Guild agrees to indemnify and hold
harmless the Employer for any claims, with the exception of those
caused by the Employer's negligence, arising out of the Employer's
activities to enforce the provisions of this Article.
The employer will provide a monthly written report to the Guild
transmitted with transfer of deducted dues owed to the Guild ("the
transferred amount"). Such report shall indicate: 1) all individuals
who had dues withheld as part of the transferred amount, and the
amount withheld and transmitted on behalf of that individual; 2) a
list of all employees who did not have dues withheld as part of the
transferred amount; 3) a list of all employees commencing
employment since the preceding report; and 4) all employees in
the preceding month who requested discontinuance of payroll
deduction of dues.
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ARTICLE 3 — EMPLOYMENT PRACTICES
3.1. Personnel Reduction.
3.1.1. Seniority. Seniority is determined by the employee's
most recent hire date in the bargaining unit.
a. In the event of a tie, the determining factor will
be placement on the eligibility list.
b. Leaves of Absence will not be subtracted from
seniority.
3.1.2. Personnel Reduction by Classification. Whenever it
becomes absolutely necessary through lack of
finances, lack of work, reorganization, abolishment of
position within classification, or other reasonable and
articulable purposes to reduce the number of
employees in the bargaining unit, such reductions
shall be carried out by classification in the following
order:
a. Temporary employees
b. Probationary employees
c. Regular employees in reverse order of seniority
within the classification; the one with the least
seniority being laid off first
3.1.3. Bumping Rights. If a laid-off employee has previously
worked in another job classification within the
bargaining unit, and has more seniority than the least
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senior employee in that job classification, he/she may
exercise the right to replace (bump) that employee.
3.2. Rehires/Reinstatement.
An employee may be recalled and reinstated in order of seniority to
a classification from which they are laid off or has previously
worked for up to two (2) years from the date of layoff.
In the event a certified employee leaves the service of the
Employer due to reduction in force and within the next two (2)
years the Employer rehires said former employee into the same
classification to which he/she was assigned at the date of
reduction, such employee shall be placed at the same step in the
salary range which he/she occupied at the time of the original
reduction.
3.3. Vacancies and Promotions.
Vacancies shall be filled and promotions made in accordance with
Police Civil Service Rules and Regulations, provided, that nothing in
this Agreement shall be construed to require the Employer to fill
any vacancy.
3.4. Personnel Files.
3.4.1. Personnel Files Contents. The personnel files are the
property of the Employer. The Employer agrees that
the contents of the personnel files, including the
personal photographs, shall be confidential and shall
restrict the use of information in the files to internal
use by the Police Department. This provision shall not
restrict such information from becoming subject to
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due process by any court, administrative tribunal, or
as required by law. Reasonable notice shall be given
the employee should the Employer be required to
release the personnel file. It is further agreed that
information may be released to outside groups
subject to the approval of the Employer; provided,
that nothing in this section shall prevent an employee
from viewing his/her original personnel file in its
entirety upon request. Nothing shall be added to or
deleted from the file unless the employee is furnished
a legible copy of same.
3.4.2. Inspection of Papers.
The application and examination papers of an
employee shall be available for inspection by the
appointing authority, the Chief of Police, and affected
employee. Employees shall be allowed to review a
copy of any adverse documentation before it is placed
in the file. The employer shall maintain a single
personnel file and there shall be no secret files.
Materials for the purpose of supervisor evaluations
shall be expunged if not made part of the personnel
file. Such papers shall also be made available to the
employee upon request, and to the elected or
appointed officers of the Guild at the request of the
affected employee. Written warnings shall be
expunged from personnel files (at the employee's
written request) after a maximum period of two (2)
years if there is no recurrence of misconduct for which
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the employee was disciplined during that period. Any
record of serious discipline shall be removed from the
personnel files after a maximum period of six (6) years
upon written request by the employee and if there is
no reoccurrence of misconduct for which the
employee is disciplined during that period.
Nothing in this section shall be construed as requiring
the Employer to destroy any employment records
necessary to the Employer's case if it is engaged in
litigation with the employee regarding that
employee's employment at the time those records
would otherwise be destroyed.
The parties recognize that the Employer may retain
internal investigation files, including discipline items
removed from personnel files, in compliance with the
state records retention schedule and RCW 40.14.
3.5. Probation.
Probation periods for employees newly hired into the bargaining
unit shall not exceed one (1) year. During this period, employees
may be discharged without resort to the Civil Service or grievance
procedure for failure to pass probation. Employees who are
promoted within the bargaining unit shall serve a promotional
probation period, which shall not exceed one (1) year. During that
period, employees may be reverted to their former positions
without resort to the Civil Service or the grievance procedure for
failure to pass probation.
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3.6. Non-Discrimination.
The Employer and the Guild agree that neither shall unlawfully
discriminate against any person because of race, color, religion,
national origin, age, gender, marital status, sexual orientation,
genetic information, disability status, veteran/military status,
and/or other protected class or characteristic unless based on a
bona fide occupational qualification. The Employer agrees not to
discriminate against employees because of union membership or
lawful union activities. It is recognized that employees who feel
they have been victims of discrimination shall be entitled to seek
relief or redress through the grievance procedures contained in this
Agreement or through the City of Renton's Fair Practices Policy.
ARTICLE 4 — HOURS OF DUTY AND OVERTIME
4.1. Hours of Duty.
4.1.1. Work Week. The required hours of duty for
employees in the bargaining unit shall be 2080 hours
per year, based on a work week of: five (5)
consecutive days on duty followed by two (2)
consecutive days off duty (5/2) unless otherwise
provided in this Article.
4.1.2. Revision of Work Week. The work week for all or
some employees may be revised upon mutual
agreement between the Guild and Police
Administration. Mutual agreement on revised work
schedules shall be documented in written format and
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a copy sent to the Human Resources & Risk
Management Administrator.
4.1.3. Rotation between Shifts. The rotation of personnel
between shifts shall be minimized within the
limitations of providing an adequate and efficient
work force at all times. When rotation is necessary,
the Employer will notify the affected employees as
soon as reasonably possible. Such notification shall
occur no later than fifteen (15) calendar days prior to
the personnel rotation, except when such employees
are probationary employees, or waive this provision in
writing, or when such rotations are needed due to a
bona fide law enforcement emergency.
The schedules shall be:
4.1.4. Electronic Home Detention Coordinators (EHD). The
EHD Coordinator(s) shall work a 9/80 schedule.
4.1.5. Evidence Technicians. Evidence Technician(s) shall
work four (4) consecutive ten (10) hour days on,
followed by three (3) consecutive days off.
If for any reason either the EHD or Evidence
Technician(s) fall below the staffing level of two (2)
officers for an extended period of time their schedule
shall revert back to a 5/2 schedule.
4.1.6. Shift Assignment Police Service Specialists. Shift
assignments for Police Service Specialists shall be
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made by bidding by seniority as defined in Article 3,
Section 3.1.1.
4.1.7. Police Service Specialists. Police Service Specialists
shall work four (4) consecutive ten (10) hour days on,
followed by three (3) consecutive days off.
4.1.8. Animal Control Officers. Animal Control Officers shall
work four (4) consecutive ten (10) hour days on,
followed by three (3) consecutive days off.
4.1.9. Parking Enforcement Officers. Parking Enforcement
Officers shall work four (4) consecutive ten (10) hour
days on, followed by three (3) consecutive days off.
4.1.10. Police Secretaries. Police Secretaries shall work a
9/80 schedule. If staffing is less than three (3)
employees for an extended period then the Police
Secretaries will revert back to a 5/2 schedule. (5
consecutive, eight (8) hour days on, two (2)
consecutive days off, Monday through Friday).
4.1.11. Community Program Coordinator. Community
Program Coordinators shall work a 9/80 schedule.
4.1.12. Domestic Violence Victim's Advocate. The Domestic
Violence Victim's Advocate shall work four (4)
consecutive ten (10) hour days on, followed by three
(3) consecutive days off. Days off shall include
Saturday and Sunday.
4.1.13. Crime Analyst. The Crime Analyst shall work four (4)
consecutive ten (10) hour days on, followed by three
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(3) consecutive days off. Days off shall include
Saturday and Sunday.
4.2. Overtime.
4.2.1. Except as otherwise provided in this Article and when
required by the Fair Labor Standards Act, employees
shall be paid at the rate of time and one-half for all
hours worked in excess of their regular shift. Overtime
will not be paid for hours in excess of a scheduled shift
resulting from a regularly scheduled shift rotation.
4.2.2. Employees required to work on any regular or
approved day off shall be paid at the rate of time and
one-half for the first day and double time for the
second and subsequent consecutive days EXCEPT in
the event of an emergency when overtime shall revert
to the time and one-half rate.
4.2.3. All employees shall be paid time and one-half for each
hour worked in excess of forty (40) hours in one week,
provided, these overtime hours have not already been
paid under Section 4.2.2 above.
4.2.4. Overtime, except for training, shall be voluntary,
provided that if there are not enough volunteers to
meet public safety requirements, overtime shall be
mandatory.
4.2.5. Employees may not accumulate less than fifteen (15)
minute increments of overtime.
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4.2.6. In recognition of Fair Labor Standards Act (FLSA)
guidelines, overtime shall be computed on the base
pay of the employee and shall include any premiums
as described in Article 6 of this Agreement in
calculation of the overtime rate.
4.3. Overtime Minimums.
In the event overtime is not in conjunction with a regularly
scheduled shift, the minimum payment shall be as set forth herein.
The rate of pay for minimums shall be time and one-half. However
when section 4.2.2 applies, the employee may choose either the
double time rate for all hours worked or the time and one-half rate
for the applicable minimum. Court minimums shall not overlap.
4.3.1. Three (3) hours for any court or related hearing
located in Renton.
4.3.2. Four (4) hours for any court or related hearing outside
the City of Renton.
4.3.3. Four (4) hours for any required court attendance
within nine (9) hours of the end of a graveyard shift
within the City of Renton and five (5) hours outside
the City of Renton.
4.3.4. Two (2) hours for any other unspecified overtime
including in-person meetings with the prosecutor's
office or defense counsel.
4.3.5. Three (3) hours when an employee assigned as an
Evidence Technician is requested to report for duty as
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a result of an investigation call out. To be eligible, the
employee must have been off duty for at least one (1)
hour preceding the call back.
4.4. Compensatory Time.
The Employer shall pay all authorized overtime requests on a cash
basis, provided that employees shall be allowed to elect
compensatory time in lieu of overtime cash payment up to a
maximum accrual of eighty (80) hours. Nothing in this Section shall
be construed as to prohibit the employee option of requesting
compensatory time off in lieu of paid overtime, provided that the
accumulation and use of such time is approved by the
Administrative Officer or Officer officially acting in that capacity.
In December of each year, the Chief has the option of purchasing
all or part of compensatory time accumulated by employees.
4.5. Standby.
The Employer and the Guild agree that the use of standby time
shall be minimized. Standby assignments shall be for a fixed,
predetermined period of time. Employees placed on standby status
by a member of the Police Department Command Staff, shall be
compensated on the basis of one (1) hour straight time pay for
each two (2) hours of standby or fraction thereof. If the employee
is actually called to work, standby pay shall cease at that moment
and normal overtime rules shall apply.
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4.6. Compensation for Training.
4.6.1. Compensation Rate. Employees will be compensated
at the time-and-one-half overtime rate for all training
approved, scheduled, and attended on a day off or
consecutive days off whether they are the trainee or
the trainer.
The exception to the overtime rate for training are
employees assigned to the Crisis Communications Unit
(CCU) who agree to shift adjust ("training trade days")
with at least 30 days' notice for all department
training associated with the CCU.
Training trade days are an option for all non-
commissioned employees. They must be mutually
agreed upon and completed within the FLSA work
period. If staffing does not allow for training trade
days then the Employer shall either deny the training
or compensate the employee at the overtime rate.
4.6.2. Training Scheduled during Regular Shift. The
Employer shall have a reasonable obligation to
attempt to schedule training during the employee's
regular shift.
4.6.3. Training On a Scheduled Work Day, Not Requiring
Overnight Accommodations: If the scheduled off-site
training day exceeds six (6) hours and occurs on the
employee's workday, the hours of training shall
constitute an entire workday, regardless of the
employee's hours of duty:
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The employee agrees to waive any overtime resulting
from attendance at any training school or session on a
scheduled workday provided that the affected
employee is relieved of all police duties as follows:
a. When the training occurs on the first scheduled
workday of the shift, the employee shall be
relieved of duty sixteen (16) hours following the
conclusion of the training.
b. When the training occurs on the last scheduled
day of the work shift, the employee shall be
relieved eight (8) hours prior to reporting for
training.
c. When the training occurs on all days between
the first and last scheduled days of the work
shift, the employee shall be relieved eight (8)
hours prior to and sixteen (16) hours following
the training session, except that employees
working day shift may be required to report to
work twelve (12) hours following the training
session.
d. Employees assigned to graveyard shall be
relieved of duty the shift preceding the day of
training, if the training is scheduled for six (6)
hours or more.
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4.6.4. Training Requiring Overnight Accommodations:
Employees who are approved by their supervisor to
attend training that requires overnight
accommodations shall be paid travel time if the
traveling occurs during their regularly scheduled work
hours. Travel pay is based on the employee's regular
hourly rate, and to be paid must be accompanied with
documentation validating hours spent in travel status.
If driving, documentation must be provided showing
the distance from Renton City Hall to the place of
accommodation. The employer reserves the right to
require an efficient mode of transportation be used.
Only authorized travel plans will receive travel pay in
compliance with FLSA and City policy.
4.7. Early Release.
4.7.1. Non-commissioned personnel called into work prior to
the beginning of their normal scheduled hours shall be
allowed to start their regularly scheduled shift at the
time called in. Work hours spent on the time called in
will be at the overtime rate. Once the call is complete,
or the employee's regular start time arrives, the
employee may elect to flex the remainder of their
shift pending supervisor approval. Regular shift time
hours will be paid at the straight time rate.
4.7.2. It is the Employer's desire to not have an employee
work more than sixteen (16) hours in a workday.
Except in an emergency situation, the employer will
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make every effort to ensure that employees do not
work more than sixteen (16) hours in a workday.
ARTICLE 5 — SALARIES
The Employer agrees to maintain salaries in accordance with the
attached Appendix A.
This Agreement shall be opened for the purpose of negotiating
wages, hours, and working conditions for any new classifications of
employees not covered within this Agreement. Such salaries shall
become effective upon the date the new position is filled. Nothing
in this Section shall preclude the Employer from establishing such
new positions or classifications.
ARTICLE 6 — ALLOWANCES AND PREMIUMS
6.1. Clothing Allowance.
6.1.1. Annual Allowance. Community Program
Coordinators, Crime Analyst, and Domestic Violence
Victim's Advocate shall receive $650 per year as
clothing allowance.
6.1.2. Purpose. The purpose of such allowance is to buy,
maintain, and repair any equipment or clothing
required by the Employer, which is not furnished by
the Employer. The allowance shall be paid in the
second paycheck of February of each year, and is
subject to pro-rata deduction from the final paycheck
in the event an employee does not serve the entire
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twelve (12) months for which such payment was
made, with the exception of an employee who retires,
or dies, in which event no deduction shall be made.
Any employee transferred or promoted into a position
covered by this article after January 1st of any calendar
year shall receive a pro-rated clothing allowance for
the remainder of said calendar year.
6.1.3. Uniforms are the Property of the City. It is agreed
that all equipment and clothing issued by the City of
Renton shall remain the property of the Employer and
same shall be returned to the Employer upon
termination or retirement. It is further agreed that
nothing in this Article shall preclude the Employer
from taking any authorized action to maintain the
standards of appearance of the Renton Police
Department.
6.1.4. Reimbursement for New Clothing Requirements.
In the event that the Employer should change the
clothing which is required by Resolution 1669 dated
March 2, 1970, during the life of the Agreement,
employees so affected by such changes shall be
reimbursed for the entire cost of three (3) issues of
such new clothing.
6.2. Quartermaster System.
A quartermaster system shall be in effect for employees who wear
department uniforms. The Employer will issue a list of required
clothing and equipment and a description of the mechanics of the
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quartermaster system. Required uniforms and equipment shall be
provided to each employee as follows:
6.2.1. Required uniforms and equipment shall be provided
without cost to the employee as set forth in Police
Department policy as approved and/or amended by
the Chief of Police. Such required uniforms or like
clothing once approved by the Chief of Police or
designated appointee may be purchased by the
employee and be reimbursed by the quartermaster
system.
6.2.2. Optional uniforms and equipment may be purchased
by the employees at their own expense.
6.2.3. Required and optional uniforms and equipment shall
be replaced without cost to the employee when they
become unserviceable which may be determined by
the immediate supervisor or the training coordinator.
6.3. Uniform Cleaning.
The Employer will provide those non-commissioned employees
participating in the quartermaster system with contract cleaning
services at the rate of two (2) cleanings per work week/cycle to an
annual maximum of $6,000.00 for the entire group of non-
commissioned employees participating in the quartermaster
system.
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6.4. Callout Pay.
Hazardous duty pay in addition to regular pay shall be granted to
certain employees in accordance with the following schedule:
6.4.1. Crisis Communication Unit. Members assigned to
the Crisis Communication Unit will be paid at the rate
of double-time with three (3) hour minimum when
called to an emergency situation requiring their
expertise.
6.5. Premium Pay.
6.5.1. Field Training Officer (FTO). Police Service Specialists
who are assigned to train or supervise new employees
(Field Training Officers — FTO's) shall be compensated
with a 4% premium, starting January 1, 2011.
Such training premium shall not be received by the
Lead Police Service Specialist, or Police Services
Specialist Supervisor.
6.5.2. Interpreters. Bargaining unit members who pass a
City approved examination for interpreters will be
compensated at the rate of three percent (3%) per
month while certified. Employees who successfully
pass the initial examination will be required to
recertify annually. The City will determine who is to
receive the premium based on the need for the
employee's particular language skill.
6.5.3. Public Records Act Premium. The parties recognize
that the Public Records Act has created a sufficient
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increase in responsibilities and training for Specialists
required to respond to these requests. Because these
duties are relatively new for many public jurisdictions
the City has not analyzed the impact to employees
who are assigned these duties. It is the City's intent to
conduct a market review on these duties and to
implement any changes that may be necessary. During
the interim the employer agrees to pay Police Service
Specialists assigned to records a 2.5% premium.
6.6. New Positions.
This Agreement shall be opened for the purpose of negotiating
premium or hazardous duty pay for any new position, which is not
covered within this Agreement; such pay to be effective upon the
agreement of both parties. Nothing in this Section shall preclude
the Employer from establishing such new positions.
6.7. Working Out Of Classification.
Any employee assigned the duties normally performed by a higher
paying classification shall be compensated as follows, providing the
higher classified person was regularly assigned during that period.
Such employee shall be paid the equivalent of 1/4 hour overtime
for each two (2) hours or fraction thereof worked. Such payment
shall be at the time and one-half rate.
6.8. Physical Fitness Deferred Compensation Contribution.
In recognition of an employee's personal time expended to
maintain a level of fitness, the following program shall apply:
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6.8.1.- Non-commissioned employees who pass an agreed
upon entry-level physical fitness test shall receive a
fitness incentive premium for a period of one (1) year
following the successful test. The test is voluntary and
will be offered at least three (3) times each year.
6.8.2. The testing dates/times shall be posted on or before
February 1st of each year. The City can combine testing
with the Commissioned unit.
6.8.3. Employees who comply with the above shall be
compensated with an additional three percent (3.0%)
of base pay, in the form of deferred compensation.
ARTICLE 7 — SICK LEAVE
7.1. Sick Leave.
7.1.1. Sick Leave Accrual Rate. Sick leave benefits under this
paragraph will begin accrual upon employment with
the award of twenty-four (24) hours of sick leave.
Upon completion of the third month of employment,
an additional twenty-four (24) hours of sick leave will
be awarded. Upon completion of the sixth month of
employment, sick leave will accrue at the rate of four
(4) hours per pay period.
7.1.2. Sick Leave Annual Cash Out. At the written request
of the employee, due by February 10th, the employer
will cash out at the employee's base rate of pay at
50% of all annual sick leave accrued (but not used)
over 520 hours. This amount shall be placed into the
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employee's deferred compensation account,
administered by the employer. Transfer of these funds
shall occur at the same time as the second pay check
in February is issued.
7.1.3. Sick Leave Payment at Separation. Cash payment for
sick leave accrued in accordance with subsection 7.1.2
will not be made upon an employee's death,
retirement, or voluntary separation.
7.1.4. Sick Leave Use. Employees shall be entitled to utilize
sick leave for family medical emergencies or for illness
in the immediate family. For the purposes of this
section "immediate family" shall include only the
employee's children, parents, spouse, domestic
partner, or family members residing with the
employee. Family emergencies shall include the need
for an employee to be with his/her spouse or
domestic partner and/or family at the time that the
employee's spouse or domestic partner is giving birth
to a child.
7.2. Bereavement Leave.
Full time employees whose immediate family suffers a death shall
receive up to three (3) days off with pay to attend to necessary
arrangements. A day off is defined as the number of hours
scheduled to be worked by the employee (8 hours, 9 hours, 10
hours). Immediate family shall consist of spouse, son, daughter,
stepchildren, mother, stepmother, father, stepfather, brother,
sister, mother-in-law, father-in-law, grandmother, grandfather,
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grandchildren, and/or the biological parent of a member's
dependent minor. Paid time off for bereavement leave shall not be
considered sick leave.
7.3. Light Duty Requirement.
Employees who are injured on duty, and are expected to return to
full duty, will be assigned to light duty. An employee may be
exempted from this light duty requirement if under the advice of
his/her physician.
ARTICLE 8 — HOLIDAYS
8.1. Legal Holidays Observed.
The following days shall be observed as legal holidays:
January 1 (New Year's Day)
Third Monday in January (Martin Luther King, Jr. Day)
Last Monday in May (Memorial Day)
July 4 (Independence Day)
First Monday in September (Labor Day)
November 11 (Veteran's Day)
Fourth Thursday in November (Thanksgiving)
The Friday following the fourth Thursday in November (day
after Thanksgiving)
December 25 (Christmas)
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The day before Christmas shall be a holiday for City
employees when Christmas Day occurs on a Tuesday or
Friday. The day after Christmas shall be a holiday for City
employees when Christmas Day occurs on a Monday,
Wednesday, or Thursday. When Christmas Day occurs on
a Saturday, the two preceding working days shall be
observed as holidays. When Christmas Day occurs on a
Sunday, the two working days following shall be
observed as holidays.
Any other day proclaimed by executive order and granted to
other City employees.
8.2. Holiday Pay.
Staff authorized to work on the following listed holidays shall be
paid double his/her rate of pay for hours worked (midnight to
midnight):
Thanksgiving Day
Christmas Day
July 4th (Independence Day)
ARTICLE 9 — TUITION REIMBURSEMENT
9.1. Tuition Reimbursement Requirements.
The Employer shall reimburse a non-probationary employee for the
actual cost of tuition and required fees paid by a non-probationary
employee to an accredited college or university, provided that
those expenses are incurred: (1) in a course leading to a law
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enforcement related Associate's/Bachelor's/Master's degree and;
(2) that the employee has received a grade of "C" or better or
"pass" in a pass/fail grading system and; (3) that such
reimbursement for tuition shall not exceed the prevailing rate for
undergraduate tuition established by the University of Washington
for quarter system credits and by Washington State University for
semester systems credits.
Reimbursement for job related course work not leading to a law
enforcement related degree will require the employee to submit
the course of instruction to the Employer for approval, and obtain
approval, prior to attending or prior to incurring a cost.
9.2. Non-completion of Term or Course.
Reimbursement in accordance with Section 9.1 above shall be
made only in the event no funds are available from other public
funding sources to pay education costs. Any employee reimbursed
by the Employer as provided in Section 9.1 who fails to successfully
complete any term or course shall repay the full reimbursement
amount to the Employer within ninety (90) days of the end of the
term or course. Should an employee fail to repay the Employer
within ninety (90) days, the Police Guild will assume responsibility
for immediate repayment to the Employer. If an employee
terminates employment within the ninety (90) day period, the
amount owed the Employer shall be deducted from his/her final
paycheck.
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ARTICLE 10 — EDUCATIONAL INCENTIVE
10.1. Educational Premium Pay.
Premium pay shall be awarded as an educational incentive to
employees in the bargaining unit in accordance with Appendix B of
this Agreement.
10.2. Minimum Pay Allowances.
Employees shall be eligible for Associate Degree or Bachelor's
Degree minimum pay allowances, as provided in Appendix B of this
Agreement when such employee has obtained an undergraduate
degree from an accredited educational institution. For this section
completion of ninety (90) quarter or sixty (60) semester credits of
college level work is equivalent to eligibility of Associate Degree
pay provided such credits are for academic study, and not based
upon "life experience".
ARTICLE 11 — PERSONAL LEAVE
11.1. Accrual of Personal Leave.
Personal leave as it pertains to this contract is a combination of
holiday and vacation leave.
Employees shall accrue paid personal leave time in accordance with
the following schedule whenever they are on paid employment
status:
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Length of Service Hours/Month Hours/Annual
Accrual Accrual
0 through 5 years 16 192
6 through 10 years 20 240
11 through 15 years 22 264
16 through 20 years 24 288
21 and subsequent years 26 312
Maximum accumulation of personal leave time shall not exceed
536 hours, except when the employee is unable to use personal
leave time as a result of illness, disability, military leave, or
operational considerations beyond the employee's control. In such
event, an employee shall not be penalized for excess accumulation,
and the Employer has the option of either allowing excess
accumulation or paying the employee for the excess accumulation.
Buyback of personal leave accumulation will be allowed during the
term of this Agreement, subject to the approval of the Employer
(based upon availability of funds) to a maximum of forty-eight (48)
hours per year.
11.2. Personal Leave Time.
Personal leave time shall be subject to the following rules:
11.2.1. Temporary or intermittent employees who leave the
employment of the Employer and are later
reemployed shall, for the purpose of this article, have
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an adjusted date of actual service effective with the
date of reemployment. •
11.2.2. For the purpose of this Article, "actual service" shall
be determined in the same manner as for salary
purposes.
11.2.3. Employees, who are laid off, retired, dismissed, or
who resign shall be paid for all accrued but unused
personal leave time at the hourly base rate of the
employee at the time of separation.
11.2.4. On the death of an employee in active service, any
personal leave earned and not taken prior to the
death of such employee will be paid out at the
employee's final hourly base rate of pay.
11.2.5. An employee granted an extended leave of absence,
which includes the next succeeding calendar year,
shall be given proportionate personal leave earned in
the current year before being separated from the
payroll.
11.2.6. An employee returning from military leave of absence,
as defined by law, shall be given a personal leave
allowance for the previous calendar year as if he/she
had been employed.
11.2.7. In the event that an employee becomes ill or injured
while he/she is on personal leave, and it can be
established by the employee that the employee is
incapacitated due to the illness or injury, the day or
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days that he/she is sick under these circumstances
shall be carried as sick rather than personal leave, and
he/she will for all purposes be treated as though
he/she were off solely for the reason of his/her illness
or injury. The employee shall submit medical
documentation of the illness or injury from the
attending physician.
11.3. Scheduling and Using Personal Leave Time.
The following rules shall govern the scheduling and usage of
personal leave time.
11.3.1. The minimum personal leave allowance to be taken by
an employee shall be one quarter of an hour (15
minutes).
11.3.2. Employee shall have the option to designate leave
requests as "vacation bids" when the request is for a
period of time exceeding seven consecutive calendar
days in length (including both requested days off and
regularly scheduled days off) and is submitted more
than thirty-one (31) days in advance of the requested
time off.
11.3.3. The employee's request for time off shall be approved
or denied within eight (8) days of submitting the
request on the proper form. All requests for time off
occurring between March 1 and December 31 of any
given year and submitted prior to January 14 of that
year shall be considered for all purposes (including 5.a
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below) to have been submitted on January 14 of that
year.
11.3.4. In the event that multiple employees request the
same day(s) off, and the Employer is not able to
accommodate all of the requests due to minimum
staffing limitations, then the Employer will use the
following criteria, in order, to determine who is
granted the leave time:
a. Requests submitted on an earlier date shall have
precedence over those submitted later.
b. If the requests are submitted on the same
effective date, then vacation bids shall have
precedence over requests that are not vacation
bids;
c. When the requests are otherwise equal, then the
request from the employee with more seniority
shall have precedence. Seniority shall be
determined according to Article 3.
11.3.5. The Employer and the Guild acknowledge that the
Employer has a legitimate interest in maintaining
proper staffing levels for public safety purposes, and
that employees have a legitimate interest in taking
their time off at times convenient to them. The
Employer shall have the right to set different short-
term minimum staffing levels in all work units for
special events. Special events are city festivals, and
unusual occurrences where additional law
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enforcement staffing for maintaining order as
required. The Employer will notify the employees by
January 1 each year of changes to the long-term
minimum staffing levels.
11.4. Cancellation of Scheduled Leave.
The Employer will make reasonable effort to avoid cancellation of
approved employee leave time, and to notify employees as soon as
possible after the decision to cancel. In the event that the Employer
cancels the approved leave time of an employee, the following
rules shall apply.
11.4.1. If the employee's request was submitted more than
thirty-one (31) days in advance of the scheduled leave,
and approved, the Employer may cancel that time off
without penalty if at least thirty (30) days notice is
given prior to the scheduled leave.
11.4.2. If the employee's request was submitted less than
thirty (30) days in advance, but more than nine (9)
days, and approved, the Employer may cancel the
time off without penalty if at least eight (8) days
notice is given.
11.4.3. If the request is submitted with eight (8) days notice
or less, and approved, the Employer may cancel the
time off at any time without penalty.
11.4.4. The Employer agrees not to cancel an approved
vacation bid except in the event of an extreme
emergency condition.
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11.4.5. For purposes of this section, "penalty" shall refer to
the overtime pay provisions of Article 4.
11.5. Personal Leave Hours Used.
The number of leave hours used for each day off shall be calculated
based upon the number of hours in the employee's work day. For
example: Employees assigned to a ten (10) hour schedule shall use
ten (10) hours of personal leave for each day off.
ARTICLE 12 — LONGEVITY
12.1. Premium Pay.
Employees shall receive premium pay for longevity in accordance
with Appendix B of this Agreement.
12.2. Longevity Allowance.
Longevity will be paid as follows based on adjusted service date:
If the employee's Adjusted Service Date is on or between the 1st
and 15th, the employee will receive their longevity allowances on
the 25th of that month. If the employee's Adjusted Service Date is
on or between the 16th and the 31st, the employee will receive their
longevity allowances on the 10th of the next month.
ARTICLE 13 — PENSIONS
Pensions for employees and contributions to pension funds will be
governed by applicable Washington State Statutes.
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ARTICLE 14 — INSURANCES
Definitions:
REHBT: Renton Employees' Healthcare Board of Trustees.
REHP: Renton Employees' Healthcare Plan
Funding Goal: It is the responsibility of the Renton Employees'
Healthcare Board of Trustees to establish and maintain fund
goals in relationship to the Renton Employees' Healthcare
Plan.
Plan Member: An eligible Renton employee, along with their
dependents, that is covered under the Renton Employee's
Healthcare Plan.
Premiums: The contributions made to the REHP by both the
City and the employees to cover the total cost of purchasing
the REHP. Contributions made by employees for co-pays, lab
fees, ineligible charges, etc., are not considered premiums for
the purpose of this Article.
14.1. Health Insurance.
14.1.1. Participation.
The City and the Local/Union/Guild agree to jointly
manage the REHP during the term of this agreement.
The REHBT is comprised of AFSCME Local 2170; Police
Guild; and the City, and will meet at least quarterly to
review the REHP including costs associated with the
REHP.
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Medical coverage shall be provided in accord with the
laws of the State of Washington, RCW 41.26.150 and
federal plans: Patient Protection and Affordable Care
Act and the Health Care and Education Affordability
Reconciliation Act of 2010. The Local/Union/Guild
agrees to continue participation in the REHBT and to
identify and support cost containment measures.
14.1.2. Plan Coverage.
The City will provide a medical/dental, vision, and
prescription drug insurance plan for all eligible
employees including all bargaining unit members and
their eligible dependents.
14.1.3. Premiums.
For the calendar years 2019 through calendar year
2020 the total cost of the plan shall be divided as
follows:
YEAR CITY EMPLOYEES
2019 92% 8%
2020 91% 9%
Employee premiums will be based upon the following categories:
■ Employee
■ Employee/Spouse or Domestic Partner
■ Employee/Spouse or Domestic Partner/1
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■ Employee/Spouse or Domestic Partner/2+
■ Employee/1
■ Employee/2+
14.1.4. Projected Costs.
The plan contributions shall be calculated by the
percentage of actual plan cost increase that occurred
in the previous year and based on consideration of
Actuarial projections. The year in review shall be from
July 1st to June 30tn
14.1.5. Alternative Plan Coverage.
City contributions for the alternative plan will be at
the same cost share percentage as the self-funded
plan, capped at the dollar amount contributed for the
self-funded plan.
14.1.6. Renton Employees' Healthcare Board of Trustees.
The REHBT includes members from each participating
Union. Each union will have a maximum of one (1)
vote, the Police Guild has two (2) bargaining units but
only receives one (1) vote on the REHBT. The City only
receives one (1) vote. If all bargaining units
participate, the voting bodies would be as follows:
AFSCME — 2170; Police Guild; and the City for a total
of three (3) votes.
14.1.7. Plan Changes.
The members of the REHBT shall have full authority to
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make plan design changes without further
concurrence from bargaining unit members and the
City Council during the life of this agreement.
14.1.8. Voting.
Changes in the REHP will be determined by a majority
of the votes cast by REHBT members. A tie vote of the
REHBT members related to a proposed plan design
change will result in continuing the current design.
14.1.9. Surplus.
Any surplus in the Medical Plan shall remain available
only for use by the Renton Employees' Health Plan
Board of Trustees for either improvements in the Plan,
future costs, increase offsets, rebates to participants,
or reduction in employee contributions.
14.2. Cadillac Tax.
If by 2022, the Cadillac Tax required by Affordable Care Act is still
in effect and will require additional funding of the Renton
Employees' Healthcare Plan, the parties agree to meet and
negotiate changes to the plan in such a way as to address the
impacts of the Cadillac Tax.
14.3. Life Insurance.
The Employer shall furnish to the employee a group term life
insurance policy in the amount of the employee's annual salary, to
nearest $1,000, including double indemnity. The Employer shall
furnish a group term life insurance policy for $1,000 for the
employee's spouse and $1,000 for each dependent.
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14.4. Federal/State Healthcare Options.
In the event of a Federal/State healthcare option, the REHBT shall
have the option to review the proposed Federal/State option and
take appropriate actions.
14.5. COBRA.
When an employee or dependent's health care benefits ceases
based on a qualifying event, the employee or dependent shall be
offered medical and dental benefits under the provision of
Consolidated Omnibus Budget Reconciliation Act (COBRA) for a
period of eighteen (18) months.
14.6. Short Term Disability Insurance Policy.
The Renton Police Guild shall have the option during the life of this
contract to direct the City to deduct a fixed dollar/percentage from
the base salaries for all classifications covered by the contract and
deposit such deductions into a short-term disability insurance
policy established by the Guild. Upon the exercise of this option,
the Guild agrees to indemnify, defend, and hold the City harmless
from any and all liability, claims, demands, suit or any loss or
damage, or injury to person or property arising from or related to
the provisions of this paragraph, including income tax withholding
liabilities or tax penalties.
14.7. Long Term Disability.
All employees will be enrolled in a city-sponsored long-term
disability plan with a benefit equal to 60% of base salary after a
maximum waiting period of ninety (90) calendar days. If an LTD
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claim is approved by the carrier, employees will be permitted to
use any accrued leave balance they have at 40%, bringing the
combination of the LTD benefit and accrued leave payment to
100% of their pre-disability earnings. The Employer will pay the
premiums necessary to fund the benefits of the plan.
14.8. Indemnify and Defend.
The Employer shall indemnify and defend any employee against
any claim or suit, where such claim or suit arises because such
employee performs his/her duty as an employee of the Renton
Police Department. The Employer shall pay on behalf of any
employee any sums which the employee shall be legally obligated
to pay as a result of that employee's reasonable or lawful activities
and exercise of authority within the scope of his/her duties and
responsibilities as an employee of the Renton Police Department.
Indemnity and defense shall not be provided by the Employer for
any dishonest, fraudulent, criminal or malicious act or for any suit
brought against the employee by or on behalf of the Employer.
14.9. Change in Benefits.
If for reasons beyond the control of the Employer or Guild a benefit
of any one of the provisions agreed to in this Article is abolished,
changed, or modified as to reduce the benefit, the Employer agrees
to replace it with a like benefit prior to the effective date of the
change.
14.10. Guild-Directed Trust Fund.
One (1) percent of employee's base pay transferred from existing
Deferred Compensation Benefit (a.3) to fund a City selected and
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contracted VEBA plan/vendor in mutual agreement between the
parties. Funding of the VEBA will occur the first pay period after
January 1, 2020 and the City will handle the transfer of funds.
ARTICLE 15 — BILL OF RIGHTS
15.1. Just Cause Employer Rights.
The Employer retains the right to adopt rules for the operation of
the Renton Police Department and the conduct of its employees
provided that such rules do not conflict with City Ordinances, City
and State Civil Service Rules and Regulations as they exist, or any
provision of this Agreement. It is agreed that the Employer has the
right to discipline, suspend, or discharge any employees for just
cause subject to the provisions of the City Ordinances, City and
State Civil Service Rules and Regulations as they exist, and terms of
this Agreement.
15.2. Bill of Rights.
In an effort to ensure that investigations, as designated by the
Chief of Police of the Renton Police Department, are conducted in a
manner which is conducive to good order and discipline, the Non-
Commissioned Employees of the Renton Police Guild shall be
entitled to the protection of what shall hereafter be termed as the
"Police Non-Commissioned Employees' Bill of Rights".
15.2.1. The City and the Guild agree that all employees should
work in an environment that fosters mutual respect
and professionalism. The parties agree that
inappropriate behavior in the workplace does not
promote the City's business, employee well-being, or
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productivity. All employees are responsible for
contributing to such an environment and are expected
to treat others with courtesy and respect.
Inappropriate workplace behavior by employees,
supervisors, and/or managers will not be tolerated. If
an employee and/or the employee's Guild
representative believes the employee has been
subjected to inappropriate workplace behavior, the
employee and/or the employee's representative is
encouraged to report this behavior to the employee's
supervisor, a manager in the employee's chain of
command, and/or the Human Resources Office. The
City will follow the investigatory procedures outlined
in City Policy and Procedure 340-02 and take
appropriate action as necessary. The employee
and/or Guild representative will be notified upon
conclusion.
This section is not subject to the grievance procedure
in Article 18, but is subject to the City's complaint
process.
15.2.2. If an employee becomes the suspect in an internal
that could result in criminal charges, that investigation
may be investigated by another agency outside the
City of Renton.
15.2.3. Employees will not be under any type of electronic
surveillance by any employee of the Renton Police
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Department without authorization of the Chief of
Police or designee.
15.2.4. Any employee who becomes the subject of an internal
investigation, or an investigatory interview, shall be
advised in writing of the following within three
business days of the date of their first interview:
a. General orders violated and the nature of the
matter in sufficient detail to reasonably apprise
him/her of the matter (unless suspected of
committing a criminal offense);
b. Misconduct that would be grounds for
termination, suspension, or other disciplinary
actions; and
c. That he/she may not be qualified for continued
employment with the Department.
An "investigatory interview" occurs when a
supervisor knows or reasonably should know
that they are questioning an employee about
something that could result in an economic
sanction.
15.2.5. Any employee who becomes the subject of an
investigation may have legal counsel or a Guild
representative present during all interviews. The
interviewer must provide at least three business days
for the employee to have legal counsel or have a Guild
representative present during the interview. An
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investigation as used elsewhere in this Article shall be
interpreted as any action which could result in a
dismissal from the Department or the filing of a
criminal charge.
15.2.6. The employee under investigation must, at the time of
an interview, be informed of the name of the
employee in charge of the investigation and the name
of the employee who will be conducting the interview.
15.2.7. Employees have Weingarten Rights during all
interviews where they reasonably believe they could
be subject to discipline.
15.2.8. The employee shall be informed in writing as to
whether he/she is a witness or suspect. Should the
witness in an investigation become the suspect of an
investigation during the investigatory interview, the
Employer agrees to stop the interview to allow the
employee to obtain Guild Representation. Lexipol
shall govern the notification process .
15.2.9. The interview of any employee shall be at a
reasonable hour, preferably when the employee is on
duty. Whenever possible, interviews shall be
scheduled during the normal workday of the
Employer. The employee will be required to answer
any questions involving non-criminal matters under
investigation and will be afforded all rights and
privileges to which he/she is entitled under the laws
of the State of Washington or the United States.
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15.2.10.The employee or Employer may request that a formal
investigation interview be recorded. There can be no
"off the record" questions. Upon request, the
employee under formal investigation shall be
provided an exact copy of any written statement
he/she has signed. The employee will be furnished a
copy of the completed investigation seventy-two (72)
hours prior to any pre-disciplinary Loudermill
hearings.
15.2.11. Interviewing shall be completed within a reasonable
time and shall be done under circumstances devoid of
intimidation or coercion. In all investigation
interviews that may result in discipline, the employee
shall be afforded an opportunity and facilities to
contact and consult privately with an attorney of
his/her own choosing or Guild representative before
being interviewed. The employee shall be entitled to
such intermissions as he/she shall request for
personal necessities, meals, telephone calls, and rest
periods.
15.2.12.All interviewing shall be limited in scope to activities,
circumstances, or events, which pertain to the
incident which is this subject of the investigation.
Nothing in this section shall prohibit the Employer
from questioning the employee about information
which is developed during the course of the
interview.
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15.2.13.The employee will not be threatened with dismissal
or other disciplinary punishment as a guise to
attempt to obtain his/her resignation, nor shall
he/she be subject to abusive or offensive language or
intimidation in any other manner. No promises or
rewards shall be made as an inducement to answer
questions.
15.2.14. Upon the completion of the investigation and upon
request, a copy of the entire file shall be provided to
the employee.
15.2.15.To balance the interest of the Employer in obtaining a
psychological evaluation of an employee to
determine the employee's fitness for duty and the
interest of the employee in having those
examinations being conducted, psychological
evaluations will be obtained in the least intrusive
manner as possible. To protect the employee's right
to privacy, the Medical Release Form agreed upon by
the Employer and the Guild shall be signed by the
employee prior to the evaluation (see Appendix D).
15.2.16. No employee shall be required to unwillingly submit
to a polygraph test or to unwillingly answer questions
for which the employee might otherwise properly
invoke the protections of any constitutional
amendment against self-incrimination. Nor shall any
member be dismissed for or shall any other penalty
be imposed upon any employee for his/her failure to
submit to a polygraph test, or to answer questions for
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which he/she might otherwise invoke the protections
of any constitutional amendment against self-
incrimination.
15.2.17.Should any section, sub-section, paragraph, sentence,
clause, or phrase in this Article be declared
unconstitutional or invalid, for any reason, such
decision shall not affect the validity of the remaining
portions of this Article.
15.2.18.Any employee involved in the use of lethal force shall
not be formally interviewed immediately following
the incident. The policy and procedure outlined in
Lexipol (Department Response to Line of Duty Death
or Other Critical Incidents) will govern the response
to issues regarding use of lethal force.
15.2.19. Investigations of known members by the Renton
Police Department shall be completed in a timely
manner with a goal of completion within thirty (30)
days.
15.2.20.The right for an employee to add commentary during
the Loudermill or at the end of the internal
investigation process will be maintained.
15.3. Drug and Alcohol Testing.
15.1.1. The Employer considers its employees its most
valuable asset. The Employer and the Guild share
concern for the safety, health and well-being of police
department members. This community and all City
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employees have the absolute right to expect persons
employed by the Employer will be free from the
effects of drugs and alcohol.
15.1.2. Before an employee may be tested for drugs, the
Employer shall have individualized reasonable
suspicion based on objective facts and reasonable
inferences drawn therefrom, that a particular
employee has engaged or is engaged in the use of
illegal drugs and/or abuse of legal drugs (including
alcohol).
15.1.3. Drug and alcohol* tests shall be performed by a HHS
certified laboratory or hospital or clinic certified by
the State of Washington to perform such tests. (*
Initial alcohol testing may be performed by a Certified
Breath Alcohol Technician or any other person
approved to operate an Evidential Breath Testing
device.)
15.1.3.1. Drug Testing.
a. An initial drug screen shall be performed
using the Immunoassay (IA) method.
b. Any positive results on the initial drug-
screening list shall be confirmed through
use of Gas Chromatography/Mass
Spectrometry.
c. The drug panel and cut off standards shall
be as defined by 49 CFR Part 40 which sets
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forth the procedures for drug testing in the
Department of Transportation (DOT).
d. Confirmed positive drug test results shall be
sent to a licensed physician who, as Medical
Review Officer (MRO), will review the
affected employee's medical history and
other relevant factors to determine if the
positive test result should be excused. The
MRO will notify the department of the
results of his or her review. Negative test
results shall be sent to the Employer's drug
and alcohol testing administrator who will
notify the designated department
representative and employee of the test
results.
15.1.3.2. Alcohol Testing.
Alcohol test results shall be released to the
employee and department upon conclusion
of the test. For the purpose of determining
whether the employee is under the
influence of alcohol, test results of .02 or
more based upon the results of an
Evidential Breath Testing device shall be
considered positive.
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15.1.3.3. Confirmation of Test Results.
a. Employees notified of a positive
alcohol test result may request the
opportunity to have a blood sample
drawn for analysis at either a hospital
or certified testing lab as chosen by
the Employer.
b. Employees notified of a positive drug
test may request that the Medical
Review Officer send a portion of their
first sample to the hospital or HHS
certified laboratory of the employee's
choice for testing by Gas
Chromatography/Mass Spectrometry.
c. The cost of employee requested tests
are the responsibility of the employee.
If the test results are negative, the
Employer will reimburse the employee
for the cost of the test.
ARTICLE 16 — MANAGEMENT RIGHTS
16.1. Recognition.
The Guild recognizes the prerogative of the Employer and the Chief
of Police to operate and manage Police Department affairs in all
respects, in accordance with its responsibilities and the powers of
authority which the Employer has not officially abridged,
delegated, or modified by this Agreement.
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16.2. Rights of Employer.
Subject to the provisions of this Agreement, the Employer reserves
the right:
16.2.1. to recruit, assign, transfer, and promote members to
the positions within the Department;
16.2.2. to suspend, demote, discharge, or take other
disciplinary action against members for just cause;
16.2.3. to relieve members from duties because of lack of
work, lack of funds, the occurrence of conditions
outside Department control; or when the continuation
of work would be wasteful and unproductive;
16.2.4. to determine methods, means, and personnel
necessary for Departmental operations;
16.2.5. to control the Department budget;
16.2.6. to take whatever actions are necessary in emergencies
in order to assure the proper functioning of the
Department;
16.2.7. to determine classification, status, and tenure of
employees; and
16.2.8. to perform all other functions not limited by this
Agreement.
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ARTICLE 17 — GRIEVANCE PROCEDURE
The Employer recognizes the importance and benefit of settling
grievances promptly and fairly in the interest of better employee
relations and morale. To this end, the following procedure is
outlined. Every effort will be made to settle grievances at the
lowest level of supervision.
Employees will be unimpeded and free from unreasonable restraint
or interference and free from coercion, discrimination, or reprisal
in lawfully seeking adjudication of their grievance.
17.1. Definitions.
17.1.1. Grievance: Any issue relating to interpretation,
application, or enforcement of any provision
contained in this Agreement.
17.1.2. Issue: Any dispute, complaint, problem, or question
arising with respect to working conditions or
employer-employee relations of any nature or kind
whatsoever.
17.1.3. Guild Representative: A Guild member designated by
the Guild President as a bargaining representative.
17.2. Grievance Procedure.
The steps set forth herein shall be followed unless the Chief of
Police and the Grievant, Guild, or individual raising the issue agree
in any particular case that the procedural steps and/or time limits
should be modified. Any agreement to modify the procedural steps
and/or time limits shall be in writing. In the event that no provision
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is made to modify any procedural steps and/or time limits, and
either of the parties violates them, the grievance/issue shall be
considered settled in favor of the party that is not in default at the
time. If any specified participant in the steps below is absent and
thus unable to timely participate, such step(s) may be completed
by the participant's designee.
Step (1)
The employees and/or Guild Representative shall submit the
grievance/issue in writing to the Division
Commander/Manager within twenty (20) calendar days from
the date that the grievant knew or reasonably should have
known of the action precipitating the grievance/issue. The
Division Commander/Manager shall notify the Employee(s)
and the Guild Representative in writing of his/her decision
and the reasons therefore within fifteen (15) calendar days
thereafter.
Step (2)
If the grievant is not satisfied with the decision rendered,
he/she shall submit the grievance/issue in writing to the
Deputy Chief within fifteen (15) calendar days. If the grievance
is initiated by the Guild, it shall be initiated at Step (2) of the
grievance process within fifteen (15) calendar days from the
date the Guild knew or reasonably should have known of the
action precipitating the grievance/issue. The Deputy Chief
shall notify the employee(s) and the Guild Representative in
writing of his/her decision and the reasons therefore within
fifteen (15) calendar days thereafter.
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Step (3)
If the grievant is not satisfied with the decision rendered,
he/she shall submit the grievance/issue in writing to the Chief
of Police within fifteen (15) calendar days. The Chief of Police
shall notify the employee(s) and the Guild Representative in
writing of his/her decision and the reasons therefore within
fifteen (15) calendar days thereafter.
Step (4)
If the grievant is not satisfied with the decision rendered,
he/she shall submit the grievance/issue in writing to the
Mayor within fifteen (15) calendar days. The Mayor shall
notify the employee(s) and the Guild Representative in writing
of his/her decision and the reasons therefore within fifteen
(15) calendar days thereafter. Consideration of the issue shall
conclude at this point.
Step (5)
If the grievance has not been settled by the Mayor, either
party may submit the matter to arbitration. In any case, the
matter must be referred to arbitration within ninety (90) days
from conclusion of the fifteen (15) day period of consideration
by the Mayor. A neutral arbitrator will be selected jointly by
both parties. If the parties cannot agree on an arbitrator, they
will request a list of arbitrators from the American Arbitration
Association (AAA) and alternately strike names, if necessary,
to pick an arbitrator. The arbitrator selection process will not
exceed ten (10) days. The total cost of the proceedings shall
be borne equally by both parties. The arbitrator's award shall
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be final and binding on both parties, provided, however, that
no authority is granted to the arbitrator to modify, amend, or
delete any terms of this Agreement.
When an employee or the Guild appeals a grievance to
arbitration, such appeal shall be made in writing and shall
constitute an election of remedies and, to the extent allowed
by law, a waiver of any and all rights by the appealing
employee or the Guild to litigate or otherwise contest the
appealed matter in any court or other available forum.
17.3. Election of Remedies.
In the case of disciplinary actions that are appealable to the Civil
Service Commission, a non-probationary employee may file a
grievance under the terms of this Agreement alleging that the
disciplinary action was not for just cause. If the employee does so,
it shall constitute an election of remedies and said employee shall
be barred from pursuing the issue in any other forum including, but
not limited to, the Civil Service Commission. Likewise, if an
employee files litigation in any other legal forum, including Civil
Service, that employee may not grieve said discipline and any
grievance previously filed shall be deemed withdrawn and any
remedies previously granted shall be void.
ARTICLE 18 — PERFORMANCE OF DUTY
Nothing in this Agreement shall be construed to give an employee
the right to strike, and no employee shall strike or refuse to
perform assigned duties to the best of his/her ability. It is further
agreed that no employee shall refuse to cross the picket line of any
other union during his/her scheduled work shift.
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The parties recognize and agree to abide by the provisions of RCW
41.56.120.
ARTICLE 19 — RETENTION OF BENEFITS
Wages, hours, benefits, and working conditions constituting
mandatory subjects of bargaining in effect on the effective date of
this Agreement shall be maintained unless changed by mutual
agreement between the Employer and the governing body of the
Guild.
The Employer agrees to notify the Guild in advance of changes or
hearings affecting working conditions of any employee covered by
this Agreement, except in emergency situations and provided that
the Employer is aware of the changes or hearings.
ARTICLE 20 — PAY DAYS
20.1. Pay Dates.
Employees shall be paid twice each month and any employee who
is laid off or terminated shall be paid all monies due on the next
following payday. All employees shall be paid on the 10th and 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.
20.2. Online Pay Stubs. Effective January 1, 2017, the employer
shall no longer issue paper pay stubs to employees.
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20.3. Direct Deposit.
All employees will participate with direct deposit of paychecks. All
employees must enroll in direct deposit within 30 calendar days
from the date of their hire.
ARTICLE 21 — SAVINGS CLAUSE
21.1. Savings Clause.
If any article of this Agreement or any addenda hereto should be
held invalid by operation of law or by any tribunal of competent
jurisdiction or if compliance with or enforcement of any article
should be restrained by such tribunal, the remainder of this
Agreement and Addenda shall not be affected thereby, and the
parties shall enter, within ten (10) calendar days, into collective
bargaining negotiations for the purpose of arriving at a mutually
satisfactory replacement or modification of such Article held
invalid.
21.2. Contract/Civil Service.
Any conflict between the provisions of this Agreement and current
Civil Service Rules and Regulations shall be resolved as set forth
herein. It is further understood that (a) to the extent the labor
agreement does not address a matter (e.g., discipline, seniority, lay
offs, etc.) and Civil Service does, then Civil Service shall prevail; (b)
to the extent the labor agreement does address a matter (e.g.,
discipline, seniority, lay offs, etc.) and Civil Service also does so, the
labor agreement shall prevail. The Employer and Guild otherwise
retain their statutory rights to bargain changes in Civil Service Rules
and Regulations (i.e. changes initiated after the effective date of
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this agreement) for employees in the bargaining unit. Upon
receiving notice of such proposed changes(s) from the Civil Service
commission, either party may submit a written request to the
mayor (within sixty (60) calendar days after receipt of such notice)
and the result of such bargaining shall be made a part of this
Agreement.
21.3. Successor Agreement.
This Agreement and any and all amendments and modifications
hereafter entered into and executed by and between the parties
hereto shall be binding and inure to the benefit of the parties'
respective successors and assigns and any other governmental
entity succeeding to the City of Renton's obligations hereunder.
In case of any merger or consolidation by the Employer with
another governmental agency, either party shall have the right to
reopen this Agreement for negotiation of any positions affected by
the merger or consolidation.
21.4. FLSA Disputes.
The Employer shall have the right to bargain any issues arising out
of the implementation of the Fair Labor Standards Act (FLSA)
including any conflicts that may arise regarding Article 19,
Retention of Benefits. Statutory provisions for resolution of
impasses reached in collective bargaining, and contractual
provisions for resolution of grievances arising out of such FLSA
issues shall apply.
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ARTICLE 22 — ENTIRE AGREEMENT
The Agreement expressed herein in writing constitutes the entire
Agreement between the parties, and no oral statement shall add to
or supersede any of its provisions.
The parties acknowledge that each has had the unlimited right and
opportunity to make demands and proposals with respect to any
matter deemed a proper subject for collective bargaining. The
results of the exercise of that right are set forth in this Agreement.
Therefore, except as otherwise provided in this Agreement, the
Employer and the Guild for the duration of this Agreement each
voluntarily and unqualifiedly agrees to waive the right to oblige the
other party to bargain with respect to any subject or matter not
specifically referred to or covered in this Agreement.
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ARTICLE 23 - DURATION OF AGREEMENT
Unless otherwise agreed, this Agreement shall become effective
April 1, 2019, and shall remain in force until December 31, 2020.
Signed this /7 day of4/?,,,( , 2019, at
Renton, Washington.
CITY rolF RENTON POLICE OFFICE GUILD
iti*&.0,44,4-% A,4,---
Denis Law, Mayor Bi u d, Spokesxf
Q 0E4 ddiEd , Pol .. Chi f Ralph ett III, Pr
r 27 / ir, .....„
.tr.I/j- - f '_
4 -
im Gilman, HR Labor Manager Tomas Wilkinson, Member
1.,,wa&c2vAo
os 4 1--4
Amanda Rhymes, Sr. mployee Tyler Tebbets, Member
Relations Analyst
Kevin Keyes, Deputy Police Chief Mark Coleman, Member
, f 09,--r\)it,,,,,, 1
Steph. ie Cour, Police Manager Corey acobs, ember
ari Roller, Financial Services mon McCleery, Attorn
Manager
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Ellen Bradley-Mak, HRRM
Administrator
ATTEST:
Jason eth, City k 4:
Approved as to legal form: * SE�L
� 1111k11N11w
Shane Molone , City Attorney
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APPENDIX A - SALARIES
A.1. Salary Increase
1. Effective April 1, 2019, the base wages shall be increased by
3.5% above the wages in place in 2018.
2. Effective January 1, 2020, base wages shall be increased by
3.25% above the wages in place in 2019.
A.2. Salary Schedule
Effective April 1, 2019, the salary schedule shall be as follows:
2019 CITY OF RENTON SALARY TABLE
r STEP A STEP 8 STEP C ' STEP t STEPS
ar.3eg Code Pcist tun Title
Ma+thtp�* Annual A ant1 kraramP:
pn58 i 6178'Po(ice Service Specialist Supra 6,250 75,004 ! i 6,563 78,755
Step A(15%above Speciatist Step E) 'sfep farrease at 24 months
(Step E(5°5 above
on57; 6182 i police Service Specialist lead 5,84.3 5,843 ff 1 1
(7,5%above Specialist,Step E)
pn54 41.,8roolice Community PrgmCoord . 4,836 r 58,032. 5,226 62,712 i 5,741 68,392 1 6,189 r 74,268 . 6,499 77988
pn53 4128 Crime Analyst 4,836 . 58,032 5,226 62,712 5,741 68,892 6,134 74,268 5,499 77,988
.............
pn 6 4133!Electronic Home Detention Coard 4,771 11. 57,252 5,149 61,788 ° 5,670 68,040 6,233 r 74,796 6,543 78,516
:11
pn53 3432 Evidence Technician I 4,552 54,624 i 4,913 58,956 . 5,447 64,884 5,949 w 71,388. I 6,255 75,060
...... ........
pn61 4121 1Domestic Violence Victim Advocate 4,514 r 54,168 I 4,904 r 58,848 I. 5,454 65,400 5,991 w 71,892 1 6,308 75,696
pn60 •i 4,385 51,660 4,676 56,112 5,195 62,340 5,712 63,544 I 6,010 72,120
pn52 4135 4.nimal Control Officer . 4,293 51,516 4,642 1. 55,784 , 5,104 r 61,248 5,613 . 67,356 I 5,894 70,728
pn62 6181!Police Sery ce Specialist 3,359 '11 47,508 4,277. w 51,324 4,707 r 56,484-... 5,173 w 62,136 5,435 65 28_....
pn51 6183?police Secretary .3,7fl8 43,496 3.Cr43 38.ff36 4,4137 52.883 4,85±3 ' 58.24�t3......5 089 61,068
pn52 14137'Parking EnSarcementOfficer ' 3,7^u3 49,496 4,C33 48,036 ' 4,407 52,884 4,850 58.,200 5,089 61,068
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A.3. Deferred Compensation.
The Employer shall contribute five and a half percent (5.5%) of the
employee's base wage into a deferred compensation account
selected by the employee from the accounts provided by the City,
each pay period.
In 2020, the Employer shall contribute four and a half percent
(4.5%) in light of the newly established VEBA plan described in
Article 14.10.
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APPENDIX B — EDUCATION/LONGEVITY SCHEDULE
B.1 Longevity Pay.
Employees shall receive longevity pay according to the following
scale:
Completion of 5 years — 2%
Completion of 10 years — 4%
Completion of 15 years — 6%
Completion of 20 years — 10%
Completion of 25 years — 12%
Completion of 30 years — 14%
6.2 Educational Pay.
Employees shall receive educational pay according to the following
scale:
AA Degree/90 credits — 4%
BA/BS Degree/Masters — 6%
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APPENDIX C - MEDICAL RELEASE
I, , hereby release
Dr. to provide the following
medical information to my employer.
Psychological or physical fitness to perform all the essential
functions of my current job classification;
If unable to perform all those functions, the duties that I am able
J to perform and which duties I am not able to perform;
W
If unable to work at this time, when I can reasonably be
expected to return to work at my regular duties;
CI
UJ Any necessary restrictions on my work or duties;
2
Any necessary accommodations which may be required to allow
me to perform the essential functions of my current job
X classification; and
0
Z
W Any recommendation for psychotherapy or other form of
a
therapy, counseling and/or medical treatment.
This Release is intended to grant no further access to my
confidential medical records beyond what is listed above.
PATIENT DATE
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APPENDIX D — TELEWORK RE-OPENER
During this current round of negotiations, both parties have
expressed an interest in a future teleworking program. To this end,
either party may reopen this Agreement for the purpose of
bargaining over issues related to working conditions in light of a
newly proposed teleworking program and resulting policy from the
City.
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INDEX
A clothing allowance 24
actual service 36 COBRA 45
alcohol testing 53 Command Staff 20
Animal Control Officers 17 Community Program
Appendix A 68 Coordinators 17, 24
Appendix B 70 Compensatory Time 20
Appendix D — Medical Release71, conferences 9
72 Consolidated Omnibus Budget
arbitration 60 Reconciliation Act 45
assessments 10 court 13, 19, 61
Crime Analyst 17, 24
B
D
bereavement leave 30
Bill of Rights 47 death 30, 36
bump 12 deferred compensation 29
buy 24 Deputy Chief 59
buyback 35 direct deposit 63
discharge 47, 57
C
discipline 14, 47, 51, 61, 63
callout pay 27 domestic partner 30
Chief of Police ..13, 26, 47, 56, 58 Domestic Violence Victim's
children 30 Advocate 24
Christmas 31 double time 18
Civil Service commission 64 drug and alcohol testing 53
Civil Service Commission 61 due process 13
Civil Service Rules and dues 10
Regulations 12, 47, 63
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dues deduction 10 fitness incentive 29
E FLSA 19, 64
early release 23 G
educational incentive 34 graveyard shift 9, 19
Educational Pay 70 grievance 14, 15, 58, 60, 61
EHD 16 grievances 58, 64
election of remedies 61 Guild meetings 9
Electronic Home Detention Guild representative 9, 49, 51
Officer 16 Guild Representative 58, 59
eligibility list 11 H
emergency ..9, 16, 18, 23, 27, 39,
62 hazardous duty pay 27
Health Insurance 41
Employment Practices 11
employment records 14
hearing 19
holiday 32, 62
entire agreement 65
hours of duty 15, 21
equipment 24, 25
Evidential Breath Testing device I
54 illness 30, 35, 36
examination 13, 27 immediate family 30
executive order 32 incapacitated 36
F Indemnify and Defend 46
indemnify and hold harmless 10
Fair Labor Standards Act.. 18, 19,
64 Independence Day 31
Inspection of Papers 13
Fair Practices Policy 15
Insurance 41, 44
Family emergencies 30
insurances 41
family medical emergencies.... 30
internal investigation 14, 49
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interpreters 27 Memorial Day 31
investigation 50, 52 minimum staffing levels 38
investigations 47 minimums 19
Investigations 53 misconduct 14, 49
L MRO 55
Labor Day 31 N
laid off 11, 36, 62 new positions 24, 28
laid-off 11 New Year's Day 31
Lead Police Service Specialist.. 27 non-discrimination 15
leaves of absence 11 O
legal holidays 31
lethal force 53 off-site training 21
Life Insurance 44 out of classification 9
light duty 31 Overnight Accommodations....21
light duty requirement 31
overtime 18, 19, 20, 22, 28, 40
Line of Duty Death or Other P
Critical Incidents 53 parents 30
longevity 40, 70 Parking Enforcement Officer... 17
Longevity Pay 70 pay days 62
long-term disability 45 payday 62
Loudermill 51 penalty 39, 40, 52
M pension 40
Medical coverage 42
performance of duty 61
personal leave 34, 35, 36, 37
medical release 52
medical release form 52
personnel file 13
personnel files 12, 13
Medical Review Officer 55, 56
personnel reduction 11
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9
Police Non-Commissioned Contract
2019-2020
personnel rotation 16 rehires 12
physical fitness 29, 71 REHP 41, 44
picket line 61 Renton Employees' Healthcare
Police Secretaries 17 Board of Trustees 41, 43
Police Service Specialists... 16, 27 Renton Employees' Healthcare
Police Services Specialist Plan 41
Supervisor 27 reorganization 11
polygraph 52 retention of benefits 62
pre-disciplinary 51 retirement 25, 30
premium 27, 28, 29, 40 rotation 16
premium pay 27 S
premiums 19, 41, 42, 46
probation 14 salaries 24
salary range 12
probationary employees 16
savings clause 63
promotional probation period 14
secret files 13
promotions 12
psychological evaluation 52 seniority 11, 12, 17, 38, 63
shift assignments 16
Q shift rotation 18
quartermaster system 25, 26 sick leave 29, 30, 31
R staffing level 16
staffing levels 38
Recognition and Bargaining Unit
standby 20
7
straight time 20
reduction 12, 44
suspend 47, 57
reductions 11
regular employees 11 T
REHBT 41, 42, 43, 44, 45 teleworking 72
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temporary employees 11 V
terminated 62 vacancies 12
Thanksgiving 31, 32 vacation bids 37, 38
time and one-half 18, 19, 28 VEBA 47, 69
time off 9, 20, 31, 37, 38, 39 Veteran's Day 31
training 18, 21, 22, 23, 26, 27 voluntary separation 30
training trade days 21
W
tuition 32
tuition reimbursement 32 work schedules 15
work week 15, 26
working out of classification....28
uniform cleaning 26 Written warnings 13
uniforms 25, 26
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