HomeMy WebLinkAboutContractAGREEMENT
By and Between
CITY OF RENTON
and
RENTON POLICE GUILD
REPRESENTING COMMISSIONED EMPLOYEES
January 1, 2021 – December 31, 2023
CAG-22-213
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2021-2023
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TABLE OF CONTENTS
PREAMBLE .................................................................................... 5
ARTICLE 1 – RECOGNITION AND BARGAINING UNIT .................... 5
ARTICLE 2 – UNION MEMBERSHIP AND DUES DEDUCTION .......... 6
ARTICLE 3 – EMPLOYMENT PRACTICES ........................................ 9
ARTICLE 4 – HOURS OF DUTY ..................................................... 14
ARTICLE 5 – SALARIES ................................................................. 24
ARTICLE 6 – ALLOWANCES AND PREMIUMS .............................. 25
ARTICLE 7 – SICK LEAVE .............................................................. 31
ARTICLE 8 – HOLIDAYS ................................................................ 35
ARTICLE 9 – TUITION REIMBURSEMENT ..................................... 37
ARTICLE 10 – EDUCATIONAL INCENTIVE ..................................... 38
ARTICLE 11 – PERSONAL LEAVE .................................................. 39
ARTICLE 12 – LONGEVITY ............................................................ 44
ARTICLE 13 – PENSIONS .............................................................. 45
ARTICLE 14 – INSURANCES ......................................................... 45
ARTICLE 15 – TECHNOLOGY ........................................................ 51
ARTICLE 16 – BILL OF RIGHTS ..................................................... 53
ARTICLE 17 – MANAGEMENT RIGHTS ......................................... 64
ARTICLE 18 – GRIEVANCE PROCEDURE ....................................... 65
ARTICLE 19 – PERFORMANCE OF DUTY ...................................... 69
ARTICLE 20 – RETENTION OF BENEFITS ...................................... 69
ARTICLE 21 – PAY DAYS .............................................................. 69
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ARTICLE 22 – SAVINGS CLAUSE ................................................... 70
ARTICLE 23 – ENTIRE AGREEMENT ............................................. 72
ARTICLE 24 - DURATION OF AGREEMENT ................................... 72
APPENDIX A: SALARIES ............................................................... 75
APPENDIX B: EDUCATION/LONGEVITY SCHEDULE ..................... 79
APPENDIX C – MEDICAL RELEASE ............................................... 80
APPENDIX D: M.O.U. Re: Commissioned Extra Duty
Compensation ............................................................................ 81
APPENDIX E: RE-OPENER ........................................................... 82
INDEX .......................................................................................... 83
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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, 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
1.1 Union Recognition. The Employer recognizes the Guild as the
exclusive representative of all commissioned employees below
the Civil Service rank of Commander for the purpose of
bargaining with the Employer. A commissioned employee is
defined as outlined in RCW 41.56.030.
1.2 Union Representation. The Guild President, or any other
members of the Guild appointed by the President, shall be
recognized by the Employer as the official representatives of the
Guild for the purpose of bargaining with the Employer. The Guild
recognizes the Employer as the duly elected representative of
the people of the City of Renton and agrees to negotiate only
with the Employer through the negotiating agent or agents
officially designated by the Mayor and City Council to act on its
behalf.
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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 five (5) members each, unless waived by mutual
agreement of the parties. The Guild will supply the City with a
list of its “Official Representatives” by February 28th of each year.
The Guild reserves the right to modify the list as needed.
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 working hours. The purpose of the orientation is for
the Guild to provide information related to coverage under
this CBA and enrollment in Guild membership. The Employer
and the Guild agree that employees in positions covered
under this Agreement hired on or after its effective date
shall, on the thirty-first (31st) day following the beginning of
such employment, make an election whether or not to
become a member of the Guild in good standing.
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2.2.4. Subcontract Work. The Employer agrees it will not
subcontract work performed by Guild members to non-
Guild personnel without the written agreement of the
Guild. As of ratification of this contract, the Guild agrees
that pre-employment background investigations may be
contracted to outside vendors at the discretion of the Chief.
2.3. 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 five days’ notice 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 Training and Conferences. Official
representatives of the bargaining unit shall be given time off
with pay to attend Guild related conferences (not to exceed
three working days for a single function). The allowable
aggregate of such time off shall not exceed one hundred
sixty (160) hours in one calendar year. Provided, that a copy
of the agenda of the meeting is submitted to the Chief, at
least 14 calendar days prior to the meeting and that the
Guild waives the right to working out of classification pay
should a replacement be needed to assume the duty of the
Guild representative granted time off.
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2.3.3. Release Time Restrictions. The Employer retains the
right to restrict time off under subsections 2.3.1. and 2.3.2.
if an emergency exists or when such time off would
unreasonably impact department operations.
2.4. Dues Deduction. Upon written authorization by an
employee and approval by the Guild Executive Board, the
Employer agrees to deduct from the wages of each employee the
sum certified as initiation dues and assessments twice each
month as Guild dues, and to forward the sum to the Guild
Secretary or Treasurer. If any employee does not have a check
coming to them or the check is not large enough to satisfy the
assessments, no deductions shall be made from the employee for
that calendar month. All requests to cancel dues deductions shall
be in writing to the Employer and require notification to the
Guild by the Employer. Every effort will be made to end the
deduction effective on the first payroll, but 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
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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.
ARTICLE 3 – EMPLOYMENT PRACTICES
3.1. Personnel Reduction. Whenever it becomes absolutely
necessary through lack of finances or for any other reasonable
purpose to reduce the number of employees in the bargaining
unit, such reductions shall be carried out based on seniority in
accordance with the following:
3.1.1. Seniority. Seniority will be determined by the
employees most recent hire date in the bargaining unit.
a.In the event of a tie, the determining factor will be
placement on the eligibility list.
b.Leaves of Absence will not be subtracted from
seniority.
3.1.2. Probationary Employees. (First appointment) in
reverse order of seniority; the one with the least seniority
being laid off first.
3.1.3. Non-Supervisory Regular Employees. In reverse
order of seniority; the one with the least seniority being laid
off first.
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3.1.4. Supervisors. In the event it becomes necessary to
reduce the number of employees of supervisory rank, the
following shall occur:
a.Sergeant reduced to Officer – in reverse order of
seniority in rank; the one with the least service in the
position of Sergeant being reduced in rank first
3.1.5. Reinstatement. Employees laid off or reduced in
rank shall be recalled to vacant positions in order of their
department seniority;
a.Non-Supervisory Regular Employees – the employee
with the greatest seniority being recalled first.
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.
3.1.6. Rehires. In the event a certified employee leaves the
service of the Employer due to reduction in force and within
the next two years the Employer rehires said former
employee into the same classification to which they were
assigned at the date of reduction, such employee shall be
placed at the same step in the salary range which they
occupied at the time of the original reduction.
3.1.7. Re-Entry into the Guild. If, for any reason, a
command-level officer of the Department returns to the
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rank of Sergeant or below, they will again become a
member of the Guild. Their seniority date will be their
original date into the bargaining unit and all rules in Section
3.1 shall apply. Their seniority in rank shall be based on the
date they re-entered the Guild.
3.2. Vacancies and Promotions. Vacancies shall be filled and
promotions made in accordance with the Police Civil Service
Rules and Regulations, provided, that nothing in this Agreement
shall be construed to require the Employer to fill any vacancy.
3.3. Personnel Files.
3.3.1. Personnel Files Contents. The personnel files are the
property of the Employer. The Employer agrees that the
contents of the personnel files, including the personal
photographs, shall be confidential and shall restrict the use
of information in the files to internal use by the Police
Department. This provision shall not restrict such
information from becoming subject to due process by any
court, administrative tribunal, or as required by law.
Reasonable notice shall be given the employee should the
Employer be required to release the personnel file. It is
further agreed that information may be released to outside
groups subject to the approval of the Employer; provided,
that nothing in this section shall prevent an employee from
viewing his/her original personnel file in its entirety upon
request. Nothing shall be added to or deleted from the file
unless the employee is furnished a legible copy of the same.
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3.3.2. Inspection of Papers. The application and
examination papers of an employee shall be available for
inspection by the appointing authority, the Chief of Police,
and affected employee. Employees shall be allowed to
review a copy of any adverse documentation before it
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 removed from the personnel files after a
maximum period of six 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.
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3.4. Probation. Probation periods for employees newly hired
into the bargaining unit shall not exceed 18 months. Probation
period for lateral officers shall not exceed 12 months. During this
period, employees may be discharged without resort to the Civil
Service or grievance procedure for failure to pass probation.
Employees who are promoted within the bargaining unit shall
serve a promotional probation period, which shall not exceed
one year. During that period, employees may be reverted to their
former positions without resort to the Civil Service or the
grievance procedure for failure to pass probation.
3.5. Non-Discrimination. The Employer and the Guild agree that
neither shall unlawfully discriminate against any person because
of race, color, religion, national origin, age, gender, marital
status, sexual orientation, genetic information, disability status,
veteran/military status, and/or any other protected class or
characteristic unless based on a bona fide occupational
qualification. The Employer agrees not to discriminate against
employees because of union membership or lawful union
activities. It is recognized that employees who feel they have
been victims of discrimination shall be entitled to seek relief or
redress through the grievance procedures contained in this
Agreement or through the City of Renton Fair Practices Policy.
3.6. Teleworking. The parties recognize the value of telework,
however telework is not appropriate for all employees. No
employee is entitled to or guaranteed the opportunity to
telework. The employee and supervisor will assess the job
responsibilities of the employee to determine if the job is
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appropriate for teleworking. The supervisor has full discretion to
deny a telework agreement if they deem it not appropriate.
Telework procedures are outlined in policy #300-03.
ARTICLE 4 – HOURS OF DUTY
4.1. 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 4.1.1., 4.1.2., and 4.1.3. below.
4.1.1. Patrol Operations Division: Commissioned
employees assigned to the Patrol Operations Division shall
work a 2-2-3 schedule defined as the Pitman schedule for a
total of 2189 hours in a calendar year. For section 7(k)
purposes under the Fair Labor Standards Act, the work
period (FLSA, 29 U.S.C, 207) (k) shall be twenty-eight (28)
days, for a work period of 147 hours.
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
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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.
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.
4.1.2. Patrol Services Division: Comprised of Motorcycle
Officers and Accident Investigators. Employees assigned to
the Patrol Services Division shall work four (4) consecutive
ten (10) hour days followed by three (3) consecutive days
off (4/10 schedule).
4.1.3. Special Operations Division: Comprised of the
Directed Enforcement Team (DET) and the Special
Enforcement Team (SET). Employees assigned to the
Special Operations Division (SOD) shall work two (2)
consecutive ten (10) hour days followed by two (2)
consecutive eleven (11) hour days, or some combination
thereof for a total of 2189 hours in a calendar year. In
accordance with Fair Labor Standards Act requirements, the
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work period (FLSA 29 U.S.C., 207(k) shall be twenty-eight
(28)days for a work period of 147 hours. SET work days will
be Tuesday through Friday with the ability to flex days and
hours as needed. DET work days will be four (4) consecutive
various days between Monday and Saturday with the ability
to flex days and hours as needed.
4.1.4. Investigations: Employees assigned to investigations
shall work four (4) consecutive, ten (10) hour days followed
by three (3) consecutive days off (4/10 schedule).
4.1.5. Administrative Services: Employees assigned to
Administrative Services shall work a 9/80 or 4/10 schedule
as directed by management.
The above work schedules may be changed by mutual
agreement between the Guild and the Chief of Police.
4.2. Shift Rotations. The rotation of personnel between shifts
and squads shall be minimized within the limitations of providing
an adequate and efficient work force at all times. When rotation
is necessary, the Employer will notify the affected employees as
soon as reasonably possible. Such notifications shall occur no
later than fifteen (15) calendar days prior to the personnel
rotation, except when such employees are probationary officers,
or waive this provision in writing, or when such rotations are
needed due to a bona fide law enforcement emergency.
4.3. Overtime. Except as otherwise provided in this Article and
when required by the Fair Labor Standards Act, employees shall
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be paid at the rate of time and one-half for all hours worked in
excess of their regular shift.
4.3.1. Pitman Patrol Schedule Overtime: Except as
otherwise provided in this Article, employees shall be paid
at the rate of time and one-half for all hours worked in
excess of twelve (12) hours in any twenty-four (24) hour
period inclusive of lunch period.
4.3.2. Employees required to work on any regular day off or
approved day off shall be paid at the rate of time and one-
half for the first day and double time for the second and
subsequent consecutive days EXCEPT in the event of an
emergency when overtime shall revert to the time and one-
half rate.
4.3.3. Overtime, except for training, shall be voluntary,
provided that if there are not enough volunteers to meet
public safety requirements, overtime shall be mandatory.
4.3.4. Employees may not accumulate less than fifteen (15)
minute increments of overtime.
4.4. Overtime Minimums. In the event overtime is not in
conjunction with the beginning or end of a regularly scheduled
shift, the minimum payment shall be as set forth herein. The rate
of pay for minimums shall be time and one-half. However, when
Sub-section 4.3.2 applies, the employee may choose either the
double time rate for all hours worked or the time and one-half
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rate for the applicable minimum. Court minimums shall not
overlap.
4.4.1. Three (3) hours for any court or related hearing
located in Renton.
4.4.2. Four (4) hours for any court or related hearing
outside the City of Renton.
4.4.3. 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.
4.4.4. Two (2) hours for any other unspecified overtime
including in-person meetings with the prosecutor’s office or
defense counsel.
4.4.5. Eight (8) hours court minimum when 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.
4.4.6. Three (3) hours when an employee is requested to
report for duty as a result of an investigation call out. To be
eligible, the employee must have been off-duty for at least
one (1) hour preceding the call back.
4.5. Compensatory Time. The Employer shall pay all authorized
overtime requests on a cash basis, provided that employees shall
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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
his/her option of requesting compensatory time off in lieu of paid
overtime; provided that the accumulation of such time is
approved by the Administration Officer or Officer officially acting
in that capacity.
In December of each year, the Employer has the option of
purchasing all or part of compensatory time accumulated by
employees.
4.6. Early Release.
4.6.1. Employees working the Pitman schedule who are
required to report to work for any reason other than in-
service training between two (2) graveyard shifts or
following a graveyard shift, shall be relieved from duty at
least eight hours prior to having to report to duty without
loss of time or overtime minimums.
Employees working the Pitman schedule who appear in
court five (5) hours or more between two graveyard shifts
may be relieved from duty until 2300 hours on the night
after appearance, without loss of time or court overtime
minimums.
It is the Employer’s desire to not have an employee work
more than sixteen (16) hours in a workday. Except in an
emergency situation, the employer will make every effort to
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ensure that employees do not work more than sixteen (16)
hours in a workday.
4.6.2. Personnel called out for work, other than court, prior
to the beginning of their normally scheduled hours, shall be
allowed to start their regularly scheduled shift at the time
notified of the call out. Work hours spent on the call out will
be at the overtime rate. Once the call out is complete or the
employee’s regular start time arrives, the employee may
elect to flex the remainder of their shift pending supervisor
approval. Regular or flex shift hours will be paid at the
straight time rate.
4.7. Standby and On-Call
4.7.1. Standby. The Employer and the Guild agree that the use
of standby time shall be minimized. Standby assignments shall be
for a fixed, predetermined period of time. Employees placed on
standby status by a member of the Police Department Command
Staff, shall be compensated on the basis of one (1) hour straight
time pay for each two (2) hours of standby or fraction thereof. If
the employee is actually called to work, standby pay shall cease
at that moment and normal overtime rules shall apply.
4.7.1. On-Call. Employees assigned to on-call status shall be
subject to on call assignment for a period of one week during
which time they shall be required to respond within sixty (60)
minutes and be available by telephone at all times. For the week
that employees assigned the on-call status shall receive five (5)
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hours compensation at the overtime rate of time and one-half.
The respective Division Commanders shall individually determine
which employees shall be subject to on-call status provided that
not less than five (5) employees shall be on-call each week. The
following assignments are subject to being on-call: Detectives,
SET and Traffic.
4.8. Compensation for Training. The Employer shall have a
reasonable obligation to attempt to schedule training during the
employee’s regular shift.
4.8.1. Training on a Scheduled Work Day, Not Requiring
Overnight Accommodations. The employees agree to
waive any overtime resulting from attendance at any
training school or session of less than eight (8) hours on a
scheduled work day, and to adjust work schedules on an
hour for hour basis. The employees agree to waive any
overtime resulting from attendance of any training day
scheduled for eight (8) hours or more on a scheduled work
day provided that the affected employee is relieved of all
police duties as follows:
a.If the scheduled training day is scheduled for eight (8)
hours or more, the hours of training shall constitute an
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
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training, if the training is scheduled for eight (8) hours
or more.
4.8.2. Training Trade Days. Employees will be
compensated at time and one half for all training, whether
they are the trainee or the trainer, approved, scheduled,
and attended on a day off or consecutive days off with the
following exception:
Employees assigned to the Special Weapons and Tactics
(SWAT), Hostage Negotiations Team), and Civil Disturbance
Unit (CDU) agree to shift adjust (or “training trade days”)
with at least thirty (30) days notice for all department
training associated with the three assignments. If staffing
does not allow for training trade days, then the Employer
shall either deny the training, or compensate the employee
at the overtime rate. Training trade days not associated
with these three (3) assignments must be mutually agreed
upon and completed within the FLSA work period.
4.8.3. Training Requiring Overnight Accommodations.
Employees who attend training that requires overnight
accommodations shall adjust their work schedule at the
straight time rate for all travel and lodging time associated
with the training with a maximum of eight (8), ten (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
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on a day off where training was voluntary, no compensation
will be paid for travel and lodging time.
4.8.4. Per diem. Members shall receive per diem in
accordance with City Policy 210-01.
4.9. Overtime. When the Police Department Administration and
the Guild agree to a regularly scheduled shift, the payment of
overtime compensation will commence with the hours worked
by those affected employees in excess of that mutually agreed
upon shift or schedule.
4.10. Overtime Calculation. In recognition of FLSA guidelines,
overtime shall be computed on the base pay of the employee
and shall include any allowances or premiums as described in
Article 6 of this agreement in calculation of the overtime rate.
4.11. In-Service Training Overtime. Employees shall be
compensated at the straight time rate for up to thirty (30) hours
of in-service training regardless of whether training occurs on the
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.
4.12. K-9 Teams Overtime.
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To compensate employees assigned as K-9 Officers for the
duties related to the care and maintenance of their Police dog,
in compliance with the FLSA, will receive:
4.12.1. K-9 officers are on the air driving to and from work
and are available for emergency calls. Driving time to and
from work is included in their hours of work (15 minutes
each way).
4.12.2. Handlers will be paid eight(8) hours of overtime per
pay period to compensate for bathing, grooming, feeding,
cleaning of the dog’s kennel, K-9 car, and similar activities
performed by the K-9 officers.
4.12.3. K-9 officers will attend briefings on occasion at the
beginning of their shift.
ARTICLE 5 – SALARIES
The Employer agrees to maintain salaries in accordance with the
attached Appendix A.
Beginning January 1, 2018, the base salary for Patrol Officer II
and Sergeant shall be increased by 6.25% to reflect the additional
109 hours worked in a calendar year (see 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
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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
6.1. Clothing Allowance. Beginning January 1, 2019, the
following employees shall receive $650.00 per year as clothing
allowance:
6.1.1. Employees assigned to Investigations Division
6.1.2. Employees assigned to Special Enforcement Team
6.1.3. Training Officers assigned to Administrative Services
Division
6.1.4. Administrative Services Division Sergeants
6.1.5. Traffic Collision Detective assigned to Patrol Services
6.2. Clothing Allowance Usage. The purpose of such allowance
is to buy, maintain and repair any equipment or clothing required
by the Employer which is not furnished by the Employer. The
allowance shall be included with the second paycheck in
February of each year. In the event the employee does not serve
the entire twelve (12) months for which such payment was
made, a pro-rated deduction shall be taken from the employee’s
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2021-2023
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final paycheck, with the exception of an employee who retires, or
dies, in which event no deduction shall be made. Any employee
transferred to or from a non-uniformed assignment after January
1st of any calendar year shall receive a pro-rated clothing
allowance for the remainder of said calendar year.
6.3. Uniforms are the Property of the City. It is agreed that all
equipment and clothing issued by the City of Renton shall remain
the property of the Employer and same shall be returned to the
Employer upon termination or retirement. It is further agreed
that nothing in this Article shall preclude the Employer from
taking any authorized action to maintain the standards of
appearance of the Renton Police Department.
6.4. Non-Uniformed Commissioned Employees. Non-uniformed
commissioned employees, who are required to wear uniforms for
City business, may be provided cleaning services at the sole
discretion of the Employer.
6.5. Quartermaster System. A quartermaster system shall be in
effect for employees required to wear police uniforms. The
Employer will issue a list of required clothing and equipment and
a description of the mechanics of the quartermaster system.
Required uniforms and equipment shall be provided to each
employee as follows:
6.5.1. Required uniforms and equipment shall be provided
without cost to the employee as set forth in Police
Department Policy as approved and/or amended by the
Chief of Police.
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6.5.2. Optional uniforms and equipment may be purchased
by the employees at their own expense.
6.5.3. Required and optional uniforms and equipment shall
be replaced without cost to the employee when they
become unserviceable.
6.6. Uniform Cleaning
6.6.1. The Employer will provide those employees assigned
to wear police uniforms with contract cleaning services at
the rate of two pants and two shirts per designated work
period (e.g. seven day or twelve day), up to a maximum cost
per eligible employee of $240.
6.6.2. Commissioned employees who are assigned Plain
Clothes assignment shall be authorized to use the cleaning
services at the rate of two pants and two shirts (or suits) per
designated work period (e.g. seven days), up to a maximum
cost per eligible employee of $240.
6.6.3. This is based upon agreement that the cost for
uniform cleaning shall not exceed $4,800 per calendar year
divided by the current number of employees assigned to
wear police uniforms (as opposed to plainclothes).
6.6.4. The Employer will make every effort to contract with
a commercial cleaning establishment for the entire term of
this Agreement. However, if no commercial cleaning
establishment is willing to bid for a cleaning contract at a
rate that is competitive with those establishments willing to
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p.28
bid on an annual basis, the Employer may enter an annual
contract for cleaning services.
6.7. Hazardous Duty Pay. Hazardous duty pay in addition to
regular pay shall be granted to certain employees in accordance
with the following schedule:
6.7.1. Special Weapons and Tactics. Members of SWAT
shall be paid at the rate of time and one half with three (3)
hours minimum when called to an emergency situation
requiring their expertise.
6.7.2. Hostage Negotiations Team. Members assigned to
the Hostage Negotiations Team will be paid at the rate of
double-time with three (3) hours minimum when called to
an emergency situation requiring their expertise.
6.7.3. Civil Disturbance Unit. Members of the CDU shall be
paid at the rate of double-time with three (3) hours
minimum when called to an emergency situation requiring
their expertise.
6.8. Premium Pay.
6.8.1. Premium Pay: In addition to regular pay, premium
pay shall be granted to certain employees in accordance
with the following schedule:
Employee Premium
Detective 4.0% per month
Traffic Assignment 4.0% per month
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Canine Officer 4.0% per month*
Corporal Assignment 7.5% per month
Training Officer 4.0% per month
SWAT Assignment 4.0% per month
SRO Assignment: 4.0% per month
Field Training Officer 4.0% per month
Motorcycles 2.0% per month
*Increase to the Canine Officer Premium and the Kennel
Time in Article 4.12.2 take effect the first pay period after
contract ratification/Council approval.
6.8.2. 2,189 Hours Shift Assignment: Employees who work
2189 hours in a calendar year shall continue to receive the
6.25% premium (shift assignment premium) through 2017.
As of January 1, 2018, the shift assignment premium shall
be added to the employee’s base pay.
6.8.3. 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 Department approved
physical fitness test shall receive the fitness
incentive premium for a period of one year
following the successful test. The test is voluntary
and will be offered at least three (3) times each
year. The elements of the test shall be
recommended by a committee comprised of 2
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Administrative Officials and 1 Guild Representative.
The Chief has the right to approve or deny the
recommendation.
b.The testing dates/times shall be posted on or before
February 1st of each year.
6.8.4. Physical Fitness Deferred Compensation
Contribution. Employees who comply with Section 6.8.3.
shall be compensated with 3.0% of base pay in the form of
deferred compensation. (Also see Appendix A.2.4.)
6.8.5. Interpreters. Bargaining unit members who pass a
City approved examination for interpreters will be
compensated at the rate of 3% of base pay per month while
certified. Employees who successfully pass the initial
examination will be required to recertify annually., The City
will determine who is to receive the premium based on the
need for the employee’s particular language skill.
6.8.6 Instructor Premium. Effective the first pay period
after contract ratification/Council approval, the Police Chief
or their designee shall designate staff to each instructor
position annually. Employees designated to the instructor
positions shall receive a 1% premium in recognition for the
training hours and/or certifications required to maintain
instructor eligibility. Regardless of the number of instructor
assignments, the employee will only receive the flat 1%
premium. The following is the list of established instructor
assignment positions:
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1.Firearms
2.Defensive Tactics
3.Emergency Vehicle Operations Course (EVOC)
4.Tactical Emergency Casualty Care (TECC)
6.9. New Positions. This Agreement shall be opened for the
purpose of negotiating premium or hazardous duty pay for any
new position, which is not covered with this Agreement. Such
pay to be effective upon the agreement of both parties. Nothing
in this Section shall preclude the Employer from establishing such
new positions.
6.10. Working Out of Classification. Any employee assigned the
duties normally performed by a higher paying classification shall
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
7.1. Sick Leave.
7.1.1. Sick Leave Accrual Rate. Effective January 1, 2011,
Commissioned officers shall accrue sick leave at the rate of
ten (10) hours per month. Sick leave benefits under this
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paragraph shall begin upon employment with the award of
three (3) days (30 hours) of sick leave. Upon completion of
the third month of employment an addition of three days
(30 hours) shall be awarded. At the completion of six (6) full
months of employment, the employee shall accrue sick
leave at the rate of one (1) day (10 hours) per month. For
each day off taken as sick leave, the employee will use the
number of hours scheduled to be worked.
7.1.2. Sick Leave Annual Cash Out. , the employer will cash
out at the employee’s base rate of pay at 50% of all annual
sick leave accrued (but not used) over 620 hours as of
December 31st of the previous year. This amount shall be
placed into the employee’s HRA VEBA account,
administered by the employer. Transfer of these funds shall
occur at the same time as the second pay check in February
is issued.
7.1.3. Sick Leave Payment at Separation. Cash payment
for sick leave will not be made upon an employee’s,
retirement, voluntary separation, or death, except in those
instances when the death occurs in the line of duty.
7.1.4. Sick Leave Use. Employees shall be entitled to use
sick leave for family medical emergencies or for illness in
the immediate family. For the purposes of this section
“immediate family” shall include only the employee’s
children, parents, domestic partner, or family members
residing with the employee. Family emergencies shall
include the need for an employee to be with his/her spouse
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p.33
or domestic partner and/or family at the time that the
employee’s spouse or domestic partner is giving birth to a
child.
7.1.5. Lateral Officer Sick Leave. Officers qualifying as
lateral, hired after January 1, 2021, will be allocated 250
hours of sick leave upon date of hire. Those hired within
this time that did not receive this bank of hours will be
allocated the proper sum to make up the difference.
7.2. Bereavement Leave. Full time employees whose immediate
family suffers a death shall receive up to three (3) days off with
pay to attend to necessary arrangements. A day off is defined as
the number of hours scheduled to be worked by the employee (8
hours, 10 hours, 12 hours). 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 bereavement leave shall not be
considered sick leave. Employees shall be allowed to attend the
funeral of current department employees while on duty as long
as minimum staffing requirements are met.
7.3. LEOFF II On-the-Job Injury (OJI) Disability Leave Benefit.
Disability leave benefits shall be provided to LEOFF II employees
in accordance with the laws of the State of Washington when it
has been determined that the disability is duty-related.
Effective January 1, 2019, all LEOFF II personnel will receive up to
six (6) calendar months of full pay and benefits for L & I qualified
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duty-related disabilities. The maximum period of this benefit will
not exceed six (6) calendar months.
7.3.1. The coverage begins the first day or shift of time loss.
7.3.2. The individual with the disability will not be required
to use any personal sick leave if the duration of the illness
or injury is six (6) calendar months or less.
7.3.3. No Personal Leave can be used during the six (6)
calendar month period.
7.3.4. Employees that are released by their physician to
work light duty shall inform their supervisor of the release
within 24 hours.
7.3.5. This benefit will conclude when any of the following
conditions occur:
a.The individual is cleared for return to full duty;
b.The individual remains on disability and completes
their six (6) calendar months; or,
c.During the six (6) months, the Department of L & I
declares the individual to be ‘fixed and stable’ with a
disability that permanently prevents a return to full
duty.
The intent of this agreement is to make an injured employee
financially ‘whole’ for the duration of the recovery. The total
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p.35
compensation received by an injured employee will not exceed
their regular duty compensation.
All benefits provided in accordance with the contract will
continue to accrue while an individual is using the LEOFF II OJI
benefit.
Reimbursement Checks from the Third Party Administrator (TPA)
sent to an individual must be submitted to the City of Renton
within thirty (30) days of receipt by the employee. The employee
must endorse the check to the City of Renton. Employees will be
reimbursed for all approved L & I travel expenses.
7.4. Light Duty Requirement. Employees who are injured on
duty, and are expected to return to full duty, will be assigned to
light duty. An employee may be exempted from this light duty
requirement if under the advice of his/her physician.
Employees who are assigned to patrol, work the Pitman schedule
and are placed on light duty, will be required to work a schedule
other than Pitman to better utilize their skills in a light duty
assignment and will still maintain the 2189 hours in a calendar
year.
ARTICLE 8 – HOLIDAYS
8.1. The following days shall be observed as legal holidays:
January 1 (New Year’s Day)
Third Monday in January (Martin Luther King, Jr. Day)
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Last Monday in May (Memorial Day)
June 19 (Juneteenth)
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)
When Christmas Day is observed on a Tuesday,
Wednesday, or Friday, the previous day shall be a
holiday for City employees.
When Christmas day is observed on a Monday or Thursday,
the next day shall be a holiday for City employees. Any
other day proclaimed by executive order and granted to
other City employees.
8.2. Any employee who works the following listed holidays shall
be paid “Holiday Time” (straight time) in addition to their rate of
pay for hours worked (midnight to midnight).
Fourth of July
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Thanksgiving Day
Christmas Day
For officers already scheduled to work, or it is a normally
scheduled workday, will be compensated at regular time plus
Holiday Time (which equals double time).
Those not scheduled to work, or the day falls on a normal
rotational day off, will be paid overtime (time and one half) plus
Holiday Time. This will be used to fill minimum staffing
requirements for mandatory positions.
For holidays where the City has preplanned special events, the
overtime plus Holiday Time will not apply. The day will be paid at
regular time plus Holiday for a scheduled employee or double
time for someone working on a non-scheduled workday.
ARTICLE 9 – TUITION REIMBURSEMENT
The Employer shall reimburse a non-probationary employee for
eighty-five (85%) percent of the actual cost of tuition and
required fees paid by an employee to an accredited college or
university, provided that those expenses are incurred: (1) in a
course leading to a law enforcement related
Associate’s/Bachelor’s/Master’s degree that benefit the work of
the City of Renton Police Department per the Chief’s discretion
and approval; (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
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p.38
Washington for quarter system credits and by Washington State
University for semester systems credits.
The Employer shall deduct and be entitled to repayment from
any such employee, for any and all such costs paid to the
employee, upon their resignation from employment, pursuant to
the following:
100% repayment if resigning within one (1) year of the date of
reimbursement;
50% repayment if resigning within two (2) years;
25% repayment if resigning within three (3) years.
The Employer is authorized herein to withhold any amounts
appropriate pursuant to this Section from the employees’ final
paycheck.
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”.
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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:
Length of Service
Hours/Month
Accrual
Hours/Annual
Accrual
0 through 5 years 16.68 200.16
6 through 10 years 20.68 248.16
11 through 15 years 22.68 272.16
16 through 20 years 24.68 296.16
21 and subsequent years 26.68 320.16
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.
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11.1.1 Lateral Officer Personal Leave. Officers qualifying as
lateral, hired after January 1, 2021, will be allocated 250 hours of
personal leave upon date of hire. Those hired within this time
that did not receive this bank of hours will be allocated the
proper sum to make up the difference. Lateral candidates are
not eligible to cash out personal leave from the bank of 250
hours prior to three (3) years of service.
11.2. Personal Leave Time. Shall be subject to the following
rules:
11.2.1. Temporary or intermittent employees who leave
the employment of the Employer and are later reemployed
shall, for the purpose of this article, have an adjusted date
of actual service effective with the date of reemployment.
11.2.2. For the purpose of this Article, “actual service” shall
be determined in the same manner as for salary purposes.
11.2.3. As of January 1, 2018, employees, who are laid off,
retired, dismissed, or who resign shall be paid for all
accrued but unused personal leave time at the employees’
hourly base rate at the time of separation.
11.2.4. In the event of an employee’s death while in active
service, any accrued but unused personal leave time shall
be paid at the base rate to the employee’s estate.
11.2.5. An employee granted an extended leave of
absence, which includes the next succeeding calendar year,
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p.41
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 they had been
employed.
11.2.7. In the event that an employee becomes ill or
injured while they are on personal leave, the day or days
that they are sick shall be treated as sick rather than
personal leave, and they will be treated as though they
were off solely for the reason of their illness or injury. The
employee shall submit medical documentation of the illness
or injury from the attending physician to establish that the
employee was incapacitated due to illness or injury.
11.3. Scheduling and Using Personal Leave Time. The following
rules shall govern the scheduling and usage of personal leave
time.
11.3.1. The minimum personal leave allowance to be taken
by an employee shall be in fifteen (15) minute increments.
11.3.2. Employee shall have the option to designate leave
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.
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11.3.3. The employee’s request for time off shall be
approved or denied within eight (8) days of notifying their
supervisor that the request has been entered into Telestaff.
All requests for time off occurring between March 1 and
December 31 of any given year and submitted prior to
January 14 of that year shall be considered for all purposes
(including 11.3.4(a) below) to have been submitted on
January 14 of that year.
11.3.4. In the event that multiple employees request the
same day(s) off, and the Employer is not able to
accommodate all of the requests due to minimum staffing
limitations, then the Employer will use the following criteria,
in order, to determine who is granted the leave time:
a.Requests submitted on an earlier date shall have
precedence over those submitted later.
b.If the requests are submitted on the same effective
date, then vacation bids shall have precedence over
requests that are not vacation bids;
c.When the requests are otherwise equal, then the
request from the employee with more seniority shall
have precedence. Seniority shall be determined
according to Article 3.
11.3.5. The Employer and the Guild acknowledge that the
Employer has a legitimate interest in maintaining proper
staffing levels for public safety purposes, and that
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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.
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.
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11.4.4. The Employer agrees not to cancel an approved
vacation bid except in the event of an extreme emergency
condition.
11.4.5. For 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. Employees assigned to a
twelve (12) hour schedule shall use twelve (12) hours of personal
leave for each day off. Employees assigned to a ten (10) hour
schedule shall use ten (10) hours of personal leave for each day
off.
ARTICLE 12 – LONGEVITY
12.1. Premium Pay. Employees shall receive premium pay for
longevity in accordance with Appendix B of this Agreement.
12.2. Longevity Allowance. Longevity allowances shall be
payable on the first payday following the anniversary of the
employee.
12.3. Determination of Longevity. Longevity will be based on
the employee’s last date of hire in the bargaining unit. A transfer
within from one position in the City to another will not constitute
a “date of hire”.
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p.45
ARTICLE 13 – PENSIONS
Pensions for employees and contributions to pension funds will
be governed by applicable Washington State Statutes.
ARTICLE 14 – INSURANCES
14.1. 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
Employees’ Healthcare Plan.
Premiums: The contributions made to the REHP by both the
City and the employees to cover the total cost of purchasing
the REHP. Contributions made by employees for co-pays,
lab fees, ineligible charges, etc., are not considered
premiums for the purpose of this Article.
14.2. Health Insurance.
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14.2.1. Participation. The City and the Local/Union/Guild
agree to jointly manage the REHP during the term of this
agreement. The REHBT is comprised of AFSCME Local 2170;
Police Guild; and the City, and will meet at least quarterly to
review the REHP including costs associated with the REHP.
Medical coverage shall be provided in accord with the laws
of the State of Washington, RCW 41.26.150 and federal
plans: Patient Protection and Affordable Care Act and the
Health Care and Education Affordability Reconciliation Act
of 2010. The Local/Union/Guild agrees to continue
participation in the REHBT and to identify and support cost
containment measures.
14.2.2. Plan Coverage. The City will provide a
medical/dental, vision, and prescription drug insurance plan
for all eligible employees including all bargaining unit
members and their eligible dependents.
14.2.3. Premiums. For the calendar years 2021 through
calendar year 2023, the total cost of the plan shall be
divided as follows:
Year City Employees
2021 91% 9%
2022 91% 9%
2023 91% 9%
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p.47
Employee premiums will be based upon the following
categories:
•Employee
•Employee/Spouse or Domestic Partner
•Employee/Spouse or Domestic Partner/1
•Employee/Spouse or Domestic Partner/2+
•Employee/1
•Employee/2+
14.2.4. Projected Costs. The plan contributions shall be
calculated by the percentage of actual plan cost increase
that occurred in the previous year and based on
consideration of Actuarial projections. The year in review
shall be from July 1st to June 30th.
14.2.5. Alternative Plan Coverage. City contributions for
the alternative plan will be at the same cost share
percentage as the self-funded plan, capped at the dollar
amount contributed for the self-funded plan.
14.2.6. 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 also. If all bargaining units participate, the voting
bodies would be as follows: AFSCME – 2170; Police Guild;
and the City for a total of three (3) votes.
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14.2.7. Plan Changes. The members of the REHBT shall
have full authority to make plan design changes without
further concurrence from bargaining unit members and the
City Council during the life of this agreement.
14.2.8. Voting. Changes in the REHP will be determined by
a majority of the votes cast by REHBT members. A tie vote
of the REHBT members related to a proposed plan design
change will result in continuing the current design.
14.2.9. Surplus. Any surplus in the Medical Plan shall
remain 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.
14.3. Life Insurance. The Employer shall furnish to the employee
a group term life insurance policy in the amount of the
employee’s annual salary including double indemnity. The
Employer shall furnish a group term life insurance policy for
$1,000 for the employee’s spouse and $1,000 for each
dependent.
14.4. Federal/State Healthcare Options. In the event of a
Federal/State healthcare option, the REHBT shall have the option
to review the proposed Federal/State option and take
appropriate actions.
14.5. COBRA. When an employee or dependent’s health care
benefits ceases based on a qualifying event, the employee or
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p.49
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. LEOFF II Disability Insurance Policy. 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.
14.7. False Arrest and Criminal Defense Coverage. False arrest
and criminal defense coverage shall be provided by the Employer
for all employees. The Employer shall indemnify and defend any
employee against any claim or suit, where such claim or suit
arises because such employee performs his/her duty as an
employee of the Renton Police Department. The Employer shall
pay on behalf of any employee any sums which the employee
shall be legally obligated to pay as a result of that employee’s
reasonable or lawful activities and exercise of authority within
the scope of his/her duties and responsibilities as an employee of
the Renton Police Department. Indemnity and 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.
14.8. Department Contracted Extra-duty Employment. All
department contracted extra-duty law-enforcement employment
as a Renton Police Officer shall be authorized by the Chief of
Police or designee prior to such employment. In order to ensure
that officers who engage in extra-duty employment as Renton
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Police Officers, have adequate liability coverage, the City will pay
officers so employed at the rates established by the
Memorandum of Understanding attached to this collective
bargaining agreement in Appendix D. The overtime provisions of
this Agreement shall not apply to such employment. Time in
excess of one hour shall be paid in pro rata 15-minute segments.
The parties agree to make such changes in the wording of this
provision as may be required to comply with the FLSA. Any
officer working as a Renton Police Officer without the permission
of the Department and paid directly by an employer other than
the City of Renton shall not have Employer paid liability coverage
and shall not be authorized to wear the Renton Police
Department uniform.
14.9. Change in Benefits. If for reasons beyond the control of
the Employer or Guild a benefit of any one of the provisions
agreed to in this Article is abolished, changed, or modified as to
reduce the benefit, the Employer agrees to replace it with a like
benefit prior to the effective date of the change. In the event a
like benefit cannot be obtained by the Employer, the parties will
bargain regarding replacement of the benefit and related
matters.
14.10. VEBA. One percent (1%) of employee’s base pay to fund a
City selected and contracted VEBA plan/vendor. Funding of the
VEBA will occur in each pay period where the employee has pay
from the City for at least half of their scheduled hours and the
City will handle the transfer of funds. During a pay period where
the employee does not have pay for at least half of their
scheduled hours, they will not have the VEBA contribution
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(except for leaves covered by FMLA and/or PFML). These funds
are provided by the employer, and are a Mandatory Employee
Contribution to VEBA.
ARTICLE 15 – TECHNOLOGY
15.1. Video.
15.1.1 Video Reviews. Imagery recorded by the Video
system will not be routinely or randomly reviewed to
monitor officer performance. A supervisor may conduct a
review of a specific incident on an officer’s recorded
imagery only when there is an articulable reason justifying
such review. Articulable reasons for reviewing an officer’s
video include, but are not limited to: (1) capturing specific
evidence for use in a criminal prosecution, (2) a civil claim
has been filed against the City involving the incident, (3) a
citizen complaint has been made against an officer
regarding the incident, (4) the incident included a use of
force, (5) the incident included a vehicle pursuit, (6) the
incident included a vehicular collision, or (7) the incident
involved a serious injury or death. Notwithstanding the
other provisions of this section, Field Training Officers may
review the videos of probationary trainees in the Field
Training Program. Furthermore, officers involved in lethal
force incidents shall be allowed to review any videos
pertaining to the incident that the department utilizes or
has access to upon request.
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15.1.2. Video Review Log. Prior to the review, notice of the
review must be provided to the subject officer and the Vice
President of the Renton Police Guild (Guild) via the
appropriate form to their department mailboxes. An video
review log will be kept and must be accessible to the
president and vice-president of the Renton Police Guild. The
log must include the date, time, reviewing supervisor, and
an articulable reason for the review.
15.1.3. Video Evidence. The Department may use recorded
imagery as evidence in an official Department investigation
provided the imagery is of a specific incident as outlined in
Section 15.1.
15.2. Automatic Vehicle Locator (AVL).
15.2.1 AVL Queries. AVL queries will not be routinely or
randomly used to monitor officer performance. A
supervisor may review AVL data of a specific incident only
when there is an articulable reason justifying such review.
Articulable reasons for reviewing an officer’s AVL data
include, but are not limited to: (1) capturing specific
evidence for use in a criminal prosecution, (2) a civil claim
has been filed against the City involving the incident, (3) a
citizen complaint has been made against an officer
regarding the incident (4) the incident included a use of
force, (5) the incident included a vehicle pursuit, (6) the
incident included a vehicular collision, (7) the incident
involved a serious injury or death, or (8) the incident
involves officer safety. Notwithstanding the other
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provisions of this section, Field Training Officers may review
AVL data of probationary trainees in the Field Training
Program; and any commissioned personnel can advise
dispatch to broadcast AVL data when an articulable reason
exists (for example, locating an officer for safety purposes).
15.2.2. AVL Review Log. Prior to the review, notice of the
review must be provided to the subject officer and the Vice
President of the Renton Police Officer’ Guild (Guild) via the
appropriate form to their department mailboxes. An AVL
review log will be kept and must be accessible to the
president and vide-president of the Guild. The log must
include the date, time, reviewing supervisor, and an
articulable reason for the review.
15.2.3. AVL Evidence. The Department may use AVL data as
evidence in an official Department investigation providing
the data is of a specific incident as outline in Section 15.2.
15.3. Equipment Safety. Any equipment issued that affects
officer safety should be documented and forwarded to the Chief
of Police through the Chain of Command. The Chief of Police or
designee will have five (5) business days to acknowledge receipt
of the complaint to the Vice President of the Renton Police Guild.
ARTICLE 16 – BILL OF RIGHTS
16.1. Just Cause Employer Rights. The Employer retains the right
to adopt rules for the operation of the Renton Police Department
and the conduct of its employees provided that such rules do not
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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.
16.2. Bill of Rights. In an effort to ensure that investigations, as
designated by the Chief of Police of the Renton Police
Department, are conducted in a manner which is conducive to
good order and discipline, the Renton Police Guild shall be
entitled to the protection of what shall hereafter be termed as
the “Police Officers’ Bill of Rights.”
16.2.1. The City and the Guild agree that all employees
should work in an environment that fosters mutual respect
and professionalism. The parties agree that inappropriate
behavior in the workplace does not promote the City’s
business, employee well-being, or productivity. All
employees are responsible for contributing to such an
environment and are expected to treat others with courtesy
and respect.
Inappropriate workplace behavior by employees,
supervisors, and/or managers will not be tolerated. If an
employee and/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
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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 340-02and take appropriate action as
necessary. The employee and/or Guild representative will
be notified upon conclusion.
This section is not subject to the grievance procedure in
Article 18, but is subject to the City’s complaint process.
16.2.2. If an employee becomes the suspect in an internal
that could result in criminal charges, that investigation may
be investigated by another agency outside the City of
Renton.
16.2.3. Employees will not be under any type of electronic
surveillance by any employee of the Renton Police
Department without authorization of the Chief of Police or
designee.
16.2.4. Any employee who becomes the subject of an
internal investigation, or an investigatory interview, shall be
advised in writing of the following within three business
days of the date of their first interview:
a.General orders violated and the nature of the
matter in sufficient detail to reasonably apprise
them of the matter (unless suspected of
committing a criminal offense);
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b.Misconduct that would be grounds for termination,
suspension, or other disciplinary action; and
c.That they 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.
16.2.5. Any employee who becomes the subject of an
investigation may have legal counsel or a Guild
representative present during all interviews. The
interviewer must provide at least three business days for
the employee to have legal counsel or have a Guild
representative present during the interview. An
investigation as used elsewhere in this Article shall be
interpreted as any action which could result in a dismissal
from the Department or the filing of a criminal charge.
16.2.6. The employee under investigation must, at the time
of an interview, be informed of the name of the officer in
charge of the investigation and the name of the officer who
will be conducting the interview. See LEXIPOL Policy 907.
Revisions to Policy 907 will be discussed with the Guild
16.2.7. Employees have Weingarten Rights during all
interviews where they reasonably believe they could be
subject to discipline.
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16.2.8. The employee shall be informed in writing as to
whether they are 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. See LEXIPOL Policy 907. Revisions to
Policy 907 will be discussed with the Guild
16.2.9. The interview of any employee shall be at a
reasonable hour, preferably when the employee is on duty.
Whenever possible, interviews shall be scheduled during
the normal workday of the Employer. The employee will be
required to answer any questions involving non-criminal
matters under investigation and will be afforded all rights
and privileges to which they are entitled under the laws of
the State of Washington or the United States.
16.2.10. The employee or Employer may request that a
formal investigation interview be recorded. There can be no
“off the record” questions. Upon request, the employee
under formal investigation shall be provided an exact copy
of any written statement they have signed. The employee
shall be furnished a copy of the completed investigation 72
hours prior to any pre-disciplinary Loudermill hearings.
16.2.11. Interviewing shall be completed within a
reasonable time and shall be done under circumstances
devoid of intimidation or coercion. In all investigation
interviews that may result in discipline, the employee shall
be afforded an opportunity and facilities to contact and
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consult privately with an attorney of his/her own choosing
or Guild representative before being interviewed. The
employee shall be entitled to such intermissions, as they
shall request for personal necessities, meals, telephone calls
and rest periods.
16.2.12. All interviewing shall be limited in scope to
activities, circumstances, or events which pertain to the
incident which is the subject of the investigation. Nothing in
this section shall prohibit the Employer from questioning
the employee about information which is developed during
the course of the interview.
16.2.13. The employee will not be threatened with
dismissal or other disciplinary punishment as a guise to
attempt to obtain his/her resignation, nor shall they be
subject to abusive or offensive language or intimidation in
any other manner. No promises or rewards shall be made as
an inducement to answer questions.
16.2.14. Upon the completion of the investigation and
upon request, a copy of the entire file shall be provided to
the employee.
16.2.15. To balance the interest of the Employer in
obtaining a psychological evaluation of an employee to
determine the 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
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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 C).
16.2.16. No employee shall be required to unwillingly
submit to a polygraph test or to unwillingly answer
questions for which the employee might otherwise properly
invoke the protections of any constitutional amendment
against self-incrimination. Nor shall any member be
dismissed for or shall any other penalty be imposed upon
any employee for his/her failure to submit to a polygraph
test.
16.2.17. Should any section, sub-section, paragraph,
sentence, clause, or phrase in this Article be declared
unconstitutional or invalid, for any reason, such decision
shall not affect the validity of the remaining portions of this
Article.
16.2.18. Any employee involved in the use of lethal force
shall not be formally interviewed immediately following the
incident. The policy and procedure outlined in the Unusual
Occurrences Manual (Department Response to Line of Duty
Death or Other Critical Incidents) will govern the response
to issues regarding use of lethal force.
16.2.19. Investigations of known members by the Renton
Police Department shall be completed in a timely manner
with a goal of completion within 30 days.
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16.2.20. The right for an employee to add commentary
during the Loudermill or at the end of the internal
investigation process will be maintained.
16.3. Brady Language. A punitive action, or denial of promotion
on grounds other than merit, shall not be undertaken by the City
against any officer solely because that officer’s name has been
placed on a Brady list, or that the officer’s name may otherwise
be subject to disclosure pursuant to Brady.
16.3.1. The provisions of subsection 16.3. shall not prohibit
the City from taking punitive action, denying a promotion
on grounds other than merit, or taking other personnel
action against an officer based on the underlying acts or
omissions for which that officer’s name was placed on a
Brady list, or may otherwise be subject to disclosure
pursuant to Brady, if the actions taken by the City otherwise
conform to this agreement.
16.3.2. Evidence that an officer’s name has been placed on
a Brady list, or may otherwise be subject to disclosure
pursuant to Brady, shall not be introduced for any purpose
in any administrative appeal of a punitive action, except as
provided in subsection 16.3.3.
16.3.3. Evidence that an officer’s name was placed on a
Brady list may only be introduced if, during the
administrative appeal of a punitive action against an officer,
the underlying act or omission for which that officer’s name
was placed on a Brady list is proven and the officer is found
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to be subject to some form of punitive action. If the
arbitrator or other administrative appeal tribunal finds or
determines that an officer has committed the underlying
acts or omissions that will result in a punitive action, denial
of a promotion on grounds other than merit, or any other
adverse personnel action, and evidence exists that an
officer’s name has been placed on a Brady list, or may
otherwise be subject to disclosure pursuant to Brady, then
the evidence shall be introduced for the sole purpose of
determining the type or level of punitive action to be
imposed.
16.3.4. For purposes of these subsections, “Brady list”
means any system, index, list, or other record containing
the names of officers whose personnel files are likely to
contain evidence of dishonesty or bias, which is maintained.
16.4. Drug And Alcohol Testing. The Employer considers its
employees its most valuable asset. The Employer and the Guild
share concern for the safety, health and 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.
16.4.1. Before an employee may be tested for drugs, the
Employer shall have individualized reasonable suspicion
based on objective facts and reasonable inferences drawn
there from, that a particular employee has engaged or is
engaged in the use of illegal drugs and/or abuse of legal
drugs (including alcohol).
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16.4.2. Drug and alcohol* tests shall be performed by a
HHS certified laboratory or hospital or clinic certified by the
State of Washington to perform such tests. (* Initial alcohol
testing may be performed by a Certified Breath Alcohol
Technician or any other person approved to operate an
Evidential Breath Testing device.)
16.4.2.1. Drug Testing.
a.An initial drug screen shall be performed using
the Immunoassay (IA) method.
b.Any positive results on the initial drug-
screening list shall be confirmed through use of
Gas Chromatography/Mass Spectrometry.
c.The drug panel and cut off standards shall be
as defined by 49 CFR Part 40 which sets forth the
procedures for drug testing in the Department of
Transportation (DOT).
d.Confirmed positive drug test results shall be
sent to a licensed physician who, as Medical
Review Officer (MRO), 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
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who will notify the designated department
representative and employee of the test results.
16.4.2.2. Alcohol Testing. Alcohol test results shall be
released to the employee and department upon
conclusion of the test. For the purpose of determining
whether the employee is under the influence of
alcohol, test results of .02 or more based upon the
results of an Evidential Breath Testing device shall be
considered positive.
16.4.2.3. Confirmation of Test Results.
a.Employees notified of a positive alcohol test
result may request the opportunity to have a blood
sample drawn for analysis at either a hospital or
certified testing lab as chosen by the Employer.
b.Employees notified of a positive drug test may
request that the Medical Review Officer send a
portion of their first sample to the hospital or HHS
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.
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ARTICLE 17 – MANAGEMENT RIGHTS
17.1. Recognition.
The Guild recognizes the prerogative of the Employer and the
Chief of Police to operate and manage Police Department affairs
in all respects, in accordance with its responsibilities and the
powers of authority which the Employer has not officially
abridged, delegated, or modified by this Agreement.
17.2. Rights of Employer.
Subject to the provisions of this Agreement, the Employer
reserves the right to:
17.2.1. Recruit, assign, transfer, and promote members to
the positions within the Department;
17.2.2. Suspend, demote, discharge, or take other
disciplinary action against members for just cause;
17.2.3. Relieve members from duties because of lack of
work, lack of funds, the occurrence of conditions outside
Department control; or when the continuation of work
would be wasteful and unproductive;
17.2.4. Determine methods, means, and personnel
necessary for departmental operations;
17.2.5. Control the department budget;
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17.2.6. Take whatever actions are necessary in
emergencies in order to assure the proper functioning of
the Department;
17.2.7. Determine classification, status, and tenure of
employees; and
17.2.8. Perform all other functions not limited by this
Agreement.
ARTICLE 18 – GRIEVA NCE 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.
18.1. Definitions.
18.1.1. Grievance: Any issue relating to interpretation,
application, or enforcement of any provision contained in
this Agreement.
18.1.2. Issue: Any dispute, complaint, problem, or question
arising with respect to working conditions or employer-
employee relations of any nature or kind whatsoever.
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18.1.3. Guild Representative: A Guild member designated
by the Guild President as a bargaining representative.
18.2. Grievance Procedure. The steps set forth herein shall be
followed unless the Chief of Police and the Grievant, Guild, or
individual raising the issue agree in any particular case that the
procedural steps and/or time limits should be modified. Any
agreement to modify the procedural steps and/or time limits
shall be in writing. In the event that no provision is made to
modify any procedural steps and/or time limits, and either of the
parties violates them, the grievance/issue shall be considered
settled in favor of the party that is not in default at the time. If
any specified participant in the steps below is absent and thus
unable to timely participate, such step(s) may be completed by
the participant’s designee.
Step 1 The employee(s) and/or Guild Representative shall
submit the grievance/issue in writing to the Division
Commander within twenty (20) calendar days from the
date that the grievant knew or reasonably should have
known of the action precipitating the grievance/issue.
The Division Commander shall notify the Employee(s)
and the Guild Representative in writing of his/her
decision and the reasons therefore within fifteen (15)
calendar days thereafter.
Step 2 If the grievant is not satisfied with the decision
rendered, they shall submit the grievance/issue in
writing to the Deputy Chief within fifteen (15) calendar
days. If the grievance is initiated by the Guild, it shall be
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initiated at Step (2) of the grievance process within
fifteen (15) calendar days from the date the Guild knew
or reasonably should have known of the action
precipitating the grievance/issue. The Deputy Chief shall
notify the employee(s) and the Guild Representative in
writing of his/her decision and the reasons therefore
within fifteen (15) calendar days thereafter.
Step 3 If the grievant is not satisfied with the decision
rendered, they shall submit the grievance/issue in
writing to the Chief of Police within fifteen (15) calendar
days. The Chief of Police shall notify the employee(s)
and the Guild Representative in writing of his/her
decision and the reasons therefore within fifteen (15)
calendar days thereafter.
Step 4 If the grievant is not satisfied with the decision
rendered, they shall submit the grievance/issue in
writing to the Mayor within fifteen (15) calendar days.
The Mayor shall notify the employee(s) and the Guild
Representative in writing of his/her decision and the
reasons therefore within fifteen (15) calendar days
thereafter. Consideration of the issue shall conclude at
this point.
Step 5 If the grievance has not been settled by the Mayor,
either party may submit the matter to arbitration. In
any case, the matter must be referred to arbitration
within ninety (90) days from conclusion of the fifteen
(15) day period of consideration by the Mayor. A neutral
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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.
18.3. Election of Remedies. In the case of disciplinary actions
that are appealable to the Civil Service Commission, a non-
probationary employee may file a grievance under the terms of
this Agreement alleging that the disciplinary action was not for
just cause. If the employee does so, it shall constitute an election
of remedies and said employee shall be barred from pursuing the
issue in any other forum including, but not limited to, the Civil
Service Commission.
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ARTICLE 19 – 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.
The parties recognize and agree to abide by the provisions of
RCW 41.56.490.
ARTICLE 20 – 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. An interest arbitrator may also change contract provisions
legally before them in an interest arbitration.
The Employer agrees to notify the Guild in advance of changes or
hearings affecting working conditions of any employee covered
by this Agreement, except in emergency situations and provided
that the Employer is aware of the changes or hearings.
ARTICLE 21 – PAY DAYS
21.1. Pay Dates. Employees shall be paid twice each month and
any employee who is laid off or terminated shall be paid all
monies due on the next following payday. All employees shall be
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paid on the 10th and 25th day of each month. If the 10th or 25th
day of the month falls on a holiday or weekend period, the
employees shall be paid on the last business day prior to that
period.
21.2. Online Pay Stubs. Effective upon ratification of this
contract the employer shall no longer issue paper stubs to
employees. Employees will receive instructions regarding online
viewing of their individual pay stubs prior to implementation.
21.3. Direct Deposit. All employees will participate with direct
deposit of paychecks.
ARTICLE 22 – SAVINGS CLAUSE
22.1. Savings Clause. If any article of this Agreement or any
addenda hereto should be held invalid by operation of law or by
any tribunal of competent jurisdiction or if compliance with or
enforcement of any article should be restrained by such tribunal,
the remainder of this Agreement and Addenda shall not be
affected thereby, and the parties shall enter, within ten (10)
calendar days, into collective bargaining negotiations for the
purpose of arriving at a mutually satisfactory replacement or
modification of such Article held invalid.
22.2. Contract/Civil Service. Any conflict between the
provisions of this Agreement and current Civil Service Rules and
Regulations shall be resolved as set forth herein. It is further
understood that (a) to the extent the labor agreement does not
address a matter (e.g., discipline, seniority, layoffs, etc.) and Civil
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Service does, then Civil Service shall prevail; (b) to the extent the
labor agreement does address a matter (e.g., discipline, seniority,
layoffs, etc.) and Civil Service also does so, the labor agreement
shall prevail. The Employer and Guild otherwise retain their
statutory rights to bargain changes in Civil Service Rules and
Regulations (i.e. changes initiated after the effective date of this
agreement) for employees in the bargaining unit. Upon receiving
notice of such proposed change(s) from the Civil Service
commission, either party may submit a written request to the
Mayor (within sixty (60) calendar days after receipt of such
notice) and the result of such bargaining shall be made a part of
this Agreement.
22.3. Successor Agreement. This Agreement and any and all
amendments and modifications hereafter entered into and
executed by and between the parties hereto shall be binding and
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.
22.4. FLSA Disputes. The Employer shall have the right to
bargain any issues arising out of the implementation of the Fair
Labor Standards Act (FLSA) including any conflicts that may arise
regarding Article20, Retention of Benefits. Statutory provisions
for resolution of impasses reached in collective bargaining, and
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contractual provisions for resolution of grievances arising out of
such FLSA issues shall apply.
ARTICLE 23 – ENTIRE AGREEMENT
23.1. The Agreement expressed herein in writing constitutes the
entire agreement between the parties, and no oral statement
shall add up to or supersede any of its provisions.
The parties acknowledge that each has had the unlimited right
and opportunity to make demands and proposals with respect to
any matter deemed a proper subject for collective bargaining.
The results of the exercise of that right are set forth in this
Agreement. Therefore, except as otherwise provided in this
Agreement, the Employer and the Guild for the duration of this
Agreement each voluntarily and unqualifiedly agrees to waive
the right to oblige the other party to bargain with respect to any
subject or matter not specifically referred to or covered in this
Agreement.
ARTICLE 24 - DURATION OF AGREEMENT
Unless otherwise agreed, this Agreement shall become effective
January 1, 2021, and shall remain in force until December 31,
2023.
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2021-2023
/5 7!' -:-,,· Signed this ______ day of �/M1, e..Renton, Washington.
CITY OF RENTON
, 2022, at
Bill Judd, Spokesperson/Member
�--Brian Sandler, Sr. Employee Relations
Analyst
p.73
f61;f::f!!:
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p.74
ATTEST:
Jason Seth, City Clerk
APPROVED AS TO LEGAL FORM:
Shane Moloney, City Attorney
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APPENDIX A: SALARIES
A.1. – Salary Schedule.
A.1.1. Effective January 1, 2021, the base wages for all positions
in the bargaining unit shall be increased by 3% over the
wages in effect December 31, 2020.
A.1.2. January 1, 2021, Salary Schedule
Classification Start
12
Months
24
Months
36
Months
48
Months
Police
Sergeant
$9666 $ 10149
Patrol Officer I $5911 $6412 $6916 $7411 $7911
Patrol Officer
II
$6280 $6812 $7348 $7,875 $8406
Police Commissioned Contract
2021-2023
p.76
A.1.3. Effective January 1, 2022, the base wages for all positions
in the bargaining unit shall be increased by 7% over the
wages in effect December 31, 2021.
Note: This percentage increase would be effective and reflected
on paychecks for active members the 1st full pay period after
Guild ratification and Council adoption of the 2021-2023
contract.
A.1.4 Effective January 1, 2023, the base wages for all positions
in the bargaining unit shall be increased by 5% over the
wages in effect December 31, 2022.
A.1.5 Retro payments shall be provided to those Guild
commissioned employees that had hours paid on or after
January 1, 2021. The retro payment will be included on a
regular paycheck no later than September 23, 2022.
A.1.6 Retention Pay: total of $6,000, made over 3
installments, based on the following:
$2,000.00 paid out to on the 1st paycheck following
ratification and council approval to active officers with a
hire date prior to 6/1/2021.
$2,000.00 paid out in December 2022 to active officers
with a hire date prior to 6/1/2022. Payment will be
included in the December 23, 2022 paycheck.
Police Commissioned Contract
2021-2023
p.77
$2,000.00 paid out in December 2023 to active officers
with a hire date prior to 6/1/2023. Payment will be
included in the December 22, 2023 paycheck.
A.1.7 The City will advertise and hire entry-level candidates at
the B step of Patrol Officer I. Upon Academy completion,
they will move to step B of Patrol Officer II. Step A will be
frozen during the life of the contract starting the first pay
period after Council adoption of the agreement.
A.2. Deferred Compensation Contributions.
A.2.1. 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.
A.2.2. In-Service Training. In exchange for thirty (30) hours
of in-service training under Article 4 of this Agreement at
the prevailing straight time rate, the Employer shall make a
contribution equal to one-half percent (0.5%) of the
employee’s base wage toward the employee’s deferred
compensation plan.
A.2.3. Deferred Compensation. In exchange for savings
realized through modifying the salary scale, effective
January 1, 1997, the Employer shall contribute one-half
Police Commissioned Contract
2021-2023
p.78
percent (0.5%) of the employee’s base wage into the
employee’s deferred compensation plan.
The combined deferred compensation contribution from
the above Sections of this Appendix shall be 2.0%.
A.2.4. Physical Fitness. Employees who comply with
Section 6.8.3 shall be compensated with 3.0% of base pay in
the form of deferred compensation, in accordance with
Section 6.8.4.
Police Commissioned Contract
2021-2023
p.79
APPENDIX B: EDUCATION/LO NGEVITY 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
Completion of 30 years – 14% of base wage
Employees shall receive educational pay according to the
following scale:
AA Degree/90 Credits – 4% of base wage
BA Degree/Masters – 6% of base wage
Police Commissioned Contract
2021-2023
p.80
APPENDIX C – MEDICAL RELEASE APPENDIX C – MEDICAL RELEASE I, ________________________, hereby release
Dr.___________________________ to provide the following
medical information to my employer.
Psychological or physical fitness to perform all the essential
functions of my current job classification;
If unable to perform all those functions, the duties that I am able
to perform and which duties I am not able to perform;
If unable to work at this time, when I can reasonably be
expected to return to work at my regular duties;
Any necessary restrictions on my work or duties;
Any necessary accommodations which may be required to allow
me to perform the essential functions of my current job
classification; and
Any recommendation for psychotherapy or other form of
therapy, counseling and/or medical treatment.
This Release is intended to grant no further access to my
confidential medical beyond what is listed above.
__________________ _____________________
PATIENT DATE
Police Commissioned Contract
2021-2023
p.81
APPENDIX D: M.O.U. Re: Commissioned Extra Duty Compensation
Police Commissioned Contract
2021-2023
p.82
APPENDIX E: RE-OPENER
Upon the Union’s request, the parties agree to meet and negotiate these
articles of the contract:
3.3.2 Inspection of Papers
14.8 False Arrest and Criminal Defense Coverage
16 Bill of Rights
18.2 Grievance Procedure
Police Commissioned Contract
2021-2023
p.83
INDEX
A
accrual of personal leave ............. 39
actual service ............................... 40
alcohol .................................... 61, 62
allowance .............. 23, 25, 26, 38, 41
allowances ................................... 44
Appendix A .................................. 75
Appendix B ................................... 79
Appendix C ................................... 80
Appendix D .................................. 81
application .............................. 12, 65
arbitration ............................... 67, 69
B
bereavement leave ...................... 33
Bill of Rights ............................ 53, 54
buyback ....................................... 39
C
cancellation of scheduled leave ... 43
Canine Officer .............................. 29
cash out ....................................... 32
cash payment............................... 19
Cash payment .............................. 32
CCU ......................................... 22, 28
CDU ......................................... 22, 28
Christmas ..................................... 36
Civil Disturbance Unit ............. 22, 28
civil service.............................. 11, 13
Civil Service ................... 5, 54, 68, 70
Civil Service commission .............. 71
Civil Service Commission .............. 68
cleaning ............................ 24, 26, 27
clothing allowance .................. 25, 26
COBRA ......................................... 49
commercial cleaning .................... 27
compensation for training ........... 21
Compensatory Time ..................... 18
Consolidated Omnibus Budget
Reconciliation Act ..................... 49
corporal ....................................... 25
Corporal Assignment.................... 29
court minimums...................... 18, 19
criminal defense .......................... 49
Crisis Communication Unit ........... 28
D
deferred compensation .......... 30, 77
Deferred Compensation-
Accreditation Premium ............. 77
Deferred Compensation-Annual
Contribution ............................. 77
Deferred Compensation-In-service
Training ..................................... 77
deferred compensation-physical
fitness ....................................... 30
Deferred Compensation-Physical
Fitness Contribution ................. 78
Police Commissioned Contract
2021-2023
p.84
department contracted extra-duty
law-enforcement employment . 49
dependent .............................. 46, 48
dependents .................................. 45
Detective ..................................... 28
direct deposit ............................... 70
disability ................................. 34, 39
disability insurance policy ............ 49
discipline ................................. 54, 70
discriminate ................................. 13
discrimination ......................... 13, 65
double indemnity ......................... 48
double time ................................. 17
drug ............................................. 62
drug and alcohol testing .............. 61
dues deduction .............................. 6
E
early release ................................ 19
education and longevity............... 79
educational incentive ................... 38
election of remedies .................... 68
employment practices ................... 9
entire agreement ......................... 72
examination ............................ 12, 30
examinations ............................... 58
executive order ............................ 36
extra-duty employment ............... 49
F
Fair Labor Standards Act ... 15, 16, 71
Fair Practices Policy ..................... 13
false arrest ................................... 49
Field Training .......................... 29, 51
FLSA ...................... 16, 22, 23, 50, 71
G
graveyard ...................... 7, 18, 19, 21
grievance .................... 13, 65, 66, 68
Grievance Procedure ................... 65
grievance procedures .................. 13
grievance/issue ....................... 66, 67
Guild President ......................... 5, 66
Guild representative ........... 7, 14, 56
Guild Representative ................... 66
H
hazardous duty ............................ 28
hazardous duty pay ...................... 31
Hazardous Duty Pay ..................... 28
Health Insurance .......................... 45
holidays ....................................... 35
hours of duty .................... 14, 21, 35
I
Immunoassay (IA) ........................ 62
Independence Day ....................... 36
in-service training ............. 19, 23, 77
inspection of papers .................... 12
insurance plan ............................. 46
insurances .................................... 45
internal investigation .............. 12, 55
interpreters .................................. 30
investigation ..................... 52, 56, 58
Investigations Division ................. 25
issue ............................................. 26
Police Commissioned Contract
2021-2023
p.85
Issue............................................. 65
J
July 4 ............................................ 36
K
K-9 ............................................... 23
L
L & I ........................................ 33, 34
Labor Day ..................................... 36
layoffs .......................................... 71
LEOFF II ............................. 33, 35, 49
lethal force ................................... 59
life insurance ............................... 48
light duty................................. 34, 35
light duty requirement ................. 35
longevity ................................. 44, 79
longevity allowances .................... 44
M
management rights ...................... 64
medical premiums ....................... 32
Medical Review Officer ........... 62, 63
medical/dental ............................. 46
Memorial Day .............................. 36
military leave ............................... 41
misconduct .................................. 12
Misconduct .................................. 56
motorcycle officers ...................... 15
MRO............................................. 62
N
new positions ............................... 25
New Positions .............................. 31
New Year’s Day ............................ 35
non-discrimination ....................... 13
non-supervisory employees ......... 15
non-supervisory regular employees 9
O
OJI ........................................... 33, 35
on-the-job injury .......................... 33
overtime ... 16, 17, 18, 20, 23, 24, 31,
44, 50
overtime minimums ..................... 19
Overtime Minimums .................... 17
P
pay days ....................................... 69
penalty .................................... 43, 59
pensions ...................................... 45
per diem ...................................... 23
performance of duty .................... 69
personal leave ......................... 34, 39
personal leave time ................ 39, 41
personnel files ............................. 12
Personnel Files ............................. 11
personnel files contents ............... 11
personnel reduction....................... 9
physical fitness ............................. 80
Physical Fitness ............................ 29
physical fitness test ...................... 29
picket ........................................... 69
plain clothes................................. 27
plan changes ................................ 48
Preamble ....................................... 5
premium ..................... 23, 30, 44, 77
Police Commissioned Contract
2021-2023
p.86
premium pay ............................... 28
premiums.......................... 25, 45, 46
prescription ................................. 46
probation ..................................... 13
probationary employees ................ 9
promotions .................................. 11
Q
quartermaster system.................. 26
R
Recognition and Bargaining Unit .... 5
REHBT ............................... 45, 46, 47
rehires ......................................... 10
REHP ....................................... 45, 48
reinstatement .............................. 10
Renton Employees’ Health Plan
Board of Trustees...................... 48
Renton Employees’ Healthcare
Board of Trustees................. 45, 47
Renton Employees’ Healthcare Plan
................................................. 45
retention of benefits ............... 69, 71
rules and regulations .............. 11, 70
Rules and Regulations .................. 54
S
salaries ......................................... 24
Salary Schedule ............................ 75
savings clause .............................. 70
seniority ........................ 9, 14, 42, 70
Seniority ...................................... 15
sergeant .................................. 10, 25
shift assignments ......................... 14
sick leave .......................... 31, 32, 34
SOD .............................................. 15
Special Operations Division .......... 15
Special Weapons and Tactics .. 22, 28
SRO .............................................. 29
standby ........................................ 20
strike ....................................... 68, 69
supervisors................................... 10
supervisory employees ................ 10
suspect......................................... 57
SWAT ................................ 22, 28, 29
T
Thanksgiving ................................ 36
third party administrator ............. 35
time and one-half ................... 17, 31
time off ......................... 7, 33, 41, 43
Traffic Assignment ....................... 28
training ....................... 17, 21, 22, 23
Training Officer ............................ 29
tuition .......................................... 37
tuition reimbursement ................. 37
U
uniform cleaning .......................... 27
Union Membership and Dues
Deduction ................................... 6
Union officials’ time off .................. 7
union security ................................ 6
V
vacancies ..................................... 11
Police Commissioned Contract
2021-2023
p.87
vacation bids ................................ 41
Veteran’s Day .............................. 36
vision ........................................... 46
vote ............................................. 47
voting ........................................... 47
W
witness......................................... 57
working out of classification ........ 31
working out of classification pay .... 7