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HomeMy WebLinkAbout5190 RESOLUTION NO. 5 1 9 0 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF AUBURN, WASHINGTON, APPROVING THE COILECTIVE BARGAINING AGREEMENT BETWEEN THE CITY OF AUBURN AND THE AUBURN POLICE MANAGEMENT ASSOCIATION FOR 2016 -2018 WHEREAS, the City of Auburn recognizes the Auburn Police Management Association as the exclusive bargaining representative of all Police Department employees of the rank of Commander; and WHEREAS, in connection therewith, the City of Auburn and the management of the Auburn Police have negotiated a Collective Bargaining Agreement for the years 2016 - 2018; and WHEREAS, the Agreement sets forth the mutual understanding and agreement of the parties relative to salaries and conditions of employment for those employees for whom the City recognizes the Auburn Police Management Association as the collective bargaining representatives; and WHEREAS, it is appropriate for the City Council to approve the Collective Bargaining Agreement for the years 2016 - 2018. NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF AUBURN, KING COUNTY, WASHINGTON, HEREBY RESOLVES as follows: Section 1. The Mayor is hereby authorized to execute a Collective Bargaining Agreement by between the City of Auburn and the Auburn Police Management Association for the years 2016 - 2018, in substantial conformity with the Agreement attached hereto, marked as Exhibit `'A" and incorporated herein by this reference. Resolution No. 5190 November 30, 2015 Page 1 Section 2. The Mayor is hereby authorized to implement such administrative procedures as may be necessary to carry out the directives of this legislation. Section 3. This resolution shall be in full force and effect upon passage and signatures hereon. Dated and Signed �� day of /`�J[-CI�� , 2015. CITY OF AUBURN A CY B K , MAYOR ATTEST: /�1,j`/1�� � Danielle E. Daskam, City Clerk APPROVED AS TO FORM: Daniel B. Heid, City Attorne Resolution No. 5190 November 30, 2015 Page 2 ATTACHMENT A COLLECTIVE BARGAINING AGREEMENT BY AND BETWEEN THE CITY OF AUBURN AND AUBURN POLIGE MANAGEMENT ASSOCIATION (2016-2018) � TABLE OF CONTENTS ARTICLE 1 - RECOGNITION AND BARGAINING UNIT..................................... 4 ARTICLE 2 - ASSOCIATION MEMBERSHIP AND DUES DEDUCTION ............ 4 ARTICLE 3 -ASSOCIATION ACTIVITIES .......................................................... 4 ARTICLE 4 - HOURS OF WORK .................................................:.....:..:..:..:.....:. 5 ARTICLE 5 - CLASSIFICATIONS AND SALARIES ............................................ 5 ARTICLE6 - HOLIDAYS ..................................................................................... 6 ARTICLE7 -VACATIONS:..:...:....:.....:.....:.....:.....:....:.....:..:..:..:..:.....:................. 7 ARTICLE 8 - HEALTH AND WELFARE .............................................................. 7 ARTICLE9 - PENSIONS................................................................................... 10 ARTICLE 10 - JURY DUTY:..:.....:.....:............................................................... 11 ARTICLE 11 - SICK, DISABILITY, BEREAVEMENT, & EMERGENCY LEAVE 11 ARTICLE 12 - UNIFORM AND CLOTHING ALLOWANCE..:.....�..:..,..,..,..:.:..:.. 14 ARTICLE 13 - EMPLOYMENT PRACTICES..................................................... 15 ARTICLE 14 - MANAGEMENT RIGHTS ...................................:........:..:.....�.:... 15 ARTICLE 15 - GRIEVANCE PROCEDURE ...................................................... 16 ARTICLE 16 -WORK STOPPAGES ...................................:..:.:..:..::....:..:..:..:..: 18 ARTICLE 17 - BULLETIN BOARDS .................................................................. 18 ARTICLE 18 - BILL OF RIGHTS ............................:...........:.....:.....:..:..:..:.:..:..:. 18 ARTICLE 19 - SAVINGS CLAUSE.:.....:............................................................ 21 ARTICLE 20 - ENTIRE AGREEMENT .............................................................. 21 ARTICLE 21 - RETENTION OF BENEFITS ......................,...........,.....,.....,....... 21 ARTICLE 22 - DRUG TESTING .................................:.....:........:....................... 21 Auburn Police Management Association January 1, 2016— Decemfier 31, 2018 Page 2 of 26 ARTICLE 23 — DURATION................................................................................. 25 Appendix „A.......................................................:.....:........................................... 26 Auburn Police Management Association January 1, 2016— December 31, 2018 Page 3 of26 AGREEMENT BY AND BETWEEN THE CITY OF AUBURN AND AUBURN POLICE ASSOCIATION COMMANDER'S UNIT 2016-2018 This Agreement is between the City of Aubum (hereinafter called the "City") and the Auburn Police Management Association (hereinafter called the "Association") for the purposes of setting forth the mutual understanding of the parties as to conditions of employment for those employees for whom the City recognizes the Association as the collective bargaining represeritative. ARTICLE 1 — RECOGNITION AND BARGAINING UNIT 1.1 The City recognizes the Auburn Police Management Association as the exclusive bargaining representative for all active employees (subject to the Association's fiduciary responsibilities, if any, to former members) designated as Commissioned Law Enforcement Officers, rank of Commander, excluding all other employees of the department. ARTICLE 2 — ASSOCIATION MEMBERSHIP AND DUES DEDUCTION 2.1 Employees shall either become members of the Association, or pay a service fee to the Association within thirty-one (31) days of employment, or within thirty-one (31) days of the execution date of this Agreement. 2.2 Failure by an employee to abide by the above provisions shall constitufe cause for discharge of such employee provided that when an employee fails to fulfill the above obligation, the Association shall provide the employee and the City thirty (30) days notification in writing of the Association's request to initiate discharge action. During this period, the employee may make restitution in the amount which is overdue. Should the employee make such restitution, the request for discharge shall be withdrawn. 2.3 The City agrees to deduct from the paycheck for each employee who has so authorized it, the initiation fee and regular monthly dues uniformly required of inembers of the Association. The amount deducted shall be transmitted monthly to 4he Association on behalf of the employees involved. Authorization by the employee shall be on a form approved by the parties hereto and may be revoked by the employee upon request. ARTICLE 3 - ASSOCIATION ACTIVITIES 3.1 A Business Representative of the Association, should the Association contract one, shall be allowed access to all facilities of the City wherein the employee covered under this contract may be working for the purposes of investigating grievances, provided such Repre.sentative does not interfere with the normal work processe.s. No Association member or officer shall Auburn Police Management Association January 1, 2016—December3l, 2018 Page 4 of 26 conduct any Association business apaR from activities related to contract administration on City time and no Association meetings will be held on City time or premises unless authorized by the Chief of Police, or designee. Off duty meetings may be scheduled and held on City premises. 3.2 The City agrees that employees covered by this Agreement shall not be discharged or discriminated against for upholding Association principles or for performing du4ies authorized by the Association, so long as these activities do not interfere with normal work processes of the City 3.3 The Employer will attempt to allow such members of the Association as may be designated by the Association, not to exceed three (3), leaye from duty without loss of pay for the purposes of direct participation as members of the Association negbtiating team in labor negotiations with the City of Auburn, including mediation. Interest arbitration hearings shall also be included under this provision, prbvided that such leave shall not result in additional cost to the City. 3.4 The Association shall have access and use of a copy machine through City Administration at $0.15 per copy. ARTICLE 4 — HOURS OF WORK 4.1 Hours of Dutv — The Chief of Police shall establish regular work schedules for the members of the bargaining unit, such that the working hours for the employees shall be equivalent to forty (40) hours per week on an annualized basis. The normal workday shall be inclusive of the lunch period. Einployees shall be generally assigned to 9x80 work schedules. The City retains the discretion to assign work schedules as necessary. There shall be no changes to accrual rates (i.e. holiday pay, sick leave, vacation accrual, etc.) or benefits. Every reasonable effort will be made by the employees to schedule personal appointments on the "flex day' (day off). The City reserves the right to discontinue 4he 9x80 work schedule program in whole or in part at any time. Said discontinuation shall not be subject to the grievance process or any claim of prevailing rights. To this end, the parties agree that the Commanders shall have a reasonable degree of flexibility in regard to their individual work schedules as approved by the Chief of Police, or designee. It is recognized that employees will be required to spend additional time over and above their regular workweek engaged in activities for the City. The parties recognize that Commanders are employed to do an executive job as opposed to working a set schedule. It is understood that this Agreement shall be interpreted and applied in a manner, which ensures, to the fullest extent possible, the exempt status of Commanders. ARTICLE 5 — CLASSIFICATIONS AND SALARIES 5.1 Employees covered by this Agreement shall be compensated in accordance with the pay plan attached to this Agreement and marked Appendix "A". This Appendix shall be Auburn Police Management Associajion January 1, 2016— December 31, 2018 Page 5 of 26 considered a part of this Agreement. Paydays for employees covered by this Agreement shall be on the 8�" and 23rd of each month. 5.2 Longevity pay shall be applied to the straight-time hourly rates of all employees covered by this Agreement who have completed continuous service in accordance with the following schedule: 5 Years 8 Years 11 ears 14 Years 17 ears 20 Years 23 Years 2% 3.5% 5% 6.5% 8% 9% 10% 5.3 Employees in the Association will be eligible to receive tuition reimbursement of a maximum of three thousand dollars ($3,000.00) per calendar year in accordance with the procedures specified in City Administrative Policy 200-50 — Tuition Reimbursement. ARTICLE 6 - HOLIDAYS 6.1 The following eleven (11) days are designated as holidays: New Year's Day Veteran's Day PresidenYs Day Thanksgiving Day Memorial Day Day after Thanksgiving Independence Day Christmas Day Labor Day Floating Holiday (2) A "holida�' is defined as eight (8) hours.. If the holiday falls on a day on which the employee is not scheduled to work, the employee will "bank" eight (8) hours of holiday for use during the next three hundred and sixty-five (365) days, with the supervisor's approval. 6.2 Whenever an employee is required to work on a holiday, he/she shall be allowed to reschedule another day off that is mutually agreeable to the employee and the Chief of Police, or designee. When a holiday falls on an employee's regularly scheduled day off, he/she shall receive a day off in lieu of the holiday that is mutually agreeable to the Employer and the employee. Any in-lieu-of days off must be scheduled within one (1) year of their accrual. 6.3 The designated holidays shall be as specified in Section 1 above with the provision that whenever any designated holiday falls upon a Sunday, fhe following Monday shall be the recognized holiday, and whenever any designated holiday falls upon a Saturday, the preceding Friday shall be the recognized holiday. 6.4 A request to take a Floating Holiday may be made by an employee at any time prior to a shift assignment for which it is to be used. It may be approved by the Chief, or designee. 6.5 Employees terminating service after completion of probation shall receive compensation for vested, unused holiday time. Auburn Police Management Association January 1, 2016— December 31, 2018 Page 6 of 26 6.6 Due to the employee's exempt status, the employee shall not be required to use accrued vacation in order to receive the full benefit of the holidays provided in this Article 6. To this end, an employee taking an approved holiday under this Article 6 shall receive the amount of holiday pay that is consistent with his/her nortnal working schedule. For example, (i) an employee working a "9/80" schedule shall receive nine (9) hours of holiday pay when taking an approved holiday, if that scheduled day is nine (9) hours, eight (8) hours if that scheduled day is eight (8) hours; and (ii) an employee working a "5/40" schedule shall receive eight (8) hours of holiday pay when taking an approved holiday. The Chief of Police, or designee, shall approve the employee's respective timecard as necessary for accounting purposes to accomplish the foregoing. ARTICLE 7— VACATIONS 7.1 Annual vacations with pay shall be granted to eligible employees on the following basis: for service less than one (1) year vacation leave credit shall accrue at the rate of one (1) working day for each month of continuous service commencing from the date of most recent employment wi4h the City; for continuous service of more than one (1) year, vacation leave credit shall accrue at the following rate: 1 to 5 years of continuous service 112 hours per year 6 to 10 years of continuous service 136 hours per year 11 to 15 years of continuous service 160 hours per year 16 to 20 years of continuous service 176 hours per year Over 21 years of continuous service 192 hours per year Employees shall take vacation leave on a one-half (1/2) hourly basis. A "working day' shall be equal to eight (8) hours. 7.2 In no event shall an employee accumulate unused vacation leave in excess of two (2) year's annual vacation leave. Payment for up to five (5) days of accrued and unused vacation leave shall be made fo an employee where the employee, through no fault of the employee, was not able to take all of his/her accrued annual vacation leave during the year authorized. ARTICLE 8 — HEALTH AND WELFARE 8.1 A healthcare, dental care, orthodontics, and life insurance program shall be granted to eligible employees and their dependents. Except for group medical insurance for spouse and children as provided in Section 8.2 herein, the cost shall be paid by the City. Said program shall consist of: a. Premera PPO, Group Health Plan, or substantially equivalent plan(s) by mutual agreement. The City also may implement a high deductible health plan(s) as an additional option for those employees interested; Auburn Police Management Association January 1, 2016— December 31, 2018 Page 7 of 26 b. The employee's choice of Washington Dental Service Plan F with Orthodontia Plan 1, the Willamette Dental Plan, or substantially equivalent plan(s) by mutual agreement. The City will pay up to what it pays for the Washington Dental Service Plan F for those enrolling in the Willamette Dental Plan. c. Vision Services Plan or substantially equivalent plan(s) by mutual agreement; and d. Standard Life Insurance for $50,000. The parties are aware that the "Cadillac" tax provisions of the Affordable Care Act may be implemented effective January 1, 2018. To address that circumstance, either party may open this Article 8 on or after January 1, 2017. Either party may also open this Article in the event that the medical insurance plans offered by the City under this Agreement are discontinued tiy the applicable provider. If either parry opens this Article 8, then Appendix A (wages) and all other economic provisions of this Agreement shall also be reopened for the purpose of negotiating a mutually satisfactory replacement medical and economic plan (including, but not limited to, any related HRA contributions) for 2018. This reopener is subject to the following: o If the parties fail to reach agreement on the replacement medical plan prior to January 1, 2018, the eligible employees and their dependent(s) will automatically be enrolled into the AWC HealthFirst 250 plan and/or the Group Health Plan 3 $20 Co- pay/$200 Deductible plan, or substantially equivalent plan(s) by mutual agreement. In that event, the employees shall choose which of the foregoing default plans they wish to receive and the parties shall negotiate the impacts of this circumstance until they reach an agreement or impasse. Additionally, all health reimbursement account contributions will cease, effective December 31, 2017, if the Affordable Care Act continues to be counted towards the "Cadillac" tax provisions, regardless if it is an employee or employer contribution. The parties acknowledge, however, that it is their intent that the employees receive the full value of any such contributions currently made by the City for their benefit under the terms of fhis Agreement (and as discussed subsequently in this Article 8). The Association agrees to continue to cooperate with the City in the study of cost containment measures. The Association will appoint one member to the City's Health Care Cost Containment Committee. The City may self-insure medical, dental, and/or vision insurance coverage or select a new medical, dental, and/or vision insurance plan provided that any replacement plan/coverage has substantially equivalent benefits and network coverage. The City and the Association shall meet to ezplore alternative insurance coverage prior to selecting any new medical, dental, and/or vision insurance plans. The City recognizes its responsibility to bargain with the Association the impact of those decisions and any other mandatory subjects to bargaining. 8:2 Each employee who enrolls his or her spouse or eligible dependent(s) in the :PPO Plan shall pay ten percent (10%) of the premium cost each month. The City's contribution toward medical insurance for spouse and eligible dependent(s) shall be a maximum of ninety Auburn Police Management Association January 1, 2016— December 31, 2018 Page 8 of 26 percent (90%) of what it would pay, of the applicable PPO Plan. The City shall continue to make available the AWC Group Health (Plan 2 - $10 co-pay) medical insurance plan for those employees who elect to enroll themselves and their dependents. The City shall pay the Group Health premium up to a maximum amount that the City would pay for the employee's spouse and eligible dependent(s) as if the employee selected the PPO plan or equivalerit self-insured plan. The employee shall pay the difference between the Group Health and other plan for the monthly premium of his/her spouse's and each dependenYs medical insurance. 8.3 Domestic Partner Coverage: State-registered domestic partners and eligible dependents enrolled in PPO Plan or AWC Group Health Plan 2 ($10 co-pay) will have monthly premiums paid at the same level as spouses and dependents in paragraph 8.2 above. 8.4 Indemnitv and Defense: a. CIVIL CLAIMS: The Employer shall provide legal counsel or reasonable attomey's fees for representation and defense of civil lawsuits and hold employees harmless from any expenses, cbnnected with the defense settlement or monetary judgments from such actions, claims, or proceedings arising out of or incident to acts and/or omissions occurring while the employee was acting in good faith in the performance or purported failure of performance of hislher official duties or employment and provided further that the employee was not engaging in criminal or malicious misconduct. A criminal conviction shall be deemed conclusive proof of criminal misconduct for the purposes of this section. b. INQUESTS: In an Inquest arising out of the use of force, the employee shall meet with the City Attorney to discuss legal representation for the employee during the Inquest. After that meeting, if the employee elects to select his/her own representation, the City will pay for reasonable legal services provided that the employee has acted in good faith in the performance or purported failure of performance of his/her official duties and; provided further that the employee was not engaging in criminal misconduct. The attorney selected by the employee must have a high level of experience in representing law enforcement officers in the use of force. The City shall have a reasonable right to approve the choice of counsel in light of the requirements described herein; enter into a third party payer agreement wifh the employee's private counsel; to review billings for such representation; and approve all payments in writing. In the event outside counsel is retained by the employee and the employee is subsequently convicted of a crime or it is defermined by a court of competent jurisdiction that the employee was not acting in good faith arising out of the facts giving rise to the Inquest, the City shall be entitled to recover attorney's fees and costs it has expended on the employee's behalf from the employee. 8.5 Disabilitv Insurance — The Employer shall provide for a mandatory payroll deduction for a LEOFF II disability plan selected periodically and administered by the Association. Participation will begin from date of employment with the City. Auburn Police Management Association January 1, 2016— December 31, 2018 Page 9 of 26 8.6 The City has adopted the VEBA Medical Reimbursement Plan for all commissioned LEOFF II employees belonging to the Auburn Police Management Association bargaining unit who do not have a military medical retirement plan and will begin from the date of employment with the Gity. The City agrees to provide a mandatory payroll deduction for this post Retirement Medical Insurance Trust. All contributions made on behalf of each eligible employee will be based on the individual's annual base salary. It is understood that all defined eligible employees will be required to sign and submit to the City a VEBA Membership Enrollment Form. The Commanders' VEBA shall be funded by: (1) Bimonthly employee contribution of 2% base annual salary, and (2) annual sick leave contribution, and (3) sick leave contribution upon separation, and (4) the City will make a bimonthly contribution of two percent (2.0%) of base pay period salary. After December 31, 2017, all contributions to the VEBA plan will cease, if the Affordable Care Act continues to be counted towards the "Cadillac" tax provisions. In that event, effective January 1, 2018, the City will contribute two percent (2%) of base pay period salary into deferred compensation, if the employee chooses to match the contribution. Annual Sick Leave Contribution: Eligibility for participating on an annual basis is limited to employees who have accumulated unused sick leave in excess of nine hundred and sixty (960) hours. All accumulated annual sick leave in excess of nine hundred and sixty (960) hours shall be paid at twenty-five percent (25%) of the employee's then hourly base wage into the trust. After December 31, 2017, all contributions tb the VEBA plan will cease, if the Affordable Care Act coritinues to be counted towards the "Cadillac" tax provisions. In lieu of said confributions to the trust, the employee may elect to receive the foregoing contribution in a cash payment or into such deferred compensation program as the parties agree upon (subject to any contribution caps or limitations imposed by applicable law). Separation of Emplovment Contribution: Contributions to the Plan by all employees covered by this Agreement, who leave employment with the City of Aubum by retirement, death, disability, termination, or any other reason shall transfer all unused, accumulated sick leave into the VEBA trust. After December 31, 2017, all contributions to the VEBA plan will cease, if the Affordable Care Act continues to be counted towards the "Cadillac" tax provisions. In lieu of said contributions to the trust, the employee may elect to receive the foregoing contribution in a cash payment or into such deferred compensation program as the parties agree upon (subject to any contribution caps or limifations imposed by applicable law). Earlv VEBA Cash Out: In the event that contributions to the VEBA trust will cease pursuant to the terms set forth above in this Article 8, the parties shall begin, no later than July 1, 2017, negotiating a mechanism for the employees to cash out a portion of their VEBA account prior to December 31, 2017 (if requested by the APMA). ARTICLE 9 — PENSIONS 9.1 Pensions for employees and contributions to pension funds shall be provided in accordance with the laws of the State of Washington for eligible employees. Auburn Police Management Association January 1, 2016—December3l, 2018 Page 10 of 26 ARTICLE 10 — JURY DUTY 10.1 Time off with pay will be granted for jury duty. Employees shall be required to report for work for any portion of their regularly scheduled shift during which they are not actually serving on a jury or waiting to be impaneled, if a reasonable amount of time remains on that shift in light of the court's location. The employee is required to contact his/her supervisor, who will make the determination. In order to be eligible for such payments, the employee must submit a written statement (subpoena, etc.) from the appropriate public official (Court Clerk, etc.) showing the date and time served and the amount of jury pay recovered. The employee must give the Chief of Police, or designee, prompt notice of call for jury duty. Employees are not required to retum to 1he City per diem received for jury duty from the Court. ARTICLE 11 — SICK DISABILITY BEREAVEMENT. AND EMERGENCY LEAVE a. Sick leave credit shall accumulate for eligible employees at the rate of eight (8) hours per month. Sick leave is accumulative to a maximum of nine hundred and sixty hours (960 hours), except as provided in Section 11.7 below. Sick leave credit may be used for time off with pay for bona fide cases of incapacitating sickness or injury and for the period of disability resulting from pregnancy or childbirth, or in accordance with the federal Family and Medical Leave Act or Washington Family Care Act. Any employee found to have abused sick leave by falsification or misrepresentation shall be subject to disciplinary ac4ion. Employees shall take sick leave on an hourly basis. 11.1 A verifying statement from the employee's physician may be required by the Chief of Police, at his/her option, whenever an employee claims sick leave for three (3) days or longer, or after three (3) single sick leave claims in any calendar year or three consecutive days, which ever occurs first. In requiring a physician's statement, the Chief, or designee, shall do so for the pu.rpose of assuring that employees are utilizing sick leave benefits for the purposes intended by this Agreement. 11.2 Employees incapacitated by illness or injury shall notify the Chief of Police, or designee, as far in advance of their scheduled starting time as possible that he/she is to report for duty. During periods of extended illness, employees shall keep the Chief of Police, or designee, informed as to their progress and potential date of return to work. 11.3 An employee shall be allowed up to three (3) days bereavement plus three (3) days chargeable sick leave for death in the immediate family requiring his/her presence upon approval of the Chief of Police. Immediate family shall include the fafher, father-in-law, mother, mother-in-law, spouse, brother, sister, children and stepchildren of the employee, employee's grandparents and grandparent-in-laws, Auburn Police Management Association January 1, 2016— December 31, 2018 Page 11 of 26 grandchildren of the employee, and stepparents. A domestic partner, as defined by state law, shall receive the same rights as a legally married spouse for the purposes of this section of the Agreement. 11.4 An employee may use up to twelve (12) workweeks of leave each year in accordance with the provisions of the federal Family Medical Leave Act (FMLA), and Washington State Family Care Act. The City uses the "rolling" twelve (12) month calendar method. An employee who has worked for the City at least twelve (12) months, including at least 1250 hours in the last tweive (12) months, may be entitled to twelve (12) workweeks of paid/unpaid leave in any twelve-month period (1) to care for a newbom or newly adopted child or newly placed foster child; (2) to care for a child, parent, or spouse who has a serious or terminal health condition; or (3) to attend to a personal serious health condition. An employee must give the Chief of Police, or designee, at least thirty (30) days written notice by completing a Leave Request Form, in advance of the anticipated date of the leave is to begin (14 days notice for a leave due to a child's terminal illness). If the employee is unable to give the required notice, notice must be given, in writing, as soon as possible. While on FML, the employee must use all accrued, but unused, leave including sick leave, vacation, compensatory time, and any other paid leave accrued prior to using unpaid leave. Use of the above paid leave applies toward the twelve (12) workweek entitlement, and is not in addition to the entitlement. Upon return from the leave, the employee is entitled to return to the same position held, or a comparable position with comparable compensation (in accordance with the federal FMLA), when the leave began unless the position would have been eliminated had the employee not been on leave. Care for a newborn or newly adopted child or newly placed foster child. FMLA leave must be taken within twelve (12) months of the birth, adoption, or placement of a child. If both parents are employed by the City, together they are entitled to a total of twelve (12) workweeks of paid/unpaid leave under this paragraph, In the case of maternity/paternity, any leave taken prior to the birth of the child for prenatal care or inability to work prior to the actual birth will be assessed towards the twelve workweek period. In addition to the twelve (12) weeks of FMLA, the employee is also entitled to leave for the entire period that she is temporarily disabled due to pregnancy or child birth pursuant to Washington State law. Time loss due to disability prior to or following giving birth will be assessed towards the twelve (12) work week period. Auburn Police Management Association January 1, 2016— December 31, 2018 Page 12 of 26 Intermittent or reduced leave for birth or placement for adoption or foster care of a child may only be taken with Chief of Police approval. Certification by a healthcare provider may be required. Care of a child, parent, or spouse who has a serious or terminal health condition, or to attend to a personal serious health condition. Certification and/or seconii or third opinions by a healthcare provider may be required for leave approval. Re- cert'ification may be required every thirty (30) days. A fitness for duty certifcate signed by the consulting physician may be required upon return from leave. Leave may be requested and granted on an intermittent basis or on a reduced workweek schedule if inedically necessary. The employee must provide medical certification within fifteen (15) days of the date requested. The employee must attempt to schedule his/her intermittent or reduced leave so as not to disrupt the City's operation. 11.5 Upon retirement, death, or termination of good standing (not termination for cause) the employee shall be reimbursed at current rate of pay for unused accrued sick leave up to a maximum of 960 hours in accordance with the following schedule based on continuous years of service: Upon Completion of Percent of Accrued Years of Service Unused Sick Leave 15-24 years 50% 25 years and over 100% Employees hired into the Commissioned Officers Guild or the Auburn Police Management Association after November 30, 1993, shall not be subject to the above sick leave cash out provisions but shall be reimbursed for 35% of accumulated and unused sick leave upon separation from employment in good standing, retirement, death, or disability retirement. Employees hired into the Commissioned Officers Guild or 4he Aubum Police Management Association after November 30, 1993, with a minimum of four hundred and eighty (480) hours of accumulated and unused sick leave and a minimum of twenty-five (25) years of service shall be reimbursed for 45% of accumulated and unused sick leave upon separafion from employment in good standing, retirement, death, or disability retirement. After December 31, 2017, all contributions to the VEBA plan will cease, if the Affordable Care Act continues to be counted towards the "Cadillac" tax provisions. In lieu of said contributions to the trust, the employee may elect to receive the foregoing contribution in a cash payment or into such deferred compensation program as the parties agree upon (subject to any contribution caps or limitations imposed by applicable law). Auburn Police Management Association January 1, 2016—December 31, 2018 Page 13 of 26 11.6 When an employee has accumulated 960 hours of sick leave, the sick leave shall continue to accumulate at the normal rate of eight (8) hours per month until the end of the calendar year at which time all sick leave in excess of 960 hours accumulated by the employee shall be paid at 25% of the employee's then hourly rate into the VEBA (See paragraph 8.6). After December 31, 2017, all contributions to the VEBA plan will cease, if the Affordable Care Act continues to be counted towards the "Cadillac" tax provisions. In lieu of said contributions to the trust, the employee may elect to receive the foregoing contribution in a cash payment or into such deferred compensation program as the parties agree upon (subject to any contribution caps or limitations imposed by applicable law). 11.7 When an employee covered by the LEOFF II Retirement System is disabled as the proximate result of an on-the-job injury as covered by Washington State Workers' Compensation and Industrial Insurance, the City shall compensate the employee for the difference between his Workers' Compensation e.ntitlement and his regular salary for a period not to exceed six (6) months or the termination of the disability, whichever comes first. To accomplish this, the City shall pay the employee his/her regular salary for said period and the employee shall receipt to the City all time loss payments received from Workers' Compensa4ion. The City will be under no obligation to continue the employee's regular salary upon two (2) weeks notice by the City to the employee of their failure to receipt time loss payments. Thereafter, the City will only compensafe the employee for the difference between Workers' Compensation entitlement and his regular salary until the employee is in compliance with this section. The City agrees to maintain this section in the contract and the Association agrees to limit the sick leave cash out for new hires. 11.8 The City shall pay a $4000 death benefit to the estate of a police officer killed in the line of duty. Such payment shall be for funeral and relafed ezpenses. ARTICLE 12 — UNIFORMS AND CLOTHING ALLOWANCE 12.1 Technological advances and equipment changes will require special attention. Uniform and equipment standards need to be kept up-to-date. All requests for uniform/equipment replacement shall be submitted to the employee's immediate supervisor. Requests for uniform/equipment replacemerit will be completed as soon as reasonably possible. The department will designate the uniform/equipment supplier(s). Uniforms and equipment will only be purchased/obtained from the designated supplier(s), including voucher items. Specialty units may utilize specialty outlets/sources for some equipment needs. 12.2 Commanders will be on a Quartermaster System and will be issued their full compliment of uniforms/equipment according to the list of agreed upon items attached as Appendix B. All uniforms/equipment are owned by the City. 12.3 Commanders will be entitled to have up to four(4) uniform items cleaned per week. Auburn Police Management Association January 1, 2016—December 31, 2018 Page 14 of 26 12.4 Commanders will be given a clothing allowance of $600.00 per year and entitled to have up to four (4) items dry cleaned or may have three (3) items dry cleaned and five (5) shirts laundered per week for maintenance of business attire. Effective January 1, 2008, the clothing allowance was integrated into the base pay wage scale. ARTICLE 13 — EMPLOYMENT PRACTICES 13.1 Lavoff. Personnel reductions through layoff procedures and reinstatement from such layoffs shall in accordance with the Civil Service Rules and Regulations of the City of Aubum. 13.2 Senioritv. Whenever employees are appointed to a classification effective the same date, seniority shall be established by the highest grade on the total examination in accordance with Rule 10 of the Civil Service Rules. 13.3 Tobacco Use. Tobacco use shall not be allowed in City vehicles or buildings. However, smoking is allowed in designated smoking areas. It is the intent of the parties to continue to comply with the City's tobacco use policy in effect as of May 7, 2001. 13.4 Probationarv Periods. Probationary periods upon initial appointment shall not exceed one (1) year and may not be extended without the written agreement of the Association. Probationary periods upon promotion shall not exceed one year and shall not be extended without the written agreement of the Association. A probationary period shall be extended for the number of workdays equal to the number of workdays an employee was absent in excess of 10 workdays during the probationary period. During an employee's initial probationary period he/she may be discharged by the Employer at will and such discharge shall not be subject to the grievance procedure. During a promotional probationary period an employee may be reverted to his/her former classification and such reversion shall not be subject to the grievance procedure. ARTICLE 14 —MANAGEMENT RIGHTS 14.1 Subject to the Association's right to negotiate mandatory subjects of bargaining the Association recognizes the prerogatives of the City to operate and manage its affairs in all respects in accordance with its responsibilities and powers of authority. 14.2 The City has the right to schedule work as re.quired in a manner most advantageous to the department and consistent with the requirements of municipal employment and the public safety. 14.3 The City reserves the right to discharge or discipline an employee for just cause. The City reserves the right to lay off personnel for lack of funds, or for the oc.currence of condi4ions beyond the control of the department. The City shall have the right to determine reasonable schedules of work in accordance with Section 4.1 and to establish the methods or processes by which such work is performed. Auburn Police Management Association January 1, 2016— December 31, 2018 Page 15 of 26 14.4 No policies or procedures covered in this Agreement shall be construed as delegating to others or as reducing or abridging any of the authority conferred on City officials as defined in the following: a. The ordinance responsibility of the Mayor as Chief Executive Officer of the City for enforcing the laws of the State and City, passing upon ordinances adopted by the City Council, recommending an annual budget or directing the proper performance of all executive departments; b. The responsibility of the City Council for the enactment of ordinances, the appropriation of moneys; c. The legal responsibility of the Civil Service Commission, as provided by State Statute, subject to any applicable bargaining duty of the City and the terms of this Agreement. d. The responsibility of the Chief of Police and his/her delegates govemed by ordinances, Civil Service Rules and Department Rules and as limited by the prbvisions of the Agreement; and provided that such actions do not affect mandatory subject of bargaining: 1. To recruit, assign, transfer, or promote members to positions within the department. 2. To take disciplinary action against members for just cause; 3. To determine methods, means, and personnel necessary for departmental operations; 4. To control department budget; and 5. To take whatever actions are necessary in emergencies in order to assure the proper functioning of the department. ARTICLE 15 — GRIEVANCE FROCEDURE 15.1 For purposes of this Ag�eement, the term "grievance" means any dispute between the Employer and the Association conceming an alleged breach or violation of this Agreement. Stea 1: Any alleged grievance shall be taken up with the employee's immediate supervisor within ten (10) working days of its alleged occurrence. The parties agree to make every effort to settle the grievance promptly at this level. In the event the grievance is unresolved, the Association and/or employee shall determine whether to appeal the grievance through the Civil Service Commission or process the grievance to Step 2 of the grievance procedure contained herein with in five (5) days of Auburn Police Management Association January 1, 2016—December 31, 2018 Page 16 of 26 the meeting with the employee's immediate supervisor. Should the employee choose to file an appeal with the Civil Service Commission, the employee shall provide the Employer and the Association with written notice of such election. Step 2: The grievance shall be reduced to written form by the aggrieved employee stating the section of the Agreement violated and explaining the grievance in detail and remedy sought. The employee and/or the Association shall present the written grievance to the Human Resources Director and the Chief of Police who will conduct a meeting within five (5) working days of receipt of the written grievance. The Chief of Police shall make a decision on the matter in writing within ten (10) working days from such meeting. Copies of the Chiefs decision will be furnished to the aggrieved, Association representative, and the Mayor. Grievances involving suspension, demotion, or discharge shall begin at Step 2. Step 3: Any grievance remaining unresolved after the decision has been rendered in Step 2 shall be transmitted to the Mayor in writing within ten (10) working days whereupon the Mayor shall conduct an investigatory hearing within five (5) working days of fhe receipt of the written grievance. The Mayor shall render a decision within five (5) working days of such hearing. Step 4: Should the grievance not be resolved in Step 3 and should further consideration be desired by the grievant, a written notification requesting arbitration must be filed with the Mayor within fourteen (14) working days. In that event, the parties shall prompfly and mutually submit the subject grievance to the Washington Public Employee Relations Commissions (PERC) and PERC will conduct the arbitration. The arbitration request filed with PERC shall state the issue: The arbitrator shall confine himself/herself to the precise issue submitted for arbitration and shall have no authority to determine any other issues not so submitted to him/her. The arbitrator shall have jurisdiction and authority only to interpret, apply, or detertnine compliance with the specific terms of the Agreement and shall not add to, detract from, or alter in any way, the provisions of this Agreement. The decision shall be final and binding upon both parties. Each party shall initially bear their own expenses and fees. Provided, however, the arbitrator may award reasonable attorneys' fees and expenses to the prevailing party if specifically provided by applicable law. 15.2 Any time limits stipulated in the grievance procedure may be extended for stated periods of time by the appropriate parties by mutual agreement in writing. Pending final decision of any grievance by any of the above procedures, work shall continue without interruption. 15:3 A grievance that involves or affects a significant portion of the employees in the bargaining unit may be introduced by the Association in written form to the Chief of Police as set forth in Step 2 of the grievance procedure and processed as set forth there from. Auburn Police Management Association January 1, 2016— December 31, 2018 Page 17 of 26 ARTICLE 16 — WORK STOPPAGES 16.1 The City and fhe Associa4ion agree that the public interest requires efficient and uninterrupted perFormance of all City services and to this end pledge their best efforts to avoid or eliminate any conduct contrary to this objective. Specifically, the Association shall not cause or condone any work stoppage, including any strike, slowdown, refusal to perform and customarily assigned duties, sick leave absence which is not bona fide, or other interference wi4h City functions by employees under 4his Agreement and should same occur, the Association agrees to take appropriate steps to end such interference. Any concerted action by any employee in any bargaining unit shall be deemed a work stoppage if any of the above activities has occurred. ARTICLE 17 — BULLETIN BOARDS 17.1 Electronic Mail. The Police Management Association may use the City's electronic mail (E- Mail) for communications pertaining to Association business, i.e. meeting times, places and agendas, voting, election results, and various topics of Association business on issues effecting 4he administration of the collective bargaining agreement with the City of Auburn. All communications on E-mail by Association members will be reviewed and approved by a member of the Association Executive Board to determine the appropriateness of the communication in accordance with this section prior to being sent. E-Mail communications will not contain profanity, abusive language, or derogatory language of a discriminatory nature against individuals of a protected class. ARTICLE 18 — BILL OF RIGHTS 18.1 The Employer retains the right to adopt rules for the operation of the Aubum Police Department and the conduct of its employees provided that such rules do not conflict with City ordinances, City anii State Civil Service Rules and Regulations as they exist, or any provision of this Agreement; and provided further that such rules do not affect mandatory subjects of bargaining. It is agreed that the Employer has the right to discipline, suspend, or discharge any employees subject to the provisions of the City ordinances, City and State Civil Service Rules and Regulations as they exist, and terms of this Agreement. a. In an effort to ensure that investigations made by Superior Officers, as designated by the Chief of Police of the Auburn Police Department, are conducted in a manner which is conducive to good order and discipline, the Aubum Police Management Association shall be entitled to the protection of what shall hereafter be termed as the "Police Officers Bill of Rights". b. Every employee who becomes the subject of an intemal investigation shall be advised at least 48 hours prior to the interview that he/she is suspected of: 1. Committing a criminal offense; Auburn Police Management Association January 1, 2016—December 31, 2018 Page 18 of 26 2. Misconduct that would be grounds for termination, suspension, or other disciplinary actions; or, 3. That he/she may not be qualified for continued employment with the department. 4. That he/she has the right to Union representation and legal counsel during the interview. c. Any employee who becomes the subject of an investigation may have legal counsel present during all interviews. This representation by counsel is confined to counseling, and not actual participation in the investigation. Nothing in this agreement, however, shall be deemed a waiver of an employee's right to Union representation. A criminal investigation as used herein shall be interpreted as any action, which could result in the filing of a criminal charge. A major inyestigation as used elsewhere in fhis Article shall be interpreted as any action, which could result in dismissal from the Department or the fling of a criminal charge. d. 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. e. The employee shall be informed in writing as to whether her/she is a witness or suspect at least forty-eight (48) hours before any interview commences. If the employee is a suspect, helshe shall be appraised in writing of the allegations of such complaints at least forty-eight (48) hours before any interview commences. f. The interview of any employee shall be at a reasonable hour, preferably when the employee is on duty, unless the exigency of the interview dictates otherwise. Whenever possible, interviews shall be scheduled during the nortnal workday of the City. , g. The employee or Employer may request that a major investigation interview be recorded, either mechanically or by a stenographer. There can be no "off the record" questions. Upon request, the employee under major investigation shall be provided an exact copy of any written statement he/she has signed, or of a verbatim transcript of any interview. h. Interviewing shall be completed within a reasonable time and shall be done under circumstances devoid of intimidation or coercion, In all major investigation interviews, the employee shall be afforded an opportunity and facilities to coritact and consult privately with an attorney of his/her own choosing, before being interviewed. Such opportunity to contact and consult privately with a private attorney shall not unduly delay the investigation interview. The employee shall be entitled to such Aubum Police Management Association January 1, 2016— December 31, 2018 Page 19 of 26 reasonable intermissions, as he/she shall request for personal necessities, meals, telephone calls, and rest periods. i. All interviewing shall be limited in scope to activities, circumstances, or events which pertain to the employee's conduct or acts which may form the basis for disciplinary action under one (1) or more of the categories contained in "2" herein. j. The employee will not be threatened with dismissal or other disciplinary punishment as a guise to attempt to obtain his/her resignation, nor shall he/she be subject to abusive or offensive language or intimidation in any other manner. No promises or rewards shall be made as an inducement to answer questions. k. No employee shall be required to submit to a polygraph test. The employee shall not be terminated or have any other penalty imposed upon him/her for not taking a polygraph test. I. 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. m. The investigation shall be completed in a reasonable amount of time in light of the circumstances and discipline shall be imposed within a reasonable amount of time after the conclusion of the investigation. n. Upon completion of the investigation and upon request from the Association, the employee under investigation shall be promptly informed of the results of the investigation. If the preliminary findings of the investigati.on are that the complaint should be sustained, or other misconduct found, the employee and his/her Association representative shall be furnished a complete copy of the investigation report, and en4ire investigation file, prior to the City making a final decision and sufficiently in advance of any Loudermill Hearing. 18.2 Use of Lethal Force When an employee, whether on duty or off-duty, uses lethal force, the employee shall not be required to make a written or recorded statement for a minimum of seventy-two (72) hours after the incident, except that immediately following the incident the employee may verbally report to a superior a brief summary of the incident to the extent necessary to secure evidence, apprehend suspects, and preserve the safety of the public and fellow offcers. Employees involved in the use of lethal force shall be allowed an opportunity to consult with an Association representative and/or attorney prior to being required to provide a statement regarding the use of lethal force. Auburn Police Management Association January 1, 2016— December 31, 2018 Page 20 of 26 18.3 Personnel Records a. Employee personnel files shall be maintained as confidential records to the extent required by applicable law. b. The City shall only disclose information in the employee's personnel files in accordance with applicable law. Prior to disclosing personnel file documents to third parties (other than employment verification information), the City shall give the affected employee notification of the request for disclosure. If the City believes the document(s) is properiy subject to disclosure, it will notify the employee. The employee shall then have five (5) working days to provide the City any reason for not releasing the requested document(s) and/or to give the employee an oppoRunity to take action to prevent the release of said document(s) prior to the City releasing the requested document(s). c. Nothing herein shall be construed as limiting any rights the Association has under this Agreement or applicable law to obtain personnel records. ARTICLE 19 — SAVING CLAUSE 19.1 If any article or any portion of any article of this Agreement or any addendum's thereto should be held invalid by any tribunal of competent jurisdiction, or if compliance with or enforcement of any article should be restrained by such tribunal, the remainder of the Agreement and addendum's shall not be affected thereby and the parties shall enter into immediate collective bargaining negotiations for the purpose of arriving at a mutually satisfactory replacement of such article. ARTICLE 20 — ENTIRE.AGREEMENT 20.1 The Agreement expressed herein in writing constitutes the entire Agreement between the parties and no oral statement shall add to or supersede any of its provisions. ARTICLE 21 — RETENTION OF BENEFITS 21.1 This Agreement shall not operate to reduce any benefits specified in this Agreement which are now more favorably enjoyed by any of the employees covered herein. ARTICLE 22 — DRUG TESTING 22.1 Reporting to work under the influence of alcohol and/or illegal drugs, or the use, sale, or possession by an employee of illegal drugs is strictly prohibited and may result in disciplinary action, including immediate termination. For the purpose of this article, substance.s that require a prescripfion or other written approval from a licensed physician or dentist for their use shall also be included when used other than as prescribed. Each employee must advise the Employer if they are using prescription or other over-the-counter drugs they know or reasonably should know may impair their ability to perform job functions Auburn Police Management Association January 1, 2016—December3l, 2018 Page 21 of 26 I and/or operate machinery such as automobiles. Under appropriate circumstances the Employer may request the employee provide written medical authorization to perForm various essential�ob functions from a physician while using such drugs. Any voluntary request by an employee for assistance with his/her own alcohol abuse problem will remain confidential and shall not be used as the basis for any disciplinary action provide.d that the request for assistance is initiated prior to being identified as impaired through the procedures herein. The parties recognize the essential purpose of any law enforcement agency is to enforce the criminal laws. Moreover, the parties recognize the courts have held it would substantially impair law enforcement agencies if they were required to employ individuals within their ranks who have violated the very laws said agencies are charged with enforcing. Therefore, the Employer reserves the right to refuse to employ or continue the employment of individuals who are or have been engaged in serious criminal conduct, whether drug related or not. Where a supervisory employee of the City has a reasonable suspicion to believe an employee is under the influence of alcohol or illegal drugs, or is using illegal drugs, the employee in question will be asked to submit to discovery testing including, breath tests, , urinalysis, andlor a blood screen to identify any involvement with alcohol or illegal drugs. An employee who refuses to submit to discovery testing for alcohol and/or illegal drugs shall be conclusively presumed to be under the influence of alcohol or an illegal drug for the purpose of administering this Article. For the purpose of administering this Article, the following definition of terms is provided: Reasonable Suspicion — Reasonable suspicion is based on specific objective facts and reasonable inferences from those facts in the light of experience, that discovery testing will produce evidence of illegal drug or improper alcohol use tiy that particular employee: Under the Influence — The following cutoff levels shall be used for the initial s.creening of specimens to determine whether they are negative for these drugs or classes of drugs: n /ml Test Level Amphetamines 1000 Barbiturates 300 Benzodiazepines 300 Cannabinoids 100 Cocaine metabolites 300 Methadone 300 Methaqualone 300 Opiates (Codeine) 300 Opiates (Morphine) 300 Phencyclidine (PCP) 25 Auburn Police Management Association January 1, 2016— December 31, 2018 Page 22 of 26 Propoxyphene 300 Level of the positive result for ethyl alcohol 0.04 gr/dl Illeqal Druqs — Are defined as all forms of narcotics, depressants, stimulants, hallucinogens, and cannabis, which sale, purchase, transfer, or unauthorized use or possession is prohibited by law. Over-the-Counter-Druqs — Are those which are generally available without a prescription and are limited to 4hose drugs which are capable of impairing the judgment of an employee to safety perform the employee's duties. Prescription Druqs — Are defined as those drugs, which are used in the course of inedical treatment and have been prescribed and authorized for use by a licensed practitionerlphysician or dentist. 22.2 If an employee is required to submit to a drug te.st, the following procedure shall be followed: a. The employee shall be given an opportunity to confer with an Association represen4ative if one is readily available and the employee has requesfed said conference. b. The employee shall be given an opportunity to explain the reasons for the employee's condition, such as reaction to a prescribed drug, fatigue, exposure to toxic substances, or any other reasons known to employee to the test administrator. The Employer and an Association representative may be present during fhis discussion. c. The Employer may request urine and/or blood samples. d. Urine and blood samples shall be collected at a local laboratory, hospital, or medical facility. The Employer shall transport the employee to the collection site. The Employer and/or Association representative may be allowed to accompany the employee to the collection site and observe the bottling and sealing of the specimen. The employee shall not be observed by the Employer when the urine specimen is given. e. All specimen containers, vials, and bags used to transport the specimen shall be sealed to safeguard their integrity, in the presence of the Employer, employee, and the Association representative and proper chain-of-custody procedures shall be followed. f. The collection and testing of the samples shall be perFormed only by a laboratory and by a physician or healthcare professional qualified and authorized to administer and determine the meaning of any test results. The laboratory performing the test shall be one that is certified by the National Institute of Drug Abuse (NIDA). The laboratory Auburn Police Management Association January 1, 2016— December 31, 2018 Page 23 of 26 chosen must be agreed to between the Association and the Employer. The laboratory used shall also be one whose procedures are periodically tested in a program where they analyze unknown samples sent by an independent party. The results of such fests shall be made available to the Employer and 4he Association. g. If a specimen tests positive in an immunoassay screen test, the results must be confirmed by a gas chromatography/mass spectrometry tests. The specimen must show positive results aUwithin the following limits on the GC/MS (gas chrbmatography/mass spectrometry) confirmatory test to be considered positive: If immunoassay is specific for free morphine the initial test level is 25 g/ml. Confirmatorv Test Marijuana metabolites 15 ng/ml Cocaine metabolites 150 ng/ml Opiates Morphine 300 ng/ml Codine 300 nglml Phencyclidine 25 ng/ml Amphetamines Amphetamine 500 ng/ml Methamphetamine 500 ng/ml h. At the employee's or the Association's option, a sample of the specimen may be requisitioned and sent to a laboratory chosen by the Association for testing. The cost of this test will be paid by the Association or the employee. Failure to exercise this option may not be considered as evidence in an arbitration or other proceeding conceming the drug test or its consequences. The results of 4his second test shall be provided to the City. ' i. The employee and the Association shall be informed of the results of all tests, and prbvided with all documentation regarding the tests as soon as the test results are available. 22.3 The parties shall designate a Medical Review Officer (MRO) to review all confirmed positive test results and communicate those results to the Employer. The MRO shall have the responsibility to determine when an individual has failed a drug test in accordance with the standards enumerated herein. The MRO shall retain all records of all positive tests for at least five (5) years and records of all negative tests for at least one (1) year. 22:3 If the results of the drug test are positive, and support a conclusion that the employee used an illegal drug, or reported to work while under the influence of alcohol, the employee may be subject to discipline including immediate discharge. Auburn Police Management Association January 1, 2016— December 31, 2018 Page 24 of 26 ARTICLE.23 - DURATION 23.1 This agreement shall become effective on January 1, 2016 until December 31, 2018. Provided, however, that Appendix A shall be reopened no later than July 1, 2017 in order to negotiate the employees' 2018 wages. In addition, either pa.rty may reopen Article 8 to the extent allowed pursuant to Article S's terms and conditions set forth above (and, in that event, all economic terms of this Agreement shall be reopened as well). � Signed this � ' day of , 2015 at Auburn, Washington. CITY OF AUBURN AUBURN POLICE MANAGEMENT ASSOCIATION BY:__ By: � D Mayor Auburn Police Man ent As ociation By: �� Director of Human Resources By: C. .1C�� ,s-KO�✓ City Cler � Approved As To F m: By: Cit ttorney Auburn Police Management Association January 1, 2016— December 31, 2018 Page 25 of 26 Appendix "A" CLASSIFICATION 2016 BASE WAGE Commander $5,298.06 per pay period effec4ive January 1, 2016. (Effective January 1, 2016, a one and a half percent (1.5°/a) wage increase applied to the 2015 Commander's pay period salary schedules. Effective July 1, 2016, an additional one percent (1%) wage increase.) PLUS-LONGEVITY (Added to base wage) POLICE CDR BASE 2.0% 3.5% 5% 6.5% 8% 9% 10% PAY GRADE 47 WAGE 5 YEARS 8 YEARS 11 YEARS 14 YEARS 17 YEARS 20 YEARS 23 YEARS COMMANDER 1/1/2016 $61.13 $1.22 $2.14 $3.06 $3.97 $4.89 $5.50 $6.11 $5,298.06 $105.96 $185.43 $264.9D 5344.37 $423.84 $476.83 $529.81 $10,596.12 $211.92 $370.86 $529.80 $688.74 $847.68 $953.66 $1,059.62 $127,153.44 $2,543.04 $4,450.32 $6,357.60 $8,264.88 $10,172.16 $11,443.92 $12,715.44 2017 PAY PLAN One and a half percent (1.5%) wage increase effective January 1, 2017. One percent (1.0%)wage increase effective July 1, 2017. 2078 PAY PLAN No later than July 1, 2017, Appendix A shall be reopened, and the parties shall commence negotiations, for the purpose of arriving at a mutually satisfactory wage increase for 2018. In the event that the parties fail to reach an agreement on 2018 wages prior to January 1, 2018, any wage increase ultimately agreed upon (or imposed through the inte�est arbitration process)for 2018 shall be retroactive to January 1, 2018. Auburn Police Management Association January 1, 2016—December 31, 2018 Page 26 of 26