HomeMy WebLinkAbout5269 ORDINANCE NO. 5 2 6 9
AN ORDINANCE OF THE CITY COUNCIL OF THE CITY OF AUBURN, KING
COUNTY, WASHINGTON, APPROVING THE COLLECTIVE BARGAINING
AGREEMENT BETWEEN THE CITY AND THE AUBURN POLICE GUILD
COMMISSIONED UNIT, FOR 1999 - 2001.
WHEREAS, the City of Auburn recognizes the Auburn Police Guild
Commissioned Unit as the sole exclusive collective bargaining representative of
all employees designated as Commissioned Law Enforcement Officers, rank of
sergeant and below as classified in Appendix "A-1" of the Collective Bargaining
Agreement for 1999 - 2001; and
WHEREAS, all other employees of the department are excluded, and as
certified by the Public Employees Relations Commission Case No. 5520-E-84o
993, December 27, 1984; and
WHEREAS, after review and approval of the Collective Bargaining
Agreement with the Auburn Police Guild Commission Unit,.
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF AUBURN,
KING COUNTY, WASHINGTON, DO ORDAIN AS FOLLOWS:
Section '1. The City Council hereby authorizes the execution of the
Collective Bargaining Agreement between the City of Auburn and the Auburn
Police Guild Commissioned Unit, for 1999- 2001.
Ordinance No. 5269
July 9, 1999
Page 1
Section 2. The Mayor is hereby authorized to implement such
administrative procedures as may be necessary to carry out the directions of
this legislation.
Section 3. This Ordinance shall take effect and be in force five (5) days
from and after its passage, approval and publication, as provided by law.
INTRODUCED: July 19, 1999
PASSED: July 19, 1999
APPROVED: July 19, 1999
GHARLES A. BOOTH
MAYOR
Ordinance No. 5269
July 9, 1999
Page 2
ATTEST:
Danielle E. Daskam,
City Clerk
APPROVED AS TO FORM:
Michael J. Reynolds,
City Attorney
PUBLISHED: 7'-..~ ,.~'o i~ 2
Ordinance No. 5269
July 9, 1999
Page 3
COLLECTIVE BARGAINING AGREEMENT
BY AND BETVVEEN
THE CITY OF AUBURN
AND
AUBURN POLICE GUILD COMMISSIONED UNIT
(1999 - 2001)
TABLE OF CONTENTS
ARTICLE 1 RECOGNITION AND BARGAINING UNIT ................................................... 1
ARTICLE 2 GUILD MEMBERSHIP AND DUES DEDUCTION ........................................... 1
ARTICLE 3 GUILD ACTIVITIES ................................................................................1
ARTICLE 4 HOURS OF WORK AND OVERTIME .......................................................... 2
ARTICLE 5 CLASSIFICATIONS AND SALARIES .......................................................... 4
ARTICLE 6 HOLIDAYS ...........................................................................................6
ARTICLE 7 VACATIONS .........................................................................................7
ARTICLE 8 HEALTH AND WELFARE ........................................................................7
ARTICLE 9 PENSIONS .................................................... ........................................9
ARTICLE10 JURY DUTY .......................................................................................9
ARTICLE 11 SICK, DISABILITY, BEREAVEMENT AND EMERGENCY LEAVE ................... 9
ARTICLE 12 UNIFORMS AND CLOTHING ALLOWANCE .............................................. 12
ARTICLE 13 EMPLOYMENT PRACTICES ................................................................... 13
ARTICLE 14 MANAGEMENT RIGHTS ..................................................................... 13
ARTICLE 15 GRIEVANCE PROCEDURE ..................................... ................................15
ARTICLE 16 WORK STOPPAGES ..............................................................................16
ARTICLE 17 BULLETIN BOARDS ...........................................................................16
ARTICLE 18 BILL OF RIGHTS ................ ~ .................................................................16
ARTICLE 19 SAVINGS CLAUSE ...............................................................................18
ARTICLE 20 ENTIRE AGREEMENT ...........................................................................19
ARTICLE 21 RETENTION OF BENEFITS .................................................................. 19
ARTICLE 22 DRUG TESTING ...................................................................................19
ARTICLE 23 DURATION .........................................................................................22
AGREEMENT
BY AND BETWEEN
THE CITY OF AUBURN
AND
AUBURN POLICE GUILD COMMISSIONED UNIT
1999-2001
This Agreement is between the City of Auburn (hereinafter called the "City") and the Auburn Police
Guild (hereinafter called the "Guild") 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 Guild as the
collective bargaining representative.
ARTICLE 1 - RECOGNITION AND BARGAINING UNIT
1.1 The City recognizes the Auburn Police Guild as the exclusive bargaining representative for all
employees designated as Commissioned Law Enforcement Officers, rank of sergeant and below,
excluding all other employees of the department, and as certified by the Public Employees
Relations Commission Case No. 5520-E-84-993, December 27, 1984.
ARTICLE 2 - GUILD MEMBERSHIP AND DUES DEDUCTION
2.1 Employees shall either become members of the Guild or pay a service fee to the Guild 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 constitute cause for discharge of
such employee provided that when an employee fails to fulfill the above obligation, the Guild
shall provide the employee and the City thirty (30) days notification in writing of the Guild's
request to initiate discharge action and 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 members of the Guild. The amount
deducted shall be transmitted monthly to the Guild 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 - GUILD ACTIVITIES
3.1 The Business Representative of the Guild 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 Representative does not interfere with the normal work
processes. No Guild member or officer shall conduct any Guild business apart from activities
related to contract administration on City time and no Guild meetings will be held on City time or
premises tinless authorized by the Chief of Police. Off duty meetings may be scheduled and held
on City premises.
1999-2001 Auburn Police Guild Commissioned Unit
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3.2 The City agrees that employees covered by this Agreement shall not be discharged or
discriminated against for upholding Guild principles or for performing duties authorized by the
Guild, so long as these activities do not interfere with normal work process of the City
3.3 The employer will attempt to allow such members of the Guild as may be designated by the
Guild, not to exceed three (3), leave from duty without loss of pay for the purposes of direct
participation as members of the Guild negotiating team in labor negotiations with the City of
Auburn including mediation. Interest arbitration hearings shall also be included under this
provision, provided that such leave shall not result in additional cost the City.
3.4 The Guild shall have access and use of a copy machine through City Administration at $. 10 per
copy.
ARTICLE 4 - HOURS OF WORK AND OVERTIME
4.1 Hours of Duty ' 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. While this section shall be construed as a waiver regarding the scheduling of individual
employees to shifts, it shall not be construed as a waiver of the Guild' s right to demand
bargaining over City proposed changes in the length of the work shifts themselves.
4.2 Training:
a. Training will be scheduled during the employee's regular shift whenever reasonably
feasible.
b. If training cannot be reasonably scheduled during the employee's regular shift, it will be
scheduled so that employees have a minimum of eight hours separation between the end
of the employee's work shift and the beginning of the training session. Similarly, there
shall be a minimum of eight hours separation between the end of the training session and
the beginning of the employee's next scheduled shift. This requirement may be waived
upon the voluntary written request of an employee.
c. The parties agree that the administration may alter an employee's regular days off
schedule to accommodate training; provided that the employee is given seven (7) days
notice of the alteration, and provided further that any days off must be rescheduled before
the end of the pay period during which the rescheduling occurred.
4.3 Overtime - Except as otherwise provided in this Article, employees shall be paid at the rate of
time and one-half of their regular rate of pay as defined by the FLSA for:
a. Be paid time and one-half overtime compensation for all hours worked outside the
regularly assigned shift in any one day.
b. All hours worked on a scheduled furlough day; and
1999-2001 Auburn Police Guild Commissioned Unit
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c. The hours worked on the first and last day of a changed shift unless written notice no less
then seven (7) calendar days in advance of the shift change from the employee' s regular
shift is given to the employee.
All o~,ertime must be authorized by the Chief of Police. In all cases in computing
overtime, the nearest one-quarter hours shall be used.
4.4 Compensatory Time - Payment for authorized overtime hours worked shall be pay or
compensatory time at the employee's option, such option to be exercised at the time earned.
Compensatory time shall be earned and accumulated at the rate of one and one-half hours for
each overtime hour worked; provided that the maximum allowable accrual shall be 120 hours of
compensation.
All compensatory time accumulated by an employee in excess of forty (40) hours as 9f the 15th of
November shall be paid at the employee's then current rate of pay at the last payday of
November. At the option of the employee, any or all of the remaining forty (40) hours may be
paid at that time, but no more than forty (40) hours of accumulated compensatory time shall be
carried past the 30th of November.
The parties agree that it is unduly disruptive to the operations of the Auburn Police Department
for employees to give less than forty-eight (48) hours written notice of their intent to use up to
two days of compensatory time off and an additional day of notice for every consecutive
compensatory day off thereafter. This section shall be construed so that, for instance, the use of
five (5) consecutive days of compensatory time off will require that the employee give the
department a minimum of five (5) days written notice of his/her intent to do so.
The parties agree that it is unduly disruptive for employees to request the use of compensatory
time off on any recognized holiday as set forth in Article 6 Section 1, when the granting of such
time off would require the city to force another employee, who had previously been granted the
day off, to come in to cover the shift.
4.5 Callback - If an employee is called back to duty he/she will be guaranteed a minimum of three
(3) hours at one and one-half his/her hourly base rate.
4.6 Court Time - An employee required to testify in court on behalf of the Auburn Police Department
during off duty hours shall be paid a minimum of three (3) hours at one and one-half times his/her
hourly base rate for such attendance, except where such attendance, is an extension of the end of
his/her regularly scheduled shift at which time normal overtime procedures will apply. Court
minimum overtime shall be paid unless the court appearance cancellation information is available
to the employee by 5:00 p.m. the day before a required appearance. For court attendance, paid
time shall be based on portal to portal from the Auburn Police Department to the court and return.
Court Time After Graveyard Shift and Officers' Days off- Employees required to testify in court
following a graveyard shift (i.e. a shift that ends after 3:00 am), or on a scheduled day off, shall
have a choice of one of the following alternatives:
1999-2001 Auburn Police Guild Commissioned Unit
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a. Paid a minimum of three (3) hours at one and one-half times his/her hourly base rate.
b. Compensatory time at the rate of one and one-half hours for each hour worked with a
minimum of three (3) hours (four and one-half hours of compensatory time). This
compensatory time may be paid for under the provisions of Article V, Section 3.
4.7 Standby - The City and the Guild agree that the use ofstandby time shall be consistent with
sound law enforcement practices and the maintenance of public safety. Employees formally
placed on standby status shall be compensated on the basis of four (4) hours straight-time pay for
eight (8) hours or fraction thereof. If an employee is actually called back to work normal
.overtime shall apply. Employees will be compensated when called back either normal overtime
or four (4) hours straight time, whichever is greater. Employee's who are "engaged to wait"
within the meaning of the FLSA and are restricted in their movement shall have all such time
considered as time worked at either the overtime or regular rate of pay as the circumstances
warrant.
4.8 Cancellation of Court Appearance -When an employee complies with all departmental
procedures on the day prior to a court appearance, and is notified on that date that the court
appearance is still scheduled for the next day, the employee shall be entitled to receive the
minimum payments provided by this Agreement even if the court appearance is thereafter
canoeled.
ARTICLE 5 - CLASSIFICATIONS AND SALARIES
5Z1 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 considered a part
of this 'Agreement. Paydays for employees covered by this Agreement shall be on the 8th and 23~
of each month.
5.2 Premium pay in the amount of three (3) percent shall be applied to the straight-time hourly rate
for each employee during assignment to each of the following specialties: Motorcycle Patrol,
Field Training Officer, K-9 Officer, Bicycle Patrol, Hostage Negotiator and ESU. Premium pay
in the amount of four (4) percent shall be applied to the straight-time hourly rate for each
employee assigned to work as a detective in the Investigations Unit. In no event will any
employee receive more than 4% premium pay regardless of the number of specialty assignments
they hold.
a. The City will seek input from supervisory and command personnel before making
assignments of personnel to the specialty assignments in Article 5.2 of the labor
agreement; provided that the parties recognize that the Chief of Police retains the ultimate
right to select which officers will be assigned to those duties.
5.3 Employees assigned the job classification of Patrol Officer after completion of six (6) months of
employment, or Sergeant who have completed courses with a passing grade toward a job related
degree shall be paid a percentage of their straight-time hourly rate as educational incentive based
on the following schedule: 30 credits - 2%; 60 credits - 4%; AA Degree - 6%. Employees hired
1999-2001 Auburn Police Guild Commissioned Unit
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on or after January 1, 1996, shall be paid a percentage of their straight-time hourly rate as
educational incentive based on the following schedule: AA Degree 4%; BA Degree 6%.
Employees with a bachelor's degree in a non-job related field shall receive 3%. Job related
degrees shall include: police science, law enforcement, sociology, criminology, psychology, and
other police related degrees as reasonably determined by the Employer.
Education incentive pay shall be paid to employees only after the City has received official
transcript from the educational institution verifying the Credits or degree received. Any official
document from a person authorized to grant credits and degrees from such college or university
may be accepted in lieu of the official transcript, provided it is sent directly to the Police Chief
and certified as true and correct. The City will reimburse employees for cost of the transcripts
provided the employee produces a receipt or copy of a canoeled check.
All employees shall be reimbursed for educational expenses for job related classes or degrees but
such classes must have the prior approval of the Chief of Police. Tuition reimbursement shall be
limited to the University of Washington tuition fee schedule for equivalent number of credits
begin taken. Reimbursement shall be made upon successful completion by the employee with a
grade of "C" or better. A grade of "pass" shall be accepted by the City when a "pass/fail" grading
system is in effect. The City shall pay for required textbooks not already available in the City's
library. These textbooks shall become part of the City's police library when the course is
completed by the officer.
5.4 Effective January 1, 1985, 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 known as Schedule II:
Schedule II
5 Years 8 Years 11 Years 14 Years 17 Years
2% 3.5% 5% 6.5% 8%
All employees hired on or before December 31, 1984, shall remain on Schedule I as follows until
they have completed 14 years continuous service at which time they will transfer {o Schedule II.
Schedule I
54 Months I 66 Months 78 Months
2% 4% 6%
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ARTICLE 6 - HOLIDAYS
6.1 The following eleven 11 days are designated as holidays:
New Year's Day Veteran's Day
Lincoln's Birthday Thanksgiving Day
Washington' s Birthday Day After Thanksgiving
Memorial Day Christmas Day
Independence Day Floating Holiday
Labor Day
6.2 An employee who is required to work on an observed holiday as set forth in Section 7.1, shall be
compensated at the rate of two and one-half (2-1/2) times the employee 's regular hourly rate of
pay for each hour worked to cover the holiday schedule inclusive of holiday pay. Incidental
overtime earned on a holiday shall be paid at the rate of one and one half (1 ~A) the employee' s
regular rate of pay. Employees may accrue holiday overtime as comp time as provided elsewhere
in this Agreement. Employees shall accrue and take holidays on a basis equivalent to the
assigned shift hours (e.g., employees on 8 hour shifts shall accrue and take eleven 8 hour holidays
per calendar year and employees on 10 hour shifts shall accrue and take eleven 10 hour holidays
per calendar year, etc.). 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
employee. Accrued holidays shall be taken within one (1) year of the date accrued.
6.3 For employees assigned to rotating shifts, the designated holiday shall be:
New Year's Day January 1
Lincoln's Birthday February 12
Washington's Birthday Third Monday in February
Memorial Day Last Monday in May
Independence Day July 4
Labor Day First Monday in September
Veteran's Day November 11
Thanksgiving Day Fourth Thursday in November
Day After Thanksgiving Friday After Thanksgiving
Christmas Day December 25
For all other employees, the designated holidays shall be as specified in Section 1 above with the
provision that whenever any designated holiday falls upon a Sunday, the 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 unit or shift commander so long
as there remains the required number of personnel on duty for that shift.
6.5 Employees terminating service after completion of probation shall receive compensation for
vested, unused holiday time.
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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 accrae at the rate of one (1) working day
for each month of continuous service commencing from the date of most recent employment with
7.2 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 14 working days per year
6 to 10 years of continuous service 17 working days per year
11 to 15 years of continuous service 20 working days per year
16 to 20 years of continuous service 22 working days per year
Over 21 years of continuous service 24 working days per year
An employee who terminates employment during the first six (6) months of employment shall not
be entitled to annual vacation leave or payment. Employees shall take vacation leave on an
hourly basis. A "working day" shall be equal to eight (8) hours.
7.2 Normally, vacation leave must be taken within the year next succeeding the year in which
vacation leave credits are earned. Vacation leave credits shall not normally be accumulative
except where the Chief of Police determines that special circumstances exist justifying an
extended vacation. 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 days of accrued and unused vacation
leave shall be made to an employee where the employee, through no fault of the employee, was
not able to take all of his accrued annual va. cation leave during the year authorized.
7.3 Vacation leave shall be scheduled by seniority in each operational unit.
7.4 Employees who have completed six (6) months of service and are separated from employment
shall be entitled to payment for vacation leave not taken that has accrued to date of separation. In
the event of the death of an employee in active service with the City, accrued vacation leave that
has not been taken shall be paid in the same manner that salary due the decedent is paid for any
vacatior/leave eamed in the preceding year and in the current year and not taken prior to the
death of such employees.
ARTICLE 8 - HEALTH AND WELFARE
8.1 A health care, 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.
1999-2001 Auburn Police Guild Commissioned Unit
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Said program shall consist of:
a. Association. of Washington Cities/Washington Physicians Serviee/Regence Blue Shield
Plan (i.e. AWC Plan A);
b. Washington Dental Service Plan F; Orthodontia Plan A;
c. Vision Services Eye Care; and
d. States West Life Insurance for $5,000.
The Guild agrees to continue to cogperate with the City in the study of cost containment
measures. The guild will appoint one member of the Guild's negotiations team to the City's
Health Care Cost Containment Committee.
The City may change health insurance carriers in the event State law makes it necessary to
change carriers. The Guild retains the fight, upon timely request, to require the City to bargain
the effects of the change in carriers (including reductions in benefit levels) to the extent those
effects are mandatory subjects of bargaining.
8.2 For the duration of this Agreement, each employee who enrolls his spouse or eligible children in
AWC Plan A shall pay ten (10) percent of the premium cost each month. The City shall continue
to make available to the AWC Group Health medical insurance plan for those individual LEOFF
II employees who elect to enroll themselves and their dependents. The City's conlribution
toward medical insurance for spouse and children shall be 90% of the applicable AWC Plan A
Premium.
8.3 Indemnity and Defense:
a. CIVIL CLAIMS: The Employer shall provide legal counsel or reasonable attorney's fees
for representation and defense of civil lawsuits and hold employees harmless from any
expenses, connected 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 his 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. INOUESTS: 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 their 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 fight to
approve the choice of counsel in light of the requirements described herein; to review
1999-2001 Auburn Police Guild Commissioned Unit
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c. 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 determined by a court of competent jurisdiction that the employee as 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.
8.4 Disability Insurance - The employer shall provide for a mandatory payroll deduction for a
LEOFF II disability plan selected periodically and administered by the Guild. Participation shall
be for all LEOFF II employees and will begin from date of employment with the City of Aubum.
8.5 The employer shall provide for mandatory payroll deduction for a post retirement insurance trust
· selected and administered by the Guild. Participation shall be for all LEOFF II employees and
will begin from date of employment with the City of Auburn.
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.
ARTICLE 10 - JURY DUTY
10.1 Time off with pay will be granted for jury duty. Pay for jury duty shall be retumed to the
Employer. 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.
In order to be eligible for such payments, the employee must furnish a written statement from the
appropriate public official showing the date and time served and the amount of jury pay
recovered. The employee must give the Chief of Police prompt notice of call for jury duty.
ARTICLE 11 - SICK. DISABILITY. BEREAVEMENT AND EMERGENCY LEAVE
11.1 Sick leave credit shall accumulate for eligible employees at the rate of one (1) day, i.e., eight (8)
hours per month. Sick leave is accumulative to a maximum of one hundred twenty (120) days
(i.e., 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. Any employee found to have abused sick leave
by falsification or misrepresentation of same shall be subject to disciplinary action. Employees
shall take sick leave on an hourly basis.
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11.2 A verifying statement from the employee's physician may be required by the Chief of Police, at
his 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 his designce, shall do so for the purpose of
assuring that employees are utilizing sick leave benefits for the purposes intended by this
Agreement.
11.3 Employees incapacitated by illness or injury shall notify the Chief of Police 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 informed as to their progress and
potential date of return to work.
11.4 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 father, father-in-law, mother, mother-in-law,
spouse, brother, sister, children and step-children of the employee, employee' s grandparents, and
step-parents.
11.5 An employee may use up to twelve (12) weeks of leave each year in accordance with the
provisions of the Family Medical Leave Act (FMLA) as follows:
An employee who has worked for the City at least twelve months, including at least
1250 hours in the last twelve months, may be entitled to 12 work weeks 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 his designee at least 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 Family and Medical Leave 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 will apply toward the twelve work week 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
when the leave began unless the position would have been eliminated had the employee
not been on leave.
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Care for a new bom or newly adopted child or newly placed foster child. FMLA leave
'must be taken within twelve 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 12 work
weeks of paid/unpaid leave under this paragraph.
In the case of maternity, 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 work
week period.
Time loss due to disability prior to or following giving birth will be assessed towards
the twelve work week period.
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 health care
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 second or third
opinions by a health care provider may be required for leave approval. Re-certification
may be required every 30 days. A fitness for duty certificate signed by the consulting
physician may be required upon remm from leave.
Leave may be requested and granted on an intermittent basis or on a reduced work
week schedule if medically necessary. The employee must provide medical
certification within 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.
11.6 Upon certification of disability retirement by the LEOFF Board, 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
0 4 years 0% (except in the event of death occurring
in the line of duty, 25% of such employee's
accrued unused sick leave shall be paid to the
employee's beneficiary.)
5-14 years 25%
15-24 years 50%
25 years and over 100%
Employees hired after November 30, 1993, shall not be subject to the above sick leave cashout
provisions but shall be reimbursed for 35% of accumulated and unused sick leave upon
retirement, death or disability retirement only..
1999-2000 Auburn Police Guild Commissioned Unit
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11.7 When an employee has accumulated 960 hours, i.e., 120 days of sick leave, sick leave shall
continue to accumulate at the normal rate of eight (8) hours, i.e.; one (1) day, per month until the
end of the calendar year at which time all sick time accumulated by the employee in excess of
960 hours shall be paid at 25% of the employee' s then hourly base rate.
11.8 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 entitlement 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 regular salary for said period and the employee shall receipt to the
City .all time loss payments received from Workers' Compensation. The City will be under no
obligation to continue the employee' s regular salary upon two weeks notice by the City to the
employee of their failure to receipt time loss payments. Thereafter, the City will only compensate
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 Guild agrees to limit the sick leave cashout for new hires.
11.9 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 related expenses.
ARTICLE 12 - UNIFORMS AND CLOTHING ALLOWANCE
12.1 A five member uniform and equipment committee is established to periodically review the
department issue equipment/uniforms. Selection of the uniform/equipment committee will be by
an agreement between the Deputy Chief and the Guild President. (The committee will meet on
an as needed basis at least once per year.)
The committee will be responsible for reviewing requests for changes to the equipment/uniform
list(s) for general patrol and making changes provided it is consistent with the budgetary
guidelines as determined by the Chief of Police.
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
replacement 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 Uniformed officers 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 that may
change from time to time as determined by the Uniform and Equipment Committee. All
uniforms/equipment are owned by the City.
12.3 Uniformed officers will be entitled to have up to four uniform items cleaned per week.
1999-2001 Auburn Police Guild Commissioned Unit
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12.4 Plain Clothes personnel will be given a clothing allowance of $400.00 per year and entitled to
have up to four items dry cleaned or may have three items dry cleaned and five shirts laundered
per week for maintenance of business attire. Detectives will be on the Quartermaster System and
will be issued clothing/equipment according to the list of agreed upon items attached to this
Agreement as Appendix B.
ARTICLE 13 - EMPLOYMENT PRACTICES
13.1 Layoff. 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.
13.2 Seniority. 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.
13.3 Workin~ Out of Classification. Any employee who is assigned to perform the duties of higher
paying classification by the appropriate authority will be compensated at that higher rate when the
work performed is one (1) hour or more in duration.
13.4 Tobacco Use. Tobacco use shall not be allowed in City vehicles or buildings. However, smoking
is allowed in the Sally Port or outside.City buildings. It is the intent of the parties to continue to
comply with the City's tobacco use policy in effect as of November 21, 1989.
13.5 Probationary Periods. Probationary periods upon initial appointment shall not exceed one year
and may riot be extended without the written agreement of the Guild. Probationary periods upon
promotion shall not exceed one year exclusive of the time spent at the Washington State Criminal
Justice Academy and shall not be extended without the written agreement of the Guild. A
probationary period shall be extended for the number of work days equal to the number of work
days an employee was absent in excess of 10 work days 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.
13.6 Employees called in to work while on vacation or on holiday will be compensated at time and one
half for hours worked and given credit for hours worked on their vacation/holiday time accounts.
ARTICLE 14 -MANAGEMENT RIGHTS
14.1 The Guild 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 overtime work as required in a manner most advantageous to
the department and consistent with the requirements of municipal employment and the public
safety.
1999-2000 Auburn Police Guild Unit
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14.3 It is understood by the parties that every incidental duty connected with operations enumerated in
job descriptions is not always specifically described.
14.4 The City reserves the fight 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 occurrence of conditions
beyond the control of the department. The City shall have the right to determine reasonable
schedules of work in accordance with Section 5.1 and to establish the methods or processes by
which such work is performed in accordance with Article V of this Agreement.
14.5 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 monies;
c. The legal responsibility of the Civil Service Commission, as provided by State
Statue, 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 governed by
ordinances, Civil Service Rules and Department Rules and as limited by the
provisions of the Agreement; and provided that such actions do not effect
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.
1999-2000 Auburn Police Guild Commissioned Unit
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ARTICLE 15 - GRIEVANCE PROCEDURE
15.1 For purposes of this Agreement, the term "grievance" means any dispute between the Employer
and the Guild concerning an alleged breach or violation of this Agreement.
Step 1: Any alleged grievance shall be taken up with the employee's immediate supervisor and
shift commander 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 Guild 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
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 Guild 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 Guild shall present the written grievance to the
Division Commander, Personnel 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, Guild
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 the 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. The parties shall mutually select a disinterested third
party to serve as arbitrator. In the event the Employer and Guild are unable to agree on
an arbitrator, the arbitrator shall be selected by the process of elimination from a panel of
seven (7) arbitrators furnished by the American Arbitration Association (AAA). The
AAA request shall state the issue. The arbitrator shall confine himself to the precise issue
submitted for arbitration and shall have no authority to determine any other issues not so
submitted to him. The arbitrator shall have jurisdiction and authority only to interpret,
apply or determine 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. The expenses and fees incumbent to the
services of the AAA and the arbitrator shall decide the division of fees and expenses.
1999-2000 Aubum Police Guild Commissioned Unit
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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 Guild in written form to the Chief of Police as set forth in Step 2 of the
grievance procedure and processed as set forth therefrom.
ARTICLE 16 - WORK STOPPAGES
16.1 The City and the Guild 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 Guild 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 with City functions by employees
under this Agreement and should same occur, the Guild agrees to take appropriate steps to end
such interference. Any conce~ted action by any employee in any bargaining unit shall be deemed
a work stoppage if any of the above activities have occurred.
ARTICLE 17 - BULLETIN BOARDS
17.1 Bulletin Boards. The City shall permit the reasonable use of bulletin boards by the Guild for the
posting of notices relating to official Guild business.
17.2 Electronic Mail. The Police Guild may use the City's electronic mail (E-Mail) for
"@:MR:Guild" communications pertaining to Guild business, i.e. meeting times, places and
agendas, voting, election results and various topics of Guild business on issues effecting the
administration of the collective bargaining agreement with the City of Auburn.
All communications on E-mail by Guild members will be reviewed and approved by a member of
the Guild 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 Auburn Police Department
and the conduct of its employees provided that such rules do not conflict with City ordinances,
City and State Civil Service Rules and Regulations as they exist, or any provision of this
Agreement; and provided further that such rules do not effect 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.
1999-200 Aubum Police Guild Commissioned Unit
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a. In an effort to ensure that investigations made by Superior Officers, as designated by the
Chief of Police of the Aubum Police Department, are conducted in a manner which is
conducive to good order and discipline, the Aubum Police Officers' Guild 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 internal investigation shall be
advised at the time of the interview that he/his is suspected of:
1. Committing a criminal offense;
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 during the interview.
c. Any employee who becomes the subject of a criminal 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
investigation as used elsewhere in this Article shall be interpreted as any action
which could result in dismissal from the Department or the filing 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 before any interview commences. If the employee is a suspect, he/she
shall be appraised in writing of the allegations of such complaints 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 normal work day of
the City.
1999-2000 Auburn Police Guild Commissioned Unit
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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 contact
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 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 unwillingly submit to a polygraph test.
1. 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.
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.
1999-2000 Auburn Police Guild Commissioned Unit
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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 policy, substances that require a
prescription 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 and/or operate machinery such as automobiles.
Under appropriate circumstances the Employer may request the employee provide written
medical authorization to perform various essential job 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 provided 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 and/or 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:
1999-2000 Aubum Police Guild Commissioned Unit
Page 20
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 by that particular employee:
Under the Influence - The following cutoff levels shall be used for the initial screening of
specimens to determine whether they are negative for these drugs or classes of drugs:
(ng/ml) Test Level
Amphetamines 1000
Barbiturates 300
Benzodiazepines 300
Cannabinoids 100
Cocaine metabolites 300
Methadone 300
Methadone 300
Methaqualone 300
Opiates (Codeine) 300
Opiates (Morphine) 300
Phencyclidine (PCP) 25
Propoxyphene 300
Level of the positive result for ethyl alcohol 0.04 gr/dl
Illegal Drugs -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-Drugs - Are those which are generally available without a prescription and are
limited to those drugs which are capable of impairing the judgment of an employee to safety
perform the employee's duties.
Prescription Drugs - Are defined as those drugs which are used in the course of medical
treatment and have been prescribed and authorized for use by a licensed practitioner/physician or
dentist.
22.2 If an employee is required to submit to a drug test, the following procedure shall be followed:
a. The employee shall be given an opportunity to confer with a Guild representative if one
is readily available and the employee has requested 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 a Guild representative may be present during this discussion.
c. The Employer may request urine and/or blood samples.
1999-2000 Auburn Police Guild Commissioned Unit
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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 Guild 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 and vials and bags used to transport the specimen shall be sealed
to safeguard their integrity, in the presence of the Employer, employee and the Guild
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 health care 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 chosen
must be agreed to between the Union 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 tests shall be made
available to the Employer and the Guild.
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 at/within the following limits on the GC/MS (gas chromatography/mass
spectrometry) confn-matory test to be considered positive:
If immunoassay is specific for free morphine the initial test level is 25 ng/ml.
Confirmatory Test
Marijuana metabolites 15 ng/ml
Cocaine metabolites 150 ng/ml
Opiates
Morphine 300 ng/ml
Codine 300 ng/ml
Phencyclidine 25 ng/ml
Amphetamines
Amphetamine 500 ng/ml
Methamphetamine 500 ng/ml
h. At the employee's or the Guild's option, a sample of the specimen may be requisitioned
and sent to a laboratory chosen by the Guild for testing. The cost of this test will be paid
by the Guild or the employee. Failure to exercise this option may not be considered as
evidence in an arbitration or other proceeding concerning the drug test or its
consequences. The results of this second test shall be provided to the City.
Page 23
Appendix "A"
STRAIGHT-TIME HOURLY RATE OF PAY
Section 1: Pay Plan January 1, 1999, 3%
CLASSIFICATION HOURLY RATES OF PAY
0-6 Mos 7-18 Mos 19-30 Mos 31-42 Mos 43 Mos & Over
Position Step 1 Step 2 Step 3 Step 4 Step 5
Sergeant
1/1/99 - 12/31/99 $27.27
Police Officer
1/1/99-12/31/99 $18.89 $20.04 $21.21 $22.55 $23.88
2000 PAY PLAN
90% of CPI-W for Seattle/Tacoma/Bremerton (August to August) with a minimum of 3% and a
maximum of 5%.
2001 PAY PLAN
90% Of CPI-W for Seattle/Tacoma/Bremerton (August to August) with a minimum of 3% and a
maximum of 5%.
JULY 1,2001
7/01/01, 1%
Page 24
Appendix "B"
Department Issue - Police Officer:
Four long sleeve uniform winter shirts
Four short sleeve uniform summer shirts
Four pair uniform trousers
One uniform jumpsuit
One baseball style cap
One uniform jacket
One rain coat - yellow
One protective vest
Two clip-on style ties
One "Auburn Police" tie clip
One name plate, metal for uniform shirt
One set of metal shirt buttons
Two "AP" collar insignia
One official badge
One pair shoes - black leather, polished tow and heal. Voucher method up to $85.00
One pair boots - black leather, polished tow and heal. Voucher method up to $125.00
One duty equipment belt
One nylon or leather pants belt
Four belt keepers
One pistol holster
One magazine pouch
One A.S.P. baton with holder
Two pair handcuffs with long key
One double handcuff case or two single cases
One pair black leather gloves
One portable radio holder
One pager holder
One capstun and holder
One flashlight with belt holder
One folding knife with belt holder
One "hazmat" glove holder for duty belt
One whistle
Two metal citation folders (holders)
· One holder for "officers daily log book"
One briefcase - voucher up to $125.00
One riot baton
One riot helmet
One gas mask
One Auburn
Police commission card
One Auburn Police policy/procedure manual
Special equipment is required for officers assigned to these positions. They will be completely outfitted
upon transfer to these specialty assignments.
MOTORCYCLE: BICYCLE:
One motorcycle helmet One bicycle helmet. Snell rating With a cover
One leather motorcycle jacket One "Ultrex" type jacket with lettering and patches
One pair leather gloves One pair "summer" bike tiding gloves
Two pair motorcycle pants One pair "winter" bike tiding gloves
One pair motorcycle boots Two pair "Ultrex" type winter pants
One set of rain clothing One pair "Supplex" type light weight pants
One neck scarf- navy Two pair "Supplex" type bike shorts
Two pair eye protection, (clear Two "CoolMax" type bike uniform shirts with
and sun shade) Patches and lettering
Two pair eye protection (clear and sun shade)
One pair black leather bike shoes
One pair black leather "Gortex" boots
One whistle lanyard
One water bottle - white
K-9 Unit:
One pair boots (voucher method up to $125.00)
Two jumpsuits
Three turtleneck shirts
DETECTIVES:
Officers transferred to the Detective Division receive an annual clothing allowance to purchase and repair
personal clothing items worn for duty which are not issued by the department. Generally, detectives will
wear plain clothes consistent with current community business attire standards. Exceptions to' this could
include the type of assignment or unit supervisor approval.
Upon transfer to the Detective Division, officers will be issued the following equipment:
One "Hidden Adjenda' type raid jacket
One baseball style cap with "POLICE" on front, black with white lettering
One "CoolMax" type raid shirt - black with white lettering
One concealed carry holster for duty pistol
One concealed carry handcuff case
One concealed carry uniform badge holder
One or two concealed carry magazine holder(s)
EMERGENCY SERVICE UNIT:
Officers assigned to the Valley E.S.U. will be issued the equipment and clothing required
for that unit. An equipment and clothing list is as follows:
One set green woodland camo uniform with hat
One set subdued urban gray camo uniform with hat
One 2" nylon pants belt/One paid boots, black (voucher of up to $150.00)
One paid high top soft shoes, black (voucher of up to $70.00)
One fire resistant baklava (hood)
One set "Cortex" type inner rain gear (top and bottom)
One ballistic helmet, with cover
One "Type 4" ballistic body armor, per requirements
One Load Bearing equipment vest, black
One pair "frisker" type cut resistant gloves, black
One pair padded rappel gloves, V2 finger, black
One set elbow and knees pads, black per requirements
One pair clear eye protection (goggles or impact resistant glasses)
One holster for E.S.U. issue pistol
One radio, radio holder, ear piece with P.T.T. system
One canteen with holder
One door stop
One nylon strap, 1" x 10"
One 20" piece of para-cord nylon rope
One 4" x 6" pocket mirror
One weather proof note pad
One set ear protection
One fixed blade utility knife
One 7 x 35 miniature binocular
One package of camo face paint, multi-color
One "individual" pocket first-aid pack
One large deployment/equipment bag
CIVIL DISTURBANCE UNIT:
Officers assigned to the C .D.U. will be supplied with the following equipment if it has not been issued
prior.
Helmet with face shield
Gas mask with carrier
Riot Baton
Five (5) "flex cuffs"
Hand pads
Forearm pads
Knee pads
Shin guards
Mouth guards
Woodland Green Camo B .D.U. (Top & Pants) if assigned to perimeter unit detail
One package of camo face paint, multi-color
Canteen with carrier
Large equipment carry bag
UNIFORM AND EOU1PMENT COMMITTEE:
Selection of the Uniform/Equipment Committee - a representative form Patrol, Detectives, Sergeants and
a representative from the administration will comprise the committee. The committee will meet on an "as
needed" basis or at least once per year.
A uniform and equipment committee is established to periodically review the department issue equipment
and uniforms. The committee will be responsible for reviewing requests for changes to the
equipment/uniform list(s) for general patrol and making recommendations for changes. 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 replacement will be completed as soon as
reasonably possible. The department will designate the uniform/equipment supplier, including "voucher"
items. Specialty units may utilize specialty outlets/sources for some equipment needs.
1999-2001 Auburn Police Guild commissioned Unit
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i. The employee and the Guild shall be informed of the results of all tests, and provided
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 confro-ned 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 years and records of
all negative tests for at least one year.
22.4 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.
ARTICLE 23 - DURATION
23.1 This agreement shall become effective on January 1, 1999 until December 31,2001. Either party
may reopen the issues of the existence, classification and compensation of Corporals after July 1,
1998.
Signed this.~/d day of ~ ,1999 at Auburn, Washington.
CITY OF AUBURN AUBURN POLICE GUILD
Approved As To Form:
City Attomey