HomeMy WebLinkAbout5331 ORDINANCE NO. 5 3 3 1
AN ORDINANCE OF THE CITY COUNCIL OF THE CITY OF AUBURN, KING
COUNTY, WASHINGTON, APPROVING THE COLLECTIVE BARGAINING
AGREEMENT BETWEEN THE CITY AND THE NON-COMMISSIONED UNIT,
INTERNATIONAL ASSOCIATION OF MACHINISTS AND AEROSPACE
WORKERS DISTRICT LODGE 160 FOR 1999 - 2001.
WHEREAS, this Agreement is between the City of Auburn and the Non-
Commissioned Unit, International Association of Machinist and Aerospace
Workers District Lodge 160 for purposes of setting forth the mutual
understanding of the parties as to conditions of employment for those
employees for whom the City recognizes the Union as the collective bargaining
representative; and
WHEREAS, the City recognizes the Union as the exclusive bargaining
representative for all employees designated by the classifications set forth in
Appendix "A" and as certified by the Public Employees Relations Commission
Case No.7784-E-89-13217, February, 1989, excluding confidential employees,
supervisors and all other employees; and.
WHEREAS, after review and approval of the Collective Bargaining
Agreement with Non-Commissioned Unit, International Association of ·
Machinists and Aerospace Workers District Lodge No. 160, January 1, 1999 -
December 31,2001.
Ordinance No. 5331
December 15, 1999
Page 1
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 Non-
Commissioned Unit, International Association of Machinists and Aerospace
Workers District Lodge 160, for 1999 - 2001.
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: Dece.,zt:~z 20, 1999
PASSED: Dece. Trt:~ 20, 1999
APPROVED: Dec~ 20, 1999
CHARLES A. BOOTH
MAYOR
Ordinance No. 5331
December 15, 1999
Page 2
ATTEST:
Da~n~lle E. E;skam,
City Clerk
APPROVED AS TO FORM:
Michael J. Reynolds,
City Attorney
PUBLISHED:
Ordinance No. 5331
December 15, 1999
Page 3
FINAL AGREEMENT
NON-COMMISSIONED UNIT
BY AND BETWEEN
CITY OF AUBURN
AND
INTERNATIONAL ASSOCIATION OF MACHINISTS
AND AEROSPACE WORKERS
DISTRICT LODGE NO. 160
1999 -2001
AGREEMENT
NON-COMMISSIONED UNIT
· BY AND BETWEEN
CITY OF AUBURN
AND
INTERNATIONAL ASSOCIATION OF MACHINISTS
AND AEROSPACE WORKERS
DISTRICT LODGE NO. 160
January 1, 1999 - December 31,2001
PREAMBLE
This agreement is between the City of Aubum (hereinafier called the "City") and the
International Association of Machinists and Aerospace Workers, district Lodge No. 160,
(hereinafier called "Union") 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
Union as the collective bargaining representative.
Effective: January 1, 1999.
TABLE OF CONTENTS
PREAMBLE PAGE
ARTICLE 1 - RECOGNITION AND BARGAINING UNIT 1
Section 1 1
Section 2 1
ARTICLE 2 - UNION MEMBERSHIP 1
Section 1 1
Section 2 2
Section 3 Payroll Deduction for Union Dues 2
Section 4 Political Endorsements 2
ARTICLE 3 -UNION 'REPRESENTATION: ACCESS TO EMPLOYEES 2
Section 1 2
Section 2 2
Section 3 3
ARTICLE 4 - NONDISCRIMINATION 3
ARTICLE 5 - HOURS OF WORK AND OVERTIME 3
Section 1 3
Section 2 3
Section 3 Compensatory Time 4
Section 4 Callback 4
Section 5 4
Section 6 4
Section 7 Cancellation of Court Appearance 5
ARTICLE 6 - CLASSIFICATIONS AND SALARIES 5
Section 1 5
Section 2 5
Section 3 5
Section 4 6
Section 5 Specialist Supervisor 6
Section 6 Lateral Entry 6
ARTICLE 7 - HOLIDAYS 6
Section 1 6
Section 2 6
Section 3 6
Section 4 7
Section 5 7
Section 6 7
ARTICLE 8 - VACATIONS 7
Section 1 7
Section 2 8
Section 3 8
Section 4 8
ARTICLE 9 - HEALTH AND WELFARE 8
ARTICLE 10 - PENSIONS 9
ARTICLE 11 - JURY DUTY 9
ARTICLE 12 - SICK, DISABILITY, BEREAVEMENT, AND EMERGENCY LEAVE 10
Section 1 10
Section 2 10
Section 3 10
Section 4 10
Section 5 10
Section 6 10
Section 7 12
Section 8 12
Section 9 12
Section 10 12
Section 11 13
Section 12 Leave for Union Business 13
ARTICLE 13 - UNIFORM ALLOWANCE 13
ARTICLE 14 - EMPLOYMENT PRACTICES 14
Section 1 Layoff 14
Section 2 Seniority 14
Section 3 Working Out of Classification 14
Section 4 Out of Classification - Police Specialists 14
Section 5 Subcontracting 14
Section 6 New Technology 14
Section 7 Drag Tests 15
Section 8 Military Leave 15
Section 9 Lie Detector Test 15
Section 10 Probationary Employee 15
Section 11 Liability coverage 15
ARTICLE 15 - MANAGEMENT RIGHTS 15
Section I direction of Workforce 15
Section 2 City rules and Regulation 16
Section 3 Application of Policies and Procedures 16
ARTICLE 16 - GRIEVANCE PROCEDURE 16
Section 1 16
Section 2 16
Section 3 17
ARTICLE 17 - STRIKES OR LOCKOUTS 18
ARTICLE 18 - BULLETIN BOARDS 18
ARTICLE 19 - LEGALITY OF NEGOTIATED AGREEMENT 18
ARTICLE 20 - ENTIRE AGREEMENT 19
ARTICLE 21 - RETENTION OF BENEFITS 19
ARTICLE 22 - INVESTIGATIONS, INTERROGATIONS, AND APPLICATION OF DISCIPLINE
Employee Protection 20
Application of Discipline 20
Investigations and Interrogations 20
ARTICLE 23 - TERMS OF AGREEMENT 21
APPENDIX A - STRAIGHT-TIME HOURLY RATE OF PAY 22
Section 1 Pay Plan 1/1/99 through 12/31/99 22
Section 2 Pay Plan 1/1/00 through 12/31/00 23
Section 3 Pay Plan 1/1/01 through 12/31/01 23
APPENDIX B - QUARTERMASTER SYSTEM LIST OF UNIFORMS ITEMS/EQUIPMENT 24
SIGNATURE PAGE 26
1999 - 2001 Non-Commissioned Unit Contract
Page 1
Article I
RECOGNITION AND BARGAINING UNIT
Section 1. The City recognizes the Union as the exclusive bargaining representative for all
employees designated by the classifications set forth in Appendix "A" and as certified by the
Public Employment Relations Commission Case No. 7784-E-89-1327, February, 1989,
excluding confidential employees, supervisors and all other employees.
Section 2.
Full Time employees: Full time employee means any employee who regularly works 40
(40) hours or more per week for more than (4) consecutive calendar months in a calendar
year.
Pan Time Regular Employees Pan-time regular employee is an employee who regularly
works less than forty (40) hours per week, but not less than twenty (20) hours per week,
for more than four (4) consecutive calendar months in a calendar year. Such employees
shall accrue vacation, sick leave and holiday benefits in the direct ratio that their regular
work hours bears to forty (40) hours per week.
All employees doing bargaining unit work must be members under one of the above
classification. This provision shall not include temporary or occasional workers providing no
more than 600 hours are worked by these two groups per year.
Note: Salary step advancement for pan-time employees shall be based upon completed months
of service as set forth in Appendix "A".
Article 2
UNION MEMBERSHIP
Section 1. All full time employees covered by this Agreement shall become members of the
Union within thirty-one (3 1 ) days from the date of employment, whichever is later, and shall
remain members of the Union in good standing as a condition of continued employment.
For the purposes of this section, membership in the Union shall be deemed to have been
maintained if the employee has not failed to tender his normal monthly dues and/or initiation fee
for an accumulative period of two (2) months.
1999 - 2001 Non-Commissioned Unit Contract
Page 2
Regarding regular part-time employees, it is acknowledged that the Union will determine the
proportion of the regular monthly dues payable to the Union by such employees, after
considering the ratio that their regular work hours bears to forty (40) hours per week.
Section 2. Failure by an employee to abide by the above provisions shall constitute a cause for
discharge of such employee provided that when an employee fails to fulfill the above obligation,
the Union shall provide the employee and the City thirty (30) days notification in writing of the
Union'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.
Section 3. PAYROLL DEDUCTION FOR UNION DUES. The City agrees to deduct monthly
dues required of the employees in the bargaining unit who voluntarily execute a wage
assignment authorization form. The City will deposit such dues with Intemational Association
of Machinists and Aerospace Workers, District Lodge 160, IAM&AW, 9135 - 15th Place South,
Seattle, Washington, 98108. Upon issuance and transmission of such dues and initiation fees to
the Union, the City's responsibility shall cease with the respect to such deductions. The Union
and each employee authorizing the assignment of wages for payment of Union dues hereby
undertake to indemnify and hold the City harmless from all claims, demands, suits or other forms
of liability that may arise against the City for or on account of any deduction made by the wages
of such employee.
Section 4. POLITICAL ENDORSEMENTS. By remitting dues to the Union, the City does not
thereby endorse any expenditure, political or otherwise, made by the Union.
Article 3
UNION REPRESENTATION ACCESS TO EMPLOYEES
Section 1. The Business Representative of the Union shall be allowed access to all facilities of
the City wherein the employees covered under this contract may be working for the purposes of
investigating grievances, provided such Representative or steward does not interfere with the
normal work processes. No Union member or officer shall conduct any Union business on City
time and no Union meetings will be held on City time or premises unless authorized by the Chief
of Police. Off-duty meetings may be scheduled and held on City premises.
Section 2. The City agrees that employees covered by this Agreement shall not be discharged or
discriminated against for upholding Union principles or for performing duties authorized by the
Union so long as these activities do not interfere with normal work processes of the City.
1999 - 2001 Non-Commissioned Unit Contract
Page 3
Section 3. The employer will attempt to allow such members of the Union as may be designated
by the Union not to exceed three (3), leave from duty without loss of pay for the purposes of
direct participation as members of the Union negotiating team in labor negotiations with the City
of Auburn including mediation.
Note: Chief retains right not to allow three (3) based on Department staffing needs.
Article 4
NONDISCRIMINATION
It is mutually agreed that there shall be no discrimination because of race, creed, color, religion,
sex, age, marital status, national origin or physical, mental or sensory handicaps that do not
prevent proper performance of the job, unless based upon a bonafide occupational qualification.
The Union, employees and management representatives shall work cooperatively to assure the
achievement of equal employment opportunity. Furthermore, employees who feel they have
been discriminated against shall be encouraged to use the grievance procedure set up under this
Agreement prior to seeking relief through other channels. Grievances under this Article shall not
be subject to step four of the grievance procedure (arbitration).
Article 5
HOURS OF WORK AND OVERTIME
Section 1. 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 up to ten (10) hours
inclusive of the lunch period.
Section 2. Except as otherwise provided in this Article, employees shall be paid at the rate of
time and one-half of their hourly base rate for:
A. All hours worked outside the regularly assigned shift in any one day;
B. All hours worked on a scheduled day off as a result of a rescheduled holiday;
C. The hours worked on the first and last day of a changed shift unless written notice
no less than seven (7) calendar days in advance of the shift change from the
employee's regular shift is given to the employee, or if the employee only works
one (1) day, without prior notice
1999 - 2001 Non-Commissioned Unit Contract
Page 4
All overtime must be authorized by the Chief of Police or his designee. In all cases in computing
overtime, the nearest one-quarter hours shall be used.
Section 3. COMPENSATORY TIME. Payment for authorized overtime hours worked shall be
pay or compensatory time at the employee's option to be exercised at the time earned.
Compensatory time shall be eamed and accumulated at the rate of one and one-half hours for
each overtime hour worked; provided that the maximum allowable accrued shall be 120 hours of
compensation.
All compensatory time accumulated by an employee in excess of forty (40) hours as of the 30th
of November each year shall be paid at the employee's then current rate of pay at the first payday
of December. At the option of the employee, any or all the remaining forty (40) hours or
accumulated compensatory time shall be carded past the 30th of November.
Section 4. CALLBACK. If an employee is called back to duty or is scheduled for court during
off hours, he/she will be guaranteed a minimum of three (3) hours at one and one-half times
his/her hourly base rate except where such attendance is an extension of the end of his/her
regularly scheduled shift at which time normal overtime procedures will apply.
Section 5. Employees formally placed on standby status shall be compensated on the basis of (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, which ever is greater.
The employer will pay for all hours from the time employees leave the Auburn Police
Department to the time they return to the Auburn Police Department for all court duty outside the
city limits.
Section 6. Unless otherwise required by the Fair Labor Standards Act (FLSA), the employee
agrees to waive any overtime compensation due as a result of the employee's attendance at any
Washington State Law Enforcement Training Commission's Basic School or other authorized
training programs.. Compensation for off-duty attendance at authorized training programs shall
be agreed upon in advance between the employee and the police administration, in accordance
with the following guidelines:
A. Employee shall not be paid for travel time;
1999 - 2001 Non-Commissioned Unit Contract
Page 5
B. Employee shall be paid time and one-half for training required by the employer
and in session beyond' eight (8) hours in one day.
C. Employee shall waiver any compensation for voluntary training programs.
D. TRAINING. The Employer agrees to provide a minimum of twenty (20) hours of
job-related training per calendar year.
Section 7. CANCELLATION OF COURT APPEARANCE. When an employee complies with
all departmental procedures on the day prior to a court appearance, and is notified on the 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 canceled.
Article 6
CLASSIFICATION AND SALARIES
Section 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
considered a part of this Agreement. Paydays for employees covered by this Agreement shall be
on the 8th and 23rd of each month. Paychecks will be made available to employees on these dates
no later than 7:00 a.m.
Section 2. 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.
Section 3. Effective January 1, 1986, 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:
LONGEVITY PAY SCHEDULE
5 Years .............2.0%
8 Years .............3.5%
11 Years ............5.0%
14 Years ............6.5%
17 Years ............8.0%
1999 - 2001 Non-Commissioned Unit Contract
Page 6
Section 4. Employees assigned to training will be paid an additional two- percent (2%) of the
employee's base pay for that period of time actually engaged in training.
Section 5. PSS Supervisor. Effective January 1, 2000, the City will create a Police Service
Specialist Supervisor Position.
Section 6. Lateral Entry. Employees who have two years of full time corrections experience, as
determined by the Employer, within four years of applying with the City of Aubum, shall start
at Step 2 of the Corrections Officer pay scale.
Article 7
HOLIDAYS
Section 1. The following eleven (11) days are designated as Holidays:
New Year's Day Veteran's Day
Washington's Birthday Thanksgiving Day
Memorial Day Day After Thanksgiving
Independence Day Christmas Day
Labor Day Floating Holidays (2)
Martin Luther King Day
Section 2. An employee who is required to work on an observed holiday as set forth in Section
7.1 shall elect to either be compensated at the rate of two and one half(2 ½) times the
employee's regular hourly rate of pay for each hour worked to cover the holiday schedule
inclusive of holiday pay or shall receive one and one-half times their hourly base rate for hours
worked and shall receive a day off in lieu of that holiday worked at a time which is mutually
agreeable to the employee and the Chief of Police. Hours worked in excess of an eight (8) hour
shift on a holiday shall be compensated at time and one-half. Employees may accrue holiday
overtime as comp time as provided under Article 5, Section 3.
Section 3. For employees assigned to rotating shifts, the designated holidays shall be:
New Year's Day January 1
Martin Luther King Day Third Monday in January
Washington's Birthday Third Monday in February
Memorial Day Last Monday in May
1999 - 2001 Non-Commissioned Unit Contract
Page 7
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 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 on a Saturday, the
preceding Friday shall be the recognized holiday.
Section 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.
Management will make a reasonable effort to accommodate the employee's request to take a
floating holiday, after considering the operational needs of the Police Department. Early request
(i.e., more than sixty (60) days prior to the date requested) will be acted upon by the Chief or his
designee within thirty (30) days of the date the initial request is made.
Section 5. Employees terminating service after service after completion of probation, other than
for just cause, shall receive compensation for vested unused holiday time. One floater will be
earned prior to July 1st and one floater will be earned after July 1st.
Section 6. Any employee who works the following listed holidays shall be paid triple his/her
base rate, or may elect to be paid double his/her base rate in addition to receiving a day off in
lieu of that holiday:
1. Thanksgiving Day
2. Christmas Day
Article 8
VACATIONS
Section 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 with the City; for continuous service of more than one (1) year, vacation leave
credit shall accrue at the following rate:
1999 - 2001 Non-Commissioned Unit Contract
Page 8
0-1 year of continuous service 1 working day per month
1-5 years of continuous service 14 working days per year
6-10 years of continuous service 17 working days per year
11-15 years of continuous service 20 working days per year
16-20 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.
Section 2. Normally, vacation leave must be taken within the calendar year next succeeding the
year in which vacation leave credits are earned. Each full time and regular pan-time employee
of the City shall be entitled to accumulate unused vacation leave not to exceed a maximum of
two (2) year's annual vacation leave. All vacation leave shall be taken at a time mutually
agreeable between the employee and the Police Chief.
Section 3. Primary selection of vacation leave shall be made by January 1st of each calendar
year. Secondary selection of vacation leave shall be made by June 1. Seniority within the
employee's classification in either case shall be given preferences when selections cannot
otherwise be made on a voluntary basis.
Section 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 vacation leave earned in the preceding year and in the current year and
not taken prior to the death of such employees.
Article 9
HEALTH AND WELFARE
A health care, dental care, orthodontics and life insurance program shall be granted to eligible
full time employees and their dependents. Said programs and arrangements shall consist of:
1. Association of Washington Cities/Washington Physicians Service/King County
Medical Blue Shield Medical Plan B with City paying premiums for employees
and eligible dependents for calendar years 1999, 2000, and 2001.
Each employee shall pay $10.00 per month toward the cost of medical
insurance. The remaining premiums shall be paid by the City.
1999 - 2001 Non-Commissioned Unit Contract
Page 9
2.. Group Health with the City paying premium up to amount City would pay if
employee selected AWC Plan B.
3. Washington Dental Service, Plan F, or Northwest IAM Benefit Trust Dental Plan
#125. (It is understood between the parties that the Union and/or Employee is
responsible for any difference in premium between the WDS Plan F and Benefit
Trust Dental Plan.);
4. Western Vision Eye Care;
5. States Life Insurance for $5,000; and
6. Association of Washington Cities Orthodontics.
The City shall provide additional workers' compensation premiums now paid by police service
specialists who perform matron duties on occasion.
The Union and current employees agree to the City's tobacco use policy as it currently exists or
is hereafter amended during the term of this Agreement.
Note: Great West Prescription Drug coverage dropped as of 2/1/93 and additional 2% added into
base pay as of 2/1/93.
Article 10
PENSIONS
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 11
JURY DUTY
Time off with pay will be granted for jury duty. Pay for jury duty shall be returned to the City
upon receipt.
In order for the employee to receive his/her regular rate of pay while serving on jury duty, 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. If the employee is scheduled for jury
duty and is not needed for all or a major part of the employee' s regularly scheduled shift, the
employee will be on the honor system to advise his supervisor of his status.
1999 - 2001 Non-Commissioned Unit Contract
Page 10
Article 12
SICK, DISABILITY. BEREAVEMENT, EMERGENCY, AND UNION LEAVE
Section 1. Sick leave credit shall accumulate for eligible employees at the rate of one (1) day,
i.e., 8 hours, per month. Sick leave is accumulated or cumulative to a maximum of one hundred-
twenty (120) days, i.e., 960 hours, except as provided in Section 9 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.
Section 2. A verifying statement of the employee's physician may be requested by the Chief of
Police or his designee, at his option, whenever an employee claims sick leave after the fourth
Claim in any calendar year or when the employee is absent for three (3) days or longer.
Section 3. Employees incapacitated by illness or injury shall notify the Chief of Police or his
designee, as far in advance as possible before he/she is to report to duty. During periods of
extended illness, employees shall keep the Chief of Police or his designee informed as to their
progress and potential date of return to work.
Section 4. Employees shall be allowed up to three (3) days leave with pay for death in the
immediate family upon approval of the department head. Immediate family includes only the
father or father-in-law, mother or mother-in-law, spouse, brother, sister, children or
grandchildren and grandparents of the employee. Sick leave will be charged if the employee is
off the job exceeding three days.
Section 5. An employee shall be allowed use of sick leave for the care of dependent children
under the age of eighteen (18) requiring his/her presence, upon approval of the Chief of Police or
'his designee.
A. For the actual time during an employee's regularly scheduled shift that the
employee must attend to the immediate needs of the dependent child;
B. An employee is expected to retum to work as soon as he/she can be relieved or is
no longer needed.
C. In any incident of family illness/injury the employee may be required to furnish a
doctor's certificate stating what the illness/injury is and that the employee's
presence is required.
Section 6. 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:
1999 - 2001 Non-Commissioned Unit Contract
Page 11
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 newborn 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 when it is to
begin (14 days notice for 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 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.
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 workweeks 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
person serious health condition. Certification and/or second or third options 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 return 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
1999 - 2001 Non-Commissioned Unit Contact
Page 12
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 operations.
Section 7. Upon certification of disability retirement, death or termination in 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 Years of Service Percent of Accrued Unused Sick Leave
0 - 4 years 0% (exception 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 1/1/93 shall not be eligible to receive any cash payment for accrued sick
leave at separation of employment for any reason. Upon certification of death of the employee,
the employee's estate shall be paid 25% of the accrued, unused sick leave balance of the
deceased employee.
Section 8. 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.
Section 9. In order to provide an incentive for using sick leave only as necessary, members of
the unit shall be entitled to bonus days off for non-use of sick leave during a calendar year.
Employees who use no sick leave in a calendar year shall be entitled to two (2) bonus days off in
the following year. Employees who use up to sixteen hours sick leave in a calendar year shall be
entitled to one (1) bonus day off. Use of bonus days shall not affect sick leave balances.
Section 10. When an employee suffers an injury sustained from an act of violence peculiar to the
duties and responsibilities of police support employees and is disabled as the proximate result of
that on-the-job injury as covered by Workers' Compensation and Industrial Insurance the City
shall compensate the affected employee for the difference between his Workers' Compensation
and Industrial Insurance entitlement and his/her regular basic salary - to the extent not covered
1999 - 2001 Non-Commissioned Unit Contract
Page 13
by sick and vacation leave accruals - for a period not to exceed six (6) months from the initial
injury or the termination of the disability, whichever comes first. To accomplish this, the City
shall pay the employees his/her regular salary for said period and the employee shall receipt to
the City all time loss payments received from Worker's Compensation and Industrial Insurance.
Section 11. The City shall pay a $5,000 death benefit to the estate of a non-commissioned
employee in the bargaining unit who is killed in the line of duty. Such payment shall be for
funeral and related expenses.
Section 12. LEAVE FOR UNION BUSINESS. Employees shall be granted time off with
approval of the Chief of Police or his designees without pay to attend Union functions approved
by the District.
Article 13
UNIFORM ALLOWANCE
Employees hired on or after January 1, 1994 will be on the quartermaster system and will be
issued their full compliment of uniforms/equipment according to the list of agreed upon items
attached to this agreement as Appendix B.
All other employees will receive a uniform allowance of $375.00 for 1996 to purchase uniform
items attached to this agreement as Appendix B for conversion to the Quartermaster system
effective January 1997.
Effective January 1, 1996, all employees on the Quartermaster system will be entitled to have up
to four items cleaned per week.
Effective January 1, 1997, all uniforms/equipment revert to the ownership of the City.
The purpose of the cash allowance is to buy and/or repair any equipment or clothing required by
the City which is not furnished by the City.
At the option of the employee, the allowance will be paid to the employee under either of the
following circumstances:
A. Upon the submission of a voucher to the Chief of Police for approval, signed by
the employee, the total allowance shall be paid by check issued to the employee,
OR,
B. The allowance will be paid when the employee presents a receipt for items
purchased to the Chief of Police.
1999 - 2001 Non-Commissioned Unit Contract
Page 14
For regular part-time employees, the City shall provide required uniforms when the employee is
hired. Thereafter, the City shall replace required uniforms on an as needed basis, as determined
by the Police Chief or his designee.
Article 14
EMPLOYMENT PRACTICES
Section 1. LAYOFF. Personnel reductions through layoff procedures and reinstatement from
such layoffs shall be based upon seniority by classification, with last hired to be first laid off. A
laid off employee shall be eligible for re-hire for a period of one (1) year after (1) year of service
and two (2) years after two (2) or more years of service. An employee who is recalled to work
after layoff shall be re-employed in the same position, and at the same step in the salary range,
which he occupied at the time of layoff. Recalled employees will retain the same seniority that
they held at the time of layoff.
Section 2. SENIORITY. Whenever employees are appointed to a classification effective the
same date, seniority shall be established by the earliest date of hire with the City.
Section 3 WORKING OUT OF CLASSIFICATION. Any employee who is assigned to perform
the duties of a higher paying classification by the appropriate authority will be compensated for
actual hours worked in the performance of such duties at the higher rate of pay. A minimum of
four (4) hours at that higher rate when the work performed is more than four (4) hours in
duration, such pay, once four (4) hours is reached, shall be for the entire shift.
(Provide six (6) month probationary period for promoted or transferred employees)
Section 4. OUT OF CLASSIFICATION - POLICE SPECIALISTS. In the event the Police
Specialists are required to administer to prisoners, such Police Specialists shall be paid at the pay
rate of the Correctional Officer's classification commensurate with the Police Specialist's time in
service for actual hours worked in the performance of such duties. Compensation will be a
minimum of one (1) hour at that higher rate when the work performed is one (1) hour or less in
duration or the actual hours worked, whichever is greater.
Section 5. SUBCONTRACTING. In the event the City lays off a regular full time employee
and decides to subcontract the majority of that work the employee was doing (during the period
the employee retains layoff rights), the laid off employee will be given the opportunity to accept
a position with the subcontractor, if possible, with no loss in wages. Notification and placement
will be agreed upon between Union and City. If the laid off employee rejects the opportunity
when given, such employee's rights under this provision shall cease.
1999 - 2001 Non-Commissioned Unit Contract
Page 15
Section 6. NEW TECHNOLOGY. If an employee is placed on layoff status due to new
technology and a subsequent job opening occurs within the bargaining unit in that classification
(or in a new classification created by such new technology), the laid off employee that qualifies
for such job shall be given first consideration. Such recall rights shall be limited to the time
frames set forth in Section 1 herein.
Section 7. DRUG TEST. No employee shall be required to take or be subjected to any random
alcohol or drug testing as a condition of continued employment, except for reasonable cause or
when otherwise allowed by law or any courts of competent jurisdiction. The Union shall
cooperate with the City in fulfilling its obligations to comply with the Drug Free Workplace Act
of 1988 and acknowledges the City's right to implement reasonable policies to assure
compliance. Any employee disciplined or discharged for violation of such police shall have the
right to appeal such action through the grievance procedures.
Section 8. MILITARY LEAVE. An employee who is a member of the Washington National
Guard or a Federal Reserve Military Unit is entitled to leave from his/her duties with full pay for
up to fifteen (15) continuous days each calendar year for official military duty in accordance
with RCW 38.40.060. Such leaves are in addition to any other leave or vacation benefits.
Section 9. LIE DETECTOR TESTS. No employee shall be required to take or be subjected to
any lie detector tests as a condition of continued employment.
Section 10. PROBATIONARY EMPLOYEES. All new employees shall serve a probationary
period of twelve (12) months. The union may not question the discipline or dismissal of any
probationary employee nor shall the dismissal be the subject of a grievance.
The probationary period for employees being transferred/promoted to another position in the
bargaining unit shall be six (6) months. If an employee's performance in the new position is
found to be unacceptable, the employee shall be returned to the position from which the
employee was promoted or transferred if an opening exists.
Section 11. LIABILITY COVERAGE. The City will continue to provide liability coverage
consistent with the terms of the City's insurance policies and/or any self-insurance program
maintained by the City.
Article 15
MANAGEMENT RIGHTS
Section 1. DIRECTION OF WORKFORCE. The Union recognizes the prerogative of the City
to operate and manage its affairs in all respects in accordance with its lawful mandate, and the
powers of authority, which the City has not specifically abridged, delegated, or modified by this
1999 - 2001 Non-Commissioned Unit Contract
Page 16
Agreement are retained by the City, including but not limited to the right to contact services of
any and all types. The direction of its working force is vested exclusively in the City. This shall
include, but not be limited to, the rights to (a) direct employees; (b) hire, promote, transfer,
assign and train employees; (c) suspend, demote, discharge, or take disciplinary action against
employees for just cause; (d) relieve employees from duty because of lack of work or other
legitimate reasons; (e) maintain the efficiency of the operation entrusted to the City, (f)
determine methods, means, work schedules and personnel by which such operations are to be
conducted; (g) control the departmental budget and (h) take any actions necessary in conditions
of emergency regardless of prior commitments, to carry out the mission of the agency; provided,
however, that items (a) through (h) shall be consistent with City ordinances, personnel policies
and procedures, and may be limited by the terms ofthis'Agreement.
Section 2. CITY RULES AND REGULATIONS. The City shall have the right to make such
reasonable direction, rules and regulations as may be deemed necessary by the City for the
conduct and the management of the affairs of the City, and the Union agrees that the employees
shall be bound by and obey such directions, rules, ant the regulations insofar as the same do not
conflict
Section 3. APPLICATION OF POLICIES AND PROCEDURES. Rules and regulations shall
be made available by the City in writing to all employees. Formal disciplinary action against an
employee for violation of police department policies and procedures may be subject to the
grievance procedure.
Article 16
GRIEVANCE PROCEDURE
Section 1. For the purpose of the Agreement, the term "grievance" means any dispute between
the Employer and the Union conceming an alleged breach or violation of this Agreement.
Step 1. An 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 Union and employee shall process the
grievance to Step 2 of the Grievance Procedure contained herein within five (5) days of the
meeting with the employee's immediate supervisor.
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 the Union representative 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
1999 - 2001 Non-Commissioned Unit Contract
Page 17
on the matter in writing within ten (10) working days from such meeting. Copies of the Chiefs
decision will be furnished the aggrieved, the Union representative and the Mayor.
Step 3. A 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 heating.
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 ten (10) working days. The parties shall mutually select a disinterested third party
to serve as Arbitrator. In the event the Employer and Union 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 order of elimination
shall be determined by flip of coin. The request to AAA shall state the issue to be decided. 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 determine compliance with the specific
terms of the Agreement and shall not have jurisdiction to add to, detract from, or alter in any
way, the provisions of this Agreement. The decision within the jurisdiction of the Arbitrator
shall be final and binding upon both parties. The expense and fees incumbent to the services of
the Arbitrator shall be borne by the losing party. In the event the losing party cannot be readily
determined, the Arbitrator shall decide.
Utilization of the grievance procedure (including arbitration) by the Union or any employee shall
constitute an election of remedies and a waiver of any and all fights by the appealing employee,
Union and all persons it represents to litigate or otherwise contest the appealed subject matter in
any court or other available forum. Likewise, litigation or other contest of the subject matter in
any court or other contest of the subject matter in any court or other available forum shall
constitute an election of remedies and a waiver of the fight to arbitrate the matter.
Section 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.
If the Union steward or employee contacts the employee's supervisor within the Step 1 time
flames and orally identifies an issue as a grievance, the grievance shall be considered timely.
The Union or employee shall reduce such grievance to writing as soon thereafter as possible, if
the issue is not resolved.
Section 3. Any grievance that involves or affects a significant portion of the employees in the
bargaining unit may be introduced by the Union in written form to the Chief of Police as set forth
in Step 2 of the grievance procedure, and processed as set forth therefrom
1999 - 2001 Non-Commissioned Unit Contract
Page 18
Article 17
STR/KES OR LOCKOUTS
During the term of this Agreement, neither the Union nor any employee shall cause, engage in,
sanction, encourage, direct, request, or assist in a slow-down, work stoppage, interruption of
work strike of any kind, including a sympathy strike, refusal to perform any customarily assigned
duties, sick leave absence which is not bona fide, or other interference with City functions by
employees under this Agreement, against the City.
The Union and its representatives will undertake every reasonable measure to prevent and/or
terminate all such strikes, slow-downs, or stoppage of work. Any concerted action by any
employee shall be deemed a work stoppage if any of the above activities have occurred.
The City may discipline or discharge any employee who violates this Article. This remedy shall
not be exclusive of any other remedy available to the City. The sole question which may be
processed through the grievance and arbitration procedure in the event of discipline or discharge
for violation of this Article is whether in fact the employee did violate this Article. During the
term of this Agreement, the City shall not cause, permit or engage in any lockout of its
employees. The employee, Union and City shall comply with applicable State Law pertaining to
strikes or lockouts.
Article 18
BULLETIN BOARDS
The City shall permit the reasonable and lawful use of bulletin boards by the Union for the
posting of notices relating to official Union business.
Article 19
LEGALITY OF NEGOTIATED AGREEMENT
Should any term or provision of this Agreement be in conflict with any State or Federal statute or
other applicable law or regulation binding upon the Employer, such law or regulation shall
prevail. In such event, however, the remaining terms and provisions of this Agreement will
continue to full force and effect. No City ordinance or resolution shall modify or change any
Article of this Agreement during the life of this Agreement.
1999 - 2001 Non-Commissioned Unit Contract
Page 19
If any Article or Section of this Agreement shall be held invalid by operation of law or by any
tribunal of competent jurisdiction, or if compliance with or enforcement of any Article or Section
shall be restrained by such tribunal, the remainder of this Agreement shall not be affected
thereby, and the parties shall enter into immediate collective negotiations for the purpose of
arriving at a mutually satisfactory replacement for such Article or Section
Article 20
ENTIRE AGREEMENT
The Agreement expressed herein in writing constitutes the entire Agreement between the parties
and no oral statement shall add to or supersede any of its provisions. However, additions,
deletions or modifications to this Agreement may be made during its term by mutual agreement
of the parties. Such agreements shall be supplemental to this agreement, signed and dated by
both parties.
Article 21
RETENTION OF BENEFITS
This Agreement shall not operate to reduce any benefits not specified in this Agreement which
are currently enjoyed by any of the employees in the bargaining unit, i.e.:
1. Less than one (1) full day's compensatory time off may be taken with verbal
approval of the Shift Commander or Unit Commander.
2. Availability to the Chief of Police or other administrative personnel by an
individual employee, under appropriate circumstances, need not follow chain of
command.
3. Direct access to the Chief of Police or other administrative personnel by the
Union representatives shall be permitted to discuss employer-employee problems
with the chain of command.
1999 - 2001 Non-Commissioned Unit Contract
Page 20
Article 22
INVESTIGATIONS. INTERROGATIONS AND APPLICATION OF DISCIPLINE
Employees subject to investigation of alleged wrongdoing will be notified in writing of the
outcome of the investigation and finding within 48 hours after completion of such investigation
and finding.
Employee Protection. All employees within the bargaining unit shall be entitled to the following
protection which shall be consistent with the policies and procedures of the City of Auburn. The
wide ranging powers and duties given to the employer and employees involve then in all manner
of contracts and relationships with the public and other City of Auburn employees.
Application of Discipline. Any formal discipline of employees shall be applied by Chief of
Police or his designees. Discipline shall include, but not necessarily be limited to oral warnings,
written warnings, suspensions, demotions or discharge for just cause. No employee covered by
this Agreement shall formally discipline another employee, except an employee in the bargaining
unit who is formally vested with such authority by the Chief of Police or his designee.
An employee subject to discipline shall be afforded the right to have the Union Steward and/or
Union representative present, if requested by the employee.
Employee warning letters shall be provided to the employee and the Union, when requested by
the employee.
Investigations and Interrogations.
A. The Employee shall be informed in writing of the nature of the investigation and
whether he is a witness or a suspect before any interrogation commences,
including information necessary to reasonably apprise him of allegations of such
complaint.
B. Any interrogation of an employee shall be at a reasonable hour, when employee is
on duty unless the exigencies of the investigation dictate otherwise. Where
practicable, interrogations shall be scheduled for the daytime.
C. The interrogation (which shall not violate the employee's Constitutional rights)
shall take place at a City facility, except when impractical. The employee shall be
afforded an opportunity and facilities to contact and consult privately with the
Union Steward and/or Union Business Representative before being interrogated.
The Union Steward and/or a Union Business Representative shall be present
during the interrogation, if requested by the employee, but may not participate in
the interrogation except to counsel the employee in private.
1999 - 2001 Non-Commissioned Unit Contract
Page 21
D. The questioning shall not be overly long and the employee shall be entitled to
such reasonable intermissions as he/she shall request for personal necessities,
telephone calls, and counseling.
E. The employee shall not be subjected to any offensive language, nor shall he/she
be treated with dismissal, transfer or other disciplinary punishment as a guise to
attempt to obtain his/her resignation, nor shall he/she be intimidated in any other
manner. No promises or rewards shall be made as an inducement to answer
questions.
F. All employees may request an attorney of their ~hoosing to be present during a
department investigation. The cost of such attorney shall be paid by the
employee.
Article 23
TERMS OF AGREEMENT
Section 1. This Agreement is effective January 1, 1999, and shall remain in full force and effect
through December 31, 2001.
Pursuant to the provisions of RCW 41.56, the City agrees to commence negotiations with the
Union not later than June 1st Of 2001 for the purpose of negotiating wages, hours, and other
terms and conditions of employment for employees covered by this Agreement. Unless the
parties agree otherwise, bargaining for the successor agreement will be concluded by August 1,
2001.
1999 - 2001 Non-Commissioned Unit Contract
Page 22
Appendix "A"
STRAIGBT TIME HOURLY RATE OF PAY
Section 1. Pay Plan January 1, 1999 through December 31, 1999 - Increase to base wage as of
12/31/98 shall be applied as described in each classification as shown below.
Hourly & Monthly Rates of Pay
0-6 Mos 7-18 Mos 19-30 Mos 3142 Mos 43-54 Mos 55 + Mos
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6
Police Service Specialist (1.50% MA; 2.25% COLA)
(1998 Pay Period)
$1,097.32 $1,157.46 $1,217.76 $1,277.74 $1,337.88 $1,398.02
1999:
$27,332.16 $28,830.24 $30,332.16 $31,826.16 $33,324.00 $34,822.08
$2,277.68 $2,402.52 $2,527.68 $2,652.18 $2,777.00 $2,901.84
$1,138.84 $1,201.26 $1,263.84 $1,326.09 $1,388.50 $1,450.92
$13.14 $13.86 $14.58 $15.30 $16.02 $16.74
Parking Control Attendant (2.25% COLA)
(1998 Pay Period)
$1,097.32 $1,157.46 $1,217.76 $1,277.74 $1,337.88 $1,398.02
1999:
$26,928.24 $28,404.00 $29,883.84 $31,355.76 $32,83 1.52 $34,307.52
$2,244.02 $2,367.00 $2,490.32 $2,612.98 $2,735.96 $2,858.96
$1,122.01 $1,183.50 $1,245.16 $1,306.49 $1,367.98 $i,429.48
$12.95 $13.66 $14.37 $15.07 $15.78 $16.49
Corrections Officer (1.0% MA, 2.25% COLA)
(1998 Pay Period)
$1,320.01 $1,384.46 $1,448.98 $1,513.48 $1,577.84 $1,642.38
(New Position: Police Service Specialist Supervisor)
1999:
$32,717.04 $34,314.48 $35,913.60 $37,512.24 $39,107.28 $40,707.12
$2,726.42 $2,859.54 $2,992.80 $3,126.02 $3,258.94 $3,392.26
$1,363.21 $1,429.77 $1,496.40 $1,563.01 $1,629.47 $1,696.13
$15.73 $16.50 $17.27 $18.03 $18.80 $19.57
1999-2001 Non-Commissioned Unit Contract
Page 23
Evidence ID Technician (2.25% COLA)
(1998 Pay Period)
$1,320.01 $1,384.46 $1,448.98 $1,513.48 $1,577.84 $1,642.38
1999:
$32,393.04 $33,974.65 $35,557.92 $37,140.72 $38,720.16 $40,303.92
$2,699.42 $2,83 1.22 $2,693.16 $3,095~06 $3,226.68 $3,358.66
$1,349.71 $1,415.61 $1,481.58 $1,547.53 $1,613.34 $1,679.33
$15.57 $16.33 $17.10 $17.86 $18.62 $19.38
Corrections Supervisor (1.50% MA, 2.25% COLA)
(1998 Pay Period)
$1,735.62 $1,806.62
1999:
$43,230.96 $44,999.52
$3,602.58 $3,749.96
$1,801.29 $1,874.98
$20.78 $21.63
Section 2. Pay Plan January 1, 2000 through December 31, 2000 - Increase to base wage as of
12/31/99 shall be applied as described to all classifications as shown below:
90% CPI-W Seattle-Bremerton-Tacoma, August to August Index (2.79%)
Section 3. Pay Plan January 1, 2001 through June 30, 2001 - Increase 2.5% to base wage as of
12/31/00 to all classifications within the bargaining unit. For Pay Plan July 1, 2001 through
December 31, 2001, increase an additional .5% to all classifications within the bargaining unit.
1999 - 2001 Non-Commissioned Unit Contract
Page 24
Appendix "B"
This appendix lists all uniform and equipment items for five different positions. A letter
designator for each position is provided below to identify which items are authorized for each
position:
Community Service Officer = A
Police Services Specialist = B
Parking Control Attendant = C
Correction Officer = D
Evidence/Identification Tech. = E
OUARTERMASTER SYSTEM (LIST OF UNIFORM AND EOUIPMENT ITEMS)
Four long sleeve uniform winter shirts A,B.C.D.E
Four short sleeve uniform summer shirts A,B,C,D,E
Four pair uniform trousers A,B,C,D,E
One uniform jumpsuit D
Two Uniform vest - sweater or wool/ploy blend B
Two uniform sweaters - cardigan, V-neck B
One uniform sweater (Command Crew-neck/brown D only) A,C,D,E
One uniform coverall A,E
One baseball style cap C,D,E
One winter cap C
One uniform jacket A,B,C,D,E
One rain coat - yellow A,C
One protective vest A,C
One reflective vest C
One uniform nylon windbreaker jacket C,D
Two clip-on style ties (one issued to A) A,C,D
One Auburn style Police tie clip C,D
One name plate, metal for uniform shirt A,B,C,D,E
One set of metal shirt buttons E
One uniform dickie C
Two "AP" collar insignia A,B,C,D,E
One official badge A,B,C,D,E
One pair shoes - black leather, polished toe and heel
Voucher method up to $85.00 A,C,D,E
One pair boots - black leather, polished toe and heel
Voucher method up to $125.00 A,C,D,E
Two (2) pairs of shoes or one (1) pair of shoes and one (1) pair of boos -- B
(Voucher method up to $200.00 per year)
One duty equipment belt A,C,D
1999 - 2001 Non-Commissioned Unit Contract
Page 25
One nylon or leather pants belt A,B,C,D,E
Four belt keepers A,C,D
One A.S.P. baton with holder D
Two pair handcuffs with long key (one pair of handcuffs w/long key only to C) A,C,D
One double handcuffs case or two single cases (one handcuff case only to C) A,C,D
One pair black leather gloves A,C,E
One pair winter black leather gloves C
One portable radio holder A,C,D
One pager holder C
One capstun and holder A,B,C,D
One flashlight with belt holder C,D
One folding knife with belt holder C
One "hazmat" glove holder for duty belt A,C,D
One whistle (with chair for C only) A,C
One metal citation folders (holders) C
One holder for "officer daily log book" C
One briefcase - voucher up to $125.00 C
One Auburn Police Manual of Standards B,D
One Auburn Police Identification Card A,B,C,D,E
One metal forms holder C,E
One Aubum Police department patch (baseball cap size) D
One strip of appropriate service years stripes for left sleeve of ca. long sleeve shirtD
Two Auburn Police Shoulder patches per shirt D
Two Auburn Police Shoulder patches per sweater D
Two Auburn Police Shoulder patches per winter jacket D
Two Auburn Police Shoulder patches perjumpsuit D
One Uniform Skin B
One Uniform trousers (gortex) C
One nylon key holder C
1999 - 2001 Non-Commissioned Unit Contract
Page 26
Signed this 20th day of December ,1999, at Auburn,
Washington.
City of Auburn International Association of Machinists and Aerospace
Workers of District Lodge No. 160
Charles A. Booth Directing Business
Mayor
Director of ;~rso&~l
By: .
Danielle E. Daskam ess Re entative
City Clerk
Approved As To Form:
Michael J. Reynolds
City Attomey