HomeMy WebLinkAbout4246RESOLUTION N0.4 2 4 6
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF AUBURN,
WASHINGTON, APPROVING THE COLLECTIVE BARGAINING
AGREEMENT BETWEEN THE CITY OF AUBURN AND THE
INTERNATIONAL ASSOCIATION OF MACHINISTS AND AEROSPACE
WORKERS, LOCAL 160 FOR 2008-2010
WHEREAS, this Agreement is between the City of Auburn and the
International Association of Machinists and Aerospace Workers, Local 160 for
the purposes of setting forth the mutual understanding of the parties to
conditions of employment for those employees for whom the City recognizes
the International Association of Machinists and Aerospace Workers, Local 160
as the collective bargaining representative; and
WHEREAS, the City of Auburn ~recognizes~ the International Association
of Machinists and Aerospace Workers, Local 160 as the exclusive bargaining
representative of all employees designated as International Association of
Machinists and Aerospace Workers, Local 160.
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF AUBURN,
WASHINGTON, HEREBY RESOLVES AS FOLLOWS:
Section 1. Purpose. The City Council hereby authorizes the execution
of the Collective Bargaining Agreement by and between the City of Auburn and
the International Association of Machinists and Aerospace Workers, Local 160
Resolution No. 4246
September 24, 2007
Page 1
for 2008 - 2010 as set forth in Exhibit "A" attached hereto and incorporated by
reference.
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 resolution shall be in full force and effect upon
passage and signatures hereon.
DATED and SIGNED this ~ day of ~~ 2007.
F AUBURN
~`---_~
~_-
~R B. LEWIS
MAYOR
ATTEST:
Da le E. Daskam,
City Clerk
APP~VED~O FORM:
D~i'el B. Heid;
City Attorney
Resolution No. 4246
September 24, 2007
Page 2
,~,s ~f ~~
Exhibit A
FINAL AGREEMENT
NON-COMMISSIONED UNIT
CITY OF AUBURN
AND
INTERNATIONAL ASSOCIATION OF MACHINISTS
AND AEROSPACE WORKERS
DISTRICT LODGE NO. 160
2008-2010
AGREEMENT
NON-COMMISSIONED UNIT
BY AND BETWEEN
CITY OF AUBURN
AND
INTERNATIONAL ASSOCIATION OF MACHINISTS
AND AEROSPACE WORKERS
DISTRICT LODGE NO. 160
January 1, 2008 -December 31, 20010
PREAMBLE
This agreement is between the City of Auburn (hereinafter called the "City") and the
International Association of Machinists and Aerospace Workers, District Lodge No. 160,
(hereinafter 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, 2008.
C:\Documents and Settings\ddaskam\Local Settings\Temporary Internet Files\OLK4\Final Contract NonComm 08-10.doc
Page 2 of 31
TABLE OF CONTENTS
PREAMBLE Page 2
ARTICLE 1 -RECOGNITION AND BARGAINING UNIT Page 5
Section 1 Page 5
Section 2 Page 5
ARTICLE 2 -UNION MEMBERSHIP Page 5
Section 1 General Page 5
Section 2 Failure to Abide Page 6
Section 3 Payroll Deduction for Union Dues Page 6
Section 4 Political Endorsements Page 6
ARTICLE 3 -UNION REPRESENTATION: ACCESS TO EMPLOYEES Page 6
ARTICLE 4 -NONDISCRIMINATION Page 7
ARTICLE 5 -HOURS OF WORK AND OVERTIME Page 7
Section 1 Page 7
Section 2 Page 7
Section 3 Compensatory Time Page 7
Section 4 Callback Page 8
Section 5 Page 8
Section 6 Page 8
Section 7 Cancellation of Court Appearance Page 8
Section 8 Rest and Lunch Breaks Page 9
ARTICLE 6 -CLASSIFICATIONS AND SALARIES Page 9
Section 1 Page 9
Section 2 Education Reimbursement Page 9
Section 3 Longevity Page 9
Section 4 Training Pay Page 9
Section 5 Lateral Entry Page 9
ARTICLE 7 -HOLIDAYS Page10
ARTICLE 8 -VACATIONS Page 11
ARTICLE 9 -HEALTH AND WELFARE Page 12
ARTICLE 10 -PENSIONS Page 13
ARTICLE 11 -JURY DUTY Page 13
ARTICLE 12 -SICK, DISABILITY, BEREAVEMENT, AND
EMERGENCY LEAVE Page 14
C:\Documents and Settings\ddaskam\Local Settings\Temporary Internet Files\OLK4\Final Contract NonComm 08-10.doc
Page 3 of 31
ARTICLE 13 -UNIFORM ALLOWANCE Page 17
ARTICLE 14 - EMPLOYMENT PRACTICES Page 18
Section 1 Layoff Page 18
Section 2 Seniority Page 18
Section 3 Working Out of Classification Page 18
Section 4 Out of Classification -Police Specialists Page 18
Section 5 Subcontracting Page 18
Section 6 New Technology Page 18
Section 7 Drug Test Page 19
Section 8 Military Leave Page 19
Section 9 Lie Detector Test Page 19
Section 10 Probationary Employee Page 19
Section 11 Liability coverage Page 19
ARTICLE 15 -MANAGEMENT RIGHTS Page 19
Section 1 Direction of Workforce Page 19
Section 2 City rules and Regulation Page 20
Section 3 Application of Policies and Procedures Page 20
ARTICLE 16 -GRIEVANCE PROCEDURE Page 20
ARTICLE 17 -STRIKES OR LOCKOUTS Page 22
ARTICLE 18 -BULLETIN BOARDS Page 23
ARTICLE 19 -LEGALITY OF NEGOTIATED AGREEMENT Page 23
ARTICLE 20 -ENTIRE AGREEMENT Page 23
ARTICLE 21 -RETENTION OF BENEFITS Page 23
ARTICLE 22 -INVESTIGATIONS, INTERROGATIONS, AND
APPLICATION OF DISCIPLINE Page 24
ARTICLE 23 -CIVIL SERVICE COVERAGE Page 25
ARTICLE 24 -TERMS OF AGREEMENT Page 26
APPENDIX A -STRAIGHT-TIME HOURLY RATE OF PAY Page 27
APPENDIX B -QUARTERMASTER SYSTEM LIST OF UNIFORMS
ITEMS/EQUIPMENT Page 29
SIGNATURE PAGE Page 31
C:\Documents and Settings\ddaskam\Local Settings\Temporary Internet Files\OLK4\Final Contract NonComm 08-10.doc
Page 4 of 31
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.
~antinn 7
Full Time Reaular Employees: Full time employee means any employee who
regularly works forty (40) hours or more per week for more than (4) consecutive
calendar months in a calendar year.
Part Time Reaular Employees: Part-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 part-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 (31) 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.
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.
C:\Documents and Settings\ddaskam\Local Settings\Temporary Internet Files\OLK4\Final Contract NonComm 08-10.doc
Page 5 of 31
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 International
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.
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.
C:\Documents and Settings\ddaskam\Local Settings\Temporary Internet Files\OLK4\Final Contract NonComm 08-10.doc
Page 6 of 31
Article 4
NONDISCRIMINATION
It is mutually agreed that there shall be no discrimination because of race, creed, color,
religion, sex, age, marital status, sexual orientation, 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
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 earned and accumulated at the rate of one and one-half
hours for each overtime hour worked, provided that the maximum allowable accrued
shall be 80 hours of compensation. Overtime worked beyond that cap will be
C:\Documents and Settings\ddaskam\Local Settings\Temporary Internet Files\OLK4\Final Contract NonComm 08-10.doc
Page 7 of 31
compensated by pay only. Effective November 30th of each year, all compensatory
time accrued as of the 30th of November of that year will be cashed out at the
employee's then current rate of pay (base plus longevity) on the first payday of
December.
The City may require that employees use existing compensatory time, specifying the
date on which it is to be used. In the event an employee requests the use of accrued
compensatory time on a particular date, and the City does not grant that request, the
parties agree that one year is a reasonable time within which to schedule and grant time
off.
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 (ELBA), 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;
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 ofjob-related training per calendar year.
C:\Documents and Settings\ddaskam\Local Settings\Temporary Internet Files\OLK4\Final Contract NonComm 08-10.doc
Page 8 of 31
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.
Section 8. REST AND LUNCH BREAKS. As a general rule, employees may combine
their 15-minute rest breaks with their 30-minute lunch break. Management reserves the
right to require employees to remain on the premises during their rest and lunch breaks.
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 8t" 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%
Section 4. Those Corrections Officers designated as Field Training Officers (FTO) by
the Chief of Police will receive specialty pay of two percent (2%) of their base salary.
Designation will be made in writing. A maximum of three (3) active FTO will be allowed
at any given time. Other employees conducting training will be paid an additional two
percent (2%) of the employee's base pay for that time actually involved in training.
Section 5. Lateral Entry. Employees who have two years of full time, experience in one
of the classifications covered by this Agreement, as determined by the Employer, within
four years of applying with the City of Auburn, may start at Step 2 of that classification's
pay scale (i.e. two (2) years corrections officer experience may start at Step 2 of the
corrections officer classification, two (2) years as a police specialist supervisor may start
at Step 2 of the police services supervisor classification, etc.).
L:\LEGAL\RES\Res4246A (Rev1)Final Contract NonComm 08-10.doc
Page 9 of 31
Article 7
HOLIDAYS
Section 1. The following twelve (12) days are designated as Holidays:
New Year's Day
Washington's Birthday
Memorial Day
Independence Day
Labor Day
Martin Luther King Day
Veteran's Day
Thanksgiving Day
Day After Thanksgiving
Christmas Day
Floating Holidays (2)
Section 2. An employee who works, on an observed holiday as set forth in Section 7.1
shall be compensated aid at the rate of two and one-half (2 '/2) times the employee's
regular hourly rate of pay for each hour worked inclusive of holiday pay. Hours worked
in excess of the employee's regular shift on that holiday shall be compensated (paid) at
time and one-half.
Section 3. For employees assigned to rotating shifts, the designated holidays shall be:
New Year's Day
Martin Luther King Day
Washington's Birthday
Memorial Day
Independence Day
Labor Day
Veteran's Day
Thanksgiving Day
Day After Thanksgiving
Christmas
January 1
Third Monday in January
Third Monday in February
Last Monday in May
July 4
First Monday in September
November 11
Fourth Thursday in November
Friday after Thanksgiving
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.
C:\Documents and Settings\ddaskam\Local Settings\Temporary Internet Files\OLK4\Final Contract NonComm 08-10.doc
Page 10 of 31
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 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:
Upon completion of 1St year of continuous service 14 working days per year
Upon completion of 5th year of continuous service 17 working days per year
Upon completion of 10th year of continuous service 20 working days per year
Upon completion of 15th year of continuous service 22 working days per year
Upon completion of 20~' year 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 part-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 March 1.
C:\Documents and Settings\ddaskam\Local Settings\Temporary Internet Files\OLK4\Final Contract NonComm 08-10.doc
Page 11 of 31
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.
Section 5. The minimum increment vacation may be taken is'/2 hour.
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 Regence/Washington Physicians
Service/King County Medical Blue Shield Medical Plan B with City paying
one hundred percent (100%) of the premium for employees through the
duration of the contract and the employee paying ten percent (10%) of the
monthly premium for his/her spouse's and dependents' medical insurance.
The City shall pay the remaining 90% through the duration of the contract.
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. Vision Service Plan (VSP), Full family, $10 deductible, through the AWC
Benefits Trust;
5. Standard Insurance for $10,000; and
6. Association of Washington Cities Orthodontics (Plan 1).
The City shall provide additional workers' compensation premiums now
paid by police service specialists who perform matron duties on occasion.
C:\Documents and Settings\ddaskam\Local Settings\Temporary Internet Files\OLK4\Final Contract Noncomm 08-10.doc
Page 12 of 31
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.
Short-Term Disability Insurance: As soon as possible upon ratification of the contract,
the City will administer, through payroll deduction, apre-tax, employee paid, Short-Term
Disability Insurance program.
VEBA: The CITY of AUBURN has adopted the MSA VEBA Medical Reimbursement
Plan. As soon as possible upon ratification of the contract, the City of Auburn agrees to
provide a mandatory payroll deduction for this post Retirement Medical Insurance Trust.
All contributions made on behalf of each eligible employee will be consistent with the
terms and conditions of the collective bargaining agreement in effect at the time, and
based on the individual's annual base salary. It is understood that all defined eligible
employees will be required to sign and submit to the City of Auburn an MSA VEBA
Membership Enrollment Form.
The MSA VEBA Plan shall be funded by asemi-monthly employee deduction,
determined by the collective bargaining unit, in an amount or a percentage (not
less than $25.00 per month) of the employee's base annual salary.
2008-2010: The MSA VEBA Plan shall be funded by asemi-monthly employee
deduction, determined by the collective bargaining unit, in an amount or a
percentage (not less than $25.00 per month) of the employee's base annual
salary. The City will match the employee's first one percent (1.0%) of employee
base wages, semi-monthly
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.
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. 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.
C:\Documents and Settings\ddaskam\Local Settings\Temporary Internet Files\OLK4\Final Contract NonComm 08-10.doc
Page 13 of 31
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 orfather-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 return 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) workweeks of leave each year in
accordance with the provisions of the Family Medical Leave Act FMLA as follows:
C:\Documents and Settings\ddaskam\Local Settings\Temporary Internet Files\OLK4\Final Contract Noncomm 08-10.doc
Page 14 of 31
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 newborn 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
workweek schedule if medically necessary. The employee must provide medical
C:\Documents and Settings\ddaskam\Local Settings\Temporary Internet Files\OLK4\Final Contract NonComm 08-10.doc
Page 15 of 31
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 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 by sick and vacation leave
accruals - for a period not to exceed six (6) months from the initial injury or the
C:\Documents and Settings\ddaskam\Local Settings\Temporary Internet Files\OLK4\Final Contract NonComm 08-10.doc
Page 16 of 31
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.
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.
C:\Documents and Settings\ddaskam\Local Settings\Temporary Internet Files\OLK4\Final Contract NonComm 08-10.doc
Page 17 of 31
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. If seniority is equal, layoffs will be based upon performance as determined
by the City. 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.
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.
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.
C:\Documents and Settings\ddaskam\Local Settings\Temporary Internet Files\OLK4\Final Contract NonComm 08-10.doc
Page 18 of 31
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 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 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
C:\Documents and Settings\ddaskam\Local Settings\Temporary Internet Files\OLK4\Final Contract NonComm 08-10.doc
Page 19 of 31
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 of this
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 concerning 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,
Human Resources Director, and the Chief of Police who will conduct a meeting
within five (5) working days of receipt of the written grievance. The Chief of
Police shall make a decision on the matter in writing within ten (10) working days
from such meeting. Copies of the Chief's decision will be furnished the
aggrieved, the Union representative and the Mayor.
C:\Documents and Settings\ddaskam\Local Settings\Temporary Internet Files\OLK4\Final Contract NonComm 08-10.doc
Page 20 of 31
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 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 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 parties shall
evenly divide the costs of the Arbiter and any AAA services charges with each
party paying its own costs. If both parties desire a stenographic record, the
expenses of the same shall be borne equally. If only one party desires a
stenographic record then that party shall pay the costs of the preparation of its
own copy and one for the Arbiter and the declining party shall not be a provided a
copy.
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
rights 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 right 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 frames 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.
C:\Documents and Settings\ddaskam\Local Settings\Temporary Internet Files\OLK4\Final Contract NonComm 08-10.doc
Page 21 of 31
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.
Section 4. Election of Remedy - An employee may elect to either pursue an appeal to the Civil
Service Commission or continue with the contractual grievance procedure, but not both. In the
event the grievance is unresolved after the Step 1 meeting, the Union 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 within 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
Union with written notice of such election.
If an Employee chooses to appeal through the Civil Service Commission, he/she shall not be
represented by the Union. The Employee and/or Union must comply with the time requirements
for submitting an appeal and/or grievance as provided for in the Agreement or applicable rules.
Article 17
STRIKES 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
has 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.
C:\Documents and Settings\ddaskam\Local Settings\Temporary Internet Files\OLK4\Final Contract NonComm 08-10.doc
Page 22 of 31
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.
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.
C:\Documents and Settings\ddaskam\Local Settings\Temporary Internet Files\OLK4\Final Contract NonComm 08-10.doc
Page 23 of 31
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.
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 the
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:\Documents and Settings\ddaskam\Local Settings\Temporary Internet Files\OLK4\Final Contract NonComm 08-10.doc
Page 24 of 31
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.
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 choosing to be present
during a department investigation. The cost of.such attorney shall be paid
by the employee.
Article 23
CIVIL SERVICE COVERAGE
The parties hereby agree that full-paid employees of the City of Auburn Police
Department in the classifications of Police Services Receptionist; Police Services
Specialist; Parking Control Attendant; Correctional Officer; Police Services Specialist
Supervisor; Evidence ID Technician; and Correctional Supervisor (collectively
"Employees") will be covered by City of Auburn Civil Service Rules in accordance with
the provisions of Washington State law (RCW 41.12.050), except as otherwise set forth
herein.
The parties agree the following Civil Service Rules shall not apply to the Employees:
Civil Service Rules 6.01, 6.02, and 6.03. Classifications and reclassifications will
continue to be performed pursuant to City policy.
Civil Service Rule 9. Pre-employment examinations, including medical examinations,
psychological examinations, back ground checks etc. will continue to be performed
pursuant to City policy.
Civil Service Rule 12.01. The probationary period for transfers and promotions, which is
set forth in Article 14, Section 10 of the Agreement shall remain in effect.
C:\Documents and Settings\ddaskam\Local Settings\Temporary Internet Files\OLK4\Final Contract NonComm 08-10.doc
Page 25 of 31
Civil Service Rule 14 and its subparts. Management rights as provided for in Article 15
of the Agreement, and all of its subparts, shall remain in effect.
Civil Service Rule 15. Leaves of absences shall continue to be governed by the
Agreement and City policy.
Civil Service Rules 16.07, 16.08 and 16.09. Article 14, Section 10 of the Agreement
shall apply to the discipline or discharge of a probationary employee.
Article 24
TERMS OF AGREEMENT
Section 1. This Agreement is effective January 1, 2008, and shall remain in full force
and effect through December 31, 2010. Pursuant to the provisions of RCW 41.56, the
City agrees to commence negotiations with the Union not later than June 15th of 2010
for the purpose of negotiating wages, hours, and other terms and conditions of
employment for employees covered by this Agreement.
L:\LEGAL\RES\Res4246A (Rev1)Final Contract NonComm OS-10.doc
Page 26 of 31
Appendix "A"
STRAIGHT TIME HOURLY RATE OF PAY
Section 1. Pay Plan January 1, 2008 through December 31, 2010 -See matrix below
Hourly & Monthly Rates of Pay
0-6 Mos 7-18 Mos 19-30 Mos 31-42 Mos 43-54 Mos 55 +Mos
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6
Police Services Receptionist: (3%COLA)
$15.80 $16.43 $17.09 $17.77
$1369.24 $1424.02 $1408.98 $1540.21
$2738.48 $2848.04 $2961.96 $3080.42
$32,861.76 $34,176.48 $35,543.52 $36,695.04
$18.48
$1601.83
$3203.66
$38,443.92
$19.22
$1665.61
$3331.22
$39,974.64
Police Services Specialist 2008: (3% COLA + 1 % MA for total package increase of 4%)
$17.61 $18.53 $19.44 $20.35 $21.27 $22.18
$1526.19 $1605.69 $1684.78 $1764.06 $1843.38 $1922.64
$3052.38 $3211.38 $3369.56 ~ $3528.12 $3686.76 $3845.28
$35,052.24 $36,878.88 $38695.20 $40,516.32 $42,337.44 $44158.56
Parking Control Attendant 2008: (3% COLA)
$16.85 $17.73 $18.60 $19.48 $20.35 $21.23
$1460.51 $1536.62 $1612.30 $1688.18 $1764.12 $1839.94
$2921.02 $3073.24 $3224.60 $3376.36 $3528.12 $3679.88
$35,052.24 $36,878.88 $38,695.20 $40,516.32 $42,337.44 $44,158.56
Correctional Officer 2008 (3% COLA + 1 % MA for a total package increase of 4%)
$20.86 $21.83 $22.80
$1807.76 $1892.01 $1976.24
$3615.52 $3784.02 $3952.48
$43,386.24 $45,408.24 $47,429.76
$23.77 $24.74 $25.73
$2060.25 $2144.54 $2230.34
$4120.50 $4289.08 $4460.68
$49,446.00 $51,468.96 $53,528.16
Police Services Specialist Supervisor 2008 (3% COLA +.5% MA for total package increase
of 3.5%)
$20.76 $21.73 $22.69 $23.66 $24.63 $25.61
$1799.08 $1882.91 $1966.74 $2050.35 $2134.23 $2219.62
$3598.16 $3765.82 $3933.48 $4100.70 $4268.46 $4439.24
$43,177.92 $45,189.84 $47,201.76 $49,208.40 $51,221.52 $53,270.88
Evidence ID Technician 2008 (3% COLA + .5% MA for total package increase of 3.5%)
$20.65 $21.61 $22.58
$1789.87 $1873.27 $1956.67
$3579.74 $3746.54 $3913.34
$42,956.88 $44,958.48 $46,960.08
$23.54 $24.50 $25.48
$2039.86 $2123.30 $2208.23
$4079.72 $4246.60 $4416.46
$48,956.64 $50,959.20 $52,997.52
C:\Documents and Settings\ddaskam\Local Settings\Temporary Internet Files10LK4\Final Contract NonComm 08-10.doc
Page 27 of 31
Correctional Supervisor 2008 (3% COLA + 1.5% MA for total package increase of 4.5%)
$27.62 $28.75
$2393.58 $2491.74
$4787.16 $4983.48
$57,445.92 $59,801.76
Section 2. Pay Plan January 1, 2009 through December 31, 2009 - 3.0% COLA plus a
1 % Market Adjustment applied to 2008 base salary
Section 3. Pay Plan January 1, 2010 through December 31, 2010 - 3.0% COLA plus a
.5% Market Adjustment applied to 2009 base salary
C:\Documents and Settings\ddaskam\Local Settings\Temporary Internet Files\OLK4\Final Contract NonComm 08-10.doc
Page 28 of 31
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
QUARTERMASTER SYSTEM (LIST OF UNIFORM AND EQUIPMENT 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 boots
(Voucher method up to $200.00 per year) B
One duty equipment belt A,C,D
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
C:\Documents and Settings\ddaskam\Local Settings\Temporary Internet Files\OLK4\Final Contract NonComm 08-10.doc
Page 29 of 31
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 chain 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 Auburn Police department patch (baseball cap size) D
One strip of appropriate service years stripes for left sleeve of ea.
long sleeve shirt D
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 per jumpsuit D
One Uniform Skirt B
One Uniform trousers (cortex) C
One nylon key holder C
L:\LEGAL\RES\Res4246A (Rev2)Final Contract NonComm 08-10.doc
Page 30 of 31
Signed this _
Washington.
day of ~ ~~~~ , 2007 at Auburn,
City of Auburn
__
s ~ _ ---~
By: ~~
Mayor
By:
Director of Human Resources/
Risk & Property Management
l,(;~
By:
Ci Clerk
Approved As To Form:
By:
~~
International Association of Machinists
and Aerospace Workers of District
Lodge No. 160
By:
Directing Business
By:
Business Representative
C:\Documents and Settings\ddaskam\Local Settings\Temporary Internet Files\OLK4\Final Contract NonComm 08-10.doc
Page 31 of 31
MEMORANDUM OFUNDERSTANDING
By and Between
CITY OF AUBURN
and the
INTERNATIONAL ASSOCIATION OF MACHINISTS AND AEROSPACE WORKERS
DISTRICT LODGE NO. 160
The City of Auburn and the International Association of Machinists and Aerospace
Workers, District Lodge No. 160, agree to modify the parties' 2008-2010 collective
bargaining agreement, as follows:
Article 9: 2008-2010: The MSA VEBA Plan shall be funded
by a semi-monthly employee deduction, determined by the
collective bargaining unit, in an amount or a percentage (not
less than $25.00 per month) of the employee's base annual
salary. Due to the economic downturn and the City's
projected 2009 budget shortfall, both parties agree that the
City will cease contributing to VEBA effective April 1, 2009
(pay check received on April 23rd) through December 31,
2009. The parties agree to meet in November 2009 to
discuss the 2010 budget status.
The parties agree that it is necessary to further reduce labor costs as a result of the
2009 budget shortfall. To accomplish this reduction, while minimizing the impact on the
bargaining unit members, the parties agree as follows:
Each member of the collective bargaining unit will make a semi-monthly gift of 1% of
his/her respective base wage to the City effective April 16, 2009 (pay check received on
May Sth) through December 15, 2009. Both parties understand that this donation shall
be used exclusively for public purposes. The parties agree that this is a non-refundabie
donation to the City, and neither this donation nor the elimination of the VEBA
contribution by the City shail be reimbursed by the City at a later date. Further, to
_ effectuate the parties' agreement and this donation, the union will ensure that each
member signs a contribution authorization form allowing the City to deduct from the
employee's base wage, on a post-tax basis, semi-monthly 10/o of the base wage. The
Union will collect and send the completed contribution forms to.the Finance Department
(Payroll) by April 20, 2009 in time for the contribution to be taken out of the pay check
received on May 8, 2009.
Except as expressly amended herein, all other provisions of the January 1, 2008
through December 31, 2010 collective bargaining agreement between the City of
, . Page 1 of 2
Auburn and the Intemational Association of Machinists and Aerospace Workers, District
Lodge No. 160, remain in effect.
Signed this C~) -5~ day of 2009, at Aubum, Washington
CITY OF AUBURN INTERNATIONAL ASSOCIATION OF
MACHINISTS AND AEROSPACE
WORKERS DISTRICT LODGE NO. 160
By: By: 9:~~- iAiyzd
Br nda Heineman Business Representativle
Human Resources Director
Page 2 ot 2
r y
MEMORANDUM OF UNDERSTANDING
By and Between
CITY OF AUBURN
and the ,
" 9NTERNATIONAL ASSOCIATION OF_MACFlINISTS AND AEROSPACE WORKERS
DISTRICT LODGE NO. 160
The City of Auburn and the Intemational Association of Machinists and Aerospace Workers, District Lodge No. 160, agree to modify the parties' 2008-2010 collective
bargaining agreement, as follows:
Article 9: 2008-2010: The MSA VEBA Plan shall be funded
by a semi-monthly employee deduction, determined by the
collective bargaining unit, in an amount or a percentage (not
less than $25.00 per month) of the employee's base annual
salary. Due to the economic downturn and the City's
projected 2010 budget shortfall, both parties agree that the
City will continue to cease contributing to VEBA effective
January 1, 2010 (pay check received on January 23rd)
. through December 31, 2010 (check received on January 8,
2011) . The parties -agree to meet in November 2010 to
discuss the 2011 budget status.
The parties agree that it is necessary to further reduce labor costs as a result of the:
2010 budget shortfall. To accomplish this reduction, while minimizing the impact on the bargaining unit members, the parties agree as follows:
Each member of the collective bargaining unit will make a semi-monthly gift of 1% of
" his/her respective base wage to the City effective January 1, 2010 (pay check received
on January 23rd) through December 15, 2010. Both parties understand thaf this
donation shall be used exclusively for public purposes, The parties,agree that this is a
non-refundable donation to the City, and neither this donation nor the elimination of the
VEBA contribution by the City: shall be reimbursed by the City, at a later date. Further, to
effectuate the parties' agreement and this donation, the union will ensure that each
member signs a confribution authorization form allowing the City to deduct from the
employee's base wage, on a post-tax basis, semi-monthly 1% of the base ,wage. The
Union will collect and send'the completed contribution forms to the Finance Department
(Payroll) by January 4, 2010 in time for the contribution to be taken out of the pay check
received on January 23, 2010.
C:1Documents and Settingslbwestbrook\Local SettingslTemporary Intemet Files\Content.OutlookUOPJX029W10U TAM
Concession121409 (2):doc Page 1 of 2
s ~
Except. as expcessly amend'ed herein, all other provisions of the January 1, 2008
through -December .31, 2010 collective bargain.ing agreement between the City of :
Aubum and the lnternational Association of Machinists and Aerospace Workers; District
Lodge No. 160, remain in.effecf.
Signed this 3 ~.-E'tn' day of ~e-<<,-64-/_2009, at Aubum, Washington
CITY OF AUBURN INTERNATIONAL ASSOCIATION OF
MACHINISTS AND AEROSPACE .
WORKERS DtSTRICT LODGE NO. 160
By: By.
Elr6hda Heineman Business Representative
Human Resources Directoc C>\Documents and SettingslbwestbrooklLocal Settings\Temporary lntemet FileslContent.0utlook\IOPJX029\MOU TAM
ConcessioM21409 (2).doc Page 2 of 2 . •
_ ,eco ~L~f (o
City of Auburn
, .
MEMORANDUM OF UNDERSTANDING N~►Y 0~4 20"
By and Between
CITY OF AUBURN' Human Resources Dept.
,
and the
INTERiVAT10NALASSOCIATION OF MACHINISTS AND AEROSPACE WORKERS
DISTRICT LODGE N0:160
The City of Aubum and the Intemational Association of Machinists and Aerospace Workers,
District Lodge No. 160 hereby enter into the following Memorandum of Understanding
conceming changes to Appendix. B, Quartermaster System (List of Uniform and Equipment
Items), to the 2008-2010 collectiVe bargaining agreement and the January 26, 2011,
Memorandum of Understanding (MOU). Except as modified herein, all terms and conditions of
the 2008-2010 collective bargaining agreement and January 26, 2011 MOU remain in full force
and effect.
The purpose of this MOU is to memorialize a change to the equipment list identified in Appendix
B, as requested by the collective bargaining unit, reviewed and recommended by the unifoRn
committee, and approved by the Chief of Police. The following is a list of changes/replacements
to the Receptionist/Police Services Specialist/Supervisors unifoRn/equipment list:
Current List New List
Four lon sleeve uniform shirts Two lon sleeve uniform shirts
Four short sleeve uniform shirts Two short sleeve uniform shirts
Four air uniform trousers Two air uniform trousers
Two uniform vests Delete
Two uniform sweaters Delete
One uniform winter 'acket One Fleece Jacket w/zi out sleeves
One metal name late-ma netic attachmenf Two 2 embroidered name ta s
Two (2) pair of shoes or one (1) pair of boots - One (1) pair of shoes (Voucher method. oucher method u to $250 er ear u to $125/ ear
One leather or n lon ants belt One leather or n lon ants belt
One Aubum Police Identification Card One Aubum Police Identification Card
Except as expressly amended herein, all other provisions of the January 2008 - December 31,
2010 collective bargaining agreement and January 26, 2011 MOU between the City of Aubum
and Intemational Association of Machinists and Aerospace Workers, District Lodge No. 160
remain in effect.
Signed this day of , 2011, at Aubum, Washington
CITY OF AUBURN INTERNATIONAL ASSOCIATION OF
MACHINISTS AND AEROSPACE
WORKERS DISTRICT LODGE NO 160
By: By:
enda Heineman epresentative Director of Human Resources
L:1Collective BargainingWonComm\CBA2011-131JAM MOU - Equipmerrt 0411.doc