HomeMy WebLinkAbout5405RESOLUTION NO. 5405
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
AUBURN, WASHINGTON, AUTHORIZING THE MAYOR TO
EXECUTE A COLLECTIVE BARGAINING AGREEMENT
BETWEEN THE CITY OF AUBURN AND INTERNATIONAL
ASSOCIATION OF MACHINISTS AND AEROSPACE
WORKERS. LOCAL 160 FOR 2019-2021
WHEREAS, the City recognizes the International Association of Machinists and
Aerospace Workers, Local 160, as the exclusive bargaining representative of all
employees in the non-commissioned bargaining unit of the Auburn Police Department;
and,
WHEREAS, the management of the Auburn Police Department and the City's
Human Resources & Risk Management Department have negotiated a collective
bargaining agreement for the years 2019-2021 that sets forth the salaries and conditions
of employment for the members of the bargaining unit; and,
WHEREAS, the City Administration and staff recommend Council authorize the
Mayor to sign the Agreement on behalf of the City, after approval of the Agreement by
the members of the bargaining unit.
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF AUBURN,
WASHINGTON, RESOLVES as follows:
Section 1. The Mayor is authorized to execute a Collective Bargaining
Agreement between the City and the International Association of Machinists and
Aerospace Workers, Local 160 for the calendar years 2019-2021, which agreement will
be in substantial conformity with the agreement attached as Exhibit A.
Resolution No. 5405
January 22, 2019
Page 1 of 2
Rev. 2018
Section 2. The Mayor is authorized to implement those administrative
procedures necessary to carry out the directives of this legislation.
Section 3. This Resolution will take effect and be in full force on passage and
signatures.
Dated and Signed this � day of _ 2019.
ATTEST:
Shawn Campbell, MMC, City Clerk
Resolution No. 5405
January 22, 2019
Page 2 of 2
CITY OF AUBURN
14..1. 0M_ a .
APPROVED AS TO FORM:
C -rte -Steven L. Gross, City Attorney
Rev. 2018
Exhibit A
FINAL AGREEMENT
NON-COMMISSIONED UNIT
CITY OF AUBURN
/_\k, IDI
INTERNATIONAL ASSOCIATION OF MACHINISTS
AND AEROSPACE WORKERS
DISTRICT LODGE NO. 160
2019-2021
AGREEMENT
NON-COMMISSIONED UNIT
BY AND BETWEEN
CITY OF AUBURN
AND
INTERNATIONAL ASSOCIATION OF MACHINISTS
AND AEROSPACE WORKERS
DISTRICT LODGE NO. 160
January 1, 2019 — December 31, 2021
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, 2019
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TABLE OF CONTENTS
PREAMBLE
Page 2
ARTICLE 1 — RECOGNITION AND BARGAINING UNIT
Page 5
ARTICLE 2 — UNION MEMBERSHIP
Page 5
ARTICLE 3 — UNION REPRESENTATION: ACCESS TO EMPLOYEES
Page 6
ARTICLE 4— NONDISCRIMINATION
Page 7
ARTICLE 5 — HOURS OF WORK AND OVERTIME
Page 7
ARTICLE 6 — CLASSIFICATIONS AND SALARIES
Page 10
ARTICLE 7 — HOLIDAYS
Page 11
ARTICLE 8 — VACATIONS
Page 12
ARTICLE 9 — HEALTH AND WELFARE
Page 13
ARTICLE 10 — PENSIONS
Page 15
ARTICLE 11 —JURY DUTY
Page 15
ARTICLE 12 — SICK, DISABILITY, BEREAVEMENT, AND
EMERGENCY LEAVE
Page 15
ARTICLE 13 — UNIFORM ALLOWANCE
Page 18
ARTICLE 14 — EMPLOYMENT PRACTICES
Page 18
ARTICLE 15 — MANAGEMENT RIGHTS
Page 20
ARTICLE 16 — GRIEVANCE PROCEDURE
Page 21
ARTICLE 17 — STRIKES OR LOCKOUTS
Page 23
ARTICLE 18 — BULLETIN BOARDS
Page 23
ARTICLE 19 — LEGALITY OF NEGOTIATED AGREEMENT
Page 23
ARTICLE 20 — ENTIRE AGREEMENT
Page 24
ARTICLE 21 — RETENTION OF BENEFITS
Page 24
ARTICLE 22 — INVESTIGATIONS, INTERROGATIONS, AND
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APPLICATION OF DISCIPLINE Page 24
ARTICLE 23 — CIVIL SERVICE COVERAGE Page 26
ARTICLE 24 — TERMS OF AGREEMENT Page 26
APPENDIX A — STRAIGHT -TIME HOURLY RATE OF PAY Page 28
APPENDIX B — QUARTERMASTER SYSTEM LIST OF UNIFORMS
ITEMS/EQUIPMENT Page 29
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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, Regular Employees: Full -tin
regularly works forty (40) hours or more
calendar months in a calendar year.
a employee means any employee who
per week for more than (4) consecutive
Part -Time, Regular Employees: Part-time, regular employee is an employee who
regularly works less than forty (40) hours per week, but not less than thirty (30)
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
classifications. This provision shall not include temporary or occasional workers providing
no more than six hundred (600) hours are worked by these two (2) 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 active, full-time employees covered by this Agreement shall have the right
to become members of the Union.
Regarding regular, part-time employees that choose to be members of the Union, 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. 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 in writing. 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
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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 3. REVOCATION. An employee may revoke his or her authorization for payroll
deduction of payments to the Union by written notice to the City, and separately to the
Union by sending an email to dues(a)iam160.com. Every effort will be made to end the
deduction effective on the first payroll, but not laterthan the second payroll, after the City's
receipt of the employee's written notice.
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.
Section 5. NEW EMPLOYEES. The Union Business Representative, or designee, shall
have up to thirty (30) minutes, during an employee's first week of employment, or as soon
as schedules allow, to meet with newly hired employees covered by this CBA for the
purposes of filling out Union paperwork and orienting the employee to Union membership.
The thirty (30) minutes shall be at a mutually agreeable time between the City and the
Union. If the designee conducting the meeting is an employee of the City, they shall
endeavor to meet on unpaid time.
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, or designee. 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 the right not to allow three (3) based on Department staffing needs.
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Article 4
NONDISCRIMINATION
It is mutually agreed that there shall be no discrimination of any protected class as defined
under the federal, state, and/or local laws, 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 City will determine the applicable workweeks in which to implement a 9x80 schedule.
The following terms will govern compensation and benefits:
a. Once scheduled for the 9x80 work schedule, no changes to the schedule or
"swaps" will be allowed unless agreed to by the City.
b. Holidays shall be nine (9) hour days. If the holiday falls on a day which the
employee is not scheduled to work, the employee will "bank" nine (9) hours
of holiday, at the supervisor's discretion.
c. Every effort will be made by the employees to schedule personal
appointments on the "flex day" (day off). Exceptions shall be approved by
the Chief of Police (or designee during absences).
d. The City reserves the right to discontinue the 9x80 work schedule program
in whole or in part at any time based on operational needs or necessity.
e. If shift bidding is required for the Police Services Specialists, bidding will be
opened six (6) months prior to the alternate shift.
Animal Control Officers, upon supervisory approval, may have the opportunity to work a
4x10 schedule. The following terms will govern compensation and benefits:
a. Once scheduled for the 4x10 work schedule, no changes to the schedule
or "swaps" will be allowed unless agreed to by the City.
b. Holidays shall be commensurate with the work schedule. If the holiday
falls on a day which the employee is not scheduled to work, the employee
will bank ten (10) hours of holiday for future use at the supervisor's
discretion.
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c. Every effort will be made by the employees to schedule personal
appointments on their day off. Exceptions shall be approved by the Chief
of Police (or designee during absences).
d. The City reserves the right to discontinue the 4x10 work schedule program
in whole or in part at any time based on operational needs or necessity.
Section 2. Except as otherwise provided in this Article, employees shall be paid at the
rate of time and a half (1'/2) of their hourly base rate for:
A. All hours worked outside the regularly assigned shift in any one (1) 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 designee. Where possible,
overtime shall be assigned equitably, subject to employee qualifications, as determined
by management, to perform the work. Employees shall have the first right of refusal of
any overtime opportunities within his/her respective job classifications before it is offered
to bargaining unit employees in other classifications.
In the event of unscheduled overtime within the Police Services Specialists classification,
overtime will first be offered by seniority to on -duty employees holding the same
classification. If additional coverage is needed, the overtime will be first offered to the
incoming employees holding the same classification by seniority.
In the event of scheduled overtime for Police Services Specialists, qualified employees
will be asked to volunteer for such, and assignment of the overtime will be in order of
seniority. If an insufficient number of employees volunteer, the scheduled overtime will
be assigned on a mandatory basis to qualified employees. In all cases in computing
overtime, the nearest one-quarter (1/4) hour 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 time and a half (1 '/2)
hours for each overtime hour worked, provided that the maximum allowable accrued shall
be one hundred (100) hours of compensation. Overtime worked beyond that cap will be
compensated by pay only. Effective November 301h of each year, all compensatory time
accrued as of the 30th of November of that year minus thirty (30) hours will be cashed out
at the employee's then current rate of pay (base plus longevity) on the first payday of
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December. At the option of the employee, any or all of the remaining thirty (30) hours
may be paid at that time, but no more than thirty (30) hours may be carried over into the
following calendar year.
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 to duty or is scheduled for court during
off hours, he/she will be guaranteed a minimum of three (3) hours at time and a half (1
'/2) 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 four (4) hours straight -time pay for eight (8) hours or fraction thereof. If an
employee is actually called back to work, normal overtime shall apply. Employees will be
compensated when called back either normal overtime or four (4) hours straight time,
whichever is greater.
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. 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 be paid time and a half (1 '/2) for training required by the
employer and in session beyond the employee's normally scheduled shift
in one (1) day.
B. Employee shall waiver any compensation for voluntary training programs.
C. 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.
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Section 8. REST AND LUNCH BREAKS. As a general rule, employees may combine
their 15 -minute rest breaks with their 30 -minute lunch break. Employees must be
immediately available by cell phone, Nextel, or other communicative device so that they
are able to return to the worksite within ten (10) minutes of contact. Failure to be able to
contact the employee may result in discipline.
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.
Section 2. All employees may be reimbursed for a portion or all of the educational
expenses for job-related classes or degrees, but such classes must have the prior
approval of the Chief of Police, or designee.
Section 3. 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%
19 Years
9.0%
25 Years
10.0%
Section 4. Non -supervisory 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. Employees who have two (2) years of full-time experience in one of the
classifications covered by this Agreement, as determined by the Employer, within the
previous four (4) years of applying with the City of Auburn, may start at step 2 of that
classification's pay scale (i.e. two (2) years as a Police Specialist Supervisor may start at
Step 2 of the Police Services Supervisor classification, etc.).
Section 6. Shift Differential. Employees assigned to work a graveyard shift shall receive
a $0.50 per hour worked as a shift differential premium.
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Article 7
HOLIDAYS
Section 1. The following twelve (12) days are designated as Holidays:
New Year's Day
President's Day
Memorial Day
Independence Day
Labor Day
Martin Luther King Day
Veteran's Day
Thanksgiving Day
Day After Thanksgiving
Christmas Eve
Christmas Day
Floating Holiday (1)
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, or have the option
of receiving time and a half (1 '/2) times his/her hourly base pay for hours worked and
receive one (1) holiday banked, to be taken at a time agreeable to the employee and the
Chief of Police, or designee. Hours worked in excess of the employee's regular shift on
that holiday shall be compensated (paid) at two and one-half (2 '/2) of the employee's
base pay.
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
Section 3. For Police Services Supervisors, Police Services Specialists, and Animal
Control Officers, the designated holidays shall be:
New Year's Day
Martin Luther King Day
Presidents' Day
Memorial Day
Independence Day
Labor Day
Veteran's Day
Thanksgiving Day
Day After Thanksgiving
Christmas Eve
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 24
December 25
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Note: Animal Control Officers are non-essential personnel and shall have the above
holiday off of work.
For Parking Enforcement Officers and Evidence Technicians, 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.
A holiday is defined as nine (9) hours, except Animal Control Officers shall receive ten
(10) hours when working a 4x10 schedule. Employees may accrue up to a maximum of
sixty-three (63) hours of holiday leave, but in no event shall an employee accumulate in
excess of sixty-three (63) hours. Anything over sixty-three (63) hours will be cashed out.
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 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.
Section 6. Based upon management approval, employees on non -rotating schedules
electing to work the holiday on the date listed in Article 7, Section 1, shall be paid the
employee's normal rate of pay and bank the holiday.
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 112 hours per year
Upon completion of 5th year of continuous service 136 hours per year
Upon completion of 10th year of continuous service 160 hours per year
Upon completion of 15th year of continuous service 176 hours per year
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Upon completion of 20th year of continuous service 192 hours per year
Upon completion of 25th year of continuous service 208 hours per year
An employee who terminates employment during the first six (6) months of employment
shall not be entitled to accrued annual vacation leave or payment.
Section 2. 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, or designee.
Section 3. Vacations may be requested up to one year in advance and shall be awarded
on a first-come, first-served 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 one quarter (1/4) hour.
Article 9
HEALTH AND WELFARE
A healthcare, dental care, orthodontics, and life insurance program shall be granted to
eligible, active, full-time employees, and their dependents. Said programs and
arrangements shall consist of:
1. Premera (PPO) with the City paying one hundred percent (100%) of the
premium for employees through the duration of the contract. The City shall
pay ninety percent (90%) of the premium for the employee's qualified and
eligible spouse and dependent(s), with the employee paying the remaining
amount of the monthly premium for his/her spouse's and dependents'
medical insurance for the duration of the contract. If the City wishes to make
revisions to the Health and Welfare Provisions, the Union and the City agree
to reopen Article 9 in 2019 to negotiate benefits for 2020-2021.
2. Kaiser Permanente, twenty dollar $20 co-pay/two hundred dollar ($200)
deductible plan, with the City paying the premium up to a maximum amount
the City would pay for the employee's spouse and dependent(s) if the
employee selected the Premera (PPO), whichever is less, with the
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employee paying the remaining amount of the monthly premium for his/her
spouse's and each dependent's medical insurance.
3. Washington Dental Service, Plan F, 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); or the Willamette Dental Plan. The
City will pay up to what it pays for the applicable Washington Dental Service
Plan F for those choosing Willamette.
4. Vision Service Plan (VSP), full family, $10 deductible;
5. Standard Life Insurance for $10,000; and
6. Association of Washington Cities Orthodontics (Plan 1).
All health reimbursement account contributions will cease, if the Affordable Care Act
continues to be counted towards the "Cadillac" tax provisions, regardless if it is an
employee or employer contribution. This change will become effective on January 1St
2022, if no agreement has been made between both parties related to the replacement
medical plan.
The Union agrees to continue to cooperate with the City in the study of cost containment
measures. The City may self -insure medical, dental, and/or vision insurance coverage or
select a new medical, dental, and/or vision insurance plan and shall make every effort to
maintain substantially equivalent benefits at a reasonable cost. The City and the Union
shall meet to explore alternative insurance coverage prior to selecting any new medical,
dental, and/or vision insurance plan. The City recognizes its responsibility to bargain with
the Union the impact of those decisions.
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.
VEBA: The City has adopted the VEBA Medical Reimbursement Plan. The City agrees
to provide a mandatory payroll deduction for this post Retirement Medical Insurance
Trust. All contributions made on behalf of each eligible employee will be 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 a VEBA Membership Enrollment
Form.
The 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. The City will match the employee's first
one percent (1.0%) of employee base wages, semi-monthly. After December 31, 2021,
all contributions to the VEBA plan will cease, if the Affordable Care Act continues to be
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counted towards the "Cadillac" tax provisions. In lieu of the 1 % contribution, the employer
will increase base wages by 0.8%.
Article 10
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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. The employee must give the Chief of
Police, or designee, notice of call for jury duty at the time of notification. 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 forjury 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/her supervisor of his/her status. Employees are not required to
return to the City per diem received for jury duty from the Court.
Article 12
SICK, DISABILITY, BEREAVEMENT, EMERGENCY, AND UNION LEAVE
Section 1. Sick leave credit shall accumulate for eligible employees at the rate eight (8)
hours per month. Sick leave is accumulated a maximum nine hundred and sixty (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, or in accordance with the federal Family
and Medical Leave Act (FMLA) or Washington Family Care Act. Any employee found to
have abused sick leave by falsification or misrepresentation of same shall be subject to
disciplinary action.
a. Employees are required to use accrued paid time off during any state or
federal FMLA absence before using leave without pay.
b. FMLA usage computations will be based upon a rolling twelve (12) month
year beginning on the date an employee takes his/her first FMLA leave.
Section 2. A verifying statement of the employee's physician may be required by the
Chief of Police, or designee, at his/her option, when the employee is absent for three (3)
consecutive days or longer.
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Section 3. Employees incapacitated by illness or injury shall notify the Chief of Police, or
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 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
the father, father-in-law, mother, mother-in-law, spouse, brother, sister, children,
grandchildren, grandparents, grandparents -in-law, step -children, brother-in-law, sister-in-
law, and in situations of loco parentis of the employee. Upon approval of the Police Chief,
or designee, the employee may be eligible to use sick leave if bereavement exceeds three
(3) days. The Director of Human Resources may grant non -precedent setting exceptions,
based upon individual circumstances.
Section 5. An employee shall be allowed use of family sick leave per applicable federal
and state laws.
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, adult
child with a disability, spouse, registered domestic partner, parent, parent -
in -law, or grandparent with a serious or emergency health condition.
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 FMLA as follows:
An employee who has worked for the City at least twelve (12) months, including at least
1250 hours in the last twelve (12) months, may be entitled to twelve (12) workweeks of
paid/unpaid leave in any twelve (12) 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 designee, at least thirty (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.
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While on FMLA, the employee must use all accrued, but unused leave, including sick
leave, vacation, compensatory time, and/or any other paid leave accrued prior to using
unpaid leave.
Use of the above paid leave will apply toward the twelve (12) workweek 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 (12) months of the birth, adoption, or placement of a child. If both
parents are employed by the City, together they are entitled to a total of twelve (12)
workweeks of paid/unpaid leave underthis 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 (12) workweek period.
Time loss due to disability prior to or following giving birth will be assessed towards the
twelve (12) workweek 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 healthcare provider may be required.
Care of a child, parent, or spouse who has a serious or terminal health condition, or to
attend to a person serious health condition. Certification and/or second or third options
by a healthcare provider may be required for leave approval. Recertification may be
required every thirty (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
fifteen (15) days of the date requested. The employee must attempt to schedule his/her
intermittent or reduced leave so as not to disrupt the City's operations.
Section 7. 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 at the employee's then hourly rate.
Section 8. When an employee has accumulated nine hundred and sixty (960) hours, of
sick leave, sick leave shall continue to accumulate at the normal rate of eight (8) hours
per month until the end of the calendar year at which time all sick time accumulated by
the employee in excess of nine hundred and sixty (960) hours shall be paid at twenty five
percent (25%) of the employee's then hourly base rate.
Section 9. In the event of injury or illness for which an employee receives Workers'
Compensation, the employee shall be permitted to use accrued sick leave to supplement
any time loss payment, proportionately, to make up any difference between the amount
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of the time loss check and the employee's regular semi-monthly paycheck (keeping the
employee "whole"). If the total amount of sick leave payments plus time loss payments
exceeds the employee's regular semi-monthly wage, the employee shall be required to
"buy back" their used sick leave by submitting to the City time loss payments from the
State.
When an employee suffers an injury sustained from an act of violence peculiar to the
duties and responsibilities of police support employees and is temporarily, totally
disabled, and unable to work as the proximate result of that on-the-job injury as covered
by Workers' Compensation Industrial Insurance laws, the City shall compensate the
affected employee for his/her regular basic salary (kept on salary as defined by RCW
51.32.090), as if he/she had continued to work, for a period not to exceed one thousand
and forty (1,040) hours from the initial injury, or the termination of the disability, whichever
comes first. This benefit shall only be granted prospectively from the date Workers'
Compensation benefits are applied for, unless the employee fails to make timely
application because of physical incapacitation or for reasons beyond the employee's
control.
Section 10. The City shall pay a five thousand dollar ($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 11. LEAVE FOR UNION BUSINESS. Employees shall be granted time off with
approval of the Chief of Police, or designee, without pay, to attend Union functions
approved by the District.
i'_T"iiC MK3
UNIFORM ALLOWANCE
Employees shall be on the quartermaster system and will be issued their full complement
of uniforms/equipment according to the list of agreed upon items attached to this
Agreement as Appendix B. The City shall replace required uniforms on an as needed
basis, as determined by the Police Chief, or designee. All issued uniforms/equipment are
in ownership of the City and must be returned upon retirement or departure.
All employees on the quartermaster system will be entitled to have up to four items
cleaned per week.
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 rehire for a period of one (1) year after one
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(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 reemployed in the same position, and at the
same step in the salary range, which he/she 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 hours worked in the performance of such duties at Step 1 of the pay
grade of the position being filled or the next highest step that ensures the out -of -class
employee approximately a five (5) percent increase to the maximum of the out -of -class
pay grade. The employee shall be compensated a minimum of four (4) hours at that
higher rate. When the work performed is more than four (4) hours in duration, the
employee shall be compensated for the entire shift.
Section 4. 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. 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 5. 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 6. 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 policy shall have the right to appeal such action through
the grievance procedures.
Section 7. 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 8. LIE DETECTOR TEST. No employee shall be required to take, or be
subjected to, any lie detector test as a condition of continued employment.
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Section 9. 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 10. 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 contract 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 and 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, and 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.
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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 ten
(10) days of the meeting with the employee's immediate supervisor.
Step 2. The grievance shall be reduced to written form, and sent to Human
Resources, 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. The Chief of
Police, or designee, will conduct a meeting within five (5) working days of receipt
of the written grievance. The Chief of Police shall make a decision on the matter
in writing within ten (10) working days from such meeting. Copies of the Chiefs
decision will be furnished to the aggrieved, the Union representative, and the
Director of Human Resources. Grievances involving suspension, demotion, or
discharge shall begin at Step 2.
Step 3. A grievance remaining unresolved after the decision has been rendered
in Step 2 shall be transmitted to Human Resources 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
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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 or 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
timeframes 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.
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.
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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.
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
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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, and/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.
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.
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 forty-eight (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 them in all manner of contracts and relationships with the public and other City of
Auburn employees.
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Application of Discipline. Any formal discipline of employees shall be applied by the Chief
of Police, or his/her designees. Discipline shall include, but not necessarily be limited to,
oral warnings, written warnings, suspensions, demotions, or discharge forjust 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/her 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/she is a witness or a suspect before any interrogation
commences, including information necessary to reasonably apprise him/her
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.
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.
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.
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Article 23
CIVIL SERVICE COVERAGE
The parties hereby agree that full-time employees of the City of Auburn Police
Department in the classifications of Police Services Receptionist; Police Services
Specialist; Parking Control Attendant; Police Services Specialist Supervisor; Animal
Control Officer; and Evidence ID Technician; (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, background 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 9, of the Agreement shall remain in effect.
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 9, 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, 2019, and shall remain in full force and
effect through December 31, 2021. Pursuant to the provisions of RCW 41.56, the City
agrees to commence negotiations with the Union within one (1) month of receiving the
Union's request to bargain for the purpose of negotiating wages, hours, and other terms
and conditions of employment for employees covered by this Agreement.
Signed this 0 day 2019, at
Auburn, Washington.
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City of Auburn
International Association of Machinists
and Aerospace Workers of District
Lodge No. 160
By: By:
Mayor usiness Representative
By:
. 4"L, L't--kL
D ctor of Human Resources/
Risk Management
City Clerk
Approved As To Form:
By:
pS —, City Attorney
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Appendix "A"
STRAIGHT -TIME HOURLY RATE OF PAY
Effective January 1, 2019, the employees represented by this Agreement shall receive
wage increases as follows:
Police Services Specialists — 3% + 2.5% Market Adjustment for a total of 5.5%.
Police Services Supervisors — 3% + 2.5% Market Adjustment for a total of 5.5%.
Parking Control Attendants — 3% + 2.5% Market Adjustment for a total of 5.5%.
Evidence Technicians — 3%
Animal Control Officer - 3%
Effective January 1, 2020, the employees represented by this Agreement shall receive
wage increases of 3%. Additionally, the Police Services Supervisors shall receive 3.5%
market adjustment for a total of 6.5%.
Effective January 1, 2021, the employees represented by this Agreement shall receive
wage increases of 2.7%.
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Appendix "B"
This appendix lists all uniform and equipment items for all Police Services, Evidence/ID
Technicians, Animal Control, and the Parking Enforcement Officer staff members.
QUARTERMASTER SYSTEM (LIST OF UNIFORM AND EQUIPMENT ITEMS)
Receptionist/Police Services Specialist/Supervisors:
Five shirts (combination of short and long sleeve)
Three pair uniform trousers
One sweater, jacket, or vest
One metal nameplate
One pair of shoes or boots (Voucher method up to $125 per year, to be replaced as
needed)
One leather or nylon pants belt
One Auburn Police Identification Card
Evidence Technician Staff:
Four long sleeve uniform shirts
Four short sleeve uniform shirts
Four pair uniform trousers
One uniform sweater (Command Crew -neck)
One uniform coverall
One baseball style cap
One winter uniform jacket
One metal name plate — magnetic attachment — for uniform shirt
One official badge
One pair shoes — black leather, polished toe and heel (Voucher method up to $100)
One pair boots — black leather, polished toe and heel (Voucher method up to $250)
One leather or nylon pants belt
One pair black leather gloves
One Auburn Police Department patch (baseball cap size)
Two Auburn Police shoulder patches for each shirt
Two Auburn Police shoulder patches for winter jacket
One fleece jacket
One Auburn Police Identification Card
Parking Enforcement Officers:
Six Uniform Shirts — At least one (1) must be long sleeve
Four pair of uniform trousers
One baseball style cap
One winter uniform jacket
One rain coat — yellow
One reflective vest
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One uniform nylon windbreaker jacket
One clip -on style tie
One Auburn style Police tie clip
One name plate, metal for uniform shirt
One official badge
One pair shoes — black leather, polished toe and heel (Voucher method up to $100)
One pair boots — black leather, polished toe and heel (Voucher method up to $250)
One duty equipment belt
One nylon or pants belt
Four belt keepers
One pair black leather gloves
One pair winter black leather gloves
One portable radio holder
One flashlight with belt holder
One folding knife with belt holder
One hazmat glove holder for duty belt
One metal citation holder
One holder for "officer daily log book"
One nylon gear bag
One metal forms holder
One nylon key holder
One Auburn Police Identification Card
One pair gortex rain pants
One stripe of appropriate served years stripes for left sleeve of each long sleeved shirt
Two Auburn Police shoulder patches per shirt
Two Auburn Police shoulder patches per sweater
Two Auburn Police shoulder patches per winter jacket
One ballistic vest
Animal Control Officer:
One jacket with hood
Two jumpsuits
Three name badges
Three position badges
Three official Auburn PD badges
One baseball cap
One pair boots
One belt
One underbelt
One cell phone pouch
One glove pouch
One baton with holster
One department cell phone
Twelve belt keepers (6 perjumpsuit)
One key keeper
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One dog -handler gloves
One radio with holster and microphone
One flashlight with charger and holster
One go bag
Six Auburn Police shoulder patches (2 per garment)
Three back labels of "Animal Control' (1 per garment)
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