HomeMy WebLinkAbout5419 RESOLUTION NO. 5419
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 THE AUBURN
POLICE SERGEANTS' ASSOCIATION FOR 2019-2021
WHEREAS, the City of Auburn recognizes the Auburn Police Sergeants'
Association as the exclusive bargaining representative of all employees designated as
employees of the Auburn Police Sergeants' Association; 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 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
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 Auburn Police Sergeants' Association for the
calendar years 2019-2021, which agreement will be in substantial conformity with the
agreement attached as Exhibit A.
Section 2. The Mayor is authorized to implement those administrative
procedures necessary to carry out the directives of this legislation.
Resolution No. 5419
March 27, 2019
Page 1 of 2 Rev 2018
Section 3. This Resolution will take effect and be in full force on passage and
signatures.
Dated and Signed this day of \Q ` , 2019.
CITY OF AUBURN
ANC US, MAYOR
ATTEST: APP'O D AS TO FORM:
040
Shawn Campbell, MMC, City Clerk Steven L. Gross, City Attorney
Resolution No. 5419
March 27, 2019
Page 2 of 2 Rev. 2018
EXHIBIT A
COLLECTIVE BARGAINING AGREEMENT 2019-2021
THE CITY OF AUBURN
AND
AUBURN POLICE SERGEANTS' ASSOCIATION
TABLE OF CONTENTS
ARTICLE 1 - RECOGNITION AND BARGAINING UNIT 4
ARTICLE 2 - ASSOCIATION MEMBERSHIP AND DUES DEDUCTION 4
ARTICLE 3 - ASSOCIATION ACTIVITIES 5
ARTICLE 4 - HOURS OF WORK AND OVERTIME 5
ARTICLE 5 - CLASSIFICATIONS AND SALARIES 9
ARTICLE 6 - HOLIDAYS 11
ARTICLE 7 - VACATIONS 13
ARTICLE 8 - HEALTH AND WELFARE 14
ARTICLE 9 - PENSIONS 17
ARTICLE 10 - JURY DUTY 17
ARTICLE 11 - SICK, DISABILITY, BEREAVEMENT AND EMERGENCY LEAVE 17
ARTICLE 12 - UNIFORMS AND CLOTHING ALLOWANCE 20
ARTICLE 13 - EMPLOYMENT PRACTICES 21
ARTICLE 14 - MANAGEMENT RIGHTS 23
ARTICLE 15 - GRIEVANCE PROCEDURE 25
ARTICLE 16 - WORK STOPPAGES 26
ARTICLE 17 - BULLETIN BOARDS 26
ARTICLE 18 - BILL OF RIGHTS 27
ARTICLE 19 - SAVINGS CLAUSE 29
ARTICLE 20 - ENTIRE AGREEMENT 29
ARTICLE 21 - RETENTION OF BENEFITS 29
ARTICLE 22 - DRUG TESTING 29
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INDEX CONTINUED
ARTICLE 23 -TAKE-HOME VEHICLES 32
ARTICLE 24 - DURATION 34
APPENDIX "A" 35
APPENDIX "B" 36
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AGREEMENT
BY AND BETWEEN
THE CITY OF AUBURN
AND
AUBURN SERGEANTS' ASSOCIATION
2019-2021
This Agreement is between the City of Auburn (hereinafter called the "City") and the
Auburn Police Sergeants' Association (hereinafter called the "Association") for the
purposes of setting forth the mutual understanding of the parties as to conditions of
employment for those employees for whom the City recognizes the Association as the
collective bargaining representative.
ARTICLE 1 — RECOGNITION AND BARGAINING UNIT
1 .1 The City recognizes the Auburn Police Sergeants' Association as the exclusive
bargaining representative for all active employees designated as Commissioned Law
Enforcement Officers, rank of Sergeant, excluding all other employees of the department,
and as certified by the Public Employees Relations Commission Case No. 25190-E-12-
03750.
ARTICLE 2 — ASSOCIATION MEMBERSHIP AND DUES DEDUCTION
2.1 The City agrees to deduct from the paycheck for each employee, who has so
authorized it in writing, the initiation fee and regular monthly dues uniformly required
of members of the Association. The amount deducted shall be transmitted monthly
to the Association on behalf of the employees involved. Authorization by the
employee shall be on a form approved by the parties.
2.2 An employee may revoke his or her authorization for payroll deduction of payments
to the Association by written notice to the City and Association. Every effort will be
made to end the deduction effective on the first payroll, but not later than the
second payroll, after the City's receipt of the employee's written notice.
2.3 The Association agrees to defend and indemnify and save the City harmless
against any liability which may arise by reason of any action taken by the City
and/or Association to comply with the provisions of this Article, including
reimbursement for any legal fees or expenses incurred in connection with such
action, provided that the Association shall have no obligation to defend and
indemnify if the result of the liability is a result of the City's own negligence. The City
will promptly notify the Association in writing of any claim, demand, suit, or other
form of liability asserted against the City and/or Association relating to its
implementation of this Article.
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ARTICLE 3 — ASSOCIATION ACTIVITIES
3.1 The Business Representative of the Association 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
does not interfere with the normal work processes. No Association member shall
conduct any Association business apart from activities related to contract
administration on City time and no Association meetings will be held on City time or
premises unless authorized by the Chief of Police, or designee. Off duty meetings
may be scheduled and held on City premises.
3.2 The City agrees that employees covered by this Agreement shall not be discharged
or discriminated against for upholding Association principles or for performing duties
authorized by the Association, so long as these activities do not interfere with
normal work processes of the City.
3.3 The employer will attempt to allow such members of the Association as may be
designated by the Association, not to exceed three (3), leave from duty without loss
of pay for the purposes of direct participation as members of the Association
negotiating team in labor negotiations with the City of Auburn, including mediation.
Interest arbitration hearings shall also be included under this provision, provided
that such leave shall not result in additional cost to the City.
3.4 The Association shall have access and use of a copy machine through City
Administration at $.15 per copy.
ARTICLE 4 — HOURS OF WORK AND OVERTIME
4.1 Hours of Duty — The Chief of Police shall establish regular work schedules for the
members of the bargaining unit, such that the working hours for the employees shall
be equivalent to forty (40) hours per week on an annualized basis. The normal
workday shall be inclusive of the lunch period. While this section shall be construed
as a waiver regarding the scheduling of individual employees to shifts, it shall not be
construed as a waiver of the Association's right to demand bargaining over City
proposed changes in the length of the work shifts themselves.
4.2 Shift Schedule — Patrol Sergeants shall work twelve (12) months on their primary
shift schedules. Patrol Sergeants shall bid annually for their primary shift schedules
based on seniority within the Sergeant classification.
4.3 Police Sergeants currently in the detective assignment shall work four (4)
consecutive days followed by three (3) consecutive days off, with Saturday and
Sunday off. This schedule shall consist of ten (10) continuous hours inclusive of
lunch periods.
The City requires minimum staffing levels in the Detective Division, Monday through
Friday, in order to efficiently operate the 4/10 work schedule. Therefore, voluntary
time off shall not be granted when it would put the minimum staffing levels below
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one (1 ) Sergeant for the entire Detective Division, or one (1 ) Officer in Charge
(OIC). Furthermore, the City is not required to backfill for overtime if for some
unforeseeable or uncontrollable reason minimum staffing levels are not met.
Additionally, Investigations Sergeants are considered non-essential employees on
holidays per Section 6.2 of the current CBA. Therefore, if an Investigations
Sergeant elects to work on a holiday, as set forth in Section 6.1, he/she shall be
compensated at his/ her regular hourly rate of pay and shall bank the holiday.
The Police Chief, or designee, reserves the right to discontinue the 4/10 work
schedule program at any time. The Association shall not file a grievance if the
Police Chief, or designee, discontinues the 4/10 work schedule for a Sergeant or for
the entire detective assignment. The Police Chief, or designee, shall provide two
(2) weeks notice when the decision is made to revert back to a five (5) day on and
two (2) day off schedule or a 9/80 schedule. Furthermore, the Police Chief, or
designee, may change the Investigations Sergeants' scheduled day off with seven
(7) days notice.
4.4 Training:
a. Training will be scheduled during the employee's regular shift whenever
reasonably feasible.
b. If training cannot be reasonably scheduled during the employee's regular
shift, it will be scheduled so that employees have a minimum of eight (8)
hours of separation between the end of the employee's work shift and the
beginning of the training session. Similarly, there shall be a minimum of
eight (8) hours of separation between the end of the training session and the
beginning of the employee's next scheduled shift. This requirement may be
waived upon the voluntary written request of an employee.
c. The parties agree that the administration may alter an employee's regular
days off schedule to accommodate training; provided that the employee is
given seven (7) days notice of the alteration, and provided further that any
days off must be rescheduled before the end of the pay period during which
the rescheduling occurred. The Sergeant may choose to schedule his/her
days off during the succeeding pay period upon approval of the Police Chief,
or designee.
4.5 Overtime — Except as otherwise provided in this Article, employees shall be paid at
the rate of time and a half (11/2) of their regular rates of pay, inclusive of longevity,
education. and premium pays, as defined by the FLSA for:
a. All hours worked outside the regularly assigned shift in any one day.
b. All hours worked on a regularly, scheduled day off; and
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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.
All overtime must be authorized by the Chief of Police, or designee. In all cases to
compute overtime, or pay at an overtime rate, the nearest one-quarter (1/4) hour
shall be used.
Overtime work at the Sergeant's level shall first be offered to Sergeants before it is
given to a Police Officer on an out-of-class basis. Sergeants will notify their
supervisor of the steps taken to fill the vacancy. There shall be no remedy for
violations of this Section committed by a Sergeant.
4.6 Compensatory Time — Payment for authorized overtime hours worked shall be pay
or compensatory time at the employee's option, such option to be exercised at the
time earned.
Compensatory time shall be earned and accumulated at the rate of one and one-
half (11,4) hours for each overtime hour worked; provided that the maximum
allowable accrual shall be one hundred and twenty (120) hours of compensation.
All compensatory time accumulated by an employee in excess of forty (40) hours as
of the 15th of November shall be paid at the employee's then current rate of pay at
the last payday of November. At the option of the employee, any or all of the
remaining forty (40) hours may be paid at that time, but no more than forty (40)
hours of accumulated compensatory time shall be carried past the 30th of
November.
The parties agree that it is unduly disruptive to the operations of the Auburn Police
Department for employees to give less than forty-eight (48) hours written notice of
their intent to use up to two (2) days of compensatory time off and an additional day
of notice for every consecutive compensatory day off thereafter. This section shall
be construed so that, for instance, the use of five (5) consecutive days of
compensatory time off will require that the employee give the department a
minimum of five (5) days written notice of his/her intent to do so. Compensatory
time off can be used by employees with less notice, provided they obtain
authorization from the Chief of Police, or designee.
The parties agree that it is unduly disruptive for employees to request the use of
compensatory time off on any recognized holiday as set forth in Article 6 Section 1 ,
when the granting of such time off would require the City to force another employee,
who is not scheduled to work, to cover the shift.
4.7 Callback — If an employee is called back to duty, he/she will be guaranteed a
minimum of three (3) hours at one and one-half (11,4) his/her hourly regular rate.
Unscheduled callback shall begin the moment the employee gets the call and will
end once the employee leaves the work site. The employee must have a minimum
of eight (8) consecutive hours of separation between a callback and a regular duty
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assignment. The eight (8) hours separation can be at either end of the callback and
the corresponding regular duty shifts.
4.8 Court Time — An employee required to testify in court on behalf of the Auburn Police
Department during off duty hours shall be paid a minimum of four (4) hours at one
and one-half (11/2) times his/her hourly regular rate of pay for such attendance,
except where such attendance is an extension of the end of his/her regularly
scheduled shift, at which time, normal overtime procedures will apply. Minimum
court time shall be paid unless the court appearance cancellation information is
available to the employee by 5:00 p.m. the day before a required appearance. For
court attendance, paid time shall be based on portal-to-portal from the Auburn
Police Department to the court and return.
4.9 Standby — The City and the Association agree that the use of standby time shall be
consistent with sound law enforcement practices and the maintenance of public
safety. Employees formally placed on standby status shall be compensated on the
basis of four (4) hours straight-time pay for eight (8) hours or fraction thereof. If an
employee is actually called back to work, normal overtime shall apply. Employees
will be compensated when called back either through normal overtime or four (4)
hours straight time, whichever is greater. Employee's who are '`engaged to wait"
within the meaning of the FLSA, and are restricted in their movement. shall have all
such time considered as time worked at either the overtime or regular rate of pay as
the circumstances warrant.
4.10 Cancellation of Court Appearance — When an employee complies with all
departmental procedures on the day prior to a court appearance, and is notified on
that date that the court appearance is still scheduled for the next day, the employee
shall be entitled to receive the minimum payments provided by this Agreement even
if the court appearance is thereafter canceled.
4.11 Extra Duty — From time to time, outside organizations/businesses may request
specific support from the City (e.g. security, traffic control, etc.) that may require
participation by the City's Police Department. Provisions of 29CFR Chapter V,
Wage and Hour Division, Department of Labor, Part 553, Section 227, and
referenced paragraphs of the Act will govern extra duty.
(1) Extra duty may only be performed when assignments are solely at the
option of the individual Sergeant.
(2) Sergeants performing extra duty are performing duties in the capacity of
commissioned officers.
(3) Extra duty may only be performed/scheduled so that the employee has
a minimum of six (6) consecutive hours of separation between an extra-
duty assignment and a regular duty assignment. The six (6) hours
separation can be scheduled at either end of the extra-duty assignment
and the corresponding regular duty shifts. If the employee performs two
(2) consecutive days of extra duty during the employee's regular work
week, it is mandated that there be a minimum eight (8) hour rest period
before the beginning of the next consecutive duty shift. Similarly, there
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shall be a minimum of eight (8) hours separation between the end of the
extra-duty employment and the beginning of the employee's next
scheduled regular shift should two (2) consecutive days of extra-duty
employment be worked.
(4) The City and the Association will periodically negotiate Sergeants' rate
of pay for extra duty. Applicable taxes (federal withholding, FICA, etc.)
will be withheld from that amount. Additional charges (i.e. L&I,
employment taxes, pay at an overtime rate, minimum pay, holiday pay,
administration fees, cancellation notice charges, etc.) will be added to
the bill rate for outside organizations to cover payment of those costs.
(5) Finance will be provided a copy of all documents changing negotiated
rates of pay with a minimum of one pay period before implementation.
4.12 Daylight Savings Time. Employees who work a longer shift when the clocks are
moved back one (1) hour to Pacific Daylight time in the fall will be paid for the time
in excess of the employee's normal workday at the overtime rate of pay.
Employees who work shorter shifts when the clocks are moved forward to Pacific
Daylight time in the spring will have the option of choosing to work an additional
hour so that the employee works a 10-hour shift or to use one (1) hour of paid time
off (e.g. vacation, compensatory time, holiday banked, etc., but not sick) at the
employee's discretion.
ARTICLE 5 — CLASSIFICATIONS AND SALARIES
5.1 Employees covered by this Agreement shall be compensated in accordance with
the pay plan attached to this Agreement and marked Appendix "A". This Appendix
shall be considered a part of this Agreement. Paydays for employees covered by
this Agreement shall be on the 8t" and 23rd of each month.
5.2 A premium pay in the amount of four percent (4%) shall be applied to the straight
time hourly base wage for each Sergeant assigned to Valley SWAT. Premium pay
in the amount of six percent (6%) shall be applied to the straight-time hourly base
rate for each Sergeant assigned as Defensive Tactics Instructors. In no event will
any employee receive more than ten percent (10%) premium pay regardless of the
number of specialty assignments he/she holds.
A premium pay in the amount of three percent (3%) shall be applied to the straight-
time hourly rate for each employee who passes a City-approved bilingual
examination while said employee is certified. Employees who successfully pass the
initial examination will be required to recertify every other year. The employee shall
pay for their own certification test. If the employee passes the certification, the City
shall reimburse the employee for the expenses of the test. Further, the employee
shall demonstrate proficient use of sign language or fluently speak one or more of
the following languages: Spanish, Chinese, Russian, Japanese, Korean, German,
French, Ukrainian, Arabic, Farsi, Vietnamese, Laotian, or any other language as
approved by the Chief of Police. The City and Union agree that no more than six
(6) certified interpreters shall receive bilingual compensation at any one time.
Should there be more than six (6) employees who qualify as certified interpreters
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under this provision, the City will determine who is to receive the premium based on
proficiency (test scores) and the need for the employee's particular language skill.
Hazard Pay: When a Crime Scene Team, and/or Civil Disturbance Unit (CDU)
callout/deployment is made, the responding members will receive double time at
their regular rate of pay for the duration of the callout/deployment. Double time
does not apply for any type of CDU or Crime Scene Team training.
The City will seek input from supervisory and command personnel before making
assignments of personnel to the specialty assignments in Article 5.2 of the labor
agreement, provided that the parties recognize that the Chief of Police retains the
ultimate right to select which Sergeants will be assigned to those duties.
The Chief of Police has the authority to remove an employee from a specialty
assignment if said employee has continuously exhibited that he/she does not
demonstrate the knowledge, skills, abilities, and/or behaviors necessary to complete
the requirements of the assignment. The Chief of Police may remove the employee
after documented coaching and counseling: and agreed upon, and mutually signed,
performance improvement expectations. Removal for failure to meet the agreed
upon expectations will not be considered discipline. The member has the right to
guild representation during this process.
5.3 Employees hired prior to January 1 , 1996, assigned the job classification of
Sergeant who have completed courses with a passing grade toward a degree shall
be paid a percentage of their straight-time hourly rate as educational incentive
based on the following schedule: 30 credits — 2%; 60 credits — 4%; AA Degree —
6%. College credits are defined as those credits that could be applied as general
education requirements towards earning a degree (AA/BA/BS). Generally, these
are courses number 100 and above. Courses that must be passed in order to
qualify to enroll in introductory general education requirements (100-level courses)
cannot be applied to this education incentive.
Employees hired on or after January 1 , 1996, shall be paid a percentage of their
straight-time hourly rate as educational incentive based on the following schedule:
job-related AA Degree 4%; BA or Master's Degree 6%. Associates degrees must
be job-related. AA Degrees for which the City will pay education incentive as
currently listed are: Criminal Justice (Law & Justice, Society & Justice) Sociology,
Criminology, Psychology, Business, Political Science, and/or Public Administration.
The City realizes that from time to time, AA Degree names change and, at its sole
discretion, will review the curriculum of other like AA Degrees to determine if the
content meets the intent of this Agreement.
Education incentive pay shall be paid to employees only after the City has received
an official transcript from the educational institution verifying the credits or degree
received. Any official document from a person authorized to grant credits and
degrees from such college or university may be accepted in lieu of the official
transcript, provided it is sent directly to the Police Chief and certified as true and
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correct. The City will reimburse employees for the cost of the transcripts, provided
the employee produces a receipt or copy of a canceled check.
Employees in the Association will be eligible to receive tuition reimbursement of a
maximum of three thousand dollars ($3000.00) per calendar year in accordance
with the procedures specified in City Administrative Policy 200-50 - Tuition
Reimbursement.
5.4 Longevity pay shall be applied to the straight-time hourly base rates of all
employees covered by this Agreement who have completed continuous service in
accordance with the following schedule:
5 Years 8 Years 10 Years 14 Years 17 Years 20 Years 25 Years
2.0% 3.5% 5.0% 6.5% 8.0% 9.0% 10%
ARTICLE 6 — HOLIDAYS
6.1 The following eleven (11) days are designated as holidays:
New Year's Day Veteran's Day
Lincoln's Birthday Thanksgiving Day
President's Birthday Day after Thanksgiving
Memorial Day Christmas Day
Independence Day Martin Luther King Day
Labor Day
6.2 An employee who is required to work on a on a holiday will receive holiday pay if
the start of the employee's shift began on the designated holiday, as set forth in
Section 6.1 . Furthermore, holiday pay will continue if the employee is required to
work past his/her scheduled shift.
For example, an employee that is regularly scheduled to work a graveyard shift and
works on December 31st begins his/her shift at 2000. The shift continues through
0600 on January l st. This employee will not receive holiday pay. However, that
same employee works the same shift on January 151 and begins his/her shift at
2000 and works through 0600 on January 2nd. The employee will be compensated
at the rate of two and one-half (21/2) times the employee's regular hourly rate of pay
for each hour worked inclusive of the pay for the holiday worked. In addition, if that
employee were to be held over to work overtime, the overtime will be compensated
at the rate of two and one-half (2'/1) times the employee's regular hourly rate of pay
for the amount of hours that the employee works overtime.
The compensation for holiday pay is two and one-half (2'/2) times the employee's
regular hourly rate of pay for each hour worked inclusive of the pay for the holiday
worked. Employees shall have the option to be paid at two and one-half (21/2) times
the employee's regular rate of pay for all hours worked or be paid one and one-half
(11/2) times the employee's regular rate of pay and bank the hours worked.
"Required to work" is defined as having been directed to work by the Chief of Police,
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or designee. Employees shall accrue and take holidays on a basis equivalent to the
assigned shift hours (e.g., employees on 8-hour shifts shall accrue and take eleven
8-hour holidays per calendar year and employees on 10-hour shifts shall accrue
and take eleven 10-hour holidays per calendar year, etc.).
When a holiday falls on an employee's regularly scheduled day off, he/she shall
receive holiday hours as indicated above. Employees not required to work will
observe the holiday on the date listed below or bank the holiday. If the employee
that was not required to work (either because it was their regularly scheduled day
off or the employee had requested to take the holiday off) is called back into work
on the holiday, the employee that is called into work shall receive two and one-half
(21/2) times the employee's regular rate of pay for all hours worked. However, the
number of banked holiday hours, or holiday hours taken, will be reduced by the
number of hours worked.
For example, an employee is not required to work on the holiday. The employee is
called back to work and works the minimum three (3) hours call back. The City
shall pay the employee two and one-half (21/2) times the employee's regular rate of
pay for the three (3) hours of call back and the employee shall bank seven (7) hours
of holiday. Another example is for an employee that is scheduled to work the
holiday, but has requested. and received permission, to take the scheduled day off
on a holiday. The employee is called back to work on the holiday and works four (4)
hours on the holiday. The City shall pay the employee two and one-half (21/2) times
the employee's regular rate of pay for the four (4) hours worked and the employee
shall only take six (6) hours of holiday leave taken.
Further, the employee that works on a scheduled day off, as specified in the two
examples above, shall have the option to be paid at two and one-half (21/2) times the
employee's regular rate of pay for all hours worked or be paid one and one-half
(11/2) times the employee's regular rate of pay and bank the hours worked. This
option is at the employee's discretion (with the caveat that if the source of the
funding for the overtime prohibits converting money into hours, then the employee
must be paid the two and one-half (21/2) times and not have the option of being paid
one and one-half (11/2) times the employee's regular rate of pay and bank the hours
worked). The option of paying two and one-half (21/2) times the employee's regular
rate of pay or be paid one and one-half (11/2) times the employee's regular rate of
pay and bank the hours worked does not apply to the non-required employees that
elect to work on a holiday as specified in the paragraph below. However, both
parties agree that if a non-required employee elects to work a holiday, and is held
over past a ten (10) hour shift, then the employee shall be compensated at two and
one-half (21/2) times the employee's regular rate of pay for all hours over the ten (10)
hour shift.
Employees may accrue up to a maximum of one hundred and forty (140) hours of
holiday leave, but in no event shall an employee accumulate in excess of one
hundred and forty (140) hours unless, through no fault of the employee he/she was
not able to take the leave. Non-essential employees that elect to work on a holiday,
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as set forth in Section 6.1 , shall be compensated at his/her regular hourly rate of
pay and shall bank the holiday.
6.3 The designated holiday shall be:
New Year's Day January 1
Martin Luther King Day Third Monday in January
Lincoln's Birthday February 12
President's Birthday Third Monday in February
Memorial Day Last Monday in May
Independence Day July 4
Labor Day First Monday in September
Veteran's Day November 11
Thanksgiving Day Fourth Thursday in November
Day after Thanksgiving Friday after Thanksgiving
Christmas Day December 25
6.4 Employees terminating service after completion of probation shall receive
compensation for vested, unused holiday time.
ARTICLE 7 - VACATIONS
7.1 Annual vacations with pay shall be granted to eligible employees on the following
basis: for service less than one (1) year vacation leave credit shall accrue at the
rate of one (1) working day for each month of continuous service commencing from
the date of most recent employment with the City; for continuous service of more
than one (1) year, vacation leave credit shall accrue at the following rate:
1 to 5 years of continuous service 120 hours per year
6 to 10 years of continuous service 144 hours per year
11 to 15 years of continuous service 176 hours per year
16 to 20 years of continuous service 192 hours per year
Over 21 years of continuous service 208 hours per year
Employees shall take vacation leave on a half ('/z) hour basis. A "working day" shall
be equal to eight (8) hours.
7.2 In no event shall an employee accumulate unused vacation leave in excess of two
(2) year's annual vacation leave. Payment for up to five (5) days of accrued and
unused vacation leave shall be made to an employee where the employee, through
no fault of the employee, was not able to take all of his/her accrued annual vacation
leave during the year authorized.
7.3 Vacation leave shall be scheduled by seniority within the Sergeant classification
within the assigned division.
7.4 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
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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 employee.
7.5 An employee who qualifies for military leave will be provided leave at a
compensation rate of one (1) full day regardless of when the employee's shift starts
or if the shift continues into the next calendar day in which the employee has been
granted military leave. For example, an employee who works a shift that crosses
calendar days (i.e. a 6:00 PM to 4:00 AM shift), and misses any part of the shift for
military duty, will use one (1) day of the allotted paid military leave days for the
entire shift of the military leave. This shall be interpreted as a shift for a shift.
ARTICLE 8 — HEALTH AND WELFARE
8.1 A healthcare, dental care, orthodontics, and life insurance program shall be granted
to eligible employees and their dependents. Except for group medical insurance for
spouse and children as provided in Section 8.2 herein, the cost shall be paid by the
City.
Said program may consist of:
a. Premera PPO, Kaiser Permanente, or substantially equivalent plan(s) by
mutual agreement. Effective December 31 , 2019, the Premera PPO plan will
no longer be offered.
b. Effective January 1 , 2020, Premera $250/$750 Deductible, Premera
$1 ,500/$3,000 High Deductible Plan, Kaiser Permanente, or substantially
equivalent plan(s) by mutual agreement.
c. The employee's choice of Washington Dental Service Plan F w/Orthodontia
Plan 1; or the Willamette Dental Plan, or substantially equivalent plan(s) by
mutual agreement. The City will pay up to what it pays for the Washington
Dental Service Plan F for those enrolled in the Willamette Dental Plan.
d. Vision Services Eye Care, or substantially equivalent plan(s) by mutual
agreement; and
e. Life Insurance with a death benefit level of $30,000.
The parties are aware that the "Cadillac" tax provisions of the Affordable Care Act, if
implemented, would impose a heavy tax burden on the City beginning in 2022. In
order for the parties to address that burden, this article shall be reopened at the
request of either party to negotiate for the purpose of arriving at a mutually
satisfactory replacement medical plan (including any related HRA contributions) for
2022. This reopener is subject to the following:
o If the parties fail to reach agreement on the replacement medical plan prior to
January 1 , 2022, all health reimbursement account contributions will cease, if
the Affordable Care Act continues to be counted towards the "Cadillac" tax
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provisions, regardless if it is an employee or employer contribution. This
change will become effective on December 315t, 2021, if no agreement has
been made between both parties related to the replacement medical plan.
The Association 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 Association shall
meet to explore alternative insurance coverage prior to selecting any new
medical, dental, and/or vision insurance plans. The City recognizes its
responsibility to bargain with the Association the impact of those decisions.
The Association will appoint one (1) member to the City's Healthcare Cost
Containment Committee.
8.2 Each employee who enrolls his or her spouse or eligible children in the Premera
PPO, $250/$750 Deductible Plan, or the $1,500/$3,000 High Deductible Plan shall
pay ten percent (10%) of the premium cost each month. The City's contribution
toward medical insurance for spouse and children shall be a maximum of ninety
percent (90%) of what it would pay of the applicable PPO Plan. The City shall
continue to make available the AWC Kaiser Permanente (Plan 3 - $20 copay/$200
Deductible Plan) medical insurance plan for those employees who elect to enroll
themselves and their dependents. The City shall pay the premium up to a
maximum amount the City would pay for the employee's spouse and dependent(s)
if the employee selected PPO, whichever is less, with the employee paying the
remaining amount of the monthly premium for his/her spouse's and each
dependent's medical insurance.
The following is the employer VEBA contribution for those employees and their
dependent(s) that enroll on the Premera $1,500/$3,000 High Deductible Plan for the
duration of this contract:
• Employee Only: $33.33 per month
• Employee + Spouse: $82.94 per month
• Employee + Spouse + 1 Child: $120.08 per month
• Employee + Spouse + 2 or more Children: $149.61 per month
• Employee + 1 Child: $66.67 per month
• Employee + 2 or more Children: $66.67 per month
Effective April 1, 2019, eligible employees may opt out of medical insurance
coverage, providing that proof of current medical insurance is provided and a waiver
of coverage is initiated. Alternate medical coverage must be maintained. Proof of
current medical coverage will be required at least annually. However, the City may
require proof at any time. If the employee opts out of medical coverage, the City
shall make a cash payment of $200 per month to those employees that elect to opt
out of medical.
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8.3 Domestic Partner Coverage: State-registered domestic partners and eligible
dependent(s) enrolled in the PPO Premera Plan, $250-$750 Plan, $1 ,500/$3,000
Plan, or AWC Kaiser Permanente Plan 3 ($20 co-pay) will have monthly premiums
paid at the same level as spouses and dependent(s) in paragraph 8.2 above.
8.4 Indemnity and Defense:
a. CIVIL CLAIMS: The City shall provide legal counsel or reasonable attorney's
fees for representation and defense of civil lawsuits and hold employees
harmless from any expenses, connected with the defense settlement or
monetary judgments from such actions, claims, or proceedings arising out of
or incident to acts and/or omissions occurring while the employee was acting
in good faith in the performance or purported failure of performance of his/her
official duties or employment and provided further that the employee was not
engaging in criminal or malicious misconduct. A criminal conviction shall be
deemed conclusive proof of criminal misconduct for the purposes of this
section.
b. INQUESTS: In an Inquest called by the King County Executive (or delegate)
arising out of the use of force, the employee shall meet with the City Attorney
to discuss legal representation for the employee during the Inquest. After
that meeting, if the employee elects to select his/her own representation, the
City will pay for reasonable legal services provided that the employee has
acted in good faith in the performance or purported failure of performance of
his/her official duties; and provided further that the employee was not
engaging in criminal misconduct. The attorney selected by the employee
must have a high level of experience in representing law enforcement
officers in the use of force. The City shall have a reasonable right to approve
the choice of counsel in light of the requirements described herein; enter into
a third party payer agreement with the employee's private counsel; to review
billings for such representation; and approve all payments in writing.
c. In the event outside counsel is retained by the employee and the employee is
subsequently convicted of a crime or it is determined by a court of competent
jurisdiction that the employee was not acting in good faith arising out of the
facts giving rise to the Inquest, the City shall be entitled to recover attorney's
fees and costs it has expended on the employee's behalf from the employee.
8.5 Disability Insurance — The employer shall provide for a mandatory payroll deduction
for a disability plan selected periodically and administered by the Association,
unless the employee has previously opted out of paying union dues. Participation
will begin from the date of employment with the City.
8.6 The City has adopted the VEBA Medical Reimbursement Plan for all commissioned
employees who do not have a military medical retirement 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 based on
the individual's annual base salary. It is understood that all defined eligible
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employees will be required to sign and submit to the City a VEBA Membership
Enrollment Form.
The VEBA Plan shall be funded by a semimonthly employee contribution of one
percent (1%) base pay period salary and an employer contribution of one percent
(1%) base pay period salary. Additionally, the City will contribute two percent (2%)
of base pay period salary into deferred compensation, subject to any contribution
caps or limitations opposed by applicable law, if the employee chooses to match the
contribution.
In addition, to the current semimonthly contribution method of base annual salary
listed above, both parties agree to the following additional contribution method:
Retirement contribution: All employees covered by this Agreement, who separate
in good standing from the City and are of a LEOFF retirement-eligible age, shall
transfer unused, accumulated sick leave in accordance with Article 11 .6 and any
vacation cash out into the VEBA trust. After December 31, 2021, all contributions to
the VEBA plan will cease, if the Affordable Care Act continues to be counted
towards the "Cadillac" tax provisions.
ARTICLE 9 — PENSIONS
9.1 Pensions for employees and contributions to pension funds shall be provided in
accordance with the laws of the State of Washington for eligible employees.
ARTICLE 10 — JURY DUTY
10.1 Time off with pay will be granted for jury duty. Employees shall be required to
report for work for any portion of their regularly scheduled shift during which they
are not actually serving on a jury or waiting to be impaneled if a reasonable amount
of time remains on that shift in light of the court's location. The employee is
required to contact his/her supervisor, who will make the determination.
In order to be eligible for such payments, the employee must submit a written
statement (subpoena, etc.) from the appropriate public official (court clerk, etc.)
showing the date and time served and the amount of jury pay recovered. The
employee must give the Chief of Police, or designee, prompt notice of call for jury
duty. Employees are not required to return to the City per diem received for jury
duty from the Court.
ARTICLE 11 — SICK. DISABILITY, BEREAVEMENT, AND EMERGENCY LEAVE
11 .1 Sick leave credit shall accumulate for eligible employees at the rate of eight (8)
hours per month. Sick leave is accumulative to a maximum of nine hundred sixty
(960 hours), except as provided in Section 11 .7 below. Sick leave credit may be
used for time off with pay for bona fide cases of incapacitating sickness or injury
and for the period of disability resulting from pregnancy or childbirth, or in
accordance with the federal Family and Medical Leave Act or Washington Family
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Care Act. Any employee found to have abused sick leave by falsification or
misrepresentation shall be subject to disciplinary action. Employees shall take sick
leave on a half (1/2) hourly basis.
a. Employees are required to use accrued paid time off during any state or
federal Family and Medical Leave (FML) absence before using leave without
pay.
b. FML usage computations will be based upon a rolling twelve (12) month year
beginning on the date an employee takes his/her first FML leave.
11 .2 A verifying statement from the employee's physician may be required by the Chief
of Police, at his/her option, whenever an employee claims sick leave for more than
three (3) consecutive days or longer. In requiring a physician's statement, the
Chief, or designee, shall do so for the purpose of ensuring that employees are
utilizing sick leave benefits for the purposes intended by this Agreement.
11 .3 Employees incapacitated by illness or injury shall notify the Chief of Police, or
designee, as far in advance of their scheduled starting time as possible that he/she
is to report for duty. During periods of extended illness, employees shall keep the
Chief of Police, or designee, informed as to their progress and potential date of
return to work.
11 .4 An employee shall be allowed up to three (3) days bereavement plus three (3) days
chargeable sick leave for death in the immediate family requiring his/her presence
upon the approval of the Chief of Police. Immediate family shall include the father,
father-in-law, mother, mother-in-law, spouse, brother, brother-in-law, sister, sister-
in-law, children, step-children, grandparents, grandparents-in-law, grandchildren, or
step-parents. A domestic partner, as defined by state law, shall receive the same
rights as a legally married spouse for the purposes of this section of the Agreement.
11.5 An employee may use up to twelve (12) workweeks of leave each rolling year in
accordance with the provisions of the federal Family Medical Leave Act (FMLA),
Washington Family Leave Act, and City Policies and Procedures as follows:
An employee who has worked for the City at least twelve (12) months, including at
least one thousand, two hundred and fifty (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 the leave is to begin. 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 FML, 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 the entitlement. Upon return from the leave, the employee
is entitled to return to the same, or comparable, with the same level of
compensation, 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 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 (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, and/or spouse who has a serious or terminal health
condition, or to attend to a personal serious health condition.
Certification and/or second or third opinions by a 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
workweek 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 operation.
11.6 For employees hired into the City prior to December 1, 1993, upon retirement,
death, or termination of good standing (not termination for cause) the employee
shall be reimbursed at current rate of pay for unused, accrued sick leave up to a
maximum of nine hundred and sixty (960) hours in accordance with the following
schedule based on continuous years of service:
Upon Completion of Percent of Accrued
Years of Service Unused Sick Leave
25 years and over 100%
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Employees hired into the collective bargaining unit after November 30, 1993, shall
be reimbursed at the current rate of pay for unused, accrued sick leave up to a
maximum of nine hundred and sixty (960) hours in accordance with the following
schedule based on continuous years of service:
Upon Completion of Percent of Accrued
Years of Service Unused Sick Leave
0 — Completion of 14 Years 0%
14 years and over Upon retirement (meaning separation in good
standing and LEOFF retirement-eligible age),
death, or disability retirement, thirty-five (35%)
25 years and over With a minimum of four hundred and eighty (480)
hours of banked, unused sick leave, upon
separation from employment in good standing,
fifty percent (50%).
The reimbursement shall be in accordance with Article 8.6, Retirement
Contributions. After December 31, 2021, all contributions to the VEBA plan will
cease, if the Affordable Care Act continues to be counted towards the "Cadillac" tax
provisions.
11.7 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, and
actually cashed out, at twenty-five percent (25%) of the employee's then hourly
base rate.
11.8 When an employee covered by the LEOFF II Retirement System is temporarily,
totally disabled and unable to work as the proximate result of an on-the-job injury as
covered by Washington State Workers' Compensation Industrial Insurance laws,
the City shall compensate the employee for his/her regular 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, 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.
ARTICLE 12 — UNIFORMS AND CLOTHING ALLOWANCE
12.1 One (1) member of the Association shall be selected as a representative to the
uniform and equipment committee. Selection of the committee will be by an
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agreement between the Assistant Chief and the Association President. (The
committee will meet on an as needed basis at least once per year.)
The committee will be responsible for reviewing requests for changes to the
equipment/uniform list(s) for general patrol and recommending changes, provided
they are consistent with the budgetary guidelines as determined by the Chief of
Police.
Technological advances and equipment changes will require special attention.
Uniform and equipment standards need to be kept up-to-date. All requests for
uniform/equipment replacement shall be submitted to the employee's immediate
supervisor. Requests for uniform/equipment replacement will be completed as soon
as reasonably possible. The Chief, or designee, will designate the
uniform/equipment supplier(s). Uniforms and equipment will only be
purchased/obtained from the designated supplier(s), including voucher items.
Specialty units may utilize specialty outlets/sources for some equipment needs.
12.2 Sergeants will be on a Quartermaster System and will be issued their full
compliment of uniforms/equipment according to the list of agreed upon items in
Appendix B that may change from time to time, as determined by the Uniform and
Equipment Committee. The quartermaster issued lists of uniform and equipment
items shall be reduced to writing (as they are established, changed, and signed by
the signatory parties to this agreement). All uniforms/equipment are owned by the
City.
12.3 Sergeants will be entitled to have up to four (4) uniform items cleaned per week.
12.4 Non-uniformed personnel will be given a clothing allowance of one percent (1%) per
month of the employee's monthly base pay and are entitled to have up to four (4)
items dry cleaned or may have three (3) items dry cleaned and five (5) shirts
laundered per week for maintenance of business attire. The Chief of Police will set
the standards for appropriate business attire for the Department. The uniform
committee will make recommendations to the Chief of Police on business attire.
When casual attire is adopted, once implemented, affected personnel will be
entitled to have up to three (3) items dry cleaned or may have two (2) items dry
cleaned and two (2) shirts laundered per week for maintenance of business attire.
Appropriate business attire shall include casual attire for non-uniformed employees.
The Chief of Police has the discretion of approving the attire items recommended by
the committee. Non-uniformed personnel will be on the Quartermaster System and
will be issued clothing/equipment according to the list of agreed upon items.
ARTICLE 13 — EMPLOYMENT PRACTICES
13.1 Layoff. Whenever employees are appointed to a classification effective the same
date, seniority shall be established by the highest average on the total examination.
If the averages are equal, rank order will be established in accordance with Civil
Service Rule 10. Personnel reductions through layoff procedures and reinstatement
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from such layoffs shall be in accordance with the Civil Service Rules and
Regulations of the City of Auburn.
13.2 Seniority. Whenever employees are appointed to a classification effective the same
date, seniority shall be established by the highest average on the total examination.
If the averages are equal, rank order will be established in accordance with Civil
Service Rule 10.
13.3 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 at
that higher rate when the work performed is one (1) hour or more in duration.
13.4 Tobacco Use. Tobacco use, including the use of any vapor devices, shall not be
allowed in City vehicles or buildings. However, smoking is allowed in designated
smoking areas. It is the intent of the parties to continue to comply with the City's
tobacco use policy.
13.5 Probationary Periods. Probationary periods upon promotion and/or new hire shall
not exceed one (1) year and may not be extended without the written agreement of
the Association. However, if the Association does not agree to extend the
probation, the Chief of Police may terminate the probation Sergeant's promotion. A
probationary period shall be extended for the number of workdays equal to the
number of workdays an employee was unable to perform as a probationary
Sergeant on a full duty status in excess of ten (10) workdays during the
probationary period. During a promotional probationary period, an employee may
be reverted to his/her former classification and such reversion shall not be subject
to the grievance procedure.
13.6 Employees called in to work while on approved vacation or holiday off will be
compensated at the appropriate overtime rate for hours worked and given credit for
hours worked on their vacation/holiday time accounts.
13.7 Promotional Examinations:
All promotions to positions outside of the bargaining unit shall be based solely on
merit, efficiency, and fitness, ascertained by open competitive examination.
Examinations shall fairly, objectively, and comprehensively test for qualifications for
the position.
A general description of the process and methods of examination (i.e.
written, oral, assessment center, etc.) and identification of any
portions for which a passing grade is required. weight assigned by the
City to each component, minimum passing scores for any such
portion, and minimum passing scores for the entire examination shall
be included in the official examination notice, which shall be provided
to the Association and posted conspicuously in the police station not
less than thirty (30) days prior to the examination.
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The examination shall be prepared and administered by persons who are qualified
by reason of suitable career experience. The identities of all examination
participants shall be concealed from the examiners throughout the examination
process. The Association may designate an observer to attend the development
and administration of the examination. The examiner(s) shall have the
responsibility of ensuring that the observer does not disrupt the examination
process. Any observer is required to honor the confidentiality of the examination.
A promotional list shall be maintained by the City for each promotional position
within the bargaining unit and each list shall be valid for one (1) year, with the
possibility of an extension for another year for a maximum total of two (2) years.
Upon request for certification of names to fill a vacancy, the Secretary-Chief
Examiner shall certify to the Police Chief the five (5) names of the candidates
standing highest on the appropriate eligibility list and willing to accept the position
for which certification is made. Each appointment shall be made by the City, from
one (1 ) of the top five (5) names on the list.
After each regular appointment from the eligibility list, and employee shall serve a
complete period of probation before appointment or promotion is complete. No new
probationary period results from a transfer to a different shift or reduction of an
employee who previously completed a probationary period. The period of probation
shall be twelve (12) calendar months from the date of appointment to a regular
position. If an employee is absent from duty for a prolonged period during a
probationary period and the Police Chief does not have a reasonable opportunity to
evaluate the performance of an employee, the Police Chief may calculate the
probationary period on the basis of twelve (12) calendar months of actual service,
exclusive of time away on leave.
The Association, and any employee it represents, shall appeal any alleged violation
of the promotion process set forth herein through the grievance procedure and the
collective bargaining agreement, rather than through the Civil Service Commission.
Exclusive of the promotional exam process, the initial step in the grievance
procedure shall be established as five (5) business days in order to coincide with
above sections of this article. Any appeal of the promotion process not settled
through the grievance procedure shall be reviewed by an arbitrator as to whether or
not the City violated the procedures set forth herein.
13.8 An employee who engages in off-duty misconduct may be subject to discipline
when: (1) the off-duty misconduct harms the City's reputation in the community; (2)
the off-duty conduct adversely affects the employer's business operation; or (3) the
conduct is inconsistent with the office that the Sergeant holds.
ARTICLE 14 — MANAGEMENT RIGHTS
14.1 The Association recognizes the prerogatives of the City to operate and manage its
affairs in all respects in accordance with its responsibilities and powers of authority.
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14.2 The City has the right to schedule work, as required, in a manner most
advantageous to the department and consistent with the requirements of municipal
employment and the public safety.
14.3 It is understood by the parties that every incidental duty connected with operations
enumerated in job descriptions is not always specifically described.
14.4 The City reserves the right to discharge or discipline an employee for just cause.
The City reserves the right to layoff personnel for lack of funds, or for the
occurrence of conditions beyond the control of the department. The City reserves
the right to determine reasonable schedules of work in accordance with Section 4.1
and to establish the methods or processes by which such work is performed.
14.5 No policies or procedures covered in this Agreement shall be construed as
delegating to others or as reducing or abridging any of the authority conferred on
City officials as defined in the following:
a. The ordinance responsibility of the Mayor as Chief Executive Officer of
the City for enforcing the laws of the State and City, passing upon
ordinances adopted by the City Council, recommending an annual
budget, or directing the proper performance of all executive
departments;
b. The responsibility of the City Council for the enactment of ordinances
and the appropriation of monies;
c. The legal responsibility of the Civil Service Commission, as
provided by State Statue, subject to any applicable bargaining
duty of the City and the terms of this Agreement.
d. The responsibility of the Chief of Police and delegates governed by
ordinances, Civil Service Rules, and/or Department Rules and as
limited by the provisions of the Agreement; and provided that such
actions do not affect mandatory subjects of bargaining:
1. To recruit, assign, transfer, and/or promote members to
positions within the department.
2. To take disciplinary action against members for just
cause;
3. To determine methods, means, and personnel
necessary for departmental operations;
4. To control department budget; and
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5. To take whatever actions are necessary in emergencies
in order to assure the proper functioning of the
department.
ARTICLE 15 — GRIEVANCE PROCEDURE
15.1 For purposes of this Agreement, the term "grievance" means any dispute between
the Employer and the Association concerning an alleged breach or violation of this
Agreement.
Step 1 : Any alleged grievance shall be taken up with the employee's immediate
supervisor within ten (10) working days of its alleged occurrence. The parties agree
to make every effort to settle the grievance promptly at this level.
In the event the grievance is unresolved, the Association and/or employee
shall determine whether to appeal the grievance through the Civil Service
Commission or process the grievance to Step 2 of the grievance procedure
contained herein within five (5) working 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
Chief of Police, Human Resources Director, and the Association with written
notice of such election.
Step 2: The grievance shall be reduced to written form by the aggrieved employee
stating the section of the Agreement violated and explaining the grievance in detail
and remedy sought. The employee and/or the Association shall present the written
grievance to the Human Resources Director and the Chief of Police. The Chief of
Police 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 to the aggrieved, Association representative, and Director of Human
Resources. Grievances involving suspension, demotion, or discharge shall begin at
Step 2.
Step 3: Any grievance remaining unresolved after the decision has been rendered
in Step 2 shall be transmitted to the Director of Human Resources, to be
adjudicated by the Mayor, in writing within ten (10) working days whereupon the
Mayor shall conduct an investigatory hearing within five (5) working days of the
receipt of the written grievance. The Mayor shall render a decision within five (5)
working days of such hearing.
Step 4: Should the grievance not be resolved in Step 3 and should further
consideration be desired by the grievant, a written notification requesting arbitration
must be filed with the Mayor within fourteen (14) working days. The parties shall
mutually select a disinterested third party to serve as arbitrator. In the event the
Employer and Association are unable to agree on an arbitrator, the arbitrator shall
be selected by the process of elimination from a panel of seven (7) arbitrators
furnished by the American Arbitration Association (AAA). The AAA request shall
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state the issue. The arbitrator shall confine himself/herself to the precise issue
submitted for arbitration and shall have no authority to determine any other issues
not so submitted to him/her. The arbitrator shall have jurisdiction and authority only
to interpret, apply, and/or determine compliance with the specific terms of the
Agreement and shall not add to, detract from, or alter in any way the provisions of
this Agreement. The decision shall be final and binding upon both parties.
Employee witnesses for both sides shall be given time off from work if they are
otherwise scheduled to work during the arbitration hearing to testify in the
proceedings. The parties shall evenly divide the costs of the Arbiter and any AAA
service 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 cost of the
preparation of its own copy and one (1) for the Arbiter and the declining party shall
not be provided a copy.
15.2 Any time limits stipulated in the grievance procedure may be extended for stated
periods of time by the appropriate parties by mutual agreement in writing. Pending
final decision of any grievance by any of the above procedures, work shall continue
without interruption.
15.3 A grievance may be filed at a step above the level of the decision maker whose
actions are being questioned but, in no case, may a grievance be filed above Step
3.
ARTICLE 16 — WORK STOPPAGES
16.1 The City and the Association agree that the public interest requires efficient and
uninterrupted performance of all City services and to this end pledge their best
efforts to avoid or eliminate any conduct contrary to this objective. Specifically, the
Association shall not cause or condone any work stoppage, including any strike,
slowdown, refusal to perform customarily assigned duties, sick leave absence which
is not bona fide, or other interference with City functions by employees under this
Agreement and should same occur, the Association agrees to take appropriate
steps to end such interference. Any concerted action by any employee in any
bargaining unit shall be deemed a work stoppage, if any of the above activities have
occurred.
ARTICLE 17 — BULLETIN BOARDS
17.1 Bulletin Boards. The City shall permit the reasonable use of bulletin boards by the
Association for the posting of notices relating to official Association business.
17.2 Electronic Mail. The Police Association may use the City's electronic mail (email)
for communications pertaining to Association business, i.e. meeting times, places,
agendas, voting, election results, and various topics of Association business on
issues effecting the administration of the collective bargaining agreement with the
City of Auburn. Members will comply with City policy.
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E-Mail communications will not contain profanity, abusive language, or derogatory
language of a discriminatory nature against individuals of a protected class.
ARTICLE 18 — BILL OF RIGHTS
18.1 The employer retains the right to adopt rules for the operation of the Auburn Police
Department and the conduct of its employees provided that such rules do not
conflict with City ordinances, City and State Civil Service Rules and Regulations as
they exist, or any provision of this Agreement; and provided further that such rules
do not affect mandatory subjects of bargaining. It is agreed that the Employer has
the right to discipline, suspend, or discharge employees for just cause.
a. In an effort to ensure that disciplinary interviews are conducted in a
manner which is conducive to good order and discipline, the
Association shall be entitled to the protection of what shall hereafter
be termed as the "Police Officers' Bill of Rights". A "disciplinary
interview" shall mean questioning by a person in authority over an
employee when the interviewer either knows or reasonably should
know that the questioning concerns a matter that could lead to
suspension, demotion, or termination. The "disciplinary interview"
may be conducted by an outside consultant at the Police Chief's
discretion. The Chief may delegate to the outside consultant the
authority to question the employee during the interview process. The
outside consultant shall follow all State laws, City policies, and the
Collective Bargaining Agreement.
b. Every employee who becomes the subject of a disciplinary interview
shall be advised, in writing, a minimum of forty-eight (48) hours prior to
the time of the interview that he/she is suspected of:
1. Committing a criminal offense;
2. Misconduct that would be grounds for termination, suspension,
or demotion; and,
3. That he/she has the right to Union representation during the
interview.
c. Any employee who becomes the subject of a criminal investigation
may have legal counsel present during all interviews. Nothing in this
Agreement, however, shall be deemed a waiver of an employee's right
to Union representation. A criminal investigation as used herein shall
be interpreted as any action which could result in the filing of a
criminal charge.
d. In criminal matters, employees will either be ordered to answer
questions or informed that they are not required to answer the
employer's questions as a condition of employment.
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e. The employee shall be informed in writing as to whether he/she is a
witness or suspect before any interview commences.
f. The disciplinary interview of any employee shall be at a reasonable
hour, unless the exigency of the interview dictates otherwise.
Whenever possible, interviews shall be scheduled during the normal
workday of the City.
g. The employee or Employer may request that a disciplinary interview
be recorded, either mechanically or by a stenographer. There can be
no "off the record" questions. Upon request, the employee, in a
disciplinary interview, shall be provided an exact copy of any written
statement he/she has signed, or of a verbatim transcript of any
interview.
h. Interviewing shall be completed within a reasonable time and shall be
done under circumstances devoid of intimidation or coercion. In all
disciplinary interviews, the employee shall be afforded an opportunity
and facilities to contact and consult privately with an attorney of
his/her own choosing, before being interviewed. Such opportunity to
contact and consult privately with a private attorney shall not unduly
delay the disciplinary interview. The employee shall be entitled to
such reasonable intermissions, as he/she shall request for personal
necessities, meals, telephone calls, and/or rest periods. The
employee may be represented by either a private attorney or the
Association during the interview, but not both.
All interviewing shall be limited in scope to activities, circumstances, or
events which pertain to the employee's conduct or acts which may
form the basis for disciplinary action under one (1) or more of the
categories contained in "2" herein.
j. The employee will not be threatened with dismissal or other
disciplinary punishment as a guise to attempt to obtain his/her
resignation, nor shall he/she be subject to abusive or offensive
language or intimidation in any other manner. No promises or
rewards shall be made as an inducement to answer questions.
k. No employee shall be required to unwillingly submit to a polygraph
test.
Should any section, subsection, paragraph, sentence, clause, or
phrase in this article be declared unconstitutional or invalid, for any
reason, such decision shall not affect the validity of the remaining
portions of this article.
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m. The investigation shall be completed in a reasonable amount of time
in light of the circumstances and discipline shall be imposed within a
reasonable amount of time after the conclusion of the investigation.
ARTICLE 19 — SAVINGS CLAUSE
19.1 If any article, or any portion of any article, of this Agreement or any addendum's
thereto should be held invalid by any tribunal of competent jurisdiction, or if
compliance with or enforcement of any article should be restrained by such tribunal,
the remainder of the Agreement and addendum's shall not be affected thereby and
the parties shall enter into immediate collective bargaining negotiations for the
purpose of arriving at a mutually satisfactory replacement of such article.
ARTICLE 20 — ENTIRE AGREEMENT
20.1 The Agreement expressed herein in writing constitutes the entire Agreement
between the parties and no oral statement shall add to or supersede any of its
provisions.
ARTICLE 21 — RETENTION OF BENEFITS
21.1 This Agreement shall not operate to reduce any benefits specified in this Agreement
which are now more favorably enjoyed by any of the employees covered herein.
ARTICLE 22 — DRUG TESTING
22.1 Reporting to work under the influence of alcohol and/or illegal drugs, or the use,
sale, or possession by an employee of illegal drugs is strictly prohibited and may
result in disciplinary action, including immediate termination. For the purpose of this
Article, substances that require a prescription or other written approval from a
licensed physician or dentist for their use shall also be included when used other
than as prescribed. Each employee must advise the Employer if they are using
prescription or other over-the-counter drugs they know, or reasonably should know,
may impair their ability to perform job functions and/or operate machinery such as
automobiles. Under appropriate circumstances, the Employer may request the
employee provide written medical authorization to perform various essential job
functions from a physician while using such drugs.
Any voluntary request by an employee for assistance with his/her own alcohol
abuse problem will remain confidential and shall not be used as the basis for any
disciplinary action provided that the request for assistance is initiated prior to being
identified as impaired through the procedures herein.
The parties recognize the essential purpose of any law enforcement agency is to
enforce the criminal laws. Moreover, the parties recognize the courts have held it
would substantially impair law enforcement agencies if they were required to
employ individuals within their ranks who have violated the very laws said agencies
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are charged with enforcing. Therefore, the Employer reserves the right to refuse to
employ or continue the employment of individuals who are or have been engaged in
serious criminal conduct, whether drug related or not.
Where a supervisory employee of the City has a reasonable suspicion to believe an
employee is under the influence of alcohol or illegal drugs, or is using illegal drugs,
the employee in question will be asked to submit to discovery testing including,
breath tests, urinalysis, and/or a blood screen to identify any involvement with
alcohol or illegal drugs.
An employee who refuses to submit to discovery testing for alcohol and/or illegal
drugs shall be conclusively presumed to be under the influence of alcohol or an
illegal drug for the purpose of administering this Article.
For the purpose of administering this Article the following definition of terms is
provided:
Reasonable Suspicion — Reasonable suspicion is based on specific, objective facts
and reasonable inferences from those facts in the light of experience that discovery
testing will produce evidence of illegal drug or improper alcohol use by that
particular employee.
Under the Influence — The following cutoff levels shall be used for the initial
screening of specimens to determine whether they are negative for these drugs or
classes of drugs:
(ng/ml) Test Level
Amphetamines 1000
Barbiturates 300
Benzodiazepines 300
Cannabinoids 100
Cocaine metabolites 300
Methadone 300
Methaqualone 300
Opiates (Codeine) 300
Opiates (Morphine) 300
Phencyclidine (PCP) 25
Propoxyphene 300
Level of the positive result for ethyl alcohol 0.04 gr/dl
Illegal Drugs — Are defined as all forms of narcotics, depressants, stimulants,
hallucinogens, and/or cannabis, which sale, purchase, transfer, or unauthorized use
or possession is prohibited by law.
Over-the-Counter-Drugs — Are those which are generally available without a
prescription and are limited to those drugs which are capable of impairing the
judgment of an employee to safely perform the employee's duties.
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Prescription Drugs — Are defined as those drugs which are used in the course of
medical treatment and have been prescribed and authorized for use by a licensed
practitioner/physician or dentist.
22.2 If an employee is required to submit to a drug test, the following procedure shall be
followed:
a. The employee shall be given an opportunity to confer with an Association
representative if one is readily available and the employee has requested
said conference.
b. The employee shall be given an opportunity to explain the reasons for the
employee's condition, such as reaction to a prescribed drug, fatigue,
exposure to toxic substances, or any other reasons known to the employee
to the test administrator. The Employer and an Association representative
may be present during this discussion.
c. The Employer may request urine and/or blood samples.
d. Urine and blood samples shall be collected at a local laboratory, hospital, or
medical facility. The Employer shall transport the employee to the collection
site. The Employer and/or Association representative may be allowed to
accompany the employee to the collection site and observe the bottling and
sealing of the specimen. The employee shall not be observed by the
Employer when the urine specimen is given.
e. All specimen containers, vials, and/or bags used to transport the specimen
shall be sealed to safeguard their integrity, in the presence of the Employer,
employee, and the Association representative and proper chain-of-custody
procedures shall be followed.
f. The collection and testing of the samples shall be performed only by a
laboratory and by a physician or healthcare professional qualified and
authorized to administer and determine the meaning of any test results. The
laboratory performing the test shall be one that is certified by the National
Institute of Drug Abuse (NIDA). The laboratory chosen must be agreed to
between the Association and the Employer. The laboratory used shall also
be one whose procedures are periodically tested in a program where they
analyze unknown samples sent by an independent party. The results of such
tests shall be made available to the Employer and the Association.
g. If a specimen tests positive in an immunoassay screen test, the results must
be confirmed by a gas chromatography/mass spectrometry tests. The
specimen must show positive results at/within the following limits on the
GC/MS (gas chromatography/mass spectrometry) confirmatory test to be
considered positive:
If immunoassay is specific for free morphine, the initial test level is 25 ng/ml.
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Confirmatory Test
Marijuana metabolites 15 ng/ml
Cocaine metabolites 150 ng/ml
Opiates
Morphine 300 ng/ml
Codeine 300 ng/ml
Phencyclidine 25 ng/ml
Amphetamines
Amphetamine 500 ng/ml
Methamphetamine 500 ng/ml
h. At the employee's or the Association's option, a sample of the specimen may
be requisitioned and sent to a laboratory chosen by the Association for
testing. The cost of this test will be paid by the Association or the employee.
Failure to exercise this option may not be considered as evidence in
arbitration or other proceeding concerning the drug test or its consequences.
The results of this second test shall be provided to the City.
The employee and the Association shall be informed of the results of all
tests, and provided with all documentation regarding the tests as soon as the
test results are available.
22.3 The parties shall designate a Medical Review Officer (MRO) to review all confirmed
positive test results and communicate those results to the Employer. The MRO
shall have the responsibility to determine when an individual has failed a drug test in
accordance with the standards enumerated herein. The MRO shall retain all
records of all positive tests for at least five (5) years and records of all negative tests
for at least one (1) year.
22.4 If the results of the drug test are positive, and support a conclusion that the
employee used an illegal drug, or reported to work while under the influence of
alcohol, the employee may be subject to discipline including immediate discharge.
ARTICLE 23 — TAKE-HOME VEHICLES
23.1 The Chief of Police may assign a department vehicle at his/her own discretion to
specific employees, which will allow said employees the ability to take home a
vehicle outside their normal/regular scheduled working hours. The City is not
required to backfill an assigned Police vehicle in the event that the assigned vehicle
is out of service due to maintenance or repairs.
Employees provided a take-home vehicle shall maintain their assigned vehicle in
accordance to the standards and policies set forth by the City regarding the use of
City-owned vehicles. The Police Chief, or designee, reserves the right to
discontinue the permission originally granted to take the assigned Police vehicle
home at any time. The Association shall not file a grievance if the Police Chief, or
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designee, discontinues the take-home permission for the designated employee.
The Police Chief, or designee, shall provide a one (1) week notice to discontinue
the permission to take a vehicle home outside the normal/scheduled working hours.
If an employee is scheduled to be out of work for longer than one workweek, he/she
may be required to bring back the take-home vehicle for the duration of the
employee's time away from work.
For an employee given a take-home vehicle, the maximum allowable commuting
distance is twenty-five (25) miles. This driving distance will be calculated from the
employee's primary residential residence to the City limits of Auburn. An employee
commuting in a City-owned vehicle must notify the Chief's office, via the chain of
command, when changing residences. This notification will include an updated
mileage calculation. Vehicles shall only be used for work-related purposes and
shall not be used for personal errands or transports, unless special circumstances
exist and the Chief, or designee, gives authorization. A non-employee of the City
shall not ride as a passenger in the take-home vehicle without prior approval from
the Chief, or designee. If there is a questionable use of the vehicle, the employee
shall discuss this usage with their immediate supervisor. The employee should be
prepared to justify all vehicle usage. Further, the employee shall not leave weapons
and/or specialized equipment in the vehicle overnight.
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ARTICLE 24 - DURATION
24.1 This Agreement shall become effective on January 1, 2019, until December 31,
2021.
Signed this \ day of , 2019, at Auburn, Washington.
CITY OF AUBURN AUBURN POLICE ASSOCIATION
By: By: -441,
IcoffbredMACkstkipt
b rn Pol' e S= •--nts' Association
By: atte,)e-,,_--CD-----
Director of Human Resources
By: C' Q �,
City Clerk
Approved As To Form:
By:
City Attorney
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Appendix "A"
2019 STRAIGHT-TIME HOURLY RATE OF PAY
2019 PAY PLAN
A four percent (4%) wage increase effective January 1 , 2019.
2020 PAY PLAN
A three percent (3%) wage increase effective January 1, 2020.
A one percent (1 %) wage increase effective July 1 , 2020.
2021 PAY PLAN
A 1 .5% wage increase effective January 1 , 2021 .
A 1.5% wage increase effective July 1, 2021.
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Appendix "B"
Department Issue — Police Officer:
Five Uniform shirts APD Color and Style (minimum one must be long sleeve), choice of:
Flying Cross Brand - Short Sleeve Wool - item UD70R9586
Flying Cross Brand - Long Sleeve Wool — item UD20W9586
Flying Cross Brand — Short Sleeve Poly/Rayon — item 98R3986
Flying Cross Brand — long Sleeve Poly/Rayon — item 48W3986
Three pair matching uniform trousers, one must be Class A pant:
Flying Cross Brand - Wool pant with sap pocket - Item 32289
Flying Cross Brand - Poly/Rayon pant with no sap pocket - Item H39400
Flying Cross Brand - Poly/Rayon pant with sap pocket - Item 39489
One Dark Navy Blue uniform jumpsuit — Voucher method up to $450.00
One baseball style cap
One uniform jacket
One Ballistic protective vest
One clip-on style tie
One "Auburn 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 $100.00
One pair boots — black leather, polished toe and heel. Voucher method up to $250.00
One duty equipment belt — Nylon or Leather
One nylon or leather pants inner belt
Four belt keepers for nylon or leather
One Level Three pistol holster
One magazine pouch
One ASP baton
One ASP baton holder
Two pair handcuffs
One long handcuff key
One double handcuff case or two single cases
One pair black leather gloves
One portable radio holder
One OC canister
One OC holder
One 12" Rechargeable Pelican flashlight with belt holder
One folding knife (up to $70.00)
One whistle
Up to two metal citation folders (holders)
One metal forms holder
One nylon duty gear bag (up to $80.00)
One Auburn police commission card
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Special equipment is required for Sergeants assigned to these positions. They will be
completely outfitted upon transfer to these specialty assignments. Upon reassignment from
the specialty unit, all issued equipment will be returned and, if serviceable, will be reissued.
MOTORCYCLE: BICYCLE:
One full-face motorcycle helmet w/chin-piece One bicycle helmet
(Shoei Multitec LE) One "Ultrex" type jacket with lettering
One 3/4 face Arai motorcycle helmet and patches
Two pairs eye protections (clear/sun) One pair "summer" bike riding gloves
One Jacket with fleece liner One pair "winter" bike riding gloves
Two pair leather gloves (summer/winter) Two pair "Ultrex" type winter pants
Two pair motorcycle pants (summer) One pair "Supplex" type light weight
Two pair motorcycle pants (winter) pants
One pair of motorcycle rain pants Two pair "Supplex" type bike shorts
Two "CoolMax" type bike shirts
Two pair eye protection (clear and sun
shade)
One pair bike shoes
One whistle and lanyard
One water bottle
One Supplex jacket w/lettering & patches
Three pairs of Gortex type socks
K-9 Unit:
One pair boots (voucher method up to 5250.00)
Two jumpsuits
Three turtleneck shirts
DETECTIVES:
Sergeants transferred to the Detective Division receive an annual clothing allowance to
purchase and repair personal clothing items worn for duty which are not issued by the
department. Generally, detectives will wear plain clothes consistent with current
community business attire standards. Exceptions to this could include the type of
assignment or unit supervisor approval.
Upon transfer to the Detective Division, Sergeants will be issued the following equipment:
One "Hidden Agenda" type raid jacket
One baseball style cap with "POLICE" on front, black with white lettering
One "CoolMax" type raid shirt — black with white lettering
One concealed carry holster for duty pistol
One concealed carry handcuff case
One concealed carry uniform badge holder
One or two concealed carry magazine holder(s)
SWAT:
Sergeants assigned to the Valley SRT will be issued the equipment and clothing required
for that unit. An equipment and clothing list is as follows:
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One set digital camo uniform
One set black camo uniform
One set subdued urban gray camo uniform with hat
One 2" nylon pants belt/
One pair boots, black (voucher of up to $250.00)
One fire resistant baklava (hood)
One set "Cortex" type rain gear (top and bottom)
One ballistic helmet, with cover
One "Type 4" load bearing ballistic body armor, per requirements
One pair "frisker" type cut resistant gloves, black
One set elbow and knees pads, black per requirements
One pair clear eye protection (goggles or impact resistant glasses)
One holster for E.S.U. issue pistol
One radio, radio holder, ear piece with P.T.T. system
One Water Bladder (camel back style)
One set ear protection
One fixed blade utility knife
One large deployment/equipment bag
Gas mask with carrier
CIVIL DISTURBANCE UNIT:
Sergeants assigned to the C.D.U. will be supplied with the following equipment if it has not
been issued prior.
Kevlar Helmet with face shield
Gas mask with carrier
PR24
Five (5) "flex cuffs"
Forearm pads
Knee pads
Shin guards
Large equipment duffle bag
Water Hydration Back Pack (Camelback Style)
Black Nylon Rain Poncho
Shoulder/Chest Protection System
One Set of Black BDU style pants
Honor Guard
Sergeants assigned to the Honor Guard will be supplied with the following uniform items
and equipment if it has not been issued prior:
One Navy Blue "Ike Style" Jacket with silver or gold buttons, honor guard tabs and
silver sleeve piping
One pair Navy wool trousers with white stripes
One matching round dress uniform hat
One white shoulder ceremonial braid
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One silver or gold hat band
One silver or gold whistle chain
One white Flying Cross dress shirt, with epaulets
One black neck tie, Velcro neck secured
One pair "Corafram style" dress shoes —
One metal Honor Guard pin
One set of "AP" insignia — silver or gold
One Honor Guard embroidered grey "polo style" shirt
One M-14 Rifle with 1 magazine
One pair ceremonial white cotton gloves
One pair ceremonial white cotton gloves with non slip fingers and palms
EVOC Team
Sergeants assigned to the EVOC Team will be supplied with the following uniform items
and equipment if it has not been issued prior:
One Polo Style shirt with EVOC Instructor Logo
One Gortex solid red jacket with EVOC Instructor logo on the left chest area
Crisis Communications Unit (CCU)
Sergeants assigned to the CCU will be supplied with the following uniform items and
equipment if it has not been issued prior:
One pair of khaki 5-11 Tactical Pants
One APD CCU Polo Shirt (yet to be designed)
One Hidden Agenda jacket
One Load-bearing equipment vest (black)
One Nylon go-bag
Range Team
Sergeants assigned to the range team will be supplied with the following uniforms items
and equipment if it has not been issued prior:
One Gortex solid red jacket with Auburn PD range logo on the left chest area.
Crime Scene Team
Sergeants assigned to the Crime Scene Team will be supplied with the following uniform
items and equipment if it has not been issued prior:
One black polo style shirt with "Crime Scene" identifiers
One pair "5-11" style khaki or black trousers
One utility carrying vest "5-11" style
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