HomeMy WebLinkAbout11/17/2009 19 2009-2012 Collective Bargaining Agreement with Yakima Police Management Unit BUSINESS OF THE CITY COUNCIL
YAKIMA, WASHINGTON
•
AGENDA STATEMENT
Item No. 19
For Meeting Of 11/17/09
ITEM TITLE:. Consideration of a Resolution Authorizing the Execution of the 2009-2012 Collective
Bargaining Agreement Between the City of Yakima and the Yakima'Police Management
Unit.
SUBMITTED BY: Dick Zais, City Manager; Sam Granato, Police Chief, and Sheryl Smith, Human
Resources Manager
CONTACT PERSON/TELEPHONE: Dave Zabell, x6040
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SUMMARY EXPLANATION:
This is a resolution to adopt a new three 8c one-half (3 1/2) year collective bargaining agreement with the
Yakima Police Management Unit for calendar years 2009-2012. This is the first contract with this newly formed
interest arbitration bargaining unit and represents the result of months of negotiations between the parties.
The settlement package is outlined below:
• Wages — 01/01/09 3.27% - Management Pay and Compensation Adjustment
07/01/09 0.88% - PACA
2010_0%
01/01/11 2.50%
07/01/11 — 2.00%
01/01/12 — Blended CPI — (June to June, Min 2%-Max 4%)
07/01/12 — 1.00%
• Change in Annual Leave accruals - After 20 years - 205 hours annually
Effective 07/01/09 After 25 years - 215 hours annually
• Holidays with Pay — 11 days (88 hours) 11 paid holidays — equivalent hours as regular daily shift
• Life Insurance — 1 X annual salary 2011 - $120,000.00
(continue on next page)
Resolution X Ordinance Contract X Other (Specify)
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Funding Source Police Department Operating Funds and General Fund Reserves
APPROVED FOR SUBMITTAL
City Manager
STAFF RECOMMENDATION: Adopt Resolution Authorizing the Execution of the Collective Bargaining •
Agreement,
,RD/COMMISSION RECOMMENDATION:
COUNCIL ACTION:
•
• Health Insurance •
Employee only -0- Maintain as 2009 - 2012
•
Employee & Family — Maintain current formula through 2012
50% of dependent unit cost
Dental - Maintain current formula through 2012
• Retiree Medical Coverage - 07/01/09 — $329.00 a month'per employee
under Teamsters Benefit Trust — + future premium increases split 50/50 between employer
(Teamsters Retirement Medical Plan) - and employee
• VEBA - 01/01/12 — 38,500.00 maximum cash out
• Deferred Compensation — 01/01/11 3.5%
01/01/12 — 4.0%
07/01/12 — 4.5%
The 2010 Budget included a zero % wage increase. There is a 2009 budget impact of $15,792 for the City's
contribution to the Teamsters Retirement Medical Plan.
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DATE: November 12, 2009
T[]: Mayor and City Council Members
FROM: Dick Zais, City Manager
Dave Zabell, Assistant City Manager
Sheryl Smith, Human Resources Manager
Cindy Epperson, Financial Services Manager
SUBJ: Yakima Police Management Unit (YPMU) of Teamsters Local #760 Settlement.
`
We are pleased to report that a settlement has been reached with Police Management Unit of Teamsters
Local #760 for the contract years of 2009 -2012. This is an eight (8) member Unit that represents three (3)
Police Captains and five (5) Lieutenants.
The YPMU has agreed to the budgeted Management Pay and Compensation Adjustment / P CA\vvage
increase for 2009 and has negotiated an additional benefit, enrollment in the Teamsters Retirement Medical
Plan.
honoUy\ very importantly, the YPMU has taken the lead and agreed to a 0% wage and fringe benefit
...-. ease for 2U10 and this has certainly set the stage for bargaining other labor agreements for 2010.
This Union was formed in large part due to the significant wage and benefit disparity that has continued to
increase between the employees of the police management group and the police officers and sergeants that
are represented by the Yakima Police Patrolmans Association (YPPA). The 20 year history of this group's
wage and benefits being tied to the PACA has resulted serious wage compression. The compression ofwages
and benefits has a detrimental impact on promotional incentives for Yakima Police Department officers and
sergeants and limits the City's ability to recruit - m outside the department due to the way our current wages
and benefits lag behind our comparable cities.
It is imperative that the City narrow this broadening gape to provide career paths within our own organization
so that our best and brightest are not motivated to leave and also so we can recruit from outside if necessary,
The agreement outlined below represents the culmination of many hours of bargaining. The wage settlement
over the term of the contract will have a positive affect for recruitment and maintaining a competitive position in
the marketplace as well as provide economic incentive for promotion within the existing workforce
The major items of the tentative settlement are outlined below. The term of the new collective bargaining
agreement will be January 1,2OD8 through December 31
Wages - 01/01/09 3.27% Management Pay and Compensation Adjustment
07/01/09 0.8896-PA.C/\
2010 - 0%
01/01/11 -'2.50%
07/01/11 - 2.O0%
01/01/12- Blended CPI - (June to June, Min 2Y6-Max4Y6)
D7/O1/12-1�O96
Change in Annual Leave accruals - After 20 years - 205 hours annually
Effective 07/01/09 After 25 years - 215 hours annually
Holidays with Pay — 11 days (88 hours) 11 paid holidays — equivalent hours as regular daily shift
Life Insurance — 1 X annual salary 2011 - $120,000.00
Health Insurance
Employee only -0- Maintain as 2009 - 2012
Employee & Family — Maintain current formula through 2012
50% of dependent unit cost
Dental - Maintain current formula through 2012
Retiree Medical Coverage 07/01/09 — $329.00 a month per employee
under Teamsters Benefit Trust — + future premium increases split 50/50 between employer and
(Teamsters Retirement Medical Plan) employee
VEBA - 01/01/12 — 38,500.00 maximum cash out
Deferred Compensation — 01/01/11 — 3.5%
01/01/12 — 4.0%
07/01/12 — 4.5%
•Recommendations:
Given the City's current financial constraints and the prospect of interest arbitration with this group, ‘A
consider the settlement package to have achieved our principal bargaining goals of a fair wage/ber
package within the City's budget projections and therefore, we recommend approval of this agreement.
2
RESOLUTION NO. R-2009-
A RESOLUTION authorizing the City Manager to execute the first collective bargaining
agreement between the City of Yakima and the Yakima Police
Management Unit for wages, hours, and working conditions for July 1,
2009-December 31, 2012.
WHEREAS, pursuant to Washington State law, the City and the Police Management
Unit have been engaged in negotiations for a new collective bargaining agreement for Police
Captains and Lieutenants for July 1, 2009-December 31, 2012; and
WHEREAS, the bargaining unit has voted on and approved the attached proposed
collective bargaining agreement for July 1, 2009-December 31, 2012; and
, WHEREAS, the City Council has determined that it is in the best interest of the City of
Yakima to agree to the terms and conditions of the attached collective bargaining agreement
for July 1, 2009-December 31, 2012, therefore,
BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF YAKIMA:
1. The City Manager of the City of Yakima is hereby authorized and directed to execute
the attached and incorporated collective bargaining agreement between the City of
Yakima and the Yakima Police Management Unit for wages, hours, and working
conditions for July 1, 2009-December 31, 2012.
ADOPTED BY THE CITY COUNCIL this 17 day of November, 2009.
David Edler, Mayor
ATTEST:
City Clerk .-
Collective Bargaining Agreement
By and between
The City of Yakima
And
Teantsters Local #760
July 1, 2009 — December 31, 2012
ARTICLE 1 — RECOGNITION 1
ARTICLE 2 — UNION SECURITY/DUES CHECKOFF ............... ............. ........ .............. 1
ARTICLE 3 — RIGHTS OF PARTIES 3
ARTICLE 4 — WAGES AND BENEFITS .... . ...... ......... ................... ............ ............ 5
ARTICLE 5 — GRIEVANCE PROCEDURE ........ ......., ................ ............. ..... ....... 6
ARTICLE 6 — WORK WEEK, AND HOURS OF WORK 8
ARTICLE 7 — UNION LEAVE 9
ARTICLE 8 — RETIREE HEALTH CARE BENEFITS . ...... 9
ARTICLE 9 —SAVINGS CLAUSE 10
ARTICLE 10 —:TERM OF AGREEMENT .......... .............. ............. ......... ................ ........ ... 10
PREAMBLE
This agreement is made and entered into pursuant to the provisions of RCW Chapter
41.56 by and between the City of Yakima hereinafter known as the "Employer" and the
Yakima Police Management Unit represented by Teamsters Local #760, hereinafter
known as the "Union" for the purpose of setting forth the wages, hours, and other terms
and conditions of employment which shall be in effect during the term of this agreement
for employees included in the bargaining unit described in Article 1 below.
ARTICLE 1 — RECOGNITION
1.1 The employer recognizes the Union as the exclusive bargaining representative on
matters concerning wages, hours, and conditions of employment for all Yakima
Police Department Captains and Lieutenants, excluding all other employees of the
department.
1.2 The Union recognizes the City as the representative of the people of the City of
Yakima and agrees to negotiate only with the City through the negotiating agent
or agents officially designated by the City Manager to act on the City's behalf.
ARTICLE 2 — UNION SECURITY/DUES CHECK OFF AND MAINTENANCE
OF MEMBERSHIP
2.1 It shall be a condition of employment that all employees of the Employer covered
by this Agreement who are members of the Union in good standing on the
effective date of this Agreement shall remain members in good standing in the
Yakima Police Management 1
Teamsters Local #760
July 1, 2009 - December 31, 2012
Union. It shall also be a condition of employment that all employees covered by
this Agreement and hired on or after January 1, 2009 shall, on the thirtieth (30
calendar day following the beginning of such employment become and remain a
member in good standing in the Union.
2.1.1 Should bona fide religious convictions of an employee dictate he/she may not join
a Union, he/she shall be required to pay an amount equivalent to the Union
initiation fee and monthly dues to a non-religious charity mutually agreed upon by
the employee and the Union. If such employee pursuant to this Section requests
the Union to use the Grievance and Arbitration Procedure on his/her behalf, the
Union is authorized to charge the employee for the reasonable cost of using such
procedure as allowed by law.
2.2 The Union agrees to represent all employees within the bargaining unit without
regard to Union membership.
2.3 When an employee fails to fulfill the obligations as set forth in Section 2.1 or
2.1.1, the Union shall provide the employee and the Employer with thirty (30)
calendar days' notification of the Union's intent to initiate discharge action and
during this period the employee may make restitution in the amount which is
overdue. If an employee has not fulfilled the Union membership obligation
and/or other provisions as described in Section 2,1 or 2.1.1 by the end of the
applicable discharge notification period, the Union shall thereafter notify the
Employer in writing, with a copy to the affected employee, of such employee's
failure to abide by Section 2.1 or 2.1.1. In this written notice, the Union shall
specifically request discharge of the employee for failure to abide by the terms of
the Labor Agreement between the Employer and the Union.
2.4 When provided a "voluntary check-off' authorization form furnished by the
Union and signed by the employee, the Employer agrees to deduct from that
employee's pay, the Union's uniform applicable dues, initiation fee and/or service
fees, as prescribed in the "voluntary check-of?' form. The full amount of monies
so deducted from the employee shall monthly be forwarded to the Union by check
along with an alphabetized list showing names and amounts deducted from each
employee. The Union agrees to defend and hold the Employer harmless from and
against any and all claims, demands, lawsuits, orders or judgments arising from
the administration and effects of this Section.
2.5 The Union agrees to refund to the employee any amounts paid to the Union in
error on account of the payroll deduction provision upon presentation of proper
evidence thereof. The earning of the employee must be regularly sufficient after
other legal and required deductions are made to cover 'the amount of the
appropriate Union dues. All other legal and required deductions have priority for
payment over such dues.
Yakima Police Management 2
Teamsters Local #760
July 1, 2009 — December 31, 2012
2.6 The Union agrees to defend and hold the Employer harmless from and against any
and all claims, demands, lawsuits, and/or orders of judgments arising from the
administration and effect of this Article. It is also agreed that neither any
employee nor the Union shall have any claim against the Employer for any
deductions made or not made unless a claim of error is made in writing to the
Employer within forty-five (45) calendar days after the date such deductions
were, or should have been made.
ARTICLE 3- RIGHTS OF PARTIES
3.1 Employer Rights:
Any and all rights concerned with the management of the Police Department are
exclusively that of the Employer unless otherwise provided by the terms of this
agreement or the Police Civil Service Rules and Regulations. Furthermore, the
City reserves all customary management prerogatives including, but not limited
to, the right to:
A) Adopt rules for the operation of the Department and conduct of the
employees covered by this agreement;
B) Establish, plan for, and direct the work force toward the organizational
goals of the department;
C) Determine the organization, and the merits, necessity and level of activity
or service provided to the public;
D) Determine new work methods;
E) Control the Police Department budget;
F) Establish, regulate and administer a personnel system, in conformity with
the City Charter and Police Civil Service Rules and Regulations and with
this agreement, which provides for all types of personnel transactions
including determining the procedures and standards for hiring, promotion,
transfer, assignment, lay off, discipline, retention and classification of
positions;
G) Discipline suspend, demote or discharge employees for just cause, which
shall be defined as compliance with the due process procedures outlined in
this agreement, as provided by the Department Rules and the Regulations
of the Police Civil Service Commission and in conformity with this CBA;
H) Determine the methods, means, equipment, material, numbers and kinds
of personnel and •the job or position content necessary to accomplish
departmental operations and maintain the efficiency thereof;
Yakima Police Management 3
Teamsters Local #760
July 1, 2009 — December 31, 2012
I) Assign work to and schedule employee's in accordance with Civil Service
classifications and position descriptions and in conformity with this
agreement;
J) Relieve any employee from duty due to a lack of work or insufficient
funds as provided by in the Police Civil Service Commission Rules and
Regulations and in conformity with this agreement.
K) To perform all of the functions not otherwise expressly limited by this
agreement;
L) Take all actions necessary to carry out the mission of the City in
emergencies.
M) Provided nothing in the Agreement shall be construed as a waiver of
collective bargaining rights conferred on the parties by RCW 41.56
3.2 Scope of Management Rights
The above management rights are not to be interpreted as being all inclusive, but
merely indicate the type of rights which inherently belong to the City. It is
understood that any of the rights, power and authority the City had prior to the
signing of this agreement are retained by the City. The Employer acknowledges
that changes impacting the working conditions of employees covered by this
agreement may be subject to bargaining as defined by RCW 41.56.
3.3 Employee Rights:
Any employee who becomes the subject of an internal investigation shall be
notified _in writing within seventy-two (72) hours after the Department assigns an
internal investigation number unless notification may prejudice the integrity of the
investigation. Any employee shall be advised at least twenty-four (24) prior to the
time of an investigative interview, unless the exigency of the situation justifies
less notice, of the following:
A. Committing a criminal offense; ancUor,
B. Misconduct that could be grounds for discipline including: termination or
discharge, demotion, suspension without pay, or written reprimand
Such notification shall be in sufficient detail to reasonably apprise him/her of the matter.
3.3.1 In criminal matters, an employee shall be afforded those constitutional rights
afforded to any citizen. A criminal investigation as used herein shall be
interpreted as any action which could result in the filing of a criminal charge.
Yakima Police Management 4
Teamsters Local #760
July 1, 2009 — December 31, 2012
3.4 In administrative matters relating to job performance, the following shall apply:
A) Interviewing shall be completed within a reasonable time and in a reasonable
manner unless the exigency of the interview dictates otherwise;
B) Any employee who becomes the subject of an internal investigation may have
counsel present during all interviews. This representation by counsel is confined
to counseling and not active participation in the investigation;
C) Investigative interviews shall be recorded by video or audio at the discretion of
the Employer. An exact written transcript of the interview shall be prepared. Upon
request, the employee under investigation shall be provided an exact copy of any
written statement he/she has signed.
D) Employees will not be required to unwillingly submit to a polygraph test;
provided, however, this provision does not apply to either the initial application
for employment or to persons in the field of public law enforcement who are
seeking a promotion to a position outside the bargaining unit, as defined in the
recognition clause. Provided, also, an employee may stipulate to a polygraph
after Union consultation if that employee is suspected of involvement in criminal
activity or other activity which may result in discipline.
3.5 Where there is probable cause to believe that an employee is psychologically or
medically unfit to perform his/her duties, the employer may require the employee
to undergo a psychological or medical examination in accordance with current
standards established by the Washington Association of Sheriff's and Police
Chief s, the International Association of Chiefs of Police, the Americans With
Disabilities Act and other applicable laws.
3.6 Per Section 3.2 above, employees covered by this bargaining unit have been
engaged in a Random Drug Testing program. This program, or one substantially
like it, shall continue, and employees covered by the agreement shall remain
subject to the program as modified. The City retains the exclusive right to modify
its random drug testing program.
ARTICLE 4- WAGES AND BENEFITS
Except as modified in Appendix "A", employees covered by this agreement shall receive
benefits as outlined in the City of Yakima Municipal Code, Chapter 2, and the
Management Fringe Benefits document. The Employer acknowledges that changes to the
wages and benefits are subject to bargaining as provided by law.
Yakima Police Management 5
Teamsters Local #760
July 1, 2009 — December 31, 2012
• ARTICLE 5- GRIEVANCE PROCEDURE
Grievance Definition:
A grievance is an alleged violation of this Collective Bargaining Agreement.
Paine a Grievance:
To be reviewable under this procedure, a grievance must be filed in writing within
fourteen (14) calendar days after the employee knew or should have known of the action
or decision giving rise to the grievance. This fourteen (14) calendar day period must be
used by the employee to attempt to informally resolve the dispute.
Computation of Time:
The time limits in this Article must be strictly adhered to unless mutually modified in
writing. Days are calendar days, and will be counted by excluding the first day and
including the last day of timelines. Transmittal of grievances, appeals and responses will
be in writing. Service on the parties is complete when delivered in person; or upon receipt
by electronic mail or by the postmarked date if sent by certified mail.
Failure by the Union to comply with the timelines will result in the automatic withdrawal
of the grievance. Failure by the employer to comply with the timelines will entitle the
Union to move the grievance to the next step of the process.
Contents:
A grievance must include the following:
a. A statement of the pertinent facts surrounding the grievance;
b. The date upon which the incident occurred;
c. The specific Article and section of the Agreement or policy affecting
wages, hours, or working conditions allegedly violated and a specific
description of how each cited alleged violation occurred;
d. The steps taken to informally resolve the grievance, the individuals
involved in the attempted resolution, and the results of such discussion;
e. The requested remedy; and
f. • Signature of the affected employee and Union Representative.
The employer will not be required to process a grievance unless all the information listed
above is provided. Grievances that do not meet the above conditions or are otherwise
unclear may be returned by the Employer and the Union will have seven (7) calendar
days to provide the clarifying information and re-submit the grievance.
Modifications:
Alleged violations and/or the requested remedy may be modified only by written mutual
• agreement of the parties.
Yakima Police Management • 6
Teamsters Local #760
July I, 2009 — December 31, 2012
Resolution:
If the Employer provides the requested remedy or a mutually agreed-upon alternative, the
grievance will be considered "fully and finally" resolved and will not be moved to the
next step.
Withdrawal:
A grievance may be withdrawn at any time.
Processing the Grievance:
Step I — If the issue is not resolved informally, the Union may present the grievance, in
writing, to employee's supervisor with a copy to Human Resources within the fourteen
(14) day period described above. The responsible supervisor shall meet with the grievant
and the Union Representative within fourteen (14) days of the receipt of the grievance,
and respond in writing to the Union within fourteen (14) days of the meeting.
Step II — If the grievance is not resolved at Step 1, the Union may move it to the next
step by filing it with the Chief of Police or designee, with a copy to Human Resources,
within fourteen (14) days of the Union's receipt of the Step 1 decision. The Chief or
designee will meet with the grievant and the Union Representative within fourteen (14)
days of the receipt of the appeal, and will respond in writing to the Union within fourteen
(14) days of the meeting.
Step III — If the grievance is not resolved at Step 2, the Union may move it to the next
step by filing it with the City Manager or designee, with a copy to Human Resources,
within fourteen (14) days of the Union's receipt of the Step 2 decision. The City Manager
will respond in writing to the union within thirty (30) days of the receipt of the appeal.
Step W — If the dispute is not resolved under one of the above steps, then the matter may,
within fourteen (14) calendar days, be referred by either party to expedited mediation -
arbitration. There shall be no withholding by either side of known facts or evidence,
relating_to a grievance prior to arbitration. Such withholding shall result in said facts
and/or evidence not being admissible in arbitration.
Upon demand for arbitration the parties may mutually agree to an Arbitrator or if
agreement cannot be reached, both parties shall immediately petition the Federal
Mediation and Conciliation Service for the names of seven (7) arbitrators and within
seven (7) calendar days from receipt of the list, the two (2) parties shall select one (1)
name from it by alternatively crossing off a name until one (1) remains, with the grieving
party striking first. This process for selecting an arbitrator need not be followed if both
parties agree on any person as an impartial arbitrator.
The arbiter shall not have power to add to, subtract from, or modify the provisions of this
Agreement in arriving at a decision of the issue presented; and shall confine his/her
decision solely to the interpretation, application or enforcement of this Agreement. The
arbiter 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
Yakima Police Management 7
Teamsters Local #760
July 1, 2009 — December 31, 2012
decision of the arbiter shall be final and binding upon the aggrieved employee, Union and
employer.
The arbitrator's fees and expenses, the cost of any hearing room, shall be borne equally
by the employer and the Union. All other costs and expenses shall be borne by the party
incurring them.
ARTICLE 6— WORK WEEK, AND HOURS OF WORK
The parties recognize that the work performed by the members of this bargaining unit is
managerial and supervisory in nature, as such the employees covered by the agreement
are salaried and considered exempt from the Fair Labor Standards Act (FLSA) and RCW
49.46.130 because of RCW 49.46.010(5)(c). Employees covered by this agreement are
accountable for their work product, meeting the objectives of the organization, and are
subject to the Employer's policies applicable to all FLSA and RCW 49.46.130 exempt
employees.
6.1.1 The parties acknowledge that assigned shifts may vary based on specific
assignment and needs of the department, and that historic patterns unique to both
have developed over time. Command personnel shall typically work a five day
schedule Monday through Friday during normal business hours, however, due to
the nature of the work performed and need to oversee and evaluate areas of
assigned responsibility variations to this schedule will occur and except as
provided in 6.3 below, shall be considered as part of the normal work week.
6.1.2 Weekly Department Command Staff meetings shall be considered part of the
work week. The exception to this being for Lieutenants assigned to a standard
rotating "10-40 Patrol Schedule and Captains and Lieutenants that are on a
scheduled day off, holiday's and or approved vacation. Lieutenants assigned to
and working the 10-40 Patrol Schedule shall change their shift as necessary to
assure attendance at least once per, month to the, scheduled weekly. Command
Staff meeting.
6.2 Due to limited staffing within the Department, Lieutenants may be required to act
in the absence of a Patrol Sergeant, when so assigned for a full shift the employee
shall be compensated at an overtime rate of 1.5 times their annualized hourly rate
for work beyond their fully worked shift.
6.3 Due to emergent nature and demands of, the work performed by the members of
this unit, employees may be required to return to work as the result of an
emergency. Employees required to report to work or to a crime scene in response
to an emergency occurring outside of their regular workday, or on a scheduled
day off, shall be allowed to flex their schedule, subject to approval, within the
following thirty (30) calendar days to roughly compensate for the interruption. In
the event work demands preclude the Employer from approving time off, the
employee shall be compensated at their annualized hourly rate of pay for actual
Yakima Police Management 8
Teamsters Local #760
July 1, 2009 — December 31, 2012
hours worked outside of their regular schedule in response to an incident as
described above.
6.4 The Employer retains the management right to modify normal work schedules in
emergency circumstances, for performance related reasons, training purposes or
operational needs.
6.5 Except in the event of a force majeure, the Employer shall provide twenty-one
(21) calendar days notice of a permanent change to an ongoing shift pattern as
well as endeavor to provide such notice for any temporary change in an employee
work schedule.
6.6 In the event the Employer implements a policy related to the Fair Labor Standards
Act (FLSA) and exceptions for ELSA exempt employees, the member of this unit
shall be provided with only the provisions outlined in this Article.
ARTICLE 7— UNION LEAVE
7.1 One (1) Captain and one (1) Lieutenant shall be granted leave from duty without
any loss of pay during the pre-impasse and post-impasse period as provided in
RCW 41.56 for all meetings between the City and the Union for the purpose of
negotiating the terms of a contract and/or attendance at mediation, when such
meetings take place at a time during which any such members are scheduled to be
on duty.
7.2 Employees, not to exceed two (2) in number at any one thine, shall be granted
leave from duty with pay for Union business, such as attending labor conventions
and educational conferences regarding collective bargaining, provided that notice
of such conventions or conferences shall be given at least two (2) weeks prior
thereto to Chief of the Police Department, and provided further that the total leave
for the entire bargaining unit for the purposes set forth in this section shall not
exceed ten (10) days in any fiscal year.
7.3 One (1) Captain and one (1) Lieutenant may be granted release time during
normal working hours to attend meetings for collective bargaining, labor-
management, grievances, pre-disciplinary/disciplinary, investigatory interviews
and other meeting related to contract administration.
ARTICLE 8— RETIREE HEALTH CARE BENEFITS
Effective July 1, 2009, and for the term of this Agreement, the Employer shall make
contributions, subject to the procedures stated below, as are necessary to implement the
Teamsters Benefit Trust Fund's Retirement Security Plan (RSP) (i.e. retiree medical),
which provides for Health and Welfare benefits for retired employees who qualify under
the plan's enrollment rules. Future increases in the RSP as established by the Teamsters
Yakima Police Management 9
Teamsters Local #760
July 1, 2009 - December 31, 2012
Benefit Trust Board of Trustees during the term of this agreement will be paid 50% by
the employer and 50% from employee wage deductions. The Union agrees to defend and
hold the Employer harmless from and against any and all claims, demands, lawsuits,
orders or judgments arising from the administration and effect of this participation. The
Employer's obligation under this Agreement is limited to the payment of normal
contributions based on hours worked by unit employees.
ARTICLE 9 SAVINGS CLAUSE
It is understood and agreed that if any court or board of competent jurisdiction finds any
Article, Section or portion of this Agreement to be unlawful or invalid, the remainder of
the Agreement will remain in full force and effect. If such a finding is made, the parties
agree to make themselves available to negotiate a substitute for the invalid Article,
Section or portion.
ARTICLE 10 - TERM OF AGREEMENT
Except as provided herein, this Agreement shall be in fuJi force and effect upon
• ratification and execution of both the Union and the Employer and continue through
December 31, 2012
Executed by the parties hereto this day of , 2009
Yakima Police Management Unit City of Yakima
Teamsters Local #760
By: By:
John Parks, Secretary/Treasurer Richard Zais, City Manager
ATTEST:
City Clerk
Yakima Police Management 10
Teamsters Local #760
July 1, 2009 — December 31, 2012
APPENDIX "A"
WAGES
01/01/10 — 0.00% increase
01/01/11 — 2.50% increase
07/01/11 — 2.00% increase
01/01/12 — Blended Consumer Price Index (CPI) — (Blended CPI determined by
using - Average of US Cities & Seattle CPI-W - June to June, Minimum 2.0% -
Maximum 4.0%)
07/01/12 — 1.00%
ANNUAL LEAVE ACCURALS — Effective 07/01/09
205 hours annually — After 20 years of service
215 hours annually — After 25 years of service
HOLIDAYS WITH PAY — Effective 01/01/10 _
Eleven (11) paid holidays — equivalent number of hours as regular daily shift
DEFERRED COMPENSATION
01/01/11 — 3.5%
01/01/12 — 4.0%
07/01/12 — 4.5%
TEAMSTERS RETIREE MEDICAL COVERAGE — Effective 07/01/09
$329.00 a month per employee plus future normal premium increases split 50/50
between employer and employee
LIFE INSURANCE — Effective 01/01/11
$120,000.00
VEBA
01/01/12 - $38,500.00 maximum cash out
CLOTHING ALLOWANCE
Current practice for compliance with Yakima Police Department Policy and
Procedures Manual, Directive 6.01.01 — Non-Uniform Dress Standards
TAKE HOME VEHICLES
Current practice in accordance with ADM 300 Revised 10/24/05
Yakima Police Management 11
Teamsters Local #760
July 1, 2009 — December 31, 2012