HomeMy WebLinkAboutR-2014-143 2015-2018 Collective Bargaining Agreement with Teamsters #760; Yakima Police Management Unit RESOLUTION NO. R- 2014 -143
A RESOLUTION authorizing and directing the City Manager to execute a collective
bargaining agreement for 2015 - 2018 with the Teamsters Local #760
representing the Yakima Police Management Unit.
WHEREAS, pursuant to requirements of state law, labor negotiations have occurred
between the City and Teamsters Local #760 Police Management Unit, resulting in the attached
proposed collective bargaining agreement for 2015 - 2018; and
WHEREAS, the Local #760 and the City of Yakima have bargained in good faith to a
negotiated agreement; and
WHEREAS, the members have voted in favor of the attached proposed collective
bargaining agreement; and
WHEREAS, the City Council has determined that it is in the best interest of the City of
Yakima to settle collective bargaining in accordance with the terms and conditions of the
attached collective bargaining agreement, now therefore,
BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF YAKIMA:
The City Manager of the City of Yakima is herby authorized and directed to execute the
attached and incorporated Collective Bargaining Agreement between Teamsters Local #760
Police Management Unit, and the City of Yakima.
ADOPTED BY THE CITY COUNCIL this 2nd day of December 2014
Micah Caw! ,Mayor
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Collective Bargaining Agreement
By and between
The City of Yakima
And
Teamsters Local #760
January 1, 2015— December 31, 2018
ARTICLE 1 — RECOGNITION
ARTICLE 2 — UNION SECURITY /DUES CHECK OFF
ARTICLE 3 — RIGHTS OF PARTIES
ARTICLE 4 — WAGES AND BENEFITS
ARTICLE 5 — GRIEVANCE PROCEDURE
ARTICLE 6 — WORK WEEK, AND HOURS OF WORK
ARTICLE 7 — UNION LEAVE
ARTICLE 8 — MEDICAL AND RETIREE HEALTH CARE BENEFITS
ARTICLE 9 — SAVINGS CLAUSE
ARTICLE 10 — TERM OF AGREEMENT
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.
The employer recognizes the Union as the exclusive bargaining representative on
matters concerning heath care and retirement healthcare for Yakima Police Department
Deputy Chief(s) and the Chief of Police.
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.
1.3 The Chief and Deputy Police Chief(s) shall have no voting or grievance rights on the
collective Bargaining Agreement.
ARTICLE 2 — UNION SECURITY /DUES CHECK OFF AND MAIINTENANCE OF MEMBERSHIP
Yakima Police Management 1
Teamsters Local #760
January 1, 2015 — December 31, 2018
2.1 It shall be a condition of employment that all employees of the Employer covered by
this Agreement, including the Chief and Deputy Chief(s) of Police, who are members of
the Union in good standing on the effective dlate of this Agreement shall remain
members in good standing in the 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 -off' 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.
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
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Teamsters Local #760
January 1, 2015 — December 31, 2018
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 arid 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;
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Teamsters Local #760
January 1, 2015 — December 31, 2018
I) Assign work to and schedule employee's in accordance with Civil Service
classifications and position descriptions and in conformity with this agreement;
1) 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) hours 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; and /or,
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.
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
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January 1, 2015 — December 31, 2018
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 Sheriffs 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.
3.7 Any Lieutenant or Captain promoted to the rank of Deputy Chief or Chief of Police shall
retain the absolute right, in the event of a reduction in rank that is not for cause, to
"bump back" to their last held civil service rank. Said ability to bump back will not be
dependent on there being a current opening at the rank being bumped back to.
3.8 In the event of a reduction in rank that is not for cause, computation of seniority will be
computed such that any time spent in a superior rank will be counted as time spent in
the last held civil service rank.
ARTICLE 4 — WAGES AND BENEFITS SEE APPENDIX "A"
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.
4.1 Newly promoted Lieutenants and Captains will start at City of Yakima Master Pay
Ordinance "Step D ". After six months, the newly promoted member will move to step
"E" of the Master Pay Ordinance.
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Teamsters Local #760
January 1, 2015 — December 31, 2018
ARTICLE 5 - GRIEVANCE PROCEDURE
Grievance Definition:
A grievance is an alleged violation of this Collective Bargaining Agreement.
Filing 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.
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.
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Teamsters Local #760
January 1, 2015 — December 31, 2018
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 IV — 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 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.
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Teamsters Local #760
January 1, 2015 — December 31, 2018
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 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.
6.1.1 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 one
scheduled weekly Command Staff meeting per month.
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 at least four hours, 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 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.
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Teamsters Local #760
January 1, 2015 — December 31, 2018
6.6 In the event the Employer implements a policy related to the Fair Labor Standards Act
(FLSA) and exceptions for FLSA exempt employees, the members 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 time, 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 meetings
related to contract administration.
ARTICLE 8 — HEALTH AND WELFARE; RETIREE HEALTH CARE BENEFITS
This article applies to all Lieutenants, Captains, Deputy Chief(s) and the Chief of Police.
The City will pay premiums to the Teamsters UEBT Plan A -6 (medical trust), Washington
Teamsters Welfare Trust, Northwest Administrators (WTWT) Dental Plan A, and WTWT
Vision Plan on behalf of each bargaining unit member who had at least (40) compensable
hours in the prior month. Coverage will include employees (including the Chief and Deputy
Chief(s)) and their eligible dependents. Effective January 1, 2015, Employees shall contribute
one hundred forty dollars ($140.00) toward the monthly contributions for these Plans.
Future contribution increases to any of these plans shall be shared as follows: The City shall
pay ninety percent (90 %) and the employee shall pay ten percent (10 %).
Effective January 1, 2015, and for the term of this Agreement, the Employer shall make
contributions for each employee (including Chief of Police and Deputy Chief(s) ) , 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. Effective January
1, 2015, the Employer will pay the full premium for the Retirement Security Plan. Future
increases in the RSP as established by the Teamsters 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.
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Teamsters Local #760
January 1, 2015 — December 31, 2018
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 full force and effect January 1, 2015 and
continue through December 31, 2018.
Executed by the parties hereto this day oftC.-4.Q,1e-- , 2014
Yakima Police Management Unit City of Yakima
Teamsters Local #760
By: ; I1,� r c :_ l
Leonard Crouc , Secretary/Treasurer - Tony O'Ro rke, City Manager
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Yakima Police Management 10
Teamsters Local #760
January 1, 2015 — December 31, 2018
APPENDIX "A"
WAGES
1/1/2015 2.5% of base pay increase
1/1/2016 2.5% of base pay increase
1/1/2017 2.5% of base pay increase
1/1/2018 2.5% of base pay increase
LONGEVITY PAY: Lieutenants and Captains of the City of Yakima who are regularly and
continuously employed full time, and who have completed periods of service as hereinafter set
forth, shall receive compensation, called longevity pay„ in addition to their regular salary,
according to the following schedule, to be paid on the first applicable pay day following the 31st
day of December and the 30th day of June of each year:
Years Of Service Longevity Compensation
At least four (4) years and
less than nine (9) years 1.5% of base monthly salary
At least nine (9) years and
less than fourteen (14) years 3.0% of base monthly salary
At least fourteen (14) years and
less than nineteen (19) years 5.5% of base monthly salary
At least nineteen (19) years and 7.0% of base monthly salary
less than twenty -four (24) years
Twenty -four (24) years or more 10.0% of base monthly salary
Longevity Payment at Termination.
a. Upon termination of employment of anyone entitled to longevity pay, such
person shall receive a longevity payment, according to the above schedule, for
the number of months of eligibility served by such employee from the date on
which the immediately previous longevity payment was made. Such payment
shall not be made for fractions of a month, and if termination of employment
occurs on or before the fifteenth day of any month, that month shall not be
counted as one for which longevity pay is to be made, and if termination of
employment occurs after the fifteenth day of any month, that month shall be
counted as one full month for which longevity pay is to be made.
b. No longevity pay shall be paid to any employee who is discharged from
employment for disciplinary reasons.
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Teamsters Local #760
January 1, 2015 — December 31, 2018
c. Employees covered by the Washington State Law Enforcement Officers' and
Firefighters' Retirement System who terminate their employment after
disability leave and are placed on disability retirement shall receive longevity
pay for the period of disability leave as provided in Chapter 41.26 of the Revised
Code of Washington.
ANNUAL LEAVE ACCURALS —
205 hours annually — After 20 years of service
215 hours annually — After 25 years of service
Terminal Leave.
a. An employee, when leaving the service of the City and who has given at least
two weeks' notice of his or her intention to leave, shall be compensated for
vacation leave earned and accumulated to the date of separation.
b. The employee (or upon death, beneficiary) may designate and apportion what
amounts will be directed as a contribution into his /her VEBA account.
c. Terminal leave shall be computed by multiplying the hourly rate in effect at the
time of termination by the number of hours accumulated.
Vacation Exchange
To be eligible, employees must have accrued two years' worth of vacation leave. The
employee must use at least 66 2/3% of their yearly accrual of vacation time during the
calendar year. Any time remaining at the end of the year will automatically be converted
to cash and paid on the first check of the New Year.
HOLIDAYS WITH PAY — Effective 01/01/15
Twelve (12) paid holidays — equivalent number of hours as regular daily shift.
DEFERRED COMPENSATION
01/01/15 — 5.5%
LIFE INSURANCE — Effective 01/01/15
$150,000
SICK LEAVE EXCHANGE. Eligible employees may exchange accrued sick leave for pay or for
additional leave time as appropriate, in accordance with the options provided the employee,
subject to the following provisions:
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Teamsters Local #760
January 1, 2015 — December 31, 2018
(1) Upon retirement or death the employee's accrued sick leave up to seven hundred and
twenty (720) hours or less will be exchanged for pay at the rate of one hundred percent
(100 %) of the employee's current base pay. The employee (or upon death, beneficiary)
may designate and apportion what amounts will be directed as a contribution into
his /her VEBA account.
(2) Upon termination under honorable conditions, as distinct from retirement or death, the
employee's accrued sick leave up to seven hundred and twenty (720) hours or less will
be exchanged for pay at the rate of fifty percent (50 %) of the employee's current base
pay. Honorable termination includes layoff for budget reasons, as well as resignation
with proper notice.
(3) Exchange of accrued sick leave for additional leave days or for cash will be granted to
employees who have accrued seven hundred and twenty (720) hours or more subject to
the following provisions:
(a) Employees who have accrued more than seven hundred and twenty
(720) hours of sick leave may exchange such sick leave for bonus
(additional) leave days at the rate of three (3) days of sick leave for each
additional leave day, not to exceed a total of one hundred (100) sick
leave hours annually. Employees may receive compensation in lieu of
taking leave days. Utilization of leave days would be subject to the
scheduling and approval by the Department head.
(4) Sick Leave Exchange Procedure. Eligible employees may exchange accrued sick
leave as provided above at the option of the employee, subject to the following
conditions and provisions:
(a) A request for such an exchange shall be made to the Director of Finance
and Budget via the Department Timekeeper. All requests shall be in
writing and shall be signed by the employee making the request.
(b) Requests will be accepted only during the first five (5) working days of
each month with exchanged leave to be available within fifteen (15)
calendar days of the date the request is received by the office of the
Director of Finance and Budget. Exceptions to the above will be made
for termination, layoff or disability retirement.
CLOTHING ALLOWANCE
$70 per month. Current practice for compliance with Yakima Police Department Policy
and Procedures Manual, Directive 6.01.01 — Non- Uniform Dress Standards. Employer
will pay the cost of all uniform dry cleaning.
TAKE HOME VEHICLES
All Lieutenants and Captains will be issued an unmarked take home police rated vehicle.
Use of such vehicle is subject to current practice and in accordance with Department
Policy and Procedure.
Yakima Police Management 13
Teamsters Local #760
January 1, 2015 — December 31, 2018
EDUCATIONAL INCENTIVE: Lieutenants and Captains shall be paid a monthly education
incentive payment based on the following schedule:
BA Degree: 3.0% of their current base pay for that month
MA Degree: 4.0% of their current base pay for that month
Education incentive pay shall be paid to employees only after the City has received an official
transcript from the educational institution verifying the degree or credits received.
In consideration for the City's encouragement of formal education for its police managers, the
City will reimburse members for accredited college and university courses that are related to a
field of study in a degree program for bachelor's degree or higher. The institutions of higher
learning shall be accredited by a nationally recognized accrediting agency. The City will
reimburse tuition, lab fees, and books (with verified invoice) at the following rates for
completed course grades:
A+ to A -= 90%
B+ to B -= 75%
C+ to C - =50%
Grades less than C- or equivalent, will not be eligible for reimbursement.
Costs subject to the above conditions shall be recognized and reimbursable if incurred from
07/01/2013.
Members receiving reimbursement for education agree to remain in their position with the
Yakima Police Department (or promotion) for a minimum of twenty -four (24) months
beyond the graduation of their academic degree or the completion of the last reimbursed
class. If departure is anticipated to occur prior to twenty -four months, the City and Union
shall meet to determine what, if any, pro rata is appropriate.
PATROL RIFLES
The City and Union agree to the phased acquisition of AR -15 rifles for employees electing to
purchase such rifles. The cost of the purchase shall be repaid by the Lieutenants and Captains at
0% interest rate over a two year period in equal deductions from the employees' paycheck.
Employees who terminate employment shall have the remaining unpaid balance removed from
their final paycheck.
Yakima Police Management 14
Teamsters Local #760
January 1, 2015 — December 31, 2018
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BUSINESS OF THE CITY COUNCIL
YAKIMA, WASHINGTON
AGENDA STATEMENT
Item No. 9.
For Meeting of: December 02, 2014
■
ITEM TITLE: Resolution authorizing 2015 to 2018 Teamsters Local #760
collective bargaining agreement between the City and the
Police Captains and Lieutenants
SUBMITTED BY: Tony O'Rourke, City Manager
Cheryl Ann Mattia, Director of Human Resources
SUMMARY EXPLANATION:
This represents the result of good faith negotiations between parties. The 2015 -2018
settlement package is outlined below:
• Pay of 2.5 % for 2015 -2018
• Education Incentive
o BA /BS 3%
o Masters 4%
• Life Insurance
o Increase from $120,000 to $150,000
• Retirement Medical Plan
o City will maintain 100% of the RSP premiums and the union agrees to 50% split on
increases that might occur during the duration of the agreement
• Sick Leave Cash Out
o Decreased hours to 720 for cash or VEBA
• Holidays
o Increased from 11 to 12
• Clothing Allowance
o Increased from $50 to $70 per month
Resolution: X Ordinance:
Other (Specify):
Contract: Contract Term:
Start Date: End Date:
Item Budgeted: Yes Amount:
Funding Source /Fiscal
Impact:
Strategic Priority:
Insurance Required? No
Mail to:
Phone:
APPROVED FOR
SUBMITTAL: _. City Manager
RECOMMENDATION:
City management recommends execution of the agreement
ATTACHMENTS:
Description Upload Date Type
D memorandum 11/25/2014 Cover Memo
D Resolution for CBA Poice Management 2015- 11/21/2014 Resolution
2018
D CBA for Teamsters Police Management 2015- 11/24/2014 Resolution
2018
Human
''� Resources
` �r Division
129 N. Second Street, Yakima, WA 98901 (509) 575 -6090 Scan: 278 -6090 Fax: (509) 576 -6358
MEMORANDUM
TO: Mayor and Council Members
FROM: Tony O'Rourke, City Manager
Cheryl Ann Mattia, Director of Human Resources
DATE: November 24, 2014
RE: Police Management Collective Bargaining Agreement 1/1/201 through
12/31/2018
Recently City Management and Teamsters Local #760 negotiated in good faith effort a contract
setting forth the wages, hours, and other terms and conditions of employment for the next four
years. This process resulted in a settlement package with the following changes:
• Pay increase of 2.5% for each year 2015 -2018
• Educational Incentive
o BA/BS 3%
o Masters 4%
• Life Insurance
o Increase from $120,000 to $150,000
• Retirement Medical Plan
o City will maintain 100% of the Retirement Security Plan (RSP) premiums and the
union agrees to 50% split on increases that may occur during the duration of the
agreement
• Health and Welfare
o Effective 01.01.2015 employee shall contribute $140.00 toward monthly
contributions. (The City shall pay 90% and the employee shall pay 10 %).
• Sick Leave Cash Out
o Decrease hour to 720 for cash or VEBA
• Holidays
o Increase from 11 to 12
• Clothing Allowance
o Increase from $50 to $70 per month
MEMORANDUM OF UNDERSTANDING BETWEEN
THE CITY OF YAKIMA AND THE YAKIMA POLICE MANAGEMENT UNIT REPRESENTED BY
TEAMSTERS LOCAL #760
1. The parties to this Memorandum of Understanding, the City of Yakima and the Yakima Police Management
Unit represented by Teamsters local #760, enter this agreement to distinguish the Collective Bargaining
Agreement (CBA) from the City of Yakima Municipal Code.
2. The parties Collective Bargaining Agreement (CBA) shall refer to Appendix B when the CBA addresses
Ch. 2 from the Municipal Code effective November 1, 2014:
Exception:
Municipal Code Chapter 2.20.100 Classification Plan
The most current update to this chapter shall be routinely referenced and applied to this contract.
Sections where this amendment applies:
• Article 4 Wages and Benefits
3. This agreement shall be effective upon signing and upon ratification by the Yakima City Council and the
Yakima Police Management Unit represented by Teamsters local #760. The terms of this agreement shall be
incorporated into the new Collective Bargaining Agreement (CBA).
City of Yakima Yakima Police Management Unit represented
By Teamsters local #760
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Tony O'R rke, City Manager Leonard Crouch, Secretary/Treasurer
ATTEST:
CITY CON TRACTN O : _ O
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`J� Jfl .t z l ., ES OCUT 1 0NNO : '
•
Sonya Clad Tee, City Clerk i y '
•
Date: L(