HomeMy WebLinkAboutR-1990-D5861 Collective Bargaining c
RESOLUTION NO. v U 0 2:
A RESOLUTION authorizing and directing the City Manager and City Clerk of the City of
Yakima to execute a collective bargaining agreement for calendar years
1991 -1993 with the Yakima Police Patrolman's Association.
WHEREAS, pursuant to requirements of state law, labor negotiations have occurred
between the City and the Yakima Police Patrolman's Association resulting in the attached
collective bargaining agreement document for calendar years 1991 -1993, and
WHEREAS, the City Council deems it to be in the best interests of the City that such
collective bargaining agreement be executed by the City, now, therefore,
BE IT RESOLVED BY THE CITY OF YAKIMA:
The City Manager and City Clerk of the City of Yakima are hereby authorized and
directed to execute a collective bargaining agreement for calendar years 1991 -1993 with the
Yakima Police Patrolman's Association, a copy of which collective bargaining agreement is
attached hereto and by reference made a part hereof.
ADOPTED BY THE CITY COUNCIL this i ` - day of December, 1990.
c22.t
MAYOR
ATTEST:
CITY CLERK
PERSIX - Agenda - Police
12/18/90 — Page 3
COLLECTIVE BARGAINING AGREEMENT
by and between
CITY OF YAKIMA
and
YAKIMA POLICE PATROLMANS ASSOCIATION
Effective January 1, 1991 through December 31, 1993
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TABLE OF CONTENTS
ARTICLE 1 - RECOGNITION OF ASSOCIATION /BARGAINING UNIT 1
ARTICLE 2 - COLLECTIVE BARGAINING REPRESENTATIVES 2
ARTICLE 3 - ASSOCIATION MEMBERSHIP /PAYROLL DEDUCTIONS 2
ARTICLE 4 - ASSOCIATION SECURITY 3
ARTICLE 5 - NON - DISCRIMINATION 3
ARTICLE 6 - COLLECTIVE BARGAINING 4
ARTICLE 7 - GRIEVANCE PROCEDURE 5
ARTICLE 8 - BUSINESS LEAVE 8
ARTICLE 9 - ASSOCIATION REPRESENTATIVE ASSIGNED DAY SHIFT 8
ARTICLE 10 - MANAGEMENT RIGHTS 9
ARTICLE 11 - EMPLOYEES' RIGHTS 10
ARTICLE 12 - WAGES 11
ARTICLE 13 - SHIFT HOURS 13
ARTICLE 14 - VACATIONS 13
ARTICLE 15 - SENIORITY SYSTEM 14
ARTICLE 16 - HOLIDAY ASSIGNMENT 14
ARTICLE 17 - UNIFORM CLEANING AND ISSUE 15
ARTICLE 18 - CLOTHING ALLOWANCE 15
ARTICLE 19 - LIFE INSURANCE 15
ARTICLE 20 - HEALTH INSURANCE 15
ARTICLE 21 - LIABILITY AND PHYSICAL DAMAGE INSURANCE 25
ARTICLE 22 - DIFFERENTIAL PAY 26
ARTICLE 23 - SICK LEAVE 26
ARTICLE 24 - TRANSPORTATION 31
ARTICLE 25 - RADIO OPERATORS 31
ARTICLE 26 - SPECIAL ASSIGNMENT IN HIGHER CLASSIFICATIONS 32
ARTICLE 27 - TRAVEL AND TRAINING TIME 32
ARTICLE 28 - GENERAL, SPECIAL AND PERSONNEL ORDERS 32
ARTICLE 29 - ADVANCE NOTICE OF SHIFT CHANGE 32
ARTICLE 30 - IMPROVED PERFORMANCE AND EFFICIENCY 33
ARTICLE 31 - SAVINGS CLAUSE 33
ARTICLE 32 - WITNESS -CIVIL SERVICE BOARD 33
ARTICLE 33 - DEFENSE AGAINST CRIMINAL CHARGES 33
ARTICLE 34 - PHYSICAL FITNESS 34
ARTICLE 35 - DURATION 34
ARTICLE 36 - CODE PROVISIONS 34
COLLECTIVE BARGAINING AGREEMENT BETWEEN
THE CITY OF YAKIMA AND
YAKIMA POLICE PATROLMANS ASSOCIATION
THIS AGREEMENT, is made and entered into by and between the City of
Yakima, Washington, hereinafter called the City, and the Yakima Police
Patrolmans Association, hereinafter called the Association.
WITNESSETH:
WHEREAS, Chapter 41.56 of the Revised Code of Washington (hereinafter
RCW 41.56) contemplates the execution of collective bargaining agreements
between cities and collective bargaining representatives of government em-
ployees, the intent and purpose of such chapter being the promotion of the
continued improvement of the relationship between the public employers
and their employees by providing a uniform basis for implementing the right
of employees to join labor organizations of their own choosing and to be rep-
resented by such organizations in matters concerning their employment rela-
tions with public employers, and
WHEREAS, the parties to this agreement recognize that benefits accrue to
employees of the City by virtue of their Association membership, and that the
best interests of the government and people of the City of Yakima are served
by the City's official recognition of the Association,
NOW, THEREFORE, pursuant to RCW 41.56, and in accordance with the in-
tent and purpose thereof, and for the purpose of promoting the morale, well-
being and security of the employees of the Yakima Police Department repre-
sented by the Association, and for the purpose of promoting the general effi-
ciency of the government of the City of Yakima, the parties hereto agree as
. follows:
ARTICLE 1 RECOGNITION OF ASSOCIATION/BARGAINING UNIT
The City hereby recognizes the Association as the exclusive bargaining repre-
sentative of employees within the bargaining unit, which consists of all full -
time regular police officers, including probationary police officers, of the
Yakima Police Department except those persons appointed to positions above
the rank of Sergeant.
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ARTICLE 2 - COLLECTIVE BARGAINING REPRESENTATIVES
Collective bargaining between the parties shall be carried out by the City
Manager, or his designates, on behalf of the City Council, and a person or per-
sons representing the Association. The Secretary of the Association shall
notify the City Manager in writing of the names of the person or persons
representing the Association for collective bargaining purposes and the City
Manager shall notify the Association of his designates in a similar manner.
ARTICLE 3 - ASSOCIATION MEMBERSHIP /PAYROLL DEDUCTIONS
Section 1 - Association Membership. Each employee within the bargaining
unit is eligible to become and remain an Association member. However,
active Association membership shall not be open to those employees of the
Yakima Police Department permanently appointed to the positions excepted
from the bargaining unit by Article 1 of this Agreement. In the event an
Association member is permanently appointed to any position excepted from
the bargaining unit, active Association membership shall thereupon be closed
to him and he shall immediately discontinue active Association member-
ship.
Section 2 - Payroll Deductions. The City agrees to deduct Association mem-
bership fees, dues and other assessments by the Association against its mem-
bers within the bargaining unit from the pay of those members who autho-
rize the City to do so in writing. The Secretary of the Association shall for-
ward signed authorization cards to the Finance Officer of the City setting forth
the amounts to be deducted from the pay of each such person. The City shall
• transmit to the Treasurer of the Association the aggregate of such deductions
during each calendar month, together with an itemized statement, on or
before the 20th day of each month following the month for which such
deductions are made. In the event the City receives a written notice, signed
by any person from whose pay such deductions are being made, that no
further deductions are to be made, the City shall make no such deductions
from any pay earned by that person after receipt by the City of such notice.
The City shall notify the Secretary of the Association of all such notices
received by the City, which notification to the Association shall be given in
writing no later than the next working day after the receipt of such notice by
the City and shall include the name of the person involved. The Association
agrees to defend, at the expense of the Association, any claim, allegation,
cause of action, or lawsuit against the City arising from the above cited
deductions or the transmittal of such deductions to the Association, except
one brought by the Association for failure of the City to comply with the
terms of the Agreement.
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ARTICLE 4 - ASSOCIATION SECURITY
It shall be a condition of employment that all employees covered by this
Agreement who are members of the Association in good standing on the
effective date of this Agreement shall remain members in good standing. It
shall also be a condition of employment that all employees covered by this
Agreement and hired on or after its effective date shall, on or before the
thirty -first (31st) day following the beginning of such employment, become
and remain members in good standing of the Association.
All employees covered by this Agreement, except new employees during the
first thirty -one (31) days of their employment, shall be required to be and
remain members in good standing of the Association.
The City shall discharge any employees as to whom the Association, through
its authorized representative, delivers to the City a written notice that such
employee is not in good standing in conformity with this Article. Upon
receipt of a notice requesting termination of an employee who has not
become or remained a member in good standing of the Association, the City
shall immediately notify such employee that if he has not complied with the
Association membership requirements of this Agreement within fifteen (15)
days, his employment shall automatically be terminated. The Association
agrees to withdraw any letter of termination if the employee, in respect to
whom such letter has been served, shall complete his membership require-
ments within the time limit specified heretofore.
Pursuant to RCW 41.56.122, the foregoing provisions of this Article shall not
apply to employees who are bona fide members of a church or religious body
whose religious tenets or teachings prohibit membership in employee associ-
ations. However, every such employee shall pay an amount of money
equivalent to regular Association dues and initiation fees to a non - religious
charity or to another charitable organization mutually agreed upon by the
employee affected and the Association. The employee shall furnish written
proof that such payment has been made.
ARTICLE 5 - NON - DISCRIMINATION
It is the policy of the City of Yakima and the Association not to discriminate
against any employees or applicants for employment because of race, color,
religion, age, sex, physical, mental, or emotional handicap or national origin.
It is not the intent of management to lower employment standards or hire
individuals incapable of performing the required tasks of the job classifica-
tion.
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Nothing in this section shall prohibit the City from establishing bona fide
occupational qualifications.
ARTICLE 6 - COLLECTIVE BARGAINING
Section 1. All matters pertaining to wages, hours and working conditions,
except as otherwise provided in this Agreement, shall be established through
the negotiation procedure. All ordinances existing at the time of execution of
this Agreement and relating to wages, hours and working conditions for
members of the bargaining unit shall be considered a part of this agreement.
No ordinance pertaining to wages, hours or working conditions of members
of the bargaining unit shall be recommended by the City Manager to the City
Council unless mutually agreed upon between the City Manager and the col-
lective bargaining committee of the Association.
Section 2. Each year the Association shall submit to the City Manager and the
City Manager shall submit to the Association a written proposal for any
• changes in matters pertaining to wages, hours or working conditions desired
for the subsequent year. The written proposals of the Association shall be
submitted no later than July 1st, and the City's proposal shall be submitted no
later than July 10th. The former date shall be considered the formal com-
mencement of negotiations. The Association and the City shall follow the
collective bargaining procedure set forth in RCW 41.56, unless they mutually
agree to waive said procedure in whole or in part.
Commencement of mediation or arbitration as therein provided shall not
prevent the parties from entering into negotiations seeking to resolve any
differences during the pendency of mediation or arbitration. Any agreements
reached during such negotiations shall be reported to the appropriate panel,
and thereafter shall not be considered by said panel.
All agreements reached not otherwise included in this Collective Bargaining
Agreement shall be reduced to writing in a separate Memorandum of
Agreement which shall be signed by the City Manager and the Association's
representative.
Section 3. One copy of the preliminary City Budget for each year shall be
delivered to the Association or the Association shall be given written notice
where it may obtain same, as soon as said preliminary budget is printed. One
copy of the adopted annual budget shall be delivered to the Association or the
Association shall be given written notice where it may obtain same as soon as
the adopted annual budget is printed.
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ARTICLE 7 - GRIEVANCE PROCEDURE
Section 1 - Policy. The parties recognize that the most effective accomplish-
ment of the work of the City requires prompt consideration and equitable
adjustments of employee grievances. It is the desire of the parties to adjust
grievances informally whenever possible, and both supervisors and employ-
ees are expected to make every effort to resolve problems as they arise.
However, it is recognized that there may be grievances which can be resolved
only after a formal review. Accordingly, the following procedure is hereby
established in order that grievances of employees covered by this agreement
may be resolved as fairly and expeditiously as possible.
Section 2 - Grievance Defined. A grievance is a dispute involving the inter-
. pretation, application or alleged violation of any specific provisions of this
Collective Bargaining Agreement but shall not include those disputes
involving the interpretation or application or alleged violation of the Yakima
Police Civil Service Rules and Regulations. To be reviewable under this pro-
cedure, a grievance must be filed in writing within thirty (30) days of the
occurrence.
Section 3 - Special Provisions.
(a) The term "employee" as used in this Article shall mean an indi-
vidual employee, or group of employees, accompanied by a rep-
resentative if so desired.
(b) An Association officer and /or aggrieved party shall be granted
time off without loss of pay for the purpose of processing a
grievance.
(c) Grievances on behalf of an individual employee may not be ini-
tiated or pursued without his or her consent.
(d) A grievance may be entertained in or advanced to any step in the
grievance procedure if the parties so jointly agree.
(e) The time limits within which action must be taken or a decision
made as specified in this procedure may be extended by mutual
written consent of the parties involved. A statement of the
duration of such extension of time must be signed by both
parties involved at the step to be extended. Failure to meet the
time limit or extended time limit for responses shall render the
decision in favor of the grievant.
(f) Any grievance shall be considered settled at the completion of
any steps if all parties are satisfied or if neither party presents the
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matter to a higher authority within the prescribed period of
time. If the grievance is not appealed as prescribed the issues
shall be deemed withdrawn.
(g) If an employee seeks a Civil Service Remedy then said employee
waives all rights to use the grievance procedure. If an employee
uses the grievance procedure then said employee waives all
rights to use the Civil Service Procedures.
Section 4 - Procedure.
(a) Written Grievance to Immediate Superior. As soon as possible,
but in no case later than thirty (30) calendar days after an
employee has been made reasonably aware of a wrongful act
charged, an employee shall first reduce his grievance to writing
and discuss it with his immediate superior. Said superior shall
make an investigation of the relevant facts and circumstances of
the complaint and provide a written decision, and the reasons
therefore, within seven (7) calendar days.
(b) Written Grievance to Division Lieutenant. If the grievance is
not resolved in Step 1, then the written grievance may be sub-
mitted by the employee to the Division Lieutenant within seven
(7) calendar days of receipt of the written decision of the imme-
diate superior. The Division Lieutenant shall hear the grievance
and forward a written decision and the reason therefore, to the
employee within seven (7) calendar days after receipt of the
grievance.
(c) Written Grievance to Division Captain. If the grievance is not
resolved in Step 2, then the written grievance may be submitted
by the employee to the Division Captain within seven (7) calen-
dar days of receipt of the written decision of the immediate
supervisor. The Division Captain shall hear the grievance and
forward a written decision, and the reasons therefore, to the
employee within fourteen (14) calendar days after receipt of the
grievance.
(d) Grievance Appealed to Police Chief. An employee who is
dissatisfied with the decision of the Division Captain may sub-
mit the grievance in writing within seven (7) calendar days to
the Police Chief. The Police Chief shall make a separate investi-
gation and notify the employee in writing of his decision, and
the reasons therefore, within seven (7) calendar days after receipt
of the employee's grievance.
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(e) Grievance Appealed to City Manager. An employee who is dis-
satisfied with the decision of the Chief of the Police Department
may request a review by the City Manager by submitting a writ-
ten request to him. Such request shall be submitted within
seven (7) calendar days after receipt of the decision from the
Chief of the Police Department. Upon receipt of the request for
such a review, the City Manager shall, within seven (7) calendar
days, convene a board comprised of a representative of the City, a
representative of the Association or the aggrieved party, and a
third (3rd) member selected by the aforementioned two (2)
members, who shall serve as the Chairman. If the representa-
tive of the City and the aggrieved cannot agree upon a third (3rd)
member within seven (7) working days, they shall request that
the Civil Service Commission for Police and Fire of the City of
Yakima designate a neutral citizen of the City of Yakima, to
serve as the Chairman. The Committee shall investigate the
grievance and make recommendations to the City Manager for
resolution of the grievance within thirty (30) days following the
Committee's formation. If either party wishes to appeal the
matter further, said party shall proceed to request arbitration in
accordance with paragraph (f) below.
(f) Arbitration. At either party's request, the grievance may be
submitted to arbitration as the final step in the grievance proce-
dure. The parties and their representatives shall either singu-
larly or jointly request the State public Employment Relations
Commission for a list of names of five (5) arbitrators.
Alternatively, if either party wishes to request a list from the
American Arbitration Association (AAA) or FMCS then the
other party shall adhere to this request. The parties shall select
an arbitrator from the agreed on list by mutually agreeing to an
arbitrator or by alternately striking names. The order of striking
of names shall be determined by lot. The final name left on this
' list shall be the arbitrator. The arbitrator's decision shall be final
and binding but the arbitrator shall have no power to alter,
modify, add to or subtract from the terms of this Agreement.
The arbitrator's decision shall be submitted within thirty (30)
calendar days from the date of the hearing. The arbitrator's pro-
fessional fees and the expenses of a court reporter (if any) and
hearing room shall be borne equally by the parties. Each party
shall bear their own expenses for presentation of the grievance.
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ARTICLE 8 - BUSINESS LEAVE
Section 1. Members representing the Association, not exceeding three (3) in
number, shall be granted leave from duty without any loss of pay during the
pre- impasse period as provided in RCW 41.56, for all meetings between the
City and the Association for the purpose of negotiating the terms of a contract,
when such meetings take place at a time during which any such members are
scheduled to be on duty.
Section 2. Members representing the Association, not exceeding three (3) in
number, shall be granted leave from duty without any loss of pay during the
post- impasse period as provided in RCW 41.56, for meetings between the City
and the Association for purposes of negotiating a contract or attendance at
mediation, or arbitration hearings when such activities take place at a time
during which any such members are scheduled to be on duty; provided, how-
ever, that the cumulative total of all such paid leave during the post- impasse
period shall not exceed fifteen (15) days.
Section 3. Such officers and members of the Association as may be designated
by the Association, not to exceed two (2) in number at any one time, shall be
granted leave from duty without pay for Association business, such as attend-
ing labor conventions and educational conferences regarding collective bar-
gaining, provided that notice of such conventions or conferences shall be
given at least one (1) week prior thereto to Chief of the Police Department,
and provided further that the total leave for the bargaining unit for the pur-
poses set forth in this section shall not exceed fifteen (15) days in any fiscal
year.
Section 4. Officers and members of the Association on business leave, either
paid or unpaid, will list the date, place and nature or reason for leave on
forms required by the Chief of Police, to enable the Chief to verify the legiti-
macy of such absence.
ARTICLE 9 - ASSOCIATION REPRESENTATIVE ASSIGNED DAY SHIFT
To assist the City during the term of contract negotiations, the Association
Chairman, if a member of the negotiating committee, shall be assigned to an
appropriate day shift. During the balance of the term of the contract the
Association shall submit to the Chief of Police a list of not less than three (3)
names of members (which may include the Chairman), authorized to handle
a grievance, and the Chief shall schedule at least one (1) of these on an appro-
priate day shift.
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ARTICLE 10 - MANAGEMENT RIGHTS
Except as specifically abridged, granted, delegated or modified by this
Agreement, including amendments, the City retains all legal and inherent
exclusive rights. Furthermore, the City reserves all customary management
prerogatives including but not limited to, the right to:
(1) Establish, plan for, and direct the work force toward the goals of
the municipal government.
(2) Determine the organization, and the merits, necessity and level
of activity or service provided to the public.
(3) Determine the City budget and financial policies including
accounting procedures.
(4) Establish, regulate and administer a personnel system, in con-
formity with the City Charter and Police Civil Service Rules and
Regulations, which provides for all types of personnel transac-
tions including determining the procedures and standards for
hiring, promotion, transfer, assignment, layoff, discipline, reten-
tion and classification of positions.
(5) Determine the methods, means, equipment, numbers and kinds
of personnel and the job or position content required to accom-
plish governmental operations and maintain the efficiency
thereof.
(6) Determine and change the number and locations and types of
operations, processes and materials to be used in carrying out all
City functions.
(7) Assign work to and schedule employees in accordance with clas-
sifications and position descriptions, and to establish and change
work schedules in accordance with Article 13.
(8) Relieve any employees from duty due to lack of work or insuffi-
cient funds.
(9) Take necessary actions to carry out the mission of the City in
emergencies. An emergency is defined as a sudden, unforeseen
event which threatens the public health or safety.
Any employee within the bargaining unit who may feel aggrieved by the
unfair or discriminatory exercise of any of the Management Rights specified
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hereinabove, or any other claimed prerogative may seek his /her remedy by
the grievance procedure provided in the Agreement.
ARTICLE 11 EMPLOYEES' RIGHTS
No employee shall, by reason of his employment, be deprived of any rights or
freedoms which are afforded to other citizens of the United States by the
United States Constitution.
No employee shall be compelled by the City to give self- incriminating infor-
mation, either verbal or written, during any criminal investigation when
such investigation involves allegations against himself nor in any internal
investigation which could lead to a criminal charge against himself. Any
refusal by an employee to give self - incriminating information under these
conditions will not result in his termination, suspension, reprimand, transfer
nor any other form of disciplinary action by the City.
Section 1 - Discipline and Discharge. All discipline must be based upon just
cause. Any discipline shall be imposed in a manner least likely to embarrass
the employee before the public or other employees. Any disciplinary action
imposed upon an employee may be the basis for a grievance through the reg-
ular grievance procedure.
Disciplinary actions or measures shall include the following: oral admoni-
tions and warnings; written reprimand or written letters of warning; suspen-
sion; demotion; or discharge. Discipline shall be progressive in nature where
appropriate.
Section 2 - Bill of Rights. All employees within the bargaining unit shall be
entitled to the protection of what shall hereafter be termed as the "Police
Officers Bill of Rights ". The wide ranging powers and duties given to the
department and its members involve them in all manner of contacts and
relationships with the public. Of these contacts come many questions
concerning the actions of members of the force. These questions often require
an immediate investigation by superior officers designated by the Chief of
Police. In an effort to insure that these investigations are conducted in a
manner which is conducive to good order and discipline, the following
guidelines are promulgated.
(a) Whenever the Chief of Police or the designated alternate of the
Chief of Police decides to conduct a formal internal affairs inves-
tigation, any employee who is the subject of the complaint shall
be informed in writing of the nature of the investigation, and
advised of the rights of the employee before any interview of the
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employee begins. Written notice shall include sufficient infor-
mation necessary to reasonably apprise the employee of the alle-
gations of such complaint.
(b Any interview of an employee shall be at a reasonable hour,
preferably when the employee is on duty, unless the exigencies
of the investigation dictate otherwise. Where practicable, inter-
views shall be scheduled for the day time.
(c) The interview, which shall not violate the employee's constitu-
tional rights, shall take place at the Yakima Police Station facility,
except where impractical. The employee shall be afforded the
opportunity and facilities to contact and consult privately with
an attorney of the employee's own choosing and /or a represen-
tative of the Association. Said attorney and /or representative of
the Association may be present during the interview but shall
not participate in the interrogation except to counsel the
employee.
(d) The questioning shall not be overly long and the employee shall
be entitled reasonable intermissions as the employee shall
request for personal necessities, meals, telephone calls and rest
periods.
(e) The employee shall not be subjected to any offensive language,
nor shall the employee be threatened with dismissal, transfer, or
other disciplinary punishment as a guise to obtain the resigna-
tion of the employee nor shall the employee be intimidated in
any manner. No promises or reward shall be made as an
inducement to answer questions.
(f) It shall be unlawful for the City to require any employee covered
•
by this agreement to take or be subjected to any polygraph or any
polygraph type of examination as the condition of continued or
continuous employment or to avoid any threatened disciplinary
action.
ARTICLE 12 - WAGES
Section 1 - Salary Schedule. Effective Tanuary 1, 1991, the compensation
schedule in effect December 31, 1990 shall be increased by five and one -half
percent (5.5 %).
Effective January 1, 1992, the compensation schedule in effect December 31,
1991 shall be increased based on the following formula:
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Percentage increase to be based on ninety (90%) percent of an averaging
of the U.S. Cities Consumer Price Index (CPI -W) and Seattle Consumer
Price Index for Wage Earners, both for the period July, 1990 to July, 1991
subject to a three and one -half (3.5 %) percent minimum and a seven
and one -half (7.5%) percent maximum.
•
Effective January 1, 1993, the compensation schedule in effect December 31,
1992 shall be increased based on the following formula:
Percentage increase to be based on ninety (90 %) percent of an averaging
of the U.S. Cities Consumer Price Index (CPI -W) and Seattle Consumer
Price Index for Wage Earners, both for the period July to July, subject to
a three and one -half (3.5%) percent minimum and a seven and one -
half (7.5 %) percent maximum subject further to employees
contributing one -half of one percent (0.5 %) towards dependent medical
insurance premiums. e.g. if formula generates seven and one -half
(7.5 %) then seven (7.0 %) percent goes to wages and and one -half of one
percent (0.5 %) goes towards dependent medical insurance premiums.
If the averaging of the U.S. Cities Consumer Price Index (CPI -W) and
Seattle Consumer Price Index for Wage Earners, both for the period
July, 1991 to July, 1992 exceeds ten (10.0 %) percent, then the YPPA, if
they want, will be allowed to reopen on wages only with one -half of
one percent (0.5 %) of the reopener wage increase being allocated to
dependent medical insurance premiums. If YPPA elects to reopen,
then the City will have the right to open on one topic as well.
Section 2 - Longevity. Commencing January 1, 1991, commissioned Police
Officers and Sergeants of the City of Yakima who are regularly and continu-
ously employed full time, and who have completed periods of service as
hereinafter set forth, shall receive compensation, called longevity pay, in ad-
dition 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 salary
At least nine (9) years and
less than fourteen (14) years 3.0% of base salary
At least fourteen (14) years and
less than nineteen (19) years 4.5% of base salary
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At least nineteen (19) years and 6.0% of base salary
less than twenty -four (24) years
Twenty -four (24) years or more 8.0% of base salary
In addition, applicable provisions of Municipal Code Section 2.24.010,
Subsections C, D and E are incorporated herein by reference as if set forth in
full.
ARTICLE 13 - SHIFT HOURS
The City shall have the right to establish work schedules and starting times
provided that no shift shall commence duty between the hours of midnight
and 6:00 a.m. Within the aforementioned range, the City may, at its sole dis-
cretion, change or alter shift hours so that the appropriate level of protection
to life and property in the community is maintained.
Nothing herein shall prevent the City from temporarily changing shift hours
to any starting time to meet emergency situations. Upon termination of said
emergency, shift hours will be made to conform with normal practice.
ARTICLE 14 - VACATIONS
Police Officers and Sergeants shall be granted annual vacation as follows:
After one (1) full year of employment - Ten (10) working
days (five (5) days
may be taken after
six (6) months of
employment)
After two (2) full years of employment - Twelve (12) work-
ing days
After five (5) full years of employment - Fifteen (15) work-
ing days
After ten (10) full years of employment - Twenty (20) work-
ing days
After fifteen (15) full years of employment - Twenty -three (23)
working days
After twenty (20) full years of employment - Twenty -four (24)
working days
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Said employees may accumulate vacation leave time in an amount equal to
the vacation time the employee earns during two (2) years' of service, accord-
ing to the above schedule.
ARTICLE 15 - SENIORITY SYSTEM
A seniority roster will be maintained by the Chief of the Police Department,
or his /her designate, and shall be used to schedule vacation leaves and days
off. Scheduling vacation leave and days off shall be executed by the Chief, or
his designate, as an administrative function. Seniority shall govern priorities
for vacation leave and days off, provided, the Chief may schedule vacation
leave and days off for times other than those indicated by the seniority roster
when, in his judgment the seniority priority must be subordinated to the
welfare of the Police Department or any division thereof.
For purposes of this Article, and for purposes of scheduling vacation leave
and days off, seniority means a status of employee gained by continuous
length of service and by rank, with an employee of higher rank having
greater seniority than an employee of lower rank, and, as between employees
of equal ranks, the employee with the longest continuous service in that rank
having seniority.
Determination Of Seniority. Seniority shall be established in the following
manner:
Seniority is established by the length of continuous service, starting
with the date of hire.
If two (2) or more persons are hired on the same day, the score appear-
ing on the entrance examination used for the appointment shall de-
termine seniority, with the person obtaining the highest score to have
the greatest seniority.
If two (2) or more persons have identical scores on the entrance exami-
nation, seniority shall be determined in alphabetical order.
An employee within the bargaining unit who may feel aggrieved by
the administration of such a seniority system shall seek his remedy by
the grievance procedure provided in Article 7 of this Agreement.
ARTICLE 16 - HOLIDAY ASSIGNMENT
Where shift strength is reduced or increased on holidays, consistent with the
needs of the City, assignments shall be offered to the most senior qualified
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officer within a work unit (e.g. squad) of the appropriate division. Except for
an emergency, the City shall provide a minimum of forty -eight (48) hours
notice of any deviation from normal shift strength so that officers may plan
the use of their time.
ARTICLE 17 - UNIFORM CLEANING AND ISSUE
The City shall pay for all necessary cleaning of uniforms for members of the
bargaining unit. The City may determine, from time to time, where said uni-
forms shall be cleaned. Reasonable regulations concerning such cleaning may
be adopted by the Police Department.
In addition to the minimum issue of uniform items listed in Appendix "A ",
effective January 1, 1981, other apparel and collateral equipment will be sup-
plied to each patrol officer. The specific types and costs of said apparel and
equipment are subject to further specification in discussions between the
Police Chief and a committee of the Association.
ARTICLE 18 - CLOTHING ALLOWANCE
Police detectives and police officers assigned to the Detective Division of the
Police Department, when not required to wear a uniform in the performance
of their assigned duties, shall be paid a monthly clothing allowance of thirty
dollars ($30.00) in lieu of an issued uniform.
ARTICLE 19 - LIFE INSURANCE
The City shall provide fifteen thousand dollars ($15,000.00) group life insur-
ance for each employee in the bargaining unit.
Effective July 1, 1987, the City will provide optional additional term life
insurance for employees of the bargaining unit to be paid at the employee's
expense through payroll deduction. The City shall have the right to
determine the insurance carrier.
ARTICLE 20 - HEALTH INSURANCE
Section 1 - Employee Medical Coverage (LEOFF I). For the period January 1,
1991, through December 31, 1993, LEOFF I employees will be covered by a
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medical insurance plan which generally provides for no deductible, 100%
coverage.
Section 2 - Employee Medical Coverage (LEOFF II). For the period January 1,
1991, through December 31, 1993, LEOFF II employees will be covered by the
medical insurance plan in effect during 1988 except as otherwise provided in
Section 4 below. The medical plan shall provide for a deductible of Fifty
Dollars ($50.00) charged semi - annually per employee. The plan shall provide
for an 80 %/20% sharing of costs except that the plan shall provide for 100% of
the usual and customary rate (UCR) for office calls to be paid. The entire pre-
mium for said coverage shall be paid by the City.
Section 3 - Dependent Medical Coverage. For the period January 1, 1991,
through December 31, 1991, the City will pay the entire monthly premium for
dependent medical insurance except that the employees have agreed to
allocate an additional nine tenths of one percent (0.9 %), effective January 1,
1991, towards dependent medical insurance. This brings the total employee
contribution to one and four tenths percent (1.4 %) based on a continuance of
the one -half of one percent (0.5 %) contribution for 1990 and added to the 1991
contributions. Dependents will be covered by the medical insurance plan and
the premiums which are applicable to policy provisions in effect in 1990 (Fifty
Dollars ($50.00) deductible charged semi - annually, 80% /20% sharing) except as
otherwise provided in Section 4 below. In addition, 100% of the Usual and
Customary Rate (UCR) for office calls will be paid subject to the provisions of
Section 4 below.
For the period January 1, 1992, through December 31, 1992, the City will pay
the entire monthly premium for dependent medical insurance except for the
employees' continuing contribution of the total of one and four tenths
percent (1.4 %) from 1990 and 1991 to pay for dependent medical insurance.
Dependents will be covered by the medical insurance plan and the premiums
which are applicable to policy provisions in effect in 1991 (Fifty Dollars
($50.00) deductible charged semi - annually, 80 %/20% sharing) except as oth-
erwise provided in Section 4 below. In addition, 100% of the Usual and
Customary Rate (UCR) for office calls will be paid subject to the provisions of
Section 4 below.
For the period effective January 1, 1993, through December 31, 1993, the City
will pay the entire monthly premium for dependent medical insurance
except that one -half of one percent (0.5 %) of the January 1, 1993, wage increase
will be allocated to pay for dependent medical insurance. This brings the total
employee contribution to one and nine tenths percent (1.9 %). Dependents
will be covered by the medical insurance plan and the premiums which are
applicable to policy provisions in effect in 1992 (Fifty Dollars ($50.00)
deductible charged semi - annually, 80 %/20% sharing) except as otherwise
provided in Section 4 below. In addition, 100% of the Usual and Customary
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Rate (UCR) for office calls will be paid subject to the provisions of Section 4
below.
Section 4 - Cost Containment Provisions. The medical plan will be inclusive
of the following provisions:
(1) Alcohol /Substance Abuse. Treatments shall be covered by the
major medical program with an annual payment not to exceed
three thousand dollars ($3,000.00) per patient, provided; that the
patient must complete the treatment plan. This provision shall
be limited to two (2) treatments per patient per lifetime and may
be either inpatient or outpatient at the patient's choice.
(Effective July 1, 1987)
(2) Generic Drugs. Prescription generic drugs shall be covered at
one hundred percent (100 %) after the payment of a Two Dollar
($2.00) deductible per prescription. (Effective July 1, 1987)
(3) Maternity. If the hospital stay relating to the delivery of a child
born by a covered employee or employee's spouse does not ex-
ceed forty -eight (48) hours, the medical plan shall pay a bonus of
Seventy -Five Dollars ($75.00) to the insured patient. (Effective
July 1, 1987)
(4) Audit. If an employee or dependent discovers an error in a
medical bill which is subsequently recovered, the medical plan
will reimburse the covered person fifty percent (50 %) of the
recovered amount up to One Hundred Dollars ($100.00) reim-
bursed. (Effective July 1, 1987)
(5) Weekend Admission. Benefits for room and board charges by a
hospital shall not be payable for the Friday, Saturday, and /or
Sunday of a confinement if the patient is admitted on one of
these days, unless:
(a) The confinement is for emergency treatment or services;
or
(b) A surgical operation is scheduled for the day after the date
of admission; or
•
(c) Medical treatment, requiring hospital confinement, is
scheduled for the day after the date of admission.
(Effective July 1, 1987)
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(6) The deductible for LEOFF II employees and all eligible depen-
dents of all bargaining group employees shall be Fifty Dollars
($50.00) per covered individual charged semi - annually
(maximum One Hundred Dollars ($100.00) per year per individ-
ual) with a total family deductible of One Hundred Fifty Dollars
($150.00) charged semi - annually (maximum Three Hundred
Dollars ($300.00) per family per year). The plan will continue to
pay One Hundred Percent (100 %) of the Usual Customary Rate
(UCR) for office calls. (Effective January 1, 1988)
(7) Chiropractic care to be modified to include one (1) initial visit
with two (2) x -rays plus up to twenty -four (24) additional visits
per year covered under major medical to a maximum payment
of Twenty -Five Dollars ($25.00) per visit (excluding the first visit)
with a maximum annual payment not to exceed Seven Hundred
Fifty Dollars ($750.00). (Effective January 1, 1988)
(8) Pre - admission Testing. Outpatient department charges for
surgery made by a hospital where the patient will be confined for
the surgery will be paid in full with the deductible waived pro-
viding confinement occurs within seven (7) days after testing
begins.
If such testing is performed while the patient is confined as a
hospital inpatient, all related charges incurred for testing prior to
a scheduled surgery (including but not limited to hospital room
and board and laboratory charges) will be reimbursed at 60% in
excess of the deductible with all charges applied to major medical
and considered in calculating attainment of the major medical
benefit level. (Effective January 1, 1988)
(9) Second Surgical Opinion. When the surgical procedures listed
below are recommended, a second opinion from a different and
qualified physician as to the need for the surgery shall be re-
quired. The charges for the second opinion including necessary
diagnostic tests shall be paid in full with the deductible waived.
If a second opinion is not obtained, covered charges (including
but not limited to hospital room and board and ancillary charges
and physician's fees) for the surgery and any surgery related
charges will be reimbursed at sixty percent (60 %) with all charges
applied to major medical and considered in calculating attain-
ment of the major medical benefit level in excess of the
deductible except in the case of an emergency when a second
opinion could not be obtained in which case payment would be
made in accordance with the plan.
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If the two opinions are not confirming, covered charges for a
third opinion will be payable in accordance with existing plan
conditions, exclusions and limitations.
Second surgical opinion shall be required for:
Adenoids, Removal Of Jaw Surgery
Back Surgery Joint Surgery
Bile Duct Surgery Kidney Surgery
Breast Surgery Nose /Nasal Surgery
Dilation and Curettage Prostate Surgery
Eye /Eyelid Surgery Stomach /Gastric Surgery
Foot Surgery Thyroid Surgery
Gall Bladder Surgery Tonsils, Removal Of
Heart Surgery Uterine Surgery
Hemorrhoids Varicose Vein Surgery
Hernia Surgery Vascular Surgery
(Effective January 1, 1988)
(10) Well Baby Care. Hospital nursery charges for the routine care of
a newborn shall be limited to seventy -two (72) hours following
birth. All covered charges shall be paid under the newborn's
coverage as a dependent (applying applicable deductible and
coinsurance charges). (Effective July 1, 1989)
(11) Outpatient Surgery. Covered charges for the following list of
surgical procedures when performed on a same -day basis in an
outpatient setting will be paid under the major medical benefits
at eighty percent /twenty percent (80 %/20 %) under this plan in
accordance with all plan conditions, exclusions and limitations,
but with the deductible waived.
Any of the surgical procedures listed below which are performed
on a hospital inpatient basis will be paid at sixty percent (60 %) of
the covered charges (including but not limited to hospital room
and board and ancillary charges and surgeon's fees) in excess of
the deductible, unless it can be demonstrated that special risk
factors existed and surgery on a hospital inpatient basis was
medically necessary.
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Outpatient Surgical Procedures:
Ear, Nose and Throat
Adenoidectomy and Myringotomy
Antral Puncture
Arch Bars, removal of
Branchial arch appendates, excision
Caldwell -Luc
Closed reduction (nose or sygoma)
Ethmoidectomy
Foreign body removal (ear)
Inclusion cyst, excision
Inferior turbinate resection
Laryngoscopy
Laryngoscopy with operative procedure
Mastoidectomy
Mouth biopsy
Myringoplasty or tympanoplasty
Myringotomy with or without tubes
Nasal polypectomy
Otoscopy
Otoscopy (with removal of foreign body)
Palate biopsy
Poly Tubes, removal
Preauricular cyst, excision
Septal reconstruction, SMR
Stapedectomy
Tonsillar tag excision
Tonsillectomy, with or without adenoidectomy
Tongue biopsy
Tympanoplasty
Gynecology
Adhesions of clitoris, removal
Bartholin cystectomy
Cautery vaginal cyst
Cervical amputation (Stromdorff)
Hymenotomy
Hysterosalpingogram
• Hysteroscopy
IUD, removal
Cervical cone
Cervical polypectomy
Cervix, dilatation
Colpotomy
Condylomata acuminata, removal of or fulguration of
Cryotherapy
Cryotherapy with biopsy and /or D & C
Culdoscopy
D &C
D & C with conization
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D & C with culposcopy
D & C with laparoscopy
D & C with laparoscopy and conization
Culdocentesis
Episiotomy
Exam under anesthesia
Labial lesion, excision
Laparoscopy
MacDonald's procedure
Pelvic Endoscopy (Shirodkar)
Perineoplasty
Perineorrhaphy
Phlebography
Rectovaginal fistula repair
Trans - vaginal ligation of tubes
Tubal insufflation
Vaginal stenosis, release
Vaginal tumor, excision
Vaginal web, excision
Vaginoplasty
Vulvar biopsy
Orthopedic
Aristospan injection
Arthrodesis (phalanges) (other joints)
Arthrotomy meniscectomy
Arthroscopy
Bone reconstruction
Bunionectomy (unilateral or bilateral)
Bursectomy
Capsulectomy
Carpal tunnel decompression
Carpal tunnel ligament release
Cast change with x -ray
Closed reduction fracture, with x -ray
Closed reduction fracture, without x -ray
Debridement
Fasciectomy (finger or palm)
Finger nail or toenail removal
Foreign body excision
Foreign body excision, with x -ray
Fusion
Ganglionectomy
Hammertoes, correction of
Hammertoes, correction of bilateral
Hand fasciectomy for artgrutu
Hardware, removal
Ligament repair
Manipulation of joints (with x -ray)
Mass excision with scar revision
Metatarsal head, excision (unilateral or bilateral)
Morton's neuroma
- 21 -
Neurolysis (finger or other)
Nerve repair (finger /s or other)
Neuroma, removal of (finger or other)
Olecranon bursa, excision
Open reduction fracture, without x -ray
Osteotomy
•
Phalangectomy
Plantar wart, excision
Sequestrectomy
Skin graft
Synovectomy
Tarsorrhaphy
Tendon release (tenotomy)
Tendon repair
Tendon sheath, release
Tenosynovectomy
Trigger finger, release
Ulnar nerve transfer
Zanthoma, excision
Z- plasty
Zygomatic arch
Plastic Surgery
Augmentation mammoplasty (unilateral) (bilateral)
Basal cell CA, excision
Blepharoplasty, upper or lower bilateral
Blepharoplasty (combined)
Chin augmentation
Dermabrasion (partial or full)
Facial wife, removal
Flap revision
Lesion excision with graft
Lipectomy
Mastopexy
Otoplasty (unilateral) (bilateral)
Rhinoplasty
Rhytidectomy
Rhytidectomy with blepharoplasty
Scar revision
Skin graft
Neurosurgical
Carpal tunnel decompression
Intercostal neurectomy
Morton's neuroma
Neuroma
Ulnar nerve transfer
-22-
Urological
Circumcision (pediatric or adult)
Cystoscopy
Litholapaxy (bladder stone crushing and removal)
Meatotomy
Perineal needle biopsy
Prostrate biopsy
Testicular prosthesis insertion
Transurethral resection bladder tumor
Urethral catheter
Urethral dilatation
Vasectomy
Hydrocelectomy
Orchidectomy
Testicular biopsy
Vasovasotomy
General Surgery
Abscess, I & D
Anal tag, excision
Biopsy (muscle)
Breast implant, removal (single) (double)
Breast mass, excision
Bronchoscopy
Bronchoscopy (with operative procedure)
Cervical node biopsy
Colostomy, revision
Cyst, excision
Epigastric herniorrhaphy
Esophagoscopy
Esophagoscopy (with operative procedure)
Fistulectomy
Foreign body removal, without x -ray
Foreign body removal, with x -ray
Frenulectomy, tongue
Gynecomastia, excision
Hemangioma, removal
Hermorrhoidectomy
Hydrocelectomy
Inguinal herniorrhaphy (infant unilateral or bilateral)
(adult unilateral or bilateral)
Lipoma, excision
Lysis of adhesions (abdominal)
Mass excision
Orchidectomy
Rectal biopsy
Rectal dilation
Rectal polypectomy
Sigmoidoscopy
Sigmoidoscopy (with operative procedure)
Skin graft
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Skin lesion, excision
Stitch granuloma, removal
Suture removal, superficial
Suture removal, deep
Torticollis, repair
Umbilical herniorrhaphy
with bilateral Inguinal Herniorrhaphy
Umbilical sinus, excision
Varicose vein ligation with or without stripping
Vermilionectomy (upper and lower lip)
Vermilionectomy (both lips)
Wedge resection lip
Lacerations, repair of
Pilonidal cyst, excision
Orchiopexy
Thyroglossal duct cyst, excision
Eye
Canthus excision
Cataract
Chalazion, removal of
Conjunctiva, repair of
Cryocoagulation
Cyst excision
Ectropion and Entropion, repair
Enucleation
Eye exam
Lacrimal duct probing
Photocoagulation
Pterygium, removal of
Dermoid cyst of eyebrow, excision
Eye muscle operation - recession or resection (unilateral)
recession or resection (bilateral)
Reconstruction of lacrimal duct
Wedge resection - eyelid
(Effective July 1, 1989)
Section 5 - Dental Coverage. For the period January 1, 1991, through
December 31, 1993, the City will pay the entire monthly premium for the
employee and dependents for a "step insurance plan" generally consisting of
coverage for (a) one hundred percent (100 %) Usual and Customary Rate
(UCR) for standard exams; (b) eighty percent (80 %) UCR for treatment; (c) fifty
percent (50%) UCR for bridgework and dentures; and (d) fifty percent (50 %)
UCR up to a One Thousand Dollar ($1,000.00) lifetime maximum per person
for orthodontic treatment. No deductible would be required.
Section 6 - Vision Coverage. For the period January 1, 1991, through
December 31, 1993, the City shall pay the total monthly premium to provide a
-24-
major medical vision care program for employees and their eligible depen-
dents in accordance with the following schedule:
(1) Eye Examination - 100% up to $45.00 once in any calendar year.
(2) Spectacle Lenses 80% UCR
Single Vision Lenses 80 %UCR
Bifocal Lenses 80 %UCR
Trifocal Lenses 80 %UCR
Lenticular Lenses 80 %UCR
(3) Frames - one pair each 24 calendar months
at 100% to S60.00
(4) Contact Lenses - when medically
necessary following surgery 80 %UCR
(5) Cosmetic contacts paid up to regular
frame and lense amount once each
24 months.
Section 7 - Retiree Coverage. Effective January 1, 1985, the medical program
shall be changed to provide retirees and dependents of retirees the right to
remain in the group plan until they reach age 65 or, in the case of spouses of
deceased retirees, until the spouse remarries. Retirees and unremarried
spouses of deceased retirees shall pay the premium (including dependents if
enrolled) which shall be the same as the normal group rate assessed for cov-
erage of active City employees and dependents covered by this agreement.
Section 8 - Long Term Disability Coverage. Effective January 1, 1985, the City
will pay fifty percent (50 %) of the premium, to a maximum of eight dollars
($8.00) per month per employee, for long term disability insurance for LEOFF
II officers. Said plan shall require a ninety (90) day waiting period and pro-
vide sixty percent (60 %) of salary to age 65. In the event of premium rate
increases, the City and Association will work jointly to obtain comparable
services through an alternate insurance at the same or lower cost with a
ninety (90) day waiting period and which provides sixty percent (60 %) of
salary to age 65.
ARTICLE 21 LIABILITY AND PHYSICAL DAMAGE INSURANCE
Section 1 - Liability Insurance. The City shall provide liability insurance,
including false arrest insurance, for Association members covered by this
Agreement while in the performance of their duties, with a minimum limit
of Three Hundred Thousand Dollars ($300,000.00) per occurrence; provided,
-25-
however, nothing in this section shall prohibit the City from self - insuring
that liability or false arrest insurance.
Section 2 - Physical Damage Insurance. The City shall provide full physical
damage insurance on police vehicles, which insurance shall include police
officers as insureds, or the City shall, in the alternative, become self- insured
for such physical damage insurance. In either case the City waives any claim
it may have against any police officer for physical damage to City property, but
the City retains its right to discipline any employee for just cause.
ARTICLE 22 - DIFFERENTIAL PAY
Section 1 - Emergency Response Team. Beginning in calendar year 1984, the
sum of Three Thousand Dollars ($3,000.00) shall be allocated from the Police
Department budget to provide for training and equipping the Emergency
Response Team. This shall be in lieu of the differential previously paid to
individual officers assigned to this special duty.
Section 2 - Field Training Officers. Officers assigned to orient and train newly
hired uniformed officers, and actually engaged in same, shall receive a pay-
ment of Seventy -Five Dollars ($75.00) per month over and above their nor-
mal rate of pay. Officers assigned such duty for periods of less than two (2)
weeks during the pay period shall not be eligible for such differential. The
City retains the exclusive right to select said Field Training Officers and
•
determine the duration of assignment.
Section 3 - Education and Incentive. Effective January 1, 1982, Police Officers
and Sergeants shall be eligible to receive an additional payment of Seventy -
Five Cents (75¢) per month per quarter hour of college or university credit
earned while an employee of the Yakima Police Department. A grade of "B"
or better would be required in each course for which payment is made.
ARTICLE 23 - SICK LEAVE
Section 1 - Accrual. LEOFF II employees shall accrue eight (8) hours of sick
leave for each full calendar month of service with the City. Unused sick
leave may be accumulated for an unlimited period; provided, however, that
LEOFF II employees shall be permitted to accumulate up to a maximum of
1,040 hours of sick leave.
Effective July 1, 1987, the sick leave accrual shall be increased by two (2) hours
per month to a new accrual rate of ten (10) hours per month. The additional
two (2) hours of sick leave will not immediately accrue to the employee's
leave account. Rather, the two (2) hours shall be placed in a "pool ". Such
-26-
accruals to the "pool" shall continue until the month during which a total of
960 hours accrual to the "pool" is attained at which time all accruals to the
"pool" shall cease and the additional two (2) hours shall accrue to the em-
ployee's individual sick leave account.
Section 2 - Sick Leave Pool. As indicated in Section 1, beginning July 1, 1987, a
sick leave pool shall be formed to supplement approved sick leave for LEOFF
II employees. The pool shall have no additional contributions made by the
City and the allocation of hours from the pool shall be at the discretion of the
Association. The Association may elect to require repayment from recipients
of leave loaned from the pool in order to maintain the pool.
Section 3 - Permissible Use of Sick Leave. An employee eligible for sick leave
with pay shall be granted such leave for the following reasons:
(1) Personal illness or physical incapacity resulting from causes be-
yond employee's control;
(2) Quarantine of employee due to exposure to a contagious disease;
• (3) On- the -job injuries; any employee receiving sick leave with pay,
who is eligible for time -loss payments under the workman's
compensation law shall, for the duration of such payment, re-
ceive only that portion of the employee's regular salary which,
together with said payments, will equal the employee's regular
salary. In order not to work an undue hardship on employee
caused by the time lag involved in time -loss payments, the
employee shall be paid full salary and on receipt of time -loss
payments shall endorse such payments to the City. Said
employee shall be charged with sick leave only for that portion
of the employee's regular salary for which the City is not
reimbursed by the workman's compensation endorsed to the
City;
(4) The death of a member of the immediate family of an employee
or employee's spouse; for purposes of subparagraph, "immediate
family" means any husband, wife, parent, grandparent, child,
grandchild, brother, or sister. No leave of absence in excess of
three (3) days for a family death shall be taken by an employee
unless additional leave is recommended by the employee's
• department head and approved by the appointing authority;
(5) Serious injury or illness to members of employee's immediate
family living with and dependent upon the employee,
constituting an emergency or crisis; any sick leave granted for
- 27 -
this purpose must be recommended by the department head and
approved by the appointing authority;
(6) Illness and disability caused or contributed to by pregnancy, mis-
carriage, abortion or childbirth.
(7) Sick leave shall not be allowed for any period of time that the
employee is gainfully employed by another employer.
(8) An employee will be entitled to use the employee's accrued sick
leave to care for a child of the employee under the age of eigh-
teen with a health condition that requires treatment or supervi-
sion.
Section 4 - Requirements for All Paid Sick Leave.
(1) Employees must report to the representative designated by the
department head the reason for the absence as far in advance of
the starting of their scheduled work days as possible, but in no
event shall this report be made later than the first day of absence.
(2) Employees must keep their department head informed of their
condition if absence is of more than three (3) working days in
duration.
(3) For each absence an employee must submit upon the approved
form an explanation of the reason for such absence. A statement
by the attending physician may be required if an absence by ill-
ness or injury extends beyond three (3) working days, or for each
absence, if requested by the department head.
(4) Employees must permit home visits or medical examinations at
the expense and convenience of the City.
Section 5 - Enforcement of Sick Leave Provisions.
(1) Any failure to comply with the provisions of Section 4 shall be
grounds for denial of sick leave with pay for the period of
absence.
(2) Misrepresentation of any material facts in connection with paid
sick leave by any employee shall constitute grounds for suspen-
sion or discharge.
(3) It shall be the responsibility of the department head or desig-
nated representative to:
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(a) Review all applications for sick leave and approve those
which are bona fide and comply with the provisions of
this section and forward same to the Personnel Division.
The Personnel Officer shall not certify the payment of sick
leave until the approved applications have been received,
except that employees still absent at the end of a pay
period may be certified for payment of sick leave by the
Personnel Officer upon recommendation of the depart-
. ment head as indicated by his signing the time sheet and
subject to the receipt of an approved application for sick
leave pay immediately upon the employee's return to
work;
(b) Investigate any suspected abuse of sick leave;
(c) Withhold approval of sick leave pay in the event of
unauthorized use;
(d) Initiate disciplinary action if, as a result of investigation, it
is determined that an employee has been guilty of willful
misrepresentation in a request for sick leave pay.
Section 6 - 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:
(1) No exchange of accrued sick leave for additional leave days or
for cash will be granted for those employees with ninety (90) days
or less of accrued sick leave except:
(a) Upon retirement or death the employee's accrued sick
leave up to ninety (90) days or less will be exchanged for
pay at the rate of fifty percent (50 %) of the employee's cur-
rent base pay.
(b) Upon termination under honorable conditions, as distinct
from retirement or death, the employee's accrued sick
leave up to ninety (90) days or less will be exchanged for
pay at the rate of twenty -five percent (25 %) of the
employee's current base pay. Honorable termination
includes layoff for budget reasons, as well as resignation
with proper notice.
(c) Effective July 1, 1987, payments authorized herein shall be
the lesser of the amounts allowed in 1(a) or 1(b), or the
-29-
percentage ratio of the employee's accrual versus 720
hours, applied to $12,500 but in no case shall such pay-
ment exceed $12,500.
EXAMPLE: An employee has 500 hours of sick leave ac-
crued at retirement and was earning $15.00 per hour.
Under 1(b), the employee could receive 50% of the value
of the 500 sick leave hours or $3,750 ($15.00 X 500 X .5).
The percentage of 500 hours versus 720 hours is 69.44 %,
$8,680 is 69.44% of $12,500. The pay off would be the lesser
of the two amounts, $3,750.
(2) Exchange of accrued sick leave for additional leave days or for
cash will be granted to employees who have accrued ninety -one
(91) or more days subject to the following provisions:
(a) Upon retirement or death, the employee's accrued sick
leave up through a maximum of ninety (90) days will be
exchanged for pay at the rate of one hundred percent
(100 %) of the employee's current base pay.
(b) Upon termination under honorable conditions, as distinct
from death or retirement, the employee's accrued sick
leave up to a maximum of ninety (90) days will be
exchanged for pay at the rate of fifty percent (50 %) of the
employee's current base pay.
(c) The maximum amount allowable for payout is $12,500.
(d) Employees who have accrued more than ninety (90) days
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
three (3) added leave days annually. Employees may
receive compensation in lieu of taking leave days,
utilization of which would be subject to the scheduling
and approval by the department head.
(3) 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
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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.
(c) No request will be granted for less than eight (8) hours'
pay or eight (8) hours additional leave.
(d) No exchange will be granted to an employee who has been
terminated for cause, as defined by civil service.
(e) In the event of layoff, exchange requests are the responsi-
bility of the employee.
ARTICLE 24 - TRANSPORTATION
Section 1 - Mileage Reimbursement. The City shall pay each officer for his
use, at the request of the City, of his personal auto. The mileage
reimbursement rate will be tied to the mileage rate permissible under IRS
regulations.
Section 2 - Reserved Parking. Effective January 1, 1981, ten (10) parking
spaces shall be reserved in a proximate City employee lot for afternoon shift
patrol officers. Use of said spaces shall be controlled and require the display of
a special permit issued to relevant personnel by the Chief of Police or his de-
signee.
ARTICLE 25 - RADIO OPERATORS
To enhance the safety and efficiency of police officers, the City shall strive to
select, train, and maintain a staff of competent radio operators. A formal
training program shall be administered within the Police Department to any
personnel regularly assigned to communications /radio duty. Emergency
relief may be exception to this Article.
The general policy of the Police Department shall be to staff the
radio /communications function with non - commissioned personnel.
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ARTICLE 26 - SPECIAL ASSIGNMENT IN HIGHER CLASSIFICATIONS
During routine operations when an officer is assigned to fulfill the duties and
• responsibilities of a classification higher than his own for a period of eight (8)
hours or more he shall be paid the lowest rate of the higher classification
which provides any salary increase for the officer.
ARTICLE 27 - TRAVEL AND TRAINING TIME
Time spent by an employee, beyond the normal working day, for out -of-
Yakima -area training classes or travel shall not be considered as overtime
work.
Time spent by an employee in assigned local training classes, beyond the
normal working hours but during the shift day, shall be compensated on a
straight time basis. Time spent in local training classes during an officer's day
off shall be compensated on a time and one -half (1.5) basis.
ARTICLE 28 - GENERAL, SPECIAL AND PERSONNEL ORDERS
The City will furnish the Association with copies of all written general rules
and special orders from within the Police Department pertaining to wages,
hours, conditions of employment and assignments of members.
ARTICLE 29 - ADVANCE NOTICE OF SHIFT CHANGE
An officer will normally be given adequate advance notice of any change in
his regular hours of work, except where an emergency exists [an emergency is
defined as an event unforeseen by the Department, affecting the
Department's ability to perform its mission]. Posting shall constitute ade-
quate notice. Notice given less the forty -eight (48) hours (or seventy -two (72)
hours under a Four -Ten Plan) before he is to begin work under the changed
schedule entitles the officer to compensation at the overtime rate for those
hours not exceeding eight (8) hours that are earlier, later or different from the
hours he last worked in a work day. An officer is not entitled to compensa-
tion at the overtime rate if he is otherwise entitled to compensation under
the same hours of work.
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ARTICLE 30 - IMPROVED PERFORMANCE AND EFFICIENCY
The parties recognize the desirability of improving performance and increas-
ing efficiency of the Yakima Police Department in order to provide maximum
services at reduced costs. It is therefore agreed that the Association will
actively cooperate and participate in studies and efforts to discover and
employ new methods and practices which result in improved performance
and increased efficiency in the Yakima Police Department.
Effective January 1, 1981, there shall be created a joint City /Association com-
mittee to discuss and review problems related to work areas, space allocation
and equipment specifications. Of particular concern will be the Police Radio
Room, Report Writing Area and patrol vehicles. Recommended solutions
will be forwarded to the City Manager via the Chief of Police.
ARTICLE 31 SAVINGS CLAUSE
• It is understood and agreed that all provisions of this Agreement are subject
to applicable laws, and if any provision of any Article of this Agreement is
held or found to be in conflict therewith, said Article shall be void and shall
not bind either of the parties hereto. However, such invalidity shall not affect
the remaining Articles of this Agreement. In the event that any provision
shall be held unlawful and unenforceable by any court of competent jurisdic-
tion, the parties agree to meet forthwith for the purpose of renegotiating such
provision in an attempt to reach a valid agreement.
ARTICLE 32 - WITNESS -CIVIL SERVICE BOARD
An officer shall be compensated for all off -duty time that he spends as a wit-
ness before the Civil Service Board at the same rate and in the same manner
as he is compensated for Court Time.
ARTICLE 33 - DEFENSE AGAINST CRIMINAL CHARGES
The City shall, at the City's expense, defend any officer against any criminal
charges brought against such officer for action occurring while acting in the
official capacity as a Police Officer. The City's obligation to provide for such
defense and /or defense costs shall terminate upon a conviction of a criminal
law violation in Court. It shall be the obligation of the officer to pay for attor-
ney's fees and costs associated with an appeal unless the appeal reverses a
conviction in which case the City will reimburse the officer for attorney's fees
and costs associated with the appeal. If such officer is found guilty and there
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is an entry of final, non- appealable judgment of conviction, it shall then be
the responsibility of such officer to reimburse the City for all fees, expenses
and costs related to the defense. If the officer is retried, the provisions of this
article shall apply anew. If an outside attorney is hired to provide such
defense, the City shall be notified of the identity of such attorney and an
agreement with the City shall be reached concerning the fees to be charged by
such outside attorney prior to the time that attorney is retained.
ARTICLE 34 - PHYSICAL FITNESS
The City requires that members of the Police Department by physically fit for
the optimum performance of their duties and the Association agrees to coop-
erate with the City in developing appropriate standards and testing of fitness.
ARTICLE 35 - DURATION
This agreement shall be effective on the 1st day of January, 1991, and shall
terminate on December 31, 1993.
ARTICLE 36 - CODE PROVISIONS
The following provisions of the Yakima Municipal Code are hereby incorpo-
rated by reference and made a part of this agreement:
(1) 2.20.040 Policy for Pay Steps
(2) 2.20.060 Transfer, Promotion, Reclassification, Demotion, or
Reinstatement of Employees
(3) 2.20.085 Reimbursement for expenditures
(4) 2.20.086 Reimbursed expenditures
(5) 2.20.088 (d) Uniform Allowance - Special Assignment Pay
(6) 2.40.010 Employees Eligible for Leave
(7) 2.40.020 D Terminal Leave
(8) 2.40.080 Holidays with Pay
(a) Members of the bargaining unit whose
scheduled work day is longer than eight (8)
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hours shall receive compensatory time off in
lieu of holidays equal to the number of hours
in their normal work day.
(9) 2.40.100 Overtime Pay (Subsection 1 amended to allow the
accumulation of up to 40 hours compensatory court
time. In addition, Subsection 1 shall be amended to
provide that all call backs shall be paid at time and
one -half base pay with a minimum of two (2)
hours. Said compensation may be in pay or time
off in conformance with Subsection 4.) (Subsection
4C to be amended: "Fractions of an hour served in
overtime duty shall be rounded to the next quarter
hour for the purpose of computing the amount of
overtime. ")
Recommended By: Recommended By:
Will Aitchison Antheny F. enke
Chief Negotiator Chief Nego ' ; tor
Yakima Police Patrolmans City of Yakima
Association
Executed by the parties hereto this 3o It day of ,t ' 't ,199th. oty
Yakima Police Patrolmans Association City of Yakima
By: By:
City Manger
By: /-t • - ST: —
Secretary
City Clerk
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1991 SALARY SCHEDULE
YAKIMA POLICE PATROLMANS ASSOCIATION
Pay Class Pay Range Steps
Range Code Class Title A B C D E
450 6124 Police Sergeant 1/1/91 Mo 3395.53 3563.66
1/1/91 Hr 19.59 20.56
400 6121 Police Officer 1/1/91 Mo 2379.82 2567.02 2717.81 2832.21 3227.40
1/1/91 Hr 13.73 14.81 15.68 16.34 18.62
1992 SALARY SCHEDULE
Effective January 1, 1992, employes will receive an increase based on the
following formula:
Percentage increase to be based on ninety (90 %) percent of an averaging
of the U.S. Cities Consumer Price Index (CPI -W) and Seattle Consumer
Price Index for Wage Earners, both for the period July, 1990 to July, 1991
subject to a three and one -half (3.5 %) percent minimum and a seven
and one -half (7.5 %) percent maximum.
1993 SALARY SCHEDULE
Effective January 1, 1993, employes' will receive an increase based on the
following formula:
Percentage increase to be based on ninety (90%) percent of an averaging
of the U.S. Cities Consumer Price Index (CPI -W) and Seattle Consumer
Price Index for Wage Earners, both for the period July, 1991 to July, 1992
subject to a three and one -half (3.5 %) percent minimum and a seven
and one -half (7.5 %) percent maximum, except that one -half of one
percent (0.5 %) of the increase shall be contributed by employees toward
dependent medical insurance premiums. E.g. if formula generates
seven and one -half (7.5 %) then seven (7.0 %) percent goes to wages and
and one -half of one percent (0.5 %) goes towards dependent medical
insurance premiums.
If the averaging of the U.S. Cities Consumer Price Index (CPI -W) and
Seattle Consumer Price Index for Wage Earners, both for the period
July, 1991 to July, 1992 exceeds ten (10.0 %) percent, then the YPPA, if
they want, will be allowed to reopen on wages only with one -half of
one percent (0.5 %) of the reopener wage increase being allocated to
dependent medical insurance premiums. If YPPA elects to reopen,
then the City will have the right to open on one topic as well.
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