HomeMy WebLinkAboutES05-100 - Original - Kent Police Officers Association - Police Sergeants and Officers - 2005-2007 Labor Agreement - 01/01/2005 CITY OF KENT
and
KENT POLICE OFFICERS ASSOCIATION
POLICE SERGEANTS AND OFFICERS
2005 - 2007 LABOR AGREEMENT
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TABLE OF CONTENTS
Page No.
PREAMBLE.............H....«...........................................................................................................................................1
ARTICLE 1 -RECOGNITION AND BARGAINING UNIT.................................................................................1
SECTION 1.1. RECOGNITION OF THE ASSOCIATION................ . ... .............................. . .. .................... . ... .. 1
SECTION 1.2. REPRESENTATION DURING NEGOTIATIONS...................... .. . ..... ................ .. . . .. .............. ...... . I
SECTION 13. BULLETIN BOARD SPACE......................... ... ... . ... ........................ .... . . . .. ..................... . . . ... 1
SECTION 1.4. ASSOCIATION OFFICIALS'RELEASE TIME..... ... ........................... ... .. ....... ...................... . . . .. 1
SECTION 1.5. PROBATIONERS........................ ..... .............................................. ... ... ....................... . . .. . . ........3
ARTICLE 2-ASSOCIATION MEMBERSHIP AND DUES DEDUCTION.......................................................4
SECTION 2.1 ELIGIBILITY... .. . . . .. .................................................................. .. . . .. . . ................ ....... .... . . 4
SECTION 2.2. ASSOCIATION MEMBERSHIP....................... ......... ..... ........... ............................. ...... . ... . . . .......4
SECTION 2.3. DUES DEDUCTION......................................... .... .. ............................................ ... . . ..... ..............4
ARTICLE 3-EMPLOYMENT PRACTICES.........................................................................................................5
SECTION 3.1. SENIORITY DEFINITION....................... . ... . ...... . .................................................................... . . . 5
SECTION 3.2. PERSONNEL REDUCTION....................................................................................... ... . ....... . . . . . 6
SECTION 3.3. SEVERANCE PAY NOTICE......... ................................................... ........... .. .. . . . . . 6
SECTION 3.4. ESTABLISHMENT OF REINSTATEMENT REGISTERS . . ................. ... .. . . .. ... . . ................ ............7
SECTION 3.5. EMPLOYEE STATUS WHEN REINSTATED............ ......................... . .. . . . ... ........ ...... . ....................7
SECTION 3.6. EEO/NONDISCRIMINATION.................................................................................................................7
SECTION 3.7. PERSONNEL FILES................................................................................ ..............................................7
ARTICLE 4-HOURS OF WORK AND OVERTIME...........................................................................................9
SECTION4.1. HOURS OF WORK............................................ . . .. ...................... ...... ....... ... .... .... ............. ..... ...9
SECTION4.2. OVERTIME..................................... ... . . ..... .... ................................................................................10
SECTION 4.3. CALL BACK AND MINIMUM OVERTIME................................................ ....... .... ... . . . . . .. . .. . .. .10
SECTION 4.4. OVERTIME PAY FOR COURT APPEARANCES...... . . ........ ... .. ..... .. . . ... .. . .. ... . .........................I I
SECTION 4.5. COMPENSATORY TIME................... ........................................................... .. ........ ... ... ... .. .. . . . 12
SECTION 4.6. KENNEL TIME AND K-9 OVERTIME................... . .. . ...... ............ ....... ....... ............................ ... . .12
SECTION4.7. STANDBY FOR DUTY............................ ..................................................... . .. ... . .. .. . ......... . .....13
SECTION4.8. SHIFT BIDDING...... .. ..... ............................... .. ... ................................................... .... ... .... . . .14
4.8.1 Shift Assignments............................ ... ..................................... ....... .. ................ ............. ... . . . . . 14
4.8.2 Shift Bidding Process.................... ........................................... ....... ..... .. .................................. ...... ..1 S
4.8.3 Shift Bidding Dates.. ..................................... . ........................... .... . .. .. ... ... ........................... ..15
4.8 4 Days Off Rotation.... . . .......................... ..... ..... .............................. . ... ... ... . . ....................... ..16
SECTION 4.9. DAYLIGHT SAVINGS TIME............................. ....... ................................... ..... . . ..... . . .... . ... .....16
ARTICLE 5-DEPARTMENTAL WORK RULES AND WORK SCHEDULES..............................................16
SECTION 5.1. NOTIFICATION OF WORK RULE CHANGES......................... ......... .... ..................... . . . . . . . ... . ..16
SECTION 5.2. MODIFIED WORK SCHEDULE................ ..................................... ............................ . . . .. . .... ...16
ARTICLE6-SICK LEAVE....................................................................................................................................17
SECTION 6.1. SICK LEAVE BENEFITS...................................... .................................. . .... . . . . ..................... . 17
SECTION 6.2. SICK LEAVE ACCRUAL................................................................................ ... . ........................... ..17
A. LEOFF I Employees..................... ........................ . .. ..................... .. .. . .... .... ................ .. . . . .17
BLEOFFIIEmployees . ........................ .................. ..... ..... . .......... .............. 17
SECTION 6.3. LEOFF II SICK LEAVE USAGE..................... . . ........................... ...... ............................... . . .. . . 17
SECTION 6.4. LEOFF II EMPLOYEES--ON-DUTY INJURY LEAVE PROVISION..................... . . . . . ......................18
SECTION 6.5. LEOFF I EMPLOYEES LEAVE TO CARE FOR SICK DEPENDENTS............ . .. . .. .. . ..........................18
SECTION 6.6. SICK LEAVE INCENTIVEBUY-OUT PROGRAM.. ... ..................... . ... ... ........................ ... . .. .... .19
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SECTION6.7. LIGHT DUTY .... .... ................................. . . . . ............................... . ... . ........... . . . ..... ....... .......19
ARTICLE7-HOLIDAYS..........................».».........................................................................................................19
SECTION 7.1. HOLIDAYS OBSERVED........................... ........................................ . ...... ............ . . . . . ... ..........19
SECTION 7 2. HOLIDAY COMPENSATION.......................... . .... .. .............................. .. . . . ................ ....... . .......20
ARTICLE 8-EDUCATION ALLOWANCE.........................................................................................................22
SECTION8.1. GENERAL POLICY.............................................. ... ..................................... . ...................... . . .22
SECTION8.2. OFFICERS-POLICY................................. .......... .......................... ... ... ... ... ..................... . . . ......22
SECTION 8.3. CLASS ATTENDANCE....................................................... ................................. ... .... ......................23
SECTION 8.4. REIMBURSEMENT PROCEDURES.......... ............ . .......................... ... . .. .. . ................... .. .. . .. .23
ARTICLE 9-ANNUAL LEAVE........................»...................................................................................................24
SECTION 9.1. ANNUAL LEAVE ACCRUAL................................. .. . . ... ................ ............................ . . . . . . .24
SECTION 9.2. SCHEDULING ANNUAL LEAVE.......................... . ..... ...... ...................................................... . . . .24
SECTION 9.3. VACATION BIDS............................................................................... .. ..............................................24
SECTION 9.4. MAXIMUM ACCRUAL........................................ .......................................... ........ . .... . .. .... ....... .25
ARTICLE 10-PENSIONS.......................................................................................................................................25
ARTICLE11-BEREAVEMENT............................................................................................................................25
ARTICLE 12-MANAGEMENT RIGHTS............................................................................................................26
SECTION 12.1 GENERAL MANAGEMENT RIGHTS........ ... ........ ... . .... ................. .. ....... . . ... . . ... ... .. .. . . . .26
SECTION 12.2. VOLUNTEERS AND TEMPORARY EMPLOYEES...................................................................................27
ARTICLE 13-PERFORMANCE OF DUTY.........................................................................................................27
SECTION 13.1. NON-STRIKE PROVISIONS......... ........ ...... ...................................................................................27
SECTION 13.2. PERFORMANCE OF DUTY.......... ....... ..............................................................................................27
ARTICLE 14-CONFERENCE BOARD/COMMUNICATIONS........................................................................28
SECTION 14 1. CONFERENCE BOARD......................... .... ... .... .......................................... ............. ......... . . . .28
SECTION 14.2. COMMUNICATIONS WITH THE CHIEF ADMINISTRATIVE OFFICER.....................................................28
ARTICLE 15-GRIEVANCE PROCEDURE.........................................................................................................29
SECTION 15.1. GRIEVANCE DEFINITION... .................................... .............................................. .... . .. . . . . . .29
SECTION 15.2 REPRESENTATION DURING GRIEVANCES................................. ... . . .. . ..... ........ ..........................29
SECTION 15.3. EXCEPTIONS TO TIME LIMITS......................... ....... ................................. ... ... .. . .... . .................29
SECTION 15.4. CLASS ACTION................................................. ..... ................................. . .. .. . .. . .... ... ............29
SECTION 15.5. STEPS AND TIME LIMITS............................... .................................. ...... .. ... .. .............................29
SECTION 15.6. ARBITRATOR'S AUTHORITY.................. ........ .............................. ... .. ... ... . . ... .........................31
SECTION 15.7. ELECTION OF REMEDIES............................................................................................. ....... . . ... . 31
SECTION15.8. RETROACTIVITY. ..... ......................... ...................................... .......................................... .... . . 31
ARTICLE 16-POLICE OFFICERS'BILL OF RIGHTS..................................»................................................32
SECTION16.1 BILL OF RIGHTS. ......................... ..................................... ............................ ... . . . ...................32
SECTION 16.2. PSYCHOLOGICAL EVALUATIONS..................... .................................. . ..... ... ...................... .... . .34
A. Conditions Under Which Evaluations Will Take Place . . ... . .......... .. .. . . ... ..... . . . 34
B. Results of the Evaluation......... .... .................... . . . . . ................ .. . . . 34
ARTICLE17-COMPENSATION..........................................................................................................................35
SECTION17.1. SALARIES......................................................... ........................... .. .. .. ......................... . . . . .35
SECTION17.2. SALARY PLAN................................................... ............................ . . . ........ ................. ....... .. .36
SECTION17.3. PREMIUM PAY............................................................. ........................... .. . .... ................. .......... .36
SECTION 17 4. WORKING OUT OF CLASSIFICATION.......................................................... .. ..................... .... .. . .36
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SECTION 17 5. LONGEVITY AND EDUCATION INCENTIVE PAY ........................ ................ ..... .......... ............... ...37
175.1 Longevity Pay... ... ......................................... ...................... ........................ .............. . ................. 37
17 5.2 Educational Incentive.................................... ... ................. .................... .. .. ....... ........ . . .37
SECTION 17.6. EFFECTIVE DATE OF COMPENSATION INCREASES... ....... .. .... ........ .... .. . ....... . .. . . . ........... . 38
SECTION 17.7. CLOTHING AND EQUIPMENT........... ...................... .................... ... .. ............. . . . .............. ... ...38
SECTION 17 8. COMPENSATION FOR TRAINING................... ....................... .............. ... . . ............. . . ..............39
SECTION 17.9. TIMELY COMPENSATION.............................................................. .................. . ................. .. . ..39
Subsection 17.9.1. Current Payroll..................... . . . . . . ... ........... .... . . . ....... .. ....39
Subsection 17.9.2 Potential Payroll change........................... . .. .................. .. . . ....... .. .. . .......... ... 39
SECTION 17.10. MATCHING DEFERRED COMPENSATION.... . ............................ ............... .. . .. ........... .. .. .. .40
SECTION 17.11. ACCREDITATION PAY................................................................................................ ......... .........40
ARTICLE 18-INSURANCE COVERAGE...........................................................................................................41
SECTION 18.1. HEALTHCARE INSURANCE........................ ..... ............................... . ............... . . . ....................41
Subsection 18.1.1. Plans Offered....... .......................... .. . .... ..................... . . .......41
Subsection 18.1.2. Employee Coverage................... ..... . . ..... .................... . . .... ....... ..... . . . .....41
Subsection 18.1.3. Dependent Coverage.... ................................ ............... . ............... . . . .... ......... .... . 41
Subsection 18.1.4. LEOFF 1 Health Coverage Requirement... ... ... . . .. . .............. . . . . .. ... ......... . 41
SECTION 18.2. LIFE INSURANCE........................................................................ .......................... .... . ................42
SECTION18.3. FORMS HANDLING................................... ... .. ................................. ..... . ..................... .... ..... .42
SECTION 18.4. HEALTH CARE COMMITTEE................................................................................ ...... . .................42
SECTION 18.5. HEPATITIS B VACCINATION PROGRAM............ ......................................... ....... .........................42
SECTION 18.6. LONG TERM DISABILITY INSURANCE....... ....................................... .. . .. ... ............................ . ..42
ARTICLE 19-MILITARY LEAVE.......................................................................................................................42
ARTICLE 20-TOBACCO FREE WORK PLACE...............................................................................................43
ARTICLE 21 -SUBSTANCE ABUSE TESTING..................................................................................................43
SECTION21.1. POLICY............................................................................................................ ... ... ... ..... .. . . . .43
SECTION 21.2. INFORMING EMPLOYEES ABOUT DRUG AND ALCOHOL TESTING.... ....... .... ... . . . . ... .... ..... ...43
SECTION 21.3. EMPLOYEE TESTING...................... ....... ........ ...... ................. .... ............ ...................................44
SECTION 21.4. SAMPLE COLLECTION...................................................................................... ....... .... ........ ..... ...44
SECTION21.5. DRUG TESTING........................................................................ ... ............. .....................................45
SECTION 21.6. ALCOHOL TESTING ................................ ... ....... . ......................... ... .. .. ... . . . ... . ...... . ...46
SECTION 21.7. MEDICAL REVIEW PHYSICIAN................................................................ ........ .. ...... ... . .. . . . . .46
SECTION 21.8. LABORATORY RESULTS.................................................................. .................... ... ... .... . ... ... . .46
SECTION 21.9. TESTING PROGRAM COSTS...............................................................................................................47
SECTION 21.10. REHABILITATION PROGRAM..........................................................................................................47
SECTION 21.11. DUTY ASSIGNMENT AFTER TREATMENT................................................................ ........ . ........ ..47
SECTION21.12. RIGHT OF APPEAL.......... ... .... ............. .... ...................................................................................47
SECTION 21.13. ASSOCIATION HELD HARMLESS............ ........................................................................................48
SECTION 21.14. CONSENT FOR SAMPLING AND RELEASE OF INFORMATION FORM.................................... .............49
ARTICLE'22-SAVINGS CLAUSE..................«....................................................................................................50
ARTICLE 23-ENTIRE AGREEMENT.»..............................................................................................................50
ARTICLE 24-TERM OF AGREEMENT.............................................................................................................51
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PREAMBLE
This agreement herein contains the entire agreement between the Kent Police Officers
Association (hereinafter known as the Association) and the City of Kent, Washington
(hereinafter known as the City). The purpose of the City and Association in entering into
this agreement is to set forth their complete agreement with regard to wages, hours and
working conditions for the employees in the bargaining unit so as to promote the efficiency
of law enforcement; public safety; the morale and security of employees covered by this
agreement; and harmonious relations giving recognition to the rights and responsibilities of
9 � �9 9 9 9 P
the City, the Association and the employees.
ARTICLE 1 - RECOGNITION AND BARGAINING UNIT
Section 1.1. Recoanition of the Association
The City recognizes the Association as the exclusive bargaining representative for all non-
supervisory commissioned Police Officers and Sergeants of the Kent Police Department
excluding supervisors, confidential employees and all other employees of the employer.
Section 1.2. Representation During Negotiations
For the purpose of negotiations between the parties, there shall be no more than three (3)
official representatives, plus one (1) alternate, from the Association. The City may utilize
no more than four (4) representatives, plus one (1) alternate, during this process.
Both the Association and the City agree to provide to the other party written notice of the
representatives ten (10)days prior to the commencement of the negotiations. Changes of
representatives by either party during negotiations shall also be made through written
notice at the earliest opportunity.
Section 1.3. Bulletin Board Uace
The City shall provide bulletin board space for Association use in a mutually agreed-upon
location. Material posted thereon shall be the responsibility of the Association. It shall only
be used for official Association business.
Section 1.4. Association Officials' Release Time
A. Time off with pay shall be granted to Association negotiation team members for
mutually scheduled negotiation or sub-committee meetings. Meetings will be
scheduled to accommodate attendance by all designated negotiation team
members. Once these meeting dates are agreed upon, Employee Services will
notify all affected parties and their immediate supervisors of the dates and changes
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r
f thereto. The members must then work with their supervisor(s) to ensure that the
work schedule is updated to reflect the meetings.
On meeting dates when the members are scheduled to work, the regular work
schedules for Association negotiation team members assigned to shifts other than
Day shift shall be adjusted to ensure attendance at these meetings. Adjustment of
the work schedule shall afford a minimum of eight(8) hours break between the end
of the last regular shift worked and the beginning of any of these meetings. The
number of hours in the adjusted shift shall equal the employee's normal shift hours
and shall be consecutive.
Every effort will be made to schedule these meetings on days when the parties
are scheduled to work. In the event a meeting falls on a day when the member is
scheduled to be off, the member's work schedule shall be adjusted to account for
the negotiation time as part of the member's current workweek. Leave
adjustment (time off) to account for negotiation time shall be treated similar to
vacation leave requests.
B. Union officials may be allowed time off to attend training related to the administration
of this Agreement when the parties mutually agree that such training is beneficial to
both the City and the Union. Such time off shall not result in any additional costs to
the City. Such training must be pre-approved by the KPOA Executive Board, signed
by the Union President, and submitted to and pre-approved by the Police Chief, or
designee. The request will include the purpose of the training, the date and time of
such training, and the proposed use of the employee's time (on/off duty or adjusted
shift). The Union shall continue to cover the registration, travel and accommodation
costs of such training for the union officials. The time off for such training shall be
shared by the Union, the employee and the City in the following manner:
1. If the training occurs during the employee's normally scheduled day(s) off,
the employee will attend the training on their own time.
2. If the training occurs during the employee's normally scheduled work day(s),
the time will be covered by the City. The employee's shift may be adjusted
within the work day to accommodate the training. The total sum of training
time off shall not exceed 150 hours annually for the entire bargaining unit.
However, if hire-back is required to replace that employee, the Union shall
cover the overtime hire-back cost through the use of a donated leave bank
designated for this purpose. Members of the bargaining unit may voluntarily
donate up to five (5) vacation hours per year into a "Union Official's Leave
Bank". Once the donation is made, it will be converted and maintained on a
dollar basis. The cap of this leave bank shall be equivalent of 400 hours
times the top Patrol Officer's base hourly pay as of January 1 st of each year.
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C. Association employee representatives shall be allowed a reasonable amount of on-
duty time to administer the terms of this agreement. This clause implements the
current practice of the parties, and is not intended to expand the use of on-duty time
by Association representatives.
D. Time off required by Association members to prepare for or attend compulsory
arbitration meetings or hearings shall be considered leave without pay, unless
substitute coverage is provided for by Association members at no additional cost to
the City to replace those designated employees who are required to be absent from
their shifts. It shall be the Chiefs responsibility to determine staffing levels required
on all shifts. It shall be the Chiefs decision as to whether substitute coverage is
necessary to attend compulsory arbitration proceedings.
Section 1.5. Probationers
1.5.1 New Hires. The parties recognize the purpose of probationary employment for new
hires and rehired employees is to provide a trial period of employment during which
the City can observe the performance of the probationer before confirming the rights
of permanent status. Entry level new hires shall serve a twelve (12) month
probationary period beginning the day after their successful completion of the Basic
Law Enforcement Academy. Lateral new hires shall serve a twelve (12) month
probationary period from their date of hire.
During the actual or extended probationary period of employment, the probationer
shall be entitled to the protection of the grievance procedure as outlined in this
agreement, except that the probationer may not challenge any disciplinary
determinations made by the City, determinations made related to Section 4.1 —
Hours of Work and 4.8 — Shift Bidding, and for those other exceptions specifically
identified within the agreement.
In the case of lay off, bumping and recall, there shall be no seniority among
probationary employees. Upon the successful completion of the probationary
period, the employee shall acquire seniority credit, and their seniority shall be
retroactive to the date of employment, less any adjustments.
1.5.2 Transferred or Promoted Employees. Any permanent employee who is transferred
(pursuant to Civil Service process), or promoted shall be considered as a special
probationary employee,and must successfully complete a twelve(12)month special
probationary period before being permanently appointed to the new position or rank.
For purposes of this agreement,special probationary employees who are employed
as regular full time shall be considered as and entitled to all benefits of non-
probationary members of the bargaining unit.
If the special probationary employee fails to demonstrate that he or she can
completely and satisfactorily perform the job within the special probationary period,
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the City shall return the employee to his or her former position classification,or rank,
without any loss of seniority, and this determination may not be challenged under
the grievance procedure. Any other employees who were transferred or promoted
following and as a result of this employee's transfer or promotion shall also be
returned to their former positions, and unless there is a layoff involved,the bumping
procedure shall not apply.
1.5.3 Probation Extension. Any probationary period may be extended upon the request of
the Police Chief as a result of approved breaks in service,to allow for the completion
of twelve (12) months of satisfactory performance in the employee's regular
assignment.
ARTICLE 2 -ASSOCIATION MEMBERSHIP AND DUES DEDUCTION
Section 2.1. Eligibility
The City recognizes that employees within the bargaining unit may, at their discretion,
become members of the Association. Intent to join must be furnished, in writing,to the City
prior to formal membership for the purposes of uniform dues deductions.
Section 2.2. Association Membership
The Association accepts its responsibility to fairly represent all employees in the bargaining
unit regardless of membership status.
Neither party shall discriminate against any employee because of membership or non-
membership in the Association. However,this clause shall not restrict the Association from
providing internal, Association sponsored benefits to Association members only.
Section 2.3. Dues Deduction
The following procedure shall be followed in the deduction of dues for members of the
Association.
A. The City agrees to deduct the semi-monthly dues uniformly levied by the
Association for those employees who elect to become members of the
Association. The employee will request in writing to have their regular
Association dues deducted on the basis of individually signed voluntary
check-off authorization cards.
B. Each month, the City shall remit to the Association all dues deducted
together with a list of employees and the amount deducted from each
employee. The City agrees to notify the Association of new employees within
thirty (30) days of the date of hire.
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C. All employees who elect not to become members of the Association shall, in
lieu of Association membership, pay to the Association a regular monthly
service fee equal to the Association dues schedule in effect for that employee
as a monthly contribution towards the administration of this agreement. Such
fees shall not exceed the maximum agency fee allowed by law. Employees
failing to honor their Association security obligations shall be discharged,
after thirty (30) days'written notice, at the request of the Association.
D. The Association agrees to indemnify and hold the City harmless against any
and all claims, suits, orders and other judgments brought or issued against
the City by third parties as a result of any action taken by the City under the
provisions of this Sel Lion, unless caused by the negligence of the City.
E. The Association and City agree that the City will not make any other
deductions on behalf of the Association, except those described above.
F. In accordance with state law, employees covered by this Agreement who are
forbidden from joining a labor organization based on bona fide religious
tenets or teachings of a church or religious body of which such employee is a
member shall pay an amount of money, equivalent to regular Association
dues and initiation fee, to a non-religious charity or to another charitable
organization mutually agreed upon by the employee and the Association.
The employee shall furnish written proof that such payment has been made.
If the employee and the bargaining representative do not reach agreement
on such matter, the Public Employment Relations Commission shall
designate the charitable organization.
ARTICLE 3 - EMPLOYMENT PRACTICES
Section 3.1. Seniority Definition
A. Seniority, for the purpose of vacation bids, and reductions in force shall be defined
as the employee's length of permanent service as a commissioned officer with the
Kent Police Department, less any adjustments due to layoff, approved leaves of
absence without pay(unless otherwise agreed to by the City), periods of 24 months
or less between resignation and reinstatement according to Civil Service
procedures, or other breaks in service.
B. Seniority, for the purpose of shift bidding and reductions in rank resulting from
personnel reductions, shall be defined as the employee's length of permanent
service within their current rank or classification, less any adjustments due to layoff,
approved leaves of absence without pay (unless otherwise agreed to by the City),
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periods of 24 months or less between resignation and reinstatement according to
Civil Service procedures, or other breaks in service. In the case of an employee
who has been reduced in rank or classification, their seniority shall include time
spent in the higher rank(s) or classification(s).
C. Seniority (unless otherwise defined elsewhere within this agreement), for all other
purposes, shall be defined as the employee's length of permanent service with the
City of Kent, less any adjustments due to layoff,approved leaves of absence without
pay (unless otherwise agreed to by the City), periods of 24 months or less between
resignation and reinstatement according to Civil Service procedures,or other breaks
in service.
Section 3.2. Personnel Reduction
Should it become necessary due to budgetary conditions, lack of work, or any other
reasonable cause, to reduce the number of employees in this unit, the following basic
provisions will apply:
A. It shall be the responsibility of the City to determine job classification in which
layoffs are to occur. Such factors as nature of function performed, risk to
overall public safety, and impact on the Police Department operations, shall
be weighed to determine areas where reductions can be made.
B. Order of layoff shall be determined by job classification. Employees with the °
least seniority in any classification will be laid off first.
C. Reductions or transfers of non-probationary employees in the bargaining unit
shall be accomplished in accordance with seniority within classifications with
the least senior employees being first reduced or transferred.
Section 3.3. Severance Pay Notice
A. All non-probationary employees affected by the reduction in force shall be entitled to
three (3) weeks' notice of such layoff.
B. At the time of separation, non-probationary employees affected by the reduction in
force shall be paid a sum equal to two (2) weeks pay at the current rate of pay.
Such severance pay shall be in addition to any and all money due to the employee
at the time of separation. However, this section shall only apply to employees who
are laid off by the City. Voluntary terminations and other terminations not classified
as layoff are excluded from the provisions of this section.
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Section 3.4. Establishment of Reinstatement Resisters
A. The names of employees who have been laid off or reduced in rank shall be placed
upon a reinstatement register for the same classification from which lay offs or
reductions in rank have occurred. This reinstatement register shall be in effect for
two years from the date of layoff or reduction and shall take priority over other hiring
or promotional lists.
B. Refusal to accept regular full-time work with the Kent Police Department from a
reinstatement register shall terminate all rights granted under this rule, provided the
work is in the same classification from which the employee was laid off.
C. Order of Reinstatement- If a vacancy is to be filled from the reinstatement register,
recall shall be made on the basis of length of service within the classification. The
regular employee on such register who has the most service credit shall be first
reinstated except in the cases of reduction in rank where reinstatement shall be
made by time of service in that rank.
Section 3.5. Employee Status When Reinstated
In the event a non-probationary employee leaves the service of the City due to reduction in
force and within the next two years the City rehires said former employee in the same
classification to which assigned at the date of reduction, such employee shall be placed at
the step in the relative salary range which he/she occupied at the time of the original
reduction.
Section 3.6. EEO/Nondiscrimination
It is agreed that the City and Association are mutually obligated to provide equal
employment opportunity, consideration and treatment to all employees of the Kent Police
Department. Where the masculine or feminine gender is used in this Agreement it is used
solely for the purpose of illustration and shall not be construed to indicate the gender of any
employee or job applicant.
Section 3.7. Personnel Files
A. The personnel files are the property of the City and shall be kept under the direct
control of the Office of the Chief of Police and the Employee Services Department.
The City agrees that the contents of the personnel files, including the personnel
photographs, shall be confidential and shall restrict the use of information in the files
to internal use by the Police Department and/or Employee Services.
B. All Police personnel files must be kept, maintained and secured in the confines of
the Police Chiefs Office and the Employee Services Department. The Police Chief
and the Employee Services Director, or their designee, shall be responsible for the
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privacy of such files. It is understood that staff of each office will have access and
may need to review or update personnel files while conducting City business.
C. The City shall not allow anyone, other than those employees responsible for Police
Department operations and/or City administration including City Attorney to read,
view, or have a copy, in whole or in part, of any employee's personnel file. This
provision shall not restrict such information from becoming subject to due process
by any court or administrative personnel tribunal or as required by state or federal
law. Any time an employee's file is subject to release, in whole or in part, to an
outside party,the employee will be notified three(3)work days prior to such release.
The notice of release shall contain the following information: to whom the record will
be released and under what authority (i.e. search warrant, court order, subpoenas,
etc.).
D. Employees have the right to review their own entire personnel file. Employees
requesting to examine their own personnel file must have proper identification, and
may examine their file only in the presence of the Police Chief, Employee Services
Director, or their designee. Employees shall not remove any material from their
files, but may, upon their request, have a copy of any material in their files without
charge.
E. The Association's attorney of record shall be given access to employees' personnel
files. Employees can also give permission for third parties to view their file. The
employee shall make a formal written request naming the person authorized to view
their record (i.e. a KPOA Executive Board member, family member, etc.). The
authorized person(s) shall present identification to the Police Chief, Employee
Services Director, or their designee, responsible for monitoring the process. The
City shall accommodate such request at a time convenient for both parties.
F. Annual employee evaluations and records of disciplinary action resulting in demotion
or the loss of time or pay shall be retained permanently. All other disciplinary
records may be retained in an employee's active personnel file for not more than five
(5) years, provided no other discipline has previously or subsequently occurred.
However, these records will be purged after five (5)years has elapsed during which
no other disciplinary action has occurred. Nothing in this section shall prevent the
City from archiving files. The parties recognize that the City may retain internal
investigation files although such files may not be used in discipline and discharge
cases if they could not otherwise be retained in personnel files pursuant to this
section.
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ARTICLE 4 - HOURS OF WORK AND OVERTIME
Section 4.1. Hours of Work
The normal working hours for employees covered by this Agreement shall not exceed 40
hours per week. The work week will commence with day shift on Sunday and go through
grave shift on Saturday night.
A. The normal work week for officers in the patrol division, traffic, canine, crime
prevention and other uniformed assignments, except for modifications that may be
made through the provisions of this Agreement, shall be four(4) consecutive days
worked, followed by three (3) consecutive days off.
B. Employees of the bargaining unit will be allowed to bid for shift assignments and
days off. The bidding process shall be in accordance with Section 4.7.
C. The normal work week for officers working as detectives, pro-act, research and
development, training officer, school liaison or new assignments or positions that
may work closely with the police department administration may be either a five (5)
and two(2)or four(4)and three(3)schedule(2080 hours) based upon the needs of
the public and/or the department with Saturday and Sunday off, provided however,
in the event it becomes necessary to expand the number of days in service, the
normal work week may be set at five (5) or four (4) consecutive days exclusive of
Sunday. Scheduling changes may be made where there is an operating need. The
Association shall be given thirty (30) days' advance notice of any change in the
basic schedule (5-2 to 4-3 or 4-3 to 5-2), and of the schedule determined for new
assignments or positions, and the reasons necessitating it, in order to discuss
alternatives and impacts.
D. The normal 4-3 work shift shall consist of ten (10) continuous hours inclusive of
lunch periods.
E. In the event the Police Administration changes an employee's normal work
schedule, the Administration agrees to provide fourteen (14) calendar days notice
prior to the effective date of the change. This provision does not apply in
emergencies, in disciplinary actions, or to probationary employees.
F. The Mayor may declare the closure or partial closure of City facilities or operations
in the case of emergencies or for safety reasons. Members of the bargaining unit
will continue to maintain their normal work schedule unless specifically released
from duty. Members of the bargaining unit who work their normal schedule during
such declarations will not receive additional monetary compensation or time off.
G. Employees may trade shifts with other employees of equal rank within the same
work unit. Trades must be completed within the work.week. The trade shall be
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relatively cost neutral to the City and be of minimal administrative burden. For the
purpose of this section,a work unit is defined as Detectives, Patrol, Traffic, Special
Operations, and Canine(specifically Drug K9 and General K9). The shift trade must
be voluntarily submitted by both employees and be pre-approved by both
employees' supervisor(s). The supervisor(s) shall have full discretion to
approve/deny the trade request. Once a trade request is approved, the traded shift
shall become part of the employee's normal work schedule. Hours worked or leave
use shall be shown appropriately according to the revised schedule. This shift trade
section (G) shall be implemented on a pilot basis during the life of this contract. At
any point during this contract the Union membership may, by majority vote, have
this section deleted from the contract.
Section 4.2. Overtime
A. Detectives on a 5-2 or 4-3 week shall be paid at the rate of time and one-half for all
hours worked in excess of forty (40) in one consecutive seven day week.
B. PRO-ACT Officer on a 5-2 or 4-3 week shall be paid at the rate of time and one-half
for all hours worked in excess of forty (40) in one consecutive seven day week,
inclusive of lunch periods. Pre-authorized overtime shall be provided for all hours in
excess of the regular shift.
C. Patrol officers on a 4-3 week shall be paid at the rate of time and one-half for all
hours worked in excess of ten (10) hours per shift, inclusive of lunch period and for
all hours on a furlough day.
D. Both parties agree that Officers cannot work overtime for their same shift/squad
while they are off on holiday, vacation or compensatory leave.
E. In all cases overtime will be rounded to the nearest one-quarter (1/4) hour.
F. Employees are required to obtain supervisory approval prior to extending their shift
on overtime or working any overtime.
G. When the necessity for overtime arises, the department will make all reasonable
efforts to solicit volunteer(s). If no volunteers are found, the department has the
right to mandate an employee to work the overtime.
Section 4.3. Cali Qlck and Minimum Overtime
A. Employees"called back" to work shall receive a minimum of three (3) hours pay at
the overtime rate for the work for which they were called back. This provision
applies when such call back results in hours worked which are not annexed
consecutively to either the beginning or end of a regular shift. Travel time (not to
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exceed thirty (30) minutes each way) shall be compensabee on "call backs" and
includes time spent to and from the employee's residence.
B. If any employee is given a minimum of seven (7) calendar days notice of an
overtime assignment, the employee shall not be compensated for travel time to
and from the assignment. The employee shall be compensated a minimum of
three (3) hours at the overtime rate for the hours worked.
Section 4.4. Overtime Pay for Court Appearances
In the event that court appearances are required,the City shall attempt, wherever possible,
to schedule such appearances during an employee's regular duty shift, rather than on
furlough days. Such appearances outside of the regular duty schedule shall be
compensated for as follows:
A. Employees will receive pay at the overtime rate for court appearance time outside of
regular duty hours, provided, however, each employee required to report for court
appearances shall receive a minimum of four(4) hours pay at the overtime rate, for
separate court appearances in accordance with Section 4.4.C.
B. Court Appearances Annexed to Any Duty Shift—Court appearances consecutively
annexed to the beginning or end of any employee's duty shift shall be treated as
regular overtime and shall not be subject to the provision of A above. A court
appearance is considered annexed to an employee's duty shift if the court starting or
ending time is less than thirty (30) minutes from the shift starting or ending time.
Court appearances that are not annexed to an employee's duty shift shall be subject
to the provision of A above.
C. Pyramiding of court appearances is prohibited. There will be a maximum of one
minimum guarantee in the morning and one minimum guarantee in the afternoon.
Continuance of a moming appearance into the afternoon shall not constitute a
separate court appearance.
D. Standby Time for Court Appearance - Employees who are required by the court or
administration to "standby" for possible court appearance, while off duty or on
furlough days off,will receive one(1)hour compensation at the regular time rate for
each two (2) hours or portion of assigned standby time. Standby time must be pre-
authorized and logged by the Police administration and have a starting time and
ending time.
E. Court Appearance Call Off— Employees subpoenaed for court, who do not
receive timely notification that their attendance in court is not needed, shall be
compensated at one-half(1/2) the applicable court appearance minimum rate as
specified in A or B above. Timely notification is when the employee has been
informed, through established procedures, by 5:00 PM on the day prior to the
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specified court appearance date. Compensation shall be granted when: 1) the
employee is not notified by an authorized person by 5:00 PM on the day prior to
the court appearance date; and 2) the employee has contacted the department
after 5:00 PM on the day prior to the court appearance date to confirm whether
the employee's presence is needed.
Section 4.5. Comoensatory Time
A. Employees may choose to accrue compensatory time in lieu of receiving overtime
pay. Compensatory time shall be earned at the rate of 1-1/2 hours for each hour of
overtime worked.
B. An employee may accumulate up to 80 hours of compensatory time. All hours
above 80 must be paid unless special approval is received from the Chief and
Employee Services Director.
C. The City shall make every effort in scheduling to allow employees to take
compensatory time off, at the employees' request,to comply with FLSA regulations.
Employees must provide written notice to their assigned supervisor a minimum of
three (3) regular work shifts in advance of their intent to use compensatory time.
This does not prohibit the supervisor from allowing employees to use compensatory
time off with less notice as staffing levels permit.
D. Employees who wish to receive pay for any of their accumulated compensatory time
will receive this pay by submitting a written request to their timekeeper.
E. Any employee of the Kent Police Department who is assigned to perform work for
an outside contracted agency will continue to be covered by the terms of this labor
agreement,which includes the eligibility to accrue and use compensatory time in lieu
of overtime in accordance with this section. However, all compensatory hours
earned while working for the contracting agency shall be used or cashed out prior to
the employee's return to regular duty with the Kent Police Department. All
compensatory hours earned while working for the Kent Police Department,may be
used as stated in Section 4.5.C.
F. Employees working any overtime that is funded from sources outside of the Police
Department's budget shall only receive overtime pay, not compensatory time, for
such hours worked. This will include any hire-back to directly cover for the
employee working through this outside funding source but only if the source
reimburses the department for the hire-back.
Section 4.6. Kennel Time and K-9 Overtime
A. Kennel Time. Employees assigned as K-9 Officers shall be given a total of
fifteen (15) hours per month (10 hours at 1'/z = 15 hours) for Kennel Time.
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Kennel Time is defined as time outside of a normal workweek that a K-9 Officer
spends on routine care and maintenance of their assigned Police Department
animal. K-9 Officers can accumulate a maximum of 90 hours of Kennel Time.
Kennel Time is intended for employees to take their leave on a more current
basis. Police Administration will give employees maximum opportunity to
schedule and take their Kennel Time off. Any Kennel Time accrued above 90
hours will be scheduled off at Police Administration's discretion. Kennel Time off
cannot be used on non-purchased holidays (holiday leave must be used).
Employees leaving the K-9 program will have twelve (12) months from their
separation from the program to use their kennel time balance. If the balance has
not been used by the end of the twelve (12) months, Police Administration shall
mandate how the time is to be used.
B. K-9 Overtime. Employees assigned as K-9 Officers shall be paid overtime, with
prior supervisory approval, for the time spent for extraordinary care (other than
normal Kennel Time) of their assigned animals outside of the normal work shift.
This includes emergency care and/or trips to the veterinarian. The time spent
has no minimum overtime provision, but does include travel time. The specific
reason for the overtime shall be explained on the overtime slip.
C. PUDDV Program. Employees who host a canine puppy for the Kent Police
Department K-9 program shall be excluded from A and B above. The
department will reassign employees for five (5) hours per month to duties related
to the puppy program. Officers will be reassigned during overlap periods and the
five (5) hour block cannot be accumulated and will be exhausted each month.
The department will provide the food, veterinary care and minimum equipment
for the well being of the K-9 candidate (puppy). The department will not provide
kennels or other significant equipment for this program. Items damaged by the
puppy, due to neglect or lack of supervision by the host family, will not be
reimbursed.
Section 4.7. Standby for Duty
A. The City and Association agree that the use of standby time shall be minimized
consistent with sound law enforcement practices and maintenance of public safety.
Standby assignments shall be for a fixed, predetermined period of time not to
exceed a regular shift, unless the public safety is considered endangered, and then
shall extend as long as it is deemed necessary by the Police administration
B. Employees formally placed on standby status shall be compensated on a basis
of one (1) hour at the regular straight time rate for every two (2) hours or portion
thereof of standby time. If an employee is in fact called back to work, overtime
provision will take effect upon reporting for duty.
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C. Employees shall carry their pagers or cell phones at all times while on and off
duty to provide a means for the department to contact them in cases of
emergency. Employees are not required to carry their cell phones/pagers while
on approved leave. Employees who choose to carry their personal cell phones in
lieu of pagers shall maintain text messaging capability on their cell phones and
keep the department informed of their cell phone information. While off duty,
unless placed on standby per paragraph B, employees will not be compensated
for carrying their pagers/cell phones and are not required to respond to call backs
except in cases of emergency. Examples of emergency situations include, but
are not limited to, natural disasters, riots, demonstrations, and event(s) which
cannot be handled by call up of the next shift. This paragraph (C) shall not apply
to detectives call-outs.
D. Detectives are issued a pager and/or cell phone by the department, which shall
be carried by the detectives at all times except while on approved leave. Police
management reserves the right to call back detective(s) as necessary. Upon
receiving a page or call, the detective shall immediately contact the supervisor
initiating the call back. If called back, they shall be paid in accordance with
Section 4.3 — Call Back and Minimum Overtime. If the detective is unable to
respond to a call back, there will be no adverse action against him/her.
Section 4.8. Shift Biddina
Subsection 4.8.1 Shift Assignments
A. Shift assignments for Patrol Officers and Sergeants shall be determined by a bid
system based on tenure in those positions with Kent Police Department.
B. Patrol Officers' tenure shall be determined from the date of hire with Kent Police
department for that time that the officer is a commissioned Patrol Officer with Kent
Police Department. Tenure for the Sergeant shall be determined by the time in
grade as a regularly appointed Sergeant at the Kent Police Department. During the
initial probationary period of employment, Patrol Officers are not eligible to bid for
shift assignments.
C. Bids and assignments shall be made every six (6) months. The cycle for
bids/assignments shall be implemented on the first Sunday of February, effective
with the commencement of the day shift, and the first Sunday in August, effective
with the commencement of the day shift. All assignments shall remain in effect until
the next bid cycle unless it should be determined by the City that the Patrol Officer
or Sergeant shall be reassigned to a non-bid system assignment or position during
that period of time.
D. The first bid system shall give priority to the most senior personnel for his or her shift
assignment preference. On the fourth bid assignment cycle after February 1, 1989,
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the priority for shift assignment preference shall be reversed so that the least senior
personnel shall receive priority for shift assignment preference. Thereafter, at the
end of every fourth cycle,the personnel receiving priority shall alternate between the
most senior and least senior.
E. The bid process shall occur as scheduled, regardless of any absence of a Patrol
Officer or Sergeant from the Police Department. If the individual is unable to report
to work by the first Sunday in February or the first Sunday in August, the individual
cannot participate in the bidding process for that work cycle.
Subsection 4.8.2 Shift Bidding Process.
The following provisions shall control the process of bidding and assignment in accordance
with the above guidelines:
A. Shift preference bids shall be delivered to the division commander, or his or her
designee, during the established bid/assignment cycle.
B. No early or late shift preference bids shall be accepted.
C. Vacant assignments that occur after the bid deadline shall be filled by Patrol Officers
or Sergeants as applicable,that are reassigned after the assignment deadline to the
Patrol Division of the Police Department. Those assignments shall continue until the
next designated period for bidding.
D. The Employer reserves the right to restrict individuals from bidding where required
by business necessity.
E. The Employer reserves the right to designate shift slots available for bidding by each
specialty assignment. (For example, Generalist K-9 Handlers may only bid for
designated Generalist K-9 shifts.) For the purpose of shift bidding within the
specialty assignments,seniority is defined as continuous length of service within the
specialty assignment.
Subsection 4.8.3 Shift Biddina Dates.
The following is the process for the submission of bids and the assignment of shifts:
A. Each Sergeant shall submit his or her shift preference bid no earlier than the third
Wednesday nor later than the fourth Wednesday of October or earlier than the third
Tuesday or later than the fourth Tuesday in April, as applicable. All such bids must
be received by the division commander or his designee no later than 5 p.m. on the
applicable date. The assignments shall be posted no later than five (5) calendar
days after the submission deadline.
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B. Each Patrol Officer shall submit his or her shift preference bid no earlier than the
first Wednesday nor later than the second Wednesday in November or earlier than
the first Wednesday nor later than the second Wednesday in May, as applicable. All
such bids must be received by the division's commander or his or her designee no
later that 5 p.m. on the applicable date. The assignments shall be posted no later
than fifteen (15) calendar days after the submission deadline.
Subsection 4.8.4 Rota Days Off ion.
t
The rotation for days off shall occur on the Sunday beginning every sixth (6th), thirteenth
(13th), twentieth (20th)and twenty-sixth (26th)week of the cycle and starting with the day
shift. This shall take effect on the first Sunday in February.
Section 4.9. Daylight Savings Time
Employees who work graveyard shift during the fall when the clocks are moved back
one hour will be paid one hour at the overtime rate of time and one-half. Employees
who work graveyard shift during the spring when the clocks are moved forward one
hour will be required to utilize one hour of annual or compensatory leave, or be allowed
to work the additional hour to complete their normal shift hours at the employee's
choice.
ARTICLE 5 - DEPARTMENTAL WORK RULES AND WORK SCHEDULES
Section 5.1. Notification of World Rule Changes
The City agrees to notify the Association in advance of changes in departmental operating
procedures or working conditions which would affect employees in the bargaining unit.
Conferences to discuss such changes may be arranged prior to the time such changes
would become effective. However, nothing in this section shall be construed to limit the
City from exercising its management responsibilities, provided, however, that when
changes in procedure or department operations would cause a reduction in force or layoff
of any employee, such proposed change, including the effective date shall be provided in
writing to the Association in advance of making the proposed change.
Section 5.2. Modified Work Schedule
The parties agree to consider modifications to the normal work schedule and rotation cycle
for employees, for a specified period,where there is a demonstrated need. Such modified
work schedules must be approved by the Police Chief, or designee,the employee, and the
Association and shall not be precedent setting.
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ARTICLE 6 - SICK LEAVE
Section 6.1. Sick Leave Benefits
All sick leave benefits for"LEOFF"personnel shall be in accordance with the Revised Code
of Washington (RCW), provided however, that LEOFF employees of the Kent Police
Department shall not be required to submit sick leave approval requests to the LEOFF
Board for absences due to illness that do not extend beyond three(3)consecutive working
days. Approval for up to and including three (3) days sick leave for any one occurrence
shall be the responsibility of the Chief of Police or designee.
Section 6.2. Sick Leave Accrual
A. LEOFF I Employees
Officers hired by the City prior to 10/01/77, or otherwise qualify for the benefits of
LEOFF I under the RCW, will not accrue sick leave. These officers will have up to
six (6) months for any single illness or injury as approved by the LEOFF Board.
B. LEOFF II Employees
Officers hired by the City on or after 10/01/77 shall accrue sick leave at the rate of
ten (10)hours per month. However, their sick leave account shall be credited with
30 additional hours on January 1 of each year. Employees hired after January 1 of
any calendar year shall receive the additional hours on a prorated basis. However,
under no condition will an employee's accrual exceed 1,190 hours. (See Section
6.6.)
Section 6.3. LEOFF II Sicktgave Usage
A. All LEOFF II employees shall be entitled to use sick leave for personal illness in
accordance with current City Policy.
B. Employees on sick leave for any period longer than one(1)week shall contact their
Lieutenant, or designee, on a weekly basis, barring extenuating circumstances,
unless their physician provides a certification for the length of leave. If the leave
extends beyond four consecutive months, the employee has the responsibility to
contact his/her Lieutenant, or designee, at the end of the fourth month to ensure all
required follow-up documentation is provided. Prior to returning to work, the
employee must provide any documentation required by the City. The City reserves
the right to require the employee to be evaluated by the employer's physician to
determine the employee's ability to perform the full duties of a police officer.
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C. All LEOFF II employees shall be entitled to use accrued sick leave to care for a child
of the employee under the age of eighteen with a health condition that requires
treatment or supervision as provided for under RCW 49.12.270.
Section 6.4. LEOFF II Employees--On-Duty Injury Leave Provision
Employees injured while on-duty must apply for "Worker's Compensation Benefits" for
disability periods described in City Policy. Employees will be paid for the balance of their
regular(not overtime) shift the day of the injury if the employee is unable to return to work
that day; the employees will not be required to use any of their leave for the balance of this
day. Questions of policy clarification or interpretation should be referred to the Employee
Services Director in writing.
The first three (3) calendar days following the date of injury is defined as the time loss
"waiting period". The employee shall use accrued leave to cover any time off for scheduled
work shift(s)during these three(3)days. The waiting period shall be reimbursed if the time
loss extends beyond fourteen (14) calendar days in accordance with Labor & Industries
(L&I) regulations.
Employees injured on-duty and qualified for"Worker's Compensation "time loss shall have
their salary at the time of injury maintained for a period not to exceed six (6) months. This
shall be accomplished through a combination of "Worker's Compensation" time loss
payments and the balance supplemented by the City. During this six-month supplemental
period, the employee shall continue to accrue annual leave and sick leave benefits.
If the employee is unable to return to duty at the end of the six-month supplemental pay
period, the provisions of RCW 51 and City Policy 6.2 (or any revisions thereof)shall apply.
During the employee's entire worker's compensation disability period, the City shall
continue to provide insurance benefits as outlined in Article 18 Insurance Coverage. The
employee shall be responsible for their portion of these benefit premiums.
Section 6.5. LEOFF I Employees Leave to Care for Sick Dependents
Paid leave will be granted to any LEOFF I employee required to care for or attend to an
immediate family member who is sick or temporarily incapacitated and requires the
assistance of the employee. Such leave is not cumulative and shall not exceed six (6)
shifts per calendar year. Employees who require leave time in excess of six (6) shifts per
year shall be required to take compensatory time,annual leave,or leave without pay for the
excess time required.
Administration and approval of the above shall be consistent with the provisions in the City
of Kent Policy Manual.
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Section 6.6. Sick Leave Incentiye/BUy-Out Program
Employees whose sick leave accrual exceeds 1,040 hours on December 31 of each year
shall be compensated for all hours in excess of 1,040 hours. Compensation shall be made
no later than January 20 of the following year and shall be at the employee's hourly rate in
effect at the time the compensation is made.
Section 6.7. Light Duty
In the event an employee becomes sick or disabled the employer may allow the LEOFF II
member to return to work in a light duty status.
1. A light duty status job may be assigned so as to permit the employee to continue
working within the Department in a duty capacity that the employee is physically
capable of performing in accordance with the conditions set forth by the employee's
physician while continuing to be paid at the employee's normal rate of salary.
2. Such assignment is contingent upon the medical prognosis of full physical recovery
from the employee's disability within a reasonable period of time.
3. The maximum time that will be allowed for assignment to light-duty status is sixty
(60) days; provided that upon request of the employee and approval of the
employer,the sixty(60)day period may be extended to but in no case exceed a total
period of six (6) months. Consideration of the extension shall be based upon the
medical prognosis of the employee being able to return to full employment in a
reasonable period of time thereafter in accordance with the advice of a physician
retained by the employer.
4. A request for light duty status will be submitted in writing by the employee to the
employer or from the employer to the employee.
5. The City reserves the right to have a City appointed physician determine the extent
of an employee's disability, ability to perform light duty and/or ability to return to full
duty.
ARTICLE 7 - HOLIDAYS
Section 7.1. Holidays Observed
The following holidays shall be considered as holidays for full time employees.
1. New Year's Day
2. Martin Luther King Day
3. * President's Day
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4. Memorial Day
5. Independence Day
6. Labor Day
7. * Veteran's Day
8. Thanksgiving Day
9. Day after Thanksgiving
10. Christmas
11. * Floating Holiday
Those employees whose job classification requires the traditional work schedule Monday
through Friday will observe the holiday the same as non-represented employees of the
City. Memorial Day shall be observed on the last Monday of May for all employees of the
bargaining unit. Employees who do not work the traditional work schedule will observe the
remaining holidays on the actual day of the holiday.
* Purchased holidays
Section 7.2. Holiday Compensati213
A. Members of the bargaining unit shall be entitled to a combination of 110 hours of
time off with pay and/or compensation in lieu of time off during each year, as
provided in Section 7.22 and 7.2.D.
B. The City shall purchase four(4)holidays from members of the bargaining unit each
year which include Martin Luther King Day; Presidents' Day;Veterans Day; and the
individual floating holiday. The City will issue a holiday check to all qualified
members of the bargaining unit on or about December 1 of each year for the
holidays purchased. Members working less than a full calendar year will receive
such holiday compensation in a proportion equal to their employment during the
calendar year.
Those employees who wish to receive pay for their unused holidays, in addition to
the purchased holidays,will have the option of receiving this pay on an annual basis
and such pay shall be included with the annual "holiday buy-out" check.
Those employees who exercise this option shall submit their request in writing to the
Chief of Police no later than November 15th each year.
Those employees who do not wish to receive pay for their unused holidays may
retain them in their holiday leave bank. The maximum holiday accrual limit shall be
220 hours. All hours above 220 shall be cashed out automatically throughout the
calendar year. This provision does not prohibit carryover of holiday hours beyond
the maximum limit when exceptional circumstances exist. Carryovers can only
occur when requested by employees in writing and when approval is granted by the
Police Chief and/or the Employee Services Director. Approval of carryover above
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the cap is done on a case-by-case basis and does not serve as precedent for any
subsequent requests.
C. Bargaining unit employees who are scheduled to work on one of the holidays listed
in Section 7.1 shall be compensated at the rate of 1-1/2 times the regular base pay
for all hours worked; except those officers required to work Thanksgiving or
Christmas shall be compensated at the rate of two times the regular base pay for all
hours worked. Employees called in to work on one of the holidays listed in section
7.1 (except Thanksgiving and Christmas), who otherwise would not have been
scheduled to work on the holiday (dual inconvenience), shall be paid at the rate of
two times the regular base pay for all hours worked. At no time will an employee
receive more than double time for any hours worked on a holiday.
Example 1: An employee who works a regularly scheduled shift on a holiday
(except Thanksgiving or Christmas), shall be paid at the rate of 1-1/2 for that shift.
Employees authorized to work beyond the expected shift ending time to finish
paperwork,to handle a late call, or for any reason other than staffing shall be paid at
the regular overtime rate of 1-1/2. However, if they are authorized to work beyond
the normal shift on a Holiday due to staffing reasons, whether by request or
volunteer, they shall receive double time for the extension of the shift.
Example 2: Employees scheduled to be off work on a holiday who are authorized
to work, shall be paid at the rate of two times the regular base pay for all hours
worked on that holiday.
D. Bargaining unit employees who are required to work on one of the non-purchased
holidays(7 holidays)shall in addition to the provision of"C"above be entitled to take
the holiday off at a later date subject to approval of the Police Administration.
E. Bargaining unit members who are required to work on one of the purchased holidays
(4 holidays) shall be entitled to only that compensation stated in "C" above.
Additional time off at a later date is not provided.
F. Bargaining unit members whose regularly scheduled day off falls on any of the non-
purchased holidays (7 holidays)shall be entitled to the holiday(s)off at a later date
subject to the approval of the Police Administration. However, employees whose
regularly scheduled day off falls on any of the purchased holidays(4 holidays)shall
not be entitled to a day(s) off at a later date.
G. Shifts that are eligible for time and one-half as outlined in Section 7.2 are only those
shifts that begin work between midnight and 23:59 hour of the holidays listed in
Section 7.1.
However, employees required to work grave shift, late swing shift or any hours from
15:00 to 23:59 hour on Christmas Eve shall also be compensated at the rate of time
P\PUBLIC\Labor\UNION\POfficer12005 NegobadonsTinal 2005-7 PD ContracUm 21 of 51
and one-half. Additional time off at a later date and dual inconvenience shall not be
provided to employees required to work Christmas Eve.
H. Employees assigned to Patrol Division will be allowed to work on holidays as
scheduled.
I. U to two 2 detectives per holiday may be allowed to work on the seven (7) non-
e ( ) P Y Y
purchased holidays during their regularly scheduled hours (or from 0800 to 1800
hours), as approved by their supervisor. Approximately 30 days before the holiday,
the supervisor shall commence notifying detectives of their eligibility to work on the
holiday. Eligibility to work on the holiday shall be based on a continuous rotational
basis. It shall be the employee's responsibility to notify the supervisor in a timely
manner of his/her availability to work. Employees who fail to notify their supervisor
of their availability will be passed on the list. Once the holiday assignments are
made, if the scheduled shift cannot be worked by the detective(s)assigned, the City
is not required to fill the vacant holiday slot.
ARTICLE 8 - EDUCATION ALLOWANCE
Section 8.1. General Policy
The City recognizes the need to encourage and promote education opportunities for
employees, subject to budgetary limitations. The City will reimburse personnel for costs
incurred in receiving approved training upon satisfactory completion of such training.
Eligible costs include:
A. Tuition
B. Books
C. Fees associated with training
If an officer is attending an accredited State institution, the officer shall be reimbursed
based upon that institution's tuition schedule. If an officer is attending a non-State
supported institution, the officer shall be reimbursed on the basis of the University of
Washington tuition schedule.
Section 8.2. Officers - Policy
The City shall reimburse an officer for actual cost of books, tuition, and course fees while
attending approved courses. Approval to attend reimbursed training shall be requested by
June 1, of each year, for the next calendar year. Approval should include:
A. Course list
B. Reason for taking the course
C. Approximate cost
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The Chief will then review and approve the total training requests and include the cost in
the budget. Once the budget is set, very few, if any changes can be made. Interim
changes will be considered by the Chief and acted on only if budget is available.
Commissioned officers who are working in the AA Degree Police Science Program will be .
reimbursed for costs of courses in that degree program provided:
A. The program/school is approved by the Chief.
B. The employee submits his training plan to the Chief for inclusion in the
budget.
Section 8.3. Class Attendance
Employees who wish to attend classes offered by schools, colleges, universities, or other
training organizations must do so during their off-hours. In special cases, subject to
departmental approval, an irregular work schedule may be arranged in order for an
employee to attend courses that are not offered during off-hours. Hours spent by an
employee while attending class or studying for such class during off-hours, will not be
considered compensable hours.
Section 8.4. Reimbursement Procedures
A. If reimbursement is available through outside grant funds, or any other potential
source,then reimbursement shall be through that source. (G.I. benefits and student
loans shall not be considered outside funds for purposes of this section.)
B. Upon completion of approved training, the employee must prepare a request for
reimbursement itemizing actual expenses incurred and including a copy of the
training authorities' certificate of completion or grade report.
C. Paid receipts for training costs must accompany the request for reimbursement.
The City will reimburse the employee for only those costs that have been approved
and for which paid receipts are attached to the reimbursement request.
D. Employees requesting reimbursement must submit the request,with documentation,
within thirty (30) calendar days following successful completion of the approved
course(s). Requests not received within 30 days will not be considered for
reimbursement, unless good cause is shown.
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ARTICLE 9 -ANNUAL LEAVE
Section 9.1. Annual Leave Accrual
Members of the bargaining unit shall receive annual leave benefits as follows:
Hours of Leave Accrued
Years of Employment Annually Monthly
1gt year 96 hours 8 hours
2nd through 4th year 104 hours 8.67 hours
5th year 120 hours 10 hours
6th through 7th year 128 hours 10.67 hours
8th through 9th year 136 hours 11.33 hours
10th year 144 hours 12 hours
11th through 14th year 152 hours 12.67 hours
15th year 168 hours 14 hours
1 th tb r hours 6 through 19 year 176 hours 14. 7 6
20th through 22nd year 184 hours 15.33 hours
23rd through 25th year 192 hours 16 hours
26th year and thereafter 198 hours 16.5 hours
Section 9.2. Scheduling Annual Leave
Annual leave shall be granted to the employee at the time of the employee's choosing
provided the departmental work schedule would not be adversely affected.
Section 9.3. Vacation Bids
A. The intent of this section is to maximize an employee's ability to utilize accrued
vacation time by establishing a biannual vacation bid system. This bid system does
not preclude supervisors from approving vacation requests, on a case by case
basis, outside the bidding time limits.
B. Bid System.
There shall be two designated periods for bidding vacation time. The first vacation
bid period shall be from December 1 to December 31. This bid shall allow
employees to bid for and secure, by seniority, vacation dates anytime during the
following calendar year. Vacation requests from this bid period shall supersede all
other vacation requests.
The second bid period shall be from June 1 to June 30. This second bid shall allow
employees to bid for and secure, by seniority, available vacation dates from July 1
P%PUBLIC%Labor%UNIONWOf Icer12005 NegotiationslFina12005-7 PD Contraadoc 24 of 51
through December 31 of the same year. Vacation requests received during this bid
period supersede all requests not yet approved.
C. Vacation requests received between bid periods will be recognized by date received
and are not subject to seniority. It is the employee's responsibility to obtain approval
for these vacation requests prior to the second bid cycle. All vacation requests
received or approved after the second bid period shall be recognized by date
received.
D. Scheduling of vacation shall not be contingent upon vacation scheduling for civilian
employees.
Section 9.4. Maximum Accrual
Employees can maintain two times their annual accrual rate of annual leave. Annual leave
will be audited on December 31 of each year. Employees may exceed the maximum
accrual limit on January 1 of the following calendar year, but it is the employee's
responsibility to ensure that accrued annual leave hours are at or below the maximum
accrual limit by December 31 of the following year. Compensatory and Holiday
accumulation and use is considered separate from annual leave accrual and use.
The City will schedule annual leave so as to maximize the opportunity for employees to
utilize annual leave so they may comply with the maximum accrual limit.
These provisions do not prohibit carryover of annual leave hours beyond the maximum limit
when exceptional circumstances exist. Carryover can only occur when requested by
employees in writing and when approval is granted by the Police Chief and/or the
Employee Services Director. Approval of carryover is done on a case-by-case basis and
does not serve as precedent for any subsequent requests.
ARTICLE 10 - PENSIONS
Pensions for employees and contributions to pension funds will be governed by applicable
Washington State Statute.
ARTICLE 11 - BEREAVEMENT
A. Members of the bargaining unit who are required to attend funerals of an immediate
family member may be released from duty after authorization is obtained from the
employee's proper chain of command. In addition, the employee may receive up to
three (3) days, if required, of leave with pay called bereavement leave. Final
approval to use bereavement leave must be granted by the Employee Services
Director or Chief Administrative Officer before such leave is paid. The request for
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leave shall contain the name(s) of the deceased, the relationship to the employee,
and the expected period of absence. Distance, travel time or other factors will be
considered to determine the number of days to be granted.
B. In the event that the time required to attend a funeral is in excess of three (3)days,
sick leave may be taken. A maximum of ten (10)days of sick leave may be granted
for this purpose.
ARTICLE 12 - MANAGEMENT RIGHTS
Section 12.1. General Management,Rlahts
The Association recognizes that an area of responsibility must be reserved to management
if it is to function effectively. In recognition of this principle, it is agreed that the following
responsibilities are not subject to collective bargaining and are management responsibilities
of the City. Unless specifically modified by sections in this Agreement, management
retains the exclusive right to:
A. Determine the management organization, the selection, retention, and
promotion for occupations not within the scope of this Agreement.
B. Direct employees of the City in the performance of their official duties.
C. To hire, evaluate, promote, transfer, assign, and retain employees in
positions in the City, and to suspend, demote, discharge, or take other
disciplinary action against such employees for just cause.
D. To determine the use of technology, equipment, methods, means, and
personnel by which departmental operations are to be conducted.
E. To prescribe uniform dress to be worn by certain officers or employees.
F. To take whatever actions may be necessary to carry out police functions in
emergency situations.
G. To determine the necessity of overtime and the amount thereof.
H. To maintain efficiency of government operations entrusted to management.
I. To determine and administer policy.
The above listing of specific management rights is not intended nor shall be considered
restrictive of, or as a waiver of any rights of the City not listed herein. Such inherent
management responsibilities are not subject to arbitration and shall remain exclusively with
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the City except as they may be,shared with the Association by specific provisions of the
Agreement.
Section 12.2. Votgnteers and Temporary Employees
The Association and the City have historically worked together to resolve issues related to
the use of volunteers and temporary part-time employees. The parties desire to retain this
cooperative spirit, and agree upon the following general principles:
A. The City will not hire any temporary part-time employees to work within the
bargaining unit without obtaining written agreement from the Association;
B. The City may continue to use volunteers for records filing at the training
center, for pawn shop data entry and crime prevention; and
C. The Association recognizes that the City may want to use other volunteers,
or temporary employees as the needs of the City change due to growth in
geographical size, population, and etc. Whenever such changes would affect
the wages, hours and working conditions of the Association's membership,
the City must bargain with the Association before using volunteers or
temporary employees to do work currently done by Association members.
While the Association agrees to give such proposals careful consideration
and bargain in good faith, the Association is not required to enter into any
such agreement. In the event the parties are unable to reach agreement,
either party may request expedited interest arbitration,to be governed by the
provisions of RCW 41.56.430.
ARTICLE 13 - PERFORMANCE OF DUTY
Section 13.1. Non-Strike Provisions
Nothing in this agreement shall be construed to give an employee the right to strike. No
employee shall strike or refuse to perform his assigned duties to the best of his ability. The
Association agrees that it will not condone or cause any strike, slowdown, mass sick call, or
any other form of work stoppage or interference to the normal operation of the Kent Police
Department.
Section 13.2. Performance of Duty
It is agreed that all members of the bargaining unit shall perform all functions and duties
required by laws of the State of Washington, ordinances of the City of Kent, and Civil
Service rules and regulations and operating policies of the department.
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ARTICLE 14 - CONFERENCE,zBOARD/COMMUNICATIONS
Section 14.1. Conference Board
There shall be a department conference board consisting of three (3) members named by
the Association and three (3)officers of the department named by the Chief. The Chief, or
a representative, shall sit as one of the three (3) officers to the maximum extent practical,
but any of the six (6) members may be replaced with an alternate from time to time. A
representative of City Administration may be requested to attend conference board
meetings at the discretion of either party. The conference board shall meet as mutually
determined and shall consider and discuss matters of mutual concern pertaining to the
improvement of the department and the welfare of the employees.
The purpose of the conference board is to deal with matters of general concern to
members of the department as opposed to individual complaints of employees.
Accordingly, the conference board shall not discuss grievances properly the subject of the
procedure outlined in Article 15, except to the extent that such discussion may be useful in
suggesting improved department policies. Either the Association representatives or the
City representatives may initiate discussion of any subject of a general nature affecting the
operations of the department or its employees. An agenda shall be prepared and
distributed in advance of each meeting and minutes shall be kept.
Section 14.2. Communications with the Chief Administrative Officer
The Association and City agree that areas of general concern not specifically mentioned in
this contract may arise. Such concerns may be related to interpretation of procedures,
changes in policies, working conditions, etc., that may generally affect employees or City
rights and responsibilities. Acknowledging that such concerns could arise and further that
such concerns are of a nature that they should not properly be considered under the
Grievance Article of this agreement, the following procedure shall be established to allow
either the City or Association to directly address issues or questions of concern.
A. The coordinators of this procedure shall be the Association Chairperson and Chief
Administrative Officer, or their designees.
B. Meetings may be initiated by either the City or Association by request. A mutually
agreeable meeting time and place will be set. Representatives of police
administration and Employee Services shall be allowed to attend the meeting.
C. A proposed agenda of items to be discussed shall be prepared and distributed in
advance of a proposed meeting. Statements, fact-finding results, etc., should be
available in writing for review in order to explain or clarify areas of concern.
D. Minutes of each meeting shall be kept.
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ARTICLE 15 - GRIEVANCE PRtMDURE
Section 15.1. Grievance Definition
Any dispute between the Employer and the Association or between the Employer and any
employee covered by this Agreement concerning the application, claim of breach or
violation of the express terms of this Agreement shall be deemed a grievance.
Section 15.2. Representation Durinla Grievances
Grievances processed through Step 3 under Section 15.5 below of the grievance procedure
shall be heard during normal City working hours unless stipulated otherwise by the parties.
Employee representatives involved in such grievance meetings during their normal City
working hours shall be allowed to do so without suffering a loss in pay.
Section 15.3. Exceptions to Time Limits
Any time limits stipulated in the grievance procedure may be extended by mutual
agreement in writing. Failure by the Association and/or employee to comply with any time
limitation in this Article shall constitute withdrawal of the grievance. Failure by the
Employer to comply with any time limitation in this Article shall allow the Association and/or
the employee to proceed to the next step without waiting for the Employer to reply at the
previous step.
Section 15.4. Class Action
A grievance in the interest of a majority of the employees in a bargaining unit shall be
reduced to writing by the Association(containing all information referenced in Step 1 below)
and may be introduced at Step 3 of the grievance procedure and be processed within the
time limits set forth herein.
Section 15.5. Steps and Time Limits
A grievance shall be processed in accordance with the following procedure:
Step 1 A grievance shall be reduced to writing and presented by the aggrieved
employee and/or the Association representative within fourteen (14)calendar
days of when the employee knew or should have known of the alleged
contract violation to the employee's immediate supervisor. The written
grievance shall contain the section(s)of the Agreement allegedly violated,the
nature of the alleged violation and the remedy sought. The parties agree to
make every effort to promptly settle the grievance at this stage. The
immediate supervisor shall answer the grievance within seven (7) calendar
days after being notified of the grievance.
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Step 2 If the grievance is not resolved as provided in Step 1, it shall be forwarded to
the appropriate Division Commander by the aggrieved employee or
Association representative within seven (7) calendar days. The Division
Commander shall answer the grievance within seven (7) calendar days.
Step 3 If the grievance is not resolved as provided in Step 2, it shall be forwarded by
the aggrieved employee or Association representative to the Police Chief with
a copy to the City Employee Services Director within fourteen (14) calendar
days after the Step 2 answer. The Police Chief shall convene a meeting
within fourteen (14)calendar days after receipt of the grievance between the
aggrieved employee and Association representative, together with
Department representatives as designated by the Chief. The City Employee
Services Director or a designee may attend said meeting. Within fourteen
(14)calendar days after the meeting, the Police Chief shall forward a reply to
the Association.
Step 4 If the grievance is not resolved as provided.in Step 3, or if the grievance is
initially submitted at Step 3 pursuant to Section 15.4, the grievance shall be
forwarded within fourteen (14) calendar days after receipt of the Step 3
answer. Said grievance shall be submitted by the Association to the Chief
Administrative Officer with a copy to the Police Chief. The Chief
Administrative Officer or a designee shall investigate the grievance and, if
deemed appropriate, shall convene a meeting between the appropriate
parties. The Chief Administrative Officer shall thereafter forward a written
reply within fourteen (14) calendar days after receipt of the grievance or the
meeting between the parties.
Step 5 If the grievance is not settled in Step 4, either of the signatory parties to this
Agreement may refer the grievance to arbitration.
The City (through its Chief Administrative Officer or designee) and the
Association may select a third disinterested party to serve as an arbitrator. In
the event that the parties are unable to agree upon an arbitrator, the
arbitrator shall be selected from a list of nine (9) Washington and Oregon
arbitrators obtained from the Federal Mediation and Conciliation Services,
each party alternately striking a name from the list until only one name
remains. Cases that are referred to arbitration shall be so referred within
thirty (30) calendar days after the Association's receipt of the Step 4 answer
and shall be accompanied with the following information.
a. Identification of section(s) of the Agreement allegedly violated;
b. Nature of the alleged violation; and
C. Remedy sought.
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Section 15.6. Arbitrator's Authority
.
In connection with any arbitration proceeding held pursuant to this Agreement, it is
understood as follows:
1. The arbitrator shall have no power to render a decision that will add to,
subtract from, alter, change, or modify the terms of this Agreement. The
arbitrator's power shall be limited to the interpretation or application of the
express terms of this Agreement, and all other matters shall be excluded
from arbitration.
2. The decision of the arbitrator shall be final, conclusive and binding upon the
City, the Association, and the employee(s) involved.
3. The cost of the arbitrator shall be borne equally by the City and the
Association, and each party shall bear the cost of presenting its own case.
4. The arbitrator's decision shall be made in writing and shall be issued to the
parties within thirty (30) calendar days after the case is submitted to the
arbitrator.
5. Any arbitrator selected under Section 15.5, Step 5 of this Agreement shall
function pursuant to the rules and regulations of the Federal Mediation and
Conciliation Services unless stipulated otherwise in writing by the parties to
this Agreement.
Section 15.7. Election of Remedies
Actions subject to appeal through either this contract grievance procedure or pertinent Civil
Service appeal procedures must follow either the grievance procedure contained herein or
pertinent procedures regarding such appeals to the Civil Service Commission, including
applicable deadlines. Under no circumstances may an employee use both the contract
grievance procedure and Civil Service Commission procedures relative to the same action.
An election between those procedures shall be made within thirty(30)calendar days of the
filing of the grievance or the commencement of the Civil Service hearing,whichever comes
first. The Employer shall endeavor to accommodate the work schedule of employees who
are the subject of a Civil Service hearing or grievance arbitration, provided that the
Employer is not required to alter the schedule of any employee to make this
accommodation.
Section 15.8. Retroactivity
Arbitration awards or grievance settlements shall not be made retroactive beyond the date
of the occurrence or nonoccurrence upon which the grievance is based,that date being ten
(10) working days or less prior to the initial filing of the grievance.
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ARTICLE 16 - POLICE OFFIGERS' 1 ILL OF RIGHTS
The City retains the right to adopt rules for the operation of the Kent Police Department and
the conduct of its employees provided that such rules do not conflict with City Ordinances,
City and State Civil Service rules and regulations as they exist, or any provision of this
Agreement. It is agreed that the City has the right to discipline, suspend, or discharge any
employee for just cause.
The investigation of complaints of misconduct by any officer will be handled in accordance
with Kent Police Department Policy and Procedures Manual (Standards) and this
agreement.
Section 16.1. Bill of Rights
In an effort to ensure that investigations made by an officer as designated by the Chief of
Police of the Kent Police Department, are conducted in a manner which is conducive to
good order and discipline, the employees shall be entitled to the protection of what shall
hereafter be termed as the "Police Officers Bill of Rights" as follows:
A. Every employee who becomes the subject of an internal investigation shall be
advised in writing at the time of the interview that they are suspected of:
1. Committing a criminal offense; or
2. Misconduct that would be grounds for termination, suspension, or other
disciplinary action (greater than written reprimand).
B. Any employee who becomes the subject of a criminal investigation shall have all
rights accorded by the State and federal constitutions and Washington law.
C. Theemployee
e p oyee under investigation must, at the time of an interview, be informed of
the name of the officer in charge of the investigation and the name of the officer who
will be conducting the interview.
D. Twenty-four (24) hours before any interview commences, the employee shall be
informed, in writing, of the following:
• Nature of the investigation,
• Whether the employee is considered a witness or suspect at that stage of the
investigation,
• Who is the complainant or the victim,
• What reportedly took place,
• When it happened,
• Where it happened, and
• The employee's right to have a KPOA representative present.
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E. The interview of an employee shall be at a reasonable hour, preferably when the
employee is on duty, unless the exigency of the interview dictates otherwise.
F. At the cost of the requesting party and in accordance with Washington State Law,
RCW, 9.73, the employee or City may request that an investigation interview be
recorded, either mechanically or by a stenographer. There can be no "off-the-
record" questions. Upon request, the employee under an investigation shall be
provided an exact copy of any written statement the employee has signed, or at the
employee's expense a verbatim transcript of the interview.
G. Interviewing shall be completed within a reasonable time and shall be done under
circumstances devoid of improper intimidation or coercion. Twenty-four(24) hours
prior to all investigation interviews, the employee shall be afforded an opportunity
and facilities to contact and consult with his or her Association representative,and to
be represented by the Association representative to the extent permitted by law.The
employee shall be entitled to such reasonable intermissions as the employee shall
request for personal necessities, meals, telephone calls, consultation with his/her
representative, and rest periods.
H. No employee shall be required to submit to a polygraph examination. The employee
will not be dismissed or have any other penalty imposed upon them for not taking
this examination. This provision shall not apply to the initial application process for
employment.
I. Employees retain all of their constitutional rights. During an investigation in which
an employee has been given their Garrity rights, the employee will be compelled to
answer questions directly related to and narrowly focused on the investigation.
However, any information gained from the employee cannot be used in any criminal
investigation.
J. Should any section, subsection, paragraph, sentence, clause or phrase in this article
be declared unconstitutional or invalid,for any reason,such decision shall not affect
the validity of the remaining portions of this article.
K. The Association recognizes the administration's effort to improve procedures
involving complaints against its members. In an effort to ensure that these
procedures are accomplishing their goals, there will be an annual review of the
procedures in a meeting between the Association and the department's
administration.
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Section 16.2. Psvcholcmicgl,"Evaluadions
The purpose of this Section is to balance the interest of the Employer in obtaining a
psychological evaluation of an employee to determine the employee's fitness for duty and
the interest of the employee in having those examinations being conducted, in the least
intrusive manner as possible,and in a manner as to protect the employee's right to privacy.
A. Conditions Under Which Evaluations Will Take Place
1. No evaluation will take place without there being a reasonable suspicion to
believe that an employee is psychologically unfit to perform the job. If the
Employer has facts which provide reasonable suspicion that an employee
may be psychologically unfit for duty, the Employer will bring those facts to
the attention of a doctor chosen by it from a list of doctors previously agreed
to by the Employer and the Association. In the event the City and the
Association do not reach agreement on an appropriate list, the City may
select a doctor of its choosing.
2. Any relevant medical history of the employee which the examining doctor
requests shall be released by the employee only to the examining doctor.
3. Whenever an employee is directly involved in an incident which results in a
fatality, the employee will be required to have a psychological assessment
and counseling prior to returning to full duty. Employees who are indirectly
involved in such fatal incidents are encouraged to seek psychological
assessment and counseling. The City will continue to pay for these visits.
B. Results of the Evaluation
The doctor will issue a written report to the Employer and the employee. The only
information which the doctor may disclose shall be whether the employee is fit or
unfit for duty or requires modified work conditions, and the prognosis for recovery.
Additionally, where the cause of the unfitness is duty-related, the doctor shall
disclose that cause. If the doctor believes the employee is fit for duty but needs
modified work conditions, the doctor will indicate what modifications are necessary
and the extent or duration projected of the modification. The doctor will keep all
data that has been made available to him or her confidential and not release it to
any of the parties except the employee. Modified work conditions may include light
duty assignments as provided in Section 6.7.
C. As used in this section, "doctor" refers to a psychologist or psychiatrist.
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ARTICLE 17 - COMPENSATION
Section 17.1. Salaries
Police Salaries - MONTHLY
Required Months
Police Class (Steps) 1/1/()5 in Each Step
Recruit (A) $3,940 6 months
Probation Officer (B) $4,077 12 months
Patrol Officer 4 (C) $4,281 12 months
Patrol Officer 3 (D) $4,528 12 months
Patrol Officer 2 (E) $4,814 12 months
Patrol Officer 1 (F) $5,132
Sergeant $6,076
Police Salaries - HOURLY
Required Months
Police Class (Steps) 111105 in Each Step
Recruit (A) $22.730 6 months
Probation Officer (B) $23.521 12 months
Patrol Officer 4 (C) $24.698 12 months
Patrol Officer 3 (D) $26.123 12 months
Patrol Officer 2 (E) $27.773 12 months
Patrol Officer 1 (F) $29.607
Sergeant $35.053
The above salary schedule represents the following increases:
A. Effective January 1, 2005, all members of the bargaining unit shall receive a 2.5%
increase, which is the equivalent of 100%of the Seattle-Tacoma-Bremerton CPI-W,
June. The Sergeant rank shall be paid at a rate equivalent to 18.4% differential
above a top step Patrol Officer.
B. Effective January 1, 2006,all members of the bargaining unit shall receive a cost of
living adjustment equal to 100% of the Seattle-Tacoma-Bremerton CPI-W, June,
with a minimum of 2.5% and a maximum of 5.5%.
C. Effective January 1, 2007, all members of the bargaining unit shall receive a cost of
living adjustment equal to 100% of the Seattle-Tacoma-Bremerton CPI-W, June,
with a minimum of 3% and a maximum of 6%.
P 1PUBLIC\Labor\UNION1POfficer%2005 NegotiatlonslFinal 2005-7 PD ContracUm 35 of 51
Section 17.2. Salary Plan
Employees shall be placed at the"Academy(A)"step while attending the Police Academy.
With successful completion of the Police Academy, the employee shall be moved to the
"Probationary Officer (B)" step effective the first of the month following such academy
completion. Each subsequent step increase will be made at the completion of each
cumulative 12 month service period completed until the employee reaches the top of the
pay scale — "Patrol Officer 1 (F)".
The only exceptions shall be those provided by Civil Service, wherein education or prior
police experience or training, allow employees to be hired at grades higher than
probationary.
Section 17.3. Premium Pay
A. Premium pay of 3.5 percent of base pay per month in addition to regular pay shall
be granted to officers who are assigned to the Detective Unit, Pro-Act, Public
Information Officer,traffic officer,VSRT members and canine unit of the Kent Police
Department. The officers presently assigned to Crime Prevention and Range
Master will continue to receive the premium of 3.5 percent until such time as the
assignment is reassigned. When this assignment is refilled,the new officers will not
be eligible for any premium pay.
B. Premium pay of 6 percent of base pay per month in addition to regular pay shall be
granted to employees assigned as field training officers in the patrol division of the
Kent Police Department.
C. The school liaison officer is required to exercise supervisory responsibilities over
Kent School District civilian security staff. For the additional supervisory duties, the
parties agree that the Liaison will receive $150.00 per month in addition to the
position's wages as defined by this Agreement. The assignment and continuation of
supervisory duties and responsibilities to this Liaison position is solely determined by
City management. The City retains full authority to continue, change or end the
program or the assignments of the incumbent at any time with fourteen (14) days
notice to the employee, the Association and the Kent School District.
D. It is understood that there will be no pyramiding of premium pay and that an officer
can only receive premium pay for one assignment at a time.
Section 17.4. Workina Out of Classification
A. Any employee who is assigned to perform duties of a higher paying rank shall be
paid at the rate of the higher rank if the temporary assignment equals or exceeds
two hours. However,the City will not make temporary assignments to Lieutenant for
less than one full shift.
P\PUBLIC\Labor\UN10N\P0ffkee0005 NegoOationsTmW 2005-7 PD Contract.doc 36 of 51
B. Only temporary assignments to the rank of Sergeant and above shall be considered
for "working out of classification" pay.
C. Police administration must make formal acting assignments before provisions of this
section apply, naming person placed in temporary classifications, temporary rank,
and length of time employee will be working out of his regular classification.
Appointments to the rank of acting Sergeant shall be made whenever a regular
Sergeant is absent, provided the shift commander does not assume the Sergeant's
responsibilities or assigns those duties to the overlapping Sergeant.
Section 17.5. Longevity and Education Incentive Pay
The following longevity and educational incentive schedule will remain in effect for the term
of this contract. Longevity pay and educational incentive pay shall be applied to the monthly
base salary of eligible employees.
Subsection 17.5.1 Longevity Pay
Employees who have completed the following years of continuous service as a regular City
employee shall be paid longevity pay in accordance with the schedule below.
Completion of Pay
5 years Two percent (2%)
10 years Three percent (3%)
15 years Four percent (4%)
20 years Six percent (6%)
25 years Seven percent (7%)
Employees shall receive longevity pay for the highest level of longevity with the City. There
shall be no pyramiding of longevity pay.
Subsection 17.5.2 Educational Incentive
Educational incentive pay shall be awarded to qualified employees who have obtained an
Associate (AA) or Bachelor's (BA) degree in accordance with the schedule below.
Employees must have completed five (5) years of continuous employment as a
commissioned officer with the Kent Police Department to qualify for educational incentive
pay. Employees who have attained a Master's (MA) or Doctorate (PhD) degree shall be
paid at the Bachelor's (BA) level. Those employees who have attained a "Junior" status at
an accredited university or college will receive the same compensation as an employee
with an AA degree. In order to qualify for the compensation, all of the credits earned must
be consolidated with one accredited university or college. It is the employee's responsibility
to provide proof of qualification.
P IPUBLIC\Labor1UN10N\P0fBcerV005 NegohadonsTinal 2005-7 PD Contract.doc 37 of 51
Degree
Associate (AA) One percent (1%)
Bachelor (BA or BS) Three percent (3%)
There shall be no pyramiding of educational incentive pay.
Section 17.6. Effective Date of Compensation Increases
The effective date for all increases in compensation shall be the first day of the month of
the employee's anniversary or when otherwise eligible.
Section 17.7. Clothina and Eaulnment
A. The City shall furnish employees with clothing and equipment necessary to enable
them to perform their assigned duties. Quantity of items shall be in accordance with
past practice.
B. Necessary articles of equipment may include, but are not limited to, flashlights,
batteries, notebooks, computers, pens/pencils and other necessary minor articles of
equipment of the nature specified herein. In addition, this includes any safety
equipment which might be formally recommended by the police administration and
funded with the Police Department budget.
C. The City will repair damage to clothing or equipment which is due to normal wear
and tear in service. Unusual repairs required to be made because of neglect or
abuse by the employee shall be paid for by the employee responsible.
D. The City shall provide uniforms in accordance with past practice. Cleaning and
laundry of uniforms supplied by the City shall be the responsibility of the employee.
Approved accessories to the uniform,which are optional in nature,shall be provided
by the employee according to personal preference.
E. Employees who suffer a loss or damage to appropriate personal property and/or
clothing in the line of duty may be reimbursed for such loss or damage by the City in
an amount up to $300.00 per occurrence. However, employees are generally
expected to use reasonably priced personal property/accessories(within$50)while
on duty. If the officer chooses to carry personal property that is worth more than
$50.00, it is understood that the employee may only be reimbursed for up to$50.00
of its value unless reimbursement for the higher priced property is approved by
Police Administration.
P\PUBLIC\Labor\UNION\POf *A2005 NegoUaf is\Pinal 2005-7 PD Contmadoc 38 of 51
F. Officers who are normally assigned to the Detectives, Pro-Act, Crime Prevention,
Training, or other assignments where civilian clothing is appropriate will be allotted:
1. $500 per year for civilian clothing; and
2. Be provided uniforms by the City as required.
Section 17.8. Compensation for Trainina
A. The employee agrees to waive any overtime compensation due him/her as a result
of attending the Washington State Law Enforcement School commonly referred to
as "Basic academy," unless otherwise provided for under F.L.S.A.
B. While attending"basic academy,"the employee shall be relieved of all police-related
duties, provided that if an employee is required by the City to perform police duties
in addition to attending "basic academy," the employee shall be compensated
pursuant to Section 4.2.
C. The City agrees to compensate pursuant to section 4.2 any employee for training
time which is a result of an employee's required attendance at any symposium,
seminar, or training school.
Section 17.9. Timely Compensation
Subsection 17.9.1. Current Payroll
Employees will receive their payroll checks by 12:00 noon on the designated payday.
Concerning employees who wish to participate in the direct deposit option offered by the
City for automatic deposit of paychecks to the banking institution of the Employee's choice,
it is agreed that the timeliness of having funds available by 12:00 (noon) of any given
payday can no longer be guaranteed by the City due to the possibility of unforeseen
banking computer system problems that may arise from time to time. Employees who opt
to participate in this program do not have a 12:00 (noon)guarantee insofar as the banking
transfer network system is concerned. It is mutually understood that the City has no control
of the timeliness of funds being available once transmitted electronically. However, it is
also understood that normal paydays do occur on the 5th and the 20th of each month and
that the City will initiate the electronic transfer of employee pay on the 4th and 19th of each
month to employee accounts.
P 1PUBLIC\LaborIUNION1POfficer12005 Negotiabonfflnal 2005-7 PD Conhad.doc 39 of 51
Subsection 17.9.2 Potential Payroll Chance
Both parties see the benefit of discussing changes to the current payroll processing
dates/procedures to provide more timely and accurate pay checks.
Once the City has consensus from all bargaining units within the City to participate, a
committee may be formed to meet and discuss ways to enhance the payroll process. The
city wide committee shall be comprised of two representatives from each of the bargaining
units and the non-represented employees. Final recommendation(s) of this committee
regarding payroll process changes will then be taken back to the Union membership for
ratification.
Section 17.10. Deferred Compensation
A. The City will contribute three percent(3%)of a top step Police Officer's annual base
pay to each bargaining unit member's 457 deferred compensation program.
B. The City's total annual maximum contribution will be calculated based on the pay
rate effective January 1 each year, and that amount will then be divided and
contributed over the twenty four (24) pay periods in the year. The employee will
make their participation choice within a two-week annual enrollment period as
designated by Employee Services. Changes to the employee's portion of Deferred
Compensation contributions may be made mid-year, but the City's contribution will
be set during the designated open enrollment period.
C. New hires will be eligible to commence participation in the matching deferred
compensation program based on their date of hire. If an employee is hired
between the 1 s and 7th or the 16th and 22nd of the month, the employee will be
eligible for the full matching amount for that pay period if he or she meets the
matching criteria as stated in B above. If an employee is hired between the 8th
and 15th or the 23`d and the end of the month, the employee will not be eligible to
participate in the matching program until the following pay cycle.
The designated open enrollment period for a new hire for the initial employment
year shall be the employee's first two weeks of employment with the Kent Police
Department.
Section 17.11. Accreditation Pay
The salary levels provided herein shall be increased by one percent (1%) in recognition
of the Kent Police Department's national accreditation status. The additional salary shall
remain in effect during the period of this Agreement for as long as the Department
retains its accreditation.
P\PUBLIC\Labor\UN1oN\PoMcer\2005 NegotiationsTinei 2005-7 PD Contract.doc 40 of 51
ARTICLE 18 - INSU CE VRRAGE
Section 18.1. Health Care Insurance
Subsection 18.1.1. Plans Offered
For the term of the contract the following health care plans will be offered to bargaining unit
members, effective the first of the month following date of signing:
A. Premera Blue Cross, Enhanced Prudent Buyer(PPO)Plan,with the new cost
containment features as agreed at the Health Care Committee level.
B. Group Health Cooperative(HMO),with$5.00 copays in 2005 and increasing
to $10.00 copays in 2006 for office visits and prescription drugs; and VSP
Vision.
Subsection 18.1.2. Employee Coy=e
Employees in the bargaining unit shall receive a fully paid health care plan as noted in
subsection 18.1.1 above underwritten by a company who provides such insurance
nationwide. The monthly premium cost shall be paid by the City.
Subsection 18.1.3. Dependent Coveraae
Employees in the bargaining unit have dependent coverage available under the plans
offered by the City. The employee shall pay ten percent(10%)of the dependent's portion
of the monthly premiums, of the selected plan, to a maximum of$115.00 per month from
January 1, 2005 to December 31, 2006.
Effective January 1, 2007,the employee shall pay twelve percent(12%)of the dependent's
portion of the monthly premiums,of the selected plan,to a maximum of$115.00 per month.
If in the future, the Association can prove,through court documents,that the City's practice
of charging a higher employee dependent premium for one plan over the other to be illegal,
both parties agree to reopen this Health Insurance Section of the contract with the intent of
negotiating terms to comply with court requirements.
Subsection 18.1.4. LEOFF I Health Coverage Reouirement
The City shall provide medical coverage of LEOFF I employees as required by law.
P TUBLIQLaboAUNIOMPOfHcer12005 NegodationsTinal 2005-7 PD Cont ad.doc 41 of 51
Section 18.2. Life Insurance
The City shall pay the entire premium for double indemnity life insurance coverage for each
eligible member of the bargaining unit. The amount of coverage will be equal to the
employee's annual base salary to the maximum of$50,000.
Section 18.3. Forms Handlina
A. The Association and its membership agree to cooperate with the City in all
requirements relating to insurance forms and processing such. It is mutually agreed
that forms handling is a necessary part of the employee and City's duties, and that
expeditious handling is in the best interest of both parties.
B. Each employee shall be responsible for obtaining and filling out necessary
application forms, change In coverage forms, or providing other information
necessary to determine eligibility for insurance coverage.
Section 18.4. Health Care Committee
The parties agree that the Association's participation on the City's Health Care Committee
has been mutually beneficial. The parties agree to meet and develop a letter of
understanding that describes the purpose of the Committee and the parameters under
which the Committee operates. Furthermore, the parties recognize that there must be
representation and participation by all Unions on the Committee.
Section 18.5. Hepatitis B Vaccinafion Prosaram
The City will provide employees with the opportunity to receive vaccinations and the follow
up tests to help prevent contraction of the Hepatitis B virus. The program will be voluntary
in nature and in accordance with applicable Washington State Law,WISHA directives, and
Labor& Industry regulations,and Kent Police Department policies. Employees who wish to
waive their opportunity to receive vaccinations and follow up tests after exposure must sign
a waiver form.
Section 18.6. Lonna Term Disability Insurance
The Kent Police Officers Association will administer its own Long Term Disability Insurance
program.
ARTICLE 19 - MILITARY LEAVE
Employees of the bargaining unit shall be granted a cumulative of fifteen (15)days of paid
military leave per calendar year as required by state law.
P 1PUBLIC1Labor\UNI0N1P0ffieer%2005 NegobabonslFina)2005.7 PD Contract.doc 42 of 51 ,
ARTICLE 20 - TOBACCO FREE,WORK PLACE
The Association and the City agree that in order to create a health work environment, to
protect the public and reduce overall risk, the members of the bargaining unit agree to
comply with the City's policy concerning the use of tobacco.
ARTICLE 21 - SUBSTANCE ABUSE TESTING
The procedure outlined in this article for drug and alcohol testing shall become a part of the
Labor Agreement between the City of Kent and the Kent Police Officers Association, and
shall be covered by all applicable articles within that Agreement.
Section 21.1. Policy
The City and the Association recognize that drug use by employees would be a threat to
the public welfare and the safety of department personnel. It is the goal of this policy to
eliminate or absolve illegal drug usage through education and rehabilitation of the affected
personnel. The use of alcoholic beverages or unauthorized drugs shall not be permitted at
the City's work sites and/or while an employee is on duty nor shall an employee report for
duty under the influence of alcohol or unauthorized drugs.
While the City wishes to assist-employees with alcohol or chemical dependency problems,
safety is the City's first priority. Therefore,employees must not report for work or continue
working if they are under the influence of,or impaired by,the prohibited substances listed in
Sections 21.5 and 21.6 of this article. Employees participating in treatment programs are
expected t0 observe all job performance standards and work rules.
Section 21.2. Informing Employees About Drug and Alcohol Testing
All employees shall be fully informed of this drug and alcohol testing policy. Employees will
be provided with information concerning the impact of the use of alcohol and drugs on job
performance. In addition, the City shall inform the employees on how the tests are
conducted, what the tests can determine and the consequence of testing positive for drug
use. No employee shall be tested before this information is provided to him/her.
Employees who voluntarily come forward and ask for assistance to deal with a drug or
alcohol problem shall not be disciplined by the City.
The City encourages employees to seek treatment for drug and alcohol abuse voluntarily.
To encourage employees to do so, the City makes available the Employee Assistance
Program (E.A.P.). Any employee who notifies the City of alcohol or chemical abuse
problems will be given the assistance offered to employees with any other illness. As with
P 1PUBLICkLabor\UNION\PO#Icert200S Nepdadm\FkW 200&7 PD ConWd.doc 43 of 51
other illnesses, the City may grant sick leave, vacation leave or leaves of absence without
pay for treatment and rehabilitation of drug and alcohol abuse.
Any decision to voluntarily seek help through the Employee Assistance Program, or
privately, will not interfere with an employee's continued employment or eligibility for
promotional opportunities. Information regarding an employee's participation in the
Employee Assistance Program will be maintained in confidence.
Section 21.3. Employee Testina
Unless otherwise required by federal law, employees shall not be subject to random urine
testing or blood testing or other similar or related tests for the purpose of discovering
possible drug or alcohol abuse. If the City has reasonable suspicion to believe an
employee's work performance is impaired due to drug or alcohol use, the City may require
the employee to undergo a drug and/or alcohol test consistent with the conditions set forth
in this article.
Reasonable suspicion for the purposes of this article is defined as follows: the City's
determination that reasonable suspicion exists shall be based on specific, articulated
observations concerning the appearance, behavior, speech or body odors of an employee
and shall include, as a minimum, a written report documenting objective, measurable
changes in an employee's work performance due to unauthorized drug or alcohol use by
two (2) observers who have adequate opportunity to observe these changes.
Section 21.4. Sample Collection
The collection and testing of samples shall be performed only by a laboratory and by a
physician or health care professional qualified and authorized to administer and determine
the meaning of any test results. The laboratory performing the test shall be one that is
certified by the National Institute of Drug Abuse (NIDA). The laboratory chosen must be
agreed to by the Association and the City. The results of employee tests shall be made
available to the Medical Review Physician as defined in Section 21.7.
Collection of blood or urine samples shall be conducted in a manner which provides for the
highest, reasonable degree of security for the sample and freedom from adulteration.
Blood or urine samples will be submitted as per NIDA standards including the recognized
chain of custody procedures. Employees have the right for Association and/or legal
representation to be present during the submission of the sample. Employees shall not be
witnessed while submitting a urine specimen. Prior to submitting to a urine or blood
sample, the employee will be required to sign a consent and release form as set forth in
Section 21.14 below.
A split sample shall be reserved in all cases for an independent analysis in the event of a
positive test result. All samples must be stored in a scientifically acceptable preserved
manner as established by NIDA. All positive confirmed samples and related paperwork
P\PUBLIC\Labor1UNION\POff cw%2M Negottabomif"2005-7 PD Contract doc 44 of 51
must be retained by the laboratory for at least six (6) months or for the duration of any
grievance, disciplinary action,or legal proceedings,whichever is longer. At the conclusion
of this period, the laboratory's paperwork and specimen shall be destroyed. Tests shall be
conducted in a manner to ensure that an employee's legal drug use and diet does not affect
the test result.
Section 21.5. Drug Testing
The laboratory shall test for only the substances and within the limits as follows for the
initial and confirmatory test as provided within NIDA standards. The initial test shall use an
immunoassay test procedure which meets the requirements of the Food and Drug
Administration for commercial distribution. The following initial cutoff levels shall be used
when screening specimens to determine whether they are negative for these five drugs or
classes of drugs:
INITIAL TESTING
Marijuana metabolites.................................................. 100 ng/ml
Cocaine metabolites .................................................... 300 ng/ml
Opiate metabolites'...................................................... 300 ng/ml
Phencyclidine............................................................... 25 ng/ml
Amphetamines............................................................. 1000 ng/ml
(1) If immunoassay is specific for free morphine, the initial test level is 25 ng/ml.
If initial test results are negative, testing shall be discontinued, all samples destroyed and
9 9
records of the testing expunged from the employee's files. Only specimens identified as
positive on the initial test shall be confirmed using gas chromatography/mass spectrometry
(GC/MS) techniques at the following listed cutoff values.
CONFIRMATORY TESTING
Marijuana metabolites' ................................................ 15 ng/ml
Cocaine metabolites2................................................... 150 ng/ml
Opiate metabolites
Morphine ...............................................................300 ng/ml
Codeine ...............................................................300 ng/ml
Phencyclidine............................................................... 25 ng/ml
Amphetamines
Amphetamine .........................................................500 ng/ml
Methamphetamine..................................................500 ng/ml
(1) Delta-9-tetrahydrocannabinol-9-carboxylic acid
(2) Benzoylecgonine
P:IPUBLIC\LabwUJNIOMPOffWw12U05 NegoUaUons\F"2006-7 PD Con"d.dw 45 Of 51
If confirmatory testing results are negative, all samples shall be destroyed and records of
the testing expunged from the employee's files.
Drug test results gathered under this article will not be used in a criminal investigation or
prosecution.
Section 21.6. Alcohol Testina
A breathalyzer or similar equipment certified by the state toxicologist shall be used to
screen for alcohol use, and if positive,shall be confirmed by a blood alcohol test performed
by a qualified laboratory. This screening test shall be performed by an individual properly
qualified to perform the tests utilizing appropriate equipment. An initial positive alcohol
level shall be 0.04 grams per 210 L. of breath. That is, if both breaths register at .04 or
above, that constitutes a positive test. If only one breath is at.04 or above and the other is
below .04, the test is negative. If initial testing results are negative, testing shall be
discontinued, all samples destroyed and records of the testing expunged from the
employee's files. Only specimens identified as positive on the initial test shall be confirmed
using a blood alcohol level. Sample handling procedures, as detailed in Section 21.4, shall
apply. A positive blood alcohol level shall be 0.04 grams per 100 ml of blood. If
confirmatory testing results are negative, all samples shall be destroyed and records of the
testing expunged from the employee's files.
Section 21.7. Medical Review Physician
The Medical Review Physician shall be chosen and agreed upon between the Association
and the City and must be a licensed physician with a knowledge of substance abuse
disorders. The Medical Review Physician shall be familiar with the characteristics of tests
(sensitivity, specificity and predictive value), the laboratories conducting the tests and the
medical conditions and work exposures of the employees.
The role of the Medical Review Physician will be to review and interpret the positive test
results. He/she must examine alternative medical explanations for any positive test results.
This action shall include conducting a medical review with the affected employee, review of
the employee's medical history and review of any other relevant biomedical factors. The
Medical Review Physician must review all relevant medical records made available by the
tested employee when a confirmed positive test result could have resulted from legally
prescribed medication.
Section 21.8. Laboratory Results
The laboratory will advise only the employee and the Medical Review Physician of any
positive results. The results of any positive drug or alcohol test can only be released to the
City by the Medical Review Physician once he/she has finished review and analysis of the
laboratory's test. Unless otherwise required by law, the City will keep the results
confidential and shall not release them to the general public.
P•1PUBLIC\LaborlUN10W0fBoeAM5 NepWlatloneWim12W5-7 PD Contractdoc 46 of 51
Section 21.9. Testing Program hosts
The City shall pay for all costs involving drug and alcohol testing as well as the expenses
associated with the Medical Review Physician. The City shall also reimburse each
employee for their time and expenses including travel incurred involving the testing
procedure only.
Section 21.10. Rehabilitation Program
Any employee who tests positive for a substance listed in Sections 21.5 and 21.6 of this
article as determined by the Medical Review Physician in Section 21.7 shall be medically
evaluated, counseled and treated for rehabilitation as recommended by the E.A.P.
counselor. In the event the employee disagrees with the treatment recommended by the
E.A.P. counselor, the employee may choose to obtain a second opinion from a qualified
physician of his/her choice. Employees who complete a rehabilitation program may be re-
tested randomly for one (1) year following completion of a rehabilitation program.
An employee may voluntarily enter rehabilitation without a requirement or prior testing.
Employees who enter the program on their own shall not be subject by the City to random
re-testing. Employees will be allowed to use their accrued and earned leave for the
necessary time off involved in the rehabilitation program.
If an employee tests positive during the one (1) year period following completion of
rehabilitation,the employee will be re-evaluated by an E.A.P. counselor to determine if the
employee requires additional counseling and/or treatment. The employee will be solely
responsible for any costs, not covered by medical benefits/insurance,which arise from this
additional counseling or treatment.
Section 21.11. Doty Assianmen Aftr,Treatment
If the duty assignment for an employee is modified or changed as a result of a rehabilitation
program,then after an employee successfully completes his/her rehabilitation program,the
employee shall be returned to the regular duty assignment held prior to the rehabilitation
program. Once treatment and follow-up care is completed, and one (1)year has passed
with no further violations of this article,the employee's personnel and medical files shall be
purged of any reference to his/her drug problem or alcohol problem.
Section 21.12. Right of Agaeal
The employee has the right to challenge the result of the drug or alcohol test and any
discipline imposed in the same manner that he/she may grieve any other City action.
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e
Section 21.13. Association Weld Harmless
This drug and alcohol testing program was initiated at the request of the City. The City
assumes the sole responsibility for the administration of this Article and shall be solely
liable for any legal obligations and costs arising out of the provisions and/or application of
this collective bargaining agreement relating to drug and alcohol testing. The Association
shall be held harmless for the violation of any worker rights arising from the administration
of the drug and alcohol testing program.
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2
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Section 21 14 Consent for Sampling and Release of Information Form
CONSENT/RELEASE
Subject to my rights under Article 21 of the Collective Bargaining Agreement between the
Kent Police Officers Association and the City of Kent, 1 consent to the collection of a
urine/blood sample by and its
analysis by for those drugs specified in the
Collective Bargaining Agreement.
The laboratory administering the tests will be allowed to release the results to the City of
Kent only after the laboratory's results have been reviewed and interpreted by the Medical
Review Physician. The information provided to the employer shall be only whether the
tests were confirmed positive or were negative and not any other results of the test without
my written consent. The laboratory is not authorized to release the results of this test to
any other person without my written consent.
I understand I have the right to my complete test results and that the laboratory will
preserve the sample for at least six (6)months. I have the right to have this sample split
and a portion tested at a second laboratory of my choice at my expense in the event the
test results are confirmed positive.
l understand that the City is requiring me to submit to this test as a condition of my
employment and that alteration of the sample or failure to reasonably cooperate with the
collection of a urine/blood sample will result in disciplinary action by the City.
I understand that a confirmed positive test may result in a requirement that I undergo
rehabilitation.
By signing this consent form, I am not waiving any of my rights under any federal, state or
local law, statute, constitution,ordinance, administrative rule or regulation or common law
provision. I understand that I have the right to challenge any confirmed positive test result
and any Employer action based thereon by filing a grievance under the Collective
Bargaining Agreement.
Date Employee Signature
Witness
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v.
ARTICLE 22 - SAVINGS CLAUI
If any article of the agreement or any addenda hereto should be held invalid by operation of
law or by any tribunal of competent jurisdiction, or if compliance with or enforcement of any
article should be restrained by such tribunal,the remainder of the agreement and addenda
shall not be affected thereby and the parties shall enter immediate collective bargaining
negotiations for the purpose of arriving at a mutually satisfactory replacement of such
article.
ARTICLE 23 - ENTIRE AGREEMENT
The agreement expressed herein in writing constitutes the entire agreement between the
parties and no oral statement shall add to or supersede any of its provisions.
The parties acknowledge that each has had the unlimited right and opportunity to make
demands and proposals with respect to any matter deemed a proper subject for collective
bargaining. The results of the exercise of that right are set forth in this agreement.
Therefore, except as otherwise provided in the agreement, each voluntarily and without
qualification agrees to waive the right to oblige the other party to bargain with respect to
any subject or matter specifically covered by this agreement.
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ARTICLE 24 - TERM OF AGREEilltM
This Agreement shall become effective January 1, 2005, and shall remain in force until
December 31, 2007.
Signed this J5&day of 2004 at Kent, Washington.
CITY OF KENT KENT POLICE OFFICERS ASSOCIATION
Y
JiTN6ite,Wyor Rob Scholl, Association President
ByfL�7� BY —
ue Viseth Ran y Bo ne
Employee Services Director Negotiatio Team Memb
By (]AA BY 6Z
Anh Hoang J. Glenn Lowrey
Labor Relations Manager Negotiations Team Mem er
By 114-1
Chuck Miller, Deputy Chief of Police
Negotiations Team Member
By �/,�,�,r,�,��{�C<� lQ
Cami Eckhart
Negotiations Team Member
A
rn
Attest:
City Clerk
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