HomeMy WebLinkAbout09-005 - United Steelworkers - 2009-2012 Labor Agreement (Police Non-Commissioned Employees)Reference 09 -005
MEMORANDUM OF UNDERSTANDING
BETWEEN
CITY OF TUKWILA
AND
UNITED STEELWORKERS OF AMERICA
THIS MEMORANDUM OF UNDERSTANDING IS by and between the CITY OF
TUKWILA, WASHINGTON, hereinafter referred to as the "City and the UNITED
STEELWORKERS OF AMERICA, hereinafter referred to as the "Union
The Union through its labor agreement with the City has agreed to participate in the
City's established Health Reimbursement Arrangement/Voluntary Employees'
Beneficiary Association), hereinafter, referred to as an HRA/VEBA plan. An HRA
VEBA plan is a tax- free health reimbursement plan that reimburses out of pocket health
care cost for employees, spouses, and qualified dependents.
The Union has elected to contribute to their HRA/VEBA Plan/Steelworkers Plan as
follows:
1. MONTHLY CONTRIBUTION
The United Steelworkers Bargaining Group members have elected by majority vote to
make a monthly contribution that will be payroll deducted from their wages on a monthly
basis as follows:
Plan Year December 1, 2009
November 30, 2010
$25 per month
Plan Year December 1, 2010
November 30, 2011
$25 per month
Plan Year December 1, 2011
November 30, 2012
$25 per month
2. SICK LEAVE INCENTIVE
Employees who achieve and maintain a balance of 720 hours of sick leave, those sick
leave hours earned above the maximum accrual 720 hours (96 hours a calendar year)
shall be cashed out at 25% of the total value and will be put into their individual
HRA/VEBA plan account.
The method for accumulating, calculating and contributing the additional sick leave hours
shall be as follows:
Plan Year January 1, 2009 December 31. 2009 Twenty Five percent (25 value
of sick leave earned (96 hours) above the maximum accrual (720 hours) in each calendar
year (January 1 December 31) will be contributed into the bargaining group members
individual HRA/VEBA/Steelworkers Plan account during January, 2010 at the
employee's 2009 wage rate.
Plan Year January 1. 2010 December 31. 2010 Twenty Five percent (25 value
of sick leave earned (96 hours) above the maximum accrual (720 hours) in each calendar
year (January 1 December 31) will be contributed into the bargaining group members
individual HRA/VEBA/Steelworkers Plan account during January, 2011 at the
employee's 2010 wage rate.
Plan Year January 1.2011— December 31. 2011 Twenty Five percent (25 value
of sick leave earned (96 hours) above the maximum accrual (720 hours) in each calendar
year (January 1 December 31) will be contributed into the bargaining group members
individual HRANEBA/Steelworkers Plan account during January, 2012 at the
employee's 2011 wage rate.
3. PLAN REVIEW
It is agreed by both parties that a review of the HRA/VEBA /Steelworkers Plan shall be
conducted no later than the second quarter of the third year to make any changes effective
for December 1. Thereafter, the Plan design in its entirety shall be reviewed as needed,
but no more frequently than every three years.
CITY OF TUKWILA
St hanie Brown
Human Resources Director
UNITED STEEL, PAPER
MANUFACTURING, ENERGY,
ALLIED 1NDUSTRIAAL AND
SERVICE WORKERS INT'L UNION
U mes A. Woodward, Subdirector
Q JIf���Qvl
F,j
Ana Weichman, Unit Chair
Wendy Butterworth, Neg. Comm
09 -005
Council Approval 12/01/08
FINAL
TUKWILA POLICE NON COMMISSIONED
LABOR AGREEMENT
between the
CITY OF TUKWILA
and
UNITED STEELWORKERS
On Behalf of
Local 9241 (04)
Effective
January 1, 2009 December 31, 2012
2 of 4 Originals
Wkwilausw2009- 12Final 1
2009 -2012
TUKWILA POLICE NON COMMISSIONED
AGREEMENT
by and between
THE CITY OF TUKWILA
and
UNITED STEELWORKERS ON BEHALF OF LOCAL 9241
TABLE OF CONTENTS
ARTICLE TITLE PAGE
tukwilausw2009- 12Final 2
Table of Contents
2
Preamble
3
1
Recognition and Bargaining Unit
3
2
Union Membership and Dues Deduction
4
3
Working Out of Classification
6
4
Hours of Work
6
5
Salaries
8
6
Department Work Rules
9
7
Clothing Allowance
10
8
Sick Leave
12
9
Holidays
13
10
Education Allowance and Longevity Pay
14
11
Reserved for Future Use
15
12
Vacations
15
13
Pensions
17
14
Insurance
17
15
Disciplinary Procedures
19
16
Management Rights
20
17
Grievance Procedure
22
18
No Strike and No Lockout
24
19
Leaves
25
20
Savings Clause
26
21
Entire Agreement
26
22
Safety
26
23
Duration of Agreement
27
Schedule "A"
Wage Schedule
28
Memorandums of
Understanding
31
tukwilausw2009- 12Final 2
PREAMBLE
This mutual agreement has been entered into by the United Steelworkers, Paper and
Forestry, Rubber, Manufacturing, Energy, Allied Industrial and Service Workers
International Union, for and on behalf of Local 9241 (hereinafter referred to as "United
Steelworkers" or "Union and the City of Tukwila (hereinafter referred to as "City" or
"Employer The purpose of this Agreement is the promotion of harmonious relations
between the Union and the City; the establishment of equitable and peaceful procedures
for the resolution of differences; and the establishment of rates of pay, hours of work, and
other terms and conditions of employment.
ARTICLE I
RECOGNITION AND BARGAINING UNIT
SECTION 1. The City of Tukwila recognizes the United Steelworkers, AFL -CIO on
behalf of its members in Local Union 9241, as the exclusive bargaining representative of
the Police Department for all employees in positions listed in the Wage Schedule A;
provided that neither party waives its right to petition the Public Employment Relations
commission to add to or delete from the above list in accordance with established time
frames and procedures.
SECTION 2. There shall be no more than two (2) Union representatives designated to
act on behalf of members with regard to day -to -day administration of the Agreement.
For the purposes of negotiations with the Employer, the number of official
representatives of the Union shall be limited to three employees and one alternate, plus
representatives of the international union.
SECTION 3. Union Business. The Employer shall afford a Union officer (shop
steward) who is an employee in the bargaining unit a reasonable amount of time to meet
with appropriate administrator(s) and/or employee(s) with respect to the interpretation or
application of this Agreement; provided:
The Union officer shall give at least forty eight (48) hours notice to the Chief of Police or
designee prior to such meeting; the Union officer indicates the general purpose of the
meeting, i.e. issue to be discussed; the Employer is able to properly staff the employee(s)
job duties during the time period; the wage cost to the Employer is no greater than the
cost that would have been incurred had the Union officer not taken the time; the Union
official shall not transact such business while working on shift which in any way
interferes with the operation of the normal routine of City business.
Employees who are subpoenaed to appear as a fact witness during a Civil Service
Hearing, PERC hearing or labor mediation may be allowed to attend without loss of pay,
tukwilausw2009- 12Final 3
only during their testimony and only if travel out of the City is not involved. Otherwise,
the employee 's time off shall be charged to vacation or comp time.
Union officers may be granted unpaid leave for the purpose of attending union
conventions or seminars, provided that such request is made to the Employer with at least
seven (7) days written notice and that compliance with items 2 through 5 above shall be
secured by the Union officer.
For the purposes of Union business, the Union will notify the Employer in writing at least
annually as to its Union officer(s): name(s), address(es), and phone number(s).
ARTICLE 2
UNION MEMBERSHIP AND DUES DEDUCTION
SECTION 1. Membership in the Union is required within thirty (30) days of
employment, unless an exemption is granted for a bona fide reason per RCW 41.56.122.
All employees within the bargaining unit, unless exempted hired after the execution of
this Labor Agreement shall, as a term and condition of employment, join and continue
membership in the recognized bargaining association. Current employees who are Union
members shall continue their membership throughout the life of this Agreement.
In accordance with RCW 41.56.122, employees covered by this Agreement who, for
bona fide religious tenants or teachings of a church or religious body are forbidden from
joining a union, shall contribute an amount equivalent to regular monthly union dues to a
non religious charity or to another charitable organization mutually agreed upon by the
affected employee and the Union monthly instead of union dues. The employee shall
furnish written proof to the Union that such contribution has been made.
SECTION 2. It is the continuing policy and recognized obligation of the City and the
Union that the provisions of this Agreement shall be applied uniformly as required by
federal and state employment laws that prohibit discrimination based upon race, color,
religion, creed, national origin, handicap, sexual orientation, gender, or age, except where
gender or age is a bona fide occupational qualification.
All provisions of this Agreement shall apply equitably to all male and female employees.
Nothing in this clause shall restrict the Union from providing internal, Union sponsored
benefits to Union members only.
SECTION 3. Subject to the terms of this Agreement, —no more than two (2) official
representatives of the bargaining shall be given time off with pay to attend negotiation
sessions with the Employer during working hours, provided reasonable notification is
given and the time is mutually agreed upon. The Employer retains the right to restrict
such release time when an emergency exists or such release would create a danger to
public safety.
Wkwilausw2009- 12Final 4
SECTION 4. The following procedure shall be followed in the deduction of dues and
initiation fees for members of Local 9241 of the United Steelworkers.
The employer agrees to the deduction of monthly dues and initiation fees as designated
by the International Treasurer for those employees in the Unit who elect to become
members of the Union and who request in writing to have their regular monthly Union
dues checked off on the basis of individually signed voluntary check -off authorization
cards in the following form:
"Pursuant to this authorization and assignment, please deduct from my pay each month,
while I am in employment within the collective bargaining unit with the Employer,
monthly dues and (if owing by me) an initiation fee each as designated by the
International Treasurer of the Union, as my membership dues in said Union."
A copy of said deductions shall be forwarded to the Financial Secretary of the United
Steelworkers Local #9241.
"This assignment and authorization shall be effective and cannot be canceled for a period
of one (1) year from the date appearing above or until the termination of the current
collective bargaining agreement between the Employer and the Union, whichever occurs
sooner. I hereby voluntarily authorize you to continue the above authorization and
assignment in effect after the expiration of the shorter of the periods above specified; for
further successive periods of one (1) year from such date, I agree that this authorization
and assignment shall be come effective and cannot be canceled by me during any such
years, but that I may cancel and revoke by giving to the appropriate management
representative of the plant in which I am then employed, an individual written notice
signed by me and which shall be postmarked or received by the Employer within fifteen
days following the termination date of any collective bargaining agreement be between
the Employer and the Union covering my employment if such date shall occur within one
of such annual periods. Such notice of revocation shall become effective respecting the
dues for the month following the month in which such written notice is given; a copy of
any such notice will be give by me to the Financial Secretary of the local Union."
Each month, the Employer shall remit to the International Treasurer of the United
Steelworkers, at the address which they authorize for this purpose, all dues and fees
deducted together with a list of employees and the amount deducted from each employee.
The Union agrees to indemnify and hold the Employer harmless against any and all
claims, suits, orders or judgments brought or issued against the Employer as a result of
any action taken or not taken by the Employer under the provisions of this Article, unless
caused by the negligence of the Employer.
Wkwilausw2009- 12Final
ARTICLE 3 WORKING OUT OF CLASSIFICATION
Should any employee be required to act as supervisor, the employee shall be paid a
premium of five percent (5 of the employee's base rate of pay while so acting. It is
understood that assignments of supervisory duty will be made by the Chief of Police or
their designee.
In the absence of the Evidence Technician, the person designated by the Chief of Police,
or their designee, to perform the primary duties of the position will be paid a premium of
five percent (5 of the employee's base rate of pay while so acting.
ARTICLE 4 HOURS OF WORK
SECTION 1. This Article is intended to define the normal hours of work, to provide the
basis for calculation of overtime, and set forth the policy on compensatory time.
Compensation shall not be paid more than once for the same hours under any provision
of the Agreement.
SECTION 2. Hours of Work. The working hours for members affected by this
Agreement shall be the equivalent of forty hours (40) per week on an annualized basis,
exclusive of meal period. The normal schedule for employees shall be five (5) days
worked and two (2) days off during a seven (7) day period, except in the event of an
unusual occurrence, civil disorder or national disaster.
The normal working hours for members of the bargaining unit assigned to part-time
position(s) shall be twenty (20) hours per week on an annualized basis, exclusive of meal
period. The normal work schedule for part-time employees shall be established by the
Employer.
Full -time employees covered by this agreement may work alternative work schedules
with mutual agreement between the employee and the Employer, provided the Employer
may reassign the employee to the normal 5/2 work schedule at any time.
SECTION 3. Overtime. Except as otherwise provided in this Article, employees on
a five (5) day schedule shall be paid at the rate of time and one -half (1.5) for the first four
(4) hours in excess of eight (8) hours worked and beginning during the fifth (5th) hour in
excess of eight (8) hours worked at the rate of two (2) times their normal pay rate in one
(1) day, exclusive of lunch period. Thereafter, additional hours worked shall be at the
rate of two (2) times their normal pay rate, in one (1) work day, inclusive of lunch period.
Only one such payment shall be made for the same hours of work.
There shall be no pyramiding of overtime.
Wkwilausw2009- 12Final
Call Back., In the event that overtime is not an extension of a normal shift, the
minimum payment shall be for three (3) hours at the one and one -half (1.5) time rate.
Overtime for Court Annearance. In the event that court appearances are required
outside of regularly scheduled hours, the Employer shall attempt to schedule such
appearances on regularly scheduled days rather than on furlough days. Such appearances
outside of regularly scheduled hours which are not an extension of a normal shift shall be
compensated for a minimum of three (3) hours at the employee's time and one -half (1.5)
rate.
SECTION 4. Standby. The Employer and the Union agree that the use of standby time
shall be minimized consistent with sound law enforcement practices and the maintenance
of public safety. Standby assignments shall be for a fixed, pre determined period of time
not to exceed eight (8) hours. Employees formally placed on standby status shall be
compensated on the basis of four -(4) hours straight pay for eight (8) hours of standby or
fraction thereof. If the employee is actually called back to work, normal overtime rules
shall apply. Compensation for standby shall not be paid in addition to overtime
minimum pay.
On Call. Employees shall be compensated at the overtime rate for thirty (30)
minutes if they are required by the shift supervisor to be on call during their meal period.
"On call" is defined as being required to take a radio to lunch, or being required to stay in
the building during the meal period.
SECTION 5. Compensatory Time. Compensatory time is defined as time off granted an
employee as compensation for hours worked in addition to the employee's regularly
scheduled workday or workweek.
It is the responsibility of the employee to request compensatory time in lieu of overtime if
so desired. The Employer shall have discretion to determine whether compensatory time
is to be granted to the employee when compensatory time is requested by the employee in
lieu of overtime.
The granting of compensatory time in lieu of overtime will be at the rate of one and one-
half (1.5) for each overtime hour worked up to the 12th hour of continuous work.
Beginning at the 13th hour of continuous work the granting of compensatory time in lieu
of overtime will be at the rate of two (2) for each overtime hour worked.
Individual accrual of compensatory time in lieu of overtime shall not exceed fifty (50)
hours.
SECTION 6. Contacts Outside of Scheduled Work Hours,. The designated first contact
with an employee outside of scheduled work hours will be as assigned by the Chief of
Police, or the Chief's designee. If there is a need to make such off duty contact, the
employee shall be paid a minimum of fifteen (15) minutes for actual time required to
handle Employer business, and thereafter, in fifteen (15) minute increments. If a callback
tukwilausw2009- 12Final 7
to duty is required, compensation shall be governed by Section 3.A. above. The
minimum of fifteen (15) minutes will be paid at the overtime rat e and if a call -back to
duty is required, the fifteen (15) minutes of overtime shall be included in the
compensation paid at the overtime rate under Section 3.A.
SECTION 7. In the event the Mayor closes all or part of City facilities or operations in
the case of emergency or for safety reasons, employees will continue to maintain their
normal work schedule, unless specifically released from duty.
ARTICLE 5 SALARIES
SECTION 1. The Employer agrees to maintain salaries during the term of this
Agreement as set forth in Schedule A.
SECTION 2. This Agreement shall be opened for the purpose of negotiating salaries for
new classifications affecting employees in the bargaining unit. Such salaries shall
become effective upon the agreement of the parties. Nothing in this section shall
preclude the Employer from establishing new positions or classifications.
SECTION 3. A differential pay of sixty -five cents ($0.65) per hour above an
employee's regular pay scale shall be paid for all work regularly scheduled between the
hours of 1700 0700 (5:00 p.m. to 7:00 a.m.).
SECTION 4. Police Records Specialists assigned by the Chief of Police, or their
designee, the responsibility of training other Department personnel shall be paid a
differential pay of one dollar ($1.00) per hour (above their regular pay scale) for the
hours the Police Records Specialist is actually assigned by the Employer to train records
staff as part of their training program, or other Police Department staff in the front office
or evidence orientation as part of their field training program.
tukwilausw2009- 12Final
ARTICLE 6 DEPARTMENT WORK RULES
SECTION 1. Notification of Chanzes. The Employer agrees to notify the Union in
advance of changes affecting working conditions of any employee covered by this
Agreement and a conference in good faith shall be held thereon before such changes are
placed in effect.
SECTION 2. Work Rotation. The rotation of personnel between shifts shall be to
provide an adequate and efficient workforce at all times, as determined by the Employer.
SECTION 3. Personnel File. The personnel files are the property of the Employer. The
Employer agrees that the contents of the personnel files, including the personal
photographs, shall be confidential and shall restrict the use of the information in the files
to internal use by the Police Department. This provision shall not restrict such
information from becoming subject to due process by any court of administrative
tribunal. It is further agreed that information may be released to outside groups subject to
the approval of both the Employer and employee. Nothing in this section shall prevent an
employee from viewing their original personnel file in its entirety upon request. The
Chief of Police, or their designee, and City Administrator shall have access to the
individual personnel files in the normal course of their responsibilities. At the discretion
of the Chief of Police, or their designee, file material shall be released to another law
enforcement agency doing employment background upon proof of a signed release of the
individual in question.
Inspection of Pavers. The application and examination papers of a certified eligible shall
be available for inspection by the appointing authority, the Chief of Police and the
affected employee. Such papers shall also be made available to the elected or appointed
officers of the Union at the request of the affected employee.
Employees shall have the right to review any and all items placed in their personnel file
and shall have the right to request of the Chief of Police that any complaint to be
withdrawn. In the event that such complaint is not withdrawn if such a request is made,
the employee may invoke the provisions of Article 17. Except that no material shall be
removed from the file during that period of time that the employee is specifically named
in any civil litigation in their capacity as an employee which pre -dates or is relevant to
the litigation.
The Employer shall have the right to purge employee files from time to time as deemed
necessary, with all purged items being returned to the employee for their own disposition.
Wkwilausw2009- 12Final
ARTICLE 7 CLOTHING ALLOWANCE
SECTION 1. Uniformed Personnel shall receive a clothing allowance of $300.00 per
year.
Non Uniformed personnel shall receive a clothing allowance of $350.00 per year.
Each new employee will receive the full amount specified at the time of hire. During
January of the year following hire, the new employee will receive a uniform allowance in
a pro -rated amount.
SECTION 2. The purpose of such allowance for Uniformed Personnel is to clean and/or
repair any equipment or clothing required by the Employer that is not furnished by the
Employer.
The purpose of such allowance for Non Uniformed Personnel is to purchase, clean and/or
repair any Approved Business Attire.
The allowance shall be paid once annually to each employee on January 31 of the new
year, and is subject to a pro -rated deduction from the final pay check in the event an
employee does not serve the entire twelve (12) months for which such payment was made
with the exception of an employee who retires or expires, in which event no deduction
shall be made.
SECTION 3. Uniforms shall be replaced on a quartermaster system, as needed and as
approved by the Employer.
The City shall issue and maintain, if required by the position, a uniform badge for each
non commissioned new hire employee, to be maintained by the employee. The City shall
retain ownership of this item.
SECTION 4. In the event that the Employer should change the clothing that is required
by the Tukwila Police Department during the life of this Agreement, employees so
affected by such changes shall be reimbursed for the entire cost of one (1) issue of such
new clothing. Such reimbursement shall apply in the event that a change in clothing is
required for a continuous and full -time purpose. During a transition period to new
uniforms, the City and existing Union members shall work together on a suitable uniform
for the employee(s). The parties agree that employees under a quartermaster system shall
not be reimbursed for the cost of the uniform issued to the employee.
SECTION 5. "One (1) issue" of new clothing shall be based on the clothing required for
the position. Records Lead Specialist and Records Specialist add to Uniform 1 jacket
(lightweight) and 1 jacket (heavy weight).The City will determine the style and
specifications. Therefore, the primary duty attire for each position covered by this
Agreement is listed below:
tukwilausw2009- 12Final 10
Uniformed Personnel
Records Lead Specialist
Records Specialist
Service Transport Officer
Evidence Technician
Records Specialist (Assigned to Investigative Services Division
Non Uniformed Personnel Approved Business Attire
Community Policing Coordinator
Police Information Analyst
Domestic Violence Victims Advocate
"One (1) issue" of new clothing shall be defined as follows:
Records Lead Specialist and Records Specialist
5 Long sleeve or 5 short sleeve shirts, or any combination thereof
3 Pants
1 Lightweight Jacket (or sweater)
1 Heavyweight Jacket
Service Transport Officer
5 Long sleeve or 5 short sleeve shirts, or any combination thereof
1 Uniform jacket
3 Pants
2 Uniform ties of matching or coordinated color
tukwilausw2009- 12 Final 11
Evidence Technician
5 Long sleeve or 5 short sleeve shirts, or any combination thereof
3 Pants (long or short)
1 Jacket
2 Coveralls (1 Coverall for Evidence Technician Alternate)
ARTICLE 8 SICK LEAVE
SECTION 1. Employees shall be entitled to and awarded twenty -four (24) hours of sick
leave with pay upon date of employment with the Employer and, after the completion of
the third (3rd) month of continuous service, shall receive an additional eight (8) hours of
sick leave with pay per month to a maximum of seven hundred twenty (720) hours.
SECTION 2. Familv Sick Leave. Employees shall be allowed to use up to six (6) days
of sick leave per year to attend to the illness of immediate family members. "Immediate
family members" shall be defined as (a) a child of the employee with a health condition
that requires treatment or supervision; or (b) a spouse, parent, parent -in -law, or
grandparent of the employee who has a serious health condition.
SECTION 3. Separation of Employment. In the event an employee terminates their
employment, or such employment is terminated for any reason whatsoever with the
Employer prior to using their accumulated sick leave time, they shall be entitled to pay
equal to twenty -five percent (25 of the amount payable for any unused sick leave
unless terminated during the probationary period.
SECTION 4. Part -Time Emplovees.Sick leave benefits for regular part-time employees
will be pro rated, e.g. an employee regularly scheduled to work 30 hours per week will
receive 75% of sick leave benefits by regular full -time employees, i.e. employees
regularly scheduled to work 40 hours per week.
SECTION 5. Employees must achieve and maintain a balance of 720 hours (or more) of
sick leave in order to participate in the HRA/VEBA Plan. Sick leave hours earned above
720 hours (in any calendar year) shall be cashed out at 25% of accrual above 720 hours
into the City's HRA/VEBA Plan/Steelworkers' Plan. Such Plan document shall be
prepared as soon as practical to meet the intent of this Section. The City and the Union
will work together to develop the USW HRA/VEBA Plan.
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ARTICLE 9 HOLIDAYS
SECTION 1. Employees shall receive holidays in accordance with existing City
ordinances, at times which are mutually agreeable to both the Employer and the
employee.
Holidays Listed. The follo
January 1
Third Monday in January
Third Monday in February
Last Monday in May
July 4
wing are established as holidays:
New Year's Day
Martin Luther King's Birthday
President's Day
Memorial Day
Independence Day
First Monday In September
November 11
Fourth Thursday in November
Fourth Friday in November
December 25
Employee's choice
Method of Pavment:
Labor Day
Veteran's Day
Thanksgiving Day
Day after Thanksgiving
Christmas
Floating holiday
Unworked Holidays. Eligible employees shall receive the normal straight time pay for
unworked holidays taken in addition to their scheduled days off, those designated by City
ordinance, at their base rate in effect at the time the holidays occur, plus shift differential
pay, if applicable.
Unworked Holidays on Dav Off. Employees shall receive double the normal straight
time pay for unworked holidays which fall on a normally scheduled day off.
Worked Holidays. Employees who are required to work on holidays in accordance
with existing City ordinance shall receive the pay due them for the holiday plus time and
one -half their base rate for all hours worked on such holiday, plus shift differential, if
applicable. For purposes of computing holiday pay, employees shall be paid holiday pay
for the shift that begins on the holiday.
To qualify for overtime pay on holidays worked, employees covered by this Agreement
must have been on the payroll prior to the holiday and on pay status the normal workday
before and the normal workday after the holiday.
Should a holiday occur while an employee is on vacation, the employee shall be allowed
to take one extra day of vacation with pay in lieu of that holiday as such, subject to the
Chief of Police, or their designee's approval.
tukwilausw2009- 12Final 13
SECTION 2. Part-Time Employees. Holidays for regular part-time employees will be
pro- rated, e.g. an employee regularly scheduled to work 30 hours per week will receive
75% of holiday benefits received by regular full -time employees, i.e. employees regularly
scheduled to work 40 hours per week.
ARTICLE 10 EDUCATION ALLOWANCE AND
LONGEVITY PAY
SECTION 1. Education Incentive Pay. Any employee who has completed one (1)
year of service with the Tukwila Police Department and is holding an A.A. Degree or (2)
years of college (ninety credit hours) toward a Bachelor's Degree in an approved field of
study will be awarded an incentive pay allowance of I% of the employee's base pay per
month, which shall be adjusted by years of service with the City of Tukwila Police
Department pursuant to the Education/Longevity Chart set forth in Appendix "A
Section 2.
Any employee who has completed one (1) year of service with the Tukwila Police
Department and is holding a B.S. or B.A. Degree in an approved field of study will be
awarded an incentive pay allowance of 2% of the employee's base pay per month, which
shall be adjusted by years of service with the City of Tukwila Police Department pursuant
to the Education/Longevity Chart set forth in Appendix "A Section 2.
Any employee who has completed one (1) year of service with the Tukwila Police
Department and is holding a M.S. or M.A. in an approved field of study will be awarded
an incentive pay allowance of 3% of the employee's base pay per month, which shall be
adjusted by years of service with the City of Tukwila Police Department pursuant to the
Education/Longevity Chart set forth in Appendix "A Section 2.
Approved fields of study:
Law Enforcement
Sociology
Psychology
Public Administration
Business Administration
Political Science
Other work related fields of study subject to the approval of the Chief of Police
SECTION 2. Eligible employees must complete one (1) year of service with the
Tukwila Police Department before becoming eligible for any educational allowance.
tukwilausw2009- 12Final 14
SECTION 3. In Service Traininp- Agreements. Employees who are provided long-
term training (in excess of four consecutive weeks) as a result of an assignment can be
required, as a condition of assignment, to enter into a reimbursement agreement for costs
of specialized training. Reimbursement would be computed based upon term of
agreement which shall not exceed twenty -four (24) months (i.e., 1 /24th per month on a
24- month contract). Training costs will be estimated at the time the contract is
presented. Actual repayment will be based on actual or estimated costs, whichever is
lower.
SECTION 4. Longevity Pav Allowance. For employees not participating in the
Education Incentive Plan above, the following longevity pay is available as shown in
Appendix "A Section 2.
After 5 years
1% per month
After 10 years
2% per month
After 15 years
3% per month
After 20 years
4% per month
ARTICLE 11- RESERVED FOR FUTURE USE
ARTICLE 12 VACATIONS
SECTION 1. The following schedule shall govern with respect to vacations through
December 31, 2006:
Years of
Annual
Years of
Annual
Service
Vacation
Service
Vacation
Completed
Hours
Completed
Hours
0 -6 mos
48
7 -12 mos
48
12
160
2 years
96
13
160
3
96
14
176
4
96
15
176
5
112
16
176
6
120
17
176
7
128
18
176
8
128
19
176
9
136
20
176
10
136
21
176
11
152
22+ years
184
tukwilausw2009- 12Final 15
The following schedule shall govern with respect to vacations effective January 1, 2007:
Years of
Current
Service
Vacation
Completed
Hours
0 -6 mos
48
7 -12 mos
48
2 years
96
3
120
4
120
5
120
6
120
7
128
8
136
9
144
10
152
11
160
12
168
13
176
14
184
15+ years
192
SECTION 2. Annual vacation shall be subject to the following rules:
A. The minimum vacation allowance to be taken by an employee shall be in one (1) hour
increments.
B. Vacations shall be granted at such times that are mutually agreeable to both the
Employer and employee.
C. Temporary or intermittent employees who leave the employment of the City and later
are re- employed shall, for the purpose of this Article, commence their actual service with
the date of re- employment. For the purpose of this Article, "actual service" shall be
determined in the same manner as for salary purposes.
D. Maximum hours accumulation of vacation time shall not exceed that which is equal to
two (2) years total at the highest eligible rate.
E. On the death of an employee in active service, pay will be allowed for any vacation
earned in the preceding year and in the current year and not taken prior to the death of
such employee.
F. An employee granted an extended leave of absence, which includes the next
succeeding calendar year, shall be given pro -rated vacation earned in the current year
before being separated from the payroll.
Wkwilausw2009- 12Final 16
SECTION 3. Any City of Tukwila employee that is hired for a position covered by this
Agreement will transfer their previously accrued vacation balance to their new position.
SECTION 4. Part-Time Emplovees. Vacation leave benefits for regular part-time
employees will be pro- rated, e.g. an employee scheduled to work 30 hours per week will
receive 75% of vacation leave benefits received of regular full -time employees, i.e.,
employees regularly scheduled for 40 hours per week.
ARTICLE 13 PENSIONS
Pension benefits shall be received in accordance with the Public Employees Retirement
System (PERS) as currently in effect.
ARTICLE 14 INSURANCE
SECTION 1. Medical Insurance
A. Medical Insurance Except as otherwise provided in this Article, the Employer shall
contribute the premiums necessary to purchase medical care insurance for all full -time
employees and their dependents under the City of Tukwila's Self- Insured Medical Plan.
Such coverage shall not be less than that which existed under the Association of
Washington Cities Plan "A" in place October 1989; provided, however, except as agreed
to through mutual agreement of the parties.
B. Group Health For employees who elect medical coverage through Group Health
Cooperative, the Employer shall pay up to the maximum dollar amount contribution of
the Self- Insured Plan for employee and dependent coverage. Any premium amounts in
excess of the Employer's contribution shall be paid by the employee trough payroll
deduction. Coverage under the Group Health Plan shall be as determined by Group
Health Cooperative.
C. The Employer shall continue to pay the premium cost increases for medical coverage
under the Self Insured Medical Plan up to a maximum increase of ten percent (10 as
part of the economic package. In the event the monthly premiums increase more than the
agreed upon maximum percent in a year, the Employer or the Union have the right to
reopen the Agreement to negotiate changes in the Self- Insured Medical Plan benefit
levels so that the increase in premium costs does not exceed the maximum increase
agreed upon for that year. The Union agrees to accept reduction(s) in the maximum cap
the City of Tukwila Health Care Committee adopts during the term of this Agreement
(with a stop gap at 10
tukwilausw2009- 12Final 17
D. The Union agrees to participate on the City of Tukwila Healthcare Management
Committee, if constituted. The members of the Healthcare Management Committee shall
meet with City management and shall discuss and negotiate among the voting members
on recommendations to the City with regard to changes in the Self Insured Medical Plan
benefit levels so that the increase in premium costs do not exceed ten percent (10
SECTION 2. Dental. Dental Coverage will be maintained for all employees and their
dependents during the term of this Agreement under the City of Tukwila Self Insured
Dental Plan, or its replacement. All employees under this Agreement shall be required to
participate. The cost for such plan will be borne on the following basis: the Employer
will contribute one hundred percent (100 of the total premium for this coverage. Such
coverage shall not be less than that which exists under the AWC WDS Plan "A" in place
October 1989, except as provided under Section 6. of this Article.
SECTION 3. Optical Plan. Examination and eye glasses /contact lenses for all
employees and dependents covered under this Agreement will be paid for by the
Employer. The City shall provide coverage for eye examinations, vision, and optical care
to regular full -time employees and their dependents at the rate of $200 per person, to a
maximum of $400 per family unit, per year. All eyewear will be limited to a number one
(1) tint, except when another tint is prescribed by a medical examiner based on medical
necessity.
SECTION 4. Life Insurance. The Employer shall pay one hundred percent (100 of
the total premiums of all life insurance of the benefits of the employee covered under this
Agreement. The face value of said insurance policy shall be $25,000 and shall include
$25,000 dismemberment clause.
SECTION 5. Disabilitv Insurance. The Employer will pay the premiums for the Long
Term Disability (LTD) benefits plan provided by the Employer for bargaining unit
employees during the term of the Agreement.
SECTION 6. The City retains the right to select all insurance carriers or to self insure
coverage as provided herein.
SECTION 7. During the term of this Agreement, the City and the Union each reserve
the right to open negotiations in the event healthcare reform legislation mandates changes
unanticipated by the parties. The purpose of such negotiations shall be to reach
agreement on a mutually acceptable alternative medical option(s).
SECTION 8. Part-Time Emplovees. Insurance benefits for regular part-time
employees will be pro- rated, e.g. an employee regularly scheduled to work 30 hours per
week will receive 75% of insurance benefits received by regular full -time employees, i.e.
employees regularly scheduled to work 40 hours per week.
Wkwilausw2009- 12Final 18
Section 8. "Domestic partner" The City will extend dependent eligibility to an
employee's domestic partner and their dependent children, under the City's medical plans
(Self- Insured/Group Health). The City will provide benefit coverage to a domestic
partner of the same or opposite sex and dependent children on the same basis as provided
to a spouse and dependent children.
ARTICLE 15 DISCIPLINARY PROCEDURES
SECTION 1. The Employer retains the right to adopt rules for the operation of the
Tukwila 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 Employer has the right
to discipline, suspend or discharge any employees subject to the provisions published as
Administrative Policy, City Ordinances, City and State Civil Service Rules and
Regulations as they exist, and the terms of this Agreement.
SECTION 2. The following procedures shall apply to all employees during the
complaint and disciplinary process.
A "disciplinary interview" shall mean questioning by a person in authority over an
employee when the interviewer either knows or reasonably should know that the
questioning concerns a matter that could lead to suspension, demotion or termination, as
opposed to routine inquiries.
Every employee who becomes the subject of a disciplinary interview shall be advised, in
writing, a minimum of 48 hours prior to the time of the interview:
That they are suspected of committing a criminal offense or misconduct that could be
grounds for termination, suspension or demotion;
That they have the right to Union representation during the interview; and,
The general scope of the interview including the nature of the investigation in sufficient
detail.
Any employee who becomes the subject of a criminal investigation may have legal
Counsel present during all interviews. Nothing in this Agreement, however, shall be
deemed a waiver of an employee's right to Union representation. A criminal
investigation as used herein shall be interpreted as any action that could result in the
filing of a criminal charge.
In criminal matters, employees will either be ordered to answer questions or informed
that they are not required to answer the Employer's questions as a condition of
employment.
tukwilausw2009- 12Final 19
Employees shall be informed, in writing, as to whether they are witnesses or suspects
before any interview commences.
The employee or Employer may request that a disciplinary interview be recorded, either
mechanically or by a stenographer. There can be no "off the record" questions. Upon
request of the employee, the Employer shall provide an exact copy of any written
statement the employee has made and a copy of the employee 's taped/transcribed
interview.
Interviewing shall be completed within a reasonable time and shall be done under
circumstances devoid of intimidation or coercion. In all disciplinary interviews, the
employee shall be afforded an opportunity and facilities to consult privately with an
attorney of their own choosing, before being interviewed. Such opportunity to contact
and consult privately with a private attorney shall not unduly delay the disciplinary
interview. The employee shall be entitled to such reasonable intermissions, as they shall
request for personal necessities, meals, telephone calls and rest periods. The employee
may be represented by either a private attorney or the Union during the interview, but not
both.
All disciplinary interviews shall be limited in scope to activities, circumstances or events
that pertain to the employee's conduct or acts that may form the factual basis for
disciplinary action under one or more categories named above.
The employee will not be threatened with dismissal or other disciplinary punishment in
an attempt to obtain their resignation, nor shall they be subjected to abusive or offensive
language or intimidation in any manner. No promises or rewards shall be made as an
inducement to answer questions.
No employee shall be required to unwillingly submit to a polygraph test.
The investigation shall be completed in a reasonable amount of time in light of the
circumstances and the discipline shall be imposed within a reasonable amount of time
after the conclusion of the interview.
Should any section, sub section, 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.
ARTICLE 16 MANAGEMENT RIGHTS
SECTION 1. The Union recognizes the prerogatives of the Employer to operate and
manage its affairs in accordance with its responsibilities and powers of authority.
SECTION 2. The Employer has the right to schedule overtime work as required in a
manner most advantageous to the Department and consistent with requirements of
municipal employment and the public safety.
Wkwilausw2009- 12Final 20
SECTION 3. It is understood by the parties that every incidental duty connected with
operations enumerated in job descriptions is not always specifically described.
SECTION 4. The Employer reserves the right to discharge or discipline an employee for
just cause. The Employer reserves the right to lay off personnel for lack of work or
funds, or for the occurrence of conditions beyond the control of the Employer, or when
such continuation of work would be wasteful and unproductive. The Employer shall
have the right to determine reasonable schedules of work and to establish the methods
and processes by which such work is performed in accordance with Article IV of this
Agreement.
Should the City decide that it is necessary to make changes in the normal work schedule
(6 -3, 5 -2), the City will submit the proposed change and reasons therefore to the local
Union prior to the implementation of such change. The Union committee will not
arbitrarily object to such change. In the event the City implements the schedule change
over the objection of the Union committee and employees affected, the Union shall retain
the right to submit its objections and reasons therefor to the Grievance Procedure, Article
17, as to the necessity for such change.
SECTION 5. No polices or procedures covered in this Agreement shall be construed as
delegating to others or as reducing or abridging any of the authority conferred on City
Officials as defined in the following:
The Ordinance responsibility of the Mayor as Chief Executive Officer of the City for
enforcing the laws of the State and the City, passing upon Ordinances adopted by the City
Council, recommending an annual budget, or directing the proper performance of all
executive departments.
The responsibility of the City Council for the enactment of Ordinances, the appropriation
of monies and final determination of employee's compensation.
The responsibility of the Civil Service Commission, as provided by ordinance, for
establishing rules, certifying registers and the reviewing of appointments in the police
service.
The responsibility of the Chief of Police and their delegates governed by Ordinance, Civil
Service rules and Departmental rules, and as provided for in this Agreement, as follows:
To recruit, assign, transfer, or promote members to positions within the Department.
To take disciplinary action against members for just cause.
To relieve members from duties because of lack of work, lack of funds or for disciplinary
reasons.
Wkwilausw2009- 12Final 21
To determine methods, means, and personnel necessary for Tukwila Police Department
operations.
To control the Tukwila Police Department budget.
To take whatever actions are necessary in emergencies in order to assure the proper
functioning of the Tukwila Police Department.
ARTICLE 17 GRIEVANCE PROCEDURE
A "grievance" means a claim or dispute by an employee with respect to the interpretation
or application of the provisions of this Agreement. It is specifically understood that any
matters governed by Civil Service Rules or statutory provisions shall not be considered
grievances and subject to the grievance procedure hereinafter set forth (except Union
security provisions, which shall be governed by Article 20).
Issues of interpretation or application of the provisions of this Agreement not appealable
to the Civil Service Commission shall be processed through the grievance procedure and
shall constitute a waiver of the right to address the same issue in any other forum.
PRE GRIEVANCE PROCEDURE
Step 1: An employee having a grievance complaint must contact their immediate
supervisor within ten (10) working days of its alleged occurrence. The supervisor shall
attempt to resolve the complaint within five (5) working days after it is presented to
them.
Step 2: If the employee is not satisfied with the solution of their immediate
supervisor, then within ten (10) working days they may request that their complaint be
forwarded up the chain of command for a solution and that the employee shall receive an
answer to their complaint within ten (10) working days.
Step 3: If the Employee is not satisfied with the solution, then they may, within
ten (10) working days, present their complaint to their Union grievance committee who
shall review the complaint and decide whether the complaint will be drafted into a formal
written grievance.
FORMAL GRIEVANCE PROCEDURE
Step 1: Upon receiving an employee's grievance complaint and deciding that a
formal written grievance will be drafted, the grievance committee shall present a written
grievance to the Chief of Police within ten (10) working days of receipt of the
employee's complaint. The grievance shall include section(s) of the Agreement allegedly
violated, facts of the case, and remedy sought. The Chief of Police shall attempt to
resolve the grievance within ten (10) working days after it is presented to them.
tukwilausw2009- 12Final 22
Step 2: If the employee is not satisfied with the solution by the Chief of Police,
the written grievance, along with all other pertinent materials, may be presented to the
Mayor or their designee by the Union President or their designee within ten (10) working
days. The Mayor or their designee shall attempt to resolve the grievance within ten (10)
working days after it is presented to them.
Step 3: If the grievance is not resolved by the Mayor, or their designee, and the
Union desires to proceed further, the grievance shall be referred to arbitration. In any
case, the Union shall notify the City, in writing, within fifteen (15) working days after
receiving the Mayor' s answer whether the Union desires to proceed further. Any appeal
of a grievance to arbitration not made in writing by the Union within fifteen (15) days
after the Mayor's, or their designee's answer shall be considered resolved.
Step 4: In the event that arbitration is invoked, and if within five (5) working days
the Employer and the Union cannot mutually agree upon an arbitrator, then the parties
will choose from the following list of individuals who are qualified to act as arbitrators
and the parties hereto shall mutually agree upon one (1) arbitrator for the dispute.
Gary Axon
Thomas Levak
Carol Teather
Dustin McCreary
Eric Lindauer
In the event one or more of the listed arbitrators are unable to serve, the parties will meet
to select a mutually acceptable replacement.
If the parties cannot agree on the selection of a single arbitrator from the names listed
above, then each party shall strike from that list one (1) name until there is only one (1)
name remaining on the list, and this individual shall constitute the arbitrator.
It shall be the function of the arbitrator to hold a hearing at which the parties may submit
their cases concerning the grievance. The arbitrator shall render their decision based on
the interpretation and application of the provisions of the Agreement within thirty (30)
days after such hearing. The decision shall be in writing together with specific facts. The
decision shall be final and binding upon the parties to the grievance.
The arbitrator shall have no right to amend, modify, nullify, ignore, add to, or subtract
from the provisions of this Agreement. The arbitrator shall consider and decide only the
question of fact as to whether there has been a violation, misinterpretation or
misapplication of the provisions of this Agreement. The arbitrator shall have no authority
to make a decision on any issue not so submitted or raised. The arbitrator's decision shall
be final and binding upon the parties to the grievance. The City, the Union and any
bargaining unit member shall not have a right to bypass the arbitration provisions of this
Agreement and resort to litigation or any other forum to appeal a grievance based on
rights under this Agreement.
tukwilausw2009- 12Final 23
Expenses incurred by the arbitrator shall be paid equally by both parties. Otherwise, each
parry shall be responsible for paying any costs of presenting its own case, including
attorneys' fees and witnesses.
Neither the arbitrator nor any other person or persons involved in the grievance procedure
shall have the power to negotiate new agreements or change any of the present provisions
of this Agreement.
The City of Tukwila and the Union agree that employment shall be consistent with
applicable State and Federal laws regarding discrimination.
If a grievance is not presented by the employee or the Union within the time limits set
forth above, it shall be considered "waived" and not be further pursued by the employee
or the Union. Time limits may be extended by mutual agreement of both parties. The
parry requiring additional time shall specify in writing the extension period needed. If a
grievance is not appealed to the next step within the specific time limit or any agreed
upon extension thereof, it shall be considered settled on the basis of the City's last
answer.
If the City does not answer a grievance or an appeal thereof within the specified time
limits, the aggrieved employee and/or Union may elect to treat the grievance as denied at
that step and immediately appeal the grievance to the next step. The term "employee" for
the purpose of this Article may mean the employee accompanied by their Union
representative if they so desire.
NOTE: For the purpose of this Article, "working days" refers to Monday through Friday,
excluding holidays.
Litigation or any other contest of any subject matter involving an employee or the Union
in any court or other available forum shall constitute an election of remedies and a waiver
of the right to arbitrate the matter.
ARTICLE 18 NO STRIKE AND NO LOCKOUT
SECTION 1. No Strike. During the life of this Agreement, neither the Union nor
any officer, agent, or employee will instigate, promote, sponsor, engage in, or condone
any strike (including sympathy strike), slowdown, concerted stoppage of work, or "sick
outs."
SECTION 2. No Lockout. During the term of this Agreement, the City will not
instigate a lockout over a dispute with the Union so long as there is no breach of Section
1.
Wkwilausw2009- 12Final 24
SECTION 3. Union Official Responsibility. Each employee who holds the
position of officer or steward or committeeman of the local Union occupies a position of
special trust and responsibility in maintaining and bringing about compliance with the
provisions of this Article. In the event of a violation of Section 1 of this Article, the
Union agrees to inform its members of their obligations under this Agreement, and to
direct them to return to work.
ARTICLE 19 LEAVES
SECTION 1. Discretionary Leaves. The City may, at its discretion, grant a leave of
absence under this subsection, except for illness, injury, or pregnancy, to any bargaining
unit employee for good and sufficient reason. The City shall, at its discretion, set the
terms and conditions of the leave, including whether or not the leave is to be with pay.
SECTION 2. Military Leave. Military leave shall be granted in accordance with
applicable law.
SECTION 3. Jury Leave. Full -time employees covered by this Agreement who are
required to serve on a jury shall sign their jury duty checks over to the City. The City
shall compensate such employees at their regular rate of pay, for each hour actually spent
on jury duty up to the number of hours regularly scheduled on that work day.
SECTION 4. Funeral Leave. An employee who has a member of his /her immediate
family taken by death or who has been notified by a physician in attendance of imminent
death may request to use up to fifty -six hours of leave of absence with pay. Immediate
family shall be defined as: spouse, domestic. partner, mother, father, mother -in -law,
father -in law, children (including domestic partner's children in compliance with City
Policy Procedure #02- 02 -14), brother, sister, son -in -law, daughter -in -law, brother -in-
law, sister -in -law, grandparents, and grandchildren and any person acting in the capacity
of a parent to the employee as a child (applying "in loco parentis" doctrine).
SECTION 5. Emr)lovment Elsewhere. A leave of absence will not be granted to enable
an employee to try for or accept employment elsewhere or for self employment without
the expressed written consent of the Chief of Police.
SECTION 6. Part-Time Employees. Leaves benefits for regular part-time employees
will be pro- rated, e.g. an employee regularly scheduled to work 30 hours per week will
receive 75% of leaves benefits received by regular full -time employees, i.e. employees
regularly scheduled to work 40 hours per week.
Wkwilausw2009- 12Final 25
ARTICLE 20 SAVINGS CLAUSE
SECTION 1. If any article of this 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 reminder of
this Agreement and addenda shall not be affected thereby and the parties shall enter
immediate collective bargaining negotiations for the purpose of arriving at a mutual
satisfactory replacement of such article.
SECTION 2. If any provisions of this Agreement are found by a court of competent
jurisdiction to be in conflict with current Civil Service Rules and regulations, the letter
shall prevail except in Union security provisions, in which case, the provisions of Article
20 shall prevail. The Employer agrees that in the event that any provision of Civil
Service Rules and Regulations are suspended, abolished or modified, collective
bargaining shall proceed immediately with respect to any items what as a result of such
change may come within the discretion of the Employer, and the results of such
bargaining shall be made a part of this Agreement.
ARTICLE 21- ENTIRE AGREEMENT
SECTION 1. The Agreement expressed herein in writing constitutes the entire
Agreement between the parties, and no oral statement shall add to or supercede any of its
provisions.
SECTION 2. 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 this Agreement, the
Employer and the Union, for the duration of this Agreement, each voluntarily and
unqualifiedly agree to waive the right to oblige the other party to bargain with respect to
any subject or matter not specifically referred to or covered in this Agreement.
ARTICLE 22 SAFETY
The Union and the City agree that the physical fitness of Union members is important to
their health and safety. The City and the Union will both support and encourage
employees to be physically active and to be involved in a personal program of regular
exercise.
tukwilausw2009- 12Final 26
ARTICLE 23
DURATION OF AGREEMENT
Unless otherwise provided herein, this Agreement shall become effective on January 1,
2009. It shall remain in force until December 31, 2012.
When there is a conflict between any collective bargaining agreement reached by an
employer and a bargaining representative on a Union security provision and any charter,
ordinance, rule or regulation adopted by the public employer or its agents, including but
not limited to a civil service commission, the terms of the collective bargaining
Agreement shall prevail.
CITY OF TUKWILA
i Haggertozor
UNITED STEEL, PAPER,
MANUFACTURING, ENERGY,
ALLIED INDUSTRIAL AND
SERVICE WORKERS INT'L UNION
AU vfVV/ C/6 V)
Leo W Gerard, E h Int'I P�esident
J nglis, t'1 Sec- Treas.
Thomas M. Conway, Int'l VP
(Ad ims do
Fred Redmond, Int'1 VP (Human
Affairs)
U AA
C _I.cjTy L. Bond Director —Dist.
A ood "w� d, SIarliirec
A
Wendy Br'itterworth, Neg. Comm.
tukwilausw2009- 12Final 27
WAGE SCHEDULE A
POLICE NON COMMISSIONED
AGREEMENT
UNITED STEELWORKERS
AND
THE CITY OF TUKWILA
SECTION 1 Wasze Adiustments
For 2009: Effective January 1, 2009, the wage schedule in effect for bargaining unit
positions on December 31, 2008, shall be increased by 4.25 after a $35 per month
market adjustment is applied to the top step of the positions of Police Information
Analyst, Records Specialist and Domestic Violence Advocate.
For 2010: Effective January 1, 2010, the wage schedule in effect for bargaining unit
positions on December 31, 2009, shall be increased by 3.25 after a $35 per month
market adjustment is applied to the top step of the positions of Police Information
Analyst, Records Specialist and Domestic Violence Advocate.
For 2011: Effective January 1, 2011, the wage schedule in effect for bargaining unit
positions on December 31, 2010, shall be increased by 3.25 after a $30 per month
market adjustment is applied to the top step of the positions of Police Information
Analyst, Records Specialist and Domestic Violence Advocate.
For 2012: Effective January 1, 2012, the wage schedule in effect for bargaining unit
positions on December 31, 2011, shall be increased by 90% of the change in the CPI -W
for the Seattle- Tacoma Bremerton Area. The minimum adjustment shall be 3.0 The
maximum adjustment shall be 4.5 No market adjustments shall be made for contract
year 2012.
SECTION 2. Education Incentive /Longevity Pay Chart
Reference Article 10.
The above chart shows agreed upon matrix.
The shaded boxes reflect changes from the 2006 -08 contract.
0 -1
10 15
20
Year
1 Year
2 years
3 Years
5 Years
Years Years
Years
No
Degree
0
0
0
0
1%
2% 3%
4%
AA/AS
I 0
1
1
I 1
4% j
BA/BS
I 0
2%
2%
2%
I :3% I
4%
I 4%
4%
MA
I 0
3%
3%
I 3%
I u4 �r; °4% I -4% xe''
4% Il
The above chart shows agreed upon matrix.
The shaded boxes reflect changes from the 2006 -08 contract.
The 2009 -2012 Wage Schedule
Position Classification
2009
2010
2011
4.25%
3.25%
3.25%
Records /Probation- 00 -12m
3345
3454
3566
Records Specialist III- 13 -24m
3507
3621
3739
Records Specialist II- 25 -36m
3681
3801
3924
Records Specialist 1- 37 -60m
3859
3985
4114
Records Specialist -61 +m
4074
4243
4411
Records Lead /Probation- 00 -12m
3697
3817
3941
Records Lead Specialist III- 13- 24m3879
4005
4135
Records Lead Specialist II -25 -36m 4071
4203
4340
Records Lead Specialist 1- 37 -60m
4270
4409
4552
Records Lead Specialist -61 +m
4568
4717
4870
STO /Probation- 00 -12m
3889
4015
4145
STO111-13 -24m
4086
4218
4355
STO11-25 -36m
4289
4428
4572
STO1- 37 -60m
4502
4648
4799
STO -61 +m
4618
4768
4923
Evid Tech Probation- 00 -12m
3889
4015
4145
Evid Tech III -13 -24m
4086
4218
4355
Evid Tech II -25 -36m
4289
4428
4572
Evid Tech 1- 37 -60m
4502
4648
4799
Evid Tech -61 +m
4672
4824
4981
Community Policing- 00 -12m
4987
5149
5317
CPC 111-13 -24m
5234
5405
5580
CPC 11-25 -36m
5496
5675
5859
CPC 1 -37 +m
5771
5959
6153
Police Information- 00 -12m
4407
4550
4698
PIA III -13 -24m
4528
4675
4827
PIA 11 -25 -36m
4859
5017
5180
PIA 1- 37 -60m
5353
5563
5775
DV Advocate /Probation- 00 -12m
3925
4053
4184
DV Advocate III -13 -24m
4122
4256
4394
DV Advocate 11 -25 -36m
4328
4469
4614
DV Advocate 1- 37 -60m
4544
4692
4844
DV Advocate -61 +m
4808
5000
5194
2012
90% CPI -W
Min. 3.0%
Max. 4.5%