HomeMy WebLinkAboutReg 2022-03-07 Item 5C - Labor Agreement - 2022-2024 Collective Bargaining Agreement with Tukwila Police Officers GuildCOUNCIL AGENDA SYNOPSIS
----------------------------------Initials--------------------------------- ITEM NO.
Meeting Date Prepared by M or 's revieav Council revieav
3/7/22 AY
5.C.
ITEM INFORMATION
STAFF SPONSOR: RACHEL BIANCHI
ORIGINAL AGENDA DATE: 3/7/22
AGENDA ITEM TITLE Tukwila Police Officers Guild Labor Agreement 2022-2024
CATEGORY ❑ Discussion
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® Motion
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❑ Resolution
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❑ Ordinance
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❑ BidAward
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❑ Pubhc Heating
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ther
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SPONSOR ❑ Council ❑ Mayor ® Admin Svcs ❑ DCD ❑ Finance ❑ Fire ❑ P&R ❑ Police ❑ PV
SPONSOR'S Tukwila Police Officers Guild Labor Agreement 2022-2024
SUMMARY
REVIEWED BY ❑ Trans&Infrastructure Svcs ❑ Community Svcs/Safety ❑ Finance & Governance ❑ Planning & Community Dev.
❑ LTAC ❑ Arts Comm. ❑ Parks Comm. ❑ Planning Comm.
DATE: COMMITTEE CHAIR:
RECOMMENDATIONS:
SPONSOR/ADMIN.
COMMITTEE
COST IMPACT / FUND SOURCE
EXPENDITURE REQUIRED AMOUNT BUDGETED APPROPRIATION REQUIRED
Fund Source:
Comments.
MTG. DATE
RECORD OF COUNCIL ACTION
3/7/22
MTG. DATE
ATTACHMENTS
3/7/22
Tukwila Police Officers Guild Labor Agreement 2022-2024
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TUKWILA POLICE -COMMISSIONED
LABOR AGREEMENT
between the CITY OF TUKWILA
and the
TUKWILA POLICE OFFICERS' GUILD
Effective
2022-2024
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Table of Contents
ARTICLE 1 - RECOGNITION AND BARGAINING UNIT ...............................................
3
ARTICLE 2 - GUILD MEMBERSHIP AND DUES DEDUCTION ....................................
4
ARTICLE 3 - WORKING OUT OF CLASSIFICATION...................................................
4
ARTICLE 4 - HOURS OF WORK...................................................................................
4
ARTICLE 5 - SALARIES..............................................................................................
15
ARTICLE 6 - PREMIUM PAY.......................................................................................
15
ARTICLE 7 - DEPARTMENT WORK RULES..............................................................
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ARTICLE 8 - CLOTHING/EQUIPMENT........................................................................
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ARTICLE 9 - SICK LEAVE...........................................................................................
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ARTICLE 11 - EDUCATION ALLOWANCE.................................................................
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ARTICLE 12 - MASTER POLICE OFFICER PLAN ......................................................
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ARTICLE 13 - SENIORITY...........................................................................................
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ARTICLE 14 -VACATIONS .........................................................................................
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ARTICLE 15 - PENSIONS............................................................................................
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ARTICLE 16 - MEDICAL COVERAGE.........................................................................
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ARTICLE 17- PROBATIONARY PERIOD....................................................................
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ARTICLE 18 - DISCIPLINARY PROCEDURES...........................................................
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ARTICLE 19 - MANAGEMENT RIGHTS......................................................................
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ARTICLE 20 - GRIEVANCE PROCEDURE.................................................................
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ARTICLE 21 - NO STRIKE...........................................................................................
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ARTICLE 22 - LEAVES................................................................................................
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ARTICLE 23 - INDEMNIFICATION...............................................................................
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ARTICLE 24 - SAVINGS CLAUSE...............................................................................
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ARTICLE 25 - ENTIRE AGREEMENT..........................................................................
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ARTICLE 26 - SAFETY................................................................................................
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ARTICLE 27 - DURATION OF AGREEMENT..............................................................
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APPENDIX "A" -WAGE SCHEDULES 2022-2024 .................................................
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APPENDIX "B" - MPO SCHEDULE............................................................................
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PREAMBLE
This mutual agreement has been entered into by the Tukwila Police Officers' Guild
(hereinafter referred to as "Guild"), 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 Guild 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 1 - RECOGNITION AND BARGAINING UNIT
SECTION 1.1 Guild. The City of Tukwila recognizes the Guild as the exclusive
bargaining representative of the Police Department for all employees in positions
certified by the PERC as being within the Guild's bargaining unit; 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 1.2 Negotiations Sessions. Employees who serve on the Guild
negotiations committee shall be allowed time off from duty with pay to attend negotiation
sessions with the Employer during working hours, provided prior notification is given to
the Chief, or his designee, and the time is mutually agreed upon. For the purposes of
negotiations with the Employer, the number of official representatives of the Guild shall
be limited to four members.
SECTION 1.3 Guild Business. The City shall afford Guild representatives a
reasonable amount of time while on -duty status to consult with appropriate
management and/or aggrieved employees, provided that the Guild representatives
and/or aggrieved employees contact their immediate supervisors, indicate the general
nature of the business to be conducted, and request necessary time without
interference with assigned duties. Employees who are subpoenaed to appear as fact
witnesses during a Civil Service Hearing, PERC hearing or Labor arbitration may be
allowed to attend without loss of pay, only during their testimony. For purposes of Guild
business with Employer, the Guild will notify the Employer as to its official
representative(s).
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ARTICLE 2 - GUILD MEMBERSHIP AND DUES DEDUCTION
SECTION 2.1 Dues Deduction. Upon receipt of written authorization individually
signed by a bargaining unit member, the City shall deduct from the pay of such
member, the amount of dues as certified by an officer of the signatory organization and
transmit the amount to the Guild in a timely manner. The Guild 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.
ARTICLE 3 - WORKING OUT OF CLASSIFICATION
SECTION 3.1 Sergeant. The Employer agrees that it is in the best interest of the
City that each unit/shift should normally have a sergeant or acting sergeant on duty.
Therefore, should any employee be required to act as sergeant for more than two
hours, he/she shall be paid a premium of seven percent (7%) of the employee's base
rate of pay per hour back to the first hour. Additionally, an employee eligible for
premium pay pursuant to Article 6 of this Agreement at the time he/she is required to act
as a sergeant shall continue to be paid such premium pay during the assignment. It is
understood that assignments of supervisory duty will be made by the Chief of Police or
his/her designee.
ARTICLE 4 - HOURS OF WORK
SECTION 4.1 GENERALLY. This Article is intended to define the normal hours of
work, to provide the basis for calculation of overtime, and to 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. For the purposes of FLSA compliance, the
Employer reserves the right to maintain and modify, as necessary, work period
designations for different shifts in accordance with FLSA 207(k). For example, this
includes different work periods for different shifts (e.g., a 28 -day work period for
employees on a 5-2 or 4-10 or 12 hour work schedules, and a 27 -day work period for
employees on a 6-3 hour work schedule).
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SECTION 4.2 SCHEDULES.
A. Hours of Work
Patrol Division - 12 -Hour Work Schedule
Such schedule shall be three (3) consecutive twelve (12) hour days
worked followed by four (4) consecutive days off followed by four (4)
consecutive twelve (12) hour days worked followed by three (3)
consecutive days off during each fourteen (14) day period. The FLSA work
period shall be 28 days.
2. Non -Patrol Schedule
The work schedule for Guild employees assigned to non -patrol work,
except the School Resources Officer, will be the equivalent of forty (40)
hours per week on an annualized basis and the normal work hours shall
be four (4) consecutive ten (10) hour days worked followed by three (3)
consecutive days off during each seven day work period.
3. The School Resource Officer's normal work hours will be the
equivalent of forty (40) hours per week on an annualized basis and will be
five (5) consecutive eight (8) hour days worked followed by two (2)
consecutive days off during each seven-day work period.
4. The Crime Prevention Team's schedule shall be four (4)
consecutive ten (10) hour days worked followed by three (3) consecutive
days off during each seven (7) day period. The FLSA work period shall be
28 days.
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Schedules shall be inclusive of the meal period. Officers assigned to
Patrol on 12 -hour shifts will be allowed to take rest or meal breaks, duties
permitting, as two 30 -minute meal breaks and two fifteen -minute rest
breaks. The meal and rest breaks shall be spaced over the course of a
shift and breaks cannot be combined without prior authorization from the
shift supervisor.
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All Officers, other than Patrol Officers, will be allowed a 30- minute meal
break and two fifteen -minute breaks. Breaks may be combined with prior
authorization from the shift supervisor. While on either meal break or rest
break, such Officers may be subject to call for service.
B. Staffing
The following policy will be adhered to except when the unusual
occurrences create increased staffing needs (e.g., civil disorder, national
disaster, holiday, significant event, etc.)
1. Staffing levels
The Chief agrees to discuss any staff configuration changes with the Guild
prior to making any long-term adjustments in staffing levels. The Guild
recognizes the ultimate right of the Chief to adjust staff levels within the
department.
2. Staffing Administration
Current on duty staffing levels for patrol on each shift is one (1) supervisor
and six (6) officers up to two (2) hours prior to the shift, with the following
exceptions:
a. During the two (2) vacation bids that occur in conjunction with
the shift bids twice a year, the City will allow vacation requests
down to one (1) supervisor and five (5) officers on each on -duty
patrol squad.
b. One (1) officer assigned to the patrol division will be allowed to
be on vacation during each shift even if it results in the payment
of overtime. Consideration will be given to allowing additional
officers off on vacation each shift based on staffing need.
With regard to "unusual occurrences", where practical, the Chief shall
provide these dates prior to the twice per year vacation bid. The holidays
specified herein are the Day after Christmas, the Day after Thanksgiving,
the 4th of July and New Year's Eve. The significant events referenced
herein are those events on any given day that may reasonably be
expected to threaten public safety if staffing levels are not increased as
determined by the Chief or his designee.
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C. Shift Changes Between Officers
Shift changes between officers shall be subject to the approval of the
Chief, or his designee.
D. Forty Hour Scheduled Trainings on Schedule Prior to Vacation Bid.
Trainings of forty hours or more where all the hours occur within seven
consecutive calendar days (actual training time; travel time not included)
that are scheduled prior to shift bidding may be placed in the schedule
prior to the vacation bid opening for vacation bids.
SECTION 4.3 Dog Handler(s). Dog Handlers will be assigned a twelve
(12) hour shift and be compensated an average 40 minutes straight time per day (which
the parties agree is a reasonable approximation of time spent) to compensate for
bathing, training, procuring food, supplies (e.g., prescriptions), grooming, feeding,
cleaning up after the dog (e.g., the dog's kennel), K-9 car, exercising the dog and similar
activities performed by K-9 officers. When feasible, dog handler(s) will be released forty
(40) minutes prior to the end of their scheduled shift, unless the Chief (or his designee)
otherwise requires the employee to stay. If the Chief (or his designee) requires the
employee to stay, overtime shall be paid commencing at the end of the employee's
regularly scheduled shift, but the average forty (40) minutes shall be paid at the
applicable overtime rate. Employees will either flex their start time or receive overtime
for scheduled veterinary appointments by agreement between the employee and the
Chief or his/her designee. The Employer retains the right to modify the dog handler's
duty shift to offset compensation of time spent that is unique to the dog handler duties
(to accommodate the 40 minutes per day). Except when the officer is on paid leave,
time spent during the dog handler's off duty days will be compensated at the employee's
regular rate of pay or overtime pay when required by FLSA. If an officer is on paid leave
(e.g., comp time, vacation, sick leave), the amount of such leave charged to the
employee that day shall be reduced by 40 minutes.
At minimum, it is expected that dog handler(s) shall perform the following duties relative
to their assigned dog during the course of their duty shift:
-exercise
-training
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Dog Handlers will not be compensated for time transporting the dog to and from the
workplace. Compensation for dog handling duties shall cease during period(s) the dog
is under the care and custody of someone else. Also, officers caring for another officer's
dog during a vacation period shall not receive additional compensation therefore.
SECTION 4.4 Overtime. Except as otherwise provided in this Article:
A. Overtime Pay.
All Officers other than Patrol Officers shall be paid at the rate of time and
one-half his/her regular rate of pay for the first three (3) hours in excess of
their regularly assigned schedule and beginning the fourth (4th) hour at
the rate of two (2) times his/her regular pay rate in one day.
B. Patrol Officers shall be paid at the rate of time and one-half his/her regular
rate of pay for all hours in excess of their regularly assigned schedule up
to the 14th hour and beginning with the 14th hour at the rate of two (2)
times his/her regular pay rate in one day. However, employees who are
granted the Rest Period provision in Section 4AD1 or 4.913 will be
compensated at the rate of time and one-half, and not at the double time
rate for hours worked for attending court or mandatory training.
C. Callback Authorization.
Requests for off-duty employees to activate to on -duty status must be
approved by the on -duty supervisor of Command Staff.
Employees are not authorized to activate themselves for administrative
duties or law enforcement duties without specific pre- authorization from a
Sergeant or Command Staff. Pre- authorization does not pertain to police
emergency situations where an "off-duty" officer needs to activate himself
or herself to an "on- duty" status in response to an emergency involving an
immediate threat to human life, or serious threat to person or property, or
in response to a Code 3 request for officer assistance in the City limits of
Tukwila.
D. Callback and Court.
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An employee who is required to work outside his/her regular shift, or on
his/her day off (including being called into court on matters arising directly
from the officer's employment as a Tukwila police officer) shall be
guaranteed four (4) hours pay at one -and -one-half times his/her regular
hourly rate of pay; provided the callback is not an extension after the
employee's normal shift. If the assignments require time over the four-hour
guarantee, all time over the four (4) hours and outside the employee's
normal workday shall be paid at the applicable overtime rate. An
employee directed back to work for one (1) hour or less before the next
scheduled shift shall be paid on the basis of the overtime actually worked
and the overtime minimum shall not apply.
1. Officers assigned to the graveyard/night shift who are scheduled for
court during hours the employee would not be regularly scheduled
to work between two scheduled graveyard/night shifts will be
granted a ten (10) consecutive hour rest period beginning when the
court requirements/obligations are over and will not be required to
report back to work until the end of such rest period. In this instance
Officers will be compensated at time -and -one-half for their court
attendance, and double time will not apply. An Officer will not have
his/her shift extended as a result of the operation of this paragraph
and the Officer will be paid, at the regular straight time rate, for all
hours he/she was scheduled on a graveyard/night shift but did not
work because of the above rest period. Officers must notify
department supervision in advance when they are going to take the
ten (10) hour rest period.
E. Minor Work Contact Outside of Scheduled Work Hours.
If the Employer contacts an employee for work purposes outside of the
employee's scheduled work hours (by telephone, Teams, Zoom or otherwise),
then the Employer shall compensate the employee for the time spent during such
contact at the rate of time -and -one-half the employee's regular rate of pay.
Compensation shall be for a minimum of fifteen (15) minutes and shall continue
for actual time spent during the contact in fifteen (15) minute increments. For
example, a five (5) minute call shall require compensation for fifteen (15)
minutes; a sixteen (16) minute call shall require compensation for thirty (30)
minutes; a thirty-one (31) minute call shall require compensation for forty-five
(45) minutes and so on. Any actual call back to duty shall be governed by
subparagraph A and B. above.
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F. Pyramiding. There shall be no pyramiding of overtime.
G. Off-duty Call-in Authorization. Employees who are called in for an in -progress
incident, called in to work while off duty, will be paid from the time they receive
the call and have communicated to the supervisor or requestor (1) that they are
in route and (2) when they can be expected.
Employees will respond to the incident in a reasonable and appropriate amount
of time based on their proximity or distance to the station or location. Pay
will then continue until their duties are completed in response to the issue or
incident giving rise to the call. Employees will not be paid for their travel or
commute to their residence after their duties have been completed.
SECTION 4.5 Shift Change. Employer reserves the right to schedule employees
to shifts, provided this will not alter shift bidding procedures or be used to require
employees to change their schedules to avoid the payment of overtime, unless mutually
agreed upon by Employer and employee, with concurrence of a Guild Executive Board
member. Employer will bargain over changes in shift configurations (e.g., 6-3, 5-2, 4-
10, 9/80, and 12 hour shifts).
SECTION 4.6 Standby. The Employer and the Guild 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 ten (10) hours. Employees formally placed on
standby status shall be compensated on the basis of five (5) hours straight time pay for
ten (10) 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.
SECTION 4.7 Compensatory Time. Compensatory time is defined as time off
granted an employee as compensation for hours worked in addition to the employee's
scheduled workday or workweek.
A. Requesting Compensatory Time.
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 granted to the employee when
compensatory time is requested by the employee in lieu of overtime.
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B. Compensatory Time Rate.
The granting of compensatory time in lieu of overtime will be at the rate of
one -and -one-half hours for each overtime hour worked.
C. Maximum Compensatory Time Accrual
Individual accrual of compensatory time in lieu of overtime shall not
exceed forty-eight (48) hours (i.e., 32 hours at time -and -one-half).
SECTION 4.8 Kelly Days. Patrol Officers will be granted one hundred ten (110)
hours annually to compensate for the difference between the scheduled hours in the
Patrol Work Schedule and the scheduled hours in Non -Patrol Work Schedules. These
hours will be referred to as "Kelly Days" (and be scheduled the same as vacation).
Employees may choose to use these hours to schedule time off or to receive pay in lieu
of time off or a combination of both. Fifty-five (55) of these hours shall be credited on
January 1 and fifty-five (55) of these hours will be credited on July 1. A request for
payment may only be made two (2) times per year, one time in June and one time in
December. A request for payment made by June 5 shall be paid by July 5. Any hours
remaining on December 15 shall be paid on December 31, unless the employee uses
these hours prior to payment. Kelly Day pay will be calculated at the employee's straight
time rate of pay. The hours used by the employee to schedule time off will be
administered in the same manner as the holiday hours referred to in Article 10.
A. An employee transferring into or out of Patrol during a year shall receive
(be credited with) a pro rata number of paid Kelly hours that shall be paid
out to the employee at the time of the transfer.
Upon separation of employment, any unused Kelly day hours accrued up
to that point will be paid out on the final paycheck.
SECTION 4.9 Training. Training will be scheduled during the employee's
regularly assigned shift whenever reasonably feasible.
A. Outside Training.
A "shift" or "regularly assigned shift" is scheduled hours that remain
the same for an employee week after week. "Regularly scheduled
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days off' or "weekends" are the days off that remain the same for
an employee week after week.
2. The City may adjust an employee's hours and regularly scheduled
days off to accommodate training of 24 hours or more in a one-
week period, subject to notice requirements. The City may adjust
for training under 24 hours if mutually agreed upon between the
City and the employee in order to reduce overtime and afford the
ability for the employee to attend requested training.
3. The intent of this shift adjustment is to allow employees to
participate in training and to better manage the cost of overtime.
The City shall not require an employee to work more than forty (40)
hours per week without the payment of overtime. Employees whose
schedules are adjusted to attend training courses or conferences
will be paid at time -and -one-half their regular rate of pay for any
hours worked in excess of eight (8) hours per day, and double time
of their regular rate of pay for any hours worked in excess of twelve
(12) hours per day.
4. The City will give back to the employee any regularly scheduled
day off that the employee is required to work because of a shift
adjustment. All days given back to employees shall be taken
consecutive to that employee's regularly scheduled days off.
Nothing shall preclude the City from giving back two (2) or more
missed days off on separate weekends as long as each missed day
off is given back consecutive to that employee's regular scheduled
days off.
5. All missed days off due to a shift adjustment will be rescheduled
within seven (7) days of the completion of training. The rescheduled
day will be taken within sixty (60) days of the completion of training.
The sixty (60) daytime period will be extended by mutual
agreement of the City, a member of the Guild Executive Board, and
the employee.
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6. The City is limited to making only three (3) such adjustments per
calendar year and each adjustment may not last more than one (1)
calendar week.
7. The employee and the Guild must be given written notice of the
shift adjustment seven (7) calendar days before the adjustment for
training is to occur. The City and the Guild may agree in writing to
waive the seven (7) calendar days' notice requirement and/or the
requirement that the days off be taken consecutive.
B. Training for Patrol Officers Working Night Shift Schedule
This section only applies to officers working the 12 -hour night shift
schedule. It applies to scheduled training of four (4) hours or more during
hours outside the employee's regularly assigned shift. The schedule does
not apply to court time.
As used herein, a 10 -hour rest period is defined as, 10 -hours prior to the
start or 10 -hours from the end time of the training. It does not always
equal 10 -hours of paid time off.
Training on First Work Day
Training will be paid at time -and -one-half. There will be a 10- hour
rest period (admin time) prior to the start of training and a 10 -hour
rest period (admin time) following the end of the training. The patrol
officer will be paid, at the regular straight time rate for all hours
he/she was scheduled on the graveyard/night shift but did not work
because of the rest period and the officer will report to work the
remainder of the shift following the rest period. The patrol officer will
not have his/her shift extended as a result of this paragraph.
Officers must notify Department supervision when they are going to
take a 10 -hour rest period.
2. Training Mid -week
Training will be paid at straight time. There will be a 10 -hour rest
period (admin time) prior to the start of training and a 10 -hour rest
period (admin time) following the end of training. Following the 10-
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hour rest period, after training, the officer will report for duty and
work the remainder of the scheduled shift. If there are multiple
days of training the officer will not report back to work between the
training days. The patrol officer will not have his/her shift extended
as a result of the operation of this paragraph. Officers must notify
Department supervision in advance when they are going to take a
10 -hour rest period.
3. Training on Last Work Day
Training will be paid at time -and -one-half. There will be a 10- hour
rest period before the beginning of the training. Officers must notify
the department supervision in advance when they are going to take
the 10 -hour rest period.
C. Training for SWAT
The City retains the right to adjust the regular shifts of SWAT members to
attend SWAT training. When working an adjusted shift, SWAT members
will receive straight time for the first twelve (12) hours worked and time -
and -one-half (1-1/2) for any hours in excess of twelve (12) and will receive
double time pay for any hours in excess of thirteen (13) hours. SWAT
members will be given a minimum of ten (10) hours rest before attending
SWAT training at no cost to them.
D. Employees Reporting back to Shift after Training
If the officer is in training for less than a full twelve-hour shift, the
employee may be required to report back to his/her regular assignment at
the conclusion of training. In the event the employee is not required to
report back to his/her regular assignment at the conclusion of training, the
employee will be paid for the entire shift, as long as the employee was in
training for eight (8) hours or more.
SECTION 4.10 Daylight Savings Time. Employees who are working on the
graveyard shift when the clocks are moved back one hour will be paid one hour at the
overtime rate of time and one-half. Employees who are working on the graveyard shift
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when the clocks are moved forward one hour (other than those who are regularly
scheduled to be off at 2 a.m.) shall have the option of going off duty at their normal
quitting time and utilizing one hour of vacation or compensatory leave or working an
additional hour to complete normal shift hours without additional compensation.
ARTICLE 5 - SALARIES
SECTION 5.1 Agreement. The Employer agrees to maintain salaries during the
term of this Agreement as set forth in Appendix A & B.
SECTION 5.2 Additions. This Agreement shall be opened for the purpose of
negotiating salaries for new classifications affecting employees in the bargaining unit.
Nothing in this section shall preclude the Employer from establishing new positions or
classifications.
SECTION 5.3 Regular Rate. The term regular rate (including variations such as
regular pay rate, regular hourly rate, etc.) is intended to be consistent with the term
regular rate as it is defined in the FLSA.
ARTICLE 6 - PREMIUM PAY
SECTION 6.1 Premium Pay. Monthly premium pay equivalent to a percent of the
employee's monthly wage in the amount of five percent (5.0%) shall be paid to
employees assigned to the following specialties:
Auto Theft Task Force Detective Canine
Community Police Team (CPT Team) Community Liaison Officer
Detective
Recruiting Officer
School Resource Officer
Special Weapons and Tactics (SWAT)
TAC Team Detective (including assigned Patrol Officer)
Traffic/Motorcycle Officer Training Officer
VNET Detective
Civil Disturbance Unit (CDU)
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This premium shall be paid in addition to the normal salary structure contained in
Appendix A. In no event may an employee receive premium pay for more than one
specialty except that employees assigned to SWAT who receive premium pay for
another specialty will be paid as set forth below.
SECTION 6.2 FTO Pay. The FTO premium pay shall be five percent (5.0%) of the
employee's monthly wage. When FTO work assignments are made by the Chief, or
designee, the FTO pay will apply.
There may be times when it is necessary to shift adjust a FTO for a training phase.
During the period of any such shift adjustment, the FTO pay shall be increased to ten
(10%). If such a shift adjustment is necessary, it shall be done at the Chief's discretion.
SECTION 6.3 SWAT Pay. The SWAT premium pay can be stacked with another
premium for an additional 2% for a total of seven percent (7.0%) of the employee's
monthly wage. There will be no pyramiding of premium pay. In return, the City will have
the right to adjust the regular shifts of SWAT members to attend SWAT training,
pursuant to Article 4.9.C.
SECTION 6.4 Instructor Pay. The Instructor premium pay shall be five percent
(5.0%) of the employee's monthly wage. When Instructor work assignments are made
by the Chief, or designee, the Instructor pay will apply.
SECTION 6.5 Graveyard Differential Pay. The Graveyard differential pay shall
be two percent (2%) of the employee's monthly wage and shall be paid to employees
assigned to and/or working Graveyard shifts.
ARTICLE 7 - DEPARTMENT WORK RULES
SECTION 7.1 Generally. The parties recognize that circumstances change from
time to time during the term of labor agreements that give rise to a need to discuss
changes in hours or working conditions (including the scope of bargaining unit work). In
order to provide a convenient forum to discuss these issues, the parties agree to the
procedure set forth in Section 7.2.
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SECTION 7.2 Procedure. This Agreement may be amended within the scope of
this Article provided both parties concur. Supplemental agreements may be completed
through negotiations between the parties at any time during the life of this Agreement. A
joint committee comprised of representatives of the two parties will meet upon the
request of either party to discuss proposals related to work hours or changes in working
conditions, including the scope of bargaining unit work. Should either party desire to
negotiate a matter of this kind, it shall notify the other party in writing of its desire to
negotiate. Supplemental agreements thus completed will be signed by an authorized
representative of the Employer and Guild, with a copy to the Deputy City Administrator.
Should either party (through the Guild President, Police Chief, or their designee), having
been notified of the proposed supplemental language, not respond by requesting a
meeting of the joint committee within thirty (30) calendar days, the proposed language
shall be considered acceptable and shall be forwarded to the other party for signature.
Supplemental agreements thus completed shall become a part of this Agreement.
In those cases where the parties cannot agree, the parties agree, upon the request of
either party, to expeditiously proceed directly to request a PERC mediator who will
mediate no more than a 30 -day period and, if necessary, to proceed to interest
arbitration on the issue as provided in RCW 41.56 et seq., using one of the arbitrators
selected in the grievance procedure. The parties agree to waive the appointment of
partisan arbitrators and that the matter will be heard by an arbitrator selected in the
same manner as is provided in the grievance procedure. Neither party may be required
to arbitrate a proposal, which, if granted, would require the Arbiter to change an express
term of this Agreement.
SECTION 7.3 Work Rotation. The rotation of personnel between shifts shall be
minimized within the limitations of providing an adequate and efficient work force at all
times, as determined by the Employer.
SECTION 7.4 Personnel File:
A. Ownership. 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
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; provided, that nothing in this section
shall prevent an employee from viewing his/her original personnel file in its
entirety upon request. The Police Chief and City Administrator shall have
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access to the individual personnel files in the normal course of their
responsibilities. At the discretion of the Chief or his/her designees, file
material shall be released to another law enforcement agency doing
employment background upon proof of a signed release of the individual
in question.
B. Availability. 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 Guild at the request of
the affected employee.
C. Employee rights. Employees shall have the right to review any and all
items placed in his/her personnel file and shall have the right to request of
the Chief that any complaint be withdrawn. In the event that such
complaint is not withdrawn if such request is made, the employee may
invoke the provisions of Article 20. 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 his/her capacity as an employee
which pre -dates or is relevant to the litigation.
D. Employer rights. 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 his/her own disposition. The Employer shall
follow all applicable City and Department policies and procedures
governing these files. Employees are encouraged to review their
personnel files.
ARTICLE 8 - CLOTHING/EQUIPMENT
SECTION 8.1 Uniforms and Equipment. The City shall (at its expense) issue
and maintain uniforms and equipment for each commissioned officer under a
quartermaster system.
SECTION 8.2 Quartermaster System. Any garments, clothing and/or devices
required by the Employer shall be furnished and maintained as needed and as
approved by the Employer. The City and Guild have developed the following list of the
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minimum required/issued items, which may be amended by mutual agreement. All items
issued under the quartermaster system shall meet Police Department standards.
A. All Bargaining Unit Employees:
Five (5) Uniform Shirts (at least one shirt will be long sleeve)
Three (3) Uniform Pants
One (1) Uniform Jacket
One (1) Uniform Dress Hat
One (1) Baseball Hat
One (1) Uniform Tie
One (1) Uniform Tie Clasp
One (1) Uniform Jumpsuit (upon successful completion of probation)
One (1) Gore-Tex Uniform Raincoat
One (1) Duty Firearm
Two (2) Sets of Handcuffs
One (1) Duty Baton
One (1) Duty OC Canister
One (1) Uniform Badge
One (1) Uniform Hat Badge
Five (5) Uniform Name Tags (sew on)
One (1) Uniform Name Tag (Pin Type)
One (1) Soft Body Armor (Threat Level 3A or Greater)
One (1) Flashlight with Charge
Two (2) Citation Book Holders Duty Belt
Pants Belt
Four (4) keepers Security holster
Double magazine pouch
Cuff case(s), either one (1) double or two (2) single cuff cases
OC case
Radio case
Key case
Glove case
Stick ring
Flashlight ring holder
B. Traffic issue:
Two (2) Uniform britches
One (1) pair Motorcycle boots in accordance with Section 8.2G below
One (1) Leather jacket
One (1) set Raingear
One (1) coveralls
Two (2) pair Safety gloves (winter & summer)
One (1) Eye protection
One (1) Helmet
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C. Detectives, plain clothes assignments, CPT Team, and TAC Team:
One (1) Hidden agenda jacket
One (1) Undercover holster, cuff case, ammo pouch
One (1) Coveralls
One (1) Load bearing vest
Credential wallet & badge
D. Bicycle Qualified Officers: (with bikes uniforms and equip as
applicable to assignment)
Two (2) Bike uniform shirts, long sleeve
One (1) Load bearing vest
Two (2) Bike uniform shirts, short sleeve
Two (2) pair Bike uniform shorts
One (1) pair Bike uniform winter pants
One (1) Bike uniform coat
One (1) Hidden agenda jacket
One (1) pair Footwear in accordance with Section 8.2H below
One (1) pair Eye protection
Two (2) Bike helmets
Two (2) pair Safety gloves (winter & summer)
One (1) Undercover holster, cuff case, ammo pouch
One (1) Stinger flashlight with charger
E. K-9 Assignments:
Two (2) jumpsuits
One (1) pair of boots
One (1) pair of gloves
One (1) Stinger flashlight with charger
One (1) flashlight
F. Footwear. Basic duty footwear. All employees shall be entitled to elect
either shoes or boots. The City's maximum expenditure is $125 for shoes
(to be replaced on an as needed basis) or $200 for boots other than
motorcycle boots or bicycle footwear (to be replaced on an as needed
basis). The individual employee shall pay any overage. Detectives may
choose either basic uniform duty shoes or boots or dress shoes or boots.
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G. Motorcycle Boot. Motorcycle boots and britches (with turn -in of work
equipment and in accordance with Department policy). Motorcycle boots
shall be in addition to basic duty footwear.
H. TAC Team Footwear. Bicycle footwear (with turn -in of worn equipment
and in accordance with Department policy). Bicycle footwear shall be in
addition to basic duty footwear.
SECTION 8.3 Jumpsuits. The City will maintain a list of the dates of when an
officer last had a jumpsuit purchased. Beginning on January 1, 2022, the City will
contact the 20 officers assigned to patrol who have the oldest jumpsuits and ask if they
want a new jumpsuit this year or wait. If any of the 20 choose to wait, the City will
continue down the patrol list until there are 20 officers who request new jumpsuits in
2022. If there are not 20 patrol officers, then the City will offer the jumpsuits to non -
patrol starting with the non -patrol officer with the oldest jumpsuit. The City will provide
one jumpsuit to any new hire after they complete probation. Additionally, the City will
replace any jumpsuit that is destroyed in the course of an officer's duties. Beginning
January 1, 2023, the City will repeat the same process as set forth above each January
until each officer has received a new jumpsuit; however, once each officer has received
a new jumpsuit between Jan 2022 and Jan 2023, then moving forward the parties will
work together to mutually agree to a system for jumpsuit replacement priorities.
SECTION 8.4 Dry Cleaning. The City will pay $250 per year directly to
employees and employees will pay for dry cleaning.
SECTION 8.5 Plain Clothes (Non -Uniformed) Assignments. Employees
assigned to a plainclothes Unit shall receive an annual clothing allowance in the amount
of three hundred fifty dollars ($350). The clothing allowance shall be paid in the
employee's first paycheck in December of each year. The clothing allowance shall be
prorated to reflect assignment to a plain clothes Unit for any period of less than a year.
SECTION 8.6 Assignment of Department Take -Home Vehicles.
Bargaining unit employees assigned to the following positions shall be issued take
home vehicles: detective, detective sergeant, K-9, Traffic Unit (including Sergeant), TAC
Team Detective, TAC Team Sergeant.
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A. Other bargaining unit employees currently assigned take home vehicles
shall continue to be assigned take-home vehicles until the employees
rotate to new assignments. The assignment of a vehicle to positions other
than those specified in Section 8.5 above shall be at the discretion of the
Police Chief. Take-home vehicles shall not go with employees when they
transfer from one assignment to another. Each assignment shall be
evaluated by the Chief as to need on a case-by-case basis.
B. An employee with a take home vehicle shall be prohibited from driving the
take home vehicle more than 35 miles outside the City limits when
commuting to or from his/her home. In the event an employee with a take
home vehicle lives more than 35 miles from the City limits of the City of
Tukwila, such employee will be required to park his/her take home vehicle
at a secured location (e.g., public entity like a Fire District, Police
Department, State Patrol property) no more than 35 miles outside the City
limits.
ARTICLE 9 - SICK LEAVE
SECTION 9.2 LEOFFII. Uniformed employees hired under the provisions of
LEOFF II are excluded from the provisions of RCW 41.26.150 and shall receive sick
leave benefits as follows: LEOFF II employees shall be entitled to and awarded twelve
(12) days of sick leave with pay upon date of employment with the Employer. Beginning
with the thirteenth (13th) month of continuous service, each employee shall accrue one
day of sick leave with pay per calendar month of the employee's active service. A "day"
for purposes of sick leave accrual shall be the number of hours that the officer is
regularly scheduled for a shift (i.e., 12 hours of sick leave accrual for officers who work
the 12 hour shift and 10 hours for officers who work the 10 hour shift). Employees will
be allowed to carryover 720 hours of sick leave at the end of each calendar year.
SECTION 9.3 Family Sick Leave.
A. Employees shall be allowed to use sick leave or other paid time off to
attend to the illness or health condition of immediate family members (i.e.,
a child, spouse, registered domestic partner, parent, parent of the
employee's spouse or registered domestic partner, sibling, grandchild, or
grandparent of the employee).
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SECTION 9.4 Separation of Employment. In the event an employee terminates
his/her employment, or such employment is terminated for any reason whatsoever with
the Employer prior to using his/her accumulated sick leave time, he/she 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. If a probationary employee has
used more than a day of sick leave per month worked, any additional amount shall be
subtracted from the employee's final paycheck.
SECTION 9.5 Domestic Partner Benefits. Employees will be eligible for
domestic partner benefits in accordance with changes in City Policy.
SECTION 9.6 Light Duty. "Light Duty" is a temporary assignment that may be
made by the Employer when an employee is restricted from performing the duties of his
or her job as determined by their treating physician. If a light duty assignment is made
available, the Chief or his designee will determine the assignment, length of assignment
and work schedule based upon the restrictions provided by the treating physician. The
light duty assignment will not exceed six (6) months without approval of the Chief. This
section is not intended to be more restrictive than applicable state and federal law,
including RCW 41.04.505 and RCW 41.04.520.
SECTION 9.7 Zero Balance Sick Leave. If an employee calls in sick and does
not have sick leave to cover the sick hours, in instances where the sick leave causes
minimum staffing overtime, the employee will be placed on Leave Without Pay for the
hours not covered by any sick leave accrual.
ARTICLE 10 - HOLIDAYS
SECTION 10.1. Employees shall receive holidays in accordance with existing City
ordinances, at times, which are mutually agreeable to both the Employer and the
employee.
A. Holidays Listed. The following are established as holidays:
January 1 ...........................................................New Year's Day
Third Monday in January ......................Martin Luther King's Birthday
Third Monday in February...........................................Presidents' Day
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Last Monday in May...............................................Memorial Day
July 4.......................................................................Independence Day
First Monday in September .......................................... Labor Day
November 11.......................................................Veteran's Day
Fourth Thursday in November............................Thanksgiving Day
Fourth Friday in November ..........................Day after Thanksgiving
December 25............................................................ Christmas
B. Method of Payment
1. Patrol - Patrol bargaining unit employees (commissioned Officers
not in specialty positions, except K-9, assigned to patrol work full-
time) will be given a one -hundred- twenty-eight (128) holiday hour
bank during each anniversary year of the current collective
bargaining agreement in lieu of receiving holidays under Section
10.1A above. Sixty-four (64) of these hours shall credited on
January 1 and sixty four (64) of these hours shall be credited on
July 1. Patrol employees may choose to use these hours to take
time off or to receive pay in lieu of time off or a combination of both.
A request for payment may only be made two (2) times per year,
one time in June and one time in December. A request for payment
made by June 5 shall be paid by July 5. Any hours remaining on
December 15 shall be paid on December 31, unless the employee
uses these hours prior to payment. Holiday pay will be calculated at
the employee's straight time rate of pay.
Upon separation of employment, any unused holiday hours accrued
up to that point will be paid out on the final paycheck.
2. Non -Patrol - Non -Patrol bargaining unit employees (commissioned
Officers and Sergeants, not assigned to patrol work full-time) shall
continue to work a four (4) ten (10) hour day schedule during a
holiday week. (CBD Team included)
a. Regularly Scheduled Work Day. If a holiday is observed on
the employee's regularly scheduled work day, the employee
shall be given the day off and shall be paid ten (10) hours of
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holiday pay. The annual number of paid holiday hours is
100.
b. Regularly Scheduled Day Off. If the holiday is observed on
the employees regularly scheduled day off, the employee
shall be paid eight (8) hours of holiday pay.
If an employee is called into work on the holiday and the
employee works a full shift on such holiday, the employee
shall be paid double time and one- half for all hours worked
on the holiday during the employee's regularly scheduled
shift. All hours worked in addition to the employee's regularly
scheduled shift on a holiday shall be considered overtime
and paid in accordance with Section 4.4. of this collective
bargaining agreement.
If an employee is called into work on the holiday and the
employee works less than a full shift on such holiday, the
employee shall be paid double time and one-half for all
hours worked on the holiday and shall be paid holiday pay at
his/her regular rate of pay for the remainder of his/her ten
(10) hour shift.
Holiday pay will be calculated at the employee's straight time
rate of pay.
ARTICLE 11 -EDUCATION ALLOWANCE
SECTION 11.1 Education Allowance. All non -probationary officers who are
holding an AA degree or two (2) years of college (ninety credit hours for quarters and
sixty credit hours for semesters) toward a Bachelor's Degree in an approved field of
study will be awarded education incentive pay of 2% of the employee's monthly wage.
Any such officer holding a B.S. or B.A. Degree in an approved field of study shall be
awarded education incentive pay of 4% of the employee's monthly wage.
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Approved fields of study:
Law Enforcement
2. Sociology
3. Psychology
4. Public Administration
5. Business Administration
6. Political Science
7. Other work-related fields of study to the approval of the Chief.
In order to be eligible for Education Incentive pay, degrees and credits shall be from a
Nationally accredited college or university. Degrees shall be in an approved field of
study. However, Bachelor's degrees earned in other field(s) of study and extended by
Nationally accredited colleges or universities may be compensated at the AA level at
the discretion of the Chief. Credits that are granted for "life experience" as opposed to
conventional coursework and independent study will not qualify for education incentive.
SECTION 11.2 Tuition Reimbursement. The Employer shall reimburse
employees for the cost of tuition as long as the subject matter of the course of study or
of a specific course is in an approved field of study as set forth in Section 11.1 and as
long as the tuition costs do not exceed those found at a Washington state university and
as long as the officer is working towards a degree in that approved field of study. The
total reimbursements for Guild represented employees, as a group, shall not exceed
$15,000 in any calendar year. Tuition reimbursement shall be applicable to
undergraduate study.
A. In order to receive tuition reimbursement an employee must receive
approval for a course of study or for a specific course prior to taking the
course. If an employee receives a scholarship (or received federal or state
reimbursement funds [excluding student loans]) the total amount of the
Employer's reimbursement shall not exceed 100% of the total cost of
tuition.
B. An employee receiving tuition reimbursement must maintain a "C" grade
(or equivalent satisfactory mark) and shall submit a transcript with the
request for reimbursement.
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C. A request for tuition reimbursement for an approved course of study or
specific course shall be paid within sixty (60) days of submission.
D. When an employee completes a course of study at a particular level
(undergraduate or graduate) the employee shall notify the Employer of the
degree attained.
SECTION 11.3 In Service Training 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 the 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.
ARTICLE 12 - MASTER POLICE OFFICER PLAN
SECTION 12.1 The Tukwila Police Department's Master Police Officer Plan recognizes
the career police officer. The plans provide the department with a number of personnel
who are highly trained in a variety of police duties. This program benefits both the
individual and the Department as a whole, through special projects, continuing
education and the overall and continued upgrading of personal knowledge. Eligibility for
the respective steps of Master Police Officer are as follows.
Master Police Officer 3 (MPO 3)
A performance rating of "meets standards" or above on the current
annual city performance appraisal.
2. Successful completion of six (6) years of service with the Tukwila
Police Department. Two (2) years of college (90 quarters or 60
semester hours) or one year of college and 160 hours of law
enforcement training (exclusive of Basic Academy) through the
Washington State Criminal Justice Training Commission. Other
training will be evaluated for eligibility.
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Master Police Officer 2 (MPO 2)
1. A performance rating of "meets standards" or above on the current
annual city performance appraisal.
2. Must have spent at least two (2) years in any one or more specialty
assignment, and/or have two (2) years experience at the Sergeant
level, within the Tukwila Police Department. Specialty assignments
are detectives, traffic, K-9, crime prevention, research and
development, training, department instructor, School Resources
Officer, TAC Team (or equivalent team under a different name),
Field Training Officers, ESU (SWAT), and CDU to meet the
specialty assignment requirement. An employee transferring to or
from CDU to or from another specialty will be given pro rata credit
for all CDU service.
3. Successful completion of nine (9) years of service with the Tukwila
Police Department and three (3) years of college (120 quarters or
90 semester hours). Up to two (2) years of college may be
substituted with law enforcement training at the rate of 160 hours of
law enforcement training (exclusive of Basic Academy) through or
approved by the Washington State Criminal Justice Training
Commission or Tukwila Police Department for each year. Other
training will be evaluated for eligibility.
OR
Successful completion of twelve (12) years of service with the
Tukwila Police Department and 288 hours of law enforcement
training (exclusive of basic Academy) through or approved by
WSCJTC or the Tukwila Police Department.
Master Police Officer 1 (MPO 1)
1. A performance rating of "meets standards" or above on the current
annual city performance appraisal.
2. Must have spent at least three (3) years in any one or more
specialty assignment, and/or have three (3) years' experience at
the Sergeant level, within the Tukwila Police Department. Specialty
assignments are detectives, traffic, K-9, crime prevention, research
and development, training, department instructor, School
Resources Officer, TAC Team (or equivalent team under a different
name), Field Training Officers, ESU (SWAT), and CDU, provided
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however, an employee in CDU must have spent at least four (4)
year in CDU to meet the specialty assignment requirement. An
employee transferring to or from CDU to or from another specialty
will be given pro rata credit for all CDU service.
3. Successful completion of twelve (12) years of service with the
Tukwila Police Department and four (4) years of college (180
quarter or 90 semester hours). Up to two (2) years of college may
be substituted with law enforcement training at the rate of 160
hours of law enforcement training (exclusive of the Basic Academy)
through or approved by the Washington State Criminal Justice
Training Commission or the Tukwila Police Department for each
year. Other training will be evaluated for eligibility.
Successful completion of fifteen (15) years of service with the
Tukwila Police Department and 288 hours of law enforcement
training (exclusive of basic Academy) through or approved by
WSCJTC or the Tukwila Police Department.
SECTION 12.2 Eligibility
A. Notification. Each officer will notify the department, in writing, when
requesting Master Police Officer status. A review will be done of his/her
qualifications, including the most recent performance appraisal.
B. Re-application. Any officer who fails to meet the eligibility requirements
will be able to reapply after the next performance appraisal. Performance
appraisals will be done yearly on the employee's anniversary date. Should
the yearly performance appraisal not be completed, it shall be considered
waived for the affected period.
If a Master Police Officer fails to meet the requirements two (2)
consecutive evaluation periods, he/she will be returned to the next lowest
position below the one he/she is currently in. He/she shall be eligible to
reapply at the next evaluation period.
C. Grievances. Any employee may grieve the results of an evaluation
through Step Two (2) of the Formal Grievance Procedure as contained in
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Article 20 of the Labor Agreement between the parties. The decision of the
Mayor shall be final.
ARTICLE 13 - SENIORITY
SECTION 13.1 Seniority. Beginning upon ratification by both parties, for entry
level officers, the date used for purposes of seniority shall be their sworn (fully
commissioned) date, not their date of hire. For lateral hires, the date used for purposes
of seniority shall be their date of hire with the Tukwila Police Department. (This shall not
apply retroactively.)
Seniority (as set forth above) is intended to be used for matters such as vacation
scheduling and shift bidding; however, it is not intended to be used for matters such as
top step wages, vacation accruals, or longevity pay, which continue to be the date of
hire for all employees.
ARTICLE 14 —VACATIONS
SECTION 14.1 Vacation Hours. The following schedule shall govern with
respect to vacations:
Years
Vacation
Years
Vacation
Completed
Hours
Completed
Hours
1
96
16
176
2
96
17
176
3
96
18
184
4
96
19
184
5
112
20
184
6
120
21
184
7
128
22
192
8
128
23
192
9
136
24
192
10
136
25
192
11
152
26
200
12
160
27
200
13
160
28
200
14
176
29
200
15
176
30
200
30+
200
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Section 14.2 Vacation Rules. Annual vacations shall be subject to the
following rules:
A. Minimum. The minimum vacation allowance to be taken by an employee
shall be 15 minutes.
B. Agreement. Vacations shall be granted at such times that are mutually
agreeable to both the Employer and employee.
C. Terminology. 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. Maximum hours accumulations of vacation time shall not
exceed that which is equal to two years total at the highest eligible rate.
E. Pay upon death. 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. Leave of Absence. 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.
ARTICLE 15 - PENSIONS
SECTION 15.1 Pension benefits shall be received in accordance with RCW
41.26 as currently in effect.
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ARTICLE 16 - MEDICAL COVERAGE
SECTION 16.1 Medical Insurance
A. Employer contributions. Except as otherwise provided in this Article, the
Employer shall contribute the premiums necessary to purchase medical
care insurance for each full-time employee and his/her dependents under
the City of Tukwila's Self -Insured Medical Plan. Such coverage shall not
be less than that which existed under the City of Tukwila Self -Insured
Medical Plan in place February 1, 2004, except as subsequently agreed
herein by the parties.
A.1 Spousal surcharge. Effective January 1, 2023, an employee shall pay a
$250 per month spousal surcharge if the spouse has other eligible
employer provided health care coverage available and the employee
obtains medical insurance coverage of the spouse on the City of Tukwila's
Self -Insured Medical Plan. The employee will provide an attestation to
confirm if the spouse has eligible employer-provided health care coverage
available. (This would include a business owner that provides health care
coverage to their employees and is also eligible for the health care
coverage provided to those employees. However, it shall not apply where
the spouse owns a business and medical coverage is not offered to the
business' employees or if the spouse is self-employed.)
B. Kaiser-Permanente. For employees who elect medical coverage through
Kaiser-Permanente, the Employer shall pay up to the maximum dollar
amount contribution of the Self -Insured Plan for full -family coverage. Any
premium amounts in excess of the Employer's contribution shall be paid
by the individual through payroll deduction. Coverage under the Kaiser-
Permanente Plan shall be as determined by Group Health Cooperative.
C. Cost of premiums. The Employer shall continue to pay the full premium
for medical coverage under the Self -Insured Medical Plan up to a
maximum increase of eight percent (8%) in a year. In the event the
monthly premiums increase more than the stated amount in a year, the
Employer or the Guild has the right to reopen the Agreement to negotiate
changes in the Self -Insured Medical Plan benefits so that the increase in
premium costs does not exceed the stated amount. Effective January 1,
2018, the Guild accepts the following changes in plan design: The
changes are: Increase co- pays for Specialist to $40 (from $25), Complex
imaging to $100 (from $0), and Urgent Care to $50 (from $25) and
Change to the Envision Select Formulary.
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SECTION 16.2 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 this Article.
SECTION 16.3 Optical Plan. Examination and eyeglasses/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 police officers and their dependents at the rate of $250 per
person, to a maximum of $500 per family unit, each year.
SECTION 16.4 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 16.5 LEOFF II Disability Insurance. With respect to LEOFF II officers,
the Guild has elected to forego City coverage and has selected an alternative LTD plan.
The City shall require LEOFF II Officers to participate in the long-term disability
insurance program selected by the Guild as a condition of employment. The City shall
provide for a mandatory payroll deduction to accomplish this purpose.
SECTION 16.6 Insurance Carrier. The City retains the right to select all insurance
carriers or to self -insure coverage as provided herein.
SECTION 16.7 Re -opening Clause. During the term of this Agreement, the City
and the Guild each reserve the right to open negotiations in the event healthcare reform
legislation, including the Affordable Care Act (ACA), 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 16.8 Retirement Health Savings Plan. The City will establish and
maintain a mutually agreed upon, IRS qualified retirement health savings plan as soon
as possible after the implementation of the collective bargaining agreement. In the event
no agreement is reached, there will be no retirement health savings plan for bargaining
unit employees.
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SECTION 16.9 Domestic Partner Benefits. Employees will be eligible for
Domestic partner benefits in accordance with changes in City Policy.
ARTICLE 17- PROBATIONARY PERIOD
SECTION 17.1 Probationary Period. All newly hired and promoted employees
must serve a probationary period. The probationary period for newly hired employees
shall end one year from the date the employee completes the training academy and
begins work in patrol. The probationary period upon promotion shall be one year from
the date of appointment. The probationary period shall be extended for the number of
work days equal to the number of work days an employee was absent in excess of 10
work days during the probationary period; provided that the taking of scheduled and
approved vacation or compensatory time off shall not be counted toward the ten day
period for promotional probationers. The probationary period is an extension of the
hiring process; therefore, the provisions of this Article will not apply to employees if they
are discharged during their initial probationary period or are demoted during the
promotional probationary period for not meeting the requirements of the classification.
Grievances brought by probationary employees involving issues other than discharge or
demotion may be processed in accordance with Article 20.
SECTION 17.2 Lateral Hires. Lateral hires who have previously completed the
training academy shall have their probationary period begin on the date of hire. All other
provisions of Section 1 above shall apply to lateral hires.
SECTION 17.3 Wage Progression. Employees shall progress through the wage
steps established in accordance with Appendix A of this Agreement.
ARTICLE 18 - DISCIPLINARY PROCEDURES
SECTION 18.1 It is agreed that the Employer has the right to discipline, suspend or
discharge any employees for just cause. Employees are 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, including the
procedures set forth in Section 18.2.
SECTION 18.2 The following procedures shall apply to: (a) provide prompt, just, open
and fair dispositions of complaints against employees of the Employer and, (b) provide
procedural protection to all employees during the complaint and disciplinary process.
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A. 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, termination, as opposed to routine inquiries.
B. 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 he/she is suspected of:
Committing a criminal offense;
2. Misconduct that would be grounds for termination, suspension, or
demotion; and,
3. That he/she has the right to Guild representation during the
interview.
4. The general scope of the interview including the nature of the
matter in sufficient detail to reasonably apprise the employee of the
matter under investigation.
C. 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 which could result in the filing of a criminal
charge.
D. 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.
E. The employee shall be informed in writing as to whether he/she is a
witness or suspect before any interview commences.
F. The disciplinary interview of any employee shall be at a reasonable hour,
preferably during the normal workday of the employee, unless the
exigencies of the interview dictate otherwise. This requirement shall not
apply to pre -disciplinary hearings with the Chief.
G. 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, the employee in a disciplinary
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interview shall be provided an exact copy of any written statement he/she
has signed, and a copy of the officer's taped/transcribed (if made)
interview.
H. 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 contact and consult privately with an attorney of his/her 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
he/she shall request for personal necessities, meals, telephone calls and
rest periods. The employee may be represented by either a private
attorney or the Guild during the interview, but not both.
All interviewing shall be limited in scope to activities, circumstances, or
events which pertain to the employee's conduct or acts which may form
the factual basis for disciplinary action under one (1) or more of the
categories contained in Section 18.2.b.2 herein.
The employee will not be threatened with dismissal or other disciplinary
punishment as a guise to attempt to obtain his/her resignation, nor shall
he/she be subject to abusive or offensive language or intimidation in any
other manner. No promises or rewards shall be made as an inducement to
answer questions.
K. No employee shall be required to unwillingly submit to a polygraph test.
L. 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.
M. The investigation shall be completed in a reasonable amount of time in
light of the circumstances and discipline shall be imposed within a
reasonable amount of time after the conclusion of the investigation.
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ARTICLE 19 - MANAGEMENT RIGHTS
SECTION 19.1 The Guild recognizes the prerogatives of the Employer to operate and
manage its affairs in all respects in accordance with its responsibilities and powers of
authority.
SECTION 19.2 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.
SECTION 19.3 It is understood by the parties that every incidental duty connected with
operations enumerated in job descriptions is not always specifically described.
SECTION 19.4 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 4 of this
Agreement.
SECTION 19.5 No policies 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:
A. Mayor. 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.
B. Council. The responsibility of the City Council for the enactment of
Ordinances, the appropriation of monies and final determination of
employees' compensation.
C. Commission. The responsibility of the Civil Service Commission, as
provided by State statute or ordinance, for establishing rules, certifying
registers and the reviewing of appointments in the police service, subject
to the applicable bargaining duty of the City and the terms of this
agreement.
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D. Police Chief. The responsibility of the Chief of Police and his delegates
governed by Ordinance, Civil Service rules and Departmental rules, and
as provided for in this Agreement, as follows:
1. To recruit, assign, transfer, or promote members to positions within
the Department.
2. To relieve members from duties because of lack of work, or lack of
funds.
3. To determine methods, means, and personnel necessary for
departmental operations.
4. To control the departmental budget.
5. To take whatever temporary actions are necessary in emergencies
in order to assure the proper functioning of the Department.
ARTICLE 20 — GRIEVANCE PROCEDURE
SECTION 20.1 Definition. A "grievance" means a claim or dispute by an employee
(or the Guild on behalf of an employee or employees or on its own behalf with regard to
matters effecting the Guild as an entity) with respect to the interpretation or application
of the provisions of this Agreement.
SECTION 20.2 Procedure:
A. Step 1:
An employee or the Guild must present a grievance within fourteen (14)
calendar days of its alleged occurrence to the employee's supervisor who
shall attempt to resolve it within fourteen (14) calendar days after it is
presented to the supervisor.
B. Step 2:
If either the employee or the Guild is not satisfied with the solution by the
supervisor, the grievance, in writing, stating the section of the agreement
violated, the facts of the case as seen by the grieving party, and the
remedy sought, may be presented within fourteen (14) calendar days after
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receipt of the supervisor's answer in step 1 to the Chief of Police (with a
copy to the Deputy City Administrator) who shall attempt to resolve the
grievance within fourteen (14) calendar days of its presentation.
In the case of disciplinary actions, both appealable to the Civil Service
Commission and grievable under the terms of this contract, a written
election of remedies shall be made after receipt of the Step 2 response.
An employee may elect to either pursue an appeal to the Civil Service
Commission or continue with the contractual grievance procedure, but not
both. If mutually agreed, time limits will be extended to complete a
reasonable investigation before the election of remedies is made. Appeal
for disciplinary actions shall bypass Step 3 below and proceed directly to
the Civil Service Commission pursuant to the rules of the Commission or
to arbitration as provided for in Step 4 of this agreement.
C. Step 3:
If the employee or the Guild is not satisfied with the solution by the Chief
of Police, the grievance, in writing, together with all other pertinent
materials may be presented to the Mayor or his/her designee by a Guild
representative within (14) calendar days after receipt of the Chief's answer
in Step 2. The Mayor or his/her designee shall attempt to resolve the
grievance within fourteen (14) calendar days after it has been presented to
the Mayor.
D. Step 4:
Except as otherwise provided in this Article, if the grievance is not
resolved in Step 3 the grievance may, within thirty (30) calendar days, be
referred to arbitration by the Guild. In cases where 41.58.070 is
applicable, the parties will act consistent with the RCW for the arbitrator
selection and process. In all other cases, the City and the Guild shall try
to agree upon a mutually acceptable arbitrator. If the parties fail to agree,
they shall request a list of seven (7) arbitrators from the Federal Mediation
and Conciliation Service, with all arbitrators being members of the
National Academy of Arbitrators. The parties shall alternatively strike from
the list until only one name remains.
The Arbitrator shall hold the hearing within 120 days of his/her
appointment unless the parties mutually agree to extend the hearing date
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in writing. The Arbitrator shall decide the case based on the interpretation
and application of the provisions of the agreement within thirty (30) days
after such hearing. The decision shall be final and binding upon the parties
to the grievance provided the decision does not involve action by the City,
which is beyond its jurisdiction. Each party hereto will pay the expenses of
their own representatives (e.g. attorney's fees) and the expenses of the
arbitrator will be borne equally by the parties hereto.
Neither the arbitrator nor any other person or persons involved in the
grievance procedure shall have the power to negotiate new agreements or
to change any of the present provisions of this agreement.
SECTION 20.3 Timeliness. It is the intent of this grievance procedure that the
parties will process grievances within the timeframes set forth herein. In the event the
grievance is not processed in the timeframes stated, then the matter shall be
considered resolved. If the City fails to comply with the timeframes herein, then the
grievance will automatically advance to the next step. The timeframes may be extended
by mutual written agreement of the parties.
ARTICLE 21 - NO STRIKE
SECTION 21.1 No Strike. During the life of this Agreement, neither the Guild 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 21.2 Guild Official Responsibility. Each employee who holds the
position of officer or Executive Board Member of the Guild 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 21.1 of this Article, the Guild agrees
to inform its members of their obligations under this Agreement, and to direct them to
return to work.
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ARTICLE 22 - LEAVES
SECTION 22.1 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 22.2 Military Leave. Military leave shall be granted in accordance with
applicable law.
SECTION 22.3 Jury Leave. All employees covered by this Agreement who are
required to report for jury duty shall sign their jury duty checks over to the City and shall
be compensated at their regular rate of pay for each hour actually spent on jury duty. If
an employee is released by the Court from jury duty on any given day, the employee
shall immediately notify his/her supervisor for assignment to work.
If, however, jury duty lasts eight hours or more, but less than a full shift, the employee
shall not be required to report back to his/her regular assignment at the conclusion of
Court for that day and shall be compensated at their regular rate of pay for the full shift.
SECTION 22.4 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 eighty (80) hours of leave of absence with
pay. Immediate family shall be defined as: spouse, mother, father, mother-in-law, father-
in-law, children, brother, sister, son-in-law, daughter-in-law, brother-in-law, sister-in-law,
grandparents, and grandchildren.
Employees will be eligible for Domestic Partner benefits in accordance with changes in
City Policy.
SECTION 22.5 Employment 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.
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ARTICLE 23 - INDEMNIFICATION
SECTION 23.1 In accordance with RCW 4.96.041 and Section 2.16.020 of the City
Municipal Code, the City shall indemnify, defend, and hold harmless any employee
subject to claim or suit, including damages of a non -punitive nature, when the employee
has in good faith purported to perform acts within the scope of the employee's
performance of his/her official duties. Indemnity defense shall not be provided by the
Employer for any suit, claim or action brought against the employee by, or on behalf of,
the Employer.
SECTION 23.2 In an Inquest arising out of the use of force, the employee shall have
the right to legal representation by an attorney selected by the employee from the
following list that has been agreed to by the Guild and the City. If the employee elects to
select his/her own representation, the City will pay for reasonable legal services
provided that the employee has acted in good faith in the performance or purported
failure of performance of his/her official duties and provided further that the employee
was not engaging in criminal misconduct.
The attorney selected by the employee must have a high level of experience in
representing law enforcement officers in the use of force. The City shall have a
reasonable right to approve the choice of counsel in light of the requirements described
herein; to review billings for such representation and approve all payments in writing.
In the event outside counsel is retained by the employee and the employee is
subsequently convicted of a crime or it is determined by a court of competent
jurisdiction that the employee was not acting in good faith arising out of the facts giving
rise to the Inquest, the City shall be entitled to recover attorney's fees and costs it has
expended on the employee's behalf from the employee.
The list of acceptable counsel for purposes of alternative defense of police officers in
inquest proceedings:
1. Ted Buck
Stafford, Frey, Cooper
1301 Fifth Avenue Suite 2500
Seattle, WA 98101
(206) 623-9900
2. Hillary McClure or Derrick Isackson
Vick, Julius, McClure
5506 Sixth S
Seattle, WA 98108
(206) 957-0926
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3. David Allen
Allen, Hansen & Maybrown
600 University St. #3020
Seattle, WA 98101
(206) 447-9681
4. Richard Jolly or Mark Bucklin
Keating, Bucklin, & McCormack, Inc.
800 Fifth Avenue Suite 4141
Seattle, WA 98104
(206) 623-8861
5. Andrew Cooley or Stew Estes
Keating, Bucklin, & McCormack, Inc.
800 Fifth Avenue Suite 4141
Seattle, WA 98104
(206) 623-8861
ARTICLE 24 - SAVINGS CLAUSE
SECTION 24.1 Severability. If any article of this Agreement of 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 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 24.2 Prevailing Authority. 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 Guild 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 which 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.
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ARTICLE 25 - ENTIRE AGREEMENT
SECTION 25.1 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.
SECTION 25.2 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 Guild, 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 26 - SAFETY
SECTION 26.1 The Guild and City agree that the physical fitness of Guild members is
important to their health and safety. The City and the Guild will both support and
encourage employees to be physically active and to be involved in a personal program
of regular exercise.
ARTICLE 27 - DURATION OF AGREEMENT
SECTION 27.1 Effective Date and Duration. Unless otherwise provided herein,
this Agreement shall become effective upon execution and shall remain in force until
December 31, 2024.
SECTION 27.2 Conflicts. When there is a conflict between any collective
bargaining agreement reached by an employer and a bargaining representative on a
Guild 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.
PRI
CITY OF TUKWILA
Allan Ekberg, Mayor
Date:
Attest:
Christy O'Flaherty, City Clerk
APPROVED AS TO FORM:
City Attorney
TUKWILA POLICE OFFICERS' GUILD
Ken Hernandez, Police Guild President
Date:
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POLICE COMMISSIONED AGREEMENT
TUKWILA POLICE OFFICERS' GUILD
AND
THE CITY OF TUKWILA
APPENDIX "A" -WAGE SCHEDULES 2022-2024
Effective retroactive to January 1, 2022, base salaries in effect on December 31, 2021,
for Police Officers shall be increased by 6.5%.
Effective January 1, 2023, base salaries in effect on December 31, 2022, for Police
Officers shall be increased by 100% of the Seattle Tacoma Bellevue CPI -W June for the
period of 2021 to 2022.
Effective January 1, 2024, base salaries in effect on December 31, 2023, for Police
Officers shall be increased by 100% of the Seattle Tacoma Bellevue CPI -W June for the
period of 2022 to 2023.
Members of the bargaining unit who have completed 15 or more years of service with
the TPD shall receive compensation as set forth in Appendix B, which is a one percent
(1 %) increase at 15 years and a two percent (2%) increase at 20 years.
Deferred Compensation. Effective the first pay period after ratification by both parties,
the Employer shall contribute a $175.00 monthly matching deferred compensation
contribution to a 401(a) account for each participating employee.
Retroactive pay adjustments shall be paid to individuals who were employed during the
time period covered by the retroactive wage regardless of whether they are still
employed by the City of Tukwila Police Department at the time of payment.
APPENDIX "A"- WAGE SCHEDULES
Class
Level
1/1/2022
1/1/2023
1/1/2024
6.5%
100% CPI-
W June
100% CPI -
W June
P05
Entry
$
$
PO4
$
$
P03
Lateral
$
$
PO2
$
$
P01
$8400
$
$
MP03
6+ Yrs.
$8610
$
$
MP02
9+ Yrs.
$8820
$
$
MP01
12+ Yrs.
$9030
$
$
ER
APPENDIX "B" - MPO SCHEDULE
Calculations for year 2022
X. P01
$8400
After 6
Yr.
After 9
Yr.
After 12
Yr.
After 15
Yr.
After 20
Yr.
%xP01
%xP01
%xP01
% xP01
%xP01
Career
Officer
No MPO
2.0%
3.0%
4.0%
5.0%
6.0%
$8568
$8652
$8736
MP03
2.5%
3.5%
4.5%
5.5%
6.5%
$8610
$8694
$8778
$8862
$8946
MP02
5.0%
6.0%
7.0%
8.0%
$8820
$8904
$8988
$9072
MPO1
7.5%
8.5%
9.5%
$9030
$9114
$9198
Calculations for year 2023 to be completed after release of CPI -W June 2021 to 2022
X. P01
$8400
After 6
Yr.
After 9
Yr.
After 12
Yr.
After 15
Yr.
After 20
Yr.
%xP01
%xP01
%xP01
% xP01
%xP01
Career
Officer
No MPO
2.0%
3.0%
4.0%
5.0%
6.0%
MP03
2.5%
3.5%
4.5%
5.5%
6.5%
MP02
5.0%
6.0%
7.0%
8.0%
MPO1
7.5%
8.5%
9.5%
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Calculations for year 2024 to be completed after release of CPI -W June 2022 to 2023
X. PO1
$8400
After 6 Yr.
After 9 Yr.
After 12 Yr.
After 15 Yr.
After 20 Yr.
%xPO1
%xPO1
%xPO1
% xPO1
%xPO1
Career
Officer
No MPO
2.0%
3.0%
4.0%
5.0%
6.0%
MPO3
2.5%
3.5%
4.5%
5.5%
6.5%
MPO2
5.0%
6.0%
7.0%
8.0%
MPO1
7.5%
8.5%
9.5%
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