HomeMy WebLinkAboutSpec 2025-01-27 Item 3A - 2025-2027 Labor Agreement with Teamsters Local Union #117 for Commissioned Police OfficersCOUNCIL AGENDA SYNOPSIS
Initials
Meeting Date
Prepared by
Mayor's review
Council review
01/27/2025
TC
ITEM INFORMATION
ITEM NO.
Spec 3.A.
STAFF SPONSOR: TC CROONE
ORIGINAL AGENDA DATE: 1/27/25
AGENDA ITEM TITLE Teamsters 117 Police Officers Labor Agreement Contract 2025-2027
CATEGORY ❑ Discussion
Mtg Date
® Motion
Mtg Date 1/27125
❑ Resolution
Mtg Date
❑ Ordinance
Mtg Date
❑ Bid Award
Aitg Date
❑ Public Hearing
Mtg Date
❑ Other
tlltg Date
SPONSOR ❑ Council ® Mayor ❑ Admin Svcs ❑ DCD
Finance ❑ Fire ❑ P&R ❑ Police ❑ PW
SPONSOR'S
SUMMARY
Approval of Teamsters 117 Police Officers Labor Agreement Contract 2025-2027
REVIEWED BY
❑ Trans&Infrastructure Svcs ❑ Community Svcs/Safety ❑ Finance & Governance ❑ Planning & Community Dev.
❑ LTAC ❑ Arts Comm. ❑ Parks Comm. ❑ Planning Comm.
DATE: N/A COMMITTEE CHAIR: N/A
RECOMMENDATIONS:
SPONSOR/ADMIN. Human Resources
COMMITTEE N/A
COST IMPACT / FUND SOURCE
EXPENDITURE REQUIRED
AMOUNT BUDGETED
APPROPRIATION REQUIRED
Fund Source: GENERAL FUND
Comments:
MTG. DATE
RECORD OF COUNCIL ACTION
MTG. DATE
ATTACHMENTS
1/27/25
Informational memorandum
CBA
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City of Tukwila
Thomas McLeod, Mayor
Administrative Services Dept., Human Resources - TC Croone, Chief People Officer
INFORMATIONAL MEMORANDUM
To: City Council
From: TC Croone, Deputy Director of Administrative Services and Chief People Officer
CC: Mayor Thomas McLeod
Date: January 7, 2025
Subject: Teamsters 117 Labor Agreement — Police Officers 2025-2027
ISSUE
Consideration and approval of the Teamsters 117 Police Officers labor agreement for 2025-2027
BACKGROUND
The current labor agreements with Teamsters 117 expired on December 31, 2024. The City and the
Union have reached agreement for 2025-2027.
DISCUSSION
The contract has been voted on and passed by the Union membership.
RECOMMENDATION
The Council is being asked to consider and approve the contracts at the January 27, 2025 special
meeting.
ATTACHMENT
Teamsters 117 Police Officers Labor Agreement 2025-2027
Tukwila City Hall • 6200 Southcenter Boulevard • Tukwila, WA 98188 • 206-433-1800 • Website: TukwilaWA.gov
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TUKWILA POLICE -COMMISSIONED
LABOR AGREEMENT
between the CITY OF TUKWILA
and TEAMSTERS LOCAL 117 representing the
TUKWILA POLICE OFFICERS
Effective
2025-2027
FG: 103220371.2
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Table of Contents TO BE UPDATED
PREAMBLE 3
ARTICLE 1 - RECOGNITION AND BARGAINING UNIT 3
ARTICLE 2 - GUILD MEMBERSHIP AND DUES DEDUCTION 4
ARTICLE 3 - WORKING OUT OF CLASSIFICATION 5
ARTICLE 4 - HOURS OF WORK 5
ARTICLE 5 - SALARIES 17
ARTICLE 6 - PREMIUM PAY 17
ARTICLE 7 - DEPARTMENT WORK RULES 19
ARTICLE 8 - CLOTHING/EQUIPMENT 20
ARTICLE 9 - SICK LEAVE 24
ARTICLE 10 - HOLIDAYS 26
ARTICLE 11 - EDUCATION ALLOWANCE 28
ARTICLE 12 - MASTER POLICE OFFICER PLAN 29
ARTICLE 13 - SENIORITY 32
ARTICLE 14 - VACATIONS 32
ARTICLE 15 - PENSIONS 34
ARTICLE 16 - MEDICAL COVERAGE 34
ARTICLE 17- PROBATIONARY PERIOD 36
ARTICLE 18 - DISCIPLINARY PROCEDURES 37
ARTICLE 19 - MANAGEMENT RIGHTS 39
ARTICLE 20 - GRIEVANCE PROCEDURE 41
ARTICLE 21 - NO STRIKE 43
ARTICLE 22 - LEAVES 43
ARTICLE 23 - INDEMNIFICATION 44
ARTICLE 24 - SAVINGS CLAUSE 44
ARTICLE 25 - ENTIRE AGREEMENT 45
ARTICLE 26 - SAFETY 45
ARTICLE 27 - DURATION OF AGREEMENT 46
APPENDIX "A" -WAGE SCHEDULES 2022-2024 48
APPENDIX "B" - MPO SCHEDULES 2022-2024 49
FG: 103220371.2
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PREAMBLE
This mutual agreement has been entered into by the Teamsters Local 117
representing Tukwila Police Officers (hereinafter referred to as "Union"), and the
City of Tukwila (hereinafter referred to as "City" or "Employer"). The purpose of this
Agreement is the promotion of harmonious relations between the Union and the
City; the establishment of equitable and peaceful procedures for the resolution of
differences; and the establishment of rates of pay, hours of work, and other terms
and conditions of employment.
ARTICLE 1 - RECOGNITION AND BARGAINING UNIT
SECTION 1.1 Union. The City of Tukwila recognizes the Union as the
exclusive bargaining representative of the Police Department for all employees in
positions certified by the PERC as being within the Union'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 Union
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 their designee, and the time is mutually agreed
upon. For the purposes of negotiations with the Employer, the number of official
representatives of the Union shall be limited to four members.
SECTION 1.3 Union Business. The City shall afford Union representatives a
reasonable amount of time while on -duty status to consult with appropriate
management and/or aggrieved employees, provided that the Union 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 Union business with Employer, the Union will notify the Employer as to
its official representative(s).
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FG: 103220371.2
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ARTICLE 2 - UNION MEMBERSHIP AND DUES DEDUCTION
SECTION 2.1 Notification. All employees working in the bargaining unit shall
have the right to become a member of the Union. The City will inform new, transferred,
promoted, or demoted employees prior to appointment into positions included in the
bargaining unit of the Union's exclusive representation status.
SECTION 2.2 Union Orientation. Within seven (7) calendars days of a new,
transferred, promoted, or demoted employee being appointed to a position within the
bargaining unit, the Union will be allowed thirty (30) minutes of presentation time for
the purpose of orienting the employee to Union membership.
SECTION 2.3 Union Dues and Fees. The Employer, upon voluntary written
authorization of the employee, shall deduct from the first pay received each month by
such employee, the union dues, initiation fees and assessments for the current
month and promptly remit same to the appropriate officer of the Union. If dues are
not deducted in one month for any reason, they shall be deducted the following pay
period. The amount of such dues, fees and assessments are those currently in
effect or as may hereinafter be established. The City will deduct the dues, fees, and
assessments on the first pay day in the month. When an employee quits, is
discharged or is laid off, any of the foregoing amounts due will be deducted from the
last pay payable. The Employer will honor the terms and conditions of each
employee's signed payroll deduction authorization card.
SECTION 2.4 Dues Cancellation. Employees may cancel their payroll
deduction by written notice to the Union in accordance with the terms and conditions
of their signed payroll deduction authorization card. The Union will provide the
Employer notice of all employees who are eligible for cancellation. The cancellation
will become effective on the second pay period after receipt of confirmation from the
Union that the terms of the employee's signed payroll deduction authorization card
regarding cancellation have been met.
SECTION 2.5 Teamsters Legal Defense Fund. The Employer agrees to
deduct from the paycheck of each member covered by this Agreement who has so
authorized it by signed notice submitted to the Employer, the necessary fee,
assessment, and regular monthly fee to provide the Teamsters Legal Defense Fund.
The Employer shall transmit such fees made payable to "Teamsters Legal Defense
Fund" sent to American Legal Services, Inc.
SECTION 2.6 Indemnification/Hold Harmless. The Union and employees
covered by this agreement agree to indemnify, defend and hold harmless the
Employer from any and all claims and liabilities, including legal fees and expenses
FG: 103220371.2
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incurred by the Employer in complying with this Article and any issues related to the
deduction of dues and fees, unless such error was caused by the Employer's failure
to maintain accurate records after receiving notification of a cancellation of
deductions. The Union shall refund to the Employer any amounts erroneously paid
by the Employer to the Union as union dues, initiation fees and/or assessments,
upon presentation of proper evidence.
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, they 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 they are 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 their 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). Except in an emergency,
an employee may not be compelled to work more than sixteen (16) hours in a
twenty-four (24) hour period.
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FG: 103220371.2
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SECTION 4.2 SCHEDULES.
A. Hours of Work
1. Patrol Division - 12-Hour Work Schedule
FG: 103220371.2
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 Union 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. Meal/Break Period
The parties mutually agree that 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.
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.
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5. Rest Periods
The parties agree it is mutually beneficial to officer safety and the
quality of service to provide at least nine (9) consecutive hours of rest
for commissioned officers between scheduled work shifts. To ensure
such, the parties agree to the following:
A. The City will make every effort when scheduling
employees to provide at least a nine (9) hour consecutive rest
period between normally scheduled work shifts. If an
employee is mandated by the City to work overtime (e.g.,
court overtime, call out) and the employee's next work shift
begins during the nine (9) hour rest period following the
overtime work, the employee will not be required to report
back to work until the end of such rest period. The employee
will not have their shift extended as a result of the operation
of this paragraph and the employee will be paid at the regular
straight time rate for all hours they were scheduled but did not
work because of the nine (9) hour rest period. Officers must
notify department supervision in advance when they are
going to take the nine (9) hour rest period. This paragraph
does not apply when mandated overtime begins three (3) or
less hours before the start of the employee's next work shift.
B. Employees shall not work off -duty overtime shifts which
would:
1. Result in less than nine (9) hour consecutive rest
period between shifts, or
2. Result in the employee working more than sixteen (16)
hours in a twenty-four (24) hour period.
C. This provision shall not apply during emergencies.
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
FG: 103220371.2
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The Chief agrees to discuss any staff configuration changes with the
Union prior to making any long-term adjustments in staffing levels. The
Union recognizes the ultimate right of the Chief to adjust staff levels
within the department.
2. Staffing Administration and Leave Requests
At the time of ratification, minimum staffing levels for patrol are one (1) supervisor
and five (5) officers.
It is the intent of the City to staff patrol shifts at one (1)
supervisor and nine (9) officers during shift bid. When a
patrol shift is staffed at one (1) supervisor and nine (9)
officers, the City will allow vacation requests to three (3)
employees during vacation bid.When a patrol shift is staffed
at one (1) supervisor and eight (8) officers or less, the City
will allow vacation requests down to one (1) supervisor and
five (5) officers on each on -duty patrol squad during
vacation bid.
One (1) officer assigned to the patrol division will be allowed to be on vacation
during vacation bid from 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.
After the completion of the vacation bid, secondary vacation requests will be
considered on a first come, first serve basis. Except in an emergency, the City will
approve a secondary vacation request as long as it would not bring on duty staffing
levels below one (1) supervisor and six (6) officers up to two (2) hours prior to the
shift. If there is no one scheduled off on vacation, one (1) officer assigned to the
patrol division will be allowed to be on vacation from each shift as long as it
would not cause the on -duty patrol squad to go below one (1) supervisor and
five (5) officers. If there is already a member scheduled off on vacation for a shift,
officers may utilize a pending day (p-day) which will be assessed and, absent an
emergency, approved within two hours of the shift if the approval would not cause
the on -duty patrol squad to go below one (1) supervisor and five (5) officers.
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, 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.
FG: 103220371.2
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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 their 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) and the dog remains in their care, 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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FG: 103220371.2
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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 their 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 their regular pay rate in one day.
B. Patrol Officers shall be paid at the rate of time and one-half their
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 their regular pay rate in any twenty-four hour
period. However, employees who are granted the Rest Period
provision in Section 4.2A5 or 4.9B 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 themself 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.
FG: 103220371.2
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An employee who is required to work outside their regular shift, or on
their 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 their
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.
See Section 4.2 for Rest Period Provisions that may apply following
callback and court appearances.
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.
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
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FG: 103220371.2
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paid for their travel or commute to their residence after their duties have been
completed. See Section 4.2 for Rest Period Provisions that may apply
following call -ins. The nine (9) hour rest period will not apply if the call in
begins three (3) or less hours before the start of the employee's next work
shift.
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
Union 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 Union agree that the use of
standby time shall be minimized consistent with sound law enforcement practices
and the maintenance of public safety. Standby assignments shall be for a fixed, pre-
determined period of time not to exceed 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.
B. Compensatory Time Rate.
FG: 103220371.2
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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
10 shall be paid by July 10. Any hours remaining on December 31 shall be paid on
January 10. 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.
1. A "shift" or "regularly assigned shift" is scheduled hours that
remain the same for an employee week after week. "Regularly
scheduled days off' or "weekends" are the days off that remain
the same for an employee week after week.
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FG: 103220371.2
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FG: 103220371.2
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
Union Executive Board, and the employee.
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.
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7. The employee and the Union 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 Union 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, anine (9) hour rest period is defined as, 9-hours prior
to the start or 9-hours from the end time of the training. It does not
always equal 9-hours of paid time off.
1. Training on First Work Day
Training will be paid at time -and -one-half. There will be a
nine(9) hour rest period (admin time) prior to the start of training
and a nine (9) 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 they were scheduled on the 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 their shift extended as a
result of this paragraph. Officers must notify Department
supervision when they are going to take a nine (9) hour rest
period.
2. Training Mid -week
Training will be paid at straight time. There will be a nine (9) -
hour rest period (admin time) prior to the start of training and a
nine (9) hour rest period (admin time) following the end of
training. Following the nine (9) 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
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FG: 103220371.2
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will not report back to work between the training days. The
patrol officer will not have their 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 nine (9)
hour rest period.
3. Training on Last Work Day
Training will be paid at time -and -one-half. There will be a nine
(9) hour rest period before the beginning of the training.
Officers must notify the department supervision in advance
when they are going to take the nine (9)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 nine9)
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 their regular assignment
at the conclusion of training. In the event the employee is not required
to report back to their 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 night
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 night shift 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
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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
Special Emphasis Unit
Detective
Recruiting Officer
School Resource Officer
Special Weapons and Tactics (SWAT)
Traffic Officer
Training Officer
VNET Detective
Corporal [BARGAINING NOTE: The parties are currently working on an MOU
to detail the establishment of a Corporal program.]
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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 two percent (2.0%) of
the employee's monthly wage and apply when FTO work assignments are made by
the Chief or designee. An additional three percent (3.0%) premium shall apply when
actively assigned a trainee. .
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 Chiefs
discretion.
SECTION 6.3 SWAT Pay. The SWAT premium pay can be stacked with
another premium in Article 6.1 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 when performing
instructor duties.
SECTION 6.5 Night Shift Differential Pay. The Night Shift differential pay
shall be two percent (2%) of the employee's monthly wage and shall only be paid to
employees regularly assigned to night shift. If a night shift officer is temporarily
reassigned to day shift for more than thirty (30) days, the differential shall cease
until the officer is returned to the Night Shift patrol assignment.
SECTION 6.6 Civil Disturbance Unit Pay. The CDU premium pay shall be
five percent (5.0%) of the employee's monthly wage. When CDU work assignments,
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either active duty or training, are made by the Chief, or designee, the CDU pay will
apply.
SECTION 6.7 Valley Independent Investigation Team Lead Pay. The VIIT
Lead premium pay shall be five percent (5.0%) of the employee's monthly wage.
The VIIT Lead pay will apply when performing VIIT Lead duties.
SECTION 6.8 Accreditation Pay. The accreditation pay shall be one percent
(1.0%) of the employee's monthly wage and shall be paid as long as the agency
maintains its accreditation.
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.
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 Union, with a
copy to the Deputy City Administrator.
Should either party (through the Union 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
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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, except
as otherwise required by law. 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 their original personnel file in its
entirety upon request. The Police Chief and City Administrator shall
have access to the individual personnel files in the normal course of
their responsibilities. At the discretion of the Chief or their 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 Union at the
request of the affected employee.
C. Employee rights. Employees shall have the right to review any and
all items placed in their personnel file and shall have the right to
request of the Chief that any complaint be withdrawn. In the event that
such complaint is not withdrawn if such request is made, the employee
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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 their 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 their 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 Union have developed the following list of
the 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
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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. Plain clothes assignments:
One (1) Hidden agenda jacket
One (1) Undercover holster, cuff case, ammo pouch
One (1) Coveralls
One (1) Load bearing vest
Credential wallet & badge
C. 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 Bicycle footwear
One (1) pair Eye protection
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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
D. 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
E. 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 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.
SECTION 8.3 Jumpsuits. The City will provide one jumpsuit to any new hire
after they complete probation. For jumpsuit replacement, the City will maintain a list
of the dates of when an officer last had a jumpsuit purchased. Beginning on January
1st of each year, 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. 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. Additionally, the City will replace any jumpsuit that is destroyed in
the course of an officer's duties.
SECTION 8.4 Dry Cleaning. The City will pay $250 per year directly to
employees and employees will pay for dry cleaning.
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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, K-9, Traffic Unit, SWAT Team, and SEU Team Detective .
A. Other non -patrol 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 their 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 their 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 9.1 LEOFF II. 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
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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. Full-time and part-time employees shall receive
"sick leave" buyout for hours above the annual carry over limit at the end of
each year into their VEBA account. The buyout rate is twenty-five percent (25%)
of the value of the hours.
Sick leave may be used for any authorized purpose under RCW 49.46.210.
SECTION 9.2 Separation of Employment. In the event an employee
terminates their employment, or such employment is terminated for any reason
whatsoever with the Employer prior to using their accumulated sick leave time, they
shall be entitled to pay equal to twenty-five percent (25%) of the amount payable for
any unused sick leave unless terminated during the probationary period. The
twenty-five percent (25%) will be put into the employee's VEBA. 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 9.3 Domestic Partner Benefits. Employees will be eligible for
domestic partner benefits in accordance with changes in City Policy.
SECTION 9.4 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 9.5 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.
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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
Last Monday in May Memorial Day
June 19............................................... Juneteenth
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- forty (140) holiday hour bank
during each anniversary year of the current collective bargaining
agreement in lieu of receiving holidays under Section 10.1A above.
Seventy (70) of these hours shall credited on January 1 and
seventy (70) 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 10 shall be paid by July 10. Any hours remaining on
December 31 shall be paid on January 10. Holiday pay will be
calculated at the employee's straight time rate of pay.
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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. (SEU 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
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
their regular rate of pay for the remainder of their ten (10)
hour shift.
Holiday pay will be calculated at the employee's straight time
rate of pay.
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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.
Approved fields of study:
1. 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 Union represented employees, as a group, shall not exceed
$15,000 in any calendar year. Tuition reimbursement shall be applicable to
undergraduate study.
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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.
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.
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Master Police Officer 3 (MPO 3)
1. 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.
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.
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FG: 103220371.2
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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
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 120 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.
OR
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 their
qualifications, including the most recent performance appraisal.
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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, they will be returned to the next lowest
position below the one they are currently in. They 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
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
Completed Hours
1 96
2 96
3 96
Years Vacation
Completed Hours
16 176
17 176
18 184
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4 96
5 112
6 120
7 128
8 128
9 136
10 136
11 152
12 160
13 160
14 176
15 176
19 184
20 184
21 184
22 192
23 192
24 192
25 192
26 200
27 200
28 200
29 200
30 200
30+ 200
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.
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FG: 103220371.2
93
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.
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 their dependents
under the City of Tukwila's Self -Insured Medical Plan. The City will pay
100% of the cost of medical coverage for all bargaining unit members.
Officers will pay through wage deduction ten percent (10%) of the cost of
medical coverage for dependents. 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.
B. Kaiser-Permanente. For employees who elect medical coverage through
Kaiser-Permanente, the Employer shall pay 100% of the cost of medical
coverage for all bargaining unit members and 90% of the cost of medical
coverage for their eligible dependents, 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
34
FG: 103220371.2
94
monthly premiums increase more than the stated amount in a year, the
Employer or the Union 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 Union 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.
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 11 Disability Insurance. With respect to LEOFF II officers,
the Union 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 Union 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 Union each reserve the right to open negotiations in the event healthcare
reform legislation, including the Affordable Care Act (ACA), mandates changes
35
FG: 103220371.2
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unanticipated by the parties. The purpose of such negotiations shall be to reach
agreement on a mutually acceptable alternative medical option(s).
SECTION 16.9 Domestic Partner Benefits. Employees will be eligible for
Domestic partner benefits in accordance with changes in City Policy.
Section 16.10 Teamsters Retirees' Welfare Trust.
Teamsters Retirees' Welfare Trust
Based on December 2024 hours, effective January 1, 2025 and on a monthly basis
thereafter, the City shall pay the sum of one hundred seventy five dollars ($175.00)
per month for benefits under the "RWT-XL Plan" during the period this Collective
Bargaining Agreement is in effect, the City agrees to remit payment to the Retirees
Welfare Trust, c/o NORTHWEST ADMINISTRATORS, INC., for each employee who
received compensation for eighty (80) hours or more in the previous month.
Maintenance of Benefits
The Trustees of the Washington Teamsters Welfare Trust or the Retirees Welfare
Trust may modify benefits or eligibility of any plan (i.e. for the purpose of cost
containment, cost management, or changes in medical technology and treatment). If
increases are necessary to maintain the current benefits or eligibility, or benefits or
eligibility as modified by the Trustees during the life of the Agreement, the City will pay
such increases up to eight percent (8%) in a year. If an increase of more than eight
percent (8%) in a year is necessary, the parties will meet to negotiate responsibility for
payment of the increase in excess of eight percent (8%).
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.
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FG: 103220371.2
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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.
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 they are suspected of:
1. Committing a criminal offense;
2. Misconduct that would be grounds for termination,
suspension, or demotion; and,
3. That they have the right to Union representation during the
interview.
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FG: 103220371.2
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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 they are a
witness or suspect before any interview commences.
F. Any employee assigned to administrative leave as a result of a disciplinary
investigation will be placed and maintained on paid leave for the duration
of the administrative leave. Administrative leave for a disciplinary
investigation shall only be used when the Chief of Police, or designee,
determines the alleged misconduct is so serious in nature as to warrant
the removal of the employee from work. The Chief of Police or designee
shall state in writing the nature of the alleged misconduct supporting the
administrative leave.
G. 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.
H. 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
interview shall be provided an exact copy of any written statement they
have signed, and a copy of the officer's taped/transcribed (if made)
interview.
Interviewing shall be completed within a reasonable time and shall be
done under circumstances devoid of intimidation or coercion. In all
disciplinary interviews, the employee shall be afforded an opportunity and
facilities to contact and consult privately with an attorney of their own
38
FG: 103220371.2
98
choosing, before being interviewed. Such opportunity to contact and
consult privately with a private attorney shall not unduly delay the
disciplinary interview.
The employee shall be entitled to such reasonable intermissions, as they
shall request for personal necessities, meals, telephone calls and rest
periods. The employee may be represented by either a private attorney or
the Union during the interview, but not both.
J. 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.
K. The employee will not be threatened with dismissal or other disciplinary
punishment as a guise to attempt to obtain their resignation, nor shall they
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.
L. No employee shall be required to unwillingly submit to a polygraph test.
M. 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.
N. 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.
ARTICLE 19 - MANAGEMENT RIGHTS
SECTION 19.1 The Union 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.
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FG: 103220371.2
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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.
D. Police Chief. The responsibility of the Chief of Police and their delegates
governed by Ordinance, Civil Service rules and Departmental rules, and
as provided for in this Agreement, as follows:
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.
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FG: 103220371.2
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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 Union on behalf of an employee or employees or on its own behalf with regard to
matters effecting the Union 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 Union 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 Union 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
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
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FG: 103220371.2
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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 Union 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 their designee by a Union
representative within (14) calendar days after receipt of the Chief's answer
in Step 2. The Mayor or their 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 Union. 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 Union 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 their appointment
unless the parties mutually agree to extend the hearing date 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.
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FG: 103220371.2
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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 Union nor
any officer, agent, or employee will instigate, promote, sponsor, engage in, or condone
any strike (including sympathy strike), slowdown, concerted stoppage of work, or "sick-
outs".
SECTION 21.2 Union Official Responsibility. Each employee who holds the
position of officer or Executive Board Member of the Union occupies a position of
special trust and responsibility in maintaining and bringing about compliance with the
provisions of this Article. In the event of a violation of Section 21.1 of this Article, the
Union agrees to inform its members of their obligations under this Agreement, and to
direct them to return to work.
ARTICLE 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
applicable law.
Military Leave. Military leave shall be granted in accordance with
43
FG: 103220371.2
103
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 their 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 their 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 Bereavement Leave. An employee who has a member of their
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.
ARTICLE 23 — INDEMNIFICATION
SECTION 23.1 In accordance with RCW 4.96.041 and Chapter 2.105 of the Tukwila
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 their 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.
ARTICLE 24 - SAVINGS CLAUSE
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FG: 103220371.2
104
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 Union security provisions, in
which case, the provisions of Article 20 shall prevail. The Employer agrees that in the
event that any provision of Civil Service Rules and Regulations are suspended,
abolished or modified, collective bargaining shall proceed immediately with respect to
any items 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.
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 Union, for the duration of this Agreement, each voluntarily and
unqualifiedly agree to waive the right to oblige the other party to bargain with respect to
any subject or matter not specifically referred to or covered in this Agreement.
ARTICLE 26 — SAFETY
SECTION 26.1 The Union and City agree that the physical fitness of Union members is
important to their health and safety. The City and the Union will both support and
encourage employees to be physically active and to be involved in a personal program
of regular exercise.
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FG: 103220371.2
105
ARTICLE 27 - DURATION OF AGREEMENT
SECTION 27.1 Effective Date and Duration. Unless otherwise provided herein,
this Agreement shall become effective January 1, 2025, and shall remain in force until
December 31, 2027.
SECTION 27.2 Conflicts. When there is a conflict between any collective
bargaining agreement reached by an employer and a bargaining representative on a
Union security provision and any charter, ordinance, rule or regulation adopted by the
public employer or its agents, including but not limited to a civil service commission, the
terms of the collective bargaining Agreement shall prevail.
CITY OF TUKWILA TUKWILA POLICE OFFICERS' GUILD
Thomas McLeod, Mayor Paul Drascher, Secretary Treasurer
Date: Date:
Attest:
Andy Youn, City Clerk
APPROVED AS TO FORM:
City Attorney
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FG: 103220371.2
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FG: 103220371.2
107
POLICE COMMISSIONED AGREEMENT
TUKWILA POLICE OFFICERS' UNION
AND
THE CITY OF TUKWILA
APPENDIX "A" -WAGE SCHEDULES 2025-2027
Effective January 1, 2025, base salaries in effect on December 31, 2024, for Police
Officers shall be increased by four percent (4%).
Effective January 1, 2026, base salaries in effect on December 31, 2025, for Police
Officers shall be increased by 100% of the Seattle Tacoma Bellevue CPI-W June for the
period of 2024 to 2025, with a two percent (2%) minimum and a five percent (5%)
maximum.
Effective January 1, 2027, base salaries in effect on December 31, 2026, for Police
Officers shall be increased by 100% of the Seattle Tacoma Bellevue CPI-W June for the
period of 2025 to 2026, with a two percent (2%) minimum and a five percent (5%)
maximum.
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.
Deferred Compensation. Effective the first pay period after ratification by both parties,
the Employer shall contribute a $200.00 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 [ TO BE UPDATED]
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FG: 103220371.2
108
APPENDIX "B" - MPO SCHEDULE
Calculations for year 2025
2025 Police Salary Grid
Title
Differential
Grade
Step
Monthly
Hourly
Police Officer 5
ppo
1
$8,201
$47.31
Police Officer 4
ppo
2
$8,635
$49.82
Police Officer 3
ppo
3
$9,074
$52.35
Police Officer 2
ppo
4
$9,519
$54.92
Police Officer 1
ppo
5
$9,996
$57.67
Police Officer 1 (6+ yrs)
2.0% of P01
ppo
6
$10,196
$58.82
Police Officer 1 (9+ yrs)
3.0% of P01
ppo
7
$10,296
$59.40
Police Officer 1 (12+ yrs)
4.0% of P01
ppo
8
$10,396
$59.98
Police Officer 1 (15+ yrs)
5.0% of P01
ppo
9
$10,496
$60.56
Police Officer 1 (18+ yrs)
6.0% of P01
ppo
10
$10,596
$61.13
Police Officer 1 (21+ yrs)
7.0% of P01
ppo
11
$10,696
$61.71
MPO 3 (6+ yrs)
2.5% of P01
mpo3
1
$10,246
$59.11
MPO 3 (9+ yrs)
3.5% of P01
mpo3
2
$10,346
$59.69
MPO 3 (12+ yrs)
4.5% of P01
mpo3
3
$10,446
$60.27
MPO 3 (15+ yrs)
5.5% of P01
mpo3
4
$10,546
$60.84
MPO 3 (18+ yrs)
6.5% of P01
mpo3
5
$10,646
$61.42
MPO 3 (21+ yrs)
7.5% of P01
mpo3
6
$10,746
$62.00
MPO 2 (9+ yrs)
5.0% of P01
mpo2
1
$10,496
$60.56
MPO 2 (12+ yrs)
6.0% of P01
mpo2
2
$10,596
$61.13
MPO 2 (15+ yrs)
7.0% of P01
mpo2
3
$10,696
$61.71
MPO 2 (18+ yrs)
8.0% of P01
mpo2
4
$10,796
$62.29
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FG: 103220371.2
109
MPO 2 (21+ yrs)
9.0% of P01
mpo2
5
$10,896
$62.86
MPO 1 (12+ yrs)
7.5% of P01
mpol
1
$10,746
$62.00
MPO 1 (15+ yrs)
8.5% of P01
mpol
2
$10,846
$62.57
MPO 1 (18+ yrs)
9.5% of P01
mpol
3
$10,946
$63.15
MPO 1 (21+ yrs)
10.5% of P01
mpol
4
$11,046
$63.73
Calculations for year 2025 to be completed [TO BE UPDATED]
X. P01
After 6
Yr.
After 9
Yr.
After 12
Yr.
After 15
Yr.
After 18
Yr.
After 21
Yr.
%xPO
1
%xPO
1
%xPO1
%
xPO1
%xPO1
%xPO1
Career
Officer
No MPO
2.0%
3.0%
4.0%
5.0%
6.0%
7.0%
$
$
$
MPO3
2.5%
3.5%
4.5%
5.5%
6.5%
7.5%
$
$
$
$
$
MPO2
5.0%
6.0%
7.0%
8.0%
9.0%
$
$
$
$
MPO1
7.5%
8.5%
9.5%
10.5%
$
$
$
50
FG: 103220371.2
110
Appendix B
Health ReimbursementNEBA
All Officers are required to participate in the City of Tukwila HRA VEBA plan. New
Officers shall become plan participants the first of the month following appointment to
their position.
Each Officer shall contribute $50 per month ($25 per pay period) into their HRA VEBA
account for the duration of the 2025-2027 collective bargaining agreement, through
payroll deduction.
Additional HRA VEBA contributions include:
• Sick leave excess — Per Article 9.1, Officers who exceed seven hundred and
twenty (720) hours of accumulated sick leave at the end of the calendar year will
receive twenty-five percent (25%) of the value of the accrued, unused hours
above seven hundred and twenty (720) into their individual HRA VEBA account.
• Sick leave pay upon separation of employment — Per Article 9.2, upon an
Officer's separation of employment from the City, the City will contribute twenty-
five percent (25%) of the amount payable for any unused sick leave into their
individual HRA VEBA account.
51
FG: 103220371.2
111