HomeMy WebLinkAbout25-067 - Contract - Teamsters 117 - 2025-2027 Collective Bargaining Agreement (Police Officer)25-067
Council Approval 1/6/25
By and Between
TEAMSTEKS LOCAL UNION NO. 117
Affiliatted With The
Imittea itat omial Brotherhood of Teamsters
REPRESENTING THE POLICE OFFICER
An
CITY OF TLTKWILA
Tersn of Agreement
.January 1, 2425 - Deceanber 311, 2027
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FG: 103220371.2
Table of Contents
PREAMBLE..... - I .......... I ...... I ...... - ............. __ ...... ............. ....... ........ ................... ....... 3
ARTICLE I - RECOGNITION AND BARGAINING UNIT ...............................................
3
ARTICLE 2 - UNION MEMBERSHIP AND DUES DEDUCTION .....................................
3
ARTICLE 3 - WORKING OUT OF CLASSIFICATION .......................................... _ .......
4
ARTICLE 4 - HOURS OF WORK .......................................................... - ................... ................
5
ARTICLE 5 - SALARIES ........................................... __ ........ ........................................
14
ARTICLE 6 - PREMIUM PAY ........................................................ ............ .................
14
ARTICLE 7 - DEPARTMENT WORK RULES ........... .................. ................... _._ .....
16
ARTICLE 8 - CLOTH ING/EQUIIPMENT ................ ........................................ .........
17
ARTICLE 9 - SICK LEAVE . ........... ............................................. .................................
20
ARTICLE 10 - HOLIDAYS ..................................................................................................
21
ARTICLE 11 -EDUCATION ALLOWANCE ............................................................... .....
23
ARTICLE 12 - MASTER POLICE OFFICER PLAN ...................................... .......... _...
24
ARTICLE 13 -SENIORITY ..................................................................................... ....
27
ARTICLE 14 -VACATIONS ......................................................................... I ... I ..............
27
ARTICLE 15 - PENSIONS .............................................................................................
28
ARTICLE 16 - MEDICAL COVERAGE ................................ .........................................
28
ARTICLE 17- PROBATIONARY PERIOD .................................................. ....... ... - -
30
ARTICLE 118 - DISCIPLINARY PROCEDURES . ......................................................... .....
31
ARTICLE 19 - MANAGEMENT RIGHTS .........................................................................
33
ARTICLE 20 - GRIEVANCE PROCEDURE .............................. ... _ .............................
35
ARTICLE 21 - NO STRIKE ............ ......... ........ ....................... ............... ............. .....
37
ARTICLE 22 - LEAVES ......................... .............................. ....... ..............................
37
ARTICLE 23 - INDEMNIFICATION .. ..................................................................................
38
ARTICLE 24 - SAVINGS CLAUSE ....................................................................... ..........
38
ARTICLE 25 - ENTIRE AGREEMENT ..................................................... ...... _ ...............
38
ARTICLE 26 - SAFETY, .......................... ...... ............................ - .................... ........
319
ARTICLE 27 - DURATION OF AGREEMENT ................................................ ........... _
39
APPENDIX '"A" -WAGE SCHEDULES 2025-202,7 .................................................
40
APPENDIX "B" - MPO SCHEDULE .............................................. ........... ...... ..............
42
APPENDIX "C" - HEALTH REIMBURSEMENTNEBA .... ....... ............................
42
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FG.- 103220371,2
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.
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 Publlic 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 Civill 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).
ARTICLE 2 - UNIONI 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. Thee Employer, upon voluntary written
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FG: 103220371.2
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 Ulnion 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
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.
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FG'103220371.2
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.
SECTION 4.2 SCHEDULES.
A. Hours of Work
1. Patrol Division - 12 -Hour Work Schedule
Such schedule shall be three (3) consecutive twelve (12) hour days worked
followed by four (4) consecutive days off followed by four (4) consecutive
twelve (12) hour days worked followed by three (3) consecutive days off
during each fourteen (14) day period. The FLSA work period shafl 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 andl 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.
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FG103220371.2
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.
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,
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
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17G, 103220371.2
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 (2) 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.
C. Shift Changes Between Officers
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FG. -I 10322037L2
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 forty (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
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.
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FG: 103220371.2
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 andl 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 4.913 will be
compensated at the rate of time and one-half, and not at the double time
rate for hours worked for attending court or mandatory training.
C. Callback Authorization.
Requests for off-duty employees to activate to on -duty status must be
approved by the on -duty supervisor of Command Staff.
Employees are not authorized to activate themselves for administrative
duties or law enforcement duties without specific pre- authorization from a
Sergeant or Command Staff. Pre- authorization does not pertain to police
emergency situations where an "off-duty"' officer needs to activate 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,.
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
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FG: 103220371.2
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 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,
9180, 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
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FG: 103220371.2
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. CompensatoryTime Rate
The granting of compensatory time in lieu of overtime will be at the rate of
one -and -one-half hours, for each overtime hour worked.
C. Maximum Compensatory Time Accrual
Individual accrual of compensatory time in lieu of overtime shall not exceed
forty-eight (48) hours (i.e,., 32 hours at time -and -one-half).
SECTION 4.8 Kelly Days. Patrol Officers will be granted one hundred ten (110)
hours annually to compensate for the difference between the scheduled hours, in the
Patrol Work Schedule and the scheduled hours in Non -Patrol Work Schedules. These
hours will be referred to as "Kelly Days" (andbe 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
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.
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
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FG: 103220371.2
outside the employee's regularly assigned shift. The schedule does not
apply to court time.
As used herein, a nine (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.
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 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
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FG.- 103,220371.2
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
reTAFNIT91M
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, 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 consistentwith 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
I
assigned to the, following specialties:
Auto Theft Task Force Detective
Canine
Special Emphasis Unit
Detective
Recruiting Officer
W11
FG.- 10322037 12
School Resource Officer
Special Weapons and Tactics (SWAT)
Traffic Officer
Training Officer
VNET Detective
Corporal
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 F'TO 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 (1,0%). If
such a shift adjustment is necessary, it shall be done at the Chief's discretion.
SECTION 6.3 SWAT Pay. The SWAT premium pay can be stacked with another
premium 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, 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 VITT Lead
premium pay shall be five percent (5.0%,) of the employee's monthly wage. The MIT
Lead pay will apply when performing VI IT 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.
19
FG: 103220371.2
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 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
16
FG: 103220371,2
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 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 ' h 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. Alll Bargaining Unit Employees:
Five (5) Uniform Shirts (at least one shirt will be long sleeve)
Three (3) Uniform Pants
One (1) Uniform Jacket
17
FG: 103220371,2
One (1) Uniform Dress Hat
One (1) Baseball Hat
One (1) Uniform Tie
One (1) Uniform Tie Clasp
One (1) Uniform Jumpsuit (upon successful completion of probation)
One (1) Gore-Tex Uniform Raincoat
One (1) Duty Firearm
Two (2.) Sets of Handcuffs
One (1) Duty Baton
One (1) Duty OC Canister
One (1) Uniform Badge
One (1) Uniform Hat Badge
Five (5) Uniform Name Tags (sew on)
One (1) Uniform Name Tag (Pin Type)
One (1) Soft Body Armor (Threat Level 3A or Greater)
One (1) Flashlight with Charge
Two (2) Citation Book Holders Duty Belt
Pants Belt
Four (4) keepers Security holster
Double magazine pouch
Cuff case(s), either one (1) double or two (2) single cuff cases
OC case
Radio case
Key case
Glove case
Stick ring
Flashlight ring holder
B. Plain clothes assignments:
One (1) Hidden agenda jacket
One (1) Undercover holster, cuff case, ammo pouch
One (1) Coveralls
One (1) Load hearing 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) Lead 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
Two (2) Bike helmets
18
FG: 103220371.2
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 (1) 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 1 st of
each year, the City will contact the twenty (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 twenty
(20) choose to wait, the City will continue down the patrol list until there are twenty (201)
officers who request new jumpsuits. If'there are not twenty (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 two hundred fifty dollars ($250) per
year directly to employees and employees will pay for dry cleaning.
SECTION 8.5 Plain Clothes (Non -Uniformed) Assignments. Employees
assigned to a plainclothes Unit shall receive an annual clothing allowance in the amount
of three hundred fifty dollars ($350). The clothing allowance shall be paid in the
employee's first paycheck in December of each year. The clothing allowance shall be
prorated to reflect assignment to a plain clothes Unit for any period of less than a year.
SECTION 8.6 Assignment of Department Take -Home Vehicles. Bargaining unit
employees assigned to the following positions shall be issued take home vehicles,:
detective, K-9, Traffic Unit, SWAT Team, and SELL 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
19
FG: 103220371.2
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 3,5 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 thirty five (35) miles outside the City
limits.
ARTICLE 9 - SICK LEAVE
SECTION 9.1 LEOFF 11. Uniformed employees hired under the provisions of
LEOFF ll are excluded from the provisions of RCI 41.26.150 and shall receive sick leave
benefits as follows: LE,OFF 11 employees shall be entitled to and awarded twelve (12)
days of sick leave with pay upon date of employment with the Employer. Beginning with
the thirteenth (13th) month of continuous service,, each employee shall accrue one day of
sick leave with pay per calendar month of the employee's active service. A "day" for
purposes of sick leave accrual shall be the number, of hours, that the officer is, regularly
scheduled for a shift (i.e., 12 hours of sick leave accrual for officers who work the 12 hour
shift and 10 hours for officers who work the 10 hour shift). Employees will be allowed to
carryover 720 hours of sick leave at the end of each calendar year. 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 VERA 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.
NN
FG: 103220371.2
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 willl be placed on Leave Without Pay for the
hours not covered by any sick leave accrual.
ARTICLE 10 — HOLIDAYS
SECTION 10.1. Employees shall receive holidays in accordance with, existing City
ordinances, at times, which are mutually agreeable to both the Employer and the
employee.
A. Holidays Listed. The following are established as holidays:
January 1.. ....................................................... ...New Year's Day
Third Monday in January ......................Martin
Luther King's Birthday
Third Monday in February...........................................Presidents'
Day
Last Monday in May ............................
............ ......Memorial Day
June19 .....................................................................
Juneteenth
July 4... ..................................................................
-Independence Day
First Monday in September ..................................
.... ......1-abor 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
ng
agreement in lieu of receiving holidays under Section 10.1A above.
Seventy (70) of these hours shall credited on January I 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
21
M 103220371.2
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.
Upon: separation of employment, any unused holiday hours accrued
up to that point will be paid out on the final paycheck.
2. Non-PatroL Neon -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 Schedluled 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 (110) hour shift.
Holiday pay will] be calculated at the employee's straight time
rate of pay.
22
FG: 103220371 .2
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 two percent (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 four percent (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 f'ield(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.,
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 one hundred percent (100%)
of the total cost of tuition.
23
FG: 103220371.2
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 iinto a reimbursement agreement for
costs of specialized training. Reimbursement would be computed based upon term of the
agreement, which, shall not exceed twenty-four (24) months (i.e., 1/24th per month on a
24 -month contract). Training costs will be estimated at the time the contract is presented.
Actual repayment will be based on actual or estimated costs, whichever is lower.
ARTICLE 12 - MASTER POLICE OFFICER PLAN
SECTION 12.1 The Tukwila Police Department's Master Police Officer, Plan
recognizes the career police officer. The plans provide, the department with a number of
personnel who are highly trained in a variety of police duties. This program benefits both
the individual and the Department as a whole, through special projects, continuing
education and the overall and continued upgrading of personal knowledge. Eligibility for
the respective steps of'Master Police Officer are as follows.
Master Police Officer 3 (MPO 3)
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 (MPU 2)
24
F& 10322037L2
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 colilege 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..
ME
Successful completion of twelve (12) years of service with the
Tukwila Police Department and 288 hours of law enforcement
training (exclusive of basic Academy) through or approved by
WSCJTC or the Tukwila Police Department.
Master Police Officer 1 (MPO 1)
1. A performance rating of "meets standards" or above on the current
annual city performance appraisal.
2. Must have spent at least three (3) years in any one or more specialty
assignment, and/or have three (3) years' experience at the Sergeant
level, within the Tukwila Police Department. Specialty assignments
are detectives, traffic, K-9, crime prevention, research and
development, training, department instructor, School Resources
Officer, TAC Team (or equivalent team under a different name), Field
Training Officers, ESU (SWAT), and CDU, provided however, an
employee in CDU must have spent at least four (4) year in CDU to
25
FG: 103220371.,2
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.
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.
SECTION12.2 Eligibility
A., Notification. Each officer will notify the department, in wriit�ing, when
requesting Master Police Officer status. A review will be done of their
qualifications, including the most recent performance appraisal.
B. Re-application. Any officer who fails to meet the eligibility requirements will
be able to reapply after the next performance appraisal. Performance
appraisals will be done yearly on the employee's anniversary date. Should
the yearly performance appraisal not be completed, it shall be considered
waived for the affected period.
If a Master Police Officer fails to meet the requirements two (2) consecutive
evaluation periods, 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.
MA
M 103220371.2
ARTICLE 1 — SENIORITY
SECTION 13.1 Seniority. Beginning upon ratification by both parties, for entry level
officers, the date used for purposes of seniority shall be their sworn (fully commissioned)
date, not their, date of hire. For lateral hires, the date used for purposes of seniority shall
be their date of hire with the Tukwila Police Department. (This shall not apply
retroactively.)
Seniority (as set forth above) is intended to be used for matters such as vacation
scheduling and shift bidding; however, it is not intended to be used for matters such as
top step wages, vacation accruals, or longevity pay, which continue to be the date of hire
for all employees.
ARTICLE 14 —VACATIONS
SECTION 14.1 Vacation Hours. The following schedule shall govern with respect
to vacations:
Years
Vacation
Years
Vacation
Completed
Hours
Completed
Hours
1
96
16
176
2
96
17
176
3
96
18
184
4
96
19
184
5
1112
20
184
6
120
21
184
7
128
22
192
8
128
23
192
9
136
2'4
192
10
136
25
192
11
152
26
200
12
160
27
200
13
160
28
200
14
176
29
200
15
176
30
200
30+
200
Section 14.2 Vacation Rules. Annual vacations shall be subject to the
following rules:
27
FG 1 0132243 7 1.2
A. Minimum, The minimum vacation allowance to be taken by an employee
shall be fifteen (15) minutes.
B., Agreement. Vacations shall be granted at such times that are mutually
agreeable to both the Employer and employee.
C. Terminology. Temporary or intermittent employees who leave the
employment of the City and later are re-employed shall, for the purpose of
this Article, commence their actual service with the date of re-employment.
For the purpose of this Article, "actual service" shall be determined in the
same manner as for salary purposes.
D. Maximum. Maximum hours accumulations of vacation time shall not
exceed that which is equal to two years total at the highest eligible rate.
E. Pay upon death. On the death of an employee in active service, pay will
be allowed for any vacation earned in the preceding year and in the current
year and not taken prior to the death of such employee.
F. Leave of Absence. An employee granted an extended leave of absence,
which includes the next succeeding calendar year, shall be given pro -rated
vacation earned in the current year before being separated from the payroll.
SECTION 15.1 Pension benefits shall be received in accordance with RCW 41.26
as, currently in effect.
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-lnsured Medical Plan. The City will pay one hundred
percent (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.
28
FG: 103220371.2
B. Kaiser-Permanente. For employees who elect medical coverage through
Kaiser-Permanente, the Employer shall pay one hundred percent (100%)
of the cost of medical coverage for all bargaining unit members and ninety
percent (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 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 $1010 (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 (1100%) 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.
29
FG; 103220371.2
SECTION 16.5 LEOFF H 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 I I 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 unanticipated by
the parties. The purpose of such negotiations shall be to reach, agreement, on a mutually
acceptable alternative medical option(s).
SECTION 16.8 Domestic Partner Benefits. Employees will be eligible for Domestic
partner benefits in accordance with changes in City Policy.
SECTION 16.9 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
0
FG: 103220371.2
shall end one year from the date the employee completes the training academy and'
begins work in patrol. The probationary period upon promotion shall be one year from the
date of appointment. The probationary period shall be extended for the number of work
days equal to the number of work days an employee was absent in excess of 10 work
days during the probationary period; provided that the taking of scheduled and approved
vacation or compensatory time off shall not be counted toward the ten day period for
promotional probationers. The probationary period is an extension of the hiring process;
therefore, the provisions of this Article will not apply to employees if they are discharged
during their initial probationary period or are demoted during the promotional probationary
period for not meeting the requirements of the classification. Grievances brought by
probationary employees involving issues other than discharge or demotion may be
processed in accordance with Article 20.
SECTION 17.2 Lateral Hires. Lateral hires who have previously completed the
training academy shall have their probationary period begin on the date of hire. All other'
provisions of Section 1 above shall apply to lateral hires.
SECTION 17.3 Wage Progression. Employees shall progress through the wage
steps established in accordance with Appendix A of this Agreement.
ARTICLE 18 - DISCIPLINARY PROCEDURES
SECTION 18.1 It is, agreed that the Employer has the right to discipline, suspend or
discharge any employees for just cause. Employees are subject to the provisions
published as Administrative Policy, City Ordinances, City and State Civil Service Rules
and Regulations as they exist, and the terms of this Agreement, including the procedures
set forth in Section 18.2.
SECTION 18.2 The following procedures shall apply to: (a) provide prompt, just,
open and fair dispositions of complaints against employees of the Employer and, (b)
provide procedural protection to all employees during the complaint and dlisciplinary
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 forty eight (48) hours prior to the time
of the interview that they are suspected of:
1. Committing a criminal offense,
31
FG: 103220371.2
2, Misconduct that would be grounds for termination, suspension, or
demotion; and,
3. That they have the right to Union representation during the interview.
4. The general scope of the interview including the nature of the matter
in sufficient detail to reasonably apprise the employee of the matter
under investigation.
C. Any employee who becomes the subject of a criminal investigation may
have legal Counsel present during all interviews. Nothing in this agreement,
however, shall be deemed a waiver of an employee's right to Union,
representation. A criminal investigation as used herein shall be interpreted
as any action which could result in the filing of a criminal charge.
D. In criminal matters, employees will either be ordered to answer questions
or informed that they are not required to answer the employer's questions
as a condition of employment.
E. The employee shall be informed in writing as to whether 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.
32
FG: 1032203712
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 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.
33
FQ 1032203712
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.
3. To determine methods, means, and personnel necessary for
departmental operations.
4. To control the departmental budget.
34
FG: 10322037L2
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.
AMMIR =.
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
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 1
35
FG: 103220371.2
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 Chiefs 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
willl 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.
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.
36
FG: 103220371-2
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-
ou'ts".
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 responsibillity 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 Military Leave. Military leave shall be granted in accordance with
applicable law.
SECTION 22.3 Jury Leave. All employees covered by this Agreement who are
required to report for jury duty shall sign their jury duty checks over to the City and shall
be compensated at their regular rate of pay for each hour actually spent on: jury duty. If
an employee is released by the Court from jury duty on any given day, the employee shall
immediately notify 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 shalll 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.
37
FG: 103220371.2
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
SECTION23.1 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
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
38
FG:103220371.2
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.
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
'Fhonias McLeod, c
Date:
Attest:
Signed by:
FOR Andy oun, ity Clerk
APPROVED AS TO FORM:
Signed by:
d-. S "
City*A orney
TEAMSTERS LOCAL UNION
NO. 117/I1BT
Paul Dascher, Secretary Treasurer
Date: 2 N kCl 2�
39
FG: 103220371.2
POLICE COMMISSIONED AGREEMENT
TEAMSTERS LOCAL UNION NO. 117
AND
THE CITY OF TUKWI'LA
FAI:1 :I =1,0WAINVIT111
1K
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 -1N J!une 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 1001% of the Seattle Tacoma Bellevue CPI-' 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.
40
FG. 103220371.2
2025 Police Salary Grid
Title
Differential Grade
Step
Monthly
Hourly
Police Officer 5
ppo
1
$8,201
$47,31
Police Officer A,
ppo
2
$8,635
$49.82
Police Officer 3
PPO
3
$9,074
$52.35
Police Officer 2
PPO
4
$9,519
$54.92
40
FG. 103220371.2
Police Officer I
ppo
5
$9,996
$57.67
Police Officer 1 (6+ yrs)
2.0% of POI
ppo
6
$10,196
$58.82
Police Officer 1 (9+ yrs)
3.01 of POI
ppo
7
$10,296
$59.40
Police Officer 1 (12+ yrs)
4,011 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)
7.01 of P01
ppo
11
$10,696
$61.71
MPO 3 (6+ yrs)
2.51 of P01
mpo3
1
$10,246
$59.11
MPO 3 (9+ yrs)
3.,51 of P01
mpo3
2
$10,346
$59.69
MPO 3 (12+ yrs)
4.51 of P01
mpo3
3
$10,446
$60.27
MPO 3 (15+ yrs)
5.5% of POI
mpo3
4
$10,546
$60.84
MPO 3 (18+ yrs)
6.5% of POI
mpo3
5
$10,646
$61.42
MPO 3 (21+ yrs)
7.51 of P01
mpo3
6
$10,746
$62.00
MPO 2 (9+ yrs)
5.01 of POI
mpo2
1
$10,496
$60.56
MPO 2 (12+ yrs)
6.0% of POI
mpo2
2
$10,596
$61.13
MPO 2 (15+ yrs)
7.0% of P01
mpo2
3
$10,696
$61.71
M,PO 2 (18+ yrs)
8.01 of P01
mpo2
4
$10,796
$62.29
MPO 2 (21+ yrs)
9.01 of Pol
mpo2
5
$10,896
$62.86
MPO 1 (12+ yrs)
7.51 of POI
mpol
1
$10,746
$62.00
MPO 1 (15+ yrs)
8.5% of POI
mpol
?
$10,846
$62.57
MPO 1 (18+ yrs)
9.51 of POI
mpol
3
$10,946
$63.15
(21+ yrs)
10.5% of P01
mpol
4
$11,046
$63.73_
FIE
FG: 103220371.2
UAI U Uzi 0 111 MW - J1 I W41*01 so 1:011111 A
Calculations for year 2025
X Pol
After 6
Yr.
After 9
Yr.
After 12
Yr.
After 15
Yr.
After 18
Yr.
After 21
Yr.
%XPO
1
%XPO
1
%XpO1
%
XPO'l
%XpO1
%XpO1
No MPO
2.0%
3.0%
1 4.0%
5.0%
6.0%
7.0%
MP03
MP02
1
1 2.5%
3.5%
5.0%
4.5%
6.0%
5,5%
7.0%
1 5.5%
8.0%
1 7.5%
9.0%
NIP'
7.5%
8.5%
42
FG, 103220371,2
UUMMEM
Health ReimbursementIVEBA
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 (7'20) 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,
43
FG: 103220371.2