HomeMy WebLinkAboutReg 2025-08-04 Item 7A - Labor Agreement - Teamsters #117 for Commissioned Police Officers for 2025-2028ITEM INFORMATION
STAFF SPONSOR: TC CROONE ORIGINAL AGENDA DATE: 08/04/25
AGENDA ITEM TITLE Teamsters 117 Police Commanders Labor Agreement Contract 2025-2028
CATEGORY Discussion Motion Resolution Ordinance Bid Award Public Hearing Other
Mtg Date Mtg Date 8/4/25 Mtg Date Mtg Date Mtg Date Mtg Date Mtg Date
SPONSOR Council Mayor Admin Svcs DCD Finance Fire P&R Police PW
SPONSOR’S
SUMMARY Ratification of Teamsters 117 Police Commanders Labor Agreement Contract 2025-2028
REVIEWED BY Trans&Infrastructure Svcs Community Svcs/Safety Finance & Governance Planning & Community Dev.
LTAC Arts Comm. Parks Comm. Planning Comm.
DATE: N/A COMMITTEE CHAIR: N/A
RECOMMENDATIONS:
SPONSOR/ADMIN. Human Resources
COMMITTEE N/A
COST IMPACT / FUND SOURCE
EXPENDITURE REQUIRED AMOUNT BUDGETED APPROPRIATION REQUIRED
$ $ $
Fund Source: GENERAL FUND
Comments:
MTG. DATE RECORD OF COUNCIL ACTION
MTG. DATE ATTACHMENTS
08/04 Informational Memorandum dated 08/04/2025
Teamsters 117 Police Commanders Labor Agreement
COUNCIL AGENDA SYNOPSIS
----------------------------------Initials --------------------------------- ITEM NO.
Meeting Date Prepared by Mayor’s review Council review
08/04/25 TC 7.A.
131
INFORMATIONAL MEMORANDUM
TO: City Council
FROM: TC Croone, Chief People Officer
CC: Thomas McLeod, Mayor
DATE: August 4, 2025
SUBJECT: Teamsters 117 Police Commanders Labor Agreement 2025-2028
ISSUE
Consideration and approval of the Teamsters 117 Police Commanders labor agreement for
2025-2028.
BACKGROUND
The current labor agreement with Teamsters 117 Police Commanders expired on June 30,
2025. The City and the Union have reached agreement for 2025-2028.
The contract has been voted on and passed by the Union membership.
RECOMMENDATION
The Council is being asked to consider and approve the contract at the August 4, 2025
Regular Council Meeting.
ATTACHMENT
Teamsters 117 Police Commander Labor Agreement 2025-2028
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FG: 103775526.2
A G R E E M E N T
By and Between
TEAMSTERS LOCAL UNION NO. 117
Affiliated With The
International Brotherhood of Teamsters
REPRESENTING THE POLICE COMMANDERS
And
CITY OF TUKWILA
Term of Agreement
July 1, 2025– June 30, 2028
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FG: 103775526.2
TUKWILA POLICE COMMANDERS
TABLE OF CONTENTS
Article # Title PAGE
Agreement 1
1 Recognition and Bargaining Unit 1
2 Definitions 1
3 Dues Deduction 1
4 Hours of Work and Overtime Exemption 3
5 Management Benefits 3
6 Uniforms and Clothing 8
7 Salaries 8
8 Grievance Procedure 9
9 Management Rights 11
10 Civil Service 12
11 Non-Discrimination 12
12 Indemnification 13
13 Entire Agreement 13
14 No Strike and No Lockout 14
15 Savings Clause 14
16 Duration of Agreement 15
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,
AGREEMENT
This mutual agreement has been entered into by the Teamsters Local Union No. 117
(hereinafter referred to as Union), and the City of Tukwila (hereinafter referred to as
"City" or "Employer").
ARTICLE 1
RECOGNITION AND BARGAINING UNIT
SECTION 1. The City of Tukwila recognizes the Teamsters Local Union No. 117, as the
exclusive bargaining representative of the Police Department for all Police
Commanders of the Tukwila Police Department.
ARTICLE 2
DEFINITIONS
SECTION 1. For the purpose of this Agreement, the following definitions will control:
2.1 "Bargaining Unit" shall mean all regular full-time commissioned Commanders
who are employed by the City of Tukwila Police Department and working in the position
of Commander per PERC certification dated January 6, 2022 (PECB 134668-E-21).
2.2 "Employer" shall mean the City of Tukwila, Washington.
2.3 "Commander" shall mean all Commanders included in the bargaining unit as set
forth in Section 2.1 above.
2.4 "Union" shall mean Teamsters Local Union No. 117.
2.5 "Police Chief'' shall mean the Police Chief or Police Chief's designee.
ARTICLE 3
DUES DEDUCTION
3.1 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.
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3.2 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.
3.3 Union Dues and Fees - The Employer, upon voluntary written authorization of
the employee, shall deduct from the first pay received each month by such employee,
the union dues, initiation fees and assessments for the current month and promptly
remit same to the appropriate officer of the Union. If dues are not deducted in one
month for any reason, they shall be deducted the following pay period . The amount of
such dues, fees and assessments are those currently in effect or as may hereinafter
be established. The City will deduct the dues, fees, and assessments on the first pay
day in the month. When an employee quits, is discharged or is laid off, any of the
foregoing amounts due will be deducted from the last pay payable. The Employer will
honor the terms and conditions of each employee’s signed payroll deduction
authorization card.
3.4 Dues Cancellation – Employees may cancel their payroll deduction by written
notice to the Union in accordance with the terms and conditions of their signed payroll
deduction authorization card. The Union will provide the Employer notice of all
employees who are eligible for cancellation. The cancellation will become effective on
the second pay period after receipt of confirmation from the Union that the terms of the
employee’s signed payroll deduction authorization card regarding cancellation have
been met.
3.5 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 F und. The Employer shall
transmit such fees made payable to “Teamsters Legal Defense Fund” sent to American
Legal Services, Inc.
3.6 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.
3.7 Release Time for Union Business - Upon no less than fourteen (14) calendar
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days advance written notice, the Union may request that a bargaining unit employee be
granted an unpaid leave of absence for up to thirty (30) calendar days for purposes of
attending to Union business. Upon receipt of such written request, the Employer wil l
confer with Union representatives regarding such request. The decision by the Employer
to deny a requested leave of absence for purposes of attending to Union business shall
not be made for arbitrary and/or capricious reasons.
3.8 Union Visitation - Authorized agents of the Union shall have reasonable access to
the Employer's establishment during working hours for the purpose of adjusting disputes,
investigating working conditions, and ascertaining that the Agreement is being adhered to;
provided however, there shall be no interruption of the Employer’s operations.
3.9 Bulletin Boards - The Employer will designate a place at the facility that is readily
accessible to employees and representatives of their Union (with a City of Tukwila employee
escort) for the purpose of posting Union notices. The notices will include Union meeting
announcements, social event invitations and other communications from the Union that may
properly be considered as non-derogatory of the Employer, its elected officials and other
personnel.
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ARTICLE 4
HOURS OF WORK AND OVERTIME EXEMPTION
4.1 Police Commanders shall generally work forty (40) hours per week schedules.
Furthermore, the management nature of their position qualifies as an Executive
Exemption under the Fair Labor Standards Act and Washington State Minimum Wage
Act, and thus Police Commanders are salaried employees who are not paid overtime.
4.2 Flexible work schedules will be utilized as may be acceptable to the Police
Chief, after considering the coverage needed from the commander classification and
commander duty responsibilities.
4.3 In lieu of overtime pay, informal release time may be authorized in recognition
of the time demands of the positions, as mutually agreed by the bargaining unit member
and the Police Chief. All Commanders within the bargaining unit who work contracted
overtime shall be paid one hundred and forty dollars ($140) per hour for such work.
4.4 Longevity Pay - Longevity pay shall be added to each Commander's base monthly
pay as follows:
Commander shall receive two percent (2%) at the anniversary date of five years
(5) of employment.
Commander shall receive four percent (4%) at the anniversary date of ten years
(10) of employment.
Commander shall receive six percent (6%) at the anniversary date of fifteen years
(15) of employment.
Commander shall receive eight percent (8%) at the anniversary date of twenty
years (20) of employment.
Commander shall receive ten percent (10%) at the anniversary date of twenty five
years (25) of employment.
ARTICLE 5
MANAGEMENT BENEFITS
Unless otherwise agreed, the provisions set forth in City of Tukwila Resolution no.
1700, dated November 9, 2009, shall continue to apply to police Commanders as
outlined in the following provisions of the City Resolution:
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1.Holidays - Commanders shall receive the following holidays in accordance with
existing city policy:
January 1 New Year's Day
Third Monday in January Martin Luther King’s Birthday
Third Monday in February President's Day
Last Monday in May Memorial Day
Fourth of July Independence Day
First Monday in September Labor Day
November 11 Veterans Day
Fourth Thursday in November Thanksgiving Day
Fourth Friday in November Day after Thanksgiving
December 25 Christmas
June 19th Juneteenth
(2) Two Floating Holiday Commander’s choice
In the event a holiday falls upon a Sunday, the following Monday shall be
deemed to be the legal holiday. In the event the legal holiday falls on a
Saturday, the preceding Friday shall be deemed to be the legal holiday.
The Floating Holidays must be taken during the calendar year of entitlement
or the days shall be forfeited.
2.Sick Leave - A Commander shall accumulate sick leave pay at the rate of
eight (8) hours for each completed calendar month of service , with an annual
carryover of up to 720 hours (e.g. 90 8-hour days). Accumulated sick leave
shall be paid at the rate of eight (8) hours per day at the Commander's regular
straight time-hourly rate of pay from and including the Commander's
first(s)working day absent.
Sick leave benefits shall apply to bona fide cases of Commander’s sickness,
accident, doctor, dental or ocular appointments, maternity leave, or the
illness or injury of a spouse or other family member as defined in RCW
49.46.210 with a health condition that requires treatment or supervision, and
requests for Commander's presence by immediate family, doctor or clergy
due to immediate family illness, or emergency, and any other authorized
purpose under RCW 49.46.210 .
Commanders who exceed the carryover limit of seven hundred and twenty
(720)hours of accumulated sick leave will, at the end of the year, receive into their
individual HRA VEBA account twenty-five percent (25%) of the value of the
accrued, unused sick leave hours that they have earned in excess of seven
hundred and twenty (720).
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Domestic Partner Benefits
The City of Tukwila Self-Insured healthcare plan and Kaiser-Permanente extend
dependent eligibility to Commander's spouses, domestic partners and their children.
The City provides benefit coverage to a domestic partner of the same or opposite
sex and dependent children on the same basis as provided to a spouse and
dependent children.
Eligibility for domestic partnership status will be established by presentation of proof
of a registered domestic partnership of the State of Washington or the submission
of an affidavit and documentation as required by the City's Personnel Policies.
Bereavement Leave
A Commander 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 fifty-six (56) hours of leave of absence with pay. Immediate
family shall be defined as: spouse, registered domestic partner, mother, father,
mother-in-law, father-in-law, children (including registered domestic partner's
children in compliance with City Policy & Procedure #01 -02-14), brother, sister,
son-in-law, daughter-in-law, brother-in-law, sister-in-law, grandparents, and
grandchildren and any person acting in the capacity of a parent to the
Commander as a child (applying "in loco parentis" doctrine).
3.Medical Insurance
The Employer shall pay the full premium cost for medical coverage under the
Self-Insured Medical Plan for Commanders and their eligible dependents, up to
a maximum increase of eight percent (8%) each year. The City will pay one-
hundred percent (100%) of the Employees (Commanders) cost of medical
coverage, Commanders will pay thru wage deduction ten percent (10%) of the
cost of medical coverage for dependents. Any increase in premium costs above
eight percent (8%) will be paid by the Commanders through payroll deduction;
provided bargaining unit members shall not pay premium costs that exceed
those paid by members of the Tukwila Police Officers' Guild during the term of
this Agreement. The Union and the City agree that if the family premium sharing,
ten percent (10%) exceeds two hundred sixty dollars ($260.00) during the
contract term, the Union and the City will meet to bargain the impacts of the
increase.
In the event the monthly premium costs increase more than eight percent (8%)
throughout the duration of this agreement, the Employer or the Union have the
right to reopen the Agreement to negotiate changes in the Self-Insured Medical
Plan benefit level so that the increase in medical premium costs does not exceed
eight percent (8%).
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In August of each year the Tukwila Health Care Committee will meet to review
the actual costs of the Self-Insured Medical Plan from September 1st of the
previous year through August 31st of the current year. The actual costs, together
with any projected increase to the Tukwila Self-Insured Medical Plan, shall be
used by the City to determine the premium costs for the following year.
For Commanders who elect medical coverage through Kaiser-Permanente, the
Employer shall pay 100% of the cost of medical coverage for all bargaining unit
members and 90% of the cost of medical coverage for their eligible dependents,
up to the maximum dollar amount contribution to the Self- Insured Plan for
Commander and dependent coverage. Any premium amounts in excess of the
Employer's contribution shall be paid by the individual Commander through
payroll deduction. Coverage under the Kaiser-Permanente Plan shall be
determined by Kaiser-Permanente.
4. Life Insurance
The City shall pay the premium for life and accidental death and dismemberment
insurance at one hundred percent (100%) of the amount of the Commander’s
annual earnings, rounded up to the next higher multiple of one thousand dollars
($1,000).
5. Vision/Optical
The City shall provide coverage for eye examinations and vision hardware and
contacts for each full-time Commander and their eligible dependents at the rate
of $250 per person, to a maximum of $500 per family each calendar year.
6. Disability Insurance
The City shall provide one hundred percent (100%) of the premium for each full-
time Commander for a comprehensive long-term disability policy.
7. Teamsters Retirees’ Welfare Trust
Based on June 2025 hours, effective July 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.
8. Maintenance of Benefits
The Trustees of the Washington Teamsters Welfare Trust or the Retirees Welfare
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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%).
9.Vacations
Following the sixth (6th) month of continuous employment, full-time
Commanders shall be granted annual vacation leave in the amount of six (6)
full days (each day is calculated at eight hours regardless of schedule worked).
Thereafter, the Commander will accrue an additional day of annual leave each
month, up to a total of 14 days (i.e. 112 hours) per year. The maximum number
of accrued hours is 384 or 48 days. Upon resignation or retirement from City
employment, an employee shall be paid cash at the normal rate of pay for their
unused vacation leave, provided regular status has been attained.
Vacation Schedule:
Years of Service Vacation Accrual
1st thru 4th years 14 days (112
hours)
5th thru 9th years 18 days (144
hours)
10th thru 14th years 22 days (176
hours)
15th plus years 24 days (192
hours)
11.Ordinance, Policies and Procedures
Except as otherwise provided by the terms of this Agreement, the City will maintain
the status quo under City ordinances, policies and procedures in regard to
mandatory subjects of bargaining , including benefits applicable to police
commanders, until the parties have met their respective bargaining obligations
under RCW 41.56.
11.Vehicle Assignment
Police Commanders are currently assigned vehicles by the City for the City's benefit
and Commanders are expected to take home and drive to work such vehicles.
The assignment of a take home vehicle is for the purpose of responding to
emergency operations and to attend required evening or weekend City meetings.
Police Commanders are expected to follow all city and department rules
regarding the use and maintenance of city vehicles. The City retains the right to
reduce the number of take home vehicles assigned to members of the bargaining
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unit; provided that the Union retains the right to propose alternatives as well as
bargain the economic effects of doing so as may be required by RCW 41.56.
ARTICLE 6
UNIFORMS AND CLOTHING
Uniform/Clothing/Dry Cleaning/Footwear Allowance - An annual allowance shall be
provided each Commander in the amount of $600.00 for cleaning of City issued
Uniforms, and the replacement of footwear. The City will continue to provide and
replace required uniforms and equipment on a fair wear and tear basis.
ARTICLE 7
SALARIES
7.1 Effective January 1, 2025, the wages of each Commander will be:
Step 1 Step 2 Step 3
TBD per Section 7.4 TBD per Section 7.4 TBD per Section 7.4
7.4 The linkage of a minimum of twenty-five percent (25%) between the top step of
base pay (“Top Step”) of the Sergeant in the Sergeant contract and the first step of pay for
Commanders (the "Differential Formula") is intended to provide stability and avoid po tential
compression. Throughout the term of this Agreement, the Commanders will receive a pay
adjustment whenever there is a change in the Top Step in the Sergeant bargaining
agreement. The pay adjustment shall occur at the same time that the Sergeant adju stment
to the Top Step is effective. While each party reserves the right to seek a change in the
Differential Formula in future negotiations, any such change will require the party proposing
it to have a compelling basis for making the change.
7.5 Three percent (3%) Command Duty Officer (CDO) pay premium shall be paid to
all members for the time they are assigned as CDO.
7.6 Deputy Chief/Chief - If a Commander is assigned by proper authority to work out-
of-class as Deputy Chief or Chief for a period in excess of one day, they shall be paid a
premium of seven percent (7%) of the Commander’s base wage per hour for the entire
period of assignment.
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7.7 Effective the first pay period after ratification by both parties, the Employer shall
contribute a $200 monthly matching deferred compensation contribution to a 401(a)
account for each participating employee.
7.8 Effective upon the date the last party signs the Agreement, the City agrees to an
annual stipend of $1500 per Commander as an education incentive allowance, payable in
the form of tuition reimbursement, not to exceed $6000 per year for the bargaining unit as
a whole. An individual Commander can assign his/her $1500 to another bargaining unit
member.
ARTICLE 8
GRIEVANCE PROCEDURE
8.1 Definition. A "grievance" means a claim or dispute by a Commander (or the UNION
on behalf of an Commander or Commanders 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.
8.2 Procedure:
A. Step 1:
A Commander or Union representative must present to his supervisor a
grievance in sufficient detail as to identify the claim or dispute within
fourteen (14) calendar days of its alleged occurrence (or knowledge of
the event giving rise to the grievance). The Commander's supervisor
shall attempt to resolve it within fourteen (14) calendar days after it is
presented to the supervisor.
B. Step 2:
If either the Commander or Union is not satisfied with the solution by the
supervisor, a written grievance stating the section of this Agreement
violated, the facts of the case as seen by the grieving party, and the
remedy sought. Such written grievance must be presented to the Chief
of Police (with a copy to the Chief People Officer) within fourteen (14)
calendar days after receipt of the supervisor's answer in step 1 . The
Chief of Police shall attempt to resolve the grievance within fourteen (14)
calendar days of its presentation to the Chief of Police.
C. Step 3:
If the Commander or Union is not satisfied with the solution by the Chief
of Police, the written grievance, together with all other pertinent
materials, may be presented to the Mayor or his/her designee by a
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Union representative within (14) calendar days after receipt of the
Chief’s answer in Step 2. The Mayor or his/her designee shall attempt
to resolve the grievance within fourteen (14) calendar days after it has
been presented to the Mayor.
D. Step 4:
Except as otherwise provided in this Article, if the grievance is not
resolved at Step 3, the grievance may, within thirty (30) calendar days,
be referred to arbitration by the Union. For a disciplinary grievance as
defined by RCW 41.58.070, the arbitrator shall be assigned by PERC in
accordance with state law. For all other grievances, t he City and the
Union shall try to agree upon a mutually acceptable arbitrator. If the
parties fail to agree, they shall strike from 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.
In the event FMCS is unresponsive to the parties’ request for a panel,
the parties agree to utilize the American Arbitration Association (AAA),
or another mutually agreed upon comparable agency, that maintains a
roster of labor arbitrators.
It shall be the function of the Arbitrator to hold a hearing at which the
parties may submit their cases concerning the grievance. The Arbitrator
shall 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 in writing together with specific facts and rationale
for deciding in favor of either party. 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.
The Arbitrator shall have no right to amend, modify, nullify, ignore, add
to, or subtract from the provisions of this Agreement. The Arbitrator shall
consider and decide only the question of fact as to whether there has
been a violation, misinterpretation or misapplication of the provisions of
this Agreement. The Arbitrator shall have no authority to make a
decision on any issue not so submitted or raised. The City, Union and
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any bargaining unit member shall not have a right to bypass the
arbitration provisions of this Agreement and resort to litigation or any
other forum to appeal a grievance based on rights under this Agreement.
Litigation or any other contest of any subject matter involving a
Commander or the Union in any court or other available forum shall
constitute an election of remedies and a waiver of the right to arbitrate
the matter.
8.3 Timeliness. It is the intent of this grievance procedure that the parties will
process grievances within the timeframes set forth herein. In the event the
grievance is not processed in the timeframes stated, then the matter shall be
considered resolved. If the City fails to comply with the timeframes herein,
then the grievance will automatically advance to the next step. The timeframes
may be extended by mutual written agreement of the parties.
ARTICLE 9
MANAGEMENT RIGHTS
All powers, authorities, functions and rights not specifically and expressly restricted by
this Agreement are retained by the City and shall continue to be subject to exclusive
management control.
Management rights shall include by way of illustration, but are not limited to the right
to:
Establish and modify reasonable rules and regulations for the operation of the
Police Department and the conduct and pe rformance of its Commanders.
Determine and change Police Department budget, methods of operation,
facilities and equipment.
Recruit, hire, layoff, promote, assign, appoint, discipline, discharg e, or suspend
Commanders in accordance with City of Tukwila Civil Service Rules and
Regulations.
Determine work schedules, number of personnel and the methods and
processes by which work is to be performed.
Determine mental, physical and performance standards.
Assign work and determine the duties to be performed by Police Commanders
including what work will be assigned to Police Commanders and what work will
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be assigned to other personnel.
Determine the need for additional education courses, training programs, on -
the-job training, or class training; assign Commanders to such duties for periods
to be determined by the Employer.
To take whatever temporary actions are necessary in emergencies in order to
assure the proper functioning of the Department.
The Union agrees that its members shall comply in full with Police Department rules,
regulations, policies and procedures including those relating to conduct and work
performance.
ARTICLE 10
CIVIL SERVICE
City of Tukwila Civil Service Rules and Regulations shall continue to apply to
Commanders. Application of Civil Service Rules and Regulations by the Civil Service
Commission shall not be subject to the Grievance Procedure.
ARTICLE 11
NON-DISCRIMINATION
It is the continuing policy and recognized obligation of the City and the Union that the
provisions of this Agreement shall be applied uniformly as required by federal and state
employment laws that prohibit unlawful discrimination based upon race, color, religion,
creed, national origin, handicap, sexual orientation, marital status, gender, or age,
except where gender or age is a bona fide occupational qualification or any other class
protected by law.
Disputes regarding this Article may be handled through either the grievance procedure
or the applicable regulatory agency, including the City’s Civil Service Commission, but
not both.
All provisions of this Agreement shall apply equitably to all Commanders.
ARTICLE12
INDEMNIFICATION
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12.1 The Employer shall indemnify , defend and hold harmless any Commander,
and the Commander's marital community, named as defendant in a lawsuit for alleged
acts or omissions of the Commander made in good faith during the course and in the scope
of the Commander's employment with the Employer; provided, that the Employer shall
not be required to indemnify, defend or hold harmless the Commander for any
dishonest, fraudulent or criminal act, intentional misconduct or gross negligence of
the Commander, or for any suit brought against the Commander by or on behalf of the
Employer. This protection shall apply only after written notice that the Commander
has been named as a defendant in the lawsuit is given to the City Attorney by the
Commander or the Guild. The Employer retains the right to select the counsel to
provide legal representation to the Commander pursuant to this Article in the Employer's
reasonable discretion.
12.2 The City or its insurance carrier has the right to select the counsel to provide legal
representation. The City or its insurance carrier will ensure that the attorney selected
has a high level of experience in representing law enforcement officers in the use of
force.
ARTICLE 13
ENTIRE AGREEMENT
13.1. 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.
13.2. The parties acknowledge that each has had the unlimited right and opportunity to
make demands and proposals with respect to any matter deemed a proper subject for
collective bargaining. The results of the exercise of that right are set forth in this
Agreement. Therefore, except as otherwise provided in this Agreement or by an
agreement to modify the terms of 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 14
NO STRIKE AND NO LOCKOUT
14.1 No Strike. During the life of this Agreement, neither the Union nor any officer ,
agent, or Commander will instigate, promote, sponsor, engage in, or condone any strike
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(including sympathy strike), slowdown, concerted stoppage of work, or "sick-outs."
14.2 No Lockout. During the term of this Agreement, the City will not instigate a
lockout over a dispute with the Union so long as there is no breach of Section 1.
14.3 Union Official Responsibility. Each Commander who holds the position of
officer or steward or committee member of the local Union occupies a position of
special trust and responsibility in maintaining and bringing about compliance with the
provisions of this Article. In the event of a violation of Section 1 of this Article, the Union
agrees to inform its members of their obligations under this Agreement, and to direct
them to return to work.
ARTICLE 15
SAVINGS CLAUSE
15.1 If any article of this Agreement or any addenda hereto should be held invalid by
operation of law or by any tribunal of competent jurisdiction , or if compliance with or
enforcement of any article should be restrained by such tribunal, the reminder of this
Agreement and addenda shall not be affected thereby and the parties shall enter
immediate collective bargaining negotiations for the purpose of arriving at a mutual
satisfactory replacement of such article.
15.2 If any provisions of this Agreement are found by a court of competent jurisdiction
to be in conflict with current Civil Service Rules and regulations, the letter shall prevail
except in Union security provisions, in which case, the provisions of Article 20 shall
prevail. The Employer agrees that in the event that any provision of Civil Service Rules
and Regulations are suspended, abolished or modified, collective bargaining shall
proceed immediately with respect to any items what as a result of such change may
come within the discretion of the Employer, and the results of such bargaining shall be
made a part of this Agreement.
ARTICLE 16
DURATION OF AGREEMENT
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City of Tukwila (Commanders)
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FG: 103775526.2
Unless otherwise provided herein, this Agreement shall become effective on July 1, 2025.
It shall remain in force until June 30, 2028. The Agreement may be opened to negotiate
a successor Agreement by either party giving notice in writing not later than sixty (60) days
prior to the expiration date.
CITY OF TUKWILA
THOMAS MCLEOD
Mayor
Date
TEAMSTERS LOCAL UNION
NO. 117/IBT representing
COMMANDERS
PAUL DASCHER
Secretary-Treasurer
Date
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City of Tukwila (Commanders)
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FG: 103775526.2
APPENDIX “B” - HEALTH REIMBURSEMENT/VEBA
All Commanders are required to participate in the City of Tukwila HRA VEBA plan. New
Commanders shall become plan participates the first of the month following appointment
to their position. Each Commander shall contribute $400 per month ($200 per pay period)
into their HRA VEBA account for the duration of the 2025 -2028 collective bargaining
agreement, through payroll deduction.
Additional HRA VEBA contributions include:
• Sick leave excess – Per Article 5.2, Commanders who exceed seven hundred and
twenty (720) hours of accumulated sick leave at the end of the calendar year will
receive twenty-five percent (25%) of the value of the accrued, unused hours above
seven hundred and twenty (720) into their individual HRA VEBA account.
• Sick leave pay upon separation of employment – Upon separation of employment from
the City, the City will contribute twenty-five percent (25%) of the amount payable for
any unused sick leave into the Commander’s individual HRA VEBA account.
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