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1 I P a g e COLLECTIVE BARGAINING AGREEMENT between CITY OF BELGRADE and BELGRADE POLICE OFFICERS ASSOCIATION FY 2026 – FY 2028 (July 1, 2025 through June 30, 2028) Docusign Envelope ID: EDECAA9D-6971-49BC-91BD-4AC042EFA8BD ---PAGE BREAK--- 2 I P a g e Table of Contents PREAMBLE 3 ARTICLE 1: PURPOSE 3 ARTICLE 2: RECOGNITION 3 ARTICLE 3: APPLICABLE LAW 3 ARTICLE 4: MANAGEMENT RIGHTS 4 ARTICLE 5: ASSOCIATION MEMBERSHIP 5 ARTICLE 6: ASSOCIATION ACTIVITIES 5 ARTICLE 7: SHOP STEWARD 6 ARTICLE 8: LABOR MANAGEMENT COMMITTEE 6 ARTICLE 9: NO STRIKE PROVISION 6 ARTICLE 10: HEALTH INSURANCE/HSA/FSA 7 ARTICLE 11: GROUP LIFE INSURANCE 7 ARTICLE 12: EMPLOYEE ASSISTANCE PROGRAM (EAP) 8 ARTICLE 13: PAYROLL DEDUCTIONS 8 ARTICLE 14: SENIORITY AND SHIFT BID 8 ARTICLE 15: VACATION LEAVE AND BID 9 ARTICLE 16: SHIFT TRADES 9 ARTICLE 17: HEALTH/WELLNESS 10 ARTICLE 18: SCHEDULED SHIFTS, DUTY DAY, WORK WEEK 12 ARTICLE 19: LONGEVITY 14 ARTICLE 20: PAY AND COMPENSATION 14 ARTICLE 21: ON CALL 16 ARTICLE 22: LATERAL TRANSFERS 16 ARTICLE 23: 17 ARTICLE 24: OVERTIME AND COMPENSATORY TIME 17 ARTICLE 25: HOLIDAYS 18 ARTICLE 26: SICK LEAVE – DEATH PAYOUT 19 ARTICLE 27: GRIEVANCE PROCEDURE 19 Docusign Envelope ID: EDECAA9D-6971-49BC-91BD-4AC042EFA8BD ---PAGE BREAK--- 3 I P a g e ARTICLE 28: SAVINGS CLAUSE 24 ARTICLE 29: TERM OF AGREEMENT 25 TABLE WAGES 26 PREAMBLE This Collective Bargaining Agreement is made and entered into by and between the CITY OF BELGRADE, hereinafter referred to as “Employer” and the BELGRADE POLICE OFFICERS’ ASSOCIATION, hereinafter referred to as “Association.” The Employer and Association shall collectively be referred to as “Parties.” The Agreement has been reached voluntarily without undue or unlawful coercion or force by either party. The rights of the Employer and the Association shall be respected, and the provisions of the Agreement shall be observed and arising questions shall be settled in an orderly manner. ARTICLE 1: PURPOSE The purpose of the Agreement is to set forth agreements between the Employer and the Association concerning conditions of employment, and to provide for peaceful and fair resolution of differences which may arise between the Employer and the Association. ARTICLE 2: RECOGNITION The Association, as recognized by the Montana Department of Labor, is hereby recognized by the Employer as the sole bargaining agent for all full-time sworn police officers of the Belgrade Police Department with the official rank of Sergeant and below. Newly sworn Police Officers employed by the Employer within that unit shall be entitled to the benefits of this Agreement immediately upon the start of employment. ARTICLE 3: APPLICABLE LAW This Agreement is subject to the terms of the Montana Collective Bargaining for Public Employees Act, Montana Code Annotated, Article 39-31-101, as well as the Montana Code Annotated Title 7, Chapter 32, Article 41, Municipal Police Force. The parties agree that they will not discriminate against any Association member or applicant for employment because of race, color, religion, creed, sex, age, marital status, national origin, political ideas or on the basis of perceived or actual disability, sexual orientation, or Association affiliation. This relates to all aspects of employment, use of facilities and participation in all Employer- sponsored activities. This does not preclude differential treatment based on bona fide Docusign Envelope ID: EDECAA9D-6971-49BC-91BD-4AC042EFA8BD ---PAGE BREAK--- 4 I P a g e occupational qualifications or other recognized exceptions under the law. ARTICLE 4: MANAGEMENT RIGHTS Rights of the Employer. The Association recognizes that the Employer has the responsibility and authority to manage and direct, on behalf of the public, all the operations and activities of the Employer to the full extent authorized by law. The Association further agrees that all management rights, functions and prerogatives not expressly delegated in this Agreement are reserved to the Employer. Management Rights. The Association and its representatives shall recognize the prerogatives of the Employer to operate and manage its affairs in such areas as, but not limited to: 1. Planning, setting, and amending budgets. 2. Directing employees. 3. Hiring, promoting, transferring, assigning, and retaining employees. 4. Relieving employees from duties because of lack of work or funds or under conditions where continuation of such work is inefficient or unproductive. 5. Suspending, demoting, and/or discharging, or taking any other disciplinary action, except as otherwise limited by this Agreement. 6. Maintaining the efficiency of Department operations. 7. Determining the methods, means, job classifications, personnel work assignments, and scheduling of work as required in a manner most advantageous to the Employer in times of staffing deficiencies. 8. Taking whatever actions may be necessary to carry out the mission of the Department in situations of emergency. 9. Establishing the methods, processes, and equipment by which work is performed. Effective Laws, Rules, and Regulations. The parties recognize the right, obligation and duty of the Employer, and its duly designated officials, to promulgate rules, regulations, directives and orders from time to time as deemed necessary in so far as such rules, regulations, directives and orders are not inconsistent with terms of this Agreement. All terms of this Agreement are subject to the laws of the State of Montana, federal laws and valid rules, regulations, and orders of state and federal governmental agencies. The Association adopts the Employee Handbook, Administrative Policies and Procedures, Safety Handbook, and Police Department Policies, Procedures, and manuals, all in effect on the date of ratification and as may be amended, modified, supplemented, or restated from time to time. Any of the above-mentioned amendments, modifications, supplements, or restatements which affect working conditions of employees must be negotiated with the Association. Docusign Envelope ID: EDECAA9D-6971-49BC-91BD-4AC042EFA8BD ---PAGE BREAK--- 5 I P a g e Familiarization. Each employee has the responsibility to familiarize themselves with all Employer policies and modifications and clarify any questions with the Employer. Violation of any law, regulation, or applicable policy or written supervisory directive may result in discipline or discharge. The Employer will provide a summary of personnel policies to newly hired employees, or to any existing employee upon request. ARTICLE 5: ASSOCIATION MEMBERSHIP The Parties agree that employees shall have the right to freely organize, join, and support the Association, or refrain from joining the Association and its affiliates, for the purposes of engaging in collective bargaining and other concerted activities for other mutual aid and protection in accordance with State and Federal law. The Employer and the Association further agree that they will not discriminate against any employee for exercising any right granted by the Public Employees Bargaining Act, MCA 39-31, or this Agreement. Any member of the Association may authorize the Employer to deduct from their pay the amount of dues or fees charged by the Association. This authorization must be in writing and forwarded to the payroll office. The Employer agrees to implement all the terms of dues submitted to the Employer by the Association and agreed to by the employee. The Employer shall adhere to the specific provisions regarding the duration, renewal, procedure for revocation, amount of dues deducted, and all other provisions agreed to by the employee as stated in the authorization. Any employee may revoke a written authorization for payroll deductions in accordance with the terms and conditions of the written authorization. Every effort will be made to end the payroll deductions effective on the next payroll period after Employer receives written confirmation from the Association that the terms for revocation of the Employee's authorization regarding payroll deductions have been met. Employer will refer all Employee inquiries regarding the Association's revocation process to the Association. Employer shall answer any employee inquiry about the process or timing of payroll deductions. ARTICLE 6: ASSOCIATION ACTIVITIES 1. Employees shall not conduct the internal business of the Association during on-duty hours or in Employer workspaces without text, e-mail or other form of written authorization of the Chief or the Chief’s designee. 2. Association activities shall be limited in duration and frequency to ensure that employees can fulfill their official duties effectively. Employees shall prioritize their official responsibilities over Association activities. 3. Association representatives shall not access any Employer space in which confidential criminal justice information is stored or maintained unless escorted by an authorized employee trained in the proper maintenance, custody and control of such information. Docusign Envelope ID: EDECAA9D-6971-49BC-91BD-4AC042EFA8BD ---PAGE BREAK--- 6 I P a g e 4. While engaging in Association activities, employees must adhere to the Employer’s code of conduct and professional standards to maintain the integrity and reputation of the Employer. 5. The Association shall be allowed to use a bulletin board in the Department in a non-public area where all other professional notices are posted, not to exceed the size of the Employer’s existing bulletin board. All information posted by the Association shall be courteous, professional, and non-disparaging of the Employer or its operations. Only the Association member assigned by the Association shall post and maintain information. ARTICLE 7: SHOP STEWARD The Association shall designate four employees authorized to represent the Association and shall notify the Chief of such appointments in writing. Those individuals designated by the Association shall be known as “Stewards.” Only such designated Stewards are entitled to file and process a grievance or to handle other matters within the Association’s purview. A Steward may attend grievance meetings during regular working hours without loss of pay. ARTICLE 8: LABOR MANAGEMENT COMMITTEE The Employer and the Union agree to establish a Labor-Management Committee (LMC) for the purpose of fostering improved communication, cooperation, and mutual understanding between the parties. The LMC shall serve as a forum for discussion of workplace issues that affect employees or the Employer and shall promote collaborative problem-solving outside the scope of the grievance and disciplinary processes. The committee shall consist of up to three representatives designated by the Association and up to three representatives designated by the Employer. ARTICLE 9: NO STRIKE PROVISION The Association agrees to the essential nature of the services provided by its members in protecting the public welfare. In recognition of this fact, the Association agrees that there shall be no refusal to report for duty, willful absence, work stoppage, slowdown strike, or departure from the full, faithful, or proper performance of duties of employment or the recognition of a picket line of labor organization while performing official duties during the life of the Agreement. In the event of an unauthorized interruption, the Association agrees that it will join the Employer in requiring the Association’s members to return to work immediately. The Employer agrees that there shall be no lockout of Association employees. Docusign Envelope ID: EDECAA9D-6971-49BC-91BD-4AC042EFA8BD ---PAGE BREAK--- 7 I P a g e ARTICLE 10: HEALTH INSURANCE/HSA/FSA A. Medical/Dental/Vision Insurance 1. Insurance coverage shall be available to all eligible employees and their eligible spouse/dependents, following the terms of the insurance plan adopted by the Employer. All eligible employees and their eligible spouse/dependents’ participation and coverage shall be solely governed by the terms and conditions of the insurance plan adopted by the Employer. Coverage shall be extended to only those employees while in an active pay status. Employees on an approved absence without pay may elect to continue their group coverage by directly paying the Employer the total premium cost during their absence. 2. During open enrollment each year, employees may select their insurance coverage by choosing from the plans offered by the Employer. 3. The Association has the right to periodically reevaluate the plan. The Employer is not obligated to make modifications to the plan or to adopt a new plan based on the Association’s evaluation. 4. The Employer will contribute up to $1,280/month toward any combination of elections for health, dental, and vision premiums. Refer to program offerings and requirements available in the Employee Handbook and Human Resources. B. Flexible Benefits Plan The Employer offers eligible employees a Flexible Benefits Plan for qualified expenses. Under this plan, eligible employees may elect to have a fixed amount of money deducted from their pay, on a pretax basis, and may then use this pretax money to cover the costs of qualified insurance premiums, out of pocket medical expenses, and dependent care expenses. A description of this plan is provided to eligible employees at orientation. C. Health Savings Account Eligible employees who choose coverage under the Employer’s high-deductible plan have the option to contribute to a health savings account. ARTICLE 11: GROUP LIFE INSURANCE A basic life insurance plan is available for eligible employees, their spouses, domestic partners, and their children. Optional supplemental Life and Accidental Death and Dismemberment (AD&D) programs are also available. Contact Human Resources for more information. Docusign Envelope ID: EDECAA9D-6971-49BC-91BD-4AC042EFA8BD ---PAGE BREAK--- 8 I P a g e ARTICLE 12: EMPLOYEE ASSISTANCE PROGRAM (EAP) An Employee Assistance Program (EAP) is a voluntary, work-based program that offers free and confidential assessments, financial and legal advice, short-term counseling, referrals, and follow- up services to employees who have personal and/or work-related issues. For more information on the Employer’s Employee Assistance Program, contact Human Resources. ARTICLE 13: PAYROLL DEDUCTIONS Employer shall apply state law and the Employer’s policy in executing deductions from employee pay. ARTICLE 14: SENIORITY AND SHIFT BID Seniority 1. A seniority list will be created and maintained by the Chief of Police. 2. An Employee’s seniority will be determined by date of hire. If multiple Employees were hired on the same date, the order of seniority will be determined by the Chief of Police. 3. A Sergeant’s seniority will be determined by the date of promotion. If more than one Sergeant is promoted on the same date, their seniority will be determined by the results of the testing process. Patrol Shift Bid 1. Shifts for Patrol Officers and Sergeants will be posted for bid two times a year no later than May 1st and November 1st. 2. Shifts will be bid based on the established seniority list. 3. The new schedule will begin in January and July of each year and will be posted in advance. This article can be reopened and negotiated during the contract period upon mutual agreement between the Association and the Employer. Docusign Envelope ID: EDECAA9D-6971-49BC-91BD-4AC042EFA8BD ---PAGE BREAK--- 9 I P a g e ARTICLE 15: VACATION LEAVE AND BID Vacation Leave 1. Vacation leave will be accrued in accordance with the accrual rates as defined in the Employer’s Employee Handbook. 2. Employees agree to the terms and conditions regarding the use of vacation leave, maximum vacation leave accrual, vacation leave payout, and prior Montana public employer service or military-related accelerated leave as defined in section seven of the Employer’s Employee Handbook. Vacation Bid 1. A priority vacation bid will run in accordance with each shift bid. 2. The priority vacation bid will begin within 5 days of the shift bid completion. 3. In accordance with the established seniority list, each officer will be allowed to bid for one set of consecutive days for vacation per shift bid. 4. Priority vacation will be approved in accordance with shift minimums. 5. Once the priority vacation bid is complete, vacation will be approved on a first come basis, and in accordance with shift minimum standards, as set by the Chief of Police or designee. ARTICLE 16: SHIFT TRADES Employees may be allowed to trade a shift with another employee of the same classification in subject to the following limitations: A. The Chief, or designee, has the sole discretion to reject a shift trade request if, in the Chief’s opinion, the trade may disrupt Employer operations, impair the nature or scope of services being provided to the Employer, negatively impact or complicate scheduling, or impact morale or discipline in the Department. B. The request to trade a shift must be in writing to the Chief or his or her designee and provided no less than five days prior to the earliest shift impacted by the proposed trade. Both shifts must fall within the same pay period. The Chief, or designee, retains the discretion to allow shift trade with less than five days’ notice in emergency situations where such notice is not possible. C. When employees agree to accept a traded shift, those employees are responsible to report for work and perform the functions of their shifts as if regularly assigned. Failure to do so may result in disciplinary action. In the event of repeated non-compliance with the terms of this Docusign Envelope ID: EDECAA9D-6971-49BC-91BD-4AC042EFA8BD ---PAGE BREAK--- 10 I P a g e Article, the Employer has the sole discretion to terminate all employees’ exercise of the procedure set out in this Article. ARTICLE 17: HEALTH/WELLNESS A. Physical Health and Wellness 1. Objective a. The parties recognize the importance of employees maintaining levels of fitness that will keep them physically and mentally able to perform their jobs. The Employer provides the following incentives to encourage employees to maintain healthy lifestyles. 2. Physical a. In the interest of promoting and maintaining officer fitness and to ensure the physical ability to complete job tasks, employees shall complete and pass the Montana Physical Abilities Test (MPAT) physical fitness assessment at a minimum of one time annually if testing is available through the Employer. i. The Employer shall draft and present a department MPAT policy within thirty days of ratification of this contract. The presented policy shall be mutually agreed upon by the Association and the Employer. Failure to do so shall void the minimum passing requirement for employees hired after January 1, 2025. b. Any employees hired before January 1, 2025, shall complete the MPAT annually, but will be exempt from mandatory minimum passing time. Employees are eligible for the MPAT incentives. c. Employees may complete the MPAT up to two times annually to qualify for incentive pay if they wish to do so and if testing is available. The MPAT may only be completed once quarterly. d. If any employee seeks a medical exemption from the annual fitness assessment, that employee shall bear the cost for the medical examination unless the exemption is the result of a workers’ compensation claim. e. Employees who pass the MPAT with a time under 5:30 shall receive $300.00. f. Employees who pass the MPAT with a time under 4:30 shall receive $600.00 g. Employees seeking special duty assignments that have physical fitness standards must meet those minimum standards in order to be considered for the assignment and must maintain those standards in order to maintain that assignment. h. Employees will be entitled to participate in a wellness program. The Employer will pay $25.00 toward fitness club dues at a fitness club of the employee’s discretion Docusign Envelope ID: EDECAA9D-6971-49BC-91BD-4AC042EFA8BD ---PAGE BREAK--- 11 I P a g e with proof of membership presented to the Employer. The Employer will withhold all applicable fringe benefit taxes and deductions associated with this fringe benefit. The wellness program cash benefit will be paid on the first paycheck of each month. i. The Employer shall provide a health and wellness program to employees subject to the following: i. Employees may use up to 60 minutes of their paid break during the duty day to improve their physical fitness. This wellness time will be approved based on minimum staffing levels and shift supervisor’s approval. ii. Employees utilizing the 60 minutes allocated for physical fitness, shall be present and ready for duty at the end of the 60 minutes. iii. Time allowed for physical fitness under this provision shall not carry over from day to day. B. Behavioral Health and Wellness a. Employees may participate in a mental health incentive program to support mental health and encourage a healthy lifestyle. b. The employee may attend up to four one-hour sessions with a qualified counselor from January 1st through December 31st of the calendar year. An employee may utilize the Employer’s EAP, a licensed certified professional counselor, a professional or a of the employee’s choice. The employee shall have their selected provider sign an attendance slip which the employee will provide to the Human Resources Office. Time spent with a provider shall not be deemed hours worked. However, the employee shall be compensated with 4 hours of compensatory time per session attended, for up to a total of 16 hours/calendar year. The hours will then be placed into the employees’ compensatory time bank by Human Resources. If the employee’s compensatory time bank is full, the 4 hours will be paid out on the employee’s paycheck during the next pay period. c. Employees are encouraged to attend more than four sessions with their chosen provider but will only receive compensatory time for the four sessions. Docusign Envelope ID: EDECAA9D-6971-49BC-91BD-4AC042EFA8BD ---PAGE BREAK--- 12 I P a g e ARTICLE 18: SCHEDULED SHIFTS, DUTY DAY, WORK WEEK A. Regularly Scheduled Shifts 1. The Employer recognizes four regularly scheduled shift assignments, designated by employee category: a. Patrol Day Shift. 0600 to 1800 hours or 0700 to 1900 hours. b. Patrol Night Shift. 1800 to 0600 hours or 1900 to 0700 hours. c. Detective Shift. 10-hour shift, times dictated by casework. Detectives shall be assigned to shifts between Monday and Thursday or between Tuesday and Friday to ensure coverage every day of the work week. d. School Resource Officer Shift. Ten (10) hour shift. SRO’s shall be assigned to shifts between Monday and Thursday or between Tuesday and Friday to ensure coverage every day of the work week. Effective beginning the school year of fall 2025 (FY26), the School Resource Officer schedule will change to five eight (8)-hour shifts, Monday through Friday, as outlined in the Work Week section below. 2. A regularly scheduled shift may be modified for individual employees for a specified period. Such modified work schedule must be approved by the Chief or the Chief’s designee. Such modifications shall not establish a precedent or past practice. 3. The Employer may move probationary employees between regularly scheduled shifts to enhance individual training and development. B. Work Week: 1. Patrol Officers. Patrol Officers’ work week shall be seven days, from 0000 hours on Sunday to 0000 hours the following Sunday. The Patrol work week will consist of: a. Working days will alternate on a weekly basis as follows: i. Four working days, followed by three consecutive days off. ii. Three working days, followed by four consecutive days off. 2. Detectives. Detectives work week shall be seven days, from 0000 hours on Sunday to 0000 hours the following Sunday. The Detective work week will consist of: a. Four working days, followed by three consecutive days off. 3. School Resource Officers. The School Resource Officer (SRO) work week shall be seven days, from 0000 hours on Sunday to 0000 hours the following Sunday. The School Resource Officer work week will consist of: a. Effective beginning the school year of fall 2025 (FY26), five working weekdays, Docusign Envelope ID: EDECAA9D-6971-49BC-91BD-4AC042EFA8BD ---PAGE BREAK--- 13 I P a g e followed by two consecutive days off (Saturday/Sunday.) b. During the scheduled school year, when school is not in session or students are not present, the SRO may take the time off without needing to utilize paid time off and will receive administrative leave with pay for the hours school is not in session. The administrative leave with pay counts toward hours worked for the purposes of overtime. When the school day off is due to an Employer-recognized holiday, the employee shall receive holiday pay in lieu of administrative leave with pay for that day. c. During the summer months, when school is not in session, SROs may be transitioned to a schedule mutually agreed upon by the Employer and the SRO until school commences again. d. Employees assigned to SRO shall not be subject to patrol shift minimum staffing requirements. 4. Shift assignments are contingent on department needs, call volume, and supervisor approval. The Employer retains the right to modify assignments based on Department needs. Such modifications shall not establish a precedent or past practice. C. Duty day: 1) Each patrol duty day shall consist of: a) One twelve (12) hour shift, including briefings b) One one hour paid break c) Three fifteen (15) minute paid breaks i. Breaks may be combined with prior approval of the employee’s shift supervisor. 2) Each Detective’s duty day shall consist of: a) One ten (10) hour shift b) One one hour paid meal break c) Two fifteen (15) minute paid breaks i. Breaks may be combined with prior approval of the employee’s shift supervisor. 3) Effective beginning the school year of fall 2025 (FY26), each School Resource Officer’s duty day shall consist of: a) One eight hour shift b) One thirty (30)-minute meal paid break c) Two fifteen (15) minute paid breaks Docusign Envelope ID: EDECAA9D-6971-49BC-91BD-4AC042EFA8BD ---PAGE BREAK--- 14 I P a g e i. Breaks may be combined with prior approval of the employee’s shift supervisor. 4) Shift the number of breaks, and break duration are contingent on department needs, call volume, and supervisor approval. 5) The Employer may adjust employees’ regularly scheduled shifts and days off may be adjusted by the Employer to accommodate any training that is eight hours or more. and/or that results in the employee’s regularly scheduled shift, including training hours, exceeding fourteen (14) hours worked in a twenty-four (24)-hour period. Advance notice of the adjustment and reason will be provided to the employee as soon as practical. Whenever possible, adjustments will be made that minimize the impact on the employee’s normal regularly scheduled shift and days off. ARTICLE 19: LONGEVITY Effective Fiscal Year 2026, the wage rates addressed in Table A include longevity pay. Employees are not eligible for additional longevity pay. ARTICLE 20: PAY AND COMPENSATION A. Night shift Employees scheduled to work night shift as their regularly assigned shift between the hours of 6:00 p.m. and 7:00 a.m. will be paid a shift differential of two dollars per hour ($2.00/hour). Such pay will be for hours actually worked in this time frame. B. Field Training Officer Employees acting as Field Training Officers will be paid a shift differential of three dollars per hour ($3.00/hour) for hours that are actually worked while instructing a trainee. C. Certification Employees who have acquired their P.O.S.T. Intermediate Certification shall earn 1.5% of the employee’s base wage rate. OR Employees who have acquired their P.O.S.T Advanced certificate shall earn 2.0% of the employee’s base wage rate. Docusign Envelope ID: EDECAA9D-6971-49BC-91BD-4AC042EFA8BD ---PAGE BREAK--- 15 I P a g e D. Bilingual Employees who have proven that they are fluent in a secondary language to English shall earn a stipend consistent with Employer’s “Bilingual Pay Policy and Procedures.” Employees will earn a minimum of three hours of pay at time and one half if the employee is called out to assist with translation outside of the employee’s regularly scheduled shift. E. Detectives/DTF/SRT/K9 Employees chosen or assigned to special assignments as Detectives, Drug Task Force, Special Response Team, or K-9, will be given a two hundred dollars a month ($200/month) stipend for one of those assignments. F. School Resource Officers (SRO) Employees assigned as SROs, as coded in the Human Resources Information System, will receive a four hundred dollars a month ($400.00/month) stipend. G. MPPA- workweek/pay Each year the Employer will allow one employee in active standing with MPPA to attend the MPPA annual conference. This attendance will be treated as an out-of-town training, and account for/paid as their regularly scheduled shift week. Employees attending will be provided per diem for meals. The Employer will arrange and pay for lodging. G. Base Pay Employee base pay for fiscal year 2026 will increase 9% in addition to the applicable step increase reflected on Table A, 3% for fiscal year 2027 in addition to the applicable step increase reflected on Table A, and a 3% increase for fiscal year 2028, in addition to the applicable step increase reflected on Table A. Docusign Envelope ID: EDECAA9D-6971-49BC-91BD-4AC042EFA8BD ---PAGE BREAK--- 16 I P a g e ARTICLE 21: ON CALL Non-exempt Police personnel who are required to be on-call, as designated by the Employer, will receive a minimum of three hours of overtime pay for the week they are on call, regardless of whether they are called in or not. ARTICLE 22: LATERAL TRANSFERS It is in the best interests of the Employer to attract experienced and qualified applicants to openings, and in order to meet this goal, lateral transfers shall be accepted with the following conditions. At the time of hire, applicants must have at least a current/valid transferable Basic P.O.S.T. certificate, pursuant to 7-32-303 MCA and 7-32-240 MCA. In order to be considered for employment with the Employer, applicants must meet all the established pre-employment minimum requirements as well as successfully complete all testing, screening, and background processes. A. Employees hired under this program shall hold the status of Probationary Police Officer for one year and must successfully complete the field training program. B. Promotion of lateral employees shall be in accordance with the Employer’s promotion policy. C. Applicants with law enforcement experience who fail to produce a current/valid P.O.S.T. certificate or who fail to pass the State of Montana Police Officer Equivalency Examination do not qualify for lateral positions. D. Federal law enforcement officers, military police officers, corrections officers, jailers, special or reserve officers/deputies without a minimum of one year of full-time service, or any other such positions which fall outside the above guidelines do not qualify for lateral positions. E. Employer will recognize up to ten (10) years of experience for purposes of starting base pay. F. Annual step pay adjustments for employees hired laterally shall begin at the step at which the employee is hired. G. Seniority for employees hired laterally shall begin on the date of hire by Employer. Docusign Envelope ID: EDECAA9D-6971-49BC-91BD-4AC042EFA8BD ---PAGE BREAK--- 17 I P a g e ARTICLE 23: TRAINING A. Every scheduled training will be paid out according to the hours spent in training. B. Travel time to any training outside Gallatin County will be paid at the employee’s regular hourly rate to include overtime as applicable. All travel shall comply with the Employer’s Work- Related Travel Policy and Procedures. ARTICLE 24: OVERTIME AND COMPENSATORY TIME A. Overtime 1. Overtime shall be paid as described below: a. Time and one-half for over eighty (80) hours worked per pay period. b. Vacation, sick leave, and comp time used in lieu of regularly scheduled shifts do not count toward time worked for the purposes of overtime. c. Overtime hours shall not be “stacked.” Stacked overtime includes earning overtime pay for hours already considered overtime due to a different premium pay factor, such as working on a holiday, that is calculated at time and a half 2. Employees shall be paid three hours of overtime when: a. The employee is called into duty on their day off or outside their regularly scheduled shift; b. The employee is called into work more than three hours before beginning or three hours after completing a regularly scheduled shift; c. The employee is required to appear before any judicial body on their day off or outside their regularly scheduled shift. An employee shall be entitled to receive the minimum payment if the following criteria are satisfied: ● The employee contacts the prosecutor’s office associated with the Employee’s appearance no less than eight hours prior to the appearance; and, ● The employee is not notified of a court appearance cancellation by 5:00 p.m. on the date before a court appearance is scheduled; and, ● The court appearance does not occur on the day it is scheduled. 3. The employee’s regularly scheduled shifts and days off may be adjusted upon request of the employee and approval of the Employer. 4. When required by the Chief or their designee to attend meetings and inter-departmental trainings on an assigned day off an employee shall be paid for the actual period worked at a rate of time and a half This is considered a premium pay and does not count toward hours worked for the purposes of overtime and cannot be converted to compensatory time. Docusign Envelope ID: EDECAA9D-6971-49BC-91BD-4AC042EFA8BD ---PAGE BREAK--- 18 I P a g e B. Compensatory Time: 1. Employees may convert overtime pay to compensatory time. Compensatory time is credited at time and one-half the hours worked and is available to use as time off with pay by the employee. Employees may use accumulated compensatory time in accordance with Employer policy. Compensatory time will be administered in compliance with the Fair Labor Standards Act including: a. The maximum compensatory time balance for any employee at any time shall be one hundred (100) hours. b. Once earned, compensatory time cannot be taken away by the Employer. c. Requests for the use of compensatory time may be refused when, in the opinion of the Employer, such use would disrupt the Employer’s operation. d. Employees may convert compensatory time to cash once each year, payable on the first pay date in November. Employees shall notify Human Resources no later than October 15th of their desire to cash out compensatory hours in their banks, up to forty (40) hours. 2. Upon separation from employment, employees shall be paid their regular rate of pay for all compensatory hours remaining. ARTICLE 25: HOLIDAYS A. Designated Holidays 1. January 1 – New Year’s Day 2. Third Monday in January – Martin Luther King Day 3. Third Monday in February – President’s Day 4. Last Monday in May – Memorial Day 5. June 19 – Juneteenth 6. July 4 – Independence Day 7. First Monday in September – Labor Day 8. First Tuesday after the first Monday in November during State General Election Day (even-numbered years) 9. November 11 – Veteran’s Day 10. Fourth Thursday in November – Thanksgiving Day 11. Fourth Friday in November – Day After Thanksgiving 12. December 24 – Christmas Eve 13. December 25 – Christmas Day Docusign Envelope ID: EDECAA9D-6971-49BC-91BD-4AC042EFA8BD ---PAGE BREAK--- 19 I P a g e B. Holidays Worked Employees who are required to work on a designated holiday will be paid a special holiday rate of time and a half for all hours worked, in addition to the Employer Holiday pay of eight, ten, twelve 10, or 12) hours. Employer Holiday pay is paid at the employee’s regular rate. For employees whose regular shift consists of an eight hour workday, the employee receives eight hours of Holiday pay. For employees whose regular shift consists of a ten (10) hour workday the employee receives ten (10) hours of Holiday pay. For employees whose regular shift consists of a twelve (12) hour workday, the employee receives twelve (12) hours of Holiday pay. The employee’s shift must start on the designated holiday to qualify for the special holiday rate. ARTICLE 26: SICK LEAVE – DEATH PAYOUT In the event of the death of an employee, one hundred (100) percent of the unused earned sick leave shall be paid to the employee’s beneficiary on file with the Employer at the employee’s regular rate of pay. ARTICLE 27: GRIEVANCE PROCEDURE A. STATEMENT OF PURPOSE 1. The purpose of the grievance procedure is to: a. Assure fair and equitable treatment of all employees and promote harmonious relations among employees and their supervisors. b. Afford employees a simple means of obtaining consideration of their grievance. c. Bring employee concerns to the Employer, thereby reducing the number of grievances and future similar complaints. 2. It is the expressed intent of the parties that employees shall receive fair treatment and shall be disciplined only for just cause. Grievances shall be resolved expeditiously and at the lowest possible level. No grievance filed by an employee, pursuant to the provisions of this Agreement, may be resolved inconsistent with the terms of this Agreement. B. DEFINITIONS 1. Day – A workday, except where otherwise stated. The term workday means Monday through Friday other than those days designated as federal holidays. 2. Grievance - A grievance is hereby defined as an alleged violation or non-compliance with the provisions of this Agreement. A grievance resolution, at any level, shall not in any way Docusign Envelope ID: EDECAA9D-6971-49BC-91BD-4AC042EFA8BD ---PAGE BREAK--- 20 I P a g e add to, disregard, or modify any of the provisions of this Agreement, any City ordinance or Resolution, Employer policy, procedure, bulletin, or SOP, or any state or federal law. 3. Grievant – An employee who challenges the Employer’s compliance with the Agreement. The Association may file a grievance on behalf of employees. Employer may bring a grievance under this Article. 4. Representative – A member of the Association or Employer designee who, is invited by the employee or Employer to participate in the grievance or conferences. 5. Immediate Supervisor – The person having direct evaluation responsibility for the grievant. 6. Answer – The response to the grievance at Steps One through Five as outlined in Article 24 below. All answers shall be written. If an answer does not resolve the grievance to the grievant’s satisfaction, the grievant may advance their grievance to the next step in the grievance process. C. REPRESENTATION 1. An employee may request representation by an Association member of his or her choice and at his or her expense at any stage of the grievance procedure. 2. The grievant and his or her designated representative, if any, shall receive release time for the purpose of representing the grievant at any step during the formal grievance meeting. 3. Only the grievant and one other person from the Association may be on paid status while engaging in tasks related to the representation. Representation shall not unduly interfere with the normal course of Employer operations. D. GRIEVANCE STEPS 1. STEP ONE: Verbal - Immediate Supervisor a. Within 5 days after a grievant knew, or by reasonable diligence should have known, of the act or omission upon which a grievance may be based, the grievant shall request an informal resolution meeting with his or her immediate supervisor. Every effort shall be made by the supervisor issuing the reprimand to notify the grievant, in writing, of the disciplinary action. Every effort shall also be made to resolve a grievance through discussion between the grievant and the grievant’s immediate supervisor. b. If the immediate supervisor, or the immediate supervisor’s action, is the subject of the grievance, Step one shall be conduct with an Employer representative of equivalent rank and supervisory capacity. The supervisor shall prepare a written answer to the grievance within ten (10) days after the informal resolution meeting. Docusign Envelope ID: EDECAA9D-6971-49BC-91BD-4AC042EFA8BD ---PAGE BREAK--- 21 I P a g e c. The written grievance shall contain, at a minimum, the following information: i. The name of the grievant(s) ii. The date(s) of the grievance iii. The nature of the grievance iv. The specific Article and term(s) of the Agreement in dispute v. The relief or adjustment sought STEP TWO: Written - Immediate Supervisor a. Within five days after a grievant knew, or by reasonable diligence should have known, of the act or omission upon which a grievance may be based, the grievant shall request in writing an informal resolution meeting with his or her immediate supervisor. Every effort shall be made by the supervisor issuing the reprimand to notify the grievant, in writing, of the disciplinary action. b. If the immediate supervisor, or the immediate supervisor’s action, is the subject of the grievance, Step two shall be conducted with an Employer representative of equivalent rank and supervisory capacity. The supervisor shall prepare a written answer to the grievance within ten (10) days after the informal resolution meeting. c. The written grievance shall contain, at a minimum, the following information: i. The name of the grievant(s) ii. The date(s) of the grievance iii. The nature of the grievance iv. The specific Article and term(s) of the Agreement in dispute v. The relief or adjustment sought 2. STEP THREE: Appeal to Captain a. If the grievance is not resolved at Step Two, the Grievant may request a meeting to discuss the grievance with the Captain, or his or her designee. The meeting must be requested in writing within five days after the Step Two decision has been rendered. b. The meeting will be scheduled within ten (10) days of receipt of the grievant’s written request for the meeting. The Captain or his or her designee shall prepare a written answer within 10 days after meeting with the grievant. c. The written grievance shall contain, at a minimum, the following information: i. The name of the grievant(s) ii. The date(s) of the grievance iii. The nature of the grievance iv. The specific Article and term(s) of the Agreement in dispute v. The relief or adjustment sought Docusign Envelope ID: EDECAA9D-6971-49BC-91BD-4AC042EFA8BD ---PAGE BREAK--- 22 I P a g e 3. STEP FOUR: Appeal to Chief a. If the grievance is not resolved in Step Three, the Grievant may request a meeting to discuss the grievance with the Chief, or the Chief’s designee. The meeting must be requested in writing within ten (10) days after the Step Three decision has been rendered. b. The meeting will be scheduled within ten (10) days of the Grievant submitting the request for the meeting. The Chief or the Chief’s designee shall render an answer within ten (10) days of meeting with the Grievant. c. The written grievance shall contain, at a minimum, the following information: i. The name of the grievant(s) ii. The date(s) of the grievance iii. The nature of the grievance iv. The specific Article and term(s) of the Agreement in dispute v. The relief or adjustment sought 4. STEP FIVE: Appeal to City Manager a. If the grievance is not resolved in Step Four, the Grievant may request a meeting to discuss the grievance with the City Manager, or the City Manager’s designee. The meeting must be requested in writing within ten (10) days after the Step Four decision has been rendered. b. The meeting will be scheduled within ten (10) days of the Grievant submitting the request for the meeting. The City Manager or the City Manager’s designee shall render an answer within ten (10) days of meeting with the Grievant. c. The written grievance shall contain, at a minimum, the following information: i. The name of the grievant(s) ii. The date(s) of the grievance iii. The nature of the grievance iv. The specific Article and term(s) of the Agreement in dispute v. The relief or adjustment sought 5. STEP SIX: Mediation a. If the grievance is not resolved in Step Five, the Grievant may request that the parties engage in mediation to resolve the grievance. The mediation must be requested in writing within ten (10) days after the Step Five decision has been rendered. b. The written request for mediation shall contain, at a minimum, the following information: i. The name of the grievant(s) ii. The date(s) of the grievance iii. The nature of the grievance Docusign Envelope ID: EDECAA9D-6971-49BC-91BD-4AC042EFA8BD ---PAGE BREAK--- 23 I P a g e iv. The specific Article and term(s) of the Agreement in dispute v. The relief or adjustment sought c. The mediator shall be mutually selected. If the parties cannot agree on a mediator, the parties shall submit a request for appointment of a mediator with the State Board of Personnel Appeals and agree to comply with all applicable Board of Personnel Appeals procedures. 6. STEP SEVEN: Appeal to Arbitrator a. If the grievance is not resolved at Step Six, the Grievant may submit a written request for the grievance to be heard by an arbitrator. This written request must be submitted within ten (10) days after the Step Six decision has been rendered. b. Written Request for Arbitration. To request a Step Seven appeal to an arbitrator, a grievant must timely submit a written request to the City Manager. The request shall be considered timely only if the City Manager receives it no later than ten (10) days after the mediation addressed in Step Six. Such request may take the form of a memorandum or letter to the City Manager from the grievant or the grievant’s designated Association representative. The grievant must clearly state the provisions of the Agreement which have allegedly been violated. c. Private Hearing. The parties agree that representatives of the Employer and Association are the only proper parties to the Arbitration proceedings, and the proceedings shall not be open to the public unless required to be an open meeting pursuant to law. d. Selection of Arbitrator. The parties shall select an impartial arbitrator (who shall be agreeable to the Employer and the Association). In the event that the parties to the dispute are unable to agree upon a selection of an arbitrator, the Montana Board of Personnel Appeals shall be requested to provide a list of five names of qualified arbitrators who are members of the National Academy of Arbitrators. Each party to the dispute shall alternately strike names with the grievant striking the first name, until one remains and that person shall be designated the arbitrator. e. The arbitrator shall not have the power to detract, modify or amend the Agreement in any way. f. The decision of the arbitrator shall be binding upon all parties concerned. g. Each party shall bear the fees and expenses of the presentation of its case. The fees and expenses of the impartial arbitrator shall be shared equally between the parties. h. In the event one of the parties to the arbitration wants a transcript of the arbitration proceedings, the party requesting the transcript shall pay all costs of such transcript. Docusign Envelope ID: EDECAA9D-6971-49BC-91BD-4AC042EFA8BD ---PAGE BREAK--- 24 I P a g e E. TIME LIMITS 1. Failure by a grievant to meet any deadline set in this procedure shall constitute a withdrawal of the grievance. The grievant shall not have a right to refile on the same set of facts, unless good cause is shown for the delay or the Employer notifies the grievant in writing that it will waive the deadline. 2. Failure by the Employer to issue a decision within the time periods provided herein shall constitute a denial of the grievance, and the Grievant may appeal to the next level. 3. Time limits in this procedure may be extended by mutual written agreement between the parties. 4. The grievant and his or her representative, if any, will be given at least ten (10) days written notice of any meeting scheduled pursuant to any Formal Resolution Step. This provision may be waived by mutual written agreement between the parties. F. WITHDRAWAL. Any grievance may be withdrawn by the Grievant at any time. Withdrawal of a grievance will be with prejudice and shall remove the right of the grievant to refile on the same set of facts. G. FREEDOM FROM REPRISAL. No grievant shall be subject to coercion, discrimination, reprisal, or disciplinary action for discussing a complaint or grievance with his or her immediate supervisor, or for the good faith filing of a grievance. ARTICLE 28: SAVINGS CLAUSE In the event that any portion of this Agreement is invalidated by the passage of legislation or a decision of a court of competent jurisdiction, such invalidation shall apply only to those portions thus invalidated, and all remaining portions of this Agreement not invalidated shall remain in full force and effect, and the parties shall meet as soon as possible to renegotiate substitute provisions for those held invalid. Docusign Envelope ID: EDECAA9D-6971-49BC-91BD-4AC042EFA8BD ---PAGE BREAK--- 25 I P a g e ARTICLE 29: TERM OF AGREEMENT This Agreement shall be effective July 1, 2025, and shall remain in full force and effect until its termination date of June 30, 2028. In the event the Employer and the Association are unable to reach an agreement on new contract terms prior to the expiration date of this Agreement as stated, the Agreement will remain in effect until a new Agreement is reached. IN WITNESS WHEREOF, said parties hereunto, acting by and through their respective and duly authorized offers and representatives, have hereto set their hands and seals on this 27th day of June, 2025. FOR THE CITY OF BELGRADE By: CITY MANAGER By: ATTEST: CITY CLERK FOR THE BELGRADE POLICE OFFICERS ASSOCIATION By: BPOA PRESIDENT Docusign Envelope ID: EDECAA9D-6971-49BC-91BD-4AC042EFA8BD ---PAGE BREAK--- 26 I P a g e TABLE WAGES *Effective July 1, 2025, all step increases for Employees shall be applied on the Employee’s individual anniversary date of hire or promotion. This agreement shall not affect general fiscal raises and shall continue to be implemented at the beginning of the City’s fiscal year. TABLE A - BASE WAGES Step Hourly Annual Step % Step Hourly Annual Step % Step Hourly Annual Step % 0 $33.50 $69,671.06 - 0 $34.50 $71,761.19 - 0 $35.54 $73,914.02 - 1 $34.16 $71,054.05 2% 1 $35.19 $73,185.67 2% 1 $36.24 $75,381.24 2% 2 $35.01 $72,822.46 2% 2 $36.06 $75,007.14 2% 2 $37.14 $77,257.35 2% 3 $35.87 $74,613.55 2% 3 $36.95 $76,851.96 2% 3 $38.06 $79,157.52 2% 4 $37.14 $77,243.50 3% 4 $38.25 $79,560.81 3% 4 $39.40 $81,947.63 3% 5 $40.31 $83,841.06 8% Step Hourly Annual Step % 5 $41.52 $86,356.29 8% Step Hourly Annual Step % 5 $42.76 $88,946.98 8% Step Hourly Annual Step % 6 $40.71 $84,679.92 1% 6 $45.19 $93,998.11 - 6 $41.93 $87,220.32 1% 6 $46.55 $96,818.06 - 6 $43.19 $89,836.93 1% 6 $47.94 $99,722.60 - 7 $41.23 $85,768.18 1% 7 $45.76 $95,177.06 1% 7 $42.47 $88,341.22 1% 7 $47.13 $98,032.37 1% 7 $43.75 $90,991.46 1% 7 $48.54 $100,973.34 1% 8 $41.76 $86,856.43 1% 8 $46.35 $96,401.34 1% 8 $43.01 $89,462.12 1% 8 $47.74 $99,293.38 1% 8 $44.30 $92,145.99 1% 8 $49.17 $102,272.19 1% 9 $42.30 $87,990.03 1% 9 $46.96 $97,670.98 1% 9 $43.57 $90,629.73 1% 9 $48.37 $100,601.11 1% 9 $44.88 $93,348.62 1% 9 $49.82 $103,619.14 1% 10 $42.90 $89,236.99 1% 10 $47.62 $99,053.97 1% 10 $44.19 $91,914.10 1% 10 $49.05 $102,025.59 1% 10 $45.52 $94,671.52 1% 10 $50.52 $105,086.35 1% 11 $43.19 $89,826.46 1% 11 $47.94 $99,711.46 1% 11 $44.48 $92,521.26 1% 11 $49.38 $102,702.80 1% 11 $45.82 $95,296.90 1% 11 $50.86 $105,783.88 1% 12 $43.47 $90,415.94 1% 12 $48.25 $100,368.94 1% 12 $44.77 $93,128.41 1% 12 $49.70 $103,380.01 1% 12 $46.12 $95,922.27 1% 12 $51.19 $106,481.41 1% 13 $43.75 $91,005.41 1% 13 $48.56 $101,003.76 1% 13 $45.07 $93,735.57 1% 13 $50.02 $104,033.87 1% 13 $46.42 $96,547.64 1% 13 $51.52 $107,154.89 1% 14 $44.04 $91,594.88 1% 14 $48.89 $101,683.92 1% 14 $45.36 $94,342.73 1% 14 $50.35 $104,734.44 1% 14 $46.72 $97,173.01 1% 14 $51.86 $107,876.47 1% 15 $44.33 $92,207.02 1% 15 $49.20 $102,341.41 1% 15 $45.66 $94,973.23 1% 15 $50.68 $105,411.65 1% 15 $47.03 $97,822.43 1% 15 $52.20 $108,574.00 1% 16 $44.62 $92,819.17 1% 16 $49.53 $103,021.57 1% 16 $45.96 $95,603.74 1% 16 $51.02 $106,112.22 1% 16 $47.34 $98,471.86 1% 16 $52.55 $109,295.58 1% 17 $44.91 $93,408.64 1% 17 $49.86 $103,701.73 1% 17 $46.26 $96,210.90 1% 17 $51.35 $106,812.78 1% 17 $47.64 $99,097.23 1% 17 $52.89 $110,017.16 1% 18 $45.20 $94,020.78 1% 18 $50.17 $104,359.22 1% 18 $46.56 $96,841.41 1% 18 $51.68 $107,489.99 1% 18 $47.96 $99,746.65 1% 18 $53.23 $110,714.69 1% 19 $45.50 $94,632.93 1% 19 $50.51 $105,062.05 1% 19 $46.86 $97,471.92 1% 19 $52.03 $108,213.91 1% 19 $48.27 $100,396.07 1% 19 $53.59 $111,460.33 1% 20 $45.80 $95,267.74 1% 20 $50.83 $105,719.54 1% 20 $47.18 $98,125.78 1% 20 $52.35 $108,891.12 1% 20 $48.59 $101,069.55 1% 20 $53.92 $112,157.86 1% 9% base increase from FY24-25 3% base increase from FY25-26 3% base increase from FY26-27 Officer: FY25-26 Sergeant: FY25-26 Officer: FY26-27 Sergeant: FY26-27 Officer: FY27-28 Sergeant: FY27-28 *Eligibility for Sergeant promotion – must be off probation and at least 5 years experience as a sworn Police Officer. Docusign Envelope ID: EDECAA9D-6971-49BC-91BD-4AC042EFA8BD