Document Kennewick_doc_fde71ef353

COLLECTIVE BARGAINING AGREEMENT BETWEEN THE KENNEWICK POLICE DEPARTMENT POLICE SUPPORT SPECIALISTS GUILD AND CITY OF KENNEWICK January 1, 2025 to December 31, 2027 Docusign Envelope ID: 8E5175CE-4C14-46E2-8E6E-D906E7DA06C1 ---PAGE BREAK--- 2 TABLE OF CONTENTS: PREAMBLE 3 ARTICLE 1 - DEFINITIONS 3 ARTICLE 2 - 4 ARTICLE 3 - EMPLOYER RIGHTS AND RESPONSIBILITIES 4 ARTICLE 4 - HOURS OF WORK AND OVERTIME 4 ARTICLE 5 - SHIFT ASSIGNMENTS 6 ARTICLE 6 - DUTY CALL BACK 6 ARTICLE 7 - WORKING OUT OF CLASSIFICATION 7 ARTICLE 8 - SALARIES 7 ARTICLE 9 - HOLIDAYS 7 ARTICLE 10- PAID TIME OFF 9 ARTICLE 11 - UNSCHEDULED ABSENCES 10 ARTICLE 12- INSURANCE COVERAGE 11 ARTICLE 13- LEAVES OF ABSENCE 12 ARTICLE 14 - GRIEVANCE PROCEDURE 13 ARTICLE 15- MANAGEMENT GRIEVANCE/ARBITRATION 14 ARTICLE 16-GUILD BUSINESS 14 ARTICLE 17 - PERSONNEL FILE 15 ARTICLE 18 - DISCIPLINE AND DISCHARGE 15 ARTICLE 19- PROBATION 16 ARTICLE 20 - LAYOFF AND RECALL 16 ARTICLE 21 - 17 ARTICLE 22 - OUTSIDE EMPLOYMENT 17 ARTICLE 23- EMPLOYEE RIGHTS/ NON-DISCRIMINATION 17 ARTICLE 24 - GUILD MEMBERSHIP / DUES CHECK OFF 17 ARTICLE 25- SAVINGS CLAUSE 18 ARTICLE 26 - CLOTHING ALLOWANCE. 18 ARTICLE 27 - LABOR/ MANAGEMENT COMMITTEE 19 ARTICLE 28 - ENTIRE AGREEMENT 20 ARTICLE 29- DURATION OF AGREEMENT 20 SIGNATURE PAGE 20 Docusign Envelope ID: 8E5175CE-4C14-46E2-8E6E-D906E7DA06C1 ---PAGE BREAK--- 3 PREAMBLE The provisions contained herein constitute the entire agreement between the City of Kennewick and the Kennewick Police Department Support Specialists Guild, governing wages, hours and working conditions for those members of the Kennewick Police Department as identified in the Public Employment Relations Commission Certification Case #13271. Section 1. Productivity. The Employer and the Guild shall work together to meet the operational requirements of the City; to provide the public with efficient, courteous, and professional service; to encourage good attendance of employees; to promote a climate of labor relations that will aid in achieving a high level of efficiency in the Department; and to promote and encourage employee training and development as resources allow. Section 2. Strike Prohibition. During the life of this agreement, employees shall perform their assigned duties to the best of their physical and mental ability. The Guild and the Employer agree that there shall be no strikes, blue flu, walkouts, slowdowns, stoppage of work, or any interference with the efficient operation of the Department. Section 3. Lock Out Prohibition. Because of the emergency nature of Police Services, the necessity for protection of the lives and property of the community and the essential support functions performed by non-commissioned staff, the City pledges not to cause a lockout of members of the Guild. ARTICLE 1 - DEFINITIONS As used herein, the following terms are defined as follows: A. "Employer" means the City of Kennewick, Washington. B. "Guild" means the Kennewick Police Department Police Support Specialists Guild. C. "Employee" means a regular full-time employee and/or part-time employee regularly scheduled to work more than twenty (20) hours per week in the bargaining unit (as defined in subparagraph hereof) covered by this Agreement. D. "Supervisor" means the Police Chief or a supervisor designated by the Police Chief. E. "Bargaining Unit" as used herein shall include all non-commissioned clerical employees of the Kennewick Police Department, but excluding supervisors and confidential employees. F. "Department" means the Kennewick Police Department. G. "Paid Time Off or PTO" means a scheduled work day or accumulation of scheduled work days on which an employee may, by pre-arrangement, continue to receive the regular rate of compensation although he/she does not work. H. "Hours Worked" means only those hours actually worked and excludes any time spent on any type of leave from work, whether paid or unpaid. I. Salary" means the rate of pay so identified and set forth in Appendix to this Agreement. Docusign Envelope ID: 8E5175CE-4C14-46E2-8E6E-D906E7DA06C1 ---PAGE BREAK--- 4 ARTICLE 2 - RECOGNITION Section 2.1. Recognition. The employer recognizes the Guild as the sole and exclusive bargaining representative of the employees in the Bargaining Unit (as defined in Article 1, subparagraph for the purpose of establishing wages, hours, and working conditions. ARTICLE 3 - EMPLOYER RIGHTS AND RESPONSIBILITIES Except as expressly modified by the specific articles of this Agreement, the Guild recognizes the exclusive right of the City to make and implement decisions with respect to the operation and management of its operations in all respects. The Guild recognizes: 1. The prerogative of the Employer to operate and manage its affairs in all respects in accordance with its responsibilities and powers; and 2. That the Employer reserves those rights concerning management and operation of the Department which include, but are not limited to the following: a. To recruit, assign, schedule, transfer, or promote members to positions within the Department. b. To suspend, demote, discharge, or take other disciplinary action against members for just cause. c. To determine methods, means, and personnel necessary for conduct departmental work functions. d. To control the Department budget. e. Take whatever actions are necessary at all times in order to assure the proper functioning of the Department f. To make, alter, and enforce rules, regulations, orders, and policies. 3. Nothing in this Agreement shall be construed to limit those rights and authorities generally reserved to management. a. In consideration of these management rights, the Guild is not relinquishing its right to bargain any future mandatory issues as defined by state law. ARTICLE 4 - HOURS OF WORK AND OVERTIME Section 4.1. Application of Article. This article is intended only as a basis of calculating overtime payments, and nothing in this Agreement shall be construed as a guarantee of hours of work per day or per week. Section 4.2. Work Week. The regular work week shall consist of five eight hour days in each seven day period, which starts at 12:01 a.m. Monday and ends at 12:00 midnight on the following Sunday. The City may employ a regular work week of four ten (10) hour days within the same seven day period. Section 4.3. Work Day. The regular work day shall be eight consecutive hours of work with regular starting and quitting times, except for interruptions for rest periods and unpaid meal periods. The City may employ a regular work day of ten (10) consecutive hours of work, with overtime thresholds appropriately modified, with agreement of the Guild. Docusign Envelope ID: 8E5175CE-4C14-46E2-8E6E-D906E7DA06C1 ---PAGE BREAK--- 5 Section 4.4. Meal and Rest Periods. Each employee of this Agreement shall be entitled to a sixty (60) or thirty (30) minute unpaid meal period each work shift. Each Employee working day shift shall receive a sixty (60) minute unpaid meal period. Each employee working swing or graveyard shift will receive a thirty (30) minute unpaid meal period. The meal period shall be scheduled as near as possible to the middle of the shift and shall be free of duty calls and responsibilities, unless an emergency situation requires otherwise. In the event any portion of the meal period is interrupted for work purposes, the employee will be entitled to make up the lost time at a more convenient opportunity during the shift. Each employee covered by this Agreement shall also receive a paid fifteen (15) minute rest period during each half work shift. The rest period shall be free of duty calls and responsibilities unless an emergency situation requires otherwise. In the event the rest period is interrupted, the employee will be entitled to make up the lost time at a more convenient opportunity during the shift. Section 4.5. Weekly and Daily Overtime. All work that has been specifically authorized by a supervisor and that is performed in excess of the employee's regular work day or work week (as defined in 4.2 and 4.3.) shall constitute overtime. Section 4.6. Overtime Compensation. Hours of work in excess of eight or ten (10) hours in a scheduled work day or forty (40) hours per week shall be compensated at the rate of one and one- half (1 ½) times the employee's straight time rate of pay in accordance with Section 4.8 of this article. In no event will overtime pay or compensatory time result from excess hours worked due to a voluntary change of shifts. However, the City agrees that shifts will not be changed or adjusted to avoid overtime or overtime payments unless mutually agreed between the City and the Guild. Section 4.7. Overtime Assignments. The City will post a list of overtime opportunities when known, or at least once per quarter, and employees may bid on those overtime assignments. In order to equalize overtime as best as possible, the City will give preference to employees on an equal rotational basis. The City may make an exception when a particular overtime assignment requires unique training, skills, or abilities. If known overtime opportunities remain unfilled within approximately fourteen (14) days of the scheduled shift, the City may assign required overtime. The City will assign required overtime on an equal rotational basis in reverse order of seniority. The City may make an exception when the required overtime would pose an unreasonable burden to an employee; for example, when the required overtime would interrupt a pre-planned vacation. The City will generally offer overtime opportunities when necessary to fill up to two shifts in a single work week. However, the City will instead utilize shift changes as defined in section 5.3 when necessary to fill three or more shifts in a single work week in order to prevent unnecessary disruption to City operations or to employee schedules. In the event that an employee cannot report to work, employees currently working may be held over. The City will attempt to limit hold overs to a total shift duration of twelve (12) hours, whenever possible, while continuing to support Kennewick Police Department operations. Section 4.8. Compensatory Time. 4.8.1. At the option of the employee, compensatory time may be earned instead of cash overtime pay. Compensatory time will be earned at the overtime rate and, where paid, will be paid at the straight time rate. No more than one hundred twenty (120) hours of compensatory time may be accrued or carried over at any one time. Up to 60 hours of the accrued or carried over time can be cashed out and made available the first paycheck in April or August, at the employee's option. 4.8.2. Compensatory time off may be approved by the Police Chief or designee at the convenience of the Department. Docusign Envelope ID: 8E5175CE-4C14-46E2-8E6E-D906E7DA06C1 ---PAGE BREAK--- 6 4.8.3. It is agreed that all of the accrued or carried over hours identified in 4.8.1 shall be converted to cash, and will be paid to the employee upon separation from employment. Section 4.9. Overtime Rate Calculation. The overtime rate of pay shall be determined by taking the employee's salary, multiplying by twelve (12) and dividing that total by 2080. ARTICLE 5 - SHIFT ASSIGNMENTS Section 5.1. Days Off/Shift Rotation. Bids for shift assignments/days off shall be made annually by seniority. Bids shall take place no later than November 20th of each year. A schedule shall be posted after bidding has been completed. Changes may be made to annual shift assignments and/or days off based on the needs of the employees or the City. If an employee desires to change shift assignments and/or days off between bidding cycles, the employee will work with the supervisor to attempt to accommodate the request by mutual agreement. If the request cannot be accommodated by mutual agreement, the employee may submit a request to the Police Chief to consider a mandatory change upon showing of good cause. If a shift is vacated by an employee for any reason, that shift shall be bid to all members on a seniority basis. Any other shifts vacated as a result of this movement shall also be bid on a seniority basis. If the vacancy occurs on or after November 1st, the Police Chief may elect not to post the vacancy and to fill it during the upcoming bid cycle in order to avoid undue disruption. Section 5.2. Shift Trades. Subject to the prior approval of the Police Chief or the Police Chiefs authorized designee, employees may make temporary shift trades provided, however, that the Department shall incur no overtime liability resulting therefrom. Section 5.3. Changes in Work Schedule. It is recognized by the parties that deviations from the normal work schedule will occur from time to time resulting from a number of causes, such as, but not limited to, paid time off, leaves of absence, absenteeism, employee requests, and temporary shortages of personnel (not to exceed 90 days). When the City initiates temporary shift changes, the City will provide at least ten (10) days notice to affected employees. In the event of a police emergency, the City shall make every attempt to give as much notice as possible. It is also agreed that shift changes will not be made for the exclusive purpose of avoiding overtime. When the City initiates temporary shift changes, the City will not split an employee's consecutive work days between multiple shifts (day, swing, graveyard shifts) unless the City and the employee mutually agree to the split schedule. The City and the Guild shall attempt to mutually agree to permanent shift schedule changes and will provide thirty (30) days advance notice to affected employees unless otherwise agreed. If a schedule change is necessary as determined by the Police Chief and supported by good cause but no employee volunteers to the schedule change, the least senior qualified employee shall be transferred. ARTICLE 6 - DUTY CALL BACK Section 6.1. Shift Extensions. For purposes of this Article, appearance for a call back to duty must occur at least one hour prior to the start, or more than one hour after the conclusion of the employee's shift. Should the appearance of the call back occur less than one hour before or one hour after the end of the regularly assigned shift, the time worked shall be deemed an extension of the shift and shall be compensated at the appropriate rate of pay, and shall not be subject to the call back minimums provided herein. Docusign Envelope ID: 8E5175CE-4C14-46E2-8E6E-D906E7DA06C1 ---PAGE BREAK--- 7 Section 6.2. Duty Call Back. If called to duty outside a scheduled shift, whether on a scheduled work day or a scheduled day off, the employee shall receive overtime pay at a rate of one and a half (1 ½) for actual hours worked and remaining hours shall be paid at the employee's regular rate of pay. The employee will be guaranteed a minimum of two hours pay at the overtime rate. ARTICLE 7 - WORKING OUT OF CLASSIFICATION Section 7.1. Working In Higher Paid Classifications. If any employee is assigned by the Police Chief or the Police Chiefs designee to perform the duties of a higher paying classification for any portion of a shift, but not less than four hours, the employee shall receive the higher rate of pay for all hours worked in the higher paid classification. If any employee is assigned or expected to provide bi-lingual assistance for the department, they shall be compensated an additional fifty cents ($0.50) per hour. This shall be included as a stipend for all dayshift hours worked. This bi-lingual incentive does not apply to swing or graveyard shift employees. Assignment to a higher classification shall be made at the sole discretion of the Police Chief or the Police Chiefs designee and shall not be subject to the grievance procedure. ARTICLE 8 - SALARIES Section 8.1. Pay Day. The City will pay employees on a twice basis. If any payday falls on a holiday, the City will pay employees on the preceding business day. Hours worked up to and including the last working day in the month will be paid as early as possible thereafter, but not later than the fifth (5th) day of the month following; and that hours worked between the first (1st) and the fifteenth (15th) day of the month will be paid as early as possible thereafter, but no later than the twentieth (20th) day of the month. The City may at its discretion institute a bi-weekly (or every other Friday) payroll. Section 8.2. Overtime pay will be included in the paycheck for the period in which it is earned. Section 8.3. Provided the employee satisfactorily performs the duties and responsibilities of his/her position, the employee shall progress in the salary range in one year intervals as specified in Appendix A. ARTICLE 9 - HOLIDAYS Section 9.1. Recognized Holidays. The following days are recognized as paid holidays for all Employees: 1. New Year’s Day January 1 2. Martin Luther King Day Third Monday in January 3. President’s Day Third Monday in February 4. Memorial Day Last Monday in May 5. Independence Day July 4 6. Labor Day First Monday in September 7. Veteran’s Day November 11 8. Thanksgiving Day Fourth Thursday In November Docusign Envelope ID: 8E5175CE-4C14-46E2-8E6E-D906E7DA06C1 ---PAGE BREAK--- 8 9. Day after Thanksgiving The day after Thanksgiving 10. Christmas Day December 25 11. Floating Holiday To accrue on January 1 12. Floating Holiday To accrue on July 1 The Department shall be closed to the public on New Year's Day, Thanksgiving Day, the day after Thanksgiving and Christmas Day. The minimum staffing level on these four defined holidays will be one employee per shift. The Department shall be open to the public during regular business hours on all remaining holidays. The minimum staffing level on the remaining holidays will be two employees on day shift and one employee on swing and graveyard shifts. Section 9.2. Holiday Pay and Minimum Staffing Requirement. Employees shall not receive any time off for the holidays that are set forth in Section 9.1. Rather, employees will receive ten (10) or eight hours of straight-time holiday pay for each of the ten (10) defined holidays, depending on their pre-assigned schedule (i.e. 4/10s or 5/8s), regardless of whether they actually work on the holidays. Employees will receive this straight-time holiday pay in a separate check that will be provided to them on the first pay period in December of each year of the contract. Employees must be employed and in paid status on the actual holiday in order to receive holiday pay for the corresponding day (no unpaid leave of absence, etc.). The City will reduce holiday pay by the amount of their regularly scheduled shift (i.e. 8 or 10 hours)for each holiday on which employees are not employed or are in unpaid status on any of the ten (10) defined holidays. Employees who desire to take the holiday off work may do so by using PTO or compensatory time with supervisor approval. Any available holiday time off, factoring in minimum staffing, shall be assigned on a first come, first served basis with the tie breaker, if necessary, being seniority. Section 9.3. Floating Holidays. Employees shall accrue a first floating holiday on January 1 each year. Employees shall accrue a second floating holiday on July 1 each year. In order to accrue these floating holidays, an Employee must be employed and in paid status on the respective accrual dates. Floating holidays shall be scheduled and taken in accordance with the PTO scheduling clause set forth in Article 10, Section 10.4. Each employee shall be permitted to exercise his or her right of seniority preference only once annually and for only one PTO block. Floating holidays not scheduled and approved before November 20th shall be paid to the Employee together with pay for defined holidays on the first pay period in December of each year of the contract. Floating holidays may not be carried over into a subsequent calendar year. Docusign Envelope ID: 8E5175CE-4C14-46E2-8E6E-D906E7DA06C1 ---PAGE BREAK--- 9 ARTICLE 10- PAID TIME OFF Section 10.1. PTO Accrual/Eligibility. Each full time employee shall accrue PTO as follows: Service Accrual Start of year 1 through 5 years 12 hours per month Start of year 6 through 9 years 15 hours per month Start of year 10 through 14 years 17 hours per month Start of year 15 through 19 years 19 hours per month Start of year 20 through 24 years 21 hours per month Start of year 25 through 30 years 23 hours per month More than 30 years of service 25 hours per month An employee shall not be eligible to use PTO until the employee has worked for the Employer a minimum of three calendar months from his or her most recent date of hire. Section 10.2. Annual PTO Carryover. Employees have an annual PTO carryover limit of six hundred (600) hours. For the purpose of this annual carryover, the City defines the year as April 1 through March 31. Employees will lose any PTO hours in excess of six hundred (600) hours at the end of the March 31 pay period every year. Section 10.3. PTO Cash-Out. Upon separation from employment for any reason, an employee shall receive a sum of money equal to the number of accrued and unused PTO hours (up to a maximum of 560 hours) multiplied by the employee's last hourly rate of pay when the employee ceases employment with the City. If the employee resigns, PTO cash out is available only if the employee has given two-weeks advanced notice of his/her resignation. No prior notice is required if the employee's employment is terminated for just cause or if the employee is asked to resign. Section 10.4. PTO Scheduling/Preference. Employees shall be permitted to request to use their PTO in either single or split blocks of time. Employees shall have the right to determine PTO scheduling in accordance with the preference rules included here, subject to the reasonable operational needs of the Department and the availability of relief employees as determined by the Police Chief. PTO requests received before November 20 of the preceding calendar year shall be honored on a seniority preference basis. Where two or more employees request overlapping PT preference will be given to the most senior employee, provided the senior employee's request was received by November 20. Each employee will be permitted to exercise his or her right of seniority preference only once annually and for only one PTO time-block. Any requests for PTO following November 20 shall be granted on a first-come, first-served basis. PTO may be denied if the request would result in overtime or department closure. Such denials may be appealed to the Police Chief with two weeks' notice, or less upon showing of good cause. If an employee has submitted a request to use forty (40) consecutive hours or more of PTO and qualifies for an open PTO slot pursuant to the terms of this article, the City shall approve or deny the PTO request within seven calendar days of the submission of the request. This shall not apply to seniority preference PTO picks during the month of November. Section 10.5. Seniority. For the purpose of scheduling PTO, seniority shall be defined as length of unbroken service as a Police Support Specialist. Docusign Envelope ID: 8E5175CE-4C14-46E2-8E6E-D906E7DA06C1 ---PAGE BREAK--- 10 ARTICLE 11 - UNSCHEDULED ABSENCES Section 11.1. Use of PTO. Employees may use PTO to cover unscheduled absences relating to illnesses or injuries as set forth in this Article or as may be authorized by state or federal law. Section 11.2. Authorized Uses. Unscheduled absences are authorized when emergency and/or urgent circumstances prevent an employee from planning and providing advanced notice of the need to be absent from work. Preventative health and dental appointments are not acceptable uses of unscheduled leave and must be scheduled with the supervisor. Examples of authorized unscheduled absences include: 1. Personal Illness or Injury. Unscheduled PTO is available for an employee who cannot report to work due to personal illness or injury. 2. Work-Related Illness or Injury. Unscheduled PTO is available for an employee who cannot report to work due to a work-related illness or injury for periods of time not covered by industrial insurance. This includes covering the first three calendar days following the onset of a work-related illness or injury, as well as supplementing hours to make up the difference between industrial insurance benefits and the employee's regular pay. When receiving industrial insurance benefits, the employee may not use PTO to receive a combined amount that exceeds the employee's regular pay. 3. Family Illness or Injury. Unscheduled PTO is available for an employee who cannot report to work when the employee's physical presence is needed to care for an ill or injured family member. Covered family members include: • a child (including a biological, adopted, or foster child, stepchild, or a child to whom the employee stands in loco parentis, is a legal guardian, or is a de facto parent, regardless of age or dependency status); • a parent (including a biological, adoptive, de facto, or foster parent, stepparent, or legal guardian of an employee or the employee's spouse or registered domestic partner, or a person who stood in loco parentis when the employee was a minor child); • a spouse; • a registered domestic partner; • a grandparent; • a grandchild; and • a sibling. When the employee's physical presence is no longer required, the employee will report back to work as as possible. An employee must notify the supervisor as soon as the employee reasonably believes that he or she cannot report to work, but not less than thirty minutes prior to the beginning of the scheduled work shift. The employee must keep the supervisor informed of his or her status if the employee expects the absence to last longer than one shift in duration. Section 11.3. State and Federal Protected Leave. An employee may use PTO for any reason authorized by state or federal law. Existing protections may apply to absences relating to personal illnesses or injuries, family members' illness or injury, pregnancy, parental bonding, military service, military service member care, or domestic violence. This list is not exhaustive and employees are encouraged to refer to the Kennewick Administrative Code or to contact the Docusign Envelope ID: 8E5175CE-4C14-46E2-8E6E-D906E7DA06C1 ---PAGE BREAK--- 11 Human Resources Division with questions regarding how state or federal protections may impact PTO or the right to paid leave in the employee's specific circumstances. Section 11.4. Washington State Paid Family and Medical Leave (PFML). Washington State maintains a statewide insurance program for employees to receive partially paid leave to care for themselves or for family members in qualifying circumstances. The PFML program is administered by the Washington State Employment Security Department and not by the City of Kennewick. The program is funded through premiums shared by employers and by employees. The City will be responsible for the employer portion of the premiums and employees will be responsible for the employee portion of the premiums, which the City will manage and remit through payroll deductions. When an employee is approved for PFML, the City will place the employee into leave without pay status. The employee will not earn any compensation from the City and the employee will be unable to use supplemental PTO. The employee will not accrue PTO and will not be eligible for other City benefits, including deferred compensation, holiday pay, uniform allowance, etc., during PFML. However, the employee will remain eligible for health insurance benefits and will continue to pay only the employee share of the health insurance premiums during PFML. The employee will typically not earn service credit through the Washington State Department of Retirement Systems (DRS) during PFML but should consult the Human Resources Division or DRS for more information. Section 11.5. Documentation. If an absence extends beyond three working days in duration or if a pattern of sick leave usage exists, the City may require the employee to submit medical documentation from a health care provider stating the nature of the illness or injury; that the employee has been unavailable for work for the duration of the absence; and that the employee is released to perform his or her regular job duties. ARTICLE 12- INSURANCE COVERAGE 12.1. Employees shall have a choice between the Asuris HealthFirst $250 Deductible plan or the Group Health $200 deductible plan. The parties agree that AWC controls the plan design and the Board of Trustees may make changes from time to time. 12.2. The City shall provide life insurance for employees in the amount of fifty thousand dollars ($50,000) and for dependents in the amount of one thousand dollars ($1,000) and shall pay the entire premium for this coverage. 12.3. Employees who elect coverage under the medical plan provided by the City agree to pay ten percent (10%) of the cost of the selected health insurance plan. 12.4. The City agrees that there shall be no decrease in medical benefits for the life of this Agreement unless the Guild agrees to those changes. 12.5. The City will provide an employee assistance plan (EAP) which it can unilaterally modify or discontinue, or change providers at any time. 12.6. The City shall pay the full premium of a long-term disability (LTD) insurance program. 12.8. The City shall establish a Voluntary Employee Beneficiary Association ("VEBA") trust in the interest of the Employees to fund eligible medical expenses as permitted under federal tax law. The VEBA shall be exclusively funded by the Employees, and the Employees authorize the City shall make ongoing pre-tax deductions to the VEBA at a fixed rate to be determined by the Employees. The Guild shall have the right to increase, decrease or stop contributions after serving appropriate written notice upon the City. The City shall not incur any additional fees or costs in the creation or administration of the VEBA. Docusign Envelope ID: 8E5175CE-4C14-46E2-8E6E-D906E7DA06C1 ---PAGE BREAK--- 12 ARTICLE 13- LEAVES OF ABSENCE Section 13.1. Leave of Absence. The City Manager may authorize unpaid leaves of absence of up to a maximum duration of one year, except in the case of a leave necessitated by involuntary conscription or recall to duty in the Armed Forces of the United States, in which case the leave may extend to cover the full period of conscription or recall. Upon expiration of such approved leave, the employee shall be reinstated in the classification held at the time leave was granted. Failure on the part of the employee to report for duty at the expiration of such leave shall be regarded as voluntary resignation. Section 13.2. Death in Immediate Family. Paid leave shall be granted by the Police Chief. An employee may be allowed to use paid leave to a maximum of thirty-two (32) hours for each death in the immediate family. All time off for such a death in excess of four days per event shall be charge to PTO. If extenuating circumstances necessitate a longer period of leave, an extension may be granted upon prior approval of the Police Chief or designee. Immediate family includes the employee's father, mother, father-in-law, mother-in-law, spouse, brother, sister, children, grandchildren, registered State domestic partner or any individual residing in the employee's household at the time of death. An employee may be allowed to use paid leave to a maximum of twenty four (24) hours for each death of a grandparent. Section 13.3. Personal Doctor and Dentist Appointments. Employees will be permitted time off work to attend bona fide personal doctor and dentist appointments that require up to two hours of absence from work during scheduled working hours, up to a maximum of ten (10) hours per calendar year, and such time shall not be counted against employees' accumulated PTO. If the personal doctor or dentist appointment keeps the employee away from work for more than two hours, all the time away from work for that appointment will be charged to PTO. Prior to authorizing time off for personal doctor or dentist appointments, the supervisor may request the time of the appointment and the name of the treating doctor. If the City finds it necessary to request any additional medical information, such request will come from the Human Resources Division and all personal health information will be treated as confidential. Where possible, employees will schedule these appointments so they do not conflict with scheduled duty hours. Section 13.4. Leave Without Pay. No leave without pay shall be granted an employee until the employee has exhausted all PTO, compensatory time, and floating holidays. Such leave will not be granted for the purpose of the employee's gaining any personal advantage or profit. Section 13.5. Lay-off for Lack of Work. Any full-time employee, when laid off for lack of work or of funds, shall be given at least ten (10) working days’ notice in advance. Section 13.6. Job Abandonment. Voluntary Quit. Without an explanation that is acceptable to the City, an employee is considered to have voluntarily quit and resigned under the following circumstances: • Unauthorized Absence. An absence of one or more consecutive days without notice to the City. • Following Leave. Failure to return within one day from an approved leave of absence with the City. Section 13.7. Retention. The City's intent is to keep trained, qualified, and experienced people actively employed when injured and incapacitated from work provided reasonable accommodation can be made in accordance with applicable ADA requirements. Each case will be evaluated on an individual basis by the City Manager at the recommendation of the Police Chief. Docusign Envelope ID: 8E5175CE-4C14-46E2-8E6E-D906E7DA06C1 ---PAGE BREAK--- 13 Section 13.8. Jury Duty. Any employee who is called for jury duty will be paid during his/her absence. The City will deduct an amount equal to jury fees, exclusive of mileage, actually received for jury duty or witness service from the employee's paycheck. Employees receiving a summons for jury duty should notify their supervisor immediately so that coverage can be arranged. If an employee's absence during that particular period of time causes a significant hardship, the employee may be requested to seek a postponement of jury duty. Employees released from jury duty on a given day with more than two hours left in their shift are required to call in to determine whether they should report to work. Section 13.9. Court Time. Employees subpoenaed to testify in connection with their employment with the City, or in connection with their work for a former employer, shall receive their normal compensation without any reduction of PTO or other paid leave. Any witness fees received by the employee must be reimbursed to the City, or a payroll deduction must be approved by the employee. Employees needing time off to appear in court on any other matter must use accrued PTO ARTICLE 14 - GRIEVANCE PROCEDURE Section 14.1. Dispute Resolution. A "grievance" means a formal, written claim or dispute by an employee with respect to the interpretation or application of the provisions of this Agreement. Such disputes shall be resolved as follows: Step 1 - An employee must present a written grievance within ten (10) business days of its alleged occurrence to the employee's supervisor who shall attempt to resolve it within ten (10) business days after it is presented to him/her. Step 2 - If the Guild is not satisfied with the resolution by the immediate supervisor, the Guild may present the written grievance, along with all pertinent materials, to the Police Chief within ten (10) business days of receiving the supervisor's response. The Police Chief shall attempt to resolve the grievance within ten (10) business days after it has been presented to him/her. Step 3 - If the Guild is not satisfied with the resolution by the Police Chief, the Guild may present the written grievance, along with all pertinent materials, to the City Manager within ten (10) business days of receiving the Police Chiefs response. The City Manager shall attempt to resolve the grievance within ten (10) business days after it has been presented to him or her. Step 4 - If the Guild is not satisfied with the resolution by the City Manager, the Guild may refer the grievance to arbitration within fifteen (15) business days of receiving the City Manager's response. Section 14.2. Arbitrator Selection. The parties shall attempt to agree upon an arbitrator within five business days after the grievance is referred to arbitration. In the event the parties are unable to agree on an arbitrator within the five day period, the parties shall immediately request the Public Employment Relations Commission (PERC), as agreed upon by the two parties, to submit a panel of at least five arbitrators for consideration. Either party may reject one entire panel and request that a new panel be submitted. Both the City and the Guild shall have the right to strike two names from the panel. The party requesting arbitration shall strike the first name, the other party will then strike a name, alternating until only one name is left. The person remaining shall be the Arbitrator. The Arbitrator shall be notified of his or her selection by joint letter from the Guild and City requesting that a time and place be set for the arbitration subject to the availability of the Guild and City representatives. All arbitration hearings shall be conducted in Kennewick, Washington unless the parties mutually agree otherwise. Depending on the nature of the grievance, the parties may mutually agree to present the issue(s) to the arbitrator via written submissions only. Section 14.3. Arbitrator Authority. The arbitrator shall render his/her award based on the interpretation and application of the provisions of Agreement within thirty (30) days after such hearing or a date agreed upon by the parties. The decision shall be final and binding upon the Docusign Envelope ID: 8E5175CE-4C14-46E2-8E6E-D906E7DA06C1 ---PAGE BREAK--- 14 parties to the grievance provided the decision does not involve action by the Employer which is beyond its jurisdiction. Neither the arbitrator nor any other 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 14.4. Arbitration Costs. The fees and expenses of the Arbitration shall be borne equally by the Guild and the City. Each party will be responsible for compensating its own representatives and witnesses and purchasing its own copy of the transcript. Section 14.5. Time Limits. Both parties shall make every effort to resolve grievances within time limits outlined in this grievance procedure. However, with the mutual written consent of both parties, the time limits may be extended at any step. Business days include Mondays through Fridays, excluding the ten (10) defined holidays in Article 9. Business days will be counted excluding the first day and including the last day of the relevant period. If at any step of the grievance procedure the employer fails to issue a response within the time limits set forth in this Article (without getting a written extension of time limit), the grievance shall be considered denied and the Guild may elect to advance to the next step of the grievance procedure. If the Guild fails to advance the grievance within the time limits (without getting written extension) specified herein, the grievance will be considered withdrawn and it cannot be resubmitted. Section 14.6. Form and Service of Grievances and Grievance Responses. Grievances and any grievance responses will be in writing and will be served via email. The date and time of service shall be the date and time the email is sent. In the event that an email is rejected or blocked due to file size or other restrictions, the sender will immediately advise the other party by sending a second email (without attachments) and by contacting the intended recipient via telephone and leaving a voice message if needed. The sender will make arrangements to deliver the grievance or grievance response to the recipient within 24 hours. ARTICLE 15- MANAGEMENT GRIEVANCE/ARBITRATION In recognition of the mutual obligation of the parties to this Agreement to abide by its terms and conditions, the City may file a grievance for violation of or improper application of this Agreement by any employee or the Guild. Such grievance may be appealed to arbitration at the option of the City. Consistent with Article 14, the City will be subject to the same process and timelines set forth for the Guild, and the Guild will be subject to the same process and timelines set forth for the City. ARTICLE 16-GUILD BUSINESS The City recognizes the Guild's right to conduct Guild business on duty time and the Guild's right to reasonable access to the City facilities to conduct Guild business so long as such business or activities do not unreasonably interfere with the activities of the Department, as determined by the Police Chief. The Guild will provide the supervisor with at least twenty four (24) hours of notice prior to any Guild meetings and other routine Guild activities if employees are expected to participate on duty. When a Guild representative meets with a Guild member in preparation for or during an investigatory or disciplinary meeting initiated by the City, the Guild will provide as much notice as is reasonably possible under the circumstances. The City agrees to allow two employees representing the Guild to be granted leave without loss of pay for continuity to attend collective bargaining sessions and/or labor/management meetings between the City and the Guild. Employees shall be entitled to exercise their right to Guild representation at meetings where the employee reasonably believes disciplinary action could result. However, the employee's request for Guild representation shall not unduly delay any investigatory interviews conducted by the Docusign Envelope ID: 8E5175CE-4C14-46E2-8E6E-D906E7DA06C1 ---PAGE BREAK--- 15 Department. If the employee is unable to arrange the presence of a Guild representative within one working day from the scheduled beginning of the meeting, the City may proceed without the Guild's representative present. The City shall notify employees as soon as possible if the employee is to be the subject of a meeting or interview from which the City reasonably believes disciplinary action could result. ARTICLE 17 - PERSONNEL FILE Section 17.1. Personnel Record. The City Human Resources Division shall maintain a central personnel file for each employee in the Bargaining Unit. This record will be the official record of the City and will contain a history of employment records, change of status forms, letters of commendation, all personnel actions, and such other pertinent information regarding employee performance (excluding supervisory notes and other documents compiled under 17.5 below) which either have in the past or may in the future form the basis of disciplinary action or commendation. Section 17.2. Inspection of Records. After giving reasonable notice, the employee may inspect the contents of the employee's official personnel record. An employee's official representative, with the permission of the employee, may inspect the personnel file. Section 17.3. Critical Entries. No document reflecting critically upon the employee shall be placed in the employee's personnel file that does not bear either the signature or initials of the employee indicating that the employee has been provided a copy of the material. Employees are requested to sign all disciplinary actions presented to them by the Police Chief or his designee or initialed by a witness in the case of the employees refusal to sign. Such signature shall indicate acknowledgement of receipt of the disciplinary action and shall in no way constitute an admission of the truthfulness or accuracy of the document's contents. Section 17.4. Rebuttal Material. If the employee believes there is material in the employee's personnel record which is incorrect or derogatory, the employee shall be entitled to prepare in writing an explanation or opinion regarding the particular material, and this shall be included as part of the employee's personnel record. Employees shall also have the right to petition for the removal of any document contained in the personnel file for at least one year. The removal decision shall be made by the Police Chief at his/her discretion, however such request shall not be unreasonably denied. Documents removed from an employee's personnel file remain subject to record retention requirements but they City will not use such documents for employment or disciplinary purposes once removed. Section 17.5. Disclaimer. This Article is not intended to limit the maintenance of supervisor notes and other pertinent Department records. However, the parties recognize that as a general policy, disciplinary actions should be based only upon documents bearing the initials or signature of the employee, or a witness in the case of a refusal to sign. ARTICLE 18 - DISCIPLINE AND DISCHARGE Section 18.1. Discipline. Disciplinary actions or measures may include the following: written reprimand; suspension with or without pay, or in lieu thereof and with the consent of the employee, loss of paid leave; demotion; discharge; or any combination thereof. 1. Disciplinary actions such as written reprimands are usually the first steps taken in constructive and progressive discipline. As a general rule, such disciplinary actions are to be taken for infractions of a minor nature. 2. Disciplinary actions such as suspension with or without pay, loss of paid leave. demotion, and discharge will be used for more serious offenses or when previous disciplinary actions have not corrected unacceptable patterns of performance or conduct. Docusign Envelope ID: 8E5175CE-4C14-46E2-8E6E-D906E7DA06C1 ---PAGE BREAK--- 16 3. Disciplinary actions will be administered in a fair, firm, and equitable manner, and only for just cause. 4. The employer agrees that the disapproval of leave requests will not be used as disciplinary measures. If the City has reason to reprimand an employee, it shall be done in private or in a manner that is least likely to embarrass the employee before other employees or the public. ARTICLE 19- PROBATION Section 19.1. New Hire Probation. Every new employee hired into the Department shall serve a probationary period of twelve (12) months. The Guild recognizes the right of the City to discipline or discharge probationary employees for any reason with or without cause, and such discipline or discharge shall not constitute a violation of this Agreement. Upon completion of twelve (12) months probation, employees shall be evaluated with one of the following recommendations: a. Terms of probation and training met, employee shall become a "regular" full-time employee. b. Employee has performed satisfactorily, but areas still need improvement so the Division Commander or his/her designee extends the probationary period for a specified amount of time not to exceed ninety (90) working days. At the completion of the extended probationary period the employee becomes a "regular" full-time employee or is disqualified and released from employment. c. Did not meet the terms of probation and training. Employee is disqualified from employment and released. At anytime during a new hire's training and probationary period they may disqualified from the training process with or without cause as defined in Kennewick City Policy 2-12-080. ARTICLE 20 - LAYOFF AND RECALL Section 20.1. Layoff. The City will layoff and recall employees in accordance with specialized skills until cross-training has been completed. When all employees within the bargaining unit have been cross-trained in all functions and can perform all required PSS tasks, the City will layoff in inverse order of seniority if documented performance levels are equal. Section 20.2. Recall. Employees shall be called back from layoff according to seniority if equally cross-trained. No new employees shall be hired until all employees on layoff status have had an opportunity to return to work. An employee shall be considered on layoff status for a period of twenty four (24) months. Section 20.3. Recall Notice. The City shall notify laid off employees, by certified mail to the employee's last known address, of any department job opening(s) for which the employee is qualified to fill. Upon notification, employee must accept or reject the open position by certified mail within fifteen (15) calendar days of receipt of job notice, regardless of who signed for the certified job notice, and report to work within fifteen (15) calendar days after giving notification to the City. Failure to do so will result in forfeiture of all recall rights. Docusign Envelope ID: 8E5175CE-4C14-46E2-8E6E-D906E7DA06C1 ---PAGE BREAK--- 17 ARTICLE 21 - SENIORITY Section 21.1. Seniority Defined. Seniority shall be defined as the length of unbroken service by an employee within the bargaining unit or predecessor following his/her most recent date of hire or rehire. After hire, all time spent on military leaves of absence (except as limited by law) and authorized leaves with pay shall be included in length of service. Leaves without pay shall be included in length of service except that leaves without pay in excess of ninety (90) calendar days shall not apply to seniority. Ties in seniority shall be broken by lot. Section 21.2. Seniority List. The City will provide the Guild with copies of a seniority list on July 1 of each year. Section 21.3. Loss of Seniority. An employee shall lose all seniority in the event of voluntary quitting or discharge for cause. Section 21.4. A bargaining unit employee, as defined in Article 1, who accepts a position with the City outside the bargaining unit shall cease to accrue seniority within the bargaining unit. An employee may elect to return to the bargaining unit with their previously accrued seniority earned in the Kennewick Police Department Police Support Specialists Guild or predecessor, provided that a vacant position exists and that he or she returns within twelve (12) months. After twelve (12) months, seniority is extinguished. ARTICLE 22 - OUTSIDE EMPLOYMENT The members of the Guild agree that their first line of employment is with the City of Kennewick Police Department and they shall give it first consideration. Outside employment shall in no way detract from the efficiency of the employee and his/her work, or in no way be a discredit to the City employment, or in no way take preference over extra duty required by City employment. Any off duty employment must be approved by the Police Chief as provided in Departmental Regulations, however off duty employment requests shall not be unreasonably denied. Employees wishing to pursue outside employment opportunities will complete a request for approval and submit it to the Police Chief. The Police Chief shall review the request within seven working days and respond with a request for additional information, approval, or denial. The employee must submit any additional information requested in a timely manner. The Police Chief shall then have an additional seven working days to approve or deny the request. ARTICLE 23- EMPLOYEE RIGHTS/ NON-DISCRIMINATION Section 23.1. Employee Rights. The parties agree that employees have the right to form, join, or participate in the activities of an employee organization of their choosing for the purpose of representation on matters of employment relations. No employee shall be interfered with, intimidated, restrained, coerced or discriminated against by the City or by the Guild or its members because of the exercise of these rights. Section 23.2. Non-Discrimination. The provisions of this Agreement shall be applied equally to all members in the bargaining unit without discrimination as to age, marital status, sex, physical handicap, race, color, creed, religion, national origin, union affiliation or political affiliation. ARTICLE 24 - GUILD MEMBERSHIP / DUES CHECK OFF Section 24.1. Guild Membership. All full time and part time regular employees of the City coming within the classifications covered by this Agreement may join the Guild as its bargaining agent in accordance with its rules. Nothing contained in this Section shall be construed to apply to part-time employees or temporary employees with less than nine months continuous employment. Docusign Envelope ID: 8E5175CE-4C14-46E2-8E6E-D906E7DA06C1 ---PAGE BREAK--- 18 Section 24.2. Guild Dues Deductions/ Indemnification. The City will deduct membership dues and initiation fee, if any, and pay to the Guild (or it's designee) from the wages of all employees who, in writing, have authorized the City to do so. The City will submit a accounting of such deduction, giving the amount deducted opposite the employee's name, as long as such assignment is not revoked or beyond the termination of this Agreement, whichever first occurs. Enclosed with the dues the city will provide names and addresses of any new hires. The Guild agrees to indemnify and hold the City harmless against any claims, suits, order or judgements brought and issued against the City as a result of any action taken or not taken by the City on account of a payroll deduction of Guild Dues. Section 24.3. Guild Bulletin Board. The City shall furnish bulletin board space for the use of the Guild for posting Guild announcements and data. The City shall have no responsibility for the contents of material posted on the bulletin board. ARTICLE 25- SAVINGS CLAUSE If any provision of this Agreement is subsequently declared by legislative or judicial authority to be unlawful, unenforceable, or not in accordance with applicable statutes, all other provisions of this Agreement shall remain in full force and effect for the duration of this Agreement and the parties shall meet as soon as possible to agree on a substitute provision. ARTICLE 26 - CLOTHING ALLOWANCE. Section 26.1. Clothing Allowance. For uniform maintenance and replacement, the employee shall receive seven hundred dollars ($700.00) per year. For the purpose of this provision, the year shall be a rolling 12-month period between December 1 through November 30 of the following calendar year. Employees will receive the allowance payment on a separate check, on the second claims run of January of each year. Such payments will be subject to IRS regulations including federal income tax withholding on items identified by the IRS as taxable income (belts, shoes, etc.). Uniforms shall be initially purchased at hire by the City of Kennewick utilizing a quartermaster system. Replacements shall be done utilizing the clothing allowance. Police Support Specialist uniform to be purchased shall be the following: Identification Quantity Photo ID 1 KPD photo ID Uniform Item Quantity Short Sleeve Shirts 5 Long Sleeve Shirt 5 Pants 5 Sweater 1 Shoes 1 Pair Belt 1 Winter Coat 1 Patches Provided as Needed Employees shall be responsible for maintaining their receipts for the purchase and maintenance of their uniforms, and shall submit all receipts to the designee by December 1 of each year. Docusign Envelope ID: 8E5175CE-4C14-46E2-8E6E-D906E7DA06C1 ---PAGE BREAK--- 19 The unit shall sort the receipts by member, and submit an accounting of the purchase and maintenance, for each member, to the Kennewick Police Department designee by December 10 of each year. Members who do not provide receipts for the uniform purchase and maintenance totaling seven hundred dollars ($700.00) shall have the difference deducted from their December 20 payroll check. All employees shall maintain a presentable appearance while on duty. ARTICLE 27 - LABOR/ MANAGEMENT COMMITTEE Section 27.1 Purpose of the Committee. The parties agree that it has been, and will continue to be, in their best interests to promote and encourage areas of understanding and cooperation in labor/management relations; promote efficiency and responsibility in the performance of work; to promote procedures and methods to and fairly resolve any differences, misunderstandings, and disputes; to promote reasonable and fair working conditions; and to encourage an environment of good will and harmony between the City and employees for the benefit of all. This section creates an open communication procedure for the purpose of mutual problem- solving, planning, and initiating discussions regarding matters of general concern to Kennewick Police Department and bargaining unit employees in order to avoid the use grievances. However, the parties agree that this committee will not consider grievances that are already pending. The work of this committee will not add to, subtract from, alter, or amend the written terms of this collective bargaining agreement except as may be adopted through a formal memorandum of understanding signed by the City Manager and the Guild President. Section 27.2 Committee Composition. The Labor/Management committee shall be composed of representatives of the City and of the Guild. Two employees shall be allowed to attend Labor/Management meetings and the parties may agree that additional employees may attend as needed for particular topics. The employees will be compensated for their attendance at the meeting by the City as regular or overtime as required elsewhere in this agreement, including any call back pay. However, the meetings may be scheduled to eliminate or reduce overtime and call back pay as appropriate. The City or the Guild may invite the Guild's attorney or other representative for the purpose of assisting with information exchange and problem solving, as well as discussing, drafting, or reviewing potential agreements. However, the parties understand and agree that these meetings are intended to be informal meetings between the City and the Guild to discuss matters of mutual concern and the attorney or other representative will not typically be expected to be present. Section 27.3 Meeting Format and Procedures. Either the City or the Guild may request a committee meeting to address subjects relating to the Kennewick Police Department and bargaining unit employees. Meeting requests should be directed to the City's Human Resources Director (or designee) or to the Guild President (or designee). Either party may decline to meet during the final four months of this agreement or once bargaining for a successor agreement commences, whichever is earlier. The Labor/Management committee shall develop a mutually agreeable format and practices for the committee. The parties will schedule an initial meeting to develop format and practices within forty five (45) days after ratification of this agreement. Docusign Envelope ID: 8E5175CE-4C14-46E2-8E6E-D906E7DA06C1 ---PAGE BREAK--- 20 ARTICLE 28 - ENTIRE AGREEMENT This Agreement constitutes the complete and entire agreement between the parties, and concludes collective bargaining between the parties for its term. This Agreement supersedes and cancels all prior practices and agreements, whether written or oral, unless expressly stated in this Agreement. The parties acknowledge that during the negotiations, which resulted in this Agreement, each had the unlimited right and opportunity to make demands and proposals with respect to any subject or matter not removed by law or Ordinance from the area of collective bargaining, and that the understanding and agreements arrived at by the parties after the exercise of that right and opportunity are set forth in this Agreement. ARTICLE 29- DURATION OF AGREEMENT This Agreement shall become effective upon formal action by both the Guild and the City Council, and shall remain in effect through December 31, 2027. To amend this contract, either party shall notify the other prior to October 1, 2027 of its desire to terminate or amend the same. SIGNATURE PAGE DATED AT KENNEWICK, WASHINGTON THIS 21st day of January 2025. KENNEWICK POLICE SUPPORT SPECIALIST ASSOCIATION CITY OF KENNEWICK Cindy Powell, President Gretl J. Crawford, Mayor Erin Erdman, City Manager ATTEST: Johnston, City Clerk Docusign Envelope ID: 8E5175CE-4C14-46E2-8E6E-D906E7DA06C1 ---PAGE BREAK--- 21 APPENDIX A SALARY SCHEDULE (RESERVED) The Lead Police Support Specialist shall be 13% over top step Police Support Specialist. The Police Public Records Specialist shall be 10% over top step Police Support Specialist. The Police Public Records Generalist shall be 5% over top step Police Support Specialist. • Effective January 1, 2025, all employees shall receive a three percent increase. • Additionally, effective January 1, 2025, Step A shall be removed, and Step B shall be reclassified to be Step A. Step A Step B Step C Step D Step E $4,535 $4,950 $5,368 $5,811 $6,105 • Effective January 1, 2026 all employees shall receive a three percent increase. • Effective January 1, 2026, Step F shall be added to the salary schedule and shall be 4% above Step E. Step A Step B Step C Step D Step E Step F $4,671 $5,099 $5,529 $5,985 $6,288 $6,539 All employees shall maintain their current anniversary dates. Effective January 1, 2027, all employees shall receive an increase equal to the June-to-June year over year increase to the CPI-W West B/C cities index with a minimum of 2% and a maximum of The City reserves the right to initially or during annual evaluations, assign employees to a step based upon related experience or skills. SHIFT DIFFERENTIALS Employees that work swing shift shall receive an additional seventy-five cents (0.75¢) per hour for all hours worked. Employees that work graveyard shift shall receive an additional one dollar ($1.00) per hour for all hours worked. LEAD POLICE SUPPORT SPECIALIST APPOINTMENT At the discretion of the Division Commander, the City may appoint a Lead Police Support Specialist who will be responsible for the duties identified in Appendix 8. Docusign Envelope ID: 8E5175CE-4C14-46E2-8E6E-D906E7DA06C1 ---PAGE BREAK--- 22 DEFERRED COMPENSATION The City will contribute an amount equal to five percent of employees' salary toward deferred compensation. The City contribution match does not require employee participation. Training Premium: When an employee is assigned to train another employee as part of the PSS training program administered by the Department, they shall receive a two percent premium for all hours spent training. The Lead Police Support Specialist shall not be eligible for training premium. APPENDIX B LEAD POLICE SUPPORT SPECIALIST The Lead PSS will help to ensure that the Records Unit operates in a manner consistent with all City and Department policies and procedures, and will notify the Police Records Supervisor of any issues or concerns. The Lead PSS will perform routine PSS activities and will coordinate and oversee the ongoing activities of other PSS employees. The Lead PSS will conduct, oversee, and/or validate training of all new PSS employees. The Lead PSS will assist in evaluating employee performance and making recommendations for personnel actions when requested. The Lead PSS will handle various other duties relating to the administration of police records, often performing or overseeing work on larger Records Unit projects. Docusign Envelope ID: 8E5175CE-4C14-46E2-8E6E-D906E7DA06C1