Attachment 1

POLICE GUILD LABOR NEGOTIATIONS SETTLEMENT SUMMARY

August 5, 2008

ISSUE CURRENT SITUATION CITY POSITION GUILD POSITION STATUS

Term of Current contract is a three year term City wants a three year contract and Guild has proposed a two year Tentative Agreement: 3 year term of
Agreement that expires December 31, 2007. has successfully negotiated 3-year contract. This is consistent with agreement: 1/1/2008 - 12/31/2010.
contracts in the past. previous negotiations.

Outside Police Chief must approve all Chief has never denied outside Guild proposes a change in language No change to current contract
Employment outside employment. Criteria for employment if criteria has been met. replacing the word “must” with language.
approval is listed in contract No wish to change language “shall”.

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Salaries – COLA In 2005, Guild received 2.25% and City’s interest is not to loose ground Guild has proposed 100% of the Tentative Agreement:
and market for 2006 and 2007 it was 90% CPI- as other jurisdictions grant COLAs. CPI-W plus 1% market adjustment 1/1/2008 = 3% COLA plus 1%
adjustment W. There is a minimum of 2% and a in 2008. Request for 2009 is 100% Market Adjustment.
maximum of 5%. CPI-W with a minimum of 2% and
On 10/3 City offered 3% COLA plus 1/1/2009 = 90% CPI-W June; 2%
1% Market Adjustment for 2008; maximum of 5%. minimum and 5% maximum; plus
90% CPI-W – Min 2%/Max 4% for .5% Market Adjustment.
2009; 90% CPI-W – Min 2%/Max On 10/3 Guild counter offered 3% + 1/1/2010 = 90% CPI-W June; 2%
5% for 2010. 1.3 Market Adjustment for 2008; minimum and 5% maximum; plus
90% CPI-W – 2% Min/5% Max + .5% Market Adjustment.
.4% Market Adjustment.
Salaries – Guild member currently receive 5% City will survey comparable cities to Guild has proposed an increase in Tentative Agreement:
Deferred which they apply to deferred determine our current standing. deferred compensation of 1% 6/1/2008 = increase from 5% to
Compensation compensation. Every Guild member January 1, 2008, 1% July 1, 2008 6.2%; requires an equal contribution
must participate and must match the and 1% January 1, 2009. to deferred compensation from the
On 10/3, City offered 1% increase in
5%, placing it in deferred employee.
2009.
compensation. Guild members
On 10/3, Guild counter offered 1% 1/1/2010 = increase from 6.2% to
currently do not receive social
increase plus .55% for ees hired 7.5%; requires an equal contribution
security and the City makes no before 0/1/86 (Medicare) or 2008; to deferred compensation from the
contributions to social security.
7/1/08 increase .5%; 1/1/09 increase employee.
.5%; 7/1/09 increase .5%. Total is
7.5% for deferred comp and 2% for
6/1/2008 = increase from 1.45% to
Medicare. 2% for officers hired between
September 30, 1977 and April 1,
1986.

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Salaries – Guild members currently receive City would like to clarify that The union would like add 3.3% Tentative Agreement:
Premium Pay premium pay for detectives, assignments can be discontinued at premium pay to Walking/Bicycle 1/1/2009 = 3.3% premium pay for
motorcycle patrol, field training any time by the Chief or the Patrol and School Resource Officer members of the SWAT team (does
officers, and for bi-lingual language appointing agency and that when an assignments. They would also like not include hostage negotiators).
skills. assignment is removed, the premium 1.5% for those assigned to special
ceases also. training duties (firearms, defensive
tactics, health/safety) and to SWAT. 1/1/2009 = premium for officers
Guild has proposed language for assigned to training at the Criminal
On 10/3 City offered 3.3% premium Justice Training Center was agreed
officers assigned to training at the
pay for SWAT beginning 2009; upon; cost is completely reimbursed
Criminal Justice Training Center.
agreed to language for officers by the CJTC, so there is no cost to
assigned to training at the CJTC. Premium pay is 100% reimbursable
to the City by the CJTC. the City.
Current contract language (CCL) for
all other premium pay.
On 10/3 Guild counter offered 3.3%
SWAT – 2008; CJTC language and
CCL for all other premium pay.
Salaries – Out of Guild members currently receive City has no position on this. Guild proposes a minimum of 10%. No change to current contract
Class Pay Step 1 of the acting range or a language.
minimum 8% for performing work On 10/3 city offered CCL. On 10/3 Guild counter offered CCL.
outside of their classification –
usually as an acting Sergeant.

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Salaries – Service Retiring officers currently receive a City believes that that this language Guild proposed placing detailed No change to current contract
Recognition upon Retired Police Officer identification should not be in the contract but language in the contract regarding language. Policy/procedure will be
Retirement. card, wallet-badge and other rather in the Department’s the items an officer will receive placed in Police Department
appropriate recognition. recognition program as outlined in upon retirement. administrative guidelines.
the Standard Operating Procedures.
Placement in the contract would
make these provisions subject to
grievances and the City has no
desire to deal with grievances over
recognition, especially with officers
who are retired (and no longer
members of the Guild).
Salaries – Guild members currently receive City wants to retain the current Guild has proposed an increase to Tentative Agreement:
Longevity Pay longevity pay beginning at year 7 provisions and is open to increasing 2.5% for years 11-14; 4% for years 1/1/2008 = increase from 4.5% to
with 1% and reaching the maximum the fitness incentives based on labor- 15-18; 7.5% for years for years 19 or 5.75% for 19 -22 years of service.
of 4.5% for 19 or more years. market information. more. Increase from 4.5% to 7.25% for 23
Additionally, Guild members can or more years of service.
earn additional longevity pay based On 10/3 City offered to increase the On 10/3 Guild confirmed its initial
on passing the annual physical Fitness Incentive in 2008 by .25 for offer on both longevity pay and 1/1/2009 = increase from 2.25% to
fitness evaluation. Currently they 19-14 years tenure and an additional fitness incentive. 2.75% for 11-14 years of service.
can earn an additional 1% for 1-10
1% at 25 years tenure. In 2009 Increase from 3.5% to 4% for 15-18
years of tenure, 1.5% for 11-14 increase .25% for 11-14 years tenure years of service.
years of tenure, 2% for 15-18 years
and .5% for 15-18 years tenure.
of tenure, and 2.5% for 19+ years of
tenure.
Longevity Pay remained CCL.

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Salaries – Guild members currently receive 2% City is willing to change the Guild is requesting an incentive of Tentative Agreement:
Education of base pay for an Associates Degree language for AA to read: “AA or 90 3% for Associates Degree and 6% 1/1/2008: “AA or 90 quarter or 60
Incentive and 4% of base pay for a Bachelors quarter or 60 semester credits”. This for a Bachelors Degree. semester credits.”
Degree. language is consistent with the
minimum qualifications for
Sergeant. 1/1/2010 = Increase from 2% to 3%
for AA or 90 quarter hours or 60
On 10/3 Guild confirmed its initial semester credits. Increase from 4%
On 10/3 City confirmed CCL on to 6% for BA/BS.
offer on Education Incentive.
Education Incentive.
Annual Leave Guild members accrue from 21 to 31 City will base its position on labor- Guild is proposing to have higher Tentative Agreement:
days of leave annually for years of market data and as part of a total accrual rates starting in the 8th year Increase total accruals to 960 hours.
service from 1 to 26+ for use as economic package. instead of the 9th and adding one Increase from 28 to 29 days for 17-
personal time-off (combined additional day (32) after 22 years. 19 years service; increase from 29 to
vacation and sick leave). On 10/3 City agreed to Guild’s 9/25 31 days for 20 – 22 years service;
proposal. There was also agreement increase from 30 to 33 for 23 or
to increase total accruals to 960 more years service; eliminate 26 or
hours (cash out remains at 480 more years of service increment.
hours)
Hours of Work – Currently new members enter the City wants to extend the period of The Guild’s interests are to retain as The City withdrew their request.
Shift Bidding for shift bidding at the conclusion of time of shift rotation of new officers many shift slots as possible for The parties agreed to move this to a
new Officers. their 18 month probationary period. to two cycles around the three patrol bidding amongst non-probationary problem solving discussion for the
During this 18 months the new shifts. This will take an additional offices. Labor Management Committee.
officers rotates shifts with his/her 18 months and prevents them from
supervisor. Shifts are assigned by being left to work the graveyard
seniority. shift as the last bidders

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Hours of Work – Current language states: “The We actually have officers working a City withdrew this proposal and will
7(k) Exemption regular work day shall be ten hours variety of different hours depending stay with current contract language.
and 40 minutes.” on their assignment. City wishes to
preserve the 7(k) exemption under
the Fair Labor Standards Act.
Proposed language is: The regular
work shifts are between 8 and 10
hours and 40 minutes and comply
with 7 (k) exemptions for a 7, 14,
and 28 day work cycle.”
Hours of Work – Current language allows for City proposes language that will City withdrew this proposal.
Swing Shift Start adjustment of start/stop time up to allow greater flexibility based on
Times two hours for no longer than 2 data and operational need.
weeks.
Compensatory Guild members currently are City would like to explore ways to Tentative Agreement: The City will
Time allowed to accrue up to 1075 hours make the use of compensatory time cash out any compensatory time in
of comp time (for 10 hour 40 minute off more compatible with excess of 54 hours at the end of the
shifts). They may take this time operational needs. While we have first pay period in December of each
with 14 days notice, or if under 14 some suggestions, we are more calendar year.
days, must have a replacement. interested in arriving at solutions
that meet both the interests of the
City and the Guild.

On 10/3 City proposed a Task Force

to explore comp time and other
issues of Police Department staffing.
Definition of Current contract has language that City would like to propose language Guild has proposed the addition of Tentative Agreement in Sick Leave
Family defines what constitutes immediate that is the same as for all other certain family members to the section; same language in
family for purposes of taking leave. employees of the City. current list. Compassionate Leave.

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Insurance City currently pays 100% of the City wants medical insurance Guild is requesting that City pay Tentative Agreement:
Benefits employee coverage and 85% of the coverage to be consistent among all 95% of medical/dental premiums for
dependent coverage for medical and city employees. City is also dependents. Current contract language for
dental. interested in exploring an incentive medical insurance.
program that will encourage healthy
lifestyles.
1/1/2009 = City will pay 100% of
On 10/3 Guild agreed with City dental insurance premiums for
On 10/3 City offered CCL on offer employee and eligible dependents.
medical insurance. For dental
insurance, increase city-paid portion
to 100%.

City currently pays up to $45 toward Rates have increased to $46.44, Guild is requesting an increase in the Tentative Agreement:
member long term disability therefore requiring of members a allowable amount up to $50.
insurance. $1.44 deduction. 1/1/2008 = City will increase the lid
for LTD premiums from $45 to $55.
On 10/3 City offered to increase On 10/3 (What if), Guild agreed There is no cost to the City for this
monthly contribution to LTD from with City offer. agreement (see note in second
$45.00 to $50.00. column).

On May 1, 2008 the monthly

premium decreased from 46.44 to
$43.39. Rates for 2009 are locked in
at $44.47 and at 45.59 for 2010.

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Employee Current contract allows records of City is willing to explore Guild has proposed that oral Tentative Agreement was reached
Records disciplinary actions to be retained in modification of this language to reprimands be expunged after 1 year on new language. The new language
the employee file indefinitely. retain records based on WAC if there is no recurrence. Written will be effective when the Labor
standards. reprimands expunged after 3 years if Management Committee has
there is no recurrence. Service level developed detailed guidelines for
complaints expunged after 1 year if implementation/operation of the
Parties have discussed language.
there is no discipline received. dash-mounted video equipment.
Serious misconduct complaints
expunged after 3 years if there is no
discipline received.

Parties have discussed language.

Dash-Mounted Patrol vehicles currently do not use City would like to install dash- Tentative Agreement was reached
Video Cameras dash-mounted video cameras. mounted video cameras and create a on new language.
policy for the use of such equipment
and the records resulting from use.

Parties have discussed language.

Parties have discussed language.

Bill of Rights Guild negotiated an expansion of There is inconsistent language on Guild has not seen this proposal as Tentative Agreement was reached
Bill of Rights language in the last some provisions that are very of 7/17/07. on new/modified language.
round of negotiations. confusing, inconsistent, or difficult
to administer. City would like to
clean-up this language and propose
language to make this easier to
administer.

Parties have discussed language. Parties have discussed language.

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