HomeMy WebLinkAboutOshkosh Police Supervisors Association 2010-2011 [ *
2010 -2011
CONTRACT
OSHKOSH POLICE SUPERVISORS ASSOCIATION
AND
CITY OF OSHKOSH
TABLE OF CONTENTS
Article Page
I Work Week . 3
II Uniform Maintenance . 3
III Compensatory Time . 4
Longevity 4
IV Call in Time and Court Appearance . 4 -5
V Sick Leave . 5-6
Vacation Leave 6 -7
Holiday Leave . 7 -8
Funeral Leave 8
VI Pay Periods . 9
VII Medical Benefits . 9-11
Life Insurance 11
Income Continuation Insurance 11
Section 125 Plan . 11
Pension 11
VIII Waiver of Rights . 11
IX Present Benefits . 12
X Grievance Procedure . 12
XI Recognition & Unit Representation . 12
Schedule A . 14
2
AGREEMENT
THIS AGREEMENT is entered into to be effective on Pay Period 1, 2010, by and between
the City of Oshkosh, Wisconsin, hereinafter referred to as the "Employer" or "City" , and the
Oshkosh Police Supervisor's Association, hereinafter referred to as the "Association ".
WHEREAS, IN ORDER TO INCREASE GENERAL EFFICIENCY, to maintain the
existing harmonious relations between the Employer and its employees, to promote the
morale, well being and security of said employees, to maintain a uniform minimum scale of
wages, hours and conditions of employment among the employees and to promote orderly
procedures for the processing of any grievance between employees and/or employee and
Employer, and the declaration of policies to insure proper and ethical conduct of business
and relations between the Employer and to that end have reached this Agreement.
NOW, THEREFORE, the parties hereto, each in consideration of the agreements herein
contained of the other, hereby agree as follows:
ARTICLE I
WORK WEEK
Police Lieutenants and Sergeants are supervisory personnel and as such are in charge with
the responsibility of controlling and directing subordinate personnel in executing their
specified police assignments. Therefore, the duty week shall be determined by the
department head based upon departmental manpower requirements. Lieutenants and
Sergeants working a 5 -2, 5 -2 work schedule shall be provided sixteen (16) days to be taken
as off time during the calendar year.
ARTICLE II
UNIFORM MAINTENANCE
The Employer will provide uniform apparel to all personnel at City expense. The items to be
furnished by the City shall include: coats, trousers, hats, ties, shirts, shoes, leather goods, and
other items of uniform apparel required by the City.
Uniforms will be inspected periodically by the department head or his/her agent and replaced
as needed. Replacement orders shall be processed by the City of Oshkosh Purchasing
Division.
Non - uniformed personnel shall receive a uniform allowance of $550.00 per year payable in
January.
Cleaning and laundering services will be provided at City expense. The cleaning firm and
cleaning schedule shall be designated by the City.
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ARTICLE III
COMPENSATORY TIME
Lieutenants and Sergeants who work in excess of the normally scheduled work day or work
week shall be compensated at the rate of time and one -half in either compensatory time or
cash as the officer may choose. All compensatory time will be recorded and may be used
during the month in which it accrues subject to the approval of the department head.
Employees may maintain a compensatory time balance of no more than 160 hours. Unused
balances of compensatory time or time accumulated in excess of 160 hours shall be paid on
the first pay period following the quarter in which it was accrued at the effective rate of pay
when such time was earned. Officers shall not be allowed to carry over more than 80 hours
from year to year. The formula for computing the hourly rate shall be: Bi- weekly rate
divided by 77.2 hours.
LONGEVITY
Employees who have attained 10 -14 years of employment shall receive $500 payable in the
first pay period of the calendar year. Employees who have attained 15 -19 years of
employment shall receive $750 payable in the first pay period of the calendar year.
Employees who have attained 20 and over years of employment shall receive $1,000 payable
in the first pay period of the calendar year. Those employees reaching their 10th, 15th, or
20th year of service shall earn their longevity for that year on a prorated basis.
ARTICLE IV
CALL IN TIME AND COURT APPEARANCES
Lieutenants and Sergeants called to return to duty or appear in court at some time other than
his/her regular scheduled duty day shall receive three (3) hours pay for the call or appearance
unless the call or appearance is cancelled by 7 p.m. of the day prior to the call or appearance.
The Lieutenants and Sergeants, in addition, shall receive time and one -half for the time spent
on the call or appearance.
Lieutenants and Sergeants called or scheduled to appear in court during vacation shall be
paid three (3) hours call -in pay plus time and one -half for time worked and, in addition
thereto, shall receive an additional day of vacation returned. If notification of cancellation is
given 24 hours prior to the start of vacation, no call -in pay is given. If cancellation occurs
thereafter, a vacation day return shall be made. Vacation shall be defined to include off -days
commencing on the Lieutenant's /Sergeant's last day of work before the vacation and his/her
first day of work after vacation. This provision shall apply only when vacation is taken in
three -day blocks and include attached off days. On trials lasting more than one day, no
additional call -in pay shall be given after the first day.
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A call is defined as a request to return to duty at some time other than the regularly scheduled
time not scheduled at least twenty -four (24) hours in advance and not immediately following
the officer's regularly scheduled shift.
Call -Ins: Any Sergeant or Lieutenant in one of the five categories listed below that is
ordered in to work will be entitled to an additional one -half hour of straight call -in pay plus
overtime for time worked outside their normal hours of work, commencing when they report
for duty. "Reporting for duty" begins when the officer arrives at the Police Department or
the incident scene. The additional one -half hour call -in pay does not apply when the call -up
is previously scheduled or officers being ordered in have an hour or longer before having to
report.
Categories which trigger this compensation are as follows:
1. Crisis Reaction Team, including Negotiators.
2. Tactical Team.
3. Crash Investigation Team.
4. Officer or Detective being ordered in.
5. Department -Wide Call -up.
No call or court appearance shall preclude a Lieutenant and Sergeant from working his/her
regularly scheduled shift except by his/her request and upon approval of the department head.
ARTICLE V
AUTHORIZED LEAVE
Sick Leave:
Each regular full time employee shall accumulate sick leave at the rate of one (1) working
day for each month of service. Such unused sick leave shall be allowed to accumulate
without limitation.
An employee may apply for sick leave with pay for absences necessitated by injury or illness
to the employee. Sick leave may also be used for employee doctor or dental appointments
that cannot be scheduled other than during the employee's work day. At least three (3) work
days notice shall be required to apply for the leave for doctor or dental appointments which is
subject to the approval of the supervisor for scheduling.
Up to five (5) days of an employee's sick leave accumulation may be used per year for
illness, injury, doctor and dental appointments that cannot be scheduled other than during the
employee's work day of the employee's spouse or dependent children. At least three (3)
work days notice shall be required to apply for leave for doctor and dental appointments
which is subject to the approval of the supervisor for scheduling.
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To qualify for sick leave payment an employee must do the following:
a. Report his/her absence prior to the start of each work day to the department
head or supervisor.
b. Keep his/her supervisor informed of the conditions if the absence is more than
three (3) working days.
c. Upon request submit a doctor's certificate for such absence. The certificate
must state the nature of the illness or injury and whether the employee has
been incapacitated for the period of his/her absence.
d. The employee upon returning to duty must sign a change of status form
requesting the sick leave benefits. Such a signature shall be an
acknowledgment of full compliance with all regulations related to sick leave
benefits as set forth in this Contract.
In the event any employee has misused the provisions contained herein or has requested the
use of sick leave when such leave is not authorized by the terms of this contract, the
employee's absence shall be without pay. The determination that an employee has abused
the benefits contained in this paragraph shall not preclude the employee from using
accumulated sick leave when authorized by the terms of this contract in the future nor shall
the accumulated sick leave credit to that employee be effected thereby.
In addition to the employees' right to accumulated sick leave without limitation, unused
accumulated sick leave up to 150 days shall be paid at fifty -nine percent 59% the employee's
rate in effect at the time of separation for those employees who retire on an immediate WRS
annuity, die, or for those employees who separate because of WRS authorized disability.
As an option, the employee may choose to have the total sick leave payout amount placed in
a 457 (currently RC) account. In such case, the employee shall receive up to 180 days paid at
59% the employee's rate in effect at the time of the retirement, death or disability as defined
above. As another option, an employee, who is at least 50 years old, may choose to
contribute up to 60 days of his/her accumulated sick leave payout amount 59% of up to 180
days in a 457 (currently R.C.) account for three (3) years. In such case, the employee shall
receive said sick leave paid at the employee's rate in effect when deposit is made. Once this
option is exercised, it shall be irrevocable. Furthermore, the employee's maximum
accumulation shall be reduced by the amount "cashed in ". These options shall only be
available to those employees who meet all rules, regulations and requirements of the 457
plan administrators.
Vacation Leave
All full -time employees shall be granted the following vacation benefits: After one (1) year
of service ten -- (10) working days. After seven -- (7) years of service — fifteen (15) working
days. After twelve (12) years of service — twenty (20) working days. After eighteen (18)
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years of service — twenty -five (25) working days. After twenty -five (25) years of service —
twenty-eight (28) working days.
Those employees reaching their seventh, twelfth, and eighteenth, and twenty -fifth year of
service shall earn their vacation for that year on a pro -rated basis. In the event an employee
has not worked the full calendar year prior to his/her vacation, such vacation shall be pro-
rated on the time actually worked. Vacation will not be carried over from year to year.
Vacation may be chosen from January 1st through December 31st and shall be subject to
staffing requirements as determined by the Chief of Police.
Lieutenants or sergeants who are off on an approved vacation day(s) will not be ordered to
return to work except for special team activation, and emergencies. If lieutenants or
sergeants are off on 3 or more consecutive vacation days, they will not be ordered to return to
work on their vacation days, and any regularly off days attached to the vacation days except
for a court subpoena, special team activation, and emergencies.
A block of vacation is 3 or more vacation days taken consecutively in conjunction with
regularly scheduled off days. Example: (3 day block of vacation) Lieutenant or sergeant
selects 1 vacation day, then has 2 regularly scheduled off days, then selects 2 more vacation
days.
Special Team Activations shall include: Crisis Reaction Team including Negotiators,
Tactical Team and Crash Investigation Team
Holiday -Leave:
A. Holiday Leave — Supervisors Appointed Prior to Jan. 1, 2007.
Each full -time employee shall be granted twelve (12) paid holidays: New Year's
Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, Christmas
Day, Spring Holiday (the Friday before Easter), December 24 and (4) additional
floating holidays shall be granted each employee. Such holiday leave shall be granted
as twelve (12) days off in lieu of the calendar holidays. Such holiday leave shall be
subject to the departmental work schedule and staffing requirements as determined by
the Chief of Police. Employees may waive holidays off -time in favor of cash
payment. Said cash payment shall be computed in the following manner: the hourly
rate in effect at the time of holiday accruement times the number of holiday hours.
Employees electing the option payment must notify the department head in writing by
October 1st of the current budget year for the following year. All holidays shall be
credited to the employee January 1 of each year and must be used by December 31 of
each year except a maximum of three (3) holidays may be carried over to April 1 of
the following year. Holidays not used within these time limits will be forfeited:
Lieutenants and Sergeants who are required to work or allowed to work or allowed to
work on a holiday, shall receive time and one -half for the hours worked on said
holiday.
In the event that the Sergeant or Lieutenant works in excess of his/her normal work
day on the designated holiday, the Sergeant or Lieutenant shall be compensated at the
rate of double time for hours worked in excess of his/her normal working day.
B. Holiday Leave — Supervisors Appointed After January 1, 2007.
Each full -time employee shall be granted twelve (12) paid holidays: New Year's
Day, Memorial Day, Independent Day, Labor Day, Thanksgiving Day, Christmas
Day, Spring Holiday (the Friday before Easter), December 24 and four (4) additional
floating holidays shall be granted each employee. Such holiday leave shall be granted
as twelve (12) days off in lieu of the calendar holidays. Any time off taken on a
designated holiday shall be considered a holiday and shall not be eligible for
substitution or payout. Such holiday leave shall be subject to the departmental work
schedule and staffing requirements as determined by the Chief of Police. Employees
may waive holidays off -time in favor of cash payment with the approval of the Chief
of Police. Said cash payment shall be computed in the following manner: the hourly
rate in effect at the time of holiday accruement times the number of holiday hours.
Employees eligible for the option payment must notify the department head in writing
by October 1st of the current budget year for the following year. All holidays shall be
credited to the employee January 1 of each year and must be used by December 31 of
each year except a maximum of three (3) holidays may be carried over to April 1 of
the following year. Holidays not used within these time limits will be forfeited.
Lieutenants and Sergeants who are required to work or allowed to work or allowed to
work on a holiday, shall receive time and one -half for the hours worked on said
holiday.
In the event that the Sergeant or Lieutenant works in excess of his/her normal work
day on the designated holiday, the Sergeant or Lieutenant shall be compensated at the
rate of double time for hours worked in excess of his/her normal working day.
Funeral Leave:
In the case of death in the immediate family of a regular employee (spouse, children, step-
children, parents, step - parents, sister, brother, father -in -law, mother -in -law, son -in -law,
daughter -in -law, grandparents, grandchildren, brother -in -law, sister -in -law, guardian, half -
brother, and half - sister) the employee will be paid for scheduled time off from the day of
death up to and including the day after the funeral but not to exceed three (3) scheduled work
days at the employee's regular straight time hourly rate. No funeral leave will be paid to any
employee while on sick leave, layoff, or any leave of absence.
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ARTICLE VI
PAY PERIODS
All payroll checks shall be paid bi- weekly. Effective January 1, 2004, all employees shall
participate in the direct deposit payroll system.
ARTICLE VII
Medical Benefits Plan:
The Employer shall provide health coverage equal to a level of benefits available to
employees under the City of Oshkosh Medical Benefit Plan Master Plan Document(s)
effective January 1, 2007. The Employer agrees not to reduce the benefits during the life of
the contract. Changes in the participation of health care providers listed on any preferred
provider list shall not be viewed as a reduction in benefits.
The City may, from time to time, change the medical benefit plan administrators, PPO
provider, or method of funding for health coverage if it elects to do so. At least 30 days
advance notice of any change in the medical benefit plan administrator, PPO provider or
method of funding shall be provided to the Association. Whenever the City is considering
any of these changes, the Association may provide input into a decision. This input is limited
to advisory only and will not affect the City's responsibility to select a provider or
administrator.
The City will implement a dual choice health plan: a PPO and an EPO.
Health Risk Assessment (HRA): Employee participation in the City's Health Risk
Assessment (HRA) program is voluntary. To receive the preferred premium contribution
rate, the employee must participate in the HRA. Participation by the employee's spouse in
the HRA is encouraged but not required. Participation in the follow -up coaching program is
recommended and is offered on a voluntary basis.
The City reserves the right to offer an HRA and select the HRA administrator in its sole
discretion. The City shall pay for the costs to provide the HRA. In the event the City elects
to discontinue the HRA program, employees shall contribute the preferred employee health
insurance rates.
Health Insurance Employee Contributions
A. Employee contributions for EPO with HRA:
Effective January 1, 2010, employees will contribute up to 6% up to a
maximum of $34 per month towards single; $62 per month towards dual and
$85 per month towards family premium equivalents.
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Effective January 1, 2011, employees will contribute up to 6% up to a
maximum of $37 per month towards single; $67 per months towards dual and
$92 per month towards family premium equivalents.
B. Employee contributions for PPO with HRA:
Effective January 1, 2010, employees will contribute up to 7% up to a
maximum of $53 per month towards single; $96 per months towards dual and
$133 per month towards family premium equivalents.
Effective January 1, 2011, Effective employees will contribute up to 7% up to
a maximum of $57 per month towards single; $104 per months towards dual
and $144 per month towards family premium equivalents.
C. Employee contributions for EPO without HRA:
Effective January 1, 2010, employees will contribute up to 10% up to a
maximum of $57 per month towards single; $103 per month towards dual and
$143 per months towards the family premium equivalents.
Effective January 1, 2011, employees will contribute up to 10% up to a
maximum of $62 per month towards singe; $111 per month towards dual and
$154 per month towards the family premium equivalents.
D. Employee contributions for PPO without HRA:
Effective January 1, 2010, employees will contribute up to 10% up to a
maximum of $76 per month towards single; $137 per month towards dual and
$190 per month towards the family premium equivalents.
Effective January 1, 2011, employees will contribute up to 10% up to a
maximum of $82 per month towards singe; $148 per month towards dual and
$205 per month towards the family premium equivalents.
E. Employees Hired After January 1. 2009.
All employees hired after January 1, 2009, may select either the PPO or EPO
health plan with or without HRA. However, the City's contribution to the
selected health plan shall be limited to the appropriate single, dual or family
premium equivalent of the EPO plan with HRA as indicated above in
paragraph A.2. An employee selecting the PPO plan shall pay the difference
between the City's contribution to the single, dual or family EPO plan with
HRA and the corresponding selected PPO plan.
Effective January 1, 2011, employees that were hired after January 1, 2009
shall be treated the same as those employees hired after January 1, 2011 as
stated in the following paragraph. Prior to printing, after the next bargaining
cycle, this language and the corresponding language reference to employees
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ARTICLE IX
PRESENT BENEFITS
The Employer agrees to maintain in substantially the same manner, all benefits, policies, and
procedures related to wages, hours, and conditions of employment not specifically referred to
or altered by this Agreement, that have been deemed to be mandatory subjects of bargaining.
ARTICLE X
GRIEVANCE PROCEDURE
A grievance is defined as any dispute or misunderstanding relating to employment as limited
by the terms and conditions of this Agreement between the City and the Association and
shall be handled in the following manner:
1. The aggrieved employee shall present the grievance orally to his/her supervisor
either alone or accompanied by an Association representative, or if the employee refuses to
present the grievance, the Association may present the grievance.
2. If the grievance is not settled at the first step, the grievance shall be presented in
writing to the Chief of Police within five (5) days (Saturday, Sunday and holidays excluded).
The Chief shall within five (5) days (Saturday, Sunday and holidays excluded) hold an
informal meeting with the aggrieved employee, and Association representatives. If the
grievance is not resolved to the satisfaction of all parties within three (3) days (Saturday,
Sunday and holidays excluded), either party may proceed to the next step.
3. The grievance shall be presented in writing to the City Manager for disposition
within five (5) working days (Saturday, Sunday and holidays excluded). Response to the
grievance shall be in writing.
4. Nothing herein shall limit any employee from his/her rights to a hearing pursuant
to Wisconsin Statutes in case formal charges are filed against him/her.
ARTICLE XI
RECOGNITION & UNIT REPRESENTATION
The City hereby recognizes the Association as the sole and exclusive bargaining agent with
respect to hours, wages and conditions of employment for the positions of Police
Lieutenants, and Sergeants.
(Next page is the signature page.)
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THIS AGREEMENT shall become effective as of Pay Period #1, 2010, and will remain in
full force and effect to and including the 31st day of December, 2011.
CITY OF OSHKOSH OSHKOSH POLICE SUPERVISOR'S
ASSOCIATION
B c a By: (ec.--L
Rohloff, City V19a -r A : • : R resentative
Ana: . jk 1 41111 :
Pamela R. Ubrig, City Clerk • ssociati n Represe ative
I hereby certify that the necessary By: ''"
provisions have been made to pay the Association Representative
liability which will accrue under this
contr ct /
t 1
City Compt of er
Approved:
Lynt:'A; Lorenson, City Attorney
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SCHEDULE A
BI- WEEKLY RATES
Effective Pay Period No. 1, 2010 (2.0 %)
A B
Police Lieutenant 7C Biw. $2573.68 $2707.40
Mo. 5576.31 5866.03
Police Sergeant 6C Biw. 2440.85 2568.76
Mo. 5288.51 5565.65
Effective Pay Period No. 1, 2011(2.0 %)
Police Lieutenant 7C Biw. $2625.15 2761.55
Mo. 5687.83 5983.36
Police Sergeant 6C Biw. 2489.67 2620.14
Mo. 5394.29 5676.97
Classification Pay
When an officer performs duties of a higher ranking officer, then that officer shall receive the compensation
equal to the compensation that the higher ranking officer receives, providing the officer works two (2)
consecutive pay periods (twenty (20) working days). This provision shall not apply if the reason for this
assignment is vacation relief.
Movement on the Pay Schedule.
Employees shall progress from one step to the next on an annual basis based on their anniversary date of hire.
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