HomeMy WebLinkAboutOPPOA Contract 2015-2017 2015-2017
CONTRACT
OSHKOSH PROFESSIONAL POLICE OFFICERS ASSOCIATION
AND
CITY OF OSHKOSH
' TABLE OF CONTENTS
ARTICLE page
I Management Rights . . . . . . . 4
II Work Week . . . . . . . . 4-5
III Uniform Maintenance . . . . . . 5
IV Longevity Pay. . . . . . . . 5
Compensatory Time . . . . . . . 6
Cancellation of Overtime Assignments . . . . 6
V Call In Time and Court Appearance . . . . . 6-7
Call-Ins . . . . . . . . 7
VI Authorized Absence . . . . . . . 7
A. Sick Leave . . . . . . . 7-8
B. Vacation Leave . . . . . . . 8-9
C. Holiday Leave . . . . . . . 9-10
D. Funeral Leave . . . . . . . 10
E. Injury Leave . . . . . . . 10
VII Pay Periods . . . . . . . . 11
VIII Insurance Benefits . . . . . . . 11-12
A. Insurance Medical Benefits Plan . . . . . 11-12
B. Income Continuation Insurance . . . . . 12
C. Life Insurance . . . . . . . 12
. D. Section 125 Plan . . . . . . 12
IX Pension . . . . . . . . 12
X Previous Benefits . . . . . . . 13
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XI Waiver of Rights . . . . . . . 13 .
XII Lay-Offs . . . . . . . . 13
Seniority . . . . . . . . 13
XIII Rules and Evaluation . . . . . . . 13-14
XIV Progression of Disciplinary Action . . . . . 14
XV Education Benefits . . . . . . . 14
Educational Credits . . . . . . . 14-15
XVI Grievance Procedure . . . . . . . 15-16
XVII Agency Shop . . . . . . 16-17
XVIII Mileage Policy . . . . . . . 17
XIX Maternity Leave . . . . . . . 17
XX Recognition& Unit of Representation . . . . 18
Schedule A, Jan. 1, 2015 —Police Pay Plan . . . . . 19
Schedule A, Jan. l, 2016—Police Pay Plan . . . . 20
Schedule A, Jan. 1, 2017—Police Pay Plan . . . . . 21
Memorandum re: In-Service Training. . . . . . 22
Memo re: Sick Leave Usage . . . . . . . 23
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_ AGREEMENT
THIS AGREEMENT is entered into by and between the CITY OF OSHKOSH, Wisconsin,
hereinafter referred to as "Employer" or "City", and the OSHKOSH PROFESSIONAL
POLICE OFFICERS ASSOCIATION, hereinafter referred to as the "Association".
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 the Employer and the employees, the following
Employment Contract is made.
ARTICLE I
MANAGEMENT RIGHTS
Except to the extent expressly abridged by a specific provision of this Agreement, the City
reserves and retains, solely and exclusively, all of its common law, statutory, and inherent rights
to manage its own affairs, as such rights existed prior to the execution of this or any other
previous Agreement with the Association. Nothing herein contained shall divest the Association
from any of its rights under Wis. Stats. Sec. 111.70.
ARTICLE II
WORK WEEK
The normal work day shall consist of eight(8)hours, and consist of the following schedule:
Five (5) days on duty and two (2) days off and
Five (5) days on duty with three (3) days off.
Officers shall be paid in accordance with the rates listed in Schedule A. These rates include a
ten-dollar ($10.00) bi-weekly briefing pay allowance. Those officers working the 5-2, 5-2
schedule shall be provided with 16 additional days to be taken as time off during the calendar
year. Any days not taken off by December 31st shall be forfeited by the employee.
Police School Liaison Officers (PSLO) will make their annual contractual vacation selection
according to the following guidelines:
During the nine-month school year, no more than two (2) PSLO's will be on vacation at one
time. School year is defined as the first day of school in September through the last day of
school in June.
During the three-month summer, no more than three (3) PSLO's will be on vacation at one time.
Summer is defined as the day after the last day of school in June through the day before the first
day of school in September.
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Once the vacation selection process is completed, uncommitted vacation time will follow the 30- '
day rule for uncommitted vacation outlined in Directive 144.
Police School Liaison Officers will remain assigned to the Investigative Services Bureau during
the summer months, and generally may work their regularly assigned work hours and days. One
or more PSLO's may be assigned to the Patrol Services Bureau if long term Patrol staffing
shortages occur. PSLO assignments to Patrol will be made according to seniority by time in
grade as a PSLO. Notification will be �iven to officers bv Mav 1 and if given after Mav 1 the
officer has 14 davs to renort to natrol duties.
ARTICLE III
UNIFORM MAINTENANCE
The City will provide uniform apparel to all uniformed personnel at City expense. The items to
be furnished by the City shall include coats, trousers, hats, ties, shoes, shirts, leather goods, and
any other item of uniform apparel that may be required by the City.
Uniforms will be inspected periodically by shift commanders or upon request of the officer and
replaced as needed. Replacement orders shall be processed by the City of Oshkosh Purchasing
Division.
Non-uniformed personnel shall receive a clothing allowance of $550.00 per year payable in
January of each year. In the event of change of job, clothing allowance shall be pro-rated from
the date of change. Officers transferred into a uniformed position subsequent to receiving the
clothing allowance shall pay the pro-rated amount back to the City.
Uniformed officers who are assigned to undercover work and work the power shift detail for
more than six (6) months out of a calendar year, shall receive a clothing allowance of$200.00.
Cleaning and laundry services will be provided for all officers at the Employer's expense. The
cleaning firm and cleaning schedule shall be designated by the City.
ARTICLE IV
LONGEVITYPAY
Officers who have attained 10-14 years of employment shall receive $500.00 payable first pay
period of calendar year. Officers who have attained 15-19 years of employment shall receive
$750 payable first pay period of calendar year. Officers who have attained 20 and over years of
employment shall receive $1000 payable the first pay period of the calendar year. Those
employees reaching their l Oth, 15th, 20th year of service shall earn their longevity for that year
on a pro-rated basis.
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" COMPENSATORY TIME
Work done 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 ar 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 one hundred sixty (160) hours. Unused balances of compensatory time
or time accumulated in excess of one hundred sixty (160) hours shall be paid on the first pay
period following the month 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 eighty (80) hours from year to
year. The formula for computing the hourly rate shall be: bi-weekly rate + educational divided
by 77.2 hours.
CANCELLATION OF OVERTIMEASSIGNMENTS:
If a scheduled overtime assignment is cancelled inside of eight (8) hours before the officers are
scheduled to begin work, or before the officers have worked forty (40) minutes of overtime,
those officers involved will be paid one hour of straight call-in time.
Any officer reporting for an overtime assignment who is sent home prior to the scheduled end of
the assignment will be compensated for the time worked only.
ARTICLE V
CALL IN TIMEAND COURTAPPEARANCE
An officer 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 canceled by 7 p.m. of the day prior to the call or appearance. The officer, in
addition, shall receive time and one-half for the time spent on the call or appearance.
Officers 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 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 officer'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 consecutive 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. When
an officer is on sick leave or workers compensation, the officer shall be considered to be working
and will receive no extra pay for appearing in court on that date providing the appearance does
not exceed eight (8) hours.
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.
No call or court appearance shall preclude an officer from working his/her regularly scheduled
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shift except by his/her request and upon approval of his/her department head. An officer called
to return to duty and then called back and told not to return to duty is entitled to one (1) hour of �
call-in. If the officer returns to duty at the Police Department, he/she shall receive 3 hours call
time. If the officer declines the call, no call-in is paid.
Officers who receive more than one subpoena for court at different times on the same day will
provide the patrol commander with notification that they have received multiple subpoenas. This
must be done as soon as possible after receiving second and subsequent subpoenas.
The department may require officers to remain at the department, in pay status, and be assigned
work at the rate of pay (one and one-half times the employee's regular rate) called for in the
contract during the time they are not required to be in court between subpoenas. An officer who
is not required to remain at the department, in pay status, shall be entitled to a call-in for each
subpoena if the appearances do not overlap.
Officers shall have the option to refuse to remain at the department, in pay status, between
subpoenas. If the officer selects this option they shall not be entitled to the second call-in.
Refusal to remain at the department only applies to the issue of multiple subpoenas and does not
affect other calls to return to duty as outlined in this article.
CALL-INS:
Any officer 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, the incident scene, or when the officer logs on
with dispatch from their one-on-one car, if they were called in for a road patrol assignment. 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.
ARTICLE VI
A UTHORIZED ABSENCE
A. Sick Leave
Each full time or probationary 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. Routine doctor and dental exams, including eye exams and
non-emergency surgery, shall be scheduled on off-duty time whenever practicable.
An employee may use sick leave with pay for absences necessitated by injury or illness to the
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. 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 are
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 for 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 are subject to the approval of the supervisor for scheduling.
Notwithstanding the above, an employee may use vacation, holiday or compensatory time for
the injury or illness of spouse, child, or family member living within the residence.
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 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 an application for sick leave form
requesting the sick leave benefits. Such a signature shall be 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 tertns 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 credited to that employee be affected thereby.
In addition to the employees' right to accumulate sick leave without limitation, unused
accumulated sick leave up to 150 days shall be paid at fifty-nine percent (59%) of the
employees' rate in effect at the time of said separation for those employees who retire at age
50 or older or for those employees who separate because of disability or death, Pursuant to
ss.66.191. As another option, an employee, who has up to 150 sick days and is at least 50
years old, may choose to contribute one-third of his/her total accumulated sick leave payout
amount placed in a 457 (currently R.C.) account for each of the next three years. In such
case, the employee shall receive one-third of his/her total accumulated sick leave paid at
fifty-nine percent (59%) of the employee's rate in effect when the deposit is made. This
option shall only be available to those employees who meet all rules, regulations and
requirements of the 457 plan administrators.
B. Vacation Leave
All full time employees shall be granted the following vacation benefits: After one (1) year
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of service, ten (10) working days. After seven (7) years of service, fifteen (15) warking days.
After twelve (12) years of service twenty (20) working days. After eighteen (18) years of
service, twenty-five (25) working days. After 25 years of service, twenty-eight (28) working
days. In the event an employee has not worked the full calendar year prior to his vacation
such vacation shall be pro-rated based on the time actually worked. Vacation will not be
carried over from year to year. Vacation may be taken off in four(4) hour blocks or more.
Effective January 1, 2014, the vacation schedule shall be modified to provide 15 working
days of vacation after 5 years of service and 20 working days of vacation after 10 years of
service. The other categories shall remain unchanged.
Those employees reaching their seventh, twelfth, and eighteenth year of service shall earn
their vacation for that year on a prorated basis.
Departmental seniority on shifts shall determine the choice of vacation. The most senior
employee shall have first choice of vacation, however, the first choice will be limited to one
(1) time period which could comprise his entire vacation or any portion thereof. Once the
employee makes his/her selection, the second senior person will make a similar selection and
on down through the least senior person on each shift. This process will then be repeated
until each person has chosen hislher entire vacation schedule.
This process shall be completed within five (5) weeks from the date the vacation time for
each person has been certified and sent to the Association by the Chief of Police. The
vacation schedule is subject to the staffing of the department as determined by the Police
Chief. The employees are permitted to choose vacation from January 1 st through December
31st. In the event of separation prior to completion of one year of service, no terminal
vacation shall be paid.
Officers 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 officers are off on three (3) or more
consecutive vacation days, they will not be ordered to return to work on their vacation days,
and any regularly scheduled off days attached to the vacation days except for a court
subpoena, special team activation, and emergencies.
A block of vacation is three (3) or more vacation days taken consecutively in conjunction
with regularly scheduled off days. Example: (3-day block of vacation) Officer selects one
(1) vacation day, then has two (2) regularly scheduled off days, then selects two (2) more
vacation days.
Special Team Activations shall include: Crisis Reaction Team including Negotiators,
Tactical Team and Crash Investigation Team.
C. Holidav Leave
All full time employees shall be granted twelve (12) paid holidays: New Year's Day,
Memorial Day, Independence Day, Labor Day, Thanksgiving Day, December 24th,
Christmas Day, Spring Holiday, 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. Holiday leave shall be subject to the departmental work schedule and
staffing requirements as determined by the Police Chief. Employees may choose to waive
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holiday leave in favor of cash payment.
Cash payment shall be computed based on the hourly rate in effect at the time of the holiday
times the number of holiday hours accredited to each employee. The Employer shall be
notified of the employee's desire for cash payments by the lst day of October of the preceding
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 m�imum 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.
Holiday pay shall be paid in the second pay period of November.
Any officer working on one of the eight (8) designated holidays shall receive time and one-
half pay for hours worked on that day. In the event that the officer works in excess of his/her
normal work day on the designated holiday, the officer shall be compensated at the rate of
double time for hours worked in excess of his/her normal working day.
Notwithstanding the above, Light Duty Officers injured related to a non-worker's
compensation claim are required to take time off on holidays and are not permitted to work
unless permission is obtained from their immediate supervisor.
December 31 will replace January 1 as the designated holiday for officers working third shift
or night shift overlap for purposes of time and one-half pay.
D. Funeral Leave
In the case of death in the immediate family of a regular full-time employee (spouse,
children, step-children, parents, step-parents, sister, brother, mother-in-law, father-in-law,
sister-in-law, brother-in-law, son-in-law, daughter-in-law, grandparents, grandchildren,
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.
In the case of extended travel time or other exigent circumstances being necessary, additional
leave shall be allowed if the employee uses holiday, vacation, or compensatory time, subject
to reasonable minimum manpower requirements.
E. Iniurv Leave
In the event that an employee is sick, ill, or hurt, and would be otherwise covered by the
Worker's Compensation statute, or the City's Warkers' Compensation carrier, but is not
eligible to receive benefits because the duration of the illness is not long enough, then the
City agrees to pay for up to three (3) full days of pay to the affected employee. Accumulated
sick time of the affected member shall not be applied to the three (3) days provided for
herein.
Sick leave, injury leave, or temporary disability benefits shall be payable to any employee
injured while in the employ of an Employer other than the City of Oshkosh, except that the
sick leave benefits shall be reduced in an amount equal to the Workers' Compensation
benefits received from the Employer or its insurer.
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ARTICLE VII
PAY PERIODS
All payroll checks shall be available at 1:00 p.m. on every other Friday unless extenuating
circumstances exist. In the event such days are legal holidays, checks will be issued on the day
preceding.
Effective January 1, 2004, all employees shall participate in the direct deposit payroll system.
ARTICLE VIII
INSURANCE BENEFITS
A. Insurance Medical Benefits Plan.
The Employer shall provide health coverage.
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.
1. Employee Contributions With Health Risk Assessment�HRA�
Effective January 1, 2015, employees will contribute up to 12% up to a m�imum of
$113.18 per month towards single, $212.26 per month towards dual, and $261.78 per
month towards the family premium equivalents.
Effective January l, 2016, employees will contribute up to 12% up to a maximum of
$122.24 per month towards single, $229.24 per month towards dual, and $282.72 per
month towards the family premium equivalents.
Effective January 1, 2017, employees will contribute up to 12% up to a maximum of
- $132.02 per month towards single, $247.56 per month towards dual, and $305.34 per
month towards the family premium equivalents.
2. Emplovee Contributions Without Health Risk Assessment(HRA):
Effective January 1, 2015, employees will contribute up to 15% up to a m�imum of
$141.48 per month towards single, $265.32 per month towards dual, and $327.22 per
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month towards the family premium equivalents.
Effective January 1, 2016, employees will contribute up to 15% up to a maximum of
$152.80 per month towards single, $286.54 per month towards dual, and $353.40 per
month towards the family premium equivalents.
Effective January 1, 2017, employees will contribute up to 15% up to a maximum, of
$165.02per month towards single, $309.46 per month towards dual, and $381.68 per
month towards the family premium equivalents.
Note: Health insurance premium contributions are actually made one month prior to the
effective dates shown.
B. Income Continuation Insurance
The City shall participate in the State's Group Income Continuation Insurance Program. The
City will pay its Employer's share.
C. Life Insurance
The Employer shall pay 100% of the premium of the State's Group Basic Life Insurance
Policy. Other amounts of coverage for the employee and spousal and dependent coverage
shall be available to the employee at his/her own expense.
D. Section 125 Plan
The City shall offer a Section 125 Plan as allowed by law. Employees will be allowed to
contribute premium contributions, unreimbursed medical expenses, and dependent care
expenses into the plan subject to the plan's rules and regulations
ARTICLE IX
PENSION
In addition to the statutory requirements, the Employer shall pay to the employee's retirement
fund an amount not to exceed seven percent(7%) of the employee's gross wages.
Effective November 1, 2012, an employee shall contribute 3% of his/her gross wages toward the
Wisconsin Retirement System (WRS).
Effective January 1, 2013, an employee shall contribute 4.5% of his/her gross wages toward the
Wisconsin Retirement System (WRS). .
Effective January 1, 2014, an employee shall contribute his/her portion of the Wisconsin
Retirement System (WRS) on the same basis as general employees as determined by the
Employee Trust Funds (EFT).
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ARTICLE X
PREVIOUS BENEFITS
The Employer agrees to maintain in substantially the same manner, all benefits, policies, and
procedures related to wages, hours, and conditions of employment that are mandatory subjects of
bargaining not specifically referred to or altered by this Agreement.
ARTICLE XI
WAIVER OFRIGHTS
Neither party to this Agreement by such act at the time hereof or subsequent hereto agrees to and
does waive any rights possessed by it or them under state and federal laws, regulations or
statutes. In the event any clause or portion of this Agreement is in conflict with statutes of the
State of Wisconsin governing municipalities or other statutes such clause or portion of the
Agreement shall be declared invalid and negotiations shall be instituted to adjust the invalidated
clause or portion thereof.
ARTICLE XII
LA Y-OFFS
When it is deemed necessary by the City to lay off employees because of need for economy, lack
of work or funds or other just cause, it shall follow the lay-off procedure outlined in Wisconsin
Statutes, 1973, Section 62.13(Sm).
SENIORITY
Employees who leave the bargaining unit to accept another position within the Police
Department of the City of Oshkosh which is outside the bargaining unit and, within one (1) year
of leaving the bargaining unit, return to a position in the bargaining unit, shall retain all
accumulated seniority earned in the bargaining unit as well as the seniority earned outside the
bargaining unit.
ARTICLE XIII
R ULES& EVAL UATION REPORTS
The Association recognizes that the Employer may adopt and publish rules from time to time,
however, the Employer shall submit such rules to the Association for its information prior to the
effective date.
For this purpose, rules shall be defined as any rules, regulations,policies, directives, and postings
published by the Department or the city affecting the department. Such rules shall be submitted
to the Wage Board Chairman and the Association President and shall also be posted for
knowledge and record. All such rules shall bear the signature of the Chief of Police or his
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._.
designee. In the event of a dispute to such rules, the Association shall have fifteen (15) days after
' inception to dispute such rules through the grievance procedure.
Evaluation reports of employees shall be submitted to the evaluated employee in final form and
identical to those filed in the personnel office and in the office of the Chief of the Department.
ARTICLE XIV
PROGRESSION OFDISCIPLINARYACTION
Progression of disciplinary action shall be as follows: First, oral reprimand or written reprimand.
An Association representative may be present with the employee at the time (or at such time as)
any oral or written reprimand, suspension or dismissal is registered with the employee.
The Association shall be furnished a copy of any written notice of reprimand or suspension. A
written reprimand sustained in the grievance or not contested shall be recorded.
An employee shall have the right to the presence of an Association representative when his/her
work performance or conduct affecting his/her status as an employee are the subject of
discussion for the record. The City shall, at all steps of this Article, affirmatively ask the
employee if he/she desires an Association representative to be present.
ARTICLE XV
ED UCATION BENEFITS
This provision shall apply to those employees hired prior to 1-1-89 only.
In consideration of the successful completion of thirty-six (36) credits from the curriculum of
any accredited institution, defined as the Police Administration Program the following schedule
of benefits and provisions shall apply:
Educational Credits
For every three (3) credits an employee obtains in the aforesaid program of study he/she shall
receive bi-weekly payments as listed:
Credits Bi-weeklv Rates
3 $ 2.31
6 $ 4.61
9 $ 6.92
12 $ 9.23
15 $11.54
18 $13.85
21 $16.15
24 $18.46
27 $20.77
30 $23.08
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33 $25.38
36 $27.69 '
Salary adjustments as contained herein shall be made at the beginning of the first pay period in
February and the beginning of the first pay period in July of each year upon presentation of
satisfactory evidence that the officer has completed the aforesaid courses of instruction.
Employees shall not be paid for courses completed unless the final grade received is a "C" or
better.
An additional $15.00 per month shall be paid to the employee upon completion of 60 credits in
the Police Administration program.
All employees who have completed two (2) years of service are eligible to participate in the
educational program set forth herein. An employee who has accumulated credits herein prior to
the completion of two (2) years of service will receive the compensation as provided herein at
such time as he has completed two (2) years of service.
Employees desiring to take certified courses in the Police Administration Program shall fund
said courses through LEAA Grants, GI Benefit Grants or any other available grant made known
to the employee. Should the employee not be able to receive funding for books and tuition from
any other source for certified courses in the Police Administration Program then in that event and
only in that event the City will pay the expenses of books and tuition. Should an employee be
required to pay back any grant he has received due to termination or voluntary separation from
the Oshkosh Police Department then in that event the City will reimburse the employee for those
expenses due to participation in the Police Administration Program.
All payments shall be at the undergraduate rate. If an employee wishes to take a graduate
course, he shall be responsible for the differences between the graduate and undergraduate rate.
If the employee drops a class, the employee will be responsible for the costs incuned by the City
for that course including books and tuition.
If the reason for the employee dropping the course is due to a shift change, the employee will not
be required to reimburse the City. Student classroom and study hours shall not be construed as
work hours nor shall such time be subject to compensation.
No new employee hired after January 1, 1969, for purposes of the salary schedule shall be hired in
other than the first step of the salary schedule unless educational achievement is such as the City
may choose to start him/her in a step not to exceed step C of the salary schedule. The salary
schedule is set forth in Appendix A and incorporated herein by reference.
ARTICLE XVI
GRIEVANCE PROCEDURE - � -
Both the Association and the City recognize that grievances and complaints should be settled
promptly and at the earliest possible stages and that the grievance process must be initiated
within five (5) days of the incident or knowledge of the incident, whichever is the latter. Any
grievance not reported or filed within five (5) days shall be invalid. A grievance is defined as
any dispute or misunderstanding relating to employment between the City and the Association.
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For the purpose of the final step of the grievance procedure, a grievance will be limited to the
' interpretation of application of the terms and conditions of this agreement, including past
practices and policies incorporated in this agreement by its terms, and shall be handled in the
following manner:
l. The grieved 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. The supervisor shall,
within three (3) days, excluding Saturdays, Sundays and holidays, provide a response to
the employee.
2. If the grievance is not settled at the first step, the grievance shall be presented in writing
to the Police Chief 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. The
Chief s Response to the grievance shall be in writing. 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. If the grievance is not settled under the provisions of paragraph 3 above and one of the
parties deems the issue to be arbitrated, the party shall process the grievance within five
�E ,; (5) days (Saturday, Sunday and holidays excluded) of completion of the provisions of
� paragraph 3 to arbitration. Arbitration procedures shall follow that outlined in State
Statutes. The decision of the arbitrator shall be final and binding on the parties, subject to
judicial review.
� Expenses for the arbitrator's services and the proceedings shall be borne equally by the Employer
and the Association. However, each party shall be responsible for compensating its own
representatives and witnesses.
ARTICLE XVII
AGENCYSHOP
The Association, as the exclusive representatives of all the employees in the bargaining unit, will
represent all such employees, Association and non-union, fairly and equally, and all employees
in the unit will be required to pay, as provided in this article, their proportionate share of the
costs of representation by the Association. No employee shall be required to join the
Association, but membership in the Association shall be made available to all employees who
apply consistent with the Association constitution and by-laws. No employee shall be denied
Association membership because of race, creed, color, or sex.
The Employer agrees that it will deduct from the monthly earnings of all employees in the
collective bargaining unit, the monthly dues as being certified by the Association, and pay said
amount to the treasurer of the Association on or before the end of the month in which such
16
deduction was made.
Changes in the amount of dues to be deducted shall be certified by the Association 30 days �
before the effective date of the change.
As to new employees, such deduction shall be made from the first appropriate paycheck.
In the event an employee chooses not to become a member of the Association, the Association
agrees to certify to the City only such fair share costs as are allowed by law, and further agrees to
abide by the decisions of the Wisconsin Employment Relations Commission and/or courts of
competent jurisdiction in this regard. The Association agrees to inform the City of any change in
the amount of fair share costs.
In the event an employee or employees choose not to become a member of the Association, the
Association shall provide employees who are not members of the Association with an internal
mechanism within the Association which is consistent with the requirements of State and Federal
law, and which will allow those employees to challenge the fair share amount certified by the
Association as the cost of representation and to receive where appropriate, a rebate of any
monies to which they are entitled. To the extent required by State or Federal law, the
Association will place in an interest-bearing escrow account any disputed fair share amounts.
The Association does hereby indemnify and save the City harmless against any and all claims,
demands, suits, or other forms of liability including court costs that shall arise out of or by reason
of action taken, or not taken, by the City, which City action or non-action is in compliance with
this agreement, and in reliance on any lists or certificates which have been furnished to the City
pursuant to this Article, provided that the defense of any such claims, demands, suits, or other
forms of liability shall be under the control of the Association and its attorneys. However, 1
nothing in this section shall be interpreted to preclude the City from participating in any legal
proceedings challenging the application or interpretation of this article through representatives of
its own choosing and at its own expense.
ARTICLE XVIII
MILEAGE POLICY
Employees shall be reimbursed for mileage incurred for work related activities at the rate as
determined by the City Council.
ARTICLE XIX
MATERNITYLEAVE
Whenever an employee becomes pregnant, she shall furnish the Department with a medical
report, stating the expected date of delivery and what, if any, work restrictions exist. Continued
employment shall be based upon the employee's ability to perform the work. The duration of
pregnancy leave without pay shall be determined subsequent to the request of the attending
physician. Sick leave shall be allowed for the actual time of disability due to pregnancy as
certified by the employee's physician and in accordance with State and Family Medical Leave
Laws.
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ARTICLE XX
RECOGNITION& UNIT OF 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 patrolman and
detective excluding the positions of Chief, Captain, Lieutenants, Sergeants, and all other
employees of the Oshkosh Police Department.
THIS AGREEMENT shall become effective as of January 1, 2015, and will remain in
full force and effect to and including the 31st day of December, 2017.
CITY OF OSHKOSH OSHKOSH PROFESSIONAL POLICE
OFFICERS ASSOC TION (OPPA)
By: .��-----�����.�- By:
Mark A. Rohloff, City Manager
�
By: By:
� �
An�,�I�. �- t�zCltel, �'���� G ��Y'�---
Ap ved: By: �_ � _ j��—,
��,.
�
. Lorenson, ' y Attorney
I hereby certify that the necessary provisions
have been made to pay the liability which
will accrue under this contract.
� ���� � �
�1 rena Larson,Comptroller
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SCHEDULE A
POLICE PAY PLAN* (2.5%� '
EFFECTNE the�avperiod that includes JANLJARY 1 2015
A B C D E F
POLICE OFFICER ] BIW 1860A1 1957.60 2099.43 2241.23 2383.04 2524.88
MO 4030.02 4241.47 4548.77 4856.00 5163.25 5470.57
POLICE SPECIALIST 2 BIW 1899.88 1999.56 2142.10 2284.65 2427.23 2569.83
MO 4116.41 433238 4641.22 4950.08 5259.00 5567.97
POLICE LIAISON OFFICER 3 BIW 2016.97 2122.84 2243.02 2363.20 2483.36 2603.55
MO 4370.10 4599.49 4859.88 5120.27 5380.61 5641.03
DETECTIVE W�-°-} --� -- ��° 4 BIW°- •-2134.12-�R-•-2246:14��=>2343.93 2441.71•{=�-2539.48�--269423
MO 4623.93 4866.64 5078.52 529037 550221 5837.50
DETECTIVE II 5 BIW 2176.97 2291.23 2393.05 2494.85 2596.64 2755.43
MO 4716.77 4964.33 5184.94 5405.51 5626.05 5970.10
Movement on the Pav Schedule:
Employees shall progress from one step to the next on an annual basis based on their anniversary date of hire
so long as the employee is in the same classification to which they were originally hired. Employees who are
promoted to another job classification shall move from one step to the next on an annual basis according to the
employee's date of appointment to the new job classification.
Employees in the Police Officer job classification who are located in Step F on the salary schedule who receive
a promotion to another job classification shall move to Step F of the new classification. Employees in the
Police Officer job classification who are located in Steps A through E and receive a promotion, shall move to
the step in the new job classification that is closest to,but above,their current salary.' � � '
�
$29.00 per month additiona�to artist when assigned to that duty.
* Official rates are the bi-weekly rates.
Shift Differential: $0.25 per hour for all hours between 6:00 pm and 6:00 am.
Classification Pav:
When an officer performs duties of a higher ranking officer for more than two(2)consecutive pay periods,that
officer shall receive the compensation equal to the compensation that the higher ranking officer receives. This
provision shall not apply if the reason for the assignment is vacation relief.
Senioritv Credit:
All officers within fifteen(15)years service as of the lst day of January, 1969,will receive for purposes of the
pay schedule eighteen (18) credits. These credits shall be given in addition to whatever credits they may
acquire under the program set forth herein.
Those employees who are employed prior to the 1 st day of January, 1969, who ha�e not progressed in the
educational program set forth herein shall receive for pay purposes only an additional ten dollars ($10.00) per
month upon the completion of ten(10) years of service and an additional ten dollars ($10.00)per month upon
the completion o�twenly(20)years of service. ` -
This provision is not to be construed as credit equivalents,nor as additional benefits to acquired credits. Those
employees who qualify for educational benefits in Article XVI shall not be eligible for the benefits contained
in this section.
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' SCHEDULE A
POLICE PAY PLAN* f2.75%1
, EFFECTIVE TI-�PAYPERIOD THAT INCLUDES JANUARY 1 2016
A B C D E F
POLICE OFFICER 1 BIW 1,911.16 2,011.43 2,157.16 2,302.86 2,448.57 2,594.31 .
MO 4,140.85 4,358.10 4,673.85 4,989.53 5,305.24 5,621.01
POLICE SPECIALIST 2 BIW 1,952.13 2,054.55 2,20I.01 2,347.48 2,493.98 2,640.50
MO 4,229.62 4,451.53 4,768.86 5,086.21 5,403.62 5,721.08
POLICE LIAISON 3 BIVJ 2,072.44 2,181.22 2,304.70 2,428.19 2,551.65 2,675.15
OFFICER MO 4,49029 4,725.98 4,993.52 5,261.08 5,528.58 5,796.16
DETECTNE 4 BIW 2,192.81 2,307.91 2,408.39 2,508.86 2,60932 2,768.32
MO 4,751.09 5,000.47 5,218.18 5,435.86 5,653.53 5,948.03
DETECTIVE II 5 BIW 2,236.84 2,354.24 2,458.86 2,563.46 2,668.05 2,83120
4,846.49 5,100.85 5,327.53 5,554.16 5,780.78 6,134.27
Movement on the Pay Schedule:
Employees sha11 progress from one step to the next on an annual basis based on their anniversary date of hire so long as the
employee is in the same classification to which they were originally hired. Employees who are promoted to another job
classification shall move from one step to the next on an annual basis according to the employee's date of appointment to
the new job classification.
Employees in the Police Officer job classification who are located in Step F on the salary schedule who receive a promotion
to another job classification shall move to Step F of the new classification. Employees in the Police Officer job
classificarion who are located in Steps A through E and receive a promotion, shall move to the step in the new job
classification that is closest to,but above,their current salary.
$29.00 per month additional to artist when assigned to that duty.
* Official rates are the bi-weekly rates.
Shift Differential: $0.25 per hour for all hours worked between 6:00 pm and 6:00 am.
Classification Pav:
When an officer performs duties of a higher ranking officer for more than two(2)consecutive pay periods,that officer shall
receive the compensation equal to the compensarion that the higher rantdng officer receives. T'his provision shall not apply
if the reason for the assi�ment is vacation relief.
Senioritv Credit:
All o�cers within fifteen(15)years service as of the lst day of 7anuary, 1969,will receive for purposes of the pay schedule
eighteen(18} credits. These credits shall be given in addition to whatever credits they may acquire under the program set
forth herein.
Those employees who are employed prior to the lst day of January, 1969, who have not progressed in the educational
program set forth herein shall receive for pay purposes only an additional ten dollars ($10.00) per month upon the
complehon of ten(10)years of service and an additional ten dollars($10.00)per month upon the completion of twenty(20)
years of service. -
This provision is not to be constr-ued as credit equivalents, nor as additional benefits to acquired credits. Those employees
who qualify for educational benefits in Article XVI shall not be eligble for the benefits contained in this sections.
20
SCHEDULE A •
POLICE PAY PLAN* (2.75%1
EFFECTNE TI-�PAYPERIOD THAT INCLUDES JANUARY 1 2017 '
A B C D E F
POLICE OFFICER 1 BIW 1,963.72 2,066.74 2,216.48 2,366.19 2,515.91 2,665.65
MO 4,254.73 4,477.94 4,80237 5,126.75 5,451.14 5,775.58
POLICE SPECIALIST 2 BIW 2,OQ5.81 2,111.05 2,261.54 2,412.04 2,562.56 2,713.11
.MO 4,345.92 4,573.94 4,900.00 5,226.09 5,55221 5,878.41
POLICE LIAI30N • 3 BIW 2,129.43 2,24120 2,368.08 2,494.97 2,621.82 2,748.72
OFFICER MO 4,613.77 4,855.93 5,130.84 5,405.77 5,680.61 5,955.56
DETECTIVE 4 BIW 2,253.11 2,371.38 2,474.62 2,577.85 2,681.08 2,844.45
MO 4,881.74 5,137.99 5,361.68 5,585.34 5,809.01 6,162.98
DETECTIVE II 5 BIW 2,29835 2,418.98 2,526.48 2,633.96 2,741.42 2,909.06
4,979.76 5,241.12 5,474.04 5,706.91 5,939.74 6,302.96
Mavement on the Pav Schedule:
Employees shall progress from one step to the next on an annual basis based on their anniversary date of hire so long as the
employee is in the same classification to which they were originally hired. Employees who are promoted to another job
classification shall move from one step to the next on an annual basis according to the employee's date of appointment to the
new job classification.
Employees in the Police Officer job classification who are located in Step F on the salary schedule who receive a promotion to
another job classification shall move to Step F of the new classification.Employees in the Police O�cer job classification who
are located in Steps A through E and receive a promotion,shall move to the step in the new job classification that is closest to,
but above,their current salary.
$29.00 per month additional to artist when assigned to that duty.
* Official rates are the bi-weekly rates.
Shift Differential: $0.25 per ho�for all hours worked between 6:00 pm and 6:00 am.
Classification Pav:
When an officer performs duties of a higher ranidng officer for more than iwo (2) consecutive pay periods, that officer shaii
receive the compensarion equal to the compensation that the higher ranldng officer receives. This provision shall not apply if
the reason for the assignment is vacarion relief.
Seniori Credit:
All officers within fifteen(15)years service as of the lst day of January, 1969,wiIl receive for purposes of the pay schedule
eighteen(18) credits. These credits shall be given in addition to whatever credits they may acquire under the program set forth
herein.
Those employees who are employed prior to the 1 st day of January, 1969,who have not progressed in the educational program
set forth herein shall receive for pay purposes only an additional ten dollars ($10.00) per month upon the completion of ten
(10)years of service and an additional ten dollars ($10.00)per month upon the completion of twenty(20)years of service.
T'his provision is not to be construed as credit equivalents,nor as additional benefits to acquired credits.Those employees who
qualify for educarional benefits in Article XVI shall not be eligible for the benefits contained in this sections.
21
s
(MEMORANDUM OF UNDERSTANDING)
I. As an addition to this Contract, the parties agree to attach this Memorandum of Understanding
which is the result of a 5tipulation entered into between the parties and which defines in-service
training. The Memorandum of Understanding is as follows:
The parties agree: 1) that the Chief can require employees to attend in-service training; 2) that
employees will, in the future, have the right to select dates of attendance, based on seniority on
shifts; and 3) that the City recognizes it has the obligation to bargain the effects of its determination
of in-service training on wages, hours, and warking conditions, including, but not limited to,
scheduling and compensation while attending.
22
,
T0: ALL MEMBER OF THE OSHKOSH PROFESSIONAL
POLICE OFFICERS ASSOCIATION
FROM: NORBERT W. SVATOS, DIR. OF ADMINISTRATIVE SERVICES
SUBJECT: SICK LEAVE APPLICATION FORM
DATE: MARCH 15, 1998
This is to advise you that you are no longer required to answer the
section relating to remaining at home during evening hours on the
Sick Leave Application, unless the absence is for more than one day.
This is not, however, a blanket authorization allowing employees to
absent themselves from work while continuing normal activities
during evening hours . You will be held accountable for all absences
as in the past.
23