HomeMy WebLinkAbout31108 / 80-01Special
Dec�nber 2G , 1980 � 1 RFSOL[JIION
PL�E: APPFmVE LABOR AGREF�ME�'P - OSHFCOSH P��'ESSIONAL PpLICF.I�1'S PSSOCIATI�V
INITIATED BY: FERSONNII, DEPAHI�'_r'
BE IT RESOLVED by the Co�mn Council �f the City of C�shkc�h that the propt:r
City officials aze hereby authorized and directed to enter into the attached
ac�e�nt with Oshkosh Professional Police�n's Associ.ation, oovering the years
1981 and 1982.
SUB�nIT:^:±'.� BY
r r��ov�� ��,��� ��'Lu�c�.
^
corrr�acT
OSHKOSfl PROFESSIONAL POLICEMEN'S ASSOCIATION
0
CITY OF OSHICOSH
1981-1982
TABLE OF CONTENTS
ARTICLE
I Management Rights . . . . . . . . . . . . . . . . . . .
II Work Week . . . . . . . . . . . . . . . . . . . . . . .
III Uniform Maintenance . . . . . . . . . . . . . . . . . .
IVCompensatory Time . . . . . . . . . . . . . . . . . . .
V Ca11 In Time And Court Appearances. . . . . . . . . . .
VI Authorized Absence . . . . . . . . . . . . . . . . . . .
Sick Leave . . . . . . . . . . . . . . . . . . . .
Vacation Leave . . . . . . . . . . . . . . . . . .
Holiday Leave . . . . . . . . . . . . . . . . . . .
Emergency Leave . . . . . . . . . . . . . . . . . .
VIILongevity Pay . . . . . . . . . . . . . . . . . . . . .
VIIIPay Periods . . . . . . . . . . . . . . . . . . . . . .
XIInsurance Eenefits . . . . . . . . . . . . . . . . . . .
Hospital and Medical Insurance . . . . . . . . . .
Life Insurance . . . . . . . . . . . . . . . . . .
XPension . . . . . . . . . . . . . . . . . . . . . . . .
XI Previous benefits . . . . . . . . . . . . . . . . . . .
%II Waiver of Rights . . . . . . . . . . . . . . . . . . . .
XIII Lay-Offs . . . . . . . . . . . . . . . . . . . . . . . .
RIV Ru1es and Evaluation Reports . . . . . . . . . . . . . .
XV Progression of Disciplinary Action. . . . . . . . . . .
XVI Education Benefits . . . . . . . . . . . . . . . . . . .
Educational Credits . . . . . . . . . . . . . . . .
Seniority Credit . . . . . . . . . . . . . . . . .
XVII Grievance Procedure . . . . . . . . . . . . . . . . . .
XVIIIAgency Shop . . . . . . . . . . . . . . . . . . . . . .
XIX Mileage Policy . . . . . . . . . . . . . . . . . . . . .
XX Recognition & Unit of Representation. . . . . . . . . .
Schedule A, 1981 Police Pay Plan. . . . . . . . . . . .
Schedule A, 1982 Police Pay Plan. . . . . . . . . . . .
PAGE N0.
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1981
A G R E E M E N T
THIS AGRE&�ENT is entered into by and between the CITY OF OSHKOSH, Wisconsin,
party of the first part hereinafter referred to as the Employer, and the OSHKOSH
PROFESSIONAL POLICF2fEN'S ASSOCIATION, party of the second part hereinafter
referred to as the Association.
IN ORDER TO INCREASE GENERAL EFFICIENCY, to maintain the existing haxmonious
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 Agree-
ment, the City reserves and retains, soley 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 E�reement with the
Association. Nothing herein contained shall divest the Association from any of
its rights under Wis. Stats. Sec. 111.70.
ARTZCLE II
WORK WEEK
The normal work day shall consist of eight (8) hours, and consist of the follow-
ing 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.
ARTICLE III
UNIFORM MAINTENANCE
The City of Oshkosh will provide uniform apparel to all unifoxmed 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 wi11 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 Oshknsh Purchasing Division.
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Non-unifotmed personnel shall receive a clothing allowance of $225.00 per year
payable in January of each year. In the event of change of �ob, clothing
allowance sha11 be pro-rated from the date of change. Officers transferred into
a uniformed position subsequent to receiving the clothing allowance sha11 pay
the pro-rated amount back to the City.
The unifotmed officers working the late shift who are required to wear plain
clothes because of filling in for the Shift Commander periodically throughout
the year shall receive a yearly clothing allowance of $75.00.
Cleaning and laundry services will be provided for all officers at the employ-
er's expense. The cleaning firm and cleaning schedule shall be designated by
the City.
AATICLE IV
COMPENSATORY TIME
Work done in excess of the noxmally 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
uaed during the month in which it accrues sub�ect to the approval of the depart-
ment head. Employees may maintain a compensatory time balance of no more than
eighty (SO) hours. Unused balances of compensatory time or time accumulated in
excess of eighty (80) hours sha11 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. The foxmula for computing the hourly rate ahall be: Bi-Weekly rate +
educational + longevity 77.2 Hours.
All compensatory time accumulated prior to the 31st day of Dec�ber, 1965, may
remain or may be taken as time off by the employees, calculated on the basis of
straight time. Any balance of compensatory time remaining upon the retirement
or separation of the employee shall be paid in cash calculated at the rate of
straight time based on the salary schedule in effect as of December 31, 1965.
ARTICLE V
CALL IN TIME AND COURT APPEARANCES
An officer called to return to duty or appear in Court at aome time other than
his regular scheduled duty day shall receive three (3) hours pay for the call or
appearance unless the call or appearance is cancelled by 5 p.m. of the day prior
to the ca11 or appearance. The officer, in addition, shall receive time and
one-half for the time spent on the call or appearance. Volunteers shall not be
paid the call-in pay.
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
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officer's last day of work before the vacation and his first day of work after
vacation. This provision shall apply only when vacation is taken in one week
blocks. On trials lasting more than one day, no additional call-in pay shall be
given after the first day.
A call is defined as a request to return to duty at some time other than the
regularly scheduled time not schedule3 at least twenty-four (24) hours in
advance and not immediately following the officer's regulary schedule shift.
No call or Court Appearance shall preclude an officer from working his regularly
scheduled shift except by his request and upon approval of his department head.
ARTICLE VI
AUTHORIZED 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. Sach unused sick leave shall
be allowed to accumulate without limitation.
An employee may use sick leave with pay for absence necessitated by in�ury or
illness. It is further recognized that the serious in�ury or illness of the
spouse or child of the employee may adversely effect the ability of the employee
to perfoxm his duties efficlently, and may necessitate the use of sick leave.
However, no leave shall be granted under this subsection if the spouse of the
employee is employed and continues to work during the absence of the officer.
It is understood that absences because of illness of the officer's wife, child-
ren or other members of the family living at their residence is designed for
emergency purposes and the officer shall make diligent effort to limit such
absences to one day if possible.
To qualify for sick leave payment an employee must do the following:
a. Report his absence prior to the start of each wnxk day to the depart-
ment head or supervisor.
b. Keep his supervisor infoxmed of the conditions if the absence is more
than three (3) working days.
c. Upon request submit a doctors certificate for such absence. The
certificate must state the nature of the illness or in�ury and whether
the employee has been incapacitated for the period of his absence.
d. The employee upoa returning to duty must sign an application for sick
leave form requesting the sick leave benefits. Such a s�gnature shall
be acknowledgement 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 employees absence shall be without pay. The determination
that an �ployee has abused the benefits contained in this paragraph shall not
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precl.ude the employee from using accumulated sick leave when authorized by the
texms of this contract in the future nor shall the accumulated sick leave
credited to that employee be effected thereby.
In addition to the employees' right to accumulate sick leave without limitation,
unused accumulated sick leave up to 140 days shall be paid at one-half of the
employees' rate in effect at the time of said separation for those employees who
retire at age 55 or older or for those employees who separate because of dis-
ability. Pursuant to ss. 66.191.
B. Vacation Leave
All full time employees shall be granted the following vacation benefits: After
one (1) year of service - ten (10) working days. After e�ht (8) years of
service -fifteen (15) working days. After fifteen (15) years of service -twenty
(20) working days. After twenty (20) years of service - twenty-five (25)
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.
Those employees reaching their eighth, fifteenth, and twentieth year of service
sha11 earn their vacation for that year on a pro-rated 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 perlod which could comprise his entire
vacation or any portion thereof. Once he makes his selection, the second senior
man will m�ke a similar selection and on down through the least senior man on
each shift. This process will then be repeated until each man has chose¢ his
entire vacation schedule.
This proceas shall be completed within five (5) weeks fr� the date the vacation
time for each man has been certified and sent to the Union by the Chief of
Police. The vacation schedule is aub�ect to the staffing of the department as
determined by the Police Chief. The employees are permitted to choose vacation
from January lst through December 31st.
C. Holiday Leave
All full time employees shall be granted eleven (11) paid holidays: New Year's
Day, Nemorial Day, Independence Day, Labor Day, Thanksgiving Day, December 24th,
Christmas Day, Good Fr3day, Washington's Birthday, and two additional floating
holidays shall be granted each employee. Such holiday leave shall be granted as
eleven (11) days off in lieu of the calendar holidays. Holiday leave shall be
sub�ect to the departmental work schedule and staffing requirements as deter-
mined by the Police Chief. Employees may choose to waive 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 preceeding year. A separate check shall be issued for
said holiday pay. All holidays shall be credited to the employee January 1 of
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each year and must be used by Dec�ber 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.
D. Emergency Leave
Each employee shall be allowed paid leave not to exceed three (3) working days
for the funeral of such employee's spouse, father, mother, father-in-law,
mother-in-law, son, daughter, stepchild, brother, sister, grandmother, and
grandfather. Such leave shall be only for the purpose of attending the funeral
and be the period immediately preceding and including the date of the funeral or
to be the date of the funeral and the days following.
One day of emergency
law shall be allowed
on books.
LONGEVITY PAY
leave for aunts, uncles, sisters-in-law, and brothers-ln-
if the employee uses vacation, holiday or compensatory time
ARTICLE VII
The employer shall pay the following longevity payments to all employees covered
under this co¢tract:
$ 2.77 Bi-Weekly after 5 years of service
$ 5.54 Bi-Weekly after 10 years of service
$ 9.23 Bi-Weekly after 15 years of service
$12.92 Si-Weekly after 20 years of service
ARTICLE VIII
PAY PERIODS
A11 payroll checks shall be available at 1:00 p.m. on every other Thursday. In
the event such days are legal holidays, checka will be issued on the day pre-
ceeding.
ARTICLE IX
ZNSURANCE BENEFITS
Hospital and Medical Insurance
The enployer shall pay up to $134.13 per month for each employee towards the
premium of the employee's group hospital and medical policy in the year 1981.
In 1982, the employer sha11 pay an amount equal to the monthly rate charged each
employee by the employee's group hospital and medical policy carrier. This
amount to be based on the dollar amount of WPS-EIMP.
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The employer shall continue to provide the retired employees their medical and
health insurance costs and benefits as required under the 1978 contract. Said
benefits shall not be received by any other employees who retire after the
effective date of this agreement.
Life Insurance
The enployer shall pay one hundred percent (100Y) of each employee's state group
life insurance policy.
ARTICLE X
PENSION
In addition to the statutory requirements, the employer shall pay to the emp-
loyee's retirement fund an amount not to exceed 6% of the employees gross wages.
ARTICLE XI
PREVIOUS BENEFITS
The �ployer agrees to maintain in substantially the same manner such present
benefits not specifically referred to in this agreanent. Such benefits and
policies as may now exist are incorporated herein by reference as though fully
set forth at length.
ARTICLE XII
WAIVER OF RIGHTS
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 govern-
ing municipalities or other statutes such clause or portion of the agreement
shall be declared invalid and negotiations shall be instituted to ad�ust the
invalidated clause or portion thereof.
ARTICLE XIII
LAY-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 �ust cause, it shall follow the lay-off
procedure outlined in Wisconsin Statutes, 1973, Section 62.13 (Sm).
ARTICLE XIV
RULES & EVALUATION 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 infoxmation prior to the effective date.
S�
Evaluation reports of employees shall be submitted to the evaluated employee in
final foxm and identical to those filed in the personnel office and in the
office of the Chief of the Department.
ARTICLE XV
PROGRESSION OF DISCIPLINARY ACTION
Progression of disciplinary action shall be as follows: First, oral reprimand
or written reprimand. An Association representative may be present witn the
employee at the time (or at such time as) any oral or written reprimand, sus-
pension or dismissal is registered with the employee.
The Association may be furnished a copy of any written notice of reprimand or
suspension. A written reprimand sustained in the griwance or not contested
shall be recorded.
An employee shall have the right to the presence of an Association represen-
tative when his work performance or conduct affecting his status as an �ployee
are the sub�ect of discussion for the record. The City shall, at all steps of
this Article, affirmatively ask the employee if he desires an Association
representative to be present.
ARTICLE XVI
EDUCATION BENEFITS
In consideration of the successful completion of thirty-six (36) credits from
the curriculum of the University of Wisconsin-Oshkosh, or the Fox Valley Tech-
nical Institute, defined as the Police Administration Program the following
schedule of benefits and provisions sha11 apply:
Educational Credits
For every three (3) credits an employee obtains in the aforesaid program of
study he shall receive Bi-Weekly payments as listed:
Credits Bi-Weeicly Rates
3 $ 2.31
6 4.61
9 6.92
12 9.23
15 11.54
16 13.85
21 16.15
24 18.46
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Credits Bi-'Aeekly Rates
27 20.77
30 23.08
33 25.38
36 27.69
Salary ad�ustments 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 sha11 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 at the University of Wisconsin
Oshknsh or Fox Valley Technical Institute.
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 c�-
pleted two (2) years of service.
Seniority Credit
All officers with fifteen (15) years service as of the lst day of January, 1969,
will receive for purposes of the pay schedule e'�,vhteen (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 completion
of ten (10) years of service and an additional ten dollars ($10.00) per month
upon the completion of twenty (20) years service.
This provision is not to be construed as credit equivalents, nor as additional
benefits to acquired credits. Those employees who qualify for benefits in the
previous paragraph shall not be eligible for the benefits contained in this
paragraph.
Employees desiring to take certified courses in the Police Administration
Pra�ram 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 cer-
tified courses in the Police Administration Program then in that event and only
in that event the City wi11 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
Citp will reimburse the employee for those expenses due to participation in the
Po11ce Administration Program.
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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 incurred 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 a¢d
study hours shall not be construed as work hours nor shall such time be sub�ect
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 educa-
tional achievement is such as the City may choose to start him 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 XVII
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
knowle3ge 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 and shall be handled in the following manner:
1. The aggrieved employee shall present the grievance orally to his
Supervisor either alone or accompanied by an Association represen-
tative, 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 Po11ce Chief within fiue (5) days. The
Chief sha11 wlthin five (5) days (Saturday, Sunday, and Holidays
excluded) hold an infoxmal meeting with the aggrieved employee, and
Association representatives. If the grievance is not resolved to the
satisfaction of al1 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. Response to the grievance
shall be in writing.
4. If ihe 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 (5) days of completion
of the provisions of paragraph 3 to arbitration. Arbitration pro-
cedures shall follow that outLined in State Statutes. The decision of
the arbitrator shall be final and binding on the parties, sub�ect to
�udicial review.
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Expenses for the arbitrator's services and the proceedings sha11 be borne
equally by the employer and the Association. However, each party sha11 be
responsible for compensating its own representatives and witnesses.
ARTICLE XVIII
AGENCY SHOP
The Union, as the exclusive representatives of all the employees in the bar-
gaining unit, wi11 represent all such employees, union 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 repzesentation by the
union. No employee shall be required to join the unio¢, but membership in the
union shall be made available to all employees who apply consistant with the
union constitution and by-laws. No employee shall be denied union membership
because of race, creed, color, or sex.
The �ployer agrees that effective January 1, 1973, it will deduct from :he
monthly earnings of all employees in the collective bargaining unit the amount
of $1.67 per month, such amount being the monthly dues certified by the Union as
the current dues uniformly required of all members, and pay said amount to the
treasurer of the Union on or before the end of the month in which such deduction
was made.
Changes in the amount of dues to be deducted shall be certified by the Union 30
days before the effective date of the change.
As to new employees, such deduction shall be made from the first paycheck
following the first (1) day of completion of their probationary period.
ARTICLE XIX
MILEAGE POLICY
Any time an employee covered by this Agreement is required by the Chief of
Police to use his personal automobile to attend in-service training courses or
for any other purpose, then in that event the employee shall receive mileage
reimbursement at the City Council approved rate for City employees but in no
event shall the rate be less than 15� per mile for in-city [ravel and 12� per
mile for out-of-city travel. "City" for this purpose shall be defined as the
City of Oshkc�sh.
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ARTICLE XX
RECOGNITION fi 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 posi-
tions of patrolman, detective and sergeant excluding the positions of Chief,
inspector, captain, and all other employees of the Oshkosh Police Department.
THIS AGREFMENT sha11 become effective as of the lst pay period of 1981, and wi11
remain in full force and effect to and including the 31st day of December, 1982.
CITY OF OSHKOSH
OSEIICOSH PROFESSIONAL POLICEMEN'S
ASSOCIATION
BY: BY:
BY :
:f f`i1
BY:
BY:
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SCHEDULE A
1981 POLICE PAY PLAN *
EFFECTIVE PAY PERIOD 1, 1981
CLASS RNG. A B C D M
Patrolman 1 1
Police Specialist 2
Detective 3
Detective II
Sergeant
�
�
BIW.
MO.
BIW.
MO.
BIW.
MO.
BIW.
MO.
BIw.
M0.
EFFECTIVE PAY PERIOD 14, 1981
Patrolman 1 1
Police Specialist 2
Detective 3
Detective II 4
Sergeant 5
BIW.
M0.
BIW.
MO.
BIW.
M0.
Biw.
MO.
BIW.
MO.
595.29 623.72 652.14 680.34 708.98
1289.80 1351.39 1412.97 1474.07 1536.12
608.68 637.10 665.53 693.73 722.36
1318.80 1380.39 144i.97 1503.07 1565.12
674.13 689.19 705.57 722.64 741.77
1460.62 1493.25 1528.74 1565.72 1607.17
688.21 704.28 721.67 739.75 759.65
1491.14 1525.94 1563.62 1602.78 1645.90
694.79 708.45 730.99 750.12 769.91
1505.38 1534.98 1583.81 1625.26 1666.14
595.29 627.27 659.23 690.98 723.16
1289.80 1359.09 1428.33 1497.12 1566.85
608.68 650.49 672.61 704.36 736.55
1318.80 14DQ.39 1457.33 1526.12 1595.85
687.61 702.97 719.68 737.09 756.61
1489.82 1523.10 1559.31 1597.03 1639.32
701.97 718.37 736.10 754.55 774.64
1520.94 1556.47 1594.88 1634.86 1678.82
708.69 722.62 745.61 765.12 785.31
1535.50 1565.68 1615.49 1657.76 1701.51
1- Range for Patrolman hired after 12/31/80 only.
Range £or Patrolman hired prior shall be:
P.P.1-1981 648.87 663.91 678.93 693.96 708.98
P.P. 14-1981 661.85 677.19 692.51 707.84 723.16
$29.00 per month additional to artist when assigned to that duty.
*Official rates are the bi-weekly rates
SCHEDULE A
1982 POLICE PAY PLAN *
EFFECTIVE PAY PERIOD 1, 1982
CLASS RNG. A B C D M
Patrolman 1 1
Police Specialist 2
Detective 3
Detective II
Sergeant
4
5
BIW
M0.
BIW
MO.
BIW
MO.
BIW
M0.
BIW
MO.
EFFECTIVE PAY PERIOD 14. 1982
Patrolman 1 1
Police Specialist 2
Detective 3
Detective II 4
Sergeant ,ri
BIW.
MO.
BIW.
MO.
BIW.
M0.
BIW.
MO.
BIW.
M0.
642.91 677.45 711.97 746.26 781.01
1392.97 1466.83 1542.60 1616.90 1692.19
657.37 702.53 726.42 760.71 795.47
1424.30 1522.15 1573.91 1648.21 1723.52
742.62 759.21 777.25 796.06 817.14
1609.01 1644.96 1684.04 1724.80 1770.47
758.13 775.84 794.99 814.91 836.83
1642.62 1680.99 1722.48 1795.64 1813.13
765.39 780.43 805.26 826.33 848.14
1658.35 1690.93 1744.73 1790.38 1837.64
668.63 704.55 740.45 776.11 812.25
1448.70 1526.53 1604.31 1681.57 1759.88
683.67 730.63 755.48 791.14 827.29
1481.29 1583.03 1636.87 1714.14 1792.46
772.33 789.58 808.34 827.90 849.83
1673.39 1710.76 1751.40 1793.78 1841.30
788.46 806.87 826.79 847.51 870.30
1708.33 1748.22 1791.38 1836.27 1885.65
796.01 811.65 837.47 859.38 682.07
1724.69 1758.58 1814.52 1861.99 1911.52
1- Range for Patrolman hired after 12/31/80 only.
Range for Patrolman hired orior shall be:
P.P.1-1982 714.80 731.37 747.�91 764.47 781.01
P.P.14-1982 743.39 760.63 777.83 795.05 812.25
$29.00 per month additional to artist when assigned to that duty.
*Official rates are the bi-weekly rates
.
MEMORANDUM OF UNDERSTANDING
As an addition to this Contract, the parties agree to attach this Memorandum of
Understanding which is the result of a Stipulation 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 employeea will in the future have the
right to select dates of attendance, base3 on seniority on shifts; and
(3) that the City recognizes it has the obligation to bargain the
effects of its determination of in-service trainino on wages, hours,
and working conditions, including, but not limited to, scheduling and
compensation while attending.
.-•
T0: All Personnel
FROM: Police Chief William J. Gonyo
SUBJECT: Promotional Policy
It shall be the policy of the department to encourage active partici-
pation of the men by permitting their input and suggestions as it
relates to establishing promotional policies.
Generally the procedures outlined below shall be followed�
A. Promotional testing shal� consist of written and oral examinations
that are job-related. All applicants will receive a notice of
their final grade and the ranking of all applicants, by social
security number.
B. The members shall be notified on examination contents prior to
testing.
1. Minimum cut-off
(a) There will be no minimum cut-off scores
2. Weight given to Examination.
(a 35% to written
b 35% to evaluation
c 30% to oral interview
3. Seniority
(a) 1/2 point per year of service with a 15 year maximum, or
a total of 7 1/2 points.
4. Supervisory Report;
(a) An average of the last 4- 6 month evaluation periods.
C. An eligibility list will be created every two years and promo-
tions for line supervisory positions will be made from this
list, the chief can select from among the first three on that
list. In case of equal qualifications the final selection will
be made by the Chief of Police.
1. Ranks of special positions will be filled by qualified persons
on the promotional list, final selection made by Chief of Police.
D. Requirements for Promotional Testing.
i. 3 years on the job.
E. Requirements for Detective II Testing.
1. One year in grade.
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