HomeMy WebLinkAbout1994-059 Teamsters Local 223CITY OF ASttLAND
AND
TEAMSTERS LOCAL UNION NO. 223
COLLECTIVE BARGAINING AGREEMENT
JULY 1, 1994 - JUNE 30 1997
UNION BARGAINING TEAM
WAYNE S. BOTTA, CHIEF NEGOTIATOR
BUDDY GROVE, POLICE DEPARTMENT
BRENT JENSEN, POLICE DEPARTMENT
SUSAN ROGERS, POLICE DEPARTMENT
CITY NEGOTIATING TEAM
LON MILLS, CHIEF NEGOTIATOR
DAYMON BARNARD, POLICE DEPARTMENT
MEL CLEMENTS, POLICE DEPARTMENT
KAREN HUCKINS, FINANCE DEPARTMENT
TABLE OF CONTENTS
PREAMBLE ....................................................... 1
SCOPE OF AGREEMENT ............................................. 1
ARTICLE 1 - RECOGNITION ........................................ 1
1.1 Recognition ........................................... 1
1.2 New Classifications ................................... 1
ARTICLE 2 - UNION SECURITY ..................................... 2
2.1 Checkoff .............................................. 2
2.2 Fair Share ............................................ 2
2.3 religious Objection ................................... 2
2.4 Hold Harmless ......................................... 2
2.5 New Hires ............................................. 3
2.6 Bulletin Boards ....................................... 3
2.7 Stewards .............................................. 3
2.8 Solicitation .......................................... 3
2.9 Visits by Union Representatives ....................... 3
ARTICLE 3 -MANAGEMENT RIGHTS ................................... 4
ARTICLE 4 - STRIKE PROHIBITION ................................. 4
4.1 Strike Prohibition .................................... 4
4.2 Orderly Return to Work ................................ 4
4.3 Lockout Prohibition ................................... 4
ARTICLE 5 - HOLIDAYS ........................................... 5
5.1 Recognized Holidays ................................... 5
5.2 Holiday Compensation .................................. 5
5.3 Holiday Work .......................................... 5
5.4 Holiday Compensation Time ............................. 5
ARTICLE 6 - VACATIONS .......................................... 6
6.1 Eligibility ........................................... 6
6.2 Continuous Service .................................... 6
6.3 Accrual Limitations ................................... 6
6.4 Scheduling ............................................ 7
6.5 Payment on Termination ................................ 7
ARTICLE 7 - HOURS OF WORK ...................................... 7
7.1 Work Hours ............................................ 7
7.2 Work Day .............................................. 8
7.3 Work Week ............................................. 8
7.4 Work Schedule ......................................... 8
7.5 Shift Rotation ........................................ 8
7.6 Rest Periods .......................................... 8
7.7 Meal Period ........................................... 9
7.8 Overtime .............................................. 9
7.9 Call-back Time ........................................ 9
i
ARTICLE 8 - SICK LEAVE ......................................... 9
8.1 Accumulation .......................................... 9
8.2 Utilization for Illness or Injury ...................... 10
8.3 Integration with Worker's Compensation ................. 10
8.4 Sick Leave Without Pay ................................ 10
8.5 Termination ........................................... 10
8.6 Funeral Leave ......................................... 10
ARTICLE 9 - OTHER LEAVE OF ABSENCE ............................. 11
9.1 Criteria and Procedure ................................ 11
9.2 Jury Duty ............................................. 11
9.3 Appearances ........................................... 11
9.4 Required Court Appearances ............................ 11
9.5 Election Day .......................................... 11
9.6 Union Business ........................................ 11
9.7 Educational Leave ..................................... 12
9.8 Military and Peace Corps Leave ........................ 12
9.9 Parental leave ........................................ 12
9.10 Failure to Return from Leave ......................... 12
ARTICLE 10 - COMPENSATION ...................................... 12
10.1 Pay Schedule ......................................... 12
10.2 Pay Periods .......................................... 13
10.3 Form of Compensation ................................. 13
10.4 Standby Pay .......................................... 13
10.5 Educational Allowance ................................ 13
10.6 Detective Compensation ............................... 13
10.7 Acting Sergeant ...................................... 13
ARTICLE 11 - DISCIPLINE ........................................ 13
11.lDiscipline ........................................... 13
11.2 Forms of Discipline .................................. 14
11.3 Suspension During Investigation ...................... 14
11.4 Immediate Suspension ................................. 14
11.5 Grievance Rights ..................................... 14
11.6 Probationary Employee ................................ 14
ARTICLE 12 - SETTLEMENT OF DISPUTES ............................ 15
12.1 Grievance and Arbitration Procedure .................. 15
ARTICLE 13 - SENIORITY ......................................... 16
13.1 Definition of Seniority .............................. 16
13.2 Layoff and Recall .................................... 16
13.3 Suspension of Seniority .............................. 16
13.4 Termination of Seniority ............................. 16
13.5 Probationary Period .................................. 17
13.6 Notice of Recall from Lay-off Status ................. 17
ARTICLE 14 - PROMOTIONS ........................................ 17
14.1Postings ............................................. 17
14.2 Promotional Probationary Period ...................... 17
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ARTICLE
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15
15
15
15
15
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15
15
15
ARTICLE
16
16
ARTICLE
ARTICLE
ARTICLE
19
19
ARTICLE
15 - GENERAL PROVISIONS ................................ 17
.1 NO Discrimination .................................... 17
.2 Professional Standards and Safety Committee .......... 18
.3 Rules ................................................ 18
.4 Other Employment ..................................... 18
.5 Supervisory Employees ................................ 19
.6 Uniforms, Protective Clothing and Devices ............ 19
.7 Response-Time Requirement ............................ 19
.8 Utility Discount ..................................... 19
.9 Position Descriptions ................................ 19
.10 Personnel File ...................................... 19
16 - HEALTH, WELFARE & RETIREMENT ...................... 20
.1 Health and Welfare ................................... 20
.2 Retirement ........................................... 20
17 - WORKER'S COMPENSATION ............................. 20
18 - LIABILITY INSURANCE ............................... 21
19 - SAVINGS CLAUSEAND FUND ........................... 21
.1 Savings Clause ....................................... 21
.2 Funding .............................................. 21
20 - TERMINATIONAND REOPENING ......................... 21
APPENDIX "A" CLASSIFICATIONS IN BARGAININGUNIT ................ 23
APPENDIX "B" WAGE SCHEDULE ..................................... 24
APPENDIX "C" DETECTIVE ASSIGNMENT .............................. 25
APPENDIX "D' CLASS DESCRIPTIONS ................................ 27
APPENDIX "E" LEAD POLICE OFFICER ASSIGNMENT .................... 29
iii
AGREEMENT BETWEEN
THE CITY OF ASHI AND, OREGON
and
TEAMSTERS LOCAI UNION NO. 223
PREAMBLE
This agreement is entered into by the City of Ashland, Oregon,
hereinafter referred to as the "City", and the Teamsters Local
Union No. 223, International Brotherhood of Teamsters of Portland,
Oregon, hereinafter called the "Union". Unless indicated otherwise,
reference to the "City" herein shall include the Mayor and City
Council or their designee(s) as the officials directly responsible
for the operation of the department covered by this Agreement. The
purpose of this Agreement is to set forth the full and complete
Agreement between the parties on matters pertaining to rates of
pay, hours of work and other conditions of employment.
SCOPE OF AGREEMENT
This Agreement shall apply to all employees of the Police
Department, Ashland, Oregon as set forth in "Appendix A" but
excluding members of the Ashland Police Reserve, irregular part-
time employees, seasonal and temporary employees.
Where the term "employee" is used, it shall mean regular full
or part-time employees or probationary employees within the
bargaining unit, as the same are defined in Article XIII hereof.
The parties agree as follows:
ARTICLE 1 - RECOGNITION
1.1 The City recognizes the Union as the sole and exclusive
bargaining agent for the purposes of establishing rates of pay,
hours of work and other conditions of employment for all employees
within the bargaining unit described immediately above.
1.2 When any position not listed on the pay schedule is
established, the City shall designate a job classification and pay
rate for the position. The Union shall be notified and the pay rate
established by the City shall be considered tentative until the
1
Union has been afforded the opportunity to meet and confer on the
matter. If the Union does not agree that the classification or pay
rate is proper, the Union may submit the issue as a grievance
according to the grievance procedure.
ARTICLE 2 - UNION SECURITY
2.1 Checkoff. Any employee who is a member of the Union or
who has applied for membership, shall sign and deliver to the
Union, who shall forward to the City, an original assignment
authorizing deductions of membership dues in the Union. Such
authorization shall continue in effect from year to year unless
revoked or changed in writing. Pursuant to each authorization the
City shall deduct such dues from the first salary check of said
employee each month. The amounts deducted shall be remitted to the
Union by the fifteenth (15th) of the succeeding month to the
official designated by the Union in writing to receive such
deduction.
2.2 Fair Share. Employees who are not members of the Union
shall make payment in lieu of dues to the Union. Such payment shall
be the same amounts as provided for regular Union dues, initiation
fees and assessments. The section shall be referred to as the "Fair
Share" Agreement and the City shall deduct from the first salary
check of each employee, each month, the payments for regular dues
or payments in lieu of dues and shall remit the same to the Union
by the fifteenth (15th) of the succeeding month.
2.3 Reliqious Objection. Any employee who is a member of a
church or religious body having bona fide religious tenets or
teachings which prohibit association with a labor organization or
the payment of dues or payment in lieu of dues to a labor
organization, shall pay an amount of money equivalent to regular
Union dues, initiation fees and assessments to a non-religious
charity or to another charitable organization mutually agreed upon
by the employee affected by the Union. The City shall deduct from
the first salary check of each such employee, each month the
payments to such charitable organization and shall remit the same
to the charitable organization by the fifteenth (15th) of the
succeeding month. The employee shall supply proof to the Union,
each month, that this has been done.
2.4 Hold Harmless. The Union agrees to hold the City harmless
against any and all claims, orders or judgments brought or issued
against the City as a result of any action taken or not taken by
the City under the provisions of this article. Upon written
notification by the Union of a check-off error, the City will make
adjustments within thirty (30) days of receipt of such
notification.
Agrccment between
CITY OF ASHLAND and
TEAMSTERS LOCAL UNION NO. 223
2.5 New Hires. The City will notify the Union of all new
hires in the unit within two (2) weeks after their having been
employed, furnishing the Union with the new employee's name, social
security number, mailing address and position for which he or she
has hired.
2.6 Bulletin Boards. The City agrees to allow suitable wall
space in the Police Station, not to exceed 3'x 3' for bulletin
boards to be used by the Union for the posting of notices and
bulletins relating to the Union.
The Union shall limit its posting of Union notices and
bulletins to such bulletin board, which shall be used only for the
following Union notices and bulletins:
(a)
(b)
(c)
(d)
(e)
(f)
(g)
Recreation and social affairs of the Union
Union meetings
Union elections
Reports of Union committees
Rulings or policies of the International Union
Communications from the Union to the bargaining unit
Current events regarding Union activity
2.7 Stewards. Employees selected by the Union to act as Union
representatives shall be known as "stewards and shall not exceed
three (3) in number, one of which shall be a Clerk/Dispatcher. The
names of the employees selected as stewards, and the names of local
Union representatives who may represent employees, shall be
certified in writing to the City by the Union. Duties required by
the Union stewards, excepting attendance at meetings with
supervisory personnel and aggrieved employees arising out of a
grievance already initiated by an employee under Article XII, shall
not interfere with their or other employees' regular work
assignments as employees of the City. Contacts between stewards and
employees or the Union shall be made outside of working hours so as
not to disrupt regular City operations.
2.8 Solicitation. The Union agrees that its members will not
solicit membership in the Union or otherwise carry on Union
activities during working hours, except as specifically provided in
this Agreement.
2.9 Visits by Union Representatives. The City agrees that
accredited representatives of the Union, upon reasonable and proper
introduction, may have reasonable access to the premises of the
City at any time during working hours for the purpose of assisting
in the administration of this Agreement, if they first obtain
permission to do so from the Chief of Police or his designated
representative. In no case will such access be unreasonably denied.
Agreement between
CITY OF ASHLAND and
TEAMSTERS LOCAL UNION NO. 223
3
ARTICLE 3 - MANAGEMENT RIGHTS
3.1 The City shall retain the exclusive right to exercise the
customary functions of management including, but not limited to,
directing the activities of the department; determining the levels
of service and methods of operation including contracting and
subcontracting, and the introduction of new equipment; the right to
hire, lay-off, transfer, and promote; to discipline or discharge
for cause as defined in Article XI; to determine the duties and
responsibilities of job classifications; to make rules consistent
with the terms of this Agreement; to determine work schedules and
assign work; and any other such rights not specifically referred to
in this Agreement. The failure by the City to exercise its rights
under this Article in any respect shall not be taken as a waiver of
such rights.
ARTICLE 4 - STRIKE PROHIBITION
4.1 The Union and its members, as individuals or as a group,
will not initiate, cause, permit or participate or join in any
authorized strike, work stoppage, or slowdown, picketing, or any
other restriction of work at any location in the City. Employees in
the bargaining unit, when acting in the course of their employment,
shall not honor any picket line established in the City by the
Union or by any other labor organization when called upon to cross
a picket line in the line of duty. Disciplinary action, including
discharge may be taken by the City against any employee or
employees engaged in a violation of this Article. Such disciplinary
action may be undertaken selectively at the option of the City and
shall not preclude or restrict recourse to any other remedies,
including an action for damages, which may be available to the
City.
4.2 In the event of an unauthorized strike, work stoppage,
slowdown, picketing, observance of a picket line, or other
restriction of work in any form, either on the basis of individual
choice or collective employee conduct, the Union will immediately
upon notification, attempt to secure an immediate and orderly
return to work. This obligation and the obligations set forth in
Section 1 above shall not be affected or limited by the subject
matter involved in the dispute giving rise to the stoppage or by
whether such subject matter is or is not subject to the grievance
and arbitration provision of this Agreement.
4.3 The City agrees that there will be no lockout of
employees of the bargaining unit as a consequence of any dispute
with the Union arising during the term of this Agreement.
Agreement between
CITY OF ASHLAND and
TEAMSTERS LOCAL UNION NO. 223
4
ARTICLE 5 - HOLIDAYS
5.1 Recognized Holidays. The following shall be recognized as
Holidays:
New Years Day (January 1)
Martin Luther King's Birthday (3rd Monday in January)
Washington's Birthday (3rd Monday in February)
Memorial Day (last Monday in May)
Independence Day (July 4)
Labor Day (lst Monday in September)
Veterans Day (November 11)
Thanksgiving Day (4th Thursday in November)
Day after Thanksgiving
Christmas Day (December 25)
Employee's Birthday
Whenever a Holiday shall fall on Sunday, the succeeding Monday
shall be observed as a Holiday. Whenever a Holiday shall fall on
Saturday, the preceding Friday shall be observed as the Holiday. If
an employee is on authorized vacation, sick leave, or other leave
with pay when a Holiday occurs, such Holiday shall not be charged
against such leave.
5.2 Holiday Compensation. Each regular employee shall receive
eight (8) hours compensation for each of the Holidays listed above
on which he performs no work. This compensation shall be paid on
the first payday of December of each year.
5.3 Holiday Work. If any regular employee is required to work
on any of the Holidays listed above, he shall be compensated at his
regular straight time rate for all hours worked in addition to
eight (8) hours compensation at his regular straight time rate of
pay for the Holiday, which shall be paid on the first payday of
December of each year.
5.4 Holiday Compensation Time. On December 1 each year, an
employee may elect to take up to eleven (11) days in lieu of
Holiday pay as compensatory time off, provided that not more than
a total of 11 such days may be elected during the twelve month
period from December 1 to December 1 of each year. Said
compensatory days shall be scheduled mutually by the employee and
the Chief of Police. Holiday compensation time can be scheduled in
blocks of less than eight hours. This section shall not apply to
the Youth Diversion and Community Service Officers who shall
normally take the actual holiday off.
Ag roemcnt between
CITY OF ASHLAND and
TEAMSTERS LOCAL UNION NO. 223
ARTICLE 6 - VACATIONS
6.1 Eligibility. An employee shall be eligible for annual
vacation time with pay on January 1st of each year in accordance
with the following sections:
(a) Employees with less than four (4) full years of
continuous service shall accrue six and two-thirds (6.67) hours of
vacation credit for each calendar month of service (10 working days
maximum).
(b) Employees with more than four (4), but less than
nine (9) full years of continuous service, shall accrue nine and
one-third (9.33) hours of vacation credit for each calendar month
of service (14 working days maximum).
(c) Employees with more than nine (9), but less than
fourteen (14) full years of continuous service, shall accrue eleven
and one-third (11.33) hours of vacation credit for each calendar
month of service (17 working days maximum).
(d) Employees with more than fourteen (14), but less
than nineteen (19) full years of continuous service, shall accrue
thirteen and one-third (13.33) hours of vacation credit for each
calendar month of service (20 working days maximum).
(e) Employees with more than nineteen (19) full years of
continuous service, shall accrue fourteen and two-thirds (14.67)
hours of vacation credit for each calendar month of service (22
working days maximum).
6.2 continuous Service. Continuous service, for the purpose
of accumulating vacation leave credit, shall be based on the
regular paid hours worked by the employee, except that paid time
spent by an employee on military leave, sick leave resulting from
an injury incurred in the course of employment and authorized
educational leave required by the city shall be included as
continuous service. Time spent on other types of authorized leave
shall not be counted as service, provided that employees returning
from such leave and employees on layoff status shall be entitled to
credit for service prior to the leave or layoff.
6.3 Accrual Limitations. Vacation time must be taken by the
employee within twelve (12) months following the date of
eligibility. Vacation leave shall not accrue during a leave of
absence without pay or an educational leave with pay in excess of
fifteen (15) calendar days except for attendance at the Board of
Police Standards and Training School for basic training, and any
other school or training provided and/or required by the City.
Payment shall be made for vacation time not taken by an employee.
Agreement between
CITY OF ASHIAtND and
TEAMSTERS LOCAL UNION NO. 223
6
6.4 Scheduling. Employees shall be permitted to request
vacation on either a split or an entire basis. Vacation times shall
be scheduled by the City based on the head of the department's
judgment as to the needs of efficient operations and the
availability of vacation relief. Subject to the foregoing,
employees shall have the right to determine vacation times.
Vacation times shall be selected on the basis of seniority;
provided, however, each employee will be permitted to exercise his
right to seniority only once annually. The vacation schedule shall
be posted annually as of December 1st and be closed as of January
1st and subsequent changes shall be made only by mutual consent of
the parties. Scheduling of vacation periods, to the extent
consistent with operating requirements of the City and vacation
credits of the employee, shall not be less than one day. Employees
not wishing to sign up for vacation between December 1 and January
1 shall waive their seniority for vacation selection, If an
employee has not chosen vacation days by January 1st, the employee
must give 30 days notice before using any vacation days chosen
thereafter. If an employee has not taken or chosen all his vacation
time by October 1st, the Police Chief shall assign the remaining
vacation time. Employees shall not be denied vacations because of
supervisory time off, nor shall employee's vacations be
unreasonably denied. All days of the year will be available for
annual seniority bid for vacation in accordance with the normal
bidding procedure.
6.5 Payment on Termination. In the event of death or
termination of an employee during the initial twelve (12) months of
his employment, no payment in lieu of vacation shall be made. In
the event of death or termination of employment after an employee
has served for twelve (12) continuous months, and is otherwise
eligible for vacation credits, the employee shall be entitled to
payment for accrued vacation leave at the rate as of the date of
eligibility. In the event of death, earned but unused vacation
leave shall be paid in the same manner as salary due the deceased
employee is paid.
ARTICLE 7 - HOURS OF WORK
This article is intended to be construed only as a basis for
recognizing overtime, and shall not be construed as a guarantee of
hours of work per day or per week. Any flex-time arrangements must
be by written mutual agreement between the City and the Union.
7.1 Work Hours. The regular hours of a regular employee
shall be eight (8) consecutive hours.
Agreement between
CITY OF ASH-LAND and
TEAMSTERS LOCAL UNION NO. 223
7
7.2 Work Day. The workday shall consist of an eight (8) hour
day within a twenty-four (24) hour period including rest periods
(i.e., the 24 hour period will begin at the start of the employee's
work day and end 24 hours later). This section shall not apply to
scheduled training days so long as the employee has 8 hours between
their normally scheduled shift. If less than 8 hours is allowed,
overtime shall apply for all hours less than 8.
7.3 Work Week. The work week shall consist of a seven (7)
day work schedule with five (5) consecutive eight (8) hour days,
with two (2) days off (i.e., the seven (7) day work schedule will
begin at the start of the employees first day of work and end 168
hours later).
7.4 Work Schedule. All employees to the extent consistent
with operating requirements, shall be scheduled to work on a
regular shift and each shift shall have regular starting and
quitting times. Work schedules showing the employees' shift, work
days, and hours shall be posted on the department's bulletin board
for thirty (30) days prior to their effective date, except for
emergency situations and for the duration of the emergency, and
except for scheduled training and schedule changes for which 10
days' notice is required. In the event of an emergency, schedules
may be changed without prior notice and the City shall not be
liable for overtime under this section. An employee shall not
suffer a reduction in pay as the result of a schedule change,
unless such schedule change is at the employee's request. The City
shall not be liable for the payment of overtime when more than
forty (40) hours are worked in a seven (7) day period as the result
of a scheduled change for seniority shift rotations. To this end
the City may work an employee 80 hours in a 2-week period before
incurring any overtime liability. Failure to comply with the
provisions of this section shall result in the payment of one and
one-half (1 1/2) times the regular rate by the City for all hours
worked outside the timely scheduled work week. It is further
understood and agreed by both parties that this section was never
intended to govern shift trading or compensation days off.
7.5 Shift Rotation. Employees shall rotate work-shifts by
bidding for 3-month work cycles. Employees must bid/work at least
two different shifts per year.
7.6 Rest Periods. A rest period of fifteen (15) minutes
shall be permitted for all employees during each half shift, which
shall be scheduled by the City in accordance with its determination
as to the operating requirements and each employee's duties.
Agreement between
CITY OF ASHLAND and
TEAMSTERS LOCA l, !INION NO. 223
7.7 Meal Period. To the extent consistent with operating
requirements of the department, meal periods shall be scheduled in
the middle of the work shift, or as close to a normal meal time as
possible. The meal period shall be thirty (30) minutes and shall be
considered on-duty time.
The work day for the Community Services officer and the Youth
Diversion officer shall include an unpaid one hour meal period
between 1200 and 1300 hours unless otherwise mutually agreed upon
between the employee and their supervisor.
7.8 Overtime. The City has the right to assign overtime work
as required in a manner most advantageous to the City, and
consistent with the requirements of municipal service and the
public interest. Employees shall be compensated at the rate of one
and one-half (1 1/2) times the regular rate for overtime work under
the following conditions, but in no event shall such compensation
be received twice for the same hours.
All assigned work in excess of eight (8) hours on any
scheduled work day.
Be
All assigned work in excess of forty (40) hours in work
week.
Detectives shall be compensated for overtime as set forth
in "Appendix C".
7.9 Call-back Time. Employees called back to work shall
receive overtime pay with a guaranteed minimum of two (2) hours at
the overtime rate for the work for which they are called back.
This section applies only when call-back results in hours worked
which are not annexed consecutively to one end or the other of the
working day or working shift. This section does not apply to
scheduled overtime, call-back times annexed to the beginning of the
work shift, hold-over times annexed to the end of the work shift or
work day or to brief routine phone calls.
ARTICLE 8 - SICK LEAVE
8.1 Accumulation. Sick leave shall be earned for the
*purposes stated herein by each eligible employee at the rate of
eight (8) hours for each full calendar month of service. Sick leave
may be accumulated to a total of eight hundred forty (840) hours
and must be taken for the purposes specified in Section 2 hereof as
a condition precedent to any sick leave payment.
Agreement between
CITY OF ASHI~.ND and
TEAMSTERS LOCAL UNION NO. 223
8.2 Utilization for Illness or Injury. Employees may utilize
their allowance for sick leave when unable to perform their work
duties by reason of illness or injury. In such event, the employee
shall notify the department head or other supervisor of absence due
to illness or injury, the nature and expected length thereof, as
soon as possible prior to the beginning of his scheduled regular
work shift, unless unable to do so because of the nature of injury
or illness. A physician's statement of the nature and identity of
the illness, the need for the employee's absence and the estimated
duration of the absence, may be required at the option of the City
for absences of over two days prior to payment of any sick leave
benefits or prior to allowing the employee to return to work. A
physician's statement may be required as a prerequisite to payment
of sick leave for less than three (3) days if the employer has
reason to believe that sick leave is being abused. For the purpose
of this section and the following sections of this Article,
pregnancy shall be treated as any other illness or disability.
8.3 Integration with Worker's Compensation. When an injury
occurs in the course of employment, the city's obligation to pay
under this sick leave Article is limited to the difference between
any payment received under Worker's Compensation laws and the
employee's regular pay, minus state and federal deductions. In such
instances, no charges will be made against accrued sick leave for
the first three days and thereafter pro-rated charges will be made
against accrued sick leave.
8.4 Sick Leave Without Pay. Upon application by the
employee, sick leave without pay may be granted by the City for the
remaining period of disability after accrued sick leave has been
exhausted. The City may require that the employee submit a
certificate from a physician periodically during the period of such
disability, and before returning to work.
8.5 Termination. Sick leave is provided by the City in the
nature of insurance against loss of income due to the illness or
injury. No compensation for accrued sick leave shall be provided
for any employee upon his death or termination of employment,
except as provided for in Article XVI, Section 2. Sick leave shall
not accrue during any period of leave of absence without pay.
8.6 Funeral Leave. In addition to regular sick leave, an
employee may be granted three (3) days funeral leave with regular
pay in the event of death in the immediate family of the employee.
An employee's immediate family shall include spouse, parent,
children, brother, sister, grandparents, mother-in-law or father-
in-law. The employee will be paid his regular hourly rate for any
such days of excused absence which occur only during this assigned
workweek. No pay shall be granted if the employee does not attend
Agrcement between
CITY OF ASHLAND and
TEAMSTERS LOCAL UNION NO. 223
10
the funeral. An additional two (2) days with regular pay may be
granted and shall not be unreasonably denied. The City may, at its
discretion, grant other compassionate leave under exceptional
circumstances.
ARTICLE 9 - OTHER LEAVES OF ABSENCE
9.1 Criteria and Procedure. Leaves of absence without pay
not to exceed ninety (90) days may be granted upon establishment of
reasonable justification therefore in instances where the work of
the department will not be seriously handicapped by the temporary
absence of the employee. Requests for such leaves must be in
writing. Normally, such leave will not be approved for an employee
for the purpose of accepting employment outside the service of the
City.
9.2 Jury Duty. Employees shall be granted leave with pay for
service upon a jury provided, however, that the regular pay of such
an employee for the period of absence shall be reduced by the
amount of money received for such jury service, and upon being
excused from jury service for any day employee shall immediately
contact their supervisor for assignment for the remainder of his or
her regular workday.
9.3 Appearances. Leave with pay shall be granted for an
appearance before a court, legislative committee, judicial or
quasi-judicial body as a witness in response to a subpoena or other
direction by proper authority provided, however, that the regular
pay of such employee shall be reduced by an amount equal to any
compensation he may receive as witness fees.
9.4 Required Court Appearances. Leave of absence with pay
shall be granted for attendance in court in connection with an
employee's officially assigned duties, including the time required
for travel to the court and return to the employee's headquarters.
9.5 Election Day. Employees shall be granted two (2) hours
to vote on any election day only if, due to scheduling of work,
they would not otherwise be able to vote.
9.6 Union Business. Employees elected to any union office or
selected by the Union to do work which takes them from their
employment with the City may, upon written request of the Union and
the employee, be recommended by the department head for a leave of
absence, of up to thirty (30) days without pay. Employees selected
by Union to attend collective bargaining sessions between the Union
and the City shall not suffer a loss of pay or benefits as a result
of attendance at such meetings. However, all efforts shall be made
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to schedule such meetings so as not to adversely affect the
staffing or operation of the department.
9.7 Educational Leave. After completing one (1) year of
continuous service, an employee, upon written request, may be
granted a leave of absence without pay by the City for the purpose
of upgrading his or her professional ability through enrollment in
educational courses directly related to employment at an accredited
school or course of study. The period of such leave of absence
shall not exceed one (1) year, but may be renewed or extended upon
request of the employee and approval by the department head. One
year leaves of absence, with requested extensions for educational
purposes may not be provided more than once in any three (3) year
period. His replacement shall be considered a temporary employee.
Employees shall also be granted time off with pay for educational
purposes, for reasonable lengths of time, to attend conferences,
seminars, briefing sessions, training programs and other programs
of a similar nature that are intended to improve or upgrade the
employee's skill and professional ability, when ordered by the
employee's department head.
9.8 Military and Peace Corps Leave. Military and Peace Corps
leave shall be granted as required by Oregon Revised Statutes.
Employees may use accrued vacation and holiday time for official
military leave in excess of the employer-paid time provided by
statute.
9.9 Parental Leave. Parental leaves of absence shall be as
required by relevant state and federal statutes. Additional time
off may be allowed at the discretion of the City.
9.10 Failure to Return from Leave. Any employee who is
granted a leave of absence and who, for any reason, fails to return
to work at the expiration of said leave of absence, shall be
considered as having resigned his position with the City, and his
position shall be declared vacated; except and unless the employee,
prior to the expiration of his leave of absence, has furnished
evidence that he is unable to work by reason of sickness, physical
disability or other legitimate reason beyond his control.
ARTICLE 10 - COMPENSATION
10.1 Pay Schedule. Employees shall be compensated in
accordance with the pay schedule attached to this Agreement and
marked "Appendix B" which is hereby incorporated into and made a
part of this Agreement.
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10.2 Pay Periods. Employees shall be paid every other
Friday. Pay periods shall be for 14 days beginning at 12:01 A.M. on
Saturday, and ending on the 14th day (Friday) at 12:00 P.M. Pay
days shall be on the Friday following the close of each pay period.
10.3 Form of Compensation. Authorized overtime shall be paid
in the form of pay. All overtime shall be recorded by the employee
and must be approved by the Department Head or designated
supervisor.
10.4 Standby Pay. An employee assigned to standby status to
handle emergencies during his off-duty hours and who is required to
remain at his home, shall be paid at twenty (20) percent of his
regular rate for all predetermined hours of such period. In
addition, he shall be compensated at overtime rates for actual time
worked to the nearest one-half hours and shall not be eligible for
call-back time as set forth in Article VII.7.9.
10.5 Educational Allowance. An employee classified as a Police
officer shall, upon receiving an intermediate or advanced
certificate from the Board of Police Standards and Training, be
eligible for a monthly allowance of $50.00 or $100.00 respectively.
Employees in classifications other than Police Officer shall
be granted payment for tuition, books, travel, and incidental
expenses incurred for education and training, which must be job
related and approved by Chief of Police in advance.
10.6 Detective Compensation. Any member of the bargaining
unit who is assigned to detective status shall be compensated as
set forth in "Appendix C" of this Agreement until relieved of such
assignment.
10.7 Actinq Serqeant. Any employee on active duty designated
by the City as acting in capacity in a higher level position other
than his/her permanent job classification shall receive sergeant's
salary with a minimum of 5% additional pay above his/her job
classification salary for the length of the assignment. This rate
applies to hours worked only.
ARTICLE 11 - DISCIPLINE
11.1 No regular employee as defined in Article XIII may be
disciplined except for just cause. Once an employee has received a
letter in writing for any disciplinary action, reasons (not
including new evidence) shall not be modified or changed at a later
date. Disciplinary action may be imposed upon any employee for
failing to fulfill his or her responsibilities as an employee.
Conduct reflecting discredit upon the City or Department, or which
Agreement between
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is a direct hindrance to the effective performance of City
functions, shall be considered good cause for disciplinary action.
Such cause may also include misconduct, inefficiency,
unsatisfactory work performance, incompetence, insubordination,
misfeasance, malfeasance, the willful violation of department rules
or for political activities forbidden by State law. The employee,
upon request, has the right to have Union representation at any
meeting during which disciplinary matters are discussed.
11.2 Discipline for just cause may include the following:
1. Written reprimand
2. Demotion
3. Suspension
4. Discharge or dismissal
11.3 An employee may be suspended from employment while
charges against the employee are investigated. Such a suspension
may be for no more than five (5) working days, unless mutually
agreed to by the parties. If charges are upheld the suspension
without pay or any part of it may be determine to be part of the
discipline, effective the date of the suspension.
11.4 In the event of an offense of such serious nature that
immediate disciplinary action is required, the employee may be
suspended immediately from employment until such charges are
investigated and a decision made to continue to terminate the
employee. If the employee is cleared completely of the charges, the
affected employee will be immediately reinstated without loss of
pay or other benefits. If charges are upheld, the termination date
will be the date of suspension.
11.5 Any disciplinary action imposed upon an employee, if
protested, shall be protested only as a grievance through the
regular grievance procedure. If a department head or other
supervisor has reason to discipline an employee, he/she shall make
reasonable efforts to impose such discipline in a manner that will
not embarrass or humiliate the employee before other employees or
the public. Oral reprimands shall not be protested through the
grievance procedure. Letters of reprimand, upon request of the
employee, shall be removed at the end of three years from the time
the reprimand was dated, provided there are no related subsequent
letter(s) of reprimand or disciplinary action taken during the
intervening period of time.
11.6 This article shall not apply to any employee on
probation as defined in Article XIII.
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ARTICLE 12 - SETTLEMENT OF DISPUTES
12.1 Grievance and Arbitration Procedure. Any grievance or
dispute which may arise between the parties concerning the
application, meaning or interpretation of this Agreement shall be
settled in the following manner:
Step I. The affected employee shall take up the grievance or
dispute with the employee's supervisor as soon as possible but not
more than ten (10) days of its discovery. The employee shall
specify the facts upon which the grievance is based and the
contract article allegedly violated. The supervisor shall then
attempt to adjust the matter within ten (10) days.
Step II. If the grievance has not been settled between the
affected employee and the supervisor, it may be presented in
writing by the Union representative to the Chief of Police, or his
designee, within ten (10) days after the response specified in Step
I is due or received. The written notice shall include details of
the grievance, the section of this Agreement allegedly violated and
the specific remedy requested. The Chief of Police, or his
designee, shall respond to the Union representative in writing
within ten (10) days after receipt thereof.
Step III. If the grievance still remains unadjusted, it may
be presented by the Union to the City Administrator of the city or
his designee(s), within ten (10) days after the response specified
in Step II is due or received. The City Administrator, or his
designee(s), shall respond in writing to the Union within ten (10)
days.
Step IV. If the grievance is still unsettled, either party
may within ten (10) days of the decision of the City Administrator
or his designee(s) under Step III have the right to have the matter
arbitrated by a third party jointly agreed upon by the City and the
Union. If the parties are unable to agree upon an arbitrator, the
Employment Relations Board shall be requested to submit a list of
five names. Both the City and the Union shall have the right to
strike two names from the list. The party requesting arbitration
shall strike the first name and the other party shall then strike
one name. The process shall be repeated and the remaining person
shall be the arbitrator. The City and the Union shall meet in a
pre-hearing conference and shall prepare a submission agreement
regarding the specific issues in dispute. The designated arbitrator
shall hear both parties within five (5) days on the disputed matter
and shall render a decision within thirty (30) days which shall be
final and binding on the parties and the employee. The arbitrator
shall have no right to amend, modify, nullify, ignore or add
provisions to the agreement, but shall be limited to consideration
of the particular issue(s) presented to him. His decision shall be
Agreement between
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based solely upon his interpretation of the meaning and express
language of the agreement. Expenses for the arbitrator shall be
borne equally by the city and the Union; however, each party shall
be responsible for compensating its own representatives and
witnesses.
If either party desires a verbatim recording of the
proceedings, it may cause such a record to be made, provided it
pays for the record. If the other party desires a copy, both
parties shall jointly share the cost of the transcript and all
copies.
If any grievance is not presented or forwarded by the
employee or Union within the time limits specified above, such
grievance shall be deemed waived. All days and hours specified
shall be calendar. If the city fails to respond in a timely
fashion, the grievance may be appealed to the next step. A
grievance may not change once it has been filed in writing.
ARTICLE 13 - SENIORITY
13.1 Definition of Seniority. Only regular employees shall
have seniority. Seniority shall be an employee's length of
continuous service within the bargaining unit, dating from his/her
last date of hire, and shall apply by job classification.
13.2 Layoff and Recall. In the event of layoff, an employee
may exercise his or her seniority in a lower job classification
within the department provided he or she is qualified to perform
the work. Recall from layoff shall be in reverse order of seniority
provided the senior employee is capable of performing the work.
13.3 Suspension of Seniority. Seniority shall be retained,
but shall not continue to accrue during layoffs and authorized
leaves in excess of ninety (90) calendar days and during the first
one (1) year of continuous service in a "non-unit" position within
the department.
13.4 Termination of Seniority. Seniority and the employment
relationship shall be terminated if an employee (1) quits; (2) is
discharged for just cause; (3) is absent from work for three
consecutive working days without notification to the City; (4) is
laid off and fails to report to work within three days after being
recalled; (5) is laid off from work for any reason for 24 months,
or for a period of time equal to his seniority, whichever is
shorter; (6) fails to report for work at the termination of a leave
of absence; (7) if while on leave of absence for personal health
reasons accepts other employment without permission; or (8) is
retired.
Agreement between
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13.5 Probationary Period. The probationary period is an
integral part of the employee selection process and provides the
City with the opportunity to upgrade and improve the department by
observing a new employee's work, training, aiding new employees in
adjustment to their positions, and by providing an opportunity to
reject any employee whose work performance fails to meet required
work standards. Every new employee hired into the bargaining unit
shall serve a probationary period of twelve (12) full months after
which he shall be considered a regular employee and granted
seniority to the last date of hire. This probationary period may be
extended up to an additional six (6) months by written mutual
approval between the City and the Union. The Union recognizes the
right of the City to terminate probationary employees for any
reason and to exercise all rights not specifically modified by this
Agreement with respect to such employees, including, but not
limited to, the shifting of work schedules and job classifications,
the assignment of on-the-job training, cross-training in other
classifications, the assignment of on-the-job training, cross-
training in other classifications and the assignment to educational
courses and training programs. Termination of a probationary
employee shall not be subject to the grievance procedure under
Article XII.
13.6 Notice of Recall from Lay-off Status. Recall from
layoff exceeding five (5) work days shall be by certified letter
sent to the employee at his last known address furnished to the
City by the employee. The City may also use any other means to
return an employee sooner.
ARTICLE 14 - PROMOTIONS
14.1 Postings. Promotional opportunities shall be posted for
at least three (3) weeks prior to the filling of the position.
14.2 Promotional Probationary Period. Regular employees
promoted into a higher classification shall serve a promotional
probationary period of six (6) full months. The Union also
recognizes the right of the employer to demote an employee on
promotional probationary status to his previous position. Demotion
of an employee on promotional probationary status shall not be
subject to the grievance procedure under Article XII and such
demotion shall not be considered a disciplinary action.
ARTICLE 15 - GENERAL PROVISIONS
15.1 No Discrimination. The provisions of this Agreement
shall be applied equally to all employees in the bargaining unit
without discrimination as to race, creed, color, age, sex or
Agreement between
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national origin. The Union shall share equally with the City the
responsibility for applying the provisions of this Section. All
reference to employees in this Agreement designate both sexes, and
whenever the male gender is used, it shall be construed to include
the male and female employees. Employees shall have the right to
form, join, and participate in the activities of the Union or any
other labor organization, or to refrain from any or all such
activities, and there shall be no discrimination by either the City
or the Union by reason of the exercise of such right except as
specifically provided herein. Nothing in this Agreement shall be
construed as precluding or limiting the right of an individual
employee to represent himself in individual personal matters.
15.2 Professional Standards and Safety Committee. In order
that the City may be informed and/or take appropriate action on
professional standards of safety and protective equipment, a
committee shall be formed composed of the Chief of Police and/or
his designated representatives not to exceed two, and
representatives of the Union not to exceed three. This committee
shall meet as mutually agreed upon, consider surveys and factual
studies, and make recommendations for improvements to the City
Administrator.
15.3 Rules. It is jointly recognized that the City must
retain broad authority to fulfill and implement its
responsibilities and may do so by work rule, oral or written,
existing or future. It is agreed, however, that no work rule will
be promulgated or implemented which is inconsistent with a specific
provision of this Agreement. All work rules which have been be
reduced to writing will be furnished to the Union and to affected
employees upon request.
15.4 Other Employment. Prior to accepting outside employment,
an employee shall first discuss the matter with the Police Chief.
Acceptance or continuance of regular outside employment by an
employee shall be subject to the following criteria:
(a)
The need for mentally alert and physically able
public safety employees.
(b)
Insulating employees from potential conflict of
interest situations.
(c)
Maintaining efficiency unimpaired by other
employment, recognizing the nature of the job
requiring police officers to be available for
emergency duty twenty-four (24) hours a day.
Agreement between
C/TY OF ASHLAND and
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15.5 Supervisory Employees. It is understood that
supervisory employees not covered under this Agreement shall not
perform work within the jurisdiction of the Union except in the
case of an emergency, or for purposes of instruction or training,
or where the complement of regular employees is temporarily reduced
by reason of absence of any employee due to illness or other
legitimate reasons, or where the work load is temporarily
increased.
15.6 Uniforms. Protective Clothing and Devices. If an
employee is required to wear a uniform, protective clothing or use
any type of protective device, such article shall be provided by
the City. Replacements shall be provided by the City upon surrender
of the article, at no cost to the employee, reasonable wear
excepted. Lost articles or damage to articles due to negligence
shall be reimbursed to the City by the employee. Failure of any
employee to wear such required uniform, protective clothing, or use
such protective device as prescribed by the City shall be cause for
disciplinary action as set forth in Article XI hereof.
15.7 Response-Time Requirement. All new regular sworn
employees shall establish their residence to enable them to report
for emergency duty within thirty (30) minutes of notification,
including get-ready time and travel time. All present sworn
employees who presently reside outside of this area shall become
residents of the area in the event they relocate their place of
residence following the effective date of this Agreement.
Exceptions must be approved by Chief of Police. Employees shall not
use any telephone answering machine at their home when they are off
duty for the purpose of avoiding work-related matters.
15.8 Utility Discount. All regular employees shall receive
a twenty-five percent (25%) discount on City domestic water, sewer
and electric utilities.
15.9 Position Descriptions. The class specifications for
positions listed on "Appendix A" shall be those set forth in
Ordinance No. 1415, as amended and attached hereto as "Appendix D".
Each employee shall be furnished with a copy of his/her job
description. The context of class specifications and job
descriptions shall not be subject to the grievance procedure.
15.10 Personnel File.
(a) Inspection. Each bargaining unit member shall have the
right to review, four (4) times a calendar year, and obtain at
their expense, copies of the contents of his/her personnel file,
exclusive of materials received prior to the date of their
employment with the City. The official personnel files shall be
maintained in the City Administrator's office.
Agrccment between
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(b) Employee Siqnature. Each employee shall be offered the
opportunity to read and sign any written material that is placed in
their official personnel file. The employee may:
1. Sign such material indicating agreement.
Sign such material, indicating disagreement, in which
case the employee may place in his file a signed response
to such material.
Refuse to sign such material in which case a member of
management shall place in that person's file a signed
statement indicating that the material was offered to the
employee for reading and signing and the employee
refused.
ARTICLE 16 - HEALTH, WELFARE & RETIREMENT
16.1 Health and Welfare. The City agrees to maintain
existing or equal or better insurance plans at present
employee/family coverage levels. Those plans and employee/family
coverage levels are:
(a)
(b)
(c)
(d)
(e)
(f)
Blue Cross Option V Health Insurance - family coverage.
Standard Life Insurance Company life insurance - family
coverage.
Standard Life Insurance salary continuation plan -
employee only.
Blue Cross Dental Insurance - family coverage.
Blue Cross - Basic Vision plan - employee only.
The City of Ashland Wellness Program - family coverage.
16.2 Retirement. The City agrees to maintain its existing
Retirement Plan, subject to the terms and provisions thereof, as it
applies to regular employees in the bargaining unit. Upon
retirement, one-half of accumulated sick leave will be applied to
retirement as set forth in O.R.S. 237.153. The City will also
assume or pay the employee contributions required by ORS for all
employees included under this agreement at a uniform rate of six
(6) percent.
ARTICLE 17 - WORKER'S COMPENSATION
All employees will be insured under the provisions of the Oregon
State Worker's Compensation Act for injuries received while at work
for the City.
Ag regiment between
CITY OF ASHLAND and
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ARTICLE 18 - LIABILITY INSURANCE
The City shall purchase liability insurance in the maximum amounts
set forth in O.R.S. 30.270 for the protection of all employees
covered by this Agreement against claims against them incurred in
or arising out of the performance of their official duties. The
premiums for such insurance shall be paid by the City.
ARTICLE 19 - SAVINGS CLAUSE AND FUND
19.1 Savings Clause. Should any provision of this Agreement
be subsequently declared by the proper legislative or judicial
authority to be unlawful, unenforceable, or not in accordance with
applicable statutes or ordinances, all other provisions of this
Agreement shall remain in full force and effect for the duration of
the Agreement. Upon such declaration, the parties agree to
immediately meet and confer on a substitute, if possible, for the
invalidated portion thereof.
19.2 Fundinq. The parties recognize that revenue needed to
fund the wages and benefits provided by the Agreement must be
approved annually by established budgetary procedures and in
certain circumstances by vote of the citizens of the City. The City
shall not reduce the wages and benefits specified in the Agreement
because of budgetary limitations, but cannot and does not guarantee
any level of employment in the bargaining unit covered by this
Agreement. The City agrees to include in its annual budget request
amounts sufficient to fund the wages and benefits provided by this
Agreement, but makes no guarantee as to passage of such budget
requests or voter approval thereof.
ARTICLE 20 - TERMINATION AND REOPENING
This agreement concludes all collective bargaining between the
parties during the term of this Agreement, and shall be effective
July 1, 1994 and shall remain in full force and effect until June
30, 1997.
This Agreement shall automatically be renewed from year to year
thereafter unless either party notifies the other in writing not
later than 90 days prior to the expiration date of this Agreement
of their intent to modify or terminate the Agreement. Negotiations
shall begin no later than 30 days after notice is given unless
otherwise mutually agreed. If such notice is not given, this
Agrecment between
CITY OF ASHLAND and
TF-AMSTERS LOCAL UNION NO. 223
21
Agreement may be subsequently reopened for modification upon 60
days written notice; however, the Agreement shall remain in full
force and effect during the period of negotiations.
TEAMSTERS LOCAL UNION NO. 223
INTERNATIONAL BROTHERHOOD OF
Date:
CITY OF ASHLAND, OREGON
ASHLAND CITY COUNCIL
Ratified on: August 2, 1994
Catherine M. Golden, Mayor
Attested to'
Nan E. Franklin, City Recorder
Agreement between
CITY OF ASHLAND and
TF~MSTERS LOCAL UNION NO. 223
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"APPENDIX A"
CLASSIFICATIONS WITHIN BARGAINING UNIT
Police Officer
Clerk-Dispatcher
Parking Control officer
Community Services officer
Youth Diversion officer
CLASSIFICATIONS EXCLUDED FROM BARGAINING UNIT
Sergeant and above in rank
Confidential Employees
Police Reserves, as set forth
in General Order #82-001
republished as of 5-27-82
Irregular part-time employees who
do not work a set schedule or who
work less than an average of 20
hours per week
Seasonal and temporary employees
who are hired to work on a temporary
basis for an undefined period of time
Agreement between
CITY OF ASHLAND and
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APPENDIX "B"
WAGE SCHEDULE
A. Effective July 1, 1994, January 1, 1995, the following wage
rates shall apply.
CLASSIFICATION
Clerk/Dispatcher
First six months
Next 12 months
Next 12 months
Next 12 months
Thereafter
HOUR\(MONTH)
Eff. 7/1/94
HOUR\(MONTH)
Eff. 1/1/95
$10.39 (1801) $10.86 (1882)
11.00 (1907) 11.50 (1993)
11.54 (2000) 12.06 (2090)
12.12 (2101) 12.67 (2196)
12.88 (2232) 13.46 (2333)
Police officer
First six months
Next 12 months
Next 12 months
Next 12 months
Next 12 months
Thereafter
$12.24 (2122) $12.79 (2217)
12.91 (2238) 13.49 (2338)
13.44 (2330) 14.04 (2434)
13.98 (2423) 14.61 (2532)
14.78 (2562) 15.45 (2678)
15.55 (2695) 16.25 (2817)
Parking Control officer
First six months
Next 12 months
Next 12 months
Next 12 months
Thereafter
7.90 $ 8.26
8.39 8.77
8.88 9.28
9.43 9.85
10.02 10.47
Community Services Officer
First six months $ 9.35
Next 12 months 9.84
Next 12 months 10.36
Next 12 months 10.90
Next 12 months 11.47
(1621) $ 9.77 (1693)
(1706) 10.28 (1782)
(1796) 10.83 (1877)
(1889) 11.39 (1974)
(1988) 11.99 (2078)
Youth Diversion officer
First six months
Next 12 months
Next 12 months
Next 12 months
Next 12 months
$11.75 (2037) $12.28 (2128)
12.46 (2160) 13.02 (2257)
13.21 (2290) 13.80 (2392)
13.99 (2425) 14.62 (2534)
14.83 (2570) 15.50 (2687)
Effective July 1, 1995, the July, 1994 wage rates shall be
increased a percentage amount based on the U.S. City Average CPI-W,
March, 1994 to March, 1995 period. There shall be a minimum wage
increase of 3% and a maximum of 6%.
Effective July 1, 1996, the July 1, 1995 wage rates shall be
increased a percentage amount based on the U.S. city Average CPI-W,
March, 1995 to March, 1996 period. There shall be a minimum wage
increase of 3% and a maximum of 6%.
CITY OF ASHLAND and
TEAMSTERS LOCAL UNION NO. 223
24
APPENDIX "C"
DETECTIVE ASSIGNMENT AND COMPENSATION
Except as otherwise provided for in this Agreement, employees
may be assigned to work as Detectives and shall be compensated as
follows:
Section 1. Compensation. Any member of the bargaining unit who is
assigned to detective status shall be compensated an additional
five percent (5%) over the monthly rate for Police officer set
forth in "Appendix B" of this Agreement until relieved of such
assignment.
Section 2. Overtime. The Chief of Police may require any
detective to work overtime in excess of the detective's normal
eight (8) hour work day. The amount of overtime that may be
required by the Chief of Police of the detective shall not exceed
eight (8) hours in addition to the normal eight (8) hour work day.
(i.e., maximum hours to be worked in one day is not greater than
16)
In the event the Chief of Police requires a detective to work
overtime the detective must then be scheduled for a like number of
hours off within the same work week if, in the judgment of the
Chief of Police it is at all possible to do so. (i.e., assume for
purposes of illustration a work week of 8 AM to 4 PM, Monday
through Friday -- if a detective were required to work ten (10)
hours on Thursday, then he would normally expect to be scheduled
for two (2) hours off on Friday. This would result in sequential
work days consisting of 8 hours, 8 hours, 8 hours, 10 hours and 6
hours for a total work week of 40 hours).
No detective shall be eligible for overtime compensation (at
the 1 1/2 straight time rate) during his work week unless he is
required by the Chief of Police to actually work more than 10
consecutive hours in a work day, or more than forty (40) hours
within that particular work week. Each detective's work week shall
consist of some five consecutive individual detective's work days.
Each of the five (5) work days scheduled for any individual
detective shall have the same tentatively designated starting time
and the same tentatively designated quitting time allowing for
eight (8) hours work to be accomplished, including one-half (1/2)
hour for a meal period.
Except for purposes of scheduling actual work in excess of
eight (8) hours on a given day and/or scheduling like time off
subject to the provisions contained herein, and except where an
emergency requires immediate rescheduling of the work day~ no
detective's tentative scheduling of starting and/or quitting time
may be changed unless notice of such contemplated change is posted
Agreement between
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25
on a department bulletin board at least seven (7) days in advance
of the change.
Section 3. Uniform Allowance. Any member of the bargaining unit
who is assigned to detective status shall receive an in-lieu
uniform allowance in cash of $40.00 per month for the period of
time that such employee is assigned such status.
Agreement between
CITY OF ASHLAND and
TEAMSTERS LOCAL UNION NO. 223
26
APPENDIX "D"
CLASS DESCRIPTIONS
POLICE OFFICER: At the entry level, the Police Officer performs
patrol and/or investigation work in the protection of life and
property and enforcing laws and ordinances; assists in maintaining
security in the City holding cell. Work is reviewed by a superior
officer for conformance with orders and regulations. Does related
work as required.
CLERK DISPATCHER: Employee performs clerical, prisoner custody and
some general police work. Employee is primarily concerned with the
performance of stenographic and related clerical tasks; however,
the work is distinguished from that of the general clerical series
by the necessity for handling women detained by the Police and for
assistance in some investigations involving women. Clerical duties
are normally performed with considerable independence after initial
instructions, but the other assignments which require peace officer
powers are usually performed under close supervision. Does related
work as required.
PARKING CONTROL OFFICER: Under the direct supervision of a Police
Sergeant, patrols on foot or motorbike, enforces parking zones,
issues citations for non-moving violations and gives assistance to
the Public. Does related work as required.
COMMUNITY SERVICES OFFICER: Performs routine non-hazardous
technical, clerical, and administrative police duties. Specific
duties may include the following: conducts investigations and
writes and prepares reports on offenses; performs fingerprinting;
photographs individuals and evidence; assists in retention,
processing, transporting, returning and disposal of evidence;
performs traffic control duties; performs relief dispatching;
obtains warrants from court; assists public; testifies in court;
performs home security checks; orders and inventories supplies;
compiles and reviews statistics for police reports; participates in
public education programs; maintains and updates department files
and forms; acts as liaison between District Attorney's office and
the police department; and other related duties as assigned.
YOUTH DIVERSION OFFICER: Provides counseling services to at-risk,
delinquent and pre-delinquent youth referred to the department.
Coordinates the Police Department's Youth Diversion program.
Establishes a liaison with schools and public organizations
involved with you. Under the direction of the Division Commander~
this professional counseling assignment (a non-sworn position) is
responsible for counseling delinquent and pre-delinquent youth in
an attempt to prevent/reduce further acts of criminal behavior.
Specific duties may include the following: counsels pre-
delinquent/first-time youthful offenders and their families in both
individual and group settings; provides law-related education and
Agrecment between
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personal counseling to youth referred to the Youth Diversion
Officer for law violations in an attempt to prevent crime and
reduce recidivism; determines the disposition and character
asessment of each juvenile referral; decides the proper approach to
counseling, e.g. whether the case should be referred to another
agency or handled informally. Work shifts are flexible to
accommodate evening and weekend meetings.
Agreement between
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APPENDIX "E"
Lead Police Officer and Compensation
Except as otherwise provided for in this Agreement, employees may
be assigned to work as Lead Police Officer. Any Police officer who
is assigned to Lead Police Officer status shall be compensated an
additional five percent (5%) over the monthly rate for POlice
officer set forth in "Appendix B" of this Agreement until relieved
of such assignment.
officers shall not be eligible for Acting in Capacity pay during
the period of assignment as Lead Police Officer.
Agreement bctwcen
CITY OF ASHLAND and
TEAMSTERS LOCAL UNION NO. 223
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