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AG 20-952 - PSSA CBA
RETURN TO: EXT: CITY OF FEDERAL WAY LAW DEPARTMENT ROUTING FORM 1. ORIGINATING DEPT./DIV: �'l LA-r'}i CLIA RILSOW-LV�S 2. ORIGINATING STAFF PERSON: \J EXT: �53 d5 3. DATE REQ.BY: 4. TYPE OF DOCUMENT(CHECK ONE): ❑ CONTRACTOR SELECTION DOCUMENT(E.G.,RFB,RFP,RFQ) ❑ PUBLIC WORKS CONTRACT ❑ SMALL OR LIMITED PUBLIC WORKS CONTRACT ❑ PROFESSIONAL SERVICE AGREEMENT ❑ MAINTENANCE AGREEMENT ❑ GOODS AND SERVICE AGREEMENT ❑ HUMAN SERVICES/CDBG ❑ REAL ESTATE DOCUMENT ❑ SECURITY DOCUMENT(E.(a BOND RELATED DOCUMENTS) ❑ ORDINANCE ❑ RESOLUTION ❑ CONTRACT ENDNIENT(AG#): ❑ INTE OCAL OTHER �r-� y 5. PROJECT NAME: o zo L b Lt,L! �'1 i /��Lr;-L 6. NAME OF CONTRACTOR: ADDRESS: TELEPHONE E-MAIL: FAX: SIGNATURE NAME: TITLE 7. EXHIBITS AND ATTACHMENTS:❑ SCOPE,WORK OR SERVICES ❑ COMPENSATION ❑ INSURANCE REQUIREMENTS/CERTIFICATE ❑ALL OTHER REFERENCED EXHIBITS ❑ PROOF OF AUTHORITY TO SIGN ❑ REQUIRED LICENSES ❑ PRIOR CONTRACT/AMENDMENTS 8. TERM: COMMENCEMENT DATE: a U 1 l zo2© COMPLETION DATE: 4z] 31 1 zozZo 9. TOTAL COMPENSATION$ (INCLUDE EXPENSES AND SALES TAX,IF ANY) (IF CALCULATED ON HOURLY LABOR CHARGE-ATTACH SCHEDULES OF EMPLOYEES TITLES AND HOLIDAY RATES) REIMBURSABLE EXPENSE:❑YES ❑NO IF YES,MAXIMUM DOLLAR AMOUNT: $ IS SALES TAX OWED ❑YES ❑NO IF YES,$ PAID BY:❑CONTRACTOR❑CITY RETAINAGE: RETAINAGE AMOUNT: ❑RETAINAGE AGREEMENT(SEE CONTRACT) OR ❑RETAINAGE BOND PROVIDED ❑ PURCHASING: PLEASE CHARGE TO: 10. DOCUMENT/CONTRACT REVIEW INITIAL/DATE REVIEWED INITIAL/DATE APPROVED ❑ PROJECT MANAGER ❑ DIRECTOR ❑ RISK MANAGEMENT (IF APPLICABLE) ❑ LAW 11. COUNCIL APPROVAL(IF APPLICABLE) SCHEDULED COMMITTEE DATE: COMMITTEE ArPROVAI.DNTE: SCHEDULED COUNCIL DATE: 111 7— COUNCIL APPROVAL DATE: ZD 12. CONTRACT SIGNATURE ROUTING ❑ SENT TO VENDOR/CONTRACTOR DATE SENT: DATE REC'D:_ I l zU ZO L ATTACH: SIGNATURE AUTHORITY, INSURANCE CERTIFICATE,LICENSES,EXHIBITS ❑'CREATE ELECTRONIC REMINDER/NOTIFICATION FOR 1 MONTH PRIOR TO EXPIRATION DATE (Include dept.support staff if necessary and feel free to set notification more than a month in advance if council approval is needed.) INITIAL 1 DATE SIGNED ❑DEPARTMENT 1 a GNATORY(MAYOR OR DIRECTOR) AA- El CITY CLERK ❑ ASSIGNED AG# AG# COMMENTS: �120 1/2020 CITY OF FEDERAL WAY AND FEDERAL WAY POLICE SUPPORT SERVICES ASSOCIATION Collective Bargaining Agreement 2020 Table of Contents PREAMBLE...................................................................................................................................................1 ARTICLE 1: RECOGNITION AND BARGAINING UNIT.......................................................................1 Section1. Recognition of the Unit...................................................................................................1 Section2. Bulletin Board..................................................................................................--.............1 Section 3. Association Officials Release Time...............................................................................1 ARTICLE 2: MEMBERSHIP AND DUES DEDUCTION........................................................................2 Section1. Dues Deduction ...............................................................................................................2 ARTICLE 3: EMPLOYMENT PRACTICES ...........................................................................................2 Section1. Seniority Definition.................................................................................................. ....2 Section2. Layoff................................................................................................................................2 Section 3. Establishment of Reinstatement Register....................................................................3 Section 4. Employment Status When Reinstated...........................................................................3 Section5. Non Discrimination..........................................................................................................3 Section6. Personnel Files................................................................................................................3 Section 7. Employment References.................................................................................................4 ARTICLE 4: HOURS OF WORK AND OVERTIME ..............................................................................4 Section1. Hours of Work..................................................................................................................4 Section2. Overtime...........................................................................................................................5 Section 3. Comp Time in Lieu of Pay for Overtime........................................................................5 Section 4. Overtime Minimum -Call Back/Court Time...................................................................6 Section5. Shift Bidding ....................................................................................................................6 ARTICLE5—MANAGEMENT RIGHTS................................................................................ ... .. .. ..7 ARTICLE6 -SICK LEAVE...........................................................................................................................8 Section1. Accrual and Usage..........................................................................................................8 Section 2. Washington Paid Sick Leave.......................................................... ..............................9 Accrual...................................................................................................................................................9 CarryForward................................................................................. .............................10 Verification of Absences Exceeding Three Days.................................................................................10 Reinstatementof Employment............................................................................................................A0 RetaliationProhibited...........................................................................................................................10 Section3. Domestic Partner...........................................................................................................10 ARTICLE7— HOLIDAYS ...........................................................................................................................11 Section1. Holidays Observed........................................................................................................11 ARTICLE8 - EDUCATION ALLOWANCE.................................................................................................12 Section1. General Policy................................................................................................................12 ARTICLE9—VACATION...........................................................................................................................13 Section1. Vacation..........................................................................................................................13 Section 2. Scheduling Annual Leave—Seniority Basis............................ .............................14 Section3. Payout............................................................................................................ 14 Section 4. Maximum Carry Forward ..............................................................................................14 Section5. Service Leave..................................................................................................................14 ARTICLE10— PENSIONS .........................................................................................................................14 ARTICLE 11 - BEREAVEMENT AND OTHER LEAVES...........................................................................15 Section1. Bereavement..................................................................................................................15 Section2. Personal Leaves............................................................................................................15 Section 3. Leave of Absence—Medical— Non-FMLA..................................................................16 Section4. Shared Leave.................................................................................................................16 Section5. Military Leave.................................................................................................................16 ARTICLE 12 -CITY SUPPLIED EQUIPMENT...........................................................................................17 ARTICLE 13 - SAVINGS CLAUSE.............................................................................................................18 ARTICLE 14- ENTIRE AGREEMENT.......................................................................................................18 ARTICLE 15 - PERFORMANCE OF DUTY................................................................................................18 Section 1. Non-Strike Provisions...................................................................................................18 ARTICLE 16: GRIEVANCE PROCEDURE................................................................................................18 Section 1. Grievance Procedure Steps..........................................................................................18 Section2. Arbitration Panel............................................................................................................20 Section 3. Time Limits...................................................... ` Section4. Multiple Procedures......................................................................................................21 Section5. Step 3 Submission .......................................................................................... .....21 Section6. Just Cause Standard.....................................................................................................21 Section 7. Parties to the Agreement..............................................................................................21 Section8. Probationary Period ......................................................................................................21 ARTICLE 17 - EMPLOYER& EMPLOYEE RIGHTS.................................................................................22 Section1. Discipline........................................................................................................................22 Section 2. Disciplinary Investigations...........................................................................................22 Section 3. Psychological Evaluations...........................................................................................23 ARTICLE18 -COMPENSATION ...............................................................................................................23 Section1. Salaries...........................................................................................................................23 Section2. Out of Class.............................................................................................................._._..24 ARTICLE 19 - INSURANCE COVERAGE..................................................................................................24 Section 1. Medical/Dental Plans.....................................................................................................24 Section2. Life Insurance....................................................................................................... ..25 ARTICLE 20 - FEDERAL WAY COMMUNITY CENTER...........................................................................25 ARTICLE 21 -SUBSTANCE ABUSE POLICY..........................................................................................25 ARTICLE 22 - PROBATIONARY EMPLOYEES........................................................................................25 ARTICLE 23 -TERM OF AGREEMENT....................................................................................................26 APPENDIXA...............................................................................................................................................27 WAGES ...................................................................................................................................................27 CITY OF FEDERAL WAY AND POLICE SUPPORT SERVICES ASSOCIATION Collective Bargaining Agreement PREAMBLE The collective bargaining agreement (the Agreement) herein contains the entire agreement between Federal Way Police Support Services Association (hereinafter called the Association) and the City of Federal Way, Washington (hereinafter known as the City). The purpose of the City and Association in entering into this agreement is to set forth their complete agreement with regard to wages, hours and working conditions for the employees in the bargaining unit. ARTICLE 1: RECOGNITION AND BARGAINING UNIT Section 1. Recognition of the Unit The City recognizes the Association as the sole and exclusive bargaining representative for the bargaining unit described as all full time and regular part-time special commission and non-commissioned employees as listed in Appendix A of the City of Federal Way Police Department, excluding supervisors, confidential employees and all other employees. The Association agrees that Records Supervisors shall be excluded from the bargaining unit. Section 2. Bulletin Board The City shall permit the use of a bulletin board by the Association for the posting of notices relating to official Association business, so long as the notices posted are not inflammatory or otherwise detrimental to the operation of the Department. Section 3. Association Officials Release Time a. Time off with pay shall be limited to regular negotiations sessions between the City and the Association negotiating team members during their scheduled duty hours, up to a limit of three members off with pay at a time. b. The Department shall afford Association representatives a reasonable amount of time while on-duty to consult with appropriate management officials, Association counsel and/or aggrieved employees, provided that the Association representatives and/or aggrieved employees contact their immediate supervisors, indicate the general nature of the business to be conducted, and request the necessary time off. Such time off will not be Police Support Services Association Collective Bargaining Agreement—2020 Page 11 allowed whenever the City reasonably determines it will interfere with Department operations, and Association representatives shall not use excessive time in handling such responsibilities. The Association shall give the City as much advance notice as reasonably possible of such time off requests. ARTICLE 2: MEMBERSHIP AND DUES DEDUCTION Section 1. Dues Deduction The parties agree to the following 2.1.1 The deduction of monthly dues uniformly levied by the Association for those employees who elect to become members of the Association and who request in writing to have their regular monthly Association dues deduction checked off on the basis of individually signed voluntary check-off authorization cards; 2.1.2 Each month, the City shall remit to the Association, all dues deducted together with a list of employees and the amount deducted from each employee. The City agrees to notify the Association of new employees within thirty (30) calendar days of the date of hire. 2.1.3 Hold Harmless. The Association agrees to defend, indemnify and hold the City, its officers, directors, employees and agents harmless from any and all claims, demands, actions, and liabilities (including attorney's fees) arising from resulting from or connected with the City's compliance with this Article. ARTICLE 3: EMPLOYMENT PRACTICES Section 1. Seniority Definition For purposes of shift bidding, vacation bids, and layoff and recall, seniority shall be defined as the employee's length of continuous service within their classification. For all other purposes, seniority shall be defined as the employee's length of continuous service with the City's police department. Seniority shall be broken by resignation, termination for cause, layoff without recall for a period of 12 consecutive months, illness, injury or other leave of twelve (12) consecutive months. Section 2. Layoff Should it become necessary due to budgetary conditions, lack of work, or any other reasonable cause, to reduce the number of employees in this unit, the following basic provisions will apply: Police Support Services Association Collective Bargaining Agreement—2020 Page 12 a. Order of layoff shall be determined by job classification. Regular employees will be retained on the basis of job performance. Relative job performance will be determined based upon relative qualifications, experience, and job performance evaluations. If job performance is equal, seniority in the classification will be the determinative factor. b. Employees affected by the reduction in force shall receive thirty (30) calendar days' notice of such layoff, or pay in lieu thereof. Section 3. Establishment of Reinstatement Register a. The names of employees who have been laid off shall be placed upon a reinstatement register for the same classification from which laid off. This reinstatement register shall be in effect for one (1) year from the date of layoff, and shall take priority over other hiring or promotional lists. b. Refusal to accept a recall from the reinstatement register for employee's former classification shall terminate all rights granted under this Agreement, and the employee shall be removed from the register. C. Order of Reinstatement. If a vacancy is to be filled from the reinstatement register, recall shall be made on the basis of length of service within the classification. The regular employee on such register who has the most service credit shall be first reinstated. Section 4. Employment Status When Reinstated In the event a employee leaves the service of the City due to a reduction in force and within the next year the City rehires said former employee in the same classification to which assigned at the date of reduction, such employee shall be placed at the step in the salary range which the employee occupied at the time of the reduction. Section 5. Non Discrimination It is agreed that the City will not discriminate on the basis of age, sex, marital status, race, creed, color, religion, national origin, ancestry, disability or activity protected by RCW 41.56. Section 6. Personnel Files All personnel records are maintained in compliance with the laws related to public records. Each employee is entitled to review and have photocopied his or her personnel file and/or police department personnel file. An employee shall have an opportunity to submit a letter to the file, responding to or supplementing information contained in his or her file. Police Support Services Association Collective Bargaining Agreement—2020 Page 13 Upon receiving a request for all or part of a personnel file, the affected employee shall be notified of the request, and the information shall not be released for a period of three (3) business days from the time of said notification, except upon service of a court order or subpoena properly recorded and signed by a judge or magistrate demanding immediate release. Section 7. Employment References Unless otherwise required by a valid court order or by law, at the written request of the subject employee, or whenever the employee provides a written release to the prospective employer, the City will furnish prospective employers with only the following information about past or present employees to persons outside the City of Federal Way: ® Dates of employment. • Current job title or job title at the date of separation. Verification of salary information. A copy of all requests for any information regarding past or present City employees shall be sent to Human Resources. ARTICLE 4: HOURS OF WORK AND OVERTIME Section 1. Hours of Work The normal work schedule for employees covered by this agreement shall not exceed 40 hours of work in a seven (7) consecutive day period. The work week will commence at the beginning of day shift on Sunday and end with completion of Saturday night's graveyard shift. Where reasonably possible, the employee's work schedule shall be posted at least thirty (30) days prior to the beginning of the applicable work period. The normal work schedule for all employees covered by this Agreement shall be designed with a 30 minute paid lunch period. The City will work in good faith with the Association and employees to ensure that employees are able to receive their meal period. The work schedule shall be four consecutive ten (10) hour shifts followed by three (3) consecutive days off. Provided this work schedule may be altered by mutual agreement between the City, the Association and the employee. The hours of work for the Animal Services officers shall be four consecutive ten (10) hour shifts followed by three (3) consecutive days off. Provided, that the following conditions apply: a. These hours and days of the 4/10 schedule shall be determined by management; Police Support Services Association Collective Bargaining Agreement—2020 Page 14 b. If an Animal Services Officer is going to be unavailable for an extended period of time (40 hours or more) for any reason including but not limited to sick leave, vacation leave, or training, management will have the right to move the remaining Officer back to a 5/8 schedule during the period in which only one Officer is available; c. Animal services employees will be permitted to flex shift start and end times upon approval of the supervisor; d. All other provisions in Section 4 apply. Scheduling changes may be made where there is a reasonable operational need. Mutual agreement is required before changes to the length of shift in a classification. Except in emergencies, the employer will provide a minimum of seven (7) days notice before any schedule change. Employees shall receive one and one half the regular rate of pay for all mandatory shift changes with less than seven (7) days notice, through the notice period. The Employer will bargain with the Union before implementing any schedule configuration other than ten hour shift. Section 2. Overtime a. All overtime shall be compensated at a rate of one and one-half (1.5) times the employee's regular hourly rate. Overtime is defined as hours worked, together with holiday, vacation, sick leave or compensatory time hours, in excess of: 1. the regularly scheduled shift for full time regular employees within a twenty-four (24) hour period OR; 2. over eight (8) hours per day for part time regular employees OR; 3. over forty (40) hours in a seven (7) day week. b. In all cases overtime will be computed to the nearest one-quarter (1/4) hour. c. Overtime and premium pays shall not be duplicated or pyramided. Compensation shall not be paid more than once for the same hours under the provisions of this Agreement. Section 3. Comp Time in Lieu of Pay for Overtime Upon receiving concurrence of the City, an employee may elect to receive compensatory time in lieu of overtime pay. Compensatory time is accrued at the rate of one and one-half (1.5) hours for each hour of overtime worked. Compensatory time may be accrued to a maximum of eighty (80) hours. Compensatory time in excess of eighty Police Support Services Association Collective Bargaining Agreement—2020 Page 15 (80) will be paid as overtime. Upon termination, unused compensatory time will be paid at the current rate on the final paycheck. Section 4. Overtime Minimum - Call Back/Court Time Employees "called back" to work (including court appearances on behalf of the City) shall receive a minimum of two (2) hours pay at one and one half time the regular rate for the work for which they were called back. Call back occurs when the employee has finished his/her last regular shift but before beginning the next regular shift with less than twelve hours notice; or when requiring an employee to report on his/her day off. When an employee, not scheduled for call back, is called with less than one hour notice the pay calculation shall begin from the period when the employee is notified. When an employee, not scheduled for call back, is called with more than one hour notice but less than twelve hours notice the pay calculation shall begin from the time the employee leaves his/her residence. When an employee is scheduled for call back or receives more than twelve hours notice the pay calculation shall begin when the employee actually reports for work. Employees called back may be required to perform other duties for the duration of the minimum guarantee if the duty necessitating the call back does not take the full two hours. Section 5. Shift Biddinq a. Records specialists shall be allowed to bid for shifts within their respective classifications by seniority. The bid cycle shall be for a period of one year, as determined by the City. Bidding for shifts will commence in October of each year for shifts effective J,9nuary 1st of the next year. The City reserves the right to assign or transfer an employee from one shift to another, where reasonably required by operational considerations. b. If there is a vacancy at the time of shift bid, the vacancy will be identified by management. The identified vacant shift is unavailable for bid; however, consideration will be given to those members who make their interest known when submitting their bid (i.e. my bid is graveyard but would prefer vacant late-mid shift). When fully staffed, the Records members who have demonstrated interest in the vacant shift will receive first consideration by seniority. c. Management has the authority to adjust shifts for operation purposes. Police Support Services Association Collective Bargaining Agreement—2020 Page 16 ARTICLE 5 — MANAGEMENT RIGHTS Section 1. The Association recognizes the right of the City to operate and manage its affairs in all respects in accordance with its lawful authority. The City retains the authority that the City has not expressly delegated or modified by this Agreement. Section 2. Management rights and responsibilities shall include, but are not limited to, the following examples: 1. The City and the Department shall retain all rights and authority to which by law they are entitled. 2. The City shall have the authority to organize and reorganize the operations within the Department. 3, The Association recognizes the right of the Department to enforce the Department Rules and Regulations, and operational procedures and guidelines. 4. The City has the exclusive right to schedule work and overtime work as required in the manner most advantageous to the City, consistent with the applicable provisions of this Agreement. 5. The City has the right to assess an employee's performance of their job. 6. The City has the right to: a. discipline, demote, suspend, and discharge non-probationary employees for just cause. Scheduling of disciplinary days off will be at the convenience of Department operations. b. to discharge probationary employees for any reason. Employees who are discharged before completing their probationary period shall not have access to the grievance procedures of this Agreement to protest or challenge the discharge or the reasons therefor. c. to recruit, hire, promote, fill vacancies, transfer, assign, and retain employees. d. to lay off employees for lack of work or funds or other legitimate reasons. Police Support Services Association Collective Bargaining Agreement—2020 Page 17 7. The City has the right to determine business hours, to determine the starting and quitting times, and to discontinue work that would be wasteful or unproductive. 8. The City has the right to control the Police Department budget. 9. The City has the right to determine the methods, location, means and processes by which work shall be accomplished. 10. The City shall have the right to take any and all actions necessary in the event of an emergency. Section 3. The parties recognize the City may perceive a need to make operational changes in areas that are not covered by the above management responsibilities, and that are not otherwise explicitly covered by this Agreement. In the event the City desires to make such a change (in a mandatory subject of bargaining) the City shall give the Association at least ten (10) days' notice of the desired change. The Association may request bargaining of the issue, and the City thereafter will meet with the Association in an effort to resolve the issue. Should resolution not be achieved, either party may request the assistance of a PERC mediator and the parties will mediate for a period of thirty (30) days. Ultimately, the City may implement the change, after bargaining in good faith and impasse is reached. ARTICLE 6 - SICK LEAVE Section 1. Accrual and Usage Sick leave shall be accrued by regular, full-time employees at the rate of eight (8) hours per month. Regular, part-time employees shall accrue sick leave on a pro-rated basis in the same percentage as the employee's average weekly scheduled hours relate to a forty (40) hour week. An employee may accrue up to 720 hours in his or her sick leave account. Sick leave is to be used in cases of illness, accident or other conditions which require medical treatment or supervision and require an employee to be absent from work. Sick leave may be used to care for an employee's own health condition, to care for a dependent child (including dependent step-child or foster child) under the age of eighteen (18) with a health condition that requires treatment or supervision, a spouse, parent, parent-in-law, or grandparent of the employee who has a serious health condition or as more particularly established in WAC 296-130. Sick leave may also be used for the care, treatment and preventative health care of the employee and dependents. The parties agree that sick leave should not be abused, and that such abuse is cause for discipline. Police Support Services Association Collective Bargaining Agreement—2020 Page 18 Section 2. Washington Paid Sick Leave Pursuant to Chapter 296-128-600 through 296-128-770 of the Washington Administrative Code (WAC) and Revised Code of Washington 49.46.210, Washington Paid Sick Leave is available to Association members to care for their health and the health of their family members. Washington Paid Sick Leave may be used for: an employee's mental or physical illness, injury or health condition; preventive care such as medical, dental or optical appointments and/or treatment; care of a family member with an illness, injury, health condition and/or preventive care such as medical, dental, optical appointment; closure of the employee's place of business or child's school/place of care by order of a public official for any health-related reasons; and when the employee or the employee's family member is a victim of domestic violence, sexual assault, or stalking. Authorized use of Washington Paid Sick Leave for domestic violence, sexual assault or stalking includes: seeking legal or law enforcement assistance or remedies to ensure the health and safety of employee's and their family members including, but not limited to, preparing for, or participation in, any civil or criminal legal proceeding related to or derived from domestic violence, sexual assault or stalking; seeking treatment by a health care provider for physical or mental injuries caused by domestic violence, sexual assault, or stalking; attending health care treatment for a victim who is the employee's family member; obtaining, or assisting the employee's family member(s) in obtaining services from a domestic violence shelter, a rape crisis center, or a social services program for relief from domestic violence, sexual assault or stalking; obtaining, or assisting a family member in obtaining mental health counseling related to an incident of domestic violence, sexual assault or stalking in which the employee or the employee's family member was a victim of domestic violence, sexual assault or stalking; and participating, for the employee or the employee's family member(s), in safety planning, or temporary or permanent relocation, or other actions to increase the safety from future incidents of domestic violence, sexual assault, or stalking. For purposes of Washington Paid Sick Leave, "family member" is defined as: a biological, adopted, or foster child, stepchild, or a child to whom the employee stands in loco parentis or legal guardian, or is de facto parent, regardless of age or dependency status; a biological, adoptive, de facto, or foster parent, stepparent, or legal guardian of an employee or the employee's spouse or domestic partner, or a person who stood in loco parentis when the employee was a minor child; a spouse, domestic partner, grandparent, grandchild or sibling. Accrual As established by law, an employee shall accrue one (1) hour of Washington Paid Sick Leave for every forty (40) hours worked. Washington Paid Sick Leave will accrue in conjunction with regular sick leave according to the collective bargaining agreement. Police Support Services Association Collective Bargaining Agreement—2020 Page 19 Carry Forward The total sick leave hours that will be carried forward at year-end, for both standard sick leave and Washington Paid Sick leave, will be seven hundred sixty (760) hours. This will include a maximum of forty (40) hours of Washington Paid Sick Leave as provided by law. If an employee is not at the maximum carry forward of seven hundred sixty (760) hours, any hours of Washington Paid Sick Leave in excess of the forty (40) hour carry forward amount will be transferred to the city sick leave bank, so that employee does not lose hours that they previously would have banked prior to the establishment of Washington Paid Sick Leave. In no case will more than a combined total of seven hundred sixty (760) hours be carried forward. Verification_of Absences Exceeding Three Days If an employee is seeking to use or has used Washington Paid Sick Leave for authorized purposes for more than three (3) consecutive days during which the employee is/was required to work, the employee may be required to provide documentation that establishes or confirms that the use of paid sick leave is for an authorized purpose. Reinstafemenf of Fr7whoymen., Employees separating or retiring from employment will not be provided with financial or other reimbursement for unused, accrued Washington State Paid Sick Leave. If an employee leaves employment and is rehired within twelve (12) months of separation, any accrued, unused paid sick leave will be reinstated to the employee's paid sick leave bank. Should the reinstatement occur in a new fiscal year, the maximum bank will be the forty (40) hours carry over provided that the employee had forty (4) or more hours banked upon separation. Retaliation Prohibited Pursuant to Chapter 296-128-770 of the WAC, any discrimination or retaliation against an employee for lawful exercise of paid sick leave rights is prohibited. Employees will not be disciplined for the lawful use of Washington Paid Sick Leave. Section 3. Domestic Partner A person whom a City employee identifies as his or her domestic partner by completing an Affidavit of Domestic Partnership will be provided the same consideration as an employee's "spouse" for purposes of this Agreement. Police Support Services Association Collective Bargaining Agreement—2020 Page110 ARTICLE 7 — HOLIDAYS Section 1. Holidays Observed On January 1st of each year, the City shall bank (provide) one hundred sixteen (116) hours of holiday pay for each bargaining unit employee. Following are the official observed holidays: Commonly Called First day of January New Year's Day Third Monday of Janua Martin Luther King Day Third Monday of February President's Day Last Monday of May Memorial Da Fourth day of July Independence Day First Monday of September Labor Day 11th Day of November Veteran's Da Fourth Thursday of November Thanksgiving Day Friday following Day after Thanksgiving 25th day of December Christmas Day 2 Floating Holidays For employees hired after January 1st in a given year, the City may prorate the hours to be banked and shall bank (provide) the number of hours of holiday pay calculated by multiplying the number of holidays remaining to be celebrated in that year by eight (8) hours (e.g., for an employee hired on March 1st, sixty four (64) hours calculated by multiplying the number of holidays remaining to be celebrated in that year [eight (8)] by eight (8) hours); provided that the City shall not be required to bank hours for a Floating Holiday for any employee hired after July 1st during the employee's year of hire. If an employee permanently leaves the service of the employer before December 31st of any given year, the City may deduct banked hours credited to the employee's holiday pay bank equal to the number of holidays remaining to be celebrated in that year multiplied by eight (8) hours, as well as eight hours for the floating holiday if the termination occurs prior to July 1st of that year. Section 2. The decision of whether an employee will be required to work on an observed holiday will be made by the City. An employee who is required to work on an observed holiday as set forth above shall receive his/her regular rate of pay for hours worked, except that, an employee who is required to work on either Thanksgiving, Christmas, New Year's Day or an additional day each year to be designated by the City prior to December 1 of the previous year, shall be paid at time and one half for all hours worked. Police Support Services Association Collective Bargaining Agreement—2020 Page 111 Section 3. All employees shall make reasonable efforts to expend their banked holiday hours prior to the end of each year (December 31). Employees may use their banked holiday hours in increments no smaller than two hours, and shall use all banked holiday hours prior to using any vacation hours. Banked holiday hours shall be used on a first earned, first out (FIFO) basis. In the event an employee does not use all of his/her banked holiday hours prior to December 31, the employee will forfeit the remaining banked holiday hours, except that an employee may carryover unused banked holiday hours until June 30 of the following year, if: a, the employee makes a reasonable effort to use his/her banked holiday hours/pay, the employee is denied the opportunity to use banked holiday hours/pay by his/her supervisor, and the employee has written documentation of said effort in the form of completed Department leave request forms reflecting that the use of banked holiday hours/pay had been denied by the employee's supervisor, and/or b, the employee was prevented from using banked holiday hours/pay because of approved leave resulting from military service, long term disability, work related injury, or a similar reason. If an employee is unable to schedule banked carry-over time to be used by June 30t" of the fallowing year, the Deputy Chief shall attempt to schedule the banked carry- over time prior to June 30t" of that year. If the Deputy Chief is unable to schedule the banked carry-over time by June 301h of that year, the City shall, upon the employee's next regularly scheduled payday, cash out the hours that cannot be further carried-over under these provisions at the employee's then-current rate of pay. An employee whose work schedule is other than an eight-hour day may use accrued vacation leave or compensatory time to supplement the holiday pay in order to receive the entire workday off with pay. ARTICLE 8 - EDUCATION ALLOWANCE Section 1. General Policy a. The City recognizes the need to encourage and promote educational opportunities for employees. The City will reimburse personnel for costs incurred in receiving approved education upon satisfactory completion of such education to the extent covered by the City's education reimbursement policy. Eligible costs include: Police Support Services Association Collective Bargaining Agreement—2020 Page 112 1 . Tuition; and 2. Books. b. If an employee is attending an accredited State institution, the employee shall be reimbursed based upon that institution's tuition schedule. If an employee is attending a non-State supported institution, the employee shall be reimbursed on the basis of the University of Washington tuition schedule. Any and all education assistance reimbursement is suspended indefinitely. C. Continuing Education Incentive AA- $40.00 per month BA- $80.00 per month In order to receive this premium, the degree must be in a field of study related to the employee's assignment, as reasonably determined by the Department. In addition the employee must fulfill a continuing education requirement of at least one Department approved college class per year or 20 hours of pre-approved specialized training over and above Department mandated training. The decision of whether to attain this incentive is discretionary with the employee, and all time spent travelling to and attending classes shall be on the employee's own time. The City's education reimbursement program shall apply to the Association, and should the City fail to fund the program, such that the employee can not receive reimbursement for the tuition, the continuing education requirement shall be waived for that year. ARTICLE 9 — VACATION Section 1. Vacation Members of the bargaining unit shall receive annual leave benefits as follows: ANNUAL COMPLETION OF: VACATION HOURS: Through end of year 5 96 hours Upon beginning of year 6 132 hours Upon beginning of year 11 150 hours Upon beginning of year 16 180 hours Upon beginning of year 21 204 hours Police Support Services Association Collective Bargaining Agreement—2020 Page 113 Section 2. Schedulinq Annual Leave — SenioritV Basis During January, the Department shall conduct a bid for vacations for the following year. The bid shall be by seniority, and conducted by division and shift. All vacation bid requests shall be for work weeks. Vacation requests submitted subsequent to the vacation bid shall be considered dependent upon Department needs on a first, come first served basis. The City shall make the determination of how many employees may be on vacation at any one time. If the City cancels vacation once it has been approved and the affected employee has incurred non-refundable expenses in planning for the same, the employee shall be reimbursed by the City for those expenses. Any employee called back to duty once vacation has begun shall be reimbursed for any additional transportation costs incurred in returning to duty. Section 3. Payout Upon separation, all vacation hours accrued will be paid at the regular rate of pay. Section 4. Maximum Carry Forward a. An employee may not carry over to each subsequent calendar year more than two hundred forty (240) hours of vacation. b. Upon the effective date of the termination of an employee's employment, such employee shall thereupon be entitled to a sum of money equal to the employee's current straight-time hourly rate for any accrued unused vacation leave time, which shall be paid on the employee's final paycheck, up to two hundred forty (240) hours maximum. C. The City will schedule vacations, consistent with Department needs and coverage. Section 5. Service Leave Regular employees will be provided a one-time accrual of 40 hours (pro-rated for regular part-time employees) of vacation leave after each consecutive 10 year period of continuous employment (i.e. after 10 years, 20 years, 30 years, etc.). ARTICLE 10 — PENSIONS Pensions for employees and contributions to pension funds will be governed by Washington State Statute. Police Support Services Association Collective Bargaining Agreement—2020 Page i 14 ARTICLE 11 - BEREAVEMENT AND OTHER LEAVES Section 1. Bereavement Employees may take up to thirty (30) hours of bereavement leave for a death in the employee's immediate family. For purposes of this section immediate family is defined as a spouse, siblings, children, grandparents, grandchildren, in-laws, parents, aunts, and uncles. At its option, the Employer may construe this definition more broadly to include other persons living in the employee's household, or to established relationships having attributes to familial ties. With advance Department Director approval, up to an additional fifty-six (56) hours of sick leave may be utilized in these situations. With Department Director approval, an employee may use sick leave, not to exceed eight (8) hours, to attend the funeral of close friends or other relatives. Section 2. Personal Leaves A personal leave of absence is a privilege the City may extend to qualified regular full-time and regular part-time employees for specific periods of time under certain circumstances. It allows an employee to take time off from work for personal reasons (see also 11.5 Military Duty). All such leaves are taken without pay. A leave of absence must be requested in writing and submitted to the employee's immediate supervisor and department director for a recommendation as soon as the need for such a leave is known. The department director shall then forward the request to Human Resources for review. Only the Mayor may grant or deny any such personal leave requested. The employee may request or may be required by the City to use accrued vacation or compensatory time to offset loss of pay during the leave. No benefits such as vacation or sick leave are earned while on unpaid leave. Employees on leave may return early from leave if they notify the supervisor in advance. Failure to return from leave on or before the agreed upon date, however, will result in termination. An unpaid leave of more than thirty (30) calendar days will affect an employee's review dates. These days will be adjusted forward until the employee has completed as many days of continuous employment as the length of the leave of absence. An employee normally will be assured of returning to his or her position for a leave of absence of one hundred eighty (180) days or less in duration. Because of staffing requirements, however, it may be necessary to fill the current position for a leave of absence in excess of one hundred eighty (180) days. In this event, efforts will be made to place the employee in an available, open, comparable position. During any unpaid leave of one hundred eighty (180) days or less, an employee may continue his or her group insurance coverage by prepaying on a monthly basis the premium plus two percent (2%) during any affected period of the leave. Police Support Services Association Collective Bargaining Agreement—2020 Page115 Sick leave accrual shall not be used for non-medical leaves of absence. Section 3. Leave of Absence — Medical — Non-FMLA Medical leaves of absence may be granted for regular full-time and regular part- time employees who are unable to perform their job duties due to an illness or an accident and who are ineligible for or have exhausted FMLA leave. This medical leave of absence requires a doctor's certification and cannot exceed one hundred eight (180) days total, including any FMLA leave. During medical leave, the employee may receive previously earned sick pay and earned but unused vacation benefits. A written request for a medical leave of absence must be returned to the department director along with a doctor's certification indicating the nature of the medical problem and the anticipated length of absence. A medical leave of absence may be extended, upon a written request, accompanied by an explanation from the employee's doctor of the need for an extension period. Even with an extension, however, a medical leave cannot exceed one hundred eighty (180) days total, including FMLA leave. Employees returning from a medical leave of absence must provide a doctor's written certification of their ability to return to work. The City reserves the right to require an examination by a doctor of the City's choice. Employees returning from a medical leave of one hundred eight (180) days or less return to the same position or a similar position of like pay or status, provided however, that the employee remains subject to legitimate job changes or layoffs that would have occurred even if they had not been on leave. During the paid medical leave of absence, the City will pay its portion of the employee's group insurance premiums for up to six (6) months total, including during FMLA leave. An unpaid leave of more than thirty (30) calendar days will affect an employee's review dates. These days will be adjusted forward until the employee has completed as many days of continuous employment as the length of the leave of absence. Section 4. Shared Leave The City's currently existing shared leave policy will be available for the duration of this Agreement. Section 5. Military Leave Any employee who is a member of the Washington National Guard or a federal military unit is entitled to leave from his or her duties as provided for by law, and shall be paid as required by law. An employee shall provide the City with notice of the leave as soon as the employee learns of the assignment, and shall furnish the City with a copy of his/her orders. A military leave shall be limited to the time of the military assignment. Police Support Services Association Collective Bargaining Agreement—2020 Page 116 ARTICLE 12 - CITY SUPPLIED EQUIPMENT a. The City shall provide any federal and/or state required safety gear and apparatus. b. Employees who suffer a loss or damage to personal property and/or clothing in the line of duty shall be reimbursed for such loss or damage by the City, provided a claim is filed with the City. Loss due to neglect, negligence or abuse by the employee shall not be considered for reimbursement, nor shall damage caused by normal wear and tear. Reimbursement shall be limited to personal property with a reasonable and ordinary value (i.e. — no Rolex watches). C. The City shall purchase the following uniforms for customer service personnel and provide dry cleaning: 1. Property/Evidence Section: 3 polo shirts with City logo (navy, black, or tan) and 3 slacks (navy, black, or tan), 1 wool sweater zip or button (navy or black), and 1 winter jacket (black or navy). 2. QUallerrnaster: 3 polo shirts with City logo (navy, black, or tan) and 3 slacks (navy, black, or tan), 1 wool sweater zip or button (navy or black), and 1 winter jacket (black or navy). 3. Animal Service Officers: 2 uniform shirts and pants, jumpsuit, ballistic vest, jacket, duty belt, portable radio with holder, cellphone, and flashlight. Two less lethal of either OC with holder, collapsible baton with holder or Taser with holster. 4. Transport Officers: 2 uniform shirts and pants, jumpsuit, ballistic vest, jacket, duty belt, firearm, Taser with holster, 2 pairs of cuffs with cases, portable radio with holder, OC with holder, collapsible baton with holder, cellphone, and flashlight. 5. Animal Service Officers and Transport Officers: shall be reimbursed $100.00 per year for expenses incurred purchasing work boots. Unused reimbursement money may be rolled over to the next year in the event an employee does not purchase boots during a year. The City agrees to repair and/or replace clothing provided by the City as determined by the supervisor. Except as noted above, the City will not require that members of the association wear employer-provided uniform items. The Association members will instead abide by Police Support Services Association Collective Bargaining Agreement—2020 Page117 Section 9.2 (Personal Appearance and Dress) of the City of Federal Way Employee Guidelines. ARTICLE 13 - SAVINGS CLAUSE If any article of the agreement or any addenda hereto should be held invalid by operation of law or by any tribunal of competent jurisdiction, or if compliance with or enforcement of any article should be restrained by such tribunal, the remainder of the agreement and addenda shall not be affected thereby and the parties shall enter immediate collective bargaining negotiations for the purpose of arriving at a mutually satisfactory replacement of such article. ARTICLE 14 - ENTIRE AGREEMENT The agreement expressed herein in writing constitutes the entire agreement between the parties and no oral statement shall add to or supersede any of its provisions. The parties acknowledge that each has had the unlimited right and opportunity to make demands and proposals with respect to any matter deemed a proper subject for collective bargaining. The results of the exercise of that right are set forth in this agreement. Therefore, except as otherwise provided in the agreement, the City and Association, for the duration of this agreement, each voluntarily and unqualifiedly agree to waive the right to oblige the other party to bargain with respect to any subject or matter specifically covered by this agreement. ARTICLE 15 - PERFORMANCE OF DUTY Section 1. Non-Strike Provisions Nothing in this agreement shall be construed to give an employee the right to strike and no employee shall strike or refuse to perform his assigned duties to the best of his ability. The Association agrees that it will not condone or cause any strike, slowdown, mass sick call, or any other form of work stoppage or interference to the normal operation of the Federal way Police Department. ARTICLE 16: GRIEVANCE PROCEDURE Section 1. Grievance Procedure Steps [Open, clean up and simplify] a. Any grievance that may arise between parties concerning the application, meaning, or interpretation of this Agreement, shall be settled in the manner prescribed by this grievance procedure. Police Support Services Association Collective Bargaining Agreement—2020 Page 118 b. A "Grievance" is defined as a claim or dispute by an employee, group of employees, or the Association concerning the interpretation or application of the provisions of this Agreement. Nothing in this procedure shall prohibit an employee from discussing a complaint directly with his supervisor or department head without representation by the Association, as provided by State Law. c. Should a subject for claim or dispute arise, there shall be no stoppage of work by employees, but an earnest effort shall be made to settle such claims or disputes promptly and in the manner hereinafter outlined. Step 1 An employee or a group of employees claiming to have a grievance shall discuss the complaint with the immediate supervisor within ten (10) calendar days of the alleged occurrence, or when they reasonably should have known of the alleged occurrence. Step 2 The supervisor shall attempt informal resolution of the grievance within seven (7) calendar days after it is presented. Step 3 Provided the grievance is not settled satisfactorily at step 2, it may be presented to the Police Chief (or designee) by the Association within seven (7) calendar days of the supervisor's response or the expiration of the time limit in step 2. The submission shall be in writing, setting forth the nature of the grievance, the articles of this agreement allegedly violated, and the requested remedy. Step 4 The Police Chief or designee shall attempt to settle the grievance within ten (10) calendar days after it has been presented, and shall respond in writing. Step 5 If the grievance is not settled by the Police Chief within the time allowed, it may be presented in writing to the Mayor, with a copy to the Director of Human Resources, by the Association within seven (7) calendar days of the Police Chief's response or the expiration of the time limit in step 4. Step 6 The Mayor shall have fourteen (14) days to review the grievance. If the Mayor does not respond or otherwise settle the grievance within the Police Support Services Association Collective Bargaining Agreement—2020 Page119 fourteen-day period, the grievance shall be automatically advanced to step 7, and shall not be forfeited by either party. Step 7 a. If the grievance is not settled at step 6, and involves a matter other than discipline, the dispute will be referred to the negotiating committee of both parties. The two committees shall meet within ten (10) calendar days to consider the dispute. At that meeting, all pertinent facts and information will be reviewed in an effort to resolve the matter through conciliation. If no satisfactory solution is reached in this step, the matter may be submitted in writing to arbitration within 30 calendar days of the conciliation meeting. b. If the grievance is not settled at step 6 and involves discipline other than an oral or written warning, the matter may be submitted, in writing, to arbitration within thirty (30) calendar days of the date that the Mayor's review is due. Oral and written warnings may only be grieved through step 6 of this procedure. However, if the City attempts to introduce prior oral or written warnings in a subsequent discipline case that is subject to arbitration, the City shall be required to prove that it had just cause to issue those prior oral or written warnings as well as the instant discipline. Section 2. Arbitration Panel The City and the Association mutually agree to a permanent panel of arbitrators to hear all grievances in arbitration. The panel shall consist of three arbitrators: Janet Gaunt, Gary Axon, and Ken Latsch. Only one arbiter shall hear each grievance and they shall be picked in rotation, provided that either party may elect to disqualify one arbiter on the list for a particular hearing. The Association must exercise its right to disqualify the arbiter at the top of the rotation list in writing, filed at the same time it submits the dispute to arbitration pursuant to step 7 of the grievance procedure. If the City wishes to exercise this right, it must do so within twenty (20) days of being served with the Association's demand for arbitration. The decision of the Arbitrator shall be final and binding on the parties. a. The Arbitrator shall make his/her own rules of procedure. The Arbitrator shall have no authority to amend, alter, or modify this Agreement or its terms, and shall limit his/her decision solely to the interpretation and application of this Agreement. b. Each grievance or dispute will be submitted separately except when the City and the Association mutually agree to have more than one grievance or dispute submitted to the Arbitrator. Police Support Services Association Collective Bargaining Agreement—2020 Page 120 C. The losing party shall bear the expense of the Arbitrator. The losing party shall be denominated in the award. When there is no winning party, the cost of the Arbiter shall be borne equally by the parties. All other costs and fees will be paid by the party incurring the cost/fee. d. The Arbitrator shall have thirty (30) days from the close of the hearing to issue an award. Section 3. Time Limits Time limits will be strictly adhered to, but may be extended by mutual written agreement upon reasonable request, except for situations where no timely grievance is filed. While forfeiture under this clause will finally resolve the matter in dispute, it will not establish a precedent between the parties on issues of contractual interpretation. Section 4. Multiple Procedures If employees have access to multiple procedures for adjudicating grievances, the selection by the employee of one procedure will preclude access to other procedures; selection is to be made no later than at the conclusion of step 6 of this grievance procedure. Section 5. Step 3 Submission In those instances where disciplinary action is based on reasonable evidence of the commission of a crime, or the proposed discipline involves suspension or termination of the employee, step 3 of the Grievance Procedure will be initiated immediately. Section 6. Just Cause Standard No post probationary employee may be discharged, suspended without pay, demoted (except as provided below) or disciplined in any way except for just cause. The City may withhold a step increase, for a specified period of time, if it has just cause. Section 7. Parties to the Agreement In as much as this is an agreement between the City and the Association, no individual employee may make use of the provisions of this Article, except as expressly provided above. Section 8. Probationary Period All newly hired employees must serve a probationary period. The probationary period for newly hired employees shall be one year. The probationary period shall be extended for the number of work days equal to the number of work days an employee was absent in excess of 10 work days during the probationary period. The probationary period is an extension of the hiring process; therefore, the provisions of this Article (including the Just Cause Standards in Section 16.6) will not apply to employees if they Police Support Services Association Collective Bargaining Agreement—2020 Page 121 are discharged during their initial probationary period. Grievances brought by probationary employees involving issues other than discharge may be processed in accordance with this Article. ARTICLE 17 - EMPLOYER & EMPLOYEE RIGHTS Section 1. Discipline It is agreed that the employer has the right to discipline, demote, suspend, or discharge any employees for just cause. Section 2. Disciplinary Investigations In criminal matters, an employee shall be afforded those constitutional rights available to any citizen. In administrative matters relating to job performance, the following guidelines shall be as follows: a. "Interrogation" as used herein shall mean any questioning by an agent of the City who is conducting an investigation (as opposed to a routine inquiry) of the employee being interrogated, when the agent knows (or reasonably should know) that the questioning could result in employee discipline. b. Before interrogation, the employee shall be informed of the nature of the matter in sufficient detail to reasonably apprise him/her of the matter. Nothing herein shall operate as a waiver of the Association's right to request bargaining information. C. Any interrogation of an employee shall be at a reasonable hour, preferably when the employee is on duty, unless the'exigencies of the investigation dictate otherwise. d. Any interrogation shall take place at the City Police Department, except when impractical. The employee shall be advised of their right to and shall be allowed that PSSA representation to the extent allowed by the law. e. The questioning shall not be overly long and the employee shall be entitled to such intermissions as are reasonably necessary. f. The employee shall not be subjected to any offensive language or abusive questioning, nor shall he/she be threatened with dismissal, transfer or other disciplinary punishment as a guise to attempt to obtain his/her resignation. g. The Employer shall not require any employee covered by this Agreement to take or be subjected to a lie detector test as a condition of continued Police Support Services Association Collective Bargaining Agreement—2020 Page 122 employment. Nor shall polygraph evidence of any kind be admissible in disciplinary proceedings, except by stipulation of the parties to this Agreement. h. The Department may, and upon request will, tape record any interrogation. Upon request, a copy of the tape/transcript (if made) will be provided to the employee. Section 3. Psychological Evaluations The purpose of this Section is to balance the interest of the Employer in obtaining a psychological evaluation of an employee to determine the employee's fitness for duty and the interest of the employee in having those examinations being conducted unobtrusively, and so as to protect the employee's privacy. Generally, an evaluation will be ordered only if the employer has a reasonable concern that an employee is psychologically unfit to perform the job. a. Results of the Evaluation. The City shall provide the doctor with the employee's job description and other information necessary for the doctor to understand the duties and responsibilities of the employee. The doctor will issue a written report to the Employer and the employee. The only information which the doctor may disclose shall be whether the employee is fit or unfit for duty or requires modified work conditions, and the prognosis for recovery, and the reason why the doctor has reached those conclusions. Additionally, where the cause of the unfitness is duty-related, the doctor shall disclose that cause. If the doctor believes the employee is fit for duty but needs modified work conditions, the doctor will indicate what modifications are necessary and the extent or duration projected of the modification. The doctor will keep all data that has been made available to him or her confidential and not release it to any of the parties except the employee. Modified work conditions may include light duty assignments of limited duration. b. As used in this section, "doctor' refers to a psychologist or psychiatrist. ARTICLE 18 - COMPENSATION Section 1. Salaries a. The wage scale attached as Appendix A. Effective January 1, 2020 the wage scale will be increased by 2%. b. Paid Lunch. Refer to Section 4.1 Hours of Work Police Support Services Association Collective Bargaining Agreement—2020 Page 123 C. Extra-Duty Pay. Employees assigned as Records Training Specialists ("RTSs") shall receive an additional three (3) percent of the top step wage rate per month, as extra-duty pay for all time spent in the actual training of employees. The Property Evidence Technician, who has been trained and certified to test marijuana, shall receive an additional five (5) percent of top step wage rate per month, as extra-duty pay for all time spent in actually testing marijuana. d. On-Call Pay. Employees assigned as Animal Services Officers shall receive an additional three (3) percent of the top step wage rate for all time spent on-call to provide coverage for unscheduled absences shorter when the work schedule has not been adjusted. Section 2. Out of Class Extra Duty pay may be awarded to a single individual who, for a period of time exceeding thirty (30) calendar days, assumes substantial responsibilities when assigned to substitute in a vacant position, in addition to performing the duties of the position currently held. The vacancy may be due to termination, leave of absence, extended illness or other reasons approved by the Mayor or his/her designee. When such an assignment extends beyond thirty (30) calendar days, the employee may receive up to a ten percent (10%) increase for the entire extra duty time. The percentage of Extra Duty pay awarded will be determined by the department director, and funding for the additional compensation will come from the department budget. The added compensation will cease when the assignment ends. ARTICLE 19 - INSURANCE COVERAGE Section 1. Medical/Dental Plans a. The City shall pay each month one hundred percent (100%) of the premium necessary for the purchase of employee coverage and ninety percent (90%) of the premium necessary for the purchase of dependent coverage (excluding spouses who have other coverage available through his/her place of employment) under the Kaiser Permanente PPO Access or HMO insurance plans as selected by the employee. The City will reimburse actual expenses incurred in order to cover the annual deductible payments under the PPO Plan ($100 individual, max $300 family). b. The City offers a two tier co-pay for health insurance (Plan A and Plan B) depending upon participation in wellness. Employees will remain on the lower co- pay plan (Plan A) if they earn 1000 points (Biometric Screening and Healthscreening Questionnaire required and earns 500 points) by November 30 of each year in order to be eligible for Plan A in the succeeding year. Police Support Services Association Collective Bargaining Agreement—2020 Page 124 c. The City agrees to place the members and eligible dependents on dental coverage Plan F. Section 2. Life Insurance The City shall pay the entire premium for double indemnity life insurance coverage for each eligible employee in the bargaining unit. The City will determine the manner in which insurance coverage is secured. The amount of life insurance shall be equal to one times the employee's annual base salary to a maximum of $110,000 and a minimum of $25,000. ARTICLE 20 - FEDERAL WAY COMMUNITY CENTER PSSA members are eligible to receive membership at the Federal Way Community Center by signing up for a payroll deduction of six dollars ($6.00) per pay period. This membership is on a quarterly basis and enrollment must be received by the 15t" of the first month of the new quarter. Employees who visit the FWCC at least eighteen (18) times during the quarter will receive a fifteen dollar ($15.00) rebate check. Employees may only cancel their membership after the last payroll deduction for the quarter has been completed and upon written request. If an employee cancels their membership mid-year, they are not eligible to rejoin until the following calendar year. While the City anticipates adequate funding, should there be higher than projected use, passes will be issued as indicated above only until the funding is exhausted. Employees have the option to add family members at an additional cost. For more information please contact the Community Center directly. Community Center membership as described above is being provided on a trial basis and may be modified or discontinued at the sole discretion of the City. ARTICLE 21 - SUBSTANCE ABUSE POLICY No employee shall be required to take or be subjected to any random alcohol or drug testing as a condition of continued employment, except when: 1. the City has a "reasonable suspicion" that an employee may be under the influence of drugs or alcohol while on duty and/or 2. an employee who, while driving a City vehicle or while driving on City business, is involved in an accident which results in a serious injury or in which the employee is cited under local or state law for a moving traffic violation. ARTICLE 22 - PROBATIONARY EMPLOYEES All newly hired and promoted employees must serve a probationary period. The probationary period for newly hired employees shall end one year from the date the employee begins work for the City. The probationary period upon promotion shall be one year from the date of appointment. The probationary period shall be extended for Police Support Services Association Collective Bargaining Agreement—2020 Page 125 the number of work days equal to the number of work days an employee was absent in excess of 10 work days during the probationary period; provided that the taking of scheduled and approved vacation shall not be counted toward the ten day period for promotional probationers. The probationary period is an extension of the hiring process; therefore, the provisions of the grievance procedure will not apply to employees if they are discharged during their initial probationary period or are demoted during the promotional probationary period for not meeting the requirements of the classification. Grievances brought by probationary employees involving issues other than discharge or demotion may be processed in accordance with Article 17. ARTICLE 23 - TERM OF AGREEMENT The effective date of this Agreement is January 1, 2020 and shall remain in force until December 31, 2020. Any changes in wages, hours or working conditions from those previously in effect shall become effective upon the execution of this agreement unless a specific, different effective date is indicated for a particular change. Signed this 230!�day of AJpdt :6 2020, at Federal Way, Washington. City of Federal Way Police Support Services Association q6j"4M'I'a jo Ferrell, Mayor Karen Gross i kle, President Approved as to form: J. Ryan Call, City Attorney Police Support Services Association Collective Bargaining Agreement—2020 Page 126 APPENDIX A WAGES GENERAL WAGE ADJUSTMENTS: Effective January 1, 2020 a 2.0% increase Customer Service 3816 3976 4144 4318 4502 4828 Specialist(a18) Records Specialist(a18) 3816 3976 4144 4318 4502 4828 Administrative Assistant 1 3816 3976 4244 4318 4502 4828 (a18) Property/Evidence Tech. 4005 4176 4354 4536 4728 5066 1220) -. Animal Services Officer 4445 4636 4834 5036 5249 5625 (a24) Public Records 4790 4991 5200 5418 5647 6053 Coordinator(a27) CALEANolunteer 5105 5323 5548 5781 6025 6458 Coordinator(a30 Crime Analyst and 5105 5323 5548 5781 6025 6458 Prevention Specialist a30 Quartermaster(a30) 5105 5323 5548 5781 6025 6458 Transport Officer(a30) 5105 5323 5548 5781 6025 6458 Crime Analyst/Prevention 5364 5588 5822 6069 6323 6779 Program Coordinator(a32) Police Support Services Association Collective Bargaining Agreement—2020 Page 127