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B. Employees may utilize sick leave for the hours missed when first notified
of deaths, unless it is at the beginning of their normal tour of duty.

Cc. If for reasons which would require out-of-state travel to the funeral
services or due to the actual date of the funeral services, the Chief of
Police or designee may allow a delay in the commencement of the three
consecutive business bereavement leave days for full-time/part-time
employees.

D. At the discretion of the Chief of Police or a Deputy Chief, the three

consecutive business days may be broken up between the initial
notification and the actual day of the funeral services.

Appropriate Form Required:

The appropriate NPD Form shall be completed for all usage of bereavement leave.

Immediate Family Defined:

The immediate family includes your spouse and the following relatives of you or your
spouse: Children, Stepchildren, Brother, Stepbrother, Sister, Stepsister, Parents,
Stepparents, Grandparents, Step-Grandparents, Grandchildren, Mother-in-Law, Father-in-
Law, Brother-in-Law, Sister-in-Law, Daughter-in-Law, Son-in-Law, or Ward/Relative
living in the home.

Domestic Partner:

The immediate family may also include an employee's domestic partner; however,
Management reserves the right to determine the circumstances under which a “domestic
partner" qualifies under this Article.

Disputes:

Disputes concerning Bereavement Leave shall be subject to the Grievance Procedure
through STEP 2 at which point the decision shall be final and binding upon the parties.

ARTICLE 19
LEAVES OF ABSENCE

Military Leave of Absence:

If a regular full-time employee or Detention Specialist must leave city employment to
enter directly into active service in the armed forces of the United States involuntarily, he
shall be granted a military leave of absence for the anticipated length of such service.
The employee will be allowed seniority credit for the time spent in the armed forces.

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Exhibit C- Published service rates

TABLE 1: Service rates 10/01/2021 to 09/30/2022

Monday-Friday 7:00 AM-3:30 PM} Regular Time | $199.00/hr.
Regular Travel | $199.00/hr.

Monday-Friday 3:30 PM-7:30 PM Overtime $259.00/hr.
Overtime travel | $259.00/hr.

Monday-Friday 7:30 PM-7:00 AM | Premiumtime | $299.00/hr.
Premium travel | $299.00/hr.

Saturday First 12 hours Overtime $259.00/hr.
Overtime travel | $259.00/hr.

Saturday After 12 hours | Premiumtime | $299.00/hr.
Premium travel | $299.00/hr.

Sundays/Holidays All hours Premium time | $299.00/hr.

Premium travel

$299.00/hr.

The employee is entitled to reinstatement to the position he held or one of like status and
pay if a vacancy is open within the city, provided that the employee accepts release from
active service at the earliest possible date and request reinstatement within ninety (90)
days after release.

If a regular full-time employee is called to serve not more than a seventeen-day annual
training tour of duty with the National Guard or Armed Forces Reserve, he shall be paid
the difference between his pay for such government service and the amount of straight
time earnings lost by him by reason of such service, if any, based on the employee's
regularly scheduled straight time rate. Such payments shall be made following the
showing of satisfactory evidence of the amount of pay received for such service. The
employee will continue accrual of sick and vacation time during this time and shall not
lose any benefits.

If a regular full-time employee is called into active duty with the National Guard or
Armed Forces Reserve for more than 17 days, he shall not be paid the difference between
his pay for such government service and the amount of regular straight time earnings.
The employee may request payment of his sick and vacation accrual balances (subject to
accumulation restrictions) or these accruals may remain as balances until he returns to
city employment. He shall not accrue sick and vacation time during the military leave of
absence and his benefits will be as indicated below:
A. More than 17 days, less than 6 months.....Full benefits
B. More than 6 months:
1. No benefits;
2. Allowed seniority credit for the time spent in the armed forces;

3. Insurance benefits available under COBRA provisions.

Part-Time Employees:

Part-time employees are eligible for paid or unpaid personal leaves of absence. By law,
employees are eligible for Family Medical Leave if they have been employed at least
twelve (12) months and worked at least 1,250 hours during the twelve (12) months
immediately preceding the commencement of the leave.

Paid Leaves of Absence:

With prior approval, and at the sole discretion of the Chief of Police, paid leaves of
absence may be granted to regular full-time employees due to personal illness up to six
(6) weeks. The paid leaves of absence are limited to an employee's total accruals of sick
and vacation time.

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Full-time employees continue to accrue sick and vacation time while on paid leaves of
absence. A leave of absence shall be charged first against the employee's accumulated
sick leave and then against the employee's accumulated vacation time.

Unpaid Leaves of Absence:

1. With prior approval, and at the sole discretion of the Chief of Police,
unpaid leaves of absence may be granted to regular full-time employees
due to personal illness up to forty-five (45) continuous days. Full-time
employees do not accrue sick and vacation time while on unpaid leaves of
absence. During an unpaid leave of absence for personal illness, the City
will continue to pay its portion of applicable insurance premiums up to six
(6) months. An employee will continue to pay their portion(s) of
applicable insurance premiums during this six-month period. Thereafter,
the employee shall pay 100% of the cost if he wishes to continue
applicable insurance coverage.

2. To continue any applicable insurance benefits during an unpaid leave of
absence for other reasons than personal illness, it shall be the employee's
responsibilities to assume payment of the full premiums (100%) at the
time of leave. Payment of applicable insurance premiums during an
unpaid leave of absence must be arranged in advance with the Human
Resource Department and the Insurance Department.

3. At no time shall an unpaid leave of absence extend beyond 45 continuous
days unless authorized by the Chief of Police. If the member can meet the
eligibility requirements as set by the City's Disability Income Plan, he may
apply for the Long Term Disability Benefit. (Cite Article 31.)

If the Department's operations are affected due to the length of the unpaid leave of
absence and a medical authority cannot determine when the employee is able to work, it
shall be the Chief of Police’s discretion to hire a temporary or regular replacement. If
the employee is able to recover from the disability during the limitation period of the
long-term disability benefit and the Commission is satisfied with the recovery, he will
have preference over applicants outside the City to apply for any position within the City
that he is qualified for. If the employee cannot recover during the limitation period as
described above, the employee shall be terminated.

ARTICLE 20
PERSONAL DAYS

Regular Full-Time Employees:

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A. For the purpose of this Article the words “personal day” means a day,
when an employee is excused from active duty for personal reasons.

B.
day, Employees are entitled to five (5) personal days per calendar year
deducted from sick leave. If no sick time is accrued the employee is not
eligible to receive a personal day deducted from sick leave. Employees are
entitled to one (1) personal day not deducted from sick leave per calendar
ear.
Cc.

Personal days may be taken in half day increments only if being deducted
from sick leave.

Dd. Personal-days-may—be-taken-in-half-dayinerements: Personal days cannot
be carried over from one calendar year to another.

ae Ld

Pj aes

Bareraph”

Approval of Personal Leave:

A‘ andarthis section), siek-days-ac-peroonal-deys:

Personal Leave must be approved by your supervisor prior to the date of such personal
day, except in an emergency. If approved, the appropriate form will be completed by the
supervisor or employee. The form will be forwarded to the Financial Services Division.
Except in cases of emergency, the form will be approved/disapproved (pending the
availability of accrued sick leave), and the employee will be notified by the Bureau
Commander or designee of its approval or disapproval.

Provisions:

* A personal day's approval is subject to potential workloads, manpower
requirements, and any possibility of an emergency situation as determined by the
Chief of Police or designee.

« Once a personal day is approved and the date is to be changed or canceled by the
employee, the employee must reapply.

e The approved personal day is subject to recall by the Chief or designee due to
potential workloads, manpower requirements, and any emergencies that may

arise.

* Personal days shall not be taken more than two at a time unless approved by the
Chief of Police or designee.

Disputes:

Disputes concerning personal days shall follow the Grievance Procedure through STEP 3,
at which point, the decision shall be final and binding upon the parties.

ARTICLE 21!
EXCHANGE OF WORKDAYS

For the purposes of this Article, the words “Exchange of Workdays” means one normal
workday and such exchange shall be for each other's position’s duties, unless otherwise
approved by the Chief of Police or his designee.

A.

Exchanges of workdays are limited to individuals who have been cross-
trained to adequately cover the other position as determined and approved
by their bureau commanders or supervisor.

The number of swaps allowed per individual shall be limited to ten per
quarter if approved in advance by his supervisor/bureau commander and it
does not interfere with normal operations, training conducted by the
department, cause the need to hire overtime, and if paid back within six
(6) months.

An employee is allowed to swap with himself. Limited to ten_swaps per
quarteryear, if approved in advance by his supervisor/bureau commander
and it does not interfere with normal operations, training conducted by the
department, cause the need to hire overtime, and if paid back within six
(6) months. ** If during the life of this contract_Administration
determines that Fleet Maintenance employees will revert back to working
on weekends Section C will revert back to its previous language of 10

swaps per quarter per year.

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D. Written advanced notice signed by both employees involved in the
exchange is given to the Chief or his designee two (2) days prior to each
exchange of workday desired; (The two (2) day notice period may be
waived at the discretion of the Chief or his designee.)

E. The swap of either employee involved does not result in an employee
working more than 16 hours in one work day;

F. The swaps do not result in interference with scheduled training or
otherwise interferes with other duties or assignments or the operations of
the department;

G. If an employee involved in such exchange calls in sick on the exchange

day, that employee shall lose one normal work day of sick leave;
H. No additional swaps will be allowed for the original swap date; and,

I. An employee paying back a swap will be eligible to receive a personal day
or vacation day for the original swap date. However, approval of a
personal day or vacation day shall not supersede a request for personal day
or vacation leave by permanently scheduled personnel on that shift.

Detention Specialists:

Detention Specialists may exchange workdays (considered a "swap") with other
Detention Specialists in the same bargaining unit on other shifts upon approval of the
appropriate Uniform Field Operations Bureau Commanders or designees as delineated in
the policies listed above. Detention Specialists cannot exchange workdays with Police
Officers.

Disputes:

Disputes concerning Exchange of Workdays shall follow the Grievance Procedure
through STEP 3, at which point, the decision shall be final and binding upon the parties.

ARTICLE 22
SHIFT EXCHANGES

For the purposes of this Article, the word "shift" means, "in excess of one normal
workday." This Article shall pertain only to personnel who hold the position of Records
Tech I & II and Detention Specialists.

With prior approval and at the sole discretion of the Chief or his designee, employees
may exchange shifts if both employees involved agree; provided that:

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A. Written advanced notice signed by both employees involved in the
exchange is given to the Chief or his designee two (2) weeks prior to each
exchange of shift desired and included are the reasons thereof; The two (2)
week notice period may be waived at the discretion of the Chief of Police
or his designee.

B. Both employees have the same position or have been cross-trained to
adequately cover the other position as determined and approved by their
bureau commander or supervisor;

C. Detention Specialists cannot exchange shifts with Police Officers;

D. No more than two (2) shift exchanges involving four (4) employees shall
be allowed at any one (1) time;

E. Both employees agree to swap day off groups of each other and shall not
be eligible to receive compensatory time off due to the change of days off
or to receive overtime; the timing of the commencement of the shift
exchange will be such that it results in no employee working more than 40
hours in any week due to the exchange.

ARTICLE 23
WAGES

Wage Compensation Ranges:

The compensation range for each position is set forth in this article under Schedule "A
&B" based on labor grade assignments and Fiscal Years.

Newly hired or transferred employees shall start at the appropriate wage step based on
pertinent years of experience that can be directly related to the new position's duties, as
well as the wages of other bargaining unit members in the same labor grade.
Management reserves the right to determine the number of years of directly related
experience based on the information supplied by the employee and verified by
Management.

Wage Increases:

A. Fiscal Year 20242023: On July 1, 20202022, Schedule A shall become
effective. Employees on the active payroll shall receive a 2.75% wage
increase.

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B. Fiscal Year 20222024: On July 1, 20242023, Schedule B shall become
effective. Employees on the active payroll shall receive a 2.75 % wage

increase.

C. Fiscal Year 2025: On July 1, 2024, Schedule C shali become effective.
Employees on the active payroll shall receive a 2.875% wage increase.

BD. Fiscal Year 2026: On July 1, 2025, Schedule D shall become effective.
Employees on the active payroll shall receive a 2.875% wage increase.

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+ $32,406 | 544 $45,096.58
2 $32,650 | 345.40 $45,278.05
3 $33,393 | 346.05 $46,943.55
4 S324) sted $48,208.35
5 $25,203 | i46.02 $49,540.56
6 $36,368 | $4748 $51,423:54
7 $37.305 | St1e.t6 $54,092.62
g $39,053 | $18.75 S50 F945
9 $40552 ) 12:50 $59,278.99
46 tHe | $648 S6l,155.21
44 $46424[ S2243 565,001}
42 $50,395 | o24 25 SF4, 20702
43 boo? | 426.36 $20,933.92
14 $50.27 | $28.56 $88,480.75
4 ¥S2 406 | ah SAG, 23614
2 ha2630 | $45.70 $47,139.70
3 543,392 | 446.05 $48,234.40
4 eee | bss $49,534.08
5 $35,203 | $416.92 $50,002.93
6 436368 | O17 48 1]. satel
7 SFRSOE | 48.15 Shs SFO SS
& $30,052 | $45.56 $58,032.63
9 $46,552 | 419.56 S096
46 feito | 320.8 $63,145.22
4 $46.654 | $2143 $70,595.18
42 $50,305 | $24.23]. $76,350.42
43 $54,822] 92626 SES ASSES
44 $590971 | $28.50 $90,913.97

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