b. Time Available Before Use: Employees will have the appropriate time accrued before
use of vacation time is approved. Under special circumstances, an employee may be
allowed to take vacation time if it has not yet been accrued if authorized by the Chief of
Police or designee.
3. After approval, the form will be sent back to the employee’s Bureau Commander or designee,
and the employee will be notified.
F.
G.
H.
Responsibilities of Supervisors: Potential workloads, manpower requirements, or any possibility
of an emergency situation are considerations of a supervisor before approving usage, as well as
the circumstances explained in Paragraphs “D” and “E” below.
1. Block Weeks: Upon receipt of the vacation request, supervisors will respond as soon as
possible, but within two (2) weeks of receipt of the block week vacation request.
TRANSEERS FROM ANOTHER CITY BARGAINING UNIT OR OTHER CITY DEPARTMENT:
A.
B.
Full-Time Employees: If a full-time employee transfers from another City bargaining unit or other
City Department, he/she shall be paid for all accrued vacation leave by the appropriate City
Department and shall not transfer any vacation accruals. The full-time anniversary date of
continuous City employment shall be used to calculate a full-time employee's length of service for
accrual purposes.
Part-Time Employees:
D.
1. 0-4 years of continuous service: 13 days per year for a total of 104 hours
2. 5-9 years of continuous service: 17 days per year for a total of 136 hours
3. 10-14 years of continuous service: 24 days per year for a total of 192 hours
4. 15-19 years of continuous service: 25 days per year for a total of 200 hours
5. 20-29 years of continued service: 29 days per year for a total of 232 hours
6. 30 years or more of continued service: 30 days per year for a total of 240 hours
SECTION C
PROCESSING OF GRIEVANCES
Each grievance will be processed separately under the Grievance Procedure.
SECTION D
EXTENSIONS OF TIME LIMITS
EXTENSIONS OF TIME LIMITS:
The parties recognize that after STEP 1 of the grievance procedure, additional time may be required by
both parties to process the grievance. The parties may agree in writing to extend any of the time limits set
forth in any steps of the grievance procedure.
D. The Board of Police Commissioners will reply in writing to the grievant(s) and the Union within
fifteen (15) working days after the grievance is presented during the scheduled Commission's
regular monthly or special meeting.
STEP 5.
C. If the grievance is with the employee’s/employees’ immediate supervisor, he/she may go to STEP
2.
STEP 2.
A. Failing a settlement at STEP 1 or expiration of the response time limit, the grievant(s) and the Union
may present the grievance in writing to the Divisional Supervisor, Bureau Commander, or
appropriate Deputy Chief within ten (10) calendar days after the reply in STEP 1.
B. If the grievance is with the employee's/employees’ Divisional Supervisor, Bureau Commander, or
Deputy Chief, he/she or they may go to STEP 3.
PAYMENT FOR REGULAR WORK WEEK:
Itis understood that time spent by Union Representatives, witnesses, or a representative of the employee's
choice in settling issues, processing matters through the grievance procedure, attending disciplinary
sessions with supervisors, and attending disciplinary and administrative hearings before appropriate
authorities shall not be paid for if they are off duty. They shall only be paid for their regularly scheduled
workweek.
ARTICLE 12: GRIEVANCE PROCEDURE
DEFINITION:
A.
No more than three (3) representatives of the Union shall be designated to attend collective
bargaining meetings with the Commission or its representatives.
No essential employee, as defined under Article 3, entitled, “Definitions,” shall attend negotiating
meetings who is normally scheduled for duty during the time the meeting is being held.
C. The foregoing Management Rights are set out for purposes of illustration and not limitation; the
Commission retains all such rights, powers, and authority not otherwise specifically relinquished,
restricted, or modified by the terms of this Agreement, whether exercised or not.
ARTICLE 9: UNFAIR LABOR PRACTICES & STRIKES PROHIBITED
A. Unfair Labor Practices: It is agreed that the exclusive representative of the bargaining unit will
not:
