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1. Contract Ratification - Kalispell Police Association4D City of Kalispell Post Orrice Box 1997 - Kalispell, Montana 59903-1997 - Telephone (406)758-7700 Fax(406)758-7758 REPORT TO: Honorable Mayor and City Council FROM: Chris A. Kukulski, City Manager SUBJECT: Three -Year Contract with the Kalispell Police Association MEETING DATE: June 4, 2001 BACK GROUND: I am extremely pleased to announce that the administration and Police Association have arrived at a three-year contract from July 1, 2001 through June 30, 2004. The administrative negotiation team was made up of Marti Hensly, Frank Garner and myself and the Association was represented by Roger Nasset, Wade Rademacher, Jim Brenden, Scott Warnell, Allen Bardwell, and Mark Mulcahy. Everyone involved approached the process with respect and a willingness to find a win/win solution to resolving the contract. We meet throughout the day on May 24`" and after fourteen hours we arrived at the enclosed contract. I firmly believe that the proposed contract is beneficial to both the City and Association. The following seven components were included in the final proposal that was signed by the city and association: Pay increase first year 3.3% includes longevity pay, second year 3.4% includes longevity pay and third year 3.5% includes longevity pay. Explanation: The first year increase of 2.13% + the longevity step = an average base wage increase of 3.3% (see Schedule A of the Contract) this base wage increase is identical to the recently approved one year Fire Contract. The second year increase of 2.29% + the longevity step = an average base wage increase of 3.4% (see Schedule B of the Contract). The third year increase of 2.4% + the longevity step = an average base wage increase of 3.5% (see Schedule C of the Contract). 2. Additional $300 per year for safety equipment/uniform allowance paid 7/10 of each year on separate paycheck. Explanation: Currently the officers receive $300 for their "uniform allowance" this second issue is an additional $300 per man per year for safety equipment/uniform. A new officer spends approximately $2,000.00 on uniforms and equipment in the first year of employment. Officers are now required to purchase some safety equipment at their own expense because of changing trends in law enforcement. Officers must purchase items such as puncture resistant Kevlar gloves to defend against puncture wounds from needles found during searches with the money they receive for safety equipment reimbursements. Officers routinely spend between $400.00 and $600.00 maintaining their uniforms and equipment in subsequent years of employment. 1 3. Comp time buy back, anything over 440 hours could be cashed in up to 80 hours (additional 40 hours). November 1 separate paycheck. Explanation: This will allow us to reduce our un-funded liability. Currently only three officers qualify for this measure. 4. SGTS. And SSGT. pay increased I % first contract year. Explanation: The additional 1% cost the city approximately $3,000 annually. 5. Change Page 1 under Definitions to read Police Officers. Change Article I, Section 3 to read "Further, any individual policeman police officer.........". Also Article III, "The parties recognize that all gekeemen police officers........". All other references to policeman or policemen changed to appropriate language. Explanation: An overdue language change. 6. Delete "(Senior Sergeant assigned to Uniform Patrol Division only)" on Schedule A, B & C. Explanation: This language conflicted with the inherent managerial rights clause. 7. Add one personal day. Explanation: Current language allows for these days to be taken only when it will not require the department to call in additional help to cover the shortage. This is a no added cost item but does result in a loss of manpower equivalent to approximately $4,700. Attached is a cost out sheet that details this proposal and a copy of the proposed agreement. I would like to thank the administrative negotiation team and also the union negotiation team, everyone handled themselves professionally and truly worked as a team to come up with this three-year contract. RECOMMENDATION: The City Council approve the attached three-year contract between the City and Police Association. FISCAL EFFECTS: The total amount of "new money" in this contract is $111,261. This is broken down into year one $41,779, year two 33,660 and year three $35,822. ALTERNATIVES: As suggested by the Council. Respectfully submitted, CAJ-�A A• Chris A. Kukulski City Manager Report compiled April 18, 2001 2 AGREEMENT Between the CITY OF KALISPELL, Flathead County, Montana, and the KALISPELL POLICE ASSOCIATION, through June 30, 2004. THIS AGREEMENT, made and entered into this first day of July, 2001, by and between the CITY OF KALISPELL, Flathead County, Kalispell, Montana, hereinafter referred to as the "Employer" and the KALISPELL POLICE ASSOCIATION, hereinafter referred to as "Association". PURPOSE This Agreement is entered into pursuant to and in compliance with the Montana Public Employees" Collective Bargaining Law, Title 39, Chapter 31, MCA, as amended, to provide the terms and conditions of employment for employees that are covered by this Agreement and for the duration of this Agreement. DEFINITIONS SECTION 1. TERMS AND CONDITIONS OF EMPLOYMENT Terms and Conditions of Employment shall mean wages, hours, fringe benefits, and other conditions of employment subject to those limitations defined as management rights and prerogatives by the Montana Public Employees' Collective Bargaining Law, Title 39, Chapter 31, MCA, as amended. SECTION 2. CITY The term "City" shall mean City of Kalispell, Kalispell, Montana, the employer. SECTION 3. POLICE OFFICERS The terms "Police", "Police Officer" or "Officers" as used herein shall mean a member of the appropriate unit as defined in this Agreement. 01 not be granted if, in the opinion of the city, such leave would create a hardship on the remaining members of the Police Department. The aggregate number of days under this section shall not exceed nine (9) days per year. Further, any individual police officer shall not be allowed to use more than three (3) days of the aggregate number of leave days permitted under this Section. SECTION 4. RESIDENCY REQUIREMENTS The Employer shall not impose any restrictions on the employee regarding residency requirements. ARTICLE II: CITY RIGHTS SECTION 1. INHERENT MANAGERIAL RIGHTS The exclusive representative recognizes that the City is not required to and is not permitted to meet and negotiate on matters of managerial prerogatives, which include but are not limited to the following: directing employees' hiring, promoting, transferring, assigning, and retaining employees; relieving employees from duties because of lack of work or funds or under conditions where continuation of such work would be inefficient and non -productive; maintaining the efficiency of government operations; determining the methods, means, job classifications, and personnel by which government operations are to be conducted; taking whatever actions may be necessary to carry out the missions of the Police Department in situations of emergency; and establishing the methods and processes by which work is performed. The exclusive representative further agrees that all management rights, functions and prerogatives, not expressly delegated in this Agreement, are reserved to the City. SECTION 2. MANAGEMENT RESPONSIBILITIES The parties recognize the right and obligation of the City to efficiently manage and conduct the operation of the City within its legal limitations and with its primary obligation to provide a proper service to the community. ARTICLE III: EFFECT OF LAWS, RULES, AND REGULATIONS The parties recognize that all police officers covered by this Agreement shall perform the duties and services prescribed by the Chief of Police or City Manager. The parties also recognize the 3 national origin, age, sex, marital status, number of dependents, or political affiliations. SECTION 5. It is understood that the services performed by the City employees are essential to the public health, safety, and welfare of this community. The Association, therefore, agrees that during the term of this Agreement, the Association will not engage in a strike or work stoppage. Likewise, the Employer agrees that during the terms of this Agreement, there shall be no lock -outs of the employees. SECTION 6. The Employer agrees not to discharge any employee without just cause after such employee has successfully completed his/her probationary period. ARTICLE V: HOURS OF WORK AND OVERTIME SECTION 1. STARTING TIMES AND WORK SCHEDULES The starting times and work schedules will be as determined by the Chief of Police. Shift changes shall not be made for disciplinary purposes. SECTION 2. SHIFT ROTATION The rotation of personnel between shifts shall be minimized within the limitations of providing an adequate and efficient work force at all times. Employees will be notified at least twenty-four (24) hours prior to any change from their normal scheduled tour of duty. In the case of an employee being on his regular scheduled days off, he will be personally notified of any change to his regular report back time. If this is not possible, an alternate change with another member will be made by the supervisor in charge of scheduling work time. SECTION 3. TRAVEL TIME In the event an employee is directed by the Chief of Police to attend training schools, time spent traveling to attend school, or a job related training session away from the City, and return, shall be counted and compensated. 5 The wages and base rates of pay as specified in Schedule "C are for the period from July 1, 2003 to June 30, 2004. SECTION 3. Effective January 1, 2002, employees who receive an increase in pay as set forth in Schedule "B" will be subject to the anniversary date provisions of Schedule "B". Effective January 1, 2003, employees who receive an increase in pay as set forth in Schedule "C" will be subject to the anniversary date provisions of Schedule "C". SECTION 4. The Chief of Police and the City Manager may advance an employee one (1) pay grade on Schedule "A", "B" and "C" on the basis of demonstrated ability and job performance. SECTION 5. In addition to the Schedules "A", "B" and "C", supra employees possessing an Associate of Arts/Sciences or Bachelor of Arts/Sciences degree from an accredited college or university in law enforcement or a related field shall receive an additional sum of two percent (296) to be calculated on the base pay. To qualify, an employee must submit to the City a certified copy of the institution's official transcript conferring the degree. Employees qualifying for the educational increment during the term of this Agreement shall be compensated from the first day of the month next succeeding attainment of the appropriate degree. SECTION 6. a. Employer agrees to allow to forty (40) hours of November ls`, by separate covered employees to cash in up accrued compensatory time each check. b. Notwithstanding paragraph a, above, any police officer accumulating 440 or more hours of compensatory time may cash an additional forty (40) hours each November 1a6, by separate check. 7 covered by this Agreement may contribute accrued sick leave hours to a pool and request that sick leave hours be provided from the pool, subject to the following: A. Contributions to the sick leave pool by covered employees may only be made, voluntarily and irrevocably, in eight (8) hour increments, subject to a forty (40) hour per year maximum, and the amounts so contributed shall be deducted from employee's accrued sick leave carried by the City. B. The Kalispell Police Association shall administrate the granting of sick leave benefits to covered employees from the pool, provided that no covered employee shall receive more than two hundred and forty (240) hours of pool benefits in any twelve month period. C. A covered employee is not eligible to receive sick leave from the pool unless and until he/she has exhausted all accrued sick leave, vacation leave, other paid leave and compensatory time. D. A covered employee is not eligible to receive sick leave from the pool if that employee is on workers' compensation or is no longer employed by the City as a result of resignation, retirement, discharge or lay off. B. JURY DUTY SECTION 1. Jury Duty shall be governed by Section 2-18-619, MCA, as amended. C. ANNUAL VACATION SECTION 1. Vacation shall be accrued in accordance with the following schedule: WORKING YEARS OF EMPLOYMENT HOURS CREDIT 1 day through 10 years 120 10 years through 15 years 144 0 D. EMERGENCY LEAVE SECTION 1. An employee may be granted a leave at the discretion of the Chief of Police of no more than one (1) day per year, non -accumulative, the day to be deducted from sick and bereavement leave, for emergency situations that arise requiring the employee's personal attention which cannot be attended to when work is not in session and which are not covered under other provisions of this Agreement. SECTION 2. Requests for emergency leave must be made in writing to the Chief of Police at least three (3) days in advance, whenever possible. The request shall state the reason for the proposed leave. The Chief of Police reserves the right in his sole discretion to refuse to grant such leave if under the circumstances involved, he determines such leave should not be granted. All leaves must have prior approval, and at no time shall more than one (1) employee be granted emergency leave. E. MEDICAL LEAVE SECTION 1. An employee who is unable to work because of illness or injury and who has exhausted all sick leave credit available shall, upon request, be granted a medical leave of absence, without pay, up to six (6) months. The Employer may, in its sole discretion, renew such leave. SECTION 2. A request for leave of absence or renewal thereof under this section shall be accompanied by a written doctor's statement outlining the conditions of health and estimated time at which the employee is expected to be able to assume his normal responsibilities. F. GENERAL LEAVE SECTION 1. Employees with a minimum of five (5) years of experience in the Police Department may apply for an unpaid leave of 11 ARTICLE VIII: HOLIDAYS SECTION 1. The following are established as city holidays for the duration of this Agreement: 1) New Year's Day 1st day of January 2) Martin Luther King's Day 3rd Monday in January 3) President's Day 3rd Monday in February 4) Memorial Day Last Monday in May 5) Independence Day July 4 6) Labor Day 1st Monday in September 7) Columbus Day 2nd Monday in October 8) Veterans' Day November 11 9) Thanksgiving Day 4th Thursday in November 10) Christmas Day December 25 11) State Election Day Even numbered years SECTION 2. It is understood and agreed between the City and the Association that twelve (12) holidays have previously been rolled into the base pay of the employees covered by this Agreement. SECTION 3. A. In the event, the legislature of the State of Montana or the City Council of the City of Kalispell shall by law or ordinance establish any holidays in addition to the ones enumerated above, the holiday, so established shall be granted to employees covered by this Agreement. B. In the event, additional holidays are established, employees covered by this Agreement shall receive eight (8) hours of holiday pay for each holiday established. The basis for holiday pay shall be the regular hourly rate of pay for the entitled employee. The holiday pay so established shall be averaged and added to the employee's monthly salary. ARTICLE IX: VACANCIES AND PROMOTIONS SECTION 1. Any employee covered by this Agreement who is required to accept the responsibilities and carry out the duties of a position or rank above that which he normally holds shall be paid at the rate for that position or rank while so acting. 13 ARTICLE XIII: EMPLOYEE FRINGE BENEFITS SECTION 1. MEDICAL INSURANCE A. For the period of this Agreement commencing on July 1 2001 through June 30, 2004, the City shall determine the insurance carrier and contribute the amount determined by the employee's status (single, married, or family) up to the following amount: Single $189.00 Married $399.00 Family $464.00 each month toward Health Insurance Coverage. B. During the term of this Agreement, the City"s contribution to health insurance coverage for employees shall be capped as above -specified. Employees covered by this Agreement shall pay any increase in the cost of health insurance above the cap. C. Physicals - The City agrees to cover the cost not cover- ed by the City's Health Insurance policy for biennial physicals for all bargaining unit employees. D. Said coverage shall remain equal to or better than the coverage of July 1, 2001. SECTION 2. RETIREMENT BENEFITS The Employer and Association shall continue retirement contributions to the present plan. SECTION 3. UNIFORM AND CLEANING ALLOWANCE this eontract in 1999— The employer shall pay $300 each da-nuarp July, 2e8e and $300 each January, by separate check, thereafter during the term of this Agreement as a Safety Equipment/Uniform and Cleaning Allowance. It is understood and agreed between the parties hereto that the Uniform and Cleaning Allowance heretofore included as a separate item of compensation under previous collective bargaining agreements, except the $300 stated above, has been, 15 SECTION 2. TIME LIMITATION AND WAIVER Grievances shall not be valid for consideration unless the grievance is submitted in writing to the Employer, setting forth the facts and the specific provisions of the Agreement allegedly violated and the particular relief sought within ten (10) days after the date of the first event giving rise to the grievance occurred. Failure to file any grievance within such period shall be deemed a waiver thereof. Failure to appeal a grievance from one level to another within the time periods hereafter provided shall constitute a waiver of the grievance. An effort shall first be made to adjust an alleged grievance informally between the employee and the Employer's designee. SECTION 3. ADJUSTMENT OF GRIEVANCE The Employer and employee shall attempt to adjust all grievances which may arise during the course of employment of any employee within the City in the following manner: If the grievance is not resolved through informal discussions, the Employer's designee shall give a written decision on the grievance to the parties involved within ten (10) days after receipt of the written grievance. 2. LEVEL II In the event the grievance is not resolved in Level I, the decision rendered may be appealed to the Chief of Police, provided such appeal is made in writing within five (5) days after a receipt of the decision in Level I. If a grievance is properly appealed to the Chief of Police, the Chief of Police or his designee shall set a time to meet regarding the grievance within fifteen (15) days after receipt of the appeal. Within ten (10) days after the meeting, the Chief of Police or his designee shall issue a decision in writing to the parties involved. 3. LEVEL III If the grievance has not been grievance may be presented to tion. The Mayor reserves the review the grievance, but must fifteen (15) days after receipt resolved at Level II, the the Mayor for considera- right to review or not make the decision within of the written appeal. In 17 3 0 5 R � The grievance shall be heard by a single arbitrator and the parties shall have the right to a hearing at which both parties will have evidence, offer testimony, oral or written arguments the arbitrator. DECISION the opportunity to submit present witnesses, and make relating to the issues before The decision by the arbitrator shall be rendered within thirty (30) days after the close of the hearing. Decisions by the arbitrator in cases properly before him shall be final and binding upon the parties, subject, however, to the limitations of arbitration decisions as provided by Montana law. EXPENSES Each party shall bear its own expenses in connection with arbitration, including expenses relating to the party's representative, witnesses, and any other expenses which the party incurs in connection with presenting its case in arbitration. A transcript or recording shall be made of the hearing at the request of either party. The parties shall share equally fees and expenses of the arbitrator, the cost of the transcript or recording if requested by either or both parties, and any other expenses which the parties mutually agree are necessary for the conduct of the arbitration. However, the party ordering a copy of the transcript shall pay for such copy. JURISDICTION The arbitrator shall have jurisdiction over disputes or disagreements relating to grievances properly before the arbitrator pursuant to the terms of this procedure. The jurisdiction of the arbitrator shall not extend to proposed changes in terms and conditions of employment as defined herein and contained in this written Agreement; nor shall an arbitrator have jurisdiction over any grievance which has not been submitted to arbitration in compliance with the terms of the grievance and arbitration procedure as outlined herein; nor shall the jurisdiction of the arbitrator extend to matters of inherent managerial policy. In considering any issue in 19 SECTION 2. EFFECT This Agreement constitutes the full and complete Agreement between the City and Association. Any matter relating to the current contract, whether or not referred to in this Agreement, shall not be open for negotiations during the term of this Agreement. SECTION 3. SEVERABILITY The provisions of this Agreement shall be severable, and if any provision thereof or the application of any such part or provision under any circumstances is held invalid, it shall not affect any other provision of this Agreement or the application of any provision thereof. ARTICLE XIX: AMNESTY No employee of the City and/or elected official will discriminate, discharge, discipline, harass, coerce, slander, intimidate, non - cooperate or not work with any city employee, member of the public, City Council and/or merchant because of their participation or non - participation in the arrival of this Agreement. IN WITNESS WHEREOF, the parties have executed this Agreement this day of , 2001. CITY OF KALISPELL By: City Manager KALISPELL POLICE ASSOCIATION By: President By: Chief Negotiator By: Chief Negotiator SCHEDULE B: 2002/2003 2.29% $16.45 Base Pay: $16.83 CURRENT HOURLY YEARS INDEX RATE 0 1.0000 $16.83 1 1.0130 $17.05 2 1.0260 $17.26 3 1.0390 $17.48 4 1.0520 $17.70 5 1.0650 $17.92 6 1.0780 $18.14 7 1.0910 $18.36 8 1.1040 $18.58 9 1.1170 $18.80 10 1.1300 $19.01 11 1.1430 $19.23 12 1.1560 $19.45 13 1.1690 $19.67 14 1.1820 $19.89 15 1.1950 $20.11 16 1.2080 $20.33 17 1.2210 $20.55 18 1.2340 $20.76 19 1.2470 $20.98 20 1.2600 $21.20 21 1.2730 $21.42 22 1.2860 $21.64 23 1.2990 $21.86 24 1.3120 $22.08 25 1.3250 $22.30 SERGEANT II Base Pay x Index Value (16.83 x .13 SERGEANT: Base Pay Index Value (16.83 x .11) PATROLMAN: 0 to Probation Completion, Full Base Pay. The Anniversary Date for all Unit Members will Become July 1st of each fiscal year. Employees Must Work 135 Days to Qualify for the Step Increase for the next step. Pager pay - any bargaining unit member required to carry a pager shall be paid an additional $50.00 per month. AGREEMENT Between the CITY OF KALISPELL, Flathead County, Montana, and the KALISPELL POLICE ASSOCIATION, through June 30, 2004. THIS AGREEMENT, made and entered into this first day of July, 2001, by and between the CITY OF KALISPELL, Flathead County, Kalispell, Montana, hereinafter referred to as the "Employer" and the KALISPELL POLICE ASSOCIATION, hereinafter referred to as "Association". This Agreement is entered into pursuant to and in compliance with the Montana Public Employees' Collective Bargaining Law, Title 39, Chapter 31, MCA, as amended, to provide the terms and conditions of employment for employees that are covered by this Agreement and for the duration of this Agreement. DEFINITIONS SECTION 1. TERMS AND CONDITIONS OF EMPLOYMENT Terms and Conditions of Employment shall mean wages, hours, fringe benefits, and other conditions of employment subject to those limitations defined as management rights and prerogatives by the Montana Public Employees' Collective Bargaining Law, Title 39, Chapter 31, MCA, as amended. SECTION 2. CITY The term "City" shall mean City of Kalispell, Kalispell, Montana, the employer. SECTION 3. POLICE OFFICERS The terms "Police", "Police Officer" or "Officers" as used herein shall mean a member of the appropriate unit as defined in this Agreement. 1 ARTICLES OF AGREEMENT ARTICLE I A. RECOGNITION OF EXCLUSIVE REPRESENTATIVE SECTION I. RECOGNITION In accordance with the Act, the City recognizes the Association as the exclusive representative of all sworn police officers employed by the city, which exclusive representative, shall have those rights and duties as prescribed by the Act and as described in this Agreement. SECTION 2. APPROPRIATE UNIT The exclusive representative shall represent members of the appropriate unit which shall consist of sworn police officers, but shall exclude the following: Chief of Police, Assistant Chief of Police, and Lieutenants. B. POLICE OFFICERS AND EXCLUSIVE REPRESENTATIVE RIGHTS SECTION 1. INFORMATION The City agrees to furnish to the exclusive representative upon written request to the Chief of Police such information, or access to such information, as is not confidential and is available and appropriate, provided the exclusive representative reimburses the City for the cost of providing such information. SECTION 2. MEETINGS The exclusive representative shall have the right to use available offices at the City Hall at reasonable hours for meetings. Scheduling shall be subject to approval of the Chief or Assistant Chief of Police in advance of the time and place of such meeting. SECTION 3. EXCLUSIVE REPRESENTATIVE BUSINESS LEAVE The Association will be granted four (4) days leave with pay to attend state, regional, and national meetings and conventions. Notice of intended use of exclusive repre- sentative business leave shall be given to the Chief of Police by the exclusive representative at least seven (7) days in advance of usage, except in cases of emergency. This leave may 2 not be granted if, in the opinion of the city, such leave would create a hardship on the remaining members of the Police Department. The aggregate number of days under this section shall not exceed nine (9) days per year. Further, any individual police officer shall not be allowed to use more than three (3) days of the aggregate number of leave days permitted under this Section. SECTION 4. RESIDENCY REQUIREMENTS The Employer shall not impose any restrictions on the employee regarding residency requirements. ARTICLE II: CITY RIGHTS SECTION 1. INHERENT MANAGERIAL RIGHTS The exclusive representative recognizes that the City is not required to and is not permitted to meet and negotiate on matters of managerial prerogatives, which include but are not limited to the following: directing employees' hiring, promoting, transferring, assigning, and retaining employees; relieving employees from duties because of lack of work or funds or under conditions where continuation of such work would be inefficient and non -productive; maintaining the efficiency of government operations; determining the methods, means, job classifications, and personnel by which government operations are to be conducted; taking whatever actions may be necessary to carry out the missions of the Police Department in situations of emergency; and establishing the methods and processes by which work is performed. The exclusive representative further agrees that all management rights, functions and prerogatives, not expressly delegated in this Agreement, are reserved to the City. SECTION 2. MANAGEMENT RESPONSIBILITIES The parties recognize the right and obligation of the City to efficiently manage and conduct the operation of the City within its legal limitations and with its primary obligation to provide a proper service to the community. ARTICLE III: EFFECT OF LAWS, RULES, AND REGULATIONS The parties recognize that all police officers covered by this Agreement shall perform the duties and services prescribed by the Chief of Police or City Manager. The parties also recognize the 3 right, obligation, and duty of the City Council and its duly designated officials to promulgate rules, regulations, directives, and orders insofar as such rules, regulations, directives and orders are not inconsistent with the terms of this Agreement. The parties further recognize that the City, all employees covered by this Agreement, and all provisions of this Agreement are subject to the law of the State of Montana, Federal Laws, and valid rules, regulations, and orders of State and Federal governmental agencies. By making reference to state and/or federal rules, regulations and/or orders, the parties specifically agree that references do not incorporate any of the state or federal rules, laws, regulations or orders into this agreement. Any provision of this Agreement found to be in violation of any such laws, rules, and regulations, directives, and orders shall be null and void and without force and effect. ARTICLE IV: PROHIBITED PRACTICES SECTION 1. No employee shall be favored or discriminated against, whether by the Association or the Employer because he maintains or terminates membership in the Association, holds any office in the Association, bargains for the Association, files a grievance or for any other form of lawful concerned activity. SECTION 2. THE EMPLOYER AND THE ASSOCIATION AND THEIR AGENTS ARE PROHIBITED FROM RESTRAINING OR COERCING EMPLOYEES IN THE EXERCISE OF THEIR RIGHTS TO JOIN OR NOT TO JOIN THE ASSOCIATION, TO MAINTAIN OR TO TERMINATE MEMBERSHIP IN THE ASSOCIATION, OR TO INDIVIDUALLY PRESENT A GRIEVANCE. SECTION 3. The Employer will not aid, promote or finance any other labor group or organization which proposes to engage in collective bargaining or make any agreement with any such group or organization for the purpose of undermining the Association during the term of the Agreement. SECTION 4. No person employed by, nor applicants for employment with the Employer, nor any applicant for Association membership shall be discriminated against because of race, religion, color, 0 national origin, age, sex, marital status, number of dependents, or political affiliations. SECTION 5. It is understood that the services performed by the City employees are essential to the public health, safety, and welfare of this community. The Association, therefore, agrees that during the term of this Agreement, the Association will not engage in a strike or work stoppage. Likewise, the Employer agrees that during the terms of this Agreement, there shall be no lock -outs of the employees. SECTION 6. The Employer agrees not to discharge any employee without just cause after such employee has successfully completed his/her probationary period. ARTICLE V: HOURS OF WORK AND OVERTIME SECTION 1. STARTING TIMES AND WORK SCHEDULES The starting times and work schedules will be as determined by the Chief of Police. Shift changes shall not be made for disciplinary purposes. SECTION 2. SHIFT ROTATION The rotation of personnel between shifts shall be minimized within the limitations of providing an adequate and efficient work force at all times. Employees will be notified at least twenty-four (24) hours prior to any change from their normal scheduled tour of duty. In the case of an employee being on his regular scheduled days off, he will be personally notified of any change to his regular report back time. If this is not possible, an alternate change with another member will be made by the supervisor in charge of scheduling work time. SECTION 3. TRAVEL TIME In the event an employee is directed by the Chief of Police to attend training schools, time spent traveling to attend school, or a job related training session away from the City, and return, shall be counted and compensated. M SECTION 4. OVERTIME Overtime shall consist of any hours worked (including vacation, sick leave and comp time used in lieu of regularly scheduled shifts) by the employee at the direction of the City in excess of eighty (80) hours in a fourteen (14) day calendar work period. Before working any overtime, the employee must be directed to work the overtime by the authorized supervisor. Overtime pay shall be paid at the rate of one and one half (1 and 1/2) times the employee's regular hourly rate of pay. By mutual agreement between the City and the employee, before the overtime is worked, the employee may earn compensatory time at one and one-half hours for each hour of overtime worked as prescribed by the Fair Labor Standards Act (FLSA). SECTION 5. CALLBACK OVERTIME Callbacks for overtime payment will be made when it is impractical to fulfill the purpose of the callback at the employee s regular shifts. SECTION 6. MINIMUM CALLBACK OVERTIME PAY In the event overtime is not an extension at the beginning or end of a normal shift, the minimum pay shall be the sum equivalent of two (2) hour's base pay at the overtime rate of pay of one and one-half (1 and 1/2). If work continues beyond two (2) hours, actual hours worked shall be computed at time and one-half the applicable rate of pay. ARTICLE VI: SALARIES SECTION 1. Salaries to be paid by the City to the employees in the bargaining unit during the period of this Agreement, subject to the expressed provisions of Article XVII of this Agreement, are set forth in Schedules "A", "B" and "C", attached hereto and by reference made a part of this Agreement. SECTION 2. The wages and base rates of pay as specified in Schedule "A" are for the period from July 1, 2001 to June 30, 2002. The wages and base rates of pay as specified in Schedule "B" are for the period from July 1, 2002 to June 30, 2003. 0 The wages and base rates of pay as specified in Schedule "C are for the period from July 1, 2003 to June 30, 2004. SECTION 3. Effective January 1, 2002, employees who receive an increase in pay as set forth in Schedule "B" will be subject to the anniversary date provisions of Schedule "B". Effective January 1, 2003, employees who receive an increase in pay as set forth in Schedule "C" will be subject to the anniversary date provisions of Schedule "C". SECTION 4. The Chief of Police and the City Manager may advance an employee one (1) pay grade on Schedule "A", "B" and "C" on the basis of demonstrated ability and job performance. SECTION 5. In addition to the Schedules "A", "B" and "C", supra, employees possessing an Associate of Arts/Sciences or Bachelor of Arts/Sciences degree from an accredited college or university in law enforcement or a related field shall receive an additional sum of two percent (2%) to be calculated on the base pay. To qualify, an employee must submit to the City a certified copy of the institution's official transcript conferring the degree. Employees qualifying for the educational increment during the term of this Agreement shall be compensated from the first day of the month next succeeding attainment of the appropriate degree. SECTION 6. a. Employer agrees to allow covered employees to cash in up to forty (40) hours of accrued compensatory time each November 1s`, by separate check. b. Notwithstanding paragraph a, above, any police officer accumulating 440 or more hours of compensatory time may cash an additional forty (40) hours each November Is', by separate check. 7 ARTICLE VII: LEAVES OF ABSENCE A. SICK AND BEREAVEMENT LEAVE SECTION 1. The earning rate for sick leave shall be as set forth in state law, Section 2-18-618 MCA, 1997. SECTION 2. Sick and bereavement leave with pay shall be allowed an employee who is absent for any of the following reasons: (1) Because of and during illness or injury incapacitating the employee to perform his work, (2) Because of illness or death in the "immediate family" requiring the attendance of the employee. Sick and bereavement leave for any such reason shall be limited to a maximum of three (3) days for illness and five (5) days in the event of death in any one instance. This does not include necessary travel time to the scene. "Immediate family" shall mean: spouse, children, mother, father, sisters, brothers, foster parents, and immediate family of any of the above; and (3) Absence for dental, optical care or treatment, or medical examination (except when required by the City), shall be charged to sick and bereavement leave. The Chief of Police may require medical verification for such absence. SECTION 3. Illness that occurs during an employee's vacation shall be charged off to sick and bereavement leave. A written medical verification or proof of illness will be required to charge to sick and bereavement leave. I-1010000N11 ! Any injury occurring while an officer is on the job drawing salary from the City shall be governed by applicable state laws. SECTION 5. Sick Leave Pool and Grants. The Kalispell Police Association may under this Agreement institute a sick leave pool program by which employees covered by this Agreement may contribute accrued sick leave hours to a pool and request that sick leave hours be provided from the pool, subject to the following: A. Contributions to the sick leave pool by covered employees may only be made, voluntarily and irrevocably, in eight (8) hour increments, subject to a forty (40) hour per year maximum, and the amounts so contributed shall be deducted from employee's accrued sick leave carried by the City. B. The Kalispell Police Association shall administrate the granting of sick leave benefits to covered employees from the pool, provided that no covered employee shall receive more than two hundred and forty (240) hours of pool benefits in any twelve month period. C. A covered employee is not eligible to receive sick leave from the pool unless and until he/she has exhausted all accrued sick leave, vacation leave, other paid leave and compensatory time. D. A covered employee is not eligible to receive sick leave from the pool if that employee is on workers' compensation or is no longer employed by the City as a result of resignation, retirement, discharge or lay off. B. JURY DUTY SECTION 1. Jury Duty shall be governed by Section 2-18-619, MCA, as amended. C. ANNUAL VACATION SECTION 1. Vacation shall be accrued in accordance with the following schedule: WORKING YEARS OF EMPLOYMENT HOURS CREDIT 1 day through 10 years 120 10 years through 15 years 144 9 15 years through 20 years 168 20 years on 192 SECTION 2. The minimum vacation time allowed to be taken by an employee will be one (1) hour. SECTION 3. Vacation time shall not accrue during any leave of absence without pay. SECTION 4. Annual vacation may be accumulated to a total not to exceed twice the annual earning rate as of midnight, December 31, of any year. SECTION 5. The Chief of Police shall arrange or cause to be arranged vacation time for employees on such a schedule as will least interfere with the functions of the Police Department. SECTION 6. On the death of an employee in active service, pay will be allowed for any vacation earned and not taken prior to the death of such employee. SECTION 7. An Officer who terminates employment for reason not reflecting discredit on the Officer is entitled upon the date of termination to cash compensation for unused vacation leave, assuming that the Officer has worked the qualifying period. SECTION B. Vacations will be taken between January 1 and December 31. Vacation time may be split. In cases where vacation time is split, seniority shall govern with respect to one of such periods. 10 D. EMERGENCY LEAVE SECTION 1. An employee may be granted a leave at the discretion of the Chief of Police of no more than one (1) day per year, non -accumulative, the day to be deducted from sick and bereavement leave, for emergency situations that arise requiring the employee's personal attention which cannot be attended to when work is not in session and which are not covered under other provisions of this Agreement. SECTION 2. Requests for emergency leave must be made in writing to the Chief of Police at least three (3) days in advance, whenever possible. The request shall state the reason for the proposed leave. The Chief of Police reserves the right in his sole discretion to refuse to grant such leave if under the circumstances involved, he determines such leave should not be granted. All leaves must have prior approval, and at no time shall more than one (1) employee be granted emergency leave. E. MEDICAL LEAVE SECTION 1. An employee who is unable to work because of illness or injury and who has exhausted all sick leave credit available shall, upon request, be granted a medical leave of absence, without pay, up to six (6) months. The Employer may, in its sole discretion, renew such leave. SECTION 2. A request for leave of absence or renewal thereof under this section shall be accompanied by a written doctor's statement outlining the conditions of health and estimated time at which the employee is expected to be able to assume his normal responsibilities. F. GENERAL LEAVE SECTION 1. Employees with a minimum of five (5) years of experience in the Police Department may apply for an unpaid leave of 11 G H absence, subject to the provisions of this Section. The granting of such leave shall be at the sole discretion of the Employer. SECTION 2. With respect to all leave sections heretofore set out, the employee returning to work shall be offered employment at the same rank the employee had before the leave. MILITARY LEAVE SECTION 1. Any employee who enlists or is called for military service, will be granted military leave without pay. Any six (6) month employee who is a member of the Armed Forces, their service components, or the National Guard, will be granted leave with pay, not to exceed fifteen (15) workdays per calendar year for the required training duty. This covers weekly and weekend drills and annual tour when ordered by the military authorities. Such leaves will be granted by the Employer upon prompt employee's presentation of the official notice of the military unit concerned. SECTION 2. With respect to all leave sections heretofore set out, the employee returning to work shall be offered employment at the same rank the employee had before the leave. PERSONAL LEAVE map Two (2) days of paid personal leave per contract year is to be made available to unit members to attend to personal business. Three (3) days notice to the supervisor is required for this non -accruable day. Granting of the day's leave to a unit member is contingent upon the shift work being covered by the remainder of the employees on shift so that no substitute help would have to be hired. 12 ARTICLE VIII: HOLIDAYS SECTION 1. The following are established as city holidays for the duration of this Agreement: 1) New Year's Day 2) Martin Luther King s 3) President's Day 4) Memorial Day 5) Independence Day 6) Labor Day 7) Columbus Day 8) Veterans' Day 9) Thanksgiving Day 10) Christmas Day 11) State Election Day SECTION 2. 1st day of January Day 3rd Monday in January 3rd Monday in February Last Monday in May July 4 1st Monday in September 2nd Monday in October November 11 4th Thursday in November December 25 Even numbered years It is understood and agreed between the City and the Association that twelve (12) holidays have previously been rolled into the base pay of the employees covered by this Agreement. SECTION 3. A. In the event, the legislature of the State of Montana or the City Council of the City of Kalispell shall by law or ordinance establish any holidays in addition to the ones enumerated above, the holiday, so established shall be granted to employees covered by this Agreement. B. In the event, additional holidays are established, employees covered by this Agreement shall receive eight (8) hours of holiday pay for each holiday established. The basis for holiday pay shall be the regular hourly rate of pay for the entitled employee. The holiday pay so established shall be averaged and added to the employee's monthly salary. ARTICLE IX: VACANCIES AND PROMOTIONS SECTION 1. Any employee covered by this Agreement who is required to accept the responsibilities and carry out the duties of a position or rank above that which he normally holds shall be paid at the rate for that position or rank while so acting. 13 This shall not apply to filling a slot of a higher rank during days off, vacation, or reasonable sick leave of no more than twenty (20) consecutive working days. SECTION 2. The Employer shall endeavor to promptly fill City -declared vacancies within ninety (90) days and where relative or substantial abilities and qualifications are equal, the Employer shall promote from within the Police Department prior to seeking outside employment sources. ARTICLE X: METROPOLITAN POLICE The parties hereby agree that they are subject to provisions of the Metropolitan Police Law, as set forth in Section 7-32-105, et seq., MCA, as amended. ARTICLE XI: BULLETIN BOARD The Employer agrees to furnish a bulletin board for the use of the Association for non -political activities. The bulletin board is to be used only for notices of Association meetings, Association business, elections and results, and social functions in connection with the local Association. The Association shall designate a person who shall be responsible for all notices posted on the board. ARTICLE XII: HEALTH EXAMINATIONS AND REQUIREMENTS SECTION 1. Each employee covered by the Agreement must maintain a medically acceptable physical fitness commensurate with the duties and requirements of the position he occupies. This may include demonstrating such condition by a physical examina- tion. SECTION 2. Whenever the City shall require a physical examination in connection with this section, or any other provision of this Agreement, the same shall be at the City's expense. Such examination shall be scheduled during the officer's on -duty time. ou ARTICLE XIII: EMPLOYEE FRINGE BENEFITS SECTION 1. MEDICAL INSURANCE A. For the period of this Agreement commencing on July 1, 2001 through June 30, 2004, the City shall determine the insurance carrier and contribute the amount determined by the employee's status (single, married, or family) up to the following amount: Single Married Family $189.00 $399.00 $464.00 each month toward Health Insurance Coverage. B. During the term of this Agreement, the City"s contribution to health insurance coverage for employees shall be capped as above -specified. Employees covered by this Agreement shall pay any increase in the cost of health insurance above the cap. C. Physicals - The City agrees to cover the cost not cover- ed by the City's Health Insurance policy for biennial physicals for all bargaining unit employees. D. Said coverage shall remain equal to or better than the coverage of July 1, 2001. SECTION 2. RETIREMENT BENEFITS The Employer and Association shall continue retirement contributions to the present plan. SECTION 3. UNIFORM AND CLEANING ALLOWANCE The employer shall pay s3ee Uniform and eieaning ikiiowmnce --�ng this Contract in 1999—. The employer shall pay $300 each clanuary July, 29E)6 and $300 each January, by separate check, `mac= during the term of this Agreement as a Safety Equipment/Uniform and Cleaning Allowance. It is understood and agreed between the parties hereto that the Uniform and Cleaning Allowance heretofore included as a separate item of compensation under previous collective bargaining agreements, except the $300 stated above, has been, 15 and is hereby, included in the base pay calculations of Schedule "A," "B" and "C". ARTICLE XIV: GRIEVANCE PROCEDURE SECTION 1. A. GRIEVANCE DEFINITION A "Grievance" definition shall mean an allegation by an employee resulting in a dispute or disagreement between the employee and the Employer as to the interpretation or application of terms and conditions contained in this Agreement. B. REPRESENTATIVE The Employer or the employee may be represented during any step of this procedure by any person or agent designated by such person to act in his behalf. C. DEFINITIONS AND INTERPRETATIONS 1. EXTENSION: Time limits specified in this Agreement may be extended by mutual agreement. 2. DAYS: Reference to days regarding time periods in this procedure shall refer to working days. A working day is defined as all weekdays not designated as holidays by state law. 3. COMPUTATION OF TIME: In computing any period of time prescribed or allowed by procedures herein, the date of the act, event, or default for which the designated period of time begins to run shall not be included. The last day of the period so computed shall be counted, unless it is a Saturday, Sunday, or a legal holiday, in which event the period runs until the end of the next day which is not a Saturday, Sunday, or a legal holiday. 4. FILING AND POSTMARK: The filing or service of any notice or document herein shall be timely if it is personally served or if it bears a certified postmark of the United States Postal Service within the time period. 16 SECTION 2. TIME LIMITATION AND WAIVER Grievances shall not be valid for consideration unless the grievance is submitted in writing to the Employer, setting forth the facts and the specific provisions of the Agreement allegedly violated and the particular relief sought within ten (10) days after the date of the first event giving rise to the grievance occurred. Failure to file any grievance within such period shall be deemed a waiver thereof. Failure to appeal a grievance from one level to another within the time periods hereafter provided shall constitute a waiver of the grievance. An effort shall first be made to adjust an alleged grievance informally between the employee and the Employers designee. SECTION 3. ADJUSTMENT OF GRIEVANCE The Employer and employee shall attempt to adjust all grievances which may arise during the course of employment of any employee within the City in the following manner: 1. LEVEL I If the grievance is not resolved through informal discussions, the Employer's designee shall give a written decision on the grievance to the parties involved within ten (10) days after receipt of the written grievance. 2. LEVEL II In the event the grievance is not resolved in Level I, the decision rendered may be appealed to the Chief of Police, provided such appeal is made in writing within five (5) days after a receipt of the decision in Level I. If a grievance is properly appealed to the Chief of Police, the Chief of Police or his designee shall set a time to meet regarding the grievance within fifteen (15) days after receipt of the appeal. Within ten (10) days after the meeting, the Chief of Police or his designee shall issue a decision in writing to the parties involved. 3. LEVEL III If the grievance has not been resolved at Level II, the grievance may be presented to the Mayor for considera- tion. The Mayor reserves the right to review or not review the grievance, but must make the decision within fifteen (15) days after receipt of the written appeal. In 17 the event the Mayor chooses to review the grievance, the Board or a committee or representative(s) thereof shall within fifteen (15) days meet to hear the grievance. After this meeting, the Mayor shall have a maximum of fifteen (15) days in which to answer the grievance in writing. 4. DENIAL OF GRIEVANCE Failure by the Employer to issue a decision within the time periods provided herein shall constitute a denial of the grievance, and the employee may appeal it to the next level. This shall not negate the obligation of the Employer to respond in writing at each level of this procedure. 5. STEP WAIVER Provided both parties agree in writing, any level of this grievance procedure may be bypassed and processed at a higher level. SECTION 4. ARBITRATION 1. PROCEDURE In the event that the parties are unable to resolve a grievance, it may be submitted to arbitration as defined herein, provided a notice of appeal is filed in the office of the Mayor within five (5) days of the receipt of the decision in Level III. 2. SELECTION OF ARBITRATOR Upon submission of a grievance to arbitration under the terms of this procedure, the parties shall, within five (5) days after the request to arbitrate, attempt to agree upon the selection of an arbitrator. If no agreement on an arbitrator is reached after five (5) days, either party may request the Board of Personnel Appeals to submit within ten (10) days to both parties, a list of five (5) names. Within five (5) days of receipt of the list, the parties shall select an arbitrator by striking two (2) names from the list in alternate order, and the name so remaining shall be the arbitrator. Failure to request an arbitration list from the Board of Personnel Appeals within the time periods provided herein shall constitute a waiver of the grievance. EV] 3. HEARING The grievance shall be heard by a single arbitrator and the parties shall have the right to a hearing at which both parties will have the opportunity to submit evidence, offer testimony, present witnesses, and make oral or written arguments relating to the issues before the arbitrator. 4. DECISION The decision by the arbitrator shall be rendered within thirty (30) days after the close of the hearing. Decisions by the arbitrator in cases properly before him shall be final and binding upon the parties, subject, however, to the limitations of arbitration decisions as provided by Montana law. 5. EXPENSES Each party shall bear its own expenses in connection with arbitration, including expenses relating to the party's representative, witnesses, and any other expenses which the party incurs in connection with presenting its case in arbitration. A transcript or recording shall be made of the hearing at the request of either party. The parties shall share equally fees and expenses of the arbitrator, the cost of the transcript or recording if requested by either or both parties, and any other expenses which the parties mutually agree are necessary for the conduct of the arbitration. However, the party ordering a copy of the transcript shall pay for such copy. 6. JURISDICTION The arbitrator shall have jurisdiction over disputes or disagreements relating to grievances properly before the arbitrator pursuant to the terms of this procedure. The jurisdiction of the arbitrator shall not extend to proposed changes in terms and conditions of employment as defined herein and contained in this written Agreement; nor shall an arbitrator have jurisdiction over any grievance which has not been submitted to arbitration in compliance with the terms of the grievance and arbitration procedure as outlined herein; nor shall the jurisdiction of the arbitrator extend to matters of inherent managerial policy. In considering any issue in UK dispute, in its order the arbitrator shall give due consideration to the statutory rights and obligations of the Employer to efficiently manage and conduct its operation within its legal rights in the operation of the City. ARTICLE XV: HEALTH AND SAFETY The health and safety of employees shall be reasonably protected while in the service of the Employer. The Employer shall carry industrial accident insurance on all employees and false arrest insurance. Employees are directed to report all personal injuries received in the course of employment. No police officer shall be required to work with unsafe equipment nor to work without a firearm, unless mutually agreed to the contrary. ARTICLE XVI: SAVINGS CLAUSE If any provision of this Agreement or the application of such provision should be rendered or declared invalid by any court action or by reason of any existing or subsequently enacted legislation, the remaining parts or portions of this Agreement shall remain in full force and effect. Upon written request of either party, the parties hereby agree to meet within thirty (30) days thereafter to negotiate modifications of the effected provision. ARTICLE XVII: HOLD HARMLESS The City shall provide insurance protection to defend and indemnify, if necessary, law enforcement officers of the Kalispell Police Department for claims, actual or alleged, while acting in their capacity as a police officer, provided that such incidents, damages or acts are not caused by willful violations of the Constitution of the United States, penal statutes, acts of fraud or conduct contrary to the policies of the city. ARTICLE XVIII: DURATION SECTION 1. TERM AND REOPENING This Agreement shall remain in full force and effect for a period commencing July 1, 2001 through June 30, 2004. If either party desires to modify or amend this Agreement commencing July 1, 2004, it shall at least sixty (60) days prior to the expiration of this Agreement provide either party with a written notice to that effect. 20 SECTION 2. EFFECT This Agreement constitutes the full and complete Agreement between the City and Association. Any matter relating to the current contract, whether or not referred to in this Agreement, shall not be open for negotiations during the term of this Agreement. SECTION 3. SEVERABILITY The provisions of this Agreement shall be severable, and if any provision thereof or the application of any such part or provision under any circumstances is held invalid, it shall not affect any other provision of this Agreement or the application of any provision thereof. ARTICLE XIX: AMNESTY No employee of the City and/or elected official will discriminate, discharge, discipline, harass, coerce, slander, intimidate, non - cooperate or not work with any city employee, member of the public, City Council and/or merchant because of their participation or non - participation in the arrival of this Agreement. IN WITNESS WHEREOF, the parties have executed this Agreement this day of , 2001. CITY OF KALISPELL By: City Manager KALISPELL POLICE ASSOCIATION By: President By: Chief Negotiator By: Chief Negotiator SCHEDULE A: 2001/2002 2.13% S 16.11 Base Pay: $16.45 CURRENT HOURLY YEARS INDEX RATE 0 1.0000 $16.45 1 1.0130 $16.67 2 1.0260 $16.88 3 1.0390 $17.09 4 1.0520 $17.31 5 1.0650 $17.52 6 1.0780 $17.74 7 1.0910 $17.95 8 1.1040 $18.16 9 1.1170 $18.38 10 1.1300 $18.59 11 1.1430 $18.81 12 1.1560 $19.02 13 1.1690 $19.23 14 1.1820 $19.45 15 1.1950 $19.66 16 1.2080 $19.88 17 1.2210 $20.09 18 1.2340 $20.30 19 1.2470 $20.52 20 1.2600 $20.73 21 1.2730 $20.94 22 1.2860 $21.16 23 1.2990 $21.37 24 1.3120 $21.59 25 1.3250 $21.80 SERGEANT 11 Base Pay x Index Value (16.45 x. 13) SERGEANT: Base Pay Index Value (16.45 x .11) PATROLMAN: 0 to Probation Completion, Full Base Pay. The Anniversary Date for all Unit Members will Become July 1st of each fiscal year. Employees Must Work 135 Days to Qualify for the Step Increase for the next step. Pager pay - any bargaining unit member required to carry a pager shall be paid an additional $50.00 per month. SCHEDULE B: 2002/2003 2.29% $16.45 Base Pay: $16.83 CURRENT HOURLY YEARS INDEX RATE 0 1.0000 $16.83 1 1.0130 $17.05 2 1.0260 $17.26 3 1.0390 $17.48 4 1.0520 $17.70 5 1.0650 $17.92 6 1.0780 $18.14 7 1.0910 $18.36 8 1.1040 $18.58 9 1.1170 $18.80 10 1.1300 $19.01 11 1.1430 $19.23 12 1.1560 $19.45 13 1.1690 $19.67 14 1.1820 $19.89 15 1.1950 $20.11 16 1.2080 $20.33 17 1.2210 $20.55 18 1.2340 $20.76 19 1.2470 $20.98 20 1.2600 $21.20 21 1.2730 $21.42 22 1.2860 $21.64 23 1.2990 $21.86 24 1.3120 $22.08 25 1.3250 $22.30 SERGEANT II Base Pay x Index Value (16.83 x. 13 SERGEANT: Base Pay Index Value (16.83 x .11) PATROLMAN: 0 to Probation Completion, Full Base Pay. The Anniversary Date for all Unit Members will Become July 1st of each fiscal year. Employees Must Work 135 Days to Qualify for the Step Increase for the next step. Pager pay - any bargaining unit member required to carry a pager shall be paid an additional $50.00 per month. SCHEDULE C: 2003/2004 2.40% $16.83 Base Pay: $17.23 CURRENT HOURLY YEARS INDEX RATE 0 1.0000 $17.23 1 1.0130 $17.46 2 1.0260 $17.68 3 1.0390 $17.91 4 1.0520 $18.13 5 1.0650 $18.35 6 1.0780 $18.58 7 1.0910 $18.80 8 1.1040 $19.03 9 1.1170 $19.25 10 1.1300 $19.47 11 1.1430 $19.70 12 1.1560 $19.92 13 1.1690 $20.15 14 1.1820 $20.37 15 1.1950 $20.59 16 1.2080 $20.82 17 1.2210 $21.04 18 1.2340 $21.27 19 1.2470 $21.49 20 1.2600 $21.71 21 1.2730 $21.94 22 1.2860 $22.16 23 1.2990 $22.39 24 1.3120 $22.61 25 1.3250 $22.83 SERGEANT IL Base Pay x Index Value (17.23 x .13) SERGEANT: Base Pay Index Value (1723 x .11) PATROLMAN: 0 to Probation Completion, Full Base Pay. The Anniversary Date for all Unit Members will Become July 1st of each fiscal year. Employees Must Work 135 Days to Qualify for the Step Increase for the next step. Pager pay - any bargaining unit member required to carry a pager shall be paid an additional $50.00 per month.