AGREEMENT Between CITY OF MILWAUKEE and THE MILWAUKEE POLICE ASSOCIATION, LOCAL #21 I.U.P.A., AFL-CIO EFFECTIVE JANUARY 1, 2013 THROUGH DECEMBER 31, 2017 TABLE OF CONTENTS CITY OF MILWAUKEE and MILWAUKEE POLICE ASSOCIATION, LOCAL #21 Page ARTICLE 1 ...................................................................................................................................................................2 DURATION OF AGREEMENT AND TIMETABLE ..............................................................................................2 ARTICLE 2 ...................................................................................................................................................................2 RECOGNITION .......................................................................................................................................................2 ARTICLE 3 ...................................................................................................................................................................4 ORDINANCE AND RESOLUTION REFERENCES ..............................................................................................4 ARTICLE 4 ...................................................................................................................................................................4 SUBJECT TO CHARTER ........................................................................................................................................4 ARTICLE 5 ...................................................................................................................................................................5 MANAGEMENT RIGHTS ......................................................................................................................................5 ARTICLE 6 ...................................................................................................................................................................6 PROBATIONARY EMPLOYEES ...........................................................................................................................6 ARTICLE 7 ...................................................................................................................................................................7 GRIEVANCE AND ARBITRATION PROCEDURE ..............................................................................................7 ARTICLE 8 ................................................................................................................................................................. 14 PROHIBITION OF STRIKES AND LOCKOUTS ................................................................................................. 14 ARTICLE 9 ................................................................................................................................................................. 15 DEFINITIONS ....................................................................................................................................................... 15 ARTICLE 10 ............................................................................................................................................................... 16 BASE SALARY ..................................................................................................................................................... 16 ARTICLE 11 ............................................................................................................................................................... 37 LONGEVITY PAY................................................................................................................................................. 37 ARTICLE 12 ............................................................................................................................................................... 40 SPECIAL DUTY AND TEMPORARY ASSIGNMENT PAY............................................................................... 40 ARTICLE 13 ............................................................................................................................................................... 40 i MOTORCYCLE PAY ............................................................................................................................................ 40 ARTICLE 14 ............................................................................................................................................................... 41 HOURS OF WORK ................................................................................................................................................ 41 ARTICLE 15 ............................................................................................................................................................... 42 OVERTIME ............................................................................................................................................................ 42 ARTICLE 16 ............................................................................................................................................................... 55 FIRE AND POLICE COMMISSION OVERTIME ................................................................................................ 55 ARTICLE 17 ............................................................................................................................................................... 59 INFORMATION RECOMMENDED TO BE FURNISHED TO ASSOCIATION ................................................ 59 ARTICLE 18 ............................................................................................................................................................... 59 RETENTION OF PENSION AND ANNUITY RIGHTS ....................................................................................... 59 ARTICLE 19 ............................................................................................................................................................... 59 PENSION BENEFITS ............................................................................................................................................ 59 ARTICLE 20 ............................................................................................................................................................... 62 LIFE INSURANCE ................................................................................................................................................ 62 ARTICLE 21 ............................................................................................................................................................... 65 HEALTH INSURANCE ......................................................................................................................................... 65 ARTICLE 22 ............................................................................................................................................................... 77 SICK LEAVE ......................................................................................................................................................... 77 ARTICLE 23 ............................................................................................................................................................... 80 FUNERAL LEAVE ................................................................................................................................................ 80 ARTICLE 24 ............................................................................................................................................................... 81 ILLNESS IN FAMILY ........................................................................................................................................... 81 ARTICLE 25 ............................................................................................................................................................... 82 INJURY PAY ......................................................................................................................................................... 82 ARTICLE 26 ............................................................................................................................................................... 85 TERMINAL LEAVE .............................................................................................................................................. 85 ARTICLE 27 ............................................................................................................................................................... 85 MILITARY LEAVES ............................................................................................................................................. 85 ii ARTICLE 28 ............................................................................................................................................................... 90 VACATIONS ......................................................................................................................................................... 90 ARTICLE 29 ............................................................................................................................................................... 95 TIME OFF FOR JURY DUTY ............................................................................................................................... 95 ARTICLE 30 ............................................................................................................................................................... 97 PAID LUNCH ........................................................................................................................................................ 97 ARTICLE 31 ............................................................................................................................................................... 97 TIME OFF IN LIEU OF HOLIDAYS ..................................................................................................................... 97 ARTICLE 32 ............................................................................................................................................................... 99 HOLIDAY PREMIUM PAY .................................................................................................................................. 99 ARTICLE 33 ............................................................................................................................................................. 100 UNIFORM AND EQUIPMENT ........................................................................................................................... 100 ARTICLE 34 ............................................................................................................................................................. 105 SAFETY GLASSES ............................................................................................................................................. 105 ARTICLE 35 ............................................................................................................................................................. 105 AUTO ALLOWANCE ......................................................................................................................................... 105 ARTICLE 36 ............................................................................................................................................................. 106 LOCKERS ............................................................................................................................................................ 106 ARTICLE 37 ............................................................................................................................................................. 106 SPECIAL UNIT PAY ........................................................................................................................................... 106 ARTICLE 38 ............................................................................................................................................................. 107 UNDERWATER INVESTIGATION UNIT PAY ................................................................................................ 107 ARTICLE 39 ............................................................................................................................................................. 108 EDUCATIONAL PROGRAM ............................................................................................................................. 108 ARTICLE 40 ............................................................................................................................................................. 109 TUITION AND TEXTBOOK REIMBURSEMENT ............................................................................................ 109 ARTICLE 41 ............................................................................................................................................................. 110 SENIORITY FOR LAYOFF PURPOSES ............................................................................................................ 110 ARTICLE 42 ............................................................................................................................................................. 111 iii AGENCY SHOP ................................................................................................................................................... 111 ARTICLE 43 ............................................................................................................................................................. 113 DUES CHECK-OFF ............................................................................................................................................. 113 ARTICLE 44 ............................................................................................................................................................. 114 BULLETIN BOARDS .......................................................................................................................................... 114 ARTICLE 45 ............................................................................................................................................................. 114 NEGOTIATIONS ................................................................................................................................................. 114 ARTICLE 46 ............................................................................................................................................................. 115 LIMITATIONS UPON ASSOCIATION ACTIVITY .......................................................................................... 115 ARTICLE 47 ............................................................................................................................................................. 115 ASSOCIATION NEGOTIATING TIME ............................................................................................................. 115 ARTICLE 48 ............................................................................................................................................................. 116 BANK OF HOURS FOR ASSOCIATION ACTIVITY........................................................................................ 116 ARTICLE 49 ............................................................................................................................................................. 117 CONTRACT ADMINISTRATION...................................................................................................................... 117 ARTICLE 50 ............................................................................................................................................................. 122 BARGAINING UNIT INFORMATION .............................................................................................................. 122 ARTICLE 51 ............................................................................................................................................................. 124 UNPAID LEAVE OF ABSENCE FOR ASSOCIATION BUSINESS ................................................................. 124 ARTICLE 52 ............................................................................................................................................................. 125 UNPAID MATERNITY ....................................................................................................................................... 125 ARTICLE 53 ............................................................................................................................................................. 130 OFF-DUTY EMPLOYMENT .............................................................................................................................. 130 ARTICLE 54 ............................................................................................................................................................. 131 DUTY ASSIGNMENT ......................................................................................................................................... 131 ARTICLE 55 ............................................................................................................................................................. 131 POLITICAL LEAVES OF ABSENCE ................................................................................................................. 131 ARTICLE 56 ............................................................................................................................................................. 132 COPIES OF MEMOS AND ORDERS ................................................................................................................. 132 iv ARTICLE 57 ............................................................................................................................................................. 132 JOINT LABOR/MANAGEMENT COMMITTEES............................................................................................. 132 ARTICLE 58 ............................................................................................................................................................ 134 LEGAL EXPENSES LIABILITY ........................................................................................................................ 134 ARTICLE 59 ............................................................................................................................................................. 134 AID TO CONSTRUCTION OF PROVISIONS OF AGREEMENT .................................................................... 134 ARTICLE 60 ............................................................................................................................................................. 136 NOTICES ............................................................................................................................................................. 136 ARTICLE 61 ............................................................................................................................................................. 137 ASSIGNMENTS MADE CONSISTENT WITH EMPLOYEE'S MEDICAL CAPABILITIES........................... 137 ARTICLE 62 ............................................................................................................................................................. 138 PARKING ALLOWANCE BENEFITS FOR POLICE ADMINISTRATION BUILDING EMPLOYEES ......... 138 ARTICLE 63 ............................................................................................................................................................. 141 DRUG TESTING.................................................................................................................................................. 141 ARTICLE 64 ............................................................................................................................................................. 148 INTERPRETER/TRANSLATOR PAY ................................................................................................................ 148 ARTICLE 65 ............................................................................................................................................................. 149 ACCRUED TIME OFF DONOR PROGRAM ..................................................................................................... 149 ARTICLE 66 ............................................................................................................................................................. 150 REAPPOINTMENT BENEFITS .......................................................................................................................... 150 ARTICLE 67 ............................................................................................................................................................. 153 FIELD TRAINING OFFICER PREMIUM PAY .................................................................................................. 153 ARTICLE 68 ............................................................................................................................................................. 154 CERTIFICATION PAY ....................................................................................................................................... 154 ARTICLE 69 ............................................................................................................................................................. 156 WAIVER OF FURTHER BARGAINING ............................................................................................................ 156 ARTICLE 70 ............................................................................................................................................................. 156 COPIES OF LABOR CONTRACT ...................................................................................................................... 156 ARTICLE 71 ............................................................................................................................................................. 156 v INTERNAL INVESTIGATIONS ......................................................................................................................... 156 ARTICLE 72 ............................................................................................................................................................. 157 EARLY INTERVENTION PROGRAM .............................................................................................................. 157 APPENDIX A ........................................................................................................................................................... 160 APPENDIX B .................................................................................................................................................... 245 APPENDIX C ..................... …………………………………………………………………………………………255 APPENDIX D . .................................................................................................................................................. 257 APPENDIX E . .................................................................................................................................................. 258 APPENDIX F . .................................................................................................................................................. 262 APPENDIX G . .................................................................................................................................................. 264 APPENDIX H .................................................................................................................................................. 265 APPENDIX I .................................................................................................................................................. 266 APPENDIX J .................................................................................................................................................. 268 APPENDIX K .................................................................................................................................................. 272 APPENDIX L .................................................................................................................................................. 274 APPENDIX M .................................................................................................................................................. 276 APPENDIX N .................................................................................................................................................. 277 vi 1 2 3 4 5 6 7 8 9 10 11 12 AGREEMENT Between CITY OF MILWAUKEE and THE MILWAUKEE POLICE ASSOCIATION, LOCAL #21 I.U.P.A., AFL-CIO EFFECTIVE JANUARY 1, 2013 THROUGH DECEMBER 31, 2017 PREAMBLE 1. THIS AGREEMENT, is made and entered into at Milwaukee, Wisconsin between the CITY OF 13 MILWAUKEE, a municipal corporation, hereinafter referred to as "City", as municipal employer, 14 and the MILWAUKEE POLICE ASSOCIATION, Local #21, I.U.P.A., AFL-CIO, hereinafter 15 referred to as "Association", as the representative of certain non-supervisory employees of the 16 City of Milwaukee in the Police Department. 17 2. The parties to this Agreement are desirous of reaching an amicable understanding with respect to 18 the employer-employee relationship which exists between them and to enter into a complete 19 Agreement covering rates of pay, hours of work, and conditions of employment. 20 3. The parties do hereby acknowledge that this Agreement is the result of the unlimited right and 21 opportunity afforded to each of the parties to make any and all demands and proposals with 22 respect to the subject of rates of pay, hours of work, and conditions of employment and incidental 23 matters respecting thereto. 24 4. This Agreement is an implementation of the provisions of Section 111.70, Wisconsin Statutes, 25 consistent with the legislative authority in effect on the execution date of this Agreement that is 26 delegated to the City Common Council relating to: The Chief of Police and the Fire and Police 27 Commission (as set forth in Section 62.50, Wisconsin Statutes); The Municipal Budget Law (as 28 set forth in Chapter 65 of the Wisconsin Statutes); and any other statutes and laws applicable to 29 the City. The Fire and Police Commission and the Chief of Police will abide by the terms of this 30 Agreement. 31 32 5. It is intended by the provisions of this Agreement that there be no abrogation of the duties, obligations, or responsibilities of any agency or department of City government which is now 1 1 expressly provided for respectively either by: State Statute and Charter Ordinances of the City of 2 Milwaukee except as expressly limited herein. 3 6. It is intended by the parties hereto that the employer-employee relationship which exists now and 4 has heretofore existed by and between the City and the members of the Association who are 5 employed by the City shall continue to be the same in the event this Agreement is terminated or 6 by virtue of its terms becomes terminated. 7 ARTICLE 1 8 DURATION OF AGREEMENT AND TIMETABLE 9 1. This Agreement shall be in effect beginning at 12:01 a.m. on January 1, 2013, and ending at 10 12:01 a.m. on January 1, 2018. This Agreement will terminate on January 1, 2018, unless the 11 parties hereto both agree to extend it beyond that date. 12 2. Not earlier than June 15, 2017, nor later than July 1, 2017, the Association shall give the City 13 Labor Negotiator written notice in accordance with the NOTICES Article of this Agreement, 14 indicating areas in a succeeding Labor Contract in which changes are requested; conferences and 15 negotiations shall be carried on by the parties hereto beginning 30 calendar days following the 16 date such notice is provided. 17 3. Any matter which directly or indirectly relates to wages, hours or conditions of employment, or 18 which relates to other matters, whether the same are specifically covered by this Agreement or 19 not will not be a subject for bargaining during the term of this Agreement, provided, however, 20 this item is subject to the provisions of the WAIVER OF FURTHER BARGAINING Article of 21 this Agreement. 22 ARTICLE 2 23 RECOGNITION 24 1. 25 Except as provided in subsection 2, below, the Association is recognized as the exclusive bargaining agent for employees in active service and in the following classifications: 2 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 Detective Police Officer Forensic Investigator Chief Document Examiner Document Examiner Police Alarm Operator Police Matron Custodian of Police Property and Stores Assistant Custodian of Police Property and Stores Narcotics Control Officer Police Electronic Technician Police Audio-Visual Specialist Court Liaison Officer Latent Print Examiner Computer Aided Dispatch System Specialist Police Data Communications Specialist Identification Systems Specialist 19 If an employee occupying one of the classifications listed above is placed on an authorized leave 20 of absence without pay, the Association shall also be recognized as the exclusive bargaining agent 21 for that individual during the period of such leave. While on such leave, the individual shall not 22 be covered by this Agreement and shall not be entitled to any of its benefits except as specifically 23 provided herein. 24 2. The Association recognizes its responsibility to cooperate with the City to assure maximum 25 service at minimum cost to the public consistent with its obligations to the employees it 26 represents. 27 3. In the event a consolidation occurs in any City department, between City departments or units 28 thereof, whose employees, in part or in whole, are within a recognized bargaining unit and such 29 consolidation results in a combining of the employees in the department who were members of 30 more than one bargaining unit, then a new election shall be requested of the Wisconsin 31 Employment Relations Commission. The certified representative, as determined by the WERC 32 pursuant to the election, shall assume the contractual obligations of each and every consolidated 33 unit as if no consolidation had occurred until the expiration of existing contract terms. 34 35 4. In the event new positions not now covered by the recognition provisions of this Agreement are created by the City through action of the Common Council and said positions would be embraced 3 1 within the bargaining unit, provided the City and Association agree that the new positions(s) 2 should be embraced within the bargaining unit, then the employees appointed to such positions 3 shall be deemed part of such bargaining unit and shall be represented by the bargaining unit and 4 they shall also be covered by the Agreement between the Association and the City. 5 ARTICLE 3 6 ORDINANCE AND RESOLUTION REFERENCES 7 1. Except as provided in subsection 2, below, this Agreement contains benefits and the terms and 8 conditions under which they are provided employees. At its option, the City may establish 9 ordinances, resolutions and procedures to administer these benefits. These ordinances, 10 resolutions and procedures, as well as any other ordinances or resolutions in effect, shall not be 11 deemed a part of this Agreement unless the parties shall mutually consent thereto. In the event of 12 differences between this Agreement and ordinances and resolutions, this Agreement shall control. 13 2. Subsection 1., above, shall not apply to the PENSION BENEFITS provision of this Agreement. 14 Pension benefits for employees covered by this Agreement shall be those benefits defined in the 15 applicable laws for the pension systems covering such employees. 16 ARTICLE 4 17 SUBJECT TO CHARTER 18 In the event that the provisions of this Agreement or application of this Agreement conflicts with 19 the legislative authority which devolves upon the Common Council of the City of Milwaukee as more 20 fully set forth in the provisions of the Milwaukee City Charter, Section 62.50, Wisconsin Statutes, 1977, 21 and amendments thereto, pertaining to the powers, functions, duties and responsibilities of the Chief of 22 Police and the Board of Fire and Police Commissioners or the Municipal Budget Law, Chapter 65, 23 Wisconsin Statutes, 1971, or other applicable laws or statutes, this Agreement shall be subject to such 24 provisions. 25 4 1 ARTICLE 5 2 MANAGEMENT RIGHTS 3 1. The Association recognizes the right of the City, the Chief of Police and the Board of Fire and 4 Police Commissioners to operate and manage their affairs in all respects in accordance with the 5 laws of Wisconsin, ordinances of the City, Constitution of the United States and Section 111.70 6 of the Wisconsin Statutes. The Association recognizes the exclusive right of the Board of Fire 7 and Police Commissioners and/or the Chief of Police to establish and maintain departmental rules 8 and procedures for the administration of the Police Department during the term of this Agreement 9 provided that such rules and procedures do not violate any of the provisions of this Agreement. 10 2. The City has the exclusive right and authority to schedule overtime work as required in the 11 manner most advantageous to the City. The City shall have the sole right to authorize tradeoffs of 12 work assignments. 13 3. It is understood by the parties that every incidental duty connected with operations enumerated in 14 job descriptions is not always specifically described; nevertheless, it is intended that all such 15 duties shall be performed by the employee. 16 4. The City reserves the right to discipline or discharge for cause; except that discharge of a 17 probationary employee in the Police Officer position classification shall not have to be for cause. 18 The City reserves the right to lay off personnel of the department. 19 5. 20 21 work is performed. 6. 22 23 26 The City shall not impose furlough days during calendar years 2016 and 2017. This provision shall sunset December 31, 2017. 7. 24 25 The City shall determine work schedules and establish methods and processes by which such The City shall have the right to transfer employees within the Police Department in a manner most advantageous to the City. 8. Except as otherwise specifically provided in this Agreement, the City, the Chief of Police and the Fire and Police Commission shall retain all rights and authority to which by law they are entitled. 5 1 9. The City shall have the exclusive authority to transfer any or all of the operations of the 2 Milwaukee Police Department now conducted by it to another unit of government and such 3 transfer shall not require any prior negotiations or the consent of any group, organization, union 4 or labor organization whatsoever. 5 10. 6 7 The City shall have the authority without prior negotiations to consolidate the operations of two or more departments, or the operations within a department, or to reorganize within departments. 11. The Association recognizes that the City has statutory and charter rights and obligations in 8 contracting for matters relating to municipal operations. 9 subcontracting is vested in the City. 10 12. The right of contracting or The Association pledges cooperation to the increasing of departmental efficiency and 11 effectiveness. Any and all rights concerning the management and direction of the Police 12 Department and the police force shall be exclusively the right of the City unless otherwise 13 provided by the terms of this Agreement as permitted by law. 14 ARTICLE 6 15 PROBATIONARY EMPLOYEES 16 1. Prior to the start of his/her field training at the Police Training Academy, a probationary 17 employee in the Police Officer job classifications who commences recruit training at the Police 18 Training Academy shall not be covered by the GRIEVANCE AND ARBITRATION 19 PROCEDURE Article of this Agreement in differences involving matters of Departmental 20 discipline or discharge; after the start of field training, such probationary employee shall not be 21 covered by such Article in differences involving matters of his/her discharge. 22 2. The duration of employee probationary periods shall be sixteen (16) months. 23 3. For employee probationary period requests from the Chief of Police to the Fire and Police 24 Commission made on or after May 16, 1995 the following procedure shall apply: 25 a. Copies of the Chief's letter to the Fire and Police Commission requesting an extension of 6 1 an employee's probationary period will be forwarded to the employee who is the subject of 2 the request and to the Association prior to the Commission meeting at which the Chief's 3 request is to be discussed; and 4 b. At the meeting of the Fire and Police Commission wherein the matter of the extension is 5 discussed, the affected employee will be given the opportunity to be heard if he or she so 6 desires. A representative of the Association may also appear and be heard on behalf of the 7 employee, if the employee so requests, and/or on behalf of the Association. 8 ARTICLE 7 9 GRIEVANCE AND ARBITRATION PROCEDURE 10 During the term of the 2013-2017 City-Association Agreement, if any change to §62.50, Wi. Stats. is 11 enacted that affects the ability of the Association to arbitrate discipline, the parties shall enter into 12 immediate collective bargaining negotiations for the purpose of arriving at mutually satisfactory 13 modifications to Article 7 only. 14 I. 15 16 GRIEVANCE PROCEDURE A. GRIEVANCES 1. Differences involving the interpretation, application or enforcement of the 17 provisions of this Agreement or the application of a rule or regulation of the 18 Milwaukee Police Department affecting wages, hours, or conditions of 19 employment shall constitute a grievance under the provisions set forth below. 20 Matters of departmental discipline involving application of the rules or regulations 21 of the Milwaukee Police Department which are not subject to appeal to the Board 22 of Fire and Police Commissioners, shall constitute a grievance under the 23 aforementioned provisions and matters of departmental discipline involving 24 application of the rules or regulations of the Chief of Police which are subject to 25 appeal to the Board of Fire and Police Commissioners shall not constitute a 7 1 grievance under the aforementioned provisions. Matters involving approval of 2 medical (or dental) insurance claims filed by an employee, or medical (or dental) 3 insurance claims filed by an employee on behalf of his/her dependents, shall not 4 constitute a grievance under the aforementioned provisions. 5 Obligations of the City under Chapter 65, Wisconsin Statutes, and any pension 6 matter under the exclusive jurisdiction or control of any duly constituted pension 7 board shall not constitute a grievance under the provisions aforementioned. 8 2. Grievances over discipline shall be initiated at the level of the Grievance Procedure 9 immediately above the level of the chain of command at which the discipline was 10 administered, except that in cases of discipline administered by the Chief of Police 11 the grievance shall be initiated at step 2 of the Grievance Procedure and be 12 reviewed by the Chief of Police. 13 3. Steps 1 and 2, inclusive, of this Grievance Procedure shall be inapplicable to 14 grievances involving health and life insurance benefits. A grievance concerning 15 health insurance or life insurance benefits, other than a matter involving claims, 16 shall be submitted directly to the City Labor Negotiator for review within fifteen 17 (15) calendar days of the occurrence of the incident leading to such grievance. 18 Within fifteen (15) calendar days following receipt of such grievance by the City 19 Labor Negotiator, representatives of the MPA shall meet with the City Labor 20 Negotiator, or his/her designee, at a mutually convenient time and place in an 21 attempt to resolve the grievance. 22 Negotiator shall answer the grievance in writing setting forth the reasons for his/her 23 decision and submit same to the Association Grievance Committee Chairman 24 within twenty-five (25) calendar days of such meeting. If the grievance is not 25 settled, the Association may proceed to final and binding arbitration as hereinafter 26 provided. 8 Following such meeting, the City Labor 1 4. All grievances and grievance appeals shall set forth the provision of the Agreement 2 and/or the rule or regulation of the Chief of Police under which the grievance was 3 filed. All appeals of duly filed grievances not submitted by the Association or 4 employee (hereinafter referred to as "member") within the time limit specified shall 5 be termed abandoned grievances and as such shall be considered as being resolved 6 in favor of the City and not subject to provisions of this GRIEVANCE AND 7 ARBITRATION PROCEDURE. By mutual agreement, the parties may waive any 8 of the steps contained in this GRIEVANCE AND ARBITRATION PROCEDURE. 9 With the consent of the Association, the City Labor Negotiator may waive any of 10 the steps contained in this GRIEVANCE AND ARBITRATION PROCEDURE for 11 grievances involving economic matters; this waiver provision shall not apply to 12 grievances over matters of Departmental discipline. 13 5. In the event the Chief or Department takes a particular action which, in the 14 Association's view, results in a violation of the agreement and such action 15 adversely affects a number of members under circumstances that are essentially 16 identical, the MPA grievance committee may file a group grievance on their behalf 17 at the second step, within 15 calendar days of the occurrence of the incident 18 leading to such grievance. 19 members alleged to have been adversely affected by such action. If the MPA 20 grievance committee is unable to identify all members of the group, by name, 21 within the time limit allowed for the filing of grievances, it shall specify those facts 22 which cause the adversely affected members to be identically situated in its view. 23 Before responding to the grievance, the Department shall provide the Association 24 with information or access to information reasonably necessary for the Association 25 to identify the members covered by the group grievance. The Association must 26 identify all members covered by the group grievance before appealing it to The group grievance shall identify by name, all 9 1 arbitration. Alleged violations occurring after the occurrence of the incident giving 2 rise to the group grievance shall not be considered to be covered by the group 3 grievance, even if the facts are alleged to be essentially identical. In such a case, 4 separate grievances or group grievances must be timely filed in order to be 5 considered. Nothing herein is intended to preclude the parties from agreeing to 6 consolidate grievances and group grievances for purposes of arbitration. 7 8 B. STEPS IN THE GRIEVANCE PROCEDURE STEP 1: 9 The aggrieved member shall reduce his/her grievance to writing on a provided 10 numbered form and shall present such written grievance to his/her Association 11 Steward. The Association Steward shall meet with the grievant and if the grievant 12 so desires and the Association Steward so determines, the Association Steward 13 shall present the written grievance to the grievant's district or bureau commanding 14 officer within fifteen (15) calendar days of the occurrence of the incident leading to 15 the grievance. Thereafter, the grievant, his/her Association Steward and his/her 16 district or bureau commanding officer together with the grievant's immediate 17 supervisor shall meet and discuss the grievance in a friendly manner and shall 18 make every effort to resolve the grievance. The district or bureau commanding 19 officer, if he/she deems it appropriate, may also discuss the grievance with the 20 grievant's shift commander and may include him/her in the meeting. Following 21 said meeting, the district or bureau commanding officer in consultation with the 22 grievant's shift commander and immediate supervisor shall answer the grievance in 23 writing, setting forth the reasons for his decision and submit same to the 24 Association Steward and the aggrieved within fifteen (15) calendar days of receipt 25 of the written grievance. 26 STEP 2 10 1 If the grievance is not resolved in step 1 above, the MPA Grievance Committee 2 Chairman, or his/her designee who shall be a member of the MPA bargaining unit, 3 may within fifteen (15) calendar days of the receipt of the Step 1 decision appeal 4 this decision to the Chief of Police. Failure to appeal said decision within said 5 period of time shall constitute a settlement of the grievance. Said appeal shall be in 6 writing and shall be submitted to the Chief of Police and therein a request shall be 7 made for a meeting with the Chief of Police to consider the decision from Step 1. 8 The Chief of Police and the Chief's Panel together with the MPA Grievance 9 Committee Chairman, or his/her designee who shall be a member of the MPA 10 bargaining unit, shall meet at a mutually agreeable time. The grievant shall be 11 entitled to be present at such appeal meeting and shall have the right to be 12 represented by the Grievance Committee Chairman, or his/her designee who shall 13 be a member of the MPA bargaining unit, and the parties shall discuss the Step 1 14 decision in good faith and attempt to resolve the matter. 15 calendar days of receipt of the written appeal to the grievance, unless the time 16 period is mutually extended by the parties, the Chief shall, in writing, advise the 17 Chairman of the MPA Grievance Committee and the grievant as to the Chief's 18 decision with respect to the grievance. If an Association grievance is not settled at 19 the second step, the Association may proceed to final and binding arbitration as 20 hereinafter provided. 21 22 Within thirty (30) II. GRIEVANCE ARBITRATION A. Final and binding arbitration may be initiated by serving upon the Chief of Police and City 23 Labor Negotiator a notice in writing of an intent to proceed to final and binding arbitration 24 within 30 calendar days of receipt of the second step answer. Said notice shall identify the 25 grievance and the employees involved. 26 B. Arbitrators 11 1 1. Grievance appeals properly submitted for final and binding arbitration shall be 2 decided by one of two arbitrators mutually acceptable to the City and the 3 Association 4 2. The arbitrator’s term of office shall run concurrent with the term of this Agreement 5 and shall automatically be renewed for an identical term unless one of the parties 6 submits to the other in writing an objection to such renewal no later than 30 7 calendar days prior to the expiration of the term. By mutual consent of the parties, 8 the individuals serving as arbitrator may be removed at any time. Upon non- 9 renewal, removal, or resignation of an arbitrator, either a new arbitrator, mutually 10 acceptable to both parties, per their understanding, shall be appointed, or, in the 11 event the parties, after 30 calendar days, are unable to agree on a mutually 12 acceptable arbitrator, the following language shall be substituted for subsection 13 B.1. of this Article: 14 Unless the parties can, within seven (7) calendar days following the receipt 15 of such written notice, agree upon the selection of an arbitrator, either party 16 may in writing request the Wisconsin Employment Relations Commission to 17 submit a list of five (5) ad hoc arbitrators to both parties. The parties shall, 18 within seven (7) calendar days of the receipt of said list, select the arbitrator 19 by alternately striking names from the list until one name remains. Such 20 person shall then become the arbitrator. 21 3. In accordance with the foregoing provisions and by their mutual consent the 22 parties agree to designate Richard McLaughlin and Amedeo Greco as the 23 arbitrators for the time period beginning on July 1, 2014. The parties further agree 24 that the presentation of grievances shall alternate between McLaughlin and Greco, 25 unless mutually agreed otherwise. 26 C. The arbitrator shall hold hearings at a time convenient to the parties, with the location of 12 1 such hearings alternating between the MPA offices and the offices of the City Hall 2 complex. The arbitrator shall take such evidence as in his/her judgment is appropriate for 3 the disposition of the dispute. Statements of position may be made by the parties and 4 witnesses may be called. In disputes involving application of rules or regulations of the 5 Milwaukee Police Department, the Chief of Police or his or her representative shall be 6 permitted to participate in the proceeding and to state the Department's position on the 7 dispute. 8 D. The arbitrator shall neither add to, detract from, nor modify the language of the Agreement 9 or of the rules and regulations in arriving at a determination of any issue presented that is 10 proper for final and binding arbitration within the limitations expressed herein. The 11 arbitrator shall have no authority to grant wage increases or wage decreases. 12 E. The arbitrator shall expressly confine himself/herself to the precise issues submitted for 13 arbitration and shall have no authority to determine any other issue not so submitted to 14 him/her or to submit observations or declarations of opinion which are not directly 15 essential in reaching the determination. 16 F. In reviewing any difference over application of a departmental rule or regulation under 17 this grievance and arbitration procedure, the arbitrator shall take into account the special 18 statutory responsibilities granted to the Chief of Police under Section 62.50, Wisconsin 19 Statutes, 1977. The arbitrator shall not impair the ability of the Chief of Police to operate 20 the Department in accordance with the Statutory responsibilities under Section 62.50, 21 Wisconsin Statutes, 1977, nor shall he/she impair the authority of the Chief of Police to 22 maintain, establish and modify rules and regulations for the operation of the Police 23 Department, provided such rules and regulations are not in violation of the specific 24 provisions of this Agreement. In addition, the arbitrator shall not prohibit the Chief of 25 Police from executing Departmental rules and regulations in a fair and equitable manner. 26 G. All expenses which may be involved in the arbitration proceedings shall be borne by the 13 1 parties equally. However, the expenses relating to the calling of witnesses or the obtaining 2 of depositions or any other similar expense associated with such proceedings shall be 3 borne by the party at whose request such witnesses or depositions are required. 4 H. For the purpose of receiving testimony and evidence, the provisions of Section 788.06 and 5 788.07 of the Wisconsin Statutes shall apply. The arbitration award shall be reduced to 6 writing and shall be subject to Sections 788.08 through and including 788.15 of the 7 Wisconsin Statutes. All other sections and provisions of Chapter 788 are hereby expressly 8 negated and of no force and effect in any arbitration under this Agreement. 9 I. It is contemplated by the provisions of this Agreement that any arbitration award shall be 10 issued by the arbitrator within sixty (60) calendar days after the notice of appointment 11 unless the parties to this Agreement shall extend the period in writing by mutual consent. 12 J. The arbitrator shall submit in writing his/her award to the parties. 13 ARTICLE 8 14 PROHIBITION OF STRIKES AND LOCKOUTS 15 1. The Association pledges itself to make every effort to maintain unimpaired the police service and 16 protection of the community. It shall not cause, condone, counsel or permit its members, or any 17 of them, individually or in concert, to strike, slow down, disrupt, impede or otherwise impair the 18 normal functions of the Department. 19 2. Should one or more members of the bargaining unit, during the term of this Contract or any 20 extension thereof, breach the obligations of Subsection l, the City Labor Negotiator shall 21 immediately notify the officers of the Association that a prohibited action is in progress. 22 3. The Association shall forthwith, and in any event, within twelve (12) hours, by the senior 23 responsible officer of the Association, disavow said strike, shall order its member or members in 24 writing to return to work or cease the prohibited activity and provide the City Labor Negotiator 25 with a copy of its order, or alternatively accept the responsibility for the strike. 14 1 4. If the Association disavows the prohibited activity, the City shall not hold the Association 2 financially responsible and the Association shall interpose no defense to the City's imposition of 3 such penalties or sanctions as the City may assess against the participants. Such penalties may 4 include: 5 a. Discharge 6 b. Loss of Compensation, vacation benefits and holiday pay. 7 5. 8 ARTICLE 9 9 DEFINITIONS 10 1. There shall be no lockout by the City during the term of this Agreement. "Active Service" 11 "Active Service," as used herein, shall mean the performance of assigned duties in accordance 12 with the HOURS OF WORK provision of this Agreement and shall include time spent by 13 employees on paid leave as provided for herein but shall not include any time spent by employees 14 on leave without pay. In the event of an employee's resignation, discharge or retirement from 15 City employment, active service shall cease as of the employee's last day at work. 16 2. "Length of Service" 17 "Length of Service," as used herein, shall mean the duration of time an employee was in active 18 service, including active service while employed as a member of the police force prior to the 19 execution date of this Agreement. 20 provisions of this Agreement, an employee in the Police Officer job classification shall not accrue 21 credit towards length of service during his probationary period; provided, however, upon 22 completion of his probationary period and attaining regular status in the Police Officer job 23 classification, the employee shall be entitled to retroactive credit towards his length of service 24 from time spent in active service as a probationary employee in the Police Officer job 25 classification. For purposes of interpretation and construction of the 15 1 3. "Employees Covered By This Agreement" 2 Employees employed in the Milwaukee Police Department, in active service in the following 3 position classifications, shall be covered by this agreement during its term so long as they remain 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 in active service and within such classifications: Police Officer Detective Forensic Investigator Document Examiner Police Alarm Operator Police Matron Assistant Custodian of Police Property and Stores Police Electronic Technician Chief Document Examiner Custodian of Police Property and Stores Narcotics Control Officer Police Audio-Visual Specialist Court Liaison Officer Latent Print Examiner Computer Aided Dispatch System Specialist Police Data Communications Specialist Identifications Systems Specialist 4. 24 25 26 "Employees," as used herein shall mean employees covered by this agreement as hereinbefore defined. 5. "City," as used herein, shall include any person, agent or instrumentality acting on behalf of the City within the scope of its authority, express or implied. 27 ARTICLE 10 28 BASE SALARY 29 30 31 32 33 34 35 36 A. The biweekly rates of pay for 2013, 2014, and 2015 shall have a common pay step for each classification regardless of hire date and will adjust the PP14, 2012 rates of pay as follows: • Effective PP 1, 2013 a 2.0% across the board increase over the PP 26, 2012 rates of pay. • Effective PP 14, 2013 a 0.5% across the board increase over the PP 13, 2013 rates of pay. • Effective PP 1, 2014 a 2.0% across the board increase over the PP 26, 2013 rates of pay. • Effective PP 14, 2014 a 0.5% across the board increase over the PP 13, 2014 rates of pay. • Effective PP1, 2015 a 2.25% across the board increase over the PP 26, 2014 rates of pay. • Effective PP 14, 2015 a 0.25% across the board increase over the PP 13, 2015 rates of pay. 16 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 B. The biweekly rates of pay for 2016 and 2017 for those employees hired on or after October 3, 2011 will adjust the PP 26, 2015 biweekly rates as follows: • Effective PP 1, 2016 add $28.77 to PP 26, 2015 biweekly rates of pay and then add a 2.5% across the board increase. • Effective PP14, 2016 a 0.5% across the board increase over the PP 13, 2016 rates of pay. • Effective PP 1, 2017 a 2.0% across the board increase over the PP 27, 2016 rates of pay. C. The biweekly rates or pay for 2016 and 2017 for those employees hired prior to October 3, 2011 will adjust the PP26, 2015 biweekly rates as follows: • Effective PP 1, 2016 add $28.77 to PP26, 2015 rates of pay and then add a 0.8% across the board increase over the PP 26, 2015 rates of pay for employees hired prior to October 3, 2011 until such time as the pending litigation, referenced in Article 19, regarding pension contributions is resolved. At that time this group will receive, retroactive to PP 1, 2016, a 1.2% across the board increase. • Effective PP 14, 2016 a 0.5% across the board increase over the PP 13, 2016 rates of pay. • Effective PP 25, 2016 a 0.5% across the board increase over the PP 24, 2016 rates of pay. • Effective PP 1, 2017 a 2.0% across the board increase over the PP 27, 2016 rates of pay. D. Bi-weekly rates of pay for all employees: 1 Commencing Pay Period 1, 2013 (December 23, 2012), the biweekly base salary paid to employees shall be as follows: Police Officer1/ 2/ Police Matron Assistant Custodian of Police Property and Stores a. Academy Step 1. Step 2. Step 3. Step 4. Step 5. 1/ 2/ b. $1,464.87 $1,953.16 $2,138.81 $2,379.02 $2,471.16 $2,613.02 Associate’s Degree or 64 Credits Bachelor’s Degree Master’s Degree or Higher 1,969.37 2,155.01 2,395.23 2,487.37 2,629.23 1,989.62 2,175.28 2,415.48 2,507.64 2,649.49 1,997.73 2,183.37 2,423.59 2,515.74 2,657.60 Receives $20.00 additional biweekly while assigned to motorcycle duty in accordance with MOTORCYCLE PAY provision of the labor contract. Upon graduation from the Academy an employee shall move to step 1. Court Liaison Officer Forensic Investigator Narcotics Control Officer 17 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 Police Alarm Operator Step 1. $2,539.94 Step 2. $2,619.47 Step 3. $2,702.40 c. 2,576.42 2,655.94 2,738.87 2,584.52 2,664.04 2,746.97 Associate’s Degree or 64 Credits Bachelor’s Degree Master’s Degree or Higher 2,635.67 2,718.61 2,807.89 2,655.94 2,738.87 2,828.14 2,664.04 2,746.97 2,836.25 Associate’s Degree or 64 Credits Bachelor’s Degree Master’s Degree or Higher 2,688.88 2,793.13 2,901.60 2,709.15 2,813.38 2,921.87 2,717.25 2,821.49 2,929.97 Associate’s Degree or 64 Credits Bachelor’s Degree Master’s Degree or Higher 2,807.89 2,903.47 2,999.11 2,828.14 2,923.73 3,019.36 2,836.25 2,931.84 3,027.47 Associate’s Degree or 64 Credits Bachelor’s Degree Master’s Degree or Higher 2,903.47 2,999.11 3,094.78 2,923.73 3,019.36 3,115.06 2,931.84 3,027.47 3,123.16 Associate’s Degree or 64 Credits Bachelor’s Degree Master’s Degree or Higher 2,793.13 2,901.60 3,014.38 3,131.63 3,253.46 3,380.30 2,813.38 2,921.87 3,034.64 3,151.89 3,273.72 3,400.57 2,821.49 2,929.97 3,042.75 3,160.00 3,281.83 3,408.67 Chief Document Examiner Identification Systems Specialist Step 1. $2,887.25 Step 2. $2,982.89 Step 3. $3,078.58 g. 2,556.15 2,635.67 2,718.61 Police Electronic Technician Computer Aided Dispatch System Specialist Step 1. $2,791.68 Step 2. $2,887.25 Step 3. $2,982.89 f. Master’s Degree or Higher Detective Document Examiner Police Data Communications Specialist Latent Print Examiner Step 1. $2,672.68 Step 2. $2,776.91 Step 3. $2,885.40 e. Bachelor’s Degree Custodian of Police Property and Stores Step 1. $2,619.47 Step 2. $2,702.40 Step 3. $2,791.68 d. Associate’s Degree or 64 Credits Police Audio Visual Specialist Step 1. Step 2. Step 3. Step 4. Step 5. Step 6. $2,776.91 $2,885.40 $2,998.17 $3,115.42 $3,237.26 $3,364.09 2. Commencing Pay Period 14, 2013 (June 23, 2013), the biweekly base salary paid to employees shall be as follows: 18 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 Police Officer1/ 2/ Police Matron Assistant Custodian of Police Property and Stores a. Academy Step 1. Step 2. Step 3. Step 4. Step 5. 1/ 2/ b. $1,472.20 $1,962.93 $2,149.50 $2,390.92 $2,483.52 $2,626.09 1,979.22 2,165.79 2,407.21 2,499.81 2,642.38 1,999.57 2,186.16 2,427.56 2,520.18 2,662.74 2,007.72 2,194.29 2,435.71 2,528.32 2,670.89 Associate’s Degree or 64 Credits Bachelor’s Degree Master’s Degree or Higher 2,568.93 2,648.85 2,732.20 2,589.30 2,669.22 2,752.56 2,597.44 2,677.36 2,760.70 Custodian of Police Property and Stores Associate’s Degree or 64 Credits Bachelor’s Degree Master’s Degree or Higher 2,648.85 2,732.20 2,821.93 2,669.22 2,752.56 2,842.28 2,677.36 2,760.70 2,850.43 Detective Document Examiner Police Data Communications Specialist Latent Print Examiner Step 1. $2,686.04 Step 2. $2,790.79 Step 3. $2,899.83 e. Master’s Degree or Higher Court Liaison Officer Forensic Investigator Narcotics Control Officer Police Alarm Operator Step 1. $2,632.57 Step 2. $2,715.91 Step 3. $2,805.64 d. Bachelor’s Degree Receives $20.00 additional biweekly while assigned to motorcycle duty in accordance with MOTORCYCLE PAY provision of the labor contract. Upon graduation from the Academy an employee shall move to step 1. Step 1. $2,552.64 Step 2. $2,632.57 Step 3. $2,715.91 c. Associate’s Degree or 64 Credits Associate’s Degree or 64 Credits Bachelor’s Degree Master’s Degree or Higher 2,702.32 2,807.10 2,916.11 2,722.70 2,827.45 2,936.48 2,730.84 2,835.60 2,944.62 Police Electronic Technician Computer Aided Dispatch System Specialist Step 1. $2,805.64 Step 2. $2,901.69 Step 3. $2,997.80 Associate’s Degree or 64 Credits Bachelor’s Degree Master’s Degree or Higher 2,821.93 2,917.99 3,014.11 2,842.28 2,938.35 3,034.46 2,850.43 2,946.50 3,042.61 19 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 f. Chief Document Examiner Identification Systems Specialist Step 1. $2,901.69 Step 2. $2,997.80 Step 3. $3,093.97 g. Associate’s Degree or 64 Credits Bachelor’s Degree Master’s Degree or Higher 2,917.99 3,014.11 3,110.25 2,938.35 3,034.46 3,130.64 2,946.50 3,042.61 3,138.78 Associate’s Degree or 64 Credits Bachelor’s Degree Master’s Degree or Higher 2,807.10 2,916.11 3,029.45 3,147.29 3,269.73 3,397.20 2,827.45 2,936.48 3,049.81 3,167.65 3,290.09 3,417.57 2,835.60 2,944.62 3,057.96 3,175.80 3,298.24 3,425.71 Police Audio Visual Specialist Step 1. Step 2. Step 3. Step 4. Step 5. Step 6. $2,790.79 $2,899.83 $3,013.16 $3,131.00 $3,253.45 $3,380.91 3. Commencing Pay Period 1, 2014 (December 22, 2013), the biweekly base salary paid to employees shall be as follows: Police Officer1/ 2/ Police Matron Assistant Custodian of Police Property and Stores a. Academy Step 1. Step 2. Step 3. Step 4. Step 5. 1/ 2/ b. $1,501.64 $2,002.19 $2,192.49 $2,438.74 $2,533.19 $2,678.61 Bachelor’s Degree Master’s Degree or Higher 2,018.80 2,209.11 2,455.35 2,549.81 2,695.23 2,039.56 2,229.88 2,476.11 2,570.58 2,715.99 2,047.87 2,238.18 2,484.42 2,578.89 2,724.31 Receives $20.00 additional biweekly while assigned to motorcycle duty in accordance with MOTORCYCLE PAY provision of the labor contract. Upon graduation from the Academy an employee shall move to step 1. Court Liaison Officer Forensic Investigator Narcotics Control Officer Police Alarm Operator Step 1. $2,603.69 Step 2. $2,685.22 Step 3. $2,770.23 c. Associate’s Degree or 64 Credits Associate’s Degree or 64 Credits Bachelor’s Degree Master’s Degree or Higher 2,620.31 2,701.83 2,786.84 2,641.09 2,722.60 2,807.61 2,649.39 2,730.91 2,815.91 Custodian of Police Property and Stores Step 1. $2,685.22 Step 2. $2,770.23 Step 3. $2,861.75 Associate’s Degree or 64 Credits Bachelor’s Degree Master’s Degree or Higher 2,701.83 2,786.84 2,878.37 2,722.60 2,807.61 2,899.13 2,730.91 2,815.91 2,907.44 20 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 d. Detective Document Examiner Police Data Communications Specialist Latent Print Examiner Step 1. $2,739.76 Step 2. $2,846.61 Step 3. $2,957.83 e. Associate’s Degree or 64 Credits Bachelor’s Degree Master’s Degree or Higher 2,756.37 2,863.24 2,974.43 2,777.15 2,884.00 2,995.21 2,785.46 2,892.31 3,003.51 Police Electronic Technician Computer Aided Dispatch System Specialist Step 1. $2,861.75 Step 2. $2,959.72 Step 3. $3,057.76 f. Associate’s Degree or 64 Credits Bachelor’s Degree Master’s Degree or Higher 2,878.37 2,976.35 3,074.39 2,899.13 2,997.12 3,095.15 2,907.44 3,005.43 3,103.46 Associate’s Degree or 64 Credits Bachelor’s Degree Master’s Degree or Higher 2,976.35 3,074.39 3,172.46 2,997.12 3,095.15 3,193.25 3,005.43 3,103.46 3,201.56 Associate’s Degree or 64 Credits Bachelor’s Degree Master’s Degree or Higher 2,863.24 2,974.43 3,090.04 3,210.24 3,335.12 3,465.14 2,884.00 2,995.21 3,110.81 3,231.00 3,355.89 3,485.92 2,892.31 3,003.51 3,119.12 3,239.32 3,364.20 3,494.22 Chief Document Examiner Identification Systems Specialist Step 1. $2,959.72 Step 2. $3,057.76 Step 3. $3,155.85 g. Police Audio Visual Specialist Step 1. Step 2. Step 3. Step 4. Step 5. Step 6. $2,846.61 $2,957.83 $3,073.42 $3,193.62 $3,318.52 $3,448.53 4. Commencing Pay Period 14, 2014 (June 22, 2014), the biweekly base salary paid to employees shall be as follows: Police Officer1/ 2/ Police Matron Assistant Custodian of Police Property and Stores a. Academy Step 1. Step 2. Step 3. Step 4. Step 5. 1/ $1,509.15 $2,012.20 $2,203.45 $2,450.93 $2,545.86 $2,692.00 Associate’s Degree or 64 Credits Bachelor’s Degree Master’s Degree or Higher 2,028.89 2,220.16 2,467.63 2,562.56 2,708.71 2,049.76 2,241.03 2,488.49 2,583.43 2,729.57 2,058.11 2,249.37 2,496.84 2,591.78 2,737.93 Receives $20.00 additional biweekly while assigned to motorcycle duty in accordance 21 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 2/ b. with MOTORCYCLE PAY provision of the labor contract. Upon graduation from the Academy an employee shall move to step 1. Court Liaison Officer Forensic Investigator Narcotics Control Officer Police Alarm Operator Step 1. $2,616.71 Step 2. $2,698.65 Step 3. $2,784.08 c. 2,654.30 2,736.21 2,821.65 2,662.64 2,744.56 2,829.99 Associate’s Degree or 64 Credits Bachelor’s Degree Master’s Degree or Higher 2,715.34 2,800.77 2,892.76 2,736.21 2,821.65 2,913.63 2,744.56 2,829.99 2,921.98 Associate’s Degree or 64 Credits Bachelor’s Degree Master’s Degree or Higher 2,770.15 2,877.56 2,989.30 2,791.04 2,898.42 3,010.19 2,799.39 2,906.77 3,018.53 Associate’s Degree or 64 Credits Bachelor’s Degree Master’s Degree or Higher 2,892.76 2,991.23 3,089.76 2,913.63 3,012.11 3,110.63 2,921.98 3,020.46 3,118.98 Associate’s Degree or 64 Credits Bachelor’s Degree Master’s Degree or Higher 2,991.23 3,089.76 3,188.32 3,012.11 3,110.63 3,209.22 3,020.46 3,118.98 3,217.57 Associate’s Degree or 64 Credits Bachelor’s Degree Master’s Degree or Higher 2,877.56 2,989.30 3,105.49 2,898.41 3,010.19 3,126.36 2,906.77 3,018.53 3,134.72 Chief Document Examiner Identification Systems Specialist Step 1. $2,974.52 Step 2. $3,073.05 Step 3. $3,171.63 g. 2,633.41 2,715.34 2,800.77 Police Electronic Technician Computer Aided Dispatch System Specialist Step 1. $2,876.06 Step 2. $2,974.52 Step 3. $3,073.05 f. Master’s Degree or Higher Detective Document Examiner Police Data Communications Specialist Latent Print Examiner Step 1. $2,753.46 Step 2. $2,860.84 Step 3. $2,972.62 e. Bachelor’s Degree Custodian of Police Property and Stores Step 1. $2,698.65 Step 2. $2,784.08 Step 3. $2,846.06 d. Associate’s Degree or 64 Credits Police Audio Visual Specialist Step 1. $2,860.84 Step 2. $2,972.62 Step 3. $3,088.79 22 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 Step 4. $3,209.59 Step 5. $3,335.11 Step 6. $3,465.77 3,226.29 3,351.80 3,482.41 3,247.16 3,372.67 3,503.35 3,255.52 3,381.02 3,511.69 5. Commencing Pay Period 1, 2015 (December 21, 2014), the biweekly base salary paid to employees shall be as follows: Police Officer1/ 2/ Police Matron Assistant Custodian of Police Property and Stores a. Academy Step 1. Step 2. Step 3. Step 4. Step 5. 1/ 2/ b. $1,543.10 $2,057.47 $2,253.03 $2,506.08 $2,603.14 $2,752.57 2,074.54 2,270.11 2,523.15 2,620.22 2,769.66 2,095.88 2,291.45 2,544.48 2,641.56 2,790.99 2,104.42 2,299.98 2,553.02 2,650.10 2,799.53 Associate’s Degree or 64 Credits Bachelor’s Degree Master’s Degree or Higher 2,692.66 2,776.44 2,863.79 2,714.02 2,797.77 2,885.14 2,722.55 2,806.31 2,893.66 Custodian of Police Property and Stores Associate’s Degree or 64 Credits Bachelor’s Degree Master’s Degree or Higher 2,776.44 2,863.79 2,957.85 2,797.77 2,885.14 2,979.19 2,806.31 2,893.66 2,987.72 Detective Document Examiner Police Data Communications Specialist Latent Print Examiner Step 1. $2,815.41 Step 2. $2,925.21 Step 3. $3,039.50 e. Master’s Degree or Higher Court Liaison Officer Forensic Investigator Narcotics Control Officer Police Alarm Operator Step 1. $2,759.37 Step 2. $2,846.72 Step 3. $2,940.77 d. Bachelor’s Degree Receives $20.00 additional biweekly while assigned to motorcycle duty in accordance with MOTORCYCLE PAY provision of the labor contract. Upon graduation from the Academy an employee shall move to step 1. Step 1. $2,675.59 Step 2. $2,759.37 Step 3. $2,846.72 c. Associate’s Degree or 64 Credits Associate’s Degree or 64 Credits Bachelor’s Degree Master’s Degree or Higher 2,832.48 2,942.31 3,056.56 2,853.84 2,963.63 3,077.92 2,862.38 2,972.17 3,086.45 Police Electronic Technician Computer Aided Dispatch System Specialist Associate’s Degree Bachelor’s Degree 23 Master’s Degree 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 or 64 Credits Step 1. $2,940.77 Step 2. $3,041.45 Step 3. $3,142.19 f. 2,957.85 3,058.53 3,159.28 or Higher 2,979.19 3,079.88 3,180.62 2,987.72 3,088.42 3,189.16 Associate’s Degree or 64 Credits Bachelor’s Degree Master’s Degree or Higher 3,058.53 3,159.28 3,206.06 3,079.88 3,180.62 3,281.43 3,088.42 3,189.16 3,289.97 Associate’s Degree or 64 Credits Bachelor’s Degree Master’s Degree or Higher 2,942.31 3,056.56 3,175.36 3,298.88 3,427.22 3,560.83 2,963.63 3,077.92 3,196.70 3,320.22 3,448.56 3,582.18 2,972.17 3,086.45 3,205.25 3,328.77 3,457.09 3,590.70 Chief Document Examiner Identification Systems Specialist Step 1. $3,041.45 Step 2. $3,142.19 Step 3. $3,242.99 g. Police Audio Visual Specialist Step 1. Step 2. Step 3. Step 4. Step 5. Step 6. $2,925.21 $3,039.50 $3,158.29 $3,281.81 $3,410.15 $3,543.75 6. Commencing Pay Period 14, 2015 (June 21, 2015), the biweekly base salary paid to employees shall be as follows: Police Officer1/ 2/ Police Matron Assistant Custodian of Police Property and Stores a. Academy Step 1. Step 2. Step 3. Step 4. Step 5. 1/ 2/ b. $1,546.96 $2,062.61 $2,258.66 $2,512.35 $2,609.65 $2,759.45 Bachelor’s Degree Master’s Degree or Higher 2,079.73 2,275.79 2,529.46 2,626.77 2,776.58 2,101.12 2,297.18 2,550.84 2,648.16 2,797.97 2,109.68 2,305.73 2,559.40 2,656.73 2,806.53 Receives $20.00 additional biweekly while assigned to motorcycle duty in accordance with MOTORCYCLE PAY provision of the labor contract. Upon graduation from the Academy an employee shall move to step 1. Court Liaison Officer Forensic Investigator Narcotics Control Officer Police Alarm Operator Step 1. $2,682.28 Step 2. $2,766.27 Step 3. $2,853.84 c. Associate’s Degree or 64 Credits Associate’s Degree or 64 Credits Bachelor’s Degree Master’s Degree or Higher 2,699.39 2,783.38 2,870.95 2,720.81 2,804.76 2,892.35 2,729.36 2,813.33 2,900.89 Custodian of Police Property and Stores 24 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 Step 1. $2,766.27 Step 2. $2,853.84 Step 3. $2,948.12 d. 2,804.76 2,892.35 2,986.64 2,813.33 2,900.89 2,995.19 Associate’s Degree or 64 Credits Bachelor’s Degree Master’s Degree or Higher 2,839.56 2,949.67 3,064.20 2,860.97 2,971.04 3,085.61 2,869.54 2,979.60 3,094.17 Associate’s Degree or 64 Credits Bachelor’s Degree Master’s Degree or Higher 2,965.24 3,066.18 3,167.18 2,986.64 3,087.58 3,188.57 2,995.19 3,096.14 3,197.13 Associate’s Degree or 64 Credits Bachelor’s Degree Master’s Degree or Higher 3,066.18 3,167.18 3,268.21 3,087.58 3,188.57 3,289.63 3,096.14 3,197.13 3,298.19 Associate’s Degree or 64 Credits Bachelor’s Degree Master’s Degree or Higher 2,949.67 3,064.20 3,183.30 3,307.13 3,435.79 3,569.73 2,971.04 3,085.61 3,204.69 3,328.52 3,457.18 3,591.14 2,979.60 3,094.17 3,213.26 3,337.09 3,465.73 3,599.68 Police Audio Visual Specialist Step 1. Step 2. Step 3. Step 4. Step 5. Step 6. B. 2,783.38 2,870.95 2,965.24 Chief Document Examiner Identification Systems Specialist Step 1. $3,049.05 Step 2. $3,150.05 Step 3. $3,251.10 g. Master’s Degree or Higher Police Electronic Technician Computer Aided Dispatch System Specialist Step 1. $2,948.12 Step 2. $3,049.05 Step 3. $3,150.05 f. Bachelor’s Degree Detective Document Examiner Police Data Communications Specialist Latent Print Examiner Step 1. $2,822.45 Step 2. $2,932.52 Step 3. $3,047.10 e. Associate’s Degree or 64 Credits $2,932.52 $3,047.10 $3,166.19 $3,290.01 $3,418.68 $3,552.61 Bi-weekly rates for employees hired on or after October 3, 2011: 1. Commencing Pay Period 1, 2016 (December 20, 2015), the biweekly base salary paid to employees shall be as follows: a. Police Officer1/ 2/ Police Matron Assistant Custodian of Police Property and Stores 25 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 Academy Step 1. Step 2. Step 3. Step 4. Step 5. 1/ 2/ b. $1,607.75 $2,143.66 $2,344.62 $2,604.65 $2,704.38 $2,857.93 2,183.14 2,384.10 2,644.10 2,743.85 2,897.41 2,191.91 2,392.86 2,652.87 2,752.64 2,906.18 Associate’s Degree or 64 Credits Bachelor’s Degree Master’s Degree or Higher 2,796.36 2,882.45 2,972.21 2,818.32 2,904.37 2,994.15 2,827.08 2,913.15 3,002.90 Associate’s Degree or 64 Credits Bachelor’s Degree Master’s Degree or Higher 2,882.45 2,972.21 3,068.86 2,904.37 2,994.15 3,090.80 2,913.15 3,002.90 3,099.56 Detective Document Examiner Police Data Communications Specialist Latent Print Examiner Associate’s Degree or 64 Credits Bachelor’s Degree Master’s Degree or Higher 2,940.04 3,052.90 3,170.29 2,961.98 3,074.81 3,192.24 2,970.77 3,083.58 3,201.01 Police Electronic Technician Computer Aided Dispatch System Specialist Step 1. $3,051.31 Step 2. $3,154.77 Step 3. $3,258.29 f. 2,161.21 2,362.17 2,622.19 2,721.93 2,875.48 Custodian of Police Property and Stores Step 1. $2,922.50 Step 2. $3,035.32 Step 3. $3,152.77 e. Master’s Degree or Higher Court Liaison Officer Forensic Investigator Narcotics Control Officer Police Alarm Operator Step 1. $2,864.92 Step 2. $2,954.68 Step 3. $3,051.31 d. Bachelor’s Degree Receives $20.00 additional biweekly while assigned to motorcycle duty in accordance with MOTORCYCLE PAY provision of the labor contract. Upon graduation from the Academy an employee shall move to step 1. Step 1. $2,778.83 Step 2. $2,864.92 Step 3. $2,954.68 c. Associate’s Degree or 64 Credits Associate’s Degree or 64 Credits Bachelor’s Degree Master’s Degree or Higher 3,068.86 3,172.32 3,275.85 3,090.80 3,194.26 3,297.77 3,099.56 3,203.03 3,306.55 Associate’s Degree or 64 Credits Bachelor’s Degree Master’s Degree or Higher 3,172.32 3,194.26 3,203.03 Chief Document Examiner Identification Systems Specialist Step 1. $3,154.77 26 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 Step 2. $3,258.29 Step 3. $3,361.87 g. 3,275.85 3,379.40 3,297.77 3,401.36 3,306.55 3,410.13 Associate’s Degree or 64 Credits Bachelor’s Degree Master’s Degree or Higher 3,052.90 3,170.29 3,292.37 3,419.30 3,551.17 3,688.46 3,074.81 3,192.24 3,314.30 3,441.22 3,573.10 3,710.41 3,083.58 3,201.01 3,323.08 3,450.01 3,581.86 3,719.16 Police Audio Visual Specialist Step 1. Step 2. Step 3. Step 4. Step 5. Step 6. $3,035.32 $3,152.77 $3,274.83 $3,401.75 $3,533.64 $3,670.91 2. Commencing Pay Period 14, 2016 (June 19, 2016), the biweekly base salary paid to employees shall be as follows: Police Officer1/ 2/ Police Matron Assistant Custodian of Police Property and Stores a. Academy Step 1. Step 2. Step 3. Step 4. Step 5. 1/ 2/ b. $1,615.75 $2,154.38 $2,356.34 $2,617.67 $2,717.90 $2,872.22 Master’s Degree or Higher 2,172.02 2,373.98 2,635.30 2,735.54 2,889.86 2,194.06 2,396.02 2,657.32 2,757.57 2,911.90 2,202.87 2,404.82 2,666.13 2,766.40 2,920.71 Court Liaison Officer Forensic Investigator Narcotics Control Officer Police Alarm Operator Associate’s Degree or 64 Credits Bachelor’s Degree Master’s Degree or Higher 2,810.34 2,896.86 2,987.07 2,832.41 2,918.89 3,009.12 2,841.22 2,927.72 3,017.91 Custodian of Police Property and Stores Step 1. $2,879.24 Step 2. $2,969.45 Step 3. $3,066.57 d. Bachelor’s Degree Receives $20.00 additional biweekly while assigned to motorcycle duty in accordance with MOTORCYCLE PAY provision of the labor contract. Upon graduation from the Academy an employee shall move to step 1. Step 1. $2,792.72 Step 2. $2,879.24 Step 3. $2,969.45 c. Associate’s Degree or 64 Credits Associate’s Degree or 64 Credits Bachelor’s Degree Master’s Degree or Higher 2,896.86 2,987.07 3,084.20 2,918.89 3,009.12 3,106.25 2,927.72 3,017.91 3,115.06 Detective Document Examiner Police Data Communications Specialist 27 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 Latent Print Examiner Associate’s Degree or 64 Credits Bachelor’s Degree Master’s Degree or Higher 2,954.74 3,068.16 3,186.14 2,976.79 3,090.18 3,208.20 2,985.62 3,099.00 3,217.02 Step 1. $2,937.11 Step 2. $3,050.50 Step 3. $3,168.53 e. Police Electronic Technician Computer Aided Dispatch System Specialist Associate’s Degree or 64 Credits Bachelor’s Degree Master’s Degree or Higher 3,084.20 3,188.18 3,292.23 3,106.25 3,210.23 3,314.26 3,115.06 3,219.05 3,323.08 Associate’s Degree or 64 Credits Bachelor’s Degree Master’s Degree or Higher 3,188.18 3,292.23 3,396.30 3,210.23 3,314.26 3,418.37 3,219.05 3,323.08 3,427.18 Associate’s Degree or 64 Credits Bachelor’s Degree Master’s Degree or Higher 3,068.16 3,186.14 3,308.83 3,436.40 3,568.93 3,706.90 3,090.18 3,208.20 3,330.87 3,458.43 3,590.97 3,728.96 3,099.00 3,217.02 3,339.70 3,467.26 3,599.77 3,737.76 Step 1. $3,066.57 Step 2. $3,170.54 Step 3. $3,274.58 f. Chief Document Examiner Identification Systems Specialist Step 1. $3,170.54 Step 2. $3,274.58 Step 3. $3,378.68 g. Police Audio Visual Specialist Step 1. Step 2. Step 3. Step 4. Step 5. Step 6. $3,050.50 $3,168.53 $3,291.20 $3,418.76 $3,551.31 $3,689.26 3. Commencing Pay Period 1, 2017 (January 1, 2017), the biweekly base salary paid to employees shall be as follows: Police Officer1/ 2/ Police Matron Assistant Custodian of Police Property and Stores a. Academy Step 1. Step 2. Step 3. Step 4. Step 5. 1/ 2/ b. Associate’s Degree or 64 Credits Bachelor’s Degree Master’s Degree or Higher 2,215.46 2,421.46 2,688.01 2,790.25 2,947.66 2,237.94 2,443.94 2,710.47 2,812.72 2,970.14 2,246.93 2,452.92 2,719.45 2,821.73 2,979.12 $1,648.10 $2,197.47 $2,403.47 $2,670.02 $2,772.26 $2,929.66 Receives $20.00 additional biweekly while assigned to motorcycle duty in accordance with MOTORCYCLE PAY provision of the labor contract. Upon graduation from the Academy an employee shall move to step 1. Court Liaison Officer 28 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 Forensic Investigator Narcotics Control Officer Police Alarm Operator Step 1. $2,848.57 Step 2. $2,936.82 Step 3. $3,028.84 c. 2,889.06 2,977.27 3,069.30 2,898.04 2,986.27 3,078.27 Associate’s Degree or 64 Credits Bachelor’s Degree Master’s Degree or Higher 2,954.80 3,046.81 3,145.88 2,977.27 3,069.30 3,168.38 2,986.27 3,078.27 3,177.36 Associate’s Degree or 64 Credits Bachelor’s Degree Master’s Degree or Higher 3,013.83 3,129.52 3,249.86 3,036.33 3,151.98 3,272.36 3,045.33 3,160.98 3,281.36 Associate’s Degree or 64 Credits Bachelor’s Degree Master’s Degree or Higher 3,145.88 3,251.94 3,358.07 3,168.38 3,274.43 3,380.55 3,177.36 3,283.43 3,389.54 Associate’s Degree or 64 Credits Bachelor’s Degree Master’s Degree or Higher 3,251.94 3,358.07 3,464.23 3,274.43 3,380.55 3,486.74 3,283.43 3,389.54 3,495.72 Associate’s Degree or 64 Credits Bachelor’s Degree Master’s Degree or Higher 3,129.52 3,249.86 3,375.01 3,505.13 3,640.31 3,781.04 3,151.98 3,272.36 3,397.49 3,527.60 3,662.79 3,803.54 3,160.98 3,281.36 3,406.49 3,536.61 3,671.77 3,812.52 Chief Document Examiner Identification Systems Specialist Step 1. $3,233.95 Step 2. $3,340.07 Step 3. $3,446.25 g. 2,866.55 2,954.80 3,046.81 Police Electronic Technician Computer Aided Dispatch System Specialist Step 1. $3,127.90 Step 2. $3,233.95 Step 3. $3,340.07 f. Master’s Degree or Higher Detective Document Examiner Police Data Communications Specialist Latent Print Examiner Step 1. $2,995.85 Step 2. $3,111.51 Step 3. $3,231.90 e. Bachelor’s Degree Custodian of Police Property and Stores Step 1. $2,936.82 Step 2. $3,028.84 Step 3. $3,127.90 d. Associate’s Degree or 64 Credits Police Audio Visual Specialist Step 1. Step 2. Step 3. Step 4. Step 5. Step 6. $3,111.51 $3,231.90 $3,357.02 $3,487.14 $3,622.34 $3,763.05 29 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 C. Bi-weekly rates for employees hired prior to October 3, 2011: Commencing Pay Period 1, 2016, employees hired prior to October 3, 2011 who make the member contribution in accordance with the provisions of Article 19, paragraph 6, of this Agreement shall receive a 5.8% pension offset payment. The pension offset payment to the employee will continue to be made as long as the employee makes the member contribution. If the employee does not make the member contribution, the 5.8% pension offset payment will no longer be paid to the employee. The pension offset payment made to such eligible employee shall be base building and pensionable. 1. Commencing Pay Period 1, 2016 (December 20, 2015), the biweekly base salary paid to employees shall be as follows: Police Officer1/ 2/ Police Matron Assistant Custodian of Police Property and Stores a. Step 1. Step 2. Step 3. Step 4. Step 5. 1/ 2/ b. $2,256.94 $2,468.50 $2,742.27 $2,847.28 $3,008.93 Master’s Degree or Higher 2,275.41 2,486.99 2,760.73 2,865.75 3,027.42 2,298.79 2,510.07 2,783.81 2,888.84 3,050.50 2,307.73 2,519.30 2,793.05 2,898.08 3,059.75 Court Liaison Officer Forensic Investigator Narcotics Control Officer Police Alarm Operator Associate’s Degree or 64 Credits Bachelor’s Degree Master’s Degree or Higher 2,944.12 3,034.76 3,129.26 2,967.24 3,057.83 3,152.35 2,976.46 3,067.08 3,161.57 Custodian of Police Property and Stores Step 1. $3,016.29 Step 2. $3,110.80 Step 3. $3,212.54 d. Bachelor’s Degree Receives $20.00 additional biweekly while assigned to motorcycle duty in accordance with MOTORCYCLE PAY provision of the labor contract. Upon graduation from the Academy an employee shall move to step 1. Step 1. $2,925.66 Step 2. $3,016.29 Step 3. $3,110.80 c. Associate’s Degree or 64 Credits Associate’s Degree or 64 Credits Bachelor’s Degree Master’s Degree or Higher 3,034.76 3,129.26 3,231.02 3,057.83 3,152.35 3,254.11 3,067.08 3,161.57 3,263.34 Detective Document Examiner Police Data Communications Specialist Latent Print Examiner Step 1. $3,076.92 Step 2. $3,195.71 Associate’s Degree or 64 Credits Bachelor’s Degree Master’s Degree or Higher 3,095.39 3,214.21 3,118.49 3,237.28 3,127.74 3,246.52 30 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 Step 3. $3,319.36 e. 3,337.81 3,360.92 3,370.15 Police Electronic Technician Computer Aided Dispatch System Specialist Step 1. $3,212.54 Step 2. $3,321.46 Step 3. $3,430.46 f. Associate’s Degree or 64 Credits Bachelor’s Degree Master’s Degree or Higher 3,231.02 3,339.95 3,448.94 3,254.11 3,363.04 3,472.03 3,263.34 3,372.28 3,481.26 Associate’s Degree or 64 Credits Bachelor’s Degree Master’s Degree or Higher 3,339.95 3,448.94 3,557.97 3,363.04 3,472.03 3,581.09 3,372.28 3,481.26 3,590.32 Associate’s Degree or 64 Credits Bachelor’s Degree Master’s Degree or Higher 3,214.21 3,337.81 3,466.34 3,599.97 3,738.81 3,883.36 3,237.28 3,360.92 3,489.42 3,623.06 3,761.90 3,906.46 3,246.52 3,370.15 3,498.67 3,632.30 3,771.12 3,915.68 Chief Document Examiner Identification Systems Specialist Step 1. $3,321.46 Step 2. $3,430.46 Step 3. $3,539.51 g. Police Audio Visual Specialist Step 1. Step 2. Step 3. Step 4. Step 5. Step 6. $3,195.71 $3,319.36 $3,447.87 $3,581.50 $3,720.35 $3,864.88 2. Commencing Pay Period 14, 2016 (June 19, 2016), the biweekly base salary paid to employees shall be as follows: Police Officer1/ 2/ Police Matron Assistant Custodian of Police Property and Stores a. Step 1. Step 2. Step 3. Step 4. Step 5. 1/ 2/ b. $2,268.22 $2,480.84 $2,755.98 $2,861.52 $3,023.97 Associate’s Degree or 64 Credits Bachelor’s Degree Master’s Degree or Higher 2,286.79 2,499.42 2,774.53 2,880.08 3,042.56 2,309.98 2,522.62 2,797.73 2,903.28 3,065.75 2,319.27 2,531.90 2,807.02 2,912.57 3,075.05 Receives $20.00 additional biweekly while assigned to motorcycle duty in accordance with MOTORCYCLE PAY provision of the labor contract. Upon graduation from the Academy an employee shall move to step 1. Court Liaison Officer Forensic Investigator Narcotics Control Officer Police Alarm Operator 31 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 Step 1. $2,940.29 Step 2. $3,031.37 Step 3. $3,126.35 c. 2,982.08 3,073.12 3,168.11 2,991.34 3,082.42 3,177.38 Associate’s Degree or 64 Credits Bachelor’s Degree Master’s Degree or Higher 3,049.93 3,144.91 3,247.18 3,073.12 3,168.11 3,270.38 3,082.42 3,177.38 3,279.66 Associate’s Degree or 64 Credits Bachelor’s Degree Master’s Degree or Higher 3,110.87 3,230.28 3,354.50 3,134.08 3,253.47 3,377.72 3,143.38 3,262.75 3,387.00 Associate’s Degree or 64 Credits Bachelor’s Degree Master’s Degree or Higher 3,247.18 3,356.65 3,466.18 3,270.38 3,379.86 3,489.39 3,279.66 3,389.14 3,498.67 Associate’s Degree or 64 Credits Bachelor’s Degree Master’s Degree or Higher 3,356.65 3,466.18 3,575.76 3,379.86 3,489.39 3,599.00 3,389.14 3,498.67 3,608.27 Associate’s Degree or 64 Credits Bachelor’s Degree Master’s Degree or Higher 3,230.28 3,354.50 3,483.67 3,617.97 3,757.50 3,902.78 3,253.47 3,377.72 3,506.87 3,641.18 3,780.71 3,925.99 3,262.75 3,387.00 3,516.16 3,650.46 3,789.98 3,935.26 Chief Document Examiner Identification Systems Specialist Step 1. $3,338.07 Step 2. $3,447.61 Step 3. $3,557.21 g. 2,958.84 3,049.93 3,144.91 Police Electronic Technician Computer Aided Dispatch System Specialist Step 1. $3,228.60 Step 2. $3,338.07 Step 3. $3,447.61 f. Master’s Degree or Higher Detective Document Examiner Police Data Communications Specialist Latent Print Examiner Step 1. $3,092.30 Step 2. $3,211.69 Step 3. $3,335.96 e. Bachelor’s Degree Custodian of Police Property and Stores Step 1. $3,031.37 Step 2. $3,126.35 Step 3. $3,228.60 d. Associate’s Degree or 64 Credits Police Audio Visual Specialist Step 1. Step 2. Step 3. Step 4. Step 5. Step 6. $3,211.69 $3,335.96 $3,465.11 $3,599.41 $3,738.95 $3,884.20 3. Commencing Pay Period 25, 2016 (November 20, 2015), the biweekly base salary paid to employees shall be as follows: 32 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 Police Officer1/ 2/ Police Matron Assistant Custodian of Police Property and Stores a. Step 1. Step 2. Step 3. Step 4. Step 5. 1/ 2/ b. $2,279.56 $2,493.24 $2,769.76 $2,875.83 $3,039.09 2,321.53 2,535.23 2,811.72 2,917.80 3,081.08 2,330.87 2,544.56 2,821.06 2,927.13 3,090.43 Associate’s Degree or 64 Credits Bachelor’s Degree Master’s Degree or Higher 2,973.63 3,065.18 3,160.63 2,996.99 3,088.49 3,183.95 3,006.30 3,097.83 3,193.27 Associate’s Degree or 64 Credits Bachelor’s Degree Master’s Degree or Higher 3,065.18 3,160.63 3,263.42 3,088.49 3,183.95 3,286.73 3,097.83 3,193.27 3,296.06 Detective Document Examiner Police Data Communications Specialist Latent Print Examiner Associate’s Degree or 64 Credits Bachelor’s Degree Master’s Degree or Higher 3,126.42 3,246.43 3,371.27 3,149.75 3,269.74 3,394.61 3,159.10 3,279.06 3,403.94 Police Electronic Technician Computer Aided Dispatch System Specialist Step 1. $3,244.74 Step 2. $3,354.76 Step 3. $3,464.85 f. 2,298.22 2,511.92 2,788.40 2,894.48 3,057.77 Custodian of Police Property and Stores Step 1. $3,107.76 Step 2. $3,227.75 Step 3. $3,352.64 e. Master’s Degree or Higher Court Liaison Officer Forensic Investigator Narcotics Control Officer Police Alarm Operator Step 1. $3,046.53 Step 2. $3,141.98 Step 3. $3,244.74 d. Bachelor’s Degree Receives $20.00 additional biweekly while assigned to motorcycle duty in accordance with MOTORCYCLE PAY provision of the labor contract. Upon graduation from the Academy an employee shall move to step 1. Step 1. $2,954.99 Step 2. $3,046.53 Step 3. $3,141.98 c. Associate’s Degree or 64 Credits Associate’s Degree or 64 Credits Bachelor’s Degree Master’s Degree or Higher 3,263.42 3,373.43 3,483.51 3,286.73 3,396.76 3,506.84 3,296.06 3,406.09 3,516.16 Chief Document Examiner Identification Systems Specialist 33 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 Step 1. $3,354.76 Step 2. $3,464.85 Step 3. $3,575.00 g. Associate’s Degree or 64 Credits Bachelor’s Degree Master’s Degree or Higher 3,373.43 3,483.51 3,593.64 3,396.76 3,506.84 3,617.00 3,406.09 3,516.16 3,626.31 Associate’s Degree or 64 Credits Bachelor’s Degree Master’s Degree or Higher 3,246.43 3,371.27 3,501.09 3,636.06 3,776.29 3,922.29 3,269.74 3,394.61 3,524.40 3,659.39 3,799.61 3,945.62 3,279.06 3,403.94 3,533.74 3,668.71 3,808.93 3,954.94 Police Audio Visual Specialist Step 1. Step 2. Step 3. Step 4. Step 5. Step 6. $3,227.75 $3,352.64 $3,482.44 $3,617.41 $3,757.64 $3,903.62 4. Commencing Pay Period 1, 2017 (January 1, 2017), the biweekly base salary paid to employees shall be as follows: Police Officer1/ 2/ Police Matron Assistant Custodian of Police Property and Stores a. Step 1. Step 2. Step 3. Step 4. Step 5. 1/ 2/ b. $2,325.15 $2,543.10 $2,825.16 $2,933.35 $3,099.87 Bachelor’s Degree Master’s Degree or Higher 2,344.18 2,562.16 2,844.17 2,952.37 3,118.93 2,367.96 2,585.93 2,867.95 2,976.16 3,142.70 2,377.49 2,595.45 2,877.48 2,985.67 3,152.24 Receives $20.00 additional biweekly while assigned to motorcycle duty in accordance with MOTORCYCLE PAY provision of the labor contract. Upon graduation from the Academy an employee shall move to step 1. Court Liaison Officer Forensic Investigator Narcotics Control Officer Police Alarm Operator Step 1. $3,014.09 Step 2. $3,107.46 Step 3. $3,204.82 c. Associate’s Degree or 64 Credits Associate’s Degree or 64 Credits Bachelor’s Degree Master’s Degree or Higher 3,033.10 3,126.48 3,223.84 3,056.93 3,150.26 3,247.63 3,066.43 3,159.79 3,257.14 Custodian of Police Property and Stores Step 1. $3,107.46 Step 2. $3,204.82 Step 3. $3,309.63 Associate’s Degree or 64 Credits Bachelor’s Degree Master’s Degree or Higher 3,126.48 3,223.84 3,328.69 3,150.26 3,247.63 3,352.46 3,159.79 3,257.14 3,361.98 34 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 d. Detective Document Examiner Police Data Communications Specialist Latent Print Examiner Step 1. $3,169.92 Step 2. $3,292.31 Step 3. $3,419.69 e. 3,188.95 3,311.36 3,438.70 3,212.75 3,335.13 3,462.50 3,222.28 3,344.64 3,472.02 Associate’s Degree or 64 Credits Bachelor’s Degree Master’s Degree or Higher 3,328.69 3,440.90 3,553.18 3,352.46 3,464.70 3,576.98 3,361.98 3,474.21 3,586.48 Associate’s Degree or 64 Credits Bachelor’s Degree Master’s Degree or Higher 3,440.90 3,553.18 3,665.51 3,464.70 3,576.98 3,689.34 3,474.21 3,586.48 3,698.84 Associate’s Degree or 64 Credits Bachelor’s Degree Master’s Degree or Higher 3,311.36 3,438.70 3,571.11 3,708.78 3,851.82 4,000.74 3,335.13 3,462.50 3,594.89 3,732.58 3,875.60 4,024.53 3,344.64 3,472.02 3,604.41 3,742.08 3,885.11 4,034.04 Police Audio Visual Specialist Step 1. Step 2. Step 3. Step 4. Step 5. Step 6. 1. Master’s Degree or Higher Chief Document Examiner Identification Systems Specialist Step 1. $3,421.86 Step 2. $3,534.15 Step 3. $3,646.50 g. Bachelor’s Degree Police Electronic Technician Computer Aided Dispatch System Specialist Step 1. $3,309.63 Step 2. $3,421.86 Step 3. $3,534.15 f. Associate’s Degree or 64 Credits $3,292.31 $3,419.69 $3,552.09 $3,689.76 $3,832.79 $3,981.69 Employees remaining in classifications they were in immediately prior to execution of this 38 Agreement shall continue to be paid at the pay step at which they were paid immediately prior to 39 execution of this Agreement. Employees entering new classifications during the term of this 40 Agreement, where the biweekly pay rate of the maximum pay step for the new classification is 41 greater than the rate for the maximum pay step of the classification the employee previously 42 occupied, shall, upon entering these classifications, be paid at the lowest numbered pay step 43 which pays more than the biweekly base salary they previously received. Employees entering 44 new classifications during the term of this Agreement, where the biweekly pay rate of the 35 1 maximum pay step for the new classification is less than or equal to the rate of the maximum pay 2 step for the classification the employee previously occupied, shall continue to be paid at the pay 3 step at which they were paid immediately prior to entering such new classification. Employees 4 hired for employment during the term of this Agreement shall be paid at the lowest numbered pay 5 step of the classification for which they are employed. 6 2. Employees completing one year of active service within a pay step other than the highest pay step 7 shall advance to the next higher pay step of their classification. Employees in active service shall 8 have time spent receiving a duty disability retirement allowance counted as active service for 9 purposes of computing current and prospective pay step advancement. 10 3. Base salaries of employees shall be paid biweekly and shall be in compensation for the full 11 performance of the regularly scheduled hours of work for the given biweekly pay period in 12 accordance with the HOURS OF WORK provision of this Agreement. When less than the full 13 schedule of hours is worked by an employee during any such biweekly pay period, the employee's 14 biweekly base salary shall be reduced by an amount equivalent to one-eightieth (1/80) of his/her 15 biweekly base salary for each hour or fraction thereof to the nearest 0.1 of an hour during which 16 work is not performed. 17 4. The parties agree that where the City deems it necessary to aid recruitment, the City may make 18 reallocations or change recruitment rates during the term of this Agreement; however, in such 19 cases, the City agrees to inform the Association prior to implementing such changes. 20 5. The City reserves the right to make classification changes, but said changes shall not operate to 21 reduce the salary of current incumbents. These changes shall not be subject to arbitration under 22 any established grievance procedure. 23 6. While occupying the Police Matron classification, employees shall be entitled to the same 24 biweekly base salary paid to employees occupying the Police Officer classification; they shall be 25 paid at the numbered pay step for the Police Officer classification which corresponds to their pay 26 step in the Police Matron classification. 36 1 7. All employees shall participate in direct deposit of paychecks. 2 8. The parties elect not to be bound by the required frequency of wage payment provision of 3 §109.03 (1) (a), Stats., in respect to retroactive wages payable under the terms of this Agreement. 4 Retroactive wage payments under the terms of this Agreement shall be paid no later than sixty 5 days from the execution of this Agreement. For purposes of this provision, the execution date of 6 this Agreement shall be the date the resolution approving this Agreement is approved by the 7 Mayor. 8 ARTICLE 11 9 LONGEVITY PAY 10 1. Except as provided in subsection 3 of this Article, below, each employee covered by this 11 Agreement at the close of the calendar year who has completed at least ten (10) years of service 12 but less than fifteen (15) years of service as of that time shall be eligible to receive $300, each 13 employee covered by this Agreement at the close of the calendar year who has completed at least 14 fifteen (15) years of service but less than twenty (20) years of service as of that time shall be 15 eligible to receive $550, and each employee covered by this Agreement at the close of the 16 calendar year who has completed twenty (20) or more years of service as of that time shall be 17 eligible to receive $900. An employee's "years of service," as used herein, shall mean his/her 18 active service as a member of the WERC-certified bargaining unit represented by the Association 19 or its predecessor, the Professional Policemen's Protective Association. 20 2. 21 22 Except as provided in subsection 3 of this Article, below, payments earned under these provisions shall be made as soon as is administratively practicable after December 31. 3. An employee retiring on normal pension, or resigning voluntarily from the Police Department 23 shall be entitled to the benefits provided by subsection 1 of this Article, above, prorated on the 24 basis of his/her active service in the calendar year he/she retired, computed to the nearest calendar 25 month. For purposes of prorating, an employee on the Police Department payroll for at least 14 37 1 days in a calendar month shall be deemed as having been on the payroll for the full calendar 2 month; in the event the employee is on the Police Department payroll less than 14 days in a 3 calendar month, then the employee shall be deemed as not having been on the payroll at all 4 during the calendar month. For purposes of determining eligibility for the benefits provided in 5 subsection 1, above, years of service shall be computed as of the effective date of the employee's 6 normal retirement or voluntary resignation. Payments earned hereunder shall be made as soon as 7 is administratively practicable after the employee's retirement or voluntary resignation; the 8 employee contribution required under subsection 5.b., below, shall be deducted from these 9 payments. All other provisions of this Article shall apply unchanged. 10 4. Except as provided in subsection 5 of this Article, below, payments made under the provisions of 11 this Article shall not be included in the determination of overtime compensation or any other 12 fringe benefits. 13 5. Employees in active service who retire from active service on normal pension shall have their 14 Longevity Pay benefits included in final average salary for purposes of computing their service 15 retirement allowance. For purposes of interpretation and construction of the provisions of this 16 Article: 17 a. The Longevity Pay benefit to which the employee is entitled to include in the Final 18 Average Salary computation shall be an amount equal to the Longevity Pay payment the 19 employee received for December 31 of the calendar year immediately preceding the 20 employee's effective date of retirement. For such employees who retire after December 21 31, 1997, and who have attained 20 years or more of service by the end of the calendar 22 year which includes their effective date of retirement, that amount shall be the longevity 23 pay payment the employee would have received had he or she remained in active service 24 for the calendar year which includes his or her effective date of retirement. 25 26 b. Employees shall be required to contribute to their respective City pension funds $1.00 of the Longevity Pay payment they received for that year. The contribution shall be a payroll 38 1 2 deduction made at the time the payment is made. 6. 3 4 Employees in active service shall have time spent receiving a duty disability retirement allowance counted as active service for purposes of computing current and prospective longevity benefits. 7. An employee who is on detached status under the Contract Administration provisions of this 5 Agreement or an employee who has returned to active duty from detached status under the 6 Contract Administration provisions of this Agreement, or a prior Agreement between the City and 7 the Association, shall be entitled to these benefits under the terms and conditions set forth if the 8 combination of his/her "years of service," as defined in paragraph 1., hereof, and his/her service 9 in detached status establish eligibility therefore. 10 8. An employee on a military leave of absence for performance of duty as a member of the State of 11 Wisconsin National Guard or a reserve component of the Armed Forces of the United States shall 12 be eligible for Longevity Pay benefits for a calendar year prorated on the basis of the employee's 13 active service with the Department in that calendar year subject to the following: 14 a. The military leave is a result of being called to, or volunteering for, active duty under the 15 authority granted to the President of the United States or the Congress of the United States 16 for a period of more than 30 calendar days; 17 b. 18 19 amount of Longevity Pay benefits to which the employee is entitled; c. 20 21 The length of service requirements provided in section 1., above, shall determine the Length of service shall be calculated as of the effective date the employee separated from active service with the Department and began his/her unpaid military leave of absence. d. For purposes of prorating Longevity Pay benefits, an employee on the Police Department 22 payroll for at least 14 days in a calendar month shall be deemed as having been on the 23 payroll for the full calendar month; in the event the employee is on the Police Department 24 payroll less than 14 days in a calendar month, then the employee shall be deemed as not 25 having been on the payroll at all during the calendar month. 26 39 1 ARTICLE 12 2 SPECIAL DUTY AND TEMPORARY ASSIGNMENT PAY 3 1. Each employee in the Police Officer job classification shall be paid an additional amount for time 4 spent underfilling the position of Desk Sergeant at the direction of his commanding officer. The 5 additional amount for each hour of time so spent shall be equivalent to the difference between the 6 base salary hourly rate of step one of Pay Range 808 and the Police Officer's base salary hourly 7 rate. 8 2. Effective Pay Period 11, 1995, employees in the Police Officer classification who are assigned or 9 continue to be assigned by the Chief to the Communication Operations Division to perform 10 dispatch duties and the two Police Officers who are assigned or continue to be assigned to the 11 Court Administration Section to perform work as court coordinators shall be entitled to receive 12 temporary assignment pay for all active service in such assignments. For purposes of this 13 paragraph only, temporary assignment pay is defined as a flat dollar amount equal to the 14 difference between the maximum bi-weekly pay rate for pay range 801 and the maximum bi- 15 weekly pay rate for pay range 804. 16 3. Any payment made under the provisions of this Article shall not have any sum deducted for 17 pension benefits nor shall such payments be included in the determination of pension benefits or 18 other fringe benefits. 19 4. Effective at the start of the first full pay period following execution of the 1998-2000 Agreement, 20 the two individuals who are currently underfilling the position of Court Liaison Officer shall be 21 appointed, through the appropriate procedures set forth by law, to that position. 22 ARTICLE 13 23 MOTORCYCLE PAY 24 1. 25 Motorcycle traffic patrol duty shall also include the time spent performing the duties and responsibilities associated with winter storage of the officer's assigned motorcycle. Such duties 40 1 shall be prescribed by the Chief of Police, who may, from time to time, change them. The duties 2 shall include, but not be limited to, frequent visual inspection, periodic recharging of the 3 motorcycle's battery, performing the prescribed shut down procedure at the beginning of winter 4 storage and a startup procedure at the end of winter storage and washing and waxing the 5 motorcycle. The duration of time spent by an employee in the performance of winter storage 6 duties shall not exceed 1½ hours per month; no employee shall devote more time to such duties 7 without obtaining prior authorization from the employee's commanding officer. 8 2. 9 10 A motorcycle shall be stored only in a private storage area approved by the Chief. The period of winter storage shall be determined by the Chief of Police. 3. For the duration of the winter storage period, an officer who maintains his/her assigned 11 motorcycle in an approved private storage area shall receive $20.00 biweekly in addition to base 12 salary in lieu of any other compensation for the duties (and the expected amount of time devoted 13 to those duties) described in sections 1 and 2, above. 14 4. Except as modified by sections 1 through 3, all heretofore existing administrative procedures 15 associated with the $20.00 biweekly payments received by employees assigned to motorcycle 16 traffic patrol duty shall remain unchanged. 17 18 5. Winter storage of City motorcycles and compensation therefore, as set forth in sections 1 through 4, may be terminated at any time at the sole discretion of the Chief of Police. 19 ARTICLE 14 20 HOURS OF WORK 21 1. The normal hours of work for employees covered by this Agreement shall consist of work shifts 22 of eight (8) consecutive hours which in the aggregate results in an average normal work week of 23 forty (40) hours. 24 2. Within the normal hours of work, any shift assignment of eight consecutive hours, which is of 10 25 consecutive eight-hour work shifts in duration or longer, with each eight-hour work shift starting 41 1 at the same time or in the case of special assignments such as vice- 2 squad with possible differing starting times for each eight-hour work shift shall be deemed to be a 3 regularly scheduled eight-hour shift assignment; except that within the normal hours of work 4 Christmas Store detail or Summerfest detail shall also constitute a regularly scheduled eight-hour 5 shift assignment. The regularly scheduled eight-hour shift assignment of employees assigned to 6 the Professional Performance Division (PPD) who perform duties traditionally performed by 7 PPD, including criminal investigations of department members and investigations of claims to 8 which the department is a party, shall be established in the same manner as that of employees 9 assigned to the vice-squad as stated above. 10 3. 11 12 The regularly scheduled eight-hour shift shall be established by the Chief of Police in accordance with the requirements set forth above. 4. Except on those occasions when an emergency situation exists, if the Department desires to 13 change the off days falling within a single pay period for a member who otherwise continues to 14 be assigned to the same schedule and off day group, the member must be given personal notice of 15 such change, at least seven days prior to the start of the pay period in question. If the Department 16 fails to give such notice, all hours worked on either of the off days in question shall be treated as 17 falling outside the regularly scheduled eight-hour shift, as provided in Article 15. 18 ARTICLE 15 19 20 OVERTIME 1. DEFINITION: 21 Overtime shall be all authorized assignments outside the regularly scheduled eight-hour shift as 22 hereinbefore defined under the Article “Hours of Work.” Notwithstanding the fact that trade off 23 of work assignments or other rescheduling of work assignments authorized by the Department at 24 the request of the employee results in work assignments outside of the regularly scheduled eight- 25 hour shift, such time shall not be considered overtime. 42 1 2 3 2. OVERTIME RATES a. 4 5 6 Overtime earned as a result of training time or roll-call time shall be compensated for at base salary rates (1X). b. Overtime earned as a result of court time shall be compensated as follows: (1) Each court appearance less than or equal to two and one-half (2½) hours in 7 duration shall be compensated at one and one-half base salary rates (1½X); 8 however, a minimum of two and one-half (2½) hours’ pay at one and one-half 9 base salary rates (1½X) shall be granted employees covered by this Agreement 10 when said employees are officially required to appear in court on their own time, 11 provided said employees are excused before completing the two and one-half 12 (2½) hour minimum. 13 (2) Each court appearance greater than two and one-half (2½) hours in duration shall 14 be compensated at one and one-half base salary rates (1½X) for the entire time of 15 such appearance. 16 (3) 17 18 Notwithstanding the foregoing, within any court appearance, the first hour of court-ordered lunch time shall be unpaid. (4) Parking During Court Overtime Appearance 19 Subject to the following terms and conditions, the City will provide employees 20 with City-paid parking at MacArthur Square parking facility (located at 841 N. 21 James Lovell Street) when they are on authorized Police Department business 22 during off-duty hours as a result of either a court overtime assignment or when 43 1 ordered to the Police Department Administration Building by a commanding 2 officer: 3 (a) 4 5 6 If the MacArthur Square parking facility has no available parking space, the City will honor parking receipts from the MATC parking facility. (b) Each instance of City-paid parking shall be limited to: i. Court Overtime 7 The duration of the employee’s court overtime appearance 8 beginning at the time the employee is required to be in court, 9 ending at the time the employee is released by the court and 10 including a reasonable amount of time for the employee to get to 11 and from his/her parked vehicle. An employee assigned to the 12 early shift on a regular basis who receives City-paid parking 13 hereunder as a result of a court appearance during his/her off-duty 14 hours shall also be entitled to an extension of such parking until the 15 end of his/her assignment on that date if he/she is assigned to early 16 shift duty on that date and the conclusion of the court appearance 17 falls within two hours of the start of his/her shift. 18 ii. Authorized Departmental Business at Police Administration 19 Building 20 The duration of the employee’s appearance at the Police 21 Administration Building beginning at the time the employee is 22 required to be there, ending at the time the employee is released by 44 1 the Department and including a reasonable amount of time for the 2 employee to get to and from his/her parked vehicle. 3 (c) In order to receive City-paid parking benefits, the employee shall, 4 immediately following the conclusion of a court appearance, present the 5 court overtime time card for that appearance and the designated parking 6 facility receipt covering the time period of the appearance to a supervisory 7 police officer designated by the Police Department Administration. The 8 overtime card shall indicate the duration of the court appearance. Based 9 on the overtime card, the designated supervisory officer shall authorize the 10 payment of the parking fee to cover the time period of the court 11 appearance and a reasonable amount of time for the employee to get to 12 and from his/her vehicle and the court. The time allowed to get to and 13 from the employee’s parked vehicle and the court shall be the same as in 14 provided in Departmental Order #8947, adopted November 27, 1984. 15 This Order provides that each instance of City-paid parking shall be 16 limited to the duration of the employees’ court overtime appearance and 17 include actual time up to 30 minutes prior to the start of the court overtime 18 and no more than 30 minutes after the conclusion of the court overtime. 19 City-paid parking benefits associated with an employee’s appearance at 20 the Police Department Administration Building during off-duty hours on 21 authorized Departmental business pursuant to order of a commanding 22 officer shall be administered in accordance with procedures established for 45 1 that purpose by the Police Department Administration. 2 (d) The City shall be held harmless against any and all claims, actions and 3 lawsuits relating to theft or personal property damage brought against the 4 City by employees using parking facilities pursuant to the parking 5 allowance benefits provided herein. 6 against any and all claims, lawsuits, actions, damages and judgments due 7 to the employee’s operation of his or her private vehicle at parking 8 facilities which are subject to the parking allowance benefits provided 9 herein. Nothing herein would operate to relieve the City of any liability it 10 may have arising from its actions or omissions or preclude the employee 11 from pursuing any rights or claims he/she may have under Wisconsin 12 State Statute 895.46. 13 c. The City shall be held harmless Overtime earned as a result of an authorized eight-hour shift assignment which falls 14 outside the regularly scheduled eight-hour shift in whole or in part and which because of 15 the nature of the work performed does not fall within 2.a. or 2.b., above, shall be 16 compensated at one and one-half (1½X) the base salary rate, except that if an employee’s 17 regularly scheduled eight-hour shift, as established by the HOURS OF WORK provision 18 of this Agreement, is changed, then all time worked on the new regularly scheduled 19 eight-hour shift shall be compensated at (1X) the base salary rate. 20 d. Overtime earned as a result of an authorized assignment outside of the regularly scheduled 21 shift which does not fall within 2.a., 2.b. or 2.c., above, shall be compensated at one and 22 one-half (1½X) the base salary. 23 24 3. OVERTIME PAYMENTS a. Definitions 46 1 (1) Compensatory Time Off Balance (CTB) 2 The term “compensatory time off balance (CTB)”, as used in subsection 3 of this 3 Article, shall mean the unused amount of overtime the employee has earned that 4 was compensated in time off instead of cash. 5 (2) Overtime Earned 6 The term “overtime earned,” as used in subsection 3 of this Article, shall mean the 7 amount of overtime worked times the rate at which it is compensated; for example, 8 one hour of overtime worked that is compensated at straight time rates (1X)* 1 9 under this Article shall equal one hour of overtime earned and one hour of overtime 10 worked that is compensated at a rate of time and one-half (1½X) under this Article 11 shall equal 1½ hours of overtime earned. 12 b. Payment 13 All overtime earned for work performed during the term of this Agreement, shall be paid 14 for in cash except that: 15 (1) If an employee’s compensatory time off balance (CTB) recorded on the most 16 current Police Department Personnel Status Report is less than 225 hours, the 17 employee may elect to be compensated in time off instead of cash for each 18 instance of overtime work performed after issuance of the most current Status 19 Report until issuance of the next Status Report which indicates the employee’s 20 CTB is equal to or greater than 225 hours. 21 (2) An employee may use compensatory time off on dates he/she has requested 22 provided the employee gives his/her commanding officer reasonable advance 23 notice of the dates requested and the dates are determined available by the 24 commanding officer in accordance with the needs of the Police Service. The 1 *Less than two and one half hours of Court Overtime worked shall equal two and one half hours of overtime earned at 1.5X Base Salary. 47 1 processing of requests for use of compensatory time off shall be on a first-come, 2 first-served basis. Decisions made by the employee’s commanding officer with 3 respect to the availability of the dates the employee has requested shall be subject 4 to all of the provisions of subsections 3.b. (3) and (4). 5 (3) The parties recognize and shall implement the U.S. Department of Labor’s position 6 that prior to denying a request to use accrued compensatory time, and even when 7 granting the request would bring operations below prescribed staffing levels, an 8 employer must first attempt operational alternatives to fill its prescribed staffing 9 levels by using replacement officers at premium overtime rates when required by 10 the FLSA. Accordingly, the City, working with and through the Milwaukee 11 Police Association, has established a system which guarantees that no one is 12 denied compensatory time off when prescribed staffing levels can be met through 13 a replacement (paid at FLSA premium rates where they apply). If a police officer 14 is denied a request to use compensatory time on the regularly scheduled shift that 15 the officer has requested, whether on the basis of prescribed staffing levels or for 16 any other reason(s), the provisions enumerated as subsections (a) through (k) at 17 the end of this paragraph will be utilized in order to obtain, when at all possible, a 18 suitable replacement for the officer, excepting under the following circumstances 19 in which the below-described duties fall within the officer’s regularly scheduled 20 shift: 21 (aa) where that police officer is required to testify at a hearing, trial, or 22 other proceeding on behalf of the City (including, inter alia, Fire and Police 23 Commission meetings or hearings, grievance arbitrations, or lawsuits) to the 24 exclusion of any other police officer, and where he or she has not been 25 subpoenaed to testify; 26 (bb) where a police officer is mandated to appear at a charging 48 1 conference in the office of the District Attorney, or before any other public 2 prosecutor, and where his or her involvement in the arrest or other pertinent 3 events mandates that the police officer appear to the exclusion of any other 4 police officer; and 5 (cc) in those circumstances where the police officer (excluding those 6 assigned to the Patrol Bureau and excepting those police officers assigned 7 to the Patrol Support Division), possesses unique technical skills which are 8 required to be made available to the Police Department during a particular 9 period of time. In the event that an officer is denied compensatory time off 10 (or is initially granted compensatory time off and is subsequently denied) 11 under this subsection (cc), s/he shall be compensated at the rate of 1-1/2x 12 (or 2x if cancelled within 24 hours of the start of the compensatory time 13 previously granted) for all hours of that shift for which compensatory time 14 off had been requested if the following conditions are satisfied prior to 15 notification by the Department that s/he would be required to work during 16 that time: 17 1. the officer made arrangements for a replacement; and 18 2. both the officer requesting compensatory time off and the replacement 19 executed and filed with the Department the forms specified in Article 20 15 Section 3.b.(3)(l), of this paragraph, below. 21 The Chief of Police shall develop a form, which will be posted at each work 22 location throughout the Police Department, upon which employees seeking 23 replacements may identify themselves and the pertinent date(s). The availability of 24 this form shall not preclude the use of replacements obtained by police officers 25 through other means. The following conditions will apply to replacements obtained 26 under this subsection. If these conditions are fulfilled, the replacement will work 49 1 in place of the employee who has requested the use of compensatory time off and 2 3 that request shall be granted. (a) Arrangements for a replacement must be made and confirmed at least 48 4 hours in advance of the start of the compensatory time which is to be taken 5 off. 6 (b) The replacement worker is within the same “box” as shown on the 7 “Milwaukee Police Department Organizational Chart” attached hereto as 8 page 1 of Appendix G (as may be in effect, modified or changed from 9 time to time by the Department or the Fire and Police Commission) as the 10 employee exercising his/her right to use compensatory time off, except as 11 specifically provided on page 2 of Appendix G or unless the employee’s 12 commanding officer in his or her discretion approves a replacement 13 obtained by the employee from a different “box.” In the event that the 14 Department or the Fire and Police Commission modifies the 15 organizational chart, the parties will immediately engage in collective 16 bargaining to provide for reasonably comparable access to replacement 17 workers. 18 (c) 19 20 hire and must have completed field training. (d) 21 22 23 The replacement must have more than one (1) year of service from date of The replacement must be of the same rank as the employee requesting use of compensatory time off. (e) The replacement will be permitted to work as a replacement only on a day when he/she would otherwise be on a regular day off. 50 1 (f) 2 3 An employee is ineligible to work as a replacement for more than two (2) regular off days in a pay period. (g) An employee is ineligible to work as a replacement for more than four (4) 4 hours during a shift that immediately precedes or follows that employee’s 5 regular work shift, not to exceed two (2) occasions per pay period. 6 However, if, because of staggered shifts, the shift of the officer who is 7 being replaced ends or begins one hour before or after the shift of the 8 replacement officer, such shift shall be deemed to “immediately” precede 9 or follow the replacement’s regular work shift. When this occurs, the 10 replacement shall work the one-hour of gap (for a maximum of five (5) 11 hours work), which gap time shall be compensated as if it was regular 12 replacement time, as specified in subsection (h), immediately below. 13 (h) The regular shift replacement hours will be compensated in cash at 14 straight-time (1X) rates (except for the four (4) contractual holidays 15 specified at Article 32 paragraph 1 of this Agreement which will be paid at 16 1½X Base Salary). Time worked as a replacement under this subsection 17 shall be counted as “hours worked” for FLSA purposes, so long as the 18 requirements of the FLSA apply to the City. 19 (i) The replacement will not receive out-of-shift premium. 20 (j) The replacement shall be subject to all of the obligations applicable to any 21 22 employee who is regularly scheduled for duty. (k) If the replacement reports sick on a day when he/she is scheduled to work 51 1 as a replacement, he/she will be ineligible thereafter to work as a 2 replacement for a period of 90 days. If the replacement reports injured 3 off-duty on a day when he/she is scheduled to work as a replacement, the 4 replacement will be ineligible thereafter to work as a replacement for a 5 period of 90 days unless: (1) the off-duty injury occurred subsequent to 6 the time at which the replacement agreed to serve in that capacity; and (2) 7 the replacement provides medical substantiation of the off-duty injury. 8 (l) A replacement will, at the time of his/her selection, execute on a 9 form prescribed by the Chief of Police his/her agreement to serve as a 10 replacement in accordance with the terms and conditions of this 11 Agreement. The officer taking compensatory time off who arranged for 12 the replacement will also execute this form. 13 (4) An officer, at his/her option and under preexisting practices, may also seek a “body-for- 14 body” trade as allowable under 29 C.F.R. § 553.31 (“Substitution”) in order to use 15 compensatory time off when desired. This shall not be a prerequisite to the procedure set 16 forth in subsection 3.b.(2) and (3) for obtaining a replacement. 17 18 c. Compensatory Time Off Segments (1) Subject to the terms and conditions provided for in subsection 3.b.(2) of this 19 Article, above, and except as provided in 3.c.(2), below, an employee authorized 20 to use earned compensatory time off must use it in units of either eight-hour days 21 or four-hour segments. 22 (2) Subject to the terms and conditions provided for in subsection 3.b.(2) of this 52 1 Article, above, an employee may request to use earned compensatory time off in 2 units of one (1) hour for purposes of significant personal importance. Such 3 requests will be granted at the discretion of the supervisor consistent with the 4 needs of the service and shall not be denied arbitrarily or capriciously. It is 5 understood that the needs of the service are of preeminent importance in weighing 6 such requests. 7 4. All overtime shall be at the option of the Chief of Police. 8 5. Application of the provisions contained in this Article shall not involve pyramiding of overtime. 9 During a period of time there are two (2) concurrent overtime rates, the following procedure 10 shall be used to determine the rate for that period: 11 a. 12 If both rates are at time and one-half (1½X), the employee is paid at a rate of time and one-half (1½X). 13 b. 14 If one of the rates is time and one-half (1½X) and the other straight-time (1X), the employee is paid at a rate of time and one-half (1½X). 15 c. If both rates are straight-time (1X), the employee is paid at a straight-time (1X) rate. 16 d. For purposes of construction and interpretation of this provision, a court appearance 17 involving the three and three quarter hour court overtime minimum payment shall be 18 deemed a two and one-half-hour period of time and one-half (1.5X) overtime beginning 19 with the start of such court appearance. 20 6. The hourly pay used in the computation of overtime shall be equal to one-eightieth (1/80) of the 21 employee’s current biweekly base salary as provided for in the BASE SALARY provision of this 22 Agreement. 53 1 7. 2 3 Overtime shall be compensated for each actual hour or nearest 0.1 of an hour of authorized overtime worked. 8. Any payment made under the provisions of this Article shall not have any sum deducted for 4 pension benefits nor shall such payments be included in the determination of pension benefits or 5 other fringe benefits. 6 9. The terms and conditions agreed to between the parties in respect to Police Band overtime 7 (except as stated below), court overtime parking and negative comp time balances, which are set 8 forth respectively in City/MPA Memoranda of Understanding dated: 9 (Police Band Overtime), October 12, 1983, and November 16, 1983 (Court Overtime Parking) 10 and December 15, 1983 (Negative Comp Time Balances) shall be incorporated into the 11 provisions of this Article and be made a part of this Agreement as Appendix B. The terms and 12 conditions of the Memorandum of September 14, 1983 (Police Band Overtime) shall be amended 13 to provide that the Compensatory Time Off Bank (CTB) time is the same as provided in 14 subsection 3.b.(1) of this Article. 15 16 10. September 14, 1983 Miscellaneous Overtime Provisions a. Roll Call 17 Existing roll-call time practices will be maintained for the term of this Agreement or any 18 agreed-upon extension thereof. Effective August 11, 1985, and for so long as employees 19 are covered by the Fair Labor Standards Act (FLSA) during the term of this Agreement, 20 or any agreed upon extension thereof, the 18-minute roll-call period shall be reduced to a 21 12-minute period with all overtime earned during such 12-minute period compensated at 22 time and one-half (1½X) the base salary rate. If and when employees are no longer 54 1 covered by the FLSA, the roll-call period shall be increased to an 18-minute period and 2 overtime earned as a result of roll-call shall be compensated at base salary rates (1X). 3 Identification Technicians who are assigned to perform street duties shall attend roll call 4 and receive roll call pay. 5 b. Compensatory Time Off 6 If and when the City is required by law to pay cash for overtime work performed that 7 could otherwise have been paid for in compensatory time off under the provisions of this 8 Agreement, the City may modify overtime provisions to assure that overtime 9 compensation (whether in cash, compensatory time, or both) for all overtime work 10 performed shall not exceed 1½X the employee’s base rate of pay. 11 ARTICLE 16 12 FIRE AND POLICE COMMISSION OVERTIME 13 1. Definition 14 Fire and Police Commission Overtime shall be defined as time spent by an employee outside of 15 his/her regularly scheduled eight-hour work shift, (as such eight-hour work shift is defined under 16 the HOURS OF WORK Article of this Agreement) under subpoena at a trial proceeding 17 conducted by the Board of Fire and Police Commissioners (FPC); provided such FPC trial 18 proceeding resulted from either a citizen complaint filed with the FPC, or an appeal from 19 discipline administered by the Chief of Police, and provided further that the employee so 20 subpoenaed was involved in the incident which gave rise to the complaint or the discipline. The 21 extent of involvement occasioning an employee's appearance at a FPC trial proceeding, where 22 such appearance was solely for the dispositional phase of that proceeding, shall, in addition to 23 covering involvement in the incident which gave rise to the complaint or the discipline, cover any 55 1 other involvement such employee had in the course of his/her employment in the Police 2 Department with the defendant(s) in such complaint or discipline. 3 proceeding," as used herein, shall also include FPC conciliation proceedings. 4 2. 5 The term, "FPC trial Limitations a. Fire and Police Commission Overtime shall not include overtime assignments made by the 6 Chief of Police. Overtime assignments made by the Chief of Police shall be covered by 7 Article 15 of this Agreement entitled OVERTIME. 8 b. 9 An employee shall not be entitled to any compensation for an FPC trial proceeding during the time period he/she is suspended from duty with pay. 10 c. An employee shall be required to turn over to the Police Department Administration all 11 witness fees he/she received as a result of a FPC trial proceeding for which the employee 12 received Fire and Police Commission Overtime pay, and make no subsequent claim for 13 this money whatsoever. 14 15 3. Fire and Police Commission Overtime Rates a. Fire and Police Commission Overtime earned as a result of an appearance at a FPC trial 16 proceeding that was not limited solely to the dispositional phase of the trial proceeding, 17 shall be compensated at: 18 (1) Base salary rates (1X) for all time spent at such appearance when the 19 appearance is less than or equal to two hours in duration; however, a 20 minimum of two hours' pay at base salary rates (1X) shall be granted an 21 employee when he/she is subpoenaed to appear at such FPC trial proceeding 22 on his/her own time, reports thereto, and is excused before completing the 23 two-hour minimum. 24 (2) Base salary rates (1X) for the first two hours of such appearance and at time 25 and one-half (1 1/2X) the base salary rate for all time in excess of the first 26 two hours of such appearance, when such appearance is greater than two 56 1 hours in duration. 2 b. Fire and Police Commission Overtime earned as a result of an appearance at a FPC trial 3 proceeding that was solely for the dispositional phase of the trial proceeding, shall be 4 compensated at a flat rate equal to two (2) hours of pay computed at the employee's base 5 salary rate (1X) in effect at the time of the appearance. 6 hereunder shall not be construed as a limitation on the length of an employee's appearance 7 at such dispositional phase. 8 4. The flat amount provided Fire and Police Commission Overtime Payments 9 Fire and Police Commission Overtime earned under the provisions of this Article shall be 10 compensated for in cash or compensatory time off in accordance with, and subject to, the 11 provisions of subsection 3 set forth in Article 15 of this Agreement. Fire and Police Commission 12 Overtime earned, that is compensated for in compensatory time off shall count towards the 13 employee's CTB and be recorded on the Police Department Personnel Status Reports. For 14 purposes of interpretation and construction of the provisions of this subsection, each instance of 15 Fire and Police Commission Overtime worked of less than two hours' duration at a FPC trial 16 proceeding, that was not limited solely to the dispositional phase, shall equal two hours of Fire 17 and Police Commission Overtime earned and each instance of Fire and Police Commission 18 Overtime worked at an FPC trial proceeding that was limited solely to the dispositional phase 19 shall equal two hours of Fire and Police Commission Overtime earned. 20 5. Employees receiving compensation under the provisions of this Article for an appearance at a 21 FPC trial proceeding shall be covered by the provisions of subsection 2.b.(4) set forth in the 22 Overtime Article of this Agreement for that appearance. 23 6. Application of the provisions contained in this Article shall not involve pyramiding of Fire and 24 Police Commission Overtime, nor shall it involve pyramiding with compensation provided under 25 the Overtime Article of this Agreement. For purposes of interpretation and construction of the 26 provisions of this subsection, the terms and conditions set forth in subsection 5 of the Overtime 57 1 2 Article shall be applicable. 7. The hourly pay used in the computation of Fire and Police Commission Overtime shall be equal 3 to 1/80th of the employee's biweekly base salary in effect at the time of the FPC trial proceeding 4 for which such compensation is being provided. 5 8. Except for compensation received under subsection 9 of this Article, any payment made under the 6 provisions of this Article shall not have any sum deducted for pension benefits nor shall such 7 payments be included in the determination of pension benefits or other fringe benefits. 8 9. An employee under subpoena to a FPC trial proceeding during the period which falls within 9 his/her regularly scheduled eight-hour work shift shall be entitled to his/her regular base salary 10 for that period; provided that such employee is not on paid leave, was actually scheduled to work 11 or worked a portion of such shift. Eligibility for compensation under this subsection, and witness 12 fee reimbursement requirements, shall be subject to the same terms and conditions applicable to 13 Fire and Police Commission Overtime that are set forth in subsections l and 2 of this Article. 14 15 10. Administration a. The Executive Director of the FPC, or his/her designee, shall record the employee's 16 appearance at a FPC trial proceeding, noting the time the employee was required to report 17 to such proceeding and the time the employee was excused from such appearance. The 18 Executive Director, or his/her designee, shall also note if the employee was subpoenaed 19 solely for the dispositional phase of the trial proceeding. 20 forwarded to the Police Department Administration. As a condition of eligibility for 21 receipt of the compensation provided hereunder, an employee must submit his/her 22 subpoena, or clear facsimile thereof, to the Executive Director (or his/her designee) at the 23 time the employee reports to the trial proceeding. 24 b. This information shall be Administration and control of the provisions of this Article shall be under the City which 25 shall have the authority to establish such rules and procedures that it deems necessary to 26 administer the benefits provided by this Article. 58 1 ARTICLE 17 2 INFORMATION RECOMMENDED TO BE FURNISHED TO ASSOCIATION 3 1. The City will recommend to the Annuity and Pension Board of the Employees' Retirement 4 System of Milwaukee, hereinafter referred to as Board, that it supply actuarial information to the 5 Association or its actuary upon receiving a written request herefor for the purpose of costing out 6 proposals by the Association for pension changes for collective bargaining conditioned upon the 7 Board's actuary having such information available. 8 2. The City will recommend to the Board that the Board or the Board's actuary supply to the 9 Association or any actuary acting on behalf of said Association, any and all information which 10 said Association actuary requests for purposes of costing out proposals upon which the 11 Association may wish to collectively bargain on with the City. 12 3. All costs or expenses involved in supplying information either under Subsections 1 or 2 above to 13 the City or to the Board involved under Subsections 1 or 2 above shall be paid for by the 14 Association in the manner required either by the City or the Board in connection with the 15 supplying of such information. 16 17 4. Excluded from Subsections l or 2 shall be such matters of a private or confidential nature so determined by the Board as may be supplied to the Board by individual employees or retirees. 18 ARTICLE 18 19 RETENTION OF PENSION AND ANNUITY RIGHTS 20 The City agrees not to diminish any contractual pension and annuity rights presently vested in any 21 employee including any rights enumerated herein. 22 ARTICLE 19 23 PENSION BENEFITS 24 Pension benefits for an employee covered by this Agreement who is a member of the Employe's 59 1 Retirement System of Milwaukee (ERS) shall be those benefits defined in Chapter 36 of the City 2 Charter (ERS Act) that are applicable to a "policeman". Except for 3 the following provisions, these pension benefits shall continue unchanged during the term of this 4 Agreement: 5 1. Chapter 36 of the Milwaukee City Charter regarding pension benefits for employees 6 covered by this Agreement who are members of the Employe's Retirement System of 7 Milwaukee (ERS) may be amended to the extent necessary for such plan to remain 8 qualified under Section 401.a. and 501.c. of the Internal Revenue Code of 1986 as 9 amended. In the event the IRS rules that the Charter amendments have become invalid, 10 11 then the Charter Ordinance will reflect back to the old language of the Charter. 2. The City agrees that it will never seek to increase the age/service requirements applicable 12 to employees in active service and enrolled in the Employe’s Retirement System as a 13 “policeman” prior to December 20, 2015, that are provided for under section 36-05-1-f of 14 the ERS Act. Effective Pay Period 1, 2016, employees newly eligible for service credit as 15 a “policeman” in the Employe’s Retirement System will be eligible for normal service 16 retirement benefits no earlier than age 50 with 25 years of service as a “policeman”. 17 3. Subject to the conditions contained therein, the parties agree to abide by the pension 18 provisions of the October 29, 1999 Final Global Settlement Agreement for Active Police 19 Officers, as amended by Charter Ordinance. 20 If any portion of the Global Pension Settlement Agreement or implementing Charter 21 Ordinance is held invalid, or if compliance with it is restrained by operation of law or by 22 any court of competent jurisdiction, the parties shall immediately enter into collective 23 bargaining for the purpose of arriving at a mutually satisfactory replacement for such 24 portion of the Global Pension Settlement Agreement or Charter Ordinance. 25 This paragraph shall in no way affect or restrict other benefits unrelated to pension 26 benefits in the Global Settlement Agreement. 60 1 4. Creditable service for active military service, as provided in 36-04-c, shall be extended to 2 members of the MPA who participate in the combined fund and who retire on a service 3 retirement on and after January 1, 2003. 4 5. Effective June 19, 2016, when a retirement application is filed by an employee covered by 5 this Agreement who seeks a Duty Disability Retirement Allowance, the application shall 6 be referred to the Medical Council established under s. 36-15-12 of the Milwaukee City 7 Charter. The Medical Council shall determine and certify whether the applicant is 8 permanently and totally incapacitated for duty in accordance with the requirements of 9 Chapter 36 of the Milwaukee City Charter. In the event the Medical Council does not 10 have a specialist in the area of the employee’s injury, it shall refer an employee to a 11 physician for an examination, the referral will be made to a Tier 1 specialist (to the extent 12 the City’s Health Plan Administrator provides for Tier 1 rankings) where a Tier 1 13 specialist exists. In any reexamination authorized by Chapter 36 of the Milwaukee City 14 Charter of such retired beneficiary, the beneficiary shall be referred to the Medical 15 Council for reexamination and such Medical Council shall make the determination and 16 certification required under the provisions of Chapter 36 of the Milwaukee City Charter 17 for reexaminations. 18 6. Effective Pay Period 1, 2016, employees enrolled in the Employe’s Retirement System as 19 “policeman” prior to October 3, 2011, shall contribute 7% of their earnable compensation 20 toward the employee share of their pension. 21 22 The City and the Association are currently parties to litigation in Milwaukee County Circuit Court (Case 23 No. 15CV008634) that will affect the parties’ ability to implement the provisions of paragraph 6, above. 24 The parties have an agreement regarding the conclusion of that litigation that includes the following: 25 26 1. If the City prevails in its position in the litigation, it will, as soon as administratively practicable, withhold from each employee the member contribution referenced in 61 1 paragraph 6, above. 2 2. If the Association prevails in its position in the litigation, the City will continue to make 3 the member contribution specified in sec. 36-08-7-b of the Charter, and paragraph 6, 4 above, will be disregarded and ineffective. 5 ARTICLE 20 6 LIFE INSURANCE 7 1. Amount of Life Insurance Coverage 8 Eligible employees shall be enrolled in, at no cost, basic life insurance coverage in an amount 9 equal to $55,000, so long as they remain in active service. Employees shall be eligible to 10 purchase additional life insurance, in 50% increments of the employee’s base salary, at no cost to 11 the City, in an amount not to exceed three (3) times the employee’s base salary. However, in no 12 instance shall the amount of the additional life insurance exceed $300,000. 13 2. Adjustment of Coverage 14 The amount of life insurance coverage to which an employee is entitled shall be adjusted annually 15 on January 1 of the calendar year to reflect changes in the employee's annual base salary rate. 16 The term, "Annual Base Salary Rate," as used herein, shall be defined as an amount equivalent to 17 the employee's biweekly base salary, as his biweekly base salary is defined and determined under 18 the BASE SALARY provision of this Agreement, divided by fourteen (14) and then multiplied by 19 three hundred and sixty-five (365). 20 21 3. Conditions and Eligibility for Election of Coverage a. Subject to the terms and conditions provided in subsection 3.b. through 3.c. of this Article, 22 below, an employee shall be enrolled in basic life insurance coverage provided in 23 subsection 1., above, on the 1st of the month following the completion of 180 consecutive 24 calendar days of active service as a full-time (40-hour per week) employee following 25 his/her initial date of employment with the City. 62 1 b. An employee re-employed subsequent to a separation from active service, for whatever 2 reason, must re-establish his/her eligibility for life insurance coverage on the same basis 3 that would be applicable to a new employee having the same starting date that the re- 4 employed employee had following re-employment. 5 c. An employee who has previously waived additional life insurance coverage provided by 6 the City, either hereunder or otherwise, while employed with the City or a City Agency 7 (the term, "City Agency" being as defined in subsection 36.02(8) of the Milwaukee City 8 Charter, 1971 compilation, as amended) shall be permitted to elect additional life 9 insurance coverage only on such terms and conditions as are established and maintained 10 11 from time to time by the City and/or its life insurance carrier. 4. Cost of Additional Life Insurance Coverage 12 Employees eligible for the basic life insurance coverage described under Subsection 1 of this 13 Article, above, who elect additional life insurance coverage as described in subsection 1, shall pay 14 to the City an amount equal to a cost per thousand, per month, at age banded rates, for each 15 $1,000 of coverage in excess of the basic $55,000. These payments shall be accomplished by 16 periodic deductions from employees' biweekly paychecks. The City shall make all necessary 17 payments for the basic life insurance coverage described in Subsection 1. of this Article, above. 18 Employees who have enrolled in additional life insurance coverage may also purchase life 19 insurance for spouses and dependents at no cost to the City. 20 5. 21 Conditions and Limitations on Benefits a. 22 Life insurance benefits shall be subject to the terms and conditions contained in the contract between the City and its life insurance carrier. 23 6. 24 7. Right of City to Change Carrier It shall be the right of the City to select and, from time to time, to change the carrier(s), subject to 25 a sixty (60) day advance notice to the MPA, that provide the benefits set forth above. The City 26 shall, at its sole option, have the right to provide these life insurance benefits on a self-insured 63 1 2 3 basis. 8. Retiree Life Insurance Benefits a. 4 Amount of Life Insurance Coverage (1) To be eligible for retiree life insurance benefits, employees, regardless of age, must 5 have maintained at least 50% of their base salary as additional life insurance 6 coverage at the time of retirement to continue to be part of the City’s life insurance 7 program. All elections for additional life insurance coverage must be in multiples 8 of 50% of the base salary at the time of retirement, not to exceed the additional 9 insurance percentage elected as an active employee at the time of retirement. 10 (2) Upon attaining age 65, and having maintained additional life insurance coverage, 11 as described in 1.a., of this subsection, from retirement to age 65, the city shall 12 provide $10,000 of life insurance coverage. 13 (3) 14 15 16 Retirees may reduce additional life insurance coverage to any multiple of 50% of the base salary at the time of retirement at any time. b. Cost of Coverage (1) Until a retiree attains age 65, a retiree maintaining coverage, as described in 17 subsection 7.a.(1) of this Article, above, shall pay 100% of the premium cost 18 associated with such coverage. The retiree shall have such cost deducted from 19 his/her monthly pension check. 20 (2) Upon attaining age 65, the city will assume 100% of the premium cost associated 21 with the coverage, as described in subsection 7.a.(2) of this Article, above,. A 22 retiree may elect to maintain his/her additional life insurance but shall pay 100% of 23 the premium cost associated with such coverage minus the city provided life 24 insurance coverage, as described in subsection 7.a.(2) of this Article, above,. 25 64 1 ARTICLE 21 2 HEALTH INSURANCE 3 1. 4 Benefits a. Health Care Coverage 5 For Calendar Years 2013, 2014, 2015, 2016, and 2017 the City will provide health care 6 coverage. 7 b. Basic Dental Plan 8 Basic Dental Plan insurance benefits shall be the same as the benefits provided for in the 9 DENTAL SERVICES GROUP CONTRACT FOR THE CITY OF MILWAUKEE, 10 effective October 17, 1981 executed April 26, 1982, except that: 11 The age limit at which the orthodontic benefits provided for 12 under the "Orthodontics" Section of said DSG CONTRACT 13 cease for participants shall be changed from age 19 to age 25; 14 all other terms and conditions applicable to orthodontic 15 benefits shall remain unchanged. 16 The dental insurance coverage for an eligible employee electing coverage 17 under the Basic Dental Plan shall be in lieu of the coverage provided by 18 Prepaid Dental Plans (PDP). 19 c. Prepaid Dental Plans (PDP) 20 Employees shall have the right to select coverage under a Prepaid Dental Plan (PDP) 21 approved by the City in lieu of the coverage provided by the Basic Dental Plan. 22 23 d. Provisions Applicable to All Plans: (1) 24 25 26 The City will not pay for any services or supplies that are unnecessary according to acceptable medical procedures. (2) The City shall have the right to require employees to execute a medical authorization to the applicable Group to examine employee medical and/or dental 65 1 2 records for auditing purposes. (3) The City shall have the right to establish methods, measures and procedures it 3 deems necessary to restrict abuses and/or excessive costs in application of the 4 benefits provided under subsections 1.a. through 1.c., above. 5 (4) 6 7 The City, in conjunction with its insurance carrier, shall have the right to develop and implement any other cost containment measures it deems necessary. (5) An employee's health care/dental coverage provided by this Article shall terminate 8 on the last day of the calendar month in which the employee is removed from the 9 Police Department payroll; provided however, that when an employee is suspended 10 from duty without pay, such coverage shall not terminate on the last day of the 11 calendar month in which the suspension begins if the suspension ends prior to the 12 last day of the next following calendar month. 13 Administration will provide written advance notice to an employee indicating the 14 date on which his/her health care/dental coverage will be terminated. 15 Notwithstanding the foregoing, an employee's health care coverage shall not 16 terminate so long as he/she and/or his/her dependent(s) are eligible for and 17 receiving health care coverage under the specific provisions of this Agreement that 18 are applicable to individuals not on the Department payroll. 19 suspensions (as provided above) this exception does not extend the termination 20 date of an employee's dental coverage beyond the last day of the calendar month in 21 which the employee is removed from the Department payroll. 22 (6) The Police Department Except for An annual Health Risk Assessment (HRA), which shall include basic biometrics, a 23 written health risk assessment questionnaire and a blood draw, shall be 24 administered on an annual basis. 25 26 (7) Both a Wellness and Prevention Program and Committee shall be implemented. A description of both the program and the committee is appended hereto as Appendix 66 1 2 3 I. 2. Eligibility for Benefits a. 4 Employees in Active Service (1) 5 Employees in active service shall be entitled to health care coverage offered by the City, at their option, so long as they remain in active service. 6 (2) Dental Benefits 7 Employees in active service shall be entitled to the dental benefits provided in 8 subsections 1.b. or 1.c. of this Article so long as they remain in active service. All 9 employees, while in active service, who are enrolled in a dental plan provided by 10 subsections 1.b. or 1.c. shall have the same enrollment status that they maintain for 11 their health care coverage. Individuals not in active service shall not be eligible for 12 dental benefits. 13 14 b. Duty Disability (1) Except as provided in b.(2), below, employees in active service who commence 15 receiving duty disability retirement allowance between January 1, 2013 and 16 December 31, 2017, as such allowance is defined in Section 36.05(3) of the ERS 17 Act, shall be entitled to the health care coverage provided in subsection 1.a. of this 18 Article, above, between January 1, 2013, and December 31, 2017, so long as they 19 continue to receive such duty disability retirement allowance and so long as they 20 are under age 65. If a duty disability retiree eligible for health care coverage dies 21 prior to attaining age 65, the duty disability retiree's surviving spouse shall be 22 eligible for health care coverage until the last day of the month in which the 23 deceased duty disability retiree would have attained age 65. 24 (2) An employee in active service who commences receiving a duty disability 25 retirement allowance of 90% of his/her current salary between January 1, 2013, and 26 December 31, 2017, as such allowance is defined in Section 36.05(3) of the ERS 67 1 Act, shall be entitled to the health care coverage provided in subsection 1.a. of this 2 Article, above, between January 1, 2013, and December 31, 2017, so long as he/she 3 continues to receive such duty disability retirement allowance. If a duty disability 4 retiree eligible for health care coverage dies prior to attaining age 65, the duty 5 disability retiree's surviving spouse shall be eligible for health care coverage until 6 the last day of the month in which the deceased duty disability retiree would have 7 attained age 65. 8 c. Employees Who Retire between January 1, 2013, and December 31, 2017. 9 Employees in active service who retire on normal pension between January 1, 2013, and 10 December 31, 2017, with at least 15 years of creditable service, shall be entitled to the 11 health care coverage provided in subsection 1.a. of this Article, above, between January 1, 12 2013, and December 31, 2017, so long as they are less than age 65. If an employee 13 eligible for health care coverage dies following his/her retirement on normal pension, but 14 prior to attaining age 65, the retiree's surviving spouse shall be eligible for health care 15 coverage until the last day of the month in which the deceased retiree would have attained 16 age 65. 17 d. Duty Death 18 A surviving spouse who becomes eligible to receive a pension under the provisions of 19 Section 36.05(5) of the ERS Act, on or after January 1, 2013, shall be entitled to the 20 benefits provided in subsection of 1.a. of this Article between January 1, 2013, and 21 December 31, 2017, so long as the surviving spouse continues to receive such pension and 22 is less than age 65. 23 24 25 26 3. Cost of Coverage a. Employees in Active Service (1) For Calendar Years 2013, 2014, 2015, 2016, and 2017 (a) The employee premium contribution shall be 12% of the premium cost 68 1 based on plan selected and enrollment status, i.e. either single, employee and 2 dependent(s), employee and spouse, or family. The amount of employee 3 premium contribution shall be deducted from the employee’s pay check on a 4 semi-monthly basis. 5 i. An employee shall also contribute an additional $20.00 per month over 6 and above the amount specified in3.a.(1)(a)., above, for each adult 7 (maximum of two, excluding dependent children) who chooses not to 8 fully participate in and complete the HRA. 9 ii. For an employee in the single or one of the family plans and his or her 10 spouse (if applicable) who participate fully in the HRA and who do 11 smoke (as determined by the HRA), the employee contribution shall be 12 12% per month for single, employee and dependent(s), employee and 13 spouse, or family plan enrollment. 14 iii. For an employee in the single or one of the family plans and his or her 15 spouse (if applicable) who participate fully in the HRA and who do not 16 smoke (as determined by the HRA), the employee contribution shall be 17 12% minus $10 per month for single or employee and dependent(s) 18 enrollment and 12% minus $20 per month for employee and spouse and 19 family enrollment. 20 (b) The amount of employee wellness fee, as specified in 3.a.(1)i, ii, or iii, 21 above, shall be deducted from the employee’s pay check on a monthly basis. 22 Any subscriber costs for enrollment in excess of the above-stated amounts 23 shall be paid by the City. 24 (c) 25 26 The maximum City contributions provided above shall be determined by the employee’s effective plan and enrollment status. (2) An employee who exhausts his/her sick leave during the term of this Agreement 69 1 shall be permitted to maintain health care coverage for the plan he/she was covered 2 under on the date his/her sick leave was exhausted for up to six (6) months 3 immediately following that date so long as the employee is unable to return to 4 work because of medical reasons. For calendar years 2013, 2014, 2015, 2016, and 5 2017, the City's contribution toward the cost of maintaining health care coverage 6 shall be as provided in subsection 3.a.(1) of this Article, above. This provision 7 shall not cover retirees (including disability retirements). 8 b. 9 Duty Disability (1) For Calendar Years 2013, 2014, 2015, 2016, and 2017 10 Depending on the individual's single/family enrollment status, the cost of coverage 11 for individuals receiving a duty disability retirement allowance shall be as 12 provided for in subsection 3.a.(1) of this Article, above. 13 14 c. Employees Who Retire Between January 1, 2013 and December 31, 2017 (1) For eligible employees who retire between January 1, 2013 and December 31, 15 2017, the City will make monthly contributions towards meeting the monthly 16 subscriber cost for single or family enrollment in the plan elected by the retiree as 17 follows: 18 (a) Single Enrollment Status 19 For a retiree with single enrollment status, the City will contribute an 20 amount up to the percentage of the subscriber cost for single enrollment in 21 the Highest Cost Plan that is determined by the formula provided in 22 subsection 3.c.(1)(c) during the period after retirement the retiree is less 23 than age 60 and an amount up to 100% of the subscriber cost for single 24 enrollment in the Highest Cost Plan during the period after retirement the 25 retiree is at least age 60 but less than age 65. 26 (b) Other Than Single Enrollment Status 70 1 For a retiree with other than single enrollment status, the City will 2 contribute an amount up to the percentage of the subscriber cost for his/her 3 enrollment status in the Highest Cost Plan that is determined by the formula 4 provided in subsection 3.c.(1)(c) during the period after retirement the 5 retiree is less than age 60 and the greater of either such amount or an 6 amount up to 100% of the subscriber cost for single enrollment in the 7 Highest Cost Plan during the period after retirement the retiree is at least 8 age 60 but less than age 65. 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 (c) Contribution Formula Unused Sick Leave City Contribution Less than 150 work days..................65% At least 150 work days, but less than 159 work days.................66% At least 159 work days, but less than 167 work days.................67% At least 167 work days, but less than 176 work days.................68% At least 176 work days, but less than 184 work days.................69% At least 184 work days, but less than 193 work days.................70% At least 193 work days, but less than 201 work days.................71% At least 201 work days, but less than 210 work days.................72% At least 210 work days, but less than 219 work days.................73% At least 219 work days, but less than 227 work days.................74% At least 227 work days, but less than 236 work days.................75% 71 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 At least 236 work days, but less than 244 work days.................76% At least 244 work days, but less than 253 work days.................77% At least 253 work days, but less than 261 work days.................78% At least 261 work days, but less than 270 work days.................79% At least 270 work days, but less than 278 work days.................80% At least 278 work days, but less than 285 work days.................81% At least 285 work days, but less than 291 work days.................82% At least 291 work days, but less than 298 work days.................83% At least 298 work days, but less than 304 work days.................84% At least 304 work days, but less than 311 work days.................85% At least 311 work days, but less than 317 work days.................86% At least 317 work days, but less than 324 work days.................87% At least 324 work days, but less than 330 work days.................88% At least 330 work days, but less than 336 work days.................89% At least 336 work days, but less than 343 work days.................90% At least 343 work days, but less than 349 work days.................91% At least 349 work days, but less than 356 work days.................92% At least 356 work days, but 72 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 less than 362 work days.................93% At least 362 work days, but less than 369 work days.................94% At least 369 work days, but less than 375 work days.................95% At least 375 work days, but less than 381 work days.................96% At least 381 work days, but less than 388 work days.................97% At least 388 work days, but less than 394 work days.................98% At least 394 work days, but less than 400 work days.................99% At least 400 work days..................100% 23 Unused Sick Leave is expressed in eight-hour work days and represents the amount 24 of earned and unused sick leave credited to an employee's sick leave account on the 25 effective date of his/her retirement. 26 City Contribution is expressed as a percentage of the effective Highest Cost Plan 27 subscriber cost for the enrollment status applicable to the retiree and represents the 28 maximum contribution made by the City on behalf of such retiree. 29 If the per capita subscriber cost for enrollment in the plan selected by the retiree 30 exceeds the maximum City contribution for retirees provided, the retiree shall have 31 the amount of such excess cost deducted from his/her pension check. 32 (2) Surviving Spouse 33 The provisions of subsection 3.c.(1) shall be applicable to a surviving spouse 34 eligible for retiree health care coverage under subsections 2.b or 2.c. of this Article. 35 An eligible surviving spouse without eligible dependents shall be covered by 36 subsection 3.c.(1)(a); in all other circumstances he/she shall be covered by 37 subsection 3.c.(1)(b). For purposes of interpretation and administration, the age the 73 1 deceased retiree would have been 65 shall determine the City contribution. 2 d. Duty Death 3 Depending on single/family enrollment status, the cost of coverage for the surviving 4 spouse of an employee receiving a duty death pension, under either Section 36.05(5) of 5 the ERS Act or Chapter 35.01(34) of the Milwaukee City Charter, shall be as follows: 6 During calendar years 2013, 2014, 2015, 2016, and 2017, the City will contribute an 7 amount toward meeting the subscriber cost for enrollment in the plan elected of up to 8 100% of the monthly subscriber cost of either single or family enrollment in the 9 Highest Cost Plan. If the subscriber cost for enrollment in the plan elected exceeds the 10 maximum City contribution provided, the employee shall have the amount of excess 11 cost deducted from his/her paycheck on a monthly basis. 12 e. Cost of Health Insurance After Conversion From Duty Disability 13 Upon conversion from a duty disability retirement allowance to a service retirement 14 allowance, the cost of the retiree health care coverage to which he/she is entitled 15 hereunder until he/she attains age 63 shall be as provided under subsection 3.a. of 16 this Article. The health care coverage shall be in lieu of the health care coverage 17 provided under subsection 3.c. Thereafter, until attainment of age 65, the cost of 18 such coverage shall be as provided under subsection 3.c. of this Article, except that 19 the individual's unused sick leave as of the effective date his/her duty disability 20 retirement allowance commenced shall be used to compute the City-paid retiree 21 health care coverage to which he/she is entitled hereunder. 22 4. Cost of Coverage -- Dental Plan Only 23 For calendar years 2013, 2014, 2015, 2016, and 2017, the City will contribute an amount up to 24 $13.00 per month for single enrollment and an amount up to $37.50 per month for family 25 enrollment towards meeting the subscriber cost of the dental plan. If the subscriber cost for single 26 or family enrollment in the Dental Plan exceeds the maximum City contribution provided, the 74 1 employee shall have the amount of such excess cost deducted from his/her paycheck on a monthly 2 basis. 3 5. Self-Administration Offset 4 The per capita subscriber costs associated with the health care or dental coverage provided by 5 each of the plans listed in subsection 1., above, includes amounts allocable to the administrative 6 costs of the carriers providing such coverage. If the City elects to self-administer the Basic 7 Dental Plan, then effective with the calendar month during which this election becomes effective, 8 and so long as it continues in effect, the maximum City contributions provided in subsection 4, 9 above, for employees covered by such a self-administered plan shall be reduced by an amount 10 equal to 100% of the difference between the monthly administrative costs associated with such 11 plan prior to the effective date it became self-administered and the monthly administrative costs 12 associated with the plan when it is self-administered, capitated for each subscriber in the plans on 13 the basis of single or family enrollment status. While in effect, this provision shall not increase an 14 employee's payroll deductions required to meet the costs of his/her dental insurance benefits 15 beyond the deductions that would be required under subsections 4 and 8 of this Article, if the 16 provision was not in effect. 17 18 6. Non-duplication a. If more than one City employee is a member of the same family, as that term is defined in 19 provisions of the Plans defined in subsection 1. of this Article, the coverage shall be 20 limited to one family plan. 21 b. A retiree shall be ineligible to receive the retiree health care coverage provided hereunder 22 when receiving health care coverage from other employment or from the employment of 23 the retiree's spouse if the health care coverage received by the spouse cover the retiree. 24 c. City health care coverage cost contributions provided hereunder to retirees shall be in lieu 25 of any other City retiree health care coverage contributions provided by ordinance, 26 resolution or by other means, while retirees are receiving the health care coverage 75 1 hereunder. 2 d. In the event an employee becomes eligible for Medicare benefits prior to attaining age 3 65, the City will contribute an amount up to the City's maximum contribution provided in 4 subsection 3.c.(1), of this Article towards the cost of coverage for the City's Medicare 5 Supplemental Plan. 6 7. Employees on Leave of Absence 7 Employees in active service may elect to be covered by the health care coverage in subsection 1.a. 8 of this Article, above, while on an authorized leave of absence. Individuals on an authorized 9 leave of absence shall pay 100% of the cost associated with their coverage. The rates for such 10 coverage shall be determined by the City and may be adjusted from time to time. This provision 11 shall be applicable only during the first 12 months of an employee's authorized leave of absence. 12 8. An employee who retires on pension during the term of this Agreement shall be entitled to the 13 health care coverage provided during the term of this Agreement so long as he or she is less than 14 age 65. After this Agreement expires, such an individual, so long as he or she is less than age 65, 15 shall be entitled to: 16 (1) The same health care coverage benefits concurrently provided employees in active 17 service covered by the effective Agreement between the City and the Association as is in 18 effect from time to time (it is understood that the exclusion of retirees from coverage 19 under dental insurance benefits, as set forth above, shall continue unchanged). If a retiree 20 eligible for health care coverage dies prior to age 65, the retiree's surviving spouse shall 21 be eligible for health care coverage until the last day of the month in which the deceased 22 retiree would have attained age 65; and 23 (2) The same City/retiree health care coverage cost sharing formula that was provided for 24 such retiree by this Agreement. 25 This paragraph shall only cover the kinds of retirements for which health care coverage is 26 provided by this Agreement. 76 1 9. Effective Date 2 Except where specifically provided otherwise herein, the provisions of this Article shall be 3 deemed to be in force and effect beginning January 1, 2013, and ending December 31, 2017. 4 10. Subject to the conditions contained therein, the parties agree to abide by the retiree health care 5 coverage provisions of the October 29, 1999 Final Global Settlement Agreement for Active 6 Police Officers. 7 If any portion of the Global Pension Settlement Agreement or implementing Charter Ordinance is 8 held invalid, or if compliance with it is restrained by operation of law or by any court of 9 competent jurisdiction, the parties shall immediately enter into collective bargaining for the 10 purpose of arriving at a mutually satisfactory replacement for such portion of the Global Pension 11 Settlement Agreement or Charter Ordinance. 12 This paragraph shall in no way affect or restrict other benefits unrelated to retiree health insurance 13 benefits in the Global Settlement Agreement. 14 ARTICLE 22 15 SICK LEAVE 16 1. 17 18 Definition: "Sick Leave" shall mean all necessary absence from duty because of illness, bodily injury, or exclusion from employment because of exposure to contagious disease. 2. Eligibility for sick leave with pay for employees newly appointed to City employment shall begin 19 after completion of six months active service in the Police Department, but sick leave credit shall be 20 earned from date of appointment. 21 3. Employees shall earn sick leave with pay at the rate of one and one-quarter (1¼) working days for 22 each month of active service or 4.6 working hours for each two weeks of active service. Sick leave 23 with pay earned by employees shall be credited to their sick leave account. Employees may utilize 24 sick leave with pay credited to their accounts during periods of sick leave for the period of time they 25 would have worked in accordance with the regularly scheduled hours of work as established under 77 1 2 the HOURS OF WORK provision of this Agreement. 4. Regardless of the sick leave credit earned the maximum amount of sick leave with pay which 3 employees may utilize from their accounts for any one period of continuous sick leave shall not 4 exceed 365 calendar days. Interruption of such period of sick leave shall only be considered if the 5 employee resumes his/her regular duty. 6 5. Whenever an employee requests sick leave with pay he or she shall immediately notify his or her 7 commanding officer of this fact. 8 leave that the employee fails to comply with the requirements of this subsection shall result in the 9 employee losing his/her entitlement to any sick leave with pay for that instance. 10 6. Such notification may be by telephone. Each instance of sick Except as otherwise provided herein, sick leave may be permitted without requiring the employee to 11 submit medical substantiation from a private physician, provided that the employee completes Form 12 PS-16 (Application for Sick Leave), and submits same to his or her commanding officer. An 13 employee may be required by his or her commanding officer to provide acceptable medical 14 substantiation from a private physician or dentist for each absence, regardless of duration, if the 15 commanding officer is informed or believes that the employee is misusing sick leave. The City 16 shall not be responsible for the payment of any fee charged by the physician or dentist to provide 17 the acceptable medical substantiation. 18 7. When medical substantiation from an employee's private physician is required, the failure of the 19 employee to comply with this requirement shall permit the City to deny that employee the sick 20 leave benefits provided hereunder until he/she is in compliance with such requirement. 21 8. The sick leave account for an employee returning to active service from duty disability retirement 22 shall be the employee's unused sick leave credit or 30 working days of sick leave, whichever is 23 greater. 24 9. Employees reporting absent on sick leave shall be governed by the rules and regulations and 25 standard operating procedures of the Police Department pertaining thereto in effect on the execution 26 date of this Agreement. 78 1 2 10. Attendance Incentive Program a. The Sick Leave Control Incentive Program shall be in effect beginning Trimester 1, 2013, 3 and ending, at the end of Trimester 3, 2017. Nothing herein shall be construed as requiring 4 the City to continue the program for time periods after Trimester 3, 2017. 5 b. The trimester periods for each calendar year are defined as follows: 6 Trimester 1 - Pay Period 1-9 7 Trimester 2 - Pay Period 10-18 8 Trimester 3 - Pay Period 19-26 or Pay Period 19-27, whichever is appropriate. 9 c. 10 An employee shall be eligible for a trimester sick leave incentive benefit only if: (1) During the full term of the trimester, the employee did not use any paid sick leave, did 11 not receive injury pay for the full term of that trimester, was not on an unpaid leave of 12 absence, was not AWOL, was not tardy, was not suspended from duty for disciplinary 13 reasons and did not take any unpaid time off the payroll; and 14 (2) During the full term of the trimester, the employee was in active service; and 15 (3) At the beginning of the trimester, the employee had an amount of earned and unused 16 sick leave credit in his/her sick leave account of 20 days; and 17 18 (4) d. The employee was represented by the MPA at the end of the trimester period. In a Trimester period set forth in subsection a. and b., above, that an employee is eligible for 19 an attendance incentive program benefit, the commanding officer shall determine which one 20 of the two types of attendance incentive benefits listed below the eligible employee shall 21 receive (at the commanding officer's discretion, the employee may make this determination 22 in accordance with procedures established for that purpose by the Department): 23 (1) A special attendance incentive payment 24 An employee receiving a special sick leave incentive payment, shall be entitled to 25 receive a lump-sum cash payment equivalent to eight hours of his/her base salary 26 computed on the basis of his/her hourly base salary rate in effect on the last day of the 79 1 trimester for which the payment was earned. Such payment shall not be deemed part 2 of the employee's base salary and shall not have any sum deducted for pension 3 benefits nor shall it be included in determination of pension benefits or any other 4 benefits and/or compensation provided by the City. Attendance incentive payments 5 provided hereunder shall be made as soon as is administratively practicable following 6 the close of the Trimester Period in which they were earned. 7 (2) A special incentive leave 8 An employee receiving a special incentive leave, shall earn one eight-hour day off 9 with pay. Such day off with pay must be used by the employee in the next succeeding 10 trimester. An employee may use such day off with pay on a date he/she has requested 11 provided the employee gives his/her commanding officer reasonable advance notice of 12 the date requested and the date is determined available by the commanding officer in 13 accordance with the needs of the Department. The processing of employee requests 14 for time off earned under the attendance incentive control program shall be on a first- 15 come, first-served basis. 16 respect to the availability of the date the employee has requested shall be final. 17 ARTICLE 23 18 FUNERAL LEAVE 19 1. 20 21 Decisions by the employee's commanding officer with DEFINITION: Funeral leave as provided herein is for absence from duty because of the death of a family member or relative. 2. Employees covered by this Agreement shall be granted leave of absence of the length requested by 22 the employee as follows: 23 a. Not to exceed (3) three days with pay, in case of death of the employee's wife, husband, 24 child, father, mother, sister, brother, mother-in-law, father-in-law, sister-in-law, brother-in- 25 law, son-in-law, daughter-in-law, or grandchild ; 80 1 b. Not to exceed one (1) day with pay in case of death of the employee's grandparents; and 2 c. Not to exceed three (3) days with pay in case of death of the employee's step-mother, step- 3 father or step-children by virtue of the employee's current spouse; during the employee's 4 lifetime, eligibility to use step-parent funeral leave benefits shall be limited to one (1) step- 5 father and one (1) step-mother, regardless of the number of step-parents. 6 An employee eligible for the leave with pay provided hereunder may only use that leave during the 7 seven (7) consecutive calendar day time period immediately following the date of the death that 8 occasioned the employee's request for the leave. 9 3. 10 11 In the event of the death of any other relative, employees shall be permitted to change their next regular day off so they may attend the funeral. 4. At his/her option, an employee who is granted funeral leave during a scheduled vacation period may 12 elect to either extend his/her vacation period by the number of funeral leave days granted or have 13 the vacation days that were changed to funeral leave days rescheduled at a later date as a segmented 14 vacation. The employee shall notify the Police Department Administration of his/her decision with 15 respect to such election prior to the end of the vacation period in which the Funeral Leave was 16 granted. 17 5. 18 Employees requesting a leave under the provisions of this Article shall be governed by the Rules and Regulations of the Police Department. 19 ARTICLE 24 20 ILLNESS IN FAMILY 21 1. A leave of absence, with pay, for one day may be granted by a commanding officer to any member 22 of his/her command in case of serious illness in his/her immediate family or other extraordinary 23 emergency. 24 25 2. Employees reporting an absence under the provisions of Subsection l, above, shall be governed by the Rules and Regulations of the Police Department. 81 1 ARTICLE 25 2 INJURY PAY 3 1. When employees, covered by this Agreement, sustain injuries within the scope of their employment 4 for which they are entitled to receive worker's compensation temporary disability benefits, as 5 provided by Chapter 102 of the Wisconsin Statutes (Worker's Compensation Act), they may receive 6 80% of their base salary as "injury pay" instead of such worker's compensation benefits for the 7 period of time they may be temporarily totally or temporarily partially disabled because of such 8 injuries. Such injury pay shall not be granted for more than 365 calendar days for any one 9 compensable injury or recurrence thereof. A compensable injury associated with or arising from 10 one or more separate incidents occurring prior to the incident constituting its immediate cause shall 11 be deemed a recurrence and shall not give rise to additional injury pay entitlement. The 80% 12 provision shall become effective January 1, 1985, and shall cover employees receiving injury pay 13 benefits on or after that date regardless of the date on which the compensable injury, or recurrence 14 thereof, occurred. 15 2. In providing injury pay in an amount equal to 80% of the employee's base salary, the employee 16 agrees to allow the City to make a payroll adjustment to his/her biweekly paycheck deducting an 17 amount equal to 20% of his/her base salary for that portion of the pay period he/she received injury 18 pay and make no subsequent claim for said amount whatsoever. 19 administered so as not to reduce employee pension benefits. For purposes of interpretation of the 20 provisions of this Article, the term base salary as used herein shall mean the employee's base salary 21 pay rate in effect during the pay period he/she is claiming injury pay as that base salary rate is 22 established in the BASE SALARY Article of this Agreement. 23 3. Such deduction shall be After "injury pay" benefits have been exhausted, employees shall have the option of accepting sick 24 leave benefits or accepting worker's compensation temporary disability benefits. This option, which 25 shall be in writing, may be terminated without prejudice to temporary total or temporary partial 26 disability benefits under the Worker's Compensation Act thereafter, but such termination shall not 82 1 be retroactive and any sick leave already used at the time of such termination of option shall not be 2 restored to the employee. 3 4. Questions involving eligibility for injury pay shall be determined under the applicable law and the 4 substantive and procedural rules of the Department of Workforce Development relative to Worker's 5 Compensation and in the event of a dispute between the City and the employee relative to such 6 eligibility, the Department of Workforce Development and the courts upon the statutorily prescribed 7 review thereof shall be the sole and final arbiters of such dispute. 8 5. In all third-party claims or actions, the City shall not be limited in its recovery to the amount of 9 temporary disability benefits which would otherwise have been payable under the Worker's 10 Compensation Act, but shall instead be entitled to recover the amount of injury pay received by the 11 employee. In the event the City recovers an amount of injury pay received by the employee, the 12 City shall restore the employee's number of calendar days (equivalent amount of recovery) for said 13 injury. 14 6. Whenever an employee sustains a compensable injury, he or she shall immediately notify his or her 15 commanding officer of this fact. Each instance of injury pay that the employee fails to comply with 16 the requirement of this subsection shall result in the employee losing his/her entitlement to any 17 injury pay for that instance. 18 7. 19 20 Employees reporting absent due to a compensable injury shall be governed by the Rules and Regulations and Standard Operating Procedure of the Police Department pertaining thereto. 8. If the Internal Revenue Service (IRS) determines that the injury pay benefits provided hereunder are 21 taxable as wages, then beginning with the effective date of such determination, the City will no 22 longer require the 20% employee deduction from injury pay benefits provided for in subsections 1. 23 and 2. of this Article, above. 24 9. In no case shall temporary disability benefits and injury pay be allowed for the same period of time. 25 10. Employees appointed to the Police Officer position classification shall not be entitled to the injury 26 pay benefits provided hereunder for any injury they may sustain while on duty prior to the start of 83 1 field training during the period of time they are assigned to the Police Training Academy for recruit 2 training. Such employees shall instead be covered by State of Wisconsin Workers' Compensation 3 Act (WCA) temporary disability benefits during such period, including all applicable terms and 4 conditions provided for in the WCA. The provisions of subsections 6, 7 and 9, above, shall be 5 applicable to employees governed by this subsection. 6 11. During the period of an employee's absence from duty due to a duty-incurred injury, the employee 7 shall be permitted to leave his/her residence or place of confinement so long as he/she has first 8 obtained a written statement from his/her personal physician stating that such travel will further 9 his/her recuperation and the employee has first presented his/her personal physician's statement to 10 his/her commanding officer or shift commander. 11 his/her residence or place of confinement, leaves the confines of Milwaukee County, he/she shall 12 provide his/her commanding officer written advance notice of this departure indicating on the notice 13 the time period he/she will be out of Milwaukee County, location(s) where he/she can be reached 14 and, if a location has an address and/or telephone number, the address and/or telephone number of 15 the location(s). While outside the confines of Milwaukee County, the employee shall be required to 16 notify his/her commanding officer of his/her whereabouts by telephone of any changes in the 17 locations indicated on the advance notice. During any fifteen (15) day period, an employee shall 18 not be permitted to remain outside the confines of Milwaukee County for more than 14 consecutive 19 calendar days. Except as provided herein and in subsection 6 of the VACATION Article of this 20 Agreement, Rule 5, Section 7 of the Milwaukee Police Department Rules and Regulations shall 21 remain unchanged and in full force and effect. 22 * * Whenever an employee authorized to leave * 23 The fact that the parties have entered into an agreement preserving the status of Article 25 shall not 24 be used by either party as evidence or argument in pending proceedings to revoke the City of 25 Milwaukee's self-insured status. In the event of a final determination by a competent tribunal, both 26 parties shall abide by the decision and negotiate any modifications either party feels are necessary in 84 1 the successor agreement. 2 ARTICLE 26 3 TERMINAL LEAVE 4 1. An employee retiring on City pension under either the Employees' Retirement System of 5 Milwaukee plan or the Policemen's Annuity and Benefit Fund plan (but excluding retirement on 6 deferred pension when employee has less than 25 years' service or actuarially reduced pension, as 7 they are defined in both plans) shall, upon retirement, be entitled to receive a lump sum payment 8 equivalent to one eight-hour workday's base salary for each one eight-hour day of the employee's 9 earned and unused sick leave up to a maximum of fifty-five (55) such equivalent eight-hour 10 workdays of base salary. The term "eight-hour workday's base salary," as used herein, is defined as 11 an amount equivalent to the employee's biweekly base salary, as defined and determined by the 12 BASE SALARY Article of this Agreement, divided by 10. 13 2. When a terminal leave payment is paid to a deferred retiree with 25 or more years' service, the 14 payment will be made on the deferred retiree's effective date of separation based on his/her pay rate 15 and sick leave accumulation in effect at that time. 16 3. 17 18 lifetime. 4. 19 20 An employee shall be eligible to receive the terminal leave pay benefit only once during his/her Terminal leave payments shall not be construed as being part of employee's base salary and shall not be included in the computation of any fringe benefits enumerated in this Agreement. 5. 21 Terminal leave payments shall not have any sum deducted for pension benefits nor shall such payments be included in any computation establishing pension benefits or payments. 22 ARTICLE 27 23 MILITARY LEAVES 24 1. 25 Short Term Military Leaves of Absence (Reserve or National Guard Duty)--Less Than 90 Days Per Calendar Year 85 1 a. Subject to the terms and conditions provided in subsections l.b. through l.d. of this Article, 2 below, employees shall be entitled to time off with pay when they are required to take a 3 leave of absence for: (i) military training duty and/or (ii) military duty in the State of 4 Wisconsin because of riot or civil disturbance. 5 b. 6 Maximum Amount of Time Off With Pay (1) Continuous Service 7 If either military training duty leave or military duty on account of civil disturbance is 8 limited to a single period during the calendar year, then such leave shall be granted 9 with pay not to exceed fifteen (15) successive calendar days (including Saturdays, 10 Sundays and legal holidays) during a calendar year. 11 (2) Intermittent Service 12 If either military training duty leave or military duty on account of civil disturbance is 13 taken on an intermittent basis during the calendar year, then such leave with pay shall 14 not exceed eighty (80) hours during the calendar year. 15 (3) Combined Maximum 16 During each calendar year of this Agreement, the amount of time off with pay for 17 military leaves of absence provided hereunder that is taken by an employee on a 18 continuous service basis, together with the amount taken on an 19 intermittent service basis, shall be in aggregate not exceed eighty (80) hours in 20 aggregate for military training duty and eighty (80) hours in aggregate for military 21 duty in the State of Wisconsin because of riot or civil disturbance. 22 c. All employees who, because of honorable service in any of the wars of the United States, are 23 eligible for veterans' preference for employment by the City and/or as provided in Section 24 45.35(5) of the Wisconsin Statutes (as it may be amended from time to time), shall receive 25 full City pay plus all military pay for duty covered under subsection l.b. of this Article, 26 above. In all other cases, the employee agrees to allow a payroll adjustment to his/her 86 1 biweekly pay check, deducting an amount equal to his/her military pay for such duty (up to a 2 maximum equal to his/her City pay received under subsection 1.b. of this Article, above), 3 and to make no subsequent claim for it whatsoever. Such deduction shall be administered so 4 as not to reduce employee pension benefits. 5 d. Return to City Employment from Short-Term Military Leave 6 The time off with pay for short-term military leaves provided hereunder shall be granted 7 only if the employee taking such leave reports back for City employment at the beginning of 8 his/her next regularly scheduled eight-hour work shift after the expiration of the last 9 calendar day necessary to travel from the place of training or civil disturbance duty to 10 11 12 Milwaukee following such employee's release from military duty. 2. Long Term Military Leaves of Absence -- 90 Days or Longer Per Calendar Year a. Employees who enlist or are inducted or ordered into active service in the Armed Forces of 13 the United States or the State of Wisconsin, pursuant to an act of the Congress of the United 14 States or the Legislature of the State of Wisconsin or an order of the Commanders-in-Chief 15 thereof, shall be granted a leave of absence during the period of such service. 16 b. Upon completion and release from active duty under honorable conditions and subject to the 17 terms and conditions provided in subsection 2.c., below, employees on military leaves of 18 absence shall be reinstated into the positions they held at the time of taking such leave of 19 absence or to a position of like seniority, status, pay and salary advancement, provided, 20 however, that they are still qualified to perform the duties of their positions or similar 21 positions. 22 c. The rights to reinstatement provided in subsection 2.b. of this Article, above, shall be 23 terminated unless the employee satisfies the following conditions: 24 (1) 25 26 Reinstatement from Military Reserve or National Guard Duty (a) Initial Enlistment With At Least Three Consecutive Months of Active Duty An employee who is a member of the Reserve or National Guard component of 87 1 the Armed Forces of the United States and is ordered to an initial period of 2 active duty for training of not less than three consecutive months shall make 3 application for re-employment within 31 days after: (i) such employee's release 4 from active duty from training after satisfactory service, or (ii) such employee's 5 discharge from hospitalization incident to such active duty for training or one 6 year after such employee's scheduled release from such training, whichever is 7 earlier. 8 (b) All Other Active Duty 9 Subject to Section 673b, Title 10, United States Code, an employee not covered 10 under subsection 2c(1)(a) of this Article, above, shall report back for work with 11 the City: (i) at the beginning of the employee's next regularly scheduled work 12 shift after the expiration of the last calendar day necessary to travel from the 13 place of training to the place of employment following such employee's release 14 from active duty, or (ii) such employee's discharge from hospitalization incident 15 to such active duty for training or one year after such employee's scheduled 16 release from such training, whichever is earlier. 17 For purposes of interpretation and construction of the provisions of subsections 2c(1)(a) and 18 2c(1)(b) of this subsection, full-time training or any other full-time duty performed by a 19 member of the Reserve or National Guard component of the Armed Forces of the United 20 States shall be considered active duty for training. 21 (2) Other Military Service with Active Duty Of At Least 90 Consecutive Days 22 An employee inducted or enlisted into active duty with the Armed Forces of the 23 United States for a period of at least 90 consecutive days, where such active duty is 24 not covered by subsection 2c (1), above, shall, upon satisfactory completion of 25 military service, make application for re-employment within 90 days after: (i) such 26 employee's release from active duty, or (ii) such employee's discharge from 88 1 hospitalization incident to such active duty or one year after such employee's 2 scheduled release from active duty, whichever is earlier. 3 (3) Exclusions From Reinstatement Benefits 4 In the event an individual granted a leave of absence for military service under this 5 Article fails to meet the requirements provided in subsections 2c (1) or 2c (2) of this 6 Article, above, or the employee's military service is not covered under these two 7 subsections, the City shall be under no obligation or requirement to reinstate such 8 individual to City employment. 9 3. Military Funeral Leaves of Absence 10 Employees shall be allowed to attend military funerals of veterans without loss of pay when a 11 request for the leave is made by a proper veterans' organization that the service of such officer or 12 employee is desired for the proper conduct of a military funeral. 13 4. Induction Examinations 14 Employees shall be entitled to time off with pay for time spent taking physical or mental 15 examinations to determine their eligibility for induction or service in the Armed Forces of the 16 United States; such time off with pay shall be granted only for examinations conducted by a United 17 States military agency. 18 5. Administration 19 The Chief of Police shall have the authority to establish such rules and procedures that he/she 20 deems necessary to administer the military leave benefits provided by this Article. These rules and 21 procedures shall cover, but not be limited to, requirements that employees provide the Chief of 22 Police with reasonable advance notice of any contemplated military leave and the appropriate 23 military orders and papers that fully document such military leave. 89 1 ARTICLE 28 2 VACATIONS 3 1. Definitions 4 The following definitions shall be used solely for the purpose of computing the current and 5 prospective vacation benefits: 6 a. Anniversary Date: The date an employee completes twelve (12) months of active service 7 following appointment to the City of Milwaukee as a regular employee. 8 completion of the first twelve (12) months of active service an employee's vacation 9 anniversary date shall not change. 10 b. After the Active Service: The time spent as a regular employee on the City of Milwaukee payroll 11 including the performance of assigned duties for the City and paid time not worked. In 12 order for paid time to count as active service for vacation purposes, such time, together with 13 any authorized unpaid leaves of absence must be continuous from the date of appointment. 14 Active service shall also include the time spent by an employee who takes a military leave. 15 In the event of an employee's resignation, discharge or retirement from City employment, 16 active service shall cease as of the employee's last day at work. 17 18 c. 2. Year of Service: The duration of time in active service. Eligibility for vacation shall begin after the completion of twelve (12) months of active service 19 following appointment. An employee whose service is expected to continue so as to complete a 20 year's active service may, after six months of service and at the sole discretion of 21 the Chief of Police be allowed to take vacation time within the year of appointment. However, if 22 the employee leaves the service of the City before the completion of the initial 12-month period, 23 that vacation shall be deemed unearned and payments made during the vacation shall be deducted 24 upon termination of employment. 25 26 3. An employee shall earn vacation time at the following rates: a. Rates For Calendar Years 2013, 2014, 2015, 2016, and 2017 90 1 (1) Eight (8) hours for each calendar month of active service since an employee's last 2 anniversary date up to a maximum of eighty (80) hours per calendar year for an 3 employee with less than seven (7) years of active service. 4 (2) Twelve (12) hours for each calendar month of active service since an employee's last 5 anniversary date up to a maximum of one hundred twenty (120) hours per calendar 6 year for an employee with at least seven (7) years but less than twelve (12) years of 7 active service. 8 (3) Sixteen (16) hours for each calendar month of active service since the employee's last 9 anniversary date, up to a maximum of one hundred sixty (160) hours per calendar year 10 for an employee with at least twelve (12) years but less than twenty (20) years of 11 active service . 12 (4) Twenty (20) hours for each calendar month of active service since an employee's last 13 anniversary date up to a maximum of two hundred (200) hours per calendar year for 14 an employee with at least twenty (20) years of active service. 15 b. For purposes of pro-rating, an employee in active service for at least fourteen (14) days in a 16 calendar month shall be deemed as having been in active service for the full calendar month; 17 in the event the employee is in active service for less than 14 days in a calendar month, then 18 the employee shall be deemed as not being in active service at all during the calendar month. 19 c. The time period during which an employee earns vacation with pay for a calendar year shall 20 be limited to the employee's period of active service between his/her anniversary date for 21 that calendar year and his/her immediate preceding anniversary date. 22 vacation time taken during a calendar year, except for separation from service as provided in 23 subsection 5 below, shall be limited to the maximums noted in this subsection, above. 24 These maximums are not guarantees; an employee is not entitled to any greater vacation 25 with pay in a calendar year than that which he/she has earned for that calendar year. 26 4. The amount of Employees must use vacation time during the calendar year for which such vacation time is earned; 91 1 employees who do not use all of their entitled vacation time within the calendar year for which it 2 was earned shall lose all rights to the unused time off. 3 5. Vacation time taken before the full amount has been earned shall be considered time owed the City 4 until it is earned. Any employee who leaves the service of the City due to resignation, retirement, 5 termination, discharge, layoff or death will have the compensation for vacation time owed the City 6 deducted from the final paycheck. In the event the employee's last pay check is for an amount less 7 than the amount of compensation owed the City, a deduction shall also be made from the 8 employee's next preceding pay check that covers the balance of compensation owed the City. Any 9 employee who leaves the service of the City due to resignation, retirement, layoff or death or who 10 takes military leave will be paid for earned vacation time that has accumulated. If an employee 11 returns to duty prior to his/her next following anniversary date, any vacation time earned and taken 12 hereunder shall be offset against the employee's earned vacation time for the calendar year in which 13 that anniversary date falls. Discharge employees are not entitled to pay for accumulated vacation 14 time. 15 6. An employee on authorized injury leave as a result of a duty-incurred injury may use vacation 16 scheduled during the period of such leave provided the Police Department Administration receives a 17 written advance request to use the vacation, which indicates the time and place of the vacation, and 18 provided further, the employee's private physician has authorized use of this vacation. Injured 19 employees not using vacation scheduled during the period of their leave shall have their unused 20 vacation rescheduled by the Police Department Administration when they return to duty, if it is 21 possible to do so, before the end of the calendar year. 22 Administration is unable to reschedule all of the employee's remaining unused vacation before the 23 end of the calendar year, the employee shall be entitled to receive a lump sum payment equivalent 24 to the dollar value of the remaining unused vacation at the end of the calendar year, computed on 25 the basis of the employee's base salary rate in effect at the time for which the vacation was 26 originally scheduled. In the event the Police Department This lump sum payment shall be made as soon as is administratively 92 1 practicable following the end of the calendar year. The lump sum payment shall not be construed as 2 being part of the employee's base salary and shall not be included in the computation of any fringe 3 benefits enumerated in this Agreement. The lump sum payment shall not have any sum deducted 4 for pension benefits nor shall it be included in any computation establishing pension benefits or 5 payments. When authorized by the Police Department Administration, an employee may elect to 6 carry over into the next succeeding calendar year any remaining unused vacation that the Police 7 Department Administration was unable to reschedule by the end of the calendar year, instead of the 8 lump sum payment provided above. The vacation carried over shall be used by March 1 of the 9 following calendar year or the employee will lose all rights to it, including all rights to the lump 10 sum payment provided above. 11 availability of the dates requested by the employee, require prior approval by the employee's 12 Commanding Officer and in no way affect the scheduling of other employees' vacations. 13 7. The scheduling of carried-over vacation shall be subject to Employees on authorized sick leave shall have their vacation that was scheduled during such leave 14 rescheduled by the Police Department Administration when they return to duty if it is possible to do 15 so before the end of the calendar year. In the event the Police Department Administration is unable 16 to reschedule all of the employee's remaining unused vacation before the end of the calendar year, 17 the City, upon the employee's return to duty, will restore to the employee's sick leave account an 18 amount of time equal to the amount of unused vacation. 19 8. 20 21 22 Employees in active service shall have time spent receiving a duty disability retirement allowance included as years of service for purposes of computing current and prospective vacation benefits. 9. Segmented Vacation Periods a. An employee may segment up to all of the portion of his/her maximum annual vacation time 23 entitlement earned under paragraph 3 that exceeds eighty (80) hours into units of one (1), 24 two (2), three (3) or four (4) consecutive eight-hour work days. The aggregate amount of an 25 employee's segmented vacation for a calendar year shall be deemed a segmented vacation 26 period. All other vacation benefits to which an employee is entitled shall be taken in five (5) 93 1 2 consecutive eight-hour workday units in accordance with existing Departmental practices. b. 3 4 A segmented vacation period may be used during the time period from January 1 through and including December 31 of a calendar year. c. An employee requesting a segmented vacation period in a calendar year shall, prior to 5 March 15 of such calendar year, notify his/her commanding officer in writing of this fact on 6 a form provided by the City, setting forth thereon the number of segmented days requested. 7 Notification requirements as to the specific dates requested by the employee for his/her 8 segmented vacation shall be as set forth in subsection 9.d., below. An employee failing to 9 comply with this requirement shall not be permitted a segmented vacation period during 10 such calendar year. The Police Department Administration shall have the authority to limit 11 the aggregate number of segmented vacation days requested in the time period provided for 12 in subsection b., above, if it determines that granting additional requests for segmented 13 vacation periods will result in insufficient manpower being available to meet the needs of 14 the Police Service. 15 d. For each unit of segmented vacation, the employee shall provide his/her commanding officer 16 with reasonable advance notice indicating the date(s) on which the employee wants to use 17 such unit of segmented vacation; such advance notice shall be provided in writing no later 18 than 72 hours prior to the first day of the segmented unit of vacation. Except for requested 19 segmented vacation dates occurring on or before March 15 of the calendar year, no 20 requested dates for segmented vacation will be processed by the Department until all non- 21 segmented vacations for that calendar year have been selected by every employee in the 22 Association bargaining unit. All segmented days must be scheduled or requested on or 23 before October 15th of the calendar year; provided, however, that subject to the approval of 24 an employee's commanding officer, the October 15 deadline may be waived because of 25 emergency, or other extraordinary circumstance, affecting the employee. An employee 26 failing to comply with requirements of this subsection shall have his/her unused segmented 94 1 vacation time scheduled for him/her by his/her commanding officer. 2 e. All requests made by employees for scheduling units of segmented vacation that are 3 submitted in accordance with the time limit and notice requirements provided above shall be 4 processed on a first-come, first-served basis, subject to the availability of the dates requested 5 determined by the employee's commanding officer. No request will be granted that results 6 in another employee losing any non-segmented vacation dates he/she had previously 7 selected in accordance with Departmental practices established for that purpose. In the 8 event an employee's request for scheduling a unit of segmented vacation is in compliance 9 with all of the time limit and advance notice requirements provided above, but the 10 employee's commanding officer has determined that some or all of the dates requested by 11 the employee for that unit are unavailable, it shall be the responsibility of the employee to 12 schedule available substitute dates with his/her commanding officer. 13 10. The vacation with pay benefits computed under the provisions of this Article shall be the full and 14 only vacation benefits to which employees covered by this Agreement shall be entitled during 15 calendar years 2013, 2014, 2015, 2016, and 2017. 16 11. The assignment and scheduling of vacations with pay shall be controlled by the Chief of Police. 17 However, in exercising those controls, supervisors charged with the responsibility of scheduling 18 vacations shall not be prohibited from tentatively agreeing to allow members to rearrange their 19 scheduled off days in order to change the starting date of a non-segmented vacation, if projected 20 staffing needs would appear to permit such a rearrangement. If it is necessary to revoke the 21 tentative approval granted due to staffing needs, the member shall be given notice no later than 22 seven days prior to the first day the member is tentatively scheduled to be absent. 23 ARTICLE 29 24 TIME OFF FOR JURY DUTY 25 1. Employees covered by this Agreement shall be granted time off with pay for jury duty when they 95 1 are legally summoned for jury duty, subject to the terms and conditions provided for in subsections 2 2 through 6, inclusive, of this Article, below. 3 2. 4 When an employee is legally summoned to report for jury duty he/she shall: a) Immediately notify his/her commanding officer and promptly submit to him/her a written 5 report, in "matter of" form, showing the date he/she is required to report for such jury duty; 6 and 7 b) Complete City of Milwaukee form C-139 (Application for Jury Duty Pay) and County of 8 Milwaukee form 2448R16 (Official Jury Notice), and forward both documents to the Police 9 Department Administration Bureau-Payroll Section; and 10 c) Submit a Certification of Jury Service form to the Police Department Administration 11 Bureau--Payroll Section at the end of his/her jury duty. Copies of this form may be obtained 12 from the Circuit Court Calendar Clerk. 13 3. While on authorized jury duty employees shall be considered by the Police Department to be 14 working the day shift and shall be permitted to change their off-duty days (regular off and vacation 15 days) subject to approval from the Police Department Administration. If the employee's off-duty 16 days are changed, the employee shall be required to turn over all jury duty payments he/she receives 17 (excluding official travel pay) to the City; in the event the employee's off-duty days are not changed 18 he/she shall be entitled to retain the jury duty 19 payments he/she receives for jury duty performed on his/her off-duty days, but shall be required to 20 turn over to the City all other jury duty payments he/she receives (excluding official travel pay). 21 4. Employees shall not be eligible for overtime while on jury duty, even if such duty extends beyond 22 eight hours in one day; nor shall they be eligible for overtime for work performed outside their 23 regularly scheduled work shift that is the result of changes made pursuant to subsection 3. of this 24 Article, above. 25 26 5. On days when the employee is normally scheduled to work, no greater amount of time off for jury duty shall be granted than is necessary. If an employee is called for jury duty on such day and 96 1 reports thereto without receiving a jury assignment for that day, or if he/she is engaged in jury duty 2 for part of such day, he/she shall immediately notify his/her commanding officer of this fact by 3 telephone and report back to work for the remainder of his/her work day. If the employee is 4 engaged in jury duty for part of a day that falls on a work day, then such requirement to report back 5 to work shall not be applicable on days where the amount of time remaining in the employee's 6 regularly scheduled eight-hour shift for that day, together with travel time from the jury duty site to 7 the employee's duty assignment location, does not allow for a work period of reasonable length; in 8 this circumstance, the employee shall still be required to notify his/her commanding officer in 9 accordance with the requirement set forth above. The criteria used in determining what constitutes 10 reasonable length shall be based on present Police Department practices covering jury duty; 11 notwithstanding the foregoing, an employee released from jury duty prior to 12:00 noon on a work 12 day must report back to work for the remainder of his/her work day. 13 ARTICLE 30 14 PAID LUNCH 15 Present practices are continued for the duration of this Agreement. 16 ARTICLE 31 17 TIME OFF IN LIEU OF HOLIDAYS 18 1. Employees shall be entitled to receive up to ninety-six (96) hours off with pay in lieu of holidays 19 per fiscal year, one eight-hour period of which shall be designated by the Chief of Police to 20 commemorate Dr. Martin Luther King's birthday. 21 2. Employees in active service less than a fiscal year shall be entitled to time off in lieu of holidays 22 with pay prorated on the basis of their length of service during the fiscal year. Time off in lieu of 23 holidays shall be earned at a rate of eight (8) hours per calendar month for each calendar month in a 24 calendar year that the employee was on the Police Department payroll. 25 interpretation of this provision, an employee on the Police Department payroll for at least 14 days in 97 For purposes of 1 a calendar month shall be deemed as having been on the Police Department payroll for the full 2 calendar month; in the event the employee is on the Police Department payroll for less than 14 days 3 in a calendar month, then the employee shall be deemed as not having been on the payroll at all 4 during such calendar month. 5 3. Except as provided in subsection 4 of this Article, below, such time off with pay shall be used by 6 the employee in the fiscal year in which they are earned; employees who do not use all of their 7 entitled time off in lieu of holidays within the fiscal year in which it was earned shall lose all right 8 to the unused time off. 9 4. If an employee is unable to use all of the time off in lieu of holidays with pay to which the 10 employee is entitled during a fiscal year because of an extended period of authorized sick leave that 11 does not allow the Chief of Police to reschedule some or all of the employee's unused time off in 12 lieu of holidays in that fiscal year, then the City, upon the employee's return to duty in the next 13 fiscal year, will restore to the employee's sick leave account an amount of time equal to the amount 14 of such unused time off in lieu of holidays with pay that the Chief of Police was unable to 15 reschedule. This provision shall only cover time off in lieu of holidays that is not integrated into the 16 employee's regular work schedule. (In the case of an employee assigned to a District Station on an 17 eight-hour shift basis whose regular work schedule is five days on-duty, two days off-duty, 18 followed by four days on-duty, two days off-duty, etc., this provision would cover the 32 hours off 19 in lieu of holidays per fiscal year that are not integrated into the employee's regular work schedule 20 and would not cover any of the 64 hours off in lieu of holidays per fiscal year that are integrated 21 into the employee's regular work schedule.) 22 23 5. The scheduling of work days off in lieu of holidays with pay shall be controlled by the Chief of Police. 98 1 ARTICLE 32 2 HOLIDAY PREMIUM PAY 3 1. Except as provided in paragraph 2, employees who are assigned to duty on July 4, December 25, 4 January 1 and/or Labor Day (first Monday in September) of a calendar year shall be compensated in 5 cash at a rate of one and one-half (1½) their base salary for all such assigned duty worked from 6 12:00 a.m. through 11:59 p.m., inclusive, during such days. 7 2. An employee may elect to receive such holiday compensation in compensatory time off in lieu of 8 cash, subject to the following terms and conditions: 9 a. 10 The employee's compensatory time off balance (CTB) recorded on the most current Police Department Personnel Status Report must be less than 225 hours; 11 b. 12 Compensatory time off earned by an employee on a holiday listed above shall be included in his/her CTB; 13 c. The procedures governing the use of compensatory time off earned on holidays shall 14 be the same as those provided in the OVERTIME Article of this Agreement for use 15 of compensatory time off; and 16 d. An employee may elect to receive compensatory time off in lieu of cash for work performed 17 during roll-call time on a holiday listed above, only if he/she elects compensatory time off 18 for all roll-call time worked during the Pay Period in which the holiday occurred (this is 19 consistent with existing Departmental procedures governing eligibility for election of 20 compensatory time off for roll-call time overtime). 21 3. For administrative purposes, all time so worked shall be computed to the nearest 0.1 of an hour. For 22 purposes of interpretation and construction of this Article, the compensation herein provided shall 23 only be granted for authorized duty occurring on the actual calendar dates that the four (4) holidays 24 listed above fall; no such compensation will be granted for duty on any other calendar date on 25 which these four (4) holidays may officially be celebrated or observed pursuant to law. 26 4. Application of the provisions enumerated herein shall not involve pyramiding of the compensation 99 1 described herein. No employee shall receive overtime benefits and/or shift or weekend differential 2 benefits in addition to holiday premium pay. 3 5. Any payment made in addition to the employee's base salary under the provisions of this Article 4 shall not have any sum deducted for pension benefits nor shall such payments be included in 5 determining pension benefits or other fringe benefits. 6 ARTICLE 33 7 UNIFORM AND EQUIPMENT 8 1. 9 Uniform and equipment benefits for employees shall be as follows: a. 10 Initial Allowance (1) Employees in the Police Officer job classifications shall, upon appointment, receive an 11 initial uniform and equipment issue, the specific items of which shall be determined 12 by the Chief of Police. These specific items shall remain the property of the City and 13 shall revert to the Police Department upon the employee's severance from service from 14 and after January 1, 1991. 15 (2) 16 Effective as soon after September 14, 1987, as administratively practicable, one silver badge patch for the windbreaker shall be included in the initial issue. 17 (3) Effective upon the execution date of the 2010-2012 Agreement, a uniform outer 18 carrier shall be included in the initial issue, which shall replace the initial issue of a 19 sweater. 20 b. Replacement Allowance 21 (1) Employees Occupying Classifications Other Than Detective, Chief Document Examiner, 22 Police Audio Visual Specialist, Latent Print Examiner, Identification Systems Specialist, 23 Document Examiner and Identification Technician 24 25 (a) The City shall replace articles of initial allowance of uniform and equipment prescribed by the Chief of Police and, in addition, up to two shirts or one 100 1 uniform outer carrier and one turtleneck shirt or any combination thereof 2 totaling two items per year, whenever such articles have been condemned on 3 account of normal wear and tear. At his/her option the employee may have 4 either a summer short sleeve shirt or a winter long sleeve shirt or a turtleneck 5 shirt replaced. The Chief of Police shall issue a requisition to a vendor selected 6 by the Standards and Procurement Division for each replacement article 7 required. 8 employee shall be required to present the requisitioned article to the Police 9 Academy for approval and the employee shall be required to turn in the 10 condemned article at the Police Academy. (Note: The intent of this Article shall 11 be as provided in a clarifying Negotiating Note between the City and the 12 Association dated October 7, 1977). 13 (b) 14 Whenever an article has been replaced through requisition, the The City shall provide employees a uniform and equipment maintenance allowance of $300 per annum. 15 (c) Payments made under subsection 1.b.(1)(b) of this Article shall be paid in 16 December of the year in which they were earned. Pro-rata adjustment to the 17 nearest calendar month on the basis of length of service shall be made for 18 employees occupying applicable classifications for less than a full calendar year. 19 For purposes of prorating, an employee on the payroll and occupying such 20 classifications for at least 14 days in a calendar month shall be deemed as 21 occupying such classification for the full calendar month; in event the employee 22 occupies the classification for fewer than 14 days in a calendar month, the 23 employee shall be deemed as not occupying the classification at all during that 24 calendar month. 25 26 (2) Detectives, Chief Document Examiner, Police Audio Visual Specialist, Latent Print Examiner, Identification Systems Specialist, Document Examiner and, Identification 101 1 Technician 2 (a) The City shall provide employees occupying the classification of Detective, 3 Chief Document Examiner, Police Audio Visual Specialist, Latent Print 4 Examiner, Identification Systems Specialist, Document Examiner and 5 Identification Technician a clothing allowance of $450 per annum. 6 (b) Payments made under subsection 1.b.(2)(a) of this Article shall be paid in 7 December of the year in which they were earned. Pro-rata adjustment of the 8 foregoing allowances to the nearest calendar month on the basis of length of 9 service shall be made for employees occupying the classifications of Detective, 10 Chief Document Examiner, Police Audio Visual Specialist, Latent Print 11 Examiner, Identification Systems Specialist and Document Examiner and 12 Identification Technician, for less than a full calendar year. For purposes of 13 prorating, an employee on the payroll and occupying the classification of 14 Detective, Chief Document Examiner, Police Audio Visual Specialist, Latent 15 Print Examiner, Identification Systems Specialist Document Examiner 16 Identification Technician, for at least 14 days in a calendar month, shall be 17 deemed as occupying such classification for the full calendar month; an 18 employee occupying the classification of Detective, Chief Document Examiner, 19 Police Audio Visual Specialist, Latent Print Examiner, Identification Systems 20 Specialist, Document Examiner and Identification Technician, for fewer than 21 14 days in a calendar month shall be deemed as not occupying the classification 22 at all during that calendar month. 23 2. Subject to the following terms and conditions, the City will provide each employee in the Detective 24 classification with one (1) windbreaker: 25 a. 26 and For employees appointed to the Detective classification, the windbreaker shall be provided upon appointment as Detective. 102 1 b. The specifications of the windbreaker shall be prescribed by the Chief of Police. 2 c. The windbreaker shall be deemed "initial issue" for Detectives and replacement shall 3 4 be made in accordance with the provisions of paragraph 1.b.(1)(a) of this Article. 3. During the term of this Agreement, each member of the bargaining unit shall be compensated for 5 items of uniform and equipment prescribed by the Police Department which are either (1) directly 6 or indirectly destroyed in the line of duty, or (2) stolen from the member while such member is on 7 duty. The provisions of item (2) of this paragraph shall only be applicable to claims made in 8 relation to incidents of theft where there is no negligence on the part of the member. The Chief of 9 Police shall assess the amount of damage, and he or she shall assess the amount of loss resulting 10 from incidents of theft compensable hereunder. For purposes of interpretation and construction, the 11 term "items of uniform and equipment prescribed by the Police Department" as used herein shall 12 only cover those items that were compensable under the terms of the UNIFORM AND 13 EQUIPMENT Article of the 2007-2009 City/MPA Agreement. Additionally, the Chief may, at his 14 or her discretion, approve other items of Uniform and Equipment as compensable hereunder and 15 shall assess the amount of damage or loss for such items. 16 4. The following provisions shall apply to soft body armor which is a part of the Department's initial 17 issue for appointments occurring on or after the May 18, 1989, or a replacement under paragraphs 18 1.b.(1)(a) or 3. of this Article occurring on or after May 18, 1989: 19 a. As part of initial issue or replacement allowance that is provided under the provisions of this 20 Article, the Department will provide an employee with standard issue soft body armor, the 21 specifications of which shall be determined and prescribed by the Chief of Police. The 22 threat level for standard issue soft body armor prescribed by the Chief shall not be less than 23 threat level II (as this threat level standard is defined and determined as of May 18, 1989), or 24 its equivalent. 25 26 b. In lieu of the standard issue, an employee may elect soft body armor with a threat level IIIA classification; such election shall be in writing in a manner prescribed by the Department. 103 1 The threat level IIIA soft body armor elected shall be provided by the Department and shall 2 conform to specifications prescribed by the Chief of Police. 3 c. Employees in active service appointed prior to May 18, 1989, who did not have the option to 4 elect soft body armor with a threat level higher than threat level II shall have a one-time- 5 only opportunity to elect threat level IIIA soft body armor (employees making this election 6 shall be required to turn in the soft body armor they were issued at the time of their 7 appointment). Such election shall be in writing in a manner prescribed by the Department. 8 Employees eligible to make an election must do so before June 30, 1989. 9 10 d. 5. The Department shall meet the cost of soft body armor provided hereunder. Payments made under the provisions of this Article shall not be construed as being part of the 11 employee's base salary and shall not be included in the computation of any fringe benefits 12 enumerated in this Agreement. Any payment made under the provisions of this Article shall not 13 have any sum deducted for pension benefits nor shall such payments be included in any 14 computation establishing pension benefits or payments. 15 6. Notwithstanding any other provision of this Article, during a calendar month employees shall not be 16 entitled to receive benefits under both subsections 1.b.(1) and 1.b.(2); instead eligibility for receipt 17 of benefits under either of these two subsections shall be predicated on the length of service therein, 18 the subsection with greater service determining the benefit (in the event the length of service is 19 identical the employee shall be entitled to elect the subsection under which his/her benefits shall be 20 determined). 21 22 7. At the discretion of the Chief of Police, an employee may not be granted benefits provided by this Article where circumstances render the situation inappropriate. 23 24 * NOTE: * * * * * As provided for the City/MPA Memorandum of Understanding relative to soft body armor 25 executed May 19, 1989, implementation of paragraph 4 of this Article is contingent upon 26 City Attorney approval requirements therein. 104 1 ARTICLE 34 2 SAFETY GLASSES 3 The City will provide safety glasses for police officers who are required to wear glasses for 4 corrective purposes under the same provisions under which these glasses are provided for other City 5 employees. Such glasses shall remain the property of the City of Milwaukee. 6 ARTICLE 35 7 AUTO ALLOWANCE 8 1. A member of the Department may use his/her privately owned vehicle for Departmental business 9 only under express authorization from his/her commanding officer. When such use is authorized, 10 the City will indemnify the officer for any property damage sustained by his/her automobile and 11 shall represent the officer and shall be responsible for any judgment, damages and costs entered 12 against the officer for acts arising out of his/her official capacity while acting within the scope of 13 his/her employment. 14 2. When an employee is authorized by his/her commanding officer to use his/her private vehicle on 15 Departmental business, in accordance with Departmental procedures established for that purpose, 16 and the vehicle sustains damage during such use, the employee shall submit a written report of the 17 damages to his/her commanding officer before the end of the work shift in which the damages 18 occurred. The report shall include a description of the damages, the date and time of occurrence, 19 and the cause. Reasonable costs of damages to the officer's vehicle will be reimbursed by the City 20 provided the employee submits documentation of such cost to his/her commanding officer no later 21 than seven (7) calendar days following the occurrence of the damage and further provided that the 22 City is subrogated to the extent of its property damage payment in the event the officer recovers 23 those damages from any third party. If bona fide medical circumstances applicable to the employee 24 preclude compliance with the above time limits, the employer shall authorize a reasonable extension 25 of these time limits. 105 1 ARTICLE 36 2 LOCKERS 3 1. 4 5 Except as provided in subsection 2, below, the City will provide each employee covered by this Agreement with individual locker space. 2. The City shall not have to provide employees with individual locker space at locations where 6 sufficient existing space is not available or where providing individual locker space would require 7 extensive remodeling or construction. If individual locker space is not available to accommodate 8 every employee, then individual locker space shall be assigned on a seniority basis identical to that 9 which governs selection of vacations within the district or bureau. Employees not assigned to 10 11 individual lockers shall be assigned shared lockers. 3. 12 13 If the City constructs new buildings, space shall be allotted for locker rooms containing lockers for each individual employee. 4. The City shall continue to retain the right of inspection provided the employees whose lockers are 14 inspected are present during such inspection and the City shall continue to be held blameless against 15 loss, theft or damage. 16 5. Members who use Department lockers shall be permitted to use private locks and shall secure their 17 lockers at all times. The Department will not establish a master key system so long as paragraphs 18 one through four, above, of this Article remain the same as those in the 1995-1997 City-Union labor 19 agreement. 20 ARTICLE 37 21 SPECIAL UNIT PAY 22 1. Employees assigned by the Chief of Police to any of the following special units shall receive an 23 amount in addition to base salary equivalent to $240 per annum: the Bomb Squad Unit, the 24 Underwater Investigation Unit. 25 regardless of the number of special units he/she may belong to at any one given time. Effective for An employee may not receive more than $240 per annum 106 1 calendar year 2014, paid in 2015, the Special Unit Pay payment shall increase to $350. Effective 2 2015, with payments in 2016, the Arson Investigators and the Honor Guard will be added to the list 3 of special units. Effective Pay Period 14, 2016, with payments in 2017, the Tactical Enforcement 4 Unit shall be added to the list of special units. 5 2. Payments made under the provisions of this Article shall be paid after December 31 of the year in 6 which they were earned. Pro rata adjustment to the nearest calendar month on the basis of service 7 in a Special Unit will be made for those employees who were assigned to a Special Unit for less 8 than a full calendar year. For purposes of pro rating, an employee assigned to the Bomb Squad, the 9 Underwater Investigation Unit, the Arson Investigation Unit, the Honor Guard, or the Tactical 10 Enforcement Unit for at least 14 days in a calendar month shall be deemed as having been assigned 11 to a Special Unit for the full calendar month; in the event the employee is assigned to a Special Unit 12 less than 14 days in a calendar month, the employee shall be deemed as not having been assigned to 13 a Special Unit at all during the calendar month. 14 3. Payments made under the provisions of this Article shall not be construed as being part of 15 employees' base pay and shall not be included in the computation of any fringe benefits enumerated 16 in this Agreement. 17 4. Any payment made under the provisions of this Article shall not have any sum deducted for pension 18 benefits nor shall such payments be included in any computation establishing pension benefits or 19 payments. 20 ARTICLE 38 21 UNDERWATER INVESTIGATION UNIT PAY 22 23 Effective upon implementation of the 2013-2017 Labor Agreement provisions of this Article have been incorporated into Article 37. 107 1 ARTICLE 39 2 EDUCATIONAL PROGRAM 3 1. Subject to the terms and conditions provided in subsections 2 through 6, below, upon attainment of 4 necessary credits or degree, an employee’s base salary shall be as identified in Article 10 of this 5 Agreement. 6 2. 7 8 No employee will be eligible for Educational Pay unless he/she has a minimum of one year of active service on the police force. 3. 9 Courses for which credits or degrees are earned for which payment shall be made shall be limited to courses of study in which the credits have been successfully earned from an educational institution 10 accredited by any of the following regional accreditation associations: 11 North Central Association of Colleges and Schools 12 Middle States Association of Colleges and Schools 13 New England Association of Schools and Colleges, Inc. 14 Northwest Association of Colleges and Schools 15 Southern Association of Colleges and Schools 16 Western Association of Schools and Colleges 17 4. Employees who have earned a Baccalaureate and/or Advanced Degree shall request that the degree 18 granting collegiate institutions send a report to the Milwaukee Police Department with a statement 19 as to the date on which the degree was conferred, the major field of study pursued, and that the 20 institution was a member in good standing of an association listed in 3., above, at the time the 21 degree was granted. 22 5. It shall be the sole responsibility of the employee to provide the Police Department Administration 23 with evidence of successful completion of the course work for which Educational Pay is being 24 sought; such evidence shall be as prescribed by the Chief of Police and shall include, but not be 25 limited to, official transcripts, degree/diploma, and the date(s) credits were earned and degrees were 26 conferred. The employee shall be solely responsible for any costs associated with providing this 108 1 evidence. 2 ARTICLE 40 3 TUITION AND TEXTBOOK REIMBURSEMENT 4 1. Tuition and textbook reimbursement shall be in accordance with the Veteran's Administration 5 benefits and Safe Streets Act benefits pertaining thereto. In no event shall there be any duplication 6 of these benefits paid the employee. 7 2. If an employee is ineligible to receive tuition and/or textbook reimbursement under the provisions 8 of Subsection l of this Article, the City will reimburse tuition and textbook costs incurred by the 9 employee up to a combined maximum (tuition and textbook costs added together) of $1,200.00 per 10 calendar year during the term of this Agreement (any portion of the combined maximum may be 11 used for short courses which are less than three weeks in duration) subject to the terms and 12 conditions hereinafter provided. 13 3. All courses of study for which reimbursement is requested by an employee under the provisions of 14 Subsection 2 of this Article shall be job related and approved by the Police Chief before any such 15 reimbursement is paid to the employee by the City. Coursework approved to be on City time by 16 both the Chief of Police and the Department of Employee Relations may be on City time. 17 4. In order to qualify for reimbursement under Subsection 2 of this Article, above, employees must 18 submit an application for reimbursement to a City-designated administrator on a form provided by 19 the City no later than four (4) weeks following the starting date of the course for which 20 reimbursement is requested. 21 5. In order to qualify for reimbursement under Subsection 2 of this Article, above, employees shall 22 present evidence to a City designated administrator of successful completion for those Police 23 Department approved courses of study that they are requesting reimbursement. Such evidence shall 24 be submitted in writing to the aforesaid administrator within eight (8) weeks following completion 25 of such Police Department approved courses of study and shall consist of the final grade report for 109 1 each such Police Department approved course of study. A Police Department approved course of 2 study shall be deemed successfully completed if: 3 a. 4 A grade of "C" or higher is received and such course of study is an undergraduate course of study; or 5 b. 6 A grade of "B" or higher is received and such course of study is a graduate course of study; or 7 c. When grades are not given or the course of study taken is a non-credit one then the 8 employee must present to aforesaid City designated administrator within the time limit 9 above described a written statement from the course's instructor that the employee has 10 11 satisfactorily completed the course of study. 6. Payment of reimbursement described in Subsection 2 of this Article shall be made as soon as is 12 administratively practicable after the reimbursement application and evidence of successful 13 completion of the Police Department approved courses of study for which such reimbursement is 14 being requested is received by aforesaid City designated administrator. 15 7. Any payment made under the provisions of this Article shall not have any sum deducted for pension 16 benefits nor shall such payments be included in the determination of pension benefits or other fringe 17 benefits. 18 8. Employees must remain in service for a six-month period after receiving Tuition and Textbook 19 Reimbursement from the City or the amount reimbursed will be deducted from the employee's final 20 paycheck. 21 ARTICLE 41 22 SENIORITY FOR LAYOFF PURPOSES 23 1. 24 25 In the event of a layoff of members of the bargaining unit, the order of layoff shall be inversely related to length of service. (The last employee hired shall be the first employee laid off). 2. In the event of a recall to work, the order of return shall be directly related to length of service. 110 1 2 (The last employee laid off shall be the first employee returned to work). 3. 3 4 Length of service, for the purpose of this Article, is to be measured from the date of original hire in the Police Department with police powers. 4. Should the City find it necessary to lay off members of the bargaining unit, it shall give the 5 Association notice not less than four (4) weeks prior to the effective date of the layoff of the 6 initially affected employee. The City and the Association shall meet within three (3) working days 7 of the notice to discuss layoffs. The City at this meeting shall provide the Association with a 8 current seniority list of the Police Department. 9 10 11 12 13 14 15 16 5. Seniority shall be broken if an employee: a. Retires b. Resigns from the police service c. Is discharged and the discharge is not reversed d. Is not recalled from layoff for a period of three (3) years e. Is recalled from a layoff and does not report for work within three (3) calendar weeks f. Does not return at the expiration of a leave of absence. 17 6. Employees of the same rank having the same starting date shall have their seniority status 18 19 determined by their position on the eligibility list from which they were appointed. 7. 20 In the event of a layoff, the City shall not transfer any employee covered by this Agreement out of the Police Department to any other City Department. 21 ARTICLE 42 22 AGENCY SHOP 23 1. 24 25 The City agrees to allow the Association an "Agency Shop," as permitted by the provisions of Section 111.70 (h) of the Wisconsin Statutes. 2. No member of the bargaining unit is required to join the Association. However, membership in the 26 Association is open to all members of the bargaining unit who choose to join and comply with the 27 constitution and by-laws of the Association. 28 Association because of race, ethnic origin, sex or religious affiliation. 29 3. No person will be denied membership in the As a condition of continuing employment, all members of the bargaining unit shall bear their fair 111 1 share of the costs of collective bargaining by paying to the Association a monthly sum equal to the 2 regular monthly dues of members of the Association. 3 4. The City will deduct dues payments of Association members and fair-share payments of non- 4 members from their bi-weekly paycheck and remit these sums to the Association Treasurer within 5 ten (10) calendar days after the payday from which the deduction was made. 6 5. 7 8 from their first paycheck. 6. 9 10 Dues or fair-share deductions for new employees in the Association bargaining unit will be made The City will not deduct the dues of any employee in a two-week pay period unless the employee is a member of the Association bargaining unit for at least seven calendar days in such pay period. 7. Changes in dues or fair-share amounts to be deducted shall be certified by the Association to the 11 City Labor Negotiator at least four (4) weeks before the start of the pay period the changed 12 deduction is to be effective. 13 8. The MPA shall, at its sole cost and expense, fully indemnify, defend and hold harmless the City, its 14 officers, agents and employees against any and all claims, suits, actions or liability 15 of judgments for damages (including, but not limited to, expenses for reasonable legal fees 16 and disbursements of the City, if any) arising from any objections to or contesting of the 17 validity of any dues or fair-share deductions or the interpretation, application or 18 enforcement of this provision. 19 20 9. The Association will fully and fairly represent all members of the bargaining unit regardless of whether they are members of the Association. 21 10. The City reserves the right to stop, withhold, or modify dues deductions for employees or positions 22 in question until resolved by mutual agreement or by the Wisconsin Employment Relations 23 Commission. 112 1 ARTICLE 43 2 DUES CHECK-OFF 3 1. Except as provided in subsection 5, below, the provisions of this Article shall cover employees only 4 if the AGENCY SHOP provision of this Agreement is determined by a competent court or tribunal 5 to be inoperative; in which event this provision shall be deemed a mutually satisfactory replacement 6 for the AGENCY SHOP provision and the provisions of subsection 2. of the WAIVER OF 7 FURTHER BARGAINING Article of this Agreement shall not apply. 8 2. 9 authorization card, such authorization card prescribed by the City, and submitting it to a City- 10 11 Employees may authorize the City to deduct Association dues from their paychecks by executing an designated administrator. 3. Check-off shall become effective two pay periods following the date the employee's executed 12 authorization card is received by the City-designated administrator. If any employee wishes to 13 withdraw from check-off, he shall pay a fee of $2.00 to the City Treasurer and obtain a revocation 14 card in accordance with procedures established for that purpose by the City. Such withdrawal will 15 become effective four pay periods after filing. 16 4. The Association shall file a report with the City Comptroller's Office certifying the amount of 17 employee dues deduction that is uniformly required of all employees represented by the 18 Association. Changes in uniform employee dues deductions shall be certified by the Association 19 and filed with the City Comptroller's Office at least 15 calendar days before the start of the pay 20 period the new uniform dues deduction schedule is to become effective. 21 5. An employee newly appointed to City employment on or after the execution date of this Agreement 22 may authorize the City to deduct Association initiation dues from his/her paycheck by executing an 23 authorization card prescribed by the City for this purpose and submitting it to a City-designated 24 administrator within 60 calendar days following his/her appointment date. Initiation dues check-off 25 shall become effective with the third pay period following the date the authorization card is received 26 by the City administrator and shall be made in four (4) equal installments spread over four (4) pay 113 1 periods. Once authorized, an employee may not withdraw from the check-off except for separation 2 from active service. The Association shall file a report with the City Comptroller's Office certifying 3 the amount of employee initiation dues that are uniformly required of all new employees 4 represented by the Association. 5 Association and filed with the City Comptroller's Office at least 15 calendar days before the start of 6 the pay period the new uniform dues deduction schedule is to become effective. 7 6. Changes in uniform initiation dues shall be certified by the So long as the Union complies with all of the requirements of Common Council Resolution File No. 8 960930, the City shall deduct from the biweekly earnings of employees in the bargaining unit the 9 employees' voluntary political contributions and submit such deduction to the Union on a biweekly 10 basis. The political check form shall be as provided by the Union and in compliance with the 11 Federal Election Commission requirements. 12 ARTICLE 44 13 BULLETIN BOARDS 14 The City will furnish bulletin boards at each district station and bureau. The material being placed 15 upon such boards shall consist of official announcements of the Association, announcements of social 16 events, Association election campaign material (provided that such material is non-controversial), 17 results of Association elections, calls for Association elections; 18 and any other matter approved by the Association, provided such other matter is non-controversial. It 19 shall be the duty of the Association to keep the boards current and to remove obsolete material; the 20 Association shall assign one or more stewards at each location for this purpose. The parties shall 21 interpret this article in a manner consistent with the final determination of the Wisconsin Employment 22 Relations Commission in Case 442 No. 55600 MP-3346. 23 ARTICLE 45 24 NEGOTIATIONS 25 Either party to this Agreement may select for itself such negotiator or negotiators for purposes of 114 1 carrying on conferences and negotiations under the provisions of Section 111.70, Wisconsin Statutes, as 2 such party may determine. No consent from either party shall be required in order to name such 3 negotiator or negotiators. 4 ARTICLE 46 5 LIMITATIONS UPON ASSOCIATION ACTIVITY 6 1. No Association member or officer shall conduct any Association business on City time except as 7 specified in this Agreement or as authorized by the Chief of Police, City Labor Negotiator, or the 8 Labor Policy Committee of the Common Council. 9 obtaining employee signatures on grievance forms or meetings to discuss grievances on City time 10 Nothing in this subsection shall preclude when authorized by commanding officer. 11 2. No Association meeting shall be held on City time nor on City property. 12 ARTICLE 47 13 ASSOCIATION NEGOTIATING TIME 14 1. The Association shall provide the City Labor Negotiator with the names of the members of its 15 Executive Board and the names of those Board members who will comprise the Association 16 Negotiating Committee. 17 2. Subject to the terms and conditions hereinafter provided, members of the Association Negotiating 18 Committee shall be entitled to paid time off computed at straight time (1x) rates for authorized 19 City/Association negotiating meetings. The amount of paid time off provided shall be limited to the 20 length of each authorized City/Association negotiating meeting, including reasonable travel time 21 from site of employment to site of meeting, but in no event shall payment be made for time greater 22 than eight (8) hours per day. 23 3. For each authorized City/Association Negotiating Meeting, the Association shall provide the City 24 Labor Negotiator with the names of the Association bargaining committee members attending the 25 meeting that are to be covered by the provisions of this Article. These names shall be provided 115 1 sufficiently in advance of the meeting to permit the City Labor Negotiator to give reasonable 2 advance notice to the Chief of Police of the meeting. 3 4. 4 Reimbursement a. 5 Each month, the Association shall reimburse the City an amount equivalent to the base salary paid members under the provisions of this Article during such month. 6 b. Each month, the Association shall also reimburse the City an amount equivalent to the 7 overtime premium (½x) paid employees required to work overtime as a result of members 8 utilizing paid time off under the provisions of this Article during such month. The Police 9 Department Administration shall determine the amount of overtime premium owed the City. 10 c. The paid time off benefits provided hereunder shall be suspended and made inapplicable 11 whenever the Association is in non-compliance with the reimbursement requirements 12 provided by subsections 4a. and 4b. of this Article, above. 13 d. 14 This subsection shall not apply to the first 300 hours of paid time off used in each year of this Agreement. 15 5. 16 ARTICLE 48 17 BANK OF HOURS FOR ASSOCIATION ACTIVITY 18 The Association shall advise the City of the names of the members of its Executive Board. Such 19 members, in aggregate, shall be entitled to a maximum of 4,500 hours per calendar year paid time off 20 subject to the following terms and conditions: 21 The City Labor Negotiator shall interpret and administer the provisions of this Article. 1. Such paid time off shall be limited to Association membership meetings, Executive Board 22 meetings, Steward meetings, to serve as requested in representing Association members and 23 for the attendance at authorized meetings of City Boards, Commissions and Committees. 24 25 2. Except for authorized meetings of City Boards, Commissions and Committees, the Association shall provide the Chief of Police with written notice of each such meeting and 116 1 the members to be released on account thereof. Seven days' notice shall be provided for all 2 but two meetings during a calendar year. For two meetings, written notice of not less than 3 24 hours may be given. In the event that notice meeting the requirements herein is not 4 given, the Chief of Police shall not be obligated to release members for a meeting. 5 3. For each authorized meeting of a City Board, Commission or Committee, the Association 6 shall provide the Chief of Police with written advance notice of not less than 24 hours for 7 such meeting and the Executive Board members to be released on account thereof. 8 4. 9 Employees on overtime assignment shall not be entitled to paid time off under the provisions of this Article. 10 5. 11 Reimbursement a. 12 Each month, the Association shall reimburse the City an amount equivalent to the base salary paid members under the provisions of this Article during such month. 13 b. Each month, the Association shall also reimburse the City an amount equivalent to the 14 overtime premium (l/2X) paid employees required to work overtime as a result of 15 members utilizing paid time off under the provisions of this Article during such 16 month. 17 overtime premium owed the City. 18 c. The Police Department Administration shall determine the amount of The paid time off benefits provided hereunder shall be suspended and made 19 inapplicable whenever the Association is in non-compliance with the reimbursement 20 requirements provided by subsection 5a. and 5b. of this Article, above. 21 ARTICLE 49 22 CONTRACT ADMINISTRATION 23 The City will allow the Association up to three full-time positions of Police Liaison Officer. These 24 positions shall at all times be subject to the following terms and conditions: 25 1. Within 30 calendar days following the execution date of this Agreement, the Association shall 117 1 provide the City with a written notice indicating the names of the three employees it wants to 2 designate as Police Liaison Officers. In the event the Association subsequently wants to replace an 3 individual it has designated as a Police Liaison Officer with another employee, it shall provide the 4 City with a written notice indicating: the names of the replacement employee and the employee to 5 be replaced, along with the effective date of such replacement. Such notice to be provided the City 6 not less than 30 calendar days prior to the effective date of the replacement. 7 designated by the Association for a Police Liaison Officer position shall not be permitted to serve in 8 that position until the City receives a written statement from the employee indicating that he/she 9 volunteered to serve as a Police Liaison Officer. 10 2. An employee Upon the City's receipt of the written notices required in subsection l of this Article, above, the 11 individuals designated by the Association as a Police Liaison Officer will be relieved of present 12 duties and be assigned by the City to assist the Association in conferences with other employees and 13 supervisors, and to participate in meetings called by management or otherwise authorized under this 14 Agreement. 15 relationships during the term of this Agreement, shall devote an amount of time to these activities 16 equal to that for which the City compensates him/her and shall conduct other Association activities 17 in such a way that they will not be construed as City-supported activities. 18 3. A Police Liaison Officer shall assist the parties in maintaining harmonious The City shall provide the base salary for two employees occupying positions of Police Liaison 19 Officer which shall be equivalent to the base salary they would be entitled to receive under the 20 BASE SALARY provision of this Agreement had they remained employed in the Police 21 Department in the classifications they occupied immediately prior to becoming Police Liaison 22 Officers. The two employees occupying the positions of Police Liaison Officer shall receive $150 23 biweekly in addition to their base salary as compensation in lieu of overtime pay, uniform/clothing 24 maintenance or replacement allowance, motorcycle pay and all other allowances or pay received by 25 a member of the Milwaukee Police Department. An employee who has served as a Police Liaison 26 Officer, who retires from active service on a service retirement after January 1, 2004, shall have the 118 1 $150 biweekly payment compensation he or she received in and after Pay Period 1, 2004, included 2 in his or her final average salary for purposes of computing his or her service retirement allowance. 3 For purposes of interpretation and construction of the provisions of this Article, such employee is 4 entitled to include in the Final Average Salary compensation the total amount of the $150 biweekly 5 payments the employee received in any twelve (12) month period. With respect to the third Police 6 Liaison Officer, the Association shall provide the base salary and the $150 biweekly compensation 7 described above. 8 4. The Association shall pay to the City, on a quarterly basis, an amount equal to one-half (½) the base 9 salary payments (before taxes) made by the City to two Police Liaison Officers and an amount 10 equal to 100% of the base salary (before taxes) and $150 biweekly payments made by the City to 11 one Police Liaison Officer. 12 5. A Police Liaison Officer shall be covered by the following provisions of this Agreement, and the 13 benefits they provide, under the same terms and conditions applicable to employees covered by this 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 Agreement: LONGEVITY IN RANK PAY CERTIFICATION PAY PENSIONS AND RELATED MATTERS LIFE INSURANCE HEALTH INSURANCE SICK LEAVE INJURY PAY TERMINAL LEAVE VACATIONS WORK DAYS OFF IN LIEU OF HOLIDAYS MILITARY LEAVE EDUCATIONAL PROGRAM TUITION AND TEXTBOOK REIMBURSEMENT 29 The benefits provided by the provisions of this Agreement listed above shall be the only 30 benefits that the Police Liaison Officer is entitled to. 31 6. 32 33 A Police Liaison Officer shall have no police powers but shall receive from the City such direction of their activities and the accounting thereof as is hereinafter provided. 7. A Police Liaison Officer shall, subject to the approval of the Fire and Police Commission, be 119 1 2 detached from the Police Department and assigned to the Common Council-City Clerk. 8. 3 4 5 6 7 8 9 10 11 A Police Liaison Officer shall under no circumstances be eligible for any salary payment for any work performed: a. b. c. d. e. 9. Beyond eight hours in any one day. Beyond forty hours in any one week. On a holiday. On an off-day. On a vacation day A Police Liaison Officer in the above five situations shall be considered as being on a flexible schedule. 12 10. The base salary and benefits provided to a Police Liaison Officer shall be under the administration 13 of the City Clerk. The scheduling of the vacation and holiday benefits provided in subsection 5. of 14 this Article, above, shall be controlled by the City Clerk. The hours of work for a Police Liaison 15 Officer shall be under the Administration and control of the City Clerk. 16 17 18 19 11. Police Liaison Officers shall be under the complete control, direction and supervision of the City Clerk and at all times remain employees of the City. 12. A Police Liaison Officer shall perform such duties as are noted below: a. 20 21 22 23 Assist in processing any problems pertaining only to matters involving interpretation, application and enforcement of this Agreement. b. Submit a report of their activities to the City Clerk each week. 13. Absent prior authorization from the Chief of Police, no Association business shall be conducted by a Police Liaison Officer with members of the Police Department during members' duty hours. 24 14. A Police Liaison Officer shall in no way interfere, infringe upon or question any disciplinary action 25 of the Chief of Police or the Fire and Police Commission; nor shall he/she interfere, infringe upon, 26 or question any powers, functions, duties and responsibilities of the Chief of Police and the Fire and 27 Police Commission as are provided by State Statutes and Charter Ordinances. 28 15. If necessary, the City Clerk shall request that the City Service Commission exempt a Police Liaison 29 Officer from civil service under Section 63.27, Wisconsin Statutes, and approve his/her title and pay 120 1 rate. 2 16. If necessary, the City Clerk shall request that the Fire and Police Commission approve detachment 3 of a Police Liaison Officer from the Police Department with reinstatement rights to the position 4 he/she held in the Police Department prior to his/her detachment, and that upon his/her return to the 5 Police Department, he/she be permitted to count time spent as a Police Liaison Officer for the sole 6 purpose of meeting the length of service requirements when qualifying to take promotional exams. 7 A Police Liaison Officer who meets the qualifications established for a promotional exam may take 8 such exam while he/she is a Police Liaison Officer. In the event a Police Liaison Officer is 9 nominated by the Chief of Police for promotion while a Police Liaison Officer and he/she wishes to 10 accept the nomination, the Police Liaison Officer must indicate acceptance of nomination in writing 11 to the Chief of Police and at the same time, provide notice to the Chief of Police of his/her 12 resignation from the position of Police Liaison Officer. The resignation from the position of Police 13 Liaison Officer shall be effective on the same date the promotion is effective. Such written notice 14 must be received by the Chief of Police no more than 15 calendar days after the date on which the 15 Police Liaison Officer is notified of his/her nomination. Failure to comply with the notification 16 requirement shall automatically nullify the nomination and the Police Liaison Officer's name shall 17 be removed from the eligible list and he/she shall not be eligible to be promoted from that list. 18 17. Except as specifically provided otherwise herein, all costs associated with a Police Liaison Officer 19 shall be borne by the Association and under no circumstances shall the City be required to 20 reimburse the Association for said costs. 21 18. The Association agrees that in the event of litigation against the City, its agents or employees, 22 arising out of the Contract Administration Provision, the Association will co-defend and indemnify 23 and hold harmless the City, its agents or employees for any monetary award and all costs levied by 24 a court as a result of such litigation, including attorney fees. Notwithstanding any provision of this 25 Agreement, the City shall not be required to negotiate a replacement for the Contract 26 Administration provision, or part of it, in the event the provision is modified by operation of law or 121 1 by any tribunal of competent jurisdiction if compliance with or enforcement of this provision, or a 2 part of this provision, should be restrained by such tribunal. 3 19. The President of the Association and the City Clerk shall meet at least every three months to discuss 4 and resolve any concerns the City Clerk may have regarding the administration of this Article. 5 ARTICLE 50 6 BARGAINING UNIT INFORMATION 7 1. On a quarterly basis, the City will provide the Association with the name, rank, payroll number 8 district or bureau assignment, and home address of all employees the Association is authorized to 9 represent by virtue of this Agreement and will keep such information current. 10 2. The City will provide the Association with the following information (except as noted otherwise, 11 the information to be provided shall be limited to information that is current and prospective as of 12 such execution date): 13 a. Police Department Bi-Weekly Roster List 14 The Roster List information provided will only cover employees represented by the 15 Association and will be provided in two formats: (1) payroll number sequence and (2) 16 alphabetic sequence. The information provided will consist of the following data fields: 17 payroll number, name, home address, biweekly pay rate, badge number, appointment date, 18 maximum pay step attainment year, assignment code and title code. At its sole discretion, 19 the Department may, from time to time, supplement these data fields that may be available; 20 in such cases, the Association will be advised of this fact and will be provided with 21 appropriate explanatory material describing the additional data fields. Roster list data will 22 be provided to the Association on a bi-weekly basis with a bi-weekly list of payroll changes 23 (additions and deletions) for Association represented employees. 24 The City payroll system is converting from a payroll number basis to a social security 25 number basis. Accordingly, the roster list data provided to the Association will include 122 1 payroll number data field and sequence format only for so long as this information is readily 2 available on the payroll system. Thereafter, the social security number data field and 3 sequence format shall supplant the payroll number data. 4 b. Police Department Personnel Status Report 5 The Personnel Status report data provided to the Association will cover only Association- 6 represented employees. This information will consist of the year-to-date totals for the last 7 pay period of the fiscal year (usually Pay Period 26). The Association will be provided with 8 Personnel Status Report data at the end of each subsequent fiscal year, when such data is 9 available on the report. 10 c. Annual Vacation Seniority List 11 The Association will be provided with one copy of the annual Vacation Seniority List as 12 soon as is administratively practicable following its publication in January or February of 13 each calendar year. 14 d. Health-Dental Insurance Data 15 In February and August of each calendar year, Employee Benefits Administration will 16 generate a report for the Association containing a count of the Association-represented 17 employees in active service at that time that are enrolled in each health and dental insurance 18 carrier offered these employees by the City. This report shall indicate single or family 19 enrollment status and shall include a summary of the counts in each plan by single/family 20 enrollment status. 21 e. Worker Compensation Reports 22 The Association shall be provided the EB-49 short form (no attachments) generated by the 23 Employee Benefits Administration for each lost-time injury of an Association-represented 24 employee. These forms shall be provided as soon as administratively practicable following 25 the occurrence of the injury which gave rise to the EB-49 being generated. 26 f. The Association shall be supplied with a seniority roster for each classification within the 123 1 Association. Thereafter, the roster shall be supplied during the last pay period of each 2 calendar year. 3 g. 4 Each pay period the Police Department shall provide a copy of the "Overtime By Location" report to the Association. 5 The foregoing information will be made available to the Association at a designated mail drop 6 established for this purpose by the Police Department and located in the Personnel Section (Room 7 705A Police Administration Building). Access to the mail drop will be limited to authorized 8 Association representatives between the hours of 8:00 a.m. and 4:00 p.m., Monday through Friday, 9 excepting holidays. 10 3. The Police Department shall provide a copy of the "LISTING OF TIME OWED AND ALLOWED" 11 for the Milwaukee Police Department to the Association. 12 Association with the same frequency as it is sent to work locations. 13 4. 14 Such report shall be sent to the Administration and control of the provisions of this Article shall be under the City Labor Negotiator. 15 ARTICLE 51 16 UNPAID LEAVE OF ABSENCE FOR ASSOCIATION BUSINESS 17 1. 18 19 The City will permit a member of the Association to take an unpaid leave of absence for a period of one year for service with a labor organization with which it maintains a contractual relationship. 2. Such unpaid leave of absence may be renewable for an additional year and the sole obligation of the 20 City shall be to restore the individual on leave of absence to the first open position in the title the 21 individual held provided that the individual can meet the requirements of this position and that there 22 are no employees on layoff with greater seniority at the time the individual makes his requests for 23 reinstatement. 24 3. No benefits shall accrue to the individual during the term of such unpaid leave of absence. 25 4. The Association Executive Board, through their President or his designee, shall notify the City 124 1 Labor Negotiator in writing at least 14 calendar days prior to the effective commencement date of 2 the leave. Employees making application for return from leave of absence shall notify the City 3 Labor Negotiator in writing at least 14 calendar days prior to the date they are requesting return to 4 duty. Such leave shall be granted subject to the employee complying with all Departmental rules 5 and procedures regarding leaves of absence and return to duty. 6 ARTICLE 52 7 UNPAID MATERNITY 8 1. 9 10 Female Maternity/Childrearing Leave a. Unpaid Maternity Leave (1) Length of Leave 11 Maternity leave shall be granted solely for the purposes of a medical disability 12 associated with pregnancy. 13 maternity leave of absence beginning on the date her attending physician determines 14 she is no longer fit for duty on account of medical reasons associated with her 15 pregnancy and ending no later than 135 consecutive calendar days following the date 16 of delivery resulting from such pregnancy. 17 (2) A female employee shall be entitled to an unpaid Notification Requirements 18 Maternity leave shall be granted an employee effective upon her attending physician 19 attesting in writing to the employee's lack of fitness for duty on account of medical 20 reasons associated with her pregnancy. Within seven (7) consecutive calendar days 21 following the date of her delivery, the employee shall provide written notice to the 22 Department Administration indicating thereon the date of delivery. No later than 45 23 consecutive calendar days following that date, the employee shall see to it that her 24 attending physician provides the Department Administration with a written statement 25 indicating the status of the employee's fitness for return to duty. 125 1 (3) Extension of Maternity Leave 2 At his/her discretion, the employee's attending physician may extend the term of 3 maternity leave beyond the 135-day post-delivery maximum, described above, for 4 medical reasons associated with such pregnancy until such time as he/she determines 5 that the employee is fit for return to duty. In this event the attending physician shall 6 submit the reasons for such extension, and its expected duration, in writing to the 7 Department Administration prior to the date on which such 135-day post-delivery 8 maximum occurs. 9 (4) Fitness for Duty 10 When the employee's attending physician determines that she is fit for return to duty, 11 the employee shall see to it that her attending physician provides the Department 12 Administration with a written statement, within 48 hours of such determination, 13 indicating the date on which the employee is fit for return to duty. This requirement 14 shall apply regardless of whether the determination occurs prior to the 135-day post- 15 delivery maximum or during an authorized extension therefrom; if the determination is 16 made prior to the 135-day maximum, the employee shall be permitted to continue her 17 maternity leave until the date on which the 135-day maximum is reached. 18 b. Unpaid Childrearing Leave 19 When requested, a female employee shall be entitled to an unpaid childrearing leave of 20 absence of not more than 130 consecutive calendar days, beginning on the date her 21 maternity leave ends. Such leave shall be granted solely for the purpose of childrearing. 22 c. The leave provided by subsections 1.a. and 1.b. of this Article, above, shall be without pay 23 except that the employee may use her accumulated sick leave during the maternity portion 24 of such leave so long as her attending physician determines that she is unfit for duty on 25 account of medical reasons associated with her pregnancy. An employee may use the 26 accumulated vacation, holiday time or compensatory time off, to which she is entitled to 126 1 receive under the VACATION, HOLIDAY and OVERTIME Articles of this Agreement 2 during such leave. 3 hereinbefore provided, the unpaid portion of such leaves, together with the paid portion, 4 shall not exceed the time limits provided for in subsections 1.a. and 1.b., above. Under no 5 circumstances shall an employee be entitled to the benefits provided under the SICK 6 LEAVE and INJURY PAY Articles of this Agreement during a period of a childrearing 7 leave nor shall she be entitled to the benefits under such INJURY PAY Article during a 8 period of a maternity leave. 9 d. Except when maternity leave is extended for medical reasons, as A female employee making application for maternity or childrearing leave shall provide the 10 Police Department Administration with written advance notice, in a manner prescribed by 11 the Administration, and indicate thereon the expected starting date for such leave, the 12 approximate date of delivery and anticipated return to duty. 13 14 2. Male Childrearing Leave a. When requested, a male employee shall be entitled to an unpaid childrearing leave of 15 absence for up to 130 consecutive calendar days beginning on the date the employee's 16 spouse gave birth to a child. 17 childrearing. 18 b. Such leave shall be granted solely for the purpose of Such leave shall be without pay except that the employee may use the accumulated vacation, 19 holiday time and compensatory time off to which he is entitled to receive under the 20 VACATION, HOLIDAY and OVERTIME Articles of this Agreement during such leave. 21 The unpaid portion of such leave together with the paid portion shall not exceed 130 22 consecutive calendar days. Under no circumstances shall an employee be entitled to receive 23 the benefits provided under the SICK LEAVE and INJURY PAY Articles of this Agreement 24 during a period of a childrearing leave. 25 26 c. A male employee making application for a childrearing leave shall provide the Police Department Administration with written advance notice, in a manner prescribed by the 127 1 Administration, and indicate thereon the starting date of such childrearing leave and the 2 anticipated date such leave will end. 3 3. 4 Unpaid Childrearing Leaves of Absence Involving Adopted Children a. When requested, an employee shall be granted an unpaid special childrearing leave of up to 5 130 consecutive calendar days in the event such employee legally adopts a child under age 6 five and the terms of the adoption require the presence of one adoptive parent with the child. 7 The employee shall be required to provide documentation of such adoption to the Police 8 Department Administration. Such leave shall begin on the effective date of placement of the 9 adopted child in the employee's home. 10 b. Such leave shall be without pay except that the employee may use the accumulated vacation, 11 holiday time and compensatory time off to which he/she is entitled to receive under the 12 VACATION, HOLIDAY and OVERTIME Articles of this Agreement during such leave. 13 The unpaid portion of such leave, together with the paid portion, shall not exceed 130 14 consecutive calendar days. Under no circumstances shall an employee be entitled to receive 15 the benefits provided under the SICK LEAVE and INJURY PAY Articles of this Agreement 16 during a period of a special childrearing leave. 17 c. An employee making application for a special childrearing leave for adoption purposes shall 18 provide the Police Department Administration with written advance notice, in a manner 19 prescribed by the Administration and indicate thereon the starting date of such special 20 childrearing leave and the anticipated date such leave will end. 21 22 4. Reinstatement a. Unpaid Leave of Absence Less Than 90 Days 23 An employee requesting a return to duty from an authorized leave of absence provided 24 hereunder that is of less than 90 consecutive calendar days in duration shall submit such 25 request in writing to the Police Department Administration sufficiently in advance of the 26 date on which return to duty is requested to allow for either normal processing of payroll 128 1 records prior to reinstatement to duty from an unpaid leave status (maternity leave) or, for 2 this processing and the Departmental medical examination required in subsection 4.c. of this 3 Article, below, (childrearing leave). An employee meeting the requirements of subsection 4 4.c. shall be reinstated to the position classification he/she occupied immediately prior to 5 such leave as of the date he/she requested return to duty. 6 b. Unpaid Leave of Absence Equal to Or Greater Than 90 Days 7 An employee requesting a return to duty from an authorized leave of absence provided 8 hereunder that is of 90 consecutive calendar days in duration or longer shall submit such 9 request in writing to the Police Department Administration sufficiently in advance of the 10 date on which return to duty is requested to allow for either normal processing of payroll 11 records prior to reinstatement to duty from an unpaid leave status (maternity leave) or, for 12 this processing and the Departmental medical examination required in subsection 4.c. of this 13 Article, below. An employee meeting the requirements of subsection 4.c., below, shall be 14 reinstated to the position classification he/she occupied immediately prior to such leave as 15 follows: 16 (1) 17 If a vacancy exists in such position classification on the date such employee requests return to duty, then the employee's reinstatement shall be effective on that date. 18 (2) If no vacancy exists in such position classification on the date such employee requests 19 return to duty, then the employee's reinstatement shall be effective on the first date 20 following the requested date that such vacancy occurs. 21 c. Departmental Medical Certification Requirement 22 Prior to his/her return to duty from an authorized childrearing leave provided hereunder the 23 employee shall be required to provide medical certification from their personal physician 24 establishing the employee's fitness for return to duty. Fitness for return to duty requirements 25 from unpaid maternity leave status shall be as provided for in subsection 1.a.(4). 26 5. Administration 129 1 a. During his/her probationary period an employee in the Police Officer job classification shall 2 not be eligible for the child-rearing benefits provided herein. This requirement shall not 3 apply to the maternity portion of the leave provided by subsection l.a. of this Article, above. 4 b. Off-duty employment for an individual during a leave of absence provided hereunder shall 5 be governed by the provisions of the OFF-DUTY EMPLOYMENT Article of this 6 Agreement; the terms and conditions under which such off-duty employment is permitted 7 shall be the same as those applicable to employees in active service. 8 c. 9 No benefits, including salary step increments, shall accrue to the individual during the unpaid portion of such leave. 10 d. An employee who has been reinstated to duty from an unpaid childrearing leave granted for 11 the birth, or adoption, of his/her child shall not be permitted an additional period of unpaid 12 childrearing leave for that child. 13 ARTICLE 53 14 OFF-DUTY EMPLOYMENT 15 1. Except as otherwise herein provided, employees covered by this Agreement shall devote 16 their whole time and attention to the service of the Police Department and they are expressly 17 prohibited from engaging in any other business or occupation. 18 Agreement shall be permitted to work up to thirty-two (32) hours maximum biweekly (but no more 19 than 20 in any one calendar week) on a non-cumulative basis in another business or occupation 20 provided that such employment is approved by the Chief of Police; and provided further that such 21 employment does not occur while the employees are on sick leave or duty-incurred injury leave or 22 during a period of an existing emergency; and provided further that such employment does not 23 interfere with the rights of the Chief of Police to schedule or assign overtime. During non- 24 segmented vacation periods, employees shall be permitted to work up to forty (40) hours maximum 25 per week in another business or occupation, subject to the provisions of this subsection. 130 Employees covered by this 1 2. 2 3 The Chief of Police shall have the right to establish Rules and Regulations to administer and control the off-duty employment benefits provided in Subsection 1 of this Article. 3. For information purposes only, once per calendar year, the Department shall provide the 4 Association with a list of jobs that were approved in the previous calendar year pursuant to this 5 Article. 6 7 ARTICLE 54 8 DUTY ASSIGNMENT 9 An employee shall, upon appointment and after taking and subscribing his or her oath of office, be 10 assigned to night duty in a police district designated by the Chief of Police. Employees shall be 11 assigned to day duty according to seniority in their respective ranks and positions. 12 assignment is any assignment that begins after 5:00 am and prior to 11:00 am. A night duty assignment 13 is any assignment that begins no earlier than 11:00 am and no later than 12:00 am. Temporary 14 exceptions to such shift assignments may be made in accordance with existing Departmental practices. 15 ARTICLE 55 16 POLITICAL LEAVES OF ABSENCE 17 1. A day duty Subject to the provisions of 5 United States Code sections 1501-08, as amended, if and when an 18 employee chooses to run for political office, he or she shall notify the Chief of Police of his or her 19 intention and, if there is a contest, may file a request for a leave of absence: 20 a. 21 22 Any such request for leave of absence shall be granted and shall take effect no later than the date on which the nomination papers are filed for the political office in question. b. While engaged in political activity, the person, i.e., candidate, shall not communicate with 23 any person who is serving in the Milwaukee Police Department who is subordinate to that 24 person for any political purpose whatsoever. 25 c. It shall be improper for such persons to require or request the political service or political 131 1 support of any subordinate. 2 3 d. 2. 4 Such person shall not use the influence of his/her office for political purposes. The requirement that an employee file for a leave of absence after deciding to run for political office shall not apply if the political office is a non-partisan, part-time position. 5 ARTICLE 56 6 COPIES OF MEMOS AND ORDERS 7 1. The Chief of Police will provide the Milwaukee Police Association with a copy of all Departmental 8 memos and orders issued on or after January 1, 1985, affecting wages, hours and conditions of 9 employment that do not pertain to confidential police matters. Insofar as is administratively 10 practicable, any such memos and orders will be available for pickup by the MPA at the Police 11 Department Personnel Bureau immediately following their issue; any such memos and orders not 12 picked up will be mailed to the MPA on the Friday following their issue. 13 2. In addition to the memos and orders provided to the Association under subsection 1, above, the 14 Association shall be provided copies of the Rules and Regulations and copies of Job Descriptions 15 and Position Responsibilities for job classifications listed in Article 2, Recognition. Current copies 16 of the items listed in this subsection will be provided to the Association. As they occur, updatings 17 of these items shall be made available to the Association under the same terms and conditions set 18 forth in subsection 1, above. 19 ARTICLE 57 20 JOINT LABOR/MANAGEMENT COMMITTEES 21 1. Effective September 1, 1987, a joint labor/management committee shall be established to discuss 22 matters relating to uniforms, equipment and safety. These discussions shall include, but not be 23 limited to: body armor replacement, body armor vendor (effective May 26, 1989), full sized cars, air 24 bags, protective gloves, masks for CPR and larger squad car fire extinguisher. The committee shall 25 consist of two (2) representatives designated by the Chief of Police, two (2) representatives 132 1 designated by the Association and a mutually agreed upon facilitator, hired for the purpose of 2 working with committee members to resolve issues under discussion. The facilitator will be funded 3 through the Division of Labor Relation's budget. 4 2. Effective May 26, 1989, a new Joint Labor-Management Committee shall be established. The 5 committee shall discuss under filling and shall consist of two representatives designated by the 6 Chief of Police and two representatives designated by the MPA. 7 3. Effective the month next following the execution date of this Agreement, a joint labor/management 8 committee shall be established to discuss the status of the Appendices to the successor agreement to 9 the 1998-2000 City/MPA Agreement. The committee shall consist of two (2) representatives 10 11 designated by the Chief of Police and two (2) representatives designated by the MPA. 4. Effective the month next following the execution date of this Agreement, a joint labor/management 12 committee shall be established to discuss long term disability, health and dental benefits as well as 13 cost containment measures. Effective at the execution of this Agreement this committee shall 14 include discussions regarding HMO coverage for retirees living outside HMO coverage zones. The 15 committee shall consist of two representatives designated by the Association and two 16 representatives designated by the City. 17 5 Effective the month following the execution date of the 2004-2006 Agreement, a joint labor 18 management committee shall be established to discuss the Early Intervention Program. The 19 committee shall consist of two representatives designated by the Association and two 20 representatives designated by the Chief of Police. 21 6. The committees' recommendations, if any, shall be by consensus and shall be made to the City 22 Labor Negotiator. Such recommendations shall be advisory only and shall not be binding on the 23 parties. 133 1 ARTICLE 58 2 LEGAL EXPENSES LIABILITY 3 1. When the City receives a claim for payment in accordance with and that meets the requirements of 4 Wis. Stat. § 895.35(2) made by or on behalf of an employee represented by the Association, the 5 City will request that such claim be placed on a Common Council Committee agenda within one 6 hundred and eighty (180) days following receipt of the claim. However, the parties understand that 7 such request may not be made within 180 days if there are processing delays caused by the 8 employee or by the employee’s legal counsel. 9 2. When the City receives a claim for payment in accordance with Wis. Stat. § 895.35(1) made by or 10 on behalf of an employee represented by the Association, the City will request that such claim be 11 placed on a Common Council Committee agenda within one hundred and eighty (180) days 12 following receipt of the claim. However, the parties understand that such request may not be made 13 within 180 days if there are processing delays caused by the employee or by the employee’s legal 14 counsel. 15 3. The parties agree that the arbitrator or permanent umpire’s authority with respect to this Article 16 shall be limited to whether or not the City requested that a claim be placed on a Common Council 17 Committee agenda within the time periods described in subsections 1 or two, herein. 18 4. This Article is effective for all new claims received after the execution date of the Agreement. 19 ARTICLE 59 20 AID TO CONSTRUCTION OF PROVISIONS OF AGREEMENT 21 1. It is intended by the parties hereto that the provisions of this Agreement shall be in harmony with 22 the duties, obligations and responsibilities which by law are delegated to the Common Council, the 23 Fire and Police Commission and the Chief of Police and these provisions shall be interpreted and 24 applied in such manner as to preclude a construction thereof which will result in an unlawful 25 delegation of powers unilaterally delegated to them. 134 1 2. The City shall administer and control the Articles and provisions of this Agreement. 2 3. The parties hereto recognize that those rules and regulations established and enforced by the Fire 3 and Police Commission and/or the Chief of Police, which affect the wages, hours, and working 4 conditions of the police officers included in the collective bargaining unit covered by this 5 Agreement are subject to the collective bargaining process pursuant to Section 111.70, Wisconsin 6 Statutes. 7 4. The provisions of this Agreement are binding upon the parties for the term thereof. The Association 8 having had an opportunity to raise all matters in connection with the negotiations and proceedings 9 resulting in this Agreement is precluded from initiating any further negotiations for the term thereof 10 relative to matters under the control of the Common Council, the Chief of Police or the Board of 11 Fire and Police Commissioners, including rules and regulations established by the Board of Fire and 12 Police Commissioners and the Chief of Police. 13 5. During the term of this Agreement prior to the establishment of new rules or regulations, or changes 14 in existing rules or regulations that do not fall within the City's unfettered management functions, 15 the Association shall be afforded the opportunity to negotiate with the Chief of Police as follows: 16 Whenever the Chief of Police proposes to establish a new rule, or make a change in an 17 existing rule, if such proposal in its operation will affect wages, hours or conditions of 18 employment of members of the bargaining unit represented by the Milwaukee Police 19 Association, hereinafter referred to as "Association," he or she shall present his or her 20 written proposal to the President of the Association. At a mutually agreed to time, not more 21 than 30 days following such presentment, the Chief of Police shall meet in good faith with 22 the representatives of the Association with the intent to reach an agreement consistent with 23 the Chief of Police's powers, duties, functions, and responsibilities under law. 24 agreement is reached between the Chief of Police and the Association within 30 days of 25 such initial meeting, the Chief of Police may establish the proposed new rule or the 26 proposed change in an existing rule unilaterally, subject to the prior approval to the Board of 135 If no 1 the Fire and Police Commissioners. In case of emergency, the emergency to be determined 2 by the Chief of Police, the Chief shall have the right to establish or modify a rule or rules 3 unilaterally and such rule or rules shall become effective immediately. The Chief shall 4 immediately inform the Board of Fire and Police Commissioners, in writing, of the rule 5 change and the reason therefore and said rule shall remain effective until the next meeting of 6 the Board. 7 6. Any rules or regulations of the Milwaukee Police Department affecting wages, hours, or conditions 8 of employment promulgated by the Chief of Police after negotiation but without agreement may be 9 tested relative to whether they violate the specific provisions of this Agreement as well as the 10 propriety of their application in accordance with the provisions of this Agreement pertaining to 11 grievances and arbitration. 12 ARTICLE 60 13 NOTICES 14 1. 15 16 mail to the City Labor Negotiator. 2. 17 18 All notices required to be sent by the City to the Association shall be sent in writing by certified mail to the offices of the Association. 3. 19 20 All notices required to be sent by the Association to the City shall be sent in writing by certified Subject to their mutual consent, the City and Association may waive the certified mail requirements provided above where they deem it appropriate. 4. If either party to this Agreement intends to file an action against the other party with the WERC, it 21 shall provide the other party with a copy of the documents filed with the WERC in the matter at the 22 same time it serves notice of its action pursuant to applicable legal requirements. If the action is 23 filed by the Association, such copy shall be provided to the City Labor Negotiator; if it is filed by 24 the City, such copy shall be provided to the president of the Association. 136 1 ARTICLE 61 2 ASSIGNMENTS MADE CONSISTENT WITH EMPLOYEE'S MEDICAL CAPABILITIES 3 1. If an employee is ineligible for the disability benefits provided by the ERS Act, or by Chapter 35 of 4 the Milwaukee City Charter, in accordance with the terms and conditions established thereunder for 5 that purpose and if the employee is ineligible to receive the sick leave or injury pay benefits 6 provided by this Agreement for reasons other than that the benefits have been exhausted, the Chief 7 of Police shall assign the employee to perform duties structured consistent with the employee's 8 medical capabilities within the Police Department that have historically been performed by 9 members of the Association bargaining unit (including, but not limited to, temporary or permanent 10 assignments to the Communications Division, Criminal Investigation Bureau or Property Control 11 Division). 12 2. In the event of a dispute over such assignment made by the Chief of Police, the employee shall have 13 the right to grieve and the right to arbitrate under the Grievance and Arbitration Procedure 14 provisions of this Agreement except that instead of being appealable to an arbitrator or permanent 15 umpire, the dispute shall be appealable to a panel consisting of the three physicians, one physician 16 to be designated by the Association, one physician to be designated by the Chief of Police and the 17 third physician to be selected by agreement of the other two physicians. The panel's jurisdiction 18 shall be limited to deciding the medical appropriateness of the Chief's assignment. Decisions made 19 by the panel on matters which are properly before it shall be by majority action and shall be final 20 and binding on the parties. All other provisions of the Grievance and Arbitration Procedure shall 21 remain unchanged and in full force and effect. 22 3. The provisions of this Article shall only cover assignments made by the Chief of Police. 137 1 ARTICLE 62 2 3 PARKING ALLOWANCE BENEFITS FOR POLICE ADMINISTRATION BUILDING EMPLOYEES 4 1. An employee with a regular Departmental assignment that requires him/her to work at or report to a 5 Police Administration Building (PAB) work location at the start of his/her regular work shift as of 6 the 15th day of a calendar month shall be eligible for a Regular Parking Allowance benefit for that 7 calendar month; such an employee shall be termed an "eligible employee." 8 reimburse an eligible employee the basic/general parking rate in affect at the time of 9 reimbursement.2. The City shall provide the Association with a list of City-approved parking 10 facilities and will notify the Association of any change that the City may from time to time make in 11 this list at least sixty (60) calendar days prior to the effective date of such change. Eligible 12 employees shall be entitled to receive either a Regular Parking Allowance benefit under the terms 13 and conditions hereinafter provided: 14 a. The City shall Regular Parking Allowance Benefit 15 In order to receive a Regular Parking Allowance benefit for a calendar month, an eligible 16 employee must purchase a monthly parking permit for that month from a parking facility on 17 the City-approved list, endorse the permit (or permit stub/receipt deemed acceptable to the 18 Department, whenever the employee must retain the permit in order to receive parking 19 benefits) by indicating his/her signature and payroll number on the portion of his/her 20 monthly parking permit he/she receives from the vendor and submit the endorsed permit (or 21 acceptable permit stub/receipt) to the Police Department Administration no later than the 22 15th day of the calendar month covered by the monthly permit (i.e., the 15th of April for the 23 month of April). Following the Department's receipt of the endorsed permit (or acceptable 24 permit stub/receipt), the employee shall be entitled to receive reimbursement of the current 25 parking rate at the time of reimbursement. 26 Payments provided hereunder shall be made as soon as administratively practicable after the close 138 1 of the calendar month covered by the permit. Except as provided in subsection 3, below, only 2 approved parking facilities' monthly parking permits that are properly endorsed shall be covered by 3 the benefits provided herein. 4 3. The Association recognizes that there are a limited number of parking spaces available at City 5 approved parking facilities; accordingly, monthly parking permits for these spaces will be sold to 6 eligible employees on a first-come, first-served basis, subject to their availability. 7 calendar month when no monthly parking permit at any City-approved parking facility(ies) is(are) 8 available because the vendor(s) has(have) determined that no space is available, the City will honor 9 monthly parking permit receipts from parking facilities not on the City-approved list that are within 10 the geographic area bounded by Michigan Avenue on the south, North 12th Street on the west, 11 West Juneau Avenue on the north and North Van Buren Street on the east. 12 endorse the receipt by indicating his/her signature and payroll number on the monthly parking 13 permit receipt and shall submit the endorsed parking permit receipt to the Police Department 14 Administration no later than the 15th day of the calendar month covered by the monthly permit (i.e., 15 the 15th of April for the month of April). Following submission of the parking permit receipt to the 16 Police Department Administration, the employee shall be entitled to receive a monthly parking 17 benefit for the month covered by the parking permit under the same terms and conditions provided 18 in paragraph 2, above. 19 4. During a The employee shall Daily Parking Receipts 20 During a calendar month when no monthly parking permit is available to an employee under the 21 provisions of either paragraph 2 or 3, hereof, because no space is available, the City will honor daily 22 parking receipts from parking facilities within the geographic area described in paragraph 3, hereof, 23 subject to the employee submitting a form prescribed by the Department to the Police Department 24 Administration within five consecutive calendar days following the close of the calendar month. 25 The form shall contain the following information: 26 a. The employee's name, signature, and payroll number; 139 1 b. A listing of each individual daily parking receipt for the calendar month indicating the date 2 and amount arranged in date order with a total amount ("total amount") for the calendar 3 month plainly indicated; and 4 c. 5 Following submission of the prescribed Departmental form to the Police Department 6 Administration, the employee shall be entitled to receive a monthly parking benefit for the calendar 7 month covered by the daily parking receipts. Such benefit shall be in lieu of the monthly parking 8 benefits provided under paragraphs 2 and 3. 9 5. All of the daily receipts for the calendar month stapled to the back of the form. No employee shall be eligible for the parking benefits provided by the Parking during Court 10 Overtime Appearance paragraph of this Agreement for a calendar month for which he/she receives 11 benefits hereunder. 12 6. The benefits provided hereunder are intended to be used by an employee only for the purpose of 13 commuting to and from his/her Departmental work location in connection with his/her City 14 employment. The use of a parking permit by an employee for any other purpose during a calendar 15 month shall disqualify the employee from the benefits provided hereunder for that calendar month. 16 7. Payments made under the provisions of this Article shall not be construed as being part of 17 employees' base pay and shall not be included in the computation of any fringe benefits enumerated 18 in this Agreement. Any payment made under the provisions of this Article shall not have any sum 19 deducted for pension benefits nor shall such payments be included in any computation establishing 20 pension benefits or payments. 21 8. The City shall be held harmless against any and all claims, actions and lawsuits relating to theft or 22 personal property damage brought against the City by employees using parking facilities pursuant to 23 the parking allowance benefits provided herein. The City shall be held harmless against any and all 24 claims, lawsuits, actions, damages and judgments due to the employee's operation of his or her 25 private vehicle at parking facilities which are subject to the parking allowance benefits provided 26 herein. Nothing herein would operate to relieve the City of any liability it may have arising from its 140 1 actions or omissions or preclude the employee from pursuing any rights or claims he/she may have 2 under Wisconsin State Statute 895.46. 3 ARTICLE 63 4 DRUG TESTING 5 MILWAUKEE POLICE DEPARTMENT DRUG TESTING POLICY STATEMENT 6 The Milwaukee Police Department is charged with enforcing all laws and ordinances and with 7 maintaining a safe and peaceful community. The pervasive risk of harm caused by drug trafficking 8 and illegal drug use by members of the Police Department creates a clear 9 and present danger to the safety of the public and fellow law enforcement officers. The 10 illegal use of drugs cannot and will not be tolerated within the Milwaukee Police Department. The 11 law enforcement profession has several uniquely compelling interests that justify the use of 12 employee drug testing. The public has the right to expect that those who are sworn to protect them 13 are at all times both physically and mentally prepared to assume these duties. There is sufficient 14 evidence to conclude that the use of controlled substances and other forms of drug abuse can 15 seriously impair an employee's physical and mental health, and thus, job performance. Where law 16 enforcement officers participate in illegal drug use and drug activity, the integrity of the law 17 enforcement profession and public confidence in that integrity is destroyed. This confidence is 18 further eroded by the potential for corruption created by drug use. 19 Therefore, in order to ensure the integrity of the Milwaukee Police Department and to preserve 20 public trust and confidence in a fit and drug free law enforcement profession, the Department shall 21 implement an expanded drug testing program to detect illegal drug use by sworn employees. 22 Officers of all ranks will be randomly tested in such numbers as to ensure that a credible deterrent 23 exists to illegal drug use. 24 MILWAUKEE POLICE DEPARTMENT DRUG TESTING PROGRAM 25 (Provisions applicable to MPA-represented Department Members) 26 I. DRUG TESTING PROGRAM DESCRIPTION 141 1 A. The term "Department" as used herein shall mean the Milwaukee Police Department. The 2 term "member" shall mean a Department employee in the WERC - certified Department 3 bargaining unit represented by the MPA. 4 5 B. Members shall be subject to drug testing under the following circumstances: 1. Where facts or circumstances are sufficient to constitute reasonable suspicion that a 6 Department member is illegally using drugs. 7 NOTE Reasonable Suspicion exists when evidence or information which appears 8 reliable is known to the police supervisor and is of such weight and persuasiveness as 9 to make the supervisor, based upon/his/her personal judgment and experience, 10 reasonably suspect that member of the department is 11 illegally using drugs. A reasonable suspicion that a member is illegally using drugs 12 must be supported by specific articulable facts from which rational inference may be 13 drawn. Reasonable suspicion cannot be based upon mere "hunch" or solely upon poor 14 work performance. 15 suspected member's physical appearance, at least two (2) supervisors must make 16 observations. 17 2. 18 19 If suspicion of drug use is based upon observation of the Whenever a member is directly involved in an incident that results in death, or great bodily harm as defined by State Statute. 3. Whenever a member is on probation, the member shall be tested prior to completion of 20 the member's probation period. Completion of the member's probation period shall be 21 contingent upon passing the drug test. 22 4. Whenever a member is eligible for promotion (including reclassifications), the 23 member shall be tested prior to promotion. Promotion shall be contingent upon 24 passing the drug test. 25 26 5. Whenever a member is returning from a leave of absence that exceeds 90 consecutive calendar days in duration. Reinstatement to the Department from the leave of absence 142 1 2 3 shall be contingent upon passing the drug test. 6. Random Drug Testing a. Periodically a list of Department members selected for drug testing shall be 4 generated by an independent secure random selection process. The frequency of 5 random testing, and sampling rate, shall be as prescribed from time to time by 6 the Chief of Police. The independent agency providing the random selection 7 process shall be prescribed by the Chief. Such independent agency shall be 8 provided with a list of all Department members covered by random drug testing 9 encoded so that only the Chief of Police and the Commanding Officer of the 10 Professional Performance Division know the identity of the Department 11 members. 12 b. The Chief may increase the frequency of random testing, and sampling rate over 13 and above the frequency of random testing and sampling rate he prescribes from 14 time to time under paragraph 6.a., hereof, for members assigned to the following 15 Department Units: Vice Control Division, Tactical Enforcement Unit, Property 16 Control Section (only those persons directly involved in the custody and 17 handling of illegal drugs), 18 Intelligence Division. 19 modifications to any of these units, the function performed by a unit as it is 20 presently constituted, shall continue to be covered hereunder no matter how such 21 unit is constituted following a future reorganization. 22 c. Professional Performance Division and, the If subsequent Departmental reorganization results in Members selected to be tested shall be notified by their Commanding Officer, 23 who shall give them a written order to report for testing. A copy of such written 24 order shall not be entered into a member's personnel file, but shall be retained by 25 the Department in a file kept at the Professional Performance Division. 26 d. All members on paid leave who are selected for drug testing pursuant to 143 1 paragraphs 6.a. or 6.b., hereof, shall not be required to participate in such test, 2 except those members having the following status as of the notice of selection: 3 (1) 4 Members on sick or injury leave who have received permission to leave the residence to further recuperation; 5 (2) 6 Members on compensatory time off authorized after the selection notice; or 7 (3) 8 Members on "suspended with pay" or "dismissed with pay pending appeal" status. 9 e. Members on regular off days shall not be subject to random drug testing. 10 f. Any member selected for testing who claims inability to participate due to 11 medical reason shall be examined by a physician designated by the Chief. The 12 physician shall determine if such member may be excused from the test. If such 13 member is excused from a scheduled test, he/she shall be rescheduled for testing 14 as soon as possible, irrespective of any random sampling selection. 15 7. Members having sensitive assignments, referenced in paragraph 6.b., hereof, shall be 16 subject to drug testing upon entering and leaving these assignments, as well as on an 17 annual basis while serving in such assignments. 18 C. Refusal to submit to a drug test shall result in immediate suspension and discipline up to and 19 including dismissal from the Department. Attempts to alter or substitute a test sample 20 provided by the member being tested shall be deemed a refusal to submit to a drug test. 21 When the member appears unable to give a specimen at the time of the test, testing 22 personnel shall document the circumstances on the drug-test report form. The member shall 23 be permitted no more than three (3) hours to give a sample, during which time he/she shall 24 remain in the testing area, under observation. Reasonable amounts of water may be given to 25 the employee to encourage urination. Failure to submit a sample shall be considered a 26 refusal to submit a drug test. 144 1 2 D. Testing Procedure 1. The current testing procedure shall be continued. This procedure is currently 3 administered by Aurora Consolidated Laboratories. Nothing herein shall prohibit the 4 Chief of Police from changing the provider of this procedure, so long as the new 5 provider is DHHS-certified and performs the procedure pursuant to DHSS standards. 6 7 8 9 2. Substances to be tested for include: Amphetamines Canabinoids Cocaine Opiates Phencyclidine (PCP) 10 Nothing herein shall prohibit the Chief of Police from amending this list of substances, 11 so long as the added substance is one for which DHHS has adopted a quantitative 12 standard for a positive test finding for the substance; the Department will notify the 13 MPA of amendments to this list of substances. 14 3. Split Samples 15 At the collection site, the technician shall either collect the specimen in two containers 16 or shall collect the specimen in one container and shall then split the specimen into 17 two containers. 18 designated testing laboratory. The other sample (the split sample) shall be stored by 19 the testing laboratory should a verified confirmed positive result from the test of the 20 first sample. 21 If a verified, confirmed positive result is obtained from the test of the primary sample, 22 the member shall be informed that he/she has 72 hours to notify the Medical Review 23 Officer (MRO) that he/she wishes to challenge the test result by means of independent 24 testing of the split sample. The member must so notify the MRO in writing within 72 25 hours of the member's being notified that his/her test was verified confirmed positive 26 for the presence of a drug. Upon such a challenge, the split sample retained by the 27 testing laboratory for use by the member shall be forwarded by the testing laboratory 28 to a DHHS-certified laboratory selected by the member from a list of four such One sample (the primary sample) shall be tested by the City- 145 1 laboratories designated by the City. 2 All costs associated with the testing of the split sample shall be borne by the 3 member, provided however, if the test of the split sample does not indicate a positive 4 drug test result, then the Department shall reimburse such member for the costs of 5 testing the split sample. Testing of split samples shall be conducted pursuant to the 6 retesting provision described in the Federal Guidelines. 7 4. All test results shall be reviewed and interpreted by a Medical Review Officer (MRO) 8 who shall be a licensed physician with knowledge of substance abuse disorders, 9 designated by the Chief. The MRO shall examine alternative medical explanations for 10 any confirmed positive test result. This action may include conducting a medical 11 interview with the individual, review of the individual's medical history, or review of 12 any other relevant biomedical factors. The MRO shall review all medical records 13 made available by the tested individual when a confirmed positive test could have 14 resulted from legally prescribed medication. The MRO shall forward the results of 15 his/her review to Chief of Police and/or Commanding Officer of the Professional 16 Performance Division. 17 II. ACCESS TO TEST RESULTS 18 Confirmed positive drug test results verified by the MRO shall be made available only to the 19 following: 20 Chief of Police 21 Commanding Officer of the Professional Performance Division 22 23 III. ADMINISTRATION/DISCIPLINARY ACTION A. A member, who has been ordered to take and has taken, a drug test based on either 24 reasonable suspicion, or the requirements of paragraph I.B.2., hereof, shall not be subject to 25 disciplinary action until the test results are received by the Department. During that period, 26 however, the member may be required to surrender his/her weapon, badge, I.D. card, cap 146 1 shield, and callbox key, and may be suspended with pay. This action shall be accomplished 2 most discreetly and, whenever possible, without advising other personnel of the reasons. 3 B. All discipline involving a member who has a confirmed positive test for illegal drug use, 4 verified by the MRO, shall be administered by the Chief; such discipline may include 5 dismissal from the Department. A challenge to a confirmed positive test result by a member 6 shall not affect or delay the effective date of discipline imposed against the member 7 pursuant to this section. The Department's position is that any member proven to have 8 illegally used drugs should be dismissed for such use, subject only to the discretion of the 9 Chief and review of the Fire and Police Commission. 10 IV. EXCLUSION OF TEST RESULTS FROM CRIMINAL PROCEEDINGS 11 Drug test results obtained through the Milwaukee Police Department Drug Testing Program may 12 not be used as evidence against an officer in a criminal nor in a municipal ordinance violation 13 proceeding. 14 15 V. CONFIDENTIALITY A. Except as provided in paragraph V.B., below, there shall be no dissemination of an 16 individual member's drug test results (including documentation or information contained 17 therein) to the public. 18 B. The provisions of paragraph V.A., hereof, shall not apply to an individual member's drug 19 test results in the following circumstances: 20 (1) 21 22 23 Disciplinary hearings, or appeals therefrom, occasioned by such individual member's drug test results. (2) Non-disciplinary administrative hearings, or appeals therefrom, when such individual member's drug test results would be relevant to such hearings/appeals. 147 1 ARTICLE 64 2 INTERPRETER/TRANSLATOR PAY 3 1. 4 5 The Chief of Police retains the right to direct employees to perform interpreter/translator duties consistent with employees' capabilities for such duties and the needs of the Police Service. 2. An employee in active service and in a classification covered by this Agreement performing 6 authorized interpreter/translator duties as a result of: 7 a. Direction from the employee's commanding officer; or 8 b. The employee's response to a request for an interpreter/translator broadcast over the MPD 9 radio network (in the event more than one employee responds to such a request, only those 10 employees actually needed to perform interpreter/translator duties shall be entitled to receive 11 the Interpreter/Translator Pay) 12 shall be entitled to receive premium pay equal to $2.50 per hour in addition to his/her base 13 salary for each actual hour or nearest 0.1 of an hour spent performing such 14 interpreter/translator duties. Such premium pay shall be termed "Interpreter/Translator Pay." 15 Interpreter/Translator Pay shall always be compensated at a flat rate of $2.50 per hour 16 irrespective of whether the employee is in premium pay status. 17 authorized to perform interpreter/translator duties shall receive 18 each separate occasion he or she is so authorized. Interpreter/Translator Pay shall be subject 19 to the terms and conditions provided in paragraphs 3. through 7., inclusive, below. 20 3. An employee who is a minimum of $2.50 for Interpreter/translator duties eligible for compensation hereunder shall be limited to authorized duties 21 performed by the employee involving interpretation and/or translation of a language other than 22 English at a level of competence deemed acceptable to the Department. 23 4. 24 25 26 Interpreter/Translator Pay payments to employees entitled to receive them shall be made quarterly during the calendar year on such dates as the Department shall prescribe. 5. Interpreter/Translator Pay shall only be granted when an employee is actually performing interpreter/translator duties and shall not be granted when such an employee is directed to perform 148 1 2 other duties. 6. Payments made under the provisions of this Article shall not be construed as being part of 3 employees' base pay and shall not be included in the computation of any fringe benefits enumerated 4 in this Agreement. 5 7. Any payment made under the provisions of this Article shall not have any sum deducted for pension 6 benefits nor shall such payments be included in the determination of pension benefits or other fringe 7 benefits. 8 ARTICLE 65 9 ACCRUED TIME OFF DONOR PROGRAM 10 1. Members of the Association shall be permitted to donate accrued vacation time, time-off in lieu of 11 holidays or compensatory time to a designated Association member, who has exhausted all of 12 his/her accrued time off, including sick leave, because he/she is suffering from a major catastrophic 13 illness or terminal illness, and is unable to work. 14 2. Donations shall be donated in increments of one (1) hour indicated on a "Notification of Intent to 15 Donate Time" form. A separate form must be completed for each employee to whom time is being 16 donated. Employees donating time shall not have any accrued time returned if the employee to 17 whom time is donated does not utilize the entire donation. 18 3. An employee requesting donations of accrued time shall submit to the Department of 19 Employee Relations an "Application for Accrued Time Off Donor Program" and a physician's 20 statement certifying that the employee meets the program's medical requirements. 21 reserves the right to require the employee to obtain a second opinion from a physician of the 22 employee's choice and at the expense of the employee if not covered by the employee's health 23 insurance provider. The decision of the Department of Employee Relations as to eligibility to 24 receive donated time shall be final. After eligibility has been determined, an employee may not use 25 donated time in excess of 2080 hours per illness. 149 The City 1 4. Participation in the Accrued Time Off Donor Program by employees represented by the Association 2 shall be subject to all terms and conditions governing the procedures for administration as 3 developed by the Department of Employee Relations, pursuant to the Milwaukee Code of 4 Ordinances Chapter 350-45.. 5 5. This Program shall be effective only so long as a Common Council ordinance establishing and 6 approving this Accrued Time Off Donor Program is in effect, and so long as the parties agree to 7 continue this program. 8 6. 9 Disputes arising from the administration of this benefit are not subject to the grievance procedures of this Agreement. 10 ARTICLE 66 11 REAPPOINTMENT BENEFITS 12 1. The provisions of this Article shall only be applicable to former Department employees who have 13 voluntarily resigned from, and have applied for reappointment to, the Department and are 14 recommended for reappointment to the Department by the Chief of Police and such 15 recommendation has been approved by the Fire and Police Commission. 16 2. A former employee shall be eligible for the Reappointment Benefits hereinafter provided if all of 17 the following eligibility requirements are met: 18 a. The employee did not file an application with the Employes' Retirement System of 19 Milwaukee for return of his/her accumulated contributions credited to his/her annuity 20 account; 21 b. The employee had successfully completed his/her recruit training and graduated from the 22 Training Academy as of the date of his/her separation from active service with the 23 Department prior to reappointment; 24 25 c. The employee had not previously been reappointed to the Milwaukee Police Department; and 150 1 d. The length of time between the employee's effective separation from active service with the 2 Department and the date his/her written application for reappointment is filed with the 3 Office of the Chief of Police does not exceed sixty (60) calendar days. 4 3. For purposes of this Article a reappointed employee's old anniversary date shall be adjusted, such 5 that the amount of time the employee was separated from the Department is excluded from active 6 service time and a new anniversary date determined. 7 8 4. Benefits to which an employee is entitled upon reappointment: a. Pay Step Advancement 9 The reappointed employee's active service in the MPA classification he/she occupied at the 10 time of separation from the Department shall count as active service for the purpose of 11 computing his/her current and prospective pay step advancement. 12 b. Seniority 13 A reappointed employee's prior service in the MPA Bargaining Unit shall count as active 14 service for purposes of computing his/her current and prospective contractual seniority 15 benefits or those seniority benefits in effect by custom and practice at the time the employee 16 is reappointed to the Department. The reappointed employee shall not be entitled to exercise 17 seniority rights for purposes of picking vacation schedules until the calendar year following 18 the calendar year in which the employee is reappointed. 19 c. Vacation Benefits 20 A reappointed employee shall have his/her prior active service in the Department counted as 21 active service for purposes of computing his/her current and prospective vacation benefits. 22 d. Sick Leave Benefits 23 A reappointed employee shall be entitled to reinstatement of his/her earned and unused sick 24 leave credit at the time of his/her separation from the Department. 25 26 e. Promotional Exams The period of separation shall not be deemed a break in continuous service for purposes of 151 1 eligibility to take promotional examinations if, and only if the reappointed employee applied 2 for reappointment with the Department within thirty (30) calendar days from the effective 3 date of his/her resignation from the Department. 4 5. An employee who applies for reappointment to the Department more than sixty (60) calendar days 5 after the effective date of the employee's separation from active service in the Department, but 6 before the time limit for applying for reappointment established by Fire and Police Commission 7 rules, may be reappointed to the Department subject to the Chief of Police recommending that the 8 employee be reappointed and subject to the Fire and Police Commission’s approval of the 9 reappointment. Upon the Fire and Police Commission's approval of the reappointment, the 10 employee shall be reappointed as a new employee within the classification he or she occupied as of 11 the date of his or her separation and shall not be entitled to the Reappointment Benefits provided 12 herein. 13 6. Eligibility for pension, health/dental insurance and life insurance benefits shall be as provided 14 respectively by the provisions of the ERS Act (Pension Law), contracts between the City and its 15 health/dental insurance providers (Basic Plan as well as HMOs) and the contract between the City 16 and its life insurance carrier. Nothing herein shall modify the terms and conditions of those 17 provisions. 18 7. Except as specifically modified herein, all other benefits, including eligibility therefore, shall be 19 provided under the same terms and conditions as these benefits are provided for by the City/Union 20 Labor Agreement and/or City Ordinances in effect as of the date the Fire and Police Commission 21 grants approval of the favorable reappointment recommendation received by the Chief of Police. 22 8. The Chief of Police and the Fire and Police Commission shall retain all their rights respecting 23 reappointment of employees to the Department and nothing herein shall in any way be construed as 24 a limitation on those rights. These rights include, but are not limited to, the right of the Chief of 25 Police to recommend granting or denying reappointment to the Department and the right of the Fire 26 and Police Commission to grant or deny reappointment to the Department. 152 1 9. 2 The provisions of this Article shall be deemed effective for requests for reappointment made on or after May 16, 1995. 3 ARTICLE 67 4 FIELD TRAINING OFFICER PREMIUM PAY 5 1. The Chief of Police retains the exclusive right to make assignments of Field Training Officers 6 (FTO's) from the ranks of employees in the Police Officer classification. Such assignments shall be 7 made in accordance with procedures established for this purpose from time to time by the Chief. 8 2. The duties and responsibilities for the FTO assignment shall be as determined from time to time by 9 the Chief. An employee in the Police Officer classification assigned by the Chief as a Field 10 Training Officer shall be entitled to receive premium pay equal to $2.00 per hour in addition to 11 his/her base salary for each hour spent on duty while so assigned, provided however, that such an 12 employee shall not be entitled to this premium pay for time spent at FTO training programs. Such 13 premium pay shall be termed "FTO Premium Pay." 14 compensated at a flat rate of $2.00 per hour irrespective of whether the employee is in Premium Pay 15 status. FTO Premium Pay shall be subject to the terms and conditions provided in paragraphs 3 16 through 7, inclusive, below. 17 3. FTO Premium Pay shall always be FTO Premium Pay shall only be granted when an employee assigned by the Chief as an FTO is 18 actually performing FTO duties and shall not be granted when such an employee is temporarily 19 reassigned to other duties. 20 4. FTO Premium Pay payments to employees entitled to receive them shall be made quarterly during 21 the calendar year on such dates after the effective date referenced in paragraph 2, hereof, as the 22 Department shall prescribe. 23 5. Payments made under the provisions of this Article shall not be construed as being part of 24 employees' base pay and shall not be included in the computation of any fringe benefits enumerated 25 in this Agreement. 153 1 6. Any payment made under the provisions of this Article shall not have any sum deducted for 2 pension benefits nor shall such payments be included in the determination of pension 3 benefits or other fringe benefits. 4 ARTICLE 68 5 CERTIFICATION PAY 6 1. An employee deemed certified as being qualified to be a law enforcement officer in the State of 7 Wisconsin by the Law Enforcement Standards Board (LESB) as of the close of a calendar year shall 8 be entitled to receive a $500 payment termed "Certification Pay." Certification Pay payments shall 9 be made as soon as is administratively practicable following the close of the calendar year in which 10 eligibility therefor has been established. Once LESB certification has been established during a 11 calendar year, an employee must maintain that certification for the balance of such calendar year in 12 order to receive Certification Pay benefits for that calendar year. 13 Certification Pay earned in 2016 shall be added to base salary. After payments made for calendar 14 year 2015 (paid in 2016) are made, there shall be no Certification Pay Payments. 15 2. Effective January 1, 2016, An employee retiring on normal pension, or resigning voluntarily from the Police Department, and 16 who was LESB-certified at the time of such retirement or resignation shall be entitled to the benefits 17 provided by subsection 1 of this Article, above, prorated on the basis of his/her active service in the 18 calendar year he/she retired, computed to the nearest calendar month. For purposes of prorating, an 19 employee on the Police Department payroll for at least 14 days in a calendar month shall be deemed 20 as having been on the payroll for the full calendar month; in the event the employee is on the Police 21 Department payroll less than 14 days in a calendar month, then the employee shall be deemed as not 22 having been on the payroll at all during the calendar month. For purposes of determining eligibility 23 for the benefits provided in subsection 1, above, years of service shall be computed as of the 24 effective date of the employee's normal retirement or voluntary resignation. Payments earned 25 hereunder shall be made as soon as is administratively practicable after the employee's retirement or 154 1 2 voluntary resignation. 3. Except as provided in subsection 4 of this Article, below, payments made under the provisions of 3 this Article shall not be included in the determination of overtime compensation or any other fringe 4 benefits. 5 4. Employees who retire from active service on a service retirement shall have only the first $500 of 6 their Certification Pay benefits included in final average salary for purposes of computing their 7 service retirement allowances. For purposes of interpretation and construction of the provisions of 8 this Article, the Certification Pay benefit the employee is entitled to include in the Final Average 9 Salary computation shall be an amount equal to the first $500 of the Certification Pay payment the 10 employee received for December 31 of the calendar year immediately preceding the employee's 11 effective date of retirement. 12 5. An employee who is on detached status under the Contract Administration provisions of this 13 Agreement or an employee who has returned to active duty from detached status under the Contract 14 Administration provisions of this Agreement, shall be entitled to these benefits under the terms and 15 conditions set forth. 16 6. An employee on a military leave of absence for performance of duty as a member of the State of 17 Wisconsin National Guard or a reserve component of the Armed Forces of the United States shall 18 be eligible for Certification Pay benefits for a calendar year prorated on the basis of the employee's 19 active service with the Department in that calendar year subject to the following: 20 a. The military leave is a result of being called to, or volunteering for, active duty under the 21 authority granted to the President of the United States or the Congress of the United States 22 for a period of more than 30 calendar days; 23 b. 24 25 26 Prorated Certification Pay shall be calculated as of the effective date the employee separated from active service with the Department and began his/her unpaid military leave of absence. c. For purposes of prorating Certification Pay benefits, an employee on the Police Department payroll for at least 14 days in a calendar month shall be deemed as having been on the 155 1 payroll for the full calendar month; in the event the employee is on the Police Department 2 payroll less than 14 days in a calendar month, then the employee shall be deemed as not 3 having been on the payroll at all during the calendar month. 4 ARTICLE 69 5 WAIVER OF FURTHER BARGAINING 6 1. The parties agree that each has had full and unrestricted right and opportunity to make, advance and 7 discuss all matters within the province of collective bargaining. This Agreement constitutes the full 8 and complete agreement of the parties and there are no others, oral or written, except as herein 9 contained. Each party for the term of this Agreement specifically waives the right to demand or to 10 petition for changes herein, whether or not the subjects were known to the parties at the time of 11 execution hereof as proper subjects for collective bargaining. 12 2. If any federal or state law now or hereafter enacted results in any portion of this Agreement 13 becoming void, invalid or unenforceable, the balance of the Agreement shall remain in full force 14 and effect and the parties shall enter into immediate collective bargaining negotiations for the 15 purpose of arriving at a mutually satisfactory replacement for such portion. 16 ARTICLE 70 17 COPIES OF LABOR CONTRACT 18 As soon as practicable following the execution date of this Agreement, the City will provide to the 19 Union two hundred copies of this Agreement. The covers of such copies will not be red. 20 ARTICLE 71 21 INTERNAL INVESTIGATIONS 22 If an employee is required to submit to interrogation by the employer concerning an allegation of 23 misconduct and such interrogation could lead to discipline, demotion or discharge, the interrogation 24 shall be conducted on working days as defined in §227.01(14), Stats. between the hours of 6:00AM 156 1 and 9:00PM. This provision shall apply only to interrogations that are compelled by a PI-21, and 2 that: 3 1) are not related to an incident involving death or great bodily harm as defined by statute, 4 or 5 2) are not related to an incident where exigent circumstances, as determined by the Chief 6 of Police, require immediate interrogations. 7 If an interrogation not meeting either criterion 1) or criterion 2), above, begins before 9:00PM and 8 is not concluded by 9:00PM, the employer shall have the discretion to continue such interrogation 9 beyond 9:00PM. 10 ARTICLE 72 11 EARLY INTERVENTION PROGRAM 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 1. At his or her discretion, the Chief of Police may establish an Early Intervention Program (EIP) for the Milwaukee Police Department. 2. The City formed an EIP Advisory Group prior to implementation of the EIP. The EIP Advisory Group included one representative from the MPA, MPSO, and ALEASP. The Chief also appointed representatives to the Advisory Group. The purpose of the EIP Advisory Group was to consider appropriate performance measurements and benchmarks for the identification of employees whose performance indicates a need for intervention. The EIP Advisory Group may make recommendations concerning performance measurements and intervention benchmarks to the Chief. However, such recommendations shall be advisory only. The Chief shall give due consideration to any such recommendations. The Chief shall decide when the Advisory Group recommendations are due. 3. The EIP is a management tool designed for multiple purposes, including, but not limited to, evaluation of employees, identification of training or re-training needs and for referral to the City of Milwaukee Employee Assistance Program (EAP) or to another outside confidential counseling service. 157 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 a. If an employee is identified through any EIP analysis, the mere fact that he or she was identified by the EIP shall not be used in the employee’s evaluation; however, the data which led to the employee being identified by the EIP may be used in the employee’s evaluation. b. If the EIP analysis indicates a need for training or re-training, the employee shall be required to participate in all training or re-training deemed appropriate by the Chief. c. An employee who is referred to the EAP or to an outside confidential counseling service shall not be required to participate in the EAP or other counseling service. d. The failure of an employee to participate in the EAP or in outside confidential counseling services shall not be grounds for discipline. e. The identity and the nature of any outside counseling entities to which an employee is referred shall not be noted on the employee’s evaluation. 4. The mere identification of an employee through any EIP analysis shall not be used for disciplinary purposes; however, the data which led to the employee being identified through EIP analysis may be or become the basis for discipline. 5. Neither the Chief, the Fire and Police Commission (FPC), nor any agent of the City shall be allowed to request any information from an outside counseling entity to which an employee is referred. 6. The Chief, the FPC and the City agree to treat the EIP database and the results of any employee’s EIP analysis, including whether an employee has exceeded or not exceeded benchmarks or whether an employee has been referred to counseling, as confidential as required by law. 7. The provisions of this Article apply only to the EIP and shall not affect other departmental policies, procedures or contractual agreements. 158 000 NJ Dated atMilwaukee, Wisconsin this day of Tum ,2016. (Four copies of this instrument are being executed all with the same force and effect as though each were an original). FOR THE ASSOCIATION: BY: V- bye ?1 04 Michael V. Crivello, President Maria Monteag?do Director of Employee Relations ?ow/Mltl Mark D. Buetow, Vice President D'eb01ah A. F01d City Labor Nego M?m?r; Shawn Lauda, Secretary/Treasurer Nicole M. Fleck Labol Relations Of?cer FOR THE CITY: ma. 1 Vacm?, T1 We Tom Barrett, Mayor A TM Dale Bo1mann,., tee Owczars C'l?erk 71 Martin atson, Comptroller l' Ashanti Hamilton, Alderman President, ommon Council Mil'ele A. Chairman, Finance Personnel Committee SIGNATURES 13-17 Labor Contract 159 159 1 2 3 4 5 6 7 8 APPENDIX A 9 RATES OF PAY 10 FOR EMPLOYEES COVERED BY THE –2013-2017 11 AGREEMENT BETWEEN THE CITY OF MILWAUKEE AND 12 THE MILWAUKEE POLICE ASSOCIATION, LOCAL #21, IUPA, AFL-CIO 13 FOR THE TIME PERIOD 14 COMMENCING JANUARY 1, 2013, AND ENDING DECEMBER 31, 2017 15 16 (FOR INFORMATIONAL PURPOSES ONLY) 160 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 Effective Pay Period 1, 2013 (December 23, 2012) Pay Range 801 Biweekly Rate: $1,464.87 1,953.16 2,138.81 2,379.02 2,471.16 2,613.02 Monthly Rate: $3,182.60 4,243.47 4,646.82 5,168.70 5,368.89 5,677.10 Annual Rate: $38,191.25 50,921.67 55,761.83 62,024.45 64,426.67 68,125.16 Associate’s Degree or 64 Credits Biweekly Rate: $1,969.37 2,155.01 2,395.23 2,487.37 2,629.23 Monthly Rate: $4,278.69 4,682.02 5,203.92 5,404.11 5,712.32 $51,344.29 56,184.19 62,447.07 64,849.29 68,547.78 Bachelor’s Degree Biweekly Rate: $1,989.62 2,175.28 2,415.48 2,507.64 2,649.49 $4,322.69 4,726.06 5,247.92 5,448.15 5,576.33 $51,872.23 56,712.66 62,975.01 65,377.76 69,075.99 Master’s Degree or Higher Biweekly Rate: $1,997.76 2,183.37 2,423.59 2,515.74 2,657.60 $4,340.31 4,743.63 5,265.54 5,465.74 5,773.95 $52,083.67 56,923.57 63,186.45 65,588.93 69,287.43 Annual Rate: Monthly Rate: Annual Rate: Monthly Rate: Annual Rate: Police Officer1/ 2/ Police Matron Assistant Custodian of Police Property and Stores 1/ Receives $20.00 additional biweekly while assigned to motorcycle duty in accordance with MOTORCYCLE PAY provision of the labor contract. 2/ Upon graduation from the Academy an employee shall move to step 1. 161 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 Pay Range 804 Biweekly Rate: $2,539.94 2,619.47 2,702.40 Monthly Rate: $5,518.32 5,691.11 5,871.29 Annual Rate: $66,219.86 68,293.32 70,455.43 Associate’s Degree or 64 Credits Biweekly Rate: $2,556.15 2,635.67 2,718.61 Monthly Rate: $5,553.54 5,726.31 5,906.50 Annual Rate: $66,642.48 68,715.68 70,878.04 Bachelor’s Degree Biweekly Rate: $2,576.42 2,655.94 2,738.87 Monthly Rate: $5,597.58 5,770.35 5,950.52 Annual Rate: $67,170.95 69,244.15 71,406.25 Master’s Degree or Higher Biweekly Rate: $2,584.52 2,664.04 2,746.97 Monthly Rate: $5,615.18 5,787.94 5,968.12 Annual Rate: $67,382.13 69,455.33 71,617.43 Court Liaison Officer Forensic Investigator Narcotics Control Officer Police Alarm Operator 162 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 Pay Range 806 Biweekly Rate: $2,619.47 2,702.40 2,791.68 Monthly Rate: $5,691.11 5,871.29 6,065.26 Annual Rate: $68,293.32 70,455.43 72,783.08 Associate’s Degree or 64 Credits Biweekly Rate: $2,635.67 2,718.61 2,807.89 Monthly Rate: $5,726.31 5,906.50 6,100.48 Annual Rate: $68,715.68 70,878.04 73,205.70 Bachelor’s Degree Biweekly Rate: $2,655.94 2,738.87 2,828.14 Monthly Rate: $5,770.35 5,950.52 6,144.47 Annual Rate: $69,244.15 71,406.25 73,733.65 Master’s Degree or Higher Biweekly Rate: $2,664.04 2,746.97 2,836.25 Monthly Rate: $5,787.94 5,968.12 6,162.09 Annual Rate: $69,455.33 71,617.43 73,945.09 Custodian of Police Property and Stores Pay Range 808 Biweekly Rate: $2,672.68 2,776.91 2,885.40 Monthly Rate: 163 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 $5,806.72 6,033.17 6,268.88 Annual Rate: $69,680.58 72,398.01 75,226.50 Associate’s Degree or 64 Credits Biweekly Rate: $2,688.88 2,793.13 2,901.60 Monthly Rate: $5,841.91 6,068.41 6,304.07 Annual Rate: $70,102.94 72,820.89 75,648.86 Bachelor’s Degree Biweekly Rate: $2,709.15 2,813.38 2,921.87 Monthly Rate: $5,885.95 6,112.40 6,348.11 Annual Rate: $70,631.41 73,348.83 76,177.32 Master’s Degree or Higher Biweekly Rate: $2,717.25 2,821.49 2,929.97 Monthly Rate: $5,903.55 6,130.02 6,365.71 Annual Rate: $70,842.59 73,560.27 76,388.50 Detective Document Examiner Police Data Communications Specialist Latent Print Examiner Pay Range 810 Biweekly Rate: $2,791.68 2,887.25 2,982.89 Monthly Rate: $6,065.26 6,272.89 6,480.68 Annual Rate: $72,783.08 75,274.73 77,768.20 164 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 Associate’s Degree or 64 Credits Biweekly Rate: $2,807.89 2,903.47 2,999.11 Monthly Rate: $6,100.48 6,308.13 6,515.92 Annual Rate: $73,205.70 75,697.61 78,191.08 Bachelor’s Degree Biweekly Rate: $2,828.14 2,923.73 3,019.36 Monthly Rate: $6,144.47 6,352.15 6,559.92 Annual Rate: $73,733.65 76,225.82 78,719.03 Master’s Degree or Higher Biweekly Rate: $2,836.25 2,931.84 3,027.47 Monthly Rate: $6,162.09 6,369.77 6,577.54 Annual Rate: $73,945.09 76,437.26 78,930.47 Police Electronic Technician Computer Aided Dispatch System Specialist Pay Range 812 Biweekly Rate: $2,887.25 2,982.89 3,078.58 Monthly Rate: $6,272.89 6,480.68 6,688.58 Annual Rate: $75,274.73 77,768.20 80,262.98 Associate’s Degree or 64 Credits Biweekly Rate: $2,903.47 2,999.11 3,094.78 165 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 Monthly Rate: $6,308.13 6,515.92 6,723.78 Annual Rate: $75,697.61 78,191.08 80,685.33 Bachelor’s Degree Biweekly Rate: $2,923.73 3,019.36 3,115.06 Monthly Rate: $6,352.15 6,559.92 6,767.84 Annual Rate: $76,225.82 78,719.03 81,214.06 Master’s Degree or Higher Biweekly Rate: $2,931.84 3,027.47 3,123.16 Monthly Rate: $6,369.77 6,577.54 6,785.44 Annual Rate: $76,437.26 78,930.47 81,425.24 Chief Document Examiner Identification Systems Specialist Pay Range 813 Biweekly Rate: $2,776.91 2,885.40 2,998.17 3,115.42 3,237.26 3,364.09 Monthly Rate: $6,033.17 6,268.88 6,513.88 6,768.62 7,033.33 7,308.89 Annual Rate: $72,398.01 75,226.50 78,166.57 81,223.45 84,399.99 87,706.63 Associate’s Degree or 64 Credits Biweekly Rate: $2,793.13 2,901.60 3,014.38 3,131.63 3,253.46 3,380.30 Monthly Rate: $6,068.41 6,304.07 6,549.10 6,803.84 7,068.53 7,344.10 Annual Rate: $72,820.89 75,648.86 78,589.19 81,646.07 84,822.35 88,129.25 166 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 Bachelor’s Degree Biweekly Rate: $2,813.38 2,921.87 3,034.64 3,151.89 3,273.72 3,400.57 Monthly Rate: $6,112.40 6,348.11 6,593.12 6,847.86 7,112.55 7,388.14 Annual Rate: $73,348.83 76,177.32 79,117.40 82,174.27 85,350.56 88,657.72 Master’s Degree or Higher Biweekly Rate: $2,821.49 2,929.97 3,042.75 3,160.00 3,281.83 3,408.67 Monthly Rate: $6,130.02 6,365.71 6,610.74 6,865.48 7,130.17 7,405.74 Annual Rate: $73,560.27 76,388.50 79,328.84 82,385.71 85,561.99 88,868.89 Police Audio Visual Specialist Effective Pay Period 14, 2013 (June 23, 2013) Pay Range 801 Biweekly Rate: $1,472.20 1,962.93 2,149.50 2,390.92 2,483.52 2,626.09 Monthly Rate: $3,198.53 4,264.70 4,670.04 5,194.56 5,395.74 5,705.49 Annual Rate: $38,382.36 51,176.39 56,040.53 62,334.70 64,748.91 68,465.92 Associate’s Degree or 64 Credits Biweekly Rate: $1,979.22 2,165.79 2,407.21 2,499.81 2,642.38 Monthly Rate: $4,300.09 4,705.44 5,229.95 5,431.14 5,740.89 $51,601.09 56,465.24 62,759.40 65,173.62 68,890.62 Bachelor’s Degree Biweekly Rate: $1,999.57 2,186.16 2,427.56 2,520.18 2,662.74 Annual Rate: 167 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 Monthly Rate: $4,344.30 4,749.69 5,274.16 5,475.39 5,785.12 $52,131.65 56,996.31 63,289.96 65,704.69 69,421.43 Master’s Degree or Higher Biweekly Rate: $2,007.72 2,194.29 2,435.71 2,528.32 2,670.89 $4,362.01 4,767.36 5,291.87 5,493.08 5,802.83 $52,344.13 57,208.27 63,502.44 65,916.91 69,633.92 Annual Rate: Monthly Rate: Annual Rate: Police Officer1/ Police Matron Assistant Custodian of Police Property and Stores 1/ Receives $20.00 additional biweekly while assigned to motorcycle duty in accordance with MOTORCYCLE PAY provision of the labor contract. 2/ Upon graduation from the Academy an employee shall move to step 1. Pay Range 804 Biweekly Rate: $2,552.64 2,632.57 2,715.91 Monthly Rate: $5,545.91 5,719.57 5,900.64 Annual Rate: $66,550.97 68,634.86 70,807.65 Associate’s Degree or 64 Credits Biweekly Rate: $2,568.93 2,648.85 2,732.20 Monthly Rate: $5,581.31 5,754.94 5,936.03 Annual Rate: $66,975.67 69,059.30 71,232.36 Bachelor’s Degree Biweekly Rate: $2,589.30 2,669.22 2,752.56 Monthly Rate: 168 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 $5,625.56 5,799.20 5,980.26 Annual Rate: $67,506.75 69,590.38 71,763.17 Master’s Degree or Higher Biweekly Rate: $2,597.44 2,677.36 2,760.70 Monthly Rate: $5,643.25 5,816.88 5,997.95 Annual Rate: $67,718.97 69,802.60 71,975.39 Court Liaison Officer Forensic Investigator Narcotics Control Officer Police Alarm Operator Pay Range 806 Biweekly Rate: $2,632.57 2,715.91 2,805.64 Monthly Rate: $5,719.57 5,900.64 6,095.59 Annual Rate: $68,634.86 70,807.65 73,147.04 Associate’s Degree or 64 Credits Biweekly Rate: $2,648.85 2,732.20 2,821.93 Monthly Rate: $5,754.94 5,936.03 6,130.98 Annual Rate: $69,059.30 71,232.36 73,571.74 Bachelor’s Degree Biweekly Rate: $2,669.22 2,752.56 2,842.28 Monthly Rate: $5,799.20 5,980.26 6,175.19 Annual Rate: $69,590.38 71,763.17 74,102.30 169 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 Master’s Degree or Higher Biweekly Rate: $2,677.36 2,760.70 2,850.43 Monthly Rate: $5,816.88 5,997.95 6,192.90 Annual Rate: $69,802.60 71,975.39 74,314.78 Custodian of Police Property and Stores Pay Range 808 Biweekly Rate: $2,686.04 2,790.79 2,899.83 Monthly Rate: $5,835.74 6,063.32 6,300.23 Annual Rate: $70,028.90 72,759.88 75,602.71 Associate’s Degree or 64 Credits Biweekly Rate: $2,702.32 2,807.10 2,916.11 Monthly Rate: $5,871.11 6,098.76 6,335.60 Annual Rate: $70,453.34 73,185.11 76,027.15 Bachelor’s Degree Biweekly Rate: $2,722.70 2,827.45 2,936.48 Monthly Rate: $5,915.39 6,142.97 6,379.85 Annual Rate: $70,984.68 73,715.66 76,558.23 Master’s Degree or Higher Biweekly Rate: $2,730.84 2,835.60 2,944.62 Monthly Rate: $5,933.08 6,397.54 6,160.68 170 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 Annual Rate: $71,196.90 73,928.14 76,770.45 Detective Document Examiner Police Data Communications Specialist Latent Print Examiner Pay Range 810 Biweekly Rate: $2,805.64 2,901.69 2,997.80 Monthly Rate: $6,095.59 6,304.27 6,513.08 Annual Rate: $73,147.04 75,651.20 78,156.93 Associate’s Degree or 64 Credits Biweekly Rate: $2,821.93 2,917.99 3,014.11 Monthly Rate: $6,130.98 6,339.68 6,548.51 Annual Rate: $73,571.74 76,076.17 78,582.15 Bachelor’s Degree Biweekly Rate: $2,842.28 2,938.35 3,034.46 Monthly Rate: $6,175.19 6,383.92 6,592.73 Annual Rate: $74,102.30 76,606.98 79,112.71 Master’s Degree or Higher Biweekly Rate: $2,850.43 2,946.50 3,042.61 Monthly Rate: $6,192.90 6,401.62 6,610.43 Annual Rate: $74,314.78 76,819.46 79,325.19 171 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 Police Electronic Technician Computer Aided Dispatch System Specialist Pay Range 812 Biweekly Rate: $2,901.69 2,997.80 3,093.97 Monthly Rate: $6,304.27 6,513.08 6,722.02 Annual Rate: $75,651.20 78,156.93 80,664.22 Associate’s Degree or 64 Credits Biweekly Rate: $2,917.99 3,014.11 3,110.25 Monthly Rate: $6,339.68 6,548.51 6,757.39 Annual Rate: $76,076.17 78,582.15 81,088.66 Bachelor’s Degree Biweekly Rate: $2,938.35 3,034.46 3,130.64 Monthly Rate: $6,383.92 6,592.73 6,801.69 Annual Rate: $76,606.98 79,112.71 81,620.26 Master’s Degree or Higher Biweekly Rate: $2,946.50 3,042.61 3,138.78 Monthly Rate: $6,401.62 6,610.43 6,819.37 Annual Rate: $76,819.46 79,325.19 81,832.48 Chief Document Examiner Identification Systems Specialist 172 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 Pay Range 813 Biweekly Rate: $2,790.79 2,899.83 3,013.16 3,131.00 3,253.45 3,380.91 Monthly Rate: $6,063.32 6,300.23 6,546.45 6,802.47 7,068.51 7,345.43 Annual Rate: $72,759.88 75,602.71 78,557.38 81,629.64 84,822.09 88,145.15 Associate’s Degree or 64 Credits Biweekly Rate: $2,807.10 2,916.11 3,029.45 3,147.29 3,269.73 3,397.20 Monthly Rate: $6,098.76 6,335.60 6,581.84 6,837.86 7,103.88 7,380.82 Annual Rate: $73,185.11 76,027.15 78,982.09 82,054.34 85,246.53 88,569.86 Bachelor’s Degree Biweekly Rate: $2,827.45 2,936.48 3,049.81 3,167.65 3,290.09 3,417.57 Monthly Rate: $6,142.97 6,379.85 6,626.08 6,882.10 7,148.11 7,425.08 Annual Rate: $73,715.66 76,558.23 79,512.90 82,585.16 85,777.34 89,100.93 Master’s Degree or Higher Biweekly Rate: $2,835.60 2,944.62 3,057.96 3,175.80 3,298.24 3,425.71 Monthly Rate: $6,160.68 6,397.54 6,643.78 6,899.80 7,165.82 7,442.76 Annual Rate: $73,928.14 76,770.45 79,725.38 82,797.64 85,989.83 89,313.15 Police Audio Visual Specialist Effective Pay Period 1, 2014 (December 22, 2013) Pay Range 801 Biweekly Rate: 173 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 $1,501.64 2,002.19 2,192.49 2,438.74 2,533.19 2,678.61 Monthly Rate: $3,262.49 4,350.00 4,763.45 5,298.45 5,503.66 5,819.60 Annual Rate: $39,149.90 52,199.95 57,161.35 63,581.43 66,043.88 69,835.19 Associate’s Degree or 64 Credits Biweekly Rate: $2,018.80 2,209.11 2,455.35 2,549.81 2,695.23 Monthly Rate: $4,386.08 4,799.55 5,334.54 5,539.77 5,855.71 $52,633.00 57,594.65 64,014.48 66,477.19 70,268.49 Bachelor’s Degree Biweekly Rate: $2,039.56 2,229.88 2,476.11 2,570.58 2,715.99 $4,431.19 4,844.68 5,379.64 5,584.89 5,900.81 $53,174.24 58,136.16 64,555.72 67,018.69 70,809.74 Master’s Degree or Higher Biweekly Rate: $2,047.87 2,238.18 2,484.42 2,578.89 2,724.31 $4,449.24 4,862.71 5,397.70 5,602.95 5,918.89 $53,390.90 58,352.55 64,772.38 67,235.34 71,026.65 Annual Rate: Monthly Rate: Annual Rate: Monthly Rate: Annual Rate: Police Officer1/ 2/ Police Matron Assistant Custodian of Police Property and Stores 1/ Receives $20.00 additional biweekly while assigned to motorcycle duty in accordance with MOTORCYCLE PAY provision of the labor contract. 2/ Upon graduation from the Academy an employee shall move to step 1. Pay Range 804 Biweekly Rate: $2,603.69 2,685.22 2,770.23 174 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 Monthly Rate: $5,656.83 5,833.96 6,018.65 Annual Rate: $67,881.92 70,007.52 72,223.85 Associate’s Degree or 64 Credits Biweekly Rate: $2,620.31 2,701.83 2,786.84 Monthly Rate: $5,692.94 5,870.05 6,054.74 Annual Rate: $68,315.22 70,440.57 72,656.90 Bachelor’s Degree Biweekly Rate: $2,641.09 2,722.60 2,807.61 Monthly Rate: $5,738.08 5,915.17 6,099.87 Annual Rate: $68,856.99 70,982.07 73,198.40 Master’s Degree or Higher Biweekly Rate: $2,649.39 2,730.91 2,815.91 Monthly Rate: $5,756.12 5,933.23 6,117.90 Annual Rate: $69,073.38 71,198.72 73,414.79 Court Liaison Officer Forensic Investigator Narcotics Control Officer Police Alarm Operator Pay Range 806 Biweekly Rate: $2,685.22 2,770.23 2,861.75 Monthly Rate: $5,833.96 6,018.65 6,217.49 175 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 Annual Rate: $70,007.52 72,223.85 74,609.91 Associate’s Degree or 64 Credits Biweekly Rate: $2,701.83 2,786.84 2,878.37 Monthly Rate: $5,870.05 6,054.74 6,253.60 Annual Rate: $70,440.57 72,656.90 75,043.22 Bachelor’s Degree Biweekly Rate: $2,722.60 2,807.61 2,899.13 Monthly Rate: $5,915.17 6,099.87 6,298.71 Annual Rate: $70,982.07 73,198.40 75,584.46 Master’s Degree or Higher Biweekly Rate: $2,730.91 2,815.91 2,907.44 Monthly Rate: $5,933.23 6,117.90 6,316.76 Annual Rate: $71,198.72 73,414.79 75,801.11 Custodian of Police Property and Stores Pay Range 808 Biweekly Rate: $2,739.76 2,846.61 2,957.83 Monthly Rate: $5,952.46 6,184.60 6,426.24 Annual Rate: $71,429.46 74,215.19 77,114.85 Associate’s Degree or 64 Credits Biweekly Rate: $2,756.37 2,863.24 2,974.43 176 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 Monthly Rate: $5,988.54 6,220.73 6,462.30 Annual Rate: $71,862.50 74,648.76 77,547.64 Bachelor’s Degree Biweekly Rate: $2,777.15 2,884.00 2,995.21 Monthly Rate: $6,033.69 6,265.83 6,507.45 Annual Rate: $72,404.27 75,190.00 78,089.40 Master’s Degree or Higher Biweekly Rate: $2,785.46 2,892.31 3,003.51 Monthly Rate: $6,051.74 6,283.89 6,525.48 Annual Rate: $72,620.92 75,406.65 78,305.79 Detective Document Examiner Police Data Communications Specialist Latent Print Examiner Pay Range 810 Biweekly Rate: $2,861.75 2,959.72 3,057.76 Monthly Rate: $6,217.49 6,430.34 6,643.35 Annual Rate: $74,609.91 77,164.13 79,720.17 Associate’s Degree or 64 Credits Biweekly Rate: $2,878.37 2,976.35 3,074.39 Monthly Rate: $6,253.60 6,466.47 6,679.48 Annual Rate: $75,043.22 77,597.69 80,153.74 177 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 Bachelor’s Degree Biweekly Rate: $2,899.13 2,997.12 3,095.15 Monthly Rate: $6,298.71 6,511.60 6,724.58 Annual Rate: $75,584.46 78,139.20 80,694.98 Master’s Degree or Higher Biweekly Rate: $2,907.44 3,005.43 Monthly Rate: $6,316.76 6,529.65 3,103.46 Annual Rate: $75,801.11 78,355.85 6,742.64 80,911.63 Police Electronic Technician Computer Aided Dispatch System Specialist Pay Range 812 Biweekly Rate: $2,959.72 3,057.76 3,155.85 Monthly Rate: $6,430.34 6,643.35 6,856.46 Annual Rate: $77,164.13 79,720.17 82,277.52 Associate’s Degree or 64 Credits Biweekly Rate: $2,976.35 3,074.39 3,172.46 Monthly Rate: $6,466.47 6,679.48 6,892.55 Annual Rate: $77,597.69 80,153.74 82,710.56 Bachelor’s Degree Biweekly Rate: $2,997.12 3,095.15 3,193.25 Monthly Rate: 178 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 $6,511.60 6,724.58 6,937.72 Annual Rate: $78,139.20 80,694.98 83,252.59 Master’s Degree or Higher Biweekly Rate: $3,005.43 3,103.46 3,201.56 Monthly Rate: $6,529.65 6,742.64 6,955.77 Annual Rate: $78,355.85 80,911.63 83,469.24 Chief Document Examiner Identification Systems Specialist Pay Range 813 Biweekly Rate: $2,846.61 2,957.83 3,073.42 3,193.62 3,318.52 3,448.53 Monthly Rate: $6,184.60 6,426.24 6,677.37 6,938.52 7,209.88 7,492.34 Annual Rate: $74,215.19 77,114.85 80,128.45 83,262.23 86,518.56 89,908.10 Associate’s Degree or 64 Credits Biweekly Rate: $2,863.24 2,974.43 3,090.04 3,210.24 3,335.12 3,465.14 Monthly Rate: $6,220.73 6,462.30 6,713.48 6,974.63 7,245.95 7,528.43 Annual Rate: $74,648.76 77,547.64 80,561.76 83,695.54 86,951.34 90,882.91 Bachelor’s Degree Biweekly Rate: $2,884.00 2,995.21 3,110.81 3,231.00 3,355.89 3,485.92 Monthly Rate: $6,265.83 6,507.45 6,758.61 7,019.73 7,291.07 7,573.58 Annual Rate: $75,190.00 78,089.40 81,103.26 84,236.78 87,492.84 90,341.15 Master’s Degree or Higher 179 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 Biweekly Rate: $2,892.31 3,003.51 3,119.12 3,239.32 3,364.20 3,494.22 Monthly Rate: $6,283.89 6,525.48 6,776.66 7,037.81 7,309.13 7,591.61 Annual Rate: $75,406.65 78,305.79 81,319.91 84,453.70 87,709.50 91,099.31 Police Audio Visual Specialist Effective Pay Period 14, 2014 (June 22, 2014) Pay Range 801 Biweekly Rate: $1,509.15 2,012.20 2,203.45 2,450.93 2,545.86 2,692.00 Monthly Rate: $3,278.81 4,371.74 4,787.26 5,324.94 5,531.18 5,848.69 Annual Rate: $39,345.70 52,460.93 57,447.09 63,899.25 66,374.21 70,184.28 Associate’s Degree or 64 Credits Biweekly Rate: $2,028.89 2,220.16 2,467.63 2,562.56 2,708.71 Monthly Rate: $4,408.01 4,823.56 5,361.22 5,567.47 5,885.00 $52,896.06 57,882.74 64,334.64 66,809.60 70,619.94 Bachelor’s Degree Biweekly Rate: $2,049.76 2,241.03 2,488.49 2,583.43 2,729.57 $4,453.35 4,868.90 5,406.54 5,612.81 5,930.32 $53,440.17 58,426.85 64,878.49 67,353.71 71,163.79 Master’s Degree or Higher Biweekly Rate: $2,058.11 2,249.37 2,496.84 2,591.78 2,737.93 Annual Rate: Monthly Rate: Annual Rate: Monthly Rate: 180 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 $4,471.49 4,887.02 5,424.68 5,630.95 5,948.48 $53,657.87 58,644.29 65,096.18 67,571.41 71,381.74 Annual Rate: Police Officer1/ Police Matron Assistant Custodian of Police Property and Stores 1/ Receives $20.00 additional biweekly while assigned to motorcycle duty in accordance with MOTORCYCLE PAY provision of the labor contract. 2/ Upon graduation from the Academy an employee shall move to step 1. Pay Range 804 Biweekly Rate: $2,616.71 2,698.65 2,784.08 Monthly Rate: $5,685.11 5,863.14 6,048.75 Annual Rate: $68,221.37 70,357.66 72,584.94 Associate’s Degree or 64 Credits Biweekly Rate: $2,633.41 2,715.34 2,800.77 Monthly Rate: $5,721.40 5,899.40 6,085.01 Annual Rate: $68,656.76 70,792.79 73,020.07 Bachelor’s Degree Biweekly Rate: $2,654.30 2,736.21 2,821.65 Monthly Rate: $5,766.78 5,944.74 6,130.37 Annual Rate: $69,201.39 71,336.90 73,564.44 Master’s Degree or Higher Biweekly Rate: $2,662.64 2,744.56 2,829.99 Monthly Rate: $5,784.90 6,148.49 5,962.88 181 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 Annual Rate: $69,418.83 71,554.60 73,781.88 Court Liaison Officer Forensic Investigator Narcotics Control Officer Police Alarm Operator Pay Range 806 Biweekly Rate: $2,698.65 2,784.08 2,876.06 Monthly Rate: $5,863.14 6,048.75 6,248.58 Annual Rate: $70,357.66 72,584.94 74,982.99 Associate’s Degree or 64 Credits Biweekly Rate: $2,715.34 2,800.77 2,892.76 Monthly Rate: $5,899.40 6,085.01 6,284.87 Annual Rate: $70,792.79 73,020.07 75,418.38 Bachelor’s Degree Biweekly Rate: $2,736.21 2,821.65 2,913.63 Monthly Rate: $5,944.74 6,130.37 6,330.21 Annual Rate: $71,336.90 73,564.44 75,962.49 Master’s Degree or Higher Biweekly Rate: $2,744.56 2,829.99 2,921.98 Monthly Rate: $5,962.88 6,148.49 6,348.35 Annual Rate: $71,554.60 73,781.88 76,180.19 182 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 Custodian of Police Property and Stores Pay Range 808 Biweekly Rate: $2,753.46 2,860.84 2,972.62 Monthly Rate: $5,982.22 6,215.52 6,458.37 Annual Rate: $71,786.63 74,586.18 77,500.45 Associate’s Degree or 64 Credits Biweekly Rate: $2,770.15 2,877.56 2,989.30 Monthly Rate: $6,018.48 6,251.84 6,494.61 Annual Rate: $72,221.77 75,022.10 77,935.32 Bachelor’s Degree Biweekly Rate: $2,791.04 2,898.42 3,010.19 Monthly Rate: $6,063.87 6,297.16 6,540.00 Annual Rate: $72,766.40 75,565.95 78,479.95 Master’s Degree or Higher Biweekly Rate: $2,799.39 2,906.77 3,018.53 Monthly Rate: $6,082.01 6,315.30 6,558.12 Annual Rate: $72,984.09 75,783.64 78,697.39 Detective Document Examiner Police Data Communications Specialist Latent Print Examiner 183 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 Pay Range 810 Biweekly Rate: $2,876.06 2,974.52 3,073.05 Monthly Rate: $6,248.58 6,462.50 6,676.57 Annual Rate: $74,982.99 77,549.98 80,118.80 Associate’s Degree or 64 Credits Biweekly Rate: $2,892.76 2,991.23 3,089.76 Monthly Rate: $6,284.87 6,498.80 6,712.87 Annual Rate: $75,418.38 77,985.64 80,554.46 Bachelor’s Degree Biweekly Rate: $2,913.63 3,012.11 3,110.63 Monthly Rate: $6,330.21 6,544.17 6,758.21 Annual Rate: $75,962.49 78,530.01 81,098.57 Master’s Degree or Higher Biweekly Rate: $2,921.98 3,020.46 3,118.98 Monthly Rate: $6,348.35 6,562.31 6,776.36 Annual Rate: $76,180.19 78,747.71 81,316.26 Police Electronic Technician Computer Aided Dispatch System Specialist Pay Range 812 Biweekly Rate: $2,974.52 3,073.05 3,171.63 184 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 Monthly Rate: $6,462.50 6,676.57 6,890.74 Annual Rate: $77,549.98 80,118.80 82,688.92 Associate’s Degree or 64 Credits Biweekly Rate: $2,991.23 3,089.76 3,188.32 Monthly Rate: $6,498.80 6,712.87 6,927.01 Annual Rate: $77,985.64 80,554.46 83,124.06 Bachelor’s Degree Biweekly Rate: $3,012.11 3,110.63 3,209.22 Monthly Rate: $6,544.17 6,758.21 6,972.41 Annual Rate: $78,530.01 81,098.57 83,668.95 Master’s Degree or Higher Biweekly Rate: $3,020.46 3,118.98 3,217.57 Monthly Rate: $6,562.31 6,776.36 6,990.55 Annual Rate: $78,747.71 81,316.26 83,886.64 Chief Document Examiner Identification Systems Specialist Pay Range 813 Biweekly Rate: $2,860.84 2,972.62 3,088.79 3,209.59 3,335.11 3,465.77 Monthly Rate: $6,215.52 6,458.37 6,710.76 6,973.22 7,245.92 7,529.80 Annual Rate: $74,586.18 77,500.45 80,529.17 83,678.59 86,951.08 90,357.57 185 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 Associate’s Degree or 64 Credits Biweekly Rate: $2,877.56 2,989.30 3,105.49 3,226.29 3,351.80 3,482.47 Monthly Rate: $6,251.84 6,494.61 6,747.05 7,009.50 7,282.18 7,566.08 Annual Rate: $75,022.10 77,935.32 80,964.56 84,113.99 87,386.21 90,792.97 Bachelor’s Degree Biweekly Rate: $2,898.42 3,010.19 3,126.36 3,247.16 3,372.67 3,503.35 Monthly Rate: $6,297.16 6,540.00 6,792.39 7,054.84 7,327.53 7,611.45 Annual Rate: $75,565.95 78,479.95 81,508.67 84,658.10 87,930.32 91,337.34 Master’s Degree or Higher Biweekly Rate: $2,906.77 3,018.53 3,134.72 3,255.52 3,381.02 3,511.69 Monthly Rate: $6,315.30 6,558.12 6,810.55 7,073.01 7,345.67 7,629.56 Annual Rate: $75,783.64 78,697.39 81,726.63 84,876.06 88,148.02 91,554.77 Police Audio Visual Specialist Effective Pay Period 1, 2015 (December 21, 2014) Pay Range 801 Biweekly Rate: $1,543.10 2,057.47 2,253.03 2,506.08 2,603.14 2,752.57 Monthly Rate: $3,352.57 4,470.10 4,894.98 5,444.76 5,655.63 5,980.29 Annual Rate: $40,230.82 53,641.18 58,739.71 65,337.08 67,867.58 71,763.43 Associate’s Degree or 64 Credits Biweekly Rate: $2,074.54 2,270.11 2,523.15 2,620.22 2,769.66 5,481.84 5,692.74 6,017.42 Monthly Rate: $4,507.19 4,932.08 186 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 Annual Rate: $54,086.22 59,185.01 65,782.12 68,312.88 72,208.99 Bachelor’s Degree Biweekly Rate: $2,095.88 2,291.45 2,544.48 2,641.56 2,790.99 $4,553.55 4,978.45 5,528.19 5,739.10 6,063.76 $54,642.58 59,741.37 66,338.23 68,869.24 72,765.09 Master’s Degree or Higher Biweekly Rate: $2,104.42 2,299.98 2,553.02 2,650.10 2,799.53 $4,572.10 4,996.98 5,546.74 5,757.66 6,082.31 $54,865.23 59,963.76 66,560.88 69,091.89 72,987.74 Monthly Rate: Annual Rate: Monthly Rate: Annual Rate: Police Officer1/ 2/ Police Matron Assistant Custodian of Police Property and Stores 1/ Receives $20.00 additional biweekly while assigned to motorcycle duty in accordance with MOTORCYCLE PAY provision of the labor contract. 2/ Upon graduation from the Academy an employee shall move to step 1. Pay Range 804 Biweekly Rate: $2,675.59 2,759.37 2,846.72 Monthly Rate: $5,813.04 5,995.06 6,184.84 Annual Rate: $69,756.45 71,940.72 74,218.06 Associate’s Degree or 64 Credits Biweekly Rate: $2,692.66 2,776.44 2,863.79 Monthly Rate: $5,850.12 6,032.15 6,221.92 Annual Rate: $70,201.49 72,385.76 74,663.09 187 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 Bachelor’s Degree Biweekly Rate: $2,714.02 2,797.77 2,885.14 Monthly Rate: $5,896.53 6,078.49 6,268.31 Annual Rate: $70,758.38 72,941.86 75,219.72 Master’s Degree or Higher Biweekly Rate: $2,722.55 2,806.31 2,893.66 Monthly Rate: $5,915.06 6,097.04 6,286.82 Annual Rate: $70,980.77 73,164.51 75,441.85 Court Liaison Officer Forensic Investigator Narcotics Control Officer Police Alarm Operator Pay Range 806 Biweekly Rate: $2,759.37 2,846.72 2,940.77 Monthly Rate: $5,995.06 6,184.84 6,389.17 Annual Rate: $71,940.72 74,218.06 76,670.07 Associate’s Degree or 64 Credits Biweekly Rate: $2,776.44 2,863.79 2,957.85 Monthly Rate: $6,032.15 6,221.92 6,426.28 Annual Rate: $72,385.76 74,663.09 77,115.37 Bachelor’s Degree Biweekly Rate: $2,797.77 2,885.14 2,979.19 188 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 Monthly Rate: $6,078.49 6,268.31 6,472.65 Annual Rate: $72,941.86 75,219.72 77,671.74 Master’s Degree or Higher Biweekly Rate: $2,806.31 2,893.66 2,987.72 Monthly Rate: $6,097.04 6,286.82 6,491.18 Annual Rate: $73,164.51 75,441.85 77,894.13 Custodian of Police Property and Stores Pay Range 808 Biweekly Rate: $2,815.41 2,925.21 3,039.50 Monthly Rate: $6,116.81 6,355.37 6,603.68 Annual Rate: $73,401.76 76,264.40 79,244.11 Associate’s Degree or 64 Credits Biweekly Rate: $2,832.48 2,942.31 3,056.56 Monthly Rate: $6,153.90 6,392.52 6,640.74 Annual Rate: $73,846.80 76,710.22 79,688.88 Bachelor’s Degree Biweekly Rate: $2,853.84 2,963.63 3,077.92 Monthly Rate: $6,200.31 6,438.84 6,687.15 Annual Rate: $74,403.68 77,266.07 80,245.77 189 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 Master’s Degree or Higher Biweekly Rate: $2,862.38 2,972.17 3,086.45 Monthly Rate: $6,218.86 6,457.39 6,705.68 Annual Rate: $74,626.33 77,488.72 80,468.16 Detective Document Examiner Police Data Communications Specialist Latent Print Examiner Pay Range 810 Biweekly Rate: $2,940.77 3,041.45 3,142.19 Monthly Rate: $6,389.17 6,607.91 6,826.78 Annual Rate: $76,670.07 79,294.94 81,921.38 Associate’s Degree or 64 Credits Biweekly Rate: $2,957.85 3,058.53 3,159.28 Monthly Rate: $6,426.28 6,645.02 6,863.91 Annual Rate: $77,115.37 79,740.24 82,366.94 Bachelor’s Degree Biweekly Rate: $2,979.19 3,079.88 3,180.62 Monthly Rate: $6,472.65 6,691.41 6,910.28 Annual Rate: $77,671.74 80,296.87 82,923.31 Master’s Degree or Higher Biweekly Rate: $2,987.72 3,088.42 3,189.16 190 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 Monthly Rate: $6,491.18 6,709.96 6,928.83 Annual Rate: $77,894.13 80,519.52 83,145.96 Police Electronic Technician Computer Aided Dispatch System Specialist Pay Range 812 Biweekly Rate: $3,041.45 3,142.19 3,242.99 Monthly Rate: $6,607.91 6,826.78 7,045.78 Annual Rate: $79,294.94 81,921.38 84,549.38 Associate’s Degree or 64 Credits Biweekly Rate: $3,058.53 3,159.28 3,260.06 Monthly Rate: $6,645.02 6,863.91 7,082.87 Annual Rate: $79,740.24 82,366.94 84,994.42 Bachelor’s Degree Biweekly Rate: $3,079.88 3,180.62 3,281.43 Monthly Rate: $6,691.41 6,910.28 7,129.30 Annual Rate: $80,296.87 82,923.31 85,551.57 Master’s Degree or Higher Biweekly Rate: $3,088.42 3,189.16 3,289.97 Monthly Rate: $6,709.96 6,928.83 7,147.85 Annual Rate: $80,519.52 83,145.96 85,774.22 191 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 Chief Document Examiner Identification Systems Specialist Pay Range 813 Biweekly Rate: $2,925.21 3,039.50 3,158.29 3,281.81 3,410.15 3,543.75 Monthly Rate: $6,355.37 6,603.68 6,861.76 7,130.12 7,408.96 7,699.22 Annual Rate: $76,264.40 79,244.11 82,341.13 85,561.47 88,907.48 92,390.62 Associate’s Degree or 64 Credits Biweekly Rate: $2,942.31 3,056.56 3,175.36 3,298.88 3,427.22 3,560.83 Monthly Rate: $6,392.52 6,640.74 6,898.85 7,167.21 7,446.04 7,736.33 Annual Rate: $76,710.22 79,688.88 82,786.17 86,006.51 89,352.52 92,835.92 Bachelor’s Degree Biweekly Rate: $2,963.63 3,077.92 3,196.70 3,230.22 3,448.56 3,582.18 Monthly Rate: $6,438.84 6,687.15 6,945.21 7,213.57 7,492.41 7,782.71 Annual Rate: $77,266.07 80,245.77 83,342.53 86,562.88 89,908.88 93,392.55 Master’s Degree or Higher Biweekly Rate: $2,972.17 3,086.45 3,205.25 3,328.77 3,457.09 3,590.70 Monthly Rate: $6,457.39 6,705.68 6,963.79 7,232.15 7,510.94 7,801.22 Annual Rate: $77,488.72 80,468.16 83,565.44 86,785.79 90,131.27 93,614.68 Police Audio Visual Specialist Effective Pay Period 14, 2015 (June 21, 2015) 192 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 Pay Range 801 Biweekly Rate: $1,546.96 2,062.61 2,258.66 2,512.35 2,609.65 2,759.45 Monthly Rate: $3,360.96 4,481.27 4,907.21 5,458.38 5,669.78 5,995.23 Annual Rate: $40,331.46 53,775.19 58,886.49 65,500.55 68,037.30 71,942.80 Associate’s Degree or 64 Credits Biweekly Rate: $2,079.73 2,275.79 2,529.46 2,626.77 2,776.58 Monthly Rate: $4,518.46 4,944.43 5,495.55 5,706.97 6,032.45 $54,221.53 59,333.10 65,946.63 68,483.64 72,389.41 Bachelor’s Degree Biweekly Rate: $2,101.12 2,297.18 2,550.84 2,648.16 2,797.97 $4,564.93 4,990.90 5,542.00 5,753.44 6,078.92 $54,779.20 59,890.76 66,504.04 69,041.31 72,947.07 Master’s Degree or Higher Biweekly Rate: $2,109.68 2,305.73 2,559.40 2,656.73 2,806.53 $4,583.53 5,009.47 5,560.60 5,772.06 6,097.52 $55,002.37 60,113.67 66,727.21 69,264.74 73,170.24 Annual Rate: Monthly Rate: Annual Rate: Monthly Rate: Annual Rate: Police Officer1/ Police Matron Assistant Custodian of Police Property and Stores 1/ Receives $20.00 additional biweekly while assigned to motorcycle duty in accordance with MOTORCYCLE PAY provision of the labor contract. 2/ Upon graduation from the Academy an employee shall move to step 1. 193 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 Pay Range 804 Biweekly Rate: $2,682.28 2,766.27 2,853.84 Monthly Rate: $5,827.57 6,010.05 6,200.31 Annual Rate: $69,930.87 72,120.61 74,403.68 Associate’s Degree or 64 Credits Biweekly Rate: $2,699.39 2,783.38 2,870.95 Monthly Rate: $5,864.75 6,047.22 6,237.48 Annual Rate: $70,376.95 72,566.69 74,849.77 Bachelor’s Degree Biweekly Rate: $2,720.81 2,804.76 2,892.35 Monthly Rate: $5,911.28 6,093.68 6,283.97 Annual Rate: $70,935.40 73,124.10 75,407.69 Master’s Degree or Higher Biweekly Rate: $2,729.36 2,813.33 2,900.89 Monthly Rate: $5,929.86 6,112.29 6,302.53 Annual Rate: $71,158.31 73,347.53 75,630.34 Court Liaison Officer Forensic Investigator Narcotics Control Officer Police Alarm Operator Pay Range 806 Biweekly Rate: 194 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 $2,766.27 2,853.84 2,948.12 Monthly Rate: $6,010.05 6,200.31 6,405.14 Annual Rate: $72,120.61 74,403.68 76,861.70 Associate’s Degree or 64 Credits Biweekly Rate: $2,783.38 2,870.95 2,965.24 Monthly Rate: $6,047.22 6,237.48 6,442.34 Annual Rate: $72,566.69 74,849.77 77,308.04 Bachelor’s Degree Biweekly Rate: $2,804.76 2,892.35 2,986.64 Monthly Rate: $6,093.68 6,283.97 6,488.83 Annual Rate: $73,124.10 75,407.69 77,865.97 Master’s Degree or Higher Biweekly Rate: $2,813.33 2,900.89 2,995.19 Monthly Rate: $6,112.29 6,302.53 6,507.41 Annual Rate: $73,347.53 75,630.34 78,088.88 Custodian of Police Property and Stores Pay Range 808 Biweekly Rate: $2,822.45 2,932.52 3,047.10 Monthly Rate: $6,132.11 6,371.25 6,620.19 Annual Rate: $73,585.30 76,454.98 79,442.25 195 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 Associate’s Degree or 64 Credits Biweekly Rate: $2,839.56 2,949.67 3,064.20 Monthly Rate: $6,169.28 6,408.51 6,657.34 Annual Rate: $74,031.38 76,902.11 79,888.07 Bachelor’s Degree Biweekly Rate: $2,860.97 2,971.04 3,085.61 Monthly Rate: $6,215.80 6,454.94 6,703.86 Annual Rate: $74,589.57 77,459.26 80,446.26 Master’s Degree or Higher Biweekly Rate: $2,869.54 2,979.60 3,094.17 Monthly Rate: $6,234.42 6,473.54 6,722.45 Annual Rate: $74,813.01 77,682.43 80,669.43 Detective Document Examiner Police Data Communications Specialist Latent Print Examiner Pay Range 810 Biweekly Rate: $2,948.12 3,049.05 3,150.05 Monthly Rate: $6,405.14 6,624.42 6,843.86 Annual Rate: $76,861.70 79,493.09 82,126.30 Associate’s Degree or 64 Credits Biweekly Rate: $2,965.24 3,066.18 3,167.18 196 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 Monthly Rate: $6,442.34 6,661.64 6,881.08 Annual Rate: $77,308.04 79,939.69 82,572.91 Bachelor’s Degree Biweekly Rate: $2,986.64 3,087.58 3,188.57 Monthly Rate: $6,488.83 6,708.14 6,927.55 Annual Rate: $77,865.97 80,497.62 83,130.57 Master’s Degree or Higher Biweekly Rate: $2,995.19 3,096.14 3,197.13 Monthly Rate: $6,507.41 6,726.73 6,946.15 Annual Rate: $78,088.88 80,720.79 83,353.74 Police Electronic Technician Computer Aided Dispatch System Specialist Pay Range 812 Biweekly Rate: $3,049.05 3,150.05 3,251.10 Monthly Rate: $6,624.42 6,843.86 7,063.40 Annual Rate: $79,493.09 82,126.30 84,760.82 Associate’s Degree or 64 Credits Biweekly Rate: $3,066.18 3,167.18 3,268.21 Monthly Rate: $6,661.64 6,881.08 7,100.58 Annual Rate: $79,939.69 82,572.91 85,206.90 197 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 Bachelor’s Degree Biweekly Rate: $3,087.58 3,188.57 3,289.63 Monthly Rate: $6,708.14 6,927.55 7,147.11 Annual Rate: $80,497.62 83,130.57 85,765.35 Master’s Degree or Higher Biweekly Rate: $3,096.14 3,197.13 3,298.19 Monthly Rate: $6,726.73 6,946.15 7,165.71 Annual Rate: $80,720.79 83,353.74 85,988.52 Chief Document Examiner Identification Systems Specialist Pay Range 813 Biweekly Rate: $2,932.52 3,047.10 3,166.19 3,290.01 3,418.68 3,552.61 Monthly Rate: $6,371.25 6,620.19 6,878.92 7,147.94 7,427.49 7,718.47 Annual Rate: $76,454.98 79,442.25 82,547.09 85,775.26 89,129.87 92,621.62 Associate’s Degree or 64 Credits Biweekly Rate: $2,949.67 3,064.20 3,183.30 3,307.13 3,435.79 3,569.73 Monthly Rate: $6,408.51 6,657.34 6,916.10 7,185.13 7,464.66 7,755.66 Annual Rate: $76,902.11 79,888.07 82,993.18 86,221.60 89,575.95 93,067.96 Bachelor’s Degree Biweekly Rate: $2,971.04 3,085.61 3,204.69 3,328.52 3,457.18 3,591.14 Monthly Rate: 198 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 $6,454.94 6,703.86 6,962.57 7,231.61 7,511.14 7,802.18 Annual Rate: $77,459.26 80,446.26 83,550.84 86,779.27 90,133.62 93,626.15 Master’s Degree or Higher Biweekly Rate: $2,979.60 3,094.17 3,213.26 3,337.09 3,465.73 3,599.68 Monthly Rate: $6,473.54 6,722.45 6,981.19 7,250.23 7,529.71 7,820.73 Annual Rate: $77,682.43 80,669.73 83,774.28 87,002.70 90,356.53 93,848.80 Police Audio Visual Specialist For employees hired prior to October 3, 2011: Effective Pay Period 1, 2016 (December 20, 2015) Pay Range 801 Biweekly Rate: $2,256.94 2,468.50 2,742.27 2,847.28 3,008.93 $4,903.47 5,363.11 5,957.91 6,186.06 6,537.26 $58,841.65 64,357.32 71,494.89 74,232.66 78,447.10 Associate’s Degree or 64 Credits Biweekly Rate: $2,275.41 2,486.99 2,760.73 2,865.75 3,027.42 Monthly Rate: Annual Rate: Monthly Rate: $4,943.60 5,403.28 5,998.01 6,226.18 6,577.43 $59,323.19 64,839.38 71,976.17 74,714.19 78,929.16 Bachelor’s Degree Biweekly Rate: $2,298.49 2,510.07 2,783.81 2,888.84 3,050.50 Annual Rate: Monthly Rate: 199 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 $4,993.74 5,453.43 6,048.16 6,276.35 6,627.57 $59,924.92 65,441.11 72,577.90 75,316.18 79,530.89 Master’s Degree or Higher Biweekly Rate: $2,307.73 2,519.30 2,793.05 2,898.08 3,059.75 $5,013.82 5,473.48 6,068.23 6,296.42 6,647.67 $60,165.82 65,681.75 72,818.80 75,557.08 79,772.05 Annual Rate: Monthly Rate: Annual Rate: Police Officer1/ 2/ Police Matron Assistant Custodian of Police Property and Stores 1/ Receives $20.00 additional biweekly while assigned to motorcycle duty in accordance with MOTORCYCLE PAY provision of the labor contract. 2/ Upon graduation from the Academy an employee shall move to step 1. Pay Range 804 Biweekly Rate: $2,925.66 3,016.29 3,110.80 Monthly Rate: $6,356.34 6,553.25 6,758.58 Annual Rate: $76,276.13 78,638.99 81,103.00 Associate’s Degree or 64 Credits Biweekly Rate: $2,944.12 3,034.76 3,129.26 Monthly Rate: $6,396.45 6,593.38 6,798.69 Annual Rate: $76,757.41 79,120.53 81,584.28 Bachelor’s Degree Biweekly Rate: $2,967.24 3,057.83 3,152.35 Monthly Rate: $6,446.68 6,643.50 6,848.86 200 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 Annual Rate: $77,360.18 79,721.99 82,186.27 Master’s Degree or Higher Biweekly Rate: $2,976.46 3,067.08 3,161.57 Monthly Rate: $6,466.71 6,663.60 6,868.89 Annual Rate: $77,600.56 79,963.16 82,426.64 Court Liaison Officer Forensic Investigator Narcotics Control Officer Police Alarm Operator Pay Range 806 Biweekly Rate: $3,016.29 3,110.80 3,212.54 Monthly Rate: $6,553.25 6,758.58 6,979.63 Annual Rate: $78,638.99 81,103.00 83,755.51 Associate’s Degree or 64 Credits Biweekly Rate: $3,034.76 3,129.26 3,231.02 Monthly Rate: $6,593.38 6,798.69 7,019.78 Annual Rate: $79,120.53 81,584.28 84,237.31 Bachelor’s Degree Biweekly Rate: $3,057.83 3,152.35 3,254.11 Monthly Rate: $6,643.50 6,848.86 7,069.94 Annual Rate: $79,721.99 82,186.27 84,839.29 201 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 Master’s Degree or Higher Biweekly Rate: $3,067.08 3,161.57 3,263.34 Monthly Rate: $6,663.60 6,868.89 7,089.99 Annual Rate: $79,963.16 82,426.64 85,079.93 Custodian of Police Property and Stores Pay Range 808 Biweekly Rate: $3,076.92 3,195.71 3,319.36 Monthly Rate: $6,684.98 6,943.06 7,211.71 Annual Rate: $80,219.70 83,316.72 86,540.46 Associate’s Degree or 64 Credits Biweekly Rate: $3,095.39 3,214.21 3,337.81 Monthly Rate: $6,725.10 6,983.25 7,251.79 Annual Rate: $80,701.24 83,799.04 87,021.47 Bachelor’s Degree Biweekly Rate: $3,118.49 3,237.28 3,360.92 Monthly Rate: $6,775.29 7,033.38 7,302.00 Annual Rate: $81,303.49 84,400.51 87,623.98 Master’s Degree or Higher Biweekly Rate: $3,127.74 3,246.52 3,370.15 Monthly Rate: $6,795.39 7,322.05 7,053.45 202 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 Annual Rate: $81,544.65 84,641.41 87,864.62 Detective Document Examiner Police Data Communications Specialist Latent Print Examine Pay Range 810 Biweekly Rate: $3,212.54 3,321.46 3,430.46 Monthly Rate: $6,979.63 7,216.27 7,453.08 Annual Rate: $83,755.51 86,595.21 89,436.99 Associate’s Degree or 64 Credits Biweekly Rate: $3,231.02 3,339.95 3,448.94 Monthly Rate: $7,019.78 7,256.44 7,493.23 Annual Rate: $84,237.31 87,077.27 89,918.79 Bachelor’s Degree Biweekly Rate: $3,254.11 3,363.04 3,472.03 Monthly Rate: $7,069.94 7,306.61 7,543.40 Annual Rate: $84,839.29 87,679.26 90,520.78 Master’s Degree or Higher Biweekly Rate: $3,263.34 3,372.28 3,481.26 Monthly Rate: $7,089.99 7,326.68 7,563.45 Annual Rate: $85,079.93 87,920.16 90,761.42 Police Electronic Technician 203 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 Computer Aided Dispatch System Specialist Pay Range 812 Biweekly Rate: $3,321.46 3,430.46 3,539.51 Monthly Rate: $7,216.27 7,453.08 7,690.01 Annual Rate: $86,595.21 89,436.99 92,280.08 Associate’s Degree or 64 Credits Biweekly Rate: $3,339.95 3,448.94 3,557.97 Monthly Rate: $7,256.44 7,493.23 7,730.11 Annual Rate: $87,077.27 89,918.79 92,761.36 Bachelor’s Degree Biweekly Rate: $3,363.04 3,472.03 3,581.09 Monthly Rate: $7,306.61 7,543.40 7,780.34 Annual Rate: $87,679.26 90,520.78 93,364.13 Master’s Degree or Higher Biweekly Rate: $3,372.28 3,481.26 3,590.32 Monthly Rate: $7,326.68 7,563.45 7,800.40 Annual Rate: $87,920.16 90,761.42 93,604.77 Chief Document Examiner Identification Systems Specialist Pay Range 813 204 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 Biweekly Rate: $3,195.71 3,319.36 3,447.87 3,581.50 3,720.35 3,864.88 Monthly Rate: $6,943.06 7,211.71 7,490.91 7,781.24 8,082.90 8,396.91 Annual Rate: $83,316.72 86,540.46 89,890.89 93,374.82 96,994.84 100,762.94 Associate’s Degree or 64 Credits Biweekly Rate: $3,214.21 3,337.81 3,466.34 3,599.97 3,738.81 3,883.36 Monthly Rate: $6,983.25 7,251.79 7,531.04 7,821.36 8,123.01 8,437.06 Annual Rate: $83,799.04 87,021.47 90,372.43 93,856.36 97,476.12 101,244.74 Bachelor’s Degree Biweekly Rate: $3,237.28 3,360.92 3,489.42 3,623.06 3,761.90 3,906.46 Monthly Rate: $7,033.38 7,302.00 7,581.18 7,871.53 8,123.01 8,487.25 Annual Rate: $84,400.51 87,623.98 90,974.16 94,458.35 98,078.10 101,846.99 Master’s Degree or Higher Biweekly Rate: $3,246.52 3,370.15 3,498.67 3,632.30 3,771.12 3,915.68 Monthly Rate: $7,053.45 7,322.05 7,601.28 7,891.60 8,193.21 8,507.28 Annual Rate: $84,641.41 87,864.62 91,215.32 94,699.25 98,318.48 102,087.37 Police Audio Visual Specialist Effective Pay Period 14, 2016 (June 19, 2016) Pay Range 801 Biweekly Rate: $2,268.22 2,480.84 2,755.98 205 2,861.52 3,023.97 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 Monthly Rate: $4,927.98 5,389.92 5,987.68 6,216.99 6,569.94 $59,135.73 64,679.04 71,852.33 74,603.91 78,839.22 Associate’s Degree or 64 Credits Biweekly Rate: $2,286.79 2,499.42 2,774.53 2,880.08 3,042.56 Annual Rate: Monthly Rate: $4,968.32 5,430.29 6,028.00 6,257.32 6,610.32 $59,619.88 65,163.45 72,335.96 75,087.80 79,323.88 Bachelor’s Degree Biweekly Rate: $2,309.98 2,552.62 2,797.73 2,903.28 3,065.75 $5,018.71 5,480.69 6,078.40 6,307.72 6,660.71 $60,224.48 65,768.31 72,940.82 75,692.66 79,928.48 Master’s Degree or Higher Biweekly Rate: $2,319.27 2,531.90 2,807.02 2,912.57 3,075.05 $5,038.89 5,500.85 6,098.59 6,327.91 6,680.91 $60,466.68 66,010.25 73,183.02 75,934.86 80,170.94 Annual Rate: Monthly Rate: Annual Rate: Monthly Rate: Annual Rate: Police Officer1/ Police Matron Assistant Custodian of Police Property and Stores 1/ Receives $20.00 additional biweekly while assigned to motorcycle duty in accordance with MOTORCYCLE PAY provision of the labor contract. 2/ Upon graduation from the Academy an employee shall move to step 1. Pay Range 804 Biweekly Rate: $2,940.29 3,031.37 3,126.35 Monthly Rate: 206 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 $6,388.13 6,586.01 6,792.37 Annual Rate: $76,657.56 79,032.14 81,508.41 Associate’s Degree or 64 Credits Biweekly Rate: $2,958.84 3,049.93 3,144.91 Monthly Rate: $6,428.43 6,626.34 6,832.69 Annual Rate: $77,141.18 79,516.03 81,922.29 Bachelor’s Degree Biweekly Rate: $2,982.08 3,073.12 3,168.11 Monthly Rate: $6,478.92 6,676.72 6,883.10 Annual Rate: $77,747.08 80,120.63 82,597.15 Master’s Degree or Higher Biweekly Rate: $2,991.34 3,082.42 3,177.38 Monthly Rate: $6,499.04 6,696.92 6,903.24 Annual Rate: $77,988.51 80,363.09 82,838.83 Court Liaison Officer Forensic Investigator Narcotics Control Officer Police Alarm Operator Pay Range 806 Biweekly Rate: $3,031.37 3,126.35 3,228.60 Monthly Rate: $6,586.01 6,792.37 7,014.52 Annual Rate: $79,032.14 81,508.41 84,174.27 207 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 Associate’s Degree or 64 Credits Biweekly Rate: $3,049.93 3,144.91 3,247.18 Monthly Rate: $6,626.34 6,832.69 7,054.89 Annual Rate: $79,516.03 81,992.29 84,658.62 Bachelor’s Degree Biweekly Rate: $3,073.12 3,168.11 3,270.38 Monthly Rate: $6,676.72 6,883.10 7,105.29 Annual Rate: $80,120.63 82,597.15 85,263.48 Master’s Degree or Higher Biweekly Rate: $3,082.42 3,177.38 3,279.66 Monthly Rate: $6,696.92 6,903.24 7,125.45 Annual Rate: $80,363.09 82,838.83 85,505.42 Custodian of Police Property and Store Pay Range 808 Biweekly Rate: $3,092.30 3,211.69 3,335.96 Monthly Rate: $6,718.39 6,977.78 7,247.77 Annual Rate: $80,620.68 83,733.34 86,973.24 Associate’s Degree or 64 Credits Biweekly Rate: $3,110.87 3,230.28 3,354.50 Monthly Rate: $6,758.74 7,288.05 7,018.17 208 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 Annual Rate: $81,104.82 84,218.01 87,456.61 Bachelor’s Degree Biweekly Rate: $3,134.08 3,253.47 3,377.72 Monthly Rate: $6,809.16 7,068.55 7,338.50 Annual Rate: $81,709.94 84,822.61 88,061.98 Master’s Degree or Higher Biweekly Rate: $3,143.38 3,262.75 3,387.00 Monthly Rate: $6,829.37 7,088.71 7,358.66 Annual Rate: $81,952.41 85,064.55 88,303.93 Detective Document Examiner Police Data Communications Specialist Latent Print Examiner Pay Range 810 Biweekly Rate: $3,228.60 3,338.07 3,447.61 Monthly Rate: $7,014.52 7,252.35 7,490.34 Annual Rate: $84,174.21 87,028.25 89,884.12 Associate’s Degree or 64 Credits Biweekly Rate: $3,247.18 3,356.65 3,466.18 Monthly Rate: $7,054.89 7,292.72 7,530.69 Annual Rate: $84,658.62 87,512.66 90,368.26 Bachelor’s Degree 209 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 Biweekly Rate: $3,270.38 3,379.86 3,489.39 Monthly Rate: $7,105.29 7,343.15 7,581.12 Annual Rate: $85,263.48 88,117.78 90,973.38 Master’s Degree or Higher Biweekly Rate: $3,279.66 3,389.14 3,498.67 Monthly Rate: $7,125.45 7,363.31 7,601.28 Annual Rate: $85,505.42 88,359.72 91,215.32 Police Electronic Technician Computer Aided Dispatch System Specialist Pay Range 812 Biweekly Rate: $3,338.07 3,447.61 3,557.21 Monthly Rate: $7,252.35 7,490.34 7,728.46 Annual Rate: $87,028.25 89,884.12 92,741.54 Associate’s Degree or 64 Credits Biweekly Rate: $3,356.65 3,466.18 3,575.76 Monthly Rate: $7,292.72 7,530.69 7,768.76 Annual Rate: $87,512.66 90,368.26 93,225.17 Bachelor’s Degree Biweekly Rate: $3,379.86 3,489.39 3,599.00 Monthly Rate: $7,343.15 7,581.12 7,819.26 210 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 Annual Rate: $88,117.78 90,973.38 93,831.07 Master’s Degree or Higher Biweekly Rate: $3,389.14 3,498.67 3,608.27 Monthly Rate: $7,363.31 7,601.28 7,839.40 Annual Rate: $88,359.72 91,215.32 94,072.75 Chief Document Examiner Identification Systems Specialist Pay Range 813 Biweekly Rate: $3,211.69 3,335.96 3,465.11 3,599.41 3,738.95 3,884.20 Monthly Rate: $6,977.78 7,247.77 7,528.36 7,820.15 8,123.31 8,438.89 Annual Rate: $83,733.34 86,973.24 90,340.37 93,841.76 97,479.77 101,266.64 Associate’s Degree or 64 Credits Biweekly Rate: $3,230.28 3,354.50 3,483.67 3,617.97 3,757.50 3,902.78 Monthly Rate: $7,018.17 7,288.05 7,568.69 7,860.47 8,163.62 8,479.25 Annual Rate: $84,218.01 87,456.61 90,824.25 94,325.64 97,963.39 101,751.05 Bachelor’s Degree Biweekly Rate: $3,253.47 3,377.72 3,506.87 3,641.18 3,780.71 3,925.99 Monthly Rate: $7,068.55 7,338.50 7,619.09 7,910.90 8,214.04 8,529.68 Annual Rate: $84,822.61 88,061.98 91,429.11 94,930.76 98,568.51 102,356.17 Master’s Degree or Higher Biweekly Rate: 211 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 $3,262.75 3,387.00 3,516.16 3,650.46 3,789.98 3,935.26 Monthly Rate: $7,088.71 7,358.66 7,639.28 7,931.06 8,234.18 8,549.82 Annual Rate: $85,064.55 88,303.93 91,671.31 95,172.71 98,810.19 102,597.85 Police Audio Visual Specialist Effective Pay Period 25, 2016 (November 20, 2016) Pay Range 801 Biweekly Rate: $2,279.56 2,493.24 2,769.76 2,875.83 3,039.09 $4,952.62 5,416.86 6,017.63 6,248.08 6,602.79 $59,431.38 65,002.33 72,211.60 74,976.99 79,233.42 Associate’s Degree or 64 Credits Biweekly Rate: $2,298.22 2,511.92 2,788.40 2,894.48 3,057.77 Monthly Rate: Annual Rate: Monthly Rate: $4,993.16 5,457.45 6,058.13 6,288.60 6,643.37 $59,917.88 65,489.34 72,697.57 75,463.23 79,720.43 Bachelor’s Degree Biweekly Rate: $2,321.53 2,535.23 2,811.72 2,917.80 3,081.08 $5,043.80 5,508.09 6,108.80 6,339.27 6,694.01 $60,525.60 66,097.07 73,305.56 76,071.21 80,328.16 Master’s Degree or Higher Biweekly Rate: $2,330.87 2,549.56 2,821.06 2,927.13 3,090.43 5,528.36 6,129.09 6,359.54 6,714.33 Annual Rate: Monthly Rate: Annual Rate: Monthly Rate: $5,064.09 212 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 Annual Rate: $60,769.11 66,340.31 73,549.06 76,314.46 80,571.92 Police Officer1/ Police Matron Assistant Custodian of Police Property and Stores 1/ Receives $20.00 additional biweekly while assigned to motorcycle duty in accordance with MOTORCYCLE PAY provision of the labor contract. 2/ Upon graduation from the Academy an employee shall move to step 1. Pay Range 804 Biweekly Rate: $2,954.99 3,046.53 3,141.98 Monthly Rate: $6,420.07 6,618.95 6,826.33 Annual Rate: $77,040.81 79,427.39 81,915.91 Associate’s Degree or 64 Credits Biweekly Rate: $2,973.63 3,065.18 3,160.63 Monthly Rate: $6,460.57 6,659.47 6,866.85 Annual Rate: $77,526.78 79,913.62 82,402.14 Bachelor’s Degree Biweekly Rate: $2,996.99 3,088.49 3,183.95 Monthly Rate: $6,511.32 6,710.11 6,917.51 Annual Rate: $78,135.81 80,521.34 83,010.12 Master’s Degree or Higher Biweekly Rate: $3,006.30 3,097.83 3,193.27 Monthly Rate: $6,531.54 6,937.76 6,730.40 213 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 Annual Rate: $78,378.53 80,764.85 83,253.11 Court Liaison Officer Forensic Investigator Narcotics Control Officer Police Alarm Operator Pay Range 806 Biweekly Rate: $3,046.53 3,141.98 3,244.74 Monthly Rate: $6,618.95 6,826.33 7,049.58 Annual Rate: $79,427.39 81,915.91 84,595.01 Associate’s Degree or 64 Credits Biweekly Rate: $3,065.18 3,160.63 3,263.42 Monthly Rate: $6,659.47 6,866.85 7,090.17 Annual Rate: $79,913.62 82,402.14 85,082.02 Bachelor’s Degree Biweekly Rate: $3,088.49 3,183.95 3,286.73 Monthly Rate: $6,710.11 6,917.51 7,140.81 Annual Rate: $80,521.34 83,010.12 85,689.74 Master’s Degree or Higher Biweekly Rate: $3,097.83 3,193.27 3,296.06 Monthly Rate: $6,730.40 6,937.76 7,161.08 Annual Rate: $80,764.85 83,253.11 85,932.99 Custodian of Police Property and Stores 214 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 Pay Range 808 Biweekly Rate: $3,107.76 3,227.75 3,352.64 Monthly Rate: $6,751.98 7,012.67 7,284.01 Annual Rate: $81,023.74 84,152.05 87,408.11 Associate’s Degree or 64 Credits Biweekly Rate: $3,126.42 3,246.43 3,371.27 Monthly Rate: $6,792.52 7,053.26 7,324.49 Annual Rate: $81,510.23 84,639.07 87,893.82 Bachelor’s Degree Biweekly Rate: $3,149.75 3,269.74 3,394.61 Monthly Rate: $6,843.21 7,103.90 7,375.19 Annual Rate: $82,118.48 85,246.79 88,502.33 Master’s Degree or Higher Biweekly Rate: $3,159.10 3,279.06 3,403.94 Monthly Rate: $6,863.52 7,124.15 7,395.47 Annual Rate: $82,362.25 85,489.78 88,745.58 Detective Document Examiner Police Data Communications Specialist Latent Print Examiner Pay Range 810 215 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 Biweekly Rate: $3,244.74 3,354.76 3,464.85 Monthly Rate: $7,049.58 7,288.62 7,527.80 Annual Rate: $84,595.01 87,463.38 90,333.59 Associate’s Degree or 64 Credits Biweekly Rate: $3,263.42 3,373.43 3,483.51 Monthly Rate: $7,090.17 7,329.18 7,568.34 Annual Rate: $85,082.02 87,950.14 90,820.08 Bachelor’s Degree Biweekly Rate: $3,286.73 3,396.76 3,506.84 Monthly Rate: $7,140.81 7,379.87 7,619.03 Annual Rate: $85,689.74 88,558.38 91,428.33 Master’s Degree or Higher Biweekly Rate: $3,296.06 3,406.09 3,516.16 Monthly Rate: $7,161.08 7,400.14 7,639.28 Annual Rate: $85,932.99 88,801.63 91,671.31 Police Electronic Technician Computer Aided Dispatch System Specialist Pay Range 812 Biweekly Rate: $3,354.76 3,464.85 3,575.00 Monthly Rate: $7,288.62 7,527.80 7,767.11 216 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 Annual Rate: $87,463.38 90,333.59 93,205.36 Associate’s Degree or 64 Credits Biweekly Rate: $3,373.43 3,483.51 3,593.64 Monthly Rate: $7,329.18 7,568.34 7,807.61 Annual Rate: $87,950.14 90,820.08 93,691.33 Bachelor’s Degree Biweekly Rate: $3,396.76 3,506.84 3,617.00 Monthly Rate: $7,379.87 7,619.03 7,858.36 Annual Rate: $88,558.38 91,428.33 94,300.36 Master’s Degree or Higher Biweekly Rate: $3,406.09 3,516.16 3,626.31 Monthly Rate: $7,400.14 7,639.28 7,878.59 Annual Rate: $88,801.63 91,671.31 94,543.08 Chief Document Examiner Identification Systems Specialist Pay Range 813 Biweekly Rate: $3,227.75 3,352.64 3,482.44 3,617.41 3,757.64 3,903.62 Monthly Rate: $7,012.67 7,284.01 7,566.02 7,859.25 8,163.92 8,481.08 Annual Rate: $84,152.05 87,408.11 90,792.18 94,311.04 97,967.04 101,772.95 Associate’s Degree or 64 Credits Biweekly Rate: 217 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 $3,246.43 3,371.27 3,501.09 3,636.06 3,776.29 3,922.29 Monthly Rate: $7,053.26 7,324.49 7,606.54 7,899.77 8,204.44 8,521.64 Annual Rate: $84,639.07 87,893.82 91,278.42 94,797.28 98,453.27 102,259.70 Bachelor’s Degree Biweekly Rate: $3,269.74 3,394.61 3,524.40 3,659.39 3,799.61 3,945.62 Monthly Rate: $7,103.90 7,375.19 7,657.18 7,950.46 8,255.11 8,572.33 Annual Rate: $85,246.79 88,502.33 91,886.14 95,405.52 99,061.26 102,867.95 Master’s Degree or Higher Biweekly Rate: $3,279.06 3,403.94 3,533.74 3,668.71 3,808.93 3,954.94 Monthly Rate: $7,124.15 7,395.47 7,677.47 7,970.71 8,275.35 8,592.58 Annual Rate: $85,489.78 88,745.58 92,129.65 95,648.51 99,304.24 103,110.93 Police Audio Visual Specialist Effective Pay Period 1, 2017 (January 1, 2017) Pay Range 801 Biweekly Rate: $2,325.15 2,543.10 2,825.16 2,933.35 3,099.87 $5,051.67 5,525.19 6,138.00 6,373.05 6,734.84 $60,619.98 66,302.25 73,655.96 76,476.62 80,818.04 Associate’s Degree or 64 Credits Biweekly Rate: $2,344.18 2,562.16 2,844.17 2,952.37 3,118.93 6,179.30 6,414.38 6,776.25 Monthly Rate: Annual Rate: Monthly Rate: $5,093.01 5,566.60 218 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 Annual Rate: $61,116.12 66,799.17 74,151.57 76,972.50 81,314.96 Bachelor’s Degree Biweekly Rate: $2,367.96 2,585.93 2,867.95 2,976.16 3,142.70 $5,144.68 5,618.24 6,230.96 6,466.06 6,827.89 $61,736.10 67,418.89 74,771.55 77,592.74 81,934.68 Master’s Degree or Higher Biweekly Rate: $2,377.49 2,595.45 2,877.48 2,985.67 3,152.24 $5,165.38 5,638.92 6,251.67 6,486.72 6,848.62 $61,984.56 67,667.09 75,020.01 77,840.68 82,183.40 Monthly Rate: Annual Rate: Monthly Rate: Annual Rate: Police Officer1/ Police Matron Assistant Custodian of Police Property and Stores 1/ Receives $20.00 additional biweekly while assigned to motorcycle duty in accordance with MOTORCYCLE PAY provision of the labor contract. 2/ Upon graduation from the Academy an employee shall move to step 1. Pay Range 804 Biweekly Rate: $3,014.09 3,107.46 3,204.82 Monthly Rate: $6,548.47 6,751.33 6,962.85 Annual Rate: $78,581.63 81,015.92 83,554.23 Associate’s Degree or 64 Credits Biweekly Rate: $3,033.10 3,126.48 3,223.84 Monthly Rate: $6,589.77 7,004.18 6,792.65 219 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 Annual Rate: $79,077.25 81,511.80 84,050.11 Bachelor’s Degree Biweekly Rate: $3,056.93 3,150.26 3,247.63 Monthly Rate: $6,641.54 6,844.32 7,055.86 Annual Rate: $79,698.53 82,131.78 84,670.35 Master’s Degree or Higher Biweekly Rate: $3,066.43 3,159.79 3,257.14 Monthly Rate: $6,662.18 6,865.02 7,076.52 Annual Rate: $79,946.21 82,380.24 84,918.29 Court Liaison Officer Forensic Investigator Narcotics Control Officer Police Alarm Operator Pay Range 806 Biweekly Rate: $3,107.46 3,204.82 3,309.63 Monthly Rate: $6,751.33 6,962.85 7,190.57 Annual Rate: $81,015.92 83,554.23 86,286.78 Associate’s Degree or 64 Credits Biweekly Rate: $3,126.48 3,223.84 3,328.69 Monthly Rate: $6,792.65 7,004.18 7,231.98 Annual Rate: $81,511.80 84,050.11 86,783.70 Bachelor’s Degree 220 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 Biweekly Rate: $3,150.26 3,247.63 3,352.46 Monthly Rate: $6,844.32 7,055.86 7,283.62 Annual Rate: $82,131.78 84,670.35 87,403.42 Master’s Degree or Higher Biweekly Rate: $3,159.79 3,257.14 3,361.98 Monthly Rate: $6,865.02 7,076.52 7,304.30 Annual Rate: $82,380.24 84,918.29 87,651.62 Custodian of Police Property and Stores Pay Range 808 Biweekly Rate: $3,169.92 3,292.31 3,419.69 Monthly Rate: $6,887.03 7,152.94 7,429.68 Annual Rate: $82,644.34 85,835.22 89,156.20 Associate’s Degree or 64 Credits Biweekly Rate: $3,188.95 3,311.36 3,438.70 Monthly Rate: $6,928.37 7,194.32 7,470.99 Annual Rate: $83,140.48 86,331.88 89,651.82 Bachelor’s Degree Biweekly Rate: $3,212.75 3,335.13 3,462.50 Monthly Rate: $6,980.08 7,245.97 7,522.69 221 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 Annual Rate: $83,760.98 86,951.60 90,272.32 Master’s Degree or Higher Biweekly Rate: $3,222.28 3,344.64 3,472.02 Monthly Rate: $7,000.79 7,266.63 7,543.38 Annual Rate: $84,009.44 87,199.54 90,520.52 Detective Document Examiner Police Data Communications Specialist Latent Print Examiner Pay Range 810 Biweekly Rate: $3,309.63 3,421.86 3,534.15 Monthly Rate: $7,190.57 7,434.40 7,678.36 Annual Rate: $86,286.78 89,212.78 92,140.34 Associate’s Degree or 64 Credits Biweekly Rate: $3,328.69 3,440.90 3,553.18 Monthly Rate: $7,231.98 7,475.77 7,719.71 Annual Rate: $86,783.70 89,709.18 92,636.48 Bachelor’s Degree Biweekly Rate: $3,352.46 3,464.70 3,576.98 Monthly Rate: $7,283.62 7,527.47 7,771.42 Annual Rate: $87,403.42 90,329.68 93,256.98 Master’s Degree or Higher 222 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 Biweekly Rate: $3,361.98 3,474.21 3,586.48 Monthly Rate: $7,304.30 7,548.14 7,792.06 Annual Rate: $87,651.62 90,577.62 93,504.66 Police Electronic Technician Computer Aided Dispatch System Specialist Pay Range 812 Biweekly Rate: $3,421.86 3,534.15 3,646.50 Monthly Rate: $7,434.40 7,678.36 7,922.46 Annual Rate: $89,212.78 92,140.34 95,069.46 Associate’s Degree or 64 Credits Biweekly Rate: $3,440.90 3,553.18 3,665.51 Monthly Rate: $7,475.77 7,719.71 7,963.76 Annual Rate: $89,709.18 92,636.48 95,565.08 Bachelor’s Degree Biweekly Rate: $3,464.70 3,576.98 3,689.34 Monthly Rate: $7,527.47 7,771.42 8,015.53 Annual Rate: $90,329.68 93,256.98 96,186.36 Master’s Degree or Higher Biweekly Rate: $3,474.21 3,586.48 3,698.84 Monthly Rate: $7,548.14 8,036.17 7,792.06 223 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 Annual Rate: $90,577.62 93,504.66 96,434.04 Chief Document Examiner Identification Systems Specialist Pay Range 813 Biweekly Rate: $3,292.31 3,419.69 3,552.09 3,689.76 3,832.79 3,981.69 Monthly Rate: $7,152.94 7,429.68 7,717.34 8,016.44 8,327.19 8,650.70 Annual Rate: $85,835.22 89,156.20 92,608.06 96,197.31 99,926.31 103,808.34 Associate’s Degree or 64 Credits Biweekly Rate: $3,311.36 3,438.70 3,571.11 3,708.78 3,851.82 4,000.74 Monthly Rate: $7,194.32 7,470.99 7,758.66 8,057.77 8,368.54 8,692.08 Annual Rate: $86,331.88 89,651.82 93,103.94 96,693.19 100,422.45 104,305.00 Bachelor’s Degree Biweekly Rate: $3,335.13 3,462.50 3,594.89 3,732.58 3,875.60 4,024.53 Monthly Rate: $7,245.97 7,522.69 7,810.33 8,109.47 8,420.20 8,743.77 Annual Rate: $86,951.60 90,272.32 93,723.92 97,313.69 101,042.43 104,925.24 Master’s Degree or Higher Biweekly Rate: $3,344.64 3,472.02 3,604.41 3,742.08 3,885.11 4,034.04 Monthly Rate: $7,266.63 7,543.38 7,831.01 8,130.11 8,440.86 8,764.43 Annual Rate: $87,199.54 90,520.52 93,972.12 97,561.37 101,290.37 105,173.18 Police Audio Visual Specialist 224 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 For employees hired on or after October 3, 2011: Effective Pay Period 1, 2016 (December 20, 2015) Pay Range 801 Biweekly Rate: $1,604.75 2,143.66 2,344.62 2,604.65 2,704.38 2,857.93 Monthly Rate: $3,493.03 4,657.36 5,093.97 5,658.91 5,875.59 6,209.19 Annual Rate: $41,916.34 55,888.28 61,127.59 67,906.94 70,507.05 74,510.32 Associate’s Degree or 64 Credits Biweekly Rate: $2,161.21 2,362.17 2,622.19 2,721.93 2,875.48 Monthly Rate: $4,695.49 5,132.10 5,697.02 5,913.72 6,247.32 $56,345.83 61,585.15 68,364.24 70,964.60 74,967.87 Bachelor’s Degree Biweekly Rate: $2,183.14 2,384.10 2,644.10 2,743.85 2,897.41 $4,743.13 5,179.74 5,744.62 5,961.34 6,294.97 $56,917.58 62,156.89 68,935.46 71,536.09 75,539.62 Master’s Degree or Higher Biweekly Rate: $2,191.91 2,392.86 2,652.87 2,752.64 2,906.18 $4,762.19 5,198.77 5,763.68 5,980.44 6,314.02 $57,146.22 62,385.28 69,164.11 71,765.26 75,768.26 Annual Rate: Monthly Rate: Annual Rate: Monthly Rate: Annual Rate: Police Officer1/ Police Matron Assistant Custodian of Police Property and Stores 225 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 1/ Receives $20.00 additional biweekly while assigned to motorcycle duty in accordance with MOTORCYCLE PAY provision of the labor contract. 2/ Upon graduation from the Academy an employee shall move to step 1. Pay Range 804 Biweekly Rate: $2,778.83 2,864.92 2,954.68 Monthly Rate: $6,037.34 6,224.38 6,419.39 Annual Rate: $72,448.07 74,692.56 77,032.73 Associate’s Degree or 64 Credits Biweekly Rate: $2,796.36 2,882.45 2,972.21 Monthly Rate: $6,075.43 6,262.47 6,457.48 Annual Rate: $72,905.10 75,149.59 77,489.76 Bachelor’s Degree Biweekly Rate: $2,818.32 2,904.37 2,994.15 Monthly Rate: $6,123.14 6,310.09 6,505.15 Annual Rate: $73,477.63 75,721.07 78,061.77 Master’s Degree or Higher Biweekly Rate: $2,827.08 2,913.15 3,002.90 Monthly Rate: $6,142.17 6,329.17 6,524.16 Annual Rate: $73,706.01 75,949.98 78,289.89 Court Liaison Officer Forensic Investigator Narcotics Control Officer Police Alarm Operator 226 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 Pay Range 806 Biweekly Rate: $2,864.92 2,954.68 3,051.31 Monthly Rate: $6,224.38 6,419.39 6,629.33 Annual Rate: $74,692.56 77,032.73 79,552.01 Associate’s Degree or 64 Credits Biweekly Rate: $2,882.45 2,972.21 3,068.86 Monthly Rate: $6,262.47 6,457.48 6,667.46 Annual Rate: $75,149.59 77,489.76 80,009.56 Bachelor’s Degree Biweekly Rate: $2,904.37 2,994.15 3,090.80 Monthly Rate: $6,310.09 6,505.15 6,715.13 Annual Rate: $75,721.07 78,061.77 80,581.57 Master’s Degree or Higher Biweekly Rate: $2,913.15 3,002.90 3,099.56 Monthly Rate: $6,329.17 6,524.16 6,734.16 Annual Rate: $75,949.98 78,289.89 80,809.96 Custodian of Police Property and Stores Pay Range 808 Biweekly Rate: $2,922.50 3,035.32 3,152.77 227 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 Monthly Rate: $6,349.48 6,594.59 6,849.77 Annual Rate: $76,193.75 79,135.13 82,197.22 Associate’s Degree or 64 Credits Biweekly Rate: $2,940.04 3,052.90 3,170.29 Monthly Rate: $6,387.59 6,632.79 6,887.83 Annual Rate: $76,651.04 79,593.46 82,653.99 Bachelor’s Degree Biweekly Rate: $2,961.98 3,074.81 3,192.24 Monthly Rate: $6,435.25 6,680.39 6,935.52 Annual Rate: $77,223.05 80,164.69 83,226.26 Master’s Degree or Higher Biweekly Rate: $2,970.77 3,083.58 3,201.01 Monthly Rate: $6,454.35 6,699.44 6,954.58 Annual Rate: $77,452.22 80,393.33 83,454.90 Detective Document Examiner Police Data Communications Specialist Latent Print Examiner Pay Range 810 Biweekly Rate: $3,051.31 3,154.77 3,258.29 Monthly Rate: $6,629.33 6,854.11 7,079.02 Annual Rate: 228 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 $79,552.01 82,249.36 84,948.27 Associate’s Degree or 64 Credits Biweekly Rate: $3,068.86 3,172.32 3,275.85 Monthly Rate: $6,667.46 6,892.24 7,117.17 Annual Rate: $80,009.56 82,706.91 85,406.09 Bachelor’s Degree Biweekly Rate: $3,090.80 3,194.26 3,297.77 Monthly Rate: $6,715.13 6,939.91 7,164.80 Annual Rate: $80,581.57 83,278.92 85,977.57 Master’s Degree or Higher Biweekly Rate: $3,099.56 3,203.03 3,306.55 Monthly Rate: $6,734.16 6,958.96 7,183.87 Annual Rate: $80,809.96 83,507.57 86,206.48 Police Electronic Technician Computer Aided Dispatch System Specialist Pay Range 812 Biweekly Rate: $3,154.77 3,258.29 3,361.87 Monthly Rate: $6,854.11 7,079.02 7,304.06 Annual Rate: $82,249.36 84,948.27 87,648.75 Associate’s Degree or 64 Credits Biweekly Rate: $3,172.32 3,275.85 3,379.40 229 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 Monthly Rate: $6,892.24 7,117.17 7,342.15 Annual Rate: $82,706.91 85,406.09 88,105.78 Bachelor’s Degree Biweekly Rate: $3,194.26 3,297.77 3,401.36 Monthly Rate: $6,939.91 7,164.80 7,389.86 Annual Rate: $83,278.92 85,977.57 88,678.31 Master’s Degree or Higher Biweekly Rate: $3,203.03 3,306.55 3,410.13 Monthly Rate: $6,958.96 7,183.87 7,408.91 Annual Rate: $83,507.57 86,206.48 88,906.96 Chief Document Examiner Identification Systems Specialist Pay Range 813 Biweekly Rate: $3,035.32 3,152.77 3,274.83 3,401.75 3,533.64 3,670.91 Monthly Rate: $6,594.59 6,849.77 7,114.96 7,390.71 7,677.25 7,975.49 Annual Rate: $79,135.13 82,197.22 85,379.49 88,688.48 92,127.04 95,705.87 Associate’s Degree or 64 Credits Biweekly Rate: $3,052.90 3,170.29 3,292.37 3,419.30 3,551.17 3,688.46 Monthly Rate: $6,632.79 6,887.83 7,153.07 7,428.84 7,715.34 8,013.62 Annual Rate: $79,593.46 82,653.99 85,836.79 89,146.03 92,584.07 96,163.42 230 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 Bachelor’s Degree Biweekly Rate: $3,074.81 3,192.24 3,314.30 3,441.22 3,573.10 3,710.41 Monthly Rate: $6,680.39 6,935.52 7,200.71 7,476.46 7,762.99 8,061.31 Annual Rate: $80,164.69 83,226.26 86,408.53 89,717.52 93,155.82 96,735.69 Master’s Degree or Higher Biweekly Rate: $3,083.58 3,201.01 3,323.08 3,450.01 3,581.86 3,719.16 Monthly Rate: $6,699.44 6,954.58 7,219.79 7,495.56 7,782.02 8,080.32 Annual Rate: $80,393.33 83,454.90 86,637.44 89,946.69 93,384.21 96,963.81 Police Audio Visual Specialist Effective Pay Period 14, 2016 (June 19, 2016) Pay Range 801 Biweekly Rate: $1,615.79 2,154.38 2,356.34 2,617.67 2,717.90 2,872.22 Monthly Rate: $3,510.50 4,680.65 5,119.43 5,687.20 5,904.96 6,240.24 Annual Rate: $42,125.95 56,167.76 61,433.15 68,246.39 70,859.53 74,882.88 Associate’s Degree or 64 Credits Biweekly Rate: $2,172.02 2,373.98 2,635.30 2,735.54 2,889.86 Monthly Rate: $4,718.97 5,157.75 5,725.50 5,943.29 6,278.57 $56,627.66 61,893.05 68,706.03 71,319.43 75,342.78 Bachelor’s Degree Biweekly Rate: $2,194.06 2,369.02 2,657.32 2,757.57 2,911.90 Annual Rate: 231 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 Monthly Rate: $4,766.86 5,205.64 5,773.34 5,991.15 6,326.45 $57,202.28 62,467.66 69,280.13 71,893.79 75,917.39 Master’s Degree or Higher Biweekly Rate: $2,202.87 2,404.82 2,666.13 2,766.40 2,920.71 $4,786.00 5,224.76 5,792.49 6,010.33 6,345.59 $57,431.97 62,697.09 69,509.82 72,124.00 76,147.08 Annual Rate: Monthly Rate: Annual Rate: Police Officer1/ Police Matron Assistant Custodian of Police Property and Stores 1/ Receives $20.00 additional biweekly while assigned to motorcycle duty in accordance with MOTORCYCLE PAY provision of the labor contract. 2/ Upon graduation from the Academy an employee shall move to step 1. Pay Range 804 Biweekly Rate: $2,792.72 2,879.24 2,969.45 Monthly Rate: $6,067.52 6,255.49 6,451.48 Annual Rate: $72,810.20 75,065.90 77,417.80 Associate’s Degree or 64 Credits Biweekly Rate: $2,810.34 2,896.86 2,987.07 Monthly Rate: $6,105.80 6,293.77 6,489.77 Annual Rate: $73,269.58 75,525.28 77,877.18 Bachelor’s Degree Biweekly Rate: $2,832.41 2,918.89 3,009.12 Monthly Rate: 232 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 $6,153.75 6,341.64 6,537.67 Annual Rate: $73,844.97 76,099.63 78,452.06 Master’s Degree or Higher Biweekly Rate: $2,841.22 2,927.72 3,017.91 Monthly Rate: $6,172.89 6,360.82 6,556.77 Annual Rate: $74,074.66 76,329.84 78,681.22 Court Liaison Officer Forensic Investigator Narcotics Control Officer Police Alarm Operator Pay Range 806 Biweekly Rate: $2,879.24 2,969.45 3,066.57 Monthly Rate: $6,255.49 6,451.48 6,662.49 Annual Rate: $75,065.90 77,417.80 79,949.86 Associate’s Degree or 64 Credits Biweekly Rate: $2,896.86 2,987.07 3,084.20 Monthly Rate: $6,293.77 6,489.77 6,700.79 Annual Rate: $75,525.28 77,877.18 80,409.50 Bachelor’s Degree Biweekly Rate: $2,918.89 3,009.12 3,106.25 Monthly Rate: $6,341.64 6,537.67 6,748.70 Annual Rate: $76,099.63 78,452.06 80,984.37 233 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 Master’s Degree or Higher Biweekly Rate: $2,927.72 3,017.91 3,115.06 Monthly Rate: $6,360.82 6,556.77 6,767.84 Annual Rate: $76,329.84 78,681.22 81,214.06 Custodian of Police Property and Stores Pay Range 808 Biweekly Rate: $2,937.11 3,050.50 3,168.53 Monthly Rate: $6,381.22 6,627.57 6,884.01 Annual Rate: $76,574.65 79,530.89 82,608.10 Associate’s Degree or 64 Credits Biweekly Rate: $2,954.74 3,068.16 3,186.14 Monthly Rate: $6,419.52 6,665.94 6,922.27 Annual Rate: $77,034.29 79,991.31 83,067.22 Bachelor’s Degree Biweekly Rate: $2,976.79 3,090.18 3,208.20 Monthly Rate: $6,467.43 6,713.78 6,970.20 Annual Rate: $77,609.17 80,565.41 83,642.36 Master’s Degree or Higher Biweekly Rate: $2,985.62 3,099.00 3,217.02 Monthly Rate: 234 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 $6,486.62 6,732.95 6,989.36 Annual Rate: $77,839.38 80,795.36 83,872.31 Detective Document Examiner Police Data Communications Specialist Latent Print Examiner Pay Range 810 Biweekly Rate: $3,066.57 3,170.54 3,274.58 Monthly Rate: $6,662.49 6,888.38 7,114.42 Annual Rate: $79,949.86 82,660.51 85,372.98 Associate’s Degree or 64 Credits Biweekly Rate: $3,084.20 3,188.18 3,292.23 Monthly Rate: $6,700.79 6,926.70 7,152.76 Annual Rate: $80,409.50 83,120.41 85,833.14 Bachelor’s Degree Biweekly Rate: $3,106.25 3,210.23 3,314.26 Monthly Rate: $6,748.70 6,974.61 7,200.62 Annual Rate: $80,984.37 83,695.28 86,407.49 Master’s Degree or Higher Biweekly Rate: $3,115.06 3,219.05 3,323.08 Monthly Rate: $6,767.84 6,993.77 7,219.79 Annual Rate: $81,214.06 83,925.23 86,637.44 235 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 Police Electronic Technician Computer Aided Dispatch System Specialist Pay Range 812 Biweekly Rate: $3,170.54 3,274.58 3,378.68 Monthly Rate: $6,888.38 7,114.42 7,340.58 Annual Rate: $82,660.51 85,372.98 88,087.01 Associate’s Degree or 64 Credits Biweekly Rate: $3,188.18 3,292.23 3,396.30 Monthly Rate: $6,926.70 7,152.76 7,378.87 Annual Rate: $83,120.41 85,833.14 88,546.39 Bachelor’s Degree Biweekly Rate: $3,210.23 3,314.26 3,418.37 Monthly Rate: $6,974.61 7,200.62 7,426.82 Annual Rate: $83,695.28 86,407.49 89,121.79 Master’s Degree or Higher Biweekly Rate: $3,219.05 3,323.08 3,427.18 Monthly Rate: $6,993.77 7,219.79 7,445.96 Annual Rate: $83,925.23 86,637.44 89,351.48 Chief Document Examiner Identification Systems Specialist 236 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 Pay Range 813 Biweekly Rate: $3,050.50 3,168.53 3,291.20 3,418.76 3,551.31 3,689.26 Monthly Rate: $6,627.57 6,884.01 7,150.52 7,427.66 7,715.64 8,015.36 Annual Rate: $79,530.89 82,608.10 85,806.28 89,131.96 92,587.72 96,184.28 Associate’s Degree or 64 Credits Biweekly Rate: $3,068.16 3,168.14 3,308.83 3,436.40 3,568.93 3,706.90 Monthly Rate: $6,665.94 6,922.27 7,188.83 7,465.99 7,753.93 8,053.68 Annual Rate: $79,997.31 83,067.22 86,265.92 89,591.86 93,047.10 96,644.18 Bachelor’s Degree Biweekly Rate: $3,090.18 3,208.20 3,330.87 3,458.43 3,590.97 3,728.96 Monthly Rate: $6,713.78 6,970.20 7,236.71 7,513.85 7,801.81 8,101.61 Annual Rate: $80,565.41 83,642.36 86,840.54 90,166.21 93,621.72 97,219.31 Master’s Degree or Higher Biweekly Rate: $3,099.00 3,217.02 3,339.70 3,467.26 3,599.77 3,737.76 Monthly Rate: $6,732.95 6,989.36 7,255.90 7,533.04 7,820.93 8,120.73 Annual Rate: $80,795.36 83,872.31 87,070.75 90,396.42 93,851.14 97,448.74 Police Audio Visual Specialist Effective Pay Period 1, 2017 (January 1, 2017) Pay Range 801 237 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 Biweekly Rate: $1,648.10 2,197.47 2,403.47 2,670.02 2,772.26 2,929.66 Monthly Rate: $3,580.69 4,774.27 5,221.83 5,800.94 6,023.07 6,365.04 Annual Rate: $42,968.32 57,291.18 62,661.90 69,611.23 72,276.78 76,380.42 Associate’s Degree or 64 Credits Biweekly Rate: $2,215.46 2,421.46 2,688.01 2,790.25 2,947.66 Monthly Rate: $4,813.35 5,260.91 5,840.02 6,062.15 6,404.14 $57,760.21 63,130.92 70,080.26 72,745.80 76,849.71 Bachelor’s Degree Biweekly Rate: $2,237.94 2,443.94 2,710.47 2,812.72 2,970.14 $4,862.19 5,309.75 5,888.82 6,110.97 6,452.98 $58,346.29 63,717.01 70,665.82 73,331.63 77,435.79 Master’s Degree or Higher Biweekly Rate: $2,246.93 2,452.92 2,719.45 2,821.73 2,979.12 $4,881.72 5,329.26 5,908.33 6,130.54 6,472.49 $58,580.67 63,951.13 70,899.94 73,566.53 77,669.91 Annual Rate: Monthly Rate: Annual Rate: Monthly Rate: Annual Rate: Police Officer1/ Police Matron Assistant Custodian of Police Property and Stores 1/ Receives $20.00 additional biweekly while assigned to motorcycle duty in accordance with MOTORCYCLE PAY provision of the labor contract. 2/ Upon graduation from the Academy an employee shall move to step 1. Pay Range 804 Biweekly Rate: 238 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 $2,848.57 2,936.82 3,028.84 Monthly Rate: $6,188.86 6,380.59 6,580.52 Annual Rate: $74,266.29 76,567.09 78,966.18 Associate’s Degree or 64 Credits Biweekly Rate: $2,866.55 2,954.80 3,046.81 Monthly Rate: $6,227.92 6,419.66 6,619.56 Annual Rate: $74,735.05 77,035.86 79,434.69 Bachelor’s Degree Biweekly Rate: $2,889.06 2,977.27 3,069.30 Monthly Rate: $6,276.83 6,468.47 6,668.42 Annual Rate: $75,321.92 77,621.68 80,021.03 Master’s Degree or Higher Biweekly Rate: $2,898.04 2,986.27 3,078.27 Monthly Rate: $6,296.34 6,488.03 6,687.91 Annual Rate: $75,556.04 77,856.32 80,254.89 Court Liaison Officer Forensic Investigator Narcotics Control Officer Police Alarm Operator Pay Range 806 Biweekly Rate: $2,936.82 3,028.84 3,127.90 Monthly Rate: $6,380.59 6,580.52 6,795.74 239 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 Annual Rate: $76,567.09 78,966.18 81,548.82 Associate’s Degree or 64 Credits Biweekly Rate: $2,954.80 3,046.81 3,145.88 Monthly Rate: $6,419.66 6,619.56 6,834.80 Annual Rate: $77,035.86 79,434.69 82,017.58 Bachelor’s Degree Biweekly Rate: $2,977.27 3,069.30 3,168.38 Monthly Rate: $6,468.47 6,668.42 6,883.68 Annual Rate: $77,621.68 80,021.03 82,604.19 Master’s Degree or Higher Biweekly Rate: $2,986.27 3,078.27 3,177.36 Monthly Rate: $6,488.03 6,687.91 6,903.19 Annual Rate: $77,856.32 80,254.89 82,838.31 Custodian of Police Property and Stores Pay Range 808 Biweekly Rate: $2,995.85 3,111.51 3,231.90 Monthly Rate: $6,508.84 6,760.13 7,021.69 Annual Rate: $78,106.09 81,121.51 84,260.25 Associate’s Degree or 64 Credits Biweekly Rate: 240 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 $3,013.83 3,129.52 3,249.86 Monthly Rate: $6,547.90 6,799.26 7,060.71 Annual Rate: $78,574.85 81,591.06 84,728.49 Bachelor’s Degree Biweekly Rate: $3,036.33 3,151.98 3,272.36 Monthly Rate: $6,596.79 6,848.05 7,109.59 Annual Rate: $79,161.46 82,176.62 85,315.10 Master’s Degree or Higher Biweekly Rate: $3,045.33 3,160.98 3,281.36 Monthly Rate: $6,616.34 6,867.61 7,129.15 Annual Rate: $79,396.10 82,411.26 85,549.74 Detective Document Examiner Police Data Communications Specialist Latent Print Examiner Pay Range 810 Biweekly Rate: $3,127.90 3,233.95 3,340.07 Monthly Rate: $6,795.74 7,026.14 7,256.70 Annual Rate: $81,548.82 84,313.69 87,080.39 Associate’s Degree or 64 Credits Biweekly Rate: $3,145.88 3,251.94 3,358.07 Monthly Rate: $6,834.80 7,295.81 7,065.23 241 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 Annual Rate: $82,017.58 84,782.72 87,549.68 Bachelor’s Degree Biweekly Rate: $3,168.38 3,274.43 3,380.55 Monthly Rate: $6,883.68 7,114.09 7,344.65 Annual Rate: $82,604.19 85,369.07 88,135.77 Master’s Degree or Higher Biweekly Rate: $3,177.36 3,283.43 3,389.54 Monthly Rate: $6,903.19 7,133.64 7,364.18 Annual Rate: $82,838.31 85,603.71 88,370.15 Police Electronic Technician Computer Aided Dispatch System Specialist Pay Range 812 Biweekly Rate: $3,233.95 3,340.07 3,446.25 Monthly Rate: $7,026.14 7,256.70 7,487.39 Annual Rate: $84,313.69 87,080.39 89,848.66 Associate’s Degree or 64 Credits Biweekly Rate: $3,251.94 3,358.07 3,464.23 Monthly Rate: $7,065.23 7,295.81 7,526.45 Annual Rate: $84,782.72 87,549.68 90,317.42 Bachelor’s Degree Biweekly Rate: 242 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 $3,274.43 3,380.55 3,486.74 Monthly Rate: $7,114.09 7,344.65 7,575.36 Annual Rate: $85,369.07 88,135.77 90,904.29 Master’s Degree or Higher Biweekly Rate: $3,283.43 3,389.54 3,495.72 Monthly Rate: $7,133.64 7,364.18 7,594.87 Annual Rate: $85,603.71 88,370.15 91,138.41 Chief Document Examiner Identification Systems Specialist Pay Range 813 Biweekly Rate: $3,111.51 3,231.90 3,357.02 3,487.14 3,622.34 3,763.05 Monthly Rate: $6,760.13 7,021.69 7,293.53 7,576.23 7,869.97 8,175.67 Annual Rate: $81,121.51 84,260.25 87,522.31 90,914.72 94,439.58 98,108.09 Associate’s Degree or 64 Credits Biweekly Rate: $3,129.52 3,249.86 3,375.01 3,505.13 3,640.31 3,781.04 Monthly Rate: $6,799.26 7,060.71 7,332.61 7,615.31 7,909.01 8,214.76 Annual Rate: $81,591.06 84,728.49 87,991.33 91,383.74 94,908.08 98,577.11 Bachelor’s Degree Biweekly Rate: $3,151.98 3,272.36 3,397.49 3,527.60 3,662.79 3,803.54 Monthly Rate: $6,848.05 7,381.45 7,664.13 7,957.85 8,263.64 7,109.59 Annual Rate: 243 1 2 3 4 5 6 7 8 9 10 11 12 13 $82,176.62 85,315.10 88,577.42 91,969.57 95,494.17 99,163.72 Master’s Degree or Higher Biweekly Rate: $3,160.98 3,281.36 3,406.49 3,536.61 3,671.77 3,812.52 Monthly Rate: $6,867.61 7,129.15 7,401.01 7,683.71 7,977.36 8,283.15 Annual Rate: $82,411.26 85,549.74 88,812.06 92,204.47 95,728.29 99,397.84 Police Audio Visual Specialist 244 APPENDIX B September 14, 1983 MEMORANDUM OF UNDERSTANDING BETWEEN THE MILWAUKEE POLICE ASSOCIATION, LOCAL #21 I.U.P.A., AFL-CIO AND THE NEGOTIATING TEAM FOR THE CITY OF MILWAUKEE The parties agree to amend subsection 3.c.(1) of the OVERTIME Article set forth in the 1983-1984 City/Milwaukee Police Association Memorandum of Understanding so that in the 1983-1984 City/MPA Labor Contract it will read as follows: “(1) If an employee’s compensatory time off balance (CTB), including any remaining unused compensatory time off earned prior to September 11, 1983, recorded on the most current Police Department Personnel Status Report is less than 32 hours, the employee may elect to be compensated in time off instead of cash for each instance of overtime work performed after issuance of the most current Status Report until issuance of the next Status Report which indicates the employee’s CTB is equal to or greater than 32 hours.” The parties further agree that with respect to authorized overtime assignments directly related to the Milwaukee Police Department Band function, the following provisions shall be applicable: 1. Notwithstanding the OVERTIME Article of the 1983-1984 Labor Contract between the City of Milwaukee and the Milwaukee Police Association, when an employee is a member of the Milwaukee Police Department Band and performs an authorized overtime assignment directly related to the Band function, he/she shall be compensated at base salary rates (IX) in compensatory time off for the duration of such overtime assignment. The time off so earned: Shall not count towards the 32-hour Compensatory Time Off Bank (CTB) limit determining the employee’s eligibility for overtime compensation in compensatory time off, instead of cash, that is provided for in subsection 3.c.(1) of the OVERTIME 245 Article; Shall not affect the employee’s CTB recorded on Police Department Personnel Status Reports; and shall not be included in the cash buyout provided for under subsection 3.d.(1) of the OVERTIME Article. 2. An employee may use earned time off from authorized overtime assignments directly related to the Police Band function on dates he/she has requested provided the employee gives his/her commanding officer reasonable advance notice of the dates requested and the dates are determined available by the commanding officer in accordance with the needs of the Police Service. The processing of requests for use of compensatory time off shall be on a first-come, first-served basis. Decisions made by employee’s commanding officer with respect to the availability of the dates the employee has requested shall be final. 3. Administration of Band Overtime shall be in accordance with Departmental Order #7386, dated February 17, 1977, and attached herewith as Appendix A. The parties further agree that for purposes of administering the benefits provided by aforesaid OVERTIME Article (as amended, above) the following provisions shall apply: 1. Except as provided in subsection 2, of this paragraph, below, the Police Department Personnel Status Report used to determine an employee’s eligibility to elect compensatory time off instead of cash for an instance of overtime work performed shall cover overtime work performed during the 336 consecutive hour time period beginning at 12:01 a.m. on the second Wednesday of the pay period closest to the date on which the Status Report is issued. Normally, the Status Report would be issued on the second Wednesday of the pay period; in the event the Status Report is delayed, it shall be deemed effective retroactive to 12:01 a.m. on that Wednesday. 2. An employee may elect to be compensated in time off instead of cash for rollcall overtime if either of the two Police Department Personnel Status Reports that are issued during the current pay period reflect a balance of less than 32 hours. Such election must be for all rollcall overtime earned in such pay period. 246 3. An employee may elect to be compensated in time off instead of cash for out-of-shift premium earned if the employee’s CTB recorded on the most current Police Department Personnel Status Report in effect on the date that the out-of-shift assignment ends is less than 32 hours. The parties further agree that all other terms and conditions of the aforesaid OVERTIME Article (as amended, above) shall remain unchanged and in full force and effect. The parties further agree that the agreements provided for above shall be deemed to be in force and effect on September 11, 1983. REPRESENTATIVES OF THE MILWAUKEE POLICE ASSOCIATION CITY OF MILWAUKEE NEGOTIATING TEAM Robert B. Kliesmet James W. Geissner Bill Krueger Joe S. Ellis Gary J. Brazgel Elisabeth F. Schraith Donald Abbott Karen M. Christianson Thomas A. Barth Donald Fortier Thomas Kepka William Ward Gerald LeVan See file for original signatures. 247 APPENDIX ‘A’ CITY OF MILWAUKEE DEPARTMENT OF POLICE 749 WEST STATE STREET, POLICE ADMINISTRATION BUILDING MILWAUKEE, WISCONSIN 53233 ORDER NO. 7386 February 17, 1977 RE: MILWAUKEE POLICE BAND The following procedures relating to participation by members in functions of the Milwaukee Police Band are hereby adopted. 1. Three (3) hours compensatory overtime will be granted for appearances at school concerts, parades, and the Fire and Police Baseball Game to any band member assigned to the late shift, or to any band member participating on a scheduled regular off day or vacation day; provided, such regular off or vacation day may be exchanged for a different date. Early Shift band members will be compensated hour-for-hour ending at the time roll call payment starts. 2. Hour-for-hour compensatory overtime will be granted for appearances not enumerated above (See exceptions in numbered paragraphs 5 and 6); and a minimum of 1/10 of an hour (6 minutes can be submitted for compensatory overtime. 3. Two (2) hours compensatory overtime will be granted for regular rehearsal time designated as 2:00 p.m. to 4:00 p.m., but members scheduled for early shift duty on a rehearsal day shall not be entitled to “roll call overtime” in addition to the two hours provided herein. 4. Day shift members who are on duty and scheduled to participate in a parade shall be excused from duty one and one-half (1 1/2) hours prior to the scheduled reporting time of the parade. Their return to duty following the parade is contingent on the starting time, and to ensure uniformity such matter will be incorporated in the directive relating to the parade in question. 5. Duty time (excused) is hereby authorized for the annual Police Band Concert and rehearsal. 248 -2- 6. Band members will volunteer their time for appearance at the Police Picnic and any other event as directed by the Band Board, upon approval of the Chief of Police. 7. All compensatory overtime cards shall be submitted to the Band Manager for approval and transmittal to the Administration Bureau. This order shall take effect immediately and hereby cancels Order No. 6684, dated May 1, 1972. _________________________ Harold A. Breier Chief of Police HAB:RJZ:RTW See file for original signature. APPENDIX B Labr/MPA 249 October 12, 1983 MEMORANDUM OF UNDERSTANDING BETWEEN THE MILWAUKEE POLICE ASSOCIATION, LOCAL # 21 I.U.P.A., AFL-CIO AND THE NEGOTATING TEAM FOR THE CITY OF MILWAUKEE For purposes of interpretation and construction of the free parking provisions provided for in the 1983-1984 City/MPA labor contract (Article 17, subsection 2.a.(4)), an employee shall be covered by such provisions when performing the following authorized overtime assignments, notwithstanding the fact that such assignments do not fall within the ambit of court overtime work as determined by the Police Department Administration: 1. An employee assigned to the First District, or a Bureau located at the Police Administration Building, required to meet with the First District Captain at the Administration Building to discuss a tavern violation matter. 2. An employee required to report to the Lieutenant in charge of the Traffic Accident office of the Traffic Bureau to discuss an accident investigation matter. 3. An employee required to report to the Captain of the Vice Squad on a matter involving a previously executed search warrant. In the above 3 enumerated circumstances the employee shall not be entitled to court overtime, instead he/she shall submit an overtime card indicating a performance measure number determined by the Police Department Administration. The aforesaid free parking provisions shall also be interpreted and construed to cover an employee subpoenaed to court on authorized Departmental business during a period the employee is on approval sick or injury leave; such coverage shall be limited to the duration of the court appearance resulting from the subpoena and the employee shall not be entitled to overtime benefits for such appearance. The above provisions shall be deemed effective October 1, 1983 and, together with the provisions of Article 17, subsection 2.a.(4), of the 1983-1984 City/MPA labor contract, shall 250 constitute the full and only free parking benefits to which employees are entitled under such labor contract. REPRESENTATIVES OF THE MILWAUKEE POLICE ASSOCIATION CITY OF MILWAUKEE NEGOTIATING TEAM Bill Krueger James W. Geissner William P. Ward See file for original signatures. MOU_10-12-1983 Labr/MPA 251 November 16, 1983 MEMORANDUM OF UNDERSTANDING BETWEEN THE MILWAUKEE POLICE ASSOCIATION, LOCAL # 21 I.U.P.A., AFL-CIO AND THE NEGOTATING TEAM FOR THE CITY OF MILWAUKEE For purposes of interpretation and construction of the free parking provisions provided for in the 1983-1984 City/MPA labor contract (Article 17, subsection 2.a.(4)), an employee shall be covered by such provisions when subpoenaed to court on authorized Departmental business during a period the employee is suspended from duty with pay; such coverage shall be limited to the duration of the court appearance resulting from the subpoena and the employee shall not be entitled to overtime benefits for such appearance. The above provisions shall be deemed effective October 1, 1983. REPRESENTATIVES OF THE MILWAUKEE POLICE ASSOCIATION CITY OF MILWAUKEE NEGOTIATING TEAM Robert B. Kliesmet Joe S. Ellis See file for original signatures. MOU_11-16-1983 Labr/MPA 252 December 15, 1983 MEMORANDUM OF UNDERSTANDING BETWEEN THE MILWAUKEE POLICE ASSOCIATION, LOCAL #21 IUPA, AFL-CI AND THE NEGOTIATING TEAM FOR THE CITY OF MILWAUKEE The parties hereto agree that for purposes of interpretation and construction of the provisions of subsection 3.c. of the OVERTIME Article of the current City/MPA labor contract, in respect to administration of negative compensatory time off balances, the following shall apply from and after December 19, 1983: 1. Subject to the requirements governing usage of compensatory time off provided for in subsection 3.c.(2) of such OVERTIME Article, an employee may use compensatory time off so long as his/her compensatory time off balance (CTB) recorded on the most current Police Department Personnel Status Report is not less than zero (0) hours, notwithstanding the fact that such usage may result in the employee having a negative CTB on the next following status report. 2. An employee with a negative CTB recorded on the most current Police Department Personnel Status Report shall have an amount equal to the cash value of his/her negative CTB deducted from the paycheck he/she receives for the Pay Period next following the Pay Period of the status report recording such negative CTB. The cash value of an employee’s negative CTB shall be computed on the basis of his/her hourly base pay rate in effect during the Pay Period in which such negative CTB occurs as this rate is established under the BASE SALARY Article of the City/MPA Labor Contract in effect at that time. 3. An employee may not use time off which he/she has earned, such as vacation and holiday time or compensatory time off earned following publication of a Police Department Personnel Status Report indicating a negative CTB for the employee, 253 to offset a negative CTB and thereby avoid the paycheck deduction provided for in subsection 2, above. 4. In disputes over an employee’s negative CTB, the compensatory time off taken and earned that is indicated on his/her time card (in the case of compensatory time off earned other than for roll-call, the time off earned indicated on the employee’s overtime Tab Card—Form PO-7) for the Pay Period of the Police Department Personnel Status Report on which the disputed negative CTB was recorded, shall decide the dispute. The parties further agree that all other terms and conditions of such OVERTIME Article shall remain unchanged and in full force and effect. Representatives of the Milwaukee Police Association City of Milwaukee Negotiating Team Bill Krueger Joe S. Ellis Gary J. Brazgel See file for original signatures. MOU_12-15-1983 Labr/MPA 254 APPENDIX C MEMORANDUM OF UNDERSTANDING BETWEEN THE MILWAUKEE POLICE ASSOCIATION, Local #21 IUPA, AFL-CIO AND THE NEGOTIATING TEAM FOR THE CITY OF MILWAUKEE The parties hereto agree that whenever the Police Department Personnel Status Report for a pay period indicates a deficit in the time off entitlement of an employee because he/she has: (1) Exceeded his/her annual HOLIDAY OFF entitlement; and/or (2) Exceeded his/her annual VACATION entitlement; and/or (3) Exceeded his/her INJURY PAY entitlement; and/or (4) A negative SICK LEAVE BALANCE, the Police Department Administration shall deduct unused time off in the employee’s accounts indicated on such status report that are not in deficit by an amount of time off up to the time off that offsets, hour for hour, the employee’s time off deficit unless the employee notifies the Police Department Administration prior to 3 p.m. on the Friday immediately following the date such status report is issued that he/she does not want the offset made; such notification shall be provided in accordance with Departmental procedures established for this purpose. If such notification is provided the offset will not be made and the deficit will be docked from the employee’s paycheck for the pay period of the status report (the amount of such deficit to be computed on the basis of the employee’s hourly base salary rate in effect during such pay period). If there is no unused time off in the employee’s accounts indicated on such status report that are not in deficit, or if the amount of such unused time off is insufficient to offset the employee’s time off deficit, the remaining deficit will be docked from the employee’s paycheck on the same basis as is provided above when the notification requirements are met; and The parties further agree that this Memorandum of Understanding and its terms and conditions shall not be applicable to negative compensatory time off overtime balances reflected 255 on the Police Department Personnel Status Report, such negative comp time balances shall be governed by the provisions of a Memorandum of Understanding between the parties dated December 15, 1983; and The parties further agree that this memorandum of Understanding shall become effective upon its execution; and The parties further agree that this Memorandum of Understanding shall be made a part of the 1985/1986 City/MPA labor contract as an appendix. Representative of the Milwaukee Police Association Representatives of the City Milwaukee Negotiating Team Gary J. Brazgel Joe S. Ellis Thomas Repka See file for original signatures. APPENDIX C Labr/MPA 256 APPENDIX D CITY OF MILWAUKEE Fire and Police Commission November 13, 1987 Bill Krueger, President Milwaukee Police Association 1840 North Farwell Avenue, Suite 400 Milwaukee, WI 53202 Dear President Krueger: This is a follow-up communication to my letter of September 24, 1987, concerning the City Labor Negotiator’s authority to represent the Fire and Police Commission (FPC) in labor contract negotiations with the Milwaukee Police Association (MPA). The FPC designates the City Labor Negotiator as its representative in collective bargaining matters. The FPC will abide by the terms of the labor agreement that the City Labor Negotiator negotiates with the MPA. Sincerely, James F. Blumenberg Executive Director JFB:rk See file for original signature. APPENDIX D Labr/MPA 257 APPENDIX E The following paragraphs from the Pension Benefits Article of the 1985-1986City/Association Agreement are included for informational purposes: 1. Employees who are entitled to service credit during calendar years 1979 through 1986, inclusive, under either the Employee's Retirement System of Milwaukee or Policemen's Annuity and Benefit Fund of Milwaukee pension plans, shall receive such service credit at the rate of 2.5% per annum of Final Average Salary for each such year or part thereof. 2. Whenever the ERS Act provides that a medical panel make a determination affecting an employee's eligibility for benefits thereunder, a panel shall be substituted therefore consisting of three (3) physicians, one physician to be designated by the Association, one physician to be designated by the Employe Benefits Administrator and the third physician to be selected by agreement of the other two physicians. The panel may refer a member it is examining to an outside physician for examination. Decisions made by the panel on matters which are properly before it shall be by majority action and shall not be subject to the Grievance and Arbitration Procedure provisions of this Agreement. All costs associated with the panel, including costs of outside physicians used by the panel in making its determinations, shall be provided for by funds appropriated for that purpose from the budget of the City Annuity and Pension Board. 3. Effective January 1, 1985, for employees in active service on or after that date and who are members of the Policemen's Survivorship Fund of the Employees' Retirement System of Milwaukee, an increase in the current $200/$400 monthly survivorship benefits to $300/$600 per month, under the same terms and conditions applicable to such current benefits. This increase is being granted because there is no added cost, but if the experience is adverse, the benefits are to be reduced so as not to increase cost. All other terms and conditions of survivorship benefits shall remain unchanged. 258 4. An employee who files an application for a duty disability retirement allowance with the ERS Board on or after August 1, 1985, shall not be eligible to continue to receive such allowance beyond the first of the month next following their 57th birthday; on and after the first of the month next following their 57th birthday, such an employee shall receive the service retirement allowance to which he/she would be entitled upon normal retirement at age 57 and he/she shall have the time spent receiving such duty disability retirement allowance included as creditable service for purposes of determining his/her service retirement allowance. The City will hold the Association harmless from claims and actions against the Association based upon this subsection and any ordinance or administrative action implementing this subsection, and the Association does hereby agree to tender the defense of any such claim to the City forthwith. 5. An employee appointed to the Police Officer position classification on or after August 1, 1985, shall not be entitled to receive a duty disability retirement allowance for any injury he/she may sustain while on duty prior to the start of field training during the period of time he/she is assigned to the Police Academy for recruit training, including any subsequent injury related to the injury sustained during recruit training. Such an employee shall instead be covered by State of Wisconsin Workers' Compensation Act benefits during such period and shall be subject to all provisions pertaining to such Act. 6. Effective January 1, 1985, for employees in active service on or after that date: a. Whenever the Annuity and Pension Board of the Employees’ Retirement System of Milwaukee grants a disability retirement allowance to an employee under the provisions of Subsections 36.05(2) or 36.05(3) of the ERS Act, such allowance shall become effective on the date the employee filed an application for it with the Board. b. If an employee, who becomes eligible to receive an ordinary disability retirement allowance under the provisions of Section 36.05(2) of the ERS Act 259 on or after January 1, 1985, elects an optional benefit provided for under 36.05(7)(b) of the ERS Act, the option so elected shall become effective on the employee's effective date of ordinary disability retirement as determined under Section 36.05(2) of the ERS Act. c. If an employee, who has attained the minimum service retirement age, elects an optional benefit provided for under Subsection 36.05(7)(b) of the ERS Act on or after January 1, 1985, the option so elected shall become effective on the employee's effective date of retirement determined under Subsection 36.05(1)(a) of the ERS Act. 7. An employee in active service on or after January 1, 1985, who is a member of the Employees' Retirement System of Milwaukee (ERS) and who has not attained the minimum normal retirement age and service requirements provided for in Sections 36.05(1)(b) or 36.05(1)(f) of the ERS Act shall be permitted to elect a protective survivorship option for his/her spouse under Section 36.05(7)(b)4 of the ERS Act to become effective upon his/her death provided the employee makes such election six months prior to the date upon which he/she first attained 25 years of creditable service as a "Policeman." Such election shall be irrevocable, but shall be automatically revoked in the event the surviving spouse pre-deceases the employee before retirement or the surviving spouse is legally divorced from the employee before retirement. If elected, the coverage under such option shall become effective on the date the employee would have first attained age 52. In the event the employee has not attained the aforesaid minimum normal retirement requirements, but has at least 25 years of creditable service as a "Policeman," then such employee shall have until six months following the execution date of this Agreement to elect such option; if elected, the coverage under such option shall become effective on the date of election. The increase in benefits provided herein shall not apply to a surviving spouse entitled to receive benefits under the provisions of Section 36.05(5) of the ERS Act. The term, "Policeman," shall be as defined under Section 36.02 of the ERS 260 Act. All other provisions of 36.05(7)(b)4 of the ERS Act shall remain unchanged in full force and effect. 8. Except for the contractual guarantees set forth in Chapter 441 of the Laws of 1947, Wisconsin Statutes, the provisions of Section 36.13(2) of the ERS Act shall not be applicable to employees appointed to City employment on or after August 1, 1985. Implementation of the foregoing paragraphs was accomplished by amendments to the City Charter enacted prior to November 3, 1988. These amendments, together with the balance of pension benefits applicable to employes' covered by this Agreement under the 1985-1986 City/Association Agreement, are referenced in the introductory paragraph of the Pension Benefits Article of this Agreement. 261 APPENDIX F MEMORANDUM OF UNDERSTANDING BETWEEN THE MILWAUKEE POLICE ASSOCIATION AND THE CITY OF MILWAUKEE An officer permanently separating from service has the option to: 1. Elect a lump sum cash distribution of all accumulated and unused compensatory time off at the highest of: (a) the officer’s contractual rate of pay as of the date on which the compensatory time off was earned; (b) the officer’s contractual rate of pay as of the date of separation; or (c) the officer’s average compensation during the last three years of employment, and/or 2. Remain on the payroll for an equivalent period of compensatory time not to exceed 128 hours. The payment shall be made within thirty-one (31) consecutive calendar days of separation. Nothing in this provision shall alter an employee’s ability to return to active service for one final day at work immediately after all accrued and unused benefits have been exhausted. It is intended by the parties that the rate of pay will be adjusted retroactively by a successor contract. Sick leave benefits are excluded from this provision. FOR THE CITY OF MILWAUKEE FOR THE MILWAUKEE POLICE ASSOCIATION ____________________________ Mr. Frank Forbes Labor Negotiator ______________________________ Mr. Bradley DeBraska President See file for original signatures. 96C000141:48052 Appendix F Labr/MPA 262 FIRE & POLICE COMMISSION OFFICE OF THE CHIEF CHIEF OF STAFF CHIEF OF POLICE EXECUTIVE PROTECTION NEIGHBORHOOD PATROL BUREAU ASSISTANT CHIEF INVESTIGATIONS & INTELLIGENCE BUREAU ASSISTANT CHIEF NEIGHBORHOOD PATROL BUREAU INSPECTOR INVESTIGATIONS & INTELLIGENCE BUREAU INSPECTOR RISK MANAGEMENT BUREAU INSPECTOR FIRST DISTRICT CAPTAIN SOUTH INVESTIGATIONS DIVISION CAPTAIN INTERNAL AFFAIRS DIVISION CAPTAIN SECOND DISTRICT CAPTAIN THIRD DISTRICT CAPTAIN NORTH INVESTIGATIONS DIVISION CAPTAIN METROPOLITAN INVESTIGATIONS DIVISION CAPTAIN BUDGET & FINANCE MANAGER RISK MANAGEMENT BUREAU ASSISTANT CHIEF OFFICE OF THE CHIEF CAPTAIN OFFICE OF MANAGEMENT ANALYSIS AND PLANNING STAFF & LINE INSPECTIONS INSPECTOR (3) PUBLIC RELATIONS INSPECTIONS CAPTAIN POLICE ACADEMY CAPTAIN FOURTH DISTRICT CAPTAIN SENSITIVE CRIMES DIVISION CAPTAIN HUMAN RESOURCES DIVISION ADMINISTRATOR FIFTH DISTRICT CAPTAIN NARCOTICS DIVISION CAPTAIN TECHNICAL COMMUNICATIONS DIVISION CAPTAIN SIXTH DISTRICT CAPTAIN INVESTIGATIVE MANAGEMENT DIVISION CAPTAIN COURT ADMINISTRATION / CENTRAL BOOKING SECTION LIEUTENANT SEVENTH DISTRICT CAPTAIN INTELLIGENCE FUSION CENTER CAPTAIN OFFICE OF COMMUNITY OUTREACH & EDUCATION CAPTAIN NEIGHBORHOOD TASK FORCE CAPTAIN PROJECT SAFE NEIGHBORHOOD CAPTAIN PROPERTY CONTROL SECTION MANAGER FACILITIES SERVICES DIVISION MANAGER OFFICE OF POLICE INFORMATION SYSTEM SERVICES DIRECTOR RECORDS MANAGEMENT DIVISION POLICE RECORDS MANAGER EARLY INTERVENTION PROGRAM OPEN RECORDS SECTION 263 MILWAUKEE POLICE DEPARTMENT ORGANIZATIONAL CHART APRIL 10, 2016 APPENDIX G Page 2 For purposes of Article 15 Section 3.b.(3)(b) (providing that replacement workers shall work within the same “box” as shown on the “Milwaukee Police Department Organizational Chart”) of the collective bargaining agreement between the City and the Milwaukee Police Association pertaining to the use of replacement employees for employees wishing to use compensatory time off, the following shall apply: 1. Employees assigned to the Community Services Division of the Patrol Bureau Special Programs Section, Youth Services Section and Crime Prevention Section may serve as replacements for any employee assigned to the Community Services Division. 2. Employees assigned to the “Weed and Seed” program may serve as replacements for any employee assigned to the Patrol Bureau, Third District, and vice versa. 3. Employees assigned to the Prisoner Processing Section may serve as replacements for employees assigned to the First District, and vice versa. APPENDIX G Labr\MPA 264 APPENDIX H MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF MILWAUKEE/MILWAUKEE POLICE DEPARTMENT AND THE MILWAUKEE POLICE ASSOCIATION, LOCAL #21, IUPA, AFL-CIO MILLER PARK During the term of an Agreement for Security Services between the City of Milwaukee and representatives of the Milwaukee Brewers Baseball Club, the City of Milwaukee (“City”) and the Milwaukee Police Association (“MPA”) agree as follows: 1. The City agrees to compensate MPA members at time and one-half (1-1/2X) base salary rates in cash only for overtime worked at Miller Park. 2. MPA members may be scheduled for Miller Park Overtime Duty on regular off days, vacation off days, holiday off days, or off duty hours on regular duty days, not to exceed three (3) total occasions per pay period. It is also understood that members on off days will be selected for Miller Park Overtime Duty before members on regular duty days. Members who have scheduled seven (7) consecutive off days consisting of regular off days, holiday off days, and/or vacation days in a pay period may be scheduled for four (4) occasions at Miller Park. 3. The chief of Police, or his/her designee agrees to consider input from the MPA designee in developing a fair system for overtime at Miller Park. 4. This Memorandum of Understanding and the cash overtime requirement in point one (1) shall only apply to the Miller Park agreement. Dated this ________________________day of _____________________________,2005. FOR THE CITY FOR THE MPA ___________________________ David A. Kwiatkowski Labor Negotiator ___________________________ Bradley DeBraska President, MPA See file for original signatures. Miller Park Labr/MPA 265 APPENDIX I WELLNESS AND PREVENTION PROGRAM AND WELLNESS AND PREVENTION COMMITTEE A Wellness and Prevention Program and a Wellness and Prevention Committee shall be implemented to promote the wellness and prevention of disease and illness of City employees, retirees and their family members. The Wellness and Prevention Program shall include an annual Health Risk Assessment (HRA) and may contain, but shall not be limited to, some or all of the following components: benefit communication, medical self-care, nurse line, consumer health education, injury prevention, advanced directives, preventive medical benefits, targeted at-risk intervention, high-risk intervention, disease management, condition management, wellness incentive or other components agreed upon by the City and the unions. The City shall retain a consultant to assist in developing a plan for a comprehensive wellness and prevention program for the City and to assist in making program adjustments. A Wellness and Prevention Committee shall be established to assist the consultant in the design of the Wellness and Prevention Program and to provide oversight of the program. The Wellness and Prevention Committee shall be comprised of nine union members appointed by the unions and three management representatives appointed by the Mayor. The unions shall select the nine union representatives. The committee shall be structured to include two MPA members determined by the MPA. Decisions of the committee shall be by consensus. Consensus shall be reached when ten committee members agree. The committee shall make no decisions that require employees to pay additional out-of-pocket costs unless they are ratified by every City bargaining unit. However, the committee may decide to provide additional lump sum compensation to employees, reduce an out-of-pocket monthly expense or provide some other type of benefit without ratification by the bargaining units. No decision made by the committee or failure to 266 make a decision shall be subject to any aspect of the various grievance procedures, complaint procedures, court action or any other type of dispute resolution mechanism. The City shall develop a Request for Proposals (RFP) and solicit bids from third party vendors qualified to implement the Wellness and Prevention Program. Upon conclusion of the bidding process, the City shall meet with the unions to review the results of the RFP. The committee shall decide on the vendors giving due consideration to all City policies associated with the selection procedures. The City shall not spend more than two million dollars per year, including the cost of conducting the HRA, on the Wellness and Prevention Program. All parties involved with the HRA shall abide by all laws governing the release of employee medical records. Appendix I Labr/MPA 267 APPENDIX J Framework for a Memorandum of Understanding Between the City of Milwaukee And the Milwaukee Police Association Local #21 I.U.P.A., AFL-CIO Re: Discretionary Days Off in Lieu of Discipline Overview The current disciplinary system within the Milwaukee Police Department frequently results in varying periods of unpaid suspension leave for employees. In essence employees are found guilty of violations of departmental rules and regulations and the Chief of Police Head makes a determination as to appropriate penalty. Upon Order of the Chief of Police, employees may be subjected to periods of unpaid suspension of one or more days in length. In such events the disciplined member is suspended for specific date(s) as determined by the Professional Performance Division, and said member suffers a financial loss for the unpaid date(s). It is recognized that financial losses are not typically borne by the offending member alone, but by his or her family as well. Additionally, members on paid suspension periods are absent from duty and therefore the Police Department suffers the loss of human resources. It is the intent of this agreement to provide for a suitable alternative to the current system, which will alleviate much of the financial loss to employees and their families, keep productive employees at their workplaces and still provide an effective means of discipline. This shall be accomplished by allowing Police Department members, under the below conditions, to substitute discretionary off time in place of suspension days. Procedure In those discipline cases wherein the Chief of Police orders the suspension of a member for a period of five days or less, the member subject to said discipline shall be served with the discipline order(s) consistent with current practices. In addition, the member shall also be served with a notice informing them of their option to substitute discretionary time in place of any or all suspension days. The notice shall advise the member that if he or she wishes to substitute discretionary time, he or she must notify the Personnel Division in writing within five calendar days. Upon proper notification, the Personnel Division shall process the member’s request and subtract the appropriate discretionary time from the member’s balance. Failure to properly notify the Personnel Division or Administrator within the five-day period shall automatically 268 result in the member forfeiting their ability to substitute discretionary time and the suspension shall proceed as ordered by the Chief. Conditions of Agreement • For applicable suspension as described above, the substitution of discretionary time shall be at the member’s sole discretion, given that the member has the time available. • Suspensions exceeding five days shall not be eligible for substitution. • Only vacation days may be substituted. Substitutions shall be on a one-for-one basis, i.e. one vacation day replaces one suspension day. • Compensatory time, sick time, etc., may not be utilized for substitution. • Members may choose to substitute discretionary time for all or part of a suspension period. However, substitutions may only be made in full eight-hour blocks. • Members may only substitute discretionary time that is available on the current Time Owed and Allowed reports. Members may not “borrow” future time. • In the event that a member chooses not to substitute discretionary time, or does not have the time available to them on the current Time Owed and Allowed report, said member shall serve the suspension days as ordered by the Chief. • A member’s decision to substitute discretionary time shall have no bearing on their disciplinary record. All official Police Department disciplinary records, including the Personnel Order, shall continue to indicate that the member was suspended for the time period as ordered. Substituted suspension time shall continue to be a factor in matters such as progressive discipline, Sick Leave Incentive, promotional exams, etc. • A member’s decision to substitute discretionary time is neither an admission of guilt nor a waiver of grievance/appeal rights. • In the event that a member chooses to substitute discretionary time and then is awarded a reduction of discipline through the grievance/appeal process, said member shall be credited with the awarded day(s), to the same account from which they were drawn. Time credited to the member’s balance shall be governed by the rules in place for discretionary time applicable to the date the time is returned. For example: In January of 2005, a member is suspended for two days and substitutes two vacation days. The member grieves the discipline and in January of 2006, an arbitrator reduces the discipline to one day. The Police Department would then add eight hours to the member’s vacation balance for year 2006 and subsequently the eight hours would have to be utilized by the end of that calendar year, unless the arbitrator/umpire directs otherwise. 269 • • • For purposes of this memorandum of understanding, the parties recognize the authority of the arbitrator/umpire to direct that the member be able to utilize any returned time during a period of one year immediately following the date of the award. The Chief of Police shall not in any way consider a member’s discretionary off-time balance when deciding upon discipline. The procedure would be implemented on a trial basis for the term of the 2007-2009 Agreement and could be extended beyond that date by mutual agreement. Dated this _______________________day of _____________________________, 2007. FOR THE CITY FOR THE MPA _________________________ Troy M. Hamblin Labor Negotiator _________________________ John A. Balcerzak President, MPA See file for original signatures 270 ADDENDUM TO APPENDIX J Framework for a Memorandum of Understanding Between the City of Milwaukee (the “City”) And the Milwaukee Police Association Local #21 I.U.P.A., AFL-CIO (the “MPA”) Re: Effective Date for Discretionary Days Off in Lieu of Discipline The MPA and the City agree to the following: 1. The effective date for the substitution of vacation days in lieu of suspension shall be October 21, 2007. No discretionary days shall be substituted for suspensions imposed prior to October 21, 2007. 2. As soon as administratively practicable the Milwaukee Police Department shall prepare and disseminate forms and notices in accordance with Appendix J of the 2007-2009 MPA-City Agreement. However, it is understood that a limited number of suspensions may have been imposed before the implementation of the required forms and notices. Employees who were served with suspension notices on and after October 21, 2007, but before such forms and notices were implemented, shall be provided notice of their right to substitute discretionary days off for suspension. Upon the serving of such notice, the time limits specified in Appendix J shall be observed by the City and the MPA. Dated this _____________________________day of _____________________________, 2007. FOR THE CITY FOR THE MPA ______________________________ Troy M. Hamblin Labor Negotiator ______________________________ Thomas Fischer Vice-President, MPA See file for original signatures ADDENDUM TO APPENDIX J LABR/MPA/MPA CONTRACT FOLDER 2 271 APPENDIX K Memorandum Of Understanding (MOU) Between The City of Milwaukee (City) And Milwaukee Police Association (Union) RE: Retroactive Payments for Underfilling Desk Sergeant beginning Pay Period 1, 2004 through Pay Period 26, 2006 1. This MOU contains the terms and conditions for payment of retroactive payments for employees in the classification of Police Officer who underfilled the position of Desk Sergeant at the direction of their commanding officers during the time period beginning pay Period 1, 2004 through the end of Pay Period 26, 2006. This period shall be deemed the Effective Period. 2. The effective date of this MOU shall be the first day of the first full pay period following execution of the 2007-2009 City-Union collective bargaining agreement. Except as provided hereunder, this MOU shall expire upon payment of all retroactive payments owed to employees for underfilling during the Effective Period. Payments made under this MOU shall be paid no later than sixty days from the execution date of the 2007-2009 City-Union collective bargaining agreement. 3. Notwithstanding the provisions of ARTICLE 12, SPECIAL DUTY AND TEMPORARY ASSIGNMENT PAY of the 2004-2006 City-Union collective bargaining agreement, each employee in the Police Officer job classification who underfilled the position of Desk Sergeant at the direction of his or her commanding officer during the Effective Period shall be paid an additional amount on the following basis for time spent underfilling as Desk Sergeant: The additional amount for each hour of time so spent shall be equivalent to the difference between the effective base salary hourly rate of step one of Pay Range 808 (Detective) and the Police Officer's base salary hourly rate at the time of the underfilling assignment. This amount shall be offset by any payment already made under ARTICLE 12, SPECIAL 272 DUTY AND TEMPORARY ASSIGNMENT PAY of the 2004-2006 collective bargaining agreement for underfilling during the Effective Period. 4. Any payment made under the provisions of this Article shall not have any sum deducted for pension benefits nor shall such payments be included in the determination of pension benefits or other fringe benefits. Dated this ___________________________day of ___________________________, 2007. FOR THE CITY FOR THE MPA ______________________________ Troy M. Hamblin Labor Negotiator ______________________________ John A. Balcerzak President, MPA See file for original signatures Appendix K Labr/MPA 273 APPENDIX L MEMORANUDUM OF UNDERSTANDING BETWEEN THE CITY OF MILWAUKEE (City) AND THE MILWAUKEE POLICE ASSOCIATION, LOCAL #21, IUPA, AFL-CIO (Union) November 4, 2011 1. An employee occupying the classification of detective on the execution date of the 20102012 Agreement between the City and the Union shall be eligible for consideration for promotion to the rank of police lieutenant if the employee otherwise meets the minimum eligibility criteria for consideration for promotion to the rank of police lieutenant as established by the City’s Fire and Police Commission. A list of identified employees shall be attached to the Memorandum. 2. No employee identified herein shall be precluded from the promotional testing process to the rank of police lieutenant based solely on a lack of experience as a sergeant. 3. Notwithstanding anything else in this agreement, any employee identified herein shall be treated the same as any other MPD employee with respect to eligibility and examination for the rank of police lieutenant. 4. The City and the Union agree that this Memorandum has no value as precedent and may not be cited as precedent by either the City or the Union in any interest arbitration proceedings or in any other disputes between the parties, except for the sole purpose of enforcing the terms of this Memorandum. Dated this ______________ day of __________________________, 2011. FOR THE CITY FOR THE UNION _____________________________ Troy M. Hamblin, Labor Negotiator City of Milwaukee _____________________________ Michael V. Crivello, President Milwaukee Police Association See file for original signatures 274 OFFICE: 6310 WEST BLUEMOUND ROAD, MILWAUKEE, WI 53213 PHONE: (414) 778-0740 - FAX: (414) 773-0757 - e-mall: police @execpc.com - Vice President Mark D. .Buelow - President Michael V. Crlvelto Mark A. Slkora Local? 11.1 Trustees John'T. Balsha Dale Burmann Jr. Hodollo Gomez Jr. Troy K. Jankowskl KLEMSTEIN, KEVIN - 100 HARMS, VANESSA 103 WALLICH, ELISABETH I06 DELACRULMADRINA 109 111913311311, BRANT 112 ANDERSOILDAVID ALLES, MICHAEL 115 CABALLERQSTEVEN DAVIS.MARLON 113 31011, LYNDA 121 124 ALLEN. WARREN - .MCQUOWN, 12? 0131120019, THOMAS CHARLESJON 130 SALAAM, MARCO GOLDBERG, MATTHEW 133 REAVES. NICOLE LALOGGIA, ROBERT 136 WALISIEWICZ, MICHAEL 11111113. LUKE 139 GRAHAMJIMOTHY CHAIM, EDWARD. CULBRANDSON, ERIK 142 LIBAL, CHARLES STEWART, ELIZABETH 14s WILCOX. DANIEL DEVALKENAERELDENNIS 14s 151 NAGLER, EUGENE 0111.111; LUKE PASHOJASEMIN 154 WASHINGTOEMECHAEL 157 FORMOLOLPAUL GUYJTRAVIS 160 coopenmn?mewf GLIDEWELL, HERB I63 GONZALESI RODNEY HENNERJAMES 16? MARXIDOUGLAS 170 MALANCHE.GENA WELLS.STEVE WOODEN, _173 CAPPELLI, WALTER DINEENJHOMAS 180 JACKS. JEREMIAH LEWANDOWSKI, 5111111110111 SCHMIDT, JUSTINE 1113 THOMAS, HAROLD YOUNG. RODNEY CAMPBELL, JAMES 186 1.011011. PAUL 189 LOPEZ, vmcem KARLOVICH, 1111111111. LACY, CAROLYN 192 SCOTT. LACKOVIC, SCOTT 19s SIMMERT, 111111.sz 111111110, EDMUND 193 GOMEZ, RODOLFO 201 THOMPSON, REGINALD . MILWAUKEE POLICE ASSOCLATION Michael V. Crivello President Local? Aye-010Af?lmled wllh: lnternallonal Unlon pl Police Associations 275 221i APPENDIX M December 1, 2011 Michael V. Crivello, President Milwaukee Police Association Local #21 6310 West Bluemound Road Milwaukee, WI 53213 RE: DOMESTIC PARTNER BENEFITS Dear Mr. Crivello: The City health plans, as of January 1, 2012, offer domestic partner benefits to all active City employees, including members of the Milwaukee Police Association. Thank you. Michael Brady Employee Benefits Cc: Maria Monteagudo Troy Hamblin See file for original 276 APPENDIX N MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF MILWAUKEE (City) ANDY THE MILWAUKEE POLICE ASSOCIATION LOCAL #21, IUPA, AFL-CIO (Union) The City and the Union agree to resolve Grv. No. 2009-6/WERC Case 600 regarding ARTICLE 54 – DUTY ASSIGNMENT, and any other grievance filed by the Union regarding Article 54 of the labor agreement that has not previously been resolved, as follows: 1. The “temporary exceptions” referenced in the last sentence of Article 54 of the labor agreement allows the Chief of Police: A. To assign one or more employees to a day duty assignment to further the Training Academy’s mission. Such assignment may be made when in the Chief of Police’s judgment: (i) The employee to be assigned under this provision has a specific skill set or knowledge base not possessed by an employee currently assigned to day duty, or (ii) The needs of the service warrant such an assignment, due to the work schedule or the special assignment of an employee currently assigned to day duty who might otherwise be utilized in the Training Academy’s mission. The assignment of each such employee to day duty shall be for a maximum of sixty (60) calendar days per year. B. To assign one or more employees to a day duty assignment when in the Chief of Police’s judgment an emergency involving the needs of the service warrants such assignment. Any such assignment shall not exceed five (5) consecutive work days. C. To assign an employee to day duty when an employee requests such an assignment due to a life hardship. A “life hardship” is defined as a catastrophic life-changing event, such as the death or terminal condition of the spouse, child, brother/sister or parent of the employee seeking such an assignment. The determination of whether an employee is eligible for such an assignment, and the decision to grant or deny the request, for up to 180 days, is in the sole discretion of the Chief of Police. The Chief of Police may, if the criteria in this paragraph are met, extend such hardship assignment for up to an additional 180 days. 277 D. The Milwaukee Police Department shall provide the Union with written notification prior to assigning any employee to day duty pursuant to any of the above circumstances. If impracticable due to an emergent situation an initial verbal notification shall be followed by the written notification. E. The Union shall maintain the right to challenge any such exception and/or temporary assignment in-accordance with the grievance process. 2. In addition to the provisions set forth in paragraph one, the City and the Union agree that the following special provisions apply to employees assigned to what is currently known as the Milwaukee Police Department’s High Intensity Drug Trafficking Area (HIDTA) unit. The parties agree: A. Specific Exception. Those employees on the attached list who have been assigned in the past to day duty at the HIDTA unit, despite having insufficient seniority to be assigned to day duty, shall be “grandfathered” and are eligible to be assigned to day duty at HIDTA. B. General Exception. The Chief of Police may from time to time assign to day duty up to six (6) employees [department wide] who will be primarily involved in narotics investigation at the HIDTA unit, or any future unit that includes a similar function as HIDTA, providing such functional unit is considered the Department’s primary narcotics unit; regardless of the employee’s seniority. Each such employee selected by the Chief of Police may be so assigned on a one-time basis for not more than two (2) years under this provision. 3. Apart from those employees with insufficient seniority for a day duty assignment referenced in paragraphs 1 and 2 above, any employee currently assigned to a day duty assignment with insufficient seniority shall be reassigned by the Chief of Police consistent with the employee’s seniority within thirty (30) days of the Union’s providing the employee’s name to the Chief of Police. 4. The City Shall provide the Union, on a quarterly basis, the Milwaukee Police Department’s Day Shift Eligibility List. Prospectively, this information will be included as a new provision (i.e., paragraph 2.h) under Article 50, Bargaining Unit Information, of the parties’ labor agreement. Dated this 24th day of November,2015 See file for original FOR THE CITY ______________________________ FOR THE UNION __________________________ DEBORAH A. FORD, LABOR NEGOTIATOR MICHAEL V. CRIVELLO, PRESIDENT City of Milwaukee Milwaukee Police Association 278 INDEX ARTICLE PAGE ACCRUED TIME OFF DONOR PROGRAM ...........................................................................148 AGENCY SHOP ..........................................................................................................................111 AID TO CONSTRUCTION OF PROVISIONS OF AGREEMENT ..........................................134 APPENDIX A ..............................................................................................................................160 APPENDIX B ..............................................................................................................................245 APPENDIX C ..............................................................................................................................255 APPENDIX D ..............................................................................................................................257 APPENDIX E ..............................................................................................................................258 APPENDIX F...............................................................................................................................262 APPENDIX G ..............................................................................................................................264 APPENDIX H ..............................................................................................................................265 APPENDIX I ...............................................................................................................................266 APPENDIX J ...............................................................................................................................268 APPENDIX K ..............................................................................................................................272 APPENDIX L ..............................................................................................................................274 APPENDIX M .............................................................................................................................276 APPENDIX N ..............................................................................................................................277 ASSIGNMENTS MADE CONSISTENT WITH EMPLOYEE’S MEDICAL CAPABILITIES ........................136 ASSOCIATION NEGOTIATING TIME ....................................................................................115 AUTO ALLOWANCE ................................................................................................................105 BANK OF HOURS FOR ASSOCIATION ACTIVITY .............................................................116 BARGAINING UNIT INFORMATION .....................................................................................122 BASE SALARY ............................................................................................................................16 BOMB SQUAD PAY ..................................................................................................................106 BULLETIN BOARDS .................................................................................................................114 CERTIFICATION PAY ..............................................................................................................153 CONTRACT ADMINISTRATION ............................................................................................117 COPIES OF LABOR CONTRACT.............................................................................................156 COPIES OF MEMOS AND ORDERS........................................................................................132 DEFINITIONS ...............................................................................................................................15 DRUG TESTING.........................................................................................................................140 DUES CHECK-OFF ....................................................................................................................112 DURATION OF AGREEMENT AND TIMETABLE....................................................................2 DUTY ASSIGNMENT ................................................................................................................131 EARLY INTERVENTION PROGRAM .....................................................................................156 EDUCATIONAL PROGRAM ....................................................................................................107 FIELD TRAINING OFFICER PREMIUM PAY ........................................................................152 FIRE AND POLICE COMMISSION OVERTIME ......................................................................55 FUNERAL LEAVE .......................................................................................................................80 GRIEVANCE AND ARBITRATION PROCEDURE ....................................................................7 HEALTH INSURANCE ................................................................................................................65 HOLIDAY PREMIUM PAY.........................................................................................................99 HOURS OF WORK.......................................................................................................................41 ILLNESS IN FAMILY ..................................................................................................................81 INFORMATION RECOMMENDED TO BE FURNISHED TO ASSOCIATION .....................59 INJURY PAY ................................................................................................................................82 INTERNAL INVESTIGATIONS ...............................................................................................156 INTERPRETER/TRANSLATOR PAY ......................................................................................147 JOINT LABOR/MANAGEMENT COMMITTEES ...................................................................132 LEGAL EXPENSES LIABILITY ...............................................................................................133 279 LIFE INSURANCE .......................................................................................................................62 LIMITATIONS UPON ASSOCIATION ACTIVITY ................................................................114 LOCKERS ...................................................................................................................................106 LONGEVITY PAY .......................................................................................................................37 MANAGEMENT RIGHTS .............................................................................................................5 MILITARY LEAVES ....................................................................................................................86 MOTORCYCLE PAY ...................................................................................................................40 NEGOTIATIONS ........................................................................................................................114 NOTICES .....................................................................................................................................136 OFF-DUTY EMPLOYMENT .....................................................................................................130 ORDINANCE AND RESOLUTION REFERENCE ......................................................................4 OVERTIME ...................................................................................................................................42 PAID LUNCH ...............................................................................................................................97 PARKING ALLOWANCE BENEFITS FOR POLICE ADMINISTRATION BUILDING EMPLOYEES .........137 PENSION BENEFITS ...................................................................................................................59 POLITICAL LEAVES OF ABSENCE .......................................................................................131 PREAMBLE ....................................................................................................................................1 PROBATIONARY EMPLOYEES ..................................................................................................6 PROHIBITION OF STRIKES AND LOCKOUTS .......................................................................14 REAPPOINTMENT BENEFITS.................................................................................................149 RECOGNITION ..............................................................................................................................2 RETENTION OF PENSION AND ANNUTY RIGHTS ..............................................................59 SAFETY GLASSES ....................................................................................................................105 SENIORITY FOR LAYOFF PURPOSES ..................................................................................110 SICK LEAVE ................................................................................................................................77 SIGNATURES .............................................................................................................................159 SPECIAL DUTY AND TEMPORARY ASSIGNMENT PAY ....................................................40 SUBJECT TO CHARTER...............................................................................................................4 TERMINAL LEAVE .....................................................................................................................85 TIME OFF FOR JURY DUTY......................................................................................................96 TIME OFF IN LIEU OF HOLIDAYS...........................................................................................97 TUITION AND TEXTBOOK REIMBURSEMENT ..................................................................108 UNDERWATER INVESTIGATION UNIT PAY ......................................................................107 UNIFORM AND EQUIPMENT .................................................................................................100 UNPAID LEAVE OF ABSENCE FOR ASSOCIATION BUSINESS.......................................124 UNPAID MATERNITY ..............................................................................................................125 VACATIONS ................................................................................................................................90 WAIVER OF FURTHER BARGAINING ..................................................................................155 ___________________________________________________________________________ 280