MEMORANDUM OF AGREEMENT

BETWEEN

CITY OF RACINE

AND

RACINE POLICE ASSOCIATION

2018 - 2020

TABLE OF CONTENTS
Article
I
II
III
IV
V
VI
VII
VIII
IX
X
XI
XII
XIII
XIV
XV
XVI
XVII
XVIII
XIX
XX
XXI
XXII
XXIII
XXIV
XXV
XXVI
XXVII
XXVIII
XXIX
XXX
XXXI
XXXII
XXXIII
XXXIV
XXXV
XXXVI
XXXVII
XXXVIII
XXXXIX

Title
Statutes
Recognition
Association’s Activity
Management Rights
Prohibition
Bulletin Board
Suspension and Dismissal
Grievance Procedure
Arbitration
Insurance
Pension Payments
Vacation Pay
Promotional Procedures
Work Week
Duty Incurred Injury
Bi-Weekly Payroll
Wages
Hours of Work and Duty Assignments
Longevity Pay
Clothing, Uniform, and Equipment Allowance
Holidays
Sick Leave
Funeral Leave
Overtime
Compensatory Time
Fair Share Agreement
Absences Due to Illness or Emergency in Family
No Strike Agreement
Leave of Absence
Military Duty
Prohibited Practices
Duration of Agreement
Attendance Incentive Program
Educational Incentive Program
Physical Fitness Incentive Program
Personal Vehicle Usage
Severability
Entire Memorandum of Agreement
Jury Duty
Appendix “A” – Salary Schedule Jan. 1, 2018
Side Letter of Agreement

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44

 AGREEMENT
THIS AGREEMENT effective the 1st day of January, 2018 by and
between the City of Racine, hereinafter referred to as the “City” and
Racine Police Association, hereinafter referred to as the “Association”.
It is understood and agreed by the parties to this Agreement that the terms,
provisions and conditions herein in no way eliminate the provisions of
Section 62.13, Wisconsin Statutes, which provide for the establishment
and the powers of a Police and Fire Commission for cities and the rights of
police officers employed by the City of Racine. All officers will continue
to have the option available to them to have those matters described within
Section 62.13, Wisconsin Statutes resolved through the statutory process.
It is understood and agreed by the parties hereto that Section 62.13,
Wisconsin Statutes, is an enactment of statewide concern for the purpose
of providing a uniform system for the regulation of Police Departments
within the State of Wisconsin, and in case of any conflict between the
provisions of this Agreement and the provisions of the Wisconsin Statutes
and/or the rules and regulations of the Racine Police Department, pursuant
thereto, the statutory provisions and/or such rules and regulations shall
govern notwithstanding any provision of this Agreement to the contrary.
Notwithstanding anything contained herein, the City may not, by rule or
regulation, eliminate the option officers have to resolve disputes pursuant
to Section 62.13, Wisconsin Statutes, or by the grievance process subject
to the terms of this agreement.
ARTICLE I
STATUTES
This Agreement is made and entered into pursuant to Section 111.70,
Wisconsin Statutes, and with Sections 62.13 and 66.90, Wisconsin
Statutes, as far as they may be pertinent.
ARTICLE II
RECOGNITION
The City recognizes the Association as the exclusive bargaining agent for
the regular full-time employees of the Police Department of the City of
Racine in the grades Police Officer, Traffic Investigator and Investigator.

1

 ARTICLE III
ASSOCIATION’S ACTIVITY
The Association agrees to conduct its business off the job except as
hereinafter provided. However, the Executive Board of the Association
shall, subject to the approval of the Chief of the proposed use of such
facilities, be allowed to hold its meetings at the Safety Building when it
desires. For the purposes of this paragraph, the day before the convention
shall be considered a convention day for the delegates assigned to Late
Second Shift and Third shift.
This Article shall not prevent certain routine business such as the posting
of Association notices and bulletins and the conduct of grievance
procedure during working hours. Representatives of the Association
having business with the officers or individual members of the Association
may confer with such officers or members during the course of the
working day for a reasonable time provided permission is first obtained
from the commanding officer or supervisory officer for such Association
officer or member. Authorized representatives of the Association and the
City shall be permitted to process grievances in accordance with the
procedure outlined in this Agreement. Whenever possible, all Association
business including the processing of grievances, shall be processed outside
the normal working day. If any such business is conducted during the
normal working day, members of the Association shall keep a record of
their time spent on such matters, code it in the applicable manner on their
computerized timekeeping card and turn in these time cards at the end of
each day.
The City agrees not to deduct such reasonable time from the compensation
of such officer or member and also agrees that time spent in the resolution
of grievances and in bargaining shall not be deducted from the salaries of
delegated representatives of the Association. The City shall not be
required to pay employees for participation in the preparation for or in the
collective bargaining process of another bargaining unit. Spokespersons
for the Bargaining Committee shall be limited to no more than ten (10)
members and the Grievance Committee, for the purpose of dealing with
the City, shall be limited to no more than two (2) members. Such
members shall be designated by the Association and may be interchanged
at the Association’s discretion.
The City agrees that the ten (10) delegated representatives of the
Association be allowed to attend the Annual 3-day State Convention of the
Wisconsin Professional Police Association, and the City will allow two (2)
days off and not deduct those two (2) days from the salaries of the
representatives provided those representatives are scheduled to work on
the days in question. Additional reasonable time as required will be
arranged by the individual member in day-off change, compensatory time,
vacation day, or etc.
2

 Members of the Racine Police Association, who are also members of the
W.P.P.A. Board of Directors, shall be permitted to use 16 hours of union
time (092) and 16 hours of personally earned time (099/082/091/096/097)
to attend the four quarterly meetings of the W.P.P.A. in addition to the
annual W.P.P.A. Convention.
ARTICLE IV
MANAGEMENT RIGHTS
The City possesses the sole right to operate the Racine Police Department
and all management rights repose in it, but such rights must be exercised
consistently with the other provisions of this Agreement and the past
practices within the Racine Police Department unless the past practices are
modified by this Agreement or the rules of the Racine Police Department.
These rights, which are normally exercised by the Chief of Police include,
but are not limited to, the following:
A. To direct all operations of and to maintain the efficiency of the
Racine Police Department.
B. To establish reasonable work rules. The Association
acknowledges that the establishment and modification of the
rules of the Racine Police Department are within the sole and
exclusive power of the Chief of the Racine Police Department
and that he may establish, modify or repeal rules without
negotiations of any type. However, the City agrees that such
rules will be reasonable with the reasonableness of the rules
subject to the Grievance Procedure beginning at the second
step.
C. To appoint subordinates for promotion in accordance with the
provisions of Section 62.13, Stats., to transfer and assign
officers in positions within the Racine Police Department.
D. To suspend, demote, discharge and take other disciplinary action against
employees for just cause, including the filing of charges with the Police and
Fire Commission.
E. To relieve employees from their duties because of lack of work
or for budgetary reasons.
F. To establish reasonable schedules of work.
G. To take whatever action is necessary to comply with State or
Federal law.
H. To introduce, improve, modify and change methods or
equipment.
3

 I. To determine the number, structure and location of divisions,
the kind and amount of services to be performed; and the
number and kind of positions and job classifications to perform
such services. If new pay grades are established by the City, it
shall have the right to set the pay for such grades with the
reasonableness of such pay subject to the Grievance Procedure.
However, the exercise of this clause shall not lead to an
unreasonable imbalance in existing workloads of employees.
J. To contract out for goods or non-police services.
K. To take whatever action is necessary to carry out the functions
of the City in situations of emergency. The City agrees that
such action will be undertaken only for the duration of the
emergency.
The Association and the employees agree that they will not attempt to
bridge these management rights and the City agrees it will not use these
management rights to interfere with rights established under this
Agreement or to attempt to undermine the Association, this Agreement or
the existing past practices within the Department, unless such past
practices are modified by this Agreement or the rules of the Racine Police
Department.
Nothing in this Agreement shall preclude the assignment of officers who
do not stand first on the promotional eligibility list to an “acting” position
where the Chief or his designee determines that such an assignment is
necessary. Any such assignment shall be temporary and shall not be used
to circumvent the permanent promotional procedures set forth at Article
XIII of the Agreement.
ARTICLE V
PROHIBITION
In the exercise of its powers, rights and authority, the City shall be bound
by the prohibitions of Section 111.70 (3) (a), Wisconsin Statutes.
The members of the Association, individually and collectively, shall be
bound by the prohibitions of Section 111.70 (3) (b) and 111.70 (4) (1),
Wisconsin Statutes.

4

 ARTICLE VI
BULLETIN BOARD
The City agrees to provide a bulletin board of reasonable size for the
Association’s use and to erect one such bulletin board near each time
clock in the safety building for the posting of notices regarding
Association affairs, including notices of Association meetings, notices of
Association elections, notices of Association appointments and results of
Association elections, notices of Association recreational and social events
and notices concerning bona fide Association activities such as
cooperatives, credit unions and unemployment compensation information
and other notices concerning Association affairs. Upon notice from the
Police Chief or his designee, confirmed in writing, the Association shall
promptly remove from such bulletin boards any material which is libelous
or scurrilous, and/or notices which are detrimental to the labormanagement relationship.
ARTICLE VII
SUSPENSION AND DISMISSAL AND OTHER DISCIPLINARY
ACTIONS
The Chief may suspend, demote, discharge and take other disciplinary
action against an employee for just cause and in accordance with the
provisions of Section 62.13 Wisconsin Statutes.
Written notice of discipline and the reasons for such discipline shall be
provided to an employee. The Association shall be provided a copy no
later than twenty-four (24) hours after receipt by the employee.
Notwithstanding anything else contained herein, if the Chief issues
discipline of either a suspension, or discharges the employee, then within
ten (10) days of receipt of the written notice, the employee may elect to
challenge the action by making a written request to the Chief to have the
discipline reviewed through the Police and Fire Commission under
Section 62.13, Wisconsin Statutes. If the employee elects to proceed in
front of the Police and Fire Commission, then the Chief will file charges
with the Police and Fire Commission, and the review will be done in
accordance with the provisions of Section 62.13, Wisconsin Statutes.

ARTICLE VIII
GRIEVANCE PROCEDURE
1. Definition of Grievance: A grievance shall mean any
controversy which exists as a result of an unsatisfactory
adjustment or failure to adjust a claim or dispute of any
employee or the City concerning the interpretation or
application of this contract. The grievance procedure shall not
be used to change existing wage schedules, hours of work,
5

 working conditions, fringe benefits and position classifications.
The City as well as the Association may file a grievance and
proceed to arbitration under this Agreement.
2. Time Limitations: The failure of a party to file or appeal a
grievance in a timely fashion as provided herein shall be
deemed a waiver of the grievance. A party who fails to receive
a reply in a timely fashion shall have the right to automatically
proceed to the next step of the grievance procedure. However,
if it is impossible to comply with the time limits specified in
the procedure because of work schedules, illness, vacations,
etc., these limits may be extended by mutual consent in
writing.
3. Names of Association and City Officials: The Association
shall provide the City with a list of the members of the
Grievance Committee in writing and further present the City
with a list of the Association officials assigned to various
aspects of the grievance process. The Human Resources
Manager and City Attorney, and the RPA President, will make
available the names of officials who are assigned to process
grievances, upon request.
4. Settlement of Grievance: Any grievance shall be considered
settled at the completion of any step in the procedure, if all
parties concerned are mutually satisfied. Dissatisfaction is
implied in recourse from one step to the next.
5. Grievance Form: The parties agree that the form entitled
‘Grievance Initiation’, which is attached as Appendix “B” is to
be utilized in all cases in which a grievance is filed and
processed by an individual or by the Association. The form is
to be filled out, in its entirety, in order to facilitate processing
of the grievance. Grievance responses shall be submitted on
the official Grievance response form (Appendix “B”).

6. Steps in Procedure:
Step 1: The employee, alone or with not to exceed two (2)
Association representatives, shall deliver his/her grievance in
written form to his/he regular shift or division Commander
within twenty (20) calendar days after he/she knew or should
have known the cause of his/her grievance. In the event of a
grievance, the employee shall perform his/her assigned work
task and grieve the complaint later. The employee’s regular
shift or division Commander shall, within twenty (20) calendar
days inform the aggrieved employee and the Association of his
decision in writing. If the division Commander realizes that
6

 (s)he cannot settle the grievance at Step 1, (s)he will return it to
the Association within ten (10) calendar days.
Step 2: If the grievance is not settled at the first step, the
employee and/or the Association, within twenty (20) calendar
days after the written decision of the shift or division
Commander in Step 1, shall submit the written grievance to the
Chief of Police. The Chief or his designee will review the
record and further investigate the grievance. The Chief or his
designee will inform the aggrieved employee and the
Association of his decision in writing within twenty (20)
calendar days after the receipt of the grievance. At the request
of either party, a meeting will be held at this Step for the
purpose of discussing possible resolution of the grievance. The
participants in such a meeting shall include the aggrieved,
alone or with not to exceed two (2) Association representatives.
Step 3: If the grievance is not settled at the second step, the
subject matter of the grievance may be appealed by the
Association or the City to arbitration within twenty (20)
calendar days after the written decision of the Chief.
ARTICLE IX
ARBITRATION
1. Time Limit: If satisfactory settlement is not reached in Step 3
of the Grievance Procedure, the officer and the Grievance
Committee of the Association must notify the Chief, Chairman
of the Finance Committee, the City Attorney and the Human
Resources Department in writing within twenty (20) calendar
days after the written decision of the Chief that the Association
intends to process the grievance to arbitration.
2. Arbitrator: Any grievance which cannot be settled through the
above procedures may be submitted to an Arbitrator to be
selected as follows: the City and the Association shall use their
best efforts to select a mutually agreeable Arbitrator. If the
City and the Association are unable to agree on an Arbitrator
within fifteen (15) days, either party may request the
Wisconsin Employment Relations Commission to prepare a list
of five (5) impartial Arbitrators. The Association and the City
shall then alternately strike two (2) parties each on the slate
with the party filing the grievance exercising the first and third
strikes. The Association and City shall exercise their strikes
within fifteen (15) days following receipt of the slate from the
WERC. The remaining Arbitrator on the slate after the strikes
shall then be notified of his appointment by the moving party.

7

 3. Mediation: The Arbitrator selected shall meet with the parties
as soon as a mutually agreeable date can be set for the purpose
of attempting to mediate the dispute. In the event such
mediation is unsuccessful, the dispute shall proceed to
arbitration at a time to be jointly determined by the parties and
the Arbitrator.
4. Arbitration Hearing: The Arbitrator will hear testimony and
collect evidence relating to the grievance. Upon completion of
the hearing, the Arbitrator will render a written decision as
soon as possible to both the City and the Association which
shall be final and binding on both parties.
5. Costs: The parties shall equally split the costs of any
cancellation fees and the time involved in the mediation
portion of the arbitration proceedings. The losing party shall
bear the costs of arbitration, except those incurred by the
winning party for the presentation of its case. Attorney’s fees
shall not be included in the costs of the arbitration. If either
party orders a transcript, the transcript costs shall be paid by
the loser, including the cost of one (1) original transcript for the
Arbitrator, one (1) copy for the City and one (1) copy for the
Association.
Testimony or other participation by the employees during
arbitration proceedings shall take place outside of the
employees’ working hours if possible, but in any event such
participation shall not be reimbursed or paid for by the City
unless the employees involved are participating during their
regularly scheduled work hours.
6. Decision of Arbitrator: The decision of the Arbitrator shall be
limited to the subject matter of the grievance and shall be
restricted solely to the interpretation of the contract in the areas
where the alleged breach occurred. The Arbitrator shall not
modify, add to, or delete from the express terms of the
Agreement.
7. Time and Motion Limit: Where possible, all grievances shall
be processed outside the normal workday. During all steps of
the grievance procedure, all employees of the Association or
the Association itself shall maintain records of their time in
processing the grievance during work hours. Employees shall
also maintain records of all time expended on Association
business during the normal day and provide them to the Police
Chief. Such records shall be kept on the employee’s
computerized time card and shall indicate the total time
expended for Association business and employee involved.
Permission must be received from the employee’s shift
8

 Commander before an employee shall leave his/her particular
work assignment to conduct Association business. If the shift
Commander is not readily available, the employee may seek
such permission from his/her immediate supervisor. Such
permission shall not be unreasonably denied. Because of the
difficulty of keeping these records, they will be kept as
accurately as is reasonably possible.

ARTICLE X
INSURANCE

1. Medical Coverage: Full-time employees shall be eligible for
Employer health insurance following acceptance into the plan. In
accordance with the first sentence of this paragraph, every member
of the unit shall be provided during the life of this contract with
medical and hospitalization insurance under the self-funded City of
Racine Health Insurance Plan beginning with the first day of the
month following employment. The Employer shall define a
notional health insurance premium. Employees shall be required
to contribute 10% of the monthly notional premium as a premium
share for Plan 06A or 5% of the monthly notional premium as a
premium share for Plan 07A, as approved by the Racine Common
Council. Plan specification booklets of the health insurance
program will be provided to all eligible employees upon request
from the Human Resources Department; a Summary Plan
Description will be on-line in the Human Resources Department
page on CORI. All employees who retired after January 1, 1996
shall be subject to placement within the insurance program
established for active bargaining unit employees.
The Employer will continue to pay Medicare B and provide City
health insurance and retirees will be required to enroll in Medicare
B. Employees hired on, or after, 1/1/10 will not be eligible for
Medicare B payments by the Employer. Employees hired on, or
after, 1/1/10 will not be allowed to remain in the City of Racine’s
health insurance plan upon reaching the age of Medicare eligibility
or federal retirement age, whichever occurs later.

2. Group Life Insurance: The City will pay the full cost of the
employee’s coverage under the Wisconsin Retirement Fund’s
Group Life Insurance program based upon the employee’s
earnings.

9

 3. Retired and Disabled Employees:
All employees who retire on or after January 1, 2001 shall be
subject to placement within the insurance program established for
active bargaining unit employees.

a. Medical-Hospital Insurance for Retired Employees: The City
shall pay the premiums on surgical, hospital and major medical
insurance for any police officer who is forced to retire by virtue
of duty incurred injury or disease and for any police officer
who retires at age fifty-two (52) and effective January 1, 1999,
age fifty (50) or over with twenty (20) years or more of
continuous service immediately preceding retirement. In
addition, in the event of duty incurred death, or death of the
retiree, the City shall pay the premiums on surgical, hospital
and major medical insurance for the surviving spouse and
dependent family members of the deceased officer until such
time as the surviving spouse remarries.
Medical-Hospital Insurance for Disabled Employees: Those
police officers retiring because of disability and having (11) or
more years of continuous service with the City immediately
preceding such retirement shall have the privilege of
continuing under the City’s regular medical hospital insurance
plan on condition, however, that they pay the full cost of such
insurance coverage. The City shall pay the premiums on
surgical, hospital and major medical insurance for the
employee, spouse and/or dependent survivors of any employee
who dies or becomes disabled by virtue of non-duty related
injury or disease, provided that the employee has at least
fifteen (15) years of continuous service with the Department.
This privilege shall terminate upon the remarriage of the
spouse and/or upon the dependent survivors reaching the age of
twenty-five (25) years.
4. Retired and Disabled Employees:
Employees retiring on January 1, 2006 through December 31, 2006
will be required to contribute 5% of the monthly premium for the
coverage selected by the employee, to a maximum monthly
amount of $30 for single coverage and $60 for family coverage.
Any employee retiring on January 1, 2007, through December 31,
2009 will be required to contribute 5% of the monthly premium for
coverage selected by the employee, to a maximum monthly
amount of $40 for single coverage and $70 for family coverage.
However, any employee retiring on or after 1/1/10 shall be
required to pay the premium contribution for insurance in effect at
the time of the employee’s retirement.

10

 Substitution of Insurance Coverage Provided by Other Employer:
Any retired police officer covered under the provisions of
Paragraph A or B of this section taking employment with any other
employer providing medical hospital insurance coverage
equivalent to the City’s insurance plan shall be taken off the City’s
coverage while so employed, on condition, however, that such
individual shall be immediately reinstated under the City’s plan
upon notice that his/her employment with such subsequent
employer has been terminated.
5. Spouses and Dependent Survivors: Spouses and dependent
survivors of employees not covered under the provisions of
Section 3.a., above, may continue under the City’s medical and
hospitalization insurance program in accordance with the terms
and conditions of that insurance plan provided that the spouse and
/or dependent survivors pay the premium for said coverage. This
privilege shall terminate upon the remarriage of the spouse and/or
upon the dependent survivors reaching the age of twenty-five (25)
years.
Safety Glasses: The City will pay one-half (1/2) the cost of an
initial pair of prescription safety glasses for employees who need
them. The City will contribute one-half (1/2) of the cost of
replacement prescription safety glasses due to job-related breakage
to a maximum of one (1) pair per year. The City will designate the
optometrist from whom the glasses are obtained.
6. Employees may establish a Flexible Spending Account with
voluntary employee contributions to a maximum of $2,550 per
year and $5,000 per year for dependent care.

The City and the Association agree to the creation of a Healthcare
Reimbursement Account/VEBA with the details to be determined
in a Memorandum of Agreement developed by the parties.
At no cost to the City, the City will offer Association members the
option to enroll in the WRS or the Standard Deferred
Compensation Program administered by Retirement Plan Advisors.
The City will work with Retirement Plan Advisors to facilitate the
transfer from the Security Benefit 457 Deferred Compensation
plan to the Standard. Also, as compliant with IRC, the City will
allow the Standard 457 plan to offer after-tax Roth contributions.
Wellness Incentive Program: Employees, employees’ spouses,
retirees, and retirees’ spouses covered by a City health insurance
plan are eligible to participate in the Wellness Incentive Program
as outlined in the City of Racine Employee Handbook. Employees
shall be permitted to complete the HRA while on paid status
11

 consistent with the work needs of the department for which the
employee works. Employees shall not be on paid status to
complete the HRA during times for which the employee is not
scheduled to work.
Fitness Center Reimbursement: The City will reimburse full time
employees and retirees that carry the City of Racine health
insurance for 50% of the annual membership fee for a fitness
center up to a maximum of $200 per employee.

ARTICLE XI
PENSION PAYMENTS
1. Chapter 40 Pension: Each employee shall pay one hundred
percent (100%) of his or her state mandated employee
Wisconsin Retirement System contribution.

ARTICLE XII
VACATION PAY
1. Vacations: Each employee shall be entitled to an earned
vacation with pay, as follows:
a. After one (1) year of continuous employment – ten (10)
work days.
b. After seven (7) years of continuous employment – fifteen
(15) work days.
c. After fourteen (14) years of continuous employment –
eighteen (18) work days.
d. After seventeen (17) years of continuous employment –
twenty (20) work days.
e. After twenty-three (23) years of continuous employment –
twenty-five (25) work days.
2. New Employees: Members of the Association having less than
one (1) year of service by the first day of January shall earn
vacation at the rate of one-half (1/2) day per full month of
employment up to November 1st, not to exceed five (5) days.
Thereafter, time in service on or before December 31st of each
year shall be used as the basis for computing the length of
vacation to which each employee is entitled. First-year
employees must work one (1) full year from their date-of-hire
before they are entitled to their full vacation accrual.
(Example: An employee who starts work on August 1, 1978
12

 would be on the payroll as of December 31, 1978 and would,
therefore, be entitled to a full vacation allotment for 1979,
provided the employee remained on the payroll until August 1,
1979, one (1) full year after date-of-hire.) First year employees
who terminate or are terminated before completion of one (1)
year from their date-of-hire shall receive prorated vacation
based on the number of full months worked from the previous
December 31, which number shall be placed as the numerator
in a fraction whose denominator is the number twelve (12).
Employees who terminate or are terminated before the
completion of their probationary period are not eligible for the
payment of earned vacation.
3. Other Employees: Time in service on or before December 31st
of each year shall be used as the basis for computing the length
of vacation to which each employee is entitled during the
current calendar year. Employees who terminate their
employment during the calendar year are entitled to their full
vacation allotment, provided they submit a two-week written
notice of termination. Failure to provide a written notification
shall result in their vacation being prorated based on the
number of full months worked from the previous December
31st, which number shall be placed as the numerator in a
fraction whose denominator is the number twelve (12). Also
employees who are terminated for disciplinary reasons will
also receive vacation on a prorated basis.
4. Death/Total Disability: The survivors of an employee who
dies or is unable to work due to a disability prior to December
31 shall be entitled to any unused vacation not taken by the
employee during the calendar year of death or disability.
5. Vacation Schedule: The vacation schedule shall be determined
by allowing employees to select their vacation periods as
follows:
a. PH-2: All employees in the grade of PH-2 shall select their
vacation period in order of their departmental seniority
within their division, their shift and within their assigned
squad.
b. PH-4 (Traffic Investigator): All employees in the grade of
PH-4 (Traffic Investigator) shall select their vacations in
order of their time within their rank and within their
division and within their shift. Not more than one (1)
employee on any shift in this classification may be on
vacation at any one time.

13

 c. PH-4 (Investigator): All employees within the pay grade of
PH-4 (Investigator) shall select their vacation periods in
order of their time within their rank and within their
division and within their shift.
d. It is agreed that the positions enumerated in Article XIV
Work Week, Section 2. Work Week – Special Job
Requirements, shall select their vacations in order of their
departmental seniority (Patrol Officers/Traffic
Investigators) within their respective section as enumerated
in Article XIV, Section 2, and in order of their
departmental seniority within their shift and assigned
squad, where appropriate. Employees listed in Article
XIV, Section 2 who are in the Investigator classification
shall select pursuant to the procedure in Article XII,
Section 5.c. The sole exception to this vacation selection
shall be the position of Detective (Special Assignment),
who shall select vacation within the Detective unit.
e. The Criminalist position will be paid as PH-4 but will
schedule vacation as specified for PH-2 positions.
Day Shift Detective Division Investigators will be allowed
two (2) day Investigators on vacation during the same
designated vacation period. Night Investigators will pick
vacations with only one (1) of their number off in any
designated vacation period.
The Chief of the Department shall determine how many
within a particular rank can absent themselves during each
designated vacation period. However, the practice of
allowing one (1) employee off on vacation from each patrol
squad, excluding the weekend squad, shall be continued for
the term of this Agreement.
6. Vacation Compensation: The compensation for vacation shall
be the regular compensation of the individual entitled thereto.
7. Vacation Carryover Prohibited: Vacations must be taken
during the year in which they are earned and cannot be carried
over into the following year. Any employee prevented from
taking all or part of his/her vacation because of duty prescribed
by the Chief during any emergency, shall receive
compensatory time off at time mutually considered comparable
to the time lost.

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 ARTICLE XIII
PROMOTIONAL PROCEDURES
1. Promotional Procedure: Promotional appointments shall be
made in accordance with Section 62.13 (4), Wisconsin
Statutes. An officer who is promoted within the bargaining
unit shall serve a probationary period in his/her new position
for twelve (12) months following the date of his/her promotion.
During this probationary period, the officer shall be entitled to
return to his/her former position at his/her former rate of pay if
he/she so decides, or if in the Police Chief’s judgment the
officer is not sufficiently qualified in the position to which
he/she was promoted, he/she may be returned to his/her former
position at his/her former rate of pay. The City may be
required to show the reasonableness of such action through the
grievance procedure. In the event that an officer returns to
his/her former position and former rate of pay for any reason
under the terms of this Section 1, the officer who filled the
position from which he/she was promoted shall also
automatically return to his/her former position and former rate
of pay.
2. Notice of Job Assignment Vacancy or New Job Position: In
the event that a vacancy exists in a job assignment within a
rank within the bargaining unit, the City agrees to post a notice
of that vacancy at least ten (10) days prior to the filling of the
vacant position. Employees within the rank may request on a
form approved by the Police Department that they may be
considered to fill the vacancy and the name of the employee
selected to fill the assignment shall be posted. Any vacancy
shall be reposted.
3. Assignment to “Acting” Position: In the event that it is
necessary to assign an employee to an “acting” position which
is higher than his/her regular pay grade, the employee selected
for such assignment shall be that employee who stands first on
the promotional eligibility list for the position to which it is
necessary to assign such employee. If the employee standing
first on the list refuses the “acting” assignment, the employee
standing next on the list will be chosen for such assignment. In
the event that an employee is assigned to an “acting” position,
that employee will receive the rate of pay for the higher
classification to which he/she is assigned on an “acting” basis
beginning on the sixteenth (16) calendar day following the
commencement of his/her work in the higher classification.
This fifteen (15) day period shall apply only once in the event
of repeated “acting” assignments of an employee to a particular
higher pay grade. Such “acting” position shall not be
15

 maintained for more than eighteen (18) months or it shall
become a permanent position.
4. Promotion to Grade of Traffic Investigator (PH-4): An
employee wishing to take the written/computer test for
promotion to the rank of Traffic Investigator (PH-4) must have
at least three (3) continuous years of experience as a police
officer on the Racine Police Department. Thereafter, the
employee will be promoted from a promotional eligibility list
set up under the terms of Paragraphs 7 and 9 of this Article.
5. Promotions to Grade of Investigator (PH-4): An employee
wishing to take the written/computer test for promotion to the
rank of Investigator (PH-4) must have at least five (5)
continuous years of experience as a police officer on the
Racine Police Department. Thereafter, the employee will be
promoted from a promotional eligibility list set up under the
terms of Paragraphs 7 and 9 of this Article.
6. Compilation of Promotional Eligibility Lists for Grade of
Traffic Investigator (PH-4) and Investigator (PH-4): The
Association recognizes that promotion to the grades of Traffic
Investigator (PH-4) and Investigator (PH-4) requires
specialized knowledge of police technology, administrative
ability, leadership qualities and the ability to manage
personnel.
The City agrees that, pursuant to Section 62.13, Wisconsin
Statutes, it will recommend to the Racine Police and Fire
Commission for promotion the employee who stands first on
the respective eligibility list for the said promotion. Position
on the eligibility list for the grade of Traffic Investigator (PH4) and for the grade of Investigator (PH-4) shall be determined
by the numerical composite score, such composite score being
determined by the addition of the written/computer test score
and one-half (1/2) point for each complete year of continuous
service since the date of appointment as an officer on the
Racine Police Department. If a member’s anniversary date
falls between the date the promotional test is administered
(inclusive of that date) and December 31 of the year that the
test is administered (inclusive of that date) a member shall be
determined to have met the three year or five year requirement
for testing.
Primary List: All officers who achieve a raw score of seventyfive percent (75%) or higher on the written exam for a pay
grade for which they wish to be promoted will receive a
composite score consisting of the sum of their
written/computer test score and one-half (1/2) point for each
16

 complete year of continuous service since the date of
appointment as an officer on the Racine Police Department.
Officers in this category shall then be ranked sequentially from
highest to lowest based upon said composite score.
Secondary Lists: The next highest raw scoring twenty-five
percent (25%) of the officers taking the written/computer exam
but scoring less than seventy-five percent (75%) shall also
receive a composite score consisting of the sum of their
written/computer test score and one-half (1/2) point for each
complete year of service since the date of appointment as an
officer on the Racine Police Department and shall also be
ranked sequentially from highest to lowest on a separate
eligibility list. If the list of eligible officers scoring seventyfive percent (75%) or above on the exam becomes exhausted,
this secondary promotional list shall then be used to award
promotional opportunities which may arise.
The promotional lists described above shall remain in effect
until a new list is prepared following the administration of
another written/computer examination.
7. Police and Fire Commission Interviews: The promotional
candidate being recommended by the Chief for promotion may,
at the option of the Commission, be interviewed by the Racine
Police and Fire Commission prior to its consideration of this
recommendation for promotion.
8. Written/computer test: The written/computer test for each pay
grade shall be prepared and scored by an independent testing
agency which shall prepare the test based upon a bibliography
of materials determined by the Chief of Police or his designee.
The tests shall be administered, and the lists compiled and
posted, prior to January 1st of even numbered years with tests
for each grade available on more than one date. The test
results shall be opened in the presence of two (2) Association
representatives. The Chief will provide a bibliography for
promotional exams at least 90 days in advance.
9. Officers returning to an Association position after promotion to
a Staff Officer position will be placed in a vacant Association
position at the officer’s previous rank and pay within six (6)
months from the end of the normal probationary period as long
as the Officer requests his return during the twelve-month
probationary period.
10. For Officers returning to an Association position after
promotion to a Staff Officer position after the Staff Officer
probation period expires, where no request was made to return
17

 prior to the end of the probation period, the time outside the
Association will not be credited to seniority in the Association.
Association seniority will continue from the date the Officer
first left the Association. Department seniority will continue
uninterrupted.
ARTICLE XIV
WORK WEEK
1. Work Week: The workweek shall commence with the start of
work on Sunday and end with the end of work on the following
Saturday. The normal work week for employees covered by
this Agreement shall be five (5) work days of eight (8) hours
and two (2) off days, and then five (5) work days of eight (8)
hours and three (3) off days, according to the schedules which
are currently in effect in the Racine Police Department on the
date of the execution of this Agreement. In the event an officer
is temporarily transferred off of his/her normally assigned
squad, the City will make reasonable efforts at the end of
his/her shift to return the officer to the off-day schedule he/she
had prior to the temporary assignment.
2. Work Week – Special Job Requirements: Because of the
nature of job requirements, the following positions will be
assigned schedules other than a straight 5-2, 5-3 work week in
order to provide necessary manpower at the times needed:
Detective Unit
Court Officer
Training/Range Officer
Detective (Special Assignment)
Crime Prevention Officer
Special Investigation Crimes Unit
(Drug Enforcement)
(Gang Enforcement)
Community Policing Officers
Criminalist
A. To assure the officers in these positions their proper
amount of time off, their commanding officers will permit
them to take one (1) day off per month, not to exceed nine
(9) days per year in increments of one (1) hour at a time,
when earned. Officers will also be permitted to use
unscheduled holiday time (097), casual day (091), or free
day (096) in increments of one (1) hour.
B. Vacation Time (099): A member may elect to use vacation
time in increments of one (1) hour blocks, subject to the
following:
18

 1) All compensatory time (082), holiday time (097),
casual day (091), and free time (096) must be
exhausted, first.
2) The member, if breaking a scheduled “vacation week”
must:
(a) Identify the specific day being released,
(b) Subject to the next senior member’s desire for the
stated week, reschedule the remaining vacation
days to an available “open” date(s). Open vacation
date(s) should be rescheduled within ten (10)
calendar days.
(c) Vacation time (099), unscheduled holiday (097),
casual day (091), or free day (096) time may not be
used in lieu of sick time (098), except in accordance
with the Federal and State Family Medical Leave
Act.
3. Minimum Time Off: Nothing in this outline shall be construed
to mean that an employee if he/she so chooses, could not take
his/her time off at a rate of one and one-half (1 ½) hour
increments each week, not to exceed the total number of hours
permitted by the work schedules attached thereto; nor should it
be construed to preclude the assigning of other personnel to
special schedules as may be deemed necessary for the proper
and adequate policing of the community.
4. Exchange of Days Off: Individual officers shall be allowed to
exchange days off with fellow officers of equal rank who are
qualified to perform the job assignments of the officer with
whom days off are exchanged, provided that both officers
involved obtain the consent of their commanding officers prior
to the date of the exchange. All days exchanged must be paid
back within the same work period in which the initial exchange
of days takes place. In the event that the Commanding Officer
does not give consent to the exchange of days off, he shall
provide the requesting employee with a statement of the reason
or reasons for which the request is denied. In the event that the
Commanding Officer does not consent to the first request, the
second request must be submitted at least three (3) days prior
to the date upon which the requested exchange is to occur. It is
expressly agreed between the parties that no request for
exchange of days off will be granted in the event the approval
of such a request will result in an individual officer working
two consecutive shifts.
19

 5. Shift Transfers: All shift transfers in all divisions shall be
posted for at least ten (10) calendar days. All employees in the
rank of the vacancy shall be allowed to bid on the shift
vacancy. An employee wishing to bid shall submit his/her bid
in writing to the Chief of the Police Department within the ten
(10) day posting period. Such shift transfer shall be made by
seniority within rank within division providing the employee
has not transferred shifts under the terms of this Section within
the previous year.
6. Criminalist is an appointed position following successful
training. Trainees are lower in seniority, after existing
Criminalists, based upon appointment date. Trainees are paid
the PH3 rate. After successful completion of Criminalist
training, seniority will be based upon total years of service.

ARTICLE XV
DUTY INCURRED INJURY
1. Three (3) Days or Less: If an employee is injured during the
course of his/her employment and loses three (3) work days
because of such occupational injury or disease, the City will
pay the established wages for the time of his/her absence from
work.
2. More Than Three (3) Days: If the employee loses more than
three (3) days because of occupational injury or disease, the
City will continue to pay the employee’s full wage for nine
calendar months from the date of said injury. Thereafter, the
employee will receive Worker’s Compensation payment
pursuant to a carrier or self-funded program provided by the
City. Such Worker’s Compensation payments shall continue
until the employee reaches the point of maximum point of
recovery.
The City will provide employment, and will attempt to provide
employment of a police nature, within the medical limitations
of the employee, if the employee is unable to return to the
position he/she occupied before becoming disabled. .
The City will guarantee a continuous income equal to the
employee’s calculated ETF benefit to the employee while
his/her disability pension is being considered. The employee
will sign a waiver and pay back to the City any monies paid by
the City beyond the retroactive starting date of the employee’s
pension and the Association agrees to assist in such efforts.
20

 The employee agrees to pursue a duty-incurred disability
pension in a timely fashion.
In order to qualify for the wage continuation plan set forth
above, the employee shall endorse the compensation check
received by him/her from the insurance carrier and turn the
same over to the City.
3. Non-Duty Incurred Injury: If an employee loses more than
three (3) days because of injury which is not incurred in the
line of duty, positions of a police nature within the capability of
the employee may, at the Chief’s sole discretion, be made
available to the employee in question. Any such assignment,
which shall be dependent upon availability of such work in the
Department, may be made on any shift within the Department.
ARTICLE XVI
BI-WEEKLY PAYROLL
Employees will be paid bi-weekly on every other Friday on the basis of
the hourly rate for each individual.
The bi-weekly payroll will be equalized so that employees will be paid on
the basis of two forty (40) hour weeks.
ARTICLE XVII
WAGES
Effective January 1, 2018, members of the Association shall receive the
wages set forth on the wage schedule marked as Appendix “A” attached
hereto and incorporated by reference.

ARTICLE XVIII
HOURS OF WORK AND DUTY ASSIGNMENTS
1. Shifts for Police Officers: As far as practicable, employees
shall work a straight eight (8) hours on an established shift.
Shifts for Patrol Officers may be maintained on the following
schedule:
6:00 a.m. – 2:00 p.m.
7:00 a.m. – 3:00 p.m.
2:00 p.m. – 10:00 p.m.
3:00 p.m. – 11:00 p.m.
7:00 p.m. – 3:00 a.m.
10:00 p.m. – 6:00 a.m.
11:00 p.m. – 7:00 a.m.
21

 But the Chief of Police may, in his sole discretion, change or
alter the shifts, except to institute split shifts (which may be
instituted in cases of emergency or threatened emergencies
only) so that the highest level of protection to life and property
may be maintained.

2. Overlapping Shifts: The Chief of Police, in his sole discretion,
may assign one hundred percent (100%) of the total number of
employees of the Police Department to work overlapping shifts
in case of criminal investigations, riots, civil disturbances,
strikes or emergencies, and the decision of the Chief to do so
shall be final and not subject to grievance procedure,
arbitration, or fact finding.
3. Based on manpower needs, officers will be allowed to change
their starting time for their shifts by one hour, either by one
hour back or one hour forward, providing it falls within the
starting time for established shifts within the contract. The shift
commander or his designee will approve or deny the change of
hours on a case-by-case basis. On approval, the officer will
then work the hours for that established shift.
4. All shift selections for the rank of Police Officer will be based
on classification* seniority and classification seniority shall
apply to vacation and to squad selection when a vacancy occurs
except:
a. Probationary Police Officers may be assigned to
various shifts and assignments for training purposes
while on probation, but such assignments shall not be
considered permanent.
b. The employer reserves the right to determine staffing
levels on the various shifts.
5.

All shift selections for the rank of Investigator will be based
on classification* seniority except:
a. Probationary Investigators may be assigned to various
shifts and assignments for training purposes while on
probation, but such assignments shall not be considered
permanent.
b. The employer reserves the right to determine staffing
levels on the various shifts.

6. Shift selection in the Detective Unit which will comprise a
majority of those employees holding the rank of Investigator
will be based on classification seniority*, provided that the
employee, at the time of assignment, is able to meet the needs
of the assigned work area and has a willingness and necessary
22

 qualifications to accomplish the duties of the position. A
memo outlining job expectations and responsibilities will be
provided with each position posting.
7. Investigators assigned after January 1, 2010, in the Special
Investigations Unit, Drug and Gang Sections, DEA Task Force
will be made by a Departmental selection committee** subject
to the approval of the Chief, based upon the needs of the
department as determined by the Employer with some
consideration given to the interests of the affected employees,
as well as the order of their classification seniority. A memo
outlining job expectations and responsibilities will be provided
with each position posting. These assignments will be made
for a term of four (4) years with the Chief’s option to extend
the assignment for a maximum period of one (1) year.
In the event no other employee applies for any of the listed
positions, and with the agreement of the incumbent employee,
the Chief has the discretion to annually extend the assignment
beyond the original term and the one year extension. Upon
completion of the assignment term and any extensions, the
investigator will be returned to a position within the same shift
that he or she left.
8. Assignment to positions not specifically governed by
promotional procedure or covered in this agreement will be
made by a Departmental selection committee** subject to the
approval of the Chief based upon the needs of the department
as determined by the Employer with consideration given to the
interests of the affected employees, as well as the order of their
classification seniority. A memo outlining job expectations
and responsibilities will be provided with each position
posting. Upon completion of the assignment term and any
extensions, the employee will be returned to a position within
the same shift that he or she left.
9. If there are no interested employees for future open positions,
the City will fill those positions by reverse seniority of nonprobationary employees in each classification.
10. This agreement supersedes all prior settlement agreements,
practices, understandings, and decisions between the City and
the Association with regard to seniority placement of
investigators.
11. Any other future Investigative Units will fall under the
provisions in paragraph 5.

23

 *Classification seniority is defined as the amount of service in
a given rank or classification.
** A Department selection committee will be made up of two
(2) persons selected by the Chief or his or her designee, one (1)
person selected by the Association and one (1) non-voting
moderator selected by the Chief or his or her designee.
ARTICLE XIX
LONGEVITY PAY
Each officer, hired prior to January 1, 1986, shall be paid longevity pay
according to the following schedule:
2% after 5 years of continuous service
3 ½% after 10 years of continuous service
5% after 15 years of continuous service
Officers hired subsequent to January 1, 1986 will not be eligible for
longevity pay.
ARTICLE XX
CLOTHING, UNIFORM, AND EQUIPMENT ALLOWANCE
Each officer shall be paid $900.00 for each year of this agreement. The
clothing, uniform, and equipment allowance shall be paid effective
February 1 of each year. Each new employee shall be paid $400.00 upon
successful completion of his/her probationary period. The City agrees that
uniform changes will not be made without providing a reasonable notice
period during which officers may utilize uniforms previously purchased.
The City shall pay the cost of repairing uniforms and equipment damaged
in the line of duty.
ARTICLE XXI
HOLIDAYS
The following holidays shall be paid for at the regular rate of
compensation. In the event a holiday falls on a Sunday, the following
Monday shall be considered a holiday; and in the event a holiday falls on a
Saturday, the preceding Friday shall be considered a holiday. The
holidays shall be twelve (12) work days, as follows:
New Year’s Day
One-half day Spring Break Holiday
(Friday before Easter)
Memorial Day
Fourth of July
Labor Day
24

 Thanksgiving Day
Day before Christmas
Christmas Day
One-half day before New Year’s Day
Five floating holidays
The work schedule set out in Article XIV above is computed so as to
include the eight (8) holidays listed in this Article XXI.
The floating holidays may be taken upon application by the employee,
subject to Departmental 1408 procedures. In all cases, the shift
commander of the officer’s shift shall be notified a reasonable time in
advance, and the discretion of the shift commander will decide the actual
day to be taken.

ARTICLE XXII
SICK LEAVE
1. Eligibility: Eligibility for sick leave shall begin after the
completion of six (6) months of actual service following
regular appointment, but accumulations shall be retroactive to
the date of regular employment.
2. Sick Leave Earned: All members of the Association shall earn
sick leave at the rate of one (1) day per month, or twelve (12)
days sick leave per year, with full pay at their regular rate.
3. Accumulation: Sick leave shall be accumulative up to one
hundred fifty (150) working days. If sick over three (3)
consecutive working days, the employee taking such leave
shall furnish the Chief with a certificate of illness signed by a
licensed physician.
4. Severance Pay: Upon retirement, death or total disability, an
employee shall be paid fifty percent (50%) of sick leave time
accumulated up to a maximum accumulation of one hundred
forty (140) days.
5. Notification: Sick leave shall begin on the first day of absence
and continue until the officer returns to work or has used all of
his/her accumulated sick leave. Off days, vacations, leaves of
absence and holidays shall not be included in the computation
of sick leave. Officers who are sick and unable to report to
work shall notify the police shift commander or designee at
least one (1) hour or earlier before the start of his/her regular
shift of assignment.

25

 6. Evidence of Illness: The Chief may require a doctor’s
statement or other reasonable evidence or proof of illness.
Officers who are proven guilty of abusing sick leave benefits
shall be subject to discipline by the Chief, including possible
forfeiture of sick leave for a period of one (1) year. Repeated
abuse of sick leave may subject an officer to dismissal. Sick
leave shall not be used for sickness other than that of the
officer himself/herself or for caring for a member of the
officer’s “immediate family,” as defined in Article XXVII of
the contract.
7. Reserve Sick Leave Bank: Employees shall accrue sick leave
benefits at the rate of one (1) day per month of service into a
reserve sick leave account only during the month in which the
employee has to his/her credit a total accrual of at least one
hundred and fifty (150) days of sick leave in his/her basic sick
leave account.
Employees may accrue an unlimited number of days in their
reserve sick leave account. An employee may not use the
reserve sick leave account days until he/she has depleted the
basic sick leave account to zero (0) within twelve (12)
continuing calendar months. As of February 24, 1988, no
employee of the Department shall accrue sick leave days in a
reserve sick leave account in excess of 150 days of sick leave.
However, employees shall be allowed to use those days which
were in their respective reserve sick leave account as of
February 24, 1988, subject to the procedures set forth in this
subsection. That is, the employee may not use accumulated
reserve sick leave account days until he/she has depleted the
basic sick leave account to zero (0) within twelve (12)
continuing calendar months. Thereafter, there shall be no
accumulation of sick leave days in a reserve sick leave bank
and accrual of days into a reserve sick leave bank shall no
longer be applicable.

ARTICLE XXIII
FUNERAL LEAVE
1. Immediate Family: Upon application for leave of absence due
to death in the immediate family, employees will be allowed up
to, but not to exceed, three (3) calendar days with pay to
arrange for and attend the funeral of an immediate family
member. “Immediate family” means an officer’s spouse,
children, step-children, legal parents, step-parents, brother,
sister, step-brother, step-sister, mother-in-law, father-in-law, or
guardian who raised the individual. In the case of the death of
an officer’s grandmother, grandfather, sister-in-law, brother-in26

 law, son-in-law, daughter-in-law or grandchildren up to, but
not to exceed, one (1) day with pay will be allowed.
2. Other Relatives: In the event of the death of any other relative,
officers will be permitted to change their next regular day off
so they may attend the funeral. In lieu of changing their next
regular day off, officers may use accumulated overtime not
exceeding eight (8) hours or to charge such time to no more
than one (1) holiday or free day.
3. Exceptions: When any officer is on vacation or scheduled offtime and death occurs as outlined in paragraph 1, such leave of
absence shall not be construed as part of such vacation period
or scheduled off-time.
4. Reasonable Notice Required: In all of these cases, the Shift
Commander of the officer’s shift shall be notified a reasonable
time in advance. In the event of an emergency, the Chief of
Police reserves the right to control the nature and extent of
funeral leave.
ARTICLE XXIV
OVERTIME
Overtime shall be defined as: Work performed beyond the individual
member’s regularly scheduled hours. The City shall reimburse overtime
at one and one-half times the hours worked. The individual member shall
decide to take his/her reimbursement either by crediting Compensatory
Time to his/her account, or by pay at his/her overtime rate. The Pay Rate
for Overtime shall be based on a 2008 hour work year.
Special Call-In shall be defined as: Overtime performed by a member
other than as an extension of his/her regularly scheduled hours (either
prior to, or subsequent to the regular hours.) Each special call-in shall be
reimbursed a minimum of 2.7 hours Overtime (4.1 hours of compensatory
time), or the actual time served, whichever is greater and will be offered to
employees in accordance with the current memorandum. Duties may be
assigned by the shift commander as needed. A member who reports to
his/her post for a Special Call-in assignment shall be entitled to
reimbursement.
Court Order-In shall be defined as overtime performed by a member for
the purpose of appearing as a witness in court. Duties other than the
specific purpose of the court call-in may not be assigned and a
cancellation shall not be valid unless done by 9:00 PM the previous day.
No overtime will be paid when officers are required to finish reports either
by telephone or by coming to the station on their time when they have
failed to properly complete the required reports while on duty and if the
27

 required reports were not submitted for timely approval. In the event a
report is approved by a supervisor prior to the time an officer leaves,
special call-in shall apply.
ARTICLE XXV
COMPENSATORY TIME
An individual may accumulate compensatory time from overtime in an
account maintained by his/her Shift-Unit Commander. A maximum of
eighty (80) hours may be carried forward from month to month as
compensatory time. During the first pay period of each month, the ShiftUnit Commander shall convert the balance of compensatory time over
eighty hours to pay at one (1) time the overtime pay rate. A maximum of
twenty-four (24) hours may be carried past December 31 of each year.
These twenty-four (24) hours of carryover compensatory time are not
subject to payout, and must be used by June 30th of that year. The granting
of compensatory time off shall be at the discretion of the Shift-Unit
Commander based solely on manpower requirements and considered on
an individual, first come, first serve basis.

ARTICLE XXVI
FAIR SHARE AGREEMENT
1. Membership Not Required: Membership in any employee
organization is not compulsory. Officers have the right to join,
not join, maintain, or drop their membership in any employee
organization as they see fit.
2. Effective Date of Agreement: Effective January 1, 1973, and
unless otherwise terminated as hereinafter provided, the City
shall, once each month, deduct from the regular earnings of all
officers specified herein an amount equal to such officer’s
proportionate share of the cost of the collective bargaining
process and contract administration as certified by the
Association and measured by the amount of local dues
uniformly required of all members, and shall pay such amount
to the Treasurer of the bargaining representative of such officer
on or before the end of the month following the month in
which such deduction was made.
a. Present Officers: As to officers employed on the effective
date of this Agreement, such deduction shall be made and
forwarded to the Treasurer of the bargaining representative
only from the monthly earnings of those officers who are
members of the bargaining unit on the effective date of this
Agreement.

28

 b. New Officers: Such deductions shall be made and
forwarded to the Treasurer of the bargaining representative
from the earnings of new officers in the first pay period
following each such officer’s certification. Officers may
apply for dues check-off immediately upon joining the
Association.
c. Other Officers: Officers on layoff or leave of absence or
other status in which they receive no pay are excluded.
3. Forfeiture: In the event that the bargaining representative, its
officers, agents, or any of its members, acting in concert with
one another, engage in or encourage any strike or work
stoppage against the City, the deductions and payments of fair
share contributions made in accordance with this Agreement,
and also including any voluntary dues deduction (check-off)
privileges, may be terminated forthwith by the City.
Thereafter, for a period of one (1) year, measured from the date
of the onset of such strike or work stoppage, no deductions
whatsoever shall be made from the earnings of any officer, nor
shall any payment whatsoever be made to the Treasurer of the
bargaining representative by the City.
4. Responsibilities of the City and the Collective Bargaining
Representative:
a. Correction of Errors: If an error is discovered with respect
to deductions under this provision, the City shall correct
said errors by appropriate adjustments in the next paycheck
of the officer or the next submission of funds to the
collective bargaining representative, officer or any party by
reason of the requirements of this Article of the Agreement
for the remittance or payment of any sum other than that
constituting actual deductions made from officer’s wages.
b. Indemnification and Hold Harmless Provision: The
collective bargaining representative shall indemnify and
save the City harmless against any and all claims, demands,
suits, orders, judgments, or other forms of liability that
shall arise out of, or by reason of, action taken or not taken
by the City under this section, including but not limited to,
indemnification in the following instances:
1. Damages and Costs: In the event the provisions of this
Fair Share Agreement are successfully challenged in a
court or other administrative body, and it is determined
that the City must pay such sums as have been deducted
from earnings in accordance with the provisions hereof
or any other damages, the collective bargaining
29

 representative agrees to indemnify the City in full,
including any and all costs or interest which may be a
part of such order or judgment, for all sums which the
City has been determined to be liable.
2. Reasonable Attorney Fees: In the event an action is
brought by any party (other than the City) challenging
the validity of the provisions of this Fair Share
Agreement or any deductions from earnings made
pursuant thereto, in which the employer is named as the
defendant, the collective bargaining representative
agrees that it will indemnify the City in full for
reasonable attorney fees necessary to defend the
interests of the City as a defendant in such action.
c. Trust Account: During the pendency of any action brought
challenging the provisions of this Fair Share Agreement or
the right of the City and the collective bargaining
representative to enter into such an Agreement, all sums
which the City has agreed to deduct from the earnings of
the members of the collective bargaining representative
shall be placed in trust with the Treasurer of the City
pending the ultimate disposition of such action. While held
in trust, such funds shall earn no interest.
ARTICLE XXVII
ABSENCE DUE TO ILLNESS OR EMERGENCY IN FAMILY
In the event of illness or an emergency existing in the immediate family, a
member shall, subject to the approval of the Chief, be permitted to absent
himself/herself from duty for the duration of such illness or emergency,
and the member will be permitted to make up the time so lost by changing
his/her next regular day off, using accumulated compensatory or sick time,
working on free days or holidays, going on unpaid leave, or by using
vacation time. “Immediate Family,” as that term is used in this Article,
means an employee’s child, spouse, parent, legally-registered domestic
partner, or child of legally-registered domestic partner. It is understood
that any time granted and taken under the terms and conditions of this
Article is first applicable to the Family Medical Leave Act and then
granted with the Chief’s approval.
The City, the Association and the members of the Racine Police
Department shall abide by the terms, requirements and conditions of the
Federal and State Family/Medical Leave Act as applicable. The work
cycle for the application of the Act shall be the calendar year.

30

 ARTICLE XXVIII
NO STRIKE AGREEMENT
1. Strike Prohibited: Neither the Association nor any officers,
agents or employees will instigate, promote, encourage,
sponsor, engage in or condone any strike, picketing, slowdown,
concerted work stoppage, or any other intentional interruption
of work during the term of this Agreement.
2. No Lockout: The City agrees that it will not lock out any
bargaining unit employees.
3. Association Action: Upon notification by the Employer to the
Association that certain of its members are engaged in a
violation of this provision, the Association shall immediately in
writing order such members to return to work, provide the
Employer with a copy of such an order, and a responsible
official of the Association shall publicly order them to return to
work. In the event that a strike or other violation not
authorized by the Association occurs, the Association agrees to
take all reasonable effective and affirmative action to secure
the member’s return to work as promptly as possible. Failure
of the Association to issue the orders and take the action
required herein shall be considered in determining whether or
not the Association caused or authorized the strike.
4. Penalties: Any or all of the employees who violate any of the
provisions of this section may be discharged or disciplined by
the City, including loss of compensation, vacation benefits, and
holiday pay. In any arbitration proceeding involving breach of
this provision, the sole question for the arbitrator to determine
is whether the employee engaged in the prohibited activity.
In addition to penalties provided herein, the City may enforce
any other legal rights and remedies to which by law it is
entitled.
ARTICLE XXIX
LEAVE OF ABSENCE
1. Union Business: A leave of absence without pay shall be
granted to a reasonable number of employees upon request for
Union business such as conclaves, seminars and other Union
functions. This provision shall not modify existing practices
regarding attendance at the annual WPPA convention.
Employees desiring to take a leave of absence pursuant to this
section shall notify the Chief not less than fifteen (15) days
before commencement of such leave.
31

 2. Employment with Professional Organizations: A leave of
absence without pay shall also be granted for unit members
desirous of taking full-time employment with ICPA, the WPPA
or the Metro Milwaukee Police Brotherhood, so long as they
remain in the Union employment. Employees desiring to take
a leave of absence pursuant to this section shall notify the
Chief not less than thirty (30) days before commencement of
such leave.
3. Election to Public Office: A leave of absence without pay shall
also be granted to any member of the unit upon election or
appointment to public office, so long as the office does not
conflict with the duties and loyalties of a police officer. Time
off without pay shall be granted to no more than one (1)
employee at a time who is elected to part-time public office to
conduct the business of said office. An employee must request
permission for such time off from his/her division or shift
commander at least twenty-four (24) hours in advance each
time such time off is desired.
4. College Education: A leave of absence without pay shall also
be granted to any member of the unit desirous of a full-time
campus college education in job related disciplines (i.e.,
associate degree in Police Science, master’s degree in Criminal
Justice), so long as he/she carries a full semester credit load as
defined by the college which he/she is attending, but in no
event shall such full-time semester load be less than twelve
(12) credits per semester for undergraduate courses. Upon
request, the employee shall provide the City with proof of
registration and a transcript of grades received and the courses
taken during the leave of absence. Employees desiring to take
a leave of absence for education purposes shall notify the Chief
not less than thirty (30) days before commencement to such
leave.
5. Total Employees on Leave: The total number of employees on
leave under Paragraphs 1, 2, 3, and 4 shall not exceed three (3)
at any one time.
6. Other Reasons: Leave of absence without pay shall also be
granted for military service, sickness, injury, or other
compelling personal reasons. For the purposes of this
paragraph the phrase “compelling personal reasons” shall be
used as that phrase is used in unemployment compensation
matters. For purposes of this clause, the duration of all leaves
of absence shall be at the reasonable discretion of the Chief
and, with the exception of military service leave of absence, no
leave of absence shall be granted for more than one (1) year,
but application may be made for renewal(s) of such leaves and
32

 the criteria used to determine whether such renewal(s) shall be
granted shall be the same as those used in judging the original
application for a leave of absence.
ARTICLE XXX
MILITARY DUTY
Any person called to military service for two (2) weeks or less shall
receive a leave of absence from the City for that time, and, if he/she so
desires, take a portion of his/her annual vacation for such military leave.
ARTICLE XXXI
PROHIBITED PRACTICES
In the event either party desires to file a prohibited practice charge with
the Wisconsin Employment Relations Commission against the other for
any reason authorized under State law, it shall so notify the other party in
writing by certified mail summarizing the specific details surrounding the
potential charge. Such charge may not be filed for a period of fifteen (15)
days following delivery to the other party and upon receipt of this notice,
the parties agree to meet and confer in an attempt to resolve the dispute
during the fifteen (15) day period.
ARTICLE XXXII
DURATION OF AGREEMENT
The provisions of this Agreement shall become effective January 1, 2018
and shall continue in full force and effect until December 31, 2020.
Conferences and negotiations shall be carried on between the City and the
Association during the last year of the contract, as follows:
Step 1: Submission of Association bargaining request in writing by
August 15th to the City Council with copies to the Mayor, Human
Resources Department, Finance Director and Labor Negotiator.
Step 2: The City (or Labor Negotiator designated by the City Council)
will advise the Association of the position of the City and the response of
the City prior to September 15th.
Step 3: Negotiations shall begin after the response of the City but in no
event later than September 15th.
This timetable is subject to adjustment by mutual written agreement of the
parties consistent with the progress of negotiations.
During the negotiations of the labor Agreement that is to be the successor
to this Agreement, each party promises to meet and negotiate in good faith
with respect to all subjects bearing upon wages, hours and working
conditions, as defined in Section 111.70, Wisconsin Statutes.
33

 ARTICLE XXXIII
ATTENDANCE INCENTIVE PROGRAM
Effective January 1st of each year, the following attendance incentive
program for full-time non-probationary bargaining unit members shall be
implemented:
1. Each employee who, during each three calendar month period,
maintains a perfect attendance record shall have eight (8) hours
of casual time credited to his/her account. This casual time
shall be taken as soon after it is earned as is practical.
2. Perfect attendance has been achieved if any employee is not
absent as a result of taking sick leave, workers compensation,
leave of absence without pay, extended illness leave,
educational leave, disciplinary suspension, etc. Employees will
not receive an attendance incentive for the period including the
July 4th holiday if they fail to report for duty on July 4th after
being ordered to so do.
3. Approved time off for required reserve military training (not
exceeding 10 working days per year), jury duty, funeral leave,
floating holidays, compensatory leave, vacation leave and
holidays may be taken while maintaining a perfect attendance
record.
ARTICLE XXXIV
EDUCATIONAL INCENTIVE PROGRAM
A. Payments: Each regular full-time employee of the Police
Department covered by this Agreement shall be paid the sum
of Fifty Cents (.50) per credit per month for credits certified
and approved by the Chief or his designee if they were enrolled
in the Educational Incentive Program prior to January 1, 1996.
After Finishing

Dollar Per Month Payment

16 credits
32 credits
48 credits
Police Science Technology
Associate Degree

$ 8.00
$16.00
$24.00
$33.00

34

 ARTICLE XXXV
PHYSICAL FITNESS INCENTIVE PROGRAM
1. Association members shall receive an annual monetary stipend
payable by December 31 of each year for 75 or more hours of
participation in the Racine Police Department Fitness Program.
Members must complete a minimum of 75 hours annually to be
eligible for the stipend. The stipend shall be paid for no more than 100
hours of participation in the Racine Police Department Fitness
Program. Fitness training may be performed at the Racine Police
Department Fitness Center or at a private fitness center. If performed
at a private fitness center, the member shall provide adequate
documentation from the fitness center of the total hours of
participation.
2. Prior to engaging in any fitness training under this program, each
participating Association member shall meet with the City of Racine
Wellness Coordinator or designee to assess the member’s fitness level
and set goals for the year. After completing between 75 and 100 hours
of fitness training, and prior to receiving payment of the stipend, each
participating Association member shall again meet with the City of
Racine Wellness Coordinator or designee to again assess the member’s
fitness level.
3. For 2018 and thereafter, the stipend shall be an hourly rate which is
equal to .01% of the top Patrol Officer’s base salary.
Example: Top Patrol Officer annual base salary of $68,100:
.01% equals an hourly stipend of $6.81 per hour.
4. Association members receiving a monetary stipend under this program
shall not be eligible to receive a Fitness Center Reimbursement under
Article X of this agreement.
ARTICLE XXXVI
PERSONAL VEHICLE USAGE
The City will not require an employee to use his/her personal vehicle other
than to report to the Police Department.
For any special assignment, court appearance, or mandatory
training/school that is held, the employee will report to the Police
Department where either a police vehicle or transportation will be
provided excluding court appearances at the LEC or courthouse.
It is agreed that if an employee chooses to use his/her personal vehicle to
attend a school, court appearance, or training, the employee accepts the
responsibility of vehicle insurance and is entitled to receive the IRS
35

 mileage rate for all miles driven, including miles driven to the reporting
location.
ARTICLE XXXVII
SEVERABILITY
If any Article or Section of this Agreement shall be held invalid by
operation of law or by any tribunal of competent jurisdiction, or if
compliance with or enforcement of any Article or Section should be
restrained by such tribunal pending determination as to its validity, the
remainder of this Agreement and the application of such Article or Section
to persons or circumstances other than those as to which it has been held
invalid or as to which compliances with or enforcement of has been
restrained, shall not be affected thereby. The parties agree that they will
enter into negotiations regarding matters believed by the parties to be
strictly within the authority of the Racine Police and Fire Commission if
such matters are found finally as a matter of law to be negotiable between
the City and the Association.
ARTICLE XXXVIII
ENTIRE MEMORANDUM OF AGREEMENT
The City and the Association agree that all negotiable items have been
discussed during negotiations leading to this Agreement, that this
Agreement as a result of these negotiations is binding upon both parties,
that no additional negotiations or changes of any provision pertaining to
wages, hours or conditions of employment shall be undertaken except by
mutual consent. The foregoing Agreement constitutes the entire
Agreement between the parties and supersedes and cancels all previous
Agreements, verbal or written, except that past practices not in conflict
with this Agreement or not in conflict with the rules of the Racine Police
Department remain in effect. All existing ordinances and resolutions of
the City Council affecting wages, hours and conditions of employment not
inconsistent with this Agreement are incorporated herein by reference as
though fully set forth.
ARTICLE XXXIX
JURY DUTY
Members required for jury duty shall be paid their normal pay and will
turn over their jury fees to the department. For scheduling purposes, such
members shall be considered on the day shift (defined as 8 AM to 4 PM),
on any day in which they are required to report for jury duty provided that
third shift will not be required to work immediately prior to being
requested to appear for jury duty. Members who are excused from jury
duty prior to the end of the day shift shall report to the Police Department
for the balance of the shift.

36

 IN WITNESS WHEREOF, the City has caused this instrument to be
signed by its accredited representatives and the Association by its
accredited representatives on the day of Janna-1%! 2018.

 

 

nbfh?l?y
FOR THE ASSOCIATION:
Todd Hoova? Pr sident John Hetland, Vice-President

.Stexie Diener, Treasurer Wtary
Mr 

 

 

 

 

Ja?iob Smetana, Board I Nick Growl, Board
Don Nuttall! Board Kevin KUpper, Board

A

Michael Riemer, Board

FOR THE CITY:

#4

Tara igmin, 4ssistant City Clerk

 

 

 

 

 

 

 

 

 

 

Q.A. Shakoor, 11, Chairman" Jam 5 or n'roth, Vice Chairman
Finance Committee Fina ce Co mit
I KM
Dennis Wiser, Finance Committee Mary LandJinance Committee
Henry'Pe-r'ez, Finance mmittee Timothy Tho kins, Human Resources Manager

37

APPENDIX “A” – SALARY SCHEDULE
JANUARY 1, 2018
+1.0%

Pay Grade,
Pay Range &
Class Title

Starting

PH-2 Hourly
Overtime
Bi-Weekly
Monthly
Annual
Police Officer

26.84
27.80
2,147.20
4,652.27
55,827.20
Starting

1 Year
28.33
29.35
2,266.40
4,910.53
58,926.40

2 Years

3 Years

29.93
31.00
2,394.40
5,187.87
62,254.40

31.30
32.42
2,504.00
5,425.33
65,104.00

4 Years
32.88
34.06
2,630.40
5,699.20
68,390.40

6 Months

PH-3 Hourly
Overtime
Bi-Weekly
Monthly
Annual

32.49
33.65
2,599.20
5,631.60
67,579.20

33.23
34.42
2,658.40
5,759.87
69,118.40

-

-

-

PH-4 Hourly
Overtime
Bi-Weekly
Monthly
Annual

34.48
35.72
2,758.40
5,976.53
71,718.40

35.27
36.53
2,821.60
6,113.47
73,361.60

-

-

-

Investigators
Criminalist
Traffic Investigators

38

 JULY 1, 2018
+1.0% with +$0.14/hr

Pay Grade,
Pay Range &
Class Title

Starting

PH-2 Hourly
Overtime
Bi-Weekly
Monthly
Annual

27.25
28.23
2,180.00
4,723.33
56,680.00

Police Officer

1 Year

2 Years

28.75
29.78
2,300.00
4,983.33
59,800.00

30.37
31.46
2,429.60
5,264.13
63,169.60

3 Years

4 Years

31.75
32.89
2,540.00
5,503.33
66,040.00

33.35
34.55
2,668.00
5,780.67
69,368.00

6 Months
Starting

PH-3 Hourly
Overtime
Bi-Weekly
Monthly
Annual

32.95
34.13
2,636.00
5,711.33
68,536.00

33.70
34.91
2,696.00
5,841.33
70,096.00

-

-

-

PH-4 Hourly
Overtime
Bi-Weekly
Monthly
Annual

34.96
36.21
2,796.80
6,059.73
72,716.80

35.76
37.04
2,860.80
6,198.40
74,380.80

-

-

-

Investigators
Criminalist
Traffic Investigators

39

 JANUARY 1, 2019
+1.0%

Pay Grade,
Pay Range &
Class Title

Starting

1 Year

PH-2 Hourly
Overtime
Bi-Weekly
Monthly
Annual

27.52
28.51
2,201.60
4,770.13
57,241.60

29.04
30.08
2,323.20
5,033.60
60,403.20

Police Officer

Starting

6 Months

PH-3 Hourly
Overtime
Bi-Weekly
Monthly
Annual

33.28
34.47
2,662.40
5,768.53
69,222.40

34.04
35.26
2,723.20
5,900.27
70,803.20

-

-

-

PH-4 Hourly
Overtime
Bi-Weekly
Monthly
Annual

35.31
36.58
2,824.80
6,120.40
73,444.80

36.12
37.42
2,889.60
6,260.80
75,129.60

-

-

-

2 Years
30.67
31.77
2,453.60
5,316.13
63,793.60

Investigators
Criminalist
Traffic Investigators

40

3 Years

4 Years

32.07
33.22
2,565.60
5,558.80
66,705.60

33.68
34.89
2,694.40
5,837.87
70,054.40

 JULY 1, 2019
+1.0% with +$0.08/hr

Pay Grade,
Pay Range &
Class Title

Starting

PH-2 Hourly
Overtime
Bi-Weekly
Monthly
Annual

1 Year

2 Years

3 Years

27.88
28.88
2,230.40
4,832.53
57,990.40

29.41
30.46
2,352.80
5,097.73
61,172.80

31.06
32.17
2,484.80
5,383.73
64,604.80

32.47
33.63
2,597.60
5,628.13
67,537.60

Police Officer

Starting

6 Months

PH-3 Hourly
Overtime
Bi-Weekly
Monthly
Annual

33.69
34.90
2,695.20
5,839.60
70,075.20

34.46
35.70
2,756.80
5,973.07
71,676.80

-

-

-

PH-4 Hourly
Overtime
Bi-Weekly
Monthly
Annual

35.74
37.02
2,859.20
6,194.93
74,339.20

36.56
37.87
2,924.80
6,337.07
76,044.80

-

-

-

Investigators
Criminalist
Traffic Investigators

41

4 Years
34.10
35.32
2,728.00
5,910.67
70,928.00

 JANUARY 1, 2020
+1.25%

Pay Grade,
Pay Range &
Class Title

Starting

1 Year

PH-2 Hourly
Overtime
Bi-Weekly
Monthly
Annual

28.23
29.24
2,258.40
4,893.20
58,718.40

29.78
30.85
2,382.40
5,161.87
61,942.40

Police Officer

Starting

PH-3 Hourly
Overtime
Bi-Weekly
Monthly
Annual

34.11
35.33
2,728.80
5,912.40
70,948.80

34.89
36.14
2,791.20
6,047.60
72,571.20

-

-

-

PH-4 Hourly
Overtime
Bi-Weekly
Monthly
Annual

36.19
37.49
2,895.20
6,272.93
75,275.20

37.02
38.35
2,961.60
6,416.80
77,001.60

-

-

-

2 Years

3 Years

4 Years

31.45
32.58
2,516.00
5,451.33
65,416.00

32.88
34.06
2,630.40
5,699.20
68,390.40

34.53
35.77
2,762.40
5,985.20
71,822.40

6 Months

Investigators
Criminalist
Traffic Investigators

42

 JULY 1, 2020
+1.25%

Pay Grade,
Pay Range &
Class Title

Starting

1 Year

PH-2 Hourly
Overtime
Bi-Weekly
Monthly
Annual

28.58
29.60
2,286.40
4,953.87
59,446.40

30.15
31.23
2,412.00
5,226.00
62,712.00

Police Officer

Starting

PH-3 Hourly
Overtime
Bi-Weekly
Monthly
Annual

34.54
35.78
2,763.20
5,986.93
71,843.20

35.33
36.60
2,826.40
6,123.87
73,486.40

-

-

-

PH-4 Hourly
Overtime
Bi-Weekly
Monthly
Annual

36.64
37.95
2,931.20
6,350.93
76,211.20

37.48
38.82
2,998.40
6,496.53
77,958.40

-

-

-

2 Years
31.84
32.98
2,547.20
5,518.93
66,227.20

3 Years

4 Years

33.29
34.48
2,663.20
5,770.27
69,243.20

34.96
36.21
2,796.80
6,059.73
72,716.80

6 Months

Investigators
Criminalist
Traffic Investigators

43

 SIDE LETTER OF AGREEMENT
Regarding Medicare Advantage Plans
Notwithstanding anything contained in the parties’ collective bargaining agreement, the City of
Racine may implement a Medicare Advantage health insurance and prescription coverage plan for
Medicare-eligible retired members who are allowed, by such collective bargaining agreement, to remain
in the City’s health insurance program. Such Medicare Advantage plan will provide the same or greater
level of heath care benefits to such Medicare-eligible retired members, although differing prescription
maximum out-of-pocket costs may apply due to the requirements of law. Such Medicare-eligible retired
members shall continue to be required to pay the same health insurance premium contribution as was in
effect at the time of the member’s retirement.

44