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Police Bargaining Agree AmendMEMORANDUM September 23, 2002 TO:The Honorable Mayor and City Council Members FROM:Michael C. Van Milligen, City Manager SUBJECT:Amendment to the Collective Bargaining Agreement between the City of Dubuque and the Dubuque Police Protective Association Beginning in October of this year, and for a six month trial period, Patrol Officers will be assigned to a work week consisting of four days per week and ten hours per day. Personnel Manager Randy Peck recommends amendments to the Collective Bargaining Agreement between the City of Dubuque and the Dubuque Police Protective Association to accommodate the new work week, and states that the amendments will not result in any additional cost to the City. I am not now asking for approval of the new schedule, as that is within the authority of the City Manager, and a six-month pilot project has already been approved. I concur with the recommendation and respectfully request Mayor and City Council approval. Michael C. Van Milligen MCVM/jh Attachment cc: Barry Lindahl, Corporation Counsel Cindy Steinhauser, Assistant City Manager Randy Peck, PerSonnel Manager TO:Michael C. Van Milligen City Manager FROM:Randy Peck Personnel Manager CITY OF DUBUQUE, IOWA MEMORANDUM September 18, 2002 SUBJECT: Amendment to the Collective Bargaining Agreement between the City of Dubuque and the Dubuque Police Protective Association Beginning in October of this year and for a six month trial period, Patrol Officers will be assigned to a work week consisting of four days per week and ten hours per day. The attached amendment modifies the Collective Bargaining Agreement to accommodate the new work week. The substantive changes to the Agreement are summarized as follows: Article Xl Sick Leave Sick leave days have been converted to sick leave hours. Article XIV Casual Day A casual day will consist often hours per day. Currently a casual day provides for eight hours of pay. Article XVI Holidays The reference to holidays has been changed to make it clear that a holiday is eight hours. Article XlX Overtime Daily overtime will commence after ten (10) hours and twenty minutes of work. Previously daily overtime commenced after eight (8) hours and twenty minutes of work. Article XX Shift Premium A new shift premium schedule was developed for employees working a ten hour day. The new schedule is as follows: Work Schedule Rate 3:00 p.m. to 1:00 a.m. $.25 per hour 7:00 p.m. to 5:00 a.m. $.30 per hour 11:00 p.m. to 9:00 a.m. $.35 per hour The change in the work week to four days per week and ten hours per day and the recommended amendments to the Agreement to accommodate the new work week will not result in any additional cost to the City. I recommend that the amendment to the Agreement be approved. The requested action is for the City Council to approve a motion adopting the amendment to the Collective Bargaining Agreement between the City of Dubuque and the Dubuque Police Protective Association. RP:bf AMENDED COLLECTIVE BARGAINING AGREEMENT BETVVEEN THE Dubuque Police Protective Association and the City of Dubuque, Iowa The parties hereby amend the Collective Bargaining Agreement between the City of Dubuque and the Dubuque Police Protective Association as set forth herein to accommodate a work week of four (4) days per week and ten (10) hours per day. This amended agreement applies only to employees who are assigned to a work week consisting of four (4) days per week and ten (10) hours per day. The parties agree that the change in the work week to four (4) days per week and ten (10) hours per day will not result in any additional cost to the City. This amended agreement will be in effect from_________ ,2002 through _______________,2003. ________________________________ Dubuque Police Protective Association ____________________ City of Dubuque, Iowa AMENDED COLLECTIVE BARGAINING AGREEMENT BETVVEEN THE Dubuque Police Protective Association and the City of Dubuque, Iowa The parties hereby amend the Collective Bargaining Agreement between the City of Dubuque and the Dubuque Police Protective Association as set forth herein to accommodate a work week of four (4) days per week and ten (10) hours per day. This amended agreement applies only to employees who are assigned to a work week consisting of four (4) days per week and ten (10) hours per day. The parties agree that the change in the work week to four (4) days per week and ten (10) hours per day will not result in any additional cost to the City. This amended agreement will be in effect from_________ ,2002 through _______________,2003. ________________________________ Dubuque Police Protective Association ____________________ City of Dubuque, Iowa AMENDED COLLECTIVE BARGAINING AGREEMENT BETVVEEN THE Dubuque Police Protective Association and the City of Dubuque, Iowa The parties hereby amend the Collective Bargaining Agreement between the City of Dubuque and the Dubuque Police Protective Association as set forth herein to accommodate a work week of four (4) days per week and ten (10) hours per day. This amended agreement applies only to employees who are assigned to a work week consisting of four (4) days per week and ten (10) hours per day. The parties agree that the change in the work week to four (4) days per week and ten (10) hours per day will not result in any additional cost to the City. This amended agreement will be in effect from_________ ,2002 through _______________,2003. ________________________________ Dubuque Police Protective Association ____________________ City of Dubuque, Iowa AGREEMENT BETWEEN THE CITY OF DUBUQUE, IOWA AND DUBUQUE POLICE PROTECTIVE ASSOCIATION JULY 1, 2002 - JUNE 30, 2005 PREAMBLE This Agreement is made and entered into this first day of July, 2002, by and between the City of Dubuque, Iowa (hereafter called the City) and the Dubuque Police Protective Association (hereafter called the Association) and between the City and the Association on behalf of the employees in the Bargaining Unit, recognized and described under the Recognition Article of this Agreement. DUBUQUE POLICE PROTECTIVE ASSOCIATION CONTRACT TABLE OF CONTENTS PREAMBLE .................................................................................... i TABLE OF CONTENTS .............................................................................. ii ARTICLE I RECOGNITION ........................................................... 1 ARTICLE II GENERAL CONDITIONS ............................................ 1 ARTICLE III NO STRIKE CLAUSE .................................................. 2 ARTICLE IV ASSOCIATION REPRESENTATIVES ......................... 3 ARTICLE V ASSOCIATION NEGOTIATING COMMITTEE ............ 3 ARTICLE VI BULLETIN BOARDS ................................................... 3 ARTICLE VII UNIFORMS AND EQUIPMENT ................................... 4 ARTICLE VIII PAYDAY ...................................................................... 4 ARTICLE IX FUNERAL LEAVE ....................................................... 5 ARTICLE X LEAVES OF ABSENCE ............................................... 6 ARTICLE Xl SICK LEAVE ................................................................ 7 ARTICLE XII PREGNANCY LEAVE ................................................. 8 ARTICLE XlII SENIORITY ................................................................. 9 ARTICLE XIV CASUAL DAY .............................................................. 11 ARTICLE XV VACATIONS ................................................................ 12 ARTICLE XVl HOLIDAYS .................................................................. 14 ARTICLE XVll LONGEVITY ................................................................ 16 ARTICLE XVIII EDUCATIONAL BONUS PLAN ................................... 16 ARTICLE XlX OVERTIME .................................................................. 18 ARTICLE XX SHIFT PREMIUM ........................................................ 18 ARTICLE XXl GROUP INSURANCE ................................................. 19 ARTICLE XXll CALL BACK ........................ ........................................ 21 ARTICLE XVlII WORK BREAKS .......................................................... 22 ARTICLE XXIV GRIEVANCE PROCEDURE ........................................ 22 ARTICLE XXV WAGE PLAN ............. ................................................. 25 ARTICLE XXVI NONDISCRIMINATION ............................................... 26 ARTICLE XXVII SAVINGS CLAUSE ..................................................... 27 ARTICLE XXVlll DURATION AND NEGOTIATIONS ............................. 27 iii ARTICLE I RECOGNITION The City recognizes the Dubuque Police Protective Association, certified by the Public Employment Relations Board in Case #452 (December 1,1975) and as amended in Case #3317 (March 15, 1989) as the exclusive bargaining representative for the employees of the City of Dubuque in the following classifications: Patrol Officer, Master Patrol Officer, Corporal, Detective, Identification Officer and Sergeant. ARTICLE II GENERAL CONDITIONS Public Employer Rights Public employers shall have, in addition to all powers, duties and rights established by constitutional provision, statute, ordinance, charter or special act, the exclusive power, duty and the right to: 1. Direct the work of its public employees. 2. Hire, promote, demote, transfer, assign and retain public employees in positions within the public agency. 3. Suspend or discharge public employees for proper cause. 4. Maintain the efficiency of governmental operations. 5. Relieve public employees from duties because of lack of work or for other legitimate reasons. 6. Determine and implement methods, means, assignments and personnel by which the public employer's operations are to be conducted. 7. Take such actions as may be necessary to carry out the mission of the public employer. 8. Initiate, prepare, certify and administer its budget. 1 Public Employee Rights Public employees shall have the right to: 1. Organize, form, join or assist any employee organization. 2. Negotiate collectively through representatives of their own choosing. 3. Engage in other concerted activities for the purpose of collective bargaining or other mutual aid or protection insofar as any such activity is not prohibited by this Act or any other law of the State. 4. Refuse to join or participate in the activities of employee organizations, including the payment of any dues, fees or assessment or service fees of any type. ARTICLE III NO STRIKE CLAUSE It shall be unlawful for any public employee or any employee organization directly or indirectly, to induce, instigate, encourage, authorize, ratify or participate in a strike against any public employer. It shall be unlawful for any public employer to authorize, consent to or condone a strike; or to pay or agree to pay any public employee for any day in which the employee participates in a strike; or to pay any increase in compensation or benefits to any public employee in response to or as a result of any strike or any act which violates the first paragraph of this Article. Any other provisions as stipulated in the Public Employment Relations Act, Chapter 20, Code of Iowa, shall be applicable. 2 ARTICLE IV ASSOCIATION REPRESENTATIVES The Association shall provide the City with a list of representatives by name, position and area which each representative serves (if steward). Changes in this list shall be furnished to the City promptly. The City need not recognize any Association representative of whom it has not been informed. The City shall immediately recognize a representative upon receipt of a written notice. ARTICLE V ASSOCIATION NEGOTIATING COMMITTEE Members of the negotiating committee shall be paid their regular straight time pay when they participate in negotiating meetings during their regularly scheduled work day. The number of members eligible for payment shall be limited to four (4) and in no event shall payment extend beyond the end of their regular work day. ARTICLE VI BULLETIN BOARDS The employer agrees to furnish at least one (1) bulletin board in the Law Enforcement Center to be used by the Association. The Association shall limit its posting of notices and bulletins to said board. ARTICLE VII UNIFORMS AND EQUIPMENT Section The City shall provide sworn police officers with the following equipment: hat shield, badge, gunbelt and holster, cartridge carrier, service weapon, handcuffs and case and safety eye glasses. In addition, during the first year of service the City shall provide new officers with the following items of the uniform: cap, two (2) long and two (2) short sleeve shirts, necktie, jacket, and two (2) pair of pants. Section 2 After the first year of service, employees in the classification of Patrol Officer, Detective and Corporal, shall receive a four hundred dollar ($400) yearly cash allowance for the maintenance and replacement of the uniform. Payments shall be made in the amount of two hundred dollars ($200) in December and two hundred dollars ($200) in June. Section 3 Employees in the classification of Sergeant and Identification Officer shall receive a two hundred and fifty dollar ($250) yearly cash allowance for the maintenance and replacement of the uniform. Payments shall be made in the amount of one hundred and twenty-five dollars ($125) in December and one hundred and twenty-five dollars ($125) in June. ARTICLE VIII PAYDAY Payday shall be every other Friday. If the payday is an observed holiday, the payday shall be the day before the holiday. 4 ARTICLE IX FUNERAL LEAVE All regular full time employees shall be granted upon request, time off with pay for such pedods of time as set forth below: Death of an employee's spouse, child or step-child. Seven (7) calendar days with a maximum of five (5) working days pay. Death of other members of an employee's immediate family. Relationships which are considered as members of the employee's family are: mother, step-mother, father, step-father, legal guardian, mother-in-law, father-in-law, sister, sister-in-law, brother, brother-in-law, grandfather, grandmother and grandchild. In the event the employee is the person responsible for making arrangements for the funeral and attending same, a period of time from when death occurs until the day following the funeral, but not to exceed three (3) scheduled working days with pay. In the event the employee is not the person responsible for making arrangements for the funeral, one (1) scheduled working day shall be allowed to attend the funeral providing the funeral service falls on a scheduled working day of the employee. If the conditions under B3 are applicable and the employee is assigned to any of the following shifts: 9:00 a.m. to 5:00 p.m., 3:00 p.m. to 7:00 a.m. or 7:00 p.m. to 5:00 a.m. said employee shall be allowed two (2) scheduled working days off; namely the day before the funeral and the day of the funeral, providing the funeral service falls on a scheduled working day of the employee. Upon approval of the Police Chief, an employee shall be granted up to three (3) additional work days to attend the funeral of his/her spouse, child, step-child or other members of his/her immediate family as defined in Section B. Said leave shall be deducted from the employee's compensatory time account. 5 Special Provision It is recognized that a death of a person other than the relationship listed above could warrant consideration for some paid funeral leave. In this event the employee should make known the situation to the department manager. The department manager may exercise administrative approval consistent with the intent of this funeral leave provision. The department manager will document the administrative approval by written notice to the Personnel Office. ARTICLE X LEAVE OF ABSENCE WITHOUT PAY A leave of absence without pay may be granted by the City Manager upon the recommendation of the department manager. An employee desiring a leave of absence without pay shall submit a request in writing to the City Manager at least thirty (30) calendar days in advance of when the leave is to begin. The request shall contain a statement as to the reason(s) for the desired leave, the date when the leave is to begin, and the date of return to duty. Denial of a request for a leave of absence without pay or the reason(s) therefore shall not be a proper subject for the grievance procedure of this Agreement or the appeal procedure set forth in Chapter 400, Code of Iowa. Failure to return to work at the end of a leave shall constitute cause for dismissal. It is understood that a leave of absence without pay shall not be used for the purpose of accepting employment elsewhere. An employee accepting other employment shall be terminated. An employee may be required to take a medical examination before being allowed to return to work after a leave of absence without pay. An employee granted a leave of absence without pay, upon completion of the leave, shall be returned to the same position and the same pay step in the pay grade corresponding to the classification occupied atthe time the leave began. Except as provided in the Family and Medical Leave Act of 1993, during a leave of absence without pay, the employee shall continue to accrue seniority, but shall not accrue or receive any other privileges, benefits or pay granted by this Agreement. 6 ARTICLE XI SICK LEAVE Section 1 Employees shall accrue one (1) day eight [8] hours sick leave per month (3.6923 hours biweekly). The term month, as used in this section, means a calendar month. Section 2 Unused sick leave shall be accrued from year to year to a maximum of one hundred twenty five (125) days. thousand (1000)hours Section 3 a Sick leave shall be paid to the employees at their regular base rate predicated on an eight (8) hour work day ten (10) Charges against accrued sick leave shall be made by deducting the hours paid from the employee's accrued sick leave but it is understood that no sick leave shall be paid to an employee on his/her regular day off. Employees shall be granted sick leave with pay for illness or injury of members of the employee's family (spouse, dependent children or stepchildren and parents or step- parents). Up to six (6) days per employee per fiscal year shall be granted for this purpose. forty-eight (48) hours Section 4 An employee who is on approved leave of absence due to an injury or illness shall continue to accrue sick leave credit for a period not to exceed two (2) calendar months following the month of injury or illness. No sick leave shall be accrued during layoff due to curtailment of work when such layoff extends beyond thirty (30) days. 7 No sick leave shall be accrued during a personal leave of absence when such personal leave of absence extends beyond sixty (60) days. Accrual of sick leave shall be terminated upon the employee's discharge, resignation, retirement or death. Section 5 An employee who is injured while employed by another employer or doing contract work for pay on non-City work shall not be entitled to any sick leave payment. Section 6 Upon retirement, employees shall be paid for fifty percent (50%) of all sick leave days accrued during the last ten (10) continuous years of service prior to retirement, less all sick leave used during the last ten (10) continuous years of service prior to retirement and less .... J x. v/sick leave ,~j~. 320 hours. EXAMPLE 10 x% ~__. 960 120 - 8{) $0 88o - 320 4o 560 70 x 50% 280 35 years of continuous service sick leave days hours accrued per year sick leave days hours sick leave days hours (sick leave used during last 10 continuous (years of service) sick leave days hours sick leave days hours sick leave days hours sick leave days hours x the regular rate of pay In order to be eligible for such payment an employee shall have completed at least twenty (20) years of continuous service in a full time position, or retired as a result of a disability. ARTICLE Xll PREGNANCYLEAVE An employee's pregnancy, child birth or related medical condition is regarded as a temporary disability. The commencement and duration of leave, availability of extensions, accrual of seniority and other benefits and privileges, reinstatement, and payment under the City's health insurance, disability insurance or sick leave plan, formal or informal, shall be applied to a disability due to the employee's pregnancy, child birth or related medical 8 condition on the same terms and conditions as they are applied to other temporary disabilities. Sick leave benefits, to the extent of an employee's accumulated sick leave, shall be granted, if requested by the employee, for the period that the employee is disabled because of the employee's pregnancy, child birth or related medical condition. The employee may use other available paid leaves such as vacation, compensatory time or casual day or a leave of absence without pay during the period of temporary disability. A leave of absence without pay beyond the period of temporary disability may be granted in accordance with Article Xl, LEAVES OF ABSENCE, of this Agreement. The employee is responsible for providing timely notice of the period of leave requested. The City reserves the right to require that the employee's disability resulting from pregnancy be verified by medical certification stating that the employee is not able to reasonably perform the essential functions of her position. ARTICLE Xlll Section 1 SENIORITY If an employee has successfully completed training at the Iowa law enforcement academy or another training facility certified by the director of the Iowa law enforcement academy before the initial appointment as a patrol officer, the trial period shall befor a period of nine (9) months and shall commence with the date of initial appointment as a patrol officer. If an employee has not successfully completed training at the Iowa law enforcement academy or another training facility certified by the director of the law enforcement academy before initial appointment as a patrol officer, the trial period shall commence with the date of initial employment as a patrol officer and shall continue for a period of nine (9) months following the date of successful completion of training at the Iowa law enforcement academy or another training facility certified by the director of the Iowa law enforcement academy. A patrol officer transferring employment from one jurisdiction to another shall be employed subject to a trial period of nine (9) months. An employee=s seniority shall be administered in accordance with Chapter 400, Code of Iowa. 9 An employee may be laid off or discharged any time prior to the end of the trial period and such discharge or lay off shall not be subject to the grievance procedure of the Agreement or the appeal procedure set forth in Chapter 400, Code of Iowa. The Association shall not assert or present any grievance or appeal on behalf of an employee because of any matter or occurrence whatsoever falling within the trial period. Section 2 For purposes of computing benefits, length of continuous service shall relate to an employee's most recent date of employment in a full-time position. For purpose of this Agreement, the term employee shall mean full-time employee. Section 3 An employee's seniority and employment relationship with the City shall be broken and terminated for the following reasons (this list is not inclusive): · Resignation · Discharge · Death · Retirement · Being laid off for a period of two (2) months without either being recalled to the position the employee occupied at the time of the lay off or being appointed to another position in the bargaining unit. · If, after a lay off, the employee fails to repod for work within five (5) work days after the date the cedified letter was mailed, notifying the employee to report for work. · Failure to report to work after the termination of an authorized leave. Section 4 An employee's seniority shall be used as the employee's basis twice a year in signing up for shifts, days off and vacation. The total strength of each shift, required reporting times of each shift and number and types of days off allotted to each shift shall be determined by the Chief of Police in such a manner as to provide the best possible police service. Throughout the year, the City reserves the right to make shift assignments for efficient and effective police service without regard to seniority. Section 5 In the event of a change in shift assignment, other than a shift assignment change that is the result of an emergency situation or is of an urgent nature, the affected employee(s) shall be notified at least five (5) calendar days prior to the effective date of the change and lO upon the request of the affected employee(s), shall also be provided with a statement containing the reason(s) why the change is being made. ARTICLE XlV CASUAL DAY A. Considerations 1. To afford an employee one (1) day with pay, not to be deducted from sick leave accumulation, to be scheduled by his/her department manager. Approving or disapproving the employee's requested date for this casual day shall be at the sole discretion of the employee's department manager or authorized representative. The employee's request for a specific day shall be given maximum con- sideration consistent with the conditions set forth below under B, but final approval is subject to (2) above and denial of the employee's requested date is not a proper subject for a grievance. Exception to (3) above would only be considered as a proper subject for a grievance if the employee alleges that the requested date was disapproved because of arbitrary, capricious or personal prejudice on the part of the approving authority. 5. The Association recognizes that approval or disapproval of a specific day must consider the efficient level of service due the general public. B. Conditions 1. A new employee must have completed at least four (4) full calendar months of the trial period before June 15th of each calendar year in order to be eligible during the calendar year. 11 On January 15th of each year, or upon the completion of four (4) full calendar months of his/her trial period as stipulated in (1) above, one (1) day will be credited to each eligible officer's compensatory time account. Except as otherwise provided in this Agreement, on July 1st of each year, subject only to extenuating cimumstances, no compensatory time account shall have more than the presently authorized three (3) days accumulated. No employee may request a casual day as the day immediately preceding or following the employee's scheduled vacation period. In the event an emergency situation arises while an employee is on vacation, and such employee has not used the casual day, upon written or telephone request the vacation may be extended one (1) additional day by utilizing the casual day. Under no circumstances shall pay be requested or approved in lieu of the casual day off with pay. Once a date has been approved for an employee as a casual day it may not be rescheduled except under the most extenuating circumstances; however, it is undemtood and agreed that the right to cancel and reschedule an employee's casual day is reserved by the department manager or authorized representative when such extenuating circumstances exist. A date may be canceled and rescheduled by an employee under extenuating circumstances. 6. See Insert # 1. ARTICLE XV Section 1 VACATIONS After an employee has one (1) year or more seniority the employee shall be eligible to receive two (2) weeks paid vacation at eighty (80) hours straight time pay in each calendar year. After an employee has completed four (4) years or more seniority the employee shall be eligible to receive three (3) weeks paid vacation at one hundred twenty (120) hours straight time pay in each calendar year. After an employee has completed eight (8) years or more seniority the employee shall be eligible to receive four (4) weeks paid vacation at one hundred sixty (160) hours straight time pay in each calendar year. After an employee has completed twenty-three (23) years or more seniority the employee shall be eligible to receive five (5) weeks paid vacation at two hundred (200) hours straight time pay in each calendar year. 12 Insert #1 CASUAL DAY Employees assigned to a work week consisting of ten (10) hours per day and four (4) days per week shall receive ten hours of pay for the casual day. Employees assigned to a work week consisting of eight (8) hours per day and five (5) days per week shall receive eight (8) hours for the casual day. The Association will not attempt to negotiate an increase in the time off for a casual day from eight (8) hours to ten (10) hours for employees assigned to a work week consisting of eight (8) hours per day and five (5) days per week. Section 2 it is agreed that vacations are earned during the year of service preceding that in which the vacation time is taken. No vacation time shall be accrued dudng layoff due to lack of work when such layoff exceeds thirty (30) days. No vacation time shall be accrued during a personal leave of absence when such personal leave of absence extends beyond sixty (60) days. Section 3 The vacation anniversary date of an employee shall be the same as the seniority date of the employee. Earned vacations must be taken within the twelve (12) month period immediately following the anniversary date of the vacation. Vacation time is not accumulated from year to year; therefore under no circumstances shall vacations be requested, scheduled or permitted to run consecutively. There shall be no change from previous years in the manner or method of scheduling or approving vacations. Section 4 An employee who is absent from work due to illness or injury for a period not to exceed two (2) months shall continue to accrue vacation time. Section 5 Employees who have six (6) months or more continuous employment and who are laid off, resign or enter military service (provided the City is given two [2] weeks notice of termination in the case of resignation or military leave of absence) shall receive vacation pay prorated to the last day worked. Section 6 Employees shall be given the opportunity to convert one (1) week (forty [40] hours) of vacation to compensatory time. The conversion option shall be made available during the period when vacations are scheduled. If an employee chooses to convert one (1) week of vacation to compensatory time, the maximum accrual for compensatory time shall be increased to eighty (80) hours. If an employee chooses to convert only the two (2) holidays sixteen (16) holiday hours 13 to compensatory time, the maximum accrual shall be fifty-six (56) hours. If an employee sixteen (16) hours elects not to convert the one (1) week of vacation or the two (2) holidays to compensatory time, the maximum accrual for compensatory time shall remain at forty (40) hours. If an sixteen(16) hours employee elects to convert both the one (1) week vacation and the two (2) holidays to compensatory time, the maximum accrual for compensatory time shall remain at eighty (80) hours. ARTICLE XVI HOLIDAYS Section 1 The following calendar days of the year shall be considered as holidays insofar as the administration of City business is concerned. When the term "holiday" is used it shall be construed to be the following days: A. New Year's Day January First B. Memodal Day Last Monday in May C. Independence Day July Fourth D. Labor Day First Monday in September E. Veterans Day November Eleventh F. Thanksgiving Day Fourth Thursday in November G. Day After Thanksgiving Friday following Thanksgiving Day H. Christmas Eve December Twenty-Fourth I. Christmas Day December Twenty-Fifth J. New Year's Eve December Thirty-First Section 2 An employee shall forfeit the right to payment for a holiday if scheduled to work the holiday and does not report unless excused by the City for the following reasons: A. Formal leave of absence. B. Job incurred injury. C. Funeral leave D. Subpoena as a witness. E. Illness or injury of less than two (2) months duration with proper doctor's documentation. F. Excused absence approved in writing by and at the sole discretion of the Chief of Police. 14 Section 3 Except as otherwise provided in this section, employees who are eligible for holiday pay shall be paid eight (8) hours straight time pay for each holiday in lieu of time off. Eligible employees shall have the option of receiving time off in lieu of holiday pay for two (2) of the named holidays (16 hours). Time off in lieu of holiday pay shall be administered in accordance with the procedure covering the use of compensatory time. Only those employees who elect to take time off in lieu of payment for two (2) of the named holidays (16 hours) shall have their compensatory time account increased from a maximum of five (5) days (forty [40] hours) to a maximum of seven (7) days (fifty-six [56] hours). Section 4 The terms if this section go into effect on July 1, 2000. For non-shift employees, when the holiday falls on Sunday, the following day shall be declared a holiday for the employee. When the holiday falls on Saturday, the preceding day shall be declared a holiday for the employee. For shift employees, holidays shall be observed on the day of legal recognition by the State of Iowa. For shift employees, the holiday shall commence at 12:00 midnight the day of the holiday and end at 11:59 p.m. the same day. Employees shall receive one and one-half times the regular rate of pay for all hours worked on the holiday. 15 ARTICLE XVII LONGEVITY Section I Longevity payment shall represent a percentage of an employee's regular (straight time or base) rate of pay based upon an employee's length of service in a full-time position. Longevity payment shall represent compensation in addition to an employee's regular (straight time or base) rate of pay. Longevity payments shall be made each payday in accordance with the longevity pay plan set forth in Section 2 of this Article. Section 2 Longevity payments shall be made in accordance with the following schedule: After six (6) years of continuous service 1% of regular rate of pay After twelve (12) years of continuous service 2% of regular rate of pay After eighteen (18) years of continuous service 3% of regular rate of pay After twenty-four (24) years of continuous service 4% of regular rate of pay After thirty (30) years of continuous service 5% of regular rate of pay Section 3 Continuous service shall mean service with the City uninterrupted by resignation, discharge or personal leave of absence without pay exceeding sixty (60) days in the preceding twelve (12) months. ARTICLE XVlll EDUCATIONAL BONUSPLAN Except as herein provided, in order to qualify for the Educational Bonus Plan, employees must have completed sixty (60) semester hours of college-level course work at an accredited university or college with a minimum of twelve (12) hours of course work in professional law enforcement development. A minimum of an overall grade of "C" will be required. 16 Courses which are applicable within the twelve (12) required in professional Law Enforcement Development Courses are those which lead directly to the enhancement of the officer's performance of his/her duty as a Police Officer. Such courses are exemplified by the partial listing which follows: A.Law Enforcement, Police Administration, Criminal Law, Juvenile Delinquency, Correctional Philosophy and other core Police Science courses. B.Interviewing as related to Law Enforcement, Traffic Administration, Criminal Investigation, Police-Community Relations, Criminal Procedures and Evidence, and other professional development courses. C.Behavioral and Social Science courses such as American Government, Public Administration, Legislative Process, American Political Parties, Judicial Process, Municipal Government and Urbanism and American Constitutional Law. D.Certain Psychology courses such as General Psychology, Social Psychology, Personal and Industrial Psychology, Abnormal and Criminal Psychology. E.Certain Sociology courses such as Principles of Sociology, Social Problems, Race and Ethnic Relations, Criminology, Sociological Research, and various courses aimed at improvement of the individual law enforcement function. The Educational Bonus Plan will apply as follows: Patrol Officer 5% of the base rate of pay Master Patrol Officer 5% of the base rate of pay Detective 5% of the base rate of pay Corporal 5% of the base rate of pay Identification Officer 4.5% of the base rate of pay Sergeant 4.5% of the base rate of pay To apply for this educational benefit an officer must submit to the Chief of Police a stamped transcript of his/her college or university credits for consideration. The final determination of eligibility shall be made by the City Manager's Office. 17 Employees hired or appointed to the position of Patrol Officer on or after July 1, 1998, shall not be covered by the terms of this Article until after they have completed their tdal period. ARTICLE XlX OVERTIME Except as otherwise provided in this Article, one and one-half (1 2) times the regular rate of pay shall be paid for all hours worked outside a scheduled payroll day or a scheduled ten (10) payroll week. Daily overtime will commence after eight (8) hours and twenty (20) minutes have elapsed from the designated reporting time of the employee. An employee shall be paid double time for time spent in court during the employee's scheduled vacation. This double time provision does not apply to the employee's court appearance on a casual day. Employees shall be paid a minimum of two (2) hours straight time witness fee or if the employee spends more than two (2) hours in court, the employee shall be paid the straight time rate for the total hours. Employees who are eligible to receive overtime may be granted time off in order to compensate for and in lieu of overtime payment. Compensation shall not be paid more than once for the same hours of work under any provision of this Article or Agreement. When overtime is required, it must be approved by the employee's supervisor. An employee who is assigned the duties of Field Training Officer shall receive five (5) hours of compensatory time off or five (5) hours of pay at the regular rate of pay for each full week during which he/she is assigned to and works with a police officer during his/her trial period as a Field Training Officer. ARTICLE XX SHIFT PREMIUM Except as otherwise provided in this Article, employees regularly assigned to the second shift, namely 3:00 PM to 11:00 PM, shall receive twenty cents ($.20) per hour on their base rate, and employees regularly assigned to the third shift, namely 11:00 PM to 7:00 AM, shall recieve thirty cents ($.30) per hour on thier base rate. Effective July 1, 2001, employees regularly assigned to the second shift, namely 3:00 PM to 11:00 PM, shall receive twenty-five cents ($.25) per hour on their base rate, and employees regularly 18 assigned to the third shirt, namely 11:00 PM to 7:00 AM, shall receive thirty five cents ($.35) per hour on their base rate. Employees in the classifications of Identification Officer and Sergeant shall not receive shift premium payment. See Insert # 2 ARTICLE XXI GROUP INSURANCE Section 1 BASIC HOSPITAL/MEDICAL/SUPPLEMENTAL ACCIDENT/MAJOR MEDICAL/PRESCRIPTION DRUG INSURANCE/UNLIMITED AMBULANCE/OUTPATIENT DIAGNOSTIC INSURANCE The City shall pay the full cost of the personal premium and the family premium for all employees covered by this Agreement. Employees are eligible for coverage the first of the month following the completion of thirty (30) days of continuous service in a full time position. (Example: Date of Employment August 12; Date of Application - September 12; Effective Date of Coverage October 1 .) Section 2 DENTALINSURANCE The City shall pay the full cost of the personal premium for employees covered by this Agreement. Employees are eligible for coverage the first of the month following completion of thirty (30) days of continuous service in a full time position. 19 Insert #2 SHIFT PREMIUM Employees assigned to a work week consisting of four (4) days per week and ten (10) hours per day shall receive shift premium as follows: Work Schedule Rate 3:00 p.m. to 1:00 a.m. $.25 per hour 7:00 p.m. to 5:00 a.m. $.30 per hour 11:00 3.m. to 9:00 a.m. $.35 per hour Section 3 LIFE/ACCIDENTAL DEATH AND DISMEMBERMENT INSURANCF The City shall pay the full cost of a life insurance and accidental death and dismemberment insurance policy for all employees covered by this Agreement. Employees are eligible for coverage the first day of the month following the completion of thirty days of continuous service in a full time position. Employees who retire shall receive a life insurance policy. Eligibility and amount of coverage shall be in accordance with the terms of the life insurance master agreement. Section 4 DISABILITY INCOME PROTECTION INSURANCF Disability income protection insurance policy shall be provided to all employees covered by this Agreement. The cost of such coverage shall be paid in full by the City. Employees are eligible for coverage the first of the month following the completion of thirty days of continuous service in a full time position. Section 5 MASTERINSURANCE AGREEMENTS Specific benefits of each aspect of the group insurance plan are set forth in master agreements which shall in all cases be the determining factor as to eligibility and amounts of coverage extended to each employee. Section 6 COVERAGE DURING EXTENDED ILLNESS OR INJURY Except as otherwise provided by the Agreement, the City shall continue to pay the full cost of the group insurance premiums for a period not to exceed fourteen (14) months from the day an employee is absent due to a non-job related illness or injury or for a period equivalent to the employee's length of continuous service in a full time position prior to the day of absence due to the non-job related illness or injury, whichever is less. The City shall continue to pay the full cost of the group insurance premiums for a period not to exceed fourteen (14) months from the day an employee is absent due to a job related illness or injury. 20 Section 7 TERMINATION OF INSURANCE BENEFITS When a covered employee is discharged, laid off, resigns, retires or dies, the City shall discontinue payment of all insurance premiums. Insurance benefits for dependents terminate when the dependent ceases to be eligible as a dependent or when the employee withdraws the authorization for dependent insurance coverage. In compliance with applicable Federal and State laws, employees and their eligible dependents are entitled to continue their health insurance coverage after termination of employment at their expense. Requests for continuation of health insurance benefits must be made in writing to the Personnel Office. Section 8 COVERAGE DURING A LEAVE OF ABSENCE WITHOUT PAY An employee may elect to continue group insurance coverages while on a leave of absence without pay. During such leave the employee shall be responsible for paying the full cost of all group insurance premiums with the exception of a leave of absence without pay granted in accordance with the Family and Medical Leave Act of 1993. Section 9 FLEXIBLE SPENDING ACCOUNTS The City will provide IRS Section 125 Flexible Spending Accounts. ARTICLE XXII CALL BACK Except as otherwise provided in this Article, an employee who, having left the premise after his/her regular shift, is recalled for additional work shall receive not less than two (2) hours pay. When such work merges with the employee's regular work day this provision does not apply. Employees in the classifications of Sergeant and Identification Officer are not entitled to receive payment under this or any other Article of this Agreement for time spent in department staff meetings outside of their regular work shift. 23. ARTICLE XXIII WORK BREAKS Employees may be allowed two (2) coffee breaks during each shift. Each coffee break shall not exceed ten (10) minutes in length. An employee shall be allowed one (1) lunch break during each shift. The lunch break shall not exceed thirty (30) minutes in length. Employees are not guaranteed work breaks if operational circumstances do not permit. No additional compensation shall be provided if a work break is missed or interrupted. Officers working scheduled or unscheduled overtime shall be entitled to one (1) coffee break per four (4) hours worked. ARTICLE XXIV GRIEVANCE PROCEDURE A grievance is a difference of opinion between an employee or a group of employees, or between the City and the Association with respect to the meaning, interpretation or application of any term or terms of this Agreement. The City is desirous of equitable and prompt adjustment of problems or grievances of the employees. These shall be settled orally whenever possible between the supervisor and the employee when the problem or grievance originates. An employee wishing to exercise the grievance procedure shall be entitled to have another Association member of his/her choice present as a witness during any presentation of the grievance to any officer of the department. The witness shall not become a party to the dispute, but shall serve only as a witness. tn the case of duty or shift assignments the aggrieved officer may present the grievance but shall not be allowed to delay or avoid the assignment beyond that time necessary for presentation of the grievance to the supervisor responsible for the assignment. 22 A. Oral Proceedings Step 1 Within ten (10) calendar days after the alleged grievance has occurred, the employee and supervisor shall orally discuss the grievance in an attempt to resolve the issue. Step 2 The City shall not be obligated to accept a written grievance until such grievance has been discussed orally between the grieving officer, a supervisor and the Chief of Police. B. Written Proceedings Step 1 A grievance not settled after oral discussion, as outlined above, within four (4) working days may be reduced to writing and presented to the Chief of Police. The nature of the complaint shall be clearly defined so that the Chief of Police will have a fair opportunity to locate the cause of the problem and settle the matter. The Chief of Police shall answer in writing within four (4) working days after receipt of the grievance. Step 2 If the grievance is not settled in Step 1, within four (4) working days after receiving the answer, a written request may be addressed to the Chief of Police for a meeting with the City Manager. If the request is denied by the Chief of Police a written appeal may be sent directly to the City Manager, following written notice to the Chief of Police of intention to appeal. Within eight (8) working days of receipt of request for a meeting or written appeal, the City Manager or a designated representative (from outside the Police Department) shall hear matters pertinent to the grievance. The chairperson of the Welfare Committee or the designee of the Association may be present at the request of the aggrieved employee or at the request of the President of the Association. The aggrieved employee may not choose anyone other than the designated person of the Association to represent him/her in this hearing. The City Manager shall give a written answer eight (8) working days after this meeting. Step 3 For employees under Civil Service and for issues covered by the Civil Service Act, if a grievance is not settled in Step 2 the employee has recourse of the Civil Service Act and shall follow its provisions outlined under Chapter 400, Code of Iowa. If the grievance is not settled in Step 2, within twenty (20) calendar days after receiving the City's written answer, either pady may notify the other party in writing and submit the grievance to arbitration. An impartial arbitrator shall be chosen by mutual consent by the Association and the City as soon as possible after receipt of a request for arbitration. If the parties do not agree upon the selection of an arbitrator within fifteen (15) calendar days after the receipt of the request for arbitration, the Public Employment Relations Board shall be requested to furnish a list of five (5) arbitrators. The party requesting arbitration shall first strike the name of one (1) person on the list and the other party shall then strike one (1) name and then the process is repeated. The remaining name shall be the arbitrator. An arbitrator's decision on a grievance may not change or amend the terms, conditions or applications of the Collective Bargaining Agreement. Such procedures shall provide for invoking of arbitration only with the approval of the employee organization, and in the case of an employee, only with the approval of the public employee. The cost of arbitration shall be shared equally by the parties. Association representatives, when carrying out procedures in Step 1 and Step 2 in the Grievance Procedure, shall be allowed to leave their work after the supervisor's approval and shall suffer no loss of straight time pay, not including overtime pay. The City shall not be responsible for pay to Association employees involved in any matter relating to arbitration proceedings or Civil Service proceedings. Time limits set forth in this policy may be waived by mutual consent of the principal parties. Time limits may be waived upon submission of a written statement of inability to act for good cause and setting forth another date of intended action. Good cause shall include, but not be limited to, the absence of principals to the grievance. If the City does not answer a written appeal within the time limits specified in the written proceedings, the Association may elect to treat the grievance as a denial of that step, and immediately appeal the grievance to the next step. If the Association fails to file a written appeal within the time limits specified in the written proceedings, the grievance may be appealed automatically to the next step. 24 ARTICLE XXV WAGE PLAN The following salary schedules shall represent the regular (straight time or base) rate of pay for positions covered by this Agreement: POSITION SALARY STEP STEP STEP STEP STEP STEP CLASSIFICATION GRADE A B C D E ' F Biweekly Rates - Effective 7/1/02 through 6~30~2003 Patrol Officer P-01 $1,365.31 $1,402.47 $1,475.64 $1,515.98 Police Corporal P-02 $1,576.62 $1,637.27 $1,696.36 Police Detective P-02 $1,576.62 $1,637.27 -~1,696.36 Police Identification Officer Police Sergeant P-03 $1,520,04 $1,598.85 $1,676.47 ~1,760.07 $1,846.05 P-03 81,520.04 $1,598.85 $1,676.47 $1,760.07 $1,846.05 $1,941.54 $1,941.54 POSITION SALARY STEP STEP STEP STEP STEP STEP CLASSIFICATION GRADE A B C D E F Biweekly Rates - Effective 7/1/2003 through 6~30~2004 Patrol Officer P-01 $1,430.98 $1,469.93 $1,546.62 $1,588.90 Police Corporal P-02 $1,652.46 $1,716.02 $1,777.95 Police Detective P-02 $1,652.46 $1,716.02 $1,777.95 Police Identification Officer Police Sergeant P-03 $1,593.15 $1,675:75 $1,757.11 $1,844.73 $1,934.85 P-03 $1,593.15 $1,675.75 $1,757.11 $1,844.73 $1,934.85 $2,034.93 $2,034.93 POSITION SALARY STEP STEP STEP STEP STEP STEP CLASSIFICATION GRADE A B C D E F Biweekly Rates - Effective 7/1/2004 through 6/30/2005 Patrol Officer P-01 81,480.64 81,520.94 $1,600.29 $1,644.03 Police Corporal P-02 $1,709.80 $1,775.57 $1,839.64 Police Detective P-02 $1,709.80 $1,775,57 $1,839.64 Police Identification Officer P-03 81,648.43 $1,733.90 $1,818.08 81,908.74 $2,001.99 $2,105.54 Police Sergeant P-03 $1,648.43 $1,733.90 81,818.08 81,908.74 $2,001.99 $2,105.54 Upon promotion an employee shall be placed in the first step of his/her new pay grade except in cases where the increase to the first step would be less than a one (1) pay grade step increase. Under those circumstances the promoted employee shall be placed in such a step in the new pay grade as may be necessary to give the employee at least a one (1) pay step increase. If an employee is promoted to the lowest step in the classification, the employee's performance shall be reviewed after six (6) months and if satisfactory, shall be advanced to the next step in the classification. On the other hand, if the employee is promoted to a step other than the starting step in the classification then the employee's performance shall be reviewed after twelve (12) months and if satisfactory, shall be advanced to the next step and yearly thereafter until he/she has reached Step "F". ARTICLE XXVI NONDISCRIMINATION There shall be no discrimination against any employee in the bargaining unit by either Party to this Agreement because of mental or physical disability, age, sex, marital status, race, color, religion, national origin or political affiliation. Complaints involving an allegation of discrimination may be filed with the appropriate agency but shall not be a proper subject for the grievance procedure of this Agreement or the appeal procedure set forth in Chapter 400, Code of Iowa. 26 ARTICLE XXVII SAVINGS CLAUSE Should any Article, Section or portion thereof of this Agreement be restrained or held unlawful and unenforceable by any court of competent jurisdiction, such decision of the court shall apply only to the specified Article, Section or portion thereof restrained or declared null and void in the decision and the remainder of this Agreement shall remain in full force and effect. ARTICLE XXVIII DURATION AND NEGOTIATIONS This Agreement shall be effective the first day of July, 2002 and shall remain in full force and effect through the thirtieth day of June, 2005. Negotiations for a succeeding Agreement to become effective on July 1, 2005, shall begin after August 15, 2004, but not later than October 15, 2004. ,2002 DUBUQUE POLICE PROTECTIVE ASSOCIATION PRESIDENT ~_~ CITY OF DUBUQUE, IOWA ATTEST: ~ ~L:~NNE F. SCHNEIDER, CITY CLERK 27 MEMORANDA Date: August 27. 2002 To:Michael C. Van Milligen City Manager From: Kim B. Wadding Police Chief Re: Pilot Project - 4/3 Patrol Schedule INTRODUCTION: The purpose of the memorandum is to summarize the work of a joint police schedule committee comprised of members from the DPPA (Dubuque Police Protective Association5 and command staff. The purpose of the committee was to explore a variety of patrol schedules for possible imptementation. BACKGROUND: Upon my initial arrival to the Dubuque Police Department, I was contacted my members of the DPPA to discuss the possibility of changing the patrol schedule. Reviewing past efforts, I found that the Senior Management Staff had discussed the 1 O-hour work scheduled during 1999 resulting in no change. In the fall of 2001, a core committee was established consisting of members from the management staff and DPPA members. Those members included: Captain Tom Callahan, Captain Tom Raschke, Captain Bill Davis, Assistant Chief Terry Lambert, Corporal Mark Dalsing, Officer Bob Flannery, Officer Russ Stecklein, and Officer Mike Kane. Although the 1 O-hour schedule initiated the discussion, additional schedules were discussed and reviewed. A small schedule survey was developed by committee members to contact other police agencies regarding their schedules. Those cities included: Ames, Waterloo; Sioux City, Duluth, MN, Rochester, MN, St. Cloud, MN, Rapid City, SD, Grand Island, NE, Appleton, WI, Janesville, WI, and Oshkosh, WI. Ames, Iowa Rotating Days 6/3, 5/2 X Waterloo, Iowa Rotating Days 6/3, 7/2 - 7TM day Training X Sioux City, Iowa Rotating Days 6/2 X Rapid City, SD Fixed Days 5/2 X Grand Island, NE Fixed Days 5/2 X Appleton, WI Rotating Days 5/2, 5/3, 5/2, 5/3 X Oshkosh, WI Rotating Days 5/2, 5/3, 5/2, 5/3 X Janesville, WI Rotating Days 5/2, 5/3, 5/2, 5/3 · 8.5 hrs St. Cloud, MN Rotating Days 4/3 X Duluth, MN Rotating Days 4/4 - City owes Officer 16-t 9 days X Rochester, MN I Rotating Days 4/4 I [ X DISCUSSION: As different schedules were reviewed and compared, a baseline of 49 patrol officers was used with 17 officers assigned Shift I, 17 officers Shift II, and 15 officers Shift III. The 49 patrol officers do not include any COP's (Community Policing Officers), the Traffic Safety Officer, or the Canine Officer. These positions interact dally with the patrol but have other obligations outside of the patrol function. Throughout the discussions three schedules surfaced for consideration, with the curt'em 5/2 8- hour schedule remaining a viable option. The other two schedule options were the 4/3, 10-hour day and the 6/3, 8.5-hour day. The three schedule options contain the following characteristics: Characteristics: Characteristics: Characteristics: 8-hour workday 1 O-hour workday 8.5-hour workday 5/2 Working days/Off 4/3 Working days/Off 6/3 Working days/Off 260 days per year 208 Working days per year 242 Working days per year 2,080 hours worked ] 2,080 hours worked 2,068 (17 hours owed to City) Fixed Days Fixed Days Rotating Days As part of the schedule assessment two primary surveys were completed. The first survey, distributed to all sworn officers, was divided into three survey groups: DPPA (includes all police officers); Non-Patrol Group (those officers assigned to non-patrol duties i.e. CID, Accreditation, Crime Prevention); and Supervisors (Captains and Lieutenants). Although eliminated later in discussion, a 12-hour day schedule was also explored. At the conclusion of the survey all four schedules were ranked by preference/choice: Survey Ranking: DPPA All Officers 2nd I st 3 ra 4m Non-Patrol Officers 2nd 1 st 4TM 4m Supe~isors 2.5 (tie) 1st 2.5 (tie) 3~ A second survey conducted by the DPPA asked members to vote regarding three choices, current 5/2 8-hour schedule, 4/3 10-hour schedule, or abstain from voting. Those April 10, 2002 results showed: With the schedule indicators showing the 4/3 10-hour schedule favored by most officers, the schedule was compared to the 5/2 8-hour schedule regarding staffing levels, calls for service, and arrests. To maintain shift integrity with the 4/3 1 O-hour schedule has five starting times. The starting times include: 5:00 A.M. (10 officers), 9:00 A.M. (11 officers), 3:00 P.M. (10 officers), 7:00 P.M. ~ 10 officers), and 11:00 P.M. (8 officers). Attached are two daily schedules showing the week and time of day. The first (Attactunent #I) is the 4/3 10-hour shift schedule outlining the calls for service, arrests, and number o£officers for each service hour. The second (Attachment #2) is the patrol supervisor schedule showing the number of s~upervisors per service hour. In reviewing the 1 O-hour patrol schedule for patrol supervisors, it is necessary for two patrol supervisors to "swing" ensuring at least two supervisors are schedule for each hour of the day. As you review the schedule supervisors 4SW and 6SW alternate their starting times. In both instances, the starting times rotate with the clock allowing easier adjustment. Randy Peck and I have met and discussed the contractual issues. To implement the 10-hour schedule a Letter .of Understanding is created with the DPPA; a similar letter was created in the Communications Center when dispatchers went to a 1 O-hour day-. It is understood by the DPPA that no additional costs would be incurred through a schedule change. It is further understood that a patrol schedule change would be on a trial basis with either the DPPA or administration opting out of the arrangement. The trial period would be for six months. RECOMMENDATION: The main attraction for the 4/3 1 O-hour patrol schedule by the employee is the compressed workweek. Moving to this schedule does provide some unique opportunities and challenges. Having the different starting times allows continual shift overlap for calls for service and provides continuity during shift change. These starting and stop times creates an opportunity and challenge blending five patrol shifts to operate throughout each day. My previous experience with the 10-hour shift has shown this blending does stren~hen overall organizational cohesiveness but initial implementation requdres some growing pain. ACTION REQUESTED: With the interest from both DPPA members and the patrol management supervisors, along with agreement that this is a six-month trial period with either side having the fight to opt out of the arrangement, I would recommend the implementation of the 4/3 10-hour workweek for the patrol division beginning in September 2002. This recommendation would be based upon acceptable terms within a Letter of Understanding showing no additional costs occurred by the change. Cc: Randy Peck, Personnel Attachment Iii RASCHKE SHIFT SCHEDULE #20 OFFICERS ASSIGNED 10 11 TO SHIFT HOUR OF 0500- DAY 1500 0700-0800 5.71 0800-0900 5.71 0900-1000 5.71 1000-1100 5.71 1100-1200 5.71 1200-1300 5.71 1300-1400 5.71 1400-1500 5.71 1500-1600 1600-1700 1-~-0-1800 1800-1900 1900-2000 2000-2100 2200-2300 2300-0000 0000-0100 0100-0200 0200-0300 0400-0500 0500-0600 5.71 0600-0700 5.71 10 HOUR DAYS 49 OFFICERS 4--3 TOTAL BY HOUR 10.28 10.28 11.99 11.99 11.99 11.99 11.99 11.99 11.99 11.99 11.99 11.99 11.42 11.42 11.42 11.42 15.99 15.99 10.28 10.28 10.28 10.28 10.28 10.28 + OR- CURRENT 5-8 HOUR DAYS 49 OFFICERS 5-2 17/17/15 TOTAL BY HOUR 12.14 12.14 12.14 12.14 12.14 12.14 12.14 12.14 12.14 12.14 12.14 12.14 12.14 12.14 12.14 12.14 10.71 10.71 10.71 10.71 10.71 10.71 10.71 10.71 10-HOUR DAY 4 ON AND 3 OFF CONSTANT (CF 1.75) RANKING* - 0.15 = 1 DAY WITH 1 LESS OFFICER - 0.43 = 3 DAYS WITH 1 LESS OFFICER - 0.72 = 5 DAYS WITH 1 LESS OFFICER - 1.86 = 6 DAYS WITH 2 LESS OFFICERS AND 1 DAY WITH 1 LESS OFFICER + 0.71 = 5 DAYS WITH 1 MORE OFFICER + 4.42 = 3 DAYS WITH 5 MORE OFFICERS AND 4 DAYS WITH 4 MORE OFFICERS + 5.28 = 2 DAYS WITH 6 MORE OFFICERS AND 5 DAYS WITH 5 MORE OFFICERS *Ranking indicates the time frame having the most calls for service. 4/1 would represent the highest number of arrests or Calls for Service and/324 would be the least. Attachment #2 · . PATROL SUPERVISORS 10 HOUR DAYS 4-3 SCHEDULE B RANKING* SCH SUN VION TUE WED THU FRI SAT ~~ B ~ HOUR OF DAY 0700-0800 2-9 2~9 1,2,8,9 1-8 1-8 1-8 2-9 19 23 0800-0900 2-9 2-9 1,2,8,9 1-8 1-8 1-8 2-9 16 22 0900-1000 2-4 2-4 1-2 1-3 1-3 1-3 2-3 13 21 1000-1100 2-4 2-4 1-2 1-3 1-3 1-3 2-3 14T 19 1100-1200 2-4 2-4 1-2 1-3 1-3 1-3 2-3 14T 24 1200-1300 2-4 2-4 1-2 1-3 1-3 1-3 2-3 11 17T 1300-1400 2-4 2-4 1-2 1-3 1-3 1-3 2-3 8 16 1400-1500 2-4 2-4 1-2 1-3 1-3 1-3 2-3 10 13 1500-1600 4-5 4-6 4-6 3-4 3-5 3-5 3-5 3 15 1600-1700 4-5 4-6 4-6 3-4 3-5 3-5 3-5 ! 10 1700-1800 4-5 4-6 4-6 3-4 3-5 3-5 3-5 2 12 1800-1900 4-5 4-6 4-6 3-4 3-5 3-5 3-5 7 11 1900-2000 5-7 6-7 4-6 4-6 5-6 5-7 5-7 6 9 2000-2100 5-7 6-7 4-6 4-6 5-6 5-7 5-7 4 5 2100-2200 5-7 6-7 4-6 4-6 5-6 5-7 5-7 5 7 2200-2300 5.7 6-7 4-6 4-6 5-6 5-7 5-7 9 6 2300-0000 5-7-9 6-7-9 4,6,8,9 4-6-8 5-6-8 5-7-8 5-7-9 12 2 0000-0100 5-7-9 6-7-9 4,6,8,9 4-6-8 5-6-8 5-7-8 5-7-9 17 i 0100-0200 7-9 7-9 8-9 6-8 6-8 7-8 7-9 18 3 0200-0300 7-9 7-9 8-9 6-8 6-8 7-8 7-9 20 4 0300-0400 7-9 7-9 8-9 6-8 6-8 7-8 7-9 21 8 040010500 7-9 7-9 8-9 6-8 6-8 7-8 7-9 22T 14 0500-0600 2-9 2-9 1,2,8,9 1-8 1-8 1-8 2-9 24 17T 0600-0700 2-9 2-9 1,2,8,9 1-8 1-8 1-8 2-9 22T 20 I SUN MON TUE WED THU FRI SAT DAYS OFF 1 0500-1500 O O W W W W O SAT-SUN-MON 2 o5oo-15oo W W W O O O W WE~TaV-1~m 3 0900-1900 O O O W W W W SUN-MON-TLTE 4S~V 0900-1900 W W .... O O O THU-FRI-SAT 4SW 15004)100 .... Vg W O O O THU-FRI-SAT 5 1500-0100 W O O O W W W MON-TUE-WED 6SW' 1500-0100 O W W .... O O FRI-SAT-SUN 6SW 1900-0500 O .... W W O O FRI-SAT-SUN 7 1900-0500 W W O O O W W TUE-WED-IItU 8 2300-0900 O O W W W W O SAT-SUN-MON 9 2300-0900 W W W O O O W WED-'I'HU-FRI