032 of 1997 - AN ORDINANCE APPROVING A MEMORANDUM OF UNDERSTANDING BETWEEN0 97-1
0 97-7
SALT LAKE CITY ORDINANCE
No. 32 of 1997
(Approving a Memorandum of Understanding
between Salt Lake City Corporation and
the Salt Lake Police Association,
International Union of Police Associations,
Local 75, AFL-CIO representing the
"500 Series" City Employees)
AN ORDINANCE APPROVING A MEMORANDUM OF UNDERSTANDING BETWEEN
SALT LAKE CITY CORPORATION AND THE SALT LAKE POLICE ASSOCIATION,
INTERNATIONAL UNION OF POLICE ASSOCIATIONS, LOCAL 75, AFL-CIO
REPRESENTING THE "500 SERIES" CITY EMPLOYEES WHICH SHALL BECOME
EFFECTIVE ON PROPER RATIFICATION AND SIGNATURE.
PREAMBLE
The Salt Lake Police Association, International Union of
Police Associations, Local 75, AFL-CIO, as the Certified
Bargaining Representative for the "500 Series" City Employees,
and the Mayor, have agreed to a Memorandum of Understanding
subject to appropriate ratification by the "500 Series" City
employees and signature of the parties.
Section 9(c) of the Salt Lake City Third Amended Labor
Bargaining Resolution, dated April 10, 1984, provides that no
collective bargaining Memorandum of Understanding shall be
effective until the City Council approves the Memorandum of
Understanding, enacts implementing legislation and appropriates
all required funds.
The attached Memorandum of Understanding is a two year
agreement effective for fiscal years 1997-1998 and 1998-1999.
The City Council has appropriated necessary funds required to
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implement the provisions of the attached Memorandum of
Understanding for fiscal year 1997-1998. For fiscal year 1998-
1999, the Memorandum of Understanding shall be subject to
appropriation of funds by the City Council.
Accordingly, the City Council wants to approve the attached
Memorandum of Understanding between Salt Lake City Corporation
and the Salt Lake Police Association, International Union of
Police Associations, Local 75, AFL-CIO, which shall become
effective on ratification and signature of the parties.
Be it ordained by the City Council of Salt Lake City, Utah:
SECTION 1. PURPOSE. The purpose of this Ordinance is to
approve the attached Memorandum of Understanding which shall
become effective on appropriate ratification by the "500 Series"
City employees and on signature of the Mayor, as the Chief
Administrative Officer for the City and the Salt Lake Police
Association, International Union of Police Associations, Local
75, AFL-CIO, representing the "500 Series" employees, pursuant to
Section 9(c) of the Salt Lake City Third Amended Labor Bargaining
Resolution dated April 10, 1984.
SECTION 2. The attached Memorandum of Understanding between
the City and the Salt Lake Police Association, International
Union of Police Associations, Local 75, AFL-CIO is hereby
approved.
SECTION 3. AUTHORIZATION. The Mayor of Salt Lake City,
Utah is hereby authorized to act in accordance with the terms and
conditions of the attached Memorandum of Understanding when it is
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properly ratified and executed.
SECTION 4. EFFECTIVE DATE. This Ordinance shall be deemed
effective on its first publication.
Passed by the City Council of Salt Lake City, Utah, this
loth day of June
A EST:
3
, 1997.
APPROVED AS TO FORM
Salt Lake City Attorney's Office
Date
Transmitted to the Mayor on June 10, 1997
Mayor's Action:
ATTEST:
Bill 32 of 1997
Published 1'-(- 1997
XXX Approved V-toed
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oyl 1
RECORDED
JUN 2 61997
MEMORANDUM OF UNDERSTANDING
CITY RECORDER ..
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THIS EMORANDUM OF UNDERSTANDING is made and executed this L,.,-
of , 1997, by and between SALT LAKE CITY CORPORATION,
hereinafter referred to as the "CITY", and the SALT LAKE POLICE
ASSOCIATION, INTERNATIONAL UNION OF POLICE ASSOCIATIONS, LOCAL 75,
AFL-CIO, hereinafter referred to as the "ASSOCIATION".
W I T N E S S E T H:
WHEREAS, the CITY has endorsed the practices and procedures of
collective bargaining specified in its collective -bargaining
resolution of November 16, 1977, as amended on April 10, 1984,
hereinafter referred to as "RESOLUTION", as a fair and orderly way
of conducting its relations with its Police Officers insofar as
such practices and procedures are appropriate to the functions and
obligations of the CITY and to retain the right effectively to
operate in a responsible and efficient manner, consistent with the
paramount interests of the CITY; and
WHEREAS, the parties recognize that this MEMORANDUM OF
UNDERSTANDING, hereinafter referred to as the "MEMORANDUM", is not
intended to modify any of the discretionary authority vested in
the body of law developed thereunder or under its ordinances or
the RESOLUTION; and
WHEREAS, it is the intention of the parties to this agreement to
negotiate, where not otherwise mandated by Statute or Ordinance,
for the salary structure, benefits and employment conditions of
the employees classified by the CITY as "500" Series Police
Officers, hereinafter referred to as "Police Officers", to prevent
interruptions to work and interference with the efficient
operation of the CITY, and to provide an orderly and prompt method
for handling and processing grievances and
WHEREAS, the collective bargaining process has, over the years,
generated various forms of compensation yielding the total
compensation package described in this MEMORANDUM. At times,
increased allowances in benefits have been provided rather than
increased salary. In full settlement of all wage and contractual
issues, the parties agree with the terms and conditions of the
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following MEMORANDUM OF UNDERSTANDING effective July 1, 1997
through June 30, 1999.
NOW, THEREFORE, the parties hereto declare their mutual
understandings as follows:
ARTICLE I.
PRODUCTIVITY AND CONSTRUCTION OF MEMORANDUM
Delivery of municipal services in the most efficient, productive
and courteous manner is of paramount importance to the CITY and
the ASSOCIATION. Such achievement is recognized to be a mutual
obligation of both parties within their respective roles and
responsibilities. All provisions of this MEMORANDUM shall be
construed in compliance with such obligation and shall not
abrogate in any respect provisions of the RESOLUTION, applicable
Civil Service laws, rules and regulations, police department
rules, regulations and orders, or the Salt Lake City Code.
ARTICLE II.
RECOGNITION
The CITY recognizes the ASSOCIATION as the exclusive bargaining
agent pursuant to the RESOLUTION for the purpose of negotiating
salaries, wages, hours and other conditions of employment for
Police Officers. These rights of the Police Officers' bargaining
agent shall remain in effect until decertification of the
ASSOCIATION or until repeal or amendment of the RESOLUTION.
ARTICLE III.
RIGHTS AND OBLIGATIONS
A. MANAGEMENT PREROGATIVES, CITY EMPLOYER RIGHTS
1. It is the exclusive right of the CITY to determine the
mission of each of its constituent departments, boards
and commissions, consistent with the provisions of this
MEMORANDUM and to set standards of service to be
offered to the public, and to exercise exclusive
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control and discretion over its organization and
operation by the lawfully constituted officers thereof.
2. It is the exclusive right of the CITY to:
(a) Hire and direct its Police Officers;
(b) Determine position of employment and establish
classifications therefor;
(c) Take disciplinary action for just cause;
(d) Relieve its Police Officers from duty because of
lack of work or other legitimate reasons, subject
to appropriate review hereunder;
(e) Determine the method, means and personnel by which
the CITY's operations are to be conducted,
including but not limited to contraction out to
the private sector or other agencies of government
any operations, services, labor or any other job
performed by or for the CITY; provided, however,
that the exercise of such rights does not preclude
Police Officers or representatives from conferring
or raising grievances about the practical
consequences such decisions on these matters may
have on wages, hours, or other terms and
conditions of employment in an expeditious and
appropriate manner.
(f) Take whatever actions as may be necessary to carry
out its responsibilities in situations of an
emergency.
3. The ASSOCIATION recognizes the CITY's right under the
RESOLUTION to establish and/or revise performance
standards or norms notwithstanding the existence of
prior performance levels, norms or standards. Such
standards, developed by usual work measurement
procedures,
performance
measure the
may be used to determine acceptable
levels, prepare work schedules and to
performance of each Police Officer or group
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of Police Officers. Police Officers who work at less
than acceptable levels of performance may be subject to
disciplinary measures in accordance with performance
standards established by the CITY.
4. Training in an approved training course may be required
of each Police Officer by the CITY.
B. POLICE OFFICER RIGHTS
1. Police Officers shall have the right to self -
organization, to form, join, or assist employee
organizations, to bargain collectively through
representatives of their own choosing according to the
RESOLUTION or any ordinance adopted in lieu of the
RESOLUTION, and to engage in concerted activities for
the purpose of collective bargaining or other mutual
aid or protection. No Police Officer shall be
discriminated against because of affiliation or
membership with the ASSOCIATION.
2. Police Officers shall also have the right to refuse to
join or participate in any activity of any employee
organization and shall have the right to represent
themselves individually in their employment relations
with the CITY. No Police Officer shall be
discriminated against because of his or her refusal to
affiliate with the ASSOCIATION or because of membership
or affiliation with another labor organization.
3. A Police Officer shall have the right to refrain from
any and all activities with reference to an employee
organization and shall be free from any and all
restraint or coercion in the exercise of the right to
refrain from joining, participating, assisting,
supporting or in any other way contributing to the
operation of the ASSOCIATION. No Police Officer shall
be interfered with, intimidated, restrained, coerced or
discriminated against because of the exercise of any of
these rights.
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4. The parties agree that they will continue to work
cooperatively to assure that all Police Officers have
equal -employment opportunities and that no one is
discriminated against because of race, color, national
origin, sex, religion or age as specified in the CITY's
current affirmative action plan. Further, no Police
Officer shall be discriminated against because of
political affiliation, marital status or handicap to
the extent they are protected under Federal or State
law or contract.
5. Nothing in this MEMORANDUM shall preclude any Police
Officer:
(a) Regardless of membership or non -membership in the
ASSOCIATION, from bringing matters of personal
concern to the attention of the appropriate
officials in accordance with applicable law,
regulations or established policy;
(b) From acting on his or her behalf in choosing an
attorney or agent in a grievance or judicial
action, provided that no police officer shall be
represented in a grievance or other action before
the CITY by any agent or representative of an
employee organization other than the ASSOCIATION;
or
(c) Who is or is not an eligible member of the
ASSOCIATION from having and enjoying, without
discrimination, all employment rights and benefits
granted by the CITY.
C. ASSOCIATION RIGHTS
1. The ASSOCIATION shall have the right to present its
views to the CITY either orally or in writing.
2. A representative of the ASSOCIATION shall, at a Police
Officer's request, be allowed to be present for the
purpose of representation in processing grievances,
internal investigations, and disciplinary interviews
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and hearings. The ASSOCIATION representative will be
held to the same standard of confidentiality in these
matters as the CITY.
3. A Police Officer shall be granted a reasonable amount
of time to obtain representation, if they request,
prior to any such internal investigation, or
disciplinary interview, or hearing, without threat of
disciplinary action.
4. An ASSOCIATION representative may not delay, interfere
with, or otherwise obstruct any lawful investigation,
conducted by the CITY in compliance with the terms and
conditions set forth in Article XVI of this MEMORANDUM.
5. The opportunity of the ASSOCIATIONS's representative to
be present does not apply to informal, routine, or
unplanned discussions between a Police Officer and his
or her immediate supervisor.
6. The ASSOCIATION accepts the responsibility for, and
agrees to represent in good faith, the interests of all
Police Officers in the UNIT without discrimination and
without regard to membership in the ASSOCIATION. The
method and means of such representation in the
fulfillment of this paragraph shall be determined by
the ASSOCIATION.
7. The CITY agrees to recognize the officers and duly
designated representatives of the ASSOCIATION. The
ASSOCIATION agrees to keep the CITY advised, in
writing, of its officers and ASSOCIATION
representatives. There shall be no more than sixteen
(16) ASSOCIATION representatives. The names of the
ASSOCIATION representatives will be posted by the
ASSOCIATION on appropriate bulletin boards in the work
location.
8. The duly designated ASSOCIATION representatives shall,
upon proper notification to their immediate supervisors
be allowed a reasonable opportunity, during working
hours, for the purpose of investigating and adjusting
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grievances, but in no event shall such activity exceed
two hours per week, unless otherwise approved by the
Chief of Police.
9. It is agreed that internal ASSOCIATION business such as
soliciting membership, collecting dues, electing
officers, membership meetings, and posting and
distributing literature will be conducted during the
non -duty hours of the Police Officers with the sole
exception of the following:
(a) The ASSOCIATION President shall be allowed a
reasonable period during working hours to conduct
ASSOCIATION business not to exceed ten (10) hours
per week, or as otherwise approved by the Chief.
The ASSOCIATION President shall account for and
maintain a record of the time used in accordance
with this paragraph.
(b) ASSOCIATION representatives shall be allowed a
reasonable period during working hours to attend
ASSOCIATION meetings or to participate in other
ASSOCIATION business as necessary up to a maximum
period of two hours per month, unless otherwise
approved by the Chief of Police; provided however,
that in all such cases, Police Officers involved
will coordinate said time off with their direct
supervisor; and further provided that no more than
two ASSOCIATION representatives may be released
from duty in any one division at one time.
(c) ASSOCIATION officers and representatives shall be
allowed time off with pay for the purpose of
attending such conferences and conventions, which
time off shall not exceed the total of seventy-two
(72) working hours per fiscal year for the
aggregate of all such ASSOCIATION officers and
representatives. Such ASSOCIATION officers and
representatives shall be allowed to use their
available leave time to attend conventions and
conferences. Such ASSOCIATION officers and
representatives shall account for and maintain a
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record of the time used in accordance with this
paragraph. The ASSOCIATION officers and
representatives involved will obtain prior
permission from their immediate supervisors at the
earliest opportunity to do so. Every effort shall
be made to allow the ASSOCIATION officers and
representatives to use said leave.
10. The CITY agrees to deduct monthly ASSOCIATION
membership dues from the pay of those Police Officers
who individually request in writing that such
deductions be made. The CITY further agrees to cease
deduction of such fees upon written request by the
Police Officer. The CITY will notify the ASSOCIATION
in writing of all requests for termination of dues
deduction.
11. The CITY agrees to designate space in the Public Safety
Building for ASSOCIATION bulletin boards. The bulletin
boards shall be provided by the ASSOCIATION and
installed by the CITY. The bulletin boards shall be
installed in a central location, in convenient view, in
each of the following locations:
(a) the secure side of the main lobby, 1st floor;
(b) the main hallway, 2nd floor;
(c) the main hallway, 3rd floor;
(d) the main hallway, 4th floor;
(e) the main hallway, 6th floor;
(f) any additional location mutually agreed upon by
the ASSOCIATION and the CITY.
12. No materials which defame or degrade any individual or
group, or are found to be obscene or unprofessional
shall be posted. Police Officers may not post personal
notices in any other areas without the express
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permission of the Chief of Police or his designee.
Notices posted on space allotted to the ASSOCIATION may
include:
(a) Notices of ASSOCIATION recreational and social
affairs;
(b) Notices of ASSOCIATION elections;
(c) Notices of ASSOCIATION appointments and results of
ASSOCIATION elections;
(d) Notices of ASSOCIATION meetings and agenda;
(e) Notices concerning bona fide ASSOCIATION
activities such as cooperatives, credit unions and
unemployment compensation information; and/or,
(f) Other notices concerning ASSOCIATION affairs.
There shall be no other general distribution,
solicitations or posting by Police Officers of
pamphlets, advertising or political matter, or any
kind of literature or solicitations upon CITY
property other than as herein provided. Nothing
herein shall be construed to prohibit distribution
of appropriate ASSOCIATION publications or notices
as defined herein above to members of the
bargaining UNIT on said boards or in the Police
Officer's distribution box.
ARTICLE IV.
WAGES
A. WAGE SCHEDULE
1. Effective July 1, 1997, Police Officers shall be paid
monthly salaries biweekly in accordance with the wage
schedule set forth in Appendix "A" of this MEMORANDUM,
attached hereto and incorporated herein by reference.
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2. Effective December 28,1997, Police Officers shall be
paid monthly salaries biweekly in accordance with the
wage schedule set forth in Appendix "B" of this
MEMORANDUM, attached hereto and incorporated herein by
reference.
3. Effective June 28, 1998, Police Officers shall be paid
monthly salaries biweekly in accordance with the wage
schedule set forth in Appendix "C" of this MEMORANDUM,
attached hereto and incorporated herein by reference.
4. Effective December 27,1998 Police Officers shall be
paid monthly salaries biweekly in accordance with the
wage schedule set forth in Appendix "D" of this
MEMORANDUM, attached hereto and incorporated herein by
reference.
5. Effective July 1, 1997, Police Officers will be paid
shift differential as follows:
a. Police officers, whose shift begins from 0500
hours to 1159 hours, shall be paid in accordance
with column "A" of the effective wage schedule
(Appendicies "A","B", "C" or "D").
b. Police officers, whose shift begins from 1200
hours to 1859 hours, shall be paid in accordance
with column "B" of the effective wage schedule
(Appendicies "A","B", "C" or "D").
c. Police officers, whose shift begins from 1900
hours to 0459 hours, shall be paid in accordance
with column "C" of the effective wage schedule
(Appendicies "A","B", "C" or "D").
B. MERIT INCREASES
1. A Police Officer shall become eligible for merit
increases beginning with the first pay period after
completion of one year's continuous employment and
shall be eligible for future merit increases on that
anniversary date. Merit increases will be paid to
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Police Officers in accordance with the wage schedules
provided in this Article.
2. All merit increases shall be conditioned upon the
eligible Police Officer's adequate length of service
and satisfactory performance of job requirements as
specified in the Police Officer's current Performance
Rating Report or comparable supervisory report.
C. CAREER PATH
Effective July 1, 1997, $105,000 will be available to
be distributed to Police Officers based on the terms
and conditions agreed to by the CITY and the
ASSOCIATION regarding a career path skill incentive
program.
Effective July 1, 1998, $105,000, will be available to
be distributed to Police Officers based on the terms
and conditions agreed to by the CITY and the
ASSOCIATION regarding a career path skill incentive
program.
D. LONGEVITY PAY
1. Police Officers will be provided longevity pay
according to the following schedule:
(a) At the beginning of the seventh (7th) year of
uninterrupted years of service, a Police Officer
shall receive a total monthly longevity benefit in
the sum of fifty dollars ($50.00).
(b) At the beginning of the eleventh (11th) year of
uninterrupted years of service, a Police Officer
shall receive a total monthly longevity benefit in
the sum of seventy-five dollars ($75.00).
(c) At the beginning of the seventeenth (17th) year of
uninterrupted years of service, a Police Officer
shall receive a total monthly longevity benefit in
the sum of one hundred dollars ($100.00).
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2. The computation of longevity shall be based on the most
recent date the Police Officer became a full-time
salaried CITY employee.
E. YEARS OF SERVICE
For purposes of the salary schedules, it is understood
Police Officers have an anniversary date relating to the
date they were hired by the Police Department.
should reflect uninterrupted years of service.
who take voluntary leave of absence shall have the leave
from their "years of service".
A.
ARTICLE V.
HOURS OF SERVICE AND OVERTIME
HOURS OF SERVICE
that
actual
Anniversary dates
Police Officers
deducted
The Fair Labor Standards Act of 1938, as amended, and the
regulations promulgated thereto (hereinafter referred to as the
"Act"), shall govern compensable hours of work, payment of
overtime, and all matters pertaining to the same, except as
specifically enhanced by the MEMORANDUM. If any provision of the
MEMORANDUM is not in compliance with the Act, the Act shall
govern, and only the terms not in compliance will be deemed void.
Except for the terms deemed void as stated herein, the MEMORANDUM
shall remain in full force and effect.
1. The normal work week, regardless of shift arrangements,
will be forty (40) hours of work. This clause shall not
be construed to limit or prevent the CITY from changing
or establishing work shifts as the need arises or to
guarantee Police Officers forty (40) hours work per
week.
2. Regular days off shall not be altered to meet one-time
needs, however shift hours may be changed to meet those
needs. Regular days off may be changed to meet the
needs of regularly scheduled events, such as annual
parades, conferences, special holidays which require
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extra coverage, etc, so long as the Police Officer
receives notice at least fourteen (14) calendar days
prior to the event.
3. Each Police Officer shall be provided sixty (60)
minutes of break time during each work shift; however,
said break time shall be taken in accordance with
operational needs of the department. There shall be no
additional compensation to Police Officers who forego
such break time.
4. Breaks as defined in (3) above shall be taken in
accordance with the following guidelines:
(a) If the Public Safety Dispatch office is not
holding any priority 1 or 2 calls (as defined by
department policy), Police Officers may check out
for one sixty (60) minute break. No more than 1/3
of the total Police Officers assigned to and
working in the field for that particular shift may
be on a break at any one time.
(b) The Shift Supervisor, or Watch Commander if the
Supervisor is not available, may authorize
additional police officers to be on a break when
conditions allow.
(c) Police Officers will remain in radio contact with
the dispatch office while on breaks/lunch, and may
be required to respond to calls under exigent
circumstances.
(d) Calling Police Officers out of a break to respond
to calls will be coordinated by the shift
supervisor, who will determine the most
expeditious method of responding under the
circumstances.
(e) The shift supervisor may suspend breaks under
exigent circumstances.
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B. OVERTIME COMPENSATION
1. In order for a Police Officer to receive compensation
for time worked in excess of forty (40) hours per week,
the Police Officer must have prior approval from their
supervisor to perform such work. Time worked which is
required by the CITY is deemed to have received prior
approval.
2. Police Officers required to perform work in excess of
forty (40) hours per week shall be compensated by pay
at one and one-half times their regular rate of pay.
The Police Officer may request compensatory time off in
lieu of pay for overtime, and such compensatory time
may be allowed subject to approval of the Division
Commander; provided, however, the determination of
whether to award pay or compensatory time off to Police
Officers who work in excess of forty (40) hours per
week while working in the Special Investigations Unit
(as defined by departmental policy), shall be at the
discretion of the CITY, except, however, that said
Police Officers may indicate a preference for the form
of overtime payment contingent upon approval by the
Chief of Police, scheduling requirements, and
availability of funds.
3. A Police Officer shall not accrue more than 120 hours
of compensatory time (or 80 hours of actual overtime
worked). Any Police Officer who has accrued 120 hours
of compensatory time off, shall, for additional
overtime hours worked, be compensated with pay at one
and one half times the Police Officer's regular rate of
pay.
4. When time off from employment is allowed as
compensation for overtime, such time off shall be
granted within sixty (60) days from the date overtime
work was performed, or upon express approval of a
division head, during a period not to exceed twelve
(12) months from the performance of overtime work.
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5. Accrued compensatory time will not be revoked or
forfeited. Accrued compensatory time will remain
credited to a Police Officer until such compensatory
time is either used by the officer or purchased by the
CITY. Provided, however, that if a Police Officer has
more than forty (40) hours of accrued compensatory
time, any paid leave used by the Police Officer
thereafter shall be presumed to be accrued compensatory
time rather than vacation, holidays, or other paid
leave.
C. COMPENSATION FOR COURT APPEARANCE
1. A Police Officer shall be entitled to receive
compensation for a court appearance as a witness
subpoenaed by the CITY, the State of Utah, or the
United States as follows:
(a) Court appearances made while on -duty shall
constitute normal hours of work.
(b) In the event a court appearance extends beyond the
end of a Police Officer's regularly scheduled
shift, such time spent in court will be treated as
normal work time for the purpose of computing a
Police Officer's overtime compensation.
(c) Court appearances made while off -duty will be
compensated as follows:
(1) Police Officers shall be paid at the rate of
one and one-half times their regular rate of
pay for two (2) hours of time spent while
off -duty for preparation in conjunction with
such court appearances; provided, however,
that no Police Officer is authorized to, and
shall not spend in excess of two (2) hours
while off -duty in preparation for a court
appearance.
(2) In addition to the compensation provided in
(1) above, Police Officers shall be paid at
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the rate of one and one-half times their
regular rate of pay for the actual time spent
in court.
(3) In the event the time spent in court extends
into the beginning of the Police Officer's
regularly scheduled work shift, time spent in
court shall be deemed ended at the time such
shift is scheduled to begin.
2. Compensation shall be provided by authority of this
section only if:
(a) The beginning time of the required appearance is
noted on the subpoena;
(b) The time the Police Officer is released from the
court appearance is noted on the subpoena and
initialed by the prosecuting attorney;
(c) A copy of the Police Officer's subpoena complying
herewith is delivered to their supervisor within
seven (7) working days following the court
appearance.
3. Compensation for preparation time shall be providedfor
more than one appearance per day, only if any
additional court appearance is scheduled to begin at
least two (2) hours after the Police Officer is
released from any prior court appearance.
4. The prosecuting attorney shall have the right and the
duty to refuse to initial the subpoena of any Police
Officer who through absence or neglect fails to appear
in compliance with the terms of the subpoena. Any
Police Officer failing to appear in compliance with the
terms of a formal notice or subpoena shall be subject
to disciplinary action.
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D. TRAINING
Police Officers will be compensated as follows for time spent in
required training courses:
1. Time spent in training while on -duty will be considered
normal work time.
2. The CITY will provide forty (40) hours of inservice
training to each Police Officer, as required by the
State of Utah, Division of Peace Officers Standards and
Training (P.O.S.T.), on an on -duty basis. The CITY
will provide this training either during the Police
Officer's regularly scheduled shift, or by adjusting
the Police Officer's shift so that the training will be
on an on -duty basis.
3. Time spent in training while off -duty, in fulfillment
of the P.O.S.T. requirement, shall not constitute
normal work time. Police Officers attending such
training on an off -duty basis shall receive no
compensation.
4. Time spent in required training while off -duty, after
the Police Officer has met the P.O.S.T. training
requirement, will be treated as normal work time for
the purposes of computing such Police Officer's
overtime compensation.
E. MISCELLANEOUS WORK TIME
Other compensable hours of work as defined by the Act shall be
counted as normal work time for the purposes of computing the
Police Officer's overtime compensation. Such time may include, but
is not limited to extraditions, required medical or psychological
examinations, or internal investigations.
F. OVERTIME ADMINISTRATION
The administration of any necessary overtime work is solely a
function of management.
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G. CALLOUT
Police Officers, who have been released from their normally
scheduled work shifts and have been directed to return to work by
an appropriate division head or designated representative without
at least 24 hours advance notice or scheduling, shall be
compensated as provided in subparagraphs (1) and (2) below,
whichever is greater:
1. A minimum of four (4) hours compensation, at one and
one half times their regular rate of pay on such occasions
as they actually report to work or;
2. One and one half times their regular rate of pay for
actual hours worked.
H. EXTRA -DUTY SHIFTS
1. For the purposes of this Article V, "extra -duty shifts"
are defined as scheduled or unscheduled hours worked other
than the Police Officer's normally scheduled work shifts.
"Extra -duty shifts" do not include extension or carry over of
the Police Officer's normally scheduled work shift.
2. In the event Police Officers are required by the CITY to
work extra -duty shifts, time worked during each shift will
be paid at one and one half times the Police Officers'
regular rate of pay.
I. PARKING METER COLLECTION
Police Officers who perform parking meter collection for the CITY
in addition to their normal duties, will be paid a minimum of four
(4) hours per shift at one and one half times their regular rate
of pay. Police Officers who prepare and make the deposit shall be
paid for an additional one half hour per shift at one and one half
times their regular rate of pay. The CITY maintains the right to
have this work performed in any manner it deems appropriate.
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J. SENIORITY
Departmental seniority as a sworn officer will be the criterion
for bidding on shifts, days off and, where applicable, specific
patrol districts or Division work assignments when a conflict does
not exist with departmental policy or operating efficiency.
ARTICLE VI.
HOLIDAYS
A. HOLIDAYS SPECIFIED
The following days shall be recognized and observed as holiday for
all Police Officers. Police Officers shall receive their regular
rate of pay for each of the following unworked holidays:
1. The first day of January, called New Year's Day;
2. The 3rd Monday of January, observed as Human Rights
Day;
3. The third Monday of February, observed as Presidents
Day;
4. The last Monday of May, called Memorial Day;
5. The fourth day of July, called Independence Day;
6. The twenty-fourth day of July, called Pioneer Day;
7. The first Monday in September, known as Labor Day;
8. The second Monday of October, known as Columbus Day;
9. The eleventh day of November, known as Veteran's Day;
10. The fourth Thursday in November, known as Thanksgiving
Day; and
11. The twenty-fifth day of December, called Christmas.
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12. One personal holiday can be taken upon request of the
Police Officer at the discretion of the supervisor.
Police Officers are eligible for this holiday only
after satisfactorily completing their initial
probationary period.
B. ALTERNATIVE AND ADDITIONAL HOLIDAYS
When any holiday listed above falls on Sunday, the following
business day shall be considered a holiday. When any holiday
listed above falls on Saturday, the preceding business day shall
be considered a holiday. In addition to the above, any day may
be designated as a holiday by proclamation of the Mayor and/or
City Council.
C. HOLIDAY WORK
The CITY and ASSOCIATION agree that due to the variety of shifts
and schedules worked by Police Officers, compensation for holidays
worked will be as follows:
1. When a day designated as a holiday falls on a Police
Officer's normal work day, the Police Officer shall
receive their regular rate of pay for such days worked,
and may designate an alternate day off work to
celebrate the holiday. The alternate day must fall
within one calendar year following the holiday worked.
2. When a day designated as a holiday falls on a Police
Officer's regular day off, the Police Officer may
designate an alternate day off work to celebrate the
holiday. The alternate day must fall within one
calendar year following the holiday.
3. Police Officers, who by virtue of their assignment are
ordinarily off work on days designated as holidays
(e.g. detectives, youth, S.I.D.), but are required to
work on a designated holiday, may elect one of the
following options for compensation:
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(a) The Police Officer may elect to be compensated as
per subsection (1) above, or
(b) The Police Officer may elect to use the designated
holiday time, plus be compensated at the rate of
one and onehalf times their regular rate of pay
for hours actually worked on said holiday.
4. Police Officers, who by virtue of their assignment are
ordinarily off work on days designated as holidays
(e.g. detectives, youth, S.I.D.), may elect to work the
holiday and be compensated as provided in subparagraph
C (1) above.
D. HOLIDAY PAY LIMITATION
Police Officers must work or be on authorized leave their last
scheduled working hours before and the next scheduled working day
following the holiday to qualify for holiday compensation. Police
Officers terminating the day before or after a holiday shall not
be compensated hereunder.
ARTICLE VII.
VACATIONS
A. VACATIONS AUTHORIZED
Police Officers shall be entitled to receive their regular
salaries during vacation periods earned and taken in accordance
with the provisions of this Article.
B. VACATION SCHEDULE
1. VACATIONS FOR FIRST NINE (9) YEARS OF FULL-TIME
EMPLOYMENT
Police Officers shall earn a vacation period of 3.69
hours per biweekly pay period from the date of
full-time employment; provided, further, that no Police
Officer shall be entitled to any vacation, unless they
21
have completed six (6) months of full-time employment
with the CITY.
2. VACATION DURING TENTH (10TH) YEAR OF FULL TIME
EMPLOYMENT
Police Officers who have completed nine (9) cumulative
full years of employment in accordance with the
Seniority Article of this MEMORANDUM with the CITY
shall earn a vacation equal to 5.23 hours per biweekly
pay period from the date of their tenth (loth)
anniversary date of cumulative employment.
3. VACATION DURING FIFTEENTH (15TH) YEAR OF EMPLOYMENT
Police Officers who have completed fourteen (14)
cumulative years in accordance with the Seniority
Article of this MEMORANDUM with the CITY shall earn a
vacation equal to 6.77 hours per biweekly pay period
from the date of their fifteenth (15th) anniversary
date of cumulative employment.
C. RULES FOR TAKING VACATION
1. All vacations are to be taken as directed by the head
of each Division at such time as it would be most
advantageous to the efficient operations of that
Division. However, in the assignment of vacation
periods:
(a) The Police Officers with the most uninterrupted
seniority as a sworn officer with the department
shall be given first consideration for vacation
requests submitted prior to March 15. Requests
made thereafter shall be approved on a first -come
first -served basis; and
(b) Annual vacation requests submitted prior to March
15 will be requested in blocks of 40 or more
working hours.
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(c) Vacation periods may be divided into two or more
separate periods as are deemed necessary by the
Division head or as requested by the Police
Officer and approved by the Division head.
2. Police Officers may accumulate vacation (including both
earned vacation and sick leave conversion time),
according to the length of their full-time cumulative
years of employment with the CITY up to the following
maximum limits:
(a) After 6 months - up to 200 hours;
(b) After 9 years - up to 240 hours;
(c) After 14 years - up to 280 hours.
3. Any vacation earned or accrued beyond said maximum
shall be deemed forfeited unless utilized prior to the
end of the calendar year in which such maximum has been
accrued. On petition of the Police Officer, the Chief
of Police may allow a Police Officer to accumulate
vacation earned in excess of the maximum limits
provided in this subparagraph (2), if the Chief
determines that the Police Officer was unable to use
vacation due to circumstances beyond the Police
Officer's control.
4. Except upon termination as provided in Section D, or
purchase as provided in Section E, no Police Officer
shall be entitled to be paid for vacation earned but
not taken.
D. VACATION AND TERMINATION BENEFITS UPON TERMINATION
1. Every Police Officer whose employment is terminated by
resignation or otherwise shall be entitled to be paid
for:
(a) All earned vacation time accrued, unused,
unforfeited and lawfully forwarded from previous
years, plus
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(b) A termination benefit consisting of all vacation
accrued, unforfeited and unused for the year of
employment during which the termination shall
occur.
2. However, the foregoing provisions of subsection VII
D(1) notwithstanding, no Police Officer shall be
entitled to any termination benefit or payment for any
vacation time which has not been vested, accrued,
unforfeited and unused and shall not be entitled to any
payment or termination benefit:
(a) Until a Police Officer has completed six (6)
months of full-time employment with the CITY; or
(b) If any resigning Police Officer fails to give at
least ten (10) working days prior written notice
to his or her Division head of his or her
contemplated resignation.
E. CASH PAYMENT OF EARNED VACATION TIME IN LIEU OF USE
1. The Mayor may purchase up to, but not exceeding, 80
hours of earned and accrued vacation time, to which a
Police Officer is entitled as authorized in this
article, with the consent of said Police Officer and
upon the favorable written recommendation of the Police
Officer's Division head.
2. Said purchase of accrued vacation time may be
authorized, in the sole, exclusive and absolute
discretion of the Mayor when, in his or her judgment,
it is demonstrated that:
(a) Vacation time is accrued and earned in accordance
with this MEMORANDUM;
(b) The cash payment in lieu of vacation time use will
not interfere with a Police Officer performance or
create an unreasonable hardship on said Police
Officer or Police Officer's family;
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(c) There is a demonstrated need for the CITY to
retain the services of the Police Officer for the
said vacation time;
(d) There are sufficient monies in the departmental
budget to pay for the vacation time as certified
by the CITY's Finance Director without disturbing
or interfering with the delivery of CITY services;
and
(e) The Police Officer consents voluntarily to the
cash payment in lieu of time off from his or her
regular work schedule.
3. The foregoing notwithstanding, under no circumstances
may the CITY purchase more than 80 hours of said earned
but unused vacation time from a single Police Officer.
4. The amount to be paid for any such purchase of vacation
time as provided herein shall be based on the wage or
salary rate of the said Police Officer at the date of
approval by the CITY. However, under no circumstances
shall any overtime compensation be paid, computed or
accrued by virtue of the CITY authorizing a Police
Officer to work a vacation period and receive cash
payment therefor in lieu of use.
5. The CITY will extend a diligent effort to provide every
Police Officer his or her earned annual vacation and
shall, through appropriate management efforts, seek to
minimize the recommendations for cash payments in lieu
of vacation use. Any vacation purchase by the CITY
shall be considered to be an extraordinary circumstance
and not a fringe benefit of the Police Officer.
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ARTICLE VIII.
SICK LEAVE AND HOSPITALIZATION BENEFIT
A. SICK LEAVE POLICY AND PROCEDURES
1. Sick leave shall be provided for Police Officers , as
insurance against loss of income when a Police Officer
is unable to perform assigned duties because of illness
or injury.
2. Police Officers shall be entitled to 96 hours of sick
leave each calendar year. Sick leave will be granted
in a lump sum during the first month of each calendar
year. Sick leave will be granted on this basis if, for
the prior year, the UNIT's average sick leave does not
exceed the CITY's average sick leave. If the UNIT
average sick leave exceeds the CITY's average, then
each Police Officer in the UNIT shall earn 8 hours of
sick leave for each full month during any given year.
3. Police Officers who have used less than the CITY
average as computed on December 31 of each year shall
be awarded an additional 24 sick leave hours as of
January 1, of the year after.
4. No Police Officer shall be entitled to the foregoing
sickleave until they have completed six (6) months of
continuous employment with the CITY.
5. Police Officers absent from work on account of illness
or injury shall report intended absence to their
Division head or supervisor as soon as practical, but
no later than fifteen (15) minutes after commencement
of the Police Officer's duty shift unless justified by
emergency circumstances.
6. Sick leave in excess of 16 hours for any one illness
shall be documented by a written certification from a
licensed practicing and attending physician, that
during the period of leave, the Police Officer was
prevented by illness from discharging the duties
26
required by his or her office or position of
employment. Such certification shall also be required
of any Police Officer claiming sick leave benefits for
an absence not reported in compliance with subsection
(5) hereof or at such other times at which verification
is requested by a supervisor or department head.
7. The following disciplinary action shall be deemed
mandatory for abuse or neglect of sick leave privileges
or procedures, except where the Police Officer
demonstrates justifiable excuse to the department head:
(a) For failure to timely report absence from work as
required in subsection (5) of this section, a
minimum of four hours suspension without pay.
(b) For all other abuses of sick leave privileges, a
minimum automatic 40 hour suspension without pay,
together with such further disciplinary measures,
including suspension or dismissal, as may be
deemed appropriate by the Chief of Police.
B. ACCUMULATION OF SICK LEAVE
Authorized and unused sick leave may be accumulated from year to
year.
C. SICK LEAVE CONVERSION TO VACATION TIME
Any Police Officer who has accumulated to his credit 240 sick
leave hours may choose to convert a portion of the yearly
sick -leave grant for any given year to vacation under and subject
to the following provisions:
For employees working 8 hour shifts:
No. of sick leave No. of sick leave
hours used during hours available for
previous calendar year conversion
0
8
40
32
27
16 24
24 16
32 8
40 0
For employees working 10 hour shifts:
No. of sick leave No. of sick leave
hours used during hours available for
previous calendar year conversion
0 40
10 32
20 24
30 16
40 8
50 0
D. SICK LEAVE CREDIT FORWARD
The balance of the sick -leave hours not converted to vacation as
permitted above, less the number of hours used during that
calendar year as sick leave hours, shall be carried forward as
accumulated sick leave.
E. NOTIFICATION OF ELECTION
Any election by a Police Officer to convert any sick leave to
vacation time must be made by notifying the Department of Human
Resource Management of the CITY, in writing, on or before January
31 of each year; otherwise, no conversion will be allowed for that
calendar year and such conversion privilege shall be deemed waived
for that calendar year. In no event shall sick leave be converted
for other than the immediately preceding year's sick leave
allocation.
F. PRESUMPTION OF USE
Any sick leave hours properly converted to vacation benefits as
above described, shall be deemed to be taken prior to any other
hour of vacation time to which the Police Officer is entitled;
provided, however, that in no event shall any sick leave hours
28
converted to vacation be entitled to any pay or compensation upon
a Police Officer's termination. Any sick leave hours converted to
vacation remaining unused at the date of termination or retirement
shall be forfeited by the Police Officer.
G. RETIREMENT BENEFITS
1. At retirement, a Police Officer (or the Police
Officer's estate where death follows retirement but
precedes payment) shall be eligible for a retirement
benefit as stipulated in Salt Lake City Ordinance No. 6
of 1989. Police Officers who retire under the
eligibility requirements of the Utah State Retirement
system and are not eligible under the above referenced
order shall be paid in cash, at their then current pay
scale, a sum equal to their daily rate of pay for 25
percent (25%) of the accumulated sick leave days
reserved for the benefit of said Police Officers at the
date of their retirement or 50 days of full pay
(whichever is less).
2. In lieu of the above, Police Officer may elect to
convert the sick leave conversion privilege to hospital
and surgical coverage. 50% of the sick leave hours
available at retirement may be converted to a dollar
allowance at the time of retirement. The sick leave
hours converted to a dollar allowance shall be subject
to any state and federal income and social security tax
withholding required by law. A Police Officer's
available dollar allowance determines the number of
months of medical and surgical coverage which may be
purchased. If insurance costs go up due to group
experience, the number of months of coverage will
decrease.
H. HOSPITALIZATION
In addition to the sick leave authorized hereunder, Police
Officers shall be entitled to thirty (30) shifts of
hospitalization leave each calendar year, provided that such leave
may be taken only if, and during the period that, such Police
Officer is actually confined to a hospital, or using an outpatient
29
or other acceptable facility with the approval of Human Resource
Management. Police Officers requesting such leave shall comply
with the CITY's cost containment policy as set forth by Human
Resource Management.
I. RECOVERY OF SICK LEAVE AND HOSPITAL BENEFITS
A Police Officer shall be entitled to receive sick leave or
hospitalization leave benefits for illness, injuries or disability
resulting from accidents arising out of or in the course of his or
her employment for an employer other than the CITY. Provided,
however, that as a condition of granting such leave, the CITY may
require that it be subrogated to the Police Officer's rights of
recovery against any person or organization associated with such
injury. The CITY shall have the exclusive right to decide whether
to require subrogation and/or seek recovery; provided, however,
that full recovery by and reimbursement to the CITY of all medical
and leave costs, shall have the effect of re -vesting with the
Police Officer all sick leave and hospitalization leave
entitlements exhausted as a result of such injury.
J. REGULAR SALARY TO BE CONTINUED
Police Officers who take authorized sick leave or authorized
hospitalization leave shall continue to receive their regular
salary during their absence from work for the periods set forth in
this Article VIII.
K. DISABILITY COMPENSATION
Police Officers shall receive disability compensation pursuant to
the Utah Public Employee's Disability Act Sections 49-9-101 et
seq. of the Utah Code Annotated as interpreted by the Utah State
Retirement Board.
L. INJURY LEAVE
The CITY shall establish rules and procedures for administration
of an injury leave program (supplemental to regular sick leave
benefits) for Police Officers, under the following qualifications
and restrictions:
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1. The disability must have resulted from a documented
injury arising out of the discharge of official police
duties and/or while exercising some form of necessary
law enforcement authority as determined by the Chief of
Police.
2. The Police Officer must be unable to return to work due
to the injury as verified by a licensed physician
acceptable to the CITY;
3. The leave benefit must not exceed the value of the
Police Officer's net salary during the period of
absence due to the injury, less all amounts paid or
credited to the Police Officer as worker's
compensation, social security, long term disability, or
retirement benefits, or any form of governmental relief
whatsoever;
4. The aggregate value of benefits provided to Police
Officers under this injury leave program shall not
exceed the total of $5000, unless approved in writing
by the Mayor for extraordinary reasons or
circumstances; and
5. The CITY's Risk Manager shall be principally
responsible for the review of injury leave claims,
provided that appeals from the decision of the Risk
Manager may be reviewed by the Director of the
Department of Human Resource Management who may make
recommendations to the Mayor for final decision.
6. If a Police Officer is eligible for worker's
compensation as provided by law; and is not receiving
injury leave pursuant to this provision, said Police
Officer may elect in writing to the Director of Human
Resource Management to use accumulated sick leave and
authorized vacation time to supplement the Police
Officer's worker's compensation not to exceed the
employee's net salary.
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7. "Net salary" for purposes of this provision shall mean
gross compensation less federal and state income tax
and FICA withholdings.
ARTICLE IX.
LEAVES OF ABSENCE
A. FUNERAL LEAVE
1. Time off with pay will be granted a Police Officer who
suffers the loss of a wife, husband, child, stepchild,
mother, father, stepmother, stepfather, sister,
brother, father-in-law, mother-in-law, grandchild,
grandfather, or grandmother. In the event of death in
any of these instances, the Police Officer will be paid
the regular base pay for scheduled work time from the
time of death through the day of the funeral. Police
Officers will be permitted one additional day of
funeral leave, on the day following the funeral, if the
funeral or burial is held more than 150 miles distant
from Salt Lake City and if the day following the
funeral is a normal working day. Satisfactory proof of
such death, together with the date thereof and the date
and location of the funeral and burial, must be
furnished by the Police Officer to his or her Division
head.
2. In the event of death of relatives other than those
enumerated in subsection 1, a Police Officer will be
paid for time off from scheduled working hours while
attending the funeral services for such person, not to
exceed one shift.
3. In the event of death of friends, a Police Officer may
be granted time off without pay while attending the
funeral services for such persons, not to exceed 1/2
shift, subject to the approval of his or her immediate
supervisor.
4. Time off under this paragraph shall not be included as
time worked in the computation of overtime pay.
32
5. In the event the death of any member of the immediate
family as set forth in subsection 1 occurs while a
Police Officer is on vacation, his or her vacation will
be extended by the amount of time authorized as funeral
leave under said paragraph.
6. The provisions of this paragraph shall not be
applicable to Police Officers who are on leave of
absence.
B. LEAVE OF ABSENCE OF POLICE OFFICERS WHO ENTER MILITARY
SERVICE
1. A Police Officer who enlists or is called or inducted
into and enters active service in the Utah State
National Guard or any branch of the federal military,
naval or marine service shall be entitled to absent
himself/herself from his or her duties and service from
the CITY without pay as required by state and federal
law.
2. A Police Officer who is a member of a reserve component
of the armed forces of the United States, and who
pursuant to military orders enters active duty, active
duty for training, inactive duty training, or state
active duty shall upon request be granted a leave of
absence, but for no more than five years, according to
§39-1-36 of the Utah Code Annotated. The CITY shall
comply with all state and federal laws governing such
leaves for military service.
C. LEAVE WHILE ON ANNUAL ENCAMPMENT
1. All Police Officers who are or shall become members of
the organized reserves of the United States Army, Navy,
Air Force and Marines or any unit of the Utah National
Guard shall be allowed full pay for all time not in
excess of fifteen (15) consecutive calendar days per
year spent on duty at annual encampment in connection
with the reserve training and instruction requirements
33
of the Army, Navy, Air Force and Marines of the United
States. This leave shall be in addition to annual
vacation leave with pay.
2. Police Officers who provide documentation to the CITY
indicating that their military unit does not
participate in annual encampment, but instead provides
reserve training on a periodic basis throughout the
year in lieu of annual encampment, shall be allowed
full pay for all time not in excess of eighty-eight
(88) working hours per year spent in such training.
D. LEAVE FOR JURY DUTY
Police Officers shall be entitled to receive and retain statutory
juror's fees paid for jury service in the District and Federal
Courts. No reduction in a Police Officer's salary shall be made
for absence from work resulting from such jury service. On those
days that a Police Officer is required to report for jury service
and is thereafter excused from such service during his or her
regular working hours for the CITY, he or she shall forthwith
return to and carry on his or her regular CITY employment.
Failure to so return to work shall result in the forfeiture of
that day's pay by such Police Officer.
E. DEPENDENT LEAVE
1. Dependent leave of absence may be requested by a Police
Officer for the following reasons:
(a) Becoming a parent through birth or adoption of a
child or children.
(b) Due to the hospitalization of a Police Officer's
child, parent, or spouse.
(c) To care for a Police Officer's ill or injured
child, spouse or parent.
2. The following provisions apply to the use of dependent
leave:
34
(a) Dependent leave may be granted with pay on a
straight time basis for a period not to exceed 40
working hours commencing either (1) from the date
of birth of the child or (2) from the date the
child commences residence with the Police Officer
or (3) from the date the child, parent, or spouse
becomes ill, injured, or hospitalized; provided
however, in case of a child, the child must be a
dependent child and must be permanently placed
with the Police Officer. Marriage to a spouse
with a child or children shall not be grounds for
leave granted under this paragraph, even if
adoption is then or subsequently considered, and
no leave shall be permitted for a child in the
custody of a Police Officer's spouse prior to the
marriage of that spouse to the Police Officer.
(b) The Police Officer has accumulated and has
available unused sick leave. Under no
circumstances shall the Police Officer be entitled
to use as dependent leave more than forty (40)
hours in a calendar year.
(c) The Police Officer gives notice to his or her
supervisor as soon as possible under the
circumstances.
(d) The Police Officer provides, upon request by a
supervisor, certification of birth, evidence of a
child placement for adoption, or a letter from the
attending physician in the event of dependent
hospitalization, within five (5) calendar days
following termination of such leave.
(e) A Police Officer's sick leave shall be reduced by
the number of hours taken as dependent leave under
this paragraph provided, however, use of dependent
leave will not affect the sick leave conversion
option as outlined in Article VIII.C.
Probationary Police Officers are not eligible for
dependent leave.
35
F. ADDITIONAL LEAVES OF ABSENCE
Police Officers shall be eligible for additional leaves of
absence, without compensation for reasonable purposes at the
discretion of the CITY.
ARTICLE X.
EDUCATIONAL INCENTIVE PAY, UNIFORM, AUTOMOBILE, AND TRAVEL
ALLOWANCES
A. EDUCATIONAL INCENTIVE PAY
1. In addition to the salaries herein provided, Police
Officers who have completed all required basic training
courses and probationary periods, shall be entitled to
the following monthly allowances according to the
educational degree held by such officers:
(a) Doctorate
(b) Masters
(c) Bachelors
(d) Associate
$100.00 per month
75.00 per month
50.00 per month
35.00 per month
2. A Police Officer shall be eligible for incentive pay
hereunder following submission of his or her diploma
evidencing completion of degree requirements at a fully
accredited college or university to the Chief of
Police.
3. The foregoing notwithstanding, no Police Officer shall
be entitled to compensation under this subsection for
an educational degree which qualifies the Police
Officer for his or her position of employment; or for
any degree which is not specifically related to the
Police Officer's actual employment duties as determined
by the CITY upon recommendation of the Chief of Police.
36
4. For the purposes of this subsection, degrees in the
following shall be presumed to be job related:
(a) Business
(b) Pharmacy
(c) Health
(d) Public Administration
(e) Law
(f) Social and Behavioral Science
(g) Medicine
(h) Social Work
(i) Nursing
B. UNIFORM ALLOWANCE
1. Police Officers in uniform assignments, as determined
by their Division Commander, shall be provided two (2)
uniform shirts and two (2) uniform trousers per fiscal
year.
2. A Police Officer may elect to substitute the purchase
of other authorized uniform items in place of that
provided in subparagraph (1) above, as per Department
policy. A Police Officer may, in addition to the
uniform items provided in subparagraph (1) above,
purchase other authorized uniform items up to $100.00
per fiscal year.
3. The CITY shall provide for the cleaning of uniforms as
described in Department policy.
4. Police Officers in plainclothes assignments, as
determined by their Division Commander, shall be
37
provided a clothing allowance of $32.00 per pay period.
C. K-9 SQUAD ALLOWANCE
Police Officers assigned to the K-9 squad will be compensated as
follows:
1. Police Officers shall be provided with ten (10) hours
per month included in their regular work shift to care
for the police service dog.
2. Police Officers shall be provided ten (10) hours per
month while off duty, at the rate of one and one half
times their regular rate of pay, to care for the police
service dog. No more than ten (10) hours per month
shall be spent off duty to care for the police service
dog.
D. AUTOMOBILE ALLOWANCE
Police Officers who are authorized to use and who do use
privately -owned automobiles for official CITY business shall be
reimbursed for their operation expenses of said automobiles at the
rate of twenty five cents per mile for each mile actually traveled
in official CITY business. Before payment is made to any Police
Officer pursuant to the terms of this subsection, the use of the
automobile must be authorized and the mileage traveled must be
verified by the head of the Division involved.
E. TRAVEL ALLOWANCE
1. Police Officers required to travel overnight away from
home on official CITY business shall be entitled to the
following expenses:
(a) Meals. A per diem meal allowance not to exceed
$26 for each full day or a majority thereof during
which the Police Officer is absent from the CITY.
If actual costs exceed this amount, the actual
38
amount will be reimbursed only upon presentation
of proper documentation.
(b) Lodging. Actual cost of lodging outside the CITY
pursuant to CITY policy.
(c) Travel. Actual cost to include taxi, bus,
airlines train or automobile. Where alternative
forms of travel are available such as personal
automobile versus an airline, the CITY will
reimburse the lesser amount unless an alternative
amount is approved in advance by the Office of the
Mayor.
2. Within seven calendar days from the Police Officer's
return, each such Police Officer must complete and
submit to the CITY's Finance Director a travel
statement for settlement. The Finance Director shall
determine all costs attributed to the CITY -related
business for which money was advanced and/or
reimbursement is requested.
3. Such travel settlement shall require receipts for the
following:
(a) Airline travel;
(b) Cost of lodging;
(c) Receipts for individual meals exceeding $26 per
day where reimbursement is requested in excess of
per diem.
(d) A registration receipt where a convention or
conference has been attended.
4. It is the CITY's intention that the travel
reimbursement policy herein established is to reimburse
the Police Officer actual out-of-pocket costs and
expenses while attending to CITY business.
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ARTICLE XI.
INSURANCE
A. The CITY will make available, life, accidental death and
dismemberment, dental, and health insurance to all Police Officers
covered under this MEMORANDUM, upon the terms and conditions as
may be from time to time determined by the CITY.
B. The amount which the CITY will contribute to the Police
Officer's insurance, and the premium paid by the Police Officer
during fiscal year 1995-1996 is set forth in Appendix "E"
attached. During fiscal year 1998-99, the CITY shall contribute
to the Police Officer's insurance upon the terms and conditions
the CITY is providing to employees in all other Certified
Bargaining Units during said year.
C. A premium payment shall be deducted biweekly consistent with
the pay periods.
D. The CITY will make available an Employee Assistance Program
which will provide counseling by an outside confidential firm
which includes drug abuse, alcoholism, and marriage counseling.
ARTICLE XII.
PENSION PLAN CONTRIBUTION
A. For Police Officers who are not enrolled in the Public Safety
Non -Contributory Retirement System as described in subparagraphs B
and C herein, the CITY agrees to pay to the Utah State Retirement
Fund the employer's share as required by the Public Safety
Retirement Act, sections 49-4-103 et seq., Utah Code Annotated,
and the percent of said Police Officer's share the CITY is paying
on the date of execution of this MEMORANDUM. The Police Officer's
share described in this paragraph paid by the CITY shall not
change unless mandated by Utah law.
B. The CITY agrees to participate in the Utah State Public
Safety Non -Contributory Retirement System as defined in Sections
49-4a-101 et seq. of the Utah Code Annotated.
40
C. Police Officers who are enrolled in the Public Safety
Non -Contributory Retirement System shall be governed by the terms
and conditions of Sections 49-4a-101 et seq. of the Utah Code
Annotated.
ARTICLE XIII
RESERVE OFFICERS
A. EXCLUSION FROM MEMORANDUM
Reserve Officers, as defined in police department policy, are
excluded from the terms and conditions of this MEMORANDUM OF
UNDERSTANDING.
B. USE OF RESERVES
1. The CITY shall not use reserve officers in place of
authorized full-time Police Officer positions in the
police department. In the event the CITY reduces the
number of full-time Police Officer positions it
authorizes to be maintained in the police department,
the number of authorized reserve officer positions
shall be reduced by the same number.
2. The CITY may use reserve officers to perform any work
that would normally be performed by full-time Police
Officers, under the following conditions:
(a) The CITY may use reserve officers to supplement
police services, such as additional staffing for
special events, traffic or crowd control, after
such events or work details have first been
offered to full-time Police Officers during an
initial sign-up period.
(b) If, after the initial sign-up period, there are
work details that have not been filled voluntarily
by full-time Police Officers, the CITY may assign
reserve officers to those work details.
41
(c) The CITY may assign reserve officers to assist in
work performed by full-time Police Officers. The
allocation of full-time Police Officers to any
assignment shall be made by the Chief of Police.
(d) The CITY may use reserve officers as needed to
assist with any circumstance in which there is an
emergency call -out of police personnel.
3. A reserve officer may not be assigned to ride with a
full-time Police Officer unless the Police Officer
consents, unless the conditions in subparagraph 2(d)
above exist.
4. The CITY shall not change any Public Safety dispatch
procedure, protocol, or priority with regards to
assigning calls to full-time Police Officers because of
reserve officers. Any such change of assignment (e.g.
the reduction of Police Officers assigned to a call, or
the cancellation of back up Police Officers) shall be
initiated by the full-time Police Officer in charge of
the assignment.
ARTICLE XIV
GRIEVANCE PROCEDURE
It is the intent of the CITY and the ASSOCIATION to adjust
grievances, in a manner mutually satisfactory to the Police
Officer, the ASSOCIATION and the CITY at the lowest possible level
within the framework of existing laws and regulations.
A. SCOPE OF GRIEVANCES
This Article XIV provides a separate procedure for the resolution
of each of the following categories of grievances:
1. Contractual grievances;
2. Disciplinary grievances.
42
3. Grievances on a sustained charge of misconduct when no
disciplinary action is taken.
B. GRIEVANCE PROCEDURE
1. Contractual Grievance
(a) A contractual grievance is an allegation by the
ASSOCIATION that the CITY has violated an express
provision of this MEMORANDUM OF UNDERSTANDING,
provided however, that Articles I, XV, XVI, XX,
XXI, XXII, XXIII, and XXIV of this MEMORANDUM
shall not be subject to the contractual grievance
procedure.
(b) A contractual grievance shall be confined
exclusively to the interpretation and/or
application of the express provisions of this
MEMORANDUM except for the Articles described
above. A contractual grievance shall not include
disciplinary grievances or claims that procedures
in Article XVI were violated.
(c) The procedural steps for resolution of a
contractual grievance shall be as follows:
Step 1. The ASSOCIATION shall file a written grievance
with the appropriate Division Commander within 30
calendar days after the event giving rise to the
grievance or 30 calendar days after the
ASSOCIATION should reasonably have learned of the
event giving rise to the grievance, whichever is
later. The Division Commander shall give a
written answer to the ASSOCIATION within 15
calendar days after receipt of the grievance.
Step 2. If the grievance is not settled at Step 1, the
ASSOCIATION may, within 15 calendar days after
receipt of the Division Commander's written
answer, file a written appeal of the grievance
with the Chief. Within 15 calendar days after
43
receipt of the written appeal, the Chief or
designee shall answer the grievance in writing.
Step 3. If the grievance is not settled at Step 2, the
ASSOCIATION may, within 15 calendar days after
receiving the Chief's decision, present the
grievance to the CITY's contract administrator for
review and investigation. The CITY's contract
administrator shall submit a written decision to
the Chief and the ASSOCIATION within 15 calendar
days following receipt of the grievance.
Step 4. If, after completion of steps 1 through 3, the
grievance is not resolved, the ASSOCIATION may
submit the contractual grievance to arbitration
pursuant to Article XV. The decision of the
arbitrator shall be final and binding.
2. Disciplinary Grievance
(a) For the purposes of this MEMORANDUM, there are two
categories of disciplinary grievances:
1. Those disciplinary actions taken by the CITY as a
result of a sustained charge of misconduct that do
not involve a loss of compensation, such as
written adverse entries into a Police Officer's
personnel file, including written reprimands,
referred to in this MEMORANDUM as "Summary
Discipline". For purposes of this MEMORANDUM,
adverse annual merit evaluations shall also be
defined as "Summary Discipline".
2. Those disciplinary actions taken by the CITY which
result in a denial or postponement of a merit
increase or a suspension without pay of 24 hours
or less, referred to in this MEMORANDUM as
"Punitive Discipline".
(b) Disciplinary action taken by the CITY which results in
a suspension of more than 24 hours or termination must
44
be appealed as provided by statute and Civil Service
Rules and Regulations.
(c) The procedural steps for resolution of a disciplinary
grievance shall be as follows:
1. Summary Discipline
a. A Police Officer may appeal summary
discipline by filing a written request for
appeal with the Chief's office within 10
calendar days from the date the Police
Officer receives the summary discipline.
b. The Chief or designee shall meet with the
Police Officer to hear the appeal, and may
conduct additional meetings or hearings as
necessary to resolve the appeal. The
Division Commander and Police Officer's
representative may make a presentation to the
Chief or designee in an effort to resolve the
appeal.
c. The Chief shall give the Police Officer a
written decision within 45 calendar days of
receiving the appeal. The Chief's decision is
final and binding.
2. Punitive Discipline
a. After the Chief has issued punitive
discipline, a Police Officer may appeal the
Chief's decision to arbitration as provided
in Article XV herein. The decision of the
arbitrator shall be final and binding.
3. Grievances On a Sustained Charge of Misconduct
When No Disciplinary Action is Taken.
(a) In the event the City sustains a charge of
misconduct against a Police Officer, but takes no
disciplinary action, the Police officer may appeal
45
the sustaining of the charge of misconduct by
following the procedure provided herein.
1. A Police Officer may appeal a sustained
charge of misconduct by filing a written
request for appeal with the Chief's office
within 10 calendar days from the date the
Police Office is notified, in writing, that
discipline will not be issued on a sustained
charge of misconduct.
2. If the City does not provide the Police
Officer notice, in writing, within the
applicable time limits provided in Article
XVI A.5. herein, the Police Officer may
appeal the sustained charge of misconduct
within 20 calendar days from the date said
time limits expired.
3. The Chief or designee shall meet with the
Police Officer to hear the appeal and may
conduct additional meetings or hearings as
necessary to resolve the appeal. The
Division Commander and Police Officer's
representative may make a presentation to the
Chief or designee in an effort to resolve the
appeal.
4. The Chief shall give the Police Officer a
written decision within 45 calendar days of
receiving the appeal. The Chief's decision
is final and binding.
C. GENERAL RULES.
1. The time limitations set forth in this Article XIV are
of the essence. The CITY and the ASSOCIATION or the
Police Officer (for disciplinary grievances) may
mutually agree to extend the time limits in writing.
No grievance shall be accepted by the CITY unless it is
submitted or appealed from the time limits set forth in
this Article XIV unless mutually agreed to in writing.
46
2. If the ASSOCIATION or Police Officer does not timely
submit a grievance to the next step, the grievance
shall be deemed to have been settled in accordance with
the CITY's answer at the last step. If the CITY fails
to answer within the time limits set forth in this
Article XIV, the grievance shall automatically proceed
to the next step.
3. Time spent by Police Officers in adjusting grievances
and/or pursuing arbitration is not working time and
shall not be compensated. However, if any review of a
grievance is held during the Police Officer's normal
working hours, the Police Officer will not suffer a
loss in compensation.
4. A grievance shall be heard during the CITY's normal
working hours.
5. A Police Officer may be accompanied by a representative
of their choice at any step of the grievance process.
6. A Police Officer shall not be subjected to retaliation,
punitive action or discrimination in any aspect of
employment for the lawful exercise of the grievance
procedure.
7. Only grievances expressly provided herein shall be
subject to this grievance procedure.
8. When filing a contractual grievance, the ASSOCIATION
shall state the basis for the grievance, the relevant
facts, and the specific provision(s) of this MEMORANDUM
the ASSOCIATION claims the CITY violated. No new
claims may be made by the ASSOCIATION once the
grievance has been filed except upon discovery of
additional evidence relating to the grievance.
9. When filing a disciplinary grievance, a Police Officer
shall state the basis for the appeal. No new basis for
appeal may be made by a Police Officer except upon
47
discovery of additional evidence relating to the
appeal.
10. Such additional evidence discovered in subparagraphs 8
and 9 above, shall be communicated to the CITY as soon
as possible upon discovery. If the additional evidence
is conveyed to the CITY within 10 calendar days from a
scheduled hearing date, the hearing date shall be
continued for 15 calendar days.
ARTICLE XV
ARBITRATION PROCEDURE
A. SCOPE OF ARBITRATION
1. Contractual grievances and disciplinary grievances
involving punitive discipline as defined in Article XIV
of this MEMORANDUM OF UNDERSTANDING, that have been
properly and timely processed through the grievance
procedure set forth in Article XIV and that have not
been settled at the conclusion thereof, may be appealed
as provided in Article XIV, for arbitration by serving
the CITY with a written notice of intent to appeal
within 10 calendar days after receipt of a written
decision from the Chief or the CITY's contract
administrator.
2. The failure to serve the CITY with an intent to appeal
to arbitration within 10 calendar days after receipt of
a written decision from the Chief or the CITY's
contract administrator shall constitute a waiver of the
ASSOCIATION's right to appeal to arbitration and the
written decision of the Chief or the CITY's contract
administrator shall be final and binding on the
aggrieved Police Officer, the ASSOCIATION and the CITY.
B. SELECTION OF ARBITRATOR
1. Within 10 calendar days after the ASSOCIATION or the
Police Officer (for punitive discipline) serves the
CITY with written notice of intent to appeal a
48
grievance to arbitration, the CITY and the ASSOCIATION
or the Police Officer shall jointly request the
American Arbitration Association, the Federal Mediation
and Conciliation Service or any other similar agency to
furnish to the CITY and the ASSOCIATION or the Police
Officer a list of seven (7) qualified and impartial
arbitrators. Within 10 calendar days after receipt of
that list by the CITY, the CITY and the ASSOCIATION or
the Police Officer shall alternately strike names from
the list, until only one name remains. The arbitrator
whose name remains shall hear the grievance.
2. The CITY and the ASSOCIATION or the Police Officer may
mutually agree to select another independent party
other than those specified herein to arbitrate the
grievance.
C. ARBITRATOR'S JURISDICTION
The jurisdiction and authority of the arbitrator and the
arbitrator's opinion and award shall be confined exclusively as
follows:
1. Contractual Grievances.
(a) The arbitrator shall confine the decision
exclusively to the interpretation and/or
application of the express provisions of this
MEMORANDUM OF UNDERSTANDING at issue between the
ASSOCIATION and the CITY; provided, however, that
the arbitrator shall not have jurisdiction to
interpret or apply Articles I, XV, XVI, XX, XXI,
XXII, XXIII, and XXIV of this MEMORANDUM OF
UNDERSTANDING.
(b) The arbitrator shall have no authority to add to,
detract from, alter, amend or modify any provision
of this MEMORANDUM OF UNDERSTANDING, to impose on
either party a limitation or obligation not
expressly provided for in this MEMORANDUM OF
UNDERSTANDING; or to establish or alter any wage
rate or wage structure.
49
(c) The arbitrator does not have jurisdiction to
require the CITY to make or incur expenditures or
encumbrances in excess of total appropriations for
the Police Department budget as adopted by the
CITY Council.
(d) The arbitrator shall not hear or decide more than
one grievance without the mutual consent of the
ASSOCIATION and the CITY.
(e) The arbitrator has the authority to resolve a
dispute as to whether a matter is the proper
subject for arbitration.
2. Grievances Involving punitive discipline.
(a) The jurisdiction and authority of the arbitrator
is confined exclusively to deciding whether the
CITY had just cause to issue the discipline.
(b) The arbitrator shall have the authority only to
affirm or reverse the disciplinary action issued
by the CITY. The arbitrator shall have no
authority to modify a disciplinary action.
D. ARBITRATOR'S DECISION
1. The arbitrator shall proceed to decide the grievance
according to the rules established by the arbitrating
agency except as limited herein, and within the
jurisdiction provided for in this Article.
2. The written award of the arbitrator, adjudicated within
the arbitrator's jurisdiction and authority, shall be
final and binding on the aggrieved Police Officer, the
ASSOCIATION, and the CITY.
E. COST AND FEES OF ARBITRATION
1. The expenses, wages and other compensation of any
witnesses called before the arbitrator shall be paid by
50
the party calling such witnesses. Other expenses
incurred, such as professional services, consultants,
preparation of briefs and data to be presented to the
arbitrator, shall be paid separately by the respective
parties.
2. The arbitrator's fees and expenses, the cost of any
hearing room and the cost of a court reporter and of
the original transcript shall be paid by the party not
prevailing in the arbitration. The arbitrator shall
designate the party not prevailing.
ARTICLE XVI
PROCEDURAL RIGHTS
A. POLICE OFFICER PROCEDURAL RIGHTS WHILE SUBJECT TO DEPARTMENT
INVESTIGATION
It is the intent of this Article XVI to provide procedural
safeguards to Police Officers who are under investigation for
alleged acts of misconduct. The procedural rights provided in
subparagraphs 1 through 5 below do not apply to routine,
undocumented inquiry, coaching, instruction, or direction given to
a Police Officer by their supervisor.
When any Police Officer is under investigation for an alleged act
of misconduct, the investigation shall be conducted under the
following conditions:
1. Prior to any interview, the Police Officer shall be
advised of the following:
(a) The nature of the complaint, and the specific
allegation(s) of misconduct;
(b) The date, time and location of the incident that
gave rise to the allegation(s);
(c) All rights and obligations pertaining to the
Garrity rule;
51
(d) The Police Officer's right to have a
representative or counsel present during all
phases of the investigation, and of the right to a
reasonable amount of time to obtain such
representation without threat of disciplinary
action. The representative may not be a person
subject to the same investigation.
2. The interview shall specifically and narrowly focus on
the job related conduct of the Police Officer.
3. Persons conducting the investigation may not:
(a) Subject the Police Officer under investigation to
offensive language or threaten disciplinary
action, except a Police Officer refusing to
respond to questions or submit to interviews shall
be informed that failure to answer questions
narrowly and directly related to job related
conduct may result in disciplinary action;
(b) Make any promise of reward or leniency as an
inducement for the Police Officer to answer any
questions;
4. A complete recording of the interview session of the
Police Officer shall be made. The Police Officer may
make a recording of the interview session, provided
however, that no recording shall take place without the
knowledge of all parties present.
5. The Police Officer shall be notified, in writing, of
the disposition of any internal investigation,
including a disposition of each allegation, and the
disciplinary action to be administered, if applicable,
within 75 calendar days from the date the complaint was
initiated, unless an extension is granted by the Chief
of Police. The Police Officer shall be notified, in
writing, of any such extension, the reason for the
extension, and the anticipated date of conclusion of
the investigation.
52
document. A Police officer has ten (10) working days
within which to file a written response to any adverse
document entered in their personnel file. The written
response shall be attached to and accompany the adverse
document.
ARTICLE XIX.
LAYOFFS
Whenever it is necessary to reduce the number of Police Officers
in the CITY Police Department because of lack of work or lack of
funds, the CITY shall first lay off probationary Police Officers
in the Police Department. If further layoffs are necessitated,
Police Officers shall be laid off in inverse order of length of
service with the CITY as a Police Officer and rehired according
to seniority.
ARTICLE XX.
TERM OF AGREEMENT
This MEMORANDUM shall be effective commencing July 1, 1997 and
ending June 30, 1999, with the following exceptions:
1. It is understood by the parties hereto that certain
provisions of this agreement cannot be implemented by
the CITY except upon public notice and hearing and
compliance with various statutory and legal
requirements. All financial commitments by the CITY
shall be subject to the availability of funds approved
by the City Council and the limitations on future
budget commitments provided under State Constitution
and Statute.
2. The parties hereto may, by mutual written consent,
agree to an amendment to this MEMORANDUM.
3. It is understood that all wage and merit increases
specified in this MEMORANDUM are subject to
availability of funds appropriated by the City Council
and the limitations defined in Article XXI.
56
ASSOCIATION agrees on behalf of itself and its members,
individually and collectively, that none of the following acts
shall be engaged in or in any way approved of or encouraged by
the ASSOCIATION or its members:
1. A concerted failure to report for duty;
2. A,concerted absence of Police Officers from their
positions;
3. A concerted stoppage of work;
4. A concerted submission of resignations;
5. A concerted absence, in whole or in part, by any group
of Police Officers from the full, faithful and proper
performance of their duties of employment for the
purposes of inducing, influencing, condoning or
coercing a change in the terms and conditions of
employment, including sick calls, sick-outs, slowdowns
or any other concerted interference with services
provided by the CITY; or
6. The collective concerted withholding of services or the
performance of duties by any person pending the signing
of contracts, including those persons who are
customarily employed on a yearly contract basis. In
the event of a violation of this article by the
ASSOCIATION and/or the Police Officers, the CITY may,
in addition to other remedies, discipline such Police
Officers up to and including discharge.
B. Police Officers shall not be entitled to any benefits or
wages whatsoever while they are engaged in a strike, work
stoppage or other interruption of work as specified herein or
otherwise.
58
ARTICLE XXIII.
WAIVER CLAUSE
Except as provided for in Article XX hereof, the CITY and the
ASSOCIATION expressly waive and relinquish the right, and each
agrees that the other shall not be obligated during the term of
this MEMORANDUM, to bargain collectively with respect to any
subject or matter whether referred to or covered in this
MEMORANDUM or not specifically referred to or covered in this
MEMORANDUM, even though each subject or matter may not have been
within the knowledge or contemplation of either or both the CITY
and the ASSOCIATION at the time they negotiated or executed this
MEMORANDUM and even though such subjects or matter were proposed
and later withdrawn.
ARTICLE XXIV.
LIMITATION
A. It is understood by the parties that the provisions of the
MEMORANDUM OF UNDERSTANDING shall not be binding upon the
parties, either in whole or in part, until the CITY shall:
1. Act by majority vote of its governing body to approve
said MEMORANDUM OF UNDERSTANDING;
2. Enact ordinances, resolutions, or take other action
required to implement said MEMORANDUM OF UNDERSTANDING
by general legislation;
3. Act to appropriate necessary funds required to
implement the full provisions of the MEMORANDUM OF
UNDERSTANDING which requires funding for each year of
its existence.
B. The provisions of the MEMORANDUM OF UNDERSTANDING relating
to conditions and compensation after fiscal year 1997-1998 are
expressly subject to subsequent evaluation and approval by the
City Council and to the availability of funds and the exclusive
right of the City Council to appropriate said funds.
59
STATE OF UTAH
.ss.
County of Salt Lake)
On the27 day o
appeared before me gv1v\ gYv:S , who being by me duly
sworn, did say that he is the2Sjd{`-- of SALT LAKE
POLICE ASSOCIATION, INTERNATIONAL UNION OF POLICE ASSOCIATIONS,
LOCAL 75, AFL-CIO that the foregoing instrument was signed in
behalf of said association by authority of a resolution of its
board of directors; and said person acknowledged to me that said
association executed the same.
My Commission Expires:
\\Novell c-c\data\ATTORNEY\UNIONS97\MOU re police-clean.doc
, 1997, personally
,A,,
OTARY PUBLIC, residin. in
Salt Lake County, Utah
61
NOTARY PUBLIC
SUTAH
My CAComm�r�sion DPW
Ohre Z 1999
ENE M MEEKER
$ izlce City, ;,hah 54111
APPENDIX "A"
GRADE STEP COMPLETED
YEARS OF
SERVICE
A B C
(DAYS) (SWING) (GRAVES)
501 $2,337 $2,395 $2,454 ENTRY
502 $2,475 $2,537 $2,599 1
503 $2,612 $2,678 $2,743 2
504 $2,751 $2,820 $2,888 3
505 $2,888 - --- $2,960 $3,032 4
506 $3,026 $3,102 $3,178 5
507 $3,088 $3,165 $3,242 6
508 $3,150 $3,229 $3,308 7
509 $3,212 $3,292 $3,372 8
510 $3,274 $3,356 $3,438 9
511 $3,335 $3,419 $3,502 10
512 $3,394 $3,478 $3,563 11+
a. Police Officers will be moved onto this pay scale on July lst,
1997, with all grade designations remaining intact.
b. Police Officers eligible for merit increases as defined in
Article IV, will move up the scale one pay grade on their
anniversary date in fiscal year 1997-98.
APPENDIX "B"
GRADE STEP COMPLETED
YEARS OF
SERVICE
A 8 C
(DAYS) (SWING) (GRAVES)
501 $2,384 $2,443 $2,503 ENTRY
502 $2,525 $2,588 $2,651 1
503 $2,665 $2,731 $2,798 2
504 $2,806 $2,876 $2,946 3
505 - $2,946 $3,019 $3,093 4
506 $3,087 $3,164 $3,241 5
507 $3,150 $3,228 $3,307 6
508 $3,213 $3,293 $3,374 7
509 $3,276 $3,358 $3,440 8
510 $3,339 $3,423 $3,506 9
511 $3,402 $3,487 $3,572 10
512 $3,461 $3,548 $3,634 11+
a. Police Officers will be moved onto this pay scale on December
28th, 1997, with all grade designations remaining intact.
b. Police Officers eligible for merit increases as defined in
Article IV, will move up the scale one pay grade on their
anniversary date in fiscal year 1997-98.
APPENDIX "D"
GRADE STEP COMPLETED
YEARS OF
SERVICE
A g C
(DAYS) (SWING) (GRAVES)
501 $2,467 $2,529 $2,590 ENTRY
502 $2,613 $2,678 $2,744 1
503 $2,758 $2,827 $2,896 2
504 $2,904 $2,977 $3,049 3
505 $3,049 $3,125 $3,201 4
506 $3,195 $3,275 $3,355 5
507 $3,273 $3,355 $3,437 6
508 $3,351 $3,435 $3,519 7
509 $3,429 $3,515 $3,600 8
510 $3,507 $3,595 $3,682 9
511* $3,583 $3,672 $3,762 10+
a. Police Officers will be moved onto this pay scale on December
27, 1998, with all grade designations remaining intact. *Step
512 becomes designated as 511.
b. Police Officers eligible for merit increases as defined in
Article IV, will move up the scale one pay grade on their
anniversary date in fiscal year 1998-99.
IN WITNESS WHEREOF, the parties hereto have fixed their
hands and seals the day and year first above written.
CHIEF DEPUTY CIT RECORDER
Member SLPA Negotiating Committee
Member SLPA Negotiating Committee
SALT LAKE CITY CORPORATION
B
MAYOR
RECORDED
JUN2 61991
CITY RECORDER
SALT LAKE POLICE ASSOCIATION
APPROVED AS TO FORM
Salt Lake City Attomey's Office
Date �o -2S'-S
60