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HomeMy WebLinkAboutSunriver SD - Union Agrmt - Police SvcsDeschutes County Board of Commissioners 1300 NW Wall St., Suite 200, Bend, OR 97701-1960 (541) 388-6570 - Fax (541) 385-3202 - www.deschutes.org AGENDA REQUEST & STAFF REPORT For Board Business Meeting of January 23, 2008 Use "tab" to move between fields, and use as much space as necessary within each field. Do not leave any f ?lds incomplete. Agenda requests & backup must be submitted to the Board Secretary no later than noon of the Wednesday prior to the meeting to be included on the agenda. DATE: January 11, 2008 TO: Deschutes County Board of Commissioners FROM: Sharon R. Smith, Legal Counsel for the Sunriver Service District TITLE OF AGENDA ITEM: Approval of the Collective Bargaining Agreement between the Sunriver Service District and the Sunriver Police Officers Association. PUBLIC HEARING ON THIS DATE? No BACKGROUND AND POLICY IMPLICATIONS: None FISCAL IMPLICATIONS: None RECOMMENDATION & ACTION REQUESTED: Approval ATTENDANCE: Jim Coe - Sunriver Service District DISTRIBUTION OF DOCUMENTS: Jim Coe, Chair Sunriver Service District P.O. Box 2108 Bend, Oregon 97707 Bruce Bischof Law Offices of Bruce Biscof 747 SW Mill View Way Bend, Oregon 97702 Sharon R. Smith Bryant Lovlien & Jarvis PC P.O. Box 880 Bend, Oregon 97709 BRYANT, LOVLIEN & JARVIS, PC A11 OHNLl s Al' LAW I 1AIiLISIILU 1915 Neil R. Bryant Robert S. Lovlien Lynn F. Jarvis John A. Berge Sharon R. Smith John D. Sorlie Mark G. Reinecke Melissa P. Lande Kitri C. Ford Paul J. Taylor Christopher A. Bagley Kyle D. Wuepper Jeremy M. Green Kelly L. Schukart Helen L. Eastwood BEND 591 S.W. Mi11 View Way Mail: P.O. Box 880 Bend, Oregon 97709 Phone: (541) 382-4331 Fax: (541) 389-3386 W W W.BLJLAWYERS.COM January 11, 2008 Bonnie Baker Deschutes County Board of Commissioners 1300 NW Wall, Ste 200 Bend, Oregon 97701 Re: Sunriver Service District Collective Bargaining Agreement Agenda Request for January 23, 2008 Dear Bonnie: Enclosed are an Agenda Request and five original Collective Bargaining Agreements between the Sunriver Service District and the Sunriver Police Officers Association for signature by the BOCC. Please have the Commissioners execute all five original agreements and return them to our office. Please feel free to contact me if you have any questions. Sincerely, Sharon R. Smith smith@bblawyers.com Enclosure c: Jim Coe kh 11020-066 100.doc REV [WED I:EG/A C}a!N5:EL Collective Bargaining Agreement Sunriver Service District And Sunriver Police Officers Association July 1, 2007 — June 30, 2012 Sunriver Service District / Sunriver Police Officers Association Collective Bargaining Agreement 2007-2012 DC_20W$-U37 PREAMBLE Article 1: Article 2: Article 3: Article 4: Article 5: Article 6: Article 7: Article 8: Article 9: Article 10: Article 11: Article 12: Article 13: Article 14: Article 15: Article 16: Article 17: Article 18: Article 19: Article 20: Article 21: Article 22: Article 23: Article 24: Article 25: Article 26: Article 27: Article 28: Article 29: Article 30: Article 31: Article 32: APPENDIX A: APPENDIX B: TABLE OF CONTENTS 1 Recognition 1 Non —Discrimination 1 Association Security/Payroll Deductions 2 Management Rights 2 Strikes and Lockouts 4 Copies of Agreement and other Documents 4 Association Activity and Representation 4 Bulletin Board 5 Seniority 5 Hours of Work 6 Safety 6 Overtime 6 Acting in Capacity 7 Schools, Seminars, Training, and Meetings 7 Vacations 8 Holidays 9 Sick Leave 9 Bereavement Leave 10 Leave Without Pay 10 Other Paid Leave 11 Insurance 12 Industrial Accident and Long Term Disability Insurance 13 Grievance Procedure 13 Retirement and Deferred Compensation Program 14 Layoffs 14 Clothing and Uniforms 15 Personnel File 16 Substance Abuse Testing 16 Wellness Program 22 Discipline and Discharge 22 Savings Clause 24 Duration of Agreement 25 Wage Scales 26 Incentive Pay 27 Sunriver Service District / Sunriver Police Officers Association Collective Bargaining Agreement 2007-2012 PREAMBLE This Agreement is entered into between the Sunriver Special Service District, hereinafter referred to as the "District", and the Sunriver Police Officers Association, hereinafter referred to as the "Association" or "Bargaining Unit", and whose members are hereinafter referred to as "Employee" or "Member" and collectively as "Employees" or "Members". Article 1: Recognition 1.1 Recognition The District recognizes the Association as the sole and exclusive bargaining agent for the Bargaining Unit consisting of all regular full-time and regular part-time sworn officers in the classification of Police Officer. Excluded from the Bargaining Unit are all other Employees including supervisors, office staff, confidential employees, reserves, volunteers, temporary hires, Limited Duration employees and seasonal Bike Patrol employees. 1.2 Probationary Period Every new Employee shall serve a probationary period of eighteen (18) months unless modified by mutual written agreement of the parties. During this period probationary Employees may be terminated with or without cause and such termination shall not be subject to the grievance procedure. Probationary employees are represented by the Association 1.3 Bargaining Unit Jurisdiction Due to the current size and makeup and organization, the Association recognizes that police department operations, including all emergency services, may be performed by supervisory or managerial personnel, reserves, volunteers or temporary employees, including Limited Duration and seasonal Bike Patrol employees. Neither side waives their right to assert supervisor status questions in accordance with ORS 243.650 (23). Article 2: Non —Discrimination 2.1 This Agreement applies equally to all Members of the Bargaining Unit without regard to race, color, sex, religion, age, marital status, disability, sexual orientation or Association membership or activity or political affiliation of all members of the bargaining unit. All references to gender in this Agreement shall designate both. sexes. When either the male or female gender is used, it shall be considered to include all Employees. Sunriver Service District / Sunriver Police Officers Association 1 Collective Bargaining Agreement 2007-2012 Article 3: Association Security/Payroll Deductions 3.1 In accordance with Oregon law, each newly hired Employee in the classification of Police Officer shall within thirty (30) days after hire become a Member of the Association and submit monthly dues and initiation fee deduction equal to the uniform dues of the Members of the Association as a condition of employment. This automatic deduction is called "check -off'. 3.2 Upon receipt of a complete and signed copy of the form, the District shall deduct Association dues from the wages of such Employee. The District shall not be in violation of this provision due to check -off errors so long as such errors are adjusted no later than the end of the month payroll thirty (30) days after such notice is received by the District. 3.3 If an Employee objects to "check -off' based on bona fide religious tenets or teachings of a church or religious body of which such Employee is a member, the Employee may inform the District and the Association of the objection in writing. The Employee and the Association shall establish a satisfactory arrangement for the distribution of the amount of money equivalent to the regular Association membership dues to a non -religious charity. 3.4 The District shall provide the Association with deducted Association dues no more than five (5) business days after the payroll process is conducted. Dues deduction amounts due to the Association shall be transmitted to the Association's designated account by electronic funds transfer (EFT). 3.5 The District shall notify the Association of all new hires in the classification of sworn Police Officer, including names, addresses, and dates of hire. 3.6 The Association shall indemnify and hold the District harmless against any claims made and against any lawsuit instituted against the District as a result of any action taken pursuant to the provisions of Sections 3.1 through 3.4. The Association and the District each agree to reimburse any money paid or not paid in error within thirty (30) calendar days of when such error becomes known. Article 4: Management Rights 4.1 In order to operate its business, the District, in its sole discretion, retains and shall have the following exclusive rights: to determine the number, location and type of facilities; to determine the type and/or quality of services rendered; to determine the methods, techniques and equipment utilized; to hire, supervise, evaluate, discipline, discharge, promote, demote, layoff, transfer and recall the work force; to assign work, as well as change, combine, create or abolish job classifications and job content; to establish and make known reasonable work rules and safety rules for all Employees; to contract services consistent with section 4.5; and to determine the number of Sunriver Service District / Sunriver Police Officers Association Collective Bargaining Agreement 2007-2012 2 Employees, including the number of Employees assigned to any particular operation or shift. 4.2 Any of the rights, powers, authority and functions the District had prior to the negotiation of this Agreement are retained by the District and the express provisions of this Agreement and/or the provisions of ORS 243.650 et seq. constitute the only limitations on the District's right to manage its business. The District not exercising rights, powers, authority and functions reserved to it, or its exercising them in a particular way, shall not be deemed a waiver of said rights, powers, authority and functions or of its right to exercise them in some other way not in conflict with a specific provision of this Agreement or ORS 243.650 et seq. 4.3 All other traditional rights of management are also expressly reserved to the District. The expressed provisions of this Agreement and/or the provisions of ORS 243.650 et seq., constitute the only limitations upon the District's right to manage its business as set forth in Article 4. 4.4 The District agrees to notify the Association prior to changing a working condition not covered by this Agreement which may be a "mandatory" subject of bargaining, or of decisions resulting in a "mandatory" impact upon the Employees. Such changes may be addressed by the Association in accordance with ORS 243.698; however, the parties agree that bargaining will take place in thirty (30) days, not the ninety (90) days required by statute and that management may implement its intended change after thirty (30) days, subject to a possible ruling by an arbitrator. 4.5 In the event the District determines at some future date that it is in the best interest of the citizens served by the District to merge, transfer, consolidate or contract services with another public safety agency, the rights of the Bargaining Unit Employees shall be governed by ORS 236.610 where applicable. The District agrees to negotiate the impact, if any, to the Employees affected by the District's decision. 4.6 The use of volunteers/reserves is not considered "contracting out services" as provided for in ORS 236.610. 4.7 The District is under no obligation to maintain past practices, existing conditions, or historical benefits, except as provided for in section 4.4 above. 4.8 The decision to hire, schedule, transfer, assign, promote Employees shall be based on factors such as skill, ability, qualifications, education, training, length of service and work records as determined solely by the District. The above section shall be subject to the provisions contained in this Agreement. Sunriver Service District / Sunriver Police Officers Association 3 Collective Bargaining Agreement 2007-2012 Article 5: Strikes and Lockouts 5.1 Strikes All Members subject to this Agreement are strike -prohibited Employees under ORS 243.736. It is unlawful for any such Employee to strike or recognize the picket line of a labor organization while on the performance of official duties. 5.2 Lockout There shall be no unlawful lockout of Employees in the Bargaining Unit by the District during the term of this Agreement. In the event a lockout is found to be unlawful under the statutes, the District shall, upon proper notification, allow a prompt and orderly return to work. Article 6: Copies of Agreement and other Documents 6.1 The District shall furnish each Employee with a hard copy and/or an electronic copy of this Agreement, the District's rules and regulations, and any amendments or revisions thereto. Article 7: Association Activity and Representation 7.1 Employees shall have the right to form, join, or assist in a labor organization, and to bargain collectively through representatives of their choosing. 7.2 Due to the size of the Association's bargaining unit, at any given time, only one (1) Association representative shall be allowed time off with pay, provided that such time off with pay falls within the employee's regular work schedule, to attend scheduled grievance proceedings, mediations, negotiations, arbitrations and hearings related to Association/District PECBA issues. No overtime shall be incurred by the District for Association activities performed by an Association representative. The District shall allow up to a combined total of forty-eight (48) hours per year of paid leave for the above-described activities. A. The Association shall keep the District informed as to whom the Association's Executive Board members are and whom the District should deal with on behalf of the Association. B. Scheduling of on -duty Association activity shall be by mutual agreement with the Association representative's supervisor and shall be documented on payroll records the same as other paid time -off requests. The District shall provide a payroll code for this type of Association activity time. Sunriver Service District / Sunriver Police Officers Association Collective Bargaining Agreement 2007-2012 4 7.3 The Association may hold meetings in the police station or fire station (if available) after 5:00 P.M. If the meeting room is to be used, it shall be scheduled through normal scheduling procedures. The Police Chief or his designee must approve any proposed meetings prior to 5:00 P.M. on weekdays. 7.4 Association meetings shall not interfere with police response by on -duty police personnel. Article 8: Bulletin Board 8.1 The District shall provide a bulletin board or bulletin board space for Association use. This bulletin board shall be located in the police station next to similar bulletin boards. The parties agree that the bulletin board shall be used by the Association to keep Members informed as to its social, charitable, and representational activities. Article 9: Seniority 9.1 Seniority as used in this Agreement is determined by the length of time of an Employee's continuous service with the District since their last date of hire. 9.2 Seniority in rank is determined by date of appointment. If two (2) or more Employees start on the same date, the order of seniority shall be determined by lot. 9.3 Association members with prior service with the Sunriver Owners Association (SROA) shall be recognized as having continuous service with and by the District since their original date of hire. 9.4 The District shall provide the Association with a copy of the Seniority list on July 1 of each year. Corrections noted by the Association shall be made within thirty (30) days. 9.5 Continuous service is defined as that service unbroken by separation from police department employment, including that time on vacation, sick leave or leave of absence with pay. Employees returning from military leave, layoff, or leave of absence without pay or FMLA/OFLA, shall be entitled to credit for service prior to leave or layoff. 9.6 If an Employee leaves the Bargaining Unit to go to a position with the District which is outside the Bargaining Unit, the employee bargaining unit seniority shall be frozen. Should they return to the Bargaining Unit, they shall receive only credit for the time spent in the Unit. 9.7 An Employee shall lose all seniority in the event of discharge for just cause 01 voluntary termination of employment, or a layoff of more than two (2) years. Sunriver Service District / Sunriver Police Officers Association Collective Bargaining Agreement 2007-2012 c Article 10: Hours of Work 10.1 Normal work schedules for full-time Association members shall include a regular shift schedule composed of five (5) eight (8) consecutive -hour work shifts or four (4) ten (10) consecutive -hour work shifts, for a total of forty (40) hours in a seven (7) -day work week, or four (4) twelve (12) consecutive -hour work shifts, for a total of forty- eight (48) hours in an eight (8) -day work cycle. These work schedules will be assigned to provide maximum coverage with available staffing and is at the sole discretion of the District. In the event the District has a legitimate business reason to change a normal work schedule, an affected employee shall be provided a minimum of thirty (30) calendar days' written notice, except in the case of unforeseen emergency conditions. 10.2 The Employee's base hourly rate shall be the Employee's monthly base wage divided by 173.33 hours when assigned to a 5-8 or 4-10 normal work schedule for a seven (7) -day work week, or 182.5 hours when assigned to a 4-12 normal work schedule for an eight (8) -day work cycle. 10.3 Employee shall obtain approval of the Police Chief or designee to exchange shifts. If an exchange of shift is approved by the Police Chief or designee, the District shall not incur overtime as a result of shift trades. Article 11: Safety 11.1 The District and the Association agree to cooperate in the continuing objective to eliminate accidents and minimize health hazards. 11.2 All Employees are encouraged and expected to inform their supervisor of safety concerns in the work place including health and safety issues. 11.3 The District and the Association shall participate on a Police Department Safety Committee as required by OSHA. The employee attending Safety Committee meetings will be on -duty. Article 12: Overtime 12.1 As used in this Agreement, "overtime" shall mean any time actually worked in excess of the regular work schedule according to FLSA or in excess of forty-eight (48) hours in an eight (8) -day work cycle, or in excess of forty (40) hours in a seven (7) -day work week. 12.2 Employees shall be paid overtime at time and one-half (1-1/2) their regular hourly rate. The District requires that all overtime worked must be expressly authorized and Sunriver Service District / Sunriver Police Officers Association Collective Bargaining Agreement 2007-2012 6 approved in advance unless the Employees is engaged in providing emergency services at the end of the assigned shift. 12.3 Any Employee who is authorized and directed to work overtime shall receive overtime compensation based on section 12.1 above. This applies to working call back for sick leave, personal emergencies, recall, vacation, on-the-job injuries, training and mandatory court appearances, or other incidents requiring an off-duty person to be called. Overtime for call back shall be at not less than four (4) hours per incident. All other instances of overtime shall be paid at actual time worked, in increments of not less than one-quarter (1/4) hour. 12.4 Upon termination, retirement, or death, the Employee or heirs shall receive cash compensation for accrued overtime at the Employee's last regular rate of pay. 12.5 The District does not provide for any compensatory time off (comp. time). Article 13: Acting in Capacity 13.1. Employees temporarily directed or assigned in writing to perform duties of a Sergeant shall be paid at the next highest step on the Sergeant pay scale above what the employee is currently being paid. Article 14: Schools, Seminars, Training, and Meetings 14.1 Attendance for activities such as schools, seminars, training, and meetings shall fall into one of two categories: those where attendance is mandated or required by the District; and those where attendance is voluntary at the Employee's own discretion. 14.2 Any time such attendance as noted above impacts staffing and/or District operations approval must be obtained, in writing, from the District prior to attendance. 14.3 For District mandated or required schools, seminars, training and meetings, the Employee shall be reimbursed for the following items: A. Cost for food shall be reimbursed in accordance with District Policy. B. Lodging may be reimbursed when such function occurs at least sixty (60) miles outside the boundaries of the District and is necessary to ensure timely attendance. Lodging shall be reimbursed in accordance with District Policy. Sunriver Service District / Sunriver Police Officers Association 7 Collective Bargaining Agreement 2007-2012 C. When it is necessary for an Employee to use their personal vehicle, travel expenses shall be reimbursed at the rate established by District Policy. Any other mode of transportation shall be reimbursed according to actual costs with prior written approval. D. Employees attending such activities on their normal days off shall receive overtime for actual hours in attendance rounded to the nearest one-quarter (1/4) hour. 14.4 For all other schools, seminars, training, and meetings not mandated or required by the District, the District may, at its own discretion, cover all or portions of the costs as set forth in sections 14.3 (A) through (D) above with prior written approval. 14.5 Any non -mandated training where either a grade or passing score is given, the Employee must receive a minimum "C" grade or passing score to be reimbursed for approved expenses. If items have been pre -paid by the District, the Employee may be required to reimburse the District for all pre -paid costs if they do not receive a passing grade or score. Article 15: Vacations 15.1 An Employee shall earn vacation leave from the date of employment; however, no vacation may be used during the first six (6) months of such date. 15.2 All Employee vacation requests must be approved by the Police Chief or his designee a minimum of five (5) business days in advance of the first day to be taken unless an emergency situation occurs. 15.3 An Employee who terminates for any reason prior to completing their probationary period shall not be entitled to cash compensation in lieu of vacation leave. 15.4 Vacation Benefit Schedule: 1st and 2nd years 3rd through 6th years 7th through 10th years 11th through 15th years 16th through 20th years 21st through 25th years 26th year and beyond 15.5 Vacation Carryover 12 hours/month 15 hours/month 18 hours/month 21 hours/month 24 hours/month 27 hours/month 30 hours/month A maximum of three hundred sixty (360) hours may be carried over from calendar year to calendar year. Sunriver Service District / Sunriver Police Officers Association Collective Bargaining Agreement 2007-2012 8 15.6 Cash Out of Unused Vacation Hours Each year, the Employee shall have the option to cash out up to one-half (1/2) of all available accrued vacation hours at one hundred percent (100%) of the Employee's regular pay rate. Such cash out to be paid on the December 20th payroll. 15.7 The District and the Association will develop language to address bidding for vacation scheduling based on seniority. Because of the size of the Department, Sergeants will be included in the bidding process. Article 16: Holidays 16.1 Holidays The District shall compensate each Employee with eight (8) hours of straight time pay at their base wage scale for each holiday listed in section 16.2 irrespective of whether the Employee was required to work on a holiday or not. This compensation shall be paid to an employee as an extra six (6) hours of compensation on the second pay check of each month (6 hours x 12 months = 72 hours, which is the equivalent of 9 holidays x 8 hours = 72 hours). 16.2 The District observes the following nine (9) holidays: New Year's Day President's Day Memorial Day Independence Day Labor Day Veteran's Day Thanksgiving, including the following Friday Christmas Day Article 17: Sick Leave 17.1 "Sick leave" is defined as time taken off due to off -the -job illness or injury; disability due to pregnancy; family leave; medical leave; or off -the -job health care provider (HCP) as defined by FMLA, dental or medical appointments. The primary purpose of sick leave is to protect the Employee against loss of income due to injury or illness. If major illness should occur, all accumulated sick leave will be utilized, and then all earned vacation leave. Each Employee shall earn sick leave based on the following: 1. Sick leave must be used in increments of one (1) hour or more, and proof of illness or injury as supported by an HCP excuse will normally be required Sunriver Service District / Sunriver Police Officers Association 9 Collective Bargaining Agreement 2007-2012 after three (3) or more consecutive work days during which sick leave was used by the employee. The District may require a sick leave release if there is reason to believe that sick leave is being abused. 2. Sick leave may be accumulated up to 1440 hours (60 shifts) during term of employment. 3. Upon separation of employment for any reason, accrued sick leave shall be credited to the Employee's PERS/OPSRP retirement account as provided for in ORS 238.350 et seq. and the restrictions stated therein. 17.2 No sick leave benefits are given during the first three (3) months of employment. Upon successful completion of their first three (3) months of employment, twenty- seven (27) hours of sick leave shall be credited to the Employee's account. Thereafter, the Employee shall earn nine (9) hours per month. 17.3 All un -used sick leave hours in an Employee's sick leave account at the time of execution of this Agreement shall remain. Article 18: Bereavement Leave 18.1 In the case of death in the Employee's immediate family, the Employee is eligible for a maximum of forty-eight (48) hours of sequential scheduled shifts time off to attend the remembrance (funeral). If notified of a death in the immediate family while at work, the Employee may leave work without loss of pay for the remainder of the scheduled work hours for that day in addition to the days covered under this section. Immediate family includes spouse, children, spouse's children (including stepchildren), parents (including step-parents), sisters, brothers, mother-in-law and father-in-law, sister-in-law and brother-in-law, grandparents, grandchildren and members of the Employee's immediate household. The Employee must be with the family of the deceased but does not have to attend the remembrance (funeral) to be eligible for leave under this section. Employees who wish to take time off work to attend the remembrance (funeral) of persons who are not immediate family as described above may request the use of vacation time or an unpaid personal leave of absence. Article 19: Leave Without Pay 19.1 Any Employee, having worked for the District for at least one (1) year, may be granted a leave of absence without pay for up to one (1) year upon approval of the District. Request for such leave must be in writing and must establish justification for approval by the District. Sunriver Service District / Sunriver Police Officers Association Collective Bargaining Agreement 2007-2012 10 19.2 Leave without pay, for any period of time, shall only be granted once the Employee has exhausted all of his/her available vacation and sick leave. 19.3 Employees on leave without pay for longer than thirty (30) days shall not accrue or be eligible for any benefits or seniority credits under the terms of this Agreement, while on such extended leave, unless preempted by State of Federal law. 19.4 An Employee must report to the District his/her availability for work by the expiration date of the leave, failure to do so shall be considered a voluntary resignation by the Employee. 19.5 Employees on leave without pay for longer than ninety (90) days may be required to satisfactorily complete an HCP return to work evaluation prior to returning to work. 19.6 The District cannot guarantee employment upon return from leave without pay if no position is available. However, the affected Employee shall be placed at the top of the District's hiring list. Article 20: Other Paid Leave 20.1 Jury Duty If an Employee is required to perform jury duty, the Employee shall be given the necessary time off to perform that service. For jury duty, the District will make up the difference between jury duty pay and the Employee's regular pay. Under no circumstances shall the Employee earn less than their regular pay. When an Employee's service on a jury causes them to lose regularly scheduled work, the Employee shall receive the equivalent to their regular pay provided that: 1. The Employee presents the summons to serve on a jury to the Police Chief. 2. The Employee furnishes the Police Chief with evidence of having served on a jury for the time claimed. Time spent on a jury shall not be counted as hours worked for the purpose of computing overtime pay under FLSA rules. 20.2 Parental Leave Parental leave shall be granted as provided by State and Federal law. 20.3 Military Leave Military leave shall be granted as provided by ORS 408.290 and Federal law "Uniformed Services Employment and Reemployment Rights Act"(USERRA). Sunriver Service District / Sunriver Police Officers Association 11 Collective Bargaining Agreement 2007-2012 20.4 Family Medical Leave The Employee may, at his or her discretion, utilize those benefits as provided for in the Oregon and Federal Family Medical Leave Acts and District policy. The District shall provide such information to each Employee. Article 21: Insurance 21.1 The District agrees to offer a comprehensive medical plan, dental plan, vision plan, life insurance and long-term disability. Plan details, including eligibility requirements and benefit summaries, are available in the District's office. 21.2 The District reserves the right to select or change insurance carriers with sixty (60) - day advance notice to the Association and cannot and does not guarantee any specific level of benefits. However, changes shall not be made without Employee Insurance Committee participation as set forth in Section 21.6. 21.3 The District agrees to provide medical, dental, and vision insurance to each Employee at no cost to the Employee. Employees who wish to insure other immediate family members (spouse or children) agree to pay $50 per month towards cost of premiums. Although the District cannot guarantee any specific level of benefits, the District does guarantee that it shall not reduce the amount of insurance premiums made on behalf of Employees during the term of this Agreement. 21.4 The District agrees to provide each Employee with group term life insurance equal to the Employee's base salary up to $75,000 along with accidental death and dismemberment insurance at no cost to the Employee as described in Section 21.1. 21.5 The District agrees to provide each Employee with long-term disability insurance at no cost to the Employee as described in Article 22, Industrial Accident and Long Term Disability Insurance. 21.6 Insurance Committee The District shall form an insurance committee consisting of employee and management representatives. The Association shall appoint the Employee representatives from the Bargaining Unit. The committee shall meet on a regular basis to review the status of the current plans, benefit levels and available providers. The committee shall make final recommendations to the District's Board of Directors. 21.7 FireMed Membership The District shall provide membership in FireMed at no cost to the Employee. Sunriver Service District / Sunriver Police Officers Association Collective Bargaining Agreement 2007-2012 12 Article 22: Industrial Accident and Long Term Disability Insurance 22.1 The District shall provide Employees with industrial accident or illness insurance in accordance with the law. Article 23: Grievance Procedure 23.1 For the purpose of this Agreement, a grievance is defined as a dispute about the meaning or interpretation of a particular clause of this Agreement or about an alleged violation of this Agreement. As used in this Article, unless otherwise specified, "days" means business days, Monday through Friday. 23.2 The time limits as specified may be extended through mutual agreement of the parties. Any or all time limits specified in this grievance procedure may be waived by mutual consent of the parties. Failure to submit the grievance in accordance with the time limits specified in this Article, without such waiver, shall constitute an abandonment of the grievance. Failure by the District to respond in a timely manner shall result in the automatic advance to the next Step in this procedure. 23.3 Step 1 The Employee(s) and/or their representative shall submit the written grievance to the employee's immediate supervisor within ten (10) business days of the occurrence thereof, or of the Employee's knowledge thereof. Such discussion shall include the facts upon which the grievance is based, and the specific remedy sought. The supervisor shall respond to the grievance, in writing, as quickly as possible, but not later than five (5) business days after the grievance is first discussed. 23.4 Step 2 If after ten (10) business days from the immediate supervisor's written reply in Step 1, the grievance remains unresolved, the Association may claim and process a breach of this Agreement by submitting a written grievance to the Police Chief. The Association's written grievance shall include: (1) statement of the grievance and relevant facts; (2) specific provision(s) of this Agreement violated; and (3) remedy sought. The Police Chief shall respond in writing no later than five (5) business days after receipt of the grievance; provided, however, that the Police Chief may request a meeting with the Association to discuss the issues related to the grievance, and such meeting shall be scheduled in accordance with Article 7. In such case, the Police Chief shall respond in writing within five (5) business days following the meeting. 23.5 Step 3 If the grievance is not resolved within ten (10) business days following the Police Chiefs written response, the grievance along with all pertinent written information, Sunriver Service District / Sunriver Pol ice Officers Association Collective Bargaining Agreement 2007-2012 13 shall be submitted to the District Managing Board. The Board shall have ten (10) business days to resolve the grievance in writing following the receipt of the grievance. 23.6 Step 4 Within fifteen (15) business days following the receipt of the Board's decision, the Association may advise the District of their intent to request binding arbitration. Selection of an arbitrator shall be conducted in the following manner: If the parties do not agree on arbitrator, a list of seven (7) names shall be requested from the State of Oregon Employment Relations Board. All names shall be residents of Oregon/Washington. The party striking the first name shall be determined by a coin toss. The parties shall alternately strike one (1) name from the list until only one (1) name is left. The one (1) remaining name shall be the arbitrator. The arbitrator shall conduct arbitration according to the current rules of arbitration and shall render a decision within thirty (30) calendar days of the close of the arbitration hearing. The decision of the arbitrator shall be final and binding on both parties. 23.7 Each party shall be responsible for all costs of presenting their position to the arbitrator. 23.8 The costs and fees of the arbitrator shall be apportioned to the parties as determined by the arbitrator. Article 24: Retirement and Deferred Compensation Program 24.1 The District shall participate in the Oregon Public Employees Retirement System (PERS/OPSRP) for members of the Bargaining Unit. 24.2 The District shall "pick-up" the Employee's contribution of six (6) percent for all Members of the Bargaining Unit. 24.3 The District shall continue to provide an optional deferred compensation program (IRS 457) to which the Employees may contribute. This program shall be agreed upon by the District and the Association. Article 25: Layoffs 25.1 In the event of layoff for any reason, Employees shall be laid off in the inverse order of their seniority. 25.2 Employees shall be called back from layoffs in the order of their seniority of service. A laid off employee who declines to accept reappointment, or does not report for duty Sunriver Service District / Sunriver Police Officers Association Collective Bargaining Agreement 2007-2012 14 when notified by registered mail at the Employee's known address within thirty (30) calendar days from receipt of notice shall be considered permanently separated from service. Article 26: Clothing and Uniforms 26.1 Department -owned property will be issued/reissued to employees by their Sergeants according to Department guidelines. Employees will not exchange equipment of any type, without prior approval and notification of their Sergeant. Employees shall use only uniform or equipment items issued or authorized by the Department. Employees shall use Department equipment for its intended purpose and shall not intentionally, carelessly, or negligently abuse, damage, or lose assigned equipment. 26.2 Issued Equipment 1 - semi automatic firearm 1 - duty belt with holster and related equipment carrying cases 1 - set of handcuffs 1 - "Asp" expandable baton I - hat 2 - police badges 1 - nameplate 1 - coat 1 - raincoat 2 - black mock turtleneck shirts 3 - pairs uniform pants 4 - short sleeve uniform shirts 4 - long sleeve uniform shirts 1 - ballistic vest with cover 26.3 Non -issued Equipment All items of non -issue equipment or apparel must conform to current Department specifications to be carried or worn while on duty. 26.4 Department Responsibilities The Department shall replace items which are no longer serviceable. The cost of cleaning or repairing uniforms is borne by the Department. Sunriver Service District / Sunriver Police Officers Association Collective Bargaining Agreement 2007-2012 15 The Department will reimburse up to two hundred dollars ($200.00) every two (2) years for the purchase of uniform boots. The employee will submit the receipt, along with an expense report, for reimbursement. 26.5 Employee Responsibilities Employees are responsible to notify the Sergeant, in writing, of uniform items which are no longer serviceable. Employees are required to turn in old uniform items to the Sergeant when replacement items are issued, unless otherwise authorized. Employees will be responsible for proper care and maintenance of their uniform and equipment, including: a. Delivery to the Department -approved dry cleaner for cleaning or repair; b. Keeping utility belt cleaned and polished and equipment operationally ready; c. Keeping footwear clean and polished. Article 27: Personnel File 27.1 No material in any form which can be construed to be derogatory shall be placed in the Employee's personnel file unless the employee has been allowed to read such material, to sign such material indicating receipt only and unless the employee is given the opportunity to respond in writing to this derogatory material which shall be contained in the Employee's personnel file as long as derogatory material is contained therein. Any written record of a reprimand shall be removed from an Employee's personnel file after three (3) years following the filing of the reprimand, following review of such material by the affected Employee (excluding suspensions and patterns of misconduct.). 27.2 Any Employee shall have the right of access to and reproduction of their personnel file in full or in part when such request is made in writing. 27.3 An Association representative, upon request, shall have access to an employee's personnel file when there is a PECBA-related matter pending. Article 28: Substance Abuse Testing The District and Association jointly recognize that the use of drugs and alcohol, which adversely affects job performance, may constitute serious threat to the health Sunriver Service District / Sunriver Police Officers Association Collective Bargaining Agreement 2007-2012 16 and safety of the public, to the safety of fellow Employees and to efficient operation of the Department. 28.1 Definitions "Drugs and Alcohol": For the purposes of this Agreement drugs and alcohol will be defined as all intoxicants and controlled substances as defined by law, excluding any substance prescribed for the Employee's use. "Drug and Alcohol Tests": The compulsory production and submission of urine, breath or blood by an Employee in accordance with procedures contained herein for chemical analysis to detect prohibited drugs and/or alcohol use. "Reasonable Suspicion": Reasonable suspicion shall be as defined by Oregon law. "Under the Influence": An Employee is considered to be "under the influence of a controlled substance" when a detectable amount of the substance or alcohol is found in the Employee's body that may impair the Employee's ability to safely and efficiently perform assigned work. 28.2 Prohibited Conduct Except as authorized by District policy for job-related reasons, the following conduct is strictly prohibited and may subject an Employee to discipline: 1. The unlawful buying, selling, transportation, possession, providing, or use of intoxicants or any controlled substances. 2. Reporting for normally assigned work with a detectable odor of alcohol on the breath, any detectable amount of alcohol in the body which results from the consumption of intoxicants, or when an Employee has a detectable amount of any controlled substance found in the Employee's body which may impair the Employee's ability to safely and effectively perform assigned work (but excluding any substance lawfully prescribed for the Employee's use). 3. In the event that the District wishes to callout an Employee to perform additional duties and the Employee has consumed intoxicants, the Employee shall notify the Employee's supervisor as to the amount of intoxicants the Employee has consumed, and the District shall decide whether the Employee will be called out to perform additional duties. 4. Failure to report use (to the Chief or designee who is HIPAA compliant) of prescribed medication, controlled substance, and over-the-counter drugs as described in Sections 28.10 and 28.11 of this Article. Sunriver Service District / Sunriver Police Officers Association Collective Bargaining Agreement 2007-2012 17 28.3 Preconditions to Drug and Alcohol Testing The District shall use Bend Memorial Clinic, or a State -certified drug testing facility, to provide quality control, documentation, chain of custody, technical expertise, and demonstrate proficiency in urine and blood collection. 28.4 Grounds for Testing Random testing of any kind is prohibited. Employees may be required to submit to drug testing if reasonable suspicion exists that there is a violation of this Article. The District may test for those drugs for which it has reasonable suspicion that an Employee may have consumed. Testing may occur at any time an Employee is involved in a vehicular accident with projected costs in excess of fifteen hundred dollars ($1,500.00) or at any time the Employee is directly involved in any other type of accident in which there was death or injury or which resulted in damage to private property with projected costs in excess of fifteen hundred dollars ($1,500.00). 28.5 Testing Mechanisms The following testing mechanisms shall be used for any test for intoxicants or controlled substances performed on all Employees of the Bargaining Unit: 1. Standard urine drug screening. 2. Confirmatory tests will be by use of Gas Chromatography/Mass Spectrometry (GC/MS). If at any time a test is determined to exist with a higher rate of reliability than the GC/MS test, such test shall be used in place of the GC/MS test if agreed to by the Association and the District. 3. Alcohol testing may include standard field impairment tests, breath test and/or standard laboratory blood alcohol analysis tests. 28.6 Procedures to be Used When the Urine Sample is Given The following procedure shall be used whenever an Employee is requested to give a urine sample: 1. Prior to testing, the Employee shall be required to list all prescribed medications, controlled substances, and/or over-the-counter medications currently being used. The District shall supply a HIPPA compliant form for Sunriver Service District / Sunriver Police Officers Association Collective Bargaining Agreement 2007-2012 18 this purpose. Prescribed medications or controlled substances listed must be substantiated by written communication from the attending HCP. 2. The test shall be administered in such a manner as to protect the authenticity and reliability of the sample and the privacy of the individual. 3. Immediately after the sample is given, it will be divided into two (2) equal parts. Each of the two (2) portions of the sample will be separately sealed, labeled, and stored in a secure and refrigerated atmosphere. One (1) of the samples shall then be sent or delivered to the District's designated testing laboratory. The other sample shall be held for the Employee until the Employee either instructs that it be sent to their designated lab or destroyed. 4. The sample shall first be tested using the screening procedure set forth in this Article. 5. If the test is positive for the presence of any intoxicants or controlled substances, the Employee shall be notified, in writing, of the positive results within twenty-four (24) hours after the District learns of the results, and shall be provided with copies of all documents pertinent to the test sent to or from the District by the laboratory. The Employee shall then have the option, at the Employee's own expense, of having the untested sample submitted to a laboratory, of experience and capability of quality control, documentation, chain of custody, technical expertise and demonstrated proficiency in urine analysis. 6. Each step in the collecting and processing of the urine specimens shall be documented to establish procedural integrity and a chain of custody. 28.7 Procedures Used When the Blood Sample is Given The following procedure shall be used whenever an Employee is requested to give a blood sample: 1. The Employee shall be transported as soon as possible to the District physician's office during normal business hours or to a local hospital during non -business hours to have the blood drawn. The test shall be given in such a manner as to protect the authenticity and reliability of the sample and the privacy of the individual. Immediately after the sample has been drawn, it shall be divided into two (2) equal parts. Each of the two (2) portions of the sample shall be separately sealed, labeled, and stored in a secure and refrigerated atmosphere. One (1) of the samples shall then be sent or delivered to the District's designated testing laboratory. The other sample shall be held for the Employee until the Employee either instructs that it be sent to their designated lab or destroyed. Sunriver Service District / Sunriver Police Officers Association Collective Bargaining Agreement 2007-2012 19 3. If the test is positive for the presence of alcohol, the Employee shall be notified, in writing, of the positive results within twenty-four (24) hours after the District learns of the results, and shall be provided with copies of all documents pertinent to the test sent to or from the District by the laboratory. The Employee shall then have the option, at the Employee's own expense, of having the untested sample submitted to a laboratory, of experience and capability of quality control, documentation, chain of custody, technical expertise and demonstrated proficiency in blood analysis. 4. Each step in the collecting and processing of the blood specimens shall be documented to establish procedural integrity and chain of custody. 28.8 Consequences of Positive Test Results An Employee who has been tested positive for the presence of intoxicants or controlled substances pursuant to this Article may be referred to the Employee Assistance Program or drug and alcohol counseling. An Employee's successful participation in the Employee Assistance Program or in drug or alcohol counseling may be taken into consideration as part of any disciplinary action that may be taken. An Employee who tests positive may be subject to unannounced testing for a one (1) - year period following the positive test. If the Employee violates the terms of agreed to treatment or again tests positive during such a period, the Employee shall be subject to further disciplinary action, up to and including termination. 28.9 Prescribed Medications An Employee utilizing any prescribed medications or controlled substances that may affect the Employee's ability to safely perform assigned duties must immediately report this treatment to the Chief or designee who is HIPAA compliant. The use of medications or controlled substances as part of a prescribed medical treatment program is not grounds for disciplinary action. Failure to report the use of prescribed medication, which the Employee has been informed, may affect the Employee's abilities to safely perform assigned duties, or a controlled substance may subject an Employee to disciplinary action. In the event there is a question regarding an Employee's ability to safely perform assigned duties, clearance from the Employee's HCP shall be required. If clearance is required or ordered by the District, the employee shall obtain such clearance in a paid status and the District shall pay any costs associated with obtaining such clearance. 28.10 Use of Over -the -Counter Medications The use of over-the-counter medications is in no way prohibited. An Employee who ingests an over-the-counter medication in a dose that may affect the Employee's ability to safely perform assigned duties must report the use of the over-the-counter Sunriver Service District / Sunriver Police Officers Association Collective Bargaining Agreement 2007-2012 20 medication to the Chief or designee who is HIPAA compliant. The decision, once informed by the Employee, as to whether or not the Employee works the Employee's assigned duties shall be the responsibility of the Employee's supervisor. There shall be no discipline to an Employee who reports to the Employee's supervisor the use of an over-the-counter medication, which the Employee believes, may affect the Employee's assigned duties. Failure to report the use of an over-the-counter medication, which the Employee believes may affect the Employee's ability to safely perform the Employee's duties, may subject the Employee to disciplinary action. 28.11 Searches For administration of this Article, the District may upon reasonable suspicion conduct searches on District property of Employees, and/or assigned District property, excluding personal vehicles parked on District property. An Employee has the right to request an Association representative be present during the search as long as the search is not unreasonably delayed by accommodating the Employee's request. A refusal to submit to a search may result in disciplinary action. This provision is not intended to restrict the District's right to conduct administrative searches of assigned District property for other purposes or lawful searches related to a criminal investigation. 28.12 Interference with Policy Any activity, which purposely interferes with this Substance Abuse Policy, shall be grounds for disciplinary action, which may include discharge. Examples include, but are not limited to, the following: tainting, tampering, or substitution of blood or urine samples, falsifying information regarding the use of prescribed medications or controlled substances, failure to cooperate with any tests outlined in this Article or determine the presence of intoxicants or controlled substances, and failure to cooperate with any searches. 28.13 Employee Rights For all matters related to this Article and involving an Employee represented by the Association, the Employee shall have the right to have an Association representative present up to and including the time the sample is given. However, this provision shall not cause an unreasonable delay in testing. Nothing herein shall restrict the Employee's right to representation under general law. If at any point the results of the laboratory testing procedures specified in this Article are negative, all further testing shall be discontinued. The Employee shall be provided with a copy of the results and all documentation on the testing shall be sealed and maintained in a secure place. Any Employee who tests positive shall be given access to all written documentatiot. available from the testing laboratory which verifies the accuracy of the testing, Sunriver Service District / Sunriver Police Officers Association Collective Bargaining Agreement 2007-2012 21 equipment used in the testing process, the chain of custody of the specimen, and the accuracy rate of the laboratory. Article 29: Wellness Program 29.1 The District shall continue to provide six (6) local club memberships for Employees to use while on duty, at no cost to the Employee. At any one time only one (1) on - duty Employee can use the local club while on duty for one-half (1/2) hour at the start of their shift or one-half (1/2) hour at the end of their shift; however, if using the local club while on duty the Employee will be required to spend a total of one (1) hour at the spa (1/2 hour on duty and 1/2 hour off duty. 29.2 At any time the cost for such local club membership increases by more than ten percent (10%) in any given year or the local club goes out of business or is sold, the District may opt to provide in-house cardiovascular and strength training equipment in lieu of any club membership. The type and amount of equipment to be provided shall be negotiated between the District and Bargaining Unit at that time. Article 30: Discipline and Discharge 30.1 No permanent (non -probationary) Employee shall be disciplined or discharged without just cause. Disciplinary actions include the following: A. Oral reprimand (which may be documented in writing) B. Written reprimand C. Suspension without pay D. Discharge 30.2 Discipline may be imposed only for just cause. Conduct reflecting discredit upon the Sunriver Police Department, or which is a hindrance to the effective performance of District functions, shall be considered reason for disciplinary action. Such reason may include, but not be limited to, misconduct, inefficiency, incompetence, insubordination, misfeasance, malfeasance, the willful giving of false information, or the withholding of information, and violation of Department Rules. Disciplinary action need not to be progressive but shall be appropriate for the nature of the offense committed. Oral reprimands imposed upon an employee shall not be subjected to the grievance procedures of the Agreement. If there is a reason to discipline an employee, the person imposing the discipline shall make reasonable efforts to do so in a manner that will not embarrass or humiliate the employee before other employees or the public. 30.3 New hire probationary employees shall serve at the discretion of the Chief. Sunriver Service District / Sunriver Police Officers Association Collective Bargaining Agreement 2007-2012 22 30.4 Due Process. Pre -disciplinary "due process" means written notice of the charges and the facts upon which the charges are based, notice of the maximum range of discipline under consideration, and an opportunity to meet with the Chief or Chief's designee. If the essential facts which support the allegations are not described in detail in the written notice, the District shall provide the Association and the affected employee with all investigative materials which are relied upon at least three (3) working days before the pre -disciplinary due process meeting. If a grievance is filed, documents upon which the District has relied upon shall be provided to the Association and the affected employee. 30.5 If the Chief determines that there is just cause for discharge of a regular employee, the employee shall be placed on administrative leave with pay for a minimum of five (5) calendar days, and the Chief shall deliver to the employee and the Association a written notice of such administrative leave with pay and pending discharge. Such notice shall specify the principal reason for the action and include a copy of the entire investigation related to the employee. Unless otherwise resolved the discharge shall become effective at the end of the period of administrative leave with pay. Upon receipt of such written notice, the employee and/or the Association shall be given opportunity to meet with the Chief and respond to the pending discharge. Any discharge shall not be effective until an opportunity for such a meeting has been given to the employee and/or the Association. 30.6 A. Informal Investigations. The employer may investigate an employee regarding citizen's complaints, policy violations, misconduct or other matters. The employee may request a labor representative if he/she believes discipline may be imposed, unless the employer expressly states, in writing, that discipline is not under consideration. B. Formal Investigations. In the event an employee is formally interviewed concerning an action which may, based on a reasonable belief, result in disciplinary action, the following process shall be followed to the extent circumstances permit: With twenty-four (24) hours' notice prior to the interview, the employee will be informed, in writing, of the nature of the allegations and the nature of the investigation, the relevant facts (date, time, place) and complainant, and the level of sanction under consideration. The employee has a right to consult with an Association representative and to have that or another representative present at the interview. 30.7 During an investigatory interview, an employee shall be entitled to such reasonable intermissions as may be requested for personal necessities. 30.8 Either party may record any investigatory interview, meeting or hearing which couk:. reasonably result in discipline. 30.9 The Association shall be notified, in writing, of the results of any formal interna affairs and/or disciplinary investigation related to an Association -represented employee. Sunriver Service District / Sunriver Police Officers Association Collective Bargaining Agreement 2007-2012 30.10 No bargaining unit member shall be placed in a position of imposing written disciplinary action against another bargaining unit employee. This provision shall not apply to those bargaining unit members acting in the capacity of a Sergeant. 30.11 Use of Deadly Force Situations. Employees involved in the use of deadly force shall be advised of their rights as set forth in SB 111 (2007) and any County -wide protocol adopted as a result of SB 111. 30.12 Grievance -Labor Relations Committee A. The Chief shall meet at mutually convenient times with the Association Grievance -Labor Relations Committee, if such a committee exists. The Committee meetings with the Chief shall be held, if practicable, at times not to interfere with the Committee members' regular work period. The Association Committee shall consist of two (2) members selected by the Association. B. The purpose of the Committee will be to adjust pending grievances and to discuss procedures for avoiding future grievances. In addition, the Committee may discuss with the Chief other issues which would improve relationships between the parties. Prior notice of topics for discussion at such meetings shall be furnished by each party to the other. Article 31: Savings Clause 31.1 If any article or section of this Agreement, or any addition thereto, should be held invalid by operation of the law, or by any lawful tribunal jurisdiction, or if compliance with or enforcement of any article or section should be restricted by such tribunal, the remainder of this Agreement and its addenda shall not be affected thereby. If such event occurs, the parties agree to enter into immediate bargaining negotiation for the purpose of arriving at a mutually satisfactory replacement for such article or section in accordance with ORS 243.702 and ORS 243.698. Sunriver Service District / Sunriver Police Officers Association Collective Bargaining Agreement 2007-2012 24 Article 32: Duration of Agreement 32.1 Articles of this Agreement shall be retroactive, except holiday pay which will become effective January 1, 2008. 32.2 This Agreement shall be effective as of July 1, 2007, and shall be binding upon the District and its Members and shall remain in force and effect through June 30, 2012. This Agreement shall remain in full force and effect pending the signing of a successor Agreement. SUNRIVER SERVICE DISTRICT SUNRIVER POLICE OFFICERS ASSOCIATION DATED this Day of 2008. BOARD OF COMMISSIONERS OF DESCHUTES COUNTY, OREGON, ACTING AS THE GOVERNING BODY OF THE SUNRIVER SERVICE DISTRICT. DENNIS R. LUKE, Chair TAMMY (BANEY) MELTON, Commissioner MICHAEL M. DALY, Commissioner ATTEST: Recording Secretary Sunriver Service District / Sunriver Police Officers Association Collective Bargaining Agreement 2007-2012 .?$ APPENDIX A: Wage Scales July 1, 2006 - June 30, 2007 Current Wages as of July 1,2006 Patrol Officer Step 1 Step 2 Step 3 Step 4 Step 5 Annual $42,409.02 $44,529.47 $46,755.95 $49,093.74 $51,548.43 Monthly $3,534.09 $3,710.79 $3,896.33 $4,091.15 $4,295.70 Hourly $19.36 $20.33 $21.35 $22.42 $23.54 July 1, 2007 - December 30, 2007 New Wages Effective July 1, 2007 with a 3% Increase Patrol Officer Step 1 Step 2 Step 3 Step 4 Step 5 Annual $43,670.35 $45,853.87 $48,146.56 $50,553.89 $53,081.59 Monthly $3,639.20 $3,821.16 $4,012.21 $4,212.82 $4,423.47 Hourly $19.94 $20.94 $21.98 $23.08 $24.24 The monthly salaries in the above Wage Scales shall be modified as follows: A-1 A-2 A-3 A-4 A-5 A-6 A-7 A-8 A-9 July 1, 2007: January 1, 2008: July 1, 2008: July 1, 2009: July 1, 2010: July 1, 2011: 3% increase to all steps and ranks 3% increase to all steps and ranks 5% increase to all steps and ranks 5% increase to all steps and ranks Increase to all steps of CPI - 2.5% min 4.5% max Increase to all steps of CPI - 2.5% min 4.5% max New hourly wage rates shall be calculated in accordance with Article 10.2. The CPI shall be the CPI All Cities index for the previous calendar year CPI -W. Readjust steps: An employee that is promoted up the chain of command shall be placed in a step that is equal to or more than their current pay. An employee that is demoted to a lower rank on the chain of command shall be placed in a step that is equal to their current pay. New Employees shall start at Step 1. Each step equals one (1) year of employment. Current Employees shall be placed in their current step range based on seniority and rank. A-10 Longevity pay will begin the first of the month following the date of completion of the 60th month of seniority. Longevity pay will be paid at $100.00 per month. Sunriver Service District / Sunriver Police Officers Association Collective Bargaining Agreement 2007-2012 26 APPENDIX B: Incentive Pay Incentive pay for college degrees or certificate pay as listed below shall be paid in addition to an employee's base pay with a cumulative limit of five (5%) of the employee's base pay. Associate Degree from an accredited College or University, or DPSST Intermediate Certificate 2.5% Bachelor's Degree from an accredited College or University, or DPSST Advanced Certificate 5.0% Sunriver Service District / Sunriver Police Officers Association Collective Bargaining Agreement 2007-2012 27