HomeMy WebLinkAbout2013 Resolution No. 064•
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RESDLL -n nN Nn M:_
SERIES OF 20 I 3
/\ R.ESOL U170N AUTHORIZING T HE COLL3CT IV S 13ARGAJN!NG AGREEMENT
8 1.:TWEEN T H E El~GLEWOOD E:vt.P i.,OYE ES ASSO L"-Tl ts AND THS C ITY OF
ENGLEWO U I_.UK !HE PERIOD OF JAN UAR Y i, 2014 TirROUGH DECEMBER 3 1, ~0 15
WH.ER t:AS, the Cit y Cv.,n,:i l of lhe Hyo~ Englewoo d au tfonzcd a "Cr l lccuve Bargatf'ing
Agrcen e m 'w1t:l the Er.g\ewocd ::'.mp lo't'ees Associa ti on fo r January l, 2012 thrJugh D~cem bc r
3 J, 20 13 wnh Rcs olu :ion No 71 , Srrir, nf 20 ! I; and
WHSREAS 1 the City of Eng lcw cod nnd the En£le·.vc.od Emp loyees A.>soc iati on entered inio
ri::gcti atio ns in l'vl ay , 20! 3 m w.~1.;01d,ttl!.,c w ith tl.c l:.oglc·.vooc it) H oi ::lt! Rule Charter :mC the
c-0 11t::1i:t prov1.;1ons, and
WHERl ~S, the memb ers of he Engb,ood Empl oyee; /\scoc,auon, duly ra 11ii ed by a
ma1on1y \'me, the 20 14 2015 collective B:i.ruaming Agrceme1 tt ; :tnd
\Vl IER.E/\S. the Co nt:acl is tw o ye ars 111 d11 n11 nn; ~nci
\\1 '.EREA:i, tl 1:: ~ g;uC1cac , c.lrnn gc;; C:om th e cur,cn\ Conir; ct, :l!C 3~ fo ll o w s:
~'ages will be inc rea sed basec on cmpl yce pc;-fom,ance as mea su:ec by pcrio:n1i:1..UL.t:
cvaluat iom s:.o:-cs Tb: mc:-ec.se range will bt from 2% 10 4% and ·.v 1ll occuI OJ
,.,.mr,loye!!,' ev:iiuat 1on da tes. EmplO\•ces must achi eve a mmimumof a 11 1\teels
E:-.pt.:crnt10:1i'' rating 10 ordti t he ~lt~i h\e for an lllC rc.1s e.
N W, "ll-!EREFORc , OE IT R.CSOLVED BY THE CITY COU"IC!L OF TH"E CITY O F
i::NG L£WOOD, COLvRA 0, AS FOLLOWS
S_t:et ion l. T he City Council of th e City cl Englewood, Coloradc hereb y app;ovcs the
nllec ive 3 orgatnmg Agreerneot between the Englewcod Emp loyees Ass c~iou :,o and the Cay of
Englewood for the pcn0~l of J mm:iry I, :o 14 through December j l, 20 5, c c p ' of wbch is
;rnachcd hcrcto as E>..hl 011 A
~cc u o!!]. ·n1c Mayor and th e City Clc1k Mc lic:1cby duthori zcd 1c1 sign and nnc:;t thi:;
(' l.c:uvc 8:irgnuung Ag:-ecm~n: betwc~n the:. Engle'~v 'JoC. EmplLyt:t;s A ~s1.•~1 t i n and 1.h c City 0 1
Eni!lewood, Co orado , fo, the pe riod of Ja nua1y I 2(t l 4 1h rou h Uceernber 3 1. 10 1 5.
ADO PTEIJ ,f\ND APPROV ED 1l!Js l" day of Ju ly, 70 11
rl l·crcby ccni ry tht . nf I ng l1.•wr,r d , t :o lnn o, ,
for't{" "Y ~~0 1 tfcg . Elli s, Lily C 1cr 'St.:11t'\ n, ~-• ,0_ '· '"'""' " ' ""'"""'" ". r: '. IS a true co py o ~ -
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AA 000000292 1:?41
COLLE CTl\1 1.:: BA.RGA.INTI.\JG !\GR.El .:MENT
BET \VEEN HLE
C IT Y OF E NGL E WOOD
AND THE
E 'Gl EWOOD E!'vll,LOYEES ASSOCIJ>. TION
J .ANlJA.RY 1, 2014 -DECEMBER 3 1, 20 l 5
!def!CL E I
AKT ICL!o 'l.
AKTfCLE 3
AKT.ICLI: 4
ARTI CL E 5
ART J<:J.J· <i
A RT ICL E 7
AR T l11.l •
ARTI CLF 9
'\l<Tl (:LE 10
ART ICLE 1 1
AKTIC:11".l 2
A RTICL E 13
A llTICI E I ~
ARTICLE 15
ARTICL E IG
ART ICLE 17
A RTI CL E 18
AR TI CLE 19
!NIH,
INTRODUCTIO N
nu RATION ()F ,ONTRACT
R.ECOCNIT ION
"M!'I .OYEE R K,HTS
I IOU l(S OF WORK
olVF.R T TME WO RK
ACT[NG P.f\Y
(OMP::.NSAT ION
LONG EVJTY COMPE NSA TION
.h.NNU1\L LEAVE
PERSO !s/\ L LE A VE
SHORT TERM DfSA BlLlTY (S TJ1)
WORKE RS' CO MPEN SAT ION
MILITARY LEAVE
FU!\ERAL LE!\VE
JURY Dl !T Y A D WITNE SS SE RVT CE
11O 1..ID AYS
lJNTFORM 1 1.EAl\~N(; ALLO\VI\NCJ'
TUlT LON P.EfMBURSEMEN T/DEGREE AC HlEI.' E1.1ENT
RECOGNITION
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20
2 1 •
• ART ICLE ~O I.IFE INS URANCE 22
ART ICLt 21 fNSURi NCE '.?3
ARTIC LE 22 R.ETlRE E HE."-1 TH INSUR I\N CE AS !STANCE 24
ARTIC LE 23 PENS lON /Rl rLI U::MENT PLANS 23
AR TIC LE 24 LAYOH 26
ARTICLE 25 I.F.<\ VF. OF Al.l::;ENCE (WITHOUT PA YJ 27
ARTICLI: 26 GR.lE\1 1\N E PRO CEDURE 28
ART IC LE ~7 WRffT FN CORREC TI VE ACTION 30
AR r!CI .E ~8 DUCS Dl:DllCTIO.\J '.1 1
ARTI CLE 29 ASSOC L•\TI ON ACT ivITIES ·12
ART ICLE 30 STA n RY PAY 33 • ARTICLE 31 CALL l:l .l\ "K 31
AR"llCLE 32 LABOR MAN ,\GEMENT CO MMJl--;· E 35
ARTICL E,~ F.XCLUS fVEK"ESS o r CON TRA CT 36
C:OSJ T RACT
KET W EF.N THE C ITY OF ENGLEWOOD
AND TH E
1:.Nl,U:.WUU I} 1::MJ'LUY El:.S A SSOC IAT ION
A lff lC L£ 1. INTRODUCl'ION
T l11 s c:n lll.n H:I c111cn,rl 1010 hy 1hr. City of l·,nglewn nrl, C:n lornrl o, and the En glcwo ti
l:::mp loyec s A sc;oc1 at1 on ha s as it s purpo se the pr omo1 i n ofh am10111 ous rch1t 1011s between the C1tyol
E ngl~w ood and it:; Emp loyees, n fair nn cl ' pc:,ci.:ful p1 occ do rc for th e rc!i0 lut ion of di ffcrc nccii; th •::
cs 1abl ishm c1.1 l of'ra tcs ofp~ · aud h urs of wor k 1 and other cn11ditio11 s of cinp\oyrncn : a:; set o u1 in th e
C11y li art ct.
Except wh t.:rc l m11 1cd hy l!>:prc~,s provi sio ns elsewhe re 111 thi s co ntr:i ct, nothin g in this
co ntra ct shill I be. const ru ed to restri ct, limi t or im pa ir the rights, powe rs and autho rity of tin! City as
grn ntcd 10 it und er 1hc laws of 1he Sta tz of Col<J1ad o and the,Oi1 y's·Ghar1 er and Mun ici l'a l Cu,le. Tl ,"
fl 8hls, pn wc rs, anrl ;u11hnn 1y in cl11 rtc, hill i-ll'C not 1im i1crl t0, th e fnll owin g:
A.. To dctcrmi 11-:: tilt: ovc ru ll 1niss ion of th e City ns u tmi t of govcnun cnt.
H To m;i inrarn .inrl imrrove the effic iency and cffec tivr.n ei:;.s of r.iry opcrn 1H111 s.
C . To deter mine the serv ices to be re nd ered, the upera tions to be pcrfo rn,cd , (he
tec hn ology to be 11tili1.ed, or th e ma tters to be budg eted.
U . To determin e the overall method s, pro c.:cssc i:;, 111ca11s, jc,l> cla ss i f1cau ons or pcr .. onn cl
by whi ch Ci ty opera tio ns arc 10 be conducted .
F. To direct, stirervise , hire , rrorn ote, trnn sfer, a,sign, sche dule, rr.t:iin or lay-~rr
t:mp l0yees
F. fo suspend , di sctpli nc, disc harge, or demote fo r ju~I cause, all full-time pcnnan cnl
cl :1ss ifi erl empl oyees .
G . ·1 o rcltcvc mnp loyces fr om duu es bccau e;e of lac k of wo rk or fo nds, or under
co nditi ons where th~ Ciry dete rmi nes comin ucd work wou ld be inc fft ci cnl o r nonprodu cli ve.
H. To take wha teve r othcra cbO ns may be nece ssary to car ry out the w1 s bes of th e pub li c
not oth er.vi se specifi ed herein o• hmited by a co ll ective bargai ni ng contract.
I. To take any a•.d.u ll ac ti ons Lo CUJTY ou t the mis sion of th e City in case~ oi cmcrgen :y
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• J. Nmh ing co 11 uurn.:<l he1c111 shal l prec lu de L1 1r Ctty fi m -:onfc rring wllb 11s employees
fo r puroo scs o f devt lopmg poli cies 10 effec tuate e r implc rn cut ""Y r th : a bov : euurucrnwd ri g hts.
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The Cit y 1et a111s th e ri ght tn r.hange any past pra ctice whi ch ii not m violation o f tlu s co nrra ct.
l 11 Lltc i::ve nt a past practi ce is ;,ought to be chan ge d by th e 'i1y lvlana gcrnr ciepanm ent direc tors. th e
t:.oglewoo d Employe es A,su~1a tiu 11 will be pronded reas onabl e wriu e11 notice o f tl1 e in tend ed
chan ge . Tbl! Englewoo d F.mpl oyces Assoc i:11 io 1: reta ins lhl' 11ght tu g1.~,c: an y clia ogc in p1a cticc
wlu :.h is in v1o!a uon of this con tra ct
/\HTl (;I ,11: 2. r,1 /RATION O F CONTI( '\CT
A . Thi s co ntroct w ,11 tok e cffccl on Jnnu ury 1, 20 I~. und shall con tin ue in fo rc e t0 and
'11 dudi11g Dccc111I,c1 3 I. 20H .
~-· ' I his co n1ra ct or UJJ}; pan of 1t ma y be 1c1111irnnccl .or r~ncgo1iat cd ·ut :m y ti me by mu tual
con sc11 1 ofbo 1h µn rti cs. . . , .,
C If any nrn r.h, or St,ct ion of 1hi s c01 11 rnc t ~ltou ld he held in l'a li d by operation nflaw or
an y C..:Ol irt o l compci c111 j un sd ict1011 1 or 1f complianc:c wit h or cnror cc1nc11t of any art icle or sc c.i io11
s hou ld he rc~trnir. -l by such Court. th e rcma inclcr o f 1hi , cont rac t shall nol be affccled th ereby a11d
I hi s co111l11 c l s lm\l re main in full force an d effect, and the pa n ics sha ll prom ptl y meet aud nego tiat e
fnr ,1,., l""T""" of nn cmpl in g 10 ar rive at a muttmll y s a i,foctory re p la c mcnt for s uch anir,lc or
sec tio n
D T iu: pa1 ti t.:s il l!ICC and un d~tatand 111:H 11:ov i"ions rcl ntin g to cmplo vcc.:.., covc1 r.:d \,y ti 1is
,:o a 1rnc:1 ~ha ll in nn way dis pla ce or mod ify pre sc1 11 or f1111111.: stu l1 11 rny c:!~C law of th f! Stat~ of
Co lorad o
E. Tiu;. parti es ~11.:k nowlL:dgc thdl duri111_~ nego tia ti on s which rcs11l1cci 111 thi ~ c n11t n11.:t , cnch
hm l th t~ 11 11li 1ni 1ccl ri gh1 mu l oppo rt11ni1 y 10 mnkc 1lc11rnn1l s and prn po sah. w iLlt rcs p~l:t Lo any '.11 bj ~c 1
ur n1 atter app ro p1 ia ae for contrac t uego1i ati o11 ~ nnd th:-it the untlcrnan d mgs nnd agree ment s arrive d at
by 1hc parti es nfi c r thi :; exe rcise of th at rig ht mu! pponun 1ry ~ire se t f n h m th e co nt r:i ct.
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• ART l LI!. J , K.1:.LOGN ITION
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The Citv recn niz es the Engle woo d Empl ove ~s As oc ,au on as the so le org aruzatioo ce ni f:ie d
pu , s uam 10 th e, prov1$ions of th e Chanerof th e C,ry of'Eng!cwood as tJ1 ee xclus 1ve rep rese nta tive fo r
the pubhc em pl oyee ," i1hin th e fo ll ow iu µ bargaLOJn 6 w1i t:
Jo e lud ed All full-u me, cla ss ified emp loyee s o f1lr e C rry
· ,el ude d Al l ~up crvi ;ory, mana ge ria l, confid enti al. pan-tim e, tc mp ornrv , and
co ntracrJ al emplo yees, and all emp loyee s hired thro ugh the use o f Federa l , Sia re o r o rb e.r o utsi de
uu di.;,:,, so urces for specia l pr ojects or programs, a u<l all 0L1 1ers who may be dete rm in ed pnor to or
duri.ng th e li fe of L111 s co ntra ct iLI prov id ed un der th e City C han cr.
Alrl'ICL£ 4 . EMP LO YE E RJ GHT S
A ,ru ll -L:,11 c cla,;s i ro cu e111p luy ec whu is not -ex c lud ed pe: Art iclc .J . (Recogniti on) o r thi s
r.o nrrn cl s hall hav e the ri gh1 :
A . T o form , joi n, support or pnni cip nte in, or m re frn iu from fo rmi ng, j ming,
sup µo rtin~. or pani cipa ting m th e empl oyee orgcU1 izt1 1io n or its lawful ucti vi ti cs; and
B. 1 , Bargai n co l\ec t1,vcly thro ugh their ce rtifi ed empl oye~ rr prrsr lll ilLivP..
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C., N o cmplbyCe sh .ill be int cn~cr:::d wit h, rc.~t ru incd, coerce d or dis crimintt tcd Hf;l1 111st
b~c a use of th~ e xe rci se ur these rights 11or shall lb e righ1 or a.n ind ividual emplo yee lo d1sc11ss
emp loym ent co ncc ru s wilh th e i1y be infrin ge d up on.
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• A..R Tl <..LE 5. HO\ RS O F WOR.K
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A II ci epanmeuts . fw,ctions or acti,ori es shall o bse rve office .n<i workin g hours necessary fur
the effi cient tran sact ion of th e ir n•spec tive ser\'ic es.
A. All em ployees co w,ed by thi i oni.ract shall wo rk at leas: forty (4 0) hou:, p er wee k.
rI ,e work w ee k shall cons 1s1 ol fi ve \)) eight-hour shifts, m uth,;i wu tl sc li edule s"" J etermined by
1he departrn eni ciircc tor per the "Modifi ed Workwee k Sc hedu lts" poli cy . A ll em ployees s ha ll be
sc hedu led to work a regul ar wo rk sc hecit1 le and each shift s ha ll hav e a regul ac starting and quituu g
ti me . Shou ld we wu rl sc hedule be chan ged, affec ted emp loyees wiU be· no ri fi cd 24 hnnr,; in adv,ui ce
except 111 lh e ca'ie o f an emergen cy as <lct e11 ni1u:d Uy the dep artme nt directo r.
B. Ern pl nyce , shall he e111i 1lcd 10 two (2) paid rest pc·iod, n o t 10 exceed fi ft ee n (15)
111i.L111 tcs or one ( !) th irtJ (3 0) nun u!e rest pc.-iod for each shift worke d. Rest penods s ha ll he unde r
lhc co ntrol of the supi:n ·isor or d:!parnn cnt director .
C: \Vh cn po~sriJ ,c , employees who work beyon d their regul ar quirtin g ti mt: i 1110 an
ov enirne s 1r uauo n wi 11 be eli gih l,• ford fl ftec n ( I :·1 mi n,ucrcst pcriml belorc t bey begin th e ove 111rnc
wu 1 k. When poss ible, od di ti onal rc;1 pcri ds will b 3rantcd 11ndcr the co ntr ol of th e s upe rv isor or
dcparnnem direc to r si m1 hu 10 res t periods grant ed 1md er oubp,irct gr ap·o B. above .
n Wh en necessary . em pl oyees sh all be grant ed a fift een (15) min•Jte perso nal clca11 -up
perio d prior 10 the end o f each shift The cle an-up penod s tiall be und er tlt e contro l o f th e s upe rvi so r
or <l ~par LU1eut director.
E. All emp loyee s wi!l be gra med an un pa id lun ch period d u, iu g eac h sh ift. As a nomml
occ urr ence , thi s lu nch break w ill wrnmcncc be rw ec n th e beg nmm g of th e third ho u.r an d tlt·~
begi nuwg o f th e six th hour of th e shin An emp loy ee and s uperv iso r may ug. ee to waiv e thi s ti me
li mit due to work 1daLt:d or perso nal iss ues .
See City o f En glcw no d Admim srrn twc Poli cy#~. '"Ho ur s of Work/Overrim e", amJ l>uJ icy 113,
"~vteal Break s'·, fo r furth er clarii'ic:11i :m .
AIIT I Cl ,fo. C.. OVERTDvlE WO RK
A . For all emp loyees cov:red by this co ntra ct, exce pt as s pcc iiizd below, duties
pe, formed ovc, and ab o,e the ass igned wrnk sc liedul e ·s hall he cu11 s id u1ad overtime
B. l!LSA ·no n-excmpt (hou rly) emp loyees shall be co mpensa ted for overtim e work :11 th e
,rnl c of one lllld,one-·!ui lf.( 1-1•/2) iime s·th c norm al ,,n .y.rntc or co mpe'11s 11tory ,Limc .of'f, compul~d at th e
, ate of one.a nd one-ha1f (J -1 /2~ times . Because comp eri sntocy .tim e is ,acc ru ed.nt ,on e and 011 e,half(J-
1l·/2) 1imc s,.1 it·Rhr1 ll •11 n1 he :cm1.c;ide rert as ''hour s,wnrked",fo r,p11rp ost~s .of..(lwert i11 le(cnlcu ln1 ion , , ,
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Th e City retn in s ih e·ri!;hl to nssig11:ovc rti111 e workto any employee gunl iuc d to perform th e
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• ARTIC LE i . AC TING PAY
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All persons app~intcd to an act in ~ po~ition, at th e sole d,screuo n of 1h e Direc tor , will be
co mpcn saterl at th e mi .,inmm ra te of th e ,1r1i11 g po siti on pa y ran ge or 5% 3bov e th e emp loyee 's
current rnt t: of pa J, whichever is grc~ner The empl oye e must be 111 an ac11 ag r.r1p;1 city for th irty (30)
co nsec uuvc cal enda r day c; before~ ail.I c:mµk,yec beco mes c hg-i b \c for actin g pa y Such pay wi ll be
rctrolct11•e to th e first da , the employee assume s tbe rc~ponsih1h 1y u f 11,~ pu sit 111 11 .
Se c Ciry of Engle"o,,d Adm111i s1rarivc Pnh cy Manua l, Po li cy /1 I, "ActiD g Pay" for discus sion
of acung µH ) ru 1 pos 1t ions not covcn::d bv thi ~ co ntra ct
ARTICLE H. COM PENSATICJN
Th e 1.i1 y's .pny philn .sn ph y is tn porn ion the ma xi mu ms of P.EA pay gra de!,,al mc ,mcclian of the
ma x imunJ S ·of th e ma rket
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A.' RECLASS IFI C!\T IOJ\J or POS ITI ONS
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!fa io b i s 1ccla ssi fi ed to a grn dc high er th an ,I occup ied pri o, to th e Salary Survey (a s defined;,,
the Cu 111 p,;11 sn tiu11 a11d C lass1 ficutiu11 Phm Uucu11 11;:1 1t) the i11cu111b t1 u·s pay .will 1t:mai11 I.h t! Sd1ne
u111il hi ~l hcr next Perfoni1ance ·Evalun1 ion . 1 how'ever, Ili c empl oyee's pay a1 the tim e of
recl ass ifirn tio n is ~elow the minimum of ihe new Ll'f tHlr ra ni;1·, i· ·.:;ill hC' hrought to the minimum
of th e n ew grade r:mge pn or and 111 add 11i on to any in crease ba sed up on the Perfo rm anc e
Eva luati on sco re a!.i de ~c 1 ibed bel ow.
0 W.'\G E TNCR EAS CS
Emplriycr·c: whn i.e \'.':1 g&s arc hcln w rh e max imum pniru of their grade i:rn gc are ch :ihl e for a
h:i.sr p:i I l•11i lcl1 ne, dc~vc lop nwnr :11 i11 r.rr asl.!, fr om 7.% to a maxirmnn of 4%. on 1hei, annua l
evalu a11 011 dal e :\11 ·.:m pl oyci:.:':,; 11 1crct1sc percen t ,s bas.e el on the sc ore rccc ivc:d on :1! /ht:r
Pc:r f'o n n au cc Eva lu :1u on. nol to c r.:cccl th e mm:in111m ll f th c grad e ran ge
Rati11 c Sell!£
l °to -2 99%1 eval uati on sc ore -0% in cr ease
3~o -3.99 % t;v .tl ua •·v 11 :,cu1c 2% -2 99 '!0 11 1L:1<..:a ~i.:
4°/ci-4 ·99 11/0 c·,a lu at ion score = 3% -3.99%, in c1case
5% evalu ation score -= 4% incre as e
Em plc,y c es ·.vbo have pro1,res~cd through th e ci eve lopm en1 ol zo ne and rc ;ic bed th e m,xirnum of
their grade rnn ~e will no longer be eli gibl e for ba sr. pay bui ldin g inc rcuscs . Tb:ywill , howev er,
b e eli gib le fo1 a one-ti me, lump-sam , Me ri t Pay aw ar d. The ~le rit Pn y aw ard is based on th e
~co re received on tht:: t:rnp luyt::i;'s Pl!r funmm t::! Evaluat ion
Employ e es m the devel opmental zone who se cv al1 .1 n scores wo uld ra ise Ll1~1r pay ab ove th e
ma xi mum of t he rang e, will be giv en base pay in crea ses to We max im um o f th egmde rang e onl y.
1\ny udcliti c,nn l awa rd will be non bll.'lc building ond uw ard cd in 1h c fo r111 of Me:it Pa y.
Nn1c Rcr,:u tl!c.1 ~ o:·th ,: ·1 ntnt Scorn on •he 1•,..-r fo m111 nr~ l:.1n l11.:ihoo, no pay mctca•e <W ).ten t t•1y 11w~nl will he ;tr.U"tt:rl 11 u::i i:niplO\T:c 1~ on B
p,.,)nmrnn•, .. lnlJl rnvi:n-.enl Pl:i n m on)' :m::n On ce lhc ro,C:11 o·u of lhl' r l!' 'uvc been me:, lhc a'1p1nycc \•111 rr-::-e1ve the tJJ'.'m1r,nn1c mcrt:tn e
t t'Ut1,c'11•0 In the l'IP ccu p!c 10 11 tb ll'
C . A chnm;c in 1he cvo lua ,ion date will rcsu li when :
-(I) The t mp lovc c '" on lea\'c wil hout pa ,,. (Sec Art ic le 27.) Leave of 1\bscnce
(Wi th out Pay )
(2) T he emp loyee terminates !tis/he r emplo}m ent and la1er is ree mpln ye d. Th
new ev alu ation dal e shall hr. dete rmin ed by luslh er n ew ernplo ymenl dat e.
(3) The employee 1s promoted, dem oted or u.m sfcrred .
Funclam cnl a l cha nges to th e ab ove wi ll be made only with prio r eo ns ultntion und review wi 1h
as~o ci~ti011 1ep 1esc:uta tiv e:,.
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• .\J{TI LE 9. I ON GEV ff Y COMP E1-lS.'\ T IQN
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l:.ffec.rive J anua ry I , 1984 , a11d u ,ereaf1e1, all new hir es sha ll 001 be c hgi le for loo ev ity
co 1:1pcn sat.io 11 .
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ARTI C Ll1 111 .. I\N>:U I\LLE.'\VE
Emp lo ye es c overed by-thi s,co ntrn c 1-shall e a rn ann ual leave c 11 r.h pa y pe ri od,_, fn ll nw s:
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2,
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Le ngth o f
~;c rv icc:
0-4 Yca r3
(thru 4 S 1110~.)
5-9 Ye ars
Ho urs per
Pa v Pe ri ti
3 0 8
4 G2
('19 rhru I 08 mn s)
I O+ Ye ar s 0.1 s
( 109 -mos.)
Huu rs per
Yea r
80
i 20
160
Earnlllg
Limits
208 H rr..
288 H,s.
J 68 Hr.;,
Al'.c umul :ui on nf rtnnu:11 leave shnll t1 ei1 her he 111 11.hnr i w d 1,o r r.omprn r.d 1hr ;my purpose aAc r th e
ma ximum ea rning 1111111 has bee n reached. l-'nrt 11 me serv ice ,s not mcl udecl 111 the ;\lcng1.h of'herv 1ce"
cal cuiati on for ll nnua l lcnvc cl igi bi li ·y
!.1l;g
Th e ~c bedu l~ fo r use of an n ua l leave shall be de 1er111 in ed by th e needs nf the d cpnnmcm.
An nu al leave sirn l! be tak en al the tim e co nveni ent to nnd np provcd by tl1 c depn rtme nt di1 ecto1 01
superv iso r. Howeve r, tb e City\\ ill make rc as onnhl e ~ffons m accn mrn rnfa te 1.l1e rccp1 ef;t n an
employe e to use annual leav e w here a ge nuin e emerge ncy situati on cxtS L'i
The rat e o f annu al le ave pay shall be the empl oyee's regula r st e>ig hl' tun e hour ly l'III C of" pay
fo r th e c mpl ycc's regul a r job . A nnu al leave sha ll be all owed onl y to the t wl ho url y amo u111
.icc umul ated up to and durlllg 1hc p,1 y peri ud i11 wlti cli lhc lea ve ls ta keu .
W or k Dun n g Annual Leave
If. afl c1 11,c em1,loyee has beg un hi s/l,e 1 a11u11al leave a111l th e Ci1 y req uires the e mp lo yee 10
wn, k clu rin g tJ 1e sch~fli1l cct an11 1ml leav e per ind , th e cmpl yec will nrn he char1.v--r1 with vaca tion rim e.
fo r th e number of ho u rs worked.
A11nu al Le av e Pay l)pu n Separa ti o n
W he n 1111 emp loyee terminates e mp loym en1 with th e City , th ey wi ll b e c ompz nsat c d fo r
unused an n ual leave ea rn ed us of th e dat~ of sepa ra tion. AJU1ua l leave is not 10 li e used to e ,te nd 11 11
emp loy ee 's datt' of scpurn li on.
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A.R T I C L E 11 . PERSO)!A.L LE.A VE
A II em ployees cov er ed by thi s co ntrac l sh a ll be grant ed 48 ho ur s of perso oal leave tim e viti.1
pay which an empl oyee 1s enritled 10 use for th e fo llow ing pur poses :
A Emp loyee', (11\'u i!l ness /inj ury
B. [ll ne ssiinJurY of e mploye e ·~ fa mil y
C. Tc uttend 10 per so nal busi ness
For any employee who has u t used the 48 li uw s of' pe rs onal lea ve by the end or Oc1ober of
eac b ca le nd ar year , tl:c unu se d hour s will be couve rt cd to annu al leave Pe rso nal lea,·c ,ha ll be
sc hed uled and adm in is 1e.,ed und er the clirccn on of th e department du ec tm or s uperv iso r. ln tb e event
of illness/inj ury 111 whi ch personal leave 1s re qu es ted , s hift wo rk emp loyees shall notify the ir
su perv isor a l le.1 st u 110 (J ) hour pnor 10 1hei r scheduled reponio g rir.ie P erson a l le;n·e sha ll be
prora ted fo r emplo)'ee s begi nn11 1g and nm ni11..:1 111 g employme nt wi th th e C ity .
ART IC LE: 12. SHORT TEHM DI SAOI LI TY (STD)
(Forme rly Tc11 1purn1) Dis ability -Nun .lob -Rcla1c d)
Sh ort tr nn d isabil ity ( l 'D) gmnl ed for non -serv ice co nn ected injury or ill ness of an
empl oyee w 11h :11 lea s, mn coy (90) days of sen •ice w11h tlt e ity, wh ose d1 sabli 1ty pre vent s the
emp loyee from perfo rmin g hi s/her du oie s . SIT) i,; pai d ·:11 'I OU% of the cm ;,Ioyee 's regular hourl y
rate .
Tht:: C11v ,1g rees \O prov ,cle empl oyees co ver ed by thi s co ntrac t STD lea ve w uh pav fo 1
ernp\uyces ali seut as a ll:s 11\1 ufilhu::ss.'i 11 j u1 y us fl1lluw s ,
9 1 d:oys -4 ye ars
(thru '48 mos )
-9 yc :crs
(>19 tl,ru 108 mo s .)
I 0-yc nrs ·
(109+ mo s.)
347 workin g hour s
520 workmg hou rs
61>3 worki ng _hour s •i
STD lc~1vc sl:all 11u1 1.,e ut,;i.;u111 uhtt 1ve Ja uuar y I or t::i1d 1 yl'w the City shall , cstrnc I 00% of
the m11nu e1 of huuo s use tl by au e111p lu yce during the pJCt:cdin g yea r as fr1l h1ws ·
() I da ys .A years
5-!l y ears
! O+ycars
U tili zation
up ro " ma ximum o f 1/J wo rk in g hour ·
up to :1 maximu m of 26 0 workm g hour s
up to :1 maxirnurn o f ::.'1i wo rkin g ho ur :;
A. Auth oriza tion fu 1 STD !caw with pay sha ll onlyb~ ~ranted after the fi rs t nom,al dall y
shift o i rfaahih ty The elim111 auon shift 10 acce ~s ST n shall he ta ke.n anrl pair! in 1he foll o" in u
01der pcrso onl !~av e, anmia l leave, co mp ensatory tim e l f all m :rue d leaves hav be n ex ha,,s trd ,
th e eliminati on shi tl shall be tak en as leave with ,,ui pa y.
B. Auth orization for STD shall onl y be i;run tcd for persona l illness or inju ry , not service
co nn ect~d, i nclud in g mate rn it y related di sabi lity .
See City ur Englew uud Adrnm ist•a tiv e Poli cy #3 1, "Fanu ly and Medi cal Le ave Act
(FMT.A )"
S1 c k Le av e Opt ion
All s ick lc uvc accru ed hy pcnn nncnt empl oyee s prior to January I, 19 80 sha ll ves t wi th th e
e1U ploye e, a11d inay be used iu lh e foll owi ng manner:
A. A fte1 exlia ustiog ST D hours.
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l:l . By cashin g in all accru ed sick lea ve acc umula ted undcr tb e previous p lan upon nom,a l
reuremcno from th e City at the ra te ofone hour's pa y for eac h 1wo hours of accrued s ic k leave or on e •
hour's pay fo1 each fo ur hou rs upon separat ion from the City.
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C. By cn~hing in accrued mck leave. once each y~a.r at th e co nve rsio n ra tr 0f fn 11 r (1l)
hour s s ic k leave fo r one (I ) ho w pay , uot to exceed a co nvers ion of more than 400 h ours each yea r.
R enonino of T D
T he emp loyee or a merubcr of the emp loy ee's ho u;ehold sh all notify th e em pl oye e's
111p crvi sor ,11 k ast 011 c h ur pri or to the cmpl ycc s sc hedu led re porti ng 1ime . No STD leave will he
gran te d 10 an employee who fa il s to notify tu eu s upe 11•isor prior to th e bcg.i.oni ng o ftbc em pl oyee 's
work s hift .
Ver ific ati o i, of Di sa bili1v
If a bsence i1u m wu1k ,s three (3 ) da ys or more, u medi cal release must be provid ed to the
emp loyee 's s uperl'isor , who will fo r.,,.ard it to H urn illl Resu uJCcs fo r po ssi ble F,unil y 1111(1 tvled ic:i.l
LcJve q11 alifi ca1.1 on .
. \bu;e of STD
Ab use of STD occ w s wlac 11 a ,, empl oyee mi srepresents the actu al reason for rcq ues ing STD
or when au emp loyee uses S I [) leave fo r unauth ori zed purp o,cs . All emp loyco wbo ,rn ,kes a fal se
cl aim for STD leave shall be su bje ct to di sciplinary ac11o n up 10 aud incl uding tcrrniuati ou .
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AR T IC L E 13. WORKER 'COM P Ei\ ATION
A for an y,on -rh e-job inju ry whi ch ca uses an employee robe abseot fro m wo rk as n
res ult of s uc h IOJu ry, tl1c City shall pa y to s uch empl oyee his/lier fo ll wages fr om the fir st day of
hi s/her ob5c 11 ce fi om wor k up to and 111clud in g th e 90th calend ar day of sud, absenc e, ·les s .whate ve r
sum s n:cei v c.:d by tli c em ployee ns di!,a\,ilit y ht:ucfit s w1 tlL:1 wu1ke 1s· co 111 pc1t sut iu11 . 171 t:. City
req uires ·any employee on.work er~· co mpemm1 ion.tn s11h'111i 110·;111"!:':rnmi m11i on(s) hy i 1y•a pp oi111 ccl
pl ii'siciau(s, nt th e . ity's ex pe nse or und er th e 1irov 1si 011'0 ·wo i·brs ' co mpo nsa L1 0u .. ,JI the lnJ UI)' or
iHucs,.ces ul ts -in an-ab sence' of,o vor.9O dnys1 the:cn1 ployee ~ay req,ics l to sup~!emcnu~c 66"&2/3%
wug c bc nc fi 1 •rn nt cd by Lh c pr ovi si ons of Wo 1 kers' co mpensaii on with perso nal lc'iw l!, a1mual leave
0 1 s i k leave (,f aµµli""l,lc). Shutt l ei 11 1 <l is uui lity is'" ai lalik oulr l'u r 11011 wo rk rd 111 ed ilb es scs or
inj 11r i .. ~ c;n cn nn n1 he 11~~d tis .1 =:.11pplcrn ~111 10 the. wo d,crs' co mpcns: ·1011 be ne fi t.
IJ All worker!!· comp~nsa u:m 111.J lm cs shall be rcponcd Ho! the emp loyee's s11 pcrv i!;or
w ithi n ~~ ho ur s o f the ·mjury or before the crn pl ycc lcu vcs his/her dcparu ncru of cmp lC1y 111 c111
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AHTWLE 1,1. .\1 1U T A RY LEA V E
Tse au thority fnr ,his po li cy 1s deri ve d fro m th e pro v1 s1ons of the li n1fonued Services
E111plo:m 1cot 311d Reem ploym eal lugb1 s ll,c1 of 1994 (US ERRA) an d ccti on 2 8-3 -60 1 C.R.S.
th, o ug h Sccuon 28 " 60 7 C.R.S.
l i _1e Ci • ;~ ob\i •tHed to grant nuli ta ry lca·1c wnhou loss o f pay fo r :tbscuces no t ex:ce ed i11,c
l1tt ec n (I:-) da ys :n any calcn<la1 yc..:a1 . Firt t:1.!ll (15) da ys cq ll tl!CS 10 :'1ftcc n 8~hc.\11r ci ;1yfi. o r 110 hrs.
Th e City cannot requm: au employee 10 use annual lt!avc fu t such purp ose~. The employee 111 11y ,
however. requ est use of vaca uon, compensatory time, or leave \\ it1 1uut pa y t supµlct11t:11 t ab senct s
excecd 1t1 [', those cove red by the riftcct ( 15) day m1 lm1 y leave all owa nce.
Mi li1ary leave fah5euce w,11 cc s ul, 1t1 no las of any co ad,1100 o f omp loymc111 th at wou ld
have no nu:i 'ly nernrred if th e em ployee i,;id 11 01 be en ab;cnl for such purpo ses .
Em µloyecr :m: responsible for µ10 , 1dme 1hcir dep anme ul d.trec 1o rs co pies of al l rui l 1tary
u1dt:t:-i !.11:i t w1l result m I! lc a\'C of'ob !:cacc for active mihwry d11 1y Empl ,ye cs arc als c, re=1 u11 ed to
JJon fy :h~i1 ..1 Ul)t!t V1sors a1 the ca rl 1c'i l ;JOS5 ihlc da te upo n learn 1n g of sc ht"d ulM 111i iirn ry duty ,
l::.mpl yce s who fail to retu rn 10 wu 1k m.::.:u 1di.ng to Lh c prn \'I s1ons of U ER R A an d Scc 11 ou
28-3 -60 I C.R.S . tlu ou~h s_ct io n 2 .j -607 C.R.S .. ire subJcct lo <l i,c ,pl mary acti on up 10 and
incl udi ng 1.enrn nari on
1:mp loyc .!S must rcnut to 1hc 1ry any pny recei\·cd by th e m1 htn ry to :-rlu• penod of tim e Lh c
emp loy l"e is on p;i 1cl mili tary leave . Th ts rem.ma.ace shaE occur immed iatel y upo n rece ipt of tbe
mi l11 :.ry pa, (in in s um ces tl1n1 the mi li 1ary pay is g reater than the em plovce 's C it y pay . the empl oyee
ma y clcc: 10 fore~o Cn y paid rn.il ii..1ry leave).
The Ci ty will mnk e n rea;u uaLle effo n to nrlj us t work 5c hcdu lcs w d 3$s is,nm ents to
nccornm odate ern plo;•czs ful fi ll ing mi litary ohliga tioos .
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ART I CLE I S. F ERALLE.~VE
f'ull -t ime crr.p lovcc s arc cli1;ibl efor up to fo ny (40) hours o ffim cral !cov e Anmml or
personal 11.Ca v" ma y he 1e4 ucs tcu if autli tio11al -ti 111 c ofT is ncccssa,y. ,Funera l leave appli es to
mem hers nf tlw cmploy1•,:s fam ily f'nr p11 rp11 ,cs of thi s poli y, "Emp loyee's f am ily" w ill m ean
the cmpioyee 's spo use , or th e cb1 1drcn . b'Ta ndchildrcn , parent~, dran dp :1rc11 1,, l1ro1he s. nnd sisters
of th e employee or of th e empl yee's s pouse.
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• ARTI C LE 16. JL Y DUTY ANLJ W I r 'i:.5S ERV I E
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Lea•1e will he v-a n;er, io an employee called fo , jury duty or to appear as a w,u,ess in
his/her 011i c1a l cap aci ty in obed,cncc to a sub po ··na nr rlir ec ti n by le gel a u thority . Th e cm pk y.c
will recc1, e their reg ular salary for jury duty serve d. Any j ury pa y will h reimbur s?rl 1n 1hr 1.1ry
I he employee ma y retai n aa y reuul.,u1 sc u1c ut s for ioi \eagc and parking Empl oye es on jury du1y
rn cal led as a w1tnci,;s 1n Li 1c1r officia l1 ity capa ciry wil l I 1~ t:1.pcctcd to work as 11 111 ch of tJ1 c lf
rcfru larly sc hedu led workda y as their J UI) duty sc hedu le or appeamn ce in ccwc ps mti1 s.
Wh c,,:n an em pl oye e ii.. '.uh poc n:ied as a w1 tn es~ in pri vate hti gatio o to tcs ri fy, not i n
bt s/bcr offi cial c.1 pac ity bu t as 1n mdi,·id ual, acc umulat ed lea vec.; will Ue used to cover the time
ab3c nt . All all.u 111u lateci l:.:a-.,cs mu st be cxhml!;tcd before lbe umc ab st.:nt can bt· r:iken as \pave
\\'tLh o ut pay .
Ern pl 0yces wi l l no1 e paid ovcn 1111 '! or earn co mp ensat ory ti.rne: for rim e s eiv~d as a j tuur
or n wi mes s ()ve11 irnc is co mpu tc <l on hours acrJall y wo rk ed ov er fo ot y (-10 ) hours at the
ass ip:ned jo:i .
A11 ~wp loyc e mus 1 return to work nfre:-bein g exc used f1om jury uty if there ~re tn nrc
th an tw o('.:'.) hours left in th ei r reg ulml y, sc!iedu!td wo rkda y
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A RTICLE: 17 . 1-1 LI ,\YS
J\. The fo ll owing dnys shnll be con,;i dered offi cial holidnys by th e City and all empl oyr.cs
covere d hy tlm contract shnll be cnutlcd to ninety-six (96 ) hou rs t"hol ida y pay :
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1 New Year.'~.Day:.Ja mrn ry 1,.,., , 1 .·1 .•
2. .Maniq !:.u the_r ,~ing"Du~', Uic \hird Monda) .in Junua ry.
3. Pu.: .. -s iik11t '.) D11 y .. ll ;c ,lh i1Cl ·v1u 11 t.lav i11 f-\:l,1 ua11.
''-.ll:J~!nµ_tial .:qt\Y.-. tl,1~ ias,1,J\'lu !1d,1y,i;1_ May. •.
5 Ind epend ence Day Jul y 'I.
6 Lahnr Da y th ~ fi rst Mond ay in '>eptc mbcr
7 V~U~f~n\.l/ay: l)!cwe,11_1,l(\'.r),I .. , .,
8. T ha ri!i sg·iv111n Tla y· 1hr. ft iunh Th iirsi lay in N nvcrn her.
· ,1 f Ou(th J-r i&a}· Of NrniC111 Dct1c;11 0\\ 1ng Tha nk sgi vin g Uay .
IO Ch nst ma s Eve : De em ber 24
11. Chn~t rna s Day: Dce"mher 25.
12. New Y c:ir ':.; Ev e l k1y· l?_cccrnbcr 3 1
B. .'\11 y employee cove r d Uy th is contTu ct wh o doc:; no t perfo rm du ty :;chcd ul cd un ;h e
worb11 ½ davs or bavc approv ed paid ka \•C inu ncdiat cly pri o r i and fo ll ow in g ;l holiday shall 11 01
,ecctve pay fo r tli e holida y. · .
E11111 loytt:) 1c qui tl;!<l lu wu rk ,111 dll ufli t.:i al City l 10li t.la y will 1ct:eivt: appu vt:t.l lnJ!i d.1y
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pay :11 two a n d 011 e hal f 1in1cs the en,p loy"c·s reg ular hour ly 1atr for holiday ho urs actua ll y worke d •
"P rn 8 h011rs . 1-l nm~ wor ked over S hours will he paid m the ovc n ime rmc (time and one-half) For
dep:lr tm c11 ts p rmi1t :nr, ,,1h er holi cfay r:o mp e11 ~:1 1io11 opti nnc., thr. pmce du n:•s ar e as fo llow~:
a. Approve d overt un e pay (1m1c anti one-ha lf) fo r numb er of bou rs acrna ll y
wo rk ed on the holi day IN ADDITI ON TO up to 8 hours ofh oliday leave to ba ni: and
1ake at a late r date : OR
b Ap proved strn ight ti me pay fo r 11 umb c1 of hours ncluall y \YOi ke d 011 the
holida y up to 8 hours (h urs worked over 8 will ac paid at th e ov ertime ra te of time
,uiJ one-half! IN ADDITIO N TO up to 8 hours ufCo lllp T1111 c (ucc,u,;J at 1irn c an d
um:-hal!) lube takt u at i1 atc t da tt:. OR
e Apprn vc rl hol iday p:ty ru tw0 and onc-irnlf 1im cs thf' cmpl oyep's regular
ho ur ly rat e for hol ida y huu rs actua ll y worke ~ 11p JC> 8 hours H ours wocked over~
hour s w,11 be µaid at lh e oven im e rai e. (lim e anti one-half.)
D. When one of tii e fo reg oin g ol idays fa ll s on a Sn11 tla y, 1hc fo ll owi ng Monda y sr,a ll be
observed ns th e lcgu! holida y. Wh en nny of the for ego ing holidn)'S fa ll on u Smurd uy . each cmplo· ,,c
s ha ll be enu tied to a day o!T fo r s uch holiduy , wh,c b duy off shall be sc hedu led as 1he Ci ty Mana ger
detc, min es, bu :. no spe cifi c day sball be obsc,ved as a holid ay fo r purpose of clos in City offi ce s and
fun ctiu us.
See City of Engle woo d Adm in istrati ve Poli cy 1/3 . '"Official Ho lid ays", for furt her
cln ri ficMi on
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ARTI CLE 18. U:-J IJ'O RM C L l:.A.\~NG A LLOWAN "E
lf an emplc•vee ,s requi ,cc: 1o wc ar a uui forn ,, 1he emp loye e s ball '.v~ar tlw uni 1o rm only as
au th n ·i7cd by e departme,u wo1 k 1ule,. Tbe Cit y wi ll pro \'id e un iforms , clea uin g .~n d
rep la cern e n1s Th e City wi ll p,o, ,de 50% f !h e cos1 o f rcqi:ir cd work shoes up to a maxim um of
$9 0 per ye ar exce p1 w,ih ckpanm c111 d irrc1nr ap pro,·al. All e mployees shall maim ai n a prcse mab le
11p pea1 an ce whil e on duty. TI,c employer is !f•s pn ns ih le for any dama ge 10 1h e un i~ nn by negli g~ncc
o, del 1bcra 1c net.
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Af<TI LIL l !I . T U ITI N I EIMIJU R EM EN T ,' I EGRE E ACI-II EVE MENl"RECOfiN lT IO
Set: ·1 1y of E11 gh:wu ud Ad min is trat ive Policy J:29, "Tui ti on Rcim b11rscmcn t/D c&'rcc
Ac hieve mc 1t 1 Rt,;co g11i1ion".
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,\ln'ltl.E 20. LIFE fN S RANCE
Term li fe iusuran ce w,11 he provi ded bv the City fo1 employees co,ered by thi s contra ct ,n th e
amount of ne nme his •l1 er annua l sa lary Up oo separation from emp loym ent , th e employee may
t;u uvc :-t th e life rn suru n:c per the lifo in sura nce plan r.o nvers 1on agre ement in p lace at the time of
his/her ~-::µ:u atio n fro m cm pioymcnt
AHT IC LE 2 1. N SUR1\N CE
1\ ME DI CA L
The City w ill pay ninety perctnl (90%) ,,f 1hc premiu m ·cost fo r,• em ploy ee o nly"
cm ·e rap,c, r.ig hr f fi ve perce nl (Ra%) o f.rhc p remi um l'OSI for '·'empl oyee p lL1S '1 nt " ove r;1ec a'n<i
e,~hry percent (tiLltJ/o) o t "fam ily" c vernge for th F me d1 "';1J i:i~ttr.Lrii!e pi,111 de::igna tt:d a~ th e 3:l ~ic
C~ty p l 111 . Einp lup:!t:i, will p.ty 10%, LS% -:>r 20% uf rhc prcrn.i wn coJ.t , dcpe udin g on rhc level
of covt:rage.
I f li 1c..: Ci1y uffcr" ;111 y opt.iu 1rnl :11cdi 1.:;1l imucarn..c phm (:i), II1c c111 pl · ycc will p,,y tl u.: :liffc1c:1 t.t.:
bc1 w cc 1: 1h City 's u ,n1ribui-ion di..:._c ri h~d :ih ovc and th-: prem ium crna of di e p11onal pla11
chn..,c ·n.
H. IJENTA L
T he C ity w ill p11y n 111 e1y pcrcen'. (90%) ot the premi um cos.I fo r "empl oyee on ly"
covera ge, "ig hty-fivc pe rce nt (85~1o) of the p; cn11 11 m cCt c:t for "c 1n ploycc plu£ one·· coverage
and eigh t., perce nt (80%) of the pr m i 11111 cosl for "f:11 ndy'i cov erage fo r nc ntn l in surn r.cc.
Emp lo ye~s will pay either ten pcrccm (10%), fi fteen pcrc c11 t (1 5%), 01 tw ent y percent (2 0%)
of th e premi um coal for cl cat ul 1nsurnn cc, dcpc11 din g on the leve l of co vcn,gc .
C Any di s pute concern ing th e 111tcrprc1;i tion or app l.ic mi o n o bcnefi 13 prov,cied
11 11d c:1 th e healt h rn de 111 al µJaus s h all he subj ec t 10 th e plan a pµc al pt ccss . It is cxµ1e ss ly
um.b,s1vu l.l tli at tl1 b mtid ::: i3 a 11u 11 ~g1 it:val.J lt: item u1 1dc1 this \;U 11 tu1ct.
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A RTI L £ 1 1. lffTIRF.E HEALT H INSURANCE A SIS 1.'\N E
Ret ir ees will b~ gua1a nteed co nversion priv il eg~s to th e H_alth Ins uran ce Conv rsio n Plai~
avai labl e through the C it y. l·orthosc wh o rc 1ired pri rn tu Dcce1ubc r 31 , 1996, the C11 y w ill pa y $50
per m nth Fo rrc1ir ccs after fan uary 1, 1997 . tn e 'tty wtl l rmy ~75 p~r 111011th . Fo r tit osc wh o rct i1e
v11 u1 atlc r fa nuary I , ~010 , the Cit y w ill pa y SIO O prr mor11h
For pu rpo ses o f th is A1t 1cle, "1 ctirec •· sha ll be dc[i 11 ed 3 5 all cruplu yccs wl ,o sep ara te fr o m th e C,rya t
.i t~c 55 or old er an ct haYe co mpl~t ed 15 years of co mi1111ou s, penmment , fl.JU-t ime se rvi ce
(i111 u1cdia1cly prcccdmg th e da te f separat ion) cc 1ity f F nglewood Admin istrative PolicvH 66,
"Re tiree f le alth Ass ,st:m ce"
A l{T ICL E 23. PEN SJONIR.ET IREM E'\T PLA NS
The pens ion plan descri pti on fo r empl oyees cove re d by 1his cont ra cl is se1 fo rth ,in Ti tl e In .
Ch11 p1 cr 4 o f lh c En glcwo ,d Mun ici pal Code .. Addi1i onall y, 1hc ,pl im .dc~c r ipti on for tl,e Non
Cm ergc ncy ·Empl oyccs MJ11cy ·1•urc h11sc f'l uri is uv uilnb1 c for i11 sp cc 1io11 in 1hc Dc p11 rll11 c111 of
ri na nce and Adn 1in istrat1, e Scr\'i ces . · : ,.
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ART ICLE 24. L.,\ YOFF
A Whenev er th c,c 1s la ck of work, la ck of fund s, or und er con d11 ion s whe re 1t "
de term in ed !ha t ccH1tin ucd work wnu lc1 be ineffi cient or nonp ro ductive , req uiri ng 1cd11 c11 011 s Ill th e
m11nb e1 of cm plovce s, tl1 c app11i111111 g autl ,onry shnJI des ignat e 1lw dt:paru11cri1 and po s it.i o1L~ in wltt ch
the Inyo ff is 10 be mad e In 1demi fy i11 g indi vid ual crnp l ycc s to be laid off. t he app oinun g auth "riry
shall co ns ide r th e rc lauve abi li ty o f' all emplo ye es w1fo11 the poSll ion cl a ss di cau on, tulw1 t int o
arronn: th e empl oyee 's doc um ent ed pc rf'o rnian cc hi sto ry a11cl th en scni Olll) wit h th e C'11 y.
D h npl oyce s laid off s ha ll be pu t on a n·ra ll li st fo r on year f9llo win g their layo ff
l:.mp loyccs rec all c,I fi o111 layo ff i111 0 we sa!"c .t o b d as s 1fi ca11 on shall he 1 ·a ile d inrn vrrs" r,,ct ernf'
layo ff lf'th cy arc reca lled in to a difte re111 pos i1i u11 , th os e rec all ed mu st hm·o the demons trat ed abi lity
and qual1 ii al1ons to pcr fo rn1 th e uv a:ln ble work as de1erru1n erl by the Ci 1y N u m.:w c111µl oyrcs r.hnll
be l1.ircd in tn po st11 ons cnve,c d by thi s con trac t unti l all emp loyees 011 layofl ta tus dcs in ng to return
to work b11 vc bce u rec all ed.
C 1:m ploye c · ide nti fied fo r layofi shall li:1vc th e n ght to cJ 15 pl:i.cc :w empl oyee 111 an y
pos ition class:ti cmi on wl11 cb the ern ployez fo rm erly held in the de p,ut1J1 e11t , u1hi11 g 1111 ac o ont hoU,
the em ploy es ' dn"11m entcd pcrfo rma 11ce hi story. dc111011 str atc d a bi l11 y a11cl th en se ni o rit y wttlt th ~
C11 y T-hc cmpl o •cc ultimately tl i<plarerl ~ha ll th en be the perso n laid off unl ess th at emp lo yee 111
tu rn !Jc& effe ctive di sph,cin g rig.h ts un de1 Lhe prov isions of th is an icle .
/\lff l ('l ,lc ~-l.l •./\V l ·UF/\HStN Cl 1\Vl'I H UT PAY )
A t lt~r • tw elve ll1Cl11th s of c:untinu orn; serv ice rin d up on app ro val of the departm ent di rec tor,
111 co nctnTon Cl"\\'i:h the l.lumn n Resourc es Dircc toi=,,cmplovci;s ma 'y •hc gcantcd tn11 ,un1 aid h.:uv c
uf'al~s encz of up' tO 0 11'c vcr11 f01 cc,1 'np clli11 g pc1'som1 l 1•c n:;O us 110111 ~lut d.l td •Fc1111il y :uu l1Mc:Jit:a l
Lc'u\,'c ·rl!1ismlS !111 '." · ~;-• .·.·.• · •• 1111 -'11 ,. 1.1t; •111. : • •
,I ;,•r lJ ' I \I /1111 ,, I 1',1, ,111
Al l flc C~~1 eO . 'pa1 'd'lcavc 111u st be ex h:111 stcd t,d OiC 1he bCgi i'm i'n gUIf th o \mpaia'·k avci 'of'
ul.,:.nm cc. E n,ployccs 0 11 :;uch I CU\'l! do nm nccruc persona! l cHvc, nn nua l icitVC or lo ngev ity pny.
Emp lOycc~ (111 u'nP il id lc'aVc df'nbsC nct: aTC il o1 t::l iuiO IC t'6l·~;011dav, jli rj, 'mi lita',.~,r, fu1 1e111 l u 1
,,d;1'i1u·i~t1.n i'V~1~a Jc.· \Vli t!11 :111 c1u1~'iuyt!~'fs l'IJ 1ui1'tl ~1 pu lti l<lh\1/0 f t\bS'ci1:c·c:1hc/S llb wi ll rcmhin in
tile' '(:i1 y'i~r.~!1ii·1l '~in cl rl c,;ta l 'i~:.mn'n~e-Pl,l~s . provid bc\'1 11/ f;1 iI'pr' mi:~ni''i'S 1la .id bv il fo eni J)IOycc .
' ' ' ',lll '', ' , ' ,' , •' ,'!!", t • " ·,• I ' •
t I/'. • ' , ' , , ,t • o I
The ,·mploycu may reta in th e bene fit accrna l rate th ey were: cl igi?l,c fo r nt tl]C \J cg i11n i11 g of
tilt.: llnpnid leave , prnv ickd th e emp loyee rcrurn $ t work wi th the Ci1 v on the agreed upcin dn 1e
Upnn l'CILI I ll , th e t.:1111J lO\'C:t!1
~ h i l t! date \\ill J.v adjus tt!d if th!! h.:avc hi!\ c~seed crl th irty no)
ca\c11d a1 da ys. ,, :· .. ,, .. ,,
• I ' ,'f' . . • II • l '. I~. 'JI·~ ,1 . ,, ••
A1°t t.::111pl oyc ci \,1,,1ho eng ages in 'q1.h e1 empl oyment, incl11d i11 g li C,lf".1.1m,ployqic1 1~,.}y hil c 011
off ic in l il!avc of nhsc1n1.:c . wi\Hbc •tcm1innt cd cffcc ti YC ns·ofLhe la,n_day .\vo rkl~d; unl ess pr ior
w1 it te n np prnval ha ~ h t:e11 oh1ai11 e<I 11011 1 Ll1li I 1u1 m 111 Rc :-.uu rct.:s Dt,;pi.11 ~11 1e 1ll .
rinr,loycc s nn Hit app rowd \e~v C' u r ah1e1 1tr, w ho fail to rcp0n 1:,, , .. ~;·k bv :he f'l r st day
af'te r th e e,c piran on dat e oi'th e leave of' absence or n pmpcrly a ppr vc d cxLC 11 :;io ,:. will be
t:ru1i11 nt ml fr om th ei r cm ploy rn cnt wit h thl~ Cit y :1s o f li 1r las t d 1y n-;;t ual ly worked .
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• •\RTI C L£ Zu. GRJEV N '£ PK OCEDURJ..:
.~ grn•,·ance 1s define d as a cla 1111 or di sput e h~ an emp loye e C~\'ere d by th e term ~ or 1111 ,
contr u('t c 11 cc rni 11 g an all c cd v1o ln1 in 11 of a spec ifi c prov is1or. of this co ntra ct The c 111pl oyec s ha ll
1:>e rcqu i1 cd t fo li o"' rh c µro ct:d wc as ;.Ct ou1 below
A genera l gn evancc 1s de fin ed as a gri evance tJ1a t cooce rn s a gro up of cmploy cc5 or th e
ba rga 1n in I u1111 in ge neral A f~eneral grievan ce ca n oul y be lil cd hy th e Associ ation wiLh111 L1 1t: um t:
fr am e speci fied in Step I, and the in itial review will occ ur by tl te de partm em ,directo r at Step 2
iJdow
A. "Work Day" me ans cakndru day, ex clu s iv e of Saturclu ys Suodn yc, an,1 C 11 y
re.rn gni,.c d holi days
'ICp I.
Ii th e empl oyee 1s un able to !,e nl e ;he !.!' '"''JJ1 cc or disp ute ornlly a nd -in fo rmally th ro ugh
hi.i/he r 11n medrn1c supe rviso r w1tt un llv c I :,) wo rkmg days of th e dale uf 1h r ucc urrc ncc: of the
grievance, ur thr· employee ', knowl edge of 1t, the emp loyee ma y, w11J1rn the succeedi ng fi,c (Sj w ork
days. fil e n v.-riuen gr icv 11cc v it b his/her supervi sor Th sup ervi sor shall attempt 10 adjus t th e
tlrnllc r and shall n::,poi u1 in \\T111n to th <: empl oye e wu hin (i ve (5) work da ys
• Step 2.
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If tb c answer is not sati sfa ctory, lk matt er shall be presente d in \Vnting bv th e e mpl oyee to
the dcpm L111cnt ui1 cc tor witl,in five (S) work da ys fo ll ow in g rece ip : or the s up cf'l·i sc11 's 1 es po nsc Th e
depanmclll dire ct I s hall re spond in v.-ri ung lo ,h ~ empl oyee withiu li ve (5) worl : days.
S te11 3.
Jr th e g1 ieva11 ce s,ill re main s unadJ us1cd, it ;hall b e pre se nt ed by tl,e emp loyee to the C1 ry
l'vlanagcr m w1u1n g within fiv e (5) work ua ys ful!u win g 1ccei pt of th e rc~po nsc or th z dcpar un ent
rlirc crnr T he Cuy MaGae er or bi s/her des ignated hea tin g ofli ce r shall ha ve a 111 cc:i11g w1t.h th e
gnev:mt to rc,·ic,v th e t!I ic·v;mcP ;ind al l rclcvu11 in for ma tion Wnltin 1c u ( I U) work ch.1 vs o f that
rm:r:tin g, th e Cuy Mrma ge r m h1r./he1 de signa ted bea rin 8 nffi rer wi ll 1"ii;u e a w ri 1tc11 decisio n.
S te p 4.
lf th e gnev an cc is still 11 11 1 es nlvecl , th e Associat io n with in fo urt ee n (I~) ca lc·ntla r d:i ys
a ft er 1h t 1c:piy o f th e Cit ) Mana ger or h1 ,/1 1er des ignat ed hearin g o ffi cl"I', ma y by wrincn notice
request tl.J c ma tt er be subm itt ed to :11\,iuauou Tu r part ies will att cn:1pt to choo se n inuru ally
ag 1eeab le arbitra' J r. If wit hin fiv e (SJ day; of the req uest for ,irb itration th e Associill ion and tl,e Cit y
ca m1 ot rnutu all y agrf>e nn an impaJtrn l arb1 tr mo 1, d 1cqu es t wi ll be fi led with lh e A men cau
Arbmu uo, As;oci:a.ion fo r a pan el of seve n (7) :11 h1rm1 nrs 1o1 he se nt lO the panic s. Tne arbi tr ator
s ha ll oe se lec ted by a weth uu or 11ltcma uve strikin g or names fr om the p anel, wi th th e firs t strik e
de1en111n ccl b , n co in l11 p. The fin al name lef1 on the panel sha ll be. th , ar b inmor . '[be arbi tra t r
shall be ,egu cs tccl to issue a decis ion w\lb1n thirt y (.\0) days nftcr co,i lus io1 , u f' lcsti 1uo11y and
argum e:1t
:! Ea ch pa rty shall be rcs po:1s ible fo r compc nsmi n to it s ow u representatives nn d w 1u1 cs~c~.
The tees of he arb itrat or shall be borne equ al\~ by th e Assoc1aiio n :md ,the Cit y ...
•1:11'•, • f
i 1~11th mi 1y n f A.rhitrnt or
The arb 1trat o1 •s hall ,h ave no powc~ to •ad d to or s ubtrac t fro m or,c hang e ,th e ,terms of tl11 s
umuacl, Tbe .w1 i11c 11 .uc cis iun 11if. Ll1 e'.111\J11ruio1 slml\ \J e fi 1rn\.w 1d .l.,i11 a,11g ·u1 1u 11 .lhe ,µan ics . ll1 e
a, l,iu"'nL 01 ·s ha ll.il i111i t'll 1is/hc:ndecisioi1 strict1IY to the,1gr iev au ce submiu ed1 whi Ch1l1us Ut!e n· properly
pro cess ed th r(•ui;h tli'e gri eva nce proced ure out \111 cd. ' "
4. Fmlur c by an employee or the .Assoc1a 11 on to co mp ly wi th .any ti me lim itati on sha I
consti tut e a se ttlement of th e gri e\'ancc. Sho uld th e empl oyer nol respo nd withiu :th e prescrib ed
tim e, rli e gric v:rn cc wi ll automati call y pro ceed to the nex t step . At th e emp loyee 's opti on , th e
c:mp\c,yc : ma) be all owed addit 1011i1 I tun e to rrs p::md
Pmcc .. ~~ine Gricvancc ·Du n nl! \V orJ...nw L!filt.!].
' "IJ 11 1, ,' •• , .. •,,.:;, • .J J
G, ic\1;m~es rm1y .be i11 vcs tiga1t:d,~111~··p1 uc;cs!-cd Uy .tl1c c111p loycu •or 1<.Jt:sig 1mt cd t.:I UJ luycc
rcµt csC utaLi vc du1 i11 };' .work.in n hou:s, wit'1 1in rcn so na blc Lime li mi ts, without ·loss .of pay , pro vi ded
no tice is given and the \v~rk load pc nni ts .,
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1\.R T lrlX 27. WRITT EN CORR.EC TIVE ACT IU!,
\Vl1 t ncv er more seno us L'Tound s fo r correc ti ve acti on exic:1 (i e , more 1:;erim tli rha n those deem;!d
b\ tJ.1 c s11per\'i svr to warran t ~ml co rrcl.liH~ a tion) I.he supcrv1 sor shou ld 15:;ue a wntten correc rive
nr 1ion fhe \\Titteu co rrective ac u on will be "ddrc ssed 10 th e emp loyee and "ill i11 dude the
fo ll ow in g informa11on :
• T1.1 c v10 l:ui on
• The spec ifi c beha v101
• The da1es of di e beba n or
• Th e wami ag tb;i t con tinua nce of the specific be hav ior wt ll resu lt 111 d 1sc 1pil nary ac tion , and
• Ari offer of nssist.:in cc in corr,ic 1fo g the behav ior.
B th the empl oyee :tnd supe r,~sor must sign the docu mem (if necessary, 1hc supe f\·iso r w ill not e
tlia1 tl,c e mployee ref11 ses 10 sigu the doc um ent). A copy of the written corr ecuve acrio n will be
fo1warded to Hum an Resources 10 be in clud ed in th e employee's offic ia l personn el fi l e . ·111e
employee will bave the opputlw1ity 10 submit \\,i ttcn co mments in response to the written co rr cci tv
ac1ion to be incl uded tn the ir ft l~.
Tu.is .Aniclc si iall not be s,-ievab lc under this co ntrac t, no r sha ll it app ly 10 probationJry
employees .
10
Aln'ICI ,~: 2N . DUES DEDU C J"l ()N
A. Th e City ogrccs 10-dcduc1 the Engl e woo d Emp loyees /\sso cia1ion du e$ each pny
pe 1 iod-from -th e pay of -tliose empl oyees.who individ uall y req ucs1 in ,w1 itiu g·,thut.su ch ded uct ions be
111ad e;·:ubje<:t•1u th e •g1tm islun "111 -lu\v s,of.th c Sta te uf.C,i lorad o. Tbe •U11iou11:s lo.li e dedu cted shall .be
ce rtifi ed 10 Humnn Res m1 n:es by th e Tr easur er of th e Asrncia1i on, and the ag!Jf egate ·oc"<h1cti uns1o f
all e mployees shall be rcm med toge th er with an ircm1ze d sta1 eme n1 ro the Trensureriby,t he I Sth of
th e $ucc c ,o ;ng montb , afl er such dcdu c1 1 ,\s are mndc . Th e aull1 or izatio1v shall be :-e voc :ible duri ng
the tenn of th e co 11 trn ct, upo u writt en non ce by tlie emp loyee 10 Human ·Rc sou rces .d· ., ··
B. I f 11 0 Wil gcs urc pi:t id to ai11c 11'i µ1 oYcc aut i1u ri zi11 g sl1 ch dcdu ctio11 s·tn:un y gi vi::n pa y
pe ri od, deduction for that pay pcnod(s) wil l be made fro m any wag es wh ich ma y be p~i d 10 hin 1/li e1
in tJ,e s ucceedmg pay pcri od(s ). It is expre ss ly unrl crstoo d th nt ,th P. City ass 11111es no liabil ity and
sha ll ,not be ,liabl e for •th c co ll ectio n or-payme"ut to,th c, EnglcwoJ~_:E mpl oyees .Assoc 1at io n of.an y
ci ties du1'iug tui y tim e that an eniploye e is not act ua ll y,wor!.:in g for th e Ci ty .in d ucrua ll y on the pa yro ll
of the Cit y In tl10 event of·crr or on the chcck-off,lis t,foc ,CHy w.ill .not bc':rcspons iblc 10 ma ke
adju st111 c11 t ·. u11t il 110 1ified by tJ 1c Trca sur ~i ofU1 C'Englcwo od Emj)loyees As'soc iii tio n•.1 ·
C T ho F.ng lc wnr,rl Fmployccs .t,ssoci a1i on shall inrt emnify and hold th e City har mless
aga inst any an ti all cla11ns , sullS , a ide rs, or j t1 dgme nts brou ght or is su ed agmnst th eCityas a.rPs uh r
nny nctio n tak en or 11 0 1 tak en by th e Cuy uDder the ?rov i~io n uf thi £ An icl c .
0 . Changes in th e dues amount 10 be deduct, J shall be limit ed to 1, o (2) chan ges eac h
ye ar , prov idin g a 1h1 rty (30) da y wli t1 c11 uu tict; i~ µ1u vi <lc <l 1u Hu111t1 11 R::s uun.:c~.
E. Sho uld the chan ge 111 the deduclion nlcth od requu e a compu ter programming change ,
the Englewood Em ployees Assoc iati on shall be rcspr>M ibl e for ~,ecostof such chan georch,mges, at
$3 0 per ho ur with a fo llr (4) hour m:1 x imum . Payment from th e Englewood Empl oyees Associ ation
shull be mude tu th e City Fin an ce and Ad111i 11isu a1ive Se1vices Di1 ec tor wi1 hi11 ten (1 ) da ys of
receipt nf hilling.
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AHTIC LI:. z,. A:..S U Cl.'\TI U A(Trl'lTIES
The Ci1y agrees 1ha1 during working ho urs o n die C ity premises and \\othou1 loss of p ay ,
Engle wood Empl oyee5 Assoc iati on member s ma y be all ow ed to-
• atten d two(-) EEA meeungs aunuitll y. TI,c C it y, lt owcvcr, re tains th e right to muinta i11
appropri ate staffing levels as de1em11n e d by the dcpamnem di recto r and w ill nut ue
req uired to pa y O\' rt ime or compensato ry time necessita ted by a,1cnrt ancc at the meetmg .
!embers ma y be called ba c k fro m s u ch rn ee1 i ng, to add ress e me rgenc ies. O ilie r
mcmbc, sh:p wcl.'t iu gs 111ay be ca lled to addre ss ·i~:;ues of ge nera l in teres t. lf th ~se
add111 ona l meenngs me held d urin g e mpl oye e s· wrn k sil if1 s , 1he C it y rclm us th e n g h1 to
ei 1her ap prove o r d isap ptove anend,mc e on L 1ry 1101 c (i .e., durini; 1imes o th er than
empl oyees' lunch au.d b:eak periods). No11 ce of su :h meetin gs. s ped'yiu g whether 11 i"
brnn nual or t~cucra l inter est will be provid t!d to dir ecto rs, manager s au<l s11pcrv i~nrs t\V O
weeks in ad,·a ncc , un ies s it 1::, 111 u1uaU y agr e::d to waiv e thi s prnvi :;ion;
• p ost EEA nonces 0 11 C 1 des igna ted bull etin boards.
• sn!i c i1 E EA memberships rluri ng emp loyee's no n"wo rk nmc
i\d ditio ua ll y, Lhe As soci ati on may ca ll 1110 11tl1l y me c 1·.,gs of its board , 10 be he ld d11 n ng the board
member ' lunc b peri ods . One(!) week 's 11u11ce w ill be g iven to s u pervisors 1f the meetings :ire
ex p med to ex ceed th e lun ch peri ods
Doard mem bers may al~o be all owed 10 rep res nt e mployees nn grievances . T hey will be a ll o wed to
repr es ent emp lo yee s al labor ruana ge mcut co1nmi r.ee. ro eeri.ng s an::l nego ti ation s. Durin e,
nego1iati o ns, El::A negotiation team me m ber s may mee l during wo rk hours to di scuss iss ues with
appropriate notice give n IO dir ectors, ma~a gc:s and s upernso rs Tbe Associa1ion te am shall nul
exceed eight (8) members
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A RTI CLE 311 . ST AN DBY PAY
Sta11 cl hy.pay is dc fin c u.as ,co mpc nsati on fur cruµlu yc t s wvci:ed,by thi s •co nm1ct who mu st be
immedinrely ava il ab le tn res pond whi le ibff duty .. All .e m?loyees covered by .qu s :co uu·act and
nss1gned s tand by 1uty shall be rompcnsated at a rntc r qu al 'tn eight (8) hour~ nt hi s/her reg ul ar ru tc uf
pay. fo r :on e·week of .stand by,duty : "Sta~db y.1 puy shall .bc -pro r ted.fo r. sta~d by du ty o f:less than on e
week. Qfa:ample: an employee us ~jgned ·standb y,du ty. for rr.ie riay ,wi ! I.be compensa tt.d nt a ra te equ al
to 8 ,ho urs / 7 -1.14 .ho urs).';. ,, , ,.,, ..
,,, .. . ~.• 11 /'•,':l').r' '>'!Ii ':, ,,: ~•,•:'j ,' ,I : i'I.,, • ,,, I ,_,tl' ;,·,\,,,, ,•
. S taud b. pav .s hall .no t be s ubstiruled wi th co mj,cnsnt1,ry time .
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ARTI CL E J I. CA LL BAC K
Any time an employe e on off-dut y staru s (in cl ud ing sta nd -by du ty) 1s called back 10 wu 1k
he/s he ~h,tll be crcc!itcd wi th a min im,un of two (2) bo ur s pay at the rate of one and ouc-ba lf(I 1/2 )
ti ru t.::, his /her regular hourl y l.11t'
W ith th e app roval of ,· ,e dep artme nt d ireciur a ud s uliJ cc l 10 dcpa rtmc m al gu ideli nes, the
emp loyee m av choo el•) subst 11 u1e cmup c usa 1ory umc fo r ca ll :.,a~k pa y
ARTJCLII: 32 . LABOR .\MNAGEMENT CO MMITT EE
A labor mana gcmenl com mittee con sis tin g of fo ur (4)-mc mb ers ap pointed by ,tbe As sociati oo
and fo ur ( 4) members appoi nted by1theiC ity:shnll ·me et on a qu anerly bas is . T.bc comrruttee,villionly
dea l with g roup issu es th at nrc-not dealt '"·it.h lh roug h oth er cxi stm g ·.co r .,:t.itt;es or·gn ev:inoe
pr occclure<.. Th r. As'.nc iil tin n wil l se nd us nue11dt1 i1ems tn thr lh1nrnn R1.!s •· r ;es Di rec 1or nt lcns t
o ne {I ) week pr ior tn rh e:dntc -nf th e qu art r.rl y .m eet in g •
C11y policy ch an ges will he pr ese nted art he qnane rly labor man ngc•,•e,nt com1n i11ee m~c tin gs .
Emergency p ol ,cy changcs will be imm e diate ly forw:irded to 1h e As socia hon fo r •'ist rib uti on .
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A.RT I I .F, 33 . EXCLUS IVENES'" 1F CONTR.ACl
Tl 1c City aud th e As soci mi oo ugrc: thu t th e teml !: aw l prcw is1oll s her e in co nta in ed cons1 i 1111c
th e en tir e con1Jac1 betw ee n th e p:irties . ·n ,e C ity and th e A~,u iat ion ag,ee tha1 all negotiab le it ems
hri vc• h en drn::uss~d dun ng the ncgocia tiou s leading to this contra ct a..nd . thc icfore, agr ee thaL
nego tiations w,11 nOI be reop cnr rl on an y 11e m d urin g the life of ll1i s c ntra ct . ex c ep 1 by 111u rJal
agrec merll uf tl,c parti es
WIT NESS THEREOF , th e pa rti e5 hav e cau sed Ull s contract to be s ign ed b tUe ll'
respecti ve represe ntative , and th e ir ~ignatures placed 1h ~rc on. on Lh1 s ______ day of
Ju ly, 2013 at Englewo od, Co lorad o.
ENGLE WOOD EM.P LOY FF.S
ASSOCIATI ON
' ,· ,. : _
"'-"---
Ro:iert Stephenso n, Pre sident
~-~ -~
crn ' OF E 1c;1 Fwnnn
Mayor, Rand y Penn
ATTEST :
C,ry Clee k, Lo uc,i shi a A . Ell is
Ci ry Mana ger , Gar ) eai,
16
-•
rou NC I L CO MM UN ICATI O N
Ualc Agcncl .1 11cm Subj ect
lu l,, l , 1013 Col le li ve Bargai ning
11 r i A erP ilrn em Betw een lh c Ci1 y of
Eng lewood ,,n d th e En glewood
Er11 plOy'e e s ,\ssociatio n fo1 2014-
~0 15
-
lnit i;i 1c d fl y I Sla ff nu rec
H um an Reso urces Du,,11 un c•,11 i Sue Eat on, Oi1 cc to r o f Hu rn an Re so ur ces
·-.-I
CO U NCI i c;o ,\I. AN U l'~tVIUU , L LI UNLI I. 1\U I ON
fhe previo11~ C<,lle c trve Garg.1 n ing ·\g, _e 1nl'nt vn th the E'1 ~1 r w o od Em ploye ~ Asi;nn;i ;1on ,,v~,; ;i pprrwPd
b)• CoL.nci l for ~0 12 ;me! 201 J 111 A u g•1,;1, 20 11
f<ECO M M EN D ED 1\CT I ON
·-
St,tf( rc..,j L,ests Cuu<1ci l cJl)l)HW,11 of th d 1;rngeo:. to the: 20 12·2013 Cullcct1vc [i c,rga 111 ,ng /\gn:e 1n e n1 betw een
the Eng lewood [1r pl oye c:. . .t. ssc ,;i::i 11on a nd 1he City of E11g lcwood The cor 11ra:11-ove:r s a pp r v-..:1rn21e ly 190
t•mpoyt?e<.
• 11 ,\CKG ROUND, ,\NAL\';.IS, AN D A I.T[R NAIIVE S IDE NTIFl [D
The City of Englewood i\n d th ~ t nglewood Emp oyel'S Associ a11 n e1 11 ere d 1111 0 neg 1i ,1 ti o11 s. in /v1J)', 2 13
per 1he p ·o•1 is1on s of 1he Ci ty of [r g l.:i vood Home R.1 le Cha1te 1 The me mb ers of the l:nglew ooU
[rn ployJ?"S Ao:l;oc1;Hion du ly r 211fi ed •· a .-naJc dtr , ow :he ch;i n ge~ to 1he 201,.;o 1 3 Col 1ecti ve 8,:1rgainmg
!\grt:c m c•nt. The ~1 gn1f1c.-111 1 ch a ng1 the conlrac : ,1 1c c1 s fo ll ov.•s:
1. The con :rac t t!i tw o years 111 d wa l1 n.
\l\fage :; wi l be in cre.,sed b ased on mployee perfrn ,nance as 111e asu 1 t:J Uy p t:1 fo 1111,1 11c ~ ~vdlU.J l HJ11
sc re ~. The 1nciedse ,ange w 11! b e fro -n 2~ii to f~o <in d w ill occ ur o n em ployees' evi1l uat1 on da te s
E1np\ay1:e ~ muq 2c h1 ve a m inimum of a "M eets Ex pcctJ f1 0n!-," ra 111,g in :::n d e r to be c·igib!c fo; an
111c1easc
rlNAN !A l IMl'ACT:
Th i:' cos l of the c1-.a11ee 'i to th e General Fund in 20 14 w ill be aoproxima1ely $73,859 p lu s sal ary associated
;)ci,cfit~. rh c CO!",l of the :h ang c::; 10 th~ Cc1 ,cra l Fund i n 20 1 ~ wit' b e app1 ox1 m,1 tely $ 76,0JO plus salary
J~~OLi d lt:d bt!11e !its.
U ST O F ,\H;IC HM[NTS:
Eb\ Loll ec t,v e oa ,gain ,ng Agree m e nt l o r 20 14-2 0·• 5
• Nole Cha ,1ges ro th e .\tl,m;igpri;i f, S lf)f>f\'i~nry L1 1rl rnn firlf'nU,11 1-mployees (M 5CJ, 01r eet o r~ and Pa n Tim e
Emp1ove es p ar plan will mirror th os e of the EF.A