HomeMy WebLinkAbout2011 Resolution No. 073RESOLUTION NO . ..23.
SERIES OF 20 11
A RESOLUTIO N AUTHOJUZI.NG T HE COLLEC TIVE BAAGAIN ING AGREEME NT
BETWEEN THE ENG LEWOOD EMPLOYEES ASSO CIA T'.ON AND THE crrv Of
ENGLEW OOD FOR THE PERJOD OF JANUARY I , 201' rHROUGHDECEM13ER 31,20 13.
WHEREAS, th e City Co un ,il o: the Cit y of Eng lewood authorized a "Co ll ect ive Ba rg aini ng
Ah,ree111c11t" with th e Engle wood Empl oyees Ass:ociat ion for Janua1y I, 20 IO t hro ugh December
31 , 20 I I wi th Reso lu tion No . 6 I, Series oi 2009, and
WH EREAS , the City of Englewood and th e Englewood Emp loyees Association entered mto
n ego tia tion s i1' May, 2011 in accordance witl , tl,e E11glewood City Home Ru le Chatter and the
cunl1 <.1d µ,ovisious ; and
WHEREAS, th e a1embers of th e Englcv.oo d Employees Associa:ion, du!>• rati fi ed b~ a
rnt1jo1ity vvw, tht 2012 -2013 i.:o ll <;;Cti vi; Bc1rg ai11fr1g Agr;.;t:1m;11 t; and
WHEREAS , the significant ch ange s from U1e cun-en t Con t"rt, are as fo ll ows:
No personal le.ave cash -out wil l be. paid for un used perso nal leave in 20 12 and 20 13. UnuseC
persor:al leave will be converted to annua l leave in November of each year . An annu al leave
ea:ning limi l inc re ase of fony -cig ht (48) hou rs will occ ur in 20!2 tc accommodate the
pe:-~o :ia\ leave conven;1on .
Employees participati ng 111 the :i efin ed benefit pens ion plan will begin contri butmg 3% of
the ir wages to th e: Pl an in 20 13.
Wages will be mcreased eac h year by 2% on each c:nployec's evalua tion date in 20 12 and
2013 1 co ndit io ned upo n the employe e achievi ng a "mee ts expcctatio :1s" rating .
The life insurance limi t of SS0,00 0 wil! be removed . Emp lcyees will be covered fo r thei r
actual salary .
NOW, TH EREFORE, BE IT RESOLVED BY THE crry COUNCIL OF THE Cln' OF
ENG LEW OO D, COLORADO , AS FO !,l.OWS:
Sla.t!,l_~!.!1.l . Tiu •. Cny Cc1u11cil r,f th e City of Eu glcwoo:l, Colop~do h:~n:by a ppro ves th e
Coilcclivc; Ba rgaining Ag1c..;111t.:11\ , .. twc:1;11 t~c 13ngl cwor,d l?.mp loycci ; Ar.::ocintion an d tl.e Ci:y af
f~11glcwood :'or th e period \. 1,11 11rnry l , 2U l Z throug h D1:ccrnbc1 J ·, 201 J, a <:-11py r,f w l 1icl 1 i s
attac.lu·!tl hcn~to n~ Exhi bit A .
D_,.,c! icJ.!.1~6-'J'I,, I. rrn ,, 1 · 1: C..it y Ck:rk ;1 1'~ herc:hy ,i:1 tl1<,ri·1 1:,..: In i;ign and :lllC;!:t !his
Co ll cct 1vc B;1rgai11111g , ;->, •11 .·:1 bc tw<.t:11 ll1 c.; n ,1u,l :.:wu oct Emp loye;c~ l'u:soc.:i :Jtion ;m<! lh <.: C it y of
r.ng l cwoo d, Col ormk 1, h , , . 11.,:r !tici or.lnmrn ry 1, 20 ! 2 llnuu gh l)lX.c1 :1 bcr JI , 20 1 J.
A [JOJ'T[':D /1NfJ APPROVED this 1st dny of Augui:t, 201 1.
. ,,· I c'~; J,;?,;;;.~
--ictL -~
El lis , Ci ty Clerk
l, Lo u cnsh,a A. 1,l lis , City Cieri: forfJl]?City uf loi:ul s wu,
ubcvc ii; a true copy of !{csoltH ion No.~-• Seri es of 20 1 1
2
COL LECTIVE BARGArNrNG AGREEMENT
BETWEEN THE
CITY OF ENGLEWOOD
AN D THE
ENG LEW OO D EMPLOYEES ASSOCIATION
JANUA RY I, 20 12 -DECEMBER 31, 2013
PAGE
AKT ICLE I lN TRODUC TION
ART lCLE 2 DURATION OF CONTRACT 3
ARTICLE 3 Kl::CUUNITJUN 4
ART fCLE4 EMPLOYEE RIGHTS 5
ART[CLE 5 HOURS OF WORK 6
ARTICLE 6 OVERT INfE WORK 7
AiGICLE 7 ACTING PAY 8
ARTIC LE R COlv!PE1''>A TJON 9
ARTICLE 9 LONGEVITY COMPENSATIO'I IO
ARTICLE 10 ANNUAL LEA VE II
ARTICLE 11 PERSONAL LEA VE 12
ARTICLE 12 SHORT TERM DISABILITY (STD ) 13
ARTI CLE 13 WORKERS' COMPENSATION 15
ARTICLC 14 MJ.LITAR Y LEA VE 16
ARTICLE 15 FUNERAL LEA VE 17
ARTICLE 16 JURY DUTY AKD WITNESS SERVICE 18
ARTICLE 17 HOLIDA YS 19
AKTh.,LE 18 UNIFORM CLEANING ALLOWANCE 20
ARTICLE 19 TUITION R.F.[Jv(RlJRSEMr.NT/r1EGREF. AC HIEVEMENT 2 1
RECOGNJTION
;\H TI C LE 20
i\RTICLlo 21
/IHTIC[Y22
ARTI C LE 23
AltTJCLE 24
ART ICLl .:, 2:i
ARTI CLE ?6
ARTICL E ·iJ
ART IC LE 2 8
i\RTIC I.E 7.9
ART IC LE JO
ARTJCLE J I
ART IC L E 37
ARTICL E JJ
LJJ'E I NSU R.\NCI:
INSURANCE
RET ll lEE IE/\LTII :~1,:1 "'./1.N C E AS SISTANCFl
l'El\SION/RE"l'fREML,N"I '1../\NS
LAY OFF
LEAVE OF ABS l·NCE (WlTHOUT PAY)
CiRlEVANCE PRO CE DURE
WRITfEN CORRECTIVE ACTION
DU l,S DEDU CTION
ASSOC IATI ON ACTIVITIES
ST,\NDLW PAY
CA LLB ACK
LABOR MANAGEM ENT COMMITTEE
EX C L,USlVENESS OF CONTRACT
ii
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2]
24
2.1
26
27
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30
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3'.\
.l 4
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CO NTRACT
BEnVEE N THF. C:ITY OF ENG i .F.WOO D
AND Tiffi
ENGLEWOOD EMPLOYEES AS SOCLA.TION
ARTIC:1.E I. IN,RODIJCTIO N
This contract entered into by the City of Engl ewood, Colorado, and the Eng lew oo d
Employees Assoc ia tion has as its puq,ose tbc promotion of harm on ious relati ons between the Cit y of
Eng lewoo d and its Er iloyees, a fair and peacefu l procedure for th e reso lut ion o i differc ,i ces ; th e
es tabl ishm ent of rat es o f pay and hour s of work, and oth er co nditi ons of employment as set out in the
City Cha ner.
Exc ept wher e limited by expre ss provi sio ns els ewh ere in thi s contrac t. nothing in this
co ntra ct sball be construed lo re strict , limi t or im pair :he rights pow ers and authority of the City as
gr anted 10 it und er th e laws of th e Slate of Colorad o ar.d the Cit)'s Ch arte r and Municipal Code. The
rights , power s , and authority include 1 but are not limited to, ?!1c following :
A. To determine the overall rr'ss,on of the City as a unit of government.
B. To maintain and imp ;ove Inc efficie ncy and effec tiv eness of City operations.
C. To determine th e services to be rendered, the operati ons to be performed , the
techno logy to be utilized , or the matters to be budgeted ,
D. To determin e th e ove rall meth ods, pro cesses, means,_1 ob clas sifications or perso nn el
by which City operations are to be con duc te d.
F.. To dir ect , superv ise , hire1 prom ote , tran s fer, ass ibrn , schedule , ret ain or la y•off
emp loyees .
f . To sus pend , disc ipline , dis charge, or demote for just cause, all full-time permanent
class ified empl oyees.
G. To reli eve emp loyees from du tie s because o f la ck of work or fund s. or unde r
co nditions wh ere th e City detennine s co ntinu ed wo rk wo uld be ineffic ient or nonprodu cti ve.
H. To take wha tever other ac ti ons may be necessary to carry oul the v. :hes of the pu ,1 li,,
not otherwise spec ified herein or limited by a collective bar ga in ing contract.
I. To toke an y and all act ions 10 carryo ut th e mi ss io n of '.he City in cases o f err ,rgency.
.I. No thine, crmtained herein shall pre clude the City from confcning with it s t:111ployecs
for pmp u:;e s of" developing polici es to cffecniat·c or imp lcnien l any of the abo ve enumerated rights.
The City rcta111s th r. ri~ht to change any past prn ct icc w11 1ch is not 111 violall,111 o f'th1s cc n1ni ct.
l11 th e event a past practi ce is so ught 10 hcd,cmgcd by th e City J\(a11 a~r,r nr depa rtm ent di rec tor,. the
Englewood Empl oyees ,\ssoc,ation will be provitlcd rcusona blc w,illcn noti ce of the imcntl ccl
chan ge. Th e Eng\cwoo<l Emplo yr.t~s Aic:i;oci nti on retains th e nght to grieve any change in pra cl ice
whi ch is in vi olation o[ this con tract.
ARTICLE 2. DURATION OF CONTRACT
A. This contract will take effect on January l, 20 12 , and shall continue in force to and
including December 31, 2013 .
B. This contract or an y part ofit maybe terminated or renegotiate d at any time by mutunl
conse nt of both parties.
r.. If any article or sec tion of this contrac t shou ld be held inv alid by operation of law or
any Court of compe.tent juri sdi cti on , or if complian ce with or enforceme nt of any arti cle or sec tion
should be resrraincd by such Coun, the remainder of thi s coutracl shall not be affected thereby and
this contract sha ll rema in in foll force and effect, and the partie s sha ll promptly meet and negotiate
for the purpose of attempting to arrive al • mutually satisfactory replacement fo r such artic le or
secti on.
D. TI1 e partie s agree and understand that provis ions relating to employees covered by this
co ntract shall in no way di splace or modify pre se nt or future statutory case law of the Stat e of
Colorado .
E. The pani cs acknowledge that during negotiations which resulted in this contract, c.ach
had U1e unlimi ted right and opportunity to make demands and proposo ls with respect to any subject
or matter appropriate fo~ co ntract negotiations and th at the und erstandings and agreements arrived at
by the parties after this exercise of that right aud op..,ortunity are se t forth in the contract.
,\lffl CLE J. R.ECOGl>'lTlON
Tht: City rccob'tli t.es th e Englewood Employees Associat ion as :he sole org2niw tion r:c,1 ifi ed
pursu am to the provisions nf the C:ha ncr oftl:e City or Englcwoucl as th e exclusive rep rese ntative lo:
t·hc publi1..-emp loyee!; wi thin th e following barg aining unit :
In clu ded : All fu lHi 111e, cla ss il'ied ,,rn ploy ees of th e City.
Exc lud ed: All sup ervisory, mana geria l. co ntidential, pan-ti me, temporary, and
co 11tracl11:i l emp loyees, anrl all emp loyees hired :hrough the use of Federal, Stat e or other ou tsid•~
l.'undi:•g sources fo r special projec ts or prog rams, and all others who may be dete rmin ed pri or lo or
d.inng the I ifo of thi s c 11 lrn ct as provided under the City Charter.
ARTICLE 4. EMPLOYEE RJ GHTS
A full-ti me classified employee who is not cx clu c.,ll per Article 3. (Recognition) of this
contrac t shall hav e the ri gh t:
A . To fonn, join , supp ort or part icipate in , or to refrain from fom1ing, join in g,
supporting, or µanicipating in the employ ee organ izat i' o or tts lawful activ iti es; and
B. Bargain col ;eciively through their certi t,cd employee representative.
C. No ~mployee shall he int erforcd with, re strained, coe rced or dis criminated aga in st
beca use of the exe rcise of the se rig hts nor shall the right o f an individual employee to disc uss
empl o1m eu t concerns with th e City be infiinged upon.
ARTICLII 5. HO URS or W O RK
A 11 cbparlrn ents , flln ct ion s or acti vitie s :;h all observe of/kc and work in g hours ncc cssn ry fo r
lh c efli c~ien t" tr r.nsa cti on or lh t:i r rer pt;cli ve se rvi ces .
A.. t ,\\ employee!; co vered by 1hi ; contr ac:I shall work al least fo11y (40) hou rs per we ek.
The work wed: sh all ~o nsist of fiv e (5) eighl -hour shi Its, or other work se heclulc s ns r\et:crmin ccl hy
the departm ent di rector per th e "Modificli Wmkw cek Sc hed ules" policy. f.11 e mp loyees sha ll be.
~c h cdl!lcd re work a regular work sehcclu\c and each sh ift shall have a rng i,\ar starlin g and qmlting
ti111 c. Sho 11l 1\ 1'1e work schedu le be changed, affected emp loye e; will be notillcd 24 homs in ndv ai,cc
cxecpl in the mse of an emergency a, cle tennined by th e de partment director.
13. Emp loy~.es sh all lie en ti tl ed lo two (2) paid :·e st pe riods 1101 to exc=.cd fif1 ecn (15)
111i11u1c,, r one (I ) thirty (JO) 1n inu1e rest peri od i"ur each shi fl work ed. Res t peri ods :;hall be und er
the c onl ro l of '.be supervi so r or dccia:·tmcnt dire~!'>:.
C. \)I/hen poss ible, emplo yee!; who ,vr ,rk bcyo:1d their reg ular quitting time into an
ove rt ime si tua1.i o11 will be e ligi ble fo1 a fifl cc n (15) 11',inut c res t per iod bc fon: 1h cy hci:in the overtime
work. W hen poss ible, ad cli t.io nal rcs l pc1 iu ds ,v iii I c grant ed under the co ntr ol of t'.1e st1pervisor or
department director sim ilar to res l per iods grn111 ed und er subp aragraph B. above.
D. Whc11 11 ccessnry. empl oyees shall be b"'"11 cd a ll fl cen ( I :i) minute pe rson al ckan-up
pc , ind pri or 10 the ~nd uf each !;hift. Th e clcan -u~ period sl1a il be und er the co ntrol ortl1 e s:i pervisJr
or depan111 cnt dirc <..:tur.
E . All emp loyees will be gran ted au 1111p aid lun ch peri od Juriu g each s!i ifl. As a norm al
occu,Tcn ce, !hi s lun ch break will comme nce between the beginning of the third hour and th e
hcgi11rnng of1h c six lh ho ur ::,f th c sloift. An em plo yee an d supervi sor may agree to wai ve this ti r.i e
limit due tu wor k re lated or personal iss ue s.
Se c City of Englewo od .'\d•nmi stra tivc Po li c y # 2. "Hours uCWc 11k/Ove1ti111e",and Po licy ~3 ,
"Mc,11 Break s", for further clarifi:ation .
ARTICLE 6. OVERTIME WORK
A. For all employees covered by this contract , except as specified below, duties
performed over and above the assigned work schedule sha ll be coi.sidered ovenime .
8. FLSA oon-exempt (hourly) employees shall be compensa ted for ovenime work at the
rate of one and one-half (l-1 i2) times the nonnal pay rate or compensa tory time off, computed at the
rate ofonc and one-ha lf t 1-1/2) times . Because cumpensatory time is accrued at one and one-balf(l-
1/2) time s, it shall not be considered as "hours worked" for purposes of overtime calculation .
The City retains the right to ass ign overtime w, •··k to any employee quali fled to perform the
work.
ARTICLE 7. ACTING PAY
All persons app oi nted to nn acting position, at the sole discretion of the Direct~r, will he
co mpensated al the minimum rate of the acting posit ion puy range ur 5~-11 above the c111 .)loyce 1s
current rate ofp?.y, whichever is greater. The employee mu st be in an acting c apaci ty for thirty (30 )
consecutive calendar dnys before suid emp loyee become s eligible fo r acting p11y . Such I"') will be
retroactive to the fir st day the employee <1ss u111 cs the rcs pu11 si bility uf 111<> pusi ti,i11.
Sec City o fE:,glcwood Administrative Policy Manual, Policy 11 1, "Accing Pa y" fnrdisr:us sinn
of acting pay for posi tions not ~overecl by thi s cu11tra c l.
ARTICLE 8. COMl'ENSATJON
The City's pay philosophy is to position the maximums of EEA pay grades at the median of the
maximums of the market.
A. RECLASSIFICATION OF POSITIONS
U' a job is reclassified to a grade higher tltbn it occupied prior to the Salary Survey (as defined in
the Compensa tion and Classification Plar document) the incumbcnt's pay will rem ain the same
un ti l his/her next Perfonnance Eva lu at ion. If how ever, th e empl oyee 's pay at the time of
rcclass1fication is below the minimum ofU1 e new grade range, it will be brought to the minimw11
of the new grade range prior and ll1 addition to any increase based up on the Perfonnancc
Eval.uati on score as described be low.
B. WAG E iNCREASES
Emp loyees wh os e wa ges are bel ow U1c ma.timum pvint of their grade range are eligible for a
hase pay huilrling rlevclnpm enrn l increase of 2% oo their an nual eva luation date . An
employee's increase i! conditional upon tl1e employee achieving a "Meets Expectations" (3) on
bisfner Perfonnance Evaluation , not to ex ceed the maxim um of the grade range.
Employee s wh o have prni,-e sseri thr ough tl,e developmental zo 11c and reached tbc maximum of
their grade range will no longer be elig ible for base pa y building in crea ses . They will, how eve r,
be eligi:>le for a one-time, lump-sum, Merit Pay award . The Merit Pay award is also conditi onal
upon the e111ploycc ad1ieviug a "Mecis Expectations" (3) on his/her Performanc e Evaluation .
Employees in the developmental zone whose increase would raise their pay above th e
maximum of the range will be given base pay increases to the maximum of the grade range on ly .
Any addi tional award will be non base building and awarded m the form of Merit Pay .
Note: Regardless of the Total Score on the Perfom1an cc Eva lu ation , 110 pay increase or Men I
Pay award will be granted if an employee is on a Perfomian ce Improvement Plan in ,wy am1.
Once the conditions of the PiP have be en met, the employee will receive the appropriate
incren5e, retronctivc to the Pli, completion date .
C. A change in th e eva lu atio n date wi ll result when :
(I) The employee is on le ave without pay. (S ec Art icle 27 .) Leave of Abs:nce
(W ith out Pay)
(2) Th e employee tennioat es his/h ~r employm ent ,wd latr• is reemployed . The
new evn luatio:1 date shall be detcrmin sd by his/I-, x new employment date .
(3) The emplcyc e is promoted, de~· Jted or transferred .
Fundamental changes 10 tile above will be made on ly with pri or consu lt nl ion n11d review wi th
as sociation representatives .
/\HTI CLE ~-LONGEVITY COMPE NSAT ION
Effectiv e .lunuru)' I , 1984 , and t.hcrcafle r , all nr.w hires shall not be eligible for longevi ty
co mp cn~a t ion .
10
ARTICLE 10 . ANNUAL LEAVE
Employees covered by this contract sha ll earn annua l leave each pay period as follows :
Lcngtl, of Hour s per Hours per Eamtng
Service __ .f.~)~ Period Ye_ar _____ ~imit.l
l. 0-4 Yea rs 3.08 80 208 1-lrs.
(thru 48 mos .)
2. 5-9 Years 4.6 2 !20 288 Hrs .
(49 thru I 08 mo s.)
3. 10 + Year~ 6.15 i 60 368 Hrs .
(109+ mos )
Ac cumu lati on of annua l lea ve sha ll neither be auth ori zed nor computed for an:, purpose after th e
wax.1111u111 earn in g limi t has been reached . Part time: service is not included in the "lc·1gth of scr\'icc"
c,.l c ula l 1011 fo r ann ual leave eligibility.
Us~
Th e sc hedule for use of annual leave shall be determ in ed by the needs of the department.
Annual leave sbn ll be taken at the ti me convenient to and approved by the departmeut director or
supervisor. Howev er, the City wi ll make reasonab le efforts to acc ommodate the reque;t of an
employee to use annua l leave where a genuine emergency situation exists .
Annua l Leave Pav
TI1e rale of annua l leave pay sha ll be tl1c emp loyee's regu lar straight time hourly rate of pay
for the employee 's regu lar job . Annua l leav e sha ll be allowed only to the tota l hourly amotmt
accumulated up to and duri ng the pay peri od in which the leave. is taken .
\\l ark During Annua l Leave
lf, af1cr the employee has begun hi s/ber :umual lcwe and the C ity requ ire s th e employee to
work during tbe sc hedu led awiua l leave period, th e emplo yee wi ll oot be chargcu wi~, vacauuu time
for th e nu mber of hours wo rked .
Annual Leave Pav Upon Separatio11
When au emp loyee te rminat es employment with the City, they will be co mpensa ted fo r
unu se d an nu al leave earned as of th e date o f separa tio n. Annual leave is aol to be used to extend an
emp loyee's date of separati on.
/\RT JC U ( 11. l'J:::R SONA L LEA VE
A J; r.mp loyecs co vered hy thi s co ntract shall be gran ted 48 hour, ofpcr~mrn l leave tim e with
pay whi -:h an cinpl oy~c is en titled 10 11 ~c fh r lhc fo ll owi ng pur pn sc s:
,\. Empl PyL:t..:'s own i\h1 css/in,1 ury
13 . 11 :ncss/injury o l'cmpl ,1ycc's 1':irn il y
:'or any emp loyee wh u Im, :io l used th e ,18 hours of persona l leave by the end of'Octu;,e r of
l,;il J..:h :.:;1:c:·,da1 year. the unused hours will he conver ted 10 annual leave . Per!-onal leave shnll h~
sc hc, lu lcrl and admini st~rcd under th e direct1un of'rhc depar1:;1cnr director o r supe ,visnr. ln th e c,·e1.1
of tlhcss/11 1_jury in which perso nal leave is requ es ted, sh,f'I w,1JI: em pl oyees sh all 1wl1fy th eir
s up c rv isur at leas t one(\) hour prio r to thei r sdwrl11 \cd re p,.,ning tim e. Pcrsrn \al leave shall b~
pn,rat ed fu1 c.;1111Jloyces beg innin g aml tcm1in .1 1i11g cmph)y mcnt wit h th e C i1y
12
ARTICLE I!. SHORT TERM DlSAB(L!TY (STD)
(formerly Temporary Disability-Nun Job-R,.iatcd )
Short term disability (STD) granted for non-service connected injury or illt:ess of an
empl oyee with at least nin ety (90) days o f service with the City, whose disability prevents the
em pl oyee from pcrfnnninc his/her dut ie s. STD i-paid ar 100% of the employee's regulnr hourly
rate .
The City agre es to provide employees cove red by this contract STD le av e with pay fo r
er.1ployces absent as a result of illne ss/i njury as follows:
91 days -4 years
(thru 48 mos.)
5-9 years
(49 thru !OS mos .)
IO+ years
(109+ mos .)
347 working hours
520 working hours
693 working hours
STD leave shall not be accumulative . January I of each year the City shall restore I 00% of
the number of hours us ed by an employee during the preceding year as follows:
91 days-4 years
5-9 years
IO-years
Utili zat ion
up to a maximum of t 73 working hours
up to a maximum of 260 working hours
up to a maximum of347 working hours
A. Author.zation for STD leave with pay shall only be granted after the firstuormal daily
shift of di sa bility . The elimination shift to access STD shall be taken and paid in the following
order : per.onal leave, annual leave , com pensatory time. If all accrued leaves have been eiliausted,
the elimination sbifi sha ll be 1ake 11 a,, leave without pay.
B. Authorization for STD shall only be granted for per.:onal illness or injury, not servite
cu,wectcd, inc luding mate 11ity related disabil ity .
See City of Englewood Administrative Policy #3 1, "Fam il y and Medical Leave Act
(FMLA)".
All sick leave accrued uy pe1 ,nan eut employe es prior to January I , 1980 shall •1es t with t11e
employee, and ma y be used in the following manner :
A. After exhausting STD hours .
B. By cas hing mall accrued sick leave accumulated under th e previous plan upon normal
retirement fr om the City at the rate of one hour 's pa y for each two hours of accrued si ck leave or one
hou r's pa y fo r each fo ur hours upon separ ation from the C11y .
C . 11y cas hin g in accrued sick lea ve, once each ye ar at the conversion rnte ur four (4)
hour, sick leave fo r one (I ) hour pay , not to exceed a co nv crsio:1 of more th an 40 0 hours each yea r.
Repo rti ng o f STO
·1 he em pl oyee or a mcmbc :· nf the c1 npl oye~.'s homchold shn ll notify ·.he employee's
w1 ,~rvi ., .. ,. a , t :ast o ne ho111 pri1Jr lo th e emp loyee's s cheduled reporting time . No STD leave will he
grn 111 cd to a n cmp loyc,:: who foils to notify lh cir sup ervisor pr ior to rhe beginnin g of lhe empl r ycc's
wnrk sh1rt
Ir ,i bs cncc from work i.s three (1 ) da ys or more , a ,ncd.ca l re leas e m ust be provided to th e
cmploye,:'s s upervi sor, who will fo 1w ard it 10 1-lum an Re sources fo r poss ibl e [':11nily and Medical
Leav e qu11 l 1!i cati on.
Abuse of STD occ urs wh en an l\11l jll uyec misrcpresc,:ts the actu ul reason fo rrcqucsting STD
or w hen an l:-mpl oy l.:c uses STD lea ve for unuutho riz.cd purp oszi.. An empl oye e who make s a fa l~c
claim fo r STD lea ve shall he ,ubj~ct to di scipl in ary ae1 io11 i:p lo anti including termin ation.
14
ARTICLE 13 . WORKERS' COMPEN SATION
A. For any on-th e-job inj ury whi ch cac•ses nn e mpl oyee to be absent from w ork as a
res ul t of s uch injury, the City shall pay to such emplo•,ee his/her full wages from the firs t day of
his/her absence from work up to and including rhe 90th .o~~ndar day o f such absence, Je s s whatever
sums re ce ived by the emp loyee as di;ability benefits und"r workers' c:impcn;ution. The C i:y
requires any empl oyee on workers' co mpen sation to submit to an examination(s) by City-appointed
pbysician(s) at the C ity's ex pense or under th e provi s ion of work ers' compensation. If the injury or
illness results in an absence o f over 90 days, the employee may request to s uppl ement the 66&2/3%
wage benefit g:-a nted by th e prov is io ns of wo rk ers' compen sat ion witl, personal leave, annu;.l le ave
o, sick leave (if applicab le). Short lenn di sabili ty is available only for non work r elated illnes,es or
injuries, s u cannot be used as a s upp lement to the workers' compensation b cnc(i l.
B. All workers' co mpensation inju ries shall be reported to tJ1c employee's s upervi so r
within 24 h ours oftl1 c injury o r before th e employee leaves \)is/her department of erl'pl oymcnt.
AllTI C Llc 14 . MILITAR Y LEAVE
T h e auth ori iy fur U1 is poi icy is derived from th e provisions of the Unifon11cd Se1vi cc s
Employm ent and Reemp loymen t Righ ts Act of I 994 (USERRA) and Scctiu 11 28 -3 -60 1 C.R.S.
1h ro ui;h Sr.c:tin n 28 -3-6 07 C.R.S .
Th e Ci ty is obl ig ated to g1 ant military leave with out loss of pa y for abse nces not exceedin g
fifi ccn (15 ) days in any calendar yea r. Fifteen (IS) days eq uat es to fi fteen 8 -hau r tl:i ys, or I 20 hr s.
Th e Ci ty c:.:mnot req uire an emp loyee to use annua l lctt vc for such purp r,sc s. T he employe e ,my,
however. reques t u~c o f vacation, con1p cns:!l(>ry time , or ien vc wit:ln\H pa y lo supplc mcnt ab ~c r,ccs
exc ee din g th ose covered by th e nrtecn (IS) clay mili tary leave all owa nce .
Mi li1:1 ry leave nfabsencc will result in no loss ofnny cond itio n of emp loymen t that would
\i ,:vc no i-1~'la l ly occun·cd i f th e c1;1ployc c had not been absent fo r suc h pmpn sr•s .
Empl oyees ~re respo nsib le for prov iding th eir depa rtm ent di rec tors co pi es of' nil mi lita ry
ru·dcrs 1.ha l will rnsu\1 in n lcnvL: of ahsc ncc fo r at:t ivc mililnry du w . Em pl oyees arc :1lso re qui re d to
notil'y the ir super vi sors at the c..:arl ici _:t poi:i;iblc d;ll<.: upo n k:11 ning <.,f ~chech led rn il il;1ry d11 1y.
Emp loyees who fni l to r:turn to work accor diu ~ to tile prov isic :1s of USEltR/\ and Si;c~hm
28 -3-60 1 C.R.S. through Secti on 2R-3-6fJ7 C.R.S. an, subj ect to disciplinary actio n up to and
induding tcrmiirn tio n.
Emp loy ees mu st remi t to th e City u11y pay re ce ive d by th e mil iwry ro:· thc pe ri od of tu ne tl 1c
employ ee if: on pai d milit ary lcnvc . Th,~ rmnitla nr.c sh;dl occur :mm cdiatcly up on rec eipt o f th e
mili tary pny (in im,ianccs that the militory pny is gn:.atc r tl rn n the empl oy"'c'~ C ity p:iy, th e emplo yee
muy ele ct t·o lorcgo City !""cl military ica vc.).
The C ity will m;ik r a rcusonub le effort to ad;ust work sc hedules a11 d assign ments to
accommod ate c m ',)loyce~ t:ilft llin g military ob ligatfon ~.
16
ARTICLI:: 15 . FUNERAL LEA YE
!'ull-timc emp loyee s arc eli gible for up to forty (40) how-s of f1u1eral leave . Ann ual or
pe rs onal leave may be requ es ted ifaddit1 onal time off is ne~cssary. Funeral leave applies to
members oftbe employee 's family . For puq,oses ofth1s policy, "Employee's Family" will mean
the em;iloyee's spo us e, or th e children, grandchildren, pare~ts, grandparents, brothers , and sis ters
of the empl oyee or of the empl oye e's spou se.
Alffl C LC 16. JUR Y D UTY AND WITNES S SERV ICE
Le ave wi II be granted to an c,npln yce ca ll ed for ,1 111y duty or to a;,pcnr as a witn es s in
hd '1cr offi1;i al c ap ac ity in o·ocdic ncc to a c;u bpoc m1 01 di recti on hy lega! :111 1h nrity . Th e emp loyee
wi ll rece iv e their regu lar ,:alary for j ury duty sci vc d. An y jury pay wi ll be "Cim bursc d to 11·,c Ci,y.
Th e c111 1>loycc :n ay rct:n n any re im bursem en ts ror mi leage and parking. Employ ees u11 j11ry d11 ty
o :· ca ll ed as a wi t:i css in 1h1:i 1 of'fi c:i nl, City capa cit y wi ll be expe cted to wor k as 11111 ch o f' th eir
rcg ulilt \y r;chcd u led workda y a:, thr.ir jury duty sc hecl11l c or c1ppr ::1ran r:e in r.nur t p :.:nnil s.
Whc;n :,n employee is s ubpoc1wcd :Ls a wancss i:l private litigatbn tu testify, 110L iu
hi,:/hcr o l'fi c ial ca pacity hut as an indiv idu al. accumu lat crl leave s will be us ed LO co ver th e tim e
;11,s:;nt. /\ I I ,11.:i.;um ulatc<l leave ~ I1Y.1sI be c·.:.hau st::.d he fo re !"li t time abse nt· ca n be li!.kcn a!-i leave
wit no ul pa y.
·:.mp lnyce s w ill not ht.:' paid ovcri ,m c or ca111 co mp ~n -..,.to ry lim e f'>r 11 111 <.: :-:c n•c<I ac; a jt:ror
or" wI t-1 cs~. (Jv crtimc i~: cornp 1.1 Icd 0 11 l10!1rs :11-:11 rn ll y ,.1i1ork.c<I ove r rnrty (-1 0) hr,ur~ :It th e
a,st g11 cd j <'h.
An empl oye e mus\ ret urn to ·.v 0rk a:'tcr bci,,g ex cuse d rro n: .JUI ) dut y if" there are more
tha n two (2) h~ur ~ kf't in thei r regularl y, sdwrl11 lc rl work<l :1y .
IS
ARTICLf. 17. HOLIDAYS
A. The following days shall tc considered official hoLidays bytbc City and all employe~s
covered by this c.ontract shall he entitl erl to nin ety-six (96) hours of holiday pay :
I. New Year's Da y: January I.
2. Martin Luther King Day: the third Monda y in January.
3 . President's Day : the third Monday in Fcbrnary.
4. Memorial Day: the last Monday in May.
5 Independ ence Day: Julv ~-
6 Labor Day : the ftrst Monday in September.
7 \I zteran's Day: November 11 .
8 . Thanksgiving Day : the fourth Thursday in November.
9 Fourth Friday of November following Thanks giving Day.
10 Christmas Eve : December 24.
11. Chrisuu as Day : Deceu1l,cr 25 .
12 . New Y car 's Eve Day: December 31.
B. Any emplo yee covered by this contract who docs not perfonn duty scheduled c,n L~e
working nays or have approved pain leave immediately prior lo and following a holiday shall not
receive pay for the holiday.
C. Employee1 required to work on an official City holiday will receive approved holiday
pay at two and one halftimes the employee's regular hourly rate for h,,liday hours actually worked
up to 8 hours. Hours worked over 8 hours will be paid at the overtime rate (time and one-half). For
departmen ts pennining other holiday compensation options, the ;•co cedures are as follows :
a. Approv ed ovenime pay (time and one-half) for number of hours actually
worked on the holiday IN ADDITION TO up to 8 hours of holiday leave to bank and
take at a later date : OR
b. Approv ed straight time pay for number of hours act1Jally worh<l on the
hnliday up to 8 hou rs (hours wnrk ed ewer 8 will he paid at the ovcliime rate of time
and one -ha lf) IN ADDfflON TO up to 8 hours of Comp Time (accrued at tim e and
one-bait) to be taken at a later date ; OR
c . Approved holiday pay al two and one-half times the employee's regul ar
hourly rat e for holiday hours actually worked up to 8 hours . Hours work ed over S
hours will be paid at tb e overtim e rate (time and oac-half.)
D. When one of the foregoin g holiday s falls on a Sund ay, the following Monday shall be
ob servetl a~ the !·:gal holiday . Wh en any o f the foregoing huli<lays fall on a Saturday, each eu1pluycc
shall be entitled to a day nff fo r such hnliday, which day off shall be scheduled as the City Manager
determines, but no specific day shall be observed as a holiday for purpose of closing City offices and
functions.
See City of En glewood Admin is trative Policy #33, '·Offi cial Holid ays", for funh er
c:lanficati-:n .
AlfflCLls lti . UN IFO RM r.1.EANTNG ALLOW/>.NCE
I r an cmpk1ycc is 1cq uirccl to wc ,:r a u11ifo :·n1i th e cmployc:.: :o h.i ll wear th e uniform onl y as
,111t lion 1.cd by th e clcpart 1:1c11t work rn le,. The City will p ro vide U11i1un 11s, dca11i111, and
repla cc mc11ts. Th e Cit y wi ll provide 50% of th e cost ol'rcq rn rcd ·.work s:1ocs up 10 a ni.:s1m11m of
~9 0 per ye ar except wi lh dc:pHrunc111 director appr ova l. All employ ees shall 1na 111H1111 a p:·csc11tabl c
:1p 1)c11rnn t.:c v,•h il c 011 d111y Th l! emp loyee is res pon sibl e for a11ycl <1 mt1gt!lo tht : 1111 1fo rm l>y uc g,ligcnc:::
fll' dc;ihcratc ;:t.,;I
ARTICLE 19. TUlTION REIMBURSEMEN T I DEGREE ACHlEVEMENT RECOGNl TJON
Sec City of Englewood Admini stra tive Poli cy #29, "Tuition Reimbur sem ent/Degre e
Aehtcvcrnent Re cognition··.
i\R'llCLE 20. LIFE rNS URAN CE
Tt:nn life in s uran ce will be provided by tl1e City for empl oyees covr.m d hy thi ~ contract in th e
a:11ot1 nt o t unc umc his/her nnnu al .s ;!l ury . Upo n :-cpt.1 1Ttl io11 from cn~ploym c ut , th e crnpl oyc~ may
convcn the li fo i n s11 r:i:,ce jl CI' th e li fe in~uran cc plan conversion agn.:cmcnt in p!ac,: at the tim e of
l1 is/lw 1 scpar;1ti o11 from c1 11p loy 1\1C11l.
22
ARTICLE 21. U<SURANCE
A MEDICAL
Th e City will pay ninct)' peccer.t (9 0%) of rhe premiu m cost for "employee o nl y"
co vrr,ge, e1ghry -uve perce nr (85 %) of die premium cost for "employ e e plus o ne " coverage and
eighty pe rcent (80%) of.:fa.rnily" cover ~c fo r the m~dJC'al in~urnn ce plan des ign ated as rJ1 c ba sic
Ciq• pbn. Emplo)'ees wiU pay 10%, 15% or 20% of the premium cost, depending on rhe level
of co verage.
lf 1hc City uffcrs an, opcion il m edical insurance plan (s), the emplO)'CC will pl)' die dif:erence
betwee n the City 's co n tr ib u tio n described above and the premi um c osr o f the opli ocal plln
cho sen .
B. DENTAL
The C it y will pay nin ety percent (90%) or u,e premium cost fo r "employee only°'
co verag e, eighty-fi ve percent (85 %) o f th e premium cost for "employee pl us on e" coverage
an d eighty percent (80%) or the premium cost for "fami ly" co verage for dc~tal insurm1:e .
Employees will pay either tea p ercent (10%), fift een percent(l5%), o r twenty percent (20%)
of the premium cos: for dental insurance, depending on the le vel of coverage.
C A11y dispute concerning tl1e interpretation or appli cation ofbencfitS provided
under th e health or dental plans s hall be subje~t lo the plan appeal process. lr is ex pressly
unccrstood that this article is a :,on-gricvab\e item under this conn·a ct.
A lnl C.:LE 22. RETJl(EE HEALT H !N SIJ RAN C L: ASSIST AN CE
Rc li r ces will be ,iuaram ecd eonwrs ion pr:v1l cgcs to th e Hea lth In suranc e Co nv e rsion Plan
ava ila hlc tlu·ou gh the t~i'y . For those who rc11rcd pr io r to Dccc 111 bcr 31, 1996 , the City will pay $:,II
pm nwnth . For ret irees after Jun 11a 1y I. 1997, 11,c 1'"'.i1y will ~n y $ 75 pe r1n onth . l'o rlhosc wh, ;·c1irc
on or aflc r .T anuaiy I , 20 10 , 1hc Ci ty wi ll pay $ I 00 per 111 0111h .
For purp oses o:Lh i.s /\rt1cl e, "rc1.1rr:c" shall be defin ed ns a ll emp loyees who se µanil •o lium 1hc Ci,y al
:i gc s , r,r older an,1 have cnm plci cd 15 yea rs of co nlmuou s, permanent . ft1l!-11111c ser vice
(i mm cdi n1c l y prcccdin ~ th e cln lc ofsqlllrn ti on). Sec Cily of Eng lewo od /\clmini sirati ve Po licy /166 ,
''Rc:ir::c l lcallh /\s!i i~Ln nc•~"
ARTICLE 23 . PENSION/RETIREMENT PLANS
Th e pension plw, description for employees covered by this con trac t is set forth in Title ill,
Chapter 4 of the Englewood Muni cipal Code. Additionally, the plan desc ri ption for the ~on-
Emergency Employees Mone y Purchase Plan is availab le for inspection in the Department of
Finance and Admini strative Services.
i\lffl C l.,E 24 . LAYOFF
i\. Whenever there is lack of work, la ck of filn<ls, or under cond it ions wher~ it is
de termi ned that co nt inued work would be inefficient or nonprodu cr ive , requiring rcdu ct1 ons in the
num ber of e mpl oyees, th e appointing nulhorit:y slwll des ib~llll L'. th cdcpart111cn1 nncl pos iti ons in which
1h u lay off i,: 10 be made. In id cnLii'ying in dividua l empl oyees le b~. h id off, th e ap po i111in i.: a111hn ri ly
~ha ll co 11 ~idcr the rclutivc abili ty of ull cmp loy,::;c,,; wi th in dw po ~ition cla m:ifi cati on 1 lHk ing. in lO
account the cmploycl!'s dncu 1n t:11lec.l pt.:dUn111trn :c l1i ~l1:ry aud th e n s~n ionty wit h the Ci ty.
11 . Empl 0yecs laid off shall be put on a reca ll li st for one yea r following th e ir !a yol'I'.
En:pl oyc:es rc<:allc.d frrnn la yoff inl n th e s· 11c j ob classification sl,a ll ··Je reca ll ed in 111vcrsc o rder of
layoff. If' th "Y arc recalled into a differ ent posi 1i on, th ose reca ll ed must h~v , the dem onslralcd abili -y
a11d qual i fi c:a tions to p crfo nn th e ava ilu ulc work as dctc:·111in~d by the Ci ty. No new employee,:; sha ll
be :,ired in 1.0 positions covered by :his cont ra ct unti l all empl oyees"" layoff ,:la tt1 s ,baring Lo return
to work have bee n rec alled .
C. Emp loyees id e nt ifi ed fo r layof:" shall lrn vc ,1,., righl 1.0 dis pla ce an employee in any
pos it;o 11 c1,,,s ific1 1tin11 wl:ich the emp loyee former ly he ld in tl w c.!i.;p:u·tm1..:ni, takin g int o account bo:h
1hc emp loyees · docu111 ~11l cd pt.:-tl U11 11u 11 c1; hi s1nry, dc1no n.:;1 rn .cd Jh i lity and then sen ior ity \Viti·. th e
City. The c mp loy~e ultim a te ly di ,placcd s hall then be th e person lai d off 11.nk ss tha t ,:mp luycc :n
turn ha s e ffoct ivc dis pbc in~ ri~hts unde r the prov isio ns of'th1.s an :d c.
26
ARTICLE 25. LEAVE OF ABSENCE (WITHOUT PAY)
After twelve months of contin11C1us service and upon approval of the department director,
ia coacurrence with the Human Resoarces Director, employees may be granted an unpaid leave
of absence of up to one year fo r compelling personal reasons not rel ated to Family and Medical
Leave reasons.
All a ccrued, paid leave must be exhausted before the beginning of the unpaid leave of
absence. Employees on suc h leave do not accrue personal leave, annual leave or longevity pay.
Employees on unpaid leave of absence arc cot eligible for holiday, jury, militai,•, funeral or
administrative leave. When an employee is on aa unpaid leave of absence, he/she will remain in
the City health and dental insurance plans, provided the full premium is paid by the employee.
Tbe employee may retain the benefit accrual rate they were eligible for at the beginaing of
the unpaid leave , prov iced the employee rerums to work with the City on the •&•reed upon date.
Upon retum, the employee 's hire date will be adjusted if the leave has exceeded thirty (30)
calendar days . ·
An employee who engages in other cr.nploymcnt, including self-employment, while on
offici a l leave of absence, will be terminated effective as of the last day worked, unless prior
writtea approval bas been obtained from the Hwnan Resources Dep:i.rtrnent.
Employees on an approved leave of absence, who fail to report fur wurk by the first t!ay
afto:r the expiration date of the leave of absence or a properly approved extension, will be
terminated from their employment wifa the City as of the last day actually worked.
ARTI C LE 26 . UIU.EVAN CE l'H.UC loLJ UK.E
A gri evance is defi ne d ns a claim or di sput e hy an e:nplnyee covered by !h e term s o: h is
contract cu ncc, nin g an alle ged vio lation of a spec ifi c pr ovis ion of thi s con t:·act. The c111p loycc shall
be rcqu11 cd tn follow the proc edure as sc i 0111 below :
/1, general gri e va nce i~ dc iincd as a grieva nce t·lun co nr.crns :i group f' cinp !oyccs nr ~he
L>argai11i11g unit in ~cnc ral. ,\ gt:-nt.;r;d grieva nce ca n on ly bu fil ed by th z Ar.:sociut ion \1,•i thin the.: lim e
fr :,m c spcc.i {icd in Step I, :md Lhc mi Li al rev iew wi II occur by the depart:m cn 1 dirc clor at Slc p 2
il elnw .
A. "Worl: Day'' means ca lenda r dnys exclU5ive of Saturday5, Sunda y,, and City
rccog111 i.ccl : ,u lidays,
Step I.
If I.he cmpbyee i~ unable to settle !h e gri evan<;c L'r Ji ,µulc u,all y a1Hl in f1J 111mlly through
hi~/hcr im 1n cd im c super visor wi1hi :1 fi ve (5 ) wo rk111 ~ day s of the !'.a le o f' lh t; occurrenc e of die
gr icvanc.:c, or the.· empl oyee 's know lc~lgr~ nf :l, llu~ empl oycl.! m:iy. within th e succeedin g five (5) wo rk.
days, fi le a written grieva nc e with hi s/he , supcr\'isor . The sup cn•iso r shall allcmp1 10 adjus t th e
maucr and shall re spon d in writin g :o Lh e empl oyee "iLhi n five (5) w01k days .
Step 2.
If Lhe an swer is noL smis fa clory, th e rn111ter sl,all be prc se 111ccl iu wr iting by th e emµl oyee to
the dcpa rtme m director within fiv e (5) work days follow111g 1-euci pt of the supervisor's respo nse. The
dep artm ent di rer.to r shall respond in writing lo the cmp !oyee within li ve (5) work days.
Step 3.
If t.he grievance st ill rnmain , 1111adj11 ,tccl, it shall be prese nted by th e em pl oye e lo th e City
Manager in writing with in fiv e (5) work duys following receipt of the respon se uflhe dcp:11",mc nt
dir ector. T he City Manager or hi s/her desi gna ted hearing offi cer shall ha ve a 111ccl111i; with tho
gr iev ant to revi ew the grievan ce and all relevant iuf'onnation . W1thm ten ( 10) wo rk days cf th at
meeting, the C ity Man ager or hi s/her des igna tr.,t hearing offi ce r will iss,i~ a wnttcn decis ion .
Step 4.
I . If the grievance ,s sti ll umcsolvcd, the Associati on within fn111 tccn ( I 4) ca lendar days
af1e1 the 11::p ly of the City Ma 1:<1gcr or hi s/her des ignated hearing officer, ma y by wriltco oolic e
request the matter be subrr.i lted 10 arb itrat io n. Th e pai1ics will atttmpl to chou s•: a mutu all y
agr~e.ahle arhitrator. Lfwithin fi ve (5) days of the req uest for arbitration th e Ass oc iation and th e Ci ty
ea nn ol 111u1uall y agree on an impartial arbitrator, a regu cst will be filen with the Ameri ca n
Arbitration Ass 0<:i ali on for a panel of seven (7) arbitrators to be sent to the pa11 ies. The arb itrator
shall be se lected by a method of alternative striking of nam es from the panel, with the first strike
detennin ed hy a coin flip . The final :iame l~ft on the panel shall be the arbitrator. The arbitrator
shall be re quested to iss ue a decision withi n 1h 'rty (3 0) day s aft er conclusion of testimony and
argum ent.
28
2. Each party sha ll be re spon;iblc for compensation 10 its own representatives and wilnes ses .
The fees of the arhitrator shall be borne equally by the A~s ociation and the City.
3. Authority of Arbitrator
The a:bitralor sha ll have no power 10 add to or sub tract from or change the 1enns of this
cuntrac;l. The written decision of the arbitrator shall be finol and bindin g upon the pa1t ies. Th•
arbitrator sha ll limit bis/her de cision stric tl y lo the gri evan ce submitted which has bee n properly
processed throubn the grievance pro:edurc ou tlin ed.
4. Failure by an emplo ye e or the Asso ciation to co mply with any time limilat.ion shall
constitute a settlemen t of the grievance. Should the employer nol respond within the prescribed
time, the grievance will automatically proceed to th e ne xt slcp. At the employee's option, the
employer ma ;t be all ow~d additiona l time t0 res?o nd .
Prnce ssin e Grievance During Workin e Hours
Grie vances may be inve stigated and proce ss ed by the employee or designated employee
reprrsentariva during wo rkin g hours, within reasonable time limits, with o ut loss of pay , provided
notice is giYC □ and the workload permits .
29
A HTI C LI ~ 27. WR ITTEN CO RRECTIVE ACT ION
Whe11 ovcr more serious gro~n ds for correct iv e acti on ex ist (i .e . more s eri ous 1han lh nse dee med
by th e supcrvi::or to w,·1 rn11l ui al 1.:011 cc tiv e acti o11) lhc sup ervi sor ~hou lcl i~suc a wrillcn con cc ti \'c
::c li on . The written -;orrcc:ti·,c ac ti on will be :idcl rcss cd lu th~ ~mploy cc ;md wi ll includ e 11 .c
foll owing inform :llion .
The violatio n
• The specific behavior
• The date,: o f the bchn vi or
• The warning th :,t contin uance o f the speci fi c uchav ior will result in di sc iplinary acti 0n, ar.J
• t\ n offer of ass istan ce in correct ing th e ·J ch::.vior.
Both the employee antl supervi sor mus t sign the 1kocu111e11t (i f nece ssary, th e superv is or will note
that the. c:n ployee refuses to sign the document). A co ;Jy of the written corrective action will be
for ward e d 10 HumUt1 Resourc e,: to be included in the empl oye e's of-licia l pers onnel file. The
e111p loycc wi ll ha ve t:he nppnnunity 10 sabmit writtrn co mm ent s in rcsp111 :s c lo th e v.o rillcn co rre cti ve
acti or, t0 bf' ind11d<:d in ,heir fi le
T his Arti c le. s l'.:tll not be r;ri cva bl c uncl or thi s co ntract, nor shall it ap pl y to probat,u,rn :y
employe es .
30
ARTICLE 28. DUES DEDUCTION
A. Tbe City agrees to deduct the Eng lewood Employees Association dues ea ch pay
pc:iod from the pny of those employees who in 1ividually reque st in writing that sucb deductions he
made. subject to the garmslunc ot law; of the State of Colorado. The amounts to be deducted shall be
certified to Human Resources by the Treasurer of the Association, and the aggregate deductions of
all employees sha ll be remitted tog~L~er with fill itemized statemenl to the T reasurer by the 15th of
the succeeding month , after such ded uc tion,, are made . The authnri,ation s hall be revocable during
the tenn of tbe contract, upon written notice by the employ ee to Human Resources.
!J. If no wage s ore paid to nu emp loyee authorizin g suc h deductions in any given pay
period, deduction for that paypenod(s) will be made from any wages wbich may be paid to him/her
in the succeeding pay period(s). It is expre ss ly understood tha1 lhe Cicy assumes no liability and
sh all not be liabl e for the collection or payment to tbe Englewood Employee s Association of any
dues during any time that an emp loyee is not actually working for th e City and actua lly on the payroll
of the City. in the event of error on tbe check-off list, the Ciiy will not be respo nsible to make
~djustments, until notified by th e Treasurer of t!Je Englewood Employees Association .
C . The Englewood Employees Association shall indemnify and hold tbe City harmless
against any and all claims , suits, orders , or judgments brought or issued against the City as a result of
any action taken o not taken by the Ci ty under the provision of this Article.
D. Changes in tbe dues amount to be deducted shall be limi ted to two (2) ~i,anges each
year, providing a thirty (30) day written notice is provided to Human Reso urces .
F.. Shoulct 1he cha nge in the ned nctinn methnn requ ire a co mputer program ming change,
the En glewood Employees Associ ation shall be res pon sible for the cost of such change or chang es, at
$30 per hour with a four (4) hour maximum. Payment from the Englewood Employees Association
shall be made to the Cicy Fillancc and Admini strativ e Services Director within ten ( 10) days of
rece ipt of billing.
A l!TI CL11 21J. ASSOCLA..TION AC T!VJ T[ES
The City agree s that du ring work in g hou,s N the City pre mi ~cs and with out lo ss of pa y,
Eng lewood Emplo yees Assoc ,ation :ncmbers may be all owed 10 :
atten d two (2) EE.A. mcctmgs annua ll y The r.i 1y, howe ve r. retai ns the ri ght to ni: in lain
apprn priatc staffing le vels a s determined by tbc cleparuncnl direct or and wi ll not be
rcqui rcC to pa y ov erti me or compcnsat~ry 1m11 , nccc5si :.alcd Uy attendance at th e meeting
Me mbers ma/ be call ecl hack from such meetings to address ~mergcncics . Other
mcmbcr,:hip meeti n gs may be ca ll ed to arlrl rcss issues of general interest. If th ese
additioual meetings ar c held du ring empl oyees ' work shifls, th e City ret ains th e rieh , 10
ei ther approv e or disapprove attendance on Cit y tim e (i.e ., during times other tlian
e mployees' lunch and break per iods). Not1c e of such meetin gs, specifying wheth er it is
biannua l or genera l interest will he pro vided to di :c clors. managers and supervi sors rwo
w eeks iil advance, unless it is mutunlly agreed to wai ve lhi s prov ision;
pos t EEA noti ces on Ci ty de signate d bull eti11 bo,.rds ;
sol icit EEA memb e rship s during emp loyee's non-work tine.
/\d<litio11a lly, the As sociation mn y cull month ly meet ings of its boa rd, to be held du .-i11 e the board
members ' lun ch per iods . One (\) week 's nuLicc will lJ c given to sup ervi so rs if the me etings arc
expected to ex ceed the lun ch peri ~ds .
Roa rd 11 1c 1nbcrs may also be allowed to r~pre scnt employee s on gric.:v :mcc s. Th ey will h(:! t!.ll owc:l lO
rcp rci-:cnt emp loye es at lab o r , .... ,111agc111c11l com mi ttee 1ncct111gs und ncg ot inlion n. During
nego tia,ions, EEA ne~c,ti~tion te .. ,n members may meet during work homs to di scus s iss ues wiL1
appropr iate noti ce g iv en to d irect ors, managers and supe :·v ,s ors. Th e Associat ion team sha ll not
exceed eight (8) member s.
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ARTICLE 30. STA.NOBY PAY
Standby pay is defined as com pensation for employee s cov ered by this contract who must be
immediately availab le to respond while off duty. All employees cov ered by this contract and
ass igned standb) duty shall be compensated at a rate equa l to ei1:?ht (8) hours at his/hr regular rate of
pay for one week of standby duty . Standb y pay shal! be prorated for srandb y duty of less than one
week. (Example : an empl oyee assig::,ed standby du ·.y for ,me day will be compensated nt a rate ·equal
to 8 hours /7 = 1.14 hours).
Stanclb y pay sha ll not be substitutec with co mpen s.~tory ti me .
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ART I CLE 31. CALL BACK
Any tim e a~ emplo yee on off-duty s1an1s (inr.luding stand-by cuty) 1s called back to work
he/~hc shall be credited with a mi11in11101 of tw n (?.) h n11 :·s pay :,f the rate o f on e ancl one -ha! f (I 1/2)
li111c.s hi s/her regular hourl y rnt c.
With th e approva l of the dcpartmcn, ci ircc·.or a11<1 subjec t to de punmcnta l gu1cl c h11 ~s. I.le
,m1ployc e rn ay cho ose lo sub~11tul e cnmpc11 ~alnr~1 lime for ca ll hack pay .
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ARTJCLE 32. LABOR MANAGEMENT CO MMTITEE
A labor man ageme nt committee consisting of four ( 4) members ap pointed by th e Association
and fo ur (4 ) members appoi nted by the City shall meet on a quan erly basis . The co mmitt ee will only
deal with group issues tr.a t are not dealt with through other existing co mmi ttees or grievance
proced ur es. The Asso:iation will se nd its agenda item s 10 the Hum an Re so urces Dir ector at le as t
one (I) week priOJ to the date of the quancrly me eting .
C;t.y polieyc ba~g es will be pr:scnt ed at the quanerl y labor mana ge ment com mittee meetin gs
Emergen cy policy changes will be imm zdi ately forward ed to Uie As sociation for distribution.
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i\R rn.:I.,1<: J3. EXCLUS IVENESS O F CONTRACT
The Ci ly und th e ,\3c.o ciati on agree th at the tenns and pro vis ions hen:in conl nin ed consti tute
!he e nt ire con tracl betw een th e parti es. Ti te Ci t y ,m d the Associat ion agree th at a ll ncgolinblc ii ems
h av~ hcc:n di~cu sscd d uring lhc negotiat ion s le ad in g lo th is erin lracl and , th erefore, ~grcc that
ncgot iali o n s will not be reo p ened on a ny item d ur 'ng lh c life of !hi s conl rnr:., cxc:c p 1 hy m utua l
agreement of lhc p ui1i cs.
It--' W!Tt--'ESS T HEREOI', th e p att ies hnvc ca used !hi s c:r 111tracl to he signed by ihcir
rcs pec li vc n.:p rcsent ati vc <., and the ir sig11u tu 1 cs pl aced thereo n, on this ~c!:(.; day or
J uly , 20 1 I at Englewoo d , C o lora rl n.
EN GLEWOOD EM l'LOY ~ES
AS SOC I AT ION
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CITY 0 1' ENr.t .1'WO<)D
Mayor, .t im Wond ward
ATTES T :
City C lerk, Loucrishia A. Ell is
City M anager, Gary Scars
COU NCIL COMMUNICATION
Date Agenda Item Sllbject
Co ll ective ~argaining
August I , 281 1 1 1 C i Ag ree m e nt Ren.veP.n :hP. City and
th e EEA for 20 12-2 0 13
Initiat ed Hy Staff So urce
Human Reso 111 rP,;; [")f~partme nt Sue Ea lon, D irec tor of Hu'llan Resou rces
COUN CIL GOAL ANO PREV I OUS COUNCIL A CTION
The p rcviom Collective Bar ga in ing Asreement wit h the Englewood Employees Associati on was approved
~y Cour.cil fo r 2010 and 201 1 in lul y, 2009 and a wage/benefi t "1eope ner " in !un e , 2010.
RECOMMENDED ACT ION
Staff request, Co un cil approval o f the 20 12-20 13 Collective Ba rga in ing Agree ment b elween the
:ngl ewood empl oye es Assooation and the Ci ty o f Eng lewood. The co ntract covers approximately 193
~mp loyees.
BACKGROUND. ANALYS IS, AND ALTERNATIVES IDENTIFIED
The City of f.11g lewu ud •11LI the Englewood [111p loye es Association entere d into nego ti ations in Mav, 2C 11
~e r the provis io rs of the City o f En glewood Home Ru le Charter. The members of the Eng lewood
Em ployees Assoc iati on duly ra ti fied by d m ajority vote the 20 12-2013 Coll ect ive Bargain ing Agreement
Tl1~ ~ignifi canl chan ge s to th e con trac l are as fo ll ows:
1. -:-he co ntract is two yea rs in dnration .
2. No personal leave ca sho ut w ill be pa id for unu sed pe rsonal leave in 2012 an d 20 13. L'n us ed
p ersona l leave will be converted to annua l leave in Novembe r of eac h ;ea r. A o ne-time annual
le<1ve c,1111ing limit increase vvill occ ur in 20 12 to acco mmc,dat c the pcr~ona l leave co nvers io n.
J. Empto ,,e~s par ticipating in the defin e d hP nPfi t rr.n,;ion p \;in will hPgin co nt ributing 3°/o of th e ir
wages to 1h e plar in 2013 .
4. Wages will be in creased by 2% o n e ach empl oyee's performance rev iew da:e, co ndit ional upon
the e111 pluy e~ .u.:hie vi11~ .:1 ''tv \~t'.l::, Expectatiom'' rating on hi s/he r performance evaluat ion.
5. The life insuran ce limit of $50,000 w ill be re m ~v ed. Emp loye es w ill be covered in th e amo,mt of
one time his/her annua l salary.
FIN ANC IAL IMrACT : The cost of th e cha n ges to th e gene ral fund in 20 12 wil l be ap proxim ately $58,22 .5
dllJ ll1 c ~avii 1g::, ~c 11 ~1d tt::J U)' th~ Ui:11t:n t 1t=v isions will be approximately $5 7,000 for ,1 $1,~25 total
in c rease to the gene ral fund budget. The cost to 1h e general fund in 20 12 will be approximately $58,225
and th e savi ngs wi ll be $1 42,323 for a to tal sav in gs of $84,5% to the general f-,nd budget.
LIST OF ATT ACHMENTS:
Proposed Rcso l1111 on