HomeMy WebLinkAbout2008 Resolution No. 066•
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RESOL UTION NO . .kifa._
SERIES OF 2008
A RESOLUT ION AUT HORI ZING THE PR OV ISION~ OF THE COLLhCT IVE
BARGAINING CONTRACT BETWEEN THE ENGLEWOOD POLICE BE NEF IT
ASSOC IAT ION AND THE CIT Y OF ENGL EWOOD FOR THE YEARS 2009 AND 20 10.
WHEREAS . th e Eng lewood City Co uncil authorized ''The Coll ec tive Bargai nin g Co ntra ct
Between the Eng lewood Poli ce Benefit Association and th e Ci ty of Englewood fo r the Years
2007 -200 8"; by th e pass age of Reso lution No . 67, Series of 2006; and
WHEREAS , the Ci ty Co un cil of the Cit y of Englewood , Co lorai , authorized the "", he
Co ll ective Bargaining Co ntra ct Between the Englewood Poli ce Brn t-i \l Assoc iati on and the City
of Englewood fo r th e Years 2004 Throu gh 2006"; by the passagr : i Resol ution No. 35, Series
2006; and
WHEREA S, th e City Council of th e City of Englewood author ,,r.rl 'Tho Co llecti ve
Bargainin g Agreement " with the Englewood Poli ce Benefit Assoc:a tj,.n fo r the years 2004-2 005
by the passage of Resolution No . 74 , Series of 2003; and
WHEREAS, "The Coll ective Bargaining Agreement " which was authorized by Reso luti on
No . 74, Series of 2003 includ ed a pr vision for the negoti ation of 2005 sa lari es and health/dental
insurance in 2004; and
WHEREAS , th e City of Englewood and the Englewood Poli ce Benefi t Association ent ered
int o negot iations in May, 2008 in accordance with the Englewood City Home Rul e Charter ; and
WHEREAS , the members of the Eng lewood Pol ice Benefit Associa ti on dul y ratified , by a
m•jority vote, the Co ll ective Barga inin g Agreement ; and
WHEREAS , the signifi ca nt ch anges to th e contract arc :
I. A market adj ustm ent. based on the salary survey to be co ndu cted in the third quart er
of2008 will be made on January I, 2009 .
2. A market adju stme nt , based on the sal ary survey to be co nducted in the third quarter
of 2009 wi ll be made on January I, 20 I 0.
3. The City's co ntributi on to the Po lice Retirement Pl an will in crea se fro m 9% to 10%
of th e emp loyee 's sa lary . Th e emp loyee contributi on will also increase to 10%.
4. The maximum merit pay fo r ehgi bl c emp loyees will increase from $750 to $900
annua ll y.
NOW, THEREFORE , BE IT RESOLVED BY THE CITY COUNC IL OF Tl-IE CITY OF
ENGLEWOOD , COLO RADO, AS FOLLOWS :
Sc-ct ion I. The City Co uncil of the Cit y of Englewood , Colorado hereb y approves th e changes
to th e Co ll ec ti ve Bargaining Cont ract between th e Englewood Police Benefit As sociati on ano the
Cit y of Englew ood for the years 200 9 and 2010 , att ached hereto as Exhib it A.
• Secti on 2. The Mayor and lh e Cil y Clerk arc hereby aulhori zed 10 sign and a1tes1 lh e
Co ll ecti ve Barga inin g Co ntrac 1 be1ween lh e Englewood Poli ce Benefi t Associa 1ion and the Ci 1y
of Englewood, Co lorado.
AD OPTED AND APPRO VE D thi s 7th day of Jul y, 2008.
~ I 1,J....,Q.,= D
() Woodward , Mayor
I, Lou eri shia A. Ellis, City Clerk for _the City of Englewood , Co orado, hereby certify the
above is a true co py of Resolution No . w_, Series of2 8. ' • j, £
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CONTRACT BETWEEN THE
CITY OF ENGLEWOOD
AND THE
ENGLEWOOD POLICE BENEFIT ASSOCIATION
FOR THE YEARS 2009 -2010
This reproduction of the 2009 -2010 Contract has been prepared by the Human Re sources Dcpamnenr
for distcibu aon to all covered P uli ce o ffi cccs so that everyone will be aware o f the rights and benefits
contained herein .
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ARTrCLE 1
ART ICLE2
.\RTICLE 3
ARTICLE4
ARTICLES
ARTICLE6
ART ICLE 7
ARTI CLE 8
ARTICLE9
• ARTICLE IO
.'\RrICI.Ell
ARTICLE 12
ARrICLE 13
ART ICLE 14
ARTICLE 15
ARTI CLE 16
ARTI CLE 17
ARTI CLE 18
ART ICLE 19
ARTI CLE 20
ARTICLE21 •
P.l&E
D UR.'\TI ON OF CON TR.~CT ...... .. .............................................. 2
RE CO G NIT ION.................................................. . ................... 3
EMPLOYEE RIG HTS..... . ............................................................................... 4
SEN IORITY ............................................................................................................. 5
HOURS OF WORK .............................................................................................. 6
BrDDJNG PROCE DURE S FOR SHI FT ASSIGNMENT.. ........................... 8
SPEC IAL ASS IGNMENT .................. .
LAYOFF ................................................. ..
............................................... 9
................................... 10
CO MPENSATION ............................................................................................... 11
MERITPAY .......................................................................................................... 12
OV2RTIME WORK ............................................................................................ 13
CALL BACK ........................................................................................................... 14
STAN DBY ............................................................................................................... 15
CLOTHING ALLOWAN CE .............................................................................. 16
ANNU.<\L LEAVE .. .............................................................................. 17
HOLIDAY S ........................................................................................................ 19
ADMIN ISTR.\ TIVE LEA VE .............. . ............................. 20
FUNER.<\L LEA VE .............................................................................................. ?.I
PERSONAL LEAVE ............................................................................................ 22
SHORT TERM DISABILITY (SID) .............................................................. 23
WORKERS' COMPE~ISAT ION ................................................................... 25
:\RTI LE 22
ARTI C LE 23
. '\RTI C LE 24
ARTI CLE25
ART ICLE26
ARTICLE27
ARTICLE28
ARTICLE29
ARTICLE30
ARTICLE3I
INS L1R.\NC E ...... ............................................................................. 26
RETIREE HEALTH INSURANCE ASS ISBNCE.. .................................. 27
PENS IO . / RETIREMENT PL \NS .. ....................... 28
RULES .\ND REG UL ·\TIONS ....................................................................... 29
DUES DEDUCTION ........................................................................................ 30
ASSOCUTION ACT!VlTIES ............................ . .. ........ 3 1
LEITER OF CORRECTIVE .KTION ........................................................... 32
DI SC IPLI NARY ACTION ..................................... .. ........................... 33
G RI EVANCE PROCEDURE ......................................................................... 3<
EXCLUSIVENESS OF CONTR.\CT.. ......................................................... 36
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CONTRACT BETW EEN THE
CITY OF ENGLEWOOD
AND THE
ENGLEWOOD POLICE BENEFIT ASSOCIATION
"Thi s Contract entered into by the City of E ngle wo od, Colo rnd o , and the Englewood Police
Benefit Assoc iatio n ha s as its purpose the promotio n o f harmo nio us relati o n s between the City o f
Englewood and its employees, a fair and peaceful procedure for the re solution o f differences; the
establishment o f rates o f pay and hours of wo rk, and o ther conditio n s of employ ment muru:\lly agreed
upon.
Except where limited by expres s provi sions elsewhere in this Contract, n o thin g in this Con troct
shall be construed to restrict, limit o r impair the rights, p owers c.nd authority of the Ci ty aJ gra nted to it
by consrirurional prm·ision, statute, ordinan ce, charter or special act, the cxclush·e powL·11 du ty and
rights to;
A. Determine the overall mi ss ion of the C ity as a unit of government.
B. T o maintain and improve the efficient}' and effectiveness of C ity o peratio ns.
C. T o determine the services to be rendered, the operations to be performed, the
technology to be utilized, o r the matters to be budgeted .
D . To deternline the overall metho d s, processes , means, job classifications o r perS<.mncl by
whi ch C ity operatio ns arc to be conducted.
E. T o direct, supcnrisc, hire, prom o te, transfer, assign, schedule, retain o r lay-off employees.
F. To suspend, di sc ipline, disc h arge, and demo te fo r cause , all full-time pcm1ancnt
classified employees.
G. To rclic,·c employee s from duties because o f lack o f work or funds , or under u .,n<1iri ti~
where the Ciry determines continued work wo uld be inefficient o r no nproductive.
H . T o take whatever other actio n s mar be necess ary to carry o ut the wi shes o f the public
no r othcndse specified herein o r limited by a colle ctive bargaining contract.
I. To take any and all actio ns to ca rry o ut the mis sion of the City in cases o f cmcrgcnt}'·
J. oclung contained herein shall preclude the City fr o m conferring \\Oth its employees for
purpos es of dcvch.,ping policies to effectuate o r implement an y o f the above enumerated rights .
ARTI CL E I. D UR:\TION OF CONTRA CT
A. This Contract shall rake effect o n January I , 2009 and shall con tinue in fo rce 10 and
including December 3 I, 20 I 0.
B. Thi s Co ntra ct, or any part o f it, ma y be terminated or rcnegoc:.ated at any rim e by mutual
co nsent o f both parrie s.
C. If any article orsectio n of this Contract sho uld be held invalid b ) o pera ti on o f!aw or thr
District Co un, o r if complian ce with or enforcement of any article o r sccci oo shouid L..: rc str:tincd 1)]'
such Distri ct Court, the remainder o f this Contract shall no t be affected therd:,y and this C o ntract shall
remain in full fo rce and effect, and the parties shall promptly negotiate for the purpose o f attempting to
arri \,e at a mutually satisfactory replacement o f such article or sec ti on.
D . The parties agree and understand that pro,,is io n s relating to cmplor ce s covered by this
Contract sh'4-il in no way Wsplace or modify prc scm or future statut ory or case law o f the State of
C,,!o rado.
E . The parties acknowledge that during negotiati on s which resulted in thi s Contract had
th e unlimited right and oppo rtunity to make demands and proposals with respect 10 any subject or
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matter appropriate fo r negotiatio n di scussio ns and that the understmdings and agreements arrived at by •
the parties after this exercise o f that right and o pportunity are se t forth in this Contrac t.
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:\RTICLE 2. RECOGN ITIO N
TI1c City re cogniz es th e Englewoo d Police Benefit Associatio n :1.s 1h c cmpl o)'cc urg nmm on
certified by the City of Englewood as the excl usl\'e r1. prc scmativc for swon1 Poli ce cmpl oycc /i \1. 11h1n the
foll owing bargaining un11:
Includ ed :
Excluded :
All fuli -time, classified swo rn police officers be low the rank of Serge ant of the
Ci ry Police Department. (S ec City Charte r, Artjclc XV . 13 :2 M,(e)
@www .cngh:woodgov .oi:g /ftnance /code-intro ,brm)
All others .
.\RTICLE 3. EMPLOYEE RI G HTS
I. A full -time d ass ifi ed empl oy ee wh o is not a confiden tia l empl oye e, a mana gcrinl
employee, o r a superdsor shall have the right:
:\. To form, join , support or parti cipate in , o r ro refrain fr om fomun g, joinin g,
supporting, or particip atin g in any emp loye e o rga niz ati on or its L1wful acti,iries .
B. Bargain collectivel y thro ugh their certified employ ee representati,·e.
C. No employee shall be interfered with, re strained , coerced o r di scriminated
against bec ause of the exerci se o f these righ ts nor shall the righr o f an individual
employee ro discu ss employ ment co ncern s with the Ciry be infringed up on.
2. The Ciry and the Englewood P olice Ben efit Association murually agree that a fair and
impartial investigatio n o f o fficers is deemed appropriate and necessary . A wntten po li cy ha s been
dev eloped and included in the operations manual specifically address~,g the iss ue o f administrative and
crinunal investigations and employee rights. N o changes will be made in this policy without prior
consultation and review with association rcprescntative(s).
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ARTI CLE 4. SEi'i lORITY
For the purposes of this Contrac t, seniority shalJ be determined fir sr by length o f continuo us
fu ll -time scn·icc with the Ciry Poli ce Department nc cording to rnnk and second b}' length o f concinu ous
full-rime sen·icc wi th the Ciry Po lic e Dcparcmcnt fr o m the fir st date of hire , prodded the employee
successfull y comple ted :1 pro bnti o nnry peri od . In cases where two or mo re cmplo)rccs ha,·c the sam e
hire date , th e badge numb er as iss ued by the Dcporm,enr shaU estab li sh priori') o f posi tio n on the
seniority li st. Empl oyee s shall not continue to acc ru e seni o riry whil e laid o ff, and se nio ri ty will
terminate whr n an employ ee ha s been laid o ff for a period o f rwe h·c (12) mo nths 01 m ore .
.Afrcr an employee successfully compl ete s the probationary peri od, their nam e shall appea r on
th e seni o rity li sr as of the fir st dare o f hire .
The se ni o rity o f an employ ee shall tenninate under any o f the fo ll owin g conditi o ns:
• \X'hen a laid o ff employ ee fail s to give no ti ce o f the employ ee's imem m return to wo rk
within seven (7) cale ndar clays after the City has se nt, to the emp loy ee's last kn own addre ss
o n fiJe with the City, a ce rtified letter requesting the cmploye e1s rerum to w o rk .
• \Vhen the em pl oy ee gives no tic e bu t fails to rcrurn to wo rk within seven [7) ca lendar da rs
after the afore said letter has been se nt to the empl oy ee .
• \'(/h en the employee's rmploy ment with the City is tcnniuated for any reas o n .
• When an empl oy ee is on lea,·c o f ab sen ce as provided under Ardcle 22, Leave s o f :\bsence
(Without Pa y).
• If an emplo )1ee is ab sent fo r three (3) consecutive regular!)' sc heduled wo rking da ys witho ut
notify ing th e Poli ce Chie f or in=ediate supen•is o r prior 10 such three (3) da ys' ab sen ce
with out good ca use as de termined by the Poli ce Chief.
• Failure to re rum to wo rk after expira tio n o f a forma l leave o f absence.
• An emp loyee rehired but whos e ab sen ce from ( ,' empl oy ment was le ss than eighteen (18)
mo nths will have th eir prio r acc ru ed senio rity with the retirement plnn restored.
• :\n employe e rehired, but whose absence fr o m Ciry employ ment was less th an twelve (12)
mo nths will ha ve th eir pri o r accrued senio rity re sto red with regard to all o ther City benefits .
:\RTICLE 5. HOL'RS OF WORK
lhc Po lice Department shall observe office and workin g hours necessary fo r the cfficicnr
tran sactio n o f their re spective scn·iccs.
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.i\ wo rk week is a regular recurring period of I"-~ours in the fo rm of seven consecutive
24-ho ur periods. 111c workweek need not be lhc same as the calendar week . The
wo rkweek may begin on any day of the week and all)' ho ur of the day and need not be
the same for all employees.
B. Work Sc hedule
I . The work schedule for officers, including roll call and meal peri ods, shall con ·i;:
of five (5) eigh t (8) ho ur work days; four (4) ten (! 0) ho ur work days; or other
work schedule as determined by the Police Chi ef.
2. Any change in an officer's bid o r assigned sc hedule (s tarting time, quitting time,
scheduled da ys o ft) wil •s made in acc ordance with paragrap h C exce pt
sc hedule changes may be ·• de without notice if the affected officer agrees.
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The City agrees to review with Associati ot-. representatives is~ues and co ncerns regarding the •
method and possible compensation associated \\~th sc hedule changes.
C. Cha nging Work Schedules
The work sched ule may be changed by the Police Chief provided a minimum five (5)
days advance notice is given. \Vork schedules may be changed with out advance nocicc
in the case of emergencie s as determined by the Police Chief. When an employee's
work schedule is changed for purposes of training, special instruction, etc., the
supervisor shall make a rcason~ble effort to accommoda te the employee's intere sts
concerning the sc heduled change.
11,e need for an appropriate level of staffing is recognized b; the Ci ty for the purpose
of efficiency and safety . The Police Department will address this issue in Department
policy.
E. Meal Periods
O fficers shall be gran:cu .' ~aid meal peri od of thirty (30) minutes for each eight (8)
hour wo rk shift. Etrployees working a ten (! 0) hour work shift shall be allowed a paid
forty-five (45) minute meal period. An employee may conduct personal business during
the meal period. "!be meal period shall uc authorized and controlled b y the employee's
supe rvis or.
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Re st Peri ods
Employ ee s shall be gra nted a paid rest period no t"' exc eed fifteen (1 5) minutes during
approximately th e first o ne-half o f the employ ee 's r,:gular wo rk day and an additional
fifteen (15) minutes rest break app roximately in th e second o ne -half o f the wo rk day .
Re st periods shall be au tho rized and controlled by the employ ee's supervisor .
.\RT IC I.E 6. BIDDl:S:G PROCED L'RES FO i( SHI FT :\SS IGN~IENT
:\. Seniority ap pli ::ab lc to the scni o riry bid pr'lc css will be dc1c rmincd in acco rd ance with
th e w ral len gth o f continu ous , mploy mcnr as a Poli ce Officer \\·ir.h the City o f Engle wood. Pri or Ciry
cmpl oy mcnr in at.her th nn a Poli ce '.)ffi ccr cap aci ry will nm appl r to ward sen iori ty. Pro ba tionary
empl oy ee s will not be included in th e bi d proc ess.
Bjdding for Watches and Days Off
B. The senio rity bid syste m will be applica ble to perso nnel ass igned to the Parra l
Operati o ns Di,·i sion only, and will no t be auth orized in any other burea u or special :i ss ign mcnt .
The Patro l Operati o ns Di,·isio n comm and er will dc,·cl op and pos t a schedule pri or to each yea r
fo r a rwclvc-m onth peri od.
The bid process will begin after Octo ber I o f ea ch year and will be completed by Nov ember 30
of each y~ar .
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There will be a to tal o f five (5) non-biddable positio ns which shall co nsut o f tw o (2) non-
biddable positions on Watch I and three (3) no n-biddab le pos iti o ns o n Wa1 ch II , provided that an y new
pos ition(s) added 10 the Patrol Operations Division afre r January I , I 997, shall be no n-biddable
positi o ns, up 10 a maximum of nine (9) no n-biddable pos iti o ns in the division . The bidding process will
begin with the most senio r P o li ce Officer bidding 1he posiJons o f their cho ice. In the descending o rder
o f senio riry, each remaining Po lice Officer will have cho ice o f the remaining biddable positio ns .. \ll
specialized positions such as crime pr eve nti on o fficer, traffic officer, etc . will not be o pen to bid . The •
specialized ass ignments alo ng with any no-bid pos iti o ns o n a wa1 ch, will be in addi tio n to the biddable
posi tio n on eac h watch. Officers may reque st non-biddab le pos iti ons and an attempt will be made to
ac co mm odate them, but such pos iti ons will be assign ed at the di sc rcti n o f the division commander . If
an employee fails to submi1 a bi d in acco rd anc e wi rh the bidding procedure, the employ ee will relinquish
the opp orrunity to bid by seniority, and will be assigned at the disc reti on o f the Patrol Operati ons
Divisio n commander.
An emp loy ee in an o ther assignment, wh o is rc :i.ssign cd to the Patro l Operati ons Divi sion will
o cc upy the positi o n vaca ted by 1he employee they arc re placing. If other positio ns arc arnilablc, the
employee ma y request as signment to such pos iti ons , but mar only be ass igned at the di screti on o f the
Patrol Operations Di,·is ion commander. The offic er will then be allowed to bid at the nc xr bid proce ss.
It is further und ers tood th at should a sc hedule cha nge fo r un for eseen emcrg<.n cy circumstan ces arise,
o ftictr s ma y be ass i med by the Parrol O perati ons Dh·isio n command er fr om o ne shift to th e o ther to
handle whatc,·er cmcrg.::ncy situati on exists during the durntio n o f the emergency .
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• .'\RT! LE 7. SP EC IAL ASS IGNMENT
111c Departmcnr will maintain a wrinen proce ss for selection and scn;cc including performance
o f employe es fo , special assignments in the Police Opcracions Manual.
The Po lice Chief will cons ult wirh the A ssociatio n <egarcling any fu ture chaoges to the selccci o n
process.
.\RTI CLE 8. L\YOFF
\'(7he nevcr there is b ck o f work, la ck of fund s, o r under co ndi tio ns where the Ciry dcrc rminc s
conrinucd wo rk wo uld be ineffic ient o r no n-producci,·c d1 e app ointing auth ority shall de signa te the
posicions in whic h the layo ff is to be made.
The o rder o f layo ff shall be der ermined by th e Ci ty Manager o n the basis of the quality and
length of sen·ice provi ded by the employees in the affected areas. Q ualiry o f work will include th e
employee1s total employ ment rec o rd . This rec o rd includ es annu al pcrfo rm:,nce eva lu ations,
comrncndations1 disciplinary actions , ed ucation, training, et c. Any employ ee s who have not yet
achieve d permanent or regular statu s or who hav e le ss than rweh·e (12) month ~ of full -tirne employment
with the C ity shall be laid off fir st, regardless o f perfo rmance . Permanent omp loyces who are laid o ff
ha\'e the right ro be reemploye d as a police office r, in inverse o rder of layoff, provided that such recall
o ccurs within eighteen (19) mo nth s o f layoff and the employee concinues to meet the qualificarions for
that posi cio n . Laid off employees will stay o n the recall li st for eighteen (18) mo nths. In the event the
quality and le ngth o f sen~ce are equal, se ni o rity shall prevail. The recall list shall terminate after eighteen
(18) mo nths. If fin ancial conclicions warrant and at the cliscreci on o f the Police Chief, an employ ee,
recalled fr o m layoff to a class ificatio n lower than that l,eld at the time o f the layoff, may be moved up to
the highe st class ifi catio n pre,,ious ly held at an accelerated pace .
Employees shall not continue to accrue service credit, including senioriry, or be eligible for any
City benefits during layo ff. In the event o f a layoff, affected employ ee s will be given as much advance
notice as possible.
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:\RTI C LE 9. CO~IP E. S.HI O:s!
·nuough December 3 I 1 2008, the rate schedule: is :i.s shown bel ow .
Police Officer \I
Poli ce Officer TV
Police O fficer lIJ
Police Officer II
Po lice Officer I
Regubr Straight
Time Ho urlr Rare
S22.91
S24.36
S26.80
S29.47
S32 .41
B. The schedule in "A." abO\·e will be further adju sre d o n J anuary I , 2009 to reflect the 2009
"marker median" as detennincd b y the 200 8 Sa lary Sun,e)'· The "market m edian" will be based
upo n the 2009 median wage o f c;ther the top rate fo r the highesr ranking p olice officer o r m aximum
of the salary range for to p rankii,1 p olice o ffi cer (if the jurisdictio n uses ranges \"S. a flat rate) at:
Arvada, Aurora, Boulder, Commuce City, Denver, Greenwo od Village, Lakewoo d, Lirtlct o n,
Lo ngmont and Thornton. Tiae •·urv,y will be conducted in the 4,h quarter of 200P by the 1-'umon
Reso urces Department, with ro, co ncurrence of the EPBA. The City and the EP!,A ~-i ll meet by
November 1, 2008 to apprc,•:, ,c ,e survey and finalize the revi sed salary table for 2009.
C . The sch edule in "A." above will be further adjusted o n January I , 2010 to reflectthe 2010
"marker mcc!!a n" as dctcmlincd by the 2009 Salary Survey. The "market median " will be based
upoa the 20 IO median wage o f either rlie to p rate for the highesr ranking police offi cer o r max imum
of the sa lary cange for top ranking po li ce officer (if the jurisdiction uses ranges vs. a flat rare) at:
Arv.,da , Aurora, Boulder, Co mmerce City, Denver, Greenwood Village, L1kcwood, Littleton,
Lo ngmo nt and Tho rnto n. The sun•ey will be conducted in the 4,h quarter of 2009 by the Human
Reso urces Department, .,.;th the concurrence o f the EPBA. The City and d1e EPBA will meet by
Nm•ember I, 2009 to approve the survey and finalize the revised salary table for 2010.
TI1e wage increas e pro,·ided for Po lice O fficer 4th Cla ss through 1st Cla ss shall no r be
considered automatic, but rather based up on merito ri ous service. Said cla ss in crease may be granted
o r denied to an y individual Police O fficer upo n reco mmendati o n o t the Po li :c Chief and with the
approv,ll o f th Ciry Manager or dc signe e up on written noti ce to such ir.dividual Police Officer. TI1c
date in which the cla ss increase is approve d shall determine the ne w cla ss ann iversary date .
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.\RTlCLE 10. ME RIT P.~Y
. \. Each Police Officer I shall be eligible for merit pay in an amount det ermined by the
r ·li ce Chief, up to a total o f S900 .
8 . Such merit pay shall be ,warded in the exercise of th e ChiePs discreti on, bas ed upon
specific wrirtcn obje ctive and subjcccivc perfonnancc crite ria develo ped by th e Chief
and made anilable to employees .
C. Eligi ble employees wh o believe th ey me et the cri teria for such an award shall submit
applications to the Merit Pay Re,·iew Committee on o r before thirty (30) days prior to
the emp loyee'!-employment anniversary date. The Co mmin cc shall make a
reco mmendation to the Chief regardin g th e amount o f the merit p•y , if any, to be
aw arded to the employee. The amount recommended shall not exceed th e am o unt set
forth in Paragraph A, above. The Chief shall promptly consider and make a
dctcnnination as to each such recommendation.
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.\RTICLE 11. OVERTIME WORK
:\. E mpl oyees cm•crcd by this Contract shall be compensa ted at rime and one-half (I 1 /2)
the employee's regular hourly rate of pay for all assigned ho urs worked o,·er and abo ve
their regular DAILY work schedule.
B. O ,·ertime shall no t be pyramided, compounded or paid rwice for the sa me h o urs
worke d .
C. The Ciry retains the right to assign ove rtime work to any employee qualifi ed to perform
the work.
D . O,·crtimc a,·ailablc during a give n watch shall be offered on a voluntary basis to
uniformed officers working during the preceding or succeeding watch, as detennined by
the watch supervisor, in order o f seniority . If no officer accepts, the least senior officer
may be required to work the overtime, an accommodation may be authorized, or the
City may, at its discretion, call any officer in to work the overtime .
E . Employees who have worked overtime hours may ~kc rime off in lieu of overtime pay
upon mutual agreement between the employee and the employee's supen;sor. If there
is no mutual agreement, the employee shall be paid. Such time o ff shall be taken during
the pa y period in which it was earned and shall be paid in accordance wi th section A.
above. If the employee is unable to take such time off as a result of emergency or
unforeseen circumstan ces, the employee will be compensated at the overtime rate of pay
for such time .
F. Employees required ro attend firearm s qualification on their 0 :1 -du ry time will be
guaranteed two (2) hours overtim e pa y .
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ARTI CLE 12. CALL B.\CK
• \. An employ ee o n off-duty S11rus who is ca Ucd back to du11· sh all be crcdi1cd wi1h a
minimum of two (2) ho urs of pay at the rate of o ne and o ne-half {l 1/2) the cmploree's
regular houri)' wage rare .
B. An employee caUed back to work during the first two (2) houts prio r to the start o f d1cir
regular shift shall be pnid at the ov ertime rate for all hours acrunll y worked up to the
starring rime o f their regular shift.
C. Sh o uld any employee be required to te stify before any court or divisional adminisrrati,·e
hearing as a re sult o f his /her official duties with the Cit)•, the time spent b )' such
employee in provi ding s uch resrim o ny shall be considered to be wo rk rime . If such
appearance for testim o ny is at a time when the emplo yee would othctwa~c be off duty,
the employee shaU be paid as provided under Section A and B abo,•e. The employee
shaU pay to the City all witness fees, 2nd o ther compensation paid to the emplorce in
conjunction ...,;th so testifytng excluding mileage fees . An employee who is caUed for
wimess duty shall present to their supervis or the original summons or subpoena from
the court or at the conclusion of such duty, shaU provide a signed statement from the
clerk of the court, or other evidence indicaang the amount o f time his /her pers on w:as
required.
D . When an emplO)'CC is subp oenaed as a witne ss in private litigation to testify , not in
hi s/her official capacil)• but as an individual, the rime absent by rea son s thereo f shall be
taken as any accrued lc ~vc or leave without pa )', if all accrued le ave is exhau sted .
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.\RTI CLE 13. STAN DBY
Employ ee s ass igned to standby duty sh all be credited with two and o ne -half (2 'I,) h o urs o f p ay
at the m·errime rate o f p ay fo, each twenty-fo ur (24) hour period, during which they are o n standby.
E mployees assigned to standby for less than a twenty-four (24) ho ur concin uo us period shall be credited
with o ne (1) ho ur of pay at the overtime rate for each such ass ignment .
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ARTI C LE 14 . CLOTHI NG .'J.LO\X '.\NCE
:\. The City shall furni sh, or reimburse the cost of uniforms, mcluding leath er g<ar ,
ins i~c:. shoes and cl othing, required while o n duty, and shaH pa)1 all cos ts of maintenan ce, rep air and
cl ea ning thereof, provided that reimbursement o f suc h com shall not be tequired if appro,·al of the
Police Chie f is nor obtained in ad\·ancc . All emplo yees assigne d to no n-uniform positions for a period
of thirty (30) days or m ore and r.o t required to be in ur.iform during wo rk, shall recci,·e a monthly
cl othing allowance ofS!00. This all owance will be pa yable in a S1 200. lump sum on January I o f each
year but shall be prorated fo r employee s begin ning and terminating employment or the assignment to a
non-uniform position during the year. The employee shall be responsible for al! !0 S1 o r stolen items
identified ab o,·e, o r damage to the same, as a res ult of THE EMPLOYEE'S neglige nce or deliberate act.
B. The City will pru,·ide o n a replaceme:1t basis a high quality bullet pto-,f ,•est (flack
jacket). Replacement shall be made o nce every fi ve (S) years. or at such earlier rime as the City is
notified of any event or co nditi on rcndcnng such a ves t un safe for its intended purpos e. In the event of
specia.lized or customized vem, the City will pay the same dollar amount for th e City issued and
authorized vest with the employe e paying the differences in coSI.
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.\RT! LE 15. :\Nl'-L::\L LE:\\'E
Employees shall c:tm an nual le ave a1 th e followi ng r:ucs.
Length
H o urs illmm llil-UJlr
0-4 rears 96 5-9 yea rs 120 10-19 years 160 20 and above 170
"The earning limits for annual lea\'e shall be as follows:
Length of Service
0-4 years
9 years
10-19 years
20 and above
.1:12.i!n
192
240
320
360
.\. Annual lea,·e shall no r be gra11ted 10 any employee until after co mpletion of six (6)
months consecuth·e scn;cc with the Ci ty .
B. The sc hedule for use of annual lea ve shall be derennined by rhe needs of rhe
department. Annual lea,·e shall be tak en ar a time convenient 10 and appro,,ed by the Police Chief. (See
City o f Englewood Administrari,·e Policy 30, "Annual Leave", for further derail s.)
Annual Leave Pay
l11e rare o f annual leave pay shall be the employee's regular straight time hourly rate o f pa)' for
the employee's regular job. Annual leave shall be allowed only to the total h o urly amount accumulated
during the pay period in whi h the lea\'e is taken.
~Vork During Annua l Leave
If at'ter the employee has begun their .!l11ua) leave and cl1e C iry requires the employee to wo rk
during the scheduled annual leave period. the r.m,,l~, ·e shall he co mpen sa ted as foll ows:
A. 11,e employee shall be paid for all ho urs worked ar the m•crcirne rate:.
B. The employee shall no t be charged with a11nual lea,·e for the number o f ho urs worked .
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There ~hall be a one .week n l nimu rn n use of ann ua l le ave time, unles s otherwi se auth orized by
the Poli ce Chief or hi s/her design ated repre sentative. (E xc eption : !fall perso nal lca ,·c ha s been
cxh~ustcd and the employ ee is ill or in jured , annual leave ma y be subs ciru ~ed fr Qe rso nal lc:in:, and will
se n ·e as the elin1ination shift in order to access Sh on Te rm Di sabilitv. ln th, 1scan ce th e employ ee
musr noci fy hi s/her supcn ·isor one ho ur prior to the start o f hi s/he; shif1.)
Th e maximum use of annu al le a,·e shall be no grea ter than th e amount acc umul ated by the
employ ee during the pay period in which the leave is taken , and in no c,·cnt shall the annual leave
exceed four (4) con secutive wc :ks unless o therwis e authorized by the Po lice Chie f.
Annual Lea,·e Pay L poo Se para ti on
Any emplO)'CC wh o is separated from the service o f the City , i.e., retirement, termin ation (if
employee has completed six (6) month s of concinuous sen•ice wi th the City), o r layoff, shall be
compensated for the unused annual leave time accumulated at the time o f separation at the empl oy ee's
regular hourly wage ra te . Annual leave is not to be used to extend an er. .. 1ploy ee 's date o f se paration.
Bidding fo r Annual Leave
Each o fficer will bid o ne annual le ave , by seniority, for the year's period, January 1 through
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December 31 . Additional annual leave perio ds will be granted, o n a fir st requested basis , onl y after all •
senior;ty•bid annu al leaves have be en scheduled.
The bidding process fo r annual le ave will take pl ac e in November as sr hedulcd by the Uniform
Patrol Bureau commander after completio n of all bidding for watches and Jays o ff.
A nnual leaves arc expected to be scheduled in good faith b . · eac h employee and shall specify the
exact date s de sired .
Annual Jea,•e will be administe red at the di scretion o f the Police Chief or dc signec for pers onnel
assigned to any o ther Bureau (s).
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ARTICLE I C.. HO LID:\YS
:\. Offi cers as signed to the Uni fo rm Patrol Bureau shall be scheduled for one hundred (I 00)
hours of holidar time with pay at rhe &oc•eti o n of the Police Chief o r design ee .
Ho lida)'S will be bid afrcr all annual leave h 1~ been bid by scnior.ity, with an nual lca,·c taking precedent
ove r holidn ys. 11\c bid rime foe holiday s is the sa me time a!t annual le ave acco rdin g to the bid schedule,
except that an y holidays not scheduled or used by August I of rh ar year may be assigned.
B. Officers assigned ro the Investigative Services Bureau will be granred ninety-six (96)
ho urs of rim e off o n the regularly observed City nolidays. If a holiday falls o n o ne of rl1eir regularly
sc heduled days off, these employees will be give n an alterna te day off. These officers ma y also be
granted a "floating ho lid ay" opti o n. They may be allowed ro exc hange any of the bel ow listed holidays
for any o ther da y in the i•ear he/ she is normally sc heduled to work. Scheduling will be made with the
approval of the Police Chief or designcc.
Presidents' Day
Veterans Day
Friday after Thanksgi,·ing
Manin L11thcr King Day
Labor Day
Memorial Day
Christtnas Eve
New Y car's E,·c
C. If after the employee ha s b egun their ho li d.:y and the Ci ty requires the employee to work
during the scheduled ho liday period, the employee shall be compensa ted as follows:
I . The employee shall be paid for all hours worked at the overtime rare.
2. The employee shall not be charged with ho lida y rime for the number of ho urs
worked.
D. U pon mutual agreement of the employee and the Police Chie f or
designee, a maximum of fifty (50) ho urs of holid ay ti r •nay be cashed out for pay, in lieu of rime off.
At the employee's o ption, ten (10) ho urs o fho lid"'· oe guaranreed to be cashed o ut for employees
working ren (10) ho ur shifts and eight (8) hours t holi day rime shall be guaranteed to be cashed out
fo r pay, in iicu of rime o ff, for employees working eight (8) ho ur shifts . The rate o f pay shall be at the
cmplorcc's regular houtly wage.
E. When a new officer is hired , he /she recctves an initial pro rated holi day leav e balance .
\X'hcn an officer terminate s before the end o f the year, holida )' leave cash o ut will be prorated. If a
current officer does no t use all of his/her holida y le ave hr December 31 11 of a given year, the ,nuscd
portio n will be forfeited .
F. Holiday lea,·e will be administered at the discretion o f the Police Chief
or dcsignee for perso nnel assigned to any other Bureau(s) .
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ART ICL E 17. AD~ll:--:I STk:\T!V E LE.-\VE
Administrnti,·e le.-·e with pay may b e granted nn employ ee at the di sc reti on o f the Po li ce C hief
o r dcsignec . This leave is used when circun1 s tancc s require in the best intere sts o f t.hc City :ind / o r
employ ee that the employee sho uld tempo rarily be rclie,·ed fr o m duty.
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• :\RTI CLE 18. Ft:NERAL LEAVE
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11,e Police Chief shall ram lca,·c wi th pay ro an cmplorcc 10 atte nd the funeral o f a member of
the employe e's famil y. The number o f days granted shall be go,·emed by cl1c circumstances o f the case,
but in no c,·cnt shall they exceed seve n (7) calendar da ys. Fo r the purpose o f this secti on, 11cmplo yce's
famil y11 shall mean the employee's spo use, o r the chil dre n, grandchildren , parcnrs, grandparents,
brothers and sisters o f the employee or o f d,c employee's spo use .
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:\RT I CLE 19. PERS0:-1 :\L L E:\V E
Ml employees co vered by thi s Co ntrac 1 o n an ci gh1 (8) ho ur wo rk da y shall be grnnied 48
perso nal leave hours with pay and th ose on a rcn (10) hour work dar shall be granted 50 pe rso nal lea \·e
hours wi th pa y whic h an empl oyee is entitled to use fo r the fo llowin g purposes:
A. Employee 's own illne ss /injury
B. Illn ess /injury o f employ ee 's famil y
C. To arrcnd to p1:.tso nal busine ss
For any employee who has not used the 48 o r 50 pe rso nal lea1·e ho urs ending Octo ber 3 1 o f
ea ch year or any porti on th ere of, the City ,vill compen sate said employ ee fo r the unused time at th e
employee's wage rate to be paid during th e month o f November of that year . Per so nal leave tim e shall
not exceed the 48 or 50 hour s as designated ab ove nor shall it be accumulated or carried over fr om one
year to the next. Personal leave shall be scheduled and administered under the directio n o f the Police
Chief for personal business . In the event o f illne ss /injury in which perso nal leave is requested, th e
employ ee shall no tify their supervisor o r o the r perso n designated by d1e supervisor at least one (!) ho ur
prio r to their scheduled repo rting time.
Perso nal leave shall be prorated for employee s beginning and terminating employ ment with the
City during the N ovember I -O cto ber 31 time peri od .
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:\RTI CLE 20. SHORT TERM D IS:\BILITY (STD)
.\. .llifuilijQn
Upo n completion o f 90 day s of scr:vicc, STD leave is gra nred for non•scrYicc connected injurie s
(except as descri bed bel ow in section D .,2 .,b .) or illne sses o f an employ ee which prevents the employee
fr o m performing hi s/her duties as a C ity employ ee .
B. ~
The City agrees 10 provide SID leave with pay for emr.io)•ee., "bsent as a result of illness/injury
as follows:
9 I days-4 years
5-9 years
JO+ yea rs
347 hours
520 ho urs
693 hours
C. Accumulation and Re storation
STD leave shall not be accumulative except that o n January 1 of each year, the City shall restore
I 00% o f the number o f ho urs previously used by an employee as fo ll ows:
91 days-4 years
5-9 years
10+ years
up 10 a maximum of 174 h ours
up to a maximum o f 260 hours
up to a 1ru.ximum o f 347 hours
Such restoration shall continue each year until such rime as the employee accrues the maximum
number of hours for which he o r she is eligible under Article 24.B.
D. .l.1lilillti.2n
I . Upon completion of 90 days o f service, authorization for SID leave with pay
shall only be granted after the first shift o f di sa bility. The first shift of disability will be paid with the
cmpl o}1ec 's accumulated leave time in the foll owing orde r: pers on al leave, annual leave, holiday leave .
After all accrued le aves have been exhausted, r.he fir st shift of disability will be le ave without pay.
2. Autnoriza tio n for SID shall o nl y be granted for the following reaso n s:
a. Personal illne ss or injury nor se rvice connected , including maternity
related di sa bility.
b. Se r\'ice connected injury or illne ss o nly after the ninety da ys described
in Article 25, \'(lorkcr~' Compen sation 1 has been exhau sted .
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F. Rep orting of STD
The empl oy ee o r a member of the eniplorec's househ old shaU notify the emplorcc's supcn·iso r
at least o ne (1) ho ur prio r to the employee's sc heduled repo rting time, No STD leave \\-ill be granted to
an employee who fail s 10 notif)' the ir sup en isor prior to the beginning of the employ ee's wo rk sc hedule
unless circum stances bc)1o nd the co ntro l o f :he employee wo uld not permit.
G. V crificaci oo of Pi:sabiliQ'
If absence fro m wo rk is three (3) days o r more , a medical relea se must be p rovided to the
empl oyee's supe rviso r, who u-ill forward it ro Human Re sources for possib le Famil )' and Medical Leave
quali ficati on .
If the Police C hi ef requires a phys ician's statement of di sa bility in additio n to the o ne
menti oned above , th e City shall bear rcasomlblc and nece ssary costs required to obtain such ph }'s ician's
staremem .
H. Abu<e of SIP
An employee who makes a false claim for STD leave shall be subject to disci plinary action .
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:\RTI CLE 21. WORKERS ' CO~!P ENSA TION
.A.. For an)' on-the-job injury whi ch causes an y emplo yee to be absem from wor k as a re sult
of such injury, the C ity shall pay to such employee hi s /her full wages from the first day of hi s/her
ab se nce fr om work up to and including the 90th ca lendar day of such absence, le ss whatever sums
received by the employee as disability wage s under workers' compensation. After exhaustion of the
ninety (90) days if the employee is still di sabled, he / she can utilize lea,•e under the pro,•isions of Arcicle
24. The City re sm •cs the right to re9uire any employee o n injur)' or disability le a,·e to submit to an
<xaninacio n (s) b y City-appointed physician (s) at the City's expense or under the provisio n o f workers'
con1pensation o r the retirement /pension provisions as prO\rided under State Sta tute .
B. All injuries that occur during working h ours shall be reported to the employee's
s upen,isor within 24 hours of the injury o r before the employee loaves their department of employment
unless circumstances be)'ond the co ntrol of the employee would not permit.
C. During the term o f this Agreement, the C ity shall pay o ne -half (1 /2) of the state-
mandated contribucion for death and disability pursuant to § 31 -31-811 (4), C.R.S., for officers hired after
January 1, 1997 .
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:\RTIC LE 2~. IN S R..-\N C E
:\. MEDI CAL
The City will pay ninety percent (90%) o f the premiwn cost for "employee u nly"
coverage, eighty-five p ercent (85%) o f the premium cost fo r "employee plus o n e" coverage and
eighty percent (80%) of "family" co ,·erage fo r medi cal in surance. Empl oyees will pa y I 0%, 15%
or 20% of the premiu m cos r.
B. DE, TAL
The City will pay ninety perce nt (90 %) o f the premium cost for "employee only"
coverage, eighty-fi ve percent (85 %) of the premium cost fo r 0 employee plus one" cove rage an d
eighty percent (80%) of"famil y" coverage for dental insurance. E mployees will pay 10%, 15%
or 20% of th e premium cos t.
C. LIFE
Tenn life in surance will be prodded b y the City for employees covered by this Conn-act
in an amount equal ro one year's sa la.ry as specifi ed in A.rticle 9.A or B, Co mpen sa ti on,
whichever applies, no t to ex ceed S50,000.
D. Any dispute concerning the interpretation or application of benefits provided und<r the
h ealth o r denul plans sh all be subject to die plan appeal process. It is expre,sly understood that
this article is a non-gri eva ble item und er this Contract .
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ARTI CLE:. 23 RETIREE HE:\LTH IN L'R.AN CE .~SS ISTANCE
It is underst ood and agreed by both partie s that all)' referral 10 health in surance for retiree s or
future retiree s is no t to be construed as a pact o f thi s Contract. The City agree s to pay the retiree S75.00
per month for employ ees who recired o n o r before December 31, 1994; and SI00.00 per mo nth for
employees who retire o n oc after January I , 1995 .
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:\RT IC LE 24. P ENS ION /RET IRH IENT PL•\ 1S
EPB :\ members arc enroll ed in the ICMA -RC 40 l (a) ~lo nc y Purcha se Plan. Tiie Ciry
contributes I 0% o f hi s /her ba se wages int o the plan and the employee contributes I 0% o f his /her base
wage s int o rJ1 e plan .
The plan document fo r die City o f Englewood IC~H Retirement Corpo ration 4U I (a) Money
Purchase Plan is available fo r in spe ctio n in th e Department of Finance and Admini strari,·c Sc nricc s .
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.\Rll LI:: 25 . RU LES .\ND REGULHIO. S
:\. Except as limiter, by the exp ress rcrrns of this Contract, the City retains the right
to promulgate rrasonablc rules , regulations, poli cies, procedures and dirccth·cs. Said rules, rcguh. rions,
policie s, and p t t·c cdurcs and dirccth-cs which arc an aUcgcd violation o f this Contrnct shall be su bject m
the grie\·ancc proce dure.
D. The City agrees to meet and confer in a timely manner with th e ;\ssociatio n
concerning the fo nnulatir:1 of changes o f rule s and regulations, p olic ie s, procedure s and directives .
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ART ICLE 26 . DL.ES DEDL'CTI ON
:\. Th e City agree s ro dedu ct i.1,c Assoc iati on due s once c:tch pa y pe rio d fro m the pa y of th ose
empl oy ee s wh o indi,·idually reque st in writing tha t such dedu cti ons be made, subj ec t to the garni shmcm
bws o f the State of Colo rsdo . 11,e amo unts 10 be deducted shall be certifi ed 10 the City Directo r of
Hum an Re source s by the Trea surer o f the :\ssoci ari on, and the aggregate ded uctio ns of all em ploy ee s
shall be rem.irt ed together with an itemize d statement ro rhc Trc n~urc r by the 15th o f the succeeding
month , after such dedu ctio ns are made . Th e aurh o riz:1tio n shall be re vocab le durin g tl1c term o f th e
Contract, upo n a thirty (30) d ay written no ri cc by the empl oyee 10 the City Fi nance and Administtacive
Sc rvkcs Directo r.
B. If no wages are paid an autho rize d empl oyee on the last pa y period o f a 1~ven pay
peri od, deducti o n fo r that pay period will be made ft ,,m any wage , which may be paid 10 him /her o n
th e nex t succeeding final mo nthl y Cit y pay pcrio :l . It is expre ss ly understood th at the City as~umc s no
liabili ty and shall 0 0 1 be liable for the collection o r pa yment to th e .\ssociati o n of any dues during an y
time cliat an employee is no r actually wo rkin g fo r the City and actually o n the payroll o f th e City. In th e
cvenr o f error o n d1c check-off list, the City will no r be resp onsibl e to make adj us1m cnrs, ui i :i nti ficd
by th e Treas ur er o f the Associati on.
C. The Associatio n shall indemnify and ho le the City harmles s ag,inst anr and all claim s,
suits, orders, or judgments bro ugh r or issu ed agai'l st the City as a re sult of any action taken or no t taken
by th e City under the prm·isio n o f cl1is Article .
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D . Chang es in the dues amo unt to be deducted shall be limited to rwo (2) changes each •
ye.,r, and prm·i ded a thirty (30) da)' written no tice is provided the City Director of Human Re so urce s.
E. Sho uld th e change in the d ed uctio n amo unt o r method require a compu tcr progranuning
change, the Association sh•Jl be re spo nsible fo r th at cost o f s uch change o r changes, at S30 ~er ho ur
with a fo ur (4) ho urs ma xit 1um. Payment fr om the :\ssociati o n shall be made 10 th e Ci ty Director o f
Human Re sources within ten (!OJ da ys 're ceip t of billing .
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.\RTICLE 27. ASS O C LHION .\CT!VITIES
The City agrees that during wocking ho ucs on the City premises and without loss of pr.y.
Association repre se ntatfre s may be all owe d to: arrcnd i\ssociation-managcmem meetings; attend
negotiatio n se ssions; p ost Association notices o n Ciry designated bulletin boards; solici t Association
member ship s during employee'~ non-work rime ; and represent employees on grie,•anccs and di sciplinary
marccrs provided the work load pennits as determined by the Police Chief or de signated repre sentative
and requires no overtime pa y .
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A RTI CLE28. L E"ITER OF O RRI:::CTIVE ACT ION
.'\. Exa mp :~s f reaso ns that m~y result in :m ornl o r wrirrc n co rrective action arc li srcd
und e, Ciry o f Englew ood Administrari ,·e Pdic)' Ma nual, Po lic)' #25, ''Corre ctive and Di sciplinary
Acri rn", and the E nglew ood Po lice Department Opecarion Manual, Secrio ns 3.1, "Code o f Conducr"
and 3.2, "Disci pline ".
B. The emp loyee shal ' hav e the opp orruniry to submi t ,,·arten co mment s in re sponse to an y
wrincn co rrectit"c actio n whi ch is to be includc<l in the cmpl yce's officia l per so nnel file .
C. The empl oy ee retains the right ro reque st an admini strative rc,·iew o f any written
cocrecri,·e acrion which is ro be in c!uded in the employee's official personnel file . 1110 :<>oli cc C hief shall
d etermine thi s administrarive rcvi«v procedure. A rcprcsc nrari,·c o f the EPBA may be included in th;,
adminisuativc review process ~:: the employee 's requ est. \'(lritrcn findings of the this administrati ve
review shall b e place in the emplo yee's official personnel file .
D . This Article shall not be grievable under this Contract.
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ARTI C LE29 . DI SC IPLI N .~RY ACTI ON
Di sciplina ry •.u:ci o ns are rh osc per so nnel acti ons admmi srcrcd :1galJ'l ~: an empl oy ee for an
o ffcn si,·c act c r pw r jo b pcrforrna11ce, whi ch actio ns ad ,·er sd J' affe ct the current pay, current staru s, or
tenure o f the .nployee.
I . Disciplin ary acti•J n penalties include suspensio n, demo ti o n, and di scharge o f an
employee.
2. D is ciplinary actio n ma y be administered concurrently with corrective actions.
3. Rea sons for disciplinary action are defined under C ity o f Englewood Administrati,·e
Policy Manual, Policy #25, "Corrective and Disciplinary Action" and the Poli ce
Operations Manual: 3.1, "Code of Condud' and 3.2, "Discipline".
An employee shall be allowed at hi s/her discretion o ne (I) Associatio n representative to be
present during pre-disciplinary meetings. This prm~sion shall apply only when an employee desires the
assistance of an Association representative and o nly when the employee believes that disciplinary action
as defined ab ove may be taken against the employee .
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ARTICLE 30 . GRIEVANCE PRO CEDURE
A grievance is defined as an alleged viohttion concerning the interpretation or application of a
specific provision of this Contract. The employee and the Association shall be required to follow che
procedure as set out below.
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If che employee/ Association is unable to settle the grievance or dispute orally and informally
through his/her immediate supm,isor within seven (7) calendar days of the date of che occurrence of
the grievance, or the employee's knowledge of it, the employee may within the succeeding seven (7)
calendar days file a written grievance with his/her supervisor. The supervisor shall attempt to resolve
the matter and shall respond in writing to the employee within seven (7) calendar days. An Association
or geocnl grievance shall be presented directly by the President of EPBA or his desigoee to the Police
Chief.
If the grievance still remains unresolved, it shall be presented by the employee to the Police
Chief in writing within seven (7) calendar days following receipt of the supervisor's response. The
Police Chief shall respond in writing within seven (7) calendar days.
If the grievance still remains unresolved, it shall be presented by the employee to the Police
Chief in wtiring within seven (7) calendar days following receipt of the Police Chiers response. The
Police Chief shall respond in wriring within seven (7) calendar days .
If the grievance still remains unresolved, it shall be presented by the employee to the City
Manager in writing within seven (7) calendar days following receipt of the Police Chier response. The
City Manager or his/her designated representative shall respond in writing within fourteen (14) calendar
days .
If the grievance is still unresolved, the employee within fourteen (14) calendar days after the
reply of che City Manager or his /her dcsiguatcd representative, may by written notice request the matter
be heard by an arbitrator. If within five days of the request for arbitration the Association and the City
cannot muru.ally agree oo an impartial arbitrator, a request will be filed with the American Arritration
Association for a panel of seven arbitrators to be scot to the parties . The arbitrator shall be selected by a
method of alternative striking of names &om the panel, with the first strike determined by a coin flip.
The final name left on the panel shall be the arbitrator. The arbitrator shall be requested to issue a
decision within thirty (30) days after conclusion of testimony and argument.
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Eac h parry shnU be responsible for co mpen sati o n to its own rcprc sc macivc s and \\itnc ss cs. ·n1c
fees of the orbitraror shall be shored equall y b y the Association and the City. If either parry desires a
,·crbati m record o f the proceedings, it ma y cause such a rec o rd to be made , provided it pa ys for the
re co rd and makes copie s :wailab lc to th e arbi trato r. If the oth er parry wishes ro hav e a co py of th e
r.r:in sc ript1 it shall shar e eq uall y all cos ts of the tran sc ript .
Fail ure by an employee o r the Associ ati o n ro comply wi th any time limitation shall constirure a
se rclement o f th e grievance. Should th e employe r no r «spond within the p rescribed time, the grievance
will autom:1cically procee d to the ne xt step . At the emp loyee's opri o n, the emp loye r ma y be all owed
additio nal time ro res p ond.
Auth ori ~1 of Arbitrator
The arbir.ra tor shall have no power to add to o r su btract from or change the terms o f this
Contract, The w-.i tron d ecision o f the arbitrator shall be final and binding upo n the parties. The
arbitrator shall limit his/her decisio n striccly ro the grievan ce submitted which ha s been p roperly
processed through the grievance procedure o utlined .
Process ing Grievance Puring \Wo rking Hours
Grievances m,y be investigated and process ed by the employee and one (!) on-dury Associatio n
repre s,:marive at the empl oyee's reque st during working hours within reaso nable time limi ts with out loss
of pay pro,~ded n o tice is gi,·en and the wo rk Io,d permits .
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i\RTJCLE 3 !. E:XCLUS IYENESS OF CONTMCT
The Ciry and the Assooation agre e that th e rcnns and provisio ns here.in contained co nsti tut e the
entire Contrac t betw een the parries and su persede all previ ous communications, representatives o r
ngrccmencs, either verbal or writte n, be tween the pa rties with re spect ro the sub ject matter herein. 111 c
City and the Associ ation agree that all negotiable item s have bee n discussed during the negotiati ons
leading to this Contract and, th erefore , agree tha t ncgori ntions will not be reopened on any ite m during
the life o f thi s Contract except by mutual agreement of the parries .
IN WIT ESS WH E REOF, the parties have ca used thi s Contract to be signed by their
respective representatives, and their signa tures pla ced th ereon, on this ____ day o f July, 2008 at
Englewood, Co lorado.
CITY O F ENGLEWOOD
ATTEST:
Mayor
City Clerk
City Manager
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ENGLEWOOD POLICE BENEFIT
ASSOCJATJON
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CO UNCIL COMMLI !CATION
Date: Ag enda Item : Sub ject:
Jul\' 7, 2008 11 C ii Collective Barga ining Agree ment between
th e Ci ty and the EPB A for 2009 and 20 10
Ini tiated fl y:
r. uman Resou rces Department
I St aff So urce:
Sue Ea ton , D irector of H uman Reso urces -
COUNCIL GO AL A ND PRE VIOU S COU NCIL ACTION
The prev ious Coll ec tive Bargain in g Agree men t with th e En glewood Poli ce Be n efi t Associ ati o n was
approved by Council for 2007 and 2008.
RECOMMENDED ACTION
St aff reques ts that Counci l ad opt a Resolution ap p rovin g th e Coll ec ti ve Barg aining Agree ment
between th e Engl ewood Poli ce Benefit Ass oci ati on and th e City of Engl ewood fo r the years 2009
and 20 10. Th e co ntrac t cov ers approximately 55 em pl oyees .
BACKGROUND, AN ALYS IS, AND ALTERN ATIVES IDENTIFIED
Th e City of En glewood and th e Engl ewood Police Benefi t Associa ti on entere d into negotia tio ns in
M ay of 2008 in accordan ce with the City of Englewood Chart er. Th e memb ers of th e En glewood
Police Benefit Associ at ion duly ratifie d, by a majority vote, the Coll ective Bar gaining Ag ree m ent.
Th e sign ifi cant cha nges to th e contract are as foll ows:
1. A ma rket adjustment, base d on th e sa lary survey to be conducted in t h e third qu art er of
2008, will b e mad e on Janua ry 1, 2009.
2. A market adjustment, base d on th e sa lary survey to be conducte d in th e third quarter of
2009 w ill be made on Janua ry 1, 2010.
3. The City's contribution to the police retirement p lan will in c rease fro m 9% to 10% of th e
employee 's sa lary. Th e emp lo1,ee contrib ution will also increase to 1 0%.
4 . The max imum merit pay for eli gible empl oyees w ill in crease fr om $750 to $900 annu all y.
FIN ANCIAL IMP ACT
The fi nanc ial impact of th e ab ove chan ges cannot be fu ll y quan tified until th e comp leti on of th e
salary surveys men tioned in #1 and #2. The ra nge fo r 2009 wi!I be $1 77 ,645 to $220,694.
LIST OF ATTAC HMENTS
Resolution
EPBA Coll ec ti ve Bar gainin g Agree m ent for 2009 an d WlO.