HomeMy WebLinkAbout2005 Resolution No. 049•
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RESOLUTION NO . !fJ_
SERIES OF 2005
A RESOLUTION AUTHORIZING THE COLLECTIVE BARGA! ING AGREEMENT
BETWEEN THE ENGLEWOOD EMPLOYEES ASSOC IATION AND THE CITY OF
ENGLEWOOD FOR THE PERIOD OF JANUARY I, 2006 THROUGH DECEMBER 31, 2007 .
WHEREAS , the City Counci l of the City of Englewood authorized "The Co llecti ve
Bargaining Agreement" with the Eng lewood Employees Association for January I, 2004 through
December 31, 2005 , by th e passage of Resolution 68 Series 2003; and
WHEREAS , the City Council of th e Ci ty of Englewood authorized the sa lary provisions of the
Co ll ective Bargaining Agreem ent between EEA and th e City for 2005 by the passage of
Resolution No . 94 , Series of2004; and
WHEREAS , the City of Englewood and the Eng le wood Employees ·,ssociation entered into
negotiations in April, 2005 in accordance with the Englewood City Ho:11e Rule Chaner and th e
contract provisions; and
WHEREAS, the passage of thi s Resolutton will autho rize the provisions of the "Co lle ctive
Bargaining Agreement" between the Eng lew oo d Employees Association and the City of
Englewood for th e period 2006 and 2007; and
WHEREAS, significa nt changes to th e Contract include the following:
I. The percentage of health and dental insurance premiums paid by the City will be changed.
Previously the City paid the sa me pe rce ntage (85%) of premium; for all coverage levels. The
City co ntributi on beginning in 2006 wi ll vary according to coverage le ve l (90%, 85% or
80%).
2. The method by which the Ci ty calculates the maximum points of the pay grades wi ll be
changed.
3. The practice of adjusting wages whe n a position is reclassified will be eliminated except for
employees' wages that arc lower than th\! minimum point c· ·1he higher grade .
4. All wage increases , other th an those mentioned above, wi ll be based upon en1ployec
pcrfonnance as indicated by the pcrfonnance eva lu atio n score.
5. No base wage increases will be granted employees whose wages meet or exceed the
maximum point of their jobs' grades . They will be granted a one•timc , lu mp sum Merit Pay
award based upon performance as indicated by 1he perfonnancc evaluation score .
6. An additiona l paid holiday will be grant ed on New Yea rs Eve Day , increa sing the number of
holiday huurs from 88 10 96 .
7. The duration of the collective bargaining agreement will be from January I, 2006 through
December 31, 2007 .
WH ERE AS, the elected represe n1 ati ves of th e Englewood Empl oyees Assoc iati on dul y
ra ti fie d th e Co ll ec tive Bargainin g Agreem ent fo r 2006 and 2007 ;
NO W, TH EREFO RE , BE IT RE SOL VE D BY TH E CITY COUNC IL OF TH E CIT Y OF
ENG LEWOOD , COLO RADO, AS FOLLOWS :
Sec ti on I. Th e Cit y Co unc il of th e City ofEn glewood, Co lora do hereby app roves the
Coll ec tiv e Barga in ing Agree ment betwee n th e Englewood Em pl oyees Assoc iatio n and th e City of
Engl ewood fo r th e period of Janu ary I , 2006 through Dece mb er 31, 200 7, a co py of whi ch is
att ac hed hereto as Exhibit A.
Sec tion 2. Th e Mayo r and th e City Clerk arc he re by auth ori zed to sign and att es t th e
Co ll ec ti ve Bargaining Agre ement betwe en th e En glew ood Empl oyees Assoc iati on and th e City of
Englewood, Co lorado, for th e period of Janu ory I, 2006 throu gh Dec ember 3 1, 2007
ADOPT ED AND AP PROVED thi s 20th day of June, 200 5.
I, Loucri shia A. Elli s, City Clerk f 9'n the City ofE
the above is a true co py of Re so lution No . ::t:J._, Serie s o
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COLLECTIVE BARGAINING AGRE EMENT
BETWEEN THE
CITY OF ENGLEWOOD
AND THE
ENGLEWOOD EMPLOYr.ES ASSOCIATION
JANUARY I, 2006-DECEMBER 31, 2007
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ARTICLE I INTRODUCTION
ARTI CLE 2 DUR .,_ TION OF CONTRA CT 3
ARTICLE 3 RECOGNITION 4
ARTICLE 4 EMPLOYEE RIGHTS 5
ART ICLE 5 HOURS OF WORK 6
ARTICLE 6 OVERTIME WORK 7
ARTICLE 7 ACTING PAY 8
ARTICLE 8 COMPENSATION 9
ART ICLE 9 LONGEVITY COMPENSAT ION JO
ART ICLE JO ANNUAL LEA VE II
ARTICLE 11 PERSONAL LEA VE 12
ARTICLE 12 SHORT TERM DISAB ILITY (STD) 13
ART ICLE 13 WORKERS ' COM PE NSA TJON 15
ARTICLE 14 MILITARY LEA VE 16
ARTICL E 15 FUN ERAL LEA VE 17
ART ICLE 16 JURY DUTY AN D WITNESS SERVICE 18
ARTICL E 17 HOLID AYS 19
,TICLE 18 UN IFORM CLEANING ALLOWANCE 20
ARTICL E 19 TUITION REIMBUR SEMENT/DEGREE AC HIEVEMENT 21
RE COGNITION
ART ICLE 20 LI FE INSURA CE 22
ART ICLE 21 INSURANCE 23
ARTICLE 22 RET IREE HEALTH INSURANCE 24
ARTI CLE 23 PENS IO N/RET IREMENT PL A s 25
ARTI CLE 24 LAYOFF 26
ART ICLE25 LEA VE OF ABS ENCE (W ITHOUT PAY) 27
ARTI CLE26 GRJ EV ANCE PRO CEr:iJRE 28
ART ICLE2 7 WRITTEN CORRECTIVE ACTION 30
ARTI CLE28 DUES DEDUCTION 31
ARTICLE29 ASSOC IAT ION ACT IVITIES 32
ART ICLE30 STANDBY PAY 33
ARTICL E3 1 CALL BA CK 34
ARTICLE32 LABOR MANAG EMEN T COMMITTEE 35
ARTICLE 33 EXCLUS IVENESS OF CONTRACT 36
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CO NTRACT
BETWEEN THE CITY OF ENGLEWOOD
AND THE
ENGLEWOOD EMPLOYEES ASSOCIATION
ARTICLE I. INTRODUCTION
This contract entered into by the City of Englewood, Colorado , and the Englewood
Employees Association has as its purpose th~ promotion of harmonious relations between the City of
Englewood and its Employees , a fair and peaceful procedure for the resolution of differences ; the
establishment of rates of pay and hours of work , and other conditions of employment as set out in the
City Charter.
Except where limited by express provisions elsewhere in this contract , nothing in this
contract shall be construed to restrict , limit or impair the rights , powers and authority of the City as
granted to it under the laws of the State of Colorado and the City's Charter and Municipal Code . The
rights , powers , and authority includ e, but are not limited to , the following:
A. To determine the overall mission of the City as a unit of government.
B. To maintain and improve the efficiency and effectiveness of City operations .
C. To determine the services to be rendered , the operations to be performed , the
technology to be utilized , or the matters to be budgeted .
D. To determine the overall methods, processes , means .job classifications or personnel
by which City operations are to be co nducted .
E. To direct , supervise , hire , promote, transfer, assign , schedu le, retain or lay-off
empl oyees .
F. To suspend , di scipline, discharge , or demote for just cau se, all full-time pem :anent
cl ass ified employees .
G. To reli eve employees from duties because of lack of work N funds , or und er
con diti ons where the City determines continued work would be inefficient or nonproductiv e.
H. To take whatever other actions may be necessary to carry out the wishes of the public
not otherwise specified herein or limited by a collective bargaining contract.
I. To take any and all actions to carry out the mi ss ion of the City in cases of emergen cy.
,. ""•;•, """;""' "";" "'" ""'''' "'c;,"'"' ""'"""' "'• ;,. """""' fo, >-,.m ofd~olo>•g ,O/;,;~" off"'~• o, ""''""'"' My of 1/, oho,, o,~ .... , ""'"· •
r,,, c;., """' "',;,,," '"'"" "Y ,,.,, '"'""-;,~, • ,;,,., •• ,,.;, """"'
fu .. '"''", ,,.,, '"""' 0 "'"'' 10 b. ~"8<d by•• c;,y """"'"'.,,._, d;,_,.,, ..
"••-Em""y,o, A ... ;.,;,. w;u s, p,o,;<kd -~bk Wri>10, "";" of ... ,. ...
,,.,., n. ,;,,,._, Emp1,,.., "-,,;,. """" •• ""'' • sri•• °'Y ,,.,,. " ""'" which is in violatio n of this co ntracr.
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ARTICLE 2. DURAT IO N OF CONTRACT
A. This contrac t will take effec t on January I , 2006, and shall co ntinue in force to and
includin g December 31, 2007 .
B. This co ntract or any part of it may be terminated or renego ti ated al any time by mutual
con se nt of both parties .
C. If any article or sec tion of this r,ontract should be held invalid by operation of law or
any Co urt of competent jurisd iction , or if compliance with or enforcement of any article or sec tion
should be restrained by $UCh Court , the remainder of this contract shall not be affected th ereby and
thi s contract shall remain in full force and effect, and the parti es shall promptly mee t and negotiate
for the purpose of attempting to arrive at a mutually satisfactory replacement for such article or
sec tion .
D. The parties agree and understand that provisions relating to employees covered by this
contract shall in no way displ ace or modify present or future statutory case law of the State of
Colorado .
E. The parties •.cknowledge that during negotiations which resulted in this contract, each
had the unlimited right aad opportunity to make demands and proposals with respect to any subject
or matter appropriate for contract negotiations and that the understandings and agreements arrived at
by the parties after thi s exercise of that right and opportunity are set forth in the contract.
ARTICLE 3. RE COGN ITION
The Ci ty recogni zes th e Engl ewood Empl oyees Associati on as the so le organ izati on certified
pursuant to the pro visions of th e Chart er of th e City of Englewood as the exclu sive representative for
th e public empl oyees within th e following barga inin g unit:
Included : All fuil-time , classi fi ed emp loyees of th e City.
Exc lud ed : All supe rvisory, mana gerial , confidential, part-tim e, tempo rary , and
contractual employees , an d all empl oyees hired through the use of Federal , St ate or other outside
funding so urc es for special proj ec ts or programs , and all others who may be det ermin ed pri or to or
during the life of this co ntract as provid ed und er the City Charter .
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ARTICLE 4. EM PLOY EE RIGHTS
A full-time classified emp lo yee who is not excluded per Article 3. (Recognition) of this
contract sha ll have the right:
A. To form, join , support or part1c1pate in, or to refrain from forming , joining,
supporting , or participating in the employee organizatio n or its lawfu l activ iti es; and
B. Bargain collectively through their ce rtifi ed employee representative.
C. No employee shall be interfered with, restrained , rnerced or di scrim in ated against
because of the exercise of these rights nor shall the ri ght of an individual employee to dis cuss
employm~nt concerns with the City be infringed upon .
ARTICLE 5. HOURS OF WORK
All departmenl 5, fun cti ons or activi ti es shall observe omce and work ing hours nece,,a,y for
th e cmcie nt tran sac ti on of th e ir respective services.
A. All employees covered by thi s con tract shall work at leas t forty ( 40) hou rs per wee k.
The "·ork week shall co nsist of five (5) eight-h our shi fts , or oth er wo rk sc hedules as determined by
th e d,·p,1 rtment director per th e "Modified Workweek Sc hr.du les" policy. All em pl oyees shall be
schect led to wo rk a regular wo rk sc hedule and eac h shift shall have a regular startin g and quittin g
tim e. Should the work sc hedu le be changed, affecte d empl oyees wi ll be notifi ed 24 hours in advance
Pxcep t in th e case of an emerge ncy as determined by the department directo r.
B. Employees shall be ent itl ed to two (2) paid rest periods not to exceed fifteen /15)
n1i,,:Jtcs or one (I) thir ty (30) minut e rest period for each shi fl wo rked . Res t periods shall be urcer
th e co ntrol of th e sup erviso r or department director.
C. When possible, emp loyees who work beyond their regular quitting tim e into an
overt ime situati on will be eligible for a fiflec,1 (15) minute rest period before they begin the overtime
work. Wh en poss ible, addit iona l rest periods will be gran ted und er th e control of the su pervisor or
department director :im'l ar t.:: · ,,st peri ods granted under subpar agraph B. abo ve.
D. When :·.ces~i.f}, ~mployees shall be gra nt ed a fifteen ( 15) minute perso nal clean-up
period pri or to the enu of e.~n shift . The clean -u p period shall be under the co ntrol of the supervisor
or department director.
E. All empl oyees will be granted an unp ai d lunch period during each shift . As a normal
occ urrence , th is lun ch break wi ll comme nce between the beginning of the third hour and th e
begi nnin g of the sixth hour of the shift . An empl oyee and superviso r may agree to waive thi s time
limit due to work related or persona l issues .
See Ci ty of Eng le wood Ad mini strative Policy # 2, ''H ours ofWork/O\'erti me", and Policy #3,
"Meal Breaks", for furt her clarification.
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ARTICLE 6. OVERTIME WORK
A. For all emph,yees covered by thi s contract , except as specified below, duties
performed over and above the a1signed work schedule sha ll be considered ove:-time. Overtime shall
not be computed nor compensation allotted on previousl y acc med compensatory time .
B. FLSA non-exempt (hourly) employees shall be compensat ed for overtime work at the
rate of one and one-half I I -1 /2) times th e normal pay rate or compensatory time off, computed at the
rate of one and one-half ; I 1/2) time s.
The City retaitis the ri ght to assign overtime work to any employee qualified to perform the
work .
ARTICLE 7. ACTING PAY
All persons appointed ,o an acting position , at the so le discretion of the Director, will be
compensated at the minimurr rate of th e acting po sition pay range or 5% above the employee's
current rate of pay , whichever i~ greater. The employee must be in an acting capacity forthiny (30)
consecutive calendar days before said employee becomes eligible for acting pay. Such pay will be
retroactive to the fir st day the employee assumes the responsibility of the position.
Se e City of Eng lewood Administrative Policy Manual , Policy #1, "Acting Pay" for discussion
of acting pay for positions not covered by this contract.
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ART;CLE 8. COMPE SAT IO
The City's pay phil oso phy is to po siti on the ma,im ums of EEA pay gra des at the median of th e
maximum s of the market.
A. RECL ASSIF ICAT ION OF PO SITIONS
If a job is rec 11ssificd to a grade hi gher th an it oc cupi ed pri or to th e Sa lary Survey (as defined in
th e Co mp ensa ti on and Classification Plan document) th e in cumbent's pay wi ll rema in the sa me
until hi s/her next Perfom1ance Eva luati on. If howeve r, the empl oyee 's pay at the time of
reclass ifi ca ti on is below th e minimum of th e new grade ran ge, it will be brought to th e minimum
of the new grade range r rior and in ad dit io n to any in crease based up on th e Perfo rman ce
Eva lu ati on sco re as desc, :ued below.
B. WAGE l'N CREASES
Employees whose wages are below the maximum point of th eir grade range are eli gible for a
ba se pay building deve lop ment al in crease, fr om 3% to a max imum of 5%, afte r six (6) month s of
empl oymen t and on their annu al eva luati on date thereafter. An employee's increase perc en t is
base d on the score received on hi s/he r Performance Eval uati on, not to exceed the maximum of
th e grade range.
Employ ees who have progre sse d throu gh the deve lopmental zo ne and reached the maximum of
th eir grad~ range will no longer be eligib le for base pay building increases. They will, howeve r,
be eligib'.e for a one-time , lump -sum , Merit Pay award. The Merit Pay award is based on th e
sco re reteiv ed on the emp!Jyee 's Performance Eva lu ati on.
Empl oyees in the devel opm ental zo ne whose evaluation sco res wou ld raise th eir pay above the
max imum of th e range , wi ll be give n base pay in creases to the max imum of the grade ran ge on ly .
Any add iti onal award will be non base bu ild ing and award ed in th e form of Merit Pay.
Note: Regardle ss of th e Total Score on the Performance Eva lu ati on, no pay increase or Merit
Pay award will be gra nt ed if an emp loyee is on a Performance Impro ve ment Pl an in any area .
Once the co nditi ons of the PIP have been met , th e emp loyee will receive the appropriate
increase , retroac ti ve to the PIP co mpl eti on da te.
C. A change in the e,·aluati on date will result when :
(I) The c. 1ployee is on leave with ou t pa y. (Sec Artic le 27.) Leave of Abse nce
(W ith out Pay)
(2) The emp loyee tcm 1in ates hi s empl oymen t and later is reemployed . The new
eva lu ati on date shall he detennin cd by his new employment date .
Funda men tal changes to the above will be made onl y with prior co nsu lt at ion and review with
assoc iat ion rep res enta ti ves .
ARTICLE 9. LONG EVITY COM PENSAT ION
Effec ti ve Janu ary I , 1984, and th ereafte r, all new hires shall not be eligibl e fo r longevity
co mpen sati on as pro vi ded fo r under thi s Anicle. In ad diti on to an empl oyee 's monthl y sa lary , the
empl oyee shall be eli gib le fo r longev ity co mp ensa ti on based upon th e number of ye ars of co ntinu -u~
serv ice with the Ci ty and shall be deri ved from the fo ll owing sc hedul e:
Yrars of
Service Amount of Co mpensati on
15-19 $36 per month for $432 per year, except for tho se employees who have not
completed 16 full years of co ntinuous service on De ce mber I of any year,
which employee shall rece ive $288 plu s an amount equal to S 12 for each full
mo nth of completed continuous service after completion of 15 years of
se rvice up to December I .
20 or more $48 per month for $576 per year, except for those empl oyees ,,i,., hi. . e 'lot
comp leted 21 full years of continuous service on December I of ..,,y ).::ar,
which employee sha ll receive $432 plu s an amount equal to $12 for each full
month of completed continuous service after compl etion of 20 years of
continuous service up to Dece,nber I.
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ARTICLE JO. ANNUAL LEA VE
Empl oyees hired after Janu ary I, 1984, and cove red by thi s co nt rac t shall earn annua l leave
eac h pay period as fo ll ows:
Le ngt h o Hours per Hours per Earning
Service Pay Period Year Limits
I. 0-4 Years 3.08 80 160 Hrs.
(thru 48 mos.)
2. 5-9 Years 4.62 120 240 Hrs .
(49 thru 108 mo s.)
3. JO+ Years 6.15 160 320 Hrs.
(109 + mos .)
Accumulation of annual leave shall neith er be authorized nor computed for any purpo se after the
maximum earning limit has been reach ed.
The sche.dule for use of annual leave shall be determined by the needs of the department.
Annual leave shall be taken at the time convenient to and approved by the department dire ctor or
supervisor . However, the City wi ll make reaso n~ble efforts to accommodate the req ue st of an
employee to use annual leave where a genuine emergency situation exists .
Annual Leave Pay
The rate of annual leave pay shall be the employee's regular straight time hourl y rate of pay
for the employee's regular job. Annual leave shall be allowed only to the total hourly amount
acc umulated up to and during the pay period in which the lea ~ is t•.ken .
Work During Annual Leave
If, afte r th e employee has begun his/h er annual leave and th e City requires the employee to
work durin g the sc hedul ed annual leave period , the emplo yee will not be charged with vacati on tim e
for the number of hours worked.
How Charged
An nual lea ve fo r employees excludes regular days off.
Annu&I Leav e Pay Upon Se para tion
When an employee terminates employment with the City , they will be compensated for
unu sed annual leave earned as of the date of separation . Annual leave is not to be used to extend an
employee's date of se paration .
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ARTICLE 11. PERSONAL LEAVE
All employees covered by thi s contract shall be granted 48 hours of personal leav~ time with
pay which an emp loyee is enti tled to use for th e following purposes :
A. Emp loyee 's own illness/injury
B. Illnes s/injury of empl oyee's family
C. To attend to perso nal business
For any em ployee who has not used the 48 hours of personal leave time ending October 31 of
eac h year or any portion thereof, the City will compensate sai d employee for the unu sed time at the
employee 's regular wage rate to be paid durin g the month of November of that year. Personal leave
time •ha ll not excee d 48 hou rs nor shall it be accumulated or carried over from one year to the next.
Personal leave shall be scheduled and administered under the direction of the department director or
superviso r. In the event of illne ss/injury in which personal leave is requested, shift work employees
shall notify their supervisor at least one (I) hour prior to their scheduled reporting time. Personal
leave shall be prorated for employees beginning and terminating employment with the City during
the Nove mber I-October 31 time period .
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ARTICLE 12. SHORT TERM DISABILITY (STD)
(Forme rl y Temporary Disability -Non Job-R elat ed)
Shon term disabil ity (STD) granted for non-serv ice connected injury or illne ss of an
empl oyee with at leas t nin ety (90) days of serv ice with th e Ci ty, whose disability prevents the
emp loyee from performing his/h er duties . STD is paid at 100% of the employee 's regul ar hourly
rate.
Th r. Cit y agrees to provide employees covered by this contract STD lea ve with pay for
employees absent as a re sult of illne ss/injury as foll~•.,s:
9 1 days-4 years
(thru 48 mos.)
5-9 years
(49 thru 108 mos.)
10+ years
(109+ mos.)
34 7 working hours
520 working hours
693 working hours
STD leave sha ll not be accumu lative. January I of each year the City shall restore 100% of
the number of hours used by an employee during the preceding year as follows:
91 days-4 years
5-9 years
I0 +ycars
Utili zation
up to a maximum of I 73 working hours
up to a maximum of 260 working hours
up to a maximum of :,4 7 working hours
A. Authorization for STD leave with pay shall only be granted after the first normal daily
shift of disability. The elimination shift to access STD sha ll be take n and paid in the following
order: persona l leave , annual leave, compen satory time. If all accmed leave s have been ex hausted ,
the elimination shift shall be taken as leav e witho ut pay .
B. Autho rization for STD shall only be granted for personal illness or injury, not serv ice
connected , in cluding mote mity related disability.
See City of Englewood Ad lll ini strati ve Polic y #31 , "Family and Medical Leave Act
(FMLA)".
Sick Leave Option
All sick leave accmed by permanent emp loyees pri or to January I, 1980 shall vest wi th the
employee, and may be used in the following manner :
A. After exhausting STD hours.
B. By cashing in all ace med sick leave accumulated under the previous plan upon normal
retirement from the City at the rate ofone hour's pay for each two hours of acc ru ed sick leave or one
hour's pay for each four hours upon separat ion from the City.
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C. By cas hing in accrued sick leave, once eac h year at the co nv ersio n rate of four (4) •
hour s sick leave for one (I) hour pay , not to exceed a co nvers ion of more than ~00 hours each yea•.
Reponing of STD
The employee or a membe r of th,: emJil oyee's house hold sha ll notify the emp loyee's
supervis rat least one hou r prior to the empl oyee's sc heduled repo ning tim e. No STD lea ve wi ll be
gran ted to an employee who fai ls to r u:ify th eir superv iso r pril'r to th e beginning of th e employee's
"'ork shi ft.
Verification of Di sabi lity
If absence fro m work is three (3) days or more , a medical rel ease must be provided to the
employee's supt:rvis or, who will forward it to Human Resources for possible Family and Medical
Leave qualific ation.
Abuse of STD
Abuse of STD occurs when an employee misrepresents the actual reason for requesting STD
or when an employee uses STD leave for unauthorized purpos es. An employee who mak es a fal se
claim for STD leave shall be subject to di sc iplinary action up to and including termination .
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ARTICLE 13. WORKERS' COMPENSATIO
A. For any on-the-job injury which causes an employee to be absent from work as a
result of such injury , the City shall pay to such employee hi s full wages from the first day of his
absence rrom work up to and including the 90th calendar day of such absence, less whatever sums
received by the employee as disability benefits under workers' compen sati ,,. The City require. any
emp loyee on workers' compensation to submit to an exumination(s) by City-appo inted physician(s)
at the City's expense or under the provision of workers· co mpen sation . The employee will not be
charged personal leave , annual lea ve, short -term disability or sick leave (if app licable) for disability
under this Article.
B. All workers· compensation injuries shall be reported to the employee's supervisor
within 24 hours of the injury or before the employee leaves their departm ent of employment.
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ARTICLE 14. MILITARY LEAVE
The au th ority for thi s po lic y is derived fr om the provisi ons uf1h c Uni formed Se rv ice s
Empl oyme nt and Reemployment Right s Ac l of 1994 (USE RRA ) and Sec ti on 28-3-60 1 C.R .S.
th ro ugh Sectio n 28-3-607 C.R .S.
The City is ob li gated to grant military leav e witl1 out loss ofpa) fo r ah scncc s 11 0 1 c:-.cc•~di,1;
fifteen ( 15 ) da ys in any ca lend ar yea r. Fiftee n ( 15) da ys equate s 10 fifkcn 8-hour da y,. or 12n 111 ..
The Cit y cannot require an cn,pl o) cc 10 use annua l leave for such purp ose . The cmp l" ec 111.1y.
howe ver, request use of vacati on, compe nsatory tim e. or le ave with out pu) 10 :--upp lc mcnt :.~~c ncc ..
exceeding th ose covered by th e fifteen ( 15) da y mil itary leave all owan ce .
Military le ave of ab sence will re sult in no loss of any co ndit ion ofcmp ln)menl th at """Id
hav e normally occ urred if the empl oyee had not been absen t fo r such purp ose s.
Empl oyees are re sponsible for providing their department direct ors co pie s of u:I military
orders that will re sult in a lea ve of absence fo r active mil:.ary duty. Empl oyee s arc al so rc,1u;re.d tG
noti fy th ei r supervisors at the earliest poss ibl e date urx,n ·, arning of sc heduled militcry dut y.
Empl oyee s wh o fail to return to work according hl the provi sions of USER RA r.nd ection
28-3 -601 C.R.S. through Secti on 28-3 -607 C.R.S. arc suh_iect to disciplin ary ac tio n up to and
includin g terminati on.
Employee s mu st remit to the City any pa y received by th e military for th e period of time th e
employee is on paid military lea ve . Thi s remitt ance shall occ ur immedi ately upon receipt of the
military pay (i n in stance s that the milit ar; pay is greater than the empl oyee 's Ci ty pay. the empl oyee
ma y elect to fo rego Cit y paid military le ave).
The City will make a reasonable effort to adjus t wor k sc hedules and ass ignm en ts to
acc omm odetc employe es fulfilling milit ary ob ligati ons.
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ARTICLE 15 . FUNERAL LEAVE
Fu ll-tim e emp loyees are eli gib le for up to forty (40) hours of funeral leave . Annual or
persona l leave may be req uested if additio nal tim e off is necessary. Fun era l leave ap pli es to
members of the empl oyee 's fam il y. For purposes of this po li cy, "Em pl oyee 's Fam il y" will mean
the empl oyee's spo use, or the children , grand children , pare nt s, grandparen ts, brothers , and sisters
of th e empl oyee or of the empl oyee 's spouse .
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ARTICLE 16. JURY DUTY AND WITNESS SERVICE
Leave will be granted to an employee call ed for jury duty or to appear as a witness in
his/her official capacity in obedie nce to a subpoena or direction by legal au1h ori1 y. The empl oyee
will rece ive their regular salary for jury duty served. Any jury pay will be rcbburscd 10 the Cit y.
The employee may retain any re ,m bursemer.ts for mileage and parki ng . Empl oyees on jury duty
or called as a witness in their official , City capacity will be expected to work us much of their
regularly scheduled workday as th eir jury duty schedule or appearance in court permits .
When an employee is subpoenaed as a witness in private litigation to testify , not in hi s
official capacity but as an individual , accumulated leaves will be used to cover the time absent.
All accumulated leaves must be exhaustaj before the time absent can be taken as leave without
pay.
Employees will not be paid overtir: .• ')r earn compensatory time for time served as a juror
or a witness. Overtime is computed on hours actually worked over forty ( 40) hours at the
assigned job.
An employee must return to work after being excused from jury duty if there are more
than two (2) hours left in their regularly, scheduied workday .
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ARTICLE I 7. HOLIDAYS
A. Th e fo ll owin g days shall be co nsidered o ffici al holid ays by th e City and all emp loyees
covered by th is contrac t shall be entitl ed to ninety-six (96) hours of holiday pay :
I. New Year's Da y: January I.
2. Manin Luther Ki ng Day : the third Monday in Janu ary .
3. President 's Day : the third Monday in February.
4. Memorial Day: th e las t Monday in May.
5 Ind epende nce Day : Jul y 4.
6 Labor Day: the fir st Monday in Se pt embe r.
7 Veteran's Day: Nove mber 11.
8. Thanksgiving Day : the founh Thursday in Nover,1ber.
9 Founh Friday of Nove mbe r fo ll owin t Tnank sg ivin g Day .
10 Christm as Eve: December 24 .
11 . Chri stma s Day: Dece mber 25.
12. New Year 's Eve Day: Dec ember 31.
B. Any employee covered by thi s contract who does not perfonn duty scheduled on the
working days or ha ve approved paid leave immediat ely pri or to and following a hol iday shall not
receive pay fo r the holiday.
C. Empl oyees required to work on an official City holid ay are eligible for ONE of the
following options:
a. Appro ved ovenime pay (time and one-h alf) fo r numb er of hours ac tu ally
worked on th e holid ay IN ADDITION TO up to 8 hours of ho lid ay leave to bank an d
take at a later dat e; OR
b. Appro ve d strai ght lime pay for number of hours actually worked on the
holid ay up to 8 hours (hours wo rked over 8 will be paid at the ovenime rate of time
and one-half) IN AD DITION TO up to 8 hours of Comp T ime (acc rued at time and
one-h alf) to be tak en at a later date ; OR
c. Ap pro ved ho liday pay at two and one -h alf times the empl oyee 's regular
ho url y rate fo r holid ay hours actually worked up to 8 hours. Hours worked ove r 8
hours will be paid at the ove nime rate (time and one-half.)
D. When one of the foregoing holid ays falls on a Sunday, the following Monday shall be
observed as th e lega l ho lid ay . When any of the foregoing holid ays fall on a Saturday , eac h employee
,hall be entitled to a day off fo r such holiday, which day off shall be sc hedul ed as the City Manager
detenni nes , but no specific day shall be ob served as a holid ay fo r purpo se of clos ing City offices and
function s.
See c ;:y of Englewood Adm ini strative Policy #33, "Offiei :u Ho lid ay s", fo r funher
cl arific atio n .
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ART ICLE 18. UNIFORM CLEA ING ALLCWANCE
If an employee is required lo wear a uniform , the emp loyee shall wear the uniform on ly as
authorized by th, department wvrk rules . The Ci ty will pro vi de uniforms , cleaning and
replacem ents. The City will provide 50% of the cost of required work shoe s up to a max imum of
$90 per y~ar except wit h department direc tor approva l. All emp loyees shall maintain a pre se ntable
appearance whi le on duty. The employee is responsib le for any dam age to the uniform by negligence
or de li berate act.
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ART ICLE 19. TUITION REIMB URSEMENT / DEGR EE ACHIEVEMENT RECOGNITION
Sec Ci ty of Engl ewood Administrati\'e Policy #2 9, "Tuition Reimbursement/Degree
Achievement Recognition " .
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ARTI CLE 20. LIFE INS URAN CE
Te rm li fe in surance wi ll be pro vided by the City for employee s cove red by thi s cont ract in th e
amo unt of one tim e his/he r an nu al salary . Th e mi ni mum benefit is $30 ,000 and th e ma~im um
be nefi t is $50 ,000. Upon retirement , the em ployee may co nve rt the li fe in surance per the li fe
in surance plan co nve rsio n agreeme nt in place at the tim e of his/he r retireme nt.
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ARTICLE 21. fNSURANCE
A. MEDICAL
The City will pay nin ety percent (90%) of the premium cost for "employee only"
coverage , eighty-five percent (8 5%) of the prem ium cost for "emp loyee plus one" coverage
and eighty percent (80%) of the premium cost for "family" coverage fo r medical in surance .
Employees will pay either ten pe rce nt (I 0%), fifteen percent (15%), or twenty percent (20%)
of the premium cost for medical insurance, depending on the leve l of coverage.
B. DENTAL
The City will pay ninety percent (90%) of the premium cost for "employee only"
coverage, eighty-five percent (85%) of the premium cost for "employee plu s one" coverage
and eighty percent (80%) of the premium cost for "family" coverage for dental insurance.
Employees will pay eithe r ten percent ( I 0%), fifteen perce nt ( 15%), or twenty percent (20%)
of the premium co st for ental insurance, depe nd ing on the leve l of coverage .
C. Any dispute concerning the interpretatfo n or application of benefits provided
under the health or den tal plans shall be subjen to the plan appeal process. It is express ly
understood that th is article is a non-grievable ·•..:m under this contract.
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ARTICLE 22. RETIREE HEALTH INSURANCE ASS ISTANCE
Retirees will be guaran leed conversion privileges to the Health In suranc e Conversion Plan
avai lab le through th e Ci ly. Fo r th ose who retire · prior to December 3 1, 1996 , the City will pay $50
per month . For retirees after January I , 199 7, 1he City wi ll pay $75 per month .
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ARTICLE 23. PENSION/RETIREM ENT PLA NS
The pension plan de sc ription for employees cove red by thi s contract is se t forth in Title lll ,
Chapter 4 of the Englewood Municipal Code. Additionally , the plan de scri ption for the Non-
Emergency Employees Money Purch ase Plan is available for inspection in the Department of
Finance and Admini strative Services .
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ARTICLE 24. LAYOFF
A Whenever there is lac k of work , lack of funds , or under conditions where it is
detennin ed that continued work would be inefficient or nonproductive , requiring reduction s in the
number of employees, the appointing authority shall designate the department and positions in which
the layoff is to be made. ln identifying individual employees to be laid off, the appointing autho rity
shall consider the relative ability of all employees within the position classification , taking int o
acco unt the employee's documented perfonnance hi story and then seniority with the City.
8 . Employees laid off shall be put on a recall list for one year following their layoff.
Employees recalled from layoff into the same job classification shall be recalled in inverse order of
layoff. lfthey are recalled into a different position, those recalled must have the demonstrated ability
and qualifications to perfonn the available work as determined by the City . No new employees shall
be hired into positions covered by this contract until all employees on layoff status desiring to return
to work have been recalled.
C. Employees identified for layoff shall r.a,·e the r:ght lo displace an employee in any
position classification which the employee formerly hdd in the department , taking into account both
the employees ' documented perfonnance history, demonstrated ability and then seniority with the
City. The employee ultimately displaced shall then be th e person laid off unless that employee in
tum has effective displacing rights under the provisions or'th is article.
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ART ICLE 25. LEA VE OF ABSE CE (W ITHO UT PAY)
Afte r twelve month s of co ntinu ous se rvice and upon app rova l of th e depanmen t direc tor .
in co ncurrenc e with th e Hum an Reso urce s Directo r, empl oyees may be grant ed an unpai d leave
of abse nc e of up to one ye ar fo r compe ll ing persona l reaso ns not rela ted to Fam il y and Medica l
Leave reaso ns.
All acc ru ed. paid leave mu st be exhausted before th e be ginn ing of the unp aid leave of
abse nce . Employees on such leave do not acc ru e perso nal leave , annual leave or longev it y pay.
Emp loyees on unp aid leave of abse nce are not eligib le fo r holi day, jury, milit ary, fun era l or
ad ministrati ve leave . When an empl oyee is on an unpaid lea ve of abse nce , he /she will remain in
th e City hea lt h and dental in sura nce plans , prov ided the premium is pa id by th e em pl oyee .
Th~ empl oyee may ret ain the benefit accrua l rate th ey we re eligibl e for at the begi ning of
th e unpaid leave , provided the empl oyee returns to wo rk wit h the City on the agreed upon date.
Upon ret urn . the employee 's hire date will be adj usted if th e leave has exceeded thiny (3 0)
ca lendar days.
An em pl oyee who engages in other empl oyme nt , includin g se lf-emp loy ment , whil e on
offic ial leave of absence , wi ll be terminated effective as of the last day worked, unle ss prior
written approval has been obt ain ed from th e Human Re so urce s Depanment.
Employees on an ap proved leave of absence, who fai l to repon fo r wo rk by th e fir st day
afte r th e exp iration date of th e leave of absence or a properl y approved ex tension, will be
terminated fr om thei r employment with th e Ci ty as of the last day act uall y worked .
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ARTICLE 26 . GR I EVANCE PR OCEDt.;RE
A gri e\'ance is de fin ed as a claim or dispu te by an empl oyee cove red by the term s of' thi s
co nt rac t co nce rnin g an allege d \'iolmi on of a speci fi c provision of thi s co nt ract. Th e empl oyee shall
be req uired 10 fo ll ow th e procedu re as sc i out below :
A general grieva nc e is defi ned as a gr ievance th at co nc ern s a gro up of empl oyees or th e
barga inin g unit in gene ral. A gen era l gri evance ca n on ly be fi led by th e Assoc iat ion within th e time
frame specified in Step I . and th e initi al review wi ll occ ur by th e depanmcnt direc tor at Step 2
be low.
A. "Work Day " means ca lend ar days exc lusive o f' Sat urd ays, Sundays, and City
recog ni zed l,olid ays.
Step 1.
If th e empl oyee is un able to se ttle the gri evance or di sput e orall) and inform ally through
hi s/her imm ed iate superviso r wit hin fiv e (5) work in g days of the date of th e occurre nce of the
grievance, or th e emplr,_,ee ', ;_r•o wledgc of it . the empl oyee may, within th e succeeding fi ve (5) work
days , f l~ :1 wr itt e11 ync· v w , 11 It h hi s/her s upe rv iso r. The supervi so r shall attempt to adj ust th e
matter and shall respo n·' ;n \\T;ti ng to th e empl oyee \\ilhin five (5 ) work day s.
Step 2.
If th e answer is not sati sfac tory, th e mane r shall be prese nt ed in writin g by !he emp loyee to
th e depanmcnt directo r wit hin live (5) work days fo ll owi ng receipt of the superv iso r's re sponse. TI1e
depanment director shall respo nd in writin g 10 th e employee wi thin fi ve (5) work days.
Step 3.
If th e grievance still re ma in s un adju sted , it shall be presented by the empl oyee to th e City
Manager in writ in g wi thin fi ve (5) wo rk days fo ll owi ng rec e ipt of the re spo nse of the dcpanment
dire ctor. Th e Ci ty Manager or hi s/he r designated hea ring offi ce r shall have a meeting wit h the
gri evan t to review the grieva nce and all rele vant in fo rniati on. With in ten (10) wo rk days of th at
mee ing, th e Ci ty Manage r or hi s/h er de signated hearin g offi ce r will issue a wri tt en dec ision.
Step 4.
1. If th e grie\'ance is still un reso lved, th e Assoc iati on with in fo un ce n ( 14) ca lendar days
afte r th e repl y of the City Manager or hi s/her des ignated hearing offi ce r, may by written notice
reque st th e matter be submitt ed to arbitrati on. The panics wi ll att emp t to choose a mutuall y
agreea ble arbitrato r. If wit hin fi ve (5) days of the request fo r arbitrati on the Assoc iati on and the City
cann ot mutuall y agree on an impania l arb itrat or. a re que st wi ll be fi led wit h the Ame ri can
Arbitration Associa ti on fo r a panel of seve n (7) arbitrat ors to be se nt to the panics . The arbit rato r
shall be se lected by a meth od of altern ative striking of name s from the pan el, with the first strike
de termin ed by a coin nip. The fin al name left on th e pan el shall be th e arbi tra tor . The arbitrator
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shall be reque sted to iss ue a dec ision within 1hiny (30) days afte r co nclu sion n f testimony and •
arg um ent.
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2. Each pany shall be re spo nsible for comp ensation to it s own rep rese ntati ves and witnesses.
The fee s of the arbi trat or shall be bo rne equally by th e Assoc iati on and the City .
3. Auth oritv of Arbitrat or
The arbitrator shall have no powe r to add to or sub tract from c,1 change the tenns of thi s
contract. The writt en deci sion of th e arb itrat or shal l be fin al and bindin g upon the pani es. The
arbitrator shall limit hi s deci sion stri ctl y to th e grievance submitt ed which has been properly
proce ss ed through the gr ievance procedure outli ned.
4. Failure by an emplo yee or the Assoc iation to comply with any time limitati on shall
constitute a se ttlement of th " grievance . Should the employer not respo nd within the pre scribed
time , the grievance wi ll automaticall y proceed 10 the next step . At the employee's option , the
emp loyer may be all owed add iti onal time to re spond.
Grievance Option
It is agreed that should the appeal procedure as provided under 138 :3 of the Ci ty Chaner or
applicable Cit y ordinance is utilized, recourse to the grievance procedure included in this Anic le
shall be waived.
Proce ssi ng Grievance During Working Ho .. rs
Grievances may be in vestigat ed and processed by the employee or de signated emp loyee
re pre se ntative during wo rkin g hours , within rea so nable tim e limits , without lo ss of pay. provided
notice is given and the wo rkload permits .
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ARTICLE 27. WRITTEN CO RR ECTIV E ACT ION
Whenever mor , se rious ground s for correc ti ve action exist (i.e .. more se rious than those deemed
by the supervi so r to warrant oral rrective actio n) the supervi so r should iss ue a writ1en correcti ve
ac ti on. The wrillen corrective actior, will be address ed to th e emo loyee and wi ll in clud e the
follow ing informati on:
• The violation
• The specific behavior
• The dates of the beh av ior
• Th e warning th at continuance c,f the specific behavior wi l re su:t in disciplinary action , and
• An offer of assi stance in correcting the behavior .
Both the empl oyee and supervisor must sign the document (ifnecessar;;, th e supervisor will note
that the employee refuses to sign the document). A copy of the ·.vrinen c-~.rective action will be
forwarded to Human Resources to be included in the employee's ~,fficial personnel file . The
emr,loyee will have the opportunity to submit writ1en comments in response to the writ1en corrective
action to be inclurled in their file .
This Article shall not be grievable under this contract, nor shal it ap ply to pro bationary
employees .
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• ARTICLE 28 . DU ES DEDUCT ION
The City agrees to deduc t the Englewood Employees Assoc iation dues each pay
period f 1 the pay of those empl oyees who individually reque st in wr itin g th at such de ducti ons be
made ,hi, :ct to th e garn ishm ent laws of th e Slate of Co lorado. The amoun ts to b<, deducted shall be
certif,eJ to Human Resources by the Treas urer of the Associatio n, and th e aggregate deductions of
all employees shall be remitted together wi th an it emized state ment to the Treasurer by the 15th of
th e succeeding month , after suc h deductions are made. The aut hori za ti on shall be revrcabl e during
th e term of th e co nt rac t, upon written notice by th e emp loyee to Human Resources.
B. If no wages are paid an auth orized employee on the last pay perio d of a give n pay
period , deduction for th at pay period wi ll be made from any wages which may be paid to him/h er on
the next succeed in g fi nal mont hl y City pay period. It is expressly understood that the City assumes
no li abi lity and shall not be li ab le for the co ll ection or payment to the Engle woo d Emp loyees
Associatio n of any dues during any time th at an em pl oyee is not ac tuall y working for the City and
ac tu all y on the payroll of the City. In th e eve nt of error on the check-off li st , the City will not be
responsible to make adjust men ts, until not ifi ed by the Treasurer of the Englewoo d Emp loyees
Associa ti on.
C. The Eng lewood Employees Assoc iati on sha ll indemnify and hold the City harmless
aga in st any and all claims, suits , orders , or judgments brought or issued against the City as a res ult lf
any action taken or not taken by th e City und er th e provision of this Artic le .
D. Changes in the du es amount to be deducted shall be limited to two (2) ch anges each
year, pro vidin g a thirty (30) day writtr , notice is provided to Human Resou rc es .
E. Should th e changr · 11 the deduction method require a co mputer programming ch,:nge,
the Eng lewood Em pl oyees Associat ion shall be responsibl e for th e cost of such change or chan ges, at
$30 pe r hour with a four ( 4) hour maximum. P&y men t fr om the Engl ewood Emplo yees Association
sha ll be made to th e City Finance and Administra ti ve Serv ices Director wi thin ten (10) days of
receipt of billing.
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ARTICLE 29 . A SOCIATION ACTIVIT IES
The Cit y ag rees that during working hours on th e Cit y premi ses and wi thou t loss of pay.
Englewood Empl oyees Association members may be allo wed to:
• attend two (2) EEA meetings annu all y. The Ci ty. ho 1• ~ver. retains the ri ght lo maint ai n
app1opria1e staffin g level s as de1cm1ined by th e dcpanment direct or and will not be
requi red to pay ovenime or compensatory time necessitated by attewlance at the mee ting .
Members may be ca lled back from s uch meeting s to address emerge ncies. Other
membership meeti ngs may be ca lled to ad dre ss iss ue s of genera l interes t. If the se
additi onal meetings are held during emp loyees· work shifts , the City retain s the r,ght to
either approve or di sa pprove atte nd ance on City time (i.e ., during time s other th an
employee s' lunch and break period s). No tice of such meetings, spec ifyin g whether it is
bi annual or genera l int erest will be pro vided to directors , managers and supervi so rs two
wee ks in advance , unle ss it is mutuall y agreed to wa ive thi s pro visio n;
• post EEA notices on City de signat ed bulletin boa rd s;
• so licit EEA memberships during employe e's non-work time .
Additionally. the Association may call monthly meeting s of its board , to be held during the board
members ' lu nch periods. One (1) wee k's noti ce wi ll be given to supervi so rs if the meetings are
expected to exceed the lunch periods .
Board members ma y also be all owed to repre se nt employee s on grievances . Th ey will be all owed to
repre se nt employee s at labor management commi tt ee meetings and negoti ations. During
negotiation s, EEA ne go ti ation te am members may meet during wo rk hours to di scuss iss ues with
appropriate notice given to directors . manag,ers and supervi so rs. The Associatio n team shall not
exceed eig ht (8) members.
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ARTICLE 30. STANDBY PA Y
All employees covered by thi s contract and assigned standby duty shall be compensated at a
rate equal to eight (8) hours at his/her regular rate of pay for one week of standby duty. Standby pay
shall be prorated for standby duty of le ss than one week. (Example: an emp loyee assigne , standby
duty for one day will be compensated at a rate equal to 8 hours / 7 = I .14 hours).
Standby pay shall not be substituted with compensatory time .
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ARTICLE 31. CALL BACK
Any time an employee on off-duty statu s (includin g stand -by duty) is called back to work
he /she shall be credited with a minimum of two (2) hours pay at th e rate ofone and one-half () 1/2)
tim es his/h er regular ho url y rate.
With the ap pro va l of the department director and su bject to departme ntal guideline s, the
employee may ch oose to sub stitute compensatory time for call back pay.
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ARTICLE 32 . LABOR MANAGEMENT COMMITTEE
A labor manage n,ent committee consisting of four (4) members appointed by the Association
and four (4) members appointed by the Ci ty shall meet on a quanerly basis . The comm ittee will only
deal with group issues that are not dealt with throu gh othe r exis ti ng commi ttees or gri evance
pro ced ures. The Association will se nd its age nda item s to the Human Resources Director at least
one ( 1) week prior to th e date of the quanerl y meeting.
City policy changes will be prese nted at the quanerl y labor management co mmittee meetin gs.
Er·.ergency po lic y chan ges wi ll be imm ediately forwarded to th e Assoc iation for distribu tion .
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ART ICLE 33. EXCLUSIVENESS OF CONTRACT
The City and the Association agree that the term s and provi sion s herein contained constitute
the entire contract between th e parties . The City and the Associa ti on agree that all negotiabh :terns
have been discu ssed during the negotiations leading to this contract and, therefore , agree that
negotiations will not be reopened on an y item during the li fe of thi s contract , except by mu tual
agreement of ti.a parties.
!N WITNESS THEREOF , the parties have cau sed this contract to be signed by their
re sper tive repre sentative s, and their signa tures placed thereon, on this _____ day of
______ _, 2005 at Eng lewood , Colorado .
ENGLEWOOD EMPLOYEES
ASSOC IATION
Timothy F. Sullivan, President
Robert E. Step henson , Vice President
Richard K. Coy, Co-C hairman of the Board
Mitchell E. Offutt , Co-Cha irm an of the Board
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CITY OF ENGLEWOOD
Mayor, Douglas Garrett
ATTEST:
City Clerk , Loucrishia A. Ellis
City Manager , Gary Sears
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COUNCIL COMMUNICATION
Date: Agenda Item : Subj ect:
Ju ne 20, 2005 11 C i Coll ective Barga ining Ag reement Betwee n the
City and th e EEA fo r 2006 and 2007
Initiated By: I Staff Source :
Hum an Reso urces Depa rtm ent Sue Ea ton, Direc to r o f Human Reso urces
COUNCIL GOAL AND PREVIOUS COUNCIL ACTION
Th e prev ious Co ll ec ti ve Barga inin g Ag ree ment w ith th e Engl ewood Empl oyees Associa ti on was
approve d by Coun ci l for 20 04 and 2005 . Th e contrac t was reo pened fo r wa ge negoti ati o ns in
2004 for 2005 impl ementati o n. A gree ment was not reac hed by the As sociati on and th e City, and
sub se qu entl y th e matter was dec id ed th ro ugh th e impass e arbitrati on process defin ed by th e
En glewood City Chart er.
RECOMMENDED ACTION
Staff req ues ts Co un ci l adopt a reso luti on to approve th e Coll ec ti ve Barga ining Ag ree ment betwee n
th e En glewood Empl oyees Assoc iati on and th e City o f En gle wood for th e yea rs 2006 and 2007.
Th e contrac t covers ap proxim ately 199 employees.
BACKGROUND, ANALYSIS, AND ALTERNAT IVES IDENTIFIED
Th e City of t nglewood and th e Englewood Empl oyees Assoc iati o n ent ere d into negoti ati ons in April
of 20 0 5 in accord ance w ith th e City of En glewood Char ter. Th e m embe rs o f th e Englewood
Em ployees Associa ti on duly ratifi ed, by a maj ority vo te, th e Coll ec ti ve Barga ining Ag ree ment.
Th e significa nt changes to th e co ntrac t are as fo ll ows:
1. Th e perce ntage of heal th and dental insura nce premi ums paid by th e City w ill be change d.
Pr evio usly th e City paid th e sam e pe rcen tage (85%) of premiu ms for all coverage levels.
The City con tri butio n beg innin g in 2006 w ill vary according to coverage leve l (90%, 85% or
80%).
2. Th e meth od by w hi ch th e Ci ty ca lcul ates th e maxi mum poin ts of th e pay grad es w ill be
changed.
3. Th e prac ti ce of adjusting wages w hen a posi tio n is recl ass ifi ed w ill b e eli min ated exce pt fo r
empl oye es' wa ges th at are lower th an th e mini m um point of th e high er grad e.
4. All w ag e in creases, other th an th ose mentio ned ab ove, w ill be base d up on empl oyee
perform ance as indicat ed by th e perfo rm ance eva lu ati o n sco re.
5. No base wage in crease s will be gra nt ed empl oyees 1,vhose wages me et or excee d th e
maximum poi nt o f th e ir jobs' grade s. They wil l be grant ed a o ne-tim e, lump sum Merit Pay •
award bas ed up on performan ce as indica te d by th e p e rfo rm ance evaluat ion score.
6. An additi o nal paid ho lid ay will be grante d on New Years Ev e Day, in creas ing th e number of
hol ida y hours from 88 to 96.
7. Th e dura ti on of th e coll ecti ve bargain in g agreement w ill be fr o m January 1, 2006 th rough
December 3 1, 2007
FINANCIAL IMPACT
The impact of the wage iecreas es and Merit Pay awards wi ll be approximatelv $165,000 for 2006.
The impact of the wage incr eases and Meri t Pay awards for 2007 will be approximately $172,000.
Additi o na l costs assoc ia ted wi th th e wage changes (F .I.C.A, Medicare and 40 1 (a) match) wi ll be
appuximate ly $18, 500 fo r 2006, for a total of $183,500. Additional costs assoc iat e d wi th 2007
wage cha nges wi ll be approxima tely $19,150 for a total of $19 1,150.
LIST OF ATTACHMENTS
Resolution
EEA Collective Bargabing Ag reement fo r 2006 an d 2007. •
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