City Council

CITY COUNCIL MEETING / PUBLIC HEARING TUESDAY, OCTOBER 4, 2016 CITY HALL 22710 E. COUNTRY VISTA DRIVE 7:00 P.M. 1. INVOCATION 2. PLEDGE OF ALLEGIANCE 3. CALL TO ORDER 4. ROLL CALL 5. AGENDA APPROVAL 6. CITIZEN COMMENTS 7. LOCAL BUSINESS SPOTLIGHT – The Well 8. COMMUNITY SPOTLIGHT – The Duenow Family Arboretum Bench Donation, Sally Duenow 9. PROCLAMATION – Community Planning Month 10. PRESENTATIONS  Public Records Update, Sean Boutz, City Attorney  Liberty Lake Municipal Library Board’s Annual Report, Carol Johns 11. MAYOR AND CITY COUNCIL COMMITTEE REPORTS  Community Development Committee  Finance Committee 12. CITY ADMINISTRATOR REPORT 13. WORKSHOP DISCUSSIONS  Town Square, Mayor Pro Tem Brickner / Katy Allen, City Administrator  Revenue Sources, RJ Stevenson, Finance Director 14. ACTION ITEMS A. Consent Agenda i. Approve September 20, 2016 City Council Minutes ii. Approve October 4, 2016 vouchers in the amount of $39,441.97 The public is invited to attend. Parking and meeting rooms are accessible for persons with disabilities. Contact the City at 755-6700 with 24-hours advance notice for special accommodations. 14. ACTION ITEMS (continued) B. General Business i. Approve the Collective Bargaining Agreement between the Local Teamsters Union and the Liberty Lake Police Department 15. PUBLIC HEARING CITY OF LIBERTY LAKE Property Tax and Other Revenue Sources 16. INTRODUCTION OF UPCOMING AGENDA ITEMS 17. CITIZEN COMMENTS 18. ADJOURNMENT The public is invited to attend. Parking and meeting rooms are accessible for persons with disabilities. Contact the City at 755-6700 with 24-hours advance notice for special accommodations. PROCLAMATION  PROCLAMATION CITY OF LIBERTY LAKE, WASHINGTON A PROCLMATION BY THE CITY OF LIBERTY LAKE, WASHINGTON DESIGNATING OCTOBER, 2016 AS COMMUNITY PLANNING MONTH WHEREAS, change is constant and affects all cities, towns, suburbs, counties, boroughs, townships, rural areas, and other places; and WHEREAS, community planning and plans can help manage this change in a way that provides better choices for how people work and live; and WHEREAS, community planning provides an opportunity for all residents to be meaningfully involved in making choices that determine the future of their community; and WHEREAS, the full benefits of planning requires public officials and citizens who understand, support, and demand excellence in planning and plan implementation; and WHEREAS, the month of October is designated as National Community Planning Month throughout the United States of America and its territories, and WHEREAS, The American Planning Association and its professional institute, the American Institute of Certified Planners, endorse National Community Planning Month as an opportunity to highlight the contributions sound planning and plan implementation make to the quality of our settlements and environment; and WHEREAS, the celebration of National Community Planning Month gives us the opportunity to publicly recognize the participation and dedication of the members of planning commissions and other citizen planners who have contributed their time and expertise to the improvement of the City of Liberty Lake; and WHEREAS, we recognize the many valuable contributions made by professional community and regional planners and extend our heartfelt thanks for the continued commitment to public service by these professionals; NOW, THEREFORE, BE IT RESOLVED THAT, the month of October, 2016 is hereby designated as Community Planning Month in the City of Liberty Lake in conjunction with the celebration of National Community Planning Month. Dated this 4th day of October, 2016 Steve Peterson Mayor PRESENTATION  Liberty Lake Municipal Library Board of Trustees Report to City Council October 4, 2016 Introduction My name is Carol Johns and I am representing the Board of Trustees, Liberty Lake Municipal Library. The other board members include: Linda Dockrey Pat Lutzenberger Tricia Morgan Lu Embrey We meet at the Library on the first Thursday of the month at 10 am and welcome the public to attend. We are advised by Pamela Mogen (Librarian) and Katy Allen. Our report to the City Council is generally presented in the spring but was delayed this year due to a wish to know the outcome of the August Vote on the Town Square Project. While there is some disappointment due to failure of the bond measure to pass with the necessary percentage of votes we hope that the library will continue to have a positive impact on the community in its current location. We would like to focus our report on how that might best be accomplished. One of the projects of the Board of Trustees during the past year and a half has been 1) the development of a Strategic Plan and 2) identification of standards that would guide the development of a new library location in the future. We believe, due to the rapid growth of the Liberty Lake community, we must consider how the libraries resources might best meet the needs of our expanding number of patrons.  Historically the public library has been a free source of educational materials to all who wish to access its information  Technological change and digitalization has changed the way we access information and as a result has changed our view of libraries, library services, and information access and use.  Due to the increased emphasis on Technology the library must: 1. Provide space for individuals to learn more about how to access technology 2. Be a place to access tangible and digital collections 3. Provide a community center for encouraging communication and collaboration The annual report of facts and figures was presented to the City Council by Pamela Mogen last spring to reflect programs and utilization of services provided by the library. However, one issue that the City Council may not be aware of is the fact that the state of Washington does not have a set of standards to guide library services. Based on a desire to have such standards the Board of Trustees has spent considerable time reviewing specific standards of other states. These state standards clearly identify for libraries, based on the area’s population, the necessary space allocation, staffing requirements, salaries, benefits, emergency procedures and protocols for the training of staff and volunteers. One area of these standards that we felt was lacking, specific to our library, is the need for a larger area of flexible space. We would like the city council members to be aware that we have, based on other states standards, developed a set of standards that we feel would be helpful to take into consideration in the planning of the future needs of the library. We would be happy to share these standards with all of the council or a subcommittee that would have interest in this topic for discussion. In closing the board would like to identify 10 Reasons why our library is the most important place in town: 10. The Library is an important partner in child development 9. The library teaches teens important life skills 8. The library offers opportunities for remote access, making it possible for those who can’t get to the library to still access the libraries educational offerings 7. The library provides information, education, and program opportunities, free for all people regardless of economic status 6. The library provides access to the arts/history for all ages through book clubs and special exhibits 5. Libraries help citizens learn new skills – through programs and materials 4. While going to the library looking for information patrons frequently find others with similar interests, i.e. story time, teen book clubs, attending events 3. The library provides space for special programs and educational endeavors 2. The library provides space that is accessible for those with disabilities 1. The library is the hub of a vibrant neighborhood The board would like to thank the council for their past and future support of the goals of the Library!  City Council Subcommittee Agendas  Finance Committee Meeting Agenda – City Hall Conference Room October 4, 2016 6:00 PM to 7:00 PM I. 2017 Budget a. Policy Update b. HealthCare c. Expenses and Revenue II. WFOA a. State Legislative Update b. Other Sessions c. FIT – SAO portal III. RCO Grant Application IV. Voucher Review ACTION ITEMS  City of Liberty Lake Consent Agenda for October 4, 2016 City Council Meeting Report from the Mayor for pending claims and payment of previously‐approved obligations through September 20, 2016 Payee Description Amount See attached voucher report. Total vouchers through October 4, 2016 $ 39,441.97 TOTAL $39,441.97 RECOMMENDATION: Approve and Authorize for Payment ATTACHMENTS: All original invoices are on file with the City Treasurer. SIGNATURES: City Clerk Mayor Finance Committee  AGENDA ITEM NO.: 14Bi BUSINESS OF THE CITY COUNCIL, LIBERTY LAKE, WASHINGTON SUBJECT: FOR THE AGENDA OF: October 4th, 2016 Police Union Contract 2017-2022 Teamsters Union Local 690 DEPT. OF ORIGIN: City Administration EXHIBIT: DEPT. HEAD APPROVAL: Katy Allen Contract EXPENDITURE REQUIRED: Yes BUDGETED: This is for 2017 thru 2022 SUMMARY STATEMENT The City of Liberty Lake and Teamsters Union Local 690 have reached an agreement regarding wages, hours, and working conditions. Teamsters Union Local 690 voted in favor of the attached agreement in September of 2016. This agreement is effective for January 1st, 2017 and expires on December 31st, 2022. RECOMMENDED ACTION 1. Authorize the Mayor to sign the contract with Teamsters Union Local 690  AGREEMENT Between City of Liberty Lake And Teamsters Union Local 690 January 1, 20174 through December 31, 2022 16 Preamble The provisions contained herein constitute an agreement between the City of Liberty Lake and Teamsters Union Local 690, governing wages, hours, and working conditions for members of the City of Liberty Lake Police Department. ARTICLE 1 – Purpose The purpose of the Employer and the Union in entering into this Agreement is to set forth their agreement with regard to wages, hours, and working conditions for the employees in the bargaining unit as to promote the efficiency of the law enforcement; public safety; the morale and security of employees covered by this Agreement; and harmonious relations, giving recognition to the rights and responsibilities of the Employer, the Union, and the employees. No employee shall be deprived of any rights or freedoms afforded an ordinary citizen by the U.S. Constitution or the laws of this state. ARTICLE 2 – Definitions As used herein, the following terms are defined as follows: a. Employer means the City of Liberty Lake, Washington. b. Union means Teamsters Union Local 690. c. Employee is one who is a regular, full-time or a regular, part- time commissioned officer in the bargaining unit covered by this Agreement. d. Probationary Employee. A probationary employee shall be defined as any new hire (including lateral transfer) who has not completed twelve (12) calendar months of service with the City since the first day of employment or twelve (12) months of service since receipt of his/her Peace Officer Certification, whichever is later. Probationary employees shall work under the provisions of this Agreement but shall serve a twelve month probationary period, during which period said employee may be discharged without just cause and without resource to the grievance procedure. The probationary period may be extended by mutual agreement between the City and the Union. d.e. Bargaining Unit as used herein shall include all regular, full-time and regular, part- time commissioned officers excluding the police Police Cchief, confidential employees, Reserve police officers and non- commissioned employees in the Liberty Lake Police Department as set forth in PERC case #13743-E-98-2300. 4810-4157-6982.1 1 e.f. Monthly salaryWages means the monthly rate of pay so identified in Article 10 of this Agreement. f.g. Department is defined as the City of Liberty Lake Police Department. g.h.Agreement means the terms and conditions set forth herein between the City of Liberty Lake, Washington and Teamsters Union Local 690. ARTICLE 3- Recognition a. The Employer recognizes the union as the exclusive bargaining representative on matters concerning wages, hours, and working conditions for employees in the bargaining unit. b. Employees covered by this agreement shall, within thirty days following their first date of employment, become and remain a member of the Union in good standing and pay the monthly membership dues uniformly levied against all Union members or pay a “fair share” service fee as provided by law; provided, however, that an employee covered by this Agreement who does not wish to become a member in good standing or pay a fair share fee based upon a bona fide religious tenet or teaching, shall pay an amount equivalent to the Union dues uniformly levied against all Union members to a charity as mutually designated by the employee and the Union. c. For any employee who elects to pay Union dues and/or initiation fees by deduction from his/her check, the Employer agrees to honor the Union check-off system in whatever amount designated. The amount of the check-off shall be set forth in writing to the Employer and signed by an official of the Union. The Union shall be responsible for obtaining all written dues and initiation fee deductions forms and submitting such forms to the Employer prior to any Employer obligation to begin dues and initiation fee deductions. The Employer shall deduct dues and initiation fees pursuant to the employee’s authorization form from the employee’s earnings on the end of the month pay day; PROVIDED, however, that should any employee have earnings less than the amount authorized by the dues or initiation fee authorization form, the appropriate deduction shall be made from the employee’s subsequent earnings. d. The Union shall indemnify the Employer and hold it harmless against any and all claims, demands, suits, or other forms of liability that may arise out of, or by reason of, any actions taken by the City or any department of the City for the purpose of complying with the provisions of this Article. e. The negotiating team shall be permitted to attend negotiation meetings with the Ccity without loss of pay relative to securing contract renewal to the extent that such meetings are scheduled during the duty hours of the member so attending. Negotiations are limited to three hour bargaining sessions to ensure appropriate visibility. Neogitation team will be allowed compensation at there regular hourly rate during actual negotiations. In no case shall No more than two on-duty personnel attending negotiation sessions receive any compensation for such attendance. Such member is expected to respond as needed. 4810-4157-6982.1 2  ARTICLE 4 – Discipline a. The Employer may discipline employees for just cause. b. Oral reprimands will not be used as the basis of disciplinary action unless reduced to writing and a copy given to the employee. If the Employer has reason to discipline an employee, it shall be done in a professional manner, based on the circumstances. Oral reprimands, including those reduced to writing shall not be grievable. c. All employees shall be permitted to review his or her personnel file during normal business hours. Employees shall schedule an appointment with a representative from the city who can provide the employee with the personnel file. Employees shall be provided one copy of all documents placed in his or her personnel file at the time the document is placed in the file upon request from the employee. No citizen complaint shall be placed in an employee’s personnel file unless the complaint has been substantiated. d. An employee may, at his or her request, have placed in the employee’s personnel file a statement containing the employee’s rebuttal to any information in the file. This provision does not apply to the records of an employee relating to the investigation of a possible criminal offense or the internal investigation of a possible departmental policy or procedure violation prior to the completion of the internal investigation. The Employer shall keep the contents of personnel files confidential, subject to the requirements of state and federal law and any applicable provisions of this Agreement. e. The Employer recognizes the intent to maintain confidentiality of employee’s personal information such as home address, home telephone number, and identity of family members. Therefore, the Employer agrees to take reasonable lawful steps to assure confidentiality of these matters. ARTICLE 5 – Non Discrimination and Compliance a. The provisions of this Agreement shall be applied equally to all employees in the bargaining unit without discrimination as to age, gender, marital status, race, color, creed, national origin or political affiliation or any other basis protected by law. b. All references to employees in this Agreement designate both sexes, and wherever the male gender is used it shall be construed to include male and female employees. c. The Union recognizes its responsibility as bargaining agent and agrees to represent all employees in the bargaining unit without discrimination, interference, restraint or coercion. d. The Employer and the Union will cooperate to assure that no employee or applicant for employment is discriminated against by reason of membership or non- membership in the Union. The Employer and the Union also will cooperate to assure 4810-4157-6982.1 3  compliance with civil service regulations and state and federal non-discrimination laws. ARTICLE 6 – Employer Rights It is understood and agreed that the Employer possesses the sole right and authority to operate the department and direct the employees of the Employer except as modified by this Agreement, state and or federal law. These rights include, but are not limited to: a. The right to determine its mission, policies, and to set forth all standards of service offered to the public; b. To plan, direct, control, and determine the operations or services of the department; c. To determine the methods, means, number of personnel needed to carry out the department’s mission; d. To direct the working forces and determine the need for additional educational courses, training programs, on-the-job training and cross-training; e. To hire and assign or to transfer employees within the department; f. To promote, suspend, discipline, demote, or discharge employees for just cause; g. To layoff employees due to lack of work or funds or for other legitimate operational reasons; h. To make, publish and enforce reasonable rules and regulations; i. To introduce new or improved methods, equipment, technologies, or facilities; j. To take any and all actions as may be necessary to carry out the mission of the Employer in situations of civil emergency as may be declared by the Mayor. ARTICLE 7 – Performance of Duty Employees shall perform their assigned duties consistent with workplace policies and performance standards. The Union nor its officers, agents, representatives, or members shall cause or authorize its members to engage in any strike, work slowdown or interference with the operation of the department. Any such action shall be grounds for dismissal or other disciplinary action by the Employer. The Employer shall not lock-out employees. ARTICLE 8 – Hours of Work a. The designated work week shall be the current twelve hour rotational schedule, determined via written policy by the Chief of Police. The City and the Union recognize the necessity to plan for possible emergency staffing needs, which may include a temporary change from the twelve hour schedule. In such an event, the 4810-4157-6982.1 4  Chief of Police may request modification of (a) certain weekly schedule(s) for a finite period of time. All changes are subject to mutual agreement prior to implementation. Extension(s) of any period initially agreed to is (are) also subject to mutual agreement. All changes shall be subordinate to the balance of this article. The hours in the scheduled shift shall run in succession, unless mutually agreed upon. b. Employees shall be entitled to a total of ninety minutes in break time, including mealtime for each assigned shift. Break periods and meal time will not be combined. The employee is aware that his or her break periods may be interrupted by emergency calls. Break time and meal periods will be earned at the rate of fifteen minutes for every two hours worked. Employees working three or more hours longer than a normal workday shall be allowed at least one thirty minute additional meal period prior to or during the overtime period. Rest periods may be taken intermittently given the nature of the work performed. c. The Union and the Employer may work out any other arrangement regarding the timing of meal and rest periods that is mutually agreeable and is not detrimental to rendering police services efficiently. d. Each employee shall be assigned a regular time and a regular shift which shall not be changed without first being given seven calendar days notice, except by mutual agreement between the concerned parties. However, the Employer may alter the time of such shifts or starting when circumstances arise which would require such a change in the interest of public safety or the efficiency of law enforcement. Such changes will not be made by the Employer for the purpose of appearing in court. e. Employees shall be granted a maximum of one hour per month to attend Liberty Lake Bargaining Unit Union Meetings. Meetings will be held at a time and place as to not cause a disruption in providing law enforcement services to the community. Employees who are on duty will respond to all calls for service. No employee shall be paid overtime for such meetings. f. Union members agree to attend department meetings as scheduled. ARTICLE 9 – Overtime and Callback a. Overtime: Employees covered by this Agreement shall be paid one and one half times their regular hourly rate of pay for all compensated hours of work or training in excess of their regular work shift and exceeding the maximum non-overtime hours prescribed under the FLSA 7(k) exemption. Excluded from overtime pay is time spent traveling to and from the workplace and any unauthorized hours of work unless required by state and or federal law. b. All overtime shall be paid for in increments of fifteen minutes. 4810-4157-6982.1 5 a.c. Callback: The Employer agrees to pay a minimum of three hours overtime at one and one half times the regular hourly rate of pay to employees called back for an assignment unless the reason for the callback is for the purpose of the officer to complete an assignment where failure to complete the assignment may cause a detrimental impact on the police department or court proceedings. In such cases, the employee shall be paid at one and one half times the regular hourly rate of pay for actual hours worked. When an employee works within four hours before and continuing into their regularly scheduled normal workday, the actual time worked shall be counted as overtime. Any callback constituting work for the department (except as provided above) shall require the minimum payment of three hours overtime. d. Pay For Off Duty Court Appearances: The employee shall be paid at the rate of one and one half times his/her straight time hourly rate for the time spent for all mandatory or subpoenaed court appearances, for any jurisdiction, with a minimum pay equivalent to three hours at one and one half times the regular straight time hourly rate. Employees required to appear for court on off duty time will not be required to work patrol on off duty time. If the employee is given less than twenty four hours notice when the scheduled mandatory or subpoenaed court appearance has been cancelled, the employee shall be guaranteed the three hour minimum pay at the appropriate rate. In order to be eligible for the three hour minimum pay for off duty court appearances, employees must check with the court to determine the status of a scheduled court date at least twenty four hours in advance of the scheduled court appearance. e. Compensation for Witness or Jury Duty. When an employee covered by this Formatted: Indent: Left: 0", Tab stops: Not at 0.5" Agreement is summoned for Jury Duty, he/she shall advise the City upon receipt of such summons, and if taken from work for such services, shall receive paid leave while actually performing such service. The City provides all employees leave with pay for the full period of jury duty service. Upon completion of jury duty, employees are required to provide their manager or supervisor with proof of jury service. Should an employee report for jury duty and be excused for the balance of that day, he/she shall report as soon as possible to the City. b.f. Pay For Internal Appearances: The Employer agrees to pay overtime at one and one half times the regular hourly rate of pay to an employee who is required to appear on his/her off duty time for internal investigation or for a review board. c.g. Minimum Rest Period: Absent emergency operations members should not work more than: 16 hours in one day (24 hour period), or 30 hours in any 2 day (48 hour period), or 84 hours in any 7 day (168 hour) period. 4810-4157-6982.1 6  Except in very limited circumstances members should have a minimum of 8 hours off between shifts. Supervisors should give consideration to reasonable rest periods and are authorized to deny overtime or relieve to off-duty status any member who has exceeded the above guidelines. Limitations on the number of hours worked apply to shift changes, shift trades, rotation, holdover, training, general overtime and any other work assignments. ARTICLE 10 – Monthly SalariesWages The hourly rates of pay for the employees in the bargaining unit are set forth in Appendix A. Employees move through the steps on the anniversary date of this Agreement based upon satisfactory performance evaluations. Newly hired entry-level lateral \officers with experience may be hired at the level of Step 1 through Step 3 at the discretion of the Chief of Police. Lateral entry officers and sergeants may be placed between step 3 to 7 and lateral sergeants may be placed between steps 3 and 5, at the discretion of the Chief of Police, and progress in the matrix from initial appointment. Instructor Premium: Officers assigned by the Chief of Police to instruct others shall be allotted a minimum of four hours during the month in which the assigned training occurs for the purpose of class preparation and record keeping. Officers who are unable to take a total of four hours during the month for class preparation and record keeping will be granted overtime so that an officer has a total of four hours per month for such purposes, subject to pre-approval from the Chief of Police. Detective Premium: Officers will receive an additional $1.00 per hour during the time in which they are appointed by the Chief of Police to the Detective classification. All appointments are at the discretion of the Chief of Police. All union members appointed to Detective will be for a minimum of three years and a maximum of four years. This period can be extended for a period of one year per mutual agreement between the Employee and Chief of Police. Six months prior to the end of a Detective appointment, the Chief of Police or designee shall post a notice and take letters of interest from qualifying members. The Chief of Police shall make the appointment from those interested members submitting letters of interest. If there are no interested parties submitting their letter of interest during the posting period, the Chief of Police may extend the incumbent’s Detective appointment for one year. Performance/Behavioral issues with the appointed detective will be handled through the disciplinary process. Disciplinary issues may lead to removal from the Detective appointment. Upon completion or termination of the appointment, the employee will return to the rank of patrol officer and be placed in the corresponding step based on years of service. 4810-4157-6982.1 7 Shift Differential: Officers assigned to a shift that begins at anytime between 5:00 p.m. and 7:00 p.m. (graveyard shift) will receive an additional $1.00 per hour. Master Police Officer: Officers who have met the criteria to obtain Master Police Officer status will receive an additional sixty cent (.60) increase in their rate of pay. Officers who have received Master Police Officer shall be afforded a reasonable opportunity to fulfill the training requirements to meet the criteria of their ongoing certifications so as not to lose the position as Master Police Officer. ARTICLE 11 – Clothing and Equipment Newly hired officers shall be fully outfitted by the City, then receive full uniform allowance the next January. Officer’s hired after November 1st shall not receive the allowance until the second January.) Newly hired officers will be provided the following uniforms and equipment. 2 Pairs of trousers 2 Long sleeve shirts 2 Short sleeve shirts 1 Water resistant winter coat 1 Tie 1 Badge 1 Duty belt 4 Keepers 1 Inner belt 2 Sets of handcuffs 2 Handcuff cases or 1 double cuff case 1 Can of OC 1 OC Holder 1 Expandable baton 1 Portable radio 1 Radio holder 1 Pair of black duty boots 1 Police baseball style cap 1 Citation book holder 1 Name tag 1 Holster for duty weapon 1 Double magazine pouch Departmental patches Equipment not identified in the listed clothing and equipment list, will be supplied to officers that have been assigned to specialty details by the Chief of Police. The equipment needed for the specialty details will be determined by the Chief of Police. Existing officers may obtain reimbursement for the cost of replacement uniforms up to a Formatted: Strikethrough maximum of $900 per calendar year after submitting appropriate documentation substantiating the cost incurred. 4810-4157-6982.1 8 Officers will receive a $900.00 annual uniform allowance, $450.00 of which will be paid on or before February 28th, and the remaining $450.00 will be paid on or before June 30th each year. ARTICLE 12 – Equipment and Training a. No officer shall be required to work without a firearm. The City shall provide a duty weapon and ammunition. The caliber of the firearm is to be selected by the Chief of Police. The type of weapon is to be selected by employee subject to approval by the Chief of Police. Each officer shall receive sufficient rounds for qualification purposes, up to three attempts in a single day, and one box of ammunition for practice each month.. The City will provide the adequate ammunition for qualification with the shotgun and patrol rifle as required by the firearms instructor. b. The Employer shall supply a vest to each commissioned employee covered under this Agreement. Vests will be reconditioned as necessary with approval by the Chief of Police and replaced every five years. The Employer shall endeavor to make available and offer a minimum of thirty paid hours for the purpose of an employee educational training advancement program to enhance performance on behalf of employment as a law enforcement officer with the City of Liberty Lake. Training may be offered within and outside the Department. The City shall require any or all bargaining unit members to wear body cameras. The primary purpose of the body cameras is to promote officer safety, mitigate risk, and promote public trust. Therefore, the parties agree that video and audio information recorded by the camera shall not be randomly or routinely reviewed for performance reasons. However, the parties agree that the audio and video information may be reviewed to investigate allegations of officer involved misconduct or policy violations. ARTICLE 13 – Police Department Take Home Vehicles At the Chief of Police’s discretion in consultation with the Mayor, the Chief of Police may grant a patrol officer, sergeant or detective the ability to drive a City vehicle home when that employee is on call, or for reasons that will improve public safety or Department operations as determined by the Chief of Police. A take-home vehicle should be used exclusively for City business, and any misuse may result in disciplinary action. Employees hired after January 1, 2014 must reside within 25 miles of the City limits, as measured by road travel, to be eligible for a take home vehicle under the conditions set forth in this Article. ARTICLE 14 – Holidays The following holidays are recognized by the Employer and shall be placed in the employee’s holiday bank at the scheduled shift hours. 4810-4157-6982.1 9  New Year’s Day January 1 Martin Luther King Jr. Day 3rd Monday in January President’sDay 3rd Monday in February Memorial Day Last Monday in May Independence Day July 4th Labor Day 1st Monday in September Veteran’s Day November 11th Thanksgiving Day 4th Thursday in November Day after Thanksgiving Day after Thanksgiving Christmas Day December 25th Floating Holiday(1) Scheduled per the below Date to be Formatted: Strikethrough determined by employee/employer with a minimum of 24 hours advance notice to the employer. The floating holiday is in lieu of any holiday that may be proclaimed by the Mayor, Governor and President. The "floating" day shall be chosen by mutual agreement of the employee and the Department Head with a minimum of 24 hours advance notice to the employer. If any such holiday falls on a Saturday, it shall be observed on the preceding Friday. If any such holiday falls on a Sunday, it shall be observed on the following Monday. Comment [BK1]: Joe, should we delete this—It does not seem to apply now that we have front loaded the holidays Regular full-time employees shall be credited with eleven (11) shifts of holiday time with pay effective January 1st, annually. Said time must be taken during the calendar year earned or the leave time will lapse December 31st. If an employee leaves employment for any reason prior to the occurrence of any of the holidays referenced in Article 14 above, the employee shall not be paid for the holidays yet to occur. If the employee has taken holidays prior to their occurrence, and leaves employment for any reason, the appropriate amount shall be deducted from the employee's last paycheck. Likewise, the employee will be paid for all holidays which occur but are not taken prior to leaving. Employees who work on a scheduled holiday shall be paid for that day at a rate of one Formatted: Indent: Left: 0" and one half times their straight time rate of pay excluding the floating holiday. Employees who work on a scheduled holiday shall be paid for that day at a rate of one and one half times their straight time rate of pay. The scheduled shift hours for that holiday remain in the employee’s holiday hour accrual and can be taken off throughout the year, or cashed out at anytime during the same month in which they are accrued or any month after the Holiday has passed. Any accrued holiday hours remaining as of December 25th of each year will be paid with the December end of the month paycheck. 4810-4157-6982.1 10 For the purpose of this Agreement, holiday pay will be paid based on the starting times that occur on the actual day of the holiday and when at least 40% of the scheduled shift hours occur during the holiday. Part time employees receive the above benefits pro-rated according to hours worked. ARTICLE 15- Vacations Each employee covered by this agreement shall be entitled to vacation with pay following completion of six months of employment with the City of Liberty Lake, which such vacation shall accrue in the following manner: Year of Vacation DaysHours Employment w/ the City of Liberty Lake Earned Per Year 1 – 4 Years 120 Hours 5 – 9 Years 180 Hours 10 – 14 Years 216 Hours 15 – 19 Years 252 Hours 20+ Years 276 Hours The maximum number of vacation hours which may be carried over from December 31 of one year to January 1 of the next year is 240 hours. In cases where Employer operations have made it impractical for an employee to use vacation time, provided these restrictions shall not be used to force the taking of fewer than five successive days of vacation, the Chief of Police, with the approval of the Mayor may authorize additional carry over. An employee who ceases to be an employee of the Employer shall receive a sum of money equal to his/her current rate of pay for any accrued vacation time which has not been used as of the date of the employee’s separation. Upon the death of an employee in active service, the accrued leave, vacation, and holiday pay of the deceased employee shall be paid to the employees’ beneficiary. It is the intent of this Agreement to allow an employee to use accrued vacation time in cases of emergency such as illness or injury in the immediate family in the event sick or bereavement leave is not available as afforded in the Family and Medical Leave Act of 1993. Part time employees receive the above benefits pro-rated according to hours worked. 4810-4157-6982.1 11  ARTICLE 16 – Sick and Other Leave a. Sick Leave: Each full time employee shall receive sick leave hours commensurate with their scheduled shift for each calendar month worked. Sick leave credit shall accumulate to a maximum six hundred fortyone thousand and eighty hours. 100% of aAccrued sick leave up to a maximum of 640 hours will be considered severance and payable upon the official retirement of the employee or upon the death of the employee. In the event of death, payment is to be made to the Employee’s beneficiary. b. Accrual: All regular, full-time employees will have 40 hours of sick leave available for their immediate use following their date of hire. Employees will begin to accrue sick leave starting on the sixth-month pay period and will not accrue more than 96 hours in the first year of employment. c. Allowable Uses of Sick Leave: Sick leave covers those situations in which an employee is absent from work due to: (a) Employee's own health condition (illness, injury, physical or mental disability, including disability due to pregnancy or childbirth); (b) The need to care for the employee's immediate family members (children, spouse, parent and/or parent-in-law) who are ill (see Washington Family Care Act); (c) Medical or dental appointments for the employee or an immediate family member who needs assistance to go to such appointments; (d) Exposure to a contagious disease where on-the-job presence of the employee would jeopardize the health of others; or the use of over-the- counter medication. (e) Use of a prescription drug that impairs job performance or safety; (f) Additional leave beyond bereavement leave for a death in the immediate family may be authorized by the Mayor or his/her designee; (g) Workers compensation leave as set forth below. d. A deduction of the number of sick leave hours equivalent to the length of the shift shall be made for each full day's absence due to the above reasons: Should an eligible employee use less than ONE (1) FULL shift of sick leave, such sick leave 4810-4157-6982.1 12  will be deducted for the actual time away from the job on an hour-for-hour basis. e. If unable to report to work because of illness or injury, the employee shall report his reason for absence to his immediate supervisor on duty, at least three (3) hours prior to his scheduled work shift, unless the exigency of the circumstances dictate otherwise. Failure to provide proper notification may constitute abandonment of duties. After three (3) consecutive days of sick leave, the Police Chief or his designee may require a doctor's statement from the employee verifying the employee's condition which prevented him or her from working. The City may also request the opinion of a second doctor at the City's expense to determine whether the employee suffers from a chronic physical or mental condition which impairs his/her ability to perform the job. f. Any employee found to have abused the provisions of a defined leave privilege by falsification or misrepresentation shall be subject to disciplinary action. g. Sick Leave Donation. Employees may participate in the Sick Leave Donation Formatted: List Paragraph, Numbered + Level: 1 + Numbering Style: a, b, c, … + Start under the terms and conditions set forth in City Policy 8.3 or any successor at: 4 + Alignment: Left + Aligned at: 0.25" + policy. Indent at: 0.5" h. Employee Disability: Employees may use all accumulated leave (sick, vacation, holiday) for a serious, disabling illness or health condition (including disability associated with pregnancy and childbirth) which renders the employee unable to work. However, if an employee does not have sufficient leave, the employee will be granted an unpaid leave for recovery. The employee’s leave will not extend beyond the longer of the accumulated leave or twelve weeks in a rolling twelve month period, except in circumstances where the City’s Shared Leave program is authorized (as per Ordinance No. 472the City Personnel Policy), in which case the Comment [BK2]: Joe, this ordinance does not exist so I referenced the policy maximum leave can be up to ninety days. In extenuating circumstances the employee may seek additional leave through their immediate supervisor. During the period of time an employee is on Family Medical Leave, the Employer will continue its contribution to the employee’s medical, dental and life insurance benefits for a period of twelve weeks or as long as the employee remains in a paid status (whichever is longer). The employee will be required to continue to pay their contributions for medical, dental and supplemental life insurance benefits through payroll deductions and or self payment. If, after twelve weeks, the employee is in an unpaid status, the employee is responsible for the full cost of insurance coverage. Employees returning to their position following the expiration of their Family Medical Leave will be reinstated to their former position and or an equivalent position as required by law. 4810-4157-6982.1 13 i.b. Bereavement Leave: When a death occurs in an employee’s immediate family the employee may take up to three working days of paid bereavement leave. Additional bereavement leave of two additional days may be granted by the Mayor or designee. Sick leave days may be taken for additional leave. An employee is not paid for any day off if the employee would not otherwise have been entitled to compensation for that day. Bereavement leave pay shall be that amount the employee would have earned had the employee worked his/her regular work schedule during the leave. Immediate family is defined as being related by blood, marriage, co-habitation, or legal adoption in the degree of consanguinity of grandparents, parents, spouse, brother, sister, child, grandchild and any relative living in the employee’s household. j.c. Leave of Absence Without Pay: The Mayor or designee, with the recommendation of the Chief of Police, may grant a leave of absence without pay for absence from work for up to a 30 day duration not covered by any other type of leave or if other leave balances are exhausted. Situations for which such leave may be granted would be to the interest and welfare of the City and are not solely for the employee’s personal gain or profit. Employees that fail to return to their position at the end of the agreed upon leave of absence shall be deemed to have resigned from employment with the City unless there are extenuating circumstances approved in advance by the City. An employee on a leave of absence without pay for thirty days or more shall not accrue vacation, sick leave and all other benefits paid or unpaid. k.d. Light Duty Assignments: Employees who have been authorized leave due to serious illness or work related injury, may upon release from his/her physician and approval of the administration, qualify for return to “light duty” assignment within sworn service. For the purpose of this section, “light duty” refers to duty other than normal patrol duties. Nothing in this section shall obligate the Chief of Police to create unnecessary work or light duty assignments. Light duty assignments separately or simultaneously will at no time constitute more than one full time position. The length of any light duty assignment will be determined by the Chief of Police. Employees assigned to light duty shall not be scheduled to work overtime. e. l. Military Leave: Any member of the United States armed services Formatted: No bullets or numbering reserve/national guard shall receive 21 paid days off annually as required by sate law. All benefit accruals shall continue uninterrupted as provided for by law. ARTICLE 17 – Pensions a. Pensions for employees and contributions to pension funds will be governed by the Washington State statute in existence at any given time during the term of this Agreement. The City will contribute on behalf of all eligible employees to a 401(a) retirement plan. The City will contribute 7.5% of gross wages toward retirement programs. 4810-4157-6982.1 14 b. Social Security Replacement: In lieu of contributions to the Federal Social Security Program, the City of Liberty Lake has authorized a 401(a) pension plan administered by the ICMA Retirement Corporation. The City will contribute 5.25% of gross wages for regular, full-time employees. Employees may contribute to the plan up to a maximum of 11% of gross wages. All full-time regular uniformed employees in the police department are covered by the Law Enforcement Officer’s Retirement System (LEOFF). LEOFF benefit levels and contribution rates are set by the State of Washington. The City of Liberty Lake contributes to the 457 Deferred Plan the difference between the LEOFF and the City’s retirement contribution for all regular uniformed employees under the LEOFF plan. All regular full-time and eligible part-time non-uniformed employees are covered under the ICMA 401(a) pension plan. All regular full-time, part-time and uniformed employees can voluntarily contribute to a 457 Deferred Compensation Plan administered by ICMA Corporation. The City of Liberty Lake does not match any contributions to this plan. c. Disability Benefits: All employees, other than police and fire employees in the LEOFF 1 system, are covered by the state Workers’ Compensation Program. The City will continue to provide long term disability insurance for all full-time employees for the off-the-job injury or illness. ARTICLE 18 – Health and Welfare The Employer agrees to pay ninety percent of premiums and increases for each employee and their dependants to provide the following plans: AWC HealthFirst medical, AWC Plan B dental, VSP vision. a. The Employer shall cease making the eight-hundred dollar annual contribution to the employees’ VEBA accounts effective January 1, 2011 through December 31, 2012. The Employer will pay eight-hundred dollars annually into each bargaining unit member’s VEBA account as of January 1, 20173. Any unused amount shall automatically carry over to successive years. b. The Employer shall continue to provide coverage for other benefit plans, including but not limited to Standard Life Insurance policy #610516-B and employee assistance program (EAP), at their current levels, as has been provided for in policy and past practice. c. Either party may reopen the contract for the sole purpose of negotiating a change to the benefit plans and premium cost sharing set forth in Article 18 to address changes in AWC Plan alternatives or achieve greater cost savings and benefits. 4810-4157-6982.1 15  ARTICLE 19 – FALSE ARREST INSURANCEFalse Arrest Insurance The Employer shall provide false arrest insurance for all sworn officers. In addition, the employer shall pay on behalf of any employee in the bargaining unit any sum, including reasonable legal expenses, which the employee shall be legally obligated to pay as a result of reasonable and lawful activities and exercise of authority within the scope of assigned duties and responsibilities as a City of Liberty Lake Police Officer, and which are necessary in order for such officers to be represented. ARTICLE 20 – Off-Duty Employment The Employer may authorize an employee to perform other employment during off-duty hours provided such employment does not: interfere with the efficiency of law enforcement and public safety; interfere with the employee’s performance of duty; detract from the image of the Employer, conflict with the Employer’s policies. Outside employment must be authorized by the Chief of Police in writing. If an employee has been authorized to work off-duty in a capacity that will be in a Liberty Lake uniform and/or city of Liberty Lake vehicle, the employee will be paid by the City at the appropriate hourly rate. The City will bill the off-duty employer directly. ARTICLE 21 – Pre-Existing Wages and Working Conditions No employee shall suffer a reduction in wages, benefits, or working conditions through the adoption of this agreement, unless the Union and the City mutually agree otherwise. ARTICLE 22 – Reserve Officers Reserve officers will augment and assist regular officers. Reserve officers will not be used to replace regular officers from normal assignments. Regular officers will have first option on all special details. Reserve officers will not be used in paid status whenever a regular officer is on layoff and available and fit for duty. ARTICLE 23 – Grievance Procedure A grievance is an alleged misinterpretation of, or violation of terms and/or provisions of this Agreement. A grievant shall mean an individual, group of individuals, or the Union with a grievance. Step 1. The grievant may orally present a grievance to the immediate supervisor. If the grievance is not settled orally, the grievant shall refer it to the Union and a written statement of the grievance shall be presented to the Chief of Police within thirty calendar days after the occurrence of the grievance or within thirty calendar days from the time the grievant should have reasonably become aware of the occurrence of the events giving rise to the grievance, whichever is later. 4810-4157-6982.1 16 The Statement of Grievance shall name the grievant(s) involved, the facts giving rise to the grievance, and remedy (specific relief) requested. The immediate supervisor’s answer to the grievance shall include the reasons upon which the decision was based and it shall be made in writing within ten calendar days of the receipt of the grievance. Step 2. If no satisfactory settlement is reached at Step 1, the grievance may be appealed to the Mayor, or his/her designated representative, within ten calendar days of receipt of the decision rendered in Step 1. The Mayor or his/her designated representative shall arrange for a grievance meeting with the Union. Such meeting shall be scheduled within ten calendar days of the receipt of the Step 2 appeal. The purpose of this meeting shall be to effect a resolution of the grievance. The Mayor or his/her designated representative shall provide a written decision, incorporating the reasons upon which the decision was based to the Union within ten calendar days from the conclusion of the meeting. Step 3. If the grievance has not been resolved or the parties cannot reach an agreement, the grievant may, within fifteen calendar days from the date upon which the Mayor’s response was received or was due, refer the grievance to arbitration or the Civil Service Commission by notifying the other party of its intent to appeal the grievance. In the case of disciplinary actions, or other matters both appealable to the Civil Service Commission and grievable under the terms of this agreement, a written election of remedies shall be made after receipt of the Step 2 response. An employee may elect to either pursue an appeal to the Civil Service Commission or continue with the contractual grievance procedure, but not both. If mutually agreed, time limits will be extended to complete a reasonable investigation before the election of remedies is made. Step 4. If no satisfactory settlement is reached at Step 2 and/or the grievant has elected to pursue the grievance through the contractual process under Step 3, the Union may within fifteen calendar days of the receipt of the Step 2 decision, appeal the final decision of the employer to arbitration. In the event an arbiter is not mutually agreed upon by both parties, the parties shall jointly request the Public Employment Relations Commission to submit a list of nine arbiters. Each party shall alternately strike until one name remains. Any grievance arising out of or relating to the interpretation or application of the terms and/or provisions of this agreement may be submitted to arbitration unless specifically and expressly excluded. The arbitrator’s decision will be in writing and will set forth his/her finding of fact, reasoning, and conclusions on the issues submitted to him/her. The decision of the arbitrator shall be final and binding upon the parties. 4810-4157-6982.1 17 The fees and expenses of the arbitrator shall be shared equally by the parties. All other expenses including attorney’s fees shall be borne by the party incurring them. The arbitrator shall be without power or authority to add to, subtract from, or alter any of the terms of this agreement. The arbitrator shall be without power or authority to make any decision which required the commission of an act prohibited by law. Time Limits. Time limits provided in this procedure may be extended by mutual agreement signed by the parties. Failure of the grievant or the Union to file and/or appeal the grievance within the above stated time limits shall cause the grievance to be void except in circumstances beyond the control of the grievant. ARTICLE 24 – Communication Procedure This article creates a communication procedure for the purpose of dealing with operational issues and matters of general concern between the parties. Either the Union or the Employer may initiate discussion. The coordinators of the communication procedure will be the Union Steward, and the Chief of Police or their official designee(s). A meeting of representatives of the Employer and the Union may be requested by either of the coordinators and they shall schedule a meeting at a mutually favorable time and place. This communication procedure and the discussions between the parties shall not amend or change the terms of this agreement unless mutually agreed by the Union and the Employer. ARTICLE 25 – Bill of Rights This Article does not apply to Probationary Employees. Formatted: Font: Not Bold Formatted: Left a. The members covered by this agreement do not waive nor will they be deprived of any of their constitutional or civil rights guaranteed by the federal and state constitution and laws afforded any citizen of the United States. b. When an employee is asked for a written statement involving any type of violation of department rules, regulations, or laws: 1) The employee shall be advised in writing of the nature of the investigation and whether the employee is a witness or a suspect. 2) Before any disciplinary action is imposed, the employee shall be furnished with a copy of the complaint and be advised of the name and address of the complainant and will also be provided with all other information and material necessary to apprise him/her of the allegations of such complaint. 3) The questioning which shall not violate the employees constitutional or civil rights, shall take place in an agreeable place. 4) The employee shall be afforded an opportunity and facilities to contact and consult privately with a Union representative and/or attorney of his/her own choosing. The Union representative/attorney may be present during all questioning and/or hearings and may counsel the employee. 4810-4157-6982.1 18  5) Any questioning/interrogation of an employee shall be at a reasonable hour, taking into consideration the nature and urgency of the complaint and the mental state of mind of the employee. If practical, questioning will be conducted while the employee is on duty. 6) Any questioning shall be conducted in a reasonable and professional manner considering the personal necessities of the employee, such as meals, telephone calls, and rest periods. 7) The employee shall not be subject to any offensive language, harassment, fear of reprisal, intimidation, nor shall the employee be threatened with dismissal, transfer, or any other disciplinary action as a guise to attempt to obtain a coerced answer or resignation, nor shall the employee be intimidated, in any other manner. No promise of rewards shall be made as an inducement to answer questions which may result in disciplinary action. c. Employees covered by this agreement are not required to take or be subject to any lie detector, polygraph, or similar test as a condition of continued employment. d. No employee covered by this agreement will be subject to any form of harassment or disciplinary action for exercising his/her constitutional and/or civil rights. e. An employee shall be permitted to read any material before it is placed in an official personnel file maintained by the employer or the Police Department. The employee shall be allowed to rebut such statement in writing. Such rebuttal will be attached to the official personnel file copy of material. f. An officer’s assigned desk/locker or personal effects (such as computer disks, mail, briefcases, bags, personal vehicles, etc.) shall not be searched without the permission of the officer unless there is reasonable cause to do so, as determined by the Chief of Police. Should reasonable cause be established, the search shall be conducted in the presence of another officer. g. Rules of conduct which unreasonably attempt to rule or control an officer’s private life while off-duty are in violation of constitutional and civil rights and are not in the best interest on the employer nor the employee. ARTICLE 26 – Seniority The employer recognizes the principles of seniority. Seniority shall be utilized to resolve issues regarding scheduling of vacation,and holiday leave, when recalling employees, and assignment of overtime . Seniority also shall be utilized in laying off employees, provided the senior employee is capable of performing the duties of the less senior employee. Laid off employees shall be recalled in reverse order of their respective layoff. Laid off employees will retain seniority rights for eighteen months from the date of layoff. 4810-4157-6982.1 19  ARTICLE 27 – Entire Agreement a. The agreement expressed herein in writing constitutes the entire agreement between the parties and no oral or written statements shall add or supersede any of its provisions, unless mutually agreed upon by both parties and an amendment or revision to said article or section is properly adopted by the Union and the employer. b. The parties acknowledge that each has the unlimited right and opportunity to make proposals with the respect to any matter deemed a proper subject for a collective bargaining agreement. The results of this exercise of the rights are set forth in this agreement, provided however, if any issue is mutually agreed upon, the parties to the agreement may amend any article or section herein with a written Memorandum of Understanding. ARTICLE 28 – Saving Clause If any provision of this agreement shall be held invalid by operation of law or any tribunal of competent jurisdiction or if compliance or enforcement of any provision should be restrained by such tribunal pending a final determination as to its validity, the remains of this agreement shall not be held invalid and will remain in full force and effect. ARTICLE 29 – Duration of Agreement This agreement shall become effective January 1, 20174 and shall remain in effect through December 31, 2019622. Points of interest not covered by this agreement may be negotiated at any time during the period of this contract upon mutual agreement of both parties involved. Signed this _______ day of ______________, 20______. ______________________________ ___________________________ Val Holstrom Steve Peterson, Mayor General Teamsters Local No. 690 City of Liberty Lake 4810-4157-6982.1 20 7 Step Salary Schedule OFFICER SALARY SCALE FROM 14 STEPS to 7 STEPS Lateral Officer - 2016 Step Hourly Increment Annually 1 26.21 56,613.60 New 2 26.73 0.52 57,736.80 Matt 3 27.26 0.53 58,881.60 4 27.81 0.55 60,069.60 Michael B.,Kevin,Jeff (if reach MPO otherwise step 3) 5 28.37 0.56 61,279.20 Brad 6 28.94 0.57 62,510.40 7 29.52 0.58 63,763.20 8 30.11 0.59 65,037.60 9 30.71 0.60 66,333.60 Taj 10 31.32 0.61 67,651.20 11 31.95 0.63 69,012.00 12 32.59 0.64 70,394.40 Michael T. 13 33.24 0.65 71,798.40 14 33.90 0.66 73,224.00 Officer - 2017 Step Hourly Increment Annually 1 23.90 51,624.00 Cadet 2 25.57 1.67 55,231.20 Trainee 3 27.24 1.67 58,838.40 Matt, Austin 4 28.91 1.67 62,445.60 Micheal, Kevin, Jeff 5 30.58 1.67 66,052.80 Brad 6 32.25 1.67 69,660.00 TAJ 7 33.92 1.67 73,267.20 Mike Officer - 2018 * 2% adjustment in scale Step Hourly Increment Annually 1 24.38 52,656.48 Cadet 2 26.08 1.70 56,335.82 Trainee 3 27.78 1.70 60,015.17 4 29.49 1.70 63,694.51 5 31.19 1.70 67,373.86 6 32.90 1.70 71,053.20 7 34.60 1.70 74,732.54 Officer - 2019 * 2% adjustment in scale Step Hourly Increment Annually 1 24.86 53,688.96 Cadet 2 26.59 1.74 57,440.45 Trainee 3 28.33 1.74 61,191.94 4 30.07 1.74 64,943.42 5 31.80 1.74 68,694.91 6 33.54 1.74 72,446.40 7 35.29 1.75 76,219.49 Officer - 2020 * 2% adjustment in scale Step Hourly Increment Annually 1 25.35 54,762.74 Cadet 2 27.12 1.77 58,589.26 Trainee 3 28.90 1.77 62,415.77 4 30.67 1.77 66,242.29 5 32.44 1.77 70,068.81 6 34.21 1.77 73,895.33 7 35.99 1.78 77,743.88 Officer - 2021 * 2% adjustment in scale Step Hourly Increment Annually 1 25.86 55,857.99 Cadet 2 27.67 1.81 59,761.04 Trainee 3 29.47 1.81 63,664.09 4 31.28 1.81 67,567.14 5 33.09 1.81 71,470.19 6 34.90 1.81 75,373.23 7 36.71 1.82 79,298.76 Officer - 2022 * 2% adjustment in scale Step Hourly Increment Annually 1 26.38 56,975.15 Cadet 2 28.22 1.84 60,956.26 Trainee 3 30.06 1.84 64,937.37 4 31.91 1.84 68,918.48 5 33.75 1.84 72,899.59 6 35.59 1.84 76,880.70 7 37.45 1.85 80,884.73 9/29/2016 11:40 AM  MEMORANDUM OF AGREEMENT Between City of Liberty Lake And Teamsters Union Local 690 Teamsters Local 690 (“Union) and the City of Liberty Lake (“City”) are parties to a collective bargaining agreement with a term of January 1, 2017 to December 31, 2022 (“Agreement”). The parties have adopted a new seven step pay scale in the Agreement, pursuant to which the incumbent in the Detective Sergeant position will be at the top step of the pay scale by 2017. The parties agree to address this unique situation as follows: 1. The Detective Sergeant Position will not be filled following the retirement of the incumbent. 2. Effective January 1, 2018 through January 1, 2022 or the incumbent’s retirement, whichever occurs first, the pay scale for the Detective Sergeant position will increase by two percent on the anniversary of the Agreement based upon satisfactory performance evaluations. 3. Neither party will cite or rely upon this MOA as precedent for any future situation. Except as set forth above, the terms and conditions of the Agreement remain in full force and effect. Signatures Signed this _______ day of ______________, 20______. ______________________________ ___________________________ Val Holstrom Steve Peterson, Mayor General Teamsters Local No. 690 City of Liberty Lake 4810-4157-6982.1 1 Police Sergeant - 2016 Schedule Step Hourly Annually 1 34.17 73,807.20 2 34.85 75,276.00 3 35.55 76,788.00 4 36.26 78,321.60 5 36.99 79,898.40 6 37.73 81,496.80 7 38.48 83,116.80 PROPOSED POLICE SERGEANT 2017 Step Hourly Annually 1 35.62 76,930.56 2 36.33 78,472.80 3 37.06 80,049.60 4 37.80 81,648.00 5 38.56 83,289.60 PROPOSED POLICE SERGEANT 2018 Step Hourly Annually 1 36.33 78,469.17 2 37.05 80,028.00 3 37.79 81,626.40 4 38.55 83,268.00 5 39.32 84,931.20 PROPOSED POLICE SERGEANT 2019 Step Hourly Annually 1 37.05 80,030.46 2 37.79 81,626.40 3 38.55 83,268.00 4 39.32 84,931.20 5 40.11 86,637.60 PROPOSED POLICE SERGEANT 2020 Step Hourly Annually 1 37.79 81,631.07 2 38.55 83,268.00 3 39.32 84,931.20 4 40.11 86,637.60 5 40.91 88,365.60 PROPOSED POLICE SERGEANT 2021 Step Hourly Annually 1 38.55 83,263.69 2 39.32 84,931.20 3 40.11 86,637.60 4 40.91 88,365.60 5 41.73 90,136.80 PROPOSED POLICE SERGEANT 2022 Step Hourly Annually 1 39.32 84,928.97 2 40.11 86,637.60 3 40.91 88,365.60 4 41.73 90,136.80 5 42.56 91,929.60 Introduction of Upcoming Agenda Items  DRAFT CITY COUNCIL ADVANCED AGENDAS For Planning Discussion Purposes Only As of September 30, 2016 Please note: This is a work in progress; items are tentative October 18, 2016 DUE Wed, Oct. 12 1. PRESENTATION: Spokane Transit Authority - Maintain, Improve & Expand Public Transit 2. Consent Agenda (minutes, vouchers) 3. WORKSHOP: Mayor Peterson’s Proposed 2017 Budget 4. PUBLIC HEARING: Property Tax & Other Revenue Sources 5. RESOLUTIONS - Levying the Regular Property Taxes for the City of Liberty Lake - 2017 City Council priorities - Supporting the Uplands Trail project - River Crossing North 2nd Addition Final Plat Resolution November 1, 2016 DUE Wed, Oct. 26 1. Consent Agenda (minutes, vouchers) rd 2. PRESENTATION: Liberty Lake Municipal Library 3 Quarter 2016 Report 3. PUBLIC HEARING: 2017 Budget 4. FIRST READ ORDINANCE: Establishing a Code of Ethics for Elected Officials (goal, nepotism, HE, penalty/enforcement remedies) November 15, 2016 DUE Wed, Nov. 9 1. PRESENTATION: Municipal City Flag, Councilman Dunne 2. Consent Agenda (minutes, vouchers) 3. PUBLIC HEARING: 2017 Budget 4. SECOND READ ORDINANCE: Establishing a Code of Ethics for Elected Officials (goal, nepotism, HE, penalty/enforcement remedies) ************* TENTATIVE ITEMS: 1. Ordinance No. 232, granting a non-exclusive Franchise Agreement to Avista Corporation 2. Approve Memorandum of Understanding with Liberty Lake Sewer & Water District / Liberty Lake Road rehabilitation contract 3. Contract with Ptera 4. Update on traffic study – Tony Woody, CH2M Hill (Dec 6) 5. Design Regulation & Moratorium (12/20) 6. Action on moratorium on the Acceptance of Applications or Issuance of Permits for the Construction of Multifamily Housing (Ord. 231 expires 12/21) Potential FIRST READ Ordinance 12/6 7. LLML 4th Quarter 2016 report (Pamela 1/21/17) 8. On-Call Arborist contract