HomeMy WebLinkAbout1933 Approving and Ratifying Collective Bargaining Agreements w/the Fraternal Order of Police, WCE Regional Lodge 50BILL NO. 2023-042 ORDINANCE NO. 193
AN ORDINANCE APPROVING AND RATIFYING COLLECTIVE BARGAINING
AGREEMENTS WITH THE FRATERNAL ORDER OF POLICE, WEST CENTRAL MISSOURI
REGIONAL LODGE 50.
WHEREAS, the City of Riverside representatives met with the FOP Lodge # 50 and
conferred and discussed wages, benefits, and other terms and conditions of employment to reach
mutually satisfactory proposed collective bargaining agreements for the Non -Supervisory and
Supervisory Bargaining Units; and
WHEREAS, the City's team and the FOP Lodge # 50 reached a mutual tentative
agreement on a proposed collective bargaining agreements by and between the City and the FOP
Lodge # 50, and submit the proposed collective bargaining agreements to the Board of Aldermen
for its consideration, approval, and ratification.
NOW, THEREFORE, BE IT ORDAINED BY THE BOARD OF ALDERMEN OF
THE CITY OF RIVERSIDE, MISSOURI, as follows:
Section 1. That the proposed collective bargaining agreements by and between the City of
Riverside and the FOP Lodge # 50, attached hereto and incorporated herein, has
been reviewed and considered by the Board of Aldermen.
Section 2. That the Board of Aldermen approves the proposed collective bargaining
agreements attached hereto and hereby ratifies the collective bargaining
agreements as a final and binding agreement between the City and the FOP Lodge
# 50, and authorizes the City Administrator to execute the same on behalf of the
City.
Section 3. That this Ordinance shall be in full force and effect from and after its passage,
adoption, and approval by the Mayor.
Section 4. That the Mayor, City Administrator, and other appropriate City officials are
authorized to take all actions as may be deemed necessary or convenient to carry out
and comply with the intent of this Ordinance, and to execute and deliver for and on
behalf of the City all certificates, instruments, agreements and other documents, as
may be necessary or convenient to perform all matters herein authorized.
BE IT REMEMBERED that the above was read two times by heading only, PASSED AND
APPROVED by a majority of the Board of Aldermen and APPROVED by the Mayor of the
City ofRiverside, Missouri, this a0OO-' day of 2023.
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a een L. Rose, Mayor
Robin Kincaid.; City Clerk
CITY OF RIVERSIDE, MISSOURI
AND
FRATERNAL ORDER OF POLICE WEST CENTRAL MISSOURI REGIONAL
LODGE # 50
2023-2026
LABOR AGREEMENT
NON -SUPERVISORY BARGAINING UNIT
Article I. Preamble
Section 1.01 Parties
This agreement has been developed by the Fraternal Order of Police, West Central Missouri
Regional Lodge #50, herein called the "Lodge," and the City of Riverside, Missouri, herein called
the "City."
Section 1.02 Conflicts
In the event that any provision of this Agreement conflicts with the City's Personnel Manual, with
any Policies and Procedures or General Orders of the City's Police Department (hereinafter, the
"Department,"), or with any other written directives issued by management, the provisions of
this Agreement shall be controlling. The parties recognize that the City's Employee Handbook,
and the Department's Policy Manual and other written directives will address topics not covered
in this Agreement, and will provide further details about matters that are addressed in this
Agreement. To the extent these written materials do not conflict with the provisions of this
Agreement, they shall be enforceable.
Article II. Recognition
Section 2.01 Bargaining Unit
The City recognizes the Lodge as the exclusive bargaining representative for all sworn, full-time
personnel employed in the Riverside Police Department with the rank of Police Officer or
Detective.
Section 2.02 Added Classification
In the event any new full-time sworn job classification is added to the Department the City will
bargain with the Lodge regarding which bargaining unit the new job classification should be
included. The City will further bargain with the Lodge regarding the duties and wage scale for the
classification.
Section 2.03 Non -Discrimination
The Parties acknowledge and agree that there shall be no discrimination against or harassment
of any employee by either party due to the employee's race, gender, color, national origin,
religion, age, disability, sexual orientation, military service status, Lodge membership status or
lawful Lodge activities, genetic information, marital status, political affiliation, political activity
consistent with federal, state, and local law, or membership in any other category or classification
that is protected by law.
Article III. Management Rights
Section 3.01 Management Rights
Except as otherwise expressly provided in this Agreement, the City retains the right to manage
the Department, including but not limited to the right to:
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(a) Determine the mission of the City and the Department;
(b) Direct the working forces;
(c) Hire, classify, assign, promote, and transfer employees;
(d) Suspend, discipline, and discharge employees for just cause;
(e) Relieve employees from duty because of lack of work or other legitimate reasons;
(f) Change existing methods, operations, facilities, equipment, and type or number of
personnel;
(g) Promulgate, make, change, and/or revoke reasonable personnel rules, regulations,
policies, and work and safety rules, consistent with this Agreement and applicable
law;
(h) Assign work to bargaining unit and/or civilian support personnel;
(i) Maintain and/or take steps to enhance the efficiency of the operation of the City and
the Department; and
(j) Take whatever actions may be reasonably necessary to carry out the mission of the
City and the Department.
Section 3.02 Rights & Responsibilities
The foregoing powers, rights, authority, and responsibilities, and the adoption of policies, rules,
regulations and practices in furtherance thereof shall be exercised in conformity with this
Agreement by the City's selected management personnel. Failure of the City and/or Department
to exercise any of the Management Rights enumerated above does not diminish the future ability
to exercise such Management Rights.
Section 3.03 Operation of Law
Nothing in this Agreement shall be interpreted or construed in a way that would prevent the City
and/or the Department from complying with any duty or obligation placed upon the City and/or
Department by operation of law.
Article IV. Lodge Rights
Section 4.01 Lodge Representatives
On January 1st of each year, the Lodge shall provide the Department with a list of employees,
not to exceed two (2) individuals, who shall serve as official Lodge representatives for that
calendar year.
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Section 4.02 Orientation
The City agrees that all new full-time personnel hired to fill represented positions shall, while on
duty and during their FTO process, be given a presentation from the Lodge. During the
presentation, the representative(s) of the Lodge will provide copies of this Agreement, explain
the Lodge's function as the exclusive bargaining representative of the employees in the
bargaining unit, will provide other information regarding the Lodge and membership therein, and
will offer membership in the Lodge to each new full-time employee. The Lodge shall be allowed
reasonable time to make its presentation.
Section 4.03 Bulletin Boards
The City agrees to allow the Lodge to maintain a bulletin board in the patrol area. The bulletin
board will be for the exclusive use of the Lodge. All items placed on the bulletin board shall be
initialed and dated by an officer of the Lodge. Items without a date and initials, or that are
incendiary, inappropriate, or disruptive items may be removed by Management and returned to
the Lodge.
Section 4.04 Use of Internal Mail
The Lodge shall be permitted to use the City's email and hard copy internal mail distribution
systems for Lodge business, so long as the Lodge's use does not create a burden on the City's
electronic and/or physical systems, and so long as such mail use does not hinder on -duty
personnel in the performance of their duties. The Lodge shall use the City's email system only for
the purpose of communicating with its membership and with Police Department and City
management. The Lodge and its members acknowledge that all City mail, whether electronic or
physical, is subject to potential monitoring, and may also be subject to public disclosure under
the State's sunshine law.
Section 4.05 Dues Deduction
The City will continue to follow direct deposit authorizations received from bargaining unit
members, including authorizations calling for withheld amounts to be transferred to the Lodge
or Lodge -affiliated accounts. The Lodge will notify the city of any change in amount to be
transferred Lodge -affiliated accounts without the need for the submission of new forms from
individual members. The Lodge will provide the City 30 days' notice of any changes.
Section 4.06 Lodge Business
The City will pay full-time City employees who are on duty and who serve as Lodge
representatives for time spent in labor management meetings, grievance meetings, and
representing employees during investigatory interviews. All other Lodge business shall be
performed on non -working time.
Section 4.07 Confidentiality
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Bargaining unit personnel shall have the right to consult with a Lodge representative of their
same rank on a confidential basis regarding performance and disciplinary matters. Any Lodge
representative, who has any supervisory responsibility over the person or issue involved, shall be
excluded from serving as a Lodge representative in any way with regard to that particular issue.
Further, the right of confidentiality under this paragraph shall be limited in that all employees of
the Police Department shall be obligated to immediately report to senior management and to
answer questions about any statement indicating that an employee clearly has committed, or
has a current intention to commit, any crime.
Section 4.08 Release of Information
The City shall, upon written request, provide to the Lodge information and records reasonably
relevant to the Lodge's performance of its functions in serving as the exclusive bargaining
representative of the employees in the bargaining unit. Where such information involves medical
data, the City may require the Lodge to present a signed release from each employee covered by
the request.
Section 4.09 Request for Information Fee
In the event the City estimates that responding to a single information request will require the
production of more than 100 pages of information that is not available in electronic format,
and/or will require more than two hours of staff time to research or prepare, the City shall notify
the Lodge of this fact, and the estimated charge for compliance with the request. Research and
duplication time will be estimated and charged at the lowest hourly pay and benefit rate of
available qualified personnel, and copies shall be estimated and charged at 15 cents per page.
Section 4.10 Indemnification
The Lodge shall defend, indemnify and hold harmless the City in the event that a City employee
should file a claim against the City for unauthorized dues deduction or release of information,
and such deduction or release was pursuant to information, or a request for information,
provided by the Lodge to the City.
Article V. Past Practices
Section 5.01 Establishment of Past Practices
A past practice is an agreement to handle a particular factual situation in a given manner. In order
for a past practice to exist it must be: (1) unequivocal; (2) clearly enunciated and acted upon; and
(3) readily ascertainable over a reasonable period of time. The parties mutually acknowledge that
there do not exist any binding past practices between them as of the date of execution of this
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Agreement. In order for any binding past practice to be established in the future, the practice
must be reduced to writing and signed by the parties at the time it is established.
Article VI. Job Descriptions
Section 6.01 Job Descriptions
The Department shall maintain job descriptions for all positions within the bargaining units.
Article VII. Specialized Duty Assignments
Section 7.01 Specialized Assignments
Specialized assignments may include, but shall not be limited to, K-9 Officers, School Resource
Officer, SWAT, Training Instructors, CSI, F/PAL, Drone Operator, and Junior Police Academy.
Section 7.02 Vacancy Posting
When there is a vacancy in any specialized duty assignment, the Department shall notify the
Lodge and all members of the vacancy via interdepartmental e-mail. The posting shall:
a) Identify the vacant or new position by name and the rank of the position;
b) Identify the date on which the applications for the position must be received and to
whom the applications should be delivered; and
c) Provide the entry qualifications for the position.
Section 7.03 Bid for Special Assignment Vacancy
Bargaining unit employees shall submit their bid for vacant full-time positions to the Chief or his
or her designee within the time prescribed in the bid posting. Once the deadline has passed, the
Chief or his or her designee shall review the bids and determine if any or all applicants meet the
entry qualifications.
All vacant positions shall be subject to an oral board selected by the Chief. The Chief may
additionally elect to administer an appropriate test or tests for certain assignments. Each bidder
shall receive a copy of their testing scores and/or oral board scores. Employees shall be paid for
all time in interviews and tests.
Section 7.04 Input and Selection for Specialized Assignments
The Chief, or his or her designee, shall select the most qualified bidder to fill each assignment.
Where overall qualifications are substantially equal, seniority shall be used as the tiebreaker to
determine which bidder will be selected. When a candidate is passed over for position as
provided herein, the Chief or his or her designee, upon request of the individual candidate, shall
meet with the passed over candidate to provide the reasons why the candidate was passed over,
to aid the candidate in future special assignment opportunities.
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Section 7.05 Multiple Positions
Personnel who hold specialized assignments may bid for and hold multiple specialized
assignments, so long as no conflict exists among the positions held.
Article Vill. Hours of Work
Section 8.01 Hours
Officers working in patrol shall work twelve (12) hour shifts. Detectives shall work eight -hour
shifts.
Section 8.02 Shift Bidding Procedure
Members assigned to Patrol will complete a bidding process each October, wherein:
(a) Officers shall bid for either the day or night shift based upon their seniority.
(b) Members who fail to bid will be placed on open shift positions.
(c) New bid assignments will become effective the first full pay period in January following
the October bid.
(d) No officer shall serve more than three consecutive years on either night or day shifts.
Section 8.03 Shift Transfers and Reassignments
Employees may submit written requests to be transferred to any open Patrol position through
their chain of command. Transfers shall be subject to the approval of the Division Commander.
The Chief shall have the authority to re -assign any employee or employees to another shift for
legitimate operational reasons. Any potential involuntary reassignment and the specific reasons
therefore shall be provided to the Lodge and the employee(s) involved.
Section 8.04 Meal Breaks
The Department shall make a reasonable attempt to allow all members to receive a thirty (30)
minute paid meal break, plus two (2) fifteen (15) minute paid breaks for each full shift worked.
Section 8.05 Duty Trade
Employees assigned to the same position shall be eligible to trade shifts between themselves, for
their own convenience, subject to approval of their immediate supervisors. Trades must occur
within the same pay period. All such trades shall be purely voluntary between the employees
involved, and both employees shall be paid for the hours they actually work.
Article IX. Promotions
Section 9.01 Promotion Eligibility
Officers are eligible to bid for the position of Detective after two (2) years of full-time service as
a commissioned police officer with at least one year of service with the City of Riverside. Officers
are eligible to participate in the promotion process for Corporals after three years of full-time
service as a commissioned Police Officer with at least one year of service at the City of Riverside.
Officers are eligible to participate in the promotion process for Sergeants after five years of full-
time service as a commissioned Police Officer with at least one year of service at the City of
Riverside.
Section 9.02 Promotional Process When the Chief determines there is a need to fill one or more
Detective, Corporal or Sergeant positions, he or she shall distribute a notice of the opening(s),
via email, at least thirty (30) days before the position is to be filled. The email shall specify the
number of positions to be filled, and the commencement date for the promotional process.
(a) The promotional process may consist of a written examination, in -basket exercise, oral
interview, and an interview with the Chief, as well as a review of the applicant's
educational background, relevant military service, and consideration of the applicant's
ancillary duties, with the specific elements included in the process and the weighting of
each element to be determined by the Chief and published with the promotional
announcement. Once published, the elements and weighting of each element to be
applied to the process shall not be changed. The interview with the Chief, as well as a
review of the applicant's educational background, relevant military service, and
consideration of the applicant's ancillary duties shall not count for more than twenty-five
percent (25%) of the applicant's total promotional process score.
(b) The written examination, in -basket exercise, and oral interview for Corporals and
Sergeants shall be prepared and administered by the Missouri Police Chiefs Association.
(c) The promotional process for Detectives shall consist of a writing assessment, oral board,
and command staff review of applicant qualifications to include personnel file.
(d) The Department shall publish the results of the process with the candidates listed in rank
order. Each candidate shall receive their individual scores on the respective components,
and their cumulative score on the overall process. The Lodge shall also receive the list of
all candidates' scores.
(e) The Chief shall select the candidate to be promoted from among the top three scoring
candidates. Before making the promotion decision, the Chief will solicit input from a
Committee of the current Sergeants.
(f) Employees shall be paid at straight time rates for time spent in testing or in interviews
during the promotional process. The City shall have the option to adjust working
schedules during the weeks affected by the promotional process, so that any employee's
total scheduled hours during the work period(s) in question do not exceed the regularly
scheduled hours for that period. Regardless of whether the City elects to make such
adjustments, the parties jointly recognize that participation in the promotional process
is not "work" for the benefit of the City, but rather is a purely voluntary activity for the
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benefit of each individual officer. Therefore, hours spent in a promotional process will
not count toward overtime eligibility.
(g) In the event there are fewer than three eligible candidates for promotion, the Chief shall
have the option to bypass any particular candidate(s) with explanation to the
candidate(s) and FOP regarding the reasons for the bypass decision. If there is no
acceptable candidate for promotion, the City will have the option of hiring from outside
the Department.
Article X. Transitional Duty Assignments
Section 10.01 Duty Related Injury
When an employee is injured in the line of duty, the City shall attempt in good faith to provide
transitional duty assignments to him or her, consistent with any restrictions the workers'
compensation doctor has identified. The City will first attempt to place an injured officer in a
position within the police department. If no work is available within the Department, the officer
may be placed in a position within the City.
Section 10.02 Non -Duty Related Medical Condition
When an employee is unable to perform his or her regular work assignment due to a non -work -
related injury or non -communicable illness, the City may at its discretion offer a transitional duty
assignment, to the extent productive work is available. Employees with on-the-job injuries shall
have preference over employees with non -work -related injuries for any such assignments.
Section 10.03 Acceptance of Transitional Duty
Employees with work -related illnesses or injuries must accept and perform transitional
assignments that are offered to them, in accordance with Departmental policy, so long as the
assignment is fully consistent with all medical restrictions. The assignment must be located
within the City or Police Department offices. Any employee who declines a transitional duty
assignment will be subject to reduction in workers' compensation pay, to the extent allowed
under State law.
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Article XI. Wages
Section 11.01 Wages
The parties agree that the City will adopt the pay step system attached hereto as Appendix A
effective July 1, 2023. Each bargaining unit member shall be slotted into the steps identified in
Appendix B.
All bargaining unit members who have been employed within the Police Department for more
than one year on the date this Agreement is ratified will receive a one-time, one-step pay
increase on January 1, 2024.
Thereafter, all bargaining unit members whose job performance meets or exceeds expectations
will receive a one-step pay increase on July 1 of each calendar year during the life of this
Agreement.
Section 11.02 Shift Differential
For hours worked between 6:00 p.m. and 6:00 a.m., members will receive an additional seventy-
five cents ($0.75) per hour shift differential premium.
Section 11.03 Acting Sergeant/Corporal
Members serving as Acting Corporals or Sergeants for two consecutive weeks or longer shall be
paid at the rate of the first step on the respective rank's pay scale or an additional five percent
(5%) increase to their base hourly rate, whichever is greater, for all times spent in the acting
position as a premium for all time spent working out of grade.
Section 11.05 Detective On -Call Pay
For each week of on -call service, Detectives shall receive four (4) hours of paid time off, at their
regular hourly rate, which must be taken during the following week or it will be lost without any
additional compensation. These hours shall not be considered hours worked for overtime
purposes. Scheduling is subject to supervisory approval.
Section 11.06 K-9 Time
Canine officers shall receive one (1) hour of pay per day for time spent providing care to their
canine partner. This hour shall be paid at the officer's straight time rate on days off and shall be
taken from the officer's regular work day on working days. It is the intent of the parties that this
pay will provide full compensation for all time spent in the care, feeding, and exercising of a City
canine, as required under the Fair Labor Standards Act.
Section 11.07 Detective Clothing Allowance
Detectives shall receive a clothing allowance of five hundred dollars ($500) per year.
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Section 11.08 Boot Allowance
Members will be reimbursed for the purchase of boots up to $355 per year.
Section 11.09 Court Time
Members who are required to attend court, as a result of the performance of their assigned
duties, during non -work hours shall be compensated for a minimum of two (2) hours or actual
time worked, whichever is greater.
Section 11.10 Call Back
Members who are called to work during their off -duty hours will receive two (2) hours' pay or
pay for actual time worked, whichever is greater. Members who are called in less than two (2)
hours immediately prior to the beginning of the shift shall be paid for all hours actually worked
and shall not be subject to the two (2) hour minimum, provided that the member's shift is not
adjusted to avoid paying overtime.
Article XII. Overtime
Section 12.01 Overtime
Employees shall be paid at time and a half of their regular rate of pay for all hours in excess of
eighty (80) hours in a fourteen -day work period.
Section 12.02 Regular Rate Calculation
Pay incentives will be included in determining each employee's regular hourly rate for overtime
calculation purposes, consistent with the Fair Labor Standards Act.
Section 12.03 No Duplicative Payment
There shall be no duplicative payment or pyramiding of overtime for the same hours worked.
"Overtime" as used herein does not include pay incentives such as shift differential.
Section 12.04 Overtime Assignment
Voluntary overtime shall be offered on a first -come, first -serve basis department -wide.
Involuntary overtime shall be assigned to the least senior employee in the opposite days off
group with the same work hours. Any employee who has been forced in within the prior seven
days shall be passed over, unless all other employees in their days off group with the same work
hours have been forced in as well.
The above shall not apply to special events or emergencies, wherein all employees will be subject
to mandatory call -out. Nothing herein shall prevent any employee from accepting available
overtime on a voluntary basis.
Section 12.05 Duty -Related Phone Calls and Email
Employees who receive one or more phone calls from any Department supervisor (Corporal,
Sergeant, Captain, or Chief), or their designee, while off -duty on any given day, which call(s) last
longer than seven (7) minutes, and which concern job -related issues, shall be compensated for
the actual time spent on the call.
Employees shall not access work email while off duty, unless specifically instructed to do so by a
Department supervisor. Employees who spend more than seven (7) minutes on work -related
email on any given day while off duty shall report their time and shall be compensated for actual
time spent.
Section 12.06 Vacation, Holiday and Sick Time
Paid vacation shall count as hours worked when determining overtime eligibility, but sick time,
holiday pay, and comp time shall not count as hours worked for determining overtime eligibility.
Article XIII. Health and Welfare
Section 13.01 Health, Dental, Life Insurance Coverage
(a) The City shall provide Health, Dental, Vision, and Life Insurance plans. Employees covered
under this Agreement shall be eligible for coverage under these plans on the same terms
as apply for all other City employees.
(b) The City will also maintain a Section 125 flexible benefits spending plan, and allow
employee participation in such plan so long as the maintenance and participation of
such plan is legally compatible with the City's health insurance plan(s).
Article XIV. Retirement Benefits
Section 14.01 LAGERS
The City will continue the current LAGERS L6 non-contributory retirement program.
Section 14.02 Deferred Compensation Plans
The City will maintain enrollment in the 457 Deferred Compensation Plan.
Article XV. Holidays
Section 15.01 Holidays
(a) Employees covered under this Agreement shall receive eight (8) hours of holiday pay for each
City -observed holiday listed in the Employee Handbook.
(b) The City will pay out all existing Holiday Bank balances within thirty (30) days after this
Agreement becomes effective.
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ARTICLE XVI. Leaves of Absence
Section 16.01 Vacation Leave
(a) Sworn officers shall accrue vacation as provided in the Employee Handbook.
(b) Between December 1 through 15 of each year, employees shall be permitted to bid for
one block of up to seven (7) consecutive days' vacation time during the next year, in
accordance with their seniority. After initial weeks have been selected, additional
vacation time shall be scheduled with the employee's immediate supervisor. If two or
more employees request a vacation day at the same time on a certain date and all the
requests cannot be granted, the most senior employee shall be allowed to take the
vacation day, but a more senior employee shall not be permitted to bump a more junior
employee who has previously scheduled vacation time. After December 15, vacation days
shall be granted on a first come, first served basis.
(c) Upon separation of employment for any reason, any earned but unused vacation time
will be paid out, subject to the following rules. The maximum vacation payout allowed
will be one and one-half times the employee's annual benefit. Vacation time will be paid
at the employee's then -current hourly rate.
(d) Employees on leave of absence without pay for more than ten working days shall not
accrue vacation.
Section 16.02 Sick Leave
(a) Employees covered under this Agreement shall accrue and use sick leave in accordance
with City policy.
Section 16.03 Bereavement Leave
Employees covered under this Agreement shall be eligible for Bereavement Leave as provided
in City policy.
Section 16.04 Paid Parental Leave
Paid Parental Leave shall be administered in accordance with the City's Paid Parental Leave
policy.
Article XVII. Seniority
Section 17.01 Seniority Definition
Seniority for police officers shall be determined by length of continuous service with the Police
Department, beginning with the date the employee is placed on the Police Department payroll.
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If two or more officers have the same start date, the following criteria will be used to determine
the higher seniority:
(a) If a person was an employee of the City immediately prior to entry into the bargaining
unit, that person will have seniority over any other person who was not a full-time
employee of the City on the date hire into the bargaining unit.
(b) If section (a) does not resolve the tie, the date of the most recent application for
employment will establish who has the highest seniority, with the entrant having the
earlier application being considered more senior.
Section 17.02 Rank Seniority
Rank seniority is based on time served within a member's current rank. If two or more members
are promoted to the same rank, on the same day, then seniority shall be based their total time
in the Department.
Section 17.03 Roster to Be Provided
The Department shall maintain and provide to the Lodge a current roster showing names of all
current bargaining unit personnel, job assignment, date of initial hire within the Department, and
date of assignment to current position.
Section 17.04 Loss of Seniority
Seniority shall be lost and the employment relationship terminated upon the occurrence of any
of the following events:
(a) Voluntary quit or retirement;
(b) Discharge for just cause;
(c) Failure to return from an authorized leave of absence on the next working day after the
authorized leave expiries;
(d) Failure to return from layoff within fourteen (14) days after the City issues a recall
notice;
(e) No-call/no-show for two (2) consecutive regularly scheduled shifts unless
circumstances make it impossible for the employee to call in, through no fault of the
employee; or,
(f) Failure to perform work for the City for twelve (12) consecutive months for any reason,
other than military leave, or work -related illness or injury.
Section 17.05 Rehire
Former bargaining unit employees who are rehired within ninety (90) days from their date of
separation shall have their prior seniority accrued before their separation restored and will begin
to accrue additional seniority from the date of re-employment.
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Reinstated employees who separated from Departmental service in good standing and return to
the same position they occupied upon leaving the Department shall return at the same rate of
pay they were on at the time of their departure, if reemployment occurs within ninety (90) days
from the date of separation. Reinstated or rehired employees who return after an absence of
more than one month will become eligible for employee benefits on the same schedule as applies
for new hires.
Article XVIII. Right to Return
Section 18.01 Return to the Bargaining Unit Following Promotion
Employees returned to the unit shall be placed at the rate of pay they held prior to their
promotion out of the unit, without any loss of seniority. The Chief may assign employees
returning to the unit under this Section to any open position.
Article XIX. Reductions in Force
Section 19.01 Lay Off
In the event the City determines it is necessary to reduce the size of the workforce, employees
shall be laid off in the order of inverse seniority, provided the remaining employees are capable
of performing the available work.
Section 19.02 Recall List
Employees who are laid off shall be placed on a recall list for up to eighteen (18) months.
Employees shall be recalled in seniority order. Employees shall be required to notify the City
whether they will accept recall within seventy-two (72) hours after receiving a recall notice, and
shall have a maximum of fourteen (14) days to report for duty. Any employee who declines recall,
or who does not report for duty within the specified time period shall be removed from the recall
list.
Article XX. Discipline
Section 20.01 Discipline
Discipline or discharge of bargaining unit represented employees will be for just cause.
Section 20.02 Types of Discipline
The following types of disciplinary actions are officially recognized. The type of disciplinary action
issued in any given situation will depend on the overall circumstances being addressed, and it
shall not be necessary for discipline to start at any particular level. Factors to be considered in
determining the level of discipline issued include but are not limited to consideration of the
employee's overall performance history and disciplinary record, and the nature and/or severity
of the misconduct, negligence or unsatisfactory performance.
(a) Verbal Warning
(b) Written Reprimand
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(c) Suspension
(d) Termination
Section 20.03 Non -Disciplinary Actions
Informal discussions or verbal counseling between an employee and supervisor or higher -level
member of management, usually concerning expected employee behavior, conformity to City
policies, or job performance shall be considered non -disciplinary counseling. No record of
informal counseling discussions shall be referred to in any disciplinary matter, except to establish
that management informed an employee of performance expectations or work directives.
Employees shall not be entitled to Lodge representation during informal counseling sessions.
Section 20.04 Copies of Personnel Records
The City will provide the employee with a copy of any formal disciplinary record that is to be
placed in the City's personnel files.
Each employee shall have the right to examine the City's personnel files on that employee, upon
scheduling an appointment with the Human Resources Manager. Employees shall not remove or
alter any document contained in their file, but may submit comments to be attached to any
record, and may obtain copies of any record contained in the file upon request. Pre -hire
psychological profiles and polygraph or CVSA examination results shall be excluded from
coverage under this Section.
Section 20.05 Lodge Representation
Members under investigation are entitled to have an attorney or any duly authorized
representative present during any questioning that the member reasonably believes may result
in disciplinary action. The attorney or representative shall be permitted to confer with the
member but shall not unduly disrupt or interfere with the interview. The questioning shall be
suspended for a period of up to twenty-four (24) hours if the officer requests representation.
Section 20.06 Review of Internal Affairs or Disciplinary Files
After the completion of any administrative investigation, upon written request of the member or
the member's representative, a copy of the entire record of the administrative investigation,
including, but not limited to, audio, video, and transcribed statements, shall be provided within
five (5) business days of the written request. The Department may request a protective order to
redact all personal identifying witness information. Any individual who reviews an internal affairs
investigatory file shall maintain the confidentiality of all information contained in the file.
Section 20.07 Written Reprimands
Written reprimands shall remain active in employees' personnel files for one (1) year from the
date they are issued, and during that period of time, written reprimands may be used for
subsequent progressive discipline. After one (1) year, written reprimands will no longer be used
for subsequent progressive discipline, but may be referred to for the purpose of demonstrating
knowledge of the applicable rules or expectations, and/or to establish a pattern of behavior.
Ire
Section 20.08 Suspensions
Suspensions shall remain active in the employee's personnel file indefinitely, and may be used
for subsequent progressive discipline, provided that the weight to be given to prior suspensions
shall be subject to the just cause analysis.
Article XXI. Internal Investigations
Section 21.01 Administrative Investigations
All internal investigations in disciplinary matters will be conducted in accordance with the
provisions of Mo. Rev. Stat. § 590.502.2.
Section 21.02 Criminal Investigations
If, during the course of any investigation, it becomes apparent that the employee's alleged
conduct may amount to criminal activity, the Department shall determine whether to refer the
matter for criminal investigation. During the pendency of any criminal investigation,
management may suspend the administrative investigation and may elect either to place the
employee on administrative leave, with pay, or it may elect to take appropriate disciplinary action
based on the information gathered independently from the criminal investigation.
Section 21.03 Bargaining Unit Member Involved Shooting Investigation
• No bargaining unit member who has discharged his or her weapon shall be treated as a
suspect unless there is reasonable suspicion or probable cause to believe a crime has
been committed.
• The scenes from shooting situations are to be considered and handled as any other major
crime scene, per the appropriate policy. The on -scene supervisor will be in charge until
properly relieved by the Lead Supervisor of the Northland Officer Involved Shooting
Investigation Team (NOISIT). The crime scene will be held until the Chief or his/her
designee authorizes the release. The involved officer shall not leave the scene until
released by the NOISIT Lead Supervisor.
• Immediately following the shooting, bargaining unit members will be ordered to
participate in a walk-through with an assigned NOISIT investigator and provide answers
to the following public safety questions to provide information necessary to complete
the investigation:
1) Are you injured?
2) If you know of anyone who was injured, what is his or her location?
3) In what direction did you fire your weapon(s)?
4) Are there any suspects at large, what are their descriptions?
5) What was the suspects' direction of travel?
17
6) How long ago did the suspects flee?
7) For what crimes are suspects wanted?
8) With what weapons is the suspect armed?
9) Does any evidence need to be preserved?
10) Where is the evidence located?
11) Did you observe any witnesses?
12) Where are they?
• Besides the answers to these questions, no other questioning shall be performed at the
scene.
• A bargaining unit member who is involved in a shooting incident shall have the right to
have legal counsel present during any criminal interview. No criminal interview of the
bargaining unit member involved in a shooting incident shall be conducted until the
officer is well rested, generally between 48-72 hours post incident.
Bargaining unit member(s) involved in shooting incidents resulting in any personal injury
or fatality may be relieved of duty and placed on Administrative Leave by the Chief or
his/her designee. They will retain their badge and identification card, but not their
weapon. This shall be removed and retained pending the investigation. A replacement
weapon will be made available to any member placed on Administrative Leave and
whose weapon has been removed. Bargaining unit member(s) will receive formal
notification of their Administrative Leave through a Notice of Administrative Assignment.
If criminal charges are filed, the leave will become unpaid from the time of filing. If the
charges are subsequently dropped, or if the bargaining unit member is acquitted on the
charges, he or she will be returned to full duty status with all back pay, unless the
Employer determines to pursue disciplinary action against the bargaining unit member,
independent of the disposition of the criminal charges. In that event, all other procedural
safeguards of this Memorandum and the Employer's personnel rules shall apply to that
disciplinary action. The bargaining unit member(s) will receive formal notification
through a personnel action form of their return to active status.
Bargaining unit member(s) involved in shooting incidents resulting in any personal injury
or fatality shall be required to be evaluated by a mental health professional to determine
if the bargaining unit member is emotionally fit before they may return to active duty.
This shall be at the expense of the City.
The City will pay the costs and expenses for counseling with a City -selected mental health
provider for any bargaining unit member who is involved in a critical incident.
18
Article XXII. Grievance Procedure
Section 22.01 Filing Grievances
A "grievance," for the purposes of this Article shall mean any dispute over the application and/or
interpretation of this Agreement and/or any City or Departmental personnel policy/work rule
(excluding operational directives that do not address terms or conditions of employment). The
Lodge, the City, or the Department shall be the only parties permitted to file grievances. The City
or Department shall not accept or process grievances filed by individual bargaining unit members.
Individual bargaining unit members shall submit their potential grievances to the Lodge for
evaluation. The Lodge shall evaluate potential grievances and file grievances as required by the
standards of its duty of fair representation.
Section 22.02 Resolution at Earliest Possible Step
Informal discussions with the Chief of Police or Human Resources Manager are encouraged prior
to filing grievances. The parties desire to resolve grievances at the earliest possible step and shall
endeavor in good faith to do so. Grievances may be settled at any of the steps of the grievance
procedure. If the settlement is reduced to writing and signed by representatives of the Lodge and
the Chief of Police or City Administration, such resolution shall be final as to that grievance.
Section 22.03 Waiver of Additional Process
In the event that the Lodge files a grievance on behalf of an individual employee or group of
employees, the election to use the grievance process set out herein shall constitute a waiver of
any other dispute resolution mechanism that would otherwise be available to address the same
matter.
Section 22.04 Filed Within 15 Days
All grievances must be submitted in writing to management within fifteen (15) calendar days
after the Lodge and/or grieving employee first knew or reasonably should have known of the
issue being raised. The Lodge may file a grievance on its own behalf or on behalf of any bargaining
unit employee.
Section 22.05 Step One
Grievances at the first step shall be filed with the appropriate Captain. Every grievance shall be
reduced to writing, signed, and dated by the person submitting the grievance. Each first step
grievance shall state in summary fashion the nature of the issue being grieved and the resolution
desired. The Captain shall countersign and date the grievance when it is submitted. Within ten
(10) calendar days after receiving a grievance, the Captain shall issue a written decision stating
that the grievance is upheld, or if the grievance is denied, stating the reasons for the denial.
Section 22.06 Step Two
If the matter is not satisfactorily resolved at Step One, the Lodge may appeal the grievance to the
Chief. Any appeal to Step Two must be submitted to the Police Chief within ten (10) calendar
Lo
days after the Captain issues his or her decision at Step One, or within fourteen (14) calendar
days after the grievance was filed at Step One if the Captain fails to issue a timely decision. The
written Step Two appeal to the Chief must contain a concise statement of the facts giving rise to
the grievance, the applicable section of this Agreement or City or Departmental policy that has
allegedly been violated, and the resolution desired.
The Chief shall either issue a written decision within ten (10) calendar days, or at his or her option,
may schedule a grievance meeting to discuss the matter with the grievant and a Lodge
representative, at a mutually convenient time. In the event the Chief schedules such a meeting,
the written decision shall be due no more than ten (10) calendar days after the grievance meeting
takes place.
Section 22.07 Step Three
If the matter is not satisfactorily resolved at Step Two, the Lodge may appeal the grievance to
the City Administrator or the City Administrator's designee. Any appeal to Step Three must be
submitted within ten (10) calendar days after the Police Chief issues his or her decision at Step
Two, or within fourteen (14) calendar days after the grievance was appealed to Step Two or the
grievance meeting was held, whichever is later, if the Police Chief fails to issue a timely decision.
The written Step Three appeal must contain a concise statement of the facts giving rise to the
grievance, the applicable section of this Agreement or City or Departmental policy that has
allegedly been violated, and the resolution desired. The City Administrator or his or her designee
shall review the grievance and issue a decision on it within ten (10) calendar days of its receipt.
Section 22.08 Suspension and Discharge Grievances Filed At Step Three
In any grievance challenging any disciplinary suspension that involves loss of pay, or any discharge
from employment, the Lodge shall have the right to file the initial grievance at Step Three.
Section 22.09 Lodge Representation
The Lodge shall represent the interests of the bargaining unit members at all steps of the
grievance process. Legal counsel shall not be present during the grievance process.
Section 22.10 Time Limits
The time limits set out above shall be strictly enforced, unless one party submits a written request
for an extension of time and the other party agrees to the requested extension in writing
(including e-mail). All extensions of time shall be for a specific number of calendar days. Any
grievance filed or appealed after time limits have expired shall be considered null and void, and
no further action shall be taken with respect to that grievance.
Section 22.11 No Interruptions in Service
Neither the Lodge, its officers, employees, agents, members or representatives, nor any
employee covered by this Agreement, will authorize, instigate, aid, condone, participate in or
engage in any strike, work stoppage, sickout, slowdown, boycott, picket line, or any other
20
interruption or interference with the work of the Riverside Police Department, including any
sympathy strike.
In the event of the unauthorized activity proscribed above, the Lodge shall immediately take
affirmative action to cause each and every employee covered by this Agreement to return to
work and shall, among any and all other necessary or appropriate steps intended to cause each
such employee to return to work, immediately:
A. Notify the employees in person, by telephone, and/or by mail that such strike or
other interruption of continuous service is unauthorized; and
B. Promptly order its members to return to work.
The City shall have the right to proceed directly to court for a temporary restraining order,
injunction, and any and all other legal and/or equitable relief for any alleged breach of this Article.
The City shall not be required to first exhaust the grievance and arbitration provisions of this
Agreement before proceeding directly to court when seeking to enforce the provisions of this
Section 22.11.
The parties recognize the right of the City to take disciplinary action, including discharge, against
any employee covered under this Agreement who participates in any activity in violation of this
Section, whether such action is taken against all participants or only against selected participants.
The parties recognize that the Union's designated representatives have an affirmative duty to
prevent and cause the cessation of any activity which violates this Section.
Article XXI11. Arbitration
Section 23.01 Appeal to Arbitration
If a grievance regarding the application or interpretation of this Labor Agreement is not
satisfactorily resolved at Step Three, the Lodge may appeal the grievance to advisory arbitration
by delivering a Notice of Intent to Arbitrate to the Human Resources Manager within ten (10)
calendar days after receiving the Step Three decision, or within fourteen (14) calendar days if the
City Administrator or his or her designee fails to issue a Step Three decision.
Matters appealed to arbitration shall not be addressed in any other forum. The grievance and
arbitration provisions established herein shall be the sole avenue available for addressing any
alleged violation of the terms of this Labor Agreement, including but not limited to determining
whether the City had just cause for any discharge or discipline.
Section 23.02 Selection of the Arbitrator
Within fourteen (14) calendar days after the Notice of Intent to Arbitrate is delivered, the party
seeking arbitration shall submit a request for a sub -regional panel of seven (7) arbitrators to the
Federal Mediation and Conciliation Service. Each party may reject a maximum of one list received
from FMCS per grievance, and the party rejecting any list shall be responsible for obtaining a
replacement list from FMCS. The parties shall alternately strike one name from the list, with the
party seeking arbitration striking first. The last name remaining on the FMCS list shall be
21
appointed to serve as the Arbitrator empowered to resolve the matter. The party requesting
arbitration shall notify the selected arbitrator of his or her selection within seven (7) days after
the date of selection, requesting dates within the next three months on which the arbitrator
could be available to hold a hearing on the matter. Within seven days after receiving available
hearing dates from the Arbitrator, the parties shall jointly select an agreeable hearing date.
Section 23.03 Decision of the Arbitrator
The decision of the Arbitrator shall be subject to the following conditions:
(a) The Arbitrator shall determine the procedural rules of arbitration, and make
such orders during the pendency of the proceeding as are necessary to enable
the Arbitrator to act effectively.
(b) In the resolution of the dispute, the Arbitrator shall give no weight or
consideration to any matter except the language of the Agreement and policies
at issue, applicable law, and the evidence presented by the parties.
(c) The Arbitrator shall have no power to add to, subtract from, or modify any of
the terms of this Agreement. The Arbitrator shall have no power to establish or
change any wage rates.
(d) The Arbitrator's authority shall be limited to resolving the particular grievance
pending before him or her.
Section 23.04 Advisory Decision
The decision of the Arbitrator shall be advisory and will be delivered to the City Administrator
who shall review the decision and either affirm it or reject it. Should the City Administrator reject
the arbitrator's decision, the City Administrator shall deliver a written notice to the Lodge
explaining the reasons for the rejection. The City Administrator's decision shall be final and
binding.
22
Section 23.05 Costs Shared Equally
The costs of the Arbitrator shall be shared equally by the City and the Lodge. Each party shall
otherwise bear its own costs.
Article XXIV. Labor Management Committee
Section 24.01 Labor/Management Meetings
There shall be a Labor/Management Committee consisting of two (2) representatives from
Department management and two (2) representatives from the bargaining unit. When
appropriate, either of the parties may call for joint meetings of the Police Officer and Sergeant
committees.
The Labor/Management Committee will strive to improve relationships between Labor and
Management in all areas, and to ensure that this Agreement is properly administered at all times.
The City and the Lodge shall appoint their respective representatives to this Committee within
one month after this Agreement is signed by both parties. Those representatives shall meet
promptly thereafter and shall set up a schedule of meetings.
Section 24.02 Labor/Management Committee Purpose
The parties mutually acknowledge that the purpose of the Labor/Management Committee is to
discuss topics of mutual interest on a cooperative basis. The Labor/Management Committee is
not a forum for formal collective bargaining. The purpose of regular meetings shall include but
is not limited to:
(a) Dissemination of information.
(b) Discussion of potential methods for improving any aspect of the Department's
service, including efficiency of operations and overall working conditions. Any
representative to the Committee may present topics for discussion during
Committee meetings.
(c) Review and discussion of any revisions or potential revisions to City or
Departmental policies, work rules, or practices.
(d) Clarifications as to the application or interpretation of this Agreement, policies,
work rules, or practices, not the subject of an active grievance at the time.
(e) Resolution of any dispute or problem involving any represented full-time
employee or group of employees, on an informal, voluntary basis.
Section 24.03 Request for Meeting
A request for a meeting of the Labor/Management Committee may be made by either party at
any time. The Committee shall be convened within ten (10) calendar days after receipt of a
written request by either party.
23
Article XXV. General Provisions
Section 25.01 Uniforms and Equipment
The City will provide all necessary uniforms and equipment to the appropriate members.
(a) Employees shall not be required to respond to any hazardous situation without the proper
clothing and equipment, all properly maintained and in good working order.
(b) The City shall replace all Department -issued items, when no longer serviceable and as
provided herein. All protective clothing, including but not limited to bullet resistant vests,
helmets, and firearms shall meet the standards in effect at the time of purchase by the
City, and shall be worn to all emergency incidents as required by Department policies.
(c) Officers may choose to wear long or short sleeve shirts at their discretion.
(d) Officers with twenty-five (25) or more years of service who are in good standing at the
time of retirement from the police department shall be gifted their firearm by the
department at the time of departure.
Section 25.02 Off -Duty Actions
The City and the Lodge recognize that all commissioned personnel are presumed to be subject
to call to duty twenty-four (24) hours per day. Any appropriate, lawful action, consistent with
City and Departmental policy, taken by a commissioned officer on his or her time off, which
could have been taken by an officer on duty, if present or available, shall be considered police
action, and bargaining unit members shall have all the rights, obligations, and benefits
concerning such action as if they were on active duty, to the maximum extent allowed under
the City's workers' compensation policy.
Section 25.03 Policies to Be Available
The City will make all policies that are applicable to employees covered under this agreement
available to each employee in print or electronic format. Employees will be responsible for
reading and complying with all such policies, and for asking questions about any area that is
unclear to the individual employee.
Section 25.04 Outside Employment
The City employs a full-time police force. Every employee covered under this agreement should
consider City employment his or her "primary" job. Employees may hold other employment so
long as the other employment does not create a conflict of interest with the employee's
employment by the City, and does not interfere with the employee's ability to work as scheduled,
or otherwise limit the employee's ability to perform his or her job. Employees desiring to hold
other employment shall submit a written request to the Police Chief, identifying the other
employment for consideration and approval.
Section 25.05 Release of Personal Information
24
The City shall not release an employee's personal information, including name, date of birth,
address, phone number, or other identifiable information to a third party (not including the
Lodge) for any reason except with the employee's written consent, or when required for the
performance of the employee's duties (e.g. to arrange for training), or as required by law.
Section 25.06 Uncompensated Work Prohibited
Bargaining unit members shall not be required as a condition of employment to participate in
any uncompensated work for any charity or any special interest group.
Article XXVI. Training
Section 26.01 Pay for Training
Training required by the Department shall be considered to be on -duty time, for which the
employee will be compensated in accordance with the provisions set forth in this Agreement. All
costs associated with required training shall be paid by the Department. Meal reimbursement
and travel pay shall be provided in accordance with City policy.
Section 26.02 Return from Training
Employees covered under this Agreement, who are attending external training, shall not be
required to return to work, if there are fewer than four hours remaining in the shift, except in
case of staffing shortage. Employees who elect not to return to work shall be paid for time spent
in training, and may elect to use accrued comp time or vacation time to cover the remainder of
their regularly scheduled hours, if they so desire.
Article XXVII. Complete Agreement
Section 27.01 Zipper Clause
The parties acknowledge that during negotiations which resulted in this Agreement, each had
the unlimited right and opportunity to make demands and proposals with respect to any subject
or matter not removed by law from the area of collective bargaining, and that the understandings
and agreements arrived at by the parties after the exercise of that right and opportunity are set
out in this Agreement. Therefore, the City and the Lodge, for the life of this Agreement, each
voluntarily and unqualifiedly waives the right and each agrees that the other shall not be
obligated to bargain collectively with respect to any subject or matter referred to or covered in
this Agreement, except as expressly provided for herein. Further, each party voluntarily and
unqualifiedly waives the right and agrees that the other shall not be obligated to bargain
collectively over any other subject during the life of this Agreement, even though such subjects
or matters are not addressed herein, and may not have been within the knowledge or
contemplation of either or both of the parties at the time they negotiated or signed this
Agreement. Should matters arise during the term of this Agreement that are appropriate subjects
of collective bargaining, they shall be addressed under the Labor/Management process set out
in Article XXIV.
Section 27.02 Complete Agreement
25
This Agreement constitutes the entire Agreement between the parties hereto, and supersedes
and replaces any and all obligations and/or agreements, whether written or oral, express or
implied, between or concerning the parties. No amendment, modification, or addition to this
Agreement shall be effective unless it is reduced to writing and signed by both parties. Individual
agreements concerning training costs or signing incentives shall remain in effect.
Section 27.03 Savings
If any article or section of this Agreement shall be held invalid by operation of law or by any
tribunal, the remainder of the Agreement shall not be affected thereby. The Parties shall enter
into immediate collective bargaining for the purpose of arriving at a mutually satisfactory
replacement for any article or section that has been held invalid.
Article XXVIII. Term of Agreement
Section 28.01 Effective Date
This Agreement shall become effective upon ratification by the Union and adoption by the City
Council and shall remain in effect through June 30, 2026. At least 60 days prior to expiration of
this Agreement, either party may notify the other that they wish to meet and confer in a good -
faith attempt to reach agreement on the terms of the renewal or replacement of this Agreement.
In the event no notice is given, this Agreement will automatically renew for successive one (1)
year periods. If notice is given, then the terms of this Agreement will remain in effect after the
expiration date, until the parties either reach agreement on a renewal or replacement
agreement, or until the parties reach a bargaining impasse.
By signing below, the parties represent that this Agreement has been duly approved and ratified,
and they agree to abide by its terms and conditions.
Brian Koral
City Administrator
IThe
eh of ity of Riverside
June 29, 2023
Date
26
Rick Inglima
President
On behalf of
FOP West Central Missouri Lodge No. 50
Date
June 28th, 2023
This Agreement constitutes the entire Agreement between the parties hereto, and supersedes
and replaces any and all obligations and/or agreements, whether written or oral, express or
implied, between or concerning the parties. No amendment, modification, or addition to this
Agreement shall be effective unless it is reduced to writing and signed by both parties. Individual
agreements concerning training costs or signing incentives shall remain in effect.
Section 27.03 Savings
If any article or section of this Agreement shall be held invalid by operation of law or by any
tribunal, the remainder of the Agreement shall not be affected thereby. The Parties shall enter
into immediate collective bargaining for the purpose of arriving at a mutually satisfactory
replacement for any article or section that has been held invalid.
Article XXVIII. Term of Agreement
Section 28.01 Effective Date
This Agreement shall become effective upon ratification by the Union and adoption by the City
Council and shall remain in effect through June 30, 2026. At least 60 days prior to expiration of
this Agreement, either party may notify the other that they wish to meet and confer in a good -
faith attempt to reach agreement on the terms of the renewal or replacement of this Agreement.
In the event no notice is given, this Agreement will automatically renew for successive one (1)
year periods. If notice is given, then the terms of this Agreement will remain in effect after the
expiration date, until the parties either reach agreement on a renewal or replacement
agreement, or until the parties reach a bargaining impasse.
By signing below, the parties represent that this Agreement has been duly approved and ratified,
and they agree to abide by its terms and conditions.
Brian Koral Rick Inglima
City Administrator President
On behalf of
The City of Riverside
Date
26
On behalf of
FOP West Central Missouri Lodge No. 50
Date
Appendix A
Step System
Step
1
2
3
4
5
Percent Increase
4.00%
4.00%
4.00%
3.75%
Police Oficer
$ 58,000.00
$ 60,320.00
$ 62,732.80
$ 65,242.11
$ 67,688.69
Hourly Rate
$ 27.88
$ 29.00
$ 30.16
$ 31.37
$ 32.54
Step
1
2
3
4
5
Percent Increase
3.50%
3.50%
3.50%
3.50%
Corporal/Detective
S 68,000.00
$ 70,380.00
$ 72,843.30
$ 75,392.82
S 78,031.56
Hourly Rate
$ 32.69
$ 33.84
$ 35.02
$ 36.25
$ 37.52
Step
1
2
3
4
5
Percent Increase
3.50%
3.50%
3.50%
3.50%
Sergeant
$ 78,000.00
$ 80,730.00
$ 83,555.55
$ 86,479.99
$ 89,506.79
Hourly Rate
$ 37.50
$ 38.81
$ 40.17
$ 41.58
$ 43.03
Step
6
7
8
9
10
11
Percent Increase
3.75%
3.50%
3.50%
3.25%
3.25%
3.00%
Police 05cer
S 70,227.02
S
72.684.96
S
75,228.94
S
77. ,? 8Q
c
80.1v8 28
S
82.c: 23
Hourly Rate
S 33.76
S
34.94
S
36.17
S
37.34
S
38.56
S
39.71
Step
6
7
8
9
10
11
Percent Increase
3.50%
3.50%
3.00%
3.00%
3.00%
3.00%
Corpora llDetectve
S 80,762.67
S
83,589.36
S
86,097.04
S
98,679.95
S
91,343.35
S
94,080.56
Hourly Rate
S 38.83
S
40.19
S
41.39
S
42.63
S
43.91
S
45.23
Step
6
7
8
9
10
11
Percent Increase
3.50%
3.50%
3.00%
3.00%
3.00%
3.00%
Sergeant
S 92,639 53
S
95,881.92
S 98,758.37
$101,721.12
S104,772.76
$107,915.94
Hourly RA-
$ 44.54
1 $
46.101
S
47.48
S
48.90
$
50.37
S
51.88
27
Appendix B
Initial Step Assignment for Bargaining Unit Members
Name
Hire Date
Primary Title
New Step
Johnston, Kara Emeline
12/28/2022
Police Oficer
1
Persell, Leah Marie
09/28/2022
Police Oficer
1
Welch, Gray Curtis
01/11/2023
Police Oficer
2
Crowdes, Madison VR
01/03/2017
Police Oficer
2
Roelle, Andrew Keith
08/25/2021
Police Oficer
3
McKown, Jeremy A
01/09/2013
Police Oficer
4
Marr, Andrew James
03/22/2006
Police Oficer
7
Dolan, Brian J
09/08/2010
Police Oficer
7
Riley, Rex Andrew
08/25/2021
Police Oficer
7
Westrich, Matthew J
04/16/2007
Police Oficer/SRO
7
Zufelt, Shaun T
03/11/2015
Detective
1
Collins, Joshua N
03/16/2005
Detective
4
28
CITY OF RIVERSIDE, MISSOURI
AND
FRATERNAL ORDER OF POLICE WEST CENTRAL MISSOURI REGIONAL
LODGE # 50
2023-2026
LABOR AGREEMENT
SUPERVISORY BARGAINING UNIT
Article I. Preamble
Section 1.01 Parties
This agreement has been developed by the Fraternal Order of Police, West Central Missouri
Regional Lodge #50, herein called the "Lodge," and the City of Riverside, Missouri, herein called
the "City."
Section 1.02 Conflicts
In the event that any provision of this Agreement conflicts with the City's Personnel Manual, with
any Policies and Procedures or General Orders of the City's Police Department (hereinafter, the
"Department,"), or with any other written directives issued by management, the provisions of
this Agreement shall be controlling. The parties recognize that the City's Employee Handbook,
and the Department's Policy Manual and other written directives will address topics not covered
in this Agreement, and will provide further details about matters that are addressed in this
Agreement. To the extent these written materials do not conflict with the provisions of this
Agreement, they shall be enforceable.
Article II. Recognition
Section 2.01 Bargaining Unit
The City recognizes the Lodge as the exclusive bargaining representative for all sworn, full-time
personnel employed in the Riverside Police Department at the rank of Corporal or Sergeant.
Section 2.02 Added Classification
In the event any new full-time sworn job classification is added to the Department the City will
bargain with the Lodge regarding which bargaining unit the new job classification should be
included. The City will further bargain with the Lodge regarding the duties and wage scale for the
classification.
Section 2.03 Non -Discrimination
The Parties acknowledge and agree that there shall be no discrimination against or harassment
of any employee by either party due to the employee's race, gender, color, national origin,
religion, age, disability, sexual orientation, military service status, Lodge membership status or
lawful Lodge activities, genetic information, marital status, political affiliation, political activity
consistent with federal, state, and local law, or membership in any other category or classification
that is protected by law.
Article III. Management Rights
Section 3.01 Management Rights
Except as otherwise expressly provided in this Agreement, the City retains the right to manage
the Department, including but not limited to the right to:
(a) Determine the mission of the City and the Department;
(b) Direct the working forces;
(c) Hire, classify, assign, promote, and transfer employees;
(d) Suspend, discipline, and discharge employees for just cause;
(e) Relieve employees from duty because of lack of work or other legitimate reasons;
(f) Change existing methods, operations, facilities, equipment, and type or number of
personnel;
(g) Promulgate, make, change, and/or revoke reasonable personnel rules, regulations,
policies, and work and safety rules, consistent with this Agreement and applicable
law;
(h) Assign work to bargaining unit and/or civilian support personnel;
(i) Maintain and/or take steps to enhance the efficiency of the operation of the City and
the Department; and
(j) Take whatever actions may be reasonably necessary to carry out the mission of the
City and the Department.
Section 3.02 Rights & Responsibilities
The foregoing powers, rights, authority, and responsibilities, and the adoption of policies, rules,
regulations and practices in furtherance thereof shall be exercised in conformity with this
Agreement by the City's selected management personnel. Failure of the City and/or Department
to exercise any of the Management Rights enumerated above does not diminish the future ability
to exercise such Management Rights.
Section 3.03 Operation of Law
Nothing in this Agreement shall be interpreted or construed in a way that would prevent the City
and/or the Department from complying with any duty or obligation placed upon the City and/or
Department by operation of law.
Article IV. Lodge Rights
Section 4.01 Lodge Representatives
On January 1st of each year, the Lodge shall provide the Department with a list of employees,
not to exceed two (2) individuals, who shall serve as official Lodge representatives for that
calendar year.
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Section 4.02 Orientation
The City agrees that all new full-time personnel hired to fill represented positions shall, while on
duty and during their FTO process, be given a presentation from the Lodge. During the
presentation, the representative(s) of the Lodge will provide copies of this Agreement, explain
the Lodge's function as the exclusive bargaining representative of the employees in the
bargaining unit, will provide other information regarding the Lodge and membership therein, and
will offer membership in the Lodge to each new full-time employee. The Lodge shall be allowed
reasonable time to make its presentation.
Section 4.03 Bulletin Boards
The City agrees to allow the Lodge to maintain a bulletin board in the patrol area. The bulletin
board will be for the exclusive use of the Lodge. All items placed on the bulletin board shall be
initialed and dated by an officer of the Lodge. Items without a date and initials, or that are
incendiary, inappropriate, or disruptive items may be removed by Management and returned to
the Lodge.
Section 4.04 Use of Internal Mail
The Lodge shall be permitted to use the City's email and hard copy internal mail distribution
systems for Lodge business, so long as the Lodge's use does not create a burden on the City's
electronic and/or physical systems, and so long as such mail use does not hinder on -duty
personnel in the performance of their duties. The Lodge shall use the City's email system only for
the purpose of communicating with its membership and with Police Department and City
management. The Lodge and its members acknowledge that all City mail, whether electronic or
physical, is subject to potential monitoring, and may also be subject to public disclosure under
the State's sunshine law.
Section 4.05 Dues Deduction
The City will continue to follow direct deposit authorizations received from bargaining unit
members, including authorizations calling for withheld amounts to be transferred to the Lodge
or Lodge -affiliated accounts. The Lodge will notify the city of any change in amount to be
transferred Lodge -affiliated accounts without the need for the submission of new forms from
individual members. The Lodge will provide the City 30 days' notice of any changes.
Section 4.06 Lodge Business
The City will pay full-time City employees who are
representatives for time spent in labor management
representing employees during investigatory interviews.
performed on non -working time.
Section 4.07 Confidentiality
on duty and who serve as Lodge
meetings, grievance meetings, and
All other Lodge business shall be
Bargaining unit personnel shall have the right to consult with a Lodge representative of their
same rank on a confidential basis regarding performance and disciplinary matters. Any Lodge
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representative, who has any supervisory responsibility over the person or issue involved, shall be
excluded from serving as a Lodge representative in any way with regard to that particular issue.
Further, the right of confidentiality under this paragraph shall be limited in that all employees of
the Police Department shall be obligated to immediately report to senior management and to
answer questions about any statement indicating that an employee clearly has committed, or
has a current intention to commit, any crime.
Section 4.08 Release of Information
The City shall, upon written request, provide to the Lodge information and records reasonably
relevant to the Lodge's performance of its functions in serving as the exclusive bargaining
representative of the employees in the bargaining unit. Where such information involves medical
data, the City may require the Lodge to present a signed release from each employee covered by
the request.
Section 4.09 Request for Information Fee
In the event the City estimates that responding to a single information request will require the
production of more than 100 pages of information that is not available in electronic format,
and/or will require more than two hours of staff time to research or prepare, the City shall notify
the Lodge of this fact, and the estimated charge for compliance with the request. Research and
duplication time will be estimated and charged at the lowest hourly pay and benefit rate of
available qualified personnel, and copies shall be estimated and charged at 15 cents per page.
Section 4.10 Indemnification
The Lodge shall defend, indemnify and hold harmless the City in the event that a City employee
should file a claim against the City for unauthorized dues deduction or release of information,
and such deduction or release was pursuant to information, or a request for information,
provided by the Lodge to the City.
Article V. Supervisory Duties
Section 5.01 Corporals and Sergeants Supervisory Duties
The parties mutually acknowledge that Corporals and Sergeants are supervisory employees. As
such, they are obligated to direct and maintain order and efficiency among subordinate
personnel. Corporals and Sergeants shall assist in the scheduling of personnel and shall report
any observed misconduct and/or performance problems. Corporals and Sergeants shall
recommend discipline when appropriate and shall have the authority to place subordinate
employees on administrative leave pending investigation on their own authority, when
appropriate. Sergeants shall provide objective and accurate performance evaluations and/or
performance coaching assessments, after review and approval from the chain of command.
Sergeants shall also administer approved discipline when directed to do so.
Section 5.02 Internal Affairs Sergeant's Duties
The parties mutually acknowledge that the IA Sergeant is responsible for conducting unbiased
investigations into the actions and conduct of other department personnel. Neither the City, the
Lodge, nor any member of either bargaining unit shall attempt to improperly influence the IA
Sergeant in the discharge of his or her duties.
Section 5.03 Retaliation Prohibited
Neither the City, the Lodge, nor any member of either bargaining unit shall discriminate or
retaliate against any Corporal or Sergeant for the good faith performance of the above duties.
Any Corporal or Sergeant who is unable or unwilling to fulfill the above duties shall be subject to
discharge or discipline.
Article VI. Past Practices
Section 6.01 Establishment of Past Practices
A past practice is an agreement to handle a particular factual situation in a given manner. In order
for a past practice to exist it must be: (1) unequivocal; (2) clearly enunciated and acted upon; and
(3) readily ascertainable over a reasonable period of time. The parties mutually acknowledge that
there do not exist any binding past practices between them as of the date of execution of this
Agreement. In order for any binding past practice to be established in the future, the practice
must be reduced to writing and signed by the parties at the time it is established.
Article Vll. Job Descriptions
Section 7.01 Job Descriptions
The Department shall maintain job descriptions for all positions within the bargaining units.
Article Vill. Specialized Duty Assignments
Section 8.01 Specialized Assignments
Specialized assignments may include, but shall not be limited to SWAT, Training Instructors, CSI,
F/PAL, Drone Operator, and Junior Police Academy.
Section 8.02 Vacancy Posting
When there is a vacancy in any specialized duty assignment, the Department shall notify the
Lodge and all members of the vacancy via interdepartmental e-mail. The posting shall:
a) Identify the vacant or new position by name and the rank of the position;
b) Identify the date on which the applications for the position must be received and to
whom the applications should be delivered; and
c) Provide the entry qualifications for the position.
Section 8.03 Bid for Special Assignment Vacancy
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Bargaining unit employees shall submit their bid for vacant full-time positions to the Chief or his
or her designee within the time prescribed in the bid posting. Once the deadline has passed, the
Chief or his or her designee shall review the bids and determine if any or all applicants meet the
entry qualifications.
All vacant positions shall be subject to an oral board selected by the Chief. The Chief may
additionally elect to administer an appropriate test or tests for certain assignments. Each bidder
shall receive a copy of their testing scores and/or oral board scores. Employees shall be paid for
all time in interviews and tests.
Section 8.04 Input and Selection for Specialized Assignments
The Chief, or his or her designee, shall select the most qualified bidder to fill each assignment.
Where overall qualifications are substantially equal, seniority shall be used as the tiebreaker to
determine which bidder will be selected. When a candidate is passed over for position as
provided herein, the Chief or his or her designee, upon request of the individual candidate, shall
meet with the passed over candidate to provide the reasons why the candidate was passed over,
to aid the candidate in future special assignment opportunities.
Section 8.05 Multiple Positions
Personnel who hold specialized assignments may bid for and hold multiple specialized
assignments, so long as no conflict exists among the positions held.
Article IX. Hours of Work
Section 9.01 Hours
Officers working in patrol shall work twelve (12) hour shifts. Detectives shall work eight -hour
shifts.
Section 9.02 Shift Bidding Procedure
Members assigned to Patrol will complete a bidding process each October, wherein:
(a) Officers shall bid for either the day or night shift based upon their seniority.
(b) Members who fail to bid will be placed on open shift positions.
(c) New bid assignments will become effective the first full pay period in January following
the October bid.
(d) No officer shall serve more than three consecutive years on either night or day shifts.
Section 9.03 Shift Transfers and Reassignments
Employees may submit written requests to be transferred to any open Patrol position through
their chain of command. Transfers shall be subject to the approval of the Division Commander.
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The Chief shall have the authority to re -assign any employee or employees to another shift for
legitimate operational reasons. Any potential involuntary reassignment and the specific reasons
therefore shall be provided to the Lodge and the employee(s) involved.
Section 9.04 Meal Breaks
The Department shall make a reasonable attempt to allow all members to receive a thirty (30)
minute paid meal break, plus two (2) fifteen (15) minute paid breaks for each full shift worked.
Section 9.05 Duty Trade
Employees assigned to the same position shall be eligible to trade shifts between themselves, for
their own convenience, subject to approval of their immediate supervisors. Trades must occur
within the same pay period. All such trades shall be purely voluntary between the employees
involved, and both employees shall be paid for the hours they actually work.
Article X. Promotions
Section 10.01 Promotion Eligibility
Corporals are eligible to participate in the promotion process for Sergeants after five years of full-
time service as a commissioned Police Officer with at least one year of service at the City of
Riverside.
Section 10.02 Promotional Process When the Chief determines there is a need to fill one or more
Sergeant positions, he or she shall distribute a notice of the opening(s), via email, at least thirty
(30) days before the position is to be filled. The email shall specify the number of positions to be
filled, and the commencement date for the promotional process.
(a) The promotional process may consist of a written examination, in -basket exercise, oral
interview, and an interview with the Chief, as well as a review of the applicant's
educational background, relevant military service, and consideration of the applicant's
ancillary duties, with the specific elements included in the process and the weighting of
each element to be determined by the Chief and published with the promotional
announcement. Once published, the elements and weighting of each element to be
applied to the process shall not be changed. The interview with the Chief, as well as a
review of the applicant's educational background, relevant military service, and
consideration of the applicant's ancillary duties shall not count for more than twenty-five
percent (25%) of the applicant's total promotional process score.
(b) The written examination, in -basket exercise, and oral interview shall be prepared and
administered by the Missouri Police Chiefs Association.
(c) The Department shall publish the results of the process with the candidates listed in rank
order. Each candidate shall receive their individual scores on the respective components,
and their cumulative score on the overall process. The Lodge shall also receive the list of
all candidates' scores.
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(d) The Chief shall select the candidate to be promoted from among the top three scoring
candidates. Before making the promotion decision, the Chief will solicit input from a
Committee of the current Sergeants.
(e) Employees shall be paid at straight time rates for time spent in testing or in interviews
during the promotional process. The City shall have the option to adjust working
schedules during the weeks affected by the promotional process, so that any employee's
total scheduled hours during the work period(s) in question do not exceed the regularly
scheduled hours for that period. Regardless of whether the City elects to make such
adjustments, the parties jointly recognize that participation in the promotional process
is not "work" for the benefit of the City, but rather is a purely voluntary activity for the
benefit of each individual officer. Therefore, hours spent in a promotional process will
not count toward overtime eligibility.
(f) In the event there are fewer than three eligible candidates for promotion, the Chief shall
have the option to bypass any particular candidate(s) with explanation to the
candidate(s) and FOP regarding the reasons for the bypass decision. If there is no
acceptable candidate for promotion, the City will have the option of hiring from outside
the Department.
Article XI. Transitional Duty Assignments
Section 11.01 Duty Related Injury
When an employee is injured in the line of duty, the City shall attempt in good faith to provide
transitional duty assignments to him or her, consistent with any restrictions the workers'
compensation doctor has identified. The City will first attempt to place an injured officer in a
position within the police department. If no work is available within the Department, the officer
may be placed in a position within the City.
Section 11.02 Non -Duty Related Medical Condition
When an employee is unable to perform his or her regular work assignment due to a non -work -
related injury or non -communicable illness, the City may at its discretion offer a transitional duty
assignment, to the extent productive work is available. Employees with on-the-job injuries shall
have preference over employees with non -work -related injuries for any such assignments.
Section 11.03 Acceptance of Transitional Duty
Employees with work -related illnesses or injuries must accept and perform transitional
assignments that are offered to them, in accordance with Departmental policy, so long as the
assignment is fully consistent with all medical restrictions. The assignment must be located
within the City or Police Department offices. Any employee who declines a transitional duty
assignment will be subject to reduction in workers' compensation pay, to the extent allowed
under State law.
Article XII. Wages
Section 12.01 Wages
The parties agree that the City will adopt the pay step system attached hereto as Appendix A
effective July 1, 2023. Each bargaining unit member shall be slotted into the steps identified in
Appendix B.
All bargaining unit members who have been employed within the Police Department for more
than one year on the date this Agreement is ratified will receive a one-time, one-step pay
increase on January 1, 2024.
Thereafter, all bargaining unit members whose job performance meets or exceeds expectations
will receive a one-step pay increase on July 1 of each calendar year during the life of this
Agreement.
Section 12.02 Shift Differential
For hours worked between 6:00 p.m. and 6:00 a.m., members will receive an additional seventy-
five cents ($0.75) per hour shift differential premium.
Section 12.03 Acting Sergeant/Corporal
Members serving as Acting Corporals or Sergeants for two consecutive weeks or longer shall be
paid at the rate of the first step on the respective rank's pay scale or an additional five percent
(5%) increase to their base hourly rate, whichever is greater, for all times spent in the acting
position as a premium for all time spent working out of grade.
Section 12.05 Detective On -Call Pay
For each week of on -call service, Detectives shall receive four (4) hours of paid time off, at their
regular hourly rate, which must be taken during the following week or it will be lost without any
additional compensation. These hours shall not be considered hours worked for overtime
purposes. Scheduling is subject to supervisory approval.
Section 12.06 K-9 Time
Canine officers shall receive one (1) hour of pay per day for time spent providing care to their
canine partner. This hour shall be paid at the officer's straight time rate on days off and shall be
taken from the officer's regular work day on working days. It is the intent of the parties that this
pay will provide full compensation for all time spent in the care, feeding, and exercising of a City
canine, as required under the Fair Labor Standards Act.
Section 12.07 Detective Clothing Allowance
Detectives shall receive a clothing allowance of five hundred dollars ($500) per year.
Section 12.08 Boot Allowance
Members will be reimbursed for the purchase of boots up to $355 per year.
Section 12.09 Court Time
Members who are required to attend court, as a result of the performance of their assigned
duties, during non -work hours shall be compensated for a minimum of two (2) hours or actual
time worked, whichever is greater.
Section 12.10 Call Back
Members who are called to work during their off -duty hours will receive two (2) hours' pay or
pay for actual time worked, whichever is greater. Members who are called in less than two (2)
hours immediately prior to the beginning of the shift shall be paid for all hours actually worked
and shall not be subject to the two (2) hour minimum, provided that the member's shift is not
adjusted to avoid paying overtime.
Article XIII. Overtime
Section 13.01 Overtime
Employees shall be paid at time and a half of their regular rate of pay for all hours in excess of
eighty (80) hours in a fourteen -day work period.
Section 13.02 Regular Rate Calculation
Pay incentives will be included in determining each employee's regular hourly rate for overtime
calculation purposes, consistent with the Fair Labor Standards Act.
Section 13.03 No Duplicative Payment
There shall be no duplicative payment or pyramiding of overtime for the same hours worked.
"Overtime" as used herein does not include pay incentives such as shift differential.
Section 13.04 Overtime Assignment
Voluntary overtime shall be offered on a first -come, first -serve basis department -wide.
Involuntary overtime shall be assigned to the least senior employee in the opposite days off
group with the same work hours. Any employee who has been forced in within the prior seven
days shall be passed over, unless all other employees in their days off group with the same work
hours have been forced in as well.
The above shall not apply to special events or emergencies, wherein all employees will be subject
to mandatory call -out. Nothing herein shall prevent any employee from accepting available
overtime on a voluntary basis.
Section 13.05 Duty -Related Phone Calls and Email
Employees who receive one or more phone calls from any Department supervisor (Corporal,
Sergeant, Captain, or Chief), or their designee, while off -duty on any given day, which call(s) last
longer than seven (7) minutes, and which concern job -related issues, shall be compensated for
the actual time spent on the call.
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Employees shall not access work email while off duty, unless specifically instructed to do so by a
Department supervisor. Employees who spend more than seven (7) minutes on work -related
email on any given day while off duty shall report their time and shall be compensated for actual
time spent.
Section 13.06 Vacation, Holiday and Sick Time
Paid vacation shall count as hours worked when determining overtime eligibility, but sick time,
holiday pay, and comp time shall not count as hours worked for determining overtime eligibility.
Article XIV. Health and Welfare
Section 14.01 Health, Dental, Life Insurance Coverage
(a) The City shall provide Health, Dental, Vision, and Life Insurance plans. Employees covered
under this Agreement shall be eligible for coverage under these plans on the same terms
as apply for all other City employees.
(b) The City will also maintain a Section 125 flexible benefits spending plan, and allow
employee participation in such plan so long as the maintenance and participation of
such plan is legally compatible with the City's health insurance plan(s).
Article XV. Retirement Benefits
Section 15.01 LAGERS
The City will continue the current LAGERS L6 non-contributory retirement program.
Section 15.02 Deferred Compensation Plans
The City will maintain enrollment in the 457 Deferred Compensation Plan.
Article XVI. Holidays
Section 16.01 Holidays
(a) Employees covered under this Agreement shall receive eight (8) hours of holiday pay for each
City -observed holiday listed in the Employee Handbook.
(b) The City will pay out all existing Holiday Bank balances within thirty (30) days after this
Agreement becomes effective.
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ARTICLE XVI1. Leaves of Absence
Section 17.01 Vacation Leave
(a) Sworn officers shall accrue vacation as provided in the Employee Handbook.
(b) Between December 1 through 15 of each year, employees shall be permitted to bid for
one block of up to seven (7) consecutive days' vacation time during the next year, in
accordance with their seniority. After initial weeks have been selected, additional
vacation time shall be scheduled with the employee's immediate supervisor. If two or
more employees request a vacation day at the same time on a certain date and all the
requests cannot be granted, the most senior employee shall be allowed to take the
vacation day, but a more senior employee shall not be permitted to bump a more junior
employee who has previously scheduled vacation time. After December 15, vacation days
shall be granted on a first come, first served basis.
(c) Upon separation of employment for any reason, any earned but unused vacation time
will be paid out, subject to the following rules. The maximum vacation payout allowed
will be one and one-half times the employee's annual benefit. Vacation time will be paid
at the employee's then -current hourly rate.
(d) Employees on leave of absence without pay for more than ten working days shall not
accrue vacation.
Section 17.02 Sick Leave
(a) Employees covered under this Agreement shall accrue and use sick leave in accordance
with City policy.
Section 17.03 Bereavement Leave
Employees covered under this Agreement shall be eligible for Bereavement Leave as provided
in City policy.
Section 17.04 Paid Parental Leave
Paid Parental Leave shall be administered in accordance with the City's Paid Parental Leave
policy.
Article XVIII. Seniority
Section 18.01 Seniority Definition
Seniority for police officers shall be determined by length of continuous service with the Police
Department, beginning with the date the employee is placed on the Police Department payroll.
If two or more officers have the same start date, the following criteria will be used to determine
the higher seniority:
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(a) If a person was an employee of the City immediately prior to entry into the bargaining
unit, that person will have seniority over any other person who was not a full-time
employee of the City on the date hire into the bargaining unit.
(b) If section (a) does not resolve the tie, the date of the most recent application for
employment will establish who has the highest seniority, with the entrant having the
earlier application being considered more senior.
Section 18.02 Rank Seniority
Rank seniority is based on time served within a member's current rank. If two or more members
are promoted to the same rank, on the same day, then seniority shall be based their total time
in the Department.
Section 18.03 Roster to Be Provided
The Department shall maintain and provide to the Lodge a current roster showing names of all
current bargaining unit personnel, job assignment, date of initial hire within the Department, and
date of assignment to current position.
Section 18.04 Loss of Seniority
Seniority shall be lost and the employment relationship terminated upon the occurrence of any
of the following events:
(a) Voluntary quit or retirement;
(b) Discharge for just cause;
(c) Failure to return from an authorized leave of absence on the next working day after the
authorized leave expiries;
(d) Failure to return from layoff within fourteen (14) days after the City issues a recall
notice;
(e) No-call/no-show for two (2) consecutive regularly scheduled shifts unless
circumstances make it impossible for the employee to call in, through no fault of the
employee; or,
(f) Failure to perform work for the City for twelve (12) consecutive months for any reason,
other than military leave, or work -related illness or injury.
Section 18.05 Rehire
Former bargaining unit employees who are rehired within ninety (90) days from their date of
separation shall have their prior seniority accrued before their separation restored and will begin
to accrue additional seniority from the date of re-employment.
Reinstated employees who separated from Departmental service in good standing and return to
the same position they occupied upon leaving the Department shall return at the same rate of
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pay they were on at the time of their departure, if reemployment occurs within ninety (90) days
from the date of separation. Reinstated or rehired employees who return after an absence of
more than one month will become eligible for employee benefits on the same schedule as applies
for new hires.
Article XIX. Right to Return
Section 19.01 Return to the Bargaining Unit Following Promotion
Employees returned to the unit shall be placed at the rate of pay they held prior to their
promotion out of the unit, without any loss of seniority. The Chief may assign employees
returning to the unit under this Section to any open position.
Article XX. Reductions in Force
Section 20.01 Lay Off
In the event the City determines it is necessary to reduce the size of the workforce, employees
shall be laid off in the order of inverse seniority, provided the remaining employees are capable
of performing the available work.
Section 20.02 Recall List
Employees who are laid off shall be placed on a recall list for up to eighteen (18) months.
Employees shall be recalled in seniority order. Employees shall be required to notify the City
whether they will accept recall within seventy-two (72) hours after receiving a recall notice, and
shall have a maximum of fourteen (14) days to report for duty. Any employee who declines recall,
or who does not report for duty within the specified time period shall be removed from the recall
list.
Article XXI. Discipline
Section 21.01 Discipline
Discipline or discharge of bargaining unit represented employees will be for just cause.
Section 21.02 Types of Discipline
The following types of disciplinary actions are officially recognized. The type of disciplinary action
issued in any given situation will depend on the overall circumstances being addressed, and it
shall not be necessary for discipline to start at any particular level. Factors to be considered in
determining the level of discipline issued include but are not limited to consideration of the
employee's overall performance history and disciplinary record, and the nature and/or severity
of the misconduct, negligence or unsatisfactory performance.
(a)
Verbal Warning
(b)
Written Reprimand
(c)
Suspension
(d)
Termination
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Section 21.03 Non -Disciplinary Actions
Informal discussions or verbal counseling between an employee and supervisor or higher -level
member of management, usually concerning expected employee behavior, conformity to City
policies, or job performance shall be considered non -disciplinary counseling. No record of
informal counseling discussions shall be referred to in any disciplinary matter, except to establish
that management informed an employee of performance expectations or work directives.
Employees shall not be entitled to Lodge representation during informal counseling sessions.
Section 21.04 Copies of Personnel Records
The City will provide the employee with a copy of any formal disciplinary record that is to be
placed in the City's personnel files.
Each employee shall have the right to examine the City's personnel files on that employee, upon
scheduling an appointment with the Human Resources Manager. Employees shall not remove or
alter any document contained in their file, but may submit comments to be attached to any
record, and may obtain copies of any record contained in the file upon request. Pre -hire
psychological profiles and polygraph or CVSA examination results shall be excluded from
coverage under this Section.
Section 21.05 Lodge Representation
Members under investigation are entitled to have an attorney or any duly authorized
representative present during any questioning that the member reasonably believes may result
in disciplinary action. The attorney or representative shall be permitted to confer with the
member but shall not unduly disrupt or interfere with the interview. The questioning shall be
suspended for a period of up to twenty-four (24) hours if the officer requests representation.
Section 21.06 Review of Internal Affairs or Disciplinary Files
After the completion of any administrative investigation, upon written request of the member or
the member's representative, a copy of the entire record of the administrative investigation,
including, but not limited to, audio, video, and transcribed statements, shall be provided within
five (5) business days of the written request. The Department may request a protective order to
redact all personal identifying witness information. Any individual who reviews an internal affairs
investigatory file shall maintain the confidentiality of all information contained in the file.
Section 21.07 Written Reprimands
Written reprimands shall remain active in employees' personnel files for one (1) year from the
date they are issued, and during that period of time, written reprimands may be used for
subsequent progressive discipline. After one (1) year, written reprimands will no longer be used
for subsequent progressive discipline, but may be referred to for the purpose of demonstrating
knowledge of the applicable rules or expectations, and/or to establish a pattern of behavior.
In
Section 21.08 Suspensions
Suspensions shall remain active in the employee's personnel file indefinitely, and may be used
for subsequent progressive discipline, provided that the weight to be given to prior suspensions
shall be subject to the just cause analysis.
Article XXII. Internal Investigations
Section 22.01 Administrative Investigations
All internal investigations in disciplinary matters will be conducted in accordance with the
provisions of Mo. Rev. Stat. § 590.502.2.
Section 22.02 Criminal Investigations
If, during the course of any investigation, it becomes apparent that the employee's alleged
conduct may amount to criminal activity, the Department shall determine whether to refer the
matter for criminal investigation. During the pendency of any criminal investigation,
management may suspend the administrative investigation and may elect either to place the
employee on administrative leave, with pay, or it may elect to take appropriate disciplinary action
based on the information gathered independently from the criminal investigation.
Section 22.03 Bargaining Unit Member Involved Shooting Investigation
• No bargaining unit member who has discharged his or her weapon shall be treated as a
suspect unless there is reasonable suspicion or probable cause to believe a crime has
been committed.
• The scenes from shooting situations are to be considered and handled as any other major
crime scene, per the appropriate policy. The on -scene supervisor will be in charge until
properly relieved by the Lead Supervisor of the Northland Officer Involved Shooting
Investigation Team (NOISIT). The crime scene will be held until the Chief or his/her
designee authorizes the release. The involved officer shall not leave the scene until
released by the NOISIT Lead Supervisor.
• Immediately following the shooting, bargaining unit members will be ordered to
participate in a walk-through with an assigned NOISIT investigator and provide answers
to the following public safety questions to provide information necessary to complete
the investigation:
1) Are you injured?
2) If you know of anyone who was injured, what is his or her location?
3) In what direction did you fire your weapon(s)?
4) Are there any suspects at large, what are their descriptions?
5) What was the suspects' direction of travel?
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6) How long ago did the suspects flee?
7) For what crimes are suspects wanted?
8) With what weapons is the suspect armed?
9) Does any evidence need to be preserved?
10) Where is the evidence located?
11) Did you observe any witnesses?
12) Where are they?
• Besides the answers to these questions, no other questioning shall be performed at the
scene.
• A bargaining unit member who is involved in a shooting incident shall have the right to
have legal counsel present during any criminal interview. No criminal interview of the
bargaining unit member involved in a shooting incident shall be conducted until the
officer is well rested, generally between 48-72 hours post incident.
• Bargaining unit member(s) involved in shooting incidents resulting in any personal injury
or fatality may be relieved of duty and placed on Administrative Leave by the Chief or
his/her designee. They will retain their badge and identification card, but not their
weapon. This shall be removed and retained pending the investigation. A replacement
weapon will be made available to any member placed on Administrative Leave and
whose weapon has been removed. Bargaining unit member(s) will receive formal
notification of their Administrative Leave through a Notice of Administrative Assignment.
• If criminal charges are filed, the leave will become unpaid from the time of filing. If the
charges are subsequently dropped, or if the bargaining unit member is acquitted on the
charges, he or she will be returned to full duty status with all back pay, unless the
Employer determines to pursue disciplinary action against the bargaining unit member,
independent of the disposition of the criminal charges. In that event, all other procedural
safeguards of this Memorandum and the Employer's personnel rules shall apply to that
disciplinary action. The bargaining unit member(s) will receive formal notification
through a personnel action form of their return to active status.
• Bargaining unit member(s) involved in shooting incidents resulting in any personal injury
or fatality shall be required to be evaluated by a mental health professional to determine
if the bargaining unit member is emotionally fit before they may return to active duty.
This shall be at the expense of the City.
The City will pay the costs and expenses for counseling with a City -selected mental health
provider for any bargaining unit member who is involved in a critical incident.
18
Article XXIII. Grievance Procedure
Section 23.01 Filing Grievances
A "grievance," for the purposes of this Article shall mean any dispute over the application and/or
interpretation of this Agreement and/or any City or Departmental personnel policy/work rule
(excluding operational directives that do not address terms or conditions of employment). The
Lodge, the City, or the Department shall be the only parties permitted to file grievances. The City
or Department shall not accept or process grievances filed by individual bargaining unit members.
Individual bargaining unit members shall submit their potential grievances to the Lodge for
evaluation. The Lodge shall evaluate potential grievances and file grievances as required by the
standards of its duty of fair representation.
Section 23.02 Resolution at Earliest Possible Step
Informal discussions with the Chief of Police or Human Resources Manager are encouraged prior
to filing grievances. The parties desire to resolve grievances at the earliest possible step and shall
endeavor in good faith to do so. Grievances may be settled at any of the steps of the grievance
procedure. If the settlement is reduced to writing and signed by representatives of the Lodge and
the Chief of Police or City Administration, such resolution shall be final as to that grievance.
Section 23.03 Waiver of Additional Process
In the event that the Lodge files a grievance on behalf of an individual employee or group of
employees, the election to use the grievance process set out herein shall constitute a waiver of
any other dispute resolution mechanism that would otherwise be available to address the same
matter.
Section 23.04 Filed Within 15 Days
All grievances must be submitted in writing to management within fifteen (15) calendar days
after the Lodge and/or grieving employee first knew or reasonably should have known of the
issue being raised. The Lodge may file a grievance on its own behalf or on behalf of any bargaining
unit employee.
Section 23.05 Step One
Grievances at the first step shall be filed with the appropriate Captain. Every grievance shall be
reduced to writing, signed, and dated by the person submitting the grievance. Each first step
grievance shall state in summary fashion the nature of the issue being grieved and the resolution
desired. The Captain shall countersign and date the grievance when it is submitted. Within ten
(10) calendar days after receiving a grievance, the Captain shall issue a written decision stating
that the grievance is upheld, or if the grievance is denied, stating the reasons for the denial.
Section 23.06 Step Two
If the matter is not satisfactorily resolved at Step One, the Lodge may appeal the grievance to the
Chief. Any appeal to Step Two must be submitted to the Police Chief within ten (10) calendar
In
days after the Captain issues his or her decision at Step One, or within fourteen (14) calendar
days after the grievance was filed at Step One if the Captain fails to issue a timely decision. The
written Step Two appeal to the Chief must contain a concise statement of the facts giving rise to
the grievance, the applicable section of this Agreement or City or Departmental policy that has
allegedly been violated, and the resolution desired.
The Chief shall either issue a written decision within ten (10) calendar days, or at his or her option,
may schedule a grievance meeting to discuss the matter with the grievant and a Lodge
representative, at a mutually convenient time. In the event the Chief schedules such a meeting,
the written decision shall be due no more than ten (10) calendar days after the grievance meeting
takes place.
Section 23.07 Step Three
If the matter is not satisfactorily resolved at Step Two, the Lodge may appeal the grievance to
the City Administrator or the City Administrator's designee. Any appeal to Step Three must be
submitted within ten (10) calendar days after the Police Chief issues his or her decision at Step
Two, or within fourteen (14) calendar days after the grievance was appealed to Step Two or the
grievance meeting was held, whichever is later, if the Police Chief fails to issue a timely decision.
The written Step Three appeal must contain a concise statement of the facts giving rise to the
grievance, the applicable section of this Agreement or City or Departmental policy that has
allegedly been violated, and the resolution desired. The City Administrator or his or her designee
shall review the grievance and issue a decision on it within ten (10) calendar days of its receipt.
Section 23.08 Suspension and Discharge Grievances Filed At Step Three
In any grievance challenging any disciplinary suspension that involves loss of pay, or any discharge
from employment, the Lodge shall have the right to file the initial grievance at Step Three.
Section 23.09 Lodge Representation
The Lodge shall represent the interests of the bargaining unit members at all steps of the
grievance process. Legal counsel shall not be present during the grievance process.
Section 23.10 Time Limits
The time limits set out above shall be strictly enforced, unless one party submits a written request
for an extension of time and the other party agrees to the requested extension in writing
(including e-mail). All extensions of time shall be for a specific number of calendar days. Any
grievance filed or appealed after time limits have expired shall be considered null and void, and
no further action shall be taken with respect to that grievance.
Section 23.11 No Interruptions in Service
Neither the Lodge, its officers, employees, agents, members or representatives, nor any
employee covered by this Agreement, will authorize, instigate, aid, condone, participate in or
engage in any strike, work stoppage, sickout, slowdown, boycott, picket line, or any other
Pic
interruption or interference with the work of the Riverside Police Department, including any
sympathy strike.
In the event of the unauthorized activity proscribed above, the Lodge shall immediately take
affirmative action to cause each and every employee covered by this Agreement to return to
work and shall, among any and all other necessary or appropriate steps intended to cause each
such employee to return to work, immediately:
A. Notify the employees in person, by telephone, and/or by mail that such strike or
other interruption of continuous service is unauthorized; and
B. Promptly order its members to return to work.
The City shall have the right to proceed directly to court for a temporary restraining order,
injunction, and any and all other legal and/or equitable relief for any alleged breach of this Article.
The City shall not be required to first exhaust the grievance and arbitration provisions of this
Agreement before proceeding directly to court when seeking to enforce the provisions of this
Section 22.11.
The parties recognize the right of the City to take disciplinary action, including discharge, against
any employee covered under this Agreement who participates in any activity in violation of this
Section, whether such action is taken against all participants or only against selected participants.
The parties recognize that the Union's designated representatives have an affirmative duty to
prevent and cause the cessation of any activity which violates this Section.
Article XXIV. Arbitration
Section 24.01 Appeal to Arbitration
If a grievance regarding the application or interpretation of this Labor Agreement is not
satisfactorily resolved at Step Three, the Lodge may appeal the grievance to advisory arbitration
by delivering a Notice of Intent to Arbitrate to the Human Resources Manager within ten (10)
calendar days after receiving the Step Three decision, or within fourteen (14) calendar days if the
City Administrator or his or her designee fails to issue a Step Three decision.
Matters appealed to arbitration shall not be addressed in any other forum. The grievance and
arbitration provisions established herein shall be the sole avenue available for addressing any
alleged violation of the terms of this Labor Agreement, including but not limited to determining
whether the City had just cause for any discharge or discipline.
Section 24.02 Selection of the Arbitrator
Within fourteen (14) calendar days after the Notice of Intent to Arbitrate is delivered, the party
seeking arbitration shall submit a request for a sub -regional panel of seven (7) arbitrators to the
Federal Mediation and Conciliation Service. Each party may reject a maximum of one list received
from FMCS per grievance, and the party rejecting any list shall be responsible for obtaining a
replacement list from FMCS. The parties shall alternately strike one name from the list, with the
party seeking arbitration striking first. The last name remaining on the FMCS list shall be
►04
appointed to serve as the Arbitrator empowered to resolve the matter. The party requesting
arbitration shall notify the selected arbitrator of his or her selection within seven (7) days after
the date of selection, requesting dates within the next three months on which the arbitrator
could be available to hold a hearing on the matter. Within seven days after receiving available
hearing dates from the Arbitrator, the parties shall jointly select an agreeable hearing date.
Section 24.03 Decision of the Arbitrator
The decision of the Arbitrator shall be subject to the following conditions:
(a) The Arbitrator shall determine the procedural rules of arbitration, and make
such orders during the pendency of the proceeding as are necessary to enable
the Arbitrator to act effectively.
(b) In the resolution of the dispute, the Arbitrator shall give no weight or
consideration to any matter except the language of the Agreement and policies
at issue, applicable law, and the evidence presented by the parties.
(c) The Arbitrator shall have no power to add to, subtract from, or modify any of
the terms of this Agreement. The Arbitrator shall have no power to establish or
change any wage rates.
(d) The Arbitrator's authority shall be limited to resolving the particular grievance
pending before him or her.
Section 24.04 Advisory Decision
The decision of the Arbitrator shall be advisory and will be delivered to the City Administrator
who shall review the decision and either affirm it or reject it. Should the City Administrator reject
the arbitrator's decision, the City Administrator shall deliver a written notice to the Lodge
explaining the reasons for the rejection. The City Administrator's decision shall be final and
binding.
Section 24.05 Costs Shared Equally
The costs of the Arbitrator shall be shared equally by the City and the Lodge. Each party shall
otherwise bear its own costs.
Article XXV. Labor Management Committee
Section 25.01 Labor/Management Meetings
There shall be a Labor/Management Committee consisting of two (2) representatives from
Department management and two (2) representatives from the bargaining unit. When
appropriate, either of the parties may call for joint meetings of the Police Officer and Sergeant
committees.
22
The Labor/Management Committee will strive to improve relationships between Labor and
Management in all areas, and to ensure that this Agreement is properly administered at all times.
The City and the Lodge shall appoint their respective representatives to this Committee within
one month after this Agreement is signed by both parties. Those representatives shall meet
promptly thereafter and shall set up a schedule of meetings.
Section 25.02 Labor/Management Committee Purpose
The parties mutually acknowledge that the purpose of the Labor/Management Committee is to
discuss topics of mutual interest on a cooperative basis. The Labor/Management Committee is
not a forum for formal collective bargaining. The purpose of regular meetings shall include but
is not limited to:
(a) Dissemination of information.
(b) Discussion of potential methods for improving any aspect of the Department's
service, including efficiency of operations and overall working conditions. Any
representative to the Committee may present topics for discussion during
Committee meetings.
(c) Review and discussion of any revisions or potential revisions to City or
Departmental policies, work rules, or practices.
(d) Clarifications as to the application or interpretation of this Agreement, policies,
work rules, or practices, not the subject of an active grievance at the time.
(e) Resolution of any dispute or problem involving any represented full-time
employee or group of employees, on an informal, voluntary basis.
Section 25.03 Request for Meeting
A request for a meeting of the Labor/Management Committee may be made by either party at
any time. The Committee shall be convened within ten (10) calendar days after receipt of a
written request by either party.
Article XXVI. General Provisions
Section 26.01 Uniforms and Equipment
The City will provide all necessary uniforms and equipment to the appropriate members.
(a) Employees shall not be required to respond to any hazardous situation without the proper
clothing and equipment, all properly maintained and in good working order.
(b) The City shall replace all Department -issued items, when no longer serviceable and as
provided herein. All protective clothing, including but not limited to bullet resistant vests,
helmets, and firearms shall meet the standards in effect at the time of purchase by the
City, and shall be worn to all emergency incidents as required by Department policies.
23
(c) Officers may choose to wear long or short sleeve shirts at their discretion.
(d) Officers with twenty-five (25) or more years of service who are in good standing at the
time of retirement from the police department shall be gifted their firearm by the
department at the time of departure.
Section 26.02 Off -Duty Actions
The City and the Lodge recognize that all commissioned personnel are presumed to be subject
to call to duty twenty-four (24) hours per day. Any appropriate, lawful action, consistent with
City and Departmental policy, taken by a commissioned officer on his or her time off, which
could have been taken by an officer on duty, if present or available, shall be considered police
action, and bargaining unit members shall have all the rights, obligations, and benefits
concerning such action as if they were on active duty, to the maximum extent allowed under
the City's workers' compensation policy.
Section 26.03 Policies to Be Available
The City will make all policies that are applicable to employees covered under this agreement
available to each employee in print or electronic format. Employees will be responsible for
reading and complying with all such policies, and for asking questions about any area that is
unclear to the individual employee.
Section 26.04 Outside Employment
The City employs a full-time police force. Every employee covered under this agreement should
consider City employment his or her "primary" job. Employees may hold other employment so
long as the other employment does not create a conflict of interest with the employee's
employment by the City, and does not interfere with the employee's ability to work as scheduled,
or otherwise limit the employee's ability to perform his or her job. Employees desiring to hold
other employment shall submit a written request to the Police Chief, identifying the other
employment for consideration and approval.
Section 26.05 Release of Personal Information
The City shall not release an employee's personal information, including name, date of birth,
address, phone number, or other identifiable information to a third party (not including the
Lodge) for any reason except with the employee's written consent, or when required for the
performance of the employee's duties (e.g. to arrange for training), or as required by law.
Section 26.06 Uncompensated Work Prohibited
Bargaining unit members shall not be required as a condition of employment to participate in
any uncompensated work for any charity or any special interest group.
Article XXVII. Training
24
Section 27.01 Pay for Training
Training required by the Department shall be considered to be on -duty time, for which the
employee will be compensated in accordance with the provisions set forth in this Agreement. All
costs associated with required training shall be paid by the Department. Meal reimbursement
and travel pay shall be provided in accordance with City policy.
Section 27.02 Return from Training
Employees covered under this Agreement, who are attending external training, shall not be
required to return to work, if there are fewer than four hours remaining in the shift, except in
case of staffing shortage. Employees who elect not to return to work shall be paid for time spent
in training, and may elect to use accrued comp time or vacation time to cover the remainder of
their regularly scheduled hours, if they so desire.
Article XXVIII. Complete Agreement
Section 28.01 Zipper Clause
The parties acknowledge that during negotiations which resulted in this Agreement, each had
the unlimited right and opportunity to make demands and proposals with respect to any subject
or matter not removed by law from the area of collective bargaining, and that the understandings
and agreements arrived at by the parties after the exercise of that right and opportunity are set
out in this Agreement. Therefore, the City and the Lodge, for the life of this Agreement, each
voluntarily and unqualifiedly waives the right and each agrees that the other shall not be
obligated to bargain collectively with respect to any subject or matter referred to or covered in
this Agreement, except as expressly provided for herein. Further, each party voluntarily and
unqualifiedly waives the right and agrees that the other shall not be obligated to bargain
collectively over any other subject during the life of this Agreement, even though such subjects
or matters are not addressed herein, and may not have been within the knowledge or
contemplation of either or both of the parties at the time they negotiated or signed this
Agreement. Should matters arise during the term of this Agreement that are appropriate subjects
of collective bargaining, they shall be addressed under the Labor/Management process set out
in Article XXIV.
Section 28.02 Complete Agreement
This Agreement constitutes the entire Agreement between the parties hereto, and supersedes
and replaces any and all obligations and/or agreements, whether written or oral, express or
implied, between or concerning the parties. No amendment, modification, or addition to this
Agreement shall be effective unless it is reduced to writing and signed by both parties. Individual
agreements concerning training costs or signing incentives shall remain in effect.
Section 28.03 Savings
If any article or section of this Agreement shall be held invalid by operation of law or by any
tribunal, the remainder of the Agreement shall not be affected thereby. The Parties shall enter
25
into immediate collective bargaining for the purpose of arriving at a mutually satisfactory
replacement for any article or section that has been held invalid.
Article XXIX. Term of Agreement
Section 29.01 Effective Date
This Agreement shall become effective upon ratification by the Union and adoption by the City
Council and shall remain in effect through June 30, 2026. At least 60 days prior to expiration of
this Agreement, either party may notify the other that they wish to meet and confer in a good -
faith attempt to reach agreement on the terms of the renewal or replacement of this Agreement.
In the event no notice is given, this Agreement will automatically renew for successive one (1)
year periods. If notice is given, then the terms of this Agreement will remain in effect after the
expiration date, until the parties either reach agreement on a renewal or replacement
agreement, or until the parties reach a bargaining impasse.
By signing below, the parties represent that this Agreement has been duly approved and ratified,
and they agree to abide by its terms and conditions.
Brian Koral Rick Inglima
City Administrator President
On b(06fY On behalf of
The Citeof Riverside FOP West Central Missouri Lodge No. 50
June 29, 2023
Date
26
Date
June 28th, 2023
into immediate collective bargaining for the purpose of arriving at a mutually satisfactory
replacement for any article or section that has been held invalid.
Article XXIX. Term of Agreement
Section 29.01 Effective Date
This Agreement shall become effective upon ratification by the Union and adoption by the City
Council and shall remain in effect through June 30, 2026. At least 60 days prior to expiration of
this Agreement, either party may notify the other that they wish to meet and confer in a good -
faith attempt to reach agreement on the terms of the renewal or replacement of this Agreement.
In the event no notice is given, this Agreement will automatically renew for successive one (1)
year periods. If notice is given, then the terms of this Agreement will remain in effect after the
expiration date, until the parties either reach agreement on a renewal or replacement
agreement, or until the parties reach a bargaining impasse.
By signing below, the parties represent that this Agreement has been duly approved and ratified,
and they agree to abide by its terms and conditions.
Brian Koral Rick Inglima
City Administrator President
On behalf of
The City of Riverside
Date
26
On behalf of
FOP West Central Missouri Lodge No. 50
Date
Appendix A
Step System
Step
1
2
3
4
5
Percent Increase
4.00%
4.00%
4.00%
3.75%
Police Officer
$
58,000.00
$
60,320.00
$
62,732.80
$
65,242.11
$
67,688.69
Hourly Rate
$
27.88
$
29.00
$
30.16
$
31.37
$
32.54
Step
1
2
3
4
5
Percent Increase
3.50%
3.50%
3.50%
3.50%
Corporal/Detective
$
68,000.00
$
70,380.00
$
72,843.30
$
75,392.82
$
78,031.56
Hourly Rate
$
32.69
$
33.84
$
35.02
$
36.25
$
37.52
Step
1
2
3
4
5
Percent Increase
1
3.50%
3.50%
3.50%
3.50%
Sergeant
$ 78,000.00
1 $ 80,730.00
$
83,555.55
$
86,479.99
$
89,506.79
Hourly Rate
1 $
37.50
1 $
38.81
$
40.17
$
41.58
$
43.03
Step
6
7
8
9
10
11
Percent Increase
3.75%
3.50%
3.50%
3.25%
3.25%
3.00%
Police Oficer
S 70.227.02
S 2.684.95
-75,228.94
S 77.673.80
S 90,198.28
S 82,604.23
Hourly Rate
=.
34.94
S 36.17
S 37.3=
38.56
S 39.71
Step
6
7
8
9
10
11
Percent Increase
3.509k
3.50%
3.00%
3.00%
3.00%
3.00%
Corporal/Detective
cl 80,762.='
93,589.36
S 86,097
S 98,879.95
S 91,340.35
S 94,080.56
Hourly Rate
S 38.83
S 40.19
$ 41.39
S 42.63
S 43.91
S 45.23
Step
6
7
8
9
10
11
Percent Increase
3."Pll
3.50%
- :'0
3.G3
3.0 ; ;l.b
Sergeant
S-2,639.53
$ 95,981.92
1 S 98,758.37
S101,721.12
S104,772.76
$107,915.94
Hourly Rate
5 44.54
$ 46.101
$ 47.48
$ 48.90
$ 50.37 1
$ 51.88
27
Appendix B
Initial Step Assignment for Bargaining Unit Members
Name
Hire Date
Primary Title
New Step
DiGeronimo, Aimee Marie
07/15/2015
Police Corporal
1
Wilcox, Brandon M
10/14/2015
Police Corporal
1
Waite, David M
06/30/2006
Police Corporal
3
Fisher, Jeremiah Craig
10/08/2007
Police Corporal
3
Winson, Jessie J
02/06/2004
Police Sergeant
1
Moore, William R
10/05/2005
Police Sergeant
2
Campbell, Paul A
10/30/2002
Police Sergeant
2
VanLeeuwen, Douglass R
12/10/1999
Detective S t
6
28