00. agenda and packet Union Negotiation Committee

WPPA UNION NEGOTIATING COMMITTEE MEETING – December 06, 2023 Page 1 CITY OF OCONTO FALLS UNION NEGOTIATING COMMITTEE (Oconto Falls Professional Police Association/WPPA) Council Chambers – Municipal Building 500 N. Chestnut Avenue Oconto Falls, WI 54154 WEDNESDAY, DECEMBER 6, 2023– 5:00 PM MINUTES Meeting called to order at 5:03 PM by Chairman Mathew McDermid. Roll Call Present: Mathew McDermid, Jeff Mc Donald, Devin Wirtz, Peter Wills (non-voting), and Brad Olsen (non-voting) Also present: Mayor Brad Rice, and Deputy Treasurer Eve Wallace, Entered in at 5:22pm Randy Ingram WPPA Business Agent Det/SRO Jamie Kuhn, Sgt. Keith Fischer, Officer Spencer Russ, Officer Elisabeth Hearly, Officer Cade Zimonick Absent: Marty Coopman A. Roll Call B. Approval of Minutes of November 7, 2023. MOTION: Wirtz/McDonald Motion to approve Union Negotiating Committee minutes from November 7,2023. Voice Vote: All present voting aye - MOTION CARRIED C. The Union Negotiating Committee may convene into closed session pursuant to section 19.85(1)(e) Wis. Stats.; deliberating or negotiating the purchasing of public properties, the investing of public funds, or conducting other specified public business, whenever competitive or bargaining reasons require a closed session. 1. 2024 Oconto Falls Professional Police Association /WPPA Contract Proposal. MOTION: Wirtz/McDonald Motion to go into closed session at 5:04pm, pursuant to section 19.85(1)(e) Wis. Stats.; deliberating or negotiating the purchasing of public properties, the investing of public funds, or conducting other specified public business, whenever competitive or bargaining reasons require a closed session. Voice Vote: All present voting aye - MOTION CARRIED D. The Union Negotiating Committee will reconvene in open session to discuss the Oconto Falls Professional Police Association/WPPA contract proposal, act upon any decisions made in closed session, or to adjourn the meeting. 2. 2024 Oconto Falls Professional Police Association /WPPA Contract Proposal. WPPA UNION NEGOTIATING COMMITTEE MEETING – December 06, 2023 Page 2 MOTION: Wirtz/ McDonald Motion to reconvene in open session at 5:22 pm to act upon any decisions made in closed session. Voice Vote: All present voting aye - MOTION CARRIED MOTION: McDonald/Wirtz Motion to go into closed session at 5:48pm, pursuant to section 19.85(1)(e) Wis. Stats.; deliberating or negotiating the purchasing of public properties, the investing of public funds, or conducting other specified public business, whenever competitive or bargaining reasons require a closed session. Voice Vote: All present voting aye - MOTION CARRIED MOTION: Wirtz/McDonald Motion to reconvene in open session at 6:42 pm to act upon any decisions made in closed session. Voice Vote: All present voting aye - MOTION CARRIED MOTION: Wirtz/McDonald Motion to approve the OFPPA Union Negiotiation Committee WPPA contract proposal for the years 2024,2025, and 2026 to reference exhibits A, B, and C along with the City contribution of insurance of 2024-87%,2025-86% and 2026-85%. Voice Vote: All present voting aye - MOTION CARRIED Adjournment. Having no further business, Chair McDermid adjourned the meeting at 6:45pm. ______________________________ City Administrator Peter Wills *A quorum of the Common Council was in attendance of this meeting. COLLECTIVE BARGAINING AGREEMENT BETWEEN CITY OF OCONTO FALLS AND OCONTO FALLS PROFESSIONAL POLICE ASSOCIATION 20212024-20232026 TABLE OF CONTENTS ARTICLE 1 - RECOGNITION ................................................................................ 1 ARTICLE 2 MANAGEMENT RIGHTS ............................................................... 1 ARTICLE 3 PROBATIONARY STATUS ............................................................ 2 ARTICLE 4 SENIORITY....................................................................................... 2 ARTICLE 5 DISCIPLINE ...................................................................................... 3 ARTICLE 6 LAYOFF ............................................................................................ 3 ARTICLE 7 WAGES ............................................................................................. 3 ARTICLE 8 GRIEVANCE AND ARBITRATION PROCEDURE ...................... 3 ARTICLE 9 SAVINGS CLAUSE .......................................................................... 4 ARTICLE 10 STRIKES AND LOCKOUTS ............................................................ 5 ARTICLE 11 NO OTHER AGREEMENT ............................................................... 5 ARTICLE 12 ASSOCIATION ACTIVITY .............................................................. 5 ARTICLE 13 FAIR SHARE ..................................................................................... 6 ARTICLE 14 HOURS OF WORK ............................................................................ 7 ARTICLE 15 PREMIUM PAY ................................................................................. 7 ARTICLE 16 HOLIDAYS ........................................................................................ 8 ARTICLE 17 VACATIONS...................................................................................... 8 ARTICLE 18 LEAVES ............................................................................................. 9 ARTICLE 19 CLOTHING ALLOWANCE .............................................................. 10 ARTICLE 20 WISCONSIN RETIREMENT SYSTEM ........................................... 10 ARTICLE 21 INSURANCE ...................................................................................... 11 ARTICLE 22 POLICE CANINE............................................................................... 11 ARTICLE 23 DURATION ........................................................................................ 12 SCHEDULE A WAGE SCHEDULE ........................................................................ 13 MEMORANDUM OF UNDERSTANDING (Detective) ......................................... 14 1 ARTICLE 1 - RECOGNITION The City of Oconto Falls, (“Employer”), hereby agrees to recognize representatives of the Oconto Falls Professional Police Association , (“Association”) represented by the Law Enforcement Employee Relations Division of the Wisconsin Professional Police Association, (“WPPA”) hereinafter, as the sole and exclusive bargaining representative for all regular full -time and regular part -time law enforcement Employees, (“Employees”), with the power of arrest excluding supervisory, confidential, managerial and all other employees, as to the matters of wages, hours and working conditions. ARTICLE 2 - MANAGEMENT RIGHTS 1. The Association recognizes the right of the Oconto Falls Police Department “Department” to operate and manage the affairs of the Department, in accordance with its responsibilities of the law. The Department shall have all powers, rights, authority, duties and responsibilities conferred upon it and invested in it by the laws and the Constitution of the State of Wisconsin. 2. The Employer possesses the sole right to operate the Department and all management rights repose in it. These rights include, but are not limited to, the following: A. To direct all operations of the Department; B. To establish reasonable work rules and schedules of work; C. To create, combine, modify and eliminate positions within the Department; D. To hire, promote, transfer, schedule and assign Employees in positions within the Department; E. To suspend, demote, discharge and take other disciplinary action against Employees; F. To relieve Employees of their duties; G. To maintain efficiency of Department operations; H. To take whatever action is necessary to comply with State or Federal law; I. To introduce new or improved methods or facilities; J. To change existing methods or facilities; K. To determine the kinds and amounts of services to be performed pertaining to Department operations, and the number and kind of classifications to perform such services; 2 L. To contract out for goods or services except that full -time Association members may not be deprived the opportunity to work their regular full - time hours as a result of such contracting out; M. To determine the methods, means and personnel by which Department operations are to be conducted; N. To take whatever action is necessary to carry out the functions of the Department in situations of emergency; and O. To determine safety, health and property protection measures. 1. The exercise of the foregoing powers, rights, authorities, duties and responsibilities of the Department; the adoption of policies, rules, regulations and practices and furtherance thereof; and the use of judgment and discretion in connection therewith shall be limited only by the specific and express terms of this Agreement. ARTICLE 3 - PROBATIONARY STATUS All Employees shall serve a probationary period of 12 months from the date of their hire in the Department. During the probationary period, the Employee shall be subject to dismissal for any reason without recourse to the grievance procedure. Upon completion of the 12 continuous month’s probationary period, the Employee shall be granted seniority rights from the Employee’s most recent date of hire. ARTICLE 4 - SENIORITY 1. Definition: Seniority means an Employee’s length of continuous service with the Department since last date of hire. Seniority shall be by classification. Regular full - time Employees shall be deemed to have greater seniority than part-time Employees. 2. Regular Part-time Employees: A regular part -time employee is hereby defined as an employee who has completed the designated probationary period and who occupies a part-time position, except a seasonal, casual, substitute or temporary employee. A regular part-time employee may work on a full -time or on a part -time basis in any particular work week. Regular part -time employees may be used to fill benefit time absences of full -time employees as determined by the Chief of Police. Part -time employees may be scheduled to work regularly s cheduled shifts as determined by the Chief of Police as long as full -time employees are not displaced in their normal work hours. 3. Seasonal, Casual, Substitute, Temporary Employees: A seasonal, casual, substitute or temporary employee can be employed on a part or full-time basis. Seasonal employees are those employed only during specific times of the year . Casual, substitute and temporary employees are employed to work on specific projects, during unusually high-volume periods or circumstances, or to fill in for a full-time or part-time employee 3 on leave. Seasonal, casual, substitute or temporary employees usually will work less than 500 hours during a calendar year unless otherwise mutually agreed by the parties. 4. Probationary Period : New Employees shall be added to the seniority list after completion of their probationary period. 5. Break in Continuous Service : An Employee’s continuous service record shall be broken by voluntary resignation, discharge or retirement. Upon return to work after time lost which does not constitute a break in continuous service such as sick leave or leave of absence, the Employee’s length of continuous service shall not be affected and the Employee shall receive the same fringe benefits that he /she would have received had he/she not lost any employment. ARTICLE 5 - DISCIPLINE Discipline of Employees shall be subject to the provisions of Section 62.13, Wis. Stats. Relief under said Statute shall be the exclusive remedy of any alleged aggrieved Employee with respect to discipline and this Article shall be non-arbitrable. ARTICLE 6 - LAYOFF Layoff of Employees shall be subject to the provisions of Section 62.13, Wis. Stats. Relief under said statute shall be the exclusive remedy of any alleged aggrieved Employee with respect to layoff and this Article shall be non-arbitrable. ARTICLE 7 - WAGES Wages shall be as set forth on the attached Schedule A. ARTICLE 8 - GRIEVANCE AND ARBITRATION PROCEDURE 1. Definition of a Grievance : A grievance shall mean a dispute concerning the interpretation or application of this contract. 2. Subject Matter: Only one subject matter shall be covered in any one grievance. A written grievance shall contain the name and position of the grievant, a clear and concise statement of the grievance, the issue involved, the relief sought, the date the incident or violation took place, the specific section of the Agreement alleged to have been violated and the signature of the grievant and the date. 3. Time Limitations: The failure of the party to file or appeal the grievance in a timely fashion as provided herein shall be deemed a settlement and waiver of the grievance. The party who fails to receive a reply in a timely fashion shall have the right to automatically p roceed to the next step of the grievance procedure. However, if it is impossible to comply with the time limits specified in the 4 procedure because of work schedules, illness, vacations, etc., these limits may be extended by mutual consent in writing. 4. Settlement of Grievance : Any grievance shall be considered settled at the completion of any step in the procedure, if all parties concerned are mutually satisfied. Dissatisfaction is implied in recourse from one step to the next. 5. Steps in Procedure: Step 1 : The Employee, alone or with his /her representative, shall submit a grievance in writing to the Chief of Police “Chief” no later than ten (10) workdays after he/she knew or should have known of the cause of such grievance. In the event of a grievance, the Employee shall perform his /her assigned work task and grieve his /her complaint later. The Chief or other person designated by the Department shall, within ten (10) working days of receipt of the grievance, inform the Employee, in writing, of the decision with respect to the grievance. Step 2: If the grievance is not settled at Step 1, the Employee may submit a written grievance to the City Council Personnel Committee “Committee” within ten (10) workdays of the decision of the Chief. The Committee shall advise the grievant of its decision in writing within ten (10) days of receipt of the written complaint. Step 3: If the grievance is not resolved satisfactorily in Step 2 within ten (10) days of the Step 2 response , the parties shall attempt to agree on the appointment of a staff Arbitrator from the Wisconsin Employment Relations Commission “WERC” or if no agreement is achieved, either party may request a panel of five (5)staff arbitrators to the parties. Parties shall alternately strike names from the list of Arbitratorspanel until one (1) name remains, which shall be appointed Arbitrator for purposes of this grievance. The Arbitrator shall hold a hearing as promptly as possible and shall render a decision that shall be final and binding on both parties. The fees and expenses of the Arbitrator, if any, shall be divided equally be tween the Employer and the Association. The Arbitrator shall not have the power to add to, subtract from, or alter the agreement. ARTICLE 9 - SAVINGS CLAUSE If any Article or section of this Agreement or any addendums thereto shall be held invalid by operation of law or by any tribunal of competent jurisdiction, or if compliance with or enforcement of any Article or Section shall be restrained by such tribunal, the remainder of this Agreement and addendums shall not be affected thereby, and the parties shall enter into immediate collective bargaining negotiations for the purpose of arriving at a mutually satisfactory replacement for such Article or Section. 5 ARTICLE 10 - STRIKES AND LOCKOUTS Neither the WPPA nor any of its officers, agencies or Association members will instigate, promote, encourage, sponsor, engage in or condone any strike, picketing, slowdown, concerted work stoppage, sympathy strike or any other intentional interruption of work during the term of this Agreement and until a successor Agreement is ratified by both parties. The Employer agrees there shall be no lockout during the term of this Agreement and until a successor Agreement is ratified by both parties. ARTICLE 11 - NO OTHER AGREEMENT The parties agree not to enter into any agreement or contract with Association members covered by this Agreement, which confers any additional privilege or benefit on the Employee which conflicts with the terms and provisions of this Agreement. Any such agreement shall be null and void. ARTICLE 12 - ASSOCIATION ACTIVITY 1. Except as provided in this Article, no Employee shall conduct Association business on Department time. 2. The Employer shall allow WPPA business agents and the aggrieved Employee sufficient time for the proper processing of grievances, provided that at no time shall this interfere with the proper functioning of the Department. 3. WPPA representatives having business with members of the Association may confer for a reasonable period of time with such Association members during working hours, provided permission is obtained prior thereto from the Chief. 4. The Employer shall allow the Association members sufficient time with pay for any and all meetings scheduled with the Employer for the purpose of negotiating an agreement between the parties if such meeting is held during the Employee’s regularly scheduled hours of work, provid ed there is mutual agreement as to the time of the meeting. 5. The Employer agrees that the WPPA notices pertaining to Association business may be posted on a Department bulletin board designated by the Employer. 6. The Association is to bargain separately from all other bargaining units under the jurisdiction of the Employer. 6 ARTICLE 13 - FAIR SHARE 1. All Employees in the Association shall be required to pay, as provided in this Article, their fair share of the costs of representation by the WPPA. No Employee shall be required to join the Association, but membership in the Association shall be available to all Employees who apply, consistent with the WPPA constitution and by-laws. 2. The Employer shall deduct in equal installments from the monthly earnings of all Association members, their fair share of the cost of representation by the WPPA, as provided in Section 111.70(1)(f), Wis. Stats., and as certified to the Employer by the WPPA. The Employer shall pay said amount to the treasurer of the Association on or before the end of the month in which such deduction was made. The date for commencement of these deductions shall be determined by the Association; however, all Association members shall be required to pay their full (annual) fair share assessment regardles s of the date on which their fair share deductions commence. The Employer will provide the Association with a list of Employees from whom deductions are made with each monthly remittance to the Association. 3. The Association shall notify the Employer of the amount certified by the Association to be the fair share of the cost of representation by the WPPA and the date for the commencement of fair share deductions, two weeks prior to any required fair share deduction. The Association agrees to certify to the Employer only such fair share costs as are allowed by law, and further agrees to abide by the decisions of the WERC and/or courts of competent jurisdiction in this regard. The Association agrees to inform the Employer of any change in the amount of such fair share costs. 4. The Association shall provide Employees who are not members of the Association with an internal mechanism within the Association which is consistent with the requirements of State and Federal law and which will allow those Employees to challenge the fair share amount certified by the Association as the cost of representation and to receive, where appropriate, a rebate of any monies to which they are entitled. To the extent required by State and Federal law, the Association will place in an interest-bearing account any disputed fair share amounts. 5. The Association does hereby indemnify and shall save the Employer harmless against any and all claims, demands, suits, or other forms of liability, including court costs and actual attorneys fees that shall arise out of or by reason of action taken by the Employer, which Employer action or non-action is in compliance with the provision of this Article, and in reliance on any lists or certificates which have been furnished to the Employer pursuant to this Article; provided that the defense of any such claims, demands, suits or other forms of liability shall be under the control of the Association and its attorneys. However, nothing in this section shall be interpreted to preclude the Employer from participating in any legal proceedings, challenging the application or interpretation of this Article through representatives of its own choosing and at its own expense. 7 ARTICLE 14 - HOURS OF WORK 1. The normal work schedule for patrol shift Association members will be the (2 on - 2 off)(3 on - 2 off)(2 on -– 3off) rotation with 12 -hour non-rotating shifts as illustrated on attached Schedule B. The standard shift starting times are 1st Shift - 6 AM and 2nd Shift – 6 PM. Patrol Officers shall select their annual shift preference by seniority, from October 15 th through November 15 th each year, and said selection shall become effective on or about January 1st of the following year depending on the schedule rotation. The Chief retains discretion to make temporary changes for vacations, illnesses, or other circumstances where modifications are deemed required ; however said changes shall not deny the Employee the opportunity to obtain the full schedule hours for pay purposes. Said The Schedule schedule B shall be computed to reflect 2190 annual hours as follows: *365 work days per year / days in the work cycle (14) X days actually worked in work cycle (7) X hours of work per day (12) = the yearly work hours (2190). A. The flex Officer shall have a normal patrol schedule of Wed. , Thurs., Fri., and Sat., with starting time flexible between 3Pm and 6Pm normal shift hours of 12 noon and 10:30 P m, to yield 42 hour average work week. (Yearly hourly average to equal 2190 hours). All shifts will be scheduled on a consecutive hours worked basis with no split shifts. The Chief retains the ability to flex the schedule within reasonable limits. 2. Employees who are scheduled to work a regular shift shall be entitled to one thirty (30) minute break and two fifteen (15) minute breaks per shift, at even intervals throughout the shift. No breaks should be taken immediately after the commencement of or immediately prior to the conclusion of the shift. The taking of a break shall not provide a basis for failure to immediately respond to a call. ARTICLE 15 - PREMIUM PAY 1. OVERTIME. Regular full-time Employees shall be compensated at the rate of one and one-half (1 -1/2) times their regular hourly rate of pay , or at the employees options at the rate of one and one -half (1-1/2) times as compensatory time for all hours worked in excess of their normally scheduled work cycle, or work day. Shift vacancies due to vacations for regularly scheduled officers will be first offered to full-time Association members as overtime provided: A. The vacation is scheduled pursuant to Article 17 and is requested at least two weeks prior to its commencement; and B. Association members must sign up for the vacation slot within ninety six (96) hours, of the time it is made available for sign-up by the Chief. 2. CALL-IN TIME. Association members who are called to work at other than the regularly scheduled starting time shall be entitled to at least two (2) hours pay at 8 time and one -half (1-1/2) or for hours actually worked, inclusive of court time, whichever is greater. 3. HOLIDAY PAY. Association members working one of the specific holidays set forth in Article 16 will receive holiday pay plus compensation at the rate of one and one-half (1-1/2) times the regular rate of pay for the hours actually worked. 4. SHIFT DIFFERNTIAL. Association members shall receive shift differential pay on the following basis: $.45/hour, Evening shift (6 PM to 6 AM) 5. TRAINING. Association members required to attend school and/or training classes during their normal schedule of hours shall receive straight time for such attendance. Association members required by the Chief to attend school and/or training classes out of their normal schedule of work shall receive compensation at a rate of one and one-half (1-1/2) times their regular rate of pay for such attendance. Any voluntary training, if approved in advance by the Chief, will be paid at straight time. 6. COURT CANCELATION: Officers shall receive 2 hours of call out time for subpoenaed, non-duty, court time, when cancellation notice is received less than 6 hours prior to scheduled appearance. 7. COMPENSATORY TIME: The Chief, at his discretion, will grant compensatory time to be scheduled where sufficient staffing exists so that the City incurs no overtime obligation. Officers may not carry a balance in excess of 96 hours of compensatory time. Officers may have the option to receive a maximum of 48 hours paid out by December 15th. A maximum of 48 hours may be carried into the following year. 7.8. FIELD TRAINING OFFICERS: Officers who are certified instructors in Field Training (“FTO”) will receive, in addition to their regular pay, one dollar fifty cents ($1.50) per hour while actually performing such training in the field or performing assigned FTO related duties. The attendance at conferences to become or maintain FTO certification or to develop FTO skills does not qualify for FTO pay. ARTICLE 16 - HOLIDAYS All Association members shall be entitled to ten (10) specific holidays and one (1) floating holiday with full pay. The specific holidays are as follows: New Year’s Day, Good Friday, Easter, Memorial Day, Independence Day, Labor Day, Veteran’s Day, Thanksgiving Day, day before Christmas, and Christmas Day. The floating holiday shall be taken at a time, which is mutually agreeable with the Chief and the Officer involved. ARTICLE 17 - VACATIONS 9 1. For the purpose of computing vacation earning, vacation credit shall be prorated in the first year of employment up to the next January 1. Association members shall have earned vacation as of January 1 st of each year. The end of the calendar year following the year in which it was earned, except no more than five (5) days may be carried over from one year to the next. 2. The following shall be the vacation rights granted Association members , based upon length of service with the Employer: In the first (1) year of service ……………. 42 hours In the second (2) year of service…………. 84 hours In the seventh (7) year of service………… 126 hours In the twelfth (12) year of service………. 168 hours In the eighteenth (18) year of service……. 210 hours 3. A week of vacation shall be defined as forty-two (42) hours. 4. An Employee shall take at least two (2) consecutive days of vacation unless the Chief approves otherwise. 5. All vacation scheduling must be approved in advance by the Chief. ARTICLE 18 - LEAVES 1. SICK LEAVE a) No Employee shall be absent from duty unless for unavoidable circumstances without first notifying the Employer. All Association members shall earn one (1) day of sick leave per month of employment. Such sick leave shall be accumulative to a maximum of ninety (90) days. Sick leave must be taken in no less than one-half (1/2) day increments. One (1) day shall equal twelve (12) hours. b) Once the Employee has reached the maximum accumulation of ninety (90) sick leave days, the Employer shall deposit o n an annual basis sixty percent (60%) of a day’s wages for every month with unused sick leave into the Employee’s IRC Section 401(a) Savings Plan or to his/her estate upon death. Refer to Article 21.6 ( POST EMPLOYMENT MEDICAL/SAVINGS PLAN) for payment upon separation from employment or retirement. (A) Upon retirement, all Employees shall receive the current rate of pay per day for each day in their sick leave account (up to a maximum of 45 days calculated at 12 hours per day). Refer to Article 21.6 (POST EMPLOYMENT MEDICAL/SAVINGS PLAN ) for payment of sick leave upon retirement. Payable to the Employee or his/her estate upon separation from employment or death. 10 For purposes of this section, “retirement’ shall be defined as any Employee discontinuing his/her service with the Employer at or after normal retirement age determined by the Wisconsin Retirement System or as a result of a permanent disability that would not allow the continuance of employment as a police officer for the Employer. 2. FUNERAL LEAVE. Three (3) working days leave with pay will be allowed for a death within the immediate family. Immediate family shall mean: Mother, father, spouse, son or daughter (including step-parent and step-children), brother and sister (including step -brother and step -sister), grandparents, grandchild, aunt, uncle, niece, nephew and in-laws. 3. MATERNITY LEAVE. An Employee who becomes pregnant shall be granted a maternity leave and shall be entitled to the use of her accumulated sick leave. The duration of such leave shall be determined in accordance with the physical condition of the Employee and the physical job requirements of her position. The leave period beyond accumulated sick leave shall be unpaid. Nothing herein shall be construed to conflict with an Employees leave right under federal or state Family and Medical Leave Acts. 4. PERSONAL LEAVE. Employees in need of additional leave for justifiable reasons shall make application for such leave to the Chief and the Office of Mayor. Any such leave shall be unpaid. Whether to grant such leave requests shall be within the sole discretion of the Chief and Ma yor, and this provision shall be non - arbitrable. ARTICLE 19 - CLOTHING ALLOWANCE 1. INITIAL ALLOWANCE. At the time of initial employment, the Employer shall provide the Employee with all of the necessary uniforms and duty related articles and leather goods, body armor, as well as Department approved weapon. New Association members of the Department shall not receive a further clothing allowance for a one (1) year period after employment at which time they shall receive a prorated clothing allowance for use until the following January 1. 2. ANNUAL ALLOWANCE. Six Hundred Dollars ($600.00) per year. The uniform allowance is to be cumulative, but at no time shall an Employee accumulate more than Seven Hundred Dollars ($700.00). All items purchased shall have prior approval of the Chief. With regard to duty related items, such approval shall not be unreasonably withheld. 3. DAMAGED ARTICLES. Articles of clothing damaged beyond repair in the line of duty will be replaced or repaired by the Employer. Glasses, watches, and other 11 equipment damaged in the line of duty shall also be replaced or repaired by the Employer. ARTICLE 20 - WISCONSIN RETIREMENT SYSTEM The Employer shall contribute the full employer’s share and the employees shall contribute the full employee’s share to the Wisconsin Retirement System (WRS) Pension Plan, not to exceed the rate as defined by the WRS for general employees. ARTICLE 21 - INSURANCE 1. Effective the first full pay period following the ratification by both parties to this Agreement, theThe Employer contribution shall be an amount equal to eighty seven percent (87%), of the monthly family and single premiums for the lowest level cost qualified health care plan in the Employer’s service area provided under the Wisconsin Public Employer’s Group Insurance Plan. Effective the 2025 plan year the Employer contribution shall be an amount equal to eighty -six percent (86%), and effective the 2026 plan year the E mployer contribution shall be an amount equal to eighty -five percent (8 5%). The Employer may change carriers or implement reasonable cost containment measures. 2. At the time of retirement (a retired Employee is defined as one who is entitled to a Wisconsin Retirement annuity), disability (a disabled Employee is defined as one who is entitled to disability benefits under Social Security and/or Wisconsin Retirement Fund Annuity), or during periods of special authorized leaves of absence, Employees shall be entitled to continue coverage under the group Hospital and Surgical Insurance Plan at the group rate. The Employee shall pay the cost of the single or family plan premium to the Employer, who shall forward the premium to the insurance carrier. 3. The Employer shall provide a life and accidental death and dismemberment insurance policy for all Association members. The Employer may change plans or carriers provided equivalent or better coverage is maintained. Said plan shall provide an amount of coverage equal to the base salary of the Employee rounded off to the next highest one-thousand dollars ($1,000.00) at no cost to the Employee. 4. WORKER’S COMPENSATION. In the event an Employee is injured on the job and covered by worker’s compensation, the Employer shall pay the difference between the regular straight time hourly rate and the amount received by the Employee from Workers Compensation for a period not to exceed two (2) years. 5. LONG TERM DISABILITY INCOME CONTINUATION . The Employer shall pay the stated premium for Income Continuation Insurance with a waiting period of one hundred and eighty days (180 days) provided to eligible Wisconsin Retirement Fund Participants through the Wisconsin Department of Employee Trust Funds. Employees, through payroll deduction may buy down the waiting 12 period at their own expense. The Employer will forward said , premiums on the Employee’s behalf to the Insurer. 6. POST EMPLOYMENT HEALTH PLAN . The City of Oconto Falls (Employer) agrees to participate in the IRC Section 115 Medical Trust and IRC Section 401(a) Savings Plan, or a similar tax advantaged plan for the employees. Upon termination of employment for any reason, 100% of the Eligible Employee’s accumulated sick leave or other identified compensated absences that would have otherwise been paid to the Eligible Employee had the Employer not participated in the Plan shall be contributed to either the 115 Medical Trust or 401(a) Savings Plan pursuant to the terms and conditions of the Plan. 7. The Employer agrees to provide a Section 125 Plan and allow Association members access to the Plan for pre -tax health insurance premium deductions and other qualifying pre-tax payroll deductions. ARTICLE 22 – POLICE CANINE The Canine Assisted Police Officer (K -9 Officer) shall maintain normal Police Officer expectations and responsibilities and expect to be called out during non-scheduled working hours in response to a request for a dog. The K -9 Officer must also be willing to carry a cell phone for after-hours calls. K-9 Officer(s) are not required to flex their work schedule for patrol or enforcement purposes. However, K-9 Officer(s) agree to flex their scheduled work hours based on the K-9 Unit Program needs. Otherwise, scheduling will be in accordance with Article 1 4 of the collective bargaining agreement. K-9 Officer(s) agree to perform daily care of the police dog. "Dog care" includes time spent feeding, training, grooming, exercising or otherwise caring for the dog, as well as cleaning the home, kennel and patrol vehicle. In return for these efforts, the K-9 Officer shall be compensated as follows: a. Receive payment or comp time of three -quarters (3/4) of an hour as compensation per off day, including benefit days (vacation, personal, holiday, sick, etc.) for “dog care”. b. Receive three-quarters (3/4) of an hour of release time on a normal ten and one-half (10 ½) or twelve (12) hour scheduled shift without loss of normal pay, which shall act as compensation to the officer for time spent on “dog care” during his/her actual days of work. Any workday without granted release time, the three-quarters (3/4) of an hour will be granted in addition to regularly scheduled or overtime hours worked. c. For days when the K-9 Officer is off duty or off on benefit time and the dog is boarded or kenneled for the entire calendar day the K -9 Officer shall receive no additional compensation. 13 Dog care shall be included as hours worked and may be included in the overtime calculation as outlined in Article 15 of the collective bargaining agreement. (This provision is agreed to for the explicit purpose of complying with the Fair Labor Standards Act regarding overtime for the care of a law enforcement canine; and, in accordance with the Reich and Rudolph cases, the parties agree that this additional compensation meets or exceeds the requirements of that law.) One day of training per month is mandatory and will be performed on a scheduled workday unless otherwise authorized by the Chief or Sergeant. ARTICLE 22 23 - DURATION This Agreement shall become effective January 1, 2021 2024 and shall remain in full force and effect through December 31, 20232026. CITY OF OCONTO FALLS OCONTO FALLS PROFESSIONAL POLICE ASSOCIATION By: ______________________________ By: ________________________________ Date: _____________________________ Date: _______________________________ 14 Schedule A Wage Schedule Position 1-Jan-24 1-Jan-25 1-Jan-26 3% 3% 3% Hourly Hourly Hourly Lieutenant $35.12 $37.17 $39.29 Sergeant/Detective (7 years of service) $38.08 Sergeant/Detective (5 years of service) $36.00 $37.08 Sergeant/Detective (3 years of service) $33.98 $35.00 $36.05 Officer (7 years of service) $36.95 Officer (5 years of service) $34.91 $35.95 Officer (3 years of service) $32.92 $33.91 $34.92 Officer (1 year of service) $32.42 $33.39 $34.39 Officer (6 Months) $27.85 $28.69 $29.55 Officer (Starting) $26.54 $27.34 $28.16 Part Time Officers 5 Year Rate $31.28 $32.22 $33.19 3 Year Rate $29.73 $30.62 $31.54 24 Month Rate $28.22 $29.07 $29.94 18 Month Rate $26.67 $27.47 $28.29 12 Month Rate $25.12 $25.87 $26.65 6 Month Rate $23.60 $24.31 $25.04 Post FTO Rate $22.06 $22.72 $23.40 Base Wage Rate $20.51 $21.12 $21.75 15 MEMORANDUM OF UNDERSTANDING As part of the 2018 collective bargaining process the City agreed to create a Detective position, to be incorporated within. The duties and assignments shall be determined by the Chief of Police. When in the performance of the Detective duties for the shift, the named Detective will be paid at the rate as established in Appendix A while in performance of Detective duties. Otherwise when assigned to regular patrol functions paid at the Patrol rate. CITY OF OCONTO FALLS OCONTO FALLS PROFESSIONAL POLICE ASSOCIATION By: ______________________________ By: ________________________________ Date: _____________________________ Date: _______________________________ 16 COLLECTIVE BARGAINING AGREEMENT BETWEEN CITY OF OCONTO FALLS AND OCONTO FALLS PROFESSIONAL POLICE ASSOCIATION 2024-2026 TABLE OF CONTENTS ARTICLE 1 - RECOGNITION ............................................................................... . ARTICLE 2 MANAGEMENT RIGHTS ............................................................... 1 ARTICLE 3 PROBATIONARY STATUS............................................................ 2 ARTICLE 4 SENIORITY....................................................................................... 2 ARTICLE 5 DISCIPLINE...................................................................................... 3 ARTICLE 6 LAYOFF............................................................................................ 3 ARTICLE 7 WAGES............................................................................................. 3 ARTICLE 8 GRIEVANCE AND ARBITRATION PROCEDURE...................... 3 ARTICLE 9 SAVINGS CLAUSE.......................................................................... 4 ARTICLE 10 STRIKES AND LOCKOUTS............................................................ 5 ARTICLE 11 NO OTHER AGREEMENT............................................................... 5 ARTICLE 12 ASSOCIATION ACTIVITY.............................................................. 5 ARTICLE 13 FAIR SHARE..................................................................................... 6 ARTICLE 14 HOURS OF WORK............................................................................ 7 ARTICLE 15 PREMIUM PAY................................................................................. 7 ARTICLE 16 HOLIDAYS........................................................................................ 8 ARTICLE 17 VACATIONS...................................................................................... 9 ARTICLE 18 LEAVES ............................................................................................. 9 ARTICLE 19 CLOTHING ALLOWANCE.............................................................. 10 ARTICLE 20 WISCONSIN RETIREMENT SYSTEM........................................... 11 ARTICLE 21 INSURANCE...................................................................................... 11 ARTICLE 22 POLICE CANINE............................................................................... 12 ARTICLE 23 DURATION........................................................................................ 13 SCHEDULE A WAGE SCHEDULE........................................................................ 14 MEMORANDUM OF UNDERSTANDING (Detective)......................................... 15 ARTICLE 1 - RECOGNITION The City of Oconto Falls, ("Employer"), hereby agrees to recognize representatives of the Oconto Falls Professional Police Association, ("Association") represented by the Law Enforcement Employee Relations Division of the Wisconsin Professional Police Association, ("WPPA") hereinafter, as the sole and exclusive bargaining representative for all regular full-time and regular part-time law enforcement Employees, ("Employees"), with the power of arrest excluding supervisory, confidential, managerial and all other employees, as to the matters of wages, hours and working conditions. ARTICLE 2 - MANAGEMENT RIGHTS 1. The Association recognizes the right of the Oconto Falls Police Department "Department" to operate and manage the affairs of the Department, in accordance with its responsibilities of the law. The Department shall have all powers, rights, authority, duties and responsibilities conferred upon it and invested in it by the laws and the Constitution of the State of Wisconsin. 2. The Employer possesses the sole right to operate the Department and all management rights repose in it. These rights include, but are not limited to, the following: A. To direct all operations of the Department; B. To establish reasonable work rules and schedules of work; C. To create, combine, modify and eliminate positions within the Department; D. To hire, promote, transfer, schedule and assign Employees in positions within the Department; E. To suspend, demote, discharge and take other disciplinary action against Employees; F. To relieve Employees of their duties; G. To maintain efficiency of Department operations; H. To take whatever action is necessary to comply with State or Federal law; I. To introduce new or improved methods or facilities; J. To change existing methods or facilities; K. To determine the kinds and amounts of services to be performed pertaining to Department operations, and the number and kind of classifications to perform such services; L. To contract out for goods or services except that full-time Association members may not be deprived the opportunity to work their regular full­ time hours as a result of such contracting out; M. To determine the methods, means and personnel by which Department operations are to be conducted; N. To take whatever action is necessary to carry out the functions of the Department in situations of emergency; and 0. To determine safety, health and property protection measures. I. The exercise of the foregoing powers, rights, authorities, duties and responsibilities of the Department; the adoption of policies, rules, regulations and practices and furtherance thereof; and the use of judgment and discretion in connection therewith shall be limited only by the specific and express terms of this Agreement. ARTICLE 3 - PROBATIONARY STATUS All Employees shall serve a probationary period of 12 months from the date of their hire in the Department. During the probationary period, the Employee shall be subject to dismissal for any reason without recourse to the grievance procedure. Upon completion of the 12 continuous month's probationary period, the Employee shall be granted seniority rights from the Employee's most recent date of hire. ARTICLE 4 - SENIORITY I. Definition: Seniority means an Employee's length of continuous service with the Department since last date of hire. Seniority shall be by classification. Regular full­ time Employees shall be deemed to have greater seniority than part-time Employees. 2. Regular Part-time Employees: A regular part-time employee is hereby defined as an employee who has completed the designated probationary period and who occupies a part-time position, except a seasonal, casual, substitute or temporary employee. A regular part-time employee may work on a full-time or on a part-time basis in any particular work week. Regular part-time employees may be used to fill benefit time absences of full-time employees as determined by the Chief of Police. Part-time employees may be scheduled to work regularly scheduled shifts as determined by the Chief of Police as long as full-time employees are not displaced in their normal work hours. 3. Seasonal, Casual, Substitute, Temporary Employees: A seasonal, casual, substitute or temporary employee can be employed on a part or full-time basis. Seasonal employees are those employed only during specific times of the year. Casual, substitute and temporary employees are employed to work on specific projects, during unusually high-volume periods or circumstances, or to fill in for a full-time or part-time employee 2 on leave. Seasonal, casual, substitute or temporary employees usually will work less than 500 hours during a calendar year unless otherwise mutually agreed by the parties. 4. Probationary Period: New Employees shall be added to the seniority list after completion of their probationary period. 5. Break in Continuous Service: An Employee's continuous service record shall be broken by voluntary resignation, discharge or retirement. Upon return to work after time lost which does not constitute a break in continuous service such as sick leave or leave of absence, the Employee's length of continuous service shall not be affected, and the Employee shall receive the same fringe benefits that he/she would have received had he/she not lost any employment. ARTICLE 5- DISCIPLINE Discipline of Employees shall be subject to the provisions of Section 62.13, Wis. Stats. Relief under said Statute shall be the exclusive remedy of any alleged aggrieved Employee with respect to discipline and this Article shall be non-arbitrable. ARTICLE 6 - LAYOFF Layoff of Employees shall be subject to the provisions of Section 62.13, Wis. Stats. Relief under said statute shall be the exclusive remedy of any alleged aggrieved Employee with respect to layoff and this Article shall be non-arbitrable. ARTICLE 7 - WAGES Wages shall be as set forth on the attached Schedule A. ARTICLE 8 - GRIEVANCE AND ARBITRATION PROCEDURE 1. Definition of a Grievance: A grievance shall mean a dispute concerning the interpretation or application of this contract. 2. Subject Matter: Only one subject matter shall be covered in any one grievance. A written grievance shall contain the name and position of the grievant, a clear and concise statement of the grievance, the issue involved, the relief sought, the date the incident or violation took place, the specific section of the Agreement alleged to have been violated and the signature of the grievant and the date. 3. Time Limitations: The failure of the party to file or appeal the grievance in a timely fashion as provided herein shall be deemed a settlement and waiver of the grievance. The party who fails to receive a reply in a timely fashion shall have the right to automatically proceed to the next step of the grievance procedure. However, if it is impossible to comply with the time limits specified in the 3 4. 5. procedure because of work schedules, illness, vacations, etc., these limits may be extended by mutual consent in writing. Settlement of Grievance: Any grievance shall be considered settled at the completion of any step in the procedure, if all parties concerned are mutually satisfied. Dissatisfaction is implied in recourse from one step to the next. Steps in Procedure: Step 1: The Employee, alone or with his/her representative, shall submit a grievance in writing to the Chief of Police "Chief' no later than ten (10) workdays after he/she knew or should have known of the cause of such grievance. In the event of a grievance, the Employee shall perform his/her assigned work task and grieve his/her complaint later. The Chief or other person designated by the Department shall, within ten (10) working days of receipt of the grievance, inform the Employee, in writing, of the decision with respect to the grievance. Step 2: If the grievance is not settled at Step 1, the Employee may submit a written grievance to the City Council Personnel Committee "Committee" within ten (10) workdays of the decision of the Chief. The Committee shall advise the grievant of its decision in writing within ten (10) days of receipt of the written complaint. Step 3: If the grievance is not resolved satisfactorily in Step 2 within ten (10) days of the Step 2 response, the parties shall attempt to agree on the appointment of a staff Arbitrator from the Wisconsin Employment Relations Commission "WERC" or if no agreement is achieved, either party may request a panel of staff arbitrators to the parties. Parties shall alternately strike names from the panel until one (1) name remains, which shall be appointed Arbitrator for purposes of this grievance. The Arbitrator shall hold a hearing as promptly as possible and shall render a decision that shall be final and binding on both parties. The fees and expenses of the Arbitrator, if any, shall be divided equally between the Employer and the Association. The Arbitrator shall not have the power to add to, subtract from, or alter the agreement. ARTICLE 9 - SA VIN GS CLAUSE If any Article or section of this Agreement or any addendums thereto shall be held invalid by operation of law or by any tribunal of competent jurisdiction, or if compliance with or enforcement of any Article or Section shall be restrained by such tribunal, the remainder of this Agreement and addendums shall not be affected thereby, and the parties shall enter into immediate collective bargaining negotiations for the purpose of arriving at a mutually satisfactory replacement for such Article or Section. 4 ARTICLE 10 - STRIKES AND LOCKOUTS Neither the WPPA nor any of its officers, agencies or Association members will instigate, promote, encourage, sponsor, engage in or condone any strike, picketing, slowdown, concerted work stoppage, sympathy strike or any other intentional interruption of work during the term of this Agreement and until a successor Agreement is ratified by both parties. The Employer agrees there shall be no lockout during the term of this Agreement and until a successor Agreement is ratified by both parties. ARTICLE 11 - NO OTHER AGREEMENT The parties agree not to enter into any agreement or contract with Association members covered by this Agreement, which confers any additional privilege or benefit on the Employee which conflicts with the terms and provisions of this Agreement. Any such agreement shall be null and void. ARTICLE 12 - ASSOCIATION ACTIVITY 1. Except as provided in this Article, no Employee shall conduct Association business on Department time. 2. The Employer shall allow WPPA business agents and the aggrieved Employee sufficient time for the proper processing of grievances, provided that at no time shall this interfere with the proper functioning of the Department. 3. WPPA representatives having business with members of the Association may confer for a reasonable period of time with such Association members during working hours, provided permission is obtained prior thereto from the Chief. 4. The Employer shall allow the Association members sufficient time with pay for any and all meetings scheduled with the Employer for the purpose of negotiating an agreement between the parties if such meeting is held during the Employee's regularly scheduled hours of work, provided there is mutual agreement as to the time of the meeting. 5. The Employer agrees that the WPPA notices pertaining to Association business may be posted on a Department bulletin board designated by the Employer. 6. The Association is to bargain separately from all other bargaining units under the jurisdiction of the Employer. 5 ARTICLE 13-FAIR SHARE I. All Employees in the Association shall be required to pay, as provided in this Article, their fair share of the costs ofrepresentation by the WPPA. No Employee shall be required to join the Association, but membership in the Association shall be available to all Employees who apply, consistent with the WPPA constitution and by-laws. 2. The Employer shall deduct in equal installments from the monthly earnings of all Association members, their fair share of the cost of representation by the WPP A, as provided in Section 111. 70(1 )(f), Wis. Stats., and as certified to the Employer by the WPPA. The Employer shall pay said amount to the treasurer of the Association on or before the end of the month in which such deduction was made. The date for commencement of these deductions shall be determined by the Association; however, all Association members shall be required to pay their full (annual) fair share assessment regardless of the date on which their fair share deductions commence. The Employer will provide the Association with a list of Employees from whom deductions are made with each monthly remittance to the Association. 3. The Association shall notify the Employer of the amount certified by the Association to be the fair share of the cost of representation by the WPP A and the date for the commencement of fair share deductions, two weeks prior to any required fair share deduction. The Association agrees to certify to the Employer only such fair share costs as are allowed by law, and further agrees to abide by the decisions of the WERC and/or courts of competent jurisdiction in this regard. The Association agrees to inform the Employer of any change in the amount of such fair share costs. 4. The Association shall provide Employees who are not members of the Association with an internal mechanism within the Association which is consistent with the requirements of State and Federal law and which will allow those Employees to challenge the fair share amount certified by the Association as the cost of representation and to receive, where appropriate, a rebate of any monies to which they are entitled. To the extent required by State and Federal law, the Association will place in an interest-bearing account any disputed fair share amounts. 5. The Association does hereby indemnify and shall save the Employer harmless against any and all claims, demands, suits, or other forms of liability, including court costs and actual attorneys fees that shall arise out of or by reason of action taken by the Employer, which Employer action or non-action is in compliance with the provision of this Article, and in reliance on any lists or certificates which have been furnished to the Employer pursuant to this Article; provided that the defense of any such claims, demands, suits or other forms of liability shall be under the control of the Association and its attorneys. However, nothing in this section shall be interpreted to preclude the Employer from participating in any legal proceedings, challenging the application or interpretation of this Article through representatives of its own choosing and at its own expense. 6 ARTICLE 14 - HOURS OF WORK I. The normal work schedule for patrol shift Association members will be the (2 on - 2 off)(3 on - 2 off)(2 on - 3off) rotation with 12-hour non-rotating shifts. The standard shift starting times are I st Shift - 6 AM and 2nd Shift-6 PM. Patrol Officers shall select their annual shift preference by seniority, from October 15th through November 15th each year, and said selection shall become effective on or about January 1st of the following year depending on the schedule rotation. The Chief retains discretion to make temporary changes for vacations, illnesses, or other circumstances where modifications are deemed required; however, said changes shall not deny the Employee the opportunity to obtain the full schedule hours for pay purposes. The schedule shall be computed to reflect 2190 annual hours as follows: *365 work days per year/ days in the work cycle (14) X days actually worked in work cycle (7) X hours of work per day (12) = the yearly work hours (2190). A. The flex Officer shall have a normal patrol schedule of Wed., Thurs., Fri., and Sat., with normal shift hours of 12 noon and I 0:30 Pm, to yield 42-hour average work week. (Yearly hourly average to equal 2190 hours). All shifts will be scheduled on a consecutive hours worked basis with no split shifts. The Chief retains the ability to flex the schedule within reasonable limits. 2. Employees who are scheduled to work a regular shift shall be entitled to one thirty (30) minute break and two fifteen (15) minute breaks per shift, at even intervals throughout the shift. No breaks should be taken immediately after the commencement of or immediately prior to the conclusion of the shift. The taking of a break shall not provide a basis for failure to immediately respond to a call. ARTICLE 15 - PREMIUM PAY I. OVERTIME. Regular full-time Employees shall be compensated at the rate of one and one-half (1-1/2) times their regular hourly rate of pay, or at the employee's options at the rate of one and one-half (1-1/2) times as compensatory time for all hours worked in excess of their normally scheduled work cycle, or work day. Shift vacancies due to vacations for regularly scheduled officers will be first offered to full-time Association members as overtime provided: A. The vacation is scheduled pursuant to Article 17 and is requested at least two weeks prior to its commencement; and B. Association members must sign up for the vacation slot within ninety six (96) hours, of the time it is made available for sign-up by the Chief. 2. CALL-IN TIME. Association members who are called to work at other than the regularly scheduled starting time shall be entitled to at least two (2) hours pay at 7 time and one-half (1-1/2) or for hours actually worked, inclusive of court time, whichever is greater. 3. HOLIDAY PAY. Association members working one of the specific holidays set forth in Article 16 will receive holiday pay plus compensation at the rate of one and one-half (1-1/2) times the regular rate of pay for the hours actually worked. 4. SHIFT DIFFERNTIAL. Association members shall receive shift differential pay on the following basis: $.45/hour, Evening shift (6 PM to 6 AM) 5. TRAINING. Association members required to attend school and/or training classes during their normal schedule of hours shall receive straight time for such attendance. Association members required by the Chief to attend school and/or training classes out of their normal schedule of work shall receive compensation at a rate of one and one-half ( 1-1 /2) times their regular rate of pay for such attendance. Any voluntary training, if approved in advance by the Chief, will be paid at straight time. 6. COURT CANCELATION: Officers shall receive 2 hours of call out time for subpoenaed, non-duty, court time, when cancellation notice is received less than 6 hours prior to scheduled appearance. 7. COMPENSATORY TIME: The Chief, at his discretion, will grant compensatory time to be scheduled where sufficient staffing exists so that the City incurs no overtime obligation. Officers may not carry a balance in excess of 96 hours of compensatory time. Officers may have the option to receive a maximum of 48 hours paid out by December 15th. A maximum of 48 hours may be carried into the following year. 8. FIELD TRAINING OFFICERS: Officers who are certified instructors in Field Training ("PTO") will receive, in addition to their regular pay, one dollar fifty cents ($1.50) per hour while actually performing such training in the field or performing assigned PTO related duties. The attendance at conferences to become or maintain PTO certification or to develop FTO skills does not qualify for FTO pay. ARTICLE 16 - HOLIDAYS All Association members shall be entitled to ten (I 0) specific holidays and one (I) floating holiday with full pay. The specific holidays are as follows: New Year's Day, Good Friday, Easter, Memorial Day, Independence Day, Labor Day, Veteran's Day, Thanksgiving Day, day before Christmas, and Christmas Day. The floating holiday shall be taken at a time, which is mutually agreeable with the Chief and the Officer involved. 8 ARTICLE 17- VACATIONS 1. For the purpose of computing vacation earning, vacation credit shall be prorated in the first year of employment up to the next January 1. Association members shall have earned vacation as of January I st of each year. The end of the calendar year following the year in which it was earned, except no more than five (5) days may be carried over from one year to the next. 2. The following shall be the vacation rights granted Association members, based upon length of service with the Employer: In the first ( 1) year of service ............... . In the second (2) year of service ............ . In the seventh (7) year of service .......... .. In the twelfth (12) year of service ......... . In the eighteenth (18) year of service ...... . 42 hours 84 hours 126 hours 168 hours 210 hours 3. A week of vacation shall be defined as forty-two (42) hours. 4. An Employee shall take at least two (2) consecutive days of vacation unless the Chief approves otherwise. 5. All vacation scheduling must be approved in advance by the Chief. ARTICLE18-LEAVES 1. SICK LEA VE a) No Employee shall be absent from duty unless for unavoidable circumstances without first notifying the Employer. All Association members shall earn one (1) day of sick leave per month of employment. Such sick leave shall be accumulative to a maximum of ninety (90) days. Sick leave must be taken in no less than one-half (1/2) day increments. One (1) day shall equal twelve (12) hours. b) Once the Employee has reached the maximum accumulation of ninety (90) sick leave days, the Employer shall deposit on an annual basis sixty percent (60%) of a day's wages for every month with unused sick leave into the Employee's IRC Section 401(a) Savings Plan or to his/her estate upon death. Refer to Article 21.6 (POST EMPLOYMENT MEDICAL/SAVINGS PLAN) for payment upon separation from employment or retirement. (A) Upon retirement, all Employees shall receive the current rate of pay per day for each day in their sick leave account (up to a maximum of 45 days calculated at 12 hours per day). Refer to Article 21.6 (POST EMPLOYMENT MEDICAL/SA VIN GS PLAN) for 9 payment of sick leave upon retirement. Payable to the Employee or his/her estate upon separation from employment or death. For purposes of this section, "retirement' shall be defined as any Employee discontinuing his/her service with the Employer at or after normal retirement age determined by the Wisconsin Retirement System or as a result of a permanent disability that would not allow the continuance of employment as a police officer for the Employer. 2. FUNERAL LEAVE. Three (3) working days leave with pay will be allowed for a death within the immediate family. Immediate family shall mean: Mother, father, spouse, son or daughter (including step-parent and step-children), brother and sister (including step-brother and step-sister), grandparents, grandchild, aunt, uncle, niece, nephew and in-laws. 3. MATERNITY LEAVE. An Employee who becomes pregnant shall be granted a maternity leave and shall be entitled to the use of her accumulated sick leave. The duration of such leave shall be determined in accordance with the physical condition of the Employee and the physical job requirements of her position. The leave period beyond accumulated sick leave shall be unpaid. Nothing herein shall be construed to conflict with an Employees leave right under federal or state Family and Medical Leave Acts. 4. PERSONAL LEA VE. Employees in need of additional leave for justifiable reasons shall make application for such leave to the Chief and the Office of Mayor. Any such leave shall be unpaid. Whether to grant such leave requests shall be within the sole discretion of the Chief and Mayor, and this provision shall be non­ arbitrable. ARTICLE 19 - CLOTHING ALLOWANCE 1. INITIAL ALLOWANCE. At the time of initial employment, the Employer shall provide the Employee with all of the necessary uniforms and duty related articles and leather goods, body armor, as well as Department approved weapon. New Association members of the Department shall not receive a further clothing allowance for a one (1) year period after employment at which time they shall receive a prorated clothing allowance for use until the following January 1. 2. ANNUAL ALLOWANCE. Six Hundred Dollars ($600.00) per year. The uniform allowance is to be cumulative, but at no time shall an Employee accumulate more than Seven Hundred Dollars ($700.00). All items purchased shall have prior approval of the Chief. With regard to duty related items, such approval shall not be unreasonably withheld. 10 3. DAMAGED ARTICLES. Articles of clothing damaged beyond repair in the line of duty will be replaced or repaired by the Employer. Glasses, watches, and other equipment damaged in the line of duty shall also be replaced or repaired by the Employer. ARTICLE 20 - WISCONSIN RETIREMENT SYSTEM The Employer shall contribute the full employer's share and the employees shall contribute the full employee's share to the Wisconsin Retirement System (WRS) Pension Plan, not to exceed the rate as defined by the WRS for general employees. ARTICLE 21 - INSURANCE 1. The Employer contribution shall be an amount equal to eighty seven percent (87% ), of the monthly family and single premiums for the lowest level cost qualified health care plan in the Employer's service area provided under the Wisconsin Public Employer's Group Insurance Plan. Effective the 2025 plan year the Employer contribution shall be an amount equal to eighty-six percent (86%), and effective the 2026 plan year the Employer contribution shall be an amount equal to eighty-five percent (85%). The Employer may change carriers or implement reasonable cost containment measures. 2. At the time of retirement (a retired Employee is defined as one who is entitled to a Wisconsin Retirement annuity), disability (a disabled Employee is defined as one who is entitled to disability benefits under Social Security and/or Wisconsin Retirement Fund Annuity), or during periods of special authorized leaves of absence, Employees shall be entitled to continue coverage under the group Hospital and Surgical Insurance Plan at the group rate. The Employee shall pay the cost of the single or family plan premium to the Employer, who shall forward the premium to the insurance carrier. 3. The Employer shall provide a life and accidental death and dismemberment insurance policy for all Association members. The Employer may change plans or carriers provided equivalent or better coverage is maintained. Said plan shall provide an amount of coverage equal to the base salary of the Employee rounded off to the next highest one-thousand dollars ($1,000.00) at no cost to the Employee. 4. WORKER'S COMPENSATION. In the event an Employee is injured on the job and covered by worker's compensation, the Employer shall pay the difference between the regular straight time hourly rate and the amount received by the Employee from Workers Compensation for a period not to exceed two (2) years. 5. LONG TERM DISABILITY INCOME CONTINUATION. The Employer shall pay the stated premium for Income Continuation Insurance with a waiting period of one hundred and eighty days (180 days) provided to eligible Wisconsin Retirement Fund Participants through the Wisconsin Department of Employee 11 Trust Funds. Employees, through payroll deduction may buy down the waiting period at their own expense. The Employer will forward said, premiums on the Employee's behalf to the Insurer. 6. POST EMPLOYMENT HEAL TH PLAN. The City of Oconto Falls (Employer) agrees to participate in the IRC Section 115 Medical Trust and IRC Section 401(a) Savings Plan, or a similar tax advantaged plan for the employees. Upon termination of employment for any reason, 100% of the Eligible Employee's accumulated sick leave or other identified compensated absences that would have otherwise been paid to the Eligible Employee had the Employer not participated in the Plan shall be contributed to either the 115 Medical Trust or 40l(a) Savings Plan pursuant to the terms and conditions of the Plan. 7. The Employer agrees to provide a Section 125 Plan and allow Association members access to the Plan for pre-tax health insurance premium deductions and other qualifying pre-tax payroll deductions. ARTICLE 22 - POLICE CANINE The Canine Assisted Police Officer (K-9 Officer) shall maintain normal Police Officer expectations and responsibilities and expect to be called out during non-scheduled working hours in response to a request for a dog. The K-9 Officer must also be willing to carry a cell phone for after-hours calls. K-9 Officer(s) are not required to flex their work schedule for patrol or enforcement purposes. However, K-9 Officer(s) agree to flex their scheduled work hours based on the K-9 Unit Program needs. Otherwise, scheduling will be in accordance with Article 14 of the collective bargaining agreement. K-9 Officer(s) agree to perform daily care of the police dog. "Dog care" includes time spent feeding, training, grooming, exercising or otherwise caring for the dog, as well as cleaning the home, kennel and patrol vehicle. In return for these efforts, the K-9 Officer shall be compensated as follows: a. Receive payment or comp time of three-quarters (3/4) of an hour as compensation per off day, including benefit days (vacation, personal, holiday, sick, etc.) for "dog care". b. Receive three-quarters (3/4) of an hour of release time on a normal ten and one-half (10 ½) or twelve (12) hour scheduled shift without loss of normal pay, which shall act as compensation to the officer for time spent on "dog care" during his/her actual days of work. Any workday without granted release time, the three-quarters (3/4) of an hour will be granted in addition to regularly scheduled or overtime hours worked. c. For days when the K-9 Officer is off duty or off on benefit time and the dog is boarded or kenneled for the entire calendar day the K-9 Officer shall receive no additional compensation. 12 Dog care shall be included as hours worked and may be included in the overtime • calculation as outlined in Article 15 of the collective bargaining agreement. (This provision is agreed to for the explicit purpose of complying with the Fair Labor Standards Act regarding overtime for the care of a law eriforcement·canine; ancf, in accordance with the Reic/z and Rudolplz cases, the parties agree· that this additional compensation meets or exceeds the requirements of that law.) One day of training per month is mandatory and ~ill be performed on a scheduled workday unless otherwise _authorized by the Chief or Sergeant. ••• ARTICLE 23 - DURATION This Agreement shall become effective January 1, 2024 and shall remain in full force and effect through December 31, 2026. CITY OF OCONTO FALLS d - ✓~;~- -~- , By: . ~ ~,<---, ~____, Date: /.;7 /4; /z_~ f :!, I I OCONTO FALLS PROFESSIONAL POLICE ASSOCIATION ·av: Date: -1-+-~_,_( i,_o_~f-\------'--- 13 Schedule A Wage Schedule 1-Jan-24 1-Jan-25 l-Jan-26 Position 3% 3% 3% Hourly Hourly Hourly Lieutenant $35.12 $37.17 $39.29 Sergeant/Detective $38.08 (7 years of service) Sergeant/Detective $36.00 $37.08 (5 years of service) Sergeant/Detective $33.98 $35.00 $36.05 (3 years of service) Officer (7 years of service) $36.95 Officer (5 years of service) $34.91 $35.95 Officer (3 years of service) $32.92 $33.91 $34.92 Officer (1 year of service) $32.42 $33.39 $34.39 Officer (6 Months) $27.85 $28.69 $29.55 Officer (Starting) $26.54 $27.34 $28.16 Part Time Officers 5 Year Rate $31.28 $32.22 $33.19 3 Year Rate $29.73 $30.62 $31.54 24 Month Rate $28.22 $29.07 $29.94 18 Month Rate $26.67 $27.47 $28.29 12 Month Rate $25.12 $25.87 $26.65 6 Month Rate $23.60 $24.31 $25.04 Post FTO Rate $22.06 $22.72 $23.40 Base Wage Rate $20.51 $21.12 $21.75 14 MEMORANDUM OF UNDERSTANDING As part of the 2018 collective bargaining process the City agreed to create a Detective position, to be incorporated within. The duties and assignments shall be determined by the Chief of Police. When in the performance of the Detective duties for the shift, the named Detective will be paid at the rate as established in Appendix A while in performance of Detective duties. Otherwise, when assigned to regular patrol functions paid at the Patrol rate. OCONTO FALLS PROFESSIONAL POLICE ASSOCIATION By: ~ Date: ,z.,,/ 2, ('2--o?-f 15