HomeMy WebLinkAboutResolution 2021 (51) Resolution No. 51 (2021)
ST. RO LINTY RESOLUTION APPROVING LABOR AGREEMENT BETWEEN ST.
CROIX COUNTY AND LOCAL 453 OF THE WISCONSIN
PROFESSIONAL POLICE ASSOCIATION/LAW ENFORCEMENT
EMPLOYEE RELATIONS DIVISION FOR 2022-2024
1 WHEREAS, St. Croix County representatives have negotiated a labor agreement with
2 Local 453 of the Wisconsin Professional Police Association/Law Enforcement Employee
3 Relations Division for the years 2022 through 2024; and
4
5 WHEREAS, all the terms of the labor agreement in effect for 2019 through 2021
6 become the terms of the agreement for 2022 through 2024, except as modified by the attachment
7 to this resolution; and
8
9 WHEREAS,the Administration Committee recommends approval of the agreement.
10
11 NOW THEREFORE BE IT RESOLVED by the St. Croix County Board of
12 Supervisors that the labor agreement for January 1, 2022 through December 31, 2024 between
13 St. Croix County and Local 453 of the Wisconsin Professional Police Association/Law
14 Enforcement Employee Relations Division is approved.
Legal-Fiscal-Administrative Approvals:
Legal Note:
Fiscal Impact: The terms of union contract agreement have been incorporated into the 2022
budget.
Cott .Cox,Corporation C n 1 /11/2021
41 r �h
L n an, Finance Dir car 1/11/2021
K u y dmin r r 11/11/2021
11/16/21 Administration Committee RECOMMENDED
RESULT: RECOMMENDED [UNANIMOUS]
MOVER: Scottie Ard, Vice Chair
SECONDER: David Peterson, Supervisor
AYES: Bob Long, Carah Koch, Scottie Ard, David Peterson
EXCUSED: William Peavey
Vote Confirmation.
ob Lang Administra,ton,Chai1 111/17/2021
St. Croix County Board of Supervisors Action:
Roll Call -Vote Requirement— Majority of Supervisors Present
......... ......... ......... ......... ......... ......... ......... ......... ......... ......... ......... ......... ......... ......... .................
RESULT: ADOPTED [UNANIMOUS]
MOVER: Bob Long, Supervisor
SECONDER: Scott Counter, Supervisor
AYES: Schachtner, Anderson, Long, Leaf, Koch, Hall, Berning, Ottino, Feidler, Counter,
Hansen, Tellijohn, Peterson, Anderson, Achterhof, Tomtschik
EXCUSED: Dave Ostness, Scottie Ard, William Peavey
This Resolution was Adopted by the St. Croix County Board of Supervisors on December 7, 2021
Cindy Campbell, County Clerk
ST. CROIX COUNTY LAW ENFORCEMENT
LOCAL 453
WISCONSIN PROFESSIONAL POLICE ASSOCIATION/
LAW ENFORCEMENT EMPLOYEE RELATIONS DIVISION
BILATERAL AGREEMENT
WITH
ST. CROIX COUNTY
DURATION:
JANUARY 1,20 W.2 2.THROUGH DECEMBER 31,20- 24:
St.Croix County Law
Enforcement Employees Association
Local 453—WPPA/LEER
I TABLE OF CONTENTS
2
3 AGREEMENT 1
4 Article 1 - RECOGNITION 1
5 Article 2 - PROBATIONARY PERIOD-BARGAINING UNIT WORK 1
6 Article 3 - MANAGEMENT RIGHTS 2
7 Article 4 - MAINTENANCE OF STANDARDS 3
8 Article 5 - SENIORITY 3
9 Article 6 - WORK WEEK- CALL-IN PAY- OVERTIME 11
10 Article 7 - DISCHARGE- SUSPENSION 15
11 Article 8 - GRIEVANCE-RESOLUTION OF DISPUTES 15
12 Article 9 - HOLIDAY PAY 18
13 Article 10 -PERSONAL TIME OFF (PTO) 18
14 Article 11 - MEDICAL INSURANCE 22
15 Article 12 - VI- B E RI- 1;VEMEN..F Ll .AVE. 23
16 Article 13 - CLOTHING ALLOWANCE 24
17 Article 14 - RETIREMENT 24
18 Article 15 - AUTOMOBILES 24
19 Article 16 - EMPLOYEES DUTIES AND QUALIFICATIONS 25
20 Article 17 - DUTY INCURRED DISABILITY 25
21 Article 18 - SAVINGS CLAUSE 26
22 Article 19 - ENTIRE MEMORANDUM OF AGREEMENT 26
23 Article 20 - WAGES -JOB CLASSIFICATION 26
24 Article 21 - FALSE ARREST 26
25 Article 22 - SEPARATION OF EMPLOYMENT 27
26 Article 23 - UNION ACTIVITY 27
27 Article 24 - MEMBERSHIP AND DUES DEDUCTIONS 28
28 Article 25 - LIFE AND LONG-TERM DISABILITY INSURANCE 28
29 Article 26-EFFECTIVE DATE-DURATION-TERMINATION 29
30 Side Letter"A"—WELLNESS INCENTIVE PROGRAM 30
31 EXHIBIT"A" -WAGEGRID(INCREASE)2019-2021 31
32
0
I AGREEMENT
2 This Agreement, made and entered into by and between St. Croix County, hereinafter
3 called the "County", and Wisconsin Professional Police Association/Law Enforcement Employee
4 Relations Division, Local 453,represented by the Wisconsin Professional Police Association/Law
5 Enforcement Employee Relations Division, hereinafter called the "Union", or "Association".
6
7 ARTICLE 1 -RECOGNITION
8 The County recognizes the Wisconsin Professional Police Association/Law Enforcement
9 Employee Relations Division as the exclusive collective bargaining representative for all regular
10 full-time law enforcement personnel of St. Croix County, excluding all supervisory, managerial
11 and confidential employees including the Sheriffs secretary, and all part-time employees who may
12 be referred to as auxiliary, part-timers, casual, reserve, or limited term employees, regarding all
13 matters relating to wages, hours and conditions of employment.
14
15 ARTICLE 2 -PROBATIONARY PERIOD -BARGAINING UNIT WORK
16 Section 1: All probationary periods (external and internal hires) shall be for twelve (12) months
17 in addition to the schooling required to obtain the necessary certification, currently one hundred
18 sixty (160)hours of schooling is required for jail certification and five hundred twenty (520)hours
19 for patrol certification. If an employee fails to successfully complete the appropriate certification,
20 jail or patrol, s/he will reimburse the County for the cost of their schooling. During the
21 probationary period, employees may be discharged without recourse to the Grievance Procedure.
22 Upon successful completion of the probationary period, the employee shall become a permanent
23 employee with all rights and privileges accorded him/her by this Agreement, with seniority going
24 back to the date of hire in a classification within this bargaining unit.
25 Section 2:
26 1. All work presently performed by bargaining unit employees shall continue to be performed
27 by Union members throughout the term of this Agreement or extensions hereof. The
28 current level of use of part-time employees is not in conflict with this Section.
29 2. The County solely at its option, may use bargaining unit personnel to perform work
30 normally performed by part-time, non-bargaining unit personnel. When the County
1
I decides to use bargaining unit personnel for such work,the bargaining unit employee shall
2 be paid at his/her normal hourly rate unless the FLSA requires higher payment. Expense
3 reimbursement shall be in accordance with County policy. The assignment of this work to
4 bargaining unit personnel does not under any circumstances establish the work as
5 belonging to the bargaining unit.
6 Section 3: All employees within the c= Corrections .! e..I.,::::Y. Process Server,
7 Patrol Deputy, Ter:; Court Services Deputy, and Investigator classifications shall
8 complete the law enforcement training course within the time frame and specifications as set forth
9 for compliance with the minimum standards, Bureau of Standards, Chapter 165, unless waived by
10 the State upon showing prior equivalent training.
11
12 ARTICLE 3 -MANAGEMENT RIGHTS
13 Section 1: The County possesses the sole right to operate County government and all management
14 rights repose in it. The County agrees that in exercising any of these rights it shall not violate any
15 provisions of this Agreement. These rights include, but are not limited to, the following:
16 1. To direct all operations of County government.
17 2. To establish reasonable work rules, providing that same are distributed to each
18 member of the bargaining unit at least thirty (30) days prior to implementation.
19 3. To hire,promote, schedule and assign employees in positions within the bargaining
20 unit.
21 4. To suspend, discharge, or take other disciplinary action against employees for just
22 cause as hereinafter provided.
23 5. To increase or reduce the work force.
24 6. To take action necessary to comply with Federal or State Law.
25 7. To introduce new or improved methods or facilities or to change existing methods
26 or facilities.
27 8. To create new job classifications.
28 9. To take whatever action is necessary to carry out the functions of County
29 government in situations of emergency for so long as said emergency exists
30 providing that no member of the bargaining unit shall suffer economic loss from
2
I said action.
2 10. To contract out for goods and services,provided, however,that enforcement of this
3 right shall not result in any reduction of normal bargaining unit work nor in layoff
4 of bargaining unit personnel.
5 Section 2: The County agrees that no employee covered by this Agreement shall be changed in
6 classification or reduced in rate of pay through the exercise of said rights unless as otherwise
7 provided herein. The parties agree that this Section does not apply to layoff, discipline or
8 discharge.
9
10 ARTICLE 4 -MAINTENANCE OF STANDARDS
11 Except as provided by this Agreement, the County agrees that all reasonable conditions of
12 employment in existence at the signing of this Agreement shall be maintained at not less than the
13 highest minimum standards and the conditions of employment shall be improved wherever specific
14 provisions for changes are made elsewhere in this Agreement.
15 The parties unqualifiedly agree to bargain regarding any changes which occur in the wage,
16 hours or conditions of employment which may arise out of application of this Article during the
17 term of this Agreement. If Agreement cannot be reached, the issue may be submitted by either
18 parry to arbitration in accordance with the procedure as outlined in Article 8, Section 5.
19
20 ARTICLE 5 - SENIORITY
21 Section 1: Seniority shall be the continuous length of service with the County in the bargaining
22 unit commencing with the first hour and date of work and including time for vacations, leaves of
23 absence, sick leave, temporary layoff due to lack of work, military service as prescribed by law,
24 leave due to employment related accident or illness,or by mutual agreement. However,no benefits
25 shall accrue to employees while on layoff status or unpaid leave for more than fifteen(15)calendar
26 days in a month. In the event that a bargaining unit employee is either promoted to a non-
27 bargaining unit position or is elected Sheriff, the employee may request a two (2) year leave of
28 absence for a promotion or a four (4) year leave of absence if elected Sheriff. The request is
29 presented to the Public Protection Committee and the Union for review and action. If the request
30 is approved by both entities, the employee may return to his/her previous bargaining unit position
31 without loss of benefits. Seniority will not accrue during the absence.
32 Section 2 -Job Classifications: Seniority lists shall be maintained for each job classification and
33 shall be used for purposes of layoff, recall, vacation scheduling or resolution of any other such
3
i dispute between equally qualified employees. Separate job classifications currently existing
2 within the bargaining unit are as follows:
3
Investigator Process Server IS'ee*f ity44M�,er-Cou rt Seeiffity�ieei-4
.......................................
Services 111) t III III (*&t-eerfified4
.....................................................................P.] �2 1.,
(certified)
oft-�' ,.e.r- Primary Services/ Correction Offieef Correction Offieer-
Deputy 1.)
U HL .!)NP..1!L
(certified) (not certified)
S
Deftuty
4
5 Sergeant Positions:
6 1. Posting requirements and qualifications will be listed on primary
7 services/corrections/court services sergeant job descriptions as follows:
8 a. Corrections Bureau Sergeant: Associates Degree in: a Wisconsin
9 vocational or technical education district or its accredited equivalent from
10 another state or a minimum of 60 fully accredited college level credits,
11 eligible to be jail-certified in state of Wisconsin. Must have 2 years
12 experience as a Corrections Bureau Deputy in the St. Croix County Sheriff s
13 Office or any equivalent combination of experience and training which
14 provides the required skills, knowledge, and abilities.
15 b. Primary Services Sergeant: Associates Degree in: Criminal Justice, Law
16 Enforcement, Sociology, or related field; minimum of 60 college level
17 credit hours; bachelor's degree preferred. Must have 2 years experience as
18 a Primary Services Deputy in the St. Croix County Sheriff s Office or any
19 equivalent combination of experience and training which provides the
20 required skills, knowledge, and abilities.
21 C. Court Services Sergeant: Associates Degree in: Criminal Justice, Law
22 Enforcement, Sociology, or related field; minimum of 60 college level
23 credit hours; bachelor's degree preferred. Must have 2 years experience as
24 a Court Services Deputy in the St. Croix County Sheriffs Office or any
25 equivalent combination of experience and training which provides the
4
I required skills, knowledge, and abilities.
2 d. Investigations Sergeant: Associates Degree in: Criminal Justice, Law
3 Enforcement, Sociology, or related field; minimum of 60 college level
4 credit hours; bachelor's degree preferred. Must have 2 years experience as
5 an Investigator in the St. Croix County Sheriffs office or any equivalent
6 combinations of experience and training which provides the required skills,
7 knowledge, and abilities.
8 2. Sergeant Classification seniority will be established from the date of hire in
9 respective primary services/investigations/corrections/court services classification.
10 Thereafter, if new sergeants are appointed, seniority within the sergeant
11 classification will prevail.
12 3. Personnel selected for the sergeant positions will be paid $2.00 an hour above the
13 bargained rate of pay for primary services/investigations/corrections/court services
14 deputies with the same level of years of service. The $2.00 is fixed.
15 4. When open primary services or corrections shifts are posted, respective sergeants
16 may sign up, number of years (seniority) as a primary services deputy/primary
17 services sergeant shall prevail for open primary services shifts and for PTO
18 requests. Corrections sergeants may sign up for open corrections shifts, number of
19 years (seniority) as corrections deputy/corrections sergeant shall prevail when
20 filling these shifts and for PTO requests. Sergeants will receive the $2.00 premium
21 when filling normal primary services or corrections shifts.
22 5. If a primary services or corrections sergeant shift is unfilled and posted as an
23 overtime shift,primary services or corrections deputies may sign up, however,they
24 will not receive the $2.00 premium.
25 6. Employees selected to sergeant positions shall serve a twelve (12) month
26 probationary period.
27 7. If at any time a corrections, primary services, court services or investigations
28 sergeant should return to his/her previous classification at his/her election or by the
29 County, accrued time as a sergeant shall count towards seniority in the corrections,
30 primary services, court services, or investigations classification that they return to.
5
I Section 3 - :" � if c � .. : ........en.. .. ee...f -its
2 ............S4ff1 --8 #' ...........
3 coi &c w.e..fib. = y w.E*k."d-°*4he..... r y w. �fr a wyl ' , �& wed "", �ba 4 .";
�F �{-° w r e t n nFa bw �,q "F �Y�FI 4 �C��'X�'e' �;cra:'�e �........Y 1�' C�'�� . d'CII�I�� �'Gx6 �Ye®G�YIe employee Pf.Y......��
5 ided...h.e.e..f ('Iassifica'tiotI Sena »ia
6 accnjal Ati e , at the same rate
7 hu l�e� tl�ro��. h...tl�e hostu� "�r�>ced�.re shall e un "t.o accr�..e classufucatu�>n seniont commencun
8 the first.da r�ainiti � turit member is returned t.o
9 e un the classification shall cote t. 't.oward.
10 se ii.u, ruty ,uti the_utvestu„gatu�» s or cor ectiotis �lassificatioti .that:
11 the
12 Section 4 - Qualifications: The County maintains the right, subject to the Grievance Procedure,
13 to determine qualifications of employees which, under this Section, shall mean capability of
14 performing work. Determinations of qualifications shall be consistent with applicable vacancy
15 filling procedures of this Agreement.
16 A. Filling of the Position of Primary Services Deputy: Whenever the County determines
17 that a vacancy or new position as a Primary Services Deputy is to be filled, said vacancy
18 or new position shall be posted for seven (7) calendar days in overlapping weeks on the
19 bulletin board provided by the County for Association use. The posting shall set forth the
20 job duties and responsibilities, required qualifications, and rate of pay. Interested
21 bargaining unit employees shall make application to the Human Resources Department.
22 The County may, at its discretion,provide for additional recruitment of the vacancy or new
23 position to the general public I an:.gau pl g au it aigri e s Wh.o I E�eViot sly geld t o Ios�i"ti67
24 o ,I�Euma�, services de"�t, cats ret.u7fi t.o tl�e "�rimar services classi�fucation. when a vacan�
25 exists. by„m��t���1 �;�reemen"t.and wi"th�>�.��t. ��>in�"tl�ro�.��h tl�e selec�ti�>n "process as established.
26 for new hires..
27 Qualifications Necessary to Apply: Applicants with Wisconsin Law
28 Enforcement Certification are preferred.
29 The Selection Process:
30 Phase I --Written Test: All applicants will be given an opportunity, at a selected
6
I date, time, and location, to complete a knowledge and skills-related test which
2 reflects the duties, responsibilities, and know-how necessary to perform the job of
3 Primary Services Deputy. No candidate scoring below the 70% correct level will
4 be permitted to continue in the selection process. The test will count for a maximum
5 of thirty (30) of the points.
6 Phase 2 Interview: The top scoring applicants will be asked to participate in the
7 interview process. The exact number of top scoring applicants will be based on the
8 needs of the Department and the number of anticipated vacancies. The Interview
9 Panel may include one (1) representative from the Human Resource Department,
10 one (1) representative from the County Board, one (1) representative from
11 management in the Sheriff's Department and two (2) representatives from area
12 Sheriff's Departments. Once the interview process begins the same individuals
13 shall stay on the panel, except in an emergency circumstance. Each member of the
14 Interview Panel will rate the candidates in order from first choice to last choice.
15 The interview will count for a maximum of sixty (60) of the points.
16 Phase 3--Union Credit: Once phase one and phase two of the Selection Process
17 have been completed, participants who are members of the local WPPA/LEER
18 Union shall receive an additional union credit for years of service—to be added to
19 the composite scores as developed by the Human Resource Department. The Union
20 Credit is as follows: 2 points per year, up to a maximum of 10 points.
21 The maximum score for Phase 1 is 30 points; the maximum score for Phase 2 is 60 points.
22 The Human Resource Department provides the sheriff with a list of the top three candidates
23 from which he/she makes the final selection. If more than one vacancy exists, the Sheriff
24 makes the final appointment from the list with an additional name being added so that the
25 Sheriff always has three candidates from which to make his/her selection (assuming there
26 are that many candidates). The eligibility list is valid for twelve (12)months from the date
27 it was established.
28 ogrt Services Dep. .1,y, and Process Server:
Filling o the Position o .,��. m� -,,C",,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,!.!
29 Whenever the County determines that a vacancy or new position as a G" ; � :. �.u.eef.(ot..ua,;t:
30 ,e1K.J.c,�;s,,,,,,��e;l;�t.rty or Process Server is to be filled, said vacancy or new position shall be
7
I posted for seven (7) calendar days in overlapping weeks on the bulletin board provided by
2 the County for Association use. The posting shall set forth the job duties and
3 responsibilities, required qualifications, and rate of pay. Interested bargaining unit
4 employees shall make application to the Human Resources Department.
5 Qualifications Necessary to Apply: Applicant must be a Certified Law Enforcement
6 Officer in the State of Wisconsin, must be currently employed in a qualifying position in
7 St. Croix County, and must have a minimum of one (1)year of continuous years of service
8 as an officer in the department. Qualifying positions include: Corrections Officer 11,
9 ,.."&Yet, rim= ter, � � ��t �ll��ei� ot.jrt Services Qel�au.�;y, Primary Services Deputy,
10 Investigator and Process Server. Continuous years of service do not include time spent in
11 the reserves or auxiliary services or time spent in a temporary (non-benefit)position.
12 The Selection Process: The selection process will consist of a three-phase procedure to
13 develop a composite score.
14 Phase 1--Written Test: All applicants will be given an opportunity, at a selected
15 date, time and location, to complete a knowledge and skills-related test which
16 reflects the duties,responsibilities and know-how necessary to perform the job. No
17 candidate scoring below the 70% correct level will be permitted to continue in the
18 selection process. The test will count as one-third(1/3) of the total score.
19 Phase 2 Interview: The top ten scoring applicants (or less if there are fewer
20 qualifiers)will be asked to participate in the interview process. The Interview Panel
21 may include one (1)representative from the Human Resource Department, one (1)
22 representative from the County Board, one (1)representative from management in
23 the Sheriff's Department and two (2) Representatives from area Sheriff's
24 Departments. Once the interview process begins the same individuals shall stay on
25 the panel, except in an emergency circumstance. Each member of the Interview
26 Panel will rate the candidates in order from first choice to last choice. The interview
27 will count as one-third(1/3) of the total score.
28 Phase 3--Departmental Evaluation: The departmental evaluation is completed by
29 management in the Sheriff's Department, with input from the management staff
30 and other related managers. The evaluation will consist of such items as: work
8
I history, self-motivation, and report-writing ability. The departmental evaluation
2 counts as one-third(1/3) of the total score.
3 Composite scores are developed by the Human Resource Department using the three-
4 phase procedure. When candidates are determined to be substantially equal, seniority shall
5 be the determining factor. The Human Resource Department provides the Sheriff with a
6 list of the top three candidates from which he makes the final selection. If more than one
7 vacancy exists, the Sheriff makes the final appointment from the list with an additional
8 name being added so that the Sheriff always has three candidates from which to make
9 his/her selection(assuming there are that many applicants). A copy of the evaluation form
10 is included in the Appendix. The eligibility list is valid for twelve (12) months from the
11 date it was established.
12 Filling of the Position of Investigator: Whenever the County determines that a vacancy or
13 new position as an Investigator is to be filled; said vacancy or new position shall be posted for
14 seven (7) calendar days in overlapping weeks on the bulletin board provided by the County for
15 Association use. The posting shall set forth the job duties and responsibilities, required
16 qualifications, and rate of pay. Interested bargaining unit employees shall make application to
17 the Personnel Office.
18 Qualifications Necessary to Apply: Applicant must be a Certified Law Enforcement Officer in
19 the State of Wisconsin, must be currently employed in a qualifying position in St. Croix County,
20 and must have a minimum of two (2) years of continuous years of service as a Primary Services
21 Deputy. Continuous years of service do not include time spent in the reserves or auxiliary services
22 or time spent in a temporary (non-benefit)position.
23
24 The Selection Process will consist of a three-phase procedure to develop a composite score.
25 Phase 1--Written Test: developed by an outside firm (such as Personnel Decisions,
26 Inc. of Minneapolis); Test will not be pass-fail; Test will count as one-third (1/3)
27 of the total score.
28 Phase 2--Oral Interview: consisting of a series of questions relating to experience,
29 technical knowledge, and skills; All applicants will be asked the same questions;
30 The Interview Panel may include one (1)representative from the Human Resource
9
I Department, one (1) representative from the County Board, one (1) representative
2 from management in the Sheriff's Department and two (2) Representatives from
3 area Sheriff's Departments. Once the interview process begins the same
4 individuals shall stay on the panel, except in an emergency circumstance. The
5 interview will count as one-third(1/3) of the total score.
6 Phase 3--Departmental Evaluation: to be completed and will consider such items
7 as: work history as related to investigations,report-writing ability, court credibility,
8 and self-motivation. The departmental evaluation counts as one-third (1/3) of the
9 total score.
10 Composite scores will be developed from this three-phase procedure. When candidates are
11 determined to be substantially equal, seniority shall be the determining factor in position
12 on the list. The Sheriff is given a list of the top three (3) candidates from which to appoint
13 an Investigator. This eligibility list is valid for twelve (12) months from the date it was
14 established.
15 Section 5: Those employees filling a position in a different classification through the posting
16 procedure under Section 4 shall serve a trial period of, twelve (12) months and be subject to the
17 provisions under Article 2, Section 1, of this Agreement. In the event the employee fails the trial
18 period, or if she/he desired, she/he shall revert to the previous position with all attendant rights as
19 if there had been no interruption.
20 Section 6 - Department and Classification Seniority Lists: The Employer shall, at least once
21 per year, conspicuously post a seniority list of all employees. If no grievance is filed within thirty
22 (30) days as to the accuracy of this list, it shall be considered final.
23 Section 7 - Layoff: This procedure shall apply when the County reduces the law enforcement
24 staff. The County shall determine in which classification the position or positions shall be
25 eliminated. The employee with the shortest length of service within that classification will be
26 informed in writing that she/he has been laid off.
27 Employees laid off under the terms of this Article may "bump" less senior employees in
28 equal or lower paying classifications from which the layoff occurred or from other lower paying
29 classifications for which the employee is qualified. Within ten (10) calendar days after an
30 employee receives notice of re-employment, she/he must advise the County in writing of
10
I acceptance or rejection of the offered position and, if accepted, the employee must be available to
2 commence employment within fourteen (14) calendar days of said acceptance. Any notice shall
3 be considered received when sent by registered mail, return receipt requested, to the last known
4 address of the employee in question as shown on the County records. It shall be the responsibility
5 of each employee on layoff to keep the County advised of his/her current address.
6 Section 8 - Termination of Seniority: Seniority and the employment relationship may be
7 terminated for the following reasons:
8 1. The employee does not accept an offered position while on layoff within ten (10) calendar
9 days of receipt of notice to return to work by registered or certified mail, or fails to return
10 to work within fourteen (14) calendar days of said acceptance, unless otherwise mutually
11 agreed in writing.
12 2. Non-occupational sickness for over twelve (12) months unless extended by mutual
13 agreement, in writing.
14 3. Seniority shall not be diminished by temporary layoffs due to lack of funds or work unless
15 such layoff continues for twelve (12) consecutive months and in that event seniority may
16 be terminated pursuant to this Section. The Employer shall notify in writing the employee
17 and the Union of such determination.
18 4. Is discharged for just cause.
19 5. Fails to report to work within five (5) days of termination of Leave of Absence.
20 6. Resigns.
21 7. Retires.
22 Section 9: When the County deems it necessary to fill a position in the bargaining unit,bargaining
23 unit employees will be notified in writing and given opportunity to apply.
24 Section 10: An employee who is promoted outside of the bargaining unit shall have the
25 opportunity to post into an available bargaining unit position for up to two (2)years from the date
26 that the employee left the bargaining unit.
27
28 ARTICLE 6 -WORK WEEK- CALL-IN PAY- OVERTIME
29 Section 1: The scheduling of the workweek shall be determined by the Department Head subject
30 to the following:
11
I A. Primary Service Deputies: Primary Services Deputies who are on patrol shall work a-(641+
2 LI 2)hour sh i fis 4a�,��vith a fixed shift. T
....................................
3 �14*K--,-Thetwo week, fogrteeti (_IJ 2 ��21kn�
............................................................................................... ...................................................... . ..... y...... . ....
4 is e tirtie. -;Shifts slK4-�, Iec4e&kt44K-
5 ......... 44-
6
7 Paikwe4O 44 Ewdef-4jmefefeff' ""--e%v'ill-�. t iff4ss of
8 1 kreaH,tfe-e+nvte�,� 4W-k-&-A sef4oF--e+nt,4&y- ,.......S.bjfts shaH be
.... .............................................................................
9 selected..........b ..........emp�.2.y Services Die p.... ....t.t2..........A.ithin the Pri.ma.rUj.ies c�assification.............based on
......................................................... ........Y. ...................... ..................................................................................................................Y.....................................................................................• .................................................................................................................. ...................................................................
10 cqassification senio A , Shift se�ection shaU take November
..............................................................................................................................I Y.............................................................................................................................................................................Ip�.2.Lt 2..!2.Lt a y...2a..E tj2j.ng Ip 21.td ty
........... 2 ..............................................................................
11 q.. ..t.Y lh.21�5 h.21.i.ff. o r...................../................................................... �L.ithlhe neM selected shifts to comm nc in f i.rst p
......... ...... ..........his her desig y
...........................................................................Y....................................................................................................................................................................•21•...............t...•.................•..................
12 p..e.[Jod of,january. b..e..... ............................................................................................. [i sl a a v a il a b e s h i fl s
13 TJ.,.i.e twelve ioi�jrwork work will be -5 cotisect.rti�vetwelve 12 ho�tjrsfff�tsoti
............................................. ............................................(�
14 d c�2E.segjtivetwelve
..................................................................................................
15 sect. [i ve da s offdwy. followed b Five �5
16 cotisect.rtivetwelve I hot.rrshiftsotidt.a/. follo�)wedb 1011OW
........................................................................................................................ L2 otjr 2) e da s off followed�ff,I s_®r 1� d`b�two�
.......... ....................
17 r[i ve
18 da 5/2/2/5/5/2/...............�s(.Y f f d t�Y[ 2/�5c c I�e .
19 Compensatory time during the "change over" periods will be at straight time (remaining in
20 compliance with FLSA,Article 6, Section 3). r hixe d-4
21 ietyt.h4ed4of
22 44H:fflt","we �,Hme. Shift—sw+,kahes ma-y be
23 a -�......dfty-S E+`V�
24
25 1 4-4'we t+eW4y-sekk,4%.ed-A46--t--o
26 seqtwfW-f-�- -Wift s-ehedtde 41-March a Sepk-ffi4)t��..... �j 1.1!.gyLee has three 31da s to make
27 .h..e........i................sh.........i.....r....t..... p.i.....c.......k....... .f.....r......o.......m...................t.....h........e........t.....i........n.........e.............o..f...........i....t....i.....d.......i.....v.i.....d........t.....r...a.l........t....i.....o........t....i......f.....i....c .t....i......o.......t....i...............F.........a.......i.....h.........r....r......e.............'.t....o..............se.l....e........c.......t...........a.t....i...........a........v.......ai..l.....a........b........l....e..............s.h........i......f.....t..28 withiti three iti loss of seniority for shift.
...............................................................................
29 selection s if she/he was the least senior
...........................................................
30 em�1�> ee..All em�1�> ees shall be n�>tified �>ftf�e shift.selecti�>n �ostin via email text.. �>r �h�>ne
12
I ,all If a shift becomes v c tit eri ky!� �!,�qjj e allowed to bid based off classificatioti
............................................................................................................................................................................... �!................I. .......i...........1 1 h........................................................................................................................................................................................................................................................................................
2 seti i ority gp 'tjje vagtit sh i Ft.at]d s g.bse ick tirtielitie
: �..IjLetrt (.)L)eti shifts.. T11.1he same slhirft.
3 Shift switches
...............................................................................................................
4 All efforts will be made 'to avoid workitlg_jEore than foijr[eeti ll4l hoijrs strai jytto avoid
.............................................................................................................................................................................................................................................................................. L .........6_
5 (a..'tJ (.g D i does snot hicks de enien--y
.......... ......
6 s..i....t....i.......u...a.......t.....i.....o.t....i.....s...............1..A7.h..e.......t....i.........a.......t....]... e ftpj.g lessthati 'twelve
...................
7 hotjrs,..........For ern .1.( .......... twelve hotjr shift...........[h.e erf1.Rl(.A) ee_shall )re..._arratiw with their
..................................... .................... .....................I ........................................................................................................................ .................... ...................
8 s rnake t.i the work hot.�rs or cruse c( i time off or Pf"TrO.) "to male tit the
s o r [.,.o....................................................I........................................................................................................................................................................... 1
9 rs ot h .j ,, i on a reg.t.da I schedt.ded
..................................... f...... ........... ................1 work�.da
10 B. Investigators: Investigators shall work flexible shifts depending on work load on the basis
11 of a forty (40) hour work week. Current investigators work on a Monday through Friday
12 Schedule, with rotating weekends off. Investigators hired into that position after June 1, 2000
13 may be assigned a Tuesday through Saturday schedule with rotating weekends. Days off shall
14 be consecutive, if possible. On-call hours from 6:00 PM Friday through Midnight Sunday (54
15 hours total; 46 hours total when a regular Saturday shift is filled)shall be compensated at$2.00
16 per hour in addition to all other compensation. When an investigator is regularly scheduled for
17 Saturdays, s/he will begin his/her shift with on-call hours at 6:00 PM Friday. The Employer,
18 at its discretion, may increase the number of on-call hours for investigators, provided they are
19 compensated at the aforementioned rate of pay. The on-call investigator shall be permitted to
20 use the County vehicle during all hours the investigator is on-call.
21 C. iCourt Services Deputy: T ff`�
23 The Court Services Deputy shall normally work a continuous (5/2) eight (8) hour schedule,
24 Monday through Friday. The Court Services Deputy may also work flexible shifts depending
25 on workload on the basis of a forty (40)hour workweek, Monday through Saturday,sU,.fb
26 rt a ia�,,,
............ qjRgn..,t tl a s.�g.
27 shall select. the Cot.wt Services De.1 1..�.ties frorn atriotlg t].'j.g -nit. a letter of
.............................................................................................................................................................................................................. ................... ....................................................................................................... e s wl.,.i.o s t.j b]..............................................................................................
28 ititetrL The �) perfon-nit gthosetasl�s cot.. be reass �nied bacl� 'to
.......................................................1 Q et,i................... 1 prior
29 classificatioti. R.rti..ure Cot.wt Servic s De t.rties will cotititige 'to accrtw setriority non their
30 classificatioti while it]. as of May.
................................................................................................................................. ............. ............ .............. .....................................
13
1 7. 2014 will not lie removed except Ej!:!g��I.!�e. Ojrrent Cogrt Services Del !:.!,ties (�h g M� gy
............................................)................................................................................................................... ........ ...... ........................................................................................................................................................................................... ...................
2 7', .2. O.J. 4.) will t.�se their Process Server or CoUrt Del, !:.qy.........�jq�.aification setriori'ty dates........... .... .................................................................................................................. ................... ..............................................................................................................
3 detenri' '
.............................................. L!me 10.08. R.q.t.jre cot.m. Services De.1 1..�.ties will cruse their date of
....................................................................................................................................................................................................................... .................. .........................................................................................................................................................................
4 �Lj.'j��n Section 10::.08 is a
........................ ..........................................................................................................................1�Iied.
5 D. Process Server: The Process Server shall work flexible shifts depending on workload on the
6 basis of a forty (40)hour workweek, Monday through Saturday. 'Fj'j!�1,1�jc�ess server works ot.q.
.......................................................................................................................................
7 of the Cot.m. Services division and is assig
................................................................................................................................................................................................................................... .....................................
8 those that show interest. The Process server rnay b�� 2.L.ig in the Cot.m. Services
.......................................................................................................................................................................................................................................................................................................................... .. ......... .... .. ..............................................................................................................................................
9 D I tm�� ieeded.n as�t �
10 E. Corrections De.p..!,!.IiesOfReepASeetwit.-y Offiee+: Corrections De tjties 4�py'
................... ... ................. ...............P
11 Omffi-eeFi-shall work awl--E.me ...... 1, -,44t'de
................. j2Lhour s i i F s d*y wed
12 with a fixed shift. The (2jweek. fogrieen da . workj)eriod is eij�,]'YoL f o i��r i(.)t�Irs
....................................................
13 and shall be 1'. qid as straigj'.j.'t lirtie. The twelve LI 21 hogr work schedgle will be five -5
.............................................................. ................. ............. ............... ............................ ....................................................................................................................... -- - j--------------------j--j---J-1
14 consectaive twelve L121h(mjr shifts on dtrty followed b two 2) e dgyLSIff
.................................................................................................................................. y� ...........K........ ......... _dg(y.
15 t�ollow F d wo followed b y Fi ve 5
1 )
...........................................
16 consect.rtive d shifts on dt.riv-
........................................................................................
17 followed 12 1oLr
........................................................... ................
18 shifts on dtq,��Follo�we&b�Frve �F�v(�) v.......days (Yffd�itq . ��_5/2/2�/_5/5/2�/2/5 c �cle
e
19 Shifts shall be selected by 4te-employees e.na set4ofity basis-.,�' . ided
20 ea �s '4w-f ec.p4re d e s ta�,'i e d q t a S i4,i Ow'---w44A i S+i fIC4, f Ii n cti On-s-
21 wJ th n:..the co c.1i o i]s del,ut rs classif catioaa. based oaa classif catioaa seniorit Shift selection
22 2 h a t a k2 Ip November l::..'t f.........................i iott............... ............ ......�.2.Et 2.!2.Et 2 y n Z p cued ..............................................................................................
f..........o r h s./h e r d e.2
23 wit wutlh tlhe newt selected shifts to comm nc in first p..2.y . The County shall
..... .......p
................�L Y.....................................................................................................................................................................t...............E t[jod ofjanuar
....................................... .......................................................................................Y.........
24 list all available shifts., 4w-ei+q4+�y�- s 54a44sitt dwifpremk+emac ,w.
25 1-., Shifts shaH be listed in ama ner that ....E2.yides 2!2d mg]EZ EM212.............................................................................................................................................................................................. ................................................... .. .................................... . . . . . .
...... As - 2 ' k� m26 c2Y!2.r I4We 4 "s. a co &nS()Fri MWe pic '' eawi
27
28 4+wt4Hm&_ '-
29 41 &s�f senief i�py'444'ffksek-&� " S'L's an","we "4
30 4e4we wasz- �r. a r.- ,�-� ,, pleyte
14
|
2 notification.
3 notification
4 the ern shall be notified ofthe
5 sh i ft.s e e via ernail 'text. oi hone call. Ifa shift. becornes vacant ert
6
7 shifts. The same shift picktirtieline a.1.1!.ies.
8 Shift switches
9 All efforts will be rnade 'to avoid workit g ore than f0tjr[eenJI4 hoiji-s strai jytto avoid
|0
U sittmtions.
|2
|3 �
|4
|5 work.
|6
|7 atthe discretion ofthe Sheri ff or his/her des'
|8 F[
|9
20
2|
22
23
24
25
26 "
27 n4 4
28
29
| 30 SW�j
15
IAss!g eE.t.....s.. s......i...x............t.....i...........a.......s...............E...:::�v..i....d.........e.......t........c.......................T..........e.......c.......].................i.....c.......i.....a........... , ............yunr.....e....... .S.........t........q I I i....o........t....... L....J... ..............,.. o........r...... ........t... y 2 h..e.......r.......................................................2 spe.c iall ass �ni ositiotis that i be created in the shall work hot rs based off a
...................
3 ositioti at.the discretion
4 of the Sheriff or his/her desi assi nirtietitto
............................................................................................................................................................................................
5 that. and overtime will be )aid work ot.rtside of those m-eviot. sethot.jrs. If a
6 ti.....e.......e.......d.............Fo.r.......c.......h........a.......t.gg .i....t....i.........t....h........e.............s......e.t.....h.........o........t...j.....r......s fo.g..... t...he .spedally q a.i....g!� d Poa.i....t. ..o........t....i... c.......h.....al....g tl�e Si�erifi°shall
7 i�.. d.e. .a....... fif tiot of the set hot.�r
.................
8 Chat]
...............................
9 a gre on that,fifty d
10 M+
s d..... +t to de64e4&A4 oi-,n-e�- t e -,4
11 (.W4Fs4+ft-
12 G. Huber Deputy: This is a special assignment within the Corrections Bureau. The Sheriff shall
13 select the Huber Deputies from among those Deputies who submit a letter of intent unless no
14 Deputy submits such letter. The Deputy performing those tasks could, at any time,be removed
15 from the assignment.
16 The shift is between the hours of 6 A.M. and 10 P.M., scheduled according to the needs of
17 the Huber inmates, and working a modified rotation including Monday through Friday (see
18 Process Server schedule). Though primary responsibility for this shift is the Huber population,
19 it would also function as a shift filler for the scheduled hours.
20 T]+"tibeF44eptit -�- ' iti add-4on4-o hi-s4wei--
21 fet4&f+&�e��
22 -1 1 C'&Hf d- 1.1...........'14+e44�f
23 sl+ftu—+C�W ("'ouf4 Sefl�'iii' amo+�g tiesx-�. �. -Yi44 a k-R—ef-of
24 ibini-t-s stieh4ettei7,�' Dep -OFM*lg
25 e,.......be-+e-dssi#+i-e-d b-a-eh-4,(...) i-e-I e4s�-i fi-C
26
27 (-,'4ufr'L-,fYt
28
29
30 Dept+4t6-W —�' .......i.-s E
16
IIm Field Training Officer (FTO): Field Training Officers assigned to assist new corrections
2 deputies and primary services deputies with training and orientation shall receive an additional
3 two dollars ($2.00)per hour for all hours worked performing training duties. Employees must
4 be certified FTO's before being allowed to perform this duty.
5 Section 2: Scheduled days of work shall, to whatever extent is practical, be evenly applied to all
6 members of a job classification.
7 Section 3 - Overtime:
8 1. In the event that an employee is called in to work for a court appearance or for other duties
9 not immediately after a regularly scheduled work shift, he/she shall receive one and one-
10 half(1-1/2) times his/her regular hourly rate of pay for all time worked except that he/she
11 shall be guaranteed a minimum of two (2) hours pay at said premium rate.
12 2. All employees shall be compensated at the rate of time and one-half (1-1/2) for all time
13 worked in excess of their regular work day or regular work week/cycle. At an employee's
14 option, he/she may receive said time and one-half (1-1/2) compensation in the form of
15 accrued compensatory time rather than receiving compensation in cash. The employee
16 must indicate his/her choice in this regard at the time of submission of overtime vouchers.
17 Accrued compensatory time shall be used at the employee's discretion subject to approval
18 of the Department Head or his/her designee. Compensatory time accumulation may not
19 exceed fifty-one (51)hours. kKiddi4 eh-Ye&I-4.he ci.. t
20 1....sha�1..:.. :. .. wi..�
21 3. For the exclusive purposes of compliance with the FLSA, the parties agree that employees
22 covered by this Agreement shall be considered to work a twenty-seven (27) day work
23 period.
24 4. All overtime work must receive prior authorization from the County.
25 5. A1;, emh�„> ee shall be gaud �>�u.t,rep�..ested c�>m�ensat.�>r tome t.�> be gaud tl�e end �>f the
26 y!a A iF s;gAch re lauest us ma el::�e�ember �>f that ear.. I t yes -
27
28
29 Section 4: For the duration of this contract, the County agrees to utilize bargaining unit members
30 when filling vacancies for entire regular, full-time shifts. If the County chooses to fill a vacant
17
I shift or part thereof, it shall utilize people in the classification in which the vacancy occurs [i
2 This shall be done on overall seniority basis for employees who are on a regular
. ..............................................................
3 scheduled day off. The County shall make a good faith effort to reach employees to offer the
4 assignment; this shall constitute a telephone call, lex.1 rfiessag�� ��j 1.q.i I.............(.�r. A I a d..,.[...e c..........a I e r t. to the
........................... ........................................... .. .. ... ............................... ...............
5 number or e ail designated by the employee. The shift will be awarded to the first rtiost setrior
.............. ....... ...................... - ..............................................................................
6 employee that accepts the shift. The County will document all "attempts to contact" employees
7 and make that information available to employees upon request. If the County cannot find an
8 employee within the classification who volunteers for the assignment, it may go outside the
9 bargaining unit to fill the position. Nothing in this Section abrogates the County's prerogative to
10 determine whether or not to fill the shift. Nothing contained herein shall preclude the County from
11 calling an employee early or extending an employee's shift to cover a vacant regular full-time shift
12 or part thereof.
13 Section 5 -Filling Vacancies In The Corrections Offk*�.D e t..v Classification: Open shifts in
.............
.......
14 the Corrections Oiffi-e� e t.rtv classifications shall be filled in a manner defined in Article 6,
I. P.............—
15 Section 4. For the purpose of filling shifts, there shall be no distinction between Corrections
16 Osffii �-.Q. e..1..t.j..,[..v I and Corrections Osffi-ee� e irty 11.
............. .1. ........I :..................
17 Once the overtime 1,Igg.gdl.gg� at.r[horized tuider Article 6., Sectiotis 4 atid 5 has been
.................................................................................................................................. ......................................................................................................................................................................... ........ ............................................................................................................................................................................................
18 ex........1......1...a....L....l..s......t.....e.......I.. .i......f........t....i.....o............fi.j I I tame.....La. t members si pi tine osted correctiotis overtime with ti $ 4
19 da s oyfHtfie sclDedi.Jed shift s). thecogtrl may offer tniclainied atvjlia Unrues
...............
20 that are atid
.................................................... .............................
21 have pesined
22
23 ARTICLE 7 -DISCHARGE-SUSPENSION
24 Section 1: No employee covered by this Agreement shall be disciplined without just cause. (The
25 question as to what conduct constitutes "just cause" is a proper subject for the grievance and
26 arbitration provisions of this Agreement.)
27 Section 2: No employee shall be disciplined for any reason unless he/she is provided with a
28 written statement of the reason for his/her discipline. Said written notice shall be served on the
29 employee at the time of meting out the discipline.
30
18
I ARTICLE 8 - GRIEVANCE-RESOLUTION OF DISPUTES
2 Section 1. Definition of a Grievance: A grievance shall mean a dispute concerning the
3 interpretation or application of this Contract.
4 Section 2. Subject Matter: Only one(1)subject matter shall be covered in anyone(1)grievance.
5 The written grievance shall contain the name and position of the grievant, a clear and concise
6 statement of the grievance, the issue involved, the relief sought, the date the incident or violation
7 took place, the specific section of the Agreement alleged to have been violated, and the signature
8 of the grievant and the date. Forms for grievance shall be provided by the Union consistent with
9 the requirements of this Section.
10 Section 3. Time Limitations: If it is impossible to comply with the time limits specified in the
11 procedure because of work schedules, illness, vacations, etc., these limits may be extended by
12 mutual consent in writing. The failure of the grievant to file or appeal the grievance or receive
13 consent to extend the time limits within the time limits as established in this grievance procedure
14 shall result in the grievance being dismissed.
15 Section 4. Steps and Procedure:
16 Step 1: The employee, alone or with his/her representative, shall in writing explain the
17 grievance to the immediate supervisor no later than fourteen (14) calendar days
18 after he/she knew or should have known of the cause of such grievance. In the
19 event of a grievance, the employee shall continue to perform his/her assigned task
20 during processing of the grievance. The employee's immediate supervisor shall,
21 within ten (10) calendar days, inform the employee in writing, and the Union
22 representative where applicable, of his/her decision. The supervisor shall forward
23 a copy of the answer to the County's Administration Committee or its designees via
24 the County Administrator.
25 Step 2: If the grievance is not settled at the first (1st) Step, the employee and/or his/her
26 representative shall prepare and file a written grievance on forms supplied by the
27 Union with the County's Administration Committee or its designee via the County
28 Administrator within five (5) calendar days. The County's Administration
29 Committee or its designee will further investigate the grievance and submit its
30 decision to the employee and his/her representative in writing within twenty (20)
19
I calendar days after receiving written notice of the grievance.
2 Section 5. Arbitration:
3 1. Arbitrator: Any grievance which cannot be settled through the above procedure may be
4 submitted to a single arbitrator to be resolved as follows: The parties shall attempt to
5 voluntarily agree upon a neutral arbitrator. In the event that they are unable to agree, the
6 parties shall develop a list of three (3) mutually acceptable staff persons from the
7 Wisconsin Employment Relations Commission. Each party shall suggest staff members
8 to the other parry until three(3)mutually agreeable arbitrators are selected. In the event the
9 parties cannot agree to three (3) staff persons who are mutually agreeable within ten (10)
10 working days, the list of mutually agreeable arbitrators shall be utilized. The parties shall
11 request the Commission to appoint one of the arbitrators from the list of mutually agreeable
12 arbitrators to serve as arbitrator in an individual case. The arbitrator shall render a decision,
13 which shall be final and binding upon both parties.
14 2. Arbitration Hearing: The arbitrator selected or appointed shall meet with the parties at a
15 mutually agreeable date to review the evidence and hear testimony relating to the
16 grievance. Prior to the taking of testimony, both parties agree to utilize the services of the
17 arbitrator in an attempt to mediate a resolution of the dispute. In the event that the dispute
18 is resolved without the necessity of the arbitrator making a decision, no formal written
19 statement shall be necessary. However, if a decision by the arbitrator is necessary, it shall
20 be in writing and shall be final and binding on both parties.
21 3. Costs: Both parties shall share equally the costs and expenses of the arbitration
22 proceeding, including transcript fees and fees of the arbitrator. However, if only one (1)
23 parry demands a transcript, that cost shall be paid fully by the parry demanding the
24 transcript. Each parry shall bear its own costs for witnesses and all other out-of-pocket
25 expenses, including possible attorney's fees. Testimony or other participation of
26 employees shall not be paid by the County,unless the employee in question is called during
27 his or her working hours to testify on behalf of the County. The Arbitration Hearing shall
28 be conducted in the County Government Center.
29 4. Transcript: In the event the arbitrator requires a transcript, such costs shall be shared by
30 both parties.
20
1 5. Decision of the Arbitrator: The decision of the arbitrator shall be limited to the subject
2 matter of the grievance and shall be restricted solely to the application or interpretation of
3 the Contract in the area where the alleged breach occurred. The arbitrator shall not modify,
4 add to, or delete from the express terms of the Agreement.
5
6 ARTICLE 9 -HOLIDAY PAY
7 Section 9.01:
8 All employees except Process Servers:; -ee+-s,,assigned to the Government Center, and
9s -Court Services Deputies covered by this Agreement shall receive eighty-five (85)
10 hours pay as Holiday Pay on � I� l
11 before December Ist of each year f�»:..the �al t d n years.. Holiday Pay is in addition to the regular
12 pay received by an employee in the event that she/he is scheduled to work on any of the
13 following holidays: New Year's Day, Martin Luther King Day, Presidents' Day, Memorial
14 Day, Independence Day, Labor Day, Thanksgiving Day, Friday after Thanksgiving, Christmas
15 Eve Day, and Christmas Day. .11olud a. hall be prorated if an ert ee works less than
16 a calendar yew
......................................................................... . .......
17 Section 9.02: Process Servers:; , e; 4ff+eef-s assigned to the Government Center, all dCourt
18 Services Deputies will not be scheduled to work on a holiday or day
19 designated as the holiday. When the January I holiday falls on a weekend, the holiday will
20 always be designated as the following Monday. Holiday pay of eight(8) straight time hours
21 shall be paid to the Process Servers;; 4 y Of rs,assigned to the Government Center, fld..
22 Court Services Deputies....Em-1 who do not work on the holiday or day designated
23 as the holiday. The number of holidays shall be the same as those outlined in Paragraph A
24 above. Any Process Server i 0:W assigned to the Government Center, 21 Court
25 Services Deputies:;(..)i " ::ace required to work on a holiday or designated holiday shall be
26 paid at the employee's straight time hourly rate for the hours worked on the holiday,plus eight
27 (8) straight time hours of employee's regular hourly rate of pay, for the holiday or designated
28 holiday. In order to be eligible for holiday pay, regular full-time Process Servers:;
29 0 �assigned to the Government Center, 411dCourt Services Deputies:;
21
I must be in an in-pay status the workday immediately preceding and the workday immediately
2 following the holiday.
3
4 ARTICLE 10 -PERSONAL TIME OFF (PTO)
5 Section 10.01 -Definition. Personal Time Off (PTO) is a benefit, which combines traditional
6 sick leave and vacation time into a singular package known as PTO. The employee can use hours
7 from his/her PTO bank at his/her discretion,provided that the Supervisor or Department Head has
8 approved the request. A Supervisor or Department Head may ask for a physician's documentation
9 when PTO is taken due to illness and there has not been prior approval of the time off.
10 Section 10.02 -Multiplier. Each employee earns PTO for every pay period based upon the
11 number of regular hours (not overtime hours)that an employee is paid during the pay period. The
12 payroll hours are tied to a multiplier, based upon years of service, and a new accrual amount is
13 added each pay period. For employees working a forty (40) hour/week schedule the number of
14 hours paid each pay period would be eighty (80). For an employee working a twenty (20)
15 hour/week schedule, the number of hours paid each pay period would be forty (40). The PTO is
16 determined by taking the number of hours paid each pay period, excluding overtime, multiplied
17 by a pre-determined multiplier. This results in the amount of PTO time earned. The multiplier
18 varies with years of service, as noted below:
19
Years of Service Multiplier Used
0-4 .0885
5- 9 .1077
10-14 .1173
15- 19 .1269
20+ .1384
20
21 Section 10:03 -Personal Sick Leave Bank. Prior to entering a PTO Program, an employee who
22 has accrued sick leave time places that time in his/her Personal Sick Leave Bank. An employee
23 who is sick uses the PTO account for the missed time. However, an employee can tap into his/her
24 Personal Sick Leave Bank anytime that a single occurrence illness/injury results in the loss of more
25 than three days time. When that option is selected, the deduction reverts back to the first day, so
26 that the first three days are deducted from the Personal Sick Leave Bank, plus the additional sick
27 days used. To utilize the Personal Sick Leave Bank, the employee may be asked to submit
22
I documentation from a physician to verify illness or injury.
2 Section 10:04 - PTO Accumulation. The PTO accumulation of hours cannot exceed 320 hours
3 for a full-time employee and 240 hours for a part-time employee. Full-time employment is defined
4 as working an average of 35 or more hours per week; part-time is defined as working an average
5 of 20 to 34.9 hours per week. Anytime the total number of accrued PTO hours is in excess of what
6 is permitted, the excess hours are automatically rolled into the employees long term sick bank.
7 PTO cannot be used in the same pay period in which it is earned.
8 Section 10:05 - Personal Sick Leave Bank Accumulation. An employee can add to his/her
9 Personal Sick Leave Bank annually, as defined in 10.06. There is no cap on the accrual of hours
10 into the employee's Personal Sick Leave Bank.
11 Section 10:06 - Annual PTO Options. The Personal Sick Leave Bank can be replenished
12 annually. At the end of each calendar year, the employee has the option of taking up to 96 hours
13 (full-time) or 48 hours (part-time) out of his/her PTO account and placing the hours into his/her
14 Personal Sick Leave Bank.
15 The employee also has the option of carrying over all of his/her PTO hours into the new
16 year. If the employee does not choose the other option,the PTO hours will automatically be carried
17 forward into the new year.
18 Section 10:07 - Termination in Good Standing. When an employee leaves St. Croix County in
19 good standing s/he is paid for all PTO hours that remain in his/her account. There is no pay-out
20 for the Personal Sick Leave Bank unless the termination is a retirement.
21 Effective January 1, 2009, St. Croix County will provide a vehicle for union employees
22 who meet WRS retirement guidelines (as defined by the agreement between WPPA/LEER and St.
23 Croix County)to capture 100% of their long-term sick leave bank.
24 Account Parameters:
25 1. Eligible employees who have a balance in their banked long-term sick leave will receive a
26 lump-sum deposit at retirement in to a Retirement Health Savings Plan.
27
28 2. The money can be used to pay for qualified medical expenses as defined under Section
29 213(d) of the Internal Revenue Code on a tax-free basis.
30
31 3. Deposits made to the account shall be tax free to the employee.
32
23
1 4. The Retirement Health Savings Account will allow employees at retirement to self-direct
2 their funds in to a variety of investment vehicles.
3
4 5. Withdrawals from the account shall be limited to qualified medical expenses only. There
5 will be no cash-out of the personal sick leave bank available to qualified employees at
6 retirement.
7
8 6. Accounts are 100%vested at time of deposit.
9
10 7. Upon the retired employee's death, the account balance can be used by a surviving spouse
11 or eligible dependent. If no such person exists, account reverts back to the fund.
12 Section 10:08 -Restrictions. PTO hours and the Personal Sick Leave Bank are for the personal
13 use of the employee only. PTO hours can be borrowed or given away pursuant to the County's
14 PTO Donation Policy.
15 Should the PTO balance fall below"0", the employee will immediately receive deductions
16 in his/her pay to compensate for any PTO time taken in excess of the accrued hours. Should this
17 happen, the employee must take action immediately or be subject to disciplinary procedure.
18 An employee cannot be paid for time at work and receive PTO pay at the same time.
19 PTO is designed to provide for effective planning of work hours and time away from work.
20 Although the PTO plan encourages employees to maximize time spent on the job, it should not be
21 construed as serving to limit vacation time or sick leave time. Employees who are ill should not
22 report to work. Department Heads or Supervisors have the right to judiciously assess the health
23 of an employee and, if the employee is deemed to be "too sick" to work, the Department Head or
24 Supervisor can send the employee home.
25 If the departmental workload makes it necessary to limit the number of employees using
26 PTO at the same time,the employee with the greatest seniority shall be given his/her PTO choice;
27 this is provided that no employee may use seniority to displace another employee from scheduled
28 PTO less than eight(8)weeks before the PTO is scheduled.
29 An employee asking for Unpaid Leave must use all of the hours s/he has accumulated in
30 his/her PTO account before the request will be considered. An employee asking for Unpaid Leave
31 because of a lengthy illness is required to use the hours in his/her Personal Sick Leave Bank before
32 the request will be considered. e c 1 ;�4i e 11'4 -1 ry prk)req i
33 e o rr^ ef- a I ::Ne
34 Employees can use PTO in increments of not less than one-quarter(1/4) hour.
24
I Section 10.09 -Advance Notice. Employees shall be allowed to use PTO as requested,provided
2 that supervisory approval is received. When an employee is requesting PTO time for a personal
3 illness or injury,the employee must report the need for same at least two (2) hours before the start
4 of the work day/shift, except in case of emergency or development of illness during working hours.
5 As a condition of granting PTO time for a request that was not pre-approved,the Employer
6 reserves the right to require the employee to submit a physician's statement of illness of injury.
7 In the event that an employee is aware in advance that an illness or injury will result in
8 time away from work, it shall be the duty of the employee to notify his/her supervisor, in writing,
9 as far in advance as possible of the anticipated time and duration of the time away from work. An
10 employee on extended medical leave (i.e. using Personal Sick Leave Bank), may be required to
11 present a physician's statement to return to work.
12 The Employer may, at its discretion, require a medical examination by a physician of its
13 choice to substantiate the need for leave or the fitness to return to work.
14 Section 10.10 -Duty-Related Death. If a law enforcement officer is killed in the line of duty,the
15 spouse is permitted to remain on the health insurance plan, using the officer's accumulated sick
16 leave to pay for monthly insurance premiums. The health insurance options would be the same as
17 for retirement, as noted in Section 10.07.
18 Section 10.11 —Probationary Period. An employee who does not successfully complete his/her
19 probationary period is not eligible for pay-out of PTO upon termination.
20
21 ARTICLE 11 -MEDICAL INSURANCE
22 Section 1: The Employer will pay ninety percent (90%) of the total monthly health insurance
23 premium,the employee will pay ten percent(10%)of the total monthly health insurance premium.
24 Commencing January 1, 2020, the Employer will pay ninety percent (90%) of the total monthly
25 health insurance premium, the employee will pay ten percent (10%) of the total monthly health
26 insurance premium for employees and their families who participate in requisite wellness
27 initiatives. The Employer will pay eighty percent (80%) of the total monthly health insurance
28 premium, the employee will pay twenty percent (20%) of the total monthly health insurance
29 premium for employees and their families who do not participate in requisite wellness initiatives.
30 At the termination of the contract, the cost of any health insurance increases will be equally split
25
i between the parties until a successor agreement is reached.
2 Section 2: In the event both husband and wife are employed by the County, only one of the two
3 shall be eligible for the group health insurance plan. The election as to which spouse will carry
4 the coverage shall be determined by the two employees. Should one employee leave employment
5 with the County for any reason (termination, leave of absence, layoff, etc.)the policy will transfer
6 to the remaining spouse. The employee would then be liable for his/her share of the premium
7 payment.
8 Section 3 -Dental Insurance: The Employer will allow all bargaining unit employees to enroll
9 in the current dental insurance plan on a voluntary basis, and the Employer will pay 25% of the
10 total monthly premium, the employee will pay 75% of the total monthly premium.
11 Section 4: The parties agree that the WPPA will continue to participate in the &—",b..Ev
12 A-d: . �7[ e°at1.i & Wellt]ess Committee. For the duration of this contract WPPA/LEER will
13 provide a member representative to the County's Health Insurance team, which will be reviewing
14 health insurance issues, options, and alternatives. The Health Insurance Team will meet semi-
15 annually each year.
16
17 ARTICLE 12 — " ': ,, ER E.,AlEME N T LEAVE
18 : � ' . �.:.. ,.a
20 tijme s eal...l rL4_ ° i.....al
21 fie - �e
22 p.. stial.
23
24 lit n tl.:: .e.....° . fol d
25 p.. .. . .
26 2e � l N ews ......: i11 1 e...of
27 . . .;. . ...i . h.;
28 u �,F F �....� � ite ti a F� n
.... .... kary
29 .3- 4, 1 . .....�.. r .i:. . . ` e kis4wei.e1ff w,, of a K---nu u -,w, ,
26
|
2
3
4
5
6
7
8
9
|0
U �
|2
|3
|4
|5
|6
|7
|8
|9
20
2|
22 i
23
24
25
26
| 27
� ~
28
27
r
i
y����y,,q, /py�wp....{ �
� �iSeQ.J N"tiYIlY ¶A�CHrd�fyt, ky Y..XYW.YY-dll Y'y
2
3 Section.....1 > xc p.1 ka
4 beueaven�ueuut leave s��otfld betaken �vntt�uuu su�:......(fi nuu�>uut�us �>� t�u� ��at�u auu us �>uu� ��>u t�u�us� �� s uuu �v�ich
5 an uuu"���> ee buses wo»k �tuuuue.. I[�t,is not,available for�thos� �� s in which aneuuu
6 repo»�t.�to work. To�be el u u�ble For�bereaveuuueuu�t.leave. the euuu��ICY ee uuuu.u.s�t.work. an average of t�vent: (20
7 �>uuus orb .uuo..r..e...I e w.ee nuu a u�;�u;u�ann "��usutu�>uu C�..�C� �'F��; �» :�u�at�u �:��u�av�nuu�uut heave will be Drorate�.
8 b. a.s d ouu tine euuu I 's F E F Ex: A �.t:� FE �uuu I ee �s efi-ible forfift ...six. �fi hot.urs of bereavenuueuut
9 leave auuuuu..W.1 uu� a f ..5 f �"���> us �u u � ��» t � t: ... u ut. 2 u�>�..as of bereavernentt leave
10 an nuuafl:.:,, Aunt n unr � ka u av xnu out� av sun 1 c c uu t c u uuu t n uuu .o rs [anc "i" unu �:b >[ 1 C::..
11 a�,co u.uut:....o .11 o»: �'errn `sic .1l eav,e Bank.. Bereaverne � .leave is not Mid uh t� e_enuu��k yg� is o n PTO, sick
12 e.�Ive a.:...:e.ave of akaseace Queer's con, ..o i Ieave Iay.:.:�>h�A ���>�u�� . or (oYdner uu�>un work statu;us.. I IF
13 additional tuuuue is needed ��� �>uu� �t�u� �u�t: sup. "Sfi �u�>uuas auuuuu.u.a�� . auu �uuu"���> �� uuua ���u.u.�st.to use
14 acc uuuuuflated ][..f O ouw....c(>n i. rue.. D)etuduuu� ouu tl,ue cii- u.unuustauuces. anent als�>....be
15 eligible_ ,,,,;Fo Family M, !ddi;al if cave A�,t;,,,,,,�'�q:If....,A :If...,�av�.. Ifuu ��t�uuu;uatuuu � �uu�u;unuustauu��s. auu �nuu"���> �� Hooey„
16 be eau uble Foradditional bereaverne ut leave b y�>uud ��u� hnh°� ...six. -56 1uo>uurs auuuuu;ua�l �vutfu true a",),)r(.vaI (.>f
17 t� nu „ an tnuu t > > uun uauu l s�>uuuu s and t� e � >uuu A nuuuuuustnnat�>u u av nuu out leave is es �>uu
18 t ue. caIeuu.auw �auw.. I[�t.�auuuu�>�t.��� a��uuu.�� ���>uuu �>uu �auw�t.�> �t�u�uu���t.and uuuuu.u.sed hot as will not.�be Dau mrt.
19 wh un an ,,enuu�I�>y� �ga4 gs gRI,, jgyn !u pt with the C �>uu,t ty A��,,�nuu1���>y���v�u�> tuull�:�s ��u�av�nuu�uut��av� nuuu;ust
20 record itt rot jt.jjjy ueuu tnu e tua� �un r ho.ur! �
21 uncreuuueuuts.. This ���>�u� us uu�>�t.a��"��u�a���� �t.�>�t�u� ��uss �>� a ����t... Auu �uuu"���> �� uuua ��� asked 'to su.u:bstantuate
22 the claunuu For bereavenuueuut leave..
..........................................................................................................................................................................................................................
23 Relatives and friends...o eu?:�.:. j�
24 Sister.. � u�>t.�u uµ. " uul................./Ste�dijd. (:nuauu c uul .A t.
28
I Sop iti.-JI...,aw, Sister iti 11...,aw., Brother iti 11 aw Aturt. I iticle, Niece, Nel h!�w, a!)d a
.............................................................................. ........................... ................................................................................................................ ....... ........................................................................................................ .................................... ...................................... ......................................
2 fiv�ng �n en, pl gycc s household,
3
4 ARTICLE 13 - CLOTHING ALLOWANCE
5 Bargaining unit employees shall be provided with uniforms, weapons and non-uniform articles of
6 clothing on an as-needed basis with due consideration given to the joint desire of the parties to maintain the
7 highest standards of professionalism. Requests for replacement of footwear contaminated by blood or blood
8 borne pathogens will be reviewed on a case-by-case basis. The Investigators shall be granted a clothing
9 allowance of$450.00 per year for 2016, 2017, and 2018; payable in two (2) installments in lieu of uniform
10 maintenance.
11 ARTICLE 14 -RETIREMENT
12 hi-aiWi4on4o4he fl+e- w4y-iigfees
137 7 ee'.&4otal eaf of
14 (_,(.)HA -S-C�- - )1:14e5-._-4-40Hf4 Seetiri4y
15 ILP
16 1 e..........2-04 1 ........... I..............
17 eowF4m+te c+44m+*k-&+eqti+red For-4te-emplo itribt+k-(+ti iff-e*ee s of(.)*e4wag(jI2*4
18 reqt6red
19 P ..........
20 I.-Oees-s. ....�— 5 EH+d i+ee4+E-*Y
21
22 Th.L Coun the 'Xiscotisiti retirement S)/steai INAFR�
............................................................. ...
23 based oii the eR i the en,1 plo yee's
.............................................................................................. .... ............................................. -- , share of their
24 re.. t.r......e...........net.i....t.........c........o.......t....ar...b........t....r.....t...i.....o....t....i.........a.......c........c.......or.d........i....t....i...gt.g 7.....1Z..S.............n...........fl.........e...........o........r..........l.....a.......w...,..b........t...j.....t........t.i.....o................more.....t.....h........a.......t....i.....t...h.........e.......
25 cotaribt.rtioti rate.
...................................................................................................................
26
27 ARTICLE 15 -AUTOMOBILES
28 The County agrees that it will maintain the policy of limited employee use of County autos to and
29 from the employee's residence in accordance with the written County policy communicated to each
29
I employee. It is the intent of the parties that the County shall not revoke limited personal use of County
2 autos without review by the County Public Protection and Judiciary Committee to determine whether the
3 reasons for the original granting of the auto usage continues to exist or other good and compelling reason
4 exists for such discontinuance. The County further agrees that for the duration of this Agreement, limited
5 personal use of County autos as outlined herein, shall not be discontinued.
6 "Limited employee use" means the ability to commute to and from home and the Sheriffs
7 Department. New hires on or after December 1, 1994, (excluding officers who are currently receiving the
8 stipend and take-home squad)into the positions of Primary Services Deputy,Process Server, Court Services
9 Deputy, or Investigator will be prohibited from personal use of the vehicle.
10
11 ARTICLE 16 -EMPLOYEES' DUTIES AND QUALIFICATIONS
12 Section 1: Employees are prohibited from engaging in political activity while on scheduled duty.
13 Section 2: Qualifications for New Employees will, in part, be based upon Wisconsin Statute 165.85.
14
15 ARTICLE 17 -DUTY INCURRED DISABILITY
16 Any employee entitled to accrue PTO Leave under the provisions of this Agreement who is
17 incapacitated by reason of injuries or illness resulting from his or her employment shall be entitled to receive
18 his/her established rate of compensation without deduction from accrued PTO Leave, when
19 recommendation for such payment is made by the Department Head and is approved by the County
20 Administrator. Such payments may continue for a maximum period of six (6) months. After a period of
21 six (6) months, the employee may continue to use any PTO Leave earned and unused during his/her entire
22 period of service. No payment under the provisions of this Section shall be approved until a physician has
23 examined the employee and certified that she/he is unable to work by reason of illness or injury incurred in
24 line of duty. Further examination shall be made during the period of disability as frequently as believed
25 necessary by the County. Benefits paid under the Worker's Compensation Act for total temporary disability
26 shall, in turn, be assigned over to the County.
27 If the employee qualifies for a lost-time injury or illness under the guidelines set forth in the state
28 Worker's Compensation program, but is absent from work for less than four(4)usual and scheduled work
29 days, the County will provide for a wage payment to the employee of lost time up to three (3)regular work
30 days at regular wages without deduction from the employee's PTO or Long-Term Sick Leave Bank.
30
1
2 ARTICLE 18 - SAVINGS CLAUSE
3 If any Article or Section of this Contract or if any Riders thereto should be held invalid by operation
4 of law or by any tribunal of competent jurisdiction or if compliance with or enforcement of any Article or
5 Section should be restrained by such tribunal pending a final determination as to its validity,the remainder
6 of this Contract and of any Rider thereto, or the application of such Article or Section to persons or
7 circumstances other than those as to which it has been invalid or as to which compliance with or
8 enforcement of has been restrained, shall not be affected thereby.
9 In the event that any Article or Section is held invalid or enforcement of or compliance with which
10 has been restrained as above set forth, the parties affected thereby shall enter into immediate collective
11 bargaining negotiations upon request of the Union or Employer for the purpose of arriving at a mutually
12 satisfactory replacement for such Article or Section during the period of invalidity or restraint.
13
14 ARTICLE 19 -ENTIRE MEMORANDUM OF AGREEMENT
15 This Agreement constitutes the entire Agreement between the parties and no verbal statements shall
16 supersede any of its provisions. Any amendments supplemental hereto shall not be binding upon either
17 parry unless executed in writing by the parties hereto.
18
19 ARTICLE 20 -WAGES -JOB CLASSIFICATION
20 Exhibits/addenda are attached to this Agreement and made a part hereof. It is agreed that said
21 exhibits/addenda shall constitute a part of this Agreement.
22
23 ecpi erkAs-pe+-y-eaF.-,-ri11 W-Hlg4eap.....:ye ry:....T+e = - r,rves...:d flgl: .E.�.
24 erflc .. ,fl...... wnffw xw ¢Yc.""C� .7_ - �.....flye rr—a-�y-w,-zau ws-:.
25 The County will implement direct deposit for all employees e fey - _ :fl w .....1..:...2�.
26
27 ARTICLE 21 -FALSE ARREST
28 The Employer agrees to pay for and provide the employees with False Arrest Insurance.
29
30 ARTICLE 22 - SEPARATION OF EMPLOYMENT
31
I Upon termination,the Employer shall pay all money due to the employee within a reasonable period
2 of time.
3
4 ARTICLE 23 -UNION ACTIVITY
5 Section 1: The employee shall be represented in negotiations by the Union and by such persons and/or
6 committee as said employee and Union may deem desirable, however, the committee members from the
7 employee group shall not exceed�WEH-2 (wand shall not receive additional compensation.
8 Section 2: The Employer shall be represented by such persons and/or committee as said Employer may
9 deem desirable.
10 Section 3: The County agrees to provide bulletin board space for the Union's use. The bulletin boards are
11 to be used by the Union for notices only of the following: Union Meetings, Union elections, Union
12 appointments, Union recreational and social events, Unemployment Compensation information, and other
13 materials of non-political, non-controversial nature.
14 Upon written demand from either parry the other parry shall promptly remove from such bulletin
15 boards any material which is libelous, scurrilous, or in any way detrimental to the labor/management
16 relationship. The County will retain ownership of the bulletin boards. In the event either parry fails to
17 remove materials in violation of this Section, the other parry reserves the right to remove said material or
18 the bulletin board upon which such material is posted.
19 Section 4: Except as otherwise expressly permitted herein or agreed to by the County,Union business shall
20 be transacted outside the normal working hours. Authorized Union Agents shall have access to County
21 property during working hours provided he/she has the consent of the supervisor and there is no interference
22 with the normal operation of County business. Access shall be limited for the purposes of adjusting
23 disputes, investigating working conditions and ascertaining that the Agreement is being adhered to.
24 Section 5: The Union agrees to provide written notification to the County within seven (7) calendar days
25 following election or selection of Union representatives, stewards or other Union Officials to enforce the
26 Contract. The bargaining committee of the Union shall be limited to � + >;1;g....(1hemployees and one
27 (1)business representative,, unless„othc�:...tituml e s are anjt iall°� reed�.�hon.
28
29 ARTICLE 24 - MEMBERSHIP AND DUES DEDUCTIONS
30 Section 1: The Employer agrees to deduct monthly dues in the amount certified by the WPPA/LEER from
32
I the pay of employees who individually sign a dues deduction authorization form supplied by the
2 WPPA/LEER. In addition, the Local Association may authorize local dues which shall be deducted in
3 conjunction with the WPPA/LEER dues. The Employer shall deduct the combined dues amount each
4 month for each employee requesting such deduction, on the second paycheck of each month and shall remit
5 the total of such deductions, with a list of employees from whom such sums have been deducted, to the
6 WPPA/LEER or Local Association if applicable, in one lump sum not later than end of each month.
7 Authorization of dues deduction by a voluntary member may be revoked upon notice in writing to the
8 Employer, WPPA or to the Local Association. No employee shall be required to join the Association, but
9 membership in the Association shall be made available to all employees in the bargaining unit who apply
10 consistently with either the WPPA or Local Association Constitution and By-Laws. No employee shall be
11 denied membership because of race, creed, color or sex.
12
13 ARTICLE 25 -LIFE AND LONG-TERM DISABILITY INSURANCE
14 Section 1 - Terms of Coverage:
15 ➢ Group Life Insurance: A group life insurance policy is provided at the Employer's expense to
16 regular, full-time employees. The coverage is equal to the employee's annual salary.
17 ➢ Group Long-Term Disability Plan: A group long-term disability plan is provided at the
18 Employer's expense to regular, full-time employees. The coverage provides for 60% of the
19 employee's regular rate of pay after a disabling illness or injury has occurred. The policy goes into
20 effect ninety (90) calendar days after the incident or after all of the employee's Personal Sick Leave
21 Bank, PTO time, and any other paid time have been utilized, whichever is longer.
22 Section 2 -Life Insurance Options: Employees have the option of selecting, at their own expense,
23 additions to the life insurance plan. An employee may pay a monthly premium to purchase limited life
24 insurance coverage for spouse and children. An employee may pay a monthly premium to purchase
25 additional personal life insurance with a coverage value equal to his/her annual salary.
26 Section 3 -Conditions of Coverage: Booklets outlining the conditions and provisions of life and disability
27 coverage are available from the Personnel Office.
28
29 ARTICLE 26 -EFFECTIVE DATE -DURATION - TERMINATION
30 Section 1: THIS AGREEMENT shall be in full force and effect from January 1, 204..422.. TO AND
33
I INCLUDING December 31, 202 14. .., and shall continue in full force and effect from year to year thereafter
2 unless written notice of desire to cancel or terminate the Agreement is served by either parry upon the other
3 at least sixty (60) days prior to date of expiration.
4 Section 2: The parties shall arrange to meet within thirty (30) days of receipt of the notice called for in
5 Section 1.
6
7 Executed at Hudson, Wisconsin.
8
9 For the St. Croix County Law Enforcement Employees' Association, Local 453 of the Wisconsin
10 Professional Police Association/Law Enforcement Employee Relations Division
11
12
13 Date
14 President, Local 453
15
16
17 Date
18 Negotiations Committee
19
20
21 Date
22 Negotiations Committee
23
24
25 Date
26 Negotiations Committee
27
28
29 For St. Croix County
30 St. Croix County, Hudson, Wisconsin
31
32
33 Date
34 County Administrator
35
36
37 Date
38 Corporation Counsel
39
40
34
1
2 SIDELETTER A
3 Sideletter Agreement Between St. Croix County and WPPA/LEER
4 4 for the Contract Period 20�1��.� ,1-202 ,
5 Wellness Incentive Program.
6
7 The County will continue to,on a trial basis,provide a Health and Wellness incentive program to encourage
8 officers to maintain good health and fitness. Up to $300 per year will be available for the purchase of an individual
9 membership in a formal health and wellness program. This must be a legitimate,well-established business such as a
10 gym or exercise club, YMCA, or hospital/clinic sponsored fitness program. If a couple/family membership is
11 purchased, the employee is reimbursed the single rate only. The wellness incentive money can also be used to pay
12 for health/fitness classes limited to the following activities: aerobics class, water aerobics class, swimming class,
13 dance class, exercise class, smoking cessation class, or weight control class. The class(es) must be taught by a
14 qualified instructor associated with a legitimate organization (exercise/fitness center, school district, community
15 program, YMCA, etc). The County retains the right to accept or reject a request for reimbursement based upon the
16 criteria noted herein.
17 Receipts for the Wellness Incentive Program must be presented to the Sheriff's Department in December of
18 each year for up to 12 months of services and not to exceed $300. The bill can be for a period of time inclusive of
19 January 1 through December 31 of the payment year. An officer who is not in pay status in November when the bill
20 is to be presented for payment,will receive -$0-payment for the year. An officer who starts in permanent status on
21 or after February 1 of the year is not eligible to receive payment in that year. There is no pro-ration of payment for
22 officers who work only a portion of the year. The payments will be authorized by the Sheriff and a reimbursement
23 voucher check will be sent to the officer.
24
25 Executed at Hudson,Wisconsin.
26
27 For the St. Croix County Law Enforcement Employees' Association, Local 453 of the Wisconsin Professional
28 Police Association/Law Enforcement Employee Relations Division
29
30 Date
31 President,Local 453
32
33 Date
34 Negotiations Committee
35
36 Date
37 Negotiations Committee
38
39 Date
40 Negotiations Committee
41
42 For St.Croix County
43 St.Croix County,Hudson,Wisconsin
44
45 Date
46 County Administrator
47
48 Date
49 Corporation Counsel
50
35
i1
2 EXHIBIT A Wage Grid (Increase)
3 �®ausus��u r �a�sa•..p •R•II•
4 2-:2 4h 41 d a s�[f€• �a I+eny 1 ... .g: sa•• 2a 4� 1:: �e &[ z� •• d74� 41an€5 [ 9 ...:#+ s�}
5
7 1,/'1./2C122 .Q9Q9°6*
...........................................................................................................
8 I:./1./ .9.2.:1....................................I:.:.Q °�:,
10
11 LEVEL 1: CORRECTIONS W P..E.2.....".�'y...L.Q.mvii...........................y.,iI,IL..,,ii;B,ffii ,,ii»,irq.:y• .I. .�'.d....p
12 1 2 3 ......... .0 6 v
13 YEAR START 6 MONTH 1 YEAR ' `°""'••• Y 'C4'S— °"''"I!
14
... $ 24 7�4$ 2, 1�4$2 27 66 rn 6h�.........................15 1/1/2a1�2z
16 1/1/20243 $2 &D2 4 75$2 2 2.7 9$2�7::27 92 °444' °"24 7. —7 77:�
...
17 1/1/2021�;, $" :" 27 03,$ 2.5 65$�2 726 18 4.61.............................. 3� 2�y:443
18
19 LEVEL 2: CORRECTIONS GF•E• "' p..E.!�9,;;V;y II,..jQ dPi�,h.j.gPiIIc,e,u;tfflcafl�»,ia
20 1 2 3 4 5 6 7 8 S 10
....................................................................
21 YEAR START 6 MONTH 1 YEAR 2 YEARS 3 YEARS 4 YEARS 5 YEARS 6 YEARS 8 YEA.1I1S .10 YE'AIItS
................................................................................................
22
23 1/1/201422 $=24-. -727 8 4$�'28..46$2(s )42.9 1�4$�r6�29�4�4$ 29 Er3$27-44-29 86$2 3(D(D7$2 ��1 43 s32 06 s32 70
....... ..
24 1/1/20243. $2�--742811$2(.'442 77$2 -42943$27--242973$�2992$�3016$�3037$294D7317�4 S3238 S,3303
... .. .. ...
25 1/1/2021 .. $24-2-428 40$2 52),03$27- 29 73$2q-7-;30 0:3.3 .30 22$2 30 46$2-g—,730.6S$2' 97 4 4.32 06 �,32.....7 0 33 36.
26
27 LEVEL 3: " 4 COURT SERVICES DEPUTY,SECUAWY QWW&R-46PROCESS SERVER
28 1 2 3 4 5 6 7 8 S 10
......................................................................................................................
29 YEAR START 6 MONTH 1 YEAR 2 YEARS 3 YEARS 4 YEARS 5 YEARS 6 YEARS 8 YEA.1I1S .10 YE'AIItS
30
31 1/1/201-422 $' ."'28.99$' 29.76$2 2(D.16$24 1-7.3 1.36$: (1'31.92$.'4D-(9 :32..7 4.87 �;:35.56 ;:36.27.
32 1/1/2023 $2 4- 2. 9.28$2874h29.86$294773()..46$29.8431.(D:3$ (h 4 :31.67$ 0 A832.24$3-1.0.32.91$33-:94437.21 ;.3>.92 36.64
33 1/1/20214.. $' _ 29..77$ 730.16$249-78,430.76$-. . ' 31.34$ `"31.99$�(D32..56$�33.24$�4.� 37.77 S36.28 S37.00
.......................... .......................... .......................... .......................... ......................................................................................................................
34
35 LEVEL 4: . :" T' U T II.fl]M A.fll,,S.E.fl..Vl.C.E.5....D,E!'V.].,.Y.
36
1 1 2 3 4 5 6 7 8 S 10
.. . . .............................................................................................
2 YEAR START 6 MONTH 1 YEAR 2 YEARS 3 YEARS 4 YEARS 5 YEARS 6 YEARS,,,,,,,,,_ ,_YEAR,S,,,,,,,,,,,;ll,�1_NI�; RS
3
4 1/1/21"2022 $ (33(D.42$"' :31.(D:3$:G 7dD"�1.6,$:' .' ::32.2,;$'' i:32.91$: (1"�:3.,(D$" k41:3 4.2(D$: 4:: "�<>.;9 i;:37.:32 S38.07
.... ...... ..... ...... .. .... .... ...... .....
5 1/1/2024.3 ,3().73$ . 31.34$:3-1., 31.97$:' 32.57$ 5.3:3.24$'3- (1- 3"3. :3$"aid 4.4.$.', ��3<>.9<> .S.37.7() r3S.A. 5.
6 1/1/2021-4 $:' ,3I 3$"' . ::31.<>3.'3W- (D-132.29$." . .3 2... 9$ :'.' .3 ...>7$: 34..17$'3-4 4-24...8 74(37.33 ..;]8(D7 r38.83
7
8 II..EY.E11..5o VNilES"V'l.GA"V"011t
.......................................................................................................................
9 1 2 3 4 5 6 7 8 S 10
.......................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................
10 YEAR STAIR"V" 6 MON"V1-1 I YEAR 2 YEARS 3 YEARS 4 YEARS 5 YEARS 6 YEARS 8 YEARS 10 YEARS
......................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................
11
12 1/1/2()22 i;:32.6 8 .S.3:3.:3,5 ;:3:3.9:3 ;34.5Er ;35.19 ;.35.71 S.36.47 ;.38.22 38.99 .;.39.77
13 1/1/2(D23 33.(D1 °.r33.68 34.27 34.9(D 35.54 3Er.(D7 4 1 .;39.38 �r40.17
14 1/1/2(D24 33.34 34.(D2 34.61 35.25 35.9(D 3Er.43 37.21 3 .99 39.77 �r4(D.57
...............................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................
15
16nm icrye,e movnm harm„1 me eiass,n(n atl:nc m tlar amc tlaer wnii,_ e t iaceel arm the wade grgd atl the,_ arnn �omc.Iimx ears arf'services.This wiii
17 b, Bra ecj,,..0 arm frig tlnnme,carmtlnmuc 3p ,haw e,m(arnc eryie I yeans arC service with tlbe t'otiumtly. I;xanmlrie L vei 2_�'or ec tn(mS I)e2tiutl;, im"wte2,
..
18 >.... can.3 x 1 na artled rnnman,y Services 1)e(tiuI INOUl.I rrmarve to St >year.3 on Level 4 Grid.
19
20nml far ees mast ctiurremti iaceel at tlbenr ears arl'service Fromm datle of fibre will ire laced there arm Jan cuan 1 2022.
21
22 S cirs 9,,8..Y ans,a d S e;11,,,,,1f), 10 �cans .Ire;,,no conrsidered.—ta,rnz,{*evitly.
23
24 Note: Corrections(4fk-t, e„ tiup ties who have completed a minimum of an Associate's Degree from a WI vocational or technical
25 education district or its accredited equivalent from another state,a minimum of 60 fully accredited college level credits,or are jail-
26 certified in the State of Wisconsin will be paid at the CP.I)71I wage level. Corrections 4-44c-, s-who do not meet that
27 educational requirement will be paid at the C 1.-I wage level.
28
29 CQ1 F....s move to the II level upon presentation of proof to the Sheriff and Human Resources Department that the individual has
30 successfully completed the Associate's Degree or credit minimum noted herein. At the beginning of the next pay period the employee
31 will go to the pay level within the appropriate classification which affords the employee a pay increase. Thereafter,s/he shall progress
32 through the pay level system,if any,beginning the time progression on the first day in the new position kx mil: Asa( (4-1 s/he
33 was fr§ kkif $1""1 64411 Lu&': �}F9n1 frntiknPf @ 0 :}...{I A ,43�'i$A$�if f?fl I1§Mk1I f c 8a&m Ae&'z@nk-iNk 17z@ ifi<: $lEnfi
34 *9 L..: I a
37
1
2
3 ua -srW fir-, f s
4
5
6 The County will implement direct deposit for all employees--e�c ��-ems-4t
7
R lGllV Se. vi c I elr1.utly amel��arcess"wc ve shah nec nve a l.f)i�®/a nmcn s of{ tlnve J m�u ny 1 2i122,
38
1
39