HomeMy WebLinkAboutResolution 2016 (12) Resolution No. 12 (2016)
ST R O .,, RESOLUTION APPROVING LABOR AGREEMENT BETWEEN
' ' ST. CROIX COUNTY AND LOCAL 453 OF THE WISCONSIN
PROFESSIONAL POLICE ASSOCIATION/LAW
ENFORCEMENT EMPLOYEE RELATIONS DIVISION FOR
2016 -2018
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 2016 through 2018; and
4
5 WHEREAS, all the terms of the labor agreement in effect for 2013 through 2015 become
6 the terms of the agreement for 2016 through 2018, except as modified by the attachment to this
7 resolution; and
8
9 WHEREAS, the Administration Committee recommends approval of the agreement.
10
11 THEREFORE, be it resolved by the St. Croix County Board of Supervisors that the labor
12 agreement for January 1, 2016 through December 31, 2018 between St. Croix County and Local
13 453 of the Wisconsin Professional Police Association/Law Enforcement Employee Relations
14 Division is approved.
Legal-Fiscal-Administrative Approvals:
Legal Note:
Fiscal Impact: The fiscal impact for 2016 is estimated to be$$110,000 with similar incremental
impacts in 2017 and 2018.
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Liri x10 x,CMora our c1 ]! 512016 l ii' 1 in ce irectar 1 ) 16
Pa 1 County Admini 111517016
01/20/16 Administration Committee APPROVED
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RESULT: APPROVED [UNANIMOUS]
MOVER: Ron Kiesler, Vice Chair
SECONDER: Jill Ann Berke, Supervisor
AYES: Schachtner, Sjoberg, Berke, Kiesler, Achterhof
Vote Confirmation.
talis ffa-chtner,Superb " 1./21/2016'./2 I/20I b
SL Croix County Board of Supervisors Action:
Roll Call -Vote Requirement— Majority of Supervisors Present
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RESULT: ADOPTED [UNANIMOUS]
MOVER: Ron Kiesler, Supervisor
SECONDER: Andy Brinkman, Supervisor
AYES: Schachtner, Ring, Babbitt, Novotny, Sjoberg, Koch, Nelson, Berke, Ostness,
Larson, Hansen, Kiesler, Brinkman, Peterson, Anderson, Achterhof, Leibfried,
Peavey
ABSENT: Chris Kilber
This Resolution was Adopted by the St. Croix County Board of Supervisors on February 2, 2016
Cindy Campbell, County Clerk
TENTATIVE AGREEMENT
LABOR NEGOTIATIONS FOR A NEW COLLECTIVE BARGAINING AGREEMENT
BETWEEN ST. CROIX COUNTY AND LOCAL 453,WPPA/LEER
1. Article 5, Section 2, Sergeant Positions (1)(d) created to read as follows:
d. Investigations Sergeant: Associates Degree in: Criminal Justice Law Enforcement
Sociology, or related field; minimum of 60 college level credit hours; bachelor's degree
preferred. Must have 2 years experience as an Investigator in the St Croix Countv Sheriff's
office. Or any equivalent combinations of experience and training which provides the required
skills, knowledge, and abilities.
2. Article 5, Section 2, Sergeant Positions, (2)-(3) modified to read as
follows:
2. Sergeant Classification seniority will be established from the date of hire in respective
primary services/investigations/corrections/court services classification. Thereafter, if
new sergeants are appointed, seniority within the sergeant classification will prevail.
3. Personnel selected for the sergeant positions will be paid$2.00 an hour above the bargained
rate of pay for primary services/investigations/corrections/court services deputies with the
same level of years of service. The $2.00 is fixed.
3. Article 5, Section 2, Sergeant Positions, (7) modified to read as follows:
rre-time a corrections, primary services, or-court services or investigations
7. If at any
sergeant should deeido to give u 9-return to his/her pasition as sefgearit.previous
classification at his/her election or by the County, accrued time as a sergeant shall count
towards seniority in the corrections, primary services, sr-court services, or investigations
classification that they return to.
4. Article 5, Section 4 modified to read as follows:
Section 4 - Qualifications: The DaV*m°f*fee County maintains the right, subject to the
Grievance Procedure,to determine qualifications of employees which, under this Section, shall
mean capability of performing work. Determinations of qualifications shall be consistent with
applicable vacancy filling procedures of this Agreement.
A. Filling of the Position of Primary Services Deputy: Whenever the County determines
that a vacancy or new position as a Primary Services Deputy is to be filled, said vacancy or
new position shall be posted for seven (7) calendar days in overlapping weeks on the
bulletin board provided by the County for Association use. The posting shall set forth the
job duties and responsibilities, required qualifications, and rate of pay. Interested
bargaining unit employees shall make application to the personnel ^ Human Resources
Department. The County may, at its discretion,provide for additional recruitment of the
vacancy or new position to the general public.
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Qualifications Necessary to Apply: Applicants with Wisconsin Law Enforcement
Certification are preferred. 4 the ^ pliea t is a current employee in +ti° ci,°,.;f+'s
Department, s/t,
_e must have a minimum of one (1) yea-F of eentinuous years of ser-viee
b
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The Selection Process:
Phase I --Written Test: All applicants will be given an opportunity, at a selected date,time,
and location,to complete a knowledge and skills-related test which reflects the duties,
responsibilities, and know-how necessary to perform the job of Primary Services Deputy.
No candidate scoring below the 70%correct level will be permitted to continue in the
selection process. The test will count for a maximum of thirty (30)of the points.
Phase 2–Interview: The top scoring applicants will be asked to participate in the interview
process. The exact number of top scoring applicants will be based on the needs of the
Department and the number of anticipated vacancies. The Interview Panel v414-may include
one (1)representative from the Human Resource Department, one (1)representative from
the_Publie Prateetion Gafmi+t°°County Board, one (1)representative from management in
the Sheriffs Department and two (2) representatives from area Sheriffs Departments. Once
the interview process begins the same individuals shall stay on the panel, except in an
emergency circumstance. Each member of the Interview Panel will rate the candidates in
order from first choice to last choice. The interview will count for a maximum of sixty(60)
of the points.
Phase 3--Union Credit: Once phase one and phase two of the Selection Process have been
completed,participants who are members of the local WPPA/LEER Union shall receive an
additional union credit for years of service—to be added to the composite scores as
developed by the Human Resource Department. The Union Credit is as follows: 2 points
per year, up to a maximum of 10 points.
The maximum score for Phase 1 is 30 points; the maximum score for Phase 2 is 60
points. The Human Resource Department provides the sheriff with a list of the top three
candidates from which he/she makes the final selection. If more than one vacancy exists,
the Sheriff makes the final appointment from the list with an additional name being added
so that the Sheriff always has three candidates from which to make his/her selection
(assuming there are that many candidates). The eligibility list is valid for twelve (12)
months from the date it was established.
B. Filling of the Position of Court Officer and Process Server: Whenever the County
determines that a vacancy or new position as a Court Officer or Process Server is to be
filled, said vacancy or new position shall be posted for seven(7) calendar days in
overlapping weeks on the bulletin board provided by the County for Association use. The
posting shall set forth the job duties and responsibilities,required qualifications, and rate of
pay. Interested bargaining unit employees shall make application to the Personnel Office.
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Qualifications Necessary to Apply: Applicant must be a Certified Law Enforcement
Officer in the State of Wisconsin,must be currently employed in a qualifying position in St.
Croix County, and must have a minimum of one (1)year of continuous years of service as
an officer in department. Qualifying positions include: Corrections Officer II, Security
Officer II, Court Officer, Primary Services Deputy, Investigator and Process Server.
Continuous years of service do not include time spent in the reserves or auxiliary services or
time spent in a temporary (non-benefit)position.
The Selection Process: The selection process will consist of a three-phase procedure to
develop a composite score.
Phase 1--Written Test: All applicants will be given an opportunity, at a selected date,time
and location,to complete a knowledge and skills-related test which reflects the duties,
responsibilities and know-how necessary to perform the job. No candidate scoring below
the 70%correct level will be permitted to continue in the selection process. The test will
count as one-third (1/3) of the total score.
Phase 2—Interview: The top ten scoring applicants (or less if there are fewer qualifiers)will
be asked to participate in the interview process. The Interview Panel mayinclude one
(1)representative from the Human Resource Department, one (1)representative from the
Publie Pfeteeti,r r,,,,,, itteeCounty Board, one(1) representative from management in the
Sheriff s Department and two (2) Representatives from area Sheriff's Departments. Once
the interview process begins the same individuals shall stay on the panel except in an
emergency circumstance. Each member of the Interview Panel will rate the candidates in
order from first choice to last choice. The interview will count as one-third(1/3) of the total
score.
Phase 3--Departmental Evaluation: The departmental evaluation is completed by
management in the Sheriff s Department,with input from the management staff and other
related managers. The evaluation will consist of such items as: work history, self-
motivation, report-writing ability. The departmental evaluation counts as one-third(1/3) of
the total score.
Composite scores are developed by the Human Resource Department using the three-
phase procedure. When candidates are determined to be substantially equal, seniority shall
be the determining factor. The Human Resource Department provides the sheriff with a list
of the top three candidates from which he makes the final selection. If more than one
vacancy exists,the Sheriff makes the final appointment from the list with an additional
name being added so that the Sheriff always has three candidates from which to make
his/her selection(assuming there are that many applicants). A copy of the evaluation form
is included in the Appendix. The eligibility list is valid for twelve (12) months from the date
it was established.
Filling of the Position of Investigator: Whenever the County determines that a vacancy
or new position as an Investigator is to be filled; said vacancy or new position shall be
posted for seven (7) calendar days in overlapping weeks on the bulletin board provided by
the County for Association use. The posting shall set forth the job duties and
responsibilities,required qualifications, and rate of pay. Interested bargaining unit
employees shall make application to the Personnel Office.
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Qualifications Necessary to Apply: Applicant must be a Certified Law Enforcement
Officer in the State of Wisconsin, must be currently employed in a qualifying position in St.
Croix County, and must have a minimum of fetw-0*two years of continuous years of
service as a Primary Services Deputy. Continuous years of service do not include time spent
in the reserves or auxiliary services or time spent in a temporary(non-benefit)position.
The Selection Process will consist of a three-phase procedure to develop a composite-score.
Phase I--Written Test: developed by an outside firm (such as Personnel Decisions, Inc. of
Minneapolis); Test will not be pass-fail; Test will count as one-third (1/3) of the total score.
Phase 2--Oral Interview: consisting of a series of questions relating to experience, technical
knowledge, and skills; All applicants will be asked the same questions; The Interview Panel
1-may include one (1) representative from the Human Resource Department, one (1)
representative from the-Public Proteetion GomfflitteeCounty Board, one (1) representative
from management in the Sheriff's Department and two (2)Representatives from area
Sheriff's Departments. Once the interview process begins the same individuals shall stay on
the panel, except in an emergency circumstance. The interview will count as one-third (1/3)
of the total score.
Phase 3--Departmental Evaluation:to be completed and will consider such items as: work
history as related to investigations,report-writing ability, court credibility, and self-
motivation. The departmental evaluation counts as one-third(1/3) of the total score.
Composite scores will be developed from this three-phase procedure. When candidates
are determined to be substantially equal, seniority shall be the determining factor in position
on the list. The Sheriff is given a list of the top three (3) candidates from which to appoint
an Investigator. This eligibility list is valid for twelve (12)months from the date it was
established.
5. Article 6, Section 1(A) modified to read as follows:
Section 1: The scheduling of the workweek shall be determined by the Department Head
subject to the following:
A. Primary Service Deputies: Primary Services Deputies who are on patrol shall work a
0,9) 6� /4), eight and one half« 1 12) nine and one half(9 '/2) hour day schedule with a fixed
shift. The eight and „r„ half(8 1,Q) nine and one half(9 %21hour day shall be at straight time.
Shifts shall be selected by the employees in that particular classification on a seniority basis.
The County shall list all available shifts for the classification and the employees shall list their
preferences in rank order. Failure to list order of preference will result in loss of seniority for
shift selection purposes and the County will treat the employee as if she/he was the least senior
employee.
6/4 Work Cyele! Pr-liief to Deeefflber- 31, 2009, the --g-M-0 to have eompletedt--6
mepAh trial period, 6 4 sehedule. This 6 4 sehedule will be a 9.5 hour shift. This 6 4 fetati&n
Ser-ylie's Deputies E)f"he St.Fa;Nr .'e.;F� .rr� Tl�r�14n efit. At
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end of the 6 month t, .,1 pefied
this schedule penn_-fi__+1_
Compensatory time during the "change over"periods will be at straight time (remaining in
compliance with FLSA, Article 6, Section 3). Shift differential will not apply to straight(fixed)
shifts,per contract language, Exhibit A. If a shift becomes vacant,the replacement hired for that
position will fill the shift until the next selection time. Shift switches may be executed with prior
approval of a supervisor. Filler shifts may have to go from nights to days or vice-versa on
limited occasions, depending upon which shifts need filling. Shift selection will take place in
February and August with the newly selected shifts to commence with the naturally sequenced
shift schedule in March and September.
6. Article 6, Section 1(C) modified to read as follows:
C. Court Officer/Court Security Officer/Court Services Deputy: The Court Officer/Court
Security Officer shall work a continuous (5/2) eight(8)hour schedule, Monday through Friday.
The Court Services Deputy shall normally work a continuous (5/2) eight(8)hour schedule,
Monday through Friday. The Court Services Deputy s1 a44-may also work flexible shifts
depending on work load on the basis of a forty(40)hour workweek, Monday through Saturday.
7. Article 6, Section 1(F) modified to read as follows:
F. Filler Shifts: Shift fillers are used within several classifications to fill vacant shifts that
occur due to vacations, compensatory time, schooling, sick leave, leaves of absence, and
other related times. Filler shifts are part of the usual shift pick rotations and are chosen in the
usual manner, by seniority.
Employees who are shift fillers shall be notified of the different shifts they will be filling
when the schedule is completed. However, the schedule only covers previously-arranged
times off. Occasionally, there are times when shifts open up on short notice due to illness,
injury, last-minute vacation requests, or unforeseen circumstances. When this happens, shifts
fillers will be required to change their shifts accordingly. These changes will be done with a
minimum twenty-four(24)hour notice, exee„+ as noted below.
arranged sehedule re leave, the
time.notice befefe the staA of the scheduled shift time. if someone calls in sick for-a shift and it is
net possible to fill with a shift fillef, other- be made to eevef the If there
are no shift fillers available,the shift will be filled by extending the hours of those already
working or calling in an off-duty employee, at the E p 's County's discretion.
Nothing in this Section abrogates the Empleyef's County's right to decide to fill or not
fill,part or all of a shift.
8. Article 8, Section 4 modified to read as follows:
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Section 4. Steps and Procedure:
Step 1: The employee, alone or with his/her representative, shall in writing explain the
grievance to the immediate supervisor no later than fourteen (14) calendar days
after he/she knew or should have known of the cause of such grievance. In the
event of a grievance, the employee shall continue to perform his/her assigned task
during processing of the grievance. The employee's immediate supervisor shall,
within ten (10) calendar days, inform the employee in writing, and the Union
representative where applicable, of his/her decision. The supervisor shall forward
a copy of the answer to the County's Supefvising Administration Committee or its
designees via the County_C^^ rAdministrator.
Step 2: If the grievance is not settled at the first(1 st) Step, the employee and/or his/her
representative shall prepare and file a written grievance on forms supplied by the
Union with the County's SupefvisingAdministration Committee or its designee
via the County Goo difiatofAdministrator within five (5) calendar days. The
County's Supervising Administration Committee or its designee will further
investigate the grievance and submit its decision to the employee and his/her
representative in writing within twenty(20) calendar days after receiving written
notice of the grievance.
9. Article 9, Section 9.01 modified to read as follows:
Section 9.01: All employees except Process Servers, Security Officers assigned to the
Government Center, and Court Officers, Court Services Deputies covered by this Agreement
shall receive eighty-five (85)hours pay as Holiday Pay on a separate deposit other than the bi-
weekly payroll deposit on or before December Ist of each year. Holiday Pay is in addition to the
regular pay received by an employee in the event that she/he is scheduled to work on any of the
following holidays: New Year's Day, Martin Luther King Day, Presidents' Day, Memorial
Day, Independence Day, Labor Day, Thanksgiving Day,Friday after Thanksgiving, Christmas
Eve Day, and Christmas Day.
10. Article 10, Section 10.06 modified to read as follows:
Section 10:06 - Annual PTO Options. The Personal Sick Leave Bank can be replenished
annually. At the end of each calendar year, the employee has the option of taking up to 96 hours
(full-time) or 48 hours (part-time) out of his/her PTO account and placing the hours into his/her
Personal Sick Leave Bank.
Also at this time the emplayee emi la4Ee up to 4 8 hetifs (full tiiffiel or 24 hours (pai4 time)
out of his,�her- PTO account and eonwk,&4 it inte eash, (separate eheek) based upon his/hef heufly
rate of pay on Decembet:3 1.
The employee also has the option of carrying over all of his/her PTO hours into the new
year. If the employee does not choose either- of he other option-s,the PTO hours will
automatically be carried forward into the new year.
11. Article 10, Section 10.08 modified to read as follows:
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Section 10:08—Restrictions. PTO hours and the Personal Sick Leave Bank are for the personal
use of the employee only. PTO hours can be borrowed or given away pursuant to the County's
PTO Donation Policy.
Should the PTO balance fall below"0",the employee will immediately receive deductions
in his/her pay to compensate for any PTO time taken in excess of the accrued hours. Should this
happen,the employee must take action immediately or be subject to disciplinary procedure.
An employee cannot be paid for time at work and receive PTO pay at the same time.
PTO is designed to provide for effective planning of work hours and time away from work.
Although the PTO plan encourages employees to maximize time spent on the job, it should not be
construed as serving to limit vacation time or sick leave time. Employees who are ill should not
report to work. Department Heads or Supervisors have the right to judiciously assess the health
of an employee and, if the employee is deemed to be "too sick"to work, the Department Head or
Supervisor can send the employee home. If the departmental workload makes it necessary to limit
the number of employees using PTO at the same time, the employee with the greatest seniority
shall be given his/her PTO choice;this is provided that no employee may use seniority to displace
another employee from scheduled PTO less than eight(8)weeks before the PTO is scheduled.
An employee asking for Unpaid Leave must use all of the hours s/he has accumulated in
his/her PTO account before the request will be considered. An employee asking for Unpaid Leave
because of a lengthy illness is required to use the hours in his/her Personal Sick Leave Bank before
the request will be considered. Employees are encouraged to utilize PTO hours prior to requesting
time off under the Family and Medical Leave Law.
Employees can use PTO in increments of not less than on h^'— % one-quarter( A)hour.
12. Article 11, Section 3 modified to read as follows:
Section 3 -Dental Insurance: The Employer will allow all bargaining unit employees to enroll
in the current Delta Dental dental insurance plan on a voluntary basis, and the Employer will pay
25% of the total monthly premium, the employee will pay 75% of the total monthly premiumAhe
employee coverage.
13. Article 12, Sections 1 and 3 modified to read as follows:
Section 1: An employee who has served his/her probationary period shall be granted Funeral
Leave with pay, not to exceed the normal work day, for a period not to exceed five (5) days, for
time lost due to a death in the employee's immediate family as defined herein in the "Schedule for
Funeral Leave", Section 3. Paid Funeral Leave shall commence the day following the death of
employee's immediate relative, but in no event will more than five (5) days be paid, and only for
those days the employee lost work and not for those days an employee is not required to work.
Payment for Funeral Leave is subject to the following:
1. Employee must attend the funeral.
2. Funeral Leave pay will not be paid if employee is not working due to illness; leave of
absence for any reason, except previously scheduled vacation time actually lost; layoff, or
any other non-work status, at the time of the death of the relative.
3. Employee may be requested to substantiate his/her claim for funeral leave.
4. Only one(1)paid leave shall be granted in the event of multiple death occurring during the
7
same period.
The County shall have the discretion to allow use of funeral leave on non-consecutive work days
so long as the total amount of days is not exceeded.
Section 3 -Schedule For Funeral Leave:
Ie)[aeiE € 1ota1frnlf Ida 3
Spouse, Domestic Partner as defined by the State up to S days
of Wisconsin, Alether-,�e arent, Sister,
Brother, Child/Stepchild, Grandpafent
Grandchild
Stepparent, Fathef of C,,,-.-°n+ Sp °Father-in- up to 3 days
law, Mother-in-law,
Gfa,dehi4dGrandparent, Son-in-Law, Daughter-
in-Law
Sister-in-law eu�ie, Brother-in-law up to I day
of r,,,-,-ef+t cpo*sv Aunt, Uncle,Niece,Nephew
--ehile.}
14. Article 15, Automobiles modified to read as follows:
ARTICLE 15 -AUTOMOBILES
The County agrees that it will maintain the policy of limited employee use of County autos
to and from the employee's residence in accordance with the written County policy communicated
to each employee. It is the intent of the parties that the County shall not revoke limited personal
use of County autos without review by the County Public Protection and Judiciary Committee to
determine whether the reasons for the original granting of the auto usage continues to exist or other
good and compelling reason exists for such discontinuance. The County further agrees that for the
duration of this Agreement, limited personal use of County autos as outlined herein, shall not be
discontinued.
"Limited employee use" means the ability to commute to and from home and the Sheriffs
Department. New hires on or after December 1, 1994, (excluding officers who are currently
receiving the stipend and take-home squad)into the positions of Primary Services Deputy,Process
Server, Court Services Deputy, or Investigator will be prohibited from personal use of the vehicle_
a will +reeeive the r,,..,„ dollar- ($40.00)per-month stip a
15. Article 26, Section 1 modified to read as follows:
ARTICLE 26 - EFFECTIVE DATE -DURATION - TERMINATION
T.,,,,,ary l 2013 TO AND
Section l: THIS AGREEMENT shall be in full force and effect from ,
'N P�G Deeember- 31, 2015January 1, 2016 TO AND INCLUDING December 31, 2018,
and shall continue in full force and effect from year to year thereafter unless written notice of
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desire to cancel or terminate the Agreement is served by either party upon the other at least sixty
(60) days prior to date of expiration.
16. Exhibit A Wage Grid (Increase)
2%ATB increase effective January 1, 2016
2%ATB increase effective January 1, 2017
2%ATB increase effective January 1, 2018
Executed at Hudson, Wisconsin
For the St. Croix County Law Enforcement Employees' Association, Local 453 of the
Wisconsin Professional Police Association/Law Enforcement Employee Relations Division
.m
Date:
kN-L4j',uk4 L�.,k- ",� - ZC1,
President Local 453 '
Date: Q L?
Neg iations C mmittee Date:
Negotiations Committee
Date:
Negotiations Committee
For St. Croix County
St. Croix County, Wisconsin
Date:
County Administrator
7 / AL
Date: - d e9l
Corporation Counsel
9