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HomeMy WebLinkAbout14483 ORD - 08/30/19780 xHR/8 -16 -78 1st AN ORDINANCE AUTHORIZING THE CITY MANAGER TO EXECUTE A CONTRACT WITH THE CORPUS CHRISTI POLICE OFFICERS' ASSOCIATION, PURSUANT TO COLLECTIVE BARGAINING NEGOTIATIONS, THE TERMS, CONDITIONS AND PURPOSES BEING MORE FULLY SET FORTH IN THE SAID CONTRACT, A SUBSTANTIAL COPY OF WHICH IS ATTACHED HERETO AND MADE A PART HEREOF, MARKED EXHIBIT "A "; AND DECLARING AN EMERGENCY. BE IT ORDAINED BY THE CITY COUNCIL OF THE CITY OF CORPUS CHRISTI, TEXAS: SECTION 1. That the City Manager be and he is hereby authorized to execute a contract with the Corpus Christi Police Officers' Association, pursuant to collective bargaining negotia- tions, the terms, conditions and purposes being more fully set forth in the said contract, a substantial copy of which is attached hereto and made a part hereof, marked Exhibit "A ". SECTION 2. The necessity to authorize execution of the aforesaid contract at the earliest practicable date creates a public emergency and an imperative public necessity requiring the suspension of the Charter rule that no ordinance or resolu- tion shall be passed finally on the date of its introduction but that such ordinance or resolution shall be read at three several meetings of the City Council, and the Mayor having declared such emergency and necessity to exist, having requested the sus- pension of the Charter rule and that this ordinance take effect and be in full force and effect from and after its passage, IT IS ACCORDINGLY SO ORDAINED this the 3 L day of August, 1978. ATTEST: Cie y Secretary MAYOR TACITYOF US CHRISTI, TEXAS APPROVED: DAY OF AUGUST, 1978: S. BRUCE AYCOCK, CITY ATTORNEY MICRO M" By 4sdtlannt Ci�torne L O$ 1980 24483 AGREEMENT BETWEEN THE CITY OF CORPUS CHRISTI AND THE CORPUS CHRISTI POLICE'OFFICERS' ASSOCIATION AUGUST 1978 INDEX Page Article I = Preamble . . . . . . . . . . . . . . . . . . . . 1 Article II - Definitions . . . . . . . . . . . . . . . . . . . 2 & 3 Article III - Association Rights A. Association Recognition and Scope of Unit . . . . . . 4 B. Payroll Deduction of Dues . . . . . . . . . . . . . . 4 & 5 C. Time off for Association Business . . . . . . . . . . 5 & 6 D. Bulletin Boards . . . . . . . . . . . . . . . . . . . 6 Article IV - Management Rights . . . . . . . . . . . . . . . . 7 thru 11 Article IV -A - Disciplinary Action . . . . . . . . . . . . . .12 thru 17 Article V - Association Duties Prohibited Practices .18, 19, 20 Article VI - Management Duties to the Association . . . . . . . 21 Article VII - Grievance Procedure . . . . . . . . . . . . . . .22 thru 25 Article VIII - Employee Economic Benefits . . . . . . . . . . 26 A. Workweek . . . . . . . . . . . . . . . . . . 26 B. Overtime . . . . . . . . . . . . . . . . . . 26 C. Health Insurance and Life Premiums " 26 & 27 D. Ranks and Wages . . . . . . . . . . . . . . . . . . 27 Public Safety Group Salary Schedule . . . . . . . . . 28 E. Court Time and Call Back . . . . . . . . . . . . . . 29 F. Educational Incentive Pay . . . . . . . . . . . . . . 29, 30 G. Clothing and Equipment . . . . . . . . . . . . . . 30 Index, cont'd. Page H. Holidays . . . . . . . . . . . . . . . . . . . . 31 I. Disability Leave . . . . . . . . . . . . . . . . 31', 32 J. Other Leave Time Policies . . . . . . . . . . . . 32 K. Administrative Leave . . . . . . . . . . . . . . 32 L. Pensions . . . . . . . . . . . . . . . . . . . . 32 M. Classifications Compensated Under General Schedule . . . . . . . . . . . . . . . . . . . 32, 33 Article IX - Legal Defense Service . . . . . . . . . . . . 34 Article X - Personnel Practices A. Notice of Shift Change . . . . . . . . . . . . 35 B. Wearing of Uniform on Off -Duty Security Jobs . . 35 C. Posting of Promotional Examinations . . . . . . . 35 D. Entrance Examinations . . . . . . . . . . . . . 36 E. Promotional Examination Corrections . . . . . . . 36 Article XI - Employee- Management Relations A. Labor Relations Committee . . . . . . . . . . . . 37 B. Contract Administration . . . . . . . . . . . . 37 C. Internal Investigation Guidelines . . . . . . . .. 37, 38, 39 Article XII - Existing Conditions . . . . . . . . . . . . 40 - Article XIII - Closing Clauses . . . . . . . . . . . . Signature page Appendix "A ", "B ", and "C" THE STATE OF TEXAS COUNTY OF NUECES AGREEMENT ARTICLE I - PREAMBLE Pursuant to the mutual agreement of the parties, this agreement has been entered into by the City of Corpus Christi, hereinafter referred to as the "City "; and the Corpus Christi Police Officers' Association, here- after referred to as the "Association ", on August 1, 1978 ' The purpose of this agreement is the promotion of harmonious relations between the City and the Association; the establishment of equitable and peaceful procedures for the resolution of differences; and the establish- ment of compensation and other conditions of employment. _I- ARTICLE II - DEFINITIONS I. "City" means the City of Corpus Christi. 2. "Association" means the Corpus Christi Police Officers' Association. 3. "Executive Board" means those members of the Association duly elected or selected as officers of that organization. 4. "Employee" means any sworn police officer of the City with the exception of the Chief of Police. 5. "Members" means any employee who is on the membership list of and pays dues to the Association. 6. "Supervisor" means any officer with the rank of Lieutenant or above, or any officer, when assigned supervisory duties by ranking officers having authority to make such assignments. 7. "Grievance" means any and all disputes arising under the Grievance Procedure in Article VII. 8. "Strike" means, whether done in concert or individually, a failure to report for duty, the willful absence from one's position, the stoppage of work, or the abstinence in whole or in part from the full, faithful, and proper performance of the duties of employment (including but not limited to "slowdowns ", "sickouts ", and the intentional failure to make arrests), a for the purpose of inducing, influencing or coercing a change in the con- ditions, compensation, rights, privileges, or obligations of employment. 9. "Commission" means the Civil Service Commission of the City of Corpus Christi. 10. "Chief" means the Chief of Police of the City of Corpus Christi. 11. "City Manager" means the City Manager of the City of Corpus Christi. -2- ARTICLE II - cont'd. 12. "Emergency" means any situation which jeopardizes the public health, safety or welfare, and requires alteration of schedules, work hours, shifts and /or personnel assignments, said emergency to be determined by the Chief. -3- AiMCLE III - ASSOCIATION RIGEiTS A. Association Rec=dtion and scope of Unit. The City hereby recognizes the Association as the sole and exclusive collective bargaining g agent for the unit consisting of all Patrolmen, Sergeants, Lieutenants, Captains, Connanders, and Assistant Chiefs. B. Payroll Deduction of Dues. 1. The Association shall supply the City with all necessary Papers and information for Payroll deduction of dues and assessments. Such dues and assessments will be established by the Executive Board in accordance with the bylaws of the Association. 2. The City agrees to deduct dues upon receipt from the Association of a "Dues Deduction" card voluntarily and individually authorized, signed and dated by each member of the Association. This authorization shall remain in full force and effect for the term of this agreement or until terminated by the employee. Such "Dues Deduction" card is found in Appendix "A" and is incorporated by reference into this agreement. 4he City shall begin such deductions on the following pay Period after receipt of the "Dues Deduction" card. 3. The City agrees to deduct special assessments upon receipt from the Association of a °Special Assessment Deduction" card voluntarily and individually, signed and dated by each member of the Association. The card will state the specific special assessment, reason for the special assessment, and the anount to be deducted. Such "Special Assessment Deduction" card is found in Appendix "B" and is incorporated by reference into this agreement. The City shall deduct such special assessment on the following pay period after receipt of the "Special. Assessment Deduction" card. -4- ARTICLE III - cont'd. 4. At any time a member of the Association desires to withdraw his membership, he may voluntarily and individually do so. Such action will be initiated through a "Termination of Dues Deduction-or Special Assessment" card voluntarily and individually signed by the member of the Association and furnished to the City. Such "Termination of Dues Deduction or Special Assessment" card is found in Appendix "C" and is incorporated by reference into this agreement. The City shall terminate deduction of such dues or special assessments on the following pay period after receipt of the "Termination of Dues Deduction or Special Assessment ". card. 5. The City will be obligated to remit to the Association only those sums deducted as dues and assessments from the Association member's paycheck and will not be liable for damages to the Association, any indi- vidual employee, or other persons for failure to deduct any authorized sum .for any reason. C. Time Off for Association Business. 1. Subject to prior notification to the Chief or the next highest ranking officer, the Executive Board, or its designees, shall have the right to visit the premises of the Police Department for purposes of administering this agreement. The visits shall be conducted in a manner and at a time as not to interfere with the functions of the department and approved by the Chief. Such approval shall not be unreasonably withheld. 2. Time off with pay will be allowed for three members of the Association on those days negotiations are in session to participate in the collective bargaining process. -5- ARTICLE III - cont'd. 3. Members of the Executive Board may receive time off, without loss 'of pay, to attend regularly scheduled Association meetings, and Executive Board meetings. The Chief may, at his discretion, grant said time off, subject to scheduling and manpower contingencies that may arise. 4. A pool of 9 work days shall be available during the term of this contract for time off with pay for Association delegates to attend con- ventions or seminars held in connection with Union activities, provided that said time off with pay shall not exceed a total of nine (9) regular working days regardless of the number of delegates elected to attend such functions. Additional expenses for travel, lodging, etc. are not included. D. Bulletin Boards. The Association may provide and maintain a bulletin board in the police station at its own expense. The bulletin board shall be consistent in design and standards to other bulletin boards in the police station. The Association shall use the bulletin board for posting of routine announce- ments of meetings, Association business, recreational functions, legis- lative enactments and judicial decisions. The use of the bulletin board for the posting of partisan political material, editorial comments and viewpoints of employees in any manner which would be in opposition to exist- ing police and working conditions shall not be allowed. Any material on the bulletin board which the City alleges to be in violation of this agree- ment shall be promptly removed by the Association. The matter will then be immediately referred to Step "4" of the grievance procedure for reso- lution. -6- ARTICLE IV - MANAGEMENT RIGHTS A. The Association recogpizes that the City has statutory and charter rights and obligations in contracting for matters relating to municipal operations. The right of contracting or subcontracting is vested in the City. B. The City shall have the authority to consolidate the operations of two or more departments, and to reorganize the operations within the department, or departments, and the right to lay off employees of the department. C. The City shall have exclusive authority to transfer any governmental operations now conducted by it to another unit of government. Upon such transfer, all agreements are terminated, including this agreement as per- taining to personnel of the department affected by the transfer. D. The City and the Chief shall retain all rights and authority to which by law they are entitled. E. It is understood by the•parties that every duty connected with operations enumerated in job descriptions is not always specifically described, and it is intended that all such duties shall be performed by the employee. _ F. The City shall reserve the right to use security personnel which include, but are not limited to, such job classifications incorporated within the Compensation and Classification Plan as Safety Security Officer, Jailor, Police Matron, Lifeguard, School Crossing Guard, and Maintenance Security Man, which require training in law enforcement, safety and security -7- ARTICLE IV - cont'd. duties, fire fighting skills, emergency medical treatment, water safety, and other similar related skills. Such job classifications, as well as similar job classifications adopted in the future which would include public safety personnel for Padre Island, are not subject to the terms of this agreement. G. The City reserves the right to use civilians in the Police Depart- ment to perform duties which do not require a commissioned officer or the power of arrest. The scope of such duties include, but are not limited to communications, information system, records, community services, clerical support, maintenance, school safety crossing, and jail operations. Civilians performing such duties are not subject to the terms of this agreement. H. The City reserves the right to use personnel from the Police Department and the Fire Department interchangeably during natural disasters and civil disorders. I. The Chief shall have the exclusive right to: 1. Establish departmental rules and procedure; 2. Discipline or discharge for cause; 3. Determine work and overtime schedules in a manner most advan- tageous to the City; 4. Establish methods and processes by which work is performed; and 5. Transfer employees within the department in a manner most advantageous to the City. J. All promotions to the classifications of Assistant Chief or Police Commander shall be exempt from competitive examinations, and instead shall _g_ ARTICLE IV - cont'd. be made by appointment by the Chief. The appointment shall be within the discretion of the Chief, provided that the Chief shall promote the employees from the permanent salary classification immediately below that for which appointment is being made. Employees appointed to the positions of Assistant Chief or Police Commander under the provisions set out herein may be demoted from said position at the discretion of the Chief. An employee so demoted shall have no right to file a grievance or to appeal the demotion, and the Commission shall have no jurisdiction, power, or authority to investigate or review such demotion or to alter the terms of such demotion. Upon demotion from such an appointed classification, an employee shall resume the competitive classification from which he was appointed and his salary shall be in accordance with said competitive classification with service time credited as continuous time in that competitive classifi- cation and with all salary increases to which he would have been automatic- ally entitled had he continuously remained in said competitive classification. K. Employees promoted to the rank of Sergeant, Lieutenant, or Captain may be demoted at the discretion of the Chief, without appeal to the Commission at any time during the 12 -month period subsequent to being so promoted. Said demotion shall not be subject to the grievance procedure in this contract. L. Sergeants and Patrolmen may be freely utilized interchangeably in positions presently staffed by either classification in the various divi- sions. The current number of Sergeant positions shall not be reduced or deleted from the budget except in those conditions wherein the number of Patrolman positions is also reduced. M. Except as provided in this agreement, the City retains the right to operate and manage its affairs in all respects. -9- ARTICLE IV - cont'd. N. Upon written request by the Police Chief for a person to fill a vacancy in any classification below the rank of Commander, the Commission shall certify to the Police Chief the 3 names having the highest grades to be filled, and the Police Chief may select any one of the 3 persons so certified. The Police Chief need not state in writing his reason for selection or rejection of any of the 3 persons certified by the Commission. In the event a person rejected desires to appeal the action of the Police Chief, such appeal shall be to an arbitrator or arbitration panel, selected as specified above in paragraph P, and there shall be no appeal to the Civil Service Commission. The person rejected who desires to appeal the action of the Police Chief is charged with the burden of proof of showing that the rejection was for some reason other than the officer's ability to perform at the higher rank. The arbitration panel may overturn the decision of the Chief. The question of rejection on the part of the Police Chief shall be determined by the arbitration panel or arbitrator, as the case may be. To the extent this paragraph alters any provision of Article 1269m, V.A.T.S., Article 1269m is so altered, and it is mutually so agreed. 0. The Civil Service Commission shall nbt conduct investigations of internal affairs within the Police Department. The term "investigations" means investigations of alleged misconduct of one or more police officers by the internal investigation unit of the Police Department. It is agreed that such internal investigations shall be the duty and responsibility of the Chief of Police. This specific alteration of Article 1269m, V.A.C.S., is authorized by Article 5154c -1, V.A.C.S., the Fire and Police Employees Relations Act. P. The City and the Association shall develop and agree upon, sometime during the tenure of this contract, promotional examinations which measure qualifications based on job knowledge, ability, and job performance as such -10- ARTICLE IV - cont'd. measures relate to specific classifications. Promotional examinations shall not be instituted prior to consultation with the Civil Service Commission. However, approval of the Civil Service Commission shall not be required. Such promotional examinations to be developed shall in no way be limited by applications of Article 1269m, V.A.T.S. Q. Field Training Officer pay as established by the compensation ordi- nance may be granted in addition to regular pay to all officers for extra- ordinary, specific duties of training and evaluating recruit officers. Once established, said field training officer pay shall remain constant during the tenure of this contract. -11- ARTICLE IV -A - DISCIPLINARY ACTION A. The Chief shall have authority to demote, temporarily suspend not to exceed thirty working days, or terminate any employee for the causes set forth in Article 15, Section 3 of the Rules and Regulations of the Civil Service Commission for Firemen and Policemen of the City. The employee may appeal such actions as provided herein. B. Prior to any such disciplinary action, the employee shall be given written notice of contemplated disciplinary action, stating the action or actions contemplated and the reasons therefor, and notifying the employee that he may rebut the charges to the Chief, either orally or in writing, within a reasonable time, which time shall be stated in the notice. C. After the notice and opportunity for rebuttal provided in the preceding paragraph the Chief may demote, suspend or terminate an employee by personal service on the employee of a written statement of charges. If the Chief should be unable to secure personal service after due diligence, service may be made by placing it in the mail addressed to the employee's last known address along with delivery of the statement to the Association, and proof of such service shall be sufficient to support any disciplinary action. A copy of such statement, along with a copy of the notice of con- templated disciplinary action, shall be promptly filed with the Personnel Director of the City. The written statement shall point out the particular rule or rules alleged to have been violated by the employee and the specific act or acts alleged to be in violation. Said 'statement shall inform the employee that he has ten (10) days after receipt thereof to file a written appeal with the Personnel Director. If alternate service is had as provided herein, the employee shall have ten days from service upon the Association. Appeal from suspension or termination shall be decided by one arbitrator, selected according to this contract. -12- ARTICLE IV -A - cont'd. D. Upon receiving an appeal from an employee, the Personnel Director shall act immediately to notify the Association and the Chief of the appeal to arbitration. The employee and the Chief (the parties) shall attempt to mutually agree on an arbitrator. If the parties fail to agree on an arbi- trator within ten days after the appeal is filed, the Director shall immediately request a list of seven (7) qualified neutrals from the American Arbitration Association. The Parties may mutually agree on one of the seven neutrals. If they do not so agree, the Parties shall alternately strike the names on the list within five working days after receipt of the list, and the remaining name shall be the arbitrator. All parties shall act to complete the selection process at the earliest possible date. The arbitrator shall be immediately notified of his selection. E. The hearing shall be commenced, but need not be completed, within thirty days of the arbitrator's selection. Delay in commencement of the hearing within thirty days may occur due to unavoidable conflicts with the arbitrator's schedule, and for no other reason. If the arbitrator selected cannot commence the hearing within sixty days from his selection, and if the parties cannot agree upon a substitute within one day of so learning, another arbitrator shall be selected from a new list of seven names immediately re- quested from the American Arbitration Association, according to the procedure set out herein. The hearing shall be scheduled so that it can be completed without break, in consecutive calendar days (excluding weekends and holidays). The arbitrator shall make an award within thirty days of the close of evidence in standard arbitration hearings, and within five days of the close of evidence in expedited arbitration hearings. Post hearing briefs shall only be permitted in'standard arbitration hearings, and must be mailed to the arbitrator within seven days of the close of evidence at the hearing. -13- ARTICLE IV -A - cont'd. A stenographic transcription of the proceedings shall be made only upon written agreement of the parties prior to the camencement of the hearing. 'Should there be no agreement, the party desiring the transcript may have the transcript made at its sole expense. The award of the arbitrator shall state which particular factual charges he finds to be true, if any, and the particular rules he finds such conduct to have violated, if any. Where the charges are upheld, the award shall state whether the discipline imposed is upheld, or whether some lesser discipline is substituted. F. The following rules shall govern the conduct of hearings under this section, and of certain preliminary matters: (1) Upon request of either party addressed to the opposing party at least 2 days prior to the date of hearing, the parties shall exchange the names of witnesses expected to be called at the hearing. Upon failure of a party to disclose such witnesses, the arbitrator may exclude their testimony. (2) The arbitrator shall have the power to subpoena witnes- ses. Where the subpoena request is not opposed by a party, the City Personnel Director shall issue the sub- poena in the name of the arbitrator, and such issuance shall be considered the act of the arbitrator. If the subpoena is opposed, the moving party shall apply to the, arbitrator for issuance of the subpoena. (3) In all hearings under this section, the City shall prove its case by a preponderance of the evidence. (4) The parties, in writing, may request discovery from each other concerning the case. Should the other party not -14- ARTICLE IV -A - cont'd. agree to provide the requested information within three days of the request, the request shall be deemed denied. The requesting party may then apply to the arbitrator, who shall order such discovery as is appropriate to the nature of the case, subject to rules of discovery in Texas civil cases. In considering the application, the arbitrator shall consider the burden and expense of pro- ducing the information, the need of the requesting party, the amount of time available prior to the hearing, and such other matters as he may deem material. In no event shall discovery be permitted to delay the hearing, and in no event shall discovery be requested within the three days prior to the hearing. (5) All hearings shall be public unless it is expressly agreed in writing by the parties that the hearing shall be closed to the public. In any event, the final decision of the arbitrator shall be public, although public announcement may be reasonably delayed upon request of the parties. (6) Unless otherwise provided in this contract, the conduct of the hearing shall be governed by the rules of the American Arbitration Association. G. The arbitrator shall have all powers vested in the Commission under Article 1269m, V.A.C.S., and the Commission Rules, with respect to suspensions, terminations, and demotions, except the power to amend such rules. H. Any notice or statement required to be filed by the Chief of Police or the employee in a disciplinary proceeding under Article 1269m, under Commission Rules, or under this contract, shall be filed with the Director of -15- ARTICLE IV -A - cont'd. 'Personnel of the City. I. With respect to terminations, temporary suspensions, and demotions, the employee shall have such right to appeal the arbitrator's decision to district court as he is given in Article 1269m to appeal the Commission's decision, and no greater right. J. Unless otherwise provided in this contract, in cases of con- flict, the provisions of this contract will control over Article 1269m, Civil Service Commission Rules, and AmericanArbitration Association Rules; and Article 1269m and Civil Service Rules promulgated pursuant to it shall con- trol over American Arbitration Association Rules. K. A probationary employee may be discharged at the discretion of the Chief, without appeal to arbitration, to the Commission, or to any court, at any time during the twelve -month period subsequent to being commis- sioned as a police officer. L. Notwithstanding any other provision of this contract, the Chief shall have authority to temporarily suspend an employee for period of not less than 30 nor more than 90 working days, where the employee agrees to the suspension in writing. The employee shall have no right to appeal such agreed suspension, and no administrative or judicial body shall have power to review such a suspension or alter the terms of the agreement. M. Any deadline or time restriction set out in this contract with respect to disciplinary proceedings may be modified by written agreement of the parties. However, neither party may be compelled to waive its right to insist upon the deadlines and time restrictions provided by the contract_ N. In addition to disciplinary powers vested in the Police Chief, Police Commanders shall have the right to suspend for cause, said suspensions not to exceed three working days without pay. Such suspensions may be appealed within five days to the Chief, and further appeal shall be to arbitration, -16- I ARTICLE IV -A - cont-d. according to the procedures for disciplinary actions by the Chief, except that no presuspension notice by the Chief shall be necessary, and the Chief may adopt the Commander's letter as his own. 0. The City and the aggrieved employee shall share equally the fees and expenses of the arbitration. Where the Association represents the employee, it shall share equally the arbitration fees and expenses with the City. P. All hearings which are expected to be completed in one day shall be submitted for expedited arbitration. On all other hearings the parties may agree to request expedited arbitration. Q. To the extent that any provision of this Article conflicts with or changes Article 1269m, V.A.C.S., or any other civil service statute, the statute is so amended, as authorized by Article 5154c -1, V.A.C.S. R. Any officer temporarily suspended for five days or less may, at the discretion of the Chief, be allowed to voluntarily work on regular days off to offset a loss in pay resulting from suspension. Such time worked will not be considered as overtime. t Written reprimands may be issued by the Chief to an officer without requiring prior notification. Copies of all written reprimands shall be given to the effected officer. -17- ARTICLE V - ASSOCIATION DUTIES A. Prohibited Practices. Neither the Association nor any employee shall engage in any of the following practices: I. Restrain or coerce any employee in the exercise of any rights granted under this agreement; 2. Cause or attempt to cause an employee to discriminate against another employee because of the employee's membership or nonmembership in any employee organization, or attempt to cause the City to violate any rights of the employee; 3. Discriminate against any employee because he has signed or filed an affidavit, petition or complaint, or given any information or testimony alleging violations of this agreement; 4. Discriminate against any employee covered by this agreement because of race, sex, creed, color, age, national origin, affiliation, association or nonassociation; or discriminate in the application of inter- pretation of the provisions of this agreement; 5. Discriminate against any employee who has filed a grievance pursuant to Article VII of this agreement;_ 6. Initiate, authorize, aid, or participate in any strike, picketing, or distribution relating to the employee's employment or the employment of any other person by the City or any other employer; or refuse to cross any picket line by whomever established where such refusal would interfere with or impede the performance of the employee's duties as an employee of the City. -18= ARTICLE V cont'd. B. The parties hereto agree that all negotiations will be conducted exclusively between the designated bargaining representatives of the City and the Association. Neither party will make any effort to bypass the spokesman of the other party during the period of negotiations for amend- ments to this agreement unless an impasse exists as defined under the "Fire and Police Employee Relations Act ", Article 5154c of Vernon's Annotated Civil Statutes. C. Any changes in wages, hours, terms and conditions of employment and other benefits granted by the Texas State Legislature requiring the City to compensate, remunerate or otherwise assist employees after the effective date of this agreement shall not alter the terms of this agreement during the life of said agreement.. This provision shall not unfavorably affect employees as to any changes in wages, hours, terms and conditions of - employment and other benefits granted by the Texas State Legislature re- quiring the State of Texas to compensate, remunerate or otherwise assist employees after the effective date of this agreement. Any changes in wages, hours, terms and conditions of employment and other benefits granted by the Texas State Legislature requiring the State of Texas to compensate, remunerate or otherwise assist employees shall not be incorporated into this agreement; nor shall the City be required at any time to pay any share of said wages, hours, terms and conditions of employment and other benefits_ Any reduction or elimination of wages, hours, terms, and conditions of employment, and other benefits by the Texas State Legislature that previously -19- t . r ARTICLE V - cont'd. required the City to compensate, remunerate or otherwise assist employees after the effective date of this agreement shall not alter the terms of this agreement during the life of said agreement. -20- F ARTICLE VI - MANAGEMENT DUTIES TO THE ASSOCIATION A. The City shall provide the following materials to every employee: 1. A copy of rules and regulations of the department, and 2. A copy of this agreement. B. The City shall not engage in the following practices: 1. Interfere with, restrain, or coerce employees in the exercise of rights granted in this agreement; 2. Dominate, interfere, or assist in the formation, existence or administration of any employee organization; or contribute financial support to any such organization; 3. Encourage or discourage membership in any employee organization by discrimination in hiring, tenure, training, or other terms or conditions . of employment; 4. Discharge or discriminate against any employee because he has filed any affidavit, grievance, or complaint; or given any information or testimony alleging violations of this agreement; or because he has formed, Joined or chosen to be represented by any employee organization; 5. Discriminate against any employee or employee group because of- religion, sex, creed, color, age, national origin, association or nonassoci- ation or affiliation in an organized employee group or discriminate in the application or interpretation of the provisions of this agreement. =21- ARTICLE VII GRIEVANCE PROCEDURE A. Scope of Grievance Procedure. The purpose of this grievance procedure is to establish effective machinery for the fair, expeditious and orderly adjustment of grievances.. Only matters involving the inter- pretation, application, or enforcement of the terms of this agreement, shall constitute a grievance under the provisions of this grievance procedure. B. Association Representation. A grievance may be brought under this procedure by one or more aggrieved employees, with or without an Association representative. C. Time Limitations. The aggrieved employee or employees shall bring the grievance to his immediate supervisor at Step 1, below, within fifteen (15) days of its occurrence; or if at the time the employee is unaware of the grievance, within fifteen (15) days of his knowledge of its occurrence. The time limits prescribed herein may be waived by mutual agreement, in writing, by the aggrieved employee, or the Association in a class grievance; and the appropriate management representative at each step. D. St_ eps. Step 1. The aggrieved employee shall meet with his immediate supervisor within the prescribed time limits, and orally discuss the griev- ance. The immediate supervisor shall make a decision and orally communi- cate this decision to the aggrieved employee within five (5) working days from the initial presentation of the grievance. Every effort shall be made by the employee and the immediate supervisor to resolve the grievance at this level. -22- >«c K ARTICLE VII - cont'd. Step 2. If the grievance is not resolved at Step 1, the aggrieved employee shall submit a written grievance to his immediate supervisor within five (5) working days following the supervisor's oral response. The written grievance at this step and at all steps thereafter, shall contain the following information: (1) a statement of the grievance and the facts upon which it is based; (2) the alleged violation of the agreement; (3) the remedy or adjustment sought; and (4) the signature of the aggrieved employee. The immediate supervisor shall respond in writing to this griev- ance within five (5) working days of its receipt. The written response at this step, and management responses at all steps thereafter, shall con- tain the following information: (1) an - affirmation or denial of the facts upon which the grievance is based; (2) an analysis of the alleged violation of the agreement; (3) the remedy or adjustment, if any, to be made; (4) the signature of the appropriate management representative. Step 3. If the grievance is not resolved at Step 2, the aggrieved employee shall submit a written grievance to his intermediate supervisor within five (5) working days following receipt of the immediate ppervisor's written response. The intermediate supervisor shall respond in.writing to this grievance within five (5) working days of its receipt. Step 4. If the grievance is not -resolved at Step 3, the aggrieved employee shall submit a written grievance to the Chief within ten (10) working days following the intermediate supervisor's written response. The Chief shall respond in writing to this grievance within ten (10) working_ days of its receipt. -23- ARTICLE VII - cont'd. Step 5. If the grievance is not resolved at Step 4, the aggrieved employee shall submit a written grievance to the City Manager within ten (10) working days following the Chief's written response. The City Manager shall respond in writing to this grievance within fifteen (15) working days of its receipt. The requirement in Steps 2 through 5 for written grievances and responses shall not preclude the aggrieved employee and the appropriate management representative from orally discussing and resolving the grievance. Step 6. If the grievance has not been resolved at Step 5, the aggrieved employee may request that the grievance be submitted to arbitra- tion. Submission of the grievance to arbitration shall be voluntary on the part of both parties. The decision of the arbitrator shall be binding on both parties. If arbitration is mutually elected, within ten (10) working days the aggrieved employee and the City shall agree upon an arbitrator. If the parties fail to agree, a list of seven (7) qualified neutrals shall be requested from the American Arbitration Association (AAA). Within five (5) working days after receipt of the list, the aggrieved employee and the City shall alternately strike the names. on the list, and the remaining name shall be the arbitrator. The hearing on the grievance shall be informal and the rules of evidence shall not apply. The arbitrator shall not have the power to add to, subtract from or modify, the provisions of this agreement in arriving at a decision on the issue or issues presented; and shall confine his decision solely to the interpretation, application, or enforcement of this agreement. The arbitrator shall confine himself to the precise issue -24- ARTICLE VII - cont'd. submitted for arbitration, and shall have no authority to determine any other issues not so submitted to him. The decision of the arbitrator shall be final and binding upon the aggrieved employee and the City. The City and the aggrieved employee shall share equally the fees and expenses of the arbitrator. Where the Association represents the aggrieved employee at Step 6, it shall share equally the arbitration fees and expenses with the City. If arbitration is not mutually elected, the employee may, with approval from the Association, appeal the decision of the City Manager, resulting from Step 5, to a District Court of the State of Texas. In the event that the Court rules in favor of the employee, the employee shall not be entitled to recover any damages which could reasonably have been mitigated by the employee. The final judicial decision by whatever court is the last court resorted to by either party shall be final and binding on both parties. -25- ARTICLE VIII - EMPLOYEE ECONOMIC BENEFITS A. Workweek. The workweek shall consist of forty (40) hours. The normal workday shall begin fifteen (15) minutes prior to the beginning of the eight -hour shift. A meal break may be taken during the eight -hour shift schedule in compliance with the rules and regulations of the department. B. Overtime. Overtime shall be defined as authorized work performed in excess of the regular workweek. All employees, excluding those serving at the rank of Police Commander or Assistant Police Chief, may elect to be compensated for overtime either in cash at the rate of time and one -half (1 -1/2) the employee's regular rate of pay, or in compensatory time equal to one and one -half (1 -1/2) times the actual hours of overtime worked. Schedul- ing of compensatory time shall be at the discretion of the Chief. Compen- satory time may be accrued on an unlimited basis. In the event of separation in good standing, the City shall pay accrued compensatory time not to exceed thirty (30) days at the employee's regular rate of pay. When ordered by the Chief to work during an emergency or assigned to some duty not normally attendant to their supervisory and management responsibility of their job assignment or division, Commanders shall be compensated at a rate of time and one -half and may be compensated in cash or compensatory time, for those hours worked over and above the regular 40 -hour workweek. C. Health Insurance and Life Premiums. The City shall pay the em- ployee premium on group health and life insurance with employees sharing in that expense at the rate of $1.00 per month. The City agrees to pay dependent coverage in the amount of $3.82 per month. Employees who retire under conditions of regular TMRS retirement shall be eligible to continue participation in the City's group health in- surance program at monthly group premium rates set forth in the insurance contract subject to periodic changes in rates as required. The total cost _9r_ ARTICLE VIII - cont'd. of such continued coverage shall be paid entirely by the employee and shall remain in force while paid by the employee until he or she either becomes eligible for Medicare or reaches the 65th birthday. Rate increases for dependent coverage without any change in hospi- talization insurance benefits during the contract year shall in no way be con- sidered to diminish the rights, privileges or working conditions currently en- joyed by the employee. D. Ranks and Wages. Effective August 1 , 1978, the basic ranks within the Police Department as well as the applicable job classifications and applicable monthly pay rate shall be as follows: -27- PUBLIC SAFETY'GROUP'SALARY SCHEDULE August 1,1978 Police Class Code Class Title Starting 6 18 30 42 914 Trainee $ 795 915 Police Officer 924 971 1,020 .1,074 1,128 916 Sergeant 1,128 1,184 1,243 co 918 Lieutenant 1,306 1,372 1,441 February 1, 1979 914 Trainee 810 915 Police Officer 941 989 1,039 1,094 1,149 916 Sergeant 1,149 1,206 1,266 918 Lieutenant 1,331 1,398 .1,468 ARTICLE VIII - cont-d. E. Court Time and Call Back. I. Employees while off duty who are called back to duty or subpoenaed to give testimony in court about events arising out of their employment shall be compensated at the rate of time and one -half the employee's regular rate of pay with the minimum compensation of 3 hours. 2. Employees who are subpoenaed while on vacation to give testi- monty about events arising out of their employment shall be compensated during the first eight hours of testimony for the employee's vacation time in that workweek as well as compensated for actual hours worked at the rate of time and one -half (1 -1/2) the employee's regular pay with a minimum compen- sation of two hours. Compensation for subsequent Court testimony after the initial eight hours shall be at the rate of the employee's regular pay. 3. Employees who are called back to duty while on vacation shall be compensated for the employee's vacation time in that workweek as well as pay with a minimum compensation of two hours, except that where an emergency exists, the employee's vacation may be cancelled by the Chief, whereupon said employee shall be paid at his regular rate of pay. F. Educational Incentive Pay. 1. Employees shall be eligible for educational incentive pay at the monthly rate of 70¢ per month for each academic semester hour satisfactorily completed provided that such hours are applicable toward a degree in-Police Science. Approved hours must include the core curriculum in Law Enforcement. In no event will more than $49.70 per month be paid without successful comple- tion of the requirements and the receipt Iof the Associate in Applied Science Degree or Police Science; if the employee is attending a four -year college, he may meet this requirement by filing a copy of his certified degree plan with the Director of Personnel, noting his expressed intent to obtain a Bachelor's Degree in Police Science. All approved hours above the Associate Degree in -29- ARTICLE VIII - cont'd. Police Science will be eligible for educational pay at this rate up to an additional $34.30 per month or a combined total of $84.00 per month. Suc- cessful completion of the requirements and receipt of a Bachelor's Degree in Police Science will qualify the employee for a maximum of $87.50 per month. 2. Approved hours above the Bachelor's Degree applicable toward a Master's Degree in Police Science will be eligible for educational incentive pay at the same rate up to an additional $14.00 per month. Successful com- pletion of the Master's Degree in Police Science will qualify the employee for an additional $7.00 per month for a maximum combined total of an addi- tional $21.00 on a Master's Degree. 3. No probationary employee will be eligible for educational incentive pay until after he has successfully passed his probationary period. Specific hours obtained through participation in the Police Academy will be considered applicable toward educational incentive pay only after successful completion of at least one other academic course in the related filed on his own time. G. Clothing and Equipment. The City shall pay 100% of the cost to provide every uniformed employee with all required initial clothing items and equipment, excluding shoes. The City shall thereafter replace or repair all said required clothing items and equipment which are lost or damaged on the basis of 100% ex- cluding shoes. A clothing allowance of $300 shall be paid to all officers who are required by order of the Chief to wear civilian clothing during their regular work assignment. Such payments will be made at the beginning of the contract year, or when assigned. At such time the Police Officer's assignment requires that he return to a police uniform and there is a remaining portion of the 12 month period, the clothing allowance shall be prorated to the extent that it will be deducted from a future annual clothing allowance when the officer is transferred back to a -30- ARTICLE VIII - cont'd. duty assignment where civilian clothes are required. If the officer is sepa- rated from the service and a prorated clothing allowance is owed, it shall be deducted from his final pay check. For each year thereafter the City shall pay up to $300 for replacement costs for those persons so authorized. A clothing allowance of $15.00 per month shall be provided to each officer of the department for the purpose of uniform and clothing cleaning and maintenance. . H. Holidays. 1. Each employee shall receive the following seven (7) holidays during each fiscal year: New Year's Day Thanksgiving Day Memorial Day Christmas Day Fourth of July One Holiday to be determined Labor Day by the City 2. The current practice of adding holidays to vacation time shall .be retained. I. Disability Leave. No sick leave shall be charged for injury sustained in the line of duty. Employees shall be paid disability leave in an amount not to exceed their regular salary as provided by the state law for injuries occur - ing while in the course of employment. The use of accrued sick leave may be granted to any officer injured an the job after injury leave has been exhausted only at the discretion of the Chief. A disability shall be defined as a physical injury or illness which prevents an officer from fully performing assigned duties in all major divisions of the department. In the event the Chief of the department determines after consultation with the cith physician that the officer is unable to perform his or her job duties, he may institute immediate termination or retirement if appli- cable. An officer may call for further examination by a board of three physicians -31- . ARTICLE VIII - cont'd appointed by the city physician, but with the officer paying 50% of the expense and the City paying the remaining 50 %. In the event that further examination is requested as provided above, the majority finding of the three physicians that a disability as defined herein exists shall be final. An officer who has previously been declared disabled may at the dis- cretion of the Chief be eligible for re- appointment to the service upon certification by the City Physician that he or she has recovered from that disability, and is able to perform full duties. J. Other Leave Time Policies. 'rile City shall maintain all other leave time policies affecting police officers currently in effect, excluding administrative leave for Police Commanders and Assistant Chiefs. K. Administrative Leave. Assistant Chiefs and Ccmanders may receive administrative leave time for work performed in excess of their regularly scheduled duties. Said leave time may be granted at the discretion of the Chief, subject to scheduling and manpower contingencies that may arise. Said administrative leave time shall, in no event, exceed that amount of time that Assistant Chiefs and Commanders have accumulated in excess of their regularly scheduled work. L. Pensions. The city shall maintain the retirement program in effect August 1, 1977. M. Classifications Compensated Under General Salary Schedule. The positions of Assistant Police Chief, Police Cmunander, and Police Captain shall be com- pensated at salary grade levels set forth belay within the general salary schedule consistent with the provisions provided under Section 552.7 of Carpensation Ordinance No. 8127. The Assistant Police Chief shall be com- pensated at pay grade 34; the Police CcmTander at pay grade 32; and Police Captain at pay grade 30. All other subsequent step increases shall be made consistent with longevity requirements of the general salary schedule or as provided by authority -32- ARTICLE VIII - cont'd. of section 552.7 of Compensation Ordinance No. 8127. Individual merit or performance salary increases as authorized by the compensation ordinance shall be permitted for these classifications, Article 1269m notwithstanding. By placing Police Captains within the civilian pay classification as specified above, the Association does not agree or admit that Captains are excluded from the bargaining unit under the following definition of "supervisor ": Any individual having authority in the interest of the employer, to hire, transfer, suspend, lay -off, recall, promote, discharge, or reward other employees, if in connection with the foregoing the exercise of such au- thority is not of a merely routine or clerical nature, but requires the use of independent judgement. For all other purposes of this contract, however, the term "supervisor" is defined in Article II, Section 6 of this contract. In addition to the exceptions above, officers within the rank of Police Captain shall be eligible for overtime as provided under Article VIII, ,Section B of this contract. -33- ARTICLE IX - LEGAL DEFENSE SERVICE Legal Defense. The City will provide a legal defense to any police officer in a civil lawsuit, on account of any action taken by such police officer while acting within the course and scope of the police officer's employment for the City of Corpus Christi. The City, by conducting or partic- ipating in the employee's defense, does not assume any obligation or liability not otherwise imposed by law and does not expressly or impiiedly waive any immunity or defense which is available to the City. The City.need not assume any obligation not otherwise imposed by law for any judgment which is rendered against an employee. The City Manager may in his discretion refuse a legal defense for an employee where there are indications of intentional acts, gross negligence or recklessness. 1. The police officer shall notify the City of any claim being made against such police officer not later than thirty (30) days from the date that such police officer received notice of such claim, and shall request the City to assume the defense of the police officer regarding such claim. The City may require that such request be made in writing. Z. If suit is brought against such police officer, such police officer shall immediately forward to the City Attorney every demand, notice, summons or other process received by him.. 3. Such police officer shall cooperate with the City and, upon the City's request, shall assist in making settlements, and the conduct of suits, and in enforcing any rights of contribution or indemnity against any person or organization who may be liable for all or part of such damages, and shall attend all hearings and trials and assist in securing and giving evidence and obtaining the attendance of witnesses. -34— ARTICIE X - PERSONNEL PRACTICES A. Notice of Shift Change. The City shall post the monthly shift change schedule at least forty -eight (48) hours prior to the beginning of said shift change. This requirement shall not limit the City's right to reassign employees on short notice to other shifts, based upon scheduling and manpower contingencies . that may arise. B. Wearing of Uniform on Off -Duty Security Jabs. An "off -duty security job" shall be defined as off -duty enploytrent, the primary purpose of which is to utilize, or to potentially utilize, the training and police powers of the Corpus Christi Police officer. The Chief may, at his discretion, require a police officer working an off -duty security job to wear a police uniform during his first year of employment. After the first year of employment the Chief may require a police officer working an off -duty security job to wear a police uniform where the circumstances clearly demonstrate that by said officer's failure to wear a uniform, he would present a danger to the public, the secondary employer, and the efficiency of the Police Department. The criteria that the Chief shall consider in determining whether or not a danger exists includes: 1. The secondary job assignment; 2. The officer's personnel evaluations and experience; 3. The officer's prior disciplinary record; and 4. The presence or absence of commendations and awards. C. Posting of Promotional Examinations. Posting of promotional examinations shall take place no later than sixty (60) days prior to the examination, study materials and texts for promotional examinations shall also be posted and available at least sixty (60) calendar days prior to an examination. Exceptions shall be permitted on materials or books which are not readily available from publishing companies. In any event such study material must be available at least thirty (30) days prior to the examination date. A posting of the examination study materials shall be posted -35- ARTICLE X - cont'd. simultaneously along with all announcements for promotional examinations. D. Entrance Examinations. Entrance Examinations may be administered at any time to qualified groups or individual applicants. Names placed on the eligibility list for entrance appointments shall resin on that list for one (1) year from the date of the written examination. the eligibility list shall exist continually as names are added and deleted. E. Promotional Examination Corrections. Rhe Civil Service Director shall have authority to reomm-end to the Civil Service Commission changes to entrance or promotional examination questions where clerical errors in oomp' i ling the test questions have been discovered or where a question arises as to general accuracy- -36- ARTICLE XI - EMPLOYEE - MANAGEMENT RELATIONS A. Labor Relations Committee. The City and the Association, having recognized that cooperation between management and employees is indispens- able to the accomplishment of sound and harmonious labor relations, shall jointly maintain and support a labor relations committee. The labor - management committee shall consider, discuss and recommend to the Chief any problems pertaining to the employment conditions of employees. Matters subject to the grievance procedure shall not be appropriate items for con- sideration by the labor- management committee. The Association shall designate its representatives from the Association Executive Board. The City shall designate its representatives. The labor- management committee shall meet at the call of either the Association members or the City members at times mutually agreeable to both parties. B. Contract Administration. During fiscal year 1977 -1978, the City shall conduct contract administration training and /or orientation for all supervisors within the bargaining unit. The City shall also develop and implement a standard instruction outlining the procedures and methods by which supervisors resolve employee grievances. The City and the Association may consult on the form and content of both training and the standard instruction, but the City retains the right to make any and all final decisions regarding these matters. C. Internal Investigation Guidelines. In the event that a police officer is interviewed by a division commander, or internal investigator regarding conduct which, if proven, may result in a suspension or indefinite suspension, the following guidelines shall prevail: =37- - ARTICLE XI - cont'd. I. The interview of any employee shall be at a reasonable hour, preferably during on -duty hours, if possible; but not necessarily; depending upon circumstances. In the event of a dispute of the reasonable hour determination, the decision of the Chief shall be final. 2. The interview shall take place at a location designated by the investigating officer, usually at the Headquarters Police Station. 3. The employee shall be informed of the rank, name and command of the officer in charge of the investigation, as well as the rank, name and command of the interviewing officer and the identity of all persons present during the interview. 4. The employee shall be informed of the nature of the investigation before any interview commences. Sufficient information to reasonably apprise the employee of the allegations shall be provided. If it is known that the - employee being interviewed is a witness only, he shall be so informed. 5. The interview shall be completed with reasonable dispatch. Reasonable respites shall be allowed. Time shall be provided also for personal necessities, meals, telephone calls, and rest periods as are reasonably necessary. " 6. The member shall not be subjected to any offensive language, nor shall he be threatened with transfer, dismissal or other disciplinary punishment. No promise of reward shall be made as an inducement to answer- ing questions. Nothing herein is to be construed as to prohibit the investi- gating officer from informing the employee that his conduct can become the subject of disciplinary action resulting in disciplinary punishment. -38= ARTICLE XI - cont'd. 7. If an employee is under arrest or is likely to be, that is, if he is a suspect or the target of a criminal investigation, he shall be accorded all rights pursuant to law to which any citizen would be entitled. 8. At the request of the employee or the interviewing officer, the complete interview of the employee shall be recorded mechanically or by a stenographer. There will be no "off the record" questions unless so agreed by both parties. All recesses called during the questioning shall be noted in the record. The party requesting mechanical recording or recording by a stenographer shall pay all costs of same, unless the parties agree on a cost division between them. 9. Upon request of the employee's attorney, said attorney shall be given an exact copy of any written statement the employee executed, or if the questioning is mechanically or stenographically recorded, the attorney shall be permitted to record or transcribe from the original recording upon his request, or to purchase a copy of the original recording. 10. The refusal of an employee to answer questions and submit reports shall be grounds for disciplinary action. Any answer of the employee may be used as evidence in any disciplinary action against the employee. -39- ARTICLE XII - EXISTING CONDITIONS No employee shall be unfavorably affected by the signing of this agreement as to wages, hours, or other conditions of employment that he now enjoys, except as otherwise provided in this agreement. —40- ARTICLE XIII - CLOSING CLAUSES A. The effective date of this agreement shall be August 1, 1978, except as otherwise provided herein, and the agreement shall remain in effect until midnight p.m. July 31, 1979, and thereafter until superseded by a new agreement. B. The provisions of this contract shall take precedence over all State and local Civil Service provisions which are in conflict herewith, including, for example and not by way of limitaticn, any contrary provisions of Article 1269m, 1269p, 1269q, and 1269r, V.A.C.S.; City Charter of the City of Corpus Christi, Texas; ordinances of the City; Rules and Regulations of the Firaren's and Policemen's Civil Service Commission; and Rules and Ostlers of the Police Department of the City. C. If any article or section of this agreement should be found invalid, unlawful or unenforceable by reason of any existing or subsequent enacted legislation or by judicial authority, all other articles and sections of this agreement shall remain in full force and effect for the duration of this agreement. FOR THE CITY OF CORPUS CHRISTI, TEXAS: FOR THE CORPUS CHRISTI POLICE OFFICERS' ASSOCIATION: Date Date R. Marvin Townsend, City Manager Castulo Delgado, President ATTEST: Bill G. Read, City Secretary Harold Zick, Director of Finance Jimmy Bray, Assistant City Attorney APPENDIX "A" DUES DEDUCTION AUTHORIZATION CORPUS CHRISTI POLICE OFFICERS' ASSOCIATION Dues Title Code Payroll No. Employee No. Code No. Social Name Security No. last first Address Zip Code I hereby authorize the City of Corpus Christi to deduct each pay period the sum of as certified by the Corpus Christi Police Officers' Association as the current rate of dues or an amount as may hereafter be established by the Corpus Christi Police Officers' Association as dues. This deduction is to be forwarded directly to the Corpus Christi Police Officers' Association. The authorization of this deduction is entirely voluntary on my part. I understand that the City of Corpus Christi will be obligated to forward to the Association only those sums actually deducted and will not be liable for damages to me for failure to deduct any authorized sum for any reason. Signed Date APPENDIX "B" SPECIAL ASSESSMENT DEDUCTION AUTHORIZATION CORPUS CHRISTI POLICE OFFICERS' ASSOCIATION Assessment Title Code Payroll No. Employee No. Code No. Social Name Security No. (Last) (First) (M. I.) Address Zip Code I hereby authorize the City of Corpus Christi to deduct a special assessment in the sum of as certified by the Corpus Christi Police Officers' Association for the expressed purpose of This special assessment deduction is to be forwarded directly to the Corpus Christi Police Officers' Association. The authori- zation of this special assessment deduction is entirely voluntary on my part. I understand that the City of Corpus Christi will be obligated to forward to the Association only those sums actually deducted and will not be liable for damages to me for failure to deduct any authorized sum for any reason. Signed Date k - APPENDIX "C "- TERMINATION OF DUES DEDUCTION OR SPECIAL ASSESSMENT AUTHORIZATION CORPUS CHRISTI POLICE OFFICERS' ASSOCIATION Dues Title Code Payroll No. Employee No. Code No. Social Name Security No. (Last (First) Address Zip Code I hereby terminate the authorization previously executed by me on for dues deduction for the Corpus Christi Police Officers' Association and request that the City make no further deductions under said authorization. This termination of dues deduction is entirely voluntary on my part and I understand that the City of Corpus Christi will not be liable for failure to promptly effectuate this termination for any reason. - Signed Date i1Pti x 1r. i+ry IT Corpus Christi, Texas p tr 30 day of 191y TO THE MEMBERS OF THE CITY COUNCIL Corpus Christi, Texas For the reasons set forth in the emergency clause of the foregoing ordinance, a public emergency and imperative necessity exist for the suspension of the Charter rule or requirement that no ordinance or resolution shall be passed finally on the date it is introduced, and that such ordinance or resolution shall be read at three meetings of the City Council; I, therefore, request that you suspend said Charter rule or requirement and pass this ordinance finally on the date it is introduced, or at the present meeting of the City Council. Respectfully, THE G�ITY 0� CO CHR The Charter rule was suspended by the following vote: Gabe Lozano, Sr. - Bob Gulley David Diaz Ruth Gill Joe Holt Tony Juarez, Jr.. Edward L. Sample The above ordinance was passed by he following vote: �J , TEXAS f4i Gabe Lozano, Sr. Bob Gulley David Diaz Ruth Gill Joe Holt Tony Juarez, Jr. Edward L. Sample �J , TEXAS f4i