HomeMy WebLinkAbout024662 RES - 11/13/2001RESOLUTION
AUTHORIZING THE CITY MANAGER TO EXECUTE AN
AGREEMENT WITH THE CORPUS CHRISTI POLICE
OFFICERS' ASSOCIATION (CCPOA) REGARDING WAGES
AND HEALTH INSURANCE ISSUES DURING FISCAL YEAR
2002 PURSUANT TO THE REOPENER IN THE CURRENT
COLLECTIVE BARGAINING AGREEMENT WHICH EXPIRES
ON JULY 31, 2002
WHEREAS, the current Agreement Between the City of Corpus Christi and the Corpus
Christi Police Officer's Association (CCPOA) contains a reopener for wages and health insurance
issues; and
WHEREAS, City staffhas negotiated and recommends a proposed agreement concerning
wages and health insurance issues; and
WHEREAS, the membership of the CCPOA has ratified the proposed agreement.
NOW, THEREFORE, BE 1T RESOLVED BY THE CITY COUNCIL OF THE CITY
OF CORPUS CHRISTI, TEXAS, THAT:
The City Manager or his designee on behalf of the City of Corpus Christi is hereby authorized
to execute an amended Agreement with the CCPOA incorporating the negotiated changes, a
substantial copy of said changes being attached hereto as Exhibit A and incorporated herein.
ATTEST:
Armando Chapa
City Secretary
APPROVED THIS THE ~ DAY OF
'Samuel L. N~a~, Jr, ~'
Mayor, The City of Corpus Christi
~/o~. ,2001:
James R. Bray, Jr., City Attorney
1JRB0500.029
Corpus Christi, Texas
I ~[~day of ~,~v~ ,2001
The above resolution was passed by the following vote:
Samuel L. Neal, Jr.
Brent Chesney
Javier D. Colmenero
Henry Garrett
Bill Kelly
Rex A. Kinnison
John Longoria
Jesse Noyola
Mark Scott
1JRB0500.029
ARTICLE XI - LEAVE
A. Holidays,
1. Each employee shall receive the following 7-holidays during each fiscal year:
New Year's Day
, Memorial Day
Fourth of July
Labor Day
Thanksgiving Day
Christmas Day
One holiday to be determined
by the City
Holiday time shall be added to vacation time.
3. Each of the listed holidays shall be observed on the calendar day on which it falls.
4. Any employee who for any reason is absent without pay on a workday immediately
preceding or following a holiday or on the holiday shall not be paid for the holiday unless worked, in
which case he shall be paid only at his regular rate of pay.
5. Police officers shall be credited with 8-hours if employee is assigned to an 8-hour
shift or [O-hours if employee is assigned to a [O-hour shift for holiday leave with pay for each of
the above holidays during the period of the calendar year the officer worked.
B. Vacations.
[. Police officers shall be entitled to [20-hours vacation a year which shall accrue on the
basis of 26 biweekly pay periods a year. Police officers with 15 years to 2g years of continuous
service shall begin to accrue 144 hours of vacation a year which shall accrue on the basis of 26
biweekly pay periods a year. After 30 years of continuous service, police officers shall accrue 168
hours a year which shall accrue on the basis of 26 biweekly pay periods a year. For police officers
scheduled to work 40-hours a week, 8 working hours per day shall be counted as used for vacation
purposes. For police officers scheduled to work 4LZ5 hours o week, 8.25 working hours per day
shall be counted as 8 hours used for vacation purposes. For police officers scheduled to work for
4J-hours a week, ~0.25 working hours per day shall be counted os [O-hours used for vacation
purposes.
2. When the City schedules vacations, employees shall be given preference os to vocation
selection on the basis of seniority by work unit to the extent that such scheduling will not interfere
with City operations. Work units shall be defined by the City.
3. All employees hired after October 16, 1998, shall be allowed to accrue unlimited
vacation leave hours (includes holiday leave hours), but upon retirement, resignation or termination
the employee shall not be paid in excess of 480-hours. All employees hired on or before October
[6, [998, shall be allowed to accrue unlimited vacation leave hours (includes holiday leave hours), but
upon retirement, resignation or termination the employee shall not be paid for accrued hours in
excess of a cap of 7?O-hours plus on amount equal to the accrued hours the employee had on the
EXHIBIT "A"
books as of October 16, lCf198. The City shall notify each employee os to what their accrued vacation
leave bank was as of October 16, lcJ98.
(For example, a current employee hod §O0-hours of accrued leave on the books as of
October 16, 1998. Upon retirement, resignation or termination the employee hod I800-hours of
accrued leave. The City shall pay the employee for 1,2?O-hours - includes the 720-hour cap plus the
500-hours for that employee as established on October 16, 1998. If upon retirement, resignation
or termination, the employee had 6§0-hours of accrued leave, the City shall pay the emptoyee only
for 6§0-hours.)
C. PersonolLeave.
Employees ore entitled to three (3) personal leave days. Personal leave is not accruable and
will be lost if not used within the particular FY received. Employees shall take personal leave as a
duty day and cannot utilize personal leave in increments of less than a full duty day. Effective with
ratification of this agreement, all members of the bargaining unit shall receive a one-time credit of
two shifts of personal leave. That one-time allocation shall be eliminated if unused on December l,
2001. The regular allocation of personal leave for FY :~000-0! shalt be eliminated if unused on .Tuly
31, 7001 in accordance with regular practice.
b. Military Leave. Any permanent employee who presents official orders requiring his
attendance for a period of training or other active duty as a member of the United States Armed
Forces, the Texas 5tote I~eserve Corps, or the Texas State Guard shall be entitled to military leave
with pay for a period or periods not exceeding a total of 120-hours in any one calendar year. Any
permanent employee who leaves his position for the purpose of entering the Armed Forces of the
United .States, or enters .State service as a member of the Texas National C. uord or Texas State
Guard or os a member of the reserve components of the Armed Forces of the United States shall,
if discharged, separated or released from such active military service under honorable conditions
be restored to employment in the same position as held at the time of induction, enlistment, or
order to active Federal or State military duty or service if still physically end mentally qualified to
perform the duties of such position. In order to qualify for re-employment, the employee must
make written application for re-employment, within 90-calendar days after discharge or release
from active Federal or .State military service, to the head of the department in which he was
employed prior to entering such military service.
E. Special Leave.
L In addition to leaves authorized above, the Chief may authorize an employee to
be absent without pay for personal reasons for periods not to exceed 240-hours, Leaves without
pay in excess of 240-hours and not exceeding 36§-days shall require approval of the City Manager.
2. The City Manager may authorize special leaves of absence with pay for any period
or periods not to exceed 365-days for the following purposes: Attendance at college, university, or
business school for the purpose of training in subjects relating to the work of the employee and
which wilt benefit the employee and the City service, serving on a jury or attending a court as a
witness; and for purposes other than the above that are deemed beneficial to the City service.
3. The City Council, upon the recommendation of the City Manager, may grant leaves
of absence with or w~thout pay in excess of the limitations above for the purposes of attending
extended courses of training at a recognized university or college and for other purposes that are
deemed beneficial to the City service.
F. Line of Duty ~[n, jury or ]]llness. No sick leave shall be charged for an injury or illness
sustained in the line of duty. Employees shall be paid injury leave in an amount not to exceed their
regular salary as provided by the state law for injuries occurring while in the course of employment.
The use of accrued sick leave may be granted to any officer at the discretion of the Chief for job
related illnesses or injuries after injury leave has been exhausted. Line of duty illness shall be
defined as an illness which has been directly and substantially caused by the duties of the position.
Zn the event the Chief denies a request pursuant to this section, the officer may appeal such denial
in writing within tO working days to the City Manager. The City Manager shall render a decision on
the appeal in writing within tO working days of receipt of the appeal. The determination of the City
Manager shall be final and binding on the parties and shall not be subject to appeal to a grievance,
arbitration or any other body.
Administrative Leave. Assistant Chiefs and Commanders 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.
H. Leave Buy-Back. Effective August 1, t999, each employee may elect to sell back to the
City :>-hours of vacation leave for every hour of vacation leave used during the fiscal year not to
exceed 80-hours per fiscal year. Selling vacation leave hours to the City under this provision shall
be in tieu of any other option to vacation days under this Agreement or any other City policy or
practice. The City shall distribute funds in cash or as contribution to deferred compensation or as
otherwise directed by the employee. Any costs incurred for the transfer of funds for
distributions other than direct payment to the employee shall be the responsibility of the employee.
The employee shall be required to qive notification of the vacation leave sell back on or before
December ! and .Tune t of each year.
I. Sick Leave and Pool. Each police officer shall accumulate 12a-hours of sick leave with
pay per calendar year. The sick leave pool will hove a maximum balance of 8,000-hours. When the
total number of sick leave pool hours drop below 3,200-hours, 8-hours of sick leave with pay for
each officer shall become part of the sick leave pool, until the pool reaches its 8,000-hour limit,
and any remaining hours shall continue to be credited to the individual officer. Upon completion of
probation, each officer shall have 8-hours of sick leave credited to the pool. No officer shall be
eligible to draw sick leave pool hours until 8-hours of his sick leave hours is credited to the pool
The following requirements determine when sick leave pool hours may be drawn:
1. Officers with four (4) years or less service may use pool hours after 80-hours of
continuous non-job related illness or injury. The first 80-hours shall be charged to the officer's
accumulated sick leave, or, if personal sick leave has been exhausted, to dock time.
2. All other officers may use pool hours after 80-hours of continuous non-job related
illness or injury. Provided, however, in addition, before being entitled to use hours, such an officer
must first use ail his accumulated personal sick leave in excess of the amount payable upon
termination.
3. No officer shall be permitted to use more than 1,440 pool hours for a single illness
or injury.
4. Pool hours may not be used for injuries or illnesses sustained in the line of duty.
]Eh juries or illnesses sustained in the line of duty shall be compensated entirely under the terms of
Article X]] (Section F) of this Agreement relating to "Line of Duty ]~njury or ]illness." , ~ :
5. The number of hours in the pool shall be solely for the benefit of officers with
extended injuries or illnesses, and such hours shaJl not revert to the accumulated sick leave of
individual employees.
6. Pool time may only be used for disability, which is defined as a non-job related injury
or illness which prevents an officer from fully performing assigned duties in all major divisions of
the department.
,T. Other Leave Time Policies. The City shall maintain all other leave time policies affecting
police officers currently in effect and not otherwise altered by provisions of this contract.
G~/~'rg .~Noe, Deputy City Manager
Chief Negotiator
City of Corpus Christi
bate:~l~,,{{' 0 1 - I) I
Ran beLord, President C.L.E.A.T.
Chief Negotiator
C.C.P.O.A.
APPENDIX
IN5URANCE
A. Health ]~nsurance. The City shall provide health insurance coverage for Police Officers
and their dependents in a preferred provider program called Public Safety Citicare. The City and
Association aqree to create a ioint health insurance review committee and make a report to the city
m~naqer on or before ~'une l, 2007.
L The plan shall be structured as follows:
PUBLIC SAFETY CITZCARE
BENEFITS: PRIMARY NETWORK 5PEC]~AL SERVICE5 OUT-OF-NETWORK
Calendar Year No Calendar Year $100 Per Individual $200 Per Individual
Deductible Deductible $250 Max. Family $500 Max. Family
Physician Services
(Out-Patient, ER $15 Co-Pay 80/20% 70/30%
Visit and Reimbursement Reimbursement
Second Opinions)
Physician Services One time $15 Co-Pay
(:n-Patient) first visit per Doctor 80/20% 70/30%
Reimbursement Reimbursement
L~boratory Services $10 Co-Pay 80/20% 70/30%
(Physicians Office Reimbursement Reimbursement
& Lab. Facilities)
X-Rays ,
Physician s Office: $10 Co-Pay 80/20% 70/30%
X-Rays Facilities: $15 Co-Pay Reimbursement Reimbursement
PUBLIC SAFETY CIT~CARE
BENEFITS: PRIMARY NETWORK SPECIAL 5ERVICE5 OUT-OF-NETWORK
Calendar Year No Calendar Year $100 Per Individual $200 Per Individual
Deductible Deductible $250 Max. Family$500 Max. Family
$15 Co-Pay
Emergency Room Then 80/20% 70/30%
Services 85/15% Reimbursement Reimbursement
Reimbursement
Prescriptions Co-Pays: No Deductible No Deductible
$5 ~eneric 80/20% 70/30%
1;20 Brand Reimbursement Reimbursement
$200 Deductible
Hospitalization $600 Max. Family 80/20% 70/30%
(In-Patient) Then Reimbursement Reimbursement
85/15%
Reimbursement
$I00 Deductible
Hospitalization $?50 Max. Family 80/20% 70/30%
(Out-Patient) Then Reimbursement Reimbursement
85/15% '
Reimbursement
Out-of-Pocket Cost
(Excluding Co-Pays ~;500 Per Individual $700 Per Individual $700 Per Individual
& Deductibles) $1750 Max. Family $1,750 Max. Family $I,750 Max. Family
* employees and dependents covered by the Public Safety Citicare will be excluded from
the drug formulary.
** Emerqency Room 5ervices. Will increase to $50.00 Co-Pay provided that 2 minor
emerqency clinics are included, one on the Southside of Corpus Christi and the other in the Calollen
area. Should the number of minor emerqency clinics fall below 2 for more then 90 consecutive day~
the Co-Pay will be $[5.00.
Other eligible services and eligible medical supplies as shown in the Public Safety
Citicere Plan document shall be covered at 85%/[5% for primary network, SZOO.O0 deductible/
$250.00 family m~ximum deductible and 80%/20% for special services or $200.00 deductible/
$500.00 family maximum deductible and 70%/30% for out of network. When an expenditure is
m~de toward a deductible and/or out-of-packet requirements it is cumulative in all three
categories.
Special Services are those services which are provided outside the participating provider
service areas due to residency or emergency care or referrals from a primary network provider if
services are not available through o primary network.
Participating Provider Service Atone are those locations covered by a primary network;
South Texas, Dallas/Ft Worth, Houston, San Antonio/Loredo and Austin.
Out of Network is the use of ~ hospital, physician or other health care facility or
professional that has not signed an agreement with the City or its health care administrator to
provide services os the preferred provider.
Should the number of hospitals available in the network fall below 2 for more than gO-
consecutive days, the reimbursement percentage for out-of-network hospitalization shall be
80%/20%, deductibles shall be $100.00 per each covered individual, $300.00 family maximum, and
out-of-pocket shall be $480.00 per each covered individual until the number of hospitals is at least
two.
Should the number of total physicians in the network fall below 300 for more than 90-
consecutive days, the reimbursement percentage for out-of-network physician services, laboratory
services and x-rays shall be 80%/20%, the deductible shall be $I00.00 per each covered individual,
$300.00 family maximum, and out-of-pocket shall be $480.00 per each covered individual until the
number of physicians in the network is 300.
Should the number of total physicians in the network fall below 300 for more than gO-
consecutive days, and should the number of hospitals available in the network fall below 2 for more
than DO-consecutive days, the health care plan (Plan I]~) in effect prior to adoption of this
agreement shall be reinstated, unless the Association informs the City within 30-calender.days of
their decision to remain covered by the Public Safety Citicare Plan. The City shall have 30-calendar
days to reinstate Plan II: after being notified of the Association's decision
Should the number of network physicians in any one specialty remain for more than 90-
consecutive days below 50% of the number of network physicians who were in the network in that
specialty on March l, 1996, out-of-network physicians services in that specialty shall be reimbursed
at 80%/20%, the deductible shall be $[00.00 per each covered individual, $300.00 family maximum
and out-of-pocket shall be $480.00 per each covered individual until the number of network
physicians in that specialty increases to at least 50% of the number who were in the network in
that specialty on March l, ID96. Provided however, that a covered individual who wes being treated
by a network physician within DO-consecutive days before the day the number fell below §0% shall
pay the Primary Network Physicians' Services Co-Pay rate for that treating physician's services for
up to DO-consecutive days after the number fell below §0% if that treating physician has become
an out-of-network provider.
2. The City shall pay 100% of the employee's premiums and 50% of the premium for
d p d ° ................' c--~"--~.~"
· en ant coverage ..................... ~- ..... ,~w ...L__ ~..L~:_ ~_~_,-. ~:,: ....~ .....
- -- ~:'-. .......... Premium rates shall be determined by the City based on the coSt of the
plan.
3. The City has the authority to restructure benefits, with the exception of
hospitalization deductibles, maximum out of pocket amounts and reimbursement percentages. The
City also has the authority to restructure network composition of the preferred provider network.
The City retains the right to negotiate with insurance end/or medical providers for benefits,
coverage and administration under Public Safety Citicare.
4. The benefits in the out-of-network portion of the plan may not be changed unless
negotiated and agreed upon by the City and the Association. Benefits in existence in the health
care plan for Police Officers and their dependents (Plan ]~1') in effect prior to adoption of this
agreement shall be incorporated into the out-of-network portion of the Public Safety Citicare
Health Plan unless changed by this agreement.
5. The purpose of premiums is to generate revenues to cover claim costs. Co-pays are
not intended to generate revenues.
B. Retiree Health l'nsurance Coverage. I~mployees who retire under the conditions of
regular TMRS retirement, and their previously participating dependents, shall be eligible to
continue participation in the City's Group Health Insurance Program at monthly premium rates as
set forth in the insurance contract subject to periodic changes in rates as required. The total cost
of such continued coverage shall be paid entirely by the employee end/or spouse. Coverage shall
remain in force for the employee while paid until he or she becomes eligible for Medicare or
reaches age 6§ at which time coverage will cease. Coverage shall remain in force for the spouse
while paid until he or she becomes eligible for Medicare or reaches age 65 at which time coverage
shall cease. The spouse's rights shall continue after the employee's death, but shall terminate upon
divorce.
C. Association Supplemental ]~nsuronce Programs. The Association may select any group
supplemental insurance coverage for officers and/or dependents in which plan officers may opt to
participate. The City will contribute $35.00 per month, per officer, for any officer opting to
participate in uny selected plan. The City shall contribute un additional $9.00 per month, per
officer, with dependents toward uny selected plan for such officers provided that o minimum of
75% of officers with dependent(s) opt to participate. The City will provide payroll deduction for
any officer participating who authorizes same to cover any additional amount of premium for such
participation. The Association shall give the City at least 30-calender days advanced written notice
of uny change in the plan, eligible participunts, or the amount of premiums. Effective March 1,
2002, the City will contribute $47.00 per month, per officer, for any officer optincl to participate
in any selected elan. The City shall contribute an additional $15.00 per month, per officer, with
dependents toward any selected plan for such officers provided that a minimum of 75% of officers
with dependent(s) opt to participate.
b. Life ]:nsurance. The City shall provide basic life insurance coverage for each police
officer, to include Lieutenants, equal to that employee's annual b~se salary. Captains, Commanders
and Assistant Chiefs shall be provided basic life insurunce coverage equal to their annual base
salary or $§0,000.00 which ever is greater.
G~e~Chier~puty City Manager
City of Corpus Christi
Run De, Lord, President C.L.E.A.T.
Chief Negotiator
C.C.P.O.A.
ARI'~.CLE XV - A$$OC~.AI'T. ON HEALTH AND BENEF]:T TRUST
Funding for the Corpus Christi Police Officers' Association Health ond Benefit Trust will be
made by members of the Association and the City hereby agrees to honor special assessments in
accordance with Article T]:T (B) (3) of this contract. Effective August [, [998, the City agrees to
pay to the trust $25,000 for supplemental insurance programs for active and retired police
officers. Effective August [, [999, and thereafter, that amount shall increased to a total of
$75,000. Effective August [, 200t, the amount shall be increased to a total of $[00,000. The City
is under no responsibility or duty to monitor the administration, distribution of benefits, or the
eligibility for benefits pursuant to the terms of such benefit trust.
C~~eputy City Manager
Chief Negotiator
City of Corpus Christi
Date: /Ii l(~OI -~(
~on DeLord, President C.L.E.A.T.
Chief Negotiator
C.C.P.O.A.
AI~TZCLE X - SALARY AND 8ENEFIT$
Monthly Salary Schedule
t. Effective August 1, 2001 (3%)
Class
Code Class Title 5tartinq 6-mo 18-mo 30-mo 42-mo
PO8 T~ainee 2,463
PO7 Police Officer 2,861 3,005 3,[60 3,327 3,493
PO6 Senior Officer 3,493 3,669 3,849
PO5 Lieutenant 4,046 4,248 4,464
5tartinq 9-mo 18-mo 36-mo 60-mo 90-mo 120-mn
PO4 Captain 4,688 4,829 4,973 5,073 5,174 5,252 5,305
2. Effective March I, 2002 {2.25%)
Class
Code Class Title ,Starting (~-mo 18-mo 30-mo 42-mo
PO8 Trainee 2,518
PO7 Police Officer 2,925 3,073 3,231 3,402 3,572
PO6 Senior Officer 3,572 3,752 3,936
PO5 Lieutenant 4,137 4,344 4,564
5tartinq g-mo 18-mo 36-mo 60-mo 90-ma
PO4 Captain 4,938 5,085 5,187 5,290 5,370 5,424
3. To qualify for each movement to a new step, each Captain must I) have served as
Captain for the months indicated, and 2) must pass a management review of his or he~ performance.
The increase to the step for which the employee is eligible will not be made if performance
is deemed unsatisfactory.
An unsatisfactory performance review will be in writing. The Captain shall be allowed to
answer in writing the unsatisfactory performance review and have the answer placed in his or her
personnel file along with the Chief's review.
The Chief shall complete the performance review within forty five days of the date the
time in service is completed. ]~f the Chief denies the Captain a step increase, the Captain may
appeal to the City Manager in writing within 14 calendar days of receipt of the Chief's Performance
review. The City Manager may grant or deny the step increase.
:]:f a Captain is denied o step increase for unsatisfactory performance, he or she will be re-
evaluated each six months after the date of the initial review until he or she obtains a satisfactory
review. The Chief shall conduct a performance review and may then grant the step increase
previously denied, which if granted, will not be effective prior to the date of the Chief's approval.
The management review and/or associated step increases are not grievable nor arbitrable.
Even though there is no requirement to do same, the City of Corpus Christi may, if
sufficient funds are provided in the budget, provide for annual bonuses to be paid to Captains,
based on his or her performance. No bonuses are promised or guaranteed.
B. Health Insurance and Life Premiums. The City shall provide health insurance coverage for
Police Officers end their dependents in a preferred provider program called Public Safety Citicare
(attached to and made a part of this Agreement os Appendix
C. Field Traininq Officer Pay. Field Training Officer pay of $175.00 per month shall be
granted in addition to regular pay to all officers for extraordinary, specific duties of training and
evaluating recruit officers.
Education :~ncentive Pay.
1. 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 field on the employee's own time.
2. Educational Incentive Pay will be $1.00 per month for each semester hour satisfactorily
completed provided that such hours are applicable toward a degree. Also the following monetary
caps will apply: no more than $71.00 per month will be paid without successful completion of the
requirements and receipt of the Associate degree; 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
Human ~esources, noting his expressed intent to obtain a Bachelor's Degree. All approved hours
above the Associate Degree will be eligible for educational pay at this rate up to on additional
$49.00 per month or o combined total of $120.00 per month. Successful completion of the
requirements and receipt of a Bachelor's Degree will qualify the employee for a maximum of
$I:>5.00 per month. Approved hours above the Bachelor's Degree applicable toward a Master's
Degree will be eligible for educational incentive pay at the same rate up to an additional $20.00 per
month. Successful completion of the Master's Degree will qualify the employee for an additional
$10.00 per month for a maximum combined total of an additional $30.00 on a Master's Degree.
E. Clothinq and Equipment
L 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% excluding shoes. A clothing allowance of $600.00 per year shall be paid to oil officers who
are required by order of the Chief to wear civilian clothing during their regular work assignment.
Effective August l, 1998 the $600.00 shall be increased to $7§0.00 and effective August ~, lgg9
the allowance shall incren~e to $900.00. Employees whose lump sum payment does not occur in
August shall be paid an additional amount prorated based on the number of months remaining until
their next lump sum payment is made under the new increased rate. (For example, officers
receiving clothing allowance in August, lgg8 shall receive $750.00 whereas an officer receiving the
clothing allowance in December shall receive an additional $§0.00 ($~2.§0 for 4 months - August to
November) upon the effective date of the increase.
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 365-day 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 duty assignment where civilian clothe~ ore required. ~f the officer is separated 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 will pay up to $600.00 for replacement costs for those persons so
authorized.
2. A clothing allowance of $3§.00 per month shall be provided to each officer of the
department for the purpose of uniform and clothing cleaning and maintenance.
F. Pensions. The City shall maintain the retirement program in effect. Notwithstanding
any other provisions of this agreement, in the event legislation is enacted which alters, modifies, or
amends the Texas Municipal Retirement System either party, upon 30-calendar days written notice
to the other party, shall have the right to reopen collective bargaining with regards to the
subject(s) of such alteration(s), modification(s), or amendment(s) within 60-calendar days of the
enactment of such amendment. The provisions of Article XV~ shall apply to any such reopening of
collective bargaining.
On or before ~Tanuary l, 200~, the City agrees to adopt the Fifty Percent (§0%) CPI: annuity
increase and to adopt the automatic renewal of that percentage. On or before August L 2002, the
City shall adopt a twenty (~?O) year retirement option.
Classifications Compensated Under the Manaqerial Group Salary Schedule. The
positions of Assistant Police Chief and Police C~ommander shall be compensated at
salary levels set forth within the Managerial salary schedule consistent with the
provisions provided for the Managerial Group under Compensation Ordinance. All
increases shall be made consistent with the requirements of the Managerial Plan.
Tndividuol salary increases based on merit, performance or other, as authorized by
compensation ordinance shall be permitted for these classifications, Chapter 143 notwithstanding.
As to Assistant Chiefs and Commanders, oil officers in the some classification are not entitled to
the some base salary; this provision specifically supersedes Local Government Code 143.04L
H. Termination Pay. Upon termination, sick leave shall be paid to police officers according
to the following schedule:
(a) Less than 4 full years of service: zero hours
(b) 4 full years of service: not more than 240-hours
(c) 5 full years of serwce: not more than 320-hours
(d) 6 full years of service: not more than 400-hours
(e) 7 full years of service: not more than 480-hours
(f) 8 full years of serwce: not more than 560-hours
(g) c) full years of service: not more than 640-hours
(h) 10 or more full years of service: not more than 720-hours
(i) 20 or more full years of service: not more than 960-hours
(.j) 25 or more full years of service: not more than 1,440-hours
r. Lonqevity Pay. Longevity pay shall be $6.00 per month for each complete year of
service up to a maximum of l0 years of service. Thereafter, for each additional year of service,
longevity pay shall be $4.00 per month for each year up to a maximum of 25 years of service.
,T. Bomb Squad Pay. Employees assigned to the bomb squad shall receive extra pay for
such hazardous duty in the amount of $75.00 per month.
K. Breathalyzer Certification Pay. All employees currently certified as breathalyzer
operators shall receive extra pay in the amount of $30.00 per month.
L. Pistol C~ualificotion Requirement and Pay. Each officer is required to attend the
firearms range for practice each month the range is open, except as otherwise provided herein.
E!very officer shall be required to demonstrate his proficiency by scoring at least 70 each month.
]:f an officer scores below 70, he shall be required to shoot on his own time without compensation
each subsequent month until his score is at least 70.
Failure to score at least 70 for three consecutive months shall be grounds for disciplinary
action. Subsequent failure to score 70 shall be grounds for disciplinary action, the severity of
which shall depend upon the remoteness in time from the original 3-month failure and the number
of failures since that time. Provided, however, after an officer has qualified for 12 consecutive
months, failure for 3 months shall be required for disciplinary action.
Officers who shoot a master's score (94-100) shall be compensated for such proficiency et
the rate of $2§.00 per month. This compensation shall continue so long os his score remains within
that range. To receive such compensation, the officer must attend the range each month the range
is open unless he has an excused absence.
Officers who shoot an expert's score (89-93) shall be compensated for such proficiency at
the rate of $15.00 per month. This compensation shall continue so long as his score remains within
that range. To receive such compensation, the officer must attend the range each month the range
is open unless he has an excused absence.
Officers whose shift assignment is completely outside the hours when the range is open will
be required to shoot on their own time. Such officers will be compensated at the rate of 2-hours
overtime for each required attendance. Such officers will be subject to the same proficiency
requirement of 70 and failure to qualify will require the officer to practice on his own time without
compensation each subsequent month until he can score 70. The same compensation for master's
and expert's proficiency shall be available to these officers.
Excused Absences:
L Vacation or leave of absence during the entire time the range is open for that month.
2. ];llness or injury leave during the entire time the range is open for the month.
3. Failure of the City to provide time for attendance during the officer's shift for
officers whose shift assignment is not completely outside the hours when the range is open.
M. Weekend Pay. Each officer who reports to work for a shift which commences between
lO:O0 p.m. on Friday and 9:59 p.m. on Saturday shall receive $2§.00 per month: each officer who
reports to work for a shift which commences between ~0:00 p.m. on Saturday and 9:§9 p.m. on
Sunday shall receive $25.00 per month.
N. Shift Differential Pay. Each officer who reports to work for his regularly scheduled
shift which ends between 6:00 p.m. and 12:00 Midnight shall receive $2§.00 per month: each
officer who reports to work for his regularly scheduled shift which ends between 12:0! a.m. and
8:00 a.m. shall receive $50.00 per month.
O. Shift Chanqes. Tf, as the result of a change in shift or assignment, any officer loses
Weekend and/or Shift Differential Pay which he was receiving prior to such change, the loss of
such additional pay shall not be grievable under the grievance procedure established in this
contract.
P. boq Handler Pay. Any Officer who is charged with the responsibility for and is assigned
a dog by the Corpus Christi Police Department to be used in law enforcement functions shall be
compensated at the rate of $~70.00 per month.
(~. SWAT Team Pay. Any Officer who is selected and serves as a member of the Special
Weapons and Tactics Team (SWAT) for the Corpus Christi Police Department shall be compensated
at the rate of $75.00 per month.
R. Hostage Neqotiation Team Pay. Any Officer who is selected and serves as a member of
the Hostage Negotiation Team for the Corpus Christi Police Department shall be compensated at
the rate of $50.00 per month.
$. Dive Team. Any officer who is selected and serves as o member of the Dive Team for
the Corpus Christi Police Department shall be compensated at the rate of $7§.00 per month.
T. Badqes. Upon retirement the employee shall be permitted to keep their badge at no cost
to the employee. Upon promotion the employee shall be permitted to keep any badge they have
purchased.
Date:
CG~.erf~eputy City Manager
City of Corpus Christi
Date: / ] /~L 0( ~01
Itoh DeLord, President ¢.LF:.A.T.
Chief Negotiator
C.C.P.O.A.