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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.