And
City
of
Interest
Arbitration
Arbitrator: Robert A. Sutermeister
Date
Issued:
Arbitrator: Sutermeister; Robert A.
Case #: 01316-I-78-00047
Employer:
City of
Date Issued:
INTEREST ARBITRATION
CITY OF
AND
For the City: Otto
G. Klein III
Perkins,
Coie, Stone, Olsen & Williams
1900
For the Guild: Dan Breda
Wenatchee
Police Department
Members of the Arbitration
panel: Clair Tribble
Kyle
Younker
R.A.
Sutermeister, Chairman
Background
The parties had a signed collective
bargaining agreement in effect from
January 1974 to December
1976. They negotitated
regarding an agreement to
cover
the periods
provisions
although this agreement was not signed by the parties. A section not
followed
was one calling for binding arbitration of grievance which were not
settle
in the first three steps of the grievance procedure.
The parties negotiated regarding an agreement for the
period commencing
mediation
and fact finding. The fact finders'
recommendations on several issues
were
not adopted. In accordance with the
State of
Employees Collective
Bargaining, RCW 41.56.450 the matter is before an arbitra-
tion panel for a written determination of the
dispute.
The public Relations Employment Commission has determined
that one of
the
unsettled issues, relating to minimum manning, is a matter for determination by
the
Commission and is not properly before the arbitration panel.
Issues
The other issues which remain in arbitration are as
follows:
1. Salaries
2. Medical-dental benefits
3. Longevity
4. Grievance and arbitration
5. Contract duration
6. Overtime
Pertinent Provision of RCW
41.56
41.56.030 Definitions. As used in this chapter:
(4) "Collective Bargaining" meand the performance of the mutual obligations of the
public employer and the exclusive bargaining representative to meet at
reasonable time, to confer and negotiate in good faith, and to execute a
written agreement with respect to grievance procedures and collective
negotiations on . . .
41.56.430 Uniformed
Personnel - Legislative Declaration:
The intent and purpose . . . is to recognize
that there exists a
public policy in the State of
uniformed
personnel as a means of settling their labor disputes:
that the uninterruped
and dedicated service of these classes
of employees is vital to the
welfare and public safety of the
State of
terrupted
public service there should exist an effective and
adequate
alternative means of settling disputes . . .
41.56.460 Uniformed
Personnel - Arbitration Panel - Basis for Determination
In making its determination,
the panel shall be mindful of the
legislative
purpose enumerated in RCW 41.56.430 and as additional standards or guidelines
to aid it in reaching a decision, it shall take into consideration and
statutory
(a) The constitutional and statutory authority of the employer
(b) Stipulations of the parties
(c) Comparison of the wages, hours and conditions of employ-
ment of the uniformed personnel of cities and
counties
involved
in the proceedings with the wages, hours, and
conditions
of employment of uniformed personnel of cities
and counties respectively of
similar size on the west
coast of the
(d) The average consumer prices for goods and services,
commonly known as the cost of
living
(e) Changes in any of the foregoing circumstances during the
pendency
of the proceedings
(f) Such other factors, not confined to the foregoing, wich
are normally or traditionally
taken into consideration in
the determination of wages,
hours, and conditions of
employment
(g) Findings of fact made by the fact-finder . . .
41.56.950 Retroactive
date in collective bargaining agreements allowable,
when. Whenever a collective bargaining agreement
between a
public
employer and a bargaining representative is concluded
after
the termination date of the previous collective bargaining
agreement
between the same parties, the effective date of such
collective
bargaining agreement may be the day after the termin-
ation date of the previous collective bargaining
agreement and
all
benefits included in the new collective bargaining agreement
including
wage increases may accrue beginning with such effective
date
as established by ths section.
The Panel's Approach
Both
parties agree that they have a mutual interest in good salaries and
working
conditions for members of the Police Guild.
The panel, of course,
concurs
in this overall objective.
The
panel recognizes that the city officers have the responsibility for
running
the city; keeping it in good financial condition; balancing the in-
terests of
citizens, business, and city employees; and balancing the interests
of
various employee groups. We feel the
arbitration panel must be very
careful
so that it does not unsurp the responsibilities of
the city officials
and
at the same time deals fairly with the members of the Guild.
The
fact finding board, whose chairman was chosen by the Guild and
which
had a representative from the Guild as well, has made what appear to
us
to be reasonable recommendations for settlement. To change their recom-
mendations
we would need to be convinced that they are unfair to the City or
to
the Guild, or that the conditions on which those recommendations were
based
have altered sufficiently to warrant changes.
Salaries
The
parties submitted a number of exhibits giving salary comparisons.
As Mr. Breda
stated at the hearing, "the methods of calculation differ and
the
results differ." RCW 41.56.460 (f)
refers to comparisons with cities of
similar
size on the west coast of the
City
Exhibit 5 included only cities east of the Cascades. Though the
smallest
city (
the
largest cities (
11,000 greater than
of
similar size? Many questions are raised
by the statistics and calculations
presented,
questions which perhaps the parties will be addressing in future
negotiations. Should statistics for comparison with
(1) Only in
(2) Only in
in City Exhibit 9)?
(3) Only in
Guild Exhibit 6)?
(4) In other states on the west coast
besides
presented at the hearing.)
(5) Reflecting only base pay; or total pay
and benefit package (as
in City Exhibit 5)?
The arbitration panel believes that total
pay and benefit package is the more appropriate basis for
com-
parison, but is not sure that the
cities selected in City Exhibit
5
are the proper cities for comparisons.
Unitl
the parties resolve these questions, the arbitration panel feels the
statistical
comparisons are inconclusive.
Turning
to the consumers' price index, City Exhibit 10 indicates that
the
national index rose 6.6% from January 1977 to January 1978; the
index
rose 8.7% from November 1976 to November 1977; and the new BLS index
for
The Guild has requested over a 20% increase
in salaries. The City offered
8.2% including medical and dental
benefits. The fact finding board
recommended
10.8% including salaries and medical-dental
benefits.
The
arbitration panel agrees with the recommendation of the fact finding
board
on salaries. Below, under "Contract
Duration," we provide for a reopen-
ing
of the agreement each year for negotiations on salaries. Negotiations for
1979 salaries can be started now. Hopefully the parties will reach some sort
of
agreement on what cities "of similar size" should be relied upon for compar-
son
purposes. Certainly the parties will
have more information on developments
regarding
the proposed
have
on the city's ability to increase salaries.
The Guild will not be locked into the 10.8% increase beyond the year
1978 but will have an opportunity to seek
further
adjustments for 1979 and 1980.
The salary increase should be retroactive to January 1,
1978. Such
retroactivity
seems to be permissible under RCW 41.56.950, but the Guild
should
sign a "hold harmless" agreement with the City providing for reim-
bursement of the retroactive pay if such pay is ruled
illegal.
Medical-Dental Benefits
The arbitration panel is in basic agreement with the fact
finding board
on
their recommendation for family medical benefits and for dental benefits.
However, since it appears that
it will be at least
benefits
can be provided, the City should pay benefits for the remaining
eight
months of 1978 at the level scheduled for 1979.
Thus the schedule
recommended
by the fact finding board would be altered as follows:
1978 $35
toward family medical benefits (for remaining months
of 1978
13 toward dental benefits (for
remaining months of 1978)
1979 35
toward family medical benefits
13 toward dental benefits
1980 45
toward family medical benefits
18 toward dental benefits
These amounts are in addition
to the 100% medical coverage alrady provided
for
police officers at a cost per officer of $30 per month.
Longevity Pay
The unsigned agreement covering January 1,
1977 to December 31, 1977
provides
that after five years of service, an employee receive longevity pay
of
2% a month; and that every two years thereafter, an additional 1% per
month
be added up to a maximum of 9%.
The Guild wishes to continue the present
arrangement. The city pro-
poses
that after five years of service, $1 per month of longevity pay be
added
each year. The fact finding board
recommended that after five years
of
service, $3 per month be added each year until longevity pay reached a
maximum
of $60.
It appears to the arbitration panel that (1)
of
computing longevity pay differs from that of most other cities; (2) the
purpose
of longevity pay is to reward employees for staying on the job; and
(3) an
employee who has been promoted receives a higher base salary, but
should
not also receive higher longevity pay than officers at a lower salary.
Thus we feel that the board's
recommendation is reasonable. Each
employee,
after
five years of service, should be paid $3 per month additional for each
year
of service up to a maximum of $60 per month.
Grievance and Arbitration
The parties have not followed the
grievance-arbitration provision in
the
unsigned 1977 Agreement. The Guild feels
the 1977 agreement is a valid
contract
even though it was not signed, and that the City should abide by
the
grievance-arbitration clause therein which calls for final and binding
arbitration
as the final step in the grievance procedure.
However, RCW 41.56.030 defines collective bargaining,
among other
things,
as executing a written agreement.
Webster's New Collegiate Dictionary
defines
"execute" as "to perform what is required to give validity to (a
deed, will,
etc.)
as by signing, sealing, delivering." The arbitration panel concludes
that
the 1977 Agreement, being unsigned, was not a valid agreement and that
the
provisions for binding arbitration therein are not enforceable.
Aside from the legal aspects of the 1977 Agreement, we
appreciate the
Guild's desire to have final
and binding arbitration, but are pursuaded that
the
present system is working satisfactorily and that there appears to be no
need
for binding arbitration at this period in the relationship between the
parties.
Thus we support the fact finding board's recommendation
that Article 15
in
the "Tentative Proposal" (Jt. Exhibit 4)
remain as it is.
Contract Duration
We agree with all three members of the fact finding board
that (1) the
effective
date of contract should be
agreement
should continue through years 1978, 1979, and 1980 and
(3) that
it be reopened each year for negotiations on salaries. This seems
to
have the advantage that contract duration will be consist the
contracts
for other unions.
Overtime
The 1974-1976 agreement and the 1977 (unsigned) agreement
define
"Regular hourly
rate" as including the base rate of pay plus longevity
factor
plus education factor, and "Overtime" as 11/2 times to regular hourly
rate."
The City wishes to define "Regular hourly rate"
as base rate of pay
only. Thus overtime would be 11/2 time base bay,
excluding longevity and
education.
All members of the fact finding were basically in
agreement with the
fact
finding recommendation that longevity and education increments be con-
tinued as components of "Regular hourly
rate" and the arbitration panel
agrees
with this recommendation.
Agree Disagree
Kyle Younker Clair
Tribble
R.A. Sutermeister
CONCLUSIONS AND
RECOMMENDATIONS
OF FACT- FINDING BOARD
CITY OF WENATCHEE, WASHINGTON - WENATCHEE POLICE
GUILD
Fact Finding Board Members:
Robin R. Gaukroger,
Chairperson
James B. Drewelow,
City Representative
Daniel Breda,
Police Guild Representative
CONCLUSIONS AND
RECOMMENDATIONS
OF FACT FINDING BOARD
CITY OF WENATCHEE, WASHINGTON
- WENATCHEE POLICE GUILD
The Fact Finding Board met on Wednesday, December 21,
1977,
for
its final meeting to establish its conclusions and proposals con-
cerning the 1978 contract between the City of
Wenatchee and the
Wenatchee
Police Guild. The
Board's proposals and recommendations
have
been broken down into an article by article treatment of the
23 article
proposed contract which resulted from the negotiations
conducted
between the City of Wenatchee and the Wenatchee Police
Guild. This proposed contract was dated in August of
1977 and was
submitted
to the Fact Finding Board at its second meeting.
Article 1. -
"Agreement"
Following the presentations of
the
Police Guild and the City of Wenatchee, it was determined that
all
parties agreed to the language of Article 1.
City Representative - James B. Drewelow
- Comments:
Agreed.
Police Guild Representative - Daniel Breda
- Comments:
Article 2. - "Recognition" Following the presentations of
the
Police Guild and the City of Wenatchee, it was determined that
all
parties agreed to the language of Article 2.
City Representative James
B. Drewelow - Comments:
Agreed.
Police Guild Representative - Daniel Breda
- Comments:
Article 3. -
"Non-Discrimination" Following the presenta-
tion of the Police Guild and the City of
Wenatchee, it was
determined
that all parties agreed to the language of Article 3.
City Representative - James B. Drewelow
- Comments:
Agreed.
Police Guild Representative - Daniel Breda
- Comments:
Article 4. "Use of City Facilities" Following the
presentations
of the Police Guild and the City of Wenatchee, it was
determined
that all parties agreed to the language of Article 4.
City Representative - James B. Drewelow Comments:
Agreed.
Police Guild Representative - Daniel Breda
- Comments:
Article 5. "Duration, Salaries and Salary
Negotiation
Procedures" It was the determination of the Board
that if the Board's
proposals
are accepted, the effective date of this contract should be
January 1, 1978. In the event that the Board's proposals are
not ac-
cepted by either party, then it is the Board's
feeling that the
effective
date of the contract should be determined by the arbitrators.
It was the Board's position that the contract should be
effective
for a three year period but that in regard to the percent
increase
of base salary for the years 1979 and 1980, the contract
should
provide for a wage opener wherein only the issue of the per-
cent
increase of base salary would be a negotiable item. The Board's
reasoning
behind this proposal is that by limiting further negotia-
tions only to the percent increase of the base
salary rate, both
parties
to this contract would be in a position to have settled all
other
disputes by the initial contract and would thus be in a position
to
negotiate a reasonable increase in wages for 1979 and 1980 based
upon
the current inflationary rates and/or consummer price
indexes
which
are currently only speculation. It is
the Board's further
position
that any effort to set an equitable percent increase at this
time
would be purely speculation and would be an issue over which
there
appears to be little chance for agreement between the parties.
However, by the use of a wage
opener position wherein both parties to
this
contract would be in a position to see the actual inflationary
rate
over the year 1977, as well as have the opportunity to view the
percent
wage increases for the cities which have been used for com-
parison purposes, both parties would be in a
position for reasonable,
realistic
and effective wage negotiations.
However, it must be em-
phasized that it is the position of the Fact Finding
Board that by use
of a wage opener, it must be
strictly limited to the issue of the
proposed
wage increases for 1979 and thereafter, 1980 and that no
other
issue could be considered negotiable.
City Representative - James B. Drewelow
- Comments:
Agreed.
I feel, however, that both
parties would benefit by establishing
at
the present time an established percentage increase of base
salary
for the years 1979 & 1980, or using the Consumer Price
Index
for cost of living increases in 1979 & 1980. It is evident
to
me that both parties have expended considerable time and effort
in
attempting to negotiate a new contract and by opening a 3-year
contract
for negotiation in 1979 & 1980 on base salary or cost of
living
increases, will only add to the expense and time for both
parties
in the years 1979 & 1980.
Police Guild Representative -
Daniel Breda - Comments:
Article 6. -
"Modifications in Salary Schedule" Following
the
presentations of the Police Guild and the City of Wenatchee, it
was
determined that all parties agreed to the language of Article 6.
City Representative - James B. Drewelow
- Comments:
Agreed.
Police Guild Representative - Daniel Breda
- Comments:
Article 7. - "Hours
of Work, Overtime and Definitions"
The only issue of disagreement
which was presented before the Board
was
the issue of Article 7, Paragraph 2(b) - regularly hourly rate.
In regard to this issue, it is
the opinion of the Board that the
definition
of regularly hourly rate should be:
regularly hourly
rate
is to be defined as base pay, longevity and education incentive.
However, it must be noted that
in the Board's proposed definition of
regularly
hourly rate, it is the Board's position that the method of
calculating
the longevity pay be changed from that system used in the
1977 contract to the system
proposed by the Board, wherein longevity
would
be based upon a rate of $3.00 per year for each year after a
minimum
of five years and would have a maximum of 20 years or $60.00
as
the upper end of the longevity payscale.
It was the opinion of the Board that the proposed
definition
of
regularly hourly rate, with the included
modification in the means
of
calculating longevity pay, would provide a realistic and workable
definition
for overtime pay purposes as well as all other instances
when
the definition would come into play.
City Representative - James B. Drewelow Comments:
Agreed.
I agree with the proposed
recommendation. My personal feeling,
however,
is that overtime pay should be based only upon base pay
and
not upon base pay, longevity and education incentive pay.
I view education pay as an
incentive for police officers to con-
tinue their higher education as well as a reward
for those who
do. I view longevity pay as a reward for those
officers who have
stuck with
the job for the required number of years.
I do not
feel
that an officer who must work a few hours of overtime should
be
paid more for his overtime work because he has a college degree
or
has been on the force longer than an officer of equal rank who
does
not have as many years on the force or equal education.
Police Guild Representative - Daniel Breda
- Comments:
Article 8. -
"Longevity"
It was the opinion of the Board that
the
means by which longevity pay was calculated should be changed from
the
system set forth in the 1977 contract and should be calculated upon
the
following guidelines.
After completion of five (5) years service, $3.00 should
be
allowed
per year for longevity pay. Longevity
pay would continue to
accrue
until an officer had reached 20 years of service or $60.00 per
month
longevity pay, which would be the top limit allowed for longevity
pay.
It was the opinion of the Board that by redefining the
means
by
which longevity pay is determined, the City of Wenatchee would be
using a
similar system to those used in the cities with which the
Wenatchee Police pay rates are
compared. It is also the opinion of the
Board that by setting a fixed
dollar amount on longevity pay, the system
would
not descriminate against long service police officers
who had been
unable
to advance in rank because of the limited opportunities for rank
advancement
within the current Wenatchee Police Department.
Thus,
longevity
pay would work as an incentive to all officers to remain on
the
police force without giving unwarranted additional compensation for
those
few who are able to advance to the higher ranks.
City Representative - James B. Drewelow
- Comments:
Agreed.
Police Guild Representative Daniel Breda -
Comments:
Article 9. -
"Clothing Allowed"
Following the presentations
of
the Police Guild and the City of Wenatchee, it was determined that
all
parties agreed to the language of Article 9.
City Representative - James B. Drewelow
- Comments:
Agreed.
Police Guild Representative - Daniel Breda
- Comments:
Article 10. -
"Health and Welfare" It is the opinion of
the
Board that in regard to the issues of medical insurance and
dental
insurance, the City of Wenatchee should provide as follows:
Medical Insurance:
That the City of Wenatchee should
pay
the sum of $25.00 for medical insurance on behalf of each offi-
cer for the year 1978 and the sum of $35.00 for
the year of 1979
and
the sum of $45.00 for the year 1980.
Dental Insurance:
That the City of Wenatchee should pay
on
behalf of each officer the sum of $8.00 for the year 1978, and
the
sum of $13.00 for the year 1979 and the sum of $18.00 forthe
year
1980.
It is the opinion of the Board that the current life
insurance
program as provided by the City for all members of the Police
Guild is acceptable and this
fact was not challenged by the Police
Guild's
representative.
However, in regard to medical and dental
insurance,
it is the opinion of the Board that these two items are
necessary
benefits which the City should provide on behalf of the
Wenatchee Police Guild and
that these benefits are overdue.
Therefore,
in
an effort to provide substantial current benefits for the Wenatchee
Police Officers, it is the
opinion of the Board that the City of
Wenatchee should provide the
above stated funds wherein at the end of
the
three year contractual term, the City will be very close to pro-
viding
full medical and dental coverage for the Police officers. It
is
the opinion of the Board that upon the expiration of this contract
in
1980, the City of Wenatchee should be providing full medical and
dental
coverage for the members of the Wenatchee Police Guild and that
the
proposed payment schedule of the Board provides a means by which
the
officers will receive an immediate benefit while at the same time
allow
the City of Wenatchee to phase in full coverage over the three
year
term.
City Representative - James B. Drewelow
- Comments:
Agreed. I agree with the Board's
recommendations: My comments
relate
to clarification and my understanding of the recommenda-
tion.
First, it should be made clear that the City is presently
paying
100 percent of each officer's medical coverage.
The re-
commendation
of the Board would not change the medical benefits
received
by the officers at the present time. The
recommendation
of
the Board relates to dollar contributions by the City for
DEPENDANT medical coverage and
both employee and dependant dental
coverage.
The Board's recommendation,
therefore, is that the City would
continue
to pay 100 percent of the officer's medical insurance,
plus
pay to an insurance carrier $25.00 per month towards depen-
dant medical coverage in 1978, $35.00 per month
in 1979, and
$45.00
per month in 1980.
Additionally, the City would
pay $8.00 per month to an insurance
carrier
for both officer and dependant dental coverage in 1978,
$13.00
per month in 1979, and $18.00 per month in 1980.
Police Guild Representative - Daniel Breda
- Comments:
Article 11. -
"Uniform Cleaning" Following
the presentations
of
the Police Guild and the City of Wenatchee, it was determined that
all
parties agreed to the language of Article 11.
City Representative - James B. Drewelow
- Comments:
Agreed.
Police Guild Representative - Daniel Breda
- Comments:
Article 12. -
"Vacations, Sick Leave, Holidays, Military
Leave, Civil Leave" It is the
opinion of the Board that Article 12
should
read as follows:
"Ordinance No. 1658 as amended by Ordinance 1980 be,
and
the
same is hereby incorporated into this Agreement, or as said
ordinances
may be hereinafter amended."
City Representative - James B. Drewelow
- Comments:
Agreed.
Police Guild Representative - Daniel Breda
- Comments:
Article 13. -
"Negotiations Leave" Following the presentations
of
the Police Guild and the City of Wenatchee, it was determined that
all
parties agreed to the language of Article 13.
City Representative - James B. Drewelow-
Comments:
Agreed.
Police Guild Representative - Daniel Breda
- Comments:
Article 14. -
"Insurance"
It is the proposal of the Board
that
the proposed provision is acceptable with the following changes
to
the language:
"The City shall provide during the term of this
agreement,
insurance
and/or indemnification agreement covering all commissioned
officers
of the Wenatchee Police force which insurance and/or indem-
nification agreement shall cover the following areas.
It is the Board's opinion that the language as above
stated
with
the balance of the current Article 14 be acceptable to both
parties.
City Representative - James B. Drewelow
- Comments:
Agreed.
Police Guild Representative - Daniel Breda
- Comments:
Article 15. -
"Grievances"
It is the opinion of the Board
that
if all the terms of this agreement have been accepted by both
parties
with the exception of Article 15, then Article 15 should remain
as written. The issue presented to the Board was that the
Police Guild
had
requested the inclusion of an arbitration clause as provided under
RCW
41.56.122. The
City's position was that the article should remain
as
written.
Therefore, if all other proposals that the Board has
suggested
have
been accepted with the exception of Article 15, then it is the
Board's opinion that Article 15 should remain
as written without change.
City Representative - James B. Drewelow
- Comments:
Agreed.
Police Guild Representative - Daniel Breda
- Comments:
Article 16. -
"Management Clause" Following
the presenta-
ions
of the Police Guild and the City of Wenatchee, it was determined
that
all parties agreed to the language of Article 16.
City Representative - James B. Drewelow
- Comments:
Agreed.
Police Guild Representative - Daniel Breda
- Comments:
Article 17. - "Performance of Duty" Following the presenta-
tions of the Police Guild and the City of
Wenatchee, it was determined
that
all parties agreed to the language of Article 17.
City Representative - James B. Drewelow
- Comments:
Agreed.
Police Guild Representative - Daniel Breda
- Comments:
Article 18. -
"Education Incentive" Following the presenta-
tions of the Police Guild and the City of
Wenatchee, it was determined
that
all parties agreed to the language of Article 17.
City Representative - James B. Drewelow
- Comments:
Agreed.
Police Guild Representative - Daniel Breda
- Comments:
Article 19. -
"Salary Scale"
It is the opinion of the
board
that the 1978 contract and the salary scale provision should be
as
set forth in the City's proposed salary schedule for the Police
Department which was submitted
on December 16, 1977 to the Board and
marked
City's Exhibit #10.
The Board would recommend the adoption of the salary
schedule
as
proposed by the City with the following additions to that schedule:
1. That the family
medical be increased from $20.00 to $25.00
for
the year 1978, and that there be a provision wherein there would
be
an additional $10.00 increase for the year 1979 following by an addi-
tional $10.00 increase for the year 1980.
2. The Board would
further propose that an additional benefit
be
provided and labeled dental insurance and that for the year 1978,
the
benefit would be $8.00 with an additional $5.00 for 1979 and an
additional
$5.00 for 1980.
Finally, it is the opinion of the Board that a $12.00 pay
adjustment
should be made for Sgt. Hoover to bring his salary to an
acceptable
level. This $12.00 addition was proposed
by the City and
has
been accepted by the Board as being fair and equitable in this
specific
situation.
It is the opinion of the Board that the salary proposals
as
set
forth in the Board's proposal will provide a reasonable increase in
salary
and benefits for the Wenatchee Police Guild while also being
within
the acceptable limits of the City of Wenatchee.
It has been the
position
of the Board that medical and dental benefits are long overdue
on
behalf of the Wenatchee Police Guild and that these are major con-
siderations to be given in any salary proposal by the
City. It is the
further
position of the Board that although the proposed salary in-
creases
are greater than those offered by the City and less than those
requested
by the Police Guild, the Board's recommendations are reason-
able
and realistic when viewed in terms of the current cost of living
increases,
which include escalating medical and dental costs, while at
the
same time taking into consideration the financial difficulties
which
the City of Wenatchee is currently facing and will be facing for
the
next few years. The Board believes that
the medical and dental
proposals
set forth herein provide the means to allow the officers to
receive
the critical medical and dental benefits which they are current-
ly lacking while at the same time providing
the City with a three year
period
within which to make budgetary adjustments for the inclusion of
these
medical and dental benefits. It should
be mentioned that the
majority
of the Board believes that the medical and dental benefits are
critical
factors in the contract negotiations and are long overdue based
upon
the escalating rate of medical and dental services over the past
few
years. Therefore, the Board has chosen
to view the medical and dental
benefits
as being more important than any additional increases in salary
which
the Police Guild has requested.
City Representative
James B. Drewelow - Comments:
Agreed.
It should be noted that the
recommendation of the Board results
in
an overall increase to the Police Guild of 10.8 percent in
1978,
12.1 percent in 1979 and 13.4 percent in 1980. Additionally,
the
10.8 percent increase for 1978 includes a base salary increase;
however,
the 1979 and 1980 base salary increases are left open for
negotiation.
Police Guild Representative - Daniel Breda
- Comments:
Article 20. - "Shift
Differential"
Following the presentations
of
the Police Guild and the City of Wenatchee, it was determined that
all
parties agreed to the language of Article 20.
City Representative - James B. Drewelow
- Comments:
Agreed .
Police Guild Representative - Daniel Breda
- Comments:
Article 21. -
"Detective Salary Differential" Following the
presentations
of the Police Guild and the City of Wenatchee, it was
determined
that all parties agreed to the language of Article 21.
City Representative - James B. Drewelow
- Comments:
Agreed.
Police Guild Representative - Daniel Breda
- Comments:
Article 22. -
"Savings Clause" Following
the presentations
of
the Police Guild and the City of Wenatchee, it was determined that
all
parties agreed to the language of Article 22.
City Representative - James B. Drewelow
- Comments:
Agreed.
Police Guild Representative - Daniel Breda
- Comments:
Article 23. -
"Complete Agreement" It is the opinion of the
Board that Article 23,
Complete Agreement, should remain as written
with
the addition that if both parties to this agreement concur that
any
single item should be reopened for negotiation, then such item
can
be reopened for negotiation. However, if
one party does not
agree
then that decision shall be final and any and all grievance
procedures
shall not take effect. The intent of the
Board for this
additional
language is simply that if one party says no to the others
request
to reopen an issue, then the subject is ended and there shall
be
no reopening or further negotiations.
City Representative - James B. Drewelow
- Comments:
Agreed.
Police Guild Representative - Daniel Breda
- Comments:
Respectfully
Submitted,
ROBIN R.
GAUKROGER, Chairperson
Reviewed and approved by:
James B. Drewelow
Daniel Breda