Effective 7/1/15 - 6/30/17
25.1 All employees will maintain a 15% supervisory differential over the employees they supervise.
25.2 Effective July 1, 2015, a new step (M) will be established on the pay scales for Sergeants and Lieutenants. Employees who have been at step L for at least one year as of July 1, 2015 will move to step M effective the first pay period of July 2015. Employees who have been at step L less than a year as of July 1, 2015 will move to step M upon completion of one year at step L.
25.3 Effective July 1, 2015, a 3% across the board increase for all employees.
25.4 Effective July 1, 2016, a 2% across the board increase for all employees.
25.5 Effective July 1, 2015, the employees will receive longevity pay in accordance with the following schedule:
25.6 Police Disability Supplemental Benefit - Effective July 1, 2007 the University will no longer offer this benefit to bargaining unit members that were hired after July 1, 2005.
25.7 Certified instructors will receive a 7.5% premium pay for any day spent instructing, so long as the actual instruction is for a minimum of four (4) hours, and will also receive a 7.5% premium pay for a day of planning for each block of training.
25.8 Voluntary Separation Incentives - Voluntary Retirement Incentives
The department will have the discretion to participate in a Voluntary Separation Incentive Program or a Voluntary Retirement Incentive Program, if such program is provided for in the 2011-2013 operating budget. Such participation must be in accordance with the program guidelines adopted by the Department of Personnel and the Department of Retirement Systems, following consultation with the Office of Financial Management. Program incentives or offering of such incentives are not subject to the grievance procedure in Article 22.
25.9 Between July 2015 and June 2017, the parties will meet at least quarterly, or more often if requested by either party to address and bargain wage issues based on market rates, recruitment and retention issues, and/or wage compression issues. Prior to the first meeting, in the event that the University of Washington Compensation Department will complete and provide to the parties a salary survey for the job classifications in the bargaining unit, it will present such results to the parties.
25.10 The employer agrees to negotiate with the Union over economics in the event that the State of Washington appropriates general wage increase which are then applied to the US-WFSE Master Contract.
25.10 Fitness Incentive.
Any bargaining unit member that passes the optional yearly fitness test based on the PFAT (Physical Fitness Agility Test) shall receive a one-time lump sum payment of $250.00 each year that he or she passes the test. The test will be completed prior to 6/30 of each year and the payment will be made on the first paycheck subsequent to that deadline. The test will be comparable to the standards put forth by the police academy, will be administered by a third party, and the result of the test will not be subject to the grievance procedure in Article 22.
25.11 Educational Incentive.
Base pay for Police Sergeants and Lieutenants classifications shall be increased by the following educational incentive schedule to be paid on the first paycheck in July:
|$750||Advanced Degrees (e.g MA, MBA, JD)|
Both Police Sergeants and Lieutenants shall continue to be eligible to receive both the educational incentive and longevity pay. These incentives are not cumulative. Each Sergeant or Lieutenant can receive only one educational incentive per year and multiple degrees - at the same or different levels - do not trigger additional incentives.