Los Angeles Webster Commission records, 1931-1992

Las Vegas labor agreement, 1992-07

(USC DC Other)

Las Vegas labor agreement, 1992-07

PDF

Download a page range

Download transcript

Copy asset link

Request this asset

Transcript (if available)

Content z ,

LAS VEGAS METROPOLITAN POLICE DEPARTMENT
JOHN MORAN, Sheriff
ERIC COOPER, Undersheriff
FISCAL AFFAIRS COMMITTEE
Dr. Kenny C. Guinn, Chairman
Jay Bingham, County of Clark
William U. Pearson, County of Clark
Bob Nolen, City of Las Vegas
Arnie Adamsen, City of Las Vegas
LAS VEGAS POLICE PROTECTIVE ASSOCIATION
METRO, INC.
AFL-CIO LOCAL 23
Andy Anderson, President
Glenn Thomas, Vice-President
Mel Harrison, Secretary
Allan Norland, Treasurer
BOARD OF MANAGERS
Dave Braden, Uniform
Joe McGuckin, Uniform
Dave Moody, Uniform
Chuck Tartan, Uniform
Tom Chasey, Non-Uniform
Fred Galey, Non-Uniform
Bob McBride, Non-Uniform
Doug Smith, Non-Uniform
Tim Crump, Detention
George Perrone, Detention
William Roseberry, Detention
Coleen Spiros, Detention
George Allen, Retirees
John Dore, City Detention & Marshalls
•
•
•
•
•
•
TABLE OF CONTENTS
Page
Number
PREAMBLE
1
Article
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
25
26
Recognition . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2
Scope of Agreement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2
Definitions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3
Check-Off . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3
Association Business Leave, Representation and
Bulletin Boards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4
Strikes and Lockouts . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5
Department's Management Rights . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5
Holidays and Holiday Pay . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6
Annual Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8
Sick Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9
Special Leaves . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12
Grievance Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13
Wages . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17
Clothing Allowance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19
Longevity . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20
Jury Pay - Court Pay .................................. -. . . . . 20
Medical Benefits . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20
Disability . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22
Retirement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23
Reduction in Force . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24
Hours . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25
Sen1or1ty . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26
Waiver . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26
Savings Clause . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27
Contract/Civil Service Rule Duplication . . . . . . . . . . . . . . . . . . . . . . . . . 27
Duration Clause . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27
ATTACHMENT A
ATTACHMENT B
ATTACHMENT C
ATTACHMENT D
29
30
31
32
•
•
•
AN AGREEMENT BE'IWEEN
LAS VEGAS METROPOLITAN POLICE DEPARTMENT
AND THE
LAS VEGAS POLICE PROTECTIVE ASSOCIATION METRO., INC.
PREAMBLE
WHEREAS, the Department is engaged in furnishing essential public services vital
to the health, safety and welfare of the population of the City of Las Vegas and the County
of Clark; and
WHEREAS, both the Department and its employees have a high degree of
responsibility to the public in so serving the public without interruption of essential services;
and
WHEREAS, both parties recognize this mutual responsibility, they have entered into
this Agreement as an instrument and means of maintaining the existing harmonious
relationship between the Department and its employees, and with the intention and desire
to foster and promote the responsibility of a sound, stable and peaceful labor relations
between the Department and its employees; and
WHEREAS, the parties recognize that this Agreement is not intended to modify any
of the discretionary authority vested in the Department by the statutes of the State of
Nevada; and
WHEREAS, the parties have reached an understanding concerning wages, hours and
conditions of employment and have caused the understanding to be set out in this
Memorandum of Agreement.
NOW, THEREFORE, the parties do agree as follows:
-1-
ARTICLE I
RECOGNITION
A. Pursuant to the provisions of the Local Government Employee Management
Relations Act, Chapter 288, Nevada Revised Statutes as amended, the Las Vegas
Metropolitan Police Department, hereinafter referred to as "Department", recognizes
the Las Vegas Police Protective Association, Inc., hereinafter referred to as the
"Association", as the exclusive representative of the eligible Department employees
as hereinafter defined for the purpose of collective bargaining. The Association
makes the Agreement in its capacity as the exclusive bargaining agent for the
Department employees in the bargaining unit.
B. Only members in good standing with the Association are eligible to vote on the
contents of this contract drawn as the result of collective bargaining.
ARTICLE 2
SCOPE OF AGREEMENT
A. Bargaining Unit
B.
1. The term "employee" as used in this Agreement applies to those persons
having a regular commissioned Civil Service appointment to the work force
of the Department, excluding, however, appointive and other administrative
employees, supervisory employees, confidential employees, employees in other
recognized bargaining units, and temporary employees.
List of Eligible Classes Schedule
Sergeant - Police 26
Sergeant - Correctional 26
License Investigator 23
Police Officer II 21
Corrections Officer II 21
Police Officer I 20
Corrections Officer I 20
-2-
•
•
•
•
•
•
ARTICLE 3
DEFINITIONS
A. This Agreement is made pursuant to and in conjunction with the Local Government
Employee-Management Relations Act of the State of Nevada, and all terms used
herein which are terms used in the Local Government Employee-Management
Relations Act shall have definitions ascribed to them by said Act.
A.
ARTICLE 4
CHECKOFF
The Department agrees to deduct from the pay check of each employee within the
bargaining unit who has signed an authorized payroll deduction card such amount as
has been designated by the Association as Association dues and is so certified by the
Treasurer of the Association. The Association will certify to the Department, in
writing, the current rate of membership dues. The Department will be notified of
any change in the rate of membership dues thirty (30) days prior to the effective date
of such change. The Department may require the submission of new deduction
authorization forms when the Association increases its membership dues.
B. Such funds shall be remitted by the Department to the Treasurer of the Association
within one (I) month after such deductions. The Employee's authorization for such
deductions is revocable at the will of the employee, as provided by the law, and may
be so terminated at any time by the employee giving thirty (30) days written notice
to the Department and the Association or upon termination of employment.
C. The Association agrees to indemnify and hold the Department harmless against any
and all claims, suits, orders or judgments brought or issued against the Department
as a result of any action taken or not taken by the Department under the provisions
of this Article.
D. The Department will not.be required to honor any biweekly deduction authorizations
that are delivered to the Payroll Section after the beginning of the pay period during
which the deductions should start.
E . The Association agrees to refund to the Department any monies paid to it in error
on account of the payroll deduction provisions herein upon presentation of proper
evidence thereof.
-3-
ARTICLE 5
ASSOCIATION BUSINESS LEAVE, REPRESENTATION AND BULLETIN BOARDS
A. The Department agrees to provide eight hundred (800) hours per
fiscal year, accumulative for the duration of this contract,
for the use of PPA members to conduct association business,
B.
c.
i.e., conventions, seminars, training, conducting
negotiations, and lobbying during the legislative session.
Once the accumulative hours are exceeded, annual leave will be
used.
1. The Association agrees not to exceed six (6) individuals
request for Association leave at one time.
2. The President, or his designee, will determine the use of
Association leave.
3. Members relieved from duty for purposes listed in
Paragraph A will submit LVMPD 2 (Application for Leave)
through the chain of command to Payroll. The application
of leave will indicate the hours absented are for
Association business.
1. The Department agrees to provide one full-time position
for a representative of the commissioned employees. The
representative must be:
a.
b.
c.
d.
A commissioned member of the Las Vegas Metropolitan
Police Department;
A member of the commissioned employees collective
bargaining unit recognized by the Department;
Nominated by the membership; and
Elected by majority vote after proper notification
is given to the membership of the nominees and
reasonable provision made for them to cast their
vote.
2. The representative so elected shall devote the full time
provided by the Department to matters of collective
bargaining or representation for Las Vegas Metropolitan
Police Department's commissioned employees. Any time
devoted by the representative to employees of any other
entity must be on other than the hours provided by the
Department for this position.
3. During the term of this contract, the representative
referred to in this article is recognized to be the
President of the Las Vegas Police Protective Association.
It is the right of the PPA Board of Managers or their
designee to use the provided space on the bulletin boards
for the posting of notices concerning .legitimate
Association business. A copy of all material to be posted
will be sent to the Sheriff and/or his representative when
posted.
-4-
•
•
•
•
•
•
It is understood that no material will be posted,
distributed or circulated by any employee while in or on
LVMPD property which contains:
1. Untrue personal attacks upon any member or any other
employee;
2. Untrue scandalous, scurrilous, or derogatory attacks
upon the Administration or the LVPPA;
3. Untrue attacks on any other employee association
regardless of whether the organization has local
membership.
4. Attacks on and/or favorable comments regarding a
candidate for any public political office.
Any Association member claiming that Paragraph "C" has been
violated is responsible for filing a Brief of Complaint.
A.
B.
ARTICLE 6
STRIKES AND LOCKOUTS
The Association will not promote, sponsor, or engage in any
strike or any slowdown, interruption of work or operation,
concentrated stoppage of work, absence from work upon any
pretext or excuse such as illness, which is not founded in
fact, against the Department; or any other intentional
interruption of the operations of the Department, regardless
of the reason or reasons for so doing, and said Association
will use its best efforts to induce all employees covered by
this agreement to comply with this pledge.
The Department will not lock out
hereunder as a result of a labor
disagreement with the Association.
any employees covered
dispute or any other
ARTICLE 7
DEPARTMENT'S MANAGEMENT RIGHTS
A. The Department and the Association agree that the Management officials of the
Department possess the sole right to operate the Department and that a ll
Management rights remain with those officials. These rights include, but are not
limited to:
1. Hire, direct or transfer employees; except when such assignment or transfer
is done as a part of disciplinary purposes.
2. Reduce in force, or lay off any employee because of lack of work or lack of
money.
-6-
3.
Determine appropriate staffing levels and work performance standards, except
for employee safety ccnsiderations.
4. Determine work schedules, tours of duty, and daily assignments.
5. Determine quality and quantity of services to be offered to the public and the
means and methods of offering those services.
6. Determine the content of the work day, including without limitation workload
factors, except for employee safety considerations.
7. Take whatever action may be necessary to carry on its responsibilities in
situations of emergency such as a riot, military action, natural disaster or civil
disorder. Such actions may include the suspension of this collective bargaining
agreement for the duration of the emergency. Any action taken by the
Department under the provisions of this subsection shall not be construed as
a failure to negotiate or keep the intended good faith.
8. Manage its operation in the most efficient manner consistent with the hest
interests of all its citizens, its taxpayers, and its employees.
9.
Promote employees and determine promotional procedures, as provided in
NRS 280.310.
10. Educate and train employees and determine corresponding criteria and
procedures.
11. The Department shall have such other exclusive rights as may be determined
by NRS 288.150.
ARTICLE 8
HOLIDAYS AND HOLIDAY PAY
A. The Department and the Association agree that the legal holidays shall be:
1. New Year's Day
Martin Luther King Day
Presidents' Day
Memorial Day
Independence Day
Labor Day
Nevada Day
Veterans' Day
Thanksgiving Day
Friday after Thanksgiving Day
Christmas Day
Day before Christmas
One Floating Holiday
-6-
•
•
•
•
•
•
2 . Any legal holiday specifically appointed for locaf government employees by the
President of the United States, except for any Presidential appointment of th e
fourth Monday in October as Veterans' Day.
B. If any of the above holidays ( excluding floating) fall on Sunday, the following Monday
shall be considered as the legal holiday. If any of the above holidays fall on Saturday,
the preceding Friday shall be considered as the legal holiday.
C. All full-time employees who are employed on a 40-hour week, shall be entitled to
time off for such legal holidays.
D. Employees who work on a legal holiday as part of their regular work schedule
shall receive their normal salary for the holiday(s) on a straight time basis for th e
hours worked. Also, employees shall receive an additional eight (8), ten (IO), or
twelve (12) hours of annual leave, or straight time pay, depending upon their tour of
duty assignment for that day.
E. Employees whose regularly scheduled day off falls on a legal holiday shall re ce ive
eight (8) hours of straight time pay or eight (8) hours of annual leave.
F. An employee required to work on a legal holiday which falls on his scheduled day oil
shall be paid time and one half for hours actually worked. AdditionaIIy, tl_ 1 e
employee will receive eight (8) hours of straight time pay, or eight (8) hours of
annual leave.
G. All full-time employees, in order to be entitled to a legal holiday as provided, sha ll
be on full pay status on their scheduled work day immediately preceding and
immediately following such holiday.
H. The floating holiday may be used by the employee as a vacation day. A supervisor
may not deny use of the floating holiday except in unusual and dire circumstances,
which may cause considerable hardship in the attempted completion of the
Department's mission.
I. Pursuant to Paragraphs D, E and F, and for the last two years of this contract, during
the month of July, 1992, and prior to July 31, 1992, employees covered by this
Agreement must select the option of pay or annual leave for working on holid ays.
If selection is not made, annual leave will be given. This provision becomes effective
for the 1992-93 fiscal year.
-7-
ARTICLE 9
ANNUAL LEAVE
A. The Department and the Association agree that annual leave is
provided to employees for purposes of rest and relaxation from
their duties and for attending to personal business.
B. Employees shall be eligible to take annual leave after
completion of six (6) months of continuous full-time service.
Annual leave shall accrue at the maximum rate of 4.62 hours
per biweekly period during which an employee is in a paid
status , excluding overtime. After 15 years of continuous
service, annual leave shall accrue at the maximum rate of 6.15
hours per biweekly period during which an employee is in a
paid status, excluding overtime.
C. Annual leave may be accumulated up to a maximum of the
employee's regular work week times six (6) (240 hours) during
the first fifteen (15) years of service and the employee's
regular work week times eight ( 8) ( 3 2 o hours) thereafter. Any
D.
c · annual leave which exceeds the allowed maximum shall be
forfeited on December 31st of each calendar year.
Employees with more than six (6) months service who leave the
services of the Department are entitled to payment for unused
annual leave which has not been forfeited in accordance with
(C) computed on the employee's rate.
E. Application for annual leave must be approved in advance of
taking leave. An employee on authorized annual leave may be
granted an extension thereof upon his/her request.
F. Upon approval by the Department Head, an employee may be
advanced annual leave.
G. An employee who has taken advance annual leave beyond that
accrued at the time of separation shall make restitution for
such leave, either by deduction from any amount owed him/her
by the Department or by cash refund.
H. Upon the death of an employee, the Department will make a lump
sum payment of accrued annual leave and other compensation
due to the employee's most recently designated beneficiary on
file or, if no designated beneficiary, to the employee's
estate.
I. Employees on the Department's payroll as of June 30, 1982, who
have had a break in service, shall have their annual leave
accrued as if their combined years of service were continuous
and without break. For persons hired or rehired on July 1,
1982, or thereafter, the provisions of paragraph B shall be
applied and any break in service shall not be bridged for the
purpose of accruing annual leave.
-8-
•
•
•
•
•
•
J .
A.
Employees may elect to exchange forty (40) hours annual leave
for forty ( 4 o) hours of gross salary, excluding overtime,
subject to the following conditions:
1. Exchange of annual leave shall only be done at the first
payday of each December unless otherwise authorized by
the Sheriff.
2. To be eligible to exchange annual leave for pay, the
employee must have taken the equivalent of at least forty
(40) hours of vacation during the twelve month period
immediately preceding the exchange, or thiry-two (32)
hours for those employees whose bi-weekly work schedule
has one thirty-two (32) hour week therein.
3. Exchange privileges apply only to accrued annual
leave.
4. The employee's accrued annual leave balance must be
eighty (80) hours or more at the time of the exchange.
ARTICLE 10
SICK LEAVE
The Department and the Association agree that all full-time
employees shall accrue four (4) hours of sick leave biweekly,
or .05 hours for each hour of actual paid service in that
biweekly period, excluding overtime.
Employees shall be paid their current hourly rate plus
longevity, if applicable, for each hour of sick leave used.
B. Upon approval of the Department, sick leave may be used by
employees who are:
1. Incapacitated from the performance of their duties by
illness or injury, or
2. Whose attendance
requirements, or
is prevented by public health
3. Who are required to absent themselves from work for the
purpose of keeping an appointment with the doctor (up to
a maximum of four (4) hours for any one appointment), or
4. Who are required to absent themselves from work to attend
the funeral of a member of their immediate family (up to
a maximum of forty-eight (48) hours per occurrence), or
5. Who are required to absent themselves from work to
personally care for a member of their immediate family in
those medical emergencies which require the employee's
prompt attention. Emergency leave shall be taken as sick
leave, except for a one-time provision of forty-eight
-9-
(48) hours of annual leave that may be used per fiscal •
year.
With the exception of sick leave depletion, annual leave shall
not be used in place of sick leave.
C. All sick leave shall be approved by the designated Department
representatives. Employees who do not become ill on the job
shall call in as required by Department policy before the
beginning of their shift when using sick leave.
D. Any full-time employee who has exhausted his accumulated si9k
leave may be granted annual leave or leave without pay.
E. Immediate family shall be defined as the husband, wife,
parent, brother, sister, child, grandchild, grandparent,
grandchildren,mo~her/father-in-law, sister/brother-in-law, or
son/daughter-in-law.
F. Employees covered by this Agreement shall be subject to the
following reporting requirements for payment of sick leave:
1. Sick Leave Request: Employees are required to file and
sign a sick leave request as evidence that the reason for
the employee's absence was a legitimate use of sick leave
as outlined above within (24) hours of returning to work .
2. Certificate of Recovery and Fitness: A Certificate of
Recovery and Fitness shall be submitted by all employees
upon return to work from any illness that required the
use of sick leave for three ( 3) or more consecutive
scheduled working days if the employee is requested to do
so by the Sheriff or his designee. Such certificate
shall be signed by a physician and shall state that the
employee is capable of returning to work.
3. Extensive Use of Sick Leave:
Extensive use of sick leave occurs when an employee uses
in excess of six (6) incidents of sick leave in a fiscal
year. Bereavement, scheduled annual, or semi-annual
medical or dental appointments are not considered
incidents. If an employee exceeds the six (6) incidences
of sick leave usage, progressive disciplinary action will
be initiated as follows:
a.
b.
c.
d.
e.
The seventh incident will result in a counseling.
The eighth incident will result in an oral
reprimand.
The ninth incident will result in a written
reprimand.
The tenth and eleventh incidents will result in a
suspension of up to one tour of duty for each
incident.
The twelfth incident, unless extenuating
circumstances prevail, may result in termination.
-10-
•
•
•
•
•
G • Employees shall be at their place of residence, a medical
facility, or their doctor's office, or shall notify their
supervisor of their whereabouts when using sick leave. Any
gainful employment, pursuit of personal business, recreation,
travel for recreation or non-sick leave purposes, or other
such activity when an employee is on sick leave is considered
evidence of abuse of sick leave unless approved in advance in
writing by the Sheriff or designee. Supervisors may
discipline an employee if there is evidence of abuse of sick
leave. Progressive discipline relative to abusive sick leave
will be consistent with that of extensive use as outlined in
Paragraph F-3 above.
H. Employees who have taken no more than three (3) days sick
leave for purposes other than bereavement during his/her
employment year shall receive (24) hours of bonus time, which
I.
shall be credited to the employee's bonus leave account during
the first full pay period following the employee's hiring
anniversary date. An employee hired after January 1, 1982,
may only accumulate (144) hours of bonus time.
1)
2)
Employees hired or rehired after July 1, 1988 may not
receive payment for more than one thousand (1,000) hours
of accumulated sick leave at time of termination,
retirement, or resignation .
On the first payday of December of each year, the
Department shall buy back up to 50% of all sick leave
hours accrued above the 1,000 hour maximum payoff limit,
subject to provisions of Paragraph I ( 3) . The sick leave
accrual that was not bought back by the Department shall
become a sick leave "bank" which can be used by the
employee only after regular sick leave hours are
exhausted. Banked sick leave shall not be eligible for
payoff at any time, including at separation.
3) To be eligible for sick leave buy back, an employee must
have used eighty (80) hours or less of sick leave in the
twelve-month period immediately preceding the buy back.
If the employee used between forty-one (41) and eighty
(80) hours of sick leave in the twelve-month period
immediately preceding the buy back, the Department will
buy 25% of the accumulated leave above the 1,000 hour
cap. If the employee used forty (40) or fewer hours of
sick leave in the twelve-month period immediately
preceding the buy back, the Department will buy 50% of
the accumulated leave above the 1,000 hour cap.
4) For the purpose of determining the sick leave usage
threshold in this paragraph, bereavement leave will be
excluded .
-11-
J.
If a permanent employee leaves the Department after ten (10)
years of continuous service, the employee shall receive
payment for 50 percent of the employee's allowable sick leave
accumulation computed at the base salary rate plus longevity.
After fifteen (15) years of continuous service, the employee
shall receive payment for 62.5 percent and after twenty (20)
years of continuous service, payment for 75 percent of the
employee's sick leave accumulation. An employee hired after
July 1, 1988 may utilize the benefit of this provision one (1)
time only.
K. Employees on the Department payroll as of June 30, 1982, who
have had a break in service, shall have their sick leave
payoff computed as if their combined years of service were
continuous and without break. For persons hired or rehired on
July 1, 1982, or thereafter, the provisions of Paragraph J
shall be applied and any break in service shall not be bridged
for the purpose of determining total years of service.
ARTICLE 11
SPECIAL LEAVES
A. MILITARY
1. An employee having a reserve status in any of the regular
branches of the Armed Forces of the United States or the
Nevada National Guard, upon request to serve under orders
for weekly drills, weekend drills and summer training
camps, shall be granted leave according to the provisions
outlined in NRS. Any such absence shall not be deemed
to be such employee's annual vacation, nor shall such
employee suffer any loss of salary during this period of
military leave.
2. Should the military leave extend beyond the time
authorized in Paragraph 1, the employee shall take leave
without pay or sign a waiver indicating he/she
voluntarily agrees to have the additional time charged
against available annual leave.
3. The Department may reschedule the employee's regular days
off so that they coincide with his/her weekly drills or
weekend drills in order to provide the Department with
forty (40) hours of available employee work time.
B. MATERNITY/PATERNITY - Pursuant to the dictates of Public
Law 955-555, effective April 29, 1979, the condition of
pregnancy shall be treated as a disability illness under the
provisions of Article 13 - Sick Leave, herein.
1. Employees shall be entitled to leave for maternity/
paternity purposes commencing as determined below and
extending up to six (6) months following the birth of the
child.
-12-
•
•
•
•
•
•
2 •
3.
An employee, upon becoming aware of her pregnancy, shall
obtain a certificate from her physician stating that the
physician is acquainted with the type of work being
performed by the employee and that it will not be
injurious to her health or the health of the expected
child for her to continue working. After the initial
certificate has been presented, a similar certificate
shall be presented monthly, commencing with the sixth
month of pregnancy. Employees complying with these
provisions shall be entitled to work as long as they
continue to present such monthly certificates or until
the date specified by their physician as the date beyond
which they should not be permitted to work. If the
employee fails to present any required monthly
certificate within five days of the date due, she may be
placed on maternity leave after three (3) calendar days
notice by the Department.
Employees, at their discretion, may use none, any or all
of their sick leave, annual leave, and/or bonus leave for
maternity/paternity leave purposes. Employees not using
any of the above paid leaves may be granted a leave
without pay. All leaves should be taken as one
continuous leave period unless special circumstances
clearly show a legitimate need for broken periods of
leave. Broken periods of leave require the approval of
the Sheriff or designee. Employees using broken leave
periods may be required to pay their own group insurance
costs unless they are working at least fifty percent of
the time.
ARTICLE 12
GRIEVANCE PROCEDURE
The purpose of the following provisions is to set forth, ~imply and clearly, t~e methods and
procedures for the various types of disputes that may anse between the parties hereto. The
following provisions shall govern the conditions of a grievance appeal.
A.
Grievance Defined - A grievance shall be defined as a dispute regarding the
application or interpretation of a provision of the Collective Bargaining Agreement
between the Department and the Police Protective Association Metro, Inc., or of a
Civil Service Rule or of a Departmental Rule, written order or regulation. A grievant
may have a representative of his/her choice at any or all steps.
A grievance shall be handled in the manner set forth herein. Other disputes which
may arise between the Department and its employees, which do not m~et the
definition of a grievance, shall be handled in the manner designated for such disputes.
-13-
B. Grievance Procedure - All grievances shall be filed in writing; shall be dated as of the
date filed, and shall specify the Collective Bargaining Agreement provisions, the Civil
Service Rule, or the Departmental Rule, written order, or regulation alleged to have
been violated. The grievance shall also specify the facts, including names, dates, etc.,
which are alleged to constitute the violation.
1. Step One - All grievances shall be filed with the Bureau Commander or the
next level of supervision above the Bureau Commander if the matter giving
rise to the grievance occurred at the Bureau Commander level. If the matter
giving rise to the grievance occurs outside the chain of command of the
employee, the grievance shall be filed with the employee's Bureau
Commander. Grievances shall be filed within fifteen (15) calendar days of the
employee's knowledge of the occurrence giving rise to the grievance. The
Bureau Commander shall initiate an investigation of the grievance and shall
try to verify the facts alleged in the grievance and shall, within fifteen (15)
calendar days of the filing of the grievance, hold a meeting with the grievant
in an effort to explain the results of the investigation and resolve the issues in
dispute. In the event the grievance is not resolved at the meeting, or
meetings, held as a result of the investigation, the Bureau Commander shall
submit to the grievant, in writing, a response to the grievance, including a
summary statement of the findings of the investigation within twenty-two (22)
calendar days of the filing of the grievance. This shall complete Step One of
the procedure.
2. Intermediate Step - In the event there are intermediate levels of supervision
between the supervisor with whom the grievance is filed and the Assistant
Sheriff or Undersheriff, as appropriate to the grievant's chain of command,
either the grievant or the supervisor with whom the grievance is filed may
request an informal meeting between the grievant and the intermediate
supervisor to discuss the grievance in an effort to resolve the dispute. Such
meeting shall not be required by a supervisor unless the intermediate
supervisor has the authority to resolve the issue. In the event such a request
is made by either party for such a meeting, the time for the transmittal of the
grievance to Step Two of this procedure will not begin until such a meeting
is concluded, with the grievance still unresolved.
3. Step Two - In the event the grievant is not satisfied with the Step One written
response to the grievance, the grievant may initiate Step Two of the grievance
procedure by transmitting the grievance to the Assistant Sheriff/U ndersheriff
in the chain of command within fifteen (15) calendar days of receipt of the
written response provided in Step One. If a grievance is forwarded to Step
Two of this procedure, the U ndersheriff or Assistant Sheriff involved shall
review and/or investigate the grievance and shall schedule a meeting with the
grievant and appropriate representatives if requested, within ten (10) calendar
days of the receipt of the grievance at Step Two, for the purpose of
attempting to resolve the dispute. If the dispute is not resolved at this
-14-
•
•
•
•
4.
•
5.
•
meeting, the Undersheriff or Assistant Sheriff involved shall submit to the
grievant, in writing, within twenty (20) calendar days of the filing at Step Two,
a final response to the grievance.
Step Three - If the grievance is not resolved at Step Two of the procedure,
and the grievant desires to submit the dispute to the Civil Service Board for
final resolution, the time for his/her appeal shall begin with the receipt of the
response of the Assistant Sheriff or U ndersheriff. With_ in thirty (30) calendar
days of receipt of the written answer by the Assistant Sheriff or Undersheriff,
the aggrieved party may appeal the decision to the Board by filing with the
Secretary of the Board a written statement of his/her intention to appeal,
including sufficient details of circumstances surrounding the grievance.
Grievance appeals shall be heard by the Board in accordance with Section
1220 of the Civil Service Rules and their findings shall be final and conclusive.
Following notice of appeal, the Secretary of the Board shall immediately notify
the Chairman of the Board. If the date of the next regularly scheduled
meeting of the Board is more than fifteen ( 15) calendar days from the date
the appeal is filed, the appeal shall be heard at the earliest possible date
established by the Board .
Grievance Resolution
Reduction in Discipline - If the decision of the Bureau Commander,
Assistant Sheriff/Undersheriff, or Civil Service Board is to reduce the
discipline, then the originating supervisor who meted out the discipline will be
directed to rewrite the Adjudication of Complaint. The new Adjudication of
Complaint will show the new level of discipline in the appropriate place on
the form.
Exoneration of Discipline - If the decision of the Bureau Commander,
Assistant Sheriff/U ndersheriff, or Civil Service Board is to remove all
discipline, but not the sustained complaint, the originating supervisor will be
directed to rewrite the Adjudication of Complaint. The new Adjudication of
Complaint will show a disposition of "Sustained," however, in the discipline
box, "none" will be noted and in parenthesis after the word "none," will be "by
the direction of appeal to the Bureau Commander, Assistant
Sheriff/Undersheriff, or Civil Service Board," whichever is appropriate.
Exoneration of Discipline and Sustained Complaint - The exoneration of
discipline and the sustained complaint can be authorized by the Assistant
Sheriff or U ndersheriff, with concurrence of the Sheriff. The Civil Service
Board may also exonerate the discipline and the sustained complaint if the
grievance has been appealed to their level. If the discipline and sustained
complaint are reversed in favor of the employee, the Personnel Bureau file
and the employee's bureau personnel file will be purged of all references to
the investigation. Additionally, the IAB file will be modified to show
exonerated and at whose direction.
-15-
C.
Time Limits - In computing any period of time described or allowed in this
procedure, the day of the act, event, or default from which the designated period of
time begins to run shall not be included. The last day of the period so computed
shall be included, unless it is a Saturday, Sunday, or holiday, in which event the
period runs until the end of the next day which is not a Saturday, Sunday, or a
holiday.
1. Failure on the part of the appellant to process the grievance to the next step
within the time limits established in the preceding paragraphs presumes that
it has been satisfactorily resolved at the last step to which it had been properly
processed. However, in the event an employee is unavailable during the
response period, the employee may authorize, in writing, the Association to
respond on the employee's behalf.
2. Failure on the part of the Department's representatives to answer the
grievance in the time limits established in the preceding paragraphs presumes
that the satisfaction requested will be provided. However, in the event the
Department representative is unavailable during the response period the
Department may designate, in writing, another representative to respond to
the grievance.
3.
4.
Time limits specified in this grievance procedure may only be extended by
written agreement of both parties.
If a grievance is not filed or processed within the time limits set forth above,
it will be deemed withdrawn with prejudice, unless the time limitations
established are waived or mutually extended by the parties.
D. Other Disputes - Disputes which do not fall within the definition of a grievance set
forth in Section A above and which challenge the legality including the
constitutionality, or the propriety, or the reasonableness of a Civil Service Rule, or
a Departmental Rule, written order or regulation, shall first be referred by the
employee involved to the Association, as the exclusive representative of the
bargaining unit within the Department pursuant to the provisions of NRS 288. If the
Association deems it appropriate to pursue the dispute, it is to be filed in the first
instance with the Assistant Sheriff as appropriate to the chain of command, or to the
U ndersheriff. A meeting will be scheduled by the Assistant Sheriff or the
Undersheriff with the Association, for the purpose of resolving this dispute. If the
dispute is not resolved in the meeting, or meetings held, the Assistant Sheriff or the
Undersheriff shall, within fifteen (15) calendar days of the conclusion of such
meetings, furnish the Association with a written response to the issue raised. If the
Association wishes to pursue the matter further, it shall forward the issue to the Civil
Service Board for final resolution, as outlined in Step Three procedures above.
E. Documentation - A copy of all grievances shall be forwarded to the Association
immediately upon filing with the Department. The Department shall establish
procedures for the maintenance, control, and adjustment of grievance records.
-16-
•
•
•
•
A.
•
•
ARTICLE 13
WAGES
The Department and the Association agree that the salaries
paid the employees in the various classifications will be the
salaries assigned to the salary ranges for each classification
shown in the attached documents labeled Salary Schedules,
which are attached hereto and incorporated thereby.
Furthermore, it is agreed that the ' employees shall receive a
net four and one-half percent (4\%) salary increase that shall
be paid by increasing each salary range and step by the
percentages necessary so that after any required retirement
deductions (per NRS 286), the employee receives a net four and
one-half percent (4\%) effective July 6, 1991. This is
reflected in Attachment A. The Department will continue to
pay 100% of the cost of the retirement contributions for the
State of Nevada Public Employees Retirement System.
Effective July 4, 1992, the employees shall receive a net four
and one-half percent (4\%) salary increase. That shall be
paid by increasing the salary schedule by an appropriate
percentage so that after any required retirement deduction
(per NRS 286) the employees receive a net four and one-half
percent (4\%) increase in base salary. The salary schedule
reached after the retirement deduction shall become the new
salary schedule for the succeeding year labeled
Attachment B.
Effective July 3, 1993, the employees shall receive a net four
percent (4%) salary increase. That shall be paid by
increasing the salary schedule by an appropriate percentage so
that after any required retirement _deduction (per NRS 286)
these employees receive a net four percent (4%) increase in
base salary. The salary schedule reached after the retirement
deduction shall become the new salary schedule for the
succeeding six months labeled Attachment C.
Effective January 1, 1994, the employees shall receive a net
two percent (2%) salary increase. That shall be paid by
increasing the above salary schedule (Attachment C) by an
appropriate percentage so that after any required retirement
deduction (per NRS 286) these employees receive a net two
percent (2%) increase in base salary. The salary schedule
reached after the retirement deduction shall become the new
salary schedule for the succeeding six months labeled
Attachment D.
However, if the U.S. City Average Consumer Price Index (1982-
84 = 100) for Urban Wage Earners and Clerical Workers (CPI-W)
from January, 1991 through December, 1991 is less than two
percent (2%) or more than six percent (6%), this wage article
-17-
shall be subject to renegotiation between the Association and
the Department for the period from July 4, 1992 thru July 2,
1993.
Additionally, if the U.S. City Average Consumer Price Index
(1982-84 = 100) for Urban Wage Earners and Clerical Workers
(CPI-W) from January, 1992 thru December, 1992 is less than
two percent (2%) or more than eight percent (8%), this wage
article shall be subJect to renegotiation between the
Association and the Department for the period from July 3,
1993 thru July 1, 1994.
Furthermore, for the duration of this contract, any decrease
in the percentage rate of the retirement contribution will
result in a corresponding increase to each employee's base pay
equal to one-half (1/2) of the decrease. Any such increase in
pay will be effective from the date the decrease in the
percentage rate of the retirement contribution becomes
effective.
B. Commissioned employees who are assigned to positions which are
classified as civilian shall receive the applicable Civilian
Classification pay, but will remain on early retirement.
C. Assignment Differential Pay is temporary monetary compensation
paid to commissioned personnel who are working in the
assignment categories listed below.
Police Officer II (A-2) + 8%
Motorcycle Officer
+ 8%
Motorcycle Sergeant
+ 8%
Helicopter Pilot
+ 8%
Helicopter Pilot Sergeant
+ 8%
Resident Officer
+ 20%
Resident Officer Sergeant
+ 20%
Police Training Officer + 8%
Police Training Officers' assignments will be for a
continuous six-month period. At the conclusion of
any given six-month period, the Department, at its
discretion, can decrease or increase the number of
PFTOs as needed. Selection and assignment to
Police Field Training Officer positions will be
based upon established Departmental procedures.
Corrections Training Officer + 8%
Corrections Training Officers' assignments will be
for a continuous six-week period. At the
conclusion of any given six-week period, the
Department, at its discretion, can decrease or
increase the number of CTOs as required. Selection
•
•
and assignment to the CTO positions will be based •
upon established Departmental procedures.
-18-
•
•
•
K-9 Pay K-9 Handlers will receive four and one
half (4\) hours of paid overtime biweekly for the at-home
care, grooming, and feeding of the dog.
Employees shall only be paid ADP for the duration of their ADP
assignment.
The Association and the Department acknowledge that consistent
with the terms of the 1988-1991 Labor Agreement, both parties
have attempted to "determine agreeable methods and procedures
for eliminating ADP." Due to the complexity of the issue, a
resolution agreeable to both parties and the Associatio__n
membership was not achieved. However, during the term of this
contract, both parties will continue to meet to identify a
method, or methods, to eliminate ADP.
ARTICLE 14
CLOTHING ALLOWANCE
A. The Department and the Association agree that only the
employees in the classifications listed below shall be paid a
yearly clothing allowance, as shown in the following chart .
uniform
Plainclothes
92-93 93-94
91-92
$ 625
92-93
$ 675
93-94
$ 725
91-92
$ 875 $ 925 $ 975
Classification
Sergeant, Police
Sergeant, Corrections
Police Officer II
Corrections Officer II
Police Officer I
Corrections Officer I
B. No officer is entitled to a clothing allowance until employed
six months. Allowances will be prorated in accordance with
adopted policy.
C. The Department will furnish· all officers assigned as
designated Transportation Officers in the Detention Services
Division with Department issue hand weapons.
D .
Only personnel assigned to non-uniformed assignments for a
period of longer than six (6) months will be eligible for the
non-uniform clothing allowance.
-19-
ARTICLE 15
LONGEVITY
A. The longevity pay for employees shall be paid on the following
basis: Upon completion of five (5) consecutive years of
employment, covcre·j employees shall be paid the equivalent of
an additional two and one half percent (2. 5%) of their
biweekly base salary.
B. For each continuing year of consecutive service thereafter,
each employee shall receive an additional one-half of one
percent (0.5%) increase of the base salary until a maximum of
fifteen percent (15%) has been reached.
C. Lohgevity pay shall become effective at the beginning of the
first full pay period following the hiring anniversary date of
the employee.
A.
ARTICLE 16
JURY PAY - COURT PAY
Eligible members called to serve on jury duty on a normally scheduled shift shall
receive their regular pay as well as all jury pay. Those persons called but not
selected to serve on the jury shall report back to work when excused.
B. Eligible members subpoenaed to appear on duty as a witness in a criminal
proceeding, connected with official duties, and who are not a party in such criminal
proceeding, shall receive their regular pay providing that all witness fees or pay are
returned to the Department. Employees shall report to work when excused.
C. Eligible members required to appear off-duty in any court as a witness for the
prosecution or defense shall be paid at straight time for the time spent in court plus
an hour for duces tecum subpoenas. The payment shall be no less than twenty-five
dollars ($25.00).
A.
ARTICLE 17
MEDICAL BENEFITS
The Department and the Association agree that the Department will pay part of the
cost of the employees' and dependents' hospitalization and health insurance plan as
set forth in the LAS VEGAS POLICE . PROTECTIVE ASSOCIATION, INC.
INSURANCE. From July 1, 1991 thru June 30, 1992, the aforementioned cost that
the Department will pay is Two Thousand One Hundred Eight Dollars and Forty
Cents ($2,108.40) per employee covered under this Agreement. For civilian
employees covered under the LAS VEGAS POLICE PROTECTIVE
ASSOCIATION, INC. INSURANCE, the Department will pay Two Thousand One
-20-
•
•
•
•
•
•
B.
Hundred Four Dollars and Eighty Cents ($2,104.80) for the same period. For those
employees electing dependent coverage, the Department will pay fifty percent ( 50%)
of the cost, One Thousand One Hundred Ninety Five Dollars and Twenty Cents
($1,195.20) for the period July 1, 1991 thru June 30, 1992.
From July 1, 1992 thru June 30, 1993, the aforementioned cost the Department will
pay for covered employees will be increased by the percentage increase in the
Consumer Price Index Urban Wage Earners and Clerical Workers (CPI-W),
Expenditure Category Medical Care from January, 1991 . to December, 1991.
However, if the Medical Care CPI-W increase for that period is less than four
percent ( 4%) or more than twelve percent (12% ), this article shall be subject to
renegotiations for F /Y 1992-93.
From July 1, 1993 thru June 30, 1994, the aforementioned cost the Department will
pay for covered employees will be increased by the percentage increase in the
Consumer Price Index Urban Wage Earners and Clerical Workers (CPI-W),
Expenditure Category Medical Care from January, 1992 to December, 1992.
However, if the Medical Care CPI-W increase for that period is less than four
percent ( 4%) or more than twelve percent (12% ), this article shall be subject to
renegotiations for F /Y 1993-94.
All communications concerning health and hospitalization plans and coverage by the
Association to the Department shall be directed to the Department's Fiscal Affairs
Bureau. The Department shall address all communications concerning the
Association's insurance plan to the President of the Association. The Association
agrees that it will provide the Department, upon request, within forty-eight ( 48)
hours, costs and claims received by the Administration from the insurance provider( s)
and the Administrator(s).
C. Under the self-insurance program, the Association agrees to the following:
a. The Association will establish a self-insurance trust account entirely separate
from all other Association business.
b. The self-insurance trust account will be interest bearing and the interest will
remain in the self-insurance account.
c. Withdrawals from the self-insurance trust fund will require two signatures,
both of whom will be elected PP A officers.
d. The self-insurance trust account will be subject to a certified annual audit by
a certified public accountant, to be paid for by the Association's self-insurance
fund.
e. A copy of the certified annual audit of the self-insurance trust account will be
provided to the Department in a timely manner.
f. The Fiscal Affairs Bureau will be allowed to audit all activities of the self-
g.
insurance trust account and the financial and claims information of the Trust
Administrator at any time.
Claims paid from the self-insurance trust account will not exceed the benefits
existing on June 30, 1991, unless the Association and Department agree to
extend the benefits.
-21-
h.
i.
j.
The Department will be provided with copies of all insurance policies obtained
by the PPA.
The Department will be provided with copies of all correspondence between
the PP A and the Trust Administrator and/or the insurance carriers.
The Association will provide the Department, on a monthly basis, a statement
of claims paid.
D. The Department acknowledges that the insurance trust fund should maintain a fund
balance equal to three (3) months claim experience.
E. The Department agrees to deduct from the paycheck of each employee in the
bargaining unit and the Association who has signed an authorized payroll deduction
card such amounts as the employee may designate as dependent insurance coverage
and/or an amount designated as insurance coverage in the excess of that provided in
the first paragraph of this Article. All such insurance funds shall be remitted by the
Department to the Association within one (1) week of deduction.
F. The Association agrees to indemnify and hold the Department harmless against any
and all claims, suits, orders or judgments brought or issued against the Department
as a result of any action taken or not taken by the Department with respect to
authorized deductions for coverage in excess of that provided in the first paragraph
of this Article.
A.
ARTICLE 18
DISABILITY
In the event an employee is absent due
connected injury or illness, the benefits
employee will be as follows.
to a service
afforded this
If the benefits paid to such employee under the provision of
SIIS or other Department Workers Compensation Program does not
equal the employee's gross salary, the Department should pay
to the employee an amount equal to the difference between the
compensation received under Workers Compensation and the
employee's then present gross salary, excluding overtime,
shift differential, and assignment differential. This compen
sation will continue for a period of eight hundred (800) hours
from the first day of absence.
Employees who have ten {10) to fifteen {15) years of
continuous full-time employment will have their salary
compensated for an additional two hundred {200) working hours.
Employees who have in excess of fifteen {15) years of
continuous full-time employment will have their salary
compensated for an additional one hundred twenty {120) hours
plus the above two hundred {200) hours, totaling three hundred
twenty {320) hours.
After the initial 800 hour period, sick, annual, and bonus
leave will not accrue.
-22-
•
•
•
•
•
•
B. It is the intent of the Department to pay the on-the-job
injured employee (as outlined in this Article) the difference
between full base salary and that provided by the Workers
Compensation as salary continuance. Therefore, the employee
shall return to the Department all salary continuance payment
by the Workers Compensation System covering the period
enumerated in Paragraph "A" of this Article. In those cases
when the employee receives a worker's compensation check
directly from SIIS, it shall be given to the Department. If
the employee fails to do so within thirty (30) calendar days,
the amount received will be deducted from the employee's next
payroll check.
c. Upon the expiration of the covered salary protection period,
if the employee is still unable to work, the employee may
elect to utilize accrued sick leave.
D. When accrued sick leave has been exhausted, if the employee is
still, because of disability, unable to work, the employee
will be permitted to use all accrued vacation leave as sick
leave. Subsequent to exhausting of both the employee's sick
leave and vacation leave, the employee shall receive no
additional compensation from the Department. However,
exceptions to this rule may be allowed by the Department Head.
E. Before the Department grants these benefits, the employee
shall comply with reasonable administrative procedures
established by the Department. The Department may also
request, at its option and expense, that the employee be
examined by a physician appointed by the Department. The
· examining physician shall provide to the Department and the
employee a copy of his medical findings and his opinion as to
whether or not the employee is able to perform his normal work
duties and/or whatever, if any, work duties the employe is
able to perform or unable to perform. The Department may
further require that such injured employee make himself
available for light duty work as soon as possible after
release by a qualified physician which may be either
Department or employee appointed.
F. Compensable hours are for each injury or illness and hours
necessary for subsequent medical attention because of the same
injury will be accumulative.
ARTICLE 19
RETIREMENT
The Department and the Association agree that all employees shall
partici pate in the Public Employees Retirement System of the State
of Nevada, in accordance with the rules of that system. The
Department shall comply with all the provisions of NRS 286.421 for
the purpose of paying the employees' retirement contribution, but,
will not pay for the purchase of eligible prior service.
-23-
ARTICLE 20
REDUCTION IN FORCE
A. Whenever it is determined that a layoff of employees may occur
because of lack of work or funds, the Department shall give
written notice of the layoff, including the reason(s) such
action is necessary and the estimated length of the layoff
period to the Association President at least seven (7)
calendar days prior to the effective date of notification to
employees.
B. The Department and the Association agree that reduction in
personnel as it pertains to employees covered under the
provisions of this contract shall be as hereinafter
prescribed. When Department funded positions of indefinite
durations, and which are presently filled, are abolished,
reductions shall be accomplished in accordance with the
following provisions:
1.
2.
Casual , temporary
positions within
eliminated.
and
the
initial employment probational
Department shall first be
Notice of Layoff. All permanent employees to be laid off
shall be given written notice of such layoff at least
fourteen (14) calendar days prior to the effective date.
3. Bumping. Any permanent employee who is to be laid off
may elect to replace an employee in a lower level of the
same or previously held classification series provided:
4.
a. The bumping employee has more Department
seniority than the employee being bumped;
b. Meets the minimum occupational qualifications;
and
c. Has previously held the position.
An employee electing to exercise bumping rights shall
assume the grade of the employee being bumped but at the
step closest to his own existing salary at the time of
the layoff.
Any employee who is bumped shall have the right to
exercise bumping rights in accordance with the provisions
of this paragraph. The decision to bump must be
submitted in writing within seven (7) calendar days of
notification of layoff.
Whenever it is determined that a layoff of employees
shall occur, the Department agrees to supply current time
in classification seniority lists to the Association for
the jobs being affected.
-24-
•
•
•
•
•
•
ARTICLE 21
HOURS
A. The Department and the Association agree that the normal paid
weekly working hours shall be 40. However, if mutually
agreed, an alternate work schedule of 80 hours bi-weekly may
be utilized.
B. A tour of duty or shift shall be defined as the span of hours
during which an individual, or unit, is assigned to work.
Under normal conditions, employees will be notified of a tour
of duty change at least twelve (12) hours in advance of that
change. Permanent or semi-permanent transfers, and overtime,
shall be excluded.
c. Overtime pay is defined as additional compensation earned by
an employee who is held over on his regularly scheduled tour
of duty, or is -requested to return to duty at a time that is
more than twelve (12) hours after notice is given. The
employee will be compensated at time and one-half (1 1/2) for
their hourly rate of pay, including longevity, for those hours
worked.
D. When required, the Department Head or his designated
representative may call back one or more members of the
Department. For purposes of this paragraph, call-back is
defined as compensation earned for returning to duty after an
employee has completed his regular tour of duty, is off duty
for any period of time, and is requested to return to duty
with less than twelve (12) hours notice. When an employee is
called back to work, the employee shall be paid overtime on a
time and one-half (1 1/2) rated basis. The employee will be
paid for a minimum of four (4) hours regardless of having
worked less than four (4) hours, or the employee will be paid
for the amount of time actually worked over the four ( 4)
hours. However, in the event the period of call back runs
into an employee's normal tour of duty, such employee shall be
paid time and one-half (1 1/2) for only those hours worked
outside of his normal tour of duty.
E. An employee who works less than four (4) hours on the initial
call-out and is then called out a second time during the
initial two-hour period shall not be entitled to any
additional overtime pay unless the aggregate time worked for
both occurrences shall exceed four (4) hours, in which case he
shall be paid for the aggregate time so worked. In the event
an employee is called out for a second time after the
expiration of four (4) hours from the first call-out, he shall
be paid for a minimum of four (4) hours for each call-out
except as provided in the previous paragraph .
F. Shift differential is defined as the amount of compensation
authorized to be paid to an employee in addition to his/her
-25-
regular straight time hourly rate for working a regularly •
scheduled shift other than day shift. A day shift is defined
as any regularly scheduled work shift that begins no earlier
than 5 A.M. or ends no later than 7 P.M. A regularly
scheduled shift tbat exceeds these limits by 25% is entitled
to shift differential pay computed at four percent (4%) of
base pay. Eligibility for shift differential pay will be
determined on a shift by shift basis.
ARTICLE 22
SENIORITY
A. Employees on the Department's payroll as of June 30, 1982, who
have had _ a break in service, shall have seniority determined
as if their combined years of service were continuous and
without break. For persons hired or rehired on July 1, 1982,
or thereafter, any break in service shall not be bridged for
the purpose of determining seniority.
B. In the selection of days off and vacation leave preference,
first choice shall be given those employees holding the
greatest amount of seniority as determined by Paragraph "A"
above.
C. In the determining of eligibility for promotional
examinations, the service time requirements are to be computed
in accordance with Paragraph "A" abov.e.
D. The applicability of Paragraph "A" above is limited to the
A.
applications set forth in Paragraphs "B" and "C". The
language of this Article and that set forth in Articles 9, 10,
and 15 shall not be construed to mean that benefits, rank or
standing enjoyed during a prior period of employment with the
Department is to be restored in whole or part except as stated
in these Articles to former employees rehired by the
Department.
ARTICLE 23
WAIVER
The parties acknowledge that during the negotiations which
resulted in this Agreement, each had the unlimited right and
opportunity to make demands and proposals with respect to any
subject or matter not removed by the law from the ~reas of
collective bargaining and that the understandings and
agreements arrived at by the parties after the exercise of
that right and opportunity are set forth in this Agreement.
Therefore, the employer and the Association for the life of
this Agreement each voluntarily and unqualifiedly waives the
right and agrees that the other shall not be obligated to
bargain collectively with respect to any subject or matter
referred to or covered in this Agreement, except as referred
to in Article 24.
-26-
•
•
•
•
•
B • Any subject or matter not specifically referred to or covered
in this Agreement, even though such subject and/or matter may
not have been within the knowledge or contemplation of either
or both parties at the time that they negotiated or signed
this Agreement, is not subject to negotiation but may be the
topic of discussions between the parties.
ARTICLE 24
SAVINGS CLAUSE
A. The Department and the Association do agree that if any
provision of the Agreement is subsequently declared by the
proper legislative or judicial authority to be unlawful,
unenforceable, or not in accordance with applicable statutes
or ordinances, all other provisions of this Agreement shall
remain in full force and effect for the duration of the
Agreement.
B. This Agreement shall become effe~tive only when signed by the
designated representatives of the Department and the
Association.
ARTICLE 25
CONTRACT/CIVIL SERVICE RULE DUPLICATION
The Department and Association agree that matters subject to
bargaining under NRS 288 .150 which are in this contract will
supersede any corresponding Civil Service Rule of the Department
for all Department employees represented by the Association.
ARTICLE 26
DURATION CLAUSE
This Agreement shall become effective July 6, 1991, at 0001 hours
and shall run in full force and effect until June 30, 1994, at 2400
hours.
If statutory impasse procedures provided by law have been
undertaken, this Agreement shall continue until (10) days following
receipt of the award of the fact finder or June 30, 1994, at 2400
hours, whichever is later .
-27-
10-23-91
DATE
LAS VEGAS METROPOLITAN
POLICE DEPARTMENT
einMoran
Sheriff
10-23-91
DATE
LAS VEGAS POLICE PROTECTIVE
ASSOCIATION METRO, INC.
11-19-91
Date
0. C. Lee
President
FISCAL AFFAIRS COMMITTEE
LAS VEGAS METROPOLITAN POLICE DEPARTMENT
-28-
•
•
•
•
L.V.M.P.D.
PAY SCALE LISTING
EFFECTIVE: 07/06/91
FISCAL YEAR: 1991-1992
ATTACHMENT A
COMMISSIONED EMPLOYEES
SALARY GRADE 20 STEP 2 3 4 5 6 7 8
ANNUAL 28124.00 29249.00 30419.00 31635.00 32902.00 34218.00 35586.00 37009.00
MONTHLY 2344.00 2437.00 2535.00 2636.00 2742.00 2851. 00 2965.00 3084.00
BIWEEKLY 1081. 70 1124.96 1169.97 1216. 74 1265.46 1316. 06 1368.68 1423.43
HOURLY 13.5213 14.0620 14.6246 15.2093 15.8182 16.4508 17.1085 17.7929
SALARY GRADE 21 STEP 2 3 4 5 6 7 8
ANNUAL 29806.00 30998.00 32238.00 33528.00 34869.00 36264.00 37714.00 39223.00
MONTHLY 2484.00 2583.00 2686.00 2794.00 2906.00 3022.00 3143.00 3269.oo ·
•
BIWEEKLY 1146.37 1192. 22 1239.91 1289.53 1341.10 1394.78 1450. 55 1508.57
HOURLY 14.3296 14.9028 15.4989 16.1191 16.7638 17.4347 18.1319 18.8571
SALARY GRADE 23 STEP 3 4 5 6 7 8
ANNUAL 32208.00 3349 7. 00 34837.00 36230.00 37679.00 39186.00 40754.00 42384.00
MONTHLY 2684.00 2791.00 2903.00 3019.00 3140.00 3265.00 3396.00 3532.00
BIWEEKLY 1238. 77 1288.33 1339.87 1393.46 1449.21 1507.14 1567.46 1630.14
HOURLY 15.4846 16.1041 16.7484 17.4182 18.1151 18.8393 19.5932 20.3767
SALARY GRADE 26 STEP 2 3 4 5 6 7 8
ANNUAL 36107.00 37551.00 39053.00 40616.00 42240.00 43930.00 45688.00 47515.00
MONTHLY 3009.00 3129.00 3254.00 3385. 00 3520.00 3661.00 3807.00 3960.00
BIWEEKLY 1388.74 1444.29 1502.06 1562.15 1624.62 1689.62 1757.22 1827.50
HOURLY 17.3592 18.0536 18.7757 19.5269 20.3078 21.1203 21.9653 22.8437
•
-29-
•
L.V.M.P.D.
PAY SCALE LISTING
PERCENT: 4.5/4. 25
FISCAL YEAR: 1992-1993
EFFECTIVE: 07/04/92
ATrACHMENT B
COMMISSIONED EMPLOYEES
SALARY GRADE 20 STEP 3 4 5 6 7 8
ANNUAL 29390.00 30565.00 31788.00 33059.00 34382.00 35757.00 37187.00 38675.00
MONTHLY 2449.00 2547.00 2649.00 2755.00 2865.00 2980.00 3099.00 3223.00
BIWEEKLY 1130.38 1175.58 1222.62 1271.50 1322.40 1375.29 1430.27 1487.49
HOURLY 14.1298 14.6948 15.2827 15.8937 16.5300 17.1911 17.8784 18.5936
SALARY GRADE 21 STEP 3 4 5 6 8
ANNUAL 31147.00 32393.00 33689.00 35037.00 36438.00 37896.00 39411.00 40988.00
MONTHLY 2596.00 2699.00 2807.00 2920.00 3036.00 3158.00 3284.00 3416.00
BIWEEKLY 1197.95 1245.87 1295. il 1347.56 1401.46 1457.54 1515.82
1576 . •
HOURLY 14.9744 15.5734 16.1964 16.8445 17.5182 18. 2193 18.9478 19.
SALARY GRADE 23 STEP 4 s 6 8
ANNUAL 33657.00 35004.00 36404.00 37860.00 39375.00 40949.00 42588.00 44291.00
MONTHLY 2805.00 2917 . 00 3034.00 3155.00 3281.00 3412.00 3549.00 3691.00
BIWEEKLY 1294.51 1346.30 l400.17 1456.16 1514.42 1574.97 1637.99 1703.50
HOURLY 16.1814 16.8288 17.5021 18. 2020 18.9303 19.6871 20.4749 21.2937
SALARY GRADE 26 STEP 4 5 6 7 8
ANNUAL 37732.00 39241.00 40811.00 42444.00 H141.00 45907.00 47744.00 49653.00
MONTHLY 3144.00 3270.00 3401. 00 3537.00 3678.00 3826 . 00 3979.00 4138.00
BIWEEKLY 1451.23 1509.28 1569.65 1632.45 1697. 74 1765.66 1836.30 1909.74
HOURLY 18.1404 18.8660 19.6206 20.4056 21. 2217 22.0707 22.9537 23.8717
•
-30-
•
L.V.M.P.D.
PAY SCALE LISTING
PERCENT: 4. 0/0.00 FISCAL YEAR: 1993-1994
EFFECTIVE: 07/02/93
ATrACHMENT C
COMMISSIONED EMPLOYEES
SALARY GRADE 20 STEP
4 5 6 8
ANNUAL 30566.00 31788.00 33060.00 34381.00 35758.00 37188.00 38674.00 40222.00
MONTHLY 2547.00 2649.00 2755.00 2865.00 2980.00 3099.00 3223.00 3352.00
BIWEEKLY 1175.60 1222.61 1271.52 1322.35 1375.30 1430.30 1487.48 1546.98
HOURLY 14.6950 15.2826 15.8940 16.5294 17.1912 17.8787 18.5935 19.3373
SALARY GRADE 21 STEP
3 4 5 6 8
ANNUAL 32393.00 33688.00 35036.00 36438.00 37895.00 39412.00 40988.00 42627.00
MONTHLY 2699.00 2807 .00 2920.00 3037.00 3158.00 3284.00 3416. 00 3552.00
•
BIWEEKLY 1245.87 1295. 70 1347.54 1401.46 1457.51 1515.85 1576.46 1639.51
HOURLY 15 .5734 16.1963 16.8443 17.5183 18.2189 18.9481 19.7057 20.4939
SALARY GRADE 23 STEP
3 4 5 6 8
ANNUAL 35004.00 36404.00 37861.00 39375.00 40950.00 42587.00 44291.00 46062.00
MONTHLY 2917.00 3034.00 3155.00 3281.00 3412.00 3549.00 3691.00 3839.00
BIWEEKLY 1346.30 1400. 16 1456.18 1514.41 1575.00 1637.97 1703.51 1771.63
HOURLY 16.8287 17.5020 18.2022 18.9301 19.6875 20 .4746 21.2939 22.1454
SALARY GRADE 26 STEP
4 5 6 8
ANNUAL 39241.00 40811. 00 42441.00 44141. 00 45907.00 47743.00 49653.00 51639.00
MONTHLY 3270.00 3401.00 3537.00 3678.00 3826.00 3979.00 4138.00 4303.00
BIWEEKLY 1509.28 1569.65 1632.43 1697.74 1765.65 1836. 28 1909.74 1986.13
HOURLY 18.8660 19.6206 20.4054 21.2218 22.0706 22.9535 23.8718 24.8266
•
-31-
•
L.V.M.P.D.
PAY SCALE LISTING
PERCENT: 2.0/0.00 FISCAL YEAR: 1994-1995
EFFECTIVE: 01/01/94
ATTACHMENT D
COMMISSIONED EMPLOYEES
SALARY GRADE 20 STEP 3 4 5 6 8
ANNUAL 31177.00 32424.00 33721.00 35069.00 36473 .00 37932.00 39448. 00 41026.00
MONTHLY 2598.00 2702.00 2810.00 2922.00 3039 .00 3161.00 3287.00 3419.00
BIWEEKLY 1199.11 1247.06 1296.95 1348.80 1402.80 1458.90 1517. 23 1577.92
HOURLY i4.9889 15.5883 16.2119 16.8600 17.5350 18.2363 18.9654 19 .724 0
SALARY GRADE 21 STEP 3 4
..
6 6
ANNUAL 33041.00 34362.00 35737 .00 37167.0 G 38tiS3.00 40200.0(1 41808.0C, 43480.0 (i
MONTHLY 2753.0 0 2864.00 2978.00 3097.00 3221.00 3350.00 3484.00 3623.00
BIWEEKLY 1270. 79 132i.62 1374.50 1429.50 1486. 66 1546.17 160
1
.98
i67:.
HOURLY 15.8849 lt.520i. 17. 1812 17.8687 16.5833 19.3271 20.0996 2 u 8
SALARY GRADE 23 STEP
4 t>
p ,
ANNUAL 35704.00 37132.00 38618.00 40162.00 41769.00 43439. QC, 45177.0 0 46984 . oc,
MONTHLY 2975.00 3094.00 3218.00 3347.00 3481.00 3620.00 3765.0 C 3 915 . 0 (,
BIWEEKLY 1373. 22 14 28. lb 1485. 30 1S44. 70 1606.50 1670. 73 i 7 3 7. Sf. 180 7. 0 ti
HOURLY 17.1653 17.8520 18.5662 19.3081 20.0813 20.884i 7.1.719t 22.5883
SALARY GRADE 26 STEP
3 4 s 6 8
ANNUAL 40026.00 4167.7.00 43292.00 45024.00 46825.00 48698 .00 50646.00 52672.00
MONTHLY 3336.00 3469.00 3608.00 3752.00 3902.00 4058.00 4221.00 4389.00
BIWEEKLY 1539.H 1601 .04 166S.08 1731.70 1800.96 1873.01 1947.94 2025.ar;
HOURLY 19.2433 7.0.0130 20.8135 21.6462 22.5120 23.4126 24.349 ; 25.3231
•
-32-
•
•·
•
Article
I
II
III
IV
V
VI
VII
VIII
IX
X
XI
XII
XIII
XIV
xv
XVI
XVII
XVIII
I
II
LAS VEGAS POLICE PROTECTIVE ASSOCIATION
METRO, INC.
CONSTITUTION
Incorporation ............................... .
Objects and Purposes of L.V.P.P.A. Metro Inc.
Place of Business ........................... .
Officers .................................... .
Quorum ...................................... .
Election of Officers ........................ .
Qualifications of Officers .................. .
Vacancies ................................... .
Meetings .................................... .
Membership .......................... · ........ .
Dues •••••••••••••••••••••••••••••••••••••••••
Benefits .................................... .
.Amendments .................................. .
By-Laws ..................................... .
Parliamentary Authority ..................... .
Page.
Number
ii
ll
ii
iii
iv
iv
iv
V
V
V
vi
vi
vi
Severability Clause .......................... vii
Conduct and Responsibility of Board Members .. vii
Chartered Members ............................ ~ii
BY-LAW
Associate Membership ....................... .
Approval of Membership ..................... .
ix
ix
•
•
•
LAS VEGAS POLICE PROTECTIVE ASSOCIATION
METRO, INC.
CONSTITUTION
ARTICLE I
The name of the Corporation shall be the LAS VEGAS POLICE PROTECTIVE
ASSOCIATION METRO, INC., hereinafter referred to as L.V.P.P.A.
METRO, Inc., the duration of which shall be fifty (50) years.
ARTICLE II
Objects and Purposes of the L.V.P.P.A. METRO, INC.
The objects and purposes of L.V.P.P.A. METRO, INC. are:
1. To render aid to police officer's widows/widowers and his/her
children and families, provided said peace officer was a member
in good standing of L. V. P. P.A. METRO, INC. at the time of
his/her demise (active or retired).
2 • To render service and provide aid and comfort to members
when injured or informed (mental and/or physical) .
3. To receive contributions and/or donations.
4. To receive and hold all properties, real or personal, that are
contributed to L.V.P.P.A. METRO, INC.
5. To represent the L. V. P. P.A. METRO, INC. membership in
administrative matters brought before the Civil Service
Board, subject to the approval of the L.V.P.P.A. METRO, INC.
Board of Managers.
6. To assist individual members of the L.V.P.P.A. METRO, INC. in
proceedings brought against said members for violation ( s) of
any law incurred while said member was acting in the capacity
of a peace officer, subject to the approval of the L.V.P.P.A.
METRO, INC. Board of Managers.
7.
8.
To work in concert with representatives of other local law
enforcement unions, and to accomplish a negotiated labor
contract for the members of the L.V.P.P.A. METRO, INC.
To abide by all laws and the Constitution of the State of
Nevada as well as the laws and Constitution of the United
States of America .
-1-
ARTICLE III
Place of Business
The principal place of business of L.V.P.P.A. METRO, INC. shall be
Las Vegas, Clark Councy, Nevada, and shall not extend outside of the
State of Nevada.
ARTICLE IV
1. The officers of the L.V.P.P.A. METRO, INC. shall consist of
the Executive Board and a minimum of thirteen ( 13)
Directors, and shall be referred to as the Board of
Managers.
2. The Executive Board shall consist of the President, Vice
President, Secretary, and Treasurer.
3. The Board of Managers shall have full power and authority over
the affairs of the L.V.P.P.A. METRO, INC. The board shall be
accountable to the membership.
ARTICLE V
Quprum
1. A majority of the Board of Managers shall be necessary to
constitute a quorum ~or the transaction of busines s.
2. In any matter concerning the altering of investments of the
transfer of funds, must have the approval of a majority of the
Board of Managers. Approval must be obtained at a "Special" or
regularly scheduled meeting of the Board of Managers.
3. Attendance at Board Meetings is mandatory upon the Board of
Managers. -The President ' s office shall be the only office to
excuse a member of the Board of Mangers from attending said
Board Meetings.
-11-
•
•
•
•
•
•
ARTICLE VI
Election of Officers
1. The Directors of L. V. P. P.A. METRO, INC. shall represent as
closely as possible, a cross section of all members of the
L.V.P.P.A. METRO, INC. as well as that organization's retired
members.
2. All Officers shall serve a term consisting of two (2)
years.
3. The first election shall be held on the first Friday, prior
to the General Membership Meeting in October 1983, utilizing
term of office and dates of re-election carried over from the
previously existing Constitution. Newly elected officers
will assume their positions during the month of November at
the regular membership meeting.
4 . The General Membership of the L. V. P. P.A. METRO, INC. shal 1
elect as nearly as possible to · fifty percent (50%) of its
Directors of each election.
5. The General Membership of L.V.P.P.A. METRO, INC. shall elect
the President and Secretary at the same election .
6. The General Membership of L.V.P.P.A. METRO, INC. shall elect
the Treasurer and Vice President at the same election.
7. The Officers shall serve until their successors are duly
elected by the above stated process.
8. The intention of this Article is to promote continuity
within the elected positions of the L.V.P.P.A. METRO, INC., by
staggering the vacanci~s of said positions by as closely to
fifty percent ( 50%) as practical. The method to accomplish
this will be to hold accountable for election the closest
percentage to fifty percent (50%) excluding retired members
who shall elect their own.
9. Nominations for expiring offices shall be amde at the General
Membership Meeting convening during the month of October, with
nominations being tendered verbally from the floor during said
meeting. All nominees must be present to accept.
10. Elections will commence thirty (30) hours, for a 24 hour
period, prior to the General Membership Meeting in November .
-111-
ARTICLE VII
Qualification of Officers
1. No person shall be eligible to become or remain an Officer of
L.V.P.P.A. METRO INC. who is not a member of L.V.P.P.A. METRO,
INC.
2. No member shall be able to run for the office of President
unless he has served on the Board of Managers for at least one
(1) year and has been a member of the L.V.P.P.A. METRO, INC.
for at least one (1) year prior to election.
3. The Treasurer shall, prior to assuming the duties of that
office, review the audit of the previous Treasurer and
submit a report on same to the Board of Managers.
4. The Treasurer shall, prior to assuming the duties of that
off ice, show proof of bond in the amount of twenty thousand
dollars ($20,000), the cost of which to be borne by
L.V.P.P.A. METRO, INC.
ARTICLE VIII
Vacancies
1. Any Officer of L.V.P.P.A. METRO, INC. may resign upon giving
thirty ( 3 O) day written intent to the Secretary. Vacancies
caused by resignation, death, disability, or removal from
office, shall be filled by a majority vote of the remaining
Board of Managers.
2 • The newly appointed Officer shall then stand for election
the same time as the person succeeded.
at
3. Upon approval of a majority of the Board of Managers, any
Officer failing to comply with Article V, Paragraph Three (3)
above, will be submitted to the general membership at the
General Membership Meeting for removal. The Officer will be
not if 1.ed in writing, by the Secretary, one week prior to the
General Membership Meeting and present any justification or
defense. After discussion, the matter of removal will then be
decided by a simple majority of the general membership present
and voting at the meeting.
ARTICLE IX
Meetings
-1v-
•
•
•
•
•
•
1. The L.V.P.P.A. METRO, INC. will hold a minimum of one (1)
board meeting and one (1) General Membership Meeting each
month with the exception of July.
2. "Special" meetings of L.V.P.P.A. METRO, INC. may be called at
any time by the President or Secretary or upon written
request of a majority of the Board of Managers. The written
request must state the specific purpose(s) for the convening
of said "Special" meeting.
ARTICLE X
Membership
Membership in the L.V.P.P.A. METRO, INC. is based on an individual's
employment in any capacity covered by Nevada Revised Statutes
Chapter 286 and all retired members of the L.V.P.P.A. METRO, INC.
1.
ARTICLE XI
Dues
Effective July 1, 1985, the general membership dues of the
L. V. P. P.A. METRO, INC. shall be in the amount of 1% of the
monthly salary of Police Officer II, Step 4, Salary Range 21,
or the equivalent.
2. Dues shall be assessed retired members of L.V.P.P.A. METRO,
INC. however, retired members shall be assessed not less
than twelve dollars ($12.00) annually in dues.
3. No dues shall be assessed honorary members, nor shall honorary
members receive any benefits or the right to vote.
ARTICLE XII
Benefits
1. L.V.P.P.A. METRO, INC. shall provide, if notified, for a
floral arrangement upon the death of a member or upon the death
of the wife, husband, mother, father or child of any members .
-v-
2. Effective July 1, 1988, any commissioned officer whose
membership in the Association totals less than ninety-five
percent (95%} of his total service from July 1, 1988 until the
effective date of his/her retirement, shall NOT be eligible
to receive any post-retirement benefits provided by the
L.V.P.P.A. METRO, INC.
ARTICLE XIII
Any proposed amendment shall be submitted in writing to the
Secretary prior to the regularly schedule Board Meeting. It will be
discussed at the Board Meeting, placed on the Agenda, and presented
at the next scheduled General Membership Meeting with a
recommendation of do-pass/fail from the Board of Managers. After
discussion of the proposed amendment, it shall be tabled until the
following General Membership ·Meeting at which time it will be
discussed again and tabled until the following General Membership
Meeting, at which time it will be discussed again and voted upon by
members present at that meeting. The proposed amendment shall
become a part of the Constitution immediately upon passage by a two
thirds (2/3} vote.
ARTICLE XIV
By-Laws
1. The L.V.P.P.A. METRO, INC. shall establish by-laws, rules, and
regulations regarding membership.
2. A by-law proposed, or proposed amendments to existing by-laws,
shall be submitted in writing to the Secretary prior to the
regular scheduled Board Meeting. It will be discussed at the
Board Meeting, placed on the Agenda, and presented at the next
scheduled General Membership Meeting with a recommendation of
do-pass/fail from the Board of Managers. After discussion,
the issue shall then be tabled until the following General
Member~hip Meeting when it shall be discussed and voted upon,
with a simple majority of the membership present and voting at
that meeting.
1.
ARTICLE XV
Parliamentary Authority
The rules contained in the current edition of Robert's Rules of
Order Newly Revised, shall govern the L.V.P.P.A. METRO, INC. in
all cases to which they are applicable and in which they are
-V1-
•
•
•
•
•
•
not inconsistent with the Constitution and any by-laws or rules
of order that the L.V.P.P.A. METRO, INC. may adopt.
2. The position of Parliamentarian is established to maintain and
assist in the orderly transaction of business at General
Membership Meetings. He shall be appointed by, and shall serve
at the pleasure of the President.
ARTICLE XVI
severability Clause
In any event any provision of the Constitution conflicts with the
law under which the Constitution is to be construed or if any such
provision be held invalid by a court within jurisdiction of this
constitution, such provision shall be deleted from the Constitution
and the Constitution shall be construed to give effect to the
remaining provisions thereof.
ARTICLE XVII
Conduct and Responsibility of Board Members
1. At each Board Meeting, where Board Members of the L. V. P. P.A.
METRO, INC. shall meet to conduct L.V.P.P.A. METRO, INC. business,
the following policies will be adhered to:
a. 1he Secretary, or in his absence, a member of the
Executive Board, will compile a detailed written record of
that Board meeting. This report will include every motion,
item of business, financial proposals and/or expenditures, and
any other business which effects the L. V. P. P.A. METRO, INC.
and/ or it's membership. For the purpose of this By-Law, the
above paragraph will be referred to as "Motion(s)".
b. The Secretary, or in his absence, a member of the
Executive Board, will list the Board Member(s) bringing the
"motion" up for discussion and vote. Once a vote has been
called for, the Secretary, or Executive Board Member will
call for a "ROLL CALL VOTE". Each Board Member in
attendance will then cast their vote on the motion so
discussed. The Secretary or Executive Board Member will then
document, by Board Member's name, their individual vote on the
issue so discussed. This process will be adhered to on each
and every motion brought before this Board Meeting, and the
Board Members present .
- 11-
c. The Secretary, or Executive Board member, after the •
meeting has concluded, will prepare an over-view of the
entire meeting to include all motions discussed and voted upon.
The report will also include the individual vote of each Board
Member on each motion voted upon. The report will also
include those Board Members who did not attend the Board
Meeting.
d. That this written report, will be included
L.V.P.P.A. METRO, INC. Newsletter following
Meeting.
in the next
that Board
2. At each General Membership Meeting of the L. V. P. P.A. METRO,
INC., all elected Board Members will sit at the front of the
room, at a table prepared for their use. As elected Officers,
the membership deserves the right to address those Board
Members if they so desire. The minutes of that monthly general
membership meeting will also reflect those Board Members who
failed to attend that general membership Meeting.
ARTICLE XVIII
Chartered Members
"Chartered members and all retired members of L.V.P.P.A. METRO, INC . •
shall derive all benefits as provided for, in this constitution and
by-laws."
•
-v111-
•
•
•
LAS VEGAS POLICE PROTECTIVE ASSOCIATION
METRO, INC.
BY-LAW
Association Membership
l. Any public employee of public employee organization who will
enhance the sponsoring association and who is approved by the
L.V.P.P.A. Board and pays and keeps current their monthly
membership fee. Said fee to be determined by the Board of
Directors of the LAS VEGAS POLICE PROTECTIVE ASSOCIATION METRO,
INC.
Commissioned police officers, active or retired cannot hold
associate membership.
Associate members will have no voting rights or receive any
benefits that incur a financial obligation on the LAS VEGAS
POLICE PROTECTIVE ASSOCIATION METRO, INC .
Approval of Membership
II. Effective October 1, 1988, membership shall be subject to the
approval by the Board of Managers unless request for
membership is within thirty (30) days of employment or re
employment with their respective agencies .
-ix-

Linked assets

Los Angeles Webster Commission records, 1931-1992

Conceptually similar

PDF

Teanneck agreement, 1991-1992

PDF

Honolulu agreements, state of Hawaii and counties, 1992-07-24

PDF

Toledo agreement, city of Toledo, 1991-1992

PDF

Las Vegas police department annual statistical report, 1992-07

PDF

Las Vegas police department emergency management coordinator, 1992-07

PDF

Las Vegas police department budget preparation, 1992-07

PDF

Louisville agreement, Louisville, Kentucky and police, 1990-1992

PDF

Las Vegas police department survey, 1992-07

PDF

Miami collective bargaining agreement, 1991-1993

PDF

Las Vegas police department budget, 1992-1993

PDF

Las Vegas police department, 1992-07

PDF

Miami collective bargaining agreement, 1991-1993

PDF

Milkwaukee correspondence, 1991-1992

PDF

Honolulu, questionnaires, 1992-07-24

PDF

Wichita questionnaires, 1992-07-24

PDF

Tampa agreement, 199-07-24

PDF

Denver police department emergency plan, 1992-07

PDF

Las Vegas questionnaires, 1992-07

PDF

Metro-Dade police department, information booklet, 1991-1992

PDF

Memorandum of understanding, unit 2, 1992-07-25

Description

Labor agreement between Las Vegas metropolitan police department city of Las Vegas and Clark County state of Nevada and Las Vegas police protective association metro, attachment #2, 1992 July.

Asset Metadata

Core Title Las Vegas labor agreement, 1992-07

Tag OAI-PMH Harvest

Format 47 p. (format), agreements (aat), application/pdf (imt)

Permanent Link (DOI) https://doi.org/10.25549/webster-c100-29696

Unique identifier UC11445848

Identifier box 14 (box),web-box14-03-03.pdf (filename),folder 3 (folder),webster-c100-29696 (legacy record id)

Legacy Identifier web-box14-03/web-box14-03-03.pdf

Dmrecord 29696

Format 47 p. (format),agreements (aat),application/pdf (imt)