St. Pual collective bargaining agreement, 1990-1991

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Content ''A ,,
1990 - 1991
COLLECTIVE BARGAINING AGREEMENT
BETWEEN
THE CITY OF SAINT PAUL
AND
THE SAINT PAUL POLICE FEDERATION
ARTICLE
I
II
III
IV
V
VI
VII
VIII
IX
X
XI
XII
XIII
XIV
xv
XVI
XVII
XVIII
XIX
xx
XXI
XXII
XXIII
XXIV
XXV
XXVI
XXVII
XXVIII
XXIX
XXX
TITLE
Purpose
Definitions
Recognition
Security
Employer Authority
INDEX
Employee and Federation Rights - Grievance Procedure
Savings Clause
Hours of Work and Overtime
Court Time
Call Back
Stand-By Time
Uniform Allowance
Military Leave of Absence
Legal Service
Working Out of Classification
Insurance
Safety
Special Allowances
Shift Differential
Vacation
Holidays
Severance Pay
Wage Schedule
Liability for Injuries When Employed Off-Duty
Sick Leave Suspension
Residence
Incapacitation
Premium Pay
Maternity Leave
Duration and Effective Date
Appendix A Uniform Allowance
-ii-
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Al
COLLECTIVE BARGAINING AGREEMENT
BETWEEN
THE CITY OF SAINT PAUL
AND
THE SAINT PAUL POLICE FEDERATION
This AGREEMENT is entered into, between the City of Saint Paul,
hereinafter referred to as the EMPLOYER, and the Saint Paul Police Federation ,
hereinafter referred to as the FEDERATION. The EMPLOYER and the FEDERATION
concur that this AGREEMENT has as its basic objective the promotion of the
mutual interests of the City of Saint Paul and its employees to provide the
highest level of services by methods which will best serve the needs of the
general public .
-1-
ARTICLE I - PURPOSE
1 . 1 The EMPLOYER and the FEDERATION agree that the purpose of entering
into this AGREEMENT is to:
1.1.1 Achieve orderly and peaceful relations, thereby establishing
a system of uninterrupted operations and the highest level of
performance that is consistent with the well-being of all
concerned.
1 .1.2 Establish the full and complete understanding of the parties
concerning the terms and conditions of this AGREEMENT.
1.1.3 Establish procedures to orderly and peacefully resolve disputes
as to the application or interpretation of this AGREEMENT.
1.1.4 Place in written form the parties' agreement upon terms and
conditions of employment for the duration of this AGREEMENT.
-2-
ARTICLE II - DEFINITIONS
2.1 FEDERATION: Saint Paul Police Federation
2.2 EMPLOYER : The City of Saint Paul
2. 3 FEDERATION MEMBER: A member of the Saint Paul Police Federation .
2.4 EMPLOYEE: A member of the FEDERATION'S exclusively recognized
bargaining unit.
-3-
ARTICLE III - RECOGNITION
3.1 The EMPLOYER recognizes the FEDERATION as the exclusive representative
for the purpose of meeting and negotiating the terms and conditions of
employment for all full-time police department personnel; excluding
supervisory employees, confidential employees, part-time employees,
temporary or seasonal employees and all other employees exclusively
represented by other organizations.
3.2 Job classes which are within the bargaining unit and covered by this
AGREEMENT are as follows:
· Captain
Communications Technician
Communications Technician Leadworker
Lieutenant
Police Officer
Sergeant
Superintendent of Police Radio Division
3.3 In the event the EMPLOYER and the FEDERATION are unable to agree as to
the inclusion or exclusion of a new or modified job position the issue
shall be submitted to the Bureau of Mediation Services for determination.
-4-
ARTICLE IV - SECURITY
4.1 The EMPLOYER shall deduct from the wages of employees who authorize
such a deduction, in writing, an amount necessary to cover monthly
FEDERATION dues. Such monies shall be remitted as directed by the
FEDERATION .
4.2 The FEDERATION may designate employees from the bargaining unit to act
as stewards and shall inform the EMPLOYER in writing of such choice.
4.3 The EMPLOYER shall make space available on the employee bulletin board
for posting FEDERATION notice(s) and announcement(s). Such notice(s)
and announcement(s) shall be submitted for the approval of, and posted
by, the department head or authorized representative in charge of the
facility or work area where the notice(s) or announcement(s) is to be
posted.
4.4 The FEDERATION agrees to indemnify and hold the EMPLOYER harmless against
any and all claims, suits, orders, or judgments brought or issued against
the City as a result of any action taken or not taken by the City under
the provisions of this Article.
4.5 The Federation agrees that an administrative service fee of twenty-five
cents ($0.25) per member biweekly shall be deducted by the City of
Saint Paul from the amount withheld for dues or fairshare prior
to remittance of dues or fairshare to the Federation.
-5-
ARTICLE V - EMPLOYER AUTHORITY
5.1 The FEDERATION recognizes the prerogatives of the EMPLOYER to operate
and manage its affairs in all respects in accordance with applicable
laws and regulations of appropriate authorities. The prerogatives
and authority which the EMPLOYER has not officially abridged, delegated
or modified by this AGREEMENT are retained by the EMPLOYER.
5.2 A public employer is not required to meet and negotiate on matters of
inherent managerial policy which include, but are not limited to such
areas of discretion or policy as the functions and programs of the
EMPLOYER, its overall budget utilization of technology and organizational
structure and selection and direction and number of personnel.
-6-
ARTICLE VI - EMPLOYEE AND FEDERATION RIGHTS - GRIEVANCE PROCEDURE
6.1 DEFINITION OF GRIEVANCE
A grievance is defined as a dispute or disagreement as to the interpretation
or application of the specific terms and conditions of the AGREEMENT.
It is specifically understood that any matters governed by Civil Service
Rules or statutory provisions shall not be considered grievances and subject
to the grievance procedure hereinafter set forth. Disciplinary actions
may be appealed to the Civil Service Commission or to an arbitrator.
6.2 FEDERATION REPRESENTATIVES
The EMPLOYER will recognize REPRESENTATIVES designated by the FEDERATION
as the grievance representatives of the bargaining unit having the duties
and responsibilities established by this Article. The FEDERATION shall
notify the EMPLOYER in writing of the names of such FEDERATION REPRESENTATIVES
and of their successors when so designated.
6.3 PROCESSING OF GRIEVANCE
It is recognized and accepted by the FEDERATION and the EMPLOYER that the
processing of grievances as hereinafter provided is limited by the job
duties and responsibilities of the EMPLOYEES and shall therefore be
accomplished during normal working hours only when consistent with such
EMPLOYEE duties and responsibilities. The aggrieved EMPLOYEE and the
FEDERATION REPRESENTATIVE shall be allowed a reasonable amount of time
,
without loss in pay when a grievance is investigated and presented to the
EMPLOYER during normal working hours, provided the EMPLOYEE and the FEDERATION
REPRESENTATIVE have notified and received the approval of the designated
supervisor who has determined that such absence is reasonable and would
not be detrimental to the work programs of the EMPLOYER.
-7-
ARTICLE VI - EMPLOYEE AND FEDERATION RIGHTS - GRIEVANCE PROCEDURE (continued)
6.4 PROCEDURES
Grievances, as defined by Section 6.1, shall be resolved in conformance with
the following procedure:
Step 1. An EMPLOYEE claiming a violation concerning the interpretation
or application of the CONTRACT shall, within twenty-one (21) calendar
days after such alleged violation has occurred, present such grievances
to the EMPLOYEE'S supervisor as designated by the EMPLOYER. The EMPLOYER
designated representative will discuss and gi~e an answer to such Step 1
grievance within ten (10) calendar days after receipt. A grievance not
resolved in Step 1 and appealed to Step 2 shall be placed in writing
setting forth the nature of this grievance, the facts on which it is based,
the provision or provisions of the CONTRACT allegedly violated, the remedy
requested, and shall be appealed to Step 2 within ten (10) calendar days
after the EMPLOYER designated representative's final answer in Step 1.
Any grievance not appealed in writing to Step 2 by the FEDERATION within
ten (10) calendar days shall be considered waived.
Step 2. If appealed, the written grievance shall be presented by the
FEDERATION to, and discussed with, the EMPLOYER designated Step 2
representative. The EMPLOYER designated representative shall give the
FEDERATION the EMPLOYER'S Step 2 answer in writing within ten (10)
calendar days after receipt of such Step 2 grievance. A grieva~ce not
resolved in Step 2 may be appealed to Step 3 within ten (10) calendar
days following the EMPLOYER designated representative's final Step 2
answer. Any grievance not appealed in writing to Step 3 by the FEDERATION
within ten (10) calendar days shall be considered waived.
Step 3. If appealed, the written grievance shall be presented by the
FEDERATION to, and discussed with the L~PLOYER designated Step 3 repre
sentative. The EMPLOYER designated representative shall give the FEDERATION
-8-
ARTICLE VI - EMPLOYEE AND FEDERATION RIGHTS - GRIEVANCE PROCEDURE (continued)
the EMPLOYER'S Step 2 answer in writing within ten (10) calendar days after
receipt of such Step 3 grievance. A grievance not resolved in Step 3 may be
appealed by the FEDERATION to Step 4 within ten (10) calendar days following
the EMPLOYER designated representative's final answer in Step 3. Any grievance
not appealed in writing to Step 4 by the FEDERATION within ten (10) calendar
days shall be considered waived.
Step 4. A grievance unresolved in Step 3 and appealed to Step 4 shall be
submitted to arbitration subject to the provisions of the Public Employment
Labor Relations Act of 1971. The selection of an arbitrator shall be made in
accordance with the "Rules Governing the Arbitration of Grievances" as
established by the Public Employment Relations Board.
6.5 ARBITRATOR'S AUTHORITY
A. The arbitrator shall have no right to amend, modify, nullify, ignore,
add to or subtract from the terms and conditions of the AGREEMENT. The
arbitrator shall consider and decide only the specific issue(s) submitted in
writing by the EMPLOYER and the FEDERATION, and shall have no authority to
make a decision on any other issue not so submitted.
B. The arbitrator shall be without power to make decisions contrary to or
inconsistent with or modifying or varying in any way the application of laws,
rules or regulations having the force and effect of law. The arbitrator's
decision shall be submitted in writing within thirty (30) days following the
close of the hearing or the submission of briefs by the· parties, whichever is
.
later, unless the parties agree to an extension. The decision shall be based
solely on the arbitrator's interpretation or application of the express terms
of this AGREEMENT and to the facts of the grievance presented.
C. The fees and expenses for the arbitrator's services and proceedings shall
be borne equally by the EMPLOYER and the FEDERATION, provided that each party
shall be responsible for compensating its own representatives and witnesses.
-9-
ARTICLE VI - EMPLOYEE AND FEDERATION RIGHTS - GRIEVANCE PROCEDURE (continued)
If either party desires a verbatim record of the proceedings, it may cause
such a record to be made, providing it pays for the record. If both
parties desire a verbatim record of the proceedings, the cost shall be
shared equally.
6.6 WAIVER
If a grievance is not presented within the time limits set forth above,
it shall be considered "waived". If a grievance is not appealed to the
next step within the specified time limit, or any agreed extension thereof,
it shall be considered settled on the basis of the EMPLOYER'S last answer.
If the EMPLOYER does not answer a grievance or an appeal thereof within
the specified time limits, the FEDERATION may elect to treat the grievance
as denied at that step and immediately appeal the grievance to the next
step. The time limit in each step may be extended by mutual written
agreement of the EMPLOYER and the FEDERATION in each step.
6.7 RECORDS
All documents, communications and records dealing with a grievance shall
be filed separately from the personnel files of the involved EMPLOYEE(S).
-10-
ARTICLE VII - SAVINGS CLAUSE
7.1 This AGREEMENT is subject to the laws of the United States, the State
of Minnesota and the City of Saint Paul. In the event any provisions
of this AGREEMENT shall be held to be contrary to law by a court of
competent jurisdiction from whose final judgment or decree no appeal
has been taken within the time provided, such provisions shall be
voided. All other provisions shall continue in full force and effect .
The voided provision may be renegotiated at the written request of
either party.
-11-
ARTICLE VIII - HOURS OF WORK AND OVERTIME
8 . 1 The normal work day shall be eight (8) consecutive hours per day except
for those employees assigned to the 4/40 shift where the normal work
days shall be ten (10) consecutive hours per day.
8.2 The normal work period shall be eighty (80) hours in a work period of
fourteen (14) days.
8.3 This section shall not be construed as and is not a guarantee of any hours
of work per normal work day or per normal work week.
8.4 All employees shall be at the location designated by their supervisor,
ready for work, at the established starting time and shall remain at an
assigned work location until the end of the established work day unless
otherwise directed by their supervisor.
8.5 Employees will be compensated at the rate of one and one-half (1.5) times
the Employee's normal hourly rate in either compensatory time or in cash,
subject to the limitations of Section 8.2, for hours which exceed daily
planned scheduling by the EMPLOYER.
8.6 Employees may accumulate up to a maximum of one hundred (100) hours of
compensatory time.
-12-
ARTICLE IX - COURT TIME
9 . 1 EMPLOYEES required to appear in court during scheduled off-duty time
will be compensated at the rate of one and one-half (1.5) times the
EMPLOYEE'S normal hourly rate for hours worked with a minimum of four
(4) hours at the EMPLOYEE'S normal hourly rate .
9 . 2 The minimum of four (4) hours shall not apply when such court time is
an extension of or an early report to a scheduled shift .
-13-
ARTICLE X - CALL BACK
10.1 EMPLOYEES called to work during scheduled off-duty time will be compensated
at the rate of one and one-half (1.5) times the EMPLOYEE'S normal hourly
rate for hours worked with a minimum of four (4) hours at the EMPLOYEE'S
normal hourly rate.
10.2 The minimum of four (4) hours shall not apply when such call to work is
an extension of or an early report to a scheduled shift.
-14-
ARTICLE XI - STAND-BY-TIME
11.1 EMPLOYEES required to stand-by for court appearance during scheduled
off-duty time will be compensated for a minimum of two (2) hours based
on the EMPLOYEE'S normal hourly rate for such day he is required to
stand-by, but such compensation shall not apply where the EMPLOYEE is
called to court for an appearance on the case subject to the stand-by
request or for any other case .
11.2 The two hour minimum compensation for stand-by shall not apply if
notification is given that the stand-by is cancelled prior to 6 : 00 p . m.
of the preceding day .
11.3 Unless notified to the contrary, stand-by status shall continue for a
maximum of two consecutive days, at which time the EMPLOYEE shall be
required to contact the City or County trial lawyer or his secretary in
charge of scheduling by 1600 hours the day following initiation of stand-by
status , who will then continue or cancel stand-by status as required and
maintain an appropriate record of such notification.
\
-15-
ARTICLE XII - UNIFORM ALLOWANCE
12.1 The 1972 base of one-hundred eighty ($180.00) dollars as a clothing
allowance on a voucher system will be increased on January l, 1974
and each year thereafter on the basis of a yearly study of the increased
cost of the defined uniform. The 1972 base cost of the uniforms are
defined in Appendix A.
-16-
ARTICLE XIII - MILITARY LEAVE OF ABSENCE
13.1 PAY ALLOWANCE
Any employee who shall be a member of the National Guard, the Naval Militia
or any other component of the militia of the state, now or hereafter
organized or constituted under state or federal law, or who shall be a member
of the Officer's Reserve Corps, the Enlisted Reserve Corps, the Naval
Reserve, the Marine Corps Reserve or any other reserve component of the
military or naval force of the United States, now or hereafter organized
or constituted under federal law, shall be entitled to leave of absence
from employment without loss of pay, seniority status, efficiency rating ,
vacation, sick leave or other benefits for all time when such EMPLOYEE is
engaged with such organization or component in training or active service
ordered or authorized by proper authority pursuant to law, whether for
state or federal purposes, provided that such leave shall not exceed a
total of fifteen (15) days in any calendar year, and further provided that
such leave shall be allowed only in case the required military or naval
service is satisfactorily performed, which shall be presumed unless the
contrary is established. Such leave shall not be allowed unless the
EMPLOYEE (1) returns to his position immediately upon being relieved from
such military or naval service and not later than the expiration of time
herein limited for such leave, or (2) is prevented from so returning by
physical or mental disability or other cause not due to such EM~LOYEE'S
own fault, or (3) is required by proper authority to continue in such
military or naval service beyond the time herein limited for such leave .
13 . 2 LEAVE WITHOUT PAY
Any EMPLOYEE who engages in active service in time of war or other emergency
declared by proper authority or any of the military or naval forces
- 17 -
ARTICLE XIII - MILITARY LEAVE OF ABSENCE (continued)
of the state or of the United States for which leave is not otherwise
allowed by law, shall be entitled to leave of absence from employment
without pay during such service with right of reinstatement and subject
to such conditions as are imposed by law.
13 . 3 Such leaves of absence as are granted under Article 13 shall conform to
Minnesota Statutes, Section 192 as amended from time to time and shall
confer no additional benefits other than those granted by said statute .
-18-
ARTICLE XIV - LEGAL SERVICE
14.l Except in cases of malfeasance in office or willful or wanton neglect
of duty, EMPLOYER shall defend, save harmless and indemnify an EMPLOYEE
and/or his estate against any claim or demand, whether groundless or
otherwise, arising out of an alleged act or omission occurring in the
performance and scope of EMPLOYEE'S duties.
14 . 2 Notwithstanding Article 14.1 above, the Employer shall not be responsible
for paying any legal service fees or for providing any legal service
arising from any legal action where the employee is the Plaintiff.
-19-
ARTICLE XV - WORKING OUT OF CLASSIFICATION
15.1 EMPLOYER shall avoid, whenever possible, working an EMPLOYEE on an
out-of-class assignment for a prolonged period of time. Any EMPLOYEE
working an out-of-class assignment for a period in excess of fifteen
(15) working days during a year shall receive the rate of pay for
the out-of-class assignment in a higher classification not later than
the sixteenth (16) day of such assignment. For purposes of this Article,
an out-of-class assignment is defined as an assignment of an employee to
perform, on a full-time basis, all of the significant duties and respons
ibilities of a position different from the employee's regular position,
and which is in a classification higher than the classification held by
such employee. The rate of pay for an approved out-of-class assignment
shall be the same rate the employee would receive if such employee received
a regular appointment to the higher classification.
- 20 -
ARTICLE XVI - INSURANCE
16.1 The insurance plans, premiums for coverages and benefits contained in
the insurance plans offered by the Employer shall be solely controlled
by the contracts negotiated by the Employer and the benefit providers.
The Employer will attempt to prevent any changes in the benefits offered
by the benefit providers. However, the employees selecting the offered
plans agree to accept any changes in benefits which a specific provider
implements.
16.2 Effective January 1, 1990 for each eligible employee covered by this
Agreement selecting a health insurance program offered by the Employer,
the Employer will pay the full cost of such coverage, or $131.67 per
month, whichever is less. For each eligible employee selecting family
coverage, the Employer will pay the full cost of such family coverage or
$210.00 per month, whichever is less.
16.3 Effective for the April, 1990 insurance premiums, the Employer will
discontinue making any contributions towards the cost of the employee's
selected insurance coverages and the "Cafeteria Plan" will be
implemented. In lieu of such Employer's insurance contributions,
effective February 10, 1990 the Employer agrees to increase the
full-time employee's base salary by an amount equal to $82.17 biweekly.
16.4 Effective December 29, 1990 the Employer agrees to increase the
full-time employee's base salary by an amount equal to - ~28.60 biweekly.
16.5 Under the "Cafeteria Plan" full-time employees must select, at least
single health insurance coverage and $5,000 life insurance coverage. It
is understood that these mandatory coverages may not be waived.
- 21 -
ARTICLE XVI - INSURANCE (continued)
16 . 6 Notwithstanding Articles 16.3 and 16.4, if legislation negating the
pre-tax status of employee contributions toward selected insurance
coverages under the "Cafeteria Plan" becomes effective, the Employer
will reduce the employee's wages by an amount equal to $240.00 per month
($110.77 biweekly). The Employer will then contribute $240.00 per month
toward the cost of employee selected insurance coverages under the
"Cafeteria Plan".
16.7 Effective January 1, 1990, employees who retire and who have not reached
the age of sixty-five (65) must meet the following conditions in order
to be eligible for Employer contributions listed in Articles 16.7 and
16.8 below toward a retiree hospital-medical insurance plan offered by
the Employer:
16.7.1 Be receiving benefits from a public employee retirement act.
AND
16.7.2 Have severed his/her relationship with the City of Saint Paul
under one of the pre-age 65 retiree plans.
AND
16.7.3 Have completed at least 20 years of service with the City
of Saint Paul or be receiving a disability pension from the
City of Saint Paul.
16.8 Effective January 1, 1990 for eligible employees who were regularly
appointed prior to July 1, 1980 and who retire and who are eligible for
early retiree benefits under the terms set forth in Article 16.7 above
and who select a hospital-medical insurance plan offered by the'
Employer, the Employer agrees to contribute the cost of -such single
coverage•or $106.32 per month, whichever is less. For such eligible
early retirees who select family coverage, the Employer will contribute
the cost of such family coverage or $318.41 per month, whichever is
less. Upon such retirees reaching the age of sixty-five (65), such '
Employer's contributions shall terminate.
- 22 -
ARTICLE XVI - INSURANCE (continued)
16.9 Effective January 1, 1990, for eligible employees who were regularly
appointed on or after July 1, 1980 and who retire and who are eligible
for early retiree benefits under the terms set forth in Article 16.7
above and who select a hospital-medical insurance plan offered by the
Employer, the Employer agrees to contribute the cost of such single
coverage or $70.00, whichever is less . For such retirees selecting
family coverage, the Employer shall pay the cost of such family coverage
or $180.00 per month, whichever is less. Upon such retirees reaching
the age of sixty-five (65), such Employer's contributions shall
terminate.
16.10 Effective January 1, 1990, for employees who retire at the age of
sixty-five (65) or older or for early retirees upon reaching age
sixty-five (65), and who have completed at least twenty (20) years of
service with the City of Saint Paul at the time of their retirement , or
who are on disability pension under a pension plan to which the City of
St. Paul contributes , the Employer agrees to make contributions toward
the hospital-medical insurance plans provided by the Employer for
retirees sixty-five (65) years of age or older as approved by City
Council Resolution. For employees who retire at the age of sixty-five
(65) or older and who have not ~ompleted at least twenty (20) years of
City service at the time of their retirement, or who are not on
disability pension under a pension plan to which the City of Saint Paul
contributes, the Employer will not make any hospital-medical insurance
contributions. For early retirees who had not completed twenty (20)
years of service at the time of their retirement, or who are not on
disability pension under a pension plan to which the City of Saint Paul
contributes, the Employer will discontinue making any hospital-medical
insurance contributions upon their reaching age sixty-five (65).
- 23 -
ARTICLE XVI - INSURANCE (continued)
16 . 11 In the event of the death of an active employee or an early retiree, the
dependents of such employee or retiree shall have the option, within
thirty (30) days, to continue the current hospitalization and medical
benefits, including such improvements as may be made from time to time,
which said dependents previously had, at the premium applicable to early
retirees. It is further understood that coverage shall cease in the
event of:
16.11.1 Subsequent remarriage of the surviving spouse of the
deceased employee or retiree.
16.11.2 The employment of the surviving spouse where hospitalization
and medical insurance coverage is obtained through a group
program provided by said EMPLOYER. It is further
understood, however, that in said event, the surviving
spouse shall have the right to maintain City hospitalization
and medical insurance coverage for the first ninety (90)
days of said employment.
16.12 The contributions indicated in this Article 16 shall be paid to the
Employer's third party administrator.
- 24 -
ARTICLE XVII - SAFETY
17.1 EMPLOYER and EMPLOYEE shall cooperate in the enforcement of all
applicable regulations for the enforcement of job safety. If an EMPLOYEE
feels that his work duties or responsibilities require such EMPLOYEE
to be in a situation that violates federal or state safety standards,
the matter shall be immediately considered by the EMPLOYER. If such
matter is not satisfactorily adjusted, it may become the subject of
a grievance and will be processed in accordance with the grievance
procedure set forth herein.
- 25 -
ARTICLE XVIII - SPECIAL ALLOWANCES
18.1 In addition to other compensation payable, any full-time employee
designated as a member of the Critical Response Team (GIRT) and Hostage
Negotiation Team shall be granted an allowance of Eighty ($80.00) Dollars
biweekly. Only employees who have satisfactorily completed all required
training shall be eligible for such assignment designation and special
allowance.
18.2 In addition to other compensation payable, Traffic Police Officers, Traffic
Sergeants and Traffic Lieutenants may be granted an allowance not to exceed
Four and 60/100 ($4.60) Dollars biweekly as payment for keeping uniforms
and equipment in condition, provided that such allowance shall only be
payable during times that such EMPLOYEE is performing actual service as a
Traffic Police Officer, Traffic Sergeant or Traffic Lieutenant.
18 . 3 SPECIAL ALLOWANCE FOR "DOG HANDLER"
To Police Officers in charge of police dogs and who are required to keep
the dogs in their homes, transport them in their private cars, etc., a
sum not to exceed Two Hundred and Thirty-Five and 00/100 ($235.00) Dollars
biweekly . Such sum shall be considered payment, also, for the keeping in
condition of uniforms and equipment and sustenance of the animal. Such
allowance shall be payable only during the time the employee is performing
duties as outlined above.
- 26 -
ARTICLE XIX - SHIFT DIFFERENTIAL
19.1 Any employee who works on a regularly assigned shift beginning
earlier than 6 a.m. or ending later than 6 p.m., and providing
that four or more hours of the shift are between 6 p.m. and 6 a.m.
shall be paid a differential of $0.93 per hour for all hours of the
shift actually worked by the employee.
19.2 Any employee who works on a regularly assigned shift beginning
earlier than 6:00 a.m . or ending later than 6:00 p.m . , but less than
four hours of the shift worked are between the hours of 6:00 p.m.
and 6:00 a.m., shall be paid a night differential of $0.93 per hour
for only the hours actually worked between the hours of 6:00 p.m . and
6:00 a.m.
- 27 -
ARTICLE XX - VACATION
20.1 In each calendar year, each full-time employee shall be granted vacation
according to the following schedule:
Years of Service Vacation Granted
0 thru 5 years 13 days
after 5 years 18 days
after 10 years 21 days
after 15 years 23 days
after 20 years 25 days
Employees who work less than full-time shall be granted vacation on a
pro rata basis .
20.2 The head of the Department may permit an employee to carry over into the
following year up to ten days vacation.
20.3 Employees with at least 180 days of accumulated unused sick leave shall
be allowed to convert two (2) days of unused sick leave to one (1) day
of vacation up to a maximum of five (5) days of vacation. This
conversion provision may be applied only to the extent that the balance
of unused sick leave is not reduced lower than 180 days.
20.4 The above provisions of vacation shall be subject to Resolution No. 6446,
Section I, sub. H.
- 28 -
ARTICLE XXI - HOLIDAYS
21 . 1 Holidays recognized and observed. The following days shall be recognized
and observed as paid holidays:
New Years' Day
Martin Luther King Day (1986)
Presidents' Day
Memorial Day
Independence Day
Labor Day
Columbus Day
Veterans' Day
Thanksgiving Day
Christmas Day
Two floating holidays
Eligible EMPLOYEES shall receive pay for each of the holidays listed above,
on which they perform no work. For employees normally assigned to a work
week of Monday through Friday, the following shall apply:
Whenever any of the holidays listed above shall fall on Saturday,
the preceding Friday shall be observed as the holiday.
Whenever any of the holidays listed above shall fall on Sunday,
t he succeeding Monday shall be observed as the holiday.
For those employees assigned to a work week other than Monday through
Friday, the holiday shall be observed on the calendar date of the holiday.
21.2 The floating holidays set forth in Section 21.1 above may be taken at any
time during the contract year, subject to the approval of the department
head of any employee.
21.3 Eligibility Requirements. In order to be eligible for a holiday with pay ,
an EMPLOYEE'S n ame must appear on the payroll on any six working days of
the nine working days preceding the holiday; or an EMPLOYEE'S name must
appear on the payroll the last working day before the holiday and on three
other working days of the nine working days preceding the holiday. In
neither case shall the holiday be counted as a working day for the purposes
of this section. It is further understood that neither temporary, emergency
nor other employees not heretofore eligible shall receive holiday pay.
- 29 -
ARTICLE XXI - HOLIDAYS (continued)
21.4 Notwithstanding Article 21.1 above, the Employer may at anytime during
the life of this Agreement designate the Day after Thanksgiving as a
paid holiday. In the event of such designation, the Columbus Day
holiday shall be deleted from the paid holiday list as set forth in
Article 21.1 above.
- 30 -
ARTICLE XXII - SEVERANCE PAY
22 . 1 The Employer shall provide a severance pay program as set forth in this
Article 22.
22 . 2 To be eligible for the severance pay .program, an employee must meet
the following requirements :
22.2.1 The employee must be voluntarily separated from City
employment or have been subject to separation, lay-off or
compulsory retirement. Those employees who are discharged
for cause, misconduct, inefficiency, incompetency, or any
other disciplinary reason are not eligible for the City
severance pay program .
22 . 2 . 2 The employee m ust file a waiver of reemployment with the
Personnel Director, which will clearly indicate that by
requesting severance pay, the employee waives all claims
to reinstatement or reemployment (of any type), with the
City or with Independent School District No . 625.
22.2 . 3 The employee must have an accumulated balance of at least
(80) days of sick leave credits at the time of his/her
separation from service .
22.3 If an employee requests severance pay and if the employee meets the
eligibility requirements set forth above, he or she will be granted
s everance pay in an amount equal to one-half of the daily rate of pay
for the position held by the employee on the date of separation for
each day of accrued sick leave subject to a maximum as shown below
based on the number of years of service with the City .
YEARS OF SERVICE
WITH THE CITY
At Least 20
21
22
23
24
25
- 31 -
MAXIMUM
SEVERANCE PAY
$ 5,000
$ 6,000
$ 7,000
$ 8,000
$ 9,000
$10,000
ARTICLE XXII - SEVERANCE PAY (continued)
22 . 4 For the purpose of this severance program, a death of an employee shall
be considered as separation of employment, and if the employee would have
met all of the requirements set forth above, at the time of his or her
death, payment of the severance pay may be made to the employee's
estate or spouse.
22.5 The manner of payment of such severance pay shall be made in accordance
with the provisions of City Ordinance No. 11490.
22.6 This severance pay program shall be subject to and governed by the
provisions of City Ordinance No. 11490 except in those cases where the
specific provisions of this Article conflict with said ordinance and in
such cases, the provisions of this Article shall control.
- 32 -
ARTICLE XXIII - WAGE SCHEDULE
23 . 1 Salary ranges applicable to titles covered by this AGREEMENT shall be
as sho"111 below:
WAGE SCHEDULE
Effective A B C D E F 10-YR . 15-YR .
POLI CE OFFICER
12-30-89 1123. 41 1179.57 1238.56 1288.54 1354.43 1409.34 1482.54 1519.16
02-10-90 1205.58 1261.74 1320.73 1370. 71 1436.60 1491.51 1564 . 71 1601. 33
12-29-90 1283.55 1341. 95 1403.30 1455.28 1523.81 1580 . 91 1657 . 04 1695.13
COMMUNICATIONS TECHNICIAN
12-30-89 1030.35 1074.67 1124. 96 1167.85 1214.41 1265.41 1298.65 1331.93
02-10-90 1112. 52 1156.84 1207 .13 1250.02 1296.58 1347.58 1380.82 1414.10
12-29-90 1186. 76 1232.86 1285.16 1329.76 1378.19 1431. 23 1465.80 1500 . 41
SERGEANT
12-30-89 1291.91 1356.49 1424.33 1481.82 1557.61 1620.76 1704.90 1747.01
02-10-90 1374.08 1438.66 1506.50 1563.99 1639.78 1702.93 1787.07 1829.18
12-29-90 1458.79 1525.95 1596.50 1656 . 29 1735.12 1800. 79 1888.30 1932.09
COMMUNICATIONS TECHNICIAN LEADWORKER
12-30-89 1093.10 1140 .13 1193.47 1238.98 1288.37 1342.47 1377.73 1413.05
02-10-90 1175.27 1222.30 1275.64 1321.15 1370.54 1424.64 1459.90 1495.22
12-29-90 1252.02 1300.94 1356.41 1403.74 1455 .11 1511.37 1548.04 1584. 77
LIEUTENANT
12-30-89 1446.92 1519.27 1595.25 1659.64 1744.53 1815.26 1909.51 1956.68
02-10-90 1529.09 1601.44 1677 .42 1741. 81 1826. 70 1897.43 1991. 68 2038.85
12-29-90 1620.00 1695.24 1774.26 1841.23 1929.51 2003 . 07 2101.09 2150.15
SUPERINTENDENT POLICE RADIO DIVISION
12-30-89 1351.39 1407.46 1466.06 1527.14 1603.17 1671. 74 1752.76 1797.61
02-10-90 1433.56 1489.63 1548.23 1609.31 1685.34 1753.91 1834.93 1879.78
12-29-90 1520.65 1578.96 1639.90 1703.43 1782.50 1853.81 1938.07
1
1984.72
CAPTAIN
12-30-89 1620.55 1701. 58 1786 . 67 1858.79 1953.87 2033.08 2138.64 2191.47
02-10-90 1702.72 1783.75 1868.84 1940.96 2036.04 2115. 25 2220.81 2273.64
12-29-90 1800.57 1884 . 84 1973.34 2048.34 2147.23 2229.60 2339.39 2394.33
The above 12-30-89 rates represent a 4% increase over the 1-1-89 rates .
The 2-10-90 rates represent an increase of $82.17 biweekly over the
12-30-89 rates. This is in lieu of the Employer making any contribution
toward the employee's insurance costs.
- 33 -
I
ARTICLE XXIII - WAGE SCHEDULE (continued)
The above 12-29-90 rates represent an increase of $28.60 biweekly and a
4% increase over the 2-10-90 rates. The $28.60 biweekly increase is in
lieu of an Employer's contribution toward employee's insurance costs.
The resulting 12-29-90 rates include a total of $110.77 biweekly which
is in lieu of an Employer's contribution toward employee's insurance
costs .
- 34 -
ARTICLE XXIV - LIABILITY FOR INJURIES \.lHEN EMPLOYED OFF-DUTY
24 . 1 If an EMPLOYEE has been allowed to procure off-duty employment by the
EMPLOYER and the EMPLOYEE is injured during the course and scope of such
off-duty employment, the liability for benefits under the law shall not
be the responsibility of the EMPLOYER, and the EMPLOYEE agrees to pursue
such rights as are available to him against the off-duty Employer.
24.2 If the injury occurring to an EMPLOYEE working in an off-duty employment
situation stems from an incident or occurrence that cannot reasonably be
attributed to the scope of services anticipated to be performed by the
EMPLOYEE for his off-duty employer, then the EMPLOYEE shall be deemed to
be performing the work of a peace officer for EMPLOYER and shall be accorded
all such rights and benefits as are presently available to him under this
CONTRACT and applicable law.
- 35 -
ARTICLE XXV - SICK LEAVE SUSPENSION
25.1 During any period in which an EMPLOYEE is absent from work on sick leave,
with or without pay, he shall not be employed or engage in any occupation
for compensation outside of his regular City employment. Violation of
the provisions of this paragraph by any EMPLOYEE shall be grounds for
suspension or discharge.
- 36 -
ARTICLE XXVI - RESIDENCE
26.1 The residency requirements as passed by the City Council on
December 30, 1982 under Council File No. 279643 shall apply to all employees covered by this Agreement.
- 37 -
ARTICLE XXVII - INCAPACITATION
27.1 EMPLOYEES injured during the course of employment and thereby rendered
incapable of performing job duties and responsibilities shall receive
full wages during the period of incapacity, not to exceed the period
equal to twelve (12) months plus accumulated sick leave. It is
understood that in such cases, the twelve (12) month period shall first
be utilized and only when same is exhausted shall accumulated sick leave
be applicable.
27.2 EMPLOJ EES disabled through injury or sickness other than specified in
Section 27.1 above shall receive full wages for a period equal to
accumulated sick leave plus six (6) months as provided herein. It is
understood that in such cases, accumulated sick leave shall first
be utilized before the six (6) months, or any part thereof, shall be
applicable . It is further understood that the six (6) month period
shall be available only in those years where the last available Annual
Report of the City Civil Service Office shall show average sick leave
used per Police Department Employee (based on the 1972 Annual Report
method of calculating same) of eight (8) days or less.
27 . 3 EMPLOYEES injured or incapacitated by illness in the line of duty shall
be entitled to reinstatement at any time within five (5) years from the
date of injury or incapacity, provided they are physically capab:e of
resuming their job .
27.4 Except as specifically provided in this Article, all illness and incapacity
rules and policies previously in effect shall continue .
- 38 -
ARTICLE XXVIII - PREMIUM PAY
28.1 Effective December 30, 1989 any Police Officer who is assigned to the
duties of a Field Training Officer shall be paid a differential of $1 . 00
per hour above his/her regular base rate for those shifts actually
worked by the officer.
Only officers who have satisfactorily completed all required training
shall be eligible for such assignment and pay differential.
28 . 2 Effective December 30, 1989 any employee designated as a member of the
Ordnance Disposal Unit shall be paid a differential of $1.00 per hour
above his/her base rate.
Only employees who have satisfactorily completed all required training
shall be eligible for such assignment and pay differential.
28 . 3 Effective December 30, 1989, any Police Officer assigned as a Narcotics
Agent to the Narcotics Unit shall be paid a differential of $1.00 per
hour above his/her base rate .
- 39 -
ARTICLE XXIX - MATERNITY LEAVE
29.1 Maternity is defined as the physical state of pregnancy of an
employee, commencing eight (8) months before the estimated date
of childbirth, as determined by a physician, and ending six (6)
months after the date of such birth. In the event of an employee's
pregnancy, the employee may apply for leave without pay at any time
during the period stated above and the employer may approve such
leave at its option, and such leave may be no longer than one (1)
year.
- 40 -
ARTICLE XXX - DURATION AND EFFECTIVE DATE
30.1 Except as herein provided, this AGREEMENT shall be effective as of
January 1, 1990 and shall continue in full force and effect until
December 31, 1991 and thereafter until notified or amended by mutual
agreement of the parties. Either party desiring to amend or modify
this AGREEMENT shall notify the other in writing by June 15 of the
year in which modifications are desired, so as to comply with the
provisions of the Public Employment Labor Relations Act of 1971 .
PAU~~
SAINT PAUL POLICE FEDERATION
Saint Paul Police Federation
DATED : January 24, 1990
- 41 -
Overcoats ... .. .
Jackets, winter ... .
Jackets, intermediate .
Jackets, summer
Parkas. . . . . . . .
Rain Suits (Motorcycle Officers).
Rain Coats.
Cap Covers.
Vests . . .
Alternate Vest .
Trousers, winter . ..
Trousers, intermediate . .
Trousers, summer .. . . .
:' -\ - -. ~ :s (Radio Division).
S:.irts, winter (Colored) .
Shirts, winter (Ranking Officer).
Shirts, summer (Colored) .....
Shirts, summer (Ranking Officer) ..
Shirts, short sleeve (Radio Division)
Shirts, long sleeve (Radio Division).
Ties ..
Shoes .
Alternate Shoes.
; < l lington Boots .
0ve l ~hoc s . . . .. . .
Alternate Overshoes.
Rubbers ... ..... .
Socks (Black or Navy Blue).
Socks (Black with 'White Foot)
Rubber Leggings
Black Gloves.
Uniform Caps, winter.
Uniform Caps, summer.
Sam Browne Belts ...
AlternaterSam Browne Belts .
Garrison Belt .. .
Cartridge Holder . .
Flashlight Holder ..... . .
Federal Streamer Holder
Handcuffs . . .
Handcuff Case
APPENDIX A
- Al -
Unit Price
. . . . $125. 00
. . .. $ 39.95
. . . . . . .$ 35.95
. . ... . $ 27.95
. . $ 49.95
. $ 17.95
.$ 32 . 00
.$ 2.50
.$ 8.50
.$ 5.95
.$ 34.95
.$ 29.50
.$ 25.50
. $ 6.95
. $ 7.95
.$ 8.95
.$ 6.95
. $ 7.95
.$ 6.50
. $ 6.75
. $ 1. 25
.$ 19.00
. $ 22.00
.$ 19 . 00
. $ 22.00
. $ 12.95
.$ 6 . 95
. $ 3.95
.$ 1.50
. $ 1. 75
.$ 4.95
. $ 7.50
. $ 8.75
. $ 8.75
.$ 8.95
. $ 16.25
.$ 2.50
. $ 3.50
.$ 1.50
.$ 2.00
.$ 13.95
. $ 3.04
APPENDIX A (continued)
Unit Price
Whistle Chains .
. . . . . . . . . . . . . . . . . . . . . . . . . .
.. $ 1. 95
Safety Helmet:
Visor. . . .
Chin Cup . .
Chin Strap . .
Heavy Duty Face Shield
Head Suspension.
Outer Shell.
Duty Guard .
Y-D Harness.
Holsters:
Federal Man. .
Safariland llA ..
Safariland 29. .
Don Hume 216 .
. $
.. $
. $
. $
......... $
.$
.$
. . $
2.25
1. 50
.95
9.95
4.90
14.20
2.95
2.95
.$ 5.95
.. $ 18.95
. .$ 12.95
.$ 15.50
The following items are included in the clothing allowance for employees assigned
to work as Detectives:
1. Saps
2. Handcuffs
3. Handcuff Holders
4. Overshoes
5. Rubbers
6. Holster
- A2 -
question the caller as to the nature of the service requized. lf
it is detenuined from tbe inquiry that a police report will be
the result of .'any police action, the operator will refer to the
list of incidents IA) below. lf tbe complaint at h&Dd is on this
list, tbe operator will further screen tbe cul with the below
listed questiollS l'B) 'For suit~ility for Mversion. A negative·
response to all tbe questions and a final evaluation by the
officer based on bis/ber experience will result in the call being
diverted to the Tele-serve Unit during their hours of operation.
.>.. Types of calls to be Mverted to tele-serve for preparati~
of a police report. .J.i.
1. Misde:neanor thefts (under $250):
MY theft previously suit~le for a mail-in report
is suit~le for tele-serve. ln adMtion, any misdemeanor
theft in "1hich negative responses are received to all
questions in "B" bel0"1, may be Mverted to tele-serve.
s0111e of the rnore cormnon include bicycle thefts aod gu ,
station drive-offs. The same procedure for h&Ddl.Ulg vu
station drive-offs on the street sbou.ld be followed t,y . ,
tele-serve personnel. -r. ~
• I
Theft from autos are included as suit~le for .: ,.,
tele-serve but the presence of evidence (i.e. .~
fingerprints) and the loss of rnajor parts necessitaW; processing sbould be considered in any decision to divert
_ to tele-serve. . :-;, .I
Thefts frorn person or of p@lic property (i.e. :- r..11
parking meters) are exceptions, and a squad sbould be~,
dispatched in all cases . -~
2. Burglary, unoccupied suucture, No Force Used:
1\n "unoccupied structure" includes a garage, shed:
vacant house or building. "No force" rneans the premise
· was unlocked or unsecured. ln these instances tbe value
or type of loss "10uld be a detenninillg factor. For
example, the loss of a thousand dollars "1ortb of tools
from a garage deserves a squad being sent, "1hereas tlle
loss of ·a bicycle may not. Judgment and the aesires of
the complainant are i.llJpOrtant considerations•
Burglaries of any residence or c01111Dercial l:)UildiJl9,
either forced or unforced, "1ill necessitate a squad ~1%19
sent. ·
3. Criminal Damage to Property:
379
Criminal damage to pr t d
all otner criteria l"'B" be~pe) Yun er $300 that meets
~:_;e-se~e. For incidents t~ "1~i~h~h~i!!~~=d
0
}
0
the
age is over $300 judgment she ld be
consider include vaiue of tbe los~ iden~~~d. fF~tors to
suspect and the fact th dama i , Y o e
as evidence and e ge tself may be considered
Crilllinal damage i~quire trocessing (i.e. pbotographlng) •
dispatched in all c:!s~ ty property requires a squad be
,. Missing Property:
c lThiis category refers to incidents in "1hich the
ornp a nant can.not explain the cirC\lmS
but wants the fact he is report.in it ~es of the loss
documented. No criminal activity
9
or el~:~s~~c~
identified, and a genual report "1ould be written.
S. Telephone Threats:
exist;e;"!;i~p~:~~e:ts ~ere no present danger
anonymous threats "1ou!d ~! vusion. ln particular,
desires to see an officer :u~~pi>eopri;te. Tbe callu's
decision to Mvert the call. a actor in any
6. Obscene T~lepbone C&1ls:
calle~~s~~fi~~~e :~s of complaints involve anonymous
i e ....,sence of present danger appe
~=~:~':,ir~.~';:;;::':·.0:::ii".;.?~i:~;•~:.~~~
where
1
~h=c~~~f~~~tcci;a~t~ei~it cannot be determined
should be sent. ove categories, a squad
7. Lost Welfare Monies:
Public assistance program r •i
i~~ re
1
rting of lost cub to th~o~rc:n;:p:~t!:tandate
pro~~;.!~ ;-1~~: ~~ly loss by theft ca~es "1ill be •
affidavit oi loss f!;!~e Department using their present
I, neaf~!i~wi~~uide~i~~!e~~l~ ri~e
1
operators in determining
respon et e
O
e e-serve. A positive
dispat~b o~ :°i~~~-of these questions "1ill result in the
380
disturb or threaten the public peace (blocking
access to public building).
Misdemeanor: Minnesota Statute 609.715-presence at unlawful
assembly and refusal to leave when directed by law
enforcement officer.
(5) Disorderly conduct, City Legislative Code
271.05.
A. Noise, disturbance or improper diversion to
disturbance of citizens or other persons
(includes obscenities shouted at persons).
B. Collecting in crowds in any street or public
place in said city so as to obstruct public
travel thereon.
Misdemeanor: (6) Obscenities shouted, City Legislative Code
271.05 above, or City Legislative Code 280.03,
uttering any lewd, indecent, immoral or insulting
language.
Misdemeanor: Throwing missiles, including stones
City Legislative Code 106.05. - Throwing stones, etc.
It shall not be lawful for any person to throw
stones or other missiles on any street, lane or
alley within the limits of the City; nor for any
person to shoot arrows or coast with sleds on any of
the public streets.
DESTRUCTION OF PROPERTY:
(1) Arson - Minnesota Statutes 60~.561 through 609.563.
Felony: (A) Aggravated - property damage and create
imminent danger to life or risk of great bodily harm
- any value.
Felony: (B) Simple - destroys property by fire, value over
$300
Misdemeanor: (C) Simple - value less than $300
(2) Attempted arson - Minnesota Statute 609.576 placing
combustible, explosive or other destructive material or device in
or near any property with intent to set fire, blow-up or damage.
(3) Damage to property - Minnesota Statute 609.595
Felony: (A) Aggravated - (1) more than $300.
Misdemeanor: (B) Criminal damage - (2) Less than $300.
474
438.17 DRUNKENNESS INCIDENTS:
PURPOSE:
No person shall be charged with public drunkenness; therefore,
the following procedures will apply:
When an officer responds to an activity where public
drunkenness is present, he must first determine if a criminal act
is involved. If a crime is involved, the criminal process takes
precedent. If no crime is involved, the officer will use Chapter
253 of Minnesota Statutes, and execute the following steps:
1. Take the person into custody.
2. Make ALERT check.
3. While the law permits the officer to take an individual home
or to a hospital or detoxification center - in any event, the
dispatcher must be notified of the destination.
4. A casualty report is to be submitted covering the
circumstances of the taking into custody and disposition.
Leave casualty report with attendant at detoxification. The
Detoxification Center is located at 155 Second Street.
If the person taken into custody requires medical
treatment for cuts, bruises, abrasions, or convulsions, the
officer should take the party to St. Paul Ramsey Hospital for
medical assistance.
On occasion, the Detoxification Center may be full. In order
to eliminate unnecessary trips, the Communication Center will,
upon notification by the squad, verify available space by calling
298-5951 (Alternate sites are available and on record in the
Communication Center).
438.18 CIVIL DISOBEDIENCE:
PURPOSE
The following are operational procedures for response to large
scale demonstrations which may lead to civil disobedience. It is
necessary to formulate a response plan for the following reasons:
1. To have the necessary personnel and equipment available.
2. To establish areas of responsibility and a clear chain of
command.
3. To provide immediate and efficient handling of such
demonstrations.
475 -R92
PROCEDURE
Responsibility:
It shall be the Team Commander's or On-Duty Supervisor's
responsibility to call for the implementation of this procedure,
and to ensure personnel are notified and equipment needs are met.
Notification of Personnel:
1. Deputy Chief of Patrol or Designee.
2. Identification Unit.
3. Emergency Communication Center.
4. Operations Center - Extension 634 for use of available
personnel and prisoner transport vehicle.
Notification of Agencies for needed Equipment:
1. Bus transportation: MTC can be notified on a 24 hour basis at
the Dispatcher's Office - 349-7317. They will provide a bus
should the Team Commander deem it necessary.
2. Barricades: Public Works can be notified (Supervisor 292-
6600) for barricade needs.
3. Video and photographic equipment will be provided by the
affected teams.
4. cutting tools: Contact Fire Department for their assistance.
The Team Commander or on-Duty Team Supervisor will:
1. Assign necessary team personnel to provide video taping
service at the demonstration site.
2. Ensure that barricades are available and posted in the
required locations. NAO or Reserve Officers may be used to
staff barricade locations.
3. Determine the need for additional personnel to assist the
team. A request will be made to the Deputy Chief of Patrol
for additional support as needed.
The Deputy Chief of Patrol will ensure the various Teams and
Divisions provide necessary personnel and support services to the
demonstration site and processing center. That may include:
1. Hold over or call back of personnel.
2. Team or Division Commanders to designate personnel and notify
the Communications Center of the names and assignment of
475A -R92
~
personnel.
3. Designating radio transmissions to Channel 4. Communications
Center staff will monitor the channel for activity and assign
a dispatcher as needed.
The Team Commander or his Designee will assume command of the
demonstration site. Procedures to be followed:
1. An officer will be assigned to the demonstration site to
observe the activities and determine need for resources.
2. Street barricades will be posted and staffed as necessary.
3. Site Commanders and representatives of the business or
property will notify those in violation of Statute or
Ordinance Violations and request the illegal activity be
stopped.
1
4. If they refuse to comply with lawful requests, the
spokesperson for the group may be immediately arrested and
taken into custody. Backup officers may be called to the
demonstration site with necessary equipment.
5. The Commanding Officer at the site will direct the arrest for
particular violations of the law after appropriate legal
notice is given to the violators. A supervising officer will
be assigned to notify each individual of the violation and.
request compliance before their arrest.
6. All arrested parties will be transported to the processing
site for identification, warrant checks, and booking.
7. The Identification Unit will determine the most efficient
manner for processing the people arrested.
8. Officers will be assigned to the site to monitor activity when
arrests are completed. The Team Commander will release
officers when he/she has determined their presence is no
longer necessary.
9. The Commanding Officer will assign an officer to initiate an
original report. All other officers will write Supplement
Reports describing their role in the detail.
10. The Team Commander or designee will submit a Supplement Report
and a Demonstration Procedure Check List upon completion of
the detail.
11. The Team Commander or his/her designee will submit an After
Action Report to the Deputy Chief of Patrol.
I Arrest Procedures:
475B - R92
The site commander will determine the tactics to. be used in
efffecting arrests of those persons refusing to_ cease the criminal
behavior. If arrests must be made they will be accomplished in an
expeditious manner and under the direction of the Team commander
or designee. In every case, the arrests will be made using the
least amount of force necessary to remove the persons from the
scene.
EFFECTIVE 3/04/92
439.01 PROPERTY AND EVIDENCE PROCEDURES:
PURPOSE:
The purpose of the Property Record Report (system) is
threefold and requires that a record be made each time transfer of
custody of physical evidence takes place:
1. To assure that continuity of possession can be absolutely
established through a receipting system.
2. To affix responsibility for control (inventory, storage,
audit, disposition) and inspection of properties coming into
possession of the department.
3. To insure that activity regarding such property is a matter
of record.
475C -R92
.-
DEMONSTRATION PROCEDURES & AFTER ACTION REPORT
Date ______ Start Time _____ End Time _____ CN ________ _
Name & Location __________________ Phone No. _______ _
Property Owner/ Responsible Person ______________________ _
Team ________ Commanding Officer _________________ _
Assembly Area _____________________________ _
Supervisory Staff
OFFICERS ASSIGNED
SW NW East Cent Other
1 __________________________________ _
2 __________________________________ _
3 __________________________________ _
4 __________________________________ _
5 __________________________________ _
6 __________________________________ _
Female Officers: _____________________________ _
EQUIPMENT NEEDS
Buses (Sup 349-7304, Dispatch 349-7317) ____________________ _
Barricades (Dispatch 292-6600) ____________ Video Equipment ______ _
Special Equipment (Stretchers, Saws, Handcuffs) __________________ _
Processing Equipment _________________ Dispatch Channel ______ _
NOTICE TO DEMONSTRATORS
Property/ Owner or Responsible Person ______________________ _
Police Official ______________________________ _
NOTIFICATION OF PERSONNEL/ DIVISIONS
D/C Patrol & Staff _____________ _
Communications _____________ _
Identification _______________ _
Other _________________ _
AFTER ACTION REPORT (To include narrative of event, unusual circumstances, critique of
department response and recommendations)
PM 629-92 Continue on Inter-Office Memo
I .
I
I
I
I
I
I
I
..
INTERNAL AFFAIRS DATA
'j) rl
INTERNAL AFFAIRS COMPLAINTS
By Type 1990
Complaint Type
Improper Procedure
Poor Public Relations
Excessive Force
Harassment
Missed Court
Inaction
(Total-303)
0 20 40 60 80 100 120 140
Nwnber
Sourc~: Internal Affairs Unit
INTERNAL AFFAIRS DATA
Disposition
Not
Allegation Unfounded Sustained Exonerated Sustained TOTAL* ·
Improper Conduct or Violation of Orders 38 12 27 18 120
Poor Public Relations 21 8 12 7 58
Use of Excessive Force 3 13 14 0 78
Discrimination or Police Harassment 3 2 2 0 12
-
Missed Cqurt Appearance 1 1 0 9 11 .
Inaction or Poor Service by Officers 6 4 5 5 24
--
TOTAL 72 40 60 39 303
* Includes comi:>lain~ with dispositions pending
19
INTERNAL AFFAIRS DATA
INTERNAL AFFAIRS COMPLAINTS
By Type 1991
Complaint Type
Poor Public Relations
Use of Excessive Force
Discrimination or Harassment
Missed CourtAppearance
Inaction/ Poor Service
0
Source: Internal Affairs Unit
(Total-271)
20 40 60 80 100
Number
INTERNAL AFFAIRS DATA
DISPOSITION
Not
Allegation Unfounded Sustained Exonerated Sustained
Improper Conduct 23 15 15 22
Poor Public Relations 16 15 12 4
Use of Excessive Force 6 7 21 1
Discrimination or Harassment 10 0 1 1
Missed Court Appearance 6 3 1 10
· Inaction/ Poor Service by Officers 12 5 11 9
TOTAL 73 45 61 47
* Includes complaints with dispositions pending
14
/9~/
TOTAL*
82
53
55
15
21
45
271
I
I
•
II
•
•
•
I
•
I
•
I
I
I
•
I
I
11
/9J>/
: I
OFFENSE AND PERFORMANCE DATA
'"I
PART I OFFENSES
1987
I
% Change Clearance
1986 1987 1986 vs. 1987 Rate (%)
Homicide 12 12 0.0 75.0
;r
Rape 239 218 -8.8 68.3
Robbery 794 746 -6.0 33.6
II
Aggravated Assault 1,356 1,313 -3.2 87.0
Burglary 6,605 6,183 -6.4 13.7
I
Burglary: Residential 5,267 4,877 -7.4
Burglary: Commercial 1,338 1,306 -2.4
I
Theft 10,994 11,578 +5.3 16.1
Motor Vehicle Theft 1,326 1,310 -1.2 31.8
I
Arson 287 292 +1.7 19.7
TOTAL 21,613 21,652 +0.2 21.9
I
Crimes Against Persons 2,401 2,289 -4.7 67.8
Crimes Against Property 19,212 19,363 +0.8 16.5
(Note: The homicide figure does not include manslaughter).
I
~
Performance Data
I
% Change
1986 1987 1986 vs. 1987
Authorized Sworn Personnel 513 509 -0.8
Calls for Service 153,555 :l 156 524
'
+ 1.9
Arrests (Part I & Part II) 10,661 10,300 -3.4
Arrests Part I 4,011 3,865 -3.6
Arrests Part II 6,650 6,435 -3.2
DV.1 Arrests 1,393 1,107 -20.5
Other Traffic Arrests 1,537 1,751 +13.9
Hazardous Moving Violations 18,589 25,937 +39.5
Internal Affairs Complaints 166 247 +48.8
Inspection Unit: Mayor's Complaints 616 661 + 7.3
Administrative Inquiries 189 236 +24.9
: ~ -
23
]

I
JNTERNAL AFFAIRS DATA
Complaint Type
EXCESSIVE FORCE
IMPROPER PROCEDURE
IMPROPER CONDUCT
POOR PUBLIC RELATIONS
INACTION
HARASSMENT
CLAIM VS CITY
IISSED COURT APPEARANCE
Disposition
UNFOUNDED
SUSTAINED
NOT SUSTAINED
EXONERATED
ACTIVE
0
0
INTERNAL AFFAIRS COMPLAINTS
BY TYPE 1989
(fotal = 373)
20 40 80
Source: Internal Affairs Unit
60
Number
10
INTERNAL AFFAIRS COMPLAINTS
1989
(TOTAL= 373)
20 30 40 50 60
Source : Internal Affairs Unit
Number
100 120
70 80 90
19

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