Res. 2238 - Woodburn Police Assocation Contract 7/1/2024-6/30/2026 COUNCIL BILL NO. 3263
RESOLUTION . 223E
A RESOLUTION AUTHORIZING EXECUTION OF A COLLECTIVE BARGAINING
AGREEMENT BETWEEN THE CITY OF WOODBURN AND THE WOODBURN POLICE
ASSOCIATION FOR A CONTRACT EGI NING JLY 1, 2024, AND ENDING JUNE 30,
2026
WHEREAS, the purpose of labor negotiations is to reach an agreement on
matters relating to wages, hours, working conditions, and fringe benefits for
certain represented employees; and
WHEREAS, the City of Woodburn (the "City") and the Woodburn Police
Association ("WPA") have engaged in a number of good faith bargaining sessions
in order to reach an understanding on provisions to be included in a new
Collective Bargaining Agreement (the "Agreement");
WHEREAS, the negotiating teams for the City and WPA have tentatively
agreed to the contractual terms of the Agreement, and WPA ratified the
Agreement through a ballot process with its members that concluded on
September 24, 2024; NOW, THEREFORE,
THE CITY RESOLVES AS FOLLOWS:
Section 1. That the Agreement tentatively agreed to by the parties and
ratified by the WPA membership, attached to this Resolution as Exhibit A, is
approved.
Section 2. That the City Administrator is authorized to execute the
Agreement on behalf of the City.
Approved as to form: /
City Att ney Date
Approved
Frank Lonerg;g i, Mayor �
Passed by the Council
Submitted to the Mayor
Page 1 - Council Bill No. 3263
Resolution No. 2238
Approved by the Mayor �'. iS ► �
Filed in the Office of the Recorder z Jam, 7-`�
ATTEST: UAIA P W /
Heather Pierson, City Recorder
Page 2- Council Bill No. 3263
Resolution No. 2238
WPA 2024-2026 Exhibit A
Collective Bargaining Agreement
Between
The City of Woodburn
And
The Woodburn Police Association
Term:
Effective 2024-2026
WPA 2024-2026 Exhibit A
INDEX - TBC
PREAMBLE.......................................................................................................................I
ARTICLE 1-RECOGNITION.......................................................................................I
ARTICLE 2 -ASSOCIATION SECURITY...............................................................1-2
2A-ASSOCIATION DUES.............................................................................1-2
2B- BULLETIN BOARDS AND USE OF CITY FACILITIES ......................2
2C-ASSOCIATION ACTIVITIES....................................................................2
ARTICLE 3-NON-DISCRIMINATION.......................................................................2
ARTICLE 4-MANAGEMENT RIGHTS .....................................................................2
ARTICLE 5- STRIKES AND LOCKOUTS..................................................................3
5A-LOCKOUT....................................................................................................3
5B- STRIKE ...........................................................................................................3
ARTICLE 6-ASSOCIATION BUSINESS.....................................................................3
6A-ASSOCIATION REPRESENTATIVES.....................................................3
6B- SPECIAL CONFERENCES........................................................................3
6C-ASSOCIATION MEETINGS......................................................................3
ARTICLE 7-PERSONNEL MANUAL/CONTRACT.............................................3-4
ARTICLE 8- SENIORITY..........................................................................................4-6
8A-DEFINITION OF SENIORITY..................................................................4
8B- BREAKS IN SENIORITY ...........................................................................4
8C-ADJUSTMENTS IN SENIORITY DATES................................................5
8D-APPLICATION OF SENIORITY...........................................................5-6
8E- GENERAL PROVISIONS...........................................................................6
ARTICLE 9- OUTSIDE EMPLOYMENT ................................................................6-7
WPA 2024-2026 Exhibit A
ARTICLE 10 -WORKING OUT OF CLASSIFICATION, ACTING IN CAPACITY, AND
CORPORAL POSITION..............................................................................................7-8
10A-WORKING OUT OF CLASSIFICATION..............................................7
IOB-ACTING IN CAPACITY...........................................................................7
IOC- CORPORAL POSITION.......................................................................7-8
ARTICLE 11 -HOURS OF WORK..........................................................................8-13
11A-WORKDAY.................................................................................................8
11B- MEALS AND BREAKS .............................................................................9
11C-DETECTIVES.............................................................................................9
11D-WORKWEEK.............................................................................................9
11E- SHIFT CHANGES......................................................................................9
11F- SAFETY RELEASE..............................................................................9-10
11G- SHIFT TRADES.......................................................................................10
11H- SHIFT ROTATION............................................................................10-13
11I- ON-CALL DETECTIVE...........................................................................13
11J- OFF-DUTY CONTACTS..........................................................................13
ARTICLE 12-OVERTIME....................................................................................13-14
12A- OVERTIME WORK................................................................................13
12B- CALL-OUTS AND HOLDOVERS...................................................13-14
12C-DUTY-CONNECTED COURT APPEARANCE ..................................14
ARTICLE 13 - TIME OFF IN LIEU OF HOLIDAYS AND HOLIDAY PAY...14-16
13A- SWORN EMPLOYEE ACCRUAL.........................................................14
13B- SWORN EMPLOYEE TIME OFF IN LIEU OF HOLIDAYS............14
13C- COMMUNITY SERVICE OFFICER AND COURT BAILIFF
HOLIDAYPAY...................................................................................................15
WPA 2024-2026 Exhibit A
13D- SWORN AND COMMUNITY SERVICE OFFICER
UTILIZATION....................................................................................................16
13E- TERMINATION OF SWORN AND COMMUNITY SERVICE
OFFICER EMPLOYMENT...............................................................................16
ARTICLE 14-VACATIONS..................................................................................16-19
14A-ACCRUAL RATE.....................................................................................16
14B- UTILIZATION....................................................................................17-18
14C- CANCELLATION OF VACATION.......................................................18
14D- CONVERSION OF VACATION............................................................18
14E- TERMINATION OF EMPLOYMENT..................................................18
ARTICLE 15 - SICK LEAVE ..................................................................................18-20
15A-ACCRUAL...........................................................................................18-19
15B- UTILIZATION..........................................................................................19
15C- SICK LEAVE VERIFICATION.............................................................19
15D-LIMITATIONS AND GENERAL CONDITIONS..........................19-20
15E- CATASTROPHIC LEAVE......................................................................20
15F- INJURY LEAVE.......................................................................................20
ARTICLE 16 - OTHER LEAVES AND LIGHT-DUTY ASSIGNMENTS.........21-23
16A-JURY DUTY..............................................................................................21
16B-VOTING LEAVE......................................................................................21
16C-LEAVE OF ABSENCE WITHOUT PAY..............................................21
16D-FAMILY MEDICAL LEAVE.................................................................21
16E-LIMITED DUTY ASSIGNMENTS...................................................21-22
16F- BEREAVEMENT LEAVE.......................................................................23
16G-MILITARY LEAVE.................................................................................23
ARTICLE17-WAGES.............................................................................................23-24
WPA 2024-2026 Exhibit A
17A-APPENDIX A............................................................................................23
17B-DPSST CERTIFICATION PAY .............................................................24
17C- STEP ADVANCEMENT..........................................................................24
17D-DENIAL OF STEP....................................................................................24
ARTICLE 18 -PREMIUM PAY AND INCENTIVE PAY....................................24-26
18A-MOTORCYCLE PATROL PREMIUM................................................24
18B- CANINE OFFICER PREMIUM.......................................................24-25
18C-MARION COUNTY INTERAGENCY SWAT TEAM PREMIUM...25
18D-FIELD TRAINING OFFICER(FTO) PREMIUM...............................25
18E-LANGUAGE INCENTIVE......................................................................25
18F-DETECTIVES AND SCHOOL RESOURCE OFFICER(SRO)
PREMIUM............................................................................................................25
18G-MOBILE CRISIS RESPONSE TEAM OFFICER ..............................26
18H-PHYSICAL FITNESS INCENTIVE ......................................................26
ARTICLE 19-EXPENSES............................................................................................26
ARTICLE 19A-TUITION REIMBURSEMENT.......................................................27
ARTICLE 20-CLOTHING AND UNIFORM......................................................27-28
ARTICLE 20A-LIABILITY INSURANCE................................................................28
ARTICLE 21 -MANDATORY TRAINING...........................................................28-29
21A- TRAINING DEFINED.............................................................................28
21B- COST OF TRAINING..............................................................................29
21C-PAY FOR TRAINING..............................................................................29
21D- SCHEDULING OF TRAINING..............................................................29
21E- FIREARMS QUALIFICATION .............................................................29
ARTICLE 22-HEALTH INSURANCE AND OTHER BENEFITS ..................29-31
WPA 2024-2026 Exhibit A
22A-MEDICAL.................................................................................................29
22B-VISION.......................................................................................................29
22C-DENTAL....................................................................................................29
22D-FUNDING..................................................................................................30
22E-LIFE INSURANCE...................................................................................30
22F-DOMESTIC PARTNERS.........................................................................30
22G-RETIREMENT...................................................................................30-31
22H- LONG TERM DISABILITY INSURANCE ..........................................31
ARTICLE 23 -PERSONNEL FILE..............................................................................31
23A-FILE REVIEW..........................................................................................31
23B-REMOVAL................................................................................................31
23C-FILE ADDITIONS....................................................................................31
ARTICLE 24 -PROBATIONARY PERIODS.............................................................32
ARTICLE 25-DISCIPLINARY ACTIONS AND PROCEDURES....................32-35
25A-FORMS OF DISCIPLINE INCLUDE....................................................32
25B-DUE PROCESS...................................................................................33-34
25C-PRE-DISCIPLINARY LOUDERMILL HEARINGS...........................34
25D-IMPOSING DISCIPLINE..................................................................34-35
25E- PERSONNEL FILES................................................................................35
25F- OFFICER INVOLVED SHOOTINGS ...................................................35
25G-PAID ADMINISTRATIVE LEAVE.......................................................35
ARTICLE26-FUNDING..............................................................................................35
ARTICLE 26A-DEPARTMENT SEARCHES.....................................................35-36
ARTICLE 27- SUBSTANCE ABUSE POLICY.....................................................36-41
27A-PURPOSE..................................................................................................36
WPA 2024-2026 Exhibit A
27B-APPLICANT DRUG TESTING........................................................36-37
27C-PROHIBITED CONDUCT................................................................37-38
27D-DISCLOSURE OF MEDICATIONS......................................................38
27E- EMPLOYEE TESTING.....................................................................28-39
27F- TESTING PROCEDURES.................................................................39-40
27G- CONSEQUENCES OF VIOLATIONS............................................40-41
ARTICLE 28 - GRIEVANCE PROCEDURE........................................................41-43
28A-DEFINITION............................................................................................41
28B- TIME LIMITS...........................................................................................41
28C-PROCEDURE .....................................................................................41-43
ARTICLE 29 - SAVINGS CLAUSE..............................................................................43
ARTICLE 30-TERM OF AGREEMENT ..................................................................43
APPENDIX A-WAGE SCALE....................................................................................44
APPENDIX B - OFFICER INVOLVED SHOOTING ................................................45
APPENDIX C-INSURANCE INFORMATION.......................................... 46
WPA 2024-2026 Exhibit A
PREAMBLE
This Agreement is agreed to between the City of Woodburn, Oregon, hereinafter called the City,
and the Woodburn Police Association, hereinafter called the Association. This Agreement is
entered into for the purpose of fixing the wage scale, schedule of hours, and conditions of
employment affecting members of the bargaining unit.
The purpose of this Agreement is to set forth the full agreement between the parties on matters
relating to employment relations.
ARTICLE 1 —RECOGNITION
The City recognizes the Association as the sole collective bargaining agent for all regular and
probationary employees employed in job classifications of sworn police officer, non-sworn
community service officer, and court bailiff covered by this Agreement, as listed in Appendix A.
The parties further agree that the classifications of Sergeant, Lieutenant, Deputy Chief, Chief and
Executive Assistant are specifically excluded from the bargaining unit.
Part-time employees shall have all such benefits prorated based FTE status (e.g., 0.50 FTE will
have benefits prorated by 50%); however,part-time employees who are less than 0.50 FTE shall
not be eligible for benefits under Articles 13, 14, 15 and 22.
ARTICLE 2 -ASSOCIATION SECURITY
A. Association Dues: The City agrees to deduct twice each month from the pay of employees
covered by this Agreement as applicable:
1. The Association membership dues, charges, fees and assessments of those
Association members who individually authorize such deductions in writing. Such
authorization shall be terminable upon such notice as is specified in the
authorization.
2. The amounts to be deducted shall be certified to the City by the Treasurer of the
Association, and the aggregate biweekly deductions (not to exceed two pay periods
during any calendar month) for all employees shall be remitted, by Automatic
Clearing House (ACH) transfer as requested by the Association, together with an
itemized statement, to the Treasurer of the Association for the succeeding month
after such deductions are made. Such itemized statement shall also include
annotation as to any new hires or terminations. Notification of new hires shall take
place at the time the first dues payment is to be paid and shall include the
employee's name, Social Security number, mailing address, and job title.
3. Provided the City acts in compliance with the provisions of this Article, the
Association will indemnify, defend, and hold the City harmless against any claims
made and against any suit instituted against the City as a result of the City's
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WPA 2024-2026 Exhibit A
enforcement of the above provisions or as a result of any check-off errors. The City
will make proper adjustments with the employee and the Association for errors as
soon as practicable upon notification from the Association.
B. Bulletin Boards and Use of City Facilities: The City agrees to furnish and maintain a
bulletin board within the Police Department to be used by the Association for the posting of notices
and bulletins related to the Association. The City also agrees to permit the Association to utilize
available City facilities for meetings with employees conducted in accordance with established
City rules applicable to other groups within the community. All requests for use of meeting rooms
within the Police Department must be approved by the Chief of Police or his designee.
C. Association Activities: Except as otherwise provided in the Agreement, during their
working hours, Association members shall not engage in solicitation for membership in the
Association, the collection of fees or dues for the Association, or carry on other business activities
of the Association, provided that this provision shall not prohibit conversations concerning
Association matters which do not interfere with the work and duties of any City employee.
ARTICLE 3 - NON-DISCRIMINATION
The provisions of this Agreement shall be applied equally to all employees in the bargaining unit
without discrimination as to age, marital status, race, color, sex, creed, religion, national origin,
political affiliation or other protected status or activities, in accordance with applicable law.
ARTICLE 4- MANAGEMENT RIGHTS
The City shall retain the exclusive right to exercise the customary rights and functions of
management, including, but not limited to, directing the activities of the Department, determining
the levels of service and methods of operations, including subcontracting and the introduction of
new equipment; the right to hire, layoff, transfer, and promote; to discipline or discharge
probationary employees without limitation and non-probationary employees for just cause; to
determine work schedules and assign work, and any other such right(and function)not specifically
referred to in this Agreement. Management rights, except where abridged by specific provisions
of this Agreement, are not subject to the grievance procedure.
It is further understood and agreed that if the City does not exercise a management right reserved
to it or if the City exercises a management right reserved to it a particular way, such conduct shall
not be deemed a waiver of its right to begin exercising such a right in the future or to exercise such
a right differently in the future. However, nothing in this paragraph shall be considered to be a
waiver by the Association of bargaining rights afforded under the Public Employees Collective
Bargaining Act(PECBA).
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WPA 2024-2026 Exhibit A
ARTICLE 5- STRIKES AND LOCKOUTS
In as much as there are other means,both by law and through this Agreement for the resolution of
disagreements that may from time to time arise, the parties agree as follows:
A. Lockout: During the term of this Agreement, the City shall not, as a result of a dispute
with the Association, deny employment to any employee covered by the terms of this Agreement.
B. Strike: During the term of this Agreement, the Association or its members will not
participate in any strike, slowdown, or work stoppage, including the observance of the picket line
of another labor organization. In the event of a violation of the above by the Association or
members of the bargaining unit, the City may discipline, including discharge, any employee
involved in such prohibited activity on a uniform or selective basis.
ARTICLE 6-ASSOCIATION BUSINESS
A. Association Representatives: The Association agrees to notify the City in writing of all
members selected to serve as official representatives. Employees designated as Association
representatives shall be allowed time off with regular pay for the purpose of representing
employees in disciplinary interviews and attending grievance procedure meetings, when such
meetings occur during the employee's scheduled work hours. In addition, a maximum of two (2)
representatives of the Association will be allowed time off with regular pay to attend negotiation
and mediation sessions that occur during their scheduled work hours.
B. Special Conferences: Special conferences for important matters maybe arranged between
the Association and the City upon mutual agreement of the parties. Such meetings shall be
arranged in advance, and an agenda of matters to be discussed at the meeting shall be presented at
the time the agreement to confer is made. Two(2)official Association members shall be permitted
to attend such conferences without loss of pay to the extent such meetings are scheduled during
on-duty hours of the members so attending.
C. Association Meetings:On duty employees may attend Association Meetings held at
Department facilities no more than six (6) per year and no longer than one (1) hour in duration.
The Association shall give the Department reasonable notice, unless a shorter notice period is
agreed upon, so that an appropriate meeting room can be scheduled. On duty employees attending
Association Meetings shall respond to all calls as directed by a supervisor.
ARTICLE 7 - PERSONNEL MANUAL/CONTRACT
The City agrees to furnish each employee of the bargaining unit with written or electronic copy of
the City HR Rules, Administrative Policies and Procedures, Department Rules and Regulations
and a copy of this contract. The cost of printing and assembling copies of this contract will be
borne by the Association. New employees shall be provided with the above at the time of their
hire. All updates, additions, and/or modifications to the City HR Rules, Administrative Policies
and Procedures, and Department Rules and Regulations shall also be supplied to the Association
in writing at least 14 days prior to implementation. In the event of any conflict between the City
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WPA 2024-2026 Exhibit A
HR Rules, Administrative Policies and Procedures, Department Rules and Regulations and the
contract, the contract governs.
ARTICLE 8— SENIORITY
A. Definition of Seniority: Seniority shall be defined as the length of an employee's unbroken
employment within a classification in the bargaining unit. When two or more employees begin
employment on the same day in a job classification represented by the bargaining unit, seniority
is established upon the order of the first badge issuance based upon the final ranking in the
recruitment process. Probationary employees shall not be considered to have seniority, but shall
be credited with seniority to their first day of employment in the bargaining unit immediately upon
completion of probation.
B. Breaks in Seniority: Except as stated in Section C, below, employees will continue to
accrue seniority unless and until their seniority is broken. Seniority will be broken and the
employment relationship will be severed if any of the following events occur:
1. Voluntary resignation or retirement;
2. Discharge of a regular employee for just cause or a probationary employee "at
will;"
3. Layoff or continuous absence from work due to off-the-job injury/illness for more
than twenty-four (24) month's duration;
3. Failure to notify the Chief of Police or his designee of intent to return to work
pursuant to a recall notice sent by certified mail, return receipt requested,to the last
address provided to the City through personnel records within seven (7) calendar
days of receipt of such notification or ten (10) days of mailing, whichever occurs
later;
4. Failure to report for work immediately upon expiration of an authorized leave of
absence or, in the case of an absence due to off or on-the-job injury/illness, failure
to report for available work within seven (7) days of receipt of notice of a limited
or full medical release to return to work;
6. Absence from work due to an on-the-job injury/illness in accordance with ORS
Chapter 659—Workers' Compensation and Return to Work; or
7. Job abandonment.
Employees who are serving in the military will continue to receive seniority and reinstatement
according to applicable law.
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WPA 2024-2026 Exhibit A
C. Adjustments in Seniority Dates
Employee seniority dates will be adjusted in the following circumstances:
1. Promotions to Positions outside the Bargaining Unit
Employees who are promoted to positions within the Police Department that are
excluded from the bargaining unit, but are returned to bargaining unit positions by
the City return with the seniority they would have accrued had they remained in the
bargaining unit.
2. Leaves of Absence
Employees who are absent from work on a leave of absence will continue to accrue
seniority, provided they are drawing pay (e.g. vacation, holiday or sick leave) and
for up to thirty (30) days following depletion of their paid leave banks. Thereafter,
seniority will no longer accrue. This provision will not be applied to employees
who are designated as being on FMLA, OFLA, Paid Leave Oregon/Paid Family
and Medical Leave Insurance program (PFMLI), military or jury duty leave.
3. Promotion to Police Officer Classification
If an employee in the community service officer classification is promoted to a
police officer position, the employee shall be subject to the standard police officer
probationary period. The transferring employee shall maintain his/her seniority
within the community service officer classification should the employee seek to
bump back from the police officer classification to the community service officer
classification during the police officer probationary period so long as the employee
continues to meet the minimum qualification for the community service officer
position.
D. Application of Seniority
Seniority shall apply to the following employment decisions:
1. Layoff: In the event of a layoff for any reason, bargaining unit employees shall be
laid off as follows: First,probationary employees shall be laid off. If there are no
probationary employees and/or the layoff of regular employees becomes necessary,
such layoffs shall be in the order of lowest seniority first as defined in A and C
above.
2. Recall: Regular employees shall be called back from layoff in inverse order of
layoff. Recall notices shall specify a minimum of ten (10) days from the date of
mailing for the employee to return to work. The City may, however, specify a later
reporting date.
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WPA 2024-2026 Exhibit A
Employees who wish to waive re-employment rights may do so by written
notification to the City.
3. Shift Scheduling: Employees are entitled to use their seniority to bid for shift
preferences in accordance with Article 11, Section G.
4. Vacation Preferences: Employees are entitled to use their seniority to bid for
vacation time off in accordance with Article 14, Section B.
E. General Provisions
1. Seniority Lists: The City shall provide the Association with a seniority list upon
request.
2. Reinstatement of Seniority: If an employee is discharged, grieves the discharge at
arbitration or civil court, prevails and is reinstated, he/she shall receive seniority
credit for the period from discharge to reinstatement. Also, employees returning
from layoff or leave of absence which does not result in a break in seniority as set
forth in Section B, above shall have all previously accrued seniority reinstated
and/or adjusted in accordance with Sections B and C, above.
3. Restoration and Accrual of Benefits: Employees returning from layoff or leave of
absence that does not result in a break in seniority as set forth in Section B, above
shall have all previously accrued unused sick leave, holiday and vacation benefits
restored, but shall not accrue benefits for the period of the layoff or leave of
absence, except for continuation of health insurance premiums as required by
applicable law. In the event an employee suffers a break in seniority before drawing
all accrued sick leave, holiday and vacation benefits, any unused holiday and
vacation benefits will be paid to the employee at the time his/her seniority is broken
and employment is severed, consistent with applicable law.
ARTICLE 9- OUTSIDE EMPLOYMENT
Employees wishing to engage in off-duty employment with another employer must obtain
approval from the Chief by submission of a request in writing for such approval. Likewise,
employees wishing to make a material change in the nature or hours of outside employment
currently approved by the City must obtain approval by submission of a written request for such
approval. Such written requests shall specify the name of the prospective employer, the job title
of the position, a description of the nature of the work to be performed. Upon receipt of such
request, the City shall have the right to contact the prospective employer to independently
determine the nature of the employment being considered. The City shall normally approve or
deny a request for outside employment within seven (7) business days of its receipt.
The Chief may deny a request for approval of outside employment if there is a conflict of interest
or the nature or hours of work required for such employment would interfere with the ability of
the employee to perform required duties, including duties required to be performed outside the
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employee's regular working hours. For purposes of this Article, a conflict of interest shall include
any circumstance where the employee's or overall department effectiveness would or might be
impaired as a result of the public's knowledge of the nature of the outside employment or where
such employment presents legal or other conflicts of interest which could or might interfere with
the employee's effectiveness as a law enforcement officer. When permission to engage in outside
employment is granted, it shall not be construed to in any manner compromise the employee's
obligation to the City to be available for overtime, call-out, and shift change on the same basis as
other employees who work in the same classification. In addition, the employee shall schedule
the outside employment in such a manner so as to have at least eight(8) hours off for rest prior to
the start of each regularly scheduled City shift.
ARTICLE 10—WORKING OUT OF CLASSIFICATION,ACTING IN CAPACITY,AND
CORPORAL POSITION
A. Working out of classification: An employee is working out of classification when the
employee is assigned to fulfill the duties and responsibilities of a classification higher than the
classification the employee currently holds. An employee working out of classification shall
receive a five percent(5%)pay increase to base pay for all hours worked in such assignment.
If neither a Corporal nor a Sergeant is physically on-duty for any part of a patrol shift, an Officer
will be assigned to the duties of a Corporal on that patrol shift and shall receive a five percent(5%)
pay increase to base pay for all hours worked out of class as a Corporal. The supervisor will be
responsible for making the assignment. If an Officer is not assigned, the most senior Officer will
assume the duties of Corporal during the shift.
B. Actin in n Capacity An employee is acting in capacity when the Chief of Police assigns
the duties of a higher classification on a full time continuous basis. Acting in capacity
assignments are typically used when a position is vacant and the assignment will last longer than
two (2)weeks. Acting in capacity assignments are temporary and not intended to be permanent.
An employee formally designated as acting in capacity shall be paid for the duration of the
assignment at their regular rate of pay plus five percent(5%), or at the Step 1 of the higher
classification, whichever is greater. In no case shall the compensation exceed the top step of the
higher paid classification.
C. Corporal Position:
1. An employee selected by the City for the position of Corporal shall be paid an
additional amount equal to five percent (5%) of his/her base pay for each month or
part thereof that the employee holds the position of Corporal.
2. Employees holding the position of Corporal shall function as supervisor in the
absence of the Sergeant.
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3. The Corporal position shall remain part of the bargaining unit represented by the
Woodburn Police Association, and the City specifically agrees that the duties
assigned or performed by Corporals shall not make Corporals supervisors as
defined by the Public Employees Collective Bargaining Act.
4. The term in which an employee successfully performs the duties of Corporal will
be for a period of two years. After the two year period, the incumbent Corporal
may re-apply for consideration; the City will also consider new applicants.
5. The Corporal position will only be open to incumbent Corporals and new
applicants who have completed probation and have at least two years of
experience as a Woodburn Police Officer.
ARTICLE II - HOURS OF WORK
A. Workday: A day is defined as a twenty-four-hour (24-hour)period commencing with
the employee's scheduled shift. A regular workweek for sworn employees shall consist of either
eight(8) consecutive hours per day on a five-day schedule (5-8 schedule)or compressed schedule.
A compressed schedule shall be defined as any workweek which is not a 5-8 schedule. Whether
regular or compressed schedule, workdays shall be consecutive. All sworn employees shall be
assigned a work schedule that complies with the Fair Labor Standards Act (FLSA) requirements,
and as implemented at the sole discretion of the City of Woodburn.
When a twelve hour workday is implemented the parties agree to the adoption of a regular and
recurring 28 day work period (beginning January 1st of each year)pursuant to Section 7 (k) of the
Fair Labor Standards Act, 29 U.S.C. § 207 (k) and the implementation of a twelve (12) hour
workday. Under the existing patrol schedule as of the ratification of this contract, the Workday
and Workweek shall be amended to consist of a consecutive twelve (12) hour workday, and will
provide for a twelve (12) hour work schedule: This schedule shall consist of two (2) consecutive
twelve(12)hour work days followed by two (2)consecutive days off,three(3)consecutive twelve
(12) hour work days followed by two (2) consecutive days off, two (2) consecutive twelve (12)
hour work days followed by three (3) consecutive days off. Day Shift shall be 0600 to 1800
followed by Night Shift from 1800 to 0600.
The provisions of this section shall not apply during the week when a shift rotation occurs.
The City reserves the right to implement or discontinue a compressed workweek schedule and re-
establish a 5-8 work schedule as currently provided after providing fourteen (14) days written
notice, without any further need to bargain concerning the decision or the impacts of the decision
to do so.
All non-sworn employees shall be assigned a regular work schedule consisting of five (5)
consecutive eight-hour (8-hour) workdays with a one-hour (1-hour) unpaid lunch, generally
Monday through Friday, followed by two (2) consecutive days off. At the sole discretion of the
City of Woodburn, non-sworn employees may be assigned a regular work schedule consisting of
four (4) consecutive ten-hour (I 0-hour)workdays, with the same starting time for each day.
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B. Meals and Breaks: Except for court days, training days, and days when traveling outside
the City, employees shall be entitled to two (2) ten (10) minute breaks per workday, and one (1)
thirty (30)-minute meal period per workday. These breaks and meal periods shall be paid time.
Employees working a twelve (12) hour shift shall receive three (3) fifteen (15) minute breaks and
one (1) thirty (30) minute meal period per workday. Employees may combine their daily breaks
at their discretion, subject to operating needs. During the employee's break and meal period, the
employee shall remain on on-duty status and shall be subject to call-out in cases of immediate
need.
C. Detectives: Detectives will work a regular forty (40) hour week. Generally, the schedule
will be based on five (5) consecutive eight-hour (8-hour) workdays with a paid lunch, generally
Monday through Friday. Detectives will be allowed to work a 4/10 schedule at the Chief s option.
If a 4/10 schedule is implemented, the Chief may direct that a 10 hour work schedule be
discontinued at any time during the year. Detectives will be allowed to flex schedules for the
purposes of meeting daily needs for regular scheduled shifts with supervisory approval.
D. Workweek: A normal workweek shall consist of forty(40)hours of work during a seven-
day (7-day) calendar period commencing 0001 Sunday and ending midnight of the following
Saturday. When working a four-twelve (4-12)plan, a norinal workweek shall consist of up to one
hundred seventy-one (171)hours worked in a twenty-eight (28) day work period. When working
an alternate twelve (12) hour shift, the normal workweek shall be as established by the given
schedule and in compliance with the FLSA. For employees assigned to work a four-twelve (4-12)
plan or an alternate twelve(12)hour plan on a regular basis, the City hereby adopts and establishes
a regular, recurring period of work which shall consist of twenty eight (28) days for the police
officers so assigned, in accordance with the Fair Labor Standards Act, Section 7(k). It is
understood, that in earlier negotiations for working 12's, the employees will receive additional
holiday pay as established in Article 13. (Note: Overtime training hours will be paid as per FLSA,
29 USC § 207 (k).
E. Shift Changes: The Department reserves the right to make shift change with seven (7)
calendar days advance notice. Shift changes, including changes due to mandatory training that
occur without seven(7)calendar day prior notification will be subject to the overtime requirements
of Article 12 for the hours worked or in training except for those hours worked, which overlap
with the regularly scheduled shift. If a shift change without seven (7) calendar days prior
notification is the result of another employee's use of sick leave,bereavement leave,administrative
leave,holiday leave taken as a result of a personal emergency, resignation with less than seven(7)
calendar days (actually worked) notice, or absence from work due to a workers' compensation
injury (except for scheduled medical appointments with sufficient notice given to the City), the
schedule change shall, for purposes of overtime payment, be treated as though seven (7) calendar
days prior notification had been given. Employees may voluntarily waive the seven (7) calendar
day notice requirement.
F. Safety Release: Any employee who works sixteen (16) or more hours in a twenty-four
(24) hour period shall receive no less than eight (8) hours off before returning to work. When an
employee who has worked sixteen (16) or more continuous hours and those hours have reached
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the employee's next regularly scheduled shift, the employee shall receive pay at his/her overtime
rate until the employee can be relieved of duty.
In the event that an employee is released from duty as a result of the Safety Release during
normally scheduled hours, the employee must make up those hours by utilizing holiday time,
vacation time or during non-scheduled hours at the employee's discretion and the provisions of
Article 12 and Article 11 Section D do not apply.
G. Shift Trades: Shift trades,which are voluntary between employees, will be allowed when
both employees submit written request twenty-four(24)hours in advance specifying the trade that
is to be made, subject to the following:
1. The request will be initiated by personal contact with a supervisor.
2. No employee will work two shifts without at least eight(8)hours off between said
shifts.
3. City operations and employee safety will not be adversely affected by the shift
trade. When a shift trade occurs, each employee will for pay purposes, be treated
as though he/she worked his/her scheduled shift. However, in the event of a shift
extension, the employee working the extra time off receives the pay for same at
his/her established overtime rate.
4. The employee initiating the trade is responsible to ensure the trade is fulfilled. If
the trade is not fulfilled, it will be considered an unexcused absence.
H. Shift Rotation:
1. Shift Scheduling: When operating under a 5-8 plan the regular shift rotation shall
occur approximately every three (3)months on the Monday of the first full week of
that month beginning in January. The shift scheduling process shall allow the
employee to select two (2) of the four(4) shift schedules (after seven years with the
Department, an employee may select all four shift schedules he or she is to work
during the year), as follows:
a. On or around October 15 of each year, the City shall first post a master
schedule of the anticipated available shifts for each quarter of the year and
the first quarter of the following year, which shall include days and hours
to be worked for each position.
b. Each employee, starting with the employee who has the most seniority, shall
in turn indicate his or her preference as to any two (2) of the four (4) shift
tours that he or she wishes to work among those indicated on the master
schedule that have not been previously selected by more senior employees.
However, any patrol officer who at the time of selection of shifts for the
following year worked twenty(20)or more days in a three-month(3-month)
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shift tour on a shift other than the shift he/she selected as a result of shift
reassignment pursuant to Section G 1 c below, shall select by seniority three
(3) of the four (4) shift tours that he or she will work. Employees shall be
allotted seven (7) days in which to complete the shift bidding process.
C. Within seven (7) days after all employees have made two (2) (or 3, if
applicable) shift tour selections, the City shall, without limits as to its
discretion, schedule the remaining shift tours for each employee so as to
complete the work schedule for the year from the listed shifts.
2. Compressed Workweek Schedule:
a. When operating under a compressed workweek schedule, shift bidding shall
occur on or about October 15th and employees shall have seven (7) days in
which to complete the shift bidding process.
b. Shift rotation while working a compressed workweek schedule will occur
on a quarterly basis as near as possible to the first of the months of January,
April, July, and October. It is understood that this compressed workweek
schedule is based on a no overtime expense to the City by virtue of rotation.
C. Shift scheduling shall occur as follows: Shifts schedules will be posted
along with the vacation bidding schedule under Article 14.b. The City shall
first post a master schedule of the anticipated available shifts for each
quarter of the year, which shall include days and hours to be worked for
each position.
1. Starting with the most senior officer, each officer shall bid either
day shift, overlap shift or night shift for each quarter, one of
which will be a different shift than the other assignments (e.g. 3
day shifts, 1 overlap shift and 1 night shift.)
2. Once each member has bid, the city shall construct the patrol
teams based upon the quarterly seniority bid and operational
needs.
3. Exceptions: With regard to the above procedure, it is recognized that the
scheduling of shifts on the basis of employee preference will not be allowed to
interfere with the City's ability to provide the best and most cost-effective service
to the public. By way of example therefore, the following exceptions to the above
shift scheduling procedures are made:
a. Probationary employees shall not be subject to the provisions of this Section
Gl, above.
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b. Employees assigned to a particular activity that is traditionally associated
with specific work schedules shall not be subject to the provisions of this
Section.
Examples of such assignments include the following:
(1) Investigations/Detectives
(2) Inter-Agency Task Force Assignment
(3) Traffic Detail—Motorcycle Patrol
(4) School Resource Officer
(5) Mobile Crisis Response Team
(6) Canine Unit
(7) Community Service Officer
(8) Community Response Officer
It is further understood and agreed that in the event an employee requests or is
transferred from a specialty assignment to patrol duties during a shift schedule
period, such a change will not trigger an obligation to conduct new shift rotations
or alter current shift preferences made pursuant to Section GI, above. The City
shall assign any such employee a shift for the remainder of the current shift
schedule which is based on operational needs. Officers scheduled to end an
assignment may shift bid with other officers during the normal shift bid process in
anticipation of the end of the assignment.
4. Discontinuance of compressed workweek shifts: Shift rotation in Section G will
not apply to a compressed workweek schedule. Should the Chief of Police direct
that a compressed workweek schedule be discontinued at any time during the year,
a shift bidding process by seniority shall be conducted. The shift bidding shall be
for the remainder of the current calendar year and the balance of the next calendar
year, prior to the annual shift bidding process. The shift bidding shall be
accomplished in accordance with the Section G1 and G3, except that the initial
posting of the schedule for bid shall be not more than sixty (60) days after the
discontinuance of the compressed workweek shift. All non-priority vacations and
time off will be cancelled; the Department will then analyze the impact of shift
bidding on the scheduled priority vacations that are in conflict with a more senior
officer's priority vacation and allowing the re-bidding of that priority vacation at
another time, this will be followed by requests for Vacations and Holidays as
outlined more specifically under Article 14B 1 of the agreement. The parties agree
that seniority bid priority vacations, and vacations cancelled under such a
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circumstance, are the result of shift re-bidding selections by employees and are not
under the control of the City, it is therefore agreed that Article 14 Section C is
waived in this situation.
I. On-Call Detective: Each week, commencing at 0800 hours on Tuesday and ending at
0759 hours the following Tuesday, the City may assign one (1) Detective to "on-call" Detective
status. The rotation schedule for on-call Detective shall be established by the City's Detective
Sergeant with input from the Association members assigned to Detective duty. Requests for
training or personal leave that affect the on-call schedule will be considered in establishing the on-
call rotation. Trading of on-call weeks between Detectives shall be permitted, with advance
approval from the Detective Sergeant or designee. At the end of each on-call week, the Detective
who completed the previous on-call week will be compensated an additional four(4)hours straight
pay. All on-call Detectives must be able to respond to the call-out within one (1) hour of contact.
J. Off-Duty Contacts: All employees, excluding on-call Detectives, who receive telephone
calls or other contacts from the Department regarding work-related matters while off-duty shall be
compensated as follows: If the contact exceeds seven(7) minutes in duration, the employee shall
be compensated a minimum of one-half (1/2) hour or actual time spent on such call at his/her
regular overtime rate of pay, whichever is greater. If the contact takes seven (7) minutes or less,
it will be considered minor and will not be compensated. Employees are responsible for reporting
all contacts of more than seven (7) minutes as time worked.
ARTICLE 12—OVERTIME
A. Overtime Work: As used in this Agreement, overtime shall mean that time an employee
is authorized and directed to work in excess of eight (8) ten (10) hours or twelve (12) hours, as
appropriate, in one or on any day, or in addition to a scheduled forty-hour (40-hour) shift week.
Overtime shall be computed to the nearest quarter (1/4) hour, rounded up. The City has the
unqualified right to require employees to work overtime. If an employee is assigned to a twelve
(12) hour shift, the employee shall receive overtime pay if the employee works more than twelve
(12) hours per day or more than one hundred seventy-one (171) hours in a twenty-eight (28) day
work period.
An employee may elect to be compensated for overtime worked in cash, or by accruing
compensatory time off. Compensatory time shall be earned at one and one-half(1 %) times the
overtime hours worked, converted in 1-hour increments, and shall not exceed a maximum of sixty
(60) total hours during the year (January-November 301h) (non-replenishable). The City will pay
out to each applicable employee any accrued and remaining unused compensatory time with the
second pay check in December. No compensatory time may be carried forward into the following
calendar year.
B. Call-Outs and Holdovers:
1. Selection: The City reserves the right to call out any and all employees based on
Department need or emergency. Shift holdover shall be offered on the basis of
seniority.
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2. Exclusions: Exemptions from Section 1, above shall be the same as those listed
in Article 11, Section G3b.
3. Payment: For sworn employees, time worked that is not in conjunction with a shift
shall be paid at a minimum four (4) hours pay at time and one and one-half(1 '/z)
the employee's regular rate of pay. For non-sworn employees, time worked that is
not in conjunction with a shift shall be paid at a minimum four(4)hours pay at time
and one and one-half(1 1/z) the employee's regular rate of pay. However, call-out
will not be paid for scheduled Departmental meetings, Field Training Officer
(FTO), Corporal and Chief's forum meetings, if the employee is given seven (7)
days written notice of the meetings. Such notice may be delivered to an employee's
Departmental mail box or electronically. If an employee is called out to work and
that call-out is subsequently canceled, the employee shall receive a call-out, unless
such cancellation occurs within ten(10)minutes of the first notification to report to
work.
C. Duty-Connected Court Appearance: A court or administrative appearance in
conjunction with services performed as a Woodburn Police Officer, CSO, or Baillif shall be
considered time worked, and any expenses associated with such appearances shall be
reimbursed. Pay for court or administrative appearances in conjunction with law enforcement
services performed prior to an officer's employment as a Woodburn Police Officer will be
determined by the City on a case-by-case basis. All witness fees, mileage allowance, and related
remuneration paid to the employee for such appearances shall be turned over to the City.
ARTICLE 13 - TIME OFF IN LIEU OF HOLIDAYS AND HOLIDAY PAY
A. Sworn Employee Accrual: Sworn employees will except as provided below for twelve
(12) hour shifts accrue 8.67 hours per month for time off in lieu of holidays. For the purposes of
accrual of time off in lieu of holidays, a "month" shall be defined as including any month during
which a sworn employee is actively working or is on vacation, holiday or other leaves of absence
paid by the City. Time off in lieu of holiday benefits do not accrue during periods that a sworn
employee is on layoff or unpaid leaves of absence, except for FMLA/OFLA/Military Leave. In
the event a sworn employee is on layoff or unpaid leave for part of a month, his/her holiday pay
accrual will be credited for a full month, provided the sworn employee has worked during that
month.
B. Sworn Employee Time Off in Lieu of Holidays: Time off in lieu of holiday, which is
taken by sworn employee, will be charged to the nearest quarter (1/4) hour, to the sworn
employee's accumulated holiday time account. Sworn employees may only accrue a maximum of
one hundred twenty(120)hours of time off in lieu of holidays. Sworn employees will be allowed
to carry over time off in lieu of holidays to a maximum of one hundred twenty (120) hours from
one fiscal year to another. During any month in which a twelve (12) hour shift is implemented,
all sworn employees shall receive thirteen (13) hours of time off in lieu of holiday for that month.
Sworn employees shall have their holiday accumulation increased to one hundred fifty six (156)
hours during the period of time in which a twelve (12) hour shift is implemented. All sworn
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employees actually working twelve (12) hour shifts shall receive fifteen (15)hours of time off in
lieu of holiday for that month. Such sworn employees shall have their holiday accumulation
increased to one hundred eighty(180)hours during the period of time in which a twelve (12)hour
shift is implemented. The sworn employee shall be compensated in cash for all holiday time that
is in excess of their allotted maximum annual accrual at the conclusion of a three (3)month period
ending quarterly. In the event the twelve (12) hour shift is eliminated, employees over the
maximum accumulation set forth in the Collective Bargaining Agreement shall be entitled to carry
over those hours until such time as they have voluntarily reduced those hours to the amount set
forth therein.
C. Community Service Officer and Court Bailiff Holiday Pay:
1. Community Service Officer and Bailiff employees shall have the following paid
holidays:
New Year's Day January 1
Martin Luther King Day Third Monday in January
Presidents Day Third Monday in February
Memorial Day Last Monday in May
Juneteenth June 19
Fourth of July July 4
Labor Day First Monday in September
Veterans Day November 11
Thanksgiving Day Fourth Thursday in November
Day after Thanksgiving Day Friday after the fourth Thursday of
November
Christmas Eve last half of the shift on December 24
Christmas Day December 25
After completion of six(6)months of continuous service, each Community Service
Officer and Bailiff shall be entitled to one (1)floating holiday with pay during each
fiscal year. The floating holiday shall be taken at the option of the Community
Service Officer or Bailiff, subject to the operating requirements of the Department.
Community Service Officers working a 5-8's plan shall receive 8 hours of holiday
pay for the paid holidays. Community Service Officers working a 4-10's plan shall
receive 10 hours of holiday pay for the paid holidays.
2. If a Community Service Officer or Bailiff's scheduled day off falls on an above-
listed holiday, s/he shall be granted a postponed holiday with pay to be taken at
the mutual convenience of the employee and the Department.
If the Community Service Officer or Bailiff is on authorized vacation or sick
leave with pay when a holiday occurs, such holiday shall not be charged against
such leave. Eligible Community Service Officers shall receive one day's pay (8
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hours if on 5-8's; 10 hours if on 4-10's) for each of the holidays listed above on
which they perform no work.
Community Service Officers and Bailiffs required to work on a recognized
holiday shall be compensated in cash for all hours worked on the holiday and one-
and-one-half times (1-1/2) times the established straight-time rate, in addition to
their regular holiday pay. In lieu of holiday premium pay, the City and a
Community Service Officer or Bailiff may agree to an alternative day off with
pay. Such agreement shall be in written form and executed prior to the holiday.
D. Sworn and Community Service Officer Utilization: Holiday time off that is taken in
conjunction with a vacation pursuant to Article 14 shall not be subjected to the following
provisions: Requests for accrued holiday time off shall be in writing and submitted to the on
duty supervisor. Such requests shall be approved or denied within one (1) business day of the
date that the request is received by a supervisor. Holiday time off requests shall not be accepted
by the City during the vacation bidding process under Article 14. The City shall not be required
to approve a holiday time-off request if doing so would require or result in inadequate coverage
or the payment of overtime to another employee.
During the paid holiday listed in C 1 of this Article, the Chief may, at his discretion, close the
Criminal Investigations Unit and require all detectives scheduled to work on the holiday and
assigned to the Unit to either: (1) utilize holiday or vacation time during the period of the closure
or (2) be assigned to the Operations Division during the period of the closure as supplemental
patrol.
E. Termination of Sworn and Community Service Officer Employment: Upon the
termination, resignation or other break in seniority of a regular, non-probationary employee, all
earned but unused holiday time shall be paid at his/her current wage rate.
ARTICLE 14—VACATIONS
A. Accrual Rate: The accrual of vacation for sworn and non-sworn employees shall be as
follows:
Length of Service Monthly Accrual Number of hours Maximum
Accrued Annually Accrual
0-59 months
(0-4 years) 8 hours 96 hours 192 hours
60-119 months
(5-9 years) 11 hours 132 hours 264 hours
120-179 months
(10-14 years) 13 hours 156 hours 312 hours
180-239 months 14 hours 168 hours
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(15-19 years) 336 hours
240-299 months
(20-24 years) 16 hours 192 hours 384 hours
300 +months
(25 +years) 17 hours 204 hours 408 hours
Vacation benefits shall be credited as earned for each month of service, in accordance with A,
above, except that vacation accrued during the first six (6) months of continuous service shall not
be credited as earned vacation until the employee completes the first six (6)months of continuous
service. For the purpose of vacation accrual "month of service" shall be defined as including any
month during which an employee is actively working or is on vacation, holiday or other leaves of
absence paid by the City. Vacation benefits do not accrue during periods that an employee is on
layoff or unpaid leaves of absence. In the event an employee is on layoff or unpaid leave for part
of a month, his/her vacation will be credited for a full month, provided the employee has worked
during that month. For purposes of vacation accrual, the City may credit laterally hired officers
for their years of service worked at their prior agency.
B. Utilization: Any vacation accrued in excess of two(2)times an employee's annual accrual
will be forfeited,provided that in the event an employee is unable due to departmental operational
needs to take a vacation, he or she may request and be granted a waiver in writing so as to allow
for the accrual beyond the above maximum for a specified period. Such waiver period shall
normally not exceed four (4) months in duration.
Bargaining Note: Priority Vacation Bidding. The parties agree to implement the following
procedures outlined below on a trial basis. The parties agree to proceed with the following
priority vacation bidding procedures for the year 2025. At the end of September 2025, the
WPA will determine whether to continue the trial of the priority vacation bidding procedure
on a permanent basis, or revert back to the current practice outlined below. The WPA will
notify the City in writing of its decision to adopt the new procedure as a permanent procedure
no later than September 30, 2025. In the event the WPA does not notify the City of its intent
to permanently adopt the new procedure, the parties agree to revert back to the current past
practice for vacation bidding outlined below.
1. Priority Vacation Bidding. Pursuant to the procedures outlined below, each employee
shall be allowed to bid and sign up for two (2) continuous vacation periods for the
ensuing shift bid year, with the duration of each vacation period not to exceed a total
of three (3) weeks ("priority vacation"). With the approval of the Chief, or designee, a
fourth (41h) week of priority vacation during the first round of bidding will be allowed.
The second round of priority vacation bidding will be limited to three (3)weeks.
Priority vacation bidding will take place on or around October 15th of each year.
Bidding will be conducted within each department team in two successive rounds on
the basis of seniority, with the most senior employee having the first vacation choice
in each selection round.
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For purposes of vacation bidding, SROs will be considered their own team apart from
the detectives' team and will be allowed to schedule priority vacation on the basis of
seniority within their own SRO team and concurrently with the detective's priority
vacation schedule. Effectively, one detective and one SRO will be allowed to take
priority vacation at the same time, as long as minimum staffing requirements are
otherwise met. Additionally, SROs will be allowed to schedule priority vacation during
National Night Out and up to the day of the Fiesta Mexicana Parade. (This paragraph
will survive and become permanent regardless of the trial procedure noted above.)
Employees shall be allotted fourteen (14) days in which to complete the seniority-based vacation
sign-up process and the City shall have fourteen(14)days after its completion in which to approve
or deny the vacation requests, and to accept alternative vacation dates for those denied. During this
process, bumping of bids by seniority will be allowed.
Current Priority Vacation Bidding Procedure — Temporarily Suspended through September 2025
(B (1)— (2)below) Refer to Bargaining Note above:
1. Bidding under a compressed workweek: When the Department is operating on a
compressed workweek, priorit vacation bidding will take place on or around
November 1st of each year with the posting of a team schedule. Bidding will be
conducted within each team on the basis of seniority, with the senior-most officer
having the first vacation choice. Employees shall be allotted eight(8)days in which
to complete the seniority-based vacation sign-up process and the City shall have
fourteen (14) days after its completion in which to approve or deny the vacation
requests, and to accept alternative vacation dates for those denied. During this
process, bumping of bids by seniority will be allowed.
Once priority vacation bidding is completed, non priority vacation and holiday
requests will be accepted based on seniority for one week, seven (7) days, after the
entire priority vacation bid process is complete. Employees will only be able to bid
for time off that each officer has already accrued. The City will then have one
week, seven (7) days, in which to complete the non-priority vacation and holiday
requests. Any holiday or vacation time off requested after this process will be based
on a first come first serve basis. Notwithstanding the above, in the event the City
implements a compressed workweek schedule, the City and Association may agree
to an alternative vacation bidding process. Any such agreement will be confirmed
in writing.
2. Bidding under the Five-Eight (S/8) Plan: When the Department is operating on a
five-eight (518) plan, priority vacation bidding will take place on or around
November 1st of each year. Each employee shall be allowed to sign up for one (1)
continuous vacation period for the ensuing shift bid year. The above-specified
vacation sign-up shall be conducted on the basis of seniority, with the most senior
employee having the first vacation choice. Employees shall indicate their first and
second choice for vacation dates on the bid. Employees shall be allotted eight (8)
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days in which to complete the seniority-based vacation sign-up process and the City
shall have fourteen (14) days after its completion in which to approve or deny the
vacation requests, and to accept alternative vacation dates for those denied.
During this process, bumping of bids by seniority will be allowed.
Vacation Requests Generally. All vacation shall be taken in increments of one (1) hour, or longer.
Requests for vacation in increments of more than two (2) days must be submitted at least ten (10)
calendar days in advance. Requests for vacation increments of two (2) or less days may be
submitted at any time. All non-priority vacation requests shall be approved or denied on a first-
request-received-has-priority basis within three (3) business days of the day of receipt of the
request, but not before the seniority bidding process has been completed for the period in question.
An employee may combine his/her accumulated holiday time with vacation when scheduling
vacation time off.
C. Cancellation of Vacation/Holiday: In the event an employee is involuntarily required to
work during his/her vacation/holiday, he/she shall receive overtime at the applicable rate for all
time worked during the scheduled vacation and shall have the option of receiving vacation pay for
the time involved (for a total of two-and-one-half times the regular hourly rate) or having the
vacation time reinstated to his/her vacation account for use at a later time.
In addition, if an employee's priority vacation is canceled by the City for reasons that are not
beyond the control of the City, and if the employee has made non-refundable deposits that must
thereby be forfeited, he/she shall be eligible for reimbursement subject to the following. At the
time of notification of vacation cancellation, which must be hand-delivered to the employee, the
employee must advise the City of the fact that certain non-refundable deposits may have been
made and the nature of those deposits. Within seventy-two (72) hours of receipt of the notice of
vacation cancellation, the employee must submit appropriate documentation to verify any non-
refundable deposits. The provisions of this section shall not prevent an employee from voluntarily
canceling and/or rescheduling a vacation without the payment of a premium for the time involved.
D. Conversion of Vacation: An employee may make a written request to convert vacation
into sick leave or bereavement leave in circumstances where this is justified. With the Chiefs
approval, authorized vacation time may be converted to sick leave or bereavement leave when the
employee experiences a major illness or injury while on vacation or; while on vacation, an event
occurs in the employee's family where the employee would qualify for bereavement leave.
E. Termination of Employment: Upon the termination,resignation or other break in seniority
of a regular, non-probationary employee, earned but unused vacation time shall be paid at his/her
current wage rate.
ARTICLE 15 - SICK LEAVE
A. Accrual: Sick leave with pay shall accrue at the rate of eight (8) hours, per month of
employment,to a maximum accrual of nine hundred sixty(960)hours. For the purpose of accrual
of paid sick leave benefits, a "month" shall be defined as including any month during which an
employee is actively working or is on vacation,holiday or other leaves of absence paid by the City.
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Paid sick leave benefits do not accrue during periods that an employee is on layoff or unpaid leaves
of absence, except FMLA/OFLA/Military Leave. While an employee is on PFMLI leave, their
sick leave benefits will only continue to accrue if the employee remains under a paid status with
the City.If the employee elects to only receive wages through PFMLI benefits while on a protected
leave, they will not receive ongoing accruals, but instead will have their sick leave bank restored
fully at the time they return to work. In the event an employee is on layoff or unpaid leave for part
of a month, his/her sick leave accrual will be credited for a full month,provided the employee has
worked during that month.
B. Utilization: Sick leave shall be available for the following:
I. Employees may use sick leave when unable to perform their work duties by reason
of illness, off-the-job injury,pregnancy, necessity for medical or dental care, or by
serious illness in their immediate families requiring the presence of the employee,
or any other purpose provided by FMLA, OFLA, (with the exception for time off
to care for a child during school closures for public health emergencies), PFMLI,
or Oregon Sick Leave Law (SB 454).
2. Personal Illness or Injury that is Job Related/Workers' Compensation: Sick leave
payments will be made for the three (3) day waiting period before Worker's
Compensation time-loss benefits begin.
C. Sick Leave Verification: The City may require an employee to submit verification of
eligibility for sick leave from an employee's doctor or health care professional as whenever the
employee's sick leave usage exceeds three (3) consecutive workdays or whenever the City has a
reasonable belief based upon objective and articulable facts that a misuse of sick leave has
occurred. Receipt of verification may be required as a condition of payment. In the event
verification is required, out-of-pocket costs billed by the doctor or health care professional to
obtain the necessary verification shall be paid by the City to the extent such costs are not covered
by insurance. Verification may be required for absences due to illnesses and injuries of the
employee and/or members of his/her immediate family, consistent with applicable law
D. Limitations and General Conditions:
1. New Employ: Sick leave shall not be available for utilization until after the
first ninety (90) days of employment have been completed.
2. Notification: The employee shall notify his or her immediate supervisor in
accordance with procedures that may be established by such supervisor of the need
for sick leave as, soon as possible after his or her knowledge of the need.
3. Appearance in Court: If an employee is required to appear in court during their
scheduled shift on a day that the employee is off on sick leave, the employee shall,
notwithstanding the requirements of Article 11, Hours of Work, and Article 12,
Overtime, not be eligible for extra pay for the first eight (8) hours of the court
appearance. An employee shall not be charged sick leave for the hours worked
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pursuant to this section. If an employee is required to appear in court outside of
their scheduled shift, they will be paid at the overtime rate in accordance with
Article 12.
4. Verification of Medical Limitations: Employees must be able to resume their
normal work duties upon return to work. A doctor's certificate verifying that the
employee is able to resume his or her essential work duties in a manner that does
not threaten his/her safety or the safety of others may be required. The City reserves
the right to require employees to submit verification of medical ability to safely
perform their job duties, as well as confirmation of the precise nature of any
limitations on an employee's ability to safely perform his/her job duties as a
condition of returning the employee to work.
E. Catastrophic Leave: An employee may donate sick leave under the Catastrophic Leave
Program as provided in the City Catastrophic Leave Policy and Procedures. If, during the term
of this Agreement, the City Catastrophic Leave Policy changes to allow employees additional
options for the donation of sick leave or other types of leave, these new provisions of the policy
shall also be applied by the City to Association members.
F. Injury Leave: Employees who sustain an injury or illness compensable under Oregon's
Worker's Compensation laws, and are eligible to receive time loss payments will be paid the
difference between their regular gross wages and injury time loss payments for up to one
thousand forty (1,040)hours per claim, unless state or federal law provides otherwise. These
payments made by the City will be counted as injury leave on payroll records. The employee
shall continue to accrue paid leave and health insurance during this period. PERS will be paid on
injury leave as allowed by PERS. Employees will be allowed to use injury leave to attend health
care provider appointments related to a workers' compensation claim.
After Injury Leave is exhausted, employees shall use available leave for the differential between
the employees' time loss payments and their regular gross wages. Whether employees have
available leave or not an occupationally disabled employee provided they pay their share of the
premium, shall continue to receive health insurance benefits for a period of twenty-four(24)
months from the date of disability, or for the duration of employment, whichever is less. After
the twenty-four (24) month period, employees will be eligible to purchase continued coverage
under the City's health insurance program in accordance with federal and state laws until the
employee returns to work or is terminated. Leave accruals will be pro-rated based on leave
hours used. Employee shall use accrued leave for the purpose of attending health care provider
appointments related to a workers' compensation claim.
If an employee's worker's compensation claim is disputed, and a final decision is issued through
the Workers' Compensation Board or Oregon courts reversing previous determination that an
employee's injury or illness was not compensable, injury leave benefit will be paid and all prior
time charged against an employee's accrued leaves shall be restored to the employee.
If an employee qualifies for Worker's Compensation time loss benefits and is given a light-duty
assignment, the employee shall suffer no loss of pay or benefits and will be paid his/her regular
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pay while on light duty without deduction from his/her sick leave bank in accordance with
Article 16 Section E.
ARTICLE 16 - OTHER LEAVES AND LIGHT-DUTY ASSIGNMENTS
A. Jury Duty: An employee shall continue to receive his/her regular salary for the period of
required services as a juror. All monies received for jury duty, except personal vehicle mileage,
will be surrendered to the City. Employees on jury duty shall be changed to a duty assignment
commencing at 8:00 a.m. and ending at 5:00 p.m. and shall not receive a paid lunch period for the
time served on jury duty. In addition, if the deliberations of the jury extend beyond 5:00 p.m., the
employee shall not be entitled to any overtime pay. Employees will report for work when less
than a normal workday is required by such duty.
B. Votin Leave:eave: When an employee's work schedule is such that he/she would not be able
to vote prior to or after his/her normally scheduled working hours, he/she may be granted a
reasonable time off duty to vote without loss of pay or accrued vacation or sick leave.
C. Leave of Absence Without Pay: It is the expectation of the City that employees will be
judicious in their use of paid leave and that the need for leave without pay will be a rare occurrence.
In the event of exhaustion of vacation, holiday, and sick leave time, the Chief of Police may
authorize leave without pay due to unavoidable absence from work up to thirty(30)days. Requests
for such leaves must be in writing and must establish reasonable justification for the approval by
the City. Leaves of absence without pay for longer than thirty (30) days must be approved by the
City Administrator. Such leave shall not be approved for the purpose of accepting employment
outside the City.
D. Family Medical Leave: The City will comply with the Family Medical Leave Act(FMLA)
and Oregon Family Leave Act (OFLA), and Paid Leave Oregon/Paid Family and Medical Leave
Insurance program (PFMLI). Employees who are absent from work for FMLA or OFLA
qualifying reasons, but who are not eligible to receive sick leave benefits will be paid accrued
holiday pay and/or vacation pay for their absences. In the event an employee does not specify
whether he/she prefers to utilize holiday or vacation pay, holiday pay shall be utilized first, then
vacation pay.
The employee shall continue to receive health, long-term disability and life insurance benefits
during the time the employee is on designated leave under the Family Medical Leave Act(FMLA).
Following the expiration of the FMLA entitlement period, health, long-term disability, and life
insurance benefits will continue to be paid by the City, provided that the employee continues to
have leave hours charged against their leave bank (sick, vacation, holiday).
If an employee is on State-approved PFMLI leave, the City will continue the employee's medical
and dental,life, and long-term disability coverage, on the same terms as when the employee began
their leave. Employees remain responsible for paying their share of benefit premiums while on
State-approved PFMLI leave. If the City pays (directly or indirectly, voluntarily or as required by
state or federal law) any part of the employee's share of health or other insurance premium while
the employee is on leave, it is agreed that the City may later deduct from an employee's pay the
employee's share of premiums paid by the City. Once the employee returns from PFMLI leave,
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deductions may be made up to 10 percent of the employee's gross pay each pay period until the
health or other insurance premium amounts paid by the City are repaid.
For purposes of calculating FMLA, OFLA, and/or PFMLI leave, the PFMLI rules for "forward-
looking"benefit year calculations will apply. Under this method, the benefit year will be the 12-
month period beginning on the Sunday immediately before the date on which the leave
commences. For purposes of aligning the FMLA benefit year with OFLA and PFMLI rules, the
City will reset the FMLA benefit year on January 1, 2024, so that three leave programs will follow
a"rolling" calculation method.
E. Limited Duty Assignments: When an officer who is recovering from an injury or illness
compensable under Workers' Compensation is certified as fit for limited or light-duty but not full
duty, the City shall provide light-duty employment subject to the following limitations and
conditions:
1. The maximum duration of such employment shall be six (6) months from date of
release unless the parties agree to extend the assignment.
2. Pay for such position shall be as follows:
a. The employee shall receive one hundred percent (100%) of his or her
regular rate including incentive pay, but not including pay for premium
assignments.
b. There shall be no charge to the employee's sick leave, holiday or
vacation pay banks for the time spent working in a limited-duty
capacity. Paid leave time, including sick leave, shall however, continue
to accrue and be available to employees while on a limited-duty
assignment. During the time an employee is on light-duty, sick leave,
holiday in lieu of pay and vacation pay will accrue at the employee's
regular rate. However, employees who utilize sick leave, holiday or
vacation pay during a light-duty assignment will be paid at the rate
applicable under Section E 2(a), above.
3. The City may assign an employee who is on a light-duty assignment to a different
shift without regard to seniority or shift bidding preferences. When it is practical
to do so, the City shall also modify the work schedule of limited-duty employees
so as to allow the employee to participate in physical therapy and attend medical
appointments.
4. The officer must be able to work in the evidence room, take phone inquiries, and
conduct background checks/investigations by phone, do filing and perform various
other office tasks in order to qualify for the light-duty position.
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5. The City may require a medical verification of the employee's ability to safely
perform the light-duty duties described in subsection 4, above, as a condition to
placing an employee in a light duty assignment. The City shall have the right to
obtain a second medical opinion at its own expense in order to verify any medical
opinion it has received from the employee's physician.
6. Light-duty work shall not be offered to an officer who is unable to perform his/her
regular job duties as a result of his/her misconduct.
7. Light-duty work may be offered to officers injured off-the-job or for medical
conditions, subject to Department approval.
F. Bereavement Leave:
1. In the event of a death in the employee's immediate family, an employee shall be
granted a leave of absence of up to five (5) shifts per occurrence without loss of
pay. The amount of bereavement leave granted (not to exceed five
(5) shifts per occurrence) shall be reasonably appropriate and necessary under all
the circumstances.
2. Immediate family is defined as spouse, domestic partner, parent, grandparents,
child(ren), step-child(ren), brother, sister, father-in-law, mother-in-law, or other
relative living in the employee's household.
3. This leave shall be separate from sick leave and shall not accumulate from year to
year. Additional unpaid bereavement leave may be available to qualifying
employees under the Oregon Family Medical Leave Act(OFLA). Employees may
use accrued leave while using bereavement leave that is not City-paid. City-paid
bereavement leave runs concurrently with OFLA.
4. In the event of a death of a co-worker, employees may request and be granted
vacation leave or other mutually agreeable time off to attend the funeral. In
instances where the essential work of the City would be seriously handicapped by
the temporary absence of a group of employees in a division, the City may set a
reasonable limit on the number of employees that are to receive such leave.
5. In the event that the City of Woodburn revises the Bereavement Leave section of
the City HR Rules during the term of this Agreement so that the bereavement
benefits to employees are increased, the increase bereavement benefits shall also
be given by the City to Association members.
G. Military Leave: Military leave shall be granted in accordance with federal and state law.
ARTICLE 17-WAGES
A. Appendix A: Wages covered by this Agreement shall be in accordance with the schedule
set forth in Appendix A.
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Effective and retroactive to June 23, 2024, the City shall increase the wages of all members as
reflected in Appendix A by five percent, (5%).
Effective June 29, 2025,the City shall increase the wages of all members as reflected in Appendix
A by four and one-half percent percent (4.5%).
As set forth in the Wage Schedule contained in Appendix A, sworn employees, Community
Service Officers, and Court Bailiffs are eligible for a four percent (4%) longevity step increase
upon completion of ten (10)years of service (reflected as Step 9/Longevity 1 in the Police Officer
Wage Schedule in Appendix A), are eligible for an additional two percent (2%) longevity step
increase, for a total of six percent(6%), upon completion of fifteen(15)years of service (reflected
as Step 10/Longevity 2 in the Police Officer Wage Schedule in Appendix A), and are eligible for
an additional two percent (2%) longevity step increase, for a total of eight percent (8%), upon
completion of twenty (20)years of service (reflected as Step 1 l/Longevity 3 in the Police Officer
Wage Schedule in Appendix A).
B. DPSST Certification Pay: Employees shall receive the following pay for maintaining
intermediate and advanced certificates:
Police Officer Intermediate certificate (five percent(5%) monthly base salary)
Police Officer Advanced certificate (ten percent(10%) monthly base salary)
The City will continue to provide forty (40) hours of training per year. If possible, the City will
offer training that satisfies DPSST standards. In the event the City provided training does not
satisfy DPSST standards due to content or required hours, or in the event employees are not
available when City training is offered, training shall be obtained by the employee on employee's
own time and at employee's own expense. Such expenses shall not be reimbursed by the City.
Employees who fail to maintain their certification will be subject to demotion, or in the event of
loss of basic DPSST certification, termination.
C. Step Advancement: Employees are eligible for Step advancement following completion
of twelve (12) months of service at the prior Step, subject to Department approval and the salary
schedule.
D. Denial of Step: If a Step advancement as provided for in this Article is to be denied, the
employee shall be given notice of such denial in writing. The notice of denial must also state the
reason for the step denial and,where applicable, specify the standards that must be achieved before
the step increase will be granted.
ARTICLE 18- PREMIUM AND INCENTIVE PAY
Employees are eligible for the following premium and incentive pay:
A. Motorcycle Patrol Premium: Any officer assigned to motorcycle patrol shall receive seven
percent (7%) of hourly base pay premium while so assigned.
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B. Canine Officer Premium: Canine Officer and dog training activities shall be conducted
primarily on-duty. Canine Officers accept and may resign from the position voluntarily.
Acceptance of the assignment is based upon willingness to care for the animal off-duty as a family
pet. Employees who serve as Canine Officers shall not receive overtime wages for off-duty care
of the animal as a family pet.
The parties intend to compensate for the off-duty care,feeding, grooming,bathing, exercising, and
kennel cleaning and maintenance time. In order to compensate the Canine Officer for weekly
kennel cleaning, maintenance time, and weekly training time, the Canine Officer shall receive
seven percent (7%) hourly base pay premium. The parties agree that this pay differential fully
compensates the Canine Officer for the amount of time required to perform these activities. Off
duty training will considered hours worked and will be subject to the 28/day, 171 hour FLSA
standard.
The parties agree that commuting to work with the dog does not constitute "hours of work" solely
because the dog is in the vehicle. Canine Officers shall be entitled to a call back premium when
duty concerns emergency care of their animal, consistent with Article 12.B.
C. Marion County Interagency SWAT Team Premium: Any officer assigned to the Marion
County Interagency SWAT Team shall receive premium pay in an amount equal to three percent
(3%) of hourly base pay while assigned to the Marion County Interagency SWAT Team.
D. Field Training Officer (FTO) Premium: Effective on the second pay period after
ratification, Officers assigned by the Chief or designee as an FTO shall receive a ten percent(10%)
hourly base pay premium for all hours actively engaged in FTO duties, including all hours actively
spent/assigned/coaching a Phase Zero recruit. This applies to sworn officers and Community
Services Officers. Other Officers assigned to provide FTO-Phase Zero Coaching (Non-FTO
Assigned Officers), shall receive a five (5%) percent hourly base-pay premium for all hours
actively engaged in Coaching duties.
E. Language Incentive: Any sworn officer, Community Service Officer or Court Bailiff
(henceforth "officers" for purposes of this Language Incentive) demonstrating oral proficiency in
the Spanish or Russian languages shall receive a seven percent (7%) base pay hourly language
incentive. The City is to determine the level of proficiency required and the manner of testing that
proficiency. Newly hired officers shall be eligible to receive language incentive pay upon
successful completion of testing administered by the City Human Resources Department. Any
officer whose oral skills are not sufficient to pass the language testing exam but whose shills are
deemed sufficient to utilize on the street shall receive two and one-half percent (2.5%) base pay
hourly incentive. Sufficiency shall be determined by the Chief or his designee. Maximum
language incentive shall be limited to seven percent (7%) for employees who have been certified
to have multiple language proficiencies.
Testing for language skills shall not be unreasonably delayed and the City reserves the right to
expand the language incentive program to include other languages as operational needs of the City
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WPA 2024-2026 Exhibit A
change over time. Recertification for officers who are receiving the two and one-half percent
(2.5%)base pay hourly incentive will occur every two (2)years.
F. Detectives, CRO, and School Resource Officer (SRO) Premium: Officers regularly
assigned as Detectives, CROs or SROs shall receive an additional seven percent (7%) of hourly
base pay for the duration of the assignment.
G. Mobile Crisis Response Team Officer: An Officer appointed by the Chief and assigned as
a member of the Mobile Crisis Response Team (MCRT) shall receive a premium of five percent
(5%) for the duration of the assignment.
H. Physical Fitness Incentive & Wellness:
1. Wellness Plan: Employees are eligible and may choose to participate in any
Wellness Plan offered by the City. Upon ratification, employees may participate
in on-duty workouts/exercise during their shift with supervisor approval and
without incurring a loss in pay. On-duty workouts/exercise will be approved upon
request with supervisor discretion subject to staffing levels and shift needs. Report
writing, calls for service, and meal breaks will have priority over any on-duty
workout/exercise time. The City has drafted Policy 1032, which the City intends
to implement by year-end, 2024.
2. Establishment of Fitness Incentive: Recognizing that physical fitness is beneficial
to the health and well-being of employees, in addition to lowering the potential
cost of health care and work related injuries, a physical fitness incentive is
established by this Article.
3. Opportunity to Take the 4-Minute Row Evaluation: Employees will be provided
the opportunity to participate in the 4-Minute Row Evaluation. The department
will provide four(4) opportunities during the first quarter of each calendar year. A
member of the sworn command staff must be present during the test. Participation
in the 4-Minute Row Evaluation is voluntary and will be conducted during the
employee's "off duty" time. If on protected leave during testing period, the
employee will be given one opportunity to take the test upon return from protected
leave. If the employee passes, the employee will receive the incentive for the
calendar year.
4. Physical Fitness Incentive: The following percentage scores will be calculated
utilizing the Texas Department of Public Safety 4-Minute Fitness Test Chart
found online. Employees who score 60-69%will receive $150, employees who
score 70-74% will receive $300, and employees who score 75% or higher will
receive $450 as a physical fitness incentive for the calendar year during which the
4-Minute Row Evaluation was administered. Employees are eligible to receive
the physical fitness incentive in future calendar years when they meet the listed
standard in future 4-Minute Row Evaluations.
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5. Employees Who Do Not Qualify: Employees who take the 4-Minute Row
Evaluation, but do not meet the above standards, will not be deemed "physically
unfit for duty" or be negatively treated by the Department.
6. Employees Who Fail to Participate: Employees who do not take the 4-Minute Row
Evaluation shall not be negatively treated by the Department.
I. Education Incentive: Effective on the second pay period after ratification, the City shall
pay an incentive of two percent (2%) of an employee's base hourly rate for hours worked in the
pay period for an employee holding an Associate's degree from an accredited college or university,
or at least 90 credit hours. The City shall pay an incentive of four percent (4%) of an employee's
base hourly rate for hours worked in the pay period to an employee holding a Bachelor's degree
from an accredited college or university. Education incentives are not cumulative. If an employee
holds both an Associate's degree and a Bachelor's degree, the employee will receive a total
education incentive of four percent(4%). To obtain this incentive employees must provide Human
Resources with proof of degree or certified transcripts.
J. Aquatic Center: Employees shall receive free access to Woodburn Aquatic Center.
ARTICLE 19—EXPENSES
Employees will be allowed use of a City vehicle, if available, as needed, to conduct City business
or for approved trainings. When an employee is permitted by the Chief of Police or designee to
use a personal vehicle to travel for City business or approved trainings, the employee shall be
reimbursed at the then-effective IRS rate. When an employee's duties require the employee to
travel outside of City limits,the City will reimburse the employee for the cost of lodging and meals
in accordance with City travel policy. Employees traveling to conduct City business or for
approved training shall be considered on-duty and time spent traveling will be considered hours
worked and all travel time shall be paid by the City. When two or more employees travel together
by car to drive to conduct City business or for approved training, all occupants in the vehicle will
be considered on-duty and time spent traveling will be considered hours worked and shall be paid
by the City.
ARTICLE 19A- TUITION REIMBURSEMENT
The City of Woodburn may reimburse an employee for up to 50% of the amount of tuition for
courses approved by the City Administrator which are deemed directly applicable and beneficial
to City goals and objectives. The tuition reimbursement policy will be limited by budgetary
resources within the Department and will follow the following guidelines:
1. The City may reimburse an employee for the amount of tuition for approved courses
conducted outside the employee's regular working hours,provided the employee has
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made application for approval to the City Administrator at least ten days prior to the
registration for such course.
2. Course work eligible for reimbursement must be completed at a college or university
holding statewide accreditation.
3. Attendance at job-related courses which are only offered during regular working hours
may be approved by the Department Director and the City Administrator subject to the
operating requirements of the Department. If the course is approved, leave of absences
without pay or vacation time, or other paid leave time other than sick leave may be used
by the employee.
4. Reimbursement will not include the cost of travel, books, materials, or other ancillary
costs. Reimbursement will be limited to a maximum of six (6) units per semester.
5. Reimbursement will be provided upon showing of a successful completion of course-
work- (i.e., a copy of report card or transcript, and a receipt, cancelled check, or other
proof that registration has been paid by the employee).
6. Employee will be reimbursed 50% of tuition cost when course-work is completed with an
"A" or "B" grade. Tuition will be reimbursed at only 40 % for course-work completed
with a"C" grade. There will be no reimbursement for courses completed with a"D" or
for failed courses. Tuition reimbursement is subject to all IRS rules.
7. Employees will be obligated, when deemed applicable, to share the benefit of their
education and training with other City employees.
ARTICLE 20— CLOTHING AND UNIFORM
If an employee is required to wear a uniform, the City shall furnish such uniform to the employee.
The City shall pay the cost of the unifonn. For sworn employees, the uniform shall include body
armor, leather, weapon and other such equipment as issued by the Department. The City may
approve alternative weapons and leather,or equivalent,which the employee shall provide at his/her
own expense. Effective July 1, 2024 through June 30, 2026, the City will provide a patrol gear
allowance to sworn uniformed employees, on an actual reimbursement basis, up to the amount of
$200. Body armor shall be replaced in accordance with the manufacture's recommendation. The
City shall replace all irreparably damaged or stolen equipment issued to employees.
The City will provide to all non-probationary patrol officers a winter jacket with a liner option for
uniforms with appropriate waist-length rain jackets for patrol.
The City will provide a boot allowance to uniformed employees, both sworn and non-sworn, in
the amount of$250 per year.
The City will provide a clothing allowance for employees for approved clothing while assigned
to plain clothes duty, on an actual reimbursement basis, not to exceed$750 per year. Approved
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clothing is limited to professional business attire as specified by the Chief of Police, such as
suits, sport coats, dress trousers/pants, dress shirts/blouses, ties, dress belts and dress shoes.
Sworn employees assigned to the Criminal Investigations Unit and the School Resource Officer
program are eligible for the plain clothes allowance.
The Chief of Police may expand the assignments eligible for the plain clothes allowance. In
December of each calendar year, eligible sworn employees will be paid a cash clothing
allowance prorated for the number of full months served in said assignment during that calendar
year. The City will follow IRS Regulations regarding clothing allowance as a taxable fringe
benefit.
If through no negligence or their own, an employee loses or damages lenses, frames or hearing
aids in the course of their on-duty conduct, the City shall reimburse the employee for the cost of
replacement frames, lenses and/or hearing aids.
ARTICLE 20A—LIABILITY INSURANCE
A. The City shall continue to cover employees during the term of this Agreement with no less
on-the-job liability protection than is currently in effect.
B. A copy of the liability insurance policy will be provided to the Association by the City at
the beginning of each fiscal year, or whenever any change occurs in the coverage or the carrier.
C. Legal Defense Plan: The City will contribute towards the PORAC Legal Defense Plan that
provides each employee with an attorney as a direct result of criminal charges or a criminal
investigation arising out of the employee's performance of his/her duties as an employee.
a. Effective July 1, 2024,the City will contribute the cut-rent contribution for Plan II coverage
not to exceed $7.00 per month for each employee, paid by quarterly reimbursement of
invoice provided by the Association for the "PORAC"Plan.
b. The Association will provide a complete legal defense plan description to the City and
written notice to the City of any changes to the plan description. Substantive changes in
plan benefits may be subject to notice and bargaining under ORS 243.698.
c. The City recognizes that it is not entitled to the work product of the attorneys involved in
this program. The City recognizes there exists an attorney client privilege between the
attorney and employee.
ARTICLE 21 - MANDATORY OR APPROVED TRAINING
A. Training Defined: The kinds of training that may be conducted pursuant to the provisions
of this Article shall include such activities as DPSST approved classes, college-level instruction,
firearms qualification, and instruction as to departmental methods or procedures or training
opportunities approved by the Chief of Police.
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The City agrees to meet and confer with the Association with respect to the selection and
scheduling of mandatory training activities.
B. Cost of Training: The City shall pay all costs of mandatory training.
C. Pay for Training: Notwithstanding other provisions of this Agreement and to the extent
permitted by law, the City shall have the right to pay employees at their straight-time hourly rate
for training activities that the employee is required to attend which do not fall within the
employee's regularly scheduled hours of work. This equates to eleven (11) hours per month on a
forty (40) hour work week, three (3) hours per month on a one-hundred-seventy-one (171) hour
per twenty-eight (28) day work cycle or as allowed by FLSA.
D. Scheduling of Training: The City may alter the regular shift schedules to enable an
employee to attend non-mandatory training outside his/her regular work schedule without
incurring overtime obligations for that employee, as a condition of approving attendance at such
training. Shift changes for that employee are not subject to advance notice of shift scheduling.
Employees attending non-mandatory training will, however, be given at least eight (8) hours off
duty between shifts.
Also, when a particular class or training activity is to be offered at two or more different times,
and when there is a choice between scheduling an employee to attend the training during his/her
regular work hours or outside his/her regular work hours, the employee shall, to the extent
permitted by the City's reasonable operating needs, be scheduled to participate in the training
during his/her regular work hours.
Whenever possible, in-service training, will occur on Tuesdays of the employee's short week and
begin after 0800 hours. This provision excludes training associated with specialty positions, such
as K9, TSU, and CNU.
E. Firearms Qualification: The City shall schedule not less than six(6) opportunities for each
office to practice shooting his/her firearm each year. Included within the above-specified six (6)
opportunities shall be not less than four (4) qualifications. The City shall provide adequate
ammunition to complete all course of fires including tactical and qualifying training regiments.
The City shall also provide training ammunition for officers who wish to qualify with an off duty
or backup weapon, so long as the ammunition is of the caliber stocked by the City.
F, Pay for Travel to/from Training: Employees traveling by any means to conduct City
business or for approved training shall be considered on-duty and time spent traveling will be
considered hours worked and all travel time shall be paid by the City. When two or more
employees travel together by car to drive to conduct City business or for approved training, all
occupants in the vehicle will be considered on-duty and time spent traveling will be considered
hours worked and shall be paid by the City.
ARTICLE 22—HEALTH INSURANCE AND OTHER BENEFITS
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A. Medical: The City shall provide to both sworn and non-sworn employees medical and
prescription coverage through City County Insurance Services (CIS) the Regence Plan -Copay
ERx 7 or the Kaiser Medical Plan B w/Rx care.
B. Vision: The City shall provide vision coverage to both sworn and non-sworn
employees the VSP for Regence participants and Kaiser Vision for Kaiser participants.
C. Dental: The City shall provide dental coverage to both sworn and non-sworn
employees through CIS ODS II, Willamette Dental, or the Kaiser Dental Plan.
D. Funding:
I. (a) The premium insurance share for both sworn and non-sworn employees shall
be ninety-five percent(95%) employer paid and five percent(5%) employee paid
for the participant's medical/vision/dental benefits package. For Bailiff
employees, the City's employer-paid contribution to their medical plan premiums
shall be prorated based on the budgeted FTE of the position.
(b) If an employee splits participation in medical and dental plans (i.e., Regence
Medical with Kaiser Dental or Kaiser Medical with Regence Dental), the City
will determine which premium share is applicable based upon the employee's
medical plan choice (i.e., Regence Medical with Kaiser Dental yields the Regence
premium share; Kaiser Medical with Regence Dental yields the Kaiser premium
share).
Monthly premiums and cost coverage level for the health insurance for January 1, 2025
to December 31, 2025 can be found in Appendix C.
2. Opt-Out: All employees regularly scheduled to work 20 or more hours per week
are required to participate in the health insurance program unless the employee
can prove they have attained medical insurance coverage via an alternative means.
In which case, employees may opt out of the Plan and receive a $100.00/month
taxable incentive from the City (starting January 1, 2025). In order for the City to
offer the opt-out incentive, the following must apply:
(a) The employee and dependents must be enrolled in another employer's group
health plan (e.g. a spouse's employer group plan) that provides minimum
essential health coverage as required by the Affordable Care Act, and the
employee shall provide documentation of such enrollment upon each annual
opt-out election and upon City request. Minimum essential coverage does not
include coverage through Oregon Health Plan, a Student Health Plan, or
coverage bought on the individual market. This option also does not apply if
the City-sponsored medical plan would otherwise be primary to Medicare,
TRICARE, or other federal, state, or tribal subsidized health insurance
program (federal rules do not allow employers to provide financial or other
benefits incentives to Medicare or TRICARE beneficiaries to opt-out of an
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employer-sponsored medical plan that would otherwise be primary to
Medicare or TRICARE).
(b) The City will randomly audit employees who opt out of the City medical
insurance program. Any employee who has opted out of the program and does
not have and/or maintain group coverage will be required to pay back any
incentive pay they have received for the entire contract period regardless of
when their coverage ceased.
E. Life Insurance: For the duration of this Agreement, the City shall provide the
following:
1. A life insurance policy equivalent to current base wage with twenty-four (24)
hour term life and accidental death and dismemberment policy.
2. A $10,000 on-duty life policy is in addition to the above.
3. A $1,000 twenty-four (24)hour life double-indemnity accidental death and
dismemberment policy.
F. Domestic Partners: For purposes of this Article, where insurance benefits are extended
to "spouses," domestic partner shall be considered a spouse. A domestic partner is defined as an
individual of the same sex as the employee who lives with the employee and has fulfilled the
requirements contained in and completed the "Affidavit of Domestic Partnership" form which is
available from Human resources. Domestic partners that have fulfilled the requirements set forth
in this form will be eligible for all benefit insurance options available to "spouses" as limited by
carrier contracts. Employees are obligated to promptly notify the Chief of Police when domestic
relationships begin and end.
G. Retirement: PERS — During the life of this Agreement, the City agrees to continue to
participate in the Public Employees' Retirement System, which includes crediting of accumulated
sick leave toward improved retirement benefits. Effective October 1, 2008, the City shall pick up,
assume, or pay the employee's contribution required by law to PERS subject to the Oregon
Administrative Rules pursuant to PERS statutes.
OPSRP—During the life of this Agreement,the City agrees to continue to participate in the Oregon
Public Services Retirement Plan (OPSRP) for eligible employees. Effective October 1, 2008, the
City shall pick up, assume, or pay the employee's contribution required by law to OPSRP statutes.
To the extent permitted by Section 414(H-2) of the Internal Revenue Service Code, employee
payroll deductions towards the cost of retirement shall be made on a pre-taxable income basis.
H. Long Term Disability Insurance: The employer will pay LTD to equate to 2/3 base
salary, like current practice for Sergeants. Plan description to be provided to employees upon
request.
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ARTICLE 23 - PERSONNEL FILE
A. File Review: Each employee shall have the right, upon request, to review and obtain at
his/her own expense, copies of the contents of his/her personnel file, exclusive of materials
received prior to the date of his/her employment by the City.
B. Removal: Written reprimands, upon request of the employee, shall be removed from an
employee's personnel file at the end of three (3) years from the date the written reprimand was
issued,provided there are not subsequent concerns of a similar nature or disciplinary action related
to similar conduct during the intervening period of time. All other disciplinary documents shall
become a permanent record in the personnel file.
Documents removed from an employee's personnel file as a result of an employee request will be
placed in a confidential file maintained by the HR Director. Such documents will not be used
against an employee for the purpose of establishing progressive discipline, but may, for a period
of ten (10) years after the document was created, be used in any arbitration and civil proceeding
for the purpose of establishing consistency of disciplinary action, lack of discrimination, the
existence of mitigating circumstances and compliance with legal obligations.
For police officers, all personnel records including but not limited to the personnel file, records of
complaints, and disciplinary actions, shall be retained for ten (10) years after the police officer
leaves the City's employment and provided to other law enforcement agencies that make a request
in accordance with HB 4207,regardless of whether the records have been removed from the police
officer's personnel file.
C. File Additions: Each employee shall have the right to read and sign any written material
of an evaluative nature that is placed in his/her personnel file. This includes merit ratings, written
reprimands, demotions, suspensions, or discharge. Any employee may respond in writing to any
item placed in such personnel file, and said response shall become a part of said file.
Nothing in this Article shall restrict the ability of the Department to evaluate employees based
upon performance.
ARTICLE 24 - PROBATIONARY PERIODS
Probationary periods shall apply to both new employees and employees having received a
promotion. The probationary period shall be eighteen (18) months for all employees new to the
Department; however, when a laterally hired, experienced and police-certified new hire is hired,
such officer's probationary period shall be twelve (12) months. Employees promoted to a higher
classification shall serve a twelve (12) month probationary period. At or prior to the completion
of the probationary period, a new employee may be discharged and a promoted employee may be
restored to his/her former classification without any reason,justification, or cause being shown.
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New employees who are certified and have prior experience may be hired above the Step I rate.
An employee so hired shall be eligible for advancement to the next step on the salary schedule
after completion of probation. Probation may be extended for a maximum period of six months.
The City reserves the right to negotiate directly with potential lateral hires as to expenses to cover
the costs of changing agencies.
ARTICLE 25—DISCIPLINARY ACTIONS AND PROCEDURES
No regular employee shall be disciplined without just cause and due process. For purposes of this
Article, "just cause"shall require that no employee shall receive a written reprimand,be suspended
without pay or terminated without just cause. If a question as to just cause exists, it may be
resolved by submission to binding arbitration pursuant to the provision of Article 27.
The City acknowledges the right of the employee to request a representative of the Association to
be present at any interview where the employee reasonably believes that discipline may result from
the interview.
A. Forms of Discipline Include: Written reprimand, suspension,reassignments or demotions
(which would result in a reduction of wage rate and are attributable to misconduct, violation of
policies or procedures or noncompliance with standards) and termination. Discipline for regular
employees will normally be progressive, however, any level of discipline may be imposed based
on the totality of circumstances and just cause.
Employee evaluations and Command Counseling are not considered to be discipline and are not
subject to the grievance and arbitration procedures set forth in Article 28. Command Counseling
is a less formal means of addressing concerns related to performance, daily operations and
compliance with departmental standards and expectations. Command Counseling is intended to
correct an employee's behavior and provide notice to the employee that the employee's
uncorrected behavior could lead to discipline. Command Counseling will not be placed in an
employee's personnel file, but will be maintained the supervisory files for review for yearly
evaluations. Command Counseling, including any employee rebuttal, will be purged from the
supervisory file after a period of one (1)year from the date of Command Counseling. Nothing in
this Article shall be construed to prevent or inhibit the Chief of Police or superior officers from
discussing and addressing matters pertaining to the operational needs and standards of the
department with employees.
B. Due Process: In the event an employee is under investigation for potential violation of
policy or procedures, noncompliance with Departmental Standards or misconduct which could
reasonably lead to "discipline" as defined in Section A, above, the employee will be granted the
following procedural rights:
1. Disciplinary Interviews and Notice: The employee and a member of the
Association's Executive Board will be given forty-eight(48)hours advance written
notice of intent to interview, except in situations where exigent circumstances exist
to justify lack of notice (such as controlled substance concerns, etc.) Notice to the
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employee will generally be hand delivered. Notice to a member of the Executive
Board may be made electronically. The notice will include: the general nature of
the allegation(s) or concern(s) prompting the interview; the policies and/or
standards potentially violated; and a reminder of his/her right to consult with an
Association representative and to have such a representative present during the
interview. This notice is not, however, required under circumstances of an
investigation involving alleged criminal conduct.
2. Interviews shall take place on City premises or elsewhere upon mutual agreement,
unless an emergency, or special circumstances, exist to justify conducting the
interview elsewhere.
3. The City shall make a reasonable good faith effort to conduct employee interviews
during the employee's regular working hours, except for emergencies or where
interviews can be conducted by telephone.
4. In a non-criminal investigation, the employee may be required to answer any
questions reasonably related to the subject matter under investigation. The
employee may be disciplined for refusing to answer such questions. In an
investigation involving potential criminal conduct, employees who are required to
answer questions related to the potential criminal conduct will be issued a"Garrity"
notice in writing. Such notice will advise the employee that he/she is required to
answer questions related to the potential criminal conduct and will be subject to
discipline for failure to do so. The notice will further advise the employee that the
answers provided in response to this directive will not be used in a subsequent
criminal proceeding.
5. In situations involving the use of deadly force, the employee shall be afforded
reasonable opportunity to consult with an Association representative or attorney
prior to being required to give an oral or written statement about the use of such
deadly force.
6. The employee shall be entitled to such reasonable intermissions as the employee
shall request for personal necessities.
7. All interviews shall be limited in scope to activities, circumstances, events, conduct
or acts which pertain to the incident(s) which are the subject of the investigation.
Nothing in this Section shall prohibit the City from questioning the employee about
information which is developed during the course of the interview or information
related to the employee's understanding of the rule or standard in question and
mitigating or aggravating factors.
8. If the City or Association tape records the interview, a copy of the complete
interview of the employee, noting all recess periods, shall be furnished, upon
request, to either party. If the interviewed employee is subsequently notified of
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potential discipline and any part of any recording is transcribed by the City, the
employee shall be given a copy of the tape prior to his/her due process hearing.
9. Investigations shall be conducted with no unreasonable delay. Disciplinary
interviews and grievance procedure meetings will not be delayed to assure an
employee's choice of a particular Association representative, unless the City has
agreed.
10. Lie Detector Tests: No employee will be compelled to provide polygraph or voice
stress tests.
Command Counseling shall not be considered disciplinary action and shall not be subject to the
provisions of this Article.
C. Pre-DisciplinM Loudermill Hearings: Prior to any discipline being imposed, the
employee shall be given the opportunity to meet with the Chief of Police or his designee,
personally or through an Association representative or attorney, to provide additional evidence
and/or mitigating circumstances related to the disciplinary action being considered. The City will
provide reasonable advance notice of the meeting and will respond to requests for information
related to the conduct leading to the proposed disciplinary action, including requests for copies of
investigation documents, witness statements, tape recordings and other information relied upon as
a basis for the proposed disciplinary action within a reasonable period prior to the meeting,
consistent with PECBA and due process obligations. The City agrees not to decide on the
discipline to be imposed on the employee until after such a meeting.
D. Imposin.g Discipline: Any employee being disciplined will be given official written notice
of the discipline being imposed, including a summary of the factual conclusions; the policy,
procedures, standards violated and/or misconduct that occurred.
The employee and/or Association representative shall, upon request, be furnished with a copy of
the investigation including all witness statements,tape recordings and other materials collected by
the City to impose the discipline.
The City shall complete its investigation into an allegation of misconduct by an employer no later
than six (6) months from the date of the first interview of the subject employee. The City may
extend the completion date for the investigation to a maximum of twelve (12) months from the
date of the first interview of the subject employee, provided that before the extension begins, the
City provides written notice explaining the reason for the extension to the employee and the
employee's association representative.
E. Personnel Files: Disciplinary actions will be placed in employee personnel files and
removed from such files in accordance with Article 23 of this Agreement.
F. Officer Involved Shootings: The Department agrees to comply with the procedure for
officer involved shootings, attached to this Agreement as Appendix B.
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G. Paid Administrative Leave: The Department reserves the right to place an employee on
paid administrative leave pending an administrative and/or criminal investigation. In such a case,
the employee placed on paid administrative leave shall not experience any reduction in pay
including but not limited to incentives or premium pay. Nothing in this section shall be interpreted
to limit or restrict the right of the Department to place the employee on an alternate shift and/or
make a different employee work assignment.
ARTICLE 26—FUNDING
The parties to this Agreement recognize that revenue needed to fund this Agreement must be
approved annually by established budget procedures and, in certain circumstances, by a vote of
the citizens of the City of Woodburn. All compensation provided for by this Agreement is
therefore contingent upon sources of revenue, and where applicable, budget committee and voter
approval. The City will not reduce the compensation specified in this Agreement, because of
budgetary limitations. The City agrees to include in its annual budget request amounts sufficient
to fund the compensation provided in this Agreement. In the event that the City does not receive
the required budget committee or voter approval needed to fund the annual budget, the parties
agree to meet to seek possible alternatives to layoff and service reductions.
ARTICLE 26A- DEPARTMENT SEARCHES
A. The City may conduct searches of City owned lockers, desks or other City property for
the purpose of locating City equipment or City owned property that may be stored therein. In
doing so the City will not be required to have reasonable suspicion or probable cause that the
property or equipment will be found therein,provided that:
1. Section D below does not apply when the City is seeking to retrieve needed
equipment, such as Tasers, Radios and Radio Equipment, Firearms, and Current
Patrol Notebooks.
2. Upon opening the locker, desk or other City owned property, the City shall only
retrieve the item needed, and will not conduct a search of the locker, desk, or
other City property, once the item sought has been located, and the City shall not
open any personally owned containers found in the locker, desk or other City
owned property.
B. An investigative search of City owned lockers, desks or other City property will only be
conducted with the approval of the Chief or designee upon reasonable suspicion that a violation
of policy or procedure has occurred in accordance with applicable law. All other non-assigned
areas (e.g., shared desks, common office space, department vehicles) may be searched by the
City at any time for any reason.
C. Searches under Article 27, Substance Abuse Policy, may also be conducted. Personal
property, such as brief cases, lunch boxes, etc. brought onto City property, as well as lockers,
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may be searched when the City has reasonable suspicion that alcohol or probable cause that
drugs or drug-related paraphernalia may be found.
D. Prior to the search under this Article, notice will be given to the employee who may elect
to be present with an Association representative, provided that the presence does not delay the
search in excess of 45 minutes. In the event the employee is unable to attend or declines to
attend the search, a search will still be conducted in the presence of an Association
representative.
ARTICLE 27- SUBSTANCE ABUSE POLICY
The Woodburn Police Department implements the following Substance Abuse Policy to become
effective upon execution of the Agreement:
A. Purpose:
1. It is the policy of this Department that the critical mission of law enforcement
services justifies maintenance of an alcohol and drug-free work environment
through the use of a reasonable employee drug testing program and the enforcement
of rules prohibiting the consumption of alcohol or use of drugs which interferes
with this mission.
2. The law enforcement profession has several uniquely compelling interests that
justify the use of employee alcohol and drug testing and other reasonable
restrictions designed to produce an alcohol and drug-free working environment.
The public has a right to expect that those who are sworn to protect them are at all
times both physically and mentally prepared to assume these duties.
3. Therefore, in order to ensure the integrity of the Department and to preserve public
trust and confidence in a fit and alcohol/drug-free law enforcement profession, this
Department has adopted the following rules and procedures:
B. Applicant DrugT_ esting:
1. Applicants for employment in the Department shall be required to take a drug test
as a condition of employment during a post-offer/pre-work medical examination.
2. Applicants shall be disqualified from further consideration for employment under
the following circumstances:
a. Refusal to submit to a required drug test, or
b. A confirmed positive drug test indicating drug use prohibited by this policy.
C. Prohibited Conduct:
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The following conduct is strictly prohibited:
I. Buying, selling, consuming, distributing or possessing drugs or alcohol, including
marijuana, during working hours, including rest and meal periods, except in
conjunction with the performance of work duties (confiscated evidence, approved
undercover operations, etc.)
2. Reporting for work or returning to duty under the influence of alcohol or drugs.
For the purposes of this policy, an employee is considered to be "under the
influence" of alcohol if his/her alcohol concentration is .02 BAC or more. Alcohol
concentration levels measuring less than .02 BAC are considered a negative test
result. An employee is considered to be "under the influence" of drugs, if the
employee tests positive for having such substances present in his/her body.
In no event will an employee consume any kind of alcoholic beverages within four
(4)hours of the time he/she is scheduled to report for work. Where an employee is
subject to call-out and he/she has consumed alcoholic beverages within the
preceding eight-hour period, the employee shall be required to advise his or her
supervisor of that fact, the amount and when the alcohol was consumed.
3. Failing to promptly report arrests, convictions and/or plea-bargains for an alcohol
or drug-related criminal offense to the Chief of Police or his/her designee,
irrespective of the jurisdiction where such action was taken.
4. Failing to comply with Department directives regarding enforcement of this Policy,
including but not limited to refusing to promptly submit to required testing; giving
false, diluted or altered samples; obstructing the testing process; failing to comply
with rehabilitation conditions imposed by the Department or rehabilitation
counselors pursuant to Article 7 of this Policy.
5. Failure to disclose use of over-the-counter or prescribed medication containing
controlled substance, as required by Section D, below.
For the purpose of this Policy, "drugs" includes, but is not limited to the following controlled
substances: opiates, cocaine, marijuana (THC), phencyclidine (PCP), amphetamines/
methamphetamines and barbiturates. However, "drugs" does not include prescription and over-
the-counter medications that are lawfully prescribed and used in a manner consistent with a
physician's instructions and/or medication warnings. Marijuana is defined as a controlled
substance for the purpose of this policy,regardless of whether or not the marijuana was distributed
for medical purposes.
Employees who engage in any prohibited conduct will be subject to discipline, including
discharge.
D Disclosure of Medications:
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Employees are responsible for consulting with their physicians and carefully reviewing medication
warnings, including any warnings pertinent to the effects of use of a combination of medications.
Employees who are using over-the-counter or prescribed medications which have any reported
side effects that could reasonably affect their ability to safely perform all essential job duties must
notify their supervisor of the substance taken and its side effects before reporting for work.
Medical verification of ability to safely perform job duties may be required before the employee
is allowed to continue his/her job assignment. Employees are eligible to utilize sick leave benefits
pending receipt of acceptable verification.
Although the use of prescribed and over-the-counter medication as part of a medical treatment
program is not grounds for disciplinary action, failure to fully disclose the use of substances which
could reasonably impair the safe performance of essential job duties; illegally obtaining the
substance or use which is inconsistent with prescriptions or labels will subject an employee to
disciplinary action.
E. Employee Testing:
Employees will be required to undergo drug and/or alcohol testing as a condition of continued
employment in order to ascertain prohibited drug use, as provided below:
1. Reasonable Suspicion. A supervisor may order an employee to immediately submit
to a urinalysis test for drugs and/or a breathalyzer test for alcohol whenever the City
has reasonable suspicion to believe that the employee has violated the provisions
of this Policy concerning reporting to work or being at work"under the influence"
of drugs or alcohol.
"Reasonable suspicion" shall be defined as suspicion based on articulated
observations concerning the appearance, unusual behavior, speech, breath odor,
body symptoms or other reliable indicators that an employee has consumed drugs
and/or alcohol in violation of this Policy.
2. Special Assignments. A drug test shall be considered as a condition of placement
in special assignments within the Department and shall be administered prior to
such assignment where testing is required by the District Attorney. Such
assignments will not be used as a pretense for other types of drug testing.
3. Random. During the one year period, 25% of all persons covered by this Policy
shall be randomly tested for drugs during unannounced times.
a. The Human Resources Director shall determine the timing of such tests.
b. All employees shall have a number controlled by a testing service with
SAMHSA/NIDA certified lab, testing and Medical Review Officer (MRO)
capabilities, which shall be placed in a pool for anonymous random
electronic selection. Each employee shall have an equal chance of being
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selected in each random selection. The City shall conduct up to four (4)
random tests per year.
C. Individuals selected for random testing shall be notified the day the test is
scheduled, preferably within two hours of the scheduled testing.
d. In the event the random testing of any employee is deferred because that
employee is in a leave status (sick, vacation,parental leave, etc.) or on duty
related travel status away from the City, that employee's test may be
deferred. However, any individual whose test is deferred shall be subject
to an unannounced test at any time within the following ninety (90) days.
4. Rehabilitation Treatment: Where testing is required pursuant to Rehabilitation and
Return to Work Agreement imposed by the City or an employee's rehabilitation
counselors, individualized testing may be required as outlined in that Agreement.
Urinalysis testing will be conducted for all types of drug testing and breathalyzer testing
will be conducted for all types of alcohol testing.
F. Testing Procedures:
1. All testing will be conducted at a laboratory certified by the federal DOT and shall
be conducted in accordance with the standards for procedural safeguards and testing
integrity disseminated by the NIDA. All drug tests will be conducted through
collection of a split sample. All positive drug tests will be confirmed by a second
cross confirmatory test from the same sample using GCMS testing methodology
and reviewed by a Medical Review Officer before the test result is reported as
positive.
2. The other sample shall remain at the testing facility in frozen storage for a minimum
of 90 days from the date the test was conducted. This sample shall be made available
to the employee or his attorney, should the original sample result in a legal dispute or
the chain of custody be broken.
3. Whenever there is a reason to believe that the employee may have altered or
substituted the specimen to be provided or the initial test was not determinative, a
second specimen may be obtained immediately, using testing procedures deemed
appropriate by the testing laboratory personnel.
4. If the confirmatory test is positive for the presence of a controlled substance, the
employee will have the option of submitting the split untested sample to a qualified
and certified laboratory of the employee's own choosing.
5. All records pertaining to department required drug and alcohol tests, as well as
compliance with rehabilitation terms shall remain confidential, and shall not be
released, except on a need to know basis, in accordance with applicable law. All
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documents pertaining to testing and test results will be maintained in employee
medical, not personnel, files.
G. Consequences of Violations:
1. Employees who Report Dependencies and Seek Assistance before Committing
Policy Violation—Rehabilitation.
The City encourages employees who have drug and/or alcohol dependencies or think they may
have such dependencies to seek assistance voluntarily. When an employee voluntarily reports
a drug or alcohol dependency to the Chief or his/her designee and seeks assistance before
violating this Policy, that employee will be placed on a leave of absence or adjusted working
hours to allow for in-patient or out-patient rehabilitation treatment as recommended by a
Substance Abuse Professional (SAP).
The employee will not be permitted to work until such time as a Substance Abuse Professional
agrees the employee:
a. Has been evaluated by a Substance Abuse Professional (SAP);
b. If recommended by the SAP, has complied with all rehabilitation/after-care
prescribed; and
C. Has a verified negative drug or alcohol test (as applicable).
In order to return to work for the City, an employee seeking assistance must agree to all
treatment,rehabilitation, after-care and follow-up testing as set forth in a written Rehabilitation
and Return to Work Agreement required by the City. Any employee who violates the terms
of the Agreement is subject to immediate termination.
The time an employee is off work undergoing rehabilitation is unpaid. However, employees
may draw their unused, accumulated sick leave, and/or vacation pay, holiday and
compensatory time. Also, employees who are receiving health insurance coverage will be
eligible for continuation of health insurance benefits with standard City contributions as
required by the Family Medical Leave Act.
2. Employees who Report Dependencies and Seek Treatment after Committing a
Policy Violation.
Employees who notify the City of drug or alcohol dependencies after violating this Policy are
subject to discharge, irrespective of such dependencies.
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The City may however, at its discretion, allow an employee to undergo evaluation and
rehabilitation in lieu of discharge, provided the employee promptly complies with the terms
and conditions set forth in Section HI, above. The City will consider the following factors in
exercising its discretion: the employee's length of service; the employee's work record, in
particular, whether the employee has committed a previous alcohol or drug policy infraction;
the consequences of the violation; any other circumstances offered by the employee that
mitigates against discharge.
It is understood and agreed that the references to discipline and discharge set forth in this Policy
and the Rehabilitation and Return to Work Agreement are not intended to supersede "just
cause" requirements.
ARTICLE 28- GRIEVANCE PROCEDURE
A. Definition: A grievance for the purpose of this Agreement is defined as an alleged violation
of this Agreement.
B. Time Limits: The time limits set forth in this Article shall be modified only by written
agreement signed by the Association and the City. Failure by the City to respond within a specified
time limit shall constitute rejection of the grievance at that step and thereby allow the Association
to proceed to the next step within the applicable time limit. Failure by the Association to file a
grievance or proceed to the next step within the time limit specified in each step shall constitute
termination of the grievance.
For the purpose of this Article, all references to"day"or"days"shall mean business days(Monday
through Friday, excluding holidays).
C. Procedure: In an effort to provide for a peaceful procedure for resolution of disputes, the
parties agree to the following grievance procedure:
Step 1 - Immediate Supervisor: The employee or the Association shall submit the
grievance in writing to the most immediate supervisor outside the bargaining unit within
fifteen (15) days from the occurrence thereof or the employee's knowledge thereof. The
written grievance shall include: 1) a statement of the specific City action or lack of action
which is the cause of the grievance; 2) specific provision(s) of the contract by Article and
Section(s) violated; and 3) remedy sought. The supervisor shall make a written response
to the grievance within ten (10) days.
Step 2 - Chief of Police: If the grievance is not resolved in Step 1, the grievance shall
appealed to the Chief within ten (10) days of the date the response was received from the
employee's immediate supervisor or within ten(10) days of the date that the response was
due if no timely response was received. All appeals must be made in writing. The
immediate supervisor shall forward to the Chief all materials submitted and received
regarding the grievance. The Chief or his designee shall review the materials, conduct
interviews and/or meet with Association representatives as deemed necessary and shall
Woodburn and Woodburn Police Assn. Page 44
CBA Effective 2024-2026
WPA 2024-2026 Exhibit A
issue a written response no later than ten (10) days from the date of receipt of the written
appeal.
Step 3 - City Administrator: If the grievance remains unresolved, the Association may
submit the grievance in writing within ten (10) days of the date of the response was
received, or within ten(10)days of the date that the response was due if no timely response
is received, to the City Administrator by forwarding a copy of all materials submitted or
received at all prior steps to the City Administrator with a cover letter specifying that the
matter is being pursued to the third step. The City Administrator and his/her designee shall
meet with the Association within ten (10) days of receipt of the grievance and shall make
a written response to the grievance within ten (10) days of the meeting.
Step 4 - Arbitration: If the grievance is not resolved and it has been submitted to the City
Administrator in a timely manner, the Association may submit the grievance within fifteen
(15) days of the date the response was received, or within fifteen (15) days of the date that
the response was due if no timely response was received, to the arbitrator in the following
manner.
1. The Association shall serve written notice to the City Administrator of
intent to arbitrate and on the same date request a list of five (5) names from
the Employment Relations Board (ERB). Within seven (7) days of receipt
of the list,the parties shall alternately strike one(1)name from the list,until
only one (1) is left. The one (1) remaining shall be the arbitrator. If the
grievance involves police officer misconduct,the notice will so indicate and
the parties will follow the rules announced pursuant to HB 2930, for
selection of arbitrator.
2. The arbitrator shall render a written decision within a reasonable time. The
powers of the arbitrator shall be limited to interpreting this Agreement and
determining if it has been violated. The arbitrator shall not have the
authority to alter, modify, add to, or detract from the terms of this
Agreement. The decision of the arbitrator, provided it is within the scope
of this Agreement, shall be final and binding on both parties.
Expenses for the arbitrator's services and the proceedings shall be borne equally by the parties.
However, each party shall be completely responsible for the cost of preparing and presenting its
own case, including compensating its own representatives and witnesses. If either party desires a
record of the proceedings, it shall solely bear the cost of producing such a record.
ARTICLE 29- SAVINGS CLAUSE
Should any Article, or portion thereof, of this Agreement be held unlawful or unenforceable by
any court of competent jurisdiction, by ruling by the Employment Relations Board, by statute, or
by constitutional amendment, such ruling shall apply only to the specific Article or portion thereof,
directly specified in the ruling. If such event occurs, the parties will enter into negotiations,
Woodburn and Woodburn Police Assn. Page 45
CBA Effective 2024-2026
WPA 2024-2026 Exhibit A
consistent with ORS 243.702, for the purpose of renegotiating the unlawful or unenforceable
provision.
ARTICLE 30— TERM OF AGREEMENT
This Agreement shall be effective upon the date of ratification,unless otherwise stated herein. The
terms and conditions of the Agreement shall remain in full force and effect through June 30, 2026,
and shall also remain in effect through any negotiations for a successor Agreement. This
Agreement shall not be modified in whole or in part by the parties except by instrument,in writing,
duly executed by both parties.
Executed this day of 12024.
FOR THE CITY FOR THE WPA
Signature Signature
Title Title
Woodburn and Woodburn Police Assn. Page 46
CBA Effective 2024-2026
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APPENDIX B
OFFICER INVOLVED SHOOTING
For officer convenience, the Law Enforcement Use of Deadly Physical Force Response Plan
adopted by the Marion County Use of Deadly Physical Force Planning Authority pursuant to
Senate Bill 111, Oregon Laws 2007 is appended to this Agreement. Because of the existence of
other remedies, the Association and the City agree that Appendix B shall not be subject to
arbitration under the grievance procedure or serve as the basis for any other claim of a violation
of this Agreement.
Woodburn and Woodburn Police Assn.
CBA Effective 2024-2026
APPENDIX C WPA Monthly Premium Exhibit A
Health Insurance Cost by Coverage Level
Janurary 1,2025 to December 31,2025
WPA Monthly Premium
Health Insurance Cost by Coverage Level Employee Employee Employee Employee Employee
January 1,2025-December 31,2025 Only +1 Child +Children +Spouse +Family
Co pay E RX7+VSP+Willamette Dental
Co pay E RX 7 $ 832.09 $ 1.551.38 $ 2,064.15 $ 1,773.01 $ 2,380.79
VSP A 12/12/24) $ 10.53 $ 12.85 $ 22.91 $ 14.71 $ 26.49
Willamette Dental A $ 58.68 $ 89.65 $ 156.40 $ 102.47 $ 180.40
Total Cost $ 901.30 $ 1,653.88 $ 2,243.46 $ 1,890.19 $ 2,587.68
Employee Cost $ 45.07 $ 82.69 $ 112.17 $ 94.51 $ 129.38
Cost to City $ 856.24 $ 1,571.19 $ 2,131.29 $ 1,795.68 $ 2,458.30
Co pay E RX7+VSP+CIS Dental 11 Delta Dental/ODS
Copay E RX 7 $ 832.09 $ 1.551.38 $ 2,064.15 $ 1,773.01 $ 2,360.79
VSP A 12/12/24 $ 10.53 $ 12.85 $ 22.91 $ 14.71 $ 26.49
CIS Dental II(Delta Dental) $ 51.19 $ 77.97 $ 135.72 $ 89.11 $ 156.55
Total Cost $ 893.81 $ 1,642.20 $ 2,222.78 $ 1,876.83 $ 2,563.83
Employee Cost $ 44.89 $ 82.11 $ 111.14 $ 93.84 $ 128.19
Cost to City $ 849.12 $ 1,560.09 $ 2,111.64 $ 1,782,99 $ 2,435.64
Co pay E RX7+VSP+Kaiser Dental
Co pay E RX 7 $ 832.09 $ 1,551.38 $ 2,064.15 $ 1.773.01 $ 2,380.79
VSP A(12112/24) $ 10.53 $ 12.85 $ 22.91 $ 14.71 $ 26.49
Kaiser Dental 11 $ 67.23 $ 103.59 $ 195.25 $ 118.37 $ 225.17
Total Cost $ 909.85 $ 1.667.82 $ 2,282.31 $ 1,906.09 $ 2,632.45
Employee Cost $ 45.49 $ 83.39 $ 114.12 $ 95.30 $ 1 31.62
Cost to City $ 864.36 $ 1,584.43 $ 2,168.19 $ 1,810.79 $ 2'500.63
Employee Employee Employee Employee Employee
Only +1 Child +Children +Spouse +Family
Kaiser Copa B+Kaiser Vision+Willamette Dental
Kaiser Co pay B $ 887.55 $ 1.627.65 $ 2.195.31 $ 1,859.43 $ 2.531.06
Kalser Vision $ 6.76 $ 12.47 $ 16.81 $ 14.26 $ 19.39
Willamette Dental A $ 58.68 $ 89.65 $ 156.40 $ 102.47 $ 180.40
Total Cost $ 952.99 $ 1,729.77 $ 2,368.52 $ 1,976.16 $ 2,730.85
Employee Cost $ 47.65 $ 86.49 $ 118.43 $ 98.81 $ 136.54
Cost to City $ 905.34 1 $ 1,643.28 $ 2,250.09 $ 1,877.35 $ 2,594.31
Kaiser Copa B+Kaiser Vision+ODS Delta Dental II
Kaiser Copa B $ 887.55 $ 1.627.65 $ 2,195.31 $ 1,859.43 $ 2,531.06
Kaiser Vision $ 6.76 $ 12.47 $ 16.81 $ 14.26 $ 19.39
ODS Delta Dental 11 $ 51.19 $ 77.97 $ 135.72 $ 89.11 $ 156.55
Total Cost $ 945.50 $ 1.718.09 $ 2,347.84 $ 1,962.80 $ 2,707.00
Employee Cost $ 47.28 $ 85.90 $ 117.39 $ 98.14 $ 135.35
Cost to City $ 898.23 $ 1,632.19 $ 2,230.45 $ 1,864.66 $ 2,571.65
Kaiser Co pay B+Kaiser Vision+Kaiser Dental
Kaiser Co a B $ 887.55 $ 1,627.65 $ 2,195.31 $ 1,859.43 $ 2,531.06
Kaiser Vision $ 6.76 $ 12.47 $ 16.81 $ 14.26 $ 19.39
Kaiser Dental li $ 67.23 $ 103,59 $ 195.25 $ 118.37 $ 225.17
Total Cost $ 961.54 $ 1,743.71 $ 2,407.37 $ 1,992.06 $ 2,775.62
Em to ee Cost $ 48.08 $ 87.19 $ 120.37 $ 99.60 $ 138.78
Cost to City $ 913.46 $ 1,656.52 $ 2,287.00 $ 1,892.46 $ 2,636.84
APPENDIX C WPA Monthly Premium
Health Insurance Cost by Coverage Level Exhibit A
Janurary 1,2025 to December 31,2025
WPA Monthly Premium-75%FTE
Health Insurance Cost by Coverage Level Employee Employee Employee Employee Employee
January 1,2025-December 31,2025 Only +1 Child +Children +Spouse +Family
Co pay E RX7+VSP+Willamette Dental
Co pay E RX 7 $ 832.09 $ 1.551.38 $ 2,064.15 $ 1,773,01 $ 2,380.79
VSP A 12112/24 $ 10.53 $ 12.85 $ 22.91 $ 14.71 $ 26.49
Willamette Dental A $ 58.68 $ 89.65 $ 156.40 $ 102.47 $ 180.40
Total Cost $ 901.30 1 $ 1.653.88 $ 2,243.46 $ 1,890.19 $ 2,587.68
Employee Cost 5%+25%of employer $ 259.12 $ 475.49 $ 644.99 $ 543.43 $ 743.96
Cost toa $ 684.42 $ 1,178.39 $ 1,603.35 $ 1,347.76 $ 1,887.34
Co pay E RX7+VSP+CIS Dental 11 Delta Dental/ODS
Copay E RX 7 $ 832.09 $ 1,551.38 $ 2,064.15 $ 1,773.01 $ 2,380.79
VSP A 12/12/24 $ 10.53 $ 12.85 $ 22.91 $ 14.71 $ 26.49
CIS Dental 11 Delta Dental $ 51.19 $ 77.97 $ 135.72 $ 89.11 $ 156.55
Total Cost $ 893.81 $ 1,642.20 $ 2,222.76 $ 1,676.83 $ 2,563.83
Employee Cost 5%+25%ofemployer $ 256.97 $ 472,13 $ 639,05 $ 539.59 $ 737,10
Cost toClty $ 636.84 $ 1,170.07 $ 1,583.73 $ 1.337.24 $ 1,826.73
Co pay E RX7+VSP+Kaiser Dental
Co pay E RX 7 $ 832.09 $ 1,551.38 $ 2,064.15 $ 1.773.01 $ 2,380.79
VSP A 12/12/24 $ 10.53 $ 12.85 $ 22.91 $ 14.71 $ 26.49
Kaiser Dental II $ 67.23 $ 103.59 $ 195.25 $ 118.37 $ 225.17
Total Cost $ 909.85 $ 1,667.82 $ 2,282.31 $ 1,906.09 $ 2,632.45
Employee Cost 5%1-25%of employer $ 261.58 $ 479.50 $ 656.16 $ 548.00 $ 756.83
Cost to City $ 648.27 $ 1,188.32 $ 1,626.15 $ 1,358.09 $ 1,875.62
Employee Employee Employee Employee Employee
Only +1 Child +Children +Spouse +Famil
Kaiser Co pay B+Kaiser Vision+Willamette Dental
Kaiser Co a B $ 887.55r$ 1,729.77
7.65 $ 2-195.31 $ 1,859.43 $ 2,531.06
Kaiser Vision $ 6.762.47 $ 16.81 $ 14.26 $ 19.39
Willamette Dental A $ 58.689.65 $ 156.40 $ 102.47 $ 180.40
Total Cost $ 952.99 $ 2,368.52 $ 1,976.16 $ 2,730.85
Employee Cost 5%+25%of employer 5 273,98 9 497.31 $ 680.95. $ 568.15 $ 785A2
Costtoaty $ 679.01 $ 1,232.46 $ 1,687.57 $ 1,408.01 $ 1,945.73
Kaiser Co pay B+Kaiser Vision+ODS Delta Dental II
Kaiser Co pay B $ 887,55 $ 1,627.65 $ 2,195.31 $ 1,859.43 $ 2,531.06
Kaiser Vision $ 6.76 $ 12.47 $ 16.81 $ 14.26 $ 19.39
ODS Delta Dental 11 $ 51.19 $ 77.97 $ 135.72 $ 89.11 $ 156.55
Total Cost $ 945.50 $ 1,716.09 $ 2,347.84 $ 1,962.80 $ 2,707.00
Employee Cost 5%+25%of employer $ 271.83 $ 493.95 $ 675.00 $ 564.31 $ 778.26
Cost to City $ 673.67 $ 1,224.14 $ 1,672.84 $ 1.398.49 $ 1,928.74
Kaiser Co pay B+Kaiser Vision+Kaiser Dental
Kaiser Co a B $ 887.55 $ 1,627.65 $ 2,195.31 $ 1,659.43 $ 2,531.06
Kaiser Vision $ 6.76 $ 12.47 $ 16.81 $ 14.26 $ 19.39
Kaiser Dental 11 $ 67.23 $ 103.59 $ 195.25 $ 118.37 $ 225.17
Total Cost $ 961.54 $ 1,743.71 $ 2,407.37 $ 1,992.06 $ 2,775.62
Employee Cost 5%+25%of employer $ 276.44 $ 501.32 $ 692,12 $ 572.72 $ 797.99
Cost to City $ 685.10 $ 1,242.39 $ 1,715.25 $ 1,419.34 $ 1,977.63