2-260237 Attachment B-Memorandum of Agreement-Fraternal Order of Police.pdf

MEMORANDUM OF AGREEMENT

BY AND BETWEEN

THE CITY OF WICHITAJ KANSAS

AND

FRATERNAL ORDER OF POLICE

LODGE #SJ WICHITAJ KANSAS, INC.

DATE EFFECTIVE: DECEMBER 21, 2024

DATE ENDING: DECEMBER 18, 2026

PREAMBLE

ARTICLE 1

RECOGNITION OF EMPLOYEE ORGANIZATION

Section 1.

Section 2.

Section 3.

Section 4.

ARTICLE2

MANAGEMENT RIGHTS AND RESPONSIBILITIES

Section-1.

Section-2.

Section 3.

Section 4.

Section 5.

ARTICLE3

EMPLOYEE RIGHTS AND RESPONSIBILITIES

Section 1.

Section 2.

ARTICLE4

NONDISCRIMINATION

Section 1.

Section 2.

ARTICLES

STRIKES AND LOCKOUTS

Section.1.

Section 2.

ARTICLE6

HOURS OF WORK AND DUTYSHIFTS

Section 1. Overtime and comp-time.

Section 2.

Section 3. Holidays

Section 4.

Section 5.

Section 6.

Section 7.

Section-8.

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Section 9.

Section 10. Emergency Pay

ARTICLE?

COMPENSATION

Section 1. General Statements Section 2. Rates of Pay.

Section 3. Longevity Pav •.

Section 4. Educational Differential.

Section 5. Specialty Pay Section.6. siand By and/or Call Back.

Section 7. Field Training Officer and Field Training Sergeant Compensation.

Section 8. Court Appearance.

Section 9. Rotation Pay-Shift Differential.

Section 10. Canine Officers

ARTICLES

GHECKOFF AND PAYROLL PROCEDURE

Sectionl.

Section 2.

ARTICLE9

EMPLOYEE BENEFITS AND ALLOWANCES

Section 1. Retirement and Pension Funds.

Section 2. Medical and Hospitalization Insurance.

Section 3. Life Insurance.

Section 4. Wichita Police Benefit Fund Association.

Section 5. Automobile Insurance.

Section 6. Uniforms and Equipment.

Section 7. Travel and Business Expense.

ARTICLE10

LEAVES OF ABSENCE

Section 1. General Statements.

Section 2. Annual Vacation Leave.

Section 3. Sick Leave.

Section 4. Injury Leave.

Section 5. Bereavement Leave.

Section 6. Educational Leave.

Section 7. Professional Conferences and Meetings.

Section 8. JUry Duty.

Section 9. Court Appearance in Official Capacity.

Section 10. Court Appearance in Per5onal Matters.

Section 11. Military Leave.

Section 12. Time Off for F.O.P. Business.

Section 13. Other Leave of Absence.

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Section 14. Maternity and Paternity Leave

ARTICLE 11

SENIORITY

Section 1.

Section 2.

Section 3.

Section 4.

Section 5.

Section 6.

Section 7.

Section 8.

Section 9.

ARTICLE 12

PROMOTIONS AND TRANSFERS

Section 1. Promotional Policy Section 2. Notification of promotion or transfer.

Section 3. Posting of vacancies.

Section 4~ CRT, CP & SRO Section 5. Specialized Unit Assignments

(a) Specialized Unit Assignments are as follows:

1. SWAT

2. EDD/Clan Lab

3. Honor G~ard

4. Negotiat9rs

5. Critical Incident Stress Management (CISMT)

6. Assistant Range Instructors

7. Mounted Unit

8. Defensive Tactics Instructors (DTI)

9. Dignitary Protection Team

10. Critical Accident Team

Section 6. Selections for transfers made by the Department Section 7. Temporary.assignments.

ARTICLE 13

DISCIPLINARY PROCEDURES

Section 1. Definitions

Section 2. Administrative investigations.

Section 3.

Section 4.

Section 5. Employee's signature.

Section 6.

Section 7. Complaints.

Section 8. Just Cause.

Section 9. Critical Incidents.

Section 10. Removal of a member from Selective unit/assignments ivJPage

Section 11. Limitations on discipline due to timeframe of the infraction Section 12. Stipulation to discipline Section 13. Official Discipline. File Section 14. Due Process Hearing

ARTICLE14

GRIEVANtE PROCEDURE Section·1. Definition, Section 2. Procedure.

Section 3·. Grievance Board.

Section 4. Burden of proof.

Section 5.

Section 6. City Manager's·decision.

Section 7. Letters of discipline. .

Section 8. F.O.P. representation at Safety Review Board.

Section 9. Contact with the grievant.

Section 10~ Mediation prior to PERB complaint.

ARTICLE 15

WORKING CONDITIONS AND EQUIPMENT

Section 1. Practice ammunition.

Section 2. Firing range.

ARTICLE16

MISCELLANEOUS PROVISIONS

Section!. F.O.P. bulletin boards.

Section 2. Employee's department personnel file.

Section 3. WPD Nominating Committee.

Section 4. Group Orientation.

ARTICLE17

INTERPRETATIVEPROVISIONS

Section 1.

Section 2.

Section 3.

Section 4.

ARTICLE18

SUBSTANCE TESTING

ARTICLE 19

DURATION AND TERMINATION

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4S 4S so so

Sl

. S2

S2

Section 1.

Section 2.

APPENDIX A

APPENDIXB

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The City of Wichita will hereinafter be referred to as "City," and the Fraternal Order of

Police, Lodge #5, Wichita, KS, Inc., will hereinafter be referred to as "F.O.P."

PREAMBLE

WHEREAS, the parties hereto desire to maintain the existing harmonious relations; to advance mutual interests in the preservation of public safety, law and order; to promote standards and conditions of employment for police officers of the City of Wichita, Kansas; to achieve harmonious and peacefu l adjustment of differences which may arise; and to establish standards for wages, hours, benefits and other conditions of employment

ARTICLE 1

RECOGNITION OF EMPLOYEE ORGANIZATION

Section 1.

The City recognizes the F.O.P. as the sole and exclusive representative for the purposes of negotiating collectively with the City pursuant to the Public Employer-Employee Relations Act of the State of Kansas, with respect to wages, hours, benefits and other terms and conditions of employm ent for all members of the bargaining unit.

Parties agree that the Chief of Police will be the official signatory for departmental policy changes and or additions. Parties also agree and understand that letters or memora nda of understanding must be signed by the Human Resources Director and City Manager, for the City.

Tentative agreements in reference to contract between the City of Wichita and the Fraternal

Order of Police shall be made with the Human Resources Director.

Section 2.

The bargaining unit consists of all employees in classifications lis ted in Appe ndix A.

Section 3.

If any classification in the bargaining unit is retitled, this Memora ndum of Agreement shall be construed to include such retitled classification in Appendix A. If any additional classification is included in the bargaining unit, the City a nd the F.O.P. will meet a nd confer concerning the terms ll Page and conditions of employment

Section 4.

This Agreement shall be binding upon all employees in the bargaining unit.

ARTICLE 2

MANAGEMENT RIGHTS AND RESPONSIBILITIES

Section 1.

The F.O.P. acknowledges that the City and its management have certain exclusive statutory rights and responsibilities which they may not surrender. Except as expressly provided otherwise by this Agreement or by Jaw, the City shall retain its rights to make, amend or execute decisions and policies that are necessary to operate and maintain the City and its programs and to otherwise carry out its lawful rights and responsibi li ties.

Section 2.

Except as expressly provided otherwise by this Agreement or by law nothing contained in this Agreement shall circumscribe or modify the statutory right of the City to:

(a) determine the services and level of services to be offered by the City;

(b) determine the number of employees required;

(c) schedule overtime as determined necessary;

( d) lay off, terminate, or otherwise relieve employees for Jack of work or other legitimate reasons;

(e) determine the fact of lack of work, provided that officer safety is not compromised;

(t) discipline for just cause;

(g) direct the work of its employees;

(h) take actions as may be necessary to carry out the mission of the department in emergencies;

(i) hire, promote, demote, transfer, assign and retain employees in positions within the

Wichita Police Department;

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U) maintain the efficiency of governmental operation;

(k) determine the method, means and personnel by which operations are to be carried on;

Section 3.

The above rights, responsibilities and prerogatives are inherent in the City and its management.

Section 4 .

A copy of all department and bureau goals and S.O.P.'s will be delivered to the F.O.P. for review and comment.

Section 5.

The City of Wichita and the Wichita Police Department create and update policies (i.e.

Administrative Regulations, WPD Policies and Regulations) as needed. Occasionally employees will be asked to s ign a document acknowledging receipt of the document. An employee's signature will be compelled for receipt of the document only.

ARTICLE 3

EMPLOYEE RIGHTS AND RESPONSIBILITIES

Section 1.

The City acknowledges that the employees must possess and exercise a high degree of integrity, courage and sense ofresponsibility, and are specially trained and skilled in their duties.

When it employs these employees, the City does so with the express intent of encouraging a professional attitude on the part of these employees, and of honoring their rights and prerogatives.

Correspondingly, the employees are to be governed by the highest ideals of honor and integrity in a ll of their public and personal conduct in order that they merit the respect and confidence of the public.

Section 2.

Employees shall have the right to form, join and participate in the activities of the F.O.P. and may refuse to join or participate in any F.O.P. activities.

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ARTICLE 4

NONDISCRIMINATION

Section 1.

No employee sha ll be discriminated against because of race, color, creed, national origin, age, sex, religion, ancestry or disability, by either the City or the F.O.P.

If any grievance is filed under this section, and any complaint is filed with any other board, agency or court with concurrent jurisdiction concerning the same incident, the grievance shall be held in abeyance until the other board, agency or court has rendered its decision .

Section 2.

The City shall not directly or indirectly discourage, deprive or coerce any employee in the enjoyment of any rights conferred by the laws of Kansas and the United States; and shall not discriminate against any employee with respect to hours, wages or any other term or condition of employment by reason of membership in the F.O.P., or participation in any of its activities, collective negotiations with the City, or institution of any grievance, complaint or proceeding under this Agreement with respect to any terms or conditions of employment

ARTICLE 5

STRIKES AND LOCKOUTS

Section 1.

The City shall not institute, authorize, cause, aid, ratify or condone any action to provoke interruption of or prevent the co ntinuity of work normally and usually performed by the employees for the purpose of coercing the employees into relinquishing rights guaranteed under the law.

Section 2.

The F.O.P. shall not authorize, cause, aid, ratify, condone nor shall any employee take part in, aid, render assistance to, or support any action for the purpose of coercing a change in the conditions, rights, privileges or obligations of employment through failure by concerted action with others to report for duty or failure to work at usual capability in the performance of the normal duties of employment.

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ARTICLE 6

HOURS OF WORK AND DUTY SHIFTS

Section 1. Overtime and comp-time.

Employees will receive overtime pay for hours worked in excess of 40 during a work week at the rate of one and one half times the regular rate of pay. Police Sergeants will receive overtime pay for hours worked in excess of 42.S hours in a week at one and one half times the regular rate of pay. Employees will be compensated at 2.5 times their regular hourly rate when called back to work by a supervisor in response to an emergency. An emergency is any given situation that requires immediate attention outside of regular working hours. Authorizing Supervisors; Investigations supervisors, Field Sergeants and Lieutenants have authority to call in K9, Drone, and DRE. For all other field personnel, it sha ll be approved by Field Captain. Any authorized paid leaves of absences shall be included in computing hours worked with the exception of sick leave. As required by the

Fair Labor Standards Act (FLSA) the work week for employees in the bargaining unit is 7:01 a.m.

Saturday through 7:00 a.m. Saturday. The normal workweek is five consecutive 8-hour days (8.5 hour for Sergeants), with two consecutive days off, or four consecutive 10-hour days (three consecutive 10.5 hour days and one 11 hour day for Sergeants) with 3 consecutive days off. The

City retains the right to schedule overtime work as required.

At the request of an employee and with supervisor approval, an employee may adjust their workday start-time and/or end time to accomplish the following:

Perform work-related tasks to enhance community safety o Conduct surveillances o Attend beat team meetings o Attend community meetings o Take part in neighborhood projects o Special enforcement initiatives o Other police projects

Accommodate family or personal appointments

In addition, an employee, with supervisor approval, will be permitted to change their days off within a given work week to accomplish the above listed items. In any event, employees will not SI Page be permitted to work more than 40 hours ( 42.5 hours for 85 hour pay period employees) a week unless compensated by overtime.

When requested by an employee and authorized by the Chief of Police or designated departmental management representative, time off at the rate of one and one-half (1.5) of the overtime hours worked by an empioyee may be granted in lieu of overtime payment. An employee shall be allowed to accrue and·carry over up to 120 hours of compensatory time. Use of compensatory time shall be subject to management approval, advance notice, and staffing requirements, but shall not be unreasonably denied.

Section 2.

A 28-day work period is established for the bargaining unit for .purposes of administering holidays.

Section 3. Holidays

(a) Employees shall be granted time off with pay for eight personal holidays and five authorized holidays; New Year's Day, juneteenth, Independence Day, Thanksgiving, Christmas. At least six of the personal leave holidays must be used by October 31•< of each year.

(b) Holidays that occur during an approved leave of absence with pay, except injury leave, are not charged as days ofleave taken.

( c) For the Thanksgiving, Christmas, New Year's Day, juneteenth and Independence Day holidays, an employee, who requests it, shall be granted the actual holiday off when law enforcement activities permit. If the holiday falls on a regular day off, the employee shall be given time off to be taken on a day selected by the employee within the 28'day work period in which the holiday falls, as law enforcement activities permit. An employee who works on either the

Thanksgiving, Christmas, New Year's Day, juneteenth or Independence Day holiday, shall be compensated in addition to their regular pay at time and one-half for the hours worked. Field officers who are scheduled to work on a premium pay holiday may choose to work that day or request the day off, as law enforcement activities permit.

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1. For Christmas Day,. First, Second, and Third shifts will be observed on Christmas

Day. Fourth shift Officers will observe Christmas Eve as their premium holiday.

2. New Year's Day, First and Second shift will be observed on New Year's Day. Third and Fourth Shift Officers will observe New Year's Eve as their premium Holiday.

3. Any employee who is called back to work during any time of the calendar day (for example, emergency call out begins the day prior to the holiday but the employee is still on the clock which carries over into the next day) or works past their end of the shift shall be compensated at two and one-half times their regular rate of pay.

4. Any employee who works past their end of premium holiday shift shall be compensated at two and one-half times their regular rate of pay. (for example, an employee whose shift started on July 4th and works past their shift will be paid at 2 'h times on their overtime hours. If an employee's shift starts on July 3cd and works into

July 4th will be paid in accordance with Article 6, Section 1 (Overtime and comp-time).

Section4.

The normal workday for Police Officers, Detectives, and Assistant Range Masters shall be eight or ten consecutive hours. The normal workday for Police Sergeants shall be between eight and eight and one half consecutive hours or ten and ten and one half consecutive hours. The normal workday for all other employees, shall be eight or ten consecutive hours. An employee may request, with a supervisor's approval, to work a split shift for work-related tasks or to accommodate personal or family.appointments. Whenever the split shift is for work-related tasks, the employee shall be allowed one hour for their workday scheduled for travel. The normal workday may be lengthened or shortened as law enforcement activities require. Overtime will be paid in accordance with Section 1 of this article.

Section 5.

All employees shall be allowed two 15-minute breaks with pay per work day. The parties agree to maintain the current practices for scheduling and length of meal periods. Those employees scheduled for a (9) nine hour day shall receive a (60) sixty minute unpaid meal period.

Section 6.

Parties agree to bargain over the impact of permanent changes to the current shifts in effect

This is intended to include days off as well as the shifts.

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Section 7.

When an employee appears for a Professional Standards interview or Accident Review

Board hearing which occurs outside of the employee's normal working hours, such employee will be paid for a minimum of two hours. However, if the interview time is in conjunction with the beginning or ending of a normal working shift, only the extra time worked will be paid, in lieu of the two hour minimum. Employees shall be paid for all required fitness for duty examinations which occur outside of the employee's normal working hours.

Section 8.

When an employee is called into work for any reason, other than Professional Standards interview, Accident Review Board hearing or a fitness for duty examination, outside of the employee's normal working hours, the employee will be paid at the overtime rate for a minimum of two (2) hours, regardless of his/her pay status at the time. However, if the call in time is in conjunction with the beginning or ending of a normal working shift, only the extra time worked will be paid, in lieu of the two (2) hour minimum.

Section 9.

At no time will there be more than one sergeant on the same shift, or overlapping shifts, in the same bureau in the Field Services Division who are members from the same unit (SWAT, EOD or the Mounted Unit).

Section 10. Emergency Pay

The parties understand in addition to its normal responsibilities, the Wichita Police

Department must be prepared to manage urgent, unusual and unique occurrences. The Emergency

Mobilization Plan (EMP) has been developed to expedite activation of various-sized complements of police personnel to respond to and control any emergency, including but not limited to weather related, hazardous-materials-related, civil unrest, and terrorist events. The Wichita Police

Department may adjust days off and work hours during the time the Emergency plan is activated.

When an Emergency Mobilization Plan is enacted, an employee's hourly rate will be paid at time and a half until.overtime status, then overtime will be paid at double time. Once the emergency plan is canceled the employee will go back to the normal rate of pay or overtime pay (time and a half) that is applicable. Management will take into consideration the employee's prior approved

Bl Page paid leave and childcare or other dependents issues.

ARTICLE 7

COMPENSATION

Section 1. General Statements

(a) The City will continue to write job requirements for each position classification within the bargaining unit and will initially determine the classification of each position in accordance with the classification plan presently in effect. Modifications in any classification will be delivered to the

F.O.P. in advance of such modification being made to allow input conce rning such modification, which will be given due consideration. The City will meet and confer with the F.O.P. before adding or deleting classifications from the bargaining unit.

(b) The minimum rate of pay for a class shall be paid on the original appointment to the class, provided that

1. the appointment to a higher rate within the wage range for a class may be authorized by the City when it is impossible to recruit qua lified persons at the minimum rate fo r the class, or in recognition of exceptional qualifications of a candidate; and

2. any employee who is promoted shall be advanced to the nearest step in the higher wage range that represents an hourly increase in pay of at least 3.0% over pay the employee was receiving prior to the employee's promotion. Employees who are promoted, demoted or advanced in pay, their anniversary or merit date shall remain the same throughout his/her career.

Police Recruits are eligible to participate in one of the health insurance programs offered by th e City and receive paid holidays. Police Recruits, in the course of any inves tigation or a situation involving possible disciplinary action, shall be entitled to F.O.P. representation. A termination of a recruit or probationary employee may not be grieved. Upon satisfactory completion of recruit training, recrui ts will be advanced to the position of Police Officer and will be eligible for all benefits afforded full-time employees.

An exception is made fo r full-time employees of the City who become Police Recruits. Full time employees may continue to pa rticipate in the life insurance program, in addition to health

9I Page insurance and receiving paid holidays. While the employee is in recruit training, use of prior accrued leaves is not permitted, nor will the recruit accrue additional leave. Prior accrued leaves and seniority for accrual of longevity benefits (vacation, sick leave and longevity pay) will be reinstated upon appointment to Police Officer.

(c) The rates of pay for employees subject to this agreement are shown in Appendix B, of this contract. Rates of pay reflect the base rate for each employee.

( d) Employees assigned the duties of a higher position shall be compensated at the rate of pay for the higher position for those hours worked if the employee is so assigned a period of time

20 consecutive work days or more in any 12-month period. This provision does not apply to employees on probation.

Section 2. Rates of Pay.

The following increase in wages will take effect for the following years:

2025:

a) Place $2.25 Code of Conduct pay into Police Officer Step 4 (an increase of 7.6% was applied to all the steps in the pay classifications: Police Recruit, Police Officer, Police Detective, and Police Sergeant).

b) Increase pay classification, Assistant Range Master, by 7.6%

c) 4.5% GPA for all pay classifications applied after the Code of Conduct merger into the base pay.

d) Merit Step Increases.

2026:

a) 2% GPA for all pay classifications.

b) Merit Step Increases.

(a) The rate of pay for Police Recruit is one range less than the beginning step of Police

Officer.

(b) After an employee has satisfactorily completed recruit training, the employee shall be advanced to the position of Police Officer and shall have a twelve-month probationary period.

(c) All employees covered by this agreement shall have fifteen (15) pay steps. Within range increases from Steps 1 through 15 shall be based on satisfactory performance and after 12 months lOIPage of service in grade. Advancement may be granted after exemplary service on the Department

Director's recommendation and with the approval of the City Manager. The denial of a step increase shall be considered a grievable matter for commissioned personnel.

( d) Bilingual pay shall equal the educational pay differential at the master's degree level referenced in Article 7, Section 4. Bilingual pay shall be paid to each officer designated by the Chief of Police. The Chief shall determine which languages, other than English, are necessary to conduct police operations and how many officers will be eligible to receive bilingual pay. An initial test shall be established and administered by the Chief of Police or the Chiefs designee to determine competency and eligibility, but only those designated by the Chief of Police shall receive such pay.

(e) Employees in grant-funded special assignment;s, rather than grant-funded positions,

· shall be paid at the overtime rate for all time working those assignments unless prohibited by the grant.

Section 3. Longevity Pay.

(a) In consideration of long and faithful service, the City Manager shall authorize payment of longevity pay to the employees every pay period in addition to their base pay. Employees will become eligible for longevity pay upon the completion of six (6) years total accumulative service with the City. For the purposes oflongevity pay calculations, accumulated service time will begin upon promotion tci the rank of Police Officer. Accumulated service time specifically excludes any time spent as a Police Recruit. The amount of this pay to employees shall not exceed $2.00 times the total years of accumulative service per month, e.g., $2.00 times five years of service equals

$10.00 monthly longevity pay. Upon the completion of eleven (11) years total accumulative service with the City, the amount of pay shall be increased, not to exceed $5.00 times the total years of accumulative service per month, e.g., $5.00 times twelve years of service equals $60.00 monthly longevity pay.

(b) In recognition that commissioned law enforcement employees continually gain experience as their service time lengthens and in an attempt to retain said experience a

"commissioned law enforcement longevity amount" will be paid to those employees, in lieu of

Section 3(a) above, which started December 19, 2015 as follows:

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Upon completion of Dollar amount multiplied by years of service years of service per month

6 years $4

10 years $13

15 years $18

21 years $25

(c) For Section 3(b), the maximum number of years of service to be multiplied shall not exceed twenty-one (21) years.

(For clarity, accumulated service time for purposes of calculating longevity pay specifically excludes any time spent as a Police Recruit, except as specifically provided in Section 1 of this Article for fulltime employees of the City who subsequently become Police Recruits.)

Section 4. Educational Differential.

Commencing the first full pay period after the approval of this agreement, Police Officers, Police Detectives, and Police Sergeants shall receive educational pay in the amount of $110 per month for a baccalaureate or $135 per month for a master's degree from an accredited college or university. For commissioned officers hired after 12/27 /86, a degree must be in Administration of

Justice, a related field, or meet the requirements of the department

Academic degrees earned must be from a degree-granting institution which has been accredited by the American Association of Collegiate Registrars and Admissions Officers and certified as eligible by Human Resources.

Commissioned officers are not eligible for tuition reimbursement from the City of Wichita.

Section 5. Specialty Pay

Specialty Pay of $60 per pay period will be provided to officers in the positions listed below.

However, an officer that meets more than one of the criteria shall be paid a total of only $60 per pay period (an officer is not eligible for more than one specialty pay).

1. those officers who are assigned to the EOD/Clan Lab;

2. those officers who are assigned as Canine Officers;

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3. those officers who are assigned to the SWAT Team;

4. those officers designated as hostage negotiators.

Section 6. Stand By and/or Call Back.

(a) All employees required to carry a department approved communication device while off duty and not on standby, who are called back to duty, shall not be subject to disciplinary action, transfer of assignment or changing of days off unless such non-availability becomes detrimental to the employee's ability to perform his/her duty assignment or is in direct conflict with the rules and regulations .of the department.

(b) Any .employee placed on standby for the purpose of being called back to duty and required to remain at home or at a specific place shall be compensated at the rate of time and one half for all actual duty time or restricted time.

Section 7. Field Training Officer and Field Training Sergeant Compensation.

The City agrees to pay each officer who is designated as.a Field Training Officer by the Chief of Police an additional $3.00 per hour while actually assigned to the training of newly commissioned officers and newly commissioned reserve police officers. This pay shall occur only during the regular training cycle or remedial training cycle established for such new officers and/or during the time Field Training Officers are assigned to the Training Bureau. The City agrees to pay each Sergeant who is designated as a Field .Training Sergeant $3.00 per hour while actually assigned to supervise the training of newly commissioned officers and newly commissioned reserve police officers. This pay shall only occur during the regular training cycle or remedial training cycle established for such new officers by the Chief of Police and/or during the time Field Training

Sergeant:S are assigned to the Training Bureau.

Court:

Section 8. Court Appearance.

Employees may elect one of the following two options when subpoenaed for Municipal

(a) Employees may contact the Court Liaison Officer before their scheduled court time and leave a pager, cell or home phone.number where they can be reached for two (2) hours after their scheduled court time. If employees are not contacted by the Court Liaison

Officer within two (2) hours after their scheduled court time, they will be released from

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(b) Employees may contact the Court Liaison Officer thirty (30) to sixty (60) minutes after their scheduled court time. At that time, employees will be released or not released from their subpoena. If employees are not released from their subpoena, they may:

1. Agree to call-back at a certain time;

2,, Ask the Court Liaison Officer to call back at a certain time; or

3. Agree to report to Court.

Off-duty employees will have fifty (50) minutes to report to Court starting from the time they are ordered or agree to report.

Employees may use the time awaiting a determination from the Court Liaison Officer as they choose.

(c) Employees will be paid a minimum of three (3}hours for any court appearance unless the court appearance is in conjunction with the beginning or ending of their shift and then the employee will be compensated for the actual amount of time spent on the court appearance.

Section 9. Rotation Pay - Shift Differential.

(a) Within the investigations division there are positions for police officers that are limited in duration and are·designed to allow officers from the field services division to learn about the investigative function by spending time working in the investigations division. These positions are considered rotation investigative.assignments.

(b) The Department will be able to utilize a rotation of patrol officers into Investigations for no more than one-year rotations. They will maintain their current rate of pay. This is not intended to be used in lieu of promotions into the rank of detective. The standardized selection matrix for specialty units and rotations will be used for rotation assignments. On rare occasion, due to unique operational needs, a selection can be made outside the normal standardized selection matrix upon agreement between the F.O.P. and Chief of Police.

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Section 10. Canine Officers

Canine Officers shall work a nine (9) hour work day in ten hour assignments or shall work a seven (7) hour work day in eight (8) hour assignments, with the tenth (10th) hour or eighth (8th) hour of each scheduled work day being devoted to the training, care and maintenance of their canines. When canine officers are on paid leave they shall be charged for nine (9) hours in ten (10) hour assignments or seven (7) hours in eight (8)hour assignments of leave time per day but shall be paid for ten (10) hours or eight (8) hours.

ARTICLE 8

CHECKOFF AND PAYROLL PROCEDURE

Section 1.

Whenever duly authorized by any employee on a form or forms appropriate for such purpose and consistent with the regulations established by the Human Resources Department of the City, payroll deductions shall be made and paid in accordance with such form or forms for any or all of the following purposes:

(a) Donations to the Friendship Fund;

(b) Premiums for employee health, dental and life insurance benefits;

(c) Police Benefit Fund for commissioned police officers only, as defined by the Benefit

Fund by-laws

(d) Deferred Compensation;

(e) Employee Organization Dues; and

(f) Deduction to the Wichita Federal Credit Union.

Section 2.

The authorization form or forms will include a provis ion that an employee may terminate the deduction for F.O.P. dues upon written notice to the City and the F.O.P. during the months of

March and September.

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ARTICLE 9

EMPLOYEE BENEFITS AND ALLOWANCES

Police Recruits a re not eligible for any employment benefits except health insurance.

Benefits and allowances become effective when the Police Recruit is classified as Police Officer.

Section 1. Retirement and Pension Funds.

Employees shall come under the retirement systems as set forth by the City of Wichita in effective ordinances and charter ordinances. The bargaining unit employees agree to be bound by any changes in the retirement systems that are approved by a majority vote of all employees covered thereunder.

(a) The City will post pensionable pay categories on the City web portal so to provide information about the pension benefits to employees and provide contact information so that employees can contact the Board of pensions to obtain any information needed regarding their pensions.

(b) If the Pension Board revokes the disability pension of any former bargaining unit member for the reason that the member is no longer disabled, the department must rehire that member at the rank, pay step and seniority that member held at the time of his retirement, except that seniority sha ll include time spent in retirement

(c) In order to be eligible for rehire, pursuant to paragraph (b) above, the retiree must:

1. Successfully com plete the application process; and

2. If a disci plinary investigation was pending a t the time he/she was awarded a disability pension, the retiree must have cooperated in that investigation. Such retirees shall retain all of their grievance rights under this contract at the time of the imposition of any discipline.

Section 2. Medical and Hospitalization Insurance.

The City will extend to a ll employee groups the same health insurance program(s) available to all full-time City Employees. For those participating in the City plan, the City will pay 80% of the health insurance premium of the lowest cost plan offered by the City. The employee will pay 20% of

16 I Page the health insurance costs of the lowest cost health insurance plan offered by the City and additional costs of any other health plan the employee group selects. Participation in the health insurance program is optional with each employee.

Section 3. Life Insurance.

The City agrees to provide a group life insurance in the amount of two times the employee's base annual salary, rounded up to the next higher thousand (up to a maximum of$150,000). The

City and employees shall share equally in the cost of the life insurance plan. The life insurance program is optional.

Section 4. Wichita Police Benefit Fund Association.

The City recognizes the existence of the Wichita Police Benefit Fund Association, and recognizes the right of all commissioned officers to belong to the same, subject to the by-laws of the

Wichita Police Benefit Fund Association.

Section 5. Automobile Insurance.

The City shall provide liability insurance protection for each employee covered by this

Agreement during authorized operation of a City vehicle or equipment. Any legal representation shall be provided by the insurer at no expense to the employee or pursuant to Section 2.62.100 et.

seq. of the City Code. The department will complete State accident reports in officer involved accidents only when required· by State reporting criteria.

Section 6. Uniforms and Equipment.

(a) The City shall furnish or reimburse an employee for all required equipment and initial issue of uniforms the employee is required to possess by virtue of the employee's employment with the City. Replacement or renovation of issued leather equipment, except shoes, and boots, which have become unserviceable through fair wear and tear shall be done at no cost to the employee's uniform and equipment allowance. Replacement of bulletproof vests, which have become unserviceable through fair wear and tear, or at the expiration of the manufacturer's warranty, shall be done at no cost to the employee's.uniform and equipment allowance.

(b) Police Officers, Police Detectives, Police Sergeants, and Assistant Range Masters, shall be allowed a clothing allowance up to a maximum of $1,000 in department credit or vouchers in accordance with department policy.

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1. Uniformed employees may expend up to 75% of the uniform and equipment allowance for civilian attire; or job related tools/equipment as approved by their division ·commander.

2. Police Detectives may expend their total uniform and equipment allowance for either uniform items or civilian attire according to individual requirements.

3. Employees may expend one-half of their uniform and equipment allowance annually to fund registration costs for law enforcement related training.

4. Employees may expend $50 of their uniform and equipment allowance annually for practice/qualification purposes.

5. Employees may expend $100 of their uniform and equipment allowance annually to pay for professional dry cleaning services. Receipts will be submitted with at least a minimum of $50 in total combined receipts.

6. Once within a two(2) year period, employees may expend up to one-half of their uniform and equipment allowance annually for the purchase or partial purchase of a back-up or off duty weapon from the approved Wichita Police Department range master list.

7. No cash payments or carry over credit will be given for any under expended portion of the annual uniform and equipment allowance.

8. Police Officers who are in assignments which are expected to last at least four ( 4) months and which require civilian clothing shall be allowed to expend their total uniform and equipment allowance for either uniform/equipment items or civilian attire according to individual requirements.

9. "All employees assigned to the Special Weapons and Tactics (SWAT) team, Clandestine Lab, or Explosive Ordinance Disposal (EOD) Unit shall be allowed a one time expenditure of 75% of their annual uniform and equipment allowance for the purchase of personal SWAT team, Clandestine Lab, or Explosive Ordinance Disposal

Unit related equipment not issued by the City. Thereafter, SWAT team, Clandestine

Lab, and EOD Unit members shall be allowed to spend up to a maximum of 50% of their annual uniform and equipment allowance on personal SWAT team, Clandestine Lab, or EOD related items not issued by the City."

11. Employees may use the full uniform and equipment allowance at any time from

January 1 through November 30 of each year.

(c) Employees are allowed to shop the full catalog through the onlinevendor to purchase authorized items to be used in the performance of their duties. The City shall repair or replace uniforms, including leather goods, civilian attire, and prescription eyewear damaged or destroyed in the line of duty. The employee who suffers the damage to equipment described above will submit a claim with a complete report of circumstances surrounding the incident, including the police case number, to the Commander of the Support Services Division through channels who will rule on this claim in writing within five (5) days. Under no circumstances will the City be responsible for damages to any equipment when it is determined that the employee was negligent or that the damage was not the result of an in-line-of-duty police activities.

(d) While on duty in uniform or plain clothes, any member of the F.O.P. may wear the F.O.P.

pin sold by the F.O.P. Grand Lodge to its members. The pin shall be worn on the left front pocket flap of the uniform.

( e) Employees retiring from service who have reached the vested point (10 years) of the retirement system may purchase their badge and gun. Any employee who is promoted may purchase their current badge. Employees will be allowed to use their clothing allowance for these purchases.

(f) Employees retiring from service, except for medical disability for psychological reasons, may be able to purchase their duty weapon at the fair market value. In order to purchase the weapon, the purchase must be in accordance with all applicable laws, including sales, waiting periods and licensing. A qualified employee may expend his/her unspent clothing allowance to purchase their duty weapon.

(g) If an employee is on continuous unpaid leave status for six (6) months or longer, the amount of clothing allowance will be prorated to half of the total allowable amount.

Section 7. Travel and Business Expense.

Employees shall be reimbursed for all authorized travel and business expense in accordance with the City's administrative policies and regulations covering such advancements and reimbursements.

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ARTICLE 10

LEAVES OF ABSENCE

Section 1. General Statements.

(a) Leaves of absence with pay include: Vacation, s ick (including maternity), well-day, injury, emergency, civil and other leave with pay. Leaves of absence without pay include: Sick

(including maternity), educational, military and other leave without pay.

(b) All full-time employees who have completed recruit training and are represented by the F.O.P. earn benefits. An employee must be in pay status while on leave of absence to accumulate benefi ts, except that seniority credit may be accrued while on military leave without pay. When an employee is promoted, demoted or transferred, all sick and vacation leave remains to the employee's credit and is transferred with the employee.

(c) Vacation leave will be earned on hours in pay status, exclusive of overtime, and will be calculated at the time the payroll is processed. Base hours for computing vacation leave are

2,080 per year for employees of the unit except for Police Sergeants which is up to 2,210 per year.

All requests for leave of absence shall be made in writing in advance of the beginning date to the immediate supervisor, except that requests for sick leave, injury leave and emergency leave shall be made pursuant to the requirements of the sections dealing with those respective leaves. Leave, with or without pay, is to be reported on the Employee Time Record in actual hours of work and actual hours of leave.

Section 2. Annual Vacation Leave.

Employees entering the service of the City earn vacation leave on the basis of credited fu ll time employment. Police Recruits do not earn vacation leave.

(a) The rate at which vacation leave is earned is determined by the start-work date or adjusted start-work date, except:

Employees with prior creditable employment are not eligible to earn vacation leave based on their adjusted start-work date until after completion of two years reemployment.

(b) All requests for vacation leave will be approved by departmental seniority within the

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Police Department

(c) Vacation leave for employees of the unit is earned atthe following rates in 2025:

Years of BO Hour Employees Hours Accrued 85 Hour Employees Hours Accrued Service Hours per Year per Pay Period Hours per Year per Pay Period

Less than 5 126 4.8462 132.0 5.0770

5 134 5.1539 140.5 5.4039

7 142 5.4616 149.0 5.7308

8 150 5.7693 157.5 6.0577

9 158 6.0770 166.0 6.3847

10 166 6.3847 174.5 6.7116

12 174 6.6924 183.0 7.0385

14 182 7.0000 191.5 7.3654

16 190 7.3077 200.0 7.6924

18 198 7.6154 208.5 8.0193

20 206 7.9231 217.0 8.3462

25 230 8.8462 242.5 9.3270

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Vacation leave for employees of the unit is earned at the following rates in 2026:

Years of 80 Hour Employees Hours Accrued 85 Hour Employees Hours Accrued Service Hours per Year per Pay Period Hours per Year per Pay Period

Less than 5 136 5.2308 142.0 5.4616

5 144 5.5385 150.5 5.7885

7 152 5.8462 159.0 6.1154

8 160 6.1539 167.5 6.4424

9 168 6.4616 176.0 6.7693

10 176 6.7693 184.5 7.0962

12 184 7.0770 193.0 7.4231

14 192 7.3847 201.5 7.7500

16 200 7.6924 210.0 8.0770

18 208 8.0000 218.5 8.4039

20 216 8.3077 227.0 8.7308

25 240 9.2308 252.5 9.7116

(d) Vacation leave may not be taken in advance of vacation earned, nor prior to completion of six months satisfactory service. Employees must have satisfactorily completed six months of their probationary appointment before being eligible to take vacation or be paid for terminal vacation.

( e) An employee who goes on military leave for extended active duty or is terminated will be paid for any unused vacation leave by adding the total sum due to the employee's last payroll check. In the event of an employee's death, any vacation pay due will be included in the final payroll check.

(f) Vacation leave is scheduled in the department according to the policies established by the Department Director. Vacation may not be taken in excess of the hours appearing on the payroll stub nor in increments ofless than thirty minutes. The Department may not cancel a vacation which has been scheduled unless the emergency mobilization plan is in effect.

(g) Employees are allowed to accumulate and carry forward each year 260 hours (275 hours for Sergeants) of vacation leave. Employees will be required to use or lose vacation earned in

221Page excess of260 hours (275 hours for Sergeants) before the end of the pay period in which the anniversary of their full-time (i.e., not limited) employment date occurs.

(h) An employee who is called back to duty or subpoenaed to appear in court on police business during the employee's vacation leave shall be granted additional vacation leave equal to one day for each full day or partial day of vacation leave actually lost due to travel and appearance or duty time. At the option of the employee, the employee may receive pay at straight time for those days rather than taking the days off. In addition, the City shall make and pay all necessary travel arrangements and expenses for the employee to report as required and to return to employee's vacation. If the employee has not received personal service on a subpoena from the court and the employee is out of state on authorized vacation and is called back to court, the employee will receive pay at the rate of time and one half for time actually spent in court with a two hour minimum, regardless of any other leave time in the pay period, in addition to replacement of vacation time for every day or partial day actually lost due to travel and appearance or duty time.

Section 3. Sick Leave.

(a) Accrual. Upon appointment to the position (except Police Recruit), employees shall accrue sick leave at the rate of 1.8462 hours per pay period or 48 hours per year (1.9615 hours per pay period or 51 hours per year for sergeants) for the first five years of creditable service.

Beginning year six and through year fifteen of creditable service, sick leave will be accrued at the rate of 3.6923 hours per pay period or 96 hours per year. (3.9231 hours per pay period or 102 hours per years for sergeants). Beginning year sixteen of creditable service, sick leave will be accrued atthe rate of 4.3077 hours per pay period or 112 hours per year. ( 4.5769 hours per pay period or 119 hours per year for sergeants).

Employees with prior creditable service are eligible to accrue sick leave benefits based on their adjusted start work date after two years of continuous service from the date of rehire.

(b) Sick. Leave Use. Sick leave may be used for personal illness, off-the job injury, dependent illness including paternity leave, and enforced quarantine.

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1. Dependent Illness is defined as illness of members of the employee's immediate family. Immediate family is defined as spouse, children (including stepchildren) parent, and any relative living in the employee's home.

2. Enforced quarantine in accordance with community health regulations.

(c) When taking sick leave, an employee shall give notice to a supervisor by telephone or messenger thirty minutes prior to the employee's scheduled time to report for duty. Upon return to work, the employee shall file a report on a form furnished by the City stating the reasons for the absence. When an employee has been on sick leave for five (5) consecutive work days, the City may require the employee to be examined by a physician it designates. The City may require a physician's statement anytime sick leave abuse is suspected. The burden of proof rests with the

City to show abuse in the grievance process.

(d) An employee shall be eligible for sick leave without pay when the employee has exhausted all regular sick leave and vacation leave, provided the maximum sick leave without pay shall not exceed 60 calendar days. If an employee has used the employee's vacation leave on account of sickness, the Department Director may grant a leave of absence without pay as provided in Section 13 of this article.

( e) Sick leave may also be used by an employee under the circumstances specified in

Sections 4 of this article.

Section 4. Injury Leave.

(a) During recruit training the City will pay authorized Workers Compensation benefits to a

Police Recruit injured during training. After appointment to Police Officer, the City will pay benefits to the injured employee over and above the authorized Workers' Compensation benefits sufficient to allow the employee to receive up to the amount of the employee's full pay check during the first

90 days of disability. For purposes of this section, and the Kansas Workers' Compensation Act, all

Wichita Police Officers who are injured in the line of duty, or who are injured while taking police action in an off-duty capacity, and all officers who, while off-duty, perform security work or police services at any special event held on public property within the city limits of Wichita, for which requires a…