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270347 WHITE - CITY CLERK r CANARV - DIEPARTMENT G I TY OF SA I NT 1,A ll L F le ci1N0.�_��,�� BLUE - MAVOR � uncil Resolution Presented By Referred To Committee: Date Out of Committee By Date An administrative Resolution approving the terms and conditions of a 1978-1979 Agreement between the City of Saint Paul and the Saint Paul Police Supervisory Group. WHEREAS, the Council, pursuant to t,he provisions ofS ection 12. 09 of the St. Paul City Charter and the Public Employees Labor Relations Act of 1971, as amended, recognizes the Saint Paul Police Supervisory Group as exclusive representative for the class of Deputy Chief of Police within the City of Saint Paul, certified by the Bureau of Mediation 5ervices under Case No. 74-PR-556-A, for the purpose of ineeting and negotiating the terms and conditions of employment for all full-time personnel in the class of positions as set forth i.n the Agreement between the City and the exclusive representatives hereinabove referenced; and WHEREAS, the City, through de signated repre sentative s, and tlie exclu- sive representatives have met in good faith and have negotiated the terms and conditions of employment for the period Jan. 1, 1978, through Dec. 31, 1979, for such personnel as are set forth in the Agreement between the City of St. Paul and the exclusive representatives; now, therefore, be it RESOLVED, that the Agreement cited above, dated as of the effective date of this Resolution, between the City of St. Paul and the Saint Paul Police Supervisory Group, on file in the office of the City Clerk, is hereby approved, and the authorized administrative officials of the City are hereby authorized and directed to execute said Agreement on behalf of the City. App roved: � Chairman Civil Service Comm's sion COUNCILMEN Yeas Nays Requested by Department of: Butler � P r5 E I C E Hozza [n Favor Hunt Levine � __ Against BY `� - - -� -'��-,. Sylvester Tedesco -'AN � O 197g Fo Approved C� A ey Adopted by uncil: Date � Certifi Passed Counci] ,ec ary � By B � Q� � � Appro Mayor for Sub i to Council Appr ed by or: D� By BY , PUBLISHED !.A�S 21 1978 � � r; Do r�ot detach this memorandum from tfie ' ' �` resa,utio� so that this informatfon wli) bg pM p�,; lz/�97� a �; avafiable ta the City Councll. � �ev,; 9/8l7b � EXP!LANTIdI�T. �,F TRA1"�4& aRD�RS ��j� S LI3�� g A�H,Q8�1T1�ANC$S =� � i . D�tt,a: December �, 1977 ,�:' : � - :. • �. .� i � � �� i TO s 1�AXOR GSfD�E L�lT7�$R ' I � '' P'R: �a�sam��Rl �►��ee , RE; R�+oa.uuatia�t FQr su�sa�.o� �e� G�.ty� Ccaua��l ' � ACT�,,,,,,,,,,�,,� : . ; We reccamm2md yout ±�yap��va7. �tnd sttbmi,�s�o� of th�s �esolux�c�t Co th� G�.ty Council, i P A�1D RA I; . �' �HIS A TTQN: _ ! ; This Resoli}tion approves a two-year (1978-1979) Coll.ective Barga.ining , „ A�reement:between the City and the Police Supervisory Group applicable to the'title �f Deputy Chief of Police. This Agreement calls for :a 5.5% � salary incr�iase in each year. It also includes a riew residency require- xnent which�Abecomes effective December 15, 19?9. i k I � ;� ; ; , t; - � * ''i � _ A. ��'T.AC�� . Resolution ai�d copy of Agreement, and copy of R.esoluti.on for �h:e City Cle�k. t " j . � . . � � . .. . . . . . . . . 3 . . . ...' . . . . � . . ;. �. • ��,��fk:� 1978 - 1979 AGREEMENT - between - THE CITY OF SAINT PAUL - and - THE SAINT PAUL POLICE SUPERVISORY GROUP I N D E X ARTICLE TITLE PAGE I Purpose 1 II Definitions 2 III Recognition 3 IV Employer Authority 4 V Grievance Procedure 5 VI Savings Clause 10 VII Uniform Allowance 11 VIII Legal Services 12 � Safety 13 g Insurance 14 gi Vacation 16 XII Holidays 17 gllj Sick Leave 18 XIV Severance Pay 19 XV Wages 20 XVI Residence 21 XVII Incapacitation 22 XVIII Duration and Effective Date 23 Appendix A A1 Appendix B B1 - ii - ARTICLE I - PURP'OSE 1.1 The Employer and the St. Paul Police Supervisory Graup (SPPS) agree that the purpose of entering into this AGREEMENT is to: l.11 Achieve orderly and peaceful relations, thereby establishing a system oP uttinterrupted operations and the highest level of performance that is consistent with the well being of all concerned. I.12 Establish the full and complete understanding of the portions concerning the terms and conditions of this AGRF�•ta'r. 1.13 Establish procedures to orderly and peacefully resolve disputes as to the application of interpretation of this AGREEMENT. 1.14 Place in written form the parties' agreement upon terms and conditions of employment for the duration of this AGREEMENT. - 1 - ARTICLE II - DEFINITIONS 2.1 St. Paul Folice Supervisory Group (SPPS) 2.2 EMPIAYER: The City of Saint Paul 2.3 SPPS - Saint Paul Deputy Chiefs of Police 2.�+ Earployee: A member of the SPPS Bargaining Unit. - 2 - ARTICI,E III - RECOG2�TTITION 3.1 The EMPLOYEA recognizes the SPPS as the exclusive representative for the purpose of ineeting and negotiating the terms and conditions of employment for supervisory Police Department personnel. 3.2 In the event the F�+'Il'IA7�R and the SPPS are unable to agree as to the inclusion or exclusion of a new or modified job position, the issue shall be submitted to the Bureau of Mediation Services for determination. - 3 - . ��w AKTICLE IV - EMPLOYER AUfiHORITY 4.1 The SPPS reco�nizes the prerogatives of the F�3PLOYER to operate and manage its affairs in a11 respects iR accordance with applicable laws and regulations of appropriate authorities. 2'he prerogatives and authority which the ENIPLOYER has not officislly abridged, delegated or modified by this AGREEr�NT are retained by the EMPL07�:R. 4.2 A public employer is not required to meet and negotiate on matters of inherent managerial policy, which include but are not limited to, such areas of discretion oP policy as the functions and programs oP the employer, its overall budget, utilization of technology, and organi- zational structure and selection and direction and number of personnel. - 4 - . � ��1�� ARTICLE V - GRIEVANCE F'ROCEDURE 5.1 DEFIIVITION OF GRIEVANCE A grievance is defined as a dispute or disagreement as to the interpretation or application of the specific terms and conditions of the AGREII�NT. It is specifically understood that any matters governed by civil service rules or statutory provisions shall not be considered grievances and sub�ect to the grievance procedure hereinafter set forth. No disciplinary action which may be appealed to a civil service or merit system authority will be considered a grievance and subject to the grievance procedure herein. 5.2 SPPS REPRESENTATIVES The EMPLOYER will recognize representatives designated by the SPPS as the grievance representatives of the bargaining unit having the duties and responsibilities established by this Article. The SPPS shall notify the EMPLOYER in writing of the names of such SPPS representatives and of their successors when so designated. 5•3 PROCESSING OF GRIEYANCE It is recognized and accepted by the SPPS and the EI�IAYER that the processing of grievances as hereinafter provided is limited by the job duties and responsibilities of the E'MpLOyEE and shall therefore by accomplished during normal working hours only when consistent with such EI�LOYEE duties and responsibilities. The aggrieved EMPLOYEE and the SPPS shall be allowed a reasonable amount of time without loss in pay when a grievance is investagiated and presented to the _ 5 _ ax�rzc� v - c�vax� �oc�nux� (ca�ri�atrEn) EMPLpYER during normal working hours provided the EMPLOYEE and the SPPS representative have notified and received the approval of the designated supervisor who has determined that such absence is reasonable and would not be detri.mental to the work programs of the El�'LOYER. 5.4 PROC:EDURE Grievances, as defined by Section 5.1 shall be resolved in conformance with the following procedure: Step 1. An Ei�L07�E claiming a violation concerning the interpretation of application of the Contract shall within twenty-one (21) calendar days after such alleged vioZation has occurred present such grievance to the F�IA7(EE'S supervisor as designated by the EMPLOYER. The EI�LOYER-DESIGNATED representative will discuss and give an answer to such Step 1 grievance within ten (10� calendar days after receipt. A grievance not resolved in Step 1 and appealed in Step 2 shall be placed in writing setting forth the nature of the grievance, the facts on which it is based, the provision or provisions of the Contract allegedly violated, the remedy requested, and shall be appealed to Step 2 within ten (10) calendar days after the EMPL07�R-DESIGNATED representative's final answer in Step 1. Any grie vance not appealed in writing to Step 2 by the SPPS within ten (10) calendar days shall be considered waived. - 6 - ARTICLE V - GRIEVANCE PROCEDURE (CONTIPtf1ED) Step 2• If appealed, the written grievance shall be presented by the SPPS, and discussed with the EA�LOYER-DESIGNATED Step 2 representative. The ENlPLOYER-DESIGNATED representative shall give the SPPS the EMPL4YER'S Step 2 answer in writing within ten (ZO) calendar days after receipt of sueh Step 2 grievance. A grievance not resolved in Step 2 may be appealed to Step 3 within ten (10) calendar days following the HKPLOYER-DESIGNATED representative's final Step 2 answer. Any grievance not appealed in writing to Step 3 by the SPPS within ten (10) calendar days shall be considered waived. SteP 3. If appealed, the written grievance shall be presented by the SPPS to, and discussed with the EMPLOYER-DESIGNATED Step 3 representative. The EMPLOYER-DESIGNATED representative shall give the SPPS the EMPLOYER'S answer in writing within ten (10) calendar days after receipt of such Step 3 grievance. A grievance not resolved in Step 3 msy be appealed by the SPPS to Step �+ within ten (10) calendar days followin� the EA�LOYER-DESIGNATID representative's final answer in Step 3. Any grievance not appealed in writing to Step 4 by the SPPS within ten (10) calendar days shall be considered waived. Step �+. A grievance unresolved in Step 3 and appealed to Step �+ shall be submitted to arbitration subject to the provisions of the Public E�mployment Labor Relations Act of 1971. The selection of an arbitrator shall be made in accordance with the "Rules Governing the Arbitration of Grievances" as established by the Public bnpZoymeit Relations Board. - 7 - ARTICLE V - GRIEYANCE PROCEDURE (COI�INUID) 5•5 ARBITRATOR'S AUTHORITY The arbitrator shall have no right to amend, madify, nullify, ignore, add to, or subtract from the terms and conditions of the AGREF.N�NT. The arbitrator shall consider and decide onZy the specific issue(s) submitted in writing by the EMPIAYER and the SPPS, and shall have no authority to make a decision on any other issue not so submitted. 5.6 The arbitrator shall be without power to make decisions contrary to or inconsistent with or modifying or varying in any way the appli- cation of laws, rules or regulations having the force and effect of law. The arbitrator's decision shall be submitted in writing within thirty (30) days following the close of the hearing or the submission of briefs by the parties, whichever is later, unless the parties agree to an extension. The decision shall be based solely on the arbitrator's interpretation or application of the express terms of this AGREEMENT and to the Pacts of the grievance presented 5.7 The fees and expenses for the arbitrators' services and proceedings � shall be borae equal]:y by the II�IAYER and the SPPS, provided that � i each party shall be responsible for compensating its own representatives � and witnesses. If either party desires a verbatim record of the proceedings, it may cause such a record to be made, providing it gays for the record. If both parties desire a verbatim record of the proceedings, the cost shall be shared equslly. - 8 - ARTICLE V - GRIEVANCE PROCIDURE (CONTINUED) 5.8 WAIVER If a grievance is not presented within the time limits set forth above, it shall be considered "waived". If a grievance is not appealed to the next step within the specified time li.mit or any agreed extension thereof, it shall be considered settled on the basis of the EMPLOYER'S last ffinswer. If the EMPLOYER does not ans�rer a grievance or an appeal thereof within the specified time limits, the SPPS may elect to treat the grievance as denied at that step and immediately appeal the grievance to the next step. The time limit on each step may be extended by mutual written agreement of the employer and the SPPS in each step. 5.9 �coRns All documents, communications and records dealing with a grievance shall be filed separately from the personnel files of the involved etnployee(s). - 9 - ARTICLE VI - SAVINGS CIAUSE 6.1 This AGREEMENT is subject to the laws of the United States, the State of Minnesota and the City of Saint Paul. In the event any provision of this AGREEMENT shall be held to be contrary to law by a court of competent jurisdiction from whose final �udgment or decree no appeal has been taken within the time provided, such provisions shall be voided. All other provisions shall continue in �l.ill force and effect. The voided provision may be renegotiated at the written request of either pary. � - ZO - ARTICLE VII - UNIF'ORM ALLCJh1ANC� _ 7.1 The 1972-base of one hundred eighty ($180.00) dollars as a clothing allowance on a voucher system will be increased on January 1, 197�+ and each year thereafter on the basis of a yearly study of the increased cost of the defined uniform. The 1972 base cost of the uniforms axe defined in Appendix A. 7.2 The St. Paul Police Uniform will not be worn by any employee in the service of any employer other than the City of St. Paul. - 11 - �: ;{ ARTICLE VIII - LECAL SERVICES 8.1 bccept in cases of malfeasance in office or willflal or wanton neglect of duty, the EMPLOYER shall defend, save harmless and indemnif�r an ENIPIAYEE, and�or his estate, a�ainst any claim or demand, whether groundless or otherwise, arising out of an alleged act or omission occuring in the performance and scope of the II+�LOYEE'S duties. - 12 - . � ARTICI,E IX - SAFETY 9.1 ENIPLOYEB and employee shall cooperate in the enforcement of all applicable regulations for the enforcement of job safety. If an employee feels that his work duties or responsibilities require such employee to be in a situation that violates federal or state safety standards, the matter shall be irmnediately considered by the EMPLOYER. If such matter is not satisfactorily adjusted, it may becaone the subject of a grievance and will be processed in accordance with the grievance procedure set forth herein. � _ 13 _ �' '�� ARTICLE X - INSURANCE � �,�`� ' � �� ..; . a� �. _ � . � yl 10.1 The ENIPLOYER will continue for the period of this AGREEMENT to provide for , ; i. employees such health and life insurance benefits as are provided by EI�LOYER W' `°�` �., at the time of execution of this AG�NT. ' � , � 10.2 The EMPLOYER will for the period of this AGREEI�NT provide for employees � '� , a ; who retir� aPter the time of execution of this AGREEMENT and until such �I ,� employees reach sixty-five (65) years of age such health insurance benefits �il� as are provided by the ENIPLOYER for the employees of this umit. _ ; 10.3 In order to be eligible for the benefits under the early retiree provision, the employee must; 10.31 Be receiving benefits from a public employee retirement act. 10.32 Have severed his relationship with the City of St. Paul under �' ! one of the early retiree plans. j 10.4 In the event of the death of an active employee or an early retiree, the , dependents of such employee or retiree shall have the option within thirty (30) days to continue the current hospitalization and medical benefits, including such improvements as may be made from time to time, which said � dependents previously had, at the premium applicable, to dependents of active �, ,� employees. It is further understood that coverage shall cease in the event of: 10.1+1 Subsequent remarriage of the surviving spouse of the deceased employee or retiree. 10.42 The employment of the surviving spouse where hospitali�ation and medical insurance coverage is obtained through a group program provided by said employer. It is further understood, however, that in said event, the surviving spouse shall have the right to maintain City hospitalization and medical insurance coverage for the first ninety (90) days of said employment. 10.43 City-provided life insurance in existence at time of retirement shall continue to be provided by the City after an employee shall take early retirement, but such coverage shall terminate at age 65. `I - �4 - � ` ARTICLE X - INSURANCE (continued) 10.5 The City agrees to contribute the cost of Hospitalization and Medical Covexage or $36.85 ger manth, whichever amount is less, for each employee who is eligible for such coverage. In addition, for each eligible employee who selects Dependent's Coverage, the City will contribute one-half (�) of the cost of such Dependent's Coverage or $42.43 per month, whichever amount is less. These contributions shall be paid to the City's Group Health and Welfare Plan. 10.6 The City agrees to contribute the cost for $5,000 of Life Insurance Coverage for each employee who is eligible for such coverage or $3.05 per month, whichever amount is less. This contribution shall be paid , to the City's Group Health and Welfare Plan. 10.7 In addition to the $5,000 Life Insurance Coverage in 10.6, the City agrees to contribute the cost of additional Life Insurance Coverage or $ .97 per thousand dollars of coverage per month, whichever amount is less. The total amount of Life Insurance Coverage provided under this section and Section 10.43 for each employee shall be equal to the employee's annual salary to the nearest full thousand dollars. For the purpose of this section, the employee's annual salary shall be based on the salary as of the beginning of a contract period. This contribution shall be paid to the City's Group r:ealth and Welfare Plan. - 15 - ARTICLE XI - VACATION 11.1 In each celendar year, each full-time emgloyee shall be granted vacation according to the following schedule: Years of Service Vacation Granted I,ess then years 25 days After 8 yrs thru 15 yrs 20 days After 15 yrs and tr.ereafter 25 days F�nployees who work less than ftill-time shall be granted vacation oa a pro rata basis. 11.2 The head of the department may permit an employee to carry over into the following year up to ten days' vacation. 11.3 The above provisions of vacation shall be subject to Ordinance No. 64�+6, Section l, Subdivision H. 11.4 If an employee has an accumulation of sick leave credits in excess of one hundred and eighty days, he may convert any part of such excess to vacation at the rate of one-half day's vacation for each day of sick leave credit. No employee may convert more than ten (10) days of sick leave in each calendar year under this provision. - �.6 - ARTICLE XII- HOLIDAYS 12.1 Holidays recognized and observed. The following holidays shall be recognized and observed as paid holidays: New Years Day Colwnbus Day Presidents Day Veterens Day Memorisl Day Thanksgiving Day Independence Day Christmas Day Labor Day Two Floating Holidays Eligible employees shall receive pey for each of the holidays listed above on which they perform no work. For employees normally assigned to a work week of Mpnday through Friday, the following shall apply. Whenever any of the holidays listed ebove shall fall on Saturdey, the preceding Friday shall be observed as the holiday. Whenever any of the holidays listed above shall fall on Sunday, tk�e succeeding Monday shall be observed as the holiday. For those employees assigned to a work week other than Monday through Friday, the holiday shall be observed on the calendar date of the holiday. 12.2 The floating holidays set forth in 3ection 12.1 above may be taken at eny � ti.me during the contract year, subject to the approval of the department head of any employee. 12.2 Eligibility Requirements. In order to be eligible for a holiday with pay, an employee's name must appear on the payroll on any six working days of the nine working days preceding the holiday; or an employee's neme must appear on the payroll the last working day before the holiday and on three other working days of the nine workin� days preceding the holiday. In neither case shall the holiday be counted as a working day for the purpose of this section. It is f�irther understood that neither temporary, emergency nor other employees not heretofore eligible shall receive holiday pay. _ 17 _ ARTICLE XIIZ - SICK LEAVE 13.1 bnployees shall accumulate sick leave credits at the rate of .0576 of a working hour for each flill hour on the payroll, excluding overtime. Sick leave shall be granted in accordance with the Personnel Rules (Ordinance 3250). - 18 - ARTICLE XN - SEVERANCE PAY 14.I EI�LOYEES shall be eligible for severance pay in accordance with the Severance Pay Ordinance No. 11�+90. The amount of Severance Pay allowed shall be that amount permitted by State Statutes subject to the provision that the maximum emount allowed shall be $4,000.00. �I i ; i - I9 - ARTICLE XV - WAGES 15.1 The bi-weekly salary as established in Appendix "B" shall be paid to employees holding the title of Deputy Chief of Police. - 20 - ARTICLE XVI - RESIDENCE 16.1 All new employees appointed after the date of signing of the contract between the City of Saint Paul and The Saint Paul Police Supervisory Group will be required to reside in the City of Saint Paul within one year of their original appointment and thereafter will be required to remain within the City limits as long as they are employed by the City of Saint Paul. 16.2 Every employee appainted prior to January 1, 1977, holding a position in the classified or unclassified service of the City who lives in the City of Saint Paul must maintain residence in the City limits of the City of Saint Paul as long as he is an employee of the City. 16.3 Every employee appointed prior to January 1, 1977, who lives outside of the City of Saint Paul and who changes his residence must move into the City of Saint Paul at the time of such change of residence. 16.4 Exemptions to the above residency requirements may be granted upon application by an employee to the Civil Service Commission and the Commission's finding, after the taking of testimony, that: 16.41 The employee is handicapped and cannot find a suitable residence within the City. 16.42 The employee has actually entered into a contract to purchase a home outside the City or has actually entered into a contract for the construction of a residence prior to the date that this Article becomes effective. 16.43 The employee inherits a residence outside of the City and sub- sequently resides in that residence. 16.44 The employee will suffer extreme and severe financial hardship if he or she is required to take residence in the City. 16.45 The employee has lived outside of the City and is changing residence, but has two or less years remaining until mandatory retirement. , 16.46 The employee, because of unforeseen or extenuating circumstances, � will sustain a severe hardship if required to become a resident of the City. 16.5 Any employee failing to meet the residency requirements as herein stated and who fails to obtain an exemption from such requirements by approval of the Civil Service Commission shall be deemed to be insubord�.nate and guilty of misconduct resulting in automatic forfeiture of employment. 16.6 This article does not apply to employees occupying a temporary summer residence outside of the areas stated in Paragraph 16.1 above during , the period of May 15 through September 15 of any calendar year. 16.7 Articles 16.2, 16.3 and 16.4 shall not take effect and be in force until December 15, 1979. - 21 - ;, �:. . ARTICLE XVII - INCAPACITATION � 17.1 EMPLOYEES injured during the course of employment and thereby rendered incapable of performing job duties and responsibilities shall receive full wages during the period of incapacity, not to exceed the period equal to twelve (12) months plus accumulated sick leave. It is under- stood that in such cases, the twelve (12) month period shall first be utilized and only when same is exhausted shall accumulated sick leave be applicable. 17.2 EMPLOYEES disabled through injury or sickness other than specified in Section 17.1 above shall receive full wages for a period equal to accumulated sick leave, plus six (6) months as provided herein. It is understood that in such cases, accumulated sick leave shall first be utilized before the six (6) months, or any part thereof, shall be appli- cable. It is further understood that the six (6) month period shall be available only in those years where the last available Annual Report of the City Civil Service Office shall show average sick leave used per Police Department Employee (based on the 1972 Annual Report method of calculating same) , of eight (8) days or less. 17.3 EMPLOYEES injured or incapacitated by illness in the line of duty shall be entitled to reinstatement at any time within five (S) years from the date of injury or incapacity provided they are physically capable of resuming their job. 17.4 Except as specifically provided in this Article, all illness and incapacity rules and policies previously in effect shall continue. - 22 - ARTICLE XVIII - DURATION AND EFFECTIVE DATE 18.1 Except as herein provided this AGREEMENT shall be effective as of January 1, 1978, and shall continue in full force and effect thru the 31st day of December 1979, and thereafter until modified or amended by mutual agreement of the parties. Either party desiring to amend or modify this AGREEMENT shall notify the other in writing so as to comply with the provisions of the Public Employment Labor Relations Act of 1971. 18.2 This constitutes a tentative agreement between the parties which wi1Z be recommended by the City Negotiator, but is sub3ect to the approval of the Administration of the City, the City Council and is also sub�ect to ratification by the Association. Signed this 7th day of December, 1977. CITY OF SAINT PAUL SAINT PAUL POLICE SUPERVISORY GROUP � � �� - ��, . ;,� i �✓ �'. � bor Relations Di tor Business Represen�ive - 23 - _ ;,,,. r APPENDIR A Unit Price _._.� Overcoats . . . . . . . . . . . . . . . . . . . . . . . . . . . . . �125.00 dackets, Winter . . . . . . . . . . . . . . . . . . . . . . . . . . $ 3�•95 Jacketa, Intermediate . . . . . . . . . . . . . . . . . . . . . . . $ 35•95 Jackets, Summner . . . . . . . . . . . . . . . . . . . . . . . . . . $ 27.95 Parkas. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 4g.95 Rain Suits (Motorcycle Officers). . . . . . . . . . . . . . . . . . $ 17.95 vests . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 8.50 Alternate Vest . . . . . . . . . . . . . . . . . . . . . . . $ 5•95 � Trousers, Winter. . . . . . . . . . . . . . . . . . . . . . . . . . $ 34.95 i Trousers, Intermediate. . . . . . . . . . . . . . . . . . . . . . . $ 29•5� � Trousers, Suffier. . . . . . . . . . . . . . . . . . . . . . . . . . $ 25.50 , Panta (Radio Divisioa). . . . . . . . . . . . . . . . . . . . . . . $ 6.95 i # Shirta, Winter (Colored). . . . . . . . . . . . . . . . . . . . . . $ 7•95 �� , Shirts, S�i�ater (Ranking Officer). . . . . . . . . . . . . . . . . . $ 8•95 f Shirts, Swmner (Colored). . . . . . . . . . . . . . . . . . . . . . $ 6.95 Shirts, Sua�er (Ranking OfPicer). . . . . . . . . . . . . . . . . . $ 7•95 Shirts, Short Sleeve (Radio Division} . . . . . . . . . . . . . . . $ 6.50 Shirts, Long Sleeve (Radio DivisioA). . . . . . . . . . . . . . . . $ 6.75 Ties. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . � 1.25 shoes . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 1g.00 Alternate Shoes. • • • • • • • • • • • • • • • • • • • • • • � 22�� cr�uxxa Boots. . . . . . . . . . . . . . . . . . . . . . . . . . . . $ i9.00 Ranch Wellington Boots. . . . . . . . . . . . . . . . . . . . . . . $ 22.00 Overshoes . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 12.95 Alternate Overshoea. . . . . . . . . . . . . . . . . . . . . $ 6.95 Rubbers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 3•95 Socks (Black or Navy Blue). . . . . . . . . . . . . . . . . . . . . $ 1.50 Socks ($lack with Whit� Foct) . . . . . . . . . . . . . . . . . . . $ 1.75 P � _ � UAIT P$It� �� Rubber Leggings . . . . . . . . . . . . . . . . . . . . . . . . . . � �.95 , Black Gloves. . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 7.5� : Uniform Caps, Winter. . . . . . . . . . . . . . . . . . . . . . . . $ 8.75 Uniform Caps, Summer. . . . . . . . . . . . . . . . . . . . . . . . $ 8.75 Sam Browne Belts. . . . . . . . . . . . . . . . . . . . . . . . . . $ 8.95 Alternate Sam Browne Belts . . . . . . . . . . . . . . . . . $ 16.25 Raincoats . . . . . . . . . . . . . . . . . . . . . . . .--. . . . . $ 32.00 Cap Covera. . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 2.50 Garrison Belt . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 2.50 Cartridge Rolder. . . . . . . . . . . . . . . . . . . . . . . . . . $ 3•5� , Flashlite Holder. . . . . . . . . . . . . . . . . . . . . . . . . . $ 1.50 Federal Streamer Holder . . . . . . . . . . . . . . . . . . . . . . $ 2.04 Handcuffs . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 13.95 Handcuff Case . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 3.0�+ Whistle Chains. . . . . . . . . . . . . . . . . . . . . . . . . . . $ 1.95 j i SaFety Helmet Visor. . . . . . . . . . . . . . . . . . . . . . . . . . . . $ 2.25 Chin Gt�p . . . . . . . . . . . . . . . . . . . . . . . . . . $ 1.50 Chin Strap . . . . . . . . . . . . . . . . . . . . . . . . . $ .95 Heavy Duty Face Shield . . . . . . . . . . . . . . . . . . . $ 9•95 Head Suspension. . . . . . . . . . . . . . . . . . . . . . . $ �.90 Outer Shell. . . . . . . . . . . . . . . . . . . . . . . . . $ 14.20 Duty Guard . . . . . . . . . . . . . . . . . . . . . . . . . $ 6.45 Y-D Harness. . . . . . . . . . . . . . . . . . . . . . . . . $ 2.95 Holsters Federal Man. . . . . . . . . . . . . . . . . . . . . . . . . $ 5•95 Sarariland 11A . . . . . . . . . . . . . . . . . . . . . . . $ 18.95 Sarariland 29. . . . . . . . . . . . . . . . . . . . . . . . $ 12.95 Don Hume 216 . . . . . . . . . . . . . . . . . . . . . . . . $ 15.50 Saps. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . � - A2 - n � M b ?'��s`�� . �. � APPENDIX B Salaries Effective December 31, 1977 � ! f � � DEPUTY CHIEF OF POLICE ! I A B C D E F 10-yr 15-qr � l 942.00 986,50 1034.00 1085.00 1136.00 1191.50 1225.50 1262.00 � , Salaries Effective December 30, 1978 I A B C D E F 10-yr 15-yr ', 994.00 1041.00 1091.00 1144.50 1198.50 1257.00 1293.00 1331.50 - B1 - , _ _ t,