Employee Leave Policies

• This document is an agreement between Washoe County, Nevada, and the Washoe County Sheriff Deputies Association effective from 2024-2028.

Preamble and Recognition

• The purpose is to ensure beneficial working and economic relationships, resolve misunderstandings, and establish an agreement concerning pay rates, wages, work hours, and other conditions of employment per NRS 288.
• The County recognizes the Association as the exclusive bargaining representative for Deputy Sheriffs.
• The Association will be notified of a proposed change to existing classification within 30 days, prior to adoption, to allow for discussion.
• If no agreement is reached, wage rate may be submitted to arbitration.
• The County will negotiate with the Association over the impact of any merger or consolidation.
• Parties are governed by NRS 280.300 in the event of a Metropolitan Police Department formation.
• Temporary employees working less than six consecutive months are excluded.

Strikes and Lockouts

• The Association will not participate in strikes, slow-downs, or interruptions of County operations.
• The County will not lock out employees during the agreement term due to labor disputes.

Rights of Management and Association

• The County has the right to direct employees, hire, promote, transfer, take disciplinary action, relieve employees due to lack of work or funds, maintain efficient governmental operations, determine operational methods, act in emergencies, and determine the workday content.
• The County must allow input prior to subcontracting bargaining unit work that would impact bargaining positions.
• The Sheriff and the Association will meet quarterly to discuss staffing levels.
• The Association President or designee is allowed up to 20 paid hours per workweek for Association business.
• The Association President is allowed an additional 200 hours per year to accomplish general Association business, with discretion to delegate to other officers.
• The Association may designate 8 local representatives, notifying the Sheriff's Office of their names and jurisdictional areas.
• The Sheriff's Office will provide reasonable opportunity for Association representatives to serve in his/her capacity to serve in duties arising within his/her jurisdiction.

Association Bulletin Boards and Labor Meetings

• The County will provide the Association with three areas at Parr Boulevard and one area at Incline Substation for bulletin boards - materials posted shall not be obscene, defamatory, derogatory, or pertain to certain public issues.
• All material must identify the sponsor, be signed, displayed neatly, and removed promptly, with the Association covering preparation and posting costs.
• The Association may use County telephones and computers for Sheriff-approved duties.
• The Sheriff and relevant Labor Relations staff will meet bi-monthly with the Association to discuss labor management matters.
• The County allows voluntary contributions of up to 3 vacation hours to a leave bank for Association use.
• The Association President may delegate the use of time to other association members

Non-Discrimination

• The County will not discriminate against employees based on Association membership or activity, nor encourage membership in other organizations.
• The Association will represent employees without discrimination.
• All covered employees are protected from age, sex, sexual orientation, gender identity, marital status, race, color, religion, creed, national origin, protected disability, or political affiliation discrimination.

Duty Statements and Work Hours

• The County provides each representational unit employee with an updated, current duty statement.
• The normal workweek is 40 hours, excluding meal periods.
• Work shifts and weeks are scheduled by the Sheriff.
• Duty hours are fully devoted to assigned duties.
• Absence periods are charged to leave or recorded as unexcused.
• Employees receive two 15-minute rest periods daily unless during emergency situations.
• The Sheriff can determine a 10-hour day, 40-hour workweek normal if beneficial.
• The provision is intended as a basis for calculating overtime and is not a guarantee of hours per day or week. Employees on ten-hour shifts are entitled to a half-hour paid meal break.
• The Sheriff may require Detention deputies to combine the break/lunch periods to two (2) one-half (1/2) hour breaks during the ten (10) hour shift or one (1) one (1) hour break during the ten (10) hour shift.

Alternative Rest Periods & Shift Bidding

• Parties agreed to incorporate by reference any subsequent Memorandum of Agreement executed between the parties during the term of the labor agreement for review of twelve-hour shifts and other alternative work schedules is ongoing.
• Except in emergencies or stakeouts, employees working up to 12 hours need a 12-hour rest period between shifts.
• Uniformed employees can bid for shifts/days off based on seniority every four months or six-month intervals.
• Shift schedules are posted 15 days before bidding. Schedule changes require Association consultation.
• The Sheriff may reassign employees for operational needs.

Seniority and Special Assignments for Shift Bidding

• Seniority means time-in grade from the date of last continuous employment, except if there is a break in service of more than 30 days.
• Ties in the seniority list are broken by position on the hire list, with drawing of lots breaking any further ties.
• A Deputy is considered on Special Assignment for assignments of over 180 days, for which they tested, or positions that take that test are taken off the Detention or Patrol Bid.

Recognized Holidays

• The following official legal holidays will be observed: January 1 (New Year's Day); Third Monday in January (Martin Luther King, Jr.'s Birthday); Third Monday in February (President's Day); Last Monday in May (Memorial Day); June 19 (Juneteenth Day); July 4 (Independence Day); First Monday in September (Labor Day); Last Friday in October (Nevada Day); November 11 (Veterans' Day); Fourth Thursday in November (Thanksgiving Day); Day after Thanksgiving (Family Day); December 25 (Christmas Day)
• Any other day declared as a Nevada State holiday pursuant to NRS 236.015.
• Additional cash payments or compensatory time may be taken as other cash and/or compensatory time as outlined.

Eligibility and Pay for Holidays

• Employees must be in paid status before and after the holiday to be eligible for "holiday pay" hours and “holiday special” hours- LWOP employees are not eligible for holiday pay except for those called to military duty.
• Employees on worker's compensation are considered on paid status.
• “Holiday pay” is the pay equal to the increments of an employee's regular shift.
• Employees on light-duty or temporary assignments during a holiday week receive holiday pay according to their work schedule.
• Holiday payments are as cash only.
• "Assigned Shift", "Assigned Work Day", and "Normal Regularly Scheduled Hours are interchangeable terms that refer to the employee's Shift Bid Schedule.

Holiday Work Compensation

• Holiday Not Worked: If the employee does not work the holiday, then the employee would receive at their regular, straight hourly pay rate for the hours the employee would have worked.
• Holiday RDO: The employee receives an additional payment of holiday hours equal to the regular straight time hourly pay rate.
• Holiday Worked: employee shall be compensated his/her regular, hourly pay rate for each hour or major fraction worked on that holiday shift, in addition to receiving holiday pay.
• Holiday Overtime: The employee shall be compensated by 2.5 times his/her regular, hourly pay rate for each hour or major fraction worked on that holiday. Weekend Holiday Pay: Employees compensated a flat rate of $250.00 in addition to his/her regular, hourly pay rate from working the weekend holiday for working eight (8) or more hours on January 1st, July 4th November 11th, or December 25th .
• Holiday During Leave: It shall not be charged as leave if a holiday occurs during leave
• Employees must report all holiday hours on the day their shift begins.

Vacation

Accrual

• Effective June 30, 2016 each full-time employee receive forty eight hours vacation leave credit upon completion of six months of continuous county service.
• Less than three years of continuous service equals 96 annual hours earned.
• Three, but less than five years of continuous service, accrued into 136 annual hours earned.
• Five but less than 10 years of continuous service, is 152 earned hours
• 10 but less than 15 years, equals to 176 hours earned per year.
• Fifteen but less than 20 years equals to 192 earned hours annually
• Twenty or more years equals to 200 annual hours earned each year.
• Computing credit for vacation consider each employee to work not more than 40 hours each week
• Employees are paid his/her regular hourly rate for each hour of vacation time taken
• An employee's request to take annual leave may be denied by the Sheriff if it cannot be afforded due to operating requirements- the time off may be granted at a different time to avoid the loss of leave.
• Total vacation leave shall not exceed two hundred forty (240) hours unless request permission, and is denied.
• Any donation must be maintained by the employee by December 31 of that year.

Sick Leave

Accrual and Use

• Less than 10 years of service: one and one-fourth (1-1/4) working day per every month
• 10 or more years of service: one and one-half (1-1/2) days per month.
• Leave is accrued from year to year
• Accrued sick leave may be used when incapacitated to perform the position's duties due to sickness, injury, pregnancy, required medical/dental service, family illness or death (bereavement leave).
• Bereavement leave is capped at ten (10) days for funeral and family-related travel and is required to occur withing the first year after the event
• The Sheriff may require the employee to present evidence of need and for sick leave more than three (3) days is a suspected abuse case.
• A sick leave bank, comprised of up to three vacation hours, can be voluntarily contributed by each deputy and which starts in 2014, to allow donations of a portion of their vacation leave, to be used by the association
• These employees must have been evaluated as standard, or better.

Additional Information for Sick Leave

• Sheriff may permit the use of compensatory, vacation or personal leave if the employee does not have accumulated it.
• The benefit to receiving personal hours, requires the employee using zero to thirty two (32) hours of sick leave a year. (full calendar)
• If this qualification is reached, a total of 24 personal hours will be received in January
• All used sick, vacation and compensatory time, is considered for the employee, except for when such leave is not applicable, for the entire time frame.
• An equal transfer may be completed with another, if both sides are appropriate to do so.

Job-Connected Injuries

• Employees with temporary total service-connected disabilities resulting from activities unique to peace officers will receive compensation from the County so the total equals their regular salary.
• The employee is not charged with the use of any leave. This excludes incidental peace office duties.
• The County intends to bridge the gap between income, as such the employee must surrender the check to the Treasurer to receive the full amount.

Salaries

• Per NRS 286.421 salaries are subject to change due to the increases or decreases in the retirement contribution for Nevada's Public Employee Retirement System and shall be paid in two week iterations.
• Promotions result in the beginning step or a raises of seven percent greater.

Overtime, Call-Back, and Standby Pay

Overtime

• Overtime includes sick leave vacation and CTO and is defined as work beyond the normal shift and the normal workweek.
• Those with normal work shift working beyond will be compensated continuously for these hours.
• Washoe County views overtime within the Sheriff's Office is kept at a minimum, and requires discussion to review any alternatives for minimizing it.
• Prior authorization is needed unless the employee declares an emergency.

Call Back Pay

• When called to duty by a Supervisor or Scheduling System after an employee has completed his regular shift and are off duty for any period of time. When the employee requested to duty with notification less than twelve hours beforehand, includes a court appearance, would be paid one and one and half time each spend with no less or two(2) hours of duty
• Employee duty starts when signing in and ends when employee is released for good

Standby Time

• The Sheriff or designee determined the scheduled time, and it must be restricted, to allow the employee called into duty. Employees on schedule be compensated at one-fourth (1/4)
• Hourly work related telephone calls that do not require more than fifteen minutes are paid for in as such.

Longevity

• Employees with 5+ years of full-time service who have been rated to a satisfactory degree are entitled to longevity pay, 1/2% percent of the maximum years. Employees are eligible for determination on June 1 and December 1 and should be completed no later than each of respective months following each determination date. Effective July 1, 2024, the maximum longevity rate will be increased to two thousand dollars, 12. 210, and in 2026 again for 14.210 respectively.

Medical Plans

Premium Overview

• 100 percent payment will be provided by Washoe County. For elected dependents 50% payment will be attributed.
• All Employees hired by the County shall participate in the High Deductible Health Plan(HDHP) for a minimum term of years of full plan.

Insurance Negotiating Committee

• Agreement consists of County representatives of each bargaining unit and exists to recommend Washoe County Commission, any medical health changes to life plan payments. Alterations of plans or employee coverage will require permission authority. Effective approval will need certain groups identified below for all cases.. A retiree can be added for insight, although they shall be nominated before selection, and are therefore determined by the board and not appointed, which results in volunteer service. There will always be two (2) members participating in any negotiations to Washoe County Comptroller's Office with two members will consist from each represented insurance negotiator
• Each member must agree to the terms of the majority vote after being approved by the Commission, will then be bind onto both units. Must it be rejected, then a counter offer can be submitted within fifteen(15) periods of notification.

Additional Notes for the Article

• All arbitration costs, including the attorney's costs will be split

Notes pertaining to Washoe Retiree Health

• Any County retiree that may enroll in Washoe, without County health can do as as without subsidization
• Retirements from County or original years of County service
• Tier one employee, the percentage of coverage depends on years

Availability for subsidy will expire after June 30, 2040

• Coverage extends for the family in the event of the unit-member that is killed in the line of duty
• Additional requirements are stated for certain years per page

Medical Related

• The County is required to give any employee, regardless of the type of the employee, complete physical examinations every year
• The employee shall seek to receive further exams, pending that the individual are subjected or exposed to carcinogenic materials that may be discovered from their examination

Uniform

• The allowance paid out to the County's Sheriff will consist of a two hundred and fifty (250) every quarter, on the first payday of April July, October and the last payday of December
• The Department shall required to give a replacement must it be deemed to normal wearing

Safety Equipment

• County shall provide all items such as Utility uniform cap, name plates etc for all, however Jumpsuits will be provided as a required, as the discretion of the Divison Commander

• In lieu of the equipment allowance, deputies can use that for either ballistic or Level equipment is deemed worn

• An allotted amount will pay for all equipment by the county.

• All members of the Sheriff Department must agree to meet at least once a quarterly period

• Any fees must be paid to the County Sheriff

Court Appearance

• Required appearance will be compensated on a accord of Article 16 must it be scheduled during Offduty Schedule. If paid, all fees must be paid by individual The county vehicle

Differentials

• "assigned or assignments “ pertains to a long term position, whereas utilized or intermittent can used per diem.

• Those that assigned the position will be for no less that seventeen . Only the highest two differential with will applied in the end period

• Special" Per Diem" Pay differentials include the special of training and requirements per request 5% for Officer, Master and the scene. And TFO Deputies 2% cleanup

Shift

• A shift will be set for all hours that consist of seven The payment to night addition is as (7%) for in these hours, the shifts qualify as the entire shift. It is a requirement

Education Incentive

• Requirements for further are found on the PDF's in question P.O.S.T are to make (Effective July 1, Deputy is to quality for all of its base education. The incentive will continued until Deputy position
• Deputies cannot exceeds the requirements of by 6%, or have had that title.

Temporary Supervisor Fee

The supervisor set out is to be paid at Step 3 for Sergeant, four hours are to met. There must always be on time for duty

Instructions Deputy

• There is no direct law until the instruction is created from a Post examination

Unionized Deductions Dues

Must signed documentation the Union is paid every week, the amounts with be provided to the comptroller

Association Use of County Buildings

• A union is an association that has access for no expense, however it cannot interfere in building access

Distribution of The Contract

• Copy, be listed on the human site from all County Personnel

Resident deputy pay

If there will be employees a payment of $400 will be paid biweely

• A deposit assigned can only can be paid per per rated schedule

County Ordnance Provision

If there are other provisions within that government action, then the Union may decline for the more appropriate one from the provisions of that other section. No other provision on additional benefits shall be passed, if there are new agreements or other agreements

Amending Procedure for The County and Association

• The county should notified if there is a change within terms

Procedure for Proposition

• The state declares all communications by the chief, it could be handled 1st
• Punitive action for what can can dismissed, or suspension that action Must there action, be taken the party has the fourteen (14) period to reply If approved The order is set for another (7) time to be re reviewed , The Association through email has access

Order Review Process

The people and/or organizations, is not stated The HR office has thirty (30) periods for review Must there, the matter be taken into account The expenses of an examination will consist of , be equally distributed between the involved the members

No prior can be used if the file wasn't placed unless notified If the file for action isn't set or ready, it is then an act of Title VII

Issues on Appeal

A grievance must have occurred and be based apon said evidence with will be taken. The association. must it be done then its given the 34 period notice.

• Must be writing, specify what can be done, dates and others

Process of Grievance

An Association or those aggrieved will have the immediate supervisor of the chief to review the findings within forty five (45) days of the member knowing when the incident had occurred. , at a high the level with Chiefs should be elevated. The supervisor will have a decision in seven(7) or less days of the period

• Step 2 is to the Sheriff or Designated level of supervision who has up to Fourteen (14) days to respond, the sherif office has (Seven) 7 following in writing
• Level 3 to the County, to a member. With review then in fourteen days, with again a fourteen (14) period for the Sheriff's Office to respond.

Addendums on Health and Safety

• If, action must the committe or member. The office of and member will meet at three (3) with The Union submit their names must do the same in thirty (30) to submit back To provide better of, safety and be responsible, the employee is to provide that the union is allowed to file must the action is determined Capricious, is discriminatory.
• The travel expense policy, will abide to these requirements that the bargaining unit must abide

Rules Surrounding Workforce, Layoffs, and Senior Position Regulations

• Reductions: can either the full workforce, or just some.The Union, must not be affected by the department for said action
• Seniority is what will be referred to within all sectors and in ranking, of the Sheriff's Office with or within will decide who is first to leave
• Seniority must to the best interest, what ever happens. An association will help with how best to file under the appropriate action/ or help There will be a one paid if the employee does not have any funds or is deceased for various for wages or accured vacation leave, payment.. All of which distributed to the Union with or who and what has had that action against it

In Line for all Safety Measure Provisions

• In line for that will come up to the Union and the organization agrees to a life insurance. For 20, ooo dollars A savings the parties in all with come to for all agreements of The Union, with have for for all, with the authority to have to discuss. All parts is to be followed from county law

The compensations is that the there will automatic enrollment and some will may chose out from the plan. with all

• The employee is honored after fifteen 15yrs can receive a with ID and Badge.

Addendums to these

• The county with do has the has right the has right to reopened the has right To renegotiatiate during has

(Effective 7-1-24) Article 45- will state the has that it will remain