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03/08/2023 0753-01 22-MED-10-1153 22-MED-10-1154 42930 CONTRACT BETWEEN THE CITY OF GRANDVIEW HEIGHTS, OHIO AND FRATERNAL ORDER OF POLICE CAPITAL CITY LODGE NO.9 January 1, 2023 through December 31, 2025 18315739v1 TABLE OF CONTENTS Page No. ARTICLE 1 CONTRACT.......................................

03/08/2023 0753-01 22-MED-10-1153 22-MED-10-1154 42930 CONTRACT BETWEEN THE CITY OF GRANDVIEW HEIGHTS, OHIO AND FRATERNAL ORDER OF POLICE CAPITAL CITY LODGE NO.9 January 1, 2023 through December 31, 2025 18315739v1 TABLE OF CONTENTS Page No. ARTICLE 1 CONTRACT...............................................................................................................1 Section 1.1 Contract.....................................................................................................1 Section 1.2 Purpose......................................................................................................1 Section 1.3 Legal References.......................................................................................1 Section 1.4 Severability...............................................................................................1 Section 1.5 Amendment of Contract............................................................................1 Section 1.6 Past Practice..............................................................................................1 Section 1.7 Enforceability of Contract.........................................................................2 ARTICLE 2 RECOGNITION.........................................................................................................2 Section 2.1 Recognition...............................................................................................2 Section 2.2 Bargaining Units.......................................................................................2 ARTICLE 3 LODGE SECURITY...................................................................................................2 Section 3.1 Dues Deduction.........................................................................................2 Section 3.2 Lodge Responsibility................................................................................3 Section 3.3 Lodge Bulletin Board................................................................................3 Section 3.4 Lodge Ballot Box......................................................................................3 Section 3.5 Bargaining Unit Meetings.........................................................................3 Section 3.6 Lodge Business.........................................................................................3 Section 3.7 Intra-Departmental Mail and E-Mail System...........................................4 ARTICLE 4 NON-DISCRIMINATION..........................................................................................4 Section 4.1 Joint Pledge...............................................................................................4 Section 4.2 City Pledge................................................................................................4 Section 4.3 Lodge Pledge............................................................................................4 ARTICLE 5 MANAGEMENT RIGHTS........................................................................................4 Section 5.1 Management Rights..................................................................................4 Section 5.2 Limitations................................................................................................5 ARTICLE 6 GRIEVANCE PROCEDURE.....................................................................................5 Section 6.1 Grievance Defined....................................................................................5 Section 6.2 Qualifications............................................................................................5 Section 6.3 Jurisdiction................................................................................................6 Section 6.4 Grievance Procedure.................................................................................6 Section 6.5 Group and Lodge Grievance.....................................................................8 Section 6.6 Grievance Forms......................................................................................8 Section 6.7 Calendar Days...........................................................................................8 Section 6.8 Time Limits...............................................................................................8 ARTICLE 7 ARBITRATION..........................................................................................................8 Section 7.1 Arbitration Appeal....................................................................................8 Section 7.2 Selection of the Arbitrator.........................................................................9 Section 7.3 Authority of the Arbitrator........................................................................9 Section 7.4 Arbitrability...............................................................................................9 Section 7.5 Non-Discrimination.................................................................................10 ARTICLE 8 LODGE REPRESENTATION.................................................................................10 Section 8.1 Grievance Representatives......................................................................10 Section 8.2 Grievance Representative........................................................................10 Section 8.3 Lodge Training.......................................................................................10 ARTICLE 9 DELEGATES............................................................................................................11 Section 9.1 Delegates.................................................................................................11 ARTICLE 10 NEGOTIATIONS...................................................................................................11 Section 10.1 Negotiations Committees........................................................................11 Section 10.2 Good Faith Bargaining............................................................................11 Section 10.3 Information..............................................................................................11 Section 10.4 Private Meetings.....................................................................................11 Section 10.5 Chief Negotiator......................................................................................12 Section 10.6 Meeting Notes.........................................................................................12 Section 10.7 Proposals.................................................................................................12 Section 10.8 Caucus/Adjournment...............................................................................12 Section 10.9 News Media/Public.................................................................................12 Section 10.10 Tentative Agreements.............................................................................12 Section 10.11 Ratification Procedure.............................................................................12 ARTICLE 11 DISPUTE RESOLUTION......................................................................................12 Section 11.1 Dispute Resolution..................................................................................12 Section 11.2 Continuation of Current Contract...........................................................13 Section 11.3 Economic Increases.................................................................................13 ARTICLE 12 INTERNAL REVIEW PROCEDURE...................................................................13 Section 12.1 Scope.......................................................................................................13 Section 12.2 Notification.............................................................................................13 Section 12.3 Right to Representation...........................................................................13 Section 12.4 Conduct of Questioning..........................................................................13 Section 12.5 Access to Questioning Tapes and Documents........................................14 Section 12.6 Application to Other Members...............................................................14 Section 12.7 Anonymous and Citizen Complaints......................................................15 Section 12.8 Investigation Record...............................................................................15 Section 12.9 Chain of Command.................................................................................15 ARTICLE 13 CORRECTIVE ACTION AND RECORDS..........................................................15 Section 13.1 Discipline for Cause................................................................................15 Section 13.2 Pre-disciplinary Hearings........................................................................15 Section 13.3 Actions of Record...................................................................................16 Section 13.4 Progressive Action..................................................................................16 Section 13.5 Duration of Records................................................................................16 Section 13.6 Notice of Counseling or Training...........................................................17 Section 13.7 Member's Acknowledgment....................................................................17 Section 13.8 Review of Personnel Files.......................................................................17 Section 13.9 Inaccurate Documents.............................................................................18 Section 13.10 Placement of Material in Personnel Files...............................................18 ARTICLE 14 LABOR RELATIONS MEETINGS.......................................................................18 Section 14.1 Meetings..................................................................................................18 ARTICLE 15 SAFE EQUIPMENT...............................................................................................19 Section 15.1 Safe Equipment.......................................................................................19 ARTICLE 16 WORK RULES.......................................................................................................19 Section 16.1 Work Rules.............................................................................................19 ARTICLE 17 SENIORITY............................................................................................................19 Section 17.1 Seniority Defined....................................................................................19 Section 17.2 Seniority List...........................................................................................20 ARTICLE 18 PROBATIONARY PERIODS................................................................................20 Section 18.1 Initial Probationary Period......................................................................20 Section 18.2 Extension of Probationary Period...........................................................20 Section 18.3 Promotional Probationary Period............................................................21 ARTICLE 19 LAYOFFS/JOB ABOLISHMENT.........................................................................21 Section 19.1 Layoffs....................................................................................................21 Section 19.2 Job Abolishment......................................................................................21 Section 19.3 Notice of Action......................................................................................21 Section 19.4 Reinstatement and Recall........................................................................21 Section 19.5 Appeals....................................................................................................22 ARTICLE 20 MISCELLANEOUS PROVISIONS.......................................................................22 Section 20.1 Contract Copies.......................................................................................22 Section 20.2 Auxiliary Officers...................................................................................22 Section 20.3 Performance Evaluations........................................................................22 Section 20.4 Fitness for Duty Examination.................................................................23 ARTICLE 21 WAIVER IN CASE OF EMERGENCY................................................................23 Section 21.1 Waiver of Grievance Time Limits and Job Assignments.......................23 Section 21.2 Termination of Emergency.....................................................................23 ARTICLE 22 WAGES..................................................................................................................24 Section 22.1 Rates of Pay............................................................................................24 Section 22.2 Effective Dates........................................................................................25 Section 22.3 Application of Pay Rates.........................................................................25 Section 22.4 Pay Period...............................................................................................25 Section 22.5 Shift Differential.....................................................................................25 Section 22.6 Lateral (Advance Step) Hiring................................................................25 ARTICLE 23 WORKING OUT OF RANK..................................................................................26 Section 23.1 Working out of Rank...............................................................................26 ARTICLE 24 LONGEVITY PAY.................................................................................................26 Section 24.1 Longevity Pay.........................................................................................26 Section 24.2 Payment...................................................................................................26 Section 24.3 Separation Payment.................................................................................27 ARTICLE 25 HOURS OF WORK................................................................................................27 Section 25.1 Workday/Workweek...............................................................................27 Section 25.2 Compensatory Time................................................................................27 Section 25.3 Substitution (Trading) of Time...............................................................27 Section 25.4 Detective On-Call Compensatory Time..................................................28 ARTICLE 26 OVERTIME............................................................................................................28 Section 26.1 Overtime..................................................................................................28 Section 26.2 Computation and Payment......................................................................28 Section 26.3 Call-In Pay..............................................................................................28 Section 26.4 Stand-By Pay..........................................................................................28 ARTICLE 27 RATES OF PAY FOLLOWING CERTAIN PERSONNEL ACTIONS...............29 Section 27.1 Return to Duty.........................................................................................29 Section 27.2 Return from Military Service..................................................................29 Section 27.3 Reduction in Rank...................................................................................29 Section 27.4 Recall from Layoff..................................................................................29 Section 27.5 Reinstatement from Authorized Leave...................................................29 ARTICLE 28 HOLIDAYS............................................................................................................29 Section 28.1 Holidays..................................................................................................29 Section 28.2 Special Holiday.......................................................................................30 Section 28.3 Holiday Pay.............................................................................................30 Section 28.4 Holiday Work..........................................................................................30 Section 28.5 Termination.............................................................................................30 ARTICLE 29 VACATION............................................................................................................30 Section 29.1 Vacation Accrual.....................................................................................30 Section 29.2 Personal Leave........................................................................................31 Section 29.3 Scheduling and Approval........................................................................31 Section 29.4 Vacation Accrual Limits.........................................................................31 Section 29.5 Unpaid Vacation Leave...........................................................................31 Section 29.6 Vacation Pay Upon Separation...............................................................31 ARTICLE 30 SICK LEAVE..........................................................................................................31 Section 30.1 Sick Leave Accrual.................................................................................31 Section 30.2 Use of Sick Leave...................................................................................32 Section 30.3 Sick Leave Verification...........................................................................32 Section 30.4 Abuse of Sick Leave...............................................................................32 Section 30.5 Minimum Charge to Sick Leave.............................................................33 Section 30.6 Sick Leave Credit on Return Service......................................................33 Section 30.7 Sick Leave Credit Upon Transfer...........................................................33 Section 30.8 Pay of Accumulated Sick Leave.............................................................33 Section 30.9 Payment of Sick Leave to a Member Killed on Duty.............................33 Section 30.10 Sick Leave Reciprocity...........................................................................33 ARTICLE 31 OTHER LEAVES...................................................................................................35 Section 31.1 Bereavement Leave.................................................................................35 Section 31.2 Special Leave..........................................................................................35 Section 31.3 Jury Duty Leave......................................................................................35 Section 31.4 Military Leave.........................................................................................35 Section 31.5 Examination Leave.................................................................................35 Section 31.6 FMLA Leave...........................................................................................35 ARTICLE 32 INJURY LEAVE....................................................................................................36 Section 32.1 Use..........................................................................................................36 Section 32.2 Coordination with Worker’s Compensation...........................................36 Section 32.3 Payment Pending Approval....................................................................36 ARTICLE 33 TUITION REIMBURSEMENT PLAN..................................................................36 Section 33.1 Eligibility.................................................................................................36 Section 33.2 Resignation, Retirement Or Discharge...................................................38 ARTICLE 34 INSURANCE..........................................................................................................38 Section 34.1 Insurance.................................................................................................38 Section 34.2 Health and Dental Care Insurance Premiums.........................................38 Section 34.3 Life Insurance.........................................................................................38 Section 34.4 Liability Coverage...................................................................................38 Section 34.5 Insurance Carriers...................................................................................38 ARTICLE 35 UNIFORMS............................................................................................................39 Section 35.1 Uniform Parts and Equipment.................................................................39 Section 35.2 Protective Body Vests.............................................................................39 Section 35.3 Damaged or Destroyed Personal Property..............................................39 Section 35.4 Reimbursement to Members...................................................................40 ARTICLE 36 EMPLOYEE ALCOHOL AND DRUG TESTING................................................40 Section 36.1 Joint Statement........................................................................................40 Section 36.2 Definitions...............................................................................................40 Section 36.3 Prohibitions.............................................................................................40 Section 36.4 Drug and Alcohol Testing Permitted......................................................41 Section 36.5 Order to Submit to Testing......................................................................41 Section 36.6 Test to be Conducted...............................................................................41 Section 36.7 Disciplinary Action.................................................................................42 Section 36.8 Right of Appeal.......................................................................................43 Section 36.9 Duty Assignment after Treatment...........................................................43 Section 36.10 Records Retention and Use.....................................................................44 ARTICLE 37 PHYSICAL FITNESS & MENTAL HEALTH PROGRAM.................................44 Section 37.1 Member Participation..............................................................................44 Section 37.2 Mental Health Program...........................................................................44 Section 37.3 Physical Fitness Program........................................................................44 Section 37.4 Payment of Incentives and Eligibility.....................................................46 ARTICLE 38 PROMOTIONAL APPOINTMENTS....................................................................46 Section 38.1 Promotional Appointments......................................................................46 ARTICLE 39 SPECIAL DUTY....................................................................................................46 Section 39.1 Special Duty............................................................................................46 Section 39.2 Special Duty Pay.....................................................................................47 Section 39.3 Restrictions on Special Duty...................................................................47 Section 39.4 Use of City Property...............................................................................47 Section 39.5 Body Worn Cameras...............................................................................47 ARTICLE 40 MISCELLANEOUS................................................................................................47 Section 40.1 Field Training..........................................................................................47 Section 40.2 Bilingual Pay...........................................................................................47 Section 40.3 Duty Weapon..........................................................................................48 Section 40.4 Leave Donation.......................................................................................48 ARTICLE 41 DURATION............................................................................................................49 ARTICLE 1 CONTRACT Section 1.1 Contract. This Contract is made and entered into by and between the City of Grandview Heights, Ohio (hereinafter referred to as the City), and the Fraternal Order of Police, Capital City Lodge No. 9 (hereinafter referred to as the Lodge). Section 1.2 Purpose. This Contract is made for the purpose of promoting cooperation and orderly, constructive and harmonious relations among the City, members of the bargaining units, and the Lodge. Section 1.3 Legal References. In that this Contract governs the wages, hours, terms and other conditions of employment for members of the bargaining units, its specifications prevail over any conflicting ordinances or state law pertaining to wages, hours, terms and other conditions of employment. Laws pertaining to civil rights, affirmative action, unemployment compensation, workers' compensation, and retirement of members of the bargaining units are not superseded by this Contract, except where supplemental workers' compensation or supplemental unemployment have been negotiated and included herein. The conduct and grading of civil service examinations, the rating of candidates, the establishment of eligible lists from the examinations and the original appointments from the eligible lists are not subjects of bargaining under this Contract. Section 1.4 Severability. Should any part of this Contract be held invalid by operation of law or by any tribunal of competent jurisdiction, or should compliance with or enforcement of any part of this Contract be restrained by any such tribunal pending a final determination as to its validity, such invalidation or temporary restraint shall not invalidate or affect the remaining portions hereof or the application of such portions to persons or circumstances other than those to whom or to which it has been held invalid or has been restrained. In the event of invalidation of any portion of this Contract by a tribunal of competent jurisdiction, and upon written request by either party, the City and the Lodge shall meet within thirty (30) days of receipt of a written request from either party to the other, in an attempt to modify the invalidated provisions by good faith negotiations. The City agrees that no member hereunder shall be asked to make any written or verbal agreement which shall in any way conflict with this Contract. Section 1.5 Amendment of Contract. Unless otherwise provided in this Contract, no changes in this Contract shall be negotiated during the duration of this Contract unless there is a written accord by and between the City and the Lodge hereto to do so. Section 1.6 Past Practice. The City agrees to continue all existing practices and benefits during the term of this Contract. The Chief of Police, with the approval of the Mayor, shall determine all past practices and benefits. If the Lodge disagrees as to whether a past practice or benefit does exist, the Lodge may file a grievance over the matter at Step 3 of the grievance procedure. Nothing herein precludes the parties through the Labor Relations Committee process, from discussing whether a past practice or benefit exists. Section 1.7 Enforceability of Contract. The City and the Lodge assert and believe that the provisions of this Contract are legally enforceable. ARTICLE 2 RECOGNITION Section 2.1 Recognition. The City recognizes the Lodge as the sole and exclusive representative for all employees included in the bargaining units described in Section 2.2 of this Article. The Lodge is recognized by the City as the sole and exclusive representative of all Bargaining Units' members in any and all matters relating to wages, hours, and terms and other conditions of employment, and the continuation, modification, or deletion of an existing provision of the Contract, and the resolution of questions arising under this Contract. Section 2.2 Bargaining Units. Pursuant to Section 4117.06 of the Revised Code there are established two (2) bargaining units within this Contract. The first bargaining unit consists of all regular full-time sworn Police Officers of the City who are below the rank of Sergeant. The second bargaining unit consists of all regular full-time sworn Police Officers who are of the rank of Sergeant and above. Excluded from inclusion in either bargaining unit, and thereby from coverage within this Contract, are the positions of Chief, Deputy Chief, and Captain. By agreeing to a single, unified contract for both bargaining units, neither party waives its right to insist on separate bargaining for the two units in negotiations for a successor contract. Reference throughout this Contract to members of the bargaining units (hereinafter, "member" or "members") shall mean employees within both bargaining units, unless specified otherwise. ARTICLE 3 LODGE SECURITY Section 3.1 Dues Deduction. Members of the bargaining unit may elect to join or not join the union. Pursuant to Section 4117.09(B) of the Revised Code, the City agrees to deduct Lodge membership dues in the amount certified by the Lodge to the City the first pay period of each month, from the pay of any Lodge member requesting the same. The City also agrees to deduct Lodge initiation fees and assessments, in the amount certified by the Lodge to the City the first pay period of each month, in which such fees and assessments are due, from the pay of any appropriate Lodge member. If a deduction is desired, the member shall sign a payroll deduction form which shall be mutually prepared by the City and the Lodge and presented to the City Finance Director. The City agrees to furnish to the Financial Secretary of the Lodge, once each calendar month, a warrant in the aggregate amount of the deductions made for that calendar month, together with a listing of the Lodge members for whom deductions were made. Nothing herein shall prohibit Lodge members covered by this Contract from submitting dues directly to the Lodge. The City shall provide the Lodge with additional group eligible payroll deductions or the purpose of the Lodge providing additional members' benefits, contingent upon the capability of the computer program. 18315739v1 2 Dues will cease to be deducted from employees who separate from employment with the City as of the date of separation; provided, however, that no dues shall be prorated or refunded in the month of separation. Section 3.2 Lodge Responsibility. Except as otherwise provided in Sections 3.1 and 3.2 of this Article, the Lodge agrees that the City assumes no obligation, financial or otherwise, arising out of the provisions of this Contract regarding the deduction of Lodge membership dues and/or the Lodge-determined fair share fees of non-Lodge members. Upon remittance of dues deductions and fair share fees to the Lodge each month, their disposition thereafter shall be the exclusive responsibility of the Lodge. The Lodge hereby agrees that it will indemnify and hold harmless the City and its agents from any claim(s), action(s) or proceeding(s), including the defense thereof, by an employee or exemployee arising out of any deductions made by the City pursuant to Sections 3.1 and 3.2 of this Contract. However, if requested by the City, the Lodge shall provide its legal counsel at no cost to the City and/or its agents to defend the City and/or its agents in any such claim(s), action(s) or proceeding(s). Section 3.3 Lodge Bulletin Board. The Lodge shall be permitted to continue to maintain a Lodge bulletin board in the squad room at Division Headquarters. Lodge bulletins and Lodge material only will be permitted to be posted on this board. Section 3.4 Lodge Ballot Box. The Lodge shall be permitted, upon prior notification to the Chief of Police, to place a ballot box at Division Headquarters for the purpose of collecting members' ballots on all Lodge issues subject to ballot. Such box shall be the property of the Lodge and neither the ballot box nor its contents shall be subject to the City's review. Section 3.5 Bargaining Unit Meetings. The Lodge shall be permitted, upon prior notification to the Chief of Police, to hold meetings for the Lodge members in the bargaining units or for all members at Police Headquarters or other City buildings, room or facility. The notification required under this Article shall be in writing, shall be delivered to the Chief at least forty-eight (48) hours prior to the time of the meeting, and shall state the date, time and requested location of the meeting. The City agrees to hold the requested location open for use by the Lodge on the date and at the time specified in the Lodge's notification to the Chief. However, if it is not practicable for the City to provide the requested location to the Lodge, the City will so notify the Lodge and make every effort to provide for an alternate meeting location in another City building, room or facility. Bargaining unit(s) meetings shall be scheduled at such times as to reasonably accommodate the Division’s scheduling needs. Section 3.6 Lodge Business. Representatives of the Lodge shall be permitted to transact official Lodge business at departmental work sites at all reasonable times, provided that this shall not interfere with or interrupt normal departmental operations. Section 3.7 Intra-Departmental Mail and E-Mail System. The Lodge shall be permitted to utilize the intra-departmental mail system for the purpose of providing information pertaining to Lodge business or bargaining unit representation to members. All mail placed into the mail system by the Lodge shall be the property of the members to whom it is addressed and sealed on the envelope. Such mail shall not be subject to the City's review. The Lodge will also be permitted to utilize the City's electronic mail system in accordance with the City's established policies as currently in effect or as may be amended, for the purpose of providing information pertaining to Lodge business or bargaining unit representation to members. The Lodge agrees that the use of these systems will be reasonable and limited to providing information that is necessary for the normal conduct of Lodge business or representation of the bargaining units. ARTICLE 4 NON-DISCRIMINATION Section 4.1 Joint Pledge. The City and the Lodge shall not discriminate against any member on the basis of the member's age, race, color, sex, sexual orientation, gender identity, creed, religion, ancestry, national origin, political affiliation, disability or application for or participation in the Worker's Compensation Program, as provided by law. Section 4.2 City Pledge. The City agrees not to discriminate against any member on the basis of his or her membership or non-membership in the Lodge, nor to discriminate, interfere with, restrain or coerce any member because of Lodge membership or because of or regarding his or her activities as an officer or other representative of the Lodge. Section 4.3 Lodge Pledge. The Lodge, within the terms of its Constitution and Bylaws, agrees not to interfere with the desire of any member to become and remain a member of the Lodge. The Lodge agrees to fairly represent all members subject to the provisions and procedures set forth in Section 4117.ll (B) (6) and 4117.12 of the Revised Code. ARTICLE 5 MANAGEMENT RIGHTS Section 5.1 Management Rights. To the extent provided by law, but not in denigration of applicable civil service law not superseded by the terms of this Contract, the City retains the exclusive right and authority to administer the business of the City, in addition to other functions and responsibilities which are required by law, and the full right and responsibility to direct the operations of the Division of Police, to promulgate rules and regulations and to otherwise exercise the prerogatives of management, which more particularly include but are not limited to, the following: A. Determine matters of inherent managerial policy which include, but are not limited to, areas of discretion or policy such as the functions and programs of the public employer, standards of service, its overall budget, utilization of technology, and organizational structure; B. Direct, supervise, evaluate or hire employees; C. Maintain and improve the efficiency and effectiveness of governmental operations; D. Determine the overall methods, process, means or personnel by which government operations are to be conducted; E. Suspend, discipline, demote or discharge for just cause; or layoff, transfer, assign, schedule, promote or retain employees; F. Determine the overall mission of the Employer as a unit of G. Effectively manage the workforce; H. Take action to carry out the mission of the public employer as a governmental unit; and I. Determine the adequacy of the work force. government; Section 5.2 Limitations. The exercise of the foregoing powers, rights, authority, duties and responsibilities, the adoption of reasonable policies, rules and regulations and practices in furtherance thereof, and the use of judgment and discretion in connection therewith shall be limited only by the express terms of this Contract. The City is not required to bargain with the Lodge during the term of this Contract on subjects reserved to its management and direction, except as affect wages, hours, terms and conditions of employment and the continuation, modification or deletion of a provision of this Contract. ARTICLE 6 GRIEVANCE PROCEDURE Section 6.1 Grievance Defined. A grievance is any unresolved question or dispute regarding the wages, hours and terms and conditions of employment of members as these unresolved questions or disputes concern the application and interpretation of this Contract. Section 6.2 Qualifications. A grievance can be initiated by the Lodge, any aggrieved member or group of members. If the grievance is initiated by the Lodge, the Lodge President, or designee, should notify the Grievance Chairman prior to filing the grievance. When a group of members desire to file a grievance involving each member of the group in a substantially similar manner, the Lodge or the Grievance Chairman may select one member to process the grievance as the designated representative of the affected group members provided that any such group grievance shall be expressly labeled as such and shall further identify the members of the group with particularity. The Lodge shall not process a grievance on behalf of any member without the knowledge and consent of the member. Probationary employees within the rank of police officer may use the grievance procedure for all matters except for discharge. A member has the right to present grievances and have them adjusted, without the intervention of the Lodge, as long as the adjustment is consistent with the terms of this Contract and as long as the Lodge has the opportunity to be present at the adjustment. Section 6.3 Jurisdiction. A. Nothing in this grievance procedure shall deny a member, group of members, or the Lodge any rights available at law to achieve redress of legal rights before a forum (court or agency) independent of this Contract. However, once an election is made to pursue a matter before a forum independent of this Contract, and said forum either takes jurisdiction over said matter or dismisses the appeal or claim filed therein for lack of jurisdiction due to an untimely filing, a member, group of members, or the Lodge is thereinafter precluded from seeking a remedy under this grievance procedure. B. If jurisdiction by the elected forum is denied for any other reason except timeliness, the matter may be thereupon presented as a grievance if it meets the grievance definition and is filed within seven (7) calendar days of the denial of jurisdiction. Workers' Compensation claims and unemployment claims are not subject to processing under this grievance procedure. Section 6.4 Grievance Procedure. The following are the implementation steps and procedures for handling members' grievances: A. Preliminary Step. A member having an individual grievance will first attempt to resolve it informally with the supervisor whose action(s) gave rise to the grievance. Such attempt at informal resolution shall be made by the membergrievant within fourteen (14) calendar days following the events or circumstances giving rise to the grievance having occurred or becoming first known by the member-grievant; grievances brought to the attention of the supervisor (except for automatic time extensions as hereinafter described in Section 6.7) beyond the fourteen (14) calendar days time limit need not be considered. At this step, there is no requirement that the grievance be submitted, or responded to, in writing; however, a Grievance Representative may accompany the grievant to a meeting with the supervisor should the latter request his/her attendance. The supervisor will respond informally within seven (7) calendar days. If the member is not satisfied with the oral response from the supervisor at this Step, the member may pursue the formal Steps which follow. Before a grievance is placed in writing pursuant to Step One, such grievance should be reviewed by the Grievance Representative. B. Step One- Supervisor 1. When a member has a grievance in which the supervisor's oral response in the Preliminary Step is unsatisfactory, the member may then submit said grievance in writing to that supervisor on the grievance form. Such Form must be submitted to the supervisor within seven (7) calendar days following the oral response from the Preliminary Step. The supervisor shall date stamp the Form on the date of his/her receipt of it. Grievances submitted beyond the seven (7) calendar day time limit need not be considered. 2. C. D. Within seven (7) calendar days after the receipt of the written grievance, the supervisor shall affix the written response to the Form, date and sign the response, and return one copy of it to the grievant. If the aggrieved member does not refer the grievance to the Second Step of this Procedure within seven (7) calendar days after the member's receipt of the decision rendered in this Step, the grievance shall be considered to be satisfactorily resolved. Step Two - Chief (or designee) 1. Should the member-grievant not be satisfied with the answer in Step One, within seven (7) calendar days thereafter the member may appeal the grievance to this Step Two by delivering or having delivered a copy of the Grievance Form, containing the written responses at Step One and any other pertinent documents, to the office of the Chief. The form shall be date- stamped upon receipt. A grievance submitted beyond the seven (7) calendar day time limit shall not be considered. 2. Within fourteen (14) calendar days of receipt of the Grievance Form, the Chief, or designee, shall investigate the grievance, and shall schedule and conduct a meeting to discuss the grievance with the member-grievant and the Grievance Representative. All parties involved in the grievance shall be notified and may be in attendance at the grievance meeting. A Lodge representative may also attend this meeting. The parties may by mutual written agreement waive the conduct of a meeting at this level. 3. In the meeting called for at this Step, the Chief, or designee, shall hear a full explanation of the grievance and the material facts relating thereto. 4. Within seven (7) calendar days of the Chiefs receipt of the grievance or of the meeting if held at this step, the Chief, or designee, shall submit to the member-grievant and to the Grievance Representative a written response to the grievance. The response shall be affixed to the grievance form. Step Three - Mayor (or designee) 1. Should the member-grievant not be satisfied with the answer in Step Two, within seven (7) calendar days after the member's receipt thereof, the member may appeal the grievance to Step Three by delivering or having delivered a copy of the Grievance Form, containing the written responses at the prior Steps and any other pertinent documents, to the office of the Mayor. The form shall be date stamped upon receipt. A grievance submitted beyond the seven (7) calendar day time limit shall not be considered. 2. Within twenty-eight (28) calendar days from the Mayor's receipt of the Grievance Form, the Mayor or designee shall investigate the grievance, and shall schedule and conduct a meeting to discuss the grievance with the Grievance Representative and the member- grievant. All parties involved in the grievance shall be notified and may be in attendance at the grievance meeting. A Lodge representative may also attend the meeting. 3. In the meeting called for at this Step, the Mayor, or designee, shall hear a full explanation of the grievance and the material facts relating thereto. 4. A copy of the written response shall be submitted to the member- grievant and to the Grievance Representative. The response shall be affixed to the grievance form. Section 6.5 Group and Lodge Grievance. Group grievances shall be initiated at Step Two within fourteen (14) calendar days following the events or circumstances giving rise to the grievance having occurred or becoming first known to one of the group grievants. Lodge grievances shall be initiated at Step Two within fourteen (14) calendar days following the occurrence of event or circumstances giving rise to the grievance or becoming first known to a member. Section 6.6 Grievance Forms. The City and the Lodge shall develop jointly a Grievance Form. Such Forms will be supplied by the Lodge and made available to Grievance Representatives. Section 6.7 Calendar Days. For the purpose of counting time, "calendar days" as used in this Article will not include approved leaves or holidays. Section 6.8 Time Limits. It is the City's and the Lodge's intention that all time limits in the above Grievance Procedure shall be met. However, to the end of encouraging thoughtful responses at each Step, the Lodge's and the City's designated representative may mutually agree, at any Step, to short time extensions, but any such agreement must be in writing and signed by the parties. In the absence of such mutual extensions, the grievant may, at the Preliminary Step or Step One where a response is not forthcoming within the specified time limits, move the grievance to the next Step in the procedure; if a response is not forthcoming within the specified time limits at Step Two or Three, the grievance is presumed granted by the City in full, and the City shall immediately implement the requested remedy, except as the requested remedy would constitute a violation of law, a violation of this Contract, or cost more than Five Hundred Dollars ($500.00). If an office specified for receipt of a grievance or grievance appeal is closed for an entire day, which day is the last day of the time period prescribed for the filing of a grievance or grievance appeal, then the grievant will be permitted to file the grievance or grievance appeal on the next day on which such office is open. Similarly, if the City's last day to respond is on a day during which the City's administrative office is not open for business, then the City will be permitted to deliver its response on the next day in which the City's administrative office is open for business. ARTICLE 7 ARBITRATION Section 7.1 Arbitration Appeal. Should a grievant, after receiving the written answer to the grievance at Step 3 of the Grievance Procedure still feel that the grievance has not been satisfactorily resolved, he or she may, upon approval of the Lodge President, request it be heard before an arbitrator. The Lodge, by the Lodge President, must notify the Mayor of the Lodge's intention to proceed to arbitration within fourteen (14) calendar days of the grievant’ s receipt of the written answer from the Mayor. Failure to request arbitration in a timely manner shall terminate the grievance process. Section 7.2 Selection of the Arbitrator. The Mayor, or designee, and the Lodge President, or designee, shall jointly take the necessary steps to request that the Federal Mediation and Conciliation Service (“FMCS”) submit a panel of seven (7) arbitrators with residences or business addresses in Ohio from which the City and the Lodge shall select one by mutual agreement. The costs associated with obtaining a list of arbitrators from the FCMS shall be borne equally by the City and the Lodge. If an agreement cannot be reached as to one mutually acceptable arbitrator from the panel, an arbitrator will then be selected by the representatives of the City and the Lodge alternatively striking names and selecting the final remaining name. Either the City or the Lodge shall have the option to completely reject the list of names and request another list only once. Nothing herein shall preclude the City and the Lodge from selecting an arbitrator by mutual agreement. For services rendered collectively during the performance of his/her responsibilities, the arbitrator's fee shall be borne equally by both parties. The cost of any proof produced at the direction of the arbitrator, and any rent, if any, for a hearing room, shall be borne by both parties. The expenses of any non-employee witnesses shall be borne, if at all, by the party calling them. The fees of the court reporter shall be paid by the party requesting one; such fee however, shall be split equally if both the City and the Lodge request a court reporter or request any transcript. Any member in attendance for such hearings shall not lose pay or any benefits to the extent such hearing hours are during his/her normally scheduled working hours on the day of the hearing. Section 7.3 Authority of the Arbitrator. The arbitrator shall conduct a fair and impartial hearing on the grievance, hearing testimony from both the City and the Lodge. The arbitrator shall only consider and make an award with respect to the specific issue or issues submitted in writing by the City and/or the Lodge. In the event the arbitrator finds a violation of the terms of this Contract, he/she is empowered to fashion the appropriate remedy. The arbitrator shall not have the authority to make an award contrary to or inconsistent with this Contract. The arbitrator shall not have the power to add to, subtract from, amend, nullify or otherwise modify the provisions of this Contract. The decision shall be based solely upon the arbitrator's interpretation of the meaning or application of the terms of this Contract to the facts presented. The decision shall be rendered within thirty (30) days following the close of the hearing. Where post-hearing briefs are filed the hearing shall be considered closed upon the arbitrator's receipt of such briefs. The decision of the arbitrator shall be final and binding, but subject to appeal pursuant to Chapter 2711 of the Ohio Revised Code. Section 7.4 Arbitrability. The question of arbitrability of a grievance may be raised by the City before the arbitrator hears the merits of the grievance. If a question of arbitrability is raised, the arbitrator may either rule on this issue or reserve ruling on the same and hear the merits of the grievance before issuing a ruling on this question. Section 7.5 Non-Discrimination. No unit member or official of the Lodge shall be removed, disciplined, harassed or discriminated against because he/she has filed or pursued in good faith a grievance or arbitration under the procedure of this Contract. ARTICLE 8 LODGE REPRESENTATION Section 8.1 Grievance Representatives. The Lodge President shall designate two (2) Grievance Representatives, one for each bargaining unit. A member and a Grievance Representative shall be allowed time off from regular duties, with pay, for attendance at scheduled Grievance Hearings under the Grievance Procedure with prior approval of the Chief, or designee. Grievance Representatives shall be allowed adequate time, as approved by the Chief, or designee, on duty, with pay to conduct a proper investigation of each grievance. Such approval will not be unreasonably withheld. If a grievant is prejudiced by the withholding of such approval such that the grievant is denied a reasonable opportunity to appeal the grievance or have it heard, a reasonable extension of time shall be granted so that the grievant may timely appeal the grievance or have it heard. The Lodge President shall notify the Chief, in writing, of the names of Grievance Representatives within thirty (30) days of their appointment. Section 8.2 Grievance Representative. Representative shall include the following: The authorized functions of a Grievance A. Attendance at any City-Lodge joint meetings relating to employee relations and/or grievances; B. Representing the Lodge in investigating and processing grievances in the Grievance Procedure. C. Replacing the other Grievance Representative who is absent or unavailable; D. General supervision and coordination of grievances in process; and E. Act as liaison between the Administration and the Lodge on matters concerning grievances. Section 8.3 Lodge Training. The City, upon reasonable notice by the Lodge, shall permit Grievance Representatives to be released with pay, not to exceed a cumulative total for all such members of twenty-four (24) hours annually, to attend training sessions sponsored by the Lodge related to contract administration and conduct of the grievance/arbitration procedure. ARTICLE 9 DELEGATES Section 9.1 Delegates. Members who are elected or selected delegates or alternates to the State or National Conferences of the Fraternal Order of Police shall be allowed reasonable time to attend such functions. To the extent any such time is during such delegates' scheduled work hours, they shall be given consideration to a schedule rearrangement, or they shall be allowed to use their vacation time and/or compensatory time. The same consideration shall be afforded to a member who serves on the Lodge's Executive Board for attendance at Lodge meetings. ARTICLE 10 NEGOTIATIONS Section 10.1 Negotiations Committees. The Lodge and the City have the right to select their own Negotiations Committee and to change Committee members at will. The Lodge team will consist of no more than five (5) participants of which three (3) will be bargaining unit members, and two (2) Lodge representatives. The City shall compensate bargaining unit team members while on duty at their straight time hourly rate. The City shall compensate bargaining unit team members not on duty with either hour-for-hour compensatory time or hour-for-hour schedule adjustment. Section 10.2 Good Faith Bargaining. The City and the Lodge are obligated to bargain collectively with one another in a good faith effort to reach agreement. Good faith means that the City and the Lodge will deal with the chosen representatives of the other; will deal with the other honestly and in a bona fide effort to reach agreement; will meet at reasonable times and places to facilitate negotiations; will have the necessary authority to make proposals and counterproposals, to compromise, and to make agreements, all subject to final ratification; will provide supporting data and rationale for its own proposals and counter proposals; will not assume positions at the beginning which it describes as fair and firm, and thereafter not subject to further negotiations; and will not arbitrarily or capriciously reverse positions previously taken. Such good faith bargaining does not mean that either the City or the Lodge is compelled to agree to a proposal nor does it require the making of a concession. Section 10.3 Information. The City and the Lodge are obligated to provide each other with relevant financial and other information, as requested, which is necessary for each party to develop proposals and counterproposals and to negotiate in good faith. All requests for data shall be in writing. Section 10.4 Private Meetings. The City and the Lodge agree to negotiate in private meetings. Meetings will be held on the premises of the City, or at the Lodge offices, as mutually agreed to by the parties. Sessions will commence at a mutually agreeable time. Sessions will normally be for three (3) hours maximum duration. Nothing herein shall prohibit the City and the Lodge from mutually consenting to extend the sessions. The date and time of the next negotiating session shall, if possible, be agreed upon before the close of each session. Section 10.5 Chief Negotiator. There shall be one (1) spokesperson (the Chief Negotiator) for each party. Section 10.6 Meeting Notes. Both the City and the Lodge may each informally keep its own minutes or written records of the negotiations. No official transcript of the negotiations will be maintained. No mechanical recording devices shall be used during negotiating meetings. Section 10.7 Proposals. Unless the City and the Lodge agree otherwise, at the first negotiations meeting, the Lodge will present its initial proposals. At the second negotiations meeting, the City will present its initial proposals. Section 10.8 Caucus/Adjournment. Either party, through the Chief Negotiator, has the right to call a caucus at any time or to adjourn the negotiations session. Section 10.9 News Media/Public. It is agreed that, absent the use of conciliation, neither the City or the Lodge will issue statements to the news media during or before negotiations. The City and the Lodge may mutually agree to issue statements to the news media during or before negotiations. Section 10.10 Tentative Agreements. A. Articles or, where appropriate, Sections of Articles agreed to by the City and Lodge Negotiations Committees will be reduced to writing, duplicated, dated and signed by the City and the Lodge as tentative agreements. B. It is understood that such tentative agreements are not finally resolved, nor shall they be binding on either the City or the Lodge, until such time as agreement is reached on the entire Contract. Section 10.11 Ratification Procedure. The City shall submit to City Council a request for ratification of the finalized tentative agreement reached by t