WCSDA Deputy Contract 2024-2028 PDF

AGREEMENT BETWEEN THE COUNTY OF WASHOE STATE OF NEVADA AND THE WASHOE COUNTY SHERIFF DEPUTIES ASSOCIATION 2024 – 2028 ~-----. ,,~ ' ·-...

AGREEMENT BETWEEN THE COUNTY OF WASHOE STATE OF NEVADA AND THE WASHOE COUNTY SHERIFF DEPUTIES ASSOCIATION 2024 – 2028 ~-----. ,,~ ' ·- '. ,,  TABLE OF CONTENTS PAGE ARTICLE 1 - PREAMBLE............................................................................................................... 1 ARTICLE 2 - RECOGNITION......................................................................................................... 1 ARTICLE 3 - STRIKES AND LOCKOUTS...................................................................................... 1 ARTICLE 4 - RIGHTS OF MANAGEMENT.................................................................................... 2 ARTICLE 5 - RIGHTS OF ASSOCIATION...................................................................................... 2 ARTICLE 6 - NON-DISCRIMINATION........................................................................................... 4 ARTICLE 7 - DUTY STATEMENTS................................................................................................ 4 ARTICLE 8 - WORK HOURS.......................................................................................................... 4 ARTICLE 9 - REST PERIODS......................................................................................................... 5 ARTICLE 10 - SHIFT/DAYS OFF BIDDING FOR UNIFORMED PERSONNEL.............................. 5 ARTICLE 11 - HOLIDAYS AND HOLIDAY PAY............................................................................ 7 ARTICLE 12 - VACATION LEAVE................................................................................................. 9 ARTICLE 13 - SICK LEAVE..........................................................................................................10 ARTICLE 14 - JOB-CONNECTED INJURIES................................................................................12 ARTICLE 15 - SALARIES..............................................................................................................13 ARTICLE 16 - OVERTIME, CALL-BACK AND STANDBY PAY...................................................13 ARTICLE 17 - LONGEVITY..........................................................................................................15 ARTICLE 18 - MEDICAL PLAN....................................................................................................15 ARTICLE 19 - MEDICAL EXAMINATIONS AND PREVENTIVE HEALTH CARE......................20 ARTICLE 20 - UNIFORM ALLOWANCE......................................................................................20 ARTICLE 21 - SAFETY EQUIPMENT...........................................................................................20 ARTICLE 22 - COURT APPEARANCES........................................................................................23 ARTICLE 23 - SPECIAL PAY DIFFERENTIAL.............................................................................23 ARTICLE 24 - NIGHT SHIFT DIFFERENTIAL PAY / EDUCATION INCENTIVE PAY................25 ARTICLE 25 - TEMPORARY SUPERVISOR PAY.........................................................................25 ARTICLE 26 - PROMOTIONAL EXAMINATIONS.......................................................................26 ARTICLE 27 - DEPUTY INSTRUCTIONS......................................................................................26 ARTICLE 28 - DUES DEDUCTION................................................................................................26 ARTICLE 29 - ASSOCIATION USE OF COUNTY BUILDINGS.....................................................26 ARTICLE 30 - DISTRIBUTION OF CONTRACT...........................................................................27 ARTICLE 31 – RESIDENT/REMOTE DEPUTY PAY.....................................................................27 ARTICLE 32 - COUNTY ORDINANCE PROVISIONS...................................................................27 ARTICLE 33 - AMENDING PROCEDURE.....................................................................................28 ARTICLE 34 - PROCEDURE FOR IMPOSITION OF PUNITIVE ACTION....................................28 ARTICLE 35 - GRIEVANCE PROCEDURE FOR ISSUES OTHER THAN PUNITIVE ACTIONS..32 ARTICLE 36 - SAFETY AND HEALTH ADVISORY COMMITTEE..............................................34 ARTICLE 37 - TRAVEL EXPENSE - PER DIEM............................................................................34 ARTICLE 38 - PHYSICAL ABILITY TEST....................................................................................34 ARTICLE 39 - REDUCTION IN FORCE - LAYOFFS.....................................................................34 ARTICLE 40 - DISTRIBUTION OF COMPENSATION DUE A DECEASED EMPLOYEE.............35 ARTICLE 41 - LINE OF DUTY DEATH.........................................................................................35 ARTICLE 42 - SAVINGS CLAUSE.................................................................................................36 ARTICLE 43 - DEFERRED COMPENSATION PLAN....................................................................36 ARTICLE 44 – RETIRING DEPUTY..............................................................................................36 ARTICLE 45 - DURATION OF AGREEMENT...............................................................................37 EXHIBIT A - SALARY SCHEDULES.............................................................................................38 EXHIBIT A - SALARY SCHEDULES.............................................................................................39 EXHIBIT A - SALARY SCHEDULES.............................................................................................40 EXHIBIT B - LONGEVITY SCHEDULES......................................................................................42 EXHIBIT C - HISTORICAL CONSUMER PRICE INDEX..............................................................43 EXHIBIT D - NRS REFERENCE....................................................................................................44 EXHIBIT E - SUBSIDY SCHEDULES.............................................................................................53  AGREEMENT BETWEEN THE COUNTY OF WASHOE AND THE WASHOE COUNTY SHERIFF DEPUTIES ASSOCIATION ARTICLE 1 - PREAMBLE This Agreement is entered into as of July 1, 2019, between the County of Washoe, Nevada, hereinafter referred to as the "County", and the Washoe County Sheriff Deputies Association, hereinafter referred to as the "Association." It is the intent and purpose of this Agreement to assure sound and mutually beneficial working and economic relationships between the parties hereto, to provide an orderly and peaceful means of resolving any misunderstandings or differences which may arise, and to set forth herein, pursuant to the provisions of NRS 288, the basic and full agreement between the parties concerning rates of pay, wages, hours of employment and other conditions of employment. ARTICLE 2 - RECOGNITION In accordance with the provisions of NRS 288, the County has recognized and does recognize the Association as the exclusive bargaining representative of those employees in the bargaining unit: Classification in the bargaining unit: Deputy Sheriff The parties recognize that additional classifications may be established which are assigned to the unit. In the event that the County establishes a new classification which is to be assigned to the bargaining unit or changes an existing bargaining unit classification, the Association will be notified in writing of the proposed new established wage rate and job description or changed classification prior to adoption to allow the Association an opportunity for discussion. If, within thirty (30) days of notification of the proposed wage rate for the new classification, the Association provides written notification of their disagreement with the rate established and agreement is not reached, the wage rate for the new classification may be submitted to arbitration. In the event of a merger or consolidation within Washoe County, the County agrees to negotiate with the Association over the impact and affect on bargaining unit members of such a decision. In the event of the formation of a Metropolitan Police Department within Washoe County, the parties will be governed by NRS 280.300. This recognition does not include temporary employees who work less than six (6) consecutive months. (Revised 1-1-98) ARTICLE 3 - STRIKES AND LOCKOUTS The Association will not promote, sponsor, or engage in any strike against the County, slow-down, or interruption of operation, concentrated stoppage of work, absence from work upon any pretext or excuse such as illness, which is not founded in fact; or any other intentional interruption of the operations of the County, regardless of the reason for so doing, and will use its best efforts to induce all employees covered by this Agreement to comply with this pledge. The County will not lock out any employees during the term of this Agreement as a result of a labor dispute with the Association.  ARTICLE 4 - RIGHTS OF MANAGEMENT The County has the right and is entitled without negotiation to: (a) Direct its employees; (b) Hire, promote, classify, transfer, assign, and retain its employees. (c) Suspend, demote, discharge, or take disciplinary action against any employee with just cause and pursuant to the provisions of this Agreement provided, however, that the County shall not assign or transfer an employee as a form of discipline; (d) Relieve any employee from duty because of lack of work or lack of funds; (e) Maintain the efficiency of its governmental operations; (f) Determine the methods, means and personnel by which its operations are to be conducted, except for considerations of personal safety; (g) Take whatever actions may be necessary to carry out its responsibilities in situations of emergency; (h) Contract or subcontract matters relating to County operations, provided that such contracting or subcontracting shall not be entered into for the purpose of circumventing this Agreement. The Association shall be consulted and allowed input prior to any contracting or subcontracting of bargaining unit work that would have an impact on bargaining positions. (i) Determine appropriate staffing levels and work performance standards, except for safety considerations. The Sheriff and the Association will meet at least quarterly, and more frequently by mutual agreement, for the purpose of consulting on minimum staffing levels in patrol and detention, per shift and unit. Once the policy is in effect, a good faith effort will be made to maintain minimum staffing levels. The policy may be changed by the Sheriff after consulting with the Association. (j) Determine the content of the workday, including without limitation workload factors, except for safety considerations. Unless specifically modified by this Agreement, all rights and responsibilities of the County shall remain the functions of the County. (Revised 1-1-04) ARTICLE 5 - RIGHTS OF ASSOCIATION A. The Association President or designee shall be allowed up to twenty (20) paid hours per workweek to accomplish general Association business as defined in paragraph C.2. below. B. The Association President shall be allowed an additional two hundred (200) hours paid time per contract year to accomplish general Association business as defined in Paragraph C.2. below. The President is permitted at his/her discretion to delegate use of said time to other Association officers to include board members. Additional release time may be approved by the Sheriff on a case-to-case basis. C. 1. The Association may designate eight (8) local Association representatives in addition to the officers above. The Association shall notify the Sheriff's Office, in writing, of the name of any local Association representative and his/her jurisdictional area as soon as practicable. 2. The Sheriff's Office shall provide the Association representatives reasonable opportunity to utilize the above release time to serve in his/her capacity. The representative may utilize that time to participate in any of the duties arising within his/her jurisdictional area, those duties being defined as: (a) The investigation of a bargaining unit member's grievance or potential grievance; (b) Representation of a member/grievant at any step of the grievance procedure established herein; 2  (c) Consultation with duly accredited representatives of the Association on matters involving the Association's relationship with the County; and (d) Attending County functions/meetings, which have a direct impact on the Association. 3. The representative shall notify his/her immediate Supervisor each time he/she wishes to conduct appropriate business and may be relieved of duty unless operational demands preclude permission to leave the work location being granted. Appropriate use of representative time, as provided herein, shall not be abused by the employee, and use of said time will not be unreasonably withheld by the responsible supervisor. D. For each separate contract year covered by the term of this Agreement, the Association representatives may use annual leave, compensatory leave or personal leave for members to attend trainings, meetings, conferences, legislative sessions and conventions or to attend to other Association business, other than that covered in paragraph C.2. of this provision. Per Diem and/or travel shall not be provided by the Sheriff’s Office. The scheduling of time off under this provision requires the advance approval of the Sheriff or his designated representative. (Revised 07-01-24) E. The County agrees to provide the Association with three (3) areas at Parr Boulevard and one (1) area at Incline Substation for the Association to post one (1) bulletin board. Each bulletin board shall not exceed three (3) feet by four (4) feet in area. Materials shall be posted upon bulletin boards specifically as designated, and not on walls, doors, file cabinets or any other place. The material posted on bulletin boards shall not be obscene, defamatory, derogatory, or of a partisan political nature, nor shall it pertain to public issues which do not involve the County or its relationship with the Association. All posted material shall bear the identity of the sponsor, shall be signed by a duly appointed representative of the Association, shall be neatly displayed, and shall be removed as soon as no longer timely. All costs incident to preparing and posting of Association material will be borne by the Association. The Association may use County telephones and County computers for E-mail in carrying out those duties identified in paragraph C.2. above and any other appropriate purpose that has been specifically approved by the Sheriff. F. The County recognizes its statutory obligation to negotiate any departmental rule, policy or procedure that is related to a mandatory subject of bargaining as enumerated under NRS 288.150. In the event there is a dispute over whether a rule, policy or procedure falls within the scope of mandatory bargaining, said dispute shall be submitted to the Local Government Employee-Management Relations Board and shall not be subject to the grievance procedure contained in this Agreement. G. The Sheriff, or his/her designee, and the County Labor Relations Manager shall meet bi-monthly if needed and requested by either party with representatives of the Association for the purpose of engaging in Labor Management meetings. The purpose of said meetings is to informally discuss matters of concern and/or interest to either party. On-duty time shall be provided for three (3) Association representatives, and may be increased if both parties mutually agree. (Revised 2-21-01) H. Effective July 1, 2005, the County shall allow each deputy covered under this agreement to voluntarily contribute up to three (3) hours of vacation or compensatory time to be maintained in a leave bank for use by the Association. Effective beginning with the 2014 vacation leave balances in effect as of December, 2014, the County shall allow each deputy to donate his or her vacation leave in excess of 240 hours to the Association Business leave bank in lieu of forfeiting said vacation per Article 12(C). Time will be donated and deducted once on an annual basis and an employee must submit a written request to Washoe County payroll on or before the end of the payroll period encompassing December 31. This time may be used by the Association to release any member from regular duty to perform Association business as determined by 3 the Association. This time cannot be unreasonably denied by the County or Sheriff’s Office management. In the event that the hours are not completely used in the calendar year, excess hours will be maintained in the bank. Under no circumstances, will the Association Business leave bank exceed 2,080 hours of donated or contributed leave hours. The president of the Association is permitted, at his or her discretion, to delegate use of said time to other Association members. (Revised 12-31-14) I. The parties agree that this Agreement is the product of negotiations during which both parties made offers and counteroffers on numerous topics both economic and non-economic, including Association release time as described in this Article, and agree the full cost of release time for Association business for the term of this Agreement has been offset by the value of concessions made by the Association during the course of negotiations of this Agreement. ARTICLE 6 - NON-DISCRIMINATION A. The County will not interfere with or discriminate in respect to any term or condition of employment against any employee covered by this Agreement because of membership in or legitimate activity as required in this Agreement on behalf of the members of a negotiating unit, nor will the County encourage membership in another employee organization. B. The Association recognizes its responsibility as the exclusive negotiating agent and agrees to represent all employees in the respective negotiating units without discrimination, interference, restraint, or coercion. C. The provisions of this Agreement shall be applied equally to all covered employees without discrimination as to age, sex, sexual orientation, gender identity or expression, marital status, race, color, religion, creed, national origin, protected disability, or political affiliation. (Revised 7-1-15) ARTICLE 7 - DUTY STATEMENTS The County agrees to provide each employee in the representational unit an updated, current duty statement. Examples of a duty statement would include the duties performed by a patrol deputy, a deputy assigned to the jail, or a deputy assigned to other divisions within the Sheriff’s Office. (Revised 1-1-98) ARTICLE 8 - WORK HOURS A. The normal workweek of employees covered by this Agreement shall consist of forty (40) hours, excluding meal periods. The scheduling of work shifts and workweeks shall be as directed by the Sheriff. B. Duty hours shall be devoted fully to the performance of assigned duties. Periods of absence for personal matters shall not be credited toward duty hours and must be charged to vacation leave, compensatory leave, sick leave, settlement time, or other approved forms of leave, as contained in this agreement or be recorded as an unexcused absence. C. Except during emergency situations, employees shall be permitted to take two (2) fifteen (15) minute coffee breaks or rest periods during each work day. D. In the event that the Sheriff of Washoe County determines a ten (10) hour day, forty (40) hour workweek is more beneficial to the department; such hours shall constitute a normal work day. E. This Article is intended to be construed only as a basis for calculating overtime and shall not be construed as a guarantee of hours of work per day or per week. 4 F. Employees who work ten (10) hour shifts, in addition to the two (2) fifteen (15) minute breaks referenced in C. above, shall be entitled to a one-half (1/2) hour paid break for a meal period except as provided in G. below. G. In order to facilitate coverage for employees, who work ten (10) hour shifts in the Detention Bureau, 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. If scheduling problems develop, the Sheriff may require detention deputies to combine the break/lunch periods to one (1) one (1) hour break during the ten (10) hour shift. If a dispute arises regarding implementation of this section the parties shall meet and confer and attempt to resolve the dispute. The decision of the Sheriff shall be final and binding. (Revised 1-1-95) H. The parties hereby recognize that review of twelve-hour shifts and other alternative work schedules is ongoing, and agree to incorporate by reference any subsequent Memorandum of Agreement executed between the parties during the term of the labor agreement. (Revised 1-1-04) ARTICLE 9 - REST PERIODS Except in cases of emergency, stakeouts or alternative work schedules up to and including twelve (12) hours, no unit employee shall be required to work twelve (12) or more consecutive hours without a rest period of twelve (12) hours between work shifts. (Revised 7-01-15) ARTICLE 10 - SHIFT/DAYS OFF BIDDING FOR UNIFORMED PERSONNEL A. Except for those provisions in subsection D. of this Article, uniformed employees shall be permitted to bid for shift/days off on the basis of seniority. Bidding shall take place every four (4) months. In the event the Sheriff and the Association mutually agree, the parties may determine that shift bidding shall take place at six (6) month intervals. Alternative bidding cycles may be mutually determined appropriate for either/or Administrative, Detention or Operations Bureaus. The shift schedule shall be posted not less than fifteen (15) days prior to the shift bid date. Once posted, there shall be no changes made to the schedule without consulting the Association. The Sheriff may for reasonable and articulable operational needs reassign employees who hold bid shifts. (Revised 7-01-05) B. For the purpose of this Article, seniority is defined as time in grade in service from the date of last continuous employment. Continuous service is defined, for purposes of this Article, as continued employment without a break in service of more than thirty (30) days, other than for injuries, illness, layoff, or maternity leave. Ties in seniority shall be broken by position on the hire list. If there is still a tie, seniority shall be determined by the drawing of lots. C. A Deputy shall be considered in a Special Assignment when: 1. He/she occupies a position for which he/she tested and for which he/she is taken off the Detention or Patrol Bid. 2. A Deputy temporarily assigned on Temporary Duty (TDY) shall be considered in a Special Assignment if the length of the temporary assignment exceeds 180 days. Said Deputy shall be required to wait the term of one year before being eligible to apply for any Special Assignment. The following personnel are considered to be in a special assignment and therefore excluded from the bidding provisions of this article: 5  1. ADMINISTRATIVE A. Drug Abuse Resistance Education Deputy (D.A.R.E.) B. Training Deputy C. High Sierra Academy Deputy D. Background Investigations Deputy E. Civil Deputy 2. DETENTION BUREAU A. Administrative Deputy B. Inmate Management Unit (I.M.U.) Deputy C. Fire Safety Deputy D. Alternatives to Incarceration Unit (A.I.U.) Deputy E. Canine Deputy F. Homeless Evaluation Liaison Program (H.E.L.P.) Deputy G. Court Transportation Deputy (Revised 7-01-19) 3. OPERATIONS BUREAU A. Detectives B. Community Liaison Deputy/Misdemeanor Complaints Officer C. Special Target Enforcement Management (S.T.E.M.) Deputy D. Selective Enforcement Team/DEA Task Force Deputy E. Forensics Investigation Section (F.I.S.) Deputy F. Repeat Offender Program (R.O.P.) Deputy G. Search and Rescue (S.A.R.) Deputy H. Motorcycle Deputy (Street) I. Canine Deputy (Revised 7-01-16) D. Court Deputies - a Deputy assigned as a Bailiff in a courtroom: 1. Detention personnel with one (1) year of service and with a standard or above yearly evaluation shall be able to apply for a Bailiff position. 2. Bailiff positions shall be held for a period of four (4) years. Extensions shall not be granted unless addressed under Article 4 of this contract after which the same deputy may not apply for a bailiff position for a period of one (1) year. 3. The four (4) year term shall not restrict employees from promotions or transfers. 4. The parties recognize the Judicial Departments shall select their deputy from qualified detention personnel. The Sheriff’s Office retains its rights under Article 4 – Rights of Management. 5. A Deputy applying for and filling a Bailiff position between the regular shift cycle shall remain in that position and begin their four (4) year cycle at the next regular shift bid. E. If, in the event, a Deputy opts to transfer to the Patrol Division or back to the Detention Facility from a Bailiff position, his/her Special Assignment shall be considered complete. Therefore, he/she shall be subject to Section C restrictions in this section of the contract. The parties agree that no change to length of the four-year term shall be made without negotiation between the parties. In the event of impasse, provisions of NRS 288 shall apply. F. The current language of Policy 1004, shall govern the length of assignment for the above positions. The parties agree that no change to said length shall be made without negotiation between the parties, and, in the event of impasse, the provisions of NRS 288 shall apply. (Revised 7-01-15) 6  ARTICLE 11 - HOLIDAYS AND HOLIDAY PAY A. Recognized Holidays: The following official legal holidays will be observed by the County and its employees in accordance with NRS 236.015 and the Nevada PERS Official Policies (286.025). 1. January 1 (New Year's Day) 2. Third Monday in January (Martin Luther King, Jr.'s Birthday) 3. Third Monday in February (President’s Day) 4. Last Monday in May (Memorial Day) 5. June 19 (Juneteenth Day) 6. July 4 (Independence Day) 7. First Monday in September (Labor Day) 8. Last Friday in October (Nevada Day) 9. November 11 (Veterans' Day) 10. Fourth Thursday in November (Thanksgiving Day) 11. Day after Thanksgiving (Family Day) 12. December 25 (Christmas Day) Any other day declared as a Nevada State holiday pursuant to NRS 236.015, or if the County offices are closed due to a holiday not specifically outlined above. (Revised 7-01-24) Compensation for “holiday pay” hours (Pay Code 0005) and “holiday special” hours (Pay Code 0108) must be taken as cash only. All other “holiday worked” or “holiday overtime” hours may be taken as either cash and/or compensatory time as outlined below. B. Weekend Holidays: If January 1, July 4, November 11, December 25 or any other day declared as a new recognized State or National holiday falls upon a Saturday, the Friday preceding must be observed as the legal holiday; if any of these same holidays fall upon a Sunday, the Monday following must be observed as the legal holiday. C. Holiday Eligibility: In order to be eligible for holiday pay, an employee must be in a paid status both the scheduled work day before and the scheduled workday after the holiday. This provision shall not apply if the employee is forced to take unpaid time off due to disciplinary measures either preceding or following a holiday. Employees on leave without pay (LWOP) are not eligible for holiday pay benefits except for those employees called to military duty and on a military leave without pay. Employees who are off-duty on worker’s compensation shall be considered on paid status and shall receive holiday pay. Employees hired on a holiday or hired on the day after a holiday are not eligible to be paid for that holiday. Employees leaving County service in a pay period that contains a holiday will not be paid for the holiday unless he/she is in a paid status both the scheduled work day before and the scheduled work day after the holiday. D. Holiday Pay: For purposes of this Article, dependent on an employee’s regularly assigned/bid work day, “holiday pay” shall be defined as an increment of pay equal to the work hours of the employee’s regularly scheduled shift (i.e. eight (8), ten (10), or twelve (12) hours) at an employee’s regular, straight time hourly pay rate except as provided herein: a. Employees on a light-duty assignment during a week which contains a holiday shall receive holiday pay in accordance to his/her light duty work schedule. b. Employees temporarily re-assigned for a week or longer to an assignment that is less than his/her normal regularly scheduled hours (i.e. working five (5)/eight (8) hour days vs. a normal four (4)/ten (10) hour days to attend a week long training course) during a work week containing a holiday shall only be entitled to holiday pay at the lower temporary schedule (i.e. eight (8) hours vs. ten (10) hours). 7  c. Employees temporarily re-assigned on a holiday by management to cover a shift for a special assignment (i.e. grant- funded assignment such as a DUI sting or felon sweep) shall receive holiday pay at their normal regularly scheduled hours. d. Under no circumstances should work schedules be arbitrarily changed during a holiday week, unless assigned and approved by management. 1. Holiday Not Worked: If a holiday, as defined by this article, falls on the employee’s regularly scheduled work day and the employee does not report to work and instead has the day off then the employee shall receive holiday pay, taken as cash only, at their regular, straight time hourly pay rate for the amount of hours that the employee would have normally worked. 2. Holiday Off (RDO): If a holiday, as defined by this article, falls on the employee’s regular day off (RDO), then the employee shall receive an additional payment of holiday “special” pay hours, taken as cash only, equal to the number of hours of the employees regularly scheduled shift, at their regular, straight time hourly pay rate. These holiday pay hours will not count towards the work week for overtime purposes as defined in Article 16 – Overtime. 3. Holiday Worked: If an employee works on a holiday, as defined by this article, he/she shall be compensated for working the holiday by receiving 1.5 times his/her regular, hourly pay rate for each hour or major fraction worked on that holiday up to a maximum of his/her regularly scheduled shift, in addition to receiving holiday pay. The decision as to whether compensation for “holiday worked” hours shall be in cash and/or compensatory time shall be made at the time it is worked and shall be solely the decision of the employee. Compensation for “holiday pay” hours (Pay Code 0005) must be taken as cash. 4. Holiday Overtime: If an employee works over the maximum of his/her regularly scheduled shift on a holiday, as defined by this article, he/she shall be compensated by receiving 2.5 times his/her regular, hourly pay rate for each hour or major fraction worked on that holiday, in addition to receiving holiday worked pay and holiday pay. The decision as to whether compensation for “holiday overtime” hours shall be in cash and/or compensatory time shall be made at the time it is worked and shall be solely the decision of the employee. Compensation for “holiday pay” hours (Pay Code 0005) must be taken as cash. 5. Weekend Holiday Pay: When an employee eligible for holiday pay, has his/her normal, regular work schedule fall on one of the “Weekend Holidays”, as described in Section B. above, the employee shall be compensated a flat rate of $250.00 in addition to his/her regular, hourly pay rate for working the weekend holiday. To be eligible for the $250.00 weekend holiday pay, the employee must work, as part of their regular, normal work schedule, eight (8) or more regular hours on January 1st, July 4th, November 11th, or December 25th. Deputies whose work schedules are temporarily changed to work on the “weekend holiday” and that day is not a normal, regularly scheduled workday are ineligible for the $250 weekend holiday pay, and instead would follow Article 16 – Overtime, if applicable. 6. Holiday During Leave: If a holiday, as defined by this article, occurs during an employee’s vacation, sick, compensatory, personal or other paid leave, it shall not be charged as leave. 7. Holiday Reporting: The employee’s shift schedule determines when and if an employee should report holiday hours on a recognized holiday, as defined by this article. Employees must report all applicable holiday hours on the day their shift begins or in accordance to the current practice set by management. Terminology: Interchangeable terms such as “Assigned Shift”; “Assigned Work Day”; “Normal Regularly Scheduled Hours”; “Regularly Scheduled Hours”; “Regularly Assigned Work Day”; and “Regularly Scheduled Shift” all refer to the employee’s Shift Bid Schedule Management = Chain of Command (Revised 07-01-15) 8  ARTICLE 12 - VACATION LEAVE A. Vacation Accrual for Full-Time Employees: Effective June 30, 2016, each full-time employee shall be entitled to forty-eight (48) hours vacation leave credit following the completion of six (6) months continuous County service. Thereafter, employees shall accrue vacation leave credit at the biweekly equivalent of the rates established below. Annual Vacation Earning Rate Years of Continuous Service Hours Earned Less than three (3) years 96 hours Three (3) but less than five (5) years 136 hours Five (5) but less than ten (10) years 152 hours Ten (10) but less than fifteen (15) years 176 hours Fifteen (15) but less than twenty (20) years 192 hours Twenty (20) years or more 200 hours For the purpose of computing credit for vacation, each employee shall be considered to work not more than forty (40) hours each week. Total County service, even though interrupted, will be counted if a person returns to County service within three (3) years of his/her date of separation and has worked three (3) continuous years subsequent to reemployment. B. Vacation Accrual for Part-Time Employees: Upon completion of six (6) months continuous service, and thereafter, each part-time employee in the Sheriff's Office shall be allowed vacation leave credit prorated on the basis of the rates set forth above for full-time employees. C. General Provisions: 1. Vacation leave may be accumulated from year to year not to exceed two hundred forty (240) hours. Amounts in excess of two hundred forty (240) hours as of the end of the payroll period encompassing December 31 shall be forfeited unless: a. an employee, on or before October 15, requests permission to take annual leave, and the employee’s request is denied, the employee is entitled to payment for any annual leave in excess of two hundred and forty (240) hours which the employee requested to take and which the employee would otherwise forfeit as a result of the denial of the employee’s request. The Sheriff’s obligation is only to afford the employee the ability to use their annual leave, which may not necessarily be the dates requested by the employee. For example, an employee on October 1 requests to use forty (40) hours annual leave for the five (5) workdays preceding Christmas. The Sheriff may deny said time off, and still allow the employee to use their annual leave at a different time prior to the end of the year to avoid forfeiture of annual leave. b. an employee, submits a written request to payroll on or before the end of the payroll period encompassing December 31, to donate his or her vacation leave in excess of 240 hours to be maintained in a leave bank for use by the Association as defined in Article 5H. (Effective 12-31-14) 9  2. An employee shall be paid at his regular hourly rate for each hour of vacation leave time taken. Vacation leave shall be charged on the basis of one (1) hour for each full hour or major portion of an hour of vacation leave taken. 3. Vacation leave taken during a biweekly period shall be charged before vacation leave earned during that pay period is credited. 4. Choice of vacation leave dates shall be granted whenever practical but the operating requirements of the County, as determined by the Sheriff, shall prevail. Where more employees than can be spared request a particular period, preference will be in order of seniority in grade, provided the remaining employees are qualified to do the work. 5. Vacation leave shall not be granted in excess of the vacation credit earned one pay period prior to the start of an employee’s anticipated vacation leave usage. 6. Upon separation from service for any cause, an employee shall be paid a lump sum payment for any unused or accumulated vacation leave earned through the last day worked. If this date is earlier than the last day of the pay period, the vacation credit shall be prorated for that pay period. Under no circumstances shall cash payment be made for accrued vacation while an employee is in regular employment status. (Revised 7-01-19) ARTICLE 13 - SICK LEAVE A. Each employee in the service of the County for less than ten (10) years shall be credited with sick leave at the rate of one and one-fourth (1-1/4) working days for each month of full-time service, which is cumulative from year to year. Each employee in the service of the County for ten (10) or more continuous years of service shall be credited with sick leave at the rate of one and one-half (1-1/2) working days for each month of full-time service, which is cumulative from year to year. B. An employee is entitled to use accrued sick leave only: When incapacitated to perform the duties of his/her position due to sickness, injury, pregnancy or childbirth; When quarantined; When receiving required medical or dental service or examination; For purposes of bonding after the birth or placement of a child due to adoption or foster care, leave is available pursuant to the Family and Medical Leave Act (FMLA) regardless of the gender of the employee. An employee taking bonding leave under the FMLA may use annual leave and compensatory leave in addition to sick leave. Leave must occur within the first year after the event. Upon illness in the employee's immediate family where such illness requires his/her attendance. For this purpose "immediate family" means the employee's spouse, parents, (including step), children (including step), and, if living in the employee's household, includes corresponding relations by affinity to the above, foster children, foster parents, brothers or sisters. In the event of a death in the employee's immediate family, he/she may use accrued sick leave, coded as bereavement leave, not to exceed ten (10) days for attending the funeral and travel to and from, and attending to any family related business matters. For this purpose "immediate family" means the employee's spouse, parents (including step), children (including step), brothers, sisters, grandchildren, grandparents, aunts, uncles, nieces, nephews, or corresponding relation by affinity and, if living in the employee's household, includes foster children and foster parents. Leave must occur within the first year after the event. C. An employee requiring sick or coded bereavement leave must, if required, provide the Sheriff with evidence of such need. For sick leave absences in excess of three (3) days, or in cases where there is 10 suspected sick or bereavement leave abuse, the Sheriff may require the employee to submit substantiating evidence, including, not limited to, a physician's certificate, a death announcement, or celebration of life announcement. (Revised 7-1-91) D. If any employee does not have adequate accrued sick leave time, the Sheriff may grant the use of accrued vacation, compensatory, and/or personal leave in lieu thereof. In no case, however, will sick leave be granted in lieu of vacation time. E. Sick leave shall be charged on an hourly basis for each full hour or major portion of an hour of sick leave taken. Holidays occurring during a sick leave period shall not be counted as sick leave time. Sick leave taken during a biweekly pay period shall be charged before sick leave earned that pay period is credited. F. An employee separated from the service shall earn sick leave only through the last working day for which he/she is entitled to pay. Upon death, retirement, permanent disability, or termination of an employee after ten (10) years of full-time employment or its equivalent if the employee has not served as a full-time employee for reasons other than discharge for just cause, an employee shall be compensated for total accrued sick leave at the rate of one (1) hour's pay at his/her regular hourly rate for every three (3) hours of sick leave accrued to a maximum payment of eight-hundred (800) hours. (Revised 1-1-01) An employee who is eligible for purchase of service credits under the Nevada Public Employee’s Retirement System (PERS), and who elects to convert unused sick leave (1/3 x sick leave, up to the cap maximum), vacation and/or compensatory time into retirement service credit shall be responsible for contacting County Payroll, PERS and the Deferred Comp Provider directly to coordinate the purchase of service credit at least sixty (60) days in advance of their anticipated retirement date. The County Payroll Department, upon an employee’s written request, shall calculate the sick, annual leave, and compensatory time payout estimate, minus applicable taxes and deductions, to determine the approximate net amount the employee will have to purchase retirement credit. The employee shall be advised of this amount that may be used to purchase retirement credit. The employee is solely responsible for making timely arrangements and entering into an agreement with PERS to purchase the service credit and with the Deferred Comp Provider to coordinate the amount of final payout to be deducted and deposited by County Payroll with the Deferred Comp Provider which in turn is transferred to PERS. County Payroll must receive a Deferred Comp Provider Change Form from the employee authorizing the payroll deduction form their final paycheck before they can proceed to deduct the amount designated as of their termination of employment, (provided their leave banks have not been reduced since the estimate was determined). G. As long as an employee is in a paid status, he/she shall earn sick and vacation leave during the time he/she is on such leave. If the employee is on leave without pay, he/she shall not earn sick or vacation leave during the time he/she is on such leave. H. Employees who use zero (0) to thirty-two (32) hours of sick leave as of the last full pay period in a calendar year shall receive twenty-four (24) hours of personal paid leave credit at the end of the first full pay period the following January. Employees who use thirty-three (33) to forty (40) hours of sick leave in a calendar year shall receive eight (8) hours of personal paid leave at the time specified above. Permanent part-time employees shall receive a prorated amount of personal paid leave at the same ratio as their regular work hours relate to a full-time work schedule. The personal leave must be used in the calendar year in which it is credited and if not used will be forfeited. There will be no cash payment for personal leave that is not used. In order to receive this personal leave benefit, an employee must be in a paid status (either working or on paid leave) the entire calendar year. Employees shall be allowed to voluntarily transfer up to a maximum of eighty (80) hours of their accumulated vacation leave or compensatory leave during any calendar year to another employee who 11 has less than eighty (80) hours of combined sick leave, vacation, personal leave, and compensatory leave, but who is otherwise eligible to take paid sick leave. In order for an employee to receive a transfer of donated time, the employee must have received a standard or better performance evaluation rating within the 12 month period immediately preceding the donation. I. Donated leave must be converted into money at the hourly rate of the donor and the money must be converted into sick leave at the hourly rate of the recipient. The maximum amount of accumulated leave transferred to any employee under the terms of this article shall be four hundred and eighty (480) hours per calendar year. Once leave has been donated and transferred, such leave hours shall not be refundable to the donor making the transfer. (Revised 2-21-01) J. Parental Leave: Subject to the requirements and limitations in this Article, employees covered by this Agreement who are eligible for leave under the Family and Medical Leave Act (FMLA) are eligible for up to four (4) weeks of paid parental leave following the birth of a child of the employee or the placement of a child with an employee for adoption or foster care. 1. Paid parental leave will not exceed four (4) weeks in any rolling twelve (12) month period, regardless of whether more than one birth, adoption, or foster placement occurs within that period. 2. Paid parental leave will run concurrently with any applicable FMLA leave. To receive paid parental leave, an employee must meet all qualifications for FMLA leave for the birth of a child of the employee or the placement of a child with an employee for adoption or foster care. Employees should consult the County's FMLA Policy for more information about FMLA leave. 3. An employee must take paid parental leave in one continuous period that falls entirely within twelve (12) months of the birth or placement of the child. Any unused paid parental leave will be forfeited twelve (12) months after the birth or placement of the child. 4. Holidays will not extend the period of paid parental leave. 5. Upon termination of employment for any reason, an employee will not be paid for any unused paid parental leave for which they were eligible. (Effective 7-1-24) ARTICLE 14 - JOB-CONNECTED INJURIES A. In the event an employee is absent due to a temporary total service-connected disability which has been approved by the County's Claims Administrator, and which disability is the result of the employee performing activities which are unique to peace officers, the employee shall receive compensation as determined by the County's Claims Administrator plus that amount from the County which would cause the total amount received by the employee from both the County's Claims Administrator and the County to equal his/her salary at the time of his/her disability until such time as there is a medical determination made as to whether the employee can be returned to duty or is permanently disabled. During this period, the employee shall not be charged with the use of any accrued sick leave, annual leave or other forms of leave. This provision shall not apply to a service-connected disability, which occurs while the employee is carrying out incidental duties to his/her peace officer duties. B. Activities unique to peace officers include traffic stops, pursuit of suspects, response to emergencies or calls for assistance, physical altercations, transportation of inmates and searches conducted on individuals, buildings, vehicles and outdoors. Activities that are incidental to peace officer duties are those which can reasonably be expected to be performed by non-peace officers, such as writing reports, entering and exiting vehicles (unless on a traffic stop), walking and climbing stairs. The activities listed are not all-inclusive. The initial determination whether a disability is the result of the employee performing activities which are unique to peace officers shall be made by the County, and any dispute shall be resolved through the grievance process. 12 C. It is the intent of the County to pay the on-the-job injured employee who meets the conditions set forth above, the difference between his/ her full bi-weekly base salary and that provided by the County's Claims Administrator. Therefore, the employee shall return to the County Treasurer all temporary total disability payments made by the County's Claims Administrator covering the period enumerated in Section A. of this Article. No supplemental benefit provided for in Section A. shall be given until after the employee has deposited his/her lost time benefit check with the Treasurer. D. In the event an employee is absent due to a service-connected disability which has been approved by the County's Claims Administrator, and which disability is the result of the employee carrying out incidental duties to his/her "peace officer" duties, the employee may elect to utilize accrued sick leave during which period the employee shall receive compensation from the County as provided in Nevada Revised Statues. When accrued sick leave has expired, if the employee is still, because of disability, unable to work, he/she will be permitted to use his/her accrued vacation leave as sick leave. Subsequent to the expiration of both the employee's sick and vacation leave, provided the employee has so elected to use his/her sick and vacation leave, the employee shall receive compensation checks directly from the County's Claims Administrator and he/she shall be considered on a leave of absence without pay from the County. E. The Sheriff and the Association will meet at least quarterly, and more frequently by mutual agreement, for the purpose of consulting on light duty policies for deputies injured on or off duty. The Sheriff may change the policy after consulting with the Association. (Revised1-1-95) F. After July 1, 2024, the Sheriff or designee, Human Resources, Risk Management and the Association will meet at least monthly in good faith and have meaningful discussions related to this article with the intention of improving the workers compensation process. If an agreement is not reached by April 1, 2025, this article will be reopened for negotiations unless all parties mutually agree to extend the date. (Effective 7-01-24) ARTICLE 15 - SALARIES The County shall pay retroactive pay to all Deputies who retired and began drawing PERS, and to the family of any Deputy who died between July 1, 2009 and the date the WCSDA contract is approved by the Washoe County Commissioners. (Revised 7-01-05) Every employee will be paid every other Friday with salary computed through the immediately preceding Sunday. The amount of pay shall be for the number of hours on duty or on authorized leave, or as otherwise provided for in accordance with the provisions of this contract. Salaries for each class title shall be paid in accordance with the Compensation Schedules attached hereto and thereby incorporated herein, as Exhibit A. The salaries shown in Exhibit A of this Agreement are subject to change during the term of the Agreement due to increases or decreases in the retirement contribution for Nevada’s Public Employee Retirement System in accordance with NRS 286.421. Upon promotion, employees shall receive the beginning step or that step which provides at least a seven percent (7%) increase above the employee's base salary, whichever is greater. (Revised 1-1-04) ARTICLE 16 - OVERTIME, CALL-BACK AND STANDBY PAY A. Overtime shall be defined as any time worked in excess of the normal workweek or the normal work shift. Any employee who continues working beyond their normal work shift and who continuously works into their next normal work shift shall continue to receive time and one-half (1-1/2) for all hours continuously worked beyond the initial regular shift, including the hours of their subsequent regular shift, until relieved of duty. Examples may include employees on 24-hour coverage in Narcotics or Detectives/Homicide. Time worked shall include sick leave, vacation and CTO. 13 B. It is the policy of Washoe County that overtime shall be kept to an absolute minimum consistent with the basic functions and purposes of the Sheriff's Office. If the Sheriff’s Office anticipates significant training requirements that will impact and necessitate mandatory overtime affecting regular days off, the Sheriff agrees to meet with the Association for the purpose of discussing potential alternatives which may minimize the impact to employees. Nothing contained herein shall be interpreted to restrict, in any fashion, the right of the Sheriff’s office to require employees to work overtime as determined appropriate by management, subject only to the payment as required by Sections C. or E. of this Article. C. Except as provided in Article 8, overtime pay for law enforcement personnel shall be calculated at one and one-half (1-1/2) times the employee's regular, straight time hourly rate for each hour or major fraction thereof worked. D. All overtime must have the prior authorization of the Sheriff except when, due to an emergency, the Sheriff's approval cannot be obtained and it appears to the supervisor of the employee that such overtime is necessary. E. An employee shall be compensated for overtime work in the following manner: Cash payment computed at the rates established above or employees may choose to accrue compensatory time in lieu of receiving paid overtime. Compensatory time shall be accumulated at the same rate as overtime is paid. Employees may accumulate a maximum number of hours of compensatory time to equal four hundred eighty (480) hours. The parties agree that an employee may make a written request to the Sheriff to be paid for accrued compensatory time to address unforeseeable financial needs incurred by the employee. The determination of whether to grant the request is at the discretion of the Sheriff following his review of the information set forth in the request and the departmental budget. (Revised 7-1-09) F. Call-back: An employee who is called back to duty by a Supervisor or Scheduling System after an employee has completed his regular shift, is off duty for any period of time, and is requested to return to duty with less than 12 hours’ notice, including court appearance, shall be paid at the rate of one and one half (1-1/2) times for each hour so spent, on duty, but not less than two (2) hours for the period called to duty. The employee's duty time shall start when the employee actually reports for duty and ends when the employee is released from duty. If an employee is called back to work early, and works continuously through the beginning of his/her regularly scheduled work hours, the two (2) hour minimum does not apply. (Revised 7-1-15) G. Standby Time: Standby time is defined as any time other than time when the employee is actually working, which has been specifically scheduled and directed by the Sheriff or his designee, during which the employee is restricted in order to be immediately available for call to duty. Standby time does not include any time where an employee carries a pager, cell phone or other device to respond to calls when available. Employees on scheduled standby shall be compensated at the rate of one-fourth (¼) hour pay at the regular hourly rate for each one (1) hour period of standby. H. If an employee receives a duty related telephone call during non-duty hours from a supervisor, or at the request of a supervisor, the employee shall receive a minimum of 15 minutes work time. If the work time actually extends beyond 15 minutes, the work time shall be rounded to the nearest 15-minute increment. This provision is intended to apply to situations where it is necessary to obtain information from the employee regarding a work situation. It is not intended to apply to calls on matters such as requests to work overtime, or directives given to the employee to report to work early or other reporting instructions. (Revised 2-21-01) 14  ARTICLE 17 - LONGEVITY All employees covered hereunder who have completed a total of five (5) years or more of full-time service with Washoe County and who, for the preceding review period, have been rated standard or better pursuant to the applicable Washoe County performance evaluation program shall be entitled to longevity pay in an amount equal to one-half of one percent (1/2%) per year of service, up to a maximum of twelve and one-half percent (12 1/2%) which shall not exceed an annual maximum amount of ten thousand dollars ($10,000). An employee's eligibility for longevity pay shall be reviewed as of June 1 and December 1 of each year with payment to be effected in equal semi-annual installments payable on the first payday of June and December immediately following a determination of eligibility. Beginning July 1, 2024, the foregoing annual maximum longevity cap will be increased by two thousand dollars ($2,000), equating to a maximum annual longevity pay cap of twelve thousand two hundred and ten dollars ($12,210). Beginning July 1, 2026, the foregoing annual maximum longevity cap will be increased by two thousand dollars ($2,000), equating to a maximum annual longevity pay cap of fourteen thousand two hundred and ten dollars ($14,210). An employee’s seniority for longevity pay shall include all periods of service from the employee’s last continuous permanent County employment date except as provided herein. Periods of separation may not be bridged to extend service unless the separation is a result of a layoff in which case bridging will be authorized if the employee is reemployed in a permanent position in accordance with Article 42, or unless an employee who separates is reemployed within three (3) years of his/her date of separation and has worked three (3) continuous years subsequent to reemployment. For qualifying employees retiring or resigning before the due date of any semi-annual increment, the amount of the payment shall be prorated. (Revised 7-01-24) ARTICLE 18 - MEDICAL PLAN A. Health Benefit Premiums: 1. The County agrees to provide a group medical plan, including dental coverage, to all members of the Association and shall pay one hundred percent (100%) of the premium attributable to employee coverage under this plan during the life of this Agreement. In the event an employee elects dependent coverage, the County shall pay fifty percent (50%) of the premium for such coverage. (a) Employees hired or rehired on or after July 1, 2016 will be enrolled into the High Deductible Health Plan (HDHP) and required to remain in the plan for a minimum of two (2) full plan years. The County agrees to pay one hundred percent (100%) of the premium attributable to employee coverage, and in the event an employee elects dependent coverage, the County shall pay fifty percent (50%) of the premium for such coverage. (Revised 7-1-16) B. Insurance Negotiating Committee: 1. Establishment, Purpose and Effective Date: 15  The Association and the County agree to the establishment of an Insurance Negotiating committee composed of representatives of the County and each recognized employee bargaining unit. The purpose of the committee is to recommend to the Washoe County Commission any benefit changes in the County's medical, dental, vision and life insurance plans. The Insurance Negotiating Committee does not have the authority to agree to alter the negotiated percentage(s) of the health benefit plan contribution rates that is borne by the County or the Employee regarding employee or dependent coverage. This Committee shall become effective upon approval or ratification of the groups listed in Section 2 below. 2. Composition of Committee: The Committee shall consist of one (1) voting member from each of the following groups: 1. Washoe County District Attorney Investigators Association – Non-Supervisory Unit 2. Washoe County District Attorney Investigators Association – Supervisory Unit 3. Washoe County Public Attorneys Association 4. Washoe County Sheriff's Supervisory Deputies Association 5. Washoe County Sheriff Deputies Association 6. Washoe County Employees Association - Supervisory-Administrative Unit 7. Washoe County Employees Association – Non-Supervisory Unit 8. Washoe County Nurses Association – Non-Supervisory Unit 9. Washoe County Nurses Association – Supervisory Unit 10. Washoe County Alternative Sentencing Officer – Supervisory Unit 11. Washoe County Alternative Sentencing Officer – Non-Supervisory Unit 12. Management 13. Any other bargaining unit that may be formed during the term of the Agreement 14. The Associations may have an expert attend the insurance committee meeting and provide input to the committee, but the expert shall not have a vote on the Committee. 15. Retiree Representative – One (1) retired employee shall serve as a non-voting member to provide input on the effects of proposed changes upon retirees. The name of a retiree may be nominated by any voting member. The retiree employee shall be selected by majority vote of the Committee and shall therefore serve at the pleasure of the said Committee. 16. The Committee Chairperson shall be appointed by the County Manager and will not have a vote on the Committee. 3. The Insurance Negotiations Committee shall have two (2) members participate on the panel of evaluators for Request For Proposals (RFPs), issued by Washoe County’s Comptroller’s Office, for providers of brokerage/consulting services and third-party health plan administrator. The two (2) members representing the Insurance Negotiations Committee on these panels shall be comprised as follows: 1. One (1) Committee member from the WCSSDA or WCSDA 2. One (1) Committee member from any other bargaining unit 4. Recommendations to BCC: The voting member of each bargaining unit, upon conferring with its association as necessary, shall have the authority to bind said bargaining unit to any modification in benefits agreed to by a majority vote of the Committee. Such modifications shall then be presented to the County Commission, and if so approved by the County Commission, shall be binding upon each bargaining unit. If the Committee recommendation is rejected by the County Commission, the Commission shall define their objections and parameters and the Insurance Committee shall, within fifteen (15) days of being notified of the Commission’s objections and parameters, meet and attempt to redefine plan modifications which meet the Commission-established parameters. If the Committee is successful, the plan modifications shall be resubmitted to the Commission for approval. If the 16  Committee is unable to determine acceptable modifications for submission to the Commission, the County and Insurance Committee agree to resolve any resulting differences by submitting the dispute to an expedited final and binding interest resolution which shall be binding upon the County and the bargaining units. 5. Binding Interest Resolution Process: When the Insurance Committee first convenes in any plan year, and no later than June 30, they shall notify the Chairperson of one (1) designated representative who shall represent the Insurance Committee in selecting an experienced arbitrator and scheduling a timely hearing should it be necessary. Within five (5) days of notification of the Committee’s representative, said representative and the County Director of HR/Labor Relations shall meet and designate an arbitrator to hear such dispute should it become necessary. If the parties are unable to agree on thearbitrator , they shall obtain a list of five (5) experienced arbitrators with in- depth knowledge of public sector insurance systems who are not associated with Washoe County or with the Washoe County Association bargaining units. The list may be obtained from AAA, Federal Mediation and Conciliation Service or any other mutually agreed upon organization. In selecting from the list, the arties shall alternately strike from the list to select thearbitrator. The right to strike the first name from the list shall be determined by the toss of a coin. Upon selection of the arbitrator, the Parties shall immediately contact the arbitrator and advise him/her of their selection should a hearing become necessary and the conditions for a decision which shall include: 1) the hearing shall be scheduled for two (2) consecutive days, with each party having one (1) day to present their position on the merits of the dispute; 2) the arbitrator may keep a record of the hearing and the parties will retain a court reporter to transcribe and provide a real time transcript of the hearing; 3) each party shall have five (5) days following the hearing to submit any brief they intend filing; 4) the arbitrator shall render a decision within fifteen (15) days of when the briefs are due; and 5) the arbitrator’s authority shall be restricted to either selecting the plan design submitted by the Committee or the plan design submitted on behalf of the County Commission. The Insurance Committee representative(s) and the County Director of HR/Labor Relations shall also be advised of the Insurance Committee schedule and shall set a date with the arbitrator in advance of any known dispute in order to insure a timely decision in the event the resolution process is necessary. In the event the resolution process hearing is not necessary, County shall pay any cancellation fees. Each party shall be responsible for their costs of presenting their case to the arbitrator and any of his/her fees shall be split equally with the Insurance Committee (Associations) paying half and County paying half. Mediation Process: If an impasse occurs prior to going to binding interest resolution, the parties agree to contact the selected individual from the forgoing list of arbitrators to mediate the dispute. Should mediation not resolve the dispute an expedited hearing with the selected arbitrator shall occur. 6. Release Time: Any insurance committee member shall be granted time off from their assigned duties with Washoe County to attend the hearing at the County’s expense. No overtime costs shall be paid to any employee attending the hearing. C. Washoe County Retiree Health Insurance Program NOTE: Pursuant to NRS 287.0205, any Washoe County retiree may enroll in the Washoe County Health Insurance Program, without the County-provided health insurance premium subsidy, if eligibility and enrollment requirements under NRS 287.0205 are met. Upon enrollment, such a retiree pays the actual cost of the premium. 17 Eligibility for the Retiree Health Insurance Program is based on the employee’s original date of hire and total years of County service. 1. Tier 1(A): For those individuals employed by the County between May 3, 1977, and January 13, 1981, the following provisions apply: (a) The County will pay 50% of the medical insurance premium attributable to the employee for participation in the County's Retiree Health Insurance Program upon the employee's retirement and receipt of benefits from Nevada PERS, provided the employee has at least a total of ten (10) years of full-time County employment. (b) The County will pay 75% of the medical insurance premium attributable to the employee for participation in the County's Retiree Health Insurance Program upon the employee's retirement and receipt of benefits from Nevada PERS, provided the employee has at least a total of fifteen (15) years of full-time County employment. (c) The County will pay 100% of the medical insurance premium attributable to the employee for participation in the County's Retiree Health Insurance Program upon the employee's retirement and receipt of benefits from Nevada PERS, provided the employee has at least a total of twenty (20) years of full-time County employment. (d) The payments specified in (a), (b), and (c), above, will be made in accordance with and are subject to all applicable laws in effect at the time of the employee's retirement, and are contingent upon the employee being medically eligible to be reinstated into the County's Retiree Health Insurance Program if there has been a break in coverage under the County's Health Plan. 2. Tier 1(B): For those employees hired on or after January 13, 1981, the provisions listed in Section.1. above, are applicable except that in order to receive the retiree health insurance benefits an individual must be an employee of Washoe County immediately prior to drawing retirement benefits. 3. The parties recognize that the cost of retiree health insurance should be considered a current benefit earned and paid for during an individual’s employment with the benefit simply being deferred until retirement. Based upon this, the parties recognize that the funding of the retiree health insurance program must be addressed during the period of employment of active employees in order to try and ensure the fiscal integrity of the program in the future and in order to try and ensure that the benefit upon retirement can be provided. Additionally, the parties recognize that the prefunding of the service cost of this program, which is addressed below, only represents a portion of the funding obligations of this program and that the parties will address the unfunded liability portion of this program in the future. At the point in time when the retiree health insurance program is fully prefunded, with no unfunded liability remaining, the retiree health insurance program will be fully considered a current benefit earned and paid for during an individual’s employment with the benefit simply being deferred until retirement. With those mutual recognitions and understandings, the parties herein agree to prefund the program annually at the actuarially determined service cost amount attributable to this bargaining unit beginning July 1, 1996. The amount of the service cost attributable to this bargaining unit will be a percentage of the number of employees represented by the bargaining unit compared to the number of employees covered under the County’s Health Benefit Program. 4. Tier 2: For those employees hired on or after January 1, 1998 through June 30, 2010, the County will pay the portion of the medical insurance premium in the form of a subsidy as established by the County. This subsidy may only be used to offset the cost of the medical plan premium offered through the Washoe County Retiree Health Insurance Program. Upon reaching the age of Medicare eligibility, employees referenced in this section must enroll in Medicare Parts A and B, with Medicare becoming primary 18  coverage and Washoe County becoming secondary, should they elect to remain in the County Retiree Health Insurance Plan. In order to receive the retiree health insurance benefits and individual must be an employee of Washoe County immediately prior to drawing retirement benefits. (a) Forced Medical Retirement – In the event a Tier 2 employee with at least 10 years of continuous service has a service-related injury, accepted by the County’s Workman’s Compensation, or ordered by an administrative body or court of competent jurisdiction after a denial by the County’s Workman’s Compensation, which forces a medical/disability retirement, accepted by PERS as a medical retirement, shall receive the 20-year subsidy upon retirement and immediate enrollment in the County’s retiree health insurance plan. 5. Washoe County will provide a monthly subsidy to the employees referenced in paragraph 4 at the rates provided in Exhibit E based on age and years of County service prior to retirement from the County, with a minimum of five (5) years of service and maximum of twenty (20) years of service. Effective January 1, 2020, and each year thereafter, the amounts in the schedule shall be adjusted to the nearest dollar annually to reflect any change using the CPI Medical Index. Revised 7-1-19) (a) Retirees in this Tier, receiving a subsidy, that elect to enroll in the HDHP with HRA shall receive any overage difference between the subsidy and the Retiree Only premium in their HRA. 6. Tier 3: Employees hired after June 30, 2010 and on or before June 30, 2040, who retire with twenty (20) years of continuous service with WCSDA and/or WCSSDA, shall receive a subsidy equivalent to the 20-year subsidy provided to Tier 2 retirees. (a) This subsidy may only be used to offset the cost of the medical plan premium offered through the Washoe County Retiree Health Insurance Program. Upon reaching the age of Medicare eligibility, employees referenced in this section must enroll in Medicare Parts A and B, with Medicare becoming primary coverage and Washoe County becoming secondary, should they elect to remain in the County Retiree Health Insurance Program. In order to receive the retiree health insurance benefits an individual must be an employee of Washoe County immediately prior to drawing retirement benefits. (b) Employees in this Tier, receiving a subsidy, that elect to enroll in the HDHP with HRA, shall receive the difference between the subsidy and the HDHP Retiree Only premium in their HRA, if any. (c) Forced Medical Retirement – In the event a Tier 3 employee with at least 10 years of continuous service has a service-related injury, accepted by the County’s Workman’s Compensation, or ordered by an administrative body or court of competent jurisdiction after a denial by the County’s Workman’s Compensation, which forces a medical/disability retirement, accepted by PERS as a medical retirement, shall receive the 20-year subsidy upon retirement and immediate enrollment in the County’s retiree health insurance plan. (Added 7-1-22) 7. Tier 4: Availability of the retiree medical premium subsidy shall expire for employees hired after June 30, 2040 (Tier 4). Therefore, there will be no retiree medical health care premium contribution by the County for those hired on or after July 1, 2040. For those electing to enroll in the County’s Retiree Health Insurance Program, upon reaching the age of Medicare eligibility, employees in this Tier must enroll in Medicare Parts A and B with Medicare becoming primary coverage and Washoe County becoming secondary, should they elect to remain in the County’s Retiree Health Insurance Program. D. The County agrees to provide health insurance coverage and shall pay one-hundred percent (100%) of the premium for spouses and dependent children of any member of the bargaining unit who is killed in the line of duty and which member has said spouse and dependent children covered under the County’s medical insurance plan at the time the member was killed. The spouse shall be covered until normal retirement age or remarriage, whichever occurs first. The dependent children shall be covered up to age twenty-six (26). 19 (Revised 7-01-22) ARTICLE 19 - MEDICAL EXAMINATIONS AND PREVENTIVE HEALTH CARE Each employee shall receive a complete physical examination annually. Additionally, whenever an employee is exposed to carcinogenic materials or communicable diseases that have been verified by the Washoe County District Health Department or other appropriate medical authority, said employee shall receive appropriate examinations, and/or treatment. Additionally, employees shall be permitted to receive Hepatitis - B vaccinations. Any employee who elects to receive this immunization and who then fails to comply with the medical guidelines of this immunization program shall have the expense of his/her immunization deducted from his/her pay. ARTICLE 20 - UNIFORM ALLOWANCE A. The County of Washoe shall pay to every employee a uniform allowance at the rate of two hundred fifty dollars ($250) per quarter, payable quarterly the first payday in April, July and October and the last payday in December. (Revised 7-01-14) B. Present employees who have been required to purchase new uniforms since the qualification of the present Sheriff may claim reimbursement for such purchase. C. The County of Washoe shall furnish the required uniforms to every new employee and to any present employee when required by the Sheriff to replace uniform items, which uniforms shall remain the property of the County. D. When replacement of any item of uniform or equipment is required due to normal wear, such replacement shall be at the County's expense. When replacement of any item of uniform is required as a result of an employee's negligence or misconduct, such replacement shall be at the employee's expense. E. The County will reimburse an employee for the repair or replacement cost of a non-uniformed item of clothing or equipment that is damaged or destroyed in the line of duty up to an amount not to exceed the maximum cost of the equivalent uniformed item of clothing or cost of equipment. In order that an affected employee receives the benefit of this section, he/she must report any claims prior to the end of the shift on which the incident of damage or destruction occurred. (Revised 7-01-05) ARTICLE 21 - SAFETY EQUIPMENT A. The County of Washoe shall furnish the following items to every new employee, and to any present employee when required by the Sheriff to replace such items, which items shall remain the property of the County: UNIFORM ITEM QUANTITY Patrol Officers All Others Cap (service) 1 1 Cap (ball style) 1 1 Cap badge 1 1 Cap rain cover (service) 1 1 Protective helmet 1 0 Duty jacket 1 1 Raincoat 1 0 20  UNIFORM ITEM QUANTITY Utility uniform 3 3 Necktie 1 1 Tie bar 1 1 Class A Shirt (long sleeve) 1 1 Class A Shirt (short sleeve) 1 1 Breast badge 1 1 Name plate (last name only) 2 2 Trousers without stripes 1 pair 1 pair Belt (uniform) 1 1 Belt (duty) 1 1 Handcuff case (double) 1** 1** Handcuff case (single) 2** 2** Handcuffs with keys 2 1 Baton ring 1 1 Baton 1 1 Ammunition (rounds) 50 50 Key strap 1 1 Flashlight holder 1 1 Rechargeable flashlight 1 0*** Non-rechargeable flashlight 0 1 Belt keepers 4 4 Identification card 1 1 Level II or Level III Ballistic Vest 1**** 1**** Inclement Weather Gear 1***** 0 Tourniquet (Added 7-01-19) 1****** 1****** * Jumpsuits may be issued to officers assigned to the Bomb Squad, Civil Section, Detective Division, Forensic Investigation Section, Fire Safety Unit, Fugitive Sections, and the Search & Rescue Unit upon the request of the Division Commander. Distinctive jumpsuits are issued to the Detention Response Team, and water-resistant jumpsuits may be issued to the Incline Village patrol officers upon the approval of the Sheriff. ** Deputies have the option of receiving one (1) double handcuff case or two (2) single handcuff cases. *** Rechargeable flashlights are issued to members of the Detective Division. Rechargeable flashlights will also be placed in each of the Housing Units and Intake for Deputies to use as needed. (Revised 7-01-19) **** In lieu of the standard issue vest, deputies may receive reimbursement for the current cost of the standard issue vest to be used toward the purchase of a Level II or Level III Ballistic Vest issued in accordance to the current distribution process in effect not to exceed fifteen hundred dollars ($1,500.00) per vest. Effective July 1, 2027, the maximum reimbursement amount to be used toward the purchase of a Level II or Level III Ballistic Vest in lieu of a standard issue vest will increase to sixteen hundred dollars ($1,600.00) per vest. (Revised 7-1-24) ***** A deputy assigned to the Operations Bureau will be issued inclement weather gear as described below as part of a 3-year cycle rotation not to exceed three hundred dollars ($300.00) per cycle. Authorized inclement weather gear: 21 Snowsuit; Or Winter Pants Winter Shirt Winter Jacket Zip in Lining (Revised 7-1-24) ****** At a deputy’s request, tourniquets will be replaced every two years or if the tourniquet is in a condition which is ineffective. A. The County shall pay to each new employee in the bargaining unit who begins employment after July 1, 2014, five hundred twenty-five dollars ($525.00) toward the purchase of a weapon. Any weapon purchased must be approved by the Sheriff. The employee shall own the weapon and will be responsible to maintain and service the weapon. The employee must qualify with the purchased weapon as directed by the Washoe County Sheriff’s Office. This is a one-time payment for which employees hired prior to July 1, 2014 are not eligible. (Revised 7-1-14) B. In recognition that a duty weapon (pistol/handgun) has a lifespan, beginning September 1, 2017, the County shall reimburse employees a one-time Duty Weapon Replacement Allowance of up to five hundred twenty-five ($525.00) to assist in the purchase of a replacement duty weapon in accordance with the replacement process in effect by the Sheriff’s Office. The employee shall own the duty weapon and will be responsible to maintain and service the duty weapon. The employee must qualify with the purchased duty weapon as directed by the Washoe County Sheriff’s Office. In order to be reimbursed for the allowance, the employee must have ten (10) years of continuous County service and the employee must furnish the County with a valid sales receipt dated September 1, 2017 or after for the new duty weapon. (Added 7-01-16; Effective September 1, 2017) C. In the event the Sheriff’s Office begins to provide duty weapons (pistol/handgun) to new employees covered under Paragraph A and/or existing employees covered under Paragraph B above, the duty weapon reimbursement pays defined in Paragraph A and/or Paragraph B above will no longer be valid as of the date the first duty weapon or replacement weapon is issued. Employees with valid sales receipts dated prior to that date have up to 30 calendar days to request reimbursement. (Added 7-1-16) D. Effective July 1, 2016, the County shall pay all Deputies a safety equipment allowance of one hundred fifty dollars ($150.00) per quarter payable the first payday in April, July and October and the last payday in December. Effective June 26, 2017, the County shall pay all Deputies a safety equipment allowance of two hundred dollars ($200.00) per quarter payable the first payday in April, July and October and the last payday in December. Effective June 25, 2018, the County shall pay all Deputies a safety equipment allowance of two hundred fifty dollars ($250.00) per quarter payable the first payday in April, July and October and the last payday in December. (Revised 7-01-17) E. Upon completion of the Patrol FTO program, effective July 1, 2018, the County shall pay a one-time payment of three hundred dollars ($300.00) to a Patrol Deputy for the purchase of Patrol related equipment not provided by the County. This is a one-time payment for which Deputies completing the Patrol FTO program prior to July 1, 2018 are not eligible. (Added 7-01-17; Effective July 1, 2018) 22 The Sheriff and the Association will meet at least quarterly, and more frequently by mutual agreement, for the purpose of consulting on work related safety equipment. Examples for discussion may include, but not be limited to, patrol cars and radios. (Revised 1-1-98) ARTICLE 22 - COURT APPEARANCES A. From time to time employees shall be required to appear in judicial or administrative proceedings. When so required during an off-duty period, employees shall be compensated in accordance with the provisions of Article 16. B. Any employee required to appear as provided above during either an off-duty or an on-duty period, and who receives a witness fee from the County for his/her appearance, shall be required to remit such fee to the County. C. Any employee required to appear as provided above, whether during an on-duty period or an off-duty period, shall retain any mileage fee paid in connection with such appearance, unless the employee is provided with a county vehicle to travel to and from such proceedings. ARTICLE 23 - SPECIAL PAY DIFFERENTIAL For purposes of this Article, “assigned” or “assignment(s)” refers to a long-term assignment with a start and end date that ordinarily corresponds with an employee’s assignment to a specific division within the Sheriff’s Office. The terms “utilized”, “intermittent”, “case-by-case” and “per diem” refers to a short-term use of an employee’s skills on an hourly, daily, or per shift basis. Deputies may be assigned to multiple special assignments; however, Deputies will be restricted to receiving payment for a maximum of two (2) Special “Assigned” Pay Differentials, equaling no more than seventeen percent (17%).In the case of an employee assigned to multiple special assignments, only the two (2) highest percentage special assignments will be paid (combined maximum of no more than seventeen percent (17%)). In addition, Deputies are ineligible to receive the same or similar special pay under both the “assigned” and “per diem” categories. Under no circumstances will any Special Pay Differential listed under this Article be combined with Temporary Supervisor Pay (Article 25). CRISIS INTERVENTION TRAINING (CIT) PAY DIFFERENTIAL Effective July 1, 2022, the parties agree to discontinue the Crisis Intervention Training (CIT) pay differential, as described in Article 23 of the 2019-2022 agreement, and include the 5% CIT pay differential into the base wage as shown in Exhibit A – Salary Schedules. SPECIAL “ASSIGNED” PAY DIFFERENTIALS At the discretion of the Sheriff or his designee, Deputies may be assigned to a limited number of special long-term assignment opportunities, as defined by the Sheriff and with the consultation of the County, within the Sheriff’s Office that may qualify for a Special “Assigned” Pay Differential. Special “Assigned” Pay Differential is intended to compensate the employee for special training, experience, and qualifications required to perform tasks related to the special assignment(s). The special assignments described in this Article are the only assignments for which pay may be received. These special assignments shall not be considered promotions. An employee assigned to one of the following special assignments shall receive, in addition to his/her step hourly rate of pay, the additional designated percentage (%) of this step hourly rate 23 of pay as a Special “Assigned” Pay Differential during the length of his/her assignment, unless noted otherwise. A. The following assignments shall qualify for a two percent (2%) differential: 1. Consolidated Bomb Squad Team 2. Detention Response Team (D.R.T.) 3. Hostage Negotiations Team 4. Special Weapons and Tactics (S.W.A.T.) B. The following assignments shall qualify for a five percent (5%) differential: 1. Administrative Deputy 2. Armorer 3. Background Deputy 4. Crime Scene Investigators 5. Inmate Assistance Program Deputy 6. Major Accident Investigation Team (M.A.I.T.) 7. Motors 8. Training Section Deputy C. The following assignments shall qualify for a ten percent (10%) differential: 1. Canine (K-9) - (Effective 1/1/18) 2. Forensic Investigation Section 3. Narcotics Division 4. R.A.V.E.N. Program or Extradition Unit - Pilots 5. Regional Gang Unit Officer (maximum of two (2) employees) D. The following assignment shall receive a salary increase of ten percent (10%) during the time period a Deputy is so assigned: 1. Detective Division (Revised 07-01-19) SPECIAL “PER DIEM” PAY DIFFERENTIALS As requested by the Sheriff or his designee, qualified employees may be utilized per diem in the following specialty areas, within the Sheriff’s Office, on an intermittent or case-by-case basis. Such an employee shall receive, in addition to his/her step hourly rate of pay, the additional designated percentage (%) of this step hourly rate of pay as a Special “Per Diem” Pay Differential for the entire shift in which the special duties were performed during any part of said shift unless indicated otherwise below. Special “Per Diem” Pay Differential is intended to compensate the employee for special training, experience, and qualifications required to perform tasks related to these specialty areas. A. Five percent (5%) per diem special pay differentials: 1. Field Training Officer 2. Range Master 3. Crime Scene Investigators (Per diem pay limited to initial response date) 4. R.A.V.E.N. Tactical Flight Observer (TFO) Deputy and Ground Support Deputy B. Two percent (2%) per diem special pay differentials: 1. Drug Laboratory Clean-Up Team (Revised 07-01-17) 24  ARTICLE 24 - NIGHT SHIFT DIFFERENTIAL PAY / EDUCATION INCENTIVE PAY A. Shift Differential: All shift work performed between the hours of 7:00 p.m. and 7:00 a.m. shall be considered night work for all Commissioned staff. Payment for night work, in addition to regular compensation, shall be made at the rate of seven (7%) of base salary for those hours worked between 7:00 p.m. and 7:00 a.m. except as provided herein. If an employee works a shift of which at least fifty percent (50%) of the hours are between 7:00 p.m. and 7:00 a.m. the employee shall be paid the differential for the entire shift. An employee who, at the direction of management, is reassigned from a bid shift eligible for the differential to a shift which is not eligible for the differential shall continue to receive night shift differential for the remainder of the shift bid excluding any reassignment for purposes of any type of training. An employee who is reassigned for purposes of light duty resulting from an on-the-job injury from a bid shift eligible for the differential to a shift which is not eligible for the differential shall continue to receive night shift differential for the remainder of the shift bid. This continuation of night shift differential for the remainder of the shift bid shall not apply to any light duty shift reassignment resulting from an off-the-job injury. There shall be no carryover of night shift differential on a non-qualifying shift from one shift bid to another shift bid. (Revised 7-1-09) B. Education Incentive: 1. Intermediate P.O.S.T.: Effective July 1, 2024, Deputies who attain a Nevada Intermediate P.O.S.T. certificate will qualify for a one point five percent (1.5%) of base pay education incentive. Deputies will continue to receive the 1.5% incentive until such time the employee is promoted from the Deputy rank or upon termination of employment with the County. 2. Advanced P.O.S.T.: Effective July 1, 2024, Deputies who attain a Nevada Advanced P.O.S.T. certificate will qualify for a two percent (2%) of base pay education incentive. Deputies will continue to receive the 2% incentive until such time the employee is promoted from the Deputy rank or upon termination of employment with the County. 3. Bachelor's Degree: Effective July 1, 2024, Deputies who attain a Bachelor's Degree from an accredited university in Criminal Justice, Criminology, Social Work, Human Services, Public Administration, Business Administration, Behavioral Sciences, Political Science, Psychology, Journalism, or a closely related field determined by the Sheriff or his designee, will qualify for a four percent (4%) of base pay education incentive. Deputies requesting education Incentive pay for a Bachelor's Degree shall be required to provide proof of their degree. Deputies that attain both the Nevada Intermediate P.O.S.T and Nevada Advanced P.O.S.T. certificates are eligible for both education incentive pays, as described above. (Added 7-01-15) Deputies are only eligible for a combined maximum incentive pay in the amount of 6%. Deputies that attain an approved bachelor's degree in addition to their P.O.S.T. certificates cannot combine education incentive pays to exceed 6%. ARTICLE 25 - TEMPORARY SUPERVISOR PAY In the event an employee is assigned by the Sheriff or his designee to assume a supervisor's duties for four (4) hours or more, he/she shall be paid at Step 3 of Sergeant for the duration of the assignment. Preference shall be given to employees on current promotional eligibility lists. Such assignments shall be in writing except in emergency circumstances; such assignments shall be for a minimum of four (4) consecutive 25 hours. No employee shall be assigned such duty nor permitted to assume such duty until he/she has completed probation. ARTICLE 26 - PROMOTIONA