ARTICLE (1) RECOGNITION

Collective Bargaining Agreement

Between

WAYNE STATE UNIVERSITY

and

POLICE OFFICERS LABOR COUNCIL

October 1, 2018 – September 30, 2023

TABLE OF CONTENTS

SUBJECT PAGE

Table of Contents

AGREEMENT ............................................................................................................................ 1

PURPOSE AND INTENT .......................................................................................................... 1

ARTICLE (1) RECOGNITION ............................................................................................. 2

ARTICLE (2) NON-DISCRIMINATION ............................................................................. 2

ARTICLE (3) MANAGEMENT RIGHTS ............................................................................ 2

ARTICLE (4) UNION SECURITY ....................................................................................... 3

ARTICLE (5) DUES AND/OR SERVICE FEE .................................................................... 3

ARTICLE (6) UNION RESPONSIBILITIES ....................................................................... 4

ARTICLE (7) STEWARDS ................................................................................................... 5

ARTICLE (8) TIME OFF FOR UNION OFFICERS AND DELEGATES .......................... 5

ARTICLE (9) OUTSIDE EMPLOYMENT .......................................................................... 5

ARTICLE (10) PROBATIONARY PERIOD ....................................................................... 6

ARTICLE (11) SENIORITY ................................................................................................. 7

ARTICLE (12) WORK ASSIGNMENT, SCHEDULING AND OVERTIME .................... 8

ARTICLE (13) HOLIDAYS ................................................................................................ 15

ARTICLE (14) VACATION ............................................................................................... 16

ARTICLE (15) EQUIPMENT ............................................................................................. 18

ARTICLE (16) UNIFORMS - UNIFORM BOARD ........................................................... 18

ARTICLE (17) PERSONAL CLOTHING ALLOWANCE ................................................ 19

ARTICLE (18) CLEANING ALLOWANCE ..................................................................... 19

ARTICLE (19) PERSONNEL FILE .................................................................................... 19

ARTICLE (20) BULLETIN BOARD .................................................................................. 20

ARTICLE (21) TUITION ASSISTANCE PROGRAM ...................................................... 20

ARTICLE (22) LEAVE OF ABSENCE TO ACCEPT ELECTIVE OR APPOINTIVE

STATE OR NATIONAL UNION OFFICE ......................................................................... 22

ARTICLE (23) LEAVES OF ABSENCE ........................................................................... 22

ARTICLE (24) LAYOFF AND RECALL .......................................................................... 26

ARTICLE (25) INVESTIGATION/DISCIPLINE .............................................................. 27

ARTICLE (26) PHYSICAL EXAMINATIONS ................................................................. 30

ARTICLE (27) ILLNESS BANK ........................................................................................ 31

ARTICLE (28) BEREAVEMENT LEAVE ........................................................................ 32

ARTICLE (29) PREGNANCY AND RELATED ILLNESS .............................................. 32

TABLE OF CONTENTS

SUBJECT PAGE

ARTICLE (30) INCOME DISABILITY PROGRAM ........................................................ 33

ARTICLE (31) MEDICAL INSURANCE .......................................................................... 34

ARTICLE (32) LIFE INSURANCE .................................................................................... 37

ARTICLE (33) DENTAL INSURANCE ............................................................................ 37

ARTICLE (34) RETIREMENT ........................................................................................... 38

ARTICLE (35) SPECIAL CONFERENCES ...................................................................... 40

ARTICLE (36) SALARY SCHEDULES ............................................................................. 41

ARTICLE (37) GRIEVANCE PROCEDURE .................................................................... 42

ARTICLE (38) EVALUATIONS ........................................................................................ 46

ARTICLE (39) INVALIDITY ............................................................................................. 46

ARTICLE (40) PROMOTIONS .......................................................................................... 46

ARTICLE (41) EMERGENCY CLOSING ......................................................................... 48

ARTICLE (42) WORKERS' COMPENSATION................................................................ 48

ARTICLE (43) SHIFT SELECTION .................................................................................. 50

ARTICLE (44) CHANGE AND TERMINATION ............................................................. 51

Re: Personal Business Days .......................................................................................................................................................... 52

Re: Indemnification of Governors, Officers, and University Employees ...................................................................................... 54

Re: Overtime Payments ................................................................................................................................................................. 55

Re: Supplemental Illness Bank - "Incident Related" ..................................................................................................................... 56

Re: Overpayments ......................................................................................................................................................................... 57

Re: Light Duty for Pregnant Officers ............................................................................................................................................ 58

Re: Light Duty for Injured Officers ................................................................................................................................................ 59

Re: Day-Off Trades ........................................................................................................................................................................ 60

RE: Drug Testing/Urinalysis .......................................................................................................................................................... 62

INDEX ............................................................................................................................................................................................ 65

AGREEMENT

This Agreement is entered into as of October 1, 2018, between Wayne State University

(hereinafter referred to as the "EMPLOYER") and Police Officers Labor Council on behalf of its

affiliate Wayne State University Police Officers Association (hereinafter referred to as the

"UNION").

PURPOSE AND INTENT

It is the general purpose of this Agreement to set forth terms and conditions of employment and to

promote orderly and peaceful labor relations between the Employer, the Employees, and the

Union.

The parties recognize that the support of the community and the job security of the Employees

depend upon the Employer's success in establishing a proper community service.

To these ends the Employer and the Union encourage to the fullest degree friendly and cooperative

relations between the respective representatives at all levels and among all Employees.

ARTICLE (1) RECOGNITION

The University agrees to recognize the Police Officers Labor Council, on behalf of its affiliate,

Wayne State University Police Officers Association, as the sole collective bargaining agent for the

purpose of collective bargaining with the University with respect to wages, hours, and other

conditions of employment for the term of this Agreement for regular employees of the University

included in the job classification, Public Safety Officer, except student assistants, supervisors, and

all other employees.

ARTICLE (2) NON-DISCRIMINATION

The Employer and the Union recognize their responsibilities under Federal, State, and Local law

pertaining to fair employment practices as well as the moral principles involved in the area of Civil

Rights. Accordingly, both parties reaffirm by this Agreement their mutual commitment not to

discriminate against any person or persons because of race, creed, color, religion, national origin,

marital status, age or sex.

In conformity with the Pregnancy Discrimination Act, and in accordance with University policy,

Employees affected by disabilities resulting from pregnancy, childbirth and related medical

conditions are treated the same as Employees affected by other disabilities.

Employees who believe that they have been discriminated against for the above listed reasons may

choose to pursue their claim through the University's internal discrimination complaint procedure

administered by the Office of Equal Opportunity or through the grievance procedure of this

Agreement.

The initial choice on one of these two internal procedures binds the Employee and the Union as to

the discrimination aspect of any claim and prohibits the processing of that same discrimination

claim through any other internal procedure.

ARTICLE (3) MANAGEMENT RIGHTS

A. The Employer shall have the right to exercise customary and regular functions of

management, including the right to hire, promote, transfer, or to suspend, discharge,

or demote Employees for just cause; subject, however, to the Union's right to bring

a grievance if any provision of the Agreement is violated by the exercise of such

management function. All rights, powers, and interests which have not been

expressly granted to the Union by the provisions of this Agreement are reserved to

the Employer.

B. The Union agrees that there shall be no solicitation of Union membership during

working hours on the Employer's time or at the Employer's expense.

C. The Union recognizes the responsibilities imposed upon it as the exclusive

Bargaining Agent of the Employees covered by this Agreement and realizes that in

order to provide good working conditions and fair and equitable wages, the

Employer must operate efficiently. The Union, therefore, agrees that it will

cooperate with the Employer to assure a fair day's work on the part of its members.

ARTICLE (4) UNION SECURITY

To the extent that laws of the State of Michigan permit, it is agreed that:

A. During the term of this Agreement, Employees in this Bargaining Unit shall not, as

a condition of employment, be required to become a member of the Union, or to

pay to the Union a service fee equivalent to the amount of dues uniformly required

of members of the Union (or dues).

B. An Employee in the Bargaining Unit who voluntarily tenders a service fee

equivalent to the amount of dues uniformly required of a member (and who is not

more than sixty (60) days in arrears), shall be deemed to meet the condition of this

section.

C. Employees in the Bargaining Unit who elect to tender their service fee equivalent

to the amount of dues, shall do so on or before the 10th day after the 30th day: (1)

following the beginning of their employment or (2) after a current Employee’s

submitted decision to join the Union.

D. The Employer shall be notified in writing by the Union of any Employee who is

more than sixty (60) days in arrears in such payments.

E. The Union shall indemnify and save the University harmless from any and all

claims, demands, suits, or any other action arising from this Article or Article 5, or

from complying with any request for termination under this Article.

ARTICLE (5) DUES AND/OR SERVICE FEE

A. Payment by Check-off: Members of the Bargaining Unit, who elect to, shall tender

their service fee equivalent to the amount of dues uniformly required of members

of the Union by signing an Authorization for Payroll Deduction of Nonacademic

Union Dues and/or Service Fees Form.

B. Check-off Form: During the life of this Agreement and in accordance with the

terms of the Authorization for Payroll Deduction of Nonacademic Union Dues

and/or Service Fees Form, hereafter set forth, the Employer agrees to deduct the

service fee equivalent to the amount of dues uniformly required of members of the

Union from the pay of each member of the Bargaining Unit who executed the

Authorization Form.

C. The Employer shall not be responsible for collecting the service fee during periods

of leaves of absence for which the Employee received no pay from the Employer.

D. It shall be the duty of the Employer at the time of hire to provide the Employee with

the Authorization for Payroll Deduction of Nonacademic Union Dues and/or

Service Fees Form and inform the Employee of his or her option become a member

of the union or not and to have the option to voluntarily pay a service fee.

E. The Employer shall notify the Union within ten (10) days of any Employee hired,

rehired, reinstated, or transferred into the Bargaining Unit, and will furnish the

Union, no later than the tenth (10th) of the month a listing of all voluntary service

fees deducted for the previous month showing the name, file number, pay code, and

amount voluntarily deducted from all members of the Bargaining Unit, including

additions and deletions since the last listing with explanation of changes.

F. The Employer shall not be liable to the Union by reason of the requirements of this

section for the remittance or payments of any sum other than that constituting actual

deductions made from wages earned by Employees.

ARTICLE (6) UNION RESPONSIBILITIES

A. The Union recognizes that strikes by public employees are prohibited by Act 336,

Public Acts of 1947, as amended by Act 379, Public Acts of 1965, and agrees that

it will comply with said Act as well as all other laws affecting this Agreement.

B. Recognizing the crucial role of law enforcement in the preservation of the public

health, safety, and welfare of a free society, the Union agrees that it will take all

reasonable steps to cause the Employees covered by this Agreement, individually

and collectively, to perform all Public Safety duties, rendering loyal and efficient

service to the very best of their abilities.

C. The Union, therefore, agrees that there shall be no interruption of these services for

any cause whatsoever by the Employees it represents; nor shall such Employees or

the Union cause, approve or engage in any strikes, sit-downs, slow-downs,

picketing, or any other form of interference with the services and operation of the

University; nor shall they absent themselves from work or abstain, in whole or in

part, from the full and proper performance of all the duties of their employment.

D. In the event that any member(s) of the Bargaining Unit engage in any of the above

activities, the President of the Wayne State University Police Officers Association

or a representative thereof shall, upon request from the Director or his/her designee,

immediately notify the involved member(s) of the illegal and/or inappropriate

nature of the activity and direct them to cease the activity.

E. The University reserves the right to take appropriate action where Union activities

result in interference with any operation of the University up to and including

discharge, subject to provisions governing disciplinary actions as contained in this

Agreement.

ARTICLE (7) STEWARDS

Employees in the Bargaining Unit covered by this Agreement may be represented by one (1)

Steward on each shift. Authorized Stewards shall be paid for time lost during working hours in

attending grievance meetings with University representatives. The Steward will be permitted to

leave his/her job, upon request, and after receiving approval by his/her Supervisor, for the purpose

of investigating a grievance during his/her assigned shift. Such Steward shall report to his/her

Supervisor upon completion of his/her investigation and if he/she goes into the Unit of another

Supervisor, he/she must first notify such Supervisor of his/her presence. This right to receive pay

for time lost shall not be abused. Time spent hereunder shall be recorded on the Officer's daily

report.

ARTICLE (8) TIME OFF FOR UNION OFFICERS AND DELEGATES

A. Upon giving reasonable advance notice to the Employer, Officers or representatives

of the Local Union may be afforded time off without pay to assist in the executive

affairs of the Union. However, the Employer need only grant such leave time when

the Department of Public Safety operational schedule permits.

B. Leave of absence (with pay, provided an Employee is currently in active pay status)

may be granted if operational schedules permit, upon receiving at least fourteen

(14) days prior written request, to two (2) Employees elected or selected by the

Union to attend a Union conference or convention, provided the two (2) Employees

are not on the same shift. Time allocations for said activity shall be limited to not

more than five (5) days in any one (1) fiscal year.

C. The President of the local Association shall be given the opportunity to work steady

days; however, upon electing to utilize this opportunity, the President shall remain

on that shift for a period of one (1) year.

ARTICLE (9) OUTSIDE EMPLOYMENT

A. Members of this Bargaining Unit shall not engage in outside employment of any

kind unless prior approval has been granted in writing by the Director of Public

Safety.

B. Applications for such approval must be submitted in writing to the Director and

include the following: nature of proposed outside employment, name and address

of outside employer, hours per week and work schedule of such outside

employment, length of anticipated period of such outside employment.

C. Members who receive authorized prior approval for specific outside employment

shall not change the nature of such employment or employer, or alter their originally

approved working hours or work week without receiving prior written authorization

for such alterations from the Director of Public Safety.

D. Authorization for any outside employment shall not be unreasonably denied.

ARTICLE (10) PROBATIONARY PERIOD

A. All newly hired Employees must satisfactorily complete a Basic Police Training

Program approved by the Michigan Commission on Law Enforcement Standards,

as well as the prescribed Public Safety Law Enforcement Intern Program, while

serving a formal probationary period of employment in the Department of Public

Safety within the Bargaining Unit covered by this Agreement.

B. The standard probationary period is twelve (12) months from the date of hire in a

position covered by this Agreement, excluding academy time which adds to the

probationary period. This time period may be extended for an additional three (3)

months up to two times by the Director of Public Safety. Periods of absence from

work shall not be counted towards completion of the probationary period. If the

Director of Public Safety elects to extend an employee’s probationary period he

(she) must inform the employee in writing and include the reasons for the extension

so the employee understand the areas in which they need to improve.

C. There shall be no seniority among probationary Employees. Upon completion of

the probationary period of the Employee, said Employee will acquire classification

seniority from his/her date of hire, less periods of absence.

D. The Union shall represent probationary Employees for the purpose of collective

bargaining in respect to rates of pay, wages, hours of employment, and other

conditions of employment, except no matter concerning discipline, layoff, or

termination of a probationary Employee shall be subject to the grievance and

arbitration procedure. Although the Union’s involvement during the investigatory

stages shall be observed, per Article 25 (I)(11), resulting discipline or investigatory

concerns shall not be subject to the grievance and arbitration procedure. The

University shall not use the level of discipline given to a probationary employee as

an example of discipline administered in any future arbitration hearings.

ARTICLE (11) SENIORITY

A. Seniority shall accrue to permanent full-time Employees and shall be based upon

total continuous service in a classification represented by this Agreement.

Approved leaves of absence without pay and layoffs shall not be cause for loss of

seniority. Provided, however, such laid off Employees or Employees on leave

without pay shall not accrue seniority during the actual period of layoff or leave.

B. Each new Public Safety Officer, upon the completion of his/her probationary

period, which shall not be less than one (1) year in duration, shall be placed on the

seniority list and seniority shall accrue from the Employee's first day of

employment in the

classification.

C. Seniority shall terminate if any Employee:

1. Quits or retires. Provided, however, that with respect to an Employee who

quits, this provision shall not apply to whatever rights such Employee has

heretofore enjoyed in connection with the Pension Plan upon reemployment.

2. Is discharged for just cause, including, but not limited to, any violation of

the Rules and Regulations of the Public Safety Department and the

provisions of this Agreement.

3. If he/she is absent for two (2) consecutive work days without notifying the

University or having a justifiable reason for his/her absence.

4. Gives a false reason to obtain a leave or if he/she fails to return to work upon

termination of any leave of absence or vacation.

5. If he/she is laid off for a period equal to his/her seniority at the time of layoff,

or two (2) years, whichever is the lesser.

6. Separation upon settlement covering total disability or Workers'

Compensation.

7. Failure to return to work when recalled from layoff.

D. If an Employee serving in a non-represented capacity within the Department of

Public Safety reverts to a former assignment within the Bargaining Unit, he/she

shall have seniority rights reinstated on the basis of the seniority earned while

serving in classifications represented by the Union.

E. Any Employee who is promoted or transferred out of the Department of Public

Safety but continues as an Employee of the University shall retain his/her earned

Departmental seniority for a period equal to his/her seniority at the time of the

promotion or transfer or three (3) years, whichever is less, in the event he/she is

returned by the University to the Department of Public Safety. This shall apply to

future promotions or transfers.

ARTICLE (12) WORK ASSIGNMENT, SCHEDULING AND OVERTIME

A. Work Assignments

It is understood that making work assignments is a necessary function of

management and changes, insofar as possible, are to be dictated by the operational

needs of the Department.

B. Schedules

The normal weekly work period shall consist of five (5), eight (8) hour days which

include a one-half (½) hour paid lunch. It is understood that work scheduling must

not be arbitrary and capricious, and changes, insofar as practicable, are to be

dictated by consideration of Departmental manpower and campus need. All

schedules and assignments may be changed without notice when, in the opinion of

the Director or his/her designee, the Department faces the possibility of an

emergency.

An Investigations Section Employee who is designated by management as the on-

call investigator shall be paid two (2) hours of Stand-By pay (at regular rates) per

24 hour day. Failure to respond within one (1) hour of contact shall result in non-

payment of Stand-By pay for that 24 hour day. The designated on call investigator

shall not be assigned to fill normal uniformed shift vacancies occurring on

designated on call days.

1. The Employer will not require that Officers assigned to Uniformed Line

Operations, Crime Analysis or Research and Planning Officer(s) deviate

from his/her daily work period with the intent to avoid overtime.

2. The Officer(s) assigned to the Training Section shall work normal hours, as

well as be required to vary those hours depending upon the needs of the

Department.

3. The Officer(s) assigned to the Investigations Section shall work normal

hours, as well as be required to vary those hours depending upon the needs

of the Department.

It is understood that occasionally a particular investigation requires, among other

things, that an investigator(s) contact or interview informants, witnesses,

complainants or other person(s) during other than normal hours. Such

arrangements shall be performed at the direction of the OIC, and shall be considered

overtime or shall be handled through schedule modification.

4. The Officer(s) assigned to the Crime Abatement Team, Investigations

Section, K-9 unit, or similar team shall be required to vary their hours

depending upon the operational needs of the Department. However, C.A.T.

Officers shall not be assigned to fill normal uniformed shift vacancies for

two days or less. Uniformed Officers assigned to plainclothes shall be

notified before the end of their prior shift or 24 hours in advance.

5. The University recognizes the need for reasonable rest periods during the

course of the normal work day, and Public Safety Officers may, as

determined by the operational needs of the Department, receive an in-

service break in each half of their normal duty day.

6. Scheduling for Training

The Employer and Union recognize the need for a continuing program of training.

The University will post training opportunities when time allows. An Officer will

be given the reason(s) verbally why the Officer was not selected if he/she requests

that information. Assignments of an Officer to training shall not be considered a

deviation of his/her daily work period. Officers, at any time, may submit a written

request, through their chain of command, for training opportunities. The selection

of trainees shall be at the discretion of the Employer.

Officers, except probationary Officers, will receive three (3) calendar days advance

notice of training which requires a modification of work hours unless the Employee

agrees to a lesser notice. "A" Shift Officers will not have their work hours modified

unless they are regularly assigned "off" on the day following the end of the training

session. Appropriate or sufficient time off between work periods will be ensured

whenever "B" and "C" Shift Personnel have their normal work period modified for

training."

7. Tentative schedules will be posted sixty (60) days in advance of taking effect.

Current practice of rotating shifts on a semester basis shall be maintained.

8. The Department will schedule 2 training days a month [instead of 4]. If no

training is scheduled for those days, the OIC may grant exceptions,

depending on the operational needs of the shift.

C. Job Assignments/Shift Details

Job assignments will be assigned daily to Employees at the briefing. The

Motorcycle Patrol, Bicycle Detail, and plain clothes assignments will ordinarily be

advised of such assignments by the day prior.

Assignments may be changed or modified, subject to the needs of the department.

D. Job Appointments

When an opening occurs within a given job section, the Department will post a

notice of such opening on the bulletin board for thirty (30) days, as well as read

such notice at three (3) consecutive briefings.

Employees applying for such job appointments must have at least one year of

seniority with the WSU Police Department and satisfactory performance, and must

do so within the thirty (30) days’ notice period.

Job appointments will be made on the basis of specific skills. The Police

Department shall establish a list within 15 working days after the posting is closed.

The list shall expire ninety (90) days after it is established. Where skills are equal,

seniority will prevail. Appointments from persons who have already served an

appointment, as well as the duration of all appointments shall be at the department’s

discretion.

During the life of this Agreement, at least five PSOs in total will be appointed to

either the non-uniform section, special assignments, or the community policing

section or some combination of both, with the schedule of rotation and assignment

duration for replacements being at the discretion of the Director of Public Safety.

E. Overtime

All time authorized to be worked in excess of eight (8) regular pay hours a day, or

forty (40) regular pay hours a week shall be reported in tenth of an hour (6 min.)

units adjusted to the nearest tenth of an hour. The Director, or his/her designee,

will be the determining authority on the necessity for all overtime. An Employee

within this bargaining unit shall be compensated for any such worked overtime at

the rate of time and one-half. Paid sick leave, holidays, vacation, or any other paid

leave will not be treated as days worked in computing daily or weekly overtime.

However, Article 12, 13 & 41 compensatory time, when utilized, may be counted

as time worked when computing weekly overtime.

There shall be no pyramiding of overtime: defined as the use of multiple overtime

premium multipliers on any single or block of hours. In other words, once an hour

is counted as an overtime hour for the purposes of daily overtime, that same hour

cannot be counted as an hour worked for the purpose of weekly overtime. Not

included in the definition of pyramiding are those cases of shift or salary premiums.

These remain subject to the normal overtime multiplier for any overtime hours.

1. The Department overtime list shall be utilized when filling overtime for

Uniformed Shift vacancies of four (4) hours or more. It is understood that

there may arise circumstances under which utilizing the overtime list is

unfavorable and ill-advised and, in such cases, the Supervisor has the

responsibility of filling said positions without delay. Emergency overtime

as well as overtime of less than four (4) hours, will be offered in the order

of seniority to the working shift.

In the event that all officers on the working shift refuse the overtime that

overtime shall be ordered to the officer with the least seniority on the

working shift.

Officers shall not be “ordered” to work overtime of more than sixteen (16)

hours in a 24 hour period including any court time that the officer must

attend. Officers also shall not be “ordered” to work sixteen (16) hours on

three consecutive days. This does not apply to volunteers.

In certain instances overtime for special assignments can be filled without

using the overtime list. Officers that do work overtime in this event shall

have the amount of hours worked added to their total on the overtime list.

(i.e. R.A.D., C.A.T., E.P.U., Honor Guard)

2. An Employee required to work overtime not continuous with the regular

work schedule WITHOUT prior notification shall be paid a minimum of

four (4) hours pay at the rate of time and one-half (time and one-half,

provided the Employee has satisfied the 40 hours worked threshold. If not,

the straight rate will be paid until 40 hours have been worked).

3. Overtime not continuous with the regular work schedule but WITH prior

notification (i.e., with overtime notification to a Public Safety Officer before

the end of the Officer's duty shift, or at least forty-eight (48) hours before

time of requested overtime appearance) shall be paid a minimum of four (4)

hours pay at the rate of time and one-half (time and one-half, provided the

Employee has satisfied the 40 hours worked threshold. If not, the straight

rate will be paid until 40 hours have been worked.

Any witness fees and/or expenses paid to such Employees must be turned

over to the University together with Court Time Reports.

4. An Officer who is assigned a 1:30 p.m. court time in order to receive the

minimum of two (2) hours overtime for a scheduled court appearance on

his/her off duty time, must notify the Department prior to 2:35 p.m. that the

required court appearance has been completed. This shall apply only to

those Officers who are scheduled to work the 3:00 p.m. - 11:00 p.m. shift

on the day of the specified court appearance.

5. A schedule listing the names of all members of the Bargaining Unit and

stating each individual Employee's situation relative to call up for overtime

will be posted in a prominent place within the Department and accessible to

members of the Bargaining Unit.

6. Upon mutual agreement, officers can elect to have time worked in excess of

forty (40) hours in a work week, and hours worked on holidays, placed into

their compensatory time bank at the rate at which they were earned (time

and a half). An officer’s individual compensatory time bank may

accumulate to a maximum of sixty (60) hours.

7. If an officer is granted permission by the Chief, or their designee, to be

removed for the overtime list, said officer will be removed for a minimum

period of one (1) year. This period may be extended upon mutual

agreement of both the employee and the Chief or his/her designee. Such

request should be made in writing.

8. When the Employer has advanced knowledge of events that will utilize

department personnel they will provide POLC President or his/her designee

a sign-up sheet. The Bargaining Group will be responsible for posting the

overtime for officer’s review within 24 hours of receipt from management.

If the position available are not filled in this manner, the employer shall then

utilize the Department overtime list to fill the positions. The amount of

hours worked for the event will be added to their employee’s total on the

overtime list.

The employer will complete and post the Officer’s assigned to the pre-

scheduled events at least five days prior to the scheduled event, unless notice

is given to the POLC President or his/her designee regarding circumstances

that may delay the postings.

The sign-up sheet shall be posted in the area designated by the employer.

9. Employees shall be paid double time on their seventh work day during a

calendar work week if they are ordered to work overtime on both their

scheduled leave days, with the exception of departmental mobilization. If

the department mobilizes two weeks in a row during the consecutive

mobilization if the member is ordered to work on their second leave day

they will receive double pay.

F. Stand-By Duty

In those situations when an Employee is ordered by a Supervisor to remain at a

telephone number known to the Supervisor and be prepared to report to duty upon

telephone notification, said Employee shall be considered to be on official Stand-

By Duty.

Compensation for such official Stand-By Duty shall be a minimum of two (2) hours

pay at regular rates.

Stand-By Duty shall be only for that period of time specifically ordered, but in no

case shall the Employee be paid less than the guaranteed two (2) hours

G. Field Training Officer Assignment

Employees designated by management as a Field Training Officer will be

compensated with 1 hour of pay (at the rate of time and a half) for every 8 hours

assigned/spent actively training a probationary Employee. Daily Field Training

Officer duties shall include, but are not limited to: (1) the usage of the appropriate

section(s) of the Field Training Guide, and (2) the completion of a Daily

Observation Report (DORS).

H. K-9 Handler Assignment Principles

Should the Department opt to staff a K-9 Handler assignment, such Employee(s)

shall function under the following principles, including but not limited to:

1. The K-9 Handler will serve in this assignment for a length of time to be

determined by the Department. The K-9 Handler assignment shall not be

considered as one of the positions eligible to be "rotated out" as required in

Section D of Article 12.

2. The K-9 Handler assignment will not be on a shift pick.

3. There shall be no difference in base pay from other Public Safety Officers

who are at the same step.

4. Grooming Time: An estimated average of not more than seven (7) hours

per week is expected of the assigned K-9 Handler to be spent for grooming

the dog. Grooming includes, but is not necessarily limited to: feeding,

walking, securing medication for the dog (as necessary), and appropriate

brushing as suggested by the dog’s original (or subsequent) trainer and/or

department designated veterinarian.

5. The K-9 Handler shall be allowed one (1) hour at the end of the shift solely

for the purpose of grooming (personal care of the dog), unless the

operational needs of the Department prohibit an early release. On such

occasions, the K-9 Handler will be awarded one (1) hour of pay at the

regular rate of pay. The shift shall not be extended into overtime solely for

the purpose of grooming, unless directed by management. As clarification,

to allow for grooming, and to preclude the need for FLSA overtime, the K-

9 Handler will normally work one (1) hour less than the Handler’s scheduled

shift.

6. The K-9 Handler will be paid an additional two (2) hours per week to reflect

an approximation of one (1) hour for dog care on non-work days. There

shall be no premium holiday or overtime pay, allowed or paid, relative to

the two (2) credited hours. The subject pay shall be rendered at the

Handler’s regular rate of pay. Employees caring for more than one

Department dog shall receive an additional one (1) hours of straight time per

week.

7. After completion of the basic K-9 training, any approved K-9-related regular

training and recertification, will be done as part of the Handler’s regular tour of

duty. If the training and/or recertification occurs on a shift other than the Handler’s

regular shift, the training will be done in lieu of a regular tour of duty day. Current

return-to-work practices will apply when the training is less than 8 hours in

duration

8. The K-9 Handler shall receive one (1) free washing per week of his/her

dogtransport vehicle at a facility designated by the Department.

9. The Employer reserves the right to determine the appropriate expenditures related

to the K-9 unit

10. All of the dog’s food, medical care, and kenneling will be provided by an

Employer-designated facility. With approval of the Department, emergency

medical care may be obtained.

11. The dog shall be the property of the Department. In the event the Department

decides to “retire” the dog due to age, illness, or injury, the K-9 Handler will have

the option to keep the dog

ARTICLE (13) HOLIDAYS

A. The holidays, consisting of New Year's Day, Martin Luther King Day, Memorial Day,

ndependence Day, Labor Day, Thanksgiving Day, day following Thanksgiving Day,

Christmas Day and two (2) other days designated as December 24

and December 31

hall be observed as official University paid holidays. Uniform Employees will be entitled

to one additional holiday per fiscal year on a date to be selected by the Employee and t

be approved and granted by the Supervisor. The additional holiday will be used as a

personal business day, per Letter of Agreement #1, with notice to the Supervisor or

designee by at least noon of the day prior to taking the day

B. For non-uniform Employees: When one of the official holidays falls on a Saturday or

Sunday, another day shall be designated as the holiday

C. If an Employee is not paid for the day before or the day after a holiday, he/she shall receive

no pay for the holiday

D. In addition to regular pay for time worked on a holiday, members of the Bargaining Unit

shall receive premium compensation at time and a half for the holiday. At the discretion

of the Director, or his/her designee, and with the consent of the Employee, such premium

compensation shall be in the form of an additional day off in lieu of the holiday during the

same work week or pay peri

od.

E. Employees whose scheduled day off falls on a holiday shall receive in addition to his/her

regular pay, premium compensation at time and a half for the holiday. At the discretion

of the Director, or his/her designee, and with the consent of the Employee, such premium

compensation shall be in the form of an additional day off in lieu of the holiday during the

same work week or pay peri

od.

F. The Department, during regular scheduling, shall set aside the seven (7) day Monday

through Sunday period(s) which includes the designated holiday(s)

1. The Department shall determine the manpower allotment needed to fulfill the

operational needs of the Department on the holiday, for each shift.

2. Each Shift Supervisor shall then allow each shift member, in order of seniority, to

choose whether or not he/she will work on the holiday

3. In the event an Employee with seniority should be on vacation during the time

period that schedules for the holiday are picked; such Employee shall have the

right, before, to stipulate in writing to the Shift Supervisor his/her preference for

the holiday scheduling. To the nearest degree possible, such a request shall be

honored. Should the Employee fail to stipulate such a request in writing previous

to leaving for vacation, he/she shall forfeit his/her position by seniority. The next

eligible Employee shall assume the position on the list, and the Employee on

acation shall assume the last position on the list.

G. Christmas/New Year's Closure

n-uniform Employees will be given time off their regularly scheduled work days

between Christmas and New Year's with pay. A non-uniform Employee required to wor

any of these days will be given compensatory time off at a later date. Such compensatory

time shall be scheduled within ninety (90) calendar days from the date earned in accordance

with the operational needs of the department, or it shall be forfeited. At the discretion of

the University, an Employee may receive additional pay on a straight time basis, in lieu of

compensatory tim

ARTICLE (14) VACATION

A. The full-time members of this Collective Bargaining Unit shall receive vacation at the rate

of twenty-two (22) working days per year with accumulations earned for each full pay period

completed without loss of more than one hour of pay. Eligibility for such vacation allowance

shall be dependent upon completion of a minimum of six (6) months of continuous full-time

service in the Bargaining Unit. Vacation time may accumulate up to a maximum of twenty

three (23) days, but each Employee must utilize a minimum of twenty (20) days per year

If an Employee is employed and accumulating vacation time for only part of a vacation year

the number of days which must be taken will be prorated at the rate of two (2) days per mont

five (5) days per quarter.

B. Vacation time off must be scheduled with the appropriate Department Command Officers

and shall be granted in accordance with the operational needs of the Department of Public

Safety. If necessary, the Director of Public Safety is empowered to enforce obligator

cheduling of vacation time

C. Employees shall take vacation in at least two (2) blocks of five (5) days or more with the

option of taking their remaining days during the calendar year at the rate of less than five (5)

days at a time subject to conditions in B. above. Requests for the remaining days shall be

made within thirty (30) days of the date(s) requested and responded to within five (5) days

of application

D. Two (2) vacation periods of six (6) months each will be posted at least two (2) weeks in

advance of the deadline date for vacation selection.

he deadline will be that date, at 5:00 P.M., which is two (2) months prior to the beginning

of the six (6) month vacation peri

od.

acation block requests must be submitted in writing by Employees in the Bargaining Unit

before this 5:00 P.M. deadline indicating three (3) different vacation selection periods in the

order of their priority

n Employee wishing to waive a selection period must submit a memorandum to this effect

n Employee who waives the first selection period must make a selection in the second

period and vice versa. Should an Employee fail to submit a written request, the Department

will assign either a five (5) day block if in the first period, or a ten (10) day block if in the

second peri

od.

ny duplication of date requests by two (2) or more Employees which may not be able to be

accommodated shall be resolved on the basis of Employee seniority

The Department will respond within five (5) working days (excluding weekends and

holidays) of the deadline date informing Employees regarding approval or denial of their

vacation block request.

When more than one employee requests a specific vacation block and the shift selections

have not been finalized, then the department shall confirm the request within five (5) working

days of the finalized shift selecti

on.

E. Members of the Bargaining Unit who leave the University after six (6) months of continuous

full-time service shall be paid for unused vacation days at the time of their termination of

employment.

F. E

mployees who have accrued five years of seniority shall be allowed to take up to two weeks

of pay- in- lieu of vacation time once per year. The request for pay-in-lieu of vacation shall

be paid at the contract rate applicable at the time that the pay-in-lieu obligation was incurre

egardless of any negotiated changes. Pay-in-lieu of vacation time will be counted as

vacation time utilized for the year.

ARTICLE (15) EQUIPMENT

n the selection, procurement, and issuance of necessary law enforcement equipment, the Employer shall

use its best efforts to secure equipment of such quality, design, and construction as judged consistent with

the functions and responsibilities reasonably expected of its professional law enforcement Employees.

he University will furnish qualification ammunition for WSU provided firearms and loose leaf binders for

Departmental written directives.

he University will inspect on-duty weapons annually and will repair those weapons that are issued by the

Department, if necessary.

fficers will receive new replacement vests for those vests reaching five (5) years of active. (Vests are not

in active use when they are not being worn by a non-uniform Officer or are not being used for other reasons.

ARTICLE (16) UNIFORMS - UNIFORM BOARD

A. The Employer agrees to recognize the establishment of a permanent advisory board, the

Uniform Boar

B. The Board will be composed of three (3) elected members of the Union and two (2)

members of supervisory rank. The ranking Officer shall serve as chairman. Meetings will

be scheduled as the need arises, based upon the interest of the members or requests of the

University.

C. The Board, by majority vote, will advise the Director of Public Safety in matters concerning

item(s), type, style, issuance, and appropriate wearing of adopted Departmental uniforms

D. In the selection, procurement, and issuance of uniforms, the Director of Public Safety will

give due consideration to the Board's recommendations as regards items, numbers,

materials, issuance, and quality held consistent with the needs, use functions, and

responsibilities of the uniformed members of the Department

E. It is understood by both parties of this Agreement that the Uniform Board shall be advisory

only and the ultimate decision in all instances rests with the University

F. The University will replace damaged or worn uniforms. Employees are personally

responsible for procuring new uniforms if the need is due to a change in size. However

he University will replace uniforms if the need for new uniforms is required as a result of

a size change due to illness.

ARTICLE (17) PERSONAL CLOTHING ALLOWANCE

embers of this Bargaining Unit assigned to plain clothes duty for a period of three (3) months or more

shall be reimbursed for personal clothing allowance at the rate of $36.00 per month of plain clothes

assignment. To be eligible for a clothing allowance, the Employee must have worked ten (10) days within

the month on a plain clothes assignment. If during a given month an Employee, who is absented in

connection with an approved Workers’ Compensation case (in the line of duty), may count up to five (5) of

such Workers’ Compensation-covered days of absence towards satisfying the ten (10) day minimum

requirement. There is no personal clothing allowance paid for any month where an Employee does not

meet these minimum requirements. Payment shall be made at six (6) month intervals or at the end of the

assignment, whichever comes first.

Mem

bers assigned to plain clothes duty not necessitating suits, such as CAT type assignment, are not

eligible for clothing allowance.

ARTICLE (18) CLEANING ALLOWANCE

mployees of the Bargaining Unit shall receive a cleaning allowance as follows:

ffective with the signing of the 2013-2018 Agreement:

niform Personnel $60.00 per month

All Others $43.00 per month

o be eligible for a cleaning allowance, the Employee must have worked ten (10) days within the month

and the amount shall be based upon the assignment on the last day of the month. If during a given month

an Employee, who is absented in connection with an approved Workers’ Compensation case (in the line of

duty), may count up to five (5) of such Workers’ Compensation-covered days of absence towards satisfying

the ten (10) day minimum requirement. There is no uniform cleaning allowance paid for any month where

an Employee does not meet these minimum requirements. A uniform cleaning allowance shall not be paid

in any month in which personal clothing allowance is paid.

ayment shall be made semi-annually.

Mem

bers assigned to the Recruit Training Academy and required to wear khaki cotton clothing shall not

be considered as uniform personnel for purposes of the cleaning allowance contained in this Article.

ARTICLE (19) PERSONNEL FILE

he University will continue to honor requests from Employees to examine their personnel files in

accordance with Public Act 397 of 1978, commonly known as the Bullard-Plawecki Act.

ARTICLE (20) BULLETIN BOARD

A. The Union shall be provided with a bulletin board, located in an easily accessible area of

the Departmental Headquarters, for its exclusive use for the posting of notices pertaining

to the conduct of Union affairs of the following types:

1. Notices of Union recreation and social events

2. Notices of Union elections

3. Notices of results of Union elections

4. Notices of Union meetings

5. Notices of position openings

6. Information of professional interest to the Union

B. In the event a dispute arises concerning the appropriateness of material posted on the Union

bulletin board, the President of the Association will be advised by the Director of Public

Safety or his/her designee of the nature of the dispute and the notices or bulletins in question

will be removed from the board until the dispute is resolved.

C. In the event of a dispute regarding the above, a grievance may be submitted to the 4th Step

of the grievance procedure. A hearing will be scheduled within three (3) days to resolv

he dispute. All other provisions of the grievance procedures remain in effect.

ARTICLE (21) TUITION ASSISTANCE PROGRAM

A. As part of the University policy to encourage staff members to further their formal

education, the Tuition Assistance Program for Employees was established. Under the

Tuition Assistance plan, qualified Employees will receive credit on the student tuition

accounts for their tuition after the appropriate forms are submitted to Total Compensation

& Wellness (incidental fees, however, must be paid by the Employee)

uition Assistance will provide for two (2) courses or six (6) credit hours, whichever is

greater, per semester for two (2) semesters, and one (1) course or four (4) credit hours,

hichever is greater, for one semester during the academic year. There will be no waiting

period for eligibility of full-time Employees. To assure that Employees are not assessed

late fee(s), participating Employees must register during the Priority Registration period.

Otherwise, Open or Late Registration fees will be assessed.

Eligibility:

1. All full-time salaried Employees on Wayne State University payroll as of the last

day of Priority Registration and all Employees receiving occupation-specific

disability benefits (see Article 30).

2. College admission requirements must be met.

3. Applications must be submitted prior to the end of the term for which tuition

assistance is requested.

4. Courses must be taken after normal working hours unless the Division Head

verifies:

a. The course is offered only during working hours.

b. The supervisor is able to arrange adequate coverage of the position.

c. Time taken off is charged to vacation or additional hours are worked to

make it up (working during lunch will not satisfy the make-up

arrangement.)

B. The Tuition Assistance Program will provide eligible Employees with credit on their

student tuition account. Tuition assistance will apply to tuition, registration and omnibus

fees only. Incidental fees such as lab fees, etc., which may be charged are the responsibility

of the Employee. Failure to meet and maintain the eligibility requirements for tuition

assistance will result in the benefit forfeiture and the benefit amount will be recovered by

payroll deductions or other appropriate means

Any Employee who is terminated, leaves employment with the University during the term

of tuition assistance, not including layoff or leave of absence, or who fails to successfully

complete any course(s) in which they enroll will thereby forfeit their tuition assistance and

be required to reimburse the University promptly for the appropriate amount of tuition will

render the Employee ineligible for continued participation in the Tuition Assistance

Program

pplication for Tuition Assistance must be made prior to the end of the term for which

tuition assistance is requested.

passing grade must be obtained. A passing grade, for an individual course, is a "D" or

better for undergraduates and a "C" or better for graduates. A grade of "S" or "P" is also

considered passing for classes graded Pass/Fail or Satisfactory/Unsatisfactory. Failure to

receive a passing grade will forfeit tuition assistance for the subject semester, and payment

in full will be due as require

rades of I & Y must be converted in accordance with Student Requirements

I" and "Y" grades must be resolved within two (2) terms beyond the term in which the

grade was earned.

C. The application forms are available from Total Compensation & Wellness, as well as

eligibility requirements and any additional information that may be necessary

D. Tuition Assistance shall be subject to applicable taxation requirements, if any, of the

nternal Revenue Service.

E. Tuition Reduction for Spouses and Children of Deceased Officers

he spouse and/or children less than twenty-six (26) years of age, of bargaining unit

members who have (or as of 10/01/02 had) ten (10) or more years of service, who died

while employed with the University, who are admitted to the University through its norma

ocedures, shall be permitted to enroll in Wayne State University graduate and

undergraduate courses at a cost of fifty percent (50%) of the regular graduate or

undergraduate tuition rate per credit hour according to their student rank. The spouse

and/or children shall be encouraged to apply for appropriate scholarships and/or

fellowships. Incidental fees shall be charged to the spouse and/or children for such

enrollment. In order to be eligible for tuition reduction, a passing grade must be obtained,

per Section B above

ARTICLE (22) LEAVE OF ABSENCE TO ACCEPT ELECTIVE OR APPOINTIVE STATE OR

NATIONAL UNION OFFICE

A. Should a Public Safety Officer be elected, or appointed, to a State or National Union Office,

a l

eave of absence without pay may be granted at the discretion of the University for

riod not to exceed one (1) year

B. To resume University service the Employee must provide written notification of his/her

intent to return, on or before his/her leave termination date, at least thirty (30) days i

dvance of the date of his/her intended return. The Employee will return with the sam

continuing service status as in effect at the time of the granting of leave. Salary will be

increased by any general adjustments granted to the classification during the leave period

and fringe benefits shall be those in effect at the time of the Employee's retur

C. An Employee applying for such leave must give ninety (90) days written notice to the

Director of Public Safety. Only one (1) Public Safety Officer is eligible for such leave at

a time.

ARTICLE (23) LEAVES OF ABSENCE

ABSENTEEISM

Communication with the Employment Services Center does not satisfy the University’s absence notification

requirement. It is a basic WSU (and universal) expectation that employees, not Employment Services, will

notify their immediate supervisor of any variances from their established work schedule. FMLA

application/approval does not relieve an employee of that responsibility

A. Military

1. Short Term:

a. If the period of absence does not exceed seventeen (17) calendar days, the

Employee shall have the option of charging such absence to his/her

vacation bank, if available, or requesting the University to pay him/her the

difference between his/her military pay and his/her regular salary during

the period serve

b. Before leaving his/her assignment the Employee must notify his/her

supervisor of the dates of his/her military duty, and submit a request to be

absent from his/her employment for that period. Should the Employee

elect to request University pay for the difference between his/her military

pay and his/her regular University salary the Employee must present

his/her military orders to the Payroll Office before he/she leaves for duty.

2. Extended Service:

a. Upon application, a Military Leave of Absence (without pay) will be

granted to Employees who are employed in other than temporary positions.

This applies to Employees who are inducted through Selective Service or

voluntary enlistment, or if the Employee is called through membership in

the National Guard or Reserve component into the Armed Forces of the

United States. A position "other than temporary" is one that at the time of

hire was expected to be continuous for an indefinite term and was not

limited to a specific, brief, and non-recurrent peri

od.

b. Reinstatement and rights after reinstatement are governed by applicable

Federal laws.

B. P

ersonal

eaves of absence without pay up to three (3) months may be granted in cases of

exceptional need for those Employees who have acquired seniority under the terms of this

Agreement. Leaves may be granted for such reasons as settlement of an estate, serious

illness of a member of the Employee's family, child care, or to complete degree

requirements, but not for the purpose of obtaining employment elsewhere. Leaves of

absence for like causes may be extended for additional three (3) month periods, but the

total leave time shall not exceed one (1) year.

C. Il

lness

1. If after exhausting the sick and vacation banks, an Employee is unable for health

reasons to return to work, the Employee shall have the right to leave without pay

for the period of disability, but not to exceed one (1) year provided:

a. The Employee has acquired seniority under the terms of this Agreement

and is a regular full-time Employee. This applies to Employees who ar

not

eligible under the income disability program

b. The Employee submits a physician's statement to the Director of the

University Health Service certifying his/her condition and estimated

length of time off needed.

2. If any illness or injury arises out of or in the course of his/her employment, an

mployee shall remain on illness leave for the extent of his/her absence, providing

it does not exceed two (2) years, unless he/she redeems his/her compensation

rights

3. In the event that the condition of an Employee's health or physical condition has

been altered as a result of his/her absence, an effort will be made to find a position

commensurate with his/her physical capacity.

4. To Return to Work:

a. If the Employee is off, due to illness, for more than 15 continuous work

days, he/she shall confirm with the day shift uniformed supervisor (wit

he submission of acceptable medical documentation) his/her intention of

resuming employment (including the date of return) at least 5 working

days (Monday-Friday, 7:00am – 3:00pm) in advance of his/her return to

duty date.

b. The Employer in turn shall give notice to the Employee within one

working day of the Employee’s notice, if the Employer intends to require

the Employee to attend a return-to-work physical examination or a

specialist appointment.

c. The Employee must satisfactorily pass a return to work physical

examination at the University Health Service or a specialist of the

Employer’s choosing. Should the scheduling of, or the results from, the

physical examination delay the Employee’s actual return to work, the

Employee shall be responsible for one half of the delay period until their

return (using their own leave to cover half of the delay period)

D. Ch

ild Care Leave

1. Following the birth of an Employee's child, or following the adoption of a child

nder age six (6), an Employee shall be granted a Child Care Leave of Absen

ithout pay provided:

a. The Employee has been a regular full-time Employee on active pay status

for one (1) year or more

b. The Supervisor receives at least a four (4) week advance written request.

c. All accrued vacation has been used.

d. The Child Care Leave, in combination with any other leave taken within

the previous twelve (12) months, shall not exceed one (1) year

2. To Return to Work:

a. The Employee shall confirm in writing the Employee's intention of

resuming employment at least sixty (60) days in advance of availability

date or expiration of leave, whichever occurs first.

b. The Employee must satisfactorily pass a return to work physical

examination at the University Health Service.

3. Insurance Continuance:

a. Group medical and life insurance coverage may be continued by the

Employee during the leave by paying the full group rate

4. Return Rights:

a. For a period not to exceed ninety (90) days following date of availability,

e University will offer the Employee the opportunity to be placed in a

vacant position. Failure to accept the offer of employment shall satisfy the

Employer's return to work obligation.

b. The Employee shall be immediately eligible for sick day accumulation.

c. The Employee begins to immediately accumulate vacation at the same rate

as prior to leave.

d. The Employee will return to work with:

1. The same salary as in effect prior to the leave increased by

adjustments granted to the classification in the interim;

2. Eligibility for all benefits will be continued at the Employee's

option as they were prior to leave;

3. Such time is deductible from continuing service.

ARTICLE (24) LAYOFF AND RECALL

A. When there is an indefinite reduction of the working forces, the following procedure shall

govern in making layoffs:

1. Probationary Public Safety Officers shall be laid off first.

2. If additional layoffs are necessary, seniority Employees shall be laid off in inverse

order of their seniority, provided those who desire to exercise their seniority are

able to perform the work available.

3. In the event the Employee has seniority to continue working but cannot perform

the job of the next lower seniority Employee, the University shall reassign him/her

if there is a job he/she can perform held by a lower seniority Employee

4. In the event of a permanent reduction of the level of employment for any reason,

Employees who lack seniority or qualifications to continue working in lower

seniority represented classifications will be given consideration for other available

non-represented jobs they are capable of performing within the Department of

Public Safety

B. Recalls from layoff shall be by order of seniority provided the Employee is able and

qualified to perform the work require

1. Employees on the seniority list when recalled to work shall be given at least five

(

orking days advance notice in which to report for work. Recalls shall be made

by certified mail. Copy of notices shall be given to the Uni

on.

2. If any Employee fails to report within five (5) working days after being notified,

or fails to give a satisfactory explanation for not reporting, he/she will be

considered as having voluntarily quit

3. In instances in which Employees cannot return to work within the required time

limit, the next Employee in point of service may be called and may be permitted to

work until the senior Employee returns

C. When Employees are called to work or laid off, the Union shall be given the names and

order of calling or laying off

D. Employees shall notify the University (Public Safety Department and University Personnel

Office) of their proper post office address or change of address, and they shall be given a

receipt from the University that such notice has been given. The University shall be entitle

to rely upon the address shown upon its records for all purposes.

E. A current seniority list will be maintained by the Employer. A copy of the seniority list

will be furnished to the Local Union Committee

F. Nothing herein shall prevent the Union and the University from negotiating reduced work

schedules to curtail layoffs.

G. The Employer shall notify the Employee at least two (2) weeks in advance of layoff.

H. Laid off Employees shall be given referral priority in a comparable position and salary

elsewhere in the University for a period not to exceed six (6) months after layoff.

ARTICLE (25) INVESTIGATION/DISCIPLINE

I. I

NVESTIGATIVE PROCEDURES

A. When information of alleged misconduct by an Employee comes to the attention of the

Department, and the investigation has not focused on a specific Employee, because the

identity of the accused is not known and/or the extent of participation of Employees is not

known, the Employee is required to cooperate with the supervisor and provide information

concerning the situation under investigation to the extent of providing verbal and/or written

statements.

B. When the investigation has focused (allegations are known) on a specific Employee, the

following rights will apply prior to interviewing an Employee, and/or requiring the

Employee to prepare a written statement regarding alleged misconduct on his/her part,

which may result in disciplinary action, and the intent of the supervisor is to take

disciplinary action against a specific Employee.

1. The Employee will be provided a Steward unless he/she specifically waives the

right in writing with a copy to the Uni

on.

2. The interrogation shall be conducted at a reasonable time. If questioning does occur

during off-duty time, the Employee shall be compensated in accordance with

overtime procedures

3. Prior to interrogation the Employee will be verbally advised of the following:

a. Alleged misconduct

b. Date and time of alleged misconduct

c. Name of person alleging the misconduct

4. Written notification of the alleged misconduct will be provided, if requested, within

24 hours after the request

5. The Employee has a reasonable amount of time, not to exceed 24 hours, to contact

a Union Representative or Stewar

6. The Employee shall provide written statements regarding the alleged misconduct

within 24 hours of receipt of the written notification. The time limits for Items 5

and 6 shall run concurrently

7. In the event the incident deals with injury, death, or use of physical force, the time

limit for Items 5 and 6 shall be two (2) hours and run consecutively (four (4) hours

total).

8. An Employee who is a witness to any alleged misconduct is required to cooperate

with all interviews and investigations to the extent of making verbal and written

statements and normal police reports

9. The role of the Steward and/or Union Representative will be to insure that no

contractual right is violated.

10. If a tape recording is made of the proceeding, the Employee and Union have access

to the tape, in the form of a copy, upon written request, if the Employee is

subsequently discipline

11. A probationary Employee will receive representation rights during the

investigatory stages of the proceeding.

II. D

ETROIT POLICE DEPARTMENT INVESTIGATIONS

Prior to interviewing a principal as opposed to a witness, and/or requiring a written statement (P.C.R.), from

the principal, regarding the principal's actions concerning his/her police duties, the following rights apply.

A. The principal has a reasonable amount of time, not to exceed two (2) hours, to contact a

Union Representative or Steward prior to interrogation, suspension or termination.

B. The principal shall provide written statements (P.C.R.'s) within two (2) hours.

he time limits for Items A. and B. shall run consecutively.

III. DISCIPLINE, SUSPENSION/DISCHARGE

he Supervisory Staff of the Department of Public Safety is expected to use good judgment in reprimanding,

disciplining or discharging any Employees. If a member of the supervisory staff has just cause to discipline

an Employee, it shall be done in a manner intended to avoid embarrassment of an Employee before other

Employees and the public.

A. The Department of Public Safety subscribes to the concept of progressive discipline.

However, in cases involving serious offenses, the Department may impo

spension/discharge penalties without prior infractions. For less serious offenses, the

following disciplinary measures will be taken in a progressive manner:

1. Verbal Reprimands: The first form of discipline which is intended to advise an

Employee of infractions and to promote correction of offenses. This discipline will

be verbal in nature, and the incident will be logged in a book maintained by the

Shift Supervisors. Such verbal reprimands shall be maintained for a period not t

exceed one (1) year.

2. Written Reprimands

3. Suspensions

4. Discharge

B. In Step One Discipline the Employee will be verbally advised of the following:

1. Misconduct alleged

2. Date and time of alleged misconduct

3. Name of person alleging the misconduct

he advisement will be written in all other steps of discipline.

C. When an Employee wishes to appeal a verbal or written reprimand, such Employee shall

do so through the established Grievance Procedure and within the specified time limits

hould an Employee who is suspended, or discharged, consider the actions taken unjust,

rievance must be presented, in writing, through the Local President, or his/her designated

representative, to Step 4 of the Grievance Procedure within 72 hours of the University's

acti

on.

D. The Steward, or Union Representative, shall have the right to be present when an Employee

is disciplined. It is understood that if a Steward is available on a shift, that Steward shall

be used by the Employee

E. Records of discipline more than three (3) years old shall be removed from personnel files.

ny employee (with live disciplinary action on his/her record), who is absented from the

workplace for more than 40 continuous calendar days (or more than 60 continuous calendar

days for Workers’ Compensation-approved absences), shall have the life of the most recent

disciplinary action(s) (per unique charge) frozen, until his/her return to work

F. If a tape recording is made of the proceeding, the Employee and the Union shall have access

to the tape, in the form of a copy, upon written request.

G. Nothing in the foregoing shall abridge the right of a supervisor to counsel with advice or

admonish an Employee under his/her command. It is understood that proceedings under

these conditions are verbal in nature

H. Any just cause or combination of just causes for which an individual Employee is

determined to be guilty may result in discipline, up to and including dismissal

I. If it is subsequently determined that a suspension or discharge was unwarranted, the

Employee shall be reinstated, with back pay, without loss of seniority, and no record of the

action shall be retained in the Employee's personnel file

J. In the event an Employee is relieved from active duty with pay, pending an investigation

into any incident, the Employer shall continue all contractual salaries and insurances until

such time as the investigation is completed; such time spent away from work shall not b

ducted from the Employee's accumulated sick/vacation/compensatory time banks

ARTICLE (26) PHYSICAL EXAMINATIONS

hysical examinations shall be given at the University Health Service, by appointments arranged through

the University Personnel Office under the following conditions:

A. Prior to assignment or reassignment or reclassification, all Employees may be required to

satisfactorily complete a physical examination.

B. A physical examination may be required for current University Employees:

1. After an illness of ten (10) or more consecutive working days.*

2. After surgery.*

3. After hospitalization.*

4. After being off the payroll for more than twenty (20) consecutive working days for

any reason other than vacation.

5. Upon return from Workers' Compensation.

6. Prior to placement on income disability.

7. Prior to mandatory sick leave.

* F

or absences as stated in Points B-1, B-2, B-3, a "Physician's Report on Illness of Employee" shall be

completed by the individual's physician before a return-to-work physical examination can be schedule

C. A mandatory physical examination at University expense shall be scheduled in cases where

he Director of Public Safety has reason to believe that an Employee is suffering from

physical and/or mental illness or disability sufficiently serious to affect materially such

person's ability to properly fulfill the duties and responsibiliti

ARTICLE (27) ILLNESS BANK

A. An Illness Bank shall be set up and accumulated as follows:

1. Illness days shall accrue at the rate of .85 per pay period provided that an Employee

is paid for work during that pay perio

2. The Illness Bank shall accrue to a maximum of 132 days.

B. Special Needs: In addition to excused absence for personal illness, the Illness Bank may

be used for the special needs listed below. A total of five (5) days per fiscal year may be

ed for the special needs listed below #1-6, and charged to the illness bank:

1. Death of a member of the immediate family* (excluding those members of the

family covered under Article (28), Bereavement Leave) up to five (5) consecutive

working days per incident

2. Quarantine required as a result of exposure to a communicable disease.

3. Verified Emergency care of parent, spouse or child under the age of 18 (up to two

[2]

nsecutive working days per incident). The need or emergency care may b

bject to verification and may be limited to urgent circumstances that are beyond

the employee’s control to plan for in advance that relate to the serious health

condition(as defined in FMLA regulations) of the covered relation. Situations ma

ise where the officer responded to a perceived covered relation emergency, which

turned out not to meet the serious medical conditions definition of FMLA. It is not

the Employer’s intent to dock or discipline officers for such instances, where they

remain infrequent and are otherwise verified.

4. Attendance at the funeral of a person not in the immediate family (up to one (1)

working day per contract year).

5. An emergency medical or dental appointment.

6. Any Purpose Days: Employees who have completed nine (9) months of service

may use up to two (2) days during the fiscal year for any personal reason other than

those listed above (e.g. observance of religious holiday, a scheduled medical or

dental appointment, etc.). Such days will be charged to the Employee's Illness

Bank. Such days are not to be taken after a request for time off (for the same day)

has been denied. Such days are to be taken in full-day increments

* Immediate Family shall be defined as: husband, wife, father, mother, brother, sister, son, daughter,

grandmother, grandfather, mother-in-law, father-in-law, brother-in-law, sister-in-law, daughter-in-law, a

on-in-law. Aunts, uncles, nieces, nephews, cousins and grandchildren shall be considered members of the

immediate family only if living in the Employee's immediate household. Where a situation exists which is

not covered by these relationships, determinations will be made by the Labor Relations Department in

consultation with the designated Human Resources official.

C. Absence due to personal illness may require verification by medical authority including

one designated by the University Division of Human Resources, if so requested by the

Director of Public Safety, or their designee

D. Upon death, the surviving spouse, children, or estate, shall be paid one-half (½) of the

accumulated Illness Bank up to a maximum of pay for thirty (30) days. After completion

of five (5) years of continuous service, upon separation from the Employer's service for

reasons other than retirement, or death, the Employer shall pay the Employee one-quarter

(1/4) of his/her accumulated sick leave up to a maximum pay for fifteen (15) days provide

hat the Employee has given the Employer two (2) weeks' notice of intent to separate.

However, any Employee hired on or after March 30, 1988, shall not be entitled to the

payout of the Illness Bank upon resignation.

E. Failure to report for a court appearance may result in disciplinary action. Within any rolling

12 month period, if a Public Safety Officer fails to report for the court date due to illness

(on more than one occasion), they may be required to produce acceptable medical

documentation (within five (5) business days) to support his/her court day absence.

ARTICLE (28) BEREAVEMENT LEAVE

A. Up to three (3) days of bereavement leave may be used for the bereavement of a member

of the immediate family*. These days will not be charged against the Illness Bank.

* Immediate family shall be defined as: mother, father, sister, brother, spouse, and children.

Grandmother, grandfather, mother-in-law and father-in-law shall be considered member

f the immediate family if living in the Employee's househol

B. One (1) day of bereavement leave, not charged against the Illness Bank, may be used for

the bereavement of other family members who are related and living in the Employee's

immediate household, for whom the Employee has assumed financial responsibility and

declares them as a dependent for Federal income tax purposes.

C. Two (2) additional days may be charged to the Sick Bank for bereavement of members of

the immediate family.

ARTICLE (29) PREGNANCY AND RELATED ILLNESS

A. In conformity with the Pregnancy Discrimination Act, and in accordance with University

policy, Employees affected by illness or disabilities resulting from pregnancy, childbirth

and related medical conditions, are treated the same as Employees affected by other

illnesses or disabilities as follows:

B. A pregnant Employee is required to notify the University in accordance with Article 23(C)

(1)

C. An Employee illness or disability resulting from pregnancy, childbirth, and related medical

conditions, shall be covered by the same benefits and procedures as other illness/disability

under this Agreement, including coverage under Illness/Disability Bank, Vacation, Illness

Leave of Absence Without Pay and Long-Term Disability Programs, if eligible.

D. An Employee who does not wish to work prior or subsequent to delivery, but who is not ill

or disabled, may request a Personal Leave of Absence under the same terms as such leaves

are available to other Employ

ees

ARTICLE (30) INCOME DISABILITY PROGRAM

A. The University, at no cost to the Employee, provides a program of disability income

insurance

B. Participation begins after January, 1978, for Employees who have completed one (1) year

of regular full-time employment at Wayne State University.

C. If the insurance carrier approves the disability claim, long-term disability benefits will be

paid starting the first of the month following six (6) months of continuous disability. The

benefits will be paid as long as the disability continues for twenty-four (24) months, if the

disability prevents the employee from performing his/her own occupation. The benefits

will be paid as long as the disability continues or until the Employee reaches age sixtyfiv

(

65), if the disability prevents the employee from performing all occupations the employee

has the training and education for. However, if the disability commences after the

Employee reaches age sixty (60), the benefits will continue for five (5) years or until the

Employee reaches age seventy (70), whichever occurs first.

D. Benefits under Income Disability are as follows:

1. The individual shall receive a monthly income benefit which, including any

disability benefits from social security and/or Workers' Compensation, is equal to

sixty six and two thirds percent (66 and 2/3%) of the person's basic salary up to a

maximum benefit of seven thousand dollars ($7,000) per month. A three percent

(3%) escalator is also included.

2. The monthly income benefit shall never be less than one hundred dollars ($100).

3. The Employee may continue life and medical insurance coverage with the

University paying the full cost of the basic and supplemental life insurance and

subsidizing medical coverage to the same extent such subsidy is provided to active

Employees

4. If the Employee is in the University (TIAA) Retirement Plan, the TIAA will pay

the annuity premium in accordance with the provisions of the Plan. The premiums

will be based on the individual's basic monthly salary at the time disability begins,

and shall not exceed 15% of the said monthly salary

ARTICLE (31) MEDICAL INSURANCE

A. Medical insurance will be available to Employees through contracts and agreement

executed by the Employee with Blue Cross/Blue Shield, BlueCare Network, Community

Blue (PPO), Health Alliance Plan, Total Health Care. An Employee may maintain

coverage under only one (1) pla

B. The University will provide its police officers with the same subsidy structure which was

ovided to other employee groups as of 9/1/

96.

ach year there after the subsidy will be calculated to provide the same subsidy in effect

on 9/1/96 plus 70% of any increase in premiums

C. An Employee wishing coverage under on of the plans must make application within the

first month of employment. The effective date of coverage is the first (1st) of the month

following enrollment. In the event the Employee fails to apply within the first (1st) month,

such Employee will be required to wait until the first of the month following ninety (90)

days after application or until the next open enrollment period, depending upon the

requirements of the individual plan.

D. The deductible amount under the major medical insurance program will be fifty ($50.00)

dollars for individuals, with the maximum deductible for family coverage, One Hundred

($100.00) Dollars

E. The University may unilaterally cancel an existing Medical Insurance Plan providing it

accords Employees with conversion privileges to any successor plan of the Employee's

choice. A change in health insurance carrier by the Employer will provide affected

Employees with equivalent health insurance coverage, as defined below.

EQUIVALENT COVERAGE Medical insurance is available to members of the bargaining

unit through contracts and agreements with various insurance carriers selected by the

University. The University may offer a new plan (or plans) and provider(s) with coverage

levels and other terms as determined by the HR division. However, the current subsidy

and cost increase sharing ratios, as outlined in Section B of this Article, shall be maintained

for future cost increases arising for any new plan(s). The University may substitute one

carrier for another, provided that any substitution shall provide equivalent coverage over a

similar geographic area within Southeastern Michigan. Equivalent coverage is not exactly

the same, but is essentially as good on an overall basis across the plan. The union shall be

notified of the substitution of an existing carrier within no less than 60 days prior to the

effective date of such change. The union shall then have the opportunity (for the next 30

days after notice) to confer on the replacement plan with the University, prior to

implementation.

change in health insurance carrier may result in a change in coverage as permitted in the

above section on equivalent coverage.

F. The University shall establish procedures to implement a program of individual spending

accounts for the purpose of 1) medical expenses not reimbursed by insurance and, 2)

dependent care in accordance with currently applicable IRS regulations. This plan shall

become available to University employees no later that January 1, 1998 with the

administration fee paid by the University as of 19

99.

G. An Employee who foregoes coverage under a University plan will receive from the

University one hundred dollars ($100.00) per month in lieu of medical insurance coverage

he monthly payment is contingent on the Employee being covered by external medical

insurance that is not a Wayne State University offered plan. If the Employee is covered

under a Wayne State University plan (either as an Employee or dependant) the Employ

hall not be eligible for the monthly payment.

H. It is agreed that the following co-pays will be in effect:

Office Visits

$20.00 co-pay for office visits

$20.00 f

or Urgent Care visits

$100.00 for Emergency Room; nothing if admitted to the hospital

Prescription Drugs

$5/$20/$45 co-pay (a three-tiered program)

embers may purchase prescription drugs with a mail order option

I. Reserved for future use.

J. Reserved for future use.

K. VISION INSURANCE The Employer shall provide vision care coverage to all bargaining

unit Employees (who are enrolled in WSU medical insurance plans) as described in the

ontract between the Employer and the carrier. The University shall subsidize the cost, at

the rate of 50%

OTHER ELIGIBLE PERSON (“OEP”) PROGRAM

L. Bargaining unit members may participate in a program under which certain unrelated

ndividuals (i.e. Other Eligible Person) may be eligible for medical, dental and/or tuition

reimbursement benefits. The University will review the program annually to determine if

it will be continued for the next plan year. Should the University decide to discontinue the

program, 30 days notice shall be provided to participants

argaining unit members are strongly encouraged not to forego health and/or denta

verage that may be available to them from other sources. The University reserves the

right at its sole discretion at any time during the program to change, modify or suspend this

program and the means by which eligibility for benefits under this program is determined

and verifie

Eligibility:

nder this program, a bargaining unit member who does not already enroll a spouse for medical,

dental and/or tuition benefits may enroll one Other Eligible Person (“OEP”), if ALL of the

following eligibility criteria are met:

•The OEP is an adult, age 26 or older;

•T

he OEP currently resides in the same residence as the employee, other than as a tenant,

and has done so for the 18 continuous months prior to the individual’s enrollment;

•T

he OEP is not a “dependent” of the employee as defined by the IRS; a

•The OEP is not related to the employee by blood or by marriage.

hildren who are qualified as WSU-defined dependents of an employee’s OEP are also

eligible for benefits.

Taxability of Benefits:

s a matter of law, the employer cost of providing benefits of the type described above is considered

ordinary income and is, therefore, subject to taxes, including FICA, FICA Medicare, federal, state

and city taxes.

Ineligibility:

The following individuals do not fall within the eligibility criteria for this program:

he Spouse, children, grandchildren, parents, grandparents, siblings, nieces, nephews, aunts,

uncles, cousins, landlords, renters, boarders and tenants of employees.

M. D

ependants (claimed on benefits forms) that are between 19-25 years of age are required to

maintain at least half-time student status in order to receive medical, dental or vision

benefits coverage. Coverage will lapse at the end of student status, or at the end of the year

that the dependant turns 25, whichever comes first.

covered dependant whom, after qualifying for dependant coverage as a student, becomes

incapable of continuing classes due to a medically-verified emotional and/or physical

condition will be retained at the same level of medical, dental, or vision benefits coverage

for a maximum of one calendar year from the date of diagnosis, or until a) the end of the

year that the dependant turns 25, b) the primary plan holder leaves University service, or

he dependant’s health status allows them to return to eligible student status, whichever

comes first. The Employer will observe any relevant changes in federal law.

N. Interlocking enrollments

Medical and Dental coverage levels must match (i.e. Family-Family, Single-Single)

However, the University will observe court orders affecting bargaining unit employees an

he medical/dental coverage of their dependent

ARTICLE (32) LIFE INSURANCE

A. Group term non-contributory life insurance will be equal to the Employee’s annual salary

(or a minimum of $25,000.00) for all full-time Employees covered by this Agreement.

Additional amounts of supplemental life insurance may be purchased at subsidized rates

by election of Option #1, #2, #3, or #4 below. All eligible Employees shall be entitled to

elect one of the following

ption No. 1: Non-contributory insurance plus supplemental insurance equal to one times

annual salary to a maximum of $750,000 of total coverage

ption No. 2: Non-contributory insurance plus supplemental insurance equal to two times

annual salary to a maximum of $750,000 of total coverage

ption No. 3 Non-contributory insurance plus supplemental insurance equal to three times

annual salary to a maximum of $750,000 of total coverage

ption No. 4 Non-contributory insurance plus supplemental insurance equal to four times

annual salary to a maximum of $750,000 of total coverage

B. Employees shall have the privilege of conversion of the remaining amount of their group

life insurance to any standard policy issued by the insurance company without physical

examinati

on.

ARTICLE (33) DENTAL INSURANCE

A. The University will provide Dental Insurance to all Employees enrolled in a

Universityoffered medical plan. Eligible dependents must be enrolled prior to the start of

coverage. Members of the bargaining unit who participate in this plan shall be required to

make a contribution equal to five percent (5%) of the premium rate for the coverage

selected, effective immediately upon ratification of the 2013-2018 Agreement. Effective

March of 2016, members of the bargaining unit who participate in this plan shall be

required to make a contribution equal to twenty percent (20%) of the premium rate for th

verage selected.

he benefits offered under the dental insurance include:

 Sealants for dependent children

 Orthodontia limit for dependent children 19 and under increased to 50% of up to

$2,000 (lifetime maximum per dependent child of $1,000)

 Routine x-rays at Class 1 level – 100%

 Class 2 level benefits increased to 90% (oral surgery, endodontic, periodontic, and

restorative services)

Coverage will be effective on the first day of the month coinciding with or next following the date

of employment, except when the bargaining-unit member is absent from work on what otherwise

would be the effective date. In such case, it shall not become effective until the first day on which

he/she is actively at work on his/her regular schedule.

B. The Employer may unilaterally cancel an existing Dental Insurance Plan provided it affords

Employees conversion privileges to the successor plan. A change in the dental insurance

carrier by the Employer will provide Employees with comparable dental insurance

coverage.

C. Dependants (claimed on benefits forms) that are between 19-25 years of age are required

to maintain at least half-time student status in order to receive medical, dental or vision

benefits coverage. Coverage will lapse at the end of student status, or at the end of the year

that the dependant turns 25, whichever comes first.

covered dependant whom, after qualifying for dependant coverage as a student, becomes

incapable of continuing classes due to a medically-verified emotional and/or physical condition

will be retained at the same level of medical, dental, or vision benefits coverage for a maximum of

one calendar year from the date of diagnosis, or until a) the end of the year that the dependant turns

25, b) the primary plan holder leaves University service, or c) the dependant’s health status allows

them to return to eligible student status, whichever comes first. The Employer will observe any

relevant changes in federal law.

D. Interlocking enrollments

Med

ical and Dental coverage levels must match (i.e. Family-Family, Single-Single)

However, the University will observe court orders affecting bargaining unit employees and

the medical/dental coverage of their dependent

ARTICLE (34) RETIREMENT

A. Effective sixty (60) calendar days after the ratification of the 2009-2013 Agreement,

fractional and full-time Employees who have attained twenty-six (26) years of age shall be

eligible to participate in the University-sponsored retirement programs with University

contribution.

B. Fractional or full-time Employees, immediately upon employment, may participate in the

retirement program on an individual basis with University contribution. The Employer

match shall start at a 1% employee contribution, and increase on a 2 for 1 basis, up to 5%

employee contribution (10% maximum University contribution)

For the University contribution, vested percentage is as follows:

Years of Vested Service* Vested Percentage

Less than 2 years …………………. -0-

2 years or more in a pay status…… 100%

*For the purposes of this article, “Vested Service” is defined as: (1) If employment ends prior to 2

years of service, 100% of the employer contribution is forfeited to WSU, (2) If employment ends

after 2 years of service the employee is entitled to 100% of the employer contribution.

mployees with previous service at an eligible educational institution may be able to waive all or

a portion of the two-year vesting requirement.

C. The Employee may also deposit additional money with TIAA/CREF.

D. Upon termination of employment prior to retirement, an Employee having less than five

(5)

ears of contribution to TIAA/CREF, or who has less than $2,000.00 on deposit, is

entitled to a full refund of the Employee's contribution

E. A retiree shall be defined as an Employee who:

1. Has participated in the retirement program for at least five (5) years, or has at least

ten (10) years of University service.

2. Has attained the age of fifty-five (55).

F. A retiree shall be entitled to the following benefits provided he/she notifies the Employer

in writing of the initial intent to retire at least two (2) weeks prior to the date of retirement.

1. Life insurance coverage (currently $2,500) with the premium paid in full by the

Employer

2. Continued medical insurance provided the retiree pays the full monthly premium.

3. Pay for any unused accrued vacation days.

4. Pay for one-half (½) of the unused accumulated illness bank up to a maximum of

thirty (30) days pay.

5. A department-issued Retired Police Officer Identification, badge, and service

handgun, if retiring in good standing

G. During the life of the 2006 – 2009 Agreement, members of the bargaining unit will have

the option of participating in any retiree health care program that is negotiated by the

Wayne State University Chapter of the American Association of University

ProfessorsAmerican Federation of Teachers, Local 6075 or any other collective bargaining

agreement administered by the University, during the cited period. It is understood that:

(1)

ny potential retiree health care program must be employee funded, and (2) POLC will

be required to participate under the identical financial terms and conditions (including, but

not limited to, any reduction/surrender of benefits or wages, that may be negotiated by the

parties cited above)

H. The Department of Public Safety will recognize and cooperate with the Michigan Retired

Law Enforcement Officer’s Firearm Carry Act (LEOSA). Upon request, separating

members in good standing will receive a letter to the Michigan Commission on Law

Enforcement Standards documenting the member’s employment. The separated member

shall not be classified as a university retiree unless they meet the requirements as defined

in section E and are entitled to benefits of section F. The separated member shall be

individually responsible for completing any application and renewal paperwork as required

by LEOSA.

ARTICLE (35) SPECIAL CONFERENCES

A. Special conferences for important matters, other than grievances subject to consideration

under the Grievance Procedure, will be arranged between the Local President of the Union

and the Department of Labor Relations, or its designated representative upon request of

either party. Such meetings shall be between representatives of the Department of Labor

Relations and representatives of the Union not to exceed four (4). Arrangements for such

special conferences shall be made in advance and an agenda of the matters to be taken

the meeting shall be presented at the time the conference is requested. Matters taken up

in special conferences shall be confined to those included in the agenda. The members of

the Union shall not lose time or pay for time spent in special conferences. This meeting

may be attended by a representative of the Council and/or a representative of the

International Unio

B. Agreements may be reduced to writing at the request of either party. It is understood that

any matters discussed, or any action taken pursuant to such conferences, shall in no way

change or alter any of the provisions of the Collective Bargaining Agreement, or the rights

of either the University or the Union under the terms of the Agreement

ARTICLE (36) SALARY SCHEDULES

his arrangement shall have no bearing on any other WSU bargaining unit, and shall not create any

additional bargaining rights for this, or any other WSU union.

2018-2019 Effective the pay period including October 1, 2018 2.5% ATB increase to the