The Bargaining Agreement between the City of Sparks and the Association of Sparks Police Protective Association expired on June 30, 2015. The City and Association negotiation team began meeting in early 2015, and the teams were able to come to a Tentative Agreement.  This proposed agreement is being presented to City Council for approval.

Substantive changes are as follows:

Section 1 - Administration

Article D: DURATION OF CONTRACT

This Contract shall take effect the first full pay period following July 1, 2015 and shall continue in force until June 30, 2017.

Article J:  SPARKS POLICE PROTECTIVE ASSOCIATION RELATED BUSINESS

All members of the SPPA Board of Directors and/or negotiation committee will be required to use leave time or unpaid status for all union business.  This will include but not be limited to the following: board meetings, general meetings, or training. 

Any five (5) members of the SPPA negotiations committee shall be granted leave from duty and will be required to use leave time or unpaid status for all meetings between the City and the SPPA for the purpose of negotiating the terms of the contract when such meetings and/or hearings are held pursuant to NRS Chapter 288.

SECTION 2 - PAY

Article A:  PAY RATES

Non-Supervisory Unit -- Effective the first full pay period following July 1, 2015, a wage increase of 2% will be applied to base wages and pay rates listed in Appendix A.   In addition, a pay range adjustment will also be made to the rates following the 2% wage increase as listed in Appendix A.

Effective the first full pay period following July 1, 2016, a wage increase of 2% will be applied to base wages and pay rates listed in Appendix A.   In addition, a pay range adjustment will also be made to the rates following the 2% wage increase as listed in Appendix A.

Article B:  PAY INCREASES

Probationary Period – Police Recruit:  The probationary period for a police recruit encompasses the time spent in the Police Academy and any time worked prior to the Academy. An employee shall not receive any pay increases while in probationary status, other than job classification pay rate adjustments authorized by the City Council.   Upon promotion to a Police Officer from Police Recruit, the employee shall be placed at the minimum of the salary range for Police Officer.

SECTION 3 - BENEFITS

Article A:  GROUP HEALTH INSURANCE

Group Health Care Committee: The purpose of this Committee is to discuss cost containment measures and to recommend to the City Council any benefit changes to the City's self-insured Group Health and Life insurance plan.

The Committee shall be comprised of one (1) voting members and one alternate member from each of the following represented groups:

Operating Engineers (OE3)

Sparks Police Protective Association (SPPA)

International Association of Firefighters (IAFF)

The Committee shall also be comprised of one non-voting member and one alternate member from each of the following represented and non-represented groups to provide input to voting members:

Operating Engineers Supervisory Unit

Confidential

Management Professional/Appointed

Classified Chief Officers

One (1) retired employee and alternate will serve to provide input on the effect of any changes upon retirees.

Article B:  HEALTH CARE COVERAGE UPON RETIREMENT

Sick Leave Cash Out Provision: As an alternative to Sick Leave Conversion, employees, upon retirement, may elect a cash out of this benefit, as follows.

      Years of Service                                  Cash Out Percentage

               10                                                                       20%

               15                                                                       35%

               20                                                                       75%

               21                                                                       80%

               22                                                                       85%

               23                                                                       90%

               24                                                                       95%

               25 years or more                                             100%

If the account is valued at less than $15,000, and cash out elected, full amount will be paid upon termination of employment,

Employee may elect an annual payment of conversion dollars

• In annual payments that provide equal payout over time
• Maximum annual payment will not exceed $25,000
• Once election is made, it may not be changed
• Upon death of the employee, payments cease

If the cash out option is selected, the employee opts out of City Health Insurance plan for themselves and dependents.  Employee may return per NRS on any even year and pays full cost of coverage and annual payments continue as selected.

Article J:  COMPENSATORY TIME

Employees are able to cash out Compensatory Time by submitting an email to Payroll or completing a compensatory cash out form and submitting to payroll at any time during the fiscal year.  Compensatory time elected to carry over at the end of the fiscal year shall not exceed 96 hours beyond that will be paid as provided above.

1. The City Council may approve the bargaining agreement between the City of Sparks and the Sparks Police Protective Association - Nonsupervisory.

2.The City Council may not approve the bargaining agreement between the City of Sparks and the Sparks Police Protective Association - Nonsupervisory.

3. The City Council may direct staff to anotber alternative.

I move to approve the bargaining agreement  (AC-5182) between the City of Sparks and the Sparks Police Protective Association - Nonsupervisory for the period July 1, 2015 through June 30, 2017.