City Last Offer for Open Issues 8/3/18

Pursuant to Resolution 6817, if an impasse continues to exist between the City and the LPOA three days after exchange of the last proposals of the parties, each party will submit its proposals in writing to the City Commission.  The City and LPOA exchanged last proposals on July 30, and as of August 2, impasse continued to exist. The language below represents the City's last offer on all issues considered unresolved, as updated on August 3.  Items not discussed below are to be considered tentatively approved pending approval by the City Commission.

Section 3.1 Compensation Plan

During the term of this MOU, the compensation plan for Police Officers and Detectives will follow and be fully funded according to the City’s Police Pay Plan as per the attached Lawrence, Kansas Police Department Compensation Program for Police Officers and Detectives. 

This includes a one-time lump sum payment to Detective (pay grade 302) equivalent to 0.75% of the previous year’s gross wages for 2019 and 1.7% for 2020.

Section 3.2 General Wage Adjustment

Background: The City and the LPOA agree that the primary markets for comparison of wages for the City of Lawrence will be the cities of: Topeka, Unified Government of Wyandotte County/Kansas City, Kansas, Overland Park, Shawnee, Olathe, and Lenexa.

2019 Wages. It is acknowledged that the attached compensation program includes a general wage adjustment of one and one-half percent (1.5%) effective with the first full date of 2019 for pay grade 301, Police Officer.  It is acknowledged that the attached compensation program is market competitive and does not include a general wage adjustment for the pay grade 302, Detective. 

2020 Wages.  It is acknowledged that the attached compensation program includes a general wage adjustment of two percent (2%) effective with the first full date of 2020 for pay grade 301, Police Officer. It is acknowledged that the attached compensation program is market competitive and does not include a general wage adjustment for the pay grade 302, Detective.

For the purposes of this section of the memorandum, a general wage adjustment does not include merit based wage increases or position reclassifications. 

Section 3.3 Longevity

The City provides Longevity pay as a bonus to employees who accumulated an advanced level of knowledge, skills and experience. Employees hired before 1/1/2019 are eligible for this benefit upon completing 10 years of service.  A qualifying employee will receive $500 for 10 to 14 years of service, $750 for 15 to 19 years of service and $1,000 for 20 or more years of service, subject to taxes and employment withholdings, to be paid on a pro-rated per pay period basis. Employees hired 1/1/2019 or after are not eligible for Section 3.3.

Section 3.7 Shift Differential

A shift differential of 50 cents an hour will be paid to Police Officers who work the third and fourth shifts (late swing and midnight shift). A shift differential of 25 cents an hour will be paid to Police Officers who work the second shift (early swing shift).

Section 6.3 Emergency Leave

Strike entire section (Section 6.1 “Unless otherwise expressed in this agreement, leaves of absence will be administered pursuant to the City Employee Handbook (pub. 6/26/18)” has reached tentative agreement.)

Section 6.6 Physical Fitness Days

One (1) Physical Fitness Day will be granted to Police Officers and Detectives meeting the maximum physical fitness standard.

Section 6.7 Minimum Physical Fitness

Strike Entire Section

Section 7.3 Funeral Expenses

Appropriate funeral expenses, in an amount not to exceed $5,000 for Police Officers or Detectives killed in the line of duty will be paid by the City directly to vendors. The Chief of Police or the Chief’s designee will liaison with the family or estate to assist with funeral arrangements if the surviving family or estate wishes. The City will make payments associated with funeral expenses directly to the vendor.