CBAs marked "Yes" address a given topic or question or "No" do not address that topic or question. Or there is no CBA, the CBA is unknown, or a FOIA request was denied.
| Question | Answer |
|---|---|
| Does the CBA require or incentivize college or post-secondary education? | YES |
| Summary: Incentive pay for post-secondary education degrees Allows employees to receive tuition reimbursement | |
| Does the city CBA prohibit felons from becoming law enforcement officers? | NO |
| Does the CBA require or incentivize law enforcement officers to learn first aid skills? | NO |
| Does the CBA have provisions related to firearms training? | NO |
| Does the CBA have provisions related to training with tasers or other nonlethal weapons? | NO |
| Does the CBA require law enforcement officers to learn any martial arts? | NO |
| Does the CBA require law enforcement officers to submit to regular psychological counseling/evaluation? | NO |
| Does the CBA require performance evaluations? | YES |
| Summary: Job Performance Appraisal (JPA) process provides an opportunity for employees and supervisors to discuss performance goals and expectations | |
| Is the current CBA publicly available online? | YES |
| Does the CBA restrict licensing procedures for law enforcement officers or departments? | NO |
| Does the CBA reference citizen review boards? | NO |
| Does the CBA limit union authority to pay and benefits issues? | NO |
| Does the state/city CBA require law enforcement officers to do driving training regularly? | NO |
| Summary: A training matrix following vehicle collisions is included, which can result in driving training. It also mentions bi-annual driving certification, but the scope of this certification process is not included | |
| Does the state/city CBA require law enforcement officers to do driving training regularly? | NO |
| Summary: A training matrix following vehicle collisions is included, which can result in driving training. It also mentions bi-annual driving certification, but the scope of this certification process is not included | |
| Does the CBA require law enforcement officers to take regular mental health training? | NO |
| Does the CBA forbid the transfer or reassignment of an officer as a form of discipline? | NO |
| Does the CBA have provisions related to community policing? | NO |
| Does the CBA give the union the power to approve or disapprove new training programs for law enforcement officers? | NO |
| Does the CBA have provisions involving the union in the process for promotions, unit assignments, and transfers? | YES |
| Summary: Employer retains sole right to hire, transfer, assign, promote; Chief notifies union before exempting candidate for promotion consideration | |
| Does the CBA have provisions related to the use of body-worn cameras or body-worn camera video evidence? | NO |
| Does the CBA contain provisions related to misconduct investigations? | YES |
| Summary: Investigation procedures and timeline; disciplinary procedures | |
| Do officers have a right to request third-party arbitration for grievances, including over disciplinary actions? | YES |
| Summary: Condition: Discipline can only be appealed to a disciplinary arbitrator if the employee has waived their rights to elect a trial board; Selection: An arbitrator is appointed from the Public Employment Relations Commission's Law Enforcement Roster; Provider: Public Employment Relations Commission; Arbitrator authority: The arbitrator's decision is final and binding | |
| Detail: Appeals to disciplinary arbitration must be filed within 10 days of the disciplinary charge. | |
| Does the CBA contain provisions related to discipline for misconduct? | YES |
| Summary: Primary discipline authority: State of Washington, Police Department; Types: Suspension, discharge, demotion, written reprimand; Restricted aspects: N/A; Challenge/appeal process: Union grievance procedure, counseling and oral reprimands may not use this procedure. | |
| Detail: Discipline shall follow progressive standard, using lowest possible level of correction possible. Suspension and demotion of probationary employee may not be appealed. In lieu of suspension, employees may choose to substitute accrued vacation/compensatory time up to 15 days in 3 year period OR substitute a reduction in pay equal to amount the suspension would incur. Employee has minimum 10 days to review case for a major complaint, minimum 7 for a minor complaint. Employee may request union representation at disciplinary conference. | |
| Does the CBA explicitly allow for a state ombudsman outside particular police departments to hold law enforcement officers accountable for misconduct? | NO |
| Does the CBA regulate processes for retaining officer disciplinary records? | YES |
| Summary: Record storage: State-run database; Storage authority: Human Resource Division; Types of records: Reprimands and disciplinary actions; Timeline: Reprimands for 4 years, disciplinary actions for the length of the employee's career plus 10 years; Access and use: Employees have access to their personnel file; Use in decisions: Reprimands can be used for 1 year prior and discipline for 5 years prior to new discipline; | |
| Does the CBA require notice to officers of investigations? | YES |
| Summary: Conditions: N/A; Timeline: Must be given within 5 days of accepting complaint; Content: Must include the complaint and any attachments | |
| Does the CBA determine a timeline for investigations? | YES |
| Summary: Timeline to launch: N/A; Timeline to conclude: 45 days for minor complaints, 90 days for moderate complaints, and 120 days for major complaints | |
| Does the CBA contain provisions related to compensation during misconduct investigations? | NO |
| Are there any statutes or regulations that prohibit collective bargaining with police unions? | NO |
| Does the state have a "police bill of rights" statute or regulation? | NO |
| Is there a CBA with the police union? | YES |