HomeMy WebLinkAbout2025.06.03_City Council AgendaPUBLIC NOTICE OF THE MEETING OF THE
OWASSO CITY COUNCIL
Council Chambers Old Central Building 109 North Birch, Owasso, OK
Tuesday, June 3, 2025 - 6:30 PM
NOTE: APPROPRIATE ACTION may include, but is not limited to: acknowledging, affirming, amending, approving, authorizing,
awarding, denying, postponing, or tabling.
AGENDA RECEIVED
1. Call to Order -Mayor Alvin Fruga
MAY 3 o 2025
2. Invocation - Pastor Smokey Hurst of Bold Community Church
3. Flag Salute City Clerk's Office
4. Roll Call
5. Presentation of the Character Trait of Endurance - Karon Rebitzke
6. Citizen request to address the City Council regarding a proposed Owasso flag -Holden Foyil
7. Consideration and appropriate action relating to the Consent Agenda. (All matters listed under
"Consent" are considered by the City Council to be routine and will be enacted by one motion. Any
Councilor may, however, remove an item from the Consent Agenda by request. A motion to adopt the
Consent Agenda is non -debatable.)
A. Approve minutes - May 20, 2025, Regular Meeting
B. Approve claims
8. Consideration and appropriate action relating to items removed from the Consent Agenda
9. PUBLIC HEARING - The City Council will conduct a public hearing for the purpose of receiving citizen
input and discussing the proposed FY 2025-2026 Annual Operating Budget
Chris Garrett/Carly Novozinsky
10. Consideration and appropriate action relating to the 2024 Annual Street Rehabilitation Program
Earl Farris
Staff recommends acceptance of the completed project and authorization for final payment to Grade
Line Construction, LLC of Cleveland, Oklahoma, in the amount of $94,681.54.
11. Consideration and appropriate action relating to the employment agreement between the City of
Owasso and the International Association of Fire Fighters (IAFF) Local #2789
Michele Dempster
Staff recommends approval of the Fiscal Year 2025-2026 contract between the City of Owasso and the
International Association of Firefighters, Local #2789, and authorization to execute all necessary
documents.
12. Consideration and appropriate action relating to the employment agreement between the City of
Owasso and the Fraternal Order of Police (FOP) Lodge 0149
Michele Dempster
Staff recommends approval of the Fiscal Year 2025-2026 contract between the City of Owasso and the
Fraternal Order of Police, Lodge # 149, and authorization to execute all necessary documents.
13. Consideration and appropriate action relating to an Employment Agreement between the City of
Owasso and City Manager, Chris Garrett
Michele Dempster
14. Presentation of the monthly Public Works Project Status Report - Roger Stevens
Owasso City Council
June 3, 2025
Page 2
15. Report from City Manager
16. Report from City Attorney
17. Report from City Councilors
18. Official Notices (documents for acknowledgment of receipt or information only, no discussion -or action
will be taken)
• Payroll Payment Report - pay period ending date May 17, 2025
• Oklahoma Department of Environment Quality Permit No. SL000072250465 Casey's General
Store Sanitary Sewer Extension Facility No. S-21310
• Oklahoma Department of Environment Quality Permit No. WL000072250464 Casey's General
Store Water Line Extension PWSID No. 3007218
• Change Order No. 4 executed by the City Manager or designee for the New Public Works
Facility
• Change Order No. 5 executed by the City Manager or designee for the New Public Works
Facility
19. New Business (New Business is any item of business which could not have been foreseen at the time of
posting of the agenda)
20. Consideration and appropriate action relating to a request for an executive session to discuss the
annual evaluation and employment contract of Julie Lombardi, City Attorney, as provided for in Title
25, O.S. § 307(B)(1)
Mayor Fruga
21. Adjournment
Notice of Public Meeting filed in the office of the City Clerk on Friday, December 13, 2024, and the Agenda
posted at City Hall, 200 South Main Street, 11:30 am o iday, May 30, 2025.
(M) Lq,Gt 4s T o4t ti- /"
n M. Stevens, City Clerk
The City of Owasso encourages citizen participation. To request arVaccommodation due to a disability, contact the City Clerk prior
to the scheduled meeting by phone 918-376-1502 or by email to istevens@cityefowosso.com
OWASSO CITY COUNCIL
MINUTES OF REGULAR MEETING
TUESDAY, MAY 20, 2025
The Owasso City Council met in regular session on Tuesday, May 20, 2025, in the Council Chambers at Old
Central, 109 North Birch, Owasso, Oklahoma per the Notice of Public Meeting filed Friday, December 13,
2024, and the Agenda filed in the office of the City Clerk and posted at City Hall, 200 South Main Street, at
12:00 pm on Friday, May 16, 2025,
1. Call to Order - Mayor Alvin Fruga called the meeting to order at 6:30pm.
2. Invocation - The Invocation was offered by Discipleship Pastor Ben Clark of Discovery Church
3. Flag Salute - Larry Langford led the flag salute.
4. Roll Cali - A quorum was declared present.
Present
Mayor -Alvin Fruga
Councilor- Dr. Paul Loving
Councilor - Cody Walter
Absent
Councilor - Dr. Chad Balthrop
Vice Mayor -- Lyndell Dunn
Staff: City Manager - Chris Garrett / City Attorney - Julie Lombardi
*Mayor Fruga acknowledged Leadership Owasso Class of 2025*
5. Presentation of the Employee of the Quarter - Chris Garrett presented the Employee of the Quarter to
Melony Hill, Utility Billing Clerk.
6. Recognition of the Owasso Character Council Scholarship Recipients- Larry Langford recognized the
2025 recipients, Carter Actee and Emma Baysinger
7. Consideration and appropriate action relating to the Consent Agenda. (All matters listed under
"Consent" are considered by the City Council to be routine and will be enacted by one motion. Any
Councilor may, however, remove an item from the Consent Agenda by request. A motion to adopt the
Consent Agenda is non -debatable.)
A. Approve minutes - May 6, 2025, and May 13, 2025, Regular Meetings
B. Approve claims
C. Approve a budget amendment in the Healthcare Self-insurance Fund increasing the
appropriation for expenditures by $555,481.04
D. Accept a donation of $3,500.00 from the Cherokee Nation and approve a budget amendment
in the Half -Penny Sales Tax Fund (Fire) increasing the estimate of revenues and the appropriation
for expenditures by $3,500.00
Mr. Loving moved, seconded by Mr. Walter, to approve the Consent Agenda as presented, with claims
totaling $2,757,917.98.
YEA: Loving, Walter, Fruga
NAY: None
Motion carried: 3-0
8. Consideration and appropriate action relating to items removed from the Consent Agenda - None
9. Consideration and appropriate action relating to Ordinance 1231, closing to the public use a total of
2,450 square feet of the 10' utility easement on Lot 2, Block 8 (9331 North Garnett Road); and, a total of
2,450 square feet of the 10' utility easement on Lot 1, Block 8 (9311 North Garnett Road) as referenced
on the Smith Farm Village, Blocks 7, 8, 9, 10 & 11 Final Plat
Wendy Kramer presented the item. There were no comments from the audience. Mr. Loving moved,
seconded by Mr. Walter, to adopt Ordinance 1231, as recommended.
YEA: Loving, Walter, Fruga
NAY: None
Motion carried: 3-0
Owasso City Council
May 20, 2025
Page 2
10. Consideration and appropriate action relating to Ordinance 1232, closing to the public use a total of
5,783 square feet of the 25' storm drainage easement within property located at 9311 and 9331 North
Garnett Road, as referenced in existing easement document # 2007101848, on Lots 1 and 2, Block 8,
Smith Farm Village, Blocks 7, 8, 9, 10 & 11 Final Plat
Wendy Kramer presented the item. There were no comments from the audience. Mr. Loving moved,
seconded by Mr. Walter, to adopt Ordinance 1232, as recommended.
YEA: Loving, Walter, Fruga
NAY: None
Motion carried: 3-0
11. Consideration and appropriate action relating to Ordinance 1233, approving annexation application
OA 25-01 for approximately 20 acres located west of North 108+h East Avenue and east of the Owasso
Sports Park South parking lot, and approving rezoning application OZ 25-02 from Agricultural (AG) to
Public Facilities (PF)
Alexa Beemer presented the item. There were no comments from the audience. Following discussion,
Mr. Walter moved, seconded by Mr. Loving, to adopt Ordinance 1233, as recommended.
YEA: Loving, Walter, Fruga
NAY: None
Motion carried: 3-0
12. Consideration and appropriate action relating to Ordinance 1234, approving annexation application
OA 25-02 for approximately 37 acres located approximately'/A mile north of East 76th Street North and
west of North Memorial Drive, and rezoning request OZ 25-03 from Agricultural (AG) to Residential
Single -Family Medium Density (RS-2)
Alexa Beemer presented the item. There were no comments from the audience. Following discussion,
Mr. Loving moved, seconded by Mr. Walter, to adopt Ordinance 1234, as recommended.
YEA: Loving, Walter, Fruga
NAY: None
Motion carried: 3-0
13. Report from City Manager - Chris Garrett provided an update on the Open House for the GO Plan and
shared details about the upcoming Owasso Community Night Movie event.
14. Report from City Attorney - None
15. Report from City Councilors - None
16. Official Notices - The Mayor acknowledged receipt of the following:
• Payroll Payment Report - pay period ending date May 3, 2025
• Monthly Budget. Status Report - April 30, 2025
• Red Flag Policy Annual Report dated May 15, 2025
17. New Business - None
I8. Consideration and appropriate action relating to a request for an executive session to discuss the
annual evaluation and employment contract of Julie Lombardi, City Attorney, as provided for in Title
25, O.S. § 307(B)(1)
Mayor Fruga announced this item has been removed from the agenda.
19. Adjournment
Mr. Loving moved, seconded by Mr. Walter, to adjourn the meeting.
YEA: Loving, Walter, Fruga
NAY: None
Motion carried: 3-0 and the meeting adjourned at 6:58 pm.
Heather Stewart, Deputy City Clerk Alvin Fruga, Mayor
Claims List - 06/03/2025
Fund Vendor Name
Payable Description
Payment
Amount
01 GENERAL JPMORGAN CHASE BANK
GREEN ACRE -SOD
$42.00
JPMORGAN CHASE: SANK
LOWES-FORM BOARDS
$105.84
JPMORGAN CHASE BANK
LOWES-WEDGE ANCHORS
$99.78
JPMORGAN CHASE BANK
LOWES-WOOD FORMS
$403.86
PIONEER FENCE CO
GATE OPENERS
$13,589.15
CEMETERY WALL REPLACEMENT - Total
$14,240.63
AT&T
NEW INTERNET
$562.71
COX COMMUNICATIONS
PHONE USAGE
$11.98
JPMORGAN CHASE BANK
ALARM BILL -FIRE MONIT
$90.00
JPMORGAN CHASE SANK
AMAZON -RAIN GEAR
$142.47
JPMORGAN CHASE BANK
AMAZON -SUPPLIES
$43.97
JPMORGAN CHASE BANK
GRIMSLEYS-URINAL SCNS
$111.31
JPMORGAN CHASE BANK
L&W-CEILING TILES
$139.05
JPMORGAN CHASE BANK
LISA SHARP -HATS
$187.50
JPMORGAN CHASE BANK
LOCKE-TOILETS
$9.08
JPMORGAN CHASE BANK
LOWES-DRILL BIT
$5.88
JPMORGAN CHASE BANK
LOWES-SCREWS
$16.00
JPMORGAN CHASE BANK
OFFICE DEPOT -POLDERS
$7.14
JPMORGAN CHASE BANK
SAMS-BOTTLE WATER
$11.94
JPMORGAN CHASE BANK
SAMS-PAPER TOWELS
$19.98
JPMORGAN CHASE BANK
SAMS-SUPPLIES
$50.38
JPMORGAN CHASE BANK
STAPLES -COPY PAPER
$50.39
JPMORGAN CHASE BANK
SUMMIT -SPRINKLER REP
$1,174.60
FACILITY MAINTENANCE -Total
$2,634.38
AEPIPSO
ELECTRIC USE
$252.42
COX COMMUNICATIONS
PHONE USAGE
$11.98
JPMORGAN CHASE SANK
AMAZON -CAR DET BRUSH
$14.97
JPMORGAN CHASE BANK
AMAZON -COLLAR
$35.99
JPMORGAN CHASE BANK
AMAZON -REFUND
($35.99)
JPMORGAN CHASE BANK
LOWES-WEED EATER
$299.00
JPMORGAN CHASE BANK
PAYPAL-STERILIZATION
$300,00
JPMORGAN CHASE BANK
VET MEDICAL -LICENSE
$85.50
GEN ANIMAL CONTROL - Total
$963.87
AEPIPSO
ELECTRIC USE
$23.62
BILLY BASORE
APRIL DIRT
$65.00
JPMORGAN CHASE BANK
AMAZON -CEMETERY SIGNS
$330.52
JPMORGAN CHASE BANK
ATWOOD-SAFETY SOOTS
$124.99
UNIFIRST HOLDINGS LP
UNIFORM SERVICES
$19.20
GEN CEMETERY -Total
$563.33
JPMORGAN CHASE BANK
AMAZON-AMERICAN FLAGS
$28.99
JPMORGAN CHASE BANK
SAMS-BOWLS
$12.98
1
Claims List - 06/03/2025
Fund Vendor Name Payable Description Payment
Amount
01 GENERAL JPMORGAN CHASE BANK SAMS-GROCERIES $66.90
JPMORGAN CHASE BANK WALMART-GROCERIES $73.59
YVONNE WIMMENAUER GLASS ART CLASS $99.00
GEN COMM CTR DONATIONS -Total
$281.46
AEP/PSO
ELECTRIC USE
$726.80
AT&T
NEW INTERNET
$933.64
COX COMMUNICATIONS
PHONE USAGE
$19.96
IMPERIAL LLC
COFFEE BAR SUPPLIES
$591.55
JPMORGAN CHASE BANK
AMAZON -BRIDGE CARDS
$33.00
JPMORGAN CHASE BANK
AMAZON-MAH JONGG SET
$62.99
JPMORGAN CHASE BANK
B&H-HARD DRIVE
$74.62
JPMORGAN CHASE BANK
CINTAS-PAPER PROD
$1,019.76
JPMORGAN CHASE BANK
EBAY-RAM
$152.44
JPMORGAN CHASE BANK
L&W-BOARD & TRIM
$146.00
JPMORGAN CHASE BANK
SAMS-SUPPLIES
$67,94
GEN COMMUNITY CENTER -Total
$3,828.70
COX COMMUNICATIONS
PHONE USAGE
$31.94
JPMORGAN CHASE BANK
COLUMN -LEGAL NOTICES
$95.77
JPMORGAN CHASE BANK
HOME DEPOT -DOOR STOPS
$13.86
JPMORGAN CHASE BANK
HOME DEPOT -SUPPLIES
$32.33
JPMORGAN CHASE BANK
OFFICE DEPOT -CUTLERY
$12.49
JPMORGAN CHASE BANK
OFFICE DEPOT -SUPPLIES
$47.47
JPMORGAN CHASE BANK
OK MUNICIPAL-CONF
$600.00
JPMORGAN CHASE BANK
SUN&SKI-WORK SHOES
$145.00
JPMORGAN CHASE BANK
TULSA COUNTY-SUBSCRIP
$372.60
GEN COMMUNITY DEVELOPMENT -Total $1,351A6
AEPIPSO ELECTRIC USE $21.58
GEN ECONOMIC DEV -Total $21.58
AEPIPSO
ELECTRIC USE
$355,90
JPMORGAN CHASE BANK
ADOBE -SUBSCRIPTION
$659.88
JPMORGAN CHASE BANK
LODGING EXP 05111-14
$929.16
JPMORGAN CHASE BANK
SPECIAL OPS-JAILER
$33.98
JPMORGAN CHASE BANK
TULSA TECH -TRAINING
$295.00
JPMORGAN CHASE BANK
WALMART-PRISON BOARD
$74.70
GEN EMERG COMMUNICATIONS -Total
$2,348.62
AEPIPSO
ELECTRIC USE
$123.80
COX COMMUNICATIONS
PHONE USAGE
$3.99
JPMORGAN CHASE BANK
OFFICE DEPOT -SUPPLIES
$173.60
JPMORGAN CHASE BANK
SUMNER-PRINTER
$163.90
GEN EMERG PREPAREDNESS -Total $465.29
2
Claims List - 06/03/2025
Fund Vendor Name
Payable Description
Payment
Amount
01 GENERAL COX COMMUNICATIONS
PHONE USAGE
$31.94
OKLAHOMA SOCIETY OF PROFESSIONAL
REGISTRATION FEES
$1,200.00
UNIFIRST HOLDINGS LP
UNIFORM SERVICES
$38-02
GEN ENGINEERING -Total
$1,269.96
COX COMMUNICATIONS
PHONE USAGE
$31.94
JPMORGAN CHASE BANK
AMAZON -OFFICE CHAIR
$159.99
SUMNERONE INC
COPIER SERVICES
$62.00
GEN FINANCE -Total
$253.93
AEPIPSO
ELECTRIC USE
$3,973.90
JPMORGAN CHASE BANK
STAPLES -COPY PAPER
$251.95
MAILROOM FINANCE INC
POSTAGE
$1,000.00
GEN GENERAL GOVERNMENT -Total
$5,225.85
AEPIPSO
ELECTRIC USE
$95.66
COX COMMUNICATIONS
PHONE USAGE
$3.99
GEN HISTORICAL MUSEUM -Total
$99.65
JPMORGAN CHASE BANK
SUNDANCE-PAPER
$244,80
GEN HR -CHAR INITIATIVE -Total
$244.80
COX COMMUNICATIONS
PHONE USAGE
$15.97
GATEHOUSE MEDIA OK HOLDINGS INC
JOB ADVERTISING
$1,890.00
JPMORGAN CHASE BANK
IDENTITY MAN -RED FLAG
$39.00
JPMORGAN CHASE BANK
INDEED -ADVERTISE
$1,004,41
JPMORGAN CHASE BANK
STRATA-BROCH
$1,096,71
GEN HUMAN RESOURCES -Total
$4,046.09
AT&T MOBILITY
PUBLIC SAFE WIRELESS
$83.35
COX COMMUNICATIONS
PHONE USAGE
$23.95
JPMORGAN CHASE BANK
AMAZON -CLEANER
$35.82
JPMORGAN CHASE BANK
AMAZON -CORDS
$89.16
JPMORGAN CHASE BANK
AMAZON -FLASH DRIVES
$32.99
JPMORGAN CHASE BANK
AMAZON -PRINTER BED
$18.99
JPMORGAN CHASE BANK
AMAZON -REFUND
($35.96)
JPMORGAN CHASE BANK
AMAZON-USB ADAPTERS
$8.54
JPMORGAN CHASE BANK
BEST BUY-ROKU
$29.99
JPMORGAN CHASE BANK
EBAY-MONITORING
$275.22
JPMORGAN CHASE BANK
EBAY-WIDI
$218.00
JPMORGAN CHASE BANK
GRAYBAR-GROUND WIRE
$1,043.81
JPMORGAN CHASE BANK
HOME DEPOT -DOOR STOPS
$20.79
JPMORGAN CHASE BANK
HOME DEPOT -GENERATOR
$1,045.56
JPMORGAN CHASE BANK
HOME DEPOT -GROUNDING
$164.10
JPMORGAN CHASE BANK
HOME DEPOT-JB WELD
$6.98
JPMORGAN CHASE BANK
LOWES-COAX CABLE
$19.98
3
Claims List - 06/03/2025
Fund Vendor Name
Payable Description
Payment
Amount
01 GENERAL JPMORGAN CHASE BANK
NOTION LABS -SUBS
$840.00
JPMORGAN CHASE BANK
PSI -DRONE TEST
$175.00
JPMORGAN CHASE BANK
PSI -PILOT EXAM
$175.00
JPMORGAN CHASE BANK
SAMS-TELEVISION
$238,00
JPMORGAN CHASE BANK
TESSCO-GROUN DING
$590,61
RAMUNDSEN SUPERIOR HOLDINGS
ERP SOFTWARE
$37.500.00
GEN INFORMATION TECH - Total
$42,599.88
COX COMMUNICATIONS
PHONE USAGE
$31.94
JPMORGAN CHASE BANK
AKIRA-EMPY RECOG
$25.00
JPMORGAN CHASE BANK
RETIREE LUNCH 05/05
$91.36
JPMORGAN CHASE BANK
SAMS-KLEENEX
$17.94
TREASURER PETTY CASH
A FRUGA-DC MEALS
$36.18
GEN MANAGERIAL -Total
$202.42
COX COMMUNICATIONS
PHONE USAGE
$15.97
JPMORGAN CHASE BANK
OMAG-JUDGE TRAINING
$500.00
JPMORGAN CHASE BANK
OMCCA-MEMBER RENEWALS
$113.00
JPMORGAN CHASE BANK
TRAVEL EXP 05112-16
$143,00
GEN MUNICIPAL COURT - Total
$771.97
AEP/PSO
ELECTRIC USE
$2,658.32
COX COMMUNICATIONS
PHONE USAGE
$3.99
IRIS GROUP HOLDINGS LLC
PARKS OFFICE ALARM
$53.45
JPMORGAN CHASE BANK
AMAZON -HARD HAT
$27.19
JPMORGAN CHASE BANK
AMAZON -PEST
$81.95
JPMORGAN CHASE BANK
AMAZON -SPRAY BOTTLES
$12.97
JPMORGAN CHASE BANK
CORNERSTONE -BLOWER
$129.99
JPMORGAN CHASE BANK
HOME DEPOT -HAND PUMP
$34.98
JPMORGAN CHASE BANK
HOME DEPOT -TAPE
$101.00
MBE ENTERPRISES, LLC
ELM CREEK TREE REMOVE
$3,000.00
UNIFIRST HOLDINGS LP
UNIFORMS
$61.56
WASHINGTON CO RURAL WATER
MCCARTY PARK WATER
$36.00
DISTRICT
GEN PARKS - Total $6,201.40
NORTH AMERICA FIRE EQUIPMENT CO. BULLETPROOF VESTS $606.00
GEN POLICE DOJ VEST GRT -Total
$606.00
COX COMMUNICATIONS
PHONE USAGE
$15.97
INTERNATIONAL E-Z UP, INC
EVT TENTITBL CVR
$1,019.99
JPMORGAN CHASE BANK
CANVA-SUBSCRIPTION
$119.40
JPMORGAN CHASE BANK
FACEBOOK-ADS
$150.00
JPMORGAN CHASE BANK
OFFICE DEPOT-REC BOOK
$17.99
JPMORGAN CHASE BANK
SAVON-EVENT MAGNETS
$72.00
WHISTLER SIGN COMPANY LLC
BILLBOARD
$190.00
4
Claims List - 06/03/2025
Fund
Vendor Name
Payable Description
Payment
Amount
01 GENERAL
GEN RECREATION & CULTURE -Total
$1,585.35
JPMORGAN CHASE BANK
AMAZON -EAR PLUGS
$6.05
JPMORGAN CHASE BANK
ATWOOD-CULTIVATORS
$89.98
JPMORGAN CHASE BANK
ATWOOD-HITCH PINS
$5.48
JPMORGAN CHASE BANK
HARBOR -MOW BAGS
$41.97
JPMORGAN CHASE BANK
LOWES-LOCKS
$93.96
UNIFIRST HOLDINGS LP
UNIFORM SERVICES
$168.76
GEN STORMWATER/VEG -Total
$406.20
TREASURER PETTY CASH
CC DEP REF -DEAN
$50.00
TREASURER PETTY CASH
CC DEP REF-JENNINGS
$200.00
TREASURER PETTY CASH
CC DEP REF-MCLAUGHLIN
$50.00
TREASURER PETTY CASH
CC DEP REF-SCHUBERT
$50.00
TREASURER PETTY CASH
K BUTLER-UMP REIMB
$60.00
GENERAL -Total
$410.00
GENERAL -Total
$90,622.82
20 AMBULANCE SERVICE
JPMORGAN CHASE BANK
AMAZON -REFUND
($20.69)
JPMORGAN CHASE BANK
BOUND TREE -SUPPLIES
$3,379.23
JPMORGAN CHASE BANK
HOME DEPOT -BATTERIES
$880.50
JPMORGAN CHASE BANK
LIFE ASSIST -SUPPLIES
$5,703.47
JPMORGAN CHASE BANK
LODGING EXP 04121-26
$5,894.07
JPMORGAN CHASE BANK
LOWES-BATTERIES
$69.96
JPMORGAN CHASE BANK
MEDLINE-SUPPLIES
$824.66
JPMORGAN CHASE BANK
SUMNER-COLOR COPIES
$57.40
JPMORGAN CHASE BANK
TELEFLEX-SUPPLIES
$1,330.00
JPMORGAN CHASE BANK
TRAVEL EXP 04/21-26
$633.17
JPMORGAN CHASE BANK
TRAVEL EXP 04/25
$209.00
JPMORGAN CHASE BANK
TRAVEL EXP 05/17
$507.68
JPMORGAN CHASE BANK
UPS -SHIPPING
$139.50
JPMORGAN CHASE BANK
ZOLL-SUPPLIES
$4,333.76
AMBULANCE -Total
$23,941.71
AMBULANCE SERVICE
-Total
$23,941.71
21 E-911
COX COMMUNICATIONS
T1 CIRCUITS
$229.00
JPMORGAN CHASE BANK
APCO-TRAINING
$35.00
JPMORGAN CHASE BANK
EBAY-CISCO PHONES
$76.46
JPMORGAN CHASE BANK
LODGING EXP 05111-14
$929.16
JPMORGAN CHASE BANK
TRAVEL EXP 05/11-14
$245.50
MOTOROLA SOLUTIONS ING
PORTABLE RADIOS
$12,576.64
E911 COMMUNICATIONS -Total
$14,091.76
E-911 - Total
$14,091.76
25 HOTEL TAX
COX COMMUNICATIONS
PHONE USAGE
$7.98
Claims List - 06/03/2025
Fund Vendor Name
Payable Description
Payment
Amount
25 HOTEL TAX JPMORGAN CHASE BANK
HOME DEPOT -CARES PRJ
($46.29)
STRONG NEIGHBORHOODS -Total
($38.31)
HOTEL TAX - Total
($38.31)
27 STORMWATER MANAGEMENT AEPIPSO
ELECTRIC USE
$311,72
COX COMMUNICATIONS
PHONE USAGE
$7.98
JPMORGAN CHASE BANK
ATWOOD-RUBBER BOOTS
$39.98
JPMORGAN CHASE BANK
BASS PRO-PROT BOOT
$179.99
JPMORGAN CHASE BANK
BASS PRO -TRAP SUPP
$47.96
JPMORGAN CHASE BANK
LOWES-CONCRETE
$103.65
JPMORGAN CHASE BANK
LOWES-STEEL CABLE
$143,90
JPMORGAN CHASE BANK
TRACTOR SUPP-CHAINSAW
$69.99
UNIFIRST HOLDINGS LP
UNIFORM SERVICES
$13.02
STORMWATER-STORMWATERNEG -Total $918,19
STORMWATER MANAGEMENT -Total $918.19
34 VISION TAX GRADE LINE CONSTRUCTION STREET IMPROVEMENTS $307,404.15
96TH FROM 119TH TO BRIDGE -Total $307,404.15
VISION TAX -Total $307,404.15
37 SALES TAX FIRE AEPIPSO ELECTRIC USE $4,686.01
COX COMMUNICATIONS PHONE USAGE $131.75
HERITAGE LANDSCAPING LLC
MAY 2025 MOWS
$1,900.00
JPMORGAN CHASE BANK
ACADEMY -BOAT PLUG
$4.99
JPMORGAN CHASE BANK
AMAZON-IPAD CASES
$1,049.93
JPMORGAN CHASE BANK
AMAZON -REFUND
($475.45)
JPMORGAN CHASE BANK
AMAZON-ST4 TOILET
$21.50
JPMORGAN CHASE BANK
AMER WASTE -TRASH
$90.41
JPMORGAN CHASE BANK
BEST BUY -CHARGER
$29.99
JPMORGAN CHASE BANK
CONRAD-TW4 LEAKS
$1,866,70
JPMORGAN CHASE BANK
CORNERSTONE-TW4 REP
$6.99
JPMORGAN CHASE BANK
CUMMINS-E2 REPAIR
$6,814.64
JPMORGAN CHASE BANK
EMTEC-PEST
$625,00
JPMORGAN CHASE BANK
FIRE SVC-INSTRUCTOR
$1,800.00
JPMORGAN CHASE BANK
LOCKE-AIR FILTERS
$31.36
JPMORGAN CHASE BANK
LOWES-COMPRESS ATTACH
$16.48
JPMORGAN CHASE BANK
MOTOROLA-KNOBS
$29.40
JPMORGAN CHASE BANK
NAFECO-FD4 SHIRTS
$85.00
JPMORGAN CHASE BANK
OFFICE DEPOT -PAPER
$144,89
JPMORGAN CHASE BANK
OK POLICE -PANTS
$144.89
JPMORGAN CHASE BANK
OVERHEAD -DOOR REPAIRS
$774.00
JPMORGAN CHASE BANK
PSN-ST4 WATER
$118.45
JPMORGAN CHASE BANK
RESCUEGEAR-RES VESTS
$2,262.00
2
Claims List - 06/03/2025
Fund Vendor Name
Payable Description
Payment
Amount
37 SALES TAX FIRE JPMORGAN CHASE BANK
SAMS-DETERGENT
$38.96
JPMORGAN CHASE BANK
SAMS-SUPPLIES
$594.57
JPMORGAN CHASE BANK
SAVON-BUSINESS CARDS
$80.00
JPMORGAN CHASE BANK
SPECIAL OPS-RESCUE
$383.34
JPMORGAN CHASE BANK
SUMNER-COPIER
$160.27
JPMORGAN CHASE BANK
TIMETOSHINE-FLEET
$180.00
JPMORGAN CHASE BANK
USPS-MAIL CASCADE
$7.00
JPMORGAN CHASE BANK
WEST TERMITE -PEST
$907.00
OKIE PACKAGING AND INDUSTRIAL
STATION SOAP
$3,779.60
SALES TAX FUND -FIRE -Total
$28,289.67
SALES TAX FIRE - Total
$28,289.67
38 SALES TAX POLICE JPMORGAN CHASE BANK
3M-PAVEMENT TAPE
$677,56
P.D. MULTI -USE STRUCTURE -Total
$677.56
AEPfPSO
ELECTRIC USE
$5,470.39
AT&T MOBILITY
PUBLIC SAFE WIRELESS
$141.96
COX COMMUNICATIONS
PHONE USAGE
$227.57
FAMILY ANIMAL MEDICINE PLLC
K9 MEDICAL
$96.60
JPMORGAN CHASE BANK
ACADEMY -FIREARMS
$59.97
JPMORGAN CHASE BANK
ACADEMY -FIREARMS ITEM
$56.66
JPMORGAN CHASE BANK
AMAZON -CABLES & BOX
$78.98
JPMORGAN CHASE BANK
AMAZON -DRONE ITEM
$59.98
JPMORGAN CHASE BANK
AMAZON -KITCHEN ITEMS
$102.88
JPMORGAN CHASE BANK
B&H-UPS
$144.08
JPMORGAN CHASE BANK
CORNERSTONE -HITCH
$61.97
JPMORGAN CHASE BANK
DELL -MONITORS
$332.34
JPMORGAN CHASE BANK
ES2-BOILER SERVICE
$1,883.70
JPMORGAN CHASE BANK
INST OF POLICE-TRNG
$595.00
JPMORGAN CHASE BANK
INTERSTATE -BATTERIES
$92.80
JPMORGAN CHASE BANK
L&W-CEILING TILES
$121.68
JPMORGAN CHASE BANK
LIBERTYFLAGS-FLAG
$186.00
JPMORGAN CHASE BANK
LITTLE ANGEL-DET ITEM
$147.90
JPMORGAN CHASE BANK
LOWES-PAINT ETC
$94.40
JPMORGAN CHASE BANK
LOWES-VACUUM
$149.99
JPMORGAN CHASE BANK
LOWES-WATER
$58.32
JPMORGAN CHASE BANK
MARLOW-HONOR GUARD
$89.50
JPMORGAN CHASE BANK
OFFICE DEPOT -NOTEPADS
$70.08
JPMORGAN CHASE BANK
OFFICE MEM LUNCH 5112
$324.90
JPMORGAN CHASE BANK
PAYPAL-TRAINING
$250.00
JPMORGAN CHASE BANK
PAYPAL-UNIFORM ITEMS
$39.90
JPMORGAN CHASE BANK
PROF LAW -TRAINING
$99.00
JPMORGAN CHASE BANK
QT-GAS
$50.00
7
Claims List - 06/03/2025
Fund Vendor Name
Payable Description
Payment
Amount
38 SALES TAX POLICE JPMORGAN CHASE BANK
QUIT SUGGIN-PEST
$195.00
JPMORGAN CHASE BANK
SAVON-K9 SIGN
$40.00
JPMORGAN CHASE BANK
SPECIAL OPS-AWARDS
$185.86
JPMORGAN CHASE BANK
UNIQULEY-LANYARDS
$313.00
JPMORGAN CHASE BANK
WALGREENS-CHARGER
$32.99
JPMORGAN CHASE BANK
WALMART-WHEEL CHOCKS
$32.94
NORTH AMERICA FIRE EQUIPMENT CO.
BULLETPROOF VESTS
$617.00
OWASSO FOP LODGE #149 POLICE DEPT
LEGAL DEFENSE
$220.50
SUMNERONE INC
COPIER LEASE
$61.54
TREASURER PETTY CASH
USPCA REGION-ARNOLD
$100.00
SALES TAX FUND -POLICE - Total
$12,885.38
SALES TAX POLICE -Total
$13,562.94
39 SALES TAX STREETS JPMORGAN CHASE BANK
VERMEER-CHIPPER RENT
$2,375.00
04IO2 OWASSO TORNADO - Total
$2,375.00
AEPIPSO
ELECTRIC USE
$3,257.60
BILLY BASORE
APRIL DIRT
$65.00
CAMO FARMS INC
ASPHALT
$4,085.11
CINTAS CORPORATION
FIRST AID SUPPLIES
$72,88
COX COMMUNICATIONS
PHONE USAGE
$7.98
HOLT TRUCK CENTERS LLC
25' DUMP TRUCK
$105,780.00
JPMORGAN CHASE BANK
AMAZON -EAR PLUGS
$6.05
JPMORGAN CHASE BANK
ATWOOD-HITCH PINS
$9.76
JPMORGAN CHASE BANK
ATWOOD-MUCK BOOTS
$99.99
JPMORGAN CHASE BANK
ATWOOD-PUMP SPRAYER
$21.76
JPMORGAN CHASE BANK
ATWOOD-RAIN GEAR
$82.98
JPMORGAN CHASE BANK
AUTO BATTERY-HAMDRILL
$67.91
JPMORGAN CHASE BANK
BUMPER-DEF FLUID
$19A9
JPMORGAN CHASE BANK
CRAFCO-COLD PATCH
$1,020.00
JPMORGAN CHASE BANK
CRAFCO-CRACK SEALANT
$7,222.50
JPMORGAN CHASE BANK
CRAFCO-GRINDER WHEELS
$272.00
JPMORGAN CHASE BANK
CRAFCO-WIRE WHEELS
$340,00
JPMORGAN CHASE BANK
EQUIP ONE -STRAPS
$9.98
JPMORGAN CHASE BANK
FASTENAL-BOLTS
$42.54
JPMORGAN CHASE BANK
HOME DEPOT -AIR REG
$101.54
JPMORGAN CHASE BANK
HOME DEPOT -ELECT TAPE
$31.92
JPMORGAN CHASE BANK
HOME DEPOT-HYB HOSE
$43.01
JPMORGAN CHASE BANK
HOME DEPOT -REFUND
($35.61)
JPMORGAN CHASE BANK
HOME DEPOT -SAW BLADE
$238.00
JPMORGAN CHASE BANK
HOME DEPOT -TORCH TIP
$22.98
JPMORGAN CHASE BANK
INTERSTATE -BATTERIES
$819.60
JPMORGAN CHASE BANK
LOCKE-PHOTO CELLS
$30.95
0
Claims List - 06/03/2025
Fund Vendor Name
Payable Description
Payment
Amount
39 SALES TAX STREETS JPMORGAN CHASE BANK
LOWES-BAGS OF SAND
$75.80
JPMORGAN CHASE BANK
LOWES-FILTERS
$128.57
JPMORGAN CHASE BANK
LOWES-KEYS
$15.92
JPMORGAN CHASE BANK
LOWES-PAINT
$27.96
JPMORGAN CHASE BANK
LOWES-RATCHET STRAPS
$31.96
JPMORGAN CHASE BANK
MAXWELL-ASPAHLT TOOLS
$281,77
JPMORGAN CHASE BANK
NEXAIR-BOTTLE RENTALS
$235.21
JPMORGAN CHASE BANK
P&K-KEYS
$19.76
JPMORGAN CHASE BANK
SOK-CDL RENEWAL
$147.68
JPMORGAN CHASE BANK
WARREN CAT -KEYS
$28.88
JPMORGAN CHASE BANK
WHITE CAP -LUTE
$81.17
JPMORGAN CHASE BANK
XCESSORIES-BOLT KITS
$77.50
JPMORGAN CHASE BANK
XCESSORIES-SIGN POSTS
$6,102.75
KIMLEY-HORN AND ASSOCIATES ING
2025 TRAFFIC SIGNAL
$1,650.00
UNIFIRST HOLDINGS LP
UNIFORM SERVICES
$239.38
WASHINGTON CO RURAL WATER
116 LANDSCAPE IRRIG
$116.16
DISTRICT
SALES TAX FUND -STREETS - Total $132,996.11
SALES TAX STREETS - Total $135,371.11
40 CAPITAL IMPROVEMENTS JPMORGAN CHASE BANK EATON ELECT-VEH UPFIT $3,250.00
CIP POLICE VEHICLES -Total $3,250.00
CAPITAL IMPROVEMENTS -Total $3,250.00
44 TRANSPORTATION TAX GARVER ENGINEERING SERVICES $27,258.80
96TH ST MINGO TO GARNETT -Total
$27,258.80
TRANSPORTATION TAX - Total
$27,258.80
70 FLEET MAINTENANCE AEP/PSO
ELECTRIC USE
$659.50
COUNTRYSIDE DIESEL REPAIR LLC
FUEL PUMP REPLACEMENT
$1,200.89
COX COMMUNICATIONS
PHONE USAGE
$15.97
JPMORGAN CHASE BANK
AMAZON-EXT CORDS
$382.57
JPMORGAN CHASE BANK
AMAZON -JACK STANDS
$284.98
JPMORGAN CHASE BANK
AMAZON-MOJACK NOCO
$708.98
JPMORGAN CHASE BANK
AMAZON -PORT BAND SAW
$414.18
JPMORGAN CHASE BANK
AMAZON -QUART BOTTLES
$27.99
JPMORGAN CHASE BANK
AMAZON -RAIN GEAR
$148.91
JPMORGAN CHASE BANK
AMAZON -SPRAYER PUMP
$130.40
JPMORGAN CHASE BANK
AMAZON -SWITCHES
$8.99
JPMORGAN CHASE BANK
AMAZON -TORCH CART
$352,60
JPMORGAN CHASE BANK
AMAZON -USED RAG CANS
$170.06
JPMORGAN CHASE BANK
AMERIFLEX-HOSE
$42.50
JPMORGAN CHASE BANK
HESSELBEIN-TIRES
$576.28
JPMORGAN CHASE BANK
HOLT TRUCK -STOCK PART
$45.60
9
Claims List - 06/03/2025
Fund Vendor Name
Payable Description
Payment
Amount
70 FLEET MAINTENANCE JPMORGAN CHASE BANK
HOLT TRUCK -VALVE
$45.60
JPMORGAN CHASE BANK
IMPERIAL -BREAKERS
$142.38
JPMORGAN CHASE BANK
IMPERIAL -SUPPLIES
$1,756.54
JPMORGAN CHASE BANK
JAR STORE -GALLON JUGS
$32.46
JPMORGAN CHASE BANK
JIM GLOVER-CALI PIN
$60.52
JPMORGAN CHASE BANK
JIM GLOVER -SWITCH
$126.25
JPMORGAN CHASE BANK
JIM GLOVER -TRANS SUPP
$534,45
JPMORGAN CHASE BANK
LISA SHARP -HATS
$187.50
JPMORGAN CHASE BANK
ROCK AUTO-CNT ARMS
$262.76
JPMORGAN CHASE BANK
ROCK AUTO -HOOD STRUTS
$80.53
JPMORGAN CHASE BANK
ROCK AUTO -STOCK ORDER
$264,13
JPMORGAN CHASE BANK
ROCK AUTO -STOCK PARTS
$159,78
JPMORGAN CHASE BANK
SAMS-SUPPLIES
$49,68
JPMORGAN CHASE BANK
UNITED FORD -RETAINER
$25.67
FLEET MAINTENANCE - Total
$8,898.65
FLEET MAINTENANCE -Total $8,898,65
76 WORKERS' COMP SELF -INS CITY OF OWASSO IMPREST ACCOUNT WORKERS COMP CLAIMS $10,960.75
WORKERS' COMP SELF -INS -Total
$10,960.75
WORKERS' COMP SELF -INS -Total $10,960.75
77 GENERAL LIABILITY-PROPERT HALL, ESTILL, HARDWICK, GABLE, LITIGATION $852.50
GEN LIAB-PROP SELF INS -Total
$852.50
GENERAL LIABILITY-PROPERT - Total $852.50
78 HEALTHCARE SELF INS FUND JPMORGAN CHASE BANK SAMS-SNACKS BEN FAIR $77.88
WELLNESS - Total $77.88
HEALTHCARE SELF INS FUND -Total $77.88
City Grand Total $665,462.62
10
R[µ p.op4 • aELLGn.r.c�n • IIGL GammwNy
TO: The Honorable Mayor and City Council
FROM: Earl Farris, Project Administrator
SUBJECT: Acceptance of the 2024 Annual Street Rehabilitation Program and Authorization
for Final Payment
DATE: May 29, 2025
BACKGROUND:
In October 2024, the City Council approved a construction contract with Grade Line Construction,
LLC in the amount of $1,790,862.30, to perform repairs and maintenance on multiple roads
throughout Owasso. The work outlined in the contract included the replacement of curb and
gutter, subgrade repair, milling, and overlay of new asphalt.
Work within the project was completed on:
• East 80rh Street North from the service road to North 123rd East Avenue
• East 78rh Street North and East 79rh Court North between North 122nd East Avenue and
North 121 st East Avenue
• North 121 st East Avenue between East 79rh Court North and East 78rh Street North
In May 2025, Grade Line Construction, LLC, completed all work within the contract. City staff
inspected the improvements and agreed that all requirements and standards had been met.
The final payment of $94,681.54 will result in a final contract amount of $1,711,510.00, a contract
underrun of $79,352.30.
FUNDING:
Funding for this project is included in the Capital Improvements Fund and the Half -Penny Sales Tax
Fund (Streets).
RECOMMENDATION:
Staff recommends acceptance of the street rehabilitation projects and authorization for final
payment to Grade Line Construction, LLC of Cleveland, Oklahoma in the amount of $94,681.54.
ATTACHMENTS:
Final Pay documents
Location Map
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Application and Certificate For Payment -- page 2
To Owner.
City of Owasso
Application No: 11
Date: 05/23/25
Period To: 05/23/25
From (Contractor): Grade Line Construction, LLC
Contractor's Job Number:
1079
Project:
Annual Street Rehab 2024
Architect's Project No:
Work Completed
Work Completed
Completed and Stored To Date
Previous Application
This Period
L
Item
Unit Contract
Scheduled
Number
Description
Price Quantity UM
Value
Quantity
Amount
Quantity Amount
Quantify Amount
Retention Memo
10
0-00€0
TYPE REPAIR
125,0000
327.000 SY
40,875.00
340000
42.500.00
•ODD
0.00
340000
42,500.00
104.0
O.OD
O-002D
TYPE 11 REPAIR
125.0000
50.000 BY
6,25000
ZOO
0.00
.000
0.00
000
D QO
0.0
D DD
0-003D
6 112 DOWELED CONCRETE TO
SURFACE (DGTS
135.0000
1,144.000 SY
154,440.00
1.411.680
190,5'76.80
.000
9A0
1,411.680
190,576-80
123.4
O.Op
0-004p
FULL DEPTH HEAVY DUTY
ASPHALT REBUILD (6
77A000
5,26D.000 SY
405,020.00
5,288,000
407,17S.DO
.000
0.00
5,288,000
407,176.00
100.5
0.00
0-0041
AGGREGATE FABRIC
2.2500
8,303.000 BY
1801.75
8,303,000
18,681.75
.000
000
8,303.060
18,1581.75
100.0
0.00
D-0050
2 EDGE MILL (V WIDE)
4.000
3.256.000 LF
13,024,00
3.270.000
13,080A0
•000
0.00
3,270.000
13,080.00
100.4
0.00
0-0070
TAPERED FULL WIDTH BUTT
800.0000
2.000 EA
1,600.00
2.000
1,600.00
.D00
0.00
MILT. (50' LONG)
2.g00
1,600.00
10p.0
0.00
D-DDBO
2 FULL WIDTH ASPHALT
OVERLAY
13.35130
7,258.000 BY
96,094,30
7.250,000
96,894.30
718.000
4,585.30
7,976.000
106,479.60
109.9
D.00
0-0090
REMOVE EXISTING ASPHALT
PAVEMENT FROM GU
1.0000
5,912.00D LF
5.912.00
5,912.000
5,912.00
.Wo
ODD
5,912.000
5,912.00
100.0
O.DC
0-0100
6 CONCRETE CURB AND
GUTTER (REMOVE AND
47.000D
456.000 LF
21,432,CO
490.750
23,065,25
.ODD
0.00
490.750
23.065.25
107.6
0.00
Milo
6 CONCRETE CURB AND
GUTTER (NEW;
40.0000
196.002 LF
7,840.DD
269.000
11,560.00
.00
0.00
289.000
/1,55000
147.4
0.00
0-0120
DRIVEWAY CONCRETE GUTTER
ONLY (REMOVE AN
90.0000
50.00p LF
4.500.00
14,000
1,260,00
.000
q.00
14.000
1,2Sfl.00
28.G
0.00
0-0130
DRIVEWAY CONCRETE
APPROACH(REMOVEANDR
105.0000
105.000 BY
11,025.00
161.ODD
16,905.00
000
O,DO
181.000
16,905.00
153,3
0.00
0-0140
4 CONCRETE SIDEWALK
(REMOVE AND REPLACE
06.0000
104,000 SY
8,840.00
120.200
1c,277,00
.000
O.OD
72D.20p
10,217.OD
115.6
0.00
0-0150
6 CONCRETE SIDEWALK AT
DRIVEWAYS (REMOV
95.0000
34.000 SY
3,230.00
43,000
4,085.00
.Opp
0.00
43.000
4,085.00
126,5
0.00
0-0163
CONCRETE VALLEY GUTTER
(WIDTH VARIES)
135.0000
30,000 SY
4,050.00
30.000
4,050.00
.COO
0.00
30.p00
4,050.00
100,0
0.00
0-0170
CONCRETE BOXOUT CURB &
GUTTER AT STORM
85.0000
173,000 LF
14.705.00
153.000
13,005.00
.000
0.00
153.00D
13,OOS.00
88.4
0.00
0-0180
CAST IRON STORM WATER CURB
483.13000
2,Oco EA
950.00
2.000
960,Op
0.00
OUTLET (ROOF
.Coo
2.000
BED,00
100.0
O.OD
0.0190
NEWCONCRETEADA
COMPLIANT CURB RAMP - T
1,650,0000
5.000 FA
9,250.00
4.000
7,400.00
.000
0.00
4-000
7,400.00
80.0
0.00
0.0210
ADJUST WATER VALVES TO
GRADE
400,0000
4.ouu EA
1,600.09
4.ODO
1,600.00
.00p
0.00
4.000
1.600,00
100.0
0,00
M220
ADJUST MANHOLE TO GRADE
900.0000
5.000 FA
4,500.00
4.000
3,600.00
.000
0.00
4.000
3,600.c0
80.0
0.00
0-0230
ADJUST STORM INLET TO
GRADE
3,5000000
17,000 EA
59,50000
17.000
59,500.00
.000
0.00
17.000
59,500.00
100.0
0.00
0-0240
CONCRETE STORM INLET WITH
FRAME & GRATE
0,250.0000
4.000 EA
33,000-00
4,000
33.000.00
.000
0.03
4.000
33,000.00
100.0
p,qp
0-025D
15 REINFORCED CONCRETE
PIPE (INSTALLED
115.0000
35.000 LF
4,025,00
35.000
4,025.0p
.DOD
0A0
35.000
4,025.00
100.0
090
0.0250
36 X 60 ELLIFTICAL PIPE f48
EQUIVALEN
425.0000
.000 LF
q,pp
.000
0.00
.000
0.00
,000
0.00
0.0
0.00
G-0261
42" EQUIVALENT ELLIPTICAL
PIPE
410.0000
40,000 LF
16,AOD.00
45.000
1g g5q,gp
.D00
0.00
45A00
10,450.00
112.5
D.00
0.0270
HEADWALL FOR 38X6
ELLIPTICAL PIPE
6.500.0000
2.000 EA
17,000.00
2.000
17 ppq.pp
.000
O.00
2.Op0
17,OD0.00
100.0
D.DO
0.0280
AREA INi ET OWASSO STRM-09
8,000.0000
1.000 EA
8,000.00
1.Dc0
8,000.00
.000
0.00
1.000
8,000.00
100.0
040
Application and Certificate For Payment -- page 3
To Owner: City of Owasso Application No: 11 Date: 05/23/25 Period To: 05/23/25
From (Contractor): Grade Line Construction, LLC Contractor's Job Number: 1079
Project: Annual Street Rehab 2024 Architect's Project No:
Work Comp-tet71
Work Completed
Completed and Stored To Date
Prev(ous ApplicationI
F This Period
i
I
Item
Unit
Contract
Scheduled
Number
Description
Price
Quantity UM
Value
Quantity
Amount
Quantity Amount
Quantity
Amount %
Retention Memo
CAM
STANDARD 5' ID MANHOLE
5.500,0000
1.000 EA
5.500.00
1.00D
5,500.00
.000
TOD
1.000
5 500,00
100.0
(STORE SEWER)(INS
0.00
0-0300
8 WHITE MULTI -POLYMER
TRAFFIC STRIPE (I
5.000
200,000 LF
7,000,Op
221090
1,105.00
.DOD
0.90
221.000
1,105.00
130.5
0.00
0-031D
24 WHITE MULTI -POLYMER
50.00D0
20.000 LF
t ,DODAO
34AOC
1,7gp,Op
.000
OAD
34.000
t,700AD
170.0
STOP BAR (INSTAL
0.00
0-0320
SOLD SLAB SOD
40.11000
220.000 SY
2.200,00
440.901)
4,49100
.000
0.00
440.000
4,400,00
200.0
0.00
0.0330
FLOWABLE FILL (CLSM)
125.0000
50.000 CY
6,250.00
.DOD
qpp
.000
0A9
.000
0.00
0.0
0.00
0-03413
CONSTRUCTION STAKING
7,000.0000
1.000 LS
7,00.00
100.00%
7000.01)
0.00 %
0.00
100.00%
7,000.00
100.0
0.00
0-0350
TRAFFIC CONTROL
58,000.CCOO
I.ODO LS
58,000.00
109.00%
58.000.01)
0.09 %
0.00
100.00%
58,000.00
100.0
0.00
0-0360
MOBILIZATION &
DEMOBILIZATION
110.000.0000
1.000 LS
3f0,000.00
100.00%
110,000.00
0.09%
0,09
100.00%
110,000.00
100.0
0.00
0-0370
EROSION CONTROL
5,00D,0000
1.000 LS
5.000.00
100.00%
5,000.00
0.00 %
O,pO
100.00%
5,000.00
100.0
0.00
0-0380
ALLOWANCE
150,OOR0000
-18,DBD.750 LS
131.918,25
O.OD %
q.DD
0,00 %
0.00
0.00 %
0.00
0.0
0.00
0-0390
TYPE I REPAIR
125.0000
12.000 SY
1,500.00
12.000
1,509.00
.000
0.00
12.000
1,500.00
100.0
0.00
0-0410
6112 DOWELED CONCRETE TO
130.0000
621.000 SY
80,730.00
621.320
80,771.60
.000
0.00
621.320
80,771.60
SURFACE (DCTS
10DJ
0.00
0-0430
FULL DEPTH STANDARD DUTY
75.00p0
471.000 SY
35 325,00
471,000
35,325.00
.000
0-00
471.Oco
35,325.00
100.0
ASPHALT REBUILD
p.Op
0-0480
6 CONCRETE CURB AND
GUTTER (REMOVE AND
40.0000
476.000 LF
19 p40,0p
47&000
19,04O.OD
000
0.00
476,000
19,040.00
100.0
0.00
0.0510
DRIVEWAY CONCRETE
1011.0000
159,000 SY
15 9DO.OD
142.000
14.20000
.000
0.q0
142.00D
14.200.00
89.3
APPROACH (REMOVE AND R
0.00
0-0520
4 CONCRETE SIDEWALK
(REMOVE. AND REPLACE
85.0000
11.000 SY
935.00
15.700
1,334.50
.D00
0.00
35.700
1,334.50
142.7
0.01)
0-0570
NEW CONCRETE ADA
COMPLIANT CURB RAMP-T
1,850.099p
1.000 EA
1 ,850.OD
1.000
tg5p,pq
.000
D.DO
5.000
1,850.00
100.0
0.00
0-0580
NEWCONCRETEADA
COMPLIANT CURB RAMP -T
1,850.0000
1.000 EA
1,860.00
1.000
1,850.00
'000
O.CD
1.000
1.850.00
100.0
0.00
0-0590
24 WHfTE MULTI -POLYMER
STOP BAR (INSTAL
$0.0000
15.9OD LF
750.00
15.000
750.00
.000
0.00
15.000
750.00
100.0
0.00
0-0710
FLOWABLE FILL (CLSM)
125.000D
10.000 CY
1,250.00
.000
0.00
.000
0,00
.000
0.00
0.0
0.00
0.0720
CONSTRUCTION STAKING
500.0000
1,000 LS
500,00
100.00%
5DO.00
O.CO%
C.00
100.00%
500.00
100.0
0.00
0-0730
TRAFFIC CONTROL
500,0000
1-000 LS
500.00
100.00%
500.00
0.00 %
0.00
1OO.OD %
500.00
100.0
0.00
0-0740
MOBILIZATION&
DEMOBILIZATION
500.0000
1.000 LS
500.00
f00.00 %
500.00
0.00%
0.00
109.00 %
500.00
f00.0
GAG
C-D750
EROSION CONTROL
326.0000
1.000 LS
325.00
10D.00 %
325.00
0.00 %
O.00
100.00%
325.DD
100.0
9.00
0-0760
TYPE I REPAIR
125.0001)
17.000 SY
2,125.011
17.000
2,125A0
.000
D.00
17.000
2.125.00
100.0
0.00
0-0780
6 112 DOWELED CONCRETE TO
130.000D
205LOOO SY
26.550.00
206.000
26,700,00
.003
D,OD
206.000
26,7BOA0
SURFACE(OCTS
100.5
0.00
0-0801)
FULL DEPTH STAN13ARO DUTY
ASP14ALT REBUILD
75.0000
521,000 SY
39.075.00
521.000
39,075,00
000
0.00
521.000
39,075.00
100.0
am
0-0850
6 CONCRETE CURB AND
40.0000
451,000 LF
18,D40.00
451.000
18,040.00
.OpO
D.00
451.000
18,040.DD
100.0
GUTTER (REMOVE AND
0.00
0-0880
❑RIVEWAYCONCRETE
100.0000
60,000 SY
6.000,00
62.000
6,20OAO
'DOD
D.D9
62.00D
6,200.00
103.3
APPROACH (REMOVE AND R
0.00
0-0920
CONCRETE BOXOUT CURB &
GUTTER AT STORM
95.0000
7.000 LF
665.00
7.000
665.00
•000
D.00
7.130D
665A0
100.0O.0D
Application and Certificate For Payment -- page 4
To Owner: City of Owasso Application No: 11 Date: 05/23/25 Period To: 05/23/25
From (Contractor): Grade Line Construction, LLC Contractor's Job Number: 1079
Project: Annual Street Rehab 2024 Architect's Project No:
Work Completed
Work Completed
Campleted and Stored To Date
Previous Application
I
This Period
Item
unit
Contract
Scheduled
Number
Description
Price
Quantity UM
Value
Quantity
Amount
Quantity Amount
Quantity
Amount %
Retention Memo
0-0950
NEWCONCRETEAOA
COMPLIANT CURB RAMP-T
1,850.0000
4.000 EA
7 ,400.00
4.000
7,400.00
.Q00
0.00
4.000
7,400,00
100.0
0.00
0.0960
ADJUST WATER VALVES TO
400.0000
2.000 FA
800.00
2.000
800.00
.000
p.D0
2.000
800.00
GRADE
100.0
0.00
0-0960
ADJUST STORM INLET TO
3,500.0000
1.000 EA
3,500.00
IX00
3.500.00
.000
0.00
1,000
3.500,00
GRADE
10D.0
0.00
0-1050
24 WHITE MULTI -POLYMER
50.0000
15.000 LF
750.00
15.00
750.00
.000
0.p0
15.p0D
750.00
STOP BAR (INSTAL
100.0
B.OD
0-1080
FLOWABLE FILL (CLSM)
125,0000
10.000 CY
1,250.00
.000
0.00
.000
0.00
.000
0.00
0.0
0,00
04090
CONSTRUCTION STAKING
325,0000
1.000 LS
325.00
100.001/6
325.00
OAO %
0.00
100.00 %
325.00
100.0
0.00
04100
TRAFFIC CONTROL
500.0000
1.000 LS
500.00
100.00 %
500.00
0.00 %
0p0
100,00 %
50D.00
100.0
0.00
0-1I M
MOBILIZATION &
DEMOBILIZATION
500.0000
1.000 LS
500.00
1DD.6D %
500A0
0.00 %
0.00
100-00 %
506.00
100.0
0.00
0-1120
EROSION CONTROL
325,0D00
1.000 LS
$25,00
100.00 %
325.00
0.00 %
0.00
100.00 %
325.00
100.0
0.00
0-1170
FULL DEPTH STANDARD DUTY
ASPHALT REBUILD
65,0000
2.051.000 SY
133,315.00
2,155.000
140,07S.0D
•OOU
0.00
2, 155.000
140,075,00
105.1
0.00
0-1220
6 CONCRETE CURB AND
GUTTER (REMOVE AND
40.0000
964.000 LF
38,560.00
980,000
39,200.00
.000
0.00
980.000
39200.00
101.7
000
0-1250
DRIVEWAY CONCRETE
APPROACH (REMOVE AND R
100.0000
349.000 SY
34.900.00
366,600
36,660.00
- .000
0.00
366.600
36,650.00
105.0
0.00
DA260
4 CONCRETE SIDEWALK
(REMOVE AND REPLACE
66.0000
10,0p0 SY
850.00
12.300
1,045.S0
.000
0.00
12.300
1,045.50
123.0
0.00
0.1290
CONCRETE BOXOUT CURB &
GUTTER AT STORM
95.0000
20.000 LF
1,900.00
20.000
1,900.00
.000
0.00
20.000
1.900.00
100.0
0.00
0-1300
CAST IRON STORM WATER CURB
365.0000
2.000 EA
730.00
2.000
730.00
0.00
OUTLET (ROOF
.000
2.000
730.00
100.0
0.00
0.1350
ADJUST STORM INLET TO
GRADE
3,500.0000
2.000 EA
7,000.00
2000
7,000.00
.000
0.00
2.00D
7,D00.go
tOD.9
0.00
0-1450
FLOWABLE FILL (CLSM)
125.0000
10,000 CY
1,250.00
.000
0,00
.000
0.00
.000
0.DO
0.0
0.00
0-1460
CONSTRUCTION STAKING
1,000.0000
1,000 LS
11000.00
103.00 %
1,000A0
0.00 %
0.00
100.00 %
1,000.00
100.0
0.00
0-1470
TRAFFIC CONTROL
500.0000
1.000 LS
500.00
100.00 %
500.0o
0.00 %
0.00
100.00 %
500.00
100.0
0.00
0-1480
MOBILIZATION &
1.250.0000
1.000 LS
1,250.00 ,250.00
100A0 %
1,250.00
0.00 %
0.00
100,0p k
1250.00
t00,p
OAO
0-14,30
EROSION CONTROL
325.0000
1.000 IS
325.00
100A0%
325,00
0.00 %
0100
100.00%
325.00
100.0
0.00
0-9999
STORED MATERIALS
0.0000
-000 PM
0.00
.000
0100
.000
0.00
.000
0.00
0.0
0.00
Total
1,790,662.3D
1,701,924-70
9.585,30
1,711,510.00
0.00
Application Total: 1.790.862.30 1,701,924.70 9,565.30 1,711,510.00 0.00
AFFIDAVIT FOR CONTRACTS & PAYMENTS
STATE OF OKLAHOMA
)SS
COUNTY OF PAWNEE
The undersigned (architect, contractor, supplier or engineer), of lawful age, being first duly sworn, on
oath says that this contract is true and correct. Affiant further states that the (work, services or materials) will
be (completed or supplied) in accordance with the plans, specifications, orders or requests furnished the
affiant. Affiant further states that (s)he has made no payment directly or indirectly to any elected official, officer
or employee of the State of Oklahoma, any county or local subdivision of the state, of money or any other thing
of value to obtain or procure the contract or purchase order.
Grade Line Construction, LLC
BUSINESS A E OF CONTRACTOR. ARCHITECT, SUPPLIER OR ENGINEER
BY
Attested to before me this 23rd day of May 12025.
BY
Form 1208 (Rev 2-04) SAM 1-4001 (1993) (Tulsa County)
Print Form
CONTRACTOR'S FINAL RELEASE AND WAIVER OF LIEN
Projectl Owner
Project: 23-24 Street Rehabilitation Project
Address: 200 South Main
Owasso
City
Owner: City of Owasso
OK 74055
State Zip Code
TO ALL WHOM IT MAY CONCERN:
Contractor
Name: Grade Line Construction LLC
Address: PO Box 450
Cleveland OK 74020
city State Zip Code
Contractor Licence:
Contract Date: 10 / 15 /2024
For good and valuable consideration, the receipt and sufficiency of which is hereby
acknowledged, the undersigned Contractor hereby waives, discharges, and releases any and
all liens, claims, and rights to liens against the above -mentioned project, and any and all other
property owned by or the title to which is in the name of the above -referenced Owner and
against any and all funds of the Owner appropriated or available for the
construction of said project, and any and all warrants drawn upon or issued against any such
funds or monies, which the undersigned Contractor may have or may hereafter acquire or
possess as a result of the furnishing of labor, materials, and/or equipment, and the performance
of Work by the Contractor on or in connection with said project, whether under and pursuant to
the above -mentioned contract between the Contractor and the Owner pertaining to said project
or otherwise, and which said liens, claims or rights of lien may arise and exist.
The undersigned further hereby acknowledges that the sum of
Ninety -Four Thousand Six Hundred Eighty -One Dollars and Fifty -Four Cents
Dollars ($94,681.54 ) constitutes the entire unpaid balance due the undersigned in
connection with said project whether under said contract or otherwise and that the payment of
said sum to the Contractor will constitute payment in full and will fully satisfy any and all liens,
claims, and demands which the Contractor may have or assert against the Owner in connection
with said contract or project.
Dated thiso�day of 20=)�
Witness to Signature:
By:
Title:
Page 1 of 1
C_
FY 2023-2024 Rehab Project
00
a f ♦ _ , @t
Me -
pit.
j
Reconstruction i
R ehab
Wr
t ,
Reconstruction ^�. tr .�����j, •F w' ;G','_I�s i
i� .,ye.... _ .tip♦O �r', t rm /„ � � o t
-14
UH
_ Almon
,z, L
R
Tr
E:78THWNMAW
- - d1, ■
-
�
�~ Rehab
-.. s
.- �` _ —," _' ' "': 4�`78TH SIT'' • 'r g A * ® "
ill= 300 ft
Location Map
10/04/2024
RF.lLhIIN,PF+!_f.1:rr.,rT•RF,14 �:f•+,!!r;
This map :nay represents a visual di, -play of related geographic inf;nmation. Data provided hereon is not guaranteeof ac-ual fielc -cncitionr-. i o he sure of complete accuracy.. please contac:.he
respcnsible staff for most up= da.e information.
sa
REAL PwP. • ftmr• REALGPmm�Ny
TO: The Honorable Mayor and City Council
FROM: Michele Dempster, Senior Director
SUBJECT: International Association of Fire Fighters (IAFF) Contract for FY 2025-2026
DATE: May 29, 2025
BACKGROUND:
The International Association of Firefighters Local #2789 (IAFF) and the City of Owasso have been
engaged in negotiations for the Fiscal Year 2025-2026 contract and have reached a tentative
agreement. The proposed contract has been voted on and approved by the IAFF.
PROPOSED CONTRACT:
The proposed contract covers a one-year term and includes:
A 2% across-the-board pay increase for 24-hour shift personnel.
• A 10% pay increase for administrative personnel working 40-hour weeks.
The adjustment for administrative personnel, jointly supported by the IAFF and the City, are
intended to incentivize employees to consider administrative roles, which require a significant
change in work schedules.
Additional contract modifications include:
• Changing shift start time from 0800 to 0700.
• Adding language that commits to specific timelines and procedures in the event of a
personnel reduction.
• Increasing minimum staffing from two fo three personnel for fire engines, ladder trucks, and
disaster response units.
• Adjusting the overtime article to allow the Fire Chief and the IAFF to jointly develop an
overtime system, subject to final approval by the City Manager.
The total estimated cost associated with these changes is $241,773.
RECOMMENDATION:
Staff recommends approval of the Fiscal Year 2025-2026 contract between the City of Owasso
and the International Association of Firefighters, Local #2789, and authorization to execute all
necessary documents.
ATTACHMENT:
Recommended IAFF Contract with Highlighted Changes
f�
Agreement between
THE CITY OF OWASSO, OKLAHOMA
I
a municipal corporation
and.
INTERNATIONAL ASSOCIATION
OF FIREFIGHTERS
Local No. 2789
July I, 2025- June 30, 2026
-4.pL . Cj.4
N&, CLC/
TABLE OF CONTENTS
ARTICLE I
PURPOSE OF AGREEMENT................................................................................1
ARTICLE 2
RECOGNITION......................................................................................................2
ARTICLE 3
MUTUAL RESPONSIBILITY TO AVOID DISCRIMINATION .........................3
ARTICLE 4
GENDER NEUTRALITY CLAUSE......................................................................4
ARTICLE 5
AUTHORITY AND TERM....................................................................................5
ARTICLE 6
MANAGEMENT RIGHTS AND RESPONSIBILITIES.......................................6
ARTICLE 7
PREVAILING RIGHTS..........................................................................................7
ARTICLE 8
PROHIBITION OF STRIKES.................................................................................8
ARTICLE 9
BARGAINING UNIT RIGHTS AND SECURITY................................................9
ARTICLE 10
PERSONNEL FILES.............................................................................................10
ARTICLE 1 I
REGULAR AND SPECIAL MEETINGS............................................................12
ARTICLE 12
ORGANIZED MEAL PROGRAM.......................................................................13
ARTICLE 13
SENIORITY..........................................................................................................14
ARTICLE 14
HOURS AND TIME EXCHANGE......................................................................16
ARTICLE 15
PERSONNEL REDUCTION................................................................................17
ARTICLE 16
STAFFING............................................................................................................18
ARTICLE 17
SAFETY AND HEALTH COMMITTEE.............................................................19
ARTICLE 18
GRIEVANCE PROCEDURES.............................................................................
20
ARTICLE 19
DUES CHECK-OFF..............................................................................................25
ARTICLE 20
COMPENSATION................................................................................................26
ARTICLE 21
OVERTIME...........................................................................................................29
ARTICLE 22
VACATIONS AND HOLIDAYS.........................................................................31
ARTICLE 23
SICK LEAVE........................................................................................................32
ARTICLE 24
COURT AND JURY LEAVE...............................................................................34
ARTICLE 25
UNIFORMS...........................................................................................................35
ARTICLE 26
INSURANCE.........................................................................................................37
ARTICLE 27
TUITION REIMBURSEMENT............................................................................38
ARTICLE 28
...............................
SUCCESSORS AND ASSIGNS ................................... .........40
ARTICLE 29
SAVINGS CLAUSE..............................................................................................41
ARTICLE 30
LONGEVITY........................................................................................................42
ARTICLE 31
RETIREMENT AND PENSION...........................................................................43
ARTICLE 32
PHYSICAL FITNESS PROGRAM......................................................................44
ARTICLE 33
DRUG & ALCOHOL TESTING..........................................................................45
SIGNATURE
PAGE
APPENDIX A, APPENDIX B, APPENDIX C, APPENDIX D, APPENDIX E
ARTICLE 1
PURPOSE OF AGREEMENT
It is the intent and purpose of this Agreement, entered into by and between the CITY OF
OWASSO, OKLAHOMA, hereinafter referred to as EMPLOYER and LOCAL NO.2789,
INTERNATIONAL ASSOCIATION OF FIRE FIGHTERS AFL/CIO/CLC, hereinafter referred
to as UNION, Employees, Members of the Bargaining Unit to achieve and maintain harmonious
relations between the parties hereto and to provide for the equitable and orderly adjustment of
grievances which may arise during the terms of this Agreement.
ARTICLE 2
RECOGNITION
The Employer recognizes the Union as the exclusive bargaining agent for all employees
of the Fire Department, except the Fire Chief, one designated Administrative Assistant, civilian
employees, and probationary employees.
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ARTICLE 3
MUTUAL RESPONSIBILITY TO AVOID DISCRIMINATION
Section 1. Nothing in this Agreement shall be interpreted as diminishing the obligation
of both parties to undertake affirmative action to insure that applicants or employees are treated
without regard to race, color, religion, sex, sexual orientation, gender identity, national origin,
status of Union membership, or political affiliations. Specifically, pursuant to Equal
Employment Opportunity Commission Guidelines, each party is obligated to take positive action
in affording equal employment, training and promotional opportunities to all members, as
required by Title VII of the Civil Rights Act of 1964, as amended. Additionally, nothing in this
Agreement shall be interpreted as diminishing the obligation of both parties to comply with the
provisions of the Fair Labor Standards Act, or any duly adopted Department of Labor
Regulations promulgated thereunder.
Section 2. In the event that any portion of this Agreement unintentionally conflicts with
the Employer's capability to be in compliance with said Acts, the EEOC Guidelines and
Department of Labor Regulations will be overriding to that portion of this agreement.
FAM [� P-DIE!
GENDER NEUTRALITY CLAUSE
"Gender". A word importing one gender only shall extend and be applied to all genders.
ARTICLE 5
AUTHORITY AND TERM
Section 1. The Employer and the Union have, by these present, reduced to writing
the collective bargaining Agreement resulting from negotiations entered into by the Employer
and the Union.
Section 2. This Agreement shall become effective on the first day of July, 242-3 2025
and shall remain in full force and effect until midnight, June 30, 2424 2026. The Effipleyer an
the Union agFee that on or- before Atne 30, 2024 eapeeh Shall fatify all w4ieles ef this agreement to
Section 3. Whenever wages, rates of pay, or any other matters requiring appropriation of
monies by the Employer are included as a matter of collective bargaining, it shall be the
obligation of the Union to serve written notice thereof one hundred twenty (120) days prior to
June 23rd of each year, the last day on which monies can be appropriated by the Employer to
cover the Agreement period which is the subject of the collective bargaining procedure.
Section 4. It shall be the obligation of the Employer and the Union to meet at a
reasonable time and confer in good faith with representatives of the Union and Employer ten
(10) days after receipt of written notice from the Union or Employer requesting a meeting for
purposes of collective bargaining.
Section 5. In the event the Union and the Employer are unable, within thirty (30) days
from and including the date of the first meeting to reach an agreement, any and all unresolved
arbitrable issues may be submitted to arbitration at the request of either party.
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ARTICLE 6
MANAGEMENT RIGHTS AND RESPONSIBILITIES
Section 1. The Union recognizes the prerogative of the Employer to operate and
manage its affairs in all respects and in accordance with its responsibilities, and the powers or
authority which the Employer has not officially abridged, delegated, granted or modified by this
Agreement are retained by the Employer, and all rights, powers and authority the Employer had
prior to the signing of this Agreement are retained by the Employer, and remain exclusively
without limitation within the rights of the Employer.
Section 2. Except as may be limited herein, the Employer retains the right in
accordance with the Constitution, the laws of the State of Oklahoma, and the Charter of the
municipality and the responsibilities and duties contained in the laws of the State of Oklahoma
and the ordinances and regulations promulgated thereunder:
A. To determine Fire Department policy, including the rights to manage the affairs of
the Fire Department in all respects, except as stated above;
B. To assign working hours, including overtime;
C. To direct the members of the Fire Department, including the right to hire,
terminate, suspend, discipline, promote or transfer any Firefighter;
D. To determine the table of organization of the Fire Department, including the right
to organize and reorganize the Fire Department and the determination of job
classifications and ranks based upon duties assigned;
E. To determine the safety, health and property protection measures for the Fire
Department;
F. To allocate and assign work to Fire Fighters within the Fire Department;
G. To be the sole judge of the qualifications of applicants and training of new
employees;
H. To schedule the operations and to determine the number and duration of hours of
assigned duty per week;
I. To establish and enforce Fire Department rules, regulations and orders;
J. To introduce new, improved or different methods and techniques of operation of
the Fire Department or change existing methods and techniques;
K. To determine the amount of supervision necessary;
L. To control the departmental budget; and
M. To take whatever actions may be necessary to carry out the mission of the employer
in situations of emergency.
2
ARTICLE 7
PREVAILING RIGHTS
Section 1. All rules, regulations, fiscal procedures, working conditions, departmental
practices and manner of conducting the operation and administration of the Owasso Fire
Department currently in effect for and with respect to the members of the Fire Department on the
effective date of this Agreement, which are not included in this Agreement, shall remain in full
force and effect, unchanged and unaffected in any manner, unless and except as modified or
changed by the specific terms of this Agreement.
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ARTICLE S
PROHIBITION OF STRIKES
Section 1. During the term of this Agreement, the Union agrees to a prohibition of
any job action; i.e., strikes, work slowdowns, mass absenteeism, or being a party to such
activities. The Union shall not be in breach of Agreement where the acts and actions enumerated
above are not caused or authorized by the Union.
Section 2. Upon notification confirmed in writing by the Employer to the Union that
certain of its members are engaged in a job action, the Union shall immediately, in writing, order
such member to cease the job action and return to work at once. The Union shall provide the
Employer with a copy of such an order. Additionally, a responsible officer of the Union shall
publicly order all employees participating in a job action to cease such action.
Section 3. Nothing contained in this Article shall be construed to limit, impair, or
affect the right of the Union or any other member of the bargaining unit to the expression or
communication of a view, grievance, complaint, opinion or any matter related to conditions or
compensation of employment or their betterment so long as the same does not interfere with the
full, faithful and proper performance of duties of employment.
ARTICLE 9
BARGAINING UNIT RIGHTS AND SECURITY
Section 1. Bulletin Boards. The Employer shall provide space in all fire stations for
Union bulletin boards. Materials posted on bulletin boards shall be limited to Union business,
notice of meetings, seminars, workshops, Iegislative reports, safety bulletins, etc. No materials
of a subversive or derogatory nature or political endorsements shall be posted.
Section 2. Time Off for Union Business. After written notice to Fire Chief or
Designated Administrative Assistant, Union representatives may be granted time off without loss
of pay to conduct bona fide Union business, provided however, that time off will not impede the
proper operations of the Fire Department and adequate manpower is available, as determined by
the Fire Chief or his designated Administrative Assistant.
E
ARTICLE 10
PERSONNEL FILES
Section 1. It is agreed that with all materials concerning investigation, complaints,
reprimands, counseling sessions for violations of any rules, regulations or policies, that might be
considered detrimental to the employee's position advancement or future with the Department,
that are to be placed in the employee's personnel file, that the Employer shall notify said
employee of such action and the employee shall be given the proper opportunity to appeal such
action before it becomes a part of his personnel file.
Section. 2. A firefighter shall be allowed to review his personnel file under
supervision at any reasonable time upon written request to the Fire Chief
Section 3. Recognizing that disciplinary actions provide a basis for training and
counseling and are not meant to perpetually penalize an employee, the following procedure is
hereby established:
Procedure
A. Employees may request that disciplinary actions be sealed according to the following
schedule:
1. Written reprimands and notice of oral reprimands with no recurrence after one (1)
year may be sealed.
2. Suspensions three (3) days or less than three (3) days, without recurrence, after
two (2) years.
3. Suspension more than three (3) days, without recurrence, after two (2) years.
4. DiscipIinary probation after two (2) years from the termination of such probation
if no other disciplinary action has occurred during that period.
B. Written Requests for sealing of disciplinary actions should be directed to the office of the
Fire Chief.
C. The Human Resources Department shall be notified in all cases where sealing of
disciplinary action is taken, and City Personnel file copies will be sealed or destroyed
accordingly.
D. The sealed action shall not be held to discriminate against the employee in any
subsequent disciplinary action, or in the event of impending promotion, merit step raise,
transfer, special requests, modification of duty, vacation selection, application for other
employment, or against any other action the employee may take for his personal
improvement or betterment.
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ARTICLE 10
PERSONNEL FILES
(Continued)
E. Once sealed, the file shall not be opened unless the employee request such unsealing;
however, the employee may review investigative reports pertaining to the actions; or at
the discretion of the Fire Chief who may deem it necessary to the employee's welfare
to do so; but, in any case, the employee is to be notified of the opening of the sealed file
and the reason therefore.
F. Upon request, all unfounded, exonerated, not sustained, and no finding complaints will be
immediately removed from the employee's personnel file. Such complaints shall be
sealed and accessed by the City Attorney for pending litigation or for review of similar
complaints which may occur within one (1) year of the original complaint. Such
unfounded, exonerated, not sustained, and no finding complaints will be destroyed after
five (5) years from date of occurrence.
Section 4. All letters of appreciation and/or commendation received by the
department regarding an employee(s) will be given to the appropriate employee(s) within five (5)
business days.
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ARTICLE 11
REGULAR AND SPECIAL MEETINGS
Section 1. The Union will be permitted to hold regular and special meetings on the
Employer's premises with the understanding that permission, time and location of such meetings
must be approved by the Fire Chief or his designated Administrative Assistant prior to said
meetings.
Section 2. It is understood that the Union and the Employer will cooperate in this
Agreement and excessive requests will not be made by the Union. Permission to hold meetings
shall not be unreasonably denied by the Employer so long as meetings do not impede or interfere
with the normal operations of the Fire Department.
12
WPM-CKWa
ORGANIZED MEAL PROGRAM
Section 1. Union members will be required to participate in an organized meal
program while on duty. However, if any employee is on a special diet, he/she will not be
required to participate for the time period he/she is on a special diet. The amount to be
contributed for meals will be determined by and contributed by the members of each duty station
on each shift. However, the amount shall not be less than Five Dollars ($5.00) per shift per
member. This article is not subject to the grievance procedures of this Agreement. Further it is
agreed that this section of the Agreement will be enforced solely by the bargaining unit.
13
SENIORITY
Section 1. Seniority shall mean the status attained by length of continuous service in
the Fire Department.
Section 2. Where two or more employees have the same employment date, seniority
shall be determined by a hiring list established subsequent to the completion of the hiring
process. When two or more employees will be given the same start date, the Union shall be
provided a copy of the established hiring list prior to the start date.
Section 3. Seniority will be a factor to be considered by the Fire Department in
determining the priority of each member to:
A. Time when compensatory, vacation and holiday time off is granted;
B. Shift assignment; and
C. Anytime overtime is required, whether scheduled or non-scheduled, the first
choice of replacement shall go to another employee meeting the following
criteria:
1. Has the same duty qualifications;
2. Among those with the same duty qualifications, has the most seniority; and
3. Provides compliance with minimum manning criteria of the department.
Section 4. Seniority shall be lost upon the occurrence of any of the following:
A. Discharge, if not reversed;
B. Resignation;
C. Unexcused failure to return to work upon the expiration of a formal leave of
absence provided no reasonable excuse is found; and
D. Retirement.
Section 5. Promotion shall be subject to evaluation and examination of job
performance and ability. Seniority will be considered, but will not be the determining factor.
Any bargaining unit member serving in an acting capacity for six (6) or more consecutive
months may be promoted to the vacant position without being subject to a testing procedure, as
long as that employee meets the minimum qualifications for the position. Should a member of
the bargaining unit serve in an acting capacity for six (6) or more consecutive months and not
meet the minimum qualifications, due to budgetary constraints and/or training availability only,
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ARTICLE 13
SENIORITY
(Continued)
such member may be promoted to the vacant position without being subject to a testing
procedure; provided, the member of the bargaining unit satisfies the minimum requirements for
the position within twelve calendar months from the date of appointment. Otherwise the
member shall be demoted to the previous position occupied by the member.
Section 6. Employees demoted as a result of administrative decisions and not based
on discipline, shall be given first consideration should the position reopen and such position
offered, providing however, no unusual discipline problems have occurred between the demotion
and subsequent position opening.
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ARTICLE 14
HOURS AND TIME EXCHANGE
Section 1. There is hereby established a series of fourteen -day work periods. Shift
schedule shall be on duty twenty-four (24) hours and off duty forty-eight (48) hours.
Section 2. Time of shift change will be 98-00 0700 hours. Shift Commander shift
change will be at 0700 hours.
Section 3. Employees may have the privilege to exchange duty time, subsequent to
approval by the Battalion Chief or Acting Shift Commander. The replacement employee must
be of at least equal duty qualification of the employee being excused from duty.
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ARTICLE 15
PERSONNEL REDUCTION
Section 1. The Employer shall provide the Union with written notice of an
anticipated reduction in the number of employees within the bargaining unit at least sixty
(60) days prior to the effective date of the layoff: This notice shall be sent by certified mail
and shall include the number of positions to be eliminated, along with the name and rank
of each affected employee.
Upon issuance of the notice the Employer shall furnish documentation
demonstrating the financial hardship necessitating the la offs . The Union shall be
afforded a reasonable period of no less than,thirty 30 days from the date of notice to meet
and confer with the Employergarding the proposed action. The Employer shall review
and respond to any proposals submitted by the Union related to the layoff(s).
In the case of personnel reduction, the Employee with the least seniority shall be laid off
first. In determining seniority for the purpose of personnel reduction, only time as a full-time
paid Employee in the Owasso Fire Department shall be counted.
Section. 2. No new employee shall be hired until all employees laid -off during the past
24-month period have been notified of any position vacancy within the Fire Department. Such
notification will take place via registered mail Return Receipt Requested. Correspondence shall
be sent to the Iast known address of the employee who requires notification.
It will then be the duty of the employee to notify Human Resources of his intention to
pursue the available position. Such response shall be received within 30 days of receipt of
registered mail notification. The employee's failure to respond within the 30-day period shall be
considered an acknowledgment that the employee does not intend to reinstate his employment
with the Owasso Fire Department.
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STAFFING
Section 1. The purpose of this Article is to provide a consistent practice of staffing
the fire stations and fire apparatus each shift day, during both emergent and non -emergent
operations, providing the necessary staffing measures to ensure safety.
A. Each fire station will be staffed with no less than three (3) personnel each day.
B. The Battalion Chief or Acting Shift Commander shall not count towards the
staffing minimum ofth fee (3) per- station of any station.
C. The Battalion Chief or Acting Shift Commander shall not be dedicated to any fire
suppression, rescue apparatus, or die ambulance.
D. Staffing of each station shall consist of, but not be limited to a Captain or Acting
Company Officer, Lieutenant or Acting Lieutenant and a Firefighter.
E. Staffing on ambulances, tankers, and wildland vehicles will
be no less than two (2) personnel. This shall .,e,.�ai to all fi -. rAb,,lance l
tf 6ueks, tanke -s, " ldlasrnd vehheles, rl Disaster- �� (DRU\
p" o c-�vxc-�r
New F. Staffinu on fire engines. ladder trucks. and Disaster Response Unit (DRU)
will be no less than three (3) personnel.
F New G. The only exception to Section 1-E of this Article is routine travel to the City
Garage, or returning to a fire station following an emergency incident response, or station to
station travel. All apparatus with one employee are considered out of service for an emergency
response.
Q-New H. Staffing on snowplow will be no less than two (2) personnel when responding
as an emergency response vehicle; including when responding in support of another emergency
response vehicle during emergency operations. The two (2) personnel minimum shall not apply
when the snowplow is being used during non -emergency operations, including (but not limited
to) the moving/removing of snow from facilities and roadways, and routine travel to the City
Garage, returning to a fire station following an emergency incident response, or station to station
travel.
H-. New I. This Article does not pertain to administrative or command vehicles.
Section 2. The Union shall be notified of any opening of a job position within the
Owasso Fire Department, and when and where advertisement of said position is being
advertised, according to Equal Employment Opportunity (EEOC) regulations.
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ARTICLE 17
SAFETY AND HEALTH COMMITTEE
Section 1. The Employer and the Union agree to cooperate to the fullest extent in the
promotion of safety and health, on the Employer's premises and while carrying out the mission
of the Employer and the duties of the employees.
For this purpose, it is agreed to establish a Safety and Health Committee to consist of two
(2) members and one (1) chairperson appointed by the Union.
Section 2. The Safety and Health Committee will have the authority to conduct on -
site inspections of equipment, buildings, and other related areas to the occupational environment
of the Bargaining Unit. They shall also have the latitude to make studies of safety equipment
and practices and to conduct investigations into health hazards that may be appropriate to protect
the Employer's interest as it may relate to Worker's Compensation or other liability inherent to
occupational diseases and injury and to protect the employees' right to a safe employment
environment. Members of the Committee may be excused from duty for the work of the
Committee, subject to the prior approval of the Fire Chief
Section 3. The Union and the Employer agree to make every effort to correct safety
hazards or unsafe working conditions identified by the Safety Committee. It is understood that
recommendations of the Committee are not subject to the Grievance Procedure for the
Agreement.
Section 4. The Safety and Health Committee recommendations to correct safety
hazards and/or unsafe working conditions shall be discussed by the Chairperson of the
Committee, with the Chief or his designated representative. The answer shall be orally
submitted by the Chief or his designated Administrative Assistant within five (5) business days
to the Committee.
A. If the hazard or condition is not corrected by the provision of Section 4, it shall be
submitted in writing to the Chief or his designated Administrative Assistant.
B. The Fire Chief shall submit his answer in writing to the Safety and Health
Committee within five (5) business days. If the hazard or condition has not
been corrected within that time, it then shall be sent to the City Manager for
adjustment.
C. The City Manager shall submit his answer in writing to the Fire Chief and the
Committee in five (5) business days.
Section 5. All "First Notice of Injury" and accident reports will be forwarded by the worker's
compensation coordinator to the Union Secretary within 72 hours of the incident.
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GRIEVANCE PROCEDURES
Section 1. The Union or any employee covered under this Agreement may file a
grievance within ten (10) business days of the alleged occurrence, as hereinafter defined, and
shall be afforded the full protection of this Agreement.
Section 2. Union President, Vice -President, and Union Grievance Committee, as
used hereinafter, shall be understood to mean those persons whose names have been previously
identified, in writing, to the Fire Chief or his designated Administrative Assistant. It is
understood and agreed that the names of such person or persons shall be submitted to the Fire
Chief, or his designated Administrative Assistant, within fifteen (15) working days after such
person or persons are elected and/or appointed.
Section 3. Except for documented verbal counseling or written reprimands, as
defined in Section 5, of this article, any controversy between the Employer and the Union or any
employee concerning the interpretation, enforcement or application of any provision of this
Agreement, concerning any of the terms or conditions of employment contained in this
Agreement, shall be adjusted in the following manner:
A. The grievance shall be discussed by the employee with the Chief or his designated
Administrative Assistant. Said employee and one of the following; Union President,
Vice -President or Grievance Committee Chairman, shall be present at said discussion.
The answer shall be submitted in writing by the Chief or his designated
Administrative Assistant, within five (5) business days to the employee(s) involved
and to the Union President.
B. If the grievance is not settled by the provision of Section 3A, it shall be submitted in
writing to the Union Grievance Committee. Within ten (10) business days from the
written answer rendered by the Chief, or his designated Administrative Assistant, the
Union Grievance Committee shall determine, in their sole discretion and judgment,
whether or not a grievance exists within the terms and conditions of this Agreement.
1. If the Union Grievance Committee finds a grievance does exist, the
Committee shall submit, in writing, the grievance to the Fire Chief for
adjustment, within ten (10) business days of the Chiefs written answer.
2. If the Union Grievance Committee finds a grievance does not exist, no further
proceedings shall be necessary.
20
ARTICLE 18
GRIEVANCE PROCEDURES
(Continued)
i%
C. The Fire Chief shall submit his answer in writing to the employee involved and to the
Union Grievance Committee within ten (10) business days. If the grievance has not
been settled within that time, it then shall, within ten (10) business days, be sent to the
City Manager for adjustment.
D. The City Manager shall submit his answer in writing to the Fire Chief, the employee
involved, and the Union Grievance Committee within ten (10) business days. If the
City Manager and the Union Grievance Committee have not settled the grievance
within that time, it may be submitted to arbitration. Grievances submitted to
arbitration for adjustment shall proceed as follows:
1. Within twenty (20) calendar days parties shall jointly request a panel of
arbitrators from the Federal Mediation and Conciliation Service.
a. The Employer and/or the Union shall have the option to utilize a board
of three (3) arbitrators in Iieu of one (1) arbitrator. The requesting
party shall be responsible for the increase in cost associated with a
three (3) arbitrator panel.
i. The parties shall jointly request a panel of fifteen (15) for a
board of three (3) arbitrators.
ii. The parties shall jointly request a panel of nine (9) arbitrators
for one (1) panel arbitrator.
b. Arbitrators must have NAA affiliation (National Academy of
Arbitrators).
c. The Employer and the Union each may exercise the option to request a
new panel once per arbitration selection process.
2. Within ten (10) business days from the receipt of said panel, a representative
of the Union and the City shall meet and alternately strike names until one (1)
or three (3) arbitrator(s) remains who shall be selected as the impartial
arbitrator. The party requesting arbitration shall strike the first name.
3. Upon notification to the Federal Mediation and Conciliation Service of the
selection of the arbitrator(s), and the arbitrator(s) is/are contacted, the date for
the Arbitration Hearing shall be set within ten (10) business days from the
date the arbitrator is notified of his selection.
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ARTICLE 1S
GRIEVANCE PROCEDURES
(Continued)
4. Within twenty (20) business days after the conclusion of the hearing, the
arbitrator(s) shall issue a written opinion, or panel of arbitrators shall be
requested to issue a majority consensus opinion, containing findings and
recommendations with respect to the issues presented. A copy of the opinion
shall be mailed or delivered to the Union and the Employer.
5. With respect to the interpretation, enforcement or application of the provisions
of this Agreement, the decision, findings and recommendations of the
arbitrator shall be final and binding on the parties to this Agreement.
6. The arbitrator(s)' authority shall be limited to the interpretation and
application of the terms of this Agreement and/or any supplement thereof.
The arbitrator(s) shall have no jurisdiction to establish provisions of a new
agreement or variation of a new agreement or variation of the present
Agreement or to arbitrate away, in whole or in part, any provisions or
amendments thereof. This shall not preclude individual wage grievances.
7. The cost of the impartial arbitrator shall be shared equally between the Union
and the Employer. If a transcript of the proceedings is requested, then the
party so requesting shall pay for it.
Section 4. All time limits set forth in this Article may be extended by mutual
consent, but if not so extended, they must be strictly observed. If a party fails to pursue any
grievance within the time limits provided, he shall have no further right to continue the
grievance.
Section S. Any controversy between the Employer and the Union or any employee
concerning the interpretation, enforcement or application of any provisions of this Agreement,
that resulted in a documented verbal counseling or a written reprimand shall be adjusted in the
following manner:
A. The grievance shall be discussed by the employee with the Chief or his designated
Administrative Assistant. Said employee and one of the following: Union President,
Vice -President or Grievance Committee Chairman, shall be present at said discussion.
The answer shall be submitted in writing by the Chief or his designated Administrative
Assistant, within five (5) business days to the employee(s) involved and to the Union
President.
22
ARTICLE 1S
GRIEVANCE PROCEDURES
(Continued)
B. If the grievance is not settled by the provisions of Section 5A, it shall be submitted in
writing to the Union Grievance Committee. Within ten (10) business days from the
written answer rendered by the Chief, or his designated Administrative Assistant, the
Union Grievance Committee shall determine, in their sole discretion and judgement,
whether or not a grievance exists within the terms and conditions of this Agreement.
1. If the Union Grievance committee finds a grievance does exist, the Committee
shall submit, in writing, the grievance to the Fire Chief for adjustment, within
ten (10) business days of the Chiefs written answer.
2. If the Union Grievance Committee finds a grievance does not exist, no further
proceedings shall be necessary.
C. The Fire Chief shall submit his answer in writing to the employee involved and to the
Union Grievance Committee within ten (10) business days. If the grievance has not been
settled within that time, it then shall, within ten (10) business days, be sent to the City
Manager for adjustment.
D. The City Manager shall submit his answer in writing to the Fire Chief, the employee
involved, and the Union Grievance Committee within ten (10) business days. If the City
Manager and the Union Grievance Committee have not settled the grievance within that
time, it may be submitted to arbitration. Grievances submitted to arbitration for
adjustment shall proceed as follows:
1. The parties shall jointly request a panel of nine (9) arbitrators from the Federal
Mediation and Conciliation Service within ten (10) business days.
a. Arbitrators must have NAA affiliation (National Academy of
Arbitrators).
2. Within ten (10) business days from the receipt of said panel, a representative
of the Union and the City shall meet and alternately strike names until one (1)
arbitrator remains who shall be selected as the impartial arbitrator. The party
requesting the arbitration shall strike the first name.
3. Following the selection of the impartial arbitrator both parties shall submit
cases in writing to the arbitrator and the other party by an agreed upon date. If
parties cannot agree the arbitrator shall set the date.
4. The arbitrator shall be requested to issue a written opinion containing findings
and recommendations with respect to the issues presented, within sixty (60)
calendar days after submission of the case. A copy of the opinion shall be
23
ARTICLE 18
GRIEVANCE PROCEDURES
(Continued)
mailed or delivered to the Union and the City.
5. With respect to the interpretation, enforcement, or application of the
provisions of the Agreement, the decision, finding, and recommendations of
the arbitrator shall be final and binding on the parties of this Agreement.
6. The arbitrator's authority shall be limited to the interpretation and application
of the terms of this Agreement and/or any supplement thereof. The arbitrator
shall have no jurisdiction to establish provisions of a new Agreement or
variations of the present Agreement or to arbitrate away, in whole or in part,
any provision or amendments thereof.
7. The cost of the impartial arbitrator shall be shared equally between the Union
and the Employer.
Section 6. It is specifically and expressly understood that fling a grievance under
this Article which has as its last step final and binding arbitration, constitutes an election of
remedies and a waiver of any and all rights by both parties, the Union or other representatives of
the party, to litigate or otherwise contest the last answer rendered through the Grievance
Procedure, in any court of other appeal forum.
24
DUES CHECK -OFF
Section 1. The Employer agrees to deduct regular semi-monthly Union dues, Station
Fund dues and regular semi-monthly FIREPAC contributions from earned wages of those
employees who are in the bargaining unit. The deductions shall be made from each semi-
monthly paycheck in an amount certified to be correct by the Secretary -Treasurer of the Local
Union. All members of the Bargaining Unit desiring payroll deduction of Union dues and/or
FIREPAC contributions shall individually sign an authorization card provided by the Union and
approved by the Employer, authorizing the stated semi-monthly dues deduction and/or FIREPAC
contributions to be made. Except for employees hired within the contract year, authorizations for
FIREPAC contributions and Station Fund dues must be provided to the Employer within thirty
days of the effective date of the contract to be effective for the contract year. Payroll deductions
shall be revocable by the employee notifying the Employer in writing. The Union shall be
notified of any revocation.
Section 2. The Employer will deduct only Union dues, FIREPAC contributions and
Station Fund dues from the employee's paycheck and will not deduct initiation fees, special
assessments, fines or any other deductions. In the event of an increase or decrease in Union
dues, the Union will give the Employer thirty (30) days notice in order to allow the Employer to
make the proper changes in its accounting records. No deductions will be made when the salary
to be paid an employee is not sufficient to cover the amount deducted.
Section 3. On the same day as payroll is issued, a deposit for the total deductions
shall be made into the financial institutions selected by the Union. It shall be the responsibility
of the Union to provide the Employer with deposit slips. The deposit receipt shall be sent to the
Union Secretary along with a detailed report showing individual employee's name and deduction
amount at the time of deposit.
Section 4. All deductions will be for the month in which they are taken. All
deductions refundable at the time of termination or resignation will be refunded by the Union.
The Employer shall not be responsible for errors. In the case of any error or improper deduction
being made by the Employer, a proper adjustment of the same shall be made by the Union with
the employee affected.
Section S. The Union shall indemnify, defend and hold the Employer harmless
against any claims made and against any suits instituted against the Employer on account of
payroll deduction of Union dues or deposit of Union dues.
Section 6. This service will be provided at no expense to the Union or its members.
25
ARTICLE 20
COMPENSATION
Section 1. For the purpose of this Labor Agreement, each employee of the bargaining
unit shall receive compensation based on the range and step plan located in Appendix A, "Pay
Plan A" on July 1, 2423 2025 according to the employee's range and step as of June 30, 2423
2025 (with adjustments in steps on anniversary dates.) Eneem e114'� '�z4 eaeh empleyee_04F
the bafgaining unit shall r-eeeive eempensatio-P. based en "Pay Plan B" arseer-ding to
en '^yee's range -and step-as-ofjune 30� (with adjustments in steps on anniversary dates.)
A firefighter's active EMT license shall determine the firefighter's pay range. A
firefighter without an active EMT license shall be paid as a Firefighter/Basic in Step 1. An
inactive EMT license for a member of the bargaining unit with a rank of Lieutenant, Captain or
Chief shall result in being reduced to Step 1 of the member's current range. In the case of
extenuating circumstances, outside the member's control, that result in a delay in EMT license
renewal, the Chief may authorize a member's continued pay at their current range and step for up
to six months, until licensing issues are resolved.
The rates contained in the Appendix A range and step plan does not include
compensation which may be added to the base rate as provided in Article 20, Section 5; Article
20, Section 6; and Article 31.
Section 2. Employees working an eighty (80) hour pay period shall have their pay
calculated by the following formula: base (rate from range and step plan PLUS added pay as
provided in Article 20, Section 5; Article 20, Section 6; and Article 31) multiplied by 3054, then
divided by 2080.
Section 3. New employees shall be compensated at the Entry Level/Probationary rate
in Appendix A according to the employee's level of EMT certification, except when the new
employee is currently employed with another municipal Fire Department and possesses an
International Fire Service Accreditation Congress Firefighter I certificate and has previous
Advanced Life Support experience. A Firefighter/Medic meeting this criteria may be eligible for
lateral entry. The Fire Chief shall conduct a review of the individual's qualifications and
experience and determine the appropriate entry-level rate within the range corresponding with
the employee's level of EMT certification. New hires shall not be brought in higher than Step 5.
New hire placement at a step other than entry level will not affect seniority or seniority -based
considerations. Upon successful completion of the twelve-month probation period, the employee
shall advance to the next step in the Step Plan in Appendix A.
26
ARTICLE 20
COMPENSATION
(Continued)
Section 4. Upon promotion employees skull receive a promotional increase to the
corresponding range and step that represents at least an increase of 5% for each increase in rank,
unless such step is not available. In cases of an employee obtaining a Paramedic license, the
employee will advance to the same pay step in the Paramedic range of the Pay Plan, according to
Appendix A.
Section 5. In addition to their base compensation, Employees who are awarded a
degree from an accredited college or university are eligible for Education Incentive pay.
Employees holding multiple degrees shall receive the compensation identified for the
highest single degree for which the employee qualifies. Education Incentive pay is added to, and
included in the employee's base rate of pay.
Degree in field of Fire Protection
Degree not in the field of Fire
Technology, Nursing or EMS
Protection Technology, Nursing, or
EMS
Associates Degree
thirty-nine cents per hour ($0.39)
twenty cents per hour ($0.20)
Bachelor's Degree
fifty-nine cents per hour ($0.59)
thirty-nine cents per hour ($0.39)
Master's Degree
sixty-nine cents per hour ($0.69)
forty-nine cents per hour
A transcript must accompany each request for initial payment and each request for increasing
that payment.
Employees of the bargaining unit assigned the additional duty of Fleet Manager, shall
have the herein designated compensation added to and included in their base rate of pay.
Assigned additional duties may require assessment center testing to determine qualifications
prior to the actual assignment by the Fire Chief.
Fleet Manager — Eighty-three cents per hour ($0.$3/hr)
Bargaining unit members, at or above the rank/grade of Captain, who obtain IFSAC, Proboard or
other Instructor II certification, shall receive thirty-nine cents ($0.39) added to and included in
such members' base hourly rate. In order to be eligible for the thirty-nine cents ($0.39)
certification programs must be approved in advance by the Fire Chief.
Bargaining unit members who obtain and maintain Hazardous Materials Technician
certification, shall receive twenty-nine cents ($0.29) added to and included in such members base
rate of pay. In order to be eligible for the twenty -rune cents ($0.29) the certification program
must be approved in advance by the Fire Chief.
27
ARTICLE 20
COMPENSATION
(Continued)
Bargaining unit members who obtain and maintain Car Seat Installation certification,
shall receive fifteen cents ($0.15) added to and included in such members base rate of pay. In
order to be eligible for the fifteen cents ($0.15) the certification program must be approved in
advance by the Fire Chief.
Section 7. In addition to the employee's regular rate of pay, an employee engaged in
fire protection activities shall receive an overtime premium of one and one-half (1 1/2) of his
regular hourly rate or, at employee's election subject to the limitations hereinafter set forth, one
and one-half (1 1/2) hour of compensatory time for each compensable hour of work in excess of
one hundred six (106) hours in the stated fourteen (14) day work period.
Section S. Accumulation of compensatory time shall be limited in accordance with
the Personnel Policy and Procedure Manual of the City of Owasso, Oklahoma. As pertains to
compensatory time, it is agreed that the employee shall have the right to select when to take such
compensatory time off; provided, the taking of such time off will not adversely impact upon
departmental operations, as determined by the Fire Chief or his designated Administrative
Assistant.
Section 9. The term "compensable hours of work" shall be defined as set forth in
Section 553.14 of the Department of Labor Regulations covering employees of public agencies.
It is specifically understood that any leave taken by the employee during the aforestated
fourteen (14) day work period shall, whether compensated or not, reduce said employee's hourly
accumulation for purposes of determining overtime in accordance with the Fair Labor Standards
Act. Provided however, for computation of employee work hours all compensable leave except
sick leave shall be considered as hours actually worked.
28
ARTICLE 21
OVERTIME
Section 1. As a condition of employment, employees may be required to work
overtime because of increased workload, sickness, and absences of other employees or
emergencies. All leave except sick leave shall be considered as actual hours worked for the
purpose of overtime compensation. For the purpose of computation of overtime compensation,
the employee's regular rate of pay shall be deemed to be that as defined by the Department of
Labor Fair Labor Standards Act.
M.91iii!L��.1l
.nos% �%MnmftmM- 2r.�rrrsr��.f�
Section 2. Overtime and Callback System Development — For all instances of
scheduled overtime, unscheduled overtime, and mandatory callbacks, the Collective
Bargaining Unit, the Employer, and the Fire Chief shall collaborate on a fair and effective
system. The proposed system will be submitted to the City Manager for review and final
approval.
Section 4-3. Emergency Overtime — Overtime needed to combat a catastrophic
emergency situation, such defined herein as being any unexpected disastrous occurrence
requiring response by the Owasso Fire Department in excess of the manpower existing on the
normal duty shift to protect lives and property. This overtime will be approved on a first come
basis by order of arrival and will not be susceptible to seniority, but will be deemed as
unscheduled overtime.
Section 5 4. Specialty Overtime — Overtime needed that may require specialized team
training or by division may be awarded by the Fire Chief or his/her designee.
Section § 5. Administrative Overtime — Overtime needed to develop, initiate, and
29
Section 2. Overtime and Callback System Development — For all instances of
scheduled overtime, unscheduled overtime, and mandatory callbacks, the Collective
Bargaining Unit, the Employer, and the Fire Chief shall collaborate on a fair and effective
system. The proposed system will be submitted to the City Manager for review and final
approval.
Section 4-3. Emergency Overtime — Overtime needed to combat a catastrophic
emergency situation, such defined herein as being any unexpected disastrous occurrence
requiring response by the Owasso Fire Department in excess of the manpower existing on the
normal duty shift to protect lives and property. This overtime will be approved on a first come
basis by order of arrival and will not be susceptible to seniority, but will be deemed as
unscheduled overtime.
Section 5 4. Specialty Overtime — Overtime needed that may require specialized team
training or by division may be awarded by the Fire Chief or his/her designee.
Section § 5. Administrative Overtime — Overtime needed to develop, initiate, and
29
complete non -emergency departmental projects and committees. All bargaining unit members
will be notified via e-mail and page of administrative project opportunities. Interested
ARTICLE 21
OVERTIME
(Continued)
individuals must respond to the Fire Chief or his/her designee within the designated time period.
Project/committee participation is determined solely by the Chief from those who responded.
(Examples of Administrative Overtime include but are not limited to: Uniform Committee,
Apparatus Committee, EMS Advisory Committee, and Honor Guard).
Section 7 6. Employees who are on approved holiday, vacation or personal leave shall
not be eligible for mandatory overtime, unless said employee is available.
Section S 7. Any employee required by the Employer to attend any school, workshop,
or seminar, shall be paid at his hourly current rate of pay for any hours of days that he would
normally be off duty. Pay for normal off duty time will include travel time, attendance time in
the course of the instruction, and return home. Overtime will be paid when overtime
requirements have been met.
Section 9 S. Employees who work a forty (40) hour work week shall not be eligible for
shift overtime unless no one else has voluntarily requested the overtime.
30
ARTICLE 22
VACATIONS AND HOLIDAYS
Section 1. New employees shall accrue 5.54 hours per pay period as holiday
compensation. After completing one year of employment with the department, new employees
shall be granted 120 hours of vacation leave. At that time the employee will begin accruing
leave each bi-weekly pay period (pp) according to the following schedule:
Years of
Holiday
Vacation
Employment
Yearly
Yearly
Method of
Maximum
Total
Total
Total
Accumulation
Limit*
0-1 yr
144
0
5.54 hrs/pp
264 hrs.
1-4 yrs
144
120
10.16 hrs/pp
384 hrs.
5-9 yrs
144
144
11.08 lu•s/pp
408 hrs.
10-14 yrs
144
192
12.93 hrs/pp
456 hrs.
15-19 yrs
144
216
13.85 hrs/pp
480 hrs.
20- 24 yrs
144
240
14.77 hrs/pp
504 hrs.
25+ yrs
144
264
15.70 hrs/pp
528 hrs.
Section 2. Vacation and holiday usage shall be limited to no less than three (3)
hour(s), the only exception shall be if less than three (3) hours of a shift is remaining. If a
vacation request is denied for an employee who is at his vacation accrual maximum, the excess
accumulation will be allowed for a defined period as determined on a case -by -case basis.
Section 3. Employees in the bargaining unit who work an eighty (80) hour pay period
shall accrue vacation and holidays in accordance with the schedule found in the Personnel
Manual. Employees over the Personnel Manual's maximum vacation accrual at the time of
transfer will be allowed to carry forward their current accrued vacation for future use.
Employees in the bargaining unit who work an eighty (80) hour pay period must take vacation
and holidays in not less than (1/2) hour increments.
Section 4. Employees in the bargaining unit who work an eighty (80) hour pay
period, shall be eligible for holiday pay at 1 %x times the members regular hourly rate when
required to work a scheduled holiday. Such members shall also receive an alternate day off.
Section 5. Employees in the bargaining unit may donate vacation leave to another
employee in the bargaining unit by notifying Human Resources in writing, to include the
recipient of the donation and the number of hours.
31
ARTICLE 23
SICK LEAVE
Section 1. Employees within the bargaining unit shall earn sick leave in the amount
of 216 hours annually. The method of accrual shall be in increments of 8.31 hours per pay
period. No employee of the bargaining unit shall accumulate in excess of 1440 hours of sick
leave time.
Section 2. Sick leave usage shall be limited to no less than three (3) hours, the only
exception shall be if less than three (3) hours of a shift is remaining. Employees will have the
option to utilize up to an additional seven (7) hours of sick leave during any one hundred twenty
(120) hour pay period when scheduled overtime pay would be lost due to sick leave used.
Employees in the bargaining unit who work an eighty (80) hour pay period must take sick in not
less than one (1) hour increments.
Section 3. Fifteen percent (15%) of accrued sick leave shall be paid to an employee
upon service retirement or disability retirement. An employee may instead convert fifteen
percent (15%) of their accrued sick leave to terminal leave. In order to be eligible for this benefit
the employee must provide the City sufficient notice of pending retirement and election option.
Said notice to be not less than ninety (90) days prior to expected date of retirement. Such pay
will be calculated at the employee's rate of pay at the time of disbursement. Upon death, fifty -
percent (50%) shall be paid to the beneficiary of the City provided group life insurance, unless
designated otherwise in writing. In the event that an employee is killed in the line of duty, one -
hundred percent of the employee's sick leave balance shall be paid to the beneficiary of the City
provided group life insurance, unless designated otherwise in writing.
Section 4. Fire Department shift employees will be granted two shifts off for
funeral leave per occurrence. Employees on a forty (40) hour work week will be granted up to
twenty-four (24) hours off for funeral leave per occurrence. Such leave shall be allowed for an
employee to attend the funeral of an immediate family member, defined as: spouse, children
(including stepchildren), parents (including stepparents), grandparents, grandchild, brother or
sister (including step brother or step sister). Funeral leave may also be used by an employee to
attend the funeral of his/her spouse's immediate family members as defined above. Such leave
must be approved by the Fire Chief and is not charged against any leave accumulation. Funeral
leave can be taken in half hour increments. An employee may request to use vacation or sick
leave to attend other funerals.
32
ARTICLE 23
SICK LEAVE
(Continued)
Section 5. After an Employee has accrued 1440 hours of sick leave, he/she shall be
eligible to participate in the following sick leave incentive program.
If during the fiscal year an employee covered by this agreement uses:
0 shifts of sick leave - such employee shall receive 35% of that employee's monthly base pay.
1 shift of sick leave - such employee shall receive 27% of that employee's monthly base pay.
2 shifts of sick leave - such employee shall receive 20% of that employee's monthly base pay.
3 shifts of sick leave - such employee shall receive 14% of that employee's monthly base pay.
Any Employee covered by this agreement who uses more than three (3) shifts of sick leave
during the fiscal year shall not be eligible for this incentive program. Payment for those
employees eligible will occur as a lump sum in the first pay period following June 30th of each
year.
Section 6. Any employee who meets the Sick Leave Incentive criteria established in
Section 5 on his/her last day of employment shall be paid a prorated sick incentive based on the
percentage of the contract year worked.
Section 7. Employees in the bargaining unit who work an eighty (80) hour pay
period shall be eligible to participate in the sick incentive program outlined in Section 6, as
stated above, after accruing 1000 hours of sick leave. One shift shall be equivalent to eight hours
for employees covered by this Section 7.
Section 8. Employees within the bargaining unit shall be eligible for incentive pay
through only one sick leave incentive plan. Should a member elect and enroll in the Sick Leave
Grant/Incentive Plan offered to all employees of the City such member waives his/her right to
the Sick Incentive pay herein described in, Section 6 and 7. A member may elect to participate
exclusively in the Sick Leave Grant segment of the plan available to all employees and still be
eligible for the Sick Leave Incentive herein described in Section 6 and 7.
Section 9. Employees in the bargaining unit who work an eighty (80) hour pay period
shall accrue sick leave in accordance with the schedule found in the Personnel Manual.
33
ARTICLE 24
COURT AND JURY LEAVE
Section 1. Employees who are required to serve as court witnesses or jurors shall be
granted time off, subject to the following rules:
A. An employee subpoenaed to testify in a court action not arising out of the
performance of his duty, involving the federal, state, or municipal government,
shall not receive his regular salary, but may use annual leave or be granted a leave
of absence without pay for the length of such service.
B. An employee serving such duty shall present to his supervisor the original
summons or subpoena from the court and, at the conclusion of the duty, a signed
statement from the clerk of the court showing the actual dates of attendance at
court.
C. An employee serving on jury duty or subpoenaed to testify in a court action
arising out of the performance of his duty, involving the federal, state, or
municipal government, shall be paid his normal rate of pay for that period or the
amount paid by the court, whichever is greater. For the purpose of this article, the
normal rate of pay shall include "scheduled overtime" pay.
34
ARTICLE 25
UNIFORMS
Section I. The Employer shall purchase and replace Employer designated uniforms
when, in the opinion of the Fire Chief, such uniforms have fallen below the acceptable level of
appearance.
Section 2. It is understood that the Employer will provide to each newly hired
Employee the following: one (1) short sleeve Class B shirt; one (1) long sleeve Class B shirt;
four (4) pair Class C uniform pants; ten (10) short sleeve Class C shirts; two (2) long sleeve
Class C shirts; two (2) pair Class D shorts; one (1) pair Class D sweatpants; two (2) hooded
sweatshirts; one (1) winter coat; one (1) tie; one (1) belt; one (1) pair work boots or shoes; one
(1) stocking cap; one (1) ball cap; one (1) gear bag; two (2) nameplates.
Section 3. All safety equipment, such as helmets, flashlight, bunk out coats, pants,
boots, safety gloves, Nomex hood will be furnished by the Employer, in accordance with the
rotation plan developed by the Safety and Health Committee, submitted to the Chief by July 1
and approved by the Chief.
Section 4. Employer shall repair or replace or reimburse employee at Employer's
expense, the current market value, the employee's personal property, clothing and/or equipment
which a firefighter or medic might be reasonably expected to have on duty or use while
performing his duties, which is lost, destroyed or damaged beyond the capability of maintaining
a professional appearance or usefulness for his duties. Either the repair, replacement or
reimbursement of such items will be at the Employer's discretion. Any damaged property
replaced by the Employer shall become the property of the Employer. Further, the Employer, as
well as the employee, will cooperate in any investigation regarding said loss or destruction. All
requests relating to the repair, replacement or reimbursement of personal property shall be made
to the Fire Chief, such requests shall be reviewed by a Peer Board Committee. The Peer Board
Committee shall be comprised of the entire membership of the Safety and Health Committee
appointed for a term equal to that of their service on the Safety and Health Committee. No
action can be taken until such committee shall first consider the request and then recommend
action to the Fire Chief. The maximum expense the Employer shall have by virtue of this Article
shall be limited to One Thousand Dollars ($1000.00) per bargaining unit member per year. No
personal property items will be replaced that are lost, destroyed or damaged while performing
routine functions, at the fire station.
Section 5. All firefighters will receive protective clothing, as per standard operating
procedure of the department.
35
ARTICLE 25
(Continued)
Section 6. Each contract year the City shall provide each member four hundred fifty
dollars ($450.00) worth of approved department duty clothing. Members with less than one (1)
year of employment as of July 1" shall receive forty dollars ($40.00) worth of approved
department duty clothing for each month of employment, not to exceed four hundred fifty dollars
($450.00). The Fire Chief prior to the budget year shall designate the type of clothing eligible
under this Article. Any items purchased in excess of the allocated amount will be the
responsibility of the member. The Fire Chief will submit a purchasing list to each member,
award appropriate contracts to vendors, and place necessary orders. Members must finalize
orders within 60 days of the start of each fiscal year. The City will make every effort to place
orders within 90 days of the start of each fiscal year. Any funds remaining following the initial
order at the beginning of the fiscal year, may be carried over to a second ordering period, which
will occur between January I" and January 31".
There will at no time be any money given to the member by the vendor for any reason
pertaining to the clothing purchased with the allocated account.
The following items are approved for purchase from the uniform fund: Nomex or 100%
cotton shirts (long and short sleeve), uniform pants, lightweight jacket, winter coat, duty
shoes/boots, uniform belts, sweatpants, sweatshirt, workout shorts, t-shirts (long and short
sleeve), ball caps, and collar brass and nameplate. Additional items may be added to this list by
the Fire Chief. The uniform fund may also be used for alterations of approved uniforms, as
arranged by the Fire Chief.
Section 7. Members of the bargaining unit shall maintain their uniforms in a safe,
neat, and presentable condition. Members shall always maintain an extra proper uniform ready
for immediate usage at the station, in case the need arises.
Section $. Members of the bargaining unit shall be responsible for replacing their
own articles of clothing and uniform with the exception of those items described hereinabove in
Section 5 of this Article.
9M
ARTICLE 26
INSURANCE
Section 1. The Employer shall provide to all members of the bargaining unit Health,
Vision and Dental Insurance that includes a basic benefit package selected by the City. The
Employer shall be responsible for One Hundred Percent (100%) of the cost of such coverage
along with an annual biometrics screening. Should a member of the bargaining unit elect not to
participate in the annual biometrics screening coordinated by the Employer, such Employee shall
be charged $25 per month for Medical Insurance.
Section 2. The Employer will provide a basic life insurance policy as a supplement to
the above -mentioned Health Insurance, of which One Hundred Percent (100%) of the cost of
such life insurance shall be paid by the Employer.
Section 3. The Employer shall pay that amount contributed on behalf of all other
non -managerial City employees as a matter of City policy, as a subsidy for each employee's
dependent health care coverage. Should the cost of such dependent health coverage increase, the
Employer shall bear such increase in cost. However, should a member elect to not participate in
the annual biometrics screening coordinated by the Employer, such Employee's premiums shall
increase by $25 per month, The Employer shall also pay a subsidy for each employee's
dependent vision and dental insurance in an amount equal to that provided for all other
employees if the employee elects to cover such dependents under the City sponsored policy and
plan.
Section 4. The employer shall provide for retiree participation in the employer group
health insurance program pursuant to the terms and conditions of 11 O.S.23-108.
37
ARTICLE 27
TUITION REIMBURSEMENT
Section 1. The employer shall reimburse tuition, under the limitations hereinafter set
forth in this Article, for required courses leading to a Bachelors Degree in Fire Science, or
approved related field. The course(s) on which reimbursement will be requested must be
approved by the Department Director prior to enrollment (Personnel Form number 10).
The tuition herein provided shall be the actual tuition designated for the institution
attended, but shall not exceed the per hour Enrollment Fee amount for Comprehensive
Universities as designated in the "Student Fees" book Approved at Institutions in the Oklahoma
System of Higher Education established by the Oklahoma State Regents for Higher Education.
A copy of the "Student Fees" may be reviewed in Human Resources, prior to seeking
reimbursement. In addition to the tuition reimbursed, the City agrees to pay toward fees, three
dollars ($3.00) per credit hour completed in accordance with the reimbursement criteria.
Employees must maintain at least 2.0 on a 4.0 scale or a minimum of a " C " grade on a
letter grade scale in each course. Failure to maintain a "C" grade in a course will result in non-
payment of tuition for those hours.
Upon verification of satisfactory completion of the course, reimbursement for tuition
shall be made to the employee.
Section 2. The employer shall reimburse tuition, under the limitations hereinafter set
forth in this Article, for required courses leading to a Master's Degree in Fire Science, or
approved related field. The degree plan and course(s) on which reimbursement will be requested
must be approved by the Department Director and City Manager prior to enrollment (Personnel
Form number 10).
The tuition herein provided shall be the actual tuition designated for the institution
attended, but shall not exceed the per hour Enrollment Fee amount for Comprehensive
Universities as designated by the Oklahoma State Regents for Higher Education. In addition to
the tuition reimbursed, the City agrees to pay toward fees, three dollars ($3.00) per credit hour
completed in accordance with the reimbursement criteria.
Employees must maintain at least a 3.0 on a 4.0 scale or a minimum of a "B" grade on a
letter grade scale in each course. Failure to receive a "B" grade in a course will result in non-
payment of tuition for those hours.
Upon satisfactory completion of the course(s), reimbursement for tuition shall be made to
the employee.
38
ARTICLE 27
TUITION REIMBURSEMENT
(Continued)
Section 3. If an employee voluntarily or involuntarily separates from employment
within three years of the last tuition reimbursement, and/or within three years of the last payment
made by the Employer for Paramedic classes for that employee, the employee will be required to
repay 100% of the tuition reimbursement and/or cost incurred for Paramedic classes during that
three year period. Prior to receiving tuition reimbursement and/or enrollment in Paramedic
classes to be paid by the Employer, the employee must complete an "Education/Training
Repayment Agreement." Attached Appendix D.
39
ARTICLE 28
SUCCESSORS AND ASSIGNS
This Agreement shall be binding upon the successors and assigns of the parties hereto
during the term of this contract; and, no provisions, terms or obligations herein contained shall
be affected, modified, altered or changed in any respect whatsoever, by the consolidation, merger
or annexation, transfer or assignment, of either party hereto, or affected, modified, altered or
changed of any kind in the ownership or management of either party hereto, or by any change
geographically of place of business of either party hereto.
IN
ARTICLE 29
SAVINGS CLAUSE
Section 1. If any provision of this Agreement or the application thereof to any person
or circumstances is held invalid, the invalidity shall not affect other provisions or applications of
this Agreement which can be given effect without the invalid provisions or application, and to
this end, the provisions of this Agreement are severable.
Section 2. It is understood that the foregoing is a complete understanding of all the
terms and conditions of employment to be governed by this Agreement during the contract
period and it cannot be altered in any manner, save by the complete written concurrence of the
parties subscribing hereto.
„ Section 3. Any appendices to this Agreement shall be numbered, dated and signed by
the Employer and the Union and shall be subject to the provisions of this agreement unless the
terms of said appendices specifically delete or change a provision of this Agreement, and all
appendices shall become a part of this Agreement as is specifically set forth herein.
Section 4. It is understood that all time limits found in this Agreement may be
extended by mutual concurrence.
Section 5. Nothing herein should preclude the City from being in compliance with
the Americans with Disabilities Act.
41
ARTICLE 30
LONGEVITY
Section I. Longevity shall be paid at the rate of $0.10 {ten cents) per year of service
commencing on the employee's fifth employment anniversary.
42
ARTICLE 31
RETIREMENT AND PENSION
Employer and employee shall contribute toward the Oklahoma Firefighters Pension and
Retirement System per requirements of State Statutes.
43
ARTICLE 32
PHYSICAL FITNESS PROGRAM
Section 1. The Physical Fitness Test outlined in Appendix E will be administered bi-
annually in October and April by the Fire Chief or designee and the Safety and Health Officer.
Members of the bargaining unit who voluntarily participate and successfully complete the
Physical Fitness Test, as established in Appendix E, will receive twenty-four (24) hours of comp
time credited to their comp balance following the successful completion of each test, for a
maximum annual accrual of forty-eight (48) hours of comp time.
ARTICLE 33
DRUG & ALCOHOL TESTING
The Union and its bargaining unit members agrees to comply with all of the provisions
described in the Substance Abuse Policy as described in the attached Appendix "C".
45
SIGNATURE PAGE
IN WITNESS WHEREOF, the parties have hereunto set their hands this _ day of
, 2025.
CITY OF OWASSO, OKLAHOMA
A Municipal Corporation
By:
Alvin Fruga, Mayor
F.-Y6 13I
Juliann M. Stevens, City CIerk
INTERNATIONAL ASSOCIATION OF
FIREFIGHTERS, LOCAL NO.2789
IAFF President
ATTEST:
APPROVED AS TO FORM:
Julie Lombardi, City Attorney
46
APPENDIX A
The rates contained within the Appendix A pay plan do not include compensation which may be
added to the base rate as provided in Article 20, Section 5; Article 20, Section 6; and Article 31.
an A
Effecti% 1/21023
I
-
a
d
4
`
to
(D
U)
Uy I
rn coFF/B1
asAdvanced EMT 1 17.7
19.45 20.091 20.75 21.45
22.381 23-10 23.B41 24.6
_ 22.841
25.39 26.19
23.591 24.37
25.19
17.71 18.20 FF18.94
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APPENDIX A
(Continued)
Article 20
Education Propay*
Degree in field of Fire Protection
Technology, Nursing or EMS
Degree not in the field of Fire
Protection Technology, Nursing, or
EMS
Associates Degree
thirty-nine cents per hour ($0.39)
twenty cents per hour ($0.20)
Bachelor's Degree
fifty-nine cents per hour ($0.59)
thirty-nine cents per hour ($0.39)
Master's Degree
sixty-nine cents per hour ($0.69)
forty-nine cents per hour ($0.49)
Article 20 Other Propays
• Fleet Manager, eighty-three cents per hour ($0.83/hr)*
• IFSAC, Proboard or other Instructor II certification (rank/grade of Captain and above)
thirty-nine cents per hour ($0.39).*
• Hazardous Materials Technician certification, twenty-nine cents per hour ($0.29)*
• Car Seat Installation certification, fifteen cents per hour ($0.15)*
*This is not intended to represent the entirety of Article 20.
48
APPENDIX B
Section 1. The following pay items were removed contract year 2006-2007 at which time they
were included in the base pay provided in Appendix A. All items listed below are no longer
applicable as of the 2006-2007 contract.
Article 20—Incentive Pro -Pay of $0.07 per hour
Article 25—Cleaning Allowance of $0.13 per hour
Article 25—Bed Linen Allowance of $0.01 per hour
Article 32--Employer paid 4% of Employee's contribution toward Oklahoma
Firefighters Pension and Retirement System
Section 2. The following pay item was removed effective January 1, 2009 at which time it was
included in the base pay provided in Appendix A. The item listed below is no longer applicable
as of the 2009-2010 contract.
Article 20—EMS Manager Pro -Pay of $1.00 per hour
Section 3. The following pay item was removed effective July 1, 2015 at which time it was
included in the base pay provided in Appendix A. The item listed is no longer applicable as of
the 2016-2017 contract.
Working Out of Class Pay
Section 4. The following pay item was removed effective July 1, 2023 at which time it was
included in the base pay provided in Appendix A. The item listed is no longer applicable as
of the 2023-2024 contract.
EMT Pro -pay_
49
APPENDIX C
SUBSTANCE ABUSE POLICY
Alcohol and drug abuse have an adverse effect on job performance, create dangerous situations,
and serve to undermine our community's confidence in the Fire Department.
The department cannot and will not condone drug or alcohol abuse on the part of its employees,
nor will it condone any employee behavior related to alcohol and/or illegal drugs on or off the job
that may serve to damage the department's reputation.
The policy concerning dru and alcohol use and abuse is a follows:
1. The Department will not hire anyone who is known to currently abuse substances.
2. The Department will educate and inform its employees about the health consequences of
drug and alcohol abuse.
3. Employees must report to work in a fit condition to perform their duties. Being under the
influence of drugs or alcohol is not acceptable.
4. Any employee on department business, on or off City premises, is prohibited from
purchasing, transferring, using, or possessing illicit drugs or using alcohol or prescription
drugs in a way that is illegal.
5. Employees will not be terminated for voluntarily seeking assistance for a substance abuse
problem; however, continued performance, attendance, or behavioral problems may
result in disciplinary action.
6. Employees on physician -prescribed medication must notify the Chief or his/her designee,
if there is a likelihood that such medication could affect job performance and safety.
7. Employees who are convicted, plead guilty, or who plead no -contest for off -duty drug or
alcohol involvement may be considered to be violation of the policy.
8. All available assistance programs shall be made available to the employee, either at the
request of the employee, or as a requirement for continued employment, based on factual
evidence of a substance abuse problem.
9. No illegal drugs, alcoholic beverage or Iiquor shall be brought into, or stored in or on any
City Property.
10. Drug testing shall be conducted according to the policies and procedures outlined in this
policy as well as the applicable existing Federal and Oklahoma State laws and regulations
(Standards for Workplace Drug and Alcohol Testing Act, Title 40, Sec. 554).
Conditions under which an applicant/employee will be tested are:
50
APPENDIX C
SUBSTANCE ABUSE POLICY
(Continued)
a. Applicants for employment once a conditional offer of employment has been
made.
b. For existing employees on the basis o£
i. Reasonable Suspicion.
ii. Post -Accident where the employee or another person has sustained
a work -related injury or the employer's property has been damaged,
including damage to equipment, in an amount reasonably estimated
at the time of the accident to exceed five hundred dollars ($500.00).
iii. Post -rehabilitation testing.
iv. Random testing.
11. Failure to submit to a required drug or alcohol test or having a confirmed positive result
of such a test will subject the employee to disciplinary action.
12. The City will pay for all City required drug/alcohol testing as required for the proper
administration of this policy.
13. In addition, the City will pay for a second test at a separate certified facility if a second
test is requested by the employee immediately following the first test.
14. If requested by the employee, the City agrees to pay for a blood test at a certified facility
to test carbon monoxide levels.
Definitions used in the policy:
1. The "Act" means the Standards for Workplace Drug and Alcohol Testing Act of the State
of Oklahoma.
2. "Alcohol" means ethyl alcohol or ethanol.
3. "Applicant" means a person who has applied for a position with the City.
4. "Board" means the State Board of Health.
5. "The City" means the City of Owasso.
6. "Confirmation test" means a drug or alcohol test on a sample to substantiate the results of
a prior drug or alcohol test on the same sample and which uses different chemical
principles and is of equal or greater accuracy than the prior drug or alcohol test.
7. "State Department" means the State Department of Health.
8. "Drug" means amphetamines, cannabinoids, cocaine, phencyclidine (PCP),
hallucinogens, methaqualone, opiates, barbiturates, benzodiazepines, synthetic narcotics,
designer drugs, or a metabolite of any of the substances listed herein.
51
APPENDIX C
SUBSTANCE ABUSE POLICY
(Continued)
9. "Drug or alcohol test" means a chemical test administered for the purpose of determining
the presence or absence of a drug or its metabolites or alcohol in a person's bodily tissue,
fluids or products.
10. "Employee" means any member of the Fire Department (for interpretation of this policy
only).
11. "Employer" means the City of Owasso.
12. "Random selection basis" means a mechanism for selecting employees for drug or
alcohol testing that:
a. Results in an equal probability that any employee from a group of employees
subject to the selection mechanism will be selected, and
b. Does not give an employer discretion to waive the selection of any employee
selected under the mechanism.
13. "Reasonable suspicion" means a belief that an employee is using or has used drugs or
alcohol in violation of the City's written policy. This belief must be based on objective
and stated facts and reasonable inferences drawn from those facts in light of experience,
and may be based upon, among other things:
a. Observable phenomena, such as:
i. The physical symptoms or manifestations of being under the influence of a
drug or alcohol while at work or on duty, or
ii. The direct observation of drug or alcohol use while at work or on duty.
b. A report of drug or alcohol use while at work or on duty, provided by reliable and
credible sources and which has been independently corroborated;
c. Evidence that an individual has tampered with a drug or alcohol test during
his/her employment with the City of Owasso, or
d. Evidence that an employee is involved in the use, possession, sale, solicitation or
transfer of drugs while on duty or while on the employer's premises or operating
the employer's vehicle, machinery or equipment.
14. "Review officer" means a person, qualified by the State Board of Health, who is
responsible for receiving results from a testing facility which have been generated by the
City's drug or alcohol testing program, and who has knowledge and training to interpret
and evaluate an individual's test results together with the individual's medical history and
any other relevant information.
52
APPENDIX C
SUBSTANCE ABUSE POLICY
(Continued)
15. "Sample" means tissue, fluid or product of the human body chemically capable of
revealing the presence of drugs or alcohol in the human body.
16. "Testing facility" means any person, including any laboratory, hospital, clinic or facility,
either off or on the premises of the employer, which provides laboratory services to test
for the presence of drugs or alcohol in the human body.
Drug or Alcohol Testing Restrictions:
The employer may only request or require an applicant or employee to undergo testing under the
following circumstances.
1. Applicant testing: The City may require a job applicant, upon a conditional offer of
employment, to undergo drug or alcohol testing and may use a refusal to undergo testing
or a confirmed positive test result as a basis for refusal to hire, provided that such testing
does not violate the provisions of the Americans with Disabilities Act of 1990, and
provided that such testing is required for all applicants who have received a conditional
offer of employment for a particular employment classification.
2. Reasonable suspicion testing: The City may require an employee to undergo drug or
alcohol testing if the employer has a reasonable suspicion that the employee has violated
the City's written substance abuse policy.
3. Post -Accident testing: The City may require an employee to undergo drug or alcohol
testing if the employee or another person has sustained a work -related injury or the
employer's property has been damaged, including damage to equipment, in an amount
reasonably estimated at the time of the accident to exceed five hundred dollars ($500.00).
4. Random testing: The city may require an employee to undergo drug or alcohol testing on
a random selection basis.
5. Post -rehabilitation testing: The City may require an employee to undergo drug or alcohol
testing without prior notice for a period of up to two (2) years commencing with the
employee's return to work, following a confirmed positive test, or following participation
in a drug or alcohol dependency treatment program under an employee benefit plan or at
the request of the employer.
53
APPENDIX C
SUBSTANCE ABUSE POLICY
(Continued)
Confidentiality.of Testing Results and Records Disclosure of General health Information
Prohibited:
l . The City shall maintain all drug and alcohol test results and related information, including,
but not limited to, interviews, reports, statements and memoranda, as confidential records,
separate from other personnel records. Such records, including the records of the testing
facility, shall not be used in any criminal proceeding, or any civil or administrative
proceeding, except in those actions take by the employer or in any action involving the
individual tested and the employer or unless such records are ordered released pursuant to
a valid court order.
2. The records described above shall be maintained by the employer and shall be the
property of the employer, and, upon the request of the applicant or employee tested, shall
be made available for inspection and copying to the applicant or employee. The employer
shall not release such records to any person other than the applicant, employee or the
employer's review officer, unless the applicant or employer, in writing following receipt
of the test results, has expressly granted permission for the employer to release such
records or pursuant to a valid court order.
3. A testing facility, or any agent, representative or designee of the facility, or any review
officer, shall not disclose to any employer, based on the analysis of the sample collected
from an applicant or employee for the purpose of testing for the presence of drugs or
alcohol, any information relating to:
a. The general health, pregnancy or other physical or mental condition of the
applicant or employee, or
b. The presence of any drug other than the drug or its metabolites that the employer
requested be identified and for which a medically acceptable explanation of the
positive result, other than the use of drugs, has not been forthcoming from the
applicant or employee. Provided, however, a testing facility shall release the
results of the drug or alcohol test, and any analysis and information related thereto,
to the individual tested upon his or her request.
WE
APPENDIX D
EDUCATION/TRAINING REPAYMENT AGREEMENT
The undersigned, for and in consideration of the City of Owasso, Oklahoma's incurrence of costs
associated with my educational enhancement and or Paramedic training, hereby agrees that if and
in the event I should voluntarily or involuntarily separate from employment with the City of
Owasso, Oklahoma, within three (3) years from the date of the last payment for my tuition
reimbursement and/or Paramedic classes, then in such event I will reimburse the City of Owasso,
Oklahoma, one hundred percent (100%) of all expense incurred by said City for my tuition
reimbursement and/or cost incurred for my Paramedic classes.
In connection herewith, I hereby authorize the City of Owasso, Oklahoma, to withhold from my
final pay any sum due and owing to the City of Owasso, Oklahoma, by virtue of the foregoing.
Further, it is my understanding that execution of this repayment agreement does not constitute an
agreement on the part of the City of Owasso, Oklahoma, to employ me for any term of years, or
portions thereof.
Employee Signature:
State of Oklahoma
County of
Date:
On this day of , 20, before me, the undersigned, a Notary
Public in and for the County and State aforesaid, personally appeared
to me, known to be the identical person who executed the above
and acknowledged to me that the above was executed as a free and voluntary act and deed for the
uses and purposes therein set forth.
Given under my hand and seal the office the day and year last above written.
Notary Public
My Commission Expires
(Seal)
55
APPENDIX E
PHYSICAL FITNESS TEST
To promote and encourage wellness through physical activity, the Fire Chief or designee and the
Safety and Health Officer or designee will administer a Physical Fitness bi-annually. Such test
will consist of four parts.
Part 1: 1.5 Mile Timed Run
In order to successfully pass the timed run participants must complete the run within the
established number of minutes/seconds, based upon his/her age at testing date.
Age: <30 30-39 40-49 50-59 60+
Run Time: 13.36 14:00 14:52 16:22 18:14
Part 2: Push-ups
In order to successfully pass the push-ups portion of the Physical Fitness Test participants must
complete the established number of push-ups based upon his/her age at the testing date, within a
two minute time limit. Push-ups require humerus to be level with the ground at the bottom of
each rep and elbows locked at the top of each rep. Pausing at the top of the rep for no less than
one second is required to assure participants are not using momentum from the previous rep. If a
participant rests, it must be in the plank position with only hands and feet touching the ground.
Age: <30 30-39 40-49 50-59 60+
Push-ups: 33 27 21 15 14
Part 3: Sit-ups
In order to successfully pass the sit-ups portion of the physical fitness test participants must
complete the established number of sit-ups based upon his/her age at testing date, within a two
minute time limit. Sit-ups require hands touching the head, knees bent, chest touching knees at
top of rep, and no greater than one inch of space between shoulder blades and ground at the
bottom of the rep.
Age: <30 30-39 40-49 50-59 60+
Sit-ups: 42 39 34 28 22
The following options are available to individuals participating in the physical fitness test.
Option. A: Step Mill in Lieu of 1.5 Mile Run
Participants can elect to complete ten minutes on a step mill (Stairmaster) in lieu of the 1.5 mile
run. In order to substitute the step mill for the run, the step mill must be set to aerobic training,
enter body weight, set to level 10 for 10 minutes. There will be no age adjustment for the step
mill option. In the event a Step Mill is not available participants can elect to walk 3 miles in 38
minutes following criteria established by the Oklahoma Firefighters Pension and Retirement
System.
56
APPENDIX E
PHYSICAL FITNESS TEST
(Continued)
Option B: Pull-ups in Lieu of Push-ups, or Sit-ups.
Participants can elect to complete ten pull-ups in lieu of either the push-ups, or sit-ups. In order
to substitute pull-ups for one part of the test participants must complete ten reps with palms away,
chin over bar, and complete stop at bottom with arms fully extended. Pull-ups can only replace
one of the two requirements mentioned in this option.
57
HEAL L • REA. • REAL Coimw.Nry
TO: The Honorable Mayor and City Council
FROM: Michele Dempster, Senior Director
SUBJECT: Fraternal Order of Police (FOP) Contract for FY 2025-2026
DATE: May 29, 2025
BACKGROUND:
The Fraternal Order of Police Lodge # 149 (FOP) and the City of Owasso have been engaged in
negotiations for the Fiscal Year 2025-2026 contract. A tentative agreement has been reached
and subsequently approved by the Lodge.
PROPOSED CONTRACT:
The proposed contract is for a one-year term and includes a 3.25% across-the-board pay increase.
In addition, the proposed contract includes the following changes:
• Increasing the Union President's annual leave from 48 to 72 hours.
• Updating the uniform list to match current practices.
• Adding a new article addressing nepotism.
The total estimated cost associated with these changes is $236,226.
RECOMMENDATION:
Staff recommends approval of the Fiscal Year 2025-2026 contract between the City of Owasso
and the Fraternal Order of Police, Lodge # 149, and authorization to execute all necessary
documents.
ATTACHMENT:
Recommended FOP Contract with Highlighted Changes
•
WPA
Agreement between
THE CITY OF OWASSO, OKLAHOMA
a municipal corporation
and
FRATERNAL ORDER OF POLICE
Lodge No. 149
July 1, 2025 - June 30, 2026
TABLE OF CONTENTS
Article 1
Purpose of Agreement.................................................................................3
Article 2
Authority and Term.....................................................................................4
Article3
Savings Clause............................................................................................5
Article 4
Gender Neutrality Clause............................................................................6
Article 5
Mutual Responsibility to Avoid Discrimination.........................................7
Article 6
Prevailing Rights.........................................................................................8
Article 7
Management Rights and Responsibilities...................................................9
Article 8
Bargaining Units Rights and Security.......................................................11
Article 9
Prohibition of Strikes................................................................................12
Article 10
Successors and Assigns.............................................................................13
Article 11
Recognition...............................................................................................14
Article 12
Publication and Distribution.....................................................................15
Article 13
Grievance Procedure.................................................................................16
Article 14
Personnel Files..........................................................................................20
Article 15
Officer Bill of Rights................................................................................22
Article 16
Safety and Health Committee...................................................................25
Article17
Honor Guard.............................................................................................26
Article 18
Dues Check Off.........................................................................................27
Article 19
Classifications and Promotions.................................................................28
Article20
Vacation....................................................................................................30
Article 21
Holiday Pay...............................................................................................31
Article22
Sick Leave.................................................................................................32
Article 23
Work Schedule..........................................................................................34
Article24
Seniority....................................................................................................37
Article 25
Retirement and Pension............................................................................39
Article26
Insurance...................................................................................................40
Article 27
Uniform and Equipment...........................................................................41
Article 28
Personal Property......................................................................................44
Article 29
Temporary Assignment.............................................................................45
Article 30
Education Incentive..................................................................................46
Article31
Longevity Pay...........................................................................................48
Article 32
Detective "On -Call" Pay...........................................................................49
Article 33
Compensation...........................................................................................50
Article 34
Drug and Alcohol Testing.........................................................................52
Article 35
Wellness Program.....................................................................................53
Article 36
Shift Differential.......................................................................................55
Article37
Nepotism...................................................................................................56
SignaturePage..........................................................................................58
2
ARTICLE 1
PURPOSE OF AGREEMENT
It is the intent and purpose of this Agreement, entered into by and between the CITY OF
OWASSO, OKLAHOMA, hereinafter referred to as EMPLOYER, and LODGE NO. 149,
FRATERNAL ORDER OF POLICE, hereinafter referred to as LODGE, to achieve and maintain
harmonious relations between the parties hereto and to provide for the equitable and orderly
adjustment of grievances which may arise during the term of this Agreement.
ARTICLE 2
AUTHORITY AND TERM
Section 1. The Employer and Lodge have, by these presents, reduced to writing the
collective bargaining agreement resulting from negotiations entered into by the Employer and the
Lodge.
Section 2. This Agreement shall become effective on the Ist day of July, 2024 2025 and
shall remain in full force and effect until midnight, June 30, 2025 2026.
Section 3. Whenever wages, rates of pay, or any other matters requiring appropriation of
monies by the Employer are included as a matter of collective bargaining, it is understood by the
parties hereto that this agreement shall serve as notice to collectively bargain for all issues and
compensation for the following fiscal year, in lieu of written notice, pursuant to O.S.A. 11,
(1994) 51-101, et eq.
Section 4. It shall be the obligation of the Employer and the Lodge to meet the first business
day of March or within ten (10) days thereof to negotiate in good faith with representatives of the
Lodge and Employer.
Section 5. In the event the Lodge and the Employer are unable to reach an agreement within
thirty (30) days from and including the date of the first meeting, any and all unresolved arbitrable
issues may be submitted for mediation before arbitration at the request of either party.
.19
ARTICLE 3
SAVINGS CLAUSE
Section 1. If any provision of this Agreement or the applications thereof to any person or
circumstances is held invalid, the invalidity shall not affect other provisions or applications of
this Agreement which can be given effect without the invalid provision or applications and, to
this end, the provisions of this Agreement are severable.
Section 2. It is understood that the articles included herein constitute a complete
understanding of all the terms and conditions of employment to be governed by this Agreement
during the contract period and it cannot be altered in any manner save by the complete written
concurrence of the parties subscribing hereto.
Section 3. Any appendices to this Agreement shall be numbered, dated and signed by the
Employer and the Lodge and shall be subject to the provisions of this Agreement, and all
appendices shall become a part of this Agreement as is specifically set forth herein.
Section 4. It is understood that all time limits found in this Agreement may be extended by
mutual concurrence.
Section 5. In the event an Agreement is not made for the fiscal year 202z�iv 2026-2027
this Agreement will remain in effect until such time as one is made in succession.
5
ARTICLE 4
GENDER NEUTRALITY CLAUSE
"Gender". A word importing one gender only shall extend and be applied to all genders.
ARTICLE 5
MUTUAL RESPONSIBILITY TO AVOID DISCRINUNATION
Section 1. Nothing in this Agreement shall be interpreted as diminishing the obligation of
both parties to undertake affirmative action to insure that applicants or employees are treated
without regard to race, color, religion, sex, sexual orientation, gender identity, national origin,
status of Lodge membership, or political affiliations. Specifically, pursuant to Equal
Employment Opportunity Commission Guidelines, each party is obligated to take positive action
in affording equal employment, training and promotional opportunities to all members, as
required by Title V11 of the Civil Rights Act of 1964, as amended. Additionally, nothing in this
Agreement shall be interpreted as diminishing the obligation of both parties to comply with the
provisions of the Fair Labor Standards Act, or the Americans with Disabilities Act, or any duly
adopted Department of Labor Regulations promulgated thereunder.
Section 2. In the event that any portion of this Agreement unintentionally conflicts with the
Employer's capability to be in compliance with said Acts, the EEOC Guidelines and Department
of Labor Regulations will be over-riding to that portion of this Agreement.
7
ARTICLE 6
PREVAILING RIGHTS
Section 1. All rules, regulations, fiscal procedures, working conditions, departmental
practices and manner of conducting the operation and administration of the Owasso Police
Department currently in effect for and with respect to the members of the Police Department on
the effective date of this Agreement shall remain in full force and effect, unchanged and
unaffected in any manner, unless and except as modified or changed by the specific terms of this
Agreement.
Section 2. It is understood by the parties hereto that the portions hereof regarding Safety and
Health Committee as well as departmental practices, as previously stated, are subject to a
modification by adoption of an appropriate ordinance, personnel manual or departmental
procedure and negotiation. By reason thereof, upon promulgation by the Employer of the
Accident Review Board, together with the practices, procedures and policies therein, as well as
promulgation of the Owasso Police Department Operations Manual, the Lodge, upon notification
of such by the Employer, shall re -open negotiations between the parties whereby inclusion of
said matters shall be negotiated between the parties.
ARTICLE 7
MANAGEMENT RIGHTS AND RESPONSIBILITIES
Section 1. Lodge recognizes the prerogative of the Employer to operate and manage its
affairs in all respects and in accordance with its responsibilities, and the power or authority
which the Employer has not officially abrogated, delegated, granted or modified by this
Agreement is retained by the Employer, and all rights, powers and authorities the Employer had
prior to the signing of this Agreement are retained by the Employer, and remain exclusively and
without limitation within the rights of the Employer.
Section 2. Except as may be limited within this agreement, the Employer retains the rights in
accordance with the Constitution, the laws of the State of Oklahoma, and Charter of the
municipality and the responsibilities and duties contained in the laws of the State of Oklahoma
and the ordinances and regulations promulgated there under.
A. To determine Police Department policy including the rights to manage the affairs of the
Police Department in all respects;
B. To assign working hours, including overtime;
C. To direct the members of the Police Department, including the right to hire, promote or
transfer any employee;
D. To discipline, suspend, or terminate any employee, as provided for in this agreement,
provided that just cause shall be the standard for any discipline, suspension or
termination;
E. To determine the organizational chart of the Police Department, including the right to
organize and reorganize the Police Department and the determination of job
classifications and ranks based upon duties assigned;
F. To determine the safety, health and property protection of the Police Department;
G. To allocate and assign work to all Employees within the Police Department;
H. To be the sole judge of qualifications of applicants and training of new Employees;
L To schedule the operations and to determine the number and duration of hours of
assigned duty per week;
J. To establish and enforce Police Department rules, regulations and orders;
M
ARTICLE 7
MANAGEMENT RIGHTS AND RESPONSIBILITIES
(continued)
K. To introduce new, improved, or different methods and techniques of Police
Department operation or change existing methods and techniques;
L. To determine the amount of supervision necessary;
M. To control the departmental budget;
N. To take whatever actions may be necessary to carry out the mission of the Employer in
situations of emergency.
10
ARTICLE 8
BARGAINING UNIT RIGHTS AND SECURITY
Section 1. Bulletin Boards. The Employer shall provide space in all Police Stations for
Lodge bulletin boards. No materials of a subversive or derogatory nature or political
endorsements shall be posted. The location of such Bulletin Boards shall be mutually agreed
upon by the Employer and the Lodge and shall not cover more than sixteen square feet. The
Bulletin Boards and items posted are the sole property of the Lodge.
Section 2. Members of the Lodge will be allowed to attend Lodge functions within the city,
while on duty without loss of pay. However, members will be subject to call out.
Section 3. Members of the Lodge may be given time off for lodge functions. After written
notice to the Chief of Police, Lodge Representatives may be granted time off without loss of pay
to conduct bonafide Lodge business. For business outside the city limits, Employer shall make
schedule adjustments to instffe ensure that Lodge Officers' days off or compensation time will
be scheduled during the time of the Lodge business. Such schedule adjustments shall not be
unreasonably withheld.
Section 4. The Employer shall grant �5 2.77 hours of Union leave accrual per pay period
to the current President of the lodge, to conduct lodge business. Such accrual shall be accrued
separately from vacation and compensatory leave. The balance of Union leave accrued will not
carry forward from one fiscal year to the next.
Section 5. The Chief of Police may grant leave with pay to Lodge Representatives to
conduct Lodge business which mutually benefits the Lodge as well as the Police Department.
11
ARTICLE 9
PROHIBITION OF STRIKES
Section 1. The Lodge and the Employer are well aware of the public policy and the necessity
that there shall be no strikes or other action which would tend to disrupt the provision of those
services traditional to Employer's business; in that the public policy of the State of Oklahoma has
been expressly stated by the Oklahoma Legislature and codified as Title 11 O.S. Section 51-111,
as amended that statutory provision is deemed to provide the spirit and intent under which the
following sections of this article are provided and the parties hereto are bound.
Section 2. Neither the Lodge, nor any of its officers, agents, or employees, or any of the
employees for which it bargains, shall in any manner coerce, intimidate, instigate, induce,
sanction, suggest, conspire with, promote, support, engage in, condone, or encourage any person
to participate in any strike, work stoppage or slowdown. The Lodge shall not aid or assist any
persons or parties engaging in the above prohibited conduct, nor shall the Lodge provide funds,
financial and other assistance for the conduct or direction of such activities for the payment of
strike, unemployment, or other benefits to those persons participating in such prohibited conduct
and activities; provided, however, that the Lodge may provide legal representation for itself or
persons accused of such activities, or for any purpose it may deem necessary.
Section 3. Upon notification confirmed in writing, by the Employer to the Lodge that certain
of its members are engaging in a strike, the Lodge shall immediately, in writing, order such
members to return to work at once and provide the Employer with a copy of such an order and
responsible officials of the Lodge shall publicly order them to return to work. Such
characterization of strike by the Employer shall not establish the existence of a strike.
Such notification by the Lodge shall not constitute an admission by it that a strike is in progress
or has taken place or that any particular member is or has engaged in a strike. The notification
shall be made solely on the representation of the Employer.
In the event that a strike occurs, the Lodge agrees to take all reasonable effective and affirmative
action to secure the members return to work as promptly as possible. The Lodge shall not be in
breach of this agreement where the acts or actions hereinbefore enumerated are not caused or
authorized by the Lodge.
12
ARTICLE 10
SUCCESSORS AND ASSIGNS
This Agreement shall be binding upon the successors and assigns of the parties hereto during the
term of this Agreement; and no provisions, terms or obligations herein contained shall be
affected, modified, altered or changed in any respect whatsoever by any change of any kind in
the ownership of management of either party hereto, or by any change geographically of place of
business of either party hereto.
13
ARTICLE 11
RECOGNITION
Section 1. The Employer recognizes the Lodge as the exclusive bargaining agent for all
police officers, except the Chief and, one designated Administrative Assistant. The Lodge shall
be advised in writing who the Chief's Designated Administrative Assistant is, within ten (10)
days after this agreement takes effect. In the event there is no Designated Administrative
Assistant appointed, the Lodge will be so notified.
Section 2. Police Officers who are CLEET certified upon hire are probationary employees
for twelve (12) months from date of hire. Police Officers who are required to attend the CLEET
Academy are probationary employees for twelve (12) months from the date of graduation from
the CLEET Academy.
In situations where a probationary employee misses a significant portion of training due to an on -
the job injury or off -the job injury or illness, or at the discretion of the Chief of Police, probation
may be extended up to six (6) months.
14
ARTICLE 12
PUBLICATION AND DISTRIBUTION
The City shall provide the Lodge with one (1) signed original contract for the term of this
agreement and one computer file copy. The cost of publication shall be born by the Employer.
15
ARTICLE 13
GRIEVANCE PROCEDURE
Section 1. It is the intent of the parties to this Agreement to prevent grievances and to settle
any which may occur as fairly and promptly as practical. Therefore, it is agreed that there should
be time limits between the initiation of a grievance and its occurrence and between steps of the
grievance procedure and the time in which each answer must be given. All time limits set forth
in this Article may be extended by mutual consent, once by each party per step in the grievance
process, but if not so extended, they must be strictly observed. If a party fails to pursue any
grievance within the time limits provided, the party shall have no further right to continue the
grievance. Further, this article is not intended to limit the parties' right to grieve or arbitrate any
matter which would otherwise be subject to arbitration by statute.
Section 2. The Lodge or any employee covered under this Agreement may file a grievance
within twenty (20) business days of alleged occurrence, as hereinafter defined, and shall be
afforded the full protection of this Agreement.
Section 3. The Lodge President or his authorized representative may report an impending
grievance to the Chief of Police in an effort to forestall its occurrence.
Section 4. Except for documented verbal counseling or written reprimands, as defined in
Section 5, of this article, any controversy between the Employer and the Lodge or any employee
concerning the interpretation, enforcement or application of any provisions of this Agreement,
concerning any of the terms or conditions of employment contained in this Agreement, shall be
adjusted in the following manner:
A. The grievance shall be discussed by the employee with the Chief or the Chief of Police's
designated representative. Said employee's Lodge President, or his alternate, shall be
present at said discussion. The answer shall be orally submitted by the Chief or his
designated representative, within twenty (20) business days to the employee(s) involved
and to the Lodge President.
B. If the grievance is not settled by the provision of Section 4A, it shall be submitted in
writing by the Lodge to the Chief of Police within twenty (20) business days from the
receipt of oral answer with a possible solution to said grievance.
C. The Chief of Police shall submit his reply in writing to the employee involved and to the
Lodge President or designate within twenty (20) business days. If the grievance has not
been settled within that time, both the grievance and solution recommended by the Lodge
shall be sent to the City Manager for adjustment. Said grievance and recommended
solution shall be submitted to the City Manager within (20) twenty business days of the
Chief's reply.
16
ARTICLE 13
GRIEVANCE PROCEDURE
(continued)
D. The City Manager shall submit his answer in writing to the Police Chief, the employee
involved and the Lodge President or designate within twenty (20) business days. If the
City Manager and the Lodge President or designate have not settled the grievance within
that time, it may then be submitted to arbitration. Grievances submitted to arbitration for
adjustment shall proceed as follows:
1. Within ten (10) business days parties shall jointly request a panel of arbitrators
from the Federal Mediation and Conciliation Service.
a) The Employer shall have the option to utilize a board of three (3) arbitrators in
lieu of one (1) arbitrator. The Employer shall be responsible for the increase
in cost associated with a three (3) arbitrator panel.
The parties shall jointly request a panel of fifteen (15) for a board of
three (3) arbitrators.
ii. The parties shall jointly request a panel of nine (9) arbitrators for one (1)
panel arbitrator.
b) Arbitrators must have NAA affiliation (National Academy of Arbitrators).
c) The Employer and the Lodge each may exercise the option to request a new
panel once per arbitration selection process.
2. Within ten (10) business days from the receipt of such panel, a representative of
the Lodge and the Employer shall meet and alternately strike names until one (1)
or three (3) arbitrator(s) remains who shall be selected as the impartial
arbitrator(s). The party requesting arbitration shall strike the first name.
3. Upon notification of the Federal Mediation and Conciliation Service of the
selection of the arbitrator(s) and the arbitrator(s) is/are contacted, the date for the
arbitration hearing shall be requested to be set subject to the earliest availability of
the selected arbitrator(s).
4. The arbitrator shall be requested to issue a written opinion, or panel of arbitrators
shall be requested to issue a majority consensus opinion, containing findings and
recommendations with respect to the issues presented, within twenty (20)
business days after the conclusion of the hearing. A copy of the opinion shall be
mailed or delivered to the Lodge and Employer.
5. With respect to the interpretation, enforcement, or application of the provisions of
this Agreement, the decision, findings, and recommendations of the arbitrator(s)
shall be final and binding on the parties of this Agreement.
17
ARTICLE 13
GRIEVANCE PROCEDURE
(continued)
6. The arbitrator(s)' authority shall be limited to the interpretation and application of
the terms of this Agreement and/or any supplement thereto. The arbitrator(s)
shall have no jurisdiction to establish provisions of a new Agreement or variation
of the present Agreement or to arbitrate away, in whole or in part, any provision
or amendments thereof. This shall not preclude individual wage grievances.
7. The cost of the impartial arbitrator shall be shared equally between the Lodge and
the Employer. If a transcript of the proceedings is requested, the party so
requesting shall pay for it.
Section 5. Any controversy between the Employer and the Lodge or any employee concerning
the interpretation, enforcement or application of any provisions of this Agreement, that resulted
in a documented verbal counseling or a written reprimand shall be adjusted in the following
manner:
A. The grievance shall be discussed by the employee with the Chief or the Chief of Police's
alternate. Said employee's Lodge President, or his alternate, shall be present at said
discussion. The answer shall be orally submitted by the Chief or his designated
representative, within twenty (20) business days to the employee(s) involved and to the
Lodge President.
B. If the grievance is not settled by the provision of Section 5A, it shall be submitted in
writing by the Lodge to the Chief of Police within twenty (20) business days from the
receipt of oral answer with a possible solution to said grievance.
C. The Chief of Police shall submit his reply in writing to the employee involved and to the
Lodge President or designate within twenty (20) business days. If the grievance has not
been settled within that time, both the grievance and solution recommended by the Lodge
shall be sent to the City Manager for adjustment. Said grievance and recommended
solution shall be submitted to the City Manager within twenty (20) calendar days from
the Chief's reply.
D. The City Manager shall submit his answer in writing to the Police Chief, the employee
involved and the Lodge President or designate within twenty (20) business days. If the
City Manager and the Lodge President or designate have not settled the grievance within
that time, it may then be submitted to arbitration through a written review by an impartial
arbitrator.
IN.
ARTICLE 13
GRIEVANCE PROCEDURE
(continued)
1. The parties shall jointly request a panel of nine (9) arbitrators from the Federal
Mediation and Conciliation Service within ten (10) business days.
Arbitrators must have NAA affiliation (National Academy of
Arbitrators).
2. Within ten (10) business days from the receipt of such panel, a representative of
the Lodge and the Employer shall meet and alternately strike names until one (1)
arbitrator remains who shall be selected as the impartial arbitrator. The party
requesting arbitration shall strike the first name.
3. Following the selection of the impartial arbitrator both parties shall submit cases
in writing to the arbitrator and the other party by an agreed upon date. If parties
cannot agree the arbitrator shall set the date.
4. The arbitrator shall be requested to issue a written opinion containing findings and
recommendations with respect to the issues presented, within sixty (60) business
days after submission of the case. A copy of the opinion shall be mailed or
delivered to the Lodge and Employer.
5. With respect to the interpretation, enforcement, or application of the provisions of
the Agreement, the decision, finding, and recommendations of the arbitrator shall
be final and binding on the parties of this Agreement.
6. The arbitrator's authority shall be limited to the interpretation and application of
the terms of this Agreement and/or any supplement thereto. The arbitrator shall
have no jurisdiction to establish provisions of a new Agreement or variations of
the present Agreement or to arbitrate away, in whole or in part, any provision or
amendments thereof.
7. The cost of the impartial arbitrator shall be shared equally between the Lodge and
the Employer.
Section 6. It is specifically and expressly understood that filing a grievance under this
Article which has as its last step, final and binding arbitration, constitutes an election of remedies
and a waiver of any and all rights by both parties, the Lodge or other representatives of the party,
to litigate or otherwise contest the last answer rendered through the Grievance Procedure in any
court or their appeal forum.
19
ARTICLE 14
PERSONNEL FILES
Section 1. Master personnel files for employees shall be maintained exclusively by the
Human Resources Office. However, it is agreed that the term master personnel files does not
include supervisor notes, remedial actions, and internal investigations, which may be maintained
by the department. It is further agreed that if materials concerning investigations, complaints, and
reprimands, for violations of any rules, regulations or policies, or other materials that might be
considered detrimental to the employee's position, advancement or future with the department
are to be placed in the employee's master personnel files, the Employer shall notify the employee
of said action and the employee shall be given the proper opportunity to appeal such action
before it becomes a part of his master personnel files.
Section 2. Any Employee shall be allowed to review his master personnel files under
supervision at any reasonable time upon written request to the Human Resources Office and
notice to the Chief of Police. The employee requesting review of their master personnel file
shall schedule an appointment with the Human Resources Office.
Section 3. Recognizing that disciplinary actions provide a basis for training and counseling
and are not meant to perpetually penalize an employee, the following procedure is hereby
established:
Procedure:
A. Employees may request that disciplinary actions be sealed according to the following
schedule.
1. Written reprimands with no recurrence after eighteen (18) months from date of
discipline may be sealed.
2. Suspensions, without recurrence, after three (3) years from date of discipline
may be sealed.
3. Upon approval of a request to seal or remove disciplinary actions from an
employees' master personnel file, departmental internal investigation files shall
be expunged contemporaneously with such request and approval.
4. Supervisor notes, remedial actions, and associated internal investigation files
shall be expunged from the department files after one (1) year from the date of
the administrative action, unless a tort or litigation is pending.
Disciplinary actions, including sealed files with no recurrence, are eligible for removal, at
the request of the employee after eight (8) years. In order to be eligible for removal the
employee must authorize the City to view all sealed files to determine if a recurrence has
occurred. Employees may request that disciplinary action, including sealed files, with no
recurrence, be removed prior to eight (8) years if mutually agreed upon by the employee
and city.
20
ARTICLE 14
PERSONNEL FILES
(continued)
B. Requests for sealing or removal of disciplinary actions should be directed to the office of
the Chief of Police.
C. Sealing or removal shall include all memos, letters, correspondence, complaint forms and
any other written or electronically recorded material pertaining to the action.
D. Sealing or removal shall not include any material related to criminal offenses for which
the employee was charged nor any material related to a pending tort claim or pending
litigation, except in concurrence with the sealing or expungement of criminal charges by
a court of competent jurisdiction, or except in the event of complete exoneration of the
employee by the court.
E. The sealed action shall not be held to discriminate against the employee in any
subsequent disciplinary action, or in the event of impending promotion, merit step raise,
transfer, special requests, modification of duty, vacation selection, application for other
employment, or against any other action the employee may take for his personal
improvement or betterment.
F. Once sealed, the file shall not be opened unless the employee requests such unsealing; or
records are required for a pending tort, pending litigation or valid court subpoena
approved by the City Attorney; but, in any case, the employee is to be notified of the
opening of the sealed file and the reason therefore.
G. All unfounded, exonerated, not sustained, and no finding complaints will be maintained
in a separate file by the department, for a period of no more than two (2) years from the
date of the alleged occurrence, unless a tort or litigation is pending.
21
ARTICLE 15
OFFICER BILL OF RIGHTS
Section 1. The Chief of Police shall establish and put into operation a system for the receipt,
investigation, and determination of all complaints against Police Officers received by such Chief
of Police from any person.
Section 2. Whenever an Officer is under investigation and is subject to interrogation by
members of his agency, for any reason which could lead to disciplinary action, demotion, or
dismissal, or is a witness to any such incident such interrogation shall be conducted under the
following conditions:
A. Interrogation: When an Officer is under investigation by the Owasso Police Department
for a complaint received, and is to be interrogated in respect to such complaint by other
members of the department when there is a logical possibility that suspension, demotion,
or dismissal may result, such interrogation shall be conducted as follows:
B. When an Officer is to be interrogated or interviewed as a witness in an investigation by
the Owasso Police Department for a complaint received, and is to be interrogated or
interviewed in respect to such complaint by other members of the department when there
is a logical possibility that suspension, demotion, or dismissal may result for an officer,
such interrogation or interview shall be conducted as follows:
An accused Officer shall be notified of the name of all complainants, and the
purported aggrieved person. Such notification shall accompany the notice of
investigation. Absent corroborating evidence, no member of the Department can
stand in as the complainant or aggrieved person, in order to protect the identity of
the complainant or aggrieved person. The only exception shall be in the instance
of criminal complaints against an officer. The employee may request to be
confronted by the complainants. This shall be allowed where deemed necessary
to by the employee or the investigating officer.
2. Preliminary discussions with supervisory personnel within the Police Department,
in relation to a complaint received, shall not be considered as interrogation as
used herein.
3. The Officer being interrogated / interviewed shall be informed of the rank, name,
and command of the Officer in charge of the investigation, the interrogating
Officer or identity of any agent acting on behalf of the Officer in charge of the
investigation, and all persons present during the interrogation. All questions
directed to the Officer being interrogated / interviewed shall be asked by and
through any one interrogator at any one time.
22
ARTICLE 15
OFFICER BILL OF RIGHTS
(continued)
4. The Officer being interrogated/interviewed shall be informed of the nature of the
investigation prior to any interrogation/interview.
5. Interrogation/interview sessions shall be for reasonable periods and shall be timed
to allow for such personal necessities and rest periods as are reasonably
necessary.
6. The Officer being interrogated / interviewed shall not be subjected to offensive
language or threatened with transfer, dismissal, or disciplinary action. No
promise or reward shall be made as an inducement to obtain testimony or
evidence.
7. The Officer being interrogated / interviewed shall be completely informed of all
his rights pursuant to this procedure prior to the commencement of the
interrogation and of his responsibility to answer all questions, and this notification
shall be included on the tape recording or written record of the session.
8. At the request of any Officer being interrogated / interviewed, he shall have the
right to be represented by counsel or any other representative of his choice who
may be present at all times during such interrogation, at no additional expense to
the Employer.
9. Interrogation / interviewing of Officers may be taped or recorded in written form
at the discretion of the investigating Officer. Officers being interrogated /
interviewed may record the proceedings with his own equipment or record at his
own expense. Records and tapes compiled by the department shall be exclusively
retained by the department as confidential information, but may be used at the
discretion of the Employer in administrative hearings or for other administrative
purposes.
C. An Officer under investigation shall receive written notification from the investigating
Officer or the Chief of Police as to the conclusion of the investigation. Adjudication will
commence not more than 20 business days from the conclusion of the investigation.
Notification of the conclusion of the investigation shall be provided by the investigating
person to both the Chief of Police and the Lodge President within 24 hours of conclusion.
If an Officer is under multiple investigations, arising from the same complaint, the 20
business days will commence at the conclusion of the final investigation. The 20-day
time period may be extended by mutual consent.
23
ARTICLE 15
OFFICER BILL OF RIGHTS
(continued)
D. No Officer shall be discharged, disciplined, demoted, or denied promotion, or transfer, or
reassignment, or otherwise be discriminated against in regard to his employment, or
be threatened with any such treatment, by reason of his exercise of the rights granted by
this contract.
E. Any and all questions shall be narrowly focused on the subject of the complaint.
Questions shall be relevant and pertinent to the original complaint. If any additional
violations surface, the investigator shall consult with the Chief of Police prior to
investigating the newly uncovered violation. The Officer being investigated /
interviewed shall be informed in writing at that time that the investigation is being
expanded to include the additional violations.
F. Disputes, disagreements, or grievances resulting from any lack of clarity in language,
shall be resolved through the grievance process.
G. Officers are afforded any and all rights, protections, and guaranties, granted to any
employee by the Constitution of the United States, State of Oklahoma, and including any
and all Federal, State, and Municipal laws, and ordinances.
24
ARTICLE 16
SAFETY AND HEALTH CONIlMTTEE
Section 1. The Employer and the Lodge agree to cooperate to the fullest extent in the
promotion of safety and health, on the Employer's premises and while carrying out this mission
of the Employer and the duties of the employees. For this purpose, it is agreed to establish a
safety and health committee to consist of two (2) members appointed by the Lodge, two (2)
members appointed by the Chief of Police and one (1) member mutually agreed upon by the
appointed members.
Section 2. The Safety and Health Committee shall have the authority to conduct on -site
inspections of equipment, buildings and other related areas to the occupational environment of
the bargaining units. They shall also have the latitude to make studies of safety equipment and
practices and to conduct investigations into health hazards that may be appropriate to protect the
Employer's interest as it may relate to Worker's Compensation or other liability inherent to
occupational diseases and injury and to protect the member's rights to a safe employment
environment. At the discretion of the Chief of Police and the availability of manpower, members
of the committee shall be excused from duty for the work of the committee.
Section 3. The Employer agrees to make every effort to correct safety hazards or unsafe
working conditions as recommended by the Safety Committee.
25
ARTICLE 17
HONOR GUARD
An Honor Guard consisting of a minimum of ten (10) Officers shall be selected by the Lodge.
The composite of the Honor Guard shall be subject to approval of the Chief of Police. All
necessary attire and equipment shall be furnished by the City. The function of the Honor Guard
shall be to serve at official gatherings, such as the arrival of Dignitaries, Police Officer Funerals,
State Memorial Service and any other special events as approved by the Chief of Police.
Members of the Honor Guard may be allowed time off with pay for each event, subject to
approval of the Chief of Police. Honor Guard vacancies may stay vacant up to twelve (12)
months depending upon budget. An officer shall not voluntarily resign from the Honor Guard
within three years of appointment to the Honor Guard.
26
ARTICLE 18
DUES CHECKOFF
Section 1. The Employer agrees to deduct regular monthly Lodge dues from earned wages of
those employees who are in the bargaining unit and who have provided written authorization to
the City for said deduction. The deduction shall be made from each paycheck in an amount
certified to be correct by the Secretary of the Lodge no later than the close of the workday
following each payday after the deduction is made. The payroll deduction shall be revocable by
the employee by notifying the Employer in writing. The Employer will notify the Lodge, in
writing, of any revocation.
Section 2. The Employer will deduct only Lodge dues from the employee's paycheck and
will not deduct initiation fees, special assessments, fines or any other deductions except for dues.
In the event of an increase or decrease in Lodge dues, the Lodge will give the Employer thirty
(30) days notice in order to allow the Employer to make the proper changes in its accounting
records. No deductions will be made when the salary to be paid an employee is not sufficient to
cover the amount deducted.
Section 3. The Employer will provide the Lodge Secretary a detailed report showing all
employees by name and deduction amount each pay period.
Section 4. All deductions will be for the month in which they are taken. All deductions
refundable at the time of termination or resignation will be refunded by the Lodge. The
Employer shall not be responsible for errors. In case an error or improper deduction is made by
the Employer, a proper adjustment of the same shall be made by the Lodge with the employee
affected.
Section 5. The Lodge shall indemnify, defend and hold the Employer harmless against any
claims made and against any suits instituted against the Employer on account of payroll
deduction of Lodge dues.
Section 6. This service shall be provided at no expense to the Lodge or its members.
27
ARTICLE 19
CLASSIFICATIONS & PROMOTIONS
Section 1. Classification and Promotions Process within the Owasso Police Department shall
be as follows:
A. Classifications
1. Senior Patrolman: Must be a certified police officer with at least five (5) years of
experience with the Owasso Police Department who has obtained the achievement
of intermediate certification through (CLEET) the Oklahoma Council on Law
Enforcement Education Training.
2. Master Patrolman: Must be a certified police officer with at least seven (7) years
of experience with the Owasso Police Department, who has obtained the
achievement of advanced certification through (CLEET) the Oklahoma Council
on Law Enforcement Education Training.
B. Promotions
1. Sergeant: Must be a certified police officer with at least sixty (60) credit hours
from a regionally accredited college or university, or hired prior to July 2023, and
have at least five (5) years of experience as a police officer with the City of
Owasso immediately prior to testing.
2. Lieutenant: Must be a certified police officer with at least sixty (60) credit hours
from a regionally accredited college or university, or hired prior to July 2023, and
must be a Sergeant with at least two (2) years of experience in the rank with the
Owasso Police Department immediately prior to testing.
3. Captain: Must be a certified police officer with at least sixty (60) credit hours
from a regionally accredited college or university, or hired prior to July 2023, and
must have at least seven (7) years of supervisory experience with the Owasso
Police Department prior to testing.
ARTICLE 19
CLASSIFICATIONS & PROMOTIONS
(continued)
Section 2. Eligible applicants for the promotional examination shall participate in an
Assessment Process and an interview with the Chief of Police.
A. The Assessment Process shall measure the knowledge, skills, and abilities specific to the
Owasso Police Department, and shall be mutually agreed upon by the City and the
Lodge. Assessors will be chosen through the assessment process.
B. For the rank of Sergeant and Lieutenant ranking shall be weighted 70% final Assessment
Process score and 30% Chief's Interview score.
C. For the rank of Captain, ranking shall be weighted 60% final Assessment Process score
and 40% Chief's Interview score.
Section 3. Upon completion of all testing it is agreed that the promotions shall be offered in
the following manner for the listed position:
A. Sergeant: The candidate with the highest score at the completion of testing.
B. Lieutenant: The Chief of Police will select the Lieutenant from the top two candidates.
C. Captain: The Chief of Police will select the Captain from the top two candidates.
Section 4. The promotional examination will be valid for one (1) year from the date the
Assessment Process and Chief's Interview scores are posted. The Promotional Eligibility List
will be signed and dated by both the Chief of Police and the FOP President. Any vacancies
occurring during that year will be filled by the qualified candidates on the eligibility list.
Section 5. One representative from the Bargaining Unit and one representative from the
Owasso City Management shall be present throughout each testing portion of the process to
evaluate the process and recommend any future changes to the process.
Section 6. Employees with disciplinary suspensions without pay exceeding sixty (60)
consecutive days shall not be eligible to apply for a promotion for one (1) year from the date of
discipline. Employees with disciplinary demotion shall not be eligible to apply for a promotion
for two (2) years from the date of discipline.
Section 7. Employees with disciplinary suspensions without pay exceeding sixty (60)
consecutive days or a disciplinary demotion shall be removed from any current promotional
eligibility lists.
29
ARTICLE 20
VACATION
Section 1. Employees within the bargaining unit shall receive paid vacation in accordance
with the following, to -wit:
Years of
Employment
Vacation Leave
Method of Accumulation
Maximum
Accumulation
1-4
96 hours
3.70 hours/pay period
260 hours
5 - 9
120 hours
4.62 hours/pay period
296 hours
10 - 14
144 hours
5.54 hours/pay period
356 hours
15 - 19
168 hours
6.47 hours/pay period
404 hours
20 - 24
192 hours
7.39 hours/pay period
452 hours
25 and over
216 hours
8.31 hours/pay period
500 hours
Section 2. Accumulation. The employee of the bargaining unit shall be allowed to
accumulate unused vacation leave for use in following years to the extent set forth in the chart
above.
Section 3. In the event a request to use vacation leave is denied and such denial results in the
loss of further accruals, the officer having been denied the use of vacation leave shall be
compensated in salary an amount equal to his regular rate of pay times the amount of accruals
lost.
30
ARTICLE 21
HOLIDAY PAY
Section 1. Compensation. Each employee of the bargaining unit shall receive as, and for,
holiday pay the sum of ninety-six (96) hours times such employee's regular rate of pay. Such
holiday pay shall be paid in two (2) separate checks or warrants of forty-eight (48) hours on the
first pay date in the month of December, and forty-eight (48) hours on the first pay date in the
month of June of the current fiscal year. Those employees of the bargaining unit scheduled to
work and actually having worked on a holiday shall, in addition to the holiday pay above
referenced, receive such employee's regular straight time pay for such day worked.
Section 2. Prorated Pay. For those employees who are not employed for the entire six-
month period prior to the aforementioned first pay date in the month of December or the first pay
date in the month of June, holiday pay will be calculated using the number of months employed
divided by 6 months (the "holiday pay" period) multiplied by forty-eight (48) hours (as stipulated
by contract).
Section 3. Each employee of the bargaining unit shall have the option of receiving forty-
eight (48) hours payable in June and forty-eight (48) hours payable in December as leave time in
lieu of the holiday pay check in June and/or December. If elected, this leave time will be added
to the employee's vacation balance.
31
ARTICLE 22
SICK LEAVE
Section 1. Sick leave may be taken when an employee is unable to perform his duties
because of personal illness, off -the -job injury or for necessary care and attendance of a member
of the employee's immediate household or when an employee might expose or jeopardize the
health of others. Employees may elect to have such time off deducted from personal
compensatory time reserves in lieu of sick time at the discretion of the employee. Emergency
Dispatch must be notified at least one (1) hour prior to starting time. An employee may be
subject to disciplinary action for failure to notify Emergency Dispatch of absence.
Section 2. Accrual of Sick Leave. Each member of the bargaining unit shall accrue sick
leave at the rate of 4.27 hours each pay period. Each employee of the bargaining unit shall be
allowed to accumulate a maximum of 1105 hours of sick leave.
Section 3. Doctor's Certificate. If an employee is ill for three (3) consecutive days, the
employee shall, upon request and at the City's expense, furnish a doctor's certificate as a
condition precedent to being granted sick leave. The certificate shall certify that the employee
was unable to work due to illness or injury to self or immediate family member and verify the
employee's fitness for return to work. The doctor must be an in -network doctor based on the
current health plan.
Section 4. Misuse of Sick Leave. Any employee who misuses the sick leave privilege may
be dismissed as well as be denied pay for the day.
Section 5. Pregnancy. Pregnancy shall be treated as any other condition in regard to sick
time. However, for an employee engaged in hazardous or emergency services, a doctor's
certificate shall be required after the sixth month and each month thereafter for the duration of
the pregnancy, stating the employee's ability to continue her regular duties without limiting her
performance.
Section 6. Emergency Leave. In the event of death, serious injury, serious or contagious
illness in an employee's immediate family, the employee shall be granted emergency leave. This
emergency leave shall be a leave with pay, but shall be charged to either sick leave, vacation
leave, or compensatory time at the discretion of the employee.
Section 7. Immediate family as utilized in the sick leave and emergency leave provisions
above stated shall be understood to mean husband or wife, father or mother of employee or
spouse, sister or brother of employee or spouse, grandparents of employee or spouse, children or
legally adopted children of husband or wife or both, and foster children placed in the home
through DHS. Any other person whose relationship could justify the employee's absence may
require special approval by the Chief of Police.
32
ARTICLE 22
SICK LEAVE
(continued)
Section 8. An employee upon retirement shall be paid an amount equal to fifteen percent
(15%) of their accrued sick leave calculated at the employee's rate of pay at the time of
disbursement. An employee may instead convert fifteen percent (15%) of their accrued sick
leave to terminal leave. In order to be eligible for this benefit the employee must provide the
City sufficient notice of pending retirement and election option. Said notice to be not less than
ninety (90) days prior to expected date of retirement.
Section 9. In the event of the death of the employee, said employee's beneficiary shall
receive payment equal to one hundred percent (100%) of the employee's accrued sick leave.
33
ARTICLE 23
WORK SCHEDULE
Section 1. There is hereby designated by the employer a regular fourteen- (14) day work
period for all employees which will consist of eighty-five- and one-half hours (85 1/z).
Section 2. The Patrol Division of the Owasso Police Department will be organized into two
squads and each squad into two shifts to work scheduled hours each work period as follows:
Squad One / Shift One (Day Shift)
Week 1: Scheduled Work Hours 0700 to 1900 Sunday, Monday, Tuesday, Wednesday
Scheduled Days Off Thursday, Friday, Saturday
Week 2: Scheduled Work Hours 0700 to 1900 Sunday, Monday, Tuesday
Scheduled Days Off Wednesday, Thursday, Friday, Saturday
Squad One / Shift Two (Night Shift)
Week 1: Scheduled Work Hours 1900 to 0700 Sunday, Monday, Tuesday, Saturday
Scheduled Days Off Wednesday, Thursday, Friday
Week 2: Scheduled Work Hours 1900 to 0700 Sunday, Monday, Tuesday
Scheduled Days Off Wednesday, Thursday, Friday, Saturday
Squad Two / Shift One (Day Shift)
Week 1: Scheduled Work Hours 0700 to 1900 Thursday, Friday, Saturday
Scheduled Days Off Sunday, Monday, Tuesday, Wednesday
Week 2: Scheduled Work Hours 0700 to 1900 Wednesday, Thursday, Friday, Saturday
Scheduled Days Off Sunday, Monday, Tuesday
Squad Two / Shift Two (Night Shift)
Week 1: Scheduled Work Hours 1900 to 0700 Wednesday, Thursday, Friday
Scheduled Days Off Sunday, Monday, Tuesday, Saturday
Week 2: Scheduled Work Hours 1900 to 0700 Wednesday, Thursday, Friday, Saturday
Scheduled Days Off Sunday, Monday, Tuesday
Section 3. There shall be one and one half (1.5) hours per fourteen (14) day work period that
may be utilized as briefing time for the Patrol Division. Said briefing time shall be contiguous
with the regular scheduled work hours, as scheduled by the Chief of Police. If the one and one
half (1.5) hours per fourteen (14) day work period is not utilized for shift briefings, it is the
responsibility of each officer to work the one and one half (1.5) hours during the two -week work
period contiguous with the regular schedule work hours. The one and one half (1.5) are to be
recorded on the date(s) actually worked.
34
ARTICLE 23
WORK SCHEDULE
(continued)
Section 3. The following exemptions shall apply to the work period criteria provided for in this
article. Under no circumstances are any exemptions, other than those specifically designated in
this section of this article, allowable under this agreement.
A. Employees, upon approval by the Chief of Police, shall be allowed to trade a shift or
partial shift with another employee as provided for by F.L.S.A.
B. Any employee requesting training opportunities may request and be granted, by the Chief
of Police, a change in their regular days off and/or work hours in order to attend such
training opportunities.
C. Detectives may, solely at their request, alter their work hours and/or work days, upon
approval by the Chief of Police, due specifically to case load and/or investigative
necessity. This does not include coverage for absent officers.
D. Trainees, while in Field Training Program, may be required to change shift hours and
days off to accommodate such training schedule.
E. Captains may, solely at their request, alter their work hours and/or work days, upon
approval by the Chief of Police, due to assigned case load or operational demands of the
department as determined by the Chief of Police. This does not include coverage for
absent officers.
F. School Resource Officers/Sergeants will work a schedule that begins seven (7) days
before the first day of the school year through seven (7) days past the last day of the
school year as established by the Owasso Public Schools. During the Summer, when
school is not in session, School Resource Officers/Sergeants have the option to remain on
their current schedule or can be assigned to a current day shift at the discretion of the
Chief of Police with minimum of 30 days' notice. Once assigned, the School Resource
Officer's Sergeants shift will not change during the summer break.
Section 4. Any hours worked in excess of eighty-five and one half (85 1/2) hours per work
period or any time worked in excess of the herein designated work week shall be compensated at
the rate equal to one and one-half (1 1/2) times the employee's regular hourly rate of pay or
compensatory time at the same rate. It is agreed that an employee will not be required to take off
from the regular working hours to avoid overtime compensation or compensatory time.
A. Other than exceptions noted in B and C, the type of compensation will be at the sole
discretion of the Officer.
B. If an Officer accrues more than 240 hours of compensatory time, the manner of
compensation shall be at the discretion of the Chief of Police until such time that the
Officer's accrued compensatory time balance falls below 240 hours.
C. For voluntary assignments and voluntary training, the manner of compensation shall be at
the discretion of the Chief of Police.
35
ARTICLE 23
WORK SCHEDULE
(continued)
Section 5. If an employee is called back from scheduled time off, hours worked will be
compensated at one and one-half (1 1/2) times the employee's regular hourly rate of pay or
compensatory time at the same rate. The type of compensation will be at the sole discretion of
the Officer. Employees shall be guaranteed a minimum of two (2) hours pay at a rate of one and
one-half (1 1/2) times their regular hourly rate of pay anytime the employee is called in to work
other than regularly scheduled work hours, as well as, any officer being placed in an "on -call"
status by the courts. However, should an officer be required to report to court such officer shall
be compensated according to the above, and would not be eligible for the two hours "on -call"
compensation. If an officer accrues more than 240 hours of compensatory time, the manner of
compensation shall be at the discretion of the Chief of Police until such time that the Officer's
accrued compensatory time balance falls below 240 hours.
Section 6. For computation of employee work hours, all vacation leave and compensatory
time will be considered time actually worked.
36
ARTICLE 24
SENIORITY
Section 1. As used herein, the term Seniority shall refer to, and be defined as, the continuous
length of service within the Owasso Police Department, or for those employees who hold rank
and/or classification, the continuous length of service within rank and/or classification within the
Owasso Police Department. Seniority for employees with the same hire dates shall be
determined by random selection. Seniority for employees with the same promotion date shall be
determined by the highest promotional score at the completion of testing.
The classification of Senior Patrolman and Master Patrolman have rank parity with
Patrolman, such classifications are an indication of a level of experience with the department and
education as established by the Oklahoma Council on Law Enforcement Education and Training,
not an indication of seniority.
Section 2. Seniority lists shall be established and updated by the lodge as of first day of July
of each fiscal year, and such shall remain unchanged but for circumstances hereinafter set forth.
Section 3. After the effective date of this Agreement, seniority for employees hired or
rehired shall commence on the date of hire or rehire.
Section 4. Except where impractical due to skill levels of employees, or experience of
employees, or where specific working conditions, or assignment to specialty unit(s) exist which
would preclude certain employees from working specific shifts, and considering required
manning levels, seniority will be the dominate factor to be considered by the Chief of Police, or
his/her designated representative, in reaching the following determinations, to -wit:
A. Squad/Shift assignment; provided however that general shift change assignments shall
occur only one (1) time per year, which shall occur on the beginning of the first pay
period of each calendar year.
In the event of a mid -year promotion(s) a mid -year shift bid shall occur, unless
mutually agreed upon between the Chief of Police and the Lodge to delay the shift
bid.
B. Assignment to Specialty Unit(s): Canine Officers and School Resource Officers will be
in a separate squad/shift bid excluded from the Patrol division squad/shift bid assignment,
based on seniority within the unit. If more than one officer is selected at the same time,
seniority will be based on the ranking in the testing process. However, supervisors who
are also designated as a Canine Officer will continue to participate in the Supervisor
squad/shift bid assignment.
C. Assignment to Specialty Unit(s): Officers newly assigned to the Detective Division will
not be eligible to participate in a squad/shift bid assignment for two years from the date
of assignment to the Detective division.
37
ARTICLE 24
SENIORITY
(continued)
D. Granting of vacation leaves requested sixty (60) days in advance; vacation leaves
requested at least sixty (60) days in advance shall require written approval or denial with
explanation, within forty-eight (48) hours of expiration of sixty (60) day limit.
Those requests for vacation leave not made sixty (60) days in advance shall be granted on
a first -come -first -serve basis with written approval or denial with explanation provided to
employee within forty-eight (48) hours of submission of vacation request. Vacation shall
not be requested more than one hundred and eighty days (180) days in advance. It is
agreed that the Chief of Police, or his/her designated representative, will make every
effort to approve requested time off as submitted, in whole.
E. Scheduling of comp time cannot be more than one hundred and eighty days (180) days in
advance and not less than two (2) days in advance unless such request does not place the
shift below minimum manning, or does not unduly disrupt the department.
Section 5. In the event of a reduction in force, employees shall be laid off in the reverse
order of seniority. Employees shall be recalled from layoff status by seniority to be determined
from the original date of hire. Recall rights shall be preserved for a period of eighteen (18)
months from the date of layoff. Notice of recall shall be mailed by certified mail to employees to
their last place of residence shown on Employer's personnel records, as well as written notice
shall be given on the same date to the Lodge President or his designated representative. Any
employee who fails to report for duty within thirty (30) working days following receipt of notice
of recall or within thirty (30) working days following attempted delivery of such notice or the
same is unclaimed or otherwise not actually received, shall be deemed as having permanently
terminated his employment.
Section 6. The provisions of this Article shall be construed to encompass all seniority rights
in existence on the effective date of this Agreement.
ARTICLE 25
RETIREMENT AND PENSION
Section 1. For those Employees who are members of the Oklahoma Police Pension and
Retirement System the Employer shall appropriate funds for the use and benefit of the System, as
provided by Oklahoma Statutes, Title 11, ss 50-109.
Section 2. The Employer -paid four percent (4%) of each Employee's required eight percent
(8%) contribution toward the Oklahoma Police Pension and Retirement System previously
provided for in Article 25 is included in the base pay provided in Article 33 as of the 2013-2014
contract year.
39
ARTICLE 26
INSURANCE
Section 1. Each employee of the bargaining unit shall receive the same insurance benefit
package that is provided to other City employees, including but not limited to:
A - Hospitalization
B - Medical
C - Vision
D - Dental
E - Life
The carriers of the preceding types of insurance will be determined by the Employer. All costs
for Employee insurance coverage and annual biometrics screenings will be paid by the
Employer. Should a member of the bargaining unit elect not to participate in the annual
biometrics screening coordinated by the Employer, such Employee shall be charged $25 per
month for Medical Insurance. Members of the bargaining unit may elect, if applicable, dependent
coverage for all of the above listed insurance, the cost for dependent coverage will be paid the
same as is provided for other City employees.
Section 2. The employer will pay to the Lodge the sum of $3.50 per month for each
employee in the bargaining unit who is a policy holder of the Fraternal Order of Police Legal
Defense Plan for the purpose of applying toward the premium costs of the same. (It is
understood this is "additional" funding for legal defense insurance only and not assignable or re -
assignable to or for any other purpose.)
Section 3. The Lodge agrees to provide the City a copy of invoices from the insurer and a
roster of members of the bargaining unit who are enrolled in the Fraternal Order of Police Legal
Defense Plan by the fifth (5th) day of the month for the purposes of calculating the amount due
the Lodge.
.O
ARTICLE 27
UNIFORM AND EQUIPMENT
Section 1. The employer shall pay each member of the bargaining unit a clothing/uniform
and equipment allowance in the amount of Twelve Hundred Dollars ($1200). Payment shall be
made in two equal payments of Six Hundred Dollars, the first on the first pay date in July and the
second on the first pay date in November.
The Employer shall pay a prorated uniform allowance to each member of the bargaining unit
upon the completion of his/her one-year of service. Such prorated uniform allowance shall be
based upon the amount of uniform allowance designated herein Section 1 and the number of
months remaining until the next payment date.
Section 2. The Employer shall provide for cleaning of uniforms. The Employer shall also
provide for cleaning of clothing utilized by detectives in the performance of their duties. Such
cleaning shall be arranged for in such manner as to assure a local depository/pick-up in the event
of servicing outside the municipality which is in the Employers discretion.
Section 3. The Employer shall provide for all new members of the Police Department a
complete issue of new uniforms and new or like new equipment, to include the following:
A. four (4) uniform shirts, short sleeve:
B. four (4) uniform shirts, long sleeve;
C. five (5) uniform trousers;
D. all lent of g ,,; Leather gear: Belt w/inner belt, keepers, (1) mag pouch, and (1)
cuff case;
E. two (2) pairs handcuffs;
F. two (2) badges;
G. one (1) Stinger or similar police style rechargeable flashlight; (1) secondary
rechargeable light for vest carrier;
H. one (1) bullet resistant vest;
I. one (1) all weather jacket;
J. inclement weather gear;
K. one (1) box Of All firearms ammunition as specified in Section 4 of this article;
L. one (1) department issued hat;
M. one (1) expandable baton;
N. one (1) canister of defensive chemical spray;
O. two (2) pairs of collar brass;
P. two (2) metal name tags;
Q. one (1) police equipment bag;
R. one (1) slim metal report folder;
S. one (1) slim metal citation folder;
T. eA Nylon duty gear; Nylon Belt w/inner belt, keepers, and a combination of choice
between Nylon and Kydex gear for belt and/or outer carrier.
U. one (1) outer carrier for bullet resistant vest;
41
ARTICLE 27
UNIFORM AND EQUIPMENT
(continued)
V. one (1) department issued handgun with four (4) magazines; (2) holsters (nylon &
gloss), and tactical weapon light; one (1) rifle w/RDS optic & Railmount light;
Electronic Hearing and Ballistic Eve Protection; Rifle rated ballistic plates
w/carrier, gas mask w/filter, Kevlar Helmet, and 12-gauge launcher or
Pepperball launcher.
W. and -any other uniform or equipment that is required, including but not limited to
special clothing and equipment necessary for K9 Officer, Motorcycle Officer and
other specialized assignments.
X. Employees hired after July 1, 2023 will have the option to be issued a Red Dot
System for department issued handgun.
Section 4. Since employees are required to carry and use only approved ammunition, the
Employer shall, during the term hereof, provide each employee one -hundred (100) rounds of
Employer -approved hand -gun ammunition, same to be utilized only in the course of duty. Those
employees who have qualified annually with department issued or department approved
shotguns, such employees shall receive twenty (20) rounds shot -gun shells consisting of ten (10)
rounds 900 buckshot and ten (10) rifled slugs. To those employees who have qualified annually
with department issued or department approved rifles, such employees shall receive one
hundred -twenty (120) rounds of ammunition. The Employer -approved duty ammunition shall be
issued once a year to each employee, on or before December 15th.
Section 5. The Employer shall provide each member of the bargaining unit a bullet -resistant
vest of a design approved by the Chief with input from the Health and Safety Committee. Such
vest shall be maintained by the Employer at no cost to the employee and shall be replaced in
accordance with manufacturer's recommended replacement schedule. At the request of the
employee a new outer carrier will be provided at the same time the bullet -resistant vest is
replaced. This item of safety shall be the sole property of the City of Owasso. However, upon
request, the bullet -resistant vest shall become the property of the employee at retirement.
In no case shall an employee be denied a replacement vest in the event the one in current use
exceeds the manufacturer's suggested replacement schedule or becomes damaged. An individual
employee may choose to purchase a bullet resistant vest of a make or model different from that
selected by the Employer for issue. In the event such a selection is made, the Employer shall pay
a portion of the cost equal to the cost of the vest issued by the Employer, provided, however, that
such vest shall become the sole property of the Employer requiring no reimbursement
whatsoever for a period of one year from date of purchase. However, upon request, the bullet -
resistant vest shall become the property of the employee at retirement.
Bullet -resistant vests that exceed the manufacturer's suggested replacement schedule shall
become the property of the employee.
External hard plate carrier and plates shall be the sole property of the City of Owasso, and shall
not become the property of the employee under any circumstance.
42
ARTICLE 27
UNIFORM AND EQUIPMENT
(continued)
Section 6. Once an employee completes his/her initial probationary period, the following
items shall become the sole property of that individual officer:
Four (4) uniform shirts, short sleeve;
Four (4) uniform shirts, long sleeve;
Five (5) uniform trousers;
One (1) department issued hat;
Two (2) pairs collar brass;
One (1) whistle chain;
One (1) whistle
Two (2) metal name tags
The City shall be responsible for the repair and replacement of uniforms and equipment listed in
Section 3, but not normal wear and tear of uniforms and equipment listed in Section 6.
Section 7. Members of the bargaining unit with ten (10) years of service and an honorable
discharge will be allowed to keep all badges that include the officer's badge number and
department issued handgun.
Section 8. For appearance and safety reasons members of the bargaining unit shall not wear
jewelry while on duty, with the exception of a wedding ring and a watch. Jewelry worn
underneath the uniform that is not visible will be allowed.
43
ARTICLE 28
PERSONAL PROPERTY
Section 1. The intent of Article 28 is to establish parameters for the City to replace personal
property that is legitimately damaged while performing unavoidable work duties. The City shall
not fund replacing personal property damaged, destroyed, lost or stolen while on duty due to
gross negligence.
Section 2. The Employer shall repair, replace, or reimburse employee at Employer's
expense, employee's personal property which is damaged, destroyed, lost or stolen, ordinary
wear and tear excepted, while on duty unless it is shown by the Employer that the employee was
negligent in incurring loss or damage to the personal property of employee. The maximum
expense the Employer shall have by virtue to this Article shall be limited to $3,500 per officer,
per incident. Watches, laptops and mobile technology (excluding phones) are limited to $200
per item per incident. Mobile phones are limited to $1,000 per incident. To be eligible for
coverage phones must be kept in a protective case. Said expense shall not include the cost of an
officer's personal weapons that may need to be repaired or replaced.
Section 3. In order to be eligible for repair, replacement, or reimbursement, all items of
personal property must be on an inventory list which shall be maintained by the Chief of Police.
Inventory lists including an estimate of value of each item shall be updated twice per year (July
15 and January 15). An employee may add to or delete from the list at any time. The total value
of the items listed on the inventory shall not exceed $3,500, except by approval of the Chief of
Police. Officer owned weapons shall be listed on the inventory list, but the weapons value shall
not be counted toward the $3,500 maximum value. Weapons that may be carried on duty are
those that are approved by policy. Clothing items that are worn on duty will be recognized as the
uniform of the day and will not have to be listed on the inventory, in order to be covered.
Section 4. When repair, replacement or reimbursement is requested, such request shall be
accompanied by a report specifying the incident or actions surrounding the damage or loss. If
damaged and recoverable, the employee shall present the damaged article to the Employer for
inspection. If replaced, the salvaged item(s) shall become the property of the City of Owasso.
Section 5. Repair, replacement or reimbursement will be at the employer's sole discretion,
and will not include items covered by individual's personal insurance.
ARTICLE 29
TEMPORARY ASSIGNMENT
Section 1. Any employee assigned additional supervisory duties not consistent with the
normal duties of their rank for any period of time, shall receive a temporary increase in pay for
the period of time such "acting" assignment is in effect. Temporary Assignment does not apply
to the Detective division or School Resource Officer division, unless there is a vacancy, in which
temporary assignment will be paid based on seniority within the unit.
Section 2. The amount of pay shall be consistent with the position and duties to be
performed, but shall not necessarily be equal to the pay received by the absent employee. Such
temporary pay increase shall be consistent with the adopted pay schedule guideline.
Section 3. When a Lieutenant in charge of a shift is gone because of vacation leave or
compensatory time leave, the Sergeant on the shift will assume command of the shift without
being considered working under "temporary assignment" and will not receive "temporary
assignment" pay.
Section 4. In the event the Lieutenant in charge of a shift is gone for any reason, for a period
of thirty (30) calendar days or more the Senior Sergeant on the shift shall receive a temporary
increase in pay for such time "acting" assignment is in effect beginning on the thirty-first (31)
consecutive day of the Lieutenant's absence. The amount of pay shall be consistent with
Lieutenant's pay and the adopted pay schedule guidelines, but shall not necessarily be equal to
the pay received by the absent employee. In the event the Lieutenant in charge of a shift is on
light duty and working regular shift assignment, for a period of thirty (30) calendar days or more,
including consecutive days of absences, the Sergeant on the shift shall receive a five percent
(5%) increase in pay on the thirty-first (31) consecutive day.
Section 5. Employees with less than five (5) years of experience with the Owasso Police
Department shall not be eligible for "temporary assignment".
Section 6. Employees with disciplinary suspensions without pay exceeding sixty (60)
consecutive hours shall not be eligible for "temporary assignment" for one (1) year from the date
of discipline. Employees with disciplinary demotion shall not be eligible for "temporary
assignment" for two (2) years from the date of discipline.
Section 7. Employees designated as Field Training officers shall be compensated two (2)
compensatory or overtime hours per day when performing field training duties.
Mi
ARTICLE 30
EDUCATION INCENTIVE
Section 1. Tuition Reimbursement. The Employer shall pay tuition costs, under the
limitations hereinafter set forth in this Article, for required or elective courses leading to a
Bachelor's degree.
A. The tuition herein provided shall not exceed the tuition cost for comprehensive
universities and colleges as established by the Oklahoma State Regents for Higher
Education.
B. Course(s) on which reimbursement will be requested must be part of a Degree plan and
must be approved by the Chief of Police prior to enrollment. If reimbursement is being
sought for a Master's Degree or beyond, approval of the City Manager or his/her
designee must be obtained prior to enrollment and must be in a law enforcement related
field.
C. Employees must receive at least a 2.0 on a 4.0 scale or a minimum of a "C" grade on a
letter grade scale in each course. Failure to maintain a "C" grade in a course will result in
non-payment of tuition for those hours.
D. Upon verification of satisfactory completion of the course, reimbursement for the tuition
shall be made to the employee.
Section 2. College Education Compensation. Each member of the bargaining unit is entitled
to receive additional compensation for college level education accomplishments in a law
enforcement related field as follows:
A. Any employee may request pay in the amount of One Dollar ($1.00) per month per credit
hour for successfully completed college credit hours to a maximum of seventy-five hours.
B. Any employee holding an Associate Degree shall be paid One Hundred Dollars ($100.00)
per month in addition to the employee's base pay.
C. Any employee holding a Bachelor's Degree shall be paid One Hundred and Twenty -Five
Dollars ($125.00) per month in addition to the employee's base pay.
D. Any employee holding a Graduate Degree shall be paid One Hundred and Fifty Dollars
($150.00) per month in addition to the Employee's base pay.
.o
ARTICLE 30
EDUCATION INCENTIVE
(continued)
E. Payment for college hours shall be based on the following criteria:
1. Employee must receive at least a 2.0 grade point average on a 4.0 scale or a
minimum of a "C" grade on a letter grade scale.
2. A copy of the transcript must accompany each request and any request for
increasing such pay.
3. Payment for course hours will be allowed if justification is given indicating such
hours were required to pursue a Degree (i.e. college handbook outlining degree
prerequisites and electives).
F. An officer holding multiple degrees shall only receive the compensation identified for the
highest single degree for which the officer qualifies.
47
ARTICLE 31
LONGEVITY PAY
Section 1. Employer shall pay each employee covered by this agreement longevity pay.
Longevity pay shall commence on the employee's fifth employment anniversary, at the rate of
$0.50 per hour. The employee shall receive a further increase of $0.10 per hour each year
thereafter.
ARTICLE 32
DETECTIVE "ON -CALL" PAY
Section 1. A minimum of one detective shall be placed on an "on -call" rotation schedule.
"On -call" shall be deemed to mean the following:
A. The employee is free to go or remain at any location of the employee's own choosing, so
long as the employee can call -in within ten (10) minutes of receiving a call to work, and
as long as the employee can respond to the requested location within one (1) hour of
receiving a call to work;
B. The employee is free to use the waiting time for any personal matters the employee
chooses;
C. The employee must remain sober while on -call;
D. The employee must leave a telephone number with dispatch, where the employee who is
on -call can be reached if needed.
E. The Chief of Police will establish a bi-annual on -call rotation schedule.
Section 2. While "on -call" Detectives shall receive "on call" compensation in the amount of
two (2) compensatory time or overtime hours per day. If an "on -call" detective fails to respond
to the requested location within one hour of being called, on more than one occasion during a
contract year, the "on -call" compensation shall be forfeited for that day. "On call" pay will be
payable with normal payroll cycles.
ARTICLE 33
COMPENSATION
Section 1. There is created for pay purposes, a standard "Police Department Pay Plan." For
the purpose of this Labor Agreement, effective July 1, 20242025 each employee of the
bargaining unit shall receive compensation based on the "Police Department Pay Plan A"
included in this agreement according to the employee's range and step as of June 30, 2024 2025.
Employees hired under experienced based pay will be placed in the appropriate pay plan
according to the years of service compensation is based on.
A. New hires shall begin at Entry Level except when the new Officer is already a State
Certified Peace Officer with prior law enforcement experience as a State Certified Peace
Officer at another law enforcement agency within this State or otherwise. Should a State
Certified Peace Officer with experience at another law enforcement agency be hired, the
Chief of Police shall conduct a review of the individual's qualifications and experience
and determine the appropriate entry-level salary within Range 1. No Officer shall be
brought in at a step higher than Step E. New hire placement at a step other than entry
level will only affect the employee's advancement on the Police Department Pay Plan.
B. Pay Plan Advancement for current Officers and Officers hired at Entry Level. Upon
completion of the one year of service, all Police Officers shall advance to Range I, Step
A. Thereafter Officers shall advance one step each year of service effective on the
employment anniversary date of the employee. Step advancements will automatic
throughout the term of this agreement.
C. Pay Plan Advancement for Officers hired at a Step other than Entry Level. Officers shall
advance one step per year of service effective on the employment anniversary date of the
employee. Step advancements will be automatic throughout the term of this agreement.
Section 2. In cases of transfer and/or promotion, the employee will advance to the same pay
step in the appropriate range for his new job classification after which the employee shall
continue to advance in the Pay Plan, according to Section B and Section C, effective on the
employment anniversary date of the employee.
Section 3. The following job classifications shall be compensated at the rate specified in the
"Police Department Pay Plan" as follows:
Officer
Range 1
Sergeant
Range 2
Lieutenant
Range 3
Captain
Range 4
50
Police Department Pay Plan A
Effective July 1, 2024
Entry A B C D E F G H I J K
Level (1 year)' (2 year)' (3 year)' (4 year), (5 year)' (6 yeary* (l year)' (8 year), (9 year)' (14 year )' (11 yeas)`
Patrol 2588
26 9G 2? 97 11 0 3149
32- 3 89-
5ergeant
Lieutenant
Captain 4037 41984-a 67 45 43 4724 49-
*Pay scale may not correlate with actual years of service
"Police Department Pay Plan A"
Effective July 1, 2024 2025
Entry A B G
D
E
F
G
H
I
J
K
Level (1 years* (2 year)* (3 year)*
(4 yearr
(5 year'
{= year ;•
(7 year)*
(8 year)*
(9 year)*
(1 a year )*
(11 year)*
Patrol
26.72 27.77 28.88 30.06
31.26
32.51
33.82
35.18
MAD
38.07
39.59
41.19
Sergeant
�����-44
33.75
36.11
36.61
37.97
39.49
41.08
42.72
44.44
Lieutenant
36.76
38.22
39.76
41.35
43.01
44.73
46.62
48.38
Captain
41.68
43.34
45.09
46.91
48.78
60.73
52.76
`Pay scale may not correlate with actual years of service
51
ARTICLE 34
DRUG & ALCOHOL TESTING
The Lodge and the City recognize the need to conform to the Oklahoma Standards for
Workplace Drug and Alcohol Testing Act, 40 O.S. Section 551 et seq. and the need to maintain a
safe work environment free from hazards of drugs or alcohol for the safety of both Police
personnel and the citizens. Therefore, both parties agree that drug and alcohol testing shall be
administered in accordance with the Oklahoma Standards for Workplace Drug and Alcohol
Testing policy within the City of Owasso's Personnel Manual.
52
ARTICLE 35
WELLNESS PROGRAM
Section 1. It is the intent of this article to enter into an agreement between the Fraternal Order
of Police Lodge 9149 and the City of Owasso to implement a Wellness Program that will
improve the fitness standards within the Police Department. The Lodge and City agree that
increased fitness standards will lower the incidents of on the job injury as well as the use of sick
leave.
Section 2. The City agrees to pay a per month program fee of up to Fifteen ($15.00) dollars
for each member of the bargaining unit who signs up to participate in a voluntary fitness
program. The voluntary fitness program will be available for sign-up twice a year, between June
1st and June 30th and December 1st and December 315t of each year. Members are responsible for
providing proof of participation that documents participation the physical fitness program of
their choice at least once within any seven (7) day period, excluding time used for vacation or
extended sick leave.
Participating members must agree to allow the fitness facility to release individual goals,
progress and participation dates to the employer on a monthly basis. Participating members
working out while not on duty are not covered by Worker's Compensation.
Should a participating member not take part in his/her physical fitness program at least once
within any seven (7) day period, excluding time used for vacation or extended sick leave, that
member shall not be eligible for that month's reimbursement.
Section 3. Reimbursements shall be made through payroll applicable taxes will be
withheld. In order to be eligible for the quarterly reimbursement members must provide proof of
participation by the 15th of the month following the end of each calendar quarter.
• July/August/September proof of participation due by October 15th
• October/November/December proof of participation due by January 15th
• January/February/March proof of participation due by April 15th
• April/May/June proof of participation due by July 15th
53
ARTICLE 35
WELLNESS PROGRAM
(continued)
Section 4. This section provides an incentive to Owasso Police Officers to actively participate
in a voluntary Physical Fitness Program. The program will utilize the Cooper's Fitness Test.
The test involves five (5) categories that measure varied aspects of fitness utilized in the
performance of Police duties. Each category provides ways for the Officer to accumulate points
which are calculated to determine eligibility for the incentive award.
Members of the Bargaining Unit who voluntarily participate in the Physical Fitness Program and
test in at least three categories will be credited with two comp hours.
1. The Cooper Fitness Test will be administered bi-annually in October and April.
The points will be calculated from five (5) categories with point values based on
the Cooper Fitness Test. The points and record forms will be maintained by a
designated OPD Fitness Coordinator selected by the Chief of Police. The forms
will be agreed upon by the Lodge and Chief of Police.
2. The incentive program involves an awards program with three categories. The
categories are "Gold Award" which requires 40 points, the "Silver Award" which
requires 35 points and the "Bronze Award" which requires 30 points.
A. The "Gold Award" = sixteen (16) vacation hours, the "Silver Award" = ten
(10) vacation hours and the "Bronze Award" = six (6) vacation hours.
54
ARTICLE 36
SHIFT DIFFERENTIAL
The City will establish a shift differential pay to all officers that have bid to work "Shift Two'
(Night Shift). The amount will bean additional $1.00 (one dollar), added to the base rate of
officers assigned to "Shift Two' (Night Shift).
55
ARTICLE 37
NEPOTISM
Section 1. Individuals who are close relatives or who are engaged in a personal
relationship may be employed subject to the following restrictions:
1. Employees are prohibited from directly supervising (to include working out of class)
and/or occupying a position in the line of supervision or being directly supervised by
any other employee who is a close relative or with whom they have a personal
relationship, unless otherwise directed by the Chief of Police. If circumstances
require that such a supervisor/subordinate relationship exist temporarily,
supervisor shall make every reasonable effort to defer matters pertaining to the
involved employee to an uninvolved supervisor.
2. Employees are prohibited from participating in, contributing to, or recommending
employment, promotions, assignments, performance evaluations, transfers, or other
personnel decisions, including internal investigations, discipline, and/or counseling
affectingaployee who is a close relative or with whom they have a personal
relationship.
3. Field Training Officers (FTOs) will not be assigned to directly field train close
relatives or persons with whom they are involved in a personal relationship. FTOs
are prohibited from entering into or maintaining a personal relationship with any
employeey are assigned to field train until such time the training has been
successfully documented as complete and the employee is off probationary status.
Section 2. Upon being notified of or otherwise becoming aware of any circumstance that
could result in or constitute an actual or potential violation of the Nepotism article, the
Chief of Police may take reasonable steps to mitigate or avoid such violations. Supervisors
shall also be responsible for promptly notifying the Chief of Police of such actual or
potential violations through the chain of command.
Section 3. Before entering into any personal relationship or other circumstance that the
employee or supervisor knows or reasonably should know could create a conflict of interest
or other violations of this agreement, the involved employee or supervisor shall notify the
next highest uninvolved supervisor. Potential conflicts of interest include shift assignments,
specialty units, and any other reasonable situation in which a conflict of interest could
arise. The Chief of Police may take reasonable measures to mitigate or avoid such
violations, up to and including shift or unit reassignment.
Section 4. In the event that the only available shift or unit for a lower -seniority officer
would be on the same shift or unit as a close relative or someone with whom they
engaged in a personal relationship, who is in a supervisory role, the Chief of Police reserves
the right to transfer or reassign the lower -seniority officer involved to another shift or unit
within the same classification. Efforts shall be made to cause the least amount of
disruption to seniori , rights; therefore, re -assignment is limited to the person associated
with the relative or personal relationship and the lowest senior officer within the
department that is assigned to a different shift.
56
Section 5. For the purpose of this article, close relatives refer to persons related by
marriage, blood, or adoption within the third degree, including spouses, parents, siblings,
children, uncles, aunts, nephews, nieces, grandparents, grandchildren, half -siblings, great-
grandparents, great-grandchildren, granduncles, grandaunts, grandnephews, grandnieces,
first cousins, half -uncles, half -nieces, half -nephews, and others who are within three
generations from a common ancestor. Step relationships, in-laws, and adoptions are
considered within the same degree as those by blood. There are no bars to employment or
restrictions for familial relationships beyond the third degree.
Section 6. A personal relationship refers to former spouses, domestic partnerships,
cohabitation, co -parenting, dating, or any other intimate relationship beyond mere
friendship or a solely professional relationship, including but not limited to, romantic or
passionate attachment or sexual activi , , ranging from casual to committed. Cohabitation
in this sense refers to the state of living together being involved in a romantic or intimate
personal relationship without being married and not merely the state or fact of living or
existing in the same place, at the same time.
57
In Witness Whereof, the parties have hereunto subscribed their names this 3rd day of June, 2025.
ATTEST:
Juliann M Stevens, City Clerk
APPROVED AS TO FORM:
Julie Lombardi, City Attorney
ma
CITY OF OWASSO, OKLAHOMA
A Municipal Corporation
Mayor, Alvin Fruga
FRATERNAL ORDER OF POLICE
Lodge 9149
FOP President
FOP Secretary
xE+�� P.op� • RG� Cnracu, • FE4 Commnnlry
TO: The Honorable Mayor and City Council
FROM: Michele Dempster, Senior Director
SUBJECT: City Manager Employment Agreement
DATE: May 29, 2025
BACKGROUND:
The City Manager's annual performance review process began in April, including an online
evaluation completed by department directors and City Council. The evaluation results were
provided to the City Manager and the City Council and discussed during Executive Session.
PROPOSED CONTRACT:
The existing contract with the City Manager expires June 30, 2025. Renewing the City Manager's
Employment Agreement was discussed by the City Council during an Executive Session on May
13, 2025. Staff was directed to prepare a two-year agreement with a new annual salary of
$186,000. All other employment agreement language remained unchanged.
7*I.7►VIVVIFI4Mli ; &MI
Presented for consideration is the Employment Agreement between the City and the City
Manager, Chris Garrett. The City Attorney has reviewed and approved the proposed contract.
ATTACHMENT:
Employment Agreement
EMPLOYMENT AGREEMENT
THIS EMPLOYMENT AGREEMENT {the "Agreement"}, is made and entered into as
of this P day of June, 2025, by and between the City of Owasso, Oklahoma (the "City") and
Christopher A. Garrett (the "Manager").
WHEREAS, the City Council desires to employ the services of Christopher A. Garrett to
serve as City Manager for the City of Owasso, Oklahoma; and
WHEREAS, in order to make possible full work productivity and exercise of professional
judgment and to provide for Manager's peace of mind and morale in the performance of his duties,
it is appropriate to establish certain conditions of employment and benefits in a written
employment agreement; and
WHEREAS, the Manager has agreed to accept employment as the City Manager, subject
to the terms, conditions and provisions of this Agreement; and
NOW, THEREFORE, in consideration of the mutual covenants contained herein, the
parties agree as follows:
SECTION I
EMPLOYMENT AS CITY MANAGER, DUTIES, AND REASONABLE SHILL AND
DILIGENCE
1.1 Employment as City Manager. The City hereby agrees to employ Christopher A. Garrett
as City Manager of the City of Owasso, Oklahoma.
1.2 Duties. Manager shall perform the functions and duties specified in the City of Owasso
Charter, the Owasso Code of Ordinances, and Oklahoma State Statutes. Manager shall perform
all other legally permissible and proper duties and functions as the City Council shall from time -
to -time assign. All duties assigned to the Manager by the Council shall be appropriate to and
consistent with the professional role and responsibilities of the position of City Manager.
1.3 Reasonable Skill and Dili ence. Manager shall perform the duties of City Manager with
reasonable care, diligence, skill, and expertise.
SECTION II
TERM OF AGREEMENT, SUBSEQUENT FISCAL YEAR FUNDING, AND
NEGOTIATION FOR NEW AGREEMENT
2.1 Term of Agreement._ The term of this Agreement shall commence on July 1, 2025, and be
in effect until June 30, 2027.
2.2 Funds for Subsequent Fiscal Years. The parties acknowledge that Manager's salary and
benefits for fiscal year 2027 are on a year-to-year basis, subject to annual appropriation.
2.3 Negotiation for New Employment Agreement. No later than June 15th, 2026, the City
Council shall meet, consider, and advise Manager of the Council's intent to enter into good faith
negotiations for a new Employment Agreement.
SECTION III
COMPENSATION, BENEFITS AND RETIREMENT
3.1 Salary. Manager shall be paid a base salary of $186,000 per year. Manager's salary shall
be payable in bi-weekly installments at the same time other City employees are paid.
3.2 Longevity Pay. The City agrees to pay to Manager the same longevity pay provided to
general employees of the City of Owasso.
3.3 Insurance. Manager shall receive the same group term life, health, vision, dental, and
disability insurance coverage as is offered to other non -union employees of the City. Dependent
coverage shall be offered subject to compliance with all group plan provisions established in the
plan benefit documents with the City's contribution to be the same percentage toward dependent
coverage as regular non -union employees.
3.4 Other Benefits. Unless expressly provided otherwise in this Agreement and in addition to
those benefits specifically set forth herein, Manager shall receive all other benefits offered to
regular non -union City employees.
3.5 Retirement. Manager is entitled to continued participation in the City's retirement
programs under the same terms and conditions offered to regular non -union City employees.
SECTION IV
VEHICLE AND TECHNOLOGY ALLOWANCES
4.1 Technology Allowance. Because of Manager's need to facilitate communication in the
furtherance of City business outside of regular business hours, Manager shall be entitled to a
technology allowance in the amount of $100.00 per month. The technology allowance shall
include internet and cellular phone service, as well as other necessary technology. Manager shall
be responsible for securing appropriate and necessary technology, phone and internet service.
4.2 City Vehicle. City shall provide Manager with a City vehicle for Manager's business and
personal use. City shall fully maintain the automobile and cover the vehicle under City's Self -
Insured or Insured Automobile Liability coverage.
SECTION V
PAID LEAVE
5.1 Vacation. Manager shall be provided an additional forty (40) hours vacation per year, in
addition to that provided to regular, non -union employees with the same number of years of
service. Vacation shall be accrued on a pro -rated monthly basis with no maximum accrual.
Manager shall be entitled to all vacation earned prior to the effective date of this Agreement.
Provided that, Manager shall not take in excess of four (4) consecutive weeks of vacation and six
(6) total weeks of vacation in any given fiscal year, except as required by federal and state law.
5.2 Sick Leave. Manager shall be entitled to the same amount of sick leave provided to regular,
non -union employees with no maximum accrual.
5.3 Holids. Manager shall be entitled to the same paid holidays provided to regular, non-
union employees.
SECTION VI
PROFESSIONAL DUES, SUBSCRIPTIONS, AND TRAINING
6.1 Professional Dues and Subscriptions. The City shall pay the professional dues and
subscriptions for Manager as necessary for his full participation in the International City/County
Management Association and the City Management Association of Oklahoma. The City Council
shall consider Manager's participation in other organizations as may be appropriate for Manager's
professional growth and advancement, and for the good of the City, including the Chamber of
Commerce and civic clubs.
6.2 Training -and Professional Development. The City shall pay for Manager to travel to
meetings, short courses, conferences, institutes, and seminars as needed for Manager's
professional development or in support of city development, management, and operations.
SECTION VII
RESIDENCY, HOURS OF WORK, OUTSIDE EMPLOYMENT AND DESIGNATION OF
ACTING CITY MANAGER
7.1 Residency. During the term of this Agreement, Manager shall maintain permanent
residency within the corporate fence line of the City of Owasso.
7.2 Hours of Work. Manager acknowledges the proper performance of his duties require the
Manager to generally observe normal business hours and will also often require the performance
of necessary services outside of normal business hours. The Manager agrees to devote such
additional time as is necessary for the full and proper performance of the Manager's duties and
that the compensation herein provided includes compensation for the performance of all such
services. However, the City intends that reasonable time off be permitted to the Manager, such as
is customary for exempt employees so long as the time off does not interfere with the normal
conduct of the office of City Manager.
7.3 Outside Em to ment. Manager agrees to be in the exclusive employment of the City
unless and until this Agreement is terminated and further agrees to devote full time and effort to
the performance of the Manager's duties. Manager shall not work for any other employer except
as specifically approved by the City Council. This provision shall not preclude occasional teaching
or occasional consulting with organizations such as the Oklahoma Municipal League, the
International City/County Management Association, or the City Management Association of
Oklahoma, or to any writing during Manager's time off, so long as such activities do not interfere
with the duties of Manager's Office.
7.4 Designation of Acting City Manager. Manager shall always designate an Acting Manager
to serve in his absence.
SECTION VIII
TERMINATION AND SEVERANCE
8.1 Termination by Manager. Manager may terminate this Agreement for any reason with sixty
(60) days written notice to the Mayor. In the event of Manager's voluntary termination, he shall
not be entitled to any of the Severance Provisions contained in Section 8.6, but shall be entitled to
payment for all accrued vacation, payable in a lump sum, minus applicable federal and state
deductions and payroll taxes.
8.2 Resignation. City and Manager mutually agree that certain circumstances may arise where
Manager may tender his resignation from employment conditioned upon the receipt of severance
pay as described in Section 8.6 herein. If the City Council accepts such resignation, the claim for
payment as described in Section 8.6 shall be approved and paid.
8.3 Termination by City Council for Cause. The City Council may terminate this Agreement
at any time for any reason amounting to affirmative misconduct, malfeasance in office, conviction
or plea of guilty or polo contendere for a crime involving moral turpitude, or the physical inability
to perform the duties of office. In the event of Manager's termination for cause, he shall not be
entitled to any of the Severance Provisions contained in this Section 8.6.
8A Termination by City Council for any Reason Other Than Cause. The City Council may
terminate this Agreement for any reason other than for cause as set forth above. In the event of
termination for any reason other than for cause as set forth in Section 8.3, Manager shall be entitled
to a Severance Package as set forth in Section 8.6.
8.5 Expiration. The parties hereby agree that expiration of this Agreement without an offer
from the City, or an expressed desire on behalf of the City to renew the agreement, shall constitute
termination without cause, and, unless otherwise negotiated with Manager, or notification given
of the reasons for termination with cause by City, shall result in payment of twelve (12) months of
the Manager's salary and benefits, as set forth more fully in Section 8.6.
8.6 Severance Package. In the event of termination for any reason other than cause as set forth
in Section 8.3 above, Manager shall be entitled to a Severance Package consisting of the following:
a. Twelve (12) months' salary, paid in a lump sum, minus applicable federal and state
deductions and payroll taxes following the first full year of Manager's term of employment
as an employee of the City of Owasso; and
b. The City's portion of Manager's Medical, Dental, and Vision insurance for a period of one
(1) year paid in a lump sum; and
Accrued vacation, paid in a lump sum, minus applicable federal and state deductions and
payroll taxes.
8.7 Compliance with Severance Provisions. For the purposes of complying with the severance
provisions of this Agreement, appropriations held as unencumbered fund balances in any
appropriate fund of the City of Owasso or the Owasso Public Works Authority shall be deemed to
be available and authorized for transfer to the appropriate salary and benefit expenditure accounts
to insure fulfillment of the Severance Provisions of this Agreement.
SECTION IX
PERFORMANCE REVIEWS, MERIT CONSIDERATION, AND BONUS STRUCTURE
9.1 Formal Performance Review. The City Council shall conduct a formal performance
review of Manager on or before June 30th, 2025, The Performance Review shall be in accordance
with specific criteria developed jointly by the City Council and Manager.
9.2 Merit Consideration. Merit consideration for a salary increase will be provided in
conjunction with the Formal Performance Review, or more often if the City Council so indicates.
Salary adjustments, if given, will be based upon satisfactory or better performance during each
year of employment.
ARTICLE X
NOTICES
10.1 Notices. Any notices pursuant to this Agreement shall be given by deposit in the United
States Mail, postage prepaid, to the following:
City:
Mayor of the City of Owasso
200 South Main
Owasso, Oklahoma 74055
Manager:
Christopher A. Garrett
200 South Main
Owasso, Oklahoma 74055.
Alternatively, notices may be personally served upon the Manager and the Mayor, who is
authorized to accept service on behalf of the City Council. Notice shall be deemed given as of the
date of personal service or as of the date of deposit of the written notice in the United States mail.
ARTICLE XI
GENERAL PROVISIONS
11.1 General Expenses. The City Council recognizes that certain expenses of a nonpersonal
and job -affiliated nature are incurred by the Manager and the City, therefore, agrees to reimburse
or pay said general expenses and the Finance Director is authorized to disburse such funds upon
receipt of duly executed expense reports, receipts, statements, or affidavits.
11.2 Entire Agreement and Modification. This document contains the entire agreement between
the parties and may not be modified except in writing and executed by both parties.
11.3 Savings Clause and Severability. If any provisions or sections of this Agreement are found
to be invalid or unenforceable for any reason, such finding shall not impair the remainder of the
Agreement.
11.4 Representations by Manager. Manager specifically represents that he has sought such
independent consultation and representation with regard to this Agreement as he may desire, prior
to its execution. Manager fully understands the terms and conditions contained herein. Manager
further understands that no individual of the Owasso City Council and no employee of the City
has functioned as an agent or advisor of Manager prior to execution of this Agreement.
11.5 Jurisdiction and Venue. This Agreement has been executed in Tulsa County, Oklahoma,
and virtually all of the performance of this Agreement shall be performed throughout the State of
Oklahoma. Therefore, all suits and special proceedings hereunder shall be construed under and
pursuant to the laws of the State of Oklahoma, which laws shall apply and govern any such actions
or special proceedings brought or in connection with or because of this Agreement, the exclusion
of the law in any other forum.
THIS CONTRACT SHALL BECOME EFFECTIVE ON July 1, 2025.
CITY OF OWASSO: ATTEST:
Alvin Fruga, MAYOR Juliann M. Stevens, CITY CLERK
AAp oved as to fo and legality:
J ie Lombardi, CITY ATTORNEY
M N G R.
Christoph . Garrett
CITY OF OWASSO
PAYROLL PAYMENT REPORT
PAY PERIOD ENDING 05/.17/2025
Department
Total Payroll Expenses
Municipal Court
$
10,607.14
Managerial
41,907.69
Finance
35,585.77
Human Resources
20,138.90
Community Development
38,517.49
Engineering
36,704.53
Information Technology
42,058.50
Facility Maintenance
19,246,27
Cemetery
4,083.77
Dispatch
5,792.03
Animal Control
10,245.26
Emergency Preparedness
4,023.15
Stormwater
14,193.39
Parks
25,296.53
Recreation & Culture
14,745.32
Community Center
11,135.72
Historical Museum
1,101.07
Economic Development
2,088,76
Strong Neighborhoods
586.77
General Fund Total:
$
338,058.06
Ambulance Fund
$
779.03
E911 Communications Fund
$
49,114.57
Economic Development
$
2,088.78
Strong Neighborhoods
$
7,174.85
Stormwater Fund
$
11,591,89
Half Penny - Fire
$
422,775.09
Half Penny - Police
$
382,934.44
Half Penny - Police Grants
$
3,659.84
Half Penny - Streets
$
46,017.91
Vehicle Maintenance
$
23,455.82
Workers Comp
$
4,181.84
Robert Singletary ° OKLAHOMA Kevin Stitt
Executive DirectorEnvironmental Governor
w Quality
May 15, 2025
Mr. Travis Blundell, Assistant Public Works Director
City of Owasso
P.O. Box 180 (301 W. 2nd Ave.)
Owasso, Oklahoma 74055
Re: Permit No. St_000072250465
Casey's General Store Sanitary Sewer Extension
Facility No. S-21310
Dear Mr. Blundell:
Enclosed is Permit No. SL000072250465 for the construction of 138 linear feet of eight (8) inch PVC
sanitary sewer line and all appurtenances to serve the Casey's General Store Sanitary Sewer Extension,
Tulsa County, Oklahoma.
The project authorized by this permit should be constructed in accordance with the plans approved by this
Department on May 15, 2025. Any deviations from the approved plans and specifications affecting
capacity, flow or operation of units must be approved, in writing, by the Department before changes are
made.
Receipt of this permit should be noted in the minutes of the next regular meeting of the City of Owasso,
after which it should be made a matter of permanent record.
We are returning one (1) set of the approved plans to you, one (1) set to your engineer and retaining one
(1) set for our files.
Respectfully,
Ginger Sharkness, P.E.
Construction Permit Section
Water Quality Division
GSIRCImd
Enclosure
c: Jon Taber, P.E., Schemmer
707 N. ROBINSON AVE., PO SOX 1677, OKLAHOMA CITY, OK 73101-1577 • OFFICE: 405-702.0100
STATE OF OKLAHOMA • OKLAHOMA DEPARTMENT OF ENVIRONMENTAL QUALITY - DEQ.OK.GOV
1
Robert Singletary ��° OKLAHOMA Kevin Stitt
Executive Director Environmental Governor
�.
Quality
PERMIT No. SL000072250465
SEWER LINES
FACILITY No. S-21310
PERMIT TO CONSTRUCT
May 15, 2025
Pursuant to O.S. 27A 2-6-304, the City of Owasso is hereby granted this Tier I Permit to construct 138
linear feet of eight (8) inch PVC sanitary sewer line and all appurtenances to serve the Casey's General
Store Sanitary Sewer Extension, located in SW/4 of section 8, T-21-N, R-14-E, Tulsa County, Oklahoma,
in accordance with the plans approved May 15, 2025.
By acceptance of this permit, the permittee agrees to operate and maintain the facilities in accordance with
the "Oklahoma Pollutant Discharge Elimination System Standards - OPDES" (OAC 252:606) rules and to
comply with the state certification laws, Title 59, Section 1101-1116 O.S. and the rules and regulations
adopted thereunder regarding the requirements for certified operators.
This permit is issued subject to the following provisions and conditions.
1) That the recipient of the permit is responsible that the project receives supervision and inspection
by competent and qualified personnel.
2) That construction of all phases of the project will be started within one year of the date of approval
or the phases not under construction will be resubmitted for approval as a new project.
3) That no significant information necessary for a proper evaluation of the project has been omitted
or no invalid information has been presented in applying for the permit.
4) That wherever water and sewer lines are constructed with spacing of 10 feet or less, sanitary
protection will be provided in accordance with OAC 252:656-5-4(c)(3) of the standards for Water
Pollution Control Facility Construction.
5) That tests will be conducted as necessary to ensure that the construction of the sewer lines will
prevent excessive infiltration and that the leakage will not exceed 10 gallons per inch of pipe
diameter per mile per day.
6) That the Oklahoma Department of Environmental Quality shall be kept informed of occurrences
which may affect the eventual performance of the works or that will unduly delay the progress of
the project.
7) That the permittee will take steps to assure that the connection of house services to the sewers is
done in such a manner that the functioning of the sewers will not be impaired and that earth and
ground water will be excluded from the sewers when the connection is completed.
8) That any deviations from approved plans or specifications affecting capacity, flow or operation of
units must be approved by the Department before any such deviations are made in the construction
of this project.
707 N. ROBINSON AVE., PO BOX 1677, OKLAHOMA CITY, OK 73101-1677 • OFFICE: 405-702-0100
STATE OF OKLAHOMA • OKLAHOMA DEPARTMENT OF ENVIRONMENTAL QUALITY - DEQ.OK.GOV
Robert Singletary
1 OKLAHOMA Kevin Stitt
Executive Director ► Environmental Governor
Quality
PERMIT No, SL000072250465
SEWER LINES
FACILITY No. S-21310
PERMIT TO CONSTRUCT
9) That any notations or changes recorded on the official set of plans and specifications in the
Oklahoma Department of Environmental Quality files shall be part of the plans as approved.
10) That the recipient of the permit is responsible for the continued operation and maintenance of these
facilities in accordance with rules and regulations adopted by the Environmental Quality Board, and
that this Department will be notified in writing of any sale or transfer of ownership of these facilities.
11) The issuance of this permit does not relieve the responsible parties of any obligations or liabilities
which the permittee may be under pursuant to prior enforcement action taken by the Department.
12) That the permittee is required to inform the developer/builder that a DEQ Storm Water Construction
Permit is required for a construction site that will disturb one (1) acre or more in accordance with
OPDES, 27A O.S. 2-6-201 et. seq. For information or a copy of the GENERAL PERMIT (OKR10)
FOR STORM WATER DISCHARGES FROM CONSTRUCTION ACTIVITIES, Notice of Intent
(NOI) form, Notice of Termination (NOT) form, or guidance on preparation of a Pollution Prevention
Plan, contact the Storm Water Unit of the Water Quality Division at P.O. Box 1677, Oklahoma City,
OK 73101-1677 or by phone at (405) 702-8100.
13) That all manholes shall be constructed in accordance with the standards for Water Pollution Control
Facility Construction (OAC 252:656-5-3), as adopted by the Oklahoma Department of
Environmental Quality.
14) That when it is impossible to obtain proper horizontal and vertical separation as stipulated in Water
Pollution Control Facility Construction OAC 252:656-5-4(c)(1) and OAC 252:656-5-4(c)(2),
respectively, the sewer shall be designed and constructed equal to water pipe, and shall be
pressure tested using the ASTM air test procedure with no detectable leakage prior to backfilling,
in accordance with the standards for Water Pollution Control Facility Construction OAC 252:656-5-
4(c)(3).
Failure to appeal the conditions of this permit in writing within 30 days from the date of issue will constitute
acceptance of the permit and all conditions and provisions.
/V
Greg Carr', P.E., Chief Engineer
Water Quality Division
707 N. ROBINSON AVE., PO BOX 1677, OKLAHOMA CITY, OK 73101-1677 -OFFICE: 405-702-0100
STATE OF OKLAHOMA • OKLAHOMA DEPARTMENT OF ENVIRONMENTAL QUALITY - DEO,OK.GOV
Robert Singletary 'I
OKLAHOMA Kevin Stitt
Executive Director *` Environmental Governor
Quality
May 23, 2025
Mr. Travis Blundell, Assistant Public Works Director
City of Owasso
P.O. Box 180 (301 W. 2nd Ave.)
Owasso, Oklahoma 74055
Re: Permit No. WL000072250464
Casey's General Store Water Line Extension
PWSID No. 3007218
Dear Mr. Blundell:
Enclosed is Permit No. WL000072250464 for the construction of 395 linear feet of twelve (12) inch PVC,
286 linear feet of eight (8) inch PVC potable water line and all appurtenances to serve the Casey's General
Store Water Line Extension, Tulsa County, Oklahoma.
The project authorized by this permit should be constructed in accordance with the plans approved by this
Department on May 23, 2025. Any deviations from the approved plans and specifications affecting capacity,
flow or operation of units must be approved, in writing, by the Department before changes are made.
Receipt of this permit should be noted in the minutes of the next regular meeting of the City of Owasso,
after which it should be made a matter of permanent record.
We are returning one (1) set of the approved plans to you, one (1) set to your engineer and retaining one
(1) set for our files.
Respectfully,
�j
Ginger Sharkness, P.E.
Construction Permit Section
Water Quality Division
GSIGC/ks
Enclosure
c: Jon Taber, P.E., Schemmer
707 N. ROBINSON AVE., PO BOX 1677. OKLAHOMA CITY, OK 73101-1677 - OFFICE: 405-702-0100
STATE OF OKLAHOMA • OKLAHOMA DEPARTMENT OF ENVIRONMENTAL QUALITY • DEQ.OK.GOV
Robert Singletary OKLAHOMA Kevin Stitt
Executive Director Environmental Governor
Quality
PERMIT No. WL000072250464
WATER LINES
PWSID No. 3007218
PERMIT TO CONSTRUCT
May 23, 2025
Pursuant to O.S. 27A 2-6-304, the City of Owasso is hereby granted this Tier I Permit to construct 395
linear feet of twelve (12) inch PVC, 286 linear feet of eight (8) inch PVC potable water line and all
appurtenances to serve the Casey's General Store Water Line Extension, located in SW14 of section 8, T-
21A R-14-E, Tulsa County, Oklahoma, in accordance with the plans approved May 23, 2025.
By acceptance of this permit, the permittee agrees to operate and maintain the facility in accordance with
the Public Water Supply Operation rules (OAC 252:631) and to comply with the State Certification laws,
Title 59, Section 1101-1116 O.S. and the rules and regulations adopted thereunder regarding the
requirements for certified operators.
This permit is issued subject to the following provisions and conditions.
1) This water line provides adequate fire flow in accordance with the 2009 International Fire Code
through the approved hydraulic analysis. The fire flow provided is 2,087 gpm,
2) That the recipient of the permit is responsible that the project receives supervision and inspection
by competent and qualified personnel.
3) That construction of all phases of the project will be started within one year of the date of approval
or the phases not under construction will be resubmitted for approval as a new project.
4) That no significant information necessary for a proper evaluation of the project has been omitted
or no invalid information has been presented in applying for the permit.
5) That the Oklahoma Department of Environmental Quality shall be kept informed on occurrences
which may affect the eventual performance of the works or that will unduly delay the progress of
the project.
6) That wherever water and sewer lines are constructed with spacing of 10 feet or less, sanitary
protection will be provided in accordance with Public Water Supply Construction Standards [OAC
252:626-19-2].
7) That before placing this facility into service, at least two samples of the water, taken on different
days, shall be tested for bacteria to show that it is safe for drinking purposes.
8) That any deviations from approved plans or specifications affecting capacity, flow or operation of
units must be approved by the Department before any such deviations are made in the construction
of this project.
707 N. ROBINSON AVE., PO BOX 1677, OKLAHOMA CITY, OK 73101-1677.OFFICE: 405-702-0100
STATE OF OKLAHOMA - OKLAHOMA DEPARTMENT OF ENVIRONMENTAL QUALITY - DEQ.OK.GOV
�I
� Robert Singletary OKLAHOMA Kevin Stitt
►-
Executive Director �. Environmental Governor
Quality
PERMIT No. WL000072250464
WATER LINES
PWSID No. 3007218
PERMIT TO CONSTRUCT
9) That the recipient of the permit is responsible for the continued operation and maintenance of these
facilities in accordance with rules and regulations adopted by the Environmental Quality Board, and
that this Department will be notified in writing of any sale or transfer of ownership of these facilities.
10) The issuance of this permit does not relieve the responsible parties of any obligations or liabilities
which the permittee may be under pursuant to prior enforcement action taken by the Department.
11) That the permittee is required to inform the developer/builder that a DEQ Storm Water Construction
Permit is required for a construction site that will disturb one (1) acre or more in accordance with
OPDES, 27A O.S. Section 2-6-201 et seq. For information or a copy of the GENERAL PERMIT
(OKR10) FOR STORM WATER DISCHARGES FROM CONSTRUCTION ACTIVITIES, Notice of
Intent (NOI) form, Notice of Termination (NOT) form, or guidance on preparation of a Pollution
Prevention Plan, contact the Storm Water Unit of the Water Quality Division at P.O. Box 1677,
Oklahoma City, OK 73101-1677 or by phone at (405) 702-8100.
12) That any notations or changes recorded on the official set of plans and specifications in the
Oklahoma Department of Environmental Quality files shall be part of the plans as approved.
13) Thatwater lines shall be located at least fifteen (15) feet from all parts of septic tanks and absorption
fields, or other sewage treatment and disposal systems.
14) That whenever plastic pipe is approved and used for potable water, it shall bear the seal of the
National Sanitation Foundation and meet the appropriate commercial standards.
15) That when it is impossible to obtain proper horizontal and vertical separation as stipulated in Public
Water Supply Construction Standards OAC 252:626-19-2(h)(1) and OAC 252:626-19-2(h)(2),
respectively, the sewer shall be designed and constructed equal to water pipe, and shall be
pressure tested to the highest pressure obtainable under the most severe head conditions of the
collection system prior to backfilling.
Failure to appeal the conditions of this permit in writing within 30 days from the date of issue will constitute
acceptance of the permit and all conditions and provisions.
- 1
Greg Carr, P.E., Chief Engineer
Water Quality Division
707 N. ROBINSON AVE., PO BOX 1677. OKLAHOMA CITY, OK 73101-1677 -OFFICE: 405-702-0100
STATE OF OKLAHOMA - OKLAHOMA DEPARTMENT OF ENVIRONMENTAL QUALITY • DEQ.OK.GOV
, te—AIA Document 70'2017 W.,
Change Order
PROJECT: (Name and address) CONTRACT INFORMATION: CHANGE ORDER INFORMATION:
Ow 1aso Public Warka Contract For: General Construction Change Order Numbers OCO=-t
Owasso, OK Date: September 11 th 2024 Date: 5/190-025
OWNER: (Mania and address) ARCHITECT: (?Vance and address)
City of Owasso Beck Design
301 W. 2nd Ave. 110 West 7th Street Ste 710
Owasso, OK 74055 Tulsa, OK 74119
CONTRACTOR: (Vance and address)
MTC Tulsa, LLC.
437 E 141st Street
Glenpool, OK 74033
THE CONTRACT IS CHANGED AS FOLLOWS:
(Insert a detailed description of the change and, (applicable, attach or reference specific exhibits. Also include agreed upan adjustrrrents
ouributable to executed Construction Change Directives.)
Hollow Metal Door Frame Submittal Revisions
Billing Item I i "Bid Package',03A-HM Doors, Frames. Mlood Doors, Hardware" $2,785.00
Billing Item 47 "Contingency" (S2,185.00)
The original Guaranteed Maximum Price was $ 28,030,324.32
The net change by previously authorized Change Orders $ 0.00
The Guaranteed Maximum Price prior to this Change Order was $ 28.030.32.1.32
The Guaranteed Maximum Price will be increased by this Change Order in the amount of S 0.00
The new Guaranteed Maximum Price including this Change Order will be $ 25.030.3 24.32
The Contract Time will be increased by Zero (0) days.
The new date of Substantial Completion will be W12I2026
NOTE: This Change Order does not include adjustments to the Contract Sum or Guaranteed Maximum Price, or the Contract
Time, that have been authorized by Construction Change Directive until the cost and time have been agreed upon by both the
Owner and Contractor, in which case a Change Order is executed to supersede the Construction Change Directive.
NOT VALID UNTIL SIGNED BY THE ARCHITECT, CONTRACTOR AND OWNER.
Beck,QesiNm NITC Tula. LLC.
EC Fier + utrrre) C RAitTOR (firm rrrnr
1 f r
1 NAT E GNN Taw
Donny Carreno - Project Manger - cctacre - Sel •or ,4f
PRINTED NAME AND TITLE PRINTED NAME AND TITLE
05122/2025 5/19/2025
DATE DATE
Citv of Owasso
OWNER (Finn n1481
SIGN LIRE
"t r erttlS
PR1N ED NAME AND TITLE
DATE
Reduces item 47 by $2785 to $969,970.00 and increases item 11 to $241,174.00 F__T_
AIA Document G701 —2017. Copyright @ 1979, 1987, 2000. 2001 and 2017 All rights reserved. `The American Institute of Architects; "American Institute of
Architects: 'AIA," the AIA Logo, and WA Contract Documents' are trademarks of The American Institute of Architects. This document was produced at 14:20:02 )
ET on 05/1912025 under Order No.3104239503 which expires on 0613012025, is net for resale, is licensed for one-time use only, and may only be used in
accordance with the AIA Contract DocumentO Terms of Service. To report copyright viclallons, e-mail docinfo@aiacontraots.com.
User Notes: (399ADA40)
I Document G7010
:�_-- 2017
Change Order
PROJECT: (Name and address)
CONTRACT INFORMATION:
CHANGE ORDER INFORMATION:
Change Order umber. 000#5
Owasso Public Works
Contract For; General Construction
Date: September i Ith 2024
ate:Si 0
Owasso, OK
OWNER: (Name and address)
ARCHITECT: (Name and address)
CONTRACTOR: (Name and address)
MTC Tulsa, LLC.
City of Owasso
Beck Design
I West 7tStreet Ste 710
437E 141st Street
301 W. 2nd Ave.
Tulut sa OK 74119
Glenpool, OK 74033
Owasso, OK 74055
THE CONTRACT IS CHANGER AS FOLLOWS:
(Insert a derailed description of the change and, i{applicable, attach or rejereace specific exhi6its..41so include agreed open adjustments
atiributable to executed Cwrstnrction Change Direc(ives.)
R.FI 939 increase item 28 by $2975.00
Billing Item 28 "Bid Package #22A-Plumbing" V2,975.00
Billing Item 47 "Contingency" ($2,975.00)
Vehicle Lift Purchase -Allowance Adjustment
Billing Item 22 "Bid Package r1OD-Vehicle Maintenance Lifts" ($75,112.10) decrease item 22 by $75,112.10
Billing item 47 "Contingency„ $75,112.10
ASI 008
Billing Item 35 "Sid Package #31A-Earthwork & Utilities" $5,505.01
Billing Item 47 "Contingency" (S5,505.O1)
ASI 009 577.00 y
Billing Item 18 "Bid Package k I OA-Furnish Specialties" increase item 1 B b 577.00
Billing Item 7 "Bid Package #06A-Arch Wcod Casework & Countertops' S396.00 increase item 7 by S396.00
Billing Item 47 "Contingency" (S 173.00)
ASI 010
Billing item 35 "Bid Package 3 1 A Earthwork & Utilities" $3,829.04
S.
Billing Item 22A "Bid package 422-plumbing" (SII.a900.00)
- Billing Item 04A-i'vlasonry" {54,289,04)
Billing Item 47 "Contingency"
Weather Days Through April 2025 22 DAYS
Novemember 2024 9 days
January 2025 2 days
February 2025 8 days
April 2025 3 days
Revised substantial completed date 311612026
increase item 35 by $9334 05
decrease item #4 by $1500.00
increase item 47 by $61,870.05
The original Guaranteed Nlaaimum Price was
The nct change by previously authorized Change Orders
The Guaranteed .klaKimwn Price prior to this Change Order was
The Guaraniccd Matiimum Price will be increased by this Change Order in the amounL of
The new Guaranteed maximum Price including this Change Order will be
The Contract Time will be increased by Twenty Two (22) days. adds 22 days to substantial
The new date of Substantial Comptetion will be 03116rZ026
S 28.030.3?d32
3 1
S 28.030.324.32
i
NOTE: This Change Order does riot include adjustments to the Contract Sum or Guaranteed Maximum Price, or the Contract
Al,i puument G701 - 2Q17_ COPYn9nt4% 7979, 1997, 2e00 .2Q01 and 2017, All rights reserved 'The Ama:tGait InsStute of ArchiMGts,' AM-& ican InsGIUT4 at
qr A1A' the AUt tago, ar7d'AIA Contract t7acurnents are trademarks or The Arnee-can Institute nt Architects The document was p+oduccd at 12:27:SQ
ET on 3512312025 inderLN4er No 3104239503 which 441cs on QBBOlx025, Is noh` violoC rns a sd dnfoega acwonracts.co+�nd �Y only bn t.sed in
accordance with then AiA ConbOC Docuerenls° Tcrmsaf 5rnke Ta report eopyn9 t3B9ADA431
User Notes:
ctive until the cot and tie have been agreed upon by
th
Time, that have been authorized by ConstruetionCha !geDt�uted to super
NOTConstruction Changes Directive. both e
Owner and Contractor, in which ease a Change
Order
d
NOT VALID UNTIL SIGNED BY THE ARCHITECT, CONTRACTOR AND OWKER.
Sock Da si t
,M TC Tulsa. LLC.
ARC HITECT m ,rc1
C--_— . _777_11)
?0*15J,
sIGNATUREr
Donny Carreno, Project Manager
E3rid„at Goodacrc - Senior P11
PRINTED NAME AND TITLE
pR19TED NAME AND TITLE
05/27/2025
Sf tgf2a25
DATE
DATE
i2PRIND
sso
m nan
;SlrbrME AND TITLE
2y_V7�
DATE
e of
Amh
AJA Ncumcnt G701 —2017. Copyhigl, [ 1974, tS87. 2CQ0, 2001 and 2017. Ail rl9hls reserved 'Tne Amanr'�1, Fn56hhTh� doe lament w3S �'� al 1227-50 Z
Architects"AIA: the AIA Logo. and -AIA contract DwXinents' are Irddornsrka of Tita Amon.$ tns6 Wto oft ong etts.
a arnntnuts 0OgL i3agAQA43)
ET on O5ry3r�O25 hrndot Order No.31042395O3 whim'thrpaah uo 06130l2025, 15 not far regelc, is ltcet4SL`d for °ntibme usa only. and may only � n
accordance with d,a AtA Contract O°aemeM !, Tmms of 5ervito ro sport copyright VislaBons. a•rnaf 4otinfe� :
User Notes: