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Home My WebLink AboutAgenda Packet 03-10-2026 CITY COMMISSION MEETING AGENDA FOR MARCH 10, 2026 5:00 PM CITY HALL COMMISSION CHAMBERS 300 SOUTH FIFTH STREET Any member of the public who wishes to make comments to the Board of Commissioners is asked to fill out a Public Comment Sheet and place it in the box located at the end of the Commissioner’s desk on the left side of the Commission Chambers. The Mayor will call on you to speak during the Public Comments section of the Agenda. ROLL CALL INVOCATION PLEDGE OF ALLEGIANCE PROCLAMATION Brain Injury Awareness Month - Dylan Dixon PROCLAMATION American Red Cross Month - Erick Mowers and Tiffany Benberry ADDITIONS/DELETIONS PUBLIC COMMENTS MAYOR'S REMARKS Items on the Consent Agenda are considered to be routine by the Board of Commissioners and will be enacted by one motion and one vote. There will be no separate discussion of these items unless a Board member so requests, in which event the item will be removed from the Consent Agenda and considered separately. The City Clerk will read the items recommended for approval. I. CONSENT AGENDA A. Approve Minutes for the February 24, 2026, Board of Commissioners Meeting B. Receive & File Documents C. Appointment of Jennifer Cook to the Paducah-McCracken County Senior Citizens Board D. Appointment of Paul King to the Commissioners of Water Works E. Appointment of Rick Cochran to and reappointment of Mark Kettler to the Paducah Golf Commission F. Personnel Actions G. Acquisition of 729 South 13th Street - C. GAULT H. Declaration and sale of 715 Jones to Teddy Bear Estates/Shellia Kirkendoll - C. GAULT I. Authorize the Engineering Department to publish a Request for Proposal for repair of a storm pipe at Pump Station #5 - G. GUEBERT J. Authorize the Engineering Department to Release a Request for Proposals for Design, Engineering, Permitting, and Construction Administration for the Coleman Road Sidewalk Project - G. GUEBERT K. Authorize the Application and Acceptance of a Kentucky Pride Fund Composting Grant in the Amount of $502,416 - C. YARBER L. Authorization to Transfer Surplus Police Vehicles to McCracken County Schools - C. YARBER M. Approve Addendum to the Hotel Metropolitan Co-Stewardship Agreement - H. REASONS II. MUNICIPAL ORDER(S) A. Approve a Development Agreement with Westwood Development, LLC for the property located at 1501 Broadway - C. GAULT B. Redemption/Defeasance of Outstanding Bonds (2013A, 2018B) - A. KYLE III. ORDINANCE(S) - ADOPTION A. Approve a Telecommunications Franchise Agreement with Lumos Fiber - M. SMOLEN & L. PARISH IV. ORDINANCE(S) - INTRODUCTION A. Amend Code of Ordinances Section 126-3 of the Paducah Zoning Ordinance - C. GAULT B. Approve the Agreement between the City of Paducah and the American Federation of State, County, and Municipal Employees (AFSCME), Local 1586 - S. WILCOX C. Approve the Agreement between the City of Paducah and the Paducah Police Department Bargaining Unit - S. WILCOX V. DISCUSSION A. Noble Park 100th Celebration - T. MORSCHING VI. COMMENTS A. Comments from the City Manager B. Comments from the Board of Commissioners VII. EXECUTIVE SESSION February 24, 2026 At a Regular Meeting of the Paducah Board of Commissioners held on Tuesday, February 24, 2026, at 5:00 p.m. in the Commission Chambers of City Hall located at 300 South 5th Street, Mayor George Bray presided. Upon call of the roll by City Clerk, Lindsay Parish, the following answered to their names: Commissioners Henderson, Smith, Thomas, Wilson, and Mayor Bray (5). INVOCATION PLEDGE OF ALLEGIANCE PRESENTATION Tree Advisory Board Annual Update • Goal 1: Reinstate or create new content for an informational newsletter. • Goal 2: Conduct inspections of trees planted through the Tree Voucher Program. • Goal 3: Actively participate in planting 100 trees in celebration of Noble Park’s 100th anniversary. • Goal 4: Establish a Tree Price Tag campaign to raise public awareness of the value of local trees. • Goal 5: Designate an area in Paducah as an ArbNet Accredited Arboretum. • Goal 6: Continue providing residents with informational brochures about trees and tree care. • Goal 7: Purchase a Paducah Tree Advisory Board tablecloth for use at events. CONSENT AGENDA I(A) Approve Minutes for the February 10, 2026 Board of Commissioners Meeting I(B) Receive and File Documents: February 24, 2026 Deed File: 1. City of Paducah to Urban Renewal and Community Development Agency (URCDA) MO #3164 2. Urban Renewal and Community Development Agency (URCDA) to City of Paducah MO #3165 3. Deed of Temporary Easement – Wagner Leasing to City of Paducah – MO #3171 Contract File: 1. Agency Non-Endowed Fund Agreement, Community Foundation of West Kentucky – The Duke and Duchess of Paducah Foundation Fund – MO #3190 2. Contract with International Association of Fire Fighters for Fire Ground Survival Train the Trainer Course - $45,000 – MO #3191 3. Amended to Contract with Kistner Eddy Executive Services (KEES) for Hotel Metropolitan Executive Director Search – MO #3193 4. Contract with Jim Smith Contracting – 2026-2027 Street Resurfacing Program – MO #3195 Financials: 1. Sprocket Financial Statements – Year ended June 30, 2025 I(C ) Personnel Actions I(D) A MUNICIPAL ORDER AUTHORIZING THE APPLICATION FOR AND ACCEPTANCE OF AN FY2027 HIGHWAY SAFETY GRANT IN THE AMOUNT OF $25,000 THROUGH THE KENTUCKY OFFICE OF HIGHWAY SAFETY FOR OVERTIME PAY FOR OFFICERS AND AUTHORIZING THE MAYOR TO EXECUTE ALL DOCUMENTS RELATED TO THE SAME (MO #3197; BK 14) I(E) A MUNICIPAL ORDER AUTHORIZING AND DIRECTING THE CITY MANAGER TO INITIATE A REQUEST FOR PROPOSALS FOR A HISTORIC STRUCTURE REPORT FOR THE HOTEL METROPOLITAN (MO #3198; BK 14) I(F) A MUNICIPAL ORDER AUTHORIZING THE CITY MANAGER TO EXECUTE A CONTRACT WITH TYLER TECHNOLOGIES IN THE AMOUNT OF $44,650 FOR THE UPGRADE OF TYLER PUBLIC SAFETY SERVERS (MO #3199; BK 14) I(G) A MUNICIPAL ORDER APPROVING AN UPPER STORY RESIDENTIAL GRANT IN THE AMOUNT OF $45,000 FOR THE PROPERTY LOCATED AT 620 BROADWAY (MO #3200; BK 14) I(H) A MUNICIPAL ORDER ADOPTING CONTRACT MODIFICATION NO. 1 TO THE CONTRACT WITH RELIABLE ELECTRIC, LLC FOR THE DOLLY MCNUTT PLAZA PROJECT TO INCREASE THE PRICE OF THE CONTRACT BY $1,463.00 FOR A TOTAL CONTRACT PRICE OF $60,443.00, AND AUTHORIZING THE MAYOR TO EXECUTE THE CONTRACT MODIFICATION AND ALL OTHER DOCUMENTS RELATED TO SAME (MO #3201; BK 14) I(I) A MUNICIPAL ORDER AUTHORIZING THE MAYOR TO EXECUTE A DECLARATION OF TRUST AND TRUST PARTICIPATION AGREEMENT WITH THE KENTUCKY LEAGUE OF CITIES INSURANCE SERVICES FOR THE WORKER’S COMPENSATION TRUST (MO #3202; BK 14) I(J) A MUNICIPAL ORDER AUTHORIZING THE APPLICATION AND ACCEPTANCE OF A KENTUCKY HERITAGE COUNCIL CERTIFIED LOCAL GOVERNMENT GRANT IN THE AMOUNT OF $30,000, AUTHORIZING THE ACCEPTANCE OF ANY AND ALL GRANT FUNDS, AND AUTHORIZING THE MAYOR TO EXECUTE ALL DOCUMENTS RELATING TO SAME (MO #3203; BK 14) February 24, 2026 Commissioner Henderson offered Motion, seconded by Commissioner Smith, that the items on the consent agenda be adopted as presented. Adopted on call of the roll yeas, Commissioners Henderson, Smith, Thomas, Wilson, and Mayor Bray (5). ORDINANCE ADOPTIONS REPEAL AND REPLACE CHAPTER 42 OF THE CODE OF ORDINANCES RELATED TO RENTAL OCCUPANCY Commissioner Smith offered motion, seconded by Commissioner Henderson, that the Board of Commissioners adopt an Ordinance entitled, “AN ORDINANCE REPEALING AND REPLACING CHAPTER 42 OF THE CODE OF ORDINANCES RELATING TO RENTAL OCCUPANCY PERMITS AND INSPECTIONS.” This Ordinance is summarized as follows: This ordinance repeals and replaces Chapter 42 of the Paducah Code of Ordinances related to the registration, permitting, and inspections of rental dwelling units. Rental dwelling units consisting of one-and two-family units are subject to enforcement and shall be registered with the Fire Prevention Office by July 1 of each year. Failure to register shall result in a $100.00 fine per unit. A moratorium allows units occupied before March 1, 2026 to register without fine by January 1, 2027. New rental units must be registered within 30 days of availability. Landlords must apply annually for rental occupancy permits by July 1, providing detailed contact information for owners, agents, and responsible persons, along with property addresses for units. The annual permitting and inspection fee shall be $50.00 per unit, not to exceed $500.00 total for all units owned by a single property owner. Permits shall be valid for one fiscal year. Standards for issuance shall include substantial code compliance, possession of a business license, payment of all applicable city taxes, fees, and liens. Procedures are set forth whereby inspections shall occur annually, with discretionary authorization for self-attestation in lieu of on-site inspections. Inspections shall verify compliance with building, electrical, fire, and property maintenance codes. Procedures for follow-up inspections and associated fines are set forth. Inspection policies prioritize geographic distribution, tax delinquency, landlord compliance history, and police reports of criminal activity. Procedures are set forth for violations of code, triggering written notices and a correction period, as well as for denial or suspension notices, appeal rights, requirements for vacating tenants, and public posting on the premises. Criminal and nuisance violations triggering revocation of rental dwelling unit permits are set forth, as well as procedures for notification to property owner and tenants, and requirements for eviction. The Ordinance provides suspensions, revocations or denials shall be appealed within five days to the Deputy Chief or Battalion Chief of Fire Prevention, and if upheld, further appeal may be made to the Code Enforcement Board. Appeals related to state fire code matters are held in abeyance pending final decision by the local appeals board pursuant to KRS Chapter 227. Adopted on call of the roll yeas, Commissioners Henderson, Smith, Thomas, Wilson, and Mayor Bray (5). (ORD No. 2026-02-8869; BK 37) February 24, 2026 APPROVE MID-YEAR BUDGET AMENDMENT Commissioner Smith offered motion, seconded by Commissioner Thomas, that the Board of Commissioners adopt an Ordinance entitled, “AN ORDINANCE AMENDING ORDINANCE NO. 2025-06-8847, ENTITLED, “AN ORDINANCE ADOPTING THE CITY OF PADUCAH, KENTUCKY, ANNUAL OPERATING BUDGET FOR THE FISCAL YEAR JULY 1, 2025, THROUGH JUNE 30, 2026, BY ESTIMATING REVENUES AND RESOURCES AND APPROPRIATING FUNDS FOR THE OPERATION OF CITY GOVERNMENT.” This Ordinance is summarized as follows: This Ordinance amends the annual budget for the fiscal year beginning July 1, 2025, and ending June 30, 2026, as adopted by Ordinance No. 2025-06- 8847, by the following re-appropriations: • Increase revenue and expenditures for the Capital Projects Fund by $425,337 and $675,337, respectively. • Increase expenditures for the Radio Fund by $211,000. • Increase revenue and expenditures for the Investment Fund by $100,000. • Increase revenue and expenditures for the Grant Fund by $252,950 and $2,950, respectively. • Increase revenue and expenditures for the Health Insurance Fund by $500,100. • Increase revenue and expenditures for the Insurance Fund by $88,600. Adopted on call of the roll yeas, Commissioners Henderson, Smith, Thomas, Wilson, and Mayor Bray (5). (ORD No. 2026-02-8870; BK 37) Commissioner Wilson offered motion, seconded by Commissioner Thomas, that the Board of Commissioners introduce an Ordinance entitled, “AN ORDINANCE AMENDING THE 911 PARCEL FEE ORDINANCE.” This Ordinance is summarized as follows: The proposed amendment revises the City’s existing 911 Parcel Fee Ordinance in order to clarify applicability, refine property classifications, formalize the appeals process, and update administrative provisions to ensure fairness, consistency, and long-term stability in the funding of joint City– County emergency 911 services. This amendment clarifies fee applicability by shifting the assessment standard from parcels that are “occupied” to parcels that are “occupiable,” thereby ensuring that all parcels capable of occupancy are assessed consistently. The amendment expressly includes residential storage structures and governmental/public housing units within the scope of assessable residential units. The amendment refines property classifications by reclassifying medical facilities as commercial units, ensuring assessments are commensurate with similarly sized commercial properties. The amendment refines and clarifies the definitions and classifications applicable to residential, commercial, public-use, and mixed-use parcels, and, more specifically, delineates residential storage structures, medical facilities, and governmental/public housing units to ensure February 24, 2026 consistent and accurate application of the ordinance. Further, it provides that mixed-use parcels shall be assessed at the highest applicable rate based on combined square footage. This amendment adopts formal Hearing Rules and Procedures for the Paducah-McCracken County 911 Parcel Fee Appeals Board, and provides a defined right of appeal from a Final Order of the Appeals Board to the McCracken District Court within thirty (30) days. This amendment updates certain administrative provisions by removing the expired first-year residential rental rebate language and clarifying that annual parcel fee adjustments shall be rounded to the nearest dollar. TELECOMMUNICATIONS FRANCHISE AGREEMENT WITH LUMOS FIBER Commissioner Henderson offered motion, seconded by Commissioner Smith that the Board of Commissioners introduce an Ordinance entitled, “AN ORDINANCE GRANTING A NON- EXCLUSIVE FRANCHISE FOR A TERM OF TEN (10) YEARS FOR A TELECOMMUNICATIONS SYSTEM WITHIN THE CONFINES OF THE CITY OF PADUCAH, KENTUCKY TO LUMOS FIBER OF KENTUCKY, LLC, PURSUANT TO THE TERMS AND PROVISIONS OF CHAPTER 108 “TELECOMMUNICATIONS” OF THE CODE OF ORDINANCES, AND APPROVING AND AUTHORIZING THE MAYOR TO EXECUTE THE FRANCHISE AGREEMENT AND ALL OTHER DOCUMENTS RELATED TO SAME.’ This Ordinance is summarized as follows: This Ordinance accepts Lumos Fiber’s bid and grants a non-exclusive, ten-year telecommunications franchise in accordance with Chapter 108 of the Code of Ordinances, authorizing Lumos to construct, operate, and maintain telecommunications facilities within the public rights-of-way, subject to the City’s regulatory standards, fees, and oversight requirements. CITY MANAGER COMMENTS City Manager Jordan recognized Taylor Morsching, Assistant Director of Recreation, as the recipient of the Tennessee RiverLine’s 2025 Extra Mile Award. COMMISSIONERS’ COMMENTS • Commissioner Smith has been working with Western Kentucky Educational Institutions to prepare the workforce for the coming new industry. • Commissioner Henderson commented that there is a Committee working together in preparation for the 2026 August 8 Celebration to ensure safety for the attendees. EXECUTIVE SESSION Commissioner Smith offered motion, seconded by Commissioner Henderson, that the Board of Commissioners go into closed session for discussion of matters pertaining to the following topics: February 24, 2026 ➢ Future sale or acquisition of a specific parcel(s) of real estate, as permitted by KRS 61.810(1)(b) ➢ Discussions of proposed or pending litigation against or on behalf of the public agency KRS 61.810(1)(c) ➢ A specific proposal by a business entity where public discussion of the subject matter would jeopardize the location, retention, expansion or upgrading of a business entity, as permitted by KRS 61.810(1)(g) RECONVENE IN OPEN SESSION ADJOURN TIME ADJOURNED: 6:47 p.m. ADOPTED: March 10, 2026 March 10, 2026 RECEIVE AND FILE DOCUMENTS: Minute File: 1. Paducah Tree Advisory Board – 2026 Annual Report Contract File: 1. Subrecipient Agreement between City of Paducah and Market House Theatre – MO #3174 2. Bass Pro Shop Development Agreement between City of Paducah and Kentucky Oaks Mall Company – MO #3196 3. Roadway Performance and Warranty Surety Bond Agreement – Melody Lane - ORD 2026-02-8868 Financials: 1. Paducah Water Works – Month Ended January 31, 2026 Agenda Action Form Meeting Date: March 10, 2026 Short Title: Acquisition of 729 South 13th Street - C. GAULT Category: Municipal Order Staff Work By: Nancy Upchurch Presentation By: Carol Gault Background Information: The lot was sold to the current owner for the construction of a single-family home before the Planning Department was aware that the Fire Department wished to own the property to be used in conjunction with the currently owned property for Fire Department Training purposes. The property was transferred to Teddy Bear Estates, clearing the lot and digging footers had begun. The Planning Department, on behalf of the Fire Department, negotiated with the owner to compensate her for work completed and give her a different lot to construct the home. An agreement was reached with compensation of $9729 for clearing of the lot and dirt work already completed on the property in preparation for the construction. Does this Agenda Action Item align with a Commission Priority? No If yes, please list the Commission Priority: Communications Plan: Funds Available: Account Name: CD-0104 Account Number: 000 20000 20012 Staff Recommendation: It is the recommendation of staff to approve the acquisition of this property to be used by the Fire Department for firefighter training. Attachments: 1. prop acquisition – 729 South 13th Street 2. SOA2026-0020 Staff Report 729 South 13th Street MUNICIPAL ORDER NO. _______ A MUNICIPAL ORDER ACQUIRING THE PROPERTY LOCATED AT 729 SOUTH 13TH STREET AND REIMBURSING THE CURRENT OWNER, TEDDY BEAR ESTATES (SHELLIA KIRKENDOLL), THE SUM OF $9729, AND AUTHORIZING THE MAYOR TO EXECUTE THE DEED AND ALL DOCUMENTS RELATED TO SAME WHEREAS, the City of Paducah sold to Teddy Bear Estates (Shellia Kirkendoll) property located at 729 South 13th Street, by Municipal Order #3030; and WHEREAS, the lot was sold to her for the construction of a single-family home before the Planning Department was aware that the Fire Department wished to own the property to be used in conjunction with the currently owned property for Fire Department Training purposes; and WHEREAS, Teddy Bear Estates (Shellia Kirkendoll) had already cleared the lot and begun digging footers; and WHEREAS, the Planning Department, on behalf of the Fire Department, negotiated with the owner to compensate her for work completed and to give her a different lot to construct a home; and WHEREAS, an agreement was reached to compensate the owner the sum of $9,729 for clearing the lot and dirt work already completed in preparation for construction. NOW THEREFORE, BE IT ORDERED BY THE CITY OF PADUCAH, KENTUCKY: SECTION 1. The Mayor is hereby authorized to execute the deed and any necessary documents relating to the same to complete the acquisition of the property located at 729 South 13th Street. SECTION 2. The Board of Commissioners hereby authorizes reimbursement to Teddy Bear Estates (Shellia Kirkendoll) in the sum of $9,729 for work already done on the property located at 729 South 13th Street. This sum shall be paid from the Account CD-0104, Account Number 000 20000 20012. SECTION 3. This Order shall be in full force and effect from and after the date of its adoption. ______________________________ George Bray, Mayor Adopted by the Board of Commissioners, March 10, 2026 Recorded by Lindsay Parish, City Clerk, March 10, 2026 \mo\prop acquisition – 729 South 13th Street STAFF REPORT STAFF REPORT PADUCAH CITY COMMISSION APPLICATION INFORMATION ADDRESS 729 South 13th Street CASE NO. SOA2025-0020 OWNER Teddy Bear Estates/Shellia Kirkendoll APPLICANT City of Paducah AGENT --- REQUEST Acquisition of Lot for the use of the Paducah Fire Department HEARING DATE March 10, 1026 GENERAL SITE INFORMATION CURRENT ZONING R-4 CURRENT LAND USE Vacant COMPREHENSIVE PLAN Neighborhood Conservation CURRENT IMPROVEMENTS None FLOODPLAIN No PUBLIC UTILITIES Power, gas, water PUBLIC SERVICES Paducah Fire, Paducah Police SURROUNDING AREA INFORMATION SURROUNDING ZONING SURROUNDING LAND USE NORTH R-3 Single Family SOUTH R-3 Vacant Lot EAST R-3 Vacant Lot WEST M-1 Vacant Lot GENERAL INFORMATION The lot was sold to the current owner for the construction of a single-family home before the Planning Department was aware that the Fire Department wished to own the property to be used in conjunction with the currently owned property for Fire Department Training purposes. SOA STAFF REPORT The property was transferred to Teddy Bear Estates, clearing the lot and digging footers had begun. The Planning Department on behalf of the Fire Department, negotiated with the owner to compensate her for work completed and give her a different lot to construct the home. An agreement was reached with compensation of $9729 for clearing of the lot and dirt work already completed on the property in preparation for the construction. DESCRIPTION OF THE PROPERTY: 729 S 13th Street The lot is located on the corner of South 13th and Tennessee Street. Approximate measurements of the lot is 35’ X 159’ X 39’ X 141’ STAFF RECOMMENDATION It is the recommendation of staff to approve the acquisition of this property to be used by the Fire Department for firefighter training. Agenda Action Form Meeting Date: March 10, 2026 Short Title: Declaration and sale of 715 Jones to Teddy Bear Estates/Shellia Kirkendoll - C. GAULT Category: Municipal Order Staff Work By: Nancy Upchurch Presentation By: Carol Gault Background Information: Ms. Kirkendoll submitted a request to purchase the property for $1 to construct an energy-efficient, 3-bedroom 2-bath home on the vacant lot located at 729 South 13th Street. She will transfer the construction of the proposed home on that lot to 715 Jones Street. Landscaping will be provided upon completion of the home. The value of the proposed investment is approximately $180,000. Additionally, she submitted an application for the Southside Home Funds on behalf of a potential buyer to be allocated to this project. The grant application will also be transferred to this lot. Once complete, she will market the home and the potential buyer may be eligible to benefit from the Southside Home Grant funds, provided they meet the qualifications. If this project turns out as expected, Ms. Kirkendoll wants to build additional homes in the project area. Does this Agenda Action Item align with a Commission Priority? Yes If yes, please list the Commission Priority: Southside revitalization and increasing the affordable housing stock Communications Plan: Funds Available: Account Name: Account Number: Staff Recommendation: It is recommended that the Commission determine that the property is surplus and accept the request of Shellia Kirkendoll and transfer the vacant lot for $1, subject to the standard clause applied in the Fountain Avenue Revitalization Area stating that the property would revert to the City if the owner fails to comply with the submitted proposal to substantially complete the project within one year. Attachments: 1. MO prop sale– 715 Jones 2. Staff Report 715 Jones Street MUNICIPAL ORDER NO. ________ A MUNICIPAL ORDER DECLARING THE REAL PROPERTY LOCATED AT 715 JONES STREET, PADUCAH, KENTUCKY, TO BE SURPLUS PROPERTY, AUTHORIZING A REAL ESTATE PURCHASE AGREEMENT WITH TEDDY BEAR ESTATES FOR THE SALE OF SAID PROPERTY IN CONSIDERATION OF $1.00, AND AUTHORIZING THE MAYOR TO EXECUTE THE AGREEMENT, DEED, AND ALL DOCUMENTS RELATED TO SAME WHEREAS, pursuant to KRS 82.083, a written determination has been made that the City does not have any use at this time or in the future for property located at 715 Jones Street, Paducah, Kentucky, which constitutes surplus real estate; and WHEREAS, the City of Paducah now desires to transfer the property in accordance with KRS 82.083(5). NOW THEREFORE, BE IT ORDERED BY THE CITY OF PADUCAH, KENTUCKY: SECTION 1. The Board of Commissioners hereby declares the property located at 715 Jones Street, Paducah, Kentucky, to be surplus property as it relates to the operations of the City. Further, the Board of Commissioners hereby authorizes a purchase agreement to sell the property in accordance with KRS 82.083, for consideration of $1.00. SECTION 2. The Mayor is hereby authorized to execute the Real Estate Purchase Agreement, deed, and any necessary documents relating to the same to complete the sale of the real property approved in Section 1 above. SECTION 3. This Order shall be in full force and effect from and after the date of its adoption. ______________________________ George Bray, Mayor ATTEST: ___________________________ Lindsay Parish, City Clerk Adopted by the Board of Commissioners, _________________________ Recorded by Lindsay Parish, City Clerk, ________________________ \mo\prop sale– 715 Jones STAFF REPORT STAFF REPORT PADUCAH CITY COMMISSION APPLICATION INFORMATION ADDRESS 715 Jones Street CASE NO. SOA2025-0019 OWNER City of Paducah APPLICANT Teddy Bear Estates/Shellia Kirkendoll AGENT --- REQUEST Sale of Asset MEETIGN DATE March 10, 2026 GENERAL SITE INFORMATION CURRENT ZONING R-4 CURRENT LAND USE Vacant COMPREHENSIVE PLAN Neighborhood Conservation CURRENT IMPROVEMENTS None FLOODPLAIN No PUBLIC UTILITIES Power, gas, water PUBLIC SERVICES Paducah Fire, Paducah Police SURROUNDING AREA INFORMATION SURROUNDING ZONING SURROUNDING LAND USE NORTH R-3 Vacant Lot SOUTH R-3 Vacant Lot EAST R-3 Vacant Lot WEST M-1 Vacant Lot GENERAL INFORMATION The disposition of surplus or excess property is governed by City Code Section 2-668; which references KRS 82.083. SOA STAFF REPORT ACQUISITION OF THE PROPERTY The City of Paducah acquired this property in March 2021. The structure on the lot was demolished. The intended use for the property was to market to a developer that would construct a home on the lot. This property was advertised on Jan. 23, 2026 and no bids were received or this lot. KRS 82.083(5) states “If a city receives no bids for the real or personal property, either at public or electronic auction or by sealed bid the property may be disposed of, consistent with the public interest, in any manner deemed appropriate by the City. In those instances, a written description of the property, the method of disposal, and the amount of compensation, if any, shall be made.” DESCRIPTION OF THE PROPERTY: 715 Jones Street PVA PIN 112-23-16-010 Lot Dimensions: 40’ X 165’ DISPOSITION OF THE PROPERTY Typically, it is in the best interest of the City to transfer ownership of underutilized parcels to a responsible citizen, thereby placing the property back on the tax rolls and eliminating the maintenance and liability costs. Property disposal method: Accept the sole offer and transfer as recommended by Planning Staff. STAFF REPORT BID INFORMATION BID #1 Teddy Bear Estates/Shellia Kirkendoll Bid Amount: $1 Ms. Kirkendoll submitted a request to purchase the property for $1 to construct an energy-efficient, 3-bedroom 2-bath home on the vacant lot located at 729 South 13th Street. She will transfer the construction of the proposed home on that lot to 715 Jones Street. Landscaping will be provided upon completion of the home. The value of the proposed investment is approximately $180,000. Additionally, she submitted an application for the Southside Home Funds on behalf of a potential buyer to be allocated to this project. The grant application will also be transferred to this lot. Once complete, she will market the home and the potential buyer may be eligible to benefit from the Southside Home Grant funds, provided they meet the qualifications. If this project turns out as expected, Ms. Kirkendoll wants to build additional homes in the project area. STAFF RECOMMENDATION It is recommended that the Commission determine that the property is surplus and accept the request of Shellia Kirkendoll and transfer the vacant lot for $1, subject to the standard clause applied in the Fountain Avenue Revitalization Area stating that the property would revert to the City if the owner fails to comply with the submitted proposal to substantially complete the project within one year. Agenda Action Form Meeting Date: March 10, 2026 Short Title: Authorize the Engineering Department to publish a Request for Proposal for repair of a storm pipe at Pump Station #5 - G. GUEBERT Category: Municipal Order Staff Work By: Melanie Townsend, Keith Riley Presentation By: Greg Guebert Background Information: During excavation for the Paducah Riverfront Infrastructure Improvement Project (BUILD grant), a deteriorated storm sewer pipe leading from Pump Station #5 at the Harrison Street floodwall opening was discovered. The Paducah Floodwall Department requested quotes from three (3) companies and received two (2) responses. Both quotes were over $40,000. The Engineering Department is now requesting proposals for the project. Does this Agenda Action Item align with a Commission Priority? No If yes, please list the Commission Priority: Commission Priorities List Communications Plan: Funds Available: Account Name: Floodwall Cash Match Account Number: FW0016 Staff Recommendation: Authorize the Engineering Department to release an RFP for the repair of the storm pipe from Pump Station #5. Authorize the Mayor to sign a contract and all documents related to the same with the awarded vendor. Attachments: 1. RFP – Repair storm pipe - Pump Station #5 MUNICIPAL ORDER NO. ________ Adopted by the Board of Commissioners, March 10, 2026 Recorded by Lindsay Parish, City Clerk, March 10, 2026 MO\RFP – Repair storm pipe – Pump Station #5 Agenda Action Form Meeting Date: March 10, 2026 Short Title: Authorize the Engineering Department to Release a Request for Proposals for Design, Engineering, Permitting, and Construction Administration for the Coleman Road Sidewalk Project - G. GUEBERT Category: Municipal Order Staff Work By: Melanie Townsend Presentation By: Greg Guebert Background Information: Municipal Order 3170, approved on January 13, 2026, authorized the application for and acceptance of an FY2026 Carbon Reduction Funding grant from the Metropolitan Planning Organization. The application requested funding for the design and engineering of the Coleman Road sidewalk project. The MPO Board approved the City's application during its January Board meeting. The Kentucky Transportation Cabinet (KYTC) has approved the use of these funds. The City will enter into a Memorandum of Agreement (MOA) with KYTC upon Federal Highway Administration (FHWA) approval. Upon signing of the MOA, the Engineering Department will release a Request for Proposals for the Design, Engineering, Permitting, and Construction Administration of the Project. Does this Agenda Action Item align with a Commission Priority? No If yes, please list the Commission Priority: Commission Priorities List Communications Plan: Funds Available: Account Name: MAP Account Number: 23002217 542270 Staff Recommendation: Authorize the Engineering Department to release a Request for Proposals for the design, engineering, permitting, and construction administration for the Coleman Road Sidewalk Project. Attachments: 1. MO RFP – Coleman Road Sidewalk Project design MUNICIPAL ORDER NO. ________ Adopted by the Board of Commissioners, March 10, 2026 Recorded by Lindsay Parish, City Clerk, March 10, 2026 MO\RFP – Coleman Road Sidewalk Project design Agenda Action Form Meeting Date: March 10, 2026 Short Title: Authorize the Application and Acceptance of a Kentucky Pride Fund Composting Grant in the Amount of $502,416 - C. YARBER Category: Municipal Order Staff Work By: Jim Scutt, Randy Crouch, Chris Yarber, Hope Reasons Presentation By: Chris Yarber Background Information: The Recycling and Household Hazardous Waste (HHW) Management Grants Program was established in 2006 by Senate Bill 50, effective July 12, 2006, and incorporated as a part of the Kentucky pride fund. KRS 224.43-505(2) (c) specifies the establishment of recycling and Household Hazardous Waste (HHW) management grant programs. The City of Paducah is requesting $502,416 for a TR6500TX Tracked Trommel Screen. The required match is $167,472 for a total cost of $669,888. The Screen will be used to improve operations at the Compost Facility. Does this Agenda Action Item align with a Commission Priority? No If yes, please list the Commission Priority: Commission Priorities List Communications Plan: Funds Available: Account Name: Equipment-Other Account Number: 50002211 542190 Staff Recommendation: Authorize the application and acceptance of a Ky Pride Fund Composting Grant and for the Mayor to sign all documentation related to same. Attachments: 1. MO app & award – Kentucky Pride Fund Composting Grant MUNICIPAL ORDER NO. ______ Adopted by the Board of Commissioners, March 10, 2026 Recorded by Lindsay Parish, City Clerk, March 10, 2026 mo\grants\app & award – Kentucky Pride Fund Composting Grant Agenda Action Form Meeting Date: March 10, 2026 Short Title: Authorization to Transfer Surplus Police Vehicles to McCracken County Schools - C. YARBER Category: Municipal Order Staff Work By: Jim Scutt, Chris Yarber, Debbie Collins Presentation By: Chris Yarber Background Information: The City of Paducah proposes to declare three (3) police vehicles as surplus and authorize their transfer to the McCracken County Schools. The vehicles were originally acquired to support Paducah Police Department operations and public safety functions, but are no longer essential to city operations. The vehicles to be transferred are identified as follows: Unit 974 - 2014 Dodge Charger - VIN 2C3CDXAG5EH216942 - $4500.00 Unit 950 - 2016 Ford Explorer - VIN 1FM5K8AR5GGC50391 - $6500.00 Unit 969 - 2016 Ford Explorer - VIN 1FM5K8AR0GGC50394 - $8000.00 Public Interest Determination: The proposed transfer serves the public interest by maximizing the useful life of existing public assets, supporting the public safety needs of McCracken County Schools, and strengthening intergovernmental collaboration within the community. This method of disposition avoids costs associated with auctioning, storage, or disposal and represents an efficient use of public resources. Method of Disposition: Transfer of the vehicles to McCracken County Schools for compensation in the total amount of $19,000.00, pursuant to KRS 82.083(4)(a), which authorizes cities to transfer property, with or without compensation, to another governmental agency when it serves the public interest. Does this Agenda Action Item align with a Commission Priority? No If yes, please list the Commission Priority: Commission Priorities List Communications Plan: Funds Available: Account Name: Account Number: Staff Recommendation: Approve the declaration of the vehicles as surplus and authorize the Mayor to execute all necessary documents to complete the transfer to McCracken County Schools . Attachments: 1. MO Transfer Surplus Police Vehicles - McCracken County Schools MUNICIPAL ORDER NO. _______ Adopted by the Board of Commissioners, March 10, 2026 Recorded by Lindsay Parish, City Clerk, March 10, 2026 \mo\transfer surplus police vehicles – McCracken County Schools Agenda Action Form Meeting Date: March 10, 2026 Short Title: Approve Addendum to the Hotel Metropolitan Co-Stewardship Agreement - H. REASONS Category: Ordinance Staff Work By: Hope Reasons, Michelle Smolen Presentation By: Hope Reasons Background Information: This Municipal Order authorizes the Mayor to execute an addendum to the Hotel Metropolitan Co-Stewardship Agreement with the Upper Town Heritage Foundation. The addendum allows the City to provide a one-time advance payment of $25,000, which will be applied toward the City’s first annual $250,000 contribution under the agreement. The funds will support interim operational needs at the Hotel Metropolitan and the Purple Room, including tour coordination, administrative support, event assistance, fundraising efforts, and transition support until a new Executive Director is hired. Does this Agenda Action Item align with a Commission Priority? No If yes, please list the Commission Priority: Communications Plan: Funds Available: Account Name: Account Number: MR0102 Staff Recommendation: Approval. Attachments: 1. MO agree – Co-Stewardship Addendum Hotel Metropolitan 2. Addendum to Hotel Metropolitan Co-Stewardship Agreement (revised) MUNICIPAL ORDER NO. ______ to support the continued preservation and operation of these historic cultural assets; and Adopted by the Board of Commissioners, ___________________ Recorded by Lindsay Parish, City Clerk, ____________________ \mo\ agree – Co-Stewardship Addendum Hotel Metropolitan 1 ADDENDUM TO This Addendum to Hotel Metropolitan Co-Stewardship Agreement, effective this ____ day of _____________, 2026, is entered into by and between the CITY OF PADUCAH (hereinafter “City”) and THE UPPER TOWN HERITAGE FOUNDATION (hereinafter “Foundation”). WITNESSETH: WHEREAS, on March 4, 2025 the Parties entered into an Agreement entitled the Hotel Metropolitan Co-Stewardship Agreement which set forth the Parties’ desire to serve as co- stewards of the Hotel Metropolitan and the Purple Room; WHEREAS, in doing so, the Parties set forth each respective Party’s responsibilities, including the City’s agreement to commit $250,000 per year for three years; WHEREAS, the City has agreed to advance $25,000 to the Foundation for purposes of compensating an employee and/or independent contractor to perform functions necessary to ensure the Hotel Metropolitan and Purple Room thrive in the interim; NOW THEREFORE, in consideration of the foregoing premises and the mutual covenants as herein set forth, the parties do covenant and agree as follows: The Parties hereby agree to alter and/or amend the Hotel Metropolitan Co- Stewardship Agreement to allow the City to make a one-time payment of $25,000 to the Foundation for purposes of compensating an employee and/or independent contractor to perform the following functions for the Hotel Metropolitan and the Purple Room: book and conduct tours, provide administrative consultation services relating to daily operations, assist with events and fundraising, and assist with the transition to a new Executive Director when that person is hired. This payment shall be considered an advance of the first $250,000 payment set forth in the Hotel Metropolitan Co-Stewardship Agreement dated March 4, 2025. The City agrees to issue the Foundation a check in the amount of $25,000 within 30 days of execution of this Agreement. The Foundation agrees to utilize the funds set forth in Section 1 only for purposes as articulated herein. The Foundation understands that this payment is an advance of the $250,000 payment set forth in Section 6(G) of the Hotel Metropolitan Co-Stewardship Agreement. The Foundation agrees and understands that following receipt of the $25,000 payment as set forth in Section 1 herein, the City’s next allocation (due 30 days following the hiring of an Executive Director) will be $225,000. Nothing contained herein shall be construed to entitle the Foundation to funds in excess of that set forth in the Hotel Metropolitan Co-Stewardship Agreement. All remaining provisions of the Hotel Metropolitan Co-Stewardship Agreement entered into by the Parties on March 4, 2025 shall remain in full force and effect. 2 SECTION 4: Any provision of this Agreement later held to be unenforceable for any reason shall be deemed void and all remaining provisions shall continue in full force and effect. All obligations arising prior to the termination of this Agreement and all provisions of this Agreement allocating responsibility or liability between the Parties shall survive the completion of the services hereunder and the termination of this Agreement. SECTION 5: The failure at any time to enforce any provision of this Agreement or failure to exercise any right herein granted shall not constitute a waiver of such provision or such right thereafter to enforce any or all of the provisions of this Agreement. SECTION 6: This Addendum to the Hotel Metropolitan Co-Stewardship Agreement constitutes the entire agreement and understanding between the City and the Foundation in regard to the subject matter thereof; it supersedes all prior negotiations, representations, understandings, and agreements between them, written or oral, all of which are no longer effective. In witness whereof, each party hereto has set its hand, through its duly authorized agent pursuant to affirmative action from each respective legislative and/or administrative body, if applicable: Upper Town Heritage Foundation, Board of Trustee, Rosa Scott Signature: _______________________________________________ Date: _____________________________________________________ City of Paducah, George Bray, Mayor Signature: _________________________________________________ Date:______________________________________________________ Agenda Action Form Meeting Date: March 10, 2026 Short Title: Approve a Development Agreement with Westwood Development, LLC for the property located at 1501 Broadway - C. GAULT Category: Municipal Order Staff Work By: Carol Gault, Josh Sommer Presentation By: Carol Gault Background Information: The City issued a request for proposals for the property located at 1501 Broadway on February 6, 2025, with a submission deadline of March 31, 2025. Two (2) proposals were received. Upon review, staff determined that both submissions were reasonable. In accordance with Section 2-657, both proposers were contacted to further discuss their proposals. This action would declare this property surplus and authorize the transfer of the property to Westwood Development LLC per the attached development agreement. Does this Agenda Action Item align with a Commission Priority? Yes If yes, please list the Commission Priority: Communications Plan: Funds Available: Account Name: Account Number: Staff Recommendation: The 2024 comprehensive housing gap analysis by the Kentucky Housing Corporation revealed McCracken County faces a significant housing shortage. The approval of this agreement will provide 12 single-family housing units. Staff recommends approval. Attachments: 1. MO Development agreement – 1501 Broadway – Westwood Development, LLC 2. 1501 Broadway St Appraisal 3. Westwood Place ( Katterjohn site ) - 03062026 final version 4. FINAL PLAT - Westwood Place_1501 Broadway_030626 MUNICIPAL ORDER NO. ______ A MUNICIPAL ORDER DECLARING THE REAL PROPERTY LOCATED AT 1501 BROADWAY, TO BE SURPLUS PROPERTY, AUTHORIZING THE TRANSFER OF THE PROPERTY TO WESTWOOD DEVELOPMENT LLC, IN ACCORDANCE WITH THE DEVELOPMENT AGREEMENT, AND AUTHORIZING THE MAYOR TO EXECUTE THE AGREEMENT, DEED, AND ALL DOCUMENTS RELATED TO SAME WHEREAS, on February 6, 2025, the City issued a request for proposals for the property located at 1501 Broadway, and two proposals were received; and WHEREAS, upon review, staff determined that both submissions were reasonable. In accordance with Section 2-657, both proposers were contacted to further discuss their proposals; and WHEREAS, pursuant to KRS 82.083, a written determination has been made that the City does not have any use at this time or in the future for property located at 1501 Broadway, which constitutes surplus real estate; and WHEREAS, the City of Paducah now desires to transfer the property to Westwood Development LLC, in accordance with the Development Agreement. NOW THEREFORE, BE IT ORDERED BY THE CITY OF PADUCAH, KENTUCKY: SECTION 1. The Board of Commissioners hereby declares the property located at 1501 Broadway, Paducah, Kentucky to be surplus property as it relates to the operations of the City. Further, the Board of Commissioners hereby authorizes a development agreement between the City of Paducah and Westwood Development, LLC, for the development of twelve (12) single-family housing units, in accordance with KRS 82.083(4)(b), for consideration of $1.00. SECTION 2. The Mayor is hereby authorized to execute the Development Agreement, Deed, and any other necessary documents relating to the same to complete the sale of the real property approved in Section 1 above. SECTION 3. This Order shall be in full force and effect from and after the date of its adoption. ______________________________ George Bray, Mayor ATTEST: Adopted by the Board of Commissioners, March 10, 2026 Recorded by Lindsay Parish, City Clerk, March 10, 2026 \mo\Development agreement – 1501 Broadway – Westwood Development, LLC Agenda Action Form Meeting Date: March 10, 2026 Short Title: Redemption/Defeasance of Outstanding Bonds (2013A, 2018B) - A. KYLE Category: Municipal Order Staff Work By: Audra Kyle Presentation By: Audra Kyle Background Information: The City previously issued General Obligation Bonds, Series 2013A and General Obligation Refunding Bonds, Series 2018B, which currently have outstanding principal balances of $265,000 and $495,000, respectively. The Series 2013A Bonds are eligible for optional redemption without penalty, and the Series 2018B Bonds may be defeased through the establishment of an escrow funded with available revenues. The City has sufficient General Fund revenues on hand to redeem the remaining Series 2013A Bonds and to defease the remaining Series 2018B Bonds. Approval of this resolution will authorize the early retirement and discharge of these obligations, reducing future debt service requirements and strengthening the City’s overall financial position. Does this Agenda Action Item align with a Commission Priority? No If yes, please list the Commission Priority: Commission Priorities List Communications Plan: Funds Available: Account Name: Account Number: Staff Recommendation: Approval of municipal order Attachments: 1. MO Finance - Defease 2013A and 2018B MUNICIPAL ORDER NO. ______________ WHEREAS, the Outstanding 2018B Bonds are not callable before maturity; and WHEREAS, the Board of Commissioners deems it necessary, desirable, and in the public interest to cause the Outstanding 2013A Bonds to be called for redemption on their earliest practical redemption date and to be paid and discharged using existing and available general fund revenues; and WHEREAS, the Board of Commissioners deems it necessary, desirable, and in the public interest to cause the Outstanding 2018B Bonds to be defeased by the deposit of available general fund revenues with the Paying Agent, in its capacity as escrow agent (the “Escrow Agent”), in an escrow fund (the “Escrow Fund”), in an amount sufficient, together with investment earnings thereon, to pay all remaining scheduled payments of principal and interest on the Outstanding 2018B Bonds to and including their scheduled maturity date; and WHEREAS, the City has sufficient general fund revenues on hand to accomplish the foregoing; NOW THEREFORE, BE IT ORDERED BY THE CITY OF PADUCAH, KENTUCKY: Section 1. Affirmation and Incorporation of Preamble. The facts and statements contained in the foregoing preamble of this Municipal Order, including the terms defined therein, are hereby affirmed and incorporated as a part of this Municipal Order. Section 2. Approval of Redemption of the Outstanding Bonds. For the purposes set forth herein, the Board of Commissioners hereby approves (i) the payment and discharge of the Outstanding 2013A Bonds on their earliest practical redemption date and (ii) the defeasance of the Outstanding 2018B Bonds in accordance with the terms and conditions of the Series 2018B Bond Ordinance by the deposit of available general fund revenues with the Escrow Agent in the Escrow Fund in an amount sufficient, together with investment earnings thereon, to pay all remaining scheduled payments of principal and interest on the Outstanding 2018B Bonds to and including their scheduled maturity date. Each of the Mayor, the City Clerk, and the Finance Director of the City, and any one of them, is hereby directed to irrevocably deposit moneys into (i) the 2013A Bond Fund (as defined in the Series 2013A Bond Ordinance) held with the Paying Agent sufficient, when combined with other moneys existing and irrevocably held therein, to pay all of the outstanding principal of the Outstanding 2013A Bonds and all interest accrued to their redemption date; and (ii) the Escrow Fund held with the Escrow Agent sufficient, together with investment earnings thereon, to pay all remaining scheduled payments of principal and interest on the Outstanding 2018B Bonds to and including their scheduled maturity date. Section 3. Investment of Moneys. Each of the Mayor, the City Clerk, and the Finance Director of the City may cause all moneys deposited and held in the 2013A Bond Fund, until needed for the redemption of the Outstanding 2013A Bonds, to be invested in Investment Obligations (as defined in the Series 2013A Bond Ordinance) and any excess interest accrued thereon, if any, to be remitted to the City after the full payment and discharge of the Outstanding Bonds. Each of the Mayor, the City Clerk, and the Finance Director of the City may cause all moneys deposited and held in the Escrow Fund, until needed for the payment of principal and interest on all of the Outstanding 2018B Bonds, to be invested in Investment Obligations (as defined in the Series 2018B Bond Ordinance) and any excess interest accrued thereon, if any, to be remitted to the City after the full payment and discharge of the Outstanding 2018B Bonds. Adopted by the Board of Commissioners, March 10, 2026 Recorded by Lindsay Parish, City Clerk, March 10, 2026 \mo\Finance-Defease 2013A and 2018B Agenda Action Form Meeting Date: March 10, 2026 Short Title: Approve a Telecommunications Franchise Agreement with Lumos Fiber - M. SMOLEN & L. PARISH Category: Ordinance Staff Work By: Lindsay Parish, Michelle Smolen Presentation By: Michelle Smolen Background Information: This action approves a non-exclusive 10-year Telecommunications Franchise Agreement with Lumos Fiber. Does this Agenda Action Item align with a Commission Priority? No If yes, please list the Commission Priority: Communications Plan: Funds Available: Account Name: Account Number: Staff Recommendation: Approval. Attachments: 1. ORD Telecommunications Franchise Lumos 2026 2. Lumos Franchise Agreement ORDINANCE 2026-____-________ SECTION 5. Severability. That if any section, paragraph or provision of this ordinance shall be found to be inoperative, ineffective or invalid for any cause, the deficiency or invalidity of such section, paragraph or provision shall not affect any other section, paragraph or provision hereof, it being the purpose and intent of this ordinance to make each and every section paragraph and provision hereof separable from all other sections, paragraphs and provisions. Introduced by the Board of Commissioners, ______________________________ Adopted by the Board of Commissioners, _______________________________ Recorded by Lindsay Parish, City Clerk, ________________________________ Published by The Paducah Sun, ________________________ \ord\Telecommunications Franchise Lumos 2026 1 FRANCHISE AGREEMENT is effective this ________ day of ___________, 2026, by and between the City of Paducah, a political subdivision of the Commonwealth of Kentucky, and Lumos Fiber of Kentucky, LLC (hereinafter “Lumos”), a Kentucky limited liability company. , on August 9, 2022, the Paducah City Commission repealed and replaced Chapter 108 "Telecommunications" of the Code of Ordinances and created a ten (10) year, non- exclusive franchise for a telecommunications system within the confines of the City of Paducah; and , on October 24, 2025, the City of Paducah offered at bid a non-exclusive telecommunications franchise pursuant to Chapter 108 "Telecommunications" of the Code of Ordinances; and , by Ordinance No. _________, the City of Paducah accepted the bid of Lumos to acquire said franchise; and , The City of Paducah and Lumos have entered into this Franchise Agreement to memorialize the grant by the City of Paducah to Lumos of said franchise subject to the terms and conditions reflected in Chapter 108 "Telecommunications" of the Code of Ordinances. , for and in consideration of the mutual covenants and agreements contained herein the receipt and sufficiency of which are hereby acknowledged, the City of Paducah and Lumos hereby agree to incorporate the foregoing recitals as if fully set forth herein and further agree as follows: 1. Chapter 108 "Telecommunications" of the Code of Ordinances is incorporated herein by reference in its entirety and shall apply as if fully set forth herein. 2 2. Lumos’s bid for said franchise, Lumos’s application, and any addendum to said application, which are attached hereto as Exhibit “A”, is incorporated herein by reference in its entirety and shall apply as if fully set forth herein. 3. Ordinance No. ____________, by which the Paducah Board of Commissioners approved this Franchise Agreement, is incorporated herein by reference in its entirety and shall apply as if fully set forth herein. 4. The City of Paducah has granted unto Lumos a non-exclusive franchise for a telecommunications system within the confines of the City of Paducah, for a term of ten (10) years, subject to the provisions of Chapter 108 "Telecommunications" of the Code of Ordinances. 5. The franchise memorialized in this Franchise Agreement shall commence upon the effective date of this agreement, and shall expire as provided in the terms and provisions of Chapter 108 "Telecommunications" of the Code of Ordinances. 6. Lumos does hereby bind itself, its successors and assigns, to faithfully and fully perform each and every condition of said franchise as memorialized in this Franchise Agreement, and further to faithfully perform all acts required of it pursuant to said franchise. 7. This Franchise Agreement memorializes the agreement between the parties contained and embodied in Chapter 108 "Telecommunications" of the Code of Ordinances and shall be binding upon and inure to the benefit of the respective successors in interest to the parties hereto. 3 8. Notwithstanding any other provision in Chapter 108 "Telecommunications" of the Code of Ordinances to the contrary, the parties agree that ninety (90) days prior to any proposed construction in the City of Paducah, Lumos shall submit all applicable engineering drawings and documents required to comply with Chapter 98 Article III of the City of Paducah’s Code of Ordinances for review by the City of Paducah’s Engineering Department. Before proceeding with any construction in the City’s rights of ways, Lumos shall be required to obtain written approval from the City of Paducah’s Engineering Department for said proposed construction. IN WITNESS, WHEREOF, The City of Paducah and Lumos have executed this Franchise Agreement as their free and voluntary act and deed effective as of the day and year first above written. [Signatures on following page] 4 City of Paducah 5 Exhibit A Agenda Action Form Meeting Date: March 10, 2026 Short Title: Amend Code of Ordinances Section 126-3 of the Paducah Zoning Ordinance - C. GAULT Category: Ordinance Staff Work By: Carol Gault, Josh Sommer, Wes Banks Presentation By: Carol Gault Background Information: The Paducah Planning Commission has forwarded a favorable recommendation to the Board of Commissioners to change Section 126-3 Definitions of the City of Paducah Zoning Ordinance. The revision would allow medical cannabis facilities to utilize branded logos and colors. The new medical cannabis facility at 435 Jordan Drive, NatureMed, has locations in Missouri and Arizona as well as Kentucky. They would like to have standardized signage across all their locations. The text amendment would allow branded colors and logos, but still not allow any depictions of cannabis or cannabis products. No neon lighting would be permitted. Does this Agenda Action Item align with a Commission Priority? No If yes, please list the Commission Priority: Communications Plan: Funds Available: Account Name: Account Number: Staff Recommendation: Approval Attachments: 1. ORD 126-3 Medicinal Cannabis Signs ORDINANCE 2026-____-_________ ZONING, SECTION 3, DEFINITIONS, OF THE CODE OF ORDINANCE OF THE CITY OF PADUCAH, KENTUCKY the Paducah Planning Commission held a public hearing on March 2, 2026 after advertisement pursuant to law; and the Planning Commission adopted a Resolution recommending an amendment to Section 126-3 of the Paducah Zoning Code; and the City Commission now desires to accept the recommendation of the Paducah Planning Commission by amending the Code of Ordinances of the City of Paducah. That the Code of Ordinances of the City of Paducah, Kentucky, is hereby amended as follows: Medical cannabis dispensary means an entity licensed by the Commonwealth of Kentucky to perform retail sales of medical cannabis to registered qualified patients or visiting qualified patients. All medical cannabis dispensaries must meet [all of] the following conditions: (1) Shall not be located within one thousand (1,000) feet of existing elementary schools, secondary schools or daycares: (2) Shall not be located within one (1) mile of another medical cannabis dispensary as measured from the nearest property line; (3) Shall not be located next to any residential structure or mixed-use structure with a residential component. (4) Exterior signage may only, at most, include text that is the licensee's [(1) business or trade name; (2) location and contact information and (3) business type] business or trade name, location & contact information, business type, logo, symbol or branded colors. Exterior signage cannot include [a licensee's logo, symbol, branded colors or] any images[, including; but not limited to,] depicting cannabis/cannabis products, [or] the imagery or action of smoking/vaping, and cannot be illuminated by neon lights. Exterior signs also cannot include mottos, selling messages or any other non-essential text. [Exterior signs must be on the same parcel as the store and may be freestanding or wall signs.] Off-premise freestanding signs are expressly prohibited for dispensaries. [Exterior signage cannot be larger than necessary to reasonably display the information to individuals within or near the licensed premises and cannot be illuminated by neon lights.] If any section, paragraph or provision of this Ordinance shall be held to be invalid or unenforceable for any reason, the invalidity or unenforceability of such section, paragraph or provision shall not affect any of the remaining provisions of this Ordinance. SECTION 3. Compliance with Open Meetings Laws. The City Commission hereby finds and determines that all formal actions relative to the adoption of this Ordinance were taken in an open meeting of this City Commission, and that all deliberations of this City Commission and its committees, if any, which resulted in formal action, were in meetings open to the public, in full compliance with applicable legal requirements. SECTION 4. Conflicts. All ordinances, resolutions, orders, or parts thereof in conflict with the provisions of this Ordinance are, to the extent of such conflict, hereby repealed, and the provisions of this Ordinance shall prevail and be given effect. SECTION 5. Effective Date. This Ordinance shall be read on two separate days and will become effective upon summary publication pursuant to KRS Chapter 424. Agenda Action Form Meeting Date: March 10, 2026 Short Title: Approve the Agreement between the City of Paducah and the American Federation of State, County, and Municipal Employees (AFSCME), Local 1586 - S. WILCOX Category: Ordinance Staff Work By: Stefanie Wilcox, Amie Clark, Chris Yarber, Greg Guebert Presentation By: Stefanie Wilcox Background Information: In January 2026, the City entered into negotiations with AFSCME. The following contract changes were a result of those negotiations: Section 3. – Grievance and Mediation The Kentucky Labor Cabinet has been removed as a mediator option because they no longer provide that service. Section 5. B. – Vacation The vacation language has been changed to state they will follow the Personnel Ordinance, which mirrors their current language. This will enable them to receive any changes non-union employees may receive. Section 7. – Holidays Veterans Day has been added, along with clarifying the Personal Day request procedures. Section 11. – Safety Shoes and Clothing The boot allowance has been increased from $300 per year to $350 per year. Language was added to state that uniforms will be replaced according to vendor agreements, and all other gear not mentioned will be replaced as needed. Section 15. – Labor / Management Meetings Required meetings have been reduced from once per quarter to twice per year. Section 26. B. – Wage and Benefits AFSCME positions will receive the following base pay increases; a 7% increase, July 1, 2026, a 2% increase on July 1, 2027, and a 2% increase, July 1, 2028, respectively. Cost of Living Adjustments will follow the Department for Local Government maximum allowable annual compensation for mayors of cities other than first-class cities. This will be recommended by the City Manager for the Board of Commissioners’ approval each year. Section 28. Duration The dates in this section have been updated as well as removing language regarding a final offer from the City if negotiations are at impasse. Does this Agenda Action Item align with a Commission Priority? No If yes, please list the Commission Priority: Commission Priorities List Communications Plan: Funds Available: Account Name: Account Number: Staff Recommendation: Approve the recommended contract changes for the AFSCME Agreement effective July 1, 2026. Attachments: 1. ORD contract AFSCME 2026-2029 2. AFSCME Contract 2026 - 2029 FINAL 3. AFSCME Contract 2026 - 2029 REDLINED ORDINANCE NO. 2026-____-__________________ Introduced by the Board of Commissioners, March 10, 2026 Adopted by the Board of Commissioners, ___________________________ Recorded by Lindsay Parish, City Clerk, ___________________________ Published in The Paducah Sun, __________________ \ord\pw\contract-AFSCME Local 1586 2026-2029 Agreement Between The City of Paducah And The American Federation of State, County, and Municipal Employees AFL-CIO, Local 1586 July 1, 2026 – June 30, 2029 AFSCME Contract – July 1, 2026 / June 30, 2029 Page 2 Table of Contents CONTRACT ..................................................................................................................................................... 3 PREAMBLE ..................................................................................................................................................... 3 1. UNION SECURITY ................................................................................................................................... 3 2. DISCIPLINE ................................................................................................................................................ 4 3. GRIEVANCE AND MEDIATION PROCEDURE ............................................................................................ 5 4. PLEDGE AGAINST DISCRIMINATION AND COERCION ............................................................................. 6 5. VACATION ................................................................................................................................................ 7 6. SICK LEAVE................................................................................................................................................ 7 7. HOLIDAYS ................................................................................................................................................ 8 8. JURY DUTY ............................................................................................................................................... 9 9. UNION BUSINESS ..................................................................................................................................... 9 10. SAFETY COMMITTEE............................................................................................................................... 9 11. SAFETY SHOES & CLOTHING ................................................................................................................. 10 12. HOURS OF WORK ................................................................................................................................. 10 13. SEVERABILITY ....................................................................................................................................... 13 14. WAIVER IN EMERGENCY ..................................................................................................................... 14 15. LABOR/MANAGEMENT MEETINGS ...................................................................................................... 14 16. DEFINITIONS ......................................................................................................................................... 15 17. MANAGEMENT RIGHTS ....................................................................................................................... 16 18. WORK RULES ........................................................................................................................................ 16 19. CIVIL SERVICE PROTECTION ................................................................................................................. 17 20. TEMPORARY ASSIGNMENT .................................................................................................................. 17 21. MISCELLANEOUS .................................................................................................................................. 17 22. OUTSIDE CONTRACTING ...................................................................................................................... 19 23. SAFETY ................................................................................................................................................. 19 24. PROBATIONARY PERIOD ...................................................................................................................... 20 25. CONTINUITY OF OPERATION ............................................................................................................... 20 26. WAGE AND BENEFITS ........................................................................................................................... 20 27. INDIVIDUAL AGREEMENT ..................................................................................................................... 22 28. DURATION ............................................................................................................................................ 23 SIGNATURE PAGE ........................................................................................................................................ 24 AFSCME Contract – July 1, 2026 / June 30, 2029 Page 3 CONTRACT THIS AGREEMENT made and entered into this 1st day of July 2026, by and between the CITY OF PADUCAH hereinafter referred to as the "City" and the AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES, AFL CIO, LOCAL 1586, hereinafter referred to as the "Union”. PREAMBLE It is the intent of the parties that this contract constitutes a complete agreement between the parties hereto, and that it shall remain in effect except as hereinafter amended, altered or modified, and that no additions, waivers, deletions, changes or amendments shall be made during the term of this contract except by written agreement of the parties. It is understood that no incident by the City or Union, which occurred prior to the date of this contract, shall be the subject of complaint under any of the procedures provided in this contract. 1. UNION SECURITY A. RECOGNITION 1. The City agrees to recognize the Union as the exclusive bargaining agent for the purpose of collective bargaining in the settlement of disputes which may arise concerning wage rates, working conditions, hours of employment, dismissal, discrimination or other conditions of employment. 2. The City and the Union do hereby agree that the unit appropriate for such bargaining purposes shall consist of permanent full time, non-supervisory employees within a combination of the following (meeting one criteria in each category): Departments, Divisions and Classifications. Departments, Engineering-Public Works and Parks Services; Divisions, Parks Maintenance, Maintenance, Solid Waste, Floodwall, and Street; Classifications, Compost Equipment Operator, Concrete Finisher, Equipment Operator, Laborer, Maintenance Technician, Right of Way Maintenance Person, Traffic Technician, Truck Driver and Floodwall Operator. All other City employees shall be excluded from the bargaining unit. 3. The City agrees not to discriminate against any employee because of Union membership or lawful Union activity, and the Union agrees not to solicit for membership, collect Union funds, or engage in other Union activity on City time unless specifically provided for in this agreement. B. MEMBERSHIP DUES DEDUCTION AFSCME Contract – July 1, 2026 / June 30, 2029 Page 4 1. The Employer and the Union agree that membership in the Union is available to all employees occupying bargaining unit positions after serving their probationary period. In addition the Union and the City agree to conform to prevailing State of Kentucky Law with respect to the exercise of Right to Work practices for Membership Dues Deduction. 2. The Employer agrees to deduct Union membership dues once each month from the pay of any employee eligible for membership in the bargaining unit upon receipt of a written authorization signed individually and voluntarily by the employee. The signed payroll deduction form must be presented to the Employer's Finance Director by the employee or the Union Treasurer. Upon receipt of the authorization, the employer will withhold the sum as certified by the Union as its uniform dues from the employee's pay in the pay period in the month following receipt of the authorization. The sum of all dues collected shall be remitted to the Union treasurer within ten (10) days of the deduction. 3. Dues check off authorizations shall be honored for the term of this Agreement, except that any employee may revoke his authorization during the month of December of each year of the agreement. There shall be no other revocation period. The revocation shall be in writing to the City and the Union. 4. The Employer assumes no obligation of any kind arising out of its deduction of dues. The Union shall indemnify and save the Employer harmless from any claim, action or proceeding brought by any person against it as a result of its dues deduction. Once dues are remitted to the Union, their disposition thereafter shall be its sole obligation and responsibility. 5. The Employer shall be relieved from making dues deductions when an employee terminates his employment, transfers to a position outside the bargaining unit covered by this Agreement is laid off from work, revokes his authorization pursuant to the terms of this Agreement, is on unpaid leave of absence or for any reason fails to earn sufficient wages to make all legally required deductions such as taxes, FICA, etc., in addition to the deduction of Union dues. 6. No employee shall be required to join the Union, but membership in the Union shall be available to all employees who apply, consistent with the Union's Constitution and By-Laws. 2. DISCIPLINE A. At any disciplinary proceeding, an employee shall be entitled to representation by the Steward or other selected employee Union Representative when the Steward is not available. Under no circumstances shall any action cease due to the unavailability of a Union Representative. A disciplinary action proceeding shall be distinguished from an investigative fact gathering meeting. B. It is agreed that disciplinary action shall not be imposed upon an employee except for just cause. C. Any proposed disciplinary action involving discharge, suspension, or reduction in grade or pay (NON CIVIL SERVICE ONLY), shall be subject to the grievance procedure. AFSCME Contract – July 1, 2026 / June 30, 2029 Page 5 D. Although harsh disciplinary action may be imposed for severe infractions, in most cases the City shall adhere to the principle of progressive discipline. This disciplinary action shall include: i. Verbal Warning ii. Written Reprimand iii. Suspension iv. Termination E. Any discipline to be imposed shall be initiated as soon as reasonably possible, but no later than five (5) working days following the completion of the incident investigation recommended by the Department Director. The investigation is to be completed within 15 days of the Director’s knowledge where it is practical. Records of disciplinary action shall be a permanent part of an employee’s personnel record; however, verbal and written warning will not be considered after 30 months unless a repeated pattern of unacceptable behavior is demonstrated by the employee. This will not place an employee into a double jeopardy situation for disciplinary action, but does allow the City to begin the progressive disciplinary process at the appropriate level. 3. GRIEVANCE AND MEDIATION PROCEDURE A. Any grievance or dispute which may arise between the parties including the application, meaning or interpretation of this Agreement shall be settled in the following manner: 1. STEP ONE: The Union Steward, with or without the employee, shall present the grievance to the employee's immediate supervisor (in certain cases it may be appropriate to advance in the chain of command to file a grievance) within five (5) working days of its occurrence or within five (5) working days of knowledge of the occurrence by the employee. The grievance must state the contract provision(s) violated, the relief sought, the facts supporting the grievance, and must be signed by the aggrieved employee. The supervisor shall then attempt to adjust the matter and shall respond to the Steward or the employee; whichever has presented the grievance, within five (5) working days. The Union Steward will be allowed a reasonable length of time to discuss adjustment of the grievance with the appropriate supervisor. 2. STEP TWO: If the grievance has not been settled, it shall be presented in writing by the Union steward, OR the employee to the department head within five (5) working days after the supervisor's response is due. The department head shall respond in writing to the party presenting the grievance within ten (10) working days. 3. STEP THREE: If the grievance remains unadjusted, it may then be presented by the Union Steward, OR employee to the City Manager in writing within three (3) working days after the response of the department head is due. The City Manager shall respond in writing to the party presenting the grievance within fifteen (15) working days. 4. STEP FOUR: Mediation If the grievance is not resolved at STEP 3, and the employee and the Union desire to proceed with the grievance then the employee and the Union may request mediation by a mutually agreed upon mediator. The mediator shall have five (5) working days to set a date for the AFSCME Contract – July 1, 2026 / June 30, 2029 Page 6 mediation hearing within thirty (30) days. The mediator shall attempt to mediate the dispute at the hearing. Should the mediator fail to resolve the dispute, then either party may request a written advisory opinion from the mediator. The mediator shall be without power or authority to alter, amend or modify any of the terms of this Agreement. The decision of the mediator shall be submitted in writing within a reasonable time, but not later than thirty (30) days after the date of the hearing. The parties expressly agree that the City and the Union both have the right to accept or reject the mediator's decision. 5. STEP FIVE: If the grievance remains unadjusted, it may then be presented by the Union Steward, OR the employee to the Board of Commissioners in writing within three (3) working days after the response of the mediator is due. The statement of the grievance shall be filed with the City Clerk not later than 4:30 p.m. on the last day permitted for the filing of the grievance at this step. The written statement of appeal of the grievance shall set forth all the reasons and grounds for the grievance and the appeal to the Board together with a statement of the relief sought. A copy of all previous written documents involved in the action including any advisory opinion of the mediator shall be attached to the grievance and made a part thereof. The grievance will be placed on the Commission agenda within three weeks after it is presented. A vote of three Commissioners will be required to deny the grievance. B. If the Union fails to respond within the time limits stated in any step of the grievance procedure, the grievance shall be considered to be unsatisfactorily settled with the City's last stated position, unless the time limits are extended by mutual agreement of the City and the Union. Failure by the City to answer a grievance within the time period prescribed in Steps 1 through 3 shall constitute a denial of the grievance unless the time limits are extended by mutual agreement of the City and the Union. C. Up to three employees (Union President, Steward and Grievant) may be reimbursed for as much as 30 minutes each at Step 1 through Step 3 of the Grievance Procedure. D. Expenses for the mediator's services in the proceedings shall be borne equally by the City and the Union or employee, provided, however, that each party shall be responsible for compensating his/her own representatives and witnesses. If either party desires a transcript of the proceedings, it may cause such a record to be made, but shall bear the cost, unless the transcript is taken by mutual agreement. Each party shall be responsible for providing his/her own copy. In the event the mediator requires a verbatim record of the proceedings, the original transcript shall be borne equally by both parties. E. The Union reserves the right to settle a grievance at any step. 4. PLEDGE AGAINST DISCRIMINATION AND COERCION A. The provisions of this Agreement shall be applied equally to all employees in the bargaining unit without discrimination as to age, sex, marital status, race, color, creed, national origin, or political affiliation. The Union shall share equally with the City the responsibility for applying this provision of the agreement. AFSCME Contract – July 1, 2026 / June 30, 2029 Page 7 B. The City agrees not to interfere with the rights of an employee to become a member of the Union, and there shall be no discrimination, interference, restraint or coercion by the City or any of its supervisors and agents against any employee because of union membership or because of any activity in an official capacity on behalf of the Union. C. The Union recognizes its responsibilities herein and agrees to represent all employees in the bargaining unit without discrimination, interference, restraint or coercion. 5. VACATION A. No vacation leave shall be credited to any employee until such time as he has worked for the City for six (6) consecutive months, after which time vacation leave shall be credited from the date of employment. B. All employees of the Union shall receive vacation time according to policy set by the Personnel Ordinance. D. Each Division Supervisor shall prepare a schedule of vacation for the entire year indicating how many employees may be gone from work within the department at any one time, and request for vacations shall be applied for on a basis of seniority during the period from January 1 through March 31. Accrued time not originally applied for may be taken with the approval of the immediate supervisor at any time. Employees shall submit requests for vacation leave by March 15th of each year. Management will provide written responses to each request by March 31st of each year. E. The number vacation days credited to each employee shall be printed on employee pay stubs. 6. SICK LEAVE A. Employees shall be entitled to accrue sick leave time. The accrual rate of sick leave shall be at the rate of one and one half (1 1/2) working days for each month of service. A month in which a salaried employee is paid for fifteen (15) days or more and a daily or hourly employee is paid for twelve (12) days or more, shall be considered a month of service. B. Retirement Time Purchase [Applicable only to employees hired prior to 01/01/2014]: When an employee retires the City will purchase one day of retirement credit for each sick day accumulated up to a maximum of one year's retirement credit (242 days). An employee must have a minimum of 50 days accrued sick time at the time of retirement to receive this benefit. This benefit is contingent on CERS approval. C. Death Benefit: If an employee dies, the surviving spouse or designated beneficiary shall be entitled to the same unused sick leave benefits option as elected by the employee, either the retirement AFSCME Contract – July 1, 2026 / June 30, 2029 Page 8 time purchase benefit described in paragraph 2 above or the payment alternative described in paragraph 4 below. D. Payment alternative: Members of the bargaining unit hired prior to 01/01/2014 may elect the following benefit in lieu of the Retirement Time Purchase described in Paragraph 2. 1. Upon retirement, employees electing the payment alternative who have over 50 days of sick leave accumulated shall be paid an amount equivalent to one day's regular pay for all sick days accumulated over 50 days up to a maximum of 70 days’ pay. 2. Current employees who desire to select this payment alternative in lieu of the Retirement Time Purchase benefit in Paragraph 2 must state their desire in writing to the City Human Resources Director before 4:30 p.m. June 30, 2004. Employees hired after this contract is executed who desire to select this payment alternative in lieu of the retirement time purchase benefit in Paragraph 2 must state their desire in writing to the City Human Resources Director within 90 days of their date of employment. 3. Employees who select this payment alternative may accrue a maximum of 150 days of sick leave. All other employees may accrue a maximum of 242 days of sick leave. E. Sick leave extensions for serious and unusual circumstances may be approved by the City Manager at his discretion. The initial request for a sick leave extension will be submitted to the employee's department head. F. The employee, the employee's spouse or someone on behalf of the employee must notify the department of an illness or need for sick leave not later than one hour after the time the employee is scheduled to report to work in order for the employee to be eligible for pay, except for extenuating circumstances which justifiably preclude the notification. G. The number of sick days credited to each employee shall be printed on employee pay stubs. H. The City and the Union agree that an employee who abuses sick leave may be disciplined pursuant to the discipline article of the contract. It is agreed that employees may be required to provide a medical statement following a written warning. It is agreed that employees will not be required to provide a medical statement beyond the twelve months, required by City Policy and Procedures governing sick leave abuse. 7. HOLIDAYS A. The following days shall be recognized as holidays: B. New Year's Eve Labor Day New Year’s Day Veteran’s Day Martin Luther King B Day Thanksgiving Day Memorial Day Day after Thanksgiving AFSCME Contract – July 1, 2026 / June 30, 2029 Page 9 Juneteenth Christmas Eve Independence Day Christmas Day Personal Day* *Personal Day to be requested using the same procedure as requesting a vacation day. B. If any of the above holidays fall on Sunday, Monday shall be recognized as the holiday. If any of the above holidays fall on Saturday, the preceding Friday will be recognized as the holiday. For those employees who regularly work on Saturday and/or Sunday, the same criteria shall apply for the days recognized as those employees' weekend. C. Employees will be paid for recognized holidays where qualified, in an amount equivalent to eight times the employee's hourly rate or the equivalent to one day's pay. Employees who are required to work on a recognized holiday shall be further compensated at one and one half (1 ½) times their straight time hourly rate. D. To qualify for holiday pay an employee must work his/her regularly scheduled shift the day preceding and the day following the holiday or work the actual holiday unless properly excused. E. Employees qualifying to receive holiday pay will receive credit for those hours as hours worked for the purpose of calculating overtime. 8. JURY DUTY An employee who is called to jury duty may be excused from work until released from the court. Said employee will present court notice to his/her department head. The employee who has been excused will be paid his/her normal straight time earnings while on jury duty and may retain the fees received from court. Only scheduled workdays actually spent in court shall be counted in calculating payment. An employee who is not required to report for jury duty during a session on a certain date shall report to work. An employee who is not called at the opening of court for actual duty and who is excused for the remainder of the day shall report for work within one (1) hour after being excused. 9. UNION BUSINESS Union Members may attend Union functions for up to ten (10) Business days cumulatively annually utilizing an unpaid leave of absence. The Union President shall notify both Department Directors giving written notice two weeks in advance. 10. SAFETY COMMITTEE AFSCME Contract – July 1, 2026 / June 30, 2029 Page 10 The Safety Committee shall have representatives from each department to include a bargaining unit representative. Meetings will be subject to call by the HR Director. 11. SAFETY SHOES & CLOTHING A. The City agrees to make available to each employee covered by this contract a $350 boot allowance each year, to be included in the employees’ pay on the second paycheck immediately following July 1 each year. Footwear must be worn at all times per City PPE policy, and must comply with OSHA 1910.136 or ANSI Z41-1991 to qualify for reimbursement. B. Janitorial/Custodial personnel are exempt from wearing safety shoes and will receive one-half of the boot allowance listed above. C. Outdoor clothing shall be issued at hire date and replaced on three (3) year cycles. D. Uniforms will be replaced as defined by Uniform Vendor Agreements. E. All other gear will be replaced as needed. 12. HOURS OF WORK A. DEFINITIONS 1. The payroll week shall consist of seven days extending from Thursday at 12:01 am. To Wednesday 12:00 am. Unless it is changed to an alternative seven day period by City Commission ordinance. 2. The normal workweek shall consist of forty (40) hours within the payroll week. 3. The normal workweek shall also be Monday through Friday; however, supervision may schedule an employee for other than Monday through Friday when deemed appropriate. 4. The normal workday shall consist of eight (8) hours of work, or a normal schedule of four (4) consecutive ten (10) hour days. 5. Employees may be assigned to work a flexible work schedule that provides for irregular starting times. 6. The City will make every effort to notify an employee one week in advance before making a work schedule change, but as a minimum twenty four (24) hours in advance. AFSCME Contract – July 1, 2026 / June 30, 2029 Page 11 B. OVERTIME 1. Employees who work more than forty (40) hours in any one-payroll week shall be paid one and one half times the base straight time hourly rate for all excess hours worked. 2. For the purposes of calculating overtime, Bereavement Leave shall be considered “hours worked.” 3. Employees required to work more than nine full days straight will be compensated at two times the base straight time hourly rate for all hours worked beginning with the 10th day and continuing until the employee receives a full day off. A full day shall be defined as an employee working the number of hours in their regular scheduled shift. A shift is either eight (8) hours or ten (10) hours depending on their schedule. 4. When an employee is called in and required to work overtime, he shall receive a minimum of two (2) hours of overtime at one and one-half his regular straight-time hourly rate, regardless of whether such employee works two full hours or not. During said two hour period of time he may be subject to more than one assignment. In the event the employee works beyond two (2) hours during the same overtime period, said employee shall receive time and one-half for each hour or part of an hour after the two (2) hours period expires. Employees receiving call out pay will be paid time and one- half for the duration of the call out assignment regardless of any leave taken during the pay cycle in which the call out occurs, including: sick leave, vacation leave, jury duty, etc. Employees who have served suspension without pay during the FLSA work cycle in which call out occurs will be ineligible for time and one-half rate of pay. 5. Employees who work overtime shall not be required to take time off to offset the overtime worked, although the employee may request time off at an alternate time during the work week in lieu of compensation for the extra hours of work, subject to supervisory approval. In the event the employees who work extended overtime are required by the City to take rest time off from the job, the employees shall be compensated at their regular straight time rate for any such rest time which extends into their next regular shift. Employees shall not be required to take vacation time as compensation for said rest time. 6. As needed, employees will be required to work hours in excess of that set forth herein, and will receive pay at the overtime rate as set out in subsection 1 above. When an employee is scheduled for overtime work he will be paid not less than two (2) hours. During said two (2) hour period he may be subject to more than one assignment. 7. Overtime offered immediately prior to or at the end of the workday will be assigned to the employees who have been performing that work unless an employee has a special family obligation that conflicts with the assignment. Such overtime may or may not be scheduled. Other overtime will be assigned in accordance with the following guidelines. AFSCME Contract – July 1, 2026 / June 30, 2029 Page 12 8. Seniority will prevail for all overtime work on a rotation basis except where qualification and expertise are an issue: a. Overtime work shall be distributed equally to employees working within the same job classification and by department, where possible. The distribution of overtime shall be equalized over each six-month period beginning on the first day of January and the first day of July each year. On each occasion, the opportunity to work overtime shall be offered to the employee within the job classification, and department where possible, who has the least number of overtime hours to his credit at that time. If this employee is not available to answer a call after two (2) consecutive call-in occasions in a six (6) month period or does not accept the assignment, he/she will be charged with such overtime hours as overtime worked, and the employee with the next-fewest number of overtime hours to his credit shall be offered the assignment. The City shall not be obligated to contact employees who are off duty other than by telephone. b. Each supervisor shall maintain an overtime record on an overtime chart provided to him. Overtime record charts shall be available for review by the department steward and a current copy of the overtime record charts shall be posted in the department. c. Employees who refuse overtime will be charged with such overtime hours as overtime worked. An employee absent for vacation will not be considered for overtime. d. A new employee or an employee who changes classifications, department or shift will be charged, at that time, with overtime equal to the greatest amount of overtime charged to any employee in the classification in the department and on the shift to which he changes. e. When overtime work is scheduled, the City will notify employees involved at least twenty-four hours in advance of such scheduled overtime. When unscheduled overtime is required the City will, except in unforeseen circumstances, notify the employee at least two hours before the end of the shift immediately preceding the overtime. Any improper scheduling shall be corrected only by offers of subsequent overtime assignments as they become available. f. If an employee suffers a loss due to improper scheduling of overtime he must inform his supervisor, and if he has in fact missed an overtime opportunity, he shall be offered the next available assignment. The City agrees that an employee will suffer no loss of compensation in the event that the next assignment, so offered, is not at the same pay level as the assignment missed. g. If an employee feels he will suffer a loss due to improper scheduling of overtime, he must inform his supervisor of the situation prior to the last hour of his shift immediately preceding the scheduled overtime. If no adjustment is made and a subsequent grievance substantiates the improper scheduling he shall be offered the next available overtime assignment. h. It is understood that allowances for overtime differences due to special work requirements and/or emergencies may be necessary. However, such allowances will be discussed with the Union. i. Overtime for all employees will be equalized on January 1 and July 1 of each year. 9. All employees must provide a telephone number where they may be called for overtime purposes. Failure on the part of the employee to keep the City informed of his/her current address and AFSCME Contract – July 1, 2026 / June 30, 2029 Page 13 telephone number or place at which or through which he/she might be contacted shall relieve the City of its responsibility in calling an employee for overtime work. 10. An employee who is required to work overtime and who works ten (10) or more continuous and successive hours, excluding the scheduled meal time, will be allowed a sufficient time and arrangements shall be made for him/her to have time to eat within the hour thereafter, and no time will be deducted for such meal period during such overtime work, it being understood that the period will be made as short as possible, and in no case to exceed thirty (30) minutes. An additional meal allowance will be allowed for each four hours of consecutive work performed thereafter. The City shall provide food and drinks at mealtime for employees when working overtime as referenced in this paragraph, unless inclement weather conditions do not allow due to restaurant closures. This provision does not apply to a four (4) day, ten (10) hours/day work week schedule of an employee. 11. No employee will be required to work through the scheduled lunch period, except that any employee who works through the scheduled lunch period at the request of the City will be paid for the lunch period, provided however, that an employee’s lunch break shall not be deemed passed until he/she has been working on the job for a period of one and one-half hours past the mid-point of his/her work shift. No employee shall be forced to take an early time off to compensate him/her for time worked during a lunch period. 12. There shall be no changing of starting time in order to avoid the payment of overtime. C. LUNCH AND BREAK PERIODS Employees shall be granted two (2) paid fifteen (15) minute work breaks, one occurring in the first half of the shift and the second occurring in the second half of the work shift. Employees shall be granted an unpaid lunch period of thirty (30) minutes. Employees must take breaks onsite or at the nearest location that may have running hot/cold water. Employee must take lunches onsite, at the nearest location, or may return to their assigned shop. Included in these times is travel time to and from the job site. 13. SEVERABILITY Should any article, paragraph or portion thereof of this Contract be held unlawful or unenforceable by a court of competent jurisdiction, such decision of the court shall apply only to the specific article, paragraph or portion thereof as directly specified in the judgment, and upon issuance of such judgment, the parties hereto agree to negotiate a substitute for the invalidated article, paragraph or portion thereof AFSCME Contract – July 1, 2026 / June 30, 2029 Page 14 14. WAIVER IN EMERGENCY A. In cases of emergency declared by the President of the United States, the Governor of the Commonwealth of Kentucky, the Mayor of the City of Paducah, or the Federal or State Legislature, such as acts of God or civil disorder, the following conditions of this Agreement may be temporarily suspended: 1. Time limits for the processing of the grievance. 2. All agreements relating to the assignment of employees for the duration of the emergency period only. 3. Upon termination of the emergency, grievances filed prior to the emergency shall be processed in accordance with the provisions outlined in the grievance procedure of this Agreement and shall proceed from the point in the grievance procedure to which the grievance(s) had properly progressed, prior to the emergency. 15. LABOR/MANAGEMENT MEETINGS A. In the interest of sound labor/management relations, twice each year on a mutually agreed date and time (or more frequent if mutually agreed), the employer's representatives shall meet with two (2) employee table officers of the Union to discuss pending problems and to promote a more harmonious labor/management relationship. Such meetings are to be limited to no more than two hours at a time. Meetings will be held during the Union representatives normal work time and they shall suffer no loss of pay. However, if the number of employee hours being spent on such meetings becomes excessive in management's opinion, the meetings shall be scheduled at times other than the employee's working hours. B. An agenda will be exchanged by the parties at least three (3) working days in advance of the meeting with a list of matters to be discussed in the meeting and the names of those Union representatives who will be attending. Additions to the agenda may be included prior to the start of the meeting. The purpose of such meetings shall be to: 1. Discuss the administration of this Agreement. 2. Notify the Union of proposed changes by the Employer, which shall affect bargaining unit members. 3. Discuss grievances that have not been processed beyond the final step of the grievance procedure. 4. Disseminate general information of interest to the parties. 5. Discuss ways to increase productivity and improve effectiveness. 6. To consider and discuss health and safety measures relating to employees. 7. Other matters mutually agreed upon. AFSCME Contract – July 1, 2026 / June 30, 2029 Page 15 C. It is further agreed that if special labor/management meetings have been requested, and mutually agreed upon, they shall be convened as soon as possible. 16. DEFINITIONS A. "City" as used herein, the term "City" shall mean the City of Paducah and/or its governing body, the Board of Commissioners. B. "Union" as used herein, the term "Union" shall mean the American Federation of State, County and Municipal Employees, AFL CIO, Local 1586 and/or its officers and executive board. C. "Employees" as used herein, the term "employees" shall mean all permanent full time employees of the City who are members of the bargaining unit. D. "Seasonal position" as used herein, the term "seasonal position" shall mean a position of employment with the City which may be annual in nature, but limited to a particular seasonal need of the City. Seasonal positions normally shall not exceed six months. E. "Temporary Employees" Nothing herein shall prevent the City from hiring temporary employees. However, the city shall not hire temporary employees for the purposes of eroding the bargaining unit or to evade this agreement. Normally, these employees will be used for a limited period not to extend six months. However, due to unforeseen circumstances the need may arise to extend temporary employees beyond six months. F. Each month the City Manager will present to the Commission a report listing all seasonal and temporary employees who have been employed for more than 6 months. G. "Evening shift" as used herein, the term "evening shift" shall mean a regularly scheduled period for one or more employees in which more than one half the scheduled time is between the hours of 3:30 p.m. and 12:00 am. H. "Night shift" as used herein, the term "night shift" shall mean a regularly scheduled work period for one or more employees in which more than one half the scheduled time is between the hours of 11:00 p.m. and 7:30 am. I. "Seniority' as used herein, the term "seniority" shall mean length of service as a permanent fulltime employee with the City. It is agreed and understood, however, that seniority shall be suspended during the probationary period of ninety (90) days immediately following a promotion to a higher classification, and shall also exclude all suspensions for disciplinary action. J. It is agreed that any reference to his or her contained in this contract is intended to be gender neutral. AFSCME Contract – July 1, 2026 / June 30, 2029 Page 16 17. MANAGEMENT RIGHTS A. Except as expressly modified by a specific provision of this Agreement, the City retains its sole and exclusive rights to operate and manage its affairs in all respects. The exclusive rights of the City which are not abridged by this Agreement include, but are not limited to, its right to hire and be the sole judge of qualifications of applicants. The City has the right to direct the working forces, to discipline or discharge for just cause, to establish, maintain and modify departmental procedures; to lay-off and recall; to be the judge of whom to promote and the methods and procedures for promotions; to assign work; to transfer employees as needed from one group/area to another in a manner most advantageous to the City; to contract and subcontract with outside contractors; to establish, modify or change manning levels and the amount or type of equipment in the department, etc.; the right to direct employees of the department to include the right to hire, promote or transfer; the right to organize or reorganize the Department in any manner to include the determination of job classifications; the allocation and assignment of work to employees within the department that is advantageous to the City; to introduce new, improved or different methods and techniques of operation or to change existing methods and techniques of operation; to change, modify or purchase new types of equipment; to establish or eliminate in-service training programs and requirements for upgrading the skills of employees; to determine the location, methods, means and personnel by which operations are to be conducted; to establish, implement and maintain internal security practice; to schedule overtime, vacations, days off and holidays off; to take whatever actions may be necessary to carry out the mission of the City in emergency situations; any other rights the City has not expressly given up in this Agreement. B. Failure by the City to exercise any of its rights shall not constitute a waiver of that right. C. The above right and powers are vested in the City; however, the exercise of these rights shall be subject to the grievance procedure as expressly modified by the terms of this Agreement. 18. WORK RULES A. The Bargaining Unit recognizes that the City, in order to carry out its statutory mandates and goals, has the right to promulgate work rules, regulations, policies, procedures and general orders. B. The City agrees that no work rules, regulations or employment policies shall be established that are in violation of any express terms of this Agreement. C. Any additions or amendments to the work rules, regulations, policies, procedures and general orders shall be reduced to writing, posted on the department bulletin boards and copies distributed to members of the Bargaining Unit five (5) days prior to implementation; however this section does not limit the right of the City, to meet emergency or operational needs, to implement any work rules or regulations, policies, or general procedures prior to the conclusion of the five (5) day notification period. The addition or amendment will be dated and state its effective date. Each employee shall sign to acknowledge receipt of same. AFSCME Contract – July 1, 2026 / June 30, 2029 Page 17 19. CIVIL SERVICE PROTECTION The City has eliminated Civil Service Status for all classifications, but the City will continue to offer Civil Service protection to Bargaining Unit employees that were hired under Civil Service. This protection will continue even after an employee transfers to another non-Civil Service status classification that has representation by the Bargaining Unit; however, promotions will be by merit. Employees utilizing Civil Service Protection will not have the grievance procedure available to them. 20. TEMPORARY ASSIGNMENT A. When, due to the absence of a regular employee or for operational needs, a temporary assignment is available in a work unit the assignment shall first be offered to qualified employees in the work unit where the assignment exists. The assignment may be rotated among employees to facilitate the learning and training process for other employees or assigned to only previously qualified employees, depending on the immediate needs of the department. In the instance of a temporary assignment requiring greater than 90 days a rotation of qualified employees shall be used with each employee serving for a period of thirty days after the initial 90-day period. B. An employee who is awarded a temporary assignment in a higher rank position shall receive the higher pay rate after he/she has worked four (4) continuous weeks (20 days worked). The adjusted wage rate will be paid in a manner corresponding with the actual dates working in said acting position. Once formal action has been taken to adjust the employee’s pay rate, that pay rate will be applied back to the beginning of the temporary assignment. In instances where it is anticipated the assignment is to be for four (4) weeks or longer, the increase will be initiated immediately. An employee who is awarded an assignment in a lower rated position shall maintain his/her regular rate of pay. Employees filling positions of higher classification on an intermittent or short-term basis are expected to perform those duties as a part of their classification responsibility. C. Employees who request in writing training to perform tasks that are not part of their normal job may be given temporary assignments for training purposes with no increase in pay. Each Department will maintain a training request sign-up sheet. Such training assignments without extra pay shall not be continued after an employee has demonstrated his competency to perform the assignment. The City shall adopt a City Policy on the work training program and shall receive input from an advisory committee of Union members. 21. MISCELLANEOUS A. The Union and bargaining unit employees shall have access to Union bulletin boards for the purpose of posting Union and other notices. All postings shall have the department director’s stamp of approval for posting. It is understood that no material may be posted on any bulletin boards by the Union which contain (a) personal attacks on any other member or any other employee; (b) scandalous, scurrilous or derogatory attacks upon the City, or any other governmental units or officials; and (c) attacks on and/or favorable comments regarding a candidate for public office. AFSCME Contract – July 1, 2026 / June 30, 2029 Page 18 B. At least once each quarter the City will provide electronically to the Treasurer of the Union a roster of employees, showing the date hired, classification, department, home address with phone and designating those employees for whom the Union has not provided dues payroll authorization forms to the City. The Union shall furnish the City with a quarterly up to date list of names of Union executive board members, in writing, to the City Manager. C. Accredited representatives of AFSCME, whether local, district council, or international representative shall have the full and free access to the premises of the City, involving work areas of bargaining unit employees and City Administrative offices at City Hall for the purpose of attending meetings, discussing personnel matters, contract disputes with City officials or department heads, safety inspections or alleged violations of the contract, subject to prior notification and approval of the City and with the understanding that work time interference will be kept at a minimum. D. Supervisory personnel may perform non-supervisory work as time permits. However, it is understood that a supervisor has primary responsibility in supervising employees and facilitating them in the accomplishment of their work. E. The City and the Union agree that employees work primarily in their classifications. However, employees may be required to assist others in their department and such work may or may not be in their classification. Nothing herein entitles Bargaining Unit employees to perform work for other City employees that are performing minor maintenance, cleanup or incidental work related to the other City employees job, e.g., hanging pictures, painting , moving furniture, lawn care, washing vehicles, cleaning restrooms, etc. Training and safety will be primary considerations by management in the assignment of work in all departments throughout the City. F. The City will permit vending machines to be installed in all departments for the benefit of the employees. G. Whenever practical the City shall place tops and windshields on equipment to protect employees from adverse weather conditions. H. The City shall furnish and maintain individual lockers for all employees covered by this Agreement. I. The City agrees that supervisors of employees, within the bargaining unit, shall make reasonable effort to recognize seniority when assigning work to the employees, but it is understood that the primary consideration must remain; qualifications, efficiency in a skill, and the proper completion of the work to be done. An employee wishing to express a preference for a type of work may make it known to his immediate supervisor in order to have consideration on future assignments. This provision shall apply primarily to specific classifications within a particular department. J. City supervisors and employees will not use profane or abusive language toward one another in the performance of their job. AFSCME Contract – July 1, 2026 / June 30, 2029 Page 19 K. Work Group Leaders will be appointed by management and in compliance with City Ordinance as they are needed to facilitate the efficient progress of work. Appointments will be made based on qualification and performance with the length of appointment being at the discretion of management. An employee appointed to a Group Leader position will receive additional $1.50/hour compensation. L. The City agrees in its hiring practice to give its current team members preference in appointment in a vacant union represented position. The City agrees that internal applicants will be considered alongside external applicants but all internal applicants will be interviewed and receive a practical exam when applicable. 22. OUTSIDE CONTRACTING A. It is the intent of the City to make every effort to utilize its employees to perform work that they have normally and historically performed. However, nothing herein shall be deemed a limitation on the City's right to contract with outside contractors. B. In the event the City contemplates or proposes to contract out work that could cause the layoff of employees or a reduction of the employees in the bargaining unit, management will notify the Union at least 60 days prior to taking such action. C. A labor management meeting shall be held promptly to discuss the impact of outside contracting on employees, the feasibility of the proposed third party contracting and the potential for preventing erosion of the Bargaining Unit. D. The Union will be notified of any other contracting out that the City intends to propose or award. E. Typically, the City will contract out work where expertise and/or equipment of other vendors are needed, the volume of work is beyond the immediate capacity of the department to handle or the City is at a cost competitive disadvantage to handle the work. 23. SAFETY In the event a job situation or item of equipment is reasonably challenged by an employee as a serious threat to his safety, he shall notify his immediate supervisor, immediate superintendent, and his steward. If the matter is not resolved to the satisfaction of the employee, he may take the matter up with his department director, together with the supervisor and steward who will consult the applicable Kentucky OSHA regulations in making their decisions. If the matter remains unresolved, the department director will notify the HR Director, who will make the final determination in the matter. Any further challenge by the employee may be handled through the grievance procedure or through the Kentucky OSHA regulations as provided by law. AFSCME Contract – July 1, 2026 / June 30, 2029 Page 20 24. PROBATIONARY PERIOD A. All new employees with the City and newly promoted employees shall serve a six (6) month probationary period. No newly hired probationary employee may be a member of the union. B. A probationary employee may be terminated at any time during his/her probationary period and have no appeal through the Grievance Procedure. C. A newly promoted employee will be allowed to return to his/her previous classification, a classification previously held or a classification in which he/she is qualified provided there is an available opening. The employee will have up to thirty (30) days to exercise this option. 25. CONTINUITY OF OPERATION A. The services performed by the City of Paducah employees are governmental in nature and are essential to the public's safety and welfare. Accordingly, it is agreed that there shall be no strikes during the life of this agreement. B. It is further understood and agreed that any refusal on the part of any employee to cross a picket line at some other place, when the same is necessary to perform the duties assigned by the City of Paducah, shall entitle the City of Paducah to perform the work by any means available. C. The city of Paducah agrees that it will not lock out its employees during the life of this agreement in support of its bargaining position or to require the Union to concede to its grievance. 26. WAGE AND BENEFITS A. Life Insurance The City shall pay for each bargaining unit employee the full premium for a $15,000 group life insurance policy. B. Wages 1. Effective July 1, 2026, the members of the Bargaining Unit will receive a 7% increase, a 2% increase on July 1, 2027, and a 2% increase, July 1, 2028 respectively. These increases will be applied to the base wage rates before any cost-of-living adjustments (COLA’s) occur for those years. COLA’s will be determined according to Section 2 of this Article. The July 1, 2026, COLA will be 2.7% and is included in the wage table below. Actual increases will take effect on the first day of the pay period coincident with or following the effective date of the increase. AFSCME Contract – July 1, 2026 / June 30, 2029 Page 21 2.Effective July 1, 20263 wage rates shall be paid as follows, the cost of living adjustment (COLA) will be paid in accordance with KRS 83A.075(1). The Department for Local Government (DLG) calculates the maximum allowable annual compensation for mayors of cities other than first-class cities by the second Friday in February each year. These calculations are based on the court-established formula application levels for state and local governmental constitutional officers. Adjustments are determined using the Consumer Price Index (CPI) maintained and reported by the U.S. Department of Labor, Bureau of Labor Statistics. A Bureau-issued news release establishes the CPI as of December of the preceding year, at which time the percentage increase for the prior twelve-month period is determined. This percentage will become recommended as the annual COLA for employees at the beginning of the next fiscal year upon approval of the Board of Commissioners. Each year the City will forward the letter notifying the Union of the amount within five (5) business days of receipt. An updated wage table will be provided at that time. Historical DLG increases can be found on the Kentucky League of Cities website under Info Central. 3. Employee classifications and wages are established and changed by City ordinance. Changes in classification and/or compensation shall be reviewed with the Union prior to adoption by the City. The following classifications and base wages will be in effect on the following dates: CLASSIFICATION Hour Rate as of 06-30-26 July 2026 (FY27) = Base + COLA MAINTENANCE TECHINICIAN $25.33 $27.84 TRAFFIC TECHNICIAN $25.33 $27.84 FLOODWALL OPERATOR $26.03 $28.60 COMPOST / EQUIPMENT OPERATOR $26.29 $28.89 CONCRETE FINISHER $25.14 $27.63 ROW MAINTENANCE PERSON $24.33 $26.74 SOLID WASTE TRUCK DRIVER $24.86 $27.31 LABORER $22.65 $24.89 JANITOR / COLLECTOR $22.12 $24.31 2. Each employee shall receive longevity pay of seven dollars ($7.00) per month for each year of continuous service up to and including twenty (20) years. AFSCME Contract – July 1, 2026 / June 30, 2029 Page 22 3. Payment for such service shall commence in the anniversary month of service. All vacation time, sick leave and authorized leave of absence shall constitute service for the purpose of this provision. 4. Graduated Wage Scale will apply to all employees hired after January 30, 1998. Graduated Wage Scale will apply to (all) classifications. Graduated Wage Scale will start on the newly Hired employee's date of hire with a minimum hire rate of 80% of maximum, and increase 5% every six months until the employee reaches 100%. As an example: Initial hire rate 80% Six month anniversary 85% Twelve month anniversary 90% Eighteen month anniversary 95% Twenty four month anniversary 100% 5. The City may hire new employees into skilled positions at wage rates between 80% and 100% of the full wage for the position needing to be filled, based upon the relevant qualifications of the applicant. In the event an employee is hired above 80% of the wage rate for a position, the City agrees to consider the qualifications of incumbent employees in the same position for consideration of pay equity for comparable qualifications. In all cases when an employee is hired above the 80% wage rate for a given position the City will provide written notice to the Union. 6. Employees leaving the City due to resignation, retirement, or termination will receive all monies currently due him on the next pay period. Payroll can NOT be completed for any terminated employee until all City issued clothing/equipment is certified as returned by the appropriate supervisor. 7. If an error results in an employee receiving less pay than is due him, the error will be corrected on the employee's next paycheck. Hardship cases, those with a net error of $200 or greater with base pay and for other than overtime calculations, will result in the City providing a make-up check on the next business day after notification of the error. 8. Employees who work on the evening or night shift shall receive a shift premium of thirty five (35) cents per hour for work performed on the evening shift, and a premium of fifty (50) cents per hour for work performed on the night shift. 9. The City will pay all employees bi-weekly by direct deposit to an approved financial institution of their choosing. 27. INDIVIDUAL AGREEMENT The City agrees not to enter into any Agreement or contract with employees, individually or collectively, which in any manner conflicts with the terms and provisions of this agreement. Employees are allowed to work as referees and/or umpires in a non-collective bargaining capacity. AFSCME Contract – July 1, 2026 / June 30, 2029 Page 23 28. DURATION A. The Agreement, when signed by the duly authorized officers of the City and the Union, shall become effective as of the date of execution, and shall terminate the 30th day of June, 2029. If a new agreement is not executed, the parties may agree in writing to extend the current agreement for an additional period of time. B. Negotiations 1. Between November 1 and 15, 2028 either party may request in writing that negotiations be opened to modify or renew this Agreement. Within 10 days of receipt of the request to open negotiations the parties will meet and schedule at least four (4) negotiating meetings to be held between January 2 and March 1, 2026. Failure to reach tentative agreement in this timeframe will result in a forty-five (45) day suspension of negotiations. On or about April 16 negotiations will resume and if the parties come to an impasse, either party may request mediation services and the current Bargaining Agreement will be extended for ninety (90) days. 2. In any event, nothing herein contained shall preclude either party from modifying or changing or amending its proposals for a new Agreement. The City and Union each have entered into this Agreement pursuant to duly adopted ordinances and resolution authorizing same. 3. The City agrees to pay three (3) employees representing the Bargaining Unit at the straight time hourly rate for up to four (4) hours for each meeting up to a maximum of five (5) meetings for negotiations of a new Collective Bargaining Agreement if the employee time lost is during normal work hours. AFSCME Contract – July 1, 2026 / June 30, 2029 Page 24 SIGNATURE PAGE IN WITNESS WHEREOF, the parties have hereunto set their hand this ___ day of March, 2026. This agreement shall become effective upon signature of the parties. For The City of Paducah, Kentucky for The American Federation of State, County and Municipal Employees, AFL-CIO Local 1586 ______________________________ ___________________________ George Bray, Mayor Kelly O’Keefe, President WITNESS: _____________________________ _____________________________ Agenda Action Form Meeting Date: March 10, 2026 Short Title: Approve the Agreement between the City of Paducah and the Paducah Police Department Bargaining Unit - S. WILCOX Category: Ordinance Staff Work By: Stefanie Wilcox, Brian Laird Presentation By: Stefanie Wilcox Background Information: In January 2026, the City entered negotiations with the Paducah Police Department Bargaining Unit. The following changes were a result of those negotiations: Article 2. Recognition Throughout the entire agreement the “Police” Training Officer, or PTO, has been updated to be a “Field” Training Officer, or FTO. Article 5. Management Rights Removed invalid language referring to transferring employees to stations. Article 7. Grievance Procedure KRS 95 is now KRS 15.520, this section refers to the Police Bill of Rights for Officers. Article 14. Health and Safety Annual physical assessments will now be mandatory with incentives being increased for those you successfully complete the program. Unsuccessful participants will be placed on an exercise program. Article 17. Wages Rates Police Officers and Sergeants will receive the following base pay increases; a 8% increase, July 1, 2026, a 2% increase on July 1, 2027, and a 2% increase, July 1, 2028, respectively. Cost of Living Adjustments will follow the Department for Local Government maximum allowable annual compensation for mayors of cities other than first-class cities. This will be recommended by the City Manager to the Board of Commissioners each year. Article 20. Holidays Veterans Day was added to the Agreement. Article 21. Sick Leave The maximum accrual was increased by five days, from 272 to 247. The maximum payable at retirement still remains at 242 days. Article 24. Life Insurance Retiree life insurance will no longer be offered effective July 1, 2026. Any retiree enrolled prior will be grandfathered in. Article 28. Duration The dates have been updated, the Kentucky Labor Cabinet has been removed as a mediator option, and language referring to our lest best offer if there is an impasse has been removed. Does this Agenda Action Item align with a Commission Priority? No If yes, please list the Commission Priority: Commission Priorities List Communications Plan: Funds Available: Account Name: Account Number: Staff Recommendation: Approve the recommended contract changes for the Paducah Police Department Bargaining Unit Agreement effective July 1, 2026. Attachments: 1. ORD contract-bargaining unit - 2026-2029 2. FOP Contract 2026 - 2029 FINAL 3. FOP Contract 2026 REDLINED ORDINANCE NO. 2026-____-___________ The Paducah Sun, AGREEMENT BETWEEN THE CITY OF PADUCAH AND THE PADUCAH POLICE DEPARTMENT BARGAINING UNIT July 1, 2026 to June 30, 2029 FOP Contract 3/24/2026 Page 1 Table of Contents Agreement .................................................................................................................................................... 2 ARTICLE 1. DEFINITIONS ...................................................................................................................... 2 ARTICLE 2. RECOGNITION ................................................................................................................... 2 ARTICLE 3. MEMBERSHIP AND DUES DEDUCTION .............................................................................. 2 ARTICLE 4. NON-DISCRIMINATION ..................................................................................................... 3 ARTICLE 5. MANAGEMENT RIGHTS ..................................................................................................... 3 ARTICLE 6. PUBLIC OBLIGATION .......................................................................................................... 4 ARTICLE 7. GRIEVANCE PROCEDURE ................................................................................................... 4 ARTICLE 8. LABOR RELATIONS MEETINGS........................................................................................... 6 ARTICLE 9. DISCIPLINARY PROCEDURES .............................................................................................. 7 ARTICLE 10. WORK RULES ..................................................................................................................... 8 ARTICLE 11. BARGAINING UNIT USE OF CITY EMAIL ............................................................................. 8 ARTICLE 12. SENIORITY ......................................................................................................................... 8 ARTICLE 13. SHIFT ASSIGNMENT ........................................................................................................... 8 ARTICLE 14. HEALTH AND SAFETY ......................................................................................................... 9 ARTICLE 15. WAIVER IN EMERGENCY ................................................................................................. 10 ARTICLE 16. WORK WEEK & OVERTIME .............................................................................................. 10 ARTICLE 17 WAGE RATES .................................................................................................................. 11 ARTICLE 18 CLOTHING ALLOWANCE ................................................................................................. 14 ARTICLE 19 VACATIONS ..................................................................................................................... 15 ARTICLE 20 HOLIDAYS ....................................................................................................................... 15 ARTICLE 21 SICK LEAVE ...................................................................................................................... 16 ARTICLE 22 MILITARY LEAVE ............................................................................................................. 18 ARTICLE 23 HEALTH INSURANCE ....................................................................................................... 19 ARTICLE 24 LIFE INSURANCE ............................................................................................................. 20 ARTICLE 25 LIABILITY INSURANCE ..................................................................................................... 20 ARTICLE 26 STATUS OF BARGAINING COMMITTEE MEMBERS WHILE BARGAINING ....................... 20 ARTICLE 27 SEVERABILITY ................................................................................................................. 21 ARTICLE 28 DURATION ...................................................................................................................... 21 FOP Contract 3/24/2026 Page 2 Agreement THIS AGREEMENT is made and entered into on the 1st day of July, 2026 by and between the City of Paducah, hereinafter referred to as "City" or "Employer" and the Paducah Police Department Bargaining Unit, hereinafter referred to as “Unit” or “Bargaining Unit” organized under the auspices of Jackson Purchase Lodge 15 of the Fraternal Order of Police, hereinafter referred to as the "Bargaining Unit.” WITNESSETH WHEREAS, the City and the Bargaining Unit have met and conferred, and the parties hereto have agreed to maintain and promote harmonious relations between the City and the Bargaining Unit, and that in order to produce effective and progressive public protection, they have agreed as follows: ARTICLE 1. DEFINITIONS Section 1. The parties agree that whenever in this Agreement, terms such as police officer, employee of the police department, employees, or members of the Bargaining Unit are used; the term refers only to those persons expressly included in the Bargaining Unit as set out in Article 2. Recognition, and further, this Agreement in no manner whatsoever has any effect on the wages, hours, and working conditions of other City personnel whether they be employees of the police department or elsewhere within the City. Section 2. The parties further agree that whenever in this Agreement, the term "City" is used, the term refers to whomever the executive authority of the City has designated to exercise the rights to discharge the obligation in question. Section 3. The parties further agree that all references in this Agreement designate both sexes, and wherever the male gender is used, it shall be construed to include male and female employees. ARTICLE 2. RECOGNITION The City hereby recognizes the Bargaining Unit as the exclusive collective bargaining representative for all employees of the police department of the City of Paducah who hold the rank of police officer or sergeant. The term employee shall not include any employee of the police department who is not included in the above and specifically excludes persons holding the rank of captain, assistant chief, chief of police, non-sworn personnel and probationary candidates for the police department. A candidate is on probation until he has actually worked 12 months after completing the Field Training Officer “FTO” program. ARTICLE 3. MEMBERSHIP AND DUES DEDUCTION Section 1. Employees of the Bargaining Unit, on the effective date of this agreement or employed thereafter, shall have the option of becoming members of the Bargaining Unit after he/she has actually worked 12 months since completing the FTO program. Eligible persons who wish to become Members of the Bargaining Unit must affirmatively request membership in writing. Membership in the Bargaining Unit is not compulsory. Members have the right to join or not join and neither party shall exert pressure or discriminate against a Member regarding such matters. FOP Contract 3/24/2026 Page 3 Bargaining Unit Membership dues, shall be deducted monthly in an amount certified by the Lodge only if the Member has signed a payroll deduction authorization. Members wishing to revoke their Bargaining Unit Membership must notify the Bargaining Unit, and the Paducah City HR Director expressly and individually in writing. Section 2. The Unit shall hold the City harmless against any and all claims, demands, suits or other forms of liability that arise out of or by reason with action taken by the City in reliance upon employee payroll deduction authorization forms submitted by the Bargaining Unit to the City. Section 3. The City shall provide each member of the Bargaining Unit Executive Committee with a copy of this Agreement and the Unit agrees to provide the City with a roster of the names of its Executive Committee, their addresses, and telephone numbers. The Union also agrees to notify, in writing, the City within five (5) days of the day that any change in the members of the Executive Committee occurs. ARTICLE 4. NON-DISCRIMINATION Section 1. The City agrees not to discriminate against any employee who elects to be a member of the Fraternal Order of Police who participate in legal Bargaining Unit activities under this Agreement Section 2. The Bargaining Unit agrees not to discriminate against any employee who elects not to be a member of the Fraternal Order of Police or refrains from Bargaining Unit Activities. ARTICLE 5. MANAGEMENT RIGHTS Section 1. Except as expressly modified by a specific provision of this Agreement, the City retains its sole and exclusive rights to operate and manage its affairs in all respects. The exclusive rights of the City which are not abridged by this Agreement include, but are not limited to, hire and to be the sole judge of qualifications of applicants. The City has the sole right to direct the work force; to discipline or discharge for just cause; to establish, maintain, and modify departmental rules and procedures; to layoff and recall; to be the judge of whom to promote and the methods and procedures for promotions; to assign work, in a manner most advantageous to the City; to contract and to subcontract with outside contractors; to establish, modify or change manning of equipment, amount of equipment in the fleet, etc.; the right to direct members of the police department, including the right to hire, promote, or transfer any employee; the right to organize and reorganize the police department in any manner permitted by law including the size of the police department and the determination of job classifications; the right to determine the method and frequency of pay, the allocation of assignment of work to employees within the police department in a manner most advantageous to the City; to introduce new, improved or different methods or techniques of operation or to change existing methods and techniques of operation; to establish basic and in-service training programs and requirements of upgrading the skills of employees with adequate training; to determine the location, methods, means and personnel by which operations are to be conducted; to establish, implement and maintain an internal security practice; to schedule overtime, vacations, days-off and holidays off; to determine rank based upon the duties assigned; and to take whatever actions may be necessary to carry out the mission of the City in dire emergency situations FOP Contract 3/24/2026 Page 4 Section2. Failure by the City to exercise any of its rights shall not constitute a waiver of that right. ARTICLE 6. PUBLIC OBLIGATION Section 1. The City and the Bargaining Unit recognize that a strike would create a clear and present danger to the health and safety of the public, and in as much as this Agreement provides mechanisms for the orderly resolution of grievances, the City and the Bargaining Unit recognize their mutual responsibility to provide uninterrupted services to the citizens of Paducah. Section 2. Nothing in this Article shall be constructed to limit or abridge either party's right to seek available remedies provided by law to deal with any unauthorized or unlawful activities as provided in this Article. ARTICLE 7. GRIEVANCE PROCEDURE Section 1. A grievance is defined as a dispute between the City and the Bargaining Unit and/or employee concerning the interpretation, application or compliance with the terms of this Agreement. Grievances may only be filed by the executive committee of the bargaining unit. Executive members are President, Vice President, Treasurer, Secretary, and Second Vice President. Grievances must be signed by at least two (2) members of the executive board. Grievances will be presented on a standard Grievance form to the shift or group commander and, if not resolved after contract review and discussion, shall be sent to the Chief of Police via the chain of command with signatures of all parties involved. Prior to filing a formal grievance under these procedures, an employee who feels he has been aggrieved may request a conference with the command officer in charge of his shift or division. For purposes of this Article "command officer" is defined as a superior officer holding the rank of Sergeant/Captain. Matters involving the just nature, appropriateness or severity of discipline or corrective action are not subject to the grievance procedure contained herein, but may be appealed pursuant to statute. Grievances alleging violation of the Policemen's Bill of Rights shall be appealable to the grievance procedure through the Third Step only. Time limits set forth herein may be extended by mutual agreement of the parties, which agreement shall be in writing. The parties agree that any disciplinary action the City takes which is covered by KRS 15.520 will not be subject to the Grievance Procedure. The parties further agree the City retains the right to take disciplinary action other than that which is provided for in KRS 15.520 and such action is not subject to the requirements of that statute. Further, an employee may voluntarily accept discipline, discharge, demotion, etc., in lieu of having charges preferred against him under the provisions of KRS 15.520. Section 2. Grievances shall be processed in the following manner: a. FIRST STEP: Within fifteen (15) working days after the occurrence of an event or action which causes an employee to feel that he has been aggrieved, the Executive Committee shall present the grievance, in writing, to the command officer in charge of the aggrieved employees shift or division (a fifteen day extension will be granted upon written request to explain the need for extension). The grievance must state the contract provision(s) violated, the relief sought, the facts supporting the grievance and must be signed by the aggrieved employee or it will be barred from consideration. If the matter is not satisfactorily settled within five (5) working days, the grievance shall move to the Second Step. No grievance presented after ten (10) working days will be considered under these procedures. If FOP Contract 3/24/2026 Page 5 the shift commander determines that he can take no action on the grievance he will immediately forward it to the Chief of Police for Step 2. Any member of the bargaining unit who has a grievance arising out of his employment with the City, which is not grievable under the grievance procedure of this contract, may use the Human Resources – 43 Employee Concerns administrative policy provided for all City employees. b. SECOND STEP: The employee shall present the grievance, in writing, to the Chief of Police, within two (2) working days of the Step 1 response. If the matter is not satisfactorily settled within ten (10) working days, the grievance shall move to the Third Step. If the Chief of Police determines that he can take no action on the grievance, he will immediately forward it to the City Manager for Step 3. c. THIRD STEP: If the grievance is not settled at Step 2, the Chief of Police shall submit the grievance to the office of the City Manager within five (5) working days after receipt from Step 1. If necessary, the City Manager may meet with the aggrieved employee and Union Representative within fifteen (15) working days to discuss the grievance. The City Manager will answer in writing within fifteen (15) working days of receipt of the grievance (or any meeting to discuss the grievance); whichever is later. City Manager shall submit grievance and a copy of his response to the Mayor and Commission within fifteen (15) days for their information. City Manager shall send the bargaining unit president a copy of his response. Section 3. FOURTH STEP: In grievances concerning the interpretation, application or compliance with the terms of this Agreement, if the grievance is not resolved in the above manner, the Bargaining Unit may request mediation through the Kentucky Labor Cabinet, Division of Employment Standards and Mediation or any other mutually agreed upon mediator in the following manner. a. Within 10 calendar days of the City Manager's ruling the Bargaining Unit may petition the Kentucky Labor Cabinet, Division of Employment Standards and Mediation, to initiate mediation, and shall simultaneously notify the City of its intent to seek mediation of an unresolved grievance. b. The representatives of the parties (the Bargaining Unit and the City) shall schedule a pre- mediation meeting to be held within fourteen (14) calendar days after notification of a request to mediate. The parties shall attempt to settle the grievance and, if it cannot be settled, shall attempt to draft an agreed upon submission statement. If the parties are unable to agree upon a submission statement, the mediator shall frame the issue or issues to be decided. c. The representatives of the parties shall meet with the mediator. At the conclusion of the meeting, if the issue is not resolved, the mediator may choose to prepare a report and/or recommendation for submission to the City Commission. d. The costs and fees of the mediator shall be borne equally by the parties. The fees of a court reporter shall be paid by the party asking for one; such fees shall be split equally if both parties desire a reporter or request a transcript. Section 4. FIFTH STEP: If the grievance remains unadjusted, it may then be presented by the Union to the Board of Commissioners in writing within three working days after the response of the mediator. The written statement of appeal of the grievance shall set forth all the reasons and grounds for the grievance and the appeal to the Board together with a statement of the relief sought. A copy of all previous written documents involved in the action shall be attached to the grievance and made a part FOP Contract 3/24/2026 Page 6 thereof. The grievance will be placed on the Commission agenda within three weeks after it is presented and shall be heard in public session. A vote of three Commissioners will be required to deny the grievance. The decision of the City Commissioners is final and binding upon the parties, unless said decision is found to be arbitrary and capricious by a Court of appropriate jurisdiction. Section 5. Working Days Defined -- Whenever in these procedures the term "working days" is used, it shall refer to the working days of the person with whom action is required, whether the grievant or the person responsible for responding to the grievance. Section 6. Grievances may be represented by an employee representative of the Bargaining Unit at any step of the grievance procedure, and may be represented by an attorney at any proceeding beginning with the Third Step of the grievance procedure. Section 7. Failure by the Bargaining Unit or any of its members to exercise any of their rights as specified by an express provision of this Agreement shall not constitute a waiver of that right provided a grievance exercising that right is filed within the time limits outlined herein. Section 8. Failure by the City to answer a grievance within the time period prescribed in Steps 1, 2, and 3 shall constitute a denial of the grievance. ARTICLE 8. LABOR RELATIONS MEETINGS Section 1. The City and the Bargaining Unit recognize the responsibility each have to make full use of the knowledge, talent and commitment of all who are involved in the delivery of police services to the citizens of the City. The City and the Bargaining Unit recognize the benefit to each of exploration and study of the department to provide the highest standards of service. Towards this end the City and the Bargaining Unit agree to create and maintain Labor Relations Meetings, in conjunction with the other bargaining units recognized by the City, as an active forum for the exploration of mutual concerns. Section 2. The City and the Bargaining Units shall use this forum not as a substitute for collective bargaining nor as a mechanism for modifying the Agreement; rather the forum is seen as an adjunct to the collective bargaining process and as an aide in implementing and maintaining the Agreement. This forum will also be useful as a place to discuss issues which arise outside of the context of collective bargaining but which represent impediments to a quality work environment, or which threaten the department's ability to deliver police services in the most efficient manner possible. No issue which is the subject of a pending grievance will be decided in this forum unless mutually agreed to by the City and the Bargaining Units. It is the expectation of both parties that the free flow of information and the active discussion of common concerns will positively influence both the decisions made by each party and the chances for acceptance of those decisions. Section 3. Department management and Bargaining Unit representatives shall meet at least 4 times per year. The time, place and agenda will be arranged by the designated representatives from the City and the Bargaining Units. Other meetings between the parties can be held anytime by request of either party. Time and arrangement for such meetings will be set by the designated representatives from the City and the Bargaining Units. Section 4. The purpose of such meeting shall be to: FOP Contract 3/24/2026 Page 7 a. Discuss the administration of the Agreement. b. Discuss grievances which have not been processed to the Third Step of the procedure when such discussions are mutually agreed to by the parties. c. Notify the Bargaining Unit of changes made or contemplated by the City, which effect Bargaining Unit members. d. Disseminate general information of interest to the parties. e. Give the Bargaining Unit representatives the opportunity to share the views of their members and/or make suggestions on subjects of interest to their members, including interpretations of the Agreement where such discussion may prevent the necessity of filing a grievance. f. Discuss ways to increase productivity and improve efficiency. Section 5. a. For each person selected to represent the Bargaining Unit at the Labor Relations meetings, the City will consider up to two hours per meeting of such service to be a part of his or her job duties when the meeting occurs during the assigned work hours of the representatives. However, such meetings shall not be scheduled so as to result in the payment of overtime for any designated representative to attend said meeting. b. It is further agreed that if special labor-management meetings have been requested, and mutually agreed upon, they shall be convened as soon as possible. ARTICLE 9. DISCIPLINARY PROCEDURES Section 1. When an officer is to be disciplined or interviewed in relation to possible discipline he will be allowed, if he requests, to have a witness of his choosing to be present. Such a request may not delay the proceedings by more than two hours. Interviews or interrogation relating to criminal or administrative misconduct shall be in accordance with the Commonwealth of Kentucky Statutes 15.520, generally referred to as the Policemen's Bill of Rights. Discussions held solely for the purpose of instruction or corrective actions when no documented disciplinary action is contemplated, are not covered. A disciplinary action proceeding shall be distinguished from an investigative fact gathering meeting. Section 2. Employees will receive a copy of all documented disciplinary action placed in their file at the time of the discipline and each employee will sign the disciplinary action upon receipt. In cases where the employee’s signature on the disciplinary documentation only indicates the employee’s receipt of the document, the employee may note that his signature indicates, “I have received but do not necessarily agree with this document.” FOP Contract 3/24/2026 Page 8 ARTICLE 10. WORK RULES Section 1. The Bargaining Unit recognizes that the City, in order to carry out its statutory mandates and goals, has the right to promulgate work rules, regulations, policies, procedures and general orders. Section 2. The City agrees that no work rules, regulations or employment policies shall be established that are in violation of any express terms of this Agreement. Section 3. Any additions or amendments to the work rules, regulations, policies, procedures and general orders shall be reduced to writing, posted on the department bulletin boards and copies distributed to members of the Bargaining Unit five (5) days prior to implementation; however this section does not limit the right of the City, to meet emergency or operational needs, to implement any work rules or regulations, policies, or general procedures prior to the conclusion of the five (5) day notification period. The addition or amendment will be dated and state its effective date. Each employee shall sign to acknowledge receipt of same. ARTICLE 11. BARGAINING UNIT USE OF CITY EMAIL The President of the Union or his designee may use the City E-Mail system to disseminate information to Bargaining Unit employees provided a copy of the distributed material is furnished to the Chief of Police and all Information Systems policy guidelines are followed. It is understood that no material may be distributed at any time which contain the following: (a) personal attacks upon any member or any other employee; (b) scandalous, scurrilous or derogatory attacks upon the City, or any other governmental units or officials; (c) attacks on any employee organization, regardless of whether the organization has local membership; and, (d) attacks on and/or favorable comments regarding a candidate for public office. ARTICLE 12. SENIORITY Seniority by time in Grade per rank will be the basis for shift preference, vacation, and days off assignments, provided however, that the City has the right to preclude any one shift from being staffed by police officers, 50% of whom have less than three (3) years’ experience with the Paducah Police Department. ARTICLE 13. SHIFT ASSIGNMENT Section 1. The City will use a bid book process. Shift assignments will be for six (6) months. A request for assignment change must be received by your supervisor before October 1st. The first bid process will begin on October 1st, with the posting of the change by October 15th. Upon contact, each officer will have a maximum of two (2) hours to decide on their shift bid before it moves to the next person. The effective date of the new shift assignments will be the first Thursday corresponding with the first full pay period in January of the following year. For the second bid process, a request for assignment change must be received by your supervisor before April 1 st. The second process will begin FOP Contract 3/24/2026 Page 9 on April 1st with the posting of the change by April 15 with the effective date to be the first Thursday corresponding with the first full pay period in July of the same year. Employees on corrective action assignment will be permitted to participate in the bid process if corrective action is scheduled to end by January 31 for the first bid process, or July 31st for the second bid process. a. It is recognized that from time to time it is necessary in the interest of the operation of Police Department to make shift or unit reassignments as a result of vacancies in the ranks, temporary absences, training, community events, specialized assignments, or emergency circumstances which require adjustments in the shift structure. Such requirements shall be made when practical on the basis of seniority and shall be grievable under the terms of the grievance procedure. b. It is further recognized that it may become necessary to reassign an individual Bargaining Unit member to another shift for corrective or retraining purposes for a period not to exceed six (6) months. The reasons for a shift reassignment shall be provided in writing to the member at the time of the reassignment also listing any prior corrective measures attempted. Such reassignment shall not be arbitrary and shall be grievable under the terms of the grievance procedure. Grievances involving such shift reassignment shall be filed directly with the Chief of Police at Step 2. c. In the event a permanent (3 months or longer) vacancy occurs on a shift then employees on that same shift may exercise their seniority for preference of the vacant days-off schedule. Employees on corrective action or retraining assignment will be considered least in seniority for this preference and no more than two (2) officers per shift will be assigned for retraining or corrective action. d. The parties agree that hardship and emergency cases will be handled on an individual basis. An employee should notify the shift or unit commander to initiate any special consideration. Section 2. When vacancies within the Sergeant position are to be filled, such vacancies may be filled by the Chief of Police for training purposes for the newly appointed Sergeant for a period up to six months. The displaced Sergeant, as a result of this training assignment, shall be restored to his shift at the end of the training period. ARTICLE 14. HEALTH AND SAFETY Section 1. It is agreed that safety is a prime concern and responsibility of the City, the employees and the Bargaining Unit. In this regard: a. The City agrees to provide safe working conditions and equipment for members of the Bargaining Unit in conformance with minimum standards of applicable law. b. Employees and the Bargaining Unit accept the responsibility to follow all safety rules and safe working methods of the City. Employees shall report unsafe working conditions to their supervisors as soon as any unsafe working condition is known. c. The City and the Bargaining Unit shall consider and discuss safety and health related matters and explore ideas for improving safety at the regularly scheduled Labor Relations meetings. Such matters will not be subject to the grievance procedure contained herein. FOP Contract 3/24/2026 Page 10 Section 2. The City and the Bargaining Unit recognize the Employer's right to require employees to participate in physical agility testing to determine the individual's ability to perform the physical requirements necessary for the duty position. In connection with the physical agility program, , an on duty physical test will be administered annually between July 1st and September 30th of each year. Employees successfully completing the current Police Officer Professional Standards “POPS” test level will be rewarded with the following incentives: Maximum Score - $1,000 Passing Score - $500 Failing Score – The employee will be retested within 30 days; on the test event(s) they failed. If the employee is still below passing after a retest, an exercise program will be developed to assist the employee with passing the test. Employees needing an exercise program are not eligible to receive incentives in that calendar year. The current POPS testing requirements will be the standard. Reasonable accommodations may be considered consistent with the Americans with Disabilities Act. The payments will be credited to an employee’s Health Savings Account (HSA) in accordance with federal guidelines governing HSA’s or in the employee’s deferred compensation account of their choice, subject to the terms and limitations of the deferred compensation plan, on the second pay date of October of each year. ARTICLE 15. WAIVER IN EMERGENCY Section 1. In cases of emergency declared by the President of the United States, the Governor of the Commonwealth of Kentucky, the Mayor of the City of Paducah, or the Federal or State Legislature, such as acts of God or civil disorder the following conditions of this Agreement may be temporarily suspended by the City: a. time limits for the processing of grievances; and, b. all agreements relating to the assignment of employees for the duration of the emergency period only. An emergency declared by the Mayor, as used in this Article, includes only those situations which prevent the normal day-to-day operations of the City. Section 2. Upon the termination of the emergency grievances filed prior to the emergency shall be processed in accordance with the provisions outlined in the grievance procedure of this Agreement and shall proceed from the point in the grievance procedure to which the grievance(s) had properly progressed, prior to the emergency. ARTICLE 16. WORK WEEK & OVERTIME Section 1. The normal workweek for members of the Bargaining Unit shall be 40 hours per week. FOP Contract 3/24/2026 Page 11 Section 2. All hours worked in excess of forty (40) hours per week shall be compensated at the rate of one and one-half times the employee's regular straight time hourly rate. For purposes of this section "hours worked" shall only include hours for which the employee performs services for the Employer, paid holiday leave and vacation leave. Section 3. In the event an officer reporting for his regular duty is given an assignment prior to the normal commencement time of his shift, the officer shall be considered to be in an on-duty status, with such time being compensable. However, with the approval of the shift commander or superior officer the officer may elect to take an equivalent compensatory time at the end of the shift in lieu of payment. Section 4. The officer working the overtime may request his shift commander to allow him to take compensatory time in lieu of payment for actual time worked, but if granted, must be taken within the same work week. Section 5. Officers shall receive a minimum of two (2) hours’ time for court appearance and four (4) hours minimum time for call-out time at the appropriate rate of pay when the officer is required to report for court appearance or is required to report for duty outside of his regularly scheduled work shift. Call-out time which starts prior to the regular shift and continues into the employee's regular shift or time worked immediately following the regular shift shall not be eligible for the minimum. Call out time shall be defined as that period of time other than his regular work schedule when an officer is required to perform in his capacity as a police officer under instruction of a superior officer. The two (2) hour minimum shall apply to mandatory staff meetings and staff training when scheduled outside of the regularly scheduled work shift. Section 6. It is further recognized that from time to time normal shift and hour assignments may be temporarily reassigned for training purposes or other legitimate police functions. Under such circumstances, the 40-hour rule will continue to apply. Section 7. “Required Court Time” outside the regular schedule of an employee will be calculated on an overtime basis and shall include lunch breaks that occur during the required court time. If court time occurs as a part of the officer’s regular shift, overtime will not be paid. Section 8. Members of the Bargaining Unit will be allowed to exchange duty with other qualified officers up to twelve (12) times per year per City policy as in effect at the time of the exchange. However, no exchange will be permitted if it interferes with the ability of the department to perform special functions or training requirements. Section 9. Retired officers who are subpoenaed by the Commonwealth Attorney to Circuit Court to testify regarding Paducah Police Department cases they worked will be paid a $200 per day witness fee. ARTICLE 17 WAGE RATES Section 1. Effective July 1, 2026, the members of the Bargaining Unit will receive an 8% wage increase, 2% and 2% July 1, 2027 and July 1, 2028 respectively. These increases will be applied to the base wage rates before any cost-of-living adjustments (COLA’s) occur for those years. COLA’s will be determined according to Section 8. The July 1, 2026, COLA will be 2.7% and is included in the wage table FOP Contract 3/24/2026 Page 12 below. Actual increases will take effect on the first day of the pay period coincident with or following the effective date of the increase. Section 2. Police officers with specialty skills utilized by the department outside of their regular assignment, such as: Bomb Technician, K-9, SWAT, Accident Reconstructionist, Hostage Negotiator, Honor Guard, Language Translator, or similar special assignment shall receive additional compensation of fifty dollars ($50) per bi-weekly pay period. Such "special assignments" shall be made by the Chief of Police and additional compensation shall not be effective until after thirty (30) days of such assignment. Special duty pay shall be discontinued upon reassignment of a police officer to duties other than Bomb Technician, K-9, SWAT, Collision Reconstructionist, Crisis Negotiator, Honor Guard, and Language Translator, or similar special assignment. Certified Field Training Officer (FTO), Field Training Supervisor (FTS), and Field Training Coordinator (FTC) assigned another officer or recruit shall receive overtime pay as appropriate for hours that are required outside of the regular work schedule to complete work related to the assigned officer/recruit. The actual hourly rate of this classification of employee is $1.25/hour higher than that shown in the wage rate schedule below. Police Officers assigned to Investigation duties as a Detective shall receive overtime pay as appropriate for hours that are required outside of the regular work schedule to complete work related to their assignment. The designated-on call detective shall receive one (1) hour overtime per day during on-call status Monday – Friday and two (2) hours overtime per day during on-call status Saturday – Sunday. The actual hourly rate of this classification of employee is $1.50/hour higher than that shown in the Wage Rate Schedule below. The Chief of Police with the approval of the City Manager may designate other special duty assignments and pay as deemed appropriate. Section 3. Based on comparative pay studies, the City may unilaterally increase the wage rate of any bargaining unit position or classification. Section 4. If during the term of this Agreement, the City negotiates and implements a percentage pay increase for any bargaining unit therein, then, in that event, the City will simultaneously therein adjust the bargaining unit wage scale in this Agreement unless the increase for another bargaining unit is a “catch-up” for a previously deferred pay increase and the “catch-up” is the only reason for the difference. The aforesaid adjustment shall equal, but not exceed, the differential between the percentage amount awarded to the bargaining unit herein and the higher percentage amount granted to any other City Bargaining Unit. Section 5. Members of the bargaining unit will be paid a shift differential for those employees regularly assigned to one of the following shifts: The shift differential for officers whose duty shift begins at or after 1:00 p.m. will be $.50/hour; the shift differential for officers whose duty shift begins at or after 6:00 p.m. will be $1.00/hour. The actual hourly rate for officers receiving shift differential pay is higher than that shown in the Wage Rate Schedule below. Section 6. Contingent upon approval of the City Manager and the Chief of Police, a newly hired employee from another recognized agency may be given service credit for pay purposes only for FOP Contract 3/24/2026 Page 13 previous law enforcement experience. The maximum credit will be twenty (20) years of full service the new employee brings to the department from a previous employer. Such previous service will have to be from employment that would be considered beneficial to the City’s current requirements for police officers’ and at least equivalent to that of a current employee with the same amount of service with the department. Lateral hires will accrue vacation and sick time according to new hire policies with the City. Section 7. Both Parties agree that retired officers of the Paducah Police Department who are rehired for duty status shall not be members of the Bargaining Unit or be covered by the Bargaining Unit’s contract with the City of Paducah. Section 8. Effective July 1, 2026the cost of living adjustment (COLA) will be paid in accordance with KRS 83A.075(1). The Department for Local Government (DLG) calculates the maximum allowable annual compensation for mayors of cities other than first-class cities by the second Friday in February each year. These calculations are based on the court-established formula application levels for state and local governmental constitutional officers. Adjustments are determined using the Consumer Price Index (CPI) maintained and reported by the U.S. Department of Labor, Bureau of Labor Statistics. A Bureau-issued news release establishes the CPI as of December of the preceding year, at which time the percentage increase for the prior twelve-month period is determined. This percentage will become the City Manager’s recommendation to the Board of Commissioners as the annual Cost of Living Adjustment (COLA) for employees. The Commission shall accept the recommendation in good faith as part of their budget adoption process. Each year the City will forward the letter notifying the Union of the amount within five (5) business days of receipt. An updated wage table will be provided at that time. Historical DLG increases can be found on the Kentucky League of Cities website for under Info Central. Members of the bargaining unit will follow the wage rate table below on July 1, 2026. Position SERGEANT Jul – 26 5 Years 39.42 10 Years 41.40 15 Years 43.46 20 Years 45.64 25+ Years 47.92 Position POLICE OFFICERS Jul-26 1 Years 31.32 3 Years 32.96 5 Years 34.60 10 Years 36.33 15 Years 38.15 20 Years 40.06 25 Years 42.06 FOP Contract 3/24/2026 Page 14 Section 9. Each member of the collective bargaining unit shall receive longevity pay as set by the City for all eligible City employees. ARTICLE 18 CLOTHING ALLOWANCE Section 1. The City shall determine the appropriate uniform and equipment to be worn by Bargaining Unit members who shall be required to be in proper uniform upon reporting for duty. Section 2. All probationary candidates in positions included in the Bargaining Unit shall receive an initial clothing allowance of one thousand five hundred dollars ($1,500) and in the event such member shall fail to serve in the department for more than one (1) year, all clothing purchased with the initial clothing allowance shall be returned to the department. Section 3. The Department shall furnish all leather items of equipment, except shoes, which items shall remain the property of the department and shall be returned to the department upon the departure of a member from the department for any reason other than retirement. Section 4. The City shall establish a credit/vendor or commissary system for employee purchases of clothing during the term of this agreement. A one thousand two hundred dollars ($1200 vendor credit per officer is to be distributed the 1st day of January and each subsequent year during the term of this Agreement. The officer may use his credit at any time during the year to and may carry over any unused amounts to the next year. All non-uniformed personnel covered by the Bargaining Unit agreement shall receive one thousand three hundred dollars ($1,300) per year allocated in two installments of four hundred fifty dollars ($450) on the second payday in February and four hundred fifty dollars ($450) on the second payday in June each year of the contract, with the remaining four hundred dollars ($400) to be deposited into the vendor credit system in the same manner as uniformed officers. Such disbursement shall be subject to all required withholdings per State and Federal law. Section 5. Each Bargaining Unit member shall be issued a soft body armor vest at time of initial employment at no cost to the employee. Body armor vests and carriers issued by the City will be replaced at no cost to the employee in accordance with the manufacturer’s specifications. The use of such vests will be in accordance with Departmental Policy. Vests will be returned to the City upon replacement or upon the employee's termination of employment. Section 6. Any official clothing or equipment damaged while on duty will be replaced at no expense to the officer. Section 7. The City shall continue to issue each member of the Bargaining Unit a handgun which shall remain the property of the City. Section 8. At any time, the Chief of Police initiates a mandatory change in a Bargaining Unit employee’s uniform, then the City agrees to purchase the first set. Other changes will generally require six (6) months advance notice and as far as practical comply with the January distribution of credit. FOP Contract 3/24/2026 Page 15 ARTICLE 19 VACATIONS All employees of the police department shall receive vacation time as follows: During the first nine (9) years of employment, vacation time shall accrue per pay period for a total of 120 hours per year. At the beginning of the tenth year, vacation time shall accrue per pay period for a total of 160 hours per year. At the beginning of the fifteenth year, vacation time shall accrue per pay period for a total of 200 hours per year. At the beginning of the twentieth year, vacation time shall accrue per pay period for a total of 240 hours per year. Each member may accrue up to a maximum of 400 hours of vacation at any one time. Absence for a fraction or part of a day that is chargeable to vacation in accordance with the provisions of this article shall be charged proportionately in an amount not smaller than one (1) hour increments. No vacation leave shall be credited to any employee until such time as he has worked for the City for six (6) consecutive months, after which time vacation leave shall be credited from the date of employment. ARTICLE 20 HOLIDAYS Section 1. The following days during each calendar year are hereby designated as holidays on which all City employees, with the exception of the police department personnel, will be granted a holiday: New Year's Day (January 1) Martin Luther King Jr. Day Memorial Day (last Monday in May) Juneteenth (June 19) Independence Day (July 4) Labor Day Veteran’s Day (November 11) Thanksgiving Day The day immediately following Thanksgiving Day Christmas Eve (December 24) Christmas Day (December 25) New Year's Eve (December 31) and such other general city employee holidays as may from time to time be designated by order of the Board of Commissioners. FOP Contract 3/24/2026 Page 16 Section 2. Any officer in the bargaining unit who because of their shift assignment works a holiday shall receive two (2x) times his regular rate of pay for hours worked on the holiday, plus holiday leave equal to the time worked on said holiday up to eight hours. Premium pay for time worked on a holiday does not count toward hours worked for overtime purposes. Holiday time shall be granted upon the officer's request, at management's discretion, as soon as possible after said holiday. Members of the bargaining unit who are considered “on call” on a holiday shall receive two (2x) times their regular rate of pay for being on-call on the actual holiday. If called out on the actual holiday, officers shall receive two (2x) times their regular rate of pay for all hours worked on the holiday. Section 3. When a holiday occurs on an employee's regular scheduled off day, the employee will receive holiday leave of eight (8) hours. Such holiday time shall be granted upon the officer's request, at management's discretion, as soon as possible after said holiday. Section 4. Holiday leave shall be requested in writing and taken in increments of not less than one (1) hour. Section 5. Effective July 1, 1993 an employee may accrue maximum balance of 150 hours of holiday leave time. Employees who terminate employment will be paid for accrued holidays up to 150 hours at time of termination. Section 6. Members of the bargaining unit will be granted one (1) personal day (eight (8) hours) each year of the contract. This personal day must be taken within the calendar year it is earned; it will not be rolled over into the next year. The personal day may be taken upon the officer's request. A maximum of one (1) officer per shift will be granted upon the officer providing supervision with a minimum of 48 hours’ notice of their intent to use the personal day. ARTICLE 21 SICK LEAVE Section 1. Each member of the bargaining unit regularly employed on a full-time basis shall be entitled to sick leave with pay, and shall be entitled to accrue sick leave. Except as described in Section 4 below, an employee shall accrue sick leave at the rate of 1 1/2 days per month. A month in which a member of the bargaining unit is paid for twelve (12) days or more shall be considered a month of service. A day for which a member of the bargaining unit receives worker's compensation benefits from the City of Paducah or its insurance carrier shall be considered a day for which the employee is paid under this section. Any member of the bargaining unit granted a leave of absence for any other purpose shall not continue to accrue sick leave at the rate prescribed in this section during such absence. Service for sick leave credit includes all hours in active pay status, including regular non-overtime hours worked, paid vacation, paid sick leave and paid holidays, but not unpaid leave, unpaid suspension, layoff or overtime. Section 2. Retirement Time Purchase [Applicable only to employees hired prior to 01/01/2014]: When an employee retires the City will purchase one day of retirement credit for each sick day accumulated up to a maximum of one year’s retirement credit (242 days). An employee must have a minimum of 50 days accrued sick time at the time of retirement to receive this benefit. This benefit is contingent on CERS approval. FOP Contract 3/24/2026 Page 17 Section 3. Death Benefit: If an employee dies, the surviving spouse or designated beneficiary shall be entitled to the same unused sick leave benefits option as elected by the employee, either the retirement time purchase benefit described in Section 2 above or the payment alternative described in Section 4 below. Section 4. Payment Alternative: Members of the bargaining unit may elect the following benefit in lieu of the Retirement Time Purchase described in Section 2. a. Upon retirement, employees electing the payment alternative who have over 50 days of sick leave accumulated shall be paid an amount equivalent to one day’s regular pay for all sick days accumulated over 50 days up to a maximum of 70 days pay. b. Employees electing the payment alternative who have 150 days of sick leave accumulated shall be paid an amount equivalent to one day’s regular pay for 1/3 of all sick days accumulated over 150 days. Payment for these sick days shall be no later than the second paycheck in February of the following year. c. Employees hired after this contract is executed who desire to select this payment alternative in lieu of the retirement time purchase benefit in Section 2 must state their desire in writing to the City Finance Director within 90 days of their date of employment. d. Employees selecting this benefit in lieu of the retirement time purchase described in Section 2 shall accrue sick days at the rate of 1 1/3 days per month. e. Employees who selecting this benefit in lieu of the retirement time purchase described in Section may accrue a maximum of 150 days of sick leave. All other employees may accrue a maximum of 247 days of sick leave. Section 5. A member of the bargaining unit eligible for sick leave with pay shall be granted such leave for the following reasons only: a. Illness, injury or pregnancy-related condition of the employee. b. The illness of a member of the bargaining unit member's household, his parents, or children, whether or not said parents or children are a member of the employee's household, who require the employee's personal care and attendance. c. Exposure of an employee to a contagious disease which could be communicated to and jeopardize the health of other employees. d. The death of a member of the bargaining unit member's immediate family; provided, however, the employee will be excused from work for a period of three (3) days only beginning with the day of death and ending with the day after the funeral, and the bargaining unit member may be paid for such three (3) days, but any additional time taken during such period shall be deducted from accumulated vacation or holiday leave. ("Immediate family" for purposes of this Article means a spouse, parent, spouse’s parent, child [natural, adopted, step, or foster], grandparents, grandparent-in-law, grandchild, sister, brother, sister-in-law, and brother-in-law.) FOP Contract 3/24/2026 Page 18 Section 6. A bargaining unit member on sick leave shall inform the Shift Supervisor or Shift Commander of the fact and reason as soon as possible but at least two (2) hours prior to the start of his scheduled shift, when such notification is possible, and failure to do so within the first day of absence may, at the discretion of the City Manager, be cause for denial of sick leave with pay for the period of absence. Section 7. Sick leave with pay in excess of three (3) consecutive working days for any reason shall be granted only after presentation of a written statement by a licensed physician certifying that the bargaining unit member was unable to perform the duties of his position. Such statements shall accompany payrolls submitted to the City Finance Director. Section 8. In special cases, with individual bargaining unit members, where the Chief of Police feels it is necessary to avoid abuse of the sick leave provisions, the Chief of Police may, with the approval of the City Manager, require that bargaining unit member to submit a written statement by a licensed physician for any absence. The bargaining unit member will be notified in advance that he will be required to submit such a statement when he is absent on sick leave. Section 9. In unusual circumstances, and with the approval of the Chief of Police and the City Manager, sick leave may be taken in advance of accrual up to a maximum of thirty (30) working days; provided, that any bargaining unit member separated from City employment who has been granted sick leave that is unaccrued at the time of such separation shall reimburse leave and, if possible, for this purpose a deduction shall be made from the bargaining unit member's final payroll check. Section 10. Absence for a fraction or part of a day that is chargeable to sick leave in accordance with the provisions of this article shall be charged proportionately in an amount not smaller than one-quarter hour. The minimum amount charged will not be less than one (1) hour increments. Section 11. The Chief of Police, with good cause, may require an employee to take an examination, at the expense of the City, conducted by a licensed physician, designated by the City, to determine the physical or mental capacity to perform the duties of his position. Upon receipt of the physician's opinion on fitness, the Employer shall meet with the employee to discuss possible accommodations. Accommodations made by the Employer shall comply with applicable law. Section 12. Falsification of either the sick leave request or a physician's certificate or using sick leave for purposes other than which it was granted shall be grounds for disciplinary action up to and including discharge. ARTICLE 22 MILITARY LEAVE Military leave for any full-time officer that is an active member of the United States Armed Forces, Reserve, or National Guard will receive up to 21 working days of military leave for the purpose of fulfilling state and/or federal active duty orders per Federal Fiscal Year, provided the orders require absence from employment at the City of Paducah. Paid military leave shall not exceed the number of working days actually required to fulfill your orders. Any military leave needed after 21 working days will be charged to vacation leave or leave without pay. The Federal Fiscal Year spans from October 1 – September 30. FOP Contract 3/24/2026 Page 19 Official leave must be requested in order to avoid being dismissed for job abandonment. A copy of your orders and a Leave of Absence form must be provided to your supervisor to initiate this request. The Chief of Police or Designee will forward to HR. A schedule of training shall be provided to the employee’s supervisor at least 90 days in advance, unless emergency activation occurs. ARTICLE 23 HEALTH INSURANCE The City will continue to offer a group health insurance plan “Plan” to all full-time employees and/or retirees who qualify for and participate in the City’s Plan, whereby participation is defined under the terms and conditions set forth during each annual renewal period or any intervening period as permitted by the summary plan description. Section 1. If during the term of this agreement, the City chooses to maintain its grandfathered status for the City’s self-funded insurance plan in place as of March 23, 2010, it agrees to adhere to the following prescribed mandates currently in effect, in addition to any other limitations imposed by the 2010 Healthcare Reform Legislation as adopted and considering any future amendments, unless repealed: a) Elimination of Benefits- The City agrees not to eliminate all or substantially all benefits to diagnose or treat a particular condition under the “Plan.” b) Increase in Percentage Cost-Sharing- The City agrees not to increase (measured from March 23, 2010) the percentage cost-sharing (e.g., an increase in co-insurance paid by covered employees). c) Increases in Fixed-Amount Cost-Sharing- The City agrees to adhere to the regulations governing increases in fixed amount cost-sharing (e.g., deductibles or co-payments) measured from March 23, 2010. The City will not increase fixed cost sharing above an inflationary adjustment of up to 15% above medical inflation fixed-amount cost-sharing other than co-payments (such as a deductible). Medical inflation is defined by reference to the overall medical care component of the Consumer Price Index for All Urban Consumers (CPI-U) (unadjusted) published by the Department of Labor (OMCC). For co- payments, The City agrees not to increase (measured from March 23, 2010) the fixed-amount co- payments above the greater of (1) $5, increased by medical inflation; or (2) 15% above medical inflation. d) Decrease in Rate of Employer Contributions – The City agrees not to decreases its contribution rate (whether based on a formula or on cost of coverage) for any tier of similarly situated individuals by more than 5 percentage points below the contribution rate on March 23, 2010. In the case of a self- insured plan, contributions by an employer or employee organization are equal to the total cost of coverage minus the employee contributions toward the total cost of coverage. Section 2 If during the term of this agreement, the City chooses to join the KEHP (Kentucky Employees’ Health Plan), the City agrees to adhere to the contribution rates as set forth by the State of KY, during renewal and open enrollment windows annually. Section 3 If during the term of this agreement, the City finds it necessary to seek an alternative arrangement (other than the arrangements described in Sections 1 and 2) for providing health care benefits to its employees, it agrees to provide coverage to its participating employees with cost sharing arrangements, coinsurance, and deductibles that are substantially similar compared to the plan(s) offered for the plan year 2011, unless said benefits have been modified as a result of federal or state legislation. (Appendix A Summary of Benefits) FOP Contract 3/24/2026 Page 20 Section 4 The City will not reimburse for any expenses paid for by any other insurance carrier, including Worker’s Compensation or for any other medical expenses which are not covered medical expenses under The Plan or which are not considered as usual, customary or reasonable, or considered medically necessary. Section 5. If either the Commonwealth of Kentucky or the federal government enacts legislation that modifies the benefits provided bargaining unit employees, nothing in this Article will prevent the City from adhering to the mandates as prescribed by law. . Section 6. The terms and conditions of the Health Insurance Plan controls as to all questions, including eligibility, benefits provided, and the amount of benefits. Section 7. The City retains the right to enact procedural changes during the Agreement to attempt to control costs. ARTICLE 24 LIFE INSURANCE Section 1. The City agrees to provide life insurance benefits on each employee’s life, in the face amount of $12,500 to be paid upon the employee's death. The City agrees to provide a double indemnity benefit for any officer killed in the line of duty which will be $50,000 to be paid upon the employee's death. Section 2. Premiums for life insurance shall be paid by the City of Paducah. All earned dividends on such insurance policy or policies shall be paid to the City and shall become part of the general fund of the City. Section 3. Retiree Life Insurance will no longer be offered effective July 1, 2026. Any retiree taking coverage prior to that date will be grandfathered in according to the terms of the plan. Section 4. A copy of the current Life Insurance Policy and any changes in its terms or a change in carriers will be given to the President of the Bargaining Unit. ARTICLE 25 LIABILITY INSURANCE The City of Paducah shall, on an annual basis, endeavor to procure police officer liability insurance of sufficient quality and quantity of coverage as to adequately afford protection to the City and its officers. However, it is understood that the City may not be able to achieve desired level of coverage (due to circumstances beyond its control), or may not be able to obtain reasonable rates. In any case, the City shall be sole judge of type coverage to be procured. ARTICLE 26 STATUS OF BARGAINING COMMITTEE MEMBERS WHILE BARGAINING FOP Contract 3/24/2026 Page 21 Members of the Bargaining Unit, up to a maximum of three (3), shall be allowed to participate in direct contract negotiations while in a pay status for up to two hours per negotiating session. However, if the number of employee hours being spent on such session becomes excessive in management’s opinion pay status will not be allowed. ARTICLE 27 SEVERABILITY In the event that any provision of this Agreement is found to be contrary to law, it shall be of no further force and effect; but the remainder of the Agreement shall remain in full force and effect. ARTICLE 28 DURATION Section 1. The parties acknowledge that during the negotiations which resulted in this Agreement the full understandings and agreement reached by the parties after the exercise of that right and opportunity are set forth in this Agreement. This Agreement constitutes the entire agreement between parties, and all other agreements written, oral, or otherwise are hereby canceled. All features of this contract shall remain in full force and effect unless amended or abandoned by mutual agreement through the 30th day of June 2029. If the parties are at impasse on this date then either party may request mediation through the Kentucky Labor Cabinet and the provisions of this Agreement will remain in effect for an additional sixty (60) days. Section 2. Between November 1 and 15, of 2028, either party may request in writing that negotiations be opened to modify or renew this Agreement. Within 10 days of receipt of the request to open negotiations the parties will meet and schedule at least four (4) negotiating meetings to be held between January 2 and March 1, 2029. Failure to reach tentative agreement in this timeframe may result in a forty-five (45) day suspension of negotiations. On or about April 16 negotiations will resume and if the parties come to an impasse, either party may request mediation services through a mutually agreed upon mediator and the current Bargaining Agreement will be extended for sixty (60) days. Section 3. Nothing in this contract shall preclude the parties from mutually agreeing in writing to amend the contract at any other time. FOP Contract 3/24/2026 Page 22 Signature Page IN WITNESS WHEREOF, the parties have hereunto set their hand this _ day of March 2026. This Agreement, approved by final ordinance shall become effective July 1, 2026. For the City of Paducah, Kentucky: For the Paducah Police Department Bargaining Unit: ____________________________ ____________________________ George P. Bray Corey Willenborg Mayor President