SUPERVISORS BARGAININIG AGREEMENT 2000-2003
AGREEMENT
between
CITY OF CLEARWATER, FLORIDA
and
FLORIDA STATE LODGE
FRATERNAL ORDER OF POLICE
SUPERVISORS BARGAINING UNIT
2000 - 2001
2001 - 2002
2002 - 2003
TABLE OF CONTENTS
ARTICLE #
TITLE
PAGE #
Preamble....;.. ................................................................................ .. 1
Article 1
Recognition and General Provisions ............................................. 1
Recognition.......... ................................. ........ ....... ........................................... 1
Contract Constitutes Entire Agreement ..................................................... 1
Severability and Waiver .................................................................................2
Existing Rules................................................................................................. 2
Article 2
Representatives of Parties ........................ ............................... ....... 2
Article 3
Rights of Parties..... .................... .............. ...................................... 3
Officers Bill of Rights......... ...... ...... ............................. .... ............................. 3
City's Management Rights.................... ... ............ ....... ..................................4
Union Rights............. ...... ........... ............. ................ ..... ................................... 5
Article 4
No Strike ........... ............................ ................................................. 7
Article 5
Labor/Management Cooperation ................................................. 8
Article 6
Grievance Procedure.. ................. ....................... ............................ 8
Definition..... ...... ............................... ......................... ................................... .. 8
Steps.... .... ........... .................................. ....... ........... ..... ..................................... 9
Arbitration... ... ............ ............................ ............ ... ....................................... 11
Article 7
Personnel Practices ............ ............................................ ...... ..... ....12
Police Sergeant and Lieutenant Duties .....................................................12
Special Duty Call Out................................. ............. ...................... ........... ... 12
Probation......... .................................................... ...................................... .... 12
Promotional Procedures ............................... ..._ .......................... ....... ......... 13
Certification and Appointment .................... .... ............................ ... ........... 13
Removal of Names from Eligibility List...................................................13
Productivity............................................................................................ _...... 13
Training................................................... ............ ... ....................................... 14
Light Duty Assignment.. --........................................................................... 14
Personnel Records ....................................................................................... 14
Residency Requirements ......... ........ ........... ....... .......... ....... .... ..................... 15
Tobacco Product Usage.. ...... ......... ............ ........................ ...... .... ............ ... 15
Seat Belts and Safety Gear.......................................................................... 15
Physical Examinations and Inoculations ..................................................15
Outside Employment ....... .... ......... ................ ...... ........... .... ............ .... .... ..... 16
Funeral Detail............................................................................................... 16
Take-Home Vehicles ... .... .......... ..... ..... ....... ....... ........... ..... ................ ..... .....16
Legal Protection... .................... ............ .............. .......... ....................... .........16
Copies of Municipal Code ..........................................................................17
TABLE OF CONTENTS
Article 8
Leaves of Absence ............................ ............................................ .17
Designated Holidays. ................... .................. ....................... ....................... 17
Floating Holidays ....................................... .... ......................................... .....18
Vacation.... ......................................................................... .......................... _ 18
Sick Leave .......................... ......................................... ................................. _ 19
Bonus Leave Days ............................................. ...................... ................... _ 21
Leave Pool...... ............... .... ............... ............................................................ 22
Funeral Leave........ ............................ .............. .............................................23
Military Leave ...... ........................................................................................ _ 23
Time Off............ ......................................... ................................................. _ 26
Leave Without Pay............................................................................. ..........27
Leave Re-opener ........ ........................ ........................ ........ ......................... _ 27
Article 9
Wages & Compensation .............................................................. 28
Wages.................. .................................................. .........................................28
Work Week and Overtime.................................... ............ ..........................29
Compensatory Time.................. ........ .......................................................... 30
Shift Differential............. ............ .......... ............... ......... ...............................30
Standby. ..... ........... ........ ............ ..... ... ............... ..... ..... ..... ......... ......... ........ .....30
Recall .... .............. ..... ........... ... .......... ...... ..... .... ..... ........... ...... ... ... .............. .....31
Acting Pay.... .................. ....... ........ ......... ................ ...... ..... ..................... .......31
Job Assignment Pay.. ..... ............ ........ .......................................................... 31
Canine Assignment....... ................................... ............................................ 32
Court Attendance and Standby Time........................................................ 33
Line-of- Duty Injury .............................................. .......................................33
Uniform Allowance............. ....................................................... .................34
Tuition Refund... ........... ................................. _............................................. 35
Article 10
Insurance......... ............................................................................. 35
Article 11
Performance & Discipline ........................................................... 36
Article 12
Drug & Alcohol Policy................................................................. 36
Arti cle 13
Retirement.................................................................................... 40
Article 14
Seniority, Layoff, and Recall....... ............... ........ ..... .............. ..... ...41
Article 15
Duration, Modification, & Termination...................................... 43
Appendix A
Pay Schedules.................................................................................. i
PREAMBLE
This Agreement is entered into between the City of Clearwater, Florida, hereinafter referred to
as the "City" and the Florida State Lodge of the Fraternal Order of Police, hereinafter referred to as the
"Union." It is the intent and purpose of this Agreement to assure sound and mutually beneficial
working and economic relationships between the parties hereto, to provide an orderly and peaceful
means of resolving any misunderstandings or differences which may arise, and to set forth herein the
full agreements between the parties concerning rates of pay, wages, hours of employment, and other
terms and conditions of employment. It is understood that the City is engaged in furnishing essential
public services which vitally affect the health, safety, comfort and general well being of the public and
both parties hereto recognize the need for continuous and reliable service to the public. There shall be
no individual arrangement contrary to the terms herein provided.
ARTICLE 1
RECOGNITION AND GENERAL PROVISIONS
Section 1.
Recognition
The City hereby recognizes the Union as the exclusive bargaining representative as defined in
Chapter 447, Florida Statutes, as amended, for all employees employed in the unit defined by the
Public Employee Relations Commission in its certification No. 816, dated October 20, 1988, which
certification is limited to Police Sergeants and Police Lieutenants.
Section 2.
Contract Constitutes Entire Agreement
The parties acknowledge and agree that during the negotiations which resulted in this
Agreement, each had the unlimited right and opportunity to make demands and proposals with respect
to any subject or matter included by law within the area of collective bargaining and that all the
understandings and agreements arrived at by the parties after the exercise of that right and opportunity
are set forth in this Agreement. Therefore, the City and the Union, for the life of this Agreement, each
voluntarily and unqualifiedly waives the right to require further collective bargaining, and each agrees
that the other shall not be obligated to bargain collectively with respect to any matter or subject not
specifically referred to or covered by this Agreement, whether or not such matters have been
discussed, even though such subjects or matters may not have been within the knowledge or
contemplation of either or both parties at the time they negotiated or signed this Agreement. This
Agreement contains the entire contract, understanding, undertaking and agreement of collective
bargaining for and during its term, except as may be otherwise specifically provided herein.
This Agreement may be amended at any time by the mutual consent of the parties, but no such
attempted amendment shall be of any force or effect until placed in writing and executed by each party
hereof.
Section 3.
Severability and Waiver
Each and every clause of this Agreement shall be deemed separable from each and every other
clause of this Agreement. In the event that any clause or clauses shall be finally determined to be in
violation of any law, such clause or clauses only shall be deemed of no force and effect and
unenforceable without impairing the validity and enforceability of the rest of the contract including any
and all provisions in the remainder of any clause, sentence or paragraph in which the offending
language may appear.
The exercise or the non-exercise of the rights covered by this Agreement by the City or its
employees or agents or the Union shall not be deemed to waive any such rights or the right to exercise
them in the future.
Section 4.
Existing Rules
Any Police Department rule, regulation, policy or procedure in existence at the time of
adoption of this Agreement which is in conflict with any provision of this Agreement shall be resolved
by modification of such rule, regulation, policy or procedure to be compatible with this Agreement.
Employees shall be required to observe and comply with Department regulations governing
their employment as set forth in any Departmental procedures and such special and general orders and
written communications now existing or which may hereafter be established which are not in conflict
with this Agreement.
No disciplinary action shall be taken for violation of a newly established or amended and
posted rule or regulation until at least forty-eight (48) hours after initial posting.
The President of the Clearwater Supervisors Bargaining Unit shall be forwarded a copy of any
written departmental memorandum, rule, regulation, general or special order, or policy intended for
publication to all members of the bargaining unit which is intended to establish a standard of conduct
or performance for members of the bargaining unit.
ARTICLE 2
REPRESENTATIVES OF PARTIES
Section 1. The City agrees that during the term of this Agreement it will deal only with the
authorized representatives of the Union in all matters requiring mutual consent or other official action
called for by this Agreement. The Union agrees to notify the City of the name of such authorized
representatives as of the execution of the Agreement and each replacement therefore during the term
of the Agreement. Authorized representatives shall be defined as the elected Officers of the Union
and duly elected or appointed stewards, provided that notification has been provided in writing to the
Office of the Police Chief and to the City Manager or his/her designee at least twenty-four (24) hours
in advance. Until such notice is received, the City is under no obligation to recognize an individual as
an authorized representative of the Union.
Page 2.
Section 2. The Union agrees that during the term of this Agreement the Union and the
employees covered hereunder shall deal only with the City Manager or his/her representative in
matters requiring mutual consent or other official action and specifically the Union agrees that neither
the Union nor the employees covered hereunder shall seek to involve the Mayor-Commissioner or
Commissioners in the administration of the Agreement, or otherwise in the operation of the City's
Police Department, provided that nothing contained herein shall restrict an employee's right to present
non-employment related matters to such elected officials. All matters relating to grievances shall be
processed only through the grievance procedure chain of command.
ARTICLE 3
RIGHTS OF PARTIES
Section 1. Any right or working condition enjoyed by employees covered by this
Agreement as the result of specific action taken by the City Manager or Chief of Police shall not be
changed in an arbitrary or capricious manner.
Section 2.
Police Officers' Bill of Rights
It is understood and agreed that all unit members shall enjoy those protections afforded under
Sections 112.531, 112.532, 112.533 and 112.534, Florida Statutes, commonly known as the Law
Enforcement Officer's Bill of Rights.
Section 3. The City agrees to continue its policy of not discriminating against any employee
for any reason prohibited by applicable state or federal law. Any claim of discrimination by any
employee against the City, its officers or representatives shall not be grievable or arbitrable under the
provisions of the Grievance Article of this Agreement, but shall be subject to the matter of review
prescribed by law or by rules and regulations of appropriate state or federal agencies having the force
and effect of law.
Section 4. The Union and its representatives agree to support federal and state laws and
regulations thereunder which have the effect of law and to abide by them, and further to encourage all
bargaining unit members to comply with such laws and regulations at all times. From time to time, as
the City issues policy statements or develops specific training programs concerning areas of prohibited
discrimination under federal laws and regulations, the City may submit such policies and/or programs
to the Union for their review and consideration for endorsement. If the Union determines not to
endorse the policy and/or program, it shall advise the City of its reservations which have precluded it
from endorsement.
Section 5. The Union and the City shall not interfere with the right of employees covered
by this Agreement to become or to refrain from becoming members of the Union, and the Union and
the City shall not discriminate against any such employee because of membership or non-membership
in any employee organization. The Union acknowledges that it is the sole representative of bargaining
unit employees. However, the Union has no obligation to prosecute grievances under this I\greement
for non-members.
Page 3.
Section 6.
City's Management Rights
A. The City reserves, retains, and is vested with, solely and exclusively, all rights of management which
have not been expressly abridged by specific provisions of this Agreement. The sole and exclusive
rights of management include, but are not limited to, the following:
(a) to manage the City generally and to determine the issues of policy;
(b) to determine the existence or nonexistence of facts which are the basis of management
decisions;
(c) to determine the necessity or organization of any service or activity conducted by the City and
to expand or diminish services;
(d) to determine the nature, manner, means, and technology, and extent of services to be provided
to the public;
(e) to determine methods of financing and budgeting;
(f) to determine the types of equipment and technology to be used;
(g) to determine and/or change the facilities, methods, technology, means and size of the work
force by which the City operations are to be conducted;
(h) to determine and change the number of locations, relocations, and types of operations,
processes, and materials to be used in carrying out all City functions including, but not limited
to, the right to contract for or subcontract any work or operation of the City;
(i) to assign work to and schedule employees in accordance with requirements as determined by
the City, and to establish and change work schedules and assignments;
G) to relieve employees from duties for lack of work, lack of funds or any other non-disciplinary
reasons;
(k) to establish and modify productivity and performance programs and standards;
0) to discharge, suspend, demote, or otherwise discipline employees for just cause;
(m) to determine job classifications and to create, modify or discontinue jobs;
(n) to hire, transfer, promote, and demote employees;
(0) to determine policies, procedures, and standards for selection, training and promotion of
employees;
(P) to establish employee performance standards including, but not limited to, quality and quantity
standards and to require compliance therewith;
Page 4.
(q) to maintain order and efficiency in its facilities and operations;
(r) to establish and promulgate and/or modify rules and regulations and standard operating
procedures including, but not limited to, Civil Service rules;
(s) to take any and all necessary action to carry out the mission of the City and the Police
Department in emergencies.
B. If in the sole discretion of the City Manager or the Mayor it is determined that civil emergency
conditions exist or may exist including, but not limited to, riots, civil disorders, hurricane
conditions, strikes, or similar catastrophes or disorders, this Agreement may be suspended by the
City Manager or the Mayor during the time of the declared emergency, provided that wage rates
and other direct monetary payments shall not be suspended. Further, a discharge, suspension or
demotion occurring during such emergency may be pursued as a grievance upon the termination of
the emergency. The date of termination of the emergency shall be considered the fltst day under
the grievance procedure.
Section 7.
Union Rights
A. Union Dues and Checkoff -- During the term of this Agreement, and except as provided below,
the City agrees to deduct the basic and uniform membership dues owed by the employee to the
Union on a biweekly basis, provided that prior to any such deduction the Union has provided the
City with a signed statement from each said employee for whom dues are to be made that such
deduction is authorized, and provided further that such authorization is in a form satisfactory to
the City. Any authorization for dues deduction may be canceled by the employee upon thirty (30)
days written notice to the City and the Union and shall be discontinued in the event the employee
is terminated or is transferred, promoted or otherwise moved out of the bargaining unit. The City
will not deduct any Union fines, penalties or special assessments from the pay of any employee.
In the event that an employee's salary earnings within any pay period, after deductions for
withholding, pension or social security, health and/or hospitalization insurance, or other standard
or legally required deductions., are not sufficient to cover the basic and uniform membership dues,
it will be the responsibility of the Union to collect its dues for that pay period from the employee.
B. Indemnification -- The Union shall indemnify, defend and hold the City, its officers, officials,
agents and employees harmless against any claim, demand, suit or liability (monetary or otherwise)
and for all legal costs arising from any action taken or not taken by the City, its officials, agents and
employees in complying "vith this Agreement. The Union shall promptly refund to the City any
funds received in accordance with this Agreement which are in excess of the amount of basic and
uniform membership dues which the City has agreed to deduct.
C. Stewards -- The stewards of the Union shall consist of the elected officers of the Union, subject
to a limit of four persons and four alternates. If the Union has more than four officers, it shall
designate the four who will serve as stewards. The Union will submit a list of the four elected
officers who will serve as stewards and the four alternates to the Police Chief and to the City
Manager or his/her designee.
Page 5.
Any steward who feels unqualified to represent a member on any matter will be permitted to
contact the Union president who shall designate a representative to serve the member.
A steward shall not investigate or otherwise handle grievances during working hours without
the specific, expressed consent of the Division Commander. A steward shall not investigate
his/her own grievance or otherwise represent himself/herself.
D. Union Time -- The Union shall be allowed up to 272 hours of time off without loss of pay per
year for the purpose of attending official FO.P. or bargaining unit functions, meetings or
conferences. Requests for use of this Union time shall be made in advance in writing by one of the
elected officers of the Clearwater Supervisors Bargaining Unit to the affected Division Commander
via the chain of command and subsequently routed to the Chief of Police or his/her designee for
consideration. Use of Union time shall be subject to the approval of the Chief of Police or his/her
designee. The Chief or his/her designee will grant such time off without loss of pay provided that,
in his/her sole and unlimited discretion, the efficiency of operation of the Department will not be
interfered with or impaired. Any portion of the Union time not used in an annual period, which
shall be defined as a contract year beginning with ratification, shall be forfeited and shall not be
carried forward into the next annual period. Bargaining unit members utilizing Union time under
the provisions of this Section shall not be eligible during the time of utilization for Worker's
Compensation benefits in case of injury. In any event, absence from duty for Union business shall
not be approved which requires a Union member to be off duty for periods in excess of two (2)
consecutive work shifts. Extension of any consecutive time off for Union members over and
above two (2) consecutive shifts may be granted solely at the discretion of the Police Chief.
Joint related business between the City and the Union shall not be subject to deduction from
Union time under this Section when an employee is directed by the City to attend. However, the
Union acknowledges that such time needed for arbitration hearings will be chargeable to the
account.
E. Bulletin Boards -- The City agrees to provide space (not less than 24 inches by 24 inches) on a
bulletin board located at Police Headquarters and all designated substations for the posting of
Union notices and official Union information. The Police Chief or his/her designee shall first
review and agree to any such posting, and indicate his/her approval by initials or stamp. No other
City bulletin board or blackboard may be used by the Union or any member of the bargaining unit
for any purpose not approved by the Chief. Such approval shall not be unreasonably withheld.
The Union is expressly prohibited from posting any information relating to political candidates or
political office.
F. Rules and Regulations and Memorandums -- The designated representative of the Union shall
have a copy distributed to his/her mail box of any written departmental memorandum, rule,
regulation, order or policy, intended for publication to all members of the bargaining unit, which is
intended to establish a standard of conduct for members of the bargaining unit.
The designated representative of the Union shall be forwarded a copy of the agenda from the
City Clerk's office of any regular City Commission meeting in the same manner that the Chief of
Police is forwarded a copy.
Page 6.
G. Copying of Agreement -- The City and the Union each agree to pay one-half of a reasonable
cost for printing copies of this Agreement. Every bargaining unit member will be provided a
copy of the Agreement. The Union shall be responsible for providing copies to its members.
The Union may request that such provision of copies be accomplished by the City during new
employee orientation classes.
H. Use of Copying Equipment The City agrees to allow the Union's officers to use the
departmental copying equipment while off duty under the following conditions:
(a) The Chief or his/her designee shall approve the copying of any matter which shall be limited to
departmental records which the Chief will not allow the Union to remove from the
Department and copy using its own equipment.
(b) The Union will be charged and will remit 6 cents per copy or such other rate as may hereafter
be established by the City as the rate charged all employees.
(c) Department business will of course take priority and the Union will only be allowed to make
copies when the Department is not otherwise using the copier.
1. The Union shall designate a Civil Service Liaison Officer who may, on request, be relieved from
duty with no loss of pay for the purpose of attending Civil Service Board Meetings, unless the
efficiency of operation of the Department will be interfered with or impaired in the sole and
unlimited discretion of the Chief of Police or his/her designee. In addition, two Union officers
may, on request and at the discretion of the Chief or his/her designee, be relieved from duty with
no loss of pay for the purpose of attending official Union meetings, unless the efficiency of
operation of the Department will be interfered with or impaired.
J. The President of the Clearwater Supervisors Bargaining Unit or his/her designee shall be
forwarded a copy of the agenda in advance of every regular City Commission meeting.
ARTICLE 4
NO STRIKE
Section 1. The Union agrees that during the term of this Agreement it shall not authorize,
instigate, condone, excuse, ratify, support or acquiesce in any strike, slowdown, work stoppage or any
other act of like or similar nature likely to interfere with the efficient operation of the City's affairs
engaged in or supported by members of the Union and/or employees represented by the Union or
other agencies or representatives of the Union or its affiliates.
Section 2. Should the Union or its member employees covered hereunder "vithin the City's
Police Department breach this Article, then the City may proceed to the appropriate court and,
"vithout notice, obtain a temporary restraining order against such breach.
Section 3. Should any member of the bargaining unit be found guilty of striking as defined
in Chapter 447, Florida Statutes, the employee shall be subject to dismissal, and it is expressly agreed
that such violation constitutes just cause for dismissal.
Page 7.
ARTICLE 5
LABOR-MANAGEMENT COOPERATION
The City and Union support the concept of Labor-Management cooperation to address
employee concerns that are not specifically provided for by contract provisions. Labor-Management
cooperative efforts shall not be intended to bypass established grievance procedures or the right of
collective bargaining. Labor-Management cooperation shall be utilized for the purpose of discussion
and input from both parties on matters that may be mutually resolved and are not subject to collective
bargaining, grievance, or litigation processes.
ARTICLE 6
GRIEVANCE PROCEDURE
It is the intent of this Article to provide a means for the fair, expeditious, and orderly settlement
of disputes that arise under this Agreement between the Union and/or a bargaining unit member and
the City. All employees and supervisory personnel should make every effort to settle differences at the
lowest possible step outlined in this Article.
Section 1. A grievance shall be defined as a timely complaint by an employee within the
bargaining unit regarding the interpretation or application of specific provisions of this Agreement.
The grieving individual must state in writing the remedy sought to resolve the grievance.
Section 2. All grievances filed shall refer to the specific Article and Section of this
Agreement upon which the grievance is based and shall contain a concise statement of the facts alleged
to support the grievance. Any grievance relating to disciplinary action shall be signed by the employee
initiating the grievance. A grievance relating to an alleged contract violation other than disciplinary
action may be filed by, and signed by, the Union on behalf of an employee(s) but must specify the
affected employee(s) by name All information must be furnished. No grievance may be amended
from the original written grievance flied at the initial step of the grievance procedure. The Union
agrees to deliver copies of the initial grievance and of each successive written step of processing for the
grievance to the City Manager or his/her designee within forty-eight (48) hours of its submission to the
appropriate official within the Police Department.
Grievances shall be processed in accordance with the following procedure and shall be
determined by application of the terms of this Agreement. Where the term "working days" is used in
this Article, it shall refer to Monday through Friday. Saturdays, Sundays, and days designated as
holidays for managerial employees of the Police Department or the City Manager's office are excluded
from the term "working days." The time limits for filing the grievances and processing subsequent
steps in the grievance process shall be strictly construed, but may be extended by mutual agreement
evidenced in writing and signed by a duly authorized representative of the City and the grieving party.
Failure of the grievant to comply"vith any of the time limits set forth hereunder shall constitute waiver
and bar further processing of the grievance. Failure of the City to comply with the time limits set forth
hereunder shall automatically move the grievance to the next level in the grievance process.
Probationary employees shall not have access to the grievance procedure for failure to satisfactorily
complete the probationary period, but will be allowed to grieve other forms of discipline for which
they are charged for specific infractions or violations of City or departmental rules, regulations, orders
or other documents regulating conduct. The right of management to demote a probationary employee
for failing to meet standards is absolute and no specific reason shall be given.
Page 8.
Section 3. On behalf of employees covered by this Agreement, the Union hereby waives
any right of these employees to resort to the Civil Service Board concerning any matter that is defined
in this Agreement. This shall specifically include grievances relating to suspensions, demotions and
dismissals.
Section 4.
Formal Processing of Grievances Initiated By Employee
The aggrieved employee may request that a Union representative be present at any time during
the grievance procedure.
STEP 1
An aggrieved employee (police Sergeant or Police Lieutenant) shall present his/her grievance in
writing to the Police Captain in his/her respective Division, or to the Deputy Police Chief if the
employee is not assigned to a specific Division Captain, within ten (10) working days after the
employee has knowledge or constructive knowledge of the occurrence of the action giving rise to the
grievance. The written grievance at this step, and at all steps thereafter, shall contain the following
information:
1. A statement of the grievance including date of occurrence, details, and the facts upon which the
grievance is based.
2. The Article and Section of the Labor Agreement alleged to have been violated.
3. The action, remedy, or solution requested by the employee.
4. Signature of aggrieved employee and Union representative.
5. Reason for rejection of management's answer, if appealed (Steps 2 and 3 only).
6. Date submitted.
Grievances submitted at this step shall be reviewed and returned to the grievant if the form
does not contain the above information. The grievant shall be notified of the insufficiency and
afforded an opportunity to correct and resubmit the grievance within two (2) working days of its being
returned to him/her. As used in this .Article, the term "employee" shall also mean a group of
employees having the same grievance. In such event, one aggrieved employee shall be designated by
the group of employees to be responsible for processing the grievance. The Police Captain or Deputy
Police Chief receiving the initial grievance shall review the grievance and meet with the employee and a
Union representative if one is requested and shall submit a response in writing to the aggrieved
employee within ten (10) working days from the date the grievance was presented to him/her. The
written response at this step and all steps thereafter shall contain the following information:
Page 9.
1. An affltmation or denial of the facts upon which the grievance is based.
2. An analysis of the alleged violation of the Agreement.
3. The remedy or solution, if any, to be made.
4. Signature of the appropriate management representative.
Where the Police Captain or Deputy Police Chief determines that he/she is unable to respond
due to circumstances of the grievance which may require a decision at a higher level, he/she may
respond by denying the grievance.
STEP 2
If the grievance is not resolved at Step 1, the aggrieved employee may submit the grievance to
the Police Chief within ten (10) working days from receipt of the response in Step 1. Such submission
of the grievance at Step 2 shall be in writing. The Police Chief or designee shall obtain necessary facts
concerning the alleged grievance and shall, within seven (7) working days following receipt of the
grievance at Step 2, meet with the aggrieved employee and a Union representative if one has been
. requested. The Police Chief or his/her designee shall notify the aggrieved employee of his/her
decision in writing not later than seven (7) working days following the meeting day with the employee.
STEP 3
If the grievance is not resolved at Step 2, the grievance and all responses thereto may be
submitted to the City Manager or his/her designee within ten (10) working days of the time the
response was provided in Step 2. At the request of the employee, the City Manager or his/her
designee shall meet with the employee and a Union representative if one has been requested. The City
shall determine who shall meet with the employee. Within ten (10) working days of the meeting with
the employee, the City Manager or his/her designee will notify the aggrieved employee, in writing, of
his/her decision. If a grievance is not submitted to the City Manager or his/her designee, it shall be
deemed to have been resolved at Step 2 or to have been dropped by the grievant.
Section 5.
Formal Processing of Grievance Initiated By City
Where any provision of this Agreement involves responsibility on the part of the Union which,
in the view of the City, is not properly being carried out, the City may present the issue to the Union as
a grievance. If such grievance cannot be resolved by discussion between the City and the unit
representative on an informal basis, the grievance may be formally filed in writing by the City Manager
or his/her designee by giving written notice to the authorized representative of the Union. Such notice
shall indicate the provision of the .i\greement which the City contends is not properly being carried out
by the Union. If not resolved within ten (10) working days following receipt by the Union of the
written grievance, the City may submit the grievance to arbitration under the provisions of Section 6 of
this Article.
Page] O.
Section 6.
Grievance Arbitration
In the event that a grievance is still unresolved after Step 3 in Section 4 above or as provided in
Section 5 above, the matter may be submitted to final and binding arbitration as provided in this
Section.
A. Within ten (10) working days of the decision of the City Manager or his/her designee, the
aggrieved party shall notify the City Manager or his/her designee of intent to arbitrate.
Concurrently, said party shall request from the Federal Mediation and Conciliation Service a list of
five (5) names of qualified arbitrators. Within ten (10) working days after the receipt of such a list,
representatives of the parties shall meet and each party shall strike two (2) names. The party filing
the grievance shall strike the first name, then the other party shall strike a name. The process shall
be repeated and the remaining name shall be the arbitrator selected. The arbitrator shall be notified
of his/her selection. As promptly as can be arranged, but no later than thirty (30) days from the
selection of an arbitrator, the arbitration hearing shall be held. In the event that the arbitrator
selected is not available within the thirty (30) day time frame, the parties shall immediately obtain a
new list from the Federal Mediation and Conciliation Service and select another arbitrator using the
same process as previously referenced.
B. Each party shall pay its own expense for its representative, counsel and witnesses. The fees of the
arbitrator, including the appearance fee of a court reporter, shall be shared equally by the parties.
C. The decision of the arbitrator shall be final and binding upon both parties, except that either party
may petition for review in the circuit court. The arbitrator shall have no power to amend, add to,
or subtract from the terms of this Agreement in rendering his/her decision and such decision shall
be limited to determination and interpretation of the explicit terms of this Agreement. If the City
has denied the grievance on the basis that it was not timely fIled and processed as required by this
Article and if the arbitrator finds that the grievance was not timely flied or processed, then the
arbitrator shall have no power to grant relief. No decision of the arbitrator shall create a basis for
retroactive adjustment in any other case.
D. Copies of the decision of the arbitrator made in accordance with the jurisdiction and authority of
this Agreement shall be furnished to both parties within thirty (30) calendar days from the date of
the hearing.
E. The arbitrator shall arbitrate solely the issue presented.
F. Unless othenvise mutually agreed upon, the submission to the arbitrator shall be based solely on
the originally written grievance submitted in the grievance process.
Section 7. Grievances arising out of the discharge, demotion, or suspension of a bargaining
unit employee shall be initiated at Step 3 of the grievance procedure.
Page I 1.
ARTICLE 7
PERSONNEL PRACTICES
Section 1.
Duties of Police Sergeants and Police Lieutenants
A. The Union agrees that the duties of Police Sergeants and Police Lieutenants involve both the
performance of general police duties and the supervision of designated police personnel. The City
agrees that no Police Sergeant or Police Lieutenant shall be required to perform duties or functions
not reasonably consistent with the job specifications and duties as set forth in their respective job
descriptions or reasonably related to the performance of functions of the Police Department.
B. The City agrees that Police Sergeants and Police Lieutenants shall not be required to change
automobile tires except in emergencies; nor shall they be required to manually push disabled motor
vehicles. However, they shall make appropriate efforts to remove such disabled motor vehicles
where the elimination of blocked or congested traffic flow or related safety needs is such as to
reflect that the disabled motor vehicles should be reasonably relocated from the scene.
Section 2.
Special Duty Call Out
A. All employees who are covered by this Agreement shall receive notice of any special duty detail,
not less than five (5) working days prior to that event.
B. This Section shall not pertain to emergencies or to unplanned or unscheduled events. Such
occurrences shall be conducted in accordance with established City policies and procedures.
C. Employees assigned to the criminal investigation division, patrol special operations section, traffic
section, or community policing teams are subject to adjustments of their hours and/or days to
meet the circumstances at hand. As much notice as possible will be given when adjustments are
necessary, but it is understood that hours must be flexible.
Section 3.
Probation
An employee initially appointed or promoted to a class within the bargaining unit (police
Sergeant or Police Lieutenant) shall serve a probationary period of SLX (6) months of active service
during which he/ she shall have the opportunity to demonstrate to the satisfaction of the Police Chief
his/her suitability for the job. In the event the employee is for any reason absent from duty for an
accumulated period of eighty scheduled work hours or more, then all such time shall be added to and
thereby extend the probationary period. The employee shall attain regular status in the class at the
completion of the six-month period, unless the Department has notified Human Resources with just
cause for withholding such status.
An employee, who during the probationary period does not demonstrate suitability for the class
as determined by the Police Chief, shall be notified in writing and shall be demoted to his/her former
classification. An employee selYing a probationary period within the bargaining unit shall not be
entitled to appeal his/her non-successful probationary period and/or return to his/her former
position.
Page] 2.
Section 4.
Promotional Procedures
A. Eligibility -- All Police Sergeants who have one year of experience as such in addition to having
completed the promotional probationary period successfully shall be eligible to compete in the
promotional process held by the City for the classification of Police Lieutenant provided they have
met the minimum qualification requirements established by the City.
B. Evaluation Process -- The promotional process shall be competitive. It shall be based upon an
evaluation of the education and training of the candidates and their experience in the Clearwater
Police Department.
Section 5.
Certification and Appointment
The Human Resources Department shall provide in alphabetical order a certified promotional
list for the filling of a vacancy in a permanent position. The Police Chief shall provide each certified
eligible with the opportunity to be interviewed for the designated vacancy, provided however that if a
candidate has been interviewed within the past one hundred and twenty (120) days for the position of
Police Lieutenant, such candidate shall not have to be interviewed. (All such candidates shall be
treated uniformly as to being re-interviewed or not being re-interviewed.) Selection from the Eligible
List shall be at the sole discretion of the Police Chief and shall not be grievable.
Section 6.
Removal of Names from Eligible List
Names of eligibles for Police Lieutenant shall be removed from the Eligible List by operation
of anyone of the following:
(a) Appointment through certification and selection from such list to fill a permanent position of
Police Lieutenant.
(b) Declination of appointment when appointment is offered by the Police Chief.
(c) Separation from the City service of the eligible.
(d) Removal from the employment area designated by the City when such residence was required
as a condition of employment or previous promotion.
(e) Determination by the City that the eligible willfully or knowingly gave false or wrong
information, withheld information, or was evasive in responses relating to his/her employment
background, training, education or character.
Section 7.
Productivity
The Union recognizes that productivity is of utmost concern to the City and is critical to the
provision of services to the citizenry in an efficient and cost effective manner. The Union
acknowledges, except as expressly limited by the provisions of this .Agreement, that the City may
introduce new methods, processes and equipment, implement new technology, and establish work
measurement standards to determine performance levels; that it may develop flexible job assignments
and shifts; that it may establish innovative programs to improve the provision of police and related
Page 13.
public services or to reduce the cost of providing such services; and that it may take such other actions
as it deems appropriate to improve productivity.
Section 8
Training
In addition to the training required by the State for certification or recertification, schools,
training and career development courses as determined by the Department will be made available to all
bargaining unit members. Officers who desire to attend will complete the departmental training
request form and submit it to their supervisor.
The Department will select officers for attendance based on the needs of the Department.
Section 9.
Light Duty Assignment
A. In the event an employee in the bargaining unit is unable to work at full-time duty but is certified
by a licensed physician to work light or limited duty, subject to the availability of light or limited
duty the City may assign such employee to an appropriate work assignment within the City of
Clearwater work force. However, assignments in any Department other than the Police
Department shall occur only in the event there are no available positions within the Police
Department which the officer would be capable of performing. Assignments outside the Police
Department shall be limited to only those positions which the officer is capable of performing, or
would be capable of performing with a reasonable amount of on-the-job training and effort, based
on the officer's physical ability, suitability to the work to be performed, and skills required to
perform the work.
B. The City shall have the right to direct an employee to a licensed physician of its choice to
determine if the employee is fit to work light or limited duty.
C. Failure of the employee to work light or limited duty when assigned may be grounds for
disciplinary action.
Section 10. Personnel Records
It shall be the right of any member of the bargaining unit at reasonable times to inspect his/her
personnel file, and at his/her expense to make copies of such personnel f1le or portions thereof. When
a personnel record of a member of the bargaining unit is furnished to any citizen pursuant to a request
therefor, the City agrees to abide by current federal and state law and will not release any portion of the
employee's f1le which is not required to be released by law. The employee shall be notified as soon as
possible whenever his/her Internal Affairs, Police Department, or Human Resources Department f.tle
is accessed by someone other than the employee. If the employee is absent from duty, his/her
immediate supervisor shall be notified and shall attempt to contact the employee, and if unsuccessful
shall inform the employee upon his/her return to work.
Page 14.
Section 11. Residency Requirement
Employees hired on or after December 15, 1986, are required to establish and maintain their
bona fide, permanent residence within the geographical boundaries of Pinellas County or Pasco
County. Employees or new hires may not move to a residence beyond the following boundaries
outside of Pinellas County: Pasco County north of State Road 52, and Hillsborough County east of
Interstate 275. Employees may request special permission from the Chief of Police to reside outside
the specified areas. Special duty assignments may require more restrictive residency requirements,
based on response time to duty. Violation of this provision may be grounds for discipline.
Section 12. Tobacco Product Usage
Employees in the bargaining unit hired on or after December 15, 1986, are prohibited from
smoking or chewing any form of tobacco product both on and off the job during their employment
with the City. Employees hired prior to December 15, 1986 shall not be prohibited from smoking in
City-owned vehicles.
Section 13. Seat Belt and Safety Equipment Use
All employees are required to wear seat belts when driving or riding as a passenger in any City
vehicle or in a personal vehicle while on city business, except in cases of operational necessity or when
a city vehicle does not have available seat belts. Whenever the employee is furnished with City safety
gear, he/she shall wear it whenever he/ she is required to wear safety gear on duty.
The City shall issue each bargaining unit member with a bulletproof vest upon the request of the
officer; provided however that it shall be just cause for disciplinary action if an officer issued a vest
does not wear it as required while on field duty assignments in the Patrol uniform. Bulletproof vests
shall be accessible to bargaining unit members for use where required in situations as defIned by
Departmental policy. An employee who has requested a bulletproof vest shall not be placed on patrol
duties or hazardous assignments until such equipment has been issued.
Section 14. Physical Examinations and Inoculations
A. The City and Union agree that the physical fitness of police officers is of importance to insure the
public of quality police service. The City will provide free and mandatory annual physical
examinations for each employee. The employee may submit proof of satisfactory completion of an
equivalent physical examination by a physician of his/her choice. All employees whose physical
fitness or medical status is deemed deficient in some manner as a result of the physical examination
shall be counseled by the Department and shall be encouraged to undertake a fitness rehabilitation
program in an effort to improve their physical fitness and health.
B. In the event that the Department determines that an officer requires an inoculation or
immunization, then the same immunization or inoculation will be made available to the members
of the employee's household.
C. Physicals will be administered no less than ten (10) months and no more than eighteen (18) months
a part.
Page] 5.
D. The Department will attempt to schedule physicals while the employee is on duty. Any annual
physical fitness exam will also be administered during the employee's on-duty time. Work
schedules of affected employees may be subject to change in order to accomplish this objective but
only if the examinations cannot be scheduled during normal work hours. It is the employee's
responsibility to ensure that they physical is completed, and no employee shall be paid for time
spent taking a physical unless that time falls within his/her assigned shift. However, evening and
night shift employees shall be permitted with the approval of their supervisor to flex time within
the same work week for time spent taking the physical.
Section 15. Outside Employment
Outside employment of bargaining unit members shall be subject to provisions of the City's
Civil Service or the Departmental Rules & Regulations governing outside employment, provided
further however, that police-related outside employment shall be limited to a maximum of 20 hours
per week. During periods of unusual seasonal demand, exceptions to the 20-hour maximum will be
considered by the Police Chief, or his/her designee, who shall approve or deny such requests in
his/her sole and unlimited discretion.
Section 16. Funeral Detail
A. The Department shall permit one employee of this unit to be part of a funeral detail and permit
this detail to attend the funerals of any law enforcement officer within the State of Florida who
loses his/her life in the line of duty.
B. The City will supply the funeral detail with a marked cruiser for the purpose of attending funerals
as provided in (A) above.
C. The City shall not be responsible for the payment of expenses of this detail such as gas, oil, lodging,
and meals.
D. In the event the bargaining unit member who serves as the FO.P. funeral detail is on-duty at the
time of the funeral, he/she shall be released without loss of pay, provided however, that such
member shall not be eligible during such time off for workers' compensation benefits in case of
Injury.
E. This provision shall not be subject to any grievance procedure.
Section 17. Take-Home Cars
The City reserves the exclusive right to determine if and when bargaining unit members shall be
allowed to take city vehicles home and further retains the right to discontinue any current usage at any
time.
Section 18. Legal Protection
The City agrees to defend any member of this bargaining unit who is sued for damages as a
result of actions taken in the scope of his/her employment with the City. The employee agrees to
cooperate with the City in providing this defense.
Page 16.
Section 19. Copies of Municipal Code
The City agrees to request the Municipal Code Corporation to supply the City with copies of
those portions of the City Code of Ordinances relating to penal offenses; and the City agrees to
distribute same to employees.
ARTICLE 8
LEAVES OF ABSENCE
Section 1.
Holidays
A. There shall be ten (10) paid holidays. They shall be:
New Year's Day
Martin Luther King Day
Presidents Day
Memorial Day
Independence Day
Labor Day
Veterans Day
Thanksgiving Day
Christmas Day
Employee's Birthday
January 1 st
Federal Holiday
Federal Holiday
Federal Holiday
July 4th
Federal Holiday
November 11
4th Thursday in November
December 25th
Pay Period in which Birthday Falls
The City shall determine whether an employee will work on holidays and reserves the right to
determine the appropriate level of staffing and the schedule employees will observe on the holidays.
B. In the event that one of the above named holidays occurs during the course of an employee's
vacation, then the employee shall not be charged vacation leave for the holiday and/or the
employee's vacation shall be extended one day.
C. In the event that one of the above named holidays occurs while an employee is on paid sick/injury
leave, the employee shall receive holiday pay at his/her straight time rate and shall not be charged
sick/injury leave pay for that day. In the event the employee is on sick/injury leave without pay, or
any other form of time off without pay, the employee shall not be paid for the holiday.
D. Employees who work on Christmas Day, New Year's Day, Independence Day, and Thanksgiving
Day shall be paid at a rate of2-1/2 times regular pay.
E. An employee may be required to work all or part of any holiday even though it may be his/her
regularly scheduled day off. When a holiday falls on an employee's regular day off, 8-hour and 10-
hour employees are paid eight (8) hour's holiday pay. (Both types of employees have worked 40
hours and are paid 48 hours -- a full week plus one (1) holiday.)
F. An employee who is required to take the day off as a holiday when he/she would otherwise have
been working the day as part of his/her regular worhveek shall receive holiday pay for the day in
accordance with his/her schedule and such hours shall count as hours worked towards the
calculation of overtime.
Page 17.
G. Floating Holidays -- In addition to the holidays named above, employees shall be entitled to three
(3) floating holidays. These days may be days off with pay and taken at the employee's request
provided that operations will not be interfered with and provided further that such days shall be
taken in full-day increments. Floating holidays shall be awarded at the end of the Erst payroll
period of the payroll calendar year and must be taken by the end of the last payroll period of the
same payroll calendar year. An employee may elect to take one, two, or all three floating holidays
as a cash stipend. In such case, the employee will be paid at the rate of eight (8) hours for each
floating holiday for which the employee makes this election.
Section 2.
Vacations
A. Accrual of Vacation Leave
Vacation leave shall accrue on a bi-weekly basis based on hours in a paid status for all full-time
employees in accordance with the number of completed years of credited service as follows:
Completed Years of Service
Q
1-2
3
4
5
6
7
8 -10
11
12
13 - 14
15 -19
20 & Over
Biweekly Accrual
3.077
3.077
3.385
3.692
4.000
4.308
4.615
4.923
5.231
5.538
5.846
6.154
6.462
Vacation Hours
o
80
88
96
104
112
120
128
136
144
152
160
168
B. Use of Vacation Leave
1. All bargaining unit employees are entitled to use at least two (2) weeks of accrued vacation
leave per year. Accrued vacation shall be authorized in any amount provided it does not
adversely affect department operations.
2. If service requirements permit and with the approval of the Department, an employee may
use his/her accrued vacation leave in increments of tenths of an hour.
3. The borrowing of vacation time prior to its accrual is prohibited.
4. There is no advancing of vacation pay.
5. Employees may take compensatory time off in conjunction with a regular vacation if
authorized.
Page] 8.
C. Maximum Accrual of Vacation Leave
The maximum amount of vacation leave that may be accumulated is 320 hours.
D. Payment and Accrual During Military Leave
1. An employee granted an extended military leave of absence shall be paid all accrued leave
when the employee begins the extended military leave.
2. An employee returning from an extended military leave of absence shall accrue vacation
leave for the period of military service not to exceed 320 hours.
E. Conversion to Sick Leave or Funeral Leave During Vacation Leave
1. The employee may request that vacation leave be changed to sick leave if the employee or
member of the employee's immediate family becomes ill for more than three (3) consecutive
days while the employee is on vacation leave.
2. The employee may request that vacation leave be changed to funeral leave, provided the
request is consistent with Funeral Leave provisions of this Agreement.
F. Payment of Unused Vacation Leave
1. Payment of unused vacation leave will be paid upon retirement or voluntary separation of
the employee up to a maximum of 320 hours, provided the employee was not dismissed for
cause and has more than one year of continuous service. Payment will be made at the base
rate exclusive of any premium payor shift assignment pay.
Section 3.
Sick/Injury Leave
A. Sick Leave Accrual
Employees shall accrue Sick Leave each payroll period based on hours in a paid status. Employees
shall accrue 3.693 hours of sick leave on a biweekly payroll basis -- (i.e., an employee on a 40-hour
work week earns twelve (12) days per payroll calendar year).
B. Sick Leave Accrual Caps
Employees may accumulate up to 1560 accrued hours.
C. Sick Leave Balance Transfers and Restoration
1. Sick leave balances are restored to an employee recalled from layoff or returned from a leave of
absence.
2. Sick leave balances remain the same upon transfer to another department or classification.
3. No sick leave balances are restored after a break in service.
Page 19.
D. Calculation for Use of Sick Leave
Sick leave may be authorized for increments of tenths of an hour.
E. Authorized Use of Sick Leave
Sick leave is not a privilege to be used at the employee's discretion. It shall be authorized only for
absences:
1. Due to personal illness or physical incapacity.
2. Due to exposure to contagious disease in which the health of others would be endangered by
the employee's attendance on duty.
3. Due to dental appointments, physical examinations, or other personal or family sickness
prevention measures.
4. Due to illness of a member of the employee's immediate family which requires the employee's
personal care and attention. "Immediate family" shall mean parents, stepparents, grandparents,
children, stepchildren, grandchildren, .brothers, sisters or present spouse of the employee and
the "immediate family" of the employee's spouse or other family member in the "immediate
household".
F. Authorization of Sick Leave
1. An employee requesting authorization of sick leave shall inform an on-duty supervisor or the
desk officer at least one-half hour prior to the regularly scheduled reporting time the specific
reason and where (phone number and address) the employee will be while on sick leave. This
address and phone number will be updated whenever the address or phone number changes
during the period of sick leave.
2. Failure to do so may be the cause for denial of sick leave and other disciplinary action.
G. Payment for Unused Sick Leave
Upon separation from City service, an employee shall be paid for one-half (1/2) of his/her
accumulated unused sick leave up to 1560 hours. The rate of payment shall be based on the
regular hourly rate (excluding shift differential or any other addition to base pay) of the employee
on the last day worked prior to separation. Payment shall be made provided:
1. The employee has had at least twenty (20) years of continuous service with the City. Leaves of
absence without pay, suspensions and layoffs followed by subsequent re-employment shall not
be considered as breaks in service. The length of such time off or layoff shall be deducted from
the total length of service. J\Iilitary leaves and leaves during which the employee is receiving
Workers Compensation shall not be deducted from continuous service; or
Page 20.
2. That the separation is involuntary on the part of the employee, including disability (incurred on
or off the job) and layoffs; or
3. The employee's estate shall receive payment if an employee dies.
4. An employee who has been dismissed for cause shall have no claim for sick leave payment.
An employee may request that one-half (1/2) the payment for unused sick leave be made at
separation and one-half (1/2) the payment be made in the first payroll period in the next calendar
year.
H. Injury From Other Employment
An employee may not utilize accumulated sick leave for absences resulting from an inJury
arising out of and in the course of employment other than City employment, for which monetary
or other valuable consideration is received or expected. Any employee who utilizes accumulated
sick leave, or who attempts to utilize accumulated sick leave, for absences resulting from an injury
arising out of and in the course of employment other than City employment, may be suspended or
terminated.
1. Use of Leave After Accrual
Employees may be authorized to use sick leave after it is accrued. The employee may be
required to submit acceptable evidence such as a medical certificate from a medical doctor to
substantiate the reason for requesting sick leave.
J. Bonus Leave Days
Following a payroll calendar year that a bargaining unit employee uses no sick leave, or less than
two days of sick leave, the employee will be awarded Bonus Leave Days in accordance with the
following chart. Bonus Leave Days must be used in full-day increments. Bonus Leave Days must
be used before the end of the payroll calendar year for which they are awarded.
Assigned Shift Amount of Sick Leave Bonus Leave Days
Used Awarded
Eight or Ten-Hour Shifts Zero Time 2
Eight or Ten-Hour Shifts More than zero time but less 1
than 2 days
Combination of Eight and More than zero time but less
Ten-Hour Shifts than 2 days combined as: 1
. 2 Eight-hour days
. 2 Ten-hour days
. 1 Ten-hour day and
1 Eight-hour day
Page 21 .
1. A payroll calendar year begins with the first day of the fltst payroll period for the ftrst pay check
date in the calendar year and ends with the last day of the last payroll period for the last pay
check in the calendar year.
2. Bonus Leave Days are not included in overtime calculations.
3. Upon an employee's separation from the City, the employee will receive a lump sum payment
for his/her remaining Bonus Leave Day balance.
Section 4.
Leave Pool
A joint leave pool will be established by the members of the Fraternal Order of Police Lodge No.
10 and Fraternal Order of Police Supervisors bargaining units, such leave pool to be available for use
by members of both bargaining units, subject to the following provisions:
A. The purpose of the leave pool is to provide leave to bargaining unit members who face significant
time off without pay due to a serious illness or injury, whether job-connected or non-job-
connected, or serious illness or injury to a family member covered under the family sick leave
policy. The leave pool may not be used for short time periods where an employee may be without
pay. Short time shall be defined as less than thirty (30) calendar days.
B. A committee shall be formed and the committee shall determine use of the leave pool days, subject
to the above purposes and limitations.
1. The committee shall consist of two (2) members designated by each bargaining unit, and one
employee designated by the other four members.
2. The committee shall review employee needs and circumstances consistent with the provisions
of the leave pool and shall determine eligibility for and the amount of pool leave time that may
be provided to employees. The committee may establish procedures, forms, and other rules
necessary for its effective operation, provided they are consistent with the provisions of this
Section.
3. The committee's decisions are final and are not grievable. An employee may ask for
reconsideration by the committee in accordance with rules established by the committee.
4. Bargaining unit members may donate days at 100% value from their vacation, sick leave or
floating holiday balances to the leave pool one time per year unless the leave pool becomes
insufficient to provide leave days, whereby the committee may, with the prior approval of the
City Manager or designee, open up the opportunity for additional donations to be made during
the calendar year.
(a) No employee shall be permitted to donate more than three (3) days of leave per year to the
pool unless modified with the prior approval of the City Manager.
(b) -,-ill donations of pool leave time must be in full-day increments based on the employee's
full-time, regularly scheduled day (i.e., an eight-hour or ten-hour day is a full day).
Page 22.
(c) Donations of pool leave time are irrevocable.
(d) No dollar value shall be placed on leave donations. All donations and all authorized usage
shall be computed as day for day.
5. When pool leave time is authorized by the committee for use by an employee, it shall be on a
day-for-day basis, irrespective of whether the employee works an eight-hour or ten-hour shift.
An employee using leave pool time shall receive regular base pay and his/her regular shift pay;
however, other pays shall not be provided with leave pool days (e.g., lead pay, acting pay,
special assignment pay, etc.).
6. Pool leave time not used in a given year by the employee receiving the donated pool leave time
shall be returned to the leave pool and carried over to the next year. No donated pool leave
time will be refunded to the donor.
Section 5.
Funeral Leave
A. Each employee shall be allowed up to four (4) days funeral leave with no loss of pay and no charge
against sick/injury leave in the event of a death in the "immediate family." "Immediate family"
shall be defined as the following members: spouse, child, stepchild, mother, stepmother, father,
stepfather, grandfather, grandmother, grandchild, brother, or sister of the employee or the
employee's spouse.
B. Additional funeral leave for a death in the immediate family may be granted with the approval of
the Police Chief.
C. Each employee shall be allowed up to two (2) work days at anyone time for a death of a member
of the "close family" chargeable to sick/injury leave. "Close family" shall be defined as the
following family members: stepparents; stepchildren, stepbrothers, stepsisters; brother's wife;
sister's husband or other member of the employee's immediate household. Additional time,
chargeable to sick/injury leave, may be granted with the approval of the Police Chief.
D. An employee must attend the funeral in order to receive pay for a death in the family.
Section 6.
Military Leave
Any regular or probationary employee in the classified service being inducted or otherwise
entering the armed forces of the United States in time of war, or pursuant to the Selective Service Act
of 1948 as amended, or of any other law of the United States, shall be granted military leave of absence
without pay for the period of the military service required of him/her and on completion thereof, be
reinstated in the City service in accordance with the follmving regulations:
A. Military leaves shall be granted in accordance with the provisions herein except where said
provisions may be superseded by federal law:
Page 23.
1. For inductees, the minimum period of time required to be served;
2. For enlistees in time of war, the period of the fltst minimum enlistment, or for such additional
period of time required to be served;
3. For reservists, the minimum period of time required to be served.
4. For pre-induction physical examination when so ordered by a Selective Service Board,. time off
shall be granted for the minimum period necessary to comply with such order but shall in no
case exceed two (2) regularly scheduled work days;
5. For required active or inactive training duty as a member of the Reserve Component or the
National Guard falling on the employee's regularly scheduled work days, the employee shall be
allowed up to a maximum of seventeen (17) work days per year without loss of seniority rights
or efficiency rating. Absence from duty for required military reserve training in excess of
seventeen (17) days per year or for any non-required military reserve training for which the
employee initially volunteered shall not be compensated by the City. A copy of the employee's
military orders certifying his/her training assignment shall be submitted by the employee to the
Police Chief immediately upon receipt by the employee. An employee who is required to
attend military duty training which falls or occurs during regular working hours and which
exceeds the seventeen (17) work days provided above will be granted time off without pay.
The employee shall be required to provide timely notice to the City of such training
assignments. Failure to provide any of the timely notices herein required of an employee's
military orders to the Police Chief shall be considered just cause for disciplinary action not to
exceed a three (3) day suspension.
B. For the purpose of this Section, "armed forces" shall be defl1led to include:
1. The Army, Navy, Marine Corps, Air Force, Coast Guard and National Guard.
2. The auxiliary services directly necessary to and actually associated with the armed forces of the
United States, as may be determined by the City.
C Application for reinstatement must be made within ninety (90) calendar days from date of
discharge or release, or from hospitalization continuing after discharge for a period of not more
than one year. Such application shall be in writing to the Human Resources Director and shall be
accompanied by evidence of honorable discharge or release.
D. Upon return from military leave, the employee shall be reinstated in the City service in accordance
"vith the following regulations:
1. If still qualified to perform duties of his/her former position, the employee shall be restored to
such position or to a position of like seniority, status and pay;
Page 24.
2. If not qualified to perform the duties of his/her former pOSition by reason of disability
sustained during such service but qualified to perform the duties of any other position in the
employ of the City, the employee shall be restored to such other position, the duties of which
the employee is qualified to perform, as will provide the employee with like seniority, status and
pay, or the nearest approximation thereof consistent with the circumstances in his/her case.
3. In the event there exists no vacancy in the appropriate class and there is an employee in such
class serving a probationary period who has not acquired regular status, then such probationary
employee shall be laid off or returned to a former position in which the employee had acquired
permanent status and the returning employee reinstated.
4. If a returning employee has regular status and cannot be reinstated under the provisions of
paragraph (3) above, then the employee having been employed in the appropriate class for the
shortest period of time shall be laid off or returned to a former position in which he/she had
acquired permanent status and the returning employee reinstated.
5. A returning employee shall have the same status as prior to the beginning of his/her military
leave. The employee shall be allowed to take any subsequently administered examinations after
return that he/she would have been eligible to take had he/she not been on military leave and
to complete any uncompleted period of probation. No grievance shall be f1led by any other
employee in connection with this paragraph.
6. The employee shall submit to such medical and/or physical examinations as the appointing
authority shall deem necessary to determine whether or not such military service has in any way
incapacitated him/her for the work in question; provided however, that as far as practicable any
employee returning with disabilities shall be placed in such employment as the appointing
authority shall deem suitable under the circumstances.
7. Any regular or probationary employee receiving a dishonorable discharge from the armed
forces shall not be reinstated to any position in the City service.
8. An employee granted a military leave of absence shall, insofar as possible, have all the rights and
privileges he/she would have had if he/she had remained on duty including cumulative
seniority, and except as otherwise provided in this Agreement, applicable Civil
Service/Personnel Rules, or City benefit policies, all other benefits dependent on length of
employment to the same extent as if the employee had not been absent on such leave.
An employee returning from military service shall be reinstated to active City service at the earliest
possible date following application for such reinstatement, consistent with the best interests of the City
service and taking into consideration necessary adjustments of staff. However, in no event shall this
period be more than thirty (30) calendar days. The City shall have the right as part of directing the
employee's duties upon returning to work, to assign the employee to such training as is necessary in its
judgment to ensure the employee's familiarity with job duties and knowledge.
Page 25.
Section 7.
Time Off
A. An employee shall be granted necessary time off from his/her duties with pay for any of the
following reasons when such time off does not in the judgment of the Police Chief interfere with
the operations of the Department:
1. For participation in promotional examinations held by the City.
2. For serving on a jury. The employee shall be required to furnish proof of such service and shall
work any part of his/her regular schedule when not required to serve on said jury.
3. When directed by the City Manager or Police Chief to attend professional or other
conventions, institutes, courses, safety meetings or other meetings, including in-service training
or in-service meeting. Employees who wish to voluntarily attend career development training
may be granted time off from duty with pay to attend such training, however compensation for
such training shall be limited to the actual time spent training up to the number of hours in the
employee's standard workweek. Employees shall not be compensated for voluntary time spent
in training beyond the number of hours in the employee's standard workweek.
B. An employee may be granted time off without pay for attendance at meetings other than those
specified above or to attend to urgent personal business, provided that such employee shall request
approval from the Police Chief in sufficient time to permit the Police Chief to make arrangements
therefor, and further provided that such time off will not affect the efficient operation of the
Department in the sole and unlimited discretion of the Police Chief.
C. With the prior approval of the City Manager and Police Chief or his/her designee, and when the
employee is acting in an official capacity on behalf of the City, an employee may be granted time
off from his/her duties for acting as an active or honorary pallbearer at a funeral or for attendance
at state funerals, funerals of City officials, or employees or their spouses, or for military or fraternal
funerals. Such time off may be granted with or without compensation at the sole and unlimited
discretion of the Police Chief and the City Manager or their designees. For the above occasions
only, the Department shall provide all expenses for up to a total of two designated Honor Guard
members from the Department, as well as transportation and fuel costs for any other Honor
Guard members permitted to be released from duty in accordance with Department staffing
requirements.
Time off with compensation under any of the provisions of this Agreement (including vacation
and sick/injury leave) shall not be required to be made up.
Page 26.
Section 8.
Leave Without Pay
A. A regular employee may, on written application therefor, be granted a leave of absence without pay
upon the prior approval of the City Manager or his/her designee for any of the following reasons:
1. The physical or mental disability of the employee;
2. The employee has announced his/her candidacy for public office;
3. The employee is entering upon a course of training and/or study for the purpose of improving
the quality of service to the City and/ or of fitting himself/herself for promotion in the
classified service;
4. Extraordinary reasons, sufficient in the opinion of the City Manager, to warrant such leave of
absence.
5. Maternity / child care leave to enable a parent to care for a newborn, newly adopted, or seriously
ill child, provided however that if both parents are employees of the City, only one parent at a
time may take maternity/child care leave.
B. Leave for any of the above reasons shall be subject to the following regulations:
1. Such leave shall not be granted for more than six (6) months, but may under the provisions of
the paragraphs above be renewed upon written application therefore by the employee and
approval of the City Manager.
2. An employee granted a leave of absence hereunder shall except as hereinafter provided be
restored to his/her former position on the expiration of leave, or if requested in writing by the
employee and approved by the City Manager, before the expiration thereof.
3. In the event that it is determined by the City Manager that it would not be in the best interest of
the City to restore such employee to his/her former position or in the event that the former
position has been abolished in the meantime, the employee shall be placed at the head of the
reemployment list for the class or positions nearest approximating that in which he/she was
employed immediately prior to such leave, provided the employee is physically and mentally
qualified for such position. Should the names of two or more employees returning from leave
be placed on the same reemployment list, the names shall be arranged in order of seniority.
Section 9.
Leave Re-opener
The City and the Union agree that based upon a mutual agreement of the parties, this ~Article
may be reopened for the purpose of negotiating a change to the Sick and Vacation Leave provisions
only. If the article is reopened for such purpose and the parties are not able to reach an agreement, the
item shall not be subject to the impasse procedure and the ~-\rticle shall remain status quo in whole and
part.
Page 27.
ARTICLE 9
WAGES AND COMPENSATION
Section 1.
Wages
A. The Pay Schedules shall be in accordance with Appendix A.
B. Rules for Administering the Pay Schedule
Employees in the bargaining unit shall be eligible for performance review on their promotional
anniversary date on an annual basis and considered for subsequent merit step advancement based
on satisfactory evaluations, except as provided elsewhere in the provisions of this Section.
Employees in the top step in their respective range shall not be eligible for merit increases;
however, an annual performance evaluation shall be conducted on the employee's promotional
anniversary date. Eligibility for review for within pay schedule increases shall be as follows:
Police Sergeants
Step 1 - Original appointment
Step 2 - At the end of one year of satisfactory service in step 1.
Step 3 - At the end of one year of satisfactory service in step 2.
Step 4 - At the end of one year of satisfactory service in step 3.
Step 5 - At the end of one year of satisfactory service in step 4.
Step 6 - At the end of one year of satisfactory service in step 5.
Step 7 - At the end of one year of satisfactory service in step 6.
Step 8 - At the end of two years of satisfactory service in step 7.
Step 9 - At the end of two years of satisfactory service in step 8.
Police Lieutenants
Step 1 - Original appointment
Step 2 - At the end of one year of satisfactory service in step 1.
Step 3 - At the end of one year of satisfactory service in step 2.
Step 4 - At the end of one year of satisfactory service in step 3.
Step 5 - At the end of one year of satisfactory service in step 4.
Step 6 - At the end of one year of satisfactory service in step 5.
Step 7 - At the end of two years of satisfactory service in step 6.
Step 8 - At the end of two years of satisfactory service in step 7.
C. Responsibility for Performance Evaluations
Performance evaluations shall be based on a review of the employee's job performance and
adherence to departmental rules, regulations and procedures. Performance evaluations will be by
the employee's immediate supervisor and reviewed by Police Department senior management
personnel and the office of the Police Chief.
Page 28.
D. Denial of Merit Step Advancement and Effect Upon Advancement
Employees who receive an evaluation on their promotional anniversary date of less than
Satisfactory shall not be granted a merit step advancement on their promotional anniversary
date. Such employees may be reevaluated after three months, and if then rated satisfactory shall
be granted a merit step advancement on that date. The effective date of this increase shall be
utilized for the purpose of determining subsequent annual merit review dates. If the three-
month follow-up rating is still less than satisfactory, the employee shall be reevaluated in
another three months. If then rated satisfactory, the employee shall be provided a merit step
advancement as of the second three-month follow-up review. The effective date of this
increase shall be utilized in the future as their promotional anniversary date for the purpose of
determining subsequent annual merit review dates. If still rated less than satisfactory, no merit
step advancement shall be made and the employee will be evaluated on his/her regular
promotional anniversary date.
E. Wage Increases shall be as follows:
The City shall provide all bargaining unit members with a 3% general wage increase effective for
the beginning of the payroll period in which falls the date of October 1, 2000.
The City shall provide all bargaining unit members with a 3.5% general wage increase effective for
the beginning of the payroll period in which falls the date of October 1,2001.
The City shall provide all bargaining unit members with a 3.5% general wage increase effective for
the beginning of the payroll period in which falls the date of October 1, 2002.
Section 2.
Work Week and Overtime
A. N ormal Work Week: The normal work week for employees in the bargaining unit shall consist of
forty (40) hours of working time. Generally, the employee will work five (5) days of approximately
eight (8) hours per day, or four (4) days of approximately ten (10) hours per day; however, the City
and Department may otherwise establish and flex an employee's schedule as necessary in their
judgment to best provide police services in an effective and efficient manner. No employee shall
be sent home prior to the end of his/her regularly scheduled shift for the purpose of denying
overtime pay; nor shall any employee have his/her work schedule altered in an arbitrary or
caprIC10US manner.
B. Overtime: Employees shall be required to work overtime when scheduled or ordered by
competent authority. Employees shall be paid time and one-half their regular rate for all hours
worked after the employee has actually worked forty (40) hours in that work week. Only hours
actually worked will count as hours worked for the purpose of computing overtime pay, unless
otherwise specifically provided in this .Agreement.
Page 29.
Section 3.
Compensatory Time Allowance
Employees will be permitted to request to be granted compensatory time in lieu of overtime
payment, up to a maximum cumulative accrual of 120 hours of compensatory time. At no time may
an employee's total accrual of compensatory time exceed 120 hours. Compensatory time accrual will
be at time and one half for each hour selected in lieu of premium overtime payment. Requests to use
compensatory time shall be made to the employee's immediate supervisor. Compensatory hours off
shall be considered as hours worked in computing overtime under this Article. Payment for
compensatory hours will be made for all time exceeding the 120 hour limit, or for any hours when
requested in writing by an employee. Employees shall be paid for all compensatory time upon
separation from City service.
Section 4.
Shift Differential
Employees shall be entitled to shift differential pay as follows:
(a) For purposes of computing shift differential pay, the following shift series and payments are
established:
Shift Series No.
100
200
300
Hours
2400-0700
0700-1600
1600-2400
Payment Per 14 Day Period
7%
0%
5%
The 5% shift differential for the Lieutenant Patrol evening shift rotation shall be distributed
evenly among the number of Lieutenants assigned to the Patrol evening shift rotation.
The shift differential payments shall be computed as a percentage of the employee's base pay.
(b) An employee's shift differential shall be determined by the shift series into which the majority
of the weekly hours of his/her regularly assigned shift for the scheduled shift cycle falls and
without regard to the starting or ending time of the employee's shift. Temporary shift or duty
assignments of less than fourteen (14) calendar days shall not entitle an employee to shift
differential pay.
(c) Shift differential pay shall be paid to any employee regularly assigned to a Series 100 or 300 shift
and shall not be prorated on account of vacation, holidays or other paid time off.
Section 5.
Standby Pay
A. Standby, other than court standby, for the purpose of this Section shall occur when the Police
Chief or his/her designee places an employee on standby status and requires that the employee
provides a telephone number at which he/she can be reached for the purposes of a Telephone
Alert situation.
B. An employee assigned to standby will receive a flat fee of:
$10.00 per night, Monday through Thursday.
$50.00 per weekend (Friday e\'erung to i\Ionday morning).
Page 30.
C. Only the Police Chief or his/her designee may place an employee on standby. This Section will
only apply to Telephone Alert situations.
Section 6.
Recall Pay
Any employee who is recalled to duty after having left for the day, or on a regularly scheduled
day off, or more than three (3) hours prior to the start of his/her regularly scheduled tour of duty, shall
be guaranteed a minimum of two (2) hours payor two (2) hours work. For the purpose of this
Section, recall is defined as the unscheduled calling back or call in of an employee to perform needed
work after the employee's regular shift ends and the employee has already left the job or on a weekend,
holiday, or other equivalent period during which the employee would not otherwise have worked and
shall include any duty, detail, response to a lawful order for which the employee can be disciplined for
his/her failure to comply. Recall specifically excludes court appearances. Police officers will be paid
only for the actual time worked for any self-initiated police action taken while off duty and all such
hours shall count as hours worked toward the calculation of overtime. Any employee recalled while on
vacation shall be paid at time and one-half for all hours worked on the recall assignment.
Section 7.
Acting Pay
If an employee is assigned to act in a higher classification for twenty (20) consecutive work days
or more, the employee shall receive five (5) percent above the employee's base pay retroactive to the
date the employee assumed the Acting status.
When a bargaining unit employee is designated to serve in an acting capacity as a Police
Captain, such employee shall remain eligible to receive shift differential pay, overtime, and assignment
pay. Any provisions of this Agreement which restrict the City's ability to schedule hours of work or
shifts shall not apply.
Section 8. Job Assignment Pay
A. Sergeants and Lieutenants who are assigned to the Criminal Investigations Division, Office of
Professional Standards, Support Services Division and the Field Training and Evaluation Program
shall be granted job assignment pay at 5% over the employee's current base rate of pay.
B. Sergeants and Lieutenants who are assigned to Community Policing Squads, SWAT Team, Crime
Scene Photographer or Traffic Homicide Investigator shall be granted job assignment pay of the
following amounts in addition to the employee's current base rate of pay:
Fiscal Year 2000/2001 - $25 per payroll period
Fiscal Year 2001/2002 - $30 per payroll period
Fiscal Year 2002/2003 - $35 per payroll period
Employees designated as certified Bi-lingual in accordance ""\lith department specifications shall
be provided $50.00 per payroll period in addition to the employee's current base rate of pay.
Page 31 .
C. An employee may participate in more than one Job Assignment but may not receive more than one
Job Assignment Pay differential from group (A) above nor more than one Job Assignment Pay
differential from group (B) above, but may receive one Job Assignment Pay differential from group
(A) above in addition to one Job Assignment Pay differential from group (B) above.
D. The above referenced assignments shall be made at the discretion of the Police Chief from a list of
interested candidates who have been determined to be qualified for such based on criteria
developed by the Department. The number and duration of such assignments may vary and shall
be at the discretion of the Department. Should reduction of the number of employees in an
assignment be necessary, such reduction shall be based upon the bargaining unit seniority of the
employees in the affected assignment.
Section 9.
Canine Assignment
A. Employees covered by this Agreement who are assigned as canine officers shall normally work
for seven hours and fifteen minutes for five (5) days per week on regular duty with or without
their canine (s). On those regular work days, they shall also be credited with forty-five minutes
work time for time in the care and handling of their canine(s). This time shall be the customary
and average amount of time spent by a canine officer on a duty day. On the officers' days off
from regular duty, they shall be credited with 30 minutes of work time for time in the care and
handling of their canine(s). Such time shall be based on their regular rate of pay and shall be
paid at straight time or an overtime rate depending upon total hours worked during the week. It
is recognized that on off-duty days the officer's responsibilities for care and maintenance are
reduced.
B. Advance approval shall be required from the appropriate Police Captain or higher level manager
before a canine officer can work any additional overtime in care and maintenance activities.
C. No work time is to be used by an officer to prepare or train for participation in canine
demonstrations or competitions, except as scheduled by the Department in accordance with
standard operating procedures established by the Department and approved by the Police Chief.
In the sole discretion of the Police Chief, canine officers may be scheduled to attend
demonstrations or competitions. Time involved in demonstrations or competitions shall be
limited to the officer's regular weekly duty hours (40 hours) unless previously approved in
writing by the Police Chief or his/her designee. Due to the scheduling of demonstrations or
competitions, hours and/or days of work are subject to adjustment to meet the circumstances at
hand.
D. Assignment and the removal of assignment as a canine officer is the sole prerogative of the
Police Chief or his/her designee, and assigned pay shall only be provided during the period of
such assignment as authorized by the Police Chief or his/her designee.
E. 1'\ll Department Standard Operating Procedures relating to canine use, care, maintenance, and
other aspects of the program as established by the Police Chief shall apply.
F. A monthly allowance of $80.00 for Fiscal Year 2000/2001, S90.00 for Fiscal Year 2001/2002,
and $100.00 for Fiscal Year 2002/2003 shall be provided for each dog kept at the employee's
Page 32.
home for supplemental food, medical grooming, pest control, and related needs associated with
care of the canine.
Section 10. Court and Standby Time
Any employee who is subpoenaed or otherwise required to appear in county or circuit court as
the result of a matter arising out of the course of his/her employment shall receive a minimum of three
(3) hours pay if such attendance is during the employee's regularly scheduled time-off This provision
shall also apply when the employee is subpoenaed or otherwise required to appear at the State
Attorney's Office, Public Defender's Office, or private attorney's office in a criminal, traffic, or civil
case arising from the employee's course of employment. When an employee is subpoenaed or
otherwise required to appear at a Driver License hearing or the State Attorney's Office at the Police
Department during his/her regularly scheduled time off, the employee will receive a minimum of two
(2) hours pay. All time paid for any court attendance will count as time worked toward the calculation
of overtime. Travel time outside of required scheduled work hours in response to subpoenas in
Pinellas, Pasco, or Hillsborough counties is not compensable. Travel time outside of required
scheduled work hours in response to subpoenas outside of Pinellas, Pasco, or Hillsborough counties
will be paid in accordance with FLSA regulations.
The three-hour minimum does not apply if prior to the end of the three-hour period:
(a) The employee reports for duty. Standby pay stops at the time the employee reports for duty or
court.
(b) If the employee is notified to report to court at a future time, the employee receives standby
pay for the three-hour minimum or actual time in excess of three hours. Court time starts at
the employee's scheduled appearance time (with the exception of being late).
Standby time shall be excluded from hours worked computations.
Section 11. Line-of-Duty Injury Pay
The City hereby agrees to pay the following compensation to any employee injured in the line
of duty in accordance with the following definitions, terms, and conditions:
(a) Compensation shall be payable under this Section only "vith respect to disability as the result of
injury to an employee where such injury is incurred in the line of duty.
(b) An injury shall be deemed to have been incurred in the line of duty if and only if such injury is
compensable under the Florida Worker's Compensation Law.
(c) The amount of compensation paid shall be the amount required to supplement funds received
from the Florida Worker's Compensation Law and any other disability or other income plan
provided by the City, either by law or by agreement, to the point where the sum of the
supplement herein provided and all other payments herein described equal the employee's
regular rate of pay at the time of the injury. Regular rate of pay for workers' compensation
purposes is defined as base pay and any assigned pay if regularly assigned, but not shift pay.
Page 33.
(d) No compensation under this Section shall be allowed for the fttst seven (7) calendar days of
disability; provided however, that if the injury results in disability of more than twenty-one (21)
calendar days, compensation shall be paid from the Commencement of the disability. In such
case, the sick/injury leave taken by the employee will be credited back to the employee's
accrued sick/injury leave account. (Changes in workers' compensation law will modify this
paragraph accordingly.)
(e) The term disability as used in this Section means incapacity because of the line-of-duty injury to
earn in the same or any other employment the wages which the employee was receiving at the
time of the injury.
(f) It is the intent of this Section to provide supplemental compensation for line-of-duty injuries
only, and this Section shall not be construed to provide compensation in the event of death or
injury incurred in any manner other than in the line of duty. Coverage under this Section shall
not result in the loss of step increases which the officer would have received had he/she been
on the active status. Any time taken off for follow-up doctor visits or therapy due to a line-of-
duty injury when coordinated through established Risk Management procedures shall not be
charged to the employee's sick leave and shall be considered as time worked. In the event of
any dispute or disagreement concerning the interpretation of this Section, then the decisions
concerning definition of the terms of this Section issued under the Florida Worker's
Compensation Law shall control.
(g) The City shall have the right to require the employee to have a physical examination by a
physician of its choice prior to receiving or continuing to receive compensation under this
Section.
(h) Failure to report a line-of-duty injury to the employee's immediate supervisor, or to the Risk
Management Division within twenty-four (24) hours of the time of occurrence of the injury
shall result in a loss of allline-of-duty pay under Article 13 unless such failure to report was: (a)
caused solely by and as a direct result of the employee's injuries or (b) resulted from the
occurrence of an event over which the employee had no control in the opinion of the City
Manager. It shall be the employee's responsibility to prove the injury occurred while on duty.
(i) Any provisions of this contract to the contrary notwithstanding, should any provision of this
contract be inconsistent with the terms of the Florida Workers' Compensation Law (Chapter
440, Fla. Statutes), the Florida Rules of Workers' Compensation Procedure (Fla. R. Work
Compo P), Florida Department of Labor and Division of Workers' Compensation Rule 38 or
any other state or federal law or regulation now in force or hereinafter enacted, then such
provision of this contract shall be null and void and of no legal force or effect.
Section 12. Uniforms and Plain-Clothes Allowance
A. Uniforms: The City shall continue to provide the uniforms and equipment currently provided by
the City, except that the City may make changes in styles or update equipment as it deems
appropriate.
Page 34.
B. Plain-Clothes Allowance: Employees assigned to positions outside the uniform patrol division and
who are not issued uniforms or other clothing by the department shall receive a plain-clothes
allowance of $700.00 for Fiscal Year 2000/2001, $750.00 for Fiscal Year 2001/2002, and $800.00
for Fiscal Year 2002/2003. Plain-clothes allowance shall not be paid to employees on temporary or
rotational assignments.
C. Persons transferred to plain-clothes duty shall be permitted to retain at least one uniform.
D. The City may determine the most appropriate way to pay uniform allowance; e.g., biweekly,
monthly, quarterly, annually. Further, the City may change the manner in which the allowance is
paid provided that employees are given not less than thirty (30) days' notice of the change and that
the change does not reflect a reduction in the annual amount to be paid.
Section 13. Tuition Refund Program
Members of the bargaining unit shall be entitled to reimbursement for tuition fees for approved
courses in accordance with the City's Tuition Refund Program up to an amount of $1,000.00 per fiscal
year, subject to meeting the approval and eligibility requirements of the City's program. However, if
classes taken by a bargaining unit member consist exclusively of those pertaining to an advanced
degree program as part of a partnership between the City and the University of South Florida, then
$1,200 of tuition paid for such classes shall be reimbursable. Employees in the bargaining unit must
execute an Agreement to repay to the City any amount of Tuition Refund exceeding $650.00
reimbursed in a fiscal year period should such employee separate from the City within two (2) years of
receipt of reimbursement. In the event that an employee separates from the City by retirement and
opts to receive an extended sick/injury leave benefit, separation for the purpose of repayment of
tuition refunds shall date from the employee's last actual work day and not the effective date of
retirement.
ARTICLE 10
INSURANCE
The City agrees to meet with the Union and other City of Clearwater Unions' representatives to
review the health and life insurance programs for the purpose of reducing the cost of such programs
for the City and the employees.
The City further agrees to provide the Union with such information as it has available as would be
required to formulate such a benefit package and to cooperate with the FO.P. to obtain pertinent
information from the present carrier and the insurance consultant. Any information received by either
party from the consultant or another carrier will be shared with the other party.
The City agrees to continue the payment of 100% of HMO medical insurance premiums for
employee only coverage and the equivalent HMO dollar amount for POS medical insurance premiums
for the duration of this Agreement. All life insurance premium contributions and plans currently in
force shall continue for the duration of this JC\greement. The selection of an insurance company shall
be of the employee's choice from the companies offered by the City as approved by the Insurance
Committee.
Page 35.
ARTICLE 11
PERFORMANCE AND DISCIPLINE
Section 1. No employee who has successfully completed his/her probation period as a
Police Sergeant or Police Lieutenant shall be demoted, suspended or dismissed without just cause. All
discipline will be for just cause and consistent with due process. Employees have a right to Union
representation at any time they believe a meeting may lead to disciplinary action.
The City, the Union or the employee may use any work history material as evidence to support
or oppose a suspension or dismissal..
Section 2. An employee may also be issued a non-disciplinary "Employee Notice" by
his/her Division Head. Prior to an Employee Notice being placed in an employee's file, a Police
Sergeant will have the right to confer with the Division Head and a Police Lieutenant will have the
right to confer with the Deputy Chief regarding the proposed Employee Notice. The Employee
Notice will be retained in the employee's Division-level file.
Section 3. Performance, behavior management, and disciplinary procedures shall be
found in the current Police Department SOP's and General Orders 211, 212, and 213. The City
will noti:fy the Union of any proposed change to the system of discipline or performance
management. The Union will within a reasonable amount of time noti:fy the City in writing of the
specific impact of the proposed change and the intent of the Union to bargain the impact of the
change to the system. Proposed changes will be consistent with sound personnel practice and may
be implemented by the City provided that mandatory and permissive bargaining requirements have
been met.
The Police Department and the Union will continue the practice of Labor Management
meetings to resolve these types of issues.
The City acknowledges the right of the employee or Union to grieve the application of the
process or the application of any individual performance or behavior management standards.
Section 4. The City will continue its current practice of allowing the affected employee to
give a brief oral statement to an accident review board.
ARTICLE 12
DRUG AND ALCOHOL POLICY
Section 1. Any employee in this bargaining unit will be subject to an alcohol breath test
administered by a state certified operator and/or to a urine or blood test accomplished by an
accredited testing laboratory if there is reasonable suspicion based upon observed actions or
appearances on the part of the employee's immediate supervisor and the Police Chief or his/her
designee that the employee is under the influence of alcohol, drugs or controlled substances while on
duty. I\ny employee subjected to such test shall be removed from duty pending the result of such test
and such employee shall continue to receive his/her regular pay and benefits pending test results.
Page 36.
Section 2. The City's Anti-Drug Policy and Alcohol Policy delineate testing procedures. All
bargaining unit employees will be fully informed of the employer's for-cause drug testing policy before
testing is administered. Urine and blood samples shall be drawn or collected at a City-designated
facility. All testing shall be done by a laboratory certified by NIDA and the State of Florida as a
medical and urine drug testing laboratory. The standards to be used to determine the level of a
detected substance that shall be considered positive are outlined in the City's Anti-Drug and Alcohol
Policies and shall be consistent with Federal and/or State regulatory guidelines.
A. No bargaining unit employee will be tested for drugs or alcohol unless there exists a reasonable
suspicion that the bargaining unit employee to be tested is under the influence of drugs or alcohol.
The term "reasonable suspicion" shall, for the purposes of this policy and section, be defined as
follows:
Aberrant or unusual on-duty behavior of an individual employee that is observed on duty by the
employee's immediate supervisor or higher ranking employee and confttmed by the observation of
another supervisory or managerial employee trained to recognize the symptoms of drug abuse,
impairment or intoxication (which observations shall be documented by the observers), and this
may include such common signs as the following:
- observed alcohol and/or drug use during working hours
- unexplained work-related accidents or injuries
- presence of physical symptoms commonly associated with substance abuse, such as:
- impairment of motor functions
- slurred speech
- incoherent or irrational mental state
- drowsiness
- smell of alcohol or marijuana
- extreme weight loss
- red eyes
- running nose or sniffling
- frequent or extreme mood changes
- lack of physical coordination
- deteriorating work performance and/or attendance problems not attributable
to other factors, such as:
- frequent absences or lateness
- unexplained absence from assigned work area
- frequent or extended visits to the restroom
- other marked, unexplained changes in personal behavior
B. Random or mass testing is prohibited, except where required by law. Other procedures may be
used where required by law. ~l\ny testing required by law will be sent to the Union President, along
with regulations for such implementation as required, at least twenty (20) calendar days before such
regulations are implemented. No drug testing may be conducted without the written approval of
the Department Director or designee. The Department Director or designee must document in
writing who is to be tested and why the test was ordered, including the specific objective facts
constituting reasonable suspicion leading to the test being ordered, and the name(s) of any
source(s), or all of this information. One copy of this document shall be given to the bargaining
unit employee before he/she is required to be tested.
Page 37.
After being given a copy of the document, the affected bargaining unit employee shall be
allowed a reasonable amount of time to read and understand the entire document.
Failure to follow any of these procedures shall result in the elimination of the test results as
if no test had been administered. No discipline shall be levied against the bargaining unit employee.
C. When a Captain or other management personnel has reasonable suspicion to believe that a
bargaining unit employee is using, consuming, or under the influence of an alcoholic beverage,
non-prescribed controlled substance (other than over-the-counter medications), and/or non-
prescribed narcotic drug while on duty, the Captain or other management personnel will notifY the
Department Director or designee for the purpose of observation and confirmation of the
employee's condition. If the Department Director or designee after observing the employee also
has reasonable suspicion to believe that the employee is using, consuming, and/or under the
influence of an alcoholic beverage, non-prescribed controlled substance, or non-prescribed narcotic
drug while on duty, then by a written order signed by both the employee's immediate Captain or
other management personnel and the Department Director or designee, the employee may be
ordered to submit to toxicology testing designed to detect the presence of alcohol, chemical
adulteration, marijuana metabolites, opiates, amphetamines and phencyclidine in accordance with
the procedure set forth below.
Any employee subjected to such test shall be removed from duty pending the result of such
test, and such employee shall continue to receive his/her regular pay and benefits pending test results.
Refusal to submit to toxicology testing after being ordered to do so shall result in disciplinary
action.
D. The initial screening test shall be an immunoassay test performed utilizing urine samples unless the
employee requests a blood test in lieu of a urine test. When an employee tests positive (i.e., a drug
or drugs is/are detected) on the initial test, a second test, the Gas Chromatography/Mass
Spectrometry, will be run on the sample originally taken. If the second test does not detect the
presence of a drug or drugs, the second test shall prevail. When a urine or blood specimen for
testing is obtained from an employee by an independent medical facility selected by the City, a
sufficient quantity of the specimen shall be obtained for testing by the contract laboratory and
laboratory designated by the Union or the employee. The sample shall be transmitted to the
contract laboratory and to the laboratory designated by the Union or employee if requested as Soon
as possible by the independent medical facility. These tests shall be made as soon as possible by
the laboratories. The Union or employee shall bear the cost of its separate test.
A final test result indicating the employee is under the influence of alcohol, or indicating the use
of illegal drugs or controlled substances (when taken without a prescription issued to the employee
or without being under the care of a physician or being taken other than in complete conformance
to the prescription) while on duty, may result in disciplinary action and such action will be
considered as just cause. The employee will be required to attend and complete an appropriate
detoxification, alcohol, or drug abuse program.
Page 38.
The employee shall be permitted to use sick leave in accordance with this Agreement for
absence from duties to attend any such appropriate program. Should the employee not have
sufficient accumulated sick leave to use for this purpose, the employee shall be granted leave of
absence without pay to attend such program. After completion of any detoxification program, the
employee shall be subject to three follow-up random blood tests during a twelve month period
after completion of the detoxification. A positive test for alcohol on any of these tests may result
in further discipline or discharge. A positive test for illegal drugs or the illegal use of prescription
drugs on any of these tests will result in discharge.
Section 3. In the event that an employee requests assistance from the City for drug or
alcohol abuse prior to an incident wherein reasonable suspicion results, no disciplinary action shall be
taken against the employee. The employee shall be referred to the City's Employee Assistance
Program and shall be required to take remedial action in the form of a rehabilitation program in
accordance with Section 2 above. Successful completion of the rehabilitation program shall result in
no disciplinary action against the employee. This applies to the fttst offense only. Employees may use
sick/injury leave in accordance with provisions of this Agreement for absence from duties for inpatient
admission and treatment for drug dependence.
The terms of this paragraph shall not apply to an employee who has been directed to take a test
to determine whether the employee is under the influence of alcohol, drugs or controlled substances
while on duty.
Section 4. When an employee uses a controlled substance, which has been prescribed or
administered by a physician, which may affect his/her performance of job duties, the employee has an
absolute obligation to inform his/her supervisor immediately upon reporting for duty. The supervisor
shall determine whether the employee shall be assigned or not. If the employee is not assigned, he/she
shall be sent home on sick/injury leave in accordance with this Agreement.
Section 5. A bargaining unit member has an absolute obligation to report to his/her
supervisor any employee, in this bargaining unit or otherwise, who is under the influence of alcohol,
drugs or controlled substances while on duty and must thereafter cooperate in the investigation and
any related disciplinary proceedings. .A.ny employee who fails to do so shall be subject to disciplinary
action. An anonymous "tip" shall not discharge a bargaining unit member's obligation hereunder nor
shall it be the sole basis for the imposition of testing under this Article. A bargaining unit employee
who maliciously flies a false report that another employee is under the influence of alcohol, drugs or
controlled substances while on duty shall be subject to disciplinary action.
Section 6. No bargaining unit employee may use or unlawfully sell or distribute illegal drugs
at any time, on or off duty, and shall be subject to immediate termination for doing so.
Section 7. Records of drug/alcohol testing of bargaining unit members maintained by the
City \vill not be flied in the official personnel flie of the employee in the City's Human Resources
Department.
Page 39.
Section 8.
Drug Testing Upon Designated Assignments
A. Bargaining unit members shall, when assigned to the Vice & Intelligence Unit, have a drug test
administered. Additionally, such bargaining unit members shall have an annual drug screening as
part of their annual physical. When an employee tests positive on the screening test, the sample
shall be submitted for a confirmation test.
1. The drug screening will be performed utilizing urine samples unless the employee, at his/her
option, requests a blood test in lieu of a urine test.
2. Urine and blood samples shall be drawn or collected at a City-designated facility.
3. All testing shall be done by a laboratory certified by NIDA.
B. Assignment to Vice & Intelligence or removal from same shall be at the sole discretion of the
Police Chief, regardless of the drug screening/ confirmation findings.
C. In the event that a Vice & Intelligence officer was required, as a course of his/her employment to
imbibe in alcoholic beverages or ingest secondhand marijuana, hashish, crack, cocaine smoke, or
smoke from any other controlled substance, within 48 hours of a scheduled drug screening test, the
test shall be postponed for one week. The officer shall be responsible for advising his/her
supervisor of the occurrence of such an incident as soon as practical.
ARTICLE 13
RETIREMENT
Section 1. Employees shall participate in either the City Pension Plan or the Federal Social
Security program as established by provisions of those programs. Should the City subsequently
establish an alternate plan to the existing City Pension Plan which is made available to City employees
in the City Pension Plan, bargaining unit members may elect to convert to the alternate plan consistent
with the provisions of the conversion procedure.
Section 2.
Retirement Advancement
A. The City and the Union agree that prior to retiring an employee may use his/her vacation leave
balance at 100% value and sick leave balance at 50% value to advance the employee's date of
retirement.
B. The employee will be considered a regular employee for service credit to the pension plan. The
City and the employee will continue to contribute to the pension plan.
C. During the period of "retirement advancement", the employee will not be eligible to receive or
accrue any benefits except retirement credit. The benefits that will stop include, but are not limited
to, vacation and sick leave accrual, insurance premium payments, workers' compensation,
allowances, reimbursements, and special payments of any kind.
Page 40.
ARTICLE 14
SENIORITY, LAYOFF, AND RECALL
Section 1. Seniority shall be defined as the length of continuous service in full-time City
employment and will continue to accrue during all types of leave of absence with pay and other leaves
when specifically provided in this Agreement. Seniority in rank will be utilized to determine vacation
selection, selection of floating holidays, and for bidding for shift assignments, provided that skills and
qualifications are substantially equal and except as provided in Section 2 hereof.
Section 2. Bargaining unit members shall be permitted to bid shift assignments by seniority
in rank but the Department reserves the right, based on its determination of operational demands to
ensure that officers with specialized skills are appropriately deployed among the shifts and to ensure
that officers with limited tenure in their job classification are distributed relatively evenly among the
shifts. The Department reserves the right to designate up to four teams as field training ("FTO")
teams which will be distributed evenly between the East and West Districts. Under the current shift
configuration, one team may be on a permanently assigned shift and any others will be on rotating
shifts. The Department may create a second permanently assigned FTO team at some time in the
future provided that such team is an additional team over and above the current number of regular
Patrol teams. FTO Sergeants will be permitted to trade shifts with other Sergeants within their own
district, however no more than one FTO Sergeant will be permitted to occupy the midnight or
midnight relief shift at any given time, except when a normal shift rotation results in more than one
FTO Sergeant being assigned to the midnight shift. Bargaining unit members who are selected for
PTO assignments shall be permitted to bid among themselves by bargaining unit seniority for such
assignments. An employee who is placed on light or restricted duty shall have bidding rights for shift
assignments, but has no assurance of the assignment until he/she resumes full duty status. The Chief
of Police may reassign any officer when such reassignment is in the best interest of the Police
Department. Such reassignment shall be with proper justification.
(a) Each year, all Patrol Division Sergeants are permitted to bid by seniority in rank for assignment
to their preferred districts.
(b) The City maintains within each patrol district a shift-rotation system for all assigned Sergeants.
The shifts rotate approximately every four months.
(c) Within each district, Sergeants are assigned to a permanent slot in the shift-rotation system.
For as long as they remain in the district, the Sergeants remain in the same slots and rotate
through the various shifts.
(d) A Sergeant who is assigned to the district from any other district or from another division fills
the vacant slot in the shift-rotation system. If more than one slot is vacant, the incoming
Sergeants bid for those slots by seniority.
(e) \'Vith the approval of the Patrol Captain, Sergeants are permitted to trade shifts among
themselves at the beginning of each shift-rotation. However, at the end of each shift period,
each Sergeant returns to his or her pelmanent slot in the rotation schedule. The Patrol Captain
will not deny requests without cause.
Page 4 I .
(f) Patrol Sergeants who are in special assignments, such as Community Policing, Traffic Section,
or the Special Operations Section are not included in the bidding process.
Section 3.
employee:
An employee shall lose his/her status as an employee and his/her seniority if the
(a) resigns or quits;
(b) is discharged or terminated (unless reversed through the grievance or arbitration process);
(c) retires;
(d) does not return to work from layoff within ten (10) calendar days after being notified to return
by certified mail addressed to his/her last address ftled with the Human Resources Department;
(e) is absent from work, including the failure to return from leave of absence, vacation or
disciplinary action, for three (3) consecutive working days without notifying the Department,
except where the failure to notify and work is due to circumstances verified as being beyond the
control of the employee and which are acceptable to the City.
Section 4. In the event that the City determines layoffs are necessary, all emergency,
temporary, provisional or probationary employees shall be laid off before any regular status employee
serving in the same class. If reduction in force requires further layoffs, the order of such layoffs shall
be determined by seniority in rank.. An employee who is in a position that is subject to layoff shall
have the option to revert to the position held within the Police Department prior to promotion to
his/her current position, or to another sworn position of lower classification within the Police
Department for which he/she is qualified. If this movement requires further reduction in force, the
applicable bargaining agreement for the affected employees shall govern.
No new employee shall be hired or promoted to the classifications of Police Sergeant or Police
Lieutenant until all Police Sergeants and/or Lieutenants on layoff or demoted from those ranks in lieu
of layoff have been given an opportunity to return to work in their former Police Sergeant or Police
Lieutenant position and seniority date, provided that after one year of layoff such employees shall cease
to accrue seniority and that such reemployment rights shall cease after two years from the date of
layoff.
Page 42.
ARTICLE 15
DURATION, MODIFICATION AND TERMINATION
This Agreement shall be effective as of the beginning of the payroll period in which falls
October 1, 2000, and shall continue in full force and effect until the 30th day of September, 2003. At
least one hundred twenty (120) days prior to the termination of this Agreement, either party hereto
shall notify the other, in writing, of its intention to modify, amend or terminate this Agreement.
Failure to notify the other party of intention to modify, amend or terminate, as herein above set forth,
will automatically extend the provisions and terms of this Agreement for a period of one (1) year, and
each year thereafter absent notification.
IN WITNESS WHEREOF, the parties hereto have hereunder set their hands and seals this
30th day of November, 2000.
ATTEST:
CITY OF CLEARWATER, FLORIDA
f=&-:-.~(~
~~O~~Clerk
Appr~ed as to 1Q..qn.;i~d correctness:
/-. -. ~ -. '... "
- -
ByP)-1.~t~,
William B. Horne, Interim City Manager
Countersigned:
iJld
Pamela K. Akin, City Attorney
WITNESSES:
FLORIDA STATE LODGE
FRATERNAL ORDER OF POLICE
(Supervisors Bargaining Unit)
'------
>~
7~
~~
Richard N. Harris, resident
Clearwater Supervisors Bargaining Unit
~
Page 43.
Appendix - Salary
POLICE SERGEANT
PAY RANGE A-I0
Step October, 2000 October, 2001 October, 2002
Biweekly Biweekly Biweekly
1 $1,672.69 $1,731.24 $1,791.83
2 $1,739.61 $1,800.50 $1,863.51
3 $1,809.20 $1,872.52 $1,938.06
4 $1,881.55 $1,947.40 $2,015.56
5 $1,956.81 $2,025.30 $2,096.19
6 $2,035.09 $2,106.32 $2,180.04
7 $2,116.48 $2,190.56 $2,267.23
8 $2,169.39 $2,245.32 $2,323.91
9 $2,223.63 $2,301.46 $2,382.01
POLICE LIEUTENANT
PAYRANGEA-20
Step October, 2000 October, 2001 October, 2002
Biweekly Biweekly Biweekly
1 $2,029.16 $2,100.18 $2,173.69
2 $2,110.35 $2,184.21 $2,260.66
3 $2,194.77 $2,271.59 $2,351.09
4 $2,283.44 $2,363.36 $2,446.07
5 $2,374.77 $2,457.89 $2,543.91
6 $2,469.76 $2,556.20 $2,645.67
7 $2,531.49 $2,620.09 $2,711.80
8 $2,594.77 $2,685.59 $2,779.59