01/22/1991
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MEMORANDUM
TO:
The Honorable Mayor and Members of the City
M. A. Galbraith, Jr., City Attorney~
Impasse Resolution Public Hearing
Commission
FROM:
RE:
DA'l'E:
January 22, 1991
When you conduct the public hearing on January 23, 1991,' you w.ill
be conducting a truly unique meeting, the parameters of which are
fixed by the public employee collective bargaining law. More
specifically, you will be operating under Section 447.403(4) (c) and
(d), Florida Statutes, which state:
(c) The legislative body or a duly authorized
. committee thereof shall forthwith conduct a public
hearing at which the parties shall be required to expJ.ain
their positions with respect to the rejected
recommendations of the special master;
(d) Thereafter, the legislative body shall
action as it deems to be in the public
including the interest of the public employees
to resolve all disputed impasse issues.
At this hearing, you are expected to II take off your publi.c employer
hat and put on your public interest hat,1I figuratively speaking.
In keeping with the nature of the meeting, we will set the room up
with two tables in front, one for management and one for the
employee organization. I will sit where Mr. Baker or MI. Polatty
usually sit, across from the City Clerk. Mr. Thompson will sit
with the management team, and Mr. Singletary will sit with the
employee representatives.
take such
interest, .
involved,
I will be available to answer questions regarding proced~re, but I
,intend to allow the attorneys for management team and the employees
to agree or disagree with me .if they desire to do so. ~though
this may at first leave you feeling all alone, the reality is that
you will be receiving plenty of advice, and I doubt ,that we will be
in serious disagreement regarding procedural matters.
Enclosed is a recommended procedure you may follow du:ring this
public hearing.
MAG: a
Enclosure
Copies (via Fax):
Mr. Thompson
Mr. Singletary
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PUBLIC H~I~G PROCEDURE FOR
CITY COMMISSION IMPASSE RESOLUTION PUBLIC HEARING
Under Section 447.043, Florida Statutes, the City Commission
must conduct a public hearing for the sole purpose of allowing the
city manager (the "Manager") and the employee organization (the
"Union") to present their positions on the disputed impasse issues
before the City Commission may resolve those issues. Set forth
below are procedures for such a hearing.
A. Presentation of Position by the Parties:
Each party shall be allowed a fixed time (recommendation: a
maximum of 45 minutes) in which to present its position with regard
to the items at impasse for which the Special Master's
recommendation has been rejected. The party declaring impasse (in
this case, the Union) shall proceed first. Both parties shall have
the right to divide their allotted time among more than one person,
including members of the public, if they so desire. During or at
the conclusion of each party's presentation, the City Commission
shall have. the opportunity to question the party regarding i.ts
positions. Such questioning and answers shall not count against
the party's time allocated for its presentation.
B. Rebuttal
Each party shall be provided with an additional ten (10)
minutes to present rebuttal and summation arguments through a
single individual only. The Union shall proceed first.
,C. Action by the City Commission
The City Commission shall then engage in whatever discussion
it deems appropriate in order to resolve the disputed items at
impasse. Although you may accept or reject the Special Master's
recommendation in its entirety, it is recommended that 'the City
Commission resolve, separately and by motion, each and every
disputed item at impasse. The entire package of items agreed upon-
prior to the public hearing and the disputed impasse items resolved
by the City Commission shall then be reduced to writing, signed,
and offered to the Union for ratification vote. If the Union
rejects the contract offered, those items resolved by. the
Commission shall automatically take effect for the remainder of the
fiscal year.
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IN 'rBB MATTER OF IMPASSE RESOLUTION BEFORE THE
CITY COMMISSION OF THE CITY OF CLEARWATER
FLORIDA S'rATE LODGE,
FRA'l'ERW\L ORDER OF
POLICE, LODGE '10,
Union,
and
Case No.
SM-91-011
CITY OF CLBARWA'rBR,
Employer.
I
CITY MANAGBR' S (CHIEF EXECU'l'IVE OFFICER'S)
RECOMMENDATIONS FOR RESOLVING ITEMS AT IMPASSE
I. Introduction
Pursuant to Section 447.403, Florida Statutes,
(1990), City
Manager
Rabun,
Chief
Executive
Officer
City
of
of
the
Ron
as
Clearwater ("City"), does hereby make the following recommendations
for
resolution
remaining
items
impasse
in
the
of
the
at
negotiations
Florida
state
Lodge,
City
and
the
between
the
Fraternal
Police,
Lodge#10
( "Union" ) .
of
By
Order
of
way
introduction, the City explains that it has formulated its economic
proposals
City's
and
projected
financial
based
on
the
current
status.
Charts attesting to that position are included in the
Appendix as Exhibit 1.
For the sake of brevity, the City will not
repeat here the fiscal indicators considered by the City except to
state its belief that it would be fiscally irresponsible for the
City to accede to the Union's economic demands.
That
having
said,
below
is
City's
the
been
set
forth
recommendation for resolution of the items at impasse as well as
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the rationale for those recommendations.
For the convenience of
the City Commission, also included is the form of the motion the
City Commission would need to make in order to adopt the City's
posi.tion on the disputed items.
II.
Isaue-by-Issue Recommendation
A.
Preamble:
City
rejected
Special
Master's
the
The
recommendation that the contract be made retroactive to October 1,
1990 on the basis that the City's obligation to maintain the status
quo during negotiations negated any real need for retroactivity.
More specifically, in 1982, the Public Employees Relations
Commission in Nassau County Teachers Association v. School Board of
Nassau
County,
8
1113206
(1982)
specifically
obligated
FPER
employers
conditions
maintain
status
quo with regard to terms
and
the
to
after
the
negotiations,
during
of
employment
. d 1
exp~re .
even
means is that bargaining
unit
this
contract
has
What
members have continued to receive all of the wages, holidays, and
other economic items, including step and longevity increases, since
the last contract expired on September 30, 1990.
Because of the City's obligation to maintain the status quo,
the Union has little or no incentive to bargain quickly to reach a
contract.
While
negotiations generally involve
without retroactivity, the
recognizing that
a great deal of posturing on both sides,
City believes that future negotiations
will
proceed more quickly.
Further, if in the future, the par.ties cannot reach an agreement,
1 This obligation extends
bargaining. Permissive subjects
quo and do not extend beyond the
only to mandatory subjects of
do not become part of the status
term of the contract.
2
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perhaps the Unionwil1 declare impasse early enough to resolve the
entire matter before the contract expires.
Should
the
City
Commis::;ion
decline
to
grant
the
City's
recommendation for no retroactivity,
the City then urges as a
compromise position that the City cOIllIIlission limit retroact.ivity to
only general wage increases and those items which the parties have
agreed shall take effect as of a particular date.2
Th.e reason for
this
compromise
position
is
that
significant
administrative
difficulties exist in calcalating certain benefits retroactively
under the new contract.
For ex~p1e, a retroactive recalculation
of shift differential based on an increased wage rate would require
a recomputation of each police officer I s pay on a week by week
basis since October 1, 1990.
Therefore, if this Commission decides
to award retroactivity, the City urges that such retroactivity be
1imited to only wages and those items to which the parties have
agreed shall specifically take effect as of a particular date.
PORM OF ~BE Mro:rO:N: I move that the City Commission adopt the
City's proposal for non-retroactivity except
as specifically agreed by the parties.
COMPROMISE IfOT:ION: I move that the City Commission allow the
contract to be retroact~ve to October 1, 1990,
as to general wage increases only.
:8.
Article
Hol.idays
14" Section (a)
( Sta:ffinCJ Level and
Schedules):
While the City accepted the Special Master's reco:mmendation on
"holidays (staffing level and schedules)" in Article 14, Section
2
parties' agreement regarding sick
that the secondary cap on sick leave
to a11 employees hired on or after
For example, in the
leave, the parties have agreed
accrual shall take effect as
October 1, 1990.
3
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l(a),
issue
the Union has rejected that recommendation. Therefore,
remains at impasse and must be resolved by the
this
City
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The change
provides that the City's right to
will work on holidays" and "to determine the appropriate level of
staffing and the schedule employees will observe on holidays" will
apply to "all bargaining unit employees." (See City Ex.2).
the current collective bargaining agreement, the City's right with
regard to holiday scheduling and staffing does not apply
employees assigned to the Patrol Division.
As explained by the Special Master, the City's argument
regarding the "need for managerial control over workforce levels"
has merit. (Special Master's Recommendation, p.16).J The Special
recognized
employees of holiday pay, but rather allows the City to bring costs
and scheduling levels within the City's control.
the Special Master stated,
standards
at
issue
is
change
which
Commission.
a language
"determine whether an
employee
Under
to
Master
that
the
City's
proposal
does
not
deprive
In that regard,
"Control
over
workforce
levels
and
of
service
to
the
is
a
very
important
Statutes,
community
responsibility." (Special Master's Recommendation,
The Special Master then quoted Section 447.209, Florida
wherein it states:
managerial
P .16-17) .
It is the right of the public
employer to determine unilaterally
the purpose of each of its
constituent agencies, set standards
of services to be offered to the
3 The Special Master's recommendation in its
previously been furnished to the City Commission,
under Section 447.403, Florida Statutes.
entirety has
as is required
4
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urges
this
Commission
the
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public,
discretion
operations.
and exercise
over its
control and
organization
S447.209, Fla. Stat.
Under that same statute, the City also has the absolute right
to "relieve its employees from duty because of lack of work or for
other legitimate reasons ". S447. 209, Fla. Stat.
Given those facts,
the
City
to
adopt
Special
Master's
recommendation with regard to Article 14, Section 1 on holidays.
FORM OF THE MOTION: I move that the City Commission adopt the
Special Master's recommendation on Article 14,
Section 1 (a) to delete the current contract
language which provides that the City'S rights
with regard to holiday staffing and scheduling
of employees shall not apply to assigned
uniform street officers.
c. Article 14, Section 1 ( f )
Floating Holidav
Employees
in the FOP
10
unit currently receive
three
(3)
floating holidays per year.
The City seeks to maintain this level
of holidays.
(City Ex. 2) .
The Special Master agreed with the
City'S
position.
The
union
rejected
the
Special
Master's
recommendation that the Union not be granted a fourth floating
holiday under Article 14,
Section 1 ( f )
under the rationale that
bargaining unit employees need additional time off to cope with the
stress of the law enforcement profession.
The City has opposed this increase for the same reason it has
opposed the bulk of the economic proposals made by the Union
cost.
An additional floating holiday for each of the approximately
171 members of the bargaining unit would mean one of two things.
Either 171 police officers would take an extra day off during the
5
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remaining
fiscal
City
be
would
portion
year
and
the
of
the
obligated to fill in for those persons, or the employees would not
take a day off, in which case the City would be obligated to pay
the employees
for that time if they timely notify the City
in
accordance with the contract.
Assuming an eight (8) year police
officer's hourly rate of $14.25 and an eight (8) hour day, in real
dollars,
this
$114.00
officer.4
On
cost,
amounts
to
per
therefore, the City opposes this benefit increase.
The City also adds that with the current ten (10) designated
holidays
floating
holidays
the
in the contract,
and three
(3 )
bargaining unit members
already have more holidays
than Tampa,
Billsborough County, pinellas County, St. Petersburg and pinellas
Park.
(City Ex.
circumstances,
an addi tional
31 ·
Under these
floating holiday is not warranted.
As was explained by the Special
Master in recommending against the Union's requested increase,
"no
convincing case can be made that an additional floating holiday is
a priority need at that time."
(Special Master's Recommendation,
p.22).
FORM OF THE MOTION: I move that the
Special Master's
holidays.
Ci ty commission adopt
recommendation on
the
floati.ng
D. Article 14. Section 2
Vacation
The Union has rejected the Special Master's recommendati.on
that the current vacation benefits remain in effect during the term
4
increase if
today as a
economic
result of
would naturally
the employees' wages
action.
That
adjustments are made to
the City Commission's
amOl1nt
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year of
employment,
such officers would have
large amounts
"J',
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of
the
new contract.
Instead,
the
union makes
two
(2)
bargaining
demands.
First,
the
Union
wishes
to
increase
the
amount
of
vacation
unit
employees
currently
accrue
from
the
present
cap
of
160
hours
per year
for
a
16
year
employee
to
a
graduated scale of
bet\~een
168
to
200
hours
per
year.
Second,
the
union
wishes
to
insert
a
provision
in Article
14,
Section
2(9)
to
allow
employees
beginning
on
his
or
her
16th
year
to
accumulate
any
and
all
vacation
time
earned,
until
retirement.
Under
the
current
collective
bargaining
agreement,
with
the
prior
approval
of
the
Chief
of Police,
an employee's vacation
leave may be accumulated up
to
but not
exceeding the number
of
days
that can be
accumula ted. by
the
employee
in
two
(2)
years.
(City Ex.2).
The
rationale
given
by
the
Union
to
support
the
increase
in
vacation
accrual
after
16
years
is
that police
officers
should
be
able to accrue vacation time for longer periods so that in the last
of
vacation time accrued to use in building homes in North Carolina
and
otherwise
preparing
to move
forward with
their
new post-
retirement lives.s
The increase in the number of vacation hours
which an employee would earn per year was justified by the Union at
the Special Master hearing on the basis that in an employee's later
years,
he
or
she
needs
to
have
more time
off
because
of
the
employee's aging process and his or her workload.
is
Such testimony
hearing.
was
offered
by
the
Union
at
the
Specia1
Master
7
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The
City
Union's
expansion
of
demand
for
the
an
opposes
vacation benefits on the basis of cost.
According to the City's
projections, at current pay, the cost of the Union's proposal to
increase
vacation
is
per
$2,429.80
200
hours
the
to
per
year
officer.
(City Ex.4).
Assuming that the change impacts the 171
current police officers, this is an additional cost of $415,496.00.
(City Ex.4).
with regard to the Union's proposal for vacation accrual from
year sixteen (16) forward with no forfeiture, the anticipated cost
would be
$9,677.82 per officer in increased vacation benefits.
This is a significant underestimate since it assumes retirement at
twenty (20) years6 and also assumes that all available vacation is
saved.
It is also an underestimate since it is based on current
wage
rates
and does
take
into
increases
account
not
any wage
between now and the time that the accrued vacation is paid out.
By far the largest impact of the Union's proposal for vacation
accrual is that the 632 additional hours which could potentially be
carried to retirement and which would then be paid out at the
police officer's higher rate of pay.
Assuming an officer retires
at twenty (20) years, the figure at which the vacation is paid off,
whether in time off or as a lump sum, would have been adjusted
between one
times its worth at the time of the
to four
(4)
(1)
initial
could
that
Alternatively,
employee
accrual.
use
an
vacation time before retirement to stay on the City's payroll for
6
The City cannot control retirement dates since
retirement is unlawful under the Age Discrimination and
Act, 29 u.s.c. S623, et seq., and other similar laws.
mandatory
Employment
8
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.~..~~l:,
as long as seventy-nine (79) working days while the City would
continue paying hospitalization and the employee would continue
· . k 1 7
accru~ng s~c eave.
The City is also concerned that during the time that the
police of ficer is
off duty on this vacation time building a
retirement home in North Carolina, the Department would be left
muddling through, still required to maintain the staffing levels
necessary to serve the public but unable to fill what is in essence
a vacated position since the vacationing employee is technically
still an employee. The Departmeut' s only option is to pay overtime
to other officers to fill that vacancy until such time as the
This
employee retires and a new employee can be permanently hired.
is yet another potential cost factor, above and beyond the other
costs previous1y discussed herein.
Finally, wi th regard to increasing the amount of vacation
earned to 200 hours instead of
160 hours, the arguments rendered by
As explained by the Special Master,
generally competitive
compared with ot:her police departments in the local operating area.
(City Ex.3). (Special Master's Recommendation, p.25). The Special
the
Union are inconsistent.
the
City's
vacation
benefits
are
when
Master also recognized the inconsistency in the Union's position in
that on the one hand, the Union argued that police officers need
more time off to provide respite from the stresses of police work
7
Sick leave, incidentally is also required to be paid out up
to one-half of the employee's
limitations set forth in Article
cost.
accrued sick leave within the
8, so this would be yet another
9
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(:
therefore,
the
Special
recommended
For these reasons,
while on the other hand proposing that "police officers snould be
given an opportunity to forfeit time off in order to accumulate a
vacation-basis
"cash bonus \I
at retirement".
Master
against
the
Union's
proposal.
The City urges the City Commission to uphold the Special
Master's recommendation in that regard.
I move
Special
the
vacation
City Commission
recommendation to
current level and practice with
benefits.
FORM OF TIlE
MOTION:
that the
Master's
adopt the
maintain
regard to
E. Article 14. Section 5
Court Attendance
The next disputed item at impasse concerns two separate types
of pay granted to employees
in the FOP
10 unit by the City of
Clearwater.
The first of these is "court time" and the second is
"standby time."
Under the current contract, employees receive a
minimum of three (3) hours pay for "court time" spent in county or
circuit court with the exception of Traffic Court, in which case an
officer receives only a two (2) hour mini~illm unless Traffic Court
is convened outside the officer's assigned area.
In the latter
situation, the officer receives a minimum of three (3) hours.
This
court time is counted as "hours worked" for purposes of computing
overtime.
With regard to "standby time", officers currently receive a
three (3) hour minimum when placed on standby status as a result of
a subpoena to appear in county or circuit court in a matter arising
out of the course of his or her employment.
Employees receive
straight time pay for every hour spent on standby with a. minimum of
10
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three (3) hours.
standby time is not counted as hours worked for
purposes of computing overtime.
The City has proposed reducing both the minimum on court time
and the minimum on standby time to two (2) hours and modifying the
current two (2) hour minimum for Traffic Court to provide that it
shall remain at two
(2) hours even if Traffic Court is convened
outside the officer's assigned area.
The City also seeks to count
only actual time spent in court as "hours worked" for purposes of
computing overtime.
( Ci ty Ex. 2 ) .
The City's
is two-fold.
rationale
for
seeking this change
First, the cost for court time and standby time is prohibitive.
In a three (3) month period from July through September, 1990, the
City spent $73,362.31 on court time and standby time.
(City Ex.
5) .
This yields an annual projected cost of $272.488.58.
Of this,
only
projection
of
$102,076.26)
$27,482..07
annual
(or
an
constitutes actual hours worked, i.e., sweat time.
(City Ex. 5).
The rest of the time the police officers are not working but are
merely required to make themselves available,
whether it be at
home, by beeper or by leaving a forwarding number.
Combining the
standby time with the non-work court time equals a total of 65% or
2,640.5
for which
police
hours
4,036.9
hours
the
total
of
of
officers are paid where they are not actually performing work.
(City Ex.S).
In light of its obligation to the public, the City believes
that it cannot continue paying police officers for time for which
they are
not working.
Hillsborough County and
Indeed,
Tampa,
11
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:;-,"',::.;,'.1;,.l-:,.'h":ll':<,.','l"',",',< " :')~.
".~ 't:.,~~ .:;;;/r..('t;~I~"';"".),~':i/:(3.\~....~:~f.' r'~,' . ".,.;''\-
~~:~;t.~~;;;;':i:';'<!~i!t~:~ /~U{i;{: \< ~'::; ,:.., ,;i,
,.\" ",' \ I IJ:, 'l"" " ,\' ,:j~
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'~ll,,'~"', I ,,\;,,'~'~ , ". ,,\. ,'" ,',
F;i1i.;{ji\6~~~:;:'~'/{ }l'~~;:: "r.,:.:' ": . (, <.', t'
'~ t' '," -. . \ ".. ~..f I ~ . " " "' .. ' "t.;I,' . . '
, ~}~;t'{:'~f;~~~.l(.'l
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Pinellas County Sheriff's office do not even pay standby time while
pinellas
Park
pays
only
one
hour
at
a
rate
of
one
and
one-half
times the employee's regular rate of pay.
(City Ex.
3) .
Only st.
Petersburg
pays
more
than
Clearwater
with
its
current
three
(3)
hour minimum on
standby time.
The cost savings to the City in this area could be tremendous.
Some $56,000.00 could potentially be saved by changing the minimum
hour provisions
from three
(3 )
hours
to
two
(2)
hours
and making
the
other
revisions
proposed by
the
City.
Further,
the
officers
would
still
be paid for all
hours
in which they actually expended
time
on
behalf
of
the
City.
Nothing
changes
in
this
regard.
Rather,
all that changes is that City'S previous obligation to pay
a
minimum
number
of
hours
for
duties
would
be
lowered
and
only
actual work time would be counted as "hours worked."
The
City
urges this Commission to adopt the City'S proposal in this regard.
In order to allow the City Commission the flexibility to
select all or part of the City's proposal in regard to Court
Attendance, the City has included, in addition to a single motion
fo~ for adopting the City'S position in its entirety, a set of
three (3) different motions which would allow the City Commission
to pick and choose between the various portions of this Article
those which it desires to adopt and offer to the employees.
FORN OF THE MOTION:
I move
City'S
standby
hours
shall be
overtime.
that the City
proposal that
be reduced to
and that only
counted for
Commission adopt the
court time and court
a minimum of two ( 2 )
actual "hours worked"
purposes of computing
12
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AL'rERNAT'IVE MO'1'IONS
1.
City Commission adopt
to reduce court time to
the
two
that the
City's proposal
(2) hours.
I
move
2.
the City commission
to reduce
the
two
move that
City's proposal
(2) hours.
adopt
standby ti.me to
I
3. I move that the City commission adopt the
City's proposal that only actual time spent in
court be counted as "hours worked" for
purposes of computing overtime.
F.
Article
Funeral
14. section 7
Leave
The Special Master has recommended that the City maintain i'ts
current level of funeral leave for immediate family and for close
family.
The Union has rejected this recommendation
( City Ex. 2).
and instead asks this COIllIDission to grant a 25 % increase in funeral
leave for immediate family from four (4) days to five (5)
days..
The Union also seeks a fifty percent
increase in funeral
(50%)
leave for close family from two (2) days to four (4) days.
The City opposes this increase because of its potential impact
on the City both in terms of money and staffing.
During 1989, the
City expended $7,761.60 for the payment of 603.5 hours of funeral
leave.
While the City can only estimate the impact
(City Ex.G).
of
increase of
an
immediate
family,
the
addi tional day
for
conservative estimate of a twenty (20) percent increase yields a
cost
increase
$1,552.34.8
Additionally,
(City Ex.6).
of
voluntary inclusion by the City of aunts and uncles in funeral
8
This estimate
any future
is based
economic
and
does
pay
rates
reflect
on current
adjustments.
13
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compensation and implement a pay for performance system.
The City
urges the Commission to take that action now.
Regardless
of whether -the City commission implements the
City's recommendation for a pay for perfo~ance system, the City
urges the City Commission to grant the one and one-half
(1~)
percent general wage increase proposed by the City.
The City IS
salaries for police officers are comparable to both those in local
jurisdictions and in other jurisdictions of similar size within
Florida.
More specifica11y, the average police officer's minimum
salary in local jurisdictions is $23,414.00, only $471.00 per year
higher than the proposed salary offered by the City .
(City Ex. 7).
When comparing the City's proposed minimum police officer salary to
cities of similar size throughout the state, the City is only
$348.00 below the average.
Further, while the City's proposed
maximum police officer's salary is $1,202.00 below the average for
local
jurisdictions,
it is only $459.00 below the average for
cities of similar size throughout the state.
The City also points out that it has been more than fair to
its employees in years past with regard to wages.
Between 1982 and
1989,
granted to the FOP
10
unit
the general wage increases
(excluding any step or longevity increases) exceeded the consumer
price index (CPI) by almost thirteen (13) percent.
(Ci ty Ex. 8) .
Even with the proposed one and one-half (1~) percent increase this
year, the City still exceeds the CPI for those years by just over
eight and one-half (8~) percent.
The City therefore urges the City
Commission to adopt its proposal on wages.
16
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-;
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. fti>WU:.I'iJt~~,,:,;'Zi.:l~JV,.;;:':;;';;,..,.i;...;,.i<'1,';~;"''';';',,; i;;'i:,~''.;(~S'~,*:t',:i.'I~t~~i-t\1,+. '" ,'j'ftl"h;;li;\J.."t4'!ll1n~\,-';'~';:f,~'f.'.1ii~MJ~'hitA'rf.
with regard to retroactivity, the City opposes retroactivity
for the reasons previously stated in the Preamble portion of this
document.
FORM OF 'J.lBE MO'.rIOH:
I move that the City's proposal for a
performance system be implemented and
addition, all employees be granted a
one-half (1&~) percent non-retroactive
wage increase.
pay for
that in
one and
qeneral
B. Article 14. Section 20
Merit and LODqevitv Increase
The City has rejected the Special Master's recommendation that
this Article remaining as it is currently written because of tne
Ci ty' s deedre to implement the new pay for performance
system
previously described.
Under that system, the City would not be
eliminating longevity increases by deleting Article 14, Section 20.
Rather, such longevity increases would be provided for in Article
20, Section 12 and would be differential based on perfor.mance.
Should the City Commission not move to implement the pay for
performance
system under the wage
article
,
the
City
has
no
objection to tne City Commission leaving this particular provision
as it is currently written.
FOm! OF THE MOTION: I move that Article 14,
and longevity increases
contract.
Section 20
be deleted
on meri t
from the
ALTERNA~IVB MOTION (to be used in the event the City Commission
does Dot vote to implement the City's proposed pay for performance
system) :
I move that Article
and longevity increases
as currently written.
14, Section 20 on merit
remain in the contract
17
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Article 4
-Grievance Procedure
Article 5
-No Strike
Article 6
-stewards, Checkoff and FOP Business
Article 7
-No Discrimination
Artiacle 8
Section 1.
Sick Leave
Section 2.
Military Leave
Section 3~
Time Off
Section 4
Leave without Pay
Section 5
Personnel Records
Section 6.
Residency require;requ1rements
Section 7.
Tobacco Product Usage
Section 8.
Seat Belts and Safety Gear
Secti on 9.
Outside Employment
~
Section 11. Probationary Periods
Article 10
-Existing Rules
\\
"
"
Art icl e 11
-Police Officers Duties
Article 1Z
-Seniority
Article 13
-Promotional Procedures
Article 14
Section 4.
Acting in Higher Position Pay
Section 13. Compensatory Time Allowance
Article 15
-Bulletin Boards, Rules and Regulations, Memos and posting and
copying of Agreement.
Article 19
-Discipline
Article ZO
-Substance Use and Testing
-...-,-
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III. Recommendations
Union- Each requires
master findings.
of the Special Master Accepted by both the City and the
a separate motion:Motion would be to accept special
1. Holiday premium Pay: Article 14, Section 1 d
2.
Shift Differential
Article 14, Section 14
3. Off Duty Calls: Article 14, Section 21
4. Contract Constitutes Entire Agreement: Article 18
5. Review boards: Article 21
6. Sick/injury language- Through out the contract
IV. Recommendations for issues rejected by the City and/or the Union-Each
requires a separate motion.
1. Holiday Premium Pay: Article 14, Section 1 a ( Staffing Level and
Sechdules)
2. Floating Holidays: Article 14, Section 1 (f)
3.
Vacations: Article 14, Section 2 (g) and (j)
,\
, .
4.
Funera 1 1 ea've:
Article 14, Section 7
"
5. Court Attendance- Article 14, Section 5
6. Merit and Longevity Increases- Article 14. Section 20
7.
Wages
Article 14, Section 12
8. Duration, Modification and Termination Article 23 and Preamble
(Retroactivity
~--"-'
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that
the
tJnion's
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following
positions
with
regard
to
the
Special
Master's
recommendations:1
10
Preamble:
'l'he
City
rejects
the
Special
Master's
recommendation that the contract be made retroactive to
October 1, 1990 on the basis that t.he Ci.ty's obli.gation
to maintain the status quo during negotiations negates
any
rea~
need
for
retroactivity.
The
City
further
belLeves that retroactivi.ty would act as a disincentive
for swift negotiations in the future.
2.
Holidays
(staffing
Level
and
Schedules 1:
The
City
accepts
the
Special Master's
recommendation that the
City's
proposal
on
Bolidaya
( Staffing
Leve1
and
Schedules) in Article 14, section l(a) be adopted.
3.
Holiday
premillm.
Pay:
The
City
accepts
the
Special
Master's
recommendation that except
as
,
agreed by the
parties,
the
City's
proposed
change
in
Article
14,
section l(d) be denied.
4.
Floatinq Holidays:
The City accepts the Special Master's
recommendation
proposal
for
an
additional
floating holiday under Article 14,
section
l(f) be denied.
5.
Vacations:
The
City
agce\)ts
the
Special
Master's
recommendati.on that tne Union's proposa~ for increased
1
In specifically accepting or rejecting the recommendations
rendered by the Special Master, the City will address the issues by
reference to the number and iSGue title given by the Special Master
in his Summary of Recommendati.ons, a copy of which is attached
hereto aa Exhibit A.
2
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i:~~~1Y;:j1f~~*.~~Jji1W;~\';Ht:.}:' 'k, ': '/ ,;,
.....\...,~; C. r_1... 'l~ ~1,;;...\.;)"l--..')l'lJJ')' ,;.."t, 'I,.,.! .~: . ,"':'
. H't ,.','l..~,.t '')~1i~4 ~~ _:-, ~. ..,..~'1'''' \
~~, ~ I; J~ ......} '# . ~'n' .~) 'll""'" J. ":'.. ..,.
, ~ .......f. '__io:~':f,,,~.~';"':#~;~~';'i.:.o:l"";':~~~'~-";':1;'.i:;~ '-:.~..... ~(t,...
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vacation
benefits in Article
14,
Section 2 ( g)
and
(j)
be
denied.
6.
Court Attendance:
The City
rejects
the Special
Master's
recommendation
that
the
City's
proposal
on
Article
14,
Section
5 be denied.
The reason for the City's rejection
of
the
recommendation
is
that
a reduction
in
the minimum
amount
of
pay
for
court
time
and
court
stand-by
is
Wllrranted,
given
the
City's
current
and
anticipated
fiscal
status.
The
City
further
believes
that
no
rational justification exists for continuing to treat the
non-productive portions of court time or court stand-by
as "hours worked" for purposes of computing overtime.
7.
Funeral Leave:
The City acce~ts the Specia1 Master's
recommendation that the Union's proposal for an increase
in funeral leave benefits under Article 14, Section 7 be
denied.
8..
Wag-es:
The
City
rejects
the
Special
Master's
recommendation
that
the
City's
current
pay
structure
continue and that the employees receive a five percent
(5t)
across
the
board
wage
increase,
retroactive
to
October 1, 1990.
The basis for the City's rejection with
regard to the pay structure is that the City's proposal
of a "pay for perfor.mance" system is the best way for the
City
to
effectively
maximize
its
human
resource
potential.
The
City
rejects
the
Special
Master's
recommendation
for
a
five
percent
(5%)
general
wage
3
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'l" ,'.t~Jt "~z"i:~.,.;,r_.l' 1JJJ,.,. '~.11" r~ .. .,.....~,.~n~.<"!.,fl....'p..
,:. .~::,.,:.:'~;~:~~:;:';<;~.~i: ;"!~;,,~~;':':,:t'~~.l." ' , i' ;'J:.' i/,;i;::.:
'.. .'..' ,C i','f> ""!'\" ;/'\ " .' ",' ',' "".' ".,;.(",
.>tiJfT~~~~j1~r;~<,": .I",. . .... .
.. "'~"l'l,,, 'n", ,',' ,.,.{,,, ,",
:::~;~;~;f:~~~~g;:;}:~~tt:f:.::~j !::;~,:..',,':, :i:;;:,~:" l"~,
~,. ". h...jot 'i"~""~ ,1'. .,.... ~ f '", J' ' . \ "
':<:-\~~~:{:~Fq::'P~:''';'1~'i~:';t .,\: "~~,,..,:, ":, ':' : ',:\' ," If' ~"'~''''t ,':, " "
!,~ ","c '\' " 'tt,..".""..",."!,, ~~iljlA;:'\':1.~:;U:t!Ol<="'""'~
, I'.A,~'
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i~ll"!
...., .
,I
.':
,';
-__---.....~;.'~~;.....44....:..",::..'.i,.";~;.;..~~~::.:,..:..::.;.t...1.;..'",.__._~
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increase on the basis that it is
not warranted because of
the
City's
current
and
projected
financial
status.
The
City
further
believes
its
salaries
are
sufficiently
competitive with other jurisdictions without
such. a large
increase.
The City opposes retroactivity for the reasons
given
in
its
rejection
of
Issue
1:
Preamble.
9.
Shift
Differential:
The
City
accepts
the
Special
Master's
recommendation
that
the
Union's
proposal
be
denied, including the deletion of language in Article 14,
Section 14 (b) regarding the payment of shift differential
to certain specified employees.
10.
Merit
and
Longevity
Increase:
The
City
re;ects
the
Special
Master's
recommendation
that
the
merit
and
longevity provisions in Article
14,
Section 20 remain
unchanged on the basis that longevity steps should be a
part of the new "pay for performance", system which is
designed
to
effectively
maximize
the
City's
human
resource potential.
11.
Off-Duty Calls:
The City accepts the Special Master's
recommendation that the City's proposal on off-duty calls
be adopted.
12.
Contract Constitutes Entire Agreement:
The City accepts
the
Special
Master's
recommendation
that
the
City's
proposal for a reopener provision under Article
18
be
denied.
4
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:'.--..-Ill.\;I....,'ilfl" ~i.Z.ll.,,'_.~_._.....,
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13.
Review Boards:
The City accepts the Special Master's
recommendation that the language of Article 21 on review
boards remain unchanged from the previous contract.
14.
Duration, Modification and Termination:
The City re i ects
the Special Master's recommendation for a one (1) year
contract, retroactive to October 1,
1990, on the basis
that it opposes retroactivity for the reasons stated in
its rejection of Issue 1: Preamble.
15.
Sick/Injury Pay
( New LanguaQ'e):
The City accep~ ,the
Special Master's recommendation that the City's proposal
for a language change be denied.
STIPULATED LANGUAGE:
The City reaffirms its agreement with
the Union that the City Commission is vested with the authority to
impose those articles
to which the parties have agreed are at
impasse but to which they have stipulated as to the appropriate
\
language to be imposed.
WHEREFORE, having specifically responded to those issues at
impasse, the City does hereby urge the City Commission to convene
a public hearing to resolve these issues ill such fashion as it
deems to be in the best interest of all concerned.
submitted,
O'~
ISDN C. THOMPSON,
Florida Bar. No. 0081024
THOMPSON, SIZEMORE & GONZALEZ
Post Office Box 639
Tampa, Florida 33601
(813) 2i3-0050
-"~"
Attorney for Ron Rab~n
City Manager
5
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CERTIFrCATE OF SERVICE
I HEREBY CERTIFY that a true copy has been sent by facsimile
and by Airborne Express to the Public Employee Relations Commission
at
the
Kruger
Center,
Drive,
Tallahassee,
Turner Building,
100,
2586
Seagate
Room
Florida 32399-2171 and by u.s.
Mail to Cary
Singletary, Esquire, Attorney for FOP 10, Singletary & Singletary,
315 Madison Street, Suite 500, Tampa, Florida 33601 on this 17th
day of January, 1991.
J '. ,
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be adopted.
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spee1ft1
Summary
Page 2
1.0.
11.
12.
13.
14.
15.
Master procee.d
of Reconnnenda-t:i
shift differe
unit assigne
the FrO pro
di:f~eren1:ial
titll pay. Employees in the bargaining
for initial or remedial training under
shall not be entitled to shift
y.
J: agree with
be deleted from.
recommended that.
e Union 't.hat the abOve
icle 14, section 14 (b),
is change be adoptedo
language
and I:
shou1d
Merit and Longavi
curreni:. merit and
14, seotion 20 r
Xncreases t :r:t is r6co!mltehd~d tha1: 'the
ong-evity provis1ona appearing in Article
in unchanged.
Con~act Cons'ti'tu
'tha:t 'the City's p'
Article 18 be den
s'.Entire Agreement: It is recommended
~sal fok' a reopener provision under
d:
ReviQw Boards: J:
the city proposal
of Areicle 21 eRe
is recommended that both the Uni-on and
be denied, arid that the current: langut\ge
iew Boards) remain unc:hang'ed.
Duration, Hodific: tion and Termination: 1:1: is recommended
'thai: t:he contract should be o~ one (1) year durai:.ion,
retroactive to OC ober 1, 1990.
Sick/J:njury Pay (
city proposal on
recommended that 'the
1:t is
denied.
e.w Lang11aqe):
is issue be
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................'
1984
1985
1987
1988
1986
Prepared by:
c=I
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1989
The Office of Management & Budt
City of Clearwater
Fiscal Indicators
(Unpublished Source)
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Net Operating Expendi tures
~ Real Dollars
- Constant Dollars
IO-year Trend
Millions
60
10
50
40
30
20
o
1980
1981
1982
1983
1984
1985
1986
1987
1988
1989
(constant S base- 1982-1984)
Prepared by:
The Office of Management & DudE
City of Clearwater
Fiscal Indicators
Olnn I
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GENERAL FUND
EXPENDITURES BY MAJOR TYPE
Fiscal Year 1990/1991
Personal. Services
680/0
.'
Debt
30/0
Transfer
40/0
Capital
10/0
Internal Services
100/0
Operating
140/0
Total
-
-
$56,755,409
I.
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Prepared by:
The Office of Management & Budget
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Budgeted Municipal Employees
1980
15.7%
Lei sure
16.8%
Gener al Gov't
4.8%
Public Works
9.5%
I nternal Service
Comm. Dav.
3.6%
12.2%
Utilities
Other Enterprise
2.9%
23.4%
FTE 1435.2
Prepared by:
The Office of Management & BudgE
City of Clearwater
Fiscal Indicators
(Unpublished Source)
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CITY'S PROPOSALS FOR
IMPASSBD ARTICLES
INDEX
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Paqe No.
Preamble
. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
1
Article 14
Direct Economic Provisions
. . . . . . .
2
section 1.
Holidays
. . . . . . . . . . . . . . . . . . . . .
2
Section 2.
Vacations
. . . . . . . . . . . . . . . . . . . . .
4
Section 5.
Court Attendance
. . . . . . . . . . . . .
7
section 7.
Funeral Leave
. . . . . . . . . . . . . . . . .
8
Section 12.
Wages
. . . . . . . . . . . . . . . . . . . . . . .
9
Section 20.
Merit and Longevity Increases
.
11
Article 23
Duration, Modification and Termination
12
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IMPASSE ARTICLES
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FOP 110
ARTICLE 14
DIRECT ECONOMIC PROVISIONS
o
Section 1. Holidays
(~) . There shall be nine (9) paid holidays. They shall be celebrated on
the specific dates given. They shall be:
[l
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New Year's Day.........Jan. 1
Washington's Birthday..Feb. 22
Memorial Day...........May 30
independence Day.......July 4
Labor Day. .....lst Mon. in Sept.
Veterans' Day .........Nov. 11
Thanksgiving Day...4th Thurs. in Nov.
Martin Luther Kin Da
Christmas Day......December ZS
~;..
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Employee'S Birthday..Pay period in
which birthday falls
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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. This ~
a lies to all bar ainin unit em 10 ees.
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(b) In the event that one of the above named holidays occurs during the
course of an employee's vacation, then 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.. . leave, the employee shall receive holiday pay
at his straight time rate and shall not be charged sick" leave pay for
that day. In the event the employee is on sick. leave without pay, or
any other form of time off without pay, the employee shall not be paid for the
holiday.
~."
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(d) Employees who work
Year's Day, Independence Day, k~bor
a rate of 2-1/Z times regular pay.
(e) An employee may be required to work all or part of any holiday even
though it may be his regularly scheduled day off.
on Christmas Day, New
Day; and Thanksgiving Day shall be paid at
~...
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(f) In addition to the holiday! named abov~, employee! !hal1 be
entitled t~ three (3) floating holidaY3. The3e day! ma~be daY3 cff w;t~
and taken at the employee'! reque!~ ~fo.ided that operation3 ~;ll not be
;nterfered ~~h. floating holidaY3 3hall be awarded each October 1 and mU3t
be taken by September JO of the following year. An employee ma~ elect to take
ene, two, or all three floating holidays .63 a Cilsh !tipencl by n~tifying the
Department during September of each fi3cal y!ar. In that ca!!, the employee
~fll be paid at the rate of eight (8) hour3 for each floating holiday for
vhich the ~mployea BakeJ thi3 ~lectionh In addition to the d~signated
holidays above. employees shall be entitled to UP to three (3) floating
holidays as herein provided. Neither the holidays listed in paragraph (a)
above. nor any day for which an employee is not scheduled to ~ork. may be
selected as a floating holiday.
2.
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IMPASSE ARTICLES
o
Floating holidays shall be subject to the following reQuirements
and conditions:
o
(1)
No employee may utilize floating holidays until thirty (30)
calendar days after his employment.
o
GJ
(2)
Any person employed between October 1 and December 31 shall
receive three (3) floating holidays to be utilized during the
Fiscal Year of hire; any persons employed between January 1
and March 31 shall receive two (2) floating holidays to be
utilized during the Fiscal Year of hire; any persons hired
between April 1 and June 30 shall receive one (1) floating
holiday to be utilized during the Fiscal Year of hire.
Persons employed on or after July 1st shall not be eligible
for any floating holidays during the Fiscal Year of their
hire.
o
tJ
After the year of hire, employees shall receive three (3)
floating holidays each calendar year.
(3) Floating holidays may not be carried over from one Fiscal Year
to another and, if not taken, are forfeited except as provided
in paragraph (4) below.
(4) An employee may elect to take one or more floating holidays
for which he is eligible (and has not taken or scheduled) as a
cash stipend by notifying the Department in writing between
August 1st and September 1st of the Fiscal Year. Any floaters
not taken or requested for payment shall be forfeited.
(5) Floating holidays are scheduled at the mutual convenience of
the employee and the Department.
"
3.
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IMPASSE ARTICLES
,. ':
ARTICLE 14
DIRECT ECONOMIC PROVISIONS
Section 2.
Vacations
(a) Every full-time employee who is compensated on a salaried or
hourly-rated basis shall be entitled to an annual vacation leave with pay at
his regular salary or hourly rate in accordance with the provisions
hereinafter set forth.
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(b) The vacation year shall be a calendar year and, except as
hereinafter provided, the vacation shall be deemed to have been earned in the
calendar year immediately preceding the calendar year in which it 'is taken or
becomes due. Any vacation heretofore taken shall be construed to have been
earned prior to the time it was taken. Except when specifically requested by
the Department Head and approved by the Personnel Director vacation leaves may
not be anticipated but shall be taken as herein provided.
(c) A full-time permanent employee shall be deemed tp have earned and
be eligible for his first vacation on the first anniversary date of his
employment, .provided that such first anniversary date falls on or before the
thirtieth day of September in that calendar year. In the event that such
employee's first anniversary date falls after September 30th in that calendar
year. the provisions of paragraph (d) hereunder will apply. The provisions of
this paragraph contemplate continuous service as hereinafter defined.
(d) Thereafter, and during his continuous service as hereinafter
defined. such employee shall become eligible for a vacation on the first day
of each succeeding calendar year.
(e) For the purposes of this Section, continuous service shall mean
employment by the City in a position in the classified service without
interruption or break as defined by the provisions of Section 3 of Rule 10.
Civil Service Rules.
(f) Compensatory time eff'may, with approval of the appropriate
Department h~ Police Chief. be taken in conjunction with a regular vacation.
In 3uch event, the Department head 3hall. pr;or to the time the .acation 13
taken. fO~Grd tc the rer30nnel Director, a pre3cribed form on which he 3hall
eertify that the employee i3 in fact entitled to 3uch compen3atory time off
and that he ha3 authorized it3 U3e in conjunction with a regular ~acat;on.
(g) With the prior approval of the appropriate Department head ?olice
Chief. an employee's vacation leave may b~ accumulated up to but not exceeding
the number of days that can be accumulated by the employee in two years.
except that compensatory time off if taken in conjunction with an accumulated
vacation. shall not be included in such limitation. For the purposes of this
Section, an unused vacation leave, or any portion thereof, shall be deemed to
have been accrued at the end of the calendar year in which the employee was
eligible to take such vacation. Accumulated vacation therefore. shall be
defined as a combination of accrued and current vacation leave.
4.
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IMPASSE ARTICLES
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(h) Upon the granting of a military leave of absence (for that leave
described in Article 8, Section 2, of this Agreement) to an employee he shall
be paid for the unused portion of his vacation leave for which he may at that
time be eligible. Employees returning to the City service from a military
leave shall be deemed to have earned a vacation in the calendar year in which
they return to said City service and shall be eligible for such vacation on
the first day of the next succeeding calendar. year.
n.......
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(i) An employee absent under the sick 'J leave provisions of this
Agreement shall, to that extent, 'be considered as'having been continuously
employed for the purpose of earning a vacation. This provision shall be
deemed to include any period of absence to the extent of which the employee.
because of an injury incurred in the City service, receives income under the
Workers' Compensation Act.
B.'..
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(j) The City agrees to continue the current vacation schedule for the
duration of this Agreement:
Years of Service
Vacation Hours
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1 - 2
3
4
5
6
7
8 - 10
11
12
13 15
16 & over
80
88
96
104
112
120
128
136
144
152
160
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(k) An employee may petition the Chief of Police or his designee, for
permission to split his vacation time. Such permission will be granted if, in
the sole discretion of the Chief. such an arrangement would not be detrimental
to the administration of the department.
(1) In the event that a death in the family occurs while the employee
is on vacation, the employee shall be entitled to Funeral Leave under that
Section of this Article; provided the employee notifies the Department of such
death prior to the end of his vacation. Time charged to Funeral Leave shall
not 'be charged against the employee's vacation time. In the event that the
employee cannot notify the Department of the death prior to the end of his
vacation, due to circumstances beyond his control, the employee must notify
the Department of the death at his earlie~t opportunity.
5.
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IMPASSE ARTICLES
(m)
vacation, an employee may charge this
charged to sick. I.!
accrued vacation. In such
d~ctor's certificate as
Where an
illness of three (3) or more days
time to sick ~I
. I leave shall not be charged against the employee's
event the employee shall be
provided in Article a, Section
occurs during a
leave, and such time
! .
required to provide
1, paragraph (1).
a
Cn) An employee,
accrued unused vacation
upon
pay
termination,
that remains
shall
at the
be entitled to receive all
time of termination.
'.
6.
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IMPASSE ARTICLES
ARTICLE 14
DIRECT ECONOMIC PROVISIONS
Section 5. Court Attendance
11
LJ
Any employee whose appearance is required in county or circuit court as
the result of a matter arising out of the course of his employment shall
receive a minimum of ~~ two hours pay if such attendance is during the
employee's regularly scheduled time-off. This provision shall also apply when
the employee is subpoenaed 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
;s subpoenaed to Traffic Court during his regularly scheduled time-off. he
will receive a minimum of two hours pay unleS3 the Traffic Court i3 convened
out3ide the officer'J d33;gned area in which C63C. the officer will rece;~e a
minimum of three (3) hour3 pay. All time paid for any court attendance wil+
count 83 time worked.
In all instances of court appearances scheduled less than three hours
prior to an employee's tour of duty. the employee will be deemed to have
started work at the time indicated on the subpoena and will be paid for all
hours worked 1n excess of eight hours. In all cases, the employee will be
responsible to inquire of the department designee between 1600 hours of the
day preceding and 0700 hours of the date of the scheduled court appearance so
as to ascertain the status of the case and receive'instructions.
An employee will g~ on standby status as of the date and time required
by the subpoena if he is subpoenaed to appear in county or circuit court as
the result of a matter arising out of the course of his employment. provided
that this is agreeable to the court and to the attorney requesting his
presence. An employee on standby under the provisions of this Section will
receive straight time pay for each hour spent on standby with a mini~um of
three two hours pay. In the event the employee is called to report to court
during the time he is on standby. he will be paid only for the actual hours
spent on standby without benefit of the three two hours minimum. Standby time
shall be excluded from hours worked computations.
'.
7.
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IMPASSE ARTICLES
c
m
ARTICLE 14
DIRECT ECONOMIC PROVISIONS
m.:
~:.
':.
Section 7.
Funeral Leave
Each employee shall be allowed up to
loss of pay and no charge against sick
in the "immediate family." Oeath
as a death of a spouse,
grandchild, brother or sister
four (4) days funeral leave with n~
leave time in the event of death.
in the "immediate" family shall be defined
child, mother, father, grandfather, grandmother,
of the employee or the employee'S spouse.
Additional funeral leave for a death
requested in accordance with current rules
in the immediate
and regulations.
f amil y may be
Each employee shall
for a death of a member of the
"Close" family shall be
stepchildren; stepbrothers;
Additional time,
accordance with current
be allowed up to two (2) work days at any Qne
"close" family chargeable to sic~
defined as the following family members:
stepsisters; brother's wife; sister's husband.
chargeable to sick: leave, may be requested in
rules and regulations.
time
leave.
stepparents;
An employee must attend the funeral in order to receive pay for a death
in the family.
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IMPASSE ARTICLES
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ARTICLE 14
DIRECT ECONOMIC PROVISIONS
n
u
Section 12. Wages
fhe ba~a rate of pay w;ll be increa3ed by S.OS, effect;ve October 1.
1987, and then by an additional S.O%, on October 1, 1908, and an addH.ional-
5.01 on October 1, 1969.
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A. Pay Schedule
The City shall establish and administer a Pay Schedule for bargaining
Gl ~n;t classifications. Such schedule shall consist of minimum and maximum pa~
~ rates for each class.
p
W
The minimum and maximum rates for Fiscal Year 1990-91, to become
effective upon the date of final approval of this Agreement, shall be
established by increasing the current (Fiscal Year 1989-90) pay range minimums
and maximums by one and one-half percent (1-1/2%).
~Advancement Within Schedule
Employees will be eligible for performance review on their seniority or
promotional seniority date consistent with City practice and said dates may be
adjusted as hereinafter described when an employee receives an evaluation 'of
less than Satisfactory.
Normal evaluation eligibility shall be consistent with the'follow;n~
time served since the preceding merit step was awarded. Amounts of merit
increase for Exceptional. Highly Successful and Satisfactory ratings shall be
as shown in each grou~ below.
1. Employees First Five Years in Job Class - Employee shall be eligible
for merit increase consideration each year.
Exceptional,,6%; Highly Successful, 3-1/2%; SatisfactoJ:Y,2%.
2. After First Five Years in Job Class - Employee shall be eligible for
merit increase consideration for three intervals of two years (each
two years >.
Exceptional, 3%; HighlY Successful, 2%; Satisfactory, 1%.
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3. After three intervals of Two Years - Employee shall be eligible for
merit increase consideration each four years.
Exce~tional t 3%; Highly Successful, 2%; Satisfactory, 1%.
9.
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IMPASSE ARTICLES
C. Merit Increase Denial
Employees who receive an evaluation on their review date of less than
Satisfactory shall not be granted a merit adjustment at that time.
instance, the employee shall be reevaluated after three months and
rated Satisfactory or higher, shall be granted a merit inc~ease on
consistent with the amount established for a Satisfactory rating. The
effective date of this adjustment shall be utilized for the purpose of
determining subsequent review dates.
In such
if then
that date
If the three month follow-up review is less than Sa~isfactory, no merit
adjustment shall be made at that time and the employee shall be reevaluated-in
another three months. If then rated Satisfactory or higher, the employee
shall then be granted a merit pay adjustment consistent with the amount
established for a Satisfactory rating and the effective date of this
adjustment shall be utilized for determining subsequent review dates. If
still rated less than SatisfactorYJ no merit pay adjustment shall be made and
the employee will be evaluated in six months.
;1
U
D.
Responsibility for Performance Evaluations
n
2]
Performance evaluations shall be based on a review of the employee's job
performance and adherence to City and departmental rules, regulations and
procedures.
Performance evaluations will be initially made by the employee'S
immediate supervisor, however, review shall be made throughout the chain of
command and the final evaluation upon which the merit pay adjustment
determination is conditioned shall be that of the Chief of the Department.
".
10.
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IMPASSE ARTICLES
FOP #10
ARTICLE Z3
DURATION, MODIFICATION AUD TE~I~ATION
This Agreement shall be effective as of &ctober I, 1967 Date of signed
contract and shall continue in full force and effect until the thirtieth day
of September, i999 1993. 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 WITUESS WHEREOF, the parties hereto have hereunder set their hands
and seals this day of , A.D., i9&& 1990
CITY OF CL~RWA1ER. FLORIDA
City Clerk
BY
City Manager
Approved as to form and
correctness:
. Countersigned:
City Attorney
Mayor-Commissioner
FLORIDA STATE LODGE OF TflE
FRATERNAL QRDER OF POLICE, LODGE 1D
Signed, sealed and delivered
in the presence of:
By
o.
..
As to City
As to F.O.P.
12.
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COMPARISON OF BENEFITS IN LOCAL JURISDICTIONS
o
CITY
CALLBACK
o
Tampa
3 hrs. work if
more than 2
hrs. prior to
sbift or after
lea vin
No
o
o
n
lJ
Hillsbrgh
Count
Pinellas
County
Sheriff
St. Pete
Actual hrs.
worked plus
1 hr. callback
inconven.
bonus or
minimum of
4hrs. pay
n
o
Minimum of
2 hrs. work.
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3
W
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f,...,
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PineUas
Park
Minimum of
2 hrs. pay
Clearwater
Minimum
2hrs payor
3 hrs work if
called 3 hrs
rior to shift.
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COURT
STANDBY
No
No
No
Notified of
status w/in
2hrs, paid
2hrs.; w/in
3hrs, pd. 3
hrs.; in
excess of
3hrs., pd. 4
hrs. If
appear,
only pd. for
time in crt.
Court
standby 1
hr. at 1..5
rate
Minimum
3hrs"o
straight
time
UNIFORMS!
CLEANING!
CLOTHES
ALLOW. FOR
DETECTIVES
Provide
uniforms/No
cleaning/$400 for
plain clothes.
Provide uniformsl
No cleanin
Provide uniforms
! No cleaning
Provide
$250 yr.
uniform
main tenance
allowancel $600
for detectives
uniformsl
for
Provide uniformsl
No cleaning! $500
yr. for detectives
Provide uniforms
IProvide cleauing
1$650 clothes
allowance for
detectives
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SHIFT
DIFFERENTIAL
$0.45 per hr. if
shift starts
between 3p.m.
and 3a.m.
No
Evening shift
5 %; Midnight
shift 10%.
1 st relief $0.70
per hr.;
3rd relief $0.50
per hr.;
5th relief $0.60
per hr.
If shift begins
after Noon- 5%;
after 5p.m.- 10%
1600-2400 hrs
5%; 2400 to
0700 hrs 7%
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CITY
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COMPARISON OF BENEFITS IN LOCAL JURISDICTIONS
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Tampa
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County
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Pinellas
Park
Clearwater
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Holiday
11 days
11 days
10 days
10 days
10 days
13 days
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12.35 days.
After 5 yrs.
16-80 hI's. is
added based on
yrs. of service
(80hr .(35yr .).
Cap 240 hrs.
converts to 5/1
10 days yrl-5
increases after
5, 10, and 15
rs
15 days/yr.1-9; Coverage up to
18 days/l 0-19; annual salary
19.5
19
15
16
17 days/7 -8;
up to 25 days
in . 19
10 days 1st 5
yrs. Up to 20
days after 20
yrs.
ANNUAL
LEAVE
days/after
rs.
days/yr.1-5;
days/5 -6;
10 days 1-2yr;
11 days yr3;
12 days yr4;
13 days yr5;
20 days yr16 &
over
LIFE
INSURANCE
ABOVE THE
MANDATED
AMOUNT
Amt. of salary for
life ins urance and
same for AD&D
(max for both
D&D 100,000);
not less than
25,000 ea.
10,000
5,000 and
optional
insurance at
$0.50 per 1,000.
10,000
City con tributes
an amt. up to 1 %
of salary not to
exceed 50% of
premium
L- OF .0
INJURY
PENSION I %
SURVIVING
SPOUSE
65% of
salary /65 % of
pension benefit
to spouse
Minimum of
42 % of ave. pay
for highest 5
rs./varies
60% of salary
not to exceed
$3,000 mo./O%
to souse
60% of salaryl
30% to spouse
Same as normal
pension min. of
42 %/ varies-
depends on
option chosen
by empl. when
leavin
750/0 of the ave.
salary for the
last five years!
full benefits for
5 yrs. then
reduced to 50%
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COMPARISON OF BENEFITS IN LOCAL JURISDICTIONS
o
CITY
JOB ASSIGNMENT
PAY %
, "
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Tampa
$80/mo. ($O.46/hr)
Hazard Dev. Tech,
Tactical Response Team,
Hostage Negotiators,
FrO, Dive~ K-9
No
n
Ld
Hillsborough
Count
Pinellas
County
Sheriff
Sl
tJ
FTO/400yr; Hostage
Negotiators/500;
K-9/600; SWAT &
Dive/1 ~OOO;
Polygraph/1690;
2600
K-9 officers $55 per
and 5hrs. per week
wage
mo.
at
171."...
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Flight/
St.
Pete
minimum
!"':1
2]..,
.;,:
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Pinellas Park Detective/5%; FrO/lO%;
K-9/$30/mo.
Clearwater 5% to FrO, crime scene
investigator, detectives.
K-9 officers $70 a mo.
per dog and 30 min. Sat.
and Sun. at regular
pay.( 45 min. ea day of
Bhr. shift for handling
do
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HOW IS
SUPPLEMENT AL
PENSION GIVEN
PAID FOR
PHONE
CALLS AT
HOME
No
Added
fund
to
pension
FRS
No
FRS only
Can be paid
for actual
time
most
put in for
benefit.
If call more
than 6
minutes
1/1 Oth
but
don't
Put in
plan
pension
paid
hr.
Put in pension
Ian
Directly to officer
No
Paid
minimum
of 6 minutes
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COMPARISON OF CURRENT VACATION COST AND COST OF UNION PROPOSAL
CURRENT VACATION BENEFIT UNION PROPOSED CHANGE
YRSOF B/W HRLY VAS OF B/W HRLY
SVC SALARY SALARY HAS VALUE SVC SALARY SALARY HRS VALUE
8 1140.76 14.2595 128 1825.22 8 1140.76 14.2595 128 1825~22
9 1140.76 14.2595 128 1825.22 9 1140.76 14.2595 128 1825.22
10 1167.10 14.5888 128 1867.36 10 1167.10 14.5888 136 1984.07
11 1167.10 14.5888 136 1984.07 1 1 1167.10 14.5888 144 2100.78
12 1196.08 14.9510 144 2152.94 12 1196.08 14.9510 152 2272.55
13 1196.08 14.9510 152 2272.55 13 1196.08 14.9510 160 2392.16
14 1196.08 14.9510 152 2272.55 14 1196.08 14.9510 160 2392.16
15 1225.04 15.3130 152 2327.58 15 1225.04 15.3130 168 2572.58
16 1225.04 15.3130 160 2450.08 16 1225.04 15.3130 168 2572.58
17 1225.04 15.3130 160 2450.08 17 1225.04 15.3130 176 2695.09
18 1225.04 15.3130 160 2450.08 18 1225.04 15.3130 176 2695.09
19 1225.04 15.3130 160 2450.08 1 9 1225.04 15.3130 184 2817.59
20 122!.L04 15.3130 16.0 2450.08 20 1225.04 15.3130 200 3062.60
$28.777.89 $31.207.69
ESTIMATED COST OF UNION PROPOSED CHANGE. - $2,429.80 PER PERSON
-
ASSUMING CHANGE IMPACTS 171 CURRENT POLICE OFFICERS = $415,496
-rHIS IS AN UNDERESTIMATE BECAUSE ECONOMIC ADJUSTMENTS ARE NOT REFLECTED IN THE SALARIES
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qOST OF UNION PROPOSAL TO ACCUMULATE VACATION FROM 16TH YEAR UNTil RETIREMENT
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, y.. 1.,'j..1"'~!.J.l"".~1 ~.. ~\~'.' l,~ ,. ':'1
....} /f'..;':1".' 11"~j1~"''''''~'J!.'''1 ,;, If' .
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tt~lf ,,{~{~~~~;:x : ~
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CURRENT ACCRUAL
YRS
. a= VACATION
SVC J-KJURS
:3/
"'::
~. '-
HRLY
RATE
VACATION
VALUE
n.'
d
19
160
1 5.31
2450.08
20
160
15.31
2450.08
m
"~'I
;:iI7
~
TOTAL
4900.16
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PROPOSED ACCRUAL
VAS
a= V ACA TION HRLY VACATION
SVC HCURS RATE VALUE
15 152 15.31 2327.58
16 160 15.31 2450.08
17 160 15.31 2450.08
18 160 15.31 2450.08
19 160 15.31 2450.08
20 160 15.31 2450.08
TOTAL* 14577.98
COST OF PROPOSAL - $9677.82 FOR ONE OFFICER.
ASSUMES RETIREMENT AT 20 YEARS AND THAT ALL AVAILABLE VACATION IS
SAVED.
*THIS IS AN UNDERESTIMATE BECAUSE ECONOMIC ADJUSTMENTS ARE NOT
RER.ECTED.
1. 632 HOURS MORE ARE CARRIED UNTil RETIREMENT AND PAID AT A HIGHER RATE.
2. LUMP SUM COST TO THE CIlY IS ADDITIONAL $9sn.82 PER PERSON.
3. THESE HOURS COULD BE TAKEN AU. AT ONCE ON RETIREMENT THUS ADDING 79
DAYS OF COST TO THE CITY IN TERMS OF HEALTH INSURANCE AND SICK LEAVE
BENERTS.
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ANNUAL PROJECTED COURT COSTS
(NON-WORKED HOURS)
. ..
COURT TIME
STAND-BY
TOTAL COURT
ESTIMATED
ANNUAL
COSTS
$120,182 15
+
$50,230.17
-
-
$170,412.32
"
PROPOSED
REDUCTION -$ 80,522.04 + $33,488.45 - $114,010.49
-
IN COURT
COSTS
..... -
NET
SAVINGS $39,660.11 + $16,741.72 ., $56,401.83
-
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t: <.J
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-
-
TOTAL COURT HOURS
JULY - SEPTEMBER 1990
TOTAL HOURS
NON WORKED
1669.1
41%
1396.4 TOTAL HOURS WORKED
35010
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971.4 TOTAL HOURS
CO.UAT STANDBY
240/0
TOTAL HOURS CHARGED TO COURT: 4036.9
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IMPACT OF UNION PROPOSED CHANGES TO
FUNERAL LEAVE
o
o
January
603.5 hours
1989
to
December
1989
Police
officers
were
granted
of funeral
leave
at
a
cost
of $7761.70.
n..,....
u
The
impact
be
of the
.
Increase
.
In
funeral
leave
from
4
to
5
days
can
~
r~'J
lU
only
possi ble
estimated.
The
addition
of
a
fifth
day represents
Assuming
and
a
.
Increase
of
20%
to
funeral
leave.
that
everyone
the
who
uses
funeral
leave
uses
the
.
maXImum
that
rate
of
use
remains
the
same
as
for
the
period
difference
mentioned
above,
the
cost
would
be
$9314.04.
This
.
IS
a
of
$1552.34.
The proposed
funeral leave
change
also
to
include
the funerals
of aunt
and uncles
.
In
can
only
cost for
be roughly estimated.
a total of $8537.87.
We
have
added 10%
to
last years
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COMPARISON OF POLICE SALARIES
IN LOCAL JURISDICTIONS
(Prepared October 23, 1990)
o
G
Cityl
County
Pop.
o
Tampa
Oct. 1990
April 1991
Hillsborough Co.
Sherriff
St. Petersburg
Oct. 1990
PinelIas Co. Shf.
Oct. 1990
Ian. 1990
287386
277000
o
80000
243000
Clearwater
101,000
Proposed
70000
Larg 0
Dunedin
Oct. 1990
Pinellas Park*
Oct 1990
AVERAGE
37000
45,000
Police
Officer
Min
24939
25604
26499
25596
25596
23748
24460
22965
22965
23424
22604
22943
22090
Con tract
21067
21910
Police
Officer
Max
36088
37065
37876
37215
37215
31950
32909
35356
35356
36063
31851
32328
31325
not ratified
28739
29889
%
**
0%
3%
0%
2%
1.5
4%
21278
23414
30950
33530
0%
2.5
%
.0% economic adjustment, merit increase up to 7% on anniversary date. no
..Police Officer minimum increases approximately 6% 1990-1991. Police
maximum increases approximately S% 1990-1991.
NUII3bers in bold were used in the c3Iculation for average salary.
------... --:---- .
steps
Officer
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POLICE SALARIES IN CITIES
WITH POPULATIONS 60000-170000
CITIES OF SIMILAR SIZE
(Prepared October 23, 1990)
City!
County
%
Pop.
Police
Officer
Minimum
26977
28329
26316
Contract
26290
CurrentI
25220
25724
26238
21541
22726
21501
22683
22604
22943
22090
Contract
Police
Officer
Maximum
38272
40185
37041
reo ened
33560
ne otiatin
36374
37101
37843
30437
32112
30326
31997
31851
32328
31325
not ra tified
Ft. Lauderdale
Oct. 1990
Miami Beach
170000
5%
98621
for
Hollywood
Oct. 1990
Hialeah
Oct. 1990
A ril 1991
Tallahassee
Oct. 1990
Orlando
Oct. 1990
Clearwater
125000
170000
2%
2%
130000
5.50/0
160000
5.50/0
101000
Pro ose
70000
1.50/0
Largo
Daytona Beach 63000
Oct. 1990 2 1 0 9 1 2 9 5 9 8 3%
Lakeland 76,000
Oct. 1990 2 0 9 6 6 2 9 5 1 5 2%
Pensacola 70000 20306 29718
Oct. 1990 2 0 3 0 6 2 9 7 1 8 0%
Gainesville 89000 1 9 678 285 03
Currentl ne otiatin
AVERAGE 23291 32787
Numbers in bold were used in the calculation for average salary.
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ill:!
POLICE SALARIES FOR FLORIDA JURISDICTIONS
Pre ared October 23, 1990
Cityl
Count
Ft. Lauderdale
Oct. 1990
Miami Beach
Hollywood
Oct. 1990
Hialeah
Oct. 1990
A ril 1991
Tampa
Oct. 1990
A rit 1991
Hillsborough Co
Sheriff
St. Petersburg
Oct. 1990
Pinellas Co. Shf.
Oct. 1990
Jan. 1990
Tallahassee
Oct. 1990
Orlando
Oct. 1990
Clearwater
Largo
Dunedin
Oct. 1990
Pinellas Park.
Oct 1990
Daytona Beach
Lakeland
Pop. Police Officer Police Officer
Minimum Maximum
170000 26977 38272
28329 40185
98621 26316 37041
Contract reo ened
125000 26290 33560
Curren tl ne otiatin
170000 25220 36374
25724 37101
26238 37843
277000 24939 36088
25604 37065
26499 37876
80000 25596 37215
25596 37215
243000 23748 31950
24460 32909
287386 22965 35356
22965 35356
23424 36063
130000 21541 30437
22726 32112
160000 21501 30326
22683 31997
101,000 22604 31851
Pro osed 22943 32328
70000 22090 31325
Contract not ratified
37000 21067 28739
21910 29889
45000
21278 30950
63000
21091 29598
76.000
%
5%
2%
2%
..
0%
3%
0%
2%
5.5%
5.5%
1.5%
4%
0%
3%
20966 2%
Pensacola 70000 20306
20306 0%
Gainesville 89000 19678
Currentl
AVERAGE 23412 33178
.O~ economic adjustment, up to 1% merit increase on anniversary date, no steps
..Policc Officer minimum increases approximately 6% 1990-1991. Police Officer
maximum increases approximately 5% 1990-199l.
Numbers in bold were used in the calculation for average salary.
",.,..,",..;",.,.-
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.
. '" COMPARISON BETWEEN CPIINCREASES AND FOP ACROSS-THe.SOARD INCREASES
\ .'. f' ..
a
0 Percent FOP Percent
~ OCTOBER Percent Cumul atlve Percent Cumulative
'.: Year CPl. Increase Increase Increase Increase
:,..,
1982 294.1
1983 302.6 2.900/0 8.00%)
1984 315.3 4.200/0 7.10%) 5.00%) 13.00%
1985 325.5 3.24% 10.340/0 5.00% 18.000/0
1986 330.5 1 .540;'0 11 ,B8O/0 5.00% 23.000/0
1987 345.3 4.480/0 ,16.360/0 5..00% 28.000/0
1988 360.1 4.290/0 " 20.650/0 5.000/0 33.000/0
1989 376.2 4.470/0 25.120/0 5.00% 38.000/0
\
.*1990 397.5 5.660/0 30.7Bok 1 .500/0., 39.50%
,.
.CPI figures from the publication The Consumer Price Index published by the U.S. Dept. of
labor. Bureau of Labor Statistics (U.S. All Urban Consumers - CPI.U, Base yr. 1967ae100)
..Underestimate because based on September CPJ.
November 16.
October CPI will not be available until
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CUMULATIVE % INCREASE FOR CPI AND FOP ECONOMIC ADJUSTMENTS
40.00%
35.00%
~
~
30.00%
25.00%
Cumulative % Increase 20.00%
15.00%
10.00%
5.00%
0.00%
---1
1983
1984
1985
1986
1987
1988
1989
1990
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Article 5 - No Strike
Clarify that
"participates"
which required
employee subject to dismissal if
in strike (as opposed to previous language
employee to be found guilty of striking).
Add section that incorporates provisions of Flo:rida
statutes which prohibits "strikes"; specifies penalties
for violation of strike prohibition; and defines other
illegal acts (such as distributing literature during 'Work
hours or soliciting public employees for the Union dari.ng
work hours).
Article 6 - Stewards, Checkoff and FOP Business
Add language to specify that all union .. stewards" must be
active, current sworn employees or retired sworn
employees of the Clearwater Police Department.
Add language prohibiting employees, while on duty, from
meeting with and discussing issues with steward without
approval of Police Captain.
Article 7 - No Discrimination
Add Section providing that the Union and its officers
agree to support: and to encourage support from
bargaining unit members, of federal and state laws and
regulations relating to prohibition of discrimLnation.
Added language also provides City may submit policy
statements or training programs to Union for optional
review and endorsement; if not to be endorsed, reqaires
Union to advise City of its reservations.
Article 8 - Work Rules and Personnel Practices
Section 1
Sick Leave
Establish a sick leave accrual cap at 2080 hours for
employees hired after October 1, 1990; employees employed
as of October I, 1990 may accrue 2400 hours.
Adds language to provide that employees hired a.fter
October 1, 1990, and who subsequently retire may be paid
for one-half of unused accrued sick leave but do not have
option to extend retirement date through use of one half
of sick leave.
Adds language to limit reinstatement of sick leave used
by an employee for on the job injury to the employee's
sick leave balance at retirement to clarify that if an
2
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employee retires on disability, all sick leave used for
the disability causing the retirement shall not be added
back.
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Adds provision whereby
three years prior to
not retire at the
forfeits one-half of
"save" vacation for
if employees does
predetermined time the employee
the "saved" vacation.
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employee may
retirement, but
Section 2
- Mi1i taL'"Y Leave
~;..:,:
: ~\;
Adds "Coast
leave.
military
services
Guard"
covered
for
to
~...;
..:,
~:#:
L~itB employees from grieving
returning from military leave is
examination missed during leave time.
employee
to take
instance where
allowed
21
GJ
Adds language clarifying right
returning employee to training as
of City to assign
deemed necessary.
Section 3
- Time Off
Minor wording changes.
Section 4 - Leave Without Pay
to provide for "maternity/child care"
for newborn, newly adopted or serious1y ill child;
time if both are City
Added 1anguage
leave
limited to
employees.
parent
at
one
a
Section 6
Section 7
Residency Requirement
Tobacco Produce Usage (prohibition)
Added
of
shall
sentence in each section providing that violation
residency requirement or no tobacco use limitations
be just cause for discip1ine.
Section 8
Seat Belts & Sa.fety Gear
Added language to establish that it is responsibility of
City employees to attempt to secure comp1iance with seat
be1ts policy of others riding in vehicle; relocated
provision rela.ting to request for bulletproof vest to
this Section from other Section of Contract.
Section 11 - ProbationaJ:y Periods
Provides lanquaqe, consistent with existing policy,
re1at.i.ve to probationary periods. Estab1ishes probation
of six months for Parking Enforcement Office and Police
3
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Recruit II;
new
one year for Police Officer. Unsatisfactory
probationary employee is to be separated from
employment; promoted employee who is unsatisfactory
during probationary period is to be returned to former
job class. Provides that employees cannot grieve City
determination that probationary employee was
unsatisfactory.
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Article
10 Existing Rules
Section 3
71.'..
U
Wording change for clarification.
Article 11
Police Officers' Duties
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Existing provision rewritten to clarify. Added language
which defines that officers not required to manually push
disabled vehicles, however, shall make effort to remove
them from traffic flow where safety needs are paramount.
n...:
i;l
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Article 12
Seniority
Clarify
accrual
of
unit)
holiday
use of city seniority for purpose of vacation
(i. e., total years of service to establish amount
vacation) and bargaining unit seniority (in police
for selection of vacation time off, floating
time off, and shift assignment.
Clarify time limits relating to recall from lay-off.
Article 13
Promotional Procedures
Clarification changes of a minor nature.
i8
lliill
Article 14 Direct Economic Provisions
Section 4 - Acting Pay
Clarify that
employee base
acting pay
salary.
amount
is
five
percent
above
Section 13
Compensatory Time
Limits compensatory time to fifty-six hour maximum
cumulative accrual (previously, the provision allowed
unlimited accrual for three months with requirement of
paying down to not more than fifty-six hours each
quarter).
Artic~e 15
Bulletin Boards q Rules , Regulations, Memos
and Posting and Copy of Agreement
4
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Added language to prohibit Union from posting information
relating to political campaigns. Increased from 30 to 60
days the time period for the parties to provide each
member of bargaining unit with copy of Contract.
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Union may use City copy equipment at pay rate charged for
employees.
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Article
19 Discipl.ine
Removed restrictions which prohibited the City from using
disciplinary actions more than two years old from review
when considering disciplinary action.
Article 20
Substance Abase & ~estinq
Amended
warranted when
by employee.
language to provide
test indicates
that disciplinary
"the use of" illegal
action i.s
drugs
Retains amnesty period from when the Contract is ratified
for an employee to requ.est assistance because of admitted
drug problem (previous contract had 90 day amnesty
period; this Contract, 60 days) (If employee acknowledges
drug problem and successfully takes remedial action, then
no disciplinary action would be taken by the City).
5
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