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ADDENDUM TO AGREEMENT - CLEARWATER OFFICERS BARGAINING UNITADDENDUM to the AGREEMENT between CITY OF CLEARWATER and FRATERNAL ORDER OF POLICE CLEARWATER OFFICERS BARGAINING UNIT The City and Union hereby agree that the approved collective bargaining agreement between the parties effective for the period from October 1, 2009 through September 30, 2012 shall be modified in accordance with the following: Article 9, Section 1 of the approved Agreement shall be deleted in its entirety and the following language substituted for the duration of the Agreement, unless subsequently modified by the parties through collective bargain prior to the expiration date of the Agreement. Section 1. Wages A. The Pay Schedules shall be in accordance with Appendix A. Pay schedule increases are not automatic but are management review rates and may be granted only upon receiving a rating of satisfactory or better on the annual performance review. Eligibility for review for within pay schedule increases shall be as follows: Police Officers 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 one year of satisfactory service in step 7. Step 9 - At the end of one year of satisfactory service in step 8. Step 10 - At the end of one year of satisfactory service in step 9. Step 11 - At the end of one year of satisfactory service in step 10. Step 12 - At the end of one year of satisfactory service in step 11. Police Service Technicians and Police Service Technician Supervisors 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. Step 9 - At the end of two years of satisfactory service in step 8. Step 10 - At the end of two years of satisfactory service in step 9. Step 11 -At the end of two years of satisfactory service in step 10. Step 12 - At the end of two years of satisfactory service in step 11. Step pay increases shall provide for approximately a 5% increase over the preceding step for each step advancement from Step 1 through Step 6 and approximately a 2 '/z% increase for each step advancement from Step 7 through Step 12. Employees who receive an evaluation rating 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 as of the date of the three month follow-up review. Such effective date shall be thereafter utilized for the purpose of determining eligibility for subsequent annual merit reviews. If the three month follow-up rating is still less than satisfactory, the employee shall be reevaluated in another three months, and if then rated satisfactory shall be granted a merit step advancement as of the date of the second three-month follow-up review. Such effective date shall thereafter be utilized for the purpose of determining eligibility for subsequent annual merit reviews. If the second three month follow-up review rating is still less than satisfactory, no merit step advancement shall be granted and the employee shall be evaluated again on his/her prior merit review date. B. The City and Union agree that pay range minimums and maximums for all classifications represented by the bargaining unit will not be adjusted, and that employees will not be provided with an across-the-board general wage adjustment for the period from October 1, 2010 through September 30, 2011. The parties further agree that each bargaining unit member shall be subject to one 8-hour furlough day without pay during the period from October 1, 2010 through September 30, 2011, and shall be subject to one additional 8-hour furlough day without pay during the period from October 1, 2011 through September 30, 2012, such days to be scheduled at the discretion of the Police Department. The City agrees that for the period from October 1, 2010 through September 30, 2012, the City shall not contract with another entity to supplant or displace any budgeted positions currently represented by the Fraternal Order of Police Clearwater Officer's bargaining unit. This agreement does not preclude the City from pursuing cost savings or operational consolidations, including the reduction of budgeted positions, that do not result in the supplanting or displacing of any bargaining unit member by an outside source. The parties further agree this Section may be re-opened upon the written request of either party no sooner than 90 days prior to September 30, 2011 for the purpose of negotiating rates of pay and/or adjustments to pay range minimums and maximums for any bargaining unit members or represented job classifications for the period from October 1, 2011 through September 30, 2012. The parties agree the amount of the general wage increase and/or adjustments to pay ranges shall not constitute a reduction in rates of pay or pay ranges in effect at the time of the change, if any. The provisions of the pay schedule of steps described in Section 1, A. of this Article shall not be subject to the re-opener. C. Lateral Entry for New Hire Police Officers: Newly hired Police Officers shall be permitted to enter the established pay range at a step or more than one step above the first step based on acceptable experience as a Police Officer at another agency deemed creditable by the Department. Such Officers shall be advanced upon hire one step in the established pay range for each two years of verifiable experience at a prior agency up to a maximum lateral entry of step three. Such Officers shall remain fixed at the lateral entry step until such time has passed as is prescribed for advancing from step one to the lateral entry step number in accordance with the schedule established in paragraph A of this Section, and shall thereafter continue to be advanced through the steps in accordance with said schedule. For example, an Officer with six years of creditable, verifiable experience at a prior agency would be permitted to enter the established pay range at step three. Such Officer would remain fixed at step three for three years, and would then progress though the range thereafter in accordance with the established schedule. All lateral entry Officers would continue to be eligible to receive negotiated general wage increases while fixed in step. This Addendum to the Agreement was negotiated in good faith through collective bargaining by the City and the Union and is final and binding as part of this Agreement. This Addendum to the Agreement shall be effective as of the start of the payroll period that includes October 1, 2010, and shall continue in full force and effect until the thirtieth day of September, 2012. IN WITNESS WHEREOF, the parties hereto have hereunder set their hands and seals this A7"' day of - ?r???->' , A.D., 2010. ATTEST: Rosemarie Call, City Clerk Approved as to form and r,F %1/ cj L4 Pamela K. Akin, City Attorney CITY OF CLEARWATER, FLORIDA B. Horne II, City Manager Countersigned: Frank Hibbard, Mayor FLORIDA STATE LODGE OF THE FRATERNAL ORDER OF POLICE OFFICERS BARGA-TING By Officer Jonathan a ser, President Clearwater Officers Bargaining Unit Paul J. Noe , Staff Representative Florida State Lodge, Fraternal Order of Police WITNESSES: