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ARTICLE 26 u
b\ WAGES
26.1 Effective the salary ranges within Exhibit "A" have been
increased by three percent(3%)over the October 1,2003 rate. Employees covered
by this Agreement on October 1, 2002 the date contract is approved by the City
Commission, shall have their pay adjusted,
ISSUE 1
CITY:
effective the date contract is approved by the City Commission
UNION:
effective October 1, 2004
by four percent(4%)of the new midpoint for their grade to be effective October 1,
2002 (See Attachment "A"). as follows:
a. Employees with less than six (6) months of service, as of September 30, 2004,
will have their pay increased by three percent (3 %).
ISSUE 2
CITY:
b. Employees with six (6) months or more of service and a satisfactory, or
above, performance evaluation, will have their pay adjusted by six percent
6%) of the new midpoint for their pay grade to be effective upon approval of
the union contract by the City Commission, (See Attachment"A"). In no case
may the pay exceed the new maximum pay for the employee's grade. The
salary ranges for new employees are included within Attachment A.
UNION:
b. Employees with more than 6 months of service but less than five (5) years
of service, as of September 30,2004,will receive a six percent(6%)of the new
midpoint for their grade pay increase.
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c. Employees with five(5)years or more of service, as of September 30,2004,
will receive a six percent (6%) of the new maximum for their pay grade.
d. New minimums, midpoints, and maximums will be established by increasing
previous levels by three percent (3%). Salary adjustments listed in (b) and (c)
above will be made after the three percent (3%) COLA has been applied.
Minimum Pay: In no case shall an employee's pay be set below the minimum
established for the grade of the employee unless the employee receives less than a
Meets Requirements" overall evaluation as indicated below.
Detective Pay. Employees assigned by the Chief of Police as a Detective shall
receive pay at a rate of ten percent(10%) above the employee's regular rate of pay.
Maximum pay. An employee's pay shall not exceed the maximum established for
their grade.
If an employee does not receive at least a "Meets Requirements" overall
evaluation,they shall not receive a pay adjustment and the supervisor may take
action to terminate the employee or the employee may be counseled,placed in a
90-day improvement period, and reevaluated in accordance with the City's
performance evaluation program guidelines.
Bonuses. Employees of the bargaining unit are eligible to receive a bonus based
upon performance in accordance with the City's performance evaluation program
guidelines.
26.2 Except as provided herein, original appointment to the classification of Police
Officer will be made at the entrance rate of pay. The City Manager may approve
initial compensation at a higher rate than the minimum rate. Such decision shall
not be subject to the grievance or arbitration provisions of this Agreement.
However, a new employee may only be hired at a rate above the entrance rate of
pay established for the position if:
a. The needs of the City make such hire action necessary and all other
employees within the same classification have their base salaries adjusted to
be at least equal to that of the newly hired employee, or;
b. The new employee has job related training and/or experience that clearly
exceeds that of current employees. Prior to City Manager approval of initial
pay under this provision, the City will notify the union, in writing, of the
proposed action and allow the union three (3) workdays to provide
comments.
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11ISSUE 3
CITY:
26.3 The City shall assume the responsibility for certain pension contributions for
bargaining unit members. Beginning with Fiscal Year 1996/1997 (October 1,
1996),the bargaining unit members pension contribution rate shall be reduced from
4.815% to 2.315% of salary. Beginning with Fiscal Year 1997/1998 (October 1,
1997),the bargaining unit members pension contribution rate shall be reduced from
2.315% to 1.000% of salary. Upon approval of changes to the Pension
Ordinance, the bargaining unit members pension contribution rate shall be
changed to three percent (3.000%) of salary.
UNION
26.3 The City shall assume the responsibility for certain pension contributions for
bargaining unit members. Beginning with Fiscal Year 1996/1997 (October 1,
1996),the bargaining unit members pension contribution rate shall be reduced from
1.815% to 2.315% of salary. Beginning with Fiscal Year 1997/1998 (October 1,
1997),the bargaining unit members pension contribution rate shall be reduced from
2.315% to 1.000% of salary. Employees covered by this agreement shall
contribute one percent (1%) of their salary into their Pension Fund.
26.4 Any employee covered by this Agreement who is assigned by the Chief of Police to
work in the Investigative Division as a detective shall receive pay at a rate ten
10%) percent above the employee's regular hourly rate of pay. Such percentage
shall not be added to the base pay but shall be in addition to the base pay and apply
to all pay, overtime, compensatory time paid, etc. received by the officer. In
addition,detectives shall receive an annual clothing allowance of six hundred fifty
dollars ($650.00) in accordance with Article 23.7.
26.5 Any employee covered by this Agreement who is assigned to the Crime
Suppression Unit (CSU) shall receive pay at a rate of five percent (+5%) above
their normal pay. Such percentage shall not be added to the base pay but shall
be in addition to the base pay and apply to all pay, overtime, compensatory time
paid, etc. received by the officer. In addition, Crime Suppression Unit members
shall receive an annual clothing allowance of six hundred fifty dollars ($650.00)
in accordance with Article 23.7.
26.6 Any employee covered by this Agreement who is assigned as a Patrol
Investigator/Evidence Technician shall receive pay at a rate of five percent
5%) above their normal pay. Such percentage shall not be added to the base
pay but shall be in addition to the base pay and apply to all pay, overtime,
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compensatory time paid, etc. received by the officer.
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26.7 Any employee covered by this Agreement who is required by the Chief of Police or
his designee to perform the duties of a Field Training Officer(FTO) shall receive
pay at a rate of five (5%) ten percent (10%) above the employee's regular rate of
pay while the employee is actually performing the duties of an FTO. Such
percentage shall not be added to the base pay but shall be in addition to the base
pay and apply to all pay, overtime, compensatory time paid, etc. received by the
officer.
26.8 Any employee covered by this Agreement who is assigned as a member of the
Special Weapons and Tactics Team (SWAT) shall receive a rate of pay five
percent (+5%) above their normal pay while such officers are performing actual
SWAT duties, not including training. Such percentage shall not be added to the
base pay but shall be in addition to the base pay and apply to all pay, overtime,
compensatory time paid, etc. received by the officer.
26.5.9 Any Employee covered by this Agreement who is temporarily required by the Chief
of Police or his designee to perform the duties of a Sergeant or Lieutenant shall
receive pay at a rate five (5%) percent above the employee's regular rate of pay,
provided that no other Sergeant or Lieutenant is on duty and that:
a. The duties and responsibilities of the higher classification are assumed in full
for a minimum of four (4) uninterrupted hours; and
b. The assignment is not for the purpose of on-the-job training.
If the two (2) conditions set forth are not fully satisfied, the employee will receive
the rate of pay of his regularly assigned classification for each hour worked in the
Sergeant or Lieutenant position.
Such percentage shall not be added to the base pay but shall be in addition to the
base pay and apply to all pay, overtime, compensatory time paid, etc. received by
the officer.
26.610 Promotion. Officers promoted to the rank of Sergeant shall receive a salary
increase at the time the promotion becomes effective, to at least the minimum of
their new pay range or an amount equal to the percentage difference between the
current and new grade midpoints (not to exceed 12%), whichever is greater.
a) Calculating a Promotional Increase. Since a promotional increase is granted
to recognize the assumption of additional job duties and responsibilities,the
size of the increase is calculated as a function of the size of the promotion,
rather than as a percentage of current salary. The formula used to calculate
the promotional increase is as follows:
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New Midpoint— Current Midpoint=Promotion Increase Amount (%*)
Current Midpoint
Or
An increase to the minimum of the new pay grade, whichever is greater.
Not to exceed 12% unless required to bring the employee's salary to the
minimum of the new pay grade.
b) Anniversary Date. A new anniversary date will be established as the
effective date of promotion.
c) Minimum Pay. In no case shall a promoted employee's salary be set below
the base salary of the position to which they were promoted.
26.811 Longevity Pay. Employees shall receive an additional twenty-five dollars($25.00)
per month, for each five years served with the City as follows:
Years of Service Monthly
Starting Thru Payment
0 5 0.00
6 10 25.00
11 15 50.00
16 20 75.00
21 + 100.00
City/Union as of 01/13/05