Item 8B- Coastal Florida PBA Negotiations 2016AGENDA ITEM:
SUBMITTED BY:
CITY OF ATLANTIC BEACH
CITY COMMISSION MEETING
STAFF REPORT
Coastal Florida PBA Negotiations 2016
Catherine Berry, Esq., Human Resources Director (b
DATE: August 29,2016
AGENDA ITEM 88
SEPTEMBER 12, 2016
BACKGROUND: The three-year contract that the City of Atlantic Beach entered into with the Coastal Florida
Police Benevolent Association expires September 30, 2018. The City and Union had three
public negotiation meetings this year and came to an agreement, pending ratification and
Commission approval, on a new wages Article that benefits both the City and the Union
members. The only change is to the initial paragraph in 26.1, reflecting the wage proposal
included in this year's budget.
BUDGET: Included in 2016-2017 City Budget
RECOMMENDATION: That the City Manager be authorized to sign the attached Memorandum of
Understanding with the Union, contingent upon approval of the budget by the
Commission.
ATTACHMENTS: City of Atlantic Beach and Florida Coastal PBA Memorandum ofUnderstanding on
Wages, Article 26.
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1
MEMORANDUM OF UNDERSTANDING
BETWEEN
THE CITY OF ATLANTIC BEACH
AND
COASTAL FLORIDA POLICE BENEVOLENT ASSOCIATION
AGENDA ITEM SB
SEPTEMBER 12, 2016
This Memorandum of Understanding is entered into between the City of Atlantic Beach (hereinafter
referred to as "the City") and the Coastal Florida Police Benevolent Association (hereinafter referred to
as "the PBA") on behalf of those employees in the classifications of Police Officer, Corporal and Sergeant
(PERC Certification Number 1665) for the purpose of bargaining collectively in the determination of the
wages, hours and terms of conditions of employment of those within the bargaining unit.
The City and the PBA agree as follows:
Article 26 of the current collective bargaining agreement is hereby modified to the language contained
in the attached document, which is incorporated by reference. This Agreement will remain in effect
until new terms are negotiated and incorporated into the Collective Bargaining Agreement between the
City and the PBA.
This MOU will become effective upon approval by the City Commission, ratification by the members of
the PBA and execution by both parties. All other terms and conditions of the Collective Bargaining
Agreement not specifically referenced herein shall remain unchanged.
Signed and Agreed by the City: Signed and Agreed by the PBA:
Nelson Van Liere, City Manager Kimberly Kilpatrick, President
Ratified by the PBA on: --------------
Approved by the City Commission on: ------------
ARTICLE26
WAGES
AGENDA ITEM 88
SEPTEMBER 12, 2016
26.1 The current salary ranges are shown in Exhibit A Effective October 1, 2016, there will
be a 1% COLA increase to the pay scale upon approval of the City budget by the Commission.
Effective October 1, 2016, employees with six ( 6) months service as of October 1, 2016,
are in a position that is considered "year round," working on a scheduled "year round"
basis, and have received an evaluation of "Meets Requirements" or above shall receive a
merit increase of 3% of midpoint.
Evaluations: 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.
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.
Maximum pay. In no case shall an employee receive a pay increase that would result in
the employee's pay exceeding the maximum pay for the grade of the position to which the
employee is assigned.
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.
Applicability. Pay adjustments will only be provided to individuals who are employees of
the City on the date that the Union contract is finally approved by the City Commission.
Pay Ranges. The pay grades and salary ranges for classifications within the bargaining
unit are incorporated herein as Exhibit A
26.2 Effective October 1, 2015, a $1.00 per hour Shift Differential will be added to the pay of all
Police Officers and Sergeants who work between the hours of 6:00p.m. to 6:00 a.m.
26.3 The City shall assume the responsibility for certain pension contributions for bargaining unit
members. The bargaining unit members' contribution rates will be 8%.
AGENDA ITEMS 88
SEPTEMBER 12, 2016
26.4 Any Police Officer covered by this Agreement who is assigned by the Chief of Police to work
in the Investigative Division or Crime Suppression Unit 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.
26.5 Any Police Officer or Sergeant covered by this Agreement who is assigned to work as a
Detective in the Investigative Division or the Crime Suppression Unit (CSU) shall have their
title changed to Detective and 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, compensatory time paid, etc. received by the officer.
26.7 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.
26.8 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:
New Midpoint-Current Midpoint= Percent 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.
a. 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.
AGENDA ITEM 88
SEPTEMBER 12, 2016
26.9 A career development program for Police Officers is being implemented upon ratification
and approval of this agreement. This program will create two (2) career track positions
that Police Officers can achieve after 3 and 6 years of service. These positions, entitled
Police Officer First Class (PFC) and Senior Police Officer (SPO) will have added
responsibilities, required training, education and demonstrated competency in both
community policing as well as leadership. The officer will have to reach a minimum
tenure in each position and demonstrate the skill, knowledge and willingness to perform
the requirements of the positions before being promoted. There will be a 3% increase in
pay for promotions to PFC and SPO.
a. All members who are eligible for promotion will be required to submit an
application to the Chief of Police. Each candidate's file will be reviewed by the
Chief and Command Staff and a decision will be made regarding promotions to
PFC and SPO.
b. The number of positions allotted for PFC will equal fifty (50%) of the total
number of sworn officers allocated for the Police Department, excluding the Chief
ofPolice, Commanders, Lieutenants and Sergeants. The number ofSPO
positions will equal fifty percent (50%) of the allocated positions for PFC. Under
this formula, there will be a total of 9 PFC positions and 5 SPO positions.
c. Officers hired prior to October 1, 2012, and who have a minimum of six (6) years
oflaw enforcement experience will be eligible for promotion to SPO without
having to meet the requirements of three (3) consecutive years as a PFC and the
required college and career development courses. These officers will be
promoted based on their overall tenure, qualification, training, attitude, work
performance, disciplinary history and ability to perform the requirements of the
position. Under this provision, officers who receive the 3% promotion to PFC
will not receive an additional 3% pay increase if and when promoted to SPO.
d. Police Officers hired after October 1, 2012 with less than 3 years experience will
be eligible to receive a 3% pay increase for promotions to PFC and SPO. These
officers are not subject to the provisions of26.9 (c) and as such, will be required
to meet all of the eligibility requirements for promotion as established in the
policy and procedure.
26.9 Any employee covered by this Agreement, except for those classified as a PFC or SPO, 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 often percent (10%) above the employee's regular rate of pay
while the employee is actually performing the duties of an FTO. Those employees classified as
a PFC or SPO will receive pay at a rate of seven percent (7%) 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.