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Item 3B- Coastal Florida PBA Negotiations 2016CITY OF ATLANTIC BEACH CITY COMMISSION MEETING STAFF REPORT AGENDA ITEM: Coastal Florida PBA Negotiations 2016 SUBMITTED BY: Catherine Berry, Esq., Human Resources Director [,0 DATE: August 29, 2016 AGENDA ITEM 38 SEPTEMBER 26, 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. REVIEWED BY CITY MANAGER: '--P/.-t/41. ,;Z'~ 1 MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF ATLANTIC BEACH AND COASTAL FLORIDA POLICE BENEVOLENT ASSOCIATION AGENDA ITEM 38 SEPTEMBER 26, 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: ----------- AGENDA ITEM 38 SEPTEMBER 26, 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 38 SEPTEMBER 26, 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 offtcer 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 of law 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 additional3% 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 perfonning 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.