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HomeMy WebLinkAboutDocumentation_Regular_Tab 10B_12/12/1996 rt Memorandum To: Village Council From: Thomas G. Bradford, Village Manager Date: December 4, 1996 Subject: Addendum to Collective Bargaining Agreement with Fraternal Order of Police; Agenda Item As you know, two Articles were reopened by the Village and the FOP relative to the existing Collective Bargaining Agreement, these being Article 12, Wages, and Article 13, Insurance. Additionally, the parties mutually agreed to reopen Article 14, Sick Leave. The changes agreed to by the Village Manager and the FOP negotiators are as follows: • Article 12, Wages • 2 .5% across-the-board increase retroactive to October. 1, 1996. • Provision of Shift Supervisor in the absence of a Patrol Sergeant with a 5% pay differential for serving as same. • Article 13, Insurance • No changes • Article 14, Sick Leave • Allows Unit Members the option of converting applicable unused sick leave to cash or vacation or compensatory time. FOP has been advised of Village desire to negotiate away the option to convert to vacation leave or compensatory time in the future. These amendments have been reviewed by our Labor Attorney for legal form and sufficiency. These amendments are acceptable to the Village and, accordingly, it is recommended that the Village Council ratify the same. TGB/krb counci1\120496.sam Memorandum To: Sgt. M. Morrill&Sgt. D.J. Ricciardi From: Thomas G. Bradford, Village Manager 27--- Date: 12/04/1996 Subject: Addendum to VOT&FOP Collective Bargaining Agreement Attached hereto, please find the Addendum I prepared in response to our negotiations. Please review the same and , if satisfactory, execute two sets of the documents so that each party, FOP & VOT, will have an original set. • This addendum is scheduled for Village Council ratification at their meeting on December 12, 1996, and, accordingly, must be signed by both parties prior to Village Council consideration of the same. If you have any questions in this regard, please contact me as soon as possible. ADDENDUM TO VILLAGE OF TEQUESTA AND FLORIDA STATE LODGE FRATERNAL ORDER OF POLICE COLLECTIVE BARGAINING AGREEMENT OCTOBER 1, 1994- September 30, 1997 Pursuant to the Reopener Provisions of Article 12, Section 4; Article 13, Section 5 and by mutual agreement of both parties relative to the reopening of Article 14, the Parties hereto hereby amend attached Article 12, Article 13 and Article 14. Except where otherwise specifically provided , the effective date of this addendum shall be the date of ratification. - Signed this day of , 1996. VILLAGE OF TEQUESTA: FRATERNAL ORDER OF POLICE: ARTICLE 12 WAGES • SECTION 1: All Unit employees shall receive a 2.5 % increase on their current hourly rate effective October 1, 1996. SECTION 2: For Fiscal Year 1996/1997, Unit employees shall receive performance reviews pursuant to the Performance Review Procedures of the Village of Tequesta Employee Handbook, as amended by the Village Council, Administrative Policies of the Village Manager and applicable policies within the Police Department Policies and Procedures Manual approved by the Village Manager. Unit members may receive a 0% to 5% increase, based upon their relative performance as provided in the evaluation rating scale of the employee evaluation form. Unit members shall not receive a merit increase which shall cause said unit members annual base salary to exceed his/her applicable position payscale maximum base salary as listed in the effective Village of Tequesta Position Pay Scale. SECTION 3: Any employee may appeal their performance review to the Chief of Police, in writing, within five (5) days of receipt of the performance review by the employee. If the employee is not satisfied with the decision of the Chief of Police, the employee may request a meeting with the Chief to discuss the performance review. At such meeting, the employee may be represented by one of the designated employee Bargaining Unit Representatives. If no agreement is reached during the meeting with the Chief of Police, the employee shall have the right to have a meeting with the Village Manager and may be represented by one of the designated employee Bargaining Unit Representatives. The decision of the Village Manager shall be final and binding and shall be completed within fifteen(15)working days after the meeting between the employee and the Village Manager. If the evaluation is revised and a merit increase warranted, the raise shall be implemented retroactively to the employee's anniversary date. The appeal provisions contained herein shall not be applicable to any performance evaluation rendered to an employee while said employee is on probationary status. • 14 • SECTION 4: Nothing in this Article shall require the payment of any wage increase after September 30, 1997, unless such increases result from bargaining after the timely reopening of this Agreement as provided in Article 29. SECTION 5: • Effective upon the date of ratification of this Article, Patrolmen who serve in the position of Shift Supervisor, as determined by the Chief of Police or his designee, in command of a Road Patrol shift in the absence of a Patrol Sergeant, shall receive a pay differential of 5%. As soon as practical after ratification of this Article, designation of a Patrolmen as a Shift Supervisor shall be made in accordance with a policy to be established by the Chief of Police relative to the same, guidelines for which were outlined by memorandum of October 10, 1996, of which both parties acknowledge receipt and that if, due to any circumstance, two or more Patrolmen having Shift Supervisor status are required to work during a shift in the absence of a Patrol Sergeant, only one such Patrolman shall receive Shift Supervisor designation and pay differential. Additionally, if, due to any circumstance, a Patrol Sergeant is recalled, called back or reports for duty to work any shift or portion thereof, a designated Shift Supervisor will not receive the 5% pay differential for that time a Patrol Sergeant is on duty. 15 ARTICLE 13 INSURANCE SECTION 1: The Village agrees to pay 100% of the employee cost of health insurance. SECTION 2: The Village agrees to pay 75% of the cost of dependent health insurance coverage for those Unit members who elect such coverage. Unit members who elect coverage will pay the remaining 25%. The Village agrees to pay 100% of the employee cost of dental insurance. Unit members will pay 100% of the cost of dental insurance for dependents if the Unit member elects such coverage. SECTION 3: The Village will provide life insurance for employees. SECTION 4: • The Village may alter coverage provided in this Article. For example, the Village may convert to a Preferred Provider Organization(PPO)plan effective upon the first day of any month with twenty-eight (28) days notice to the unit members. 16 ARTICLE 14 SICK LEAVE SECTION 1: Regular employees shall accrue sick leave at the rate of one(1) day of sick leave for each month of continuous employment. Sick leave is a benefit that protects employees from losing wages due to illness, and is not intended to be used simply because it is available. Sick leave shall be retroactive to the initial date of hire upon satisfactorily completing the initial employment probation and attaining regular employee status. Sick leave may be accrued to a maximum of 200 days. SECTION 2: Upon separation from the Village, with proper notice, or for reasons beyond the employee's control, the employee shall be paid for his accrued sick leave according to the following schedule. YEARS OF PERCENT OF ACCRUAL EMPLOYMENT PAID TO EMPLOYEE One(1)through Four(4) 25 Percent Five(5)through Nine(9) 33 Percent Ten(10)through Nineteen(19) 40 Percent Twenty(20) or more 50 Percent SECTION 3: • Any sick leave unit members earn and do not use within a single fiscal year in excess of seven(7) sick days may be converted to a cash payment. Alternatively, any sick leave unit members earn and do not use within a single fiscal year in excess of seven(7) sick days may be converted to vacation leave or compensatory time, but only to the maximum accrual for either Vacation Leave, three hundred and twenty(320)hours, or Compensatory Time, eighty(80)hours.Eligible sick leave for conversion may only be converted to either pay or vacation leave or compensatory time. Sick leave may not be converted to combinations of the options available for conversion. In a fiscal year, Unit members may accrue up to twelve(12) sick days, and up to five(5) of those are eligible for conversion as hereinabove stated. If, for example, a unit member uses one(1)of their twelve(12) sick days, they then have a balance of eleven(11) sick days. The.Unit member may then convert four(4) of the eleven(11)remaining sick days as hereinabove stated. The employee does not have to convert the time, but the employee sick balance cannot exceed 200 days. Conversion to a cash payment will show on the employees first paycheck in the month of December. File:TGB/AmlPru/FOPADEN.SAM 17