027-1993 DM
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CITY HALL 1700 CONVENTION CENTER DRIVE MIAMI BEACH FLORIDA33139
CITY OF MIAMI BEACH
OFFICE OF THE CITY MANAGER
TELEPHONE: (305) 673.7010
FAX: (305) 673.7782
DEPARTMENT MEMORANDUM NO. 27-1993
TO:
All Department Directors
DATE: June 17, 1993
FROM:
Roger M. C
City Manager
SUBJECT: FRATERNAL ORDER OF POLICE, LODGE #8
LABOR CONTRACT
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Attached is a copy of the recently negotiated labor contract between the City of Miami
Beach and the Fraternal Order of Police, Lodge #8.
If you should have any questions regarding the FOP contract, please feel free to contact
Mr. Dean Mielke, Assistant City Manager/Labor Relations, at 673-7010.
RMC:lg
Attachment
a:DEPT MEMO-LTCJI92
FOP.C7lt
cc: Eddie Cox, Senior Assistant City Manager
Dean R. Mielke, Assistant City Manager/Labor Relations
Mayra Diaz-Buttacavoli, Assistant City Manager
Joe Pinon, Executive Assistant to the City Manager
Lynda Veski, FOP President
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AGREEMENT
between
CITY OF MIAMI BEACH. FLORIDA
and
FRATERNAL ORDER OF POLICE
WILLIAM NICHOLS LODGE NO.8
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EFFECT1VE UPON RATIFICATION BY BOTH PARTIES
THROUGH SEPTEMBER 30. 1994
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AGREEMENT
between
CITY OF MIAMI BEACH. FLORIDA
and
FRATERNAL ORDER OF POLICE
WILLIAM NICHOLS LODGE NO.8
EfFECTIVE UPON RATIFICATION BY BOTH PARTIES
THROUGH SEPTEMBER 30. 1994
. TABLE or CONTENTS
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PREAMBLE . . . . . . . 1
ARTICLE I. RECOGNITION 2
DUES -. 2
ARTICLE II. DEDUCTION OF
section 1- Checkoff . . . . 2
Section 2. Legal Services Trust Fund 3
Section 3. Indemnification. . 3
ARTICLE III. GRIEVANCE PROCEDURE . . 4
Section 1. Definition of Grievance and Time
Limit for Filing 4
Section 2. Grievance Procedure . 4
Step 1 . . . . . . . 5
Step 2 . . . . . . . 5
Step 3 . . . . . . . . 5
section 3. Binding Arbitration . 5
Section 4. Authority of Arbitrator . 6
Section 5. Expenses of Arbitration 7
section 6. Processing Grievances 7
section 7. Disputes Involving Personnel Rules. 7
Section 8. Election of Remedies . . . . . . . 7
Section 9. Probationary Period . . . . . . . 8
Section 10. FOP Grievance Committee . . . . . 8
Section 11. Waiver of Time Limitations or Steps 9
r ARTICLE IV. NO STRIKE AND NO LOCKOUT 9
Section 1. No Strike 9
Section 2. No Lockout . . 9
ARTICLE V. MANAGEMENT RIGHTS 9
ARTICLE VI. POLICE EQUIPMENT . 10
Section 1- Equipment. . . . 10
ARTICLE VII. HOURS OF WORK AND OVERTIME 11
Section 1- Purpose . . . . . 11
Section 2. Normal Workweek . . . . 11
Section 3. Four-Day Workweek . . . 12
Section 4. Weekly Overtime. . . . . . . . 12
Section 5. Distribution of Overtime Opportunity 12
Section 6. No Pyramiding. . . . . . 13
Section 7. . . . . . . . . . . . . 13
ARTICLE VIII. WAGES AND FRINGE BENEFITS 13
Section 1. Wages . . . . . . . 13
A. Wage Increase . 13
B. Second Year Wage . 13
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section 2. Entry Level Pay .
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section 3 . . . . . . . . . . . . . . . .
Section 4. Merit and Longevity Increases
Section 5. Shift Differential . . . .
Section 6. Holidays . . . . . . . . . . .
section 7. vacation Benefits . . . . . .
Section 8. sick and Vacation Leave Accrual and
Payment on Termination
Section 9. Bereavement . . . . . . .
Section 10. Court Time Compensation
Section ll. Out-of-Classification Pay
Section 12. Standby pay . . . . . .
Section 13. Call-In Pay . . . . . . . .
. . . .
Section 14. sunglasses and Prescription Glasses
Section 15. Field Training Officer . . .
Section 16. Injury Service Connected . . . .
Section 17. Special Assignment Allowance .
Section 18. Extra Weapon . . . . . . . . .
Section 19. Pension . . . . . . . . . . .
A. New Bargaining Unit Hires. .
B. Early Retirement
C. CUrrent Employees . . . . .
Overtime . . . . . . .
D. Administrative Expenses . .
?- E. Buck Consultants to Prepare
Language Changes
F. Prudent Man RUle
ARTICLE IX.
Section 1
Section 2
section 3
section 4
section 5
Section 6
section 7
F.O.P. HEALTH TRUST
ARTICLE X.
EDUCATIONAL LEAVE AND TUITION REFUND
ARTICLE XI.
section 1.
section 2.
section 3.
section 4.
section 5.
section 6.
GENERAL PROVISIONS . . . . . . . . .
Safety and Health . . . . . . . .
FOP Activity and Non-Discrimination
Reduction In Work Force . . . .
Uniforms and Clothing Allowance
Disclosure of Records
Transfers . . . . . . . . .
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section
section
Section
Section
section
section
Section
7.
8.
9.
10.
11.
12.
13.
Meeting Between Parties
Negotiating Sessions . .
.Job Descriptions . . . . .,. ,. ..,.
Defense of Members . . . .
Personnel Rules and Departmental
Incorporation of Personnel RUles
Medical Leave of Absence
ARTICLE XII. SEPARABILITY
ARTICLE XIII. TIME BANK
ARTICLE XIV. DRUG TESTING .
ARTICLE XV. HEART DISEASE PRESUMPTION
ARTICLE XVI. PROMOTIONS
Section 1 .
Section 2 . . . . . .
Section 3 . . . . . . .
Section 4 . . . . . . .
Section 5. Seniority Points
section 6. Book Committee . . .
Section 7. Examination Scoring .
r Section 8 . . . . .
Section 9 . . . . . . . .
ARTICLE XVII. F.O.P. PRESIDENT
Section 1 . . . . . . . .
Section 2 . . . . . . . .
ARTICLE XVIII. LABOR/MANAGEMENT COMMITTEE .
ARTICLE XIX. ENTIRE AGREEMENT
ARTICLE XX. TERM OF AGREEMENT
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AGREBMElIT
THIS AGREEMENT, made and entered into this 10th day of ~
, 1993, by and between'the CITY OF MIAMI BEACH, FLORIDA
(herein called the "City"), and the MIAMI BEACH FRATERNAL ORDER OF
POLICE, WILLIAM NICHOLS LODGE NO.8 (herein called the "FOP").
PREAJUlLB
WHEREAS, the FOP has been selected as the sole and exclusive
bargaining representative by a majority of employees in the
certified bargaining unit set forth in Article I, and has been
recognized by the City pursuant to the laws of the State of Florida
as the sole and exclusive bargaining representative for said
employees; and
WHEREAS, it is the intention of the parties to this Agreement
to provide in manner which is binding and superior to ordinances
and personnel rules of the City, for a salary schedule, fringe
benefits, and conditions of employment of the employees covered by
this Agreement, and to provide for the continued and efficient
operation of the City'S Police Department: and to provide for an
orderly and prompt method of handling and processing grievances;
and
WHEREAS, the FOP and the City agree to seek and maintain high
standards for the operation of the Police Department;
NOW, THEREFORE, the parties agree as follows:
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UTICLB I.
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RECOGllIT:l:ON
The City recognizes the FOP as the sole and exclusive
bargaining representative for the purpose of wages, hours, and
other term~ and conditions of employment for"~mployee;' in the
following classifications in the Police Department (hereafter
"employees"):
Trainees
Police Officers
sergeants
Lieutenants
Detention Officers
All other employees in other existing classifications are specially
excluded.
UT:l:CLB II.
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DEDUCTION OP DUES
Section 1. Checkoff. Upon receipt of a lawfully executed
written authorization from an employee which is presented to the
city by an official designated by the FOP in writing, the City
agrees during the term of this Agreement to deduct bi-weekly FOP
dues of such employees from their pay and remit such deductions to
the FOP Treasurer within fourteen (14) calendar days however, such
authorization is revocable at the employee's will upon thirty (30)
days' written notice to the City and the FOP. The city agrees to
use diligence in making prompt delivery of monies owed to the FOP.
The charge for dues deductions shall be calculated by multiplying
one average run of checkoffs by four and multiplying the product by
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seven cents (7C;:). The city shall notify the FOP of the amount owed
no later than September 1 of each year. The FOP shall make paY1llent
to the city no later than September 30 of each year. The FOP will
notify the City in writing of the exact amount of such uniform
membership dues to be deducted. The FOP will notify the City
thirty (30) days prior to any change in its dues structure or if
there are additions or deletions to the established checkoff list.
Section 2. Leaal Services Trust Fund. If the FOP establishes
a Legal Services Trust Fund, upon receipt of a lawfully executed
written authorization from an employee which is presented to the
City by an official designated by the FOP in writing, the City
agrees during the term of this Agreement to take bi-weekly
deductions from such employees from their pay and remit such
deductions to the Trustee within fourteen (14) calendar days;
however, such authorization is revocable at the employee's will
upon thirty (30) days' written notice to the city and the FOP.
There will be no charge to the FOP for Legal Services Trust Fund
deductions.
The FOP will notify the city in writing of the exact amount of
such uniform Legal Services Trust Fund deductions. The FOP will
notify the City thirty (30) days prior to any change in the
deduction structure or if there are additions or deletions to the
established Legal Services Trust Fund deduction structure.
section 3. Indemnification. The FOP agrees to indemnify and
to hold the City harmless against any and all claims, suits,
orders, or judgments brought or issued against the City as a result
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of any action taken or not taken by the City under the provisions
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held harmless for any intentional tort. This indemnification is
not intended to cover claims made by, or on behalf of the FOP.
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ARTICLB III.
GRI~CB PROCBDORB
section 1. Definition of Grievance and Time Limit for Filina.
A grievance is a dispute involving the interpretation or applica-
tion of the express terms of this Agreement, excluding matters not
covered by this Agreement or where Personnel Board rules and
regulations are involved; provided that disciplinary actions,
including discharges, may be grieved under this Article. No
grievance shall be entertained or processed unless it is submitted
within ten (10) workdays (excluding Saturday, Sunday, or holidays
recognized by the City) after the occurrence of the first event
giving rise to the grievance or within ten (10) workdays after the
employee, through the use of reasonable diligence, should have
obtained knowledge of the occurrence of the first event giving rise
to the grievance.
section 2. Grievance Procedure. The FOP shall have the right
to initiate and process grievances on its own behalf or on behalf
of named members of the bargaining unit. However, the FOP shall
have the right in its sole discretion not to process grievances on
behalf of bargaining unit members who are not members of the FOP,
provided it notifies said employee of its decision not to proceed.
Grievances shall be processed, individually, as follows:
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step 1:
The grievance shall be presented in writing to the
employee's unit or division commander or a desig-
nated representative, who shall answer within five
(5) workdays after such receipt. The employee will
also provide the FOP with a copy of said grievance.
If the grievance is brought by the FOP on its own
behalf, or if the grievance is brought on behalf of
an individual(s) and is not settled in step 1 and
an appeal is desired, it shall be referred in
writing to the Chief or his designee. The Chief
shall discuss the grievance within five (5) work-
days with the employee and the FOP grievance com-
mittee at a time designated by the Chief. If no
settlement is reached, the Chief shall give the
city's written answer to the employee and the FOP
grievance committee within five (5) workdays
following their meeting.
If the grievance is not settled in step 2 and both
the employee and FOP grievance committee desire to
appeal, or if it is a class grievance filed by the
FOP and at least one employee of the named class
and FOP grievance committee desire to appeal, it
shall be appealed in writing to the City Manager or
his representative within five (5) workdays after
the City's answer in Step 2. A meeting between the
City Manager or his representative, the employee,
and the FOP grievance committee shall be held at
the time designated by the City Manager within ten
(10) workdays. If no settlement is reached, the
City Manager shall give city's written answer to
the employee and the FOP grievance committee within
ten (10) workdays following the meeting.
step 2:
Step 3:
Section 3.
Bindina Arbitration.
If the grievance is not
resolved in Step 3 of the grievance procedure, the FOP grievance
committee, with the concurrence of the employee who filed the
grievance, or if it is a class grievance filed by the FOP, with the
concurrence of at least one employee of the named class, or if it
is a grievance filed by the FOP on its own behalf, may refer the
grievance to binding arbitration within five (5) workdays after
receipt of the City's answer in step 3. The parties shall attempt
to agree upon an arbitrator within ten (10) workdays after receipt
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of notice of referral and in the event the parties are unable to
agree upon an arbitrator within said ten (10) workday period, the
parties shall jointly request the Federal Mediation and Concili-
ation Service to submit a panel of five (5) arbitrators. Both the
City and the FOP shall have the right to strike two names. The
name remaining after the City strikes shall be the arbitrator. The
arbitrator shall be notified of his selection within five (5)
workdays by a joint letter from the City and the FOP requesting
that he advise the parties of his availability for a hearing. The
parties may select a permanent arbitrator In lieu of the selection
procedure set forth in this section.
Section 4. Authoritv of Arbitrator. The arbitrator shall
have no right to amend, modify, ignore, add to, or subtract from
the provisions of this Agreement. He shall consider and decide
only the specific issue submitted to him in writing by the city and
the FOP, and shall have no authority to make a decision on any
other issue not so submitted to him. The arbitrator shall submit
in writing his decision within thirty (30) days following the close
of the hearing or the sUbmission of briefs by the parties,
whichever is later, provided that the parties may mutually agree in
writing to extend said limitation. The decision shall be based
solely upon his interpretation of the meaning or application of the
express terms of this Agreement to the facts of the grievance
presented. If the arbitrator acts in accordance with this Section,
the decision of the arbitrator shall be final and binding.
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Section 5. Excenses of Arbitration. The fee and expenses of
the arbitrator and the cost of a written transcript shall be
divided equally between the city and the FOP; provided, however,
each party shall be responsible for compensating its own repre-
sentatives or witnesses.
section 6. processina Grievances. All grievance discussions
and investigations shall take place in a manner which does not
interfere with the operation of the Police Department. Any time
spent by the Grievance committee of the FOP in discussions or
processing grievances at Step 1, 2, or 3 during their working hours
shall not result in a loss of earnings or benefits.
'Section 7. Dist:lutes Involvina Personnel Rules. Notwith-
standing anything in this collective bargaining agreement to the
contrary, no grievance claim, dispute, or matter which involves the
application, interpretation, or enforcement of Personnel Rules
and/or Regulations, shall be the sUbject of a grievance under this
collective bargaining agreement; nor shall any dispute which has
been commenced under this grievance procedure be further processed
under this Contract if it is brought to the Personnel Board or any
subsidiary committee of such Board.
Section 8. Election of Remedies. The grievance procedure set
forth in this collective bargaining agreement shall not be utilized
for any dispute, claim, or charge which is the subject, in whole or
in part, of any matter pending in any court, or before any board,
commission, agency, councilor other governmental body, regardless
of the manner in which the matter is brought to the other forum by
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either employee(s) or FOP. Selection of another forum shall be
deemed an exclusive election and bar any consideration of the
matter under this collective bargaining agreement.
Any grievance which is processed under this contractual
procedure and is settled in favor of the city or which is dismissed
by an arbitrator shall not thereafter be appealed or referred to
the Personnel Board, city commission, or any other governmental
board, commission, or agency.
section 9. Probationarv Period. Nothing herein shall in any
way affect the discretion presently accorded the Chief of Police
with respect to employees in their probationary period following
hire or in their probationary period following promotion. It is
specifically understood by the parties that the exercise of the
Police chief's discretion in this regard shall not in any way be
subject to the grievance procedure set forth herein.
Section 10. FOP Grievance Committee. The FOP shall appoint
a Grievance Committee of not more than three (3) members, and shall
notify in writing the Police Chief and the City Manager of the name
or names of the employee or employees serving on this committee and
of any changes in the numbers of this committee. The members of
this committee may not conduct any investigation while on duty
without receiving the permission of the police Chief, or in his
absence, the duly authorized representative acting in his behalf;
however, such permission shall not be unreasonably withheld.
Department clerical personnel will not be used by the grievance
committee in grievance matters. The grievance committee shall not
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unreasonably use other departmental resources for the purpose of
~ conducting grievance-related work.
section 11. Waiver of Time Limitations or stees. The parties
may mutually agree in writing to extend any of the time limitations
set forth above for the processing of grievances and may also waive
any of the intermediate steps of the grievance procedure in
writing.
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ARTICLIl IV.
NO S'l'RIltll AND NO LOCKOUT
section 1. No Strike. The parties hereby recognize the
provisions of Chapter 447, Florida statutes, which define strikes,
prohibit strikes, and establish penalties in the case of a strike,
and incorporate those statutory provisions herein by reference.
Section 2. No Lockout. The City will not lockout any
employees during the term of this Agreement as a result of a labor
dispute with the FOP.
ARTICLIl V.
MAlfAGBKIllfT RIGHTS
It is recognized that except as stated herein, the City shall
retain all rights and authority necessary for it to operate and
direct the affairs of the city and the Police Department in all of
its various aspects, including, but not limited to, the right to
direct the work force; to plan, direct, and control all the
operations and services of the Police Department; to determine the
methods, means, organizations, and personnel by which such
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operations and services are to be conducted; to assign and transfer
employees; to schedule the working hours; to hire and promote; to
demote, suspend, discipline or discharge for just cause, or relieve
employees due to lack of work or for other legitimate reasons; to
make and enforce reasonable rules and regulations; to change or
eliminate existing methods, equipment, or facilities; provided,
however, that the exercise of any of the above rights shall not
conflict with any of the expressed written provisions of this
Agreement and that a grievance may be filed alleging such a
conflict.
The City shall not employ more than thirty-eight (38) Reserve
Police Officers. No Reserve Police Officers will be authorized to
perform off-duty work as a police officer, unless reasonable
efforts to fill an off duty job with bargaining unit members fails.
Any Reserve Police Officer who is called to work an Off-duty job
will do it without remuneration.
ARTICLE VI.
POLICE EOUIPMENT
section 1. EauiDment. The City agrees to continue the
current policy of issuing equipment which includes shirts, pants,
shoes, leather, department-issued weapons, ammunition, handcuffs,
night sticks, light and heavy jackets, rain gear and traffic
templates. Additionally, the City will supply an initial issue
whistle to all patrol officers. Replacement of whistles shall be
at the officer's expense. To the extent that a flashlight is a
required article of equipment, the City shall provide it. The City
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will reimburse employees for the cost of replacement of protective
vests up to a maximum of $450.00, when needed, provided there are
sufficient forfeiture funds available to do so. If the present law
changes so that forfeiture funds cannot be used for purchase of
vests, this provision shall be renegotiated.
Necessary ammunition will be issued to each employee every
twelve (12) months to guarantee reliability of the ammunition.
ARTICLE VXI.
BOtJ1l.S OP WORK AND OVERTIMB
Section 1. PurDose. This Article is intended to define the
normal hours of work and to provide the basis for the calculation
and payment of overtime. It shall not be construed as a guarantee
of hours of work per day or per week, or of days of work per week.
Section 2. Normal Workweek. The normal workweek shall
consist of forty (40) hours per week and such additional time
(SUbject to Section 4 and 5 below) as may from time to time be
required in the judgment of the City to serve the citizens of the
city. The workweek shall begin with the employee's first regular
shift each week. All hours scheduled in the normal workday will be
consecutive. An employee called in early in advance of his normal
shift starting time will not be sent home early on such day for the
purpose of avoiding overtime unless such employee is in agreement
with the request to leave early; provided, however, that except as
limited by section 3 below, the City shall retain its right to
establish and modify normal work schedules.
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Section 3. Four-Dav Workweek. The city shall extend the pre-
- sent policy of a four (4) day workweek to all employees in the
bargaining unit except employees on light duty because of injuries
or illness which are not service connected. Employees who suffered
a service-connected injury or illness and who are permitted to work
light duty may work up to 32 weeks, measured non-consecutively from
the date of injury, on light duty on a 4-10 schedule, or to receive
ISC payments for 32 weeks, or a combination of both. Thereafter,
the officer may be assigned to work a 5-8's shift in a light duty
assignment during the pendency of his/her light duty.
section 4. Weeklv Overtime. For all hours worked in excess
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of forty (40) hours during an employee's workweek, the City will
pay the employee one and one-half (1-1/2) times the employee's
straight time hourly rate of pay. The current policy for calcu-
lating hours worked will remain in effect.
Section 5. Distribution of Overtime ODDortunitv.
A. Overtime is recognized as being of three (3) general
types within the Police Department:
1. OVertime for work carried over. from an
employee'S regular duty a.siqnment (e.g.,
uniforlll officer on arrest; detectives'
on-going investigations). "carry-over Over-
time." .
"carry-over overtime" shall not be sub-
ject to equal distribution rules.
2.
Overtime due to staffing needs.
Overtime"
"staffing
3. Overtime for planned events or assignments.
"Special Event OVertime."
"Special Event OVertime shall be dis-
tributed on a rotating ballis, as equally as
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practicably possible, among employees in the
particular work unit (for "staffing Overtime")
or division (for "Special Event overtime") who
are qualified to perform the particular over-
time work, by departmental seniority.
Employees who are not in the particular work
unit or division will not be assigned to Staffing
Overtime or Special Event Overtime unless reason-
able attempts to assign employees from within the
work unit or division have failed.
B. Records for Staffing Overtime will be maintained at
the Platoon or work section level. Records for Special Event
Overtime will be maintained at the Division level.
c. Pay for overtime work will be paid no later than the
second pay period in the month following the month in which the
overtime is worked.
Section 6. No pyramidina. compensation shall not be paid
more than once for the same hours.
Section 7. The parties agree that the subject of schedules,
holidays and transfers for the purpose of avoiding overtime shall
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be re-opened in July 1993.
ARTICLB VIII.
WAGES AND FRINGE BENBFITS
section 1. Waaes.
A. Waae Increas~
Effective April 5, 1993, all bargaining unit employees
shall receive a two percent (2%) across-the-board increase.
B. Second Year Waae
Effective the payroll period nearest to October 1,
1993, all bargaining unit employees shall receive a two percent
(2%) across-the-board increase.
Effective the payroll period nearest to January 1,
1994, all bargaining unit employees shall receive a two percent
(2%) across-the-board increase.
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Effective the payroll period nearest to June 1,
1994, all bargaining unit employees shall receive one-half of one
percent (0.5\) across-the-board increase.
section 2.
Entrv Level Pay
Persons hired at the entry level will remain at the entry
level pay step for the duration of their probationary period.
Section 3. All employees hired after the execution of this
Agreement shall be paid on a base salary schedule which is fifteen
percent (15\) lower than the schedule for current employees. This
provision will be re-negotiated if the City can not fill its
personnel needs or during negotiations for a successor agreement,
whichever occurs first.
section 4. Merit and Lonaevitv Increases
All merit and longevity increases shall become effective
on the payroll period commencing nearest the effective date.
Section 5. Shift Differential. At the time this Agreement
was executed, the city maintained three standard shifts of work to-
wit: a first shift starting approximately 11:00 p.m.; a second
shift (also called "Day Shift") starting approximately 7:00 a.m.;
and a third shift' (also called "Afternoon Shift") starting
approximately 4:00 p.m. For all work by the third shift performed
after 4:00 p.m., a shift differential pay of thirty-two cents (32(:)
per hour shall be added to the employee's hourly rate; for all work
by the first shift performed after 11:00 p.m., a shift differential
pay of fifty-two cents (52(:) per hour shall be added to the
employee'S hourly rate.
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If the City rearranges the shift scheduling or establishes any
new shift, shift differential pay shall follow the above formula
based on the time period in which a majority of hours are worked by
the employee. Thus, if a majority of the non-standard shift hours
are after 4:00 p.m., all the shift differential pay for all post
4:00 p.m. hours shall be thirty-two cents (320) per hour. If a
majority of the non-standard hours are after 11:00 p.m., all the
shift differential pay for all post 11: 00 p. m. hours shall be
fifty-two cents (520) per hour.
Section 6. Holidavs. Consistent with the city Commission
holiday resolution and current department practices, the holiday
benefits presently enjoyed by the employees covered by this
Agreement shall continue for the term of this Agreement.
Employees shall be paid double time for all hours worked on a
holiday. Employees whose day off falls on a holiday.shall be given
another day off if they work on that holiday.
Section 7. Vacation Benefits. Consistent with applicable
ordinances, the vacation benefits presently enjoyed by the
employees covered by this Agreement shall continue for the term of
this Agreement. After January 1, 1975, vacation days shall not
accumulate from year to year, but rather must be taken in the
vacation year granted; provided, however, amounts accrued prior to
January 1, 1975 were not impaired by this change. In the event an
employee is not allowed to take a vacation because of scheduling by
the City, he will, at the option of the City, either be paid in
lieu of vacation time not used, or be allowed to accumulate into
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the next calendar year pursuant to existing tules governing
_ accumulation. However, in no event shall an employee be penalized
by losing accumulated vacation time because he was unable to use it
because of departmental needs.
sick leave accumulation.
This section shall not apply to
section 8.
sick and Vacation Leave Accrual and pavment on
Termination. The present policy concerning sick leave, including
the policy for payment of accrued sick and vacation time combined,
up to a maximum of one year's salary, upon termination, retirement,
or death, shall continue for all employees'hired before October 1,
1978. Effective October 1, 1978, all new employees covered by this
Agreement shall, under applicable ordinances, rules, and regu-
lations, be allowed no accumulation of vacation leave except in
accordance with provisions for postponement of vacation leave as
set forth in Article VIII, Section 4, of this Agreement; be
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permitted to transfer sick leave in excess of 360 hours to vacation
leave at the rate of two days' sick leave to one day vacation leave
to be used in the pay period year when transferred; be permitted a
maximum payment at time of termination, death, or retirement of 360
hours' vacation leave and one half of sick leave to a maximum of
360 hours.
section 9.
BereaVement.
When there is a death in the
immediate family (mother, father, grandparents, grandchildren,
current spouse's parents, brother, sister, current spouse, chlldren
or stepchildren) of an employee, he or she shall be allowed two (2)
days off each death for the purpose of making arrangements and/or
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attending the funeral, without loss of pay and without charge to
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accrued sick leave or vacation days of said employee.
In such
circumstances, additional time off may be granted at the discretion
of the chief of the Police Department, and shall be chargeable to
the accrued sick or vacation leave of such employee. Requests for
additional time off shall be submitted in writing to the Chief.
Section 10. Court Time ComDensation. For attendance at court
during off-duty hours for purposes related to employment with the
city, employees shall be provided with time and one-half pay for
such time spent at court with the following minimum hourly
guarantees:
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(a) During an employee's off-duty hours, a m1n1mum of
three (3) hours per day shall be guaranteed.
However, if the employee's first court appearance
begins within one (1) hour of the start of his/her
shift or ends within one (1) hour after the end of
his/her shift, a minimum of two (2) hours per day
shall be guaranteed.
(b) For the employee's second off-duty appearance in
the same day, an additional two (2) hour minimum
shall apply after the expiration of three hours (or
two hours if the initial two-hour minimum was in
effect) .
(c) For the employee's third off-duty appearance in the
same day, an additional one (1) hour minimum shall
apply after the expiration of five hours (or four
hours if the initial two-hour minimum was in
effect).
section 11. out-of-Classification Pav. When an employee is
assigned by the shift commander to perform at the level of a higher
rank, he shall be paid for the duration of the assignment at an
hourly rate of pay of one dollar ($1. 00) higher than his/her
regular rate; provided that this shall in no way constitute an
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obligation to assign an employee to a higher classification under
any circumstances and it is recognized that the city retains the
right to determine when and for how long an employee will be
temporarily assigned to a higher classification.
section 12. StandbY Pav. When an employee is placed on
standby during off-duty hours by order of the shift commander for
the purpose of being available to return to duty to handle
emergency crowd control or natural disasters, he will be paid
one-half (1/2) of his regular base rate for all standby time up to
a maximum of eight (8) full-time hours in a twenty-four (24) hour
period starting with the time he is notified to stand by. Standby
remuneration shall cease at the earlier of sixteen (16) hours in a
twenty-four (24) hour period or when the employee is notified by
order of the shift commander that the standby order is rescinded.
Standby hours shall not be considered as hours worked for purposes
of overtime.
Section 13. Call-In Pay. An employee who is called in to
work outside of his normal tour of duty will be paid a minimum of
two (2) hours' compensation at a rate of time and one-half the
regular hourly rate, except when contiguous to the employee's
regular schedule.
Section 14. Sunalasses and PrescriDtion Glasses. The city
agrees to reimburse employees for the purchase or repair of
sunglasses and prescription eyeglasses with a maximum allowable
reimbursement of sixty ($60.00) dollars per employee in a twelve
(12) month period, when they are lost or damaged while the employee
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is engaged in active police work such as arrests, pursuit, physical
~ conflict or vehicular accidents.
section 15. Field Trainina Officer. When an employee who has
completed the field training officer program is assigned to on-duty
training of a trainee or new police officer, the field training
officer will receive an additional $1.00 per hour for each hour(s)
he is assigned to train.
Section 16.
In;urv Service Connected.
For a period of
thirty-two (32) weeks, the City agrees to compensate any member of
the bargaining unit with the difference between the weekly
disability workers' compensation benefit received or which the
employee is entitled to receive, and his or her regular rate of pay
for any time lost from work due to injuries sustained under the
following circumstances:
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1.
While on duty and entitled to be paid by the city;
or
2. While reasonably exerc~s~ng police officer
functions within the City limits of Miami Beach
while off duty; or while working a departmentally
sanctioned off-duty jobj or
3. While exercising police officer functions when
there is a physical danger to a. person and the
employee takes reasonable action off duty in Oade
or Broward or Palm Beach County; or
4. When operating a City vehicle, being duly autho-
rized to do so by the City; or while on a reason-
ably direct travel route to or from work and home
in their private vehicle while within the City
limits.
5. In the circumstances described above (subparagraphs
1 through 4), the City agrees that it is and will
consider itself the employer and the employee the
city's employee.
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After the advice and comments of the Police Chief and the FOP
President, the city Manager, at his sole discretion, may extend the
above-described I.S.C. payments beyond thirty-two (32) weeks. This
decision is not subject to grievance or arbitration.
The approvals for receipt of this compensation as presently
required shall be continued.
section 17. Stlecial Assianment Allowance. EIIIployees assigned
on a permanent basis to motorcycles shall receive a special
assignment pay of five percent (5%) in accordance with existing
practice.
EIIIployees assigned on a permanent basis to SWAT shall receive
a special assignment pay of five percent (5%) upon review and
approval by the City Manager. The Police Chief shall issue
regulations dealing with such special assignments, "and the five
percent (5%) SWAT pay need not be paid in addition ,to the motor-
cycle premium set forth above.
EIIIployees assigned to work a 5-8 shift shall receive a special
assignment pay of two and one-half (2-1/2%) percent. EIIIployees who
are on 5-8 light duty because of non-service connected injury or
illness shall not receive the special assignment pay. EIIIployees
who are on 5-8 light duty because of service-connected injury or
illness, where the City doctor approves a 40-hour work schedule,
and who have demonstrated the ability to work a 40-hour workweek,
shall receive the special assignment pay for all hours worked on
5-8's. If the ISC light duty employee takes off work and receives
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I.S.C. payments, the employee will not receive the 2-1/2% special
r- assignment pay for time not worked.
section 18. Extra Weaoon. Employees will be allowed to carry
a concealed, extra weapon while on duty, as approved by the range
master.
Section 19.
Pension.
The following changes in pension
benefits are hereby agreed to:
A.
New Baraainina Unit Hires.
Effective upon the
signing of this Agreement, the city will modify the City's
Supplemental Pension Fund for Firemen and Policemen in the City of
Miami Beach, Florida, to provide a bifurcated pension plan for new
bargaining unit hires who will become members of the new pension
plan as summarized below:
EMPLOYEES:
Members of the system, hired on or after the
signing of the contract.
,.......
BENEFIT:
3% per year served
Base pay and longevity
COMPENSATION:
VESTING:
Incremental at 10% per year over 10 years.
COLA:
55 years with 10 years of service
1.5% not compounded per year of retirement
RETIREMENT:
DISABILITY:
Not Service Connected - over 5 years contin-
uous service, not less than 50%
Service Connected - with any service, not less
than 75%.
DEATH:
Service Connected - not less than 85%
BENEFICIARY:
50% to beneficiary as standard benefit
Average highest 3 years/maximum 80%
FAME
EMPLOYEE
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CONTRIBUTION: 10%
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OTHER:
Any other benefits not specifically included
herein, remains as in the Supplemental Plan.
B. Earlv Retirement. . Eligible members electing to
retire, shall have the option of choosing either 2 years of age or
2 years of service towards retirement.
The period for this
election shall commence ten (10) days following the signing of this
Agreement and shall continue for a window period of sixty (60)
days.
A second window period for sixty (60) days duration shall
be offered to eligible members during fiscal year 1993{94. This
window period shall be August 2 through september 30, 1994.
Eligible members shall mean members who have attained at
least 48 years of age and 10 years of creditable service
C. Current Emnlovees.
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Overtime.
Effective October 1,' 1994, annual
overtime included for the purpose of calculating average monthly
salary is limited to the difference between the employee's
annualized pay rate at retirement and seventy percent (70%) of the
highest annualized pay rate for the next higher salary rank. Prior
to October 1, 1994, overtime calculations shall continue as
currently provided.
D.
Administrative ExDenses.
Administrative expenses
for the system shall be paid from the plan assets.
E. Buck Consultants to Prenare Lanauaae Chanaes. The
actuarial and technical language is to be prepared by Buck
Consultants, approved by the City and the FOP and the International
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Association of Fire Fighters, Local 1510, and adopted by the Board
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F. Prudent Man Rule. "Investment of Funds" - The
City and the FOP agree that the Police and Fire Pension plans shall
adopt the Prudent Man Rule for investment of funds, as follows:
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The trustees shall, in acquiring, investing,
reinvesting, exchanging, retaining, selling,
or managing property for the benefit of the
City supplemental Pension Fund for Firemen and
Policemen in the city of Miami Beach, exercise
the judgment and care under the circumstances
then prevailing, which men of prudence, dis-
cretion and intelligence exercise in the
management of their own affairs, not in regard
to speculation but in regard to the permanent
disposition of their funds, considering the
probable income, as well as the probable
safety of their capital. Within the limits of
the foregoing standard, a trustee is
authorized to acquire and retain every kind of
property, real, personal or mixed, and every
kind of investment specifically including, but
not by way of limitation, bonds, debentures
and other corporate obligations, and stocks,
preferred or common, which men of prudence,
discretion and intelligence acquire or retain
for their own account, and within the
limitations of the foregoing standard, a
trustee may retain property acquired, without
limitation as to time and without regard to
its suitability for original purchase.
UTICLB IX.
~.O.P. HEALTH TRUST
Section 1. The City shall contribute to the F.O.P. Health
Trust ninety percent (90%) of its per employee or family PPO
payment it pays on account of its own Health Plan. The City shall
also contribute to the Trust the amount of premium it is paying for
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term life insurance for covered employees and covered retirees. In
the event there is a change in the law which increases the cost of
the delivery of medical care provided by the Trust, this Article
shall be reopened at the request of the F.O.P. For the term of
this Agreement, the City's contribution to the F.O.P. Health Trust
shall not be decreased.
section 2.
(a) All eligible employees described in Section 7 shall
enroll in the F.O.P. Health Trust Plan and shall
thereafter not be a part of the City Plan.
(b) A non-bargaining unit sworn police officer who elects to
enroll in the F.O.P. Health Plan may apply to the Trust
and will be enrolled upon leave of the Trustees, and
thereafter will be deemed to be a covered employee
provided he or she meets the following criteria:
(i) Must be on the City Police Department Payroll at
the time of enrollment;
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(ii) Must be an F.O.P. member for two years (or length
of time in Department if less than two years) prior
to enrollment, and must maintain membership
throughout the period of coverage;
(Hi) Must meet insurability criteria satisfactory to
Trustees; and
(iv) Must make the election within thirty (30) days
after appointment out of the bargaining unit.
Section 3. All covered employees and covered retirees shall
be allowed to continue under the City'S Dental Plan as it may exit.
section 4. The City'S Insurance Plan shall be responsible for
the runoff of all claims incurred prior to the time the F.O.P.
Health Trust Plan went into effect.
section 5. The City shall be provided with a copy of the
F.O.P. Health Trust Plan booklet and the Trust Agreement, and any
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other information required by law and shall be apprised of any
changes in the Trust Agreement and/or Plan benefits. Additionally,
a copy of the Trust's annual C.P.A. audit report shall be sent to
the City Manager and the Trust or their designee shall in a
reasonable time period answer reasonable inquiries concerning the
finances of the Trust.
section 6. The F. O. P. shall indemnify and hold the city
harmless against any claim, demand, suit, or liability, and for all
legal costs arising in relation to the implementation or adminis-
tration of the F.O.P. Health Insurance Trust and Plan, except if
the City's acts or omission give rise to its own liability.
section 7. Employees in the bargaining unit eligible for
inclusion in the Health Trust Plan must be employed at least ninety
(90) days and be on the City Police Department payroll.
ARTICLE 1:.
EDUCATIONAL LEAVB AND TUITION REFUND
subject to applicable Personnel Rules, an employee may request
an educational leave of absence without pay to take a course or
courses in a field related to the work assignment of said employee.
The City'S tuition refund program shall be continued for the term
of this Agreement.
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ARTICLB XI.
r- GENERAL PROVISIONS
Section 1. Safetv and Health. The City and the FOP shall
cooperate in matters of safety and health affecting the employees
covered by this Agreement.
section 2. FOP Activitv and Non-Discrimination. Neither the
City nor the FOP shall discriminate against any employee due to
that employee's membership, non-membership participation, lack of
participation, or activities on behalf of, or his refraining from
activity on behalf of the FOP.
No employee covered by this Agreement shall be discriminated
against because of race, creed, national origin, religion, sex,
sexual orientation, ethnic background or age in accordance with
applicable State and Federal laws. The FOP agrees to cooperate
with the City in complying with Federal, State and local laws
.--.
requiring affirmative action to assure equal employment oppor-
tunity. The parties will comply with the Americans with Dis-
abilities Act.
Section 3. Reduction In Work Force. When there is a
reduction in the work force, employees will be laid off in
accordance with their length of service and their ability to
perform the work available and applicable veterans preference laws.
When two or more employees have equal ability, the employee with
the least amount of service will be the first one to be laid off.
When the working force is increased after a layoff, employees will
be recalled in the order of seniority, with employees with greater
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seniority recalled first. Notice of recall shall be sent to the
employee at the last known address by registered mail or certified
mail. If an employee fails to report to work within thirty (30)
days from date of receiving notice of recall, he shall be con-
sidered to have quit. No new employee will be hired into the
bargaining unit as long as any bargaining unit employee remains on
lay-off status.
During the course of this Agreement, no employee will be laid
off and no employee will be demoted (except for disciplinary
demotions) .
Section 4. Uniforms and Clothina Allowance. The City will
continue its present policy concerning uniforms and will provide
uniformed personnel with a Fifty Dollar ($50.00) monthly
maintenance allowance.
The City will provide Seventy Five Dollars (~75.00) monthly
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allowance for those sworn employees assigned to work in civilian
clothes. When transferred into the Criminal Investigation Unit or
other unit requiring civilian clothes, the City will advance the
employee, at his request, the sum of Three Hundred Seventy Five
Dollars ($375.00) for the purchase of clothing. The employee
affected shall agree to relinquish the Seventy Five Dollar ($75.00)
per month clothing allowance for the following five months, and
shall also agree to reimburse the City for any pro-rata amount in
the event of transfer, termination, resignation, or retirement
prior to completion of five (5) months in the civilian clothes
assignment. If the reimbursement is caused by a transfer, the
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reimbursable amount shall be collected at the rate of Seventy Five
~ Dollars ($75.00) per month.
section 5. Disclosure of Records. Employees will not have
information contained within any of their files disclosed to
persons other than managerial and supervisory employees unless the
person requesting such information (including home telephone
number, address, etc.) shall complete and sign a "Request for
Information" form and present proper identification. The request
form shall have provision for the name, address, and telephone
number of the person requesting the information and the reason for
the request. A copy of any such request form completed shall be
left in the employee's personnel file.
section 6. Transfers. It shall be the sole right of the
Chief of Police or his designee to transfer employees of the
Department. When a transfer is a change in an employee's unit
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assignment, reasonable advance notice as is practicable under the
circumstances shall be given. If a transfer is a permanent change
in an employee's shift or days off schedule, the employee shall be
notified no less than five (5) workdays prior to the transfer in
order that the employee may arrange for an orderly change. The
five (5) day notice may be waived by the employee and it need not
be given when unforeseen needs of the Department or emergency
conditions require that temporary changes be made with little or no
advance notice.
section 7. Meetina Between Parties. At the reasonable
request of either party, the FOP President, or his representative,
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and the city Manager, or his representative, shall meet at a
mutually agreed upon time and place to discuss matters that require
immediate discussion.
section 8.
Neaotiatina Sessions.
Time and dates for
negotiating sessions shall be mutually agreed upon. Up to three
(3) on duty FOP representatives shall be permitted to attend
negotiating sessions without loss of payor benefits if they were
otherwise scheduled to work.
Section 9. Job DescriDtions. It is understood by the parties
.
that the duties enumerated in the job description promulgated by
the City are not always specifically described and are to be
construed liberally.
The City agrees to notify the FOP of any
change in the job description of any classification in this
bargaining unit.
section 10. Defense of Members. In the event any action for
civil damages is brought against a member of the bargaining unit
hereunder individually, and the City is not made a party to any
such action, and if the employee hereunder is found liable and a
judgment for damages is rendered against him, the City will itself
or through insurance pay such damages and counsel fees for the
employee providing the employee's liability results from action of
the employee arising out of and in the course of his employment
hereunder, and further providing that such judgment against the
employee does not result from the wanton and willful action of the
employee.
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section 11. Personnel RUles and Deoartmental Manual. Copies
of the Personnel Rules and Regulations will be kept by Majors and
captains whose copies will be available to members of the
bargaining unit upon request.
A copy of the manual of the Police Department is provided to
all employees in the department and proposed changes in said manual
will be supplied to the President and the FOP or his designated
representative before implementation and an opportunity to discuss
the changes will be afforded.
section 12. Incorooration of Personnel Rules. Any personnel
rules agreed upon by the parties for incorporation in this
collective bargaining agreement shall be set forth in an addendum
to this Agreement.
Section 13. Medical Leave of Absence. After this Agreement
is ratified, any employee requesting time otf without pay as a
Medical Leave will be granted the time requested up to one (1)
month, or longer at the Chief's discretion. Employees may use any
accumulated leave time or comp time during this leave.
ARTICLB XII.
SBPAIlABILITY
If any provision of this Agreement or any application of this
group of employees is held to be invalid ot law or by a court or
other tribunal of competent such provision shall be inoperative,
but all other provisions shall not be affected thereby and shall
continue in full force and effect.
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ARTICLE ZIII.
TIME BANlt
A Time Bank shall be authorized by the city of Miami Beach,
whereby members of the bargaining unit may VOluntarily donate
accrued annual leave and sick leave to an FOP Time Bank so that the
President, or his designee(s), may draw from such Time Bank,
thereby detaching said person(s) from the normal course of their
City assigned duties in order that they may be permitted to perform
duties in keeping with the obligations of the FOP to its member-
ship. The Time Bank shall not be utilized for the purpose of
attending collective bargaining sessions between the FOP and the
City of Miami Beach.
Time will be deposited into the Time Bank only after the
contributor voluntarily signs an authorization card detailing the
type and amount of time to be donated. These cards are to be
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forwarded on a quarterly basis to the Chief of Police for his
signature. The Chief of Police will then forward this material to
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the Personnel Director who shall take appropriate action to
implement the provisions of this section.
Time deposits shall be in hourly increments, with three (3)
hours being the minimum amount accepted.
The President, in his own behalf or on behalf of his desig-
nee(s), shall fill out the appropriate form--to be supplied by the
city--for each employee authorized to draw from the Time Bank.
Said form shall be submitted by the President at least five (5)
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days in advance of anticipated use. This form shall also include
~. the statement that:
Upon deduction of time by the city, the under-
signed officer agrees tQ hold the city harm-
less for any error or omissions in making said
deduction or allocating the deducted time to
the time pool.
This request shall be reviewed by the Chief of Police, or his
designee, and approved subject to the manning requirements of the
department. Such approval shall not be arbitrarily withheld. Such
approval, once having been authorized, may be rescinded sUbject to
the manning requirements of the department.
Time donated to the Time Bank shall be converted to the salary
dollar equivalent of the donor(s), and time used shall be in salary
dollar equivalents of the employee(s) using the pool time. Time
donations shall not increase in value.
For purposes of com-
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putation, only base pay and longevity will be used. Time donated
but not used will not be retrievable and will remain in the Time
Bank for so long as this provision is effective. In the event the
Time Bank is discontinued, the FOP shall be entitled to use the
hours remaining pursuant to the provisions of this section.
Any injury received or any accident incurred by an employee
whose time is being compensated by the FOP Time Bank, shall not be
considered a line-of-duty injury, nor shall such injury or accident
be considered to have been incurred in the course and scope of the
employee(s) _ployment by the City of Miami Beach within the
meaning of Chapter 440, Florida statutes, as amended.
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The City reserves the right to rescind any provisions of this
~ article which are found to be illegal. If any provision of this
section is found to be illegal, this section or any portion
thereof, shall immediately be renegotiated.
ARTICLE XIV.
DRUG TESTING
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Upon reasonable belief, based upon objective factors, that an
employee has used an unlawful drug, the Chief of Police or, in his
absence, the Assistant Chief, may direct the employee to submit to
a urinalysis for detection of drugs. In the case of a drug test,
the following conditions will be applicable:
(a) A split sample of the urine will be obtained so that two
different laboratories to be selected by prior agreement
of the city and the FOP may test the urine if desired:
(b) If the employee claims that there is not a reasonable
belief, based on objective factors, that the employee has
used an unlawful drug, the urine will be frozen pending
an expedited arbitration held before whichever of the
three pre-agreed upon local arbitrators (to be selected
by the City and the FOP) is first available on a rotating
basis.
The sole issue before the arbitrator shall be
whether there was reasonable belief to direct test as set
forth above.
(c) If the arbitrator finds there is not reasonable belief,
the urine specimens shall not be tested and shall be
discarded.
(d) If the arbitrator finds there is reasonable belief, or if
no challenge to the reasonable belief basis has been
made, then one urine specimen shall be tested by the
laboratory selected by the parties.
(e) All tests for an unlawful drug will be by an agreed upon
gas chromatography/mass spectrometry method, and the
other specimen will be tested by the second agreed-to
laboratory, if the employee requests.
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(f) In the case of either or both urine tests, the cutoff
shall be the nanogram threshold which shall be
established by prior agreement between the parties in the
Random Drug Testing Agreement.
ARTICI.II XV.
HEART DISEASB PRESUMPTION
Any condition or impairment of health of any detention or
sworn officer caused by heart disease resulting in total or partial
disability or death shall be presumed to have been accidental and
to have been suffered in the line of duty unless the contrary be
shown by satisfactory evidence; provided', however, that such
detention or sworn officer shall have successfully passed a
physical examination upon entering into,such service as a detention
or sworn officer, which examination failed to reveal any evidence
of heart disease. If at any time this Section is placed before an
arbitrator for interpretation or application, what is "satisfactory
,-.
evidence" shall be determined by the arbitrator.
If rights of
detention or sworn officers are placed before the Bureau of Workers
Compensation then what is "satisfactory evidence" will be
determined by the Bureau in accordance with Workers compensation
law.
ARTICLJI ZVI.
PROMOTIONS
Section 1. Advancement to the ranks of Serqeant and Lieu-
tenant shall be by examinations that measure the knowledge, skills
and ability of personnel and by seniority. A promotional test will
be given every eighteen (18) months beginning in the month of
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September (but not later than October) 1993 for Sergeant and in the
month of October (but not later than November) 1993 for Lieutenant.
section 2. Eligible applicants for the promotional exami-
nation for Sergeant and Lieutenant shall be given a validated
written test with passing score set by the consultant. If there
are not a significant number of minorities promoted after the first
promotional testing after the effective date of this Agreement a
validated assessment center testinq may be put into effect along
with the validated written test. The parties will meet at least
four (4) months before the test to determine the weight to be given
to the assessment center portion of the test. If the parties
cannot agree on the weight to be given, Gene Just will decide the
issue of weight in an expedited arbitration hearing.
Section 3. All police officers who on test date "have four (4)
years of seniority from date of hire shall be allowed to take the
Sergeant's test. All Sergeants who on test date have one (1) year
seniority from the date of appointment as Sergeant shall be allowed
to take the Lieutenant's test. Applicants must, in both cases,
apply on or before the application cut-off date.
The Personnel Director may refuse to permit an applicant to
take the examination on the grounds of conduct disgraceful to the
Department and his officer status; or refused advancement from
probationary status. In the latter case, if at least three (3)
years have elapsed since such failure of probationary advancement,
such candidate will be considered qualified. ShoUld any applicant,
so disqualified for any of these alleged reasons, contest such
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disqualification, he shall have access to the grievance procedure
under this contract.
Section 4.
The City Personnel Director shall cause to be
developed validated tests which closely measure the knowledge,
skills and abilities of a Miami Beach Police Sergeant and a Miami
Beach Lieutenant, administer such test, and prepare a promotional
register, one for Sergeants and one for Lieutenants, containing the
names of persons who have passed the test ranked in the order of
such test scores. Promotions shall be by rank order.
Section 5. Senioritv Points:
0.2 points shall be added to an employee's Sergeant's passing
test score for each completed year of service, to a maximum of
25 years.
0.25 points shall be added to an employee's Lieutenant's
passing test score for each completed year in grade as a
Sergeant.
section 6. Book Committee
,....
A committee of five (5) incumbents selected by the Chief shall
choose books and test material upon which any up-coming promotional
eXam shall be based. Such selection or changes therein, shall only
be made after a representative of the FOP shall have a reasonable
opportunity to meet and provide input on the selection process.
The test material chosen shall be described and announced by
the City to the FOP and its members at least five (5) months before
such exam.
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Section 7. Examination scorina
Each employee's informal raw score shall be given upon request
immediately after the test paper is turned in by an "overlay"
determination of score, if the scores are determined that way. All
challenges of questions must be made in writing to whoever made the
test within 48 hours after completion of the testing. Whoever made
the test shall conclusively decide all challenges based upon
standard industry techniques. Formal test scores and a promotional
register shall be posted promptly after the end of the challenge
period. A copy of an applicant's qraded answer sheet shall be
furnished upon completion of grading.
section 8. Promotional lists shall expire one (1) year after
the posting of the results of a promotional test, or where lists
have been combined, one (1) after the date of the cOmbining of the
new with the old lists.
section 9. In the event of same day promotions, seniority
rank in the new position shall go in the order of the officer's
seniority in the Department - the oldest being first, etc., down
the seniority list.
UTXCLB nIX.
..o.~. PRBSXDBRT
Section 1. The Miami Beach Fraternal Order of POlice, Lodge
No.8, Lodge President shall be released and detached from full
time duties as a police officer while serving as Lodge President
and shall be carried full-time in a pay status to be shown on the
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payroll as "D. D." (Detached Duty). The following conditions shall
_ apply:
A. For the purpose of recording time, the Lodge President
will notify the Support" Services Division Commander of
all absences, including vacations, sick leave, meeting
attendances, out of town trips, etc. T he Lodge President
shall be required to work a 40-hour work week.
B. The Lodge President will be available at the FOP office
currently located at Flamingo Park, 999-11th street,
Miami Beach, Florida 33139, for consultation with the
Police Department Management or the city Administrators
between normal working hours.
C. Should the Lodge President wish to change offices, (s)he
will notify the Support Services Division Commander, in
writing, at least five (5) working days prior to the
proposed change. Said notice will include the address and
the telephone number of the new office for the FOP Lodge
President.
D. In the absence of the Lodge President, the Lodge Presi-
dent's designee may represent the Fraternal Order of
Police.
,-..
The FOP will not send additional employees in a pay
status to attend city Commission or Personnel Board
meetings without approval of the Police Chief or his
designee.
F. All applicable Miami Beach Police Department rules,
regulations and order shall apply to the person who is
the President of the Lodge and on D.O.
E.
Section 2.
The Management of the Miami Beach Police
Department or the City Administration, reserve the right to rescind
the provisions of this Article in the event that it is found to be
illegal.
Canceling the Article shall not preclude further
discussions of any Lodge Presidents' release for Union business.
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ARTICLII XVIII.
,.-.
LABOR'MMlAGDIIlIT COMMITTIIII
A Labor/Management Committee will be created to review and
make recommendations to the City Manager on the following topics:
1. Hurricane Shelter for Police Officers on duty.
2. Physical well being of Police Officers with specific
attention to diminishing those conditions that increase
heart disease for Police Officers. Such concepts will
include a wellness program, smoking cessation program,
life-style modification programs, stress reduction, and
morale improvement.
,--
3. Operating cost reductions of the' Police Department and
recommendations on how actual savings can be shared with
current bargaining unit employees, the Police Department,
and the City.
This Labor/Management Committee will consist of two (2)
members appointed by the Fraternal Order of Police and two (2)
members appointed by the City Manager.
The Labor/Management Committee will elect a Chairperson at the
first meeting and meeting minutes will be kept for distribution to
all Committee Members.
It is anticipated that priority will be given to the Hurricane
Shelter issue so as to have the Committee's recommendation to the
City Manager by June 15, 1993.
ARTICLII XIX.
IIlITXRII AGllIlDIIlIT
The parties acknowledge that during the negotiations which
resulted in this Aqreement, each had the unlimited right and
opportunity to make demands and proposals with respect to any
subject or matter not removed by law from the area of collective
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bargaining, and that the understandings and agreements arrived at
_ by the parties after the exercise of that right and opportunity are
set forth in this Agreement. Therefore, the city and the FOP, for
the duration of this Agreement, except as provided in the Florida
Statutes, or as specifically excepted by provisions of this
Agreement, each voluntarily and unqualifiedly waives the right, and
each agrees that the other shall not be obligated to bargain
collectively with respect to any subject or matter referred to, or
covered in this Agreement, or with respect to any subject or matter
referred to, or with respect to any subject or matter not specifi-
cally referred to, or covered in this Agreement, even though such
subject or matters may not have been within the knowledge or
contemplation of either or both of the parties at ~he time they
negotiated or signed this AgreemeDt. This Article shall not be
,- construed to in any way limit or restrict the parties from
negotiating, as provided in the Florida Laws, or any succeeding
agreement to take effect upon the termination of this Agreement or
any succeeding term of this Agreement.
ARTICLB U.
TERM OP :a..m.DBIlT
This Agreement shall be effective as of the 1st day of
October, 1992, and shall remain in full force and effect until the
30th day of September, 1994.
It shall be automatically renewed from year to year thereafter
unless either party shall notify 1:he other in writing at least
thirty (30) days prior to the anniversary date that it desires to
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modify this Agreement. In the event that such notice is given,
negotiations shall begin promptly. This Agreement shall remain in
full force and be effective during the period of negotiations,
unless either party gives the other party at least ten (10) days'
written notice of its desire to terminate this Agreement, provided
that such notice may not be given earlier than ten (10) days prior
to the anniversary date.
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EXECUTED by the parties hereto on this 10th day of June ,
r- 1993.
MIAMI BEACH FRATERNAL ORDER
OF POLICE, LODGE NO. 8
By:
"
z:
.--
OSEPH H. KAPLAN
/
/ Attorney-At-Law
CITY OF MIAMI BEACH
By:
ROGER CARLTON
CITY MANAGER
Attest:
~~~A.-~~
Date: :::\~ \0, t'\C\)
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, 1993.
SE 0
Mayor
FORM APPROVED
l Al DEPT. 6-->J ~~
_ _ . .J-o!> C '
By ',~
Date ,"'- b->-\ ,0 I J ~ l! J
, ,
MEMORANDUM OF UNDERSTANDING
,-.
The parties agree that this Memorandum of Understanding shall
constitute an addendum to the collective bargaining agreement
between the Miami Beach Fraternal Order of Police, William Nichols
Lodge No. 8 (hereinafter "FOP") and the City of Miami Beach
(hereinafter "city") being- signed on this date. The parties agree:
1. A settlement of the case entitled Joseoh T. McCormick. et
al.. v. Citv of Miami Beach. Florida, Case No. 91-1941-CIV-MOORE,
currently pending in the United states District Court for the
Southern District of Florida (hereinafter "SWAT case"), will be
attempted as soon as practicable by a committee representing the
Plaintiffs and a committee representing the City (including Roger
Carlton) .
2. The City will pay to the
representing attorneys' fees expended by
Grievance.
FOP the sum of $2,500
the FOP in the Promotions
3. Three employees, Bernie Winer, Bill Williams, and Tevey
Woolfe and their successors in the same position, are permitted to
elect either a 4-10 or a 5-8 schedule of work.
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4. The parties agree that the following language proposed by
the FOP in Article III, Section 8 will be deemed to be a part of
the 1992-94 collective bargaining agreement for purposes of all
other lawsuits except the SWAT case, but the collective bargaining
agreement will be formall~ changed to encompass this language only
after the resolution of the SWAT case by court decision or
settlement.
Selection of another forum shall be deemed an
exclusive election of forum and bar any
consideration of the matter under this
arbitration and grievance article.
It is understood that this change in the collective bargaining
agreement and this paragraph 4 shall have no bearing on the meaning
of the current language in Article III, Section 8, or of the
intention of the parties in agreeing to that language, as that
issue is currently pending before the court in the SWAT case.
5. In the Personnel Board case in the matter of the Appeal
of Delores Martinez from Disciplinary Action involving the prior
suspension of Delores Martinez, the City will consider that case
closed, the prior action of the Personnel Board in sustaining the
appeal and reversing the suspension will be upheld and any hearings
scheduled in that case will be cancelled.
6. The term "new b'lrgaining unit hires" as used in Article
VIII, sections 3 and 19, will not be deemed to include provisional
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police officers employed by the City at the signing of this
collective bargaining agreement.
Dated this ____ day af April, 1993.
MIAMI BEACH FRATERNAL ORDER
OF POLICE, LODGE NO. 8
By: ,~t.Ud1.
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CITY OF MIAMI BEACH, FLORIDA
-t~
By:
.
, .
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1,
2.
FRATERNAL ORDER OF POUCE
FOP LODGE NO.8
ELECTION OF REMEDY FORM
Grievance No.
I/We elect to utilize the Grievance Procedure contained in the
current Contract between the City of Miami Beach, Rorida,
and the FOP. In making this election, I/we understand that
selection of another forum, as defined by the FOP Contract,
shall bar any consideration of the Grievance under the FOP
collective bargaining agreement.
IfWe elect to utilize another forum for my/our grievance, and
in doing so, I/we understand that this election shall bar any
consideration of this matter under the FOP collective
bargaining agreement.
Signature
Date
Subject of Grievance/Appeal:
DRM:IC
DRM-W0RK2/92
FOP-ELRMD
. ,
RESOLUTION NO.
93-20782
~
A RESOLUTION OF THE MAYOR AND CITY COMMISSION
OF THE CITY OF MIAMI BEACH APPROVING THE TWO-
YEAR LABOR AGREEMENT BETWEEN THE CITY OF MIAMI
BEACH AND THE FRATERNAL ORDER OF POLICE,
WILLIAM NICHOU; LODGE NO.8, FOR THE PERIOD
OCTOBER 1, 1992 TO SEPTEMBER 30, 1994.
WBBRBAB, the City Manager has submitted tor consideration by
the Mayor and City commission at the City at Miami Beach, a Labor
Agreement by and between the City ot Miami Beach and the Fraternal
Order ot Police, William NiChols Lodge No.8, the barlJaining agent
certitied by the Public Employees Relations Commission tor
employees covered by said agreement: and
WBBRBAB, such Labor Agreement tor ths period October 1, 1992
to september 30, 1994, is attached herein as "Attachment A"; and
WBBRBAB, the previous Labor Agreement was tor the three year
period October 1, 1988 to September 30, 1991; and
WBBRBAB, by mutual agreement, and approved by Resolution No.
92-20553, that agreement was extended through September 30, 1992;
and
WBBRBAB, the city Manager has recommended that the City
commission approve said labor agreement; and
WBBRBAB, the City commission is tamiliar with the t_ ot the
Labor Agreement and tinds and determines that the entry into and
__ the execution thereat tor and in the name ot the City at Miami
Beach is in the best interest at the City at Miami Beach and its
residents.
HOW, TIIB1IIIFOU, BB IT DULY U80LVBD BY 'fD ayo. aIID 'fD CITY
COMMISSIOB 01' Tim CITY 01' JIIM% BDeB, I'LOIUDA, that the atoresaid
Labor Agreement between the City ot Miami Beach and the Fraternal
Order at Police, William Nichols Lodge No. 8 be and is hereby
approved in accordance with and subject to the provisions ot
Chapter 447, Part II, Florida statute, in the name,ot and on behalt
ot the city of. Mipmi !leach, ..n.oi...t>.... "~e !~....",.,t..l...ffic.n -::of the
City be and are hereby directed to make the-disbUrsements called
tor by said Agreement tram tunds otthe city available tor such
purposes and upon ratitication by both ps s.
PASSBD and ADOrrBD this m day at
A'l"rEST:
Mayor
~[.'K~
City Clerk
FORM APPROVED:
r
:JC.'D "I-30-'i3
city Attorney
PFL:me
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CITY MALL 17DQ CONvENTION CENTER DAIVI: MIAMI BEACH FL.ORIOA 33131
CITY OF MIAMI BEACH
o"tCl 0' THI CITV IlIAIlIAQIII
COMMISSION MEMORANDUM NO,
~~~-93
TlI.I:....OMI: I_l 171-71',
'AI: 1_>> 171""12
Moyer IeynaIr _ ond
~oI1hoCly~,
FROM: "- M, .....4.. /"I .
ClyMlNglr ~
TO:
DATE:
May 5, 1993
SUBJECT: ""PIlOVlNG ANDIMPI.EIllIiT1NG TltE l.MOII AOIIUIIENT IETWEEN TltE CITY OF
MIAMI HACK AND 'IlIE PRATEIINAL ONER OF POllCE (FOP), W1WAM NICHOLS
LODGE NO, I FOIl 'IlIE TWO (2) YIAIl PEIlIOD COMMENCING OCT08ER '. ,_ TO
SEP'\'EII8ER 30, '114
"eoll_--u&~JCQlI
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Th. Adaini.tration nc.....nd. that tba City C....be1on approve and
iapl_nt the Labor A9r....nt vith tile 'nUnal ord.r of ....110..
(~.) lilli.. 8iollol. Lcd,. 110. . tor the tvo-yur p.riod
co...ncinq October 1, 1992 to S.pte.b.r 30, 1994, by takin9 the
follovinq action, '
A. Adopt the attach.d ...ol..Uon Which approv.. the Labor
Alp'._nt vith .rat.nal Order of VOlloa, wUll.. 8101101.
Lcd,. 110. . for the tvo-y.ar period _ncinq Octob.r 1, 1992
to S.ptaabar 30, 1994.
B. Adopt on tint r.adin, and .ched..l. a pllbllc h.arin9 and
..cond r.adinq tor lIay 19, 1993, the attach.d ordinanc. vhic"
...nd. Ordinanc. No. 789, providin9 tor th. tollovin91
1. Bifu.....Uon ot the ..~ II - tnt.nal Or..r ot VOlla."
.alary .truct..re into SrMp II.A tor ..ploy... hir.d
betor. April 5, 1993 and aroup 11.1 tor ..ploy..a hir.d
on or att.r April 5, 1993.
2. A two percent (n) ulary 1Dcr.... tor c1a..iticaUon. in
I~ II.A and lroap II.., .tt.ctiv. April 5, 1993
3. A r....ction ot titt.en p.rc...t (15t) in sroup II.. ulary
rallCJ...
___,
Th. fOP i. en ....loy.. labor oro;.niaat1on Which r.pr...nt. 286
....laya.. in vario... l.v .ntorceaent job cl...itication..
Th. previou. A9r_t vith the pop v.. for the thr.. y.ar period,
cov.dnv october 1, 19", thro"'" September 30, 1991. By ...t..al
a9r._nt, and approval by City _i..ion ...ol..Uon NO. 92-20553,
that contract v.. .xt.nd" tor en additional on. (1) y.ar to cov.r
the pedod thro"9h S.pt_r 30, 1992.
1
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ITIM
R-5-A
5- 5~~3
DATE
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On Thuraday, March 11, 1993, the Administration and two of the
City'. union., the International As.ociation ot Fire Fighters
(IAFF) an4 the rrat.rnal Or4.r of Polic. (FOP), r.acn.4 t.ntativ.
agr....nt on the aajar economic teras tor their re.pective two-y..r
labor contract.. Further neqotiation. on it... .p.cifically
r.lat.4 to FOP var. conclu4ed on April 12, 1993.
On April 24, 1993, the .eabera of the rop coapl.t.4 the proc... of
voting 201 to 48, in favor of ratifing the Labor Agr....nt.
paolO.~ .....--~I
Th. propoaed Labor Agr....nt betv..n the City of Hi..i ..ach .n4
the 1'0. v.. .chi.v.4 .ft.r int.n.. n.goti.tion.. Al though the
p.rti.. on ..ch .i4. of the bargaining t.bl. n.goti.t.4 in th.ir
own b..t. intar..t.., the pri.. concern for bo~ va. returning the
City'. financi.l h..lth .n4 pre..rving the .t.tu. all<1 job. of
.xi.tinq ..-ploy.... Th... ....ingly oppodng obj.ctiv..
contributed greatly to the int.n.ity of the n.gotiation. .n4 the
urg.ncy for .gr....nt.
Th. r..ultill9 Agr....nt includ.. the critical cOllpon.nt. of: 1)
wag. .n4 Pension ..foral 2) Ho tayoff., .n4 3) w.g. incr.a....
IIIlIIILI_. OP ,.. lUIUlIDftl
s.....ry lIilJhl1ght. of the ..jor prov1aions of the r.co...n4e4
Agr....nt are .a follow.:
lo.
...81011 _U
llnacaftD ....1011 PLUI ("Or..n a.port") with .0..
iaprov...nt. to th. wi4ow'. benefit .n4 4i..bility
prov1aion. for .11 new uploye.. hire4 .ft.r K.y 19,
1993.
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IULlf Iftl_ 1__l9II of 2 y.ars of .g. or 2 y.ars
of ..rvicll for .ligible .eabers, with . 80-4.y option
. pariCllS. A ..coll<1 80 4ay option pariCllS will occur on
AU9U8t. 1994.
".~Dm 1'0& ca.LCOLa~ ....IOM' .....IIf. will reduce the
current 11ait by 30'.
__'11ft _I. for the ..-ployee. pandon plan
viII be borne by tbe plan ....t..
.. _/UUII1f_..
IWO-,,&_ .u.aalf PLUI recSuce4 by 15' for all nev uploye..
bired att.r April 5. 1993
C. __
/""'
.... ...,.,~ for bargaining unit aeab.r. .. follow.:
2.0' .tf.ctiv. April 1, 1993
2.0' .tf.ctiv. october 1. 1993
2.0' .ff.ctiv. J.nuary 1, 1994
0.5' .ff.ctive June 1. 19.4
lCCIIKDL&ifD yaft ..1'...... for siCk le.v. or vacation
bal.nc.. viII be pai4 in luap-.ua or 2 in.tall..nt., at
_lay.... option.
_ LIoNn. for tbe t.ra of contr.ct .xc.pt for
4i.ciplin.ry purpoaea.
~. for Clothing .n4 cl..ning to b. incr....4 by
$20 an4 $25 p.r aonth, r..p.ctiv.ly.
Th. coapl.t. Labor Agr....nt i. .tt.ch.4 h.r.in .. "Att.cha.nt An.
2
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B1IllGft IDLIC&'nO..
The ".,. aD4 ,...loa E'.C'om cOJIPonents ot the recD_ended Labor
Agr....nt ha. la.ting budg.tary i.plication. in the torm at
significant recurring uv.ing. to the City at Mia.i B.ach.
A. .......IIIIWIII)BII .... 8BftLBlDft.
Th. reo_ad ..ttl_nt includ.. the dgnitic.nt co.pon.nt
at . two tier ..lary structure tor nev ..ploy... .. pre.cribed
in th. plan tor r.turning th. City ot Mi..i ".ch to ti.c.l
h.alth. '!'be ccmpanenta ot the wag. ..ttl_ent are a. tollows:
1. ftll 'nD 8ar.aJ1Y 8UlIC'llIU
A two ti.r ..lary .tructur. tor .11 n.w ..ploy... hir.d
on or .tt.r April 1, 1993. Th. ..COlld ti.r (Ti.r B)
would be reduc.d by titt..n p.rc.nt (15') b.low th.t tor
currant .-ploy....
Aa._in9 an .nnu.l dx perc.nt (n) turn-ov.r rat. tor
..playa.. in thi. barvaining unit, the two ti.r ..l.ry
pl.n vould re.ult in .nnual aaving. ot $56,000. Th.
..tiaated ..ving. ov.r the r...ining t.ra ot the
Agr....nt ia proj.ct.d to be $84,000.
2. .... ~.....
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Th. AlJr_nt provid.. a dx .nd on.-h.lt p.rc.nt (6.st)
ul.ry incr.... with no r.troactivity, tor .xi.ting
..ployee.. Th. .tt.ctiv. dat.. for th... incr..... ar.
.. toll......
3.0t .tt.ctiv. April 1. 1993
3.0t .tt.ctiv. october 1, 1993
3.0t .tt.ctiv. Janu.ry 1. 1994
0.5t .tt.ctiv. Jun. 1, 1994
Th. coet tor the w.g. incr.... during the curr.nt ti.cal
y..r, Py 1913/93, 18 ..ti..tad .t $105,000. Th. co.t
ov.r tha tara ot the contr.ct i. ..ti..ted at $738,000;
3. .... _.-ay
Aaaualn9 that .11 retired/t.rain.t.d ..ploy... .r.
r.pl.cad .nd th.t th.r. 18 no ~uction in the b.rgaining
unit vorktorc., it i. proj.cted that .tt.r tunding the
w.g. iDona.... the C1t:y would r.alia. . n.t co.t ot
$416,000 ov.r the t.ra ot th. contr.ct. Thi. co.t
conaiata ot th. tOllowing.
Tvo Ti.r Sal.ry
.a,. Incr....
Attrition
coat
_nt
$(84,000)
738,000
1238.000)
'.16.000
B. _10. _
Th. rec_ed ..ttl_nt provid.. tor pan. ion r.tora which
.tt.ct. .11 curr.nt .nd tuture ..ploy... r.pr...nt.d by FOP.
Th. coapo.....t. ot thi. retora .r. .. toll ow..
1.
_ ~DB8
. r-
......ion retora tor currant ..ploy... will be .cco.pli.h.d
by . 30t ~uction in tha li.it tor which ov.rti.. i.
conddered tor the purpo.. of calculating the annual
p.n.ion. Th18 providon .tt.ct. ..ploy... r.tiring att.r
the t.ra of th. r.co....ncl.cl Agr....nt.
3
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a. ow IIWUlU..
All n.v..ploy..., hlr.d on or aft.r May 19, 1993, vlll
r.c.lv. the r.duc.d p.n.lon ban.flt. pr..crlb.d In the
"Gr..n a.port... I.prav..ants vere ..de to the widow'.
and dl.ablllty b.n.flt. for n.v ..ploy.... Major
provlalone 1n the report beyond th.~ tor current
_ploy... are:
1. san.flt r.duc.d to 3' for all y..r. of ..rvlc. vlth
a ..xlaua accumulatlon of 80'.
H. Plnal Av.ra9. Monthly IIamll19. reduc.d to av.ra9.
of h19h..t 3 y.ar. for ba.. pay and 10n9.vlty only.
ill. a.tlr...nt a9. Incr.a.ad to 55 y.ara vlth 10 y.ar.
of ..rvlc..
Inltlal .avll19 to the Clty would ba alnl..l due to the
9radual rat. of hlrill9 n... .-play... durill9 the t.ra of
thl. contract but vould a191l1flcantly Incraa.. sa the
nuabar of new ..ploy... are incr...ed.
3. IULY anI_ I_IVI
An ..rly r.Ur...nt InC8nUva of 2 y.ara of ..rvlc. or 2
y.ar. of a9., vlth two .1191hlllty parlod. for .1191bl.
.._r. "111 not only provld. co.t .avll19. froa n.v
..ploy... throu9h tb. two tl_ ..lary .tructur. (r,duc.d
by In) and bifurcated pan.lon (Gr..n a.port) but vould
al.o provld. 9r..t.r opportunlU.. for ..ployee
dlv.rslflcatlon.
,--
Buck conaultant., Inc.. ectuary for th., PoUc. end Plr.
panalon ay.t..., Indloa~ by lett.r dat.d Aprll aI, 1993,
that ba.ed on variou. a..uaptlona, th.a. pan.lon chan9.. would
r..ult In potentlal .avln9. of 55.4 al1llon durln9 the n.Kt
t.n y.ara.
~bi. i. the firat tLae i. tb. hi.to~ .f the City of Hi..i ..aoh
tb.t . Labor ._..t be"'... tb. City .... tb. lrOP Lo49. Ho. I
.ill r..ult i. aurr..t .... future ..yia9. to tb. City.
COIICLIIIIOII.
Th. rac-...sad Labor A9r....nt vith lrOP LocI9. Ro. I ..rica the
culalnatlon of naqotlation. in vblcb both .1d.. Int.n..ly
r.pr...nted thelr intar..t.. The I.ttl_nt aoaoapU.h.. the la.t
.ajor coaponant for r.tumll19 the Clty to fi.c.l h.alth throu9h
...,. ..4 ,...ioa refora vbll. provldlng the ..ploy... r.pr...nt.d
by the pop .ith job ..curity throu9h their c....lta.nt to au,port
the financial naoada of the Clty of Kleai _cb.
I .lab to .... thl. opportunity to thaak Llnda V..Xl. ~..ld.nt-
POP. ....1 Lupi.n. ..ml. llin.r. Gr09Gry Butl.r. Pat.r Matth....
Wllli.. Wllli..., and Joe ltapl.n, Attomay vbo ooapr1..d the POP'.
n..oti.ti1\9 ....ittaa. a. wall.. Dean Hi.lKa, ..t.r Llu and Linda
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