Resolution 2019-30935 RESOLUTION NO 2019-30935
A RESOLUTION OF THE MAYOR AND CITY COMMISSION OF THE CITY OF MIAMI
BEACH, FLORIDA RATIFYING A THREE YEAR LABOR AGREEMENT BETWEEN
THE CITY OF MIAMI BEACH AND THE FRATERNAL ORDER OF POLICE, WILLIAM
NICHOLS LODGE NO. 8 (FOP), FOR THE PERIOD FROM OCTOBER 1, 2018
THROUGH SEPTEMBER 30, 2021; AUTHORIZING THE MAYOR, CITY MANAGER,
AND POLICE CHIEF TO EXECUTE THE LABOR AGREEMENT.
WHEREAS, the City Manager has submitted to the Mayor and City Commission the attached
Labor Agreement that was negotiated between the City of Miami Beach ("City") and the Fraternal Order
of Police, William Nichols Lodge No. 8 (FOP), for the employees covered by said Agreement for the
period covering October 1, 2018 through September 30, 2021; and
WHEREAS, the previous Labor Agreement was for a three year period from October 1, 2015,
through September 30, 2018; and
WHEREAS, Exhibit A to this resolution is a copy of the contract language changes in substantial
form that reflects the pension and economic issues, and the non-economic issues tentatively agreed to
between the City and the FOP; and
WHEREAS, any changes to the substantial form would be non-material in nature as determined
by the City Attorney and the FOP, or else would require re-ratification by the City Commission and FOP;
and
WHEREAS, the FOP bargaining unit employees held a ratification vote from July 9th through July
12th, 2019, whereby the proposed 2018-2021 Labor Agreement was approved by the bargaining unit;
and
NOW, THEREFORE, BE IT DULY RESOLVED BY THE MAYOR AND CITY COMMISSION OF
THE CITY OF MIAMI BEACH, FLORIDA, that the attached three (3) year labor Agreement with the FOP,
Williams Nichol Lodge No. 8 bargaining unit for the time period covering October 1, 2018 through September
30, 2021 is authorized and approved; and the Mayor, City Manager, and Police Chief are authorized to
execute the Agreement on behalf of the City of Miami Beach.
PASSED and ADOPTED this 3/ day of Tiny 2019.
/
ATTEST:
1-31
Dan Gelber, Mayor
/A.s c� l 2, t u 1 q
Rafael E. Granado, City Clerk
=�P 01 B l.. ..'9�� APPR• •S TO
T . F•'•'' LA UAGE
[I • �R CUTtON
�NcoRP = a-4I e)
ORATED:
ity Attorney ote
Resolutions - R7 I
MIAMI BEACH
COMMISSION MEMORANDUM
TO: Honorable Mayor and Members of the City Commission
FROM: Jimmy L. Morales, City Manager
DATE: July 31, 2019
SUBJECT:A RESOLUTION OF THE MAYOR AND CITY COMMISSION OF THE CITY
OF MIAMI BEACH, FLORIDA RATIFYING A THREE YEAR LABOR
AGREEMENT BETWEEN THE CITY OF MIAMI BEACH AND THE
FRATERNAL ORDER OF POLICE, WILLIAM NICHOLS LODGE NO. 8
(FOP), FOR THE PERIOD FROM OCTOBER 1, 2018 THROUGH
SEPTEMBER 30, 2021; AUTHORIZING THE MAYOR, CITY MANAGER, AND
POLICE CHIEF TO EXECUTE THE LABOR AGREEMENT.
RECOMMENDATION
The Administration recommends adoption of this Resolution.
ANALYSIS
On September 30, 2018, the three-year collective bargaining agreement between the City of
Miami Beach and the FOP (covering the period of October 1, 2015 through September 30,
2018) expired. The City and FOP began meeting in August 2018 to negotiate a successor
agreement.After six formal negotiation sessions, on May 20, 2019, the City and FOP reached a
tentative three-year agreement covering the period of October 1, 2018 through September 30,
2021.
The FOP leadership held a ratification vote on the proposed agreement from July 9, 2019
through July 12, 2019. As per the attached email from the FOP President, Kevin Millan, the
agreement was ratified by 243 members voting for the contract and 53 members against.
(Attachment 1)
The following is a summary of the newly negotiated terms between the parties:
General Provisions
3.2 Grievance Procedure: Step III will be treated as a mediation.
3.3 Binding Arbitration: Written reprimands shall be settled at Step III.
Page 1091 of 1288
Pension
7.24 Pension:
• Pension- Allow a window of opportunity (7/1/2021 to 9/30/2021) for all BU members to
purchase up to two years creditable service with in increments of 3% up to a maximum of 6 %
multiplier for military service and/or prior county or municipal fire service. Can only be used if the
employee completes 10 years of service. Sick and or annual leave can be used for the
purchase. Future employees can exercise this option within the first twenty-four months of
employment. Current employees who have previously purchased past credit up to the two years
may not use this option.
• Vesting- Increase from 5-10 years
•Age to collect- Once benefit reaches 85%, no age requirement.
• Same as IAFF
Cost-Of-Living Adjustments (COLA)
8.1 Wage Increases:
• 0% October 2018
• 1% April 1, 2020
• 1% April 1, 2021
Other Economic Items
8.7 Holidays: members working midnight shift on Christmas and New Year's Eve should also be
paid.
8.9 Sick and Vacation Leave Accrual and Payment on Termination: Sick leave increased at
termination 600 hrs. to 620 hrs.
8.15 On Call Pay(NEW): 2.5% incentive pay for those employees designated as on call status.
Elimination of I SAP and Telephone Calls.
8.22 Forced Holdover: Double time for all unplanned hours forced to work OT or unplanned
extensions of planned OT. City to give 14 calendar day notice whenever practical for planned
event OT. Does not apply to planned OT or extensions of regular shifts.
8.27 CJ STC Police Instructor Incentive Pay: 2.5% incentive pay (Max limit went from 50
employees to 75).
Page 1092 of 1288
8.32 CJ I S Pay (NEW): incentive pay for certification (all qualify). 2% upon ratification and 2% in
April 2020 for a total of 4%.
8.33 Crisis Intervention Team (CIT) (NEW): 2.5% incentive pay for crisis intervention team
training. Employee must be vested to be eligible.
8.34 Marine Pay (NEW): 5% (same as Fire)4 Officers and 1 Sgt.
11.1 Safety and Health: Cooper test incentive pay went from $50 to $75 per pay period.
Miscellaneous Items
Article 9 Health Trust Contributions:
• Future annual increases to the City monthly contributions will be made based upon the Annual
Segal Health Plan Cost Trend Survey for Open Access PPO/POS Plans. Note in Fiscal Year
2018/2019 this resulted in a savings of $756,000.
• FOP Health Trust Fund shall provide the audited financial Statements from the TRUST CPA
on an annual basis but not later than March 1st of each calendar year.
Article 16 Promotions: Sgt exam eligibility increase from 4 to 6 years of service plus reopener
for discussions of other procedural changes.
CONCLUSION
The Administration recommends adoption of this Resolution. Exhibit A to the resolution is a
copy of the proposed labor agreement.
FINANCIAL INFORMATION
The terms and conditions of the proposed three-year labor agreement between the City and
FOP assumes an estimated impact of $($266,000.00) for FY 2018/19; $2,434,300.00for FY
2019/20; $2,131 ,300.00 for FY 2020/21. The total estimated three-year impact is
$4,565,600.00.
Legislative Tracking
Human Resources
ATTACHMENTS:
Description
❑ Reso
❑ Exhibit A
❑ FOP Contract Red Lined
Page 1093 of 1288
AGREEMENT
BETWEEN
CITY OF MIAMI BEACH, FLORIDA
and
MIAMI BEACH FRATERNAL ORDER OF POLICE
WILLIAM NICHOLS LODGE NO.8
Period Covered
October 1,20185 through September 30,20-1-82021
Page 1095 of 1288
TABLE OF CONTENT Commented IAi]:Adjust table of contents when
PAGE NUMBER finished with language
AGREEMENT&PREAMBLE 1
ARTICLE 1. RECOGNITION 2
ARTICLE 2. DEDUCTION OF DUES 3
Section 2.1. Check-off 3
Section 2.2. Legal Services Trust Fund 3
Section 2.3. Indemnification. 4
ARTICLE 3. GRIEVANCE PROCEDURE 5
Section 3.1. Definition of Grievance and Time Limit for Filing 5
Section 3.2. Grievance Procedure 5
Step 1 5
Step 2 5
Step 3 6
Section 3.3. Binding Arbitration 6
Section 3.4. Authority of Arbitrator 6
Section 3.5. Expenses of Arbitration 7
Section 3.6. Processing Grievances 7
Section 3.7. Election of Remedies 7
Section 3.8. Probationary Period 7
Section 3.9. FOP Grievance Committee 8
Section 3.10.Waiver of Time Limitations or Steps 8
ARTICLE 4. NO STRIKE AND NO LOCKOUT 9
Section 4.1. No Strike 9
Section 4.2. No Lockout 9
ARTICLE 5. MANAGEMENT RIGHTS 10
ARTICLE 6. POLICE EQUIPMENT 11
ARTICLE 7. HOURS OF WORK AND OVERTIME 12
Section 7.1. Purpose 12
Section 7.2. Normal Workweek 12
Section 7.3. Four-Day Workweek 12
Section 7.4. Weekly Overtime 12
Section 7.5. Distribution of Overtime Opportunity 13
Section 7.6. No Pyramiding. 14
FOP-ii
Page 1096 of 1288
TABLE OF CONTENT
PAGE NUMBER
ARTICLE 8. WAGES AND FRINGE BENEFITS 15
Section 8.1. Across-the-Board Wage Increases 15
Section 8.2. Police Vehicle Policy 15
Section 8.3. Compensation Plan 17
Section 8.4. Step and Longevity Increases 18
Section 8.5. Shift Differential 18
Section 8.6. Hazardous Duty Pay 19
Section 8.7. Holidays 19
Section 8.8. Vacation Benefits 19
Section 8.9. Sick and Vacation Leave Accrual and Payment on Termination 20
Section 8.10. Sick Leave Sell Back Program 20
Section 8.11 Bereavement 21
Section 8.12. Court Time Compensation 21
Section 8.13. Out-Of-Classification Pay 22
Section 8.14. Standby Pay 22
Section 8.15. Call-In Pay, Investigative Supervisor Availability Pay (ISAP), and Telephone
Calls 22
Section 8.16. Sunglasses and Prescription Glasses 23
Section 8.17. Field Training Officer 23
Section 8.18. Injury Service Connected(ISC) 24
Section 8.19. Special Assignment Allowance 24
Section 8.20. Extra Weapon 25
Section 8.21. Quality of Life 25
Section 8.22. Forced Holdover 25
Section 8.23. Pension 25
Section 8.24. Premium Pay Supplement Contingent Upon the Department Obtaining and
Maintaining Certain Accreditations 34
Section 8.25. Buyback of Probationary Time 34
Section 8.26. "Me Too"with the IAFF 34
Section 8.27. CJSTC Police Instructor Incentive Pay 35
Section 8.28 Second Language Pay 36
Section 8.29 Arson Investigator(Certified) 36
Section 8.30 Arson Investigator(Trainee) 36
Section 8.31 Drug Recognition Expert(DRE) 37
ARTICLE 9. FOP HEALTH TRUST 38
Section 9.1. 38
Section 9.2. 40
Section 9.3. 41
Section 9.4. 41
FOP-iii
Page 1097 of 1288
TABLE OF CONTENT-continued
PAGE NUMBER
Section 9.5. 41
Section 9.6. 41
Section 9.7. 42
Section 9.8. 42
Section 9.9. 42
Section 9.10. Post Employment Health Program(PEHP) 42
Section 9.11. 42
ARTICLE 10. EDUCATIONAL LEAVE AND TUITION REFUND 44
ARTICLE 11. GENERAL PROVISIONS
Section 11.1. Safety and Health _ 45
Section 11.2. FOP Activity and Non-Discrimination 45
Section 11.3. Reduction In Work Force 45
Section 11.4. Uniforms and Clothing Allowance 46
Section 11.5. Disclosure of Records 46
Section 11.6. Transfers 47
Section 11.7. Meeting Between Parties 47
Section 11.8. Negotiating Sessions 47
Section 11.9. Job Descriptions 47
Section 11.10. Defense of Members 47
Section 11.11. Personnel Rules and Departmental Manual 48
Section 11.12. Incorporation of Personnel Rules 48
Section 11.13. Medical Leave of Absence 48
ARTICLE 12. SEPARABILITY 49
ARTICLE 13. TIME BANK 50
ARTICLE 14. DRUG TESTING 52
ARTICLE 15. DISEASE PRESUMPTION 55
ARTICLE 16. PROMOTIONS 57
Section 16.1. 57
Section 16.2. 57
Section 16.3. 57
Section 16.4. 58
Section 16.5. Seniority Points 58
Section 16.6. Education Points 58
Section 16.7. Book Committee 59
FOP-iv
Page 1098 of 1288
TABLE OF CONTENT-continued
PAGE NUMBER
Section 16.8. Written Test Scoring 59
Section 16.9. Assessment Center Test Challenges 60
Section 16.10. 60
Section 16.11. 60
Section 16.12 Promotional Eligibility for Employees Under Investigation 61
ARTICLE 17. FOP PRESIDENT 62
Section 17.1. 62
Section 17.2. 62
Section 17.3. 63
ARTICLE 18. COMPENSATORY TIME 64
ARTICLE 19. ENTIRE AGREEMENT 65
ARTICLE 20. TERM OF AGREEMENT 66
ELECTION OF REMEDY FORM 67
HEARING EXAMINER RULES 68
APPENDIX A—COMPENSATION PLAN 70
FOP-v
Page 1099 of 1288
AGREEMENT
THIS AGREEMENT, made and entered into this _ day of , 20196, 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").
PREAMBLE
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 1,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:
FOP-1
Page 1100 of 1288
ARTICLE 1
RECOGNITION
The City recognizes the FOP as the sole and exclusive bargaining representative for the purpose
of wages, hours, and other terms and conditions of employment for employees in the following
classifications in the Police Department(hereafter"employees"):
Trainees
Police Officers
Sergeants of Police
Lieutenant of Police
Detention Officers
All other employees in other existing classifications are specially excluded.
FOP-2
Page 1101 of 1288
ARTICLE 2
DEDUCTION OF DUES
Section 2.1 —Check-off
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 biweekly 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 shall deduct the dues from the FOP members who have authorized such a deduction in
the following manner: Each member's biweekly wages shall be reduced by the amount equal to
one and one half percent (1.5%) of the annual minimum of the pay range of the Police Officer
Classification,divided by twenty-six(26)pay periods.
For example:
The current annual minimum for the Police Officer Classification is$53,309.01.
$53,309.01 x.015=$799.64/26=$30.76
$30.76 shall be deducted biweekly from the member's paycheck.
The FOP shall be responsible for advising the City of any change in the percentage of dues
calculation in writing. The City shall revise the calculation for each authorized deduction
whenever a change to the annual minimum of the pay range of the Police Officer Classification is
made,or whenever so notified in writing by the FOP of a change in the percentage.
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 check-offs by
four(4)and multiplying the product by seven cents($0.07). The City shall notify the FOP of the
amount owed no later than September 1 of each year. The FOP shall make payment 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 check-off list.
Section 2.2—Legal 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 biweekly 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)
FOP-3
Page 1102 of 1288
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 2.3—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 of any action taken or not taken
by the City under the provisions of this Article; provided, that the City will not be indemnified or
held harmless for any intentional tort. This indemnification is not intended to cover claims made
by,or on behalf of the FOP.
FOP-4
Page 1103 of 1288
ARTICLE 3
GRIEVANCE PROCEDURE
Section 3.1 —Definition of Grievance and Time Limit for Filing
A grievance is a dispute involving the interpretation or application 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, as provided herein. See Section 3.7 (Election of Remedies) for
procedures to be utilized in particular circumstances. No grievance shall be entertained or
processed unless it is submitted within twenty (20) workdays (excluding Saturday, Sunday, or
holidays recognized by the City)after the occurrence of the first event giving rise to the grievance
or within twenty (20) 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 3.2—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:
Step 1:The grievance shall be presented, in writing on the Grievance Form supplied
by the City, to the employee's unit or division commander or a designated
representative, who shall answer within five (5) workdays after such receipt.
The employee will also provide the FOP with a copy of said grievance.
Step 2: 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 Police Chief or his designee. The
Election of Remedy Form shall be completed and signed by the FOP and/or
the grievant, and attached to the Step 2 grievance. The Police Chief shall
discuss the grievance within ten(10)workdays with the employee and the FOP
grievance committee at a time designated by the Police Chief. If no settlement
is reached,the Police Chief shall give the City's written answer to the employee
and the FOP grievance committee within five (5) workdays following their
meeting.
Step 3: 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-5
Page 1104 of 1288
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 designee for Labor Relations within fifteen(15)workdays after the City's
answer in Step 2. A meeting between the City Manager or his designee,the
treated as a mediation, if resolution is not reached the parties will mutually
Manager or his designee for Labor Relations shall give the City's written
answer to the employee and the FOP grievance committee within fifteen(15)
.. . _ - -- ••- •e. Within fifteen (15) workdays after the
grievance is submitted is to HR,the parties shall confer to pick a neutral third-
party as a mediator.After the mediator is selected, the parties shall schedule a
mediation, which shall happen within thirty (30) workdays after the selection
of the mediator. The parties can agree to extend this deadline, and it is
understood that the selewcted mediator's schedule may require an extension.
The parties shall evenly split the costs of the mediator.The rules of mediation
that are applicable in the Florida Courts shall apply,in full. For the avoidance
of confusion, this means that anything and everything discussed during
mediation is confidential and may not be introduced in any other proceeding,
ever. This confidentiality provision shall be interpreted as inclusive. Both
parties must have a decision-maker present at the mediation. If the parties are
unable to resolve the matter at mediation the mediator shall declare an impasse.
Section 3.3—Binding Arbitration
If the grievance is not resolved in Step 3 of the grievance procedure, the FOP grievance
committee, • -- --•.. -•- - •- -• - - - •e e •- e • , _ . . - - -
grievance filed by the FOP,with the concurrence of at(east one employee of the named clam,or
if it is a grievance filed by the FOP on its own behalf,may refer the grievance to binding arbitration
within fifteen(15)workdays after receipt of the City's answer inin the declaration of impasse from
Step 3.The parties may select an arbitrator by mutual agreement. Nonetheless,The parties shall
and in the event the parties arc unable to agree upon an arbitrator within said fifteen (15), the
parties shall jointly request the Federal Mediation and Conciliation 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-the last party strikes shall be the arbitrator. The parties shall notify the
arbitrator of their selection and request the arbitrator's availability for a hear. 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.
FOP-6
Page 1105 of 1288
Written reprimands shall be settled at Step III.
Section 3.4—Authority 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 latcr,
• - ' -- - .. _ •. .-- - - •- .. •-
. _ ._. •_ _. _. _ . .. __ _ _ _ _ ither party may
elect to make a closing argument at the hearing.A party can BOTH make a closing argument and
submit a written brief.Written briefs shall be due on a date agreed to by the parties. The parties
may agree to extend the deadline for submission of written briefs,and the deadline for the decision
from the arbitrator.
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.
Section 3.5—Expenses of Arbitration
The fee and expenses of the arbitrator and the cost of a court reporter's attendance and written
transcript shall be divided equally between the City and the FOP; provided, however,each party
shall be responsible for compensating its own representatives or witnesses.
Section 3.6—Processing 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 3.7—Election of Remedies
Disciplinary actions may be grieved (1) under the grievance/arbitration provisions contained in
this Article or(2)to a Hearing Examiner,who shall be selected by utilizing the procedures outlined
in Section 3.3 of this Article. A grievance involving the interpretation or application of this
Agreement may be grieved solely under the grievance/arbitration provisions contained in this
Article. Grievances regarding certain non-disciplinary matters,such as disagreements as to the
FOP-7
Page 1106 of 1288
waiving or application of changes to personnel rules or other work rules or policies may be filed
via the Personnel Board procedures.
The decision of the hearing officer shall be final&binding. The cost of a Hearing Examiner shall
be borne by the City. Any proceedings before the Hearing Examiner shall be conducted pursuant
to the attached Hearing Examiner Rules.
Section 3.8—Probationary Period
Nothing herein shall in any way affect the discretion presently accorded the Police Chief 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
Chiefs discretion in this regard shall not in any way be subject to the grievance procedure set
forth herein. Newly hired employees shall remain in probationary status for twelve (12) months
after completion of the Field Training Officer (FTO) program and have no right to utilize the
grievance procedure for any matter concerning discharge, suspension or other discipline during
such period.
Employees promoted to the rank of Sergeant of Police or Lieutenant of Police shall remain in
probationary status for nine(9)months after completion of the Supervisor FTO program designed
by the Chief of Police,with input from the Union. In no event will the Supervisor FTO program be
longer than eight(8)weeks.
Section 3.9—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's designee for Labor Relations 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 unreasonably use other
departmental resources for the purpose of conducting grievance-related work.
Section 3.10—Waiver of Time Limitations or Steps
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.
FOP-8
Page 1107 of 1288
ARTICLE 4
NO STRIKE AND NO LOCKOUT
Section 4.1 —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 4.2—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.
FOP-9
Page 1108 of 1288
ARTICLE 5
MANAGEMENT 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 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 cigl cighty (804.g) 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 member fails. Reserve Officers shall
be compensated one dollar($1.00)per fiscal year. The cap on reserve officers can be adjusted
by mutual agreement of the City Manager or designee and FOP President.
Should the Department determine, in the discretion of the Chief with the concurrence of the FOP
President,to; utilize reserve officers to staff special events or other circumstances,such reserve
officers will be compensated by the City at the prevailing off-duty rate.
FOP-10
Page 1109 of 1288
ARTICLE 6
POLICE EQUIPMENT
The City agrees to issue equipment which includes four sets of class B and E uniform shirts and
pants or shorts on annual basis. Footwear,duty gear,department issued weapons,ammunition,
handcuffs, expandable batons, light and heavy jackets, rain gear and traffic templates, shall be
issued as needed. 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 will reimburse employees for the
cost of replacement of protective vests up to a maximum of$750.00,when needed. However,as
long as the City is a recipient of the U.S.Department of Justice Bulletproof Vest Partnership(BVP)
Grant, the City will reimburse employees for the cost of replacement of protective vests up to a
maximum of$1,000.00,when needed. If the City is no longer a recipient of the BVP Grant,then
the reimbursement rate shall be$750.00.
If the Department transitions to new or different types of equipment, all employees shall receive
the equipment and applicable training within one(1)year of the transition or within a reasonable
timeframe.
Necessary ammunition will be issued to each employee every twelve (12) months to guarantee
reliability of the ammunition.
Retiree Service Weapon
A bargaining unit member who retires in good standing from the City shall receive his/her service
firearm upon retirement or upon separation from the Police Officer Reserve Program, provided
that the member does not retire in lieu of termination. The Police Chief(or designee)shall have
the right to deny this benefit for any justifiable reason to be approved in conjunctions with the
Human Resources Director(or designee).
All bargaining unit members who retire due to in-service connected injuries/disabilities regardless
of creditable years of service with the City's Police Department shall be eligible to receive their
service firearm. Any sworn employee who retires and remains as a reserve police officer shall
receive his or her retiree weapon when they separate from the Police Officer Reserve Program.
Note: The Chief of Police may require the wearing of body armor at any time in response to
specific events or threats. When the Chief directs that it be worn, members will wear only body
armor authorized or approved by the Department. Members who do not have body armor will not
be required to wear any, until the Department either supplies it to them or reimburses their
purchased and approved body armor.
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ARTICLE 7
HOURS OF WORK AND OVERTIME
Section 7.1 —Purpose
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 7.2—Normal Workweek
The normal workweek shall consist of forty(40)hours per week and such additional time(subject
to Section 7.4 and 7.5 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 7.3 below,the City shall retain its right
to establish and modify normal work schedules.
Section 7.3—Four-Day Workweek
The City shall extend the present 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 thirty-two (32) weeks, measured non-consecutively from the
date of injury, on light duty on a 4-10 schedule, or to receive ISC payments for thirty-two (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.
Positions occupied by employees who are permitted to elect either a 4-10 or a 5-8 work schedule
shall continue on that basis.
Detention Officers shall continue to work a 5-8 work schedule.
Section 7.4—Weekly Overtime
Any member of the bargaining unit required to perform work outside of his/her regularly assigned
shift shall receive pay at time-and-one-half their current hourly rate, subject to the provisions of
the following paragraph.
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Effective upon ratification of this Agreement, Tthe parties understand and agree that Section
207(k)of the Fair Labor Standards Act Regulations shall apply to hours of work for employees
covered under this agreement. Accordingly, the normal biweekly work period shall consist of
eighty(80) hours in a fourteen (14)day period. Hours worked in excess of the eighty(80)hour
biweekly work period shall be compensated at the rate of one and one-half times the employee's
regular rate of pay;however,sick leave,excluding sick leave taken under the Family and Medical
Leave Act(FMLA)and court sick leave(only after having worked at least sixteen(16)consecutive
hours),shall not count as hours worked for purposes of overtime calculation. Leave without pay,
excluding leave taken under the Family and Medical Leave Act(FMLA),shall not count as hours
worked for purposes of overtime calculation. Hours worked on an off-duty assignment shall not
count as hours worked for purposes of overtime calculation. All other hours in paid status shall
count as hours worked for the purposes of overtime calculation.
Section 7.5—Distribution of Overtime Opportunity
a) Overtime is recognized as being of three (3) general types within the Police
Department:
1. Carry-over Overtime — Overtime for work carried over from an
employee's regular duty assignment (e.g., uniform officer on arrest;
detectives'on-going investigations). "Carry-over Overtime"shall not
be subject to equal distribution rules.
2. Staffing Overtime — Overtime due to staffing needs. Staffing
Overtime shall be distributed on a rotating basis, as equally as
practicably possible, among employees in the particular work unit
who are qualified to perform the particular overtime work, by
departmental seniority. The Staffing Overtime list must be
exhausted before returning to the top of the list.
Employees who are not in the particular work unit or division will not
be assigned to Staffing Overtime unless reasonable attempts to
assign employees from within the work unit or division have failed.
3. Special Event Overtime — Overtime for planned events or
assignments. Special Event Overtime shall be distributed on a
rotating basis, as equally as practicably possible, among all sworn
employees in the Department who are qualified to perform the
particular overtime work, by departmental seniority. The Chief of
Police will develop and maintain a list of recurring special events. The
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Union President will be notified of special event pre-action and post-
action meetings;his or her attendance is optional
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 Department level.
c) Pay for overtime work will be paid no later than two(2)full pay periods following the pay
period in which the overtime/court attendance slip is submitted and approved by the
employee's supervisor.
Section 7.6—No Pyramiding
Compensation shall not be paid more than once for the same hours with the exception of the
assignment of "guaranteed minimum hours" provided for in Section 8.12, entitled Court Time
Compensation, when the court time does not fall completely within the employee's regular shift
or assigned overtime shift. In contrast, if the court time completely falls within the employee's
regular or overtime shift, no guaranteed minimum court time hours shall be paid.
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ARTICLE 8
WAGES AND FRINGE BENEFITS
Section 8.1 -Across-the-Board Wage Increases
a) Effective with the first pay period ending in April of 2016October 2018, there shall be a
eae-zero percent (04%) across-the-board wage increase. This acro:r the board wage
increase shall increase the minimums and maximums of the pay rangos for those
b) Effective with the first pay period ending in July of 2017April 1,2020,there shall be a three
one percent(13%)across-the-board wage increase.This across-the-board wage increase
shall increase the minimums and maximums of the pay ranges for those classifications
covered by this Agreement.
c) Effective with the first pay period ending in July of 2018April 1,2021,there shall be a three
one percent (13%) across-the-board wage increase. This across-the-board wage
increase shall increase the minimums and maximums of the pay ranges for those
classifications covered by this Agreement.
Section 8.2-Police Vehicle Policy
In an effort to reduce the long-term costs to the City in maintenance, repairs and liability, a
take-home vehicle program will continue on a phased-in process to the extent that funds are
available in compliance with State and Federal law from the Police Confiscated Fund.
Bargaining unit members who are participants in the Take-Home Vehicle Program as of
October 1, 1997, shall continue in the Take-Home Vehicle Program as prescribed by the City
Commission approved Policy and the Department S.O.P. Thereafter, priority for allocation of
take-home cars shall be given to all eligible personnel by Departmental seniority.
To defray the operating expense incurred by the City as a result of the non-official use of take-
home vehicles,employees shall be assessed a user fee. The fee shall be based on the location
of their primary residence as shown below:
LOCATION BIWEEKLY FEE
Miami Beach -0-
Dade County(other than Miami Beach) $25.00
Broward County $30.00
Palm Beach County(as limited below) $45.00 or$75.00
The take-home vehicle program shall be available to any sworn officer who was hired before July
18th,2001 [the ratification date of 2000-2003 Agreement]who resides in Miami-Dade or Broward
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County. Except as stated in this section,the take-home vehicle program shall not be available to
any sworn officer who is hired on or after July 18th, 2001 [the ratification date of the 2000-2003
Agreement] (except police applicants in the background process)and resides outside of Miami-
Dade County but is available to a sworn officer who is living outside Miami-Dade County and
moves back to Miami-Dade County.
As of July 2010, there were one hundred ten (110) cars allocated in the take home vehicle
program for Broward County. Going forward,a number of vehicles to be determined(but no less
than one hundred ten(110)vehicles)by the mutual agreement of the Police Chief and the FOP
will be allocated for Broward County.
The four(4)police officers currently residing in Palm Beach County will be allowed to retain their
take home cars and will continue to pay at their current rates (i.e., the $45.00 or $75.00 that
applied to each of them respectively per the terms of the 2003-2006 Agreement)for their vehicles.
When each one of these four(4)employees separate from City employment,the number of Palm
Beach cars will be reduced as each employee leaves. Whenever one (1)of the four(4) Palm
Beach County cars is eliminated,the number of Broward County take home cars will be increased
by that same number.
Employees may not park their cars in a location so as to circumvent the restrictions outlined in
this section.
The Union agrees that each bargaining unit employee who is assigned a take-home vehicle will
purchase at his or her expense an extended non-owner coverage endorsement or non-owner
auto insurance coverage in the amount of at least$100,000,within 30 days of this effective date
of this agreement. In addition, the employee must maintain an extended non-owner coverage
endorsement or non-owner auto insurance coverage in the amount of at least$100,000,for so
long as he or she is assigned a take-home vehicle. Employees who are initially assigned a take-
home vehicle,subsequent to date of ratification of this agreement,shall be required to obtain and
maintain an extended non-owner coverage endorsement or non-owner auto insurance coverage
in the amount of at least$100,000,prior to vehicle assignment.Any employee without the required
insurance coverage, as stipulated herein, may have the take-home vehicle privilege revoked at
the City's discretion. If the insurance industry no longer provides the extended non-owner
coverage endorsement or non-owner auto insurance coverage,there will be a re-opener in order
for the City and Union to discuss the provisions set forth in this section only.
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Section 8.3—Compensation Plan
a) Entry Level Pay-Hired on or after October 1,1997
1. Police Officer
a) Non-Certified Hire -A newly hired, non-certified Police Officer will
be placed in the Police Officer Trainee Step 1 rate of pay while
attending the Police Academy and until he/she receives notification
of passing the State Certification examination. The pay period
following the notification of passing the State Certification
examination the bargaining unit employee will be placed in Police
Officer Trainee Step 2 rate of pay for the duration of his/her first
year of service. Upon completing his/her first year of service, in
accordance with Section 5 below, the bargaining unit employee
shall be placed in Step A.
b) Non-Florida Certified Hire Academy Required - A newly hired,
Non-Florida certified Police Officer who is required to attend the
Police Academy will be placed in the Police Officer Trainee Step 2
rate of pay while attending the Academy and until he/she receives
notification of passing the State Certification examination. The pay
period following the notification of passing the State Certification
examination,the bargaining unit employee will be placed in Police
Officer Trainee Step 3 rate of pay for the duration of his/her first
year of service. Upon completing his/her first year of service, in
accordance with Section 5 below, the bargaining unit employee
shall be placed in Step A.
c) Certified Hire with less than one (1)year of experience -A newly
hired Police Officer with less than one (1)year of experience who
is not required to attend the Police Academy shall be placed in the
Police Officer Trainee Step 3 rate of pay for his/her first six (6)
months of service and Step A for the duration of his/her first year of
service.
d) Certified Hire with or greater than one(1)year but less than three
(3)years of experience-A newly hired Police Officer with or greater
than one(1)year but less than three (3)years of experience shall
be placed in Step A for the duration of his/her first year of service.
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e) Certified Hire with or greater than three(3)years of experience-A
newly hired Police Officer with or greater than three (3) years of
experience shall be placed in Step B for the duration of his/her first
year of service.
2. Detention Officer
A newly hired Detention Officer will be placed in Step A of the pay scale for the
duration of his/her first year of service.
b) State Certification Re-examination—In the event a newly hired Police Officer who
is required to take the State Certification examination fails to pass said examination,
he/she shall be placed on a leave of absence without pay until such time as he/she
passes the State Certification examination. Said bargaining unit employee shall sign
up for the next scheduled examination in the State of Florida and take the examination
at his/her expense. In the event the bargaining unit employee fails the re-examination,
his/her employment with the City shall terminate.
Section 8.4—Step and Longevity Increases
All step and longevity increases shall become effective on the payroll period commencing nearest
the employee's anniversary date,as per current practice. A step increase shall be awarded based
upon the employee receiving a satisfactory evaluation during that rating period, as per current
practice.
Effective October 1, 2015, one (1) additional step (Step I) shall be added to the maximum pay
range for the classification of Detention Officer. The additional step will increase the maximum of
the range for the aforementioned classification by five percent(5%).The minimum pay range shall
remain as is and there shall be no immediate pay increase for any employees.Those employees
at the maximum of the range(Step H)as of October 1,2015,will move into the new step(Step I)
on October 1,2015,with their anniversary date remaining unchanged.Thereafter,any employee
in the aforementioned classification who is at the maximum step of the range, (Step H),shall be
eligible to proceed to Step I upon reaching his or her next anniversary date.
v
Section 8.5—Shift Differential
At the time this Agreement was executed, the City maintained three standard shifts of work to-
wit:a first shift starting at approximately 11:00 p.m.;a second shift(also called"Day Shift")starting
at approximately 7:00 a.m.; and a third shift (also called "Afternoon Shift") starting at
approximately 3:00 p.m.
If the City rearranges the shift scheduling or establishes any new shift,shift differential pay shall
follow the below formula based on the time period in which a majority of hours are worked by the
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employee. If a majority of the non-standard shift hours are after 3:00 p.m.,all the shift differential
pay for all post 3:00 p.m. hours, effective October 1,2006,shall be seventy-five cents($.75)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,effective October 1,2006 shall be one dollar($1.00)per hour.However,
effective September 30,2015,if a majority of the non-standard shift hours are after 3:00 p.m.,the
shift differential pay for all post 3:00 p.m.hours shall be fifty cents($.50)per hour,which shall be
added the employee's hourly rate;and if a majority of the non-standard hours are after 11:00 p.m.,
the shift differential pay for all post 11:00 p.m. hours shall be seventy-five cents($.75)per hour,
which shall be added to the employee's hourly rate.
Section 8.6—Hazardous Duty Pay
Effective April 1, 2015, - -••e = - - -• •• '• --••-• - - e e.• '
- •- - -- - - - - - U.!e __ . . Effective October 1, 2017,
All employees covered by this Agreement,shall receive hazardous duty pay in the amount of chall
be increaccd to one hundred twenty-five dollars($125)per pay period. Hazardous Duty Pay shall
not be considered as pensionable earnings.
Section 8.7—Holidays
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.
Employees shall be paid double time for all hours worked on a holiday. Employees whose
regularly scheduled day off falls on a holiday shall be given another day off.
The following holidays shall be recognized as follows:
Holidays Recognized Date
New Year's Day* January 1
Independence Day July 4
Veterans Day November 11
Christmas Day" December 25
*Effective the first full pay period upon ratification, members working midnight shift on
Christmas Eve and New Year's Eve shall also be paid double time for all hours worked.
Section 8.8—Vacation Benefits
Consistent with applicable ordinances,the vacation benefits presently enjoyed by the employees
covered by this Agreement shall continue. Employees shall be allowed to take vacation time off
upon completion of their entry FTO program.
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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 the next calendar year pursuant to existing rules 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.This Section shall not apply to
sick leave accumulation.
Section 8.9-Sick and Vacation Leave Accrual and Payment on Termination
Effective upon ratification of this agreement, aAll employees covered by this Agreement shall,
under applicable ordinances,rules,and regulations,be allowed to accrue no more than 500 hours
on an annual basis,and,except in accordance with provisions for postponement of vacation leave
as set forth in Article 8,Section 7,of this Agreement;be 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, no more than 620 hours vacation leave and seventy-five
percent one half(44275°/0) of sick leave to a maximum of 600-620 hours. Employees shall be
permitted to carry vacation hours over the five hundred (500) hour cap until March 31st of the
following year.
a) All members covered under this Agreement shall be entitled to a termination payout of
ono halfsevent five tercent (1/275%) of his/hor accrued sick leave up to a maximum
Section 8.10-Sick Leave Sell Back Program
An annual sick leave sell back program,payable on a dollar for dollar basis,has been established
and implemented as stated in this section,effective October 1,2013. The annual sick leave sell
back period shall cover each fiscal year,from October 1st to September 30th. Payments for each
annual sick leave sell back period will be made in the last pay period in November after the closing
of the applicable sell back period.
The sick leave sell back program will allow qualified employees to sell back their annual sick leave
accrual during the sell back period,minus any sick and emergency vacation leave utilized during
the same period,to be reduced on an hour for hour basis. • _ ' - e_ :_ , e :,Eemployees
who have completed twenty(20)years of service or more, before the start of the applicable sell
back period,may sell back up to 136 hours minus any sick and emergency vacation leave utilized
during the same period,to be reduced on an hour for hour basis. Leave utilized under the Family
and Medical Leave Act(FMLA)shall not reduce the sick leave sell back amount.
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In order to qualify for participation in the sick leave sell back program,employees must: (1)Have
been employed by the City throughout the entire sick leave sell back period being measured;and
(2)Maintain at least three hundred(300)hours of combined accumulated sick and vacation leave,
after each sell back date. Employees who have completed five(5)years of service or less,before
the start of the applicable sell back period, must maintain at least two hundred (200) hours of
combined accumulated sick and vacation leave, after each sell back date.The sick leave hours
sold back as part of this program cannot cause the employee's accumulated sick and vacation
leave to fall below the aforementioned minimum established thresholds.
Section 8.11—Bereavement
When there is a death in the immediate family (mother, father, grandparents, grandchildren,
current spouse's parents, brother, sister, current spouse, children or stepchildren or domestic
partner as defined in the Domestic Partner Leave Ordinance of an employee), he or she shall be
allowed four(4)days off for each death for the purpose of making arrangements and/or attending
the funeral,without loss of pay and without charge to accrued sick leave or vacation days of said
employee.At his or her request,the employee shall be provided two(2)additional work days off,
which shall be charged to the employee's accrued sick or vacation leave bank. In such
circumstances,additional time off may be granted at the discretion of the Police Chief,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 Police Chief.
The City shall be responsible for funeral expenses for any employee killed in the line of duty, up
to a maximum of$20,000.
Section 8.12—Court Time Compensation
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:
a) During an employee's off-duty hours, a minimum of four (4) hours per day shall be
guaranteed until September 30, 2015, at which time the minimum hours per day shall
decrease to three and one-half (3 '/) hours. However, if an employee's first court
appearance begins within one (1) hour of the start of his/her regularly assigned shift or
ends within one(1)hour after the end of his/her regularly assigned 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 four hours (or two hours if the initial
two-hour minimum was in effect).
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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 six hours (or four hours if the initial two-hour
minimum was in effect).
d) No Pyramiding. Compensation shall not be paid more than once for the same hours.
Section 8.13—Out-of-Classification Pay
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 twe-three dollars
($3a00)higher than his/her regular rate;provided that this shall in no way constitute an 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. Effective October 1,2016,the amount shall increase to throe
dollars($3.00)per hour.
Section 8.14—Standby Pay
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 8.15—Call-In Pay, • • - • -• • - • - - - - ,On Call Pay,and
Telephone Calls
a. Call-In Pay
An employee who is called to perform work outside of his regularly assigned shift will be paid a
minimum of two(2)hours'compensation at the straight time hourly rate or time and one-half the
regular hourly rate, subject to the provisions of Article 7.4, Weekly Overtime, except when
contiguous to the employee's regular schedule.
b.On Call Pay
Effective the first full pay period upon ratification,employees who are designated as on call status
will receive a two and half percent (2.5%) supplement pay per pay
period on a monthly basis. 'e'e -• . - -- - - - - -• - - 'et'. -- . .
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Those designated as on call status include the following:
• Criminal Investigations Division
• Hostage Negotiations Team
• SWAT Techs
• Special Weapons and Tactics Team
• Tech Services
• PEU
• Homeless Resource Officers(HRO)
• Intelligence Unit
• PIO
• IA
• FOP President
• Traffic Homicide Investigators
• K-9
• Neighborhood Resource Officers
Members receiving this benefit must be available to the Department when called. Unreasonable
failure to respond when called may result in removal of this benefit for up to one year, at the
discretion of the Chief.
Investigative Supervisor Availability Pay is eliminated effective upon ratification of this Agreement.
c.Telephone Calls
Any off-duty employee who receives a telephone call from a supervisor regarding a matter that
pertains to an investigation or incident arising from his/her most recent(last)work shift,shall be
paid a 30-minute minimum at straight time or time and one half the regular hourly rate,subject to
the provisions of Article 7.4,Weekly Overtime,for the first off duty call on a given day.Subsequent
calls that occur after the initial 30 minutes will be compensated in 30-minute increments not to
exceed two hours for allthe samo matters.
An off duty cmployoc assigned to the Criminal Invostigations Soction (CIS), Accidont
work related mattcr requiring intervention from the unit he/she is assigned to(limited to CIS,AIU
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day. A day shall commence at 12:00 AM and end at 11:59 PM. Subsequent calls shall be
the provisions of Article 7.1,Weekly Overtime,for the first off duty call on a given day.A day shalt
minute per minute basis for the duration of that day. The employee must keep a record of the
when the call was received.
Section 8.16—Sunglasses and Prescription Glasses
The City agrees to reimburse employees for the purchase or repair of sunglasses and prescription
eyeglasses with a maximum allowable reimbursement of one hundred fifty($150.00)dollars per
employee in a twelve (12)month period, when they are lost or damaged while the employee is
engaged in active police work such as arrests, pursuit, physical conflict or vehicular accidents.
Section 8.17—Field Training Officer
Bargaining unit employees who are assigned to the Field Training Officer(FTO)program by the
Police Chief shall receive five percent(5%)of their base rate of pay on a biweekly basis,for as
long as they are assigned to the program. The Chief of Police will assign, reassign, or remove
FTOs at least annually. The Police Chief, or his/her designee, in his/her sole discretion, may
assign Officers to Field Training Officer(FTO)assignment.
Section 8.18—Injury Service Connected(ISC)
For two (2) sixteen (16) week periods, 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:
a) While on duty and entitled to be paid by the City;or
b) While reasonably exercising police officer functions within the City limits of Miami Beach
while off duty;or while working a departmentally sanctioned off-duty job;or
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c) While exercising police officer functions when there is a physical danger to a person and
the employee takes reasonable action off duty in the state of Florida;or
d) When operating a City vehicle, being duly authorized to do so by the City; or while on a
reasonably direct travel route to or from work and home in their private vehicle while within
the City limits.
e) 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.
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 ISC 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 8.19—Special Assignment Allowance
Employees assigned on a permanent basis to motorcycles or the training unit shall receive a
special assignment pay of five percent(5%)of their base pay.
Employees assigned to work a 5-8 shift shall receive a special assignment pay of two and one-half
percent(2 '%%). Employees who are on 5-8 light duty because of non-service connected injury
or illness shall not receive the special assignment pay. Employees 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 injury service connected light duty
employee takes off work and receives ISC payments,the employee will not receive the two and
one-half percent(2-1/2%)special assignment pay for time not worked.
Section 8.20—Extra Weapon
Employees will be allowed to carry a concealed,extra weapon while on duty,as approved by the
range master.
Section 8.21 —Quality of Life
The City agrees to continue a Quality of Life Program. The Quality of Life supplement pay shall
be $6726.00 per pay period for those employees participating in the program., u ntil the first f ll
pay period beginning after October 1, 2014,when the supplement shall decrease to$26.00 per
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The Police Chief or his designee shall develop certification requirements which employees must
meet to be eligible for any Quality of Life supplement payments. The Quality of Life supplement
will be made available to all qualifying Bargaining Unit Members.
Section 8.22—Forced Holdover
If an employee is forced to stay beyond the hours of his/her regular shift-such additional hours
will be paid at double the regular rate.—This provision applies to minimum staffing or mandatory
overtime as a result of being forced to stay beyond the hours of a pre-planned shift due to a
special event:••_•_ee _ -•'•e -- _ __ -. • _ _• __ _
not include unexpected or special events such as, hurricanes or other acts of Cod,
• _• . _ , .e_ - -• _. This provision does not include unexpected
occurrences such as natural or manmade disasters. The City will give a fourteen (14)calendar
day notice whenever practical for planned overtime events. This does not apply to unplanned
overtime or extensions of regular shifts. Forced Holdover will not be subject to the provisions
contained in Article 7.4 Weekly Overtime calculations.
Section 8.23—Pension
The pension benefits as they currently exist shall continue, except that the City shall amend the
pension plan upon ratification of this Agreement, to provide the following benefits for plan
members who retire on or after September 30,2013(except as otherwise specified below):
A. Military Buy Back:Upon completion of five(5)years of creditable service under the
pension system, (ten years for members hired after ratification of this agreement),
members may purchase additional creditable service under the system for up to
two(2)years of prior military service,in increments of up to three percent(3%)per
year of service for a maximum additional multiplier of six percent(6%),purchased
at ten percent(10%)or ten and one half percent(10.5%), (for new hires required
to contribute 10.5% to the plan as set forth in sections G and H herein), of
pensionable salary during the 12 calendar months immediately preceding the date
of such purchase; for each year of military service purchased, with the cost
prorated for fractional years of service. For purposes of this purchase, an
employee may use the value of accrued sick and/or annual leave, valued at the
employee's hourly rate at the time of purchase.Such purchased creditable service
will be available for use as a benefit, including for purposes of reaching normal
retirement eligibility. In no event may the purchased service be used for purposes
of vesting credits.
The purchase of additional military service must be completed within twenty-four
(24) months following a member's completion of five years of creditable service
under the pension plan (ten years for members hired after ratification of this
agreement). If a member does not complete the purchase within the twenty-four
(24)month period,he/she shall not be eligible for the purchase in the future.These
provisions shall be applicable upon attaining ten (10)years of creditable service
under the Miami Beach Police/Fire Pension plan for employees hired on or after
ratification of this agreement.
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Prior Police Service Buy Back: Upon ratification, all bargaining unit employees
shall have a window between July 1, 2021 and September 30, 2021 in which to
purchase up to two years creditable service in increments of up to three percent
per year of service for up to two years of prior service. For purposes of determining
credit for prior service, in addition to service as a police officer in this state, credit
may be given for federal,other state,or county service as long as such service is
recognized by the Criminal Justice Standards and Training Commission within the
Department of Law Enforcement as provided in chapter 943 or the police officer
provides proof to the board of trustees that such service is equivalent to the service
required to meet the definition of a police officer. The creditable service shall be
purchased at 10% or 10.5% (for employees required to contribute 10.5% to the
plan as set forth in sections G and H herein)of pensionable salary during the 12
calendar months immediately preceding the date of such purchase;for each year
purchased. For purposes of this purchase, an employee may use the value of
accrued sick and/or annual leave valued at the employee's hourly rate at the time
of purchase,with the cost prorated for fractional years of service. In the event the
employee separates from employment after purchase of such creditable service
but prior reaching 10 years of creditable service,the employee shall be reimbursed
amounts paid in. Such purchased creditable service will be available for use as a
benefit, including for purposes of reaching normal retirement eligibility, upon
completion of 10 years of creditable service under the pension system.In no event
may the purchased service be used for purposes of vesting credits.
Non Prior Service Buy Back: Upon ratification, all bargaining unit employees
shall have a window between July 1, 2021 and September 30, 2021 in which to
purchase up to two years creditable service in increments of up to three percent
per year of service for a maximum additional multiplier of six percent (6%),
purchased at 10% or 10.5% (for employees required to contribute 10.5% to the
plan as set forth in sections G and H herein)of pensionable salary during the 12
calendar months immediately preceding the date of such purchase;for each year
purchased. For purposes of this purchase, an employee may use the value of
accrued sick and/or annual leave valued at the employee's hourly rate at the time
of purchase. Such purchased creditable service will be available for use as a
benefit upon completion of 10 years of creditable service under the pension
system. In the event the employee separates from employment after purchase of
such creditable service but prior reaching 10 years of creditable service, the
employee shall be reimbursed amounts paid in. In no event may the purchased
service be used for purposes of vesting credits.
The total amount of creditable service available for purchase shall not exceed a
total two years(6%)for any combination of the above buy back options, or when
an employee has participated in a prior by-back in the Miami Beach Police/Fire
Pension system of six percent(6%)or more.
B. All compensation for work performed pursuant to Off-Duty Assignments, as
outlined in the Department's Standard Operating Procedures (SOP's), shall be
included in a member's salary for pension purposes, and shall be used in the
calculation of member contributions and benefits. Provided, in no event shall
overtime pay and/or off-duty pay,exceed the caps presently specified in the Miami
Beach Police and Fire Pension Ordinance. Overtime in excess of 300 hours per
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year or payments for unused sick and and/or vacation leave may not be included
in compensation for pension purposes.
C. DEFERRED RETIREMENT OPTION PLAN (DROP)
1. Eligibility—Any active employee member of the Miami Beach Police and
Firefighters Pension Plan may enter into the DROP on the first day of any
month following the date upon which the employee first became eligible for
a normal service retirement,subject to the conditions expressed herein or
as modified from time to time.
2. Conditions of Eligibility — Upon becoming eligible to participate in the
DROP, an employee may elect to enter that program for a period not to
exceed sixty(60)months:however,employees who entered the DROP on
or before September 30,2015,may extend their DROP participation period
by twelve(12)months,for a total maximum DROP participation period not
to exceed seventy-two(72)months.Employees who entered the DROP on
or after October 1, 2015, but prior to the date of ratification of this
Agreement, may extend their DROP participation period by up to thirty-six
(36)months,for a total maximum DROP participation period not to exceed
ninety-six (96) months. Employees who enter the DROP on or after the
date of ratification of this Agreement will be subject to a total maximum
DROP participation period not to exceed ninety-six (96) months.
Notwithstanding,participation may not continue beyond that date when the
employee's combined years of creditable service and time in the DROP
equals four hundred and fifty-six (456) months. Provided also that
participation in DROP shall require the employee to complete and submit
the following prior to start of DROP payments.
a. Such forms as may be required by the Pension Board of Trustee's Plan
Administrator. Election in the DROP is irrevocable once DROP payments
begin.
b.A waiver and an irrevocable resignation from employment with the actual
date of termination being the date designated by the employee as the end
of his/her DROP participation. The administration and timing of execution
and delivery of the waiver and resignation forms shall meet the
requirements of the Age Discrimination in Employment Act and the Older
Worker's Benefits Protection Act, as same may be amended from time to
time.
c. Employees currently in the DROP,who meet the requirements set forth
in Sections 1 and 2 above, and elect to extend their DROP participation
period, must sign such forms as may be required by the Pension Board by
no later than September 1,2019.
3. Conditions of Employment for DROP Participants — Employees shall
be subject to termination of employment while in DROP to the same extent
as they were in their pre-DROP status. A person who has elected the
DROP remains an employee during the DROP period and receives all the
benefits of being an employee during the DROP period,except any form of
pension contribution.
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4. Effect of DROP Participation
a. An employee's credited service and his/her accrued benefit under the
Pension Plan shall be determined on the date of his/her election to
participate in the DROP first becomes effective.
b. The employee shall not accrue any additional credited service while
he/she is a participant in the DROP, or after termination of participation in
the DROP.
c.A DROP participant is not eligible for disability benefits from the Plan.
d.An employee may participate in the DROP only once.
e. Effective with the start date of an employee's DROP participation,
contribution to the Pension Plan by the employee and the normal cost
contribution to the Pension Plan by the City, on behalf of the employee,
shall cease.
5. Payments to DROP Account.A DROP account shall be created for each
member who elects to participate in the DROP. A DROP account shall
consist of amounts transferred to the DROP from the Plan, which include
the monthly retirement benefits, including any future cost of living
increases,that would have been payable had the member elected to cease
employment and receive a normal retirement benefit upon commencing
participation in the DROP, and earnings on those amounts. With the
exception of those employees who enter the DROP on or after September
1,2012,through September 29,2013,shall continue to receive a zero(0%)
cost of living adjustment for the third (3rd) and fourth (4th) annual
adjustment dates, regardless of whether the employee remains in the
DROP for the applicable maximum participation period.
a. Employees who entered the DROP on or before September 30, 2015,
and who choose to extend their DROP participation period by up to twelve
(12) months, shall receive a zero (0%) retiree cost of living adjustment
(COLA) for their sixth (6th) annual adjustment date. If these employees
choose to extend their DROP participation period and separate from
employment with the City at any time within the sixth (6th) year, they will
not receive a retiree COLA on the sixth (6th)annual adjustment date, but
will receive a retiree COLA on the seventh (7th) annual adjustment date
and all annual retiree COLAs thereafter.
b.Employees who entered the DROP on or after October 1,2015,but prior
to the date of ratification of this Agreement, who choose to extend their
DROP participation period by up to thirty-six (36) months shall receive a
zero(0%)retiree COLA for their sixth (6th),seventh(7th),and eighth(8th)
annual adjustment dates. If these employees separate from employment
with the City at any time within the sixth(6th),seventh(7th),or eighth(8th)
year in DROP, they will not receive a retiree COLA on the annual
adjustment date following their separation of employment with the City,but
will receive all annual retiree COLAs thereafter.
c. Employees entering the eight (8) year DROP on or after the date of
ratification of this Agreement shall receive a zero (0%) retiree COLA for
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their sixth(6th),seventh(7th),and eighth(8th)annual adjustment dates. If
these employees separate from employment with the City at any time within
the sixth (6th), seventh (7th), or eighth (8th) year in DROP, they will not
receive a retiree COLA on the annual adjustment date following their
separation of employment with the City, but will receive all annual retiree
COLAs thereafter.
d.Employees hired after the date of ratification of this Agreement who enter
the DROP shall receive a zero(0%)retiree COLA for their first(1st),second
(2nd), third (3rd), and fourth (4th) annual adjustment dates. If these
employees separate from employment with the City at any time within the
first(1st),second (2nd),third (3rd), or fourth (4th)year in DROP,they will
not receive a retiree COLA on the annual adjustment date following their
separation of employment with the City, but will receive all annual retiree
COLAs thereafter.
6. DROP Account Earnings
a.Members may direct their DROP money to any of the investment options
offered and approved by the Board.Any losses incurred by the participant
shall not be made up by the City or the Pension Plan.The selection of these
programs shall be made by the participant on forms provided by the Board.
Any and all interest and or earnings shall be credited to the participant's
DROP account.
b. A member's DROP account shall only be credited or debited with
earnings while the member is a participant in the DROP and,depending on
the DROP Account Payment Options selected, after the member dies,
retires,or terminates employment with the City of Miami Beach.
7. Payment of DROP Account Funds
Upon termination of a member's employment(for any reason, whether by
retirement, resignation, discharge, disability, or death), the retirement
benefits payable to the member or to the member's beneficiary shall be
paid to the member or beneficiary and shall no longer be paid to the
member's DROP account. In the event of the member's death, payment
shall be made directly to the member's beneficiary. No payments will be
made from the DROP account until the member terminates employment.
8. DROP Account Payment Options — Following the termination of a
participant's employment, the participant shall select one of the following
options to begin to receive payment from his/her DROP account. Said
selection shall occur no later than 30 days prior to the end of the DROP
participation period or within 30 days following the termination of a
participant's employment if said termination of employment occurs prior to
the end of the DROP participation period:
a. Lump Sum —All accrued DROP benefits, plus interest, shall be
paid from the DROP in a single lump sum payment.
b. Partial Lump Sum — A member designated portion of accrued
DROP benefits, plus interest, shall be paid from the DROP in a
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partial lump sum payment with the remainder being directly rolled
over into an eligible retirement plan.
c. Direct Rollover—All accrued DROP benefits, plus interest, shall
be paid from the DROP directly to the custodian of an eligible
retirement plan.
d. Other method(s)of payment that are in compliance with the Internal
Revenue Code and adopted by the Pension Board of Trustees.
9. Death of DROP Participant — If a DROP member dies before his/her
account balances are paid out in full,the participant member's designated
beneficiary shall have the same rights as the member to elect and receive
the pay-out options set forth in Paragraph 8,above. DROP payments to a
beneficiary shall be in addition to any other retirement benefits payable to
the beneficiary.
10. Administration of DROP Accounts
a. The Pension Board of Trustees shall make such administrative
rules as are necessary for the efficient operation of DROP but shall
neither create any rule that is inconsistent with the legislation
creating the DROP,nor any rule that would be a mandatory subject
of collective bargaining.
b. At all times,the DROP will be administered so that the Plan remains
qualified under the Internal Revenue Code and is in compliance
with the Internal Revenue Code and applicable laws and
regulations.
11. If any provision of this DROP should be found invalid, unlawful, or not
enforceable by reason of any existing or subsequently enacted legislation,
or by iudicial authority,or by an IRS regulation/ruling,the City and the Union
agree to meet within 30 days of such determination for the purpose of
negotiating a resolution to the invalid provision(s).
In the event that provisions of the Internal Revenue Code operate to limit
the benefit amount of employee coverage by the pension provision
incorporated in this Agreement to an amount less than set forth in the
pension Plan then the City and the Union shall negotiate a method to
compensate the affected employee for the difference between the normal
pension benefit and the limits allowed by the Internal Revenue Code
provided that no such resolution shall jeopardize the exempt status of the
Plan under the Internal Revenue Code.
12. A member who elects to participate in the DROP shall retain the earned
balance of accrued sick and vacation leave as of date of entry into the
DROP,and shall continue to earn sick and vacation leave during the DROP
period, in accordance with the stipulations set forth in the collective
bargaining agreement between the City and FOP.While in the DROP,the
member shall have the one-time option of receiving payment for accrued
sick and/or vacation leave, up to the maximum payout upon separation of
employment allowed by the collective bargaining agreement between the
City and FOP,provided that the employee shall retain at least one hundred
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twenty(120)hours of accrued sick leave after such payment.The one-time
election to receive payment of leave balances shall be made in any one
year of the DROP,by notifying the City no later than August 31 of that year.
Employees may request such payment prior to entry into the DROP, but
must be in the DROP at the time of payout. Payment will be made on the
second pay period of February of the following year. Upon final separation
from employment with the City, a member who has participated in the
DROP shall be eligible to receive payment for the balance of all accrued
sick and vacation leave as of the date of final separation, up to the
maximum provided in the collective bargaining agreement, as reduced by
the prior payout, if any. In no event shall payments for accrued sick or
vacation leave be included in a member's earnings for the purposes of the
plan.
D. Pension benefits for employees hired prior to July 14, 2010; all changes effective
September 30,2013, unless otherwise specified:
1. The benefit multiplier shall be three percent(3%)for each year of creditable
service for the first twenty(20)years of service, and four percent(4%)for
each year of creditable service after twenty(20)years of creditable service.
2. The normal retirement date shall be as provided in the current pension
plan,except that a member must attain the age of 47 to be eligible for"Rule
of 70"retirement or reach the 85%benefit cap, regardless of age.
3. The final average monthly earnings (FAME) shall be based on the
member's two (2) highest paid years of creditable service, prior to
retirement or separation from employment. Effective September 30, 2015,
the final average monthly earnings(FAME)shall be based on the member's
three (3) highest paid years of creditable service, prior to retirement or
separation from employment.
4. The retiree cost of living adiustment (COLA) shall be two and one half
percent(2.5%)annually.
5. The maximum pension benefit shall be 85% of pensionable income, with
the exception that any member who attains a benefit of 85%of pensionable
income or higher as of September 30, 2013, retains the maximum benefit
of 90%of pensionable income.
6. An employee shall be vested after completion of five(5)years of creditable
service.
7. Ten percent(10%)employee pension contribution.
E. Pension benefits for employees hired on or after July 14, 2010, but prior to
September 30,2013;all changes effective September 30,2013,unless otherwise
specified:
1. The benefit multiplier shall be three percent(3%)for each year of creditable
service for the first twenty(20)years of service, and four percent(4%)for
each year of creditable service after twenty(20)years of creditable service.
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2. The normal retirement date shall be as provided in the current pension
plan,except that a member must attain the age of 48 to be eligible for"Rule
of 70"retirement or reach the 85%benefit cap regardless of age.
3. The final average monthly earnings (FAME) shall be based on the
Member's three (3) highest paid years of creditable service, prior to
retirement or separation from employment.
4. The retiree cost of living adjustment (COLA) shall be one and one half
percent(1.5%)annually.
5. The maximum pension benefit shall be 85%of pensionable income.
6. An employee shall be vested after completion of five(5)years of creditable
service.
7. Ten percent(10%)employee pension contribution.
F. Pension benefits for employees hired on or after September 30,2013, but prior to
the date of ratification of this collective bargaining agreement:
1. The benefit multiplier shall be three percent(3%)for each year of creditable
service for the first twenty(20)years of service, and four percent(4%)for
each year of creditable service after twenty(20)years of creditable service.
2. The normal retirement date shall be as provided in the current pension
plan,except that a member must attain the age of 48 to be eligible for"Rule
of 70"retirement or reach the 85%benefit cap regardless of age.
3. The final average monthly earnings (FAME) shall be based on the
Member's five (5) highest paid years of creditable service, prior to
retirement or separation from employment.
4. The retiree cost of living adjustment (COLA) shall be one and one half
percent(1.5%)annually.
5. The maximum pension benefit shall be 85%of pensionable income.
6. An employee shall be vested after completion of five(5)years of creditable
service.
7. Ten and one half percent(10.5%)employee pension contribution.
G. Pension benefits for employees hired after the date of ratification of this collective
bargaining agreement:
1. The benefit multiplier shall be three percent(3%)for each year of creditable
service for the first twenty(20)years of service, and four percent(4%)for
each year of creditable service after twenty(20)years of creditable service.
2. The normal retirement age shall be 52; however, under "Rule of 70"
retirement, a member must attain a minimum age of 48 or reach the 85%
benefit cap regardless of age.
3. The final average monthly earnings (FAME) shall be based on the
Member's five (5) highest paid years of creditable service, prior to
retirement or separation from employment.
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4. The retiree cost of living adjustment (COLA) shall be one and one half
percent(1.5%)annually.
5. The maximum pension benefit shall be 85%of pensionable income.
6. An employee shall be vested after completion of five(5)years of creditable
service. Employees hired after the date of ratification of this agreement
shall become vested after completion of ten (10) years of creditable
service.
7. Ten and one half percent(10.5%)employee pension contribution.
8. Employees hired after the date of ratification of this agreement shall not be
credited with any prior creditable time in the Miami Beach General
Employee Pension Plan.
The pension breakdowns above are for illustrative purposes and do not encompass all pension
benefits afforded to respective members. The full itemization of pension benefits is available in
the plan summary for the Fire and Police Pension Plan, as well as the Fire and Police Pension
Ordinance.
Section 8.24—Premium Pay Supplement Contingent Upon the Department Obtaining and
Maintaining Certain Accreditations.
In recognition for obtaining and maintaining the accreditations described below, the following
premium pay supplements will be paid under the following terms:
a) All bargaining unit members shall be paid a premium pay supplement of$4020.00 per
pay period for as long as the Police Department maintains Accreditation by the
Commission on Accreditation for Law Enforcement Agencies (CALEA). Effective
September 30,2015,this supplement pay shall be reduced to$20.00 per pay period.
If either of the accreditations provided for in subsections (1)or(2)above are-is discontinued for
reasons unrelated to the action or inaction of bargaining unit members,then the supplement shall
continue.
Section 8.25. Buyback of Probationary Time. Employees hired prior to ratification of this
agreement may elect, by written notice served on the Board of Trustees, to receive creditable
pension service time for any or all of their time served as probationary police officers. In order to
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receive such creditable pension service time, employees should be allowed to purchase any or
all of such time through the use of accrued annual leave, sick leave, cash or any combination
thereof. In the event such purchase is not made within six months of successful completion of
probationary period, the amount paid shall include interest at the rate of three percent(3%) per
annum excluding first six(6) months. Effective upon ratification, all newly hired employees shall
participate in the pension plan upon date of hire.
Section 8.26—"Me Too"with the IAFF
The FOP reserves the right to a "me too" agreement with the IAFF should the City modify the
IAFF agreement on parallel issues,with the exception of Court time and Alternate Holiday Pay.
Section 8.27—CJSTC Police Instructor Incentive Pay
Effective with the first full payroll period beginning after September 30, 2010, Tthe City will pay,
under the terms stated in this section,an incentive pay of two and one-half percent(2.5%)of the
officer's base pay(as stated below)for up to a maximum of fifty seventy-five(7550)police officers
who obtain and maintain certification from the Criminal Justice Standards and Training Council
(CJSTC)as Police Instructors:
a) Effective upon ratification of this Agreement,nNo more than fifty seventy-five(7550)FOP
employees will be eligible to receive the two and one-half percent(2.5%)Police Instructor
Certification pay.
b) Additional FOP employees(up to the seventy-fivefifty-(7550)employees maximum)must
be qualified for the incentive pay by meeting all of the following requirements: (1) a
minimum of six (6) years of full-time experience as a certified law enforcement officer
employed by a State, County or Municipal Police Department; and (2) passing the
required CJSTC Police Instructor Training Course;and(3)have no record of disciplinary
action during the twelve(12)month preceding the date of application for the benefit_FOP
employees will qualify(not to exceed the fifty-seventy-five(7550)employee cap)on a first
come basis, based on the date of each employee's submission of the completed written
request to the Police Chief or designee.
c) Newly qualified FOP employees(up to the fifty-seventy-five(7550)maximum limit),shall
start receiving their two and one-half percent (2.5%) pay on the next payroll period
beginning after the FOP employee has submitted to the Police Chief (or designee) a
written request that includes a copy of the CJSTC Instructor Certification,and proof that
he/she has met all other requirements as set forth in this section.
d) Employees shall remain solely responsible for obtaining and maintaining a State Certified
CJSTC Certificate. All costs involved in obtaining and/or maintaining the certification
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shall remain the responsibility of the employee. Failure to have a current certification
shall constitute an automatic disqualification from the two and one-half percent (2.5%)
incentive pay.
e) The Chief of Police may remove an employee from the CJSTC certified police instructor
roster after two (2) incidents wherein the employee refuses or fails to train when
requested or exhibits poor performance as a trainer. Such removal from the roster shall
constitute an automatic termination of the two and one-half percent (2.5%) instructor
incentive pay. After the first incident wherein the employee refuses or fails to train when
requested or exhibits poor performance as a trainer, the Chief of Police shall provide
notice to the employee, with a copy to the Union, advising that the second incident will
result in his or her removal from the CJSTC certified police instructor roster and the
cessation of the concomitant incentive pay. After the second incident,the employee shall
be removed from the CJSTC certified police instructor roster and the concomitant
incentive pay shall be terminated,effective on the date of the second incident.
f)The value of the two and one-half percent(2.5%)incentive pay shall be determined based
upon only the base wage of the officer, i.e. no additional incentives or other extra payments
or benefits are included in the two and one-half percent(2.5%)pay. The total incentive pay
for the Police Instructor Certification benefit will remain at two and one-half percent(2.5%)
regardless of any additional certifications that the FOP employee may receive through the
CJSTC.
Section 8.28—Second Language Pay
Effective Octobor 1, 2017, Eemployees who are conversationally proficient in a second of the
following languages: Spanish, Creole, Portuguese, Hebrew, French, Russian, German,
Cantonese, Mandarin, Italian, Czech, Korean, or American Sign Language; shall be eligible to
receive second language pay equal to two and one-half percent (2.5%) of their biweekly base
pay. Proficiency will be determined by an employee obtaining a minimum rating of level 9 on the
"Speaking and Listening Assessment" test administered by ALTA Language Services, Inc. via
telephone and proctored by the Police Administration. The test may be scheduled with at least
seven(7)work days'notice to the Police Administration.The employee will bear the cost of paying
for the test. The employee will be subject to requalification for the pay supplement every five(5)
years. Second language pay shall not be considered as pensionable earnings.If ALTA Language
Services, Inc.,no longer administers the aforementioned types of tests,there will be a re-opener
in order for the City,with Union input,to select a new testing services provider.
Section 8.29—Arson Investigator(Certified)
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Effective October 1,2016,as designated by the Chief of Police, Eemployees who perform arson
investigation work, as designated by the Chief of Police,and are certified by the State of Florida
as arson investigators, shall receive an additional five percent (5%)of their biweekly base pay,
whenever assigned to perform arson investigation work.
Section 8.30-Arson Investigator(Trainee)
Effective October 1, 2016,as designated by tho Chief of Police,Eemployees who perform arson
investigation work,as designated by the Chief of Police, and are in the process of obtaining
their certification from the State of Florida as arson investigators,shall receive an additional two
and one half percent(2.5%)of their base pay whenever assigned to perform arson investigation
work.
Section 8.31 -Drug Recognition Expert(DRE)
Effective October 1, 2016, as designated by the Chief of Police, Eemployees certified as drug
recognition experts (DRE), as designated by the Chief of Police, shall receive an additional five
percent(5%)of their base pay upon receipt of their drug recognition expert certification.
Section 8.32-CJIS Pay
Effective the first full pay period upon ratification,employees who maintain their Criminal Justice
Information Systems (CJIS)certification shall have an additional two percent(2%)of their base
pay. Effective April 1, 2020, employees who maintain their Criminal Justice Information Systems
(CJIS)certification shall have an additional two percent(2%)of their base pay for a total of four
percent(4%).
Section 8.33-Crisis Intervention Team(CIT)
Effective the first full pay period upon ratification, employees who have already attended and
passed the 40-hour crisis intervention team (CIT)training shall receive an additional two and a
half percent(2.5%)of-their base pay(non-pensionable). Employees who attend this training after
ratification of this Agreement must-be vested in order to qualify for this pay. Employees who
qualify for this pay will have to attend refresher training as directed by the Chief of Police to
maintain their qualification for CIT pay.
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Section 8.34—Marine Pay
Eeffective the first full pay period upon ratification,any employee who is
aeskjna+odassigned to the marine patrol unit on a full-time basis on the marine unit shall receive
assignment pay equal to five percent(5%)of their biweekly base pay.
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ARTICLE 9
FOP HEALTH TRUST
Section 9.1 —
The City will continue to fund the current contribution amount for health care. As of January 1,
e •- _• . -• ••.• • • _. _ . . -:As of January 1,2019,the City's contributions
shall be:
Single: $662.19
Family: $1623.23
Single: $573.55
Family $1,105.96
Future annual increases to the City monthly contributions will be made based upon the Annual
Segal Health Plan Cost Trend Survey for Open Access PPOs/POS Plans.The increases shall be
effective January 1 of each year beginning January 1, 2020. In no event shall the City monthly
contributions be less than the prior year,even if the trend rate is negative.
Audited financial disclosure reports are to be presented from the Trust to the City Manager's
designee for Labor Relations no later than March 1st of each year.
The City will make payments to the TRUST by the 15th of the month for the previous month.
In future years,the City's contribution shall increase based on the Miami Beach Fraternal Order
of Police Incurance Trust Fund's annual coot projections based on claims experience and
H at the end of each calendar year, no later than February 1, the FOP will provide the
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the Trust inclusive of administrative costs. If the payments made by the City to the FOP Trust
exceeded the actual FOP trust increase for the prior year, then the excess amount paid by the
City for the prior year will be subtracted from any projected cost increase for the current year. If
the payments made by the City to the FOP Trust do not exceed the actual increase to the FOP
the current year. If the payments made by the City to the FOP Trust are equal to the actual FOP
Trust for the prior year, then there will be no reduction made to any projected cost increase for
City. In addition,there shall be no change to the formula used to calculate the ten month reserve
the health trust for that particular year will be based on the average percont increase of the actual
cost increase for the Trust for tho prior three(3)years,which shall not exceed the average of the
City's straight line averages for those three(3)years.
(City pays more than the {City pays less than the (City pays the same as the
actual cost) actual cost, but equal to the actual cost)
projected cost and the
straight line cap)
FOP Projected Cost 10% FOP Projected Cost 7% FOP Projected Coct 7%
City Straight line Average - - - - - - -- City Straight lint Average
7_% 746 7%
City pays 7% City pays7% City pays 7%,
Actual FOP Cost____5% Actual FOP Cost 10% Actual FOP Cost 7%
Credit to City 2% No Ne-change
(The City's straight line average is the cap in all cases.)
as of the date this contract is signed*.If plan design changes cause an increase in the Trust fund
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Financial disclosure reports are to be presented from the Trust to the City Manager's designee
for Labor Relations no later than July 1'-of each year. Such report must include the increase
percent identified by the Trust's plan consultant for the following City fiscal year. The City
understands that it will provide the final renewal rates prior to October 1 of each year. The Trust
- -- -- - -- -- ... •- - - - - - . •- - -- €Atotho
changes are under consideration and the City shall be allowed to send a ropresentative to that
purposes of that meeting.
The City will make payments to the TRUST by the 15' e •• ••.. • • •• .. - . ••.• •
odvanco amount. In the future,should the City cease payments to the TRUST,the TRUST shall
designs in effect for calendar year 2016.
In addition:
a) For all current retirees and active employees on the payroll as of the date of ratification
of this Agreement, all employees presently in the DROP, and all eligible dependents
under the current eligibility rules, the City contribution for those current retirees and
current employees who become future retirees for health coverage shall be equal to
the City's Health Trust contribution formula for active employees. Furthermore, the
contributions for those current retirees and current employees who become future
retirees and their eligible dependents shall be no less than the current value of the
contributions for active employees and their eligible dependents. This Agreement
shall be reduced to writing and made individual contracts and shall be vested benefit
throughout retirement.
b) Employees hired after July 14, 2010, who elect to be covered by the Miami Beach
Fraternal Order of Police Insurance Trust Fund Plan,to the extent they choose to have
medical benefits provided to them and their dependents during retirement, shall
receive a health insurance stipend in lieu of a City contribution to the Trust on behalf
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of those employees after their retirement.As of September 30,20189,the stipend shall
be a monthly payment equal to $2-74929.77 per each year of creditable service,
subject to an annual increase based on the Miami-Ft.Lauderdale All Urban Consumer
Price Index(U-CPI)as of September 30th of each fiscal year thereafter. Additionally,
upon separation of employment with the City,the individual's stipend shall continue to
be adjusted annually every September 30th thereafter.
Section 9.2—
a) All eligible employees and their dependents described in Section 7 shall be eligible to
enroll in the FOP Health Trust Plan and shall not be eligible to participate in the City Plan
during their employ or retirement for so long as the FOP Trust exists.
b) A non-bargaining unit sworn police officer who elects to enroll in the FOP 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:
1. Must be on the City Police Department Payroll at the time of enrollment;
2. Must be an FOP 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;
3. Must meet insurability criteria satisfactory to Trustees;and
4. Must make the election within thirty (30) days after appointment out of the
bargaining unit.
Section 9.3—
a) All covered employees and covered retirees shall be allowed to continue under the City's
Dental Plan as it may exist.
b) The City shall also contribute to the Trust the amount of premium it is paying for term life
insurance for covered employees and covered retirees.
Sesttrion9..T—
The City's Insurance Plan shall be responsible for the runoff of all claims incurrcd prior to the time
the FOP Health Trust Plan went into effect.
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Section 9.46 Health Trust Plan —
The City shall be provided with a copy of the FOP Health Trust Plan booklet and the Trust
Agreement, and any 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
eft st7
Section 9.56 Indemnification—
The FOP 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 administration of the FOP Health
Insurance Trust and Plan,except if the City's acts or omission give rise to its own liability.
Section 9.6Z Employment Eligibility—
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.
Section 9.78 Post Employment Coverage—
Employees covered by this Agreement who retire, resign,or are terminated by the City must be
vested in the Police pension plan at the time of such retirement,resignation or termination in order
to receive a contribution by the City towards his/her health insurance premium after such
retirement, resignation or retirement.
Section 9.89 Voluntary Benefits Plan—
Employees in the bargaining unit shall be eligible to participate in the City's voluntary benefits
plan,which may be modified by the City from time to time. The voluntary benefits plan shall be
administered by the City.
Section 9.949— Post Employment Health Program(PEHP)
Effective the first pay period ending in October 2013, all employees covered by this agreement
shall contribute twenty-five dollars ($25.00) biweekly to the Post Employment Health Program
(PEHP). Upon separation of employment from the City, or when participating in DROP,
employees covered by this agreement shall contribute ten percent(10%)of their accrued leave
payouts toward the PEHP. Any and all fees/costs associated with administering the PEHP shall
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be incurred by the FOP. In no event will the City incur any costs associated with this program.
Effective upon ratification of this Agreement, the Union shall determine the required employee
contribution to the PEHP. The Union will notify the City, in writing,when it desires to change the
required employee contribution amounts, including the effective date of the change. The Union
will provide the City with at least thirty(30)days'notice prior to making such changes.
Section 9.11
Effective upon ratification of this agreement, and for so long a period as the federal tax code
Ordinances.
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ARTICLE 10
EDUCATIONAL LEAVE AND TUITION REFUND
Subject to applicable Personnel Rules, leave ordinances and tuition practice administrative
procedures, 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.
Upon ratification of this Agreement,employees covered by the bargaining unit are eligible for the
tuition assistance program set forth in Resolution No. 2015-28891, adopted January 14, 2015,
which provides the following levels of benefit:
Six Credit hours per semester for a total of twelve credits per calendar year will be
reimbursed,as follows:
• Approved undergraduate, community college courses and non-credit/certificate
courses will be reimbursed as follows:
o 80%for courses in which the employee earns an A
o 60%for courses in which the employee earns a B
o 40%for courses in which the employee earns a C
• Approved graduate courses will be reimbursed as follows:
o 80%for courses in which the employee earns an A
o 60%for courses in which the employee earns a B
The levels of benefit identified above may be subject to change by the City Commission, but in
no event shall be less than the levels of benefit identified below:
One course per semester/trimester/quarter equivalent to three credits for a total of twelve
credits per calendar year will be reimbursed,as follows:
• Approved undergraduate community college courses and non-credit/certificate
courses will be reimbursed at an amount not exceeding$158.25
• Approved undergraduate university courses will be reimbursed at an amount not
exceeding$251.16
• Approved graduate courses will be reimbursed at an amount not exceeding
$531.15
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ARTICLE 11
GENERAL PROVISIONS
Section 11.1 —Safety and Health
The City and the FOP shall cooperate in matters of safety and health affecting the employees
covered by this Agreement.
Effective April 1, 2016, Aa voluntary law enforcement physical fitness assessment shall be
established,the components of which will be mutually agreed upon between the Police Chief and
the FOP President. Any employee covered by this Agreement who completes and passes the
challenge shall receive a supplement of$50 75 per pay period effective upon ratification of this
Agreement. The challenge will be administered by the Police Department. It will be administered
on an annual basis.An employee will have thirty(30)days from the anniversary of his completion
of the assessment to schedule the next assessment(for that year). Employees must complete
and pass the assessment each year in order to be eligible for continued receipt of the supplement.
Physical fitness assessment pay shall not be considered as pensionable earnings. Ga-a-eae-
time basis for the first assessment, employees who pass the assessment shall bo paid the
supplement retroactive to April 1,2016.
Section 11.2—FOP Activity 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 opportunity.
The parties will comply with the Americans with Disabilities Act.
Section 11.3—Reduction In Work Force
When there is a reduction in the work force, employees will be laid off in accordance with their
length of time in grade service and their ability to perform the work available and applicable
veteran's 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
seniority recalled first. Notice of recall shall be sent to the employee at the last known address
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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 considered 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 11.4—Uniforms and Clothing Allowance
The City will continue its present policy concerning uniforms.The uniformed personnel's monthly
maintenance allowance shall be sixty dollars ($60.00) per month for a total of$720.00 per year
to be paid out in twenty-six(26)biweekly payments.
For those sworn employees assigned to work in civilian clothes, they shall receive a monthly
allowance of eighty-five dollars($85.00)per month for a total of$1,020.00 per year to be paid out
in twenty-six(26)biweekly payments.
When transferred into the Criminal Investigation Unit or other unit requiring civilian clothes, the
City will advance the employee, at his/her request, the sum of four hundred twenty five dollars
($425.00)for the purchase of clothing. The employee affected shall agree to relinquish the eighty-
five dollar ($85.00) 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 reimbursable amount shall be collected at the
rate of eighty-five dollars($85.00)per month.
Section 11.5—Disclosure of Records
Employees will not have information contained within any of their files,including an Internal Affairs
file, 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, provided, however, that
information which is made confidential by State or Federal Statute shall not be disclosed except
in accordance with the requirements of law. 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
and the employee shall be notified in writing via the City's electronic mail system.
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Section 11.6—Transfers
It shall be the sole right of the Police Chief or his designee to transfer employees of the
Department. When a transfer is a change in an employee's unit 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 11.7—Meeting Between Parties
At the reasonable request of either party, the FOP President, or his representative, and the City
Manager, or his designee for Labor Relations, shall meet at a mutually agreed upon time and
place to discuss matters that require immediate discussion.
Section 11.8—Negotiating Sessions
Time and dates for negotiating sessions shall be mutually agreed upon. Up to six (6)on-duty
FOP representatives shall be permitted to attend negotiating sessions without loss of pay or
benefits if they were otherwise scheduled to work.
Section 11.9—Job Descriptions
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 President via electronic mail of any change in the job description of any
classification in this bargaining unit.
Section 11.10—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
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employment hereunder,and further providing that such judgment against the employee does not
result from the wanton and willful action of the employee.
Section 11.11 —Personnel Rules and Departmental 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.
The manual of the Police Department is provided and available to all employees in the department
electronically through PowerDMS and proposed changes in said manual will be supplied to the
President of the FOP or his designated representative before implementation and an opportunity
to discuss the changes will be afforded. Any changes to SOP's shall contain a detailed legislative
style description of the proposed changes.
Section 11.12—Incorporation of Personnel Rules
The parties agree that the City's Personnel Rules are incorporated by reference in this Agreement
and made a part hereof,except where a specific Rule is in conflict with the express language of
this Agreement,the language of the Agreement shall prevail.
Section 11.13—Medical Leave of Absence
After this Agreement is ratified,any employee requesting time off without pay as a Medical Leave
will be granted the time requested up to one(1)month,or longer at the Police Chief's discretion.
Employees may use any accumulated leave time or comp time during this leave.
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ARTICLE 12
SEPARABILITY
If any provision of this Agreement is held to be in conflict with any law as finally determined by a
court of competent jurisdiction, that portion of the Agreement in conflict with said law shall be
inoperative and subject to immediate renegotiation for a replacement provision,but the remainder
of the Agreement shall continue in full force and in effect.
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ARTICLE 13
TIME BANK
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 to be
used as follows: (a)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 membership,
and/or (b) by FOP members pursuant to Ordinance No. 1335, and pursuant to rules and
regulations to be established by the FOP that is not otherwise inconsistent with this article or
Ordinance No. 1335. The FOP President,along with the Police Chief(or designee)will establish
a committee of three(3)members whose purpose is to create the rules and regulations mentioned
in subpart b herein.The composition of the Time Bank Committee shall be determined as follows:
the FOP President shall appoint one (1) individual to serve on the Time Bank Committee; the
Police Chief (or designee) shall appoint one (1) individual that shall serve on the Time Bank
Committee and both the FOP President and the Police Chief shall jointly appoint one (1)active
FOP bargaining unit member to serve on the Time Bank Committee. 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. After review by the FOP
President or his representative,these cards are to be forwarded on a quarterly basis to the Police
Chief for his review, and if appropriate, approval. If approved, the Police Chief will then forward
this material to the Support Services Division,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 designee(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)days in advance of anticipated use. This form
shall also include the statement that:
"Upon deduction of time by the City,the undersigned officer agrees to hold the City harmless 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 Police Chief,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.
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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 computation,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)
employment by the City of Miami Beach within the meaning of Chapter 440, Florida Statutes, as
amended.
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ARTICLE 14
DRUG TESTING
a) All employees are subject to random,unannounced testing for use of substances as set forth
below. The use of legal controlled substances is permitted only when prescribed to the
employee by a licensed health care provider and is properly used by the employee.
b) Upon reasonable suspicion by a lieutenant or higher ranking officer, that an employee has
used a drug as defined in Florida Statutes Section 440.102(1)(c), as that section may be
amended or renumbered, and as listed herein; or has used alcohol in violation of any rule,
order, policy, procedure, or law; or has intentionally misused a legal controlled substance to
the extent that his or her job performance is affected,shall be directed and required to submit
to drug and alcohol testing.
c) Testing is subject to the following conditions:
1. An accredited,State licensed clinical testing laboratory will be selected by the City.A
split specimen will be taken. If the results are positive,and the employee challenges
the results, the second portion of the split specimen will be tested at another
accredited, State licensed clinical laboratory of the employee's choice and at the
employee's expense. One portion will be tested by each laboratory.All positive tests
for illegal or controlled substances shall be confirmed by Gas Chromatography Mass
Spectrometry(GC/MS)or equivalent testing method.
2. Testing for alcohol shall be by breath-testing unless the employee is or claims to be
unable to provide an adequate sample.In such a case,a blood test will be performed.
Any refusal by an employee to consent to the blood test will result in a positive result.
3. A breath alcohol level of 0.04 or higher and it's equivalent blood test outcome shall
constitute a positive result.Below are the substance categories tested for.
4. In all cases, the employee shall fully cooperate with testing, including executing any
release or authorization necessary for the City to obtain the tests results.
5. The employee must provide a usable specimen/sample.
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Drug Initial Test Level GC/MS Confirmation
Test Level
Amphetamine 1000 ng/ml 500 ng/ml
Barbiturates 300 ng/ml 150 ng/ml
Benzodiazepines 300 ng/ml 150 ng/ml
Cocaine metabolites 300 ng/ml 150 ng/ml
Marijuana metabolites 50 ng/ml 15 ng/ml
Methadone 300 ng/ml 150 ng/ml
Methaqualone 300 ng/ml 150 ng/ml
Methylenedioxyamphetamine 500 ng/ml 250 ng/ml
(MDA)Analogues
Opiates 2000 ng/ml 2000 ng/ml
Phencyclidine 25 ng/ml 25 ng/ml
Propoxyphene 300 ng/ml 150 ng/ml
d) Any positive test or any refusal to submit to testing or to cooperate with testing, including
executing releases or authorizations and providing multiple specimens if needed, may be
grounds for termination of employment.
e) This Article supersedes any agreement, memorandum of understanding, rule, procedure, or
order to the extent of any conflict therewith.
f) Last Chance Agreement
Effective upon ratification of this Agreement,lin the event an employee tests positive for either
drugs or alcohol as the result of a random or reasonable suspicion drug/alcohol test, the
following shall apply:
At the sole discretion of the City Manager,in consultation with the Police Chief,the employee
may be offered a last chance agreement; said agreement does not preclude concurrent
disciplinary action. If a last chance agreement is extended to the employee, after he/she is
cleared to return to work by a Substance Abuse Professional(SAP)to be selected by the City,
the employee shall be subject to unannounced testing administered by the City's Human
Resources Department,for a period of no longer than two(2)years.An employee may only
be eligible for one last chance agreement during his/her employment with the City. Employees
who test positive a second time for drugs or alcohol as the result of an unannounced, random
or reasonable suspicion drug/alcohol test,shall be terminated from employment with the City.
A Substance Abuse Professional is a licensed physician, psychologist, social worker,
employee assistance professional or certified addiction counselor with knowledge of and
clinical experience in the diagnosis and treatment of alcohol and controlled substance-related
disorders.
If an employee who is offered a last chance agreement has his/her certification revoked
through the Florida Department of Law Enforcement, he/she shall immediately be terminated
from employment with the Miami Beach Police Department and shall have no right to grieve,
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oppose the termination,and no right to any other position with the City.
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ARTICLE 15
DISEASE PRESUMPTION
A. Heart Disease 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. Nothing herein
shall be construed to be a waiver or limitation of any benefit provided under Florida Statute
112.18.
B. Infectious Disease Presumption
Effective October 1,2013,-Aany documented post-exposure condition or impairment of health
caused by Human Immunodeficiency Virus/ Acquired Immune Deficiency Syndrome
(HIV/AIDS), Hepatitis C, Pulmonary Tuberculosis or Meningococcal Meningitis shall be
presumed to have been accidental and to have been suffered in the line of duty, subject to
the following conditions, unless the contrary be shown by competent evidence.
To qualify for the presumption,the following criteria must be met:
There must be an on-the-job documented exposure that meets scientific standards or
criteria, and the significant on-the-job exposure must be stated, in writing, by a licensed
medical doctor. For example,contact with blood is not an exposure unless the employee's
skin,where the contact occurred,is not intact.Additionally,the person whose blood came
into contact with the employee's broken skin must have one of the blood borne infectious
diseases considered herein.
Current Employees:
1. Current employees must undergo a post-employment medical examination,
administered by a qualified medical doctor to be selected by the City. The results
must reveal no evidence of HIV, AIDS, Hepatitis C, Pulmonary Tuberculosis or
Meningococcal Meningitis. Employees who refuse to comply with this post-
employment examination requirement shall not be eligible for the presumption.
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2. Current employees shall be required to sign a City-approved medical release form
authorizing the physician to provide the examination results directly to the City.
New Employees
3. New employees, hired after ratification of this agreement, must complete a pre-
employment medical examination, administered by a qualified medical doctor to be
selected by the City,and the results must reveal no evidence of HIV,AIDS, Hepatitis
C, Pulmonary Tuberculosis or Meningococcal Meningitis.
4. New employees, whose test results reveal evidence of any of the aforementioned
infectious diseases,shall not be eligible for the presumption for the disease for which
they tested positive.
All current and new employees shall be tested at a health facility selected by the City. The
FOP Health Trust shall incur the cost associated with testing all current employees who are
members of the Health Trust;those employees who are not members of the Health Trust shall
incur the cost of their testing. The City shall incur the cost of testing all employees hired after
the ratification of this agreement.
All medical examination results,for both current and new employees,shall be released to the
City's Risk Manager.
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ARTICLE 16
PROMOTIONS
Section 16.1 —
Advancement to the ranks of Sergeant and Lieutenant shall be by examinations that measure the
knowledge, skills, and ability of personnel and by seniority. A promotional examination will be
given every two (2) years, unless the FOP President and the City Manager or his designee for
Labor Relations mutually agrees to some other schedule. Effective with the first test given after
ratification,the following revisions to Article 16 shall apply.
The City agrees to a reopener with the FOP on the testing process for promotions to Sergeant
and Lieutenant.
Section 16.2—
Eligible applicants for the promotional examination for Sergeant and Lieutenant shall be given a
two-part examination, consisting of a validated, written test, which shall comprise fifty percent
(50%) of the final examination score, and an Assessment Center. The Assessment levels shall
have a weight of fifty percent(50%)of the total score. The written portion shall be given first and
applicants for Sergeant or Lieutenant positions must successfully pass the written test with a raw
score of seventy percent (70%) to be eligible, at a later date, to take the Assessment Center
portion of the examination. Passing scores for the Assessment Center shall be set only by the
test developer. If there are not a significant number of minorities promoted after the next round
of promotional testing after the effective date of this Agreement, the parties will meet to review
the respective weights and re-negotiate the Article, if necessary.
Section 16.3—
All police officers who on the written test date have four (4) years of seniority from date of
appointment to Police Officer or Police Officer Trainee, and performance evaluations of
satisfactory or above for the preceding twenty-four(24)month period shall be eligible to take the
Sergeant's test. All Sergeants who on the written test date have two(2)years seniority from the
date of appointment as Sergeant and performance evaluations of satisfactory or above for the
preceding twenty-four(24)month period shall be eligible to take the Lieutenant's test. Applicants
must, in both cases, apply on or before the application cutoff date and time in accordance with
Personnel Rules.
The City Manager or his designee for Human Resources may refuse to permit an applicant to
take the examination on the grounds of conduct disgraceful to the Department and his/her officer
FOP-58
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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 disqualification,he shall have access to the grievance procedure under this contract.
Section 16.4—
The City Manager or his designee for Human Resources shall cause to be developed validated
examinations which closely measure the knowledge, skills, and abilities of a Miami Beach
Sergeant of Police and a Miami Beach Lieutenant of Police, administer such examinations, 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 examination scores. Promotions
shall be by rank order.
The FOP shall facilitate participation of bargaining unit employees in providing information in order
to conduct the job analyses and develop the tests within the time frames requested by the
process;provided that such participation shall be on duty time.
Section 16.5—Seniority Points
a) 0.2 point shall be added to an employee's Sergeant's passing examination score for
each completed year of service,to a maximum of 25 years.
b) 0.25 points shall be added to an employee's Lieutenant's passing examination score
for each completed year in grade as a Sergeant.
Section 16.6—Education Points
a) 0.02 points shall be added to an employee's Sergeants passing examination score
for each completed credit of post secondary education from an accredited
institution of higher learning.
b) 0.02 points shall be added to an employee's Lieutenants passing examination
score for each completed credit of post secondary education from an accredited
institution of higher learning.
No combination of seniority and/or education points shall exceed six (6) points per employee.
Seniority and education points,in accordance with the above specifications,will be added to the
combined score after the candidate has successfully passed all components for the promotional
FOP-59
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examination. Veteran's Preference points will be added after the addition of seniority and
education points, in accordance with state law.
Example:
(Written Examination Raw Score*0.50)+(Assessment Center Score*0.50)+Education
points+Seniority points+Veterans Preference points=Final Score
Section 16.7—Book Committee
A committee consisting of the Human Resources Director, Police Chief,the FOP President and
the test developer or their designees, along with two incumbents, one designated by the Police
Chief and one designated by the FOP President, shall select the books and test material from
which technical knowledge questions on the written test and Assessment Center will be drawn.
Final selection shall be made after consultation with the test developer. Without exception, no
member of the Book Committee shall be a candidate for the promotional examination for which
the list is compiled.
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 for the written test and for the Assessment Center shall be described
and announced by the City to the FOP and its members at least three (3) months before such
test.
The provisions of the 2012-2015 collective bargaining agreement between the City and FOP shall
remain in effect solely as it pertains to the book committee for the 2016/2017 Police Sergeant and
Police Lieutenant promotional process.
Overview, Orientation, and Preparation sessions for the written test and for the Assessment
Center test or the behavioral assessment test shall be given at least thirty(30)days prior to each
test.
Section 16.8—Written Test Scoring
Within 24 hours after the administration of the written test, an applicant scoring session will be
conducted. Each examinee will be able to review a copy of his/her own answer sheet and the
scoring key(for his/her use during the review session only),with the correct response,the name
of the reading source and location from which each written test question was drawn.
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Challenges will be written and submitted to the test developer during a minimum of two(2)post-
test review sessions occurring on separate days,and conducted within ten(10)calendar days of
test completion. The Human Resources Director, FOP President and the test developer or their
designees shall conclusively decide all challenges by a majority vote.
Section 16.9—Assessment Center Test Challenges
Upon completion of the determination of a score for the Assessment Center Test,each examinee
shall be furnished with his/her test result. Human Resources shall establish a reasonable time
period within which each examinee may review his/her examination at a post-test review
appointment. Challenges regarding the components of this portion of the examination must be
made in writing to the test developer within ten (10) calendar days after the post-test review
appointment. The Human Resources Director, FOP President and the test developer, or their
designees,shall conclusively decide all challenges by a majority vote. For each examinee who
submitted a challenge, each examinee's own challenge and response will be available no later
than eight(8)weeks after the date of the last examinee's submission of challenges.
Section 16.10—
Promotional examinations for the position of Sergeant of Police and Lieutenant of Police will be
given at least once every twenty-four(24)months,so as to provide continuous active promotional
lists. The City agrees to begin the promotional process no later than nine (9) months prior to
expiration of a certified promotional list. Formal examination scores and a promotional list shall
be certified and posted within two (2) weeks after completion of all challenges in Section 16.8
above. Promotional lists shall expire twenty-four(24)months after the certification and posting of
the results of the promotional examination.
Section 16.11 —
In the event of same day promotions, seniority rank in the new position shall be determined, in
the order of standing on the promotional list. If there is a tie in the final scores that places more
than one examinee in the same position on the promotional list,these examinee's ranking order
on the promotional list shall be determined in the order of the examinee's seniority in the rank that
they presently hold (i.e., a tie score between two (2)sergeants will be determined by awarding
the highest ranking to the examinee with the most seniority as a sergeant,and a tie score between
two(2)officers will be determined by awarding the higher ranking to the examinee with the most
seniority as an officer,etc.).
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Section 16.12—Promotional Eligibility for Employees Under Investigation
An employee under any type of investigation who has been relieved of duty,with or without pay,
shall be removed from any promotional eligibility list and will be bypassed for promotion. Upon
conclusion of the investigation:
1(a). If an employee is bypassed for promotion pursuant to this article,and the charge(s)leading
to the investigation are found to be anything other than substantiated,or,if the employee receives
discipline less than a one(1)day suspension without pay,he or she shall be made whole in every
respect, including promotion, compensation and seniority, irrespective of whether an active
eligibility list is in effect upon conclusion of the investigation.
1(b). If an employee is removed from the eligibility list pursuant to this article,and the charge(s)
leading to the investigation are found to be anything other than substantiated,or, if the employee
receives discipline less than a one(1)day suspension without pay,he or she shall be returned to
their position on the eligibility list, provided the list is still in effect(active)upon conclusion of the
investigation.
2. If the charge(s) leading to the investigation are found to be substantiated and result in
discipline consisting of a one (1) day suspension without pay or greater, the employee shall
continue to be removed from any promotional eligibility list and will be bypassed for promotion. In
such case,the employee will be eligible to apply and compete for promotion in subsequent testing
cycles without limitation.
FOP-62
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ARTICLE 17
FOP PRESIDENT
Section 17.1 —
The Miami Beach Fraternal Order of Police,William Nichols Lodge No. 8, Lodge President shall
have the option,for each fiscal year,of closed"D.D."(Detached Duty),as outlined in Section 17.2
below, or to conduct union business (under the conditions described in Section 17.2 below),
through the use of a time bank. The FOP President shall notify the Police Chief in writing by
September 15 of each contract year,whether he or she elects to utilize the 1500 hour time back
provision or the D.D. provisions contained in Section 17.2 below, during the following contract
year. Unused time bank hours from one contract year shall rollover to the next contract year, not
to exceed a total maximum of 3000 hours per contract year. Time for attendance at negotiations
for a successor agreement is addressed in Article 11.8 of this Agreement.
Section 17.2—
The Miami Beach Fraternal Order of Police, Lodge No.8, Lodge President shall be released and
detached from full time duties as a sworn law enforcement officer while serving as Lodge
President and shall be carried full-time in a pay status to be shown on the payroll as "D.D."
(Detached Duty). The following conditions shall apply:
a) For the purpose of recording time, the Lodge President will notify the Police Chief of all
absences, including vacations, sick leave, meeting attendances, out of town trips, etc.
The Lodge President shall be required to work a 40-hour workweek.
b) The Lodge President will be available at the FOP office currently located at 999 11'"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 Police Chief, 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.
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d) In the absence of the Lodge President,the Lodge President's designee may represent the
Fraternal Order of Police.
e) 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.D.
Section 17.3—
The Management of the Miami Beach Police Department or the City Administration reserves 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.
FOP-64
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ARTICLE 18
COMPENSATORY TIME
• _ ' - .__ __ _ _ A_ __ -• , Eemployees shall no longer accrue more than 150
hours of compensatory time in a calendar year. Employees will not be permitted to have more
than 240 hours of compensatory time in their time bank. Employees assigned to the Motor Unit
will continue to be able to accrue 320 hours of compensatory time as per the Settlement
Agreement.
FOP-65
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ARTICLE 19
ENTIRE AGREEMENT
The parties acknowledge that during the negotiations which resulted in this Agreement,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 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 specifically 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 the time they negotiated or signed this Agreement. 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.
FOP-66
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ARTICLE 20
TERM OF AGREEMENT
This Agreement shall be effective as of the 1st day of October,20186 and shall remain in full force
and effect until the 30th day of September,202148.
It shall be automatically renewed from year to year thereafter unless either party shall notify the
other in writing at least thirty (30) days prior to the anniversary date it desire to modify this
Agreement.
EXECUTED by the parties hereto on this day of 20196.
MIAMI BEACH FRATERNAL ORDER CITY OF MIAMI BEACH, FLORIDA
OF POLICE, LODGE NO.8
By: By:
-deekinsKevin Milan Jimmy Morales
FOP President City Manager
By: By:
Raymond-DiazAleiandro Bello Philip LevineDan
Gelber
FOP Secretary Mayor
By:
Approved by Vote of the City Commission Daniel J.Oates
Police Chief
on the day of ,20196.
ATTEST:
Date
Rafael E.Granado
City Clerk
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FRATERNAL ORDER OF POLICE
FOP LODGE NO.8
ELECTION OF REMEDY FORM
Grievance No.
1. I/We elect to utilize the Grievance Procedure contained in the
current Contract between the Cty of Miami Beach, Florida,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.
2. I/We 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:
FOP-68
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Addendum: Hearing Examiner Rules
HEARING EXAMINER RULES
SECTION 1: REQUEST FOR HEARING: Any member of the bargaining unit may appeal from
disciplinary action within ten (10) days after the delivery or mailing to him/her of
such written notice,by filing a written request for a hearing to the Hearing Examiner
or his/her designee. If the tenth day falls on a Saturday or Sunday, he/she will
have the ability to file for an appeal on the following Monday.
SECTION 2: DISCIPLINARY HEARINGS:
(a) The City Manager or his/her designee not later than ten (10) days after
receipt of such appeal,shall fix a place and time for holding a public hearing
within a reasonable time thereafter. Written notice of such time and place
shall be delivered or mailed promptly to both the Appellant and the
Appointing Officer.
Only the Hearing Examiner may grant a continuance to either party for
good and sufficient cause. No continuance shall be granted to either party
unless such request for continuance is received in writing by the City
Manager or his designee at least ten (10) days prior to the date of said
scheduled hearing of appeal.
(b) The Hearing Examiner may,at the request of the Appointing Officer or the
Appellant, call or request any person or records for the purpose of
ascertaining the facts.
(c) The Appointing Officer or a representative designated by him/her, shall
have the right to be present at such hearing and to be represented by the
City Attorney.
(d) The Appellant shall have the right to be present at such hearing and to be
represented by an attorney of his/her choice.
Said attorney shall be an attorney duly admitted and licensed to practice in
the State of Florida. In the event that the Appellant does not retain an
attorney, said Appellant may have an advisor of his/her choice present.
Such advisor shall not have the right to interrogate any witnesses or to
enter objections to any testimony or evidence presented to the Hearing
Examiner, nor may such advisor speak in the Appellant's behalf.
FOP-69
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(e) The findings of the Hearing Examiner shall be based upon competent
substantial evidence of record.
(f) The Appointing Officer shall have the burden of presenting evidence to
support the truth of the charges as contained in the written notice.
(g) The Appellant shall have the right to present evidence to refute the charges
brought against him/her.
(h) The Appellant shall have the right to be confronted by his/her accuser,and
the Appellant and the Appointing Officer shall each have the right to cross-
examine the witnesses of the other.
(i) After both the Appointing Officer and the Appellant shall have presented
their testimony and evidence,the Hearing Examiner shall receive argument
in summation. The Appointing Officer shall have both the opening and
closing argument.
Q) After the completion of closing oral argument,the Hearing Examiner shall
consider the testimony and evidence presented before the Hearing
Examiner to determine the truth or untruth of the charges.
(k) Within five(5)working days after the completion of the hearing,the Hearing
Examiner shall issue his or her findings as to the truth or untruth of the
charges in writing. The City Manager or his/her designee shall promptly
deliver or mail a copy of such findings to the Appointing Officer and to the
Appellant.
(I) A copy of the written statement given the officer or employee,a copy of any
reply thereto,and a copy of the findings of the Hearing Examiner shall be
filed as a Public Record in the Human Resources Department.
FOP-70
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Effective Flat Pay Period Ending in October 2018
Longevity 1=2.5% 2=5.0% 3=7.5% 4=10% 5=11%
7 years 10 years 15 years 20 years 25 years
Job ClessBln5on(Range)
S)EF 2 3 A B C 0 E F G H I
35
Detention Officer 45,8:111 56 48,95462 52,51026 56,311 BB 60448 70 61851 28 69574 16 74,611 32 78,373 76
1,755.08 1,882.87 2,020.01 2,187.11 2.324.95 2.49128 2,675.93 2,870.82 3,014.36
21.94 23.54 25.25 2709 29 06 31.18 33.45 35.89 37.68
Police Officer Trainee 4981782 52.748.28 5567900
111607 2,028.78 2.141 50
23.95 25.36 26.77
501 Police Officer 58,609.20 61,541.18 64,608.36 87,949.44 71,290.96 74,860.78 78,531.18 82,490.58 88,618.72
2,25420 2,306.97 2,484.88 2,813.44 2,741.96 .2,880.03 3,020.43 3,17283 3,331.47
28.18 29.59 31.06 32.67 34.27. 36.00 3776 39.66 41.81
Sergeant of Police - 86,577.92 90.907 70 95,486.12 10026250
3,329.92 3,49645 367262 3,85625
41.62 43.71 4591 4820
._._ Lieutenant of Police 95,48812 100,193.06 105,268.72 110,52756 118,054.12
3,67L82 3,853.58 4,018.72 4,251.06 4,463.82
45.91 48.17 50.61 53.14 55.80
•
FOP-71
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City of Miami Beech
Compansabon Plan
Effective First Pay Penal Ending in October 2520
Longevity 1=2.5% 2--5.0% 3=7.5% 4-10% 6=11%
7 years 10 yews 15 years 20 years 26 years
Job Classification(Range)
o; 1
EP 2 A 8 G D E F G H I
Detention Officer 16087.88 19,444.17 53045411 56,908.31 81053.19 85,499.79 70289.92 75,387.73 79.157.09
1.77261 1901.70 _2,01021 2.188 78 2,348.20 2,51922 2.70269 2.89953 3.011.50
2216 23.77 25.50 27.36 29.35 3119 33.78 3621 38.06
Poke 0lur 7169716 50,31600 53275.76 56.235.79 _
1.93523 2,04907 2.162.92
24.19 2561 27.04
Ponce Officer 59,195.29 62,15659 65,25242 68,62693 7200387 75,62959 79,31649 83,31852 87,48440
2276.74 2,390.64 2,509.71 2,639.57 2,789.38 2,908.83 3,050.63 3,201.58 3.364.78
28.46 29.88 3137 32 99 34.62 36 36 38.13 40.06 42 06
Sergeant of Police 87.44370_91,81878 96,443.00 101265.13
3,36322 3,531.41 3,70935 3,89181
4204 4414 4637 4869
°,C7] Lieutenant of Police 98,443.00 101,19501 105,319.39 11163281 117.21488
3,709 35 3,892 12 4,08921 4,293 57 150826
4837 48.85,._ 51,12 53.67 56.35
•
FOP-72
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Cif),of Abadie Beach
Compensa0on Plan
Effective First Pay Perio6 Ending m October 2021
Longevity 1.-2,5% 2--5.0% X1.5% 4=10% 5=11%
7 years 10 years 15 yore 20 years 25 years
Job Classification(Range)
-F� • A B C 0 E F G M I
Detention Officer 46,54876 4193861 5357591 5147739 6168372 66,15479 70 972 62 7616161 79.94866
179034 192072 206061 _221067 237768 254442 2 729 72 2 928 52 307495
2238 24 01 25 76 2763 2965 3181 34 12 36 61 3844
Police Officer Trainee 5081916 53 808 52 56,79815
1 954 58 2,069 56 2.184 54
2443 2587 2731
• Police Officer 59,78124 62,77816 65,90494 0931522 72,12391 76,38589 80,10965 84,15171 88,15924
229951 241454 253481 286597 279701 2 937 92 3,08111 323660 339843
28 74 3018 3189 33 32 3496 36 72 3851 4046 4248
Sergeant of Police 88 31814 92 73195 91407 43 102,217 78
339665 3566 73 3,11644 3933 76
42 46 4458 4683 4917
lieutenant of Police 97407 43 102206 96 107382 58 112,719 17 118,38681
3.11644 393104 4,13310 4 336 51 4 553 34
16 83 4914 51 63 5421 5692
FOP-73
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AGREEMENT
BETWEEN
CITY OF MIAMI BEACH, FLORIDA
and
MIAMI BEACH FRATERNAL ORDER OF POLICE
WILLIAM NICHOLS LODGE NO.8
Period Covered
October 1,20185 through September 30, 26182021
Page 1173 of 1288
TABLE OF CONTENT Commented[Al]:Adjust table of contents when
PAGE NUMBER finished with language
AGREEMENT&PREAMBLE 1
ARTICLE 1. RECOGNITION 2
ARTICLE 2. DEDUCTION OF DUES 3
Section 2.1. Check-off 3
Section 2.2. Legal Services Trust Fund 3
Section 2.3. Indemnification. 4
ARTICLE 3. GRIEVANCE PROCEDURE 5
Section 3.1. Definition of Grievance and Time Limit for Filing 5
Section 3.2. Grievance Procedure 5
Step 1 5
Step 2 5
Step 3 6
Section 3.3. Binding Arbitration 6
Section 3.4. Authority of Arbitrator 6
Section 3.5. Expenses of Arbitration 7
Section 3.6. Processing Grievances 7
Section 3.7. Election of Remedies 7
Section 3.8. Probationary Period 7
Section 3.9. FOP Grievance Committee 8
Section 3.10.Waiver of Time Limitations or Steps 8
ARTICLE 4. NO STRIKE AND NO LOCKOUT 9
Section 4.1. No Strike 9
Section 4.2. No Lockout 9
ARTICLE 5. MANAGEMENT RIGHTS 10
ARTICLE 6. POLICE EQUIPMENT 11
ARTICLE 7. HOURS OF WORK AND OVERTIME 12
Section 7.1. Purpose 12
Section 7.2. Normal Workweek 12
Section 7.3. Four-Day Workweek 12
Section 7.4. Weekly Overtime 12
Section 7.5. Distribution of Overtime Opportunity 13
Section 7.6. No Pyramiding. 14
FOP-ii
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TABLE OF CONTENT
PAGE NUMBER
ARTICLE 8. WAGES AND FRINGE BENEFITS 15
Section 8.1. Across-the-Board Wage Increases 15
Section 8.2. Police Vehicle Policy 15
Section 8.3. Compensation Plan 17
Section 8.4. Step and Longevity Increases 18
Section 8.5. Shift Differential 18
Section 8.6. Hazardous Duty Pay 19
Section 8.7. Holidays 19
Section 8.8. Vacation Benefits 19
Section 8.9. Sick and Vacation Leave Accrual and Payment on Termination 20
Section 8.10. Sick Leave Sell Back Program 20
Section 8.11 Bereavement 21
Section 8.12. Court Time Compensation 21
Section 8.13. Out-Of-Classification Pay 22
Section 8.14. Standby Pay 22
Section 8.15. Call-In Pay, Investigative Supervisor Availability Pay (ISAP), and Telephone
Calls 22
Section 8.16. Sunglasses and Prescription Glasses 23
Section 8.17. Field Training Officer 23
Section 8.18. Injury Service Connected(ISC) 24
Section 8.19. Special Assignment Allowance 24
Section 8.20. Extra Weapon 25
Section 8.21. Quality of Life 25
Section 8.22. Forced Holdover 25
Section 8.23. Pension 25
Section 8.24. Premium Pay Supplement Contingent Upon the Department Obtaining and
Maintaining Certain Accreditations 34
Section 8.25. Buyback of Probationary Time 34
Section 8.26. "Me Too"with the IAFF 34
Section 8.27. CJSTC Police Instructor Incentive Pay 35
Section 8.28 Second Language Pay 36
Section 8.29 Arson Investigator(Certified) 36
Section 8.30 Arson Investigator(Trainee) 36
Section 8.31 Drug Recognition Expert(DRE) 37
ARTICLE 9. FOP HEALTH TRUST 38
Section 9.1. 38
Section 9.2. 40
Section 9.3. 41
Section 9.4. 41
FOP-iii
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TABLE OF CONTENT-continued
PAGE NUMBER
Section 9.5. 41
Section 9.6. 41
Section 9.7. 42
Section 9.8. 42
Section 9.9. 42
Section 9.10. Post Employment Health Program(PEHP) 42
Section 9.11. 42
ARTICLE 10. EDUCATIONAL LEAVE AND TUITION REFUND 44
ARTICLE 11. GENERAL PROVISIONS
Section 11.1. Safety and Health 45 •
Section 11.2. FOP Activity and Non-Discrimination 45
Section 11.3. Reduction In Work Force 45
Section 11.4. Uniforms and Clothing Allowance 46
Section 11.5. Disclosure of Records 46
Section 11.6. Transfers 47
Section 11.7. Meeting Between Parties 47
Section 11.8. Negotiating Sessions 47
Section 11.9. Job Descriptions 47
Section 11.10. Defense of Members 47
Section 11.11. Personnel Rules and Departmental Manual 48
Section 11.12. Incorporation of Personnel Rules 48
Section 11.13. Medical Leave of Absence 48
ARTICLE 12. SEPARABILITY 49
ARTICLE 13. TIME BANK 50
ARTICLE 14. DRUG TESTING 52
ARTICLE 15. DISEASE PRESUMPTION 55
ARTICLE 16. PROMOTIONS 57
Section 16.1. 57
Section 16.2. 57
Section 16.3. 57
Section 16.4. 58
Section 16.5. Seniority Points 58
Section 16.6. Education Points 58
Section 16.7. Book Committee 59
FOP-iv
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TABLE OF CONTENT-continued
PAGE NUMBER
Section 16.8. Written Test Scoring 59
Section 16.9. Assessment Center Test Challenges 60
Section 16.10. 60
Section 16.11. 60
Section 16.12 Promotional Eligibility for Employees Under Investigation 61
ARTICLE 17. FOP PRESIDENT 62
Section 17.1. 62
Section 17.2. 62
Section 17.3. 63
ARTICLE 18. COMPENSATORY TIME 64
ARTICLE 19. ENTIRE AGREEMENT 65
ARTICLE 20. TERM OF AGREEMENT 66
ELECTION OF REMEDY FORM 67
HEARING EXAMINER RULES 68
APPENDIX A—COMPENSATION PLAN 70
FOP-v
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AGREEMENT
THIS AGREEMENT, made and entered into this _ day of , 20196, 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").
PREAMBLE
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 1,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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ARTICLE 1
RECOGNITION
The City recognizes the FOP as the sole and exclusive bargaining representative for the purpose
of wages, hours, and other terms and conditions of employment for employees in the following
classifications in the Police Department(hereafter"employees"):
Trainees
Police Officers
Sergeants of Police
Lieutenant of Police
Detention Officers
All other employees in other existing classifications are specially excluded.
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ARTICLE 2
DEDUCTION OF DUES
Section 2.1 —Check-off
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 biweekly 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 shall deduct the dues from the FOP members who have authorized such a deduction in
the following manner: Each member's biweekly wages shall be reduced by the amount equal to
one and one half percent (1.5%)of the annual minimum of the pay range of the Police Officer
Classification,divided by twenty-six(26)pay periods.
For example:
The current annual minimum for the Police Officer Classification is$53,309.01.
$53,309.01 x.015=$799.64/26=$30.76
$30.76 shall be deducted biweekly from the member's paycheck.
The FOP shall be responsible for advising the City of any change in the percentage of dues
calculation in writing. The City shall revise the calculation for each authorized deduction
whenever a change to the annual minimum of the pay range of the Police Officer Classification is
made,or whenever so notified in writing by the FOP of a change in the percentage.
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 check-offs by
four(4)and multiplying the product by seven cents($0.07). The City shall notify the FOP of the
amount owed no later than September 1 of each year. The FOP shall make payment 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 check-off list.
Section 2.2—Legal 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 biweekly 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)
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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 2.3—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 of any action taken or not taken
by the City under the provisions of this Article; provided, that the City will not be indemnified or
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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ARTICLE 3
GRIEVANCE PROCEDURE
Section 3.1—Definition of Grievance and Time Limit for Filing
A grievance is a dispute involving the interpretation or application 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, as provided herein. See Section 3.7 (Election of Remedies) for
procedures to be utilized in particular circumstances. No grievance shall be entertained or
processed unless it is submitted within twenty (20) workdays (excluding Saturday, Sunday, or
holidays recognized by the City)after the occurrence of the first event giving rise to the grievance
or within twenty (20) 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 3.2—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:
Step 1:The grievance shall be presented, in writing on the Grievance Form supplied
by the City, to the employee's unit or division commander or a designated
representative, who shall answer within five (5) workdays after such receipt.
The employee will also provide the FOP with a copy of said grievance.
Step 2: 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 Police Chief or his designee. The
Election of Remedy Form shall be completed and signed by the FOP and/or
the grievant, and attached to the Step 2 grievance. The Police Chief shall
discuss the grievance within ten(10)workdays with the employee and the FOP
grievance committee at a time designated by the Police Chief. If no settlement
is reached,the Police Chief shall give the City's written answer to the employee
and the FOP grievance committee within five (5) workdays following their
meeting.
Step 3: 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
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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 designee for Labor Relations within fifteen(15)workdays after the City's
answer in Step 2. - -- . . - e - e •-
employec, and tho FOP grievance committee shall bo hold at the timo
Manager or his designee for Labor Relations shall give the City's written
e e. e - ••- •e. Within fifteen (15) workdays after the
grievance is submitted is to HR,the parties shall confer to pick a neutral third-
party as a mediator.After the mediator is selected, the parties shall schedule a
mediation, which shall happen within thirty(30) workdays after the selection
of the mediator. The parties can agree to extend this deadline, and it is
understood that the selewcted mediator's schedule may require an extension.
The parties shall evenly split the costs of the mediator.The rules of mediation
that are applicable in the Florida Courts shall apply,in full. For the avoidance
of confusion, this means that anything and everything discussed during
mediation is confidential and may not be introduced in any other proceeding,
ever. This confidentiality provision shall be interpreted as inclusive. Both
parties must have a decision-maker present at the mediation. If the parties are
unable to resolve the matter at mediation the mediator shall declare an impasse.
Section 3.3—Binding Arbitration
If the grievance is not resolved in Step 3 of the grievance procedure, the FOP grievance
committee, .. •- -• - .. - -
' '_ . _ _ _ ._ :• ' . _ • ._ ,may refer the grievance to binding arbitration
within fifteen(15)workdays after -_ _ •- _' ' _ - '•in the declaration of impasse from
Step 3.The parties may select an arbitrator by mutual agreement. Nonetheless,Tho pmall
. .. .- - - • - - - - - - • ' . . •--• the
parties shall jointly request the Federal Mediation and Conciliation 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-the last party strikes shall be the arbitrator. The parties shall notify the
arbitrator of their selection and request the arbitrator's availability for a hear.
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Written reprimands shall be settled at Step III.
Section 3.4—Authority 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 cloce of the hearing or the submission of briefs by the parties,
- _ ._. •- •- .. ••_ . .- _ _ _ •_•. _. _ - _ _•.Either party may
elect to make a closing argument at the hearing.A party can BOTH make a closing argument and
submit a written brief.Written briefs shall be due on a date agreed to by the parties.The parties
may agree to extend the deadline for submission of written briefs,and the deadline for the decision
from the arbitrator.
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.
Section 3.5—Expenses of Arbitration
The fee and expenses of the arbitrator and the cost of a court reporter's attendance and written
transcript shall be divided equally between the City and the FOP; provided,however, each party
shall be responsible for compensating its own representatives or witnesses.
Section 3.6—Processing 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 3.7—Election of Remedies
Disciplinary actions may be grieved (1) under the grievance/arbitration provisions contained in
this Article or(2)to a Hearing Examiner,who shall be selected by utilizing the procedures outlined
in Section 3.3 of this Article. A grievance involving the interpretation or application of this
Agreement may be grieved solely under the grievance/arbitration provisions contained in this
Article. Grievances regarding certain non-disciplinary matters,such as disagreements as to the
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waiving or application of changes to personnel rules or other work rules or policies may be filed
via the Personnel Board procedures.
The decision of the hearing officer shall be final&binding. The cost of a Hearing Examiner shall
be borne by the City. Any proceedings before the Hearing Examiner shall be conducted pursuant
to the attached Hearing Examiner Rules.
Section 3.8—Probationary Period
Nothing herein shall in any way affect the discretion presently accorded the Police Chief 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
Chiefs discretion in this regard shall not in any way be subject to the grievance procedure set
forth herein. Newly hired employees shall remain in probationary status for twelve (12) months
after completion of the Field Training Officer (FTO) program and have no right to utilize the
grievance procedure for any matter concerning discharge, suspension or other discipline during
such period.
Employees promoted to the rank of Sergeant of Police or Lieutenant of Police shall remain in
probationary status for nine(9)months after completion of the Supervisor FTO program designed
by the Chief of Police,with input from the Union. In no event will the Supervisor FTO program be
longer than eight(8)weeks.
Section 3.9—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's designee for Labor Relations 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 unreasonably use other
departmental resources for the purpose of conducting grievance-related work.
Section 3.10—Waiver of Time Limitations or Steps
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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ARTICLE 4
NO STRIKE AND NO LOCKOUT
Section 4.1 —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 4.2—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.
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ARTICLE 5
MANAGEMENT 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 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 eigbtcighty (8038) 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 member fails. Reserve Officers shall
be compensated one dollar($1.00)per fiscal year. The cap on reserve officers can be adjusted
by mutual agreement of the City Manager or designee and FOP President.
Should the Department determine, in the discretion of the Chief with the concurrence of the FOP
President,to; utilize reserve officers to staff special events or other circumstances,such reserve
officers will be compensated by the City at the prevailing off-duty rate.
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ARTICLE 6
POLICE EQUIPMENT
The City agrees to issue equipment which includes four sets of class B and E uniform shirts and
pants or shorts on annual basis. Footwear, duty gear,department issued weapons, ammunition,
handcuffs, expandable batons, light and heavy jackets, rain gear and traffic templates, shall be
issued as needed. Additionally, the City will supply an initial issue whistle to all patrol officers.
••-• - - _ •- _• _ - _ -. To the extent that a flashlight is a
required article of equipment,the City shall provide it. The City will reimburse employees for the
cost of replacement of protective vests up to a maximum of$750.00,when needed. However,as
long as the City is a recipient of the U.S.Department of Justice Bulletproof Vest Partnership(BVP)
Grant,the City will reimburse employees for the cost of replacement of protective vests up to a
maximum of$1,000.00,when needed. If the City is no longer a recipient of the BVP Grant,then
the reimbursement rate shall be$750.00.
If the Department transitions to new or different types of equipment, all employees shall receive
the equipment and applicable training within one(1)year of the transition or within a reasonable
timeframe.
Necessary ammunition will be issued to each employee every twelve (12)months to guarantee
reliability of the ammunition.
Retiree Service Weapon
A bargaining unit member who retires in good standing from the City shall receive his/her service
firearm upon retirement or upon separation from the Police Officer Reserve Program, provided
that the member does not retire in lieu of termination. The Police Chief(or designee)shall have
the right to deny this benefit for any justifiable reason to be approved in conjunctions with the
Human Resources Director(or designee).
All bargaining unit members who retire due to in-service connected injuries/disabilities regardless
of creditable years of service with the City's Police Department shall be eligible to receive their
service firearm. Any sworn employee who retires and remains as a reserve police officer shall
receive his or her retiree weapon when they separate from the Police Officer Reserve Program.
Note: The Chief of Police may require the wearing of body armor at any time in response to
specific events or threats. When the Chief directs that it be worn, members will wear only body
armor authorized or approved by the Department.Members who do not have body armor will not
be required to wear any, until the Department either supplies it to them or reimburses their
purchased and approved body armor.
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ARTICLE 7
HOURS OF WORK AND OVERTIME
Section 7.1—Purpose
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 7.2—Normal Workweek
The normal workweek shall consist of forty(40)hours per week and such additional time(subject
to Section 7.4 and 7.5 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 7.3 below,the City shall retain its right
to establish and modify normal work schedules.
Section 7.3—Four-Day Workweek
The City shall extend the present 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 thirty-two (32) weeks, measured non-consecutively from the
date of injury, on light duty on a 4-10 schedule, or to receive ISC payments for thirty-two (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.
Positions occupied by employees who are permitted to elect either a 4-10 or a 5-8 work schedule
shall continue on that basis.
Detention Officers shall continue to work a 5-8 work schedule.
Section 7.4—Weekly Overtime
Any member of the bargaining unit required to perform work outside of his/her regularly assigned
shift shall receive pay at time-and-one-half their current hourly rate, subject to the provisions of
the following paragraph.
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• . - .__• - " - _ - A_ --••-• , Tthe parties understand and agree that Section
207(k)of the Fair Labor Standards Act Regulations shall apply to hours of work for employees
covered under this agreement. Accordingly, the normal biweekly work period shall consist of
eighty(80)hours in a fourteen (14)day period. Hours worked in excess of the eighty(80)hour
biweekly work period shall be compensated at the rate of one and one-half times the employee's
regular rate of pay;however,sick leave,excluding sick leave taken under the Family and Medical
Leave Act(FMLA)and court sick leave(only after having worked at least sixteen(16)consecutive
hours),shall not count as hours worked for purposes of overtime calculation. Leave without pay,
excluding leave taken under the Family and Medical Leave Act(FMLA),shall not count as hours
worked for purposes of overtime calculation. Hours worked on an off-duty assignment shall not
count as hours worked for purposes of overtime calculation. All other hours in paid status shall
count as hours worked for the purposes of overtime calculation.
Section 7.5—Distribution of Overtime Opportunity
a) Overtime is recognized as being of three (3) general types within the Police
Department:
1. Carry-over Overtime — Overtime for work carried over from an
employee's regular duty assignment (e.g., uniform officer on arrest;
detectives'on-going investigations). "Carry-over Overtime"shall not
be subject to equal distribution rules.
2. Staffing Overtime — Overtime due to staffing needs. Staffing
Overtime shall be distributed on a rotating basis, as equally as
practicably possible, among employees in the particular work unit
who are qualified to perform the particular overtime work, by
departmental seniority. The Staffing Overtime list must be
exhausted before returning to the top of the list.
Employees who are not in the particular work unit or division will not
be assigned to Staffing Overtime unless reasonable attempts to
assign employees from within the work unit or division have failed.
3. Special Event Overtime — Overtime for planned events or
assignments. Special Event Overtime shall be distributed on a
rotating basis, as equally as practicably possible, among all sworn
employees in the Department who are qualified to perform the
particular overtime work, by departmental seniority. The Chief of
Police will develop and maintain a list of recurring special events. The
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Union President will be notified of special event pre-action and post-
action meetings;his or her attendance is optional
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 Department level.
c) Pay for overtime work will be paid no later than two(2)full pay periods following the pay
period in which the overtime/court attendance slip is submitted and approved by the
employee's supervisor.
Section 7.6—No Pyramiding
Compensation shall not be paid more than once for the same hours with the exception of the
assignment of "guaranteed minimum hours" provided for in Section 8.12, entitled Court Time
Compensation, when the court time does not fall completely within the employee's regular shift
or assigned overtime shift. In contrast, if the court time completely falls within the employee's
regular or overtime shift, no guaranteed minimum court time hours shall be paid.
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ARTICLE 8
WAGES AND FRINGE BENEFITS
Section 8.1 —Across-the-Board Wage Increases
a) Effective with the first pay period ending in April of 2016October 2018, there shall be a
erg-zero percent (04%) across-the-board wage increase. This across tho board wago
b) Effective with the first pay period ending in July of 2017April 1,2020,there shall be a three
one percent(13%)across-the-board wage increase.This across-the-board wage increase
shall increase the minimums and maximums of the pay ranges for those classifications
covered by this Agreement.
c) Effective with the first pay period ending in July of 2018April 1,2021,there shall be a three
one percent (13%) across-the-board wage increase. This across-the-board wage
increase shall increase the minimums and maximums of the pay ranges for those
classifications covered by this Agreement.
Section 8.2—Police Vehicle Policy
In an effort to reduce the long-term costs to the City in maintenance, repairs and liability, a
take-home vehicle program will continue on a phased-in process to the extent that funds are
available in compliance with State and Federal law from the Police Confiscated Fund.
Bargaining unit members who are participants in the Take-Home Vehicle Program as of
October 1, 1997, shall continue in the Take-Home Vehicle Program as prescribed by the City
Commission approved Policy and the Department S.O.P. Thereafter, priority for allocation of
take-home cars shall be given to all eligible personnel by Departmental seniority.
To defray the operating expense incurred by the City as a result of the non-official use of take-
home vehicles,employees shall be assessed a user fee. The fee shall be based on the location
of their primary residence as shown below:
LOCATION BIWEEKLY FEE
Miami Beach -0-
Dade County(other than Miami Beach) $25.00
Broward County $30.00
Palm Beach County(as limited below) $45.00 or$75.00
The take-home vehicle program shall be available to any sworn officer who was hired before July
18th,2001 [the ratification date of 2000-2003 Agreement]who resides in Miami-Dade or Broward
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County. Except as stated in this section,the take-home vehicle program shall not be available to
any sworn officer who is hired on or after July 18'h, 2001 [the ratification date of the 2000-2003
Agreement] (except police applicants in the background process)and resides outside of Miami-
Dade County but is available to a sworn officer who is living outside Miami-Dade County and
moves back to Miami-Dade County.
As of July 2010, there were one hundred ten (110) cars allocated in the take home vehicle
program for Broward County.Going forward,a number of vehicles to be determined(but no less
than one hundred ten (110)vehicles)by the mutual agreement of the Police Chief and the FOP
will be allocated for Broward County.
The four(4)police officers currently residing in Palm Beach County will be allowed to retain their
take home cars and will continue to pay at their current rates (i.e., the $45.00 or $75.00 that
applied to each of them respectively per the terms of the 2003-2006 Agreement)for their vehicles.
When each one of these four(4)employees separate from City employment,the number of Palm
Beach cars will be reduced as each employee leaves. Whenever one (1)of the four(4) Palm
Beach County cars is eliminated,the number of Broward County take home cars will be increased
by that same number.
Employees may not park their cars in a location so as to circumvent the restrictions outlined in
this section.
The Union agrees that each bargaining unit employee who is assigned a take-home vehicle will
purchase at his or her expense an extended non-owner coverage endorsement or non-owner
auto insurance coverage in the amount of at least$100,000,within 30 days of this effective date
of this agreement. In addition, the employee must maintain an extended non-owner coverage
endorsement or non-owner auto insurance coverage in the amount of at least$100,000, for so
long as he or she is assigned a take-home vehicle. Employees who are initially assigned a take-
home vehicle,subsequent to date of ratification of this agreement,shall be required to obtain and
maintain an extended non-owner coverage endorsement or non-owner auto insurance coverage
in the amount of at least$100,000,prior to vehicle assignment.Any employee without the required
insurance coverage, as stipulated herein, may have the take-home vehicle privilege revoked at
the City's discretion. If the insurance industry no longer provides the extended non-owner
coverage endorsement or non-owner auto insurance coverage,there will be a re-opener in order
for the City and Union to discuss the provisions set forth in this section only.
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Section 8.3—Compensation Plan
a) Entry Level Pay-Hired on or after October 1, 1997
1. Police Officer
a) Non-Certified Hire -A newly hired, non-certified Police Officer will
be placed in the Police Officer Trainee Step 1 rate of pay while
attending the Police Academy and until he/she receives notification
of passing the State Certification examination. The pay period
following the notification of passing the State Certification
examination the bargaining unit employee will be placed in Police
Officer Trainee Step 2 rate of pay for the duration of his/her first
year of service. Upon completing his/her first year of service, in
accordance with Section 5 below, the bargaining unit employee
shall be placed in Step A.
b) Non-Florida Certified Hire Academy Required - A newly hired,
Non-Florida certified Police Officer who is required to attend the
Police Academy will be placed in the Police Officer Trainee Step 2
rate of pay while attending the Academy and until he/she receives
notification of passing the State Certification examination. The pay
period following the notification of passing the State Certification
examination,the bargaining unit employee will be placed in Police
Officer Trainee Step 3 rate of pay for the duration of his/her first
year of service. Upon completing his/her first year of service, in
accordance with Section 5 below, the bargaining unit employee
shall be placed in Step A.
c) Certified Hire with less than one (1)year of experience -A newly
hired Police Officer with less than one(1)year of experience who
is not required to attend the Police Academy shall be placed in the
Police Officer Trainee Step 3 rate of pay for his/her first six (6)
months of service and Step A for the duration of his/her first year of
service.
d) Certified Hire with or greater than one (1)year but less than three
(3)years of experience-A newly hired Police Officer with or greater
than one (1)year but less than three(3)years of experience shall
be placed in Step A for the duration of his/her first year of service.
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e) Certified Hire with or greater than three(3)years of experience-A
newly hired Police Officer with or greater than three (3) years of
experience shall be placed in Step B for the duration of his/her first
year of service.
2. Detention Officer
A newly hired Detention Officer will be placed in Step A of the pay scale for the
duration of his/her first year of service.
b) State Certification Re-examination—In the event a newly hired Police Officer who
is required to take the State Certification examination fails to pass said examination,
he/she shall be placed on a leave of absence without pay until such time as he/she
passes the State Certification examination. Said bargaining unit employee shall sign
up for the next scheduled examination in the State of Florida and take the examination
at his/her expense. In the event the bargaining unit employee fails the re-examination,
his/her employment with the City shall terminate.
Section 8.4—Step and Longevity Increases
All step and longevity increases shall become effective on the payroll period commencing nearest
the employee's anniversary date,as per current practice. A step increase shall be awarded based
upon the employee receiving a satisfactory evaluation during that rating period, as per current
practice.
Effective October 1, 2015, one (1) additional step (Step I) shall be added to the maximum pay
range for the classification of Detention Officer. The additional step will increase the maximum of
the range for the aforementioned classification by five percent(5%).The minimum pay range shall
remain as is and there shall be no immediate pay increase for any employees.Those employees
at the maximum of the range(Step H)as of October 1,2015,will move into the new step(Step I)
on October 1,2015,with their anniversary date remaining unchanged.Thereafter,any employee
in the aforementioned classification who is at the maximum step of the range, (Step H),shall be
eligible to proceed to Step I upon reaching his or her next anniversary date.
Section 8.5—Shift Differential
At the time this Agreement was executed, the City maintained three standard shifts of work to-
wit:a first shift starting at approximately 11:00 p.m.;a second shift(also called"Day Shift")starting
at approximately 7:00 a.m.; and a third shift (also called "Afternoon Shift") starting at
approximately 3:00 p.m.
If the City rearranges the shift scheduling or establishes any new shift,shift differential pay shall
follow the below formula based on the time period in which a majority of hours are worked by the
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employee. If a majority of the non-standard shift hours are after 3:00 p.m.,all the shift differential
pay for all post 3:00 p.m. hours,effective October 1,2006, shall be seventy-five cents($.75)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,effective October 1,2006 shall be one dollar($1.00)per hour.However,
effective September 30,2015,if a majority of the non-standard shift hours are after 3:00 p.m.,the
shift differential pay for all post 3:00 p.m.hours shall be fifty cents($.50)per hour,which shall be
added the employee's hourly rate;and if a majority of the non-standard hours are after 11:00 p.m.,
the shift differential pay for all post 11:00 p.m. hours shall be seventy-five cents($.75)per hour,
which shall be added to the employee's hourly rate.
Section 8.6—Hazardous Duty Pay
Effective April 1, 2015, - -• - _ -- -- - - • •- •• , •_ - -- _ 22_ e.
• •- . e.- - - - . . .. e e e e __ - . ... Effective October 1, 2017,
All employees covered by this Agreement,shall receive hazardous duty pay in the amount of chat{
be increaced to one hundred twenty-five dollars($125)per pay period. Hazardous Duty Pay shall
not be considered as pensionable earnings.
Section 8.7—Holidays
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.
Employees shall be paid double time for all hours worked on a holiday. Employees whose
regularly scheduled day off falls on a holiday shall be given another day off.
The following holidays shall be recognized as follows:
Holidays Recognized Date
New Year's Day' January 1
Independence Day July 4
Veterans Day November 11
Christmas Day* December 25
`Effective the first full pay period upon ratification, members working midnight shift on
Christmas Eve and New Year's Eve shall also be paid double time for all hours worked.
Section 8.8—Vacation Benefits
Consistent with applicable ordinances,the vacation benefits presently enjoyed by the employees
covered by this Agreement shall continue. Employees shall be allowed to take vacation time off
upon completion of their entry FTO program.
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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 the next calendar year pursuant to existing rules 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.This Section shall not apply to
sick leave accumulation.
Section 8.9—Sick and Vacation Leave Accrual and Payment on Termination
Effective upon ratification of this agreement, aAll employees covered by this Agreement shall,
under applicable ordinances,rules,and regulations,be allowed to accrue no more than 500 hours
on an annual basis,and,except in accordance with provisions for postponement of vacation leave
as set forth in Article 8,Section 7,of this Agreement;be 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, no more than 620 hours vacation leave and seventy-five
percent one half(44275%) of sick leave to a maximum of 600 620 hours. Employees shall be
permitted to carry vacation hours over the five hundred (500) hour cap until March 31st of the
following year.
Section 8.10—Sick Leave Sell Back Program
An annual sick leave sell back program,payable on a dollar for dollar basis,has been established
and implemented as stated in this section,effective October 1, 2013. The annual sick leave sell
back period shall cover each fiscal year,from October 1St to September 30th. Payments for each
annual sick leave sell back period will be made in the last pay period in November after the closing
of the applicable sell back period.
The sick leave sell back program will allow qualified employees to sell back their annual sick leave
accrual during the sell back period,minus any sick and emergency vacation leave utilized during
the same period,to be reduced on an hour for hour basis.Effective October 1,2016,Eemployees
who have completed twenty(20)years of service or more, before the start of the applicable sell
back period,may sell back up to 136 hours minus any sick and emergency vacation leave utilized
during the same period,to be reduced on an hour for hour basis. Leave utilized under the Family
and Medical Leave Act(FMLA)shall not reduce the sick leave sell back amount.
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In order to qualify for participation in the sick leave sell back program,employees must:(1)Have
been employed by the City throughout the entire sick leave sell back period being measured;and
(2)Maintain at least three hundred(300)hours of combined accumulated sick and vacation leave,
after each sell back date.Employees who have completed five(5)years of service or less,before
the start of the applicable sell back period, must maintain at least two hundred (200) hours of
combined accumulated sick and vacation leave, after each sell back date. The sick leave hours
sold back as part of this program cannot cause the employee's accumulated sick and vacation
leave to fall below the aforementioned minimum established thresholds.
Section 8.11 —Bereavement
When there is a death in the immediate family (mother, father, grandparents, grandchildren,
current spouse's parents, brother, sister, current spouse, children or stepchildren or domestic
partner as defined in the Domestic Partner Leave Ordinance of an employee), he or she shall be
allowed four(4)days off for each death for the purpose of making arrangements and/or attending
the funeral,without loss of pay and without charge to accrued sick leave or vacation days of said
employee.At his or her request,the employee shall be provided two(2)additional work days off,
which shall be charged to the employee's accrued sick or vacation leave bank. In such
circumstances, additional time off may be granted at the discretion of the Police Chief, 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 Police Chief.
The City shall be responsible for funeral expenses for any employee killed in the line of duty, up
to a maximum of$20,000.
Section 8.12—Court Time Compensation
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:
a) During an employee's off-duty hours, a minimum of four (4) hours per day shall be
guaranteed until September 30, 2015, at which time the minimum hours per day shall
decrease to three and one-half (3 '/2) hours. However, if an employee's first court
appearance begins within one (1) hour of the start of his/her regularly assigned shift or
ends within one(1)hour after the end of his/her regularly assigned 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 four hours (or two hours if the initial
two-hour minimum was in effect).
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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 six hours (or four hours if the initial two-hour
minimum was in effect).
d) No Pyramiding. Compensation shall not be paid more than once for the same hours.
Section 8.13—Out-of-Classification Pay
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 two-three dollars
($32.00)higher than his/her regular rate;provided that this shall in no way constitute an 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. • - ' - e_ 22- , e - _. _ - - _ - --
Section 8.14—Standby Pay
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 8.15—Call-In Pay, • - • - - • • - - • • • • - • - ,On Call Pay,and
Telephone Calls
a.Call-In Pay
An employee who is called to perform work outside of his regularly assigned shift will be paid a
minimum of two(2)hours'compensation at the straight time hourly rate or time and one-half the
regular hourly rate, subject to the provisions of Article 7.4, Weekly Overtime, except when
contiguous to the employee's regular schedule.
b.On Call Pay
Effective the first full pay period upon ratification,employees who are designated as on call status
will receive a two and half percent (2.5%)supplement pay per pay
period on a monthly basis. •••2 * -- - - - -• - _ - -- ' .
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Those designated as on call status include the following:
• Criminal Investigations Division
• Hostage Negotiations Team
• SWAT Techs
• Special Weapons and Tactics Team
• Tech Services
• PEU
• Homeless Resource Officers(HRO)
• Intelligence Unit
• PIO
• IA
• FOP President
• Traffic Homicide Investigators
• K-9
• Neighborhood Resource Officers
Members receiving this benefit must be available to the Department when called. Unreasonable
failure to respond when called may result in removal of this benefit for up to one year, at the
discretion of the Chief.
Investigative Supervisor Availability Pay is eliminated effective upon ratification of this Agreement.
week of ISAP. An employee aligned ISAP who receives one or more phone calls--regar-€44-a
c.Telephone Calls
Any off-duty employee who receives a telephone call from a supervisor regarding a matter that
pertains to an investigation or incident arising from his/her most recent(last)work shift,shall be
paid a 30-minute minimum at straight time or time and one half the regular hourly rate,subject to
the provisions of Article 7.4,Weekly Overtime,for the first off duty call on a given day.Subsequent
calls that occur after the initial 30 minutes will be compensated in 30-minute increments not to
exceed two hours for allthe-same matters.
An off duty omployoo assigned to tho Criminal Invostigations Section (CIS), Accident
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day. A day shall commence at 12:00 AM and end at 11:50 PM. Subcequont calls shall bo
60R4144431:169- :ee ... -- -•- :.! .:••::-.. ° -
Section 8.16—Sunglasses and Prescription Glasses
The City agrees to reimburse employees for the purchase or repair of sunglasses and prescription
eyeglasses with a maximum allowable reimbursement of one hundred fifty($150.00)dollars per
employee in a twelve (12) month period, when they are lost or damaged while the employee is
engaged in active police work such as arrests, pursuit,physical conflict or vehicular accidents.
Section 8.17—Field Training Officer
Bargaining unit employees who are assigned to the Field Training Officer(FTO)program by the
Police Chief shall receive five percent(5%)of their base rate of pay on a biweekly basis,for as
long as they are assigned to the program. The Chief of Police will assign, reassign, or remove
FTOs at least annually. The Police Chief, or his/her designee, in his/her sole discretion, may
assign Officers to Field Training Officer(FTO)assignment.
Section 8.18—Injury Service Connected(ISC)
For two (2) sixteen (16) week periods, 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:
a) While on duty and entitled to be paid by the City;or
b) While reasonably exercising police officer functions within the City limits of Miami Beach
while off duty;or while working a departmentally sanctioned off-duty job;or
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c) While exercising police officer functions when there is a physical danger to a person and
the employee takes reasonable action off duty in the state of Florida;or
d) When operating a City vehicle, being duly authorized to do so by the City; or while on a
reasonably direct travel route to or from work and home in their private vehicle while within
the City limits.
e) 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.
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 ISC 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 8.19—Special Assignment Allowance
Employees assigned on a permanent basis to motorcycles or the training unit shall receive a
special assignment pay of five percent(5%)of their base pay.
Employees assigned to work a 5-8 shift shall receive a special assignment pay of two and one-half
percent(2 ''/z%). Employees who are on 5-8 light duty because of non-service connected injury
or illness shall not receive the special assignment pay. Employees 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 injury service connected light duty
employee takes off work and receives ISC payments,the employee will not receive the two and
one-half percent(2-1/2%)special assignment pay for time not worked.
Section 8.20—Extra Weapon
Employees will be allowed to carry a concealed,extra weapon while on duty,as approved by the
range master.
Section 8.21 —Quality of Life
The City agrees to continue a Quality of Life Program. The Quality of Life supplement pay shall
be$6-726.00 per pay period for those employees participating in the program., unt'"ho fiM"ull
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Page 1202 of 1288
The Police Chief or his designee shall develop certification requirements which employees must
meet to be eligible for any Quality of Life supplement payments. The Quality of Life supplement
will be made available to all qualifying Bargaining Unit Members.
Section 8.22—Forced Holdover
If an employee is forced to stay beyond the hours of his/her regular shift-such additional hours
will be paid at double the regular rate.—This provision applies to minimum staffing or mandatory
overtime as a result of being forced to stay beyond the hours of a pre-planned shift due to a
special events••_•-.. - _ e -_ - 2: .. • _ -• :e _
not include unexpected or special events such as, hurricanes or other acts of Cod,
_• - _ , -2'2- . ._ - -• -. This provision does not include unexpected
occurrences such as natural or manmade disasters. The City will give a fourteen (14)calendar
day notice whenever practical for planned overtime events. This does not apply to unplanned
overtime or extensions of regular shifts. Forced Holdover will not be subject to the provisions
contained in Article 7.4 Weekly Overtime calculations.
Section 8.23—Pension
The pension benefits as they currently exist shall continue, except that the City shall amend the
pension plan upon ratification of this Agreement, to provide the following benefits for plan
members who retire on or after September 30,2013(except as otherwise specified below):
A. Military Buy Back:Upon completion of five(5)years of creditable service under the
pension system,(ten years for members hired after ratification of this agreement),
members may purchase additional creditable service under the system for up to
two(2)years of prior military service,in increments of up to three percent(3%)per
year of service for a maximum additional multiplier of six percent(6%), purchased
at ten percent(10%)or ten and one half percent(10.5%), (for new hires required
to contribute 10.5% to the plan as set forth in sections G and H herein), of
pensionable salary during the 12 calendar months immediately preceding the date
of such purchase; for each year of military service purchased, with the cost
prorated for fractional years of service. For purposes of this purchase, an
employee may use the value of accrued sick and/or annual leave, valued at the
employee's hourly rate at the time of purchase.Such purchased creditable service
will be available for use as a benefit, including for purposes of reaching normal
retirement eligibility. In no event may the purchased service be used for purposes
of vesting credits.
The purchase of additional military service must be completed within twenty-four
(24) months following a member's completion of five years of creditable service
under the pension plan (ten years for members hired after ratification of this
agreement). If a member does not complete the purchase within the twenty-four
(24)month period,he/she shall not be eligible for the purchase in the future.These
provisions shall be applicable upon attaining ten (10) years of creditable service
under the Miami Beach Police/Fire Pension plan for employees hired on or after
ratification of this agreement.
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Prior Police Service Buy Back: Upon ratification,all bargaining unit employees
shall have a window between July 1, 2021 and September 30, 2021 in which to
purchase up to two years creditable service in increments of up to three percent
per year of service for up to two years of prior service. For purposes of determining
credit for prior service, in addition to service as a police officer in this state, credit
may be given for federal,other state,or county service as long as such service is
recognized by the Criminal Justice Standards and Training Commission within the
Department of Law Enforcement as provided in chapter 943 or the police officer
provides proof to the board of trustees that such service is equivalent to the service
required to meet the definition of a police officer. The creditable service shall be
purchased at 10% or 10.5% (for employees required to contribute 10.5% to the
plan as set forth in sections G and H herein)of pensionable salary during the 12
calendar months immediately preceding the date of such purchase; for each year
purchased. For purposes of this purchase, an employee may use the value of
accrued sick and/or annual leave valued at the employee's hourly rate at the time
of purchase,with the cost prorated for fractional years of service. In the event the
employee separates from employment after purchase of such creditable service
but prior reaching 10 years of creditable service,the employee shall be reimbursed
amounts paid in. Such purchased creditable service will be available for use as a
benefit, including for purposes of reaching normal retirement eligibility, upon
completion of 10 years of creditable service under the pension system.In no event
may the purchased service be used for purposes of vesting credits.
Non Prior Service Buy Back: Upon ratification, all bargaining unit employees
shall have a window between July 1, 2021 and September 30, 2021 in which to
purchase up to two years creditable service in increments of up to three percent
per year of service for a maximum additional multiplier of six percent (6%),
purchased at 10% or 10.5% (for employees required to contribute 10.5% to the
plan as set forth in sections G and H herein)of pensionable salary during the 12
calendar months immediately preceding the date of such purchase;for each year
purchased. For purposes of this purchase, an employee may use the value of
accrued sick and/or annual leave valued at the employee's hourly rate at the time
of purchase. Such purchased creditable service will be available for use as a
benefit upon completion of 10 years of creditable service under the pension
system. In the event the employee separates from employment after purchase of
such creditable service but prior reaching 10 years of creditable service, the
employee shall be reimbursed amounts paid in. In no event may the purchased
service be used for purposes of vesting credits.
The total amount of creditable service available for purchase shall not exceed a
total two years(6%)for any combination of the above buy back options, or when
an employee has participated in a prior by-back in the Miami Beach Police/Fire
Pension system of six percent(6%)or more.
B. All compensation for work performed pursuant to Off-Duty Assignments, as
outlined in the Department's Standard Operating Procedures (SOP's), shall be
included in a member's salary for pension purposes, and shall be used in the
calculation of member contributions and benefits. Provided, in no event shall
overtime pay and/or off-duty pay,exceed the caps presently specified in the Miami
Beach Police and Fire Pension Ordinance. Overtime in excess of 300 hours per
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Page 1204 of 1288
year or payments for unused sick and and/or vacation leave may not be included
in compensation for pension purposes.
C. DEFERRED RETIREMENT OPTION PLAN(DROP)
1. Eligibility—Any active employee member of the Miami Beach Police and
Firefighters Pension Plan may enter into the DROP on the first day of any
month following the date upon which the employee first became eligible for
a normal service retirement,subject to the conditions expressed herein or
as modified from time to time.
2. Conditions of Eligibility — Upon becoming eligible to participate in the
DROP, an employee may elect to enter that program for a period not to
exceed sixty(60)months;however,employees who entered the DROP on
or before September 30,2015,may extend their DROP participation period
by twelve(12)months,for a total maximum DROP participation period not
to exceed seventy-two(72)months.Employees who entered the DROP on
or after October 1, 2015, but prior to the date of ratification of this
Agreement, may extend their DROP participation period by up to thirty-six
(36)months,for a total maximum DROP participation period not to exceed
ninety-six (96) months. Employees who enter the DROP on or after the
date of ratification of this Agreement will be subject to a total maximum
DROP participation period not to exceed ninety-six (96) months.
Notwithstanding,participation may not continue beyond that date when the
employee's combined years of creditable service and time in the DROP
equals four hundred and fifty-six (456) months. Provided also that
participation in DROP shall require the employee to complete and submit
the following prior to start of DROP payments.
a.Such forms as may be required by the Pension Board of Trustee's Plan
Administrator. Election in the DROP is irrevocable once DROP payments
begin.
b.A waiver and an irrevocable resignation from employment with the actual
date of termination being the date designated by the employee as the end
of his/her DROP participation. The administration and timing of execution
and delivery of the waiver and resignation forms shall meet the
requirements of the Age Discrimination in Employment Act and the Older
Worker's Benefits Protection Act, as same may be amended from time to
time.
c. Employees currently in the DROP,who meet the requirements set forth
in Sections 1 and 2 above, and elect to extend their DROP participation
period,must sign such forms as may be required by the Pension Board by
no later than September 1,2019.
3. Conditions of Employment for DROP Participants — Employees shall
be subject to termination of employment while in DROP to the same extent
as they were in their pre-DROP status. A person who has elected the
DROP remains an employee during the DROP period and receives all the
benefits of being an employee during the DROP period,except any form of
pension contribution.
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4. Effect of DROP Participation
a. An employee's credited service and his/her accrued benefit under the
Pension Plan shall be determined on the date of his/her election to
participate in the DROP first becomes effective.
b. The employee shall not accrue any additional credited service while
he/she is a participant in the DROP, or after termination of participation in
the DROP.
c.A DROP participant is not eligible for disability benefits from the Plan.
d.An employee may participate in the DROP only once.
e. Effective with the start date of an employee's DROP participation,
contribution to the Pension Plan by the employee and the normal cost
contribution to the Pension Plan by the City, on behalf of the employee,
shall cease.
5. Payments to DROP Account.A DROP account shall be created for each
member who elects to participate in the DROP. A DROP account shall
consist of amounts transferred to the DROP from the Plan, which include
the monthly retirement benefits, including any future cost of living
increases,that would have been payable had the member elected to cease
employment and receive a normal retirement benefit upon commencing
participation in the DROP, and earnings on those amounts. With the
exception of those employees who enter the DROP on or after September
1,2012,through September 29,2013,shall continue to receive a zero(0%)
cost of living adjustment for the third (3rd) and fourth (4th) annual
adiustment dates, regardless of whether the employee remains in the
DROP for the applicable maximum participation period.
a. Employees who entered the DROP on or before September 30, 2015,
and who choose to extend their DROP participation period by up to twelve
(12) months, shall receive a zero (0%) retiree cost of living adjustment
(COLA) for their sixth (6th) annual adiustment date. If these employees
choose to extend their DROP participation period and separate from
employment with the City at any time within the sixth (6th)year, they will
not receive a retiree COLA on the sixth (6th)annual adjustment date, but
will receive a retiree COLA on the seventh (7th) annual adjustment date
and all annual retiree COLAs thereafter.
b.Employees who entered the DROP on or after October 1,2015,but prior
to the date of ratification of this Agreement, who choose to extend their
DROP participation period by up to thirty-six (36) months shall receive a
zero(0%)retiree COLA for their sixth(6th),seventh(7th),and eighth(8th)
annual adjustment dates. If these employees separate from employment
with the City at any time within the sixth(6th),seventh(7th),or eighth(8th)
year in DROP, they will not receive a retiree COLA on the annual
adjustment date following their separation of employment with the City, but
will receive all annual retiree COLAs thereafter.
c. Employees entering the eight (8) year DROP on or after the date of
ratification of this Agreement shall receive a zero (0%) retiree COLA for
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their sixth(6th),seventh(7th),and eighth(8th)annual adjustment dates. If
these employees separate from employment with the City at any time within
the sixth (6th), seventh (7th), or eighth (8th) year in DROP, they will not
receive a retiree COLA on the annual adjustment date following their
separation of employment with the City, but will receive all annual retiree
COLAs thereafter.
d.Employees hired after the date of ratification of this Agreement who enter
the DROP shall receive a zero(0%)retiree COLA for their first(1st),second
(2nd), third (3rd), and fourth (4th) annual adjustment dates. If these
employees separate from employment with the City at any time within the
first(1st), second (2nd),third (3rd), or fourth (4th)year in DROP,they will
not receive a retiree COLA on the annual adjustment date following their
separation of employment with the City, but will receive all annual retiree
COLAs thereafter.
6. DROP Account Earnings
a.Members may direct their DROP money to any of the investment options
offered and approved by the Board.Any losses incurred by the participant
shall not be made up by the City or the Pension Plan.The selection of these
programs shall be made by the participant on forms provided by the Board.
Any and all interest and or earnings shall be credited to the participant's
DROP account.
b. A member's DROP account shall only be credited or debited with
earnings while the member is a participant in the DROP and,depending on
the DROP Account Payment Options selected, after the member dies,
retires,or terminates employment with the City of Miami Beach.
7. Payment of DROP Account Funds
Upon termination of a member's employment(for any reason,whether by
retirement, resignation, discharge, disability, or death), the retirement
benefits payable to the member or to the member's beneficiary shall be
paid to the member or beneficiary and shall no longer be paid to the
member's DROP account. In the event of the member's death, payment
shall be made directly to the member's beneficiary. No payments will be
made from the DROP account until the member terminates employment.
8. DROP Account Payment Options — Following the termination of a
participant's employment, the participant shall select one of the following
options to begin to receive payment from his/her DROP account. Said
selection shall occur no later than 30 days prior to the end of the DROP
participation period or within 30 days following the termination of a
participant's employment if said termination of employment occurs prior to
the end of the DROP participation period:
a. Lump Sum —All accrued DROP benefits, plus interest, shall be
paid from the DROP in a single lump sum payment.
b. Partial Lump Sum — A member designated portion of accrued
DROP benefits, plus interest, shall be paid from the DROP in a
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Page 1207 of 1288
partial lump sum payment with the remainder being directly rolled
over into an eligible retirement plan.
c. Direct Rollover—All accrued DROP benefits, plus interest, shall
be paid from the DROP directly to the custodian of an eligible
retirement plan.
d. Other method(s)of payment that are in compliance with the Internal
Revenue Code and adopted by the Pension Board of Trustees.
9. Death of DROP Participant — If a DROP member dies before his/her
account balances are paid out in full,the participant member's designated
beneficiary shall have the same rights as the member to elect and receive
the pay-out options set forth in Paragraph 8,above. DROP payments to a
beneficiary shall be in addition to any other retirement benefits payable to
the beneficiary
10. Administration of DROP Accounts
a. The Pension Board of Trustees shall make such administrative
rules as are necessary for the efficient operation of DROP but shall
neither create any rule that is inconsistent with the legislation
creating the DROP,nor any rule that would be a mandatory subiect
of collective bargaining.
b. At all times,the DROP will be administered so that the Plan remains
qualified under the Internal Revenue Code and is in compliance
with the Internal Revenue Code and applicable laws and
regulations.
11. If any provision of this DROP should be found invalid, unlawful, or not
enforceable by reason of any existing or subsequently enacted legislation,.
or by judicial authority,or by an IRS regulation/ruling,the City and the Union
agree to meet within 30 days of such determination for the purpose of
negotiating a resolution to the invalid provision(s).
In the event that provisions of the Internal Revenue Code operate to limit
the benefit amount of employee coverage by the pension provision
incorporated in this Agreement to an amount less than set forth in the
pension Plan then the City and the Union shall negotiate a method to
compensate the affected employee for the difference between the normal
pension benefit and the limits allowed by the Internal Revenue Code
provided that no such resolution shall jeopardize the exempt status of the
Plan under the Internal Revenue Code.
12. A member who elects to participate in the DROP shall retain the earned
balance of accrued sick and vacation leave as of date of entry into the
DROP,and shall continue to earn sick and vacation leave during the DROP
period, in accordance with the stipulations set forth in the collective
bargaining agreement between the City and FOP.While in the DROP,the
member shall have the one-time option of receiving payment for accrued
sick and/or vacation leave, up to the maximum payout upon separation of
employment allowed by the collective bargaining agreement between the
City and FOP,provided that the employee shall retain at least one hundred
FOP-31
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twenty(120)hours of accrued sick leave after such payment.The one-time
election to receive payment of leave balances shall be made in any one
year of the DROP,by notifying the City no later than August 31 of that year.
Employees may request such payment prior to entry into the DROP, but
must be in the DROP at the time of payout. Payment will be made on the
second pay period of February of the following year. Upon final separation
from employment with the City, a member who has participated in the
DROP shall be eligible to receive payment for the balance of all accrued
sick and vacation leave as of the date of final separation, up to the
maximum provided in the collective bargaining agreement, as reduced by
the prior payout, if any. In no event shall payments for accrued sick or
vacation leave be included in a member's earnings for the purposes of the
plan.
D. Pension benefits for employees hired prior to July 14, 2010; all changes effective
September 30,2013, unless otherwise specified:
1. The benefit multiplier shall be three percent(3%)for each year of creditable
service for the first twenty(20)years of service, and four percent(4%)for
each year of creditable service after twenty(20)years of creditable service.
2. The normal retirement date shall be as provided in the current pension
plan,except that a member must attain the age of 47 to be eligible for"Rule
of 70"retirement or reach the 85%benefit cap, regardless of age.
3. The final average monthly earnings (FAME) shall be based on the
member's two (2) highest paid years of creditable service, prior to
retirement or separation from employment. Effective September 30,2015,
the final average monthly earnings(FAME)shall be based on the member's
three (3) highest paid years of creditable service, prior to retirement or
separation from employment.
4. The retiree cost of living adjustment (COLA) shall be two and one half
percent(2.5%)annually.
5. The maximum pension benefit shall be 85% of pensionable income, with
the exception that any member who attains a benefit of 85%of pensionable
income or higher as of September 30, 2013, retains the maximum benefit
of 90%of pensionable income.
6. An employee shall be vested after completion of five(5)years of creditable
service.
7. Ten percent(10%)employee pension contribution.
E. Pension benefits for employees hired on or after July 14, 2010, but prior to
September 30,2013;all changes effective September 30,2013,unless otherwise
specified:
1. The benefit multiplier shall be three percent(3%)for each year of creditable
service for the first twenty(20)years of service, and four percent(4%)for
each year of creditable service after twenty(20)years of creditable service.
FOP-32
Page 1209 of 1288
2. The normal retirement date shall be as provided in the current pension
plan,except that a member must attain the age of 48 to be eligible for"Rule
of 70"retirement or reach the 85%benefit cap regardless of age.
3. The final average monthly earnings (FAME) shall be based on the
Member's three (3) highest paid years of creditable service, prior to
retirement or separation from employment.
4. The retiree cost of living adjustment (COLA) shall be one and one half
percent(1.5%)annually.
5. The maximum pension benefit shall be 85%of pensionable income.
6. An employee shall be vested after completion of five(5)years of creditable
service.
7. Ten percent(10%)employee pension contribution.
F. Pension benefits for employees hired on or after September 30,2013,but prior to
the date of ratification of this collective bargaining agreement:
1. The benefit multiplier shall be three percent(3%)for each year of creditable
service for the first twenty(20)years of service, and four percent(4%)for
each year of creditable service after twenty(20)years of creditable service.
2. The normal retirement date shall be as provided in the current pension
plan,except that a member must attain the age of 48 to be eligible for"Rule
of 70"retirement or reach the 85%benefit cap regardless of age.
3. The final average monthly earnings (FAME) shall be based on the
Member's five (5) highest paid years of creditable service, prior to
retirement or separation from employment.
4. The retiree cost of living adjustment (COLA) shall be one and one half
percent(1.5%)annually.
5. The maximum pension benefit shall be 85%of pensionable income.
6. An employee shall be vested after completion of five(5)years of creditable
service.
7. Ten and one half percent(10.5%)employee pension contribution.
G. Pension benefits for employees hired after the date of ratification of this collective
bargaining agreement:
1. The benefit multiplier shall be three percent(3%)for each year of creditable
service for the first twenty(20)years of service, and four percent(4%)for
each year of creditable service after twenty(20)years of creditable service.
2. The normal retirement age shall be 52: however, under "Rule of 70"
retirement, a member must attain a minimum age of 48 or reach the 85%
benefit cap regardless of age.
3. The final average monthly earnings (FAME) shall be based on the
Member's five (5) highest paid years of creditable service, prior to
retirement or separation from employment.
FOP-33
Page 1210 of 1288
4. The retiree cost of living adjustment (COLA) shall be one and one half
percent(1.5%)annually.
5. The maximum pension benefit shall be 85%of pensionable income.
6. An employee shall be vested after completion of five(5)years of creditable
service. Employees hired after the date of ratification of this agreement
shall become vested after completion of ten (10) years of creditable
service.
7. Ten and one half percent(10.5%)employee pension contribution.
8. Employees hired after the date of ratification of this agreement shall not be
credited with any prior creditable time in the Miami Beach General
Employee Pension Plan.
The pension breakdowns above are for illustrative purposes and do not encompass all pension
benefits afforded to respective members. The full itemization of pension benefits is available in
the plan summary for the Fire and Police Pension Plan, as well as the Fire and Police Pension
Ordinance.
Section 8.24—Premium Pay Supplement Contingent Upon the Department Obtaining and
Maintaining Certain Accreditations.
In recognition for obtaining and maintaining the accreditations described below, the following
premium pay supplements will be paid under the following terms:
a) All bargaining unit members shall be paid a premium pay supplement of$4020.00 per
pay period for as long as the Police Department maintains Accreditation by the
Commission on Accreditation for Law Enforcement Agencies (CALEA). Effective
. . . .• .... e.!!
If either-of-the accreditations provided for' above arc is discontinued for
reasons unrelated to the action or inaction of bargaining unit members,then the supplement shall
continue.
Section 8.25. Buyback of Probationary Time. Employees hired prior to ratification of this
agreement may elect, by written notice served on the Board of Trustees, to receive creditable
pension service time for any or all of their time served as probationary police officers. In order to
FOP-34
Page 1211 of 1288
receive such creditable pension service time, employees should be allowed to purchase any or
all of such time through the use of accrued annual leave, sick leave, cash or any combination
thereof. In the event such purchase is not made within six months of successful completion of
probationary period, the amount paid shall include interest at the rate of three percent(3%)per
annum excluding first six(6)months. Effective upon ratification, all newly hired employees shall
participate in the pension plan upon date of hire.
Section 8.26—"Me Too"with the IAFF
The FOP reserves the right to a "me too" agreement with the IAFF should the City modify the
IAFF agreement on parallel issues,with the exception of Court time and Alternate Holiday Pay.
Section 8.27—CJSTC Police Instructor Incentive Pay
• - - - -- e- - - - - - - - ', ' e, Tthe City will pay,
under the terms stated in this section,an incentive pay of two and one-half percent(2.5%)of the
officer's base pay(as stated below)for up to a maximum of 44y-seventy-five(7550)police officers
who obtain and maintain certification from the Criminal Justice Standards and Training Council
(CJSTC)as Police Instructors:
a) Effective upon ratification of this Agreement,ntsJo more than fifty seventy-five(7559)FOP
employees will be eligible to receive the two and one-half percent(2.5%)Police Instructor
Certification pay.
b) Additional FOP employees(up to the seventy-fivefi#y-(7550)employees maximum)must
be qualified for the incentive pay by meeting all of the following requirements: (1) a
minimum of six (6) years of full-time experience as a certified law enforcement officer
employed by a State, County or Municipal Police Department; and (2) passing the
required CJSTC Police Instructor Training Course;and(3)have no record of disciplinary
action during the twelve(12)month preceding the date of application for the benefit_FOP
employees will qualify(not to exceed the fifty seventy-five(7550)employee cap)on a first
come basis, based on the date of each employee's submission of the completed written
request to the Police Chief or designee.
c) Newly qualified FOP employees(up to the fifty-seventy-five(7550)maximum limit),shall
start receiving their two and one-half percent (2.5%) pay on the next payroll period
beginning after the FOP employee has submitted to the Police Chief (or designee) a
written request that includes a copy of the CJSTC Instructor Certification,and proof that
he/she has met all other requirements as set forth in this section.
d) Employees shall remain solely responsible for obtaining and maintaining a State Certified
CJSTC Certificate. All costs involved in obtaining and/or maintaining the certification
FOP-35
Page 1212 of 1288
shall remain the responsibility of the employee. Failure to have a current certification
shall constitute an automatic disqualification from the two and one-half percent (2.5%)
incentive pay.
e) The Chief of Police may remove an employee from the CJSTC certified police instructor
roster after two (2) incidents wherein the employee refuses or fails to train when
requested or exhibits poor performance as a trainer. Such removal from the roster shall
constitute an automatic termination of the two and one-half percent (2.5%) instructor
incentive pay. After the first incident wherein the employee refuses or fails to train when
requested or exhibits poor performance as a trainer, the Chief of Police shall provide
notice to the employee,with a copy to the Union, advising that the second incident will
result in his or her removal from the CJSTC certified police instructor roster and the
cessation of the concomitant incentive pay. After the second incident,the employee shall
be removed from the CJSTC certified police instructor roster and the concomitant
incentive pay shall be terminated,effective on the date of the second incident.
f)The value of the two and one-half percent(2.5%)incentive pay shall be determined based
upon only the base wage of the officer, i.e. no additional incentives or other extra payments
or benefits are included in the two and one-half percent(2.5%)pay. The total incentive pay
for the Police Instructor Certification benefit will remain at two and one-half percent(2.5%)
regardless of any additional certifications that the FOP employee may receive through the
CJSTC.
Section 8.28—Second Lanquaqe Pay
Effective October 1, 2017, Eemployees who are conversationally proficient in a second of the
following languages: Spanish, Creole, Portuguese, Hebrew, French, Russian, German,
Cantonese, Mandarin, Italian, Czech, Korean, or American Sign Language; shall be eligible to
receive second language pay equal to two and one-half percent (2.5%) of their biweekly base
pay. Proficiency will be determined by an employee obtaining a minimum rating of level 9 on the
"Speaking and Listening Assessment" test administered by ALTA Language Services, Inc. via
telephone and proctored by the Police Administration. The test may be scheduled with at least
seven(7)work days'notice to the Police Administration.The employee will bear the cost of paying
for the test. The employee will be subject to requalification for the pay supplement every five(5)
years. Second language pay shall not be considered as pensionable earnings.If ALTA Language
Services, Inc.,no longer administers the aforementioned types of tests,there will be a re-opener
in order for the City,with Union input,to select a new testing services provider.
Section 8.29—Arson Investigator(Certified)
FOP-36
Page 1213 of 1288
Effective October 1,2016, -- ::.':•- :: : • - _ _ _ .-, Eemployees who perform arson
investigation work, as designated by the Chief of Police,and are certified by the State of Florida
as arson investigators, shall receive an additional five percent(5%)of their biweekly base pay,
whenever assigned to perform arson investigation work.
Section 8.30—Arson Investigator(Trainee)
Effective October 1,2016, _ :.'e•. :: - • - - - - --, Eemployees who perform arson
investigation work,as designated by the Chief of Police,and are in the process of obtaining
their certification from the State of Florida as arson investigators,shall receive an additional two
and one half percent(2.5%)of their base pay whenever assigned to perform arson investigation
work.
Section 8.31 —Drug Recognition Expert(DRE)
Effective October 1, 2016, as designated by the Chief of Police, Eemployees certified as drug
recognition experts (DRE), as designated by the Chief of Police, shall receive an additional five
percent(5%)of their base pay upon receipt of their drug recognition expert certification.
Section 8.32—CJIS Pay
Effective the first full pay period upon ratification,employees who maintain their Criminal Justice
Information Systems(CJIS)certification shall have an additional two percent(2%)of their base
pay. Effective April 1,2020,employees who maintain their Criminal Justice Information Systems
(CJIS)certification shall have an additional two percent(2%)of their base pay for a total of four
percent(4%).
Section 8.33—Crisis Intervention Team(CITI
Effective the first full pay period upon ratification, employees who have already attended and
passed the 40-hour crisis intervention team (CIT)training shall receive an additional two and a
half percent(2.5%)of-their base pay(non-pensionable). Employees who attend this training after
ratification of this Agreement must-be vested in order to qualify for this pay. Employees who
qualify for this pay will have to attend refresher training as directed by the Chief of Police to
maintain their qualification for CIT pay.
FOP-37
Page 1214 of 1288
Section 8.34—Marine Pay
Effective the first full pay period upon ratification,any employee who is
docignatcddassigned to the marine patrol unit on a full-time basis on the marine unit shall receive
assignment pay equal to five percent(5%)of their biweekly base pay.
FOP-38
Page 1215 of 1288
ARTICLE 9
FOP HEALTH TRUST
Section 9.1—
The City will continue to fund the current contribution amount for health care. As of January 1,
-• ••:• - :• •._ -- - -:As of January 1,2019,the City's contributions
shall be:
Single: $662.19
Family: $1623.23
Single: $573.55
Family $1,405.96
Future annual increases to the City monthly contributions will be made based upon the Annual
Segal Health Plan Cost Trend Survey for Open Access PPOs/POS Plans.The increases shall be
effective January 1 of each year beginning January 1, 2020. In no event shall the City monthly
contributions be less than the prior year, even if the trend rate is negative.
Audited financial disclosure reports are to be presented from the Trust to the City Manager's
designee for Labor Relations no later than March 1st of each year.
The City will make payments to the TRUST by the 15`h of the month for the previous month.
.. a. .. .
FOP-39
Page 1216 of 1288
the Trust inclusive of administrative costs. If the payments made by the City to the FOP Trust
exceeded the actual FOP trust increase for the prior year, then the excess amount paid by the
City for the prior year will be subtracted from any projected cost increase for the current year. If
Trust for the prior year, then there will be no reduction made to any projected cost incr ase for
the current year. If the payments made by the City to the FOP Trust arc equal to the actual FOP
Trust for the prior year, then there will be no reduction made to any projected cost increase for
the current year. Cost reductions of the Trust attributable to dosign changoc shall not be included
changes and projected cost savings associated with those changes within 30 days of the effective
amount. The"ten month reserve"shall mean the sum of ten (10)times the average of the most
recent twelve(12)months, plus cost and liabilities.
Conversely, if the City's renewal rate is flat,or a negative percent,then the City's contribution to
City's straight line averages for those three(3)y ars.
#2 #3
(City pays—more—than—the (City--pays—less—than—the (City pays the same as the
actual cost) actual cost, but equal to the actual--cast-)
projected cost and the
straight line cap)
FOP Projected Cost 10% FOP Projected Cost 7% FOP Projected Cost 7%
City Straight line Average City Straight line Average City Straight line Average
7°6 7%
City pays 7% City pays 7% City pays 7°%
° Actual FOP Cost 10% Actual FOP Cost 7%
Credit to City 2% No change No change
(The City's straight line average is the cap in all cases.)
as of the date this contract is signed'. If plan design changes cause an increase in the Trust fund
premium,the City is not required to increase its contribution as a result of the plan design change.
FOP-40
Page 1217 of 1288
Financial disclosure reports are to be presented from thc Trust to thc City Manager's designee
for Labor Relations no later than July V of each y ar. Such report must include the increase
percent identified by the Trust's plan consultant for the following City fiscal year. The City
understands that it will provide the final renewal rates prior to October 1'of each year. The Trust
- •" - • • - -- �`-to-the
City Manager's designee for Labor Relations.
The City's designee for Labor Relations will be notified of the annual meeting at which benefit
meeting. Also, any consulting reports analyzing benefit changes will be provided to the City for
purposes of that meeting.
The City will make payments to the TRUST by the 15''of the month for the previous month. In
order to assist the TRUST with the transition of payment dates,the City will provide a$700,000
_._• - '._ . • ._ •-••-• , •- .- - •- -e_ -.• : er with the current plan
designs in effect for calendar year 2016.
-e•-- _ -• __ •_• :' ided by-the number of the City's medical plan options.
In addition:
a) For all current retirees and active employees on the payroll as of the date of ratification
of this Agreement, all employees presently in the DROP, and all eligible dependents
under the current eligibility rules, the City contribution for those current retirees and
current employees who become future retirees for health coverage shall be equal to
the City's Health Trust contribution formula for active employees. Furthermore, the
contributions for those current retirees and current employees who become future
retirees and their eligible dependents shall be no less than the current value of the
contributions for active employees and their eligible dependents. This Agreement
shall be reduced to writing and made individual contracts and shall be vested benefit
throughout retirement.
b) Employees hired after July 14, 2010, who elect to be covered by the Miami Beach
Fraternal Order of Police Insurance Trust Fund Plan,to the extent they choose to have
medical benefits provided to them and their dependents during retirement, shall
receive a health insurance stipend in lieu of a City contribution to the Trust on behalf
FOP-41
Page 1218 of 1288
of those employees after their retirement.As of September 30,20185,the stipend shall
be a monthly payment equal to $27-4-929.77 per each year of creditable service,
subject to an annual increase based on the Miami-Ft.Lauderdale All Urban Consumer
Price Index(U-CPI)as of September 30th of each fiscal year thereafter. Additionally,
upon separation of employment with the City,the individual's stipend shall continue to
be adjusted annually every September 30th thereafter.
Section 9.2-
a) All eligible employees and their dependents described in Section 7 shall be eligible to
enroll in the FOP Health Trust Plan and shall not be eligible to participate in the City Plan
during their employ or retirement for so long as the FOP Trust exists.
b) A non-bargaining unit sworn police officer who elects to enroll in the FOP 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:
1. Must be on the City Police Department Payroll at the time of enrollment;
2. Must be an FOP 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;
3. Must meet insurability criteria satisfactory to Trustees;and
4. Must make the election within thirty (30) days after appointment out of the
bargaining unit.
Section 9.3-
a) All covered employees and covered retirees shall be allowed to continue under the City's
Dental Plan as it may exist.
b) The City shall also contribute to the Trust the amount of premium it is paying for term life
insurance for covered employees and covered retirees.
Section-9.4-
• ..
FOP-42
Page 1219 of 1288
Section 9.45 Health Trust Plan —
The City shall be provided with a copy of the FOP Health Trust Plan booklet and the Trust
Agreement, and any other information required by law_ _•e _ . _.. . _ . -•_ _ •
of the Truct.
Section 9.56 Indemnification—
The FOP 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 administration of the FOP Health
Insurance Trust and Plan,except if the City's acts or omission give rise to its own liability.
Section 9.6-7 Employment Eligibility—
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.
Section 9.78 Post Employment Coverage—
Employees covered by this Agreement who retire, resign,or are terminated by the City must be
vested in the Police pension plan at the time of such retirement,resignation or termination in order
to receive a contribution by the City towards his/her health insurance premium after such
retirement,resignation or retirement.
Section 9.89 Voluntary Benefits Plan—
Employees in the bargaining unit shall be eligible to participate in the City's voluntary benefits
plan, which may be modified by the City from time to time. The voluntary benefits plan shall be
administered by the City.
Section 9.94-0— Post Employment Health Program(PEHPII
Effective the first pay period ending in October 2013, all employees covered by this agreement
shall contribute twenty-five dollars ($25.00) biweekly to the Post Employment Health Program
(PEHP). Upon separation of employment from the City, or when participating in DROP,
employees covered by this agreement shall contribute ten percent(10%)of their accrued leave
payouts toward the PEHP. Any and all fees/costs associated with administering the PEHP shall
FOP-43
Page 1220 of 1288
be incurred by the FOP. In no event will the City incur any costs associated with this program.
Effective upon ratification of this Agreement, the Union shall determine the required employee
contribution to the PEHP. The Union will notify the City, in writing,when it desires to change the
required employee contribution amounts, including the effective date of the change. The Union
will provide the City with at least thirty(30)days'notice prior to making such changes.
Section 9.11
Effective upon ratification of this agreement, and for so long a period as the federal tax code
imposes a heavier tax burden upon City employees with domestic partners who elect to receive
family medical and dental coverage over that of their married counterparts,the City will reimburse
those employees with domestic partners who pay this heavier tax burden by adding to their
additional tax accessed by the federal government upon this reimbursement. Reimbursement
under this subsection shall not be considered to be pensionable income. In order to qualify,
provisions of the Miami Dade County Code of Ordinances and the City of Miami Beach Code of
Ordinances.
FOP-44
Page 1221 of 1288
ARTICLE 10
EDUCATIONAL LEAVE AND TUITION REFUND
Subject to applicable Personnel Rules, leave ordinances and tuition practice administrative
procedures, 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.
Upon ratification of this Agreement,employees covered by the bargaining unit are eligible for the
tuition assistance program set forth in Resolution No. 2015-28891, adopted January 14, 2015,
which provides the following levels of benefit:
Six Credit hours per semester for a total of twelve credits per calendar year will be
reimbursed,as follows:
• Approved undergraduate, community college courses and non-credit/certificate
courses will be reimbursed as follows:
o 80%for courses in which the employee earns an A
o 60%for courses in which the employee earns a B
o 40%for courses in which the employee earns a C
• Approved graduate courses will be reimbursed as follows:
o 80%for courses in which the employee earns an A
o 60%for courses in which the employee earns a B
The levels of benefit identified above may be subject to change by the City Commission, but in
no event shall be less than the levels of benefit identified below:
One course per semester/trimester/quarter equivalent to three credits for a total of twelve
credits per calendar year will be reimbursed,as follows:
• Approved undergraduate community college courses and non-credit/certificate
courses will be reimbursed at an amount not exceeding$158.25
• Approved undergraduate university courses will be reimbursed at an amount not
exceeding$251.16
• Approved graduate courses will be reimbursed at an amount not exceeding
$531.15
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Page 1222 of 1288
ARTICLE 11
GENERAL PROVISIONS
Section 11.1 —Safety and Health
The City and the FOP shall cooperate in matters of safety and health affecting the employees
covered by this Agreement.
Effective April 1, 2016, Aa voluntary law enforcement physical fitness assessment shall be
established,the components of which will be mutually agreed upon between the Police Chief and
the FOP President. Any employee covered by this Agreement who completes and passes the
challenge shall receive a supplement of$ 75 per pay period effective upon ratification of this
Agreement. The challenge will be administered by the Police Department. It will be administered
on an annual basis.An employee will have thirty(30)days from the anniversary of his completion
of the assessment to schedule the next assessment(for that year). Employees must complete
and pass the assessment each year in order to be eligible for continued receipt of the supplement.
Physical fitness assessment pay shall not be considered as pensionable earnings. Op-a-ene-
Section 11.2—FOP Activity 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 opportunity.
The parties will comply with the Americans with Disabilities Act.
Section 11.3—Reduction In Work Force
When there is a reduction in the work force, employees will be laid off in accordance with their
length of time in grade service and their ability to perform the work available and applicable
veteran's 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
seniority recalled first. Notice of recall shall be sent to the employee at the last known address
FOP-46
Page 1223 of 1288
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 considered 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 11.4—Uniforms and Clothing Allowance
The City will continue its present policy concerning uniforms.The uniformed personnel's monthly
maintenance allowance shall be sixty dollars ($60.00) per month for a total of$720.00 per year
to be paid out in twenty-six(26)biweekly payments.
For those sworn employees assigned to work in civilian clothes, they shall receive a monthly
allowance of eighty-five dollars($85.00)per month for a total of$1,020.00 per year to be paid out
in twenty-six(26)biweekly payments.
When transferred into the Criminal Investigation Unit or other unit requiring civilian clothes, the
City will advance the employee, at his/her request, the sum of four hundred twenty five dollars
($425.00)for the purchase of clothing. The employee affected shall agree to relinquish the eighty-
five dollar ($85.00) 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 reimbursable amount shall be collected at the
rate of eighty-five dollars($85.00)per month.
Section 11.5—Disclosure of Records
Employees will not have information contained within any of their files,including an Internal Affairs
file, 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, provided, however, that
information which is made confidential by State or Federal Statute shall not be disclosed except
in accordance with the requirements of law. 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
and the employee shall be notified in writing via the City's electronic mail system.
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Section 11.6—Transfers
It shall be the sole right of the Police Chief or his designee to transfer employees of the
Department. When a transfer is a change in an employee's unit 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 11.7—Meeting Between Parties
At the reasonable request of either party, the FOP President,or his representative, and the City
Manager, or his designee for Labor Relations, shall meet at a mutually agreed upon time and
place to discuss matters that require immediate discussion.
Section 11.8—Negotiating Sessions
Time and dates for negotiating sessions shall be mutually agreed upon. Up to six (6) on-duty
FOP representatives shall be permitted to attend negotiating sessions without loss of pay or
benefits if they were otherwise scheduled to work.
Section 11.9—Job Descriptions
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 President via electronic mail of any change in the job description of any
classification in this bargaining unit.
Section 11.10—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
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employment hereunder,and further providing that such judgment against the employee does not
result from the wanton and willful action of the employee.
Section 11.11 —Personnel Rules and Departmental 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.
The manual of the Police Department is provided and available to all employees in the department
electronically through PowerDMS and proposed changes in said manual will be supplied to the
President of the FOP or his designated representative before implementation and an opportunity
to discuss the changes will be afforded. Any changes to SOP's shall contain a detailed legislative
style description of the proposed changes.
Section 11.12—Incorporation of Personnel Rules
The parties agree that the City's Personnel Rules are incorporated by reference in this Agreement
and made a part hereof,except where a specific Rule is in conflict with the express language of
this Agreement,the language of the Agreement shall prevail.
Section 11.13—Medical Leave of Absence
After this Agreement is ratified,any employee requesting time off without pay as a Medical Leave
will be granted the time requested up to one(1)month,or longer at the Police Chief's discretion.
Employees may use any accumulated leave time or comp time during this leave.
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ARTICLE 12
SEPARABILITY
If any provision of this Agreement is held to be in conflict with any law as finally determined by a
court of competent jurisdiction, that portion of the Agreement in conflict with said law shall be
inoperative and subject to immediate renegotiation for a replacement provision,but the remainder
of the Agreement shall continue in full force and in effect.
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ARTICLE 13
TIME BANK
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 to be
used as follows: (a)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 membership,
and/or (b) by FOP members pursuant to Ordinance No. 1335, and pursuant to rules and
regulations to be established by the FOP that is not otherwise inconsistent with this article or
Ordinance No. 1335. The FOP President,along with the Police Chief(or designee)will establish
a committee of three(3)members whose purpose is to create the rules and regulations mentioned
in subpart b herein.The composition of the Time Bank Committee shall be determined as follows:
the FOP President shall appoint one (1) individual to serve on the Time Bank Committee; the
Police Chief (or designee) shall appoint one (1) individual that shall serve on the Time Bank
Committee and both the FOP President and the Police Chief shall jointly appoint one(1)active
FOP bargaining unit member to serve on the Time Bank Committee. 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. After review by the FOP
President or his representative,these cards are to be forwarded on a quarterly basis to the Police
Chief for his review,and if appropriate, approval. If approved,the Police Chief will then forward
this material to the Support Services Division,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 designee(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)days in advance of anticipated use. This form
shall also include the statement that:
"Upon deduction of time by the City,the undersigned officer agrees to hold the City harmless 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 Police Chief,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.
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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 computation,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)
employment by the City of Miami Beach within the meaning of Chapter 440, Florida Statutes, as
amended.
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ARTICLE 14
DRUG TESTING
a) All employees are subject to random,unannounced testing for use of substances as set forth
below. The use of legal controlled substances is permitted only when prescribed to the
employee by a licensed health care provider and is properly used by the employee.
b) Upon reasonable suspicion by a lieutenant or higher ranking officer, that an employee has
used a drug as defined in Florida Statutes Section 440.102(1)(c), as that section may be
amended or renumbered, and as listed herein; or has used alcohol in violation of any rule,
order, policy, procedure, or law; or has intentionally misused a legal controlled substance to
the extent that his or her job performance is affected,shall be directed and required to submit
to drug and alcohol testing.
c) Testing is subject to the following conditions:
1. An accredited,State licensed clinical testing laboratory will be selected by the City.A
split specimen will be taken. If the results are positive,and the employee challenges
the results, the second portion of the split specimen will be tested at another
accredited, State licensed clinical laboratory of the employee's choice and at the
employee's expense. One portion will be tested by each laboratory.All positive tests
for illegal or controlled substances shall be confirmed by Gas Chromatography Mass
Spectrometry(GC/MS)or equivalent testing method.
2. Testing for alcohol shall be by breath-testing unless the employee is or claims to be
unable to provide an adequate sample.In such a case,a blood test will be performed.
Any refusal by an employee to consent to the blood test will result in a positive result.
3. A breath alcohol level of 0.04 or higher and it's equivalent blood test outcome shall
constitute a positive result.Below are the substance categories tested for.
4. In all cases, the employee shall fully cooperate with testing, including executing any
release or authorization necessary for the City to obtain the tests results.
5. The employee must provide a usable specimen/sample.
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Drug Initial Test Level GC/MS Confirmation
Test Level
Amphetamine 1000 ng/ml 500 ng/ml
Barbiturates 300 ng/ml 150 ng/ml
Benzodiazepines 300 ng/ml 150 ng/ml
Cocaine metabolites 300 ng/ml 150 ng/ml
Marijuana metabolites 50 ng/ml 15 ng/ml
Methadone 300 ng/ml 150 ng/ml
Methaqualone 300 ng/ml 150 ng/ml
Methylenedioxyamphetamine 500 ng/ml 250 ng/ml
(MDA)Analogues
Opiates 2000 ng/ml 2000 ng/ml
Phencyclidine 25 ng/ml 25 ng/ml
Propoxyphene 300 ng/ml 150 ng/ml
d) Any positive test or any refusal to submit to testing or to cooperate with testing, including
executing releases or authorizations and providing multiple specimens if needed, may be
grounds for termination of employment.
e) This Article supersedes any agreement, memorandum of understanding, rule, procedure,or
order to the extent of any conflict therewith.
f) Last Chance Agreement
• _ • ._• _ ' __ _• - • - • ,lin the event an employee tests positive for either
drugs or alcohol as the result of a random or reasonable suspicion drug/alcohol test, the
following shall apply:
At the sole discretion of the City Manager, in consultation with the Police Chief,the employee
may be offered a last chance agreement; said agreement does not preclude concurrent
disciplinary action. If a last chance agreement is extended to the employee, after he/she is
cleared to return to work by a Substance Abuse Professional(SAP)to be selected by the City,
the employee shall be subject to unannounced testing administered by the City's Human
Resources Department,for a period of no longer than two(2)years.An employee may only
be eligible for one last chance agreement during his/her employment with the City. Employees
who test positive a second time for drugs or alcohol as the result of an unannounced, random
or reasonable suspicion drug/alcohol test,shall be terminated from employment with the City.
A Substance Abuse Professional is a licensed physician, psychologist, social worker,
employee assistance professional or certified addiction counselor with knowledge of and
clinical experience in the diagnosis and treatment of alcohol and controlled substance-related
disorders.
If an employee who is offered a last chance agreement has his/her certification revoked
through the Florida Department of Law Enforcement, he/she shall immediately be terminated
from employment with the Miami Beach Police Department and shall have no right to grieve,
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oppose the termination,and no right to any other position with the City.
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ARTICLE 15
DISEASE PRESUMPTION
A. Heart Disease 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. Nothing herein
shall be construed to be a waiver or limitation of any benefit provided under Florida Statute
112.18.
B. Infectious Disease Presumption
Effective October 1,2013,-Aany documented post-exposure condition or impairment of health
caused by Human Immunodeficiency Virus/ Acquired Immune Deficiency Syndrome
(HIV/AIDS), Hepatitis C, Pulmonary Tuberculosis or Meningococcal Meningitis shall be
presumed to have been accidental and to have been suffered in the line of duty, subject to
the following conditions, unless the contrary be shown by competent evidence.
To qualify for the presumption,the following criteria must be met:
There must be an on-the-job documented exposure that meets scientific standards or
criteria, and the significant on-the-job exposure must be stated, in writing, by a licensed
medical doctor. For example,contact with blood is not an exposure unless the employee's
skin,where the contact occurred,is not intact.Additionally,the person whose blood came
into contact with the employee's broken skin must have one of the blood borne infectious
diseases considered herein.
Current Employees:
1. Current employees must undergo a post-employment medical examination,
administered by a qualified medical doctor to be selected by the City. The results
must reveal no evidence of HIV, AIDS, Hepatitis C, Pulmonary Tuberculosis or
Meningococcal Meningitis. Employees who refuse to comply with this post-
employment examination requirement shall not be eligible for the presumption.
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2. Current employees shall be required to sign a City-approved medical release form
authorizing the physician to provide the examination results directly to the City.
New Employees
3. New employees, hired after ratification of this agreement, must complete a pre-
employment medical examination, administered by a qualified medical doctor to be
selected by the City,and the results must reveal no evidence of HIV,AIDS, Hepatitis
C, Pulmonary Tuberculosis or Meningococcal Meningitis.
4. New employees, whose test results reveal evidence of any of the aforementioned
infectious diseases,shall not be eligible for the presumption for the disease for which
they tested positive.
All current and new employees shall be tested at a health facility selected by the City. The
FOP Health Trust shall incur the cost associated with testing all current employees who are
members of the Health Trust;those employees who are not members of the Health Trust shall
incur the cost of their testing. The City shall incur the cost of testing all employees hired after
the ratification of this agreement.
All medical examination results,for both current and new employees,shall be released to the
City's Risk Manager.
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ARTICLE 16
PROMOTIONS
Section 16.1 —
Advancement to the ranks of Sergeant and Lieutenant shall be by examinations that measure the
knowledge, skills, and ability of personnel and by seniority. A promotional examination will be
given every two (2) years, unless the FOP President and the City Manager or his designee for
Labor Relations mutually agrees to some other schedule. Effective with the first test given after
ratification,the following revisions to Article 16 shall apply.
The City agrees to a reopener with the FOP on the testing process for promotions to Sergeant
and Lieutenant.
Section 16.2—
Eligible applicants for the promotional examination for Sergeant and Lieutenant shall be given a
two-part examination, consisting of a validated, written test, which shall comprise fifty percent
(50%) of the final examination score, and an Assessment Center. The Assessment levels shall
have a weight of fifty percent(50%)of the total score. The written portion shall be given first and
applicants for Sergeant or Lieutenant positions must successfully pass the written test with a raw
score of seventy percent (70%) to be eligible, at a later date, to take the Assessment Center
portion of the examination. Passing scores for the Assessment Center shall be set only by the
test developer. If there are not a significant number of minorities promoted after the next round
of promotional testing after the effective date of this Agreement, the parties will meet to review
the respective weights and re-negotiate the Article, if necessary.
Section 16.3—
All police officers who on the written test date have four (4) years of seniority from date of
appointment to Police Officer or Police Officer Trainee, and performance evaluations of
satisfactory or above for the preceding twenty-four(24)month period shall be eligible to take the
Sergeant's test. All Sergeants who on the written test date have two(2)years seniority from the
date of appointment as Sergeant and performance evaluations of satisfactory or above for the
preceding twenty-four(24)month period shall be eligible to take the Lieutenant's test. Applicants
must, in both cases, apply on or before the application cutoff date and time in accordance with
Personnel Rules.
The City Manager or his designee for Human Resources may refuse to permit an applicant to
take the examination on the grounds of conduct disgraceful to the Department and his/her officer
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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 disqualification,he shall have access to the grievance procedure under this contract.
Section 16.4—
The City Manager or his designee for Human Resources shall cause to be developed validated
examinations which closely measure the knowledge, skills, and abilities of a Miami Beach
Sergeant of Police and a Miami Beach Lieutenant of Police, administer such examinations, 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 examination scores. Promotions
shall be by rank order.
The FOP shall facilitate participation of bargaining unit employees in providing information in order
to conduct the job analyses and develop the tests within the time frames requested by the
process; provided that such participation shall be on duty time.
Section 16.5—Seniority Points
a) 0.2 point shall be added to an employee's Sergeant's passing examination score for
each completed year of service,to a maximum of 25 years.
b) 0.25 points shall be added to an employee's Lieutenant's passing examination score
for each completed year in grade as a Sergeant.
Section 16.6—Education Points
a) 0.02 points shall be added to an employee's Sergeants passing examination score
for each completed credit of post secondary education from an accredited
institution of higher learning.
b) 0.02 points shall be added to an employee's Lieutenants passing examination
score for each completed credit of post secondary education from an accredited
institution of higher learning.
No combination of seniority and/or education points shall exceed six (6) points per employee.
Seniority and education points, in accordance with the above specifications,will be added to the
combined score after the candidate has successfully passed all components for the promotional
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examination. Veteran's Preference points will be added after the addition of seniority and
education points, in accordance with state law.
Example:
(Written Examination Raw Score*0.50)+(Assessment Center Score*0.50)+Education
points+Seniority points+Veterans Preference points=Final Score
Section 16.7—Book Committee
A committee consisting of the Human Resources Director, Police Chief,the FOP President and
the test developer or their designees, along with two incumbents,one designated by the Police
Chief and one designated by the FOP President, shall select the books and test material from
which technical knowledge questions on the written test and Assessment Center will be drawn.
Final selection shall be made after consultation with the test developer. Without exception, no
member of the Book Committee shall be a candidate for the promotional examination for which
the list is compiled.
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 for the written test and for the Assessment Center shall be described
and announced by the City to the FOP and its members at least three (3) months before such
test.
The provisions of the 2012-2015 collective bargaining agreement between the City and FOP shall
remain in effect solely as it pertains to the book committee for the 2016/2017 Police Sergeant and
Police Lieutenant promotional process.
Overview, Orientation, and Preparation sessions for the written test and for the Assessment
Center test or the behavioral assessment test shall be given at least thirty(30)days prior to each
test.
Section 16.8—Written Test Scoring
Within 24 hours after the administration of the written test, an applicant scoring session will be
conducted. Each examinee will be able to review a copy of his/her own answer sheet and the
scoring key(for his/her use during the review session only),with the correct response,the name
of the reading source and location from which each written test question was drawn.
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Challenges will be written and submitted to the test developer during a minimum of two(2)post-
test review sessions occurring on separate days,and conducted within ten(10)calendar days of
test completion. The Human Resources Director, FOP President and the test developer or their
designees shall conclusively decide all challenges by a majority vote.
Section 16.9—Assessment Center Test Challenges
Upon completion of the determination of a score for the Assessment Center Test,each examinee
shall be furnished with his/her test result. Human Resources shall establish a reasonable time
period within which each examinee may review his/her examination at a post-test review
appointment. Challenges regarding the components of this portion of the examination must be
made in writing to the test developer within ten (10) calendar days after the post-test review
appointment. The Human Resources Director, FOP President and the test developer, or their
designees, shall conclusively decide all challenges by a majority vote. For each examinee who
submitted a challenge, each examinee's own challenge and response will be available no later
than eight(8)weeks after the date of the last examinee's submission of challenges.
Section 16.10—
Promotional examinations for the position of Sergeant of Police and Lieutenant of Police will be
given at least once every twenty-four(24)months,so as to provide continuous active promotional
lists. The City agrees to begin the promotional process no later than nine (9) months prior to
expiration of a certified promotional list. Formal examination scores and a promotional list shall
be certified and posted within two (2) weeks after completion of all challenges in Section 16.8
above. Promotional lists shall expire twenty-four(24)months after the certification and posting of
the results of the promotional examination.
Section 16.11 —
In the event of same day promotions, seniority rank in the new position shall be determined, in
the order of standing on the promotional list. If there is a tie in the final scores that places more
than one examinee in the same position on the promotional list,these examinee's ranking order
on the promotional list shall be determined in the order of the examinee's seniority in the rank that
they presently hold (i.e., a tie score between two (2)sergeants will be determined by awarding
the highest ranking to the examinee with the most seniority as a sergeant,and a tie score between
two(2)officers will be determined by awarding the higher ranking to the examinee with the most
seniority as an officer,etc.).
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Section 16.12—Promotional Eligibility for Employees Under Investigation
An employee under any type of investigation who has been relieved of duty,with or without pay,
shall be removed from any promotional eligibility list and will be bypassed for promotion. Upon
conclusion of the investigation:
1(a). If an employee is bypassed for promotion pursuant to this article,and the charge(s)leading
to the investigation are found to be anything other than substantiated,or,if the employee receives
discipline less than a one(1)day suspension without pay,he or she shall be made whole in every
respect, including promotion, compensation and seniority, irrespective of whether an active
eligibility list is in effect upon conclusion of the investigation.
1(b). If an employee is removed from the eligibility list pursuant to this article,and the charge(s)
leading to the investigation are found to be anything other than substantiated,or, if the employee
receives discipline less than a one(1)day suspension without pay,he or she shall be returned to
their position on the eligibility list, provided the list is still in effect(active)upon conclusion of the
investigation.
2. If the charge(s) leading to the investigation are found to be substantiated and result in
discipline consisting of a one (1) day suspension without pay or greater, the employee shall
continue to be removed from any promotional eligibility list and will be bypassed for promotion. In
such case,the employee will be eligible to apply and compete for promotion in subsequent testing
cycles without limitation.
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ARTICLE 17
FOP PRESIDENT
Section 17.1 —
The Miami Beach Fraternal Order of Police,William Nichols Lodge No.8, Lodge President shall
have the option,for each fiscal year,of closed"D.D."(Detached Duty),as outlined in Section 17.2
below, or to conduct union business (under the conditions described in Section 17.2 below),
through the use of a time bank. The FOP President shall notify the Police Chief in writing by
September 15 of each contract year,whether he or she elects to utilize the 1500 hour time back
provision or the D.D. provisions contained in Section 17.2 below, during the following contract
year. Unused time bank hours from one contract year shall rollover to the next contract year, not
to exceed a total maximum of 3000 hours per contract year. Time for attendance at negotiations
for a successor agreement is addressed in Article 11.8 of this Agreement.
Section 17.2—
The Miami Beach Fraternal Order of Police,Lodge No.8, Lodge President shall be released and
detached from full time duties as a sworn law enforcement officer while serving as Lodge
President and shall be carried full-time in a pay status to be shown on the payroll as "D.D."
(Detached Duty). The following conditions shall apply:
a) For the purpose of recording time, the Lodge President will notify the Police Chief of all
absences, including vacations, sick leave, meeting attendances, out of town trips, etc.
The Lodge President shall be required to work a 40-hour workweek.
b) The Lodge President will be available at the FOP office currently located at 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 Police Chief, 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.
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d) In the absence of the Lodge President,the Lodge President's designee may represent the
Fraternal Order of Police.
e) 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.D.
Section 17.3—
The Management of the Miami Beach Police Department or the City Administration reserves 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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ARTICLE 18
COMPENSATORY TIME
Effective upon ratification of this Agreement, Eemployees shall no longer accrue more than 150
hours of compensatory time in a calendar year. Employees will not be permitted to have more
than 240 hours of compensatory time in their time bank. Employees assigned to the Motor Unit
will continue to be able to accrue 320 hours of compensatory time as per the Settlement
Agreement.
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ARTICLE 19
ENTIRE AGREEMENT
The parties acknowledge that during the negotiations which resulted in this Agreement,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 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 specifically 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 the time they negotiated or signed this Agreement. 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.
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ARTICLE 20
TERM OF AGREEMENT
This Agreement shall be effective as of the 1st day of October,20186 and shall remain in full force
and effect until the 30th day of September, 202145.
It shall be automatically renewed from year to year thereafter unless either party shall notify the
other in writing at least thirty (30) days prior to the anniversary date it desire to modify this
Agreement.
EXECUTED by the parties hereto on this day of 20196.
MIAMI BEACH FRATERNAL ORDER CITY OF MIAMI BEACH, FLORIDA
OF POLICE,LODGE NO.8
By: By:
Relaect-JenkifisKevin Milan -Jimmy Morales
FOP President City Manager
By: By:
Raymond-DiazAleiandro Bello Philip LcvincDan
Gelber
FOP Secretary Mayor
By:
Approved by Vote of the City Commission Daniel J.Oates
Police Chief
on the day of ,20196.
ATTEST:
Date
Rafael E.Granado
City Clerk
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FRATERNAL ORDER OF POLICE
FOP LODGE NO.8
ELECTION OF REMEDY FORM
Grievance No.
1. I/We elect to utilize the Grievance Procedure contained in the
current Contract between the Cty of Miami Beach, Florida,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.
2. I/We 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:
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Addendum: Hearing Examiner Rules
HEARING EXAMINER RULES
SECTION 1: REQUEST FOR HEARING: Any member of the bargaining unit may appeal from
disciplinary action within ten (10)days after the delivery or mailing to him/her of
such written notice,by filing a written request for a hearing to the Hearing Examiner
or his/her designee. If the tenth day falls on a Saturday or Sunday, he/she will
have the ability to file for an appeal on the following Monday.
SECTION 2: DISCIPLINARY HEARINGS:
(a) The City Manager or his/her designee not later than ten (10) days after
receipt of such appeal,shall fix a place and time for holding a public hearing
within a reasonable time thereafter. Written notice of such time and place
shall be delivered or mailed promptly to both the Appellant and the
Appointing Officer.
Only the Hearing Examiner may grant a continuance to either party for
good and sufficient cause. No continuance shall be granted to either party
unless such request for continuance is received in writing by the City
Manager or his designee at least ten (10) days prior to the date of said
scheduled hearing of appeal.
(b) The Hearing Examiner may,at the request of the Appointing Officer or the
Appellant, call or request any person or records for the purpose of
ascertaining the facts.
(c) The Appointing Officer or a representative designated by him/her, shall
have the right to be present at such hearing and to be represented by the
City Attorney.
(d) The Appellant shall have the right to be present at such hearing and to be
represented by an attorney of his/her choice.
Said attorney shall be an attorney duly admitted and licensed to practice in
the State of Florida. In the event that the Appellant does not retain an
attorney, said Appellant may have an advisor of his/her choice present.
Such advisor shall not have the right to interrogate any witnesses or to
enter objections to any testimony or evidence presented to the Hearing
Examiner, nor may such advisor speak in the Appellant's behalf.
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(e) The findings of the Hearing Examiner shall be based upon competent
substantial evidence of record.
(f) The Appointing Officer shall have the burden of presenting evidence to
support the truth of the charges as contained in the written notice.
(g) The Appellant shall have the right to present evidence to refute the charges
brought against him/her.
(h) The Appellant shall have the right to be confronted by his/her accuser,and
the Appellant and the Appointing Officer shall each have the right to cross-
examine the witnesses of the other.
(i) After both the Appointing Officer and the Appellant shall have presented
their testimony and evidence,the Hearing Examiner shall receive argument
in summation. The Appointing Officer shall have both the opening and
closing argument.
(j) After the completion of closing oral argument,the Hearing Examiner shall
consider the testimony and evidence presented before the Hearing
Examiner to determine the truth or untruth of the charges.
(k) Within five(5)working days after the completion of the hearing,the Hearing
Examiner shall issue his or her findings as to the truth or untruth of the
charges in writing. The City Manager or his/her designee shall promptly
deliver or mail a copy of such findings to the Appointing Officer and to the
Appellant.
(I) A copy of the written statement given the officer or employee,a copy of any
reply thereto, and a copy of the findings of the Hearing Examiner shall be
filed as a Public Record in the Human Resources Department.
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Effective First Pay Period Ending in October 2018
Longevity 1=25% 2=5.0% 3=7.5% 4=10% 5=11%
7 years 10 years 15 years 20 years 25 years
JNCLNIIntion(Range)
SIB 1 2 3 A B C U E F G Fl 1
5301. Detention Officer 45631 56 48.954 62 52520 26 56,34486 60,44870 04,851 28 69,57418 74 641 32 78.373 36
1,755.06 1,88287 2,020.01 2,187.11 2,324.95 2,49429 2,675_93 2,87082 3.014.36
21.94 23.54 2525 27.09 2968 31.18 33.45 35.89 37.68
',:.t' Police Officer Trainee 4981782 52.74828 5567900
1916 07 2,028 78 2.141 50 -- --
2395 25.36 26.77.
5011 Poke Officer 58,609.20 81,541.18 64,806.38 67,949.44 71,290.96 74,880.78 78,531.18 82.49358 06,618.22
_ 2,254.20 2,388.97 2,484.88 2,61344 2,741.96 2,880.03 3,020.43 3.172.83 3,33147
29.18 2959 31.06 3267 3427 38.00 37.76 39.66 4164
5010 Sergeant of Ponce 86.577.92 _90,907.711_ 95,488.12 100.262 50
-_ _. 3,329.92 _3,496.45 3.67262 3,85625
....
41.62 43.71 45.91 48.20
5,X,S. Lieutenant of Police 95,488.12 100,193.08 105,286.72 110,527.56 116,054.12
3,872.62 3,853.58 4,018.72 4,25106 4,46362
45.91 48.17 5061 53.14 55.80
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City of Miami Beach
Compensation Plan
Effective First Pry Period Ending in October 2020
Longevity 1=25% 2=5.0% 3=7.5% 4=10% 5=11%
7 years 10 years 15 years 20 years 25 years
Job Clwiw4on(Ringo)
STEP 7 3 A B G D E F 0 H I
5305 0,4aB00 019csr 46,087.88 49.444 17 53.045.48 56.908.31 61.053.19 65.49979 70269.92 75.387.73 79.15709
1,772.61 1,901.70 2,04021 2.188.78 2,348.20 2,519.22 __2,702.69 2,89953 3,044.50
22.16 23.11 25.50 27.36 29.35 31.49 33.78 36.24 3806
Police Officer Trainee 50.316.00 53275.76 56,235.79
1,935.23 2,04907 2,162.92
24.19 25.61 2704
Police Officer 5919529 6215659 6525242 6862893 7200387 7562959 79,31649 83 318 52 8748440
2,276.74 2.390.64 2.509.71 2,63957 2.769.38 2938 83 395063 3.20156 3,364.78
28.46 2988 3137 3299 3462 3636 3813 4006 1206
Sergeant of Police 87,443.70 _91,818.78 96,44300 101,265.13
3,36322 3,53111 3,709.35 389481
•_..._.- 4204.._-4414 4637 4869
Frig Lieutenant of Police 96,11300 101.19501 106,31939 111 632 84 11121408
370935 360212 408921 429357 150826
48 37 4865 51.12 53.67 56.35
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City of Miami Beach
Comgensabon Plan
Effective First Pay Period Ending in October 2021
Longevity 1=2.5% 2=.0% 3=7.5% 4=10% 5=11%
7 years 10 years 15 years 20 years 25 year.
Job Clasaifcabon(Range)
STEP +. A
5305 Detention Officer 46 548 76 4993861 53,57591 57;47739 61 663 72 66.15479 7097262 1614161 7994866
1.790 34 1 920 72 2,060 61 2 210 67 2.371 68 2,544 42 2,729.72 2,928 52 3,074 95
2238 2401 2576 2763 2965 3181 3412 3661 3844
8001 Police Olay Trainee 50,81916 53.808 52 56,79815
1,954 58 216956 2 184 54
2443 2587 2731
Ponce Oficer 59,78724 62.77816 6590494 6931522 72.723.91 76.38569 80,10965 84,15171 88,35924
229951 241454 253481 266597 2.79707 293792 306114 323660 339843
2874 3018 3169 3332 3496 3672 3851 4046 4248
Sergeant of Police 883181492,73195 9740743 10227718
339685 3,58673 374644 3,93376
4246 /458 4683 x917
Lieutenant of Poice 97 407 43 102206 96 10738258 112,74917 11638681
3 74644 3,93104 413010 4,336 51 455334
4683 4914 5163 54 21 5692
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