Agreement with Fraternal Order of Police William Nichols Lodge No. 8 Ogo No . son- 32L
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JAN 2 5 2023
AGREEMENT
BETWEEN
CITY OF MIAMI BEACH, FLORIDA
and
MIAMI BEACH FRATERNAL ORDER OF POLICE
WILLIAM NICHOLS LODGE NO. 8
Period Covered
October 1, 2021 through September 30, 2024
TABLE OF CONTENT
PAGE NUMBER
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 5
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
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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 17
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 20
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, On-Call Pay 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 25
Section 8.20. Extra Weapon 25
Section 8.21. Quality of Life 25
Section 8.22. Forced Holdover 26
Section 8.23. Pension 26
Section 8.24. Premium Pay Supplement Contingent Upon the Department Obtaining and
Maintaining Certain Accreditations 35
Section 8.25. Buyback of Probationary Time 35
Section 8.26. "Me Too"with the IAFF 35
Section 8.27. CJSTC Police Instructor Incentive Pay 35
Section 8.28 Second Language Pay 36
Section 8.29 Arson Investigator(Certified) 37
Section 8.30 Arson Investigator(Trainee) 37
Section 8.31 Drug Recognition Expert(DRE) 37
Section 8.32 CJIS Pay 37
Section 8.33 Crisis Intervention Team (CIT) 38
Section 8.34 Marine Pay 38
Section 8.35 Attendance Leave Incentive 38
Section 8.36 Special Operations Incentive 38
Section 8.37 Housing Incentive 38
Section 8.38 Signing Bonus 39
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TABLE OF CONTENT
PAGE NUMBER
Section 8.39 Wellness Day 39
Section 8.40 Special Event Voluntary Response Team 39
ARTICLE 9. FOP HEALTH TRUST 40
Section 9.1 40
Section 9.2. 41
Section 9.3 41
Section 9.4 Health Trust Plan 42
Section 9.5 Indemnification 42
Section 9.6 Employment Eligibility 42
Section 9.7 Post Employment Coverage 42
Section 9.8 Voluntary Benefits Plan 42
Section 9.9 Post Employment Health Program (PEHP) 42
ARTICLE 10. EDUCATIONAL LEAVE AND TUITION REFUND 43
ARTICLE 11. GENERAL PROVISIONS
Section 11.1. Safety and Health 44
Section 11.2. FOP Activity and Non-Discrimination 44
Section 11.3. Reduction In Work Force •
44
Section 11.4. Uniforms and Clothing Allowance 45
Section 11.5. Disclosure of Records 45
Section 11.6. Transfers 46
Section 11.7. Meeting Between Parties 46
Section 11.8. Negotiating Sessions 46
Section 11.9. Job Descriptions 46
Section 11.10. Defense of Members 46
Section 11.11. Personnel Rules and Departmental Manual 47
Section 11.12. Incorporation of Personnel Rules 47
Section 11.13. Medical Leave of Absence 47
ARTICLE 12. SEPARABILITY 48
ARTICLE 13. TIME BANK .... 49
ARTICLE 14. DRUG TESTING 51
ARTICLE 15. DISEASE PRESUMPTION 53
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TABLE OF CONTENT
PAGE NUMBER
ARTICLE 16. PROMOTIONS 55
Section 16.1 55
Section 16.2. 55
Section 16.3 55
Section 16.4. 56
Section 16.5. Seniority Points 56
Section 16.6. Education Points 56
Section 16.7. Book Committee 57
Section 16.8. Written Test Scoring 58
Section 16.9. Assessment Center Test Challenges 58
Section 16.10. 58
Section 16.11. 58
Section 16.12 Promotional Eligibility for Employees Under Investigation 59
ARTICLE 17. FOP PRESIDENT 60
Section 17.1. 60
Section 17.2. 60
Section 17.3. 61
ARTICLE 18. COMPENSATORY TIME 62
ARTICLE 19. ENTIRE AGREEMENT 63
ARTICLE 20. TERM OF AGREEMENT 64
ELECTION OF REMEDY FORM 65
HEARING EXAMINER RULES 66
APPENDIX A—COMPENSATION PLAN 68
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AGREEMENT
THIS AGREEMENT, made and entered into this day of .FAt13 ► 2022, 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:
If the FOP member's annual salary is $65,000, then
$65,000 x .015=$975/26 = $37.50
$37.50 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 Filinq
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. 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 selected
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 the
declaration of impasse from Step 3. The parties may select an arbitrator by mutual agreement.
Nonetheless, 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 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.
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 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.
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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
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
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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 eighty (80) 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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The 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 (FM LA) 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 Wade Increases
a) Effective with the first full pay period ending in April 2022, there shall be a two percent
(2%) 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.
b) Effective with the first full pay period ending in April 2023, there shall be a three percent
(3%) 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 full pay period ending in April 2024, there shall be a three percent
(3%) 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 two (2) 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 two(2)employees separates from City employment, the number of Palm
Beach cars will be reduced as each employee leaves. Whenever one (1) of the two (2) 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 City will adhere to portal to portal coverage requirements under Florida State Law.
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 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. Effective upon ratification of this
Agreement, a step increase shall be awarded based upon the employee receiving a satisfactory
evaluation during that rating period, with a minimum overall rating of 60%.
Longevity
For FOP employees hired on or before the date of ratification of this Agreement, longevity pay
will continue to be applied on base pay as well as pays identified by the following pay
codes:736; 766; 773; 778; 852; 853; 848; 993.
For any FOP employee appointed after the date of ratification of this Agreement, longevity pay
will be applied only on base pay. No new pay will be included in the longevity calculation.
Longevity rates are: 2.5% after 7 years of employment
5% after 10 years of employment
7.5% after 15 years of employment
10% after 20 years of employment
11% after 25 years of employment
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 9:00 p.m. (also called "Evening Shift"); a second shift
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(also called "Day Shift") starting at approximately 6:00 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
employee.
Effective upon ratification of this Agreement,where a majority of an employee's regularly assigned
shift hours fall between 7:00 p.m.to 6:00 a.m., (the"Shift Differential Window")the employee shall
receive a shift differential of two dollars ($2.00) per hour for all hours worked on days where the
majority of such employee's hours were within the Shift Differential Window.
Section 8.6— Hazardous Duty Pay
All employees covered by this Agreement, shall receive hazardous duty pay in the amount of 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:
Holidays Recognized Date
New Year's Day* January 1
Juneteenth June 19
Independence Day July 4
Veterans Day November 11
Christmas Day* December 25
*Members working midnight shift on Christmas Eve and New Year's Eve shall also be paid double
time for all hours worked.
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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.
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
All 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 (75%) of sick leave to a
maximum of 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. 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. Employees 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) effective upon ratification, maintain at least three hundred (300) hours of combined
accumulated sick leave, vacation leave, and wellness days 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 leave,
vacation leave, and wellness days 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) Effective upon ratification of this Agreement, during an employee's off-duty hours, a
minimum of four (4) hours per day shall be guaranteed. 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 three dollars ($3.00)
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.
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 eight (8) 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
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.
Those designated as on call status include the following:
• Criminal Investigations Division
• Hostage Negotiations Team
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• 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.
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 all matters.
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.
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Section 8.18—Injury Service Connected (ISC)
Effective upon new service-connected injuries sustained after ratification of this Agreement, and
provided that the Authorized Treating Physician has determined that the employee cannot return
to work, with or without restriction, for a period of up to thirty-two (32) weeks the City agrees to
compensate any member of the bargaining unit with the difference between the weekly disability
workers' compensation benefit received or which the employee is entitled to receive, and his or
her regular rate of pay for any time lost from work due to injuries sustained under the following
circumstances:
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
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/her 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.
After an employee exhausts his/her benefits under this article and is receiving Workers'
Compensation benefits directly from the third party administrator, the City shall access the
employee's leave accruals to keep him/her whole. Deductions for such benefits such as health
and dental insurance coverage and pension contributions will be made from the value of the
accrued leave. Once an employee runs out of leave accruals and is still unable to return to
work, the employee has an affirmative responsibility to contact the Human Resources
Department, Benefits Division, to make benefit payment arrangements. Employees will be
given one month's grace period after which coverage shall be cancelled.
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If the Authorized Treating Physician has determined that the employee can return to work, with
or without restrictions, and the employee does not report to work, then the employee must use
their accrued sick leave.
Eligible employees will be coded ISC when using time for a required follow-up appointment with
their Authorized Treating Physician and/or physical therapy prescribed by their Authorized
Treating Physician. ISC leave will not be granted to employees who have reached Maximum
Medical Improvement (MM I), as determined by their Authorized Treating Physician. Employees
at MMI will not receive compensation for time spent at a follow-up appointment with authorized
treating physicians, physical therapy, or other medical care related to the employee's injury.
In all cases, employees must notify their supervisor in writing of a scheduled appointment with
their authorized treating physician, physical therapy, or other medical care. Employees will not
be paid for attending medical appointments or physical therapy scheduled outside their regularly
scheduled workday.
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 from 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 $26.00 per pay period for those employees participating in the program.
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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 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.
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 July 31, 2019), 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 July 31, 2019). 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
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Beach Police/Fire Pension plan for employees hired on or after ratification of this
agreement.
Prior Police Service Buy Back: Effective July 31, 2019, 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: Effective July 31, 2019, 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
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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
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, employees who entered the DROP on or after October 1, 2015, but
prior to July 20, 2016, 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 July 20, 2016 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
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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.
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.
b. Employees who entered the DROP on or after October 1, 2015, but prior
to July 20, 2016, 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.
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c. Employees hired before July 20, 2016 and who enter the eight (8) year
DROP on or after July 20, 2016 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.
d. Employees hired after July 20, 2016 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 after the final DROP deposit.
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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
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 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
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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
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 or last (whichever is of greater benefit to the
employee)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 or last
(whichever is of greater benefit to the employee) 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 two- and one-half
percent(2.5%) 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.
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.
2. The normal retirement date shall be as provided in the current pension
plan, except that a member must complete at least 5 years of creditable
service and 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 or last (whichever is of greater benefit to the
employee)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
July 20, 2016:
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 complete at least 5 years of creditable
service and attain the age of 48 to be eligible for"Rule of 70" retirement or
reach the 85% benefit cap regardless of age.
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3. The final average monthly earnings (FAME) shall be based on the
Member's five (5) highest or last (whichever is of greater benefit to the
employee)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 July 20, 2016 and prior to July 31, 2019:
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 with 5 or more years of creditable
service; 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 or last (whichever is of greater benefit to the
employee)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. Employees hired after July 31, 2019 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 July 31, 2019 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.
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Section 8.24— Premium Pay Supplement Contingent Upon the Department Obtaining and
Maintaining Certain Accreditations.
In recognition for obtaining and maintaining the accreditation described below, the following
premium pay supplement will be paid under the following terms:
a) All bargaining unit members shall be paid a premium pay supplement of$20.00 per pay
period for as long as the Police Department maintains Accreditation by the Commission
on Accreditation for Law Enforcement Agencies (CALEA).
If the accreditation provided for above 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 September 30, 2019
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 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 September 30, 2013, 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
The 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 seventy-five
(75) police officers who obtain and maintain certification from the Criminal Justice Standards and
Training Council (CJSTC) as Police Instructors:
a) No more than seventy-five (75) 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-five(75) 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
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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. (4) Employees must
teach a minimum of two classes per calendar year. FOP employees will qualify (not to
exceed the seventy-five (75) 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 seventy-five (75) 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
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
Employees who are conversationally proficient in a second of the following languages: Spanish,
Creole, Portuguese, Hebrew, French, Russian, German, Cantonese, Mandarin, Italian, Czech,
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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)
Employees 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)
Employees 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)
Employees 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 receive a four percent(4%)supplemental calculated
on their base pay. An additional two percent(2%) shall be added to this supplement for a total of
six percent(6%)phased in as follows: additional one percent(1%)effective the first full pay period
ending in October 2022; and an additional one percent (1%) effective the first full pay period
ending in October 2023.
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Section 8.33—Crisis Intervention Team (CIT)
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.
Section 8.34— Marine Pay
Any employee who is assigned to the marine patrol unit on a full-time basis shall receive
assignment pay equal to five percent(5%) of their biweekly base pay.
Section 8.35 Attendance Leave Incentive
Effective the first full pay period upon ratification, employees shall be entitled to an Attendance
Leave Incentive (alternate holiday). On a semiannual basis, any employee who has no sick
leave (with the exception of one sick incident for those assigned to Patrol) or emergency sick
call out(not including FMLA) at the end of each 6-month period (10/1 to 3/31; and 4/1 to 9/30)
shall be entitled to one (1) alternate holiday for each 6-month period for a total of up to two (2)
alternate holidays per year. The alternate holiday must be approved and used within the year in
which it is earned and may not be carried forward.
Employees eligible for the attendance leave incentive shall have their hours deposited into their
attendance leave banks on the first pay period following completion of the six-month cycle.
Section 8.36 Special Operations Incentive
Effective upon ratification, employees assigned to the K-9 Unit and the Special Weapons &
Tactics (SWAT) Team shall receive a Special Operations Incentive Pay of two and one-half
percent(2.5%)of their base rate of pay on a biweekly basis (non-pensionable)for as long as they
are assigned to the unit.
Section 8.37 Housing Stipend
The City shall pay a housing stipend of$250 per month, throughout the three (3)year pilot
commencing on October 1, 2021 and ending on September 1, 2024, for bargaining unit
members (up to a maximum of 50 police, fire, and code compliance officers combined) on a
first-come, first-serve basis, living within the Miami Beach City limits, upon confirmation of
residency by the Human Resources Department, as established by City Commission.
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Section 8.38 Signing Bonus
Effective November 1, 2021, the City shall pay a signing bonus to all newly hired Certified Police
Officer's and Police Officer Trainees, up to $400,000 as currently authorized by the City
Commission, as follows:
Police Officer Trainee
The City shall pay to the Employee the gross sum of ten thousand dollars ($10,000.00) over a
period, less any applicable taxes, to be paid as follows:
• $2,500.00 upon graduation from academy and passing the State exam
• $2,500.00 after completion of the FTO Program
• $2,500.00 after successful completion of probation
• $2,500.00 after honorable completion of another full year after probation
Certified Police Officer
The City shall pay to the Employee the gross sum of fifteen thousand dollars ($15,000.00), less
any applicable taxes, to be paid as follows:
• $5,000.00 upon completion of FTO program
• $5,000.00 after completion of probation
• $5,000.00 after honorable completion of another full year after probation
To be eligible for the signing bonus, the Employee must maintain continuous and honorable
employment with MBPD for no less than three (3)years from the date of hire.
Section 8.39 Wellness Day
Effective January 2023, employees shall be entitled to six(6)wellness days annually. The
wellness days must be approved and used within the year earned and may not be carried
forward.
Section 8.40 Special Event Voluntary Response Team (SEVRT)
The parties agree to meet in an effort to establish a SEVRT. If the parties agree to such a team
and the corresponding implementation procedures in writing, it will become effective on
execution by the parties.
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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,
2022, the City's contributions shall be:
Single: $817.28
Family: $2003.40
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 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
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receive a health insurance stipend in lieu of a City contribution to the Trust on behalf
of those employees after their retirement. As of September 30, 2018,the stipend shall
be a monthly payment equal to $29.77 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.
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Section 9.4 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.
Section 9.5 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 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 9.7 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 9.8 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 9.9— Post Employment Health Program (PEHP)
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 be incurred by the FOP. In no event will the City incur any costs
associated with this program. 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.
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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. 2017-29714, adopted January 11, 2017,
which provides the following levels of benefit:
Six Credit hours per semester for a total of eighteen 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 90% for courses in which the employee earns an A
O 80% for courses in which the employee earns a B
O 60% for courses in which the employee earns a C
• Approved graduate courses will be reimbursed as follows:
O 90% for courses in which the employee earns an A
O 80% 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 six credits for a total of eighteen
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.
A 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. 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.
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
by registered mail or certified mail. If an employee fails to report to work within thirty (30) days
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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 Chiefs 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 its 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
In 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,
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
Any 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-55
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
Upon ratification of this Agreement:
a) 0.25 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 and Military Service Points
Upon ratification of this Agreement:
• Associate degree in Public Administration or Criminal Justice or any Associate degree(0.5
points)
• Bachelor's degree in public administration, Criminal Justice, or any Bachelor degree
(1.0 points)
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• Master's degree in Public Administration, Criminal Justice, or Master of Business
Administration (MBA) (1.5 points)
• Each year of active or reserve military service completed honorably(0.25 points)
No combination of seniority points, education points, and military service points, shall exceed six
(6) points per employee. Seniority, education, and military service 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 examination.
Veteran's Preference points will be added in accordance with state law.
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.
FOP-57
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.
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
FOP-58
two (2) officers will be determined by awarding the higher ranking to the examinee with the most
seniority as an officer, etc.).
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 99911 th 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.
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.
FOP-60
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
Employees 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
0
This Agreement shall be effective as of the 1st day of October 2021 and shall remain in full force
and effect until the 30th day of September 2024.
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 IC) day of 3 -j 202/.. 3 8
MIAMI BEACH FRATERNAL ORDER CITY OF MIAMI BEACH, FLORIDA
OF POLICE, LODGE NO. 8
By: �e i
!%�/ By: T41
0(
Pa Alina Hudak
A
�i P 're:. •ent City Mana er
By: lii'
. By:
•lejandro Bello Dan Gelber
FOP Secretary Mayor
**- ..4-42.0A C12/1"--
By:
Approved by Vote of the City Commission Richard Clements
Police Chief
on the ill day of 13cSl-t2.E 2 , 2022.
ATTEST:
Date `/lb/'Za t,
Rafael E. Granado
City Clerk
.��..•
FOP-64 , 'IIKOgf Y p?O�A TiD
JII H'2'�.�_
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 City 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-65
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-66
(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.
FOP-67
City of Miami Beach
Compensation Plan
April 2022 with 3%COLA
Longevity 1=2.5% 2=5.0% 3=7.5% 4=10.0% 5=11.0%
7 years 10 years 15 years 20 years 25 years
Job Classification(Range)
STEP I II HI A B C 0 E F G H I
Dention Officer $ 47,479.90 $ 50,937.38 $ 54,647.32 $ 58,626.88 $ 62,896.86 $ 67,477.80 $ 72,392.06 $ 77,664.60 $ 81,547.70
$ 1,826.15 $ 1,959.13 $ 2,101.82 $ 2,254.88 $ 2,419.11 $ 2,595.30 $ Z784.31 $ 2,987.10 $ 3,136.45
$ 22.8269 $ 24.4891 $ 26.2728 $ 28.1860 $ 30.2389 $ 32.4413 $ 34.8039 $ 37.3388 $ 39.2056
Police Officer Trainee $51,835.42 $54,884.70 $57,934.24
$ 1,993.67 $ 2,110.95 $ 2,228.24
$ 24.9209 $ 26.3869 $ 27.8530
Police Officer $ 60,983.00 $ 64,605.76 $ 67,223.26 $ 70,701.54 $ 74,17)3.26 $ 77,913.68 $ 81,711.76 $ 85,834.84 $ 90,126.40
$ 2,345.50 $ 2,461.76 $ 2,585.51 $ 2,719.29 $ 2,853.01 $ 2,996.68 $ 3,142.76 $ 3,301.34 $ 3,466.40
$ 29.3188 $ 30.7720 $ 32.3189 $ 33.9911 $ 35.6626 $ 37.4585 $ 39.2845 $ 41.2668 $ 43.3300
Police Sergeant $ 90,084.54 $ 94,589.30 $ 99,355.62 $ 104,323.44
$ 3,464.79 $ 3,638.05 $ 3,821.37 $ 4,012.44
$ 43.3099 $ 45.4756 $ 47.7671 $ 50.1555
Police lieutenant $ 99,355.62 $ 104,251.16 $ 109,530.20 $ 115,001.24 $ 120,751.66
$ 3,821.37 $ 4,069.66 $ 4,212.70 $ 4,423.24 $ 4,644.41
$ 47.7671 $ 50.1208 $ 52.6588 $ 55.2905 $ 58.0551
'Contract charts are a representation of pay corresponding to a salary change in Munis,which will be applied with rounding to 4 significant digits.
FOP -68
City of Miami Beach
Compensation Plan
April 2023 with 3%COLA
Longevity 1=2.5% 2=5.0% 3=7.5% 4=10.0% 5=11.0%
7 years 10 years 15 years 20 years 25 years
Job Classification(Range)
STEP I 11 111 A 8 C D E F G H 1
Detention Officer $ 48,904.18 $ 52,465.40 $ 56,286.62 $ 60,385.78 $ C4,783.68 $ 69,502.16 $ 74,563.84 $ 79,994.46 $ 83,994.04
$ 1,880.93 $ 2,017.90 $ 2,164.87 $ 2,322.53 $ 2,491.68 $ 2,673.16 $ 2,867.84 $ 3,076.71 $ 3,230.54
$ 23.5116 $ 25.2238 $ 27.0609 $ 29.0316 $ 31.1460 $ 33.4145 $ 35.8480 $ 38.4589 $ 40.3818
Police Officer Trainee $53,390.48 $56,531.28 $59,672.34
$ 2,053.48 $ 2,174.28 $ 2,295.09
$ 25.6685 $ 27.1785 $ 28.6886
Police Officer $ 62,812.62 $ 65,925.86 $ 69,240.08 $ 72,822.62 $ 76,403.60 $ 80,251.08 $ 84,163.04 $ 88,409.88 $ 92,830.14
$ 2,415.87 $ 2,535.61 $ 2,663.08 $ 2,800.87 $ 2,938.60 $ 3,086.58 $ 3,237.04 $ 3,400.38 $ 3,570.39
$ 30.1984 $ 31.6951 $ 33.2885 $ 35.0109 $ 36.7325 $ 38.5823 $ 40.4630 $ 42.5048 $ 44.6299
Police Sergeant $ 92,786.98 $ 97,426.94 $102,336.26 $107,453.06
$ 3,568.73 $ 3,747.19 $ 3,936.01 $ 4,132.81
$ 44.6091 $ 46.8399 $ 49.2001 $ 51.6601
Police lieutenant $ 102,336.26 $107,378.70 $ 112,816.08 $118,454.44 $124,377.24
$ 3,936.01 $ 4,129.95 $ 4,339.08 $ 4,555.94 $ 4,783.74
$ 49.2001 $ 51.6244 $ 54.2385 $ 56.9493 $ 59.7968
*Contract charts are a representation of pay corresponding to a salary change in Munis,which will be applied with rounding to 4 significant digits.
FOP-69
City of Miami Beach
Compensation Plan
April 2024 with 3%COLA
Longevity 1=2.5% 2=5.0% 3=7.5% 4=10.0% 5=11.0%
7 years 10 years 15 years 20 years 25 years
Job Classification(Range)
STEP 1 11 III A B C D E F G H I
Detention Officer $ 50,371.36 $ 54,039.44 $ 57,975.32 $ 62,197.46 $ 66,727.18 $ 71,587.10 $ 76,800.88 $ 82,394.26 $ 86,513.96
$ 1,937.36 $ 2,078.44 $ 2,129.82 $ 2,392.21 $ 2,566.43 $ 2,753.35 $ 2,953.88 $ 3,169.01 $ 3,327.46
$ 24.2170 $ 25.9805 $ 27.8728 $ 29.9026 $ 32.0804 $ 34.4169 $ 36.9235 $ 39.6126 $ 41.5933
Police Officer Trainee $54,992.08 $58,227.26 $61,462.44
$ 2,115.08 $ 2,239.51 $ 2,363.94
$ 26.4385 $ 27.9939 $ 29.5493
Police Officer $ 64,697.10 $ 67,903.68 $ 71,317.22 $ 75,007.40 $ 78,695.76 $ 82,658.68 $ 86,687.90 $ 91,062.14 $ 95,615.00
$ 2,488.35 $ 2,611.68 $ 2,742.97 $ 2,884.90 $ 3,026.76 $ 3,179.18 $ 3,334.15 $ 3,502.39 $ 3,677.50
$ 31.1044 $ 32.6460 $ 34.2871 $ 36.0613 $ 37.8345 $ 39.7398 $ 41.6769 $ 43.7799 $ 45.9688
Police Sergeant $ 95,570.54 $100,349.86 $105,406.34 $110,676.54
$ 3,675.79 $ 3,859.61 $ 4,054.09 $ 4,256.79
$ 45.9474 $ 48.2451 $ 50.6761 $ 53.2099
Police Lieutenant $ 105,406.34 $110,600.10 $116,200.50 $ 122,008.12 $128,108.50
$ 4,054.09 $ 4,253.85 $ 4,469.25 $ 4,692.62 $ 4,927.25
$ 50.6761 $ 53.1731 $ 55.8656 $ 58.6578 $ 61.5906
`Contract charts are a representation of pay corresponding to a salary change in Munis,which will be applied with rounding to 4 significant digits.
FOP-70