1997-061 Agreement with PBA-General•
RESOLUTION NO. 61-97
A RESOLUTION OF THE VILLAGE COUNCIL
OF THE VILLAGE OF NORTH PALM BEACH,
FLORIDA, AUTHORIZING AND DIRECTING
THE MAYOR, VILLAGE MANAGER AND
VILLAGE CLERK TO ENTER INTO AN
AGREEMENT BETWEEN THE VILLAGE AND
PALM BEACH COUNTY POLICE BENEVOLENT
ASSOCIATION ATTACHED AS EXHIBIT "A";
AND PROVIDING FOR AN EFFECTIVE DATE.
BE ZT RESOLVED BY THE VILLAGE COUNCIL OF NORTH PALM
BEACH, FLORIDA:
Section 1. The Village Council of the Village of North
Palm Beach, Florida, does hereby approve the Agreement with Palm
• Beach County Police Benevolent Association attached as Exhibit "A".
Section 2. The Mayor, Village Manager and Village Clerk
are hereby authorized and directed to execute the Agreement with
Palm Beach County Police Benevolent Association set forth in
Exhibit "A" for and on behalf of the Village of North Palm Beach.
Section 3. This Resolution shall take effect immediately
upon its adoption.
PASSED AND ADOPTED THIS 25th DAY OF SEPTEMBER lgg'7,
(Village Seal)
• ATTES/ ~~
VILLAGE C ERK
G ~'
AGREEMENT BETWEEN
THE VILLAGE OF NORTH PALM BEACH
PALM BEACH COUNTY
POLICE BENEVOLENT ASSOCIATION
(GENERAL )
TABLE OF CONTENTS
ARTICLE TITLE PAGE
1. Preamble .................................... 1
2. Union Recognition Bargaining Unit........... 2
3. Discrimination .............................. 3
4. Validity .................................... 4
5. Worker's Compensation ....................... 5
6. Health Insurance ............................ 6
7. No Strikes - No Lockouts .................... 7
8. Maternity Leave ............................. 8
9. Paid Bereavement Leave ...................... 9
10. Military Leave .............................. 10
11. Sick Leave .................................. 11
12. Court Appearances ........................... 12
13. Management Rights ........................... 13
14. Seniority ................................... 14
15. Paid Vacations .............................. 15
16. Paid Holidays ............................... 17
17. Grievance Procedure Arbitration ............. 18
18. Union Activities ............................ 20
19. Rules, Regulations, Directives .............. 21
20. Bulletin Board .............................. 22
21. Scheduled Hours Overtime Pay ................ 23
21.A Compensatory Time ........................... 24
22. Public Safety Continuing Education.......... 25
23. Work Assignment Out of Grade ................ 26
24. Medical Examinations ........................
25. Uniform and Clothing Allowance ..............
26. Vehicles and Equipment ......................
27. Personnel Files - Complaints ................
28. Procedural Rights ...........................
29. Wages .......................................
30. Longevity Pay ...............................
31. Training ....................................
32. Safety Incentive Award ......................
33. Attendance Award Program ....................
34. Probationary Employees ......................
35. Contract Constitutes Entire
Agreement of the Parties ....................
36. Duration ....................................
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ARTICLE 1.
PREAMBLE
This Agreement is effective the 1st day of October, 1995, between
THE VILLAGE OF NORTH PALM BEACH, a municipal organization,
hereinafter referred to as "VILLAGE" and the PALM BEACH COUNTY
POLICE BENEVOLENT ASSOCIATION, hereinafter referred to as
"ASSOCIATION" for the purposes of promoting harmonious relations
between the two parties, to establish an orderly and peaceful
procedure for settling differences which may arise, and to set forth
the basic and full Agreement between the parties concerning wages,
rates of pay, fringe benefits and other conditions of employment.
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ARTICLE 2.
UNION RECOGNITION BARGAINING UNIT
The VILLAGE recognizes the ASSOCIATION as the certified bargaining
agent for the regular full-time employees designated as patrolmen,
detectives, detectives- sergeants, sergeants, police dispatchers and
public safety clerk dispatcher, as indicated in PERC order No. 85E-
001 issued on January 9, 1985 and PERC order No. 89E-334 issued
November 8, 1989.
2
ARTICLE 3.
DISCRIMINATION
1. Neither the VILLAGE nor the ASSOCIATION shall discriminate
against or in favor of any employee because of race, creed, color,
national origin, marital status, sex, age, disability, or political
affiliation in violation of any federal, state or local law.
2. There shall be no discrimination against any employee because
of activity or membership in the ASSOCIATION.
3. There will be no discrimination against any employee for
adherence to any provision of this Agreement or refusal to comply
with any order which would violate this Agreement.
4. All references in this Agreement to employees of the male
gender are used for convenience only and shall be construed to
include both male and female employees.
5. The right of the employees to belong to, participate in, or
refrain from belonging to the ASSOCIATION shall not be prohibited,
abridged or interfered with.
6. The ASSOCIATION will not discriminate with regard to
representation of its members or with regard to terms and conditions
of membership because of race, creed, color, national origin,
marital status, sex, age, disability or political affiliation in
violation of any federal, state or local law.
7. The VILLAGE and the ASSOCIATION agree that the provisions of
this Agreement shall be applied to all employees without regard to
race, creed, color, national origin, marital status, sex, age,
disability, or political affiliation in violation of any federal,
state or local law.
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ARTICLE 4.
VALIDITY
If any provision of this Agreement shall be held invalid, the
remainder of this Agreement shall not be affected thereby. In such
event, at the request of both parties, the parties shall meet and
discuss whether to add to this Agreement any new provisions in
substitution for the invalid provision, but no new provisions shall
be added without the mutual agreement of the parties.
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ARTICLE 5.
WORKER'S COMPENSATION
The VILLAGE will carry Worker's Compensation coverage for all
employees covered by this Agreement in accordance with the law.
No benefits or payment under this Article shall be made where the
disability is self-inflicted, or the disability continues as a
result of the employee's failure to fully cooperate with medical
advice or corrective therapy, or where drugs/alcohol are present at
the time of the injury.
In the event of an on-the-job injury determined to be compensable
under the provisions of the Workers' Compensation Act for a regular
full-time employee, said employee will be carried at full pay up to
180 days per year less any workers' compensation benefits . In order
to be considered for this injury in line of duty benefit, the
following conditions must be met:
A. The employee must provide written testimony of evidence that
his injury was received in the line of duty. An injury
received while the employee is attending a department approved
school or training program shall be considered a line of duty
injury.
B. The employee must file a written claim as outlined below: Any
employee who has a claim for compensation while absent because
of an injury on the job as described above shall file a claim
on the form provided by the VILLAGE with the Director of
Public Safety.
C. Any employee who is able to work after a job related injury
shall be reinstated to his former job, provided he is
physically qualified to perform all of the duties and
responsibilities of his previous position. Such statement
shall be certified by a medical doctor prior to the employee
returning to work.
D. If he is unable to assume his former responsibilities, the
employee shall have first preference to fill another Village
Public Safety position, if a vacancy occurs, and the employee
qualifies for such position.
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ARTICLE 6.
HEALTH INSURANCE
1. The VILLAGE agrees to pay one hundred percent (1000) of the
medical, dental and hospitalization insurance premiums for the
employee and fifty percent (50%) of the employee's dependents'
medical, dental and hospitalization insurance. The VILLAGE shall
apply all premium contributions paid by the employee or held in
escrow to the cost of the employees' dependents' coverage.
2. A $200.00 per person deductible will apply to medical and
hospitalization claims and a $100.00 per person deductible will
apply to dental claims, subject to restrictions and qualifications
of the self-insurance plan. Benefits will be those that are set
forth in the insurance Master Plan distributed to all employees.
3. It will be the responsibility of the employee to notify the
VILLAGE in writing within thirty (30) days in the event that
dependent coverage is no longer required due to a change in marital
status or for any other reason. Should the employee not notify the
VILLAGE of said change, the employee shall reimburse the VILLAGE for
the amount paid for his dependent insurance coverage premium from
the date of status change.
4. The VILLAGE retains the right to determine the insurance
carrier or it may self-insure if it so desires.
5. Prescription Plan. The VILLAGE will make available a
Prescription Drug Plan as follows:
A. Employees will have the option of electing or rejecting
the Prescription Drug Plan. If elected, all prescription
drugs, in order to be covered, must be purchased with the
prescription drug plan card. If rejected, claims may be
submitted to the insurer and will be processed
accordingly.
B. If the Prescription Drug Plan is elected, prescription
drugs that are purchased at participating pharmacies will
be discounted. The co-payments paid by the employee are
not applied to the deductible under the Medical Plan if
the employee elects to participate with the Prescription
Drug Plan.
C. The election or rejection of the plan will remain in
effect for the entire plan year.
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ARTICLE 7.
NO STRIKES - NO LOCKOUTS
It is mutually agreed by the parties hereto that throughout the
length of this Agreement, there shall be no strikes or stoppage of
work.
The parties agree to comply with Florida State Statutes regarding
any strikes or stoppages of work.
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ARTICLE 8.
MATERNITY LEAVE
Whenever an employee shall become pregnant, she shall furnish the
Director with a certificate from her physician, stating the
approximate expected date of delivery. Such notice shall be given
not less than thirty (30) days before the date the leave is to
begin.
She may continue to work in her regularly assigned job
classification until her physician certifies that she is no longer
able to perform the essential functions of that job. If requested,
she will be provided a reasonable accommodation in accordance with
the ADA. Maternity leave shall start with cessation of actual work
and continue for a period not to exceed six (6) months, provided
that in all cases an employee shall be permitted to take at least
twelve weeks leave after the actual delivery. If the employee
desires to be paid while on maternity leave, paid leave shall be
exhausted in the following order: sick leave, vacation, other
personal leave.
Maternity leave may be extended if medically necessary, as
determined by the employee's doctor.
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ARTICLE 9.
PAID BEREAVEMENT LEAVE
The VILLAGE agrees that when a death is imminent or occurs in the
family, (family as herein defined)
father, mother, brother, sister, spouse, child, father-in-law,
mother-in-law, son-in-law, daughter-in-law, brother-in-law,
sister-in-law, grandparent, foster parent, step-father, step-
mother, step-brother, step-sister or step-child of the
employee,
an employee scheduled for five (5), eight (8) hour days, shall be
allowed three ( 3) , eight ( 8 ) hour days of bereavement leave with pay
for purposes of bereavement. A request for additional unpaid time
may be granted, subject to the discretion of the Director.
An employee scheduled for twenty-four (24) hours on duty and forty-
eight (48) hours off duty, shall be granted twenty-four hours for
bereavement leave with pay for purposes of bereavement. A request
for additional unpaid time may be granted, subject to the discretion
of the Director.
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ARTICLE 10.
MILITARY LEAVE
Employees who are members of the U.S. Armed Forces Reserves or the
National Guard will be granted leave in accordance with state and
federal law, including travel time, for the purpose of attending
annual active duty for training.
A copy of employee's Military Orders are to be forwarded to the
Director or village Manager prior to taking military leave.
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ARTICLE 11.
SICK LEAVE
Sick leave will be paid when the employee is absent from duty
due to the following reasons:
An employee's injury or illness or necessary medical treatment
which precludes him or her from reporting for duty;
Any injury, illness or necessary medical treatment of an
employee's spouse, child, step-child or parent who resides in the
employee's home which requires the employee's help to care for him
or her or to obtain the necessary medical treatment.
The employee will certify on the appropriate Personnel Action
Form upon his or her return to duty that he or she was not able to
report for duty due to one of the above reasons.
Employees will accrue one sick day per month, for a total of
twelve per year. Accruals and deductions will appear on the
employee's pay stub. An employee on paid sick leave shall continue
to accrue all benefits as if on actual duty, except that paid sick
leave shall not be considered days worked for overtime purposes.
Sick leave may be accumulated with no maximum. Any employee
who voluntarily terminates employment, or who retires or dies while
in the service of the VILLAGE, shall receive payment equal to fifty
percent (500) of up to a maximum of sixty (60) unused accrued sick
leave days (which equals a maximum of thirty (30) days payment).
This payment provision does not apply to any employee who is
discharged for cause. A deceased employee's pay for sick leave
shall be paid to the estate of the decedent.
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ARTICLE 12.
COURT APPEARANCES
Any member required to attend a judicial matter in the performance
of duty shall be compensated for said services as follows:
A. Attendance while on duty, payment at regular pay
scale.
B. Attendance while off duty, payment of one and one-
half hourly rate. Overtime rate shall be the forty
(40) hour rate for the affected employee.
C. A minimum guarantee of two (2) hours payment will be
made for any appearance under this article to an
employee who is off duty on the day of the
appearance or who is on duty on the day of the
appearance but the appearance is more than two hours
before the beginning or more than two hours after
the end of the employee' s shift . If the employee is
on duty on the day of the appearance but the
appearance is less than two hours before the
beginning or less than two hours after the end of
the employee's shift, the employee will be paid for
the actual time spent attending the judicial matter.
D. Witness fee shall be retained by the officer.
Payment shall be made as soon as possible (by the next) payroll
period following completion of the service.
Travel in excess of twenty (20) miles outside the perimeter of the
Village shall be compensated as one (1) hour of wages for the
employee concerned.
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ARTICLE 13.
MANAGEMENT RIGHTS
It is recognized and agreed that, except as specifically stated
therein, the VILLAGE retains whatever rights and authority it
possessed prior to entering into this Agreement, including but not
limited to the right to operate and direct the affairs of the
Village and its Public Safety Department in all its various aspects;
to direct the working forces; to plan, direct, and control the
operations and services of the Department; to determine methods,
means, organization 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; to relieve employees for
lack of work or for other legitimate reasons; to make, establish,
and enforce rules and regulations; and to change or eliminate
existing methods, equipment, or facilities (provided, however, that
such actions are not inconsistent with the terms of this Agreement) .
The PBA and the VILLAGE recognize that the residents of North Palm
Beach are entitled to receive services at the highest possible
level, subject to budget constraints. Therefore, the PBA pledges
that it will encourage employees to increase their productivity and
raise their individual level of service in order to provide and
maintain the delivery of services at the highest possible level.
The PBA agrees that all employees covered under this Agreement shall
comply with all Village Personnel Rules and Regulations, including
those relating to conduct and work performance. Except where the
Agreement conflicts with said regulations, the Agreement terms
remain in effect.
If at the discretion of the Village Manager or his designee, it is
determined that a civil emergency condition exists, including but
not limited to riots, civil disorders, hurricane conditions or other
catastrophes, the provisions of this Agreement may be suspended by
the Village Manager, or his designee, during the time of the
declared emergency, provided that the wage rate and monetary fringe
benefits shall not be suspended.
Those inherent managerial functions, prerogatives and policy making
rights which the VILLAGE has not expressly modified or restricted
by a specific provision of this Agreement are not in any way subject
to the grievance and/or arbitration procedure contained herein.
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ARTICLE 14.
SENIORITY
Seniority shall be defined as length of service within the
classification (i.e., patrolmen, detectives, detectives-sergeants,
sergeants, police dispatchers or public safety clerk dispatchers).
For purposes of assignments to shift work seniority will prevail.
Where a promotional opportunity shall occur and two or more
employees are under consideration, the Director shall give due
consideration to seniority and qualifications.
In the event of a layoff, an employee may displace the employee with
lesser departmental seniority in a lower classification provided the
employee has prior service in said lower classification and provided
further that the following factors are substantially equal:
A. Sufficient ability and
work.
B. Performance evaluation.
C. Physical condition and
qualifications to perform the
job attitude.
In the event of substantial inequality of these factors as between
employees in the same classification and department, the employee
with the higher values of factors A, B, and C in the aggregate,
shall be retained.
An employee shall be recalled in inverse order of layoff.
An employee shall lose his seniority as a result of the following:
A. Termination
B. Retirement
C. Voluntary resignation
D. Layoff exceeding six (6) months
E . Failure to report to the Village Manager, or his designee,
intention of returning to work within three (3) days of
receipt of recall, as verified by certified mail return
receipt.
F. Failure to return from military leave within the time
limits prescribed by law.
G. Failure to return from an authorized leave of absence
upon the expiration of such leave.
Seniority shall continue to accrue during all types of leave
approved by the VILLAGE.
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ARTICLE 15.
PAID VACATIONS
Vacation days accrue but may not be taken during the first year of
service. Exceptions to this general rule may be made by the
Director in his discretion. All personnel who have completed one
(1) year or more of full-time service shall be entitled to take
vacation with pay in accordance with the following accrual schedule
LENGTH OF SERVICE DAYS OF VACATION
40 Hr. Employees 24 Hr. Employees
PSO's. DisAatchers Paramedics
Less than 7 years 10 working days = 80 5 shifts = 2 weeks
hours = 80 hours
7 Years but less 15 working days = 7 shifts = 3 weeks
than 12 years 120 hours = 120 hours
12 Years and over 20 working days = 10 shifts = 4 weeks
160 hours = 160 hours
Vacation, sick leave, or any other paid leave, shall be included in
the computation of the one year of required full service.
All employees twice yearly shall select vacations. Initial
selection of vacations will be by seniority within the
classification. If a bargaining unit member chooses to change the
vacation selection, he must then wait until the vacation list passes
through all other remaining members of the classification, at which
time he or she shall then be eligible to change the selection.
In the event a paid holiday should occur during an employee's
vacation period, the employee shall receive an additional duty day
off with pay. Employment terminated without cause, or by layoff,
or by retirement, illness or injury shall not affect payment of
earned vacation time. An employee shall not lose his vacation with
pay, if incapacitated due to an injury or illness incurred in the
line of duty. The vacation time shall be reassigned upon return to
duty.
If employment is terminated by death, the estate of the employee
shall receive payment for the earned vacation time.
Vacation time shall be credited and reported per payroll, to
indicate hours accrued less hours taken, reflecting net vacation
hours available per payroll period.
The maximum number of vacation days an employee may accrue is the
unused days accrued during the employee's previous two (2) year
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period. Any employee, other than an employee who is discharged for
cause, who voluntarily terniinates, retires or dies while employed
by the Village, shall receive payment equal to one hundred percent
(1000) of the unused days of vacation accrued during the two year
period prior to termination, retirement or death.
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ARTICLE 16.
PAID HOLIDAYS
The following days shall be considered paid holidays, and all
employees will receive pay for these days even if they do not work:
New Year's Eve Veteran's Day
New Year's Day Thanksgiving Day
Memorial Day Day after Thanksgiving
Independence Day Christmas Eve
Labor Day Christmas Day
In the event an employee does work on any of the above named
holidays, the employee shall be paid as follows:
1. The forty (40) hour employee shall be paid eight (8)
hours of straight time compensation plus eight (8) hours
at time and one-half the regular rate of pay.
2. The twenty-four (24) hour employee shall be paid twenty-
four (24) hours at the 53-hour rate of pay plus eight (8)
hours at time and one-half the 40-hour rate of pay.
If a holiday occurs when an employee is absent from work on paid
leave under this collective bargaining agreement or other personnel
rules, regulations or departmental directives, the employee shall
be paid an additional eight (8) hours for the holiday at his/her
regular rate of pay.
Except for absence due to the instances cited above, holiday payment
is subject to the employee working his/her scheduled day prior to
the holiday and his/her regular scheduled day subsequent to the
holiday. An employee entitled to overtime compensation may receive
compensatory time off in lieu of pay at straight time for holidays .
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ARTICLE 17.
GRIEVANCE PROCEDURE ARBITRATION
The following is a procedure for the resolution of grievances which
are defined as disputes involving the interpretation or application
of this Agreement or departmental regulations.
STEP 1: The aggrieved employee or an ASSOCIATION
representative shall present the grievance or
dispute in writing, setting forth the facts with
particulars and the remedy sought, within ten (10)
calendar days of its occurrence or knowledge thereof
to the Captain for resolution. The Captain shall
render a decision in writing within ten (10)
calendar days after presentation at STEP 1.
STEP 2: If no written reply has been made or if a written
response has been made, and the aggrieved employee
is dissatisfied, the aggrieved employee may within
ten (10) calendar days of receipt of a reply or the
due date of the receipt of a reply, present the
grievance or dispute to the Director of Public
Safety.
The Director shall reply in writing within ten (10)
calendar days of receipt of the grievance. Failure by
the Director to reply within the time period shall be
held to be an approval of the grievance and the remedy
sought. If the Director replies and the aggrieved party
is dissatisfied, then the grievance may be submitted to
the Village Manager within ten (10) calendar days of
receipt.
STEP 3: If the grievance is not satisfactorily resolved at
STEP 2, then it may be submitted to the Village
Manager within ten (10) calendar days after the
reply by the Director of Public Safety is due. The
Village Manager shall within ten (10) calendar days
reply in writing.
If the Village Manager shall fail to reply in writing,
such failure shall be deemed as an approval of the merits
of the grievance or dispute and the remedy sought.
STEP 4: In the event that the grievant is not satisfied with
the disposition of the grievance at STEP 3, or if no
disposition has been made within the time limits
provided for, the grievant may submit the matter to
arbitration, using the services of the American
Arbitration Association. Such request for
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arbitration shall be filed with the Village Manager
no later than ten (10) days after the Village
Manager's response is due in STEP 3 of the grievance
procedure.
By mutual agreement, the time limits in the grievance
procedure may be extended.
The arbitrator's decision shall be supported by substantial
evidence on the record as a whole . The decision shall be in writing
with a full statement of findings and reasons . The decision of the
arbitrator shall be final and binding on the parties; provided that
the arbitrator shall have no authority to modify, amend, or alter
this Agreement. The arbitrator shall have no authority to consider
or rule upon any matter which is not subject to arbitration. The
arbitrator may not issue declaratory or advisory opinions and the
arbitrator shall be confined to the question which is presented.
Copies of the award of the arbitrator, shall be furnished to both
parties within thirty (30) days after the conclusion of the hearing
or the submission of the briefs by the parties, whichever is later.
Each party to arbitration shall bear the expense of its own
witnesses and its own representatives and the arbitrator's fees and
expenses shall be borne equally by the parties. The arbitration
hearing shall be held in the Village of North Palm Beach, Florida.
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ARTICLE 18.
UNION ACTIVITIES
An employee shall have the right to join or not join the
ASSOCIATION, to engage in lawful concerted activity for the purpose
of collective bargaining or other mutual aid or protection, to
express or communicate any view, grievance, complaint or opinion
relating to conditions of employment or compensation, through duly
appointed PBA representation, all actions to be free from any and
all restraint, coercion, discrimination or reprisal by the VILLAGE
or the ASSOCIATION.
ASSOCIATION officials and/or members, no more than two (2), shall
be granted reasonable time during working hours, without loss of
pay, to negotiate with the representatives of the VILLAGE.
Reasonable time shall be granted for the processing of grievances
with a duly designated representative of the ASSOCIATION during
working hours. The Village Manager shall be immediately notified
of changes of appointed PBA representatives.
PBA representatives shall be permitted to wear PBA insignia while
on duty. Said insignia shall be approved by the Director or his
designee.
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ARTICLE 19.
RULES, REGULATIONS. DIRECTIVES
Personnel rules, regulations, and departmental directives shall be
in writing and a copy of the same shall be submitted to the
ASSOCIATION.
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ARTICLE 20.
BULLETIN BOARD
The ASSOCIATION will provide a serviceable bulletin board for its
use. All materials posted must be signed by an official of the
ASSOCIATION and a copy given to the Director. The VILLAGE agrees
to furnish space for the bulletin board.
Bulletins shall contain nothing derogatory relating to the VILLAGE,
its elected officials or supervisory personnel.
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ARTICLE 21.
SCHEDULED HOURS OVERTIME PAY
A. Forty (40) hour personnel shall be scheduled to work five
(5), eight (8) hour shifts.
B. Paramedics shall be scheduled to work twenty-four (24)
hours on duty and forty-eight (48) hours off duty.
C. Hours worked in excess of a scheduled forty (40) hour
week shall be paid at the rate of one and one-half (1
1/2) times the employee's regular rate of pay.
D. Police/Paramedics shall be paid at time and one-half of
hourly rate for actual number of hours worked.
Police/Paramedics shall be paid overtime at the fifty-
three (53) hour rate when working as a primary paramedic
on duty or when held over for late calls. For all other
overtime situations, police/paramedics shall be paid at
the forty (40) hour rate.
E. Time off for a meal period shall not exceed one-half
(1/2) hour.
For purposes of computing overtime pay, all authorized paid
leave, except sick leave, shall be considered time worked.
Employees assigned to "standby" will be paid a minimum on one
(1) hour's pay per "standby shift". In the event an employee
is "called back" , he or she shall receive a minimum of two (2 )
hours pay. "Standby" and "call back" time relate to either
fire duty or emergency duty.
Employees may exchange hours subject to the approval of the
Director or his designee providing such exchanges do not
result in overtime.
The Village will provide a minimum of a seven-day notice for any
change in shift schedules. However, the Village retains the right
to make changes in schedules when extenuating circumstances dictate.
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ARTICLE 21.A.
COMPENSATORY TIME
For purposes of this Agreement, compensatory time shall be defined
as that period of time which is earned by the employee for hours
worked in excess of his normally scheduled work week, accumulated
at a rate of time and one-half (1 1/2) in lieu of monetary overtime
compensation.
Compensatory time will be granted if the employee notifies the
Director of the contemplated use at least seven (7) calendar days
prior to use and provided such use will not be unduly burdensome to
the Public Safety Department's operation.
In the event less than seven (7) calendar days notice is provided,
granting of compensatory time shall be at the discretion of the
Director, subject to scheduled manpower limitations.
In the event more than one employee requests use of compensatory
time off for the same period, seniority shall govern choice.
Regular forty (40) hour employees may bank up to twenty-four (24)
hours of compensatory time. Paramedics may bank up to twenty-four
(24) hours of compensatory time.
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ARTICLE 22.
PUBLIC SAFETY CONTINUING EDUCATION
Courses to be taken during scheduled work time are subject to the
officer's obtaining an approved replacement. In order to qualify
for reimbursement under the VILLAGE'S tuition program, all courses
to be taken must be prior approved by the Director of Public Safety
and the Village Manager. The VILLAGE will reimburse the employee
for the costs of public safety related continuing education. Any
and all continuing education will be done on the employee's own
time.
Upon the effective date of this Agreement, employees being paid for
having achieved a Bachelor's Degree (550.00 per month), an
Associate's Degree ($45.00 per month) , or an Intoxilyzer Certificate
(15.00 per month), shall continue to receive those amounts, and
those amounts (annualized) will become a part of the employee's base
pay rate and will no longer be paid as a bonus.
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ARTICLE 23.
WORK ASSIGNMENT OUT OF GRADE
An employee who is required to temporarily accept responsibility and
carry out the duties of a rank higher than which he or she normally
holds, for a period of five (5) consecutive working days or more,
shall be paid five percent (5 0 ) above the individual' s present base
rate for that position while so engaged. The chain of consecutive
days will not be broken by Saturdays or the employee's day off, but
will be broken if the employee elects to take a vacation or sick day
during the five (5) day period.
An employee assigned to a rank which carries a rate of pay higher
than the permanent rate of the assignee shall in the event of
injury, illness, or death incurred while in the performance of
service be compensated at the level of payment for that rank, and
all benefits accrued thereof.
26
ARTICLE 24.
MEDICAL EXAMINATIONS
Medical examinations shall be voluntary, except for a post-job offer
medical evaluation for the job classification. In those situations
where the VILLAGE requires said examination, then the entire costs
shall be borne by the VILLAGE. The Village agrees to provide those
vaccinations and examinations as required by section 112.181,
Florida Statutes.
27
ARTICLE 25.
UNIFORM AND CLOTHING ALLOWANCE
Plain clothed officers shall be paid up to five hundred ($500.00)
dollars per year for the purchase of appropriate clothing. Receipts
for such clothing must be presented to the Director or his designee
within thirty (30) days of payment. This clothing replacement
allowance shall be paid semi-annually in increments of two hundred
fifty ($250.00) dollars each October 1st and April 1st. The
clothing replacement allowance shall be prorated with the change of
personnel in the Detective Bureau.
A forty-five ($45.00) dollar monthly allowance shall be paid to all
bargaining unit members for the repair and cleaning of clothing used
in the performance of duty.
Uniforms damaged beyond repair in the line of duty shall be replaced
by the VILLAGE at no cost to the employee.
Costs for repair or replacement of watches or eyeglasses damaged or
destroyed while in the course of duty will be paid by the VILLAGE
at a cost not to exceed one hundred ($100.00) dollars per item.
A shoe allowance of up to seventy-five ($75.00) dollars per year
shall be paid to all bargaining unit members during the first pay
period in October.
Road Patrol, dispatchers and paramedics shall be issued three (3)
shirts and two (2) pair of pants..
In addition, Paramedics shall be issued two (2) jump suits.
28
ARTICLE 26.
VEHICLES AND EQUIPMENT
Vehicle Maintenance. Each Public Safety Officer assigned to a
VILLAGE vehicle shall keep the vehicle free from litter and return
the vehicle at the end of his shift in the same condition as when
he received it, subject only to mechanical defects or damage, or
soiling of the vehicle not caused by the Public Safety Officer. It
shall be the vehicle operator's responsibility to report all damage,
mechanical problems or operational problems detected, or which could
be detected, with reasonable diligence. If the Officer believes the
vehicle he is assigned is unsafe, it shall be reported to the Shift
Supervisor. If the Shift Supervisor agrees that the vehicle is
unsafe, it shall not be placed in service until it is made safe.
Public Safety vehicles will be washed and sanitized as necessary.
Use of Private Automobile. In the event an employee (if authorized
and directed in advance) uses his own automobile for the performance
of official duties on behalf of the VILLAGE, he (she) will be
compensated at the rate provided for in Florida Statutes
112.106(7)(d)(1) for miles driven on behalf of the VILLAGE.
Portable Radios. Officers will be provided with two-way portable
radios while on their shift.
29
ARTICLE 27.
PERSONNEL FILES - COMPLAINTS
It is agreed that no employee will be required to write a report to
the Director or any other supervisory officer on any complaint by
a person or persons in or outside the Department against said
officer unless and until the complainant (s) submit (s) said complaint
in writing and signs same.
Prior to any report in writing being submitted, the subject officer
shall be furnished a copy of the signed complaint. Any form of
documented disciplinary action shall be signed by the employee,
which signature shall indicate that the employee has received a copy
of the forth but shall not indicate that the employee agrees with the
discipline. The employee shall receive a copy of the documented
disciplinary action.
If a charge is brought and the officer is adjudicated as being
innocent, then the complaint and charge shall be plainly and clearly
marked as unfounded in all the personnel folders of the subject
officer.
An officer shall have the right to review the contents of his/her
personnel file after due notice to the Director. Such review shall
be in the presence of the Director or his duly authorized
representative.
30
ARTICLE 28.
PROCEDURAL RIGHTS
Any officer under investigation and subject to interrogation by the
Department or an outside agency subject to the direction and control
of the Village which may result in disciplinary action, demotion,
dismissal and/or criminal charges being filed; then, under such
circumstances, the interrogation shall be conducted as follows:
A. Interrogations will normally be conducted during the
officer's scheduled duty time, unless immediate action is
imperative.
B. Interrogation will be conducted at Public Safety
Department headquarters.
C. The law enforcement officer under investigation shall be
informed of the rank, name, and command of the officer in
charge of the investigation, the interrogating officer,
and all persons present during the interrogation. All
questions directed to the officer under the interrogation
shall be asked by and through one (1) interrogator at any
one (1) time.
D. The law enforcement officer under investigation shall be
informed of the nature of the investigation prior to any
interrogation and he shall be informed of the names of
all complainants.
E. Interrogation sessions shall be for reasonable periods
and shall be timed to allow for such personal necessities
and rest periods as are reasonably necessary.
F. The law enforcement officer under interrogation shall not
be subject to offensive language or threatened with
transfer, dismissal, or disciplinary action. No promise
or reward shall be made as an inducement to answering any
questions.
G. The formal interrogation of a law enforcement officer,
including all recess periods, shall be recorded and there
shall be no unrecorded questions or statements.
H. If the law enforcement officer under interrogation is
under arrest or is likely to be placed under arrest as a
result of the interrogations, he shall be completely
informed of all of his/her rights prior to the
commencement of the interrogation.
I. At the request of any law enforcement officer under
investigation, he shall have the right to be represented
31
by counsel or any other representative of his choice who
shall be present at all times during such interrogation
wherever the interrogation relates to the officer's
continued fitness for law enforcement service.
J. Representation on complaint review boards: A Complaint
review board shall be composed of three (3) members: one
(1) member selected by the Director of Public Safety; one
(1) member selected by the aggrieved officer; and the
third member selected by the other two members. The
board members shall be law enforcement officers selected
from any state, county, or municipal agency within the
county.
K. Civil suits brought by law enforcement officers: Every
law enforcement officer shall have the right to bring
civil suit against any person, group of persons,
organization or corporation or the heads of such
organizations or corporations for damages, either
pecuniary or otherwise, suffered during the performance
of the officer's official duties or for abridgement of
the officer's civil rights arising out of the officer's
performance of official duties.
L. Notice of disciplinary action: No dismissal, demotion,
transfer, reassignment, or other personnel action which
might result in the loss of pay or benefits or which
might otherwise be considered a punitive measure shall be
taken against any law enforcement officer, unless such
reason or reasons therefore are communicated to the
officer in writing prior to the effective date of such
action.
M. Retaliation for exercising rights: No law enforcement
officer shall be discharged, disciplined, demoted, or
denied promotion, transfer or reassignment, or otherwise
be discriminated against in regard to his employment or
be threatened with any such treatment by reason of his
exercise of the rights granted by this act.
N. A copy of the complaint, whether recorded in writing or
by other means, will be given to the officer at least two
(2) hours prior to interrogation unless waived by the
Director or his designee and the officer. Written
complaints must be signed by the party or parties
alleging a violation.
0. An officer under investigation cannot be compelled to
submit to a polygraph test or any other "truth measuring"
device.
32
ARTICLE 29.
WAGES
All bargaining unit members who were employed during the 1995-1996
fiscal year and are employed at the date of execution of this
Agreement shall receive a three percent (3%) increase in their base
pay rate for the 1995-1996 fiscal year. The Cody & Associates,
Inc., Wage and Pay Plan Study minimum and maximum annual base pay
rates shall increase by three percent (3%).
In addition, all bargaining unit members who were employed during
the 1996-1997 fiscal year and are employed at the date of execution
of this Agreement shall receive a four percent (40) increase in
their base pay rate for the 1996-1997 fiscal year. The Cody &
Associates, Inc. , Wage and Pay Plan Study minimum and maximum annual
base pay rates shall increase by two percent (2%).
No employee shall receive more than the maximum annual base pay
rates, except that the Village will continue to pay Richard Fedak
his current salary, which shall be frozen at that amount until the
maximum annual base pay rate exceeds his salary.
For the 1997-1998 fiscal year the parties will negotiate a Pay for
Performance Program, which program provides a structured basis to
provide the opportunity to reach the maximum rates per
classification as set forth in the Cody & Associates, Inc., Wage and
Pay Plan Study.
Upon the effective date of this Agreement, employees being paid an
incentive by virtue of having the Paramedic certification ($2,000
per year) , EMT certification ($1, 000 per year) , or Fire Fighter
certification ($1,000 per year), shall continue to receive those
amounts as part of the employee's base pay rate and will no longer
be paid those amounts as increments.
Detectives will receive a loo increase to their regular base pay
rate so long as they are employed as a detective.
33
The Cody & Associates, Inc., Wage and Pay Plan Study maximum annual
base pay rates shall increase for those employees entitled to
receive these amounts.
Field and Communications Training Officer (F.T.O.) - FTO's and
Communication Training Officers will receive a 5 o increase to their
base pay rate when they are actually engaged in a training period.
Starting Salary - During the fiscal year 1995-1996, the starting
salary for Public Safety Officers will be $27,613.00, for
dispatchers will be $19,064.00, and for records clerks will be
$20,524.00. Effective October 1, 1996, the starting salary for
Public Safety Officers will be $28,165.00, for dispatchers will be
$19,445.00, and for records clerks will be $20,934.00.
In the event a Public Safety employee is promoted to the rank of
Sergeant, the employee will receive a five percent (50) increase in
current annual wage, but in any event the promoted employee shall
receive at least the starting pay for Sergeants of $33,645.00 for
the 1995-1996 fiscal year, and 34, 317 .00 beginning October 1, 1996.
34
ARTICLE 30.
LONGEVITY PAY
Upon the effective date of this Agreement, the VILLAGE agrees to
continue to pay the following amounts, as part of the employee's
base pay rate, to employees being paid longevity pay, and will no
longer pay those amounts as longevity pay:
Three years of completed service $300.00
Six years of completed service $600.00
Nine years of completed service $900.00
Twelve years of completed service $1,200.00
The Cody & Associates, Inc., Wage and Pay Plan Study maximum annual
base pay rates shall increase for those employees entitled to
receive these amounts.
35
ARTICLE 31.
TRAINING
In keeping with the ever increasing requirements to maintain
certification in the skills necessary to perform the public safety
function, it is agreed that any employee who attends training as
required by the Department or VILLAGE will have the choice of
receiving pay at the rate of one and one-half regular pay or
compensatory time at a rate of one and one-half straight time, if
the training time is above and beyond the employee's normal work
week. If the employee fails to complete a full work week, pay for
training will be received at a regular rate of pay or at straight
compensatory time.
The Village agrees to provide one week's advance notice for any
training scheduled for weekends.
36
ARTICLE 32.
SAFETY INCENTIVE AWARD
Whenever an employee completes one year of safe driving with no
accidents attributable to the fault of the employee, an award of one
day's pay shall be earned.
Whenever an employee completes one year of service without receiving
or causing any injuries on the job, an award of one day's pay shall
be earned provided, however, that if an employee's injury is caused
by another, then the injured employee shall be entitled to receive
his/her safety incentive award. The cause of the injury shall be
the sole determination of the Director as to eligibility of the
safety award and the Director's decision is not subject to the
grievance procedure for resolution.
For the purposes of this Article, the one year period shall be from
October 1 through September 30, and the award will be paid on or
before November 30.
37
ARTICLE 33.
ATTENDANCE AWARD PROGRAM
An employee who uses six (6) or less days of sick leave per year
shall have the option of converting one of the unused sick leave
days to additional vacation time.
38
ARTICLE 34.
PROBATIONARY EMPLOYEES
All new employees shall be designated as probationary employees and
shall remain in probationary status in their classification for one
(1) year from their date of graduation from the academy, or one (1)
year from their date of employment in the case of an employee hired
who is already a certified officer who does not attend the academy.
Periods of absence of three (3) shifts or more during probations
will extend the probationary period by the amount of the absence or
a minimum time of one week.
The probationary period shall be regarded as an intrinsic part of
the examination process and shall be used for observing the
employee's performance and adaptation to VILLAGE employment.
A probationary employee shall have no right to utilize the grievance
andJor arbitration process set forth in this Agreement, or any other
internal VILLAGE policy or procedure for any matter relating to
discharge, suspension or other discipline.
It is the obligation of all supervisory VILLAGE personnel to
periodically review, in writing, the performance of all probationary
employees and to recommend removal of personnel with less than an
overall satisfactory performance from their position prior to the
end of the probationary period. At a minimum, there shall be two
(2) written performance evaluations conducted during the
probationary period; the first evaluation at six (6) months of
employment, and the second during the final month of probation.
Upon the satisfactory completion of the probationary period, which
shall then be a matter of record in the employee's personnel file,
the employee shall attain permanent status in the service.
39
i)9. 11. 9 i 1-1: ~~ FAT SGI6SSJ5-! i HE~ILTHI START [~j p~~~
ARTICLE 35.
CONTRACT CONSTITUTES ENTIRE AGREEMENT OF THE PARTIES
The vILL~LGE and the ASSOCIATION acknowledge that during the
negotiations which resulted in this Agreement, each had the
ur_limited right end opportunity to make demands and proposals with
respect to any subject 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 and solely embodied in this Agreement.
The VILLAGE and the ASSOCIATION agree that all negotiable items that
should or could have been discussed, were discussed; therefore,
neither paxty shall be obligated to negotiate or bargain
collectively with respect to any subject or matter, whether referred
to herein or not, except as otherwise specifically required in this
Agreement, even though such subjects cr matters may not have been
within the kr!owledge or contemplation of either or bath of the
parties at the time they negotiated ar signed this Agreement.
Therefore, this Agreement contains the entire contract,
understandings, undertaking and agreement of the parties hereto and
finally determines and settles all matters of collective bargaining
far and during its term.
Notwithstanding anything to the contrary contained herein, the
parties acknowledge and agree that they will continue to negotiate
a structured basis to provide the opportunity to reach the maximum
rates per classification as set forth in the Wage and Pay Plan Study
by Cady & Associates, Tnc., and will negotiate the impact of the
June 1, 1997 revisions to the Village Personnel Rules and
Regulations.
40
ARTICLE 36.
DURATION
This Agreement shall become effective as of October 1, 1995, and
shall continue in full force and effect until September 30, 1997.
Immediately upon ratification of this Agreement, the parties will
commence negotiations to modify, amend or terminate this Agreement
for the 1997-1998 fiscal year.
In the absence of notice this Agreement shall renew for another
year.
IN WITNESS WHEREOF, THE PARTIES HAVE SET THEIR HANDS AND SEALS THIS
3®'~' DAY OF SQ`~~~s~~ 1997.
THE VILLAGE OF NORTH PALM BEACH PALM BEACH COUNTY POLICE
BENEVOLENT ASSOCIATION
PALM BEACH COUNTY POLICE
BENEVOLENT ASSOCIATION
BY: ~ Qrvts
PBA Representative
THE VILLAGE OF NORTH PALM BEACH
~. ~~
41
Mavor
Minimum Salary
Position 9485 revLzed Max °b Increase 95.88 Mexirittun '!~ IrxxEesp 98.07 Ma~dmurrt
Reco s Clerk 3 19.92 .40 _ 396 $ 20_b24_f A 296 20,934_88
3$ ears of Service S 19,928!40 _
3°+6 Z ?A.524,19 2% 3 21,234.88
8-8 ars of Service $ 19,928.40 39ds
: S 20,5?A.19 296 $ 21,534.E
9-meats of Service $ 19,828.40 396 $ 20,524.19 296 $ 21,834.88
12 or more $ 19,929.40 ,_ 3% $ 20,524.19 296 $ 22,134.88
Dispatcher's $ 18,508.82 _~ ~+ ?- 19,085.22 296 $ 19448.32
3-$ yearss of 58rvice S 18,509.92 396 S 19,065.22 296 S 19,748.52
8-9 ars of Service $ 18,508.92 396
~ S f 9,08522 296 S 20,048.52
9.12 ears of Servios S 18,509.92 396
_ $ 19,085.22 I 296 S 20.346.52
12 or more ~ 3 18,509`92 396 S 19.085.22 29b $ 20,548.52
PSO 3 28,809.12 3% $ 27.815.39 296 $ 28.185.88
3-8 yeaB of service S 28,809.12 _ 394 S 27 813.39 296 $ 2$,485.88
0-9 ars of Service $ 28.808.12 396 S 27,813.39 2% $ 28,785.86
9-12 of Service S 28,809.12 _ 396 3 27,813.39 296 S 29,085.88
12 or more $ 28,808.12 3% 3 27,813.39 3% 3 28,365.88
Oetecllvee 3 28,808.12 396 S 27,61339
' 296 S 30,429.98
3B ere of Service S 25,809.12 3% ,813.39
S 27 296 $ 30.729.98
8.9 r$ of Service $ 25 809.12 396
` $ 27,813.39 296 3 31,029.96
9.12 of Service S 28,809.12 ~ 3% S 27`813.39 296
_.__ ; 31,329.98
12 or more $ 28,809.12 i 396 S 27,813.39 296 9 31,629.98
Se sent $ 32,888.00 396 $ 33,845.98 296 S 34 3!8.90
3-6 ars ai Service $ 32,888.00 ~ _ 3% 3 33,645.98 296 $ 34,81Q.90
&9 re of Service $ 32,888.00 _ 3°6 S 33,845.88 296 S 34,918.90
9-12 ars of Service _
$ 32,888.00 ~_ 396 S 93,845.98
~ 296 3 35,218.50
t2 or more $ 32,888.00 396 5 33,845.98 296 S 35,518.90
8 ves S 32,668.00 3% S 33,845.98 296 $ 37,077,87
3~8 ears of Service i 32,888.00 3°16
~ S 33.845.98 296 S 37.377.87
8-8 ears Of Service S 32,888A0 3% $ 33,645.98 296 S 37.877.87
9.12 aB of 38tviC8 $ 32,®86.00 396 $ 33.845.98 296 3 37,977.87
12 or more S 32,888.00 ~ 3% S 33.845.98 296 S 38,277,87
Lieutenant $ 34,320.00 3% $ 35,349.80 296 S 38,05859
3-5 ears of Service S 34,320.00 396 S 35,348.80 ~ 296 S 38,358.59
8.9 aB of Service $ 34,320.00 ~ 396 $ 35.349.60 296 S 38.658.59
9-12 ears of Service $ 34,320.00 3% 3 35,349.80 2:6 $ 38.956,59
12 or more $ 34,S20A0 396 $ 35,349.60 ~295~ -$ 37,258.59
PSOlFire $ 26,809.12 3% $ 27,613.39 296 ~,t85.e8
3.6 ats of Service $ 28,808.12 3% S 27,813.39 296 3 29,465,88
S-9 ars of Service $ 28,809.12 396 $ 27,813.39 2% S 29,785.88
9.12 ars of Service $ 28,809.12 396
~ $ 27,813.39 2% 5 30,Ob5.88
12 or more S 28,809.12 3% S 27,813.39 296 $ 30,385.88
~
PSOIEMT $ 28,809.12 3% S 27,813.39 ~~ 296 { 3
29,195.8$
3-8 ears of Service $ 28,809.12 _ 396 S 27,813.39 2% S 29,485.86
8.9 ears of service $ 28,808.12 ~ ~ 3°,b $ 27 8, 13.39 2% S 29,785.66
9-12 ats of Service $ 26,809.12 3% 3 27,813.39 296 $ 30,085.88
12 or more $-"- 28,809`12 3% $ 27,813.39 22= 5 30,385.68
PSOIParamedlc.
$ 26,809.12
3%
$ 27813.39 ____
295 ~_
S 30,185.88
3-8 ears of Service $ 28,809.12 3% S 27,813.39 2% S 30,485.86
6-9 ears of Service S 28,809.12 3%
1 $ 27,813.39 296 $ 30,785.68
9-12 acs Of Setvtce $ 28,809.12 ' 3% S 27,613.39 2°'° $ 31.085.86
12 or mort3 $ 28,809,12 3% $ 27,813.39 296 1 S 31,355.88
PSO/Fire/EMT S 28,809.12 _ 3% S 27,813.39 296 1 S 30.185.88
3-8 ears of Service $ 28809.12
~ 396 S 27,813.39 296 1 S 30,485.65
~,-v ~ ~a a ~ ter: rte. ~ Arf9.12
S 3°.6 $
27,813.39 2% I $ 30,785.88
9.12 years of Servtce ~ $ 28,808.12 _
3% _
{ $
27,813.39 2% I $ 3i;uo5
oi
12 or more ~ S 26,809.1 2 396- _
(5 27,613.39 _
r Z°6 .
i 3 31 386.86
Mlrtimum Salary
P60IF1re/Paramedlc
3-e ears of Service $
$ 28,809.12
809.12
28 396
396 $.
S 27,413.39
27,813.39 2% ; 31,185.88
2°6 S 31,485.86
8-9 ars of Salvias S ,
26,809.12 3% $ 27.613.39 296
} $ 31,785.68
9.12 ars of service
12 or more S
S 28,809.12
28,809.12 396
3% i
i 27,813.39
27,b13.39 2%
2% $
S 32 085.88
32,385.84
UFlre
3$ ears of Service
8-e ars of Servk~
9.12 years of 8eNice S
S
S
S 32,688.00
32.688.00
32.668.00
32,098.00
~ 396
3%
396
3% $
$
S
$ 33.845.98
33.845.98
33.845.98
33,845.98 296
296
Z%
296 _
$
Z
$
S 35,318.90
35,918.90
35,918.90
36,215.90
12 or more $ 32,648.00 396 S 33,645.98 2% $ 38,Si8.94
i s2,688.0a 3% S 33,645.98 2% . $ 35,318.80
3-8 sera of Service S 32.888.00 396 $ 33.645.98 2°.6 S 35,818.90
8_9 sera of Service
9.12 ears of Service
12 or more $
$
3 32,866.00
32,886.00
32,688.00 .. 3%
3% ~
356 $
$
$ 33,645.98
33.845.98
33,845.98 296
296
2% 3
$
S 35,918.90
39,218.90
34,518.90
aramedic
3-B ears at Service $
~ S ~ _ 32,998.00
~ 32.668.00 •3%
3% S
i 33,645.98
33,845.98 2%
2% S
$ 38,318.90
38,918.50
4-9 years of Senrlce S 32,968.00 ~ 396 $ 33,645.98 296 3 38.918.90
9-12 rs of Service
t2 or more S
$ 32,888.00
32,8.00
~ 3%
3% $
$ 33,645.98
33,845.98 2%
296 $
$ 37,218.90
37,518.90
. .
rsJEMT S 32,688.00 ~ 3% $ 33,845.98 ~ 2% $ 38,318.90
3.8 years of Service $ 32,988.00 . 3% $ 33,945.98 2% S 38,818.90
8-9 8815 Of Service
9-12 rs of Service S
$ 32,688.00
32.888.00 3%
395 $
$ 33, 8
33,845.98 2%
2% S
$ 38,918.80
37,218.90
12 or more S 32,864,00 396 S 33.845.98 2% $ 37,518.90
.
3gtJFire/ParemedlG $ 32,848. 3% $ 33,845.98 _ 296 $ 37,318.94
~
3-e ears of Service 3 32,846.00 _. 3% $ 33,845.88 2°~ $ 37,418.90
8-9 ars of SeMce $ 32,888.00 3% $ 33,845.98 2% i 37,918.90
9-12 ats of Service
12 or more S
Z 32,699.00
32.888.00 _ 356
396 $
S 33,845.98
33.845.98 _ 296
2% ~ S
$ 38,218.90
38,518.90
WFlte ~
3-8 atS of Service $
3 34,320.00
3d,320A0 ~ 395
3% $
S 35,345.80
35,349.00 ~ 2°,6
2% $
S 37.058.59
37,356.59
8-8 ears of Service $ 34,320.00 396 S 35,349.80 296 $ ' 37,858.59
9-12 ears of Service 3 34,320.00 396 S 35,349.80 2% . $ 37,956.59
12 or more i 34,320.00
•-
r---• 395 $ 35,349.60 296 $ 38,258.59
-
Ltl~MT
3-s ears of Service
8-9 years Of Service $
$
$ 34,320.00
34,320.00
34,320.00 ~ 396
396
3% $
3
S 35.349.60
35,349.80
35,349.90 2%
2%
2% $
S
$ 37,058.59
_ 37,356.543
37.658.59
9.12 ears of Service S 34,320.00 3% S 35,349.80 295 $ 37,956.59
12 or more t 34,320.5 396 S 35.349.80 296 $ 38,256.58
.
LVPardmedic $ 34,320.00 3% $ 35,349.80 294+ S 38.056.59
3-8 ears of Service $ 34,320.00 3% S 35,348.80 296 S 38,358.58
9-9 ears of Setvlas $ 34,320.Ofl ~ 3% $ 35,349.60 Z°!o $ 3$.959.59
9.12 ars of Service $ 34,320.00 396 $ 35,348.90 2% $ 38,958.59
12 or more $ 34,320. 3°,6 S 35,349.60 Z% S 39,258.59
0
Lt~rle/EMT $ 34,320.00 39'o S ~ 35,349.80 246 $ 38.056.59
3.8 Berg of Service $
9-9 ears of Service $
9-12 ears of Servlca $
12 or more $ 34,320.00
34,320.00
34,320.
34,320.00 ~
0
i 3%
3%
3%
3% S
S
S
~ $ 35,349.60
35.349.60
35,349.80
~ 35,349.80 29'6
2%
296
246 $
S
$
$ 38.359.58
38,858.59
38,956.58
39,258.59
Lt/Fir'e/Paramedic
3-8 years of Service $
3 34,320
34,320.00 . 3°1o
3% S
$ 35,349.90
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S 99,058.88 596
S 57,140.65
2% _
S ~ 40,889.48
b$ of Service S 38,068.88 i 3% i - 37,1413.66 296 S 41,183.46
6-4 of Servlce S 36,ObB.88 __ 3~ S 37,140.8b Z%
~ - ~ S 41,489.`6
4.12 rs of Servlce i 38,038.88 _ _
3% i 37,140.85 ~ 2f6 ..4 41,78b.48
12 or more S 38.458.88 396 S 37,140.85 2% 6 42,083.46
lro 3 45.929.88 X96 S 45247.49 296 S 47.152.44
3~ ai 6ervlae S 49,9211.80 3% S 45247.49 I 296 S 47,452.44
8-9 of 6ervloe S 48,929.40 _ 396
.. . 3 45247.49 j 296 S 47,75244
0-12 re Of SeMcr ; 4$,929,90 376 . 45.247.49. 1 396 S 48,032.44
12 or more S 43.920.6G 376 S 43,247.49 296 S 48.35244
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3% 5 45,247.40
E 45,247.48 296
296 S 47,152.44
-S ~ --- 47,452.44
a4 years of SOrvICe S 43,929.80 396
.. _ S 45247.40 296
-- S _ 47,752,44
9-12 rs Of 6ervfCe S 49,020.40 39o
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3% S 45247.49 296 46,152,44
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3~ of 8~vios S 43 429.80 3% i 4547.49 2% S 48,452.44
N Of Swvlq S 43,928.80 3% S 45,x47.49 2% ; 48,732.44
4-12 of SBNIr~ ; 43,928.80 396 S 45247.49 2% i 40.052.44
12 Of RfOfY S 49,924.80 996 S 45y~7.10 2% ; 40,952.44
iraiefuT ; a3,92n_4o 3% a 45.2M7:49
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l8 ars Of &sNlce 5 43,929.80 `~._ .. 39G
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3 __ 45.247.44 296
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S
B~ rs of 8errfoe i 13,928~D- 3% S 45.247.48 Z% S ~ 48,752.44
9`12 of S4rtvtca S 48,020.80 396 S 45.247.44 296 S 44,052.44
12 a mare i 43.929.80 396 S 45247.44 296 i 48.352.44
. .~.
G s 43,9Z9.60 396 S 45247x18 296 S 48.152.44
S-6 of 9ervlot i 4b,9Z0.80 bYe I S 46,247.49 2!6 i 48,452.44
8-9 rs of service S 43,92A.80 396 S 45,247.44 2% i 4s 75244
9.12 re of 8eivfoe = 43,9.80 8% i 45247.49 296 i 90,052.44
fT or RIOf9 S d3,024.8A S% S 45247.40 296 S 50,352.44
~_- _ . ' .
ltlFro i 43.929.60 ___ 396 S 45.247.40 2961 47.152.44
t
3~8 Of 8ervbe S 43,929.60 3% S 4S 47.49 296 __
S 47,45244
N of Swvics i 43.020.80 396 S 45,247.40 2% S 47,752,44
4.12 dBefViod t 43.928.00 3% S 4b.247.49 296 i 48,052.44
12 or more 43~429_a0
; 396 S 45,247.48 2% 48.352.44
S
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S 3961 S 45.247.49 2l6 47152.44
i
3~8 of SwvlCe i. 43.928.80 396 3 45,247.49 29G S t7 52.44
8A fare of Sewfoe i 43,929.80 x96 S 45,247.49 296 S 47,752.44
4-12 of SeMoe S 43,924.80 996, 3 45,u7.49 2% S 48,05244
12 or more : 43,929.60 396 S 45247.49 296 S 48 4a
LtlParam001C S 43.x.80 3% ~ i ~ 15.247.45 2% S 48,1 b244
8.8 of 81srvlce 43,419.40 3% i 46 7.49 296 i -.. ~.45Z,44
6-4 ra Of SeMCa
S 48.Or20.80
396
i 45247.49
296 _
S 48.75244
a~f2 of 9ervke t 43.920.40 996 S 45,247.49 2% b 49.05244
12 or more i 43,9x0.80 396 S 46,247.40 Z% ! 40,352.44
L1Jf'bNEIY!'T i 43,4.80 J% S 45,247.40 296 s 48,152.41
S.e ars of 8erv'I,ae i 43.829.80 3% S 45.247.49 2% S 48.45241
b9 ets of BerYfOe t 43.9.60 396 S 45247.40 296 S 48 752.44
9-12 of 9ervioe i 43.929.80 S% S 45.247.49 296 S a9,os`z.44
12pr1rfWre i 43,024.80 3% S 43,247.40 296 = 49.35244
(.UF4sl~arertreWc i 43,4x4.80 396 i 46,u7.44 296 t 44.f52.44
S-6 afi S~nrlca 3 r 43sQ29~d - _
. _ . _ _ _39G S ... 45.247.19 _
296
._y t 49,46244
~ asarvks i 43x24.80 3!6 S 4b .49 .. .2% .S . -49,T52~44
x12-ygta of service
a 43,429.60
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s _ . _~,?t7.49 -- --•
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Z SQ,os2,44-
~ 12 ormae l i 43,424.80 I 396 i 46,247.49 I 2%I = 50.352.44 1
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