R2024-80 Collective Bargaining Agreement with PBARESOLUTION 2024-80
A RESOLUTION OF THE VILLAGE COUNCIL OF THE VILLAGE OF NORTH PALM
BEACH, FLORIDA, APPROVING A COLLECTIVE BARGAINING AGREEMENT
BETWEEN THE VILLAGE AND THE POLICE BENEVOLENT ASSOCIATION OF
PALM BEACH COUNTY, INC. AND AUTHORIZING EXECUTION OF THE
AGREEMENT; APPROVING AND ADOPTING A TAKE HOME VEHICLE POLICY;
PROVIDING FOR CONFLICTS; AND PROVIDING FOR AN EFFECTIVE DATE.
WHEREAS, the prior Collective Bargaining Agreement between the Village and the Police Benevolent
Association of Palm Beach County, Inc. ("PBA") expires on September 30, 2024; and
WHEREAS, the Village and the PBA have negotiated a new three-year Collective Bargaining Agreement
and the Village Manager recommends Council approval and ratification of the new Collective Bargaining
Agreement; and
WHEREAS, the Village Council determines that the approval of the new Collective Bargaining Agreement
is in the best interests of the Village and its residents.
NOW, THEREFORE, BE IT RESOLVED BY THE VILLAGE COUNCIL OF THE VILLAGE OF
NORTH PALM BEACH, FLORIDA as follows:
Section 1. The foregoing recitals are ratified as true and correct and are incorporated herein.
Section 2. The Village Council hereby approves and ratifies a new Collective Bargaining Agreement
between the Village and the Police Benevolent Association of Palm Beach County, Inc., a copy of which is
attached hereto and incorporated herein, and authorizes the Village Manager and Village Clerk to execute
the Collective Bargaining Agreement on behalf of the Village. The Agreement shall be effective upon
ratification (with wage adjustments effective October 1, 2024) and shall expire on September 30, 2027.
Section 3. The Village Council hereby approves the Take Home Vehicle Policy for the Police
Department, a copy of which is attached hereto and incorporated herein, and authorizes incorporation of
the Policy into the Village's Personnel Rules and Regulations.
Section 4. All resolutions or parts of resolutions in conflict herewith are hereby repealed to the extent
of such conflict.
Section 5. This Resolution shall take effect immediately upon adoption.
PA DOPTED THIS 12TH DAY OF SEPTEMBER, 2024.
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ATTEST:
VIL AGE RK
1
COLLECTIVE BARGAINING AGREEMENT
BETWEEN
THE VILLAGE OF NORTH PALM BEACH
AND
PALM BEACH COUNTY POLICE BENEVOLENT ASSOCIATION
FOR
THE PATROL, DETECTIVES, DETECTIVE SERGEANTS, SERGEANTS, AND RECORDS CLERKS
BARGAINING UNIT
10/1/2024-9/30/2027
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Table of Contents
ARTICLE 1 PREAMBLE.......................................................................................................... 4
ARTICLE 2 UNION RECOGNITION BARGAINING UNIT ................................................. 5
ARTICLE 3 RULES OF CONSTRUCTION ............................................................................ 6
ARTICLE 4 VALIDITY ............................................................................................................ 7
ARTICLE 5 WORKER'S COMPENSATION .......................................................................... 8
ARTICLE 6 INSURANCE ...................................................................................................... 10
ARTICLE 7 FAMILY MEDICAL LEAVE ............................................................................ 11
ARTICLE 8 PAID BEREAVEMENT LEAVE ....................................................................... 12
ARTICLE 9 MILITARY LEAVE ........................................................................................... 13
ARTICLE 10 SICK LEAVE ...................................................................................................... 14
ARTICLE 11 COURT APPEARANCES .................................................................................. 17
ARTICLE 12 MANAGEMENT RIGHTS ................................................................................ 18
ARTICLE 13 SENIORITY ........................................................................................................ 20
ARTICLE 14 PAID VACATIONS ........................................................................................... 23
ARTICLE 15 PAID HOLIDAYS .............................................................................................. 25
ARTICLE 16 GRIEVANCE PROCEDURE / ARBITRATION ............................................... 27
ARTICLE 17 DISCIPLINARY APPEALS ............................................................................... 32
ARTICLE 18 ASSOCIATION ACTIVITIES ........................................................................... 34
ARTICLE 19 RULES, REGULATIONS, DIRECTIVES ......................................................... 36
ARTICLE 20 BULLETIN BOARD .......................................................................................... 37
ARTICLE 21 WORKWEEK AND OVERTIME ...................................................................... 38
ARTICLE 22 PUBLIC SAFETY RELATED EDUCATION ................................................... 40
ARTICLE 23 WORK ASSIGNMENT OUT OF GRADE ........................................................ 41
ARTICLE 24 MEDICAL EXAMINATIONS ........................................................................... 42
ARTICLE 25 UNIFORM AND CLOTHING ALLOWANCE ................................................. 44
ARTICLE 26 VEHICLES AND EQUIPMENT ........................................................................ 45
ARTICLE 27 WAGES ............................................................................................................... 49
ARTICLE 28 PENSION ............................................................................................................ 52
ARTICLE 29 TRAINING.......................................................................................................... 53
ARTICLE 30 PROBATIONARY EMPLOYEES ..................................................................... 54
ARTICLE 31 RIGHTS WHILE UNDER INVESTIGATION .................................................. 55
ARTICLE 32 POLICE OFFICER TRAINEE PROGRAM....................................................... 56
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ARTICLE 33 ENTIRE AGREEMENT ..................................................................................... 57
ARTICLE 34 DURATION ........................................................................................................ 58
SIGNATURE PAGE .................................................................................................................... 59
APPENDICES .............................................................................................................................. 60
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ARTICLE 1 PREAMBLE
This Agreement is between THE VILLAGE OF NORTH PALM BEACH, a municipal
organization, hereinafter referred to as "VILLAGE”, and the PALM BEACH COUNTY POLICE
BENEVOLENT ASSOCIATION, INC., 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
Section 1.
The VILLAGE recognizes the ASSOCIATION as the certified bargaining agent for the
regular full-time employees designated as patrolmen, detectives, detectives-sergeants,
sergeants, police dispatcher and public safety (records) clerk dispatcher, as indi cated in
PERC Order No. 89E -334 issued on November 8, 1989 or as modified by PERC.
The contact for the certified bargaining agent is:
John Kazanjian, President
Palm Beach County Police Benevolent Association, Inc.
2100 N. Florida Mango Road
West Palm Beach, FL 33409
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ARTICLE 3 RULES OF CONSTRUCTION
1. The term “day” means any consecutive calendar day. When the last day of any
time period or a deadline under this Agreement falls on a Saturday, Sunday, or legal
holiday, then the time period or deadline continues to run until the next day that is not a
Saturday, Sunday, or legal holiday.
2. The terms “Association”, “PBA”, and “Union” are synonymous, meaning the Palm
Beach County Police Benevolent Association, Inc., and its duly authorized agents.
3. The term "employee" in this Agreement means PBA Bargaining Unit members or
those individuals employed by the Village in positions represented by the ASSOCIATION
regardless of membership in the ASSOCIATION.
4. The term “Village Manager” means the Village Manager or their designee.
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ARTICLE 4 VALIDITY
If any non-monetary provision of this Agreement shall be held invalid, the remainder of
this Agreement shall not be affected thereby. In the event a monetary provision of this
Agreement is held invalid, the parties, at the request of either party, shall meet as soon as
practicable and reopen negotiations of the monetary provisions of this Agreement.
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ARTICLE 5 WORKER'S COMPENSATION
1. The VILLAGE will carry Workers’ Compensation coverage for all employees covered
by this Agreement in accordance with the law.
2. No benefits or payment under this Article shall be made if the disability or injury is
self-inflicted, continues as a result of the employee's failure to fully cooperate with
medical advice or corrective therapy, or was sustained when the employee was under the
influence of drugs/alcohol.
3. For purposes of this benefit, the term injury means: personal injury by accident
arising out of and in the course of employment, and such diseases or infection as naturally
or unavoidably result from such injury.
4. In the event of an on-the-job injury determined to be compensable under the
provisions of the Workers' Compensation Act, a regular full-time employee will be carried
at full pay for up to six (6) pay periods, less any workers' compensation benefits,
commencing the first pay period following the date the employee is unable to work.
Thereafter, the employee may supplement their workers’ compensation benefits with sick
leave to reach full pay status. There is no supplemental pay during the pay period in
which the employee returns to work.
5. In order to be considered for this supplemental pay benefit, the following
conditions must be met:
A. The employee must provide written testimony evidence that their injury was
received while on duty and in the performance of duty. An injury received while
the employee is attending a department approved training program shall be
considered a line of duty injury.
B. Any employee who has a claim for compensation because of an injury on
the job, as described above, shall report the claim to the Police Chief and thereafter
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file a report, on the form provided by the VILLAGE, with the Human Resources
Department.
C. Any employee who is able to return to work after a job-related injury shall
be reinstated to their former job duties and position, provided the employee is
qualified to perform all of the duties and responsibilities of their previous position
and is certified by a medical doctor prior to the employee returning to work. The
VILLAGE may require confirmation of fitness to return to work.
D. If the employee is unable to assume their former responsibilities, the
employee shall have first preference to fill another VILLAGE Police position, if a
vacancy occurs and the employee qualifies for such position.
E. Nothing herein shall require the VILLAGE to create a light duty position
when there is no operational or fiscal justification for its creation.
F. An employee must report an on-the-job injury immediately following the
first symptoms of injury.
6. An accident, which is defined as an incident that results in injury to any person or
damage to any property, constitutes grounds for reasonable suspicion drug testing.
7. In the event the provisions of Chapter 440 Florida Statutes provide greater benefits
to an employee injured in the course and scope of employment than the benefits
provided by this Article, the provision of Chapter 440 will prevail.
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ARTICLE 6 INSURANCE
1. The VILLAGE will provide health and dental insurance to bargaining unit members
and their dependents under the Village health and dental program, at the same levels of
benefit and rates established by the Village Council for non-bargaining unit employees of
the Village. In the event the VILLAGE agrees to provide more beneficial coverage or rates
to any other bargaining unit in the Village, the more beneficial coverage and rates will be
provided to bargaining unit members covered by this Collective Bargaining Agreement.
2. It will be the responsibility of the employee to notify the VILLAGE in writing within
thirty days that dependent coverage is no longer required, including due to a change in
marital status. Should the employee not notify the VILLAGE of the change, the employee
shall reimburse the VILLAGE for the amount paid for the employee’s dependent insurance
coverage premium from the date of the status change.
3. Life Insurance – The VILLAGE life insurance program for PBA bargaining unit
employees shall be a level equivalent to the maximum level allowed by IRS regulations,
before imputing added employee compensation ($50,000, or $25,000 after the age of 70).
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ARTICLE 7 FAMILY MEDICAL LEAVE
1. Eligible employees may take up to twelve (12) work weeks of unpaid leave in
accordance with the Family and Medical Leave Act (FMLA), as amended from time to time.
2. All employee requests for FMLA leave must be in writing and shall include an
explanation of the reasons for the leave. The employee’s written notice shall not be
effective unless delivered by the employee, or the employee’s representative, to the
Village Director of Human Resources. The employee’s notice shall be delivered no less
than 30 days prior to the need to take leave, when the need is foreseeable.
3. The Village requires an employee to substitute accrued paid leave for unpaid FMLA
leave. The term substitute means that the paid leave provided by the Village, and accrued
leave, will run concurrently with the unpaid FMLA leave.
4. Prior to a return to work from FMLA leave taken as the result of illness or injury,
the Village may require an employee to submit to and obtain a fitness for duty evaluation.
The cost of the evaluation will be paid by the Village.
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ARTICLE 8 PAID BEREAVEMENT LEAVE
1. The Village will grant an employee paid leave for the death of an employee’s family
member as follows:
Father, mother, spouse, child - four (4) work shifts, to be used within 30 days of the
date of death.
Brother, sister, father-in-law, mother-in-law, son-in-law, daughter-in-law, brother-
in-law, sister-in-law, grandparent, spouse/domestic partner’s grandparents, foster
parent, nephew, niece, aunt, uncle, first cousin, step-father, step-mother, step-
brother, step-sister or step-child of the employee, three (3) work shifts, to be used
within 30 days of the date of death.
2. A request for additional time off without pay may be granted, subject to the
discretion of the VILLAGE Manager.
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ARTICLE 9 MILITARY LEAVE
1. 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.
2. A copy of employee's Military Orders shall be forwarded to the Police Chief or
Village Manager prior to taking military leave.
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ARTICLE 10 SICK LEAVE
1. Sick leave will be paid when the employee is absent from duty due to the following
reasons:
A. An employee's injury, illness, or necessary medical treatment which precludes
the employee from reporting for duty;
B. Any injury, illness, or necessary medical treatment of an employee's spouse,
child, step-child, domestic partner, or parent who resides in the employee's
home which requires the employee's help to care for the family member or to
obtain the necessary medical treatment.
2. The employee will certify on the appropriate Leave Utilization Form upon their
return to duty that they were not able to report for duty due to one of the above reasons.
3. Employees accrue ninety-six (96) hours of sick leave per year, accrued at the rate
of eight (8) hours of sick leave per month.
4. Regular full-time (non-probationary) PBA bargaining unit members who do not
use any sick leave within any continuous six-month (6 month) period are eligible to earn
the equivalent to their normal scheduled hours based on their regular work assignment
8, 10 1/2, or 12 hours) of annual leave time as incentive for not using sick leave.
5. Sick leave may be accumulated with no maximum.
6. An employee with less than seven (7) years of service to the VILLAGE who
voluntarily terminates employment, or who retires or dies while in the service of the
VILLAGE, shall receive payment equal to fifty percent (50%) of their accrued sick leave, up
to a maximum payout of 240 hours (50% of 480 accrued sick leave hours).
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Employees with seven (7) or more years of service to the VILLAGE shall receive payment
equal to seventy-five percent (75%) of their accrued sick leave, up to a maximum payout
of 360 hours (75% of 480 accrued sick leave hours).
7. A deceased employee’s payout for sick leave shall be paid to the estate of the
decedent. The legal determined beneficiary(ies) of any employee who dies in the active
performance of their duties will receive payment equal to 100% of that employee’s unused
accrued sick leave days with no maximum payout.
8. Annual sick leave reimbursement benefits are as follows:
A. Non-probationary employees who have accrued 384 hours of sick leave may
request reimbursement for any number of sick leave hours accrued over the
minimum base of 384 hours once each fiscal year. Reimbursement by the VILLAGE
will be on a 50% basis for every hour above the minimum.
B. Sick leave reimbursement is a voluntary right of the employee. An employee
can only submit a request once per year during the month of May. The VILLAGE
will reimburse the employee no later than November 30 of each year.
C. The Finance Director will be responsible for establishing a reimbursement
form and accounting for the base and other dat a necessary to financially
administer this program.
D. The employee will be required to sign a certificate/affidavit confirming that
the reimbursement for the sick leave is final and will not be subject to the grievance
process.
9. An employee who has been declared either physically or mentally unfit for duty by
a doctor approved by the VILLAGE, when ordered for a fitness for duty exam by the
VILLAGE, shall be required to use accrued sick leave while out of work on medical leave.
An employee may challenge a determination that he or she is unfit for duty by providing
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a medical report from their physician. In the event of a conflict of opinions, a third doctor’s
opinion shall control. The third doctor shall be selected and paid for by the VILLAGE.
10. An employee is responsible for the appropriate use of sick leave, but the Village
may send a sick employee home prior to the end of their shift for injury or illness. In such
cases, the remaining hours of the work day will be counted as sick time and those hours
deducted from the employee’s bank of accrued time. If the employee has no accrued sick
time, the employee will only be paid for the time worked prior to being sent home.
11. For any sick time covered by a doctor’s note, there shall be no finding of abuse of
sick leave.
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ARTICLE 11 COURT APPEARANCES
1. Any member required to attend a judicial matter arising from the performance of
their duties shall be compensated for said services as follows:
A. An employee who is required to appear in court or at a deposition during
nonworking hours shall receive a minimum of 3 hours payment at one and one
half times the employee’s regular rate of pay.
B. For the purposes of this article and subsection, each additional court
appearance separated from the employee’s previous court appearance by a period
of more than sixty (60) minutes qualifies for compensation as described above. The
sixty (60) minute time period is calculated from the time the employee is released
by the court until the time stated on the next subsequent subpoena.
C. For the purposes of this article and subsection, compensable time shall
begin thirty (30) minutes prior to the scheduled appearance time set by the
subpoena to compensate the employee for the time necessary to obtain and return
documentation/evidence for court appearances or depositions.
D. Witness fee shall be retained by the officer.
2. Members who are required to attend a judicial matter arising from performance of
his/her duties shall give notice to the Police Chief and the Village Attorney. Rescheduling
may be requested and coordinated by the VILLAGE.
3. Payment shall be made in the next full payroll period following completion of the
service.
4. 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 12 MANAGEMENT RIGHTS
1. Except as specifically stated herein, the VILLAGE retains whatever rights and
authority it possessed prior to entering into this Agreement, includi ng but not limited to
the right to operate and direct the affairs of the VILLAGE and its Police 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) .
2. The ASSOCIATION 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.
3. All employees covered under this Agreement shall comply with all Village
Personnel Rules and Regulations and the Department of Police Policies and Procedures
Manual, as amended from time to time, including those relating to conduct and work
performance.
4. If at the discretion of the Village Manager, 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, during the time of the declared emergency, provided that the wage rate and
monetary fringe benefits shall not be suspended,
5. 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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6. Nothing in this Agreement is intended to waive or modify the rights granted to a
public employer as set forth in s. 447.209 , Florida Statutes.
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ARTICLE 13 SENIORITY
1. Seniority shall be defined as length of service in position (i.e. sergeant) with the
VILLAGE Police Department.
2. Seniority will govern the employees’ selection of vacation schedules and overtime,
provided the Police Chief has the final authority to determine the placement of personnel
for extraordinary operational reasons and the Chief’s decision in that regard is not
grievable. When the Police Chief over-rides a request based on seniority, the Chief shall
inform the requesting party in writing of the basis of the Chief’s decision.
3. When the Department requires overtime work to fill an immediate vacancy (less
than 48 hours’ notice), the overtime assignment shall first be offered to an employee who
is already on duty. If no employee on duty is able or qualified to work the overtime
assignment, off duty personnel will be called, with seniority as the main factor for offering
and assigning the overtime position. However, the Village may consider other factors to
ensure timely assignment of the position, including availability and employee response
time.
In cases of advance assignment of overtime, such as advance calendar month
assignment, seniority will be the main factor for consideration, for the first (1) selection
by the most senior member. Thereafter, following assignment of one (1) shift to the most
senior member (if that most senior member signs up for an overtime shift), the assigning
supervisor will attempt to give every other member at least one (1) overtime shift based
on his/her selections, if possible. After everyone has received at least one (1) shift, if
possible based on selections, preference will return to the most senior member.
The Parties recognize that for reasons of operational necessity, seniority may not
be the only factor involved. However, if seniority does not govern, the reasons regarding
operational necessity will be provided to the affected employee when requested by the
employee.
4. Scheduled overtime shall be distributed to all qualified employees who wish to
participate on the overtime wheel. If an employee refuses the employee’s turn on the
wheel, the employee will be charged as if the employee had worked and will go to the
bottom of the overtime eligibility list. With each opportunity to work overtime, only one
employee may pass on the opportunity to work the overtime assignment. When an
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employee passes, the next employee on the list may be ordered to work the overtime
assignment.
5. Where a promotional opportunity shall occur and two or more employees are
under consideration, the Police Chief shall give due consideration to seniority and
qualifications.
6. In the event of a layoff, an employee may displace the employee with lesser
seniority in a lower classification, provided the more senior employee has prior service in
the lower classification and that the following factors are substantially equal:
A. Sufficient ability and qualifications to perform the work , based on the
employee’s personnel records.
B. Performance evaluation.
C. Physical condition and job attitude, as based on written evidence.
7. In the event of substantial inequality of the above 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.
8. An employee shall be recalled in inverse order of layoff. An employee’s right to
recall ends after one year of being laid off.
9. An employee shall lose their 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 the employee’s intention of returning
to work within three (3) days of receipt of recall, as verified by cert ified mail,
return receipt.
F. Failure to return from military leave within the time limits prescribed by law.
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G. Failure to return from an authorized leave of absence upon the expiration of
such leave.
10. Seniority shall continue to accrue during all types of leave approved by the
VILLAGE.
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ARTICLE 14 PAID VACATIONS
1. Vacation hours accrue but may not be taken during the first 180 days of service
straight days). Exceptions to this general rule may be made by the Police Chief at his/her
discretion. All personnel who have completed 180 days or more of full-time service shall
be entitled to take vacation with pay in accordance with the following accrual schedule:
LENGTH OF SERVICE HOURS OF VACATION
Less than three (3) years 96 hours
Three (3) but less than five (5) years 112 hours
Five (5) but less than nine (9) years 128 hours
Nine (9) but less than fifteen (15) years 160 hours
Fifteen (15) years or more 192 hours
2. Vacation, sick leave, or any other paid leave, shall be included in the computation
of the one year of required full service.
3. All employees may select, once annually in January, vacations. Initial selection of
vacations will be by seniority within the classification. If a bargaining unit membe r
chooses to change the vacation selection, they 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.
4. 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.
5. Employment terminated without cause, or by layoff, or by retirement, illness or
injury shall not affect payment of earned vacation t ime. An employee shall not lose
his/her 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.
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6. If employment is terminated by death, the estate of the employee shall receive
payment for the earned vacation hours.
7. Vacation hours shall be credited and reported per pay period, to indicate hours
accrued less hours taken, reflecting net vacation hours available per pay period.
8. The maximum number of vacation hours an employee may accrue is the unused
hours accrued during the employee's previous two (2) year period. Any employee, other
than an employee who is discharged for cause, who voluntarily terminates, retires or dies
while employed by the VILLAGE, shall receive payment equal to one hundred percent
100%) of the unused hours of vacation accrued during the two-year period prior to
termination, retirement or death.
9. An employee who has used 80 hours of vacation time in a fiscal year may request
reimbursement for any unused vacation hours above the 80 hours used. Employees
requesting reimbursement must do so, in writing on a form provided by the Director of
Human Resources, during the month of October immediately following the fiscal year in
which the 80 hours were used. The VILLAGE will provide reimbursement no later than the
November 30th immediately following the written request. Reimbursement shall be at
100% of the employees’ hourly rate as of September 30th of the fiscal year in which the
80 hours of vacation time were used. The employee will be required to sign a
certification/affidavit confirming that the reimbursement for the annual vacation leave
hours is final and will not be subject to the grievance process.
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ARTICLE 15 PAID HOLIDAYS
1. All employees will receive the equivalent to their normal scheduled hours based on
their regular work assignment (8, 10 1/2, or 12 hours) of holiday pay for each of the
following twelve (12) holidays. In addition to the equivalent to their normal scheduled
hours based on their regular work assignment (8, 10 1/2, or 12 hours) of holiday pay,
those employees who work on an actual holiday will receive premium pay (1 ½ times
regular pay) for each hour the employee works on the actual holiday.
Actual holiday” means the date the holiday falls on the Gregorian calendar as opposed
to the date the Village observes the holiday. Employees will not receive premium pay for
working on the day that the Village observes the holiday if different than the actual
holiday.
The Village observes the following holidays. The Village will establish when the holiday is
observed if the holiday falls on a Saturday or Sunday.
New Year’s Day
Martin Luther King Jr. Day
President’s Day
Memorial Day
Juneteenth
Independence Day
Labor Day
Veteran’s Day
Thanksgiving Day
Friday Following Thanksgiving Day
Christmas Eve
Christmas Day
2. When an employee works on any of the above listed actual holidays, the employee
will be paid premium pay (1½ times regular pay) for each hour actually worked in addition
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to the (8, 10 ½, or 12 hours) based on their regular work assignment of holiday pay. Only
the hours actually worked on a holiday, if any, count as hours worked in the pay period
when calculating eligibly for overtime.
3. If an actual 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 still be paid the equivalent to their normal
scheduled hours based on their regular work assignment (8, 10 1/2, or 12 hours) for the
holiday at the employee’s regular rate of pay.
4. An employee who does not work their full scheduled day before and after an actual
holiday will not be paid holiday pay for that holiday. Pre-scheduled vacation or sick leave
for medical tests, scheduled treatments, or actual illness or injury on the day before and
after a holiday are treated as days worked. The Village may ask for a doctor’s note or
other proof of illness to verify the bargaining unit member’s illness or injury.
5. In the event an employee calls out sick for all or any portion of an actual holiday,
and the Village then requires another employee to work at the overtime rate, the
employee utilizing sick leave on the actual holiday shall be charged sick leave at the rate
of one and one-half (1.5) hours for each one (1) hour of sick leave used. Employees under
in-patient care or who are indisputably sick, including those who provide a doctor’s note,
shall not be subject to this provision.
6. All bargaining unit members shall receive one (1) personal day per fiscal year
which may be used in lieu of a scheduled workday. Requests to use the personal day
shall be made upon at least fourteen (14) working days prior notice and will be granted
unless exigent circumstances exist as determined by the Chief of Police or Village
Manager. The personal day is forfeited if not used by September 30th of the respective
year and may not be used on the same day as any other type of leave. It cannot be
saved or rolled into another fiscal year. The personal day will be equivalent to the
employees normal scheduled hours based on their regular work assignment (8, 10 1/2,
or 12 hours). The personal day must be taken in a full day increment. There is no cash
conversion for the day if it is not used and there is no cash payout upon separation of
employment.
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ARTICLE 16 GRIEVANCE PROCEDURE / ARBITRATION
1. In a mutual effort to provide a harmonious working relationship between the
parties to this Agreement, it is specifically agreed and understood that there shall be a
procedure for the resolution of disputes between the parties. For the purpose of this
Article, a grievance is defined as, and limited to, any dispute, difference or controversy
involving the interpretation or application of this Agreement. A dispute over disciplinary
action shall be considered an appeal of disciplinary action under Article 17.
2. For the purpose of this Article, time is considered to be of the utmost importance.
Accordingly, any grievance not submitted and/or processed by the grieving party in
accordance with the time limits provided below shall be considered exclusively
abandoned and shall be barred, forfeited and forever foreclosed for all contractual
purposes and shall result in the forfeiture of all rights to arbitration. Any grievance not
answered or processed by the VILLAGE within the time limits provided below shall be
deemed resolved in favor of the grievant.
3. Grievances shall be presented in the following manner:
Step 1: In the event an employee covered by this Agreement believes that there is
a basis for a grievance, as that term is defined above, the employee shall first discuss the
alleged grievance with the immediate supervisor, and may be accompanied by a
representative of the employee's choice, if so desired. This first discussion shall take place
within ten (10) calendar days of the occurrence of the events which gave rise to the alleged
grievance, or within ten (10) calendar days of when the employee knew or should have
known of the existence of the events giving rise to the alleged grievance.
Step 2: In the event that the employee is not satisfied with the disposition of the
grievance at Step 1, the employee may file a formal grievance. Such a grievance must be
filed within ten (10) calendar days after the informal discussion is held at Step 1.
Said grievance must be in writing, must be signed by the employee or the Union as the
employee’s representative, and must contain: (a) the date of the alleged grievance; (b) the
specific article (s) of this Agreement allegedly violated; (c) the facts pertaining to or giving
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rise to the alleged grievances; and (d) the relief requested. The formal grievance shall be
submitted to the Police Chief or the Chief’s designee. The Police Chief shall, within ten
10) calendar days after the receipt of the formal written grievance, render the decision
on the grievance in writing. The Police Chief shall reply in writing within ten (10) calendar
days of receipt of the grievance. Failure by the Police Chief to reply within the time period
shall be held to be an approval of the grievance and the remedy sought.
Step 3: In the event that the employee is not satisfied with the disposition of the
grievance by the Police Chief at Step 2, the employee shall have the right to submit the
grievance to the Village Manager within ten (10) calendar days after the disposition. Such
grievance must be accompanied by the filing of a copy of the original written grievance.
The Village Manager shall, within ten (10) calendar days of receipt of the grievance, render
the decision on the grievance 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.
4. Where a grievance is general in nature in that it applies to a number of employees
having the same issue to be decided, or if the grievance is directly between the
ASSOCIATION and the VILLAGE, it shall be presented directly at Step 3 of the grievance
procedure, within the time limit provided for the submission of the grievance at Step 2,
and signed by the aggrieved employees or the ASSOCIATION representative on their
behalf.
5. In the event a grievance processed through the grievance procedure has not been
resolved at Step 3 above, the ASSOCIATION may submit the grievance to arbitration
within ten (10) calendar days after the Village Manager's disposition of the grievance.
Such request shall be in writing to the other party, and if delivered by mail, postmarked
within ten (10) days of the Village Manager's disposition of the grievance.
The arbitrator may be any impartial person mutually agreed upon by the parties.
However, in the event the parties are unable to agree upon an impartial arbitrator, the
party seeking the appointment of an arbitrator shall, within five (5) days, request the
Federal Mediation and Conciliation Service to furnish a panel of seven (7) names from
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which each party shall have the option of striking three (3) names in alternating fashion,
until the parties select a neutral or impartial arbitrator. The party striking first shall be
determined by the toss of a coin. The selection process shall occur within five (5) calendar
days of receipt of the panel list.
6. Whenever the grieving party is satisfied with the disposition of the grievance at
any step of the grievance procedure, or if the grieving party does not process the
grievance in accordance with the specified time limits, processing of the grievance by the
VILLAGE will automatically stop. However, a grieving employee may not partially accept
and partially reject a disposition of their grievance. The employee must either accept or
reject the disposition of their grievance, in its entirety. Thus, for example, if any employee
grieves a termination, and is ordered reinstated without back pay at one of the steps of
the grievance procedure, the employee may not accept the reinstatement and continue
to grieve the loss of back pay. The employee’s only choices would be to accept the
disposition of the grievance, or to remain discharged and pursue the grievance further.
7. For the purposes of this Article, the term "calendar day" is defined to include every
day except Saturdays, Sundays, and days designated as holidays by this Agreement,
regardless of whether the grievant is on duty or off duty.
8. The time limits contained herein are to be strictly adhered to and may only be
extended by written agreement between the parties.
9. The VILLAGE and the ASSOCIATION shall mutually agree in writing as to the
statement of the grievance to be arbitrated prior to the arbitration hearing, and the
arbitrator, thereafter, shall confine their decision to the particular grievance thus specified.
In the event the parties fail to agree on the statement of the grievance to be submitted
to the arbitrator, the arbitrator will determine the statement of the grievance, provided,
however, that the arbitrator shall have no authority to change, ame nd, add to, subtract
from, or otherwise alter or supplement this Agreement or any part thereof or amendment
thereto. The arbitrator shall have no authority to consider or rule upon any matter which
is stated in this Agreement not to be subject to arbitrat ion or which is not a grievance as
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defined in this Article, except to the extent as specifically provided herein or expressly
agreed to by the parties.
10. The arbitrator may not issue declaratory opinions and shall confine himself
exclusively to the question(s) presented to him/her, which questions(s) must be actual and
existing.
11. Each party shall bear the expense of its own witnesses and of its own
representatives for the purposes of the arbitration hearing. The impartial arbitrator's fee
and related expenses, as well as the expenses of obtaining a hearing room and transcript,
if ordered by the Arbitrator, will be equally divided between the parties. Any person
desiring a transcript of the hearing shall bear the cost of such transcript, unless both
parties mutually agree share such costs.
12. The arbitrator's award shall be final and binding on the parties.
13. The ASSOCIATION representative will be furnished with a copy of each grievance
filed by an employee within the bargaining unit.
14. Employees may request to have an ASSOCIATION representative present at any
step of the grievance procedure.
15. The ASSOCIATION will not be required to process the grievance of non -members.
The ASSOCIATION representative will have their name, address and all contact numbers
on file with the VILLAGE.
16. The settlement of any grievance by the parties prior to the rendition of a decision
by an arbitrator shall not constitute an admission that the contract has been violated, nor
shall such settlement constitute a precedent for the interpretation or application of the
provisions of this Agreement.
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17. When arbitrability is raised by the VILLAGE with respect to any grievance, the issue
of arbitrability shall be determined by the arbitrator no less than thirty (30) days prior to
commencement of an arbitration hearing on the grievance itself.
18. If the VILLAGE does not agree that the matter is arbitrable, notification shall be
sent to the ASSOCIATION of such issue within ten (10) days of receipt of the
ASSOCIATION’s request to proceed to arbitration. In such an instance, the VILLAGE may
submit solely the question of arbitrability either to an arbitrator or to a court. If the
arbitrability issue is submitted to an arbitrator, the decision shall be based solely on
written briefs, exhibits and affidavits submitted by the parties, with no oral argument
allowed; and shall be submitted to the arbitrator within ten days of selection of the
arbitrator. The arbitrator shall render the decision within fifteen (15) days of receipt of
the parties' submissions.
19. Whichever party loses on the issue of arbitrability shall pay the costs involved in
that proceeding.
20. If there is no objection by either party to the arbitrability of the grievance, and the
above mentioned procedure has been fully complied with or results in a determination
that the grievance is arbitrable, the parties shall proceed to arbitrate the grievance.
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ARTICLE 17 DISCIPLINARY APPEALS
Appeals of disciplinary action shall be handled as follows:
1. An employee who wishes to challenge any disciplinary action shall file a notice of
appeal to the Police Chief within ten (10) calendar days of notice of the disciplinary action.
When an employee has received a written counseling, the employee may, within ten (10)
days of receipt of the written counseling, submit a written rebuttal which shall be attached
to the written counseling document in the employee's personnel file.
2. Upon receipt of a notice of appeal, the Police Chief or the Chief’s designee shall
have ten (10) calendar days to review the discipline and to advise the employee that the
discipline is either (I) sustained; (ii) reversed; or (iii) modified. Failure of the Police Chief
to respond within ten (10) calendar days shall constitute a determination that the
discipline is sustained.
3. An employee who is not satisfied with the Police Chief's decision can further appeal
a discipline to the Village Manager. Upon receipt of a notice of appeal, the Village
Manager shall have ten (10) calendar days to review the discipline and to advise the
employee that the discipline is either (i) sustained; (ii) reversed; or (iii) modified. Failure
of the Village Manager to respond within ten (10) calendar days shall constitute a
determination that the discipline is sustained. The decision of the Village Manager shall
be final unless appealed as hereinafter set forth.
4. The ASSOCIATION or employee individually may appeal any discipline greater than
an eight (8) hour suspension without pay to arbitration using the same procedure for
appointment of an arbitrator as set forth in Article 16 above. The request for appointment
of an arbitrator must be made to the Village Manager in writing within ten (10) calendar
days of the Village Manager's decision. The decision of the arbitrator shall be made within
thirty (30) days following the conclusion of the hearing or the deadline for closing briefs,
whichever is later. The arbitrator may sustain, reverse, or modify the discipline which was
set by the Village Manager. The decision of the Arbitrator is final and binding on the
parties.
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5. No employee shall be subject to a disciplinary suspension of sixteen (16) hours or
more, disciplinary demotion, or termination without just cause. No employee shall be
subject to any suspension without pay or a termination without first being afforded a pre-
determination conference with the Village Manager. No pre-determination conference
shall be conducted with less than ten (10) calendar days’ notice to the employee.
6. In addition to a disciplinary demotion, the Village may demote an employee for
insufficient performance, provided the employee is first placed on a performance
improvement plan and thereafter does not achieve all of the performance goals identified
by the Village. A performance based demotion is not subject to a just cause standard and
may not be challenged or appealed beyond the Village Manager. Prior to placing an
employee on a performance improvement plan, an employee’s supervisor and the Police
Chief shall meet with the employee to discuss specific performance improvement goals.
The performance improvement plan shall immediately thereafter be in effect for a period
of ninety (90) days, with follow-up meetings with the employee at the forty-five (45) day
and sixty (60) day mark. If the goals have not been achieved by the employee, the Police
Chief may implement non-disciplinary demotion of the employee.
7. Anonymous complaints may trigger an investigation, but an anonymous complaint
alone may not be the basis of disciplinary action.
8. For the first three hundred sixty-five (365) days of consecutive service with the
VILLAGE after initial hire, an employee is probationary. That is, the employee serves at
the will and pleasure of the VILLAGE, and thus, t he employee may be disciplined or
discharged without explanation or for any reason deemed sufficient by the appropriate
VILLAGE official. Accordingly, probationary employees shall have no right to uti lize this
disciplinary appeals procedure for any matter concerning discharge, suspension or other
discipline.
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ARTICLE 18 ASSOCIATION ACTIVITIES
1. 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, to file any grievance and to appeal
disciplinary matters to arbitration, and to express any complaint or opinion relating to
conditions of employment or compensation, through duly appointed ASSOCIATION
representation. All actions are to be free from any and all restraint, coercion,
discrimination or reprisal by the VILLAGE or the ASSOCIATION.
2. ASSOCIATION officials and/or members, no more than four (4) members, shall be
granted reasonable time during working hours, without loss of pay, to negotiate with the
representatives of the VILLAGE.
3. Reasonable time shall be granted for the processing of grievances with a duly
designated representative of the ASSOCIATION during working hours. The VILLAGE, in
its discretion, may stop the use of such time if it interferes with productivity or manpower
needs. However, the exercise of such right on the VILLAGE'S part shall not be arbitrary or
capricious, nor shall it allow the VILLAGE to proceed in a manner which deprives the
employee of the employee’s right of representation. An ASSOCIATION representative
shall be permitted to accompany a fellow employee in circumstances such as:
A. The employee is required to appear at a hearing related to a grievance.
B. The employee is presenting or responding to a grievance.
C. The employee is subject to interrogation in conjunction with an internal
affairs investigation.
D. The employee is attending a pre-determination hearing.
4. The Village Manager shall be immediately notified in writing, of changes of
appointed ASSOCIATION representatives.
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5. ASSOCIATION representatives shall be permitted to wear ASSOCIATION insignia
while on duty. The insignia shall be approved by the Police Chief or the Chief’s designee.
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ARTICLE 19 RULES, REGULATIONS, DIRECTIVES
1. Amendments, additions or modifications to personnel rules, regulations, and
departmental directives shall be in writing, and a copy of the same shall be submitted to
the ASSOCIATION no less than fourteen (14) days prior to implementation.
2. Nothing in this Article shall be construed as a waiver of the ASSOCIATION's right
to bargain over mandatory subjects of bargaining or the impact of any rule change which
has the practical effect of altering the terms and conditions of employment, prior to the
implementation of such changes. Such a request for bargaining must be received within
seven (7) days after notification to the ASSOCIATION by the VILLAGE of the proposed
change.
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ARTICLE 20 BULLETIN BOARD
1. The ASSOCIATION will provide a serviceable bulletin board for its use. All materials
posted must be signed by an approved official of the ASSOCIATION. The VILLAGE agrees
to furnish space for the bulletin board but shall have no control over the postings on the
Board.
2. Bulletins shall contain nothing derogatory relating to the VILLAGE, its elected
officials or supervisory personnel.
3. The Association shall indemnify, defend, and hold the Village harmless against any
and all claims, demands, suits or other terms of liability that shall arise out of the postings
on the Association bulletin board.
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ARTICLE 21 WORKWEEK AND OVERTIME
1. The VILLAGE has the right to change work/shift schedules, work cycles, and starting
times during the term of this Agreement subject to the following:
A. The work cycle shall not exceed twenty-eight (28) days. The hours of work
within the established work cycle shall be 6.1 (rounded) hours per day, as set forth
in 29 C.F.R. section 553.230. Hours worked in excess of the maximum hours
provided by the referenced regulation shall be paid at time and one-half the
employee’s regular rate of pay.
B. The VILLAGE shall provide the ASSOCIATION with no less than thirty (30)
days written notice of its intent to alter departmental work/shift schedules, work
cycles, and starting times. The notice shall include a proposed date of
implementation.
C. The ASSOCIATION may request impact bargaining over the proposed
change provided it does so in writing delivered to the Village Manager within ten
10) day of receipt of note.
D. If the ASSOCIATION requests impact bargaining the implementation date
shall be delayed thirty (30) days and the parties shall meet as soon as possible and
engage in good faith bargaining over the impact issues identified by the
ASSOCIATION.
2. Time off for a meal period shall not exceed one (1) hour.
3. For purposes of computing overtime pay, all authorized paid leave, except sick -
leave, shall be considered time worked.
4. Employees assigned to “tactical alert” will be paid a minimum of one (1) hour pay
per "notification". In the event an employee is "called back", he or she shall receive a
minimum of two (2) hours pay.
However, in the event that an employee is forced to work during a Village declared state
of emergency (“emergency pay”), including but not limited to a hurricane, he/she will be
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paid at a rate of no less than two times his/her regular rate of pay for all hours worked ,
based on Council Resolution 2019-84.
5. Employees may exchange hours subject to the approval of the Police Chief or the
Chief’s designee, provided that such exchanges do not result in overtime.
6. The VILLAGE retains the right to make changes in schedules when extenuating
circumstances, such as hurricanes or other states of emergencies, dictate.
7. An employee who is directed to report for work during a declared civil emergency,
and fails to do so is subject to being disciplined, up to and including termination.
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ARTICLE 22 PUBLIC SAFETY RELATED EDUCATION
1. Bargaining Unit Employees are eligible to participate in the Village educational
assistance program as revised.
2. In order to qualify for reimbursement under the VILLAGE'S program, all courses to be
taken must be prior approved by the Director of Human Resources, Police Chief and the
Village Manager.
3. Any and all continuing education will be done on the employee's own time.
4. The VILLAGE will participate in the State of Florida educational degree incentive
program.
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ARTICLE 23 WORK ASSIGNMENT OUT OF GRADE
1. 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 full shift shall be paid
ten percent (10%) above the individual's present base rate for that position while so
engaged.
2. 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 and benefits for
the employee's permanent rank and not the assigned rank.
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ARTICLE 24 MEDICAL EXAMINATIONS
1) In those situations where the VILLAGE requires a medical examination, the entire costs
shall be borne by the VILLAGE.
2) The VILLAGE will provide those vaccinations and examinations required by Section
112.18 and Section 112.181, Florida Statutes.
3) The VILLAGE may order an employee to undergo an examination to determine fitness
for duty when the VILLAGE has a reasonable suspicion that the employee is unfit to
perform their duties. "Reasonable suspicion" means a belief drawn from specific
objective and articulable facts and reasonable inferences drawn from those facts in
light of experience. Reasonable suspicion testing shall not be required except upon
the final approval of the Police Chief, after the recommendation of a supervisor who
is at least one level of supervision higher than the immediate supervisor of the
employee in question. Among other things, such facts and inferences may be based
upon:
A. Abnormal conduct or erratic behavior while at work; or
B. A significant deterioration in work performance; or
C. Excessive use of sick time.
During the time that the employee is not working, if applicable, until the time that the
employee receives his/her medical evaluation, he/she will be on paid Administrative Leave
status and will not be required to utilize their own accrued leave. If the employee is found
at fault with a positive drug or alcohol test, the paid Administrative Leave Hours will be
refunded to the Village and the employee will be required to utilize their own accrued
leave hours to cover the absence.
4) The VILLAGE shall provide employees with testing after exposures to certain biological
hazards while on duty. The testing shall be conducted in accordance with accepted
medical practices and shall be designed to detect the presence of the biological hazard
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for which the test is conducted. The VILLAGE will provide testing to employees upon
exposure to any of the following hazards:
A. Hepatitis A, B, or C
B. Measles
C. Polio
D. Varicella
E. HIV/AIDS
F. Heavy Metals
G. Tuberculosis
5) The VILLAGE will also provide flu shots annually for all employees, if not available to
employees at no cost through the Village’s health insurance provider.
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ARTICLE 25 UNIFORM AND CLOTHING ALLOWANCE
1. A one hundred ($100) dollar monthly allowance shall be paid to all members of the
bargaining unit for the repair and cleaning of clothing used in the performance of
duty. Plain clothed employees will receive an annual lump sum of $750.00, prorated
to time assigned, for the purchase of work clothing.
2. Uniforms damaged beyond repair in the line of duty shall be replaced by the VILLAGE
at no cost to the employee.
3. Costs for repair or replacement of watches, eyeglasses, or cell phones damaged or
destroyed while in the course of duty will be paid by the VIL LAGE at a cost not to
exceed two hundred ($200.00) dollars per item. A police report associated with a case
number must be submitted with approval from the Police Chief in order to be eligible
for the reimbursement.
4. A shoe allowance of one hundred fifty ($150.00) dollars per year shall be paid to all
bargaining unit members during the first pay period in October.
5. Road Patrol shall be issued three (3) shirts and three (3) pair of pants annually.
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ARTICLE 26 VEHICLES AND EQUIPMENT
1. Personal Vehicles: In the event an employee (if authorized and directed in advance)
uses their own automobile for the performance of official duties on behalf of the VILLAGE,
the employee will be compensated at the IRS rate prevailing at the time of use.
2. Take Home Vehicles: VILLAGE vehicle use shall be covered by the VILLAGE’S
adopted “Take Home Vehicle Policy” (Appendix D). Use of a Village vehicle is not a
privilege, right, or prerequisite of any employee and is a discretionary benefit that is
subject to change without notice. While the Village may provide advanced notice in its
sole discretion, it is not guaranteed. The allowance of a take home vehicle may be revoked
by the Village Manager and/or Police Chief when, in their sole discretion, it is determined
that the take home vehicle use is not fiscally or operationally justified. The Chief of Police
may immediately suspend or terminate any vehicle assignment pending a final decision
from the Village Manager. With the exception of the provisions of this Article , the City
may amend, from time to time, other provisions of the Take Home Vehicle Policy. The
union may file a grievance as provided in Article 16 of this Agreement, but shall not
arbitrate a suspension or termination of the take home vehicle privilege.
Goals of the Take Home Vehicle Program:
1. To promote the security of citizens of the Village of North Palm Beach by greater
visibility and presence of department vehicles on the streets and highways.
2. To deter crime by limiting the opportunity for criminals to commit an act by the
mere presence of more marked vehicles.
3. To provide quicker response times to certain types of emergency calls and increase
the opportunity to apprehend criminals.
4. To provide the quickest response time for off-duty personnel when they are called
back to duty for emergency situations.
5. To provide an increased incentive and improve moral for members participating in
the program.
6. To maintain vehicles in optimum operating condition through preventative
maintenance and personal assignment.
7. To reduce vehicle maintenance costs.
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8. To reduce the yearly mileage of each vehicle and increase the vehicle’s useful life.
Section 1. The Village will continue the take home vehicle program during the term of
this Agreement, subject to the Village Manager and/or Police Chief’s discretion to cease
the program, and to purchase as reasonably as possible the number of vehicles
sufficient to supply all eligible members of the bargaining unit provided the program
remains in effect. Available vehicles will be assigned to non-probationary SRT members
first, and then to all non-probationary sworn unit members on the basis of seniority. Any
violation or non-compliance with the requirements and responsibilities of the Take
Home Vehicle policy will be subject to the disciplinary action. In order to participate, the
eligible employee must sign the Take Home Vehicle Employee Acknowledgement
Appendix F) and complete the Take Home Vehicle Payroll Deduction Form (Appendix
E). Participation in the Take Home Vehicle Program is not mandatory.
Section 2. Eligibility.
1. Members who reside within Palm Beach County, Broward County, Martin County
and St Lucie County are eligible for a Take Home Vehicle provided they:
a. Have successfully completed field training and are in a non-probationary
status, and
b. Maintain a valid Florida driver’s license in good standing.
c. Members normally assigned a take home vehicle and who are off work due to
disciplinary leave, disability, FMLA, or worker’s compensation or are on light
duty or modified duty shall not be authorized to operate that vehicle and
must turn in their vehicle until they are cleared for full duty. Exceptions may
be made for personnel assigned to unmarked vehicles regarding light duty,
d. Any member who will be absent from work for more than seven consecutive
days (excluding regular days off) due to vacation, military leave, or other
reasons shall park the assigned vehicle at the Police Department and give the
keys to the immediate supervisor, unless otherwise authorized in writing by
the Chief of Police, and
2. Vehicles will be assigned on the basis of seniority (by ID Number) to SRT
members first, with seniority bumping rights for SRT members transferred to
patrol. After SRT members, sworn members will be provided the opportunity for
vehicle assignment as vehicles become available based on seniority.
Section 3. Insurance Requirements.
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Assigned vehicles are not to be used for personal use, only for travel to and from work
di minimis use, and for work purposes, and for work purposes as authorized by the
Police Chief.
The Village will maintain auto insurance coverage to cover their vehicles when an officer
travels to or from work in a take home vehicle. The coverage must also cover the time
an officer travels to and from any other work assignment in the take home vehicle.
However, there are two exceptions:
1. Coverage is not required if the officer makes any “distinct deviation for a
nonessential personal errand”.
a. The Village and the Union define “distinct deviation” as any personal use
of the Take Home Vehicle other than de minimis use along the member’s
normal commute route. For example, stopping at a convenience store,
bank, or fast food restaurant that is on the member’s reasonable commute
route is considered de minimis. Notwithstanding this mutual
understanding of the term “distinct deviation,” the Union and the Village
recognize the insurance carrier determines whether coverage applies, not
the Village and not the Union. Therefore, coverage determinations by the
applicable insurance carrier are not grievable or arbitrable.
2. Coverage is not required if the officer “acts in bad faith or with malicious purpose
or in a manner exhibiting wanton and willful disregard of human rights, safety, or
property”.
Section 4. Take Home Vehicle Payroll Deductions
All employees using a take home vehicle must sign and submit to the Finance
Department the attached Take Home Vehicle Payroll Deduction Form upon being
eligible for, and accepting, a take home vehicle in accordance with the parameters of
the Village Take Home Vehicle Policy. The employee shall be charged the following
amount by Payroll deduction, depending on how far the employee lives from their work
location, for the ability to use a take-home vehicle:
Within Palm Beach County $20 per pay period
Broward, Martin, and St. Lucie Counties $30 per pay period
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Eligible sworn unit members have the option to accept or reject a Village take home
vehicle. If the sworn unit member rejects the take home vehicle or a take home vehicle is
not available for their use, no other stipend or alternative remuneration will be provided.
Section 5. Employee Responsibilities.
Employees assigned to a take home vehicle shall:
a. Park the vehicle in a secure off-street location and lock it when not in use.
b. Not use the vehicle as part of any outside employment, other than to or from
off-duty details assigned through the Village.
c. Not use the vehicle for any personal endeavors.
d. Not use the vehicle for posting online or within any social media platforms
without prior approval of the Chief of Police or designee.
e. Not transport pets of any kind unless approved by the immediate supervisor
in the performance of their official duties.
f. Possess and maintain a valid Florida Driver’s License and immediately notify
the immediate supervisor and Deputy Chief of any changes in the status.
g. Inspect the vehicle prior to each use for damage or operational defects and
report same in accordance with Village policy.
h. Not use any smoke or tobacco products in the vehicle (e.g. smoking, vaping,
chewing tobacco).
i. Obey all traffic laws.
j. Operate the vehicle in a manner to maximize life expectancy of the vehicle
and conserve fuel consumption.
k. Maintain the vehicle in a clean and presentable condition.
l. Not operate the vehicle while under the influence or within 8 hours of
ingesting alcoholic beverages and/or medications which may affect their
ability to operate a vehicle.
m. Notify the Deputy Chief and Human Resources Department immediately of
any change of address.
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ARTICLE 27 WAGES
YEAR ONE
Slotting and the commencement of the compensation increases resulting from this
agreement will take effect on the first full pay period following October 1st, 2024 based
on mutual ratification of the Agreement.
Slotting Into Step Pay Plan
The Step Plan is attached as Appendix B.
For Year One, on the first full pay period following October 1st, 2024, employees will be
slotted into the pay plan as provided in Appendix C.
Evaluation Based Step Increase
On their anniversary date employees who receive a satisfactory evaluation will advance to
the next step of their classification.
YEAR TWO
Employees will advance to the next step of their classification on the employee’s
anniversary date. There will be no change in pay on October 1st, 2025. The employee will
receive the full increase on their anniversary date.
YEAR THREE
Employees will advance to the next step of their classification on the employee’s
anniversary date. There will be no change in pay on October 1st, 2026. The employee will
receive the full increase on their anniversary date.
Steps Contingent of Evaluation
Employee step increases are contingent on the employee’s individual, weighted
performance review evaluation, for which relevant forms are attached as Composite
Appendix G. Employees will be entitled to their annual step increase if they receive a
weighted performance evaluation score of “Satisfactory” or above. If the employee
receives a weighted evaluation less than “Satisfactory, then the employee will be given
one (1) opportunity to raise such deficient evaluation for purposes of receiving the step
increase for that pay year as follows:
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An employee who receives a weighted performance evaluation rating that is below
satisfactory” will meet with that employee’s first-level supervisor, and the
supervisor will provide the employee with specific performance improvement
goals. The employee will be re-evaluated ninety (90) days following this counseling
session. If the employee’s weighted performance score increases to “Satisfactory”
or above, then the employee will receive the step increase the next full pay period
after achieving a Satisfactory review.
No Increases Over Top Out
No employee will receive a base wage increase or lump sum payment over the top pay
for the employee’s classification in the Village step plan.
New Hire Compensation
The minimum step established for the bargaining unit positions in the VILLAGE step plan
shall be paid upon employment to "new hire" employees, except that a higher step may
be paid when the entry step is approved by the VILLAGE Manager following a written
justification from the Police Chief. Approval will be based on the exceptional qualifications
of the appointee or the inability to attract adequate personnel at the entry level step. The
Police Chief shall address in their justification the steps of current members of the
department who have comparable years of service as the recommended new hire.
Assignment Pay
Assignment pay will be 5% annually, prorated to the time assigned, for each member
Officers and Sergeants) assigned by the Police Chief to the following positions: Field
Training Officers, Detectives, Night Shift, Neighborhood Enhancement Team (NET), Crime
Scene Technician/Evidence Custodian, Motor, K9, SRT, agency-employed instructors,
Homeless Outreach Team, Dive Team, and Marine Patrol. Honor guard members shall be
eligible for 2% annually, which shall count toward the maximum of (2) assignment pay
categories.
Assignments are discretionary temporary appointments by the Police Chief. The
appointment to or removal from an assignment is not subject to grievance or appeal. An
employee may not receive added compensation for more than two (2) assignment pay
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categories (10% maximum, K9 and Night Shift excluded and shall not count toward the
maximum).
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ARTICLE 28 PENSION
1. Retirement benefits for PBA bargaining unit members are as set forth in Chapter 2,
Article V, Division 4. of the Village Code of Ordinances.
2. The following amendments to benefits and contributions are in effect during the
term of this Agreement:
A. The 75% pension maximum monthly pension benefit cap was increased to 80% of
AME for employees who retire after 10/1/22 ME; and
B. the multiplier increased from 2.75% to 3% for years of service after 10/1/2022; and
C. Employee contributions are 10% as of 10/1/2023.
3. Funds received from the State of Florida (175 and 185 money) will be applied to reduce
Village required annual payment to pension fund.
4. Each employee who is a member of the Board of Trustees of the Village of North
Palm Beach Fire and Police Retirement Fund shall be granted twenty-four (24) hours of
administrative leave with pay each calendar year in order to allow the employee to attend
educational seminars or conferences related to the performance of their duties as a
trustee or pension benefits or issues.
5. The VILLAGE shall match bargaining unit employee contributions to a VILLAGE
approved Chapter 457 Deferred Compensation Plan at a rate fifty cents ($0.50) for every
one dollar ($1.00) contributed to such plan up to a maximum of ($120) dollars per month
1440 annually) to be contributed by the VILLAGE on behalf of each bargaining unit
employee.
6. Pension benefits for employees is codified in the Village Code of Ordinances,
Article V, Division 4. See Appendix H.
7. All DROP program benefits and contributions will remain the same.
8. The definition of “Earnings” will include up to 300 hours of overtime compensation.
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ARTICLE 29 TRAINING
1. The VILLAGE will provide one week's advance notice for any training scheduled for
weekends.
2. Any training beyond Miami-Dade, Broward, Martin, St. Lucie, and Palm Beach
County will allow for an overnight stay paid for by the VILLAGE. When training in Miami-
Dade County involves a two-day class, the night between the training days will allow for
an overnight stay paid for by the VILLAGE.
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ARTICLE 30 PROBATIONARY EMPLOYEES
1. All new employees shall be designated as probationary employees and will remain
in probationary status in their classification for one (1) year from their dat e 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.
During probation, employees are “at will” employees who may be terminated with or
without a statement of cause.
2. Periods of absence of three (3) shifts or more during probation will extend the
probationary period by the amount of the absence or one week, whichever is greater.
3. 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 suitability for
Village employment.
4. Upon the satisfactory completion of the probationary period, the employee shall
attain regular status.
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ARTICLE 31 RIGHTS WHILE UNDER INVESTIGATION
Nothing in this Agreement is intended to limit or expand the rights or remedies
provided to a law enforcement officer who is under investigation as set forth in sections
112.532, Florida Statutes, as amended from time to time. For ease of reference, the statute
is incorporate herein as Appendix A. Inclusion of this reference does not create a right to
grieve or appeal a violation of statute through either the grievance (Article 16) or
disciplinary appeal (Article 17) procedures set forth in the Agreement, but violations of
these rights may be raised as evidence in a matter subject to grievance or disciplinary
appeal.
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ARTICLE 32 POLICE OFFICER TRAINEE PROGRAM
The VILLAGE may offer a Police Officer Trainee Program, designed to recruit and
incentivize quality employees.
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ARTICLE 33 ENTIRE AGREEMENT
1. The VILLAGE and the ASSOCIATION 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 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. All negotiable items that should or could have been
discussed, were discussed; therefore, neither party 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.
2. 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 for and during its term.
3. In the event of a conflict between this agreement and any collateral document, the
terms of this Agreement shall control.
4. Nothing in this Article shall be construed to diminish or affect the Association’s
right to request bargaining on new issues surrounding mandatory subjects of bargaining
or to request impact bargaining. Correspondingly, nothing in this agreement shall be
construed as a waiver or limitation on the Village’s management rights as granted by
447.203, Florida Statutes.
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ARTICLE 34 DURATION
1. This three-year Agreement shall be effective from date of ratification by both
parties, and it remains in full force and effect until the thirtieth (30th) day of September
2027.
2. No employee will receive a salary increase or lump sum payment other than an
adjustment that results from a promotion or demotion, or a cost of living adjustment
beyond September 30, 2027, except as provided in a subsequent Collective Bargaining
Agreement as negotiated and ratified by the parties.
3. The VILLAGE and the PBA will commence bargaining for a successor agreement on
or about May 30th, 2027.
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APPENDICES
Appendix A Law Enforcement Officers Bill of Rights
Appendix B Step Plan
Appendix C Slotting Plan
Appendix D Take Home Vehicle Policy (Police Department)
Appendix E Take-Home Vehicle Payroll Deduction Form
Appendix F Take-Home Vehicle Employee Acknowledgement
Appendix G Composite Evaluation Forms
Appendix H Pension Plan Ordinance
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APPENDIX A – LAW ENFORCEMENT OFFICERS BILL OF RIGHTS
112.532 Law enforcement officers’ and correctional officers’ rights.—All law enforcement
officers and correctional officers employed by or appointed to a law enforcement agency or a
correctional agency shall have the following rights and privileges:
1) RIGHTS OF LAW ENFORCEMENT OFFICERS AND CORRECTIONAL OFFICERS WHILE UNDER
INVESTIGATION.—Whenever a law enforcement officer or correctional officer is under investigation and
subject to interrogation by members of his or her agency for any reason that could lead to disciplinary
action, suspension, demotion, or dismissal, the interrogation must be conducted under the following
conditions:
a) The interrogation shall be conducted at a reasonable hour, preferably at a time when the law
enforcement officer or correctional officer is on duty, unless the seriousness of the investigation is of
such a degree that immediate action is required.
b) The interrogation shall take place either at the office of the command of the investigating
officer or at the office of the local precinct, police unit, or correctional unit in which the incident
allegedly occurred, as designated by the investigating officer or agency.
c) The law enforcement officer or correctional 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 interrogation
shall be asked by or through one interrogator during any one investigative interrogation, unless
specifically waived by the officer under investigation.
d) The law enforcement officer or correctional officer under investigation must be informed of the
nature of the investigation before any interrogation begins, and he or she must be informed of the
names of all complainants. All identifiable witnesses shall be interviewed, whenever possible, prior to
the beginning of the investigative interview of the accused officer. The complaint, all witness
statements, including all other existing subject officer statements, and all other existing evidence,
including, but not limited to, incident reports, GPS locator infor mation, and audio or video recordings
relating to the incident under investigation, must be provided to each officer who is the subject of the
complaint before the beginning of any investigative interview of that officer. An officer, after being
informed of the right to review witness statements, may voluntarily waive the provisions of this
paragraph and provide a voluntary statement at any time.
e) Interrogating sessions shall be for reasonable periods and shall be timed to allow for such
personal necessities and rest periods as are reasonably necessary.
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f) The law enforcement officer or correctional officer under interrogation may not be subjected to
offensive language or be threatened with transfer, dismissal, or disciplinary action. A promise or
reward may not be made as an inducement to answer any questions.
g) The formal interrogation of a law enforcement officer or correctional officer, inclu ding all
recess periods, must be recorded on audio tape, or otherwise preserved in such a manner as to allow a
transcript to be prepared, and there shall be no unrecorded questions or statements. Upon the request
of the interrogated officer, a copy of any recording of the interrogation session must be made available
to the interrogated officer no later than 72 hours, excluding holidays and weekends, following said
interrogation.
h) If the law enforcement officer or correctional officer under interrogation is under arrest, or is
likely to be placed under arrest as a result of the interrogation, he or she shall be completely informed
of all his or her rights before commencing the interrogation.
i) At the request of any law enforcement officer or correctional officer under investigation, he or
she has the right to be represented by counsel or any other representative of his or her choice, who
shall be present at all times during the interrogation whenever the interrogation relates to the officer’s
continued fitness for law enforcement or correctional service.
j) Notwithstanding the rights and privileges provided by this part, this part does not limit the right
of an agency to discipline or to pursue criminal charges against an officer.
2) COMPLAINT REVIEW BOARDS.—A complaint review board shall be composed of three members:
One member selected by the chief administrator of the agency or unit; one member selected by the
aggrieved officer; and a third member to be selected by the other two members. Agencies or units
having more than 100 law enforcement officers or correctional officers shall utilize a five -member
board, with two members being selected by the administrator, two members being selected by the
aggrieved officer, and the fifth member being selected by the other four members. The board
members shall be law enforcement officers or correctional officers selected from any state, county, or
municipal agency within the county. There shall be a board for law enforcement officers and a board
for correctional officers whose members shall be from the same discipline as the aggrieved officer. The
provisions of this subsection shall not apply to sheriffs or deputy sheriffs.
3) CIVIL SUITS BROUGHT BY LAW ENFORCEMENT OFFICERS OR CORRECTIONAL OFFICERS.—Every law
enforcement officer or correctional officer shall have the right to bring civil suit against any person,
group of persons, or organization or corporation, or the head of such organizati on or corporation, for
damages, either pecuniary or otherwise, suffered during the performance of the officer’s official
duties, for abridgment of the officer’s civil rights arising out of the officer’s performance of official
duties, or for filing a complaint against the officer which the person knew was false when it was filed.
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This section does not establish a separate civil action against the officer’s employing law enforcement
agency for the investigation and processing of a complaint filed under this part.
4) NOTICE OF DISCIPLINARY ACTION; COPY OF AND OPPORTUNITY TO ADDRESS CONTENTS OF
INVESTIGATIVE FILE; CONFIDENTIALITY.—
a) A dismissal, demotion, transfer, reassignment, or other personnel action that might result in
loss of pay or benefits or that might otherwise be considered a punitive measure may not be taken
against any law enforcement officer or correctional officer unless the law enforcement officer or
correctional officer is notified of the action and the reason or reasons for the action before the
effective date of the action.
b) Notwithstanding s. 112.533(5), whenever a law enforcement officer or correctional officer is
subject to disciplinary action consisting of suspension with loss of pay, demotion, or dismissal, the
officer or the officer’s representative must, upon request, be provided with a complete copy of the
investigative file, including the final investigative report and all ev idence, and with the opportunity to
address the findings in the report with the employing law enforcement agency before imposing
disciplinary action consisting of suspension with loss of pay, demotion, or dismissal. The contents of the
complaint and investigation must remain confidential until such time as the employing law
enforcement agency makes a final determination whether to issue a notice of disciplinary action
consisting of suspension with loss of pay, demotion, or dismissal. This paragraph does not provide law
enforcement officers with a property interest or expectancy of continued employment, employment,
or appointment as a law enforcement officer.
5) RETALIATION FOR EXERCISING RIGHTS.—No law enforcement officer or correctional officer shall
be discharged; disciplined; demoted; denied promotion, transfer, or reassignment; or otherwise
discriminated against in regard to his or her employment or appointm ent, or be threatened with any
such treatment, by reason of his or her exercise of the rights granted by this part.
6) LIMITATIONS PERIOD FOR DISCIPLINARY ACTIONS.—
a) Except as provided in this subsection, disciplinary action, suspension, demotion, or d ismissal
may not be undertaken by an agency against a law enforcement officer or correctional officer for any
act, omission, or other allegation or complaint of misconduct, regardless of the origin of the allegation
or complaint, if the investigation of the allegation or complaint is not completed within 180 days after
the date the agency receives notice of the allegation or complaint by a person authorized by the
agency to initiate an investigation of the misconduct. If the agency determines that disciplin ary action
is appropriate, it shall complete its investigation and give notice in writing to the law enforcement
officer or correctional officer of its intent to proceed with disciplinary action, along with a proposal of
the specific action sought, including length of suspension, if applicable. Notice to the officer must be
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provided within 180 days after the date the agency received notice of the alleged misconduct,
regardless of the origin of the allegation or complaint, except as follows:
1. The running of the limitations period may be tolled for a period specified in a written waiver of
the limitation by the law enforcement officer or correctional officer.
2. The running of the limitations period is tolled during the time that any criminal investigation or
prosecution is pending in connection with the act, omission, or other allegation of misconduct.
3. If the investigation involves an officer who is incapacitated or otherwise unavailable, the running
of the limitations period is tolled during the period of incapacitation or unavailability.
4. In a multijurisdictional investigation, the limitations period may be extended for a period of time
reasonably necessary to facilitate the coordination of the agencies involved.
5. The running of the limitations period may be tolled for emergencies or natural disasters during
the time period wherein the Governor has declared a state of emergency within the jurisdictional
boundaries of the concerned agency.
6. The running of the limitations period is tolled during the time that the officer’s compliance
hearing proceeding is continuing beginning with the filing of the notice of violation and a request for a
hearing and ending with the written determination of the compliance review panel or upon the
violation being remedied by the agency.
b) An investigation against a law enforcement officer or correctional officer may be reopened,
notwithstanding the limitations period for commencing disciplinary action, demotion, or dismissal, if:
1. Significant new evidence has been discovered that is like ly to affect the outcome of the
investigation.
2. The evidence could not have reasonably been discovered in the normal course of investigation or
the evidence resulted from the predisciplinary response of the officer.
Any disciplinary action resulting from an investigation that is reopened pursuant to this paragraph must
be completed within 90 days after the date the investigation is reopened.
7) RIGHTS OF LAW ENFORCEMENT OFFICERS AND CORRECTIONAL OFFICERS RELATING TO A BRADY
IDENTIFICATION SYSTEM.—
a) A law enforcement officer or correctional officer has all of the rights specified in
s. 112. 536 relating to the inclusion of the name and information of the officer in a Brady identification
system.
b) A law enforcement officer or correctional officer may not be discharged, suspended, demoted,
or otherwise disciplined, or threatened with discharge, suspension, demotion, or other discipline, by
his or her employing agency solely as a result of a prosecut ing agency determining that the officer’s
name and information should be included in a Brady identification system. This paragraph does not
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prohibit an officer’s employing agency from discharging, suspending, demoting, or taking other
disciplinary action against a law enforcement officer or correctional officer based on the underlying
actions of the officer which resulted in his or her name being included in a Brady identification system.
If a collective bargaining agreement applies, the actions taken by the officer’s employing agency must
conform to the rules and procedures adopted by the collective bargaining agreement.
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APPENDIX B – STEP PLAN
Pay Schedule for Fiscal Year 2024-2025
RECORDS CLERK POLICE OFFICER POLICE SERGEANT
STEP PAY STEP PAY STEP PAY
1 $51,809.20 1 $70,720.01 1 $88,455.70
2 $54,140.61 2 $73,902.41 2 $92,436.20
3 $56,576.94 3 $77,228.02 3 $96,595.83
4 $59,122.90 4 $80,703.28 4 $100,942.65
5 $61,783.43 5 $84,334.93 5 $105,485.06
6 $64,563.69 6 $88,130.00 6 $110,231.89
7 $67,469.06 7 $92,095.85 7 $115,192.33
8 $70,505.16 8 $96,240.17 8 $120,375.98
9 $73,677.90 9 $100,570.98 9 $125,792.90
10 $76,993.40 10 $105,096.67 10 $131,453.58
11 $80,458.10 11 $109,826.02 11 $137,368.99
12 $84,078.72 12 $114,768.19 12 $143,550.60
Pay Schedule for Fiscal Year 2025-2026
RECORDS CLERK POLICE OFFICER POLICE SERGEANT
STEP PAY STEP PAY STEP PAY
1 $51,809.20 1 $76,377.61 1 $94,647.60
2 $54,140.61 2 $79,814.61 2 $98,906.74
3 $56,576.94 3 $83,406.26 3 $103,357.54
4 $59,122.90 4 $87,159.55 4 $108,008.63
5 $61,783.43 5 $91,081.73 5 $112,869.02
6 $64,563.69 6 $95,180.40 6 $117,948.13
7 $67,469.06 7 $99,463.52 7 $123,255.79
8 $70,505.16 8 $103,939.38 8 $128,802.30
9 $73,677.90 9 $108,616.65 9 $134,598.40
10 $76,993.40 10 $113,504.40 10 $140,655.33
11 $80,458.10 11 $118,612.10 11 $146,984.82
12 $84,078.72 12 $123,949.65 12 $153,599.14
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Pay Schedule for Fiscal Year 2026-2027
RECORDS CLERK POLICE OFFICER POLICE SERGEANT
STEP PAY STEP PAY STEP PAY
1 $51,809.20 1 $82,487.82 1 $101,272.93
2 $54,140.61 2 $86,199.78 2 $105,830.21
3 $56,576.94 3 $90,078.77 3 $110,592.57
4 $59,122.90 4 $94,132.31 4 $115,569.24
5 $61,783.43 5 $98,368.26 5 $120,769.85
6 $64,563.69 6 $102,794.84 6 $126,204.49
7 $67,469.06 7 $107,420.60 7 $131,883.70
8 $70,505.16 8 $112,254.53 8 $137,818.46
9 $73,677.90 9 $117,305.99 9 $144,020.29
10 $76,993.40 10 $122,584.75 10 $150,501.21
11 $80,458.10 11 $128,101.07 11 $157,273.76
12 $84,078.72 12 $133,865.62 12 $164,351.08
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APPENDIX C – INITIAL SLOTTING
LAST NAME FIRST NAME POSITION INITIAL STEP
CIEZAK EDWARD SERGEANT 8
COUNCIL ANDREW SERGEANT 12
KOENIG KEITH SERGEANT 12
MEKOLIAVITCH STEVEN SERGEANT 12
ORTIZ-ADARMES JAVIER SERGEANT 12
PEARSON LOUIS SERGEANT 12
ABRAMCZYK MICHAEL POLICE OFFICER 12
ALDRIDGE ZACHARY POLICE OFFICER 12
BALLATORI MARC POLICE OFFICER 3
BEARSBY KEVIN POLICE OFFICER 12
BUSSEK DANIEL POLICE OFFICER 8
COLLURA YESENIA POLICE OFFICER 12
CULVER KYLE POLICE OFFICER 7
DAVIS TREVOR POLICE OFFICER 6
HACHIGIAN GEORGE POLICE OFFICER 12
HERNANDEZ NICHOLAS POLICE OFFICER 6
JOHNSON RUSSELL POLICE OFFICER 9
LEW GARY POLICE OFFICER 9
LOPEZ GEORGE POLICE OFFICER 12
MILLER STEVEN POLICE OFFICER 12
MILORD JHAMIL POLICE OFFICER 4
MIRANDA JOSE POLICE OFFICER 2
MIZE MICHAEL POLICE OFFICER 12
MODICA PETER POLICE OFFICER 4
PEREZ CHRISTOPHER POLICE OFFICER 6
STEADE RODERICK POLICE OFFICER 12
TONKIN JOVICA POLICE OFFICER 3
TOPPING CHRISTOPHER POLICE OFFICER 6
TRIMBLE DELANEY POLICE OFFICER 4
VICKERS HORACE POLICE OFFICER 1
WILKINSON KATELYN POLICE OFFICER 4
WRIGHT JAMES POLICE OFFICER 5
METAYER ROSEMITH RECORDS CLERK 12
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APPENDIX D - TAKE HOME VEHICLE POLICY (POLICE DEPARTMENT)
PURPOSE
To establish and outline the Village of North Palm Beach’s policy for the assignment, inspection,
operation, and utilization of Village owned, leased, or rented vehicles by Police Department
Personnel.
DEFINITIONS
Village Vehicle – Any vehicle that is owned, leased, or rented by the Village of North Palm
beach for the purpose of conducting official Village business.
Take Home Vehicle – Any Village vehicle that is allocated to a Village employee on a 24-hour
basis, whether temporary or long-term.
Vehicle Operator – Any eligible Police Department employee in actual physical control of a
Village vehicle.
CRITERIA FOR ASSIGNMENT
All sworn Police Department members who have successfully completed field training and are in
a non-probationary status who reside within Palm Beach County, Broward County, Martin
County, and St. Lucie County will be afforded the option of a take home vehicle based on the
terms of the current collective bargaining agreement. In order to participate, the eligible
employee must sign the Take Home Vehicle Employee Acknowledgement, complete the Take
Home Vehicle Payroll Deduction Form, and maintain a valid Florida driver’s license in good
standing. Available vehicles will be assigned to SRT members first, and then to all sworn unit
members on the basis of seniority. Participation in the Take Home Vehicle Program is not
mandatory.
Members normally assigned a take home vehicle and who are off work due to disciplinary leave,
disability, FMLA, or worker’s compensation or are on light duty or modified duty shall not be
authorized to operate that vehicle and must turn in their vehicle until they are cleared for full
duty. Exceptions may be made for personnel assigned to unmarked vehicles regarding light duty.
Any member who will be absent from work for more than seven consecutive days (excluding
regular days off) due to vacation, military leave, or other reasons (including leave and
light/modified duty referenced above) shall park his/her assigned vehicle at the Police
Department and shall give the keys to his/her supervisor, unless otherwise authorized in writing
by the Chief of Police. Upon separation from employment, the take home vehicle shall be
immediately surrendered to the Village. In the case of an unforeseeable involuntary separation,
the Village shall make arrangements to transport the employee to their home.
Use of a Village vehicle is not a privilege, right, or prerequisite of any employee and is a
discretionary benefit that is subject to change without notice. While the Village may provide
advanced notice in its sole discretion, it is not guaranteed. The allowance of a take home vehicle
Docusign Envelope ID: 105F149A-15C3-4778-95B5-16689D3E5BC6
may be revoked by the Village Manager and/or Police Chief when, in their sole discretion, it is
determined that the take home vehicle use is not fiscally or operationally justified. The Chief of
Police may immediately suspend or terminate any vehicle assignment pending a final decision
from the Village Manager.
POLICY
A. Personal Use of Village Vehicles:
Village vehicles are to be used as necessary to conduct business of the Village and its
operations as authorized by the Police Chief. Employees shall not operate Village vehicles
for the purposes of conducting a private business or enterprise or any other personal use.
However, it is recognized that a de minimis amount of personal use of a Village vehicle may
be required for those employees who are assigned a take-home vehicle. De minimis personal
use shall be limited to stopping at a convenience store, bank, or fast food restaurant that is on
the employee’s reasonable commute route.
F.S. 627.7491 – Official Law Enforcement Vehicles; Motor Vehicle Insurance Requirements.
This law became effective on July 1, 2022 and requires police departments to maintain auto
insurance coverage to cover their vehicles when an officer travels to or from work in a take
home vehicle. The Village has the necessary insurance in place to comply with this statute.
The coverage must also cover the time an officer travels to and from any other work
assignment in the take home vehicle. However, there are two exceptions:
1. Coverage is not required if the officer makes any “distinct deviation for a
nonessential personal errand”. The Village and the Union define “distinct
deviation” as any personal use of the Take Home Vehicle other than de minimis
use along the member’s normal commute route. For example, stopping at a
convenience store, bank, or fast food restaurant that is on the member’s
reasonable commute route is considered de minimis. Notwithstanding this mutual
understanding of the term “distinct deviation,” the Union and the Village
recognize the insurance carrier determines whether coverage applies, not the
Village and not the Union.
2. Coverage is not required if the officer “acts in bad faith or with malicious
purpose or in a manner exhibiting wanton and willful disregard of human rights,
safety, or property”.
Members are encouraged purchase an additional rider, commonly referred to as “Extended
Non-Owned Coverage,” from their personal insurance agent. This type of policy generally
covers the member in the event they are involved in an accident while driving to and from
work or are otherwise using the Village’s vehicle for anything other than official Village
business.
Village vehicles authorized to be driven to the employee’s residence should be locked at all
times and parked either in a garage, private driveway, or an otherwise safe and secure place.
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The vehicle should not be parked in a roadway or anywhere that it may suffer damage or
violate codes or ordinances.
Other than extra duty details, members may not use their assigned vehicle as part of any
outside employment. Take home vehicles shall not be used as a means of intimidation in
personal or business disputes. Members are prohibited from using their assigned vehicles
while engaged in political activities such as setting up signs, attending rallies, promotional
events, or any other activity that may inappropriately suggest department or Village
endorsement. Members are prohibited from using their assigned vehicles in any internet or
social media posting without prior approval from the Chief of Police, or his/her designee.
Members are prohibited from transporting pets of any kind (dogs, cats, birds, reptiles, etc.) in
a Village vehicle unless approved by their immediate supervisor in the performance of their
official duties.
B. Possession of a Valid Florida Driver’s License:
All Village vehicle operators are responsible for possessing and maintaining a valid State of
Florida driver’s license. Employees authorized to drive Village vehicles are required to
immediately inform their supervisor and the Deputy Chief if their license becomes canceled,
invalid, expired, restricted, suspended, or revoked. Failure of the employee to notify their
supervisor immediately may result in disciplinary action, up to and including termination.
The Deputy Chief will then inform the Director of Human Resources of the employees
canceled, invalid, expired, restricted, suspended, or revoked license status as soon as
possible, before the end of business that day.
C. Safety Equipment/Vehicle Inspection Requirements:
All operators and passengers of Village vehicles will use the vehicle seat and safety belts if
the vehicle is so equipped. Vehicles shall be inspected by the operator prior to each use to
ensure all parts, equipment, and accessories are in safe operating condition and free of any
damage or defect. No vehicle shall be driven or put into operation until defects and safety
violations have been corrected. If damage to the vehicle is discovered, the employee shall
complete a Memorandum and notify their supervisor immediately. If operational defects are
discovered, (e.g. warning light indicators, etc.), the employee shall notify their supervisor
immediately for further instruction before driving the vehicle.
Employees are responsible for safeguarding Village-issued equipment associated with their
assigned vehicles. Members shall immediately report any theft of equipment or damage to a
take home vehicle in accordance with established procedures.
Employees are responsible for the care, cleanliness, and the condition of their assigned
vehicle. While employees may be removed from the program for any reason without prior
notice, the failure of a member to properly maintain their vehicle may also result in the
removal of the member from the take home vehicle program.
Docusign Envelope ID: 105F149A-15C3-4778-95B5-16689D3E5BC6
D. Vehicle Collisions:
All employees, if involved in any vehicular collision or accident in a Village vehicle shall:
Call the appropriate law enforcement agency (911)
Call the employees immediate supervisor and/or Deputy Chief
Call department supervisory personnel and the appropriate law enforcement agency to
determine if the vehicle should be towed
Complete the Village’s Accident Report immediately and forward copies to their
supervisor, Deputy Chief, Human Resources Department, and the Fleet Maintenance
Division.
Employees will be required to submit to drug and/or alcohol testing in accordance with
Village policy and the current collective bargaining agreement if they are involved in a
vehicle collision/accident that caused property and/or vehicle damage or which resulted
in an injury to an employee and/or any other person which required medical care.
E. Tobacco Products Prohibition:
Smoking and use of other tobacco products (including vaping and chewing tobacco) are
not allowed in any Village vehicle at any time.
F. Persons other than Village Employees in Village Vehicles:
Transporting relatives, friends, hitchhikers, other Village employees for non-business
related purposes in Village vehicles is prohibited. However, transporting other Village
employees for meal breaks is allowed.
G. Operation of Village Vehicles:
Operation of a Village vehicle is not a privilege, right, prerequisite, nor benefit of any
employee and is subject to change without advance notice. Most Village vehicles and
equipment are distinctively marked, and the manner in which they are operated reflects
directly on the Village’s public image. Members are expected to be appropriately attired
while operating a take home vehicle and exercise good judgement in the utilization of the
department vehicle to not cause unfavorable comment or reflect discredit upon the
department while operating their assigned vehicle. Village vehicles are to be operated in a
safe, responsible manner at all times. Employee responsibilities include, but are not
limited to:
1. Obeying all traffic laws and regulations as defined by the State of Florida as well
as departmental rules for public safety at all times;
2. Ensuring that all drivers and passengers are wearing seat belts at all times in
accordance with Florida State laws;
3. Operating the vehicle in a manner that ensures maximum life expectancy of the
vehicle;
4. Ensuring that no smoking (including vaping) or use of tobacco occurs in Village
vehicles.
Docusign Envelope ID: 105F149A-15C3-4778-95B5-16689D3E5BC6
5. A take home vehicle may not be used while purchasing alcohol or patronizing an
establishment whose main business in the sale of alcohol for consumption. No
alcoholic beverages may be carried in the vehicle unless they are seized as
evidence or contraband. Undercover beverage enforcement/investigative
exceptions may be made at the direction of the Police Chief.
While employees may be removed from the program for any reason without prior notice,
irresponsible use of a Village vehicle may result in a revocation of driving privileges of
Village vehicle and disciplinary action, up to and including termination. Irresponsible use
may include, but is not limited to:
1. Speeding;
2. Reckless operation or discourteous use of a Village vehicle;
3. Operating a Village vehicle while under the influence or within 8 hours of
ingesting alcoholic beverages and/or medications which may affect their ability to
operate a vehicle;
4. Distracted driving such as operating the vehicle while using a wireless
communication device in a handheld manner
5. Failure to properly maintain the vehicle;
6. Driving without a valid license;
7. Violation of any Village, State, or Federal vehicle or traffic regulation;
8. Failure to properly report vehicle damage or a vehicle accident/incident; or
9. Inappropriate use of a Village vehicle as otherwise defined in this policy.
Take home vehicles (as outlined herein this policy and in conjunction with the current
collective bargaining agreement) shall be allowed for a maximum distance of within
Palm Beach County, Broward County, Martin County, or St. Lucie County. The
employee shall be charged the following amount by Payroll deduction, depending on how
far the employee lives from their work location, for the ability to use a take-home
vehicle:
Within Palm Beach County $20 per pay period
Broward, Martin, and St. Lucie Counties $30 per pay period
H. Violation or Non-Compliance:
A member’s failure to adhere to any of the conditions provided herein shall render the
member subject to removal from the Take Home Vehicle Program, as well as disciplinary
action up to and including termination of employment.
Approved by: _______________________
Charles D. Huff, Village Manager
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APPENDIX E - TAKE-HOME VEHICLE PAYROLL DEDUCTION FORM
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APPENDIX F - TAKE-HOME VEHICLE EMPLOYEE ACKNOWLEDGEMENT
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APPENDIX G – COMPOSITE EVALUATION FORMS
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APPENDIX H – PENSION PLAN ORDINANCE
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VILLAGE OF NORTH PALM BEACH
TAKE HOME VEHICLE POLICY (POLICE DEPARTMENT)
PURPOSE
To establish and outline the Village of North Palm Beach’s policy for the assignment, inspection,
operation, and utilization of Village owned, leased, or rented vehicles by Police Department
Personnel.
DEFINITIONS
Village Vehicle – Any vehicle that is owned, leased, or rented by the Village of North Palm
beach for the purpose of conducting official Village business.
Take Home Vehicle – Any Village vehicle that is allocated to a Village employee on a 24-hour
basis, whether temporary or long-term.
Vehicle Operator – Any eligible Police Department employee in actual physical control of a
Village vehicle.
CRITERIA FOR ASSIGNMENT
All sworn Police Department members who have successfully completed field training and are in
a non-probationary status who reside within Palm Beach County, Broward County, Martin
County, and St. Lucie County will be afforded the option of a take home vehicle based on the
terms of the current collective bargaining agreement. In order to participate, the eligible
employee must sign the Take Home Vehicle Employee Acknowledgement, complete the Take
Home Vehicle Payroll Deduction Form, and maintain a valid Florida driver’s license in good
standing. Available vehicles will be assigned to SRT members first, and then to all sworn unit
members on the basis of seniority. Participation in the Take Home Vehicle Program is not
mandatory.
Members normally assigned a take home vehicle and who are off work due to disciplinary leave,
disability, FMLA, or worker’s compensation or are on light duty or modified duty shall not be
authorized to operate that vehicle and must turn in their vehicle until they are cleared for full
duty. Exceptions may be made for personnel assigned to unmarked vehicles regarding light duty.
Any member who will be absent from work for more than seven consecutive days (excluding
regular days off) due to vacation, military leave, or other reasons (including leave and
light/modified duty referenced above) shall park his/her assigned vehicle at the Police
Department and shall give the keys to his/her supervisor, unless otherwise authorized in writing
by the Chief of Police. Upon separation from employment, the take home vehicle shall be
immediately surrendered to the Village. In the case of an unforeseeable involuntary separation,
the Village shall make arrangements to transport the employee to their home.
Use of a Village vehicle is not a privilege, right, or prerequisite of any employee and is a
discretionary benefit that is subject to change without notice. While the Village may provide
advanced notice in its sole discretion, it is not guaranteed. The allowance of a take home vehicle
may be revoked by the Village Manager and/or Police Chief when, in their sole discretion, it is
determined that the take home vehicle use is not fiscally or operationally justified. The Chief of
Docusign Envelope ID: C1835512-8FCE-462F-972B-B0FAD8E85758
Police may immediately suspend or terminate any vehicle assignment pending a final decision
from the Village Manager.
POLICY
A. Personal Use of Village Vehicles:
Village vehicles are to be used as necessary to conduct business of the Village and its
operations as authorized by the Police Chief. Employees shall not operate Village vehicles
for the purposes of conducting a private business or enterprise or any other personal use.
However, it is recognized that a de minimis amount of personal use of a Village vehicle may
be required for those employees who are assigned a take-home vehicle. De minimis personal
use shall be limited to stopping at a convenience store, bank, or fast food restaurant that is on
the employee’s reasonable commute route.
F.S. 627.7491 – Official Law Enforcement Vehicles; Motor Vehicle Insurance Requirements.
This law became effective on July 1, 2022 and requires police departments to maintain auto
insurance coverage to cover their vehicles when an officer travels to or from work in a take
home vehicle. The Village has the necessary insurance in place to comply with this statute.
The coverage must also cover the time an officer travels to and from any other work
assignment in the take home vehicle. However, there are two exceptions:
1. Coverage is not required if the officer makes any “distinct deviation for a
nonessential personal errand”. The Village and the Union define “distinct
deviation” as any personal use of the Take Home Vehicle other than de minimis
use along the member’s normal commute route. For example, stopping at a
convenience store, bank, or fast food restaurant that is on the member’s
reasonable commute route is considered de minimis. Notwithstanding this mutual
understanding of the term “distinct deviation,” the Union and the Village
recognize the insurance carrier determines whether coverage applies, not the
Village and not the Union.
2. Coverage is not required if the officer “acts in bad faith or with malicious
purpose or in a manner exhibiting wanton and willful disregard of human rights,
safety, or property”.
Members are encouraged purchase an additional rider, commonly referred to as “Extended
Non-Owned Coverage,” from their personal insurance agent. This type of policy generally
covers the member in the event they are involved in an accident while driving to and from
work or are otherwise using the Village’s vehicle for anything other than official Village
business.
Village vehicles authorized to be driven to the employee’s residence should be locked at all
times and parked either in a garage, private driveway, or an otherwise safe and secure place.
The vehicle should not be parked in a roadway or anywhere that it may suffer damage or
violate codes or ordinances.
Docusign Envelope ID: C1835512-8FCE-462F-972B-B0FAD8E85758
Other than extra duty details, members may not use their assigned vehicle as part of any
outside employment. Take home vehicles shall not be used as a means of intimidation in
personal or business disputes. Members are prohibited from using their assigned vehicles
while engaged in political activities such as setting up signs, attending rallies, promotional
events, or any other activity that may inappropriately suggest department or Village
endorsement. Members are prohibited from using their assigned vehicles in any internet or
social media posting without prior approval from the Chief of Police, or his/her designee.
Members are prohibited from transporting pets of any kind (dogs, cats, birds, reptiles, etc.) in
a Village vehicle unless approved by their immediate supervisor in the performance of their
official duties.
B. Possession of a Valid Florida Driver’s License:
All Village vehicle operators are responsible for possessing and maintaining a valid State of
Florida driver’s license. Employees authorized to drive Village vehicles are required to
immediately inform their supervisor and the Deputy Chief if their license becomes canceled,
invalid, expired, restricted, suspended, or revoked. Failure of the employee to notify their
supervisor immediately may result in disciplinary action, up to and including termination.
The Deputy Chief will then inform the Director of Human Resources of the employees
canceled, invalid, expired, restricted, suspended, or revoked license status as soon as
possible, before the end of business that day.
C. Safety Equipment/Vehicle Inspection Requirements:
All operators and passengers of Village vehicles will use the vehicle seat and safety belts if
the vehicle is so equipped. Vehicles shall be inspected by the operator prior to each use to
ensure all parts, equipment, and accessories are in safe operating condition and free of any
damage or defect. No vehicle shall be driven or put into operation until defects and safety
violations have been corrected. If damage to the vehicle is discovered, the employee shall
complete a Memorandum and notify their supervisor immediately. If operational defects are
discovered, (e.g. warning light indicators, etc.), the employee shall notify their supervisor
immediately for further instruction before driving the vehicle.
Employees are responsible for safeguarding Village-issued equipment associated with their
assigned vehicles. Members shall immediately report any theft of equipment or damage to a
take home vehicle in accordance with established procedures.
Employees are responsible for the care, cleanliness, and the condition of their assigned
vehicle. While employees may be removed from the program for any reason without prior
notice, the failure of a member to properly maintain their vehicle may also result in the
removal of the member from the take home vehicle program.
D. Vehicle Collisions:
All employees, if involved in any vehicular collision or accident in a Village vehicle shall:
Call the appropriate law enforcement agency (911)
Docusign Envelope ID: C1835512-8FCE-462F-972B-B0FAD8E85758
Call the employees immediate supervisor and/or Deputy Chief
Call department supervisory personnel and the appropriate law enforcement agency to
determine if the vehicle should be towed
Complete the Village’s Accident Report immediately and forward copies to their
supervisor, Deputy Chief, Human Resources Department, and the Fleet Maintenance
Division.
Employees will be required to submit to drug and/or alcohol testing in accordance with
Village policy and the current collective bargaining agreement if they are involved in a
vehicle collision/accident that caused property and/or vehicle damage or which resulted
in an injury to an employee and/or any other person which required medical care.
E. Tobacco Products Prohibition:
Smoking and use of other tobacco products (including vaping and chewing tobacco) are
not allowed in any Village vehicle at any time.
F. Persons other than Village Employees in Village Vehicles:
Transporting relatives, friends, hitchhikers, other Village employees for non-business
related purposes in Village vehicles is prohibited. However, transporting other Village
employees for meal breaks is allowed.
G. Operation of Village Vehicles:
Operation of a Village vehicle is not a privilege, right, prerequisite, nor benefit of any
employee and is subject to change without advance notice. Most Village vehicles and
equipment are distinctively marked, and the manner in which they are operated reflects
directly on the Village’s public image. Members are expected to be appropriately attired
while operating a take home vehicle and exercise good judgement in the utilization of the
department vehicle to not cause unfavorable comment or reflect discredit upon the
department while operating their assigned vehicle. Village vehicles are to be operated in a
safe, responsible manner at all times. Employee responsibilities include, but are not
limited to:
1. Obeying all traffic laws and regulations as defined by the State of Florida as well
as departmental rules for public safety at all times;
2. Ensuring that all drivers and passengers are wearing seat belts at all times in
accordance with Florida State laws;
3. Operating the vehicle in a manner that ensures maximum life expectancy of the
vehicle;
4. Ensuring that no smoking (including vaping) or use of tobacco occurs in Village
vehicles.
5. A take home vehicle may not be used while purchasing alcohol or patronizing an
establishment whose main business in the sale of alcohol for consumption. No
alcoholic beverages may be carried in the vehicle unless they are seized as
evidence or contraband. Undercover beverage enforcement/investigative
exceptions may be made at the direction of the Police Chief.
Docusign Envelope ID: C1835512-8FCE-462F-972B-B0FAD8E85758
While employees may be removed from the program for any reason without prior notice,
irresponsible use of a Village vehicle may result in a revocation of driving privileges of
Village vehicle and disciplinary action, up to and including termination. Irresponsible use
may include, but is not limited to:
1. Speeding;
2. Reckless operation or discourteous use of a Village vehicle;
3. Operating a Village vehicle while under the influence or within 8 hours of
ingesting alcoholic beverages and/or medications which may affect their ability to
operate a vehicle;
4. Distracted driving such as operating the vehicle while using a wireless
communication device in a handheld manner
5. Failure to properly maintain the vehicle;
6. Driving without a valid license;
7. Violation of any Village, State, or Federal vehicle or traffic regulation;
8. Failure to properly report vehicle damage or a vehicle accident/incident; or
9. Inappropriate use of a Village vehicle as otherwise defined in this policy.
Take home vehicles (as outlined herein this policy and in conjunction with the current
collective bargaining agreement) shall be allowed for a maximum distance of within
Palm Beach County, Broward County, Martin County, or St. Lucie County. The
employee shall be charged the following amount by Payroll deduction, depending on how
far the employee lives from their work location, for the ability to use a take-home
vehicle:
Within Palm Beach County $20 per pay period
Broward, Martin, and St. Lucie Counties $30 per pay period
H. Violation or Non-Compliance:
A member’s failure to adhere to any of the conditions provided herein shall render the
member subject to removal from the Take Home Vehicle Program, as well as disciplinary
action up to and including termination of employment.
Approved by: _______________________
Charles D. Huff, Village Manager
Docusign Envelope ID: C1835512-8FCE-462F-972B-B0FAD8E85758