ADD-ON LEGISLATIVE ACTION ITEM
SPONSOR: Grover C. Robinson, IV, Mayor
SUBJECT:
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FLORIDA STATE FRATERNAL ORDER OF POLICE, INC. (FOP) POLICE LIEUTENANTS TENTATIVE COLLECTIVE BARGAINING AGREEMENT
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RECOMMENDATION:
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That City Council ratify the Tentative Collective Bargaining Agreement between the City of Pensacola and the Florida State Fraternal Order of Police, Inc. (FOP) Police Lieutenants Unit.
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HEARING REQUIRED: No Hearing Required
SUMMARY:
Contract negotiations began earlier this year between the City and the Fraternal Order of Police which represents the City’s Police Lieutenant employees. The results of these negotiations are contained in the attached Tentative Collective Bargaining Agreement. The agreement was ratified by the membership on September 21, 2021. The final step in the adoption of the agreement is the ratification by City Council.
The significant terms of the proposed agreement are to provide the following pay increases to the members of the collective bargaining unit:
October 1, 2021: All currently employed bargaining unit employees will receive a three percent (3%) wage increase to their base pay up to the maximum cap of $97,011.20. Those bargaining unit members who are at the maximum cap or exceed the maximum cap because of this pay increase will receive the equivalent 3% pay increase exceeding the maximum cap as a one-time bonus.
October 1, 2022: All currently employed bargaining unit employees will receive a three percent (3%) wage increase to their base pay up to the maximum cap of $97,011.20. Those bargaining unit members who are at the maximum cap or exceed the maximum cap because of this pay increase will receive the equivalent 3% pay increase exceeding the maximum cap as a one-time bonus.
October 1, 2023: All currently employed bargaining unit employees will receive a three percent (3%) wage increase to their base pay up to the maximum cap of $97,011.20. Those bargaining unit members who are at the maximum cap or exceed the maximum cap because of this pay increase will receive the equivalent 3% pay increase exceeding the maximum cap as a one-time bonus.
Additionally, on October 1, 2021, Senior Lieutenant pay will be provided and separated out from the base rate and will be a separate pay item that is fully pensionable above and beyond any established pay scale maximums and shall be awarded in five percent (5%) increments at the five (5) year anniversaries of time in grade as a Police Lieutenant.
For the Term of this Collective Bargaining Agreement, final performance evaluations will be conducted annually, as determined by the Pensacola Police Departments’ evaluation cycle feedback milestones.
Summary Point Merit Increase
Rating Range Recommended
Exceeds Expectations (E) 3.50 - 5.00 2% Merit Increase
Meets Expectations (M) 2.50 - 3.49 1% Merit Increase
Does Not Meet (DNM)* 0.00 - 2.49 0% Merit Increase
On October 1, 2021 all currently employed bargaining unit members will begin accruing 24 hours of personal time off (PTO) for each month of service. Additionally those same employees will have the option of carrying over unused PTO as follows: as to accrued leave over 500 hours, a maximum of 250 hours may be banked in an auxiliary leave account to be used for any purpose, and any accrued leave remaining will be placed in the FMLA leave bank. However, the leave payout will not exceed 500 hours upon the employee’s separation from employment with the City.
On October 1, 2021 all currently employed bargaining unit members will have the following three holidays in addition to the holidays already provided: Day after Christmas, President’s Day and Good Friday.
PRIOR ACTION:
None
FUNDING:
N/A
FINANCIAL IMPACT:
The budgetary impact over the three years of the contract is $416,200. For Fiscal Year 2022 the costs associated with this agreement will be $77,400 of which $20,700 for the up to 2% Merit has already been included in the Fiscal Year 2022 Proposed Budget. The additional $56,600 for the 3% increase will be included on a Supplemental Budget Resolution for appropriation to be brought before City Council during the first quarter of Fiscal Year 2022. The additional costs for Fiscal Years 2023 and 2024 will be incorporated in their respective proposed budgets.
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STAFF CONTACT:
Keith Wilkins, City Administrator
Amy Lovoy, Finance Director
Ted Kirchharr, Human Resources Director
ATTACHMENTS:
1) FOP Police Lieutenant Tentative Agreement
PRESENTATION: No end