HomeMy WebLinkAbout2176 FOP Lt. Contract - FY 2019-2022FLORIDA STATE LODGE
FRATERNAL ORDER OF
POLICE INC.
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ARTICLE
SUBJECT
PAGE
1
Recognition
5
2
Management Rights
6
3
No -Smoking Policy
9
4
Dues Deduction
10
5
Work Stoppages
11
6
Stewards and FOP Business
12
7
Non -Discrimination
14
8
Bulletin Boards
15
9
Labor -Management Committee
16
10
City and Departmental Rules
17
11
Disciplinary Action
18
12
Grievance and Arbitration
21
13
Workweek and Overtime
25
14
Uniforms and Equipment
26
15
Physical Fitness
27
16
Working Out of Classification
28
17
Publication of Agreement
29
18
Safety
30
19
Promotions
31
20
General Provisions
34
21
Retirement Benefits
36
22
Family Leave
37
23
Legal Benefits
38
24
Workers Compensation Benefits
39
25
Job Descriptions
40
26
Educational Reimbursement
41
27
Seniority
42
28
Prevailing Rights
43
29
Severability
44
30
Paid Time Off
45
31
Holidays
46
32
Sick Leave
47
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33
Bereavement
34
Insurance
35
Wages
36
Special Assignment
37
Duration
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48
49
50
52
53
I"' E I SI -E
This Agreement is between the City of Sanford, hereinafter referred to as the "City," and
Florida State Lodge Fraternal Order of Police Inc., PERC Certification Number 1840,
hereinafter referred to as the "FOP."
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RTICIIL E °'I
RECOGNITION
Section 1. The City hereby recognizes the Florida State Lodge Fraternal Order of Police
Inc. as the exclusive representative for the purpose of collective bargaining with respect
to wages, hours and terms and conditions of employment for all employees in the
bargaining unit.
Section 2. The certification by the Public Employees Relations Commission in
Certification 1840, and as a result thereof, the City recognizes the FOP as the exclusive
collective bargaining representative for the following bargaining unit:
INCLUDED:
Police Lieutenants (except Lieutenant assigned to the Professional Standards Unit).
EXCLUDED:
Police Chief, Deputy Police Chief, Captains, Lieutenant assigned to the Professional
Standards Unit, Police Sergeants, Police Officers, and all other employees of the City of
Sanford.
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P, TICI1.-E 2
MANAGEMENT RIGHTS
Section 1. Except as specifically and expressly abridged, limited or modified by the
written terms of this Agreement, all of the rights, powers and authority previously
possessed or enjoyed by the City of Sanford prior to this Agreement are retained by the
City, and may be exercised without prior notice or consultation with the FOP.
Section 2. Nothing in this Agreement shall be construed so as to limit or impair the right
of the City to exercise its sole and exclusive discretion and authority on all of the following
matters:
(a) To manage the Police Department and exercise sole and exclusive control and
discretion over the organization and operations thereof.
(b) To determine the purpose and functions of the Police Department.
(c) To determine and adopt such policies and programs, standards, rules and
regulations as are deemed by the City and the Department to be necessary for
the operation/improvement of the Police Department, and to select, manage,
direct, and evaluate all management, supervisory, administrative and other
personnel.
(d) To take such measures as the City may determine to be necessary to maintain
order and efficiency relative to both the work force and the operations/services to
be rendered thereby.
(e) To set methods, means of operations and standards of service to be offered by
the Police Department, and to contract such operations/services to the extent
deemed necessary, practical and feasible by the City in its sole discretion.
(f) To decide the number, location, design and maintenance of the Police
Department's facilities, supplies and equipment. To relocate„ remodel or
otherwise revise operations and facilities as may be deemed necessary by the
City.
(g) To determine the qualifications of all employees of the Police Department. To
select, examine, hire, classify, reclassify, train, assign, schedule, direct, transfer,
promote, demote, discipline, discharge, lay off, retain and manage all employees
of the Department in accordance with city and department policy and procedures
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and Human Resources Manual section 2.71 and FS 447. Routine schedule
changes will normally be given with minimum 7 day notice. The City in its sole
discretion may give less than a 7 day notice for police operational necessity.
(h) To increase, reduce, change, modify or alter the size and composition of the work
force.
(i) To determine the extent of its operations, to determine when any part of the
complete operation shall function or be halted, and to determine when, where, and
to what extent operations/services shall be increased or decreased.
Q) To establish, change or modify employees' duties, tasks, responsibilities or
requirements.
(k) To make, issue, publish, enforce and modify policies, procedures, rules and
regulations as the City may from time to time deem best.
All other rights to manage the Police Department and the operations, functions, and
purposes thereof, which are not recited in or expressly limited by this Agreement are
reserved exclusively to the City.
Section 3. If, in the sole discretion of the City, it is determined that civil emergency
conditions exist, including, but not limited to, riots, civil disorders, hurricane/tornado
conditions, epidemics, public employee strikes or similar catastrophe, the provisions of
this Agreement may be suspended by the City during the time of such declared
emergency (except for payment of wages and benefits hereunder).
Section 4. All applicable General Laws of the State of Florida, the City Charter, City
Ordinances, and those City Personnel Rules and Policies and Departmental Rules and
Policies incorporated herein by reference shall be supreme to this Agreement in all
matters pertaining to or resulting from any negotiations in such areas of discretion as the
City's mission, budget, obligation to its citizens, organization, assignment of personnel,
tasks, duties, responsibilities, or the technology required to perform work.
Section 5. The City has the sole, exclusive right to direct managerial, supervisory,
administrative personnel and any employee covered by this Agreement, to perform any
task in connection with the operation of the Police Department, whether or not normally
performed by the employees within the bargaining unit.
Section 6. The selection and assignment of non -bargaining unit supervisory and
managerial personnel are the sole responsibility of management, and shall not be subject
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to the grievance and arbitration procedures provided in this Agreement.
Section 7. The FOP recognizes that the City and the Police Department are obligated to
comply with all federal, state and local laws, ordinances, regulations, directives, and
guidelines, including such matters as affirmative action and equal employment
opportunity, and the FOP shall cooperate and do all things necessary to facilitate
compliance with said laws.
Section 8. The City shall have the right, during the term of this Agreement, to suspend in
whole or in part or to terminate selected services/operations permanently.
Section 9. Except as otherwise expressly provided in this Agreement, any written rule,
regulation, policy or procedure affecting employees of the bargaining unit in effect prior
to, as well as those issued after, the effective date of this Agreement, shall remain and
be in full force and effect unless changed, modified or deleted by the City. Final authority
to change, modify, or delete any rule, regulation, policy or procedure rests with the City.
Section 10. In recognition of the management rights set forth above, the FOP agrees that
the City is under no obligation to bargain with respect to the foregoing enumerated
management rights during the life of this Agreement. However, the exercise of such
management rights shall not preclude employees or the FOP from raising grievances
should decisions on the above -management rights allegedly violate the terms and
conditions of this Agreement.
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ARTICLE 3
NO -SMOKING POLICY
Section 1. The use of tobacco products at Sanford Police facilities is permitted only in the
designated smoking area outside the police department building.
Section 2. Police department personnel shall not use any tobacco products or smokeless
cigarettes (E -CIG), or vaping devices, or any other similar paraphernalia at any time while
conducting police department business, operating a city vehicle or while in contact with
any member of the public during a police department operation or assignment.
Section 3. Use of tobacco products is permitted during authorized breaks or meal periods.
Personnel shall use discretion so as not to offend any member of the public.
Section 4. All tobacco waste products such as cigarette butts and used smokeless
tobacco shall be disposed of in a lawful, healthy, clean and safe manner.
Section 5. All police officers hired after February 1, 2001, are subject to City of Sanford
Personnel Rules & Regulation, Section 21, Tobacco abstention for Police and Fire
Applicants/New Hires.
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DUES DEDUCTION
Section 1. Any member of the FOP, who has submitted a properly executed written dues
authorization form (Appendix E) to the City may have his/her dues in the FOP deducted
from his/her wages. Dues shall be deducted on a monthly basis, and, shall, thereafter,
be transmitted to the FOP or its designated depository sent to 242 Office Plaza,
Tallahassee, FL 32301. The City, however, shall have no responsibility or liability for the
improper deduction of any dues. Further, the FOP shall hold the City harmless for any
errors in the administration of the dues deduction system. It shall be the responsibility of
the FOP to notify the City of any change in the amount of dues to be deducted at least 60
days in advance of said change. Under no circumstances shall the City be required to
deduct FOP fines, penalties, or non-uniform assessments from the wages of any member.
Section 2. Any authorization for dues deduction may be canceled by the employee upon
thirty (30) days written notice to the City with a copy to the FOP. (Appendix E)
Section 3. When an employee quits, is discharged, or is laid off, any unpaid dues owed
to the FOP will be deducted from the employee's last paycheck.
Section 4. The City may deduct from the payment made to the FOP the following
expenses of administering the bookkeeping system related to the retention and
transmittal of funds:
(a) Thirty-five cents ($.35) per employee for each new enrollment.
Section 5. No deduction shall be made from the pay of an employee during any payroll
period in which the employee's net earnings for the payroll period are less than the
amount of dues to be paid.
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WORK STOPPAGES
Section 1. The FOP, its officers, representatives, agents or members covered by this
Agreement shall not engage in, instigate, or support any strike, work stoppage, slowdown,
or picketing in furtherance of any strike or work stoppage, slowdown or refusal to perform
assigned work. Picketing as used herein shall mean any action which prevents any
employee of the City from reporting to or continuing work or prevents the public from
entering any City facility. Picketing for purely informational purposes shall not be
prohibited.
Section 2. Recognizing that Florida law prohibits the activities enumerated in Section 1
above, the parties agree that the City shall retain the right to discipline or discharge any
employee participating in or promoting any of the aforementioned prohibited activities.
Section 3. It is recognized by the parties that the activities enumerated in paragraph 1
are contrary to the ideals of professionalism and to the Department's community
responsibility. Accordingly, it is agreed that in the event of any violation of this Article, the
City shall be entitled to seek legal and/or equitable relief in any court of competent
jurisdiction.
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ARTICLE
STEWARDS AND FOP BUSINESS
Section 1. The FOP shall be permitted to have one (1) Union Steward, one (1) Alternate
Steward, and the State FOP Representative. The FOP shall provide written notification
to the Chief of Police and the Human Resources Director of the names of the employees
designated as the Union Steward and the Alternate Steward. In the event the Union
Steward is on vacation or is otherwise absent from work, the Alternate Steward may act
as the Union Steward.
Section 2. The Union Steward shall have a total of ten (10) days off annually (without
pay) to attend official FOP functions such as conferences, seminars or other functions not
included or addressed in Article 10, such as grievance or disciplinary hearings; provided,
however, that the Union Steward must strictly comply with the following:
a) The Union Steward must provide the Chief of Police with a written request for the
day off at least 30 (thirty) calendar days in advance.
b) Approval of the request would cause no staffing problems or cause the Department
to incur additional expense.
c) The Police Chief or his designee may approve each request in writing.
d) If the Union Steward cannot attend a particular FOP function due to illness, injury,
or the need to participate in Departmental assignment or training, the Alternate
may attend if he/she strictly complies with this Section; provided that any time off
taken by the Alternate shall be charged to the ten (10) day total available to the
Union Steward.
e) Upon the Alternate Steward's compliance with all of the requirements of Sections
2(a), (b), and (c) above, the Police Chief may, in his discretion, permit the Alternate
Steward to attend a particular FOP function with the Union Steward; provided that
any time off taken by the Alternate Steward shall be charged to the ten (10) -day
total available to the Union Steward.
Section 3. Upon request, the Union Steward may obtain a copy of the agenda from the
City Clerk in advance of every City Commission meeting.
Section 4. Upon the approval of the Police Chief or his designee, the Union Steward, the
State FOP Representative or the Alternate shall be permitted a reasonable period of time
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within which to meet with the Police Chief, the Human Resources Director, or any
Departmental management official concerning a formal grievance or other matter of
interpretation of this Agreement. Under no circumstances shall the exercise of this right
by the Union Steward or Alternate interfere with his/her duties or the duties of any other
bargaining unit employee.
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ARTICLE 7
NON-DISCRIMINATION
Section 1. Neither the FOP nor the City shall unlawfully discriminate against any
employee on the basis of race, color, religion, age, sex, disability, marital status, political
affiliation, national origin, or union membership or non -membership. The use in this
Agreement of the designation "he" in referring to an employee shall mean "he" or "she"
wherever used.
Section 2. Nothing contained in this Article or elsewhere in this Agreement shall restrict
the City or any employee from taking any lawful action to implement equal employment
opportunity and affirmative action.
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ARTICI 1:
BULLETIN BOARDS
Section 1. The City shall permit the FOP exclusive use of the existing bulletin board
located on the south wall in the first floor break room. The FOP shall utilize the bulletin
board for the posting of FOP business and information, as follows:
a) Notice of Union meetings.
b) Notice of Union elections and results.
c) Copies of the Union's constitution and bylaws and amendments thereto.
d) Notice of FOP recreational and social affairs.
e) Copy of this Agreement.
f) Minutes of Union meetings.
g) Names of FOP officials and changes thereto.
h) Notice of dues increases.
Section 2. The FOP shall post no material on its bulletin board which may be
characterized as political (other than FOP local or state elections), which may encourage
insubordinate behavior or which is derogatory or demeaning of City or police department
officials or operations. The FOP shall cause all materials to bear the name or initials of
the FOP official who authorized the posting. A copy of all materials to be posted shall be
provided to the Chief of Police or his designee prior to posting. Materials which violate
the provisions of this Article shall not be posted and may be removed by the Chief of
Police.
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� � ICL 9
LABOR-MANAGEMENT COMMITTEE
Section 1. There shall be a Labor -Management Committee which shall consist of three
(3) members who shall be designated in writing by the FOP and three (3) members who
shall be designated by the City.
Section 2. The Labor -Management Committee shall meet on a quarterly basis on dates
mutually agreed upon by the participants.
Section 3. The sole function of the Labor -Management Committee shall be to discuss
general matters pertaining to employee relations and Departmental operations. The
Committee shall not engage in collective bargaining or resolution of grievances.
Section 4. The Labor -Management Committee may discuss issues pertaining to uniforms
and equipment; provided, however, that the City shall be under no obligation to take any
specific action with respect to any such issues.
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EIREHININE
CITYAND DEPARTMENTAL RULES
Section 1. Upon the execution of this Agreement, the City shall furnish the FOP copies
(one complete set) of existing written rules or regulations pertaining to employer-
employee relations -- i.e., Police Department rules and regulations, personnel rules,
Police Department policy and procedures, and special orders. Should the City exercise
its right to amend or revise any of the foregoing, such amendments or revisions shall be
provided to the FOP. Management and the FOP agree that electronic access to these
documents by Union Stewards satisfies the requirement of this section. A Union
Steward's electronic signature shall not be construed as full FOP acceptance and
agreement of any rule, regulation, policy, procedure, or special order. Union Stewards,
or a representative of the FOP, shall bring any rule, regulation, policy, procedure, or
special order alleged to be in conflict with the Collective Bargaining Agreement to the
attention of Management within 14 days of publication of that rule, regulation, policy,
procedure, or special order.
Section 2. Upon written request from the FOP, the City shall provide the FOP with a copy
of a computer print-out reflecting the names and classifications of the bargaining unit
employees; provided, however, that such written request shall not be made more often
than on a quarterly basis.
Section 3. For the purposes of this Article, State FOP Representative, the Union Steward,
and the Alternate Steward shall be the authorized representative of the FOP.
Section 4. The Union Steward or the alternate Union Steward may be released from duty,
workload permitting, with pay, for the purposes of attendance at grievance meetings
under Step 1 and 2 of the grievance procedure. Any attendance at such meetings on off-
duty time will not be compensated. Only one Union Steward or alternate shall attend the
grievance hearing. Such meeting will not be open to the public.
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DISCIPLINARY ACTION
Section 1. Employees shall be demoted, suspended, dismissed, or otherwise disciplined
in accordance with City and Departmental Policies and Procedures and the Disciplinary
Matrix (Appendix B). Any such demotion, suspension, dismissal, or other disciplinary
action shall be subject to the grievance/arbitration procedure set forth in this Agreement.
Probationary police officers, however, shall not be permitted to utilize the
grievance/arbitration procedure to contest discharge or other disciplinary action taken
during probationary periods.
Section 2. The City shall comply with the procedures set forth in Florida Statutes Chapter
112 (Law Enforcement Officers Bill of Rights) whenever an officer is under investigation
which could result in disciplinary action.
Section 3. All disciplinary action under this Article shall be formal in nature. Formal
discipline shall include written reprimand, suspension without pay, demotion or dismissal.
All formal disciplinary actions shall be documented on a City "Disciplinary Action Record"
form.
Section 4. Notwithstanding the provisions of Section 3 above, nothing herein shall require
any specific number of disciplinary actions to terminate an employee for a first or second
disciplinary offense where such offense is considered a termination offense under City or
Departmental rules or where such offense has resulted in termination of any City or
Departmental employee prior to the effective date of this Agreement.
Section 5. All internal investigations will be conducted in compliance with applicable
Departmental rules and regulations and Florida Statutes. Employees shall receive a copy
of any disciplinary action, which is to be placed in his/her personnel file, at the time such
disciplinary action takes place. The privacy of investigations or disciplinary actions shall
be governed by Florida law.
Section 6. Any employee who is summoned before a Departmental Investigator, or
Internal Affairs Investigator during his/her normal off-duty hours will be compensated at
his/her normal rate of pay (i.e., straight time or overtime, whichever is applicable).
Investigative interviews shall normally be conducted at Departmental facilities. Absent
unusual circumstances, (i.e. military deployment) telephone interviews shall normally not
be utilized during an Internal Affairs/disciplinary action investigation.
Section 7. All employees shall have the right to inspect and make notes of their individual
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records, and no records will be hidden from the employee's inspection. One (1) copy of
the final investigative report will, upon request, be provided to the subject employee at no
cost.
Section 8. Upon written request of the employee, the Chief of Police may permit an
employee to forfeit accrued vacation leave in lieu of a suspension without pay. Utilization
of vacation leave not yet accrued shall not be permitted.
Section 9. Whenever any employees under investigation are subject to interrogation by
the Department for any reason that could lead to disciplinary action under this Article,
then:
a) At the request of any employee under investigation, he/she shall have the right to
be represented by counsel or any other representative of his/her choice who shall
be present at all times during such interrogation.
b) No employee shall be ordered to submit to any device designed to measure the
truth of his/her responses during questioning; provided, however, that there shall
be no restriction on the right of any employee to submit to such device on a volun-
tary basis. An employee's refusal to submit to any device designed to measure
the truth of his/her responses shall not be used against the employee in any
disciplinary proceeding.
c) During interrogations covered hereunder, questions shall be limited to the
circumstances surrounding the allegations which are the subject of the
investigation.
d) The findings of Internal Affairs Investigations shall be labeled as follows:
1. Sustained -- a finding or a conclusion that an allegation is supported by a
preponderance of evidence.
2. Unfounded -- a finding or a conclusion that there is no credible evidence
whatsoever to support the allegation.
3. Not Sustained -- a finding or a conclusion that sufficient credible evidence
was lacking to prove or disprove the allegation.
4. Exonerated -- a finding or a conclusion that the incident occurred, but the
individual's actions were lawful and proper.
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5. Policy Failure — the allegation is true, but the employee was acting in a
manner consistent with Police Department policy. Such a finding may
necessitate a review and revision of the policy as written. A finding of
"Policy Failure" must clearly detail how any particular policy is incorrect.
e) Only "sustained" findings which result in disciplinary action will be inserted in an
employee's official personnel file. Unfounded, Not Sustained, Exonerated, and Policy
Failure findings shall be retained in Internal Affairs files in accordance with the record
retention policies of the State of Florida.
f) The charge of "conduct unbecoming an officer" or "conduct towards the public" or
like charges, shall contain a brief and plain statement of the conduct constituting the
alleged violation (e.g., rudeness to a citizen, reckless discharge of a weapon, intoxication
in the public place, etc.). The charge shall also contain the date and place of the alleged
conduct. If the alleged conduct was directed against a particular individual (e.g., a private
citizen), the name of that individual shall be provided unless there exists a compelling
reason not to name that individual.
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ARTICLE 12
GRIEVANCE AND ARBITRATION
Section 1. Bargaining unit employees will follow all written and verbal orders given by
superiors, even if such orders are alleged to be in conflict with this Agreement.
Compliance with such orders will not prejudice the right to file a grievance within the time
limits contained herein, nor shall compliance affect the ultimate resolution of the
grievance.
Section 2. A "grievance" is a claimed violation of this Agreement, including, but not limited
to, the claim that a discharge or other disciplinary action violated a specific provision of
this Agreement. No grievance will, or need be, entertained or processed, unless
presented in the manner described herein, and unless filed in a manner provided herein
within the time limit prescribed herein. Grievances are limited to claims which are
dependent for resolution upon interpretation or application of one or more express
provisions of this Agreement.
Section 3. Grievances will be processed in the following manner and strictly in
accordance with the following stated time limits:
STEP ONE: The FOP or the aggrieved employee shall present the employee's grievance
in writing to the Police Chief or his designee. The grievance, as specified in writing using
the proper form (see attached Grievance Form at Appendix D), shall be filed with the
Police Chief within ten (10) calendar days of the occurrence of the events which gave rise
to the grievance. The Police Chief or his designee shall conduct a fact-finding meeting
with the Grievant, and his/her FOP representative (if any) within 30 days of receipt of the
grievance. Upon written request the meeting may be extended up to an additional 30
days. Thereafter, the Police Chief shall issue his decision in writing on the grievance
within ten (10) days after said meeting, with copies to the Grievant, the Human Resources
Director, and the FOP.
STEP TWO: Any grievance which cannot be satisfactorily settled in STEP ONE above
shall then be taken up with the City Manager or his designee. The grievance, as specified
in writing in STEP ONE above, shall be filed with the City Manager within ten (10) calendar
days after the due date for the Police Chief's response in ONE above. The City Manager
or his designee may conduct a meeting with the Grievant, and his/her FOP representative
(if any) and appropriate Department managers. If a meeting is scheduled, it shall be held
within 30 days of receipt of the grievance. Upon written request, the meeting may be
extended up to an additional 30 days. Thereafter, the City Manager shall issue his
decision in writing on the grievance, with copies to the Grievant, the FOP, and the
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Department within ten (10) calendar days after the presentation of the grievance at this
Step or meeting as appropriate.
Section 4. If the Grievant is not satisfied with the City Manager's decision in STEP TWO
above, the FOP may request arbitration by hand delivery or by certified mail of a written
notice to the City Manager within ten (10) calendar days of receipt of the City Manager's
written decision. Said written notice of arbitration shall include a written statement of the
position of the Grievant with respect to the issues upon which arbitration is being sought.
Under no circumstances shall the issues to be arbitrated be expanded from the issues
set forth in the original grievance filed as STEP ONE of the grievance procedure. To the
extent permitted by applicable law, the arbitration procedure shall be exclusively reserved
to the FOP.
Section 5. Within ten (10) calendar days from receipt of such notice of arbitration, the
FOP and the City shall meet to select an arbitrator. In the event the parties cannot agree
on an arbitrator, they shall, within five (5) calendar days, jointly request a list of seven (7)
qualified arbitrators from the Federal Mediation and Conciliation Services. The FOP and
the City will alternately eliminate one at a time from said list of names persons not
acceptable, until only one (1) remains, and this person will be the arbitrator. The City and
the FOP will alternate in the right to first strike names in successive arbitrations, with the
strike of the first arbitration panel to be determined by the toss of a coin.
Section 6. As promptly as possible after the arbitrator has been selected, he shall conduct
a hearing between the FOP and the City to consider the grievance. The decision of the
arbitrator will be served upon the City and the FOP in writing. The expenses of the
arbitration, including the fee and the expenses of the arbitrator, shall be shared equally
by the parties. Any party desiring a transcript of the hearing shall bear the cost of its
transcript unless both parties mutually agree to share the cost. Each party shall bear the
expense of its own witnesses and of its own representatives for purposes of the arbitration
hearing. Employees properly subpoenaed and required to appear will be compensated
as hours worked.
Section 7. The arbitrator will confine his consideration and determination to the written
grievance presented in STEP ONE of the grievance procedure. The arbitrator shall have
no authority to substitute his judgment for that of management and/or to change, amend,
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 subject to arbitration or which is not a
grievance as defined in this Agreement; nor shall this Collective Bargaining Agreement
be construed by arbitrator to supersede applicable state and federal laws or City
ordinances or resolutions, except to the extent as specifically provided herein.
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Section 8. The arbitrator may not issue declaratory opinions and shall confine himself
exclusively to the question which is presented to him, which question must be actual and
existing. The party filing the grievance and requesting arbitration shall, at all times, have
the burden of proving by clear and convincing evidence that a specific provision of this
Agreement was violated. The City shall have the burden of proof to establish just cause
in disciplinary cases. Either party shall be entitled to seek review of the arbitrator's
decision in the Circuit Court. The parties agree that the standard of review of the
arbitrator's decision shall be whether the arbitrator had clear and convincing evidence to
establish that the City or the Department violated a specific provision of this Agreement.
Section 9. No decision of any arbitrator or of the City in one case shall create a basis for
retroactive adjustment in any other cases. All claims for back wages shall be limited to
the amount of wages that remain budgeted for the position of the particular employee
involved, less any unemployment compensation and/or interim earnings that he/she
received during the period involved.
Section 10. It is agreed, with respect to the above wages or retroactive adjustment, that
no arbitrator shall have the right to determine that back wages or other retroactive
adjustment shall be awarded for a period in excess of four (4) months prior to the date of
the grievance which is being ruled upon.
Section 11. It is agreed, with respect to this grievance and arbitration procedure, that:
(a) It is the intent of the parties that a grievance must be raised at the earliest possible
time. Any grievance, in order to be entertained and processed, must be submitted
in a timely manner by the FOP.
(b) Grievances not submitted by the FOP in a timely manner shall be conclusively
barred on the merits following the expiration of the prescribed time limit. Such a
time-barred grievance may not be entertained or processed, and only facts
disputed as to timing will be the subject of any arbitration resulting from the matter.
A grievance which is for any reason not the subject of a timely response by the
City or by the Department shall require the FOP to proceed to the next Step, and
failure of the FOP to proceed on a timely basis to the next Step shall bar the
grievance. However, in any grievance proceeding, when the City or the
Department fails to give a timely response, the Grievant shall be given an
additional two (2) calendar days to be added to the time limit required for his next
filing.
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Section 12. Nothing in this Article shall be construed to prevent any employee from
presenting his own grievance at the pre -arbitration Steps (Step one and two) of the
grievance procedure with whomever he wants to represent him. It is understood that
either an individual, an attorney, or the FOP may represent a Grievant at Steps One and
Two, but under no circumstances shall more than one person represent the Grievant at
such steps of the grievance procedure. In the event the City is notified that the Grievant
is representing himself/herself or is otherwise not being represented by the FOP at Steps
One and Two, the City shall so notify the FOP. The FOP may monitor and attend such
grievance steps but may not participate otherwise.
Section 13. Where a grievance is general in nature in that it applies to a group of
employees rather than a single employee, or if the grievance is directly between the FOP
and the Department or the City, such grievance shall be presented in writing directly to
the Police Chief within ten (10) calendar days of the occurrence of the events which gave
rise to the grievance. The grievance shall be signed by one or more aggrieved
employees, the FOP Steward, or a representative of the state FOP. Thereafter, the
grievance shall be processed in accordance with the procedures set forth above;
provided, however, that the grievance must contain the detailed information required in
STEP ONE above.
Section 14. A non -dues -paying bargaining unit employee may avail himself/herself of all
pre -arbitration procedures (Steps One and Two) under this Article. If a grievance is filed
by anyone other than the FOP, the City shall notify the FOP in writing. Such non -dues -
paying bargaining unit employee shall be required to bear the full cost of preparing and
presenting his/her own case.
To the extent permitted by law, access to the arbitration process hereunder is limited to
the FOP.
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WORKWEEK AND OVERTIME
Section 1. The standard payroll workweek shall begin at 00:01 hours on the Saturday
and end at 24:00 hours on Friday. Employees covered hereunder are exempt employees
under the Fair Labor Standards Act and this Agreement, and, therefore, they receive a
fixed salary for all hours worked. The City agrees employees covered by this Agreement
shall be scheduled to work eighty-six (86) hours per fourteen (14) day period.
Section 2. Any bargaining unit member assigned to patrol duties twelve (12) hour shift
shall be entitled to a meal period of one (1) hour. Bargaining unit members assigned to
a ten (10) hour shift shall be entitled to a meal period of forty-five (45) minutes. Bargaining
unit members assigned to an eight (8) hour shift shall be entitled to a meal period of thirty
(30) minutes. Two (2) fifteen (15) minute breaks per shift will be allowed if operational
needs permit.
Section 3. Request to use compensatory time will be made by the employee to the
Section -Captain. The Section Captain shall grant the employee's request if he determines
that there is sufficient manpower.
Section 4. Should an employee die while employed, the employee's estate shall receive
payment for all accrued compensatory time due the deceased employee; provided that
the City receives an appropriate judicial order authorizing the payment of any such
monies.
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UNIFORMS AND EQUIPMENT
Section 1. The City shall furnish the employees covered hereunder such uniforms and
equipment as the City deems necessary for the employees to perform their assigned
duties.
Section 2. A bargaining unit employee assigned to a position in which the Department
requires the wearing of plain clothes shall receive a clothing allowance in accordance with
established departmental policy.
Section 3. Employees covered hereunder shall be responsible for maintenance of
uniforms and equipment provided by the Department. If an employee can establish that
a piece of equipment or uniform clothing provided by the City has been damaged, lost, or
destroyed through no fault of the employee, the Department will replace such piece of
equipment or uniform clothing at no cost to the employee. If an employee is unable to
establish that a piece of equipment or uniform clothing provided by the City was damaged,
lost, or destroyed through no fault of the employee, the employee may be subject to
disciplinary action.
Section 4. The City shall allow officers to install window tinting on assigned take home
city vehicles at their expense. Window tint shall be a non -reflective gray and allow a
minimum 50% visible light transmission, within legal limits, on all windows. Officers are
responsible to keep the window tint in good repair at all times. Window tinting along a
strip at the top of the windshield shall not extend below the AS/1 line.
Section 5. The City shall determine the uniform, clothing and equipment allowance
amounts during the annual budget process each year.
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R .flcIl,E, 15
VOLUNTARY PHYSICAL FITNESS
Section 1. The City and the FOP agree that employees covered hereunder must maintain
a high level of physical fitness in order to safely and efficiently perform their assigned
duties and serve and protect the citizens.
Section 2. Each bargaining unit employee may voluntarily participate in an annual
physical fitness evaluation based on the Cooper Institute's physical fitness standards.
The evaluation shall consist of:
(a) 1.5 mile run.
(b) 300 meter run.
(c) Maximum push-ups in one minute.
(d) Maximum sit ups in one minute.
(e) Sit and Reach.
The evaluation is intended to be conducted in a continuous fashion resulting in a
cumulative score. The evaluation will be administered based on the age and gender
standards established by The Cooper Institute.
Section 3. The evaluation will be given on an annual basis. All evaluations will be
administered in the months of February, March and April (see Appendix C)
Section 4: Those bargaining unit employees who participate in and pass the Physical
FitnessMellness Program may be given greater consideration during the promotional
process.
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R i C IM.,,,,E 1
WORKING OUT OF CLASSIFICATION
Section 1. Bargaining unit employees shall receive pay for working out of classification
in accordance with City Personnel Rules.
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I''RMCLlE 17
PUBLICATION OF AGREEMENT
The City will furnish to the FOP an original and one (1) copy of this Agreement fully
executed by the appropriate City officials. The FOP may make and distribute such
additional copies of this Agreement as it deems appropriate. An electronic copy of the
agreement will also be made available on the City website.
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I"µt°"t'IICL„IF 18
SAFETY
The City and FOP agree that they will comply with all applicable health and safety laws.
The City and the FOP will cooperate in the continuing objective of eliminating accidents
and health hazards.
a) In the event there is an incident of infectious disease contamination in a vehicle, the
on duty Watch Commander shall determine if the clean-up exceeds the ability of the
officer and may take the vehicle out of service for cleaning. All bargaining unit members
shall comply with departmental directives on infectious disease control procedures.
b) The City shall provide a service to change and/or fix flat tires on any police vehicle
that occurs when conducting official city business or duties within Seminole County. Any
other vehicle repairs or service will require the approval of the City Fleet Maintenance
Supervisor or the member's Division Commander. Bargaining unit employees will be
reimbursed for out of pocket expenses for all authorized repairs or services.
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R° 1CLE" "
PROMOTIONS
Section 1. The purpose of this Article is to establish a fair and equitable procedure to
select the most qualified individuals for promotion to Lieutenant.
Section 2. Any police Sergeant with a minimum of six (6) consecutive years of experience
in the Department immediately prior to the promotional examination shall be eligible to
take a promotional examination for Lieutenant if he/she otherwise meets all of the
qualifications for the promotion.
Section 3. Whenever practical, promotional examinations shall be announced and
scheduled at least sixty (60) days prior to the actual examination date.
Section 4. Promotional examinations may utilize a combination of the following as
determined by the Chief of Police or his designee:
(a) Written tests; or
(b) Oral board examinations; or
(c) Interviews with the Chief of Police and Command Staff; or
(d) In basket; or
(e) Role-playing; or
(f) Tactical plan; or
(g) Operational plan; or
(h) Any additional or combination of the foregoing.
Section 5. At the time of announcement and scheduling of a promotional examination;
(a) The Department shall announce the date and place of the examination;
(b) The method by which examination scores will be determined;
(c) Cut-off scores (if any) for various sections of the examination;
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(d) Type of examination (written test, oral examination, assessment, etc.);
(e) Eligibility requirements (i.e., other than those set forth in this Article); and
(f) Sources (other than practical experience) from which examination questions
may be drawn; and reference material and/or study guides which will assist
applicants in preparing for the examination.
Section 6. Evaluation: Captains and Lieutenants who have directly supervised or
personally observed the work performance of the candidates at any time during the last
two (2) years will assess each candidate based on the following: Leadership and ability
to work as a part of a team; Initiative and problem solving; decision making and self-
confidence; community policing; and interpersonal skill.
Section 7. Oral board testing, interview, and role-playing or other components of the
promotional examinations will be determined upon the selection of an outside testing
agency. All material related to the testing process will be made available as outlined in
Section 5.
Section 8. At the conclusion of a promotional examination, the City Human Resources
Director will establish an eligibility list by ranking of scores. These scores shall be ranked
from the highest to the lowest. The Police Chief reserves the right to select from any
employee on the eligibility list to fill the promotional vacancy (vacancies); provided,
however, that any employee so selected must have attained a passing score of 70 or
better on the promotional examination. The promotional (eligibility) list shall be valid for
twelve (12) months, but may be extended by the City for a period not to exceed an
additional twelve (12) months.
Section 9. No employee shall be eligible for promotion unless;
• He/she has been ranked overall "Meets Standards" or higher on his/her last two
(2) Performance Evaluations.
• No employee shall be eligible for promotion if he/she has received formal
disciplinary action for an incident occurring within twelve (12) months prior to the
actual appointment (promotion).
• No employee shall be eligible for promotion if he/she has not achieved a minimum
cumulative score of 50% or higher on the most recent physical fitness evaluation
set forth in this Agreement (See Appendix C).
• Employees must file written intent to take a promotional examination within
fourteen (14) days of the announcement of the promotional examination. Failure
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to file a written intent of taking the examination in a timely manner shall result in
disqualification.
• For the purpose of this Article, the date of announcement of promotional
examinations shall be the date on which the announcement of promotional
examination is posted on the Departmental bulletin board on which EEO, Workers'
Compensation, and other state and federally mandated notices are posted.
• After announcement of the test date, those participating in the testing process may
request to be off-duty, and the City shall attempt to accommodate all such
requests. Those who wish to participate in the testing process but do not request
to be off-duty may be permitted to participate in the test on -duty, workload
permitting and subject to the operational needs of the Department.
Section 10. Education; Those applicants wishing to take the Lieutenant's exam must
have completed their Bachelor degree or have obtained their Associate in Arts or Science
Degree from an accredited educational institution and have a minimum of six (6) years of
active law enforcement experience. The parties recognize that the Police Chief, in his
discretion, may consider additional educational attainment (along with other factors) in
making his selection for filling a promotional vacancy for the position of Lieutenant.
Section 11. If a valid eligibility list exists, a promotional vacancy may be filled at the
discretion of the Chief of Police from the promotional list, unless the Police Chief
determines the candidate's promotion is not in the best interest of the Department or the
City. The Chief of Police may open the selection to candidates outside of the organization
or choose not to fill the position. The Chief of Police may choose not to fill the position
due to budgetary considerations.
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ARTICLE 20
GENERAL PROVISIONS
Section 1. Residency - Employees covered hereunder are required to timely respond to
emergency situations. Therefore, as a condition of initial hire and continued employment,
employees covered hereunder shall comply with current Police Department policy relating
to residency and timely response to emergency situations. Failure to comply with this
Section shall result in termination of employment.
Section 2. Outside Employment - Upon the approval of the Chief of Police, an employee
covered hereunder may accept and be employed in an off-duty job which is not in violation
of federal, state, or local laws and is not in conflict with ongoing law enforcement
operations or activities. The employee must complete an off-duty employment request
and submit such request through his/her chain of command. The request will be approved
or disapproved within seven (7) days.
Section 3. Personnel Records - Any employee shall have the right to include in his/her
official personnel file his/her sworn statement and/or sworn statements from witnesses
addressing any material he/she considers to be detrimental. The City shall keep only one
official personnel file for each employee covered hereunder. This shall not restrict the
Department or individual supervisors from maintaining working files on the employees
covered hereunder; provided, however, that items contained in such working files shall
not constitute official action (e.g., formal disciplinary action) unless they are also included
in the employee's official personnel file.
Section 4. Off -Duty Details - All requests for uniformed off-duty security work will be
handled in accordance with current policy (P&P 01-46, effective 08/01/2006). The rate of
pay for uniformed off-duty security work will be as follows:
Detail Rate (A — Local Non -Holiday) — The officer will receive a minimum of Thirty -Five
Dollars ($35.00) per hour, with a minimum of four (4) hours for all local non -holiday details.
Detail Rate (B — Local Holiday) — The officer will receive a minimum of Fifty Dollars
($50.00) per hour, with a minimum of four (4) hours for all local holiday details as
recognized by the City of Sanford.
Detail Rate (C — Out of County) — All out of county detail rates are varied, dependent upon
vendor pricing and originating agency. All out of county details will be paid at the set
vendor pricing minus the administrative fees assessed by the city based on current
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practice.
Section 5, Funeral Detail - In the event of an "in line of duty death" of a police officer, the
Police Chief (or his designee) may designate one or rnore employees covered hereunder
to represent the City of Sanford Police Department at the funeral services. Any employee
so designated shall be allowed time off with pay and shall be provided with transportation.
Where the Police Chief designates one or more employees to attend funeral services at
a location more than one hundred fifty (150) miles from Sanford, the Police Chief may
authorize payment of overnight lodging and food expenses (if it would be unreasonable
for the employee or employees to return from the funeral within the same day).
Employees attending such funeral services shall wear their Class A uniforms.
Section 6. Probationary Period: Employees who are promoted to Lieutenant will be on
probation in that classification for a period of twelve 12 months. The Police Chief, in
his/her discretion, may extend this twelve 12 promotional probationary period for a
maximum of three (3) additional months if he/she feels that such additional period is
warranted in order to attain acceptable job performance. In the event the Police Chief
extends the aforesaid twelve 12 month probationary period, he shall provide the
employee with a letter stating the reasons for such extension. During this twelve 12
promotional probationary period and any extension thereof, the employee may be
returned to his/her former classification and pay without recourse to the grievance and/or
arbitration procedure hereunder or any other City procedure if the Police Chief determines
that such employee is not meeting the requirements of the classification to which he/she
was promoted.
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RETIREMENT BENEFITS
Section 1. The City shall continue to provide the employees covered hereunder with
retirement benefits pursuant to the retirement program presently in effect. The City will
abide by all ordinances and statutes governing the City's retirement program.
Effective October 1, 2017, all new hired employees shall be enrolled and participate in
the Florida Retirement System (FRS) retirement plan on the terms and conditions of such
plan. Employees hired before October 1, 2017 may elect to remain in the City of Sanford's
Police Officers Retirement System or transfer to FRS in accordance with applicable rules.
Section 2. Effective October 1, 2017, the multiplier for service under the City of
Sanford's Police Officers Retirement System shall be 3.0% for all service on or after
October 1, 2017. Employees in the City of Sanford's Police Officers Retirement System
shall contribute 6.1% of their gross pay for service on or after October 1, 2017.
Section 3. The City and the Union mutually agree that all Chapter 185 excess premium
tax revenues accumulated and received in the future shall be used to reduce the unfunded
actuarial liability of the City of Sanford's Police Officers Retirement System pension plan
as long as such liability exists, and thereafter shall be applied to reduce the City's annual
required contribution to the plan.
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FAMILY LEAVE
Family leave benefits will be governed by the provisions of the "Family and Medical Leave
Act of 1993" and any applicable City Personnel Rules.
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AR 1"U'''O" L E 23
LEGAL BENEFITS
Employees covered hereunder shall be governed by existing City policy and practice
concerning defense of lawsuits and payment of judgments.
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WORKERS' COMPENSATION BENEFITS
Workers' Compensation benefits shall be governed by existing state law.
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INVIEMIM
JOB DESCRIPTIONS
Upon the execution of this Agreement, the FOP may request copies of all current job
descriptions for positions covered hereunder and those copies shall be furnished to the
FOP. Should any job description subsequently be amended, a copy of such amended
job description shall be provided to the FOP. Nothing herein shall restrict the City from
amending any job description to include additional duties reasonably relating to or
supportive of law enforcement.
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ARTICLE 26
EDUCATIONAL REIMBURSEMENT
Reimbursement for educational expenses shall be governed by current City rules and
regulations.
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ARTICLE 27
SFNIORITY
Section 1. Seniority for the purpose of paid time off accrual shall be defined as the length
of continuous service in full-time City employment and will continue to accrue during all
types of leaves of absence with pay and other leaves if specifically provided in this
Agreement.
Section 2. Selection of paid time off schedules shall be in accordance with current policy
and practice.
Section 3. Shift assignments, assignments to specialized units or positions, and transfers
will be made at the discretion of the Police Chief, who may consider factors other than
seniority, e.g., manning requirements, special skills, training, and/or rank. Where the
Police Chief determines that manning, skills, training, rank, and other operational
requirements are met, he shall utilize seniority within job classification (if applicable) or
seniority within the Department to determine which employee receives a particular shift
assignment, assignment to a specialized unit or position, or transfer. Nothing contained
in this paragraph shall be deemed to create a "bid" system for shift assignments.
Section 4. In the event the City determines that there is the need to lay off employees
covered hereunder, this shall be accomplished in accordance with the most current City
of Sanford Personnel Policies and Procedures. The Department shall utilize the current
City policy regarding the order of layoff and eligibility for recall.
Section 5. An employee shall lose his status as an employee and his seniority if he/she:
(a) Resigns or quits.
(b) Is discharged or terminated.
(c) Retires.
(d) Has been on layoff for a period of one (1) year.
Section 6. No employee shall be entitled to City benefits (or accrual of such benefits)
while on layoff status.
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NRTIQI._E 28
PREVAILING RIGHTS
The rights, privileges, and working conditions of employees covered hereunder shall be
limited to those specifically set forth or incorporated by precise reference in this
Agreement. The FOP and the City specifically agree that, to the extent that this
Agreement reduces, increases, or otherwise alters any right, privilege, or working
condition under pre-existing City or Departmental rules and regulations, such rule or
regulation shall be amended to conform with the provisions of this Agreement.
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JARTICLE 29
SEVERABILITY
Section 1. If any Article or Section of any Article of this Agreement shall be found invalid,
unlawful or not enforceable by reason of any existing or subsequently enacted legislation
or by judicial authority, all other Articles and Sections of this Agreement shall remain in
full force and effect for the duration of this Agreement.
Section 2, The City and the bargaining unit acknowledge that during the negotiations
which resulted in this Agreement, each had the opportunity to make proposals with
respect to all matters which are normally subject to collective bargaining under applicable
law. The parties agree that the provisions of this Agreement and any items which are
incorporated in this Agreement by specific reference constitute the entire agreement of
the parties.
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ARTICIJIE 30
PAID TIME OFF
Bargaining unit employees shall accrue and use Paid Time Off (PTO) leave in accordance
with City of Sanford Personnel Rules and Regulations and the schedule below.
Unscheduled leave incidents shall be as defined in the City of Sanford Personnel Rules
and Regulations, except that discipline related to use of leave, absences, and tardiness
shall be administered in accordance with the Department's Discipline Matrix.
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Hours
Years of
PTO Hours
Carried
Hours
Employee
Service
Earned
To Next
Converted
Group
Effective 10/1
Fiscal Year
To Cash*
Police Lieutenants
Up to 1
210
32 max
N/A
1 -4
234
36 max
N/A
5 - 9
274
52 max
N/A
10-19
314
52 max
56 max
20 and greater
362
104 max
56 max
l.....®. , ................. ...
........
I... ......... -- -
f -
i ._...................... _... --- - --1
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HOLIDAYS
Holidays for bargaining unit employees shall be administered in accordance with City of
Sanford Personnel Rules and Regulations.
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SICK LEAVE
Employees covered hereunder shall be entitled to sick leave benefits in accordance with
the current sick leave provisions of the City of Sanford Personnel Rules and Regulations.
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live"I,,,IC L E 33
BEREAVEMENT
Employees covered hereunder shall be entitled to bereavement benefits in accordance
with the bereavement provisions of the City of Sanford Personnel Rules and Regulations
in effect on the effective date of this Agreement.
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I IICOLE 34
INSURANCE
Section 1. Employees covered hereunder shall be entitled to the same health insurance
benefits as are applicable to other City employees.
Section 2. Employees covered hereunder shall be entitled to the same life insurance
benefits as are applicable to non-public safety employees under the most current City of
Sanford Personnel Rules and Regulations. To the extent that there exists a statutorily
mandated death benefit for police officers, such benefits shall be separate and apart from
the aforesaid life insurance benefits.
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WAGES
Section 1.
A. FY 2019-20. Effective and retroactive to the first full payroll period after
October 1, 2019, bargaining unit employees will receive the salary increase reflected in
Appendix A for FY 2019-2020.
In addition, as soon as in practical following ratification of this agreement, each member
will receive a one-time, lump sum increase equal to $500.00 which will not be added to
their base pay.
B. FY2020-21. Effective the first full payroll period after October 1, 2020,
bargaininq unit employees will receive the salary increase reflected in Appendix A for FY
2020-2021.
In addition, as soon as in practical following October 1, 2020, each member will receive
a one-time, lump sum increase equal to $500.00 which will not be added to their base
pay
C. FY 2021-22. Effective the first full payroll period after October 1, 2021,
bargaining unit employees will receive the salary increase reflected in Appendix A for FY
2021-2022_
D. Personnel promoted to Lieutenant after the ratification of this agreement
shall receive compensation as outlined in Appendix F to this contract.
E. Educational Incentives are added to base salary:
Associate - $ 500 per year
Bachelor - $1000 per year
Master - $1500 per year
Section 2. The wage increases described in above shall be the only wage increases of
any kind for Fiscal Years 2019-2020, 2020-2021, 2021-2022. Any wage increases after
September 30, 2022 shall be limited to whatever wage increase (step plan, bonus, wage
increase, market adjustment, etc.) is specifically negotiated by the City and the Union.
Section 3. Should the City Commission approve a lump sum (holiday) bonus for all City
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employees, the bargaining unit employees covered hereunder shall be eligible to receive
such lump sum (holiday) bonus.
Section 4.
A. Employees covered hereunder are exempt employees under the Fair Labor
Standards Act and this Agreement, and, therefore, they receive a fixed salary for all hours
worked. The parties agree that should the City pay the employees covered hereunder
(or any of them) any amount beyond their fixed salary, such payment shall in no manner
alter their status as exempt employees.
B. As soon as is practical following City approval of this agreement, each bargaining
unit member shall receive $10.00 per pay period for a total of $260 per year in recognition
of their obligation to receive all work related calls whether from within the Police
Department or from external parties, including outside of their regular schedules.
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SPECIAL ASSIGNMENT PAY
Section 1. The Police Chief may designate an employee to be an official Departmental
interpreter. Said bilingual employee shall request in writing to the Chief of Police to
become an official Departmental interpreter. All Department interpreters must pass a
departmentally approved language fluency test. If the Chief of Police designates an
employee to be an official Departmental interpreter, the employee shall receive twenty
dollars ($20.00) per pay period (bi-weekly). No employee shall be entitled to the aforesaid
additional pay unless he/she has been designated an official Departmental interpreter by
the Police Chief in writing.
Section 2. . The City agrees to supplement those bargaining unit employees with a one
hundred dollar ($100.00) monthly shift differential who are permanently assigned to
Midnight Shift Patrol.
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ARTICI ,E 37
Section 1. This Agreement shall take effect on upon ratification by the FOP and approval
by the City Commission and shall be effective retroactive to October 1, 2019 and shall
remain in full force and effect until and including September !,
, 2022, when all of the
provisions contained herein shall automatically terminate,
Section 2. The parties agree that this
Floridaagreements covering Fiscal Year 2017-2019.
Section 3. Any notice to be given by the FOP under this Agreement shall be given
registered or certified mail to the City Manager, City of Sanford, 300 North Park Avenu
. notice to be given under
FOP shall be hand -delivered to
any officer of the FOP or shall be mailed
State Lodge Fraternal Order of Police, 242 Office Plaza, Tallahassee, FL 32301. 1
CITY OFSANFORD FRATERNAL ORDER OF POLICE
BY'.
L
�mVil �IV
01
cert parte, Jr. Borg Ha hiJ a
Cit snag P State Staff Representative
Michael Ti ano
FOP Lodge #140Union Steward
FPDOCS
APPENDIX A
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..m
....
.......... ..... _................
Last Name
First Name
Middle Initital
FY 202D A inual
FY 2021.Animal
..
_.
......
JUSTINIANO
PETER
$ --71,283.75
67,252.70
$
69,942.80
$ 72„041.09 111,
- --
FRANCIS
MIGUEL
A$
- -
$......
......
74,135.10
-
76,359.15
MCCOY
STACIE
J
$
74, 370.17 ...
$.
77.344.98
$ 79,665 33
.....723.
TIMPANO
MICHAEL
A
_
-$
_._......
69.
....�.75.�...24 -
--
72, 547.53
$ .............74 723.95
PILLEN
JUSTIN
P
$
77,089.93
$
80„„173 53
82„578.73
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APPENDIX B
I. Purpose
The purpose of the discipline matrix is to establish guidelines for police supervisors and officers in
determining a recommended level of discipline including, but not inclusive to, each of the infractions
identified in the matrix. The matrix is to be a guideline based on the general principles of progressive
discipline. There may be instances where the matrix does not address a situation or related facts and where
discretionary authority will be used to determine the proper discipline.
Il. Complaint and Investigation
Upon receipt of a complaint against an employee, the established disciplinary procedures will be followed.
If, at the conclusion of the investigation by the Office of Professional Standards the complaint is sustained,
the recommendation for disciplinary action shall be based on this matrix
III. Presentation of Disciplinary Decision
When the OPS report has been submitted through the chain of command, the Chief of Police will make the
final determination on the discipline to be given to the employee.
IV. Discipline Decision Maker
In making a determination of discipline, the Chief of Police shall consider the following:
• Severity of the infraction
• Employee's past "sustained" violations (Progressive discipline shall be awarded for
similar violations)
• The discipline matrix
In all instances, the Chief of Police has the discretionary authority:
• To increase or decrease disciplinary action up to and including termination for
egregious violations regardless of the standard established in the matrix.
• To determine the proper discipline for infractions that may not be listed in this matrix
consistent with the guidelines as outlined here.
V. No Precedent Established
Furthermore, the implementation of a level of discipline in a particular case will not establish precedent for
future action for similar violations.
VI. Aged Disciplines
- 55 —
FPDOCS
FP 36541619.1
- 56 -
FPDOCS
FP 36541619.1
Previous disciplinary action against an officer will generally not be considered if the last
disciplinary action is ten years or older. Previous disciplinary action regarding
traffic crashes
will generally not be considered if the last disciplinary action is five years or older.
R&R
_ ......... - - -
Title
Suggested
Number
Discipline
Level
100-1
Forma..._
N/A
100-2
Chief of Police
N/A
0 3
Act i Chief of Pol � � c _.... ---. .._,
N/A
100-4
......
Command Staff _
_N_ /A
100-5
_Chief's
Sanford Police Department Sit I'Visory Staff
p 1 '"
N/A
100-6
.. ..........................._.._
Commanding Officers _
N/A
10 0 7
.... _ _ ..
n��erior Officers -- - -
N/A
---- ..
.
100 8
.......
-
---
ISLipervisors ....... _ ._....
N/A
-- -
100-9......._„-----
mbers __
Duties of a tvdsory Me_--
N/A
-
100-10
----
Duties of Non-SLipervisot yr Members ,,,
N/A
100-11
....
Slit cial Officer
N .
100-12
Command Protocol -
N/A -
10 13
_ -
Anti111111- Nebo l�I sI'll
N/A
100-14
_
Prohibited Relations; A) Supervisor and d Subordinate
A) 3
B) Two l� tt�11...1:�t tiflcayees ���� --
B) 2
...
100-15
__ .......... _
Oath of Offi1111- e _ --- .......
, N/A
...200-1
..
1ce
Standards o.,— -----
f Conduct ----
3 ......
_
200-2
-- ....._.. .......... ...._--------. .. .....
Assistance _
1
200 3
...
_ _ _ _
Ge..... al Ronsibilities ..._....
1
200 4
-
- ...... ....... __
Dtuly� Responsibilities/Assignments -
2
--- _
_......._ ....
200-5A
_
Substandard Performance (In o � telence _
_ 3
200 SB+ttb
..............- _.l
standard Performance (Carelessness)
, - _
2 _ --
.... _..._
200-6
_
.... ....__ ........ ...... .........
Insubordi11nation
4
- -- _
200 7
-111 111 11. ..._.
Knowle�lc and Obedience of Laws and R� gnlations
...
2
-
_---
200-8
Reporting Violations of Laws, Ordinances, Rules, or Orders by
3
_Members or Emplo ;es _
----
9.
1 facers
Conduct Toward Superior or Su
Subordinate Officers 1111.._
2 ... ---
....200 � ��-
2
_
... 1111...._,
-- - --
. ......1111_
200-11
........ _ _
Mannerof Isstjin Orders
1
-
200 12
- --
Obedience to Unlawful Orders ___
2
2-66--13.................
Obedience to Ute. ust,_Unreasona ble, or I nIirrol�er Orders
1 1111.--
00-14
2-
m.........--
-
Conflicting Orders -
1
--
_
200-15
1111..
_.
���;asto na ul, l must, or Ir.... -ger Orders
lie porl.^ and .. i.k......
1
20016
G�1ts, Gratuities, Loans, Soliciting, Etc„
2 --
200 17
.._.
Acceptance .......... ..._m..
.ltat of Gifts, Gratuities,. Fees, Loans........... --
3 --
- 56 -
FPDOCS
FP 36541619.1
200 18 ............
0-
~ Gifts from Certain Classes of Citizens _._ 1111......
3
, 1111....
0-
200-19
_1111.
Rewardmm... 1111.......
s2
200-20
Disposition p� �sitiGratuities,- -
-
200-21
__
Free Admission and Passes ��mm ....�
2
200 22
........__
y .._
Cit Ethics Policy, Code/Canons of Police Ethics
Do Not
_ _ . m ...... .......
Charge
-
200-23..
Sexual........_...--- .-._..... ........
or Racial Harassment _, .- ......... -
-
3
-
300-1 1--.
_
ited Activity on Duty, 1-8
Prohibited
3 ........
._.._,__ ...._.
300-2
........,--
National Colors and Anthem -_.._
1
.....--.....
300-3
-- _ .. ......_._._.._.......
Roll Call ----
....._.--
1 ...... ......
_.
300-4Relief
__...... -
� ...........
---
1
-
_ _
300-5
---_
.__ .- - -- ----- - ......... ........ � �� . ��. ,.........
Meals1
---
300-6
- -
.....
Repo ting _ -- .. __
mm
1 ..
300-7
from Duty __...
2 .
300- 8 --1.111_
_Absence
Physical Fitness for .Duty -
Do Not
_ _......................
- -
C�aag ..w... .
_, -
300-9
Drtags
Conaaasation of Intoxicants and.........._ ----_....
3 . -
-
300-10
Smoking and Use of Tobacco Products on Duty; A) Prior to
A) 2
02/01 • B) After 02/0..1...... . ......... --- ������� --
B.) 3 1111..
- -- .
300-11
Presence at Unauthorized Places
2
300 12
. _. 1
Marital Status, Address and Tele �l���ne Numbers --
1
-
300-13
.......a _
Resideilc Requirements
1
- - -- -.
. --
300 14
111.1....._ ___ -
11
Work Stcapp�agcs Prohibited
Strikes.... Wor ......... _..... _
3 -._.
300-15
larapartial Attitude and act_i_ons ....
2
_-
,...._ _._
300-16
g 1� ...
ll Persons
Lost 1 lei fess 1�1 ured or I __ ....
2
---
300 17
_Carmen mfor
Availability When on Duty _ _.. _ 11,,,11,
"...........
2
__._ �......
300 18
_ _
p ... g -----_ - -.._
Responding to Calls_
_.-
2
300 19 .
_
Com �e rrs�ataon for D�a�a��a des Sustained
i may'- on Duty w� _ 1111..._
---..
1 .. ®.. .
300-20
_ ...r ... .� 1111._ ---. _
Reporting Sick Time
3 _
30...........
0 21
Unauthorized Use of City Eclui�iaaacrat
Unauth....m __._._
3 --- _
........----------
400-1
40.0..1..
.__.. _ - —= .---
l..lti.11l�a�ieait and ppcKaraaa c
2 1111
..-
400-2
..._Uniform, ...m......... --- e ........
Hair Styles les --
1
--
-_..
400 3
-
......,
Wearing the Uniform --- . � n , , ...
__.
I
_ 1111..
_1111..
400-4
_._ ._
Issued Leather ................. 1111.._ _ � ........._
r
1
--
400-5
----..._
.........
Manner of Dress On-Duty
1
_1111..
400-6I'll
Civilian Clothing. Manner of Dress
1
400-7
Firearms with theD¢nent.
...__
2 .. 1111..
_Regastedng
400 8
Off-Duty Firearms s Police Identification rearmand Pce ifiion _ .........
2 .......
. .
400 9 1111
...
Firearms -Display and Disc NiKaa ge
- _ _
3
... l0
Use of I►ract Welo�s and Chemical ncnt ..
2
_ _
400-11..........._
. _
Alteration of Firearms and Ammunition
2
400 12
_ _
_ _
Ec ui )inent Required on �.........�... _ _- .._ .- ._
_� .�_1111 cats
._
- 57 —
FPDOCS
FP 36541619.1
500-1
Dei�attr���rtt Pr��rtyBu>ldttt
fan ��ii�ment.......
2 . ...
500-2
Care of Department �s ........_. _.
2 ...... .........._
....,,..._
500-3
.......... Maintenance
1
500-5
Surrender of [.��e 1. ar tt' vent P� rt'
Civil
------
500-6
Safe Drivingli ce Vehicles
a.
500-7
Repair of Vehicles by Private Concerns2
500-8
Trai, g
1
500-9
__—
Management Prerogatives, Department Assigned Equipment
Not
yy
500-10
Departing, rtt. Telephones
2
-- -
500-11
' Required
License l��,c
Valid Drivers Lice
2 _
-500-1.�.�...�..-,__
..�......_ -
Use of City Equipment While Participating in Public
3
Demonstrations -- _
-
600-1
— ..... --
Restrictions
1
600 2
orwardii Communications To 1 [that Commands
F...._ _
2
_..._ . .
600.3.,....__
—
�`"'�"t�nd�ntA re ' e Of)
�. 3 ss�1 a��,���rtt. s.... ...., �.
�w....
1
600-4
_ _
... — .._
Radio Di ij lme _ _
2
-
-
700-1
...._ _.......
In� __
j
Death or Serious Injury.-.-
_. ...
2-
--
700 2
g
Non Serious l���� ___. �...
. ..,.,_
1......m..
700-3
�.u�.....ry
Notification of Family
1 . IT
_
0 1
_. ._
Invests at>,ons ®...,,_
2 mm _
800 21111-1-
m .....
3., ... _
800-3
_Arrests _ .....
Reporting Cr °. : -
p g iminal Information
2, B)
A) ) 2; C)
)
3
800-4
Transtttu� mm
�� n...l ...Pr>soners
2
_
Force.. _ __
3
-._ ......
800-6
Resistitw, Arrest Charges
2
800-7
None
N/A _ ..
80_0-8
mm......... _, ......... A.....
None _ __
N/A
800-9 ...__
--- .__ ........
on as Police Officer
Identification —
2 —
80 10
_
False lzel)o t and Bookings
3
81- ... .,..
00-11
.... ....
None
N/A —_..
.....
800-12.....
.. ......
Security of i_�e artt�iew B. _
Business
1
13
800-13
Comproniisi nCriminal and Administration Cases
3 _ _
00
8 0 14
Recommend.. Attorne sand Bail Bond Brokers Prohibited
y.........__ e
3
800-15
.Attorneys
...._
Acttrig as Bondsmen Prohibited
3
00-16
Dismissal of Chat by Officers
2
"I
80 17
� _.
_ _
Releasita Arrested Persons Without Bail
...._ _ .__ ......._ __._ . _—
2___
_. ,
_
0-1
900
_. Testi
' Testimonials
Commercial . . . . . ............. . ----------- . . .......
1
—
9...
00 2 ......._
_
Off Dut f and Extra-�ttt Emco tint .._
y yX l y
3-
900-3
Political Activities
1
-58-
FPDOCS
FP 36541619.1
900-4
Personal Preferment
3
900-5
Conduct Toward the Public
3
1000-1
Court Appearances and Acceptance of Subpoena
2
1000-2
Testifying for the Department
I
1000-3
Departmental Investigations: Testifying
2
1000-4
Truthfulness
4
1000-5
Civil Cases
2
1000-6
CourtAttendance While on Duty
2
LEVELS OF DISCIPLINE
• Training, counseling and other non -disciplinary actions listed below are included in all levels of
discipline; however, none are a form of formal discipline.
Corrective Action Options - Non -disciplinary
• Remedial training and/or
• Education and/or • Verbal Counseling and/or
• Voluntary restitution and/or
• Psychological Services and/or
• Other non -disciplinary action and
• Notation in Annual Evaluation (PMP)
A. Level 1
1. Description
(a) First occurrence of minor violations
(b) Repeated or similar misconduct enhances the 2°d violation to level 2
2. Discipline Options
(a) Corrective Action Options - Non Disciplinary
B. Level 2
1. Description
(a) First occurrence of Level 2 violation
(b) Enhanced violation from Level 1
(c) Repeated or similar misconduct enhances the 2°d violation to Level 3
2. Discipline Options
(a) Written Reprimand
C. Level 3
1. Description
FPDOCS
FP 36541619.1
-59—
(a) First occurrence of Level 3 violation
(b) Enhanced violation from Level 2
(c) Repented or similar misconduct enhances the violation to level 4.
2. Discipline Options
(a) 8.6 hours to 96.6—hours suspension without pay
D. Level 4
1. Description
(a) First occurrence of Level 4 violation
(b) Enhanced violation from Level 3
2. Discipline Options
(a) 96.6 hours to 172 hours suspension without pay or
(b) Demotion
(c) Termination
.M
FPDOCS
FP 36541619.1
APPENDIX C
New Cooper Age and Gender Base Standards for Law Enforcement
Dynamic Strength (One Minute Sit Ups) Males % Category
-20 20-29 30-39 40-49 50-59 60+
62+ 55+ 51+_ 47+ 43+ Superior
62 55 51 47 43 39 r oar;
// ... / ,,w. �. -_�_ ail//�/,�.,1//i///�//%43�. ..._ _....�. �,� �_ �%JJ� r/
n
52
Excellent
51 47 43 39 35�Sbj°
30
50 46 42 37'-33 28
48 45 41 36 31 26
48 44 40 35 30 24
.. . . . . ......... . . ------
47 42 39 34 28 22
777-
32 27
21
46 41 37
45 40 36
20
Fair
42 39 36 30 25
19
— - - --- ---- ----
'An
41 38 35 29 24 19
-777
Y,
39 37 33 28 22
98 5
. . ... . ............. . . . ........ . . - — . .....
38 35 32 27 21 17 i Poor
. ......... ... . ... . . ....... — ------ -- -- - ----- - -------.... . ... .... .... . . ....... . . ....
37 35 31 26 20 16 25 a
.... . ... . ..... . .. . .. ....
36 33 30 24 19 15
7 7
'7- ///,—"''//-'1-'7 . . . . . . . . . . 7=
. .. . . . . .
34 32 28 22 17
33 30 26 22 15
. ....... ..... Very Poor
M
27 27 23 17 12
-27 -27 -23 -12 -7
Total n = 4,471
Resources: The Cooper Institute of Dallas, Texas
FPDOCS
FP 36541619.1
New Cooper Age and Gender Base Standards for Law Enforcement
Dynamic Strength (One Minute Sit Ups) Females % Category
-20 20-29 30-39 40-49 50-59 60+
. . .. .......
55+ 51+ 42+ 38+ 30+
ni Superior
55 51 42 38 30 28
54 49 40 34 29
2 Excellent
. .......... ..
49 45 �8 25
46 44 3129 24
40 42 33 28 22 1
38 41 32 27 22 1
Good
37 39 21 12 65
36 38 29 24 20
35 37 28 23 19
. .........
34 35 27 22 17 8
- — -- - _- . . . . ........... . . . ..... Fair
34 34 26 21 16 8
"
20 �4
32 32 �4 6
Ov,
wl
30 31 24 19 12
29 30 22 17 12 Poor
.. . .... . ......... . . . ........ . . ....
29 28 21 16 11
28 24 20 14 10
A_
a. .. . ....... . -
. .. ........ ... . .
27 23 18 13 7 2
25 21 15 10 8 . ........ . 1 'If Very Poor
— - -- - ----------- - — -----
11 7 5 0
25 18
-25 -18 -11 -7 -5 0
Total In = 860
Resources: The Cooper Institute of Dallas, Texas
-62—
FPDOCS
FP 36541619.1
New Cooper Age and Gender Base Standards for Law Enforcement
*300 Meter Run (Measured in Seconds) Males % Category
20-29 30-39 40-49 50-59 **59+
.. ........... . . .
42.6 42 47 1 52
. . ............... . . r
46 46.1 52 58
SON
48 1 49 55 61
49 50 56 63Excellent
... . . . ......
503 51 57 66.4
.ON. ... ... .....
51 52 60 68
.. . .......
52 53 61 70
--- ---- ---- I Good
53.5 54 62 72
54 55 64 74
. ... ...... .. .... .. .. ..
55 56 66 77.4
--- -------- . ....... ... .......
5657 67�6 80 ;50
Fair
57.5 58 70 82.6
'40
59 58,9 7283.2
. .. ..... ...
60 61 74.8 85
. .. . ...... ------
621 63 77 87
. ....... . . . . .. ...... . Poor
64 65 81 89
66 68 83 95
. .. ... . .. . ..
69 70 86 99
. . ........ .. . .
73.4 74.9 90 101.6
-- - — — -------- Very Poor
81,3 80.9 104 112
95.1 113.9 1 143 184
*These norms are based on a small sample of police officers (n=500) and should be used cautiously
**No data gathered.
Resources: The Cooper Institute of Dallas, Texas
-63—
FPDOCS
FP 36541619.1
New Cooper Age and Gender Base Standards for Law Enforcement
*300 Meter Run (Measured in Seconds) Females % Category
20-29 30-39 40-49 **50 - 59 **59+
54 55 65
543 56.5 65
P"M
01111H
.10001 310013
"IN
66 OF "'I'MI/W N "fit H,
56 60
58 63�5 68.2
. . ........... . .
58.3 66 72 M
591 66.5 72
60 68 75.3
Good
61 69.9 78.7
. . ............... . .
61 71 79
............ . ..
%
ZVI 0,3071,
r r
617 72 80.5
............ - — ----------
64 74 86
. ...... . Fair.....
68.5 75.5 91.7
7"
A
71 79 94 A
u
74.5 80.5 101.8
. . ... . ................. . ............
75 82 IM7 Poor
7685.5 109.3 0 'J
78 86 110
88 93,5 116
97 100 121 �5
— ---------- ............... . ----------------
-T 1 Very Poor
106.7 114 125
.. . ..... ...
120 210 125
*These norms are based on a small sample of police officers (n=500) and should be used cautiously.
**No data gathered.
Resources: The Cooper Institute of Dallas, Texas
-64—
FPDOCS
FP 36541619.1
New Cooper Age and Gender Base Standards for Law Enforcement
Dynamic Strength (One Minute Push Ups) Male % Category
20-29 30-39 40-49 50-59 60+
100 86 64 51 39
Superior
error
62 52 40 39 28
�1s,�
57 46 36 30 26 r1.0
W. _
.
51 41 34 28 2llent
47 39 30
� ✓ ,.. 1 / %/i. a /i i , ,. it i.,;,.. c
r
���
!rr����,/%�%%,a������/!„�✓l� �/,aur,/�r%i//L,�/%�/��/�rl
44 36 29 24 22
41 34 1 26 1 21 ?1— ood
/
39 31 25 20 20
37 30 24 19 18 60 ,
l/ r/
35 29 22 17 16
_ ..www...._ ..... .�.._,,.__ _.___...��.. �.. ... ...e....._�. ._.,.,... /�
33 27 21 15 15
—_e........ Fair
31 25 19 14 12';
29 24 18 13 10
r
27 21 16 11 9
_._. . ...... . �.w.
.. 19 13 .. i..., 26 20 15 � � � .._. Poor
24
..,.. ..— _.. m................ .. /
22 17 11 9 6
19 15 10 7 5
18 13 9 6 4 O ' Very Poor
13 9 5 3 2,
Total n = 2,397
Resources: The Cooper Institute of Dallas, Texas
- 65 —
FPDOCS
FP 36541619.1
New Cooper Age and Gender Base Standards for Law Enforcement
Dynamic Strength (One Minute Push Ups) Female % Category
*20 - 29 *30 - 39 *40 - 49 **50 - 59 **60+
11,114
453 48 2 39 5. W. 20 ._ ._ .. .....
HIM,/
f NN Superior
Y'�5
37 33 18
--- m ,/s
��r�; Expellent
33 26 17 / I
28 23 15�OG�
i��
//�/
i ,/
��
27 19 15
24 18 14 ii Good
r
23 _.__ .........1fi_...
21 15 I 13
19 14 11S '; l
w..... �� . �.w.. ... ... ._ ........_._ .. �_ ._ ...
18 14 11,".
— .... ,,, ...._. — m� Fair
17 13 10
�. �,........._ ............ ..... r... m
15 11 9 401 ;/d
e..
0r
10,
14 10 8
13 _9. 7
- _ _w�mww ..... ...... Poor
9 6.5 5"ol
8 6 4 Q
a-- _ a . .. _ .....w,. Very Poor
6 4 1
r. r
*Full body push ups are generally used by law enforcement and public safety organizations. These norms are
based on >1000 female U.S. Army soldiers who were tested in the 1990`s by the U.S.Army.
**No data gathered.
Resources: The Cooper Institute of Dallas, Texas
•-
FPDOCS
FP 36541619.1
New Cooper Age and Gender Base Standards for Law Enforcement
Cardiorespiratory Fitness Test (1.5 Mile Run) Male % Category
20-29 30-39 40-49 50-69 60-69 70-79
. ....
9:10 9:39
9:4
7 10:27 110 �
20 12 25
%J/ Superior
�
9:34 9.52 10.09 11.09 12.10 13 25 i
12:53 13:57 ✓651 Ellt
9:52 1014 10:44 1145 �� xceen�
10 08 10 k 11:09 12:08
%/��,.//,
//.�i
10:34 10:59 11:32 12:37 13:58 15:38 j �7
10:49 11:09 11:52 12:53 14:33 16:22 �'� 0;
11:09 11:34 11:58 13:25 14:55 16:46 X65/
-------
11,27 11:49 12:25 13 53 1 15:20 17 37 � 7C
nm,
11:34 11.58 12:53 13.58 15.53 18:05 //ipS
11.58 12:25 13:05 14:33 16:19 18:39
_�.......... mm....w ,: Fair
12:11 12:44 13:25 14:35 16:46 19:19
12729 i
12'53 13:50 15:14 17:19 19:43
ii , 9r/ iii i///// i ✓ /i i i �. � /
12:53 13:25 14:10 _ 15:53 17:49 20:28`';,`,
13:08 13:48 14:33 16:16�18:39 21:2
8
-m...._.._ ...,. ... ...__w Poor
13:25 14:10 15:00 16:46 19.10 22:22 -
13:58 14:33 15:32 17:30 20:13 23:55
14:33 15:14 16:09 18:22
21:34 25:49:00
....._. �..e _....... _.
15:14 15:56 1 17:04 19:24 23:27 27:55:00
---��/, Very Poor
16:46 17:30 118:39 21:40 25:58:00
_w�a ,_. __._......_... �.,, . . _�... ....
20:55 20:55 2222 27:08:00 31:59:00 33:3000 1
Total n = 44.549
Resources: The Cooper Institute of Dallas, Texas
-67—
FPDOCS
FP 36541619.1
New Cooper Age and Gender Base Standards for Law Enforcement
Cardiorespiratory Fitness Test (1.5 Mile Run) Female % Category
20-29 30-39 40-49 60-59 60-69 70-79
---------
9:23 9:52 10:09 11:34 12:25 12
�............: �_ uperior
10:20 11:08 5 11:3
13:16 14:28 14:33
2:25 2:213:586 ' %
� (%r
10:59 11:43 1 1 15.32 0
11 34 12 23 13 14 14 33 16 22 16 xcellent
11 12:53 13:38 15:14 16:46 18
/r,Y
��/il
.//fill �/r���,,ivi��,��rl�%�..<,�oi //,(,/,f/�„/I ,/.n/.lG�.�� /���1.1�/�IJu�ry���������f ����J,f��/�//,i�✓,,,,,�,.,�,
12.07
308 13.58 1547 1734 1839
3:41 14:33 16:26 18:05
Good
13:01 13:58 15:03 16:46 18:39
1325 1433 1517 1719 1852
/i
/
'13:58 14:33 15:56 17:38 19:29 21:45 i�tro6/,
14:15 15:14 16:13 18:05 20:08 22:22
Fair
14:33 15:35 16:46 18:39 20:38 22:54
15:05 15:56 17:11 19:10 20:55 23:47
//ilii✓iii / /iri//i/ /r «/'c i
/
15:32 16:43 17:38 19:43 22:03 24:54:00
15:56 16:46 18:26 20:17 22:34 25:49:00 0 Poor
:43 17:38 18:39 23 20
17:11 � � 19:43 2 0 23:55
1:57 .
27:17 00 -
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17:53 19:01 20:49 22:53 25:02:00
18:39 20:13 21:52 23:55 26:32:00 30:34:00
�www/F VeryPoot
21:05 21.57 23:27 2615:00 2 . 9:06:00 33:32 00
25:17:00 25:10:00 27:55:00 30:34:00 33:05:00
21:
3:05:00 37:26 00 / ,,
Total n = 14,978
Resources: The Cooper Institute of Dallas, Texas
FPDOCS
FP 36541619.1
FLEXIBILITY - SIT AND REACH
MALE
(Measurement
in inches)
SUPERIOR
20-29
30-39
40-49
50-59
99
-
23
22
21.3
20.5
95.
23
22
21.3
20 5
%
EXCELLENT
90
21.8
21-
20
19
_ 85
..._
21
20
19.3
18.3
80
.._._..
�
. _
20.5.�
--2-0.5
-_ . _.m .......,
19.5
18.5
_._... w
17.5
GOOD
75
20
19 -
18 _.._.
_
17
70
19.5
18.5
17.5
16.5
65
19.5
18
1716
60
..-........__....
18.5..
17.5
16.3 _
15.5 ._...�
%
FAIR
55
18
17
16
-15
50
17.5
16.5
15.3
14.5
45
��..o
17
16
15
�14
___..._.�....._
16.5
15.5
14.3.......
..13.3
°
_._.-
POOR.
_...�.._�,�.._..m.
35
16
15
14
12.5
30
15.5
14.5
13.3
12
25
15
13.8
12.5
11.2
20
14.4
13
12
10.5
%
VERY POOR
15
13.5
12
11
9.7
10
12.3
11
10
8.5
5
10.5
9.3
8.3
7
1
-
10 5
9.3
8.3
7
FPDOCS
FP 36541619.1
FLEXIBILITY - SIT AND REACH
FEMALE
(Measurement in inches)
%
SUPERIOR
20-29
30-39
40-49
50-59
23
2i21.3
20.5
95
23
22
21.3
20.5
°
/° _
EXCELLENT �..........�_
._...........
...
- _...........-.....
......�........
90
21.8
21 �
20
19
85
21
20
19.3
18.3
80
........�...._.
20.5 -m.�..
.............. 19.5
18.5
mm..� 17.�5.�..-.-..
_..._.........
...---._-
GOOD
.......-..
- .
75
-..---....._........ ......
20
. ... �
19
18
_... ..
17
70
19.5
18.5
17.5
16.5--
65
19.5
18
17
16
60
18.5
17.5
16.3
15.5
0
FAM
I8
17
16
15
50
17.5
16.5
15.3
14.5
45
17
16
15
14
40
m--. -
16.5
15.5_..-.
..-
14.3
-� ..
13.3
%
POOR
3516
_ 15
_
3012
....15.5
.u.
14.5
13.-3
......
25-
-...__�._......
15
13.8
12.5
11.2
_.-
20
.. _............. -...
14.4
13
i2
10.5
%VERY
POOR
15 .m.�
.� . �__�._..-.-.._..�..�..
13.5...
12-��.. _..
...-............�.� .... 11
9 _
.7
10
12.3
11
10
8.5
5
10.59.3
8.3
7
_- 1
._.......� I
10.5.......
9.3.........._...
..__n........8.3......�...m.m._...w7
.............
- 70 -
FPDOCS
FP 36541619.1
Appendix
Florida State Lodge Fraternal Order of Police
GRIEVANCE FORM
Name of Employee:
Classification:
Immediate Supervisor:
Date of Occurrence of Article Violation:
Date of Discipline:
STATEMENT OF GRIEVANCE:
List Applicable Violation:
Adjustment Required:
-71—
FPDOCS
FP 36541619.1
Fraternal Order of Police
Florida State Lodge
STEP ONE
Date Signature of Employee / Representative
Received by Chief or Designee
f isposition of" fw;6,n,,i.n ce— Accc fAed
R.e.jected
Date
Comments may be attached
Chief of Police or Designee Signature Date
Received by Employee/Representative Date
STEP TWO
Date Signature of Employee / Representative
Received by City Manager or Designee
Disposition of Grievance: Accepted
Comments may be attached
City Manager or Designee Signature
Received by Employee/Representative
ARBITRATION REQUEST
Delivered by: Hand
FOP Representative Signature:_
Final Disposition of Grievance:
FOP Representative Signature:
City Representative Signature:
FPDOCS
FP 36541619.1
Rejected
Certified Mail Date
-72—
Date
Date
Date
Appendix
Fraternal Order of Polic
SANFORD LODGE 140
Name:
First
Address:
City, State, Zip code:
Date of Birth:
Home Phone:
Email Address: (personal)
Employer:
Application for FOP Membership
Fratern a I/Lena I/La bo r
Middle initial
Social Security Number: (Last four)
Work Phone:
Date Employed:
If retired Law Enforcement, Agency retired from:
Date of retirement:
To the Officers of the Fraternal Order of Police:
Last
I, (print your name), in the presence of the creator of the universe and the members of
the Fraternal Order Of Police here assembled, do most solemnly and sincerely promise and swear; that I will to the
best of my ability comply with all the laws and ruled of this order; that I will recognize the authority of my legally
elected officers and abate all orders there from not in conflict with my religious or political views, or my rights as
an American citizen; that I will not cheat, wrong, or defraud this order, or any member thereof, or permit the same
to be done if in my power to prevent it; that I will at all to times aid and assist a brother (or sister0 in sickness or
distress, so far as it lies in my power to do so; that I will not divulge any of the secrets of this order to anyone not
entitled to receive them. To all of which I most solemnly and sincerely promise and swear. Should I violate this,
my solemn oath or obligation, I hereby consent to be expelled from the order.
I the undersigned, a full time, regularly employed law enforcement officer do hereby make application for active
membership in the Sanford Lodge #140. If my membership should be revoked or discontinued for any cause other
than retirement while in good standing, I do hereby agree to return to the said Sanford Lodge #140 my
membership card and any other material bearing the F.O.P. insignia, such as auto emblem, lapel pin, etc.
Signature:
FPDOCS
FP 36541619.1
Date:
-73-
Appendix F
1. The CITY and the UNION agree that this Appendix shall act as covering the
employment of Police Lieutenants.
2. Anyone promoted to Police Lieutenant after complete ratification of the collective
bargaining agreement ("CBA") but before October 1, 2020 shall receive a pay raise of ten percent
(10%) at the time of promotion. In addition, anyone promoted to Police Lieutenant under this
scenario shall receive a four percent (4%) cost -of -living increase added to base pay effective the
first full payroll period after October 1, 2020 and shall receive another three percent (3%) cost -of -
living increase added to base pay effective the first full payroll period after October 1, 2021.
Anyone promoted to Police Lieutenant under this scenario shall not be entitled to any of the other
pay increases referenced in the applicable CBA covering their terms and conditions of
employment. In particular, anyone promoted to Police Lieutenant under this provision thereafter
shall not be entitled to any wage increases specifically referenced for them under Appendix A to
the CBA applicable to Police Officers and Sergeants.
3. Anyone promoted to Police Lieutenant on or after October 1, 2020 but before
October 1, 2021 shall receive a pay raise of ten percent (10%) at the time of promotion. In addition,
anyone promoted to Police Lieutenant under this scenario shall receive a three percent (3%) cost -
of -living increase added to base pay effective the first full payroll period after October 1, 2021.
Anyone promoted to Police Lieutenant under this scenario shall not be entitled to any of the other
pay increases referenced in the applicable CBA covering their terms and conditions of
employment. In particular, anyone promoted to Police Lieutenant under this provision thereafter
shall not be entitled to any wage increases specifically referenced for them under Appendix A to
the CBA applicable to Police Officers and Sergeants.
4. Anyone who is promoted to Police Lieutenant and is specifically identified within
Appendix A of the CBA applicable to Police Officers and Sergeants shall receive the two $500.00
lump sum payments as are referenced in Article 36 Sections I and 1B of the CBA applicable to
Police Officers and Sergeants or Article 35 Sections 1A and 1B of the CBA applicable to Police
Lieutenants.
- 74 —
FPDOCS
FP 36541619.1