After several months of respectful discussions and meetings with members of the PBA’s Negotiating Team, Staff is pleased to present to you a proposed final agreement with respect to the collective bargaining agreement for the term as indicated above.
Below is a brief summary of the terms and conditions that have been agreed upon by the Union and the City’s negotiating teams. They are as follows:
Language:
There is clean-up and updating of language throughout the agreement where such language was either outdated, listed in the wrong article or no longer relevant to current practice.
PBA Representatives:
Agreed to recognize and increase the number of Union alternative representatives from 1 to 2.
Grievance Procedure:
Provide consistent language and increase the number of days in which to respond to a grievance at each step by 5 days. The response time will now be 15 days.
An Arbitrator will be limited to considering only those issues and articles allegedly violated that are presented at Step 2.
Pay Provisions (Wages):
Step Plan
The Step Plan for each classification has been modified and changed. In addition, the new Step Plan will allow for movement each year between steps rather than every two years under the previous plan. The new Step Plan for each classification will be as follows:
· Disptacher-13 Step Plan with annual movement between steps based on anniversary date.
· Officer-14 Step Plan with annual movement between steps based on anniversary date.
· Corporal-8 Step Plan with annual movement between steps based on promotional anniversary date.
· Sergeant-8 Step Plan with annual movement between steps based on promotional anniversary date.
The base starting salary for each classification was increased to make the City of New Port Richey more competitive with surrounding municipalities and agencies. The increase to the base starting salary should assist with both the recruitment and retention of staff.
Slotting
Agreed to a slotting process for Existing Bargaining Unit Members only that were employed as of October 1, 2024. The slotting process will place a member by classification at the appropriate step on the modified Step Plan in the proposed agreement. A member will be given proportional credit for both current and previous experience as a sworn law enforcement officer in the State of Florida, outside the State of Florida, and/or for the United States Government. A maximum of four (4) steps can be credited for previous experience.
Rehires
If a bargaining unit member separates from the City, they must return within one (1) year in order to be placed at the step at which they left the City.
Shift Differential
Increased the shift differential from $.50/hr. to $1.00/hr. for hours actually worked between 1900 and 0700.
Future Wages
For Fiscal Year 2025-2026, increases to wages within each Step Plan, if any, will be established through reopener negotiations.
For Fiscal Year 2026-2027, increases to wages within each Step Plan, if any, will be established through reopener negotiations.
Seniority, Layoff and Recall:
Probationary Period
The Probationary period can be extended for a period up to six (6) months at the discretion of the Police Chief upon written notice.
Miscellaneous:
Reimbursement for Loss or Damage of Personal Property
Agreed to increase the reimbursement for the loss or damage of personal property from $110 to $300 per incident. In addition, the City Manager may authorize an additional reimbursement payment not to exceed $300 at the request of the Police Chief.
Pension:
DROP
Agreed to extend the Deferred Retirement Option Plan (DROP) that a member can elect to participate in to 96 months.