R23-041 l I RESOLUTION R23-041
2
3 A RESOLUTION OF THE CITY OF BOYNTON BEACH,
4 FLORIDA, RATIFYING THE AGREEMENT BETWEEN
5 THE CITY OF BOYNTON BEACH, FLORIDA AND THE
6 PALM BEACH COUNTY POLICE BENEVOLENT
7 ASSOCIATION FOR THE POLICE CAPTAINS FOR THE
8 PERIOD OF OCTOBER 1, 2022 THROUGH
9 SEPTEMBER 30, 2025, AND AUTHORIZING AND
10 DIRECTING THE CITY MANAGER AND MAYOR TO
11 SIGN THE AGREEMENT; AND PROVIDING AN
12 EFFECTIVE DATE.
13
14 WHEREAS, The City and the PBA Union negotiated to bring the Captain's
15 CBA in line with the other CBA's for Officers/Detectives and Sergeants; and
16 WHEREAS, the City and the Union extended the contract through
17 September 30, 2025 and The Union's membership ratified the successor Agreement
is on March 21, 2023 with 5 voting members in favor and 0 not in favor; and
19 WHEREAS, the City Commission of the City of Boynton Beach deems it to
20 be in the best interests of the residents and citizens of the City to ratify the
21 Collective Bargaining Agreement and execute the same.
22 NOW, THEREFORE, BE IT RESOLVED BY THE CITY COMMISSION
23
24 OF THE CITY OF BOYNTON BEACH, FLORIDA, THAT:
25
26 Section 1. The foregoing "WHEREAS" clauses are true and correct and
27 hereby ratified and confirmed by the City Commission.
28 Section 2. The City Commission of the City of Boynton Beach, Florida
29 does hereby ratify the Agreement between the City of Boynton Beach and the Palm
S:\CA\RESO\Agreements\CDA Ratifications\PDC PISA Captains CDA 2022-25-Reso.docx
30 Beach County Police Benevolent Association Police Captains Unit for the period of
31 October 1, 2022 through September 30, 2025, and authorizes and directs the City
32 Manager and Mayor to sign the Agreement, a copy of said agreement being
33 attached hereto as Exhibit "A".
34 Section 3. This Resolution will become effective immediately upon
35 passage.
36 PASSED AND ADOPTED this 4th day of April, 2023.
37
38 CITY OF BOYNTON BEACH, FLORIDA
39
40 YES NO
41 /
42 Mayor—Ty Penserga �/
43 j
44 Vice Mayor—Thomas Turkin ✓
45
46 Commissioner—Angela Cruz I
47 /
48 Commissioner—Woodrow L. Hay
49 j
50 Commissioner—Aimee Kelley �/
51 O
52 VOTE 5'
53
54 AT JPJ
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57 Mayle_ D- sus, MPA, Q30YNTO`.,� Ty P ''�
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58 City Cler G P �'qT•, 67 11 Mayor
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63 1" 4ORIDP Michael D. Cirullo,Jr.
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64 City Attorney
S:\CA\RESO\Agreements\CBA Ratifications\PBC PBA Captains CBA 2022-25-Reso.docx
AGREEMENT
BETWEEN
CITY OF BOYNTON BEACH, FLORIDA
AND
PALM BEACH COUNTY POLICE BENEVOLENT ASSOCIATION
POLICE CAPTAINS
OCTOBER 1, 2022 - SEPTEMBER 30, 2025
PBA Captains—10/01/2022—09/30/2025
TABLE OF CONTENTS
ARTICLE PAGE NO
1 The Preamble 1
2 Recognition and Notice 2
3 Non-Discrimination 3
4 Dues Deduction 5
5 Union Business 6
6 Bulletin Board 7
7 Assignment Pay 8
8 Vacancies and Probation 9
9 Management Rights 10
10 Hours of Work and Overtime 11
11 Wages 13
12 Seniority 14
13 Additional Monetary Benefits 15
14 Uniforms 18
15 Annual Occupational Fitness Evaluations 19
16 Group Insurance 21
17 Leaves 22
18 Holiday Pay 26
19 Funeral Expenses 28
20 Training 29
21 Reproduction 30
22 Personnel Records 31
23 Legal Action 32
24 Discipline 33
25 Appeals of Disciplinary Action 35
26 Grievance and Arbitration Procedure 37
27 Personal Vehicles 40
28 Drug Testing 41
29 Reserved (no content) 42
30 Complete Agreement and Non-Waiver Provision 43
31 Severability 44
32 Duration 45
33 Take Home Vehicles 46
34 Off-Duty Details 48
35 Pension 50
36 No Strike or Lock Out 51
37 Workers' Compensation and Leaves of Absence 52
38 Qualifications for a Bargaining Unit Position 55
Addendum "A"—Drug Free Workplace 56
Addendum "B"—Mutual Consent Agreement 67
Addendum "C"—Tuition Assistance Program 68
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ARTICLE 1
THE PREAMBLE
This Agreement is entered into by the City of Boynton Beach, Florida, hereinafter referred to as the "City"
and the Palm Beach County Police Benevolent Association, Inc., located in West Palm Beach, Florida,
hereinafter referred to as the "PBA" for the purpose of setting forth the Parties' Agreements regarding
rights, wages, hours,terms and conditions of employment,and benefits.
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ARTICLE 2
RECOGNITION AND NOTICE
The City recognizes the Palm Beach County Police Benevolent Association ("PBA") as the exclusive
representative for the purpose of collective bargaining with respect to wages, hours and terms and
conditions of employment for the bargaining unit consisting of all full time sworn police officers within
the following job classification: Police Captain [PERC Certification 2020]or as modified by PERC. The term
"member" or"employee"will mean any member in the bargaining unit.
The PBA recognizes the City Manager, the City's chief executive officer, or his/her designees as the
exclusive City representative(s) for the purpose of collective bargaining with respect to the wages, hours
and terms and conditions of employment of PBA bargaining unit employees.
All notices concerning the wages, benefits,and conditions of employment of bargaining employees to the
PBA will be addressed to the attention of PBA President with a copy to the PBA General Counsel and
mailed or delivered to 2100 N. Florida Mango Road, West Palm Beach, FL 33409. If changes occur, the
PBA will advise the City in writing of the names and addresses of other PBA representatives, if any, who
are authorized to accept notices from the City. Notice by the City to anyone other than those persons
designated by the PBA does not satisfy legal notice and is not binding on the PBA.
All notices to the City will be addressed to the City Manager with a copy to the City's HR Director and
mailed to P.O. Box 310, Boynton Beach, FL 33425. If changes occur,the City will advise the PBA in writing
of the names and addresses of other City representatives, if any, who are authorized to accept notices
from the PBA. Notice by the PBA to anyone other than those persons designated by the City Manager
does not satisfy legal notice and is not binding on the City.
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ARTICLE 3
NON-DISCRIMINATION
The City will not interfere with the rights of officers to become members of the PBA, and there shall be
no discrimination, interference, restraint or coercion by the City, or any City representative, against any
officer because of membership or because of any activity in any official capacity on behalf of the PBA. The
PBA shall not discriminate against any bargaining unit member who fails to join the PBA, as provided by
law. The sole remedy for charges in this paragraph is the filing of an Unfair Labor Practice (ULP).
The City and the PBA oppose discriminatory behavior of any nature. The City and the PBA shall work
jointly to eradicate discriminatory conduct in the work place. To that end,the City and the PBA agree that
both Parties have an affirmative duty to act against discriminatory behavior when it occurs in their
presence or comes to their attention. Discriminatory conduct by an employee can result in disciplinary
action up to and including termination. Discriminatory conduct means any communication,verbal or non-
verbal, which is unwelcome, objectionable, or not acceptable, desired, or solicited and relates to race,
sex, color, religion, gender, gender identity or expression, national origin, physical or mental disability,
sexual orientation,age,marital status,or any other unlawful factor. Alleged violations of this section shall
not be subject to the grievance and/or arbitration procedure established herein; rather,they may be filed
with and remedied by the appropriate local, state, and/or federal agency. Sustained allegations of
violations of this paragraph resulting from an internal investigation remain subject to the grievance and/or
arbitration procedures established herein.
Bargaining unit members have an affirmative duty to report any discriminatory conduct to the City's
Director of Human Resources and Risk Management and Internal Affairs.
Complaints of Alleged Violations of EEOC Laws
Any investigation into a complaint of a Law Enforcement Officer's alleged violation of any provision of a
law/regulation under the purview of the Equal Employment Opportunity Commission (EEOC) requires
involvement and oversight by the City's designated EEO Officer: the Director of Human Resources and
Risk Management. As such,the Director of Human Resources and Risk Management shall be immediately
notified by the Police Chief(or Acting Police Chief) of any such complaint/allegation made against a Law
Enforcement Officer and of the opening of an Internal Affairs case/investigation related to such
complaint/allegation. The Director of Human Resources and Risk Management is subject to all
confidentiality requirements applicable to Internal Affairs investigations and the penalties for violating
any such provision.
The Director of Human Resources and Risk Management shall have immediate access to and shall
promptly review the complaint/allegation and any information provided in connection with the
complaint/allegation. Internal Affairs investigator(s) shall then confer and consult with the Director of
Human Resources and Risk Management on all aspects of the investigation. The Director of Human
Resources and Risk Management may be present at any investigatory interview/interrogation but may
not directly question a member during that interview unless requested by the member.
Any complaint of a Law Enforcement Officer's alleged violation of any provision of a law/regulation under
the purview of the EEOC that is made directly to, or filed directly with, a member of the City's Human
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Resources and Risk Management Department shall be immediately referred to the Police Chief(or Acting
Police Chief).
The City shall follow all provisions of law set forth in Florida Statutes, Sections 112.532, 112.533, and
112.534, commonly known as the "Police Officers Bill of Rights,"throughout the investigation.
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ARTICLE 4
DUES DEDUCTION
The City will deduct Union dues from the pay of any bargaining unit member who voluntarily requests
such deductions upon receipt of a notice from the PBA and approval by the City. The total amount of
deductions shall be remitted each month by the City to the Treasurer of the PBA. This authorization shall
remain in full force and effect during the term of this Agreement or for thirty (30) days after notification
of the revocation of the authorization to deduct by the employee.
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ARTICLE 5
UNION BUSINESS
Section 1.
Up to two (2) elected PBA representatives who are on duty may be granted paid leave to engage in
representation activities on behalf of the PBA or any member as follows:
A. Engaging in collective bargaining with the representatives of the City.
B. Processing of grievances.
C. Accompanying a fellow bargaining unit member when:
1. The member is required to appear at a hearing related to a grievance.
2. The member is presenting or responding to a grievance.
3. The member is subject to questioning and believes(s)he may be disciplined. The
City may negate the member's concern regarding discipline by written
confirmation to the officer that (s)he will not be disciplined based on answers
provided in the questioning.
4. The member is attending a pre-determination hearing.
The City may deny a request for time off if it interferes with productivity or staffing needs. However,the
exercise of such right on the City's part shall not allow the City to proceed in a manner which deprives the
employee of his or her right of representation.
A PBA representative employed by the City may be permitted to take unpaid leave to attend functions of
the PBA. If the leave results in the City incurring overtime directly related to the absence,the City will not
approve the request.
Section 2.
No employee may engage in PBA business or use City equipment or property while on duty except as
referenced in Section 1.
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ARTICLE 6
BULLETIN BOARD
The City will provide bulletin board space; one in the Briefing Room and one in the Support Services
Section for the exclusive use of the PBA,for posting bulletins,notices and other union material. The Union
will supply locking style bulletin boards. A notice or item placed on the bulletin board shall bear, on its
face,the legible designation of the PBA responsible for placing of this notice or item on the bulletin board.
The Union will hold harmless and indemnify the City for all claims or actions arising from materials placed
on the bulletin board.
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ARTICLE 7
ASSIGNMENT PAY
Section 1. Police Captains, who are assigned by the Chief of Police (or Designee), to serve in the
capacity of Acting Major for a period of more than seven(7)consecutive calendar days shall be paid seven
percent (7%) above the Captain's regular rate of pay.
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ARTICLE 8
VACANCIES AND PROBATION
Section 1. Vacant positions shall be filled by the City through recruitment and selection of
employees on the basis of their qualifications and relative knowledge, abilities,and skills. The decision to
fill a vacant position is reserved to the discretion of the City Manager.
Section 2. All newly promoted Police Captains have a probationary period of one (1) year from the
date of promotion.
Section 3. During a Captain's probationary period, a Captain is subject to removal from his/her
position without statement of cause.
Section 4. A promoted Captain who is removed from his/her position for performance issues
unrelated to misconduct during probation shall be demoted to the position of Police Sergeant at previous
level of seniority. If all Sergeant positions are filled, the least senior Sergeant(based on time in rank) will
be reclassified to a Police Officer.
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ARTICLE 9
MANAGEMENT RIGHTS
It is the right of the City to determine unilaterally the purpose of its Police Department, set standards of
services to be offered to the public, and exercise control and discretion over its organization and
operations. It is also the right of the City to direct its employees,take disciplinary action for proper cause,
and relieve its employees from duty because of lack of work or for other legitimate reasons. However,the
exercise of such rights shall not preclude employees or their representatives from raising grievances,
should decisions on the above matters have the practical consequence of violating the terms and
conditions of any collective bargaining agreement in force.
If the City fails to exercise any one or more of the above functions from time to time,it shall not be deemed
a waiver of the City's right to exercise any or all of such functions. Any right or privilege of the City not
specifically relinquished by the City in this Agreement or limited by law shall remain with the City.
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ARTICLE 10
HOURS OF WORK AND OVERTIME
Section 1.
The work cycle for bargaining unit members assigned to 11.5 hour shifts is a 14 day work cycle.The work
cycle per bargaining members assigned to 8 and 10 hour shifts is a 7 day work cycle. For the purpose of
calculating overtime, bargaining unit members assigned to the 11.5 hour shift will be paid overtime for all
hours worked in excess of 80.5 hours in a 14 day work cycle. For the purpose of calculating overtime,
bargaining unit members assigned to the 8 or 10 hour shifts will be paid overtime for all hours worked in
excess of 40 hours in a 7 day work cycle.
For purposes of calculating overtime,only hours actually worked, including hours worked for Department
authorized training, shall be counted as hours worked. Personal Leave shall be considered hours actually
worked for the calculation of overtime.
Overtime pay, when so granted, will normally be contained in the member's next regular pay check
following the time worked.
Employees who are in an on-duty status seven (7) minutes either prior to or after their shift will not be
eligible for overtime pay. Employees who are in an on-duty status more than seven (7) minutes either
prior to or after their shift must be so only with the Supervisor's approval in order to be eligible for
overtime pay.
The City may round start and end time of work and round to the quarter hour consistent with 29 C.F.R. §
785.48.
Example:
6:53-7:07 =7:00
7:08-7:22 =7:15
7:23—7:37=7:30
7:38-7:52 = 7:45
Section 2.
Pursuant to Article 9, it is a Management Right to establish and change the starting and ending times and
the number of hours and shifts to be worked. Individual work schedules may be flexed (hour for hour) by
personnel upon request by the employee and mutual agreement between employee and supervisor.
Flexing of time must occur only within a single work week.
Section 3.
No member of the Bargaining Unit shall be required or allowed to work more than eighteen (18)
continuous hours except during a declared emergency or during an ongoing immediate investigation or
when overtime is required to complete an on-duty assignment,i.e. late arrest. Members of the Bargaining
Unit acknowledge that they have an obligation to come to work physically and mentally prepared to
efficiently and effectively carry out their responsibilities. For the purpose of this section, work means
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regular assigned duties and detail assignments. The continuous eighteen(18) hours does not include time
spent in court, depositions, filings, and similar judicial activities. Members who work eighteen (18) hours
continuously within the past twenty-four(24) hours must remain off duty for a minimum of six (6) hours.
Section 4.
An employee may engage in outside employment, (including off-duty detail or self-employment)with the
approval of the City Manager and with the understanding that the employee's primary duty, obligation,
and responsibility is to the City. Outside employment shall not be permitted when the City Manager
determines that such outside employment would result in a conflict of interest, interfere with the
employee's City work schedule,or otherwise be a conflict with the employee's employment with the City.
To request approval, an employee should:
(a) File an "Outside Employment Request Form &Affidavit" with the Human Resources Department
through Neogov's eForms self-service portal. The employee must notify the Human Resources
Department of changes in conditions of any outside employment. Additionally, the employee's
chain of command must be alerted at the time the request is submitted.
(b) Make arrangements with the outside employer to be relieved from duty if called for work by the
City.
(c) An employee must report all injuries sustained during any outside employment to the employee's
supervisor and Risk Management prior to the employee's next scheduled work day at the City.
An employee's failure to report an injury sustained during outside employment shall be grounds
for corrective action.
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ARTICLE 11
WAGES
Effective and retroactive to October 1,2022,1 the following Step Pay Plan is in effect. Each bargaining unit
member will be placed in the step that corresponds with his/her current years of service with the City in
the rank of Captain to a maximum of Step 3. On the anniversary date of the member's promotion to the
rank of Captain, (s)he will advance to the next step. There is no payment or advancement beyond Step 3.
Retroactive pay will be issued the first full pay period following ratification of this Agreement.
Step Salary
1 $ 135,900
2 $ 139,917
3 $ 144,055
1 All captains at previous step 0 will be placed in step 1, retroactive to October 1, 2022.
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ARTICLE 12
SENIORITY
Section 1.
Seniority shall be computed from the date of promotion to Captain. If two (2)or more Captains have the
same date of promotion,the date of initial appointment to the service of the City as a Police Officer shall
be the determining factor.
Section 2.
Seniority shall accumulate during all authorized leaves.
Section 3.
Departmental operations shall be the determining factor for the selection of vacations and overtime
assignments.
Section 4.
The City shall have the right to determine the number of Captains assigned to each division and each shift.
Section 5.
For layoffs and other non-disciplinary reductions in personnel, Police Captains will displace lower ranking
officers in the event that the department is required to layoff personnel. For example:if a Police Captain's
position is to be abolished,the incumbent with the least seniority in the rank of Captain would displace a
Police Sergeant.
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ARTICLE 13
ADDITIONAL MONETARY BENEFITS
Section 1. Compensatory Time
A. Bargaining unit members may be eligible for compensatory time accrual at the discretion
of the Police Chief(or Designee)for participating in required educational and/or required
training activities, special projects, and/or events. In addition, members are eligible to
convert any overtime hours to compensatory time, subject to the following:
i. All compensatory time will be earned/accrued at the rate of one and a half(1.5)times
for each one (1) hour worked [in quarter (0.25) increments] and with a maximum
accrual cap of two hundred forty(240) hours.
ii. When a member's compensatory time accrual balance reaches two hundred forty
(240) hours,the member is no longer eligible to accrue compensatory time until the
accrual balance falls below one hundred ninety-five (195) hours. The member is also
required to schedule and use a minimum of forty-six (46) compensatory time hours
within the next one hundred eighty (180) days.
iii. In the event the member fails to schedule and take a minimum of forty-six (46)
compensatory hours during the one hundred eighty (180) day period, dates will be
scheduled by a Command Staff member and required to be taken as scheduled.
iv. Reasonable compensatory time requests of one (1) day that are denied for
operational reasons will be considered for payout up to three (3) times during each
fiscal year.
B. A bargaining unit member who is promoted to a position outside of the Police Captains'
bargaining unit,or who separates from employment will be paid the balance of all unused
compensatory time at his/her last hourly base rate of pay in the Police Captains' rank.
Section 2. Call Back
A. A Police Captain who is called to return to work after completing his/her scheduled shift
and has left the work place of the City, shall be paid at the rate of time and one-half(1-
1/2) the regular rate for hours worked with a minimum of three (3) hours.
B. A Police Captain called back to work who is on an authorized leave shall be paid at the
rate of time and one-half (1-1/2) the regular rate for hours worked with a minimum of
three (3) hours. Such employee shall not be charged leave for any such hours worked.
C. The three (3) hours minimum call-in pay provision shall not apply in those instances
wherein the overtime commences one and one-half (1-1/2) or fewer hours prior to and
runs continuously into the employee's regular shift; or the employee is called back to
work to rectify his/her own error or omission which cannot wait until the employee's next
shift. In such instances, the employee shall be compensated for the exact hours worked
at the appropriate rate.
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Section 3. Stand-By/On Call Pay
A. Employees directed to be on operational stand-by status or on call must be able to respond
to a specified location on duty within one (1) hour and shall be compensated for one hour at
time and one half(1.5) the employee's regular rate of pay for each day (24-hour period) on
call.
B. In the event a bargaining unit member who is not currently on-duty and is required to respond
for an on-call assignment, the bargaining unit member shall receive, additionally, Call Back
pay as provided in Section 2A of this Article.
C. No member will be placed in an on-call status without the approval of the Chief of Police or
his/her designee.
D. If a Police Captain on standby status cannot be reached or fails to report to work as directed,
standby pay shall not be paid, and the Police Captain shall be subject to appropriate
disciplinary action.
Section 4. Court Time
A. Court time will be paid at time and one-half when the officer is not on their regular
assignment. A captain on court time will be compensated a minimum of three (3) hours
at time and one-half, and for every remaining hour after the initial three (3) hours at the
same rate of time and one-half(1.5).
B. An employee who has been instructed to remain on standby for court appearance
purposes during the employee's off-duty hours shall be paid one-half the straight time
hourly rate for each hour on standby up to a maximum of eight(8) hours of standby duty
in any one day. A minimum payment of one (1) hour straight time shall be paid for all
standby assignments. When an employee is required to stand by for eight (8) hours, the
employee shall receive four (4) hours plus one (1) additional hour at straight time. If an
officer does go to court he will be paid for the court time indicated in Section A and not
receive standby time pay.
C. Bargaining unit members may report directly to court without prior check in at the police
station. Members are still required to document their attendance at the court house and
submit documentation to the Department.
D. If a court appearance is contiguous with the end of the Captain's shift, court time shall be
compensated in accordance with subsection 4(A) above.
Section 5. City Business Outside of Palm Beach County
The City agrees that if any member is required to be out of Palm Beach County to attend court proceedings
as a representative for the City, seminars,or for any other reason as a result of his/her official City duties
as a police captain, (s)he will be paid his/her regular rate of pay, or overtime rate, as applicable, for each
day or partial day required for said purposes.
Any travel outside of the State of Florida requires the City Manager or designee's written approval prior
to
the purchase or payment of any fees for registration,travel, and/or accommodations.
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Section 6. Language Proficiency Incentive
Following the date of ratification, members who are proficient/fluent in speaking, reading, writing, and
understanding oral communications in the languages of Creole or Spanish and who have successfully
passed a language proficiency test through a vendor approved by the City and the Union are eligible to
receive a Language Proficiency Incentive2 of fifty cents($0.50) per hour.
2 The language proficiency incentive will be included in the definition of pensionable earnings(total cash
remuneration), as permissible.
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ARTICLE 14
UNIFORMS
Section 1. The City will provide up to three (3) full uniform sets per year and one (1) pair of shoes
every six (6) months per fiscal year. Purchase of shoes shall be limited to $150.00 per pair. The City will
supply replacements for the parts of the uniform when replacement is appropriate, as determined by the
Police Chief (or Designee), and if adequate funds are available in the City Budget. Members of the
bargaining unit will receive an annual clothing allowance of$1,600.00 payable the first full pay period in
November of each year of this agreement.
Section 2. Reimbursement, replacement or repair of personal clothing and equipment will be
according to current department policies and procedures. The replacement will require the approval of
the Chief of Police. The Captain claiming a replacement will be required to include, with his/her claim,an
explanation of the circumstances of the damage and appropriate reports concerning the incident where
damage to his uniform took place. This allowance shall commence from the date of assignment on a
pro-rated basis. Captains assigned to plain clothes duty for more than three (3) months at a time will
receive clothing allowance in accord with the above for the three (3) months and pro-rated thereafter.
Section 3. The City will bear the cost of cleaning ten (10) issued uniform pieces per week for the
contract year. The City shall notify those employees that are eligible, to take their uniforms only to the
approved dry-cleaning establishment in Boynton Beach selected by the City. Members assigned to plain
clothes will be given a cash cleaning supplement equivalent to the cleaning benefit. This will be paid at
the end of each quarter of the contract year. This allowance shall commence from the date of assignment
on a pro-rated basis.
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ARTICLE 15
ANNUAL OCCUPATIONAL FITNESS EVALUATIONS
Section 1. Physical Evaluation
Members of the bargaining unit may voluntarily participate in any LifeScan exam that is provided to other
PBA units. In order to participate, a member must notify the Director of Human Resources and Risk
Management by email no later than July 1st of each year of this agreement. Should a member elect to
participate,the following provisions will be in effect:
A. It is the responsibility of the bargaining unit member to ensure that this annual physical
evaluation and all follow-up testing required solely as a result of being found "unfit for duty"
by a medical doctor are completed in a timely manner and as scheduled.
B. Members who require medical follow up as a result of being found "unfit for duty" will be
place in a "no work"status. Compensation for time in a "no work" status will be through the
use of only accrued and unused sick leave, compensatory time, and vacation leave (in that
order). If all aforementioned leave time is exhausted, the bargaining unit member will be
placed in an unpaid status until such time that the full evaluation and any required follow up
is completed.
C. Records associated with this physical evaluation and any follow up evaluations required solely
in connection with the return to work of an employee who was found to be "unfit for duty"
are provided to the Director of Human Resources and Risk Management,who will ensure the
records are properly maintained in the employee's confidential medical file,which is separate
from the employee's personnel file. Further, an employee who was found to be "unfit for
duty,"or who was recommended for referral to another medical provider, may be contacted
by Human Resources and Risk Management regarding ADAAA, FMLA, and/or Workers'
Compensation.
Section 2. Immunization
The City shall provide opportunity for members to receive immunizations during the term of this
Agreement for all members as a means of protection from the following:
• Hepatitis—Type B: Available to all bargaining unit members
o Members who refuse to be immunized for Hepatitis Type B and who later contract that
disease shall not be presumed to have contracted the disease while on duty.
• Hepatitis—Type A: Available to all bargaining unit members.
o Members who refuse to be immunized for Hepatitis Type A and who later contract that
disease shall not be presumed to have contracted the disease while on duty.
• The City shall offer flu shots for all members as a means of protection from contracting the flu
while working during flu season.
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Section 3. Other Testing
• The City shall provide lead testing for Range Instructors.
• The City will provide for AIDS and Hepatitis screening in instances where a member is exposed to
situations or persons presenting such biological contamination threat.
Section 4. Exposures
The City acknowledges and complies with all statutory notice requirements and presumptions regarding
exposures in the line of duty.
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ARTICLE 16
GROUP INSURANCE
Section 1. Medical,Vision and Dental Insurance
The sole medical benefit plan available to employees will be a High Deductible Health Plan (HDHP). The
cost for"employee only" coverage for the HDHP medical, dental,and vision insurance premiums shall be
paid by the City for bargaining unit members while they are employed by the City. Members are
responsible for the cost of covering dependents on these plans.
The City Commission,through the Annual Budget process,may appropriate funds to subsidize employees'
premium costs for employees who cover dependent children on their City medical plan. Any subsidy
offered does not extend beyond the plan year for which it is budgeted,and the offering of,and/or amount
of, any such subsidy is not subject to negotiation.
Medical Insurance:
HSA Contributions:
The City will contribute an annualized total of one thousand five hundred dollars ($1,500.00) into a
bargaining unit member's Health Savings Account(HSA) on the first full pay check date following January
1St of each year of this Agreement.
Leave Time Conversion to HSA:
The City will provide opportunities to convert an annualized total of up to one thousand five hundred
dollars ($1,500.00), after pension deduction, of any combination of sick and vacation time at the 100%
conversion rate to help fund their HSA. This conversion can be done at the following times each year of
this Agreement:
i. Upon ratification.
ii. January 1st—January 31st(any amount up to an annualized total of$1,500.00).
iii. April 1st—April 30th (any amount up to an annualized total of$1,500.00).
iv. October 1St-November 15th (any amount up to an annualized total of$1,500.00).
v. "Annualized" means plan year/contract year/fiscal year (October 1st through September
30th).
Section 2.
Life Insurance:
Bargaining unit members are provided with a sixty thousand dollar($60,000)term life and accidental
death policy with the premium paid by the City.
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ARTICLE 17
LEAVES
Section 1. Vacation
A. Accrual:
1. Bargaining unit members accrue vacation hours each pay period when they are in an active
paid status of twenty-four (24) or more hours in a work week. No member may use more
vacation leave than (s)he has accrued. The chart below shows the maximum annual accrual
of vacation hours based on years of service:
Years of Service Vacation Hours
1 year 96
2 years 120
3 years 120
4 years 128
5 years 136
6 years 144
7 years 152
8 years 160
9 years 168
10 years 176
11 years 176
12 years 176
13 years 176
14 years 176
15 years 176
16 years 192
17 years 192
18 years 192
19 years 192
20 years 192
21 years&after 200
2. A bargaining unit member may accrue vacation hours up to the Allowable Maximum:the total
vacation hours(s)he accrued in his/her two(2)most recent years of employment. During the
fiscal year,vacation hours may accrue beyond the Allowable Maximum; however,any accrued
and unused vacation hours exceeding the Allowable Maximum on September 30' of each
year will be forfeited.
B. Requests:
1. Vacation requests may be submitted from 14 - 45 days in advance for vacation. In the
event of conflicting requests for vacation dates,the senior member's request shall prevail
provided the more senior member's request was submitted thirty (30) days prior to the
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date(s) requested.
2. Vacations of two (2) days or less may be made with twenty-four (24) hours of advance
notice.
3. All other requests submitted with less than thirty (30) days of notice shall be on a first
come first serve basis regardless of seniority.
4. Request for emergency vacation leave will considered individually by the Chief.
5. A bargaining member who is absent without approval will not be compensated for the
time absent and may be subject to disciplinary action.
C. Bonus Vacation Hours:
Members are eligible to accrue up to eight (8) Bonus Vacation Hours on a quarterly basis by
participating in and/or meeting certain benchmarks in department and City safety and wellness
incentives. Details of each quarter's incentive program benchmarks will be provided and
published.
D. Selling Back Vacation Hours:
Members are eligible to sell back up to eighty (80) hours of vacation leave each year of this
agreement. Members must submit a request for vacation sell back through Neogov's self-service
portal no later than August 15t of each fiscal year for which payment will be made in September.
Section 2. Sick Leave
A. Accrual:
Bargaining unit members will accrue sick leave on a bi-weekly basis(3.69 hours)for an annualized
total of ninety-six (96) hours per year. In order to receive accrued sick leave in a work week, a
member must have been in an active paid status of twenty-four(24) hours or more. No member
may use more sick leave than (s)he has accrued.
B. Notice of Use of Sick Hours:
Unscheduled Sick: A member shall notify his/her immediate supervisor or designee, in a
manner provided for by management,of his/her illness not less than sixty(60) minutes before the
start of his/her scheduled shift. If a member fails to call in within the specified time,the member
may be subject to progressive discipline. This notice procedure shall be followed for each day the
member is unable to report to work unless the member has been authorized by Human Resources
and the City Manager for an extended leave of absence.
Scheduled Sick: A member may request, with a minimum of forty-eight (48) hours of
advanced notice, to use scheduled sick hours for medical, dental, optical, appointments and/or
procedures. Documentation to support payment under the "scheduled sick" pay code must be
provided with payroll. Unsubstantiated use of such time will result in the time being recoded to
"sick."
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Sick hours may be requested and/or utilized upon approval of the Police Chief (or
Designee)for the following reasons:
1. Member's health, or up to forty (40) hours per fiscal year for illness of
immediate family member: the member's parent,spouse, or child.
2. Medical, dental, or optical treatment that is determined in writing by a
physician to be necessary and must be performed during working hours.
3. Quarantine due to exposure to contagious disease.
4. In connection with a member's Workers'Compensation case,where(s)he has
declined a light duty assignment or where no such assignment is available.
5. In connection with an approved Family and Medical Leave Act (FMLA) leave
for a serious medical condition of the member, or the member's immediate
family member, as defined in (FMLA).
The following conditions may be deemed as excessive/abusive use of sick leave and may
result in a referral to Human Resources for FMLA and/or progressive discipline:
1. Members who have developed a pattern of sick leave usage.
2. Members who are required to use vacation leave in lieu of or in
supplementation of sick leave to compensate for absences(except approved
FMLA).
C. Documentation Required:
For any use of sick time in excess of three (3) consecutive work days, a member is required to
provide written medical certification to the Human Resources and Risk Management Department
upon return to work.
"Consecutive work days" means any day for which a member was scheduled to work, including
additional or"overtime" shifts.
D. Payout of Sick Leave
1. Members who are terminated from the City are not eligible for a payout of sick leave.
2. Members will have payment made for their accrued and unused sick hours, at the
percentage specified in the table below, upon resignation, retirement, change in
status from full time to part-time, or death. (Retirement shall include normal
retirement, disability retirement, or early retirement as defined in the appropriate
Pension Plan).
Continuous Years of Service Percentage of Sick Leave Payout
Less than 5 full years 0%
years but less than 10 full years 25%
More than 10 full years 50%
Upon retirement from the City 50%
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3. An employee retains his/her accrued and unused sick hours while employed in a full-
time position with the City. If an employee's status converts to a part-time position,
whether voluntarily or involuntarily, (s)he will have his/her accrued and unused sick
leave paid out pursuant to the aforementioned table.
E. Sick Leave Conversion:
Members who have more than one hundred twenty(120) hours of sick leave as of September 15t
of any contract year may convert 50% of the excess over one hundred twenty (120) hours to a
cash straight time payment not to exceed eighty(80) hours. This conversion payout will occur by
September 30th
F. Sick Leave Donations:
Sick Leave Donations are available pursuant to City policy.
Section 3. Personal Leave
At the sole discretion of the Police Chief(or Designee), a member may be granted up to eighty
(80) hours of paid personal leave in a fiscal year. There is no entitlement to Personal Leave, and
the Police Chief's approval of or denial of such leave is not subject to grievance.
Section 4. Bereavement Leave
In the event a member has experienced the death of his/her mother, father, foster parent, step-
parent, brother, sister, husband, wife, registered domestic partner, son,daughter,grandparents,
grandchildren, mother-in-law, father-in-law, sister-in-law or brother-in-law, or grandparent of
spouse or registered domestic partner, a member may use paid compassionate leave not to
exceed three (3)consecutive shifts for any one death. However, if it is necessary for the member
to leave the State in connection with the internment of the deceased, the member may use an
additional two(2)consecutive shifts. Members must submit proof of death within thirty(30)days
in order to be eligible for paid compassionate leave. The City Manager may grant additional
compassionate leave at his/her sole discretion.
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ARTICLE 18
HOLIDAY PAY
Section 1. Bargaining Unit Members will receive Holiday Pay in the following manner for each year of this
Agreement:
A. The second paycheck in October,members will receive 90 hours straight time Holiday Pay
at current rate of pay on check date.This payment is for the following holidays:
o Veterans' Day
o Thanksgiving Day
o Day After Thanksgiving
o Christmas Eve
o Christmas Day
o New Year's Day
B. The second paycheck in January, members will receive 90 hours straight time Holiday Pay at
current rate of pay on check date.This payment is for the following holidays:
o Martin Luther King,Jr. Day
o Presidents' Day
o Memorial Day
o Juneteenth
o Independence Day
o Labor Day
Section 2. Bargaining Unit Members must have been actively employed on the paycheck date in
order to receive the Holiday Pay in Section 1.
Section 3. Bargaining Unit Members who leave employment must pay back any holidays for which
they were paid but were not employed on date of holiday.This payment will be deducted
from the member's final pay check at the hourly rate at which the holiday was paid.
Section 4. New Hires will receive Holiday Pay on a pro-rated basis on the first paycheck of the month
following date of hire.The proration will be calculated as follows:
A. If hired between October 1st and January 1st, (s)he will receive Holiday Pay for
only the holidays in Section 1A that occurred while (s)he was actively employed.
B. If hired between January 2nd and September 30th, (s)he will receive Holiday Pay
for only the holidays in Section 1B that occurred while (s)he was actively
employed.
Section 5. There is no additional pay, premium or otherwise, for time worked on City observed or
actual holidays.
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Section 6. There is no pay, premium or otherwise, to Bargaining Unit Members who do not work on
City-observed or actual holidays.
Section 7. Members with non-road patrol assignments whose scheduled work day falls on a City-
observed holiday may have the following options (based upon scheduling approval of
Supervisory Chain of Command):
a) Work on the City-observed holiday and get paid at straight time for the actual hours
worked, or
b) Not work on the City-observed holiday and request to use paid leave (such as available
comp time or vacation leave) to be compensated for the hours, or
c) Not work on the City-observed holiday and be in an unpaid status for those hours
(absent any request to use available paid leave),
or d)With advanced agreement and approval from supervisor,a non-road patrol member
may flex his/her schedule during any work week in which there is a City-observed holiday.
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ARTICLE 19
FUNERAL EXPENSES
Section 1. The City will make a payment of fifteen thousand dollars ($15,000.00)to the beneficiary
of bargaining unit employees considered by law to have expired in the line of duty.
Section 2. All employees shall complete the appropriate form to designate by name and address,
the individual to whom such funds are to be paid. In the event of conflicting claims for payment,the City
will interplead the funds by court proceeding if the parties with conflicting claims cannot resolve their
dispute within sixty(60)calendar days.
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ARTICLE 20
TRAINING
Section 1.
a. Mandatory Officer Training Requirements
All basic mandatory training and retraining that an officer is required to attend while off duty will be
compensated at a rate of one and a half(1.5) times the officer's hourly base rate for actual time in
training. Compensatory time in lieu of overtime may be authorized by the Police Chief(or Designee).
b. Conferences,Seminars, Other Training/Special Programs
Other off-site training/special programs, including but not limited to conferences and seminars, for
which the City approves a member to attend and pays the associated expenses are exempt from
compensation other than the member's hourly base rate of pay for hours of actual classes while in
attendance and for any hours the member is attending that were regular scheduled work hours. The
City reserves the right to flex a member's work schedule to reduce the cost of overtime that may
result from a member attending such classes on non-scheduled work days.
Section 2. Weapons Training
The content and course of weapons training will be established by the Chief of Police. Each member will
be allowed three opportunities to meet prescribed qualification standards. If the officer does not qualify
in three attempts, they will be required to qualify on their own time and expense to remain eligible for
employment as law enforcement officers.
Section 3. College Tuition
The City will reimburse eligible members for tuition pursuant to the City's Tuition Assistance Program,
which is attached as Addendum "C." The provisions of this Section and Addendum "C" relate to the
reimbursement assistance for General Education Core Courses and Degree Program Core Courses. For
the term of this Agreement,Tuition Assistance is funded at forty thousand dollars($40,000) per fiscal year
and covers members of all PBA units.
The provision of the City's Tuition Assistance Program that restricts DROP participants from eligibility is
not applicable to members of any PBA bargaining unit.
Section 4.
The City reimburse members for authorized expenses associated with attending training and special
schools as approved by the Police Chief.
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ARTICLE 21
REPRODUCTION
The City will post the Agreement on the City's shared network drive or any other electronic distribution
system.
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ARTICLE 22
PERSONNEL RECORDS
Section 1.
A personnel file for all City employees is maintained by the City's Human Resources Department.
Employees may inspect and obtain copies of personnel files in accordance with Florida Law.
Section 2.
Internal affairs investigatory files will be maintained in accordance with Florida State Statutes.
Section 3.
All bargaining unit members covered by this Agreement must be notified within twenty-four (24) hours
of the request in writing (E-mail is acceptable notification) when someone other than a City employee
requests to review the bargaining unit members' personnel/I.A. file, unless the file is being inspected by
a governmental agency(including IRS), or state attorney, in the conduct of a lawful criminal investigation
when confidentiality of the investigation is requested.
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ARTICLE 23
LEGAL ACTION
Section 1.
In accordance with Florida Statutes, the City will provide legal defense for a member against any civil
damage suits wherein said member is a named party and wherein the alleged damages were allegedly
caused by the actions of said member while acting within the scope of his/her authority and within the
course of his employment.
Section 2.
The City will indemnify all members against judgments for compensatory damages entered against them
as a result of their actions to the extent that the City is found liable for such actions.
Section 3.
The City will select the Attorney who is to defend the employee relative to this Article.
Section 4.
The employee will be responsible for filing any counterclaims at his/her expense.
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ARTICLE 24
DISCIPLINE
Section 1. The Parties recognize that the interests of the community and job security of the
bargaining unit members depends upon the City's success in providing proper and efficient
services to the community. To this end, the City and the PBA encourage to the fullest degree,
behavior which is positive and supportive of the goals of effective municipal management and
public safety. The Parties recognize the need for progressive and appropriate discipline when an
employee's conduct and job performance are inconsistent with said goals.
Section 2. No bargaining unit member shall be disciplined except for cause. Progressive,
consistent, and appropriate discipline will be administered according to the seriousness of the
offense. The following disciplinary actions shall be utilized and, depending on the severity of the
offense, the first action may be at any appropriate level including dismissal.
A. Written Notice/Reprimand
B. Unpaid Suspension
C. Demotion
D. Termination
Discipline is classified as either major or minor, as follows:
MAJOR DISCIPLINE is a(n):
• Unpaid Suspension of more than sixteen (16) hours;
• Demotion, or;
• Termination.
MINOR DISCIPLINE is a(n):
• Written Notice/Reprimand, or;
• Unpaid Suspension of sixteen (16) hours or less.
Section 3. Any bargaining unit member who has been promoted,and who thereafter is demoted,
shall be returned to the position and shift(s) he or she occupied immediately prior to the
promotion or to a position and shift consistent with his or her seniority as a sworn officer with
the Boynton Beach Police Department, whichever is more favorable for the member. Personnel
re-entering the bargaining unit as provided above shall be placed in their respective Step Pay Plan
based upon their completed years of sworn service with the City of Boynton Beach Police
Department at the time of demotion.
Section 4. No Employee shall be subject to major discipline without first being afforded a
pre-determination conference with the City Manager. No pre-determination conference shall be
conducted with less than fifteen (15) calendar days' notice to the Employee.
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Section 5. Unpaid suspensions will be imposed in increments of eight (8) hours loss of pay.
Section 6. Members will be ineligible to work off duty details during any calendar day on
which they are observing a suspension.
Section 7. The City will provide notice to the PBA when it completes an investigation of
bargaining unit members that could result in disciplinary action or when an employee is given a
suspension.
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ARTICLE 25
APPEALS OF DISCIPLINARY ACTION
Appeals of disciplinary action shall be handled as follows:
MINOR DISCIPLINE:
Appeals to Major discipline shall be referred to Arbitration beginning at Step Three of the
Grievance Process pursuant to Article 26.
A. Written Notices/Reprimands may be submitted for review by the Chief of Police as
follows:
1. Member must submit a written response to the Written Notice/Reprimand (email
is acceptable) to the Chief of Police, with a copy to the Director of Human
Resources and Risk Management, within fifteen (15) calendar days of issuance.
2. After review of a member's written response and within fifteen (15)calendar days,
the Chief of Police may rescind the Written Reprimand. The Chief's determination
will be in writing (email is acceptable) to the member, with a copy to the Director
of Human Resources and Risk Management. The Chief's response may simply
state the determination outcome.
3. The Director of Human Resources and Risk Management will ensure the member's
employment file contains the originally issued Written Notice/Reprimand, the
employee's written response, and the Chief of Police's determination to sustain,
reduce, or reject the discipline.
4. Alternatively, a member is permitted to provide a written response to the Written
Notice/Reprimand to both the Chief of Police and the Director of Human
Resources, up to 90 days following its issuance for inclusion in his/her
employment file. However, the Chief of Police will not consider reducing or
rejecting discipline from any written responses received after the deadline as
stated above in A(1)-(3).
B. Unpaid Suspensions of sixteen (16) hours or less (following pre-disciplinary meeting
under Chapter 112, Florida Statutes) may be formally appealed to the Chief of Police, whose
decision shall be final. A member may submit a written response to be included in his/her
employment file.
1. Following the initial pre-disciplinary meeting and receipt of final discipline, an appeal shall
be filed in writing via electronic mail to the Chief of Police and the Director of Human
Resources and Risk Management within fifteen (15) calendar days of notice of the unpaid
suspension.
2. The Chief of Police shall render a decision within fifteen (15) calendar days of the appeal.
3. The Chief of Police's decision may be to sustain, fully reject, or lessen the discipline. The
Chief of Police (or Designee) may, at the request of the member, conduct interviews with
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departmental staff or members of the bargaining unit as part of his/her formal review of the
discipline and of alleged violations of this Agreement and/or Chapter 112, Florida Statutes, if
applicable.
MAJOR DISCIPLINE:
A. Pre-Disciplinary Meeting with the Chief of Police under Chapter 112, Florida Statutes:
1. Following the initial recommendation of discipline, members may schedule and
attend a Pre-Disciplinary meeting with the Chief of Police, pursuant to Chapter 112, Florida
Statutes and within thirty (30) calendar days of the issuance of Major Discipline. This request
must be in writing (e-mail is acceptable) to the Chief of Police with a copy to the Director of
Human Resources and Risk Management.
2. After the meeting, if one is requested, or after receiving the member's written
statement in lieu of a meeting,the Chief of Police will render his final disciplinary decision within
fifteen (15) calendar days.
3. If a member does not request and attend a pre-disciplinary meeting with the Chief
of Police, or does not provide a written statement in lieu of a meeting,within thirty (30) calendar
days of the initial recommendation of discipline, then the Chief of Police's initial discipline
recommendation will stand. However,the member may opt to waive the meeting with the Chief
of Police and proceed directly to the Predetermination Conference with the City Manager.
B. Predetermination Conference with the City Manager:
1. Prior to the imposition of Major Discipline, a member may elect to participate in
a Predetermination Conference with the City Manager. The member must request a conference
with the City Manager within fifteen (15) calendar days of the final determination by the Chief of
Police.
2. Members will have a minimum of fifteen (15) calendar days' notice of the date of
the Predetermination Conference.
3. The City Manager will render a disciplinary decision, which is final, within thirty
(30) calendar days of the predetermination conference.
C. Arbitration: Following a Predetermination Conference with the City Manager, if the final
recommendation of discipline remains as Major Discipline, then the matter may be referred
directly to Arbitration, beginning at Step Three of the Grievance Procedures pursuant to Article
26, S.A.
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ARTICLE 26
GRIEVANCE AND ARBITRATION PROCEDURE
Section 1. A grievance,as used in this Agreement, is limited to a complaint or request of a bargaining
unit member or the PBA which involves the interpretation or application of, or compliance with, the
provisions of this Agreement. Appeals of disciplinary action are not grievances but may be brought
following the procedures set forth in Article 25.
Section 2. Grievances concerning working conditions not specifically covered by the terms and
provisions of this Agreement shall be subject to the grievance procedure up to, but not including,
arbitration.
Section 3. In the event a grievance should arise as to the interpretation or the application of the
terms of the Agreement or departmental regulations, the said dispute or grievance shall be dealt with in
the following manner. Any grievance not answered by the City within the time limits provided below will
automatically advance to the next higher step of the grievance procedure.
Section 4. All references to "days" in this Article shall mean calendar days.
Section 5. Procedures
A. Grievance Procedures
Step One—Police Chief
The aggrieved employee(s) or an Association representative on behalf of an aggrieved
employee(s) shall file a Step One written grievance by electronic mail to the Police Chief and the
Director of Human Resources and Risk Management on or by the fifteenth (15th) day of the
occurrence or on or by the fifteenth (15th) day of when the employee(s) knew or should have
known of the occurrence.
All grievances shall include the following:
a. Statement of the grievance and the facts and circumstances upon which it is
based;
b. Name and rank of grievant(s);
c. The Article(s)and Section(s)of the Agreement alleged to have been violated;and
d. The remedy requested;
All class action grievances shall also include:
a. Statement indicating the grievance is a class action; and
b. Signature of a PBA Union Official/Attorney.
The Police Chief's Step One response shall be transmitted to the Union and to the Director
of Human Resources and Risk Management on or by the tenth (10th) day of receipt of a
grievance. If the Police Chief does not respond in writing via electronic mail,the grievance
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is presumed to be denied and the employee or an Association representative may
advance the grievance to Step Two.
Step Two—City Manager(or Designee)
If no resolution is reached at Step One, the aggrieved employee(s) or the Association
representative on behalf of the aggrieved employee(s) may file a Step Two written
grievance by electronic mail to the City Manager and the Director of Human Resources
and Risk Management on or by the fifteenth (15th)day of receipt of the Police Chief's Step
One response.
The City Manager (or Designee), at his/her discretion, may conduct interviews with the
grievant(s), the Union representative(s), members of the bargaining unit, and/or
management to discuss the grievance. The City Manager (or Designee) must notify the
Union and Grievant within seven (7) days of receipt of the Step Two grievance if (s)he
intends to conduct interviews. Once such notification is made, the time period for the
City's Step Two response is tolled with mutual agreement by the Union until the
interviews can be scheduled and conducted.
The City Manager (or Designee) shall respond in writing to the Step Two grievance by
electronic mail no later than thirty (30) days of receipt of the Step Two grievance or by a
mutually agreed upon extended date. If the City Manager(or Designee)does not respond
in writing via electronic mail, the grievance is presumed to be denied and the aggrieved
employee or an Association representative may move to the next step.
Step Three—Arbitration
If the grievance has not been settled by Steps 1 and 2, the PBA or the City may request
arbitration within fifteen (15) calendar days of receipt of the City Manager's (or
Designee's) reply or when a reply was due, if none is submitted.
Following a Predetermination Conference with the City Manager under Article 25,
appeals of disciplinary matters continue at this Step of the Grievance Process.
Notices to the City under this section must be sent to the City Manager and to the
Director of Human Resources and Risk Management, and electronic mail is
sufficient. Notices to the PBA under this section must be sent to the assigned PBA
attorney, with a copy to PBA President.
B. Arbitration Procedures
The Party requesting arbitration must timely file with the American Arbitration Association (AAA) or
Federal Mediation and Conciliation Service (FMCS) for a panel of seven (7) arbitrators on or before
the fifteenth (15th) day deadline, and a copy shall be served on the other Party. The rules for
conduction of the arbitration will not be the rules of AAA or FMCS unless agreed to by the City and
PBA, but will be governed by the terms of this Agreement.
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1. Arbitrator Selection
Each Party retains the right to reject one panel in its entirety and request that a new panel be
issued at the rejecting Party's expense. The grieving party shall strike the first name with each
Party alternating strikes thereafter until only one arbitrator's name remains. The last name
remaining shall be the arbitrator. The arbitrator shall determine the date(s) and time(s) of
the hearing subject to the availability of the Union and the City. Arbitration will be conducted
at a location mutually agreeable to the City and the Union.
2. Arbitration Fees and Expenses
All fees and expenses of the arbitrator shall be divided equally between the Union and the
City; however, each Party shall fully bear the expense of preparing and presenting its own
case, including the cost of witnesses and other people it requires to attend the arbitration.
3. Arbitrator Authority and Award
The arbitrator may sustain, reverse, or modify the discipline set by the City Manager. The
decision of the arbitrator is final and binding on the parties. If the arbitrator reverses the
discipline in its entirety, the Employee will be made whole. Any and all procedures regarding
arbitration which are not specifically set forth in this Section shall be governed by this Article.
The decision of the arbitrator is final and binding on the Parties subject only to the rights of
the parties to confirm, clarify, or set aside the award as set forth in the Florida Arbitration
Code.
The arbitrator shall render an Award within thirty(30) days of receipt of the briefs, if any, or
of the transcript if Parties have agreed to submit the transcript in lieu of briefs.
The arbitrator shall submit his/her decision in writing with a statement of findings and reasons
within thirty(30)days of the receipt of briefs, if any,or receipt of the transcript if Parties have
agreed to submit the arbitration transcript in lieu of briefs.
4. Other Provisions
A transcript of the Hearing will be made, unless waived by both Parties. The cost, including
the arbitrator's copy, will be shared equally by the Parties with the PBA share not to exceed
$500.00.
Briefs, if any, must be filed with the arbitrator no later than thirty(30) days after the close of
the Hearing or after receipt of the transcript, if a transcript is requested.
By agreement of both Parties, a meeting will be held at any step of the grievance procedure.
Settlement of a grievance prior to the issuance of an arbitration Award shall not constitute
precedent nor shall it constitute an admission that the Agreement has been violated.
A probationary employee may not grieve any matter concerning assignment,or discharge for
reasons of failure to meet performance standards.
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ARTICLE 27
PERSONAL VEHICLES
Section 1. When an employee is required to use his/her personal vehicle in the performance of
police duties, said employee shall be reimbursed a mileage rate as established by the Internal Revenue
Service (IRS), excluding mileage traveled to and from the normal work location.
Section 2. For the purpose of this Article, the performance of police duties shall include attendance
at court, depositions, administrative hearings,conferences with City officials, schools and seminars.
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ARTICLE 28
DRUG TESTING
The City is a Drug Free Workplace and has established a Drug Free Workplace Policy. Bargaining Unit
employees are subject to random, reasonable suspicion, and post-accident drug testing.
The Drug Free Workplace Policy approved by the City and the PBA is attached as Addendum "A."
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ARTICLE 29
RESERVED
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ARTICLE 30
COMPLETE AGREEMENT AND NON-WAIVER PROVISION
Section 1. This Agreement is the complete Agreement between the parties, cancels all prior
practices and agreements(including the CBA in control from 2021 through 2024),and,except as expressly
provided for herein, relieves the parties of the obligation to bargain on any subject during the term of this
Agreement.
Section 2. There is no past practice which results in a monetary benefit except as set forth expressly
in this Agreement. All bargaining unit members are covered under the terms of this Agreement,
Departmental Rules and Regulations and the City's Personnel Policy Manual and not under any Civil
Service Rule/Regulation and heretofore in existence.
(a) When the City intends to make changes to City or Departmental Administrative Rules or
Regulations, or Procedures, the City will provide written notice to the PBA. This notice will
include a description of the change and an implementation date which shall be no less than
thirty (30) days from the date of notice.
(b) If the PBA believes that that modification constitutes a change to wages, benefits or
conditions of employment, PBA will have fifteen (15) calendar days from date of notice to
advise the City if the PBA is requesting pre-implementation or post implementation impact
bargaining and to identity with specificity the manner in which the modification affects the
rights of its members. The PBA response shall include 3 dates and times when the PBA is
available to meet with the City to discuss/bargain the modification,excluding dates in the first
10 days following the PBA request. When bargaining is requested, it shall begin no less than
10 days following the PBA's request and shall be concluded within 14 days following the first
bargaining session.
(c) This provision is not a waiver, restraint or limitation on the City's management right to
determine unilaterally the purpose of its Police Department, set standards of services to be
offered to the public,and exercise control and discretion over its organization and operations.
Further, this provision is not a waiver of the City's rights or the PBA's rights under Chapter
447, Florida Statutes.
Section 3. Nothing in this Agreement shall be construed or interpreted as a waiver of the PBA's right
to request bargaining or impact bargaining.
Section 4. Nothing in this Agreement shall be construed or interpreted as a waiver or limitation on
the City's management rights.
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ARTICLE 31
SEVERABILITY
Section 1. If any provision of this Agreement is found to be invalid by any courts having jurisdiction
in respect thereof,such findings shall not affect the remainder of this Agreement,and all other terms and
provisions shall continue in full force and effect.
Section 2. In the event of such finding the Parties will meet within thirty (30) days to begin
negotiations of a replacement Article or Section.
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ARTICLE 32
DURATION
This Agreement shall take effect when ratified by the members of the collective bargaining unit and the
City Commission and shall remain in effect until September 30, 2025. No base wage increase, step, cost
of living,or other compensation adjustments,except increases resulting from an assignment,shall be paid
beyond September 30th of each year,except as provided in a subsequent Memorandum of Understanding
or Collective Bargaining Agreement.
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ARTICLE 33
TAKE HOME VEHICLES
Section 1. The City agrees to continue the take home vehicle program during the term of this
Agreement and to purchase as reasonably as possible the number of vehicles sufficient to supply
eligible members of the bargaining unit.
Section 2. Eligibility:
• Members are eligible for a Take Home Vehicle provided they:
o Have successfully completed Field Training, and
o Have not had their police powers suspended.
• Members who are on modified/light duty related to a workers' compensation claim who
do not have driving restrictions are eligible based upon availability of an unmarked
vehicle.
• Members who are on modified duty related to a non-work-related injury or temporary
disability may be provided with an unmarked vehicle based on availability and seniority
(ID number), provided their work restrictions do not prohibit driving.
Section 3. Vehicles will be assigned on the basis of seniority (by ID number), with seniority
bumping rights for Members transferred to patrol.
Section 4. Captains may use their assigned unmarked vehicles on duty and off duty,
anywhere in the State of Florida. All such time shall be covered by City insurance, unless the
member is engaging in acts of bad faith, malicious purpose, or wanton and willful disregard of
human rights, safety, or property.
Section 5. F.S. 627.7491 — Official law enforcement vehicles; motor vehicle insurance
requirements:
This statute took effect on July 1, 2022 and requires police departments to maintain auto
insurance coverage to cover their vehicles when an officer travels to or from work in a take home
vehicle. The City has the necessary insurance in place to comply with this statute. The coverage
must also cover the time an officer travels to and from any other work assignment in the take
home vehicle. However, there are two exceptions:
1. Coverage is not required if the officer makes any "distinct deviation for a nonessential
personal errand."
a. The City and Union define "distinct deviation" as any personal use of Take Home
Vehicle other than de minimis use along the member's normal commute route.
For example, stopping at a convenience store, bank, or fast food restaurant that
is on a member's reasonable commute route is considered de minimis.
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2. Coverage is not required if the officer "acts in bad faith or with malicious purpose or in a
manner exhibiting wanton and willful disregard of human rights, safety, or property."
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ARTICLE 34
OFF-DUTY DETAILS
All off-duty details(worked performed for a second party employer) require prior written approval by the
Chief of Police(or Designee). Police Department Index Code 712 applies except as modified in this Article.
Sworn Law Enforcement Officers in positions outside of PBA bargaining units are not prohibited from
participating in the off-duty details program.
The City will continue coordinating off-duty details. The net rate of pay for off-duty details paid to the
officer will be set by the PBA, but no less than fifty dollars ($50.00) per hour with a three (3) hour
minimum. PBA may change this rate at any time with a minimum of fifteen (15) calendar days of written
notice to the City.
The City will act as the conduit for payment for off-duty details from the second party employer to the
officer. Payment to the officer is contingent on collection from the second party employer.
Any payments for off duty detail work performed on behalf of a second party employer shall not be
considered compensation for pension calculation purposes3.
Each officer working an off-duty detail is deemed to be an independent contractor of the second party
employer. However, police officers on off-duty details shall be permitted to utilize a City police uniform,
radio and vehicle. For such usage, the City shall receive $7.00 dollars per hour for every detail worked to
offset equipment costs.
Details shall be assigned only to those officers who are off duty and no officer shall accept any off-duty
detail when it interferes with his/her normal working hours. No swap of time is permitted to
accommodate an off-duty detail.
Each officer, while working off-duty details, shall adhere to City conduct standards. Any misconduct or
breach of policies, rules and regulations will be handled through the Department the same as any on-duty
activity.
Any police officer who is on sick leave, workers' compensation or working light duty will not work any
off-duty detail during that period.
3(4)"Compensation"or"salary"means,for non-collectively bargained service earned before July 1,2011,or for service earned
under collective bargaining agreements in place before July 1,2011,the total cash remuneration including"overtime"paid by
the primary employer to a police officer for services rendered,but not including any payments for extra duty or special detail
work performed on behalf of a second party employer.§185.02,Fla.Stat.Ann.
8B Pension Code:Compensation or salary. The total cash remuneration including lump sum payments for accumulated sick and
vacation leave and"overtime"paid by the primary employer to a police officer for services rendered,but not including any
payments for extra duty or a special detail work performed on behalf of a second party employer paid directly to the police
officer by the second party employer.
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Any police officer on leave due to disciplinary matters shall not work off-duty details during the period of
that suspension or removal from active duty.
Any police officer may not work more than twenty-four (24) hours of overall off-duty details during any
seven (7) day work period. Exceptions are granted when officer is on vacation (for a minimum of forty
(40)consecutive hours); then the twenty-four(24) hour limitation may be exceeded.
The Police Chief may suspend an employee's right to work off-duty details as a component of disciplinary
action or as a component of a Performance Improvement Plan as a result of a conduct violation committed
while on an off-duty detail.
All Bargaining Unit Members assigned to cover off-duty details may report directly to their assignment
without prior checking in or out at the police station; however, members must advise a supervisor
personally or by radio. Bargaining unit members assigned to an off-duty detail shall comply with all
current City and Department policies and procedures in effect.
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ARTICLE 35
PENSION
Section 1. Recent Historical Changes During Bargaining
• Bargaining Unit Members hired on or after October 1, 2015 will have a pension multiplier of
three percent(3%).
• The vesting period for Police Officers and Detectives hired on or after October 1, 2016 is ten
(10)years.
• Upon ratification of the Agreement ending September 30, 2019, the City and the Union
conformed to the statutory requirement to negotiate provisions of SB 172, codified as Laws of
Florida 2015-39 by entering into a Mutual Consent Agreement, which provided that the Union
would pay the City a total of$60,000 in $30,000 increments in November 2017 and November
2018.
• Mutual Consent Agreements, which provide that the City will receive a total of $90,000 in
$30,000 increments in November 2019, November 2020, and November 2021, (satisfied) and a
total of$150,000 in November of years 2022, 2023, and 2024.
• Employees hired on or after October 1, 2019: Normal retirement—the earlier of age 55 and 10
years of credited service, or completion of 25 years of credited service regardless of age —
Eliminating the 50 years of age with 15 years of credited service.
• Employees hired on or after October 1, 2016: Early Retirement/Deferred Vested Retirement—
50 years of age with 10 years of credited service.
• ALL: Maximum Retirement Benefit shall not exceed eighty-five percent (85%) provided that, in
all cases,the benefit is at least 2.75%for each year of service.
•ALL:Member Contributions toward Base Pension Benefit-Additional 0.5%pension contribution
from all employees(excluding DROP participants) each fiscal year of the 2019-2022 Agreement—
Monies must be utilized for Unfunded Actuarial Accrued Liability(UAAL). Satisfied -no additional
contributions.
Pension ordinance, updated as of October 2022, currently governs.
Section 2. Agreed Changes During Bargaining of Current Agreement
• DROP—Effective October 1,2022,all active members are eligible to participate in an eight(8)year DROP
with a seven percent(7%)guaranteed interest rate on their full DROP balances. Members are required to
resume contributions at three percent (3%) for years six (6) through eight (8) of the DROP, if they opt to
participate. Active members who have already entered the DROP are eligible to extend their DROP
provided they are not required to separate from service prior to October 1, 2022.
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ARTICLE 36
NO STRIKE OR LOCK-OUT
Section 1. "Strike" means the concerted failure to report for duty,the concerted absence of Captains
from their positions, the concerted stoppage of work, the concerted submission of resignations, the
concerted abstinence in whole or in part by any group of Captains from the full and faithful performance
of their duties of employment with the City, participation in a deliberate and concerted course of conduct
which adversely affects the services of the City, picketing or demonstrating in furtherance of a work
stoppage, either during the term of or after the expiration of a collective bargaining agreement.
Section 2. Neither the Union, nor any of its officers, agents and members, nor any employee
organization members, covered by this Agreement, will instigate, promote, sponsor, engage in, or
condone any strike,sympathy strike,slowdown,sick-out,concerted stoppage of work, illegal picketing,or
any other interruption of the operations of the City.
Section 3. Each Captain who holds a position with the City occupies a position of special trust and
responsibility in maintaining and bring about compliance with this Article and the strike prohibition in
Florida Statutes 447.505 and the Constitution of the State of Florida. Accordingly, the Union, its officers,
stewards and other representatives agree that it is their continuing obligation and responsibility to
maintain compliance with this Article and the law, including their responsibility to abide by the provisions
of this Article and the law by remaining at work during any interruption which may be initiated by others;
and their responsibility, in event of breach of this Article or the law by other employees and upon the
request of the City,to encourage and direct employees violating this Article or the law to return to work,
and to disavow the strike publicly.
Section 4. Any or all Captains who violate any provisions of the law prohibiting strikes or of this
Article may be dismissed or otherwise disciplined by the City.
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ARTICLE 37
WORKERS'COMPENSATION AND LEAVES OF ABSENCE
Section 1. Workers' Compensation
A. A bargaining unit member covered by Florida Statute, Chapter 440, Workers'
Compensation,and in accordance with provisions set forth hereunder,shall be authorized
to be absent from work due to injury or illness incurred while on duty,and directly related
to work performed, until (s)he reaches maximum medical improvement or two (2) years,
whichever comes first.
B. The City is self-insured for Workers' Compensation. The City's Human Resources and Risk
Management Department coordinates claims management for work-related injuries and
illnesses. For information and policies regarding Workers' Compensation, contact the
Human Resources and Risk Management Department.
C. Members who are unable to work due to a work-related injury or illness, are entitled to
have their workers' compensation payments supplemented for up to ninety (90) days to
ensure they receive one hundred percent (100%) of their normal base pay, unless
otherwise negotiated in a workers' compensation hearing.
D. The City follows the provisions of Florida Statute, Chapter 440, Workers' Compensation.
Bargaining Unit members who require follow up medical treatment are required to attend
appointments while off duty. In the event a Bargaining Unit member needs to attend an
appointment while on duty, due to scheduling conflicts identified by Command Staff,the
member must use his/her available Sick Leave or compensatory time and vacation time if
the member has no available Sick Leave.
E. Reporting Work-Related Injuries/Illnesses:
1. An employee who sustains a work-related injury or illness is required to
immediately notify his/her supervisor and/or the Human Resources and Risk
Management Department. Notification to the Human Resources and Risk
Management Department is made 24/7 by calling: (561) 742-6677 or e-mailing:
risk@bbfl.us. An employee who fails to promptly notify his/her supervisor or the
Human Resources and Risk Management Department is subject to disciplinary
action including termination of employment.
F. FM LA in Conjunction with Workers' Compensation:
1. To the extent permissible by Law, the City designates lost time in conjunction with a
workers'compensation claim as FMLA for members who meet the eligibility requirements
and who have not yet exhausted their rolling 12-month hours' entitlement.
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Section 2. Modified Work(Light Duty)
Modified Work Assignments(Workers' Compensation):
An employee who has been released to work with restrictions may be accommodated
with a modified work (light duty) assignment at the discretion of the Director of Human
Resources and Risk Management (or Designee) in consultation with the Police Chief (or
Designee). An employee may choose to accept or decline the modified work assignment.
If an employee declines an offer of a modified work assignment, the employee will be
required to remain at home until released to full duty with no restrictions,and during this
time,(s)he will be required to use accrued and available leave time in the following order:
sick and vacation. Additionally, an employee who declines an offer of a modified work
assignment and who meets the eligibility requirements for leave under FMLA will have
his/her time off automatically designated as FMLA.
For more information regarding modified work as it pertains to Workers' Compensation,
contact the Human Resources and Risk Management Department.
Modified Work Assignments(Other):
The City complies with the Americans with Disabilities Act Amendments Act (ADAAA) to
provide reasonable accommodations to employees who request them and are qualified.
An employee may request an accommodation and/or more information by contacting the
Human Resources and Risk Management Department.
Section 3. Leaves of Absence
Family and Medical Leave Act (FMLA):
An employee who has worked for the City for at least twelve (12) months and who has
worked at least one thousand two hundred fifty (1,250) hours in the preceding twelve
(12) months is eligible to request job-protected leave under FMLA for qualified reasons
as defined by the law.
Requests for leave under FMLA must be submitted in writing on the designated form to
the Human Resources and Risk Management Department. Leaves under FMLA are
approved by the Director of Human Resources and Risk Management and the City
Manager. Human Resources may designate as FMLA an eligible employee's qualified
leave, including lost time due to a Workers' Compensation claim.
For more information regarding leave under FMLA, contact the Human Resources and
Risk Management Department.
Americans with Disabilities Act Amendments Act (ADAAA):
An employee may be entitled to leave as an accommodation for his/her disability under
the ADAAA.
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For more information regarding a leave accommodation under ADAAA, contact the
Human Resources and Risk Management Department.
Military Leave:
The City complies with Military Leave pursuant to the Uniformed Services Employment
and Reemployment Rights Act (USERRA) and Florida Statute 115.07.
An employee must immediately notify the Human Resources and Risk Management
Department upon notice of his/her need for Military Leave.
For more information regarding Military Leave, contact the Human Resources and Risk
Management Department.
Leave of Absence (Other):
An employee who is not eligible for leave under FMLA, ADAAA, or Military Leave may
request a Leave of Absence for up to ninety(90) days.
A request for a Leave of Absence must be submitted in writing to the City Manager via
the Director of Human Resources and Risk Management. The City Manager, in
consultation with the Director of Human Resources and Risk Management and the Police
Chief(or Designee),will consider an employee's request for a Leave of Absence on a case-
by-case basis with the operational needs of the City being a primary factor in whether or
not the leave may be granted. An employee who is on an approved Leave of Absence is
subject to being recalled to service upon notice of the City Manager (or Designee). The
City Manager's determination is final and is not subject to further review, appeal,
grievance, or arbitration process.
Any approved Leave of Absence will require an employee to utilize his/her paid leave time
in the following order: compensatory time, vacation, and sick. Once the employee has
exhausted all available accrued time, the remainder of the Leave of Absence will be
without pay. An employee will not accrue vacation or sick hours while on a Leave of
Absence. The employee is responsible for the full cost of insurance premiums for work
weeks in which (s)he is in an unpaid status for more than twenty-four(24) hours.
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ARTICLE 38
QUALIFICATIONS FOR A BARGAINING UNIT POSITION
Section 1. Qualifications
Eligibility for hiring or promotion to a position in the bargaining unit shall be as follows:
(a) Recruitment for the rank of Police Captain will be posted internally and externally.
(b) Internal candidates must have:
• Five (5) years of continuous experience as a Police Sergeant with the City of
Boynton Beach;and
• Bachelor's Degree (Incumbents in the Police Captain position on or by the date
of ratification of this Agreement are exempt from meeting the Bachelor's Degree
requirement.); and
• Must possess and thereafter maintain FDLE certification.
• Must possess and thereafter maintain a Florida driver's license.
(c) External candidates must meet the qualifications listed above except that they must have
held, at minimum, the rank of Police Sergeant with a municipal, county, or state police
agency for a period of no less than five (5)years and must be a certified law enforcement
officer within the State of Florida.
(d) External candidates shall only be considered for hire when there are no qualified internal
candidates who passed the promotional process to fill the number of vacant positions.
Section 2. Veterans' Preference
The City complies with all Veterans' Preference requirements pursuant to Chapter 2021-57, Laws of
Florida and F.S.S. 295.07.
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ADDENDUM "A"
DRUG FREE WORKPLACE POLICY
1.1 PURPOSE
The City of Boynton Beach is committed to providing a safe work environment for its employees and our
community. Drug and alcohol abuse is national problem that is prevalent in society and impairs the health
and safety of employees, promotes crime and harms our local community. Moreover, the illegal
possession, use, sale, and distribution of controlled drugs are criminal acts that directly threaten the
integrity of all employees in the City. The City is addressing this problem through its DRUG FREE
WORKPLACE Program.
Substance abuse is a complex, yet treatable disease. The ultimate goal of this policy is to balance our
respect for individual privacy with our need to keep a safe and productive drug and alcohol-free
environment. We encourage those who use drugs or abuse alcohol to seek help in overcoming their
problem. The City considers substance abuse to be an unsafe and counterproductive work practice.
1.2 SCOPE
This policy applies to all PBA collective bargaining unit members at the City of Boynton Beach.
1.3 DEFINITIONS
1. "Chain of Custody" refers to the methodology of tracking specified materials or substances for
the purpose of maintaining control and accountability from initial collection to the final
disposition for all such materials or substances and providing for accountability at each stage in
handling,testing, and strong specimens and reporting test results
2. "Confirmation Test", "confirmed test" or "confirmed drug test" is a second analytical procedure
used to identify the presence of a specific drug or metabolite in a specimen,which test procedure
used to identify the presence of a specific drug or metabolite in a specimen, which test must be
different in scientific principle from that of the initial test procedure and must be capable of
providing requisite specificity, sensitivity, and quantitative accuracy.
3. "Drug" means alcohol, including distilled spirits, wine, malt beverages, and intoxicating liquors;
amphetamines; cannabinoids; cocaine; phencyclidine (PCP); hallucinogens; methaqualone;
opiates;barbiturates;benzodiazepines;synthetic narcotics;designer drugs;ora metabolite of any
of the substances listed herein.Threshold detection levels are established by Florida regulations.
Therefore, activities participated in while off duty may result in positive drug tests. For DOT
covered employees, alcohol includes any intoxicating agent in beverage alcohol, ethyl alcohol, or
other low molecular weight alcohols. Consumption of a preparation including alcohol (beverages
or medicines). A list of the most common medications which may alter or affect a drug test are
found in Section 1.5, Letter I of this policy. Employees and job applicants should review this list
prior to submitting to a drug test.
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4. "Drug test" or "test" means any chemical, biological, or physical instrumental analysis
administered for the purpose of determining the presence or absence of a drug or its metabolites.
S. "Employee" means an individual who works for salary, wages, or other remuneration for the City
and is covered by the workers compensation act.
6. "Employee Assistance Program" (EAP) is an established program for employee assessment,
counseling, and referral to an alcohol and drug rehabilitation program.
7. "Employer" means an agency within state government that employs individuals for salary,wages,
or other remuneration.
8. "Initial drug test" means a screening procedure of the blood and/or urine of employees and job
applicants for the presence of alcohol and illegal drugs in accordance with the Florida Drug Free
Workplace Program and appropriate Florida administrative rules.
9. "Job Applicant" means a person who has applied for a position with the City and has been offered
employment conditioned upon successfully passing a drug test.
10. "Mandatory-testing position/Safety-sensitive position" means with respect to a public employer,
a job assignment that requires the employee to carry a firearm, work closely with an employee
who carries a firearm, perform life-threatening procedures, work with heavy or dangerous
machinery,work as a safety inspector,work with children,work with detainees in the correctional
system, work with confidential information or documents pertaining to criminal investigations,
work with controlled substances, or a job assignment that requires an employee security
background check, pursuant to F.S. 110.1127,or a job assignment in which a momentary lapse in
attention could result in injury or death to another person.
11. "Medical Review Officer(MRO)"means a licensed physician with knowledge of prescription drugs,
pharmacology and toxicology of drugs, who may be responsible for receiving and reviewing all
positive confirmed test results and who may be responsible for contacting all individuals who test
positive in a confirmation test to inquire about possible medications which could have caused a
positive result.The MRO need not be an employee of the City.
12. "Prescription or Nonprescription Medication" means a drug or medication obtained pursuant to
a prescription as defined by F.S. 893.02 or a medication that is authorized pursuant to federal or
state law for general distribution and use without a prescription in the treatment of human
diseases, ailments, or injuries.
13. "Reasonable Suspicion Drug Testing" means drug testing based on a belief that an employee is
using or has used drugs in violation of the employer's policy drawn from specific objective and
articulable facts and reasonable inferences drawn from those facts in light of experience.
Reasonable suspicion drug testing may not be required except upon the recommendation of a
supervisor who is at least one level of supervision higher than the immediate supervisor of the
employee in question.Among other things, such facts and inferences may be based upon:
a. Observable phenomena while at work, such as direct observation of drug use or of the
physical symptoms or manifestations of being under the influence of a drug.
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b. Abnormal conduct or erratic behavior while at work or a significant deterioration in work
performance.
c. A report of drug use, provided by a reliable and credible source, which has been
independently corroborated.
d. Evidence that an individual has tampered with a drug test during employment with the
current employer.
e. Information that an employee has been involved in an accident while at work:
i. If a bargaining unit member is involved in an accident in which the member was
driving a City owned vehicle or any workplace incident that results in the member
seeking medical attention at a medical facility.
ii. An order to submit to post accident testing can be made by a Police Sergeant or
higher rank. Any bargaining unit member ordered for a post-accident drug test
may, at the member's option, be accompanied to the testing by an available
Union Representative. The Union Representative shall act as a quiet observer to
the testing procedure and shall not interfere with the testing procedures or direct
questions or comments to the testing personnel. The unavailability of a Union
Representative shall not preclude the post-accident drug testing from taking
place.
iii. Refusal to submit to an order for post-accident drug testing, or intentionally
delaying a post-accident drug test can result in termination; however, nothing
herein shall abrogate a bargaining unit member's right to challenge the results of
the drug test.
f. Evidence that an employee has used, possessed,sold,solicited,or transferred drugs while
working or while on the employer's premises or while operating the employer's vehicle,
machinery, or equipment.
14. "Special-Risk Position" means a position that is required to be filled by a person who is certified
under Chapter 633, Fire Prevention and Control or Chapter 943, Department of Law enforcement.
15. "Specimen"means a tissue or product of the human body including blood, urine,or saliva capable
of revealing the presence of alcohol and/or illegal drugs or their metabolites.
16. "Stepping Forward" means that an employee comes forward and requests assistance for
substance abuse prior to being selected for a random drug test, or prior to being ordered to
submit to a reasonable suspicion drug test, fitness for duty evaluation, or prior to being involved
in an accident or sustaining an injury,which requires drug testing.
1.4 POLICY
A. It is the policy of the City that an employee found with the presence of alcohol, illegal drugs,
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or prescription medication in levels exceeding prescribed dosage in his/her system, in
possession of, using,selling,trading or offering for sale illegal drugs or alcohol during working
hours, may be subject to disciplinary action up to and including termination. A refusal to
submit to a drug test is grounds for immediate termination.
An employee reporting for work visibly impaired and that is unable to properly perform
required duties, will not be allowed to work. The supervisor should first attempt to seek
another supervisor's opinion of the employee's status. Then the supervisor should consult
privately with employee with the observation,to rule out any problem(s)that may have been
caused by prescription drugs.
If, in the opinion of both supervisors, the employee is considered impaired, the employee
should be drug tested by an authorized provider and then provided safe transportation home.
An impaired employee must not be allowed to drive and if necessary can be transported home
by a supervisor or another employee.
It is the responsibility of the City's supervisors to counsel with an employee whenever they
see changes in performance that suggest a potential employee problem. The supervisor may
suggest that the employee voluntarily seek help from the employee assistance program or
decide that the severity of the observed problem is such that a formal referral to the EAP
should be made.
B. USE OF PRESCRIPTION MEDICATIONS/DRUGS WHILE ON DUTY
1. Prescription drugs prescribed by the employee's physician, who is licensed to practice
medicine in the United States, may be taken during working hours in strict accordance
with the provisions of the Policy. Employees should never use intoxicants or drugs that
could cause impairment during work hours. An employee who is using a prescription
medication while on the job shall do so in strict accordance with medical directions.
2. It is the employee's responsibility to notify the prescribing physician of his/her job
requirements/functions to ensure that the physician approves the use of the prescription
medication while the employee is performing his/her job duties. It is recommended that
the employee provide his/her physician with a copy of the FDLE standards for law
enforcement officers so the physician is aware of the physical requirements of the
position.
3. It is the employee's responsibility to immediately notify the Director of Human Resources
and Risk Management or designee when (s)he is prescribed any medication that is
considered a controlled substance on Schedules II, Ill,or IV as defined and amended from
time to time in Florida Statutes 893.03. Failure to disclose this information may result in
disciplinary action up to and including termination of employment. The Director of
Human Resources and Risk Management may require the employee to provide a note
from his/her prescribing physician stating that the employee is able to perform the
functions of a law enforcement officer while taking the medication as prescribed.
4. The employee shall notify the Director of Human Resources and Risk Management or
designee if the use of his/her properly prescribed medications/drugs (other than those
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considered a controlled substance on Schedules II, Ill,or IV as defined and amended from
time to time in Florida Statutes 893.03) will affect the employee's work performance.
5. If the prescribing physician determines that the employee cannot perform his/her job
duties without impairment while taking the prescribed medication, then the employee
will be required to use his/her sick and/or FMLA leave, or unpaid leave if his/her leave
pools are exhausted, until (s)he can return to work. If the employee reports to work,the
City will presume that the employee is not impaired.
6. Abuse of prescription drugs will not be tolerated.
A. Conditions of Pre-Employment
The City will conduct a pre-employment screening examination designed to prevent hiring
individuals who use drugs.
1. To determine the suitability of employees to work for the City the following pre-
employment conditions are established:
a) Job Applicants in mandatory-testing positions, safety-sensitive positions,
and/or special-risk positions will be tested prior to employment for drug use
and alcohol use.
b) Any job applicant, as defined in the above-section, who refuses to submit to
drug and alcohol testing as part of the pre-employment testing process will
be refused employment.
c) Any job applicant who tests positive for drugs or alcohol use will be refused
employment.
d) Confidentiality will be maintained pursuant to this policy.
B. Employee Compliance
It shall be a condition of continued employment for all employees to submit to drug and
alcohol screening under the policy. If there is a conflict between this policy and the collective
bargaining agreement, the collective bargaining agreement shall control. Refusal to submit
to drug testing is grounds for immediate termination. Refusal to submit to drug testing is not
a waiver of the employee's right to challenge both the order and the test outcome.
C. Employee Assistance Program
The City offers an Employee Assistance Program (EAP)which provides help to employees and
their families who suffer from various difficulties including alcohol or drug abuse.
In addition to the City's EAP Program, below is a list of local assistance programs and local
drug and alcohol rehabilitation programs:
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a) Narcotics Anonymous Help Line : 561-848-6262
b) Drug Abuse Foundation of Palm Beach County : 561-278-0000
c) Palm Beach Al-Anon/Al-a-Teen Information : 561-882-0308
d) Alcoholics Anonymous(Palm Beach County) : 561-655-5700
e) Comprehensive Alcoholism Rehabilitation Program : 561-844-6400
It is the responsibility of each employee to seek assistance before drugs and alcohol lead to
performance problems.
1. Use of the employee assistance program, on a voluntary basis, will not affect the
determination of appropriate disciplinary action.
2. An employee's decision to seek assistance from the Employee Assistance Program on
a voluntary basis prior to any incident warranting disciplinary action will not be used
as the basis for disciplinary action or in any disciplinary proceeding.
On the other hand, using EAP will not be a defense to the imposition of disciplinary
action where facts providing violation of this policy are obtained outside of the EAP.
Accordingly, the purpose and practices of this policy and the EAP are not in conflict
but are distinctly separate in their applications.
3. Through the EAP,the City will provide appropriate assessment, referral to treatment,
and treatment of drug and alcohol abuse.
4. Upon successful completion of a drug and/or alcohol treatment program an
employee may be released to resume work but will be subject to drug testing on a
random, periodic basis, at least quarterly, and for up to two years thereafter as a
condition of continued employment. These stipulations may be incorporated in a Last
Chance Agreement.
5. An individual's participation in the program will not be made part of any personnel
records and will remain confidential to the extent necessary to comply with this
policy. Medical and insurance records, if any, will be preserved in the same
confidential manner as all other medical records and be retained in a separate file as
provided by law.
D. Management's Responsibility
The City will maintain screening practices to identify employees who use illegal drugs or abuse
alcohol. Department Heads are responsible for implementing this Drug Free Work Place
policy. It is the responsibility of the supervisors to observe the behavior of employees on the
job as a precaution against unstable or unreliable behavior which could threaten the safety
and well-being of employees and the community.
1. Supervisors are responsible for maintaining a safe work environment by monitoring
employees' behaviors and performance.
2. In the event a supervisor has a reasonable suspicion that an employee may be under
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the influence of drugs or alcohol,the employee must be sent for reasonable suspicion
drug testing. A form for documenting cause for a reasonable suspicion drug test is
attached.
3. In all cases when an employee is to be removed from duty for drug testing, the
Department Head and Human Resources& Risk Management should be immediately
notified.
E. Employee's Responsibility
1. It is each employee's responsibility to be fit for duty when reporting for work and to
inform his/her supervisor if (s) he is under prescription or non- prescription
medication which may affect job performance.
2. In the event an employee observes behavior in another employee, which raises a
doubt as to that employee's ability to perform work in a safe, reliable and trustworthy
manner,the employee should report this behavior to his/her supervisor.
3. Employees, who enter drug or alcohol treatment and/or rehabilitation program
voluntarily at the request or insistence of the City or, as a condition of continued
employment are required to fully participate in and complete the recommended
treatment. Any employee who enters a drug or alcohol treatment and/or
rehabilitation program will be responsible for payment of the treatment and/or
program. If the employee fails to comply with the treatment and/or program, the
employee will be subject to discipline, up to and including termination.
F. Medical Review Officer's (MRO) Responsibilities
1. The MRO will review all information from the testing laboratory in the event of a
positive,confirmed test. The MRO will review any information from the employee or
job applicant regarding the use of medication or other relevant medical information
set forth in the form submitted prior to drug testing.
2. The MRO may request that the testing laboratory provide quantification of test
results.
3. The MRO will provide confirmed test results to the Human Resources representative
from the City.
1.5 PROCEDURE
In order to maintain a drug and alcohol-free work environment,the City will test for the presence
of alcohol and drugs in the following circumstances:
1. Pre-employment: Job applicants who have been offered a position of employment
and whose job requirements are that of a mandatory-testing, safety-sensitive, or
special-risk position are required to take a drug and alcohol test.
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2. Reasonable suspicion: Employees who are determined to be under reasonable
suspicion of drug or alcohol use (as defined herein), are required to take a drug and
alcohol test.
3. Post-incident: Employees are required to take a drug and alcohol test when the
employee is involved in a job-related incident, which results in any of the following:
property damage or the employee receives medical attention as a result of a work-
related injury or accident.
4. Random Testing: Employees are subject to random drug testing. On a monthly basis,
a designated Police Officer uses www.random.org to generate a list of three (3) PBA
members who will be randomly tested for that month. A Union Representative signs
off on this list. In addition, members assigned to Vice are tested once every six (6)
months.
5. Fitness for duty: All employees who are subject to routine annual medical
examinations are required to take a drug and alcohol test as part of their medical
examination.
6. Follow-up: All employees who have been referred to an employee assistance
program or rehabilitation program by the City for drug and/or alcohol abuse are
required to take drug and alcohol tests on a quarterly basis for up to two (2) years
after their return to work. These stipulations may be codified in a Last Chance
Agreement.
A. Consequences of Refusing a Drug Test
1. An employee who refuses to submit to a drug and alcohol test will be subject to
immediate termination. An employee who refuses to submit to a drug test forfeits
his/her eligibility for all workers'compensation medical and indemnity benefits.
2. A job applicant, as defined in section 1.3, #9, who refuses to submit to a drug and
alcohol test will not be hired.
B. Actions Following a Positive Confirmed Test
The City may administer disciplinary action, up to and including termination,for any employee
who has a positive, confirmed drug or alcohol test.
C. Confidentiality
Confidentiality of records concerning drug and alcohol testing will be maintained to the extent
necessary to comply with this policy. All information, reports, memos and drug test reports,
written or otherwise, received by the City through the drug testing program will be kept
confidential as provided by law.
The City's Employee Assistance Program, laboratories, drug and alcohol rehabilitation
programs who receive or have access to information concerning drug test results shall keep
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all information confidential. No such information will be released unless there is a voluntary
written consent, signed by an employee or job applicant, except where such release is
compelled by a court pursuant to an appeal taken under this section, or where deemed
appropriate by a professional or occupational licensing board in a related disciplinary
proceeding.
The City will maintain records concerning drug testing separate and apart from an employee's
or job applicant's file.
D. Reporting of Use of Medication
Employees and job applicants may confidentially report the use of prescription or non-
prescription medication both before and after having a drug test.
E. Notice of Common Medications
A list of most common medications, by brand name or common name, as applicable, as well
as by chemical name, which may alter or affect a drug test, is listed below in section H.
Employees and job applicants should review this list prior to submitting to a drug test.
F. Medication Information
An employee or job applicant may consult with the testing laboratory for technical
information regarding prescription and non-prescription information.
G. Employee Assistance Program
Refer to the Employee Assistance Program Policy for the name, address and telephone
number of the City's current provider or contact the Human Resources and Risk Management
Department.
H. Drugs to be Tested
In accordance with F.S. 893.03 as amended from time to time, the following is an
illustrative and non-exhaustive list of drugs that will be tested:
1. Alcohol, including distilled spirits, wine, malt beverages and intoxicating liquors. A
positive Breath Alcohol Test will be confirmed by a Blood Alcohol Test.
2. Amphetamines
3. Cannabinoids
4. Cocaine
5. Phencyclidine (PCP)
6. Hallucinogens
7. Opiates
8. Methaqualone
9. Barbiturates
10. Benzodiazepines
11. Synthetic Narcotics
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12. Designer Drugs
13. A metabolite on any substance listed herein
14. Anabolic/Androgenic Steroids.
A list of drugs by brand names or common names includes:
Opium Dover's Powder, Paregoric, Parepectolin
Morphine Morphine, Pectoral Syrup
Codeine Tylenol with Codeine, Empirin with Codeine, Robitussan
A-C, Hydrocodone, Coke Crack
Heroin Diacetylmorphine, horse, smack
Hydromorphone Dilaudid
Meperidine Demerol, Mepergan
Methadone Dolophine, Methadone, Methadose
Other Narcotics Laam, Leritine, Numorphan, Percodan, Tussiones,
Fentanyl, Darvon, Talwin, Lomotil, Lorcet, Vicodin,
Percocet
Chloral Hydrate Noctec, Sommos
Barbiturates Phenobarbital, Tuinal, Amvtal, Nembutal, Seconal,
Lotusate
Benzodiazepines Atavan, Azene, Clonopin, Dalmane, Diazepam, Librium,
Xanax, Serax, Tranxene, Valium, Verstran, Halcion,
Paxipam, Restoril
Methaqualone Quaalude
Methamphetamine Methyl Ice
Glutethimide Doriden
Other Depressants Equanil, Miltown, Noludar, Placidyl,Valmid
NEW DRUGS- New drugs will be added to the list of controlled substances based on amendments to the
Florida Statutes and/or any federal law, rule, regulation or procedure after a review with the Labor-
Management Committee.
PRESCRIPTION DRUGS
Many prescription drugs can alter or affect drug tests. Due to the large number of obscure brand names
and the constant marketing of new products, this list is illustrative and not exhaustive.
Alcohol: All liquid medications containing ethyl alcohol (ethanol). Read the label for alcohol
content.
Amphetamines: Pbetrol, Biphetamine, Desoxyn, Dexedrine, Didrex, Lonamine, Fastin.
Cannabinoids: Marinol (Dronabinol,THC).
Cocaine: Cocaine, HCI topical solution (Roxanne)
Phencyclidine: Not legal by prescription
Methaqualone: Not legal by prescription
Opiates: Paregoric, Parepectolin, Donnagel PG, Norphine, Tylenol with Codeine, Emperine with
Codeine,APAP with Codeine, Aspirin with Codeine, Robitussin AC, Guiatuss AC, Novahistine DH,
Novahistine Expectorant, Diluadid (Hydromorphone), MS Contin and Roxano (morphine sulfate),
Percodan,Vicodin,Tussiorganidine, etc.
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Barbiturates: Phenobarbitol,Tuinal,Amytal, Nembutal,Seconal, Lotusate, Fiorianl, Fioricet, Esgic,
Butisol, Mebarel, Butabarbital, Butalbital, Phrenilin,Triad, etc.
Benzodiazepine: Ativan, Azene, Clonopin, Dalmane, Diazepam, Librium, Xanax, Serax, Tanzene,
Valium,Verstran, Halcion, Paxipam, Restoril, Centrax,etc.
Methadone: Dolophone, Metadose,etc.
Propoxyphene: Darvocet, Darvon N, Dolene, etc.
ANABOLIC/ANDROGENIC STEROID TESTING
Federal law placed anabolic steroids in Schedule Ill of the Controlled Substances Act (CSA) as of
February 27, 1991.
An employee or job applicant who is contacted by the MRO may confidentially report the use of
prescription medication(s) because the presence of these medications in the body may have affected the
outcome of the test.
I. Challenge of Test Results
1. An employee or a job applicant who receives a positive confirmed test result may,
within five (5)working days,submit information to the Director of Human Resources
& Risk Management explaining or contesting the test result and explaining why the
test result does not constitute a violation of the City's policy.
2. If the explanation or challenge of the employee or job applicant is unsatisfactory to
the City, the City will provide a written explanation as to why the employee or job
applicant's explanation is unsatisfactory, and a copy of the report of positive
confirmed test results will be provided to the employee or job applicant.
3. An employee may further challenge the results of the test in a court of competent
jurisdiction or, if the drug was administered due to a workplace injury,by filing a claim
for benefits with a judge of compensation claims, pursuant to Chapter 440, Florida
Statutes.
4. If an employee or job applicant contests the drug test results he/she must promptly
notify the Medical Review Officer(MRO).
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ADDENDUM "B"
MUTUAL CONSENT AGREEMENT
(Use of Insurance Premium Tax Revenue)
This Mutual Consent Agreement is entered into between the CITY OF BOYNTON BEACH, a Florida
municipal corporation, whose mailing address is P.O. Box 310, Boynton Beach, FL 33425 (the "City") and
the PALM BEACH COUNTY POLICE BENEVOLENT ASSOCIATION ("PBA") POLICE OFFICERS AND DETECTIVES
AND POLICE SERGEANTS.
WHEREAS, the 2015 Florida Legislature enacted legislation (Chapter No. 2015-39, Laws of Florida),
hereinafter"Legislation" regarding the use of insurance premium tax revenue ("IPTR"); and
WHEREAS, the City has a retirement pension plan and fund for police officers known as the Boynton
Beach Police Officers' Pension Fund ("Fund")that exceeds the minimum benefits and minimum standards
established by the State of Florida for public employee police pension plans as set forth in chapter 185,
Florida Statutes; and
WHEREAS,the Legislation provides that use of IPTR,including any accumulations of additional premium
tax revenues, which have not been allocated to fund benefits in excess of the minimum benefits, may
deviate from the provisions of the Legislation by mutual consent of the members' collective bargaining
representative (PBA)>
NOW THEREFORE,the City and PBA Unions agree as follows:
1. The foregoing Whereas clauses are correct.
2. The total of ninety thousand dollars ($90,000) of IPTR, whether base premium tax revenue or
additional premium tax revenue, received by the City will be used to reduce the City's unfunded
liability to the Boynton Beach Police Officers' Pension Fund. These funds will be provided to the
City in increments of thirty thousand dollars ($30,000) in November 2019, November 2020, and
November 2021.
3. This Consent Agreement takes effect when signed by PBA and City.
This Addendum is provided for historical information.
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ADDENDUM "C"
TUITION ASSISTANCE PROGRAM
1.1 PURPOSE
To provide financial assistance, when such funding is appropriated and approved in the City's Human
Resources Department's annual budget, to eligible full-time regular employees, who are enrolled in an
undergraduate or graduate degree program at an accredited college or university and when the
attainment of such degree is determined by the City to be directly beneficial to the employee's current
job or for an advanced job in the City within their career path. This program is at the sole discretion of
the City and may be suspended or cancelled at any time.
1.2 SCOPE
All Police Captains are eligible to participate in this program. Employees must be "in good standing" with
the City at the time of application and through the time of reimbursement in order to receive
reimbursement through this program.
1.3 DEFINITIONS
a. Accredited college or university: A college or university that has attained accreditation as
documented by inclusion in the U.S. Department of Education's Office of Post-secondary
Education (OPE) Database of Accredited Postsecondary Institutions and Programs
(https://ope.ed.gov/accreditation/Search.aspx). The Director of Human Resources and Risk
Management reserves the right to consider and approve or deny any college or university that is
not listed in this database.
b. Full-time:An employee who is in a job classification designated as full-time and who is scheduled
to work a minimum of thirty-six (36) hours per work week.
c. "In good standing": An eligible employee who:
a. Is actively employed on the date of program enrollment and through the date of
reimbursement;
b. Has not been in an unpaid leave status of more than sixteen (16) hours for any calendar
week from the date of program enrollment through the date of reimbursement; and
c. For one (1) year prior to the date of program enrollment and through the date of
reimbursement, has not received sustained discipline of an unpaid suspension for more
than twenty-four (24) hours or three (3) days and has not been demoted for disciplinary
reasons.
d. Non-probationary: An employee who has successfully completed his/her initial one (1) year
probationary period. Employees who are on a probationary period solely due to a promotion or
reclassification and who have already been employed with the City in a full-time position for more
than one (1)year are considered "non-probationary"for purposes of this policy.
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1.4 POLICY
A. This Policy supersedes and replaces Administrative Policy 04.01.03. The Tuition Assistance
Program is coordinated by the City's Human Resources and Risk Management Department. In
order to be considered for participation in this program, eligible employees must enroll, adhere
to all applicable procedures, and sign a participation agreement to acknowledge program
requirements and obligations. Each fiscal year that this program is funded,the Director of Human
Resources and Risk Management will establish the current eligible reimbursement expenses and
amounts and will set the fiscal year per person maximum reimbursable amounts. This
information,titled Addendum: Tuition Assistance Program Current Reimbursement Year Expenses
and Amounts, will be updated and maintained as part of this policy. Applications will be
considered in the order in which they are received. Available funds will be reimbursed until the
end of each funded fiscal year or until funds are exhausted, whichever comes first. The
interpretation and administration of this policy shall be the responsibility of the Director of
Human Resources and Risk Management. Participation in the Tuition Assistance Program is
voluntary, and no aspect of this policy or program is subject to any grievance or appeal process.
B. The budgeted Tuition Assistance Program funding will be split into two separate pools so
reimbursement opportunities can be fairly appropriated based on typical academic calendars. If
funding remains available after processing all eligible and approved Period Two Reimbursements,
applications for Period One Reimbursements that were eligible but not reimbursed will be
reconsidered.
• Reimbursement Period One: For course dates between August and December
o Deadline for submitting Reimbursement Applications:January 31"
o Final reimbursement issued in February
• Reimbursement Period Two: For course dates between January and July
o Deadline for submitting Reimbursement Applications:August 31'
o Final reimbursement issued in September
C. The following courses are ineligible for reimbursement under all circumstances, even if they are
a requirement for obtaining a degree:
1. Course that is covered by any non-refundable financial aid, scholarship, or other
governmental assistance;
2. Seminar;
3. Internship;
4. Course that earns only Continuing Education Credits (CEUs);
5. Exam preparation course or entrance exam;
6. Course taken as "audit only";
7. Course graded only as "Pass/Fail";
8. Course issuing credit only as"Life Experience" and/or"Portfolio";
9. Course fulfilling only a physical education or sexual education requirement;
10. Course taken that is not part of an employee's approved undergraduate or graduate
degree program; and
11. Course taken by an employee who is not enrolled in an undergraduate or graduate
degree program.
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D. The letter grades an employee earns upon completion of an approved course determines the
percentage of reimbursement that will be applied to eligible expenses.
• A= 100%
• B = 75%
• C= 50%
• D= 0% (ineligible for reimbursement under this policy)
• F= 0%(ineligible for reimbursement under this policy)
An employee who receives an "Incomplete" or who withdraws from a course is not eligible for
reimbursement under this policy.
E. Any tuition assistance provided to an employee pursuant to this policy up to a maximum of
amount of$5,250.00 in any calendar year is excluded from tax;any amount received in excess of
$5,250.00 in any calendar year will be treated as taxable income, as required by the Internal
Revenue Service (IRS).
F. An employee who separates employment for any reason other than a City-initiated layoff or
termination within twenty-four (24) months of receiving any amount of financial assistance
pursuant to this policy, authorizes the City to deduct the amount(s) of such reimbursement(s)
from any amount of payout to which (s)he would have otherwise been entitled. An employee
who is not eligible for payout or who does not have sufficient payout value from which to deduct
the reimbursed amount(s) is obligated and required to repay the City.
G. Deadlines are not negotiable and will not be extended. It is solely an employee's responsibility to
timely submit enrollments, agreements, reimbursement applications, and other required
documentation for participation in this program. No employee should expect or rely upon the
City, Human Resources,or any other person to "remind" him/her of this program's requirements
and/or deadlines.
1.5 PROCEDURES
a. This program is at the sole discretion of the City and may be suspended or cancelled at any time.
b. A Tuition Assistance Program Participation Enrollment Form and Tuition Assistance Program
Agreement are required to be submitted by any eligible employee who is interested in seeking
reimbursement pursuant to this policy. The purpose of the Participation Enrollment Form is for
Human Resources and Risk Management to evaluate whether or not an employee meets
participation requirements of the program. The purpose of the Agreement is to confirm that an
employee understands the program and his/her obligations pursuant to enrollment and
reimbursement. The Participation Enrollment Form and the Program Agreement are required to
be submitted each funded fiscal year in which the employee is interested in participating. No
reimbursement will be considered without a current approved participation enrollment form and
signed program agreement.
1. Human Resources will log completed Participation Enrollment Forms and Program
Agreements in the funded fiscal year's Tuition Assistance Program Tracking spreadsheet
"Enrollments" tab.
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2. Human Resources will review the Participation Enrollment Forms and will confirm, and
log eligibility on the "Enrollments"tab.
3. Human Resources will notify employees in writing of their participation approval or
denial. If an employee is denied, the reason for the denial will be included.
c. A separate Tuition Assistance Program Reimbursement Application is required to be submitted for
each course for which an employee is requesting reimbursement. These Reimbursement
Applications are accepted on a rolling basis per Reimbursement Period, and all required
documentation is required to be submitted with each Reimbursement Application. The
submission of a Reimbursement Application does not guarantee reimbursement.
d. Completed Reimbursement Applications with required documentation must be submitted via
electronic mail to: hr@bbfl.us with the subject line:Tuition Assistance Program.
1. Human Resources will assign each Reimbursement Application a tracking number based
upon date and time of receipt: TAP-YYYY-MM-DD-###, wherein TAP means Tuition
Assistance Program, YYYY means calendar year, MM means calendar month, DD means
calendar day,and###indicates the number of the request received on the specified date.
For example,the first request received on October 1,2017 would be assigned the tracking
number:TAP-2017-10-01-001.
2. Human Resources will review Reimbursement Applications in the order in which they are
received. Incomplete Reimbursement Applications or Reimbursement Applications
submitted without required documentation will be returned via electronic mail to the
employee, who will need to resubmit a completed Reimbursement Application with
supporting documentation in order to be considered for reimbursement. A new tracking
number will then be assigned based on the date of receipt of the completed
Reimbursement Application with required documentation.
3. Human Resources will separately log each course Reimbursement Application in the
funded fiscal year's Tuition Assistance Program Tracking spreadsheet "Applications" tab.
i. Human Resources will reconfirm an employee's eligibility. The course Final
Grade, Credit Hours, and Book(s) Cost will be logged on the "Applications"tab.
ii. Human Resources will log the eligible reimbursement amounts for credit hours
and textbook(s)and will calculate a total eligible reimbursement amount.
e. Reimbursement Processing will begin for the Reimbursement Period One following the January
31St deadline for submitting Reimbursement Applications.
i. Human Resources will sort completed eligible Reimbursement Applications by
Tracking Number order and reconfirm an employee's eligibility.
ii. Human Resources will log each eligible Reimbursement Application in the funded
fiscal year's Tuition Assistance Program Tracking spreadsheet"Reimbursements"
tab up to the Maximum Per Person Allowable Reimbursement Amount (see
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Addendum for these Amounts). This process will be repeated for each eligible
Reimbursement Application until the Program Budget Balance for
Reimbursement Period One has been depleted.
iii. Human Resources will complete a 121 for Tuition Assistance Program
Reimbursement and route for approvals and processing by Finance.
iv. Finance will process all approved Period One Reimbursements in February.
v. If funds are remaining in the allocated Program Budget Balance following Period
One Reimbursements, Human Resources will add this remaining balance to the
beginning Program Budget Balance for Period Two Reimbursements.
f. Reimbursement Processing will begin for the Reimbursement Period Two following the August
3151 deadline for submitting Reimbursement Applications.
i. Human Resources will sort completed eligible Reimbursement Applications by
Tracking Number order and reconfirm an employee's eligibility.
ii. Human Resources will log each eligible Reimbursement Application in the funded
fiscal year's Tuition Assistance Program Tracking spreadsheet"Reimbursements"
tab up to the Maximum Per Person Allowable Reimbursement Amount (see
Addendum for these Amounts). This process will be repeated for each eligible
Reimbursement Application until the Program Budget Balance for
Reimbursement Period Two has been depleted.
iii. If funding remains available after processing all eligible and approved Period Two
Reimbursements, Human Resources will reconsider Period One Reimbursement
Applications that were eligible but not reimbursed due to that period's allocated
budget limitations.
iv. Human Resources will complete a 121 for Tuition Assistance Program
Reimbursement and route for approvals and processing by Finance.
v. Finance will process all approved Period Two Reimbursements in September.
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Time
Addendum:Tuition Assistance Program
Current Reimbursement Year Expenses and Amounts
FOR FISCAL YEAR REIMBURSMENT:
October 1, 2022—September 30, 2024
Applications will be considered on a rolling basis for enrollment in courses in which classes began on or
after August 1st of each year.
In order to be eligible for reimbursement all documentation required to process a reimbursement must
be received on or by the thirtieth (30th) day following the last date of the term/session for the course(s)
for which reimbursement is being requested. In no case will reimbursements be processed outside of the
fiscal year.
ELIGIBLE REIMBURSABLE EXPENSES AND AMOUNTS:
Copies of original receipts are required for reimbursement. Failure to provide proper documentation will
result in ineligibility for reimbursement.
Tuition and Fees: (maximum per credit hour reimbursement based on course grade)
Final Course Grade: A B C
Associate Degree Course: $114.04 $ 85.53 $ 57.02
Bachelor Degree Course: $179.90 $134.93 $ 89.95
Graduate Degree Course: $336.77 $252.58 $168.39
Required Course Textbook(s): (maximum reimbursement per course based on course grade)
Final Course Grade: A B C
Per Course: $150.00 $112.50 $ 75.00
MAXIMUM PER PERSON ALLOWABLE REIMBURSEMENT PER FUNDED FISCAL YEAR
No employee will be reimbursed for more than twelve (12) credit hours per funded fiscal year and are
subject to the following fiscal year per person maximum credit hour reimbursement amount based on
degree:
• Associate Degree: $1,368.48
• Bachelor Degree: $2,158.80
• Graduate Degree: $4,041.24
No employee will receive more than$600.00 for textbook reimbursement per funded fiscal year.
73
PBA Captains—10/01/2022—09/30/2025
SIGNATURE PAGE
Agreed to this "I day of -.02023, by and between the respective Parties
through the authorized represe tatives of the PBA and the City.
s
PALM BEACH COUNTY
I i POLICE B NE OLENT ASSOCIATION
I
�J_L�✓L By: i , =
it,'ss �� 11
John , .I anjian, :, es-,..
i•ent
Witness / ' / Katie Mendoza, Legal Co nsel
CITY OF BOYNTON BEACH
/
0 ii/LAME d' ,51%(2"' /�I�
Witness Ty Penserg. I ayor
i BOYO, '
4-A...•OO47,74..�7i 111
V: 9,F:� 1� A EST
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EA - B .
i c0R OR ;= i City Cler
• 1920
ATEA; S
11 .� .•• ....••
APPROVED AS TO FORM ���:�RIDA
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AND CORRECTNES
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A i ,
141.--_.im
City Attorney / I,: : gger, City 11111ll r.
I(
Ratified by City Commission Ratified by Union
41-; Li 1do; 3/, . I/ 23
Date 1 Date
74