R99-109 RESOLUTION R99-,/¢?
A RESOLUTION OF THE CITY COMMISSION OF
THE CITY OF BOYNTON BEACH, FLORIDA,
RATIFYING THE CONTRACT BARGAINING
AGREEMENT BETWEEN THE CITY OF BOYNTON
BEACH, FLORIDA AND THE POLICE BENEVOLENT
ASSOCIATION FOR THE PERIOD OF OCTOBER 1,
1998 THROUGH SEPTEMBER 30, 2001, AND
AUTHORIZING AND DIRECTING THE MAYOR AND
CITY CLERK TO EXECUTE THE AGREEMENT;
AND PROVIDING AN EFFECTIVE DATE.
WHEREAS, the City of Boynton Beach and the Police Benevolent
Association Union have successfully concluded negotiations for a three (3) year
contract; and
WHEREAS, the Contract Bargaining Agreement was ratified by the
Bargaining Unit of the Union; and
WHEREAS, the City Commission of the City of Boynton Beach deems it
[o be in the best interests of the residents and citizens of the City to ratify the
Contract Bargaining Agreement and execute the same; and
NOW, THEREFORE, BE IT RESOLVED BY THE CITY COMMISSION
OF THE CITY OF BOYNTON BEACH, FLORIDA, THAT:
Section 1. The City Commission of the City of Boynton Beach, Florida
does hereby ratify the Contract Bargaining Agreement between the City of
Boynton Beach and Police Benevolent Association Union for the period
commencing October 1, 1998 through September 30, 2001, and authorizing and
directing the Mayor and City Clerk to execute the Contract Bargaining
Agreement, a copy of said agreement being attached hereto as Exhibit "A,'.
Section 2. This Resolution will become effective immediately upon
passage.
PASSED AND ADOPTED this ?~' day of August, 1999.
ATTEST:
Vi~e Mayor
Mayor Pro Tem.
Commis/~ner ~
Com~nissioner ' -
1998/2001 AGREEMENT
BETWEEN
CITY OF BOYNTON BEACH, FLORIDA
AND PALM BEACH COUNTY
POLICE BENEVOLENT ASSOCIATION
s/ 2/99
CITY
UNION
1
TABLE OF CONTENTS
ARTICLE
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
2O
21
22
23
24
25
26
27
28
29
30
31
32
33
34
35
36
Preamble
Recogniti~ ........... ~'~ .... i .... ~ ........ ~ ...... i .......
Non-Discrimination ........................................ 5
Dues Deduction ............................................ 6
Union Business ............................................ 7
Bulletin Board ............................................ 8
Testing ................................................... 9
Vacancies ................................................. 10
Management Rights ......................................... 11
Advisory Committee ........................................ 13
Hours of Work ............................................. 14
Wages .........................................
Seniority ................................................. 17
Work Week/Overtime Compensation/Call Back ................. 20
Uniforms ............................. 24
Medical Expenses]] -3 3-3] ]].] .... ]]~-.]...]]]..] ~.] 26
Group Insuranc~ .. - .......... 27
Leave~ ......... ~ii~. i~ili~'~ii.'.'.~ .... ~.'. ~
Holidayff ................................................. 32
Funeral Expenses ......................................... 34
Equipment Maintenance & Safety ....................... .... 35
Training ................................................. 36
Career Path Program ...................................... 38
Personnel Records ........................................ 40
Legal Action ............................................. 41
Awards and Commendations ................................. 42
Grievance Procedure ...................................... 46
Rights of Law Enforcement Officers Under Investigation... 48
Discipline and Discharge ................................. 49
Past Practices ........................................... 50
Personal Vehicles ........................................ 51
Department Policies, Rules & Regulations ................. 52
Maternity Leave .......................................... 53
Complete Agreement & Waiver Clause ....................... 54
Severability ............................................. 55
Duratio~ ................................................ 56
Signature Page
8/12/99
CITY~
UNION~
ARTICLE i
PREAMBLE
This Agreement is entered into by the City of Boynton Beach,
Florida, hereinafter referred to as the "City" and Palm Beach
County Police Benevolent Association, located in West Palm Beach,
Florida, hereinafter refereed to as the "Union", for the purpose of
setting forth the parties Agreements regarding rights, wages,
benefits, and conditions of employ~nent.
8/12/99
CITY
UNION3~
ARTICLE 2
RECOGNITION
The City hereby recognizes the Union as exclusive bargaining agent
for the purpose of presenting proposals relative to salaries and
other conditions of employmenu for the bargaining unit consisting
of all full time sworn police officers within the following job
classification: Police Officer and Police Detective. The term
~ member" or ~ employee" will mean any member in the bargaining
unit.
8/12/99
ARTICLE 3
NON-DISCRIMINATION
The City will not interfere with the rights of officers to become
members of the Union, 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
Union. The Union shall not discriminate against any bargaining
unit member who fails to join the Union.
The City and the Union oppose discriminatory behavior of any
nature. The City and the Union shall work jointly to eradicate
discriminatory conduct in the work place. To that end, the City
and the Union agree that bargaining unit members 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 unwelcomed,
objectionable, or not acceptable, desired, or solicited and relates
to race, sex, color, religion, national origin, handicap, familial
status, sexual orientation, age, or marital status.
8/12/99
CITY~
UNION~
ARTICLE 4
DUES DEDUCTION
Upon receipt of a form provided by the Union and approved by the
City which has been voluntarily executed by a City employee who is
a member of the bargaining unit, the City will deduct from the pay
due the employee, those dues and uniform assessments required to
'retain Union membership as certified by the Union. The total
amount of deductions shall be remitted each month by the City to
the Treasurer of the Union. This authorization shall remain in
full force and effect during the term of this Agreemen5 or for
thirty (30) days after notification of the revocation of the
authorization to deduct by the employee.
8/12/99
CITY
ARTICLE 5
UNION BUSINESS
Section 1. Union representatives will be granted up to fifteen
(15) days (120 hours) total per year, or equivalent hours, to
engage in representation activities on behalf of the Union or any
member as follows:
A. Engagmng zn collective
representatives of the CITY·
bargaining with the
B. Processing of grievances.
C. Accompany a fellow employee when:
1. The employee is required to appear at a hearing
related to a grievance.
The employee is presenting or responding to a
grievance.
The employee is subject to interrogation mn
conjunction with an internal affairs investigation.
The employee is attending a pre-determination
hearing.
The CITY may stop the use of such time off if it interferes with
productivity or manpower needs. However, the exercise of such
right on the CITY'S part shall not be arbitrary or capricious, nor
shall it allow the CITY to proceed in a manner which deprives the
employee of his or her right of representation.
A UNION representative shall be permitted leave to attend functions
of the Union, provided that such leave shall be at no cost to the
CITY and representatives shall use accrued vacation leave.
Section 2. No employee shall engage in Union business while on
duty except as referenced in Section 1.
8/12/99
CITY~
UNION%-~
ARTICLE 6
BULLETIN BOARD
The City will provide bulletin board space; one zn the Line Up Room
and one in the Detective Division for the exclusive use of the
Union, for posting bulletins, notices and other union material. A
notice or item placed on the bulletin board shall bear, on its
face, the legible designation of the person responsible for placing
of this notice or item on the bulletin board.
8/12/99
ARTICLE 7
TESTING
Section 1.
Procedures for promotion are as follows:
Ail bargaining unit members who have served for three
years as a sworn law enforcement officer in the City of
Boynton Beach may qualify for testing for promotion to
the position of Sergeant.
Promotional testing criteria shall be established by the
Police Chief with the assistance of the Human Resource
Department. Following testing and scoring, an eligibility
list shall be posted.
Officers passed over for promotion through the use of the
~ Rule of 5" will be given a written explanation at the
officer's requesu as to why they were passed over. Said
explanation shall not be grievable unless the reason is
arbitrary and capricious.
8/12/99
CIT
ARTICLE 8
VACANCIES
Vacancies in budgeted promotional positions shall be offered within
thirty (30) days of the establishment of the appropriate
eligibility list.
8/12/99 CITY
ARTICLE 9
MANAGEMEI~T RIGHTS
Section -. The Union recognizes uhat uhe City has the exclusive
rlgh5 no manage and direcn the Police Department. Specifically,
bum non by way of limitation, the City remains the exclusive right
to:
~o establish procedures to hire, promote, and lay off
employees.
B. Discharge and suspend employees for cause.
?ransfer employees from one location to another, one
shift to another, or one starting time to another.
Establish and change the starting and quitting times and
the number of hours and shifts to be worked.
E. Asszgn and reassign employees.
schedule and change the work to be performed by
employees.
Formulate, implement and change Departmental policy,
rules, regulations, and directives which are not in
conflict with the specific prov!slons of ~his Agreement.
Introduce new servmces, procedures, materials, facilities
and equipment.
To require employees to submit to physical, medical, and
psychological testing to determine fitness for duty. No
bargaining unit member shall be ordered to submit to
physical, medical or psychological testing to determine
fitness for duty without such testing being approved by
the Police Chief and the City Manager.
Determine and change the equipment and materials provided
5o or not provided to employees.
CITY ~;~Z~ UNIO~
Ko
Add to or change the qualifications necessary for any job
classification.
Lo
Create, alter or disband any Departmental unit or
transfer members based upon uhe needs of the deparumenu
as deuermined by the Chief.
The City is a Drug Free Workplace and has established a
Drug Free Workplace Policy. The City supports random
drug testing for all bargaining unit members. The City
reserves to itself the power to order employees to submit
to reasonable suspicion or random drug testing, subject
uo compliance with the testing/sample handling procedures
as s~u forth in Florida Statute and the Florida
Adminisurative Code, as referenced in the City's Drug
Free Workplace Policy. The City agrees uo use Staue
certified laboratories for all drug testing.
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 shall remain with the City.
~i~ In the event of any change over which the City
may have an obligation uo bargain concerning an impact of the
change, the change may be implemented prior to resolution of the
~mpact bargaining.
CITY~
ARTICLE 10
ADVISORY COMMITTEE
Se2nzon 1. By muuual agreement between the City and uhe Union,
they may establish a joinu commlu~ee. The Union membership shall
conslsn of persons from within the poslElon classificauion covered
by mhis Agreement, and members designated by the Chief of Police
shall consist of persons within the Department, but outside the
bargaining unit.
Section 2. This commitmee may mee~ as needed by mutual consenm,
and mee5lngs may be held between the hours of 8:00 A.M. and 5:00
P.M., Monday through Friday or at another mutually agreeable time.
If a meemzng is held during working hours of an employee
partlclpanu, said parnlczpant may be excused without loss of pay
for that purpose. Attendance for a meeuzng outside of regular
working hours shall not be deemed as ulme worked and parnicipants
will not receive additional pay or leave benefits.
Section 3. Attendance by other than members of the Union and
City Adminisurative Officers will be by agreemenn of a majority of
the members of the Committee and shall first receive the approval
of the Chief of Police.
8/ 2/99
CITY~ UNIO~ ~
ARTICLE
HOURS OF WORK
~ A work day is defined as either eight (8) hours per
day or ten (10) hours per day. A work week is defined as either
five 8 hour work days, or four 10 hour work days. Pursuant to
Article 9, Section iD., it is a Management Right to establish and
change the starting and quitting times and the number of hours and
during a declared emergency or during an ongoing immediate
investigation. 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. No member of the bargaining unit shall be
scheduled either by the department or through shift swaps, details,
or over-time, to work more than 16 hours of duty in a 24 hour
period, except during emergencies or where overtime is required to
complete an on duty assignment, i.e. late arrest. Fqr the purpose
of this section, duty means regular assigned duties and detail
assignments, not to include court, depositions, filings~ and
similar judicial responsibilities.
~ Members acknowledge that they have the obligation to
come to work fit for duty.
WAGES
Section !. Effective October 1, 1998, bargaln!ng unit members
will receive one time wage equity adjustmenus as seu forth on
Exhibit ~ A" The salaries shown under the column ~ 11 Years" on
Exhibit ~ A" represent top-ouu pay. No bargaining unit member who
has a base wage in excess of uop-out pay shall receive a base wage
increase. Bargaining unit members who are topped out will receive
a one time lump sum payment as set forth on Exhibit ~ A" Such
lump sum payment shall be considered a salary disbursement included
in W-2 holdings for the purpose of pension calculations.
Effective on ratification each bargainIng unit member will
begin a pay for performance evaluation period. Effective January
1, 2000, the base wage figures depicted on Exhibit "A" shall be
adjusted upward by 3%. Ease wage adjustments shall be effective on
!/1/00 for all bargaining unit members. Members with anniversary
dates between 10/1/99 and 1/1/00 will receive their adjusuments on
1/ /oo.
Effective June 1, 2000, the first pay for performance period
ends and the second pay for performance evaluation period begins.
The City will finalize all members evaluations on or before August
~ A" , no base wage adjustment shall be made, but those employees
shall receive a lump sum payment based on their pay for performance
evaluation percentage. Such lump sum payment shall be considered
a salary disbursement included in W-2 holdings for the purpose of
pension calculations.
Effective June 1, 2001, the second pay for performance
evaluation period ends and the third evaluation period begins.
Effective A%~t 2001, ~he C~itY will finalize all members
evaluations.
Section 2.
Special Assignments
A. Traffic .Division: Members assigned to the Traffic
Division who are required to ride a motorcycle shall be compensated
an additional 5% for hazardous duty during said assignment.
B. Vice Members:
shall be compensated an
Those members who
additional 5% for
are assigned to vice
hazardous duty during
Police Department SRT Team, shall be compensated-an additional 10%
for hazardous duty when said Team is actually called to duty.
E. K-9 Unit. Members assigned to the K-9 Unit will receive
one (1) hour of overtime for K-9 care, equipment maintenance and
vehicle cleaning for each RDO, vacation day where the dog is not
kenneled or otherwise boarded. K-9 officers will be allowed one
~1~ hour of duty time Der work day to tend to K-9 care, equipment
ARTICLE 13
SENIORITY
Section 1. The City agrees that seniority shall consist of
continuous accumulated paid service with the Boynton Beach Police
Department. Seniority shall be computed from the date of
appointment. Seniority shall accumulate during absences because of
illness, injury in the line of duty, vacation, military leave or
be filled. Such vacancies arising during a particular nour or
shift shall be filled according to the following procedure:
SteE 1 The permanently ass!gned members of the platoon who
are regularly scheduled mo work and who are on duty prior
mhe shift experiencing the vacancy will be offered the
position first, by seniority.
Step 2 If the vacancy remains, the permanently assigned
members of the platoon experiencing the vacancy not regularly
scheduled mo work on the date the shift or tour experiences
the vacancy will be offered the position, by seniority.
Step 3 If the vacancy remains, the permanently assigned
members of the platoon who are scheduled mo work the shift or
mour following the shift or tour experiencing the vacancy,
will be offered the position, by seniority.
~ Ail others non covered in Steps 1, 2 and 3 3 will be
offered the position, by seniority.
Step 5 In the event that the vacancy remains after completing
Steps 1 through 4, all sergeants will be offered the position.
8/12/99
ao
In the even~ that 5he vacancy remains, and it becomes
necessary 5o order individuals to work, the selection
shall be by seniority in reverse order.
An officer must accepc and be able 5o work the full eight
hours in accordance with the limitations elsewhere, this
does not preclude the officer from having another officer
fill any porsion of the shift, including the beginning of
the shift. The officer is ultimately responsible and
obligated 5o be prepared for duty at the commencement of
5he shift, if he is unable to fill that obligation with
another officer.
c. Layoffs will be in reverse order of seniority.
Assignments 5o divisions, and units, is a managemen5
~h~_ Seniority will be ~lven grea~ weight in 5he
8/12/99
In the event of a vacancy on a platoon, seniority will
prevail in the offering of the position at shift pick.
officers will be allowed to pick a shift and days off'by
seniority at shift change. The department and bargaining
unit members may mutually agree on alternative schedu!~s.
Schedules that may impact any of the conditions of this
contract' will be mutually agreed upon prior to
implementation.
The Chief of Police reserves the right to maintain the
bottom number 4 of slots of each platoon for assignments.
The reserved slots will in no way be used for
disciplinary reasons.
Any special event (Holiday Parade, GALA, July 4th, or any
other event) shall be offered through a rotating list of
Police ~0f~icers bas~ upon department seniority. This
C~ITY UNI0
section does not apply ~o special details.
tn the even5 of ~ ~eclared emergency ~lternase shifts or
work schedules may be adopted by the Chief of Police as
needed.
8/12/99
WORK WEEK -
ARTICLE 14
OVERTIME COMPENSATION
SecElon !.
Overtime
The normal work cycle shall be seven (7} days. Bargaining unit
members shall be paid over-time for all hours worked in excess of
forty 40) hours in each seven (7) day work cycle. Any bargaining
unit member who fails to physically work 40 hours in the 7 day work
cycle will nou be paid time and a half (1 ~ )for the actual number
of hours under 40 hours. This applies mo sick time only.
Vacation, comp ~nd personal time are all exempu from this
requlremenc for the purposes of calculating overtime.
Employees who are in a duty suatus seven (7) or fewer minutes
either prior mo or after their shift will hOE be eligible for
overtime pay. Employees who are in a duty status eight (8) or more
minuues either prior to or after cheir shift musu be so only with
the Supervisor's approval in order uo be eligible for oversime pay.
A. Compensatory Time
Members of the Bargaining Unit shall have the option of
accumulating a maximum of eighty {80) hours, per fiscal year, of
compensatory time at time and one half. A bargaining unit member
who is promcted co a position ounside the bargaining unit, or who
renires, or who is uerminated, will be paid the balance of all
unused compensatory Time. Compensanory time earned and accumulated
shall be paid off totally in September of mhe fiscal year if not
utilized by the end of the month of August. Compensamory mime
accumulated will be taken within the scheduling needs of the
Depar5men5.
Section 2.
Special Detail Assignmenu
Ail Bargaining Unit Members assigned mo cover special details may
reporn directly to their assignmenm without prior checking in or
oun at the police station, but must advise a supervisor personally
or by radio. The officer assigned to special detail shall comply
with all currenm department policies and procedures in effect.
Call Back
Call back is defined as any time an officer is called into work
when he/she is off duty, or when uhe work time is not contiguous
with his/her assigned shift. In the event of call back the
employee shall be compensated for the actual time worked, but not
less Than three (3) hours au the rate of pay one and one-half (1
1/2) times his basic hourly raue reflected in the pay schedule in
Appendix A. When an officer is called for call back he/she will be
guaranteed a minimum of three (3) hours at time and one-half and au
his/her supervisor's discretion the officer may be required to work
the entire three hours or longer. When an officer ~s called for
call back his/her supervisor will indicate as to whether or not
he/she should arrive in uniform or in plain clothes, if the option
is available.
Couru Time
A. Couru time will be paid at time and one-half when the
officer is not on his regular assi~B~ment. .An officer on court time
will be compensated a minimum of three (3) hours at time and
one-half.
B. An employee who has been instructed to remain on standby
for couru 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 recezve four
~(4) hours plus one (1) additional hour at straight time. If an
officer does 9o to court he will be paid for the couru time
indicated in Section A and not receive standby time pay.
C. Bargaining unit meufoers may report directly uo couru
without prior check in at the police station. Members are still
required to document their attendance at the court house and submit
documentation uo the Department.
On Call
kny bargaining unit menfoer who is on an ,on-call"
Other than court ~\~me as outli~d in Article 14,
:8/12/99 CITY~f%I~ IINION 2~\ \
(on-pager) basis
Section 4 shall
receive compensation of one hour of pay am ~zme and one hal~ for
eack day (24 hour period) on call. No member will be placed
"on-call" withoun the approval of a division commander, Bureau
commander, or designated represen~anive.
_~DcElon 6. Overtime Pay
Overslme pay, when so ~ranted, will normally be consained-in the
member's nexn regular pay check following the mime worked.
Set,on 7 =
Schedule
The City will establish the hours of work best suited no meet the
operational and fiscal needs of the DeparEmenm. Any officer who
accepms and parsicipates in a shift swap will follow the proper
protocol. If the officer is sick and cannom mee5 his/her
obiig~nlon ~o work the shift, they are permitted to find a
rep!acemenm without penalty. If any officer abuses this privilege
by calling in sick the first time, they will lose the sick time
(per hour~ and be suspended from shift swaps for three (3) months.
The second subsequen5 sick call will be a slx (6) month suspension
from shift swaps, and mhe third sick call could force mhe member ~o
be permanently disqualified from shift swaps. The member calling
mn sick will not be penalized if they provide a legitimaue excuse
or provide documenuation of being sick.
Section 8.
Shift Changes - Employer
An officer will be given adequame advance notice as determined by
the Chief of any change in his/her regular hours of work except
when an emergency exlsns. Notice given less than forty-eight (48.
hours before any changed schedule (assignmenn days or days off) is
to take effect, entitles the officer to receive compensa=ion au the
fane of one and one-half (1.5) tlmes his/her regular salary for the
first day of his/her tour of duty.
Section 9.
The City agrees that any member required to be out of Palm Beach
County to attend court, seminars, or for any other reason as a
result of his/her duties as a police officer, except if the officer
is exclusively the(plaintiff ~t1 a personal civil action, will be
8/12/99 CITY
paid his/her regular raEe
required for said purposes.
compensanion.
of pay for each day or partial day
There will be no regular or overtime
ARTICLE 15
UNIFORMS
~C2~iD_D__!~ The City will provide up to three (3) full uniforms
per year and shoes every slx (6) months on an as-need basis. The
City will supply replacemenus for the parts of the uniform when
replacemenm is appropriate, as determined by the Chief, and if
adequate funds are available in the City Budget.
~ The Detectives who are members of the bargaining
unit and assigned to plain cIothes duty will receive a total of
si,000.00 a fiscal year, paid in $250 ins=aliments at the end of
each quarter and pro-rated as appropriate. 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
Detective or Uniformed Officer 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 allowanc~
shall commence from the date of assignment on a pro-rated basis.
Uniformed Cfficers assigned to plain clothes duty for more than
three {3) months at a time will receive clothing allowance
accord with the above for the three (3) months and pro-rated
thereafter.
~ 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. Sworn Detectives will be given a cash
cleaning supplement equivalent to that given the uniform officer.
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.
Uniformed Officers assigned to plain clothes duty for more than
three (3) months at a time will, for that three months period, be
given a cash cleaning supplement equivalent to that given the
uniform officer and pro-rated thereafter. These paymenss for
uniform officers ~gned to p~n clothes duty will substitu=e for
8/12/99 CITY ~tl '~ UNIO~
the normal cleaning allowance for uniform officers.
ARTICLE 16
MEDICAL EXPENSES
Section 1. Members will receive and shall be obliged to take
annual electrocardiogram and physical examination performed by an
agency or doctor to be approved by the City. Scheduling will be an
the discretion of the Department, and the results will become par~
· of the employee's record. The City will pay the cosu of this
examination only.
Section 2. When recommended by a physician the City will pay
for a Stress Test no more than once every 5hree (3) years with no
more than a third of the bargaining unit being compensaued for such
a test in any one year.
Section 3. The City shall provide an immunization schedule
during the life of this Agreement for any member who wan5s uo be
immunized for Hepatitis-Type B. It is lncumben5 upon the
bargaining unit member to notify the Departmenu should they desire
said immunization. Said immunization shall be administered by
qualified personnel.
8/12/99
ARTICLE 17
~ROUP INSURANCE
Medical Insurance
The cost of health and medical insurance premiums for the primary
coverage shall be borne, by the City for the employee only.
Coverage currently in effect should not be substantially reduced.
The selection of the health and medical carrier is reserved solely
to the City. Prior to selection, the City shall make data
regarding carriers or coverage under consideration available and
shall provide notic~ to the Union.
~ Life Insurance
Members of the bargaining unit shall be covered by $25,000 of group
life insurance with the premium paid by the City.
~Q_t_$_Q_~3_~- Dental Insurance
A group dental insurance program will be provided by the City and
the City will pay the premium for employees and $7.00 per month of
the premium for family coverage.
8112199
ARTICLE 18
LEAVES
Sesuzon 1. Annual Leave - Vacation
so
Personnel in the bargaznmng unit hired after January 1, 1992
will be covered by City of Boyncon Beach Personnel Policy
Manual for all issues relative co annual leave. Ail employees
hired prior to January 1, 1992 will follow the following
vacation schedule:
Years of Servkce
Vaca~
Vacation Hours
t yea~ 12 96
2 years 15 120
$ years 15 120
4 years 16 128
5 years 17 136
6 years 18 144
~ years 19 152
8 years 20 160
9 years 21 168
10 years 22 176
11 years 22 176
~ 22 176
~ 22 176
14 years 22 176
~ 22 176
16 years 24 192
17 years 24 192
18 vears 24 192
~ 24 192
~ 24 192
21 ~ea ~ af_. r 25 ~
Vacation requests may be submitted from 14 45 days in
advance for vacation. In the event of dual requests for
vacation dates, the senior member request shall prevail if it
was submitted thirty (30) days prior co the date or dates
requested. Vacations of two days or less may be made with
twenty-fou,~,~24) hours ~ance notice or less. Ail other
8/12/99 CtTY[]~
~18
requests submitted under 30 days shall be on a first come
first serve basis regardless of seniority.
Request for emergency vacation leave will considered
individually by the Chief.
Section 2. sick Leave
Employees will earn ninety-six (96) hours of sick leave per
year at the rate of eight (8) hours per month. The use of
sick leave will be in accord with the Personnel Policy Manual
and Police Department Rules and Regulations, as applicable.
New employees hired after January 1, 1992 shall be subject to
the revised sick leave schedule. Each bargaining unit member
covered by this agreement is eligible to receive one bonus day
for continuous attendance at work at the completion of each
calendar quarter that the bargaining unit member has not used
sick time during the previous quarter, nor has been absent
from work or on leave other than those.leave categories
recognized in this document. Bonus days shall be counted as
vacation leave and subject to the provisions set forth for use
of vacation.
Employees who have more than one hundred twenty (120) hours of
sick leave as of September 1, of the current contract year,
may convert 50% of the excess over one hundred twenty (120)
hours to a cash straight time payment not to exceed one
hundred (100) hours in this fiscal year. Those hours over one
hundred twenty (120) hours not converted in the 1989-90 fiscal
year may be converted in the next fiscal year. This provision
shall not be applicable for fiscal year 1994-97, and shall be
subject to the collective bargaining process for subsequent
fiscal years.
c. Sharing sick Leave
s/12/99
It shall be the policy of the City to permit an employee
the opportunity of donating accrued sick leave time to a
designated employee whenever extraordinary circumstances
require the designated employee to be absent from work
for a lengthy period of time, and when the employee has
exhausted all accrued sick leave and vacation leave to
the nu~m~z~r of vaCat~ hours that said employee would
CITY~ UNIO~
accrue in one year.
Exsraordinary circumstances shall be defined as lengthy
hospitalization, critical illness, or injury.
3 o
When there appears to be a need to share sick leave in
accord with Section c.2, the Union Steward will prepare
a list of bargaining unit members who are willing to
contribute sick leave hours, confirm through the Finance
Deparsment that the hours are available and submit the
list, accompanied by appropriate Personnel Action Form,
to the Personnel Office for proper charge to sick leave
records. Time used will be used in order listed on
appropriate form supplied by the Union Steward.
do
Sick leave for medical appointment can be scheduled more than
48 hours ahead and not be changed except in the event of an
emergency.
No member shall be placed on restricted sick leave unless that
member has had a counseling session, with at least a Watch
Lieutenant (Lieutenant rank only). During that counseling
session, the member will be informed of the reasons being
considered for restricted sick leave. At that time, the
member will be given an opportunity to explain the sick days
taken. When a member is placed on restricted sick leave, the
member will be notified in writing of that fact. A unit
member placed on restricted sick leave shall be re-evaluated
in six months. If not re-evaluated within ten working days
after the slx month period the unit member will be removed
from restricted sick leave.
f4
At the employee's option, the employee may convert excess sick
leave time as defined in accordance with this section to
vacation ~ime not to exceed forty (40) hours, to be transacted
in the first month of the calendar year.
section 3. Personal Time
a. A total of twenty-four (24) hours for personal time per year
will be allowed in increments of one-half shift at a time or
a full shift, not back-to-back. Personal time will not be
accumulated from year 5o year and in no way should be a basis
of CITY._~
terminat~n~ay. N~equest for personal leave will be
8/12/99
denied without a reasonable justification. Personal time is
to be used in the same manner as vacation.
Employees may request a one-half shift increment of personal
time, which will be given at roll-call only, by seniority.
Section 4. Bereavement Days
Compassionate Leave: In the event of the death of the mother,
father, foster parents, brother, sister, husband, wife, son,
daughter, grandparents, grandchildren, mother-in-law,
father-in-law, sister-in-law or brother-in-law of a permanent or
probationary employee, grandparents of spouse and any permanent
family member of the household, such employee shall be entitled to
paid compassionate leave not to exceed three (3) consecutive
Calendar days for any one death. However, if it is necessary for
the employee to leave the State in connection with the internment
of the deceased, five (5) consecutive calendar days shall be
allowed. Employees must verify attendance in writing in order to
be eligible for this article. The City Manager may grant
additional leave under this section, except that such additional
leave shall be debited against the employee's accrued sick or
annual leave.
CITY~(~
ARTICLE 19
HOLIDAYS
Secnlon_l. Holidays will be as follows:
New Year's Day
Martin Luther King,
President's Day
Memorial Day
Independence Day
Labor Day
Veteran's Day
Thanksgiving Day
Day After Thanksgiving
Chrissmas Eve
Christmas Day
Jr. Day
~ Holiday pay will be au 1.5 tzmes regular pay for all
members of uhe bargaining unit whether or not the holiday is
worked.
~ction 3.
So
bo
c o
Holiday Conversion
Under uhis Secuion a member may elect nou to receive holiday
pay as ouulined in Section 2 above, bus instead ~o have the
equivalenu straight time holiday hours added as a lump sum to
5heir accrued vacacion balance, (i.e. 110 hours for 4/10
employees and 88 hours for 5/8 employees).
Members who sign up for this section must do so between
October !st and October 31st of each contract year with the
Secretary of the Department.
Members exercising this option for conversion will be paid
only straight time for the hours worked on the holiday.
Members exercising this option may use
hours) instead of working the holiday.
will be paid at straight time.
a vacation day (8
The vacation hours
e. Members notDa~gned to w~ ~n the holiday will
8/12/99 CITY~ %7NI0~2" /
receive their
f o
normal weekly pay.
Members leaving the service who participated will owe the City
for those holidays they were nou on the payroll either through
loss of vacation credits or deduction from funds due from the
City.
8/12/99
ARTICLE 20
FUNERAL EXPENSES
~ The City will make a paymenn of up to S5,000 uo the
beneficiary of bargaining unit employees killed in the line of
duty.
~ Ail employees shall, on a form uo be supplied by the
Chief of Police or his authorized representative, designate by name
and address, uhe individual to whom such funds are to be paid.
8/12/99
ARTICLE 21
EQUIPMENT MAINTENANCE & SAFETY
The City, as a managemenn responsibility, will maintain vehicles
and equipmenn in a safe condition and in accordance with law or
ordinances.
The Union Members accept the responsibility for checking vehicles
prior 5o use and for completing City providing forms for any
defects which is discovered or any operating manuer that needs
attention.
Concerns about unsafe conditzon will be brought to the attention of
the immediate Supervisor who will make a judgment concerning the
need for lmmediane repair prior to use. If the Bargaining Unit
Member does non agree with the immediate Supervisor he/she may ask
that nhe nexn level of supervision review his/her concern, and that
Supervisor will be the final judge on the safety of the equIpment
and the appropriate action to take at that time. Subsequent review
of the acmions of the bargaining unit member or the supervisor,
will be made by the Chief the next normal work day.
8/12/99 CITY~ UNIOn35 /
ARTICLE 22
TRAINING
Ail training required of the cfficer by the Police Department when
off duty will be compensated at time and one half, except for
training or travel activities that are off site and considered to
be seminars, conferences, and special programs where expenses
incurred are paid for by the City as provided for by resolution.
Weapons Training
The Chief will decide on the training program based on his judgmenu
of the department's needs. 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.
College Tuition Reimbursement
A. The City will provide for ;those members who attend colleges
and/or universities an incentive of paid tuition and books
based upon the grade score for that class. The member is to
pay for the tuition and books and. be reimbursed upon proper
receipt an the below schedule upon completion of the semester.
"A" equals
"B" equals
"C" equals
100% of tuition and books
100% of tuition and books
50% of tuition and books
College and/or university program must be initially approved
by the City Manager and tm/st be a part of a program leading to
an acceptable Associates, Bachelor or Master degree with a
curriculum directly related to the Police profession.'
The Chief will make a recommendation to the City Manager who
will have final approval for the courses, degree program and
payment.
B. The City shal~lipay tuit~and books reimbursement even if a ~
course is not part of a program leading ~o a degree providing
5hat the course is job related and approved by the City
Manager prior to registration of said course.
Section 4.
The City shall provide reimbursement for authorized expenses
associated with training and special schools attended by the
officer through approval of the Department.
CITY~ UNI /
ARTICLE 23
CAREER PATH PROGRAM
The purpose of this program is to establish guidelines for a
Career Path Program for police officers below the rank of
Detective/Sergeant.
The Career Path Program is designed uo accomplish a three-fold
purpose and is voluntary in nature:
Recognize and reward the officer through his/her training
and educational achievements.
Provide a career development path for Rank of Police
Officer.
8/12/99
Promote long term dedicated employees by offering
incentives, alternatives and guidelines.
The Police Officer Skill Levels III, II, and I shall be as
follows:
A. Skill Level Three (III)
(1) Time in grade: new employee to five (5) years
continuous service.
B. Skill Level Two (II)
(1) Time in grade: 5 10 years continuous service
(2)
Education Requirement (job related): 160 hours
Career Incentives or Training Courses
(3) Average or above average performance evaluation for
the past two (2) years.
(4) Incentive pay increase
Skill Level One (I{ ~
CITY~ UNI
o/
-2%
o
(1) Time in grade: 10 plus years continuous service
(2) Educational Requirement: 400 hours - Career
Incentives or Training Courses.
(3) Average or above average performance evaluation for
the past two (2) years.
(4) Incentive pay increase - 3%
A Police Officer will need to declare the Career Path Program;
being either career path or career incentive (however, if max
out on career incentive, can use/pursue career path). No
college degree courses will be accepted when pursuing a
college degree path. Education must be job related, and
courses/training taken for credit must be on officer's own
time (not City time).
If a police officer who has received career path pay increases
pursuant to this program and is promoted, they are no longer
eligible to receive career path pay increases, nor will career
path pay increases received Under this program be considered
in establishing their new rate of pay.
8/12/99
ARTICLE 24 --
PERSONNEL RECORDS
~ Consistent with State law, the City agrees that upon
request, a member shall have the right uo inspecu his or her own
personnel records whenever or however kept. The member shall have
the right to make duplicate copies of his or her own records au no
expense. No record shall be hidden from a member's inspection and
members shall have the right to allow anyone of his or her choosing
to inspect the personnel records with writuen authorization.
Members shall have the right uo inspect any and all records used to
evaluate, promoue or in any other manner, classify or direct an
employee.
~ A personnel file for all City employees
maintained by uhe City Personnel Department.
Section 3. Internal affairs investigatory files will
maintained in accordance with Fi. State Statutes.
be
ARTICLE 25
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 all~ged
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.
~ The City will indemnify all
judgments for compensatory damages entered against
of their actions to the extent that the City is
such actions.
members against
them as a result
found liable for
~ The City will select the Attorney who is to defend
the employee relative uo this Article.
Section 4,
counterclaims
The employee will be responsible for filing any
at his/her expense.
8/12/99
CITY~j
ARTICLE 26
GRIEVANCE PROCEDURES
Section !.
interpretation
Agreement.
A grievance is defined as a dispute involving the
or application of the Collective Bargaining
~. A dispute over disciplinary action is not a
grIevance, but shall be referred co as an appeal of disciplinary
action. The process for handling appeals of disciplinary action
are sec forth in Article 27 Disciplinary Appeals of this
Agreement.
Section 3. The parties are committed uo resolving grievances in
a timely fashion. Accordingly, any grievance no5 submitted or
advanced by the grieving party in accordance with the time limits
set forth below will be considered abandoned. Any grievance not
answered by the City within the time limits set forth below will
automatically advance to the next step of the grievance procedure.
By way of example: When a grievance is advanced to the Police
Chief on January 1st, the Police Chief must respond by January
21Sto If the Police Chief responds to the Grievant on January
the 3rd, and the Grievant is not satisfied with the Chief's
determination, the Grievant has ten (10) days from January 3rd
uo request appointment of an arbitrator. If the Police Chief
fails to respond by January 21st, the Grievant has uen (10)
days from January 21st ~o request appointment of an
arbitrator.
~. A grievance must be filed within ten (10) days of
the first occurrence of the event which give rise to the dispune.
Grievances shall be presented in the following manner:
SteD 1.
8/12/99
A grievance must be filed on a form approved by the
City within ten (t0) calendar days as set forth in
Section 4 above. The grievance must make specific
reference to the Article and Section of the
Agreement in dispute, seu forth detailed facts
explaining ho~the Article and Section has been
misapplied by ~ City, and state the relief sought
Step 2.
Step 3.
Step 4.
Step 5.
Step 6.
8112/99
by the grievant. The grievance form shall be filed
with the grievant's immediate supervisor. In the
case of a class grievance filed by the Union, the
grievance form shall be filed with the Police
Chief.
The immediate supervisor shall review the grievance
and make a written recommendation for disposition
of the grievance to the Police Chief within five
(5) days of receipt of the grievance.
The police Chief Shall review the grievance and
render a written decision within twenty (20) days
of the filing of the grievance with the immediate
supervisor. The Police Chief may require members
of the Bargaining Unit to submit to questioning as
part of his review of the grievance.
In the event that a grievant is not satisfied with
the disposition of the grievance by the Police
Chief, the grievant shall have the right to submit
the grievance ~o the City Manager. Submission to
the City Manager shall be made within ten (10) days
of the'date of the Chief's disposition or the
expiration of the time period for the Chief's
disposition in the evenn the Chief does not render
a decision.
The City Manager shall review the grievance and
render a written decision within twenty (20) days
of the filing of the grievance with the immediate
supervisor. The City Manager may require members
of the Bargainzng Unit to submit to questioning as
part of his review of the grzevance.
In the evenu the employee is nou satisfied with the
disposition of the grievance by the City Manager,
or if there is no disposition by the City Manager
zn a timely fashion, the grievant may request
appointment of an arbitrator. The grievant's
request for the appointment of an arbitrator must
be made within/~ten (10) days of the date of the
Ci~ Manager"s[d~s~osition of the grievance, or the
CITY'S.._ U'NI~
expiration of the time period
Manager's disposition in the event
does not render a decision.
for the City
the City Manager
Step 7.
The grievant's request shall commence with a written
reques5 to the Federal Mediation and Conciliation
Service asking that it submit a list of names of
seven (7) arbitrators. Both parties will
alternatively strike one name until an arbitrator
is agreed to. Following appointment of an
arbitrator, arbitration shall proceed as set forth
below.
ARBITRATION
Section 1. When an arbitrator has been selected by the parties,
the City shall have ten (10) days from receipt of notice of
appointment to raise arbitrability as a defense. If arbitrability
is raised by the City, the issue of arbitrability shall be
determined by the arbitrator no less than thirty (30) days prior to
the commencement of an arbitration hearing on the grzevance itself.
If the City raises the question of arbitrability and loses that
determination, the City shall pay the cost of the arbitrator. If
the City raises the question of arbitrability and the arbitrator
determines that the matter is not arbitrable, the Union shall pay
for the arbitrator. This provision shall not prohibit the City
from challenging the arbitrability of any grievance in an action
for declaratory relief filed in the Circuit Court of Palm Beach
County, Florida. In the even5 of a court action by the City, the
grievance/arbitration proceeding shall be abated until the
conclusion of the court proceeding.
Section 2. The arbitrator shall conduct the arbitration hearing
no less than thirty (30) days nor more than ninety (90) days from
the date of appointment.
Sect.ion 3. In the event a party seeks continuance of an
arbitration hearing once set, the requesting party shall pay any
fee charged by the arbitrator for resetting the hearing.
statement of the grievance set forth in the written grievance
together with any d~fenses r~ksed by the City at any step of
8/12/99 CITY~' UNIOn% %
The arbitrator's decision shall be confined to the
form
the
grievance procedure. The arbitrator shall have no authority to
change, amend, add to, subtract from, or otherwise alter or
supplement this agreement or any part thereof in order to resolve
a grievance. The arbitrator may not issue declaratory opinions and
shall confine himself/herself exclusively to the issues presented,
which must be actual and existing.
Section 5. The arbitrator shall render a written decision
within thirty (30) days of the close of the arbitration hearing or
submission of post hearing briefs, whichever occurs last. The
arbitrator's decision shall be final and bindin~ on all partieR.
8/12/99
CITY ~7t~~
ARTICLE 27
DISCIPLINARY APPEALS
Section 1.
Discipline is classified as either major or minor as
follows:
MAJOR:
Termination
Demotion
Suspension without pay
- more than one (1) day
No employee shall be subjecu 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 uen (10) calendar days notice to the employee.
MINOR:
Written reprimand
SuspensIon without pay one (1) day or less
Section 2.
Appeals of disciplinary action shall be handled as
follows:
Major discipline may be by appeal to an arbitrator, by
using the same procedure for appointment of an arbitrator
as set forth in Article 26 above. The request for
appointment of an arbitrator mus= be made in writing
within sen (10) calendar days of notice of the City's
disciplinary action.
The arbitrator may sustain, reverse, or modify the
discipline set by the City Manager. The decismon of the
arbitrasor is final and binding on the parties.
Co
Written reprimands may not be appealed but the employee
may submit a written response provided the response is
submitted within ten (10) days of the written reprimand.
If a written response is submitted by the employee, it
shall be attached to the written reprimand and placed in
the employee's personnel file.
8/12/99
Suspensmons without pay of one
appealed ,to
CITY~ the Hu~Resource
(1) day cr--~-~ may be
Manager whose decision
shall be final. An appeal shall be filed in writing
within ten (10) days of nonlce of the suspension without
pay. The Human Resource Manager shall conduct an
investigation of the discipline and render a decision
within twenty (20) days of the appeal. The Human
Resource Manager's decision may be to either sustain,
reverse, or modify the discipline. In no event shall the
Human Resource Manager's decision increase the discipline
to more than a suspension without pay of one day. The
Human Resource Manager may conduct interviews with the
grievant, departmental staff, or members of the
bargaining unit as part of his/her investigation of the
discipline.
8/12/99
CITY~
ARTICLE 28
RIGHTS OF LAW ENFORCEMENT OFFICERS UNDER INVESTIGATION
The City of Boyn5on Beach agrees that all rights of Law
Enforcement Officers under investigamion detailed and granted by
Florida Statutes, Section 112.532(1) (a)-(i) and Section 112.533 (as
amended from time to time) will be observed and practiced.
s/12/99
CITY
ARTICLE 29
DISCIPLINE AND DISCHARGE
Section i. Employees may be disciplined only
No employee shall be disciplined without notice
setting forth the basis for such discipline.
for just cause.
of the charges
Section 2. Employees shall have
disciplinary action mn the manner seu
Agreement.
the oppor5unity to appeal
forth in Article 27 of this
Section 3. The parties recognize that timeliness of
disciplinary action is an essential element of due process.
Accordingly, no employee shall be subjected to disciplinary action
unless a final disciplinary recommendation is made by the Police
Chief within fourteen (14) days of the Chief's determination of the
conclusion of the investigation.
Section 4. No employee shall be subject ~o demotion,
termination, or a suspension without pay of more than one (1) day
without first being afforded the right to a pre-determination
conference with the Ciny Manager.
CITY~
ARTICLE 30
PAST PRACTICES
All employment practices listed below shall remain in effect:
B.
C.
D.
F.
G.
H.
I.
Lockers
Locker room shower, gym
Shoes every six (6) months.
Provide weapons, equipment, gear appropriate to
assignment.
Bullet proof vests.
Jackets, raincoat, boots.
Desk space, office supplies.
Approved and required travel expenses.
Use of City vehicles for court when available.
CITY~
ARTICLE 31
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 City resolution,
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.
8/12/99
CITY~
ARTICLE 32 --
DEPARTMENTAL POLICIES, RULES AND REGULATIONS
~ It zs agreed and understood that the Police
Department currently has policies, rules and regulations governing
employmenn. The formulation, amendment, revision and implementation
of any rule shall non be arbitrary or capricious. In the event of
a conflict between the rules and specified provisions of this
Agreement, the Agreement shall control.
~ In the event the City amends or revises
rule or implements any new rule, it shall give hen (10)
to the Union.
an existing
days notice
8/12/99
ARTICLE 33
MATERNITY LEAVE
Whenever an employee shall become pregnant, she shall furnish the
Police Chief with a certificate from her physician, stating the
approximated expected date of deliver. She may continue ~o work as
long as her physician certifies she is able and provided the Police
Chief does not find her work performance impaired. Maternity leave
shall start with cessation of actual work and continue for a period
not to exceed two (2) months after the date of delivery. She shall
be paid, upon request her earned vacation leave and unused sick
time.
8/12/99
CITY~?~
ARTICLE 34 --
COMPLETE AGREEMENT AND WAIVER CLAUSE
This Agreemenn zs the complete Agreement between the parties,
cancels all prior practices and agreements, and, except as
expressly provided for herein, relieves the parties of the
obligation no bargain on any subjecm during the term of this
Agreement.
There ms no past practice which results mn a moneuary benefit
except as set forth expressly in this Agreement. All bargaining
unit members are covered under the terms of this Agreement and the
City's Personnel Police Manual and nom under any Civil Service
Rule/Regulation and heretofore in existence.
8/12/99
ARTICLE 35
sEvEp. ABILITY
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.
8/12/99
ARTICLE 36 --
DURATION
This Agreement shall
the collective bargaining unit and
remain in effect until September 30,
increases provided for in Article
beyond September 30, 2001, unless
agreemenn of the parties.
take effect when ratified by the members of
the City Commission, and shall
2001, The pay for performance
12, Wages shall not conuinue
otherwise extended by written
8/12/99
CITY
ADDENDUM TO AGREEMENT
The Union and the City agree that in Years 2 and 3 of the
contract, the vacation accrual will end with the fiscal year
October 1, 1999 through September 30, 2000, and October 1, 2000
through September 30, 2001.
The remainder of Year 1 will extend through December 31, 1999
for vacation accrual as agreed upon by both parties.
Agreed to this
between the
representatives
day of , 1999, by and
respective parties through the authorized
of the Union and the City.
Witness
PALM BEACH COUNTY
POLICE BENEVOLENT ASSOCIATION
President ~~ ~ f~
AI~D~ESS:
Ci~/Attorne?
Ratified by City Commission
CITY OF//BOYN~O~ B~ACH ,~,,x, ._ zUOz
~ Il I/ ' ~ o~ro~ ~
ATTEST: ~ %~ % ~.'~ ~
Ci~ Clerk
Cit~a~-age: ' ' '
Date
8/12/99 CITY'
Ratified by Union Members