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An employee who retires shall have the right to retain the City's life insurance coverage in the amount of $4,000. The cost of such coverage shall be deducted from the retiree's pension check.
An employee who retires shall have the right to retain the City's life insurance coverage in the amount of $4,000. The cost of such coverage shall be deducted from the retiree's pension check.
True
When a Police Detective/Corporal vacancy is to be filled by promotion,
the City shall certify 50% of the eligibles ranking highest plus two additional names for each
additional vacancy.
When a Police Detective/Corporal vacancy is to be filled by promotion, the City shall certify 50% of the eligibles ranking highest plus two additional names for each additional vacancy.
True
When a vacancy is to be filled by promotion to Police Sergeant, the
City shall certify 35% of the eligibles ranking highest plus two additional names for each
additional vacancy.
When a vacancy is to be filled by promotion to Police Sergeant, the City shall certify 35% of the eligibles ranking highest plus two additional names for each additional vacancy.
True
Personnel records shall be kept confidential and not released to any person
except officials of the City, or in response to Court Order, or as otherwise provided by law. EMPLOYEES MAY WAIVE THIS RIGHT. REMEMBER FOR THE DEPOS.
Personnel records shall be kept confidential and not released to any person except officials of the City, or in response to Court Order, or as otherwise provided by law. EMPLOYEES MAY WAIVE THIS RIGHT. REMEMBER FOR THE DEPOS.
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The employee shall be provided one copy free of charge, upon request, at the time the document is issued. In addition to the provisions of Article 38.6, it shall be the right of any employee, or their legal or Union representative upon presentation of the employee's written authorization, at reasonable times, to inspect and make copies, at their own expense, of the employee's personnel file.
The employee shall be provided one copy free of charge, upon request, at the time the document is issued. In addition to the provisions of Article 38.6, it shall be the right of any employee, or their legal or Union representative upon presentation of the employee's written authorization, at reasonable times, to inspect and make copies, at their own expense, of the employee's personnel file.
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CITY PERSONEL FILE VERSUS DEPARTMENT PERSONEL FILE: Letters of counseling are not placed in the City's personnel file. In the event that a one (1)
year period elapses following the date the City became aware of the conduct leading to a letter
of counseling, during which the employee receives neither a subsequent letter of counseling
or disciplinary action, the letter of counseling shall be removed from the department
personnel file.
CITY PERSONEL FILE VERSUS DEPARTMENT PERSONEL FILE: Letters of counseling are not placed in the City's personnel file. In the event that a one (1) year period elapses following the date the City became aware of the conduct leading to a letter of counseling, during which the employee receives neither a subsequent letter of counseling or disciplinary action, the letter of counseling shall be removed from the department personnel file.
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Provided, however that any letter of counseling shall remain in the department
personnel file for a minimum of six months.
Provided, however that any letter of counseling shall remain in the department personnel file for a minimum of six months.
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Where a three (3) year period elapses following
the date the City became aware of the conduct leading to written reprimand, suspension or
dismissal, the written reprimand and associated documents shall be indicated as void in the
employee's personnel file.
Provided, however that any written reprimand shall remain in
the departmental personnel file for a minimum of one year. Letters of complaint where there
is a finding that the complaint is false or unfounded shall be voided upon such finding.
Voided documents shall be forwarded to the Employee Relations Division for any retention
deemed to be required pursuant to law.
Where a three (3) year period elapses following the date the City became aware of the conduct leading to written reprimand, suspension or dismissal, the written reprimand and associated documents shall be indicated as void in the employee's personnel file. Provided, however that any written reprimand shall remain in the departmental personnel file for a minimum of one year. Letters of complaint where there is a finding that the complaint is false or unfounded shall be voided upon such finding. Voided documents shall be forwarded to the Employee Relations Division for any retention deemed to be required pursuant to law.
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Provided, however that any written reprimand shall remain in the departmental personnel file for a minimum of one year
Provided, however that any written reprimand shall remain in the departmental personnel file for a minimum of one year
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The interrogation shall be conducted at a reasonable hour, preferably
at a time when the employee is on duty, unless the seriousness of the investigation is
of such a degree that an immediate action is required.
The interrogation shall be conducted at a reasonable hour, preferably at a time when the employee is on duty, unless the seriousness of the investigation is of such a degree that an immediate action is required.
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The interrogation shall be conducted at the police station or Internal
Affairs Bureau.
The interrogation shall be conducted at the police station or Internal Affairs Bureau.
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The employee shall be advised if they are a witness or are under
investigation and if under investigation shall be informed of the nature of the
charge which is under investigation and the rank, name and command of the officer
in charge of the investigation, the interrogation officer, and all persons present during
the interrogation.
The employee shall be advised if they are a witness or are under investigation and if under investigation shall be informed of the nature of the charge which is under investigation and the rank, name and command of the officer in charge of the investigation, the interrogation officer, and all persons present during the interrogation.
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All questions directed to the employee under interrogation shall be
asked by and through one (1) interrogator at a time.
All questions directed to the employee under interrogation shall be asked by and through one (1) interrogator at a time.
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The employee under
investigation shall be informed of the identity of the individual person(s) who are the
complainant(s).
The employee under investigation shall be informed of the identity of the individual person(s) who are the complainant(s).
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The employee under investigation, along with legal counsel or any
other representatives of their choice, limited
to
two
(2)
total,
may
review the complaint and all statements regardless of form made by the complainant
and witnesses immediately prior to the beginning of the investigative interview.
The employee under investigation, along with legal counsel or any other representatives of their choice, limited to two (2) total, may review the complaint and all statements regardless of form made by the complainant and witnesses immediately prior to the beginning of the investigative interview.
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Upon the request of an employee who is the subject of an investigation
covered by this Article they shall have the right to be represented by any
representatives of their choice including an attorney, limited to two (2) total, who
shall
be
present
at
all
times
during
such
interrogation.
Whenever
such
representative(s) are not immediately available, the investigation shall be postponed
for a reasonable period of time in order to afford the employee the opportunity to a
representation.
Upon the request of an employee who is the subject of an investigation covered by this Article they shall have the right to be represented by any representatives of their choice including an attorney, limited to two (2) total, who shall be present at all times during such interrogation. Whenever such representative(s) are not immediately available, the investigation shall be postponed for a reasonable period of time in order to afford the employee the opportunity to a representation.
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In any matter where an employee must WRITE A WRITTEN STATEMENT justifying or explaining their actions in a particular situation, the employee, upon their request, shall be granted forty-eight (48) hours or until the END of their NEXT scheduled SHIFT, whichever is LATER, to submit such a statement. VERIFIED
In any matter where an employee must WRITE A WRITTEN STATEMENT justifying or explaining their actions in a particular situation, the employee, upon their request, shall be granted forty-eight (48) hours or until the END of their NEXT scheduled SHIFT, whichever is LATER, to submit such a statement. VERIFIED
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The employee shall be entitled to review all supporting documentation prior to submitting the written statement.
The employee shall be entitled to review all supporting documentation prior to submitting the written statement.
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UNFOUNDED Unwarranted: The allegation was made in good faith without malicious intent. However, investigation disclosed that the allegation lacks basis in fact
UNFOUNDED Unwarranted: The allegation was made in good faith without malicious intent. However, investigation disclosed that the allegation lacks basis in fact
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UNFOUNDED False: The allegation is false. The alleged incident never took place
UNFOUNDED False: The allegation is false. The alleged incident never took place
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In the event that the disposition of the investigation is sustained, the Division Commander shall so inform the employee. Only sustained investigations where the employee receives discipline will be placed in the employee's personnel file.
In the event that the disposition of the investigation is sustained, the Division Commander shall so inform the employee. Only sustained investigations where the employee receives discipline will be placed in the employee's personnel file.
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In the event that a suspension, demotion, or dismissal is recommended by the Division Commander as a result of a sustained Internal Affairs complaint, the employee shall be so informed and provided the opportunity to request a Complaint Review Board.
In the event that a suspension, demotion, or dismissal is recommended by the Division Commander as a result of a sustained Internal Affairs complaint, the employee shall be so informed and provided the opportunity to request a Complaint Review Board.
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no disciplinary action, suspension, demotion or dismissal shall be undertaken by the Department against an employee for any act, omission, or other allegation of misconduct if the investigation of such allegation is not completed within 180 days after the date the department receives notice of the allegation by a person authorized
no disciplinary action, suspension, demotion or dismissal shall be undertaken by the Department against an employee for any act, omission, or other allegation of misconduct if the investigation of such allegation is not completed within 180 days after the date the department receives notice of the allegation by a person authorized
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Such notice to the officer shall be provided within 180 days after the date the Department received notice of the alleged misconduct in accordance with Florida Statutes 112.532, including the exceptions identified therein.
Such notice to the officer shall be provided within 180 days after the date the Department received notice of the alleged misconduct in accordance with Florida Statutes 112.532, including the exceptions identified therein.
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It shall be the responsibility of any officer who obtains a Court Order to provide a certified copy of such order to the City.
It shall be the responsibility of any officer who obtains a Court Order to provide a certified copy of such order to the City.
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The City's Employee Relations Division shall forward to the Union a copy of written reprimands, suspensions, demotions, or dismissals issued to bargaining unit employees.
The City's Employee Relations Division shall forward to the Union a copy of written reprimands, suspensions, demotions, or dismissals issued to bargaining unit employees.
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Employees who utilize self-referral due to a substance abuse problem shall be eligible to utilize sick leave or other appropriate paid leave (or a medical leave of absence if eligible) in order to enroll in an appropriate program.
Employees who utilize self-referral due to a substance abuse problem shall be eligible to utilize sick leave or other appropriate paid leave (or a medical leave of absence if eligible) in order to enroll in an appropriate program.
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Upon completion of the program, the City shall require medical substantiation regarding fitness for duty and resolution of drug or alcohol use or dependency prior to reinstatement from the leave.
Upon completion of the program, the City shall require medical substantiation regarding fitness for duty and resolution of drug or alcohol use or dependency prior to reinstatement from the leave.
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All mandatory referrals to the EAP must be coordinated through the
City's Employee Relations Division.
(
All mandatory referrals to the EAP must be coordinated through the City's Employee Relations Division. (
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Regardless of the nature of the referral, the EAP Counselor may not disclose any information about a participating employee to the City without the employee's written consent.
Regardless of the nature of the referral, the EAP Counselor may not disclose any information about a participating employee to the City without the employee's written consent.
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In the case of a supervisory referral, the EAP Counselor may communicate to the City that the employee has or has not kept appointments.
In the case of a supervisory referral, the EAP Counselor may communicate to the City that the employee has or has not kept appointments.
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Appointments may be scheduled Monday through Friday between the hours of 8:00 a.m. and 6:00 p.m. An EAP staff member is available on a 24 hour basis by beeper service for life threatening situations.
Appointments may be scheduled Monday through Friday between the hours of 8:00 a.m. and 6:00 p.m. An EAP staff member is available on a 24 hour basis by beeper service for life threatening situations.
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Supervisory referrals will be scheduled during the employee's work hours. If the employee’s shift precludes scheduling during their work hours, the employee’s work hours will be adjusted to coincide with the appointment.
Supervisory referrals will be scheduled during the employee's work hours. If the employee’s shift precludes scheduling during their work hours, the employee’s work hours will be adjusted to coincide with the appointment.
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Self-referrals are to be scheduled during the
employee's own time through the use of paid or unpaid leave, as applicable.
Self-referrals are to be scheduled during the employee's own time through the use of paid or unpaid leave, as applicable.
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The supervisor having reasonable suspicion of the use of alcohol or drugs shall immediately contact the City's Employee Relations Division to arrange for referral for testing.
The supervisor having reasonable suspicion of the use of alcohol or drugs shall immediately contact the City's Employee Relations Division to arrange for referral for testing.
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the City shall consider the comments from the employee regarding the matter and shall then make the determination of whether to proceed and require the screen or test. If it is determined, at the sole discretion of the City, that a drug test will be required, the employee shall be immediately escorted to the appropriate facility for tests.
the City shall consider the comments from the employee regarding the matter and shall then make the determination of whether to proceed and require the screen or test. If it is determined, at the sole discretion of the City, that a drug test will be required, the employee shall be immediately escorted to the appropriate facility for tests.
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Prior to transport, the supervisor shall obtain the employee's signature on the "Consent to Perform" and obtain a witness of the signature. The "Consent to Perform" must be presented upon arrival at the facility for testing.
Prior to transport, the supervisor shall obtain the employee's signature on the "Consent to Perform" and obtain a witness of the signature. The "Consent to Perform" must be presented upon arrival at the facility for testing.
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DRUG TESTING: Pending the results of the test, the employee may be placed on sick leave. If the employee does not have a sufficient sick leave balance, the employee may be placed on annual leave or Absence Without Pay (AWP) when an insufficient annual leave balance exists.
DRUG TESTING: Pending the results of the test, the employee may be placed on sick leave. If the employee does not have a sufficient sick leave balance, the employee may be placed on annual leave or Absence Without Pay (AWP) when an insufficient annual leave balance exists.
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LEGAL SUBSTANCES THE EMPLOYEE CAN ENTER A PROGRAM ONE TIME. ILLEGAL SUBSTANCES AND THEY ARE FIRED.
LEGAL SUBSTANCES THE EMPLOYEE CAN ENTER A PROGRAM ONE TIME. ILLEGAL SUBSTANCES AND THEY ARE FIRED.
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YOU GET HOLIDAY PAY EVEN WHEN ON WORKER'S COMP.
YOU GET HOLIDAY PAY EVEN WHEN ON WORKER'S COMP.
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All employees, regardless of length of service, are eligible for either a Workers’ Compensation Leave of Absence or Light Duty in Lieu of Workers’ Compensation Leave of Absence. The decision to place an employee on either status is at the discretion of the Chief of Police with the concurrence of the Director of Human Resources. This action does not require a request from the employee.
All employees, regardless of length of service, are eligible for either a Workers’ Compensation Leave of Absence or Light Duty in Lieu of Workers’ Compensation Leave of Absence. The decision to place an employee on either status is at the discretion of the Chief of Police with the concurrence of the Director of Human Resources. This action does not require a request from the employee.
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A Workers’ Compensation Leave of Absence is provided to an employee who, after having reached maximum medical improvement or after twelve (12) months of temporary total disability has not been able to perform the duties of their position; and who is otherwise eligible as specified herein. The Workers’ Compensation Leave of Absence enables the employee to continue to recuperate.
A Workers’ Compensation Leave of Absence is provided to an employee who, after having reached maximum medical improvement or after twelve (12) months of temporary total disability has not been able to perform the duties of their position; and who is otherwise eligible as specified herein. The Workers’ Compensation Leave of Absence enables the employee to continue to recuperate.
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A Workers’ Compensation Leave of Absence may be granted for a specific period greater than fourteen (14) calendar days but not in excess of six (6) continuous calendar months. The Chief of Police may grant extension periods up to an additional six (6) continuous calendar months, to the original leave of absence with the approval of the Director of Human Resources, for a maximum total of twelve (12) continuous calendar months.
A Workers’ Compensation Leave of Absence may be granted for a specific period greater than fourteen (14) calendar days but not in excess of six (6) continuous calendar months. The Chief of Police may grant extension periods up to an additional six (6) continuous calendar months, to the original leave of absence with the approval of the Director of Human Resources, for a maximum total of twelve (12) continuous calendar months.
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An employee who is placed on a Workers’ Compensation Leave of Absence or Light Duty in Lieu of Workers’ Compensation Leave of Absence must file a complete application for disability retirement within forty-five (45) calendar days of being placed on either status.
An employee who is placed on a Workers’ Compensation Leave of Absence or Light Duty in Lieu of Workers’ Compensation Leave of Absence must file a complete application for disability retirement within forty-five (45) calendar days of being placed on either status.
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Extensions shall be granted up to thirty (30) calendar days following the final action of the pension board on the application for disability retirement, provided however, that under no circumstances shall the Workers’ Compensation Leave of Absence or Light Duty in Lieu of Workers’ Compensation Leave of Absence exceed fifteen (15) continuous calendar months unless a special extension is granted by the Director of Human Resources.
Extensions shall be granted up to thirty (30) calendar days following the final action of the pension board on the application for disability retirement, provided however, that under no circumstances shall the Workers’ Compensation Leave of Absence or Light Duty in Lieu of Workers’ Compensation Leave of Absence exceed fifteen (15) continuous calendar months unless a special extension is granted by the Director of Human Resources.
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Only the physician authorized by the City of Tampa Risk Management Division can determine a maximum medical improvement date.
Only the physician authorized by the City of Tampa Risk Management Division can determine a maximum medical improvement date.
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An employee who is within three years of the completion of their DROP period and who wishes to sell back accrued sick leave must notify the City, in writing of their election to participate no more than three years before the end of their DROP period.
An employee who is within three years of the completion of their DROP period and who wishes to sell back accrued sick leave must notify the City, in writing of their election to participate no more than three years before the end of their DROP period.
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When an employee elects to sell back accrued sick leave, the City will compensate the employee on an hour-for-hour basis for one third of 50% of the hours that are in the balance at the time the election was made.
When an employee elects to sell back accrued sick leave, the City will compensate the employee on an hour-for-hour basis for one third of 50% of the hours that are in the balance at the time the election was made.
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All sworn employees who have exhausted all accrued leave time (sick, annual and compensatory time) and must be absent from work for three or more consecutive days to care for their own illness or an immediate family member’s illness may qualify as a sick leave sharing program benefactor.
All sworn employees who have exhausted all accrued leave time (sick, annual and compensatory time) and must be absent from work for three or more consecutive days to care for their own illness or an immediate family member’s illness may qualify as a sick leave sharing program benefactor.
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To be eligible to receive program benefits, the employee must have an approved Family Medical Leave Act application on file in Human Resources and must have a zero balance in their sick, annual, and compensatory time leave accrual accounts
To be eligible to receive program benefits, the employee must have an approved Family Medical Leave Act application on file in Human Resources and must have a zero balance in their sick, annual, and compensatory time leave accrual accounts
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Employees who participated in the Sick Leave Sell Back program are not eligible for the Sick Leave Sharing Program. If
Employees who participated in the Sick Leave Sell Back program are not eligible for the Sick Leave Sharing Program. If
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The donating employee will complete the Sick Leave Sharing Program form and have it signed by their supervisor and division commander (or designee). The employee’s supervisor will verify that the employee will retain a minimum of eighty (80) hours in their sick leave account after the transfer has been made as of the date of the confirmation including any future approved leave. The employee’s supervisor and division commander will sign
The donating employee will complete the Sick Leave Sharing Program form and have it signed by their supervisor and division commander (or designee). The employee’s supervisor will verify that the employee will retain a minimum of eighty (80) hours in their sick leave account after the transfer has been made as of the date of the confirmation including any future approved leave. The employee’s supervisor and division commander will sign
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Initially, the hours donated to an employee will be provided to them in 160 incremental donations
Initially, the hours donated to an employee will be provided to them in 160 incremental donations
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Any hours that have been donated by an employee and transferred to an employee under this program will NOT be returned if donated time is not used by the receiving employee.
Any hours that have been donated by an employee and transferred to an employee under this program will NOT be returned if donated time is not used by the receiving employee.
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