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City may retain junior officers with specialized skills who are assigned special duties or junior officers who are on special assignment. When such special assignment is completed, the most senior officer on layoff shall be notified of their right to displace such junior officer.
City may retain junior officers with specialized skills who are assigned special duties or junior officers who are on special assignment. When such special assignment is completed, the most senior officer on layoff shall be notified of their right to displace such junior officer.
True
In the event that two or more employees have the same length of sworn classification seniority, department seniority shall prevail. Should departmental seniority also be equal, the City shall determine the method to break such ties.
In the event that two or more employees have the same length of sworn classification seniority, department seniority shall prevail. Should departmental seniority also be equal, the City shall determine the method to break such ties.
True
An employee affected by layoff will first be given the opportunity to apply their seniority into a lower classification within the Tampa Police Department, provided that the employee held the lower classification and can perform the work.
An employee affected by layoff will first be given the opportunity to apply their seniority into a lower classification within the Tampa Police Department, provided that the employee held the lower classification and can perform the work.
True
Employees shall be recalled from layoff in reverse order of sworn classification seniority provided that they are currently qualified to perform the work in the job classification to which they are recalled as provided by this Article
Employees shall be recalled from layoff in reverse order of sworn classification seniority provided that they are currently qualified to perform the work in the job classification to which they are recalled as provided by this Article
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No new employee shall be hired until the employee on layoff has been given an opportunity to return to work at their original seniority date and position; provided, that after twelve (12) months of lay off such re-employment rights shall cease.
No new employee shall be hired until the employee on layoff has been given an opportunity to return to work at their original seniority date and position; provided, that after twelve (12) months of lay off such re-employment rights shall cease.
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During the period during which an employee remains on a preferential re-employment list, the employee shall not receive termination payments (i.e., annual leave, sick leave, pension, longevity). All benefits shall cease during the layoff period. Health and life insurance may be continued at the employee's expense.
During the period during which an employee remains on a preferential re-employment list, the employee shall not receive termination payments (i.e., annual leave, sick leave, pension, longevity). All benefits shall cease during the layoff period. Health and life insurance may be continued at the employee's expense.
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The City shall notify employees to be recalled by United States certified mail. All employees on layoff shall have the obligation of providing the City with their correct mailing address.
The City shall notify employees to be recalled by United States certified mail. All employees on layoff shall have the obligation of providing the City with their correct mailing address.
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An individual's name shall be removed from the preferential lists when the employee fails to respond within four working days after the City's transmittal of the notice of recall or the employee notifies the City of acceptance of recall but fails to report at the specified time or the employee accepts or rejects any employment with the City or the employee has been on layoff for a period of one year.
An individual's name shall be removed from the preferential lists when the employee fails to respond within four working days after the City's transmittal of the notice of recall or the employee notifies the City of acceptance of recall but fails to report at the specified time or the employee accepts or rejects any employment with the City or the employee has been on layoff for a period of one year.
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Calculation of Benefits. For purposes of benefits, an individual recalled from a preferential employment list shall not suffer a break in service. However, the time spent on layoff greater than 30 days shall not be credited in the calculation of benefits.
Calculation of Benefits. For purposes of benefits, an individual recalled from a preferential employment list shall not suffer a break in service. However, the time spent on layoff greater than 30 days shall not be credited in the calculation of benefits.
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Any deductions for items other than PBA
dues, initiation fees, or uniform assessments must be approved semi- annually by the Director
of Human Resources.
Any deductions for items other than PBA dues, initiation fees, or uniform assessments must be approved semi- annually by the Director of Human Resources.
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In the event that the PBA fails to process to the City a dues cancellation request effective with the next deduction thirty days from the date notice was received, then the PBA shall refund the deduction(s) to the employee.
In the event that the PBA fails to process to the City a dues cancellation request effective with the next deduction thirty days from the date notice was received, then the PBA shall refund the deduction(s) to the employee.
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NOTHING contained herein SHALL REQUIRE the City to deduct from a salary or be otherwise INVOLVED IN the collection of any fine, penalty or special assessment.
NOTHING contained herein SHALL REQUIRE the City to deduct from a salary or be otherwise INVOLVED IN the collection of any fine, penalty or special assessment.
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DUES: Any disputes regarding employee authorization shall be resolved between the PBA and the employee per Article 13.3.
DUES: Any disputes regarding employee authorization shall be resolved between the PBA and the employee per Article 13.3.
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Employees who are reassigned to a lower pay grade shall be placed at the step of the pay grade equivalent to the employee's length of service with credit for any step increases that the employee achieved during the higher paid assignment. Placement shall not exceed the maximum of the new pay grade.
Employees who are reassigned to a lower pay grade shall be placed at the step of the pay grade equivalent to the employee's length of service with credit for any step increases that the employee achieved during the higher paid assignment. Placement shall not exceed the maximum of the new pay grade.
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Demotions. Employees who are demoted from promotional positions (see Article 35) after completion of the promotional probationary period shall be placed at the step of the new pay grade as follows: A voluntary demotion shall be to the step of the new pay grade with the same rate of pay if available or the next lowest rate of pay, or the highest step of the new pay grade, whichever is lower
Demotions. Employees who are demoted from promotional positions (see Article 35) after completion of the promotional probationary period shall be placed at the step of the new pay grade as follows: A voluntary demotion shall be to the step of the new pay grade with the same rate of pay if available or the next lowest rate of pay, or the highest step of the new pay grade, whichever is lower
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a disciplinary demotion shall be to the step of the pay grade equivalent to the employee's length of service with credit for any step increases that the employee achieved during the promotion, provided that placement shall not exceed the maximum step of the new pay grade.
a disciplinary demotion shall be to the step of the pay grade equivalent to the employee's length of service with credit for any step increases that the employee achieved during the promotion, provided that placement shall not exceed the maximum step of the new pay grade.
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An employee demoted during the promotional probationary period shall be placed at the same pay which the employee had prior to the promotion.
An employee demoted during the promotional probationary period shall be placed at the same pay which the employee had prior to the promotion.
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in the event that an employee is on a suspension, leave of absence, or layoff for a cumulative period in excess of 30 days, the employee's salary review date is delayed by the number of days over the 30 days; for employees serving probationary periods the salary review date is delayed for the complete cumulative period (including the 30 days).
in the event that an employee is on a suspension, leave of absence, or layoff for a cumulative period in excess of 30 days, the employee's salary review date is delayed by the number of days over the 30 days; for employees serving probationary periods the salary review date is delayed for the complete cumulative period (including the 30 days).
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Raters shall follow the procedures and requirements for proper completion of performance evaluations including substantiation and selection of ratings. Raters are prohibited from selecting higher or lower ratings in order to place an employee in a range when they are not merited.
Raters shall follow the procedures and requirements for proper completion of performance evaluations including substantiation and selection of ratings. Raters are prohibited from selecting higher or lower ratings in order to place an employee in a range when they are not merited.
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The Director of Human Resources shall have the authority to alter the awarding of merit step increases for an employee when the rating is deemed inappropriate or when ratings indicate a trend towards a halo effect or other distortion not based on merit.
The Director of Human Resources shall have the authority to alter the awarding of merit step increases for an employee when the rating is deemed inappropriate or when ratings indicate a trend towards a halo effect or other distortion not based on merit.
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Senior Level An employee at grade P-3/P-4, P-5, P-6, or P-7 who is at the maximum step , has ten (10) or more years of total service, and five (5) or more years of total service in the grade as of the annual salary review date, shall be eligible for designation at the applicable Senior level (Step SR), as applicable
Senior Level An employee at grade P-3/P-4, P-5, P-6, or P-7 who is at the maximum step , has ten (10) or more years of total service, and five (5) or more years of total service in the grade as of the annual salary review date, shall be eligible for designation at the applicable Senior level (Step SR), as applicable
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OVERTIME: The term hours worked shall, for the purpose of calculating OVERTIME, include all
time worked on active duty, on and off duty court time, line of duty injury time, funeral leave,
recall pay, military leave, and union leave for elected officers only.
OVERTIME: The term hours worked shall, for the purpose of calculating OVERTIME, include all time worked on active duty, on and off duty court time, line of duty injury time, funeral leave, recall pay, military leave, and union leave for elected officers only.
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Travel time to and from
work or to and from court on off duty hours shall not be considered hours worked
Travel time to and from work or to and from court on off duty hours shall not be considered hours worked
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Travel
time to and from designated areas of work or court OUTSIDE of Hillsborough County SHALL be
considered hours worked.
Travel time to and from designated areas of work or court OUTSIDE of Hillsborough County SHALL be considered hours worked.
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Effective October 1, 2017, time spent on late calls shall be considered overtime at
150% regardless of the total hours worked as specified in this section and paid or credited in accordance with Article 15.3.
Effective October 1, 2017, time spent on late calls shall be considered overtime at 150% regardless of the total hours worked as specified in this section and paid or credited in accordance with Article 15.3.
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If during off duty hours, an employee is required or volunteers to appear before or serve as a member of a Complaint Review Board, the employee's normal day(s) off and working hours may be adjusted by the Department so that the employee is on duty and is compensated for the time during which he is involved with the proceedings of the Complaint Review Board.
If during off duty hours, an employee is required or volunteers to appear before or serve as a member of a Complaint Review Board, the employee's normal day(s) off and working hours may be adjusted by the Department so that the employee is on duty and is compensated for the time during which he is involved with the proceedings of the Complaint Review Board.
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15.2.2 In the event that an employee is called back to duty or must work beyond their normal tour of duty for more than six (6) hours, and the employee's next scheduled tour of duty is less than eight hours from the time the employee is released from call-back or extended tour, the employee may:
(a) Continue working for a period of time equal to their next scheduled normal tour of duty, and be credited with working that next scheduled tour of duty;
(b) Have their duty hours rescheduled to permit up to eight (8) hours of rest between the extended/call-back tour of duty and the next scheduled tour of duty;
(c) Use annual or compensatory leave to permit up to eight (8) hours of rest between the extended/call-back tour of duty and when he reports during the next scheduled tour of duty;
(d) Report for the next tour of duty as scheduled.
15.2.2 In the event that an employee is called back to duty or must work beyond their normal tour of duty for more than six (6) hours, and the employee's next scheduled tour of duty is less than eight hours from the time the employee is released from call-back or extended tour, the employee may: (a) Continue working for a period of time equal to their next scheduled normal tour of duty, and be credited with working that next scheduled tour of duty; (b) Have their duty hours rescheduled to permit up to eight (8) hours of rest between the extended/call-back tour of duty and the next scheduled tour of duty; (c) Use annual or compensatory leave to permit up to eight (8) hours of rest between the extended/call-back tour of duty and when he reports during the next scheduled tour of duty; (d) Report for the next tour of duty as scheduled.
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Management will preserve the right to deny option "d" if in the opinion of the employee's supervisor, it would be detrimental to the health and safety of the employee or the liability of the department. Section 15.2.2 shall not apply to court time.
Management will preserve the right to deny option "d" if in the opinion of the employee's supervisor, it would be detrimental to the health and safety of the employee or the liability of the department. Section 15.2.2 shall not apply to court time.
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Effective January 3, 2020, for those employees active on that date, they shall be given four (4) Flex Time days.
Effective January 3, 2020, for those employees active on that date, they shall be given four (4) Flex Time days.
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Flex Time days will be given on an annual basis on the first paycheck of January for each year for all employees active on that date.
Flex Time days will be given on an annual basis on the first paycheck of January for each year for all employees active on that date.
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The Flex Time days given shall be equal to the shift they are currently working (8 hours, 10 hours, or 11.4 hours).
The Flex Time days given shall be equal to the shift they are currently working (8 hours, 10 hours, or 11.4 hours).
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The first two (2) Flex Time days must be used by June 30th of the year in which they were awarded or the Flex Time day is forfeited unless an exception is approved by the Police Chief, with notification to Human Resources.
The first two (2) Flex Time days must be used by June 30th of the year in which they were awarded or the Flex Time day is forfeited unless an exception is approved by the Police Chief, with notification to Human Resources.
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The third Flex Time day must be used by September 30th of the year in which they were awarded or the Flex Time day is forfeited unless an exception is approved by the Police Chief, with notification to Human Resources.
The third Flex Time day must be used by September 30th of the year in which they were awarded or the Flex Time day is forfeited unless an exception is approved by the Police Chief, with notification to Human Resources.
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The fourth Flex Time day must be used by the last day of the payroll calendar year of the year in which it was awarded or the Flex Time day is forfeited unless an exception is approved by the Police Chief, with notification to Human Resources.
The fourth Flex Time day must be used by the last day of the payroll calendar year of the year in which it was awarded or the Flex Time day is forfeited unless an exception is approved by the Police Chief, with notification to Human Resources.
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There shall be no carry over of the unused Flex Time days to the next calendar year nor will there be any cash payment in lieu of usage.
There shall be no carry over of the unused Flex Time days to the next calendar year nor will there be any cash payment in lieu of usage.
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Flex Time days will be allowed regardless of whether or not an officer’s schedule was flexed during the calendar year. Employees shall not be eligible for payment of unused Flex Time upon separation from employment.
Flex Time days will be allowed regardless of whether or not an officer’s schedule was flexed during the calendar year. Employees shall not be eligible for payment of unused Flex Time upon separation from employment.
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When calculating off duty court time, the start and end time can be adjusted
accordingly by the supervisor when an officer needs to retrieve evidence or return evidence
to the department.
When calculating off duty court time, the start and end time can be adjusted accordingly by the supervisor when an officer needs to retrieve evidence or return evidence to the department.
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Multiple court appearances in the same calendar day shall be credited separately
or as one continuous appearance, whichever is least expensive to the Department.
Multiple court appearances in the same calendar day shall be credited separately or as one continuous appearance, whichever is least expensive to the Department.
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If treated as separate appearances, the officer will be guaranteed a three (3) hour minimum credit for the additional appearances providing there is a three (3) hour lapse between the subpoena release and a subsequent subpoenaed appearance.
If treated as separate appearances, the officer will be guaranteed a three (3) hour minimum credit for the additional appearances providing there is a three (3) hour lapse between the subpoena release and a subsequent subpoenaed appearance.
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