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Prior to responding to the grievance, the immediate supervisor shall meet with the aggrieved employee. Discussions will be informal for the purpose of settling differences in the simplest and most direct manner.
True
Although responses at Step 1 shall not set a precedent, it is the intent of the grievance procedure to require supervisors to reach decisions and communicate them through the Step 1 grievance response as provided herein.
True
NO PBA rep during step one of a grievance.
True
Within twenty-one (21) calendar days of the date of the decision of the Director of Human Resources, the PBA shall notify the Director of Human Resources of the intent to arbitrate.
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The PBA shall request a list of arbitrators within forty-five (45) calendar days.
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The City and the PBA shall select the arbitrator from a list of not less than seven (7) names submitted by the Federal Mediation and Conciliation Service (FMCS) within twenty-one (21) calendar days from receipt of said list.
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As promptly as can be arranged but not more than forty-five (45) calendar days unless mutually agreed by the City and the PBA, the arbitration hearing shall be held.
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The fees of the arbitrator and other expenses of arbitration, shall be shared equally by the City and the aggrieved party.
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The time limits contained herein shall be extended for fourteen (14) calendar days upon written notification of either party. Any extension greater than fourteen (14) calendar days may be extended by mutual agreement in writing.
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Grievances not appealed to the next higher step within the prescribed time limits will be considered settled on the basis of the last answer by Management.
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Grievances regarding oral admonishments and letters of counseling, authored by a Captain or above, shall enter the grievance process at the second step.
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Grievances regarding written reprimands, suspensions, demotions, or dismissals shall enter the grievance procedure at the third step.
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PBA Executive Officers may contact employees or other persons concerning grievance matters or PBA business during either the working hours of the PBA Executive Officer or the working hours of any employee sought to be contacted without the express prior permission of the Shift or Bureau Commanders of the employees involved provided it does not interfere with work.
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LIST OF EMPLOYEES (PBA): An updated list shall be provided upon the request of the PBA. The City will notify the PBA of the name and addresses of all new hires upon the request of the PBA.
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The City agrees to provide space on departmental bulletin boards for the posting of notices of meetings or other PBA official notices. The PBA shall have the right to erect a reasonable number of bulletin boards in nonpublic areas where space permits. No such notice shall be posted unless it has been signed by a duly authorized PBA representative and submitted to the Chief's office for approval prior to the time of posting by the union.
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A copy of this Agreement shall be posted on all departmental bulletin boards.
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The City agrees that the PBA may utilize the roll call boards and for internal departmental employee email distribution (excluding MDT’s) for the announcement of general membership meetings.
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Announcements are restricted to the time, date and location of the meeting and must have the authorization of the Police Chief.
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The City will distribute a PBA informational flyer to recruits. The content of the flyer will be mutually agreed upon by the City and the PBA.
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PBA BUSINESS: not more than six (6) such representatives shall have the right to receive such permission at any one time and provided, further, that the PBA gives the City at least 24 hours advance notice of the time desired off.
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PBA REQUESTS OFF ARE SUBMITTED TO THE CHIEF AND SHALL NOT BE REASONABLLY DENIED.
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In the event that a PBA representative participates in lobbying at the request of and on behalf of the City, regular pay status shall be utilized rather than union leave.
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Union leave shall be treated as all other approved leaves. Union leave, when utilized by union elected officers shall count as hours worked for the purpose of calculating overtime, but shall not be considered as premium hours for the purpose of payment of shift premium incentive pay.
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Said employee will retain their salary review date and, if 70% or more hours have been spent on City time for the review period, shall be evaluated solely on the City work assignments performance. If less than 70% of the hours have been spent on City time, then the employee shall receive a neutral evaluation and shall receive a satisfactory rating along with step increases as may be applicable for that rating.
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Civil Service Law within fourteen (14) calendar days.
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The PBA shall be provided fourteen (14) days notice and an opportunity to discuss such change in job descriptions.
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CHANGE IN JOB DESCRPTION: If any concerns still remain after discussing said changes with the City, the PBA shall have fourteen (14) calendar days from the date of the discussion with the City to file a class action grievance at the fourth step.
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Prior to implementing any change in Police Department Rules or Regulations affecting unit members, the PBA shall be provided thirty (30) days notice and an opportunity to discuss such change. Within this thirty (30) day notice period, the PBA can bring to the attention of the City any concerns they might have regarding said change. If any concerns still remain after discussing said changes with the City, the PBA shall have fourteen (14) calendar days from the date of the discussion with the City to file a class action grievance at the fourth step regarding such change. Such proposed change shall be subject to the grievance procedure contained herein.
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Prior to implementing any change in Police Department Rules or Regulations affecting unit members, the PBA shall be provided thirty (30) days notice and an opportunity to discuss such change.
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There shall be a Labor Management Committee established to consist of four (4) members appointed by the Chief of Police and four (4) members and two (2) alternates appointed by the PBA and one (1) Employee Relations representative.
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No employee shall be required to operate a marked passenger automobile or prisoner transport van which is not equipped with the manufacturer's police package including protection cages where feasible.
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The City shall provide safety equipment for unmarked vehicles, and when appropriate or when requested and approved by the Police Chief, unmarked vehicles will include lights and a siren. Keyless entry shall be provided when included in the manufacturer’s package as a standard feature.
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The City shall provide an endorsement to its Certificate of Self Insurance or an insurance policy secured from a private insurance carrier to defend employees and pay any claims, judgements or awards for property damage and personal injury to third parties to the extent permitted by law resulting from the employee’s operation of an assigned vehicle as provided in 10.4 (above). Coverage shall be limited to $200,000 per claimant and $300,000 per event. Under no circumstances shall any coverage pursuant to this paragraph provide any liability coverage for any claims, judgements or awards of any kind in excess of $200,000 per claimant and $300,000 per event.
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Total City Seniority is total length of continuous service within the employment of the City of Tampa.
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Departmental seniority is the total length of continuous service with the Tampa Police Department. Departmental sworn seniority is the total length of continuous service with the Tampa Police Department in a sworn position.
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classification seniority is the total length of continuous service in each pay grade provided however that time spent in grade P-3 or grade P-4 shall be combined and credited for the classification seniority date as a P-4 or P-3. The Sunday of the work week of the promotion or job assignment is the effective date for classification seniority dates.
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Employees who are demoted to pay grade P-1 shall maintain classification seniority equivalent to the employee’s length of continuous service with the Tampa Police Department.
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Employees who are demoted pay grade P3/P4 or P-5 shall revert to the original classification seniority date of the demoted pay grade from which they were previously promoted.
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Special needs situations will be handled on a case by case basis. Such requests must be submitted through the chain of command to the Division Commander. Such requests will include the nature of the special need, the length of time needed to resolve the special need and a completed shift bid form.
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Beginning on January 1 of each year, bidding shall begin for division shift, and squad assignment based on classification seniority.
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Bidding will begin with Sergeants until all Sergeants have completed the bid process, then Corporals, then Police Officers until all slots have been filled. The bid process shall be completed by January 15.
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The results of the bid process and the actual shift and squad assignments will be posted electronically from January 20 through January 31.
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The new assignments shall be effective on the second payroll period in February.
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Once the City has determined that selected positions shall be eliminated, the City will lay off employees in reverse order of their sworn classification seniority as defined in Article 11.1(c).
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