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MEMORANDUM OF UNDERSTANDING
2024 – 2025
CITY OF PHOENIX
AND
PHOENIX LAW ENFORCEMENT ASSOCIATION
REPRESENTING UNIT 4 EMPLOYEES
2
PREAMBLE .................................................................................................................... 4
ARTICLE 1: RIGHTS ...................................................................................................... 4
SECTION 1-1: PURPOSE/GENDER ............................................................................................................................... 4
SECTION 1-2: CITY AND DEPARTMENT RIGHTS ......................................................................................................... 4
SECTION 1-3: RIGHTS OF ASSOCIATION ..................................................................................................................... 6
SECTION 1-4: RIGHTS OF UNIT MEMBERS................................................................................................................ 11
SECTION 1-5: PROHIBITION OF STRIKE AND LOCKOUTS ........................................................................................... 20
ARTICLE 2: GRIEVANCE/ARBITRATION/LABOR MANAGEMENT .......................... 21
SECTION 2-1: GRIEVANCE PROCEDURE ................................................................................................................... 21
SECTION 2-2: LABOR-MANAGEMENT COMMITTEE .................................................................................................. 25
SECTION 2-3: RESOLVING GENERAL COMPLAINTS .................................................................................................. 25
ARTICLE 3: COMPENSATION/WAGES ...................................................................... 26
SECTION 3-1: WAGES .............................................................................................................................................. 26
SECTION 3-2: PRODUCTIVITY ENHANCEMENT PAY ................................................................................................. 27
SECTION 3-3: TRAINING PAY ................................................................................................................................... 28
SECTION 3-4: COMPENSATION FOR INTERPRETING AND TRANSLATION BY SWORN POLICE OFFICERS ..................... 29
SECTION 3-5: OVERTIME ......................................................................................................................................... 30
SECTION 3-6: COURT TIME OVERTIME .................................................................................................................... 31
SECTION 3-7: CALL-OUT PAY.................................................................................................................................. 32
SECTION 3-8: OUT-OF-RANK PAY ........................................................................................................................... 33
SECTION 3-9: SICK LEAVE CONVERSION AT RETIREMENT ....................................................................................... 34
SECTION 3-10: SICK LEAVE PAYOUT ....................................................................................................................... 35
SECTION 3-11: NIGHT SHIFT DIFFERENTIAL/WEEKEND SHIFT DIFFERENTIAL ......................................................... 35
SECTION 3-12: STAND-BY PAY................................................................................................................................ 36
SECTION 3-13: COURT TIME STANDBY PAY ............................................................................................................ 36
SECTION 3-14: OFF-DUTY EMPLOYMENT ................................................................................................................ 37
SECTION 3-15: JURY DUTY ...................................................................................................................................... 37
SECTION 3-16: DEFERRED COMPENSATION AND DEFINED CONTRIBUTION PLANS .................................................. 38
SECTION 3-17: NON-DIRECT PAYMENT OF COMPENSATION OR BENEFITS ............................................................... 38
SECTION 3-18: DRUG RECOGNITION EXPERT PREMIUM PAY ................................................................................... 38
SECTION 3-19: PHLEBOTOMIST PREMIUM PAY ........................................................................................................ 38
ARTICLE 4: HOURS OF WORK/WORKING CONDITIONS ........................................ 40
SECTION 4-1: WORK SCHEDULES ............................................................................................................................ 40
SECTION 4-2: SENIORITY ......................................................................................................................................... 42
ARTICLE 5: BENEFITS ................................................................................................ 43
SECTION 5-1: HEALTH INSURANCE .......................................................................................................................... 43
SECTION 5-2: RETIREE HEALTH INSURANCE ........................................................................................................... 44
SECTION 5-3: DENTAL INSURANCE .......................................................................................................................... 44
SECTION 5-4: LIFE INSURANCE ................................................................................................................................ 45
SECTION 5-5: LONG-TERM DISABILITY INSURANCE ................................................................................................ 45
SECTION 5-6: HOLIDAYS AND VACATION LEAVE .................................................................................................... 45
SECTION 5-7: OUT-OF-STATE VACATION RECALL ................................................................................................... 48
SECTION 5-8: MILITARY LEAVE .............................................................................................................................. 48
SECTION 5-9: UNIFORM, CLOTHING AND EQUIPMENT ALLOWANCE ........................................................................ 49
SECTION 5-10: REIMBURSEMENT FOR EDUCATION EXPENSES ................................................................................. 53
SECTION 5-11: LEAVE OF ABSENCE ......................................................................................................................... 54
SECTION 5-12: WORKERS’ COMPENSATION ............................................................................................................. 54
ARTICLE 6: MISCELLANEOUS .................................................................................. 54
SECTION 6-1: SAVING CLAUSE ................................................................................................................................ 54
SECTION 6-2: COPIES OF MEMORANDUM ................................................................................................................. 55
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SECTION 6-3: AID TO CONSTRUCTION OF PROVISIONS OF MEMORANDUM OF UNDERSTANDING ............................. 55
SECTION 6-4: CHANGES IN DEPARTMENT OPERATIONS ORDERS PURSUANT TO THIS MEMORANDUM ..................... 56
SECTION 6-5: PHYSICAL FITNESS ............................................................................................................................. 56
SECTION 6-6: TERM AND EFFECT OF MEMORANDUM .............................................................................................. 56
ATTACHMENT A .......................................................................................................... 59
ATTACHMENT B .......................................................................................................... 60
ATTACHMENT C .......................................................................................................... 61
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Preamble
WHEREAS the parties, through their designated representatives, met and conferred in
good faith pursuant to Chapter 2, Article XVII (Employer-Employee Relations), Phoenix
City Code in order to reach agreement concerning wages, hours, and working conditions
of employees in the Police Officers Unit, and
WHEREAS the parties hereby acknowledge that the provisions of this Memorandum are
not intended to abrogate the authority and responsibility of City government provided for
under the statutes of the State of Arizona or the Charter or ordinances of the City of
Phoenix except as expressly and lawfully limited herein,
NOW THEREFORE, it is agreed that this Memorandum of Understanding (hereinafter
“Memorandum”) shall be submitted to the City Council of the City of Phoenix for its
consideration.
ARTICLE 1: Rights
Section 1-1: Purpose/Gender
Wherever any words used herein in the masculine, feminine or neutral, they shall be
construed as though they were also used in another gender in all cases where they would
so apply.
Section 1-2: City and Department Rights
A.
The Association recognizes that the City and the Police Chief retain, whether
exercised or not, solely and exclusively, all express and inherent rights and
authority pursuant to law with respect to determining the level of and the manner
in which the City’s law enforcement activities are conducted, managed, and
administered, and the Association recognizes the exclusive right of Police Chief to
establish and maintain departmental rules and procedures for the administration
of the Police Department during the term of this Memorandum provided that such
rules and procedures do not violate any of the specific express provisions of this
Memorandum.
B.
The City and Police Chief have the exclusive right and authority to schedule work
and/or overtime work as required in the manner most advantageous to the City.
C.
It is understood by the parties that every incidental duty connected with operations
enumerated in job descriptions is not always specifically described; nevertheless,
it is intended that all such duties shall be performed by the employee.
D.
The Police Chief and City Manager reserve the right to discipline or discharge
employees for just cause, defined as follows, pursuant to the Civil Service laws.
The City reserves the right to lay off personnel of the Department.
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1. The employer informed the law enforcement officer of the possible disciplinary
action resulting from the officer's conduct through agency manuals, employee
handbooks, the employer's rules and regulations, or other communications to
the officer or the conduct was such that the officer should have reasonably
known disciplinary action could occur.
2. The disciplinary action is reasonably related to the standards of conduct for a
professional law enforcement officer, the mission of the agency, the orderly,
efficient or safe operation of the agency, or the officer's fitness for duty.
3. The discipline is supported by a preponderance of evidence that the conduct
occurred.
4. The discipline is not excessive and is reasonably related to the seriousness of
the offense and the officer's service record.
E.
The City and the Police Chief shall determine assignments and establish methods
and processes by which assignments are performed. This is not grievable under
the MOU.
F.
The City and Police Chief shall have the right to transfer employees within the
Police Department in a manner most advantageous to the City. This is not
grievable under the MOU.
G.
Except as otherwise specifically provided in this Memorandum, the City and the
Police Chief retain unqualifiedly all rights and authority to which by law they are
entitled.
H.
The City shall have the authority without prior meeting and conferring to effect
reorganizations of the Police Department.
I.
The Association recognizes that the City has statutory and Charter rights and
obligations in contracting for matters relating to municipal operations.
J.
The Association pledges cooperation to the increasing of departmental efficiency
and effectiveness. Any and all rights concerning the management, organization,
and direction of the Police Department and the police force, including those set
forth in this Memorandum, shall be exclusively the right of the City and the Police
Chief unless otherwise provided by the express terms of this Memorandum as
permitted by law.
K.
The inherent and express rights of the City and the Police Chief, including those
herein specifically referred to, which are not expressly modified or restricted by a
specific provision of this Memorandum, are not in any way, directly or indirectly,
subject to the Grievance Procedure herein.
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Section 1-3: Rights of Association
A.
The Association, as the authorized representative, has the exclusive right to serve
as the meet and confer representative of all employees in the Police Officers Unit
as described in the City Code.
Under no circumstance shall the department create or request unit members to
sign or agree to individual employment contracts without mutual agreement with
the Association. Unit members will still be required to sign for receipt of materials.
B.
Union Release:
The Phoenix community benefits from harmonious and cooperative relationships
between the City and its employees. The City and the Association have negotiated
six full-time release positions, and release hours, as an efficient and readily
available point of contact for addressing labor-management concerns. Examples
of work performed by the release positions in support of the City include ensuring
representation for unit employees during administrative investigations and
grievance/disciplinary appeal meetings with management; participating in
collaborative labor-management initiatives that benefit the City and the unit
members; serving on Police Department task forces and committees; facilitating
effective communication between City and Department management and unit
employees; assisting unit members in understanding and following work rules; and
administering the provisions of the Memorandum of Understanding. The cost to
the City for these release positions, including all benefits, has been charged as
part of the total compensation contained in this agreement in lieu of wages and
benefits.
1. Full-Time Release Positions:
a. The 6 full time release positions shall be sworn, full time, paid police officers
of the Phoenix Police Department, who will at all times remain qualified to
perform such duties as are normally expected and required of a municipal
police officer in the City of Phoenix, Arizona. These 6 full time release
positions will receive their regular salary including fringe benefits, and the
employer shall make all employer contributions to the Public Safety
Personnel Retirement System required by law so as to maintain their full
eligibility under the Public Safety Personnel Retirement System.
b. The 6 full time release positions shall participate in all appropriate training
requirements necessary to maintain membership in the department,
including all training mandated by the Arizona Peace Officers Standards
and Training Board (AZ POST).
c. The 6 full time release positions agree to be bound by the City’s and the
Police Department’s rules, regulations, and operations orders, including but
not limited to proper notification when utilizing sick or vacation leave. The
full time release employees may be subject to disciplinary action for
violations of any such rules, regulations, general or operations orders.
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d. The 6 full time release positions may work supplemental overtime shifts
consistent with the processes and policies set in place by the Phoenix
Police Department for all sworn police officers. Employees will submit all
overtime slips to their current supervisor to ensure that overtime is being
used appropriately.
2. Association Representatives:
The Association may designate up to 42 representatives and shall notify the
Police Chief and Labor Relations in writing of such designations as they occur.
There shall be no obligation on the City to change or adjust normal
departmental scheduling or assignments of personnel as a result of such
designations or as changes occur.
Every quarter, PLEA will provide a list of stewards that will be posted.
a. Up to two PLEA representatives may, when the Association is designated
by the unit member as his representative, attend mutually scheduled
grievance meetings, Use of Force Boards, Disciplinary Review Boards, IRP
Meetings, and hearings with department representatives and hearings
scheduled and conducted by the Civil Service Board without loss of pay or
benefits. Up to two PLEA representatives may attend hearings with the
department representative if more than one department representative is in
attendance. Paid release time used for any other purposes, such as
gathering information, interviewing the grievant/appellant or witnesses, or
preparing a presentation shall be charged against the bank of release hours
as described in Section 1-3 D. PLEA representatives are required to obtain
the permission of their non-unit supervisor to absent themselves from their
duties to attend scheduled meetings and provide representation.
b. When new work units, precinct(s)/bureau(s) are created, the Association
may designate up to 1 additional representative per bureau and up to 3
additional representatives per precinct. The increased number will be
consistent with current practice and will be based solely on the addition of
new work unit(s). Any deviation from the above will be discussed at a Labor-
Management meeting.
3. Bank of Release Hours:
A bank of 1,859 hours of paid Association release time shall be created per
M.O.U. year for use by the Association to engage in legitimate Association
business. PLEA will utilize best efforts to provide advanced notice of the use of
these hours to Labor Relations so the affected chain of commands can be
notified. In all instances, PLEA will provide Labor Relations with notice of hours
used. The cost to the City for these release hours, including fringe, has been
charged as part of the total compensation contained in this agreement in lieu
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of wages and benefits. Examples of how these hours are used by the
Association include:
a. For Executive Board members to attend meetings of the Executive Board,
meetings of the general membership, and for preparation for negotiations
pursuant to Chapter 2, Article XVII (Employer-Employee Relations),
Phoenix City Code.
b. For unit members to attend seminars, meetings, training classes and
conferences so that representatives better understand issues such as City
policies and practices, conflict resolution, labor-management partnerships,
and methods of effective representation.
c. For Association representatives to communicate with members, investigate
grievances or prepare for hearings. A PLEA representative wishing to enter
a work area for the purpose of investigating a formal grievance must first
gain the permission of the work area supervisor. This permission will not be
unreasonably withheld, giving proper consideration to essential work of the
department and the occupational safety of the PLEA representative. When
requesting a meeting with the work unit/site supervisor, the PLEA
representative will inform the supervisor of the purpose of the meeting.
PLEA representatives will attempt to schedule an appointment in advance
whenever possible. One additional PLEA representative may be allowed to
attend such meetings for training purposes.
Approval for use of paid release time hereunder shall be subject to
Departmental operational and scheduling factors. When using such paid
time, Association representatives and members of the Executive Board
shall give at least 24 hours written notice in advance.
In recognition of the mutual benefit to both the City and the Association, a
unit member using Association release time as defined by Articles in this
MOU to conduct Association business shall be accorded all insurance-
related benefits. Approval of claims made for benefits will be determined on
a case by case basis.
Any hours used in excess of the bank must be approved by the Police Chief,
the Labor Relations Administrator, and the PLEA president. The number of
hours used in excess of the bank at the end of the contract term will be
deducted from the bank at the start of the first year of the following contract.
Unused hours will be carried over into the first year of the next contract.
C.
The president may appoint a legislative representative for the Association if the
legislative representative is registered with the Secretary of State as a lobbyist and
if the legislative representative has agreed to work with and assist the city’s
legislative lobbyist. The legislative representative shall receive 500 hours of
release time per MOU year.
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D.
A member of the Executive Board of the Association, or a designated PLEA
representative, will, with the approval of the Police Chief or his designee, subject
to 24 hours written notice in advance, be authorized to engage in Association
related activities during City work hours on a non-paid basis. Approval for such
authorization for more than 2 Executive Officers or Board members of the
Association or designated shift representatives is subject to 48 hours written notice
in advance. Approval for use of unpaid time hereunder shall be subject to
Department operational and scheduling factors and administration control as to
usage of such time, but shall not be arbitrarily withheld. There shall be no use of
official paid time for Association related activities under this paragraph.
E.
Upon the Association’s filing of a Third Party Data Sharing Agreement with the
Labor Relations Division, during the term of this Memorandum, upon request, the
City shall furnish to the Association bimonthly at no cost a listing of all unit
members, indicating name, mailing address, phone number and assignment. The
City will also provide a monthly list of employees added that month to Unit 4.
F.
The City shall deduct monthly from the pay warrants of Association members the
regular periodic Association membership dues and/or special assessments in
accordance with Chapter 2, Article XVII (Employer-Employee Relations), Phoenix
City Code and pursuant to the City’s existing dues deduction authorization form
duly completed and signed by the Association member, and transmit such
deductions to the Association on a monthly basis; except, however, that such
deduction shall be made only when an Association member’s earnings for a pay
period are sufficient after other legally required deductions are made. The City
shall, at the request of the Association, make changes in the amount of the
deduction hereunder during the term of this Memorandum at cost for implementing
such change. The City shall not make dues deductions for unit members on behalf
of any other employee organization as defined in Chapter 2, Article XVII
(Employer-Employee Relations), Phoenix City Code during the term of this
Memorandum. The City assumes no liability on account of any action taken
pursuant to this paragraph.
G.
The Association is authorized to use mutually agreed upon non-work areas in City
facilities for pick-up by or distribution to unit members of official Association
literature that is not political in nature, abusive of any person or organization, or
disruptive of the department’s operations, it being understood and agreed,
however, that such activity shall not be done during the on-duty time of any unit
member. The Association may, using its own resources, use the mailboxes at work
locations to communicate with unit members. The association may use Inter-
departmental mail to communicate with unit members on two occasions a year.
H.
The Association and the Department will jointly present a 4-hour Employee
Wellness course to recruits who are expected to become sworn police officers.
Immediately following, the Association will be allowed 1 hour to talk to and possibly
sign newly sworn police officers into the Association and to explain the rights and
benefits under the MOU. This time will be allotted prior to reporting for the first
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patrol training shift at the offices of the Association. The content of such information
shall not be political in nature, abusive of any person or the Department or
disruptive of the Department’s operation. Curriculum will be jointly approved with
the Training Bureau Division Chief.
I.
It is understood by the parties that the benefits granted by this Article shall not be
interpreted or applied as requiring the employer to count as time worked, any hours
or fractions of hours spent outside the unit member’s work shift in pursuit of
benefits provided by this Article. The employer shall count as time worked any
hours or fractions of hours spent within the unit member’s regular work shift in
pursuit of benefits provided by this Article.
J.
Any unit representative attending any IRP, DRB, UFB, DAC, or any other review
board will be allowed to adjust their work schedule by an equal amount of time
spent in the meeting. The adjustment will require the approval of the
representative’s supervisor with operational consideration. Approval will not be
unreasonably withheld.
K.
In the interest of encouraging continuing education for unit members, the
department will mail to the Association president the AZ POST calendar and all
other job related seminar notices it receives.
L.
The Association will have 2 PLEA positions, designated in writing, on continuous
paid stand-by for the mutual benefit of both the City and the Association to respond
to critical incidents as needed. No member will be placed on stand-by if the
member is not available for call-out. If call-out occurs, overtime will be paid in
accordance with Article 3, Section 3.2.
M.
Upon written request from the Association, the City will provide specific information
pertinent to a written grievance, arbitration case, or Civil Service appeal. The City
will also provide pertinent collective bargaining information. This material will be
supplied to the Association at no cost.
N.
To improve communication and relationships between labor and management, the
Association will be allowed an opportunity to attend one mutually agreed upon
briefing quarterly with each squad to discuss Association business and issues of
mutual concern to labor and management. PLEA will utilize best efforts to provide
advance notice of meeting.
O.
The City values and benefits from the participation of Union leaders on citywide
task forces and committees, Police Department task forces and committees, Labor
–Management work groups, and a variety of Health and Safety committees. These
activities take time away from expected tasks such as representation and
communicating with the membership and may occur outside the regular work day
of the Union officials. The full-time release positions agree to participate in these
important committees and task forces. In recognition of this commitment, the City
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agrees to provide a 960 hour bank of compensation for use by the full-time release
positions each MOU year.
P.
Unit members who are not Association members at the beginning of the last pay
period in June of each year will receive 3.5 hours of vacation time, in addition to
their normal annual accruals, credited to their vacation leave bank on the second
paycheck in August of that same year. Unit members who are not Association
members at the beginning of the last pay period in December of each year will
receive 3.5 hours of vacation time in addition to their normal annual accruals,
credited to their vacation leave bank on the second paycheck in February of the
following year.
The number of hours distributed to Unit members who are not Association
members will be deducted from the leave banks described in Section 1-3,
beginning with the Section 1-3(C) leave bank, then the Section 1-3(B)(3) leave
bank, and then the Section 1-3(O) leave bank. If there are not enough hours in
the leave banks to refund the hours to Unit members who are not Association
members, the Association will reduce the number of full-time release positions for
the remainder of the six-month period. The value of each reduced full-time
release position will be converted to hours and credited to the Section 1-3(B)(3)
leave bank.
The City will provide Unit members who are not members of the Association “opt
in” forms, to be approved by the Association, allowing them to donate vacation
leave to be deposited into the Section 1-3(B)(3) leave bank. At any time during
the term of this MOU, any Unit member may request this “opt in” form in order to
donate vacation time in the manner above-described.
Q.
As the certified unit 4 bargaining unit, the Association will be notified electronically
of Use of Force Boards and Disciplinary Review Boards at the time of scheduling.
Section 1-4: Rights of Unit Members
A.
A unit member has the right to have the Association serve as their meet and confer
representative as set forth in Chapter 2, Article XVII (Employer-Employee
Relations), Phoenix City Code.
B.
A unit member has the right to be represented by the Association in dealings with
the City concerning grievances and matters pertaining to their individual
employment rights and obligations.
1. If a unit member requests, representation will be allowed when the member is
the subject of an administrative investigation by Professional Standards
Bureau, any Police Department supervisor, or other City employee who is
conducting an investigatory interview. The City will notify the Association who
will obtain the most readily available unit Association representative, who must
be a bargaining unit member. The unit representative will make every
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reasonable attempt to arrive within one hour from the time a phone is made
available to the unit member. Management will make a concerted attempt to
release the association representative giving the consideration of the
departments’ and the associations’ scheduling concerns. The unit Association
representative may make a request for a caucus prior to, during, or after the
interview to bring to the investigator's attention issues which may be violations
of the MOU as set forth in this Memorandum or questions outside the scope of
the N.O.I. Prior to the conclusion of the meeting, the member, or representative
on behalf of the employee, will have the opportunity to make a closing
statement.
The Union representative may assist and consult with the employee, attempt
to clarify the facts or questions asked, and suggest other employees or
witnesses who may have knowledge of the underlying issues. The Union
representative may not turn the meeting into an adversarial proceeding, unduly
disrupt the interview, interfere with the objective of the examination, or
compromise the integrity of the interview. The Union representative may not
interrupt the employee’s response to a question, speak on behalf of the
employee, or prevent the employee from responding to a question. The Union
representative also may not behave in a violent, verbally abusive, insulting, or
demeaning manner toward the interviewer.
During the interview, the interviewer may insist that they are only interested in
hearing the employee’s own account of the matter under investigation at that
time. The interviewer may not prohibit the Union representative from engaging
in meaningful representation, including assisting and consulting with the
employee.
2. The interview session shall be a reasonable period of time, taking into
consideration the gravity and complexity of the misconduct being investigated.
3. Prior to conducting an administrative interview, the City/Department will
consider the necessity of interviewing a Unit Member who is impaired by
alcohol or drugs. If the City/Department deems an immediate administrative
interview is not necessary, it will/may be scheduled at a later time.
4. At the time of the scheduled interview by Professional Standards Bureau, a
Police Department Supervisor, or other City Employee, the investigator will
provide the unit member and / or their representative written notices of
investigation informing the officer of the alleged facts that are the basis of the
investigation and all relevant and readily available materials, including
complaints (except for complaints that are filed with the employer and that
include allegations of unlawful discrimination, harassment or retaliation or
complaints that involve matters under the jurisdiction of the United States equal
employment opportunity commission). Material format may include video,
audio, reports, photographs, documents, and other materials in accordance
with A.R.S § 38-1104(A)(2) in effect during the term of this agreement. Upon
the request of either party, the parties shall meet and confer the impact of any
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changes to the provisions of A.R.S § 38-1104(A)(2) during the term of this
agreement. All materials will be made available to the unit member and/or their
representative in the draft investigation prior to the investigative review process
(IRP).
For investigations related to critical incidents such as officer involved shootings,
in-custody deaths, and/or police contract that result in serious physical injury or
death, Body Worn Camera (BWC) video will be made available to a unit
member prior to their administrative (PSB) interview if the unit member first
completes the criminal interview process with criminal investigators. The
parties understand that there are inherent limitations to BWCs and memory.
They also recognize that the inability to review BWC video can impact reporting
accuracy.
During the course of the administrative investigation, the investigator will not
knowingly misrepresent any fact or material issue to the unit member.
Prior to interviewing an involved employee, an Internal Investigation Material
List form documenting what materials, the investigating supervisor or PSB
investigator provided to the involved employee will be completed.
5. A unit member under investigation, and the association, will be notified in
writing every 3 months as to the current status of the investigation. This will
include a brief description of the number of known witnesses still to be
interviewed and other investigative processes remaining to be completed, as
well as an estimated date of completion.
6. When a draft investigation is provided to a Unit member, it will contain an
explanation of the member’s right to review the investigation within the time
period provided in Ops Order 3.19 before signing the investigative review
control form.
7. If changes are made to an investigation after an IRP, the unit member and
representative will be provided with a revised draft of the investigation. The
unit member will have up to 5 business days to review the revised draft, and
may attach a rebuttal, before signing an IRC form.
8. If new information is added, outside what was discussed during the IRP, to the
draft investigation, the member reserves the right to have an additional IRP to
discuss the new information. The additional IRP will only be afforded to
specifically discuss the added information, not to revisit items already
discussed in the initial IRP. The additional IRP will be scheduled and
completed within 7 calendar days, unless mutually agreed upon in writing prior
to the deadline.
9. As the certified bargaining unit for all unit 4 members, all finalized investigations
will be provided to the Association monthly.
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C.
A unit member has the right to present their own grievance, in person or by legal
counsel.
D.
Unit members are entitled to representation if an overall "Not Met" performance
evaluation is appealed and is at the Executive Level (Assistant Chief or Chief) or
when management has more than one representative at the meeting to discuss
the appeal of the performance evaluation.
E.
1. A unit member covered hereunder shall, on their request and by appointment,
be permitted to examine their departmental or divisional personnel file, in the
presence of an appropriate supervisory official of the Department. The unit
member may be accompanied by another person of their choosing. When a
city directed work fitness/job performance medical evaluation process is
completed, the city agrees to give the city doctor a release to give the
information to the requesting employee.
2. No unit member shall have any adverse comments entered into their
departmental or divisional personnel file without the member being informed by
a supervisor. If the unit member requests, they may receive a copy of the
adverse comment.
3. A unit member may, at their discretion, attach rebuttal statements to any
material contained in their departmental or divisional personnel file which may
be adverse in nature.
4. Discipline older than 5 years from the date of issuance will not be considered
for progressive discipline or promotion/transfer purposes except for the
following types of discipline, which may be considered for the duration of
employment (and upon the employee's return to employment, if applicable):
Final sustained discipline of suspension or higher of the following;
•
The employee has been abusive or threatening in attitude, language, or
conduct towards fellow employees;
•
The employee has solicited or taken for personal use a fee, gift or favor in
the course of the assigned work or in connection with it, which would lead
toward favoritism or the appearance of favoritism or a conflict of interest;
•
The employee has intentionally falsified records or documents made, kept,
or maintained for or on behalf of the City of Phoenix;
•
The employee has stolen or is in unauthorized possession of City property
or the property of another employee or citizen;
•
The employee is under the influence of alcohol or illegal drugs on the job;
•
The employee has violated City of Phoenix anti-harassment or anti-
discrimination policies;
•
The employee committed a violation of the City's Ethics Policy;
•
The employee committed an act of dishonesty;
•
The employee committed an act meeting the elements of a felony; or
15
•
The employee has committed a Class 3 violation of use of force.
5. A Supervisory Counseling is a documented warning presented to the employee
for signature. The effective date for any applicable appeal will start from the
date that the employee signs the Counseling.
6. Once a unit member has been disciplined, no further disciplinary action may be
imposed for the same specific allegation during the same incident of
misconduct. If a unit member has received a coaching for the same incident, it
may be considered as a mitigating factor in the final determination of discipline.
A unit member may be subjected to additional discipline if further investigation
reveals additional allegations arising from the same incident.
F.
A unit member and Association Representative shall have the right to appear
before the departmental Disciplinary Review Board when disciplinary matters are
brought before the Board involving the unit member.
1. The purpose of such appearance is to give the unit member an opportunity to
respond to the assertions made against them.
2. The Department shall notify the unit member 10 calendar days prior to such
opportunity to respond to the Board. The notification shall contain the date,
time, violation(s) and basis of each violation that has been sustained. In
addition, the unit member, if they choose, may meet with their immediate
supervisor along with the second level supervisor or the unit member’s
Bureau/Precinct Commander for the purpose of discussing the basis of each
violation to be reviewed by the DRB. If the immediate supervisor conducted the
investigation, the unit member, if they choose, may meet with the next
supervisor in their chain of command. Such request shall be made in writing to
the unit member’s immediate supervisor. Also, the unit member, if they choose,
may be accompanied by an Association representative at either meeting.
a. At the IRP meeting, the unit member shall be afforded a reasonable
opportunity to review the written investigation. Realizing that in some cases
there may be information that would be detrimental to the department’s
ability to conduct misconduct investigations, that information may be
deleted. However, all other information will be available for review.
3. The unit member under investigation may request a copy of the DRB
information at no cost. The DRB information will be made available to the unit
member or their representative at the same time the unit member is served with
the DRB notice. Any written or electronic material to be presented by the
employee or their representative to the DRB shall also be given to the
department in a reasonable time. The information will be supplied electronically
if possible; if not, it will be supplied in written form. In addition, the department
will supply any audio/video tapes and computer graphics which have been
produced.
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4. The unit member may, at their discretion, appear before the Board with an
Association representative of their choosing and may state the reasons why
the proposed action is unjustified. The unit member and their representative
may passively observe all presentations made to the board and all responses
made to questions by board members. The unit member and non-board
members will be excluded from the room during board deliberations.
5. The HR Representative of the DRB shall provide the Union Representative
verbally with a breakdown of the vote count. Individual board member votes
will not be disclosed and all communications between the HR representative
and the Union Representative shall be treated as confidential. Information
provided to the Union Representative shall not be admissible or used in Civil
Service Hearing.
6. The unit member may submit relevant written matter in support of their position.
7. If the unit member requests, representation will be allowed, consistent with
Article 1, Section 1-4(B)(1) of this Memorandum, during Use Of Force Board
(UFB) hearings. A unit Association representative will be allowed to observe all
presentations made to the Board and all responses to questions by Board
members.
a. At least 10 days prior to the convening of the UFB the unit member will be
provided at no cost with a copy of all documentation concerning their
involvement in the matter under investigation that is made available to the
UFB Board members.
b. At the conclusion of the UFB, the Board Chair will verbally advise the unit
member and representative of policies violated that support the
recommendation. The unit member and representative will also be provided
a copy of the UFB recommendation submitted to the Chief within 3 business
days.
c. The Association has the right to meet with the Police Chief, or designee,
within 7 business days of the board’s decision, as scheduled by the Police
Chief’s office, to discuss an “out of policy” recommendation by the UFB
before a final decision is rendered.
8. A unit member will be provided written notice of a Loudermill hearing at least 5
working days before the scheduled hearing along with copies of all supporting
documentation. This is to ensure the member will have a meaningful
opportunity to prepare for the hearing. The unit member may submit written
information for the Chief’s consideration in advance of the hearing. At the
hearing, the unit member may present any information the member deems
relevant, including one character witness to provide a statement. The witness
will not read written statements submitted by others.
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a. The timeline for written notice of a Loudermill hearing resulting from an
arrest for a felony crime under color of authority will be at the discretion of
the Police Chief.
9. In recognition of the mutual benefit to both the city and the unit member,
suspensions MAY BE served under the following time limits, at the unit
member’s option. Unit members may serve suspensions of more than 40
hours on an alternating weekly schedule. The city retains the option to deviate
from this provision for suspensions involving sexual harassment, violence in
the work place, felonies, and drugs/alcohol.
G.
A unit member under investigation by Professional Standards Bureau or a Police
Department supervisor for a disciplinary matter that may lead to a written
reprimand, suspension, demotion, or discharge, and who is interviewed or
interrogated, or requested to produce any documentation, shall be given a written
Notice Of Investigation (Form 80-58DB) informing them of the specific nature of
the investigation, their status in the investigation, and all known allegations of
misconduct involved in the interview of the unit member. In addition, the unit
member and/or the Police Department supervisor/Professional Standard Bureau
representative may mechanically record such interview/interrogation. Should any
mechanical recordings take place, the department reserves the right to transcribe
any such interview/interrogation for the purpose of verifying the accuracy of the
interview/interrogation and, if requested, the unit member shall sign the
transcription if it is accurate. In the event that the investigator intends to segment
the interview or the interrogation, the NOI will inform the member of the specific
nature and all known allegations pertaining to the portion or portions of the
investigation being covered by the segmented Notice of Investigation.
1. A copy of the signed and dated Notice of Investigation will be given to the unit
member prior to the beginning of the interview. The unit member shall have the
right to retain the NOI for their use throughout the entire course of the interview.
2. The unit member will be provided a copy of all the interview/interrogation in
digital media format.
3. If any unit member is told not to speak to anyone regarding an investigation,
this admonition does not apply to speaking with an attorney functioning within
the attorney-client relationship. In addition, if an accused unit member is told
not to speak to anyone regarding an investigation, this admonition does not
apply to speaking with an Association representative, who may discuss the
matter only with the grievance chairman/Association president or their
designated representative. Once the investigation is completed, any unit
member may speak with an Association representative regarding the incident.
When the investigation is completed, the accused unit member will be notified
in writing of the findings. A unit member under internal or administrative
investigation may be reassigned (may include reassignment to their home),
until the completion of the investigation.
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4. If during the course of the above mentioned investigation, information is learned
concerning additional misconduct on the part of the unit member being
interviewed, an NOI will be issued to the unit member prior to the unit member
being questioned about the additional misconduct information.
5. Investigations alleging serious misconduct and/or issues of veracity will be
investigated by Professional Standards Bureau (PSB) or other appropriate City
entity.
6. Notification regarding the general nature of a Professional Standards Bureau
(PSB) interview at the time of scheduling will be left at the discretion of the PSB
Commander.
7. If any additional NOI’s are served during the course of a misconduct interview
where a PLEA representative is not present (has not been requested), a break
in the interview of up to 1 hour will be granted (if requested) for the employee
to obtain a PLEA representative.
8. The unit member or the unit member’s representative may make a request to
the Chief, or their designee, in unusual circumstances such as a unit member’s
extended duty or hospitalization, to delay the PSB interview for up to 24 hours
after a critical incident.
9. A unit member will not be terminated for the sole reason of having been served
with an order of protection or injunction against harassment unless that court
order precludes the officer from performing their essential functions, including
but not limited to carrying a firearm; until appeal processes have been
exhausted.
H.
It is understood by the parties that the benefits granted by this Article, shall not be
interpreted or applied as requiring the employer to count as time worked, any hours
or fractions of hours spent outside the unit member’s work shift in pursuit of
benefits provided by this Article. The employer shall count as time worked any
hours or fractions of hours spent within the unit member’s regular work shift in
pursuit of benefits provided by this Article.
I.
The affected employee attending any IRP, DRB, UFB, DAC, Grievance meeting,
Civil Service Appeal, or any other review board while off duty shall be allowed to
adjust their work schedule by an equal amount of time spent in the meeting. The
adjustment will require the approval of the unit member’s supervisor, with
operational considerations. Approval will not be unreasonably withheld.
J.
After a separation notice has been signed by the appropriate authorities, and if the
unit member is given the opportunity to resign, the unit member will have 3 hours
to consult with an Association representative.
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K.
A unit member who receives a written reprimand will be provided a copy of the
official documentation, if any, supporting the written reprimand at the time the unit
member receives the reprimand.
L.
If the Driving Analysis Committee sends a case to the DRB for review, the unit
member will receive a copy of the facts supporting the DAC position upon request.
Prior to the DAC review, unless the unit member declines, an IRP will be completed
with the unit member’s commander.
M.
In accordance with the terms outlined in Section 1-4.E.4, a unit member seeking
an "at request" transfer will only have discipline of a relevant nature considered in
the determination of the transfer using the following prescribed time frames. The
class will be determined by the finalized PSB investigation.
Written Reprimands:
12 months from date of NOI
Class I Discipline:
12 months from date of NOI
Class II Discipline:
18 months from date of NOI
Class III Discipline:
24 months from date of NOI
N.
If an employee is not given their performance evaluation by the annual review date,
the employee may request the merit increase in writing by sending a memorandum
directly to the Human Resources Officer in the Fiscal Management Bureau. If the
performance evaluation is an overall “met,” the request will be processed within 21
calendar days of submittal and will be retroactive to the performance evaluation
annual review date.
O.
Unit members will not be excluded from applying and/or competing in a transfer
process based solely on a pending investigation. The investigation is no longer
considered “pending” once the NOF has been served to the member. However,
the transfer process will not be delayed pending the conclusion of the related
investigation. If a unit member is passed over for transfer based on the pending
investigation, he/she may be eligible for the next available opening depending
upon the outcome of the investigation.
P.
An association member, or the association at the request of the member, may
request the opportunity to discuss a good-of-the-department transfer decision with
the member's Division Commander. The Division Commander will make
him/herself available, but the transfer action will not be delayed based on this
provision. This provision does not apply to transfers made to adjust staffing levels,
reduce staff in a specific area or other similar operational need.
Q.
A unit member or their representative may request the opportunity to discuss and
review a transfer that is the subject of a grievance with the Chief or their designee.
The Chief or their designee shall make themselves available to discuss, but the
transfer action will not be delayed based on this provision. The transfer action
could be delayed or reversed at the discretion of the Chief or their designee. (This
paragraph does not apply to at-request transfers or transfers based on a selection
process).
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R.
If the City overpays a unit member for any reason, the money will be recovered at
the same rate at which it was paid unless total amount is less than $250.00, at
which the entire amount may be recovered in one lump sum.
S.
Progressive Discipline time periods will be based on date of the NOI.
Section 1-5: Prohibition of Strike and Lockouts
A.
The Association and the unit members covered by this Memorandum recognize
and agree that rendering of police services to the community cannot under any
circumstances or conditions be withheld, interrupted, or discontinued, and to do so
would endanger the health, safety and welfare of the citizens of the City of Phoenix.
B.
The Association pledges to maintain unimpaired municipal services as directed by
the City. Neither the Association, nor any unit member, for any reason, will
authorize, institute, aid, condone or engage in a slowdown, work stoppage, strike,
or any other interference with the work and statutory functions and obligations of
the City or the Department. During the term of this Memorandum neither the City
nor its agents for any reason shall authorize, institute, aid or promote any lockout
of unit members covered by this Memorandum.
C.
Should any unit member during the term of this Memorandum, and until such time
that it is expressly and legally rescinded, breach the obligations of Section 1-5B,
the City Manager or his designee shall immediately notify the Association that a
prohibited action is in progress.
D.
The Association shall forthwith, through its executive officers and other authorized
representatives, disavow said strike or other prohibited action, and shall notify in
writing all Association members and representatives of their obligation and
responsibility for maintaining compliance with this Article, including their
responsibility to remain at work during any interruption which may be caused or
initiated by others. Copies of such notification shall be delivered to the office of the
City Manager. In addition, the Association shall order all unit members violating
this Article to immediately return to work and cease the strike or other prohibited
activity. Such order shall be delivered both orally and in writing to all unit members
violating this Article with copies of the written order to be delivered to the office of
the City Manager.
E.
Penalties or sanctions the City may assess against a unit member who violates
this Section shall include, but not be limited to:
1. Discipline up to and including discharge.
2. Loss of all compensation and benefits, including seniority, during the period of
such prohibited activity.
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F.
Should the Association during the term of this Memorandum and until such time
that it is expressly and legally rescinded, breach its obligations under this Section,
it is agreed that all penalties set forth in Chapter 2, Article XVII (Employer-
Employee Relations), Phoenix City Code, shall be imposed on the Association, in
addition to any other legal and administrative remedies available to the City that in
its discretion it may elect to pursue.
G.
Nothing contained herein shall preclude the City from obtaining judicial restraint or
from seeking damages from the Association, in the event of a violation of this
Section.
ARTICLE 2: Grievance/Arbitration/Labor Management
Section 2-1: Grievance Procedure
It is understood by the parties that the benefits granted by this Article shall not be
interpreted or applied as requiring the employer to count as time worked, any hours or
fractions of hours spent outside the employee's work shift in pursuit of benefits provided
by this Article. The employer shall count as time worked any hours or fractions of hours
spent within the employee's regular work shift in pursuit of benefits provided by this
Article.
A.
Informal Resolution
1. As a matter of good labor-management relations, unit members who believe
that they have a bona fide grievance will discuss and attempt to resolve it with
the appropriate lowest level of supervision.
2. If the above informal discussion is held and does not resolve the grievance, the
unit member may file a formal grievance in accordance with the following
procedure.
B.
Definition of Grievance
1. A grievance is a written allegation by a unit member, submitted as herein
specified, claiming violation(s) regarding the specific express terms of this
Memorandum for which there is no other specific and formal method of review.
However, disputes specifically excluded in other Articles of this Agreement from
the Grievance and Arbitration procedure shall not be construed as within the
definition set forth above and shall not be handled in accordance with this
procedure. It is agreed that such excluded disputes are not grievable or
arbitrable under the terms of this Article or under this contract.
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2. The City continues to retain the format used for grievances, including forms,
technology, etc.
3. A grievance which does not meet the requirements set forth in this Article shall
be null and void, and will not be processed in accordance with this procedure.
4. The City is not under any obligation to accept grievances where the City
Manager has previously decided on the same fact pattern.
C.
Procedure
All grievances covered by this Article shall be handled exclusively in the following
manner:
A grievance must be reduced to writing, citing the specific Article and Section of
this Memorandum alleged to have been violated.
1. Step 1
The unit member shall reduce the grievance to writing by signing and
completing the grievance form provided by the City and submit it to the
Commander/Administrator, or designee, within 14 calendar days of the initial
commencement of the occurrence being grieved.
The Commander/Administrator, or designee, may investigate, further consider,
and discuss the grievance with the grievant and the grievant's representative,
if any, as deemed appropriate, and shall, within 14 calendar days of having
received the written grievance, submit a response thereto in writing to the
grievant. The parties by written mutual agreement may move the grievance to
Step 2 of the grievance procedure.
2. Step 2
If the written response of the Step 1 does not result in a resolution of the
grievance, the grievant may appeal the grievance by signing and completing
the City form and presenting it to the division head, or designee within 14
calendar days of the grievant's receipt of the Step 1 response.
The division head, or designee, may further consider and discuss the grievance
with the grievant and the grievant's representative, if any, as deemed
appropriate, and shall, within 14 calendar days of having received the written
grievance, submit a response thereto in writing to the grievant. The parties by
written agreement may move the grievance to Step 3 of the grievance
procedure.
3. Step 2.5
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After the Step 2 response, but prior to review by the Grievance Committee, the
parties involved may mutually agree to submit the grievance to Labor Relations.
The grievance, as originally written and Step 1 and Step 2 responses, must be
submitted to Labor Relations within 14 calendar days of receipt of the Step 2
response. Labor Relations shall, within 14 calendar days of the receipt of the
grievance, meet with the department head, or designee, and the grievant and
the grievant's representative, if any, in an attempt to resolve the grievance.
Labor Relations shall then submit a written response to all parties within 14
calendar days of the meeting.
4. Step 3
a. If the written response of the Step 2 (or 2.5 if applicable) does not result in
a resolution of the grievance, the grievant may, within 14 calendar days of
the Step 2 response, appeal the grievance by signing and completing the
City form and presenting it to Labor Relations. A Grievance Committee
hearing will be scheduled at which the grievant shall be afforded the
opportunity to fully present his position and to be represented.
The Grievance Committee shall be composed of:
Chairman – A member of the City Manager’s Office designated by the
City Manager.
Member – A City department head on a rotating schedule.
Member – The President of another union, other than the Grievant’s,
representing employees with the City of Phoenix.
The
Grievance
Committee
shall
submit
findings
and
advisory
recommendation(s) to the City Manager. The City Manager shall make the
final determination of the grievance and submit it in writing to the grievant
and his designated representative.
b. If the grievant so elects in writing within the above time limit, in lieu of such
hearing the grievance may be reviewed by an arbitrator. The parties, or
their designated representatives, shall agree on an arbitrator, and if they
are unable to agree on an arbitrator within a reasonable time, either party
may request the Federal Mediation and Conciliation Service to submit to
them a list of 7 arbitrators who have had experience in the public sector.
The parties shall, within 7 calendar days of the receipt of said list, select the
arbitrator by alternately striking names from said list until one name
remains. Such person shall then become the arbitrator. The arbitrator so
selected shall hold a hearing as expeditiously as possible at a time and
place convenient to the parties, and shall be bound by the following:
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i. The arbitrator shall be bound by the language of this Memorandum and
departmental rules and regulations consistent therewith in considering
any issue properly before him/her.
ii. The arbitrator shall expressly confine him/herself to the precise issues
submitted to him/her and shall have no authority to consider any other
issue not so submitted to him/her.
iii. The arbitrator shall be bound by applicable State and City law.
iv. The cost of the arbitrator and any other mutually incurred costs shall be
borne equally by the parties.
The arbitrator shall submit findings and advisory recommendations to the
City Manager. The City Manager shall make the final determination of the
grievance and submit it in writing to the grievant and his designated
representative.
D.
Time Limits
Failure of City Management representatives to comply with time limits specified in
Paragraph C shall entitle the grievant to appeal to the next level of review; and
failure of the grievant to comply with said time limits shall constitute abandonment
of the grievance; except however, that the parties may extend time limits by mutual
written agreement in advance of the deadline.
E.
Union Grievance
The Union may, in its own name, file a grievance that alleges violation by the City
of the rights accorded to the Union by the specific terms of Article 1-3 of this
Memorandum. The Union shall file such grievance at Step 3 of this Procedure.
F.
Group Grievance
When more than one unit member claims the same violation of the same rights
allegedly accorded by this Memorandum, and such claims arise at substantially
the same time and out of the same circumstances, a single group grievance may
be filed in the name of all such members. Such group grievances shall be filed at
the Step of this Procedure which provides the lowest level of common supervision
having authority over all named Grievants. Each unit member that is a party
Grievant must be named in such group grievance.
G.
Employer Grievances
Should they occur as a result of official Union activities or actions, including the
failure to act as required under the terms of this Memorandum, employer
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grievances will be presented directly to the Union president or any officer of the
Union within 14 days of the occurrence prompting the grievance. The president,
or designee, shall in each case provide a written answer within 14 days from
receipt of the grievance. Unresolved employer grievances may be submitted to
arbitration pursuant to Step 3 so long as the City pays the cost of the arbitrator.
Section 2-2: Labor-Management Committee
A.
There shall be a Labor-Management Committee consisting of up to 6
representatives of the Association and up to 6 representatives of the Department
and City. The purpose of the Committee is to facilitate improved Labor-
Management relationships by providing an informal forum for the free exchange of
views and discussions of mutual concerns and problems as distinguished from
meeting and conferring.
B.
The Committee shall meet as needed by union request, quarterly at mutually
scheduled times. Parties may mutually agree to meet more frequently.
C.
The City’s Labor Relations Administrator or his designee shall be the Chairman.
The members shall, in advance of a meeting, provide the meeting’s Chairman with
proposed agenda items, and the Chairman shall provide the members with the
meeting agenda in advance of the meeting.
D.
Representatives of the Association on the Committee who are unit members shall
not lose pay or benefits for meetings mutually scheduled during their duty time up
to a maximum of 3 hours per unit member per meeting.
E.
It is understood by the parties that the benefits granted by this Section shall not be
interpreted or applied as requiring the employer to count as time worked, any hours
or fractions of hours spent outside the unit member’s work shift in pursuit of
benefits provided by this Section. The employer shall count as time worked any
hours or fractions of hours spent within the unit member’s regular work shift in
pursuit of benefits provided by this Article.
F.
For a unit member whose regular shift is other than Shift 1, there will be flexibility
in changing his normal work hours for the purposes of attending official Labor-
Management meetings called by or with the concurrence of City management or
the Police Chief or designee.
Section 2-3: Resolving General Complaints
In the spirit of continually developing good labor-management relations all parties
are encouraged to address general complaints at the lowest level of management
in attempt to seek resolution before escalating issues up the chain of command.
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ARTICLE 3: Compensation/Wages
Section 3-1: Wages
A.
PLEA reserves the right to submit a proposal for a total compensation increase
once revenue reports are obtained and submitted for review by the city.
B.
Additionally, Unit 4 employees will receive a non-continuous payment equal to the
economic value of 5.0% of their base wage to be paid out on the first full pay period
in August of 2023.
C.
Unit members assigned to the Air Support Unit, and who have achieved and
maintained the qualification level of Pilot in Command, shall be placed at step one
of Police Officer*Pilot, Job Code 62211, in the pay schedule outlined in Attachment
C.
D.
Unit members assigned to the Air Support Unit, and who have achieved and
maintained the qualification level of Rescue Qualified Pilot or PC12 Qualified Pilot,
shall be placed at step one for Police Officer*Rescue Pilot, Job Code 62212, in the
pay schedule outlined in Attachment C.
E.
Unit members assigned to the Air Support Unit, and who have achieved and
maintained the qualification level of Unit Certified Flight Instructor, shall be placed
at step one of Police Officer*Flight Instr, Job Code 62213, in the pay schedule
outlined in Attachment C.
F.
A unit member assigned to the Air Support Unit, and who has achieved and
maintained the qualification level of Chief Pilot, shall be placed at step one of Police
Officer*Chief Pilot, Job Code 62214, in the pay schedule outlined in Attachment C.
G.
Unit members assigned to one of the four described Air Support assignments may
only qualify for and receive pay for one pay step at a time. Example: A unit member
qualified as a Unit Certified Flight Instructor and receiving pay at pay step one of
Job Code 62213 shall not receive the premium pay for any other pay step the unit
member may also qualify for.
H.
Unit members designated as Team Leaders on SAU squads will receive an
additional 5% base hourly rate of pay while assigned to this position.
I.
It is understood that for implementation purposes, the practice of rounding of
fractional cents shall be done in accordance with accepted mathematical and
accounting principles.
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J.
When a conflict arises between the Pay Schedule attached hereto as Appendices
and the Pay Ordinance due to mathematical, typographical, or printing error, the
Pay Ordinance shall be the controlling authority.
K.
It is the intent of the parties to permanently move the effective date of any wage
increase to the start of the first pay period in July.
Section 3-2: Productivity Enhancement Pay
In recognition of dedicated public service and overall performance, the City agrees to
implement the following Productivity Enhancement Pay formula for unit members:
A.
Pay Benefit:
1. In December 2024, and June 2025, a unit employee who has completed at
least 7 years of continuous full-time service and who meets the additional
qualifications specified in this Article shall receive $80, pro-rated and included
each pay period in the qualifying unit member’s regular pay check, for each full
year of continuous full-time service in excess of 6 years, up to a semi-annual
maximum of $1,040, annual maximum of $2,080 at 20 years.
2. In December 2024, and June 2025, a unit employee at 20 years and one day
of continuous full-time service shall receive $125, pro-rated and included each
pay period in the qualifying unit member’s regular pay check, for each full year
of continuous service in excess of 6 years, up to a semi-annual maximum of
$2,000, annual maximum of $4,000 at 22 years or more.
B.
Qualifications:
1. A unit member must have completed at least 1 year of continuous full-time
service at the top step in his classification. Employees in step 8 as of July 8,
2002 will receive Productivity Enhancement Pay when they reach one year at
step 8 and maintain their Productivity Enhancement Pay eligibility when they
move to step 9. Employees in step 7 or below as of July 8, 2002 will be required
to complete one year at step 9 to be eligible for Productivity Enhancement Pay.
2. Effective July 1, 1999, a unit member must have completed 7 years of
continuous full-time service. A unit member who has continuous, full time City
service in another classification(s) may apply that time to the 7 year
requirement.
3. A unit member must have achieved the overall performance rating of meets
standards or better on his latest scheduled performance evaluation on file in
the Human Resources Department.
4. A unit member who receives a less than meets standards rating may appeal
that rating by memo through his chain of command to the Police Chief. A unit
28
member’s eligibility shall be reinstated once the unit member receives a
scheduled or unscheduled performance rating that meets standards.
5. A unit member must be on full-time active status. A unit member on industrial
leave shall qualify for this payment for only the first year of the industrial leave.
However, the entire period of industrial leave shall qualify as continuous service
when the unit member returns to active employment.
C.
Terms of Payment:
1. The City will make adjustments to an employee’s Productivity Enhancement
payment within 30 days of the qualifying date.
Section 3-3: Training Pay
A.
Master Field Training Officers (FTOs) whom the department selects to conduct
department-approved officer field training; will receive an additional 5% of their
base hourly rate of pay for every day they are assigned to an officially authorized
field training position.
B.
Field Training Officers who train in place or unit member assigned to train an O.I.T.
in traffic/DUI enforcement will receive 5% base hourly rate of pay for every day the
unit member actually trains.
C.
Unit members assigned to the Canine Unit, who have achieved and maintain the
qualifications for the position of Canine Unit Trainer, will receive an additional 5%
of their base hourly rate of pay for every day they are assigned to an officially
authorized Canine Unit Trainer Position. The following is a list of requirements to
receive payment as a Canine Unit Trainer:
1. The unit member must be, or be designated by the Department to become,
certified by an outside association to train police service dogs. The certifications
include patrol, narcotics detection and/or explosive detection.
2. Training being provided must include basic level training for canines and
handlers assigned to the unit. This section is not meant to include a canine
handler training only his or her assigned canine; it is meant for those who
provide basic and in service training to other canine teams in the unit.
3. An officially authorized Canine Unit Trainer Position must include responsibility
for proper written evaluation of each canine and handler being trained.
D.
Detectives whom the department selects to conduct department-approved new
Detective training; will receive an additional 5% of their base rate of pay for every
day the Detective is training.
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Section 3-4: Compensation for Interpreting and Translation by Sworn Police
Officers
A.
Purpose
1. This regulation is written to provide guidelines for adjusting the compensation
of sworn police officers who are authorized and required by a sworn police
supervisor to utilize a language other than English, including sign language, to
conduct an official Police Department function or activity.
2. This compensation shall be for police-related functions or activities in which the
unit member is called upon to interpret in addition to their normal assigned
duties.
B.
Payment Authorization
Compensation provided for by this regulation shall be given only when approved
by a sworn police supervisor prior to the actual interpretation or translation.
C.
Performance Activities Approved for Special Compensation
1. Verbal interpretation, in excess of 7 consecutive minutes per occurrence, while
conducting any assigned formal police function or activity.
2. Written translation, in excess of 7 consecutive minutes per occurrence, while
conducting any assigned formal police function or activity.
3. Signing interpretation and translation, in excess of 7 consecutive minutes per
occurrence, while conducting any assigned formal police function or activity.
D.
Compensation
A unit member who meets linguistic skills qualifications, as determined by a
management review panel, or, in the case of sign language, determined by
presenting certification recognized by the Arizona Commission for the Deaf and
Hard of Hearing (ACDHH), shall be paid a premium of $10.00 $15.00 per hour
calculated to the nearest 1/4 hour, in addition to his their base hourly rate, for each
hour he they is are engaged in assigned and authorized interpretation, translation,
or signing activities.
Consistent with Section 5-10, 3 of this Memorandum and A.R. 2.51, employees
are eligible to use the seminar and professional membership portion of their
reimbursement benefit for the ACDHH certification.
E.
Supervisory Authorization
Authorization must be provided by a sworn police supervisor in each case. Written
notification which includes a listing of the specific time periods for which the
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premium payment is sought along with signatures of the unit member and the
appropriate supervisor should be forwarded to the Police Department’s Fiscal
Management Bureau before the end of the pay period in which the additional duty
occurred.
Section 3-5: Overtime
A.
Overtime is defined as time assigned and worked beyond the regularly scheduled
40 hour work week or 8 hour work shift, or 10 hour work shift if a 4 day work week
is implemented. Duly authorized paid leave shall be considered as time worked for
purposes of the regularly scheduled work week. This provision shall not apply to
unpaid leave.
B.
Overtime shall be worked and shall be allowed if assigned by the Police Chief or
his designees.
C.
Overtime work will be compensated in either cash or compensation time at 1-1/2
2 times the regular rate of pay after the first 7 minutes assigned and worked beyond
the end of the unit member’s regularly scheduled shift, calculated to the nearest
1/4 hour.
D.
A unit member may, subject to approval of his non-unit supervisor based on
considerations of departmental scheduling and operations factors, request to use
overtime as compensatory time subject to the limitation of three hundred (300) 400
hours on the accumulation of compensatory time. Use of compensatory time shall
be subject to advance approval of the non-unit supervisor. If a unit member
submits overtime requests that are in excess of three hundred (300) 400 hours, he
will be paid the difference.
E.
Unit members may contribute accrued compensatory time to other employees in
accordance with City policy governing contributions of leave for serious illness of
an employee or their immediate family member.
F.
A unit member may be paid for accumulated compensatory time by submitting a
memorandum to the Fiscal Bureau requesting payment for any portion of the
compensatory time. This may be done at any time upon the unit member’s request,
and such payment will be made in the pay period following receipt of the
memorandum by the Fiscal Bureau.
G.
At the direction of the immediate supervisor in each case, a unit member shall be
entitled to overtime in accordance with Article 3, Section 3-6 hereof, while he is
being evaluated by the authorized and designated City physician for return to work
at times he is not scheduled to be on duty nor is on paid leave or disability benefit
status, based on actual check-in and check-out time recorded by Health Center
staff. This time shall not qualify for the guaranteed minimum overtime provision
contained in Section 3-8, but shall be compensated at a minimum of 1 hour at 1-
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1/2. No unit member shall be compensated for other than the supervisor directed
evaluation(s) by the City physician for return to work.
H.
After 4 consecutive hours of overtime, a unit member shall be entitled to a paid
meal break of 1/2 hour, but in no event shall a unit member be entitled to more
than one such meal break for every 8 consecutive hours of overtime.
For a unit member participating in the 4/10 schedule, this provision shall mean that
before a unit member is entitled to a second 1/2 hour paid meal break, he shall
have worked on an overtime basis for a minimum of 4 hours beyond the end of his
regularly scheduled 10 hour work shift.
I.
If work demands preclude a unit member from taking a meal period, the unit
member will be paid an additional 30 minutes at the straight time rate. This benefit
shall apply only if the interruption occurs during the first 30 minutes of the meal
period.
J.
When a unit member is off duty and is contacted by telephone by his supervisor
because of the unit member’s official duties, for purposes other than call-out, or a
supervisor approves of the making or receiving of the call, the unit member will be
paid a minimum of 15 minutes at time and one-half his regular rate of pay when
any combination of calls equals 7 minutes or more. If the call extends past this
minimum, the overtime will be calculated to the nearest 1/4 hour. He will not receive
overtime for additional duty-related calls received during this compensation period.
K.
A unit member on industrial leave and assigned to his home will be considered to
have the same duty hours and N-days, up to a 7 calendar day period, as the squad
he was on when the injury/illness occurred. After the 7 days, he may be reassigned
to new duty hours and/or N-days.
L.
A unit member who scheduled a leave day 30 calendar days in advance through
his immediate non-unit supervisor in accordance with departmental policy and who
subsequently is placed on court stand-by, or is required to appear in court will, by
his choice, receive overtime pay in accordance with this Section and Section 3-7
and/or Section 3-8, in addition to the leave day.
M.
A unit member who scheduled a leave day but failed to do so within 30 calendar
days in advance, and who is placed on stand-by or called to court, will receive
overtime pay in accordance with this Article and Section 3-7. However, the number
of leave hours taken will be reduced by the number of overtime hours paid. Court
stand-by hours do not apply to this provision.
Section 3-6: Court Time Overtime
A.
When court time constitutes overtime, a unit member shall be entitled to overtime
compensation/minimum call-out pay consistent with Section 3-8 of this
Memorandum.
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1. Court time overtime shall be continuous time compensated consistent with
Section 3-6, subsection C.
2. No cost parking will be provided for unit members who are called to testify or
appear at any City of Phoenix Municipal Court facility for any official police
department business, whether on or off-duty.
3. If performed virtual, the unit employee must report to a Phoenix Police facility
to be eligible for Court Time Overtime. If performed at a location of the unit
employee’s discretion, other than a work location, the unit member will be paid
a minimum of 15 minutes at time and one-half his regular rate of pay when any
combination of calls equals 7 minutes or more. If the call extends past this
minimum, the overtime will be calculated to the nearest 1/4 hour. The unit
employee will not receive overtime for additional duty-related calls received
during this compensation period.
B.
For purposes of this Article the term Court shall be defined as including Federal
District Court; Superior Court, State of Arizona; City Court, City of Phoenix, State
of Arizona; Municipal Courts in Maricopa County; Justice Court; Federal, State,
County Grand Juries; Motor Vehicle Department hearings, and Prosecutorial and
Defense interviews. It is understood that this Article shall not apply to
administrative hearings including but not limited to arbitration hearings pursuant to
the MOU, Civil Service Board hearings, PERB hearings, and hearings pursuant to
the A.R. 2.61 grievance procedure.
C.
After a unit member verifies his need to appear in court to testify concerning the
performance of his official duties at a time other than his regularly scheduled tour
of duty, and he is notified less than 12 hours in advance of the scheduled
appearance time that he need not appear, the unit member will receive 2 hours of
pay at 1-1/2 times his base hourly rate of pay.
Section 3-7: Call-Out Pay
A.
A unit member called back because of his own negligence, whether in the proper
care and use of City equipment, or for his failure to complete official reports prior
to securing for the day, shall be paid for such call- back consistent with Section 3-
6, subsection C, provided, however, the unit member shall not be eligible for the 3
hour guaranteed minimum pursuant to this Article. If a claim of negligence is
disputed, it may become subject to the grievance procedure herein.
B.
Anytime that a unit member is called back after leaving City facilities at a time other
than his regularly assigned shift, the unit member will receive a minimum of 3 hours
pay at time and one-half the unit member’s base pay calculated to the nearest 1/4
hour, except that a unit member shall not be eligible for additional compensation
during that three hour period.
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Compensation to a unit member who is called out at times other than his regularly
scheduled shift will begin at the time the unit member is notified. The compensation
will continue up to 30 minutes beyond the completion of the duties for which the
unit member was called out, or until the member returns to his residence,
whichever is first. Where applicable, the travel time shall be paid only if the total
work and allowed travel time exceed the minimum call out guarantee. Travel time
shall not apply when a unit member is working overtime planned in advance.
C.
A unit member beginning an overtime period within 3 hours or less prior to the
regularly scheduled duty reporting time, will be compensated from the time the
overtime period begins to the time he is scheduled to report for duty except that a
unit member shall not be eligible for additional compensation during that period.
D.
Holdover time, i.e., being held over on shift (no break in duty exceeding 15
minutes) will be compensated for actual time spent in accordance with Section 3-
6, subsection C.
Section 3-8: Out-of-Rank Pay
A.
A unit member who is temporarily required to serve in a regular authorized position
in a supervisory classification, (e.g., sergeant), shall be compensated at the higher
rate of pay in accordance with the following:
B.
To be eligible for the additional compensation, the unit member must first
accumulate 10 regular working shifts of assignment in the higher rank within any
12 month period; satisfactory performance during a previous appointment to the
higher rank will be credited to the qualifying period. The days of out-of-rank
assignment need not necessarily be consecutive. Once this qualification is
satisfied, no additional re-qualification will be required. All shifts worked beyond
the 10th shift in the supervisory classification will be subject to the higher rate of
pay.
C.
Temporary assignments out-of-rank shall be recorded only in full shift units. A unit
member working out-of-rank for less than 1 full shift will not be credited with
working out-of-rank service time.
D.
To qualify for out-of-rank pay, a unit member must be assuming substantially the
full range of duties and responsibilities of the higher level position. Out-of-rank pay
is not authorized, for example, if the organization of a work unit is such that each
unit member carries on his normal duties during the temporary absence of a
supervisor, without a need for the direction which the supervisor would provide on
a longer term basis.
E.
Time worked in a higher rank shall not earn credits toward the completion of
probationary requirements in the higher rank.
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F.
A unit member who has qualified under these provisions shall be compensated at
the minimum rate established for the higher rank for all shifts worked beyond the
10th shift served in the higher rank. In the event of overlapping salary ranges, a
one-step differential shall be paid for out-of-rank assignments. The higher rate of
pay shall be used in computing overtime when authorized overtime is served in
out-of-rank work assignments; the overtime rate shall be the rate established by
the overtime regulations that apply to the higher rank.
Section 3-9: Sick Leave Conversion at Retirement
Effective at the beginning of the first pay period in July, 1992, the following benefits shall
apply:
A.
Definitions:
1. Qualifying hours - the minimum number of accrued and unused sick leave
credits existing on the last day of service prior to retirement, which are
necessary before a unit member can participate in the benefit program.
2. Base number of hours or base hours - the number of hours of accrued and
unused sick leave credits which are uncompensated under this Article and
above which the City will compensate the unit member.
3. Base hourly wage - the base hourly rate of pay being paid at the time of
retirement to the retiring unit member who qualifies for participation in this
benefit program.
B.
Benefit and Eligibility:
1. A member that has between 1 – 899 hours of sick leave remaining in their sick
leave bank at the time of retirement, shall be eligible for payment of 100% their
base wage for 50% of their hours accrued.
2. A member who has accumulated a minimum of 900 – 1,285 hours of unused
sick leave at the time of retirement, shall be eligible for payment of 100% their
base hourly rate for 65% of their remaining sick hours.
3. A member who has accumulated a minimum of 1,286 – 1,713 hours of unused
sick leave at the time of retirement, shall be eligible for payment of 100% their
base wage for 80% of their remaining sick hours.
4. A member who has accumulated a minimum of 1,714 hours of unused sick
leave at the time of retirement, shall be eligible for payment of 100% their base
wage for 100% of their remaining sick hours.
5. A unit member who has accrued 1,286 hours or more of unused sick leave may
elect to have 150 hours of sick leave paid out at the member’s hourly rate in
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one lump sum. A unit member may only elect to exercise this benefit 3 times in
their career, and not more than 1 time in a fiscal year. Eligible employees may
elect to buy back their hours between July 1 and the last pay period in January
each fiscal year.
6. The payments described in numbers 1 through 5 above are not considered
Final Average Salary for purposes of pension calculations
7. Employees who use no sick leave in a calendar year shall have 20 hours of
additional sick leave credited to their account for the next year;
Employees who use 2 days or less of sick leave in a calendar year shall have
15 hours of additional sick leave credited to their account for the next year;
Employees who use 4 days or less of sick leave in a calendar year shall have
10 hours of additional sick leave credited to their account for the next year.
C.
Administration:
1. At the time of retirement, the City’s Employee Benefits Division, or such other
individual or agency as the City may designate, shall determine the unit
member’s eligibility and the amount of unused sick leave to be compensated.
2. The unit member shall verify in writing the computations of the Employee
Benefits Division.
3. In the event a unit member’s eligibility for participation or the amount of
compensation is disputed, then the dispute shall be submitted to the City
Auditor for binding resolution.
Section 3-10: Sick Leave Payout
A. All accumulated sick leave hours on the city's official file at the time of the member's
death will be paid. Payment will be based upon the member's base hourly rate at the
time of death.
Section 3-11: Night Shift Differential/Weekend Shift Differential
A. A unit member shall receive $2.00 per hour in addition to his base hourly rate of pay
when working a night shift or any portions of a night shift which ends at or after
10:00 PM.
B. A unit member shall receive night shift pay differential only for hours scheduled and
worked, and not while on paid leave time.
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C. A unit member who is called out and works between the hours of 10:00 PM and 6:00
AM will be paid night shift differential for all hours worked at the rate specified in
this Article. If a unit member was called out while on a stand-by status, he will not
receive night shift differential.
D. A unit member shall receive $1.00 per hour in addition to his base hourly rate of pay
and any other shift differential or any other premium pay he may be receiving for
working a weekend shift. A designated weekend shift is defined as any shift that
starts on or after 2:00 PM on Friday, and continuing through any shift that starts
on or before, but not after 11:59 PM on Sunday.
1. A unit member shall receive weekend shift pay differential only for hours
scheduled and worked, and not while on paid leave.
2. A unit member who is called out and works between 2:00 PM on Friday and
11:59 PM on Sunday will be paid weekend shift differential for all hours worked
at the rate specified in this Article. If a unit member was called out while on
stand-by status, he will not receive weekend shift differential
Section 3-12: Stand-By Pay
A.
When a unit member is required and assigned to be available for immediate
emergency call-out at times that they are not otherwise on duty and the unit
member complies with departmental regulations incident thereto, the unit member
shall be compensated as follows: $100.00 on the unit member’s non-work day and
$80.00 on a workday.
B.
When management determines it is necessary to provide call-out service, stand-
by assignments will be maintained by any detail in the department.
Section 3-13: Court Time Standby Pay
A.
When a unit member receives a subpoena or other notice requiring him to stand-
by to appear in court to testify concerning the performance of his official duties at
a time other than his regularly scheduled tour of duty, and he was not notified 12
hours or more in advance of the court appearance that he need not stand-by, he
shall be entitled to a minimum of 2 hours of pay at 1-1/2 times his base hourly rate
of pay for court dockets scheduled before 1200 hours, and an additional minimum
of 2 hours of pay at 1-1/2 times his base hourly rate of pay for court dockets
scheduled after 1200 hours, for each day the subject court proceeding is in session
and the Unit member is subject to call, providing the provisions of subsection B
hereof are satisfied. If a unit member is required to remain on stand-by after 1200
hours, the unit member shall receive an additional 1 hour of pay at 1-1/2 times his
base hourly rate of pay.
If call-out occurs before the expiration of stand-by pay, then stand-by status shall
continue until the occurrence of either (a) the expiration of stand-by pay; or (b)
37
arrival at the duty location or participation in virtual appearance begin. Call-out pay
and stand-by pay shall not be permitted to overlap resulting in the compounding of
compensation.
B.
If a unit member fails to exercise his responsibility to contact the appropriate
representative of the court or a party 16 hours or less before the time indicated on
the subpoena to determine the continued need for him to stand-by, he is not eligible
for any stand-by pay.
C.
For the purpose of this Memorandum, subpoena refers to a subpoena duly issued
by a court or the Arizona Motor Vehicle Department.
D.
For purposes of this Article the term Court shall be defined as including Federal
District Court; Superior Court, State of Arizona; City Court, City of Phoenix, State
of Arizona; Municipal Courts in Maricopa County; Justice Court; Federal, State,
County Grand Juries; Motor Vehicle Department hearings; Mental Health Court;
and Prosecutorial and Defense interviews. It is understood that this Article shall
not apply to administrative hearings including but not limited to arbitration hearings
pursuant to the MOU, Civil Service Board hearings, PERB hearings, and hearings
pursuant to the A.R. 2.61 grievance procedure.
Section 3-14: Off-Duty Employment
A.
The Department agrees to maintain a list of unit members who are interested in
off-duty work for use in making job referrals, provided the unit member has
received prior approval to engage in off-duty employment from the immediate
supervisor.
B.
Off-duty employment shall be governed by the rules and regulations of the Phoenix
Police Department. Should the Department contemplate any changes in these
rules and regulations during the term of this Memorandum, it shall meet and
consult with the Association on such changes in the Labor-Management
Committee prior to implementation.
C.
The Police Chief agrees to eliminate the limitation of the number of off-duty work
hours permitted. However, the Department reserves the right to take appropriate
action in the event that a unit member’s wellness, welfare, or performance is
adversely affected.
D.
A unit member who works off duty in a police function for a City-sponsored event
or project, and is paid through City payroll, will be compensated at time and one-
half his regular rate of pay for all time worked.
Section 3-15: Jury Duty
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When a unit member is called upon to serve as a juror in any court action, he will be
allowed leave from his duties without loss of pay for the time required for his service.
Section 3-16: Deferred Compensation and Defined Contribution Plans
A.
The City’s contribution to DCP will continue at 2.56% 5.00%.
B.
At the employee’s separation, for either retirement or exiting the Deferred
Retirement Options Program, the employee’s sick leave payout amounts will be
automatically contributed into the City’s 401(a) plan. Any excess amount over the
Internal Revenue Code 401(a) plan contribution maximum limits will be
automatically contributed into the City’s 457(b) plan. Any portion of the excess
amount that cannot be contributed to the 457(b) plan because of Internal Revenue
Code 457(b) plan contribution maximum limits will be paid as taxable income. The
401(a) Plan document as approved by the Deferred Compensation Board will be
the governing document.
C.
After the City receives official Internal Revenue Service approval and a private
letter ruling regarding the City’s 401(a) plan, the parties agree to schedule a
meeting to discuss a possible change in the distribution of the current benefit
between the 457(b) and 401(a) plans. Any agreement will be conditional on
Deferred Compensation Board approval.
Section 3-17: Non-Direct Payment of Compensation or Benefits
Various sections of this Memorandum contain a form of compensation, wages, or benefits
that have been negotiated in good faith and may or may not provide a direct payment of
wages or other benefit to each member. Those forms of compensation, wages, or
benefits that do not provide a direct payment to each unit member have been negotiated
in place of a direct payment and costed as part of the overall economic package.
Examples include: life insurance, long term disability insurance, leave payouts, etc.
Section 3-18: Drug Recognition Expert Premium Pay
Department qualified/certified Drug Recognition Experts (DRE) who are current in all
training and requirements set forth in police, and have completed all necessary training,
shall be paid a premium of $15.00 per hour, calculated to the nearest ¼ hour, in addition
to their base hourly rate, for each hour they are engaged in DRE activities.
Section 3-19: Phlebotomist Premium Pay
Department qualified/certified phlebotomists who are current in all training and
requirements set forth in police, and have completed all necessary training, shall be paid
a premium of $15.00 per hour, calculated to the nearest ¼ hour, in addition to their base
hourly rate, for each hour they are engaged in phlebotomy activities.
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Section 3-20: Market Adjustment
Human Resources will finalize a Compensation Survey no later than August 1st of each
year that compares total cash compensation for Phoenix police officers to the cities of
Chandler, Gilbert, Glendale, Mesa, Peoria, Scottsdale, Surprise, Tempe, and DPS.
At the conclusion of the compensation survey, all the cities will be ranked in numerical
order based on total cash compensation with the highest ranked at number 1. If the
total cash compensation for Phoenix police officers is less than number 1 or number 1
but less than 10% more than the number 2 department, then the unit members wages,
will be adjusted to obtain the number 1 position by at least 10%.
Any time an adjustment is made to the maximum pay range for the officer position
pursuant to this section, the minimum pay range for the position shall be adjusted by the
same percentage increase.
Any wage increase will become effective on the first day of the next full pay period after
the survey data has been accepted and signed by the Association.
For the purpose of this section, Total Cash Compensation is meaning the following:
• The maximum annualized base wages for an individual officer at the top of the
pay range (i.e, maximum hourly rate x 2,080); and
• The annual amount received as longevity pay, or equivalent, by an individual
officer at the top of the officer pay range.
3-21: Patrol Longevity Pay
Police Officers assigned to patrol duties will be eligible for patrol longevity pay, based
upon the top pay step of the classification currently held by the unit member receiving
the longevity, in accordance with the following schedule. Effective the first pay period
following July 1, 2024:
Longevity
Percentage
Completion of 7 years
of Patrol service
2%
Completion of 10
years of Patrol service
6%
Completion of 15 years
of Patrol service
11%
Completion of 20 years of
Patrol service
12%
40
Completion of 25 years of
Patrol service
14%
Completion of 30 years
of Patrol service
16%
Patrol longevity premiums shall be paid beginning with the first full pay period following
the completion of the eligibility requirements. To determine eligibility for patrol longevity
premiums, service shall be limited to continuous time served in good standing as a
uniformed member of the Phoenix Police Department.
A Patrol Officer is defined as an officer whose primary function is to answer calls for
service that are dispatched by dispatchers within the Communication Bureau. Patrol
Specialty are not classified as Patrol Division officers for the purpose of this definition.
Section 3-22: Detective Pay Incentive:
Detectives who are in a position that requires them to maintain a case load and respond
to call out will receive an additional 5% of their base hourly rate of pay.
ARTICLE 4: Hours of Work/Working Conditions
Section 4-1: Work Schedules
A.
The regular duty hours for a unit member shall be 5 consecutive shifts of 8 hours
in a 7 calendar day work week. These 5 consecutive shifts will be preceded and
followed by 2 “N” days. If, by reason of transfer, a unit member’s “N” days are
changed, the provisions of this section pertaining to “N” days shall not apply. The
8 duty hours per shift shall be consecutive and may include any “briefing time” and
shall include a meal period of 30 minutes. When work demands permit, with a
supervisor’s approval, a unit member may combine this 30 minute meal period with
one of his 15 minute rest periods described under Subsection D of this Article to
achieve a 45 minute meal period. This shall also apply to a unit member working
a 4/10 schedule. At times, the department may have operational needs which
necessitate a change in current work schedules. The department shall give a unit
member a minimum 7 day advance written notice when his “N” days or hours will
be changed. If this (7 day written notice is not given, and there is no operational
need for not providing the notice, the “N” days or hours change will be rescheduled
to allow for a 7 day notice period.
B.
If a 10 hour, 4 day work week is implemented; the regular duty hours for an affected
unit member shall be 4 consecutive shifts of 10 hours in a 7 calendar day work
week. These 4 consecutive shifts will be preceded and followed by 3 “N” days. If,
by reason of transfer, a unit member’s “N” days are changed, the provisions of this
Subsection pertaining to “N” days shall not apply. The 10 duty hours per shift shall
be consecutive and may include any “briefing time” and shall include a meal period
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of 30 minutes. At times, the department may have operational needs which
necessitate a change in current work schedules. The department shall give a unit
member a minimum 7 day advance written notice when his “N” days or hours will
be changed. If this 7 day written notice is not given, and there is no operational
need for not providing the notice, the “N” days or hours change will be rescheduled
to allow for a 7 day notice period.
C.
All unit four members assigned to patrol squads with beat responsibility only will
will only work the work schedule defined in subsection B of this section (4/10’s)
through June 30, 2024.
D.
If a unit member’s normal duty hours are changed with less than 7 days’ notice,
then the unit member is entitled to premium pay.
If a unit member’s normal “N” days are changed, then the unit member is entitled
to premium pay.
"Premium Pay" is calculated as follows:
•
For a unit member assigned to a 5/8’s schedule:
• A change in normal duty hours: 2 hours at their base hourly rate of pay.
• One “N” day change: 4 hours at their regular rate of pay.
• Two “N” days changed: 20 hours at their regular rate of pay.
•
For a unit member assigned to a 4/10’s schedule:
• A change in normal duty hours: 2.5 hours at their base hourly rate of
pay.
• One “N” day change: 5 hours at their regular rate of pay.
• Two “N” days changed: 10 hours at their regular rate of pay.
• Three “N” days changed: 20 hours at their regular rate of pay.
Subject to the discretion of the Chief, or designee, official mobilization as defined
in Operations Order 9.1 is exempt from this section.
A unit member, who requests a change in work schedules, will not receive
premium pay since the request is not a department directed change.
This section does not apply to the 30 hour or more block of annual module training.
A unit member is not eligible to receive both premium pay and overtime for the
same hours.
E.
When used in the context of this Article, “Operational Needs” will be defined as:
Service demands or other required actions performed to accomplish the mission
of the department. These actions may be routine (anticipated) or emergency
(unanticipated). For routine operational actions, a seven-day written notice will be
given to change schedules. For emergency operational actions, unit members will
be provided with as much advance notice and information as the situation will
allow.
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F.
In addition to all duties as assigned by the Police Chief or his designees, work
hours shall continue to include 2 15 minute rest periods as work demands allow.
G.
There shall be a minimum of 15 hours off between shifts, 13 hours for a unit
member working a 4/10 schedule. If this is not possible, the unit member shall
receive overtime compensation at his regular rate of pay for each full hour worked
within the described 15 hour period, 13 hour period for a unit member working a
4/10 schedule. A unit member assigned to a specialty bureau may sign individual
statements waiving the provisions of this section. Signed waivers shall continue in
effect per fiscal year.
This section does not apply to mandatory training conducted by the Advanced
Training Detail when a member is given 30 days written notice of the required
training. The intent is not for supervisors to work employees on a double shift.
Employees’ chain of command will ensure employee’s shift prior to training is
adjusted to afford 13/15 hours off before reporting to training.
H.
A unit member will be permitted to take the meal period at a location within the
squad/team area, or if no suitable eating location is available, then with the
approval of the designated supervisor, at a location outside the squad/team area.
A meal period may be taken at a private residence, with supervisory approval,
provided such residence is within the unit member’s beat area.
I.
A unit member may return to his work station 20 minutes before his scheduled end
of shift if work demands permit for the purpose of completing required paperwork,
notifying oncoming unit members of any beat conditions, and to notify his
supervisor of any unusual occurrences he encountered during his shift.
J.
A unit member assigned to the Canine Detail shall be allowed 4 hours of paid time
per work week to care for his police dog at his residence. The City will determine
when and how the hours will be scheduled.
K.
A unit member may waive the provision of section A and B of this section to
facilitate an alternative work schedule upon written agreement of both the
Association and the Department.
L.
“On duty” training will be approved at the Division Chief level.
Section 4-2: Seniority
A.
The City shall provide the Association with a list of unit members showing each
unit member’s City employment date and class employment date.
B.
Seniority shall be by length of service within a class. If seniority within the class is
not determinative, then length of service with the City shall prevail.
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C.
Seniority shall be used as a factor consistent with established Civil Service
procedures in choice of work assignments, vacation schedules and in the
determination of layoffs.
Section 4-3: Minimum Staffing:
Patrol Officer Coverage – Minimum staffing levels will be maintained at seventy-five
percent (75%) of maximum squad size. If Unit Members are required to work without
minimum squad coverage, the Unit Members will be paid 2-1/2 times the base hourly rate
of pay calculated to the nearest ¼ hour until the squad minimum is achieved.
Section 4-4: No Cost Parking:
Unit members will not be required to pay for parking at their assigned work locations.
ARTICLE 5: Benefits
Section 5-1: Health Insurance
A.
The City and Association agree to maintain the current 80/20 split for health
insurance monthly contribution for the single and family coverage. If there is a rate
increase or decrease, the city will pay 80% of the new monthly contribution and
the employee will pay 20%.
B.
If there is a substantive change in the City’s Health Insurance Plan design, the
Labor Relations Administrator will discuss such change with the Association.
C.
In the event of the death of a unit member while on duty or while performing a
police function as determined by the City, the City will continue to pay the full
monthly health insurance premium for the spouse and all eligible dependents.
Should the surviving spouse remarry, the benefits of this provision shall be
discontinued for the spouse. Benefits for remaining eligible dependents, e.g.
children, step children, or adopted children, will remain in effect as federal law
prescribes.
In the event of the death of a unit member while commuting to or from his work
location, for a period of two hours each way, the City will continue to pay the full
monthly health insurance premium for the spouse and all eligible dependents. This
policy will be consistent with the terms of the 1997 agreement between the City of
Phoenix and CIGNA Group Insurance, for the payment of a supplementary
commutation life insurance policy for each unit member. The Association will pay
the cost of this benefit, if any, the first year of each new Memorandum period.
D.
In the event Congress or the State of Arizona passes legislation which considers
the amount the City contributes to health or dental insurance as imputed income,
then the City will consider such contributions as income to the employee.
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Section 5-2: Retiree Health Insurance
A.
Upon retirement of a unit member, or bargaining unit member who retired on
August 1, 1992 or later, the City’s contribution to health care premiums will be
calculated without regard to age.
B.
In no event will the combination of this contribution and the amount paid by the
PSPRS (Public Safety Personnel Retirement System) exceed the monthly
premium for the chosen health insurance benefit.
C.
The City of Phoenix agrees to participate in the Post Employee Health Plan
(PEHP) for unit members in accordance with the terms and conditions of the Plan's
Participation Agreement, a copy of which is attached to this agreement. The
Employer agrees to contribute to the Plan on behalf of unit members:
Effective July 1, 2017, the Employer shall contribute for each unit member the
amount of $6.00 per pay period. If any contribution is an amount other than an
equal dollar amount per unit member, that contribution shall be deposited in the
unit member's Health Insurance Premium Reimbursement sub-account, otherwise
the Employer's equal dollar amount contribution per unit member shall be
deposited into the unit member's Universal Health Care Reimbursement sub-
account pursuant to the terms and conditions of the Plan.
D.
A unit member who completes 20 years of service with the City of Phoenix, the last
10 consecutive, and retires, will be eligible to stay on the city’s medical plans at
the active employee rate until reaching Medicare eligibility. At such time, the city’s
medical plans will become secondary to Medicare at a reduced premium.
Section 5-3: Dental Insurance
A.
The City shall pay the full premium costs for single coverage for employees
enrolled in the base HMO or PPO plan. and 75% of the premium costs for family
coverage for a City dental plan.
B.
The plan shall consist of 80% payment of reasonable and customary charges
covered for preventive and diagnostic services, basic services, and major services.
The plan shall also include an orthodontia benefit providing for 80% payment of
reasonable and customary charges up to a maximum lifetime benefit of $4,000 per
person. This plan is subject to the deductibles and limitations contained in the
contract between the dental insurance carrier and the City of Phoenix. Enrollment
in prior City of Phoenix dental plans counts toward major services time limit
exclusions.
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Section 5-4: Life Insurance
A.
The City will continue the existing off-the-job and on-the-job life and
dismemberment insurance coverage, and will continue the face value of the policy
at $15,000. The City will continue the current policy for death in the line of duty at
$100,000.00.
B.
Effective August 1, 2001, the City will increase the $35,000.00 line of duty life and
dismemberment insurance coverage to each unit member to $100,000.00.
C.
Additionally, the City will provide to each unit member a $200,000 death benefit
covering the unit member’s commute to and from his city work location. This policy
will be consistent with the policy negotiated in 1997 with CIGNA Group Insurance
and will cover the unit member’s commute for up to two hours before his shift
begins and two hours after his shift concludes. The Association will only pay the
cost of this benefit the first year of the MOU.
Section 5-5: Long-Term Disability Insurance
A.
The City will offer a long-term disability benefit for all full-time, regular unit members
pursuant to A.R. 2.323 as may be amended (providing that such amendments shall
not be in conflict with the MOU). Employees who have been continuously
employed and working on a full-time basis for twelve consecutive months are
eligible for long-term disability coverage. Applicants must apply for benefits they
may be eligible to receive. After an established 90 calendar day qualifying period,
the plan will provide up to 66-2/3% of the employee's basic monthly salary at the
time disability occurs and continue up to age 75 for employees who have been
employed full-time for 36 months and one day. Employees who have been
employed full-time with the City of Phoenix for 36 months or less, will be eligible to
receive a long term disability benefit for no more than 30 months.
B.
This benefit will be coordinated with sick leave, industrial insurance payments,
social security benefits, unemployment insurance and disability provisions of the
retirement plan.
Section 5-6: Holidays and Vacation Leave
A unit member shall be entitled to holiday benefits as set forth in Paragraph 2 of
Operations Order No. 3.6, including overtime compensation for hours assigned and
worked on a specified holiday in accordance with and subject to Article 3, Section 3-6,
Overtime.
A.
The compensation of a unit member who actually works on a day designated as a
holiday shall include, in addition to his regular day’s pay, additional pay or
compensatory time for hours worked up to 8 10 excluding overtime pay.
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B.
A unit member who is not scheduled to work on a designated holiday will still be
compensated for 8 10 hours pay or compensatory time for each holiday.
C.
Paid holidays shall include:
New Year’s Day
Martin Luther King, Jr's Birthday
President’s Day
Caesar Chavez Birthday
Memorial Day
Juneteenth Day
Independence Day
Labor Day
Veterans Day
Thanksgiving Day
Friday after Thanksgiving
Christmas Day
Two Personal Leave Days* & **
*
After 6 months of continuous service.
** Personal leave will be a total of 20 hours for all unit members.
Subject to operational and scheduling factors, a unit member’s personal
leave days shall be taken each calendar year on any day of the unit
member’s choosing.
D.
For a unit member participating in the 4/10 schedule, holiday pay shall be applied
as follows:
1. When a designated paid holiday falls on a unit member’s scheduled day off,
the unit member shall be paid 8 hours of holiday pay.
2. When a designated paid holiday falls on a unit member’s normally scheduled
work day and the unit member is directed to not work that day, the unit member
shall be paid for 8 hours of holiday pay. The additional 2 hours necessary to
receive 10 hours of pay will be deducted at the unit member’s discretion as
either non-paid time, accumulated vacation or compensatory time. If a unit
member has no accumulated vacation or compensatory time, the unit member
will receive only 8 hours of pay. Alternatively, the unit member may work for 2
hours on the holiday, paid at straight time, performing tasks at the direction of
a supervisor. The compensation of a unit member who actually works on a day
designated as a holiday shall include, in addition to his regular day’s pay,
additional pay or compensatory time for hours worked up to 8 hours, excluding
overtime pay.
E.
A unit member will continue to receive holiday pay while on industrial leave.
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F.
Holidays shall be observed on the calendar days on which they fall for unit
members directly involved in providing continuous 24-hour or seven-day service
operations.
G.
The City agrees to maintain its present vacation selection procedure and, to every
extent practicable, allow a transferred unit member to maintain his previous
vacation schedule.
H.
A unit member who works a schedule at full time 52 weeks of the year shall be
credited with vacation credits for every completed calendar month of paid service
according to the following schedule:
1. Through 5 years of service 8 hrs. per month
2. 6th through 10th year of service 10 hrs. per month
3. 11th through 15th year of service 11 hrs. per month
4. 16th through 20th year of service 13 hrs. per month
5. 21st year of service and thereafter 15 hrs. per month
I.
Unit members who have accrued 312 hours or more of vacation, may elect to have
150 hours of vacation leave paid out at the member’s hourly rate in one lump sum
or converted into their comp bank. The member may only elect to exercise this
benefit 4 times in their career, and not more than 1 time in a fiscal year. This
payment is not considered Final Average Salary for purposes of pension
calculations. Eligible employees may elect to buy back their hours between July
1 and the last pay period in January each fiscal year.
Additionally, 80 hours of vacation time can be accumulated above the maximum
vacation carryover into the last 3 years of service. These hours must be used as
paid time off prior to retirement.
J.
Vacation accrual, carryover and compensation at separation is as follows:
YEARS OF SERVICE
MONTHLY ACCRUAL
RATE (HOURS)
MAXIMUM CARRYOVER
(HOURS)
MAX ACCRUAL THAT
CAN BE
COMPENSATED AT
SEPARATION (HOURS)
0 – 5th
8
312
392
6th - 10th
10
360
440
11th - 15th
11
384
464
16th - 20th
13**
432
512
21st+
15**
490
570
** In the last three years of service an additional 80 hours may be carried over into
a new calendar year.
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During the 2021-2023 MOU, a workgroup will be formed with participants from City
management and include a leader from PLEA for the purpose of exploring the
possible creation of a Citywide bank of hours supplied by vacation cutback hours
for use by employees with approved donation petitions. The workgroup will submit
a recommendation to the City Manager before the end of the 2021-2023 MOU.
K.
For the purposes of determining monthly vacation Accrual rates for a unit member
who had a break in service, if the unit member was reemployed within 5 years, the
amount of time the person is gone is subtracted from his previous service, thereby
giving the unit member a new accrual service date.
L.
A unit member may sell back up to 80 hours of vacation time each calendar year
(unit member must use a minimum of 40 hours of vacation/comp-time leave during
the calendar year to qualify for this benefit). This payment shall be made on the
first payday of December of each year, and shall be included in the unit member’s
regular, bi-weekly paycheck.
Section 5-7: Out-of-State Vacation Recall
When a unit member is temporarily recalled to duty from out-of-state while on an
authorized vacation by order of the Police Chief, or designee, he shall be reimbursed for
necessary and provable transportation expenses as determined by the Police Chief.
Section 5-8: Military Leave
A.
Definition
1. Pursuant to ARS 26-168 and ARS 38-610, employees who are members of the
Arizona National Guard or the Reserves of the United States Armed Forces,
will be entitled to a leave of absence from their duties for a period not to exceed
30 days when they are engaged in ordered annual training or to attend camps,
maneuvers, formations, or drills under orders of any branch, including the
reserve or auxiliary.
2. This leave will be granted without loss of pay or other employment rights.
B.
Leave Guidelines
1. National Guard and Military Reserve leave time will be calculated using working
days.
2. Employees will not be charged with military leave time for days that fall on their
regularly scheduled days off.
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3. Leave days do not have to be taken consecutively, the only limitation is the
300-hour maximum in any two consecutive military fiscal years (October 1
through September 30).
4. Travel time will not be allowed in addition to inclusive dates shown on requests.
5. A copy of the Military Orders will accompany leave requests.
Section 5-9: Uniform, Clothing and Equipment Allowance
A.
Department-issued equipment, as follows:
1. The Police Department will furnish to each unit member entering the
department the following:
1
Uniform Belt
1
Handcuff Case
1
Holster
1
Helmet
1
Magazine Pouch
1
Service Weapon
1
Pepper Spray Holder
1
Pepper Spray Canister
1
Pair of Handcuffs and Key
1
Uniform Breast Badge
1
Flat Badge with Case
1
(pair) Puncture resistant gloves
The department also agrees to provide spit masks on a continuous basis.
2. Pilot’s equipment list as follows:
The Police Department will furnish the following to each unit member assigned
to the Air Support Detail:
2
Nomex (or equivalent in quality) Flight Suits
1
Flight Helmet
1
Standard Headset
3. The Department shall replace those items as they, in the judgment of the
Department, become unserviceable due to wear or damage in the course and
scope of official duties.
B.
A unit member will receive $1,150 clothing allowance per annum. Barring
unforeseen circumstances, payment for uniform allowance will be made on or
before August 1 of each fiscal year. Such payment will be made to cover the cost
of uniforms, maintenance, cleaning of such uniforms, and for other duty-related
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expenses and for the unit member to provide a required flashlight and fresh
batteries.
C.
A new unit member will receive an initial fiscal year uniform allowance equal to
1/12 of the annual allowance per month from the first day of the month of his
employment through the end of the fiscal year. This payment will be made in a
lump sum during the first 60 days of employment.
D.
A unit member who leaves City Employment shall repay to the City the uniform
allowance equal to 1/12 of the annual allowance per month for each month
remaining in the fiscal year after the last day of the month in which separation
occurs, provided, however, that a unit member who retires will not be required to
repay any uniform allowance. In addition, the family or beneficiary of a unit member
who dies while in the employment of the City shall not have to pay back any uniform
allowance.
E.
A unit member who has been on extended leave (paid or unpaid), excluding
industrial leave, sick leave, or military leave of 2 months or longer, shall have the
next annual uniform allowance reduced by 1/12 of the annual allowance for each
month of extended leave.
F.
1. On or before August 1 of each fiscal year, a unit member assigned to the
following details/squads/units will, in addition to his annual clothing allowance,
be provided a one-time payment per the following schedule upon initial transfer
to that assignment.
Canine
$320 $500
SAU (Tactical)
$320 $500
Air Unit
$320 $500
Solo Motor
$320 $500
TRU***
$320 $500
Detectives*
$320 $500
Bike Officers**
$320 $500
Honor Guard
$320 $500
SAU Negotiators
$320 $500
Drone Pilots
$320 $500
Firearms Training Detail $320 $500
*
Detective is defined as a certified detective who is in a detective or
investigative assignment or an assignment that normally requires the unit
member to wear civilian business clothes.
** Bicycles will be furnished by the City. To be eligible for the one-time
payment of $320 $500, a bicycle officer must successfully complete the 40-
hour bicycle certification class and be assigned to NET, DOU, CAO, the
airport, or a School Resources Assignment, or any designated bike squad
approved by the Police Chief (i.e. the Desert Horizon Precinct Bike Squad).
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2. A unit member assigned to the following details/squads/units will receive, on or
before August 1 of each fiscal year, in addition to his initial uniform allowances
described in section F1 above, an annual maintenance allowance per the
following schedule:
Canine
320 $500
SAU (Tactical)
320 $500
Air Unit
320 $500
Solo Motor
320 $500
Detectives
320 $500
TRU***
320 $500
Bike Officers**
320 $500
Honor Guard
320 $500
Firearms Training Detail
320 $500
The provisions of Subsection D of this Section shall apply to this Subsection.
** To be eligible for the one-time payment of $320 500, a bicycle officer must
successfully complete the 40-hour bicycle certification class and be
assigned to NET, DOU, CAO, the airport, or a School Resources
Assignment, or any designated bike squad approved by the Police Chief
(i.e. the Desert Horizon Precinct Bike Squad). All bicycle officers, assigned
to one of the details above, who do not ride during the course of their regular
duties, will be required to work at a minimum, one shift every fiscal year with
DOU, during a regular shift or a special event, utilizing Department issued
bicycles. This event will be coordinated with DOU command staff and the
affected units’ command. Proper notice of schedule change will occur of
the shift is outside of the unit members normal work hours.
*** TRU is defined as an officer who has completed the annual TRU
certification course and is assigned to a TRU response/support squad. The
Unit member must attend annual training and maintain certification to be
eligible for allowances.
G.
1. A unit member who purchases a new ballistic vest shall, upon showing proof of
purchase, be reimbursed an amount up to, but not exceeding, $1,000.
2. At the time of the purchase, the member can utilize the remainder of stipend to
purchase department authorized armor plates.
3. Upon replacement of his ballistic vest, a unit member shall be entitled to the
above $1,000 reimbursement every 5 years.
H.
1. The City agrees to reimburse a unit member for the repair or replacement of
uniform items and for other personal property damaged in the course of
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employment and performance of their assigned duties without fault or
negligence on the part of the unit member, other than normal wear and tear in
accordance with the schedule of items and maximum amounts authorized for
reimbursement outlined below:
Business Suit
$250 $500
Business Dress
$100 $200
Sport Coat
$150 $300
Dress Shirt
$50 $100
Dress Trousers
$75 $150
Dress Skirt
$75 $150
All Shoes
$100 $200
Uniform Boots
ALL
Motorcycle Boots
ALL
Motorcycle Gloves
$100 $200
Glasses and contacts RX
ALL
Sunglasses -non-RX
$80 $160
Watches
$80 $160
Jewelry
$75 $150
Police Uniform Trousers
ALL
Police Motorcycle Breeches
ALL
Police Uniform Shirt
ALL
Police Jacket
ALL
Police Motorcycle Jacket
ALL
Flashlight
$100 $200
Ballistic Vest
ALL
Service Weapon and (up to cost of City weapon) authorized attached
accessories
2. Reimbursements for full, 3/4, 1/2, 1/4, value are based on the supervisor’s
evaluation and recommendations of the article’s condition and age. Items not
listed above are not covered by the policy.
3. The option to repair or replace damaged items, and to determine whether
replaced property will be returned to unit member, rests with the City.
4. The provisions of this policy shall not apply if the unit member has concealed
or misrepresented any material fact or circumstances concerning the subject
of the loss, his interests therein, or in the case of any fraud or false statements
by the unit member relating thereto.
I.
Upon duty related retirement, the City will provide the retiring member a Retired
Police Officer’s Commission Card similar in appearance to the regular Commission
Card.
J.
Upon retirement, with Chief approval, a unit member will receive his breast badge
mounted on a plaque, a retired flat badge and case, handcuffs, and his fully
functional department-issued service weapon, including all 3 duty magazines, for
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$1.00. If the unit member dies in the line of duty or while employed by the
department, the unit member’s spouse or an adult survivor may elect to receive
these items, except for the flat badge and case, for $1.00 which will be paid by
PLEA. The unit member’s spouse or adult survivor will have the option of receiving
the service weapon in a fully functional condition, or may request the unit member’s
service weapon be disabled and mounted in a shadow box, or may decline
receiving the service weapon. The choice will be made in writing. PLEA will provide
a gun safety device, upon request by the unit member.
K.
A unit member assigned to the Canine Detail will have the option of purchasing his
dog as follows:
1. If both the police dog and the unit member have been in the Canine Detail in
excess of 5 years, at retirement the unit member may purchase his dog for
$1.00.
2. If both the police dog and the unit member have been in the Canine Detail in
excess of 5 years and the unit member leaves other than for retirement, the
decision to allow the purchase of his dog will be made on a case by case basis
and this decision will not be arbitrary.
L.
Unit members who are assigned a rifle or shotgun, currently qualified, and
assigned to patrol or a patrol specialty unit, Downtown Operations Unit, and Airport
Bureau will receive a stipend to offset costs of any Department authorized
equipment already purchased, that assists them with deployment and utilization of
their rifle or shotgun as follows:
• Eligible employees will be able to submit a memo with attached receipts for
new and/or replacement rifle or shotgun related equipment up to a limit of
$500 every 5 years.
Members will accumulate receipts for newly purchased equipment and will make
one submission to fiscal for reimbursement.
Section 5-10: Reimbursement for Education Expenses
A.
A unit member who participates in the Tuition Assistance Program shall be eligible
for tuition reimbursement pursuant to the following provisions:
1. For the 2021-2023 fiscal years, an employee may submit tuition expenses
incurred in the prior fiscal year such that the maximum total reimbursed does
not exceed $13,000 across any two-year period.
2. To be eligible for any reimbursement, a unit member must have successfully
completed academic or training courses approved by the Police Chief and the
Human Resources Director as provided in existing regulations.
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3. Unit members shall be allowed to use up to $500.00 of their reimbursement
benefit for job-related seminars, workshops, and professional memberships
each fiscal year.
Section 5-11: Leave of Absence
Subject to development of administrative controls, a unit member who has no other
accumulative paid leave may use up to 10 hours per year of accumulated sick leave for
non-emergency home care or medical treatment for a member of the unit member’s
immediate family subject to operational and scheduling factors. When utilizing this benefit,
the member shall identify the use of such time as non-emergency family illness. Such
leave request shall not be unreasonably withheld.
Section 5-12: Workers’ Compensation
A.
Employees shall continue to receive 100% of their current rate of pay while off-
duty due to an industrial injury based on current practice which is a maximum of 1
year per injury, thereafter the rate becomes 66-2/3%.
B.
Should the Association believe that a dispute in jurisdiction is unduly delaying a
Workers’ Compensation claim, or if the Association believes the City needs to
provide greater assistance to an employee trying to reopen an old claim, the
Association may request a meeting with City Workers’ Compensation staff
(provided the involved employee signs a release to do so) and such meeting will
be scheduled within 14 calendar days.
C.
The City will first attempt to use physicians from specialty lists created by City of
Phoenix Pension Boards for Independent Medical Examinations for employees in
Unit 4.
D.
Family and Medical Leave Act (FMLA) leave shall not run concurrent with leave
paid as industrial injury/illness (e.g. Workers’ Compensation).
ARTICLE 6: Miscellaneous
Section 6-1: Saving Clause
A.
If any Article or Section of this Memorandum should be held invalid by operation
of law or by a final non-appealable order of the Phoenix Employment Relations
Board or a final judgment of any court of competent jurisdiction, or if compliance
with or enforcement of any Article or Section should be restrained by such tribunal,
the remainder of this Memorandum shall not be affected thereby; and upon
issuance of such final order or decree, the parties, upon request of either of them,
55
shall meet and confer to endeavor to agree on a substitute provision or that such
a substitute provision is not indicated.
B.
It is recognized by the parties that currently the provisions of the Fair Labor
Standards Act are applicable to certain of the wage and premium pay provisions
of this Memorandum of Understanding (MOU) and that this MOU shall be
administered in compliance with the Act for so long as the Act is applicable.
C.
It is recognized by the parties that currently the provisions of the Americans with
Disabilities Act are applicable to certain of the provisions of this Memorandum of
Understanding (MOU) and that this MOU shall be administered in compliance with
the Act for so long as the Act is applicable.
Section 6-2: Copies of Memorandum
Within 60 days from the date that this Memorandum is adopted by the City Council, the
Association will arrange for printing of it for furnishing one to every unit member, unit
supervisor and to management personnel. The cost of such duplication and distribution
will be borne equally by the Association and the City. Printing vendors secured by the
Association shall comply with Chapter 18, Articles IV (City Construction Contractors'
Affirmative Action Requirements) and V (Supplier's and Lessee's Affirmative Action
Requirements), Phoenix City Code.
Section 6-3: Aid to Construction of Provisions of Memorandum of Understanding
A.
It is intended by the parties hereto that the provisions of this Memorandum shall
be in harmony with the rights, duties, obligations and responsibilities which by law
devolve upon the City Council, City Manager, Police Chief, and other City boards
and officials, and these provisions shall be interpreted and applied in such manner.
B.
The Association recognizes the powers, duties and responsibilities of the Police
Chief as set forth in the Charter and Ordinances and that pursuant thereto the
Police Chief has the authority to establish rules and regulations applicable to the
operation of the Police Department and to the conduct of the police officers
employed therein, subject to the express provisions of this Memorandum.
C.
The lawful provisions of this Memorandum are binding upon the parties for the term
thereof. The Association having had an opportunity to raise all matters in
connection with the meet and confer proceedings resulting in this Memorandum is
precluded from initiating any further meeting and conferring for the term thereof
relative to matters under the control of the Police Chief, the City Council or the City
Manager. This section shall not be construed to limit free and informal discussions
under, Section 2-2 hereof.
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Section 6-4: Changes in Department Operations Orders Pursuant to this
Memorandum
A.
Within 60 days from the date this Memorandum is adopted by the City Council, the
Department shall provide electronic copies of those Department and Operations
Orders reflecting changes pursuant to this Memorandum. Copies of such changes
shall be available to each unit member on or about July 1 of each fiscal year or as
soon thereafter as possible.
B.
During the preparation of changes to the Department’s Operations Orders, and
precinct/bureaus manuals, drafts of the proposed changes will be staffed out to the
Association.
Section 6-5: Physical Fitness
A.
It is recognized by the parties that it is the responsibility of a unit member at all
times to make every effort to maintain his physical condition so as to be fully fit to
perform his duties with maximum effectiveness.
To assist a unit member in this respect, the City agrees to provide and maintain
exercise equipment for each precinct station, Deer Valley, Resource Bureaus,
Police Headquarters, and at the Training Academy.
B.
The City will provide required FAA physicals to pilots assigned to the Air Support
Unit.
C.
If a unit member, while carrying out his official duties is exposed to an infectious
disease/virus, the City agrees to pay the expenses for inoculation of the member.
D.
Unit members are allowed to work out on their “Code 7” at Police Department
facilities. Unit members are required to remain in workpants/boots. Employees
who work out on their “Code 7”:
• Must adhere to Operations Order 4.1 (Meals and Breaks);
• Must submit a workout memo through the Chain of Command to the
Department Fitness Coordinator;
• Adhere to Operations Order 3.7 (Industrial Injuries);
• Must limit their activity to Strength Training/Cardio Training;
• May not work out on their “Code 7” during overtime shifts; and,
• May not work out during the last 2 hours of their duty shift, unless
approved by their supervisor.
Program viability will be reviewed annually by the Police Chief.
Section 6-6: Term and Effect of Memorandum
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A.
This Memorandum shall remain in full force and effect beginning with the first
regular pay period commencing in July 2023 2024, up to the beginning of the first
regular pay period commencing in July 2024 2025.
B.
Except as expressly provided in this Memorandum, the City shall not be required
to meet and confer concerning any matter, whether covered or not covered herein,
during the term or extensions thereof. This paragraph is not intended to preclude
informal discussions under Article 2, section 2-2 hereof.
C.
The provisions of this Memorandum shall be subject to Federal, State, Charter,
and existing local laws that vest jurisdiction and authority in the City Council,
Phoenix Employment Relations Board, and Phoenix Civil Service Board.
D.
This Memorandum constitutes the total and entire agreements between the parties
and no past written or verbal statement/agreements shall supersede any of its
provisions.
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IN WITNESS WHEREOF, the parties have set their hands this ____ of May, 2023.
_______________________________________________________
Darrell Kriplean, President, Phoenix Law Enforcement Association (PLEA)
_______________________________________________________
Jason Perkiser, Assistant Human Resources Director/Labor Relations, City of Phoenix
_______________________________________________________
Jeff Barton, City Manager, City of Phoenix
ATTEST:
_______________________________________________________
Denise Archibald, City Clerk, City of Phoenix
APPROVED AS TO FORM:
_______________________________________________________
City Attorney, City of Phoenix
PLEA Team:
City of Phoenix Team:
Darrell Kriplean, President
Jason Perkiser, Assistant HR Director, Labor Relations
Yvette Bro, Vice-President
Charmane Osborn, Assistant Police Chief
John Maxwell
Sean Kennedy, Assistant Police Chief
Michael Thomas
Dennis Orender, Commander
Santos Robles
Warren Brewer, Commander
Justin Hernandez
Tobin Daily, Public Safety HR Liaison
Dan Grant
Mark Bizik, Management Assistant II (Coordinator)
Danielle Vermeer, Management Intern (Scribe)
59
ATTACHMENT A
DRUG TESTING
The Phoenix Police Department’s Operations Order 3.21, Controlled Substance
Screening policy, is added to this Memorandum as Attachment B.
60
ATTACHMENT B
RETIREE HEALTH CONTRIBUTION
City of Phoenix
The City shall provide Basic Medical Reimbursement Plan (MERP) benefits to MERP
eligible unit retirees and to unit members who are hired before August 1, 2007 and are
eligible to retire no later than August 1, 2022 (the date of an individual’s retirement
eligibility was determined on August 1, 2007), at the monthly amounts based on years of
service listed below:
5 to 14 years of service
$135.00
15 to 24 years of service
$168.00
25 or more years of service
$202.00
Unit employees hired on or after August 1, 2007, regardless of years of service, may
qualify for a Post Employment Health Plan (PEHP) account.
Public Safety Personnel Retirement System (These benefits are not under City of
Phoenix control)*
Retiree only not on Medicare
$150.00
Retiree & family not on Medicare
$260.00
Retiree only on Medicare
$100.00
Retiree - one with Medicare
$215.00
Retiree - all on Medicare
$170.00
*Rates shown are for the 2012 calendar year. For current rates, see http://www.psprs.com/
61
ATTACHMENT C
Unit 4 – Police Officers
WAGES
Police Officer, Job Code 62210
Effective July 10, 2023
STEP
HOURLY
BI-WEEKLY
ANNUAL
1
35.75
2,860.00
74,360
2
37.44
2,995.20
77,875
3
39.22
3,137.60
81,578
4
41.09
3,287.20
85,467
5
43.04
3,443.20
89,523
6
45.08
3,606.40
93,766
7
47.23
3,778.40
98,238
8
49.48
3,958.40
102,918
9
51.84
4,147.20
107,827
Police Officer*Pilot, Job Code 62211
Effective July 10, 2023
STEP
HOURLY
BI-WEEKLY
ANNUAL
1
49.02
3,921.60
101,962
2
51.35
4,108.00
106,808
3
53.79
4,303.20
111,883
Police Officer*Rescue Pilot, Job Code 62212
Effective July 10, 2023
STEP
HOURLY
BI-WEEKLY
ANNUAL
1
50.83
4,066.40
105,726
2
53.26
4,260.80
110,781
3
55.79
4,463.20
116,043
Police Officer*Flight Instr, Job Code 62213
Effective July 10, 2023
STEP
HOURLY
BI-WEEKLY
ANNUAL
1
52.76
4,220.80
109,741
2
55.26
4,420.80
114,941
3
57.88
4,630.40
120,390
Police Officer*Chief Pilot, Job Code 62214
Effective July 10, 2023
STEP
HOURLY
BI-WEEKLY
ANNUAL
1
54.69
4,375.20
113,755
2
57.28
4,582.40
119,142
3
60.01
4,800.80
124,821