FY2026-FY2027 MOU, Buckeye Police Association - Final Redline.pdf
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1 MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY MANAGER OF THE CITY OF BUCKEYE AND THE BUCKEYE POLICE ASSOCIATION July 1, 2025– June 30, 2027 WHEREAS, the Buckeye Police Association (the “Association”) has been Certified as the official and exclusive Employee Organization for the City of Buckeye’s Police Officers as defined by City of Buckeye Code Chapter 3, Article 3-5, Section 3-5-2 (the “Employee Group”) for purposes of Meet and Confer; and WHEREAS, the Association submitted proposals relating to the wages, hours and working conditions of the City’s Police Officers by November 15, 2024, and the City Manager submitted a response; and WHEREAS, the City Manager or designee and representatives of the Association have met and conferred at mutually agreed upon times and places for the purpose of purposing a Memorandum of Understanding to present to the Mayor and City Council relating to the wages, hours and working conditions of the City’s Police Officers; and WHEREAS, the City Manager, and representatives of the Association, have achieved agreement on items to be included in a Memorandum of Understanding to present to the Mayor and Council at the conclusion of Fiscal Year 2025. NOW, THEREFORE, this Memorandum of Understanding has been prepared by the City Manager and the Association for presentation to the Mayor and Council for their consideration, with the recommendation to accept the following items to be implemented effective the first payroll period of Fiscal Year 2026, or as soon thereafter as they reasonably can be implemented, and enforced during Fiscal Year 2026 and Fiscal Year 2027 in accordance with City of Buckeye Code Chapter 3, Article 3-5, Section 3-5-9. WAGES AND HOURS 1) Salary Structure (Appendix A) a) In accordance with City of Buckeye Employee Policies and Guidelines, Policy 300 members shall be paid on a step system which includes annual 5% steps. (1) Approved COLA adjustments shall be applied to Step 1 of Officer pay with all other steps adjusted based upon the 5% step structure. (2) Police recruits shall be paid at 95% of a step 1 Officer pay. (3) Police Sergeants shall be paid 8.4% higher than the top step Officer pay. b) Employees at the top step shall receive a lump sum payment following their anniversary date based upon the percentage annual (non-COLA) increase provided to the general employee group. c) Steps are provided on an employee’s anniversary date contingent upon budget availability. Increase over top of prior Range Step Increase % 1 2 3 4 5 6 7 8 Police Recruit -5.00% Police Officer 0.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% Police Sergeant 8.40% 5.00% 5.00% 5.00% 5.00% 5.00% Deleted: 2 Deleted: the 2022-2023 budget Deleted: y Deleted: 2023-2024 Deleted: 4 Deleted: 5 2 2) For purposes of calculating overtime pay, compensatory time used and industrial related leave to attend off- duty appointments shall not be considered time worked and shall be deducted from “hours worked” in the workweek. All other leaves will be considered hours worked. The Association recognizes that compensatory time is not considered hours worked as overtime has already been paid against that bank of time. Sick, Vacation and Holiday Cash-outs do not count towards hours worked. 3) An off-duty non-exempt employee who is called back to work prior to his/her regularly scheduled starting time and continues to work into the regular shift will be paid for the time worked. An employee called in at any other time will be guaranteed a minimum of three (3) hours of pay. 4) City management will include in the annual wage and classification survey, premium pay for specialized assignments including but not limited to: field training, bilingual services, patrol sergeants, detective sergeants and detectives, traffic enforcement officers, K-9 and SWAT. 5) The regular work hours for Police Officers will typically be either: (i) five shifts of eight consecutive hour’s duration in a seven-day period; or (ii) four shifts of ten consecutive hour’s duration in a seven-day period. a) Alternative work schedules may be established by the Chief following consultation with Association representatives. b) When practicable, prior to changing work schedules the Department will provide the Association two weeks’ notice of the change. This paragraph is not a guarantee of a fixed number of hours of work per week. 6) Schedules for positions in the Employee Group that require immediate response to radio calls may include briefing time and 30-minute meal periods. 7) When the training, experience, and ability of employees is relatively equal, the Department will consider seniority, defined as length of continuous service in a classification, as a factor in making decisions concerning work assignments, schedules, and layoffs. 8) Shift Differential Pay a) Police Officers and Police Sergeants working a swing or graveyard shifts will receive shift differential pay for all hours worked on that shift. This additional compensation will be considered wages and all applicable tax and benefit withholdings shall apply. (1) Swing Shift differential pay for Officers and Sergeants will be equal to 2.5% of the top Police Officer step on the current Police Pay Scale. Swing Shift is defined as the majority of hours worked after 1100 hours. (2) Graveyard Shift differential pay for Officers and Sergeants will be equal to 4.0% of the top Police Officer step on the current Police Pay Scale. Graveyard Shift is defined as the majority of hours worked after 2000 hours. b) Employees who are called back or who are covering another shift for another employee, and that shift is eligible for shift differential, and the employee is performing work outside their regularly assigned shifts, shall receive shift differential pay. c) Shift differential is not paid to employees on paid or unpaid leave. 9) Stand by Pay (On Call) a) Stand by pay is a type of premium pay that is paid to police officers and sergeants who are assigned to Specialty units as determined by the Chief of Police in a stand by (on call basis) to meet the needs of the department. Procedures for the use of this investigative resource are detailed in Buckeye Police Department Policy. Deleted: after completing his or her shift and leaving the work area will receive a minimum of three hours of pay. Call- back pay will be calculated at an overtime rate. Call back pay generally will be calculated from the time the employee starts working until the work is completed and he/she is released from duty. Deleted: Deleted: working Deleted: and Deleted: an additional $1.25 per hour Deleted: law enforcement Deleted: the criminal investigations division. Due to the nature of their work assignment, criminal investigators are required to work, or be available to work, unscheduled duty related to call outs after hours or during regularly scheduled days off. This investigative resource is for both routine and extraordinary circumstances Deleted: 617 3 b) The method of compensation for standby/on call assignment consists of the following: (1) One (1) hour of compensation for assigned duty days. (2) Two (2) hours of compensation for assigned off duty days. 10) Field Training Officers (FTO) a) Police Officers and Sergeants assigned by, and at the sole discretion of the Police Chief or designee and performing as a Field Training Officer or Field Training Sergeant shall receive a 5.0% increase to their base hourly rate of pay. (1) Police Officers assigned as FTO’s for new employees shall receive FTO assignment training pay for all hours worked. (2) Police Officers and Sergeants assigned as a part-time FTO shall receive FTO assignment training pay for all hours worked while they have been tasked by that unit’s command to provide newly assigned employees with the initial training necessary. 11) Specialty Assignment Pay a) Full-time sworn police employees assigned to specialty assignments, as defined by the Police Chief, shall receive specialty pay which will be equal to 3.0% of the top Police Officer step on the current Police Pay Scale. (1) Examples of assignments include, but are not limited to, Special Weapons and Tactics (SWAT), Criminal Investigation Division (CID), Traffic, and K9. (2) Employees shall only receive the Specialty Assignment Pay for a maximum of two (2) specialty assignments, regardless of the number of specialty units they are assigned to. b) Employees receiving this Specialty Assignment Pay acknowledge the payment will cease upon suspension, removal or other departure from any of these teams. This payment is considered wages and all applicable payroll deductions will apply. BENEFITS 12) The Department may develop a program for every sworn officer to participate in one hour of physical fitness training per shift. 13) If an employee is exposed to an infectious disease while carrying out his or her official duties, the City will pay for inoculating the employee if an inoculation is available. 14) Before providing new benefit programs or changing benefit programs that are provided to the Employee Group, the City Manager or his/her representatives will meet with the Association’s representatives to explain the new or changed benefit programs. When practical, the City Manager will discuss Association proposals concerning new or changed benefit programs before they are implemented. 15) Uniform Allowance – the uniform allowance shall be paid out semiannually as follows: a) $1,100.00 in the paycheck for the first full pay period in July. b) $1,100.00 in the paycheck for the first full pay period in January. 16) The City Manager shall propose a citywide deferred compensation matching contribution in the FY2026 Budget. If approved this will apply to all members of the BPA. Deleted: <#>¶ Compensation:¶ Deleted: ¶ Compensation may be taken as paid straight time or banked as straight time comp hours at the discretion of the employee.¶ Deleted: T Deleted: P Deleted: will be paid to the training employee when Deleted: will receive an additional $1.50 per hour. Deleted: additional $1.50 per hour Deleted: one Deleted: premium payment Deleted: is effective only when the employee is assigned, by the Chief of Police, to SWAT, CID, Traffic, or K9 and Deleted: <#>The Department, with the City Manager’s approval, may in its discretion credit a newly hired Officer with years of comparable service in the military or public safety department for purposes of calculating the officer’s vacation accrual.¶ A police officer will not accrue vacation in any payroll period in which he or she has been absent without approval, or any payroll period in which he has been on an unpaid leave of absence for two or more regular work shifts, except when on unpaid military leave.¶ Deleted: and Deleted: of each year 4 ADMINISTRATIVE INVESTIGATIONS (PSU) 17) Any employee under a criminal and/or administrative investigation shall not be subject to a polygraph. 18) A Buckeye Police Association member employee shall have the right to both attendance by an Association Attorney and/or an Association member if so desired during any disciplinary procedure at no cost to the City. 19) The City agrees that the police department disciplinary policies will not be imposed in addition to city policy for the purpose of disciplinary procedures. 20) The Buckeye Police Association will be provided with the opportunity to review and comment on any proposed and/or revised police department policy. OTHER WORKING CONDITIONS 21) When release time is desired, the Association President, Vice President, Secretary or Treasurer or their designee, will provide the Chief or the Chief’s designee with written notification to the Chief of the request for release time. The written request will state: a) (i) the public purpose of the release time and the consideration provided to the City in exchange for the release time requested; and (ii) the date(s) and time(s) requested; and (iii) the identity of the police officers for whom release time is being requested. b) The purpose for which release time may be approved: (i) To participate in City-sanctioned committees or sponsored charitable activities; (ii) Other legitimate Association business approved by the Chief. c) Notice must be submitted seven (7) days in advance except in cases of emergency. Release time may be approved if the Chief agrees the request is for a public purpose, is supported by adequate consideration to the City and if the time can be accommodated in lieu of the operational, staffing and training needs of the Department without additional cost to the City. Release time will be reasonable. Total release time taken by Association representatives will not exceed a cumulative total of five hundred sixty (560) hours per fiscal year. Nothing in this paragraph will be construed to permit a violation of any city Policy, rule, regulation or guideline. 22) Association Board Members may utilize the City’s email system to communicate about the business of a certified Employee Organization. Such use will not disrupt work performance or normal business activities; will not interfere with the City’s operations; will not compromise the security or reputation of the City of Buckeye; will not burden the City with noticeable resource utilization or create costs for the City; and will comply with City Policies and Guidelines concerning the proper use of the City’s electronic resources. The City and the Association recognize that most email is a public record when sent or received. 23) Association representatives may distribute materials on the City’s premises, as any other public entity, as long as the distribution does not disrupt work performance or normal business activities. 24) The City will provide bulletin boards for use by a certified Employee Organization to communicate with its members. Employees must exercise courtesy, common sense, and decency in posting materials. Items which for example are abusive, harassing, defamatory, and/or unlawful or violate City policies will not be posted. Deleted: <#>Application of city policy in lieu of police department policy for violations will be at the discretion of the Chief of Police¶ 25) The City will provide non-confidential, readily available information requested by a certified Employee Organization. The information may include, but is not limited to, information concerning the Employee Group, its personnel, benefits data and survey results. 26) Future External Candidates for Buckeye Police Command Staff – Buckeye Police Association members may participate in any public forum for the purpose of meeting final external candidates for the positions of Chief of Police, Assistant Chief of Police and other Command Staff candidates above the rank of Lieutenant. 27) During the term of the Memorandum of Understanding, the City Manager or his/her representatives or designees may meet with the Association’s representatives to discuss revisions to the Memorandum of Understanding in view of fiscal or budgetary constraints or unanticipated developments. Dated this _____ day of _________ 2025 David B. Roderique Jason Woliver Interim City Manager Buckeye Police Association