HomeMy WebLinkAboutItem 09 Approval of Ratification of the Police Officers and Sergeants Collective Bargaining Agreement
City of Ocoee ▪ 1 N. Bluford Avenue ▪ Ocoee, Florida 34761
Phone: (407) 905-3100 ▪ www.ocoee.org
STAFF REPORT
Meeting Date: August 19, 2025
Item #: 9
Contact Name: Jenetta Wilson Department Director: Jenetta Wilson
Contact Number: Ext. 1030 City Manager: Craig Shadrix
Subject: Approval of Ratification of the Police Officers and Sergeants Collective Bargaining
Agreement. (Human Resources Director Wilson)
Background Summary:
The existing Collective Bargaining Agreements between the Florida Police Benevolent Association, Inc. (PBA)
for Officers, Corporals, and Sergeants remain in effect until September 30, 2025. Under the direction of the
City Manager, city staff and the PBA have negotiated the terms for a new contract term of three (3) years
ending on September 30, 2028. The PBA Union has proceeded to a ratification vote of the terms of the
Collective Bargaining Agreements (by the sergeants and police officers). As the police officers have voted 44
in favor and 4 against the terms and the sergeants have voted 9 in favor and 0 against the terms for
ratification, the City Commission is required to vote to approve the Collective Bargaining Agreements as
ratified by the members of the PBA.
In light of prevailing market volatility, the City’s bargaining team and the PBA agreed to implement a wage
adjustment for Year 1 of the contract only. Additionally, both parties consented to a wage re-opener clause for
Years 2 and 3 to allow for renegotiation based on future economic conditions and fiscal considerations.
Additional contract items will be reviewed during a closed executive session prior to the City Commission
meeting. The full contract is provided below for reference.
Issue:
Should the Honorable Mayor and City Commissioners approve the terms as ratified, in accordance with the
attachments received from the PBA after their vote?
Recommendations:
Staff recommends that the Honorable Mayor and City Commissioners approve the terms as ratified, in
accordance with the attachments received from the PBA after their vote.
Attachments:
1. PBA Tally Sheets
2. Ocoee Corp Ofc . 2025 - 2028
3. Ocoee Sergeants 2025 - 2028
Financial Impacts:
The Officer's contracts provide a 1% increase to the Industry Based Competitive Scale for the first year of the
City of Ocoee ▪ 1 N. Bluford Avenue ▪ Ocoee, Florida 34761
Phone: (407) 905-3100 ▪ www.ocoee.org
contract bringing our starting salary for police officers to $64,633.50. Officers on patrol will go from working
2080 hours annually to 2184 annually. For year one, officers and sergeants will receive increases respective
of their years of service. The City's bargaining team has agreed to re-open the wage article for years 2 and 3
of the contract. Officers will have an increased uniform allowance to ensure uniformity in appearance within
the department. The financial impact of this agreement has been provided for in the budget.
Type of Item: Consent
Collective Bargaining Agreement
Between
Florida Police Benevolent Association, Inc.
and the
The City of Ocoee
A Municipality of the State of Florida
Officer’s & Corporal’s Contract
October 1st, 2025 to September 30th, 2028
TABLE OF CONTENTS
Article 1 – Recognition and Intent………………………………………………………………… 3
Article 2 – Declaration of Principles……………………………………………………………… 4
Article 3 – Union Security and Check-Off………………………………………………………… 4
Article 4 – Union Business and Services………………………………………………………….. 6
Article 5 – Managements Rights……………………………………………………………………… 9
Article 6 – Grievance and Arbitration……………………………………………………………… 11
Article 7 – Transfers………………………………………………………………………………………. 18
Article 8 – Voting………………………………………………………………………………………….. 21
Article 9 – Union/Management Meetings…………………………………………………………21
Article 10 – Insurance……………………………………………………………………………………. 22
Article 11 – Strikes…………………………………………………………………………………………. 22
Article 12 – Holidays……………………………………………………………………………………… 22
Article 13 – Paid Time Off………………………………………………………………………………. 24
Article 14 – Hours of Work and Work Schedule……………………………………………….. 26
Article 15 – Alternative Duty………………………………………………………………………….. 30
Article 16 – Wages………………………………………………………………………………………… 31
Article 17 – Uniforms and Equipment……………………………………………………………… 33
Article 18 – Probationary Period…………………………………………………………………….. 35
Article 19 – Continuous Employment (Seniority)……………………………………………… 36
Article 20 – Safety and Health……………………………………………………………………….. 38
Article 21 – Working Out of Classification……………………………………………………….. 44
Article 22 – Miscellaneous……………………………………………………………………………… 44
Article 23 – Extra-Duty Employment………………………………………………………………. 45
Article 24 – Education…………………………………………………………………………………… 46
Article 25 – Pension………………………………………………………………………………………. 47
Article 26 – Sergeant Promotion…………………………………………………………………….. 48
Article 27 – VEBA…………………………………………………………………………………………. 50
Article 28 – Duration…………………………………………………………………………………….. 50
Article 29 – Corporal’s Rank…………………………………………………………………………… 50
Signature Page………………………………………………………………………………………………. 53
Appendix A…………………………………………………………………………………………………… 54
Appendix B…………………………………………………………………………………………………… 56
Appendix C…………………………………………………………………………………………………… 57
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ARTICLE 1:
RECOGNITION AND INTENT
Section 1.1: Parties
This Agreement (hereinafter “Agreement,” “CBA” or “Contract”) is entered into by and
between the City of Ocoee (hereinafter, “Employer”) and the Florida Police Benevolent
Association, Inc. (hereinafter, the “PBA” or “Union”).
Section 1.2: Recognition
A. The City hereby recognizes the Union as the exclusive bargaining
representative for all employees in the units certified by the Public Employees Relations
Commission certification in Case No. RC1674 or “Unit A” or, City of Ocoee Police
Department’s “Corporals and Officers.”
B. The bargaining unit excludes the Chief of Police, Assistant Chief of Police,
Deputy Chiefs, Captains, Lieutenants and all other employees unless specifically included
in the bargaining units certified by PERC, as well as the following positions:
i. All sworn exempt staff assistants, regardless of rank, assigned to the
administration of the Professional Standards Division
ii. All General employees assigned to the Police Department
iii. All sergeants assigned to the Professional Standards Division
Section 1.3: Entire Agreement
This Agreement which becomes effective October 1, 2025, constitutes the entire
Agreement and understanding between the parties and, subject to applicable law, shall
not be modified, altered, changed or amended in any respect except on mutual agreement
set forth in writing and signed by authorized representatives of both parties, and
supersedes any and all previous agreements and understandings between the parties,
either written or orally.
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Section 1.4: Effect of Laws and Ordinances
In the event that any of the provisions of this Agreement shall be held in violation of any
federal or state law as applied to this specific Agreement, such determinations shall not
in any way affect the remaining provisions of this Agreement, unless otherwise provided
by law.
ARTICLE 2:
DECLARATION OF PRINCIPLES
Section 2.1: Non-Discrimination
Neither the Union nor the City shall illegally discriminate against any employee on the
basis of race, color, religion, age, gender, legally recognized disability, political affiliation,
national origin, for any reason prohibited under Florida Statutes or any Federal law, or
Union membership or non-membership. The use in this Agreement of the designation
“he” in referring to any employee shall mean “he” or “she” wherever used. Claims or
grievances related to discrimination shall be handled per ser section 3.02 of the Personnel
Rules and Regulations.
ARTICLE 3:
UNION SECURITY AND CHECKOFF
Section 3.1: Dues
The Employer will deduct bi-weekly Union dues from the paychecks of those Unit
employees who authorize such deduction in writing in the manner allowed by law.
Deductions will begin the second pay period after the Employer receives such written
authorization. No deduction shall be allowed for payment of initiation fees, assessment
or fines.
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Section 3.2: Amount
The Union will notify the City Human Resources Director (hereinafter “HRD”) as to the
amount of dues. This notice must state the biweekly amount in dollars and cents for each
individual member. The City shall charge the deduction as soon as practically consistent
with its normal bookkeeping procedures, but no less than thirty days after the change is
certified to the HRD, so long as the certification is legally sufficient.
Section 3.3: Remittance
With written instructions provided by the Union and a written authorization from the
employee acceptable to the City, the City will direct deposit Union members’ dues to the
Union’s account. Direct deposits will cease upon written notice, next payroll following
written notice from the employee of same.
Section 3.4: Recourse
If there is an amount deducted in excess of what is authorized by the employee, the City
will reimburse the employee provided a timely grievance is filed if the excess deduction
was made as a result of a mistake by the City; otherwise, the employee shall have recourse
only against the Union.
Section 3.5: Minimum Pay
No deduction shall be made from the pay of any payroll period in which the employee’s
net earnings for that payroll period, after other authorized or legally required deductions,
are less than the amount of dues to be checked off.
Section 3.6: Withdrawal
Any member can stop payroll deduction by giving written notice to the Public Employer
and the Union. The Employer shall stop the deductions thirty (30) days after receipt of
written notice from the employee.
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Section 3.7: Indemnity
The Union will indemnify, defend, and hold the City harmless against any and all claims,
demands, or suits or other forms of liability that shall arise out of, or by reason of action
taken or not taken by the City on account of payroll deductions of Union dues.
ARTICLE 4:
UNION BUSINESS AND SERVICES
Section 4.1: Representation and Notice
The Union shall be represented by its designated officials. The Union shall notify the HRD
in writing of the names of its PBA representatives, as well as any designated substitute to
serve as the Union representative. The City is not required to deal with any employee as
a representative of the Union other than its designated officials.
Section 4.2: Activities
A. The PBA representatives, or his designee, shall carry out their activities
on behalf of the Union, including investigating or settling grievances, during their non-
working hours unless they obtain prior permission from the Chief, or his designee, so long
as there is no interference with the work activities of the employee or the mission of the
Department. When the PBA representative, or his designee, is engaging in such activities
while on duty, there shall be no loss of pay. When the PBA representative, or his designee,
is engaging in such activities when they are off duty, they shall not be entitled to pay. The
parties agree that PBA representatives shall be allowed to conduct de minimis union
duties while on duty at the Ocoee Police Department.
B. The PBA representative, or designee, shall be allowed to communicate
official Union business to members in non-work areas during non-working time so long
as it does not interfere with Departmental operation as determined by the Chief.
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Section 4.3: Time
It is expected that the investigation and processing of grievances, by the PBA
representative, or his designee, to the extent that the time of unit employees is required,
will occur during both on and off duty of those involved, if on duty, employee shall be paid
their normal rate of pay.
Section 4.4: Visitation
The Chief, or his designee, shall permit one authorized non-employee Agent of the Union
access to the Police Department to handle grievances arising under this Agreement. The
Agent designed to have access to the Department shall first obtain the permission from
the Chief, or his designee, which will normally be the ranking officer on duty at the station
at the time, before coming into any working area, and may, at the option of the Chief, or
his designee, be accompanied by a managerial employee in the event the Union agent
needs to visit a particular area of a station. The Agent will not in any way interfere with
the work of employees or the operations of the Department. If, during a visit, the Agent
wishes to have a private conversation with an employee, the Chief, or his designee, will
allow the same consistent with his determination of operational needs and will designate
the place the conversation with occur.
Section 4.5: Solicitation and Distribution
Except as modified by this Agreement, the Union, its members, agents, representatives
and all persons acting on its behalf, including the Employer’s employees covered by this
Agreement, are strictly prohibited by law and this Agreement from soliciting any of the
Employer’s employees, for Union purposes, during the work time of any employee
involved, and from distributing Union literature in any work area at any time. It is
understood and agreed that any employee who violates either of these prohibitions is
subject to discipline. (“Work time” is any time, exclusive of breaks or mealtime during the
hours of a shift.)
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Section 4.6: Time-Off Without Loss of Pay
With respect to disciplinary proceedings under the City Personnel Rules and Regulations
(hereinafter “PRR”) or this Agreement, bargaining unit employees who participate in such
proceeding, including an employee representative of the employee, if any, shall be treated
the same as all other City employees with respect to time off and pay. With respect to
contract negotiations between the Union and the City, the Union Representatives shall
not lose any pay for the work hours spent participating in such contract negotiations.
Section 4.7: Bulletin Boards
The Employer agrees to set aside space for a bulletin board (not to exceed 30" by 24") to
be provided by the Union for its use in informing its membership as to official Union
business. It is however, agreed and understood that materials to be posted and emails
regarding official Union business, if such materials are derogatory, abrasive, abusive, or
critical about any person, or City policy, practice, employees or officials are intemperate
in language and/or are not related to legitimate Union business, or which are factually
inaccurate, will be removed. The bulletin board may not be used for any political purpose
or to support or oppose any political candidate or issue; provided however, it may be used
for internal elections held by the Union among its membership. At the Chief’s discretion,
the Union may use the City E-Mail system to communicate with the Members, only after
the Chief has reviewed and approved the same in advance.
Section 4.8: Information
A. The Human Resources Department shall provide the Union a copy of the
names, and salary of bargaining unit members, upon written request by the Union, but
not more often than twice a year.
B. The City shall furnish the Union office a copy of all current or
subsequently amended written SOPs, GOs, City PRR and other rules, regulations and
policies applicable to bargaining unit employees.
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C. The City shall provide the Union (Chief Negotiator and all City of Ocoee
employees who are PBA Representatives (listed in Section 4.1, above) with anticipated
adjustments, amendments to, amendments of, and proposed new regulations concerning
any and all matters stipulated in subsection B above, in order that the Union may give
comment and/or recommendations on the subject within ten (10) business days from the
date received. Failure to respond in ten (10) business days shall be considered as non-
contested, unless the change is a mandatory subject of bargaining. Any impact on wage,
hours or terms and conditions of employment shall be the subject of bargaining prior to
implementation.
D. The City shall make available to all members of the bargaining unit all City
PRRs, GOs, SOPs and any and all other rules applicable to the unit members.
Section 4.9: Contract Review
Within twenty-one (21) calendar days from the ratification and approval of this
Agreement, the PBA may elect to conduct meetings with the bargaining unit members as
well as those employees designated by the City. The expressed purpose of the meetings is
to review in detail the provisions contained in this Agreement and to answer relevant
questions concerning labor-management issues.
ARTICLE 5:
MANAGEMENT RIGHTS
Section 5.1: Functions of Management
Except as provided by law, including Chapter 447, Part II, Florida State Statutes, it is the
function of management to determine and direct the policies, mode and method of
providing its services.
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Section 5.2: Operations and Direction of Work Force
The City shall continue to exercise the exclusive right to take any action it deems necessary
or appropriate in the management of its operations and the direction of its work force. The
City expressly reserves all rights, powers and authority customarily exercised by
management, and functions which the City has not expressly modified or delegated by
express provisions of this Agreement. In the event that the City is under a State of
Emergency, the City shall notify in writing the union and the members at the time the City
knew, or should have known, of the State of Emergency. The City shall distribute the
Operational Plan a minimum of seventy-two (72) hours in advance of commencement,
unless exigent circumstances exist.
Section 5.3: Examples of Management Rights
The Union and the employees covered under this Agreement recognize and agree that the
City has the sole and exclusive right except as specifically provided for in this Agreement,
to manage and direct any and all of its operations.
Section 5.4: Rules and Regulations
To the extent that the same are not in conflict with this Agreement, Ordinances of the City
of Ocoee, rules and regulations of the City and the Department, and Personnel Rules and
Regulations (PRR), General Orders, and SOPs of the Ocoee Police Department shall be
implemented by the City of Ocoee, Florida. No City PRR, General Order or SOP shall
supersede State and Federal law.
Section 5.5: Grievances and Impact Bargaining
A. The exercise of such rights shall not preclude employees or their
representatives from raising grievances, if decisions on the above matters are alleged to
violate the terms and conditions of the Agreement.
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B. However, unless this CBA provides otherwise, the Union retains its right
to negotiate over the impact of such actions to the extent that such actions impact wages,
hours, or terms and conditions of employment, and the law requires the City to engage in
impact bargaining.
Section 5.6: Waiver
The City’s failure to exercise any function or right hereby reserved to it, or it’s exercising
any function or right in a particular way, shall not be deemed a waiver of this right to
exercise such function or right, nor preclude the City from exercising the same in some
other way not in conflict with the express provisions of this Agreement.
Section 5.7: Emergencies
If, in the sole discretion of the Mayor or City Manager, it is determined that a civil
emergency condition exists, including but not limited to riots, civil disorders, hurricane
conditions or other catastrophes, the provisions of this Agreement may be suspended by
the Mayor or City Manager during the time of the declared emergency, provided that wage
rates and fringe benefits shall not be suspended.
Section 5.8: Job Duties
It is understood by the parties that every incidental duty connected with operations
enumerated in job descriptions is not always specifically described and employees, at the
discretion of management, may be required to perform other duties not specifically
contained in their job description and in accordance with the Police Department mission.
Unit members shall perform work as assigned by the Chief or designee.
ARTICLE 6:
GRIEVANCE AND ARBITRATION
Section 6.1: Grievance
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A grievance is defined as a difference between the City and any bargaining unit member
or the Union involving an alleged violation or misapplication of a specific provision of this
Agreement. Grievances shall be processed in accordance with the following procedure
and shall be determined by application of the terms of this Agreement, the laws of the
United States, the laws of the State of Florida (including F.S.S. 112.532, 112.533, 112.534
and 112.536), and the Charter and Ordinances of the City of Ocoee. When an Article or
Section in this contract references or incorporates the City Personnel Rules and
Regulations (PRR) a claimed violation, misapplication or misinterpretation of the PRR
shall be subject to this Article. The parties agree that bargaining unit members will be
disciplined for just cause only.
Section 6.2: Grievance Procedure
Whenever a grievance as specified in Section 6.1 arises between the City and the unit
members or the Union, the matter will be handled in accordance with the following
procedure. The term “days” as used in this Article shall refer to business days (Business
days are defined as Monday through Friday, excluding weekends and holidays. The
parties agree that, by mutual consent, the timelines listed in this article may be extended.
Grievances may be submitted in-person, via electronic mail (e-mail) or by registered or
certified mail.
Informal Procedure:
Within ten (10) business days after the act or occurrence which gives rise to the grievance,
or the unit member knew of such act or occurrence, whichever first occurs, the unit
member may meet to discuss the grievance with the unit member’s Division Commander
in an attempt to resolve same. The Division Commander shall have ten (10) business days
to respond to the bargaining unit member’s concerns brought forward by the member.
Formal Procedure:
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Step 1: If the grievance is not settled in the informal procedure, noted above, or if
the grievant decides to proceed with a formal grievance, the grievance must be
reduced to writing and signed by the unit member or PBA Representative, within
ten (10) business days receipt of the Division Commander’s response in the
Informal Process, if applicable, and presented to the Assistant Chief of Police, or
equivalent, unless the Assistant Chief of Police, or equivalent, is the subject of the
grievance. In this case, the grievance shall be submitted directly to the Chief of
Police.
The written grievance must include:
a. A statement of grievance and a summary of the facts on which the grievance
is based.
b. The remedy requested.
A copy of the grievance form is hereby adopted and placed in the appendices.
The Assistant Chief of Police, or equivalent, will respond in writing within ten (10)
business days after receipt of the grievance.
Step 2: If the grievance is not settled in Step 1, within ten (10) business days of
receipt of the Assistant Chief of Police, or equivalent, response in Step 1, the
grievant or Union may file the grievance, with the Chief of Police. Within ten (10)
business days of delivery of the written Step 2 grievance, the Chief of Police, or his
designee, shall meet to discuss the grievance with the grievant and/or Union
representative. The Chief, or his designee, shall respond in writing within ten (10)
business days after the meeting. The meeting with the Chief of Police shall not
include the Assistant Chief of Police, or their equivalent.
Step 3: If the grievance is not resolved in Step 2, the grievant may file the grievance
with the City Manager within ten (10) business days after receipt of the Step 2
response. The City Manager, or Assistant City Manager (ACM), or Human
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Resources Director (HRD) shall hold a meeting with the grievant and Union to
discuss the grievance within ten (10) business days after receipt of the grievance.
The City Manager, DCM or HRD shall respond, in writing, within ten (10) business
days after the meeting.
1. Failure of the City to respond at any grievance step entitles the grievant to
proceed to the next step within the time limits. Should the grievant proceed,
the grievance process should continue and treated as if the City denied the
grievance in writing on the last day an answer was due. The unit member
grievant shall be entitled to be present at any meeting held under Step 2 or
Step 3.
2. When bringing a grievance in its name, the Union may file at either Step 2
or Step 3 depending on the circumstances surrounding the grievance.
3. When denying a grievance, in whole or in part, management’s response
shall contain the specific reason(s) for denial. Generic denials such as, “the
grievance has no merit” or “the grievance is denied,” shall not be sufficient.
All grievance responses originating at Steps 2 and 3, shall be forwarded to
the grievant and the Union.
4. All grievances for disciplinary matters involving unpaid suspension,
demotion or termination may be appealed through the grievance process.
Section 6.3: Arbitration
If the grievance is not resolved through above steps, the Union has the exclusive right to
submit the grievance to binding arbitration. Arbitration proceedings must be initiated by
serving of the Union’s written request for arbitration within twenty (20) days after the
City Manager’s response. Submission to the arbitrator shall be based exclusively on the
written grievance as submitted in Steps 1 and 2 of the grievance procedure.
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The arbitrator selected shall decide the dispute by using the preponderance of evidence
standard and such decision shall be final and binding on the parties. The expenses of the
arbitrator shall be borne equally by the parties; and, each party shall be responsible for
its own attorneys’ fees, any court reporting services it wishes to use, and the wages of unit
members, whether they be witnesses, potential witnesses, representatives, or grievant, it
utilizes in any arbitration proceeding. However, it is agreed, that should unit members be
on duty during the procedure, the unit members shall suffer no loss of pay or benefits.
The jurisdiction of the arbitrator is limited and confined to determining whether there
has been a violation of the express terms of this Agreement. The arbitrator shall in no way
alter, amend, or modify the terms of this Agreement. The time limits may be extended in
writing by mutual consent of the parties.
A. Within twenty (20) calendar days from receipt of the notice of the intent
to invoke arbitration, the Union shall request a list of seven (7) arbitrators from the
Federal Mediation and Conciliation Service, all of whom must have a Regional
Designation. The Union shall supply the City with a copy of the list of arbitrators. The
Union and the City will alternately eliminate one at a time from said list of names of
persons until only one remains, and that person will be the arbitrator. The City and the
Union will alternate in the right to first strike names in successive arbitrations. Both
parties must complete their strikes, and an arbitrator must be selected within ten (10)
business days from the receipt of eligible arbitrator list from FMCS.
B. After the arbitrator has been selected, the parties should schedule and
conduct the arbitration within ninety (90) calendar days, unless mutually extended in
writing by the Union and the City. The decision of the arbitrator will be served upon the
unit member(s) aggrieved, the City and the Union in writing. It shall be the obligation of
the arbitrator to make his best effort to rule within twenty-one (21) business days after
the hearing.
Section 6.4: Grievances by Non-Union Member
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When the Union refuses to process a grievance for a unit member because of the unit
member’s non-membership in the Union, the unit member shall have the right to process
a grievance under this Agreement, but cannot require arbitration of the grievance unless
the law requires otherwise, in which event, the unit member shall have all the rights and
assume all the burdens, limitations and obligations, including financial obligations, of the
Union under this Article and any other Article that may apply to his grievance. The unit
member will not be entitled to any other grievance process.
Section 6.5: General
A. Each grievance shall be arbitrated in a separate proceeding unless the
parties mutually agree otherwise.
B. The filing of a grievance shall in no way interfere with the right of the City
to proceed to carry out its management responsibilities, subject to the final resolution of
the grievance, except terminations.
C. In the event of a sustained disciplinary action involving a suspension
[without pay], the unit member may utilize available personal leave (PTO) in lieu of a non-
working unpaid suspension. PTO may be used to substitute one-half of the total
suspension awarded. The PTO hours will be removed from the leave bank of the employee
and the remaining half of the suspension shall be served utilizing leave without pay.
D. Except for termination, discipline shall be served as soon as possible
whether or not the unit member has exhausted his administrative appeals as set forth in
this Article.
Section 6.6: Time Off/Pay
Step 1 of the grievance procedure shall be carried out during the unit member’s work
hours at a time and place designated by the Chief based on operational needs, and the unit
member shall lose no pay. The City and the Union shall determine when Steps 2, and 3
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shall be processed, within the time frames established herein, and if the Step or Steps,
including Arbitration, are processed during the bargaining unit member’s scheduled
working hours, neither the Union Representatives nor the grievant shall lose pay. Unit
member witnesses, other than grievant, whom the City Manager or the Union, may at their
option, choose to interview shall lose no pay if interviewed during their working hours,
and if interviewed after or before such hours, shall be paid for such time as if they were
performing other work for the City. Otherwise, the City shall not be responsible to pay any
unit member representative, officer or agent of the Union for any time spent processing
grievance matters but will allow one such person and the grievant per grievance
reasonable time off without pay for said activities upon reasonable prior notice if in
management’s opinion work requirements will allow such absence.
Section 6.7: Discipline Dispute Resolution Process - (DDRP)
In cases involving alleged policy violations in an administrative investigation, which may
lead to discipline, a unit member may request one discipline dispute resolution meeting
per investigation (DDRM) at any time prior to the member providing a statement to the
internal affairs investigator. The meeting shall be held with the member’s Division
Commander, Human Resources Director and include the member, member’s
representative and/or counsel.
The purpose of the meeting will be to discuss potential discipline and/or administrative
charges to determine if a consensus resolution can be reached on the appropriate
charge(s) and discipline, if any.
If the parties reach a consensus, that consensus shall be reduced to writing by the Division
Commander and implemented. The investigation and grievance process shall be
considered as complete. Should the parties not agree on a resolution, the matter will
progress as if no meeting had been held. Nothing discussed at the meeting shall be held
against the employee if a resolution is not implemented.
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The PBA shall be notified of any final resolution in all such cases handled by the DDRP.
If the PBA is not represented at any such DDRM, then the decision will not be precedent
setting.
Section 6.8 Verbal Warnings
Verbal warnings shall not be documented in Blue Team, or equivalent program, or the
bargaining unit member’s personnel file.
Section 6.9: Vehicle Crashes
The parties agree that vehicle crash discipline will follow the safety matrix as long as there
are no other policy violations associated with the crash. If a policy violation is present,
the event will follow the discipline structure not the safety matrix.
ARTICLE 7:
TRANSFERS
Section 7.1: Special Unit
Special Unit assignments shall be handled as provided in the General Order and this
Article. Special Unit assignments are assignments other than a Patrol Division
assignment.
Unit members in Special Unit assignments who have met the two (2) year minimum, who
wish to return to Patrol on the normal shift rotation in January, shall submit a notification
via the chain of command, no later than August 31, and shall participate in the Patrol
Bidding (Section 7.2). If exigent circumstances exist, unit members may request from the
Chief to move if they have not met the minimum two (2) year requirement. Unit members
who are mandated to fill a position do not need to meet the two (2) year minimum
requirement to make the request to return to Patrol during the shift bid process.
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Section 7.2: Patrol Bidding Process
Unit members shall have the opportunity each November 1 through 14th to bid on shifts,
times and days off. Unit members shall select the shift, times and days off and be awarded
their preferences based on seniority. The final bid list shall be posted by December 15 and
the new assignments shall take effect the beginning of the second pay period in January. K-
9 officers shall participate in the shift bid process, however no more than one (1) K-9
officer shall be assigned to a single squad.
Section 7.3: Patrol Vacancies
When a vacancy as determined by the Chief, occurs in any patrol unit, the Police
Department shall post the vacancy for a period of ten (10) calendar days. Any bargaining
unit member shall have the right to bid on the vacancy. Selection shall be made based on
seniority. Notification shall be given as to the successful bidder as well as to all other
bidders. Transfers shall be made within thirty (30) calendars days from when notification
has been given.
Section 7.4: Other Vacancies
When a vacancy as determined by the Chief, occurs other than in Patrol, the Police
Department shall post the vacancy for a period of ten (10) calendar days. The notice
vacancy shall list the qualifications necessary to fulfill the job vacancy. When making a
selection, management will consider the candidate’s past disciplinary record,
performance reviews, years of service with OPD. An Oral Board interview may be
conducted. If a Board is convened, all qualified candidates for the posted position shall be
interviewed and rated on the same questions. There shall be one unit member selected by
the PBA, to be an observer on each oral review board. Selection shall be made based on
the point system outlined in the General Order. The Chief shall select among the two (2)
candidates with the highest overall scores. In the event of a tie, the candidate with the
highest seniority shall be selected.
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Transfers shall be made within thirty (30) calendars days from when notification has been
given.
7.4.1 When posting for a vacancy for a specialty unit, the Police Department shall
include the normal work schedule and days off for the position. It is understood that in
some of the specialty units, start and end times for work and days off may deviate from
the normal schedule due to the nature of the unit. Whenever possible, unit members shall
be given advance notice of the schedule changes at least seven (7) days prior to the
effective change. These changes shall be of a temporary nature.
7.4.2 Members selected for a specialty unit agree that selection is predicated on
remaining in the unit for a minimum of two (2) years. Unit members may request from
the Chief to move to another vacancy outside the unit prior to two (2) years.
7.5 Voluntary Work Schedule Swaps
Unit members, of like ranks, may voluntarily request a swap in work schedules via a
written request thru their chain-of-command. The request must include current work
assignments and a statement that the request is voluntary on behalf of both members.
The reason(s) for the request shall be included.
Work schedule swaps shall only apply to those members who work in the Patrol Division
and shall not exceed a total of fourteen (14) working days per year per unit member.
Approval by management must be obtained for the request and if so granted, shall
schedule the unit members to change work schedules within the same pay period. The
member agreeing to the swap will not be eligible to use PTO on the swap date.
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ARTICLE 8:
VOTING
Unit members, who are on duty on an election day, will be allowed to take time off without
loss of pay to vote on City Property or at other polling places within the City. The time
they take off to vote will be determined by the Chief. All other unit members shall vote on
their own time – by absentee ballot or as otherwise permitted by law; provided, if a
member who is not scheduled to work on an election day whose voting precinct is not in
the City of Ocoee is called into work so that he cannot vote on his own time, the Chief shall
make operational arrangements for the member to vote without loss of pay.
ARTICLE 9:
UNION / MANAGEMENT MEETINGS
The City and the Union shall meet and confer on matters of mutual interest upon the
request of either, but not more often than once a quarter, unless both parties agree to meet
more often. Such special meetings shall be held on a date and at a time and place mutually
agreeable to the parties. Meetings held under this Section shall not be considered
collective bargaining under the Public Employees Relations Act. Issues related to
grievances shall not be discussed. The Human Resources Director shall be responsible to
coordinate these meetings with the Union Representative.
The parties agree that the PBA Representatives shall meet, upon request of either party,
with the Chief of Police and the Human Resources representative on a quarterly basis to
discuss any matters that either party deem necessary. The meeting shall be held with the
Chief of Police only and shall not be delegated to a lower rank. If no meeting is requested,
then there is no requirement to conduct a meeting.
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ARTICLE 10:
INSURANCE
During the life of this Agreement, the City shall provide the same health, medical, dental,
and short/long term disability insurance under the same terms and conditions for
bargaining unit members and their dependents that it provides for the City’s non-
bargaining unit, non-exempt employees and their dependents. Effective October 1, 2025,
the insurance premiums for unit members shall be based on the City’s October 1, 2025,
rates. In the event the City proposes to increase co-pays, deductibles, out-of-pocket
maximums, or premiums above the rates or levels in place for Fiscal Year 2025-2028, the
City shall give notice of the increases to the Union no less than thirty (30) calendar days
prior to the implementation of the new rates or levels. Upon notice, the Union may
demand bargaining over the changes provided the demand is presented to the City within
fifteen (15) business days of the notice. Should the Union fail to demand bargaining within
fifteen (15) business days, the Union will be deemed to have waived its right to bargain
over the changes. If negotiations commence and no agreement is reached, the parties shall
submit their positions directly to the City Council for final resolution.
ARTICLE 11:
STRIKES
The Union and bargaining unit members shall not promote, sponsor, engage in, or
condone any work stoppage, boycott, slow-down, strike, disruption of City operations, or
other withholding of limitation of services for any reasons and shall abide with F.S.
§447.505.
ARTICLE 12:
HOLIDAYS
Section 12.1: Days Observed
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A. For bargaining unit members, not on a 24/7 shift, and especially who
work a Monday thru Friday schedule, when a holiday falls on Saturday or Sunday, the
Friday preceding or Monday following shall be designated a substitute holiday and
observed as the official holiday.
B. The observed holidays are:
January 1 New Year’s Day (Day Shift Only)
January – Third Monday Martin Luther King, Jr. Day
May – Last Monday Memorial Day
July 4 Independence Day
September – First Monday Labor Day
November – Fourth Thursday Thanksgiving Day
November – Fourth Friday Day after Thanksgiving
December 24 Christmas Eve
December 25 Christmas Day
December 31 New Year’s Eve (Night Shift Only)
Section 12.2: Eligibility for Holiday Pay
A. All holiday earned must be taken as time off or paid on the same day that it
is earned.
B. A unit member must be on a regularly scheduled day off, on approved leave,
or work the normal schedule of hours, on the calendar day immediately prior to and
immediately following a holiday, to qualify for the holiday time or pay. Absences not
approved in advance, including sick call in’’ may not be approved depending on whether
the employee’’ excuse and verification of the reason for the absence are acceptable to
management, which, may at its option, require a doctor’s excuse as well as any other
evidence it deems necessary.
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C. When a unit member is scheduled to work on a holiday but fails to do so,
the member will not receive holiday pay even if the member is otherwise eligible for
holiday pay, unless the unit member is placed on approved leave.
Section12.3: Holiday Pay
Full-time members shall receive pay or compensatory time for the number of hours
regularly scheduled at their straight time hourly rate. The members shall designate on
their time sheets what method they want paid.
Section12.4: Pay for Work on Holiday
When a member’s shift begins a scheduled holiday, they shall be paid their regular rate of
pay and in addition receive one and one-half time their regular rate of pay for all hours
worked during the holiday. This provision also applies to all hours worked in an Extra
Duty status.
Section 12.5: Floating Holiday
On October 1 of each year of this Agreement all bargaining unit members shall receive
twenty-four (24) hours added to their paid time off accrual. These additional hours are to
be scheduled and used as all other paid time off hours.
ARTICLE 13:
PAID TIME OFF
Section 13.1: Eligibility
A. Only full-time unit members and full-time probationary members will be
allowed to accrue paid time off (PTO) leave.
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B. Full-time probationary members shall accrue paid time off leave during
their initial probationary period, but accrued leave is not earned until successful
completion of their probationary period. During the initial six (6) months of employment,
they may not take accrued paid time off leave unless authorized by the City Manager.
Accrued paid time off leave not taken by a full-time probationary member is not earned
and shall not be paid upon termination of employment.
Section 13.2: Accrual of Leave – PTO.
A. Full-time unit members earn Paid Time Off (PTO) leave as follows:
One through five years of service - 185.12 hours
Six through ten years of service - 226.86 hours
Eleven years YOS - 268.91 hours
B. All full-time bargaining unit members paid time off hours shall continue to
accrue beyond the 580 hours each year, however, accrual above 580 hours on September
30 shall be reimbursed to the bargaining unit member in the first pay period in December
of each calendar year up to a maximum of 80 hours. Therefore, any hours accrued over
660 on September 30 will be deducted from the employee.
C. The following employees shall earn PTO based on their total service time (based on a
365 day cycle), and not be restricted by their “re-hire date” at the Ocoee Police
Department:
1. City Employee Number 977
2. City Employee Number 1280
3. City Employee Number 1474
4. City Employee Number 1601
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Section 13.3: Charging Leave
PTO leave time for members will be charged at hour for hour of the time taken off from
the member’s shift.
Section 13.4: Leave Bank Pool
The City shall establish a Leave Bank Pool, which the members may access.
Section 13.5: PTO Approval & Unscheduled PTO Usage
1. PTO may be submitted by any bargaining unit member at any time; however, the
employee’s supervisor must review and approve/disapprove, within two (2)
working days.
2. An unscheduled PTO usage is defined as an “event or occurrence.” PTO usage
during consecutive workdays will be considered one event or occurrence.
3. Bargaining unit members will be allowed a maximum of three (3) unscheduled
PTO events per calendar year before discipline may be implemented.
Section 13.6: Paid Time Off Leave - Priority
1. When more than one (1) bargaining unit member of the same rank seeks to use
paid time off for the same period and is in the same squad or section, the member
with the most seniority (PDCE) will be given preference.
ARTICLE 14:
HOURS OF WORK AND WORK SCHEDULE
Section 14.1: Basic Work Schedule
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A. The basic work schedule for Detectives shall be either four (4) ten hour or
five (5) eight-hour days, at the discretion of the employee.
B. The basic work schedule for the Patrol Division shall be twelve (12) hour
shifts that consists of seven (7) 12-hour days worked within a fourteen (14) day work
period. Unit members shall select their preferences in accordance with Article 19. Those
members, not in patrol shall be allowed to bid on the schedule.
C. The day shift shall be set by the City and not to start before 5:30 am but no
later than 7:00 am.
D. The Department may temporarily change a unit members schedule based
on legitimate operational necessity. Such temporary change shall be no more than
twenty-eight (28) days in duration. The Department will provide the affected members
with thirty (30) days written notice in advance of the temporary change, unless thirty (30)
days’ notice is not possible, in which case the Department will provide the affected
members with as much advance written notice as is possible under the circumstances.
E. Unit members shall enjoy paid meal and break periods.
Section 14.2: Overtime
A. Unit members are to report all hours worked. Unit members should not
begin work before the beginning of their schedule or after the end of their schedule
without permission; however, if they do perform work before or beyond their schedule,
they are to report it as hours worked on their time sheet or record. Overtime will be
authorized or directed by the City and administered according to the provisions of this
Agreement.
B. Members shall be paid time and one-half their regular hourly rate of pay for
all hours in excess of eighty (80) hours in a fourteen (14) day work cycle for members not
assigned to Patrol. Members shall be paid time and one-half their regular hourly rate of
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pay for all hours in excess of eighty-four (84) hours in a fourteen (14) day work cycle for
members assigned to Patrol. Unit members shall have the option to select pay or defer the
payment by selecting compensatory time for overtime worked. Any compensatory time in
excess of eighty (80) hours, not used by September 30 of each year shall be paid out.
C. For the purposes of overtime computation, jury duty, annual military leave
and other absences from duty, whether paid or not, shall not be considered as time
worked; provided, however, paid holidays and paid personal leave used for a scheduled
vacation shall be considered.
D. Unit members shall be required to work overtime when assigned, unless
excused by supervision. A member desiring to be excused from overtime work
assignments shall submit a request to the immediate supervisor.
E. Flex Time - Flex time shall only be authorized after the unit member and
management reach agreement to do so and is only authorized for a specific period in time
and is not done to preclude the payment of overtime. “Flex time” or “schedule
adjustments” are to be construed to be one and the same as it is applied in this article;
except as provided by 14.1.
Section 14.3: Assignment of Overtime
Overtime shall be scheduled in accordance with departmental rules, regulations and
directives, and administered in accordance with the provisions of this Agreement. When
overtime is authorized, the most senior qualified unit member; shall be offered the
overtime first and in descending order the next most senior qualified member in rank.
Should no unit member volunteer to work the overtime, the least senior qualified member
shall be assigned to work. In the event that the City forces a member to work overtime,
forced overtime shall be selected in accordance with the seniority article and will be
applied to each calendar day. Once a member is forced to work overtime for any calendar
day, the City shall select another member to work a subsequent day. In the event that the
City has exhausted the entire sworn workforce, the City will return to the least senior
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member and repeat the process until all positions are filled. If the City forces a member
to work overtime, the City shall provide at least twenty-four (24) hours’ notice, unless
exigent circumstances exist (example: sick call two (2) hours prior to shift).
Section 14.4 Legal Process Time
Unit members, appearing in the legal process in their off-duty hours on behalf of the City,
shall receive a minimum of two (2) hours pay at the rate of time and one-half for legal
appearances. If the time exceeds the minimum two-hour guarantee, unit members shall
be paid at their appropriate rate of pay for all time worked. One appearance shall include
all appearances in a two (2) hour period for pay purposes. If another appearance on the
same date spans beyond the guaranteed two (2) hours, the unit member shall receive an
additional minimum two (2) hours at the overtime rate.
Section 14.5: Standby Duty On-Call Status
A. Standby duty on-call time is defined as periods of time in which the unit
member is ordered or required by the Police Department to be readily accessible by
telephone, paging device or other electronic device and not performing actual work, but
in readiness to perform actual work when the need arises. When the State Attorney directs
the member, in writing, to be available beyond the issuance of the subpoena to be in an
on-call status for a specific time period, the provisions of this section apply.
B. Such standby on-call time shall be compensated at the rate of $20 per day,
when the member has been scheduled to work within the twenty-four (24) hours and is
now off work. The rate of $30 per day shall be paid when the member is scheduled off for
the day and the rate of $40 per day for any recognized holiday in which the member
is scheduled off but placed on standby.
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ARTICLE 15:
ALTERNATIVE DUTY
Section 15.1: Alternative duty shall be performed within the Ocoee Police Department if
the Chief determines it is available. Light duty availability for personal illness or injury,
shall be determined on a case-by-case basis, normally employees will be required to use
paid time off leave. If the Chief determines it is not available, light duty shall be performed
wherever assigned by the City, especially for work related injuries. The Chief will
determine the length of the light duty availability.
Section 15.2: Except as provided herein, Alternative Duty shall be in accordance with OPD
Operational Order 100.1 as issues on January 26, 2012. Said policy shall be amended as
follows:
1. Alternative Duty is generally reserved for those unit members who have a
temporary medical limitation that prevents the member from performing all of the core
functions of his currently assigned law enforcement duties. Temporary limitations shall
be generally considered to be those limitations that a medical provider believes the
member will recover from normally within 90 consecutive calendar days or less. If
available and depending on the nature of the injury, this provision may be extended upon
agreement.
2. Documentation in support of the Request for Alternative Duty shall include
the medical provider’s restriction(s) in laymen’s terms. It shall be the City’s responsibility
to interpret what job functions the member can do safely.
3. Members who are working Alternative Duty shall suffer no loss of base pay
or benefits. Members shall work under the conditions of the job that they are placed in
for Alternative Duty. Incentives shall be paid, if the member qualifies for them while
working Alternative Duty.
4. Members denied Alternative Duty or who are currently on Alternative Duty
but the Chief of Police has questioned the ability of the member to be able to perform the
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essential job functions of the Alternative Duty position, supported by competent medical
provider(s) stating the current medical limitations of the member, shall be allowed to
access other leave alternatives to include but not be limited to Paid Time Off (PTO),
compensatory time, FMLA, or other authorized leave.
ARTICLE 16:
WAGES
Section 16.1: Wage Implementation
Effective October 1, 2025, bargaining unit members will be adjusted based on their
completed years of service to meet the Industry Based Competitive Scale as listed in
Appendix B:
• Officers - $64,633.50 to $97,763.97
• Corporals - $66,713.50 to $99,843.95 (Inclusive of the $1 per hour in the Corporals
article).
The parties agree that for Fiscal Year 2026-2027 and 2027-2028, that a wage re-opener
shall be conducted for the purposes of a COLA.
It is noted that the Industry Based Competitive Scale shall have a one-time increase of 1%
and it shall be funded for the duration of this contract only (Fiscal Years 2025-2028) in
order to maintain the City’s competitiveness in the recruitment and retention of Police
Officers.
The parties agree that the City may increase the starting pay for experienced police
officers (from an agency that has a sworn size of 70% of Ocoee PD budgeted FTEs). The
City may award one year of service with the City of Ocoee in the Industry Based
Competitive Scale for each three (3) complete years of service of previous experience. The
parties agree that a maximum of three (3) years of service may be awarded for previous
service. The parties agree that these members will continue to advance in the Industry
Based Competitive Scale through the duration of this Agreement.
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Example – A member is hired with six (6) years of previous experience, and the City
awards the members two years of completed service in the Industry Based Competitive
Scale. The member now completes one (1) year of service with the City and the member
will be recognized as having completed three (3) years of service for the purpose of the
Industry Based Competitive Scale.
The following employees shall be adjusted according to the schedule below effective upon
both parties signature of this agreement:
Employee and Step Movement October 1, 2024
1. City Employee Number 977 – Moves to Step 13 Step 14
2. City Employee Number 1280 – Moves to Step 7 Step 8
3. City Employee Number 1474 – Moves to Step 4 Step 5
Section 16.2: Other Wages
1. Bargaining unit members receiving a longevity check shall continue to
receive the longevity as currently calculated.
2. Bargaining unit members who are at or above the top of the pay range shall
receive an annual lump sum payment of 2% which will not be added to their base salary.
Section 16.3: Shift Differential, Assignment and Incentive Pays
1. Shift Differential for Patrol Division Evening and Night shift shall be $1,600
per year.
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Specialty Unit Personnel
2. Detective Incentive shall be $2,800 for undercover and $2,300 for other
Detectives, per year for bargaining unit members assigned as Detectives and their unit
supervisors.
3. K-9 Officers shall receive $2,400 assignment pay, to include “dog days.”
4. SRO, Community Affairs Officers, Training Officers, Traffic and Motor
Officers, and their immediate Sergeant supervisors shall receive a unit assignment pay of
$1,500 per year. All shift differential, incentive and assignment pays shall be computed to
an hourly rate of pay and calculated into the member’s base salary.
5. FTOs shall receive $2.50 per hour when training new employees.
6. Any specialty unit not outlined in this Agreement shall receive a unit
assignment pay of $1,500 per year. All shift differential, incentive and assignment pay
shall be computed to an hourly rate of pay and calculated into the member’s base salary.
7. Officers fluent in speaking Creole, Spanish, Portuguese, and translating
Sign Language shall receive an additional $550 per year. If the bargaining unit member
is a certified translator (from the Court Interpreters Program from the State of Florida),
they shall receive an additional $450 per year. Check shall be separate from normal
payroll check. Once a member becomes certified and upon submission of certification to
the City, the City shall reimburse the member for 50% of the cost of the examination and
recertification fees.
ARTICLE 17:
UNIFORMS AND EQUIPMENT
Section 17.1: Uniforms
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Uniform classes are described in general orders. Unit members shall wear uniforms as
determined by the Chief. When a uniform is required, no other clothing except underwear
shall be worn without permission of the Chief. The City agrees to initially provide sets of
uniforms to all unit members upon hire. The initial set must include one Class A (long
sleeve shirt and uniform pants) and a combination of up to five (5) Class B, Class C or
Class D (polo shirt and uniform shorts). An initial block training uniform approved by
the Chief will be issued to all members. An outer vest carrier shall also be supplied for
bargaining unit members. For current members, the outer vest carrier shall be supplied
at the time at which their current vest is due to be replaced at the time of expiration. For
newly hired members, the vest carrier shall be supplied at the time of hire.
Class D may be worn from April 15 through November 15 and any other time the Chief
designates. Breathable/mesh black footwear may only be worn with the Class D uniforms.
Section 17.2: Footwear Allowance
The Department shall determine and provide the clothing, shoes and other related items
that make up the uniform. The footwear allowance shall be $150 per year paid to the
vendor upon purchase of approved footwear. Any expense over $150 during the fiscal
year shall be borne by the bargaining unit member.
Section 17.3: Replacement
A. Unit members shall be responsible to maintain in good serviceable
condition the initial issue provided in Section 17.1 above or to obtain replacements from
vendors or supply, if any, designated as acceptable to the City, at no cost to the unit
member. After initial issue, unit members not on new-hire probation may request
additional uniforms as needed not to exceed four (4) in any given fiscal year. Members
may request any combination of sets of uniforms to include Class A, Class C, and Class D.
Replacement block training uniforms will be at the discretion of the Chief. No bargaining
unit member may request additional uniforms (other than replacements) if they have
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already been issued ten (10) sets of uniforms (not including any specialty uniforms).
Bargaining unit members must turn in all uniforms to the City upon separation.
B. The Chief shall notify unit members if there are acceptable vendors from
whom they may obtain replacements.
Section 17.4: Maintenance
Unit members shall be responsible for repair and maintenance of the uniform and all
items issued to them for their use by the City, and shall come to work in clean, neat and
undamaged clothes, including undamaged uniforms and other clothes.
Section 17.5: Clothing Allowance
Unit members assigned as Detectives on a regular basis shall receive a clothing allowance
in the amount of $1,000 per year at the time of transfer. Unit members shall be issued
and maintain one class A uniform to include one short sleeve shirt and one long sleeve
shirt. Thereafter, subsequent payments will be made in the first full pay period of
December, during the term of this Agreement. All payments under this section shall be
made by separate check.
ARTICLE 18:
PROBATIONARY PERIOD
Section 18.1: Probationary Period
The initial probationary period for new unit members, accumulation of benefits,
continuous service credit, participation in benefits, disciplinary actions and continued
employment for bargaining unit members shall be sixteen (16) months commencing from
the initial date of hire.
The probationary period for newly promoted unit members shall be six (6) months
commencing from the date of probation.
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Any extension of the probationary period shall be either through mutual consent of the
parties or through appropriate documentation relied on by the City to justify the need to
extend the probationary period. Probationary extensions shall not exceed ninety (90)
days except when the extension results from the employee being away from work for a
period of more than thirty-one (31) consecutive days. The parties agree that the amount
of time spent away from work, on a day for day basis, shall be added to the end of the
probationary period (16-month time frame).
Section 18.2: Grievances
Unless specifically provided in this Agreement, members who have not successfully
completed at least sixteen (16) months of their initial probationary period under Section
18.1 shall have access to Article 6, except for the purposes of discipline.
Section 18.3: Transfers, New Unit Members and Waiving Probation
Any City employee that transfers to the OPD shall be required to:
Meet all pre-employment standards of the OPD. All accrued time off may be carried over.
Transferred employees who do not successfully complete the probationary period as
described in Section 19.1 shall be subject to the lay-off provisions contained in the PRRs.
ARTICLE 19:
CONTINUOUS EMPLOYMENT (SENIORITY)
Section 19.1: Definition
Continuous employment (seniority) shall be as a sworn member of the Ocoee Police
Department (“PDCE”) and shall commence from the member’s initial date of hire with
the City as a sworn member of the Ocoee Police Department. It shall continue until broken
as provided in Section 19.3 below. When two or more members start work in the Ocoee
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Police Department on the same day, their PDCE shall be based on their position on the
new hire eligibility list.
Rank Seniority – shall commence from the member’s initial date of promotion. As a tie
breaker, should two members hold the same rank seniority, the member with the longest
PDCE shall be considered the most senior.
Section 19.2: Benefits
Seniority (PDCE) and Rank Seniority shall be used for the purposes of paid time off leave
and holiday preference, for shift bidding, and layoff and recall, as well as the deciding
factor in any preference all other factors being equal.
Section 19.3: Loss of Continuous Service
PDCE shall be lost upon the happening of one or more of the following events:
A. Resignation.
B. Termination in accordance with the City PRR.
C. Retirement.
D. Receiving an authorized leave of absence in excess of six (6) months.
E. Lay-off for more than six (6) continuous months.
In addition, PDCE will also be lost if an employee is promoted or is transferred to a
position outside the Ocoee Police Department, but if into another position within the
Ocoee Police Department, the PDCE shall continue to accrue.
Section 19.4: Layoff and Recall
Layoff and recall shall be in accordance with the below provisions:
A. Layoff
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In the event of a layoff for any reason, employees shall be laid off in the inverse
order of their rank seniority and then their seniority (PDCE). All initial probationary
members must be laid off prior to laying off non-probationary members.
B. Recall
1. Members in layoff status will retain recall rights for twelve (12) months and
shall have preference to work over applicants on eligibility lists. Recall will be made by
certified mail to the last address in the member’s record, along with any address on file
with the Union. The member must, within seven (7) calendar days of the certified receipt
date, notify the City of his intention to return to work. Said member must return to work
within thirty (30) days of receiving the notice.
2. Members shall be called back starting with the most senior member notified
first and then in descending order of seniority thereafter. Members who return from layoff
status shall receive the current rate of pay for the pay grade he held at the time of layoff.
3. No person shall be promoted to Sergeant until all unit members who have
been laid off or who have taken a voluntary demotion (instead of being laid off within the
past 12 months) have been afforded the opportunity to return to their Sergeant rank.
ARTICLE 20:
SAFETY, HEALTH & PHYSICAL FITNESS
Section 20.1: Cooperation
The City and the Union will cooperate in the continuing objective of eliminating accidents
and health hazards as well as maintaining the safety of the members covered by this
Agreement.
Section 20.2: Unsafe Equipment
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Whenever a member covered by this Agreement feels that a vehicle or other equipment is
unsafe and, therefore, unfit for service because it is a hazard to himself or to the public,
or both, he shall immediately inform his Supervisor. If the Supervisor concurs, the unsafe
vehicle or other equipment shall not be used until it has been inspected and determined
safe. Should the Supervisor not concur, the unit member will abide by the Supervisor’s
decision; however, the Supervisor shall document the alleged unsafe condition and
Supervisor’s comments in writing and forward it to the Chief of Police via the Chain of
Command. Supervisors shall have the authority to deadline his vehicle or equipment,
should the supervisor deem the equipment unsafe.
Section 20.3: Take-Home Vehicle Policy
A. Unit members shall not be required to use their own private vehicles in the
performance of their regularly assigned duties.
B. The Department shall provide a take-home vehicle for all unit members in
the bargaining unit who reside within a forty (40) mile radius from the City of Ocoee
(JPA). Take-home vehicles may not be used for personal business use, except for those
members who reside within the City limits of Ocoee. During this personal use, no family
members (or others) may be transported.
C. Unit members residing more than five (5) to ten (10) miles outside the JPA
will have $30.00 per pay period automatically deducted from their pay, unit members
residing more than ten (10) to less than fifteen (15) miles outside the JPA will have $40.00
per pay period automatically deducted from their pay, unit members residing fifteen (15)
to less than thirty (30) miles outside the JPA will have $50.00 per pay automatically
deducted from their pay, and unit members residing more than thirty (30) miles outside
the JPA will have $60.00 per pay automatically deducted from their pay, except for K-9
handlers, who shall be exempt. These members outside the JPA will be prohibited to
transport family members or any other individuals for personal reasons in the take home
vehicle. This shall not apply to existing members unless they move.
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D. Distance from the JPA shall be measured “as the crow flies” using Google
Maps, to the unit member’s sub-division or home address, whichever is lesser.
E. Should a vehicle be “dead-lined” for more than two consecutive days, and
the unit member not furnished another City vehicle, no monies shall be deducted from
the members’ pay for the duration that the member was not furnished a vehicle, on a pro-
rated basis.
1. Unit members who no longer drive a City owned vehicle to and from work
shall be provided a safe and secure parking facility; secured from the general
public, in which to park their personal owned vehicle (POV).
2. Unit members may voluntarily give up their right to a take-home vehicle.
Section 20.4: Transport
Unit members will not be required to transport persons detained in a vehicle not equipped
with a cage, except in an emergency, and then the transporting officer will be assisted by
another officer.
Section 20.5: Portable Radio
No member shall be permitted to work his tour of duty without having in his possession
an operable portable radio; provided, however, that in Management’s discretion, a
member not having an operable portable radio may be reassigned to other duties where a
portable radio is not necessary.
Section 20.6: Firearms Training
Semi-annual firearms training will be provided by the City, to include shotgun, rifle
training with live ammunition. No less than semi-annually, the City shall furnish a box of
ammunition, caliber to be consistent with the duty issued sidearm, for use by the
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bargaining unit member to practice on a firearms course in order to maintain sidearm
proficiency.
Section 20.7: Physical Exams
1. The City agrees that each member will receive, unless he objects, an annual
physical examination by a physician designated and paid for by the City, which includes
the following tests:
A. Urinalysis;
B. Blood Pressure;
C. Blood Chemical Profile (SMAC-24 Blood Test);
D. Vision Test;
E. Height and Weight Recorded;
F. EKG at rest or Stress EKG (Upon recommendation of the City physician);
G. Chest X-Ray;
H. Nicotine Free Tests.
Every other year, unless more is determined by a physician, in addition to the above
tests, employees will be given Spirometry, T.B., Audiometry and Urinalysis tests.
Scheduling of the physical examination will be on duty and at the discretion of the
Department and results will be sent to the member by the medical provider.
In order to develop a comprehensive disease management program in conjunction with the
member health center and the annual physicals the parties agree to the following:
1. All members shall receive a health risk assessment as part of the annual
physical;
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2. All members will be required to participate with the doctor, nurse and
support staff from MyHealth Onsite to address any health-related risks, i.e.:
hypertension, blood sugar, cholesterol, obesity, diabetes, etc.;
3. All members will receive assistance from the programs offered through the
health center including smoking cessation program (at no cost);
4. No results of any physical testing done on annual bases shall have an
adverse effect on a unit member’s position without the unit member having the time and
opportunity to rehabilitate himself.
Section 20.8: Fitness for Duty
Any medical or psychological exam that results in the member being considered as unfit
for duty, as attested by a qualified medical provider rendering his opinion of the member’s
limitations described in layman terms, shall require the member to use paid time off until
a subsequent exam finds the member fit for duty.
Members shall undergo fitness for duty medical evaluations, at the City’s direction, by a
medical provider selected by the City. The medical provider shall provide, by way of
second opinion, to the City, his opinion of the member’s condition and what limitations
– in layman’s terms, if any, the member has and if the limitations are permanent.
Should the member provide qualified medical information to return to duty before the
City (Human Resources Director) believes the member may return, and a final
determination is made that the member could have returned sooner, then the City shall
return that portion of the paid time off used after the date the documentation was provided.
Section 20.9: Drug and Alcohol Policy
The City Drug and Alcohol policy contained in the PRR shall apply to bargaining unit
employees.
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Section 20.10: Random Drug Tests
The City reserves the right to randomly drug test members. Said drug test shall be
conducted following computer based objective selection procedures as is done for the
City’s other employees. The costs of such tests shall be borne by the City.
Section 20.11: Notice of Health-Related Problems
When a member has a health-related problem that affects his ability to perform the
essential functions of his job, the member shall so advise the Chief. Members may
undergo fitness for duty medical evaluations as directed by the Chief by a doctor selected
by the City. The doctor shall provide, by way of second opinion, to the Chief only what
limitations – in layman’s terms, if any, the member has and if the member has reached
MMI and if the limitations are permanent.
Section 20.12: Nicotine Free Requirement
All members hired immediately after June 20, 2006, must be free of nicotine use and
must remain continually free of any nicotine use as a requirement for continued
employment with the City of Ocoee Police Department.
Section 20.13: Climate Surveys
The parties may mutually agree to conduct Climate Surveys. Additionally, the results of
the Climate Survey shall be forwarded to the Chief of Police, the Assistant City Manager
and the City Manager and discussed at the quarterly meetings.
Section 20.14: Minimum Staffing
The parties agree that the City will provide minimum staffing for Patrol shifts. Minimum
staffing is defined as one (1) Officer for each zone and at least one (1) supervisor (Corporal,
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Sergeant or Lieutenant, or higher rank) per shift. Management has the right to increase
the minimum staffing based on department needs.
ARTICLE 21:
WORKING OUT OF CLASSIFICATION
Bargaining unit members who work out of classification shall be paid under the same
policy as applicable to all other non-exempt employees of the City who work out of their
classification for more than fifty percent (50%) of their shift, unless this Agreement
specifically provides for other compensation as below:
1. Sergeant works in the capacity of a Watch Commander (Lieutenant) - $4.25/hr.
2. Corporal works in the capacity of a Watch Commander (Lieutenant) - $4.25/hr.
3. Officer works in the capacity of a Watch Commander (Lieutenant) - $5.25/hr.
Any bargaining unit member assigned as a Watch Commander must be in the patrol
uniform and be assigned to Patrol for the duration of the shift.
ARTICLE 22:
MISCELLANEOUS
Section 22.1: Vehicle Window Tint
The City shall, upon request of the member, tint all windows on the City issued vehicle
including the front windshield strip.
Section 22.2: Retirement Entitlements
A. A bargaining unit member who retires under a physical disability
retirement, regardless of years of service, or a member who retires with a minimum of
twenty (20) YOS and is eligible to immediately draw retirement compensation, shall be
given at the time of final separation his side-arm weapon, his badge, and retired Police
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Identification card. In the event that the member’s Police ID card is lost, stolen or broken,
the City will supply the retired member with another Police ID card.
B. A bargaining unit member who retires with a minimum of ten (10) years of
service and is eligible to draw retirement compensation shall be given, at the time of final
separation, his badge and a retired police identification card. The retiree shall also have
the option to purchase his side-arm.
C. A member who retires from the City and will immediately draw his
retirement compensation shall be sent his monthly retirement check within sixty (60)
calendar days of selection of the employee’s retirement option.
ARTICLE 23:
EXTRA-DUTY EMPLOYMENT
Section 23.1: General
Except as provided in this Article, law enforcement extra-duty employment shall be
administered and regulated in accordance with OPD policies in effect as of December 20,
2023, as amended.
Section 23.2: Minimum Rates
A. The minimum hourly rate paid to unit members for extra-duty, law
enforcement related employment shall be fifty-two dollars ($52.00), or if acting in a
supervisory capacity, the unit member shall be paid fifty-six dollars ($56.00). The City
shall remit payments to the officers after appropriate taxes withholdings. Additionally:
1. If bargaining unit members work for another agency under a Memorandum
of Understanding, the bargaining unit members will be compensated in the
same manner as the requesting agency regardless of the established rates
above minus the currently established administrative costs.
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2. The provisions in this article establish a minimum for City of Ocoee vendors
but the vendor may choose to pay more than the minimum rate listed above.
Any rate paid by a vendor will be subject to the currently established
administrative costs.
3. Bargaining unit members, except those assigned by the Chief, or his
designee, to administer the Extra-Duty Program, are prohibited from
soliciting any rate higher than the established Extra-Duty rate.
B. Approved extra-duty jobs no more than four (4) hours in length may be
worked by unit members prior to the start time of their regularly assigned duties.
C. Bargaining unit members may not work a combination of scheduled on-
duty and extra-duty shifts in excess of sixteen (16) hours in duration within a twenty-four
(24) hour period.
Section 23.3: Holidays
The minimum hourly rate paid to unit members for extra-duty, law enforcement related
employment for the holidays recognized in Article 12, Section 12.1.B shall be sixty dollars
($60.00) per hour or if acting in a supervisory capacity, the unit member shall be paid
sixty-five dollars ($65.00).
Section 23.4: Grievances
Any grievances relating to of this Article shall be handled pursuant to Article 6 of this
Agreement.
ARTICLE 24:
EDUCATION
The current City of Ocoee educational policy, as written in the current PRR, Section 13.14,
Educational Incentive Program, shall remain in effect during the term of this Agreement,
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subject to budget constraints as deemed appropriate by the Committee. The Education
Committee for this bargaining unit shall be comprised of those members listed in the
PRR’s, including a member of the bargaining unit for issues impacting members of said
bargaining unit.
ARTICLE 25:
PENSION
Section 25.1: All bargaining unit positions and employees in those positions, covered by
this Agreement, shall be covered by the FS Chapter 185 Plan as established by the City of
Ocoee provided they meet the eligibility requirements of same.
Section 25.2: The Pension Ordinance shall provide that the minimum in-line of duty
disability benefit shall be 55% of Average Final Compensation. Additionally, the Pension
Ordinance shall be amended to provide that bargaining unit members hired after the date
of the amendment of the Pension Ordinance shall be subject to the following (as outlined
in the Summary Plan Description, Appendix C) as amended during the term of this
agreement:
1. A pension multiplier of 3.25%.
2. A cap on the monthly retirement benefit of 81.25% of final average
compensation.
3. A minimum of seven (7) years of service with the City in order to be vested.
4. Early retirement requires a minimum of seven (7) years of service with the
City in order to be vested.
Section 25.3: The City agrees to contribute no less than 12% of the unit member’s payroll
to the Pension Fund during the term of this Agreement. The bargaining unit members’
pension contribution shall be 8% of pensionable earnings.
Section 25.4: Accrued paid time off (PTO) payouts at separation will not count toward
final average compensation for pension benefits, effective October 1, 2012. At the time of
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separation, the member shall be paid for 100% of their PTO as outlined in this agreement.
Bargaining unit members who are entering the DROP shall have the option to cash in all
or any percentage, 25%, 50%, or 75%, of the member’s accrued PTO without penalty
provided the member’s PTO balance does not drop below 120 hours. Upon final
completion of service with the City, the remaining PTO shall be paid to the member as
outlined above.
Section 25.5: For purposes of pension calculation, the unit member shall receive
monetary credit as part of their final average compensation for up to 300 hours of
overtime as per State Statute.
Section 25.6: Members who enter the Deferred Retirement Option Plan (DROP) after
October 1, 2012, may elect to have their account credited with either interest at the rate
of 2% per annum or the actual net rate of investment return (not less than 0%) of the
Fund. One change in election is permitted during the DROP period. The parties agree
that DROP shall be extended from a maximum of sixty (60) to a maximum of ninety-six
(96) months. This provision allows anyone currently in DROP to extend the maximum
allowable time to ninety-six (96) months.
Section 25.7: The City and Union agree that the pension multiplier will remain at 3.5% for
the term of this Agreement for bargaining unit members hired prior to the Pension
Ordinance amendment set forth in Section 25.2 above.
ARTICLE 26:
SERGEANT PROMOTION
The City will promote Sergeants in the Police Department in accordance with the
established General Orders, effective June 24th, 2024, with the following exceptions:
1. Full-time, sworn members requesting to test for promotion to the rank of Sergeant
must meet the following eligibility requirements:
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a. Three continuous years as a full-time Police Officer with the Ocoee Police
Department immediately prior to the examination date.
b. Quality of Service
i. Ratings of “Meets Expectations” or better in all categories on his/her
two most recent performance evaluations.
ii. Candidates must not have received two (2) written warnings within
one (1) year prior to the posting of the vacancy.
iii. Candidates must not have received more than twenty (20) combined
hours of suspension without pay or more for conduct related issues
within the two (2) years immediately preceding the posting of the
announcement.
iv. All candidates’ files shall be reviewed and taken into consideration,
including but not limited to, entire personnel records, performance
evaluations, sick leave, disciplinary records and training records.
2. The exam shall be comprised of two parts, a written examination and an oral board
(interview). Each part shall be scored independently. The scores of both the
written examination and the oral board shall be added together and divided by two
to obtain an overall score of the examination, with a minimum cumulative score of
seventy-five percent (75%). This method ensures that both parts of the
examination are weighted equally.
3. After the final list is comprised, the list shall be valid for a period of twelve (12)
months.
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ARTICLE 27:
VEBA
The VEBA contributions referred to in this Agreement shall be automatically deducted
from the member each payday prior to the calculation of taxes. The monies shall be
deposited in the member’s account as directed by the member. In the event that the
member has not determined what account the monies should be deposited to, the default
will be that account/fund that is designated as a savings account.
1. Unit members participating in the City’s Physical Assessment Program shall
receive a $300 per year contribution from the City and the equivalent of sixteen (16)
hours of the member’s base rate of pay paid into the member’s VEBA account. Members
are required to meet with the medical staff to review the results of the Physical
Assessment testing.
2. The $300 will be placed in the active side of the VEBA for each qualified
member and the 16 hours pay equivalent shall be placed in the retirement side of the
VEBA.
ARTICLE 28:
DURATION
This contract shall remain in full force from October 1, 2025, through midnight
September 30, 2028, and shall automatically renew itself for periods of one (1) year unless
either party delivers to the other written notice of its intent to modify this contract not
less than ninety (90) calendar days prior to September 30 in any year of an automatic
extension under this Article.
ARTICLE 29
CORPORAL RANK
This Article shall also establish a fair and impartial procedure to select qualified unit
members for promotion to the rank of Corporal.
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Section 29.1: Qualifications
The City will promote Officers to the rank of Corporal within the Police Department in
accordance with the established General Orders, effective June 24th, 2024.
A. A police officer must have served three (3) continuous years as an Ocoee
Police Officer immediately prior to the date of the examination.
B. The candidates must have their last performance appraisals meet or exceeds
standards.
C. Candidates must not have served a suspension without pay within the
past six (6) months immediately prior to the test date.
Section 29.2: Process
A. The City shall be responsible for administrating a fundamentally fair
promotional test to be given. The test instrument shall include, but not be limited, to
policies and procedures of the Police Department, supervisory knowledge, and State
Statutes, all of which are directly correlated to the position being tested.
B. The exam shall be comprised of two parts, a written examination and an
oral board (interview). Each part shall be scored independently. The scores of both the
written examination and the oral board shall be added together and divided by two to
obtain an overall score of the examination, with a minimum overall cumulative score of
seventy-five percent (75%). This method ensures that both parts of the examination are
weighted equally.
C. After all phases of the promotional process is completed, the Chief of Police
shall publish a list of all candidates ranked by total, highest score. If an assessment style
instrument is used to score the candidates, at minimum of one, and preferably all,
assessors shall be from outside the City Police Department. Assessors shall have a law
52
enforcement background. The scoring principals shall be explained to all candidates,
prior to the examination. Unit members shall be afforded the opportunity to discuss their
scores and final scores with the assessors as part of the “feedback” to the candidates.
D. In making a promotion, the Chief of Police shall select from the list, the top
scoring candidate. The Chief has the right to pass over the highest scoring candidate and
select the next highest scoring candidate, but in so doing, the Chief shall hold a meeting
with the passed-over candidate to discuss how the candidate can improve in order to be
competitive. The Chief shall be limited to three (3) pass- over selections per promotional
list.
E. When the Chief determines that a Corporal vacancy exists, he will make
every effort to fill that vacancy within thirty (30) calendar days.
F. The eligibility list that are created by this Agreement shall be the only list of
candidates eligible for Corporal promotion. The eligibility list shall be posted on the
Agency portal.
G. While a posted vacancy is being filled, the Chief has the right to fill it
temporarily with a candidate that is on the Corporal eligibility list.
H. Eligibility list shall be good for a period on twelve (12) months or until the
list is exhausted, whichever is first. A new testing process shall be constituted at least
every twelve (12) months.
I. In the event that two or more candidates have identical scores, the officer
with the most sworn department seniority shall be ranked first. In the event that there is
still a tie, the officer with the lowest last four social security numbers shall be deemed first.
Section 29.3: Compensation
When an officer is promoted to the rank of Corporal, he shall receive an additional $1.00
per hour base rate above his current pay grade.
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IN WITNESS HEREOF, the parties have signed this AGREEMENT to be effective as of
October 1, 2025.
RECOMMENDED FOR THE CITY OF OCOEE
_______________________________________ ________________________
Craig Shadrix, City Manager Date
_______________________________________ ________________________
Rusty Johnson, Mayor Date
_______________________________________ ________________________
Jenetta Wilson, HR Director Date
RECOMMENDED FOR THE FLORIDA POLICE BENEVOLENT ASSOCIATION, INC.
_______________________________________ ________________________
George J. Corwine Date
Chief Labor Negotiator
_______________________________________ ________________________
Matt Serrao Date
Ocoee PD PBA Representative
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Appendix A
PBA COLLECTIVE BARGAINING AGREEMENT GRIEVANCE FORM
Employee’s Name Class Title
Business Address Department
Division
Business Telephone Unit
Social Security Number Bargaining Unit.
NATURE OF GRIEVANCE
(involving interpretation or application of specific provisions of Agreement)
DATE ACT OR CONDITION OCCURRED:
SECTION OF AGREEMENT: (which has allegedly been violated)
RELIEF REQUESTED:
IF REPRESENTATIVE DESIRED - Name of My Representative:
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Business Telephone:
FOR GROUP GRIEVANCES ONLY - I have been designated by the following named employees to
act as spokesperson and be responsible for processing the above grievance in their behalf:
SIGNED Date Submitted
SUBMITTED TO: Name Class Title
(If space is insufficient to write complete information, attach a separate sheet.)
White OFFICIAL - Step 1 2 3*
Yellow Representative (if any)
*Circle appropriate step Pink Employee
56
57
Appendix C
Collective Bargaining Agreement
Between
Florida Police Benevolent Association, Inc.
and the
The City of Ocoee
A Municipality of the State of Florida
Sergeant’s Contract
October 1st, 2025 to September 30th, 2028
TABLE OF CONTENTS
Article 1 – Recognition and Intent………………………………………………………………… 3
Article 2 – Declaration of Principles……………………………………………………………… 4
Article 3 – Union Security and Check-Off………………………………………………………… 4
Article 4 – Union Business and Services………………………………………………………….. 6
Article 5 – Managements Rights……………………………………………………………………… 9
Article 6 – Grievance and Arbitration……………………………………………………………… 11
Article 7 – Transfers………………………………………………………………………………………. 18
Article 8 – Voting………………………………………………………………………………………….. 21
Article 9 – Union/Management Meetings…………………………………………………………21
Article 10 – Insurance……………………………………………………………………………………. 22
Article 11 – Strikes…………………………………………………………………………………………. 22
Article 12 – Holidays……………………………………………………………………………………… 22
Article 13 – Paid Time Off………………………………………………………………………………. 24
Article 14 – Hours of Work and Work Schedule……………………………………………….. 26
Article 15 – Alternative Duty………………………………………………………………………….. 29
Article 16 – Wages………………………………………………………………………………………… 30
Article 17 – Uniforms and Equipment……………………………………………………………… 33
Article 18 – Probationary Period…………………………………………………………………….. 35
Article 19 – Continuous Employment (Seniority)……………………………………………… 36
Article 20 – Safety and Health……………………………………………………………………….. 38
Article 21 – Working Out of Classification……………………………………………………….. 43
Article 22 – Miscellaneous……………………………………………………………………………… 44
Article 23 – Extra-Duty Employment………………………………………………………………. 44
Article 24 – Education…………………………………………………………………………………… 46
Article 25 – Pension………………………………………………………………………………………. 46
Article 26 – Sergeant Promotion…………………………………………………………………….. 48
Article 27 – VEBA…………………………………………………………………………………………. 49
Article 28 – Duration…………………………………………………………………………………….. 50
Signature Page………………………………………………………………………………………………. 51
Appendix A…………………………………………………………………………………………………… 52
Appendix B…………………………………………………………………………………………………… 54
Appendix C…………………………………………………………………………………………………… 55
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ARTICLE 1:
RECOGNITION AND INTENT
Section 1.1: Parties
This Agreement (hereinafter “Agreement,” “CBA” or “Contract”) is entered into by and
between the City of Ocoee (hereinafter, “Employer”) and the Florida Police Benevolent
Association, Inc. (hereinafter, the “PBA” or “Union”).
Section 1.2: Recognition
A. The City hereby recognizes the Union as the exclusive bargaining
representative for all employees in the units certified by the Public Employees Relations
Commission certification in Case No. RC 1839 or “Unit B” or, City of Ocoee Police
Department’s “Sergeant.”
B. The bargaining units excludes the Chief of Police, Assistant Chief of Police,
Deputy Chiefs, Captains, Lieutenants and all other employees unless specifically included
in the bargaining units certified by PERC, as well as the following positions:
i. All sworn exempt staff assistants, regardless of rank, assigned to the
administration of the Professional Standards Division
ii. All General employees assigned to the Police Department
iii. All sergeants assigned to the Professional Standards Division
Section 1.3: Entire Agreement
This Agreement which becomes effective October 1, 2025, constitutes the entire
Agreement and understanding between the parties and, subject to applicable law, shall
not be modified, altered, changed or amended in any respect except on mutual agreement
set forth in writing and signed by authorized representatives of both parties, and
supersedes any and all previous agreements and understandings between the parties,
either written or orally.
4
Section 1.4: Effect of Laws and Ordinances
In the event that any of the provisions of this Agreement shall be held in violation of any
federal or state law as applied to this specific Agreement, such determinations shall not
in any way affect the remaining provisions of this Agreement, unless otherwise provided
by law.
ARTICLE 2:
DECLARATION OF PRINCIPALS
Section 2.1: Non-Discrimination
Neither the Union nor the City shall illegally discriminate against any employee on the
basis of race, color, religion, age, gender, legally recognized disability, political affiliation,
national origin, for any reason prohibited under Florida Statutes or any Federal law, or
Union membership or non-membership. The use in this Agreement of the designation
“he” in referring to any employee shall mean “he” or “she” wherever used. Claims or
grievances related to discrimination shall be handled per section 3.02 of the Personnel
Rules and Regulations.
ARTICLE 3:
UNION SECURITY AND CHECKOFF
Section 3.1: Dues
The Employer will deduct bi-weekly Union dues from the paychecks of those Unit
employees who authorize such deduction in writing in the manner allowed by law.
Deductions will begin the second pay period after the Employer receives such written
authorization. No deduction shall be allowed for payment of initiation fees, assessment
or fines.
Section 3.2: Amount
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The Union will notify the Human Resources Director (hereinafter “HRD”) as to the
amount of dues. This notice must state the biweekly amount in dollars and cents for each
individual member. The City shall charge the deduction as soon as practically consistent
with its normal bookkeeping procedures, but no less than thirty days after the change is
certified to the HRD, so long as the certification is legally sufficient.
Section 3.3: Remittance
With written instructions provided by the Union and a written authorization from the
employee acceptable to the City, the City will direct deposit Union members’ dues to the
Union’s account. Direct deposits will cease upon written notice, next payroll following
written notice from the employee of same.
Section 3.4: Recourse
If there is an amount deducted in excess of what is authorized by the employee, the City
will reimburse the employee provided a timely grievance is filed if the excess deduction
was made as a result of a mistake by the City; otherwise, the employee shall have recourse
only against the Union.
Section 3.5: Minimum Pay
No deduction shall be made from the pay of any payroll period in which the employee’s
net earnings for that payroll period, after other authorized or legally required deductions,
are less than the amount of dues to be checked off.
Section 3.6: Withdrawal
Any member can stop payroll deduction by giving written notice to the Public Employer
and the Union. The Employer shall stop the deductions thirty (30) days after receipt of
written notice from the employee.
Section 3.7: Indemnity
6
The Union will indemnify, defend, and hold the City harmless against any and all claims,
demands, or suits or other forms of liability that shall arise out of, or by reason of action
taken or not taken by the City on account of payroll deductions of Union dues.
ARTICLE 4:
UNION BUSINESS AND SERVICES
Section 4.1: Representation and Notice
The Union shall be represented by its designated officials. The Union shall notify the HRD
in writing of the names of its PBA representatives, as well as any designated substitute to
serve as the Union representative. The City is not required to deal with any employee as
a representative of the Union other than its designated officials.
Section 4.2: Activities
A. The PBA representatives, or his designee, shall carry out their activities
on behalf of the Union, including investigating or settling grievances, during their non-
working hours unless they obtain prior permission from the Chief, or his designee, so long
as there is no interference with the work activities of the employee or the mission of the
Department. When the PBA representative, or his designee, is engaging in such activities
while on duty, there shall be no loss of pay. When the PBA representative, or his designee,
is engaging in such activities when they are off duty, they shall not be entitled to pay. The
parties agree that PBA representatives shall be allowed to conduct de minimis union
duties while on duty at the Ocoee Police Department.
B. The PBA representative, or designee, shall be allowed to communicate
official Union business to members in non-work areas during non-working time so long
as it does not interfere with Departmental operation as determined by the Chief.
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Section 4.3: Time
It is expected that the investigation and processing of grievances, by the PBA
representative, or his designee, to the extent that the time of unit employees is required,
will occur during both on and off duty of those involved, if on duty, employee shall be paid
their normal rate of pay.
Section 4.4: Visitation
The Chief, or his designee, shall permit one authorized non-employee Agent of the Union
access to the Police Department to handle grievances arising under this Agreement. The
Agent designed to have access to the Department shall first obtain the permission from
the Chief, or his designee, which will normally be the ranking officer on duty at the station
at the time, before coming into any working area, and may, at the option of the Chief, or
his designee, be accompanied by a managerial employee in the event the Union agent
needs to visit a particular area of a station. The Agent will not in any way interfere with
the work of employees or the operations of the Department. If, during a visit, the Agent
wishes to have a private conversation with an employee, the Chief, or his designee, will
allow the same consistent with his determination of operational needs and will designate
the place the conversation with occur.
Section 4.5: Solicitation and Distribution
Except as modified by this Agreement, the Union, its members, agents, representatives
and all persons acting on its behalf, including the Employer’s employees covered by this
Agreement, are strictly prohibited by law and this Agreement from soliciting any of the
Employer’s employees, for Union purposes, during the work time of any employee
involved, and from distributing Union literature in any work area at any time. It is
understood and agreed that any employee who violates either of these prohibitions is
subject to discipline. (“Work time” is any time, exclusive of breaks or mealtime during the
hours of a shift.)
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Section 4.6: Time-Off Without Loss of Pay
With respect to disciplinary proceedings under the City Personnel Rules and Regulations
(hereinafter “PRR”) or this Agreement, bargaining unit employees who participate in such
proceeding, including an employee representative of the employee, if any, shall be treated
the same as all other City employees with respect to time off and pay. With respect to
contract negotiations between the Union and the City, the Union Representatives shall
not lose any pay for the work hours spent participating in such contract negotiations.
Section 4.7: Bulletin Boards
The Employer agrees to set aside space for a bulletin board (not to exceed 30" by 24") to
be provided by the Union for its use in informing its membership as to official Union
business. It is however, agreed and understood that materials to be posted and emails
regarding official Union business, if such materials are derogatory, abrasive, abusive, or
critical about any person, or City policy, practice, employees or officials are intemperate
in language and/or are not related to legitimate Union business, or which are factually
inaccurate, will be removed. The bulletin board may not be used for any political purpose
or to support or oppose any political candidate or issue; provided however, it may be used
for internal elections held by the Union among its membership. At the Chief’s discretion,
the Union may use the City E-Mail system to communicate with the Members, only after
the Chief has reviewed and approved the same in advance.
Section 4.8: Information
A. The Human Resources Department shall provide the Union a copy of the
names, and salary of bargaining unit members, upon written request by the Union, but
not more often than twice a year.
B. The City shall furnish the Union office a copy of all current or
subsequently amended written SOPs, GOs, City PRR and other rules, regulations and
policies applicable to bargaining unit employees.
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C. The City shall provide the Union (Chief Negotiator and all City of Ocoee
employees who are PBA Representatives (listed in Section 4.1, above) with anticipated
adjustments, amendments to, amendments of, and proposed new regulations concerning
any and all matters stipulated in subsection B above, in order that the Union may give
comment and/or recommendations on the subject within ten (10) business days from the
date received. Failure to respond in ten (10) business days shall be considered as non-
contested, unless the change is a mandatory subject of bargaining. Any impact on wage,
hours or terms and conditions of employment shall be the subject of bargaining prior to
implementation.
D. The City shall make available to all members of the bargaining unit all City
PRRs, GOs, SOPs and any and all other rules applicable to the unit members.
Section 4.9: Contract Review
Within twenty-one (21) calendar days from the ratification and approval of this
Agreement, the PBA may elect to conduct meetings with the bargaining unit members as
well as those employees designated by the City. The expressed purpose of the meetings is
to review in detail the provisions contained in this Agreement and to answer relevant
questions concerning labor-management issues.
ARTICLE 5:
MANAGEMENT RIGHTS
Section 5.1: Functions of Management
Except as provided by law, including Chapter 447, Part II, Florida State Statutes, it is the
function of management to determine and direct the policies, mode and method of
providing its services.
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Section 5.2: Operations and Direction of Work Force
The City shall continue to exercise the exclusive right to take any action it deems necessary
or appropriate in the management of its operations and the direction of its work force. The
City expressly reserves all rights, powers and authority customarily exercised by
management, and functions which the City has not expressly modified or delegated by
express provisions of this Agreement. In the event that the City is under a State of
Emergency, the City shall notify in writing the union and the members at the time the City
knew, or should have known, of the State of Emergency. The City shall distribute the
Operational Plan a minimum of seventy-two (72) hours in advance of commencement,
unless exigent circumstances exist.
Section 5.3: Examples of Management Rights
The Union and the employees covered under this Agreement recognize and agree that the
City has the sole and exclusive right except as specifically provided for in this Agreement,
to manage and direct any and all of its operations.
Section 5.4: Rules and Regulations
To the extent that the same are not in conflict with this Agreement, Ordinances of the City
of Ocoee, rules and regulations of the City and the Department, and Personnel Rules and
Regulations (PRR), General Orders, and SOPs of the Ocoee Police Department shall be
implemented by the City of Ocoee, Florida. No City PRR, General Order or SOP shall
supersede State and Federal law.
Section 5.5: Grievances and Impact Bargaining
A. The exercise of such rights shall not preclude employees or their
representatives from raising grievances, if decisions on the above matters are alleged to
violate the terms and conditions of the Agreement.
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B. However, unless this CBA provides otherwise, the Union retains its right
to negotiate over the impact of such actions to the extent that such actions impact wages,
hours, or terms and conditions of employment, and the law requires the City to engage in
impact bargaining.
Section 5.6: Waiver
The City’s failure to exercise any function or right hereby reserved to it, or it’s exercising
any function or right in a particular way, shall not be deemed a waiver of this right to
exercise such function or right, nor preclude the City from exercising the same in some
other way not in conflict with the express provisions of this Agreement.
Section 5.7: Emergencies
If, in the sole discretion of the Mayor or City Manager, it is determined that a civil
emergency condition exists, including but not limited to riots, civil disorders, hurricane
conditions or other catastrophes, the provisions of this Agreement may be suspended by
the Mayor or City Manager during the time of the declared emergency, provided that wage
rates and fringe benefits shall not be suspended.
Section 5.8: Job Duties
It is understood by the parties that every incidental duty connected with operations
enumerated in job descriptions is not always specifically described and employees, at the
discretion of management, may be required to perform other duties not specifically
contained in their job description and in accordance with the Police Department mission.
Unit members shall perform work as assigned by the Chief or designee.
ARTICLE 6:
GRIEVANCE AND ARBITRATION
Section 6.1: Grievance
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A grievance is defined as a difference between the City and any bargaining unit member
or the Union involving an alleged violation or misapplication of a specific provision of this
Agreement. Grievances shall be processed in accordance with the following procedure
and shall be determined by application of the terms of this Agreement, the laws of the
United States, the laws of the State of Florida (including F.S.S. 112.532, 112.533, 112.534
and 112.536), and the Charter and Ordinances of the City of Ocoee. When an Article or
Section in this contract references or incorporates the City Personnel Rules and
Regulations (PRR) a claimed violation, misapplication or misinterpretation of the PRR
shall be subject to this Article. The parties agree that bargaining unit members will be
disciplined for just cause only.
Section 6.2: Grievance Procedure
Whenever a grievance as specified in Section 6.1 arises between the City and the unit
members or the Union, the matter will be handled in accordance with the following
procedure. The term “days” as used in this Article shall refer to business days (Business
days are defined as Monday through Friday, excluding weekends and holidays. The
parties agree that, by mutual consent, the timelines listed in this article may be extended.
Grievances may be submitted in-person, via electronic mail (e-mail) or by registered or
certified mail.
Informal Procedure:
Within ten (10) business days after the act or occurrence which gives rise to the grievance,
or the unit member knew of such act or occurrence, whichever first occurs, the unit
member may meet to discuss the grievance with the unit member’s Division Commander
in an attempt to resolve same. The Division Commander shall have ten (10) business days
to respond to the bargaining unit member’s concerns brought forward by the member.
Formal Procedure:
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Step 1: If the grievance is not settled in the informal procedure, noted above, or if
the grievant decides to proceed with a formal grievance, the grievance must be
reduced to writing and signed by the unit member or PBA Representative, within
ten (10) business days receipt of the Division Commander’s response in the
Informal Process, if applicable, and presented to the Assistant Chief of Police, or
equivalent, unless the Assistant Chief of Police, or equivalent, is the subject of the
grievance. In this case, the grievance shall be submitted directly to the Chief of
Police.
The written grievance must include:
a. A statement of grievance and a summary of the facts on which the grievance
is based.
b. The remedy requested.
A copy of the grievance form is hereby adopted and placed in the appendices.
The Assistant Chief of Police, or equivalent, will respond in writing within ten (10)
business days after receipt of the grievance.
Step 2: If the grievance is not settled in Step 1, within ten (10) business days of
receipt of the Assistant Chief of Police, or equivalent, response in Step 1, the
grievant or Union may file the grievance, with the Chief of Police. Within ten (10)
business days of delivery of the written Step 2 grievance, the Chief of Police, or his
designee, shall meet to discuss the grievance with the grievant and/or Union
representative. The Chief, or his designee, shall respond in writing within ten (10)
business days after the meeting. The meeting with the Chief of Police shall not
include the Assistant Chief of Police, or their equivalent.
Step 3: If the grievance is not resolved in Step 2, the grievant may file the grievance
with the City Manager within ten (10) business days after receipt of the Step 2
response. The City Manager, or Assistant City Manager (ACM), or Human
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Resources Director (HRD) shall hold a meeting with the grievant and Union to
discuss the grievance within ten (10) business days after receipt of the grievance.
The City Manager, DCM or HRD shall respond, in writing, within ten (10) business
days after the meeting.
1. Failure of the City to respond at any grievance step entitles the grievant to
proceed to the next step within the time limits. Should the grievant proceed,
the grievance process should continue and treated as if the City denied the
grievance in writing on the last day an answer was due. The unit member
grievant shall be entitled to be present at any meeting held under Step 2 or
Step 3.
2. When bringing a grievance in its name, the Union may file at either Step 2
or Step 3 depending on the circumstances surrounding the grievance.
3. When denying a grievance, in whole or in part, management’s response
shall contain the specific reason(s) for denial. Generic denials such as, “the
grievance has no merit” or “the grievance is denied,” shall not be sufficient.
All grievance responses originating at Steps 2 and 3, shall be forwarded to
the grievant and the Union.
4. All grievances for disciplinary matters involving unpaid suspension,
demotion or termination may be appealed through the grievance process.
Section 6.3: Arbitration
If the grievance is not resolved through above steps, the Union has the exclusive right to
submit the grievance to binding arbitration. Arbitration proceedings must be initiated by
serving of the Union’s written request for arbitration within twenty (20) days after the
City Manager’s response. Submission to the arbitrator shall be based exclusively on the
written grievance as submitted in Steps 1 and 2 of the grievance procedure.
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The arbitrator selected shall decide the dispute by using the preponderance of evidence
standard and such decision shall be final and binding on the parties. The expenses of the
arbitrator shall be borne equally by the parties; and, each party shall be responsible for
its own attorneys’ fees, any court reporting services it wishes to use, and the wages of unit
members, whether they be witnesses, potential witnesses, representatives, or grievant, it
utilizes in any arbitration proceeding. However, it is agreed, that should unit members be
on duty during the procedure, the unit members shall suffer no loss of pay or benefits.
The jurisdiction of the arbitrator is limited and confined to determining whether there
has been a violation of the express terms of this Agreement. The arbitrator shall in no way
alter, amend, or modify the terms of this Agreement. The time limits may be extended in
writing by mutual consent of the parties.
A. Within twenty (20) calendar days from receipt of the notice of the intent
to invoke arbitration, the Union shall request a list of seven (7) arbitrators from the
Federal Mediation and Conciliation Service, all of whom must have a Regional
Designation. The Union shall supply the City with a copy of the list of arbitrators. The
Union and the City will alternately eliminate one at a time from said list of names of
persons until only one remains, and that person will be the arbitrator. The City and the
Union will alternate in the right to first strike names in successive arbitrations. Both
parties must complete their strikes, and an arbitrator must be selected within ten (10)
business days from the receipt of eligible arbitrator list from FMCS.
B. After the arbitrator has been selected, the parties should schedule and
conduct the arbitration within ninety (90) calendar days, unless mutually extended in
writing by the Union and the City. The decision of the arbitrator will be served upon the
unit member(s) aggrieved, the City and the Union in writing. It shall be the obligation of
the arbitrator to make his best effort to rule within twenty-one (21) business days after
the hearing.
Section 6.4: Grievances by Non-Union Member
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When the Union refuses to process a grievance for a unit member because of the unit
member’s non-membership in the Union, the unit member shall have the right to process
a grievance under this Agreement, but cannot require arbitration of the grievance unless
the law requires otherwise, in which event, the unit member shall have all the rights and
assume all the burdens, limitations and obligations, including financial obligations, of the
Union under this Article and any other Article that may apply to his grievance. The unit
member will not be entitled to any other grievance process.
Section 6.5: General
A. Each grievance shall be arbitrated in a separate proceeding unless the
parties mutually agree otherwise.
B. The filing of a grievance shall in no way interfere with the right of the City
to proceed to carry out its management responsibilities, subject to the final resolution of
the grievance, except terminations.
C. In the event of a sustained disciplinary action involving a suspension
[without pay], the unit member may utilize available personal leave (PTO) in lieu of a non-
working unpaid suspension. PTO may be used to substitute one-half of the total
suspension awarded. The PTO hours will be removed from the leave bank of the employee
and the remaining half of the suspension shall be served utilizing leave without pay.
D. Except for termination, discipline shall be served as soon as possible
whether or not the unit member has exhausted his administrative appeals as set forth in
this Article.
Section 6.6: Time Off/Pay
Step 1 of the grievance procedure shall be carried out during the unit member’s work
hours at a time and place designated by the Chief based on operational needs, and the unit
member shall lose no pay. The City and the Union shall determine when Steps 2, and 3
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shall be processed, within the time frames established herein, and if the Step or Steps,
including Arbitration, are processed during the bargaining unit member’s scheduled
working hours, neither the Union Representatives nor the grievant shall lose pay. Unit
member witnesses, other than grievant, whom the City Manager or the Union, may at their
option, choose to interview shall lose no pay if interviewed during their working hours,
and if interviewed after or before such hours, shall be paid for such time as if they were
performing other work for the City. Otherwise, the City shall not be responsible to pay any
unit member representative, officer or agent of the Union for any time spent processing
grievance matters but will allow one such person and the grievant per grievance
reasonable time off without pay for said activities upon reasonable prior notice if in
management’s opinion work requirements will allow such absence.
Section 6.7: Discipline Dispute Resolution Process - (DDRP)
In cases involving alleged policy violations in an administrative investigation, which may
lead to discipline, a unit member may request one discipline dispute resolution meeting
per investigation (DDRM) at any time prior to the member providing a statement to the
internal affairs investigator. The meeting shall be held with the member’s Division
Commander, Human Resources Director and include the member, member’s
representative and/or counsel.
The purpose of the meeting will be to discuss potential discipline and/or administrative
charges to determine if a consensus resolution can be reached on the appropriate
charge(s) and discipline, if any.
If the parties reach a consensus, that consensus shall be reduced to writing by the Division
Commander and implemented. The investigation and grievance process shall be
considered as complete. Should the parties not agree on a resolution, the matter will
progress as if no meeting had been held. Nothing discussed at the meeting shall be held
against the employee if a resolution is not implemented.
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The PBA shall be notified of any final resolution in all such cases handled by the DDRP.
If the PBA is not represented at any such DDRM, then the decision will not be precedent
setting.
Section 6.8 Verbal Warnings
Verbal warnings shall not be documented in Blue Team, or equivalent program, or the
bargaining unit member’s personnel file.
Section 6.9: Vehicle Crashes
The parties agree that vehicle crash discipline will follow the safety matrix as long as there
are no other policy violations associated with the crash. If a policy violation is present,
the event will follow the discipline structure not the safety matrix.
ARTICLE 7:
TRANSFERS
Section 7.1: Special Unit
Special Unit assignments shall be handled as provided in the General Order and this
Article. Special Unit assignments are assignments other than a Patrol Division
assignment.
Unit members in Special Unit assignments who have met the two (2) year minimum, who
wish to return to Patrol on the normal shift rotation in January, shall submit a notification
via the chain of command, no later than August 31, and shall participate in the Patrol
Bidding (Section 7.2). If exigent circumstances exist, unit members may request from the
Chief to move if they have not met the minimum two (2) year requirement. Unit members
who are mandated to fill a position do not need to meet the two (2) year minimum
requirement to make the request to return to Patrol during the shift bid process.
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Section 7.2: Patrol Bidding Process
Unit members shall have the opportunity each November 1 through 14th to bid on shifts,
times and days off. Unit members shall select the shift, times and days off and be awarded
their preferences based on seniority. The final bid list shall be posted by December 15 and
the new assignments shall take effect the beginning of the second pay period in January. K-
9 officers shall participate in the shift bid process, however no more than one (1) K-9
officer shall be assigned to a single squad.
Section 7.3: Patrol Vacancies
When a vacancy as determined by the Chief, occurs in any patrol unit, the Police
Department shall post the vacancy for a period of ten (10) calendar days. Any bargaining
unit member shall have the right to bid on the vacancy. Selection shall be made based on
seniority. Notification shall be given as to the successful bidder as well as to all other
bidders. Transfers shall be made within thirty (30) calendars days from when notification
has been given.
Section 7.4: Other Vacancies
When a vacancy as determined by the Chief, occurs other than in Patrol, the Police
Department shall post the vacancy for a period of ten (10) calendar days. The notice
vacancy shall list the qualifications necessary to fulfill the job vacancy. When making a
selection, management will consider the candidate’s past disciplinary record,
performance reviews, years of service with OPD. An Oral Board interview may be
conducted. If a Board is convened, all qualified candidates for the posted position shall be
interviewed and rated on the same questions. There shall be one unit member selected by
the PBA, to be an observer on each oral review board. Selection shall be made based on
the point system outlined in the General Order. The Chief shall select among the two (2)
candidates with the highest overall scores. In the event of a tie, the candidate with the
highest seniority shall be selected.
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Transfers shall be made within thirty (30) calendars days from when notification has been
given.
7.4.1 When posting for a vacancy for a specialty unit, the Police Department shall
include the normal work schedule and days off for the position. It is understood that in
some of the specialty units, start and end times for work and days off may deviate from
the normal schedule due to the nature of the unit. Whenever possible, unit members shall
be given advance notice of the schedule changes at least seven (7) days prior to the
effective change. These changes shall be of a temporary nature.
7.4.2 Members selected for a specialty unit agree that selection is predicated on
remaining in the unit for a minimum of two (2) years. Unit members may request from
the Chief to move to another vacancy outside the unit prior to two (2) years.
7.5 Voluntary Work Schedule Swaps
Unit members, of like ranks, may voluntarily request a swap in work schedules via a
written request thru their chain-of-command. The request must include current work
assignments and a statement that the request is voluntary on behalf of both members.
The reason(s) for the request shall be included.
Work schedule swaps shall only apply to those members who work in the Patrol Division
and shall not exceed a total of fourteen (14) working days per year per unit member.
Approval by management must be obtained for the request and if so granted, shall
schedule the unit members to change work schedules within the same pay period. The
member agreeing to the swap will not be eligible to use PTO on the swap date.
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ARTICLE 8:
VOTING
Unit members, who are on duty on an election day, will be allowed to take time off without
loss of pay to vote on City Property or at other polling places within the City. The time
they take off to vote will be determined by the Chief. All other unit members shall vote on
their own time – by absentee ballot or as otherwise permitted by law; provided, if a
member who is not scheduled to work on an election day whose voting precinct is not in
the City of Ocoee is called into work so that he cannot vote on his own time, the Chief shall
make operational arrangements for the member to vote without loss of pay.
ARTICLE 9:
UNION / MANAGEMENT MEETINGS
The City and the Union shall meet and confer on matters of mutual interest upon the
request of either but not more often than once a quarter, unless both parties agree to meet
more often. Such special meetings shall be held on a date and at a time and place mutually
agreeable to the parties. Meetings held under this Section shall not be considered
collective bargaining under the Public Employees Relations Act. Issues related to
grievances shall not be discussed. The Human Resources Director shall be responsible to
coordinate these meetings with the Union Representative.
The parties agree that the PBA Representatives shall meet, upon request of either party,
with the Chief of Police and the Human Resources representative on a quarterly basis to
discuss any matters that either party deem necessary. The meeting shall be held with the
Chief of Police only and shall not be delegated to a lower rank. If no meeting is requested,
then there is no requirement to conduct a meeting.
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ARTICLE 10:
INSURANCE
During the life of this Agreement, the City shall provide the same health, medical, dental,
and short/long term disability insurance under the same terms and conditions for
bargaining unit members and their dependents that it provides for the City’s non-
bargaining unit, non-exempt employees and their dependents. Effective October 1, 2025,
the insurance premiums for unit members shall be based on the City’s October 1, 2025,
rates. In the event the City proposes to increase co-pays, deductibles, out-of-pocket
maximums, or premiums above the rates or levels in place for Fiscal Year 2025-2028, the
City shall give notice of the increases to the Union no less than thirty (30) calendar days
prior to the implementation of the new rates or levels. Upon notice, the Union may
demand bargaining over the changes provided the demand is presented to the City within
fifteen (15) business days of the notice. Should the Union fail to demand bargaining within
fifteen (15) business days, the Union will be deemed to have waived its right to bargain
over the changes. If negotiations commence and no agreement is reached, the parties shall
submit their positions directly to the City Council for final resolution.
ARTICLE 11:
STRIKES
The Union and bargaining unit members shall not promote, sponsor, engage in, or
condone any work stoppage, boycott, slow-down, strike, disruption of City operations, or
other withholding of limitation of services for any reasons and shall abide with F.S.
§447.505.
ARTICLE 12:
HOLIDAYS
Section 12.1: Days Observed
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A. For bargaining unit members, not on a 24/7 shift, and especially who
work a Monday thru Friday schedule, when a holiday falls on Saturday or Sunday, the
Friday preceding or Monday following shall be designated a substitute holiday and
observed as the official holiday.
B. The observed holidays are:
January 1 New Year’s Day (Day Shift Only)
January – Third Monday Martin Luther King, Jr. Day
May – Last Monday Memorial Day
July 4 Independence Day
September – First Monday Labor Day
November – Fourth Thursday Thanksgiving Day
November – Fourth Friday Day after Thanksgiving
December 24 Christmas Eve
December 25 Christmas Day
December 31 New Year’s Eve (Night Shift Only)
Section 12.2: Eligibility for Holiday Pay
A. All holiday earned must be taken as time off or paid on the same day that it
is earned.
B. A unit member must be on a regularly scheduled day off, on approved leave,
or work the normal schedule of hours, on the calendar day immediately prior to and
immediately following a holiday, to qualify for the holiday time or pay. Absences not
approved in advance, including sick call in’’ may not be approved depending on whether
the employee’’ excuse and verification of the reason for the absence are acceptable to
management, which, may at its option, require a doctor’s excuse as well as any other
evidence it deems necessary.
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C. When a unit member is scheduled to work on a holiday but fails to do so,
the member will not receive holiday pay even if the member is otherwise eligible for
holiday pay, unless the unit member is placed on approved leave.
Section12.3: Holiday Pay
Full-time members shall receive pay or compensatory time for the number of hours
regularly scheduled at their straight time hourly rate. The members shall designate on
their time sheets what method they want paid.
Section12.4: Pay for Work on Holiday
When a member’s shift begins a scheduled holiday, they shall be paid their regular rate of
pay and in addition receive one and one-half time their regular rate of pay for all hours
worked during the holiday. This provision also applies to all hours worked in an Extra
Duty status.
Section 12.5: Floating Holiday
On October 1 of each year of this Agreement all bargaining unit members shall receive
twenty-four (24) hours added to their paid time off accrual. These additional hours are to
be scheduled and used as all other paid time off hours.
ARTICLE 13:
PAID TIME OFF
Section 13.1: Eligibility
A. Only full-time unit members and full-time probationary members will be
allowed to accrue paid time off (PTO) leave.
B. Full-time probationary members shall accrue paid time off leave during
their initial probationary period, but accrued leave is not earned until successful
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completion of their probationary period. During the initial six (6) months of employment,
they may not take accrued paid time off leave unless authorized by the City Manager.
Accrued paid time off leave not taken by a full-time probationary member is not earned
and shall not be paid upon termination of employment.
Section 13.2: Accrual of Leave – PTO.
A. Full-time unit members earn Paid Time Off (PTO) leave as follows:
One through five years of service - 185.12 hours
Six through ten years of service - 226.86 hours
Eleven years YOS - 268.91 hours
B. All full-time bargaining unit members paid time off hours shall continue to
accrue beyond the 580 hours each year, however, accrual above 580 hours on September
30 shall be reimbursed to the bargaining unit member in the first pay period in December
of each calendar year up to a maximum of 80 hours. Therefore, any hours accrued over
660 on September 30 will be deducted from the employee.
C. The following employees shall earn PTO based on their total service time (based on a
365-day cycle), and not be restricted by their “re-hire date” at the Ocoee Police
Department:
1. City Employee Number 977
2. City Employee Number 1280
3. City Employee Number 1474
4. City Employee Number 1601
Section 13.3: Charging Leave
PTO leave time for members will be charged at hour for hour of the time taken off from
the member’s shift.
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Section 13.4: Leave Bank Pool
The City shall establish a Leave Bank Pool, which the members may access.
Section 13.5: PTO Approval & Unscheduled PTO Usage
1. PTO may be submitted by any bargaining unit member at any time; however, the
employee’s supervisor must review and approve/disapprove, within two (2)
working days.
2. An unscheduled PTO usage is defined as an “event or occurrence.” PTO usage
during consecutive workdays will be considered one event or occurrence.
3. Bargaining unit members will be allowed a maximum of three (3) unscheduled
PTO events per calendar year before discipline may be implemented.
Section 13.6: Paid Time Off Leave - Priority
1. When more than one (1) bargaining unit member of the same rank seeks to use
paid time off for the same period and is in the same squad or section, the member
with the most seniority (PDCE) will be given preference.
ARTICLE 14:
HOURS OF WORK AND WORK SCHEDULE
Section 14.1: Basic Work Schedule
A. The basic work schedule for Detectives shall be either four (4) ten hour or
five (5) eight-hour days, at the discretion of the employee.
B. The basic work schedule for the Patrol Division shall be twelve (12) hour
shifts that consists of seven (7) 12-hour days worked within a fourteen (14) day work
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period. Unit members shall select their preferences in accordance with Article 19. Those
members, not in patrol shall be allowed to bid on the schedule.
C. The day shift shall be set by the City and not to start before 5:30 am but no
later than 7:00 am.
D. The Department may temporarily change a unit members schedule based
on legitimate operational necessity. Such temporary change shall be no more than
twenty-eight (28) days in duration. The Department will provide the affected members
with thirty (30) days written notice in advance of the temporary change, unless thirty (30)
days’ notice is not possible, in which case the Department will provide the affected
members with as much advance written notice as is possible under the circumstances.
E. Unit members shall enjoy paid meal and break periods.
Section 14.2: Overtime
A. Unit members are to report all hours worked. Unit members should not
begin work before the beginning of their schedule or after the end of their schedule
without permission; however, if they do perform work before or beyond their schedule,
they are to report it as hours worked on their time sheet or record. Overtime will be
authorized or directed by the City and administered according to the provisions of this
Agreement.
B. Members shall be paid time and one-half their regular hourly rate of pay for
all hours in excess of eighty (80) hours in a fourteen (14) day work cycle for members not
assigned to Patrol. Members shall be paid time and one-half their regular hourly rate of
pay for all hours in excess of eighty-four (84) hours in a fourteen (14) day work cycle for
members assigned to Patrol. Unit members shall have the option to select pay or defer the
payment by selecting compensatory time for overtime worked. Any compensatory time in
excess of eighty (80) hours, not used by September 30 of each year shall be paid out.
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C. For the purposes of overtime computation, jury duty, annual military leave
and other absences from duty, whether paid or not, shall not be considered as time
worked; provided, however, paid holidays and paid personal leave used for a scheduled
vacation shall be considered.
D. Unit members shall be required to work overtime when assigned, unless
excused by supervision. A member desiring to be excused from overtime work
assignments shall submit a request to the immediate supervisor.
E. Flex Time - Flex time shall only be authorized after the unit member and
management reach agreement to do so and is only authorized for a specific period in time
and is not done to preclude the payment of overtime. “Flex time” or “schedule
adjustments” are to be construed to be one and the same as it is applied in this article;
except as provided by 14.1.
Section 14.3: Assignment of Overtime
Overtime shall be scheduled in accordance with departmental rules, regulations and
directives, and administered in accordance with the provisions of this Agreement. When
overtime is authorized, the most senior qualified unit member; shall be offered the
overtime first and in descending order the next most senior qualified member in rank.
Should no unit member volunteer to work the overtime, the least senior qualified member
shall be assigned to work. In the event that the City forces a member to work overtime,
forced overtime shall be selected in accordance with the seniority article and will be
applied to each calendar day. Once a member is forced to work overtime for any calendar
day, the City shall select another member to work a subsequent day. In the event that the
City has exhausted the entire sworn workforce, the City will return to the least senior
member and repeat the process until all positions are filled. If the City forces a member
to work overtime, the City shall provide at least twenty-four (24) hours’ notice, unless
exigent circumstances exist (example: sick call two (2) hours prior to shift).
Section 14.4 Legal Process Time
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Unit members, appearing in the legal process in their off-duty hours on behalf of the City,
shall receive a minimum of two (2) hours pay at the rate of time and one-half for legal
appearances. If the time exceeds the minimum two-hour guarantee, unit members shall
be paid at their appropriate rate of pay for all time worked. One appearance shall include
all appearances in a two (2) hour period for pay purposes. If another appearance on the
same date spans beyond the guaranteed two (2) hours, the unit member shall receive an
additional minimum two (2) hours at the overtime rate.
Section 14.5: Standby Duty On-Call Status
A. Standby duty on-call time is defined as periods of time in which the unit
member is ordered or required by the Police Department to be readily accessible by
telephone, paging device or other electronic device and not performing actual work, but
in readiness to perform actual work when the need arises. When the State Attorney directs
the member, in writing, to be available beyond the issuance of the subpoena to be in an
on-call status for a specific time period, the provisions of this section apply.
B. Such standby on-call time shall be compensated at the rate of $30 per day,
when the member has been scheduled to work within the twenty-four (24) hours and is
now off work. The rate of $40 per day shall be paid when the member is scheduled off for
the day and the rate of $50 per day for any recognized holiday in which the member
is scheduled off but placed on standby.
ARTICLE 15:
ALTERNATIVE DUTY
Section 15.1: Alternative duty shall be performed within the Ocoee Police Department if
the Chief determines it is available. Light duty availability for personal illness or injury,
shall be determined on a case-by-case basis, normally employees will be required to use
paid time off leave. If the Chief determines it is not available, light duty shall be performed
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wherever assigned by the City, especially for work related injuries. The Chief will
determine the length of the light duty availability.
Section 15.2: Except as provided herein, Alternative Duty shall be in accordance with OPD
Operational Order 100.1 as issues on January 26, 2012. Said policy shall be amended as
follows:
1. Alternative Duty is generally reserved for those unit members who have a
temporary medical limitation that prevents the member from performing all of the core
functions of his currently assigned law enforcement duties. Temporary limitations shall
be generally considered to be those limitations that a medical provider believes the
member will recover from normally within 90 consecutive calendar days or less. If
available and depending on the nature of the injury, this provision may be extended upon
agreement.
2. Documentation in support of the Request for Alternative Duty shall include
the medical provider’s restriction(s) in laymen’s terms. It shall be the City’s responsibility
to interpret what job functions the member can do safely.
3. Members who are working Alternative Duty shall suffer no loss of base pay
or benefits. Members shall work under the conditions of the job that they are placed in
for Alternative Duty. Incentives shall be paid, if the member qualifies for them while
working Alternative Duty.
1. Members denied Alternative Duty or who are currently on Alternative Duty but the
Chief of Police has questioned the ability of the member to be able to perform the
essential job functions of the Alternative Duty position, supported by competent
medical provider(s) stating the current medical limitations of the member, shall be
allowed to access other leave alternatives to include but not be limited to Paid Time
Off (PTO), compensatory time, FMLA, or other authorized leave.
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ARTICLE 16:
WAGES
Section 16.1: Wage Implementation
Effective October 1, 2025, all bargaining unit members will be adjusted based on the
criteria outlined in Section 16.2 below to meet the Industry Based Competitive Scale as
listed in Appendix B.
• Sergeants - $87,489.79 to $117,578.86
The parties agree that for Fiscal Year 2026-2027 and 2027-2028, that a wage re-opener
shall be conducted for the purposes of a COLA.
It is noted that the Industry Based Competitive Scale shall have a one-time increase of
1.00% and it shall be funded for the duration of this contract only (Fiscal Years 2025-
2028) in order to maintain the City’s competitiveness in the retention of Police Sergeants.
Section 16.2: Slotting of Sergeants
1. Bargaining unit members will be slotted using the following method:
a. When a bargaining unit member is promoted to the rank of Sergeant, the
member’s complete number of years as a sworn law enforcement member shall be
calculated. This calculation will be known as “x.”
b. The “x” calculation above shall then be divided by two (2) to determine the
slot credit for previous City of Ocoee sworn law enforcement service time. This
calculation will be known as “y.”
c. For the slotting of bargaining unit members during the initial
implementation, the product of “y” above shall be added to the bargaining unit member’s
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time in grade as a Sergeant to determine the correct slot of the Sergeant in the Industry
Based Competitive Scale.
Example – Officer J. Rockford is promoted to the rank of Sergeant and at the time of
promotion, he has completed a full fifteen (15) years of service as a Police Officer and
Corporal.
i. Officer J. Rockford
a. Total Service Years (x)= 15
b. Divide “x” by 2 = 7 (y = 7 slots)
c. Add current Sergeant’s years of service to “y” in order to determine
an existing Sergeants slot during this implementation.
d. Current Sergeants will be slotted according to Appendix C, attached
to this Agreement.
Section 16.3: Other Wages
1. Bargaining unit members receiving a longevity check shall continue to
receive the longevity as currently calculated.
2. Bargaining unit members who are at or above the top of the pay range shall
receive a one-time lump sum payment not added to base for any portion of the GWI
increases that exceed the maximum of their pay ranges.
Section 16.3: Shift Differential, Assignment and Incentive Pays
1. Shift Differential for Patrol Division Evening and Night shift shall be $1,600
per year.
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Specialty Unit Personnel
2. Detective Incentive shall be $2,800 for undercover and $2,300 for other
Detectives, per year for bargaining unit members assigned as Detectives and their unit
supervisors.
3. K-9 Officers shall receive $2,400 assignment pay, to include “dog days.”
4. SRO, Community Affairs Officers, Training Officers, Traffic and Motor
Officers, and their immediate Sergeant supervisors shall receive a unit assignment pay of
$1,500 per year. All shift differential, incentive and assignment pays shall be computed to
an hourly rate of pay and calculated into the member’s base salary.
5. Any specialty unit not outlined in this Agreement shall receive a unit
assignment pay of $1,500 per year. All shift differential, incentive and assignment pays
shall be computed to an hourly rate of pay and calculated into the member’s base salary.
6. Field Training Sergeants shall receive $2.50 per hour when training newly
promoted Sergeants.
7. Officers fluent in speaking Creole, Spanish, Portuguese, and translating
Sign Language shall receive an additional $550 per year. If the bargaining unit member
is a certified translator (from the Court Interpreters Program from the State of Florida),
they shall receive an additional $450 per year. Check shall be separate from normal
payroll check. Once a member becomes certified and upon submission of certification to
the City, the City shall reimburse the member for 50% of the cost of the examination and
recertification fees.
ARTICLE 17:
UNIFORMS AND EQUIPMENT
Section 17.1: Uniforms
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Uniform classes are described in general orders. Unit members shall wear uniforms as
determined by the Chief. When a uniform is required, no other clothing except underwear
shall be worn without permission of the Chief. The City agrees to initially provide sets of
uniforms to all unit members upon hire. The initial set must include one Class A (long
sleeve shirt and uniform pants) and a combination of up to five (5) Class B, Class C or
Class D (polo shirt and uniform shorts). An initial block training uniform approved by
the Chief will be issued to all members. An outer vest carrier shall also be supplied for
bargaining unit members. For current members, the outer vest carrier shall be supplied
at the time at which their current vest is due to be replaced at the time of expiration. For
newly hired members, the vest carrier shall be supplied at the time of hire.
Class D may be worn from April 15 through November 15 and any other time the Chief
designates. Breathable/mesh black footwear may only be worn with the Class D uniforms.
Section 17.2: Footwear Allowance
The Department shall determine and provide the clothing, shoes and other related items
that make up the uniform. The footwear allowance shall be $150 per year paid to the
vendor upon purchase of approved footwear. Any expense over $150 during the fiscal
year shall be borne by the bargaining unit member.
Section 17.3: Replacement
A. Unit members shall be responsible to maintain in good serviceable
condition the initial issue provided in Section 17.1 above or to obtain replacements from
vendors or supply, if any, designated as acceptable to the City, at no cost to the unit
member. After initial issue, unit members not on new-hire probation may request
additional uniforms as needed not to exceed four (4) in any given fiscal year. Members
may request any combination of sets of uniforms to include Class A, Class C, and Class D.
Replacement block training uniforms will be at the discretion of the Chief. No bargaining
unit member may request additional uniforms (other than replacements) if they have
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already been issued ten (10) sets of uniforms (not including any specialty uniforms).
Bargaining unit members must turn in all uniforms to the City upon separation.
B. The Chief shall notify unit members if there are acceptable vendors from
whom they may obtain replacements.
Section 17.4: Maintenance
Unit members shall be responsible for repair and maintenance of the uniform and all
items issued to them for their use by the City, and shall come to work in clean, neat and
undamaged clothes, including undamaged uniforms and other clothes.
Section 17.5: Clothing Allowance
Unit members assigned as Detectives on a regular basis shall receive a clothing allowance
in the amount of $1,000 per year at the time of transfer. Unit members shall be issued
and maintain one class A uniform to include one short sleeve shirt and one long sleeve
shirt. Thereafter, subsequent payments will be made in the first full pay period of
December, during the term of this Agreement. All payments under this section shall be
made by separate check.
ARTICLE 18:
PROBATIONARY PERIOD
Section 18.1: Probationary Period
The probationary period for newly promoted unit members shall be six (6) months
commencing from the date of promotion.
Any extension of the probationary period shall be either through mutual consent of the
parties or through appropriate documentation relied on by the City to justify the need to
extend the probationary period. Probationary extensions shall not exceed ninety (90)
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days except when the extension results from the employee being away from work for a
period of more than thirty-one (31) consecutive days. The parties agree that the amount
of time spent away from work, on a day-by-day basis, shall be added to the end of the
probationary period (6-month time frame).
ARTICLE 19:
CONTINUOUS EMPLOYMENT (SENIORITY)
Section 19.1: Definition
Continuous employment (seniority) shall be as a sworn member of the Ocoee Police
Department (“PDCE”) and shall commence from the member’s initial date of hire with
the City as a sworn member of the Ocoee Police Department. It shall continue until broken
as provided in Section 19.3 below. When two or more members start work in the Ocoee
Police Department on the same day, their PDCE shall be based on their position on the
new hire eligibility list.
Rank Seniority – shall commence from the member’s initial date of promotion. As a tie
breaker, should two members hold the same rank seniority, the member with the longest
PDCE shall be considered the most senior.
Section 19.2: Benefits
Seniority (PDCE) and Rank Seniority shall be used for the purposes of paid time off leave
and holiday preference, for shift bidding, and layoff and recall, as well as the deciding
factor in any preference all other factors being equal.
Section 19.3: Loss of Continuous Service
PDCE shall be lost upon the happening of one or more of the following events:
A. Resignation.
B. Termination in accordance with the City PRR.
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C. Retirement.
D. Receiving an authorized leave of absence in excess of six (6) months.
E. Lay-off for more than six (6) continuous months.
Section 19.4: Layoff and Recall
Layoff and recall shall be in accordance with the below provisions:
A. Layoff
In the event of a layoff for any reason, employees shall be laid off in the inverse
order of their rank seniority and then their seniority (PDCE). All initial probationary
members must be laid off prior to laying off non-probationary members.
B. Recall
1. Members in layoff status will retain recall rights for twelve (12) months and
shall have preference to work over applicants on eligibility lists. Recall will be made by
certified mail to the last address in the member’s record, along with any address on file
with the Union. The member must, within seven (7) calendar days of the certified receipt
date, notify the City of his intention to return to work. Said member must return to work
within thirty (30) days of receiving the notice.
2. Members shall be called back starting with the most senior member notified
first and then in descending order of seniority thereafter. Members who return from layoff
status shall receive the current rate of pay for the pay grade he held at the time of layoff.
3. No person shall be promoted to Sergeant until all unit members who have
been laid off or who have taken a voluntary demotion (instead of being laid off within the
past 12 months) have been afforded the opportunity to return to their Sergeant rank.
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ARTICLE 20:
SAFETY, HEALTH & PHYSICAL FITNESS
Section 20.1: Cooperation
The City and the Union will cooperate in the continuing objective of eliminating accidents
and health hazards as well as maintaining the safety of the members covered by this
Agreement.
Section 20.2: Unsafe Equipment
Whenever a member covered by this Agreement feels that a vehicle or other equipment is
unsafe and, therefore, unfit for service because it is a hazard to himself or to the public,
or both, he shall immediately inform his Supervisor. If the Supervisor concurs, the unsafe
vehicle or other equipment shall not be used until it has been inspected and determined
safe. Should the Supervisor not concur, the unit member will abide by the Supervisor’s
decision; however, the Supervisor shall document the alleged unsafe condition and
Supervisor’s comments in writing and forward it to the Chief of Police via the Chain of
Command. Supervisors shall have the authority to deadline his vehicle or equipment,
should the supervisor deem the equipment unsafe.
Section 20.3: Take-Home Vehicle Policy
A. Unit members shall not be required to use their own private vehicles in the
performance of their regularly assigned duties.
B. The Department shall provide a take-home vehicle for all unit members in
the bargaining unit who reside within a forty (40) mile radius from the City of Ocoee
(JPA). Take-home vehicles may not be used for personal business use, except for those
members who reside within the City limits of Ocoee. During this personal use, no family
members (or others) may be transported.
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C. Unit members residing more than five (5) to ten (10) miles outside the JPA
will have $30.00 per pay period automatically deducted from their pay, unit members
residing more than ten (10) to less than fifteen (15) miles outside the JPA will have $40.00
per pay period automatically deducted from their pay, unit members residing fifteen (15)
to less than thirty (30) miles outside the JPA will have $50.00 per pay automatically
deducted from their pay, and unit members residing more than thirty (30) miles outside
the JPA will have $60.00 per pay automatically deducted from their pay, except for K-9
handlers, who shall be exempt. These members outside the JPA will be prohibited to
transport family members or any other individuals for personal reasons in the take home
vehicle. This shall not apply to existing members unless they move.
D. Distance from the JPA shall be measured “as the crow flies” using Google
Maps, to the unit member’s sub-division or home address, whichever is lesser.
E. Should a vehicle be “dead-lined” for more than two consecutive days, and
the unit member not furnished another City vehicle, no monies shall be deducted from
the members’ pay for the duration that the member was not furnished a vehicle, on a pro-
rated basis.
1. Unit members who no longer drive a City owned vehicle to and from work
shall be provided a safe and secure parking facility; secured from the general
public, in which to park their personal owned vehicle (POV).
2. Unit members may voluntarily give up their right to a take-home vehicle.
Section 20.4: Transport
Unit members will not be required to transport persons detained in a vehicle not equipped
with a cage, except in an emergency, and then the transporting officer will be assisted by
another officer.
Section 20.5: Portable Radio
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No member shall be permitted to work his tour of duty without having in his possession
an operable portable radio; provided, however, that in Management’s discretion, a
member not having an operable portable radio may be reassigned to other duties where a
portable radio is not necessary.
Section 20.6: Firearms Training
Semi-annual firearms training will be provided by the City, to include shotgun, rifle
training with live ammunition. No less than semi-annually, the City shall furnish a box of
ammunition, caliber to be consistent with the duty issued sidearm, for use by the
bargaining unit member to practice on a firearms course in order to maintain sidearm
proficiency.
Section 20.7: Physical Exams
1. The City agrees that each member will receive, unless he objects, an annual
physical examination by a physician designated and paid for by the City, which includes
the following tests:
A. Urinalysis;
B. Blood Pressure;
C. Blood Chemical Profile (SMAC-24 Blood Test);
D. Vision Test;
E. Height and Weight Recorded;
F. EKG at rest or Stress EKG (Upon recommendation of the City physician);
G. Chest X-Ray;
H. Nicotine Free Tests.
Every other year, unless more is determined by a physician, in addition to the above
tests, employees will be given Spirometry, T.B., Audiometry and Urinalysis tests.
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Scheduling of the physical examination will be on duty and at the discretion of the
Department and results will be sent to the member by the medical provider.
In order to develop a comprehensive disease management program in conjunction with the
member health center and the annual physicals the parties agree to the following:
1. All members shall receive a health risk assessment as part of the annual
physical;
2. All members will be required to participate with the doctor, nurse and
support staff from MyHealth Onsite to address any health-related risks, i.e.:
hypertension, blood sugar, cholesterol, obesity, diabetes, etc.;
3. All members will receive assistance from the programs offered through the
health center including smoking cessation program (at no cost);
4. No results of any physical testing done on annual bases shall have an
adverse effect on a unit member’s position without the unit member having the time and
opportunity to rehabilitate himself.
Section 20.8: Fitness for Duty
Any medical or psychological exam that results in the member being considered as unfit
for duty, as attested by a qualified medical provider rendering his opinion of the member’s
limitations described in layman terms, shall require the member to use paid time off until
a subsequent exam finds the member fit for duty.
Members shall undergo fitness for duty medical evaluations, at the City’s direction, by a
medical provider selected by the City. The medical provider shall provide, by way of
second opinion, to the City, his opinion of the member’s condition and what limitations
– in layman’s terms, if any, the member has and if the limitations are permanent.
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Should the member provide qualified medical information to return to duty before the
City (Human Resources Director) believes the member may return, and a final
determination is made that the member could have returned sooner, then the City shall
return that portion of the paid time off used after the date the documentation was provided.
Section 20.9: Drug and Alcohol Policy
The City Drug and Alcohol policy contained in the PRR shall apply to bargaining unit
employees.
Section 20.10: Random Drug Tests
The City reserves the right to randomly drug test members. Said drug test shall be
conducted following computer based objective selection procedures as is done for the
City’s other employees. The costs of such tests shall be borne by the City.
Section 20.11: Notice of Health-Related Problems
When a member has a health-related problem that affects his ability to perform the
essential functions of his job, the member shall so advise the Chief. Members may
undergo fitness for duty medical evaluations as directed by the Chief by a doctor selected
by the City. The doctor shall provide, by way of second opinion, to the Chief only what
limitations – in layman’s terms, if any, the member has and if the member has reached
MMI and if the limitations are permanent.
Section 20.12: Nicotine Free Requirement
All members hired immediately after June 20, 2006, must be free of nicotine use and
must remain continually free of any nicotine use as a requirement for continued
employment with the City of Ocoee Police Department.
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Section 20.13: Climate Surveys
The parties may mutually agree to conduct Climate Surveys. Additionally, the results of
the Climate Survey shall be forwarded to the Chief of Police, the Assistant City Manager
and the City Manager and discussed at the quarterly meetings.
Section 20.14: Minimum Staffing
The parties agree that the City will provide minimum staffing for Patrol shifts. Minimum
staffing is defined as one (1) Officer for each zone and at least one (1) supervisor (Corporal,
Sergeant or Lieutenant, or higher rank) per shift. Management has the right to increase
the minimum staffing based on department needs.
ARTICLE 21:
WORKING OUT OF CLASSIFICATION
Bargaining unit members who work out of classification shall be paid under the same
policy as applicable to all other non-exempt employees of the City who work out of their
classification for more than fifty percent (50%) of their shift, unless this Agreement
specifically provides for other compensation as below:
1. Sergeant works in the capacity of a Watch Commander (Lieutenant) - $4.25/hr.
2. Corporal works in the capacity of a Watch Commander (Lieutenant) - $4.25/hr.
3. Officer works in the capacity of a Watch Commander (Lieutenant) - $5.25/hr.
Any bargaining unit member assigned as a Watch Commander must be in the patrol
uniform and be assigned to Patrol for the duration of the shift.
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ARTICLE 22:
MISCELLANEOUS
Section 22.1: Vehicle Window Tint
The City shall, upon request of the member, tint all windows on the City issued vehicle
including the front windshield strip.
Section 22.2: Retirement Entitlements
A. A bargaining unit member who retires under a physical disability
retirement, regardless of years of service, or a member who retires with a minimum of
twenty (20) YOS and is eligible to immediately draw retirement compensation, shall be
given at the time of final separation his side-arm weapon, his badge, and retired Police
Identification card. In the event that the members Police ID card is lost, stolen or broken,
the City will supply the retired member with another Police ID card.
B. A bargaining unit member who retires with a minimum of ten (10) years of
service and is eligible to draw retirement compensation shall be given, at the time of final
separation, his badge and a retired police identification card. The retiree shall also have
the option to purchase his side-arm.
C. A member who retires from the City and will immediately draw his
retirement compensation shall be sent his monthly retirement check within sixty (60)
calendar days of selection of the employee’s retirement option.
ARTICLE 23:
EXTRA-DUTY EMPLOYMENT
Section 23.1: General
Except as provided in this Article, law enforcement extra-duty employment shall be
administered and regulated in accordance with OPD policies in effect as of December 20,
2023, as amended.
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Section 23.2: Minimum Rates
A. The minimum hourly rate paid to unit members for extra-duty, law
enforcement related employment shall be fifty-two dollars ($52.00), or if acting in a
supervisory capacity, the unit member shall be paid fifty-six dollars ($56.00). The City
shall remit payments to the officers after appropriate taxes withholdings. Additionally:
1. If bargaining unit members work for another agency under a Memorandum
of Understanding, the bargaining unit members will be compensated in the
same manner as the requesting agency regardless of the established rates
above minus the currently established administrative costs.
2. The provisions in this article establish a minimum for City of Ocoee vendors
but the vendor may choose to pay more than the minimum rate listed above.
Any rate paid by a vendor will be subject to the currently established
administrative costs.
3. Bargaining unit members, except those assigned by the Chief, or his
designee, to administer the Extra-Duty Program, are prohibited from
soliciting any rate higher than the established Extra-Duty rate.
B. Approved extra-duty jobs no more than four (4) hours in length may be
worked by unit members prior to the start time of their regularly assigned duties.
C. Bargaining unit members may not work a combination of scheduled on-
duty and extra-duty shifts in excess of sixteen (16) hours in duration within a twenty-four
(24) hour period.
Section 23.3: Holidays
The minimum hourly rate paid to unit members for extra-duty, law enforcement related
employment for the holidays recognized in Article 12, Section 12.1.B shall be sixty dollars
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($60.00) per hour or if acting in a supervisory capacity, the unit member shall be paid
sixty-five dollars ($65.00).
Section 23.4: Grievances
Any grievances relating to of this Article shall be handled pursuant to Article 6 of this
Agreement.
ARTICLE 24:
EDUCATION
The current City of Ocoee educational policy, as written in the current PRR, Section 13.14,
Educational Incentive Program, shall remain in effect during the term of this Agreement,
subject to budget constraints as deemed appropriate by the Committee. The Education
Committee for this bargaining unit shall be comprised of those members listed in the
PRR’s, including a member of the bargaining unit for issues impacting members of said
bargaining unit.
ARTICLE 25:
PENSION
Section 25.1: All bargaining unit positions and employees in those positions, covered by
this Agreement, shall be covered by the FS Chapter 185 Plan as established by the City of
Ocoee provided they meet the eligibility requirements of same.
Section 25.2: The Pension Ordinance shall provide that the minimum in-line of duty
disability benefit shall be 55% of Average Final Compensation. Additionally, the Pension
Ordinance shall be amended to provide that bargaining unit members hired after the date
of the amendment of the Pension Ordinance shall be subject to the following (as outlined
in the Summary Plan Description, Appendix C) as amended during the term of this
agreement:
1. A pension multiplier of 3.25%.
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2. A cap on the monthly retirement benefit of 81.25% of final average
compensation.
3. A minimum of seven (7) years of service with the City in order to be vested.
4. Early retirement requires a minimum of seven (7) years of service with the
City in order to be vested.
Section 25.3: The City agrees to contribute no less than 12% of the unit member’s payroll
to the Pension Fund during the term of this Agreement. The bargaining unit members’
pension contribution shall be 8% of pensionable earnings.
Section 25.4: Accrued paid time off (PTO) payouts at separation will not count toward
final average compensation for pension benefits, effective October 1, 2012. At the time of
separation, the member shall be paid for 100% of their PTO as outlined in this agreement.
Bargaining unit members who are entering the DROP shall have the option to cash in all
or any percentage, 25%, 50%, or 75%, of the member’s accrued PTO without penalty
provided the member’s PTO balance does not drop below 120 hours. Upon final
completion of service with the City, the remaining PTO shall be paid to the member as
outlined above.
Section 25.5: For purposes of pension calculation, the unit member shall receive
monetary credit as part of their final average compensation for up to 300 hours of
overtime as per State Statute.
Section 25.6: Members who enter the Deferred Retirement Option Plan (DROP) after
October 1, 2012, may elect to have their account credited with either interest at the rate
of 2% per annum or the actual net rate of investment return (not less than 0%) of the
Fund. One change in election is permitted during the DROP period. The parties agree
that DROP shall be extended from a maximum of sixty (60) to a maximum of ninety-six
(96) months. This provision allows anyone currently in DROP to extend the maximum
allowable time to ninety-six (96) months.
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Section 25.7: The City and Union agree that the pension multiplier will remain at 3.5% for
the term of this Agreement for bargaining unit members hired prior to the Pension
Ordinance amendment set forth in Section 25.2 above.
ARTICLE 26:
SERGEANT PROMOTION
The City will promote Sergeants in the Police Department in accordance with the
established General Orders, effective June 24th, 2024, with the following exceptions:
1. Full-time, sworn members requesting to test for promotion to the rank of Sergeant
must meet the following eligibility requirements:
a. Three continuous years as a full-time Police Officer with the Ocoee Police
Department immediately prior to the examination date.
b. Quality of Service
i. Ratings of “Meets Expectations” or better in all categories on his/her
two most recent performance evaluations.
ii. Candidates must not have received two (2) written warnings within
one (1) year prior to the posting of the vacancy.
iii. Candidates must not have received more than twenty (20) combined
hours of suspension without pay or more for conduct related issues
within the two (2) years immediately preceding the posting of the
announcement.
iv. All candidates’ files shall be reviewed and taken into consideration,
including but not limited to, entire personnel records, performance
evaluations, sick leave, disciplinary records and training records.
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2. The exam shall be comprised of two parts, a written examination and an oral board
(interview). Each part shall be scored independently. The scores of both the
written examination and the oral board shall be added together and divided by two
to obtain an overall score of the examination, with a minimum cumulative score of
seventy-five percent (75%). This method ensures that both parts of the
examination are weighted equally.
3. After the final list is comprised, the list shall be valid for a period of twelve (12)
months.
ARTICLE 27:
VEBA
The VEBA contributions referred to in this Agreement shall be automatically deducted
from the member each payday prior to the calculation of taxes. The monies shall be
deposited in the member’s account as directed by the member. In the event that the
member has not determined what account the monies should be deposited to, the default
will be that account/fund that is designated as a savings account.
1. Unit members participating in the City’s Physical Assessment Program shall
receive a $300 per year contribution from the City and the equivalent of sixteen (16)
hours of the member’s base rate of pay paid into the member’s VEBA account. Members
are required to meet with the medical staff to review the results of the Physical
Assessment testing.
2. The $300 will be placed in the active side of the VEBA for each qualified
member and the 16 hours pay equivalent shall be placed in the retirement side of the
VEBA.
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ARTICLE 28:
DURATION
This contract shall remain in full force from October 1, 2025, through midnight
September 30, 2028, and shall automatically renew itself for periods of one (1) year unless
either party delivers to the other written notice of its intent to modify this contract not
less than ninety (90) calendar days prior to September 30 in any year of an automatic
extension under this Article.
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IN WITNESS HEREOF, the parties have signed this AGREEMENT to be effective as of
October 1, 2025.
RECOMMENDED FOR THE CITY OF OCOEE
_______________________________________ ________________________
Craig Shadrix, City Manager Date
_______________________________________ ________________________
Rusty Johnson, Mayor Date
_______________________________________ ________________________
Jenetta Wilson, HR Director Date
RECOMMENDED FOR THE FLORIDA POLICE BENEVOLENT ASSOCIATION, INC.
_______________________________________ ________________________
George J. Corwine Date
Chief Labor Negotiator
_______________________________________ ________________________
Matt Serrao Date
Ocoee PD PBA Representative
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Appendix A
PBA COLLECTIVE BARGAINING AGREEMENT GRIEVANCE FORM
Employee’s Name Class Title
Business Address Department
Division
Business Telephone Unit
Social Security Number Bargaining Unit.
NATURE OF GRIEVANCE
(involving interpretation or application of specific provisions of Agreement)
DATE ACT OR CONDITION OCCURRED:
SECTION OF AGREEMENT: (which has allegedly been violated)
RELIEF REQUESTED:
IF REPRESENTATIVE DESIRED - Name of My Representative:
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Business Telephone:
FOR GROUP GRIEVANCES ONLY - I have been designated by the following named employees to
act as spokesperson and be responsible for processing the above grievance in their behalf:
SIGNED Date Submitted
SUBMITTED TO: Name Class Title
(If space is insufficient to write complete information, attach a separate sheet.)
White OFFICIAL - Step 1 2 3*
Yellow Representative (if any)
*Circle appropriate step Pink Employee
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Appendix C
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