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HomeMy WebLinkAbout01-04-11 City of La Porte Meet and Confer Committee Meeting minutes . , THE CITY OF LA PORTE MEET & CONFER COMMITTEE MET THE 7TH DAY OF JANUARY, 2011, 4:00 P.M. AT CITY HALL, COUNCIL CHAMBERS, 604 WEST F AIRMONT P ARKW A Y, LA PORTE, TEXAS. I. CALL TO ORDER The meeting was called to order at 4:03 p.m. In attendance were committee members: Traci Leach, Assistant City Manager, Ken Adcox, Chief of Police, Ron Parker, Assistant Chief of Police, Matt Novosad, Patrol Officer - LPPOA President, Matt Daeumer, Patrol Lieutenant - LPPOA Member, Marcus Upchurch, Support Services Sergeant - LPPOA Member, Sherman Moore PAR Officer - LPPOA Member Other attendees included Tom Barby, Representative from CLEAT. Audience members included Brian Larkey, Patrol Officer - LPPOA Member and Robyn Gallion, Patrol Officer - LPPOA Member. II. Minutes from December 14,2010 were reviewed and approved with corrections on page 2 (item II, 3rd paragraph, 1 sentence, 2nd to last word - change which to "while" and item III b) 4th word - change covert to convert). III. BEGIN DISCUSSIONS ON ITEMS PROPOSED BY THE LA PORTE POLICE OFFICER'S ASSOICATION AND THE CITY OF LA PORTE Chief Adcox proposed starting the meeting discussing the City Proposals since all LPPOA proposals were discussed during the last meeting. Prior to discussing City items, the LPPOA addressed that they had some issues in regard to the current contract and verbiage that they discussed. They had questions in regard to the step increases, and how promotions affect the ability for someone to receive a "double step' increase for evaluations above a 4.0 overall rating per the current Meet and Confer contract. According to the Chief the current contract reflects that when an employee receives a double step increase, double lump sum, or combination of a step increase and lump sum, they would only be eligible for a single step increase; which would reflect their time in the pay grade. Dependent on what is decided upon for inclusion in the contract, Chief Adcox advised he would be open to the possibility of allowing someone who received a double lump sum at one pay grade, and was promoted after that evaluation, be eligible for a double step increase at their next evaluation at their new rank, if they received an overall rating of above a 4.0. CITY PROPOSALS City Proposals were distributed for reference Existing Provisions - Chief Adcox advised there may be some wording clean up needed in regard to Hiring Preemptions, Incentive Pay, Education, Physical Fitness and the Grievance Procedure, but those items will remain in the contract. Meet and Confer Minutes January 7, 2011 1lPage 1. No Pault Sick Leave Policy a) Chief Adcox would like to see that a provision regarding medical certification be included for anytime someone utilizes sick-leave before, during, or after a City recognized holiday. This policy is currently addressed in the City's Employee Policies handbook, but should be included in the Meet and Confer contract. b) Chief Adcox explained his concept of a no-fault sick leave policy, whereas, anyone covered under the contract who takes "unscheduled" sick-leave on more than four (4) separate occasions (each episode, which may be more or less than one day, rather than individual whole days) during the calendar year for any reason, whether excused or unexcused, the employee may be subjected to corrective action. His concept of "unscheduled" would be sick usage when 24 hours notice is not given. The Chief further explained that discipline in regard to the no-fault sick leave policy would be progressive in nature, and contractual rights for grievance will be in effect. Chief advised that unscheduled sick affects minimum staffing, which affects overtime. Lt. Dauemer requested that a determination of how many people would be affected by such policy needs to be looked at. Chief advised that we will look into obtaining the data to prepare the information regarding use of unscheduled sick leave. It was decided that once further information is presented, the sick leave abuse issue will be discussed again. The Chief reminded everyone that this type of policy would be a general deterrent as well as an individual deterrent. He also asked for other possible solutions to address the issue. 2. Alternative TestingIPromotional Procedures a) Chief advised that all existing Civil Service Rules and Regulations in regard to promotional testing would be followed, with the revisions constituting preemptions to them. b) The Chief addressed that he would like to see seniority points added after the final promotional score. Only those passing (70% raw score or above - seniority points would not be added at this time) would move on to the Assessment Center (top five (5) candidates), which would not consist of LPPD personnel to avoid any bias. He advised that the contract would include language stating that no personnel from the LPPD could serve on the Assessment Center Board. Scoring would be based on 50% Meet and Confer Minutes January 7, 2011 2lPage written examination, 50% assessment center, and the final score shall include seniority points. c) The Chief would also like to implement the "Rule of 3". This would enable the Chief to choose the best candidate for the promotion should the top scoring candidate, not be the best fit for the position. d) Officer Novosad believes that the "rule of 3" would be a very hard sell to the membership of the Association. The LPPOA is concerned this would portray the "good ole' boy system" if put into place. They are concerned about future Chiefs. Officer Novosad stated that he believes that the assessment center is a good idea. He also suggested that in addition to seniority points that time in pay grade should be considered. e) The Chief indicated that research would show that it is fairly standard that an applicant must pass the written exam prior going through the assessment center process. He advised that this alternative would be adopted under the new contract if agreed to. 3. Compensatory Time a) Chief expressed that he is still open to continuing compensatory time, but the number of hours that can be accumulated would not be increased. Although the use of compensatory time eliminates some overtime on the front end, the end results is losing productivity at 1.5 times. Originally, the City wanted to end the comp time program. The Chief is also open to treating comp-time taken the same as time worked for the purposes of overtime calculations, however, stressed again that, as with all items being discussed, concessions must be considered in the totality of the contract with both sides giving and taking. 4. Part-Time Officers a) Chief explained that the program he would like to consider would be for part-time officers, such as retirees, to be hired part-time, at the same rate they retired. This would allow a officers with more flexible schedules to be called in on an as needed basis, helping to alleviate overtime expenditures. The officers would have to work a minimum number of required hours. The person would have the same probationary period as a regular officer. To be hired they would have to be licensed, and preemptions would include the necessary experience level to avoid hiring inexperienced officers. The officer would have to maintain training requirements. b) The LPPOA feels that the legality of having a part-time officer program needs to be looked into. The Chief agreed that if found to be illegal, the City would not be pursuing this option, but believes it would be allowed so if civil service provisions were preempted in the contract. This was confirmed by Tom Barby. Meet and Confer Minutes January 7, 2011 3lPage 5. Pay Scale/Salary Discussion The City prepared a survey showing that bringing the Department to the median would cost approximately $152,052.00 (nok\} including normal increases tied to annual evaluation). .~ ~ 'f.A-~~ LPPOA would like to see a set formula for determining ~ be included in the contract. They would like to see a formula to show the median + a percentage that could be implemented through the contract period (possibly a three year term). The Chief reminded everyone that the formula needs to reasonable, so it can be fulfilled and realizes the goal is to not play "catch up" every contract period. Chief advised the Association the City wants to be competitive based on economic realities. The contract would have to include provisions regarding the City being financially able to meet the funding necessary to fulfill the contract terms. The LPPOA agreed and stated the original contract contains similar provisions. 6. Overview of Positions on Items Presented by City and LPPOA Both parties agreed that a run through of items that will or should be considered and are definitely not going to be considered for this contract be decided, so that the formulation of a draft agreement could begin. Both parties agreed to existing provisions with some language clean up. LPPOA Items Reviewed I. Pay Scale a) Chief advised that shrinking pay steps would cost approximately $314,128.96. As a result, the city would not entertain this item. b) Markets are being compared and a formula is needed to utilize for pay. c) COLA will not be considered in addition to other proposed pay mcrease. A caucus was called at 5:30 pm by the LPPOA and everyone returned to table for discussion at 5:35 pm. II. Overtime a) Forced overtime compensated at double time and a half. Chief advised it can be further discussed, pending contract decisions, and that this would be a large concession and is not consistent with industry practice. b) Overtime after 8 not 40 will not be further considered. Meet and Confer Minutes January 7, 2011 4lPage c) Force flex time will be addressed in general operations policy. The LPPOA would like to review the language before it is incorporated into policy. d) Court will be paid 3 hours on days working and 4 hours on your day off. Chief believes this is excessive, but is open to looking at it further. III. Holiday a) 24 hour personnel being paid Holiday pay if you work City observed or actual Holiday. Chief advised this will be looked at and believes it could be fixed. b) The ability to covert employee holiday to vacation if not used by the end ofthe year will be removed from further discussion. IV. Longevity a) Separate longevity pay from general payroll. Include physical fitness award with longevity. Chief advised that this can be done without too much trouble. b) Increase longevity to $6.00 will not be further considered. IV. Call Out Compensation a) Increase standby pay to 8 hours on a regular week. b) Increase standby pay to 16 hours on a holiday week. c) Standby pay can be compensated as monies or comp time. This is a dollar amount item, and will need to see where it will fit into the overall picture once other decisions are made. IV. Comp Time a) Increase comp time from 40 to 80. Chief advised comp will be left at maximum accrual of 40 hours. b) Treat comp time the same as vacation. Chief advised this may be a consideration dependent upon contract. c) Comp time will be allowed to be accrued by all personnel at the discretion of the person working, not the supervisor. Chief advised this does not need to be in contract and will be addressed with supervIsors. d) Re: language regarding "cash out" and e) city funding are not needed IV. Sick Time a) Sick time incentive program would require personnel to have at least 100 hours on the books, not more than 24 hours in a year and convert 24 hours into vacation. LPPOA will look at possibility of buying back some hours, as Chief proposed, versus the vacation option. The sick time incentive program needs to be looked at further. Meet and Confer Minutes January 7, 2011 5lPage City Items Reviewed 1. No Fault Sick Leave Policy a) Both parties agree that there should be something in place to address sick time usage, but this item will need further work. II. Alternative Testing/Promotional Procedures a) The LPPOA will have to discuss, and it will have to be a majority group decision, but the LPPOA advised the "Rule of 3" should be marked through and not further discussed. III. Compensatory Time a) LPPOA is okay with leaving the existing provisions in regard to comp time. IV. Inclusion of part-time officers in Civil Service Preemptions: a) LPPOA has some questions in regard to the legality of a part-time officer program, and will address further pending the outcome of research into the matter. IV. SET DATE AND TIME FOR NEXT MEET AND CONFER COMMITTEE MEETING The next meeting will be held January 17,2011 at 4:00 p.m. V. COMMITTEE COMMENTS a) Matters appearing on the agenda b) Inquiry of staff regarding specific factual information or existing policy No comments were made. VI. ADJOURNMENT Meeting was adjourned at 6:00 p.m. APPROVED ON THIS THE II DAY OF J ~-..1 Ov) , 2011. ~^--- ~ Meet and Confer Minutes January 7, 2011 6lPage