Title
Approving the Memorandum of Understanding Between City of Phoenix and Phoenix Law Enforcement Association, PLEA (Unit 4) (Resolution 21914)
Description
The City of Phoenix has met and conferred with the Phoenix Law Enforcement Association, PLEA (Unit 4), in accordance with the terms of Section 2-218 of the City Code, and a Memorandum of Understanding (MOU) has been approved by the organization's membership. A copy of the proposed MOU has been filed with the City Clerk and an opportunity for public comment has been requested as an agenda item preceding this resolution.
The following is a summary of the most significant agreements outlined in the proposed MOU:
TRANSPARENCY
Based on public dialogue about the need for greater transparency and accountability for city employees, several sections of the contract are modified. These modifications are proposed consistently through all City of Phoenix employee contracts. Signing these modifications is tied to an additional compensation increase as described in the COMPENSATION section. These transparency and accountability modifications are as follows:
Public warning language:
Remove current language warning public complainants that “any false report in an attempt to unjustly defame police personnel or place their employment in jeopardy can result in criminal charges and or civil liability.”
Using vacation time for suspensions:
Remove current language that allows employees to use up to 40 hours of vacation time toward a suspension.
Police Chief's discretion for pre-termination timing:
Provide the Police Chief discretion for setting a Loudermill (pre-termination meeting) resulting from arrest for a job-related felony crime.
Witness representation language:
Remove language that provides employees identified only as a witness the ability to meet with the union prior to an interview.
Discipline to remain for employee’s career:
Change current language that allows discipline to be considered up to 5 years for progressive discipline, transfers, and promotions. Under this agreement, 10 categories of discipline will last for the life of employment. These are shown in the attached agreement.
Representation on Grievance Committees:
Update current language that rotates other labor groups on grievance committees to ensure an impartial review.
Purging Files:
Update current language on purging/inactivating files to accurately reflect that the official Human Resources file is not purged.
COMPENSATION
PLEA is proposed to receive the same percentage increases of total compensation as the other labor groups as follows:
Year 1:
Ongoing 1.5% of total compensation
Non-continuous 2.5% of total compensation
Additional compensation for agreeing to the City’s transparency and accountability proposals:
Ongoing 0.5% of total compensation
Non-continuous 0.5% of total compensation
Year 2:
Ongoing 1.5% of total compensation
Non-continuous 2.5% of total compensation
Department
Responsible Department
This item is submitted by Deputy City Manager Toni Maccarone and the Human Resources Department.