Tampa Police Collective Bargaining Agreement

Then the police arrived, union officials saying that their confidence in Castor, the former police chief, helped flatten the process. Union contracts took a little longer, mainly because the police and firefighters wanted to move away from municipal insurance to create their own health confidence. Union representatives said this would reduce costs and give their members better options. After initial concerns, the Castor administration welcomed the plan, which will come into force next year. A copy of the current collective agreement (also called a collective agreement or trade union agreement) between this department/agency and the local police union/fraternity/benevolent association (or similar/equivalent organization). These include all declarations of intent or similar agreements. Please include all additions, changes, appendices, exhibits and other additional and support documents. 4 AGREEMENT/PREAMBLE THIS AGREEMENT is referred to as “PBA” from this date of 2010 between the city of Tampa, Florida, the following, known as “City” and Tampa Police Benevolent Association. The objective of this agreement is to ensure a healthy and harmonious working relationship between the parties, to create an orderly and peaceful way to resolve any misunderstandings or disputes, and to conclude fundamental and comprehensive agreements between the parties with respect to wage, wage, hourly and other conditions. There must be no individual agreement contrary to the conditions in this regard. Each party has the right to demand special compliance with the provisions of this Agreement. It goes without saying that the city and the workers covered by this agreement are engaged in providing essential public services that significantly harm the health, safety, comfort and general well-being of the public, as well as to both parties, in order to recognize the need to provide a continuous and reliable service to the public. 3 11 Responses to the Director of Human Resources (or Delegate) within 14 calendar days of the date of the chief of police (or agent) response.

Within fourteen (14) calendar days following the day of filing with the director of the human resources department of the complaint, the director of human resources (or designee) to meet with the aggrieved worker to discuss the complaint.