Title
A Resolution Of The City Commission Of The City Of Hollywood, Florida, Ratifying The 2025 - 2028 Collective Bargaining Agreement With The Fraternal Order Of Police, Hollywood Lodge 24 (Agreement); Authorizing The Appropriate City Officials to Execute The Agreement.
Strategic Plan Focus
Financial Management & Administration
Body
Staff Recommends: Approval of the attached Resolution.
Explanation:
The City and the Fraternal Order of Police, Hollywood Lodge 24, have negotiated a three-year successor Collective Bargaining Agreement (“CBA”) in effect from October 1, 2025 through September 30, 2028, that will include the changes summarized below and other non-substantive clean up language changes.
ARTICLE 9: Promotional Procedures
o Added specific scoring thresholds and use of outside consultants.
o Assessment center examinations will be held 1-2 weeks after the written examination has been graded.
o Candidates shall be sequestered at the designated location on the day of the assessment examination.
o Assessors - chosen from external law enforcement agencies to include sergeants and above.
o The final score will be a composite score which includes the written examination weighing 60% and the assessment center examination weighing 40%.
o The Police Chief may select a candidate from the highest five different scores instead of highest three.
o Preference points will be capped at a total of six (6) points. Veteran preference points will not be combined with educational points and seniority points.
o Appeals shall go through the grievance process as detailed in Article 15 instead of the Civil Service Board.
ARTICLE 12: Work Week and Overtime
o Expanded description of shift schedules, added flexibility for certain units.
o Changed the ability to alter a work schedule from five working days to seven calendar days.
o Compensatory time: changed employee request time from five working days to five calendar days.
ARTICLE 14: Health and Wellness
o Specified changes to retiree healthcare eligibility based on hire date.
o Clarified that HRA funding is contingent upon completion of biometric screening.
ARTICLE 16: Workers’ Compensation
o Added new section: “The City will provide workers’ compensation coverage when the Off-Duty Police Officer takes affirmative Police action, including arrests in accordance with SOP #141 Off Duty & Extra Duty Employment. The City, in accordance with applicable law and Police Department policy, will determine whether the Off-Duty Police Officer was taking affirmative Police action.”
ARTICLE 20: Assignment Pay
o Increased assignment pay for Field Training Officers from 5% to 7.5%
o Increased assignment pay for Neighborhood Team Leaders, Marine Patrol, Beach and Downtown Units and Canine Officers assigned to certain shifts from 2.5% to 5%
o In section 20.4: Clarified and added the following annual payouts: Quick Response, Dive Teams and Peer Support: $800; Honor Guard and Hostage Crisis Negotiators: $500; and removed Field Force Officer
ARTICLE 26: Annual Leaves
o Clarified that if a scheduled vacation is involuntarily cancelled and a rescheduled time cannot be mutually agreed upon, the member shall redeem that period of time that had been cancelled.
ARTICLE 27: Uniforms and Clothing/Maintenance Allowance
o In Section 27.2 - Increased replacement amount from $325 to the following: FY26 = $350, FY27 = $375 and FY28 = $400.
ARTICLE 30: Holidays and Holiday Pay
o Removed language that states that holidays must be used within 365 days of earning the holiday.
o Clarified that any holiday time earned which places the member’s balance over 130 hours will automatically be paid in the pay period immediately following the earning of more than 130 hours.
ARTICLE 31: Seniority
o Removed: “Transfers shall not be used for disciplinary purposes.”
o Added: “Disputes concerning seniority shift transfers shall be grieved to the Chief of Police. These grievances or disputes shall not be subject to arbitration.”
ARTICLE 37: Pension
o The following changes are made to Group Three Members:
– Contribution rate increased from 9.5% to 11.5%;
– Definition of earnings: decreased overtime from not to exceed 200 hours to not to exceed 115 hours per year;
– Increased maximum normal retirement benefit from 75% to 80%;
– Added options for DROP earnings;
ARTICLE 43: Wages
o Removed pay grades L14 and L17 and combined them into pay grade L12;
o Provided a 4% annual increase for FY26, FY27 and FY28;
o Re-opener clause for the FY28 increase based on the City receiving its certified taxable value for tax year 2027 (FY2028)
This is a summary of the significant changes in the attached agreement. A more complete summary of the negotiated changes is reflected in the attached summary.
Fiscal Impact:
Funding for the proposed Collective Bargaining Agreement will be made available in the FY 2026 Operating Budget subject to adoption and approval by the City Commission. Funding for FY 2027 and FY 2028 will also be included in those subsequent fiscal years.
The costs to the City of the three-year CBA are primarily driven by:
• Cost of Living Adjustments of 4% each year;
• Adjustments to the longevity pay scale;
• Revisions to assignment pay percentages; and
• Increases to the City’s contribution to the Retiree Health Savings Account
Recommended for inclusion on the agenda by:
Tammie L. Hechler, Director of Human Resources
Raelin Storey, Assistant City Manager
Adam S. Reichbach, Assistant City Manager for Finance & Administration
Chris O’Brien, Director of Public Safety