HomeMy WebLinkAbout07-15-2021 PBA MinutesCITY OF SEBASTIAN
PBA UNION WAGE ARTICLE NEGOTIATION
MINUTES OF REGULAR MEETING
J U LY 15, 2021
Present: Al Boettjer, Staff Representative, Coastal Florida PBA/PEA Union
Representative, 810 Fentress Court, Daytona Beach, FL 32117
Paul Carlisle, City Manager, City of Sebastian
Ken Killgore, Administrative Services Director/CFO, City of Sebastian
Cynthia Watson, Human Services Director, City of Sebastian
Ken McDonough, Coastal Florida Police Benevolent Association
Representative
Joseph Perez, AV Technical Analyst
Janet Graham, Technical Writer/Recorder
Mr. Boettjer brought the meeting to order at 2:00 p.m. stating that this is the first
negotiating session of 2021 between the City of Sebastian and the PBA Law Enforcement
Unit of the City of Sebastian. This meeting is being held in Council Chambers of the City
of Sebastian.
Mr. Boettjer stated that after discussions with the union representative and the
representative having had several meetings with the officers, the request was sent to Ken
Killgore, CFO, and that request is for a 6% salary increase for the police officers at
Sebastian Police Department.
Mr. Carlisle stated that what is currently in the budget is a 3% across-the-board pay
increase for all employees, and the lower -level employees, including crossing guards,
who were making $8.00 to $12.00 an hour, those positions were moved up to a more
substantial wage. As the City is moving into this $15.00-an-hour minimum wage over the
next five years, that will have to be developed up to $15.00 an hour. He explained that
the City started that process a little early to try to get those employees moved up, and
that step also includes the 3% pay raise. With that, the City's budget currently as written
is $108,000.00 over budget. So he still has to come up with $108,000.00, but it will not
be at the cost of reducing the 3% or the employee step raises at this time. That is where
he is in this process presently.
Mr. McDonough stated that in reference to the money that is being given to some
employees who are making the lower -end wages, is that just attempting to start the
$15.00-an-hour process, or is it anybody in the Police Department that is viewed, because
of compression, having lower amounts than they should probably have compared to
brand new officers who come in and their starting salaries? Or is that move in money
increases just for PEA only? Mr. Carlisle said that it also includes some of the 911
employees, etc. He said that the employees who were making $8.00 an hour, like the
crossing guards, were moved up to $10.00, and the $12.00-an-hour employees were
moved up to $13.50.
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Mr. Carlisle stated that in addition to those steps, there is a class and comprehensive
study out on the street so that everybody's job can be evaluated in order to see where
they need to be in the marketplace, looking at working into $15.00 an hour. That is going
to look at how Sebastian compares to other municipalities and counties, not only with
wages but wages and benefits. Part of that study is that they are going to go to each one
of the employees with a survey, and the employee is going to fill out what they do every
day so that they can compare apples to apples and see if the people are even in the right
category. Some people may need to be in a higher category, and some people may need
to be in a different category. But he is not going to know that until there is an outside
comprehensive study and all the data is obtained. That will have to be implemented
through City Council, which will tie in with what that number is going to be.
Mr. McDonough stated that for the Police Department, are those who are going to do this
study taking the data from what Sebastian's police officers make and their size compared
to Vero, Indian River County, and some of the outside counties like Brevard? Mr. Carlisle
said the whole point is to say what Sebastian's duties are compared to what Vero's duties
are or the Sheriff's Department duties are for the same position or a similar position. To
be competitive, he needs to know what everybody's job duties are and how they differ or
are similar to other organizations.
Mr. Boettjer asked Mr. Carlisle to explain to the representative how this bidding process —
the preliminary bids and then the contract award to do this —works? Mr. Carlisle stated
that with any type of RFP it has to be advertised. There is a mandatory pre -bid so that
we can explain to the firms who want to give us a proposal what the City is looking for
and the elements that the City wants them to look at that are a part of it. That way, when
they give the City a cost proposal to do that, they will know exactly what is being looked
for. That is due August 16t", and it has a December completion timeline. Mr. McDonough
asked if that is the same thing that was discussed last year. Mr. Carlisle said no, what
was discussed last year was sometime in March or April staff would look at those
employees that were at $10.00 and $12.00 an hour and see what could be done.
Because one of the complaints his staff had is that there are people who are living in their
cars because they cannot afford rent. So the City needed to look at that. Staff looked at
that, and Ms. Watson did some studies —there were 30-some employees that this applied
to —to try to get some wage adjustment so the City does not get hit with a huge adjustment
when it has to go to the $15.00 an hour. It was not necessary to do those adjustments
now; it would be 2023 before anyone's wages would have to be adjusted. Mr. Carlisle
did not think that was fair, so he wanted to get something started in that regard and phase
it in.
Mr. McDonough stated that as far as the PBA is concerned, he wanted to state why that
number was picked, because the members thought about it. Currently, the Sebastian PD
has the lowest starting salary of any other agency in the county. Fellsmere might be
$300.00 under Sebastian. But at $40,800.00 starting salary, it is the lowest in the county.
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He also looked at some communities outside Indian River County such as West
Melbourne, etc., and they are also higher. He also pointed out that the population in
Sebastian has grown, and so now the police are protecting more with what seems to be
less. He stated that the department has two new spots open right now. Presently, there
are two applicants. Having two applicants for two positions, he stated, the quality is not
there. Because of the lower starting salary, he suggests Sebastian is not as attractive to
potential candidates. He described how he arrived at the 6% figure. He reviewed the
salary situation for the department over the last several years and how the increases were
given and what the situation is at the present time since Sebastian seems to be growing
exponentially.
Mr. Carlisle pointed out that some of the extra benefits that are available in Sebastian are
not available in the other communities. Those communities do not provide their
employees with a $5,000.00 medical benefit for a family plan. That all needs to be
considered. Mr. McDonough agreed that the benefit card is nice. He looked into other
departments and what their benefits are. Mr. Carlisle interjected that the study is going
to show all this data. He also pointed out that City Council raised real estate taxes 12.5%
last year, and they are not going to be in a mood to raise taxes again this year.
Mr. Boettjer asked who pays for the benefit card. Mr. Carlisle stated the City does. It
comes out of the City's general fund. Mr. Boettjer asked if there is a rollover if it is not
used or a deduction. Mr. Carlisle stated the card is refilled every year. Mr. Boettjer asked
if the work force has access to what the study specifically gathers in data. Mr. Carlisle
said everybody will be able to see the data. All the employees are going to have input
into it. That is the whole point in doing it this way —so the employees are engaged in it
and have input into it, and the supervisors who review what they do will have input into it.
That applies to everybody on the City's workforce.
Mr. Boettjer asked how Sebastian plans to stay competitive with the other police
departments in recruiting. Mr. Carlisle stated that this study is going to be one of the
biggest tools so that, once the City finds out where it needs to be as far as salaries, the
quality of the job and the way that officers are treated is also a big issue. Employees are
not just numbers here. He stated that the study will be completed in December.
Mr. McDonough asked, after the study is done and it is shown that Sebastian needs to
increase its wages, how is the City going to pay for that increase. Mr. Carlisle stated that
in that case, he will have justification in going to City Council and asking how they want
to implement this study. To that, Mr. McDonough stated that there are numbers to show
that Sebastian's wages are lower than most other departments.
Mr. Boettjer asked if, when the City did the in-house study, was the Police Department
included in that study. Mr. Carlisle said it was not, because there is nobody in the
Department who makes $10.00 or $12.00 an hour.
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At 2:27 p.m., Mr. Boettjer and the representative caucused outside the Chambers. At
2:51 p.m., Mr. Boettjer and the representative returned to Chambers.
At this point, Mr. Boettjer stated he is going to have to bring this number back to the entire
membership. He stated he will get back with Mr. Carlisle about rescheduling another
meeting at some point.
This negotiation session was concluded at 2:54 p.m.
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