Policy Text
\n\n--- Page 1 ---\n\nFORT MYERS POLICE DEPARTMENT
GENERAL ORDER 2.4
TITLE: Compensation, Benefits, & Conditions of Work
INDEXING: Compensation, Benefits, Insurance, Leave, EAP, Employee Assistance
ISSUED: 09/01/95 REVISED: 08/24/2022 RESCINDS: 07/31/2019
C.A.L.E.A. STANDARDS: 22 PAGES: 6
CONTENTS
This general order contains the following numbered sections:
I. Definitions IV. Employee Assistance Program
II. Contracts V. Separation
III. Covered Benefits
PURPOSE
The purpose of this order is to describe the Fort Myers Police Department’s fringe benefit program.
SCOPE
These procedures shall apply to all Fort Myers Police Department personnel.
POLICY
In accordance with the guidelines of the Florida Public Employee Relations Commission (P.E.R.C.) and
Florida State Statute 447.403, the City of Fort Myers recognizes the International Union of Police
Associations (IUPA) as the sworn employees and TCO II’s and TCO III’s exclusive bargaining agent to
represent them in all contract negotiations. The city also recognizes the International Union of Painters and
Allied Trades (I.U.P.A.T.) Local 2301 as the exclusive bargaining agent for the non-sworn civilian employees.
It is the policy of the Fort Myers Police Department to make available to all personnel, copies of all applicable
contracts and benefit plans in accordance with department and city directives.
SECTION I: DEFINITIONS
A. Collective Bargaining: A process by which working conditions, benefits and compensation are
reviewed, maintained, posted and agreed upon during good faith negotiations between
management and labor.
B. Compensatory leave: Time off awarded in one time period for overtime worked in another time
period.
C. Demotion: Movement of a member from a supervisory / management position to a lower
supervisory / management position or a non-supervisory / management position.
D. Exempt member: Agency members exempt, as defined under the Fair Labor Standards Act
(FLSA).
E. Nonexempt member: Agency members addressed in the Fair Labor Standards Act (FLSA).
G.O. 2.4 Compensation Benefits & Conditions of Work 1 of 6 08/24/2022\n\n--- Page 2 ---\n\nF. Overtime: Time that a nonexempt member is directed or authorized to work in excess of his or
her regular schedule.
G. Promotion: Elevating a member to a position of supervision or management. This involves the
rank of sergeant and above for certified members and the positions of supervisor, manager, and
director for civilian members.
H. Transfer within the same pay grade: Lateral movement of a member from one position
classification to another within the same pay grade.
SECTION II: CONTRACTS
A. The Fort Myers Police Department currently has two (2) contracts that address employee benefits.
The following are used:
1. The contract with the Gulf Coast Chapter of the Florida Police Benevolent Association as
adopted by the International Union of Police Associations (IUPA) covers all sworn
personnel holding the rank of Lieutenant and below and Telecommunications Operators II
and III.
2. The contract with the I.U.P.A.T. local 2301 covers non-sworn personnel.
3. The Fort Myers Police Department abides by the terms and conditions as outlined in the
City of Fort Myers Employee Policies & Procedure Manual for all employees. Where related
provisions set out in applicable bargaining agreements irreconcilably conflict with this policy,
employees covered by one of those agreements must consider that the related provisions
set out in such agreements take precedence.
4. Some employee fringe benefits are provided as specifically described in these two
contracts and the benefits plan. Personnel should consult the contract or plan that covers
their position for details on benefits for a specific position.
SECTION III: COVERED BENEFITS
A. The following benefits are covered by contracts, ordinances, benefit plans, and / or directives
and can be found therein:
1. Salary programs to include: (C.A.L.E.A. 22.1.1)
a. Entry-level salary for all positions. (C.A.L.E.A. 22.1.1a)
b. Salary differential within ranks. (C.A.L.E.A. 22.1.1b)
c. Salary differential between ranks. (C.A.L.E.A. 22.1.1c)
d. Specialty pay. (C.A.L.E.A. 22.1.1d)
e. Compensatory time. (N/A for exempt employees) (C.A.L.E.A. 22.1.1e)
f. Overtime. (C.A.L.E.A. 22.1.1f)
g. Provisions of salary augmentation. (C.A.L.E.A. 22.1.1g)
h. Acting supervisor pay.
i. Court pay / time.
2. Administrative leave to include: (C.A.L.E.A. 22.2.1a)
a. Leave of absence.
b. Funeral leave.
c. Jury duty.
G.O. 2.4 Compensation Benefits & Conditions of Work 2 of 6 08/24/2022\n\n--- Page 3 ---\n\n3. Holidays/Holiday leave. (C.A.L.E.A. 22.2.1b)
4. Sick leave. (C.A.L.E.A. 22.2.1c)
5. Vacation Leave: All requests for leave shall be submitted in writing through the proper
chain of command. The supervisor, who is responsible for the time covered in the leave
request, shall approve or deny the request for leave. Supervisors shall initial their approval
prior to the submission of the form. Represented employees should refer to their Collective
Bargaining Agreement for additional requirements and restrictions. Requests for leave
may be considered on a first-come, first-serve basis. (C.A.L.E.A. 22.2.1d)
6. Military Leave.
7. Family Medical Leave (C.A.L.E.A. 22.2.1e)
8. Clothing and Equipment provisions. (C.A.L.E.A. 22.2.5)
9. Health and Life Insurance. (C.A.L.E.A. 22.2.2b)
10. Disability and Death Benefits. (C.A.L.E.A. 22.2.2c)
11. Education Benefits (Incentive & Reimbursement). (C.A.L.E.A. 22.2.2e)
12. Retirement Programs: (C.A.L.E.A. 22.2.2a)
a. Pension plans.
b. Deferred Retirement Option Program (DROP) / Partial Lump Sum Option
Program (PLOP).
c. Deferred Compensation.
13. Physical Examinations. (C.A.L.E.A. 22.3.1)
B. Other employee benefits: In addition to the benefits described above, the city offers the following
benefits:
1. Credit Union Membership.
2. Payroll Deduction Programs.
3. Liability Protection: Liability protection and / or civil damage suits against members of the
employee organization are covered in the Collective Bargaining Agreement between the
City and the International Union of Police Associations (IUPA). Further guidance
regarding civil actions against employees is provided in Florida State Statutes 111.065
and 111.07. (C.A.L.E.A. 22.2.2d)
4. An employee who sustains damage or loss of personal property resulting from
performance of official duties may be entitled to a “reasonable” reimbursement.
SECTION IV: EMPLOYEE ASSISTANCE PROGRAM
A. Employee Assistance Program (EAP):
The Employee Assistance Program (EAP) is a service provided through the ESI Employee
Assistance Group and is designed to assist in the identification and resolution of concerns or
G.O. 2.4 Compensation Benefits & Conditions of Work 3 of 6 08/24/2022\n\n--- Page 4 ---\n\nproblems (personal or job related), which may adversely affect employee’s personal well-being or
job performance. Examples of these concerns may include health, marital status, family, financial,
substance abuse, emotional/stress, and other personal matters. (C.A.L.E.A. 22.2.6a)
1. The ESI Employee Assistance Group’s services can be accessed by any employee, 24
hours, 7 days a week, by calling 1-888-327-1060, through their website at
https://www.PublicSafetyEAP.com. Employees will be put in direct contact with a
counselor over the phone or can make an appointment to see a counselor at one of their
convenient locations. If outside resources are required your EAP Counselor will help you
find and contract the best one for you and your particular problem. This service is available
to all city employees for three (3) visits at no charge and is confidential. (C.A.L.E.A.
22.2.6b,c,d)
2. All supervisors will receive instruction on the program’s services, their role and
responsibility, and the recognition of employee behaviors which might indicate the
existence of employee concerns, problems and/or issues that could have an impact on
employee job performance. (C.A.L.E.A. 22.2.6f)
3. How the Employee Assistanc