Pembroke Park, FOP Reach Tentative Agreement on Several CBA Articles; Staff to Draft Final Language

Negotiators for the Town of Pembroke Park and the Fraternal Order of Police Local met in a bargaining session and reached tentative agreements on several articles of the proposed collective bargaining agreement, while leaving some provisions for final drafting and ratification.

The parties tentatively agreed to strike the first sentence of Section 3 of the legal-defense article and to retain a management-rights clause that preserves the town’s authority while allowing the union to request impact bargaining. Town Manager Dave Lynch opened the session by identifying participants and outlining the process: "My name is Dave Lynch. I'm the town manager," he said as the meeting began.

Why it matters: the changes under discussion affect pay calculations, overtime eligibility, how alleged criminal conduct by officers is handled administratively, holiday pay and accrual, drug- and alcohol-testing procedures, and a possible signing/retention bonus. Those items affect personnel costs and day-to-day staffing for public safety.

Key tentative agreements and outstanding items

- Discipline, grievance timing: The parties agreed that grievances related to an officer placed on administrative leave for criminal charges should be tolled until the final disposition of the criminal and/or administrative proceedings, so arbitration of back pay and disciplinary outcomes happens once those processes conclude. The group discussed past arbitration rulings in other jurisdictions as context for that approach.

- Moral turpitude language: The union asked that a clause listing termination for "a crime involving moral turpitude" be removed because of its vagueness; the town and union ultimately agreed to preserve the phrase for now and revisit the exact language with counsel.

- Work period and overtime: Negotiators confirmed a 14-day work period consistent with the Fair Labor Standards Act provisions included in the draft. The contract text referenced an "86 hours" threshold used in the draft; parties agreed to draft clear language so overtime is paid when employees work beyond their regularly scheduled hours in the 14-day period. The parties discussed 12-hour shifts and how the 14-day window can result in 48 hours in one week and 32 in another while staying within the pay-period total.

- Holiday accrual and pay: The draft keeps an 8-hour accrual per holiday and a 96-hour cap (the draft language adds 8 hours to annual leave for each holiday). The town proposed paying holiday time in the pay period in which the holiday occurs rather than requiring employees to "bank" it. The parties discussed edge cases for night shifts and how time is credited when a holiday overlaps only part of a 12-hour shift.

- Drug and alcohol testing: The town will implement a drug-free workplace policy consistent with Florida statutes, administrative code provisions, and applicable federal regulations where they apply. The parties discussed testing methods; the union expressed a preference for urine testing with split samples. The town said it would draft a full policy that complies with state law and the parties agreed to bargain any impact from that policy.

- Signing/retention bonus: The town may offer a one-time signing/retention bonus at its sole discretion; the final program design, amounts, repayment terms and any prorating were not specified and will be drafted separately. The parties discussed mechanisms such as payroll deductions or requiring repayment if an employee leaves prior to a defined period.

- Arbitration and grievance procedures: The draft removes a local-only arbitration panel in favor of a panel that either party can strike; the parties also agreed to convert some timelines from "working days" to "calendar days". The draft retains language referencing Chapter 447 of the Florida Statutes to clarify limits on arbitrators' authority for financial emergency or similar employer-determined actions.

Process and next steps

Town staff will produce a final draft incorporating the agreed changes, correct cross-references and prepare a table of contents; the town indicated it aims to present the final document to the Town Commission for a ratification vote at a special meeting scheduled for Feb. 26 at 5:30 p.m. The lodge will run its internal ratification process and notify town counsel when the membership vote is complete.

The parties repeatedly described outstanding wording as technical and directed counsel and appropriate staff to produce specific language for the remaining issues. The session closed with an agreed short break to finalize a few remaining points before preparing the final draft.

Ending

If counsel finalizes the draft on the agreed timetable, the town and union expect to complete internal ratification steps and present the finalized collective bargaining agreement to the Town Commission in late February for final action and implementation.