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Laredo police association and city officials discuss broad contract package, including payroll limits and reintegration training
Summary
Negotiators for the Laredo Police Officers Association and city officials reviewed a wide package of contract changes — from payroll deductions and benefit access to reintegration training, promotions and disciplinary‑evidence rules — and agreed to continue talks; no votes were taken.
Chair opened the session and asked negotiators to 'keep an open mind' and work “outside of the box” to craft a package that serves the city, residents and association. The negotiation covered multiple proposed contract changes but produced no formal votes or ratifications.
The association pressed to add language that would expand Association Business League attendance and to tighten payroll‑deduction rules so officers who do not pay dues cannot access union‑negotiated benefits through employer payroll arrangements. An association representative said including the restriction in the contract is the 'cleanest' way to prevent nonmembers from receiving benefits arranged by the union.
City negotiators acknowledged the payroll issue and said the clause needs to be aligned with payroll systems and existing benefit agreements. Both sides discussed how a contract provision would interact with supplemental‑insurance arrangements already in place.
Negotiators also discussed promotions and eligibility. The draft language would credit affected officers with eligible time and rank and provide applicable back pay when portions of Article 12 are not met, a change intended to address civil‑service scheduling and promotion‑list problems.
On leave and training, parties agreed to remove 'consecutive' from the funeral‑leave paragraph so officers may use leave nonconsecutively for arrangements without increasing total leave. The session also clarified that mandatory eight‑hour training days for officers on compressed schedules should count as a full training day for payroll and scheduling purposes.
A reintegration provision was proposed for officers returning after absences longer than 90 days: two weeks of retraining and up to four weeks total with field training officer supervision, limited to patrol assignments, to ensure readiness and reduce risk to the public. Negotiators debated whether to put reintegration language in the CBA or leave it to department policy; the association advocated for CBA language so the requirement cannot be altered by future leadership changes.
Internal‑affairs procedures and evidence rules were another focus. The draft would require interviews to occur during regular working hours (8 a.m.–5 p.m., Monday–Friday) absent exigent circumstances, and to present any evidence the department intends to rely on to the officer at the interview; if new allegations are discovered, the officer would be reinterviewed.
Negotiators also discussed grievance costs and timelines: a labor‑relations proposal would require written responses within five business days and clarify which party pays litigation costs when a grievance outcome favors the other side.
No formal motions or votes were recorded. The session adjourned and parties said they would return to continue bargaining on the remaining open items, including compression pay, certification incentives and fitness testing.
