1. FOP Impasse Hearing Board of County Commissioners April 20, 2010

2. Background Status of Union Negotiations Merit of Request Policy Impacts Budget Constraints Summary Presentation Outline

3. Background Status of Union Negotiations Merit of Request Policy Impacts Budget Constraints Summary

4. Background Union Positions: 3,673 Non-Union Positions: 3,611 Budgeted BCC Positions 7,284

5. Background Budgeted Union Positions: 3,673

6. Background 7% budget reduction by all departments Evaluating a reduction in leave accruals for new employees Considering Reduced Work Hours, Furloughs, Early Retirement Options Potential Layoffs

7. Background Hold the line: On salary increases On employee benefits To ensure consistency across union/non- union positions 7,284 UnionNon-Union

8. Background County ProposalUnion Proposal BCC Decision 0% Salary Increase One Year Status Quo 0% Salary Increase Increased Leave Accruals = $2M

9. Background Reject FOP Proposal Merit of Request Long Term Policy Impacts Budget Constraints

10. Presentation Outline Background Status of Union Negotiations Merit of Request Policy Impacts Budget Constraints Summary

11. Status of Union Negotiations Approach For FY 10 Contracts One Year Duration 0% Salary Increase Remainder Status Quo

12. Status of Union Negotiations April 2009: Original County Proposal July 2009: Original FOP Proposal November 2009: County Proposal January 2010: Union withdrew July Proposal; County returned to Original Proposal February 2010: Impasse Declared

13. Status of Union Negotiations FOP and County Agree Mostly status quo language 0% pay increase FOP and County Disagree Article 25 - Leave

14. Status of Union Negotiations FOP Position Increase Leave Accruals: 7 Additional days off for new employees 10 Additional days off for employees with 15+ years of service County Position Dont Increase Leave Accruals

15. Status of Union Negotiations What does 0% salary increase mean to FOP? 20.92% contributed to Special Risk Retirement = approx. $10.5 million annually County funded increased health insurance costs for 2009-10 = approx. $8.4 million Other employee benefits

16. Presentation Outline Background Status of Union Negotiations Merit of Request Policy Impacts Budget Constraints Summary

17. Merit of Request July 2007: Corrections implemented 12 hour shifts and leave accruals per BCC approval and union contract January 2008: One FOP employee filed grievance based on leave accruals April 2008: Grievance denied and FOP advanced to arbitration on behalf of all employees

18. Merit of Request February & April 2009: Arbitration held June 2009: Arbitrator ruled against FOP County did not violate contract Leave accrual approved by BCC in July 2007 is valid Of course with the switch from…8-hr to …12-hr shifts…employees actually have more days each year they are not scheduled to work, while receiving the same pay.

19. Merit of Request Regular Employee 8 hours a day 80 hours every two weeks 10 days every two weeks SunMonTuesWedsThursFriSat 12345 678910

20. Merit of Request FOP Employee Regular Employee 8 hours a day 80 hours every two weeks 10 days every two weeks 12 hours a day 85.4 hours every two weeks 7 days every two weeks SunMonTuesWedsThursFriSat 12345 678910 SunMonTuesWedsThursFriSat 1234 567

21. Merit of Request Regular 8 Hour EmployeeFOP 12 Hour Shift Employee Scheduled Work Days 260 Scheduled Work Days 182 Days Off 183 Days Off 105 Schedules

22. Merit of Request Current FOP EmployeesRegular/FOP Prior to 12 Hour Shift Employees Worked Per Two-Week Pay Period 80 Hours85.4 Hours 10 Days7 Days Time Off Not Reduced in Schedule Change

23. Merit of Request Worked Per Two-Week Pay Period Annual Paid Time Off (Personal and Term) New Employee 80 Hours85.4 Hours 10 Days7 Days 192 Hours206.7 Hours 4.8 Weeks Current FOP EmployeesRegular/FOP Prior to 12 Hour Shift Employees Time Off Not Reduced in Schedule Change

24. 264 Hours284.2 Hours 6.6 Weeks Merit of Request Worked Per Two-Week Pay Period Annual Paid Time Off (Personal and Term) Annual Paid Time off (Personal and Term) New Employee 15+ Year Employee 80 Hours85.4 Hours 10 Days7 Days 192 Hours206.7 Hours 4.8 Weeks Current FOP EmployeesRegular/FOP Prior to 12 Hour Shift Employees Time Off Not Reduced in Schedule Change

25. Merit of Request Current FOP EmployeeProposed FOP Leave Annual Paid Time Off (Personal and Term) New Employee 206.7 Hours292.8 Hours 4.8 Weeks 6.8 Weeks Union Wants Significantly More Leave

26. Merit of Request Current FOP EmployeeProposed FOP Leave Annual Paid Time Off (Personal and Term) New Employee 206.7 Hours292.8 Hours 4.8 Weeks 6.8 Weeks Union Wants Significantly More Leave Annual Paid Time off (Personal and Term) 15+ Year Employee 284.2 Hours402.6 Hours 6.6 Weeks9.5 Weeks

27. Merit of Request Internal Equity 12 Hour Shift Employees Annual Paid Leave Days (Personal and Term) Employee GroupNew Employee 15+ Year Employee AFSCME1622 IAFF Paramedics1622 FOP Lieutenants16.823.1 FOP1723.3 IAFF Dispatchers2433

28. Merit of Request External Equity Seminole County Leave Layoffs No FY09 Wage Increases No Paid Disability Insurance No Longevity No Shift Differential No Added Health Insurance Subsidy Career Ladder

29. Presentation Outline Background Status of Union Negotiations Merit of Request Policy Impacts Budget Constraints Summary

30. Policy Impacts Long-Term Policy Impacts National trends are showing a reduction in public sector leave and employee benefits Februarys BCC discussion - Presented the need to right-size the Countys paid time off policy by reducing leave for new hires FOPs proposal is contrary to national trends and the Countys long term policy strategy for employee benefits

31. Presentation Outline Background Status of Union Negotiations Merit of Request Policy Impacts Budget Constraints Summary

32. Budget Constraints Increased FOP leave accruals including benefits approx. $2 million annually Long Term – Exceeds $10 million over a 5 year period Additional overtime costs Impacts other union negotiations and employees

33. Budget Constraints Record Rate of Foreclosures Decline in Economic Activity Decreasing Revenues Increased Unemployment

34. Property Taxes Sales Tax Impact Fees Recording Fees Budget Constraints

35. Increased Expenditures Operating Costs Energy Costs Benefits Costs Delay in capital projects Eliminating vacant positions Salary increases on hold Budget Constraints

36. $42M $96M Rising Medical Plan Costs

37. Budget Constraints 7% budget reduction by all departments Evaluating a reduction in leave accruals for new employees Considering Reduced Work Hours, Furloughs, Early Retirement Options Potential Layoffs

38. Presentation Outline Background Status of Union Negotiations Merit of Request Policy Impacts Budget Constraints Summary

39. FOP proposal for increased paid leave: Fails on Merit Inconsistent with long term policy strategy for employee leave Costs $2M+ Annually

40. Summary Request BCC reject FOPs proposal for more paid leave Fails on merit, is inconsistent with long-term strategy and budget situation Not in the best interest of the public including the public employees involved

41. Board Action Requested Request BCC to approve the Countys proposal on Article 25 – Leave Keep current leave accruals