Recently, for reasons unknown to me, there has been a push from a group trying to recruit PLEA members to its inferior association. As this has been occurring, I’ve been able to review an old document compiled by PLEA that I had saved years ago. I found much of the information in the document as relevant today as it was when it was written. I incorporated much of the data from it into this article, along with additional data and my experiences as a 30-year veteran with the Phoenix Police Department and as a PLEA representative for the past 21-plus years. So within the box below, I will show what AZCOPS and the FOP have accomplished for Phoenix police officers over the last 45-plus years.
What you see is correct — nothing! That is right, they have accomplished nothing for Phoenix police officers in the past 45-plus years.
PLEA will always be the forward-thinking labor group you deserve.
I am going to highlight what PLEA has accomplished for Phoenix police officers in the past 45-plus years. It will be obvious that the strength, progress and achievements of PLEA come from you, our members. Your Association’s ability to think “outside the box” has been key to this history of success. It is worth remembering that with each documented and formal issue shared, there are countless informal and undocumented meetings, resolutions, solutions, talks, answers, phone calls and accomplishments that often go unreported or unnoticed except by the affected member (or manager). Hopefully, you will be encouraged.
“To be ignorant of what occurred before you were born is to remain always a child. For what is the worth of human life, unless it is woven into the life of our ancestors by the records of history?” — Cicero (106 B.C.–143 B.C.)
1976 MOU/AR 2.61
- Denied off-duty work permit—won
- Merit pay—won at chiefs level
- PLEA halted IA investigation on felony allegation—won
- EEO complaint—transferred to attorney general
1977 Contract
Wages:
- P.O. I, II, III: Raises from 2.25% to 18.24%
- $.50 per hour court stand-by time
- $1 per hour show-up time
- Merit Step #2 at six months
Benefits:
- Minimum 500 P.O. II and III positions made—new
- Issued bulletproof vest on request—new
- Health insurance to cover increased costs—increase
- Weight machines in all stations—new
- 15 hours between shifts or overtime—new
- OT after 42.5 hours leave does not count—new
- 80-hour comp time bank—new
- Night shift II = $.15, III = $.20—new
- Detective and motor allowance $50—new
- 10.5 holidays—new
- Labor Management Committee—new
- Unlimited off-duty work—improved
- Out-of-state recall pay expenses—new
- Long-term disability—new
- 8.5-hour day—new
- Pay for briefing periods—new
- Second Code 7 after four hours—new
- Three-hour guaranteed callout pay—new
- Uniform allowance $300—new
- 80% tuition reimbursement—new
- Grievance procedure—new
- $4,000 life insurance policy—new
1978–1982 Contracts
Wages:
- 1978:
- P.O. I 10% increase—increase
- P.O. I $1 per day meal standby—increase
- P.O. II goes to Civil Service position—new
- Improve regular standby—improvement
- P.O. II and III 5% June, 6% July—increase
- Min. 675 P.O. II and III positions—increase
- Shift differential II = $.20, III = $.25—increase
- 40-hour work week—improvement
- 1979:
- 7% increase for P.O. I, II and III—increase
- P.O. I receive additional $288 per year—increase
- 1980:
- 10% increase for all—increase
- 1981:
- P.O. I, II, III discontinued, many officers go to step III — creates a 10% increase in top pay—increase
- 8% COLA increase—increase
- All totaled, top pay has 20.7% increase this year—increase
- 1982:
- 7.7% increase—increase
Benefits:
- 1978:
- Uniform allowance to $300—increase
- Clothing replacement up by 12%—increase
- Sick leave conversion/toward health insurance—new
- LTD waiting period improved to three months—improved
- One personal leave day—new
- Motor uniforms $175, one time—increase
- Flat badges for all employees—new
- Life insurance increase to $8,000—increase
- Retiree medical insurance paid by City—new
- 1979:
- Uniform allowance to $385—increase
- Uniform replacement by 5%—increase
- Three-hour rule applies 15 minutes after shift—new
- Four hours C-time Christmas Eve if worked—new
- Tape-record PSB interviews—new
- Advised of nature and status of investigation—new
- Motor uniforms $205, one time—increase
- Two Nomex flight suits for pilots—new
- Medical insurance increase—increase
- Court standby to $5 per day—new
- Appear before DRB with PLEA rep—new
- Respond to adverse comments—new
- 1980:
- P.O. II and III program to 700 positions—increase
- Tape-record any supervisors investigation—new
- Jury fees kept by members—new
- Uniform reimbursement up by 10%—increase
- LTD to age 70—increase
- Minimum one hour at city doctor—increase
- DRB notice to 10 days—new
- OT after 15 minutes—new
- Uniform allowance to $400—increase
- Health insurance to 87%—increase
- Labor Management Committee scope—increase
- Life insurance $8K/$25K line of duty—increase
- 1981:
- Comp bank to 100 hours—increase
- Stand-by pay to $1.50 per hour—increase
- Tuition reimbursement at ASU rates—new
- Psychological Counseling Program—new
- Court OT to nearest ¼ hour—increase
- Shift diff. II .25, III .30—increase
- Life insurance $10K/$25K line of duty—increase
- Educational leave to 13 hours—new
- 1982:
- Court OT definition expanded—improvement
- Reimbursement schedule 8% increase—increase
- Life insurance $10K/$30K line of duty—increase
- Labor Management Committee open agenda—improvement
- Uniform allowance to $425—increase
- Health insurance increase—increase
- Detective clothing to $100—increase
- Motor uniform to $305—increase
Highlights of MOU Contracts 1983–1992
Wages:
- Approximate 47% wage increase during this period
Benefits:
- 1983–1985:
- Sick leave conversion, health insurance or cash 25%—increase
- Callout pay language expanded—improvement
- Off-duty emp. language expanded—improvement
- Grievance procedure expanded—improvement
- Increase in shift reps to 24—increase
- Shift differential 10 p.m.—improvement
- Health insurance benefit increased—increase
- 1985:
- CEP committee established—new
- Comp time language expanded—improvement
- Court standby — two hours at 1 ½ pay—increase
- TRU uniform allowance $200—new
- Health insurance increase in city pay—increase
- OT after first seven minutes—improvement
- Substitute holiday time bank—new
- Uniform allowance to $500—increase
- New holiday (MLK)—new
- Ballistic vest reimbursement—new
- 1986–1988:
- 10 hours additional sick leave (non-emergency)—new
- Shift differential to .40 per hour—increase
- Replacement uniform increase to 12%—improvement
- Longevity pay — $1K additional at 17 years—new
- Sick leave conversion to 35%—increase
- Health insurance increase/city amt.—improvement
- 1988–1990:
- Health insurance increase for both years—increase
- Shift differential .45 (88), .50 (89)—increase
- Stand-by pay $2 (88), $2.50 (89)—increase
- Uniform allowance $550 (88), $575 (89)—increase
- Vacation pay in lieu of accrual—new
- FTO pay 5% while training—new
- Longevity pay $1,200 max—increase
- Special uniform allowance—increase
- Sick leave conversion to 50%—improvement
- 1990–1992:
- Seven-day notice to change hours or N day—new
- Comp time from 120–140—increase
- Uniform allowance to $625—increase
- Vest reimbursement to $350—increase
- Sick leave conversion to 60%—increase
- Dental insurance—improvement
- CEP—improvement
- Stand-by pay to $2.50 per hour—increase
- Buy revolver—new
- Holiday pay/receive on industrial—new
- Vacation carryover—increase
- Translation pay $2 per hour—new
Highlights of MOU Contracts 1992–2002
Wages:
- Approximate 27% pay increase during this period
Benefits:
- 1992–1996:
- CEP—increase
- Court stand-by pay additional hour past noon—increase
- Uniform allowance — $800/$925—increase
- Bike detail and detectives clothing allowance—new
- Sick leave conversion—improvement
- Translation pay $6 per hour—increase
- Stand-by pay $50/$40—increase
- Health insurance—improvement
- Dental insurance ortho benefit—increased
- Labor Management Committee—I.R.P.
- 1996–1998:
- Longevity pay to $3,330 at 29 years—increase
- Translation pay to $10/hour—increase
- Night shift diff pay .60 and .25/hour—increase
- Vest reimbursement to $500—increase
- Deferred comp new increases—increase
- Sick leave conversion from 2080 hours to 2000 hours—improvement
- CEP new step 4—improvement
- Stand-by pay $60/$40—increase
- Uniform allowance to $1,000—increase
- Personal leave day to 10 hours—increase
- Labor Management/shift trades—new
- 1998–2000:
- K-9 care pay to four hours OT week—increase
- Work hours/def of operational need—new
- Out-of-rank pay from 20 to 10 shifts—improvement
- Uniform allowance 1,100/1,200, and all allowances from $300 to $320 per year—increase
- Sick leave conversion 2000 to 1900—improvement
- Life insurance to $200,000 to/from work—new
- Vacation buyback 80 more hours—increase
- CEP—increase
- FTO pay 5% for assignment—increase
- Deferred comp to 1.15%—increase
- Comp time to 165 hours—increase
- Court parking free—new
- 2000–2002:
- Longevity increase max $4,000 at 22 years—increase
- CEP steps to 3%, 6%, 9% and 12%—improvement
- Dental insurance—improvement
- Sick leave conversion—improvement
- On-duty life insurance $35K to $100K—increased
- Grievance process PLEA rep on committee—improvement
- Comp time to 170 hours—increased
- Health Insurance—improvement
- Deferred comp to 1.18%—increase
- Long-term disability—improved
- Vacation buyback second time—increase
Highlights of MOU Contracts 2002–2012
Wages:
- Approximate 28% pay increase during this period
Benefits:
- 2002–2004:
- CEP additional points toward patrol—new
- Stand-by pay, FIB added—improvement
- Uniform allowance, additional safety equipment—improvement
- Education reimbursement (blue card)—new
- Dental insurance $4,000 ortho—improvement
- Deferred comp based on gross pay—improvement
- Vacation leave to eight hours for new emp.—new
- Training pay—improvement
- Holiday benefits, March holiday—new
- Health insurance—improvement
- Retiree health insurance PEHP—new
- Sick leave conversion—improvement
- Sick leave as salary—new
- 2004–2008:
- Two reps allowed at IRP, DRB, UOF—improvement
- Material used by PSB provided prior to interview—new
- PSB to conduct serious misconduct investigation—new
- Honor Guard, Honor Choir uniform pay—new
- Delays to PSB interview—new
- PSB not to misrepresent facts—new
- Comp bank to 190 hours—increase
- Uniform allowance convert to pay—new
- 2008–2010:
- Just cause for discipline instead of cause—new
- Adverse material usage—improvement
- Ballistic vest to $800—increase
- Sell 40 hours vacation in December—new
- CEP—improvement
- Comp bank to 200 hours—increase
- Motorcycle gloves to $100—increase
- Canine trainer 5% pay—new
- 2010–2012:
- PSB investigations complete in 180 days—new
- PMG merit increase—improvement
- PSB provide gen nature of invest upon call—new
- Citizen complaint statement—new
- Transfer process—improvement
- G.O.D. transfer meeting—new
Highlights of MOU Contracts 2012–2020
Wages:
- 2012–2019:
- These were years of economic crisis for the City of Phoenix. During this period, concessions made in 2010 were restored.
- 2019–2021:
- 5.9% pay increase—increase
- 4.27% total bonus pay—new
Benefits:
- 2012–2014:
- Attend seminars on duty—new
- Loudermill statements—improvement
- Shooting/critical incident committee—new
- Holiday pay—improvement
- Inactive HR file—improvement
- Additional NOI—improvement
- Long-term disability—improvement
- Physical fitness committee—new
- 2014–2016:
- Citizen complaint form—improvement
- Critical incident int. delayed 48 hours—new
- Off-duty work—improvement
- Dental insurance—improvement
- Fair treatment by PSB—new
- SID contact requirements—new
- Patrol 4/10 schedule—new
- On-duty workout—new
- 2016–2019:
- Rights in investigation—improvement
- Delay of PSB interview—improvement
- Pilot classifications—improvement
- Premium pay—improvement
- On-duty workout—improvement
- Loudermill rights—improvement
- Transfer issues—improvement
- Pay out sick leave—improvement
- Workers’ comp—improvement
- 2019–2021:
- BWC video prior to interview—new
- Investigative processes—improvement
- Right to meet with chief/DRB—new
- Rights of employment ref R/O—new
- Grievance procedure—improvement
- Premium pay enhanced—improvement
- Vacation carryover—increase
- National Guard/Reserves time—increase
- Clothing reimbursement—increase
- Work out time on duty—improvement
- Investigation explanation form—new
- Use-of-force board—improvement
- Loudermill hearing—improvement
- Discipline time frames—improvement
- Comp bank to 300 hours—increase
- Health insurance—improvement
- Bike officer pay—new
- Vest reimbursement $1,000—increase
- Rifle operator stipend—new
Highlights of Our Latest MOU Contract
Wages:
- 2.40% pay increase and 6.38% bonus money (2021), 1.81% pay increase and 5.33% bonus money (2022). Total of 4.21% wage increase, 11.71% bonus pay.
Benefits:
- 2021–2022:
- DOU and Airport Bureau $500 rifle stipend—new
- Notification of UFB and DRBs—new
- SAU team leaders get 5% pay increase—new
- Increase in career survival—improvement
- Detective trainers get 5% training pay—new
- Facial hair and expanded take-home vehicle privileges were negotiated and incorporated into Departmental policy but not included in the MOU.
Also, over the past 45-plus years, PLEA and its legal team have handled thousands, yes thousands, of internal investigations. In its first 28 years, PLEA represented its members in over 2,300 investigations. (This does not include all the civil service appeals, grievances and legal challenges in which PLEA has represented officers.) PLEA is the only representative that has negotiated wages, benefits and employee rights for Phoenix police officers. PLEA and its legal team are the only experienced MOU contract negotiators for Phoenix police officers; there is no other group out there that can provide you the experience and expertise in labor relations that PLEA does — joining any other labor group is a waste of your money. The rights and benefits that Phoenix police officers have were forged from the sacrifices of Phoenix police officers who saw a need for police officers needing representation in wages, benefits, working conditions and employee rights. PLEA has been maintaining this high standard for decades. Do not fall for the snake oil salesmen trying to sell you our benefits for a bargain rate; they cannot represent you. PLEA is always going to represent its members to the best of its ability and will always be the forward-thinking labor group you deserve.
By the time this article is published, I will have retired. I have enjoyed a very good 30-year career as a Phoenix police officer, with over 20 of those years as a PLEA rep. I am a rather simple person and will keep this short. Thank you for allowing me to represent you as a PLEA Board member and as PLEA vice president; it has truly been an honor. Those of you who know me know I can be found on a lake, river or ocean somewhere with a fishing pole in my hand. I’m going to be kind of a nomad for a while, so hit me up if you want to chat. Take care, and it has been a pleasure.