Archive of articles posted to the website.
Never expected and never routine. Losing a member of our police family is heart-wrenching. We are given such a short time to mourn before going back to our duties of serving our community that sometimes the reality of loss does not settle in for weeks.
Unfortunately, this is something our Phoenix police family has encountered before. Our newest brothers and sisters who may not have been on the job when we lost Commander Carnicle on March 29, 2020, now have the sad honor of knowing the loss of an officer from our family. Nothing can prepare us for these instances of the ultimate sacrifice and the reality of that sacrifice and the long-reaching effect it can have on us and our families.
Please commemorate Officer Ginarro New to ensure that the memory of the man, his deeds and his sacrifice do not pass.
Over the years, I have observed the different ways cops emotionally process a line-of-duty death. For what it is worth, I think some of these observations bear mentioning.
Line-of-duty deaths have different effects on different people, which is understandable. Never be embarrassed to ask for help. Should you find your inner voice saying, “Maybe I need to talk to someone about how I feel,” then you need to do just that. Negative emotions and stress must be dealt with and dealt with in a healthy way.
Talk with your peers. The relationships we have within our peer group are strong and can be one of the best sources of support during the most negative of times.
Consistently respect and honor our fallen, not just publicly, but privately as well. Personal reflection can help to instill a sense of direction.
The families of fallen officers should never be forgotten, for they are part of our blue family forever. These families continue to feel the sacrifice day after day. Always keep them in remembrance.
Our Brother Gino was with us for only a short time, which seems to add even more emotion to his tragic loss. We never forget those who have fallen in the line of duty. Please commemorate Officer Ginarro New with our blue family and in your own ways to ensure that the memory of the man, his deeds and his sacrifice do not pass.
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.
Bringing Members and Their Families Together
On May 16, 700 PLEA members and their families gathered for a fun-filled Family Day at the Main Event in Avondale. Attendees of this year’s event enthusiastically participated in activities such as laser tag, bowling, pool, virtual reality (VR) games and more, and caught up with fellow members and the PLEA Board and staff over a buffet lunch.
For many, the event was highly anticipated, as it was the long-awaited follow-up to the first Family Day held in 2019, also at the Main Event. (PLEA was unable to hold the gathering in 2020 due to COVID-19 restrictions and health and safety concerns.) Members like Michael Reed, a 14-year veteran of the Phoenix Police Department, gladly welcomed the return of the event after living and working under difficult pandemic conditions over the past year-plus. “We were looking for a fun, safe day of games and food, and this year’s Family Day did not disappoint,” he said. “My daughter really liked the confidence course, my son liked laser tag and we all enjoyed the pool tables and VR games.”
The event was created by PLEA as a way to bring the membership and their families together annually in a relaxing environment that allows for members to get to know one another, foster camaraderie and engage in some friendly competition over games.
“I believe events like Family Day are important so that the membership can have a day of fun and meet the union representatives and other members outside of the professional atmosphere,” Reed adds.
PLEA partners with family entertainment company Main Event, a pro-law-enforcement business, to host the popular member gathering. The Main Event closes its doors to the public from morning to afternoon to give PLEA members exclusive access to most of the facility. This year, two VR games were added to the event.
Reed says fun events like Family Day are good ways for members to engage with the association. “It’s important for members to get involved in PLEA in order to stand together as a collective group to support each other,” he says. “I’d like to thank all of you at PLEA for making this event happen again!”
Have you ever decided to stop drinking for a week or so, but only lasted for a couple of days?
Do you wish people would mind their own business about your drinking and stop telling you what to do?
Have you ever switched from one kind of drink to another in the hope that this would keep you from getting drunk?
Do you envy people who drink without getting in trouble?
Have you had problems connected with drinking during the past year?
Has your drinking caused trouble at home?
Do you ever try to get extra drinks at a party because you do not get enough?
Do you tell yourself you can stop drinking any time you want to, even though you keep getting drunk when you don’t mean to?
Have you missed days of work because of drinking?
Do you have blackouts (not remembering what happened after drinking)?
Have you ever felt that your life would be better if you did not drink?
The above questions are from the pamphlet, “Is A.A. for You?” published by Alcoholics Anonymous World Services, Inc., New York, N.Y.
The following are some additional questions to ask yourself regarding alcohol.
Do you isolate when you drink?
Do you defend your drinking?
Does your life center around drinking?
Are you ashamed of your drinking?
Do you try to conceal or minimize how much you drink?
Do you feel as if you have to drink so as not to get sick?
Did you answer “yes” four or more times? If so, you are probably in trouble with alcohol. We have a group of law enforcement officers, both currently employed and retired, who meet regularly to discuss our alcohol problems. We do not list the location, time or day of our meeting. It is by personal invitation only. Our meeting is confidential and anonymous. We will be glad to show you how we ourselves have stopped drinking. Just call us: Jerry (602) 904-1088, Dan (602) 413-4558 or Mark (623) 377-3342.
By the time you read this, our contract, or memorandum of understanding (MOU), with the City of Phoenix for fiscal years 2021–2023, will have been presented to and passed by the City Council. I want to thank those of you who were able to take the time to come to the PLEA Office or attend virtual meetings explaining the proposed contract.
This contract not only provides for increased compensation, equipment stipends, trainer pay and more, but it is representative of community concerns, taking steps to address issues our City thinks are fair.
Our profession is changing. All it takes to see this is a quick glance at web news. Politicians are making new laws governing police practice, and municipal employers are modifying police policy. Read about some of the changes in our nation’s largest police departments or federal proposals on universal police policy, and you will have a good idea of what seems to be inevitable. Change can be difficult, and particularly so when policy and practice have been the same for years, but it does not have to be bad.
I want to thank those of you who were able to take the time to come to the PLEA Office or attend virtual meetings explaining the proposed contract.
Police reform is being seen everywhere, and the focus on Phoenix has intensified in the past three years, most likely because we are the largest city in the Southwest United States, and we have no formal office of oversight and are not under DOJ control. To us, the initial thought of changing any existing policy was absurd. “If it ain’t broke, don’t fix it.” That argument was not enough for our elected officials, but more importantly, it was not enough for our community. Through polling, community meetings and input from our community partners, PLEA learned that most Phoenix residents support our Department, agree that we provide professional service, think we need more officers and want more transparency with the policies and procedures that allow us to enforce laws in the City of Phoenix.
I think most of us understand that we work for our community and have no problem with the flexibility needed to be a government employee. We should have understood that when applying for the job of a police officer, public scrutiny is just a part of the package. Problems do arise when we are treated unfairly for doing what we are trained to do, being accused of an action we did not commit or following a policy that we did not make. There is a difference between making a mistake that can be corrected and committing a crime, and we know that our membership is unafraid of an honest look at honest actions.
The 2021–2023 MOU continues to provide the same due process rights that Unit 4 members are familiar with, and this is the most important part of the contract because it ensures procedures that account for fairness in discipline procedures, should you find yourself the subject of an investigation for a policy violation.
PLEA has built a reputation advocating for Phoenix police officers. We have turned those efforts to educating our community partners on the realities of being a police officer and the effects of policy on us and our families, and we are having great success. The positive relationship we have with our community as a police association will only serve to help us obtain fair policy for the future generations of Phoenix police officers.
Being a PLEA member comes with benefits. I’m talking about all PLEA members, including retirees, associates, and of course, active officers. Some of these benefits are exclusive to PLEA members. Your membership has always included wills, deeply discounted phone plans, discounts to entertainment places, travel, supplemental insurance, financial advisors, discounts on trusts, real estate, personal injury representation and many other things. At times, some of us at PLEA must attend seminars and training in locations outside of Arizona. At these places, at times, we talk with representatives offering many different services. At the latest seminar we attended, we met representatives offering some very good benefits for police officers and their families. Some of the new contacts and benefits we came across are:
Please call or stop by so we can discuss the exciting benefits you get as a PLEA member.
- Lending to Heroes. A mortgage lending service that offers no application fee, processing fee, underwriting fee, commitment fee or lock-in fee.
- CrossCountry Mortgage. Another lending service that offers police officers no application fee, processing fee, commitment fee, document prep fee or underwriting fee. They are also licensed in all 50 states and have a program for construction loans with land purchase when building your own home or vacation home.
- PMA USA Washington National. A supplemental insurance company that offers its products to PLEA at a rate exclusive to PLEA members. Washington National provides our entire membership in good standing (including active, retirees and associate members) with a free college benefit. Yes, it is a free college benefit for you, your spouse, children, stepchildren, grandchildren, step-grandchildren, siblings, nieces and nephews. This is a free online college from an accredited college and university with no tuition fees, book fees — or any fees. There are two-year degree programs along with some bachelor’s degree programs that are totally free for just being a PLEA member. This benefit is exclusive to PLEA members, and no other police labor group representing Phoenix officers will have this benefit. This a very exciting benefit.
Please call or stop by so we can discuss the exciting benefits you get as a PLEA member.