If you are being asked questions which could result in discipline,
be sure to do the following:
- Request the right to have your union representative with you before
answering any questions, and do not volunteer Information before
speaking with your union representative.
- Make sure you are ordered to answer the questions.
- Keep your answers to the point and very accurate. Be completely
truthful in your answers. Do not speculate.
- Do not volunteer to take a polygraph examination or drug test.
- If you told you are facing a criminal investigation, refuse to
answer any questions until you have spoken with an attorney or
a union representative.
- Do not answer questions or write a report unless you are ordered to do so. An order to answer questions means your statement and the fruits of your statements cannot be used to criminally prosecute you.
- Immediately request the presence of your attorney or union representative. Have the union representative or your attorney present when all questioning takes place.
- Remember that the statements you make to your union representative may not be privileged; statements you make to your attorney are covered by the attorney-client privilege.
- If you need to talk to a doctor, psychologist, or minister, do so.
Member Shall be given 48 hours written notification prior to being interviewed at which time the member being served shall Immediately notify the D.P.O.A. Office to have the attorney scheduled. Members are not Required to do Phone Interviews.
A group life insurance program for the Employee and his family is available for all
members of the Employees Benefit Plan on an optional basis, under the provisions of the
City Code, Chapter 13, Article 9.
1. Membership Optional for members of the Employees Benefit Plan.
2. Contributions The City shall pay one hundred percent (100%) of the premium for insurance up
to and including thirty-five thousand dollars ($35,000) for each member plus five
thousand dollars ($5,000) for each dependent. Additional life insurance may be purchased
through this plan at the Employee’s expense. Employees and their dependents who are on a duty
disability retirement shall be covered by this program.
(pages 60 and 61 of your 2014 - 2019 Contract)
Every Employee of the Department shall have the right to present grievances in accordance with the procedure provided herein. The Association will hand deliver grievances directly to a Captain or Commander. The written grievance will set forth the nature of the grievance, the date of the matter of, the name(s) of the employee or employees involved, and the provisions of this Agreement, if any, that the grievant claims have been violated. Receipt of the grievance will be acknowledged by signature of the Captain or Commander who receives the grievance. Any grievance not filed within fourteen (14) calendar days of the occurrence of the alleged violation or within fourteen (14) calendar days of an Employee or the Association becoming aware of an alleged violation will be considered untimely and will not be processed. (pages 9 thru 16 of your 2014 - 2019 Contract)
A. Death Benefits. Section 13-8-8 of the Municipal Code of the City of Detroit currently
provides a death benefit of ten thousand dollars ($10,000).
1. Membership shall be mandatory for regular Employees.
By the City - $13.30 per year per Employee.
By the Employee - $.20 per week or $10.40 per year.
B. Payment for employees killed or permanently disabled in line of duty:
1. A lump sum duty death benefit of ten thousand dollars ($10,000) shall be paid to
the beneficiaries or estate of Employees who are killed or who die as a result of
injuries sustained in the actual performance of their duties in accordance with the
City Council resolution of August 23, 1977, p. 1683, March 26, 1974, p. 627, and
March 2, 1954, p. 509.
2. A lump sum payment of ten thousand dollars ($10,000) shall be made to any
Employee who is totally and permanently disabled from illness or injury arising
solely out of the actual performance of his duties. “Totally and permanently
disabled” shall be defined exclusively as follows:
a. Total and permanent loss of sight of both eyes.
b. Loss of both legs or both feet at/or above the ankle.
c. Loss of both arms or both hands at/or above the wrist.
d. Loss of any two of the members of facilities enumerated in a., b., c.
e. Permanent and complete paralysis of both legs or both arms or one leg and
f. Incurable insanity or imbecility. Claims for this payment shall be made in
accordance with the City Council resolution of March 26, 1974, p. 627.
3. Employees who receive a permanent disability under this Article shall be
ineligible for the $10,000 Duty Death Benefit described in Section B.1. above.
Denial of the $10,000 Duty Death Benefit may be appealed directly to arbitration
in accordance with Article 8 (Arbitration) of this Agreement.
(pages 60 and 61 of your 2014-2019 Contract)
Document all injuries as soon as they happen. The forty-eight (48) hour rule means nothing to the Department, they are quick to dismiss the injury as happening on duty even if the report is filed within the rule. Send a copy of the injury report to the Medical Section, the Association and keep one for yourself.Just because you file an injury report on the Department's system doesn't mean it will be processed quickly and get to the Medical Section timely
When you are injured in the line of duty and are conveyed to a medical facility, remember you are working for the City of Detroit. Don't give admitting personnel your driver's license and insurance. Instead, give them your name, the address where you work, and the responsible party being.
City of Detroit Medical Section
DPMS/DMA/University Health Center
1301 3rd 5th Floor
Are correct amounts deducted from your check?
When Code 40654 is found on your check, it means that you have signed up for one of the following (or any combination of the following) companies to have money deducted from your paycheck:
- Pre-paid Legal
- Professional Insurance Co. (PIC)
- Life USA
- Smith Barney
- New England Financial
- Central United
- Scholarship Fund
Following is an explanation of the procedure used by the company (or companies) to have money taken from your check and to have the money sent to them. The company or companies will have you sign a deduction card that will not have a dollar amount on it and will turn that card over to the DPOA to be processed. The reason the deduction card has no amount on it is because you might have more than one of the above companies taking money out of your check. Then they send the card to the DPOA, they also send a form with the card showing the amount to be deducted for their company. Once the DPOA gets the card and form, we then look up the member’s name on the deduction roster to see if a deduction is being taken out for one of the other companies. If another company or other companies have money being deducted, the new deduction will be added to the total and the new amount will be placed on the deduction card and form. The card is then hand delivered to the Fiscal Department and the form is hand delivered to the person (paid by the DPOA) to keep up with these deductions. Once the member signs the deduction card, it should take about three pay periods for the deduction to show up on the member’s paycheck. It is the responsibility of the member to know what is being deducted from his or her check and to know if a newly requested deduction has or has not started. If the deduction has not started, the member does not have the coverage and should contact the DPOA so we can do what needs to be done to correct the problem. Also, from time to time you might get a letter or check from the DPOA or the company, stating that there is a problem with your deduction. If you get such a letter, you must contact the DPOA immediately. If you do not contact us immediately, you might lose a benefit that you think you have.
Emergency or excused days shall be granted to a member for an absence justified by urgent reasons such as attendance to demanding personal business and other pressing matters which cannot be covered by other banked time. Permission to use emergency days must be granted in advance from the member’s
commanding officer or the officer in charge of his/her entity. Supervisory personnel may make reasonable inquiries in order to verify that the request is legitimate but shall maintain the confidentiality of any personal information. Not more than five (5) emergency or excused days may be granted in any one fiscal year under any circumstances. All emergency or excused days will be deducted from the member’s accumulated sick bank, and will consequently affect the accumulation of bonus vacation days. Any member under the restrictions of the attendance control program (DPD 350) shall not be allowed to have emergency or excused days deducted from his sick banks and will be carried Absent No Pay. (page 39 of your 2014-2019 Contract)
A. General. The Detroit Police Department is responsible for providing efficient law enforcement services.
Maximum attendance is required from all members if this responsibility is to be fulfilled. It is, therefore,
necessary to identify and correct members who have developed a pattern of regularity in the use of
their sick leave benefits. Therefore, all commanding officers are to review the records of their
members quarterly: each January 10th, April 10th, July 10th and October 10th.
B. Counseling Regarding Regularity in the Use of Sick Leave Benefits. Upon review and approval of the
commanding officer, a ranking member shall counsel subordinates whose records show such an indication.
The counseling session shall include a discussion of the pattern observed to date, and the member’s
reason for absences. Where appropriate, the supervisor shall explore positive future courses of available
action with the member in an effort to assist the member in adopting corrective measures. At the end of
the counseling session, the supervisor shall prepare a detailed report of the meeting and attach the report
to the member’s Detroit Police Department Attendance Card, D.P.D. 350-C. A copy of this report shall be
provided to the member. Note, however, that said counseling does not constitute disciplinary action
and as such may not be noted in the administrative counseling register. Further, said detailed report
shall be removed from D. P. D. 350-C at the end of six months providing no further
corrective action has been necessary since the initial counseling session with the member.
C. Continued Pattern of Regularity in the Use of Sick Leave Benefits. If counseling does not produce
improved attendance, and the supervisor, after meeting with the member, determines that no satisfactory
reason exists which would justify said continued regularity in sick leave usage, upon review and approval
of the commanding officer, the supervisor shall personally serve the member with a Notice of Regularity in
the Use of Sick Leave Benefits, D.P.D. 350, and forward the necessary copies as outlined on the form. The
supervisor shall inform the member of the requirement to obtain documentation of the illness or of the
illness of a family member which necessitates the member’s absence from work. This documentation shall
consist of a statement from a physician concerning the illness for each sick day taken during the next
three month period. This requirement must be strictly adhered to during said period of time, except where
the commanding officer is convinced that a reasonable basis exists for not requiring a physician’s note
in conjunction with a particular absence. The member will also be advised that said physician’s
documentation shall be submitted on D.P.D. 350-A, or an equally detailed doctor’s note, and shall be
presented to the member’s section commanding officer within three days after returning to duty. This
documentation is subject to the review of the department physician. Commanding officers shall ensure
that the copy of D.P.D. 350-A which is submitted by the member is forwarded to the Medical forthwith
for retention. A member who has been served with a Notice of Regularity in the Use of Sick
Leave Benefits, D.P.D. 350, and is being carried sick due to personal illness or injury or for
attendance upon a sick family member, must secure permission from the officer in charge of
the member’s entity or, if the entity is closed, from the officer in charge of the precinct in which
the member resides before the member may leave the member’s place of confinement. This restriction
does not apply on leave days or non-duty hours. "Improved attendance" as used herein shall mean that
the member has consistently and reliably demonstrated the capacity to provide proper and sustained
attendance within the meaning of this article. For purposes of interpreting the preceding sentence,
the word "sustained" shall be construed to mean an improvement which demonstrates that the abuse has
been eliminated. The supervisor shall further advise the member that failure to satisfactorily comply
with the regulation will result in the designation of each working day taken as "Sick" to "Absent No Pay."
The supervisor shall also advise the member that unless attendance improves, additional disciplinary
action may be imposed.
D. Improved Attendance. A member placed on a D.P.D. 350 will have his attendance reviewed on a
quarterly basis and will be removed from the restrictions of that provision upon a showing
of improved attendance within the meaning of the above definition.
E. Extended Medical Treatment. Members who document that their illness requires treatment on a regular
basis may submit D.P.D. 350-A for that ailment on a semi-annual basis. The physician designated by
the department, however, may want further verification concerning said ailment, and accordingly the
member may be required to see the physician.
F. Failure to Present Documentation by a Physician. If failure to comply with the regulation set
forth on D.P.D. 350 occurs, the section commanding officer shall personally serve the member
with a Notice of Failure to Present Documentation by a Physician, D.P.D. 350-B, and shall
forward the necessary copies as outlined on the form. A designation of "Absent No Pay" will
be entered in timekeeping records.
G. Appeals. Any member may file a grievance regarding the imposition of a Notice of Regularity
in the Use of Sick Leave Benefits, D.P.D. 350. If the grievance is granted, the arbitrator
shall be empowered to provide an appropriate remedy, including reimbursement of expenses
medical visits ordered by the Department. (pages 55 thru 57 of your 2014 - 2019 Contract)
On April 11, 2014, the Detroit Police Officers Association filed Grievance No. 14-018. The issue arose over whether or not the department has the right to include E-days for overtime purposes. On May 6, 2014, the grievance was presented at a step four meeting with Chief of Police James Craig. It was determined that the grievance would be placed on HOLD to allow an arbitrator to issue language as it relates to E-days and overtime calculations. On Wednesday, June 25, 2014, the grievance was arbitrated with Umpire George Roumell. In granting the grievance, Umpire Roumell cited the facts that the issue in the 2009-2012 contract included sick time as time worked for purposes of calculating overtime. In Article 14, Section B, of the contract it states how overtime shall be calculated: “Time off due to furlough, liquidation of comp time, sick leave and other paid absences shall be considered as time worked when applying overtime rules.” The problem arose through the CETs and the city’s language adopted by the panel (Act 312) majority excluded sick time from the overtime calculations. This was a change from the 2009-2012 contract. Neither the CET’s nor the City’s language that was adopted by the Panel majority make any reference to excluding emergency time from the overtime calculations. Article 25 of the contract, Emergency/excused leave day, states in part: “Emergency or excused days shall be granted to a member for an absence justified by urgent reasons and other pressing matters which cannot be covered by other banked time.” He further states that emergency time traditionally by contract language has been treated differently and has a different function than sick time. E-days are for the “Officers” emergencies and approved by the officers Commanding officer. An officer need not be ill or sick, but instead may use an Emergency day for a separate emergency. It is true that when an emergency day is used the day is deducted from the sick time banks, the emergency day as such is treated differently than a sick day. Thus, Umpire Roumell granted the grievance. E-days are to be calculated as time worked for the purposes of calculating overtime. This is the only way to interpret the language that was adopted by a majority of the Act 312 Panel.
Bonus vacation days are granted for unused current sick time. Officers who have accumulated a minimum of
thirty-five (35) sick days including both current and seniority days and have a minimum of six (6) years
of service on July 1st of each year will be credited with one-half (1/2) of the unused current sick time
from the previous fiscal year up to six (6) days. An officer may request to take his bonus vacation days
in any sequence (except when attached to a furlough as stated below) by submitting a request in writing
to his commanding officer. This request will be reviewed for the availability of personnel by his
commanding officer. Seniority will be a prime consideration when several officers request the same period
of time off. An officer shall be allowed to use up to three (3) bonus vacation days in conjunction with a
furlough. The request to utilize bonus vacation days in this manner must be included in the leave day
request.Bonus vacation days, when connected to a furlough, shall not be canceled unless the accompanying
furlough is canceled. This article does not affect or limit the right of the Department to determine the
number of employees assigned to work. Consequently, there will be no increase in the total number of
employees who are absent and the effect of granting an employee’s request could be that the seniority
leave day request of another employee (even if more senior) will be denied. The Department must insure
that bonus vacation days are expended proportionately throughout the year and are not carried until the
last months of the fiscal year; therefore, on April 1st, the commanding officer shall assign the remaining
bonus vacation days at his discretion. Any request to utilize unused bonus vacation days in conjunction
with a furlough scheduled during the months of April, May or June must be submitted to the commanding
officer by April 1st or those bonus vacation days will be assigned. Bonus vacation time shall be deducted from the member's bonus vaction bank before compensatory time shall be taken.
(page 57 of your 2014 - 2018 Contract)
Employees shall be granted eight (8) hours of "Excused Time" on Good Friday or the last eight (8) hours on
the last scheduled day prior to Good Friday, eight (8) hours of "excused time" on Easter or the last eight
(8) hours on the last scheduled day prior to Easter, and eight (8) hours of "Excused Time" on the last
scheduled paid day before Christmas Day and before New Year’s Day and Martin Luther King’s Birthday
provided they are on the payroll through the h
oliday in question. Employees required to work any portion
of the "Excused Time" on these days will receive equal time off for hours worked or straight time cash at
the option of the Chief of Police. No holiday premium will be paid for work on these days.
(page 50 of your 2014 - 2019 Contract)
A. If a death occurs among members of the Employee’s immediate family, such Employee will be granted
three (3) days funeral leave, not to be deducted from his sick bank, provided that such leave may
be extended to five (5) days within the discretion of the Commanding Officer based on individual
B. If a death occurs among the relatives of the Employee, such Employee will be granted one (1) day
funeral leave not to be deducted from his sick bank.
C. The immediate family is defined as wife, husband, son, daughter, brother, sister, father, mother,
stepmother, stepfather or other members of the household.
D. A relative is defined as a grandson, granddaughter, grandmother, grandfather, great grandchild,
great grandparent, brother-in-law, sister-in-law, uncle, aunt, mother-in-law or father-in-law.
The Department may Require the Employee to Furnish Proof of Legal Guardianship
(page 22 of your 2014 - 2019 Contract)
A. Initial Uniform Allowance. At time of hire, Employees shall receive an initial uniform allowance
of eight hundred and fifty dollars ($850) or, in the alternative, the Department may institute a
uniform voucher system and issue Employees uniform vouchers in lieu of a cash payment. In the
event that the Department changes its specifications regarding uniforms and/or equipment, Employees
shall receive an initial uniform allowance as provided above. The initial uniform allowance that
Employees receive in the event of a change in Department specifications shall be provided in lieu
of the annual uniform allowance as set forth in Section B. In no event shall any Employee receive
both an initial uniform allowance and an annual uniform allowance in the same year.
B. Annual Uniform Allowance. The Department will no longer issue replacement uniforms and accessories.
Except as provided in Section A, members will instead receive a uniform allowance of eight hundred
and fifty dollars ($850) annually for the procurement and maintenance of all of the member’s
required uniforms and accessories. Alternatively, the Department may institute a uniform voucher
system and issue Employees uniform vouchers in lieu of cash payments. The member shall be
responsible for procuring uniforms and equipment according to Department specifications. This
allowance shall not include maintenance and procurement of bulletproof vests or other specialty
equipment, which the Department shall continue to procure and issue directly to members.
C. Annual Cleaning Allowance. Employees shall receive an annual uniform cleaning allowance of two
hundred and fifty dollars ($250) per year payable the first payroll period each fiscal year.
Alternatively, the Department may institute a uniform cleaning voucher system and issue
Employees uniform cleaning vouchers in lieu of cash payments.
D. The annual uniform allowance shall be payable on July 1st to Employees who were hired on or before
April 1st of that year. Employees who were hired after April 1st of that year, will not receive an
annual uniform allowance until the subsequent July 1st.
E. For purposes of calculating eligibility for payment of these allowances, all members shall receive
payment of these allowances with the following exceptions:
1. A member shall be considered off the payroll and ineligible for this allowance if he/she has retired,
resigned or has been discharged with an effective date before July 1st of the fiscal year payment is
to be made.
2. Members discharged and suspended without pay who have a pending appeal of the discharge shall not
receive payment of the uniform cleaning allowance unless and until the discharge is overturned at
an appellate level at which time they shall be made whole.
3. Members on extended AWOL or ANP status on July 1st of the fiscal year payment is to be made will
not receive the uniform cleaning allowance unless they return to active regular duty during the
fiscal year at which time they will receive full payment.
4. Members on an unpaid leave of absence on July lst of the fiscal year will not be entitled to
payment for the uniform cleaning allowance until the next fiscal year.
(pages 33,34 of your 2014 - 2019 Contract)