PLEASE READ: FROM THE DPOA ATTORNEYS
PROTECTION OF YOUR STATUTORY CONSTITUTIONAL RIGHTS AS A POLICE OFFICER
THE SIX “NEVERS” IF THERE’S A CRIMINAL INVESTIGATION INVOLVING YOURSELF:
Never give a voluntary statement without consulting your attorney.
The DPOA attorneys instruct that you do the following, in each of these situations:
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 July1st 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.
Bonus vacation time shall be deducted from the member’s bonus vacation bank before compensatory time shall be taken. In the event that Bonus Vacation days cannot be properly used prior to the end of the fiscal year, they may be carried over for six (6) months only and must be used prior to the end of the calendar year (December 31st). On October 1st the commanding officer shall assign the remaining bonus vacation days at their discretion. (Article 36, Page 55 of Contract)
Officers on Duty per Shift | Minimum Compensatory Time Requests Granted |
1-20 | 1 per shift |
21-40 | 2 per shift |
41-60 | 3 per shift |
61-80 | 4 per shift |
81-100 | 5 per shift |
By the City – $13.30 per year per Employee.
By the Employee – $.20 per week or $10.40 per year.
$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.
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.
Optional for members of the Employees Benefit Plan.
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.
This Memorandum of Understanding (“MOU”) is made and entered into this 21st day of September 2022, between the City of Detroit (“City”) and the Detroit Police Officers Association (DPOA) for the purpose of extending the existing Deferred Retirement Option Plan (“DROP”) as follows:
“(3) Notwithstanding paragraph 2 of this section or any other provision of this Plan, a member of the Detroit Police Lieutenants and Sergeants Association shall be entitled to participate in the DROP program under the Component I for the maximum of ten (10) years. At the end of such ten (10) year period of participation in the DROP program, the member shall be retired and separated from employment. If, however, at the time of the scheduled DROP retirement date, the Chief of Police determines that the skill set or value of the member who is retiring
A member who is participating in the DROP program pursuant to this paragraph
While participating in the DROP program pursuant to paragraph §12.1(3) or pursuant to Component II of the Police and Fire Retirement System, a member of the Detroit Police Lieutenants and Sergeants Association must receive bi-annual satisfactory performance evaluations according to the performance evaluation standards then in place for sworn officers. Any such member who receives an unsatisfactory performance evaluation shall be entitled to the appeals process then in place, as well as final review by the Chief of Police. If a member receives a second unsatisfactory evaluation, that member may be retired and separated from employment. Additionally, if a participating member receives consecutive adjudicated findings of misconduct, that member may be retired and separated from employment subject to an appeal and final review of the Chief of Police.
The terms of this MOU shall become effective on the date of execution and shall be retroactive to said date upon approval by the Bankruptcy Court.
(Article 46, Page 66 of Contract)
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. 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. (Article 23, Page 38 of 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 holiday 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. (Article 31, Page 49 of Contract)
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 circumstances.
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.
The immediate family is defined as wife, husband, son, daughter, brother, sister, father, mother, stepmother, stepfather or other members of the household, in addition to grandparents, and those that an employee has legal guardianship over.
A relative is defined as a grandson, granddaughter, great grandchild, great grandparent, brother- in-law, sister-in-law, uncle, aunt, mother-in-law or father-in-law. (Article 12, Page 20 of Contract)
PLEASE READ: FROM THE DPOA ATTORNEYS
PROTECTION OF YOUR STATUTORY CONSTITUTIONAL RIGHTS AS A POLICE OFFICER
THE SIX “NEVERS” IF THERE’S A CRIMINAL INVESTIGATION INVOLVING YOURSELF:
The DPOA attorneys instruct that you do the following, in each of these situations:
TELETYPE #21-0046
TREATMENT AND BILLING FOR DUTY-INCURRED INJURY OR ILLNESS
TO BE READ FOR SEVEN (7) CONSECUTIVE DAYS
The Detroit Police Department is working to ensure that members, who are being treated for duty-incurred injuries or illnesses, are not billed for the treatments. To assist the Department, we are asking the members to do their part by adhering to the following:
Whenever seeking treatment for a duty-incurred injury or illness, whether at an authorized clinic for minor injuries or a local hospital for emergency medical services, a current Authorization for Treatment Form should be filled out by the injured member’s immediate supervisor or Police Medical personnel and presented to the facility at the time of treatment.
Member’s personal health insurance cards should not be given to the Hospital or Clinic personnel at any time. Instead, members should state that they are being treated for a duty-incurred injury or illness and further request that no previous existing insurance information in the system be used for billing. This will help prevent the medical facility from erroneously billing the member. The correct billing information for Worker’s Compensation claims should be used and it is listed in detail at the bottom of the Authorization for Treatment form.
In the event that a member is billed for the treatment of a duty-incurred injury or illness they should immediately contact Police Medical and forward a copy of the bill by fax or email (see below). Police Medical will coordinate getting the bill paid through our Third Party Administrator for Worker’s Compensation.
Police Medical Phone: 237-3100
Fax: 237-3105
Email: POLICEMEDICAL@detroitmi.gov
The sergeant, lieutenant, or captain will provide a written answer to the steward within seven (7) calendar days after receipt. Acceptance or rejection of the answer will be written on the grievance form by the steward.
If the grievance is not satisfactorily adjusted at Step 1 or acted upon by the sergeant, lieutenant, or captain within seven (7) calendar days, it may be appealed by the chief steward to the Commanding Officer of the precinct or division within three (3) calendar days. The Commanding Officer will discuss the grievance with the steward, chief steward, or both, and the aggrieved Employee(s) and render a written answer within seven (7) calendar days of his/her receipt of the grievance.
If the grievance is not satisfactorily settled or adjusted in Step 2, it will be referred to the President of the Association or his designated representative, who may appeal it to the Chief of Police within fifteen (15) calendar days. A meeting to discuss the grievance will be held between the President or his designee, or both, and members of the grievance committee, and the Chief of Police or his designee within ten (10) calendar days after receipt of the grievance by the Chief of Police. A written decision will be rendered by the Chief, or his designated representative, within ten (10) calendar days of the meeting. By mutual agreement, the parties may extend the timeline in order to enable the Chief of Police to participate directly.
The Labor Relations Division will provide notice to the President of the Association and the Employee’s Commander of all grievances involving medical issues
grievances entered at Step 3 with the permission of the Labor Relations Section. Such permission shall not be unreasonably refused.
PLEASE READ: FROM THE DPOA ATTORNEYS
PROTECTION OF YOUR STATUTORY CONSTITUTIONAL RIGHTS AS A POLICE OFFICER
WHAT TO DO IN A SHOOTING
If you are involved in a police related shooting at any time, on or off duty, a DPOA Executive Board member will respond.
1-Quickly notify Dispatch of shooting and request a Union Representative.
2-Secure the scene. Delegate perimeter control until a supervisor arrives.
3-Do not talk to anyone Including your Union Steward about the shooting until your attorney arrives. However, if a supervisor asks you to provide a “public safety statement”, refuse the request and request they order you to answer the questions. Once ordered to answer the supervisor’s questions, comply with the order.
4-Preserve physical evidence.
5-Maintain your weapon as is. It will be inspected by a supervisor.
6-The DPOA Attorney will confer with you before any report is completed.
At no time should you ever think you are not the focus of an investigation
You should always request a Union Steward either by Radio or call the DPOA office at 313-567-8770. There is an Executive Board Member on call. Do not do interviews with supervisors, Internal Affairs or anyone else. They can provide you with written statements “Questions” on a 568. You should schedule an appointment with the DPOA office to have questions answered with the assistance of a DPOA attorney and/or Associate representative. Do not answer them yourself.
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
Upon ratification of this Agreement, longevity will be reinstated for payment the first pay period in December The review period will be December 2021 to December 2022.
(Article 45, Page 65 of Contract)
After an Employee is ordered to make any written statement in response to any alleged misconduct or possible misconduct on his part, he shall have up to seven (7) days from the time of the order in which to comply. The parties may extend this period by mutual agreement. If any Employee is ordered to make an oral statement, he shall comply subject to the receipt of Miranda or Garrity warnings or both and shall be given a reasonable time to act in accordance with such rights. (Article 16 (B), Page 27 of Contract)
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.
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.
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. 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. (Article 23, Page 38 of Contract)
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:
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.