HomeMy WebLinkAboutCC-02-03-25-08 Carmel FOP - 2025-2026 Contract Approval Resolution w Exhibit - CleanSponsors: Councilor Aasen
This Resolution was prepared by Samantha Karn, Corporation Counsel, on January 24, 2025 at 9:00 a.m. No
subsequent revision to this Resolution has been reviewed by Ms. Karn for legal sufficiency or otherwise.
RESOLUTION CC 02-03-25-08
A RESOLUTION OF THE COMMON COUNCIL OF THE CITY OF CARMEL,
INDIANA, APPROVING THE 2025-2026 CONTRACT WITH THE CARMEL
FRATERNAL ORDER OF POLICE LODGE 185
Synopsis: Approves the contract between the City of Carmel and the Carmel Fraternal
Order of Police Lodge 185 that will be effective from January 1, 2025 through December
31, 2026.
WHEREAS, pursuant to Indiana law, the City of Carmel, Indiana (“City”) has established
a contractual relationship with Carmel Fraternal Order of Police Lodge 185 (“FOP”), pertaining
to issues involving the hours, working conditions and certain other benefits of members of the
Carmel Police Department; and
WHEREAS, the City and the FOP now wish to continue their contractual relationship for
the years 2025 and 2026; and
WHEREAS, the agreement attached hereto and incorporated herein by this reference as
Exhibit A, (the “Agreement”) sets forth the new contractual relationship between the City and the
FOP for the years 2025 and 2026; and
WHEREAS, upon the proper execution of the Agreement by the Carmel Board of Public
Works and Safety, the Common Council desires to accept and adopt the Agreement as an
enforceable contract and obligation of the City.
NOW, THEREFORE, BE IT RESOLVED by the Common Council of the City of
Carmel, Indiana, that:
Section 1. The foregoing Recitals are incorporated herein by this reference.
Section 2. The Common Council hereby encourages the Board of Public Works and Safety
to approve and execute the Agreement at its earliest convenience.
Section 3. As of the date on which the Agreement is properly executed by the Board of
Public Works and Safety in its present form, the Common Council hereby accepts and adopts the
Agreement as an enforceable contractual obligation of the City.
Resolution CC 02-03-25-08
Page One of Two Pages
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Sponsors: Councilor Aasen
This Resolution was prepared by Samantha Karn, Corporation Counsel, on January 24, 2025 at 9:00 a.m. No
subsequent revision to this Resolution has been reviewed by Ms. Karn for legal sufficiency or otherwise.
SO RESOLVED, by the Common Council of the City of Carmel, Indiana, this _______
day of __________________, 2025, by a vote of _____ ayes and _____ nays.
COMMON COUNCIL FOR THE CITY OF CARMEL
_______________________________ ______________________________
Adam Aasen, President Matthew Snyder, Vice-President
______________________________ ______________________________
Jeff Worrell Teresa Ayers
______________________________ ______________________________
Shannon Minnaar Ryan Locke
______________________________ ______________________________
Anthony Green Rich Taylor
______________________________
Dr. Anita Joshi
ATTEST:
______________________________
Jacob Quinn, Clerk
Presented by me to the Mayor of the City of Carmel, Indiana this _________ day of
_________________, 2025, at _______ __.M.
_________________________________
Jacob Quinn, Clerk
Approved by me, Mayor of the City of Carmel, Indiana this _________ day of
_________________, 2025, at _______ __.M.
_________________________________
Sue Finkam, Mayor
ATTEST:
_________________________________
Jacob Quinn, Clerk
Resolution CC-02-03-25-08
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17th
11:30
18th
18th
09
11:15 AFebruary
February
February A
Page | 1
Agreement Between
City of Carmel
And
Fraternal Order of Police Lodge #185
Effective
January 1, 2025 to December 31, 2026
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Agreement
Section 1
This Agreement (“Agreement”) is entered into by and between the City of Carmel (“City”),
represented by the Mayor of the City (“Mayor”), the City’s Board of Public Works and Safety
(“Board”) and the City’s Common Council (“Common Council”), and the Fraternal Order
of Police Lodge #185 (“FOP”) represented by the Wage and Benefits Committee
(“Representative Unit”). This Agreement shall not be construed as a collective bargaining
agreement for purposes of Federal and State labor laws or otherwise.
Section 2
The City recognizes the FOP as the exclusive representative agent for all sworn members of
the Carmel Police Department (“Department”) with the merit rank of Lieutenant or below
for the limited purposes of meeting and conferring with respect to salaries, wages, and other
employee benefits so long as the FOP maintains the support of a majority of those police
officers. Members of the Department holding the merit rank of Lieutenant of below shall
hereinafter be referred to as “Employee” or “Employees,” and the group of employees
represented by the FOP as their exclusive representative shall be hereinafter collectively
referred to as the “Representative Unit.” If the City questions whether the FOP has the
support of the majority of the Employees in the Representative Unit, it may review the Clerk’s
records and/or certified records provided by the FOP to determine if the FOP maintains the
support of a majority of the Employees in the Department. If the FOP does not maintain the
support of a majority of the Employees in the Department, the City shall not recognize the
FOP as the exclusive representative of those Employees at the end of the calendar year in
which such majority support is lost.
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Section 3
If any provision of this Agreement is rendered or declared invalid by a court action or
legislation, the remaining portions of this Agreement shall remain in full force and effect.
Section 4
The FOP and the City will begin negotiations, in good faith, on a future agreement before the
termination of this Agreement.
Section 5
Upon its proper execution by all parties hereto, and subject to Section 2 above, this Agreement
shall take effect on January 1, 2025, and shall remain in effect until 11:59 p.m. on December
31, 2026. The FOP and the City shall begin negotiations, in good faith, on a future labor
agreement no later than June 2026. This Agreement shall remain in full force and effect,
unless either party desiring to amend this Agreement shall notify the other in writing. Notice
of a request for amendment shall specify the content of any and all proposed amendments. If
a new agreement is not executed before the end of this Agreement, then this Agreement shall
remain in effect until a new agreement is executed by the parties hereto.
Section 6
The terms of this Agreement are intended to cover only minimums in hours, salaries, wages
and certain other Employee benefits. The City may implement or retain in effect superior
salaries, wages, hours and other Employee benefits.
Section 7
A. Dues Collection. Upon receipt of voluntary, written, signed and dated authorization
form from Employees of the Representative Unit who are members of the FOP, the
City shall deduct each month from the earnings of each said Employees an amount
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representing their regular, monthly dues for the preceding month and shall remit such
monies, together with the appropriate records, to a designated FOP official. The City
shall not be liable to the FOP for failure to make deductions or errors in deductions
for dues. The FOP will indemnify the City and hold it harmless from any and all claims
or liabilities which may arise under this paragraph.
B. Bulletin Boards. The City shall furnish a suitable bulletin board in a convenient
location to be used by the FOP, for the purpose of posting FOP notices and other FOP
materials. The City reserves the right to remove inappropriate materials provided that
the City provides notice to the FOP and the reason for such removal.
C. Access to Roll Call. The FOP shall have limited access to attend roll call for the
purpose of conveying FOP announcements to members of the Department after
securing the approval of the Police Chief (“Chief”) or his/her designee, which
approval shall not be unreasonably withheld and shall not be denied without due
cause.
Section 8
A. There shall be a FOP Wage and Benefits Committee composed of five (5) members.
A Wage and Benefits Committee Shall be convened prior to the expiration of the
current Agreement. Three (3) members of the Wage and Benefits Committee shall be
appointed by the Executive Board of the FOP and two (2) representatives appointed
by the Chief. The Chief and Mayor, or their representatives, shall meet and confer not
less than twice annually, for the purposes of discussing wage and benefit issues
affecting Employees. Discussions at said meetings shall be limited to the subject matter
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included in the agenda submitted by the FOP to the Chief or by the Chief to the FOP
at least seven (7) calendar days prior to the agreed upon meeting date.
B. The City shall grant to the FOP and its members one thousand (1,000) hours total
annually to be used to perform FOP duties such as, but not limited to, FOP
conventions, conferences, and seminars. The FOP member requesting such time shall
submit such request to the FOP President for approval, and then shall submit the
appropriate form to his/her immediate supervisor for Department approval, which
approval shall not be unreasonably withheld subject to the staffing and operations need
of the Department as determined by the Chief. Such approval shall not be denied
without due cause.
C. Dispute Resolution. The FOP and the City agree to work together in good faith to
resolve labor/management issues. The FOP agrees to encourage its members to follow
all Department rules, policies, and procedures and to strive to improve their skills to
ever higher levels, and the City agrees to enforce its rules in a fair and impartial
manner. Both the FOP and the City agree to attempt to resolve issues subject to this
Agreement informally or through non-binding Alternative Dispute Resolution (ADR)
before commencing or sponsoring legal action against the other.
Section 9
A. The Chief shall maintain personnel files for all Employees. Employees shall be allowed
to examine the contents of their own personnel file, in the Chief’s office, during regular
City business hours and, upon request, may receive copies of the documents contained
in their personnel file.
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B. Employees may not remove any document from their personnel file, but may
challenge, in writing, any data believed to be inaccurate. The Chief shall direct an
investigation of all such challenges. If there exists any comment adverse to an
Employee’s interest contained in his personnel file, the employee may file a written
response to the same with the Chief. With approval of the Chief, which approval shall
not be unreasonably withheld, this response shall be attached to said adverse
comments. It is understood and agreed that information retained by the Internal
Affairs files shall not be included in the Employee’s personnel file or available for
review and/or copying by such employee, except as required by the Indiana Access to
Public Records Act. Further, once an employee is scheduled for interrogation by the
Department concerning an internal investigation, he or she will be informed of the
nature of the complaint but not the name of the complainant. The Employee, upon
request, shall be provided adequate time to secure and afford the opportunity to consult
with legal counsel prior to any Departmental interrogation, which consultation shall
not be allowed to materially delay the timing of the interrogation. Before any
interrogation that has the reasonable potential, based upon the facts and circumstances
then known, to lead to criminal charges, the Department shall advise the Employee of
his/her Garrity rights. The impact of an Internal Affairs investigation on the integrity
of the Department and on employee morale necessitates a timely resolution to such
issues. Therefore, the Department requires a thirty (30) day limit for completing an
Internal Affairs investigation with status updates regarding which department(s)
currently have responsibility for the investigation due every seven (7) to fourteen (14)
days to the chief and the employees who is the subject of the investigation. There may
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be exceptions to the thirty-day limit, but extensions should be only be granted for those
cases in which extenuating circumstances exist. The Chief, or his/her delegate, must
notify the employee of any need to extend the investigation, specifying the reason(s)
and additional time required. Extensions may be granted by mutual agreement if
necessary to address extenuating circumstances. Any refusal to grant an extension
must be supported by valid and specific concerns. Both parties agree that internal
investigations should be completed promptly, with extensions limited to ensuring a
thorough resolution. Should the Chief and employee reach a stalemate regarding a
requested extension of time, the final decision regarding an extension shall rest with
the Merit Board. The employee must be notified by the Chief, or his delegate, of the
extenuating circumstances and the amount of time the investigation shall be extended.
An investigation should be only extended long enough such that any extenuating
circumstance is cured. The Parties agree that time is of the essence when investigation
the completing an internal investigation. Should the Employee disagree with the
extenuating circumstances relied upon by the Chief to extend the investigation, the
Employee may file a grievance under General Order 25. Administrative delays such
as scheduling or availability of witnesses that are not of no fault of the employee shall
not constitute extenuating circumstances. Employees who are subject to an
investigation by Internal Affairs shall be individually notified in writing of the
disposition of said investigation within ten (10) days of said final disposition.
C. When an Employee is interviewed, formally or informally, regarding a matter that
might lead to disciplinary action, if that Member requests an FOP representative, all
questioning will cease for a reasonable period of time (not to exceed 24 hours) until an
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FOP representative (selected by the FOP) can be present. An Employee, acting on the
advice of counsel during an investigation that may result in criminal charges, shall not
be subject to additional charges of insubordination for his or her failure to comply with
a direct order at the advice of counsel. In the event there is body camera footage related
to an investigation conducted under this Section, the Employee under investigation
shall have the right to view said footage, with legal counsel or an FOP representative,
prior to making any official statements.
D. The parties hereto agree that if changes are sought to the extra duty or off duty
employment policy, they shall meet and discuss the proposed changes and make a
reasonable effort to reach a mutually agreeable solution.
Section 10
The City shall make reasonable provisions for the safety and health of Employees during the
hours of their employment. It shall maintain its equipment and facilities in safe operating
condition in accordance with Federal, State, and local law. The City shall provide, at its
expense, the equipment for special teams as directed by the Chief.
Section 11
Although the parties recognize that it is difficult to compare different pay and work structures
as to ensure exact mathematical equivalencies, the City agrees, to the extent possible, it will
ensure Employees receive the equivalent compensation in pay and benefits received by all
City public safety employees.
A. All 2025-2026 base salaries shall be adjusted consistent with the Salary Matrix attached
hereto as Appendix A and incorporated as if fully set forth herein. The columns in
Appendix A, shall correspond to the number of years an officer has been in service.
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Salaries shall be paid in accordance with the Salary Matrix, which may be periodically
modified from time to time with the written consent of all Parties to this Agreement.
The parties agree that a First Class Officer’s salary is equal to that of a 25 year officer.
B. Lateral Employment Program. The Carmel Police Department has initiated a lateral
employment program for qualified full-time sworn law enforcement officers. The
premise of the program is to recognize the value of those applicants who have law
enforcement experience by providing starting salary/pay incentives commensurate
with an applicant’s police/law enforcement experience. In order to be considered for
employment with this agency, applicants must meet all established pre -employment
minimum requirements, as well as successfully complete all testing, screening and
background screening components. To be eligible for consideration within the lateral
entry program, the applicant must have/had powers of lawful arrest and authorized to
carry a weapon. The City will accept applications from individuals employed within
any of the following listed categories of police/law enforcement agencies:
a. Federal Police/Law Enforcement Agency
b. State Police/U.S. Territory Police/Law Enforcement Agency
c. County Police/Law Enforcement Agency
d. State/County Sheriff’s Department (does not include those employed
exclusively within the area of correction or detention)
e. City/Police/Law Enforcement Agency
f. University/College Police/Law Enforcement Agency
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NOTE: All applicants wanting to be considered for the lateral entry program must
possess an Indiana Law Enforcement Academy Certification or a State/Federal
Certification accepted through the I.L.E.A Waiver Requirement.
The lateral employee program will provide up to a maximum of ten (10) years of
starting salary/pay incentives for qualified candidates. The following information is
provided regarding entry level salaries:
The calculation for years of service will not include partial/seasonal years of service.
Additionally, this does not and will not provide for the lateral transfer of rank or rights
to any seniority status. Any Lateral Hire employed by the City prior to the execution
of this Agreement who is eligible for, but has not been awarded, additional service
credit under this Agreement shall be awarded, up to ten (10) years, such service credit
and income adjusted accordingly as of the date of this executed Agreement. This
section is not to be construed to entitle the Employee to any backpay as a result of the
application of additional service credits.
C. Lateral Hires shall be credited with a maximum of ten (10) years or service credit under
the Salary Matrix. Any credit applied to a lateral hire shall directly correspond to the
number of years the Lateral Hire has served with another department prior to
becoming employed with the City. An Employee with five (5) years of prior service or
more, will be compensated at year 5 within the attached Salary Matrix until
completion of field training. Once the Employee has successfully completed field
training, they will be compensated in accordance with their prior years of service.
D. Cost-of-Living. Adjustment. The 2025 salaries shall not include a cost-of-living
adjustment (COLA). Any COLA for year 2026 shall be consistent with any COLA
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increase as applied to other City employees. The parties hereto agree that should the
Consumer Price Index for all Midwestern Wage Earnings (“CPI-W”) independent of
seasonal adjustment, as reported by the Bureau of Labor Statistics of the United States
Department of Labor for the timer period from June 2025 to June 2026 fluctuate plus
or minus 1%, the parties shall return to the negotiation process to consider a more
appropriate COLA. Should the City’s Net Assessed Value and/or Local Income Tax
Distribution as determined by the Department of Local Government Finance
negatively impact the City’s abilities to provide City services, the parties shall return
to negotiations to determine a more appropriate wage calculation.
E. Shift Differential. Shift Differential for Employees whose shifts begin at or after 2:00
p.m. shall receive One Dollar ($1.00) an hour.
F. FTO Pay. FTO (Field Training Officer) pay for Employees shall receive position pay
in the amount of Ten Dollars ($10.00) an hour on top of their regular pay. Such
additional compensation shall be paid only to those Employees when they are actually
functioning in such position, when training a new officer.
G. Overtime Pay. Overtime compensation for Employees shall be in addition to the
amount specified, and shall be paid in compliance with the Fair Labor Standards Act
and the City’s most recent compensation ordinance as adopted by the Common
Council.
H. Court Time and Call Out Time. Employees shall receive a minimum of two (2) hours
compensation for court sessions attended during non-working hours for and for any
time an Employee is called off-duty for work related business. Employees called in for
unscheduled work-related business, such as shift coverage, a special team’s emergency
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call out, or any other non-scheduled mandatory callback, shall be compensated at the
pay rate of time and a half. An Employee may not receive compensation time in lieu
of time and half for these specific types of mandatory callbacks.
I. Positional Pay. Employees who meet the criteria specified by the Department and who
serve in the position of investigator (CID and SID) or school resource officer (SRO)
are eligible for positional pay, in addition to all other forms of compensation.
Supervisors of these units are not eligible for positional pay.
Investigator (Patrol/Detective Only) $3,000 Per Year
School Resource Officer $3,000 Per Year
J. Specialty Pay. Employees who meet criteria specified by the Department’s Rules and
Regulations may qualify for the specialty pay, in addition to all other forms of
compensation:
• Personnel Specialist/FTO Coordinator $2,500 Per Year
• Firearms Range/Training Coordinator $2,500 Per Year
• K-9 Handler $1,500 Per Year
• K-9 Coordinator $2,500 Per Year
• Foreign Language Interpreter $2,000 Per Year
• Special Weapons And Tactics (SWAT) $2,500 Per Year
• Emergency Response Group (ERG) $2,000 Per Year
• Traffic Division (Motorcycle Patrol Officer) $1,500 Per Year
• Field Evidence Technician $2,500 Per Year
• Drug Recognition Officer $1,000 Per Year
• IDACS Coordinator $1,000 Per Year
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• Child Safety Seat Technician $1,000 Per Year
• Unmanned Aircraft Systems (UAS) $1,500 Per Year
• Honor Guard $1,000 Per Year
• Police Officer Support Team $1,000 Per Year
• Negotiator $1,500 Per Year
Employees who are a part of the Accident Investigations Team who achieve certification
levels associated with the following hours are eligible for the corresponding specialty pay:
80hrs - $1,500.00, 160hrs - $2,000.00, 240hrs - $2,500.00.
Each Employee shall be entitled to receive no more than two (2) types of specialty pay at any
given time, with the exception of Foreign Language Interpreter. The Employee shall receive
the highest two types of specialty pay for which he/she is eligible. All specialty pay shall cease
when an Employee no longer performs the duties associated with the pay or no longer meets
the qualifications for such pay.
K. Accident Investigators, Certified Instructors. Employees designated as Accident
Investigators, who have not yet met the qualifications as a part of Section 11, Part I of
this Agreement, and Certified Instructors shall receive up to Three Dollars ($3.00) per
hour for performing the duties associated with these functions, in addition to all other
forms of compensation.
L. Clothing Allowance. Employees with twelve (12) months of service in the Department
shall receive a clothing allowance of One Thousand Five Hundred Dollars ($1,500.00)
per year, to be paid in a lump sum on or before April 1 of each year. Such payment
shall be treated as taxable income.
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M. Sick Leave Incentive Pay. Employees may be eligible for sick leave incentive pay,
which is based on the amount of sick leave used in a calendar year as follows:
No sick leave used 24 hours
Up to and including one (1) shift used 20 hours
Over one (1) to and including two (2) shifts used 12 hours
Over two (2) to and including three (3) shifts used 8 hours
Over three (3) to and including four (4) shifts used 4 hours
Over four (4) shifts used 0 hours
The hourly rate of pay for each eligible Employee, for the purposes of this pay incentive
only, shall be calculated as follows: [bi-weekly base pay plus (+) longevity]/80 hours.
All sick leave used by an Employee in the course of the calendar year, except leave for
injuries incurred on duty or in the line of duty, shall be counted toward the
incentive pay calculation for that year, regardless of the reason for the leave or the
status of the leave. Sick leave incentive pay may be paid out each year in February, for
the prior calendar year, at the eligible Employee’s current rate of pay. An Employee
must be employed by the Department for an entire calendar year, and must be
employed by the City at the time of the payout, in order to be eligible for incentive
pay for that calendar year.
N. Holiday Pay. Each Employee who is required to report to work on a declared holiday
whether on a scheduled or an unscheduled basis, shall receive Fifteen Dollars ($15.00)
per hour premium pay for each hour actually worked on the holiday. Employees shall
be paid for their entire shift at the holiday rate. Such premium pay shall be calculated
to the nearest quarter hour.
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O. Holiday Time. The City agrees to maintain the current holiday schedule.
P. Vacation Time. The City agrees to the following vacation leave schedules for
Employees in effect at the time of the execution of this agreement:
Year 1 of employment 14 vacation days
Year 5 of employment 20 vacation days
Year 10 of employment 23 vacation days
Year 15 of employment 26 vacation days
Year 20 of employment 30 vacation days
Year 25+ of employment 33 vacation days
Q. Bereavement Leave. All Employees will follow the City’s Bereavement Leave policy.
R. Compensation Time. The City agrees to allow Employees, who are regularly
scheduled over 84 hours in a 14 day pay period, may bank up to 4 hours each pay
period for a maximum of 12 hours. Employees are required to utilize the compensation
time by taking time off or receiving payment by the last pay cycle of the calendar year.
Should the Chief determine that this method of utilizing compensation time is
unworkable, the parties agree to renegotiate this Section within ten (10) calendar days
of the Chief alerting the FOP in writing.
S. Trade Days. Employees shall be permitted to voluntarily trade work days, subject to
the advance approval of the Chief or his designee. Such traded regular work shifts shall
be exempted from the computation of overtime hours. Trade days must be balanced
within the same pay period and must be documented on the appropriate City form.
Subject to advance approval of his/her supervisor, an Employee will be allowed to
trade days with another Employee of the same rank, within the same period. Once the
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trade has been approved, the trading Employees will be considered members of their
traded shift for hat day and responsible for their attendance and manpower
requirements; as if it were their own shift. In the event of an absence, normal
procedures to fill manpower requirements will be followed (i.e. the original Employee
will not be required to cover the shift). The Department will have the unilateral right,
after meeting and conferring with FPO, to discontinue or alter the procedure for
trading days.
T. Leave of Absence. Employees may be granted leaves with or without pay in
accordance with Federal, State or local law. All leaves of absence shall be subject to
the approval of the Chief.
Catastrophic Medical Leave Bank. All Employee unused sick days shall be credited to
the Catastrophic Medical Leave Bank, as specified in Special Order 98 -21. An
Employee who is unable to perform his/her own duties or to perform light duty
assignments for an extended period of time due to illness or injury is eligible for
INPRS disability benefits, which are less than the Employee’s active duty pay. Under
35 IAC 2-5-1, the City is not allowed to supplement INPRS disability payments.
In order to avoid penalizing an Employee financially during the period of
recuperation, the Catastrophic Medical Leave Bank shall allow eligible Employees
to receive up to one hundred twenty (120) calendar days of full pay after sick leave
and vacation benefits are exhausted and before INPRS disability benefits
commence (two hundred forty (240) calendar days for injuries or illnesses
incurred in the line of duty).
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Retiree Health Insurance. The City shall contribute fifty percent (50%) of the monthly
employee-spouse premium for retirees who have twenty (20) years of active service
with the City, plus an additional one percent (1%) for each additional six (6) months
of service, up to a maximum of seventy-five percent (75%) of the employee-spouse (or
75% of the employee-only premium if the employee is unmarried or the spouse is not
covered by the City plan), provided that the City’s insurance premium contribution
shall not exceed Nine Hundred Dollars ($900.00) per month or Ten Thousand Eight
Hundred Dollars ($10,800) per year. Coverage for other eligible dependents may be
continued at the retiree’s expense. The City’s insurance premium contribution cap
shall be evaluated each year to keep pace with current health insurance costs. For an
Employee who dies in the line of duty, the City shall contribute 100% of the
monthly spouse and dependent (if applicable) medical and dental premiums. For
an Employee who is disabled, the City shall contribute to insurance premium
according to the formula found in City Code Section 2-42. Retiree Health Insurance
will only be available for Employees hired prior to October 3, 2016.
U. Retiree Health Insurance Re-Enrollment. Effective January 1, 2019, the City will allow
retired police officers with at least twenty (20) years of full-time service to the City to
drop the City’s health plan when they retire, or any time they become eligible for other
coverage, then rejoin the City’s health plan at a later date. Retired police officers who
are not enrolled in the plan when they retire are also eligible for this program. All
retiree re-enrollments are subject to the following requirements:
a. Eligible retirees and their dependents must maintain coverage through another
employer-sponsored health insurance program or an individual ACA-
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compliant plan offered by a carrier licensed by the State of Indiana or, if the
retiree has moved out of Indiana, the retiree’s state of residence.
b. Proof of continuous coverage must be submitted at the time of re-enrollment to
the City’s Department of Human Resources.
c. Eligible retired police officers can rejoin the plan under the following
circumstances:
i. Any year during the open enrollment period.
ii. Following a change in family status, provided application is made
within 30 days of the change. Such changes must be verified with
appropriate documentation.
iii. Eligibility for the City’s plan ends when the retiree or covered dependent
qualifies for Medicare.
iv. Eligible retired police officers who fail to follow the foregoing rules shall
forfeit the eligibility for re-enrollment.
V. Police and Fire Employee INPRS. The City shall maintain membership in the 1977
Fund and shall require members of the Department to meet the eligibility requirements
for the Fund. The City shall pay twenty-one percent (21%) of the established Police
Officer First class salary for each member of the Department participating in the 1977
Fund. In the event that state actuary reports are lower than the twenty-one percent
(21%) obligation levied upon the City in any fiscal year, that amount shall be reflected
as a credit toward the six percent (6%) obligation levied upon the membe rs of the
Department.
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W. Vacation Buy-Back. Employees may submit up to one third (1/3) of their unused
annually accrued vacation time. The City may buy back some or all of such vacation
time and, if it does so, shall buy back each hour of vacation time at the Employee’s
hourly rate. Employees must submit their hours in no less than eight (8) hour
increments to the Department on the first Monday of the last pay period of a calendar
year. Payment for any submitted vacation, if approved, shall be rendered by the City
before the last day in February of the following year.
Sworn Personnel:
1 to 5 years Maximum of 4 full shifts eligible for submission
(32 hours)
6-20 years Maximum of 6 full shifts eligible for submission
(48 hours)
21 or more years Maximum of7 full shifts eligible for submission (56 hours)
Any Employee who has been suspended from the Department for disciplinary
purposes or any Employee having used five (5) or more sick days in a calendar year
will be disqualified from this benefit as permitted by law, for the year in which the
suspension occurred, or more than five (5) sick days were used. The only exception to
this rule would be an on-duty injury. The hourly rate of pay for each eligible employee,
for the purposes of this pay incentive only, shall be calculated as follows: [bi-weekly
base pay plus (+) longevity]/80 hours.
X. Tuition Reimbursement. The City sponsors a tuition reimbursement program subject
to City Code § 2-58, as amended, for full-time City employees who are so employed
both on the year prior to the beginning of the course for which tuition reimbursement
is requested and at the time the final request for reimbursement is made. To be
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eligible for tuition reimbursement the employee cannot have been subject to
disciplinary probation, demotion, or suspension within the 90 calendar days
immediately prior to the beginning date of the course for which tuition reimbursement
is requested.
Y. Dependent Care. The City agrees to allow employees to utilize up to 5 days of their
sick time annually for the unexpected care and treatment of a dependent. The City
agrees to treat this benefit in the same manner as an employee sick day. This does not
increase the amount of sick time afforded to an employee.
Z. On Call. Employees who are on call shall be compensated at a flat rate of Ten Dollars
($10.00) per shift for regular weekdays and Twenty-Five Dollars ($25.00) per shift for
Saturday, Sunday and City Holidays, in addition to all other forms of compensation.
If an Employee is called in, he/she will receive monetary compensation for the hours
he/she actually works.
AA. Additional Benefits. In addition to any other benefits set forth in this
Agreement or in the City’s employee handbook, the City shall contribute to their
employee health savings account in the following amounts:
Employee Only From $600.00 to $800.00
Employee/Spouse From 800.00 to $1,000.00
Employee/Child(ren) From $800.00 to $1,000.00
Employee/Family From $1,000 to $1,200.00
BB. COBRA Administration Fee Waiver. The City agrees to waive the two percent
(2%) administrative fee for Employees and their dependents who are entitled to elect
COBRA continuation coverage when a qualifying event occurs.
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CC. No Diminishment of Benefits. The City shall not diminish any employee
benefit included in its employee handbook and Carmel Police Department general
orders and policies, but not part of this Agreement. This obligation shall continue
through Agreement termination, and said handbook is hereby included and made a
part hereof by reference.
DD. Insurance Benefits. The City agrees to create an insurance advisory committee.
The City will determine its members of this committee and agrees that two members will
be members of the FOP Lodge #185, selected by the FOP Lodge #185 Executive Board.
The Committee shall publish a Request for Information (“RFI”) at least every four (4)
years. The first RFI will take place in 2026. The City agrees to include the two (2) members
of the committee selected by the FOP Lodge #185 in the health plan design and review
process in 2025.
Section 12
The City shall allow FOP meetings to be held in City buildings at times agreed to by the Chief.
The FOP will be responsible for the care and security of the building during such meetings.
The City will allow the FOP to utilize electronic bulletin boards, e mail systems, Internet
access and paging systems in accordance with existing City policies.
Section 13
No Employee will be required to join, support or pay dues to the FOP . There shall be no
discrimination, interference, restraint or coercion by the City or FOP against any Employee
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for activities or membership in the FOP, or a refusal to support, be active in or become a
member of the FOP.
Section 14
The City, on its own behalf and on behalf of its citizens, hereby retains and reserves all
powers, rights, authority, duties and responsibilities conferred upon and vested in it by the
laws and the Constitution of the State of Indiana and the United States, City
resolution/ordinances and any modifications made thereto. Further, all rights which are
ordinarily vested in and are exercised by employers, except to the extent they are specifically
relinquished herein, are reserved to and remain vested in the City, including but without
limiting the generality of the foregoing, the right:
a. To manage its affairs efficiently and economically, including the determination of
quantity and quality of services to be rendered, the control of material, tools and
equipment to be used, and the discontinuance of any services, material, or methods
of operations.
b. To introduce new equipment, methods, machinery, duties, or processes, change or
eliminate existing equipment and institute technological changes, decide on
materials, supplies, equipment and tools to be purchased.
c. To subcontract or purchase any or all work, processes or services, or the
construction of new facilities or the improvement of existing facilities.
d. To determine and change the number, location, and type of facilities and
installations.
e. To determine the size of the workforce and increase or decrease its size.
f. To hire, assign and lay off employees, to reduce the workweek or workday or effect
reductions in hours worked by combining layoffs and reductions in workweek or
workday in accordance with Local, State, and Federal law.
g. To direct the workforce, assign work and determine the number of employees
assigned to operations.
h. To establish, change, combine or discontinue job classifications and prescribe and
assign job duties, content and classifications consistent with the Merit System.
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i. To establish wage rates for any new sworn personnel.
J. To establish work schedules and, from time to time, change those work schedules.
k. To establish work and productivity standards and to, from time to time, change
those standards.
1. To establish, maintain and revise rules and procedures for the administration of
the Department in accordance with the Merit System.
m. To discipline and discharge employees according to Merit System.
n. To adopt, revise and enforce working rules and carry out cost and general
improvement programs consistent with this Agreement.
o. To transfer, promote, and demote, (according to the Merit System), employees
from one classification, division or shift to another.
p. To select employees for upper level policy making positions and to determine the
qualifications and competency of employees to perform those duties.
Layoffs shall be in compliance with all state and federal laws. Layoffs due to economic
needs shall follow a policy based on seniority starting with the lowest level to the
highest.
Section 15
The parties agree that, if the Common Council fails or refuses to fully fund this Agreement
under circumstances wherein full funding would not adversely affect vital governmental
function of the City, all financial provisions of this Agreement shall become null and void to
the extent they are not funded, and that they will return to the negotiation process to negotiate
Agreement terms that are consistent with the level of funding approved by the Common
Council. The City agrees to promptly consult with the FOP Executive Board, upon request,
regarding changes made to an Employee’s working conditions and/or standards. However,
subject to Section 11 of this Agreement, the salary, bonus, vacation and sick leave benefits in
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effect for Employees pursuant to this Agreement shall not be reduced without the mutual
consent of the City and the FOP Executive Board.
Section 16
Neither party shall be liable for its failure to perform any of its obligations under this
Agreement that have become practicably impossible because of circumstances beyond the
reasonable control of that party. Such circumstances include, without limitation, natural
disasters or acts of God; acts of terrorism; government acts or orders; epidemics, pandemics;
and, national, state, county, or City emergencies. Written notice of a party’s failure or
inability to perform due to force majeure shall be given to the other party within seven (7)
business days from the date of the substantial commencement of the force majeure event
and shall describe the event (and is commencement date) therein with reasonable
certainty. The parties agree to meet and discuss proposed changes to each side’s
performance obligations under the Agreement necessitated by a force majeure event and
shall utilize reasonable efforts to come to terms on any amendment to the Agreement. Any
amendments to the Agreement shall be incorporated within the Agreement as if fully set
forth herein and shall be in writing and signed by both parties.
[signature pages to follow]
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SO APPROVED AND ADOPTED
CARMEL BOARD OF PUBLIC WORKS FRATERNAL ORDER OF POLICE AND
AND SAFETY (“BOARD”) Lodge #185 (“FOP”)
BY: BY:
Laura Campbell, Presiding Officer Blake Lytle, President
Date: Date:
James Barlow, Member Matthew Broadnax, Vice-President
Date: Date:
Alan Potasnik, Member Michael Morley, Treasurer
Date: Date:
ATTEST:
Jacob Quinn, Clerk
COMMON COUNCIL FOR THE CITY OF CARMEL
Adam Aasen, President Matthew Snyder, Vice-President
Rich Taylor Anthony Green
Jeff Worrell Teresa Ayers
Shannon Minnaar Ryan Locke
Anita Joshi
ATTEST:
Jacob Quinn, Clerk
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Presented by me to the Mayor of the City of Carmel, Indiana this day of
, 2025, at .
Jacob Quinn, Clerk
Approved by me, Mayor of the City of Carmel, Indiana this day of
, 2025, .
Sue Finkam, Mayor
ATTEST:
Jacob Quinn, Clerk
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A.M.
A.M.
18th
18th
11:30
11:15February
February