KAZ? Dedicated Leader or Political Hack?

KAZ IS A HACK HACK HACK HACK HACK!!!

KAZ IS A HACK HACK HACK HACK HACK!!!

Shut-up and grow up. Get off this site and go be a cop.

You get the benefits that the union negotiates, but you're not covered. If you need representation for an I/A investigation or an officer involved shooting, they might work something out to get you back in, but I wouldn't count on it. You may very well have to hire your own attorney out of pocket.

You get the benefits that the union negotiates, but you're not covered. If you need representation for an I/A investigation or an officer involved shooting, they might work something out to get you back in, but I wouldn't count on it. You may very well have to hire your own attorney out of pocket.

This is absolutely not true. If you have a grivence, the union must represent that group, member or no member. As far as legal defense, the answer is no, but you can get that else where.

Only an idiot would contribute money from the mouth of their children to fund PBA abuses, parties, golf games, trips, and other nice-ties. Union abuse at it's best equals the PBA and Kaz.

The PBA isn't going to file a grievance on your behalf if you're not a dues paying member - you'd have to file it thru HR.

The PBA isn't going to file a grievance on your behalf if you're not a dues paying member - you'd have to file it thru HR.

LIES

ALL GRIEVANCES ARE FILED THE SAME WAY. STOP SCARING DEPUTIES. WE ARE ALL DROPING THE SCAM PBA ON 07-07-07.

KAZ AND MAC WILL HAVE TO HOLD A SPECIAL SESSION TO CREATE A NEW BARGAINING UNIT OF ONLY LE DEPUTIES IF HE PLANS ON KEEPING US IN PBA. PERIOD. SO, YOUR SCARE TACTICS ARE junk. IT IS IN THE UNION CONTRACT. AND IT DOES NOT SAY YOU HAVE TO BE A UNION MEMBER TO BENEFIT.

The PBA isn't going to file a grievance on your behalf if you're not a dues paying member - you'd have to file it thru HR.

LIES

ALL GRIEVANCES ARE FILED THE SAME WAY STOP SCARING DEPUTIES. WE ARE ALL DROPING THE SCAM PBA ON 07-07-07.

KAZ AND MAC WILL HAVE TO HOLD A SPECIAL SESSION TO CREATE A NEW BARGAINING UNIT OF ONLY LE DEPUTIES IF HE PLANS ON KEEPING US IN PBA. PERIOD. SO, YOUR SCARE TACTICS ARE junk. IT IS IN THE UNION CONTRACT. AND IT DOES NOT SAY YOU HAVE TO BE A UNION MEMBER TO BENEFIT.

Read the membership information on the webpage. You must be a dues paying member. The only time you don't have to be is if the PBA is filing a grievance on behalf of all the deputies. If you have an individual issue, they will not represent you.

GENTLEMEN AND LADIES, NO WHERE IN THE CBA DOES IT SAY YOU ARE REQUIRED TO BE A PBA MEMBER TO HAVE THE RIGHTS AND BENEFITS OF THE AGREEMENT. IT IS ALL LISTED IN THE CONTRACT. HERE IS A RELATED SAMPLE.

SO, ON 07-07-07, THERE IS NO REASON NOT TO UNITE IN UNITY AND PROTEST AND SUBMIT MEMEOS REQUESTING A DROP FROM PBA.



ARTICLE 1
PREAMBLE

THIS AGREEMENT is entered into by and between the SHERIFF OF PALM
BEACH COUNTY, FLORIDA, located within the County of Palm Beach, State of Florida (hereinafter referred to as “PBSO”), and the PALM BEACH COUNTY POLICE BENEVOLENT ASSOCIATION, INC. (hereinafter referred to as the “PBA” or the “Association”), as the sole and exclusive bargaining representative of the employees within the certified bargaining units. It is the purpose of this Agreement to promote and maintain harmonious relations between the Sheriff and the employees within the certified bargaining units; to provide for equitable and peaceful means of resolving grievances which may arise; and to establish fair wages, hours, terms and conditions of employment.

NO WHERE DOES IT SAY YOU HAVE TO BE AN ACTUAL PBA MEMBER. YOU JUST HAVE TO BE A MEMBER OF BARGAINING UNIT.


NOTE BELOW THE TERM "UNIT MEMBERS", NOT PBA UNION MEMBERS. UNIT MEMBERS ARE ANY MEMBER PROTECTED UNDER THE AGREEMENT.


ARTICLE 37
GRIEVANCE AND ARBITRATION PROCEDURE

Section 1. Grievance Procedure

A grievance shall be defined as a dispute over the interpretation or application of the specific provisions of this Agreement. The parties agree that this procedure will substitute for and replace the procedure found at GO 210.00 for bargaining unit members.

Unit members may appeal disciplinary suspensions of greater than two days, disciplinary demotions or discharges by either using the procedure in this Article or the Career Service Employees Act (GO #202.01), but not both. Employees may avail themselves of only one of these forums, and once an option has been chosen the other procedure shall be foreclosed to them.

Unit members may appeal disciplinary action involving disciplinary suspensions of two days or less through this procedure up to Step 4, but the decision of the Sheriff or his designee at that step will be final and the matter cannot be taken to arbitration.

Unit members who wish to appeal performance evaluations may informally contest their evaluations by conferring with the next level within the chain of command. Members will be given the opportunity to clarify their position and voice opinions regarding the evaluations, and the reviewing authority may supplement the evaluations, but members shall not be entitled to grieve their evaluations.

Section 2.

In a mutual effort to provide harmonious relations between the parties to this agreement, it is agreed to and understood by both parties that there shall be a procedure for the resolution of grievances or misunderstandings between the parties arising from the application or interpretation of this agreement as follows:

Step 1. The aggrieved employee with or without a union representative may present a written grievance to his/her Captain within ten (10) working days of the occurrence or knowledge of the matter giving rise to the grievance. The Captain shall attempt to adjust the matter within his/her authority and respond to the party presenting the grievance
within ten (10) working days.

Step 2. If the grievance has not been satisfactorily resolved in step 1, the PBA representative and/or the aggrieved employee may appeal the grievance to his/her Major, in writing, within ten (10) working days of the date the response was due in Step 1. The Major shall respond to matter within his/her authority, in writing, within ten (10) working days to the employee and PBA.

Step 3. If the grievance has not been satisfactorily resolved in Step 2, the PBA representative and/or the aggrieved employee may appeal the grievance to the Colonel in his/her chain of command, within ten(10) working days after the time the response from the previous step is due. The Colonel shall respond, in writing, within ten (10) working days to the employee and PBA.

Step 4. If the grievance is not satisfactorily resolved in Step 3, the aggrieved employee of the Association may appeal the grievance to the Sheriff or his designee, in writing, within ten (10) working days of the date the response was due in Step 3. The Sheriff or his designee shall respond in writing within ten (10) working days to the employee and the PBA.

Note: The time limits set forth may be waived only by mutual agreement, in writing, between the parties. If the PBA fails to advance a grievance within these time limits the grievance will be treated as withdrawn with prejudice. If the PBSO fails to respond to the grievance within these time limits, the grievance will be treated as denied, effective on the date the response was due.

Section 3.

Should the PBSO wish to press a grievance, such grievance must be presented to the PBA for a response. The PBA shall have ten (10) working days in which to submit a written response. The PBSO may appeal the PBA’s response to arbitration pursuant to Section 4 of the procedure below.

Section 4. Arbitration Referral

1. If the grievance is not resolved at Step 4 of the Grievance Procedure, the aggrieved employee or the PBA may, within ten (10) working days of the date the response was due in Step 4, submit a request for arbitration to the Sheriff. In general grievances, either the PBA or the PBSO may request to take the issue or grievance to arbitration.

2. If the parties fail to mutually agree upon an arbitrator within ten (10) days after the date of receipt of the arbitration request, a list of seven (7) qualified neutrals from the American Arbitration Association shall be requested by either party, with a copy of the request sent to the other party. Within five days after the receipt of the list, the parties shall meet and alternately cross out the names on the list, and the remaining name
shall be the arbitrator. The party bringing the grievance shall cross out the first name. Failure of the parties to select an arbitrator within thirty (30) days of receipt of the panel from AAA will be considered a withdrawal of the grievance with prejudice.

3. The hearing on the grievance shall be informal and the strict rules of evidence shall not apply.

4. The arbitrator shall not have the power to add to, subtract from, modify or alter the terms of this collective bargaining agreement in arriving at a decision of the issue or issues presented, and shall confine his or her decision solely to the interpretation or application of the agreement. The arbitrator shall not have the authority to determine any issues not submitted.

5. The decision of the arbitrator shall be final and binding upon the aggrieved employee, the union and employer, except as provided by law, or if the circuit court finds that the arbitrator’s decision is clearly erroneous or in violation of public policy.

6. The arbitrator’s fee and expenses shall be borne equally by the parties, unless otherwise agreed to by the parties.

7. Attendance at any arbitration procedure and compensation of participants shall be the responsibility of each side.

8. The arbitrator shall be requested to tender his/her decision as quickly as possible, but in any event, no later than thirty (30) calendar days after the hearing.

9. In the case of a grievance involving any continuing or other money claim against the employer, no award shall be made by the arbitrator, which shall allow any monetary payment, damages or accruals for more than five (5) working days prior to the date when such grievances shall have been first submitted in writing.

10. Upon receipt of the arbitrator’s award, corrective action, if any, will be
implemented as soon as possible.

11. If either party to this agreement requests a copy of transcripts of the arbitration hearings, both parties will share equally the cost of such transcripts.

Section 5.

Where a grievance is general in nature, in that is applies to a number of employees having the same issue to be decided, or if the grievance is directly between the Union and PBSO, it shall be presented in writing directly at Step 4 of this Grievance Procedure, within fifteen (15) days of the time limits provided for the submission of a grievance in Step 1, and shall be signed by the aggrieved employees or the Union Representative on their behalf.

Section 6.

PBSO agrees to forward a copy of the initial face sheet of internal grievances, when the employee elects not to have Union representation. Upon the Union’s request, PBSO will provide copies of all written documents pertaining to the employee’s grievance, to the extent authorized by the public records law.

Kaz will learn that misusing dues and practicing politics instead of fairness will not be allowed by the majority of members. We are tired of hearing "we had to draw the line somewhere". The line is now on 07-07-07, where we drawn the line between right and wrong.

Open the books Kaz for members review. We want to know where the dues are going and how it's been spent.