SAPOA Contract

The arbitration process still allows the arbitrator to overturn the decision of the Chief if the City fails to prove their case by a preponderance of the evidence. What the City must prove is now more defined. The City must prove the facts of the case and prove the conduct creates a substantial shortcoming. If the City does not prove either prong, the arbitrator can reduce the discipline.

Officers who have been disciplined and do not agree with the discipline can appeal the discipline to the arbitration process. That includes suspensions, demotions, and indefinite suspensions.

An arbitrator’s decision can be appealed to District Court in the limited circumstance that an arbitrator has exceeded their jurisdiction. This has not changed from the current process. Disagreeing with the arbitrator’s award is not a cause for appeal.

The community is considered the citizens of San Antonio and not a sole group or organization. The arbitrator would determine sound community expectations during the arbitration process. The 2nd prong of substantial shortcomings includes the law and sound community expectations considered together for good cause not one or the other.

The language was crafted by Attorney Craig Deats after the City provided multiple examples of other Police Departments’ arbitration language. Deats is an experienced labor attorney that represented SAPOA in the evergreen lawsuit.

No substantial shortcomings is not a legal standard. Substantial shortcomings is the 2nd thing the City must prove in arbitration (the facts being the 1st) to have an indefinite suspension upheld. The legal standard of proof for arbitration remains preponderance of the evidence.

No, discipline must be given within 2 years of the act.

If outside forces create a reduction in the force causing sworn members to be demoted to accommodate the reduction, a reinstatement list is created with those personnel who were demoted to allow them to reclaim their rank should there be an opening within 3 years. The list expires in 3 years at which time those personnel would have to test to promote. (See Texas Local Government Code Sec. 143.085)

In the unlikely event officers are laid off, they would be on a reinstatement list also.

The prior discipline can only be used if it is relevant to the current discipline or likely to show a cause for progressive discipline and it is listed in the original written statement of charges.

The language mirrors the language found in the Texas Local Government Code Sec 143.056(h) and is related to Sec. 143.052(h)

We exchanged the ARPA money in negotiations for a larger pay package. You will not receive an ARPA check, which was likely to be $500-$800, but you are receiving higher pensionable raises.

All members.

2% of base pay, longevity, supplemental pay, and overtime from December 2020 through November 2021. It does not include off duty or outside employment and it is not a recurring percentage added to base pay.

Within 30 days of contract ratification. If everything goes as planned, the contract will likely be ratified in May. Therefore, you will likely receive the bonus in June.

The purpose of our healthcare changes during the last contract was to reduce ballooning healthcare costs for the city. We have largely achieved that. Single officers still pay no premiums under the new contract. However, the average member with the Value Plan costs the city about $21,000. The average member with the Consumer Driven Health Plan costs the city about $16.000. The continued escalation of Value Plan premiums addresses that gap

Yes, the payment is made 1 for 1 at the rate the officer is making at the time of the payment.

No, it will apply to births and adoptions that occur after ratification.