SLMPD Collective Bargaining

This has the 2014 and the 2017 collective bargaining agreement between the city and the police department as negotiated by the SLPOA. There is also a special order that outlines the SLMPD’s policy and process for collective bargaining for commissioned employees.

GRAM’s Introduction to the City of St Louis Collective Bargaining Agreement with the SLPOA/Police Department (please read)

With the ongoing state of perpetual police brutality that results in the continual deaths of black and brown people, the voices of the communities affected by the problematic nature of policing should be heard before the city concludes its collective bargaining negotiations with the Saint Louis Police Officers Association.  Yet despite the heightened unrest and the calls for public input and transparency, the contract negotiations have proceeded behind closed doors, as normal, and are in the final stages.  Is this Mayor Krewson’s idea of leadership?

If you are interested in ways police contracts can and are being changed to hold police officers and departments more accountable one resource is the Police Union Contract Project at checkthepolice.org,  In addition, Campaign Zero has published an analysis of police union contracts on their webstite:  https://static1.squarespace.com/static/559fbf2be4b08ef197467542/t/5773f695f7e0abbdfe28a1f0/1467217560243/Campaign+Zero+Police+Union+Contract+Report.pdf  Here they describe some problematic issues of the 2014 Saint Louis Contract.  

Based on our review of the current contract of 2017, there are some clauses that might warrant further consideration.  They include the following: 

Section 1. Other Employment

Employees may work up to 32 hours of other employment in any work week (not including additional hours worked by an officer on his regularly scheduled days off).

Section 1. Internal Transfers within the Same Job Class

The Department shall not consider past or pending internal complaints in determining the performance, skill and ability of an employee bidding for a vacancy or new position, other than sustained complaints within the last three (3) years or open, filed criminal complaints.

Section 3. Administrative Suspension

If the Police Chief determines that a demotion is warranted, the employee shall be returned to duty immediately and receive back pay for the period of administrative suspension , if docked

during such time, or have his/her paid leave restored, if such paid leave was taken.

Section 5. Imposed Discipline which Includes Loss of Pay

In the case of any disciplinary suspension or disciplinary leave, the officer may

work secondary employment subject to the Employer’s approval, which shall not be

unreasonably withheld. This provision shall not apply to administrative suspensions.