I am writing with a critical update concerning our contract process

Dear PBA Member:

I am writing with a critical update concerning our contract process.

This week, the PBA and the City reached an historic eight-year proposed contract

settlement (see details below).

Our long, hard fight has not only delivered the contract that PBA members have been

waiting for – it has accomplished several of our key goals:

Raises police officers’ basic maximum salary above $100,000

IMMEDIATELY upon ratification.

Revolutionizes police officers’ working conditions with an agreement for the

NYPD to pilot and adopt a modern duty chart of 10- and 12-hour tours.

Delivers fully retroactive general wage increases that are significant at all

salary steps.

Includes no zeros and no extensions, continuing 25 years of unbroken

progress toward a market rate of pay.

Brings our contract current and provides security into future years.

This agreement marks tremendous progress since the start of this bargaining round.

When we began bargaining in April 2017 – three months before the expiration of our

contract – the de Blasio administration initially refused to offer any wage increases,

instead presenting us with a list of giveback demands, with raises listed as “TBD.” That

was followed by repeated demands for up to three and a half years of zero wage

increases, unless raises were 100% paid for through givebacks.

The road from those absurd and insulting proposals to today was incredibly difficult –

more so than any our union has traveled in a half-century or more. We have endured

the economic fallout of a global pandemic, as well as a generational crisis in American

policing.

Just two-and-a-half years ago, when the city’s finances teetered on the brink and

powerful voices were calling for the abolition of our entire profession, this type of

agreement was virtually unthinkable. Now it is reality.

For that, we can thank our continued solidarity. Despite the long and frustrating wait,

we demonstrated that we could not be stonewalled into accepting a lesser settlement.

We must also acknowledge the leverage and assistance provided by the PERB

arbitration and mediation process. We thank mediator Martin Scheinman for

recognizing the inequity in our pay versus other police departments, and for helping the

City understand that remedying that gap is in the best interests of all New Yorkers,

especially in light of the NYPD’s current staffing emergency. To be clear, our work is far

from done. New York City police officers still deserve to be the highest paid police

officers in the nation, and we will not rest until we have achieved that. However, this

agreement points the way toward that ultimate goal.

In the coming days, you will receive information about the ratification process.

As always, I urge you to tune out the rumors and review the information inside to

understand what it means for you and your family. This is the contract you have worked

for and earned – a vote for ratification is a vote for your future.

Fraternally,

Patrick J. Lynch

President

PBA PROPOSED CONTRACT TERMS — 2017-2025

Contract Term

8-year period

August 1, 2017 (expiration of the current contract) to July 31, 2025.

Wages

This contract contains NO ZEROS AND NO CONTRACT EXTENSIONS.

It provides 28.25% in compounded general wage increases over the contract

term.

Increases are applied on the first day of each contract year, as follows:

8/1/2017 8/1/2018 8/1/2019 8/1/2020

2.25% 2.50% 3.00% 3.25%

8/1/2021 8/1/2022 8/1/2023 8/1/2024

3.25% 3.50% 3.50% 4.00%

For the 2017-2019 period, the general wage increases of 2.25%, 2.50% and

3.00% were obtained WITHOUT any zeros or contract extensions.

In addition to the general wage increases, effective 8/1/2023, there will be

additional monies applied to the first four salary steps. This adjustment will

benefit all

current members on the first four steps, as well as new hires.

Continuing Impact of the Neighborhood Policing Differential &

Longevity Escalator

Thanks to the 2.25%-of-base-pay Neighborhood Policing Differential the

PBA obtained in 2017, members will see the following increases their take-home

pay, in addition to the basic salary increases:

The PBA remains the

only union for which this differential applies to ALL

MEMBERS, regardless of assignment or time in rank.

There will also be increases to the Longevity Steps with a 28.25% increase

resulting from the longevity escalator secured in the 2006-2010 negotiated

agreement.

The additional longevity amounts to a benefit valued at between 2.5-4%,

depending on the step, according to the City’s traditional costing methods. For

example, in a prior round, a $1,200 longevity increase was valued at 2% by the

City.

STEP

NEW LONGEVITY

As of 8/1/2024

5 years

$8,032

10 years

$9,580

15 years $11,124

20 years $12,712

Modern Chart Pilot Program

In recognition of the unprecedented challenges and stressors that PBA members

have faced in recent years, the City and Department have agreed to engage in a

pilot program to facilitate the transition to a permanent modern chart of 10-

and 12-hour tours.

The initial pilot program will run for 6 months and will include PBA members

assigned to patrol in the following commands: 47 Precinct, 45 Precinct, PSA 8

and Transit District 11.

Each command will have PBA members assigned to both 12-hour tours and 10-

hour tours in a hybrid chart system similar to the “Orange Chart” currently in use

by the Nassau County Police Department.

Members assigned to rotating 12-hour tours will work 3 consecutive days,

followed by 3 consecutive regular days off, repeated.

Members assigned to rotating 10-hour tours will work for 4 consecutive

days, followed by 2 consecutive regular days off, then working for 4

consecutive days, followed by 4 consecutive regular days off, repeated.

Certain positions selected by the Department will be assigned to steady

10-hour tours, working for 4 consecutive days, followed by 3 consecutive

regular days off, repeated.

All members will continue to work 2088 hours per year, as we do under the

current chart. The number of appearances will be reduced.

Members assigned to 12-hour tours will work 182 appearances per year,

61 fewer than under the current 8:35 chart.

Members assigned to 10-hour tours will work 208 appearances per year,

35 fewer than under the current 8:35 chart.

PBA members participating in the pilot program will select their tour based on

seniority. Commanding officers will make the final determination on tour

assignment. There will be a grievance process for members who believe they

have been unfairly denied the chart of their choice based on their seniority.

Upon the successful conclusion of the 6-month pilot period, the Department will

expand the pilot program to additional commands. Our goal is to have the

modern chart adopted Department-wide as soon as possible.

Health & Welfare Funds

As part of this agreement, the PBA will sign onto the 2018 MLC Health Savings

Agreement. As a result, the PBA Health & Welfare Funds will receive two lump sum

payments of $100 per member to both the active and retired funds, a total benefit of

more than $9.7 million. Additionally, the Health & Welfare escalators that the PBA

secured in the 2006-2010 bargaining round will produce a more than $15 million

increase in the City’s annual contribution to the Funds immediately upon ratification,

and a more than $22 million annual increase by the contract’s end.

Retroactive Payments and Total Direct Compensation

According to the City, retroactive payments to members at Basic Maximum

may average $50,000 or more (depending on chart, OT and years of

service).