Sergeants Benevolent Association of the NYPD

SERGEANTS BENEVOLENT ASSOCIATION

THE TOUGHEST JOB IN THE WORLD!

SERGEANTS BENEVOLENT ASSOCIATION

THE TOUGHEST JOB IN THE WORLD!

SERGEANTS BENEVOLENT ASSOCIATION

THE TOUGHEST JOB IN THE WORLD!

Update on Contract Negotiations – July 23, 2024

Dear Fellow Sergeant,

There have been many questions regarding where we are regarding the current contract negotiations. Yesterday, I called a Board meeting to update the Officers and Directors. First, let me say that there have been numerous phone conversations with City representatives. As recently as last Thursday and Saturday, we took calls and have been available on a moment’s notice for requests for information.

Our priority has been to permanently fix the salary steps that currently allow for an NYPD Sergeant to make less money than a top pay Police Officer. The City is looking for us as a whole to PAY for a solution to a problem they created years ago. The attrition bargaining experience implemented by the Office of Labor Relations (OLR) through these years still would have these Sergeants taking a loss upon promotion. This should be unheard of – and is totally unacceptable. There is not one Department anywhere that does not look at the NYPD as the best in the world, and NONE of them have supervisors making less money than their subordinates.

We understand everyone’s frustration, but let us be clear. What’s happening now is similar to what happened years ago when Mayor Giuliani gave us a contract with three years of zeros. That is not acceptable to the SBA Board.

Negotiations should never be one-sided. The whole purpose of a negotiation is for each side to give and take. At one point during these talks, we were reminded that there is one step where a Sergeant would make $22 more (a year) than a top pay cop. We thought it was a joke considering we could find more money on the streets walking a footpost in a week.

Over the past 22 years there have been numerous instances of attrition bargaining, which occurs when unions must pay for certain salary increases or other benefits by giving something back in return. In all instances, OLR has been the ultimate assessor of the “value” associated with these benefits and essentially would not agree to a deal unless the values were equal or in most cases favored the OLR. This, in essence, gives you just ten cents on the dollar.

The major sticking point with the current SBA dispute is that OLR believes the SBA paid an unequal value over past contracts compared to other unions. Over the course of contract history, the SBA has indeed paid for items in the past by extending the salary steps to 5 years, then at one time paid to decrease the steps to 4 years, and again extended to the current 5 years to obtain other benefits.

In addition, the differential in the salary steps were decreased so that most of the promotional increases were achieved after 5 years in rank. At the time other unions chose the options that their individual memberships wanted and voted to approve during that same time period.

But OLR was responsible for equating the values and of being satisfied with the value that the City received in exchange for the additional benefits. Moreover, OLR agreed to the extension of contracts and calculated the value of these extensions to ensure that the additional benefits were paid for.

The situation of Compression that currently confronts us is the result of pattern bargaining not being as absolute as OLR has presented many times over the past 20 plus years. OLR’s agreements have been one dimensional, not including the effect that a pattern-breaking advantage given to one union would negatively affect other unions. What we have submitted, which would correct salary steps, has NOTHING to do with Pattern Bargaining and would be paid for with certain concessions.

During the last 6 months we were asked to be a part of a failing 12-hour tour program that we would not agree to. The City claims these tours are cost neutral and will not be part of any future deal. These tours physically beat you up over time and allow for less time off due to personnel being needed on the streets at a time when we need to take back the city.

We have submitted numerous proposals to OLR that have even included language that would ensure that supervisors always receive greater compensation than subordinates. Unfortunately, we are still waiting almost a month later for a response to this proposal. Professional? I think not!

This contract has three distinct groups that it affects. Those who were wronged by making less money, those who benefitted through the shortsightedness of past “City” negotiators and went to top pay, and of course our senior Sergeants who are waiting for their hard-earned retro money. This again is about the entire membership. It is our belief that there are no “unborn” within our ranks.

We do not elevate civilians to supervisor positions, so us giving up future benefits will do nothing but water down our rank. The same situation has presented itself with our rank as it did when the City made the mistake years ago and cut the starting pay for recruits attending the Police Academy. The City corrected that situation back then at no cost to the PBA and needs to correct it now.

As far as letting everyone know exactly what goes on after every meeting, please understand that it would be counter-productive when we have a professional obligation to negotiate in good faith. However, if these talks somehow break down over the next month or two, we will prepare a timeline showing everything that has been done during this past year.

Although the path has been slow, arduous, and often infuriating, we are making progress and will keep you apprised of all developments as they occur. Thank you for your patience and support and for always performing your duties in such exemplary fashion.

Fraternally,

signature-vinny-vallelong

Vincent J. Vallelong
President
Sergeants Benevolent Association

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SBA Update Newsletter

Update on Contract Negotiations

Dear Fellow Sergeant,

We met with the City again today to review and discuss the viable proposal we made to settle the expired contract. While we are still in the process of talking and continuing to move forward, please understand that the numbers already agreed upon through the coalition deal remain in place.

Unfortunately, there have been numerous malicious and untrue rumors spread by naysayers who have no clue what has been taking place during these talks. Some of these rumors are addressed below. The fact is that these talks have never stalled – right up until today’s meeting.

How is it possible that a frontline supervisor in the world’s largest and most respected police department can take a promotion and be making less than their subordinates?

It happened through attrition bargaining. It is attrition bargaining that has brought us to this terrible place in negotiations. We are committed to a different path that seeks to fix the current system that forces newly promoted sergeants to take a pay cut. We have made a comprehensive proposal that will accomplish that in a way that fixes the problem going forward. That is what the parties are working on now.

To rectify the untenable situation the SBA was placed in by past negotiations, the current Board diligently went to work to break down the numbers to find a resolution that was fair and equitable to our membership and the City. What we offered to help correct this situation will easily cover the change in the first 4 pay steps. As a result, newly promoted Sergeants will finally be where they should be from a salary perspective considering all their added responsibilities.

Under the present way of doing business, the City has no option but to keep promoting new members to top pay, which, in essence, costs an additional $25 million with that number growing with each promotion class.

While we have all been victims of top pay going from 3 to 5 years over our careers, this type of situation cannot continue. The unfair pay disparity to Sergeants who were at the top of the list was clearly created by the City and should be corrected through a logical process, not through some type of giveback. The SBA board has given the city a path to correct this, and we hope the current City negotiators will do what is right and stop this fiscal injustice from further harming our members.

This Board has a responsibility to present a fair contract to the whole of the membership and that has been our goal. While I understand some of the concerns, please realize we too are affected by this contract. It would be irresponsible to place the concerns of any fringe groups over the general membership. The time is now to correct this egregious inequity once and for all, and we are determined to do just that.

Thank you for your understanding and support. We will keep you apprised of all future developments as they occur.


Questions & Answers to Concerns

Sergeants will not receive the same increases that the other police unions have received/ there is a time limit to accept the increases that other police unions received.

The SBA, as part of the uniformed coalition, agreed to the basic wage increases in June. Those increases are set in stone. The coalition deal does not have an expiration date. The increases to base pay will be 3.25% effective December 10, 2021; 3.25% effective December 10, 2022; 3.5% effective December 10, 2023; 3.5% effective December 10, 2024; and 4.0% effective December 10, 2025. The outstanding issues that are still being discussed are the salary schedule and ancillary benefits.

We should sue.

There is no violation of our contract or current civil service law that would support a lawsuit. The City has lived up to all provisions of our current collective bargaining agreement. All parties agree that the current situation where junior sergeants are making more than senior sergeants and in some cases Police Officers are making more than sergeants is not fair but there is no violation of law.

It’s a Civil Service law that a Supervisor must make more than those they supervise.

There is no such law on the books.

Why are recently promoted sergeants making more than those promoted prior to them?

Although there is no law on the books that a sergeant must make more than a police officer, the Department has established a practice that on the date of promotion those promoted must receive an increase, regardless of contract settlement dates. Since the PBA and DEA have settled their respective contracts, their current salaries are higher than all but Step 6 in the Sergeants salary schedule, so to receive an increase newly promoted sergeants are placed at Step 6.

All sergeants who are not at top pay will be elevated to top pay once the contract is agreed upon.

Although this is something that the SBA is seeking, it has been turned down by the City. The City has submitted adjustments to the current salary schedule that do not contain a permanent solution, but just a temporary fix. We have submitted proposals to the City to permanently correct the salary scale so that the disparity in pay is corrected in to the future.

There will be no retroactive pay.

Any agreement will contain retroactive pay for the basic wage increases already agreed upon. Retroactive pay will be based upon the increases of 3.25% effective December 10, 2021; 3.25% effective December 10, 2022; and 3.5% effective December 10, 2023. As of December 10, 2023, a top pay sergeant would receive approximately $12,000 (gross) in retroactive pay.

Fraternally,

signature-vinny-vallelong

Vincent J. Vallelong
President
Sergeants Benevolent Association

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