Fraternal Order of PoliceLebanon Lodge #83

P.o. Box 2275Lebanon, TN 37088

Email: lpdJop@gmail.comWeb: www.lebanonfop.org

PresidentJerimy Pruitte

SecretaryBrent Willett

Dear Candidate:

Congratulations on your decision to run for Mayor I Lebanon City Councilraan!

As you know there are many issues facing our city and the Lebanon Police Department.The Fraternal Order of Police, Lebanon Lodge #83, is interested in where you stand onissues that affect our members. The attached questionnaire reflects the most pressingissues that out members have voiced. Your answers will be evaluated by ourEndorsement Committee then forwarded to our members. Our members will then begiven the opportunity to vote by secret ballot for the candidate of their choice in eachward. The candidate in each ward that receives 60% of the vote or more will be endorsedby our lodge.

It should be noted that the Lebanon FOP will not speak: out negatively against anycandidate should they not receive our endorsement. We will, however, participate insupporting and campaigning for which ever candidate we do endorse.

We are respectively requesting that you review the attached documents and complete thequestionnaire. Furthermore, we ask that you return the completed questionnaire in theenvelope provided within seven (7) days. During this endorsement process we may alsoextend an invitation to attend an interview with our Endorsement Committee in the nearfuture. Please include a phone number and email with your answers to the questionnaireso that we may contact you if we decide to conduct interviews.

Feel free to contact our Lodge President, Secretary or Endorsement CommitteeSpokesman at the following if you have any questions. You may also contact us throughthe information listed at the top of our letterhead. (Jerimy Pruitte: 416-5585, BrentWillett: 589-4838, Eric Gray: 390-4289)

We would like to take this opportunity to again congratulate you on your decision to runfor Mayor / City Council and wish you the best of luck in your endeavors.

of i .Pollee

PresidentJerimy Pruitte

SecretaryBrent Willett

2012 Lebanon / Mayor City Council Candidate Questionnaire

Note: Dill' organization is proud afoul' city and wants to see it thrive. To do this we must emaincompetitive with surrounding agencies by maintaining and attracting the best employees. Competitive payand benefits must be a priority in meeting this goal. A summary of benefits and estimated costs is attachedto this questionnaire that may help to accurately answer questions I, 3, 4, 5, & 6. We ask that you beunderstanding to the fact that 3 budgets have passed without any raises for our members. In addition, ourmembers have had to begin sharing more costs in order to maintain our insurance coverage.

I. Our City currently participates in the Tennessee Consolidated Retirement System forall city employees. The State currently offers Municipal Governments the option tobuy into a 25 year retirement program for police officers through TCRS. Being apolice officer on the street is a young man's game. It is more beneficia! and safe toallow police officers to retire at 25 years of service verses 30 years of service. Thecost of the City opting into the 25 year retirement plan is 3.5 % of an officer's annualpay. In addition, the City's rules would have to be changed to allow sworn officers toretire with their insurance benefits at 25 years instead of 30 years. Will you activelysupport and vote for opting into this benefit for our police officers?

Yes 1No

2. We believe that the Mayor should run day to day operations of the City and should beable to hold department heads under his watch accountable. In order to hold themaccountable, the Mayor should be able to take disciplinary action against adepartment head without the Council's involvement or approval. In addition, shouldwe have a Mayor that won't take appropriate action to discipline a department headwhen necessary, then we believe a super majority of the Council should be able to doso. The desire for this change is not intended to be a shot at any of our City's

department heads. Currently, our City's charter requires the Mayor and a supermajority (two thirds) of the Council to take disciplinary action against a departmenthead. No city employee, except for department heads has this much job protectionand we feel it is only fair that the rules are applied equally to them like everyone elsethat works for the city.

Will you actively support and vote for changing the charter to allow the Mayor or2/3 of the Council to take disciplinary action against a department head?

Yes / No

3. Our City currently has a disproportionate pay plan for police officers serving inthe rank of patrolman. There is no longevity pay for them but there was a onetimepay increase for patrolmen that had been serving for 5 years or more back in2007. Since then many patrolmen have exceeded 5 years of service: but stillcontinue to be paid less than those who got the one time raise in 2007. Currentlythere are three different pay grades for the rank of patrolman. We believe thatthose pay grades should be re-structured as grades 1, 2 & 3. (Entry Level - GradeI), (One - Five Years of service - Grade 2), & (Five + years of service - Grade 3)Will you actively support and vote for changing the pay scale as mentionedabove?

Yes I No

4. Our City currently has a disproportionate pay plan forpolice officers serving insupervisory positions in contrast to those serving as patrolmen. An example is thata Corporal only makes 53 cents more an hour than the highest paid Patrolman.Today's police officer must bear an extraordinary amount of responsibility andliability and those who are charged with the supervision of police officers beareven more. Will you actively support and vote for changing the pay scale to bemore equitable for police supervisors and command officers?

Yes I No

5. Our city currently has a pay rate for police dispatchers and supervisors that is notfair and competitive. Our department's dispatchers bear more responsibility thanmany of the departments in our surrounding area yet are paid less. Ourcommunications division must answer and dispatch calls not only for police butalso the fire department, animal control, street department and public works aswell. Will you actively support and vote for changing the pay scale to be moreequitable for police dispatchers and supervisors?

Yes INo

6. Our department's command staff is currently spread very thin to the point ofbarely meeting the demands of effectively running the department. Will youactively support and vote for enhancing the command structure of the departmentas suggested in the attachment for sworn and non-sworn units of the departmentin order to meet departmental needs?

Yes I No

7. Will you ensure that the leadership of the Lebanon Fraternal Order of Police has avoice at the table regarding your decisions that would affect the department andits employees?

Yes / No

Comments:

Candidate Name: -------------------------------Email: -----------------------

Cell Phone: -----------------------

Summary of Benefits for Enhancement of the Command Staff &Competitive Pay Scales

Let us share with you the reasons why this initiative should be taken into consideration as soonas the new City Council is formed. The pay raises across the board in general will boost moraleand give anyone within the department who may have thought about looking for employment inthe more prosperous neighboring areas of Tennessee the reassurance that the City Council doescare about them and their contributions to the city. This way we can reduce any turnover thatmay be caused by the lack of raises over the past several years. It's important to reestablish thedesire to remain loyal for these employees so as to keep our highly trained staff members herefor the future needs and betterment of the city.

In addition to the competitive pay changes the additional command staff sup ort will allow forthose who are already in these command positions to have the increasing workload more equallydistributed. This will allow our command staff to accomplish their objectives in a moreproductive way rather than continuing to over extend themselves. (Our agency currently operateswith considerably less command staff than other agencies of similar size and s ervice population.)Span of control issues which can increase liability against the city will be addressed. It will alsoallow those who want to grow in the department the opportunity to do so. Ycur support for thisinitiative will keep a strong and loyal workforce in place resulting in better service to the city.

As you can see by the enclosed summary of costs all ofthis can be accomplished with a verysmall amount of money invested but the outcome would be extremely beneficial to not onlythese employees but also the city they serve. We appreciate your thoughtful consideration to theconcerns we have as an organization. We look forward your response and any futurecommunications you may have with us.

·, '

Summary of Costs

Competitive Pay for Patrol Officers

10 Patrolmen receiving a pay increase of 48 cents per hour would cost :,10,483.20

annually. This would make them equal to all Patrolman with between 1- 5 years of

experience. (Grade 2)

14 Patrolmen receiving a pay increase of 50 cents perhour would cost ~a5,288.00

annually. This would make them equal to all Patrolman with more than 5 years ofexperience. (Grade 3)

Total Annual Cost: $25,771.20

Command Staff Enhancements

* Note: No new personnel will need to be hired, promotions will be made with existingpersonnel.

An additional Captain, Sergeant and 2 Corporals are needed for these enhancements.

Reasons for new positions are as follows:

Similar sized surrounding agencies have moved toward a minimum of three divisions intheir departments to maintain better efficiency. Most have a Patrol, Detective andAdministrative Division headed by a Captain or higher. Creating another Captain'sposition would create a more efficient department by properly dividing the workloadbetween 3 divisions instead of 2.

Currently the Detective Division only has 2 supervisors. (1for investigations and 1for

narcotics) Creating another Sergeant's position would not leave a gap in supervisionwhen the Captain or Lieutenant is out due to illness, vacation, training, etc.

Currently our Traffic and Flex Units are without a field supervisor. This issue could beremedied by having a Corporal as the field supervisor for each unit.

Total Annual Cost: $19,000.00 or less

Competitive Pay for Ranking Officers

4 Corporals receiving a pay increase of 52 cents per hour would cost $4,542.72 annually.

4 Sergeants receiving a pay increase of 46 cents per hour would cost $4,018.56 annually.

3 Lieutenants receiving a pay increase of 60 cents per hour would cost ~~;3,744.00

annually.

Total Annual Cost: $12,305.28

Competitive Pay for the Dispatcher Unit

8 Dispatchers receiving a pay increase of 75 cents per hour would cost ~12,480.00annually.

3 Lead Dispatchers receiving a pay increase of 1.00 dollar per hour would cost $6,240.00annually.

1 Dispatch Supervisor receiving a pay increase of 1.00 dollar per hour would cost$2,080.00 annually.

Total Annual Cost: $20,800.00

Total Annual Cost for all above mentioned is $77,876.48

..• , Lebanon Police Department Analysis of Lost Wages,

in Comparison to Estimated Cost of Adopting the 25 at 55 Programthrough TtRS (TCA8~36-205)

2009-2012 2010 2011 2012 2013Patrol 1 $19.48 84 $ 1,636.32 s 42,544.32 s 19.97 $ :W.47 $ 20.98 s 21.50Patrol 2 $19.96 84 S 1,676.64 S 43,592.64 48 $ 2,092,446.72 S 20.46 $ :W.97 $ 21.49 $ 22.03Patrol 3 $ 20.46 84 $ 1,718.64 $ 44,684.64 s 20.97 $ :1.1.49 s 22.03 $ 22.58Cpl s 20.99 84 $ 1,763.16 $ 45,842.16 4 $ 183,368.64 S 21.51 S n.05 S 22.60 $ 23.17Det S 21.51 80 $ 1,720.80 $ 44,740.80 11 S 492,148.80 S 22.05 $ n.60 $ 23.17 s 23.74Sgt $ 22.05 84 s 1,852.20 $ 48,157.20 4 $ 192,628.80 $ 22.60 $ n.17 $ 23.74 $ 24.34Lt $ 23.73 80 $ 1,898.40 $ 49,358.40 3 $ 148,075.20 S 24.32 $ ;~4.93 $ 25.55 $ 26.19Capt $ 28.44 80 $ 2,275.20 s 59,155.20 2 $ 118,310.40 s 29.15 s ;~.9.88 s 30.63 s 31.39Chief s 33.75 80 $ 2,700.00 $ 70,200.00 1 $ 70,200.00 $ 34.59 s ;,5.46 $ 36.34 s 37.25

73 $ 3,297,178.562010

Patrol! $ 19.97 84 $ 1,677.48 $ 43,614.48Patrol 2 s 20.46 84 $ 1,716.84 $ 44,684.64 48 $ 2,144,862.72Patrol 3 $ 20.97 84 $ 1,761.48 $ 45,798.48Cpl $ 21.51 84 $ 1,806.84 s 46,977.84 4 $ 187,911.36Det s 22.05 80 $ 1,764.00 $ 45,864.00 11 $ 504,504.00Sgt s 22.60 84 s 1,898.40 s 49,358.40 4 s 197,433.60Lt s 24.32 80 $ 1,945.60 $ 50,585.60 3 $ 151,756.80Capt $ 29.15 80 $ 2,332.00 $ 60,632.00 2 $ 121,264.00Chief $ 34.59 80 $ 2,767.20 $ 71,947.20 1 s 71,947.20

$ 3,379,679.68 1.5% $ 3,430,374.872011

Patrol 1 $ 20.47 84 $ 1,716.84 $ 44,684.64Patrol 2 $ 20.97 84 $ 1,761.48 $ 45,798.48 48 $ 2,198,327.04Patrol 3 $ 21.49 84 $ 1,805.16 $ 46,934.16Cpl s 22.05 84 s 1,852.20 $ 48,157.20 4 $ 192,628.80Det $ 22.60 80 $ 1,808.00 $ 47,008.00 11 $ 517,088.00Sgt s 23.17 84 $ 1,946.28 $ 50,603.28 4 S 202,413.12Lt s 24.93 80 $ 1,994.40 s 51,854.40 3 $ 155,563.20Capt s 29.88 80 $ 2,390.40 s 62,150.40 2 $ 124,300.80Chief S 35.46 80 S 2,836.80 s 73,756.80 1 s 73,756.80

$ 3,464,077.76 1.5% $ 3,516,038.932012

Patrol 1 s 20.98 84 $ 1,761.48 $ 45,798.48Patrol 2 $ 21.49 84 $ 1,805.16 $ 46,934.16 48 $ 2,252,839.68Patrol 3 $ 22.03 84 $ 1,852.20 $ 48,157.20Cpl s 22.60 84 $ 1,898.40 s 49,358.40 4 $ 197,433.60Det $ 23.17 80 $ 1,853.60 $ 48,193.60 11 $ 530,129.60Sgt $ 23.74 84 $ 1,994.16 s 51,848.16 4 $ 207,392.64Lt $ 25.55 80 s 2,044.00 s 53,144.00 3 $ 159,432.00Capt $ 30.63 80 $ 2,450.40 $ 63,710.40 2 $ 127,420.80Chief s 36.34 80 $ 2,907.20 $ 75,587.20 1 $ 75,587.20

$ 3,550,235.52 1.5% $ 3,603,489.05

• ! -Lebanon Police Department Analysis of Lost Wages.•.- f "...

J>. - in Comparison to Estimated Cost of Adopting the 2S at 5S Program..", \"~through TCRS (TCA 8-36-205)•

2013Patrol 1 s 21.50 84 $ 1,805.16 $ 46,934.16Patrol 2 $ 22.03 84 $ 1,852.20 $ 48,157.20 48 $ 2,311,545.60Patrol 3 $22.58 84 $ 1,898.40 $ 49,358.40Cpl $ 23.17 84 $ 1,946.28 $ 50,603.28 4 $ 202,413.12

Det $ 23.74 80 $ 1,899.20 $ 49,379.20 11 $ 543,171.20

Sgt S 24.34 84 S 2,044.56 S 53,158.56 4 S 212,634.24Lt S 26.19 80 $ 2,095.20 $ 54,475.20 3 $ 163,425.60

Capt S 31.39 80 $ 2,511.20 S 65,291.00 2 $ 130,582.40

Chief $ 37.25 80 $ 2,980.00 $ 77,480.00 1 $ 77,480.00

$ 3,641,252.16 1.5% s 3,695,870.94$ 3,297,178.56

Total Lost Wages LPD $ 398,692.38

Public Safety Bridge Plan Option for LPD $ 3,297,178.56 3.5% $ 115,401.25

Note: These figures don't include overtime which will slightly affect the cost of buying into the bridge option.

For more than a dozen years all city employees received a 2.5 % raise on their hourly pay rate annuallywhich is progressively calculated in the above figures. In addition, employees received a check at theend of the year for 1.5 % of their annual regular time pay. The intent of the above figures is to showwhat we would have made and actually would be making now had we have continued to get our annualraises. It is further intended to demonstrate that we have suffered losses as a result of the economicdownturn. We understand that tough decisions had to be made over the last three budgets. We believebuying into the 25 at 55 program would be an excellent way to restore some of those losses and improvethe low morale caused by these losses.

Factors to Consider: The average life span of a police officer is 66 years while the average adult male

is 76 years. (source: badgeoflife.com) (Some sources say that the average life span of a police officer is58 years.) Is it safe for an officer over 55 years old to be out chasing or physically engaging someonethat in many cases will be less than half their age? Shouldn't our officers have the option to retire withdignity after 25 years of placing their lives on line for their community?

* As referenced above in red the cost for opting into this will be less than $116,000.00 for our officersand likely no more than $150,000.00 even with the overtime calculated.