Administered by TIAA
Introduction
Eligibility
Service Credit
Benefits
Examples
Definitions
Introduction
The Pension Program for police officers and firefighters was developed to provide benefits for Purdue staff comparable to those available in Indiana for municipal police and fire personnel. The program is essential to attract and maintain the quality police officers and firefighters charged with protecting the University community. Questions concerning the Police Officers and Firefighters Pension Plan can be directed to Purdue Benefits by email or by phone at 765-494-7989.
Eligibility
All regular, full-time police officers and firefighters are required to participate in the plan upon employment.
Each member will make contributions to the plan each pay period. The amount is fixed at three percent of the base salary established for non-probationary patrol officers at each campus. Contributions will be made on a pre-tax basis. Participation will continue as long as the member is employed as a police officer/firefighter.
Service Credit
Service credit is awarded based on years and months of service as a Purdue police officer or firefighter. Police officers and firefighters who elected to participate on the effective date of the plan (July 1, 1990) were credited for service prior to the effective date.
Should a member transfer to a non-eligible position or terminate employment and later rejoin the police or fire department, prior service credit may be restored. This can occur only if their break in service is less than their prior credited service. If member contributions were withdrawn, repayment plus interest must be made.
Up to six months of service will be credited to the member for each continuous period during which the member performs no duties due to vacation, illness, incapacity, military leave or an employer approved leave. However, when the member returns to work following one of these leaves, all contributions from this time period will need to be made-up. Please contact Staff Benefits at 494-1680 to make arrangements. Additional service credit is given for individuals who qualify for long-term disability (see Disability Provisions below).
Benefits
There are three benefit provisions to the program; (1) supplemental pension plan, (2) a supplemental disability plan, and (3) survivor income benefits. These programs are in addition to retirement, life insurance, long-term disability and other insurance programs available to regular employees of Purdue University.
The purpose of the pension benefits is to provide retirement benefits, which would allow members to retire from these professions and pursue other career opportunities.
The plan is designed to target retirement at age 55 with twenty years of service.
The Police Officers and Firefighters Pension is a defined benefit plan. This means that the pension is calculated by using a formula based upon years of service, age, and the pension available for the Defined Benefit plan and/or the Defined Contribution plan.
The purpose of the supplemental pension benefit is to provide retirement benefits, which would allow members to retire from these professions and pursue other career opportunities. The plan is designed to target retirement at age 55 with twenty years of service.
The Police Officers and Firefighters Pension is a defined benefit plan. This means that the pension is calculated by using a formula based upon years of service, age, and the pension available for the Defined Benefit plan and/or the Defined Contribution plan.
Some specific provisions relating to the pension benefit are:
The normal retirement benefit is 50 percent of the base salary of a non-probationary police officer at each campus on the date of retirement. Each additional year of service beyond 20 entitles the member to an additional two percent to be added to the pension benefit formula. The maximum benefit for pension calculations is 74 percent.
The member's retirement benefit will be offset by benefits available from the Defined Benefit plan and/or the Defined Contribution plan. If a member was credited with contributions to a Defined Benefit plan and/or the Defined Contribution plan while employed in some capacity other than a police officer or firefighter, those contributions and years of service are not used in calculating the offset of retirement income. The PERF savings account annuity is also excluded in determining the benefit payable from the plan.
The method used in determining offsetting benefits will be a single life annuity with a five-year guarantee payable by the Defined Benefit plan and/or the Defined Contribution plan at age 55 or later. Members may elect to receive a return of their contributions plus interest in lieu of retirement benefits. For the purpose of calculating the Defined Contribution benefits, the offset will be figured as a TIAA annuity payment with CREF accumulations transferred to TIAA.
It is important to note that the member is not required to begin drawing Defined Benefits or to settle Defined Contribution contracts. However, the amounts deemed payable from these plans would be used to offset the benefits paid by the pension program. Continued University employment could provide additional retirement benefits from the Defined Benefit or Defined Contribution programs.
Only members who have participated in the plan for ten years or more are eligible to draw a pension benefit.
Members with ten years of service as a police officer or firefighter will be vested.
Early retirement is possible for vested members who retire prior to obtaining 20 years of service. Members will receive a benefit, at age 55, that is reduced by 2.5 percent for each year under 20.
If a member terminates before vesting occurs, the contributions withheld from pay during the years of participation will be, upon request, refunded with interest.
After a member retires, benefits provided by this plan will be adjusted annually for the cost of living using the Consumer Price Index (CPI) with benefit increases or decreases capped at three percent per year. Adjustments will be made each July 1.
Members participate in the University's Long-Term Disability (LTD) program. Additionally, bi-weekly paid members can elect to participate in the University's Short Term Disability program.
Members who qualify for LTD will receive service credit under the pension plan to the member's early retirement date, but not in excess of 20 years. The non-probationary police officer's salary at the time of disability will be used in the calculation of pension benefits.
Members who are unable to perform the duties of their occupation but do not meet the requirements for total and permanent disability under the University's LTD program will be protected in the event they pursue other gainful employment. In these cases, an amount will be paid in concert with new wages to ensure the member receives at least 65 percent of their base salary prior to disability. This provision is included to facilitate a return to work, although no benefits will be payable unless the member is gainfully employed. These LTD benefits are payable until age 65 or when retirement benefits are available from Police Officers and Firefighters Pension Plan, whichever is earlier.
Member not Eligible for a Retirement Pension
If a member dies before becoming eligible for a pension benefit (younger than age 55 or fewer than 10 years of creditable service), a survivor benefit is payable through an insurance type program.
Survivor benefits will be provided to the spouse for life and dependent children to age 19.
The table below shows the annual survivor benefits based on years of service under the plan. Benefits are calculated as a percent of the member's base salary at the time of death.
Survivor Benefit Schedule
| Years of Service | Spouse Benefit* | Total Children Benefit |
| Less than 12 | 15.0% | 5.0% |
| > 12 but < 14 | 18.0 | 6.0 |
| > 14 but < 16 | 21.0 | 7.0 |
| > 16 but < 18 | 24.0 | 8.0 |
| > 18 but < 20 | 27. 0 | 9.0 |
| > 20 but < 22 | 30.0 | 10.0 |
| > 22 but < 24 | 32.4 | 10.8 |
| > 24 but < 26 | 34.8 | 11.6 |
| > 26 but < 28 | 37.2 | 12.4 |
| > 28 but < 30 | 39.6 | 13.2 |
| > 30 but < 32 | 42.0 | 14.0 |
| 32 or More | 44.4 | 14.8 |
*to a maximum benefit at $2,500 per month
Social Security benefits may also be available.Survivor Benefit: Member Eligible for a Pension
If a member dies who is over the age of 55 with 10 or more years of creditable service, survivor benefits are paid from the pension plan.
Each year, an individualized statement will be prepared for each member. A projection of the benefit payment, based upon the member's current status and some standardized assumptions, will be included as well as a brief summary of this plan's other benefit provisions.
Members planning retirement should notify Staff Benefits approximately 30 days prior to the scheduled retirement date.
Staff Benefits is responsible for assisting members in initiating benefit payments. Help in estimating retirement income and completing pension applications is available by scheduling an appointment.
Police officers / fire fighters who have 20 years as a member of the plan and terminate in good standing shall qualify as an official retiree of the university.
Examples of Pension Benefit
To illustrate the way in which the pension component of this program works, some examples are provided.
These calculations are based upon the 2015-2016 West Lafayette non-probationary police officer's base salary of $58,000.
John Purdue has served as a police officer for 20 years and turns 55 years old during this year. Although he does not plan to begin his Defined Benefit retirement yet, an estimate based on a single life option was made to determine the Police and Fire pension. Mr. Purdue is eligible for a Police/Fire pension benefit of $29,000 (base salary of $58,000 x 50%), which comes from a combination of his Defined Benefit and the Police/Fire pension.
Benefit Distribution:
| Defined Benefit pension | $9,108 | |
| Police/Fire | $19,892 | |
| Total Benefit | $29,000 |
Purdue Pete began working as a firefighter at the age of 23.
When he reaches the age of 55, he will be credited with 32 years of service. He will be eligible for the maximum benefit allowance. Mr. Pete intends to take another position at Purdue, so an estimate based on a single life option was made to determine the Police and Fire Pension. He is eligible for a Police/Fire pension benefit of $42,920 (base salary of $58,000 x 74%), which comes from a combination of his Defined Benefit and the Police/Fire pension.
Benefit Distribution:
| Defined Benefit pension | $21,120 | |
| Police/Fire | $21,800 | |
| Total Benefit | $42,920 |
Betty Boilermaker came to Purdue to start a second career at age 45. Her intention is to retire at 60. Although she has not served the full 20 years required to draw a “normal retirement”, she is entitled to a benefit prorated for her years of service.
She is eligible for a Police/Fire pension benefit of $21,750 (base salary of $58,000 x 37.5%), which comes from a combination of her Defined Benefit and the Police/Fire pension.
Benefit Distribution:
| Defined Benefit pension | $9,900 | |
| Police/Fire | $11,850 | |
| Total Benefit | $21,750 |
Officer Rowdy is currently 31 years of age, and by 2030 at age 55 will have 25 years of service. However, he may continue working and receive credit for additional years of service. Projecting the salary of a non-probationary patrol officer's salary at 1.5 percent per year, benefits projections show the difference in benefits for an additional five years of service.
Age 55 Benefit (year 2030) — Officer Rowdy is eligible for a Police/Fire pension benefit of $42,864 (base salary of 71,440 x 58.
7%), which comes from a combination of his Defined Benefit and the Police/Fire pension.
Benefit Distribution:`````````````````````````````````````````````
| Defined Benefit pension | $13,656 | |
| Police/Fire | $29,208 | |
| Total Benefit | $42,864 |
Benefit Distribution:
| Defined Benefit pension | $25,500 | |
| Police/Fire | $28,374 | |
| Total Benefit | $53,874 |
Definitions
Annuity: a fixed income amount payable over the entire lifetime of a member (and/or spouse, depending upon the option declared at retirement).
Early retirement: a pension is payable after a member, aged 55 or beyond, has served as a police officer or firefighter for at least 10 years, but less than 20 years.
Effective date: July 1, 1990 is the plan's effective date.
Base salary: the salary of a non-probationary police officer in effect on the date the member retires, terminates employment as a police officer / firefighter, or is disabled. This benchmark salary is used to determine pension benefits.
Joint survivor annuity: the pension benefit option, which provides income for the member and a spouse as long as the member and/or their spouse live. Normal retirement date: the first day of the month after which a member reaches age 55 and has completed at least 20 years of creditable service Member: a police officer or firefighter who is a participant in the plan and is entitled to benefits.
Normal retirement benefit: the amount of pension benefits payable to members who retire with 20 years of service on or after age 55.
This amount is equal to 50 percent of the non-probationary police officer salary in effect when the member retires.
Single life annuity: the pension benefit option, which provides income for the member as long as he/she lives, but provides no survivor payments.
Disability: due to sickness or accidental bodily injury, the employee is unable to perform all of the material and substantial duties of their occupation for a period not to exceed 12 months. Thereafter, disability applies when the individual is unable to perform all of the material and substantial duties of their own occupation or any other occupation for which they are reasonably fitted by training, education, experience, age, physical and mental capacity.
Vested: after 10 years of creditable service, a member is vested, or entitled to draw a pension benefit after reaching the age of 55.
Gainful employment: working 40 hours per week in an occupation for which earnings are at least at the federal minimum wage level.
Formal documentation of earnings must be submitted, such as pay stubs or W-2 forms.
Overview
The City of Philadelphia offers an exceptionally competitive entry-level salary and benefits package. As a Police Officer's career progresses, longevity pay raises accrue and opportunities for advancement become available. Please take a moment to review the benefits outlined below.
Salary
The current yearly salary for a Police Officer Recruit in the Police Academy is $59,795. After graduating the academy as a Police Officer, you receive a pay increase to $63,945. There are scheduled increases in pay to the present maximum of $83,048 a year. Overtime is paid at the level of time and a half. There are excellent opportunities for promotion, which will result in a corresponding raise in salaries. Police Officers are paid biweekly. Salary does not include an annual uniform allowance or holiday time.
Health Care
Members of the Philadelphia Police Department heath care is covered under Blue Cross/Blue Shield Personal Choice Plan.
The Fraternal Order of Police administers the dental, prescription and eye plans. Officers and their eligible dependents are covered under these plans
Health benefits start when you enter the Police Academy.
Retirement
New Police Officers start paying into your Retirement Pension the first day of start training. From each biweekly paycheck there will be a pension payroll deduction. A member's pension will be vested after ten years of service. For the first twenty years of service an officer will be credited with 2.2% per year toward their pension. In excess of 20 years the officer will receive 2.0% of their average compensation per year toward their pension. After twenty-five years of service and at the age of fifty a member can retire with a pension that is 54% of their average total compensation.
Deferred Compensation (457b Plan)
Deferred Compensation is a voluntary retirement plan that offers up to a maximum of a $16,500 annual payroll deduction. The money is tax deferred until retirement or when the money is taken out of the account. The money may be placed in various interest sensitive investment options such as mutual funds and money market funds. Members will receive information on what investment plans are available. As a member of the Philadelphia Police Department, there is no social security taken out as a retirement benefit, so this is an excellent tool for retirement saving.
Vacation and Holiday Leave
Police Officers of the Philadelphia Police Department will accumulate a certain number of hours of vacation time each month up to two weeks a year for the first five years of employment. Officers also earn and must use 4 administrative days each year which must be used by July 1st. You may allow your vacation time to run up to 592 hours before you must use it.
Officers are allowed a summer vacation running from May to the end of September. Vacations are approved by the Commanding Officer. Dates for vacation are based on seniority.
Police Officers accumulate Holiday Time each year. Holiday Time is accrued when a holiday occurs on a Officers regularly scheduled day off, work day, or during any other absence. Each year, Officers sign a holiday register to either receive holiday pay or hold holiday pay until retirement.
Sick Leave
Police Officers accrue sick leave at the rate of 10 hours per calendar month, 15 days per year. Sick time can be accrued to unlimited hours without losing any time. It will be important for you to know the Police Department's Policies regarding sick time and sick abuse when you begin your period of training.
with automatic humidity control, which will more effectively detect and record handprints left by criminals at the scene of incidents;
- programs for improving video images received from surveillance cameras;
- programs and technical means for obtaining information from cell phones and SIM cards for them.
3. To consider the issue of conducting an experiment in a number of ATCs of the subjects of the Russian Federation on the introduction and use of the automated system "Viper".
4. Consider the issue of a deeper study of the experience of the English police in the formation and use of an automated database of the individual, the work of information and analytical units.
5. Consider purchasing for subdivisions of the SIAC of the Ministry of Internal Affairs of Russia and the Department of Internal Affairs (MVD) of the constituent entities of the Federation small-sized metal storages with mechanical feeders of rows for storing fingerprint cards (in plastic folders), in order to ensure convenience and speed in work, improve the conditions for their use and reduction of working areas for storing fingerprints.
6. Consider the possibility of creating a system in the ECC of the Ministry of Internal Affairs of Russia to monitor the results of the investigation and disclosure of crimes for which persons are identified, using the forensic records of the ECC, assigning them the responsibility for analyzing crimes committed in a similar way to which the identified person , possibly involved, and providing more complete information about the identified person.
WORKING CONDITIONS AND SOCIAL GUARANTEES OF OPERATIONAL POLICE OFFICERS B
ENGLAND AND WALES
Russia's desire to comply with international standards and the principles of a democratic state encourages Russian law enforcement agencies to interact and share their accumulated experience in various fields with police forces in various countries. We think it expedient to consider some issues of ensuring the conditions for the service of certified police officers in Great Britain, the organization of the police service of which is considered exemplary in Western Europe.
First of all, it should be noted that the formation of police units, as well as issues of professional training, are the responsibility of the regional authorities of England and Wales. All county ATC chiefs have the same positions and ranks - senior constable, and are appointed on a competitive basis after a long service in positions not lower than assistant or deputy chief of the ATC of an administrative entity.
The appointment of
EXPERIENCE
to a position is made by a special body - the Police Commission (an analogue of the Security Council of the subject of the Russian Federation) under the administration of the county, and approval after the presentation of the Commission - by the Minister of Internal Affairs.
The senior ATC officer, in addition to the senior constable, includes one deputy and three assistant senior constables, each of whom is responsible for several aspects of the work and is also appointed by the Police Commission. Positions and ranks of the middle level are called senior superintendent, superintendent, senior inspector, inspector; the junior staff includes sergeants and constables. Employees serving in the Criminal Police are called detectives, for example, detective sergeant, detective superintendent, etc.
All police positions above constable are available only to certified officers. Candidates for the vacant positions of sergeants and police inspectors (and for the assignment of the corresponding ranks) must pass qualifying examinations.
Applications for passing qualification exams for the position of sergeant are accepted for consideration only after the expiration of the candidate's internship period. Occupation of positions above the inspector does not require passing a qualifying examination, since these positions are filled exclusively on the basis of professional selection.
The UK police career structure can be simplified as follows:
1) appointment,
2) initial training course,
3) internship,
4) promotion,
5) resignation (retirement).
After being appointed to a position, a police officer can be sent to serve in any territorial unit, regardless of the place of permanent residence, desire to work in a certain place or a specific unit. Housing is not provided to police officers - the initiative in this matter should come from the policeman himself, but at the same time, the choice of place of residence is subject to the approval of a superior officer.
Immediately upon appointment, each officer is required to strictly comply with the
internal regulations and the Code of Professional Conduct, avoiding behavior that discredits the police service or entails the imposition of a penalty even for incomplete performance.
Police officers are prohibited from participating in political activities. One of the grounds for dismissal from the ranks of the police may be the inability or untimely payment of debt or credit obligations. Before being appointed to a position, each employee is tested not only in relation to financial viability, but also in relation to the applicant's lack of business interests that are incompatible with police service. Circumstances that are considered to be impeding admission to the service are the following:
- if the applicant owns or manages a private enterprise;
- if the applicant's spouse or relatives residing with him own a trade enterprise or shop in the administrative territory covered by the jurisdiction of the police department;
- if the applicant, his or her spouse or relatives living with him own an enterprise or have shares in an enterprise engaged in the sale of alcoholic beverages, or have similar business interests in the field of gambling or entertainment in the administrative territory to which jurisdiction applies police department.
Upon appointment, each new police officer is required to undergo a DNA test and fingerprints are taken from each of them, which are stored in a special database and used only for official purposes.
Upon appointment, new constables are required to complete a 2-year initial training course and a 2-year apprenticeship. The unit commander, under certain circumstances, has the right to extend this period. During the course of an internship, a police officer may be dismissed on the basis of complete misconduct or a serious violation of the Code of Professional Conduct. The trainee is notified about this a month before the dismissal or a monthly salary is given in return. In addition, retired pension contributions are returned.
EXPERIENCE
The responsibility for maintaining the required level of fitness lies entirely with each police officer. During the initial training and internship, physical fitness tests are regularly carried out. In subsequent years, police officers are required to take care of themselves, since failure to pass at least one test, as well as refusal to pass it, may lead to dismissal from the police.
Uniforms and items of service equipment are issued free of charge and upon dismissal or retirement are returned to the quartermaster service.
All nationalities living in the country are represented in the British police to ensure the rights of citizens. In addition, women, representatives of ethnic or sexual minorities have equal rights in employment. Appointments to higher positions are made solely on merit.
The police have a large number of staff associations and societies and partner organizations that provide material and moral assistance and support to employees. Among them stand out:
1) The National Association of Police Officers of African Descent, the main purpose of which is to protect the rights of its members, promote racial unity and equality in the performance of official duties by members of ethnic minorities in the UK police. The association was founded in November 1999;
2) The Gay Police Officers' Association, whose activities are aimed at ensuring equal opportunities for members of sexual minorities and promoting constructive relations between the police and gay communities.
Currently, 16,000 police officers are members of the Association;
3) British Police Women's Association. This organization is the only one in the country whose members are certified and civilian police officers of both sexes. The association aims to strengthen the role of women in the police force and to promote the study of the needs of female police officers. This organization is an associate member of the National Commission on Women's Rights and is part of the Commission for Ensuring the Rights of Citizens;
4) The Police Federation of England and Wales was established by the Police Act 1999 years. By law, police officers are prohibited from being members of trade unions, therefore, in order to ensure rights that affect their welfare and performance, all police officers up to the rank of superintendent are part of the federation. Now its members are 128 thousand people;
5) Association of Superintendents of England and Wales. Members of this association are also senior superintendents;
6) The Police Advisory Board is the police body that deals with pay and conditions of service.
The Police Federation has the highest weight among those named, as its members are the majority of police officers. It plays an important role, among other things, in coordinating efforts to create an environment conducive to improving the financial independence of police officers. To do this, the Federation enters into agreements with banking, mortgage and real estate structures, the subject of which is the development and adoption of financing and lending programs at reduced interest rates and bonus schemes.
Currently, there are such national police support programs as "Your Home" (in the field of lending to private housing construction in partnership with the Building Society of Britain), "Your Child's Future" (in the field of children's insurance in partnership with the National Children's Fund), "Family savings bank" (in the field of general lending), "Investment" (in the field of private investment in the securities market). The preferential conditions of these programs apply to all categories of police officers - certified and civilian employees, district commissioners and special (voluntary) constables, working and retired, as well as their parents, spouses, civil partners, siblings, children and grandchildren.
Police salaries are set annually by the Minister of the Interior on the recommendation of the Police Advisory Commission, subject to inflation, and the new salaries come into effect annually on 1 September. In addition to wages, the leadership of local police departments has the right to give incentive bonuses to its employees.
As of September 2006, the wages of junior and intermediate police officers in England and Wales are (in pounds sterling):
Inspectors
The salary of a newly appointed police inspector is £37,551 per annum (£39,198 in London). After three years of service in this rank, the salary rises to 40,731 pounds (in London, respectively, to 42,387 pounds sterling).
The above data allow us to conclude that the amount of annual payments is inversely proportional to the length of service. That is, the largest amount of wages relative to length of service falls on the most active period of work - the first three years of service. In subsequent years of service, there is less indexation of salaries, which indicates economic incentives to improve the professional level of police officers.
Upon joining the police force, each officer is automatically subject to the rules of the Police Pension Scheme, although other pension schemes may be used. Since the Police Pension Fund is a branch of the State Pension Fund, the amount of the State Insurance Contribution for police officers is reduced. But the amount of monthly deductions to the Police Pension Fund is quite large compared to other professions and amounts to 11% of wages. Part-time police officers pay contributions in proportion to their salary. Retirement savings made at another place of work before joining the police service can be transferred to an account in the Pension Police Fund.
By law, the retirement age of a police officer is 50 years of age or 25 years of service. However, an employee can retire before reaching the 50-year threshold, but still have 30 years of service. For example, constables and sergeants typically retire after 30 years of service, or around the age of 55. Police officers with higher ranks have the right to extend the service limit to five years.
The amount of the pension depends on the actual length of service and is the highest wage rate for the last three years of service with 25 years of service and 2/3 of the salary - with 30 years of service. At the request of the employee, a part of the amount accumulated in the Pension Fund can be issued in the form of a lump sum upon retirement. The amount of this amount depends on the age and length of service of the pensioner. Pension payments to retired or retired employees are indexed annually to inflation, but the indexation difference is paid only when the pensioner reaches the age of 55.
The normal full-time work week for a police officer is 40 hours on a shift basis. Each police department has the right to set its own duty schedule. Police officers below the rank of superintendent are given two days off a week, and when working in case of official necessity in excess of the established norm, compensation is paid. When performing official duties during public holidays, employees are also provided with time off or monetary compensation.
Currently, employees of all ranks and positions have the right to work in the police on a part-time basis. Internal regulations are applied to such employees in accordance with their work schedule. At the same time, due to the specifics of the service, night shifts cannot be excluded, although they are proportionally reduced. The only restriction is imposed on the period of training - police officers are required to work at least 24 hours a week (1248 hours a year). The two-year initial training course must also be completed in full.
The salary of part-time police officers is calculated in proportion to the full salary of the corresponding category of worker.
Since overtime is an operational necessity, part-time employees are entitled to compensation at the normal working hour rate (100%). In case of processing 40 hours a week, this category of employees receives additional monetary compensation in the amount of 133% of the daily
EXPERIENCE
pay rates.
For police officers, in particular full-time constables and sergeants, overtime is considered to be extra time after the end of a shift that cannot be communicated or scheduled in advance. In this case, the first 30 minutes of overtime will not be charged until four overtimes are reached within 7 days (the seven-day period starts from the first overtime).
Weekend work is compensated according to the following scheme:
- if the employee is notified 15 days in advance, then the day following the additional return to work is provided as a day off;
- if the employee is notified less than 15 days in advance, then a one-time monetary compensation is issued in the amount of 150% of the daily wage rate;
- if the employee is notified less than 8 days in advance, then a one-time monetary compensation is issued in the amount of 200% of the daily wage rate.
Holiday work is compensated as follows:
- if the employee is notified 8 days or more in advance, then a one-time monetary compensation is issued in the amount of 200% of the daily wage rate;
- if the employee is notified less than 8 days in advance, then a one-time monetary compensation is issued in the amount of 200% of the daily wage rate and an additional day of rest is provided (the employee may, at his/her request, refuse to pay in favor of an additional day of rest).
Full-time police officers of all ranks and positions are entitled to annual leave with full pay, which is usually divided into several parts. During the first five years of service, its duration is 21 working days for all categories of employees and increases in proportion to the length of service. Part-time employees have annual leave of the same duration, but are paid pro rata to actual hours worked.
Police officers are granted full paid sick or injury leave for up to 6 months in one calendar year, after which they are required to reimburse the finance department by
a 50% reduction in wages for 6 months in any calendar year.
In the UK, there is a traditional system of medical care for the population, the peculiarity of which is the presence of family doctors, who, as a rule, serve more than one generation of patients on a reimbursable basis. Therefore, there are no stationary hospitals and specialized clinics (polyclinics) for police officers. The only exception is the only full-time police doctor at the County Internal Affairs Directorate, whose duties include a voluntary primary medical examination when a patient applies, a mandatory examination of persons upon employment, and issuing health reports.
In some counties, there are only outpatient medical facilities and physiotherapy centers that operate on a fee basis in partnership with the Police Federation. The first such center was opened in the resort town of Harrogate back in 1898, and since then about 20 similar centers have been established in England and Wales. The budget of the average center is approximately 2.5 million pounds per year, and is formed mainly on the basis of contributions from members of the Federation and the Association of Superintendents (about 170,000 people), as well as donations from individuals and businessmen. Employees, as well as retired police officers, have the right to visit and receive treatment in these centers after registration of a paid annual subscription. The amount of contributions is available even to low-ranking employees, since it is no more than 1 pound per week.
Female police officers are entitled to maternity leave, which may be granted in whole or in part, between 6 months before and 9 months after the expected date of birth.
In addition, police officers who have served for a year or more without interruption are granted 3 months of fully paid parental leave starting from the 11th week before the expected date of birth, or if the child was born 15 weeks before the expected date of birth.
After the end of parental leave, female police officers have the right to return to work, and the management, as a rule, positively resolves the issue of providing opportunities to work .
After the birth of a child, police officers who are fathers, legal guardians of children or common-law husbands of mothers may be granted 5 days of fully paid leave. A similar leave is also granted in the event of the adoption of a child.
Upon completion of the training, police officers can apply to the management for a leave of absence at their own expense for up to 5 years. The need for constant patient care may serve as the basis for such treatment.
The decision on this issue is made only by the head of the county's police department, taking into account such issues as the quality of performance of official duties, the health of the applicant.
Unfortunately, the scope of this article does not allow us to consider the working conditions of certain categories of police officers. In subsequent issues, the features of the service of non-operational certified police officers, members of voluntary police units, as well as civilian police officers will be considered and analyzed.
Literature:
1. www.policecouldyou.co.uk
2. Federation Focus. The View of the West Yorkshire Police Federation. Issue 3/2005.
Inspector General of Police Kobi Shabtai demands that a thousand shekels be added to the salaries of police officers of all ranks, up to the heads of district departments and senior inspectors (“pakads”). Thus, we are talking about improving the conditions for 24,000 police officers, which is 86% of its personnel. Such an increase would require adding NIS 370 million a year to the police budget.
Shabtai insists that the increase should not be made by updating the numbers in the new public sector salary agreement, nor by tying police salaries to regular military salaries (a pegging that increased police salaries by thousands of shekels in 2019).
In other words, at the request of Shabtai, salaries in the future must be updated three times: for the first time - in a new agreement between the Histadrut and the Ministry of Finance, signed for the entire public sector; the second time - as a result of updating the salaries of IDF employees; for the third time - due to another increase, which is now being discussed.
The Inspector General's request was taken with surprise, because the police are already one of the highest paid structures in the public sector. And it is easier to attract staff to it, because the applicant does not need any experience or an academic degree in education.
Between 2015 and 2020, the average salary in the police increased by 20% and today is 19,106 shekels per month. And this is not counting benefits that are exceptional for the public sector, including reimbursement of expenses for telephone communications, a car, meals during working hours, there are preferential points for sports, etc.
In addition, police officers can retire earlier than others - at 56-57 years old, and the average their monthly pension ranges from 15,000 shekels for senior inspectors to 18,500 for officers. The policemen are guaranteed this by their pension funds, which amount to 4.8-5.8 million shekels each, which is 3-3.5 times the national average.
Shabtai's demands are also surprising because even now the cost of staff consumes 80% of the police budget. According to the report of the commissioner for wages, the share of wages in this structure has jumped over the period from 2015 to 2022 by at least 47%! These costs already require 11.6 billion shekels per year, which prevents the police from investing in equipment upgrades and technological development.
According to the commissioner's report, police salaries in Israel are 1.65 times higher than the national average, while, for example, in Germany, Britain and New Zealand they are only 1.3 times higher, and in some countries even less medium.
Ticking Bomb
Despite all this, Shabtai insisted on increasing salaries, and when his demand was rejected, said in response that he was freezing the implementation of the work efficiency plan, which was agreed in September last year with the Ministries of Finance and Homeland Security .
Nine months have passed since the night that Police Inspector General Kobi Shabtai and SHABAS High Commissioner Katy Perry signed a salary agreement in their structures. That agreement was designed to dismantle the budgetary bomb, on which both the police and Shabas sit, and open the way for them into the 21st century. The meaning of the agreement was that it abolished the automatic indexation of salaries, which increased the expenditure items of these organizations beyond measure and doubled their budgets in ten years. Shabtai and Peri agreed for the first time on the maximum salary bar, the possibility of retirement, the rank hierarchy. In exchange for this, every shekel saved in this way had to go towards the modernization and technological development of these archaic services.
But neither the policemen nor the jailers liked this agreement. Opposition to the inspector, who came from the Magava, grew stronger in the police. They liked the endless multiplication of high ranks and the increase in pay based on years of service without regard to performance. And of course, everyone was satisfied with the practice of “zero layoffs”, when low efficiency was covered by a simple increase in the number of employees. So, when the “budget fitness” was prescribed to the police, Shabtai himself’s position within the organization weakened. Especially after the tragedy on Mount Miron. Fermentation began in the leadership, so that soon the inspector general had the idea to buy silence for himself, to extinguish this fire with additional budget money.
“Due to the employment crisis affecting government agencies, including the police, as well as in light of layoffs and ongoing staffing shortages, I have decided to freeze commissions and termination hearings at this stage,” Shabtai said in a statement.
In other words, the police abandoned their commitment to lay off 10% of the employees hired five years ago every five years in order to prevent the least successful from continuing to rise through the ranks. Now this process is “frozen, until negotiations with the Ministry of Finance,” Shabtai said in a statement.
A similar mechanism for getting rid of excess labor has been in place in the Israel Defense Forces since 2015. But the Israeli police refused it for a long time - until the signing of the agreement last year. It was expected that in 2022 the police will part with 9% of employees hired in 2017. But the police point to a high dropout rate of youth and a sharp jump in retirements: more than a thousand policemen are expected to leave the service by the end of 2022, and ask for a review of the mechanism, although it initially provides for a recalculation in case of excess retirement.
In any case, the idea that an extra thousand shekels in salary will convince a novice policeman not to quit is doubtful.
