Benefits

Paid Holidays

The City of Doral observes 12 paid holidays per year.

1. New Year’s Day
2. Martin Luther King’s Birthday
3. Presidents Day
4. Memorial Day
5. Juneteenth
6. Independence Day
7. Labor Day
8. Columbus Day
9. Veterans’ Day
10. Thanksgiving Day
11. Friday after Thanksgiving
12. Christmas Day

In addition, employees received two (2) personal days and one (1) Birthday, which must be used before the end of the fiscal year.

SICK AND VACATION LEAVE

The City of Doral has separate sick and vacation leave for non-sworn employees which accrued on a monthly basis. 
Annual vacation leave shall accrue at the following rates:

Sick leave is earned at the rate of 8.0 hours per month, if on a forty (40) hour work-week. 

Employees may accumulate a sick time maximum of 1,040 hours if on a forty (40) hour work-week.

HEALTH INSURANCE

All Healthcare benefits for all employees are effective on the first of the month following 30 days of full-time employment. The City offers HMO, POS, and a High Deductible Health plan with a Health Savings Account. Those who choose the HDHP will receive a health savings account (HSA). The City of Doral will fund the HSA.

DENTAL PLAN

The City of Doral offers a PPO dental insurance plan.

VISION CARE

The City of Doral offers vision care benefits.

LIFE, SHORT-TERM AND LONG-TERM DISABILITY

The City of Doral offers life insurance at the rate of two (2) times the employee’s annual salary. In addition, the City offers both short-term and long-term disability plans which serve as income protection plans. The employee pays the full premium for this plan.

RETIREMENT BENEFITS

Employees participate in the City’s 401a retirement plan administered through ICMA. The plan requires employees to contribute a mandatory six percent (6%) of their base pay while the City contributes twelve percent (12%) of the employee’s base pay.

457 SUPPLEMENTAL PENSION

The City of Doral has a voluntary deferred compensation pension program available with ICMA where the employee can make contributions to their retirement.  The City does not make any contributions to this plan.

EDUCATION/TUITION REIMBURSEMENT

The City offers the Educational Reimbursement Program (ERP) established to provide educational assistance to full-time employees participating in training or educational programs designed to strengthen their abilities, which in turn directly benefit the City.  Employee must be with the City for a period of 6 consecutive months in a full-time capacity in order to be eligible for this benefit. The City will pay the State tuition rate to its members based on the letter grade obtained for each class.

BEREAVEMENT LEAVE

Upon approval of the Department Head, a full‐time employee may, upon request, be granted up to three (3) working days of leave with pay in the unfortunate event of a death in his or her immediate family, or up to five (5) working days of leave with pay to attend the funeral or memorial services of an immediate family member outside the State of Florida. The employee’s immediate family shall be defined as the employee’s spouse, father, mother, step-parents, natural, step and adopted children, brother, sister, father-in-law, mother-in-law, grandparents, brother-in-law and sister-in-law, grandparents-in-law, registered domestic partner, and child of a registered domestic partner.

The bereavement leave must be taken consecutively, and the employee must attend the funeral of the deceased family member to be eligible for bereavement leave. If an employee needs time in excess of that provided in this policy, he or she may request accrued vacation time, sick time, or PTO with the approval of their department head. The City reserves the right to request all pertinent information including deceased relative’s name, relationship of the employee to the deceased, the name and address of the funeral home, and the date of the funeral. Documentation such as a death certificate, or other documentation on the deceased may be required for approval of the leave.

VOTING LEAVE

Employees are encouraged to exercise their right to vote outside of their scheduled working hours. As such, all full-time employees as defined herein may be granted up to one hour of leave during polling hours in order to vote in federal, state or local elections, both primary and general elections. This time off shall be granted if it does not increase staffing cost or decrease departmental efficiency. 

Employees must request time off for voting in writing or via e-mail at least five (5) business days in advance to the Department Head or designee. The request for leave must clearly state that the employee needs leave in order to vote.

**THE CITY OF DORAL DOES NOT OFFER A RELOCATION PACKAGE **

ADMINISTRATIVE EMPLOYEES

The following employees are classified by the City as “Administrative Salaries” for purposes of the State of Florida Uniform Accounting Code: Deputy City Manager, Assistant City Manager/CFO, Building Director, Code Compliance Director, Community Development/Planning & Zoning Director, Parks & Recreation Director, Human Resources Director, Public Works Director, Finance Director, Information Technology Director, Communications Director, Procurement & Asset Management Director, Chief of Staff to the Mayor and Police Chief.

The City of Doral observes 12 paid holidays per year.

1. New Year’s Day
2. Martin Luther King’s Birthday
3. Presidents Day
4. Memorial Day
5. Juneteenth
6. Independence Day
7. Labor Day
8. Columbus Day
9. Veterans’ Day
10. Thanksgiving Day
11. Friday after Thanksgiving
12. Christmas Day

In addition, employees received two (2) personal days and one (1) Birthday, which must be used before the end of the fiscal year. Administrative Employees receive three (3) planning days.

Administrative employees can work the holiday on an hour for hour basis. Meaning, if a management employee works on a holiday, they can bank this day to be used at another date within the same month. Administrative Employees for City of Doral will not have separate sick and vacation leave; instead, employees will be provided “Personal Time Off (PTO).”  PTO can be used for any reason and any unused leave will continue to accrue.  The leave will accrue as follows: 

40 hours of PTO leave on the employee’s anniversary date. In addition, PTO is earned on a bi-weekly basis as follows:
 

VEHICLE POLICY

At the City Manager’s discretion, Administrative Employees may be provided a vehicle allowance or take-home vehicle.

PHONE ALLOWANCE

$100.00 per month or a City issued phone.

HEALTH INSURANCE

All Healthcare benefits for all employees are effective on the first of the month following 30 days of full-time employment. The City offers HMO, POS, and a High Deductible Health plan with a Health Savings Account. Those who choose the HDHP will receive a health savings account (HSA). The City of Doral will fund the HSA

DENTAL PLAN

The City of Doral offers a PPO dental insurance plan.

VISION CARE

The City of Doral offers vision care benefits.

LIFE, SHORT-TERM AND LONG-TERM DISABILITY

The City of Doral offers life insurance at the rate of three (3) times the employee’s annual salary. In addition, the City offers both short-term and long-term disability plans which serve as income protection plans.

RETIREMENT BENEFITS

Employees shall participate in the City’s 401a retirement plan administered through ICMA. The plan requires employees to contribute a mandatory six percent (6%) of their base pay while the City contributes twelve percent (12%) of the employee’s base pay.

457 SUPPLEMENTAL PENSION

The City of Doral has a voluntary deferred compensation pension program available with ICMA where the employee can make contributions to their retirement.  The City does not make any contributions to this plan.

EDUCATION/TUITION REIMBURSEMENT

The City offers the Educational Reimbursement Program (ERP) established to provide educational assistance to full-time employees participating in training or educational programs designed to strengthen their abilities, which in turn directly benefit the City.  Employee must be with the City for a period of 6 consecutive months in a full-time capacity in order to be eligible for this benefit. The City will pay the State tuition rate to its members based on the letter grade obtained for each class.

BEREAVEMENT LEAVE

Upon approval of the Department Head, a full‐time employee may, upon request, be granted up to three (3) working days of leave with pay in the unfortunate event of a death in his or her immediate family, or up to five (5) working days of leave with pay to attend the funeral or memorial services of an immediate family member outside the State of Florida. The employee’s immediate family shall be defined as the employee’s spouse, father, mother, step-parents, natural, step and adopted children, brother, sister, father-in-law, mother-in-law, grandparents, brother-in-law and sister-in-law, grandparents-in-law, registered domestic partner, and child of a registered domestic partner.

The bereavement leave must be taken consecutively, and the employee must attend the funeral of the deceased family member to be eligible for bereavement leave. If an employee needs time in excess of that provided in this policy, he or she may request accrued vacation time, sick time, or PTO with the approval of their department head. The City reserves the right to request all pertinent information including deceased relative’s name, relationship of the employee to the deceased, the name and address of the funeral home, and the date of the funeral. Documentation such as a death certificate, or other documentation on the deceased may be required for approval of the leave.

VOTING LEAVE

Employees are encouraged to exercise their right to vote outside of their scheduled working hours. As such, all full-time employees as defined herein may be granted up to one hour of leave during polling hours in order to vote in federal, state or local elections, both primary and general elections. This time off shall be granted if it does not increase staffing cost or decrease departmental efficiency. 

Employees must request time off for voting in writing or via e-mail at least five (5) business days in advance to the Department Head or designee. The request for leave must clearly state that the employee needs leave in order to vote.

**THE CITY OF DORAL DOES NOT OFFER A RELOCATION PACKAGE **

Summary of Benefits:

In this summary, we are providing general information, which will be helpful to you in evaluating the City of Doral Police Department as your premier place to work. If you have questions concerning a specific item or interpretation, please feel free to contact Human Resources at (305) 593-6760.

ALL EMPLOYEES OF CITY OF DORAL IN THE FOLLOWING CLASSIFICATIONS ARE COVERED UNDER COLLECTIVE BARGAINING AGREEMENT (CBA) POLICE OFFICERS & POLICE SERGEANTS.
A COPY OF THE CBA IS AVAILABLE IN THE CITY'S WEBSITE. YOU CAN ACCESS A COPY HERE: CLICK HERE FOR CBA

APPROVED HOLIDAYS:
The City of Doral observes 12 paid holidays per year.

1. New Year’s Day
2. Martin Luther King’s Birthday
3. Presidents Day
4. Memorial Day
5. Juneteenth
6. Independence Day
7. Labor Day
8. Columbus Day
9. Veterans’ Day
10. Thanksgiving Day
11. Friday after Thanksgiving
12. Christmas Day

Sworn employees may choose to bank holiday time worked on an hour for hour basis with no cap on leave accrued.

In addition, employees received two (2) personal days and one (1) Birthday, which must be used before the end of the fiscal year.

PAID TIME OFF (PTO)
Full-time sworn employees accrue paid time off (PTO) that can be used for any reason without accrual limits. Sworn employees do not accrue sick or vacation leave.

Forty (40) hours of PTO shall be added to the employee’s PTO balance on the anniversary of the employee’s hire date every year thereafter. Additionally, sworn employees shall accrue PTO on a bi-weekly basis at the following rates:

PTO shall NOT be earned or accrued by an employee during an unpaid leave of absence, suspension, or when the employee is otherwise on a non-pay status.

COMPENSATORY TIME (COMP. TIME)
Non-exempt sworn employees may earn compensatory (“comp”) time which is earned at the rate of one and one-half hours for each overtime hour worked. There shall be a maximum accrual of 480 hours of compensatory time. Employees who have accrued 480 hours of compensatory time will be paid overtime compensation for additional overtime hours worked.

ACCRUED LEAVE PAYOUT UPON SEPARATION
Non-exempt sworn employees who separate from City employment will be paid for all of their accrued compensatory time, regardless of their number of years of employment with the City.

DIFFERENTIAL PAY
Sworn personnel will be entitled to differential pay to reflect as follows:

Section 1: 5% for afternoon shifts commencing at 1:30 PM
Section 2: 10% for midnight shifts commencing at 9:30 pm

A memorandum of understanding (MOU) was approved via Resolution No. 23-94, which allows employees assigned to the Patrol section to work a 11.5 hours shift who start work between 5:00 PM to 4:45 AM to receive 10% for night differential. Employees assigned to this shift are not entitled to the additional pay listed under section 1 and 2 of Article 37. CLICK HERE FOR MOU

TAKE HOME VEHICLE PROGRAM
Sworn employees will be provided with a take home vehicle benefit after one calendar year of service at the following rates:

• Miami-Dade County residents pay nothing.
• K-9 and Motors pay nothing.
• Broward County residents pay $50.00 per month.
• Other counties residents are not provided with take home vehicles.

INCENTIVES (SEE ARTICLE 30)

• Hazard Pay – All Sworn personnel will receive 1.5%
• Patrol Pay- All personnel assigned to Patrol will receive 2%
• Field Training Officer (FTO) will receive 5%. This role is eligible for Hazard and Patrol Incentive.
• Traffic will receive 5%. This role is eligible for Hazard Pay.
• K-9 will receive 5%. This role is eligible for Hazard Pay.
• Motors will receive 5%. This role is eligible for Hazard Pay.
• Mounted Unit will receive 5%. This role is eligible for Hazard Pay.
• Internal Affairs will receive 5%. This role is eligible for Hazard Pay.
• GUI Non-Uniform Allowance- $25.00 Bi-weekly

REIMBURSEMENT OF EQUIPMENT:
Any approved personnel equipment lost or damaged in the line of duty and not as a result of the employee’s negligence shall be reimbursed by the City to the amount of actual replacement cost, not to exceed $200.00 for each item. Approved items are: Watch, Prescription sunglasses and Prescription eyeglasses). See Article 18.

COURT APPEARANCE PAY:
Any unit employee who is required to appear in court as a witness as a result of employment, and is not on duty during a regular shift, will receive payment for a minimum of 3 hours at 1 ½ the Officer’s regular rate of pay. See Article 29.

ACTING RANKS:
Any employee who is designated to act in a rank higher than his permanent rank and who actually performs the duties of a higher rank shall receive a 5% increase to his/her salary for at least two (2) consecutive work days in such capacity. See Article 36.

RETIREMENT BENEFITS:
Sworn employees are entitled to retirement benefits from the Florida Retirement System (FRS). This is a defined benefit plan where employees do not make contributions to their retirement except contributions required by the Florida Retirement System.

The City also offers a supplemental 457 deferred compensation plan where the employee makes contributions to his retirement, but the City does not make any contributions, except as provided below.

The City will not contribute the difference between the special risk rate and the regular class rate into the employee’s 401a retirement account for sworn personnel hired after June 24, 2010 who have retired under the FRS and are no longer eligible for the “special risk” retirement and who receive regular class rate contributions to their FRS plan. Those employees who were receiving the difference between the special risk rate and the regular class rate prior to June 24, 2010 will continue to receive the difference into the employee’s 401a retirement account. See Article 34.

HEALTH CARE BENEFITS
All Healthcare benefits for all employees are effective on the first of the month following 30 days of full-time employment. The City offers HMO, POS, and a High Deductible Health plan with a Health Savings Account. Those who choose the HDHP will receive a health savings account (HSA) through Optum Bank. The City of Doral will fund the HSA.

DENTAL PLAN
The City of Doral offers a PPO dental insurance plan.

VISION CARE
The City of Doral offers vision care benefits.

LIFE, SHORT-TERM AND LONG-TERM DISABILITY
The City of Doral will cover your life insurance at the rate of two (2) times the employee’s annual salary. In addition, the City offers both short-term and long-term disability plans which act as income protection plans.

EDUCATION/TUITION REIMBURSEMENT
The City offers the Educational Reimbursement Program (ERP) established to provide educational assistance to full-time employees participating in training or educational programs designed to strengthen their abilities, which in turn directly benefit the City. Tuition Reimbursement shall be at a State of Florida public University or college rate, regardless of whether the school is private or public, as follows: 50% for “A”, “B”, “C”, or “Pass” if Pass/Fail grading. Employee must be with the City for a period of 6 consecutive months in a full-time capacity in order to be eligible for this benefit. See Article 17.

BEREAVEMENT LEAVE
Upon approval of the Department Head, a full-time employee may, upon request, be granted up to four (4) working days of leave with pay in the unfortunate event of a death in his or her immediate family. The employee’s immediate family shall be defined as the employee’s spouse, father, mother, step-parents, natural, step and adopted children, brother, sister, father-in-law, mother-in-law, grandparents, brother-in-law and sister-in-law, and grandparent’s-in-law.

The four days of bereavement leave must be taken consecutively, and the employee must attend the funeral of the deceased family member to be eligible for bereavement leave. If an employee needs time in excess of four days, he or she may request accrued vacation time or PTO with the approval of the City Manager. The City reserves the right to request all pertinent information including deceased relative’s name, relationship of the employee to the deceased, the name and address of the funeral home, and the date of the funeral.

**THE CITY OF DORAL DOES NOT OFFER A RELOCATION PACKAGE **

THE CITY RESERVES THE RIGHT TO AMEND, MODIFY OR TERMINATE (IN WHOLE OR IN PART) ANY OF ITS BENEFITS PROGRAMS AT ANY TIME.

SMOKE FREE/DRUG FREE WORKPLACE
THE CITY OF DORAL MAINTAINS A SMOKE FREE AND DRUG FREE WORKPLACE.

EQUAL OPPORTUNITY EMPLOYER
THE CITY OF DORAL IS AN EQUAL OPPORTUNITY EMPLOYER.

Summary of Benefits:

In this summary, we are providing general information, which will be helpful to you in evaluating the City of Doral Police Department as your premier place to work. If you have questions concerning a specific item or interpretation, please feel free to contact Human Resources at (305) 593-6760.

ALL EMPLOYEES OF CITY OF DORAL IN THE FOLLOWING CLASSIFICATIONS ARE COVERED UNDER COLLECTIVE BARGAINING AGREEMENT (CBA) POLICE LIEUTENANTS.
A COPY OF THE CBA IS AVAILABLE IN THE CITY'S WEBSITE. YOU CAN ACCESS A COPY HERE: CLICK HERE FOR CBA

APPROVED HOLIDAYS:
The City of Doral observes 12 paid holidays per year.

1. New Year’s Day
2. Martin Luther King’s Birthday
3. Presidents Day
4. Memorial Day
5. Juneteenth
6. Independence Day
7. Labor Day
8. Columbus Day
9. Veterans’ Day
10. Thanksgiving Day
11. Friday after Thanksgiving
12. Christmas Day

Sworn employees may choose to bank holiday time worked on an hour for hour basis with no cap on leave accrued.

In addition, employees received two (2) personal days and one (1) Birthday, which must be used before the end of the fiscal year.

PAID TIME OFF (PTO)
Full-time sworn employees accrue paid time off (PTO) that can be used for any reason without accrual limits. Sworn employees do not accrue sick or vacation leave.

Forty (40) hours of PTO shall be added to the employee’s PTO balance on the anniversary of the employee’s hire date every year thereafter. Additionally, sworn employees shall accrue PTO on a bi-weekly basis at the following rates:

PTO shall NOT be earned or accrued by an employee during an unpaid leave of absence, suspension, or when the employee is otherwise on a non-pay status.

COMPENSATORY TIME (COMP. TIME)
Non-exempt sworn employees may earn compensatory (“comp”) time which is earned at the rate of one and one-half hours for each overtime hour worked. There shall be a maximum accrual of 480 hours of compensatory time. Employees who have accrued 120 hours of compensatory time will be paid overtime compensation for additional overtime hours worked. Unused compensatory time off shall be paid out by the City each year on or before September of that year. See Article 15.

ACCRUED LEAVE PAYOUT UPON SEPARATION
Non-exempt sworn employees who separate from City employment will be paid for all of their accrued compensatory time, regardless of their number of years of employment with the City.

DIFFERENTIAL PAY (SEE ARTICLE 36)
Sworn personnel will be entitled to differential pay to reflect as follows:

Section 1: 5% for afternoon shifts commencing at 1:30 PM
Section 2: 10% for midnight shifts commencing at 9:30 pm

A memorandum of understanding (MOU) was approved via Resolution No. 23-94, which allows employees assigned to the Patrol section to work a 11.5 hours shift who start work between 5:00 PM to 4:45 AM to receive 10% for night differential. Employees assigned to this shift are not entitled to the additional pay listed under section 1 and 2 of Article 37. CLICK HERE FOR MOU

TAKE HOME VEHICLE PROGRAM
Sworn employees will be provided with a take home vehicle benefit after one calendar year of service at the following rates:

• Beginning on October 1, 2022, Bargaining Unit Members shall not be required to pay the City a vehicle usage fee.

At 12:00 A.M. on September 30, 2025, Bargaining Members will revert to the following:

• Miami-Dade County residents pay $50.00 per month. Doral residents pay nothing.
  Broward County residents pay $100.00 per month. See Article 14.

INCENTIVES (SEE ARTICLE 29)

• Hazard Pay – All Sworn personnel will receive 1.5%
• Patrol Pay- All personnel assigned to Patrol will receive 2%
• Field Training Officer (FTO) will receive 5%. This role is eligible for Hazard and Patrol Incentive.
• Traffic will receive 5%. This role is eligible for Hazard Pay.
• K-9 will receive 5%. This role is eligible for Hazard Pay.
• Motors will receive 5%. This role is eligible for Hazard Pay.
• Mounted Unit will receive 5%. This role is eligible for Hazard Pay.
• Internal Affairs will receive 5%. This role is eligible for Hazard Pay.
• GUI Non-Uniform Allowance- $25.00 Bi-weekly

REIMBURSEMENT OF EQUIPMENT:
Any approved personnel equipment lost or damaged in the line of duty and not as a result of the employee’s negligence shall be reimbursed by the City to the amount of actual replacement cost, not to exceed $200.00 for each item. Approved items are: Watch, Prescription sunglasses and Prescription eyeglasses). See Article 18.

COURT APPEARANCE PAY:
Any unit employee who is required to appear in court as a witness as a result of employment, and is not on duty during a regular shift, will receive payment for a minimum of 3 hours at 1 ½ the Officer’s regular rate of pay. See Article 29.

ACTING RANKS:
Any employee who is designated to act in a rank higher than his permanent rank and who actually performs the duties of a higher rank shall receive a 5% increase to his/her salary for at least two (2) consecutive work days in such capacity. See Article 35.

RETIREMENT BENEFITS:
Sworn employees are entitled to retirement benefits from the Florida Retirement System (FRS). This is a defined benefit plan where employees do not make contributions to their retirement except contributions required by the Florida Retirement System.

The City also offers a supplemental 457 deferred compensation plan where the employee makes contributions to his retirement, but the City does not make any contributions, except as provided below.

The City will not contribute the difference between the special risk rate and the regular class rate into the employee’s 401a retirement account for sworn personnel hired after June 24, 2010 who have retired under the FRS and are no longer eligible for the “special risk” retirement and who receive regular class rate contributions to their FRS plan. Those employees who were receiving the difference between the special risk rate and the regular class rate prior to June 24, 2010 will continue to receive the difference into the employee’s 401a retirement account. See Article 34.

HEALTH CARE BENEFITS
All Healthcare benefits for all employees are effective on the first of the month following 30 days of full-time employment. The City offers HMO, POS, and a High Deductible Health plan with a Health Savings Account. Those who choose the HDHP will receive a health savings account (HSA) through Optum Bank. The City of Doral will fund the HSA.

DENTAL PLAN
The City of Doral offers a PPO dental insurance plan.

VISION CARE
The City of Doral offers vision care benefits.

LIFE, SHORT-TERM AND LONG-TERM DISABILITY
The City of Doral will cover your life insurance at the rate of two (2) times the employee’s annual salary. In addition, the City offers both short-term and long-term disability plans which act as income protection plans.

EDUCATION/TUITION REIMBURSEMENT
The City offers the Educational Reimbursement Program (ERP) established to provide educational assistance to full-time employees participating in training or educational programs designed to strengthen their abilities, which in turn directly benefit the City. Tuition Reimbursement shall be at a State of Florida public University or college rate, regardless of whether the school is private or public, as follows: 50% for “A”, “B”, “C”, or “Pass” if Pass/Fail grading. Employee must be with the City for a period of 6 consecutive months in a full-time capacity in order to be eligible for this benefit. See Article 17.

BEREAVEMENT LEAVE
Upon approval of the Department Head, a full-time employee may, upon request, be granted up to four (4) working days of leave with pay in the unfortunate event of a death in his or her immediate family. The employee’s immediate family shall be defined as the employee’s spouse, father, mother, step-parents, natural, step and adopted children, brother, sister, father-in-law, mother-in-law, grandparents, brother-in-law and sister-in-law, and grandparent’s-in-law.

The four days of bereavement leave must be taken consecutively, and the employee must attend the funeral of the deceased family member to be eligible for bereavement leave. If an employee needs time in excess of four days, he or she may request accrued vacation time or PTO with the approval of the City Manager. The City reserves the right to request all pertinent information including deceased relative’s name, relationship of the employee to the deceased, the name and address of the funeral home, and the date of the funeral. See Article 20.

**THE CITY OF DORAL DOES NOT OFFER A RELOCATION PACKAGE **

THE CITY RESERVES THE RIGHT TO AMEND, MODIFY OR TERMINATE (IN WHOLE OR IN PART) ANY OF ITS BENEFITS PROGRAMS AT ANY TIME.

SMOKE FREE/DRUG FREE WORKPLACE
THE CITY OF DORAL MAINTAINS A SMOKE FREE AND DRUG FREE WORKPLACE.

EQUAL OPPORTUNITY EMPLOYER
THE CITY OF DORAL IS AN EQUAL OPPORTUNITY EMPLOYER.