HomeMy WebLinkAboutExhibitPREAMBLE
WHEREAS, it is the intention of the parties to this Agreement to set forth herein the
entire agreement of the parties concerning matters which are within the scope of negotiation:
NOW, THEREFORE, in consideration of the mutual covenants and agreements herein
contained, the parties do mutually covenant and agree as follows:
city
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Union Date
ARTICLE 1
RECOGNITION
1.1 Pursuant to and in accordance with all applicable provisions of Chapter 447,
Florida Statutes, as amended, the City recognizes the UNION as the exclusive bargaining
representative for all employees included in the bargaining unit.
1.2 The bargaining unit is as defined in presently filed Certification issued by the
Florida Public Employees Relations Commission initially certified on June 6, 1978, Certification
#408, which includes all the classifications listed in APPENDIX A of the Agreement.
1.3 The City shall promptly notify the UNION in writing of any newly created
classifications within the City. The City shall also provide the Union with copies of requests for
audits of any bargaining unit positions when they are requested.
1.4 If there is a dispute between the parties regarding the inclusion or exclusion of
any classifications within the bargaining unit, the issue shall be settled in accordance with State
law.
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ARTICLE 2
REPRESENTATION OF THE CITY
2.1 The City shall be represented by the City Manager, the Director of Human
Resources or a person or persons designated in writing to the UNION by the City Manager. The
City Manager and the Director of Human Resources or designee shall have sole authority to
execute an Agreement on behalf of the City subject to ratification by an official resolution of the
City Commission.
2.2 It is understood that the City Representative or Representatives are the official
representatives of the City for the purpose of negotiating with the UNION. Negotiations
entered into with persons other than those as defined herein, regardless of their position or
association with the City, shall be deemed unauthorized and shall have no weight of authority
in committing or in any way obligating the City.
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ARTICLE 3
REPRESENTATION OF THE UNION
3.1 The UNION shall be represented by the President of the UNION, or by a person
designated in writing to the City Manager, the Director of Human Resources or designee by the
President of the UNION. The identification of representatives shall be made each year at least
fifteen (15) calendar days prior to April 1st. Said designation shall be accompanied by an
affidavit executed by said President that the UNION has complied with all requirements of
State law in effect at that time with respect to registration of the UNION.
3.2 The President of the UNION, or the person designated by said President, shall
have full authority to conclude an agreement on behalf of the UNION subject to ratification. It
is understood that the UNION representative is the official representative of the UNION for
the purpose of negotiating with the City. Negotiations entered into with persons other than
those as defined herein, regardless of their position or association with the UNION, shall be
deemed unauthorized and shall have no weight of authority in committing or in any way
obligating the UNION.
It shall be the responsibility of the UNION to notify the City Manager or the Director of Human
Resources in writing of any changes in the designation of the President of the UNION or of any
certified representative of the UNION.
3.3 The UNION may be represented at negotiation sessions by not more than four
(4) designated employee representatives. The four (4) employee representatives may be
permitted to attend negotiation sessions on duty with no loss of pay or emoluments except that
if one of the four (4) employee representatives is the UNION President on full-time release in
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accordance with the terms of Article 8, Attendance at Meetings/UNION Time Pool, then only
three (3) employees may be released from duty with no loss of pay or emoluments. If two (2) of
the four (4) employee representatives are the UNION President and the full-time release
designee, then only two (2) employee may be released from duty with no loss of pay or
emoluments.
City Date
Union i�) Date
AFSCME Local 1907 and City of Miami Negotiations
Union Proposal — August 18, 2021
ARTICLE 4
MANAGEMENT RIGHTS
4.1 The City has and will continue to retain, whether exercised or not, the
right to operate and manage its affairs in all respects, and the powers and authority not
abridged, delegated or modified by the express that is incorporated in this agreement and
attached hereto or referred to herein, in addition to any MOU entered into during the term of
this Agreement. AFSCME, Local 1907 and the City retain the right to bring forth additional
MOUs which were entered into by both parties and incorporate them as part of the Agreement
after notification of the respective party (AFSCME, Local 1907/City Manager or designee) who
will confirm the authenticity of the MOUs. Otherwise, any changes of terms and conditions of
employment shall not be recognized Any future MOU that amends the collective bargaining
agreement shall be subject to Florida Statutes, Chapter 447, Part II.
The parties agree to a sunset provision that begins at the ratification of this labor
Agreement wherein any MOU that is not included with the labor Agreement will be
considered null and void.
The rights of the City, through its management officials, shall include, but shall
not be limited to, the right to determine the organization of City Government; to
determine the purpose of each of its constituent departments to exercise control and
discretion over the organization and operations of the City; to set standards for service
to be offered to the public; to direct the employees, including the right to assign work and
overtime; to hire, examine, classify, promote, train, transfer, assign, and schedule
employees; to change employee's work schedules; to suspend, demote, discharge, or take
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other disciplinary action against employees for proper cause; to increase, reduce,
change, modify or alter the composition and size of the work force, including the right
to permanently or temporarily layoff, furlough or otherwise relieve employees from
duties because of lack of work or funds or for other legitimate reasons; to determine the
location, methods, means, and personnel by which operations are to be conducted,
including the right to determine whether goods or services are to be made or purchased;
to establish, modify, combine or abolish positions; to change or eliminate existing
methods of operation, equipment or facilities; and to establish rules, regulations and
rules of conduct.
With regard to changing employees' work schedules, the City agrees to give the
Union and the affected employees at least thirty (30) days written notice of the proposed
change and to take into consideration, and make a good faith effort to accommodate
any undue hardship (medical or otherwise) that the schedule change may impose upon
the employee. The failure to accommodate such alleged undue hardship shall not be
subject to the Grievance procedures, so long as the City complies with State and Federal
laws. The City also agrees to convene a Labor Management Meeting with the Union (if
the Union so requests in writing) during those thirty days. Further, whenever a change
affects a classification that is assigned to work on more than one shift, the City shall
allow employees to bid for shifts by classification seniority, and shall notify employees
of their assigned shifts at least thirty (30) days prior to implementation of the change
Re -bids shall be once every October.
4.2. The City has the sole authority to determine the purpose and
mission of the City, to prepare and submit budgets to be adopted by the City
Commission. This shall not prohibit the UNION from expressing its views to the legislative
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body at the public budget.
4.3 If the City fails to exercise any one or more of the above functions from
time to time, this will not be deemed a waiver of the City's right to exercise any or all of
such functions. This provision will in no way alter or diminish the rights afforded by
Article 7, Prevailing Benefits.
4.4 Those inherent managerial functions, prerogatives and policy -making
rights which the City has not expressly modified or restricted by a specific provision in
this Agreement are not in any way, directly or indirectly, subject to the Grievance
Procedure contained in this Agreement.
4.5 Delivery of municipal services in the most efficient, effective and courteous
manner is of paramount importance to the City of Miami. Such achievement is
recognized to be a mutual obligation of both parties within their respective roles and
responsibilities.
4.6 The City retains the right to establish, and from time to time to amend,
rules and regulations not in conflict with this Agreement.
AFSCME Local 1907
City of Miami
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ARTICLE 5
NO STRIKE
5.1 "Strike" means the concerted failure to report for duty, the concerted absence of
employees from their positions, the concerted abstinence in whole or in part by any group of
employees from the full and faithful performance of their duties of employment with the City,
participation in a deliberate and concerted course of conduct which adversely affects the services
of the City, picketing or demonstrating in furtherance of a work stoppage, either during the
term of or after the expiration of a collective bargaining agreement.
5.2 Neither the UNION nor any of its officers, agents, and members, nor any UNION
members, covered by this Agreement, will instigate, promote, sponsor, engage in, or condone
any strike, sympathy strike, slowdown, sick-out, concerted stoppage of work, picketing in
furtherance of any of those acts or any other interruption of the operations of the City.
5.3 Each bargaining unit member who holds a position with the UNION occupies a
position of special trust and responsibility in maintaining and bringing about compliance with
this Article and the strike prohibition in F.S. 447.505 and the Constitution of the State of
Florida, Article I, Section 6. Accordingly, the UNION, its officers, stewards and other
representatives agree that it is their continuing obligation and responsibility to maintain
compliance with this Article and the law, including their responsibility to abide by the
provisions of this Article and the law by remaining at work during any interruption which may
be initiated by others; and their responsibility, in event of breach of this Article or the law by
other employees and upon the request of the City, to encourage and direct bargaining unit
member violating this Article or the law to return to work, and to disavow the strike publicly.
City - Date ��! 6 Union" Date �"�
5.4 Any or all employees who violate any provision of the law prohibiting strikes or
of this Article may be dismissed or otherwise disciplined by the City, and any such action by the
City shall be appealable to the Civil Service Board.
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ARTICLE 6
DISCRIMINATION
6.1 The City and the UNION agree that the provisions of this Agreement shall be
applied equally to all employees in the bargaining unit without discrimination as to age, sex,
marital status, race, color, creed, national origin, religion, disability, sexual orientation, or
political affiliation.
6.2 The City agrees not to interfere with the right of the employees to join or not join
the UNION, and there shall be no discrimination, interference, restraint or coercion by the City
or the UNION because of UNION membership or non -union membership.
6.3 The UNION recognizes its responsibilities as bargaining agent and agrees to
represent all employees in the bargaining unit without discrimination, interference, restraint
or coercion.
6.4 Any claim of discrimination by an employee against the City, its officials or
representatives, other than a claim of discrimination in violation of section 6.2, shall not be
grievable or arbitrable under the provisions of Article 14 - Grievance Procedure, but shall be
subject to the method of review prescribed by law or rules and regulations having the force and
effect of law.
6.5 The UNION shall not be required to process the grievance of a nonunion
member.
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ARTICLE 7
P-REVAILLN-Cl IJENEFIT�S,
7.1 Job bentfits, homtofte authorized by the City Manager continuously enjoyed
by all employees covered by this Agreement, and not specificafly provided for 6r abridged by
this Agreement, shrill continue upon the conditions by which they had been previously granted.
71 Provided, however., nothing in this Agreement shall obligate the City to
continue practices or methods which are ansafe, obsolete, inefficient or uneconomical. Disputes
over the application of this Section may be. subject to the Grievance Procedure.
73 If the City desires to change such job benefits, the matter shall be negotiated
between the City and the UNION in accordance with. Chapter 447, Fart:It, Florida Statutes,
CW Date Union
Al
Date
AFSCME Local 1907 and City of Miami Negotiations
Union Proposal — July 23, 2021
ARTICLE 8
ATTENDANCE AT MEETINGSIUNION TIME POOL
8.1 The President of the UNION or a designated representative shall be
allowed to attend regular meetings and special meetings of the City Commission,
State or National UNION Conventions, the Civil Service Board, the Equal
Employment Opportunity Advisory Board and the Pension Plan Board. Time off for
the UNION President or any other bargaining unit employees to attend these or other
similarly approved meetings will be in accordance with Section 2 of this Article.
8.2 A UNION time pool is hereby authorized subject to the following*
A. The City agrees to establish an annual time pool bank of 8,500
hours to be used in accordance with the provisions of this
Article. All unused hours will be carried over to the following
calendar year.
B. For each bargaining unit member, except the UNION
President, or a designee, when on full-time release, who is
authorized to use time from the UNION time pool, the
President shall fill out the appropriate form as provided for by
the City. This form shall be signed by the UNION President
and forwarded to the Department Director a minimum of
seven (7) calendar days prior to the time the employee UNION
representative desires such leave. A copy shall also be
forwarded to the Director of Human Resources or designee. It
is understood on rare occasions the seven (7) day time limit
may not be met. The President shall forward a detailed
explanation to the Director of Human Resources or designee
as to why the seven (7) day rule was not met.
C. Bargaining unit members shall be released from duty only if
the needs of the service permit, but such release shall not be
unreasonably denied. If because of the needs of the service a
bargaining unit member cannot be released at the time
desired, the UNION may request an alternate bargaining unit
member be released from duty during the desired time.
D. In reporting a bargaining unit member's absence as a result of
utilizing the UNION Time Pool, the daily attendance record
shall reflect:
"Bargaining Unit Member Doe on AL" (Authorized Leave)
E. Any injury received or any accident incurred by a bargaining
unit member whose time is being paid for by the UNION time
pool, or while engaged in activities paid for by the UNION time
pool, except the UNION President and the designee when on
full-time release shall not be considered a line -of -duty injury,
nor shall such injury or accident be considered to have been
incurred in the course and scope of employment by the City of
Miami within the meaning of Chapter 440, Florida Statutes,
as amended.
F. Upon written request to the Director of Human Resources or
designee, the President of the UNION, and the two (2)
designees will be released for the term of this Agreement from
his/her regularly assigned duties for the City. The terms of
this agreement for such release are only to be implemented if
the following qualifications are met by the UNION:
1. The UNION President and the two (2) designated
representatives, will reasonably be available through
the UNION office currently located at 4011 W. Flagler
Street, Suite 405, Miami, Florida 33134, for consultation
with the Management of the City of Miami.
2. No requests to attend meetings at the City's expense as
the UNION representative will be made to the City by
the UNION, its officers, agents or members.
3. The Time Pool will be charged for all hours during which
the UNION President and the two (2) designees are on
off -duty up to a forty (40) hour work week, except that
absence due to vacation leave, sick leave, holidays, or
compensatory leave will be charged to the President's
employee leave accounts.
G. On no more than one occasion per month, the UNION Executive
Board members may meet during their scheduled work shift for a
period not to exceed four (4) hours. At no time will more than
eight (8) employees be released to attend such meetings, and the
Time Pool shall be charged a minimum of four (4) hours for each
employee who attends such meetings. Release of employees for
this purpose shall be conditioned upon compliance with other
provisions of this Article.
8.3 All applicable rules, regulations and orders shall apply to any
bargaining unit employees on time pool release. Violations of the above -mentioned
rules, regulations and orders shall subject the bargaining unit employees on pool time
to regular disciplinary processes.
8.4 The City reserves the right to rescind the provisions of this Article in
the event any portion of the Article is found to be illegal. Cancelling the Article shall
not preclude further negotiations of future employee time pool.
8.5 Except as provided above, bargaining unit employees who attend
administrative or judicial hearings shall not be compensated by the City unless such
attendance is on behalf of and at the request of the City.
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AFSCME Local 1907 City of Miami
ARTICLE 9
UNION STEWARDS
9.1 Employees within the bargaining unit shall be represented by no more
thanten(10) Stewards i
set tbr-th in Seetiefi 9.7. The UNION shall Au-nish the Department of Human
Resources Managem a list of the Stewards' and alternate Stewards' names and
their assigned steward areas, and shall notify Human Resources of changes to the
list within seven (7) work days
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9.2 When requested by an employee, a steward may only investigate any
alleged or actual grievance in his/her assigned steward area-,--t$ p---, _4A-A - -n- seetion
-94. He/She will be allowed reasonable time therefore during working hours without
loss of time or pay upon notification and approval of his/her immediate supervisor
outside the bargaining unit. Such release time will be granted consistent with the
needs of the service but will not unreasonably be withheld.
9.3 UNION business, other than that cited above, shall be conducted so as
not to interfere with the work assignment of stewards or any other employees,
9.4 A non -employee UNION Representative may consult with employees
in assembly areas before the start of each work shift or after the end thereof,
9.5 Should an employee UNION representative covered by this Agreement
be released on the Attendance at Meetings/UNION Time Pool Article said employee
may substitute for the steward, but in no event shall the steward and the employee
UNION representative both investigate the same grievance or appear for the meeting
called to resolve the grievance. Should the UNION President desire the UNION
Steward, as described in Section 9.2, to attend a Step 3 grievance meeting, the
steward may be released to attend said meeting with any time loss to be charged to
the UNION Time Pool.
9.6 An alternate &teward may be appointed for each steward a-s�,*�=d
f8f The alternate Estowcard will be utilized by
management when management is unable to reach the UNION steward or the
UNION Ssteward cannot be spared for the assigned duties at the time and all
provisions of this Article shall apply to alternate Setewards as well as regular
&tewards.
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ARTICLE 10
CONTRACT DISTRIBUTION
10.1 The City agrees to furnish copies of this contract to each department director
where UNION members are employed and said department directors shall make the contract
available for employee examination at the employee's request.
City'
DateUnion Date 0-.
ARTICLE 11
NOTICES
11.1 The City agrees to provide to the UNION, the following: Agendas of regular and
special City Commission meetings (except where exempt by applicable law), regular and special
Pension Board meetings, regular and special Civil Service Board meetings and hearings,
Charter Review and Reform Committee meetings, and Finance Committee meetings.
11.2 Upon request by the UNION, the City further agrees to provide the UNION with
a complete copy of all current written standard operating procedures, and rules, regulations or
departmental orders, and any amendments thereto, for any department in which bargaining unit
members are assigned.
11.3 The Union shall be provided advance notice of all new employee orientations
involving bargaining unit members and shall be allowed up to one-half (1/2) hour to speak
thereat.
City �' Date Ka-0-of Union Date C>°�
ARTICLE 12
BULLETIN BOARDS
12.1 The City shall provide bulletin board space which shall be used only for the
following notices:
A. Recreation and special affairs of the UNION
B. UNION Meetings
C. UNION Elections
D. Reports on UNION Committees (including the UNION Political Action
Committee)
12.2 Notices or announcements shall not contain anything political or reflecting
adversely on the City or any of its officials or employees; notices or announcements which violate
the provisions of this section shall not be posted. This shall not preclude endorsements for the
Civil Service Board or the Pension Board. Notices or announcements posted must be dated and
must bear the signature of the UNION President or designee. In the event any non -UNION
material is posted on the bulletin board, it shall be promptly removed by a representative of the
UNION or by a representative of the City.
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ARTICLE 13
DUES CHECKOFF
13.1 During the term of this Agreement, the City agrees to deduct UNION
membership dues and uniform assessments, if any, in an amount established by the UNION
and certified in writing by an accredited UNION officer to the City from the pay of those
employees in the bargaining unit who individually make such request on a written check off
authorization form provided by the City. Such deduction will be made by the City when other
payroll deductions are made and will begin with the pay for the first full pay period following
receipt of the authorization by the City. The UNION shall advise the City of any uniform
assessment or increase in dues in writing at least thirty (30) days prior to its effective date.
13.2 This Article applies only to the deduction of membership dues and uniform
assessments, if any, and shall not apply to the collection of any fines, penalties, or special
assessments.
13.3 Deductions of dues and uniform assessments, if any, shall be remitted by the City
during the week following each biweekly pay period to a duly authorized representative as
designated in writing by the UNION. The City shall deduct from the remittance an amount for
the cost of dues check off. The amount will be calculated at two ($.02) cents for each employee
deduction, each payroll period, and ten ($.10) cents for each addition or deletion to the check off
register.
13.4 In the event an employee's salary earnings within any pay period, after
deductions for withholding, Social Security, retirement, group health insurance, and other
priority deductions, are not sufficient to cover dues and any uniform assessments, it will be the
City Date
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Union �7 Date
responsibility of the UNION to collect its dues and uniform assessment for that pay period
directly from the employee.
13.5 Deductions for the UNION dues and/or uniform assessment shall continue until
either: 1) revoked by the employee by providing the City with thirty (30) days' written notice
that he/she is terminating the prior check off authorization, 2) the termination of the
authorizing employee, 3) the transfer, promotion, demotion of the authorizing employee out of
this bargaining unit, or 4) the revocation or suspension of dues deduction as certified by the
duly authorized UNION representative.
13.6 The UNION shall indemnify and hold the City, its officers, officials, agents and
employees harmless against any claim, demand, suit or liability (monetary or otherwise) and
for all legal costs arising from any action taken or not taken by the City, its officials, agents and
employees in complying with this Article. The UNION shall promptly refund to the City any
funds received in accordance with this Article which are in excess of the amount of dues and/or
uniform assessments which the City has agreed to deduct.
13.7 The City will not deduct any UNION fines, penalties or special assessments from
the pay of any employee.
13.8 The dues check off authorization form provided by the City shall be used by
employees who wish to initiate dues deduction.
City Date — 0 13 Union ~�' I Date '
AFSCME Local 1907 and City of Miami Negotiations
Union Proposal - August 18, 2021
ARTICLE 14
GRIEVANCE PROCEDURE
14.1 It is agreed to and understood by both parties that there shall be a
procedure for the resolution of grievances arising from the application or
interpretation of this Agreement.
14.2 A grievance is any dispute, controversy or difference between (a) the
parties, (b) the City and an employee or employees on any issues with respect to, on
account of, or concerning the meaning, interpretation or application of this
Agreement or any terms or provisions thereof. A grievance shall refer to the specific
provision or provisions of this Agreement alleged to have been violated. Any grievance
not conforming to the provisions of this paragraph or that contains non -identification
of specific violations of the Agreement shall be denied and not eligible to advance
through the steps of the Grievance Procedure, including arbitration.
14.3 Nothing in this Article or elsewhere in this Agreement shall be
construed to require the UNION to process a grievance (a) on behalf of any employee
without his/her consent, or (b) with respect to any matter which is the subject of a
grievance, appeal, administrative -action before a governmental -board or -agency, or
court proceeding, brought by an individual employee or group of employees, or by the
UNION. Oral and written reprimands/warnings/deficiencies shall not be considered
grievable under this Agreement or the Civil Service Board.
14.4 It is further agreed by the UNION that with respect to disciplinary
actions, employees covered by this Agreement shall make an exclusive election of
remedy prior to filing a Step 2 or Step 3 Grievance. Such choice of remedy will be
made in writing on the form to be supplied by the City.
The Election of Remedy form will indicate whether the aggrieved party or
parties wish to utilize the Grievance Procedure contained in this Agreement, or
process the grievance, appeal or administrative action before a governmental board
or agency. Such selection of redress other than through the Grievance Procedure
contained herein shall preclude the aggrieved party or parties from utilizing said
Grievance Procedure for adjustment of said grievance.
14.5 The number of "working days" in presenting a grievance and receiving
a reply from the different levels of supervision shall be based upon a forty (40) hour,
five (5) day work week, Monday through Friday, not including City-wide holidays.
Any grievance not processed in accordance with the time limits provided below, shall
be considered conclusively abandoned. Any grievance not answered by Management
within the time limits provided will automatically advance to the next higher step of
the Grievance Procedure. Time limits can only be extended by mutual agreement of
the UNION and Department Director or the Director of Human Resources or
designee. Such agreed to extensions shall be followed up in writing.
14.6 Where an employee covered by this Agreement elects to represent
himself or be represented by someone other than the UNION, the City will respond
through its management representatives consistent with the following steps and time
limits. Said response will not be inconsistent with the Labor Agreement and a
representative of the UNION will be given an opportunity to be present and receive
a copy of the written response.
14.7 A grievance shall be processed in accordance with the following
procedure:
Step 1.
The aggrieved employee shall discuss the grievance with his/her immediate
supervisor outside the bargaining unit within ten (10) working days of the occurrence
which gave rise to the grievance. A City employee UNION representative will be
given a reasonable opportunity to be present at any meeting called for the resolution
of such grievance. The immediate supervisor, outside the bargaining unit, shall
attempt to adjust the matter and/or verbally respond to the employee within ten (10)
working days.
Where a grievance is general in nature in that it applies to a number of
employees having the same issue to be decided, or if the grievance is directly between
the UNION and the City, or when a grievance is filed due to an employee's dismissal,
it shall be presented directly at Step 3 of the Grievance Procedure, within the time
limits provided for the submission of a grievance in Step 1 by the UNION President.
If the grievance relates to a disciplinary action, the Election of Remedy form as
provided in Section 14.4 of this Article must be completed and attached to grievances
presented directly at Step 3. All grievances must be processed within the time limits
herein provided unless extended in writing by mutual agreement between the
Director of Human Resources or designee and the UNION President or grieving
employees.
Step 2.
If the grievance has not been satisfactorily resolved at Step 1, the employee or the
UNION representative may pursue the grievance to the second step of the Grievance
Procedure. With regard to disciplinary actions, if the aggrieved party or parties elect
the remedy other than the Grievance Procedure (Civil Service) contained herein, the
grievance shall be withdrawn and conclusively abandoned. The employee or the
UNION Representative shall reduce the grievance to writing on the standard form
provided for this purpose and present such written grievance to the Department
Director concerned within ten (10) working days from the time the supervisor has
given his/her oral response to Step 1. The Department Director or designee and
Management personnel concerned shall meet with the employee and the UNION
Representative and shall respond in writing to the UNION within ten (10) working
days from receipt of the written grievance.
Step 3.
If the grievance has not been satisfactorily resolved at Step 2, the employee
and/or the UNION President may present a written appeal to the Director of Human
Resources or designee within ten (10) working days from the time the Step 2 response
was due in Step 2. The Director of Human Resources or designee shall meet with the
employee and/or the UNION President and shall respond in writing to the UNION
within ten (10) working days from receipt of the appeal.
Step 4.
If the Grievance is not settled at Step 3, it may upon written request of the UNION
President within ten (10) working days after receipt of reply or answer be referred to
arbitration.
14.8 The arbitration proceeding shall be conducted by an arbitrator selected
by the employer and the UNION. The selection process of the arbitrator between the
employer and the UNION will take place within twenty (20) days after notice is given.
If the parties fail to select an arbitrator, the Federal Mediation and Conciliation
Services, or some other mutually agreed upon service, shall be requested to provide
a minimum panel of five (5) arbitrators. Both the employer and the UNION shall
alternately strike a name from the panel until one remains. The party requesting
arbitration shall strike the first name; the other party shall then strike one name.
14.9 The arbitration shall be conducted under the rules set forth in this
Agreement and under the rules of the American Arbitration Association. Subject to
the following, the arbitrator shall have jurisdiction and authority to decide a
grievance as defined in this Agreement. The arbitrator shall have no authority to
change, amend, add to, subtract from or otherwise alter or supplement this
Agreement or any part thereof or any amendment thereto. The arbitrator shall have
no authority to consider or rule upon any matter which is stated in this Agreement
not to be subject to arbitration or which is not a grievance as defined in this
Agreement, or which is not specifically covered by this Agreement; nor shall this
Collective Bargaining Agreement be construed by an arbitrator to supersede
applicable laws in existence at the time of signing this Agreement.
14.10 The arbitrator may not issue declaratory or advisory opinions and
shall confine himself/herself exclusively to the question which is presented to him,
which question must be actual and existing.
14.11 The fee and expenses of the arbitrator shall be paid by the party which
loses the appeal to arbitration. Each party shall fully bear its own costs regarding
witnesses and representation. Should any individual bargaining unit member bring
a grievance under this Article on his/her own, he/she shall be required to post a bond
of an estimated one-half (1/2) of the expenses of the hearing with the arbitrator before
the hearing may be scheduled.
14.12 Copies of the award of the arbitration made in accordance with the
jurisdiction or authority under this Agreement shall be furnished to both parties
within thirty (30) days of the hearing and shall be final and binding on both parties.
14.13 Consistent with Chapter 447.401, the UNION shall not be required to
process grievances or be liable for any expenses for employees covered by this
Agreement who are not members of the UNION. Where non-members or any
employee covered by the Agreement elects not to be represented by the UNION,
written responses shall be given to the employee and to the UNION.
14.14 A request for review of complaints under Civil Service Rule 16.2 may
only be made by full-time classified service employees. Such requests under Rule
16.2 shall be denied where the request does not cite the applicable Civil Service
Rules) which is the basis of the complaint; or, where the issue relates to a matter
covered by the Collective Bargaining Agreement. This section shall be limited solely
AFSCME Local 1907
City of Miami
ARTICLE 15
EMPLOYEES' BILL OF RIGHTS
15.1 When an employee has reasonable grounds to conclude that his/her participation
in an investigatory interview will result in his receipt of disciplinary action, the employee may
request that a UNION representative be present at the interview. The employee's
representative shall confine his/her role in the interview to advising the employee of his/her
rights and assisting in clarification of the facts. Upon request, the City will make a reasonable
effort to contact the employee's choice of representative, and shall give the representative
sufficient time to get to the interview location, but shall not be obligated to delay the interview
for more than sixty (60) minutes.
15.2 Investigatory interviews shall be conducted at a reasonable hour, preferably
while the employee is on duty, unless the seriousness of the investigation is of such degree that
immediate action is required. If the employee is required to be interviewed outside his assigned
work schedule, he/she shall be paid overtime in accordance with Article 27.
15.3 At the commencement of the interview, the employee shall be advised of the
subject matter of the investigation.
15.4 The parties agree to abide by the law with respect to the use of polygraphs.
City 4
Date a-- o 14 Union '�:S lt4 Date 9, ( -�) a 0 a
ARTICLE 16
DISCIPLINARY PROCEDURES
16.1 In cases where it becomes necessary to discharge or otherwise discipline a
permanent, classified employee covered by this Agreement, a representative of management
shall give notice of said discipline to the, employee. Such notice of discipline shall be confirmed
in writing to the employee and the UNION no later than five (5) working days following the day
of discharge or imposition of discipline, excluding Saturdays, Sundays, holidays and the day of
occurrence.
16.2 Employees who have not attained permanent status in the classified service, or
who are entrance probationary employees, may not grieve disciplinary action under the
provisions of this Agreement.
16.3 If an appeal of any discharge or other disciplinary action, excluding oral or
written reprimands, is filed with the Civil Service Board in accordance with the Board Rules
and Regulations, such appeal shall be an automatic election of remedy and shall waive any right
on the part of the employee or the UNION to file or process a grievance under the terms of this
Agreement protesting such discharge or other disciplinary action. Should an employee elect to
grieve discharge or other disciplinary action, excluding an oral or written reprimand, such
grievance shall be made only in accordance with the terms of the Grievance Procedure Article
as contained in this Agreement.
16.4 Verbal counselings, records of formal counseling, written reprimands and written
warnings shall be null and void and shall not be used against the employee after a period of
three (3) years.
City of 0+ ! 7 Date ( 15 Union Date ` 1
16.5 Entrance probationary employees who were appointed to a position but who did
not complete the required probationary period may be discharged or demoted any time prior to
the expiration of the probationary period. The employee shall not be accorded a hearing before
the Civil Service Board or access to the grievance procedure contained herein. A probationary
employee who is in probationary status due to a promotion shall be returned to a former
classification in which the employee held permanent status. If an employee who is in
probationary status due to a promotion is rolled back, he or she may appeal the decision to the
Director of Human Resources. Such appeal shall be made within five (5) days' notice of the roll
back, in writing, and the decision of the Director will be final.
f'
City I\. Date
16 \ �c l
Union � � Date ! �� �
D `
ARTICLE 17
LOSS OF EMPLOY ENT
171 Employees shall lose their seniority and their employment shall be
terminated for the following reasons:
I. Discharge if not reversed.
2. Resignation. An. employee who voluntarily submits a
resignation either orally or in writing shall have the right to
withdraw said resignation for up to twenty-four (24) hours
from submission, If submission occurs on a day preceding a
weekend or holiday or the employee's regular day off, the
employee shall have to the close of the employee's next regular
working day to withdraw said resignation,
3. Abandonment of position, An employee absent for a period of
three (3) workdays without notification of valid reason to the
City and who has no legitimate reason for not notifying the City
of his/her absence,ivay be considered as having resigned. Said
resignation shall only be reviewed, if applicable, by the City
Manager or the Director of Human Resources or designee.
4. Unexcused failure to return to work when recalled frown layoff,
as set forth in the, recall procedure,
5. Unexe-ased failure to return to work after expiration of a formal
leave of absence. An employee who fails to return froin a formal.
leave of absence will be considered as having resigned. Said
resignation shall only be reviewed, if applicable, by the City
Manager or the Director of Human Resources or designee,
6Retirement.
T Layoff for a continuous period of eighteen (18) months,
17.2 For purposes of Rule 14, any loss of employment due to a department
restructuring, department reorganizing, downsizing or abolishment of a position
shall be treated the same as a "layoff".
Permanent employees subject to layoff shall be demoted or transferred to those
classes in which the employee held previous status, consistent with Civil Service
Rules and Regulations not withstanding Article 24, Section 24. 1, Wages,
If the employee has ton (10) years of full-time consecutive classified service
with the City and has never held permanent status in another position, the employee
may be demoted or transferred by management in accordance with his/hex seniority
to another position in the bargaining unit that is as close to the employee's present
class and wage level as possible andwhich he/she is able to perform and qualified to
-fill. The employee must make a written request for such demotion or transfer within.
three (3) working days after notification of layoff.
Such request shall be made to the Director of Human Resources or designee.
Management shall have the right to determine such person's ability and
qualifications to fill a position without recourse through the grievance procedure or
any other appeals procedure with exception of the following,
Should the individual transferred or demoted feel that the position determined
by Management is not the one closest to their previous salary level for which they are
qualified, the employee may appealwithin three (3) working days of notice of the new
assignment only to a two (2) person committee made tip of the Director of Human
Resources or designee and the UNION President shall convene a meeting with the
Federal Mediation and Conciliation Service Commissioner who shall review the
placement and render an advisory decision to the parties.
Employees transferred or demoted under this Section shall replace the least
senior employee in the position which he/she occupies. If the employee's regular
position subsequently becomes available, consistent with, Civil Service Rules and
Regulations, he/she shall be promoted and transferred, back to his regular position.
It is understood by the UNION and the City that nothing in Section 17,2
guarantees the employee a job nor is the City obligated to create a job, but the City
will make a good faith effort to place the individual do ted or 1 1 off consistent
with t h' 1, Lnguage of Section 17,2.
V
Fr the dity For the Uriioti
Date. T�
ARTICLE 18
EMPLOYEE EVALUATION
18.1 Permanent full-time classified employees covered by this Agreement will be
evaluated utilizing the appropriate evaluation forms as approved by the Human Resources
Department. The evaluation will be provided on the employee's anniversary date.
18.2 Prior to distribution of an evaluation, the Department Director shall review the
supervisor's ratings to check for consistency and that the criteria in the evaluation system has
been met. Employees evaluated will be given a copy of the evaluation rating. Should an
evaluation be downgraded after the employee's initial evaluation by his/her immediate
supervisor, the employee will be given a copy of the downgraded evaluation rating. Only a copy
of an unsatisfactory rating will be forwarded to the UNION President. Any employee rated
below satisfactory by Management will be given an opportunity to improve to a satisfactory
level. Failure to improve will result in disciplinary action up to and including termination. This
section shall not apply to permanent full-time classified employees serving in a probationary
promotional appointment.
18.3 Permanent full-time classified employees serving in a probationary promotional
appointment must successfully complete the probationary period within the time frame
provided (6 to 12 months), unless the Department Director recommends an extension of said
time frame. Any person hired or promoted into an Emergency Dispatcher position in the Police
Department or the Fire -Rescue Department shall serve an eighteen (18) month probationary
1
r
City Date 17 _ _� Union 6_ Date C9•- �` `
period. Extensions of probationary periods shall be approved by the Director of Human
Resources or designee.
18.4 Unsatisfactory rating of permanent full-time classified employees not serving in
a promotional appointment shall cause the employee to appear before the Civil Service Board
to show cause why he/she should not be removed, suspended, or reduced in grade. Should an
employee covered by this section feel the unsatisfactory rating was incorrect, he may grieve the
rating consistent with the Grievance Procedure. However, any grievance concerning the
employee's unsatisfactory evaluation will be consolidated with any discipline appeal should the
employee be removed, suspended or reduced in grade because of the unsatisfactory evaluation.
z
city F Date
18
Union Date
ARTICLE 19
AMIVERSARY INCREASE
19,1 Salary increases recognizing satisfactory service within established pay
ranges are provided for in the City's salary schedule,. On written approval from the
Department Director, employees shall receive a one-step increase in salary, not to
exceed the maximum step rate, Those employees receiving approved anniversary
increases when submitted during the first seven (7) days of the payroll period, shall
receive the higher rate of pay for the full pay period. Those employees receiving
approved increases from the eighth (8th) to the fourteenth (14th) day of the payroll
period shall receive their anniversary increase effective the start of the following pay
period. All anniversary increases shall be subject to review for accuracy by the
Department of Human Resources,
19.2 Leaves of absence without pay or suspension of any duration shall
delay anniversary increases by the same number of workdays,
M3 Anniversary increases are not automatic. Anniversary increases shall
be awarded only on the basis of continued satisfactory service by the employee and
on the positive> approval of the Department Director. A Department Director may
withhold anniversary increase-, due to excessive absenteeism resulting from
tardiness, sick leave usage and/or until such time as, in the Department Director's
judgment, the employee's service within the classification meets the standards of
satisfactory performance for the position, Employees whose anniversary increases
are delayed or denied shall be notified of the reasons for the action being taken.
Employees whose anniversary increases are delayed or denied due
solely to tardiness or sick leave usage may request a review of the denial by the
Director of Human Resources or designee, whose decision shall be final and binding.
19.4 Effective October 1, 2017, for purposes of receiving merit increases and
adjustments, the anniversary date of "Affected Employees" (as that term is defined
in the Settlement Agreenient for Case No, 17-001.234-CA-01) shall revert back to
the Affected Employee's date of hire into, his/her current classificat'
For the For the Union
Date:
ARTICLE 20
EMPLOYEES ACTING WITHIN THE SCOPE OF AUTHORITY
20.1 Whenever a civil or criminal action is brought against a bargaining unit
employee, while in the course of his/her City on -duty employment, and while acting within the
scope of his/her authority, the City shall have the option to pay legal costs and attorney fees;
not to exceed one hundred and twenty five ($125.00) dollars per hour or provide legal counsel
where: a) the bargaining unit employee is found not to be liable or guilty, and b) when the
plaintiff requests dismissal of the suit.
20.2 The City will neither provide legal representation nor pay any claim or judgment
entered against any bargaining unit employee if the claim or judgment arises from any of the
following:
1. Any unauthorized and/or criminal act;
2. Any intentional tort;
3. Gross negligence or misconduct; or
4. While under the influence of alcohol, drugs or illegal substances.
19 --V) � 0 J )
City. Date Union Date t�,.
ARTICLE 21
WORKING OUT OF CLASSIFICATION
21.1 A department director, or designee, may direct an employee to serve in a
classification higher than the classification in which an employee currently holds status.
Employees assigned to work out of classification shall meet the minimum job requirements for
the position being filled.
21.2 In the event an employee is assigned work of a higher classification as provided
for in Section 21.1 of this Article, the employee will be granted a one-step increase or the rate
for the first step of the higher classification, whichever is greater, for all time worked out of
classification in excess of thirty (30) consecutive calendar days. If the employee is assigned
working out of classification in a job basis position, the employee will be granted compensation
as provided for in this section, however, the employee is not entitled to overtime. Employees
performing work lower than their current classification are not entitled to working out of
classification pay.
21.3 Method of Qualifying Incumbents of Classified Positions Allocated to
New or Higher Levels - Whenever an occupied position has been allocated to a new or higher
classification, the incumbent thereof shall be qualified for the new classification in one of the
following manners:
(a) If the incumbent has been performing satisfactorily at the new or higher level for a
period of four years or more and has held permanent status in the previous
classification, he/she shall receive the new or higher classification with permanent
status, without further examination; or
2°
City Date �— , ? _ `�( Union � 0 Date
(b) If the incumbent has been performing satisfactorily at the new or higher level for a
period of two years or more and less than four years, and has held permanent status
in the previous classification, he/she shall be given a qualifying examination, the scope
of which shall be at the same level of difficulty as normally given for the same or like
classification, and if successful therein, he/she shall receive the new or higher
classification with permanent status.
(c) In the event the incumbent does not qualify under (a) or (b) above, he/she shall be
returned to his/her previous classification (i.e., the position held prior to working out
of class), and the position filled from the appropriate eligible register.
21.4 During any on -job training program designed to upgrade employees' skills, those
employees in such training shall not be eligible for additional compensation as provided in
Section 21.2 of this Article.
21.5 In order to initiate an acting assignment, the employee's immediate supervisor
shall, upon assigning an employee to an acting assignment, immediately complete the necessary
notification form as provided by the City. Upon notification of an employee placed on acting
assignment, the Human Resources Department shall conduct an evaluation to determine the
eligibility of the employee assigned to the acting assignment in accordance with this article.
21 c- . k!�-A
City Date ^ % ` � Union J Date
J
ARTICLE 22
RES17LUNCH PERIODS
22.1 All ernployees'work schedules shall provide for a fifteen -minute rest period
during eacli four (4) hour work period.
22,2 Employees who do not take a rest period due to work conditions or by
personal choice may not lengthen lunch periods, cover an employee's late arrival or early
departure, nor may it be regarded as cumulative if it is not taken.
22.3 Employee lunch periods are not compensated by the City and therefore may
not cover an employee's rest period, late arrival or early departure.
22A The.City shall corngnsqte Ernergengy Dispatchers, EmerRency Disi)atcher
Supervisors,Scene
Investigators 1, Crime Scene
Date:, , / — l
ARTICLE 23
LINE OF DUTY INJURIES
23.1 Workers' Compensation Medical and Indemnity Benefits. To the extent
required by, and subject to the limitations specified in, Chapter 440, Florida Statutes, the City
will provide workers' compensation indemnity benefits to any bargaining unit member who
sustains a compensable line of duty injury or illness as provided by the Workers' Compensation
Law of the State of Florida.
23.2 Supplemental Salary
23.2(a) Any bargaining unit member who is disabled as a result of an accident, injury
or illness covered by Chapter 440, Florida Statutes, will be granted supplementary salary,
subject to the terms and conditions set forth below. Supplemental salary will be paid in the
form of a continuation of the bargaining unit member's regular paycheck as provided by
Resolution No. 39802. This check will include those indemnity payments provided for under
the Workers' Compensation Law.
23.2(b) Full-time Civil Service employees who have permanent status with the City as
of September 30, 1981 shall receive supplementary pay which, when added to the workers'
compensation benefits shall not exceed 100% of the employee's weekly pay prior to the line of
duty injury, accident, or occupational disease for the period of entitlement to full supplementary
pay
All other employees and Civil Service employees hired subsequent to September 30, 1981, shall
be eligible for supplementary pay and workers' compensation pay to the.extent that the total of
such benefits shall not exceed eighty (80) percent of the employee's weekly pay prior to the line
City. Date � Union Date
of duty injury, accident, or occupational disease. This benefit shall take effect only after the
employee has been disabled for a period in excess of seven (7) calendar days.
23.2(c) Unless extended as provided below, supplementary salary will be granted for a
period not to exceed 150 consecutive days from the date of covered accident, injury or illness.
Such supplementary salary may be extended up to an additional 60 consecutive days upon
approval of the City Manager or his designee. The 150 days begin when the bargaining unit
member is actually placed on "D". If the bargaining unit member is removed from "D," the non
"D" time will not apply to the 150 days period.
23.2(d) If an employee remains temporarily disabled beyond the period of time in which
he is entitled to collect supplementary pay benefits, he/she shall be entitled to 2/3 "D" pay for
the additional period of his/her temporary disability pursuant to current practices.
23.2(e) If an employee becomes permanently and totally incapacitated from the further
performance of the duties of his/her classified position he/she shall petition the retirement board
for retirement.
The 2/3 "D" pay as described above shall be carried by the department until the retirement is
granted or denied.
23.2(0 At any time during his/her absence from duty claimed to be the result of a line of
duty injury while an employee is collecting City supplementary pay, the employee shall be
required, upon the request of the City Manager, or his/her designee, to submit to a physical
examination by a physician designated by the City Manager within fifteen (15) days of the
request. If such employee, without cause, as determined by the City Manager, shall fail to
City
t
f f r 23
Date _ '�f Union �� Date e���
submit to the examination at the time specified, all City supplementary salary benefits will be
terminated.
23.3 Deductions:
In the event a bargaining unit member receives supplementary salary as
referenced in this Article, the City will make payroll deductions under the following terms and
conditions:
Deductions required by law, "mandatory deductions," including, but not limited to, social
security, withholding and Medicare, will be made automatically to the supplemental salary
portion only.
All non -mandatory deductions including, but not limited to, a bargaining unit member's
pension contribution', medical, life and other insurance contributions, and all other non -
mandatory and voluntary deductions will be made by the City on the bargaining unit member's
behalf only to the extent that sufficient funds are then available. The City will not make any
non -mandatory and voluntary deductions if the combined workers' compensation benefits and
supplementary salary are insufficient to cover the amount of the deduction(s). If there are not
sufficient funds available, the bargaining unit member will be responsible for making payments
for the non -mandatory and voluntary deductions directly to those providers and creditors who
would have otherwise been paid through the City's payroll deduction process.
The parties agree that this process is intended to provide the employee with these
paychecks without interruption of payroll and payroll deductions on a bi-weekly basis. Should
the employee notify the City by contacting Risk Management that he/she does not want a
1 The amount of the pension contribution shall be based on "earnable compensation" as defined by Miami Code Section 40-191
City Date r 24 Union y� _ Date T
combination of Workers' Compensation indemnity pay included with the supplemental wage for
the purposes of making regular deductions, the Workers' Compensation check will be
distributed separately through the third party administrator and the City will only pay the
supplemental wage minus federally mandated deductions. i.e. withholding, social security and
Medicare. All other non -mandatory deductions, including pension, medical, life and other
insurance contributions and all other non -mandatory and voluntary deductions will not be made
and the bargaining unit member will be responsible for making all payments directly to those
providers and creditors who would have otherwise been paid through the City's payroll
deduction process.
For any reason, should any calculations or deductions made based on the above protocols
result in the employee owing money to the City, Risk Management will audit the employee's
payroll process immediately upon the discovery of monies owed to determine why such
arrearages occurred. The findings will be immediately brought to the attention of the employee
and a resolution will be proffered and arrangements will be made to rectify monies owed.
No supplementary pay will be paid to any bargaining unit employee whom is injured or
becomes ill while performing an act intended to injure or hurt one's self or another.
23.4 Any condition or impairment of health suffered by employees in the classification
of Identification Technician and Property Specialist caused by Acquired Immunity Deficiency
Syndrome (AIDS), Hepatitis, Pulmonary Tuberculosis, or Meningococcal Meningitis shall be
presumed to have been accidental and to have been suffered in the line of duty unless the
contrary be shown by satisfactory evidence. Employees either currently in the classification or
promoted or hired into the classification of Identification Technician and Property
City Date j �" 4 25 Union�1. Date
Specialist who refuses to take a medical examination and all of its components relating to the
presumptions within this article, shall not be entitled to the presumption outlined in this section
and Florida Statutes 112.18.
The presumption in favor of employees referred to in this section shall not apply to any
other contagious diseases which may be contracted by employees. Furthermore, the
presumption shall only be applicable to worker's compensation and disability pension benefit
determinations. Nothing in this section shall be construed as a waiver of the City's rights under
applicable state law.
23.5 Nothing in this Article shall be construed as a waiver of the City's rights under
applicable State law.
23.6 Employees may utilize available leave balances in combination with medical hold
provided that they report their intention to use their leave in accordance with the standard
reporting protocols in their respective departments.
City
26
Date t 1 — � Union
Date
AFSCME Local 1907 and City of Miami Negotiations
Union Proposal — August 18, 2021
ARTICLE 24
WAGES
24.1 Effective October 2, 2021, employees newly hired by the City into
classifications assigned to an "IT" Pay Grade shall be placed on the applicable "IT
Schedule B."
Employees shall receive a 3% across the board wage increase effective October
1, 2020. Effective October 1, 2021, employees shall receive a 2% across the board
wage increase. Effective October 1, 2022, employees shall receive a 1% across the
board wage increase and a non -pensionable pay supplement equivalent to 1% of their
■o:.:�iiru..�.�ri.•iweo.i•�iri�a.i.i.rori:moo �o:.i�.:i�yar:r�.i.•i naan.m�i•..�►ann� s�iin:. i�ii����.����
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•
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Upon ratification, new step schedules will be implemented for bargaining unit
members as set forth in the attached Appendices. Under the step schedules, each step
increase will be worth five percent (5%) to the base.
Bargaining unit members will continue to be eligible for step increases upon a
satisfactory evaluation in accordance with Article 19.1 and in accordance with the
time delineated in Article 24.4, below.
Before a permanent bargaining unit member is laid off, the employee shall
have the opportunity to fill any position held by a temporary employee, provided the
bargaining unit member meets the minimum requirements set forth in the job
description. In such cases, the temporary employee shall be displaced.
Bargaining unit employees hired on or after October 1, 1998 may be laid off in
accordance with Civil Service Rules and Regulations and/or applicable City policies.
24.2 All changes in salary for reasons of promotion, demotion, or working
out of class, shall be effective the first day of the payroll period following the effective
date of the change.
Employees hired into a classified Civil Service position shall have their date of
hire changed to reflect their commencement as a classified Civil Service position and
shall satisfactorily serve a probationary period of one (1) year commencing with the
date of entry into a permanently budgeted classification and prior to gaining
permanent status in the classified service.
Existing classified Civil Service employees shall satisfactorily serve a
probationary period of six (6) months commencing with the date of promotion into a
permanently budgeted classified Civil Service position.
24.3 A night shift differential of $.60 per hour will be paid to bargaining
unit employees for work assigned who work a regular established between the
-
shift differential will only be paid for hours actually worked during the night shift
differential period and will not be paid for any overtime hours. Night shift differential
shall not be used in calculating average earnings for pension purposes.
24.4 Bargaining unit members shall become eligible for a five percent (5%)
one (1) step increase upon a satisfactory evaluation in accordance with 19.1 according
to the table below:
Step 2 5% after one (1) year at Step 1
Step 3 5% after one (1) year at Step 2
Step 4 5% after one (1) year at Step 3
Step 5 5% after one (1) year at Step 4
Step 6 5% after one (1) year at Step 5
Step 7 5% after one (1) year at Step 6
Step 8 5% after one (1) year at Step 7
Step 9 5% after two (2) years at Step 8
Step 10 5% after two (2) years at Step 9
Step 11 5% after two (2) years at Step 10
Step 12 5% after two (2) years at Step 11
Step 13 5% after two (2) years at Step 12
Step 14 5% after two (2) years at Step 13
Step 15 5% after two (2) years at Step 14
24.5 Bargaining unit employees shall satisfactorily serve a probationary
period of one year prior to gaining permanent status in the classified service.
Any bargaining unit employee, upon normal retirement from City service, or
separating under honorable conditions, who has served for a period of twenty-five (25)
years or more, shall be granted, at the time of his normal retirement or honorable
separatUyAgre
ndred seventy-three and three tenths (173.3) hours of pay.
Tentatid to by:
AFSCME Local 1907 City of Miami
ARTICLE 25
PAY SUPPLEMENTS
25.1 Employees shall receive no additional pay supplements except as are
specifically provided by this Agreement. Any pay supplements/tool allowance
provided by this Agreement shall not be used in calculating average earnings for
pension purposes or included in a bargaining unit member's base rate of pay for
purposes of payoff of sick leave or vacation upon separation or retirement from the
City.
25.2 Only those employees holding permanent status within the occupation
of Heavy Equipment Mechanic within the City, and Heavy Equipment Mechanic
Supervisor in GSA, shall receive a seven and one half percent (7%%) pay supplement
added to their base rate of pay should they be continually assigned to on -call rotation.
Said pay supplement shall be deemed to fully satisfy any on -call pay obligation which
might be construed to exist under the Fair Labor Standards Act.
25.3 Those employees within the occupation of Emergency Dispatcher who
are actively assigned the duty of training new Emergency Dispatchers shall be
entitled to receive a five percent (5%) per pay period pay supplement for the actual
full pay period they are assigned in a training capacity by their supervisor.
Should the City feel the need to have an audit performed for the
purpose of determining whether a separate training occupation is desirable, the City
may discontinue this plus item and assign said duties to the person or persons holding
said Emergency Dispatcher Trainer classification.
City Date1" D-t+ 0 Union S KDate —�-1� �,D a I
25.4 All Police Emergency Dispatchers, Emergency Dispatcher Supervisor,
Police and Emergency Dispatch Assistants assigned to Police Communications shall
receive a five percent (5%) pay supplement if the employee holds and maintains the
Quality Assurance Proficiency (QAP) rating in accordance with Police Standards
after a period of three (3) months.
25.5 All Fire Emergency Dispatchers, Emergency Dispatcher Supervisor,
Medical/Fire and the Communications Center Supervisor, Medical/Fire assigned to
Fire Communications shall receive a five percent (5%) pay supplement if the
employee holds the National Academy of Emergency Medical Dispatcher (NAEMD)
certification in accordance with the Fire Department standards.
25.6 All employees specified above shall receive the QAP or NAEMD pay
upon ratification of the contract as set out above. Should any employee specified
above fail to maintain his/her QAP rating or the NAEMD certification, the
supplementary pay shall cease. Upon re -qualifying for the QAP rating and thereafter
maintaining the QAP rating for a period of three (3) months, the employee shall again
receive the QAP pay.
Upon re -qualifying and thereafter maintaining the NAEMD certification, the
employee shall again receive the NAEMD pay. In no instance shall any individual
receive both QAP and NAEMD pay supplements as specified herein at the same time.
25.7 Fire Garage Mechanics and Supervisors who obtain Emergency
Vehicle Technicians certificates, shall receive a one percent (1%) pay supplement for
City Date
Union_ Date '\ 'k`o 3,\
every two (2) licenses that mechanics and supervisors obtain and maintain, up to a
maximum of five percent (5%) for holding a minimum of ten (10) approved licenses.
All Department of General Services Administration fleet employees and
supervisors who obtain Automotive Service Excellence (ASE) certification, shall
receive a one percent (1%) pay supplement for every two (2) licenses obtained and
maintained, up to a maximum of five percent (5%) for holding a minimum of ten (10)
of the following licenses:
Automobile Series
Al: Engine Repair
A2: Automotive Transmission Transaxle
A3: Manual Drive Train and Axles
A4: Suspension and Steering
A5: Brakes
A6: Electrical/Electronic Systems
A7: Heating and Air Conditioning
A8: Engine Performance
Medium/Heavy Truck Series
T1: Gasoline Engines
T2: Diesel Engines
T3= Drive Train
T4: Brakes
T5: Suspension and Steering
T6: Electrical/Electronic Systems
T7: Heating, Ventilation & A/C
T8: Preventive Maintenance Inspection
Truck Equipment Installation and Repair Series
El: Truck Equipment Installation and Repair Specialist
City Date-a'S-a� Union:S Date Z,O ak
E2: Electrical/Electronic Systems Installation and Repair
E3= Auxiliary Power Systems Installation and Repair
Advanced Level Series
L1: Automobile Advanced Engine Performance Specialist
L2: Med/Hvy Vehicle Electronic Diesel Engine Diagnosis Specialist
25.8 Latent Print Examiners and Latent Print Examiner Supervisors who
are certified by the International Association of Identification as latent print
examiners shall receive a 5% pay supplement.
City Date Q.- .�3 1 Union Date`s
ARTICLE 26
SALARY BASIS/EXEMPT
26.1 Those classifications listed in Appendix A with a salary basis/exempt designation
are considered salaried employees and exempt from coverage under the Fair Labor Standards
Act which precludes eligibility for overtime.
26.2 Salary basis/exempt employees are expected to work a pay rate equal to eighty
(80) hours per pay period plus any additional time over and above the normal eighty (80) hour
pay period that is needed to properly perform the duties of the position. Use of vacation and
sick leave are to be properly recorded when used. Personal Time Off (PTO) shall be granted
consistent with Administrative Policy 1-06. Time worked in excess of the normal eighty (80)
hour pay period shall not be compensated nor credited in any way. However, when time is taken
off under this provision, it is required that such time taken be recorded as PTO.
26.3 Requests for time off by salary/exempt employees shall be considered on an
individual basis consistent with the needs of the City and the performance record of the
employee, and approval shall not be unreasonably withheld.
26.4 PTO leave shall not be utilized in units of more than one (1) week unless
authorized by the City Manager.
City Date `
27
Union Date
ARTICLE 27
—OVERTIME(COMPENSATORY TIME
27.1 All authorized hours worked in excess of an eligible employee's normal
work week shall be considered overtime work, Non-exempt/hourly employees shall
not perform any work prior to their normal work hours, during their lunch hour, or
after their normal workhours unless specifically authorized by a management
supervisor,
27.2 Non-exempt/hourly employees performing compensablo overtime work
shall, at their discretion, be paid time and one-half (1%) at their regular hourly rate
of pay or shall be given scheduled compensatory time off at the rate of time and one-
half for such work, Compensatory time off shall be taken in not less than fifteen (15)
minute increments, This overtime rate shall be all inclusive and no additional
overtime pay shall be paid to those employees working a holiday.
27.3 The maxim -am accumulation of compensatory time hours is one
hundred fifty (150) hours. It an employee takes compensatory time off, the hours in
his/her bank shall be appropriately reduced by such time off. If an employee leaves
the service of the City and cashes in his/her compensatory leave bank, the hours
therein. shall be valuated on the basis of the employee's regular rate of pay. The rate
of pay shall not be less than, the higher of the employees final regular rate, of pay or
the average regular rate of pay during the last three (3) years of employment.
27.4 Employees covered by this Agreement who are appointed to job
1; asi_.4exempt classifications and w-ho have, compensatory time banked, shall. at time,
Tate S" al., Union
cityD
AL - ......... . ... Date
of such appointment be paid for all compensatory time at their rate of pay prior to
such appointment.
27.5 Overtime will be distributed as equally as practical to the best ability
of the Supervisor in charge among the employees within a division of the City, who
have completed their probationary period (with the exception of Emergency
Dispatchers, Emergency Dispatch Assistants, and Emergency Dispatch Supervisors.,
who shall be eligible for overtime despite being in probationary status), by shift and
classifications, according to seniority within the classification, A new overtime list
by classification will be posted every two pay periods as a guide for such distribution.
The remedy for the failure to offer overtime shall be that the employee shall be offered
an equal or comparable amount of overtime at the next opportunity.
27.6 The overtime list by classification will be made up of all employees in
that classification. If an employee refuses overtime, is sick, on vacation or on an
excused absence the City will move to the next employee in line on the overtime list.
For call-back overtime, if the employee does not answer his/her phone the City will
move to the next employee in line on the overtime list. This provision is not to be
interpreted as, meaning the employee is not subject to call-back while on vacation or
excused absence.
27.7 As each overtime opportunity arises the City will move through the
overtime list until it has offered the last employce on the list an overtime opportunity.
Thereafter, the City will move to the top of the list and begin with the most senior
employee on the overtime list,
City Date 13 Union - Date
27.8 The provisions of this Article do not restrict the City's right to mandate
employees to work overtime. In the event the City must order overtime work within
a unit or area of assignment, the most junior employees of the affected classification
will be ordered first to work the required overtime.
27,9 If this method results in obviously inequitable distribution of overtime,
the Director of Human Resources or designee and the UNION President will work
out a method of correcting such inequity.
City /LQ' /'�— Date Union Data �kom
ARTICLE 28
GROUPINSURANCE
28.1 Summary Plan Document
The City and the UNION agree that the Summary Plan Document (SPD)
(entitled City of Miami Life and Health Benefits) shall be immediately updated to reflect
descriptions of the current benefit. Plan design and all plan benefits shall be those outlined
within the updated version of the employees benefits handbook and shall not be changed
without mutual agreement of the City and the UNION. The updated and finalized SPD shall
be provided to the City's Plan Administrator (TPA) and the TPA will administer the Plan
benefits in accordance with the definitions and other language agreed to and contained in the
SPD.
Life and Accidental Death and Dismemberment (AD&D)
The City agrees to pay $8.08 per all eligible bargaining unit member per pay
period to the UNION to provide life insurance coverage in the amount of $40,000.00 and AD&D
coverage in the amount of $80,000. The UNION, has secured a multiyear rate guarantee from
the provider, Reliance Standard. The UNION agrees to continue to secure life insurance and
accidental death and dismemberment coverage for all the eligible bargaining unit members
throughout the term of this contract and agrees to provide policy and rate documentation to the
City at the City's request.
Medical/Vision:
The City currently offers medical, dental and vision benefit plans through a self -funded
plan in which all bargaining unit members, upon obtaining eligibility, may enroll, to wit:
City Date � � Union 5—ti Date l `
Medical/Vision
Dual Choice/POS
Dental
EAP
Cigna Network
Cigna Network
DHMO-Cigna/DPPO-Guardian
Cigna Health Care
It is agreed between the parties that as of January 1, 2015, the City's medical plan
will consist of a four tier program:
Single coverage
Single coverage + spouse
Single Coverage + children
Single coverage + Family (spouse and children)
It is agreed that medical premium rates for all tiers may be adjusted annually upon
the City's calculation of the premium for medical benefits. Premium rates will be calculated by
a certified actuary based on the City's eligibility list and experience and the information will be
provided to the UNION, in order to validate any increase or decrease in theoretical premium.
As of January 1, 2018, (the beginning of the next Plan year) any increases or
decreases in the cost of the City's health plan shall be shared by current active employees on
the following basis for all medical plans:
Plan Year 2018: Dual Choice/POS (Cost of coverage shown bi-weekly)
Single
Single + spouse
Single + Children
Family
$40.55
$89.21
$75.01
$115.56
City. Date
r
29
Union' . Date O r ��� �'
Plan Year 2018: Point of Service Plan
Co -Pays:
Primary Care Physician: $25.00 per visit
Specialists from within POS Network: $40.00 per visit
As there are frequent and rapid changes in health care costs, it is understood and agreed
between the parties that any changes in contribution amounts will be made based on the annual
calculation of theoretical premium. It is agreed that should actual operating claims and
administrative costs, and reserve costs increase at a rate higher than the projections used to
establish the employee contributions above (projection used is 10% increase in total premium
each year), then those employee contributions shall be adjusted to reflect the increase and shall
be effective at the beginning of the Health Plan Year. Likewise, should the theoretical premium
cost decrease more than the projections used to establish the employee contributions stated
above, those employee contributions will be lowered to reflect the overall theoretical premium
decrease. In any given plan year, projections used to establish any increase in contributions
from the employee shall be capped at 15%.
Prescription Drug Coverage
The City currently offers a prescription drug benefit plan for those bargaining unit
members enrolled in POS plans. It is a self -funded plan administered by Cigna Health Care
and consists of the current benefit:
Cigna Pharmacy Retail Drug Plan;
$15 per 30 day supply for generic drugs
$40 per 30 day supply for preferred brand name drugs
>r
r'
City A Date � X �� 30 Union e`'� Date tm, 1
$60 per 30 day supply for non -preferred brand name drugs
50% of drug cost per 30 day supply for self-administered Injectables
(e.g. injectables drugs used to treat rheumatoid arthritis, hepatitis C,
multiple sclerosis, asthma).
Cigna Tel Drug Mail Order Drug Program:
$0 (no charge) per 90 day supply for generic drugs
$80 per 90 day supply for preferred brand name drugs
$120 per 90 day supply for non -preferred brand name drugs
50% of drug cost per 90 day supply for self-administered Injectables
(e.g. injectables drugs used to treat rheumatoid arthritis, hepatitis C,
multiple sclerosis, asthma).
Since prescription drug costs are a major component of the health plan and are
subject to significant annual cost increases, the City and the UNION agree to evaluate and
measure pharmacy benefit total costs and evaluate best practice strategies to manage the
pharmacy benefit.
Any changes in the pharmacy benefit shall be mutually agreed to by the City and the UNION.
Dental:
Dental premium rates may be adjusted annually upon the City receiving notice
from the dental providers. Employees will be notified of the adjustments in the dental rates
during open enrollment. In accordance with current practice, when employees choose to be
covered under the City's dental plan, the employee will continue to pay the dental premium.
31 city Date Union G. Dc�
ate r
Employee contributions: In accordance with the City's Cafeteria Plan group health
premiums will be paid by the bargaining unit employee with pre-tax dollars.
Health Committee
It is agreed that a standing committee will be created called the Health Insurance
Committee. It shall be made up of six (6) City of Miami Employees, one member appointed by
the IAFF, one member appointed by AFSCME, Local 1907, one member appointed by AFSCME,
Local 871, two members appointed by the City Manager and one picked by mutual agreement
of the Unions and City Manager. The Group Benefits Coordinator shall serve as a technical
advisor to the committee, but will not be a member nor have a vote.
Based on this commitment and in collaboration with labor and management, this
Committee will work during the term of this contract to identify ways to strengthen and improve
our health plan. This will include, but is not limited to:
Obtain timely, accurate, and transparent reporting, with full disclosure, of all costs
from our vendors.
Identify plan vendor administrative improvements and efficiencies that can have a
significant impact on reducing health expenditures and to ensure that our health plan vendors
are delivering maximum administrative savings.
Educate employees on better understanding and use of their health plan.
Identify the impact of health improvement and disease management initiatives to
decrease overall medical and drug costs.
Identify members who would benefit from health improvement initiatives and
institute programs to improve member's health.
9 —� 32
City. � Date _ / ( Union �� Date
Evaluate and measure our pharmacy benefit total costs and fully assess the costs
from our pharmacy benefit manager (PBM) vendor.
Identify proven strategies to more effectively provide prescription benefits, and
obtain vendor (PBM) administrative savings to successfully manage this important benefit.
Make recommendations to the City Manager to reduce health expenditures while
maintaining a quality health plan at an affordable cost and which improves the health of
employees and dependents.
Review employee complaints and remedy situations concerning claims so long as
the decision does not change or impact current benefits. This is intended to reduce the need for
the grievance procedure; however, the bargaining unit member does not waive his/her right to
file a grievance should the committee's remedy is not satisfactory to the employee.
Review and update the Summary Plan Description (currently titled City of Miami
Life and Health Benefits).
Any and all other health care and wellness issues identified by the Committee as
promoting initiatives to improve the health of employees and dependents while maintaining a
quality health plan.
The Committee shall meet monthly or as soon as practicable to commence
initiatives outlined above.
Insurance Deductions bPayroll
28.2 The City shall continue to make available to the UNION a payroll deduction slot
to purchase local UNION sponsored insurance programs.
33 � f
City Date O — P —.aUnion Date 1
Upon receipt of appropriate authorization from employees, the City will make the
designated deductions and forward monies to the UNION. The City shall deduct from that
remittance an amount for the cost of these deductions. The amount will be calculated at two
cents (20) for each employee deduction, each payroll period, and ten cents (100) for each
addition, deletion, or modification to the individual deduction. The UNION shall indemnify and
hold the City, its officers, officials, agents and employees harmless against any claim, demand,
suit or liability and for all legal costs arising from any action taken or not taken by the City, its
officials, agents and employees in executing this activity. The Director of Human Resources or
designee will advise the UNION of the deduction procedures that will be followed in the
implementation and administration of this activity.
j ( 7
City, � Date ) _ � 34 Union �c—A Date
ARTICLE 29
UNIFORMS AND SAFETY SHOES
29.1 In those classifications where the employer requires that the employee wear
safety shoes, the City shall, effective the first full pay period following ratification of the labor
agreement, issue an allowance in the amount of One Hundred and Seventy -Five Dollars
($175.00) for the purchase of an initial pair of safety shoes.
29.2 When, due to wear and tear or accidental job destruction, a replacement pair of
shoes is required, the City will grant up to an additional One Hundred and Seventy -Five Dollars
($175.00) for the purchase of another pair of safety shoes.
This additional One Hundred and Seventy -Five Dollars ($175.00) shall only be
provided when the worn out or damaged pair of shoes is turned into the Department. The
Department Director, or designee, shall determine when, in their judgment, a pair of safety
shoes shall be issued on the basis of need and not on an automatic basis. Management reserves
the right to provide safety shoes directly to the employee in lieu of the approval provisions.
29.3 Employees in those classifications required to wear safety shoes shall be subject
to the loss of a day's pay for each day that the employee reports to work not wearing the required
safety shoes. Action under this section shall not be grievable under the Grievance Procedure or
appealable to the Civil Service Board.
If a medical waiver is obtained stating that the employee is unable to wear safety shoes, then
the penalty stated above is not applicable.
29.4 Safety shoes shall not be worn by the employee when the employee is off duty.
2 35
City Date y-- � ��' c Union Date
29.5 Employees shall be advised of shoe models which conform to City standards. The
shoe allowance authorized by this Article shall only be paid where an employee purchases a pair
of safety shoes whose quality is certified as acceptable by Management.
29.6 City furnished equipment where required by the employer will be replaced when
worn out or damaged only if the employee returns the worn out or damaged equipment to the
Department. This includes, but is not limited to, gloves, boots, inclement weather gear and
other equipment. A bargaining unit employee shall reimburse the City for the repair or current
replacement cost of lost, stolen, or damaged City equipment when the employee's carelessness
and/or negligence results in the loss, theft, or damage of the equipment.
29.7 Mechanics covered under this contract shall be provided with safety eyewear.
Those bargaining unit members requiring prescription safety eyewear due to their inability of
wearing regular safety eyewear will be provided prescription safety eyewear. The bargaining
unit member is responsible for obtaining the prescription at no cost to the City.
29.8 The City shall provide a minimum of five (5) uniforms (including shirts and pants)
per year to any classifications required to wear uniforms.
29.9 The City will provide laundry services for uniforms worn by Mechanics
classifications.
City Date /`'_i + 36 Union Date
ARTICLE 30
TOOL ALLOWANCE
30.1 The City agrees to pay a quarterly tool allowance for Automotive Mechanic,
Heavy Equipment Mechanics, Welders and Auto Body Worker/Painter in the amount of One
Hundred Dollars ($100.00) quarterly. Such tool allowance will be paid to the employee within
the first fifteen (15) days after the close of the quarter.
30.2 Mechanics' tools, which are stolen due to vandalism or forced entry upon the
employer's property, will be replaced upon proof of a police report and an itemized list of the
tools stolen.
30.3 The Department Director or his designee shall have the sole right to develop or
redevelop a basic minimum tool list which employees must have to be hired in the various
trades' classifications. The Department Director may grant a reasonable length of time for any
employee to acquire additional tools to meet the basic minimum tool allowance inventory.
Employees who fail to meet the basic minimum tool list inventory shall not receive a tool
allowance. Tools may not be loaned to meet the basic inventory tool list.
30.4 The Department Director or designee, shall provide a required minimum list of
tools for Automobile Mechanic & Motorcycle Mechanic, Heavy Equipment Mechanic,
Maintenance Mechanic, Auto Body & Painter, Welder, Machinist, Mason, Carpenter,
Electrician, Lineman, Plumber, Painter, A.C. Mechanic, Sign Painter, Communication
Technician, or any other classification not listed that the Department Director may feel is
necessary to add.
37 1
City Date ' i �1 Union 1 V" _ Date )-. 0l
30.5 The affected employees within the above -listed classifications shall submit an
inventory of all their personal tools, including the make and model of each tool, to their
immediate supervisor outside the bargaining unit who will verify the list. The employee will
maintain a copy of said inventory list and a copy will be filed with the Department Director or
designee. This list shall be periodically checked and updated. The City shall replace broken,
stolen, and worn out tools upon request and confirmation that the broken, stolen, or worn out
tool was on the recorded inventory. This replacement policy does not apply to the classifications
receiving the quarterly tool allowance as provided under this Article. Submission of the
inventory list of tools in excess of the basic minimum tool list shall be completed within sixty
(60) days after ratification of this Agreement.
City Date Cam` r
38 Union Date A4q)JIoal
ARTICLE 31
Fwalmanalurn WN
31.1 It is agreed between the parties that the tuition reimbursement
program is designed to encourage City employees to improve their job performance
and increase their value to the City by pursuing courses of study related to their job
duties at accredited educational institutions, The policy governing the tuition
reimbursement program is. intended to be flexible, with broad discretion for approval
reserved to the Department Director and the City Manager so as to insure on-the-job
effectiveness of City employees, Tuition reimbursement shall not be subject to
budgetary constraints,
31.2 Any full-time, permanent City employee shall be eligible to participate
in the Tuition Reimbursement Program,
31.3 All course work must be taken at or from an accredited college,
university or educational institution approved by the City Manager or the
Department of Human Resources designee, Course work taken under provisions of
this Article must be directly related to the employee's job duties. Class attendance
will be on the employee's own time unless otherwise noted in the course
announcement and authorized by the City Manager or the Department of Human
Resources designee.
31.4 Rreimbursement will be limited to books,
lab fees, and tuition costs up to a. maximum of $4,000.00 per calendar year,
31.5 To be eligible for reimbursement, the employee must successfully
complete the course work and provide evidence of successful completion to the City.
Successful completion must be evidenced by a grade of "C" or better.
31.6 Procedures for reimbursement will be as follows:
A. The employee must obtain three (3) copies of the Application
for Tuition Reimbursement form for each course from their
department or the Human Resources Department,
B. The employee must complete the application in triplicate and
submit it to his/her Department Director prior to registration at
the education institution.
0. The Department Director will then review the application and
if approved forward the original and one copy to the Human
Resources Department, If the application is not approved, it is
then returned to the employee by the Department Director,
D. The Human Resources Department has the authority to
approve or not approve the application, and applications not
approved will be returned to the Department Director with the
reason for rejection noted thereon,
31.7 In the event the employee resigns or is terminated from the City within
one (1) year following completion of the course(s) for which City funds have been
expended, the amount of tuition reimbursement paid to the employee will be
reimbursed to the City by the employee upon his/her termination from the City
through a deduction from his/her final paycheck,
31.8 Upon completion of the course work, the employee must submit his/her
semester grade report together with the tuition. fee receipt to his/her Department
Director. The Department Director will submit the approved application for tuition
reimbursement along with the employee's semester grade report to the Finance
Department who shall then reimburse the employee for the City's share of the tuition
reimbursement, The employee's Department Director will advise the Human
Resources Department of the employee's satisfactory completion of the course,
31.9 Notwithstanding -the above, tuition reimbursement re nests shall be
sus ended from October 1, 2021 ... or upon ratification, whichever is later throe
D 5 --
Date:
ARTICLE 32
CALL BACK PAY
32.1 Any bargaining unit member eligible for overtime shall, if recalled to duty during
off -duty hours, receive a minimum of three (3) hours plus one (1) hour travel time, paid at the
overtime rate. The parties agree that call-back hours shall not be used in the computation of
arriving at average earnings for purposes of establishing pension benefits.
32.2 It is not the intent of this Article or any other Article of this Agreement to provide
pay for a bargaining unit member out on ill time or workers compensation to receive call-back
pay, overtime pay or straight time pay for taking the required physical before said employee
may be released to return to work.
��� � .? - �_ 39
City Q
Date -=1 R i Union Dated
ARTICLE 33
JURY DUTY/COURT APPEARANCE
33.1 Employees serving on jury duty shall be carried "JD" (Jury Duty) for actual
working time lost when called to serve on jury duty. Such employees shall be paid at their
regular hourly rate for all working time lost up to forty (40) hours per week. Employees who
work a regular shift between the hours of 11:00 p.m. and 7:00 a.m. and who are summoned to
jury duty the day preceding their regular shift, shall be carried on leave of absence with pay for
their regular shift. All employees released early from jury duty shall report back to work during
their regular work schedule or shall forfeit the City compensation for Jury Duty for all hours
they are absent.
33.2 In consideration of receiving their regular pay, employees called to serve on Jury
Duty shall promptly notify their supervisor of the call to Jury Duty. The supervisor shall make
a copy of the summons to Jury Duty and forward said copy with the payroll sheets for the week
in which the employee is on Jury Duty.
Employees who serve as jurors for Federal Court shall have deducted from their
paycheck a jury duty fee equal to that compensation paid to the employee by the Federal Court
in his/her jurisdiction per day in the payroll period following the week in which the employee
was on Jury Duty.
Employees who serve as jurors for State and County Court shall not have Jury
Duty fees deducted for the first three (3) days of juror service. Employees who serve more than
three (3) days of Jury Duty shall have deducted from their paycheck a Jury Duty fee equal to
that compensation paid to the employee by the State or County Court in his jurisdiction.
f 40 ^ I 1 `: � \ `�
City Date J` — � "I Union D �`--�'t Date 1 "Y` o� �
Any changes by the Courts in the above fees shall be reflected in the employee's
paycheck as they occur.
Where Courts provide free parking for jurists, employees will not be reimbursed
for any parking receipts submitted while attending such courts.
33.3 Attendance in court in response to legal order or subpoena to appear and testify
in private litigation not in connection with an employee's official duty, but rather as an
individual, shall be taken as vacation, compensatory leave, or leave of absence without pay.
33.4 When requests for appearances before the Civil Service Board require witnesses,
the Civil Service Office shall require that said requests delineate who are character witnesses
and who are witnesses testifying as to the incident at hand. Should the number of character
witnesses exceed two (2) then a statement from those additional character witnesses shall be
submitted to the Civil Service Board stipulating to the character of the employee on appeal
before the Civil Service Board.
r
City. Date
41 Union K_'�t
,�
Date ��
ARTICLE 34
COMMENDATION PAID LEAVE
34.1 A department director, upon approval by the City Manager, or designee, may
grant up to forty (40) hours of paid leave to any employee whose job performance is of such
exemplary or heroic nature as to warrant this special consideration. This Article shall not be
subject to the grievance procedure or arbitration.
"/
/`y 0 42
City J Nl Date ~ , Union" Date �'
ARTICLE 35
PARKING
35.1 The City agrees to provide non -assigned parking space for all bargaining unit
employees who drive their personal automobiles to work. This parking space will be of at no
cost to the employee while the employee is on duty. The City will not assume the cost of parking
for those employees who may not desire to use the parking space provided by the City. Any
questions with regard to employee parking shall be reviewed and a determination made by the
Department of Human Resources designee and shall be final and binding.
35.2 The UNION President will meet and confer with the Department of Human
Resources designee on parking concerns should the need arise and the Department of Human
Resources designee will attempt to resolve said concerns consistent with budgetary constraints.
City. Date () _ Gi
43 � }
Union � Date � d `
ARTICLE 36
BLOOD DONORS
36.1 Employees who volunteer as blood donors to contribute to on -site City supported
Blood Donor Organizations as approved by the Department of Human Resources designee will
be authorized the paid absence necessary to accomplish this purpose. The Blood Donor
Organization's personnel will determine what amount of time the donor will need from the point
of donation until they are released to go back to work.
City Date
44
Union <3 Date 1
W
$7.1 Vacations shall be taken by the last payroll period of the calendar year
in which the vacation was credited. Effective upon ratification of the labor agreement,
employees shall be allowed to carryover seven -hundred (700) fiye4undre,4r" hours
of the previous year's credited vacation. Any excess vacation over the seven -hundred
K799� fivo4iuodTe4-(&Q0 ho-urs allowed carryover shall be forfeiter) after January 1st
and no exceptions to the maximum carryover allowance shall be permitted absent the
express writtenapproval of the, City Manager. Bargaining unit members with
unused accrued vacation hours in excess of two hundred (200) hours as of September
30, 2010, shall have those hours in excess of two hundred (200) grandfathered, and
those employees with grandfathered hours over two hundred (200) hours shall be
allowed 'to carryover tip to a maximum of those hours or to a maximum of §gygeu
hAndred (702) five -4i+�� � hours, whichever is greater, from year to year.
Employees who have been carried on full disability the entire previous year shall be
paid for all excess vacation over seven hundred (700 I kt)M
hours at the
fi-ve -
rate. of pay the employee was. earning at the time the employee was placed on full
disability.. If an employee is unable to take a previously authorized vacation due to
cancellation by the Department Director or designee, any hours in excess of the �j=
hundxed17—OD1five4+u*dPed-(� hours which would have been forfeited shall be paid
on or about January 1, at the employee's hourly rate of pay.
37.2 Vacation shall be accrued in accordance with the following chart:
xr_
x vars of Services
Hours Accrue
I - 5 years
96 hours
6 - 7 years
114 hours
8 years
116 hours
9 years
124 hours
10 years
132 hours
11years
136 hours
12 years
140 hours
13 years
144 hours
14 years
148 hours
15 years
152 hours
16 - 20 years
174 hours
21 years
176 hours
22 years
180 hours
28 years
184 hours
24 years
188 hours
25 years
192 hours
26 years
196 hours
27 years
200 hours
28 years
204 hours
29 years
208 hours
30 years
212 hours
31years
216 hours
32+ years
.220 hours
$7.3 An employee's. annual vacation accrual shall be reduced for leaves of
absence without pay and suspensions. The employee's annual vacation accrual shall
be reduced on a yearly basis in accordance with the following schedule.*
Flours P�
88 thru 176 Hours
Penalty
1 month annual vacation accrual
171 thru 349 Hours
360 thru 522 Hours
523 thru 695 Hours
696 thru 868 Hours
869 thru 1041 Hours
1042 thru, 1214 Hours
1216 thru 1387 Hours
1388 thru 1560 Hours
2 months annual vacation accrual
3 months annual vacation accrual
4 months annual vacation accrual
5 months annual vacation accrual
6 months annual vacation accrual
7 months annual vacation accrual
8 months annual vacation accrual
9 months annual vacation accrual
1561 thru 1733 Hours 10 months annual vacation accrual
1734 thru, 1,906 Hours 11 months annual vacation accrual
1907 thru 2080 Hours 12 months annual vacation accrual
$7.4 Vacation leave must be requested twonty-four (24) hours in advance of
use and shall be taken in, increments of not less than one (1) hour. On those occasions
where more than one employee in a classification has simultaneously requested
vacation leave for the same period of time, the leave shall be granted by classification
seniority. Vacation leave may be granted by the Department Director or designee on
an emergency basis. Should such request be denied, tho employee may only appeal
such denial to the Director of Human Resources or designee. Upon an employee's
retirement or separation from City servic6, the employee will be paid for those
vacation hours credited and earned through the employee's separation date.
$7.5 Vacation shall be calculated on actual service in the previous calendar
year and shall only be taken . after the completion of six (6) months of actual
I't ,
AFSCME.Local 1907
Q
ARTICLE 38
SECURITY OPERATIONS
38.1 The City and the UNION and its officers, agents and members recognize there
are assignments within the Miami Police Department where security of information is an
absolute necessity. Therefore, the Chief of Police at his sole discretion may reject an employee
to such assignment within the Miami Police Department when the Chief has reason to believe
that there is potential for the Security of the Department to be compromised.
38.2 Upon request of the UNION President, the Department of Human Resources
designee will review such denial of assignment. Said review will be final and.the decision of the
Department of Human Resources designee will be binding and not subject to any appeal
procedure.
City A Date i
48 C-"
Union Date
IUNDVAM1 �' • 1
ARTICLE 39
SICK LEAVE
39.1 The parties agree that care and discretion shall be exercised by
Management and the UNION in order to prevent the abuse of sick leave privileges.
Absences on account of trivial indispositions must be discouraged. To determine the
extent or reasons for an employee's absence on sick leave, the employee's immediate
supervisor outside the bargaining unit or management designee may visit the home
of the employee on sick leave with pay. In cases where Management suspects that
an employee is malingering, sick leave with pay shall not be granted.
39.2 Permanent bargaining unit employees may accrue eight (8) hours sick
leave per month, provided that the employee is in pay status at least one hundred
twenty (120) hours per month to be utilized in not less than one (1) hour increments.
39.3 New hires will accrue sick leave in accordance with Section 39.2 above.
However, no sick leave with pay shall be granted during the employee's first ninety
(90) working days.
39.4 To receive sick leave with pay, a bargaining unit employee must take
steps to notify his/her immediate supervisor or the person designated by the
Department to receive such notice of illness within thirty (30) minutes of their
regularly scheduled time for work, excluding the Fire and Police Departments
wherein departmental rules will apply. It shall be the bargaining unit member's
responsibility to notify the Department designee each day the employee will be out
ill within the time frames outlined above.
39.5 Bargaining unit members may be allowed to use accrued sick leave
when needed due to the serious injury or acute illness of any actual dependent
member of the employee's household. Said dependent member of the employee's
household shall be limited to the employee's immediate family. The immediate family
shall be defined as father, mother, sister, brother, husband, wife, domestic partner,
children, father-in-law, mother-in-law, grandparents, spouse's/domestic partner's
parents, grandparents, stepfather and/or stepmother.
39.6 In those instances where an employee has utilized all their sick leave,
they will be allowed to utilize vacation and/or compensatory leave for this purpose.
Employees will be required to provide a doctor's excuse in these instances. In those
instances where a permanent full-time employee or an employee's family member, as
defined by the Family Medical Leave Act is affected by an illness or injury, and the
employee has depleted his or her sick leave vacation leave and compensatory leave
bargaining unit members may donate vacation sick and/or compensatory leave to the
affected employee's time bank. The time being; donated will be prorated in accordance
with APM-1-92, Section 3. There shall be no maximum on the number of hours
permitted for donation.
39.7 Any employee absent on sick leave for more than three (3) consecutive
work days must report to the Department of Human Resources and obtain approval
before returning to work. The Department of Human Resources will have the City
designated physician prepare a list of those medical illnesses or injury that will
require the employee to be sent to the City doctor's office prior to being cleared to
return to work. Those medical conditions which are minor in nature and not on the
prescribed list will only require the employee to report to the Human Resources
Department for clearance to report to work.
39.8 Bargaining unit employees who exercise normal retirement shall
receive a cash payment equal to one hundred percent (100%) of their unused
accumulated sick leave up to eight -hundred forty-six (846) seven hundred and fifty
4-50 hours. Bargaining unit members with accumulated sick leave balances over
seven hundred and fifty (750) hours as of September 30, 2010, will have their balances
in excess of seven hundred and fifty (750) hours grandfathered. Upon exercising
normal retirement bargaining unit members shall be paid for fifty (50%) of those
unused grandfathered sick leave hours in excess of seven hundred and fifty (750)
hours in their bank.
39.9 Employees who terminate employment with the City under honorable
conditions shall receive a sick leave cash payout as follows
More than 7, but less than 15 years of service 25% up to 846 7,W hours, or up
to a maximum of their unused
grandfathered sick leave hours
in excess of seven hundred and
fifty (750) hours.
More than 15 years of service 50% up to 846 7-5,0 hours, or up
to a maximum of their unused
grandfathered sick leave hours
in excess of seven hundred and
fifty (750) hours.
39.10 Employees who are terminated shall not receive compensation for
unused sick leave upon separation of service or retirement.
39.11 A bargaining unit member's maximum sick leave carryover from
calendar year to calendar year shall not exceed eight hundred forty-six (846) seve3�
hundred and fifty (7 hours or the number of unused accumulated sick leave hours
in excess of the seven hundred and fifty (750) hours grandfathered as of September
30, 2010, and any hours accrued in excess of the maximum carryover in a given year
are not permitted to be carried over by the bargaining unit member. Bargaining unit
members with unused accumulated sick leave hours in excess of maximum carryover
at the end of the year shall be paid for one hundred percent (100%) of the unused
portion of their accumulated sick leave in excess of the maximum carryover.
39.12 Payoff for accumulated sick leave shall not be used to calculate
average earnings for pension purposes.
39.13 Employees with ten (10) or more years of service who are laid off under
honorable conditions may repurchase sick leave for which they were paid off at the
time of separation, subject to the following conditions:
1) They are rehired within twelve (12) months from the date of
their separation.
2) They remit to the City an amount equal to their hourly rate in
their rehired position multiplied by the number of hours of sick
leave for which they were previously paid. This buy back
option must be exercised and paid for within thirty (30) days
from the date the employee returns to the employ of the City.
3) If the buyback option is properly exercised, the City will credit
the employee with the balance of sick leave hours credited to
his account as of the date the employee was laid off.
39.14 In recognition of those employees who display perfect attendance in
any one calendar year, the City will present the employee with a certificate of
appreciation. There will be an annual drawing of one hundred (100) employees by an
individual selected by the Director of Human Resources or designee and the UNION
President from the pool of eligible employees with perfect attendance. Each of the
one hundred (100) employees whose name is drawn shall receive a one hundred dollar
($100) cash prize. In order to qualify for perfect attendance recognition, the employee
must not have utilized any sick leave, nor been on disability, nor have been in any
without pay atuVtb
he year.
Tentatively gr /
AFSCME Local 1907 City of Miami
ARTICLE 40
TARDINESS
40.1 Tardiness is reporting for work in excess of five (5) minutes beyond the scheduled
starting time of the shift (or as provided in Police or Fire Department rules). Approved pre-
arranged time off shall not be considered an instance. Unexcused absences resulting in
tardiness shall be counted as an "instance." When an employee reports to work within a period
that is more than five (5) minutes after his/her scheduled starting time, and provides an excuse
that is acceptable in the sole discretion of Management, which shall not be arbitrarily or
capriciously applied, the employee may elect to utilize vacation, compensatory time or sick
leave. Election of vacation, compensatory time or sick leave for an excused tardiness shall be
taken in fifteen (15) minute increments. An annual period shall be defined as a twelve (12)
month period beginning with the occurrence of the employee's first tardiness instance.
Management may, in its discretion, allow an employee to utilize vacation, compensatory
time or sick leave for a tardiness even if the tardiness is unexcused.
40.2 Employees shall be disciplined for instances of tardiness in an annual period in
accordance with the following schedule:
Number of Tardy Instances
3rd instance in annual period
6th instance in annual period
loth instance in annual period
llth instance in annual period
12th instance in annual period
Discipline
Written warning
Written reprimand
Three (3) day suspension
Fourteen (14) day
Suspension
Dismissal
Disciplines issued pursuant to the schedule shall not be considered for purposes of
progressive discipline after the annual period expires.
49
City/rZDate � Union ��7H Date
40.3 Tardiness appeals shall only be appealable through the Grievance Procedure
Article as set forth in the Agreement. Exceptions to the above schedules may be granted by the
Director of Human Resources or designee, if the individual circumstances warrant such action.
�- 50 1
City Date r a—(� Union 7D4 Date
ARTICLE 41
FAMILY MEDICAL LEAVE AND LEAVE WITHOUT PAY
41.1 Bargaining unit members may request a leave without pay in accordance with
the Family and Medical Leave Act of 1993, as amended. Such leave is provided under the law
for birth, adoption or foster care of a child and for a serious health condition of the employee or
the employee's spouse, child, parent or grandparent, eligible deployment return from
deployment rights or any other FMLA eligible event. Employees taking leave under the Family
and Medical Leave Act (FMLA) shall be limited to a ninety (90) day FMLA leave, or twenty-six
(26) workweeks FMLA leave for the care of a covered service member, in a 12-month period. An
extension of an additional ninety (90) day of leave without pay may be granted upon request to
the Director of Human Resources or designee as specified under Section 41.3. Upon approval of
such extension, the employee will be required to pay the full premium amount for health
insurance coverage.
41.2 Upon approval of the Department Director, with the approval of the City
Manager or the Director of Human Resources or designee, a leave without pay may be granted,
for the purpose of training or study calculated to improve the quality of the employee's service
to the City through course work directly related to the employee's job for up to six (6) months.
The request for leave without pay may be extended for an additional six (6) months upon the
approval of the Department Director and approval of the City Manager or the Director of Human
Resources or designee. Any bargaining unit employee requesting said leave of absence shall be
required to submit evidence of registration upon entering each quarter/semester of school.
City. /4--l-Date
51 �� y
Union w'' l Date a )� 4- ,P aj
41.3 Upon approval of the Department Director, with the approval of the City
Manager or the Director of Human Resources or designee, a leave without pay may be granted,
for an acceptable reason other than specified herein, for a period not to exceed ninety (90) day
calendar days. Approval for said leave of absence without pay is at the sole discretion of the
City Manager or Director of Human Resources or designee and shall not be appealable to the
Civil Service Board or the grievance procedure.
41.4 Bargaining unit employees who desire to take a leave without pay for any reason
specified in this Article, excluding a serious health condition, must exhaust their vacation and
leave banks prior to taking a leave without pay. A request for leave without pay for a serious
health condition as provided under the Family and Medical Leave Act shall require the
bargaining unit employee to use all sick and vacation banks prior to taking such leave. The
usage of such leave time will not prohibit the employee from taking leave without pay as
specified herein.
41.5 Bargaining unit employees who take a leave without pay for any reasons specified
in this Article shall not accrue leave time. At the expiration of a leave of absence without pay,
the bargaining unit employee shall be returned to the same or similar position vacated when
said leave of absence without pay was granted, in accordance with the provisions of the Family
and Medical Leave Act. Leave of absence without pay during the required probationary period
of service shall extend the probationary period the length of time used during the said leave of
absence without pay.
r
City Date����
52
Union Date \
41.6 The acceptance of another position or engaging in other employment by the
bargaining unit employee while on a leave of absence without pay shall be deemed a voluntary
resignation from the service of the City of Miami.
D to <__ f 53�� e
City. a ! -( Union Date
ARTICLE 42
LABOR/MANAGEMENT PARTNERSHIP COMMITTEES
42.1 A Departmental Labor/Management Partnership Committee may be established
in each department of the City of Miami. Said Committee membership shall include
representatives from classified support staff (M/C), unclassified staff, executives and the
AFSCME bargaining unit dues and non -dues paying members.
42.2 The Departmental Labor/Management Partnership Committee may meet at least
once a month, and such meetings shall be scheduled during normal business hours. The purpose
of these meetings will be to discuss quality of work -life, productivity, service, communication
and objectives of mutual concern, not involving matters which have been or are the subject of
collective bargaining between the parties. It is understood that these Departmental
Labor/Management Partnership Committee meetings shall not be used to renegotiate the labor
agreement between the City and AFSCME. All decisions made by the Departmental
Labor/Management Partnership Committee shall be by affirmative consensus.
42.3 The Departmental Labor/Management Partnership Committee meetings shall be
conducted on a semiformal basis with the selection of a chairperson to be determined by the
members of the Committee. Length of participation of Committee members shall be determined
by the Departmental Labor/Management Partnership Committee. The chairperson shall
arrange for minutes to be taken of each meeting and for the distribution of copies to each
member of the Committee, the UNION President, and the City's Human Resources Director or
designee.
54 City. Date � Union `J � Date
ARTICLE 43
BEREAVEMENT - DEATH IN FAMILY
43.1 Bargaining unit members may, in the case of death in the immediate family, be
authorized up to a maximum of forty (40) hours of paid leave to attend to funeral or estate
related functions of a member of the employee's immediate family, or is at home in a state of
bereavement. Said paid leave days shall be taken consecutively by the employee excluding
normal days off and holidays. For purposes of this Article, the "immediate family" is defined as
father, mother, sister, brother, husband, wife, domestic partner, children, father-in-law,
mother-in-law, grandparents, spouse's/domestic partner's parents, grandparents,
grandchildren, stepchildren, stepfather and/or stepmother and may include any other person
who was or has been an actual member of the employee's household for ten (10) or more years.
Within thirty (30) calendar days from the date the employee returns from a death in the family,
the employee will file a copy of the death certificate of the deceased family member. Said death
certificate will be attached to the form provided by the City and submitted to the Human
Resources Department. Failure to produce the death certificate will result in the employee
reimbursing the City for any days taken under this Article. Any employee found to have falsified
his/her application for death in the family ("K" day) will be dismissed.
43.2 It is understood that under certain circumstances the employee will be unable to
obtain a death certificate. In this event, in lieu of a death certificate, the employee shall submit
any other documentation that reflects the death and family relation as deemed appropriate by
the Department of Human Resources or designee.
43.3 Bereavement leave is for attending a funeral or to attend to estate issues or in a
state of bereavement and must be taken within 45 days of the death of the family member. The
Director of the Department of Human Resources or designee, at his/her sole discretion, can
make exceptions to the 45 day limit under truly unique circumstance, but the decision is final
and cannot be appealed through the grievance procedure or any other forum.
C._ r� 55�
Ci Date Union Date
ARTICLE 44
MILITARY LEAVE
44.1 The City shall abide by the current provisions of the Florida Statutes, Sections
115 and 250 as they relate to all bargaining unit employees who are either reserve officers or
enlisted personnel in the Florida Defense Force, the National Guard, Naval Militia, Marine
Corps, U.S. Army Reserve, U.S. Naval Reserve, U.S. Marine Corps Reserve, U.S. Coast Guard
Reserve, U.S. Air Force Reserve or officers or enlisted personnel in any other class of the militia
entitling the employee to leave of absence from their respective duties without loss of pay, time,
efficiency rating or Civil Service seniority credits on all days during which they shall be engaged
in field or Coast Guard defense exercises or other training ordered under the provisions of the
U.S. Military or Naval Training regulations or under the provisions of the Florida Defense Force
or the National Guard; provided that leaves of absence granted as a matter of legal right under
the provisions of this section shall not exceed seventeen (17) days in any one calendar year
unless other local, state or Federal laws which may be applicable grant additional time.
44.2 Requests for military leave shall be made to the Department of Human Resources
designee as early as possible but at least two (2) weeks prior to the date such leave commences
with proper orders attached.
44.3 Employees who take the military leave provided in this section shall be credited
with that time on their seniority status, in the City of Miami Civil Service Records- Department
of Human Resources.
/ 56
City.-.', Date Union Date C) a,
ARTICLE 45
HOLIDAYS
45.1 The following days shall be considered holidays:
New Year's Day
Presidents' Day
Memorial Day
Independence Day
Labor Day
Dr. Martin Luther Ding's Birthday
Columbus Day
Veterans' Day
Thanksgiving Day
Day after Thanksgiving
Christmas Day
Juneteenth
45.2 Any additional holidays declared by official directive of the City Manager
shall be added to the above list.
45.3 Hourly/Non-Exempt gemployees performing work on any of the above
holidays shall be paid eight (3) hours holiday pay (or the number of hours equal to
the employee's regularly scheduled daily work shift, whichever is greater) plus actual
hours worked at time and one-half of their straight time hourly rate, or shall be given
scheduled compensatory time off at the rate of time and one-half for the hours
actually worked on the holiday. Non-hourly/Exempt employees performing work on
anv of the above holidays shall, in addition to receiving their regular salaries have
their schedules temporarily adjusted during the same week, resulting in the
employees having another day off in lieu of the City recognized holiday.
45.4 All conditions and qualifications outlined in Article 27, titled
"Overtime/Compensatory Time", shall apply to this Article. Hours of compensatory
time accumulated under this Article, when added to the compensatory time earned
under the Article entitled "Overtime/Compensatory Time", shall not exceed one
hundred fifty (150) hours.
45.5 To be eligible for holiday pay, an employee must work a full shift or be
in a paid leave status on the scheduled workdays which immediately precede and
follow the holiday. If an employee works at least seven (7) hours of his/her regular
shift, the employee will either be charged one (1) hour from either his/her
compensatory time or vacation leave bank, or carried in without pay status at the
sole discretion of the supervisor. An employee who works at least seven (7) hours as
described in this section shall be eligible for holiday pay.
45.6 In the event that the holiday falls on an employee's regularly scheduled
day off (not requested day off), the following will occur. For hourly/non-exempt
emplovees. the Citv will award compensatory time equivalent to that employee's
regularly scheduled daily work shift. which may be utilized in accordance with Article
27. For non-hourly/exempt emplovees whose scheduled dav(s) off corresponds with a
Citv-recognized holidav, the Citv will temporarily adjust the employee's schedule
during the same week. resulting in the employee having another day off in addition
to the Citv recognized holiday.
AFS CME oc 1 190
Dated: �, 3 Q-
City of Miami
ARTICLE 46
PROMOTIONS
46.1 Qualified applicants for Promotion to any bargaining unit position
shall be selected for interview in the following order, unless otherwise prohibited, 1)
minimum_of_seven _(7) bgMainigg_unit applicants employed in the same
Department in which the vacancy exists A—ol—onX as at I —east seven 'L
17Lba Xgainingjinit
membeLs, within that DepartMgAL9RRW 2) A-pplieante-effqAeye4-by-the4ity, and,92)
Other applicants,
r i-mripuses
of clarity,-if.tie
City interviews more than seven (7)
ap
_plicants
for an t3 e 1bgrgaining
unit
-position fnr wliatevq reason. the City m_qy
interview
I I vi :k L)argain I t nd/ol, ill r;
1!' 1:: it '::I - l` ants outsideof the Dgnart' M_ent
and/or outside of the Citxnnoe they. have e0mRlied with subsection_, above,
#44331343 v2
ARTICLE 47
RESIDENCY
47.1 It is agreed by the parties that while residency is not a condition of employment
a candidate that is otherwise equally qualified will be given, at time of hire, preference for
employment in order of domicile as follows: (1) City of Miami resident, (2) Miami -Dade County
resident, (3) resident outside of Miami -Dade County.
City Date c� a (y Union Date
ARTICLE 48
TOTAL AGREEMENT
48.1 This Agreement, upon ratification, constitutes the complete and entire agreement
between the parties, and concludes collective bargaining for its term.
48.2 The parties acknowledge that during the negotiations which resulted in this
Agreement, each had the unlimited right and opportunity to make demands and proposals with
respect to any subject or matter not removed by law from the area of collective bargaining, and
that the understandings and agreements arrived at by the parties after the exercise of that right
and opportunity are set forth in this Agreement.
48.3 The parties agree that this Collective Bargaining Agreement represents the total
agreement for terms and conditions of employment during the life of this contract and no request
shall be made to increase wage or other employee benefits through the Civil Service Board, City
Manager or the City Commission during the life of this Collective Bargaining Contract.
(ll 58
City. Date c" ' f "6/ Union Date
ARTICLE 49
SAVINGS CLAUSE
49.1 In the event any article, section or portion of this Agreement should be held
invalid and unenforceable by any court of competent jurisdiction, such decision shall apply only
to the specific article, section or portion thereof specified in the Court's decision, and that portion
of this Agreement in conflict shall be null and void but the remainder of the Agreement shall
remain in full force and effect, with it being presumed that the intent of the parties was to enter
into the Agreement without such invalid portion or portions.
49.2 The City's representatives as defined in Article 2 and the UNION's
representatives as defined in Article 3 shall promptly meet to negotiate a substitute for the
invalidated article, section or portion thereof as might be determined in accordance with Section
49.1 of this Article.
49.3 Notwithstanding any other provisions of this Agreement, the employer may take
all actions necessary to comply with the Americans with Disabilities Act.
59
City `�"'�Date — e3 -� Union �� Date
ARTICLE 50
SEN LORITY
50.1 For purposes of this article, seniority shall be defined as the most
recent date of hire into a classification within the bargaining unit with the City unless
otherwise agreed upon by the UNION President and the Director of Human
Resources or designee,
50.2 Seniority shall only be applied in the assignment of days off in units
with two (2) or more shifts, Seniority shallnot be a prevailing factor for assignment
or promotion to a unit, section or division within a department.
50.3 Exceptions to the use of seniority as specified in 50.2 may occur in an
emergency situation, when physician ordered, for training purposes, when language
skills are needed, compliance with the Americans with Disabilities Act, when special
knowledge or skills are needed as mutually agreed upon by the City and the UNION,
or when mutually agreed by the affected employees and management through the
labor/management process.
50.4 Once every October, shift assignments an ays o W 11 be re -bid by
seniority
ays off . 11 Lbero-bid b,,
For the City For the Union
-o
Date: Ej (`
ARTICLE 51
LEAVE BALANCE PAYOFFS
51.1 Employees electing to retire and upon separation will receive payment of leave
balances upon retirement as currently specified under this agreement.
r 61
City /// � Date .� � Union �. Date
AFSCME Local 1907 and City of Miami Negotiations
Union Proposal — August 18, 2021
ARTICLE 52
PENSION
52.1 The parties agree that for the term of this agreement the pension
benefits and employee contributions of employees covered by this agreement shall be
as provided in the City of Miami General Employees' and Sanitation Employees'
Retirement Trust Section 40-241 through 40-290, Miami City Code ("GESE"), as
amended except as follows:
52.2 The parties agree that effective October 1, 2011, the GESE
amortization periods will be revised to add 5 years to the existing amortization
periods and change periods for future amortizations as follows:
A. Plan benefit changes for active employees over 20 years (currently 15).
B. Plan benefit changes for retired employees over 15 years (no change).
C. Assumption changes over 20 years (currently 15).
D. Experience Gains and Losses over 20 years (currently 15).
52.3 Effective September 302012 `' upon ratification, member retirement
allowance shall not exceed the lesser of 100% of the member's average final
compensation or an annual allowance of $120,000 as of retirement or DROP entry
based on the normal form of benefit in effect on the date of retirement for members
eligible to retire as of October 1, 2012; and effective October 1, 2022, member
retirement allowance shall not exceed the lesser of 100% of the member's average
final compensation or $100,000 as of retirement or DROP entry based on the normal
form of benefit in effect on the date of retirement for members who were not eligible
to retire as of October 1, 2012; provided that any employee who has an accrued benefit
in excess of these annual allowance caps shall retain that benefit. implementation r
rer:e!a� .
52.4 BACKDROP option. A backdrop benefit option shall be implemented
on January 1, 2013. The Backdrop option shall replace the existing DROP program.
Employees who have not attained normal retirement eligibility as of the effective date
or were not vested by October 1, 2010, and all employees hired on or after that date,
will be eligible for the Backdrop option, but will not be eligible for the DROP. Anyone
eligible for the forward DROP as of January 1, 2013, remains eligible for the forward
DROP as it presently exists and anyone eligible for the forward DROP as of January
1, 2013 or vested prior to October 1, 2010, who chooses not to enter the forward DROP
remains eligible for the Backdrop.
(a) An eligible employee who elects the Backdrop option shall receive a monthly
benefit payable on the employee's actual retirement date (date of retirement and
separation from City employment) based on the benefit the employee would have
received if he/she had left City employment and retired on an earlier date after
attaining normal retirement eligibility (the Backdrop date"). In addition, an eligible
employee who elects the Backdrop option will receive a lump sum payment equal to
the accumulation of monthly retirement benefit payments he/she would have received
during the period following the Backdrop date through the actual retirement date
(Backdrop period"), plus interest at the rate of 3% per year, compounded annually.
An eligible employee may elect a minimum Backdrop period of 1 year and maximum
Backdrop period of up to seven years. An eligible employee who elects the Backdrop
option must select the normal form of benefit or an optional form of benefit at the
time of electing the Backdrop option. The employee's monthly benefit as well as the
lump sum payment under the Backdrop option is based on the form of benefit
selected.
(b) Employees are eligible to elect the Backdrop option after completing one year of
creditable service following the normal retirement date. A Backdrop election must
be made within 10 years after becoming eligible for normal retirement. The maximum
Backdrop period is 7 years. Eligible employees who wish to elect the Backdrop option
must provide written notification to the City at least 8 months prior to the employee's
retirement date; provided a lesser notice period may be approved by the City Manager
due to special circumstances. Bargaining unit members will be eligible to revoke their
Backdrop election one time, but within 1 month of their election. However, if a
bargaining unit employee is granted a lesser notice period by the City Manager due
to special circumstances, the employee will not be eligible for the one-time Backdrop
election revocation. Employees are not required to elect the Backdrop option.
(c) All or a portion of the lump sum payment under the Backdrop option may be
rolled over to an eligible retirement plan or IRA in accordance with federal law.
52.5 The employee pension contribution shall be 10%.
If the back DROP is ever terminated, for any reason, the rights of all persons
then in the DROP shall not be diminished or impaired. Additionally, if the back
DROP is ever terminated, all persons who are then eligible for a back DROP will still
be eligible for a 7 year back DROP. The Board of Trustees of GESE shall develop
operational rules for the implementation of this provision.
52.6 E=feetive Oetober 1, 2013, the The service retirement benefit for
employees hired prior to October 1, 2010 shall be equal to three percent (3%) of the
member's highest one year of compensation multiplied by the number of years of
creditable service. The service retirement benefit shall be based on a member's total
creditable service and the benefit multiplier set forth in this provision (not the benefit
multiplier in effect at the time the service is earned), multiplied by average final
compensation in effect at the time of retirement or separation from employment.
52.7 Upon retirement, bargaining unit members shall receive a retroactive
salary increase of five percent (5%) for the bargaining unit member's highest one (1)
year's salary. The five percent (5%) salary increase shall be reflected in the hourly
pay rate for the purpose of calculating leave balance payoffs. The five percent (5%)
salary increase shall not be applicable to overtime.
52.8 For employees hired prior to October 1, 2010, effective September 30,
2020, a member who separates from employment with ten or more years of service
shall be considered eligible for a service retirement upon attaining the earliest of the
following: (a) age 55 with ten years of creditable service, or (b) the completion of a
combination of years of creditable service plus attained age equaling 70 points.
AFSCME Local 1907 City of Miami
ARTICLE 53
TERM OF AGREEMENT
53.1 After a majority vote of those bargaining unit employees voting on the
question of ratification and thereafter upon its ratification by an official resolution
of the City Commission ratifying the Agreement and authorizing the City Manager
to sign the Agreement on behalf of the City, then, the Agreement, upon being signed
by the appropriate UNION representatives and the City Manager, shall become
effective October 1, 2020 or as set out below, whichever date is later. The
Agreement shall continue in force and effect until 11:59 p.m., September 30, 2023.
53.2 On or before February 1, 2023, the UNION shall notify the City in
writing of its intention to renegotiate the Agreement in force, and attached thereto
shall include a list of proposals which shall inform the City of the items which they
desire to negotiate, together with specific language embodying and describing their
proposals. The changes indicated in the proposals shall be designated with a strike
through of deleted language and new language will be underlined.
53.3 On or before March 1, 2023, the City shall present the UNION with a
list of proposals it desires to negotiate. The changes indicated in the proposals shall
be designated with a strike through of deleted language and new language will be
underlined.
53.4 Initial discussions shall thereafter, and no later than April 1, 2023, be
entered into by the City and the UNION.
444750595 0 t 7.16.2021)
Agreed to this day of
20-W21, by and between the
respective parties through an authorized representative or representatives of the
UNION and by the City Manager.
ATTEST:
ATTEST:
CITY CLERK
For the
##44750595 vl
MIAMI GENERAL EMPLOYEES
AFSCME LOCAL #1907, AFL-CIO
ON TH4RT AOF THE CITY OF MIAMI,
MI I, O ID
APPROVED AS TO FORM
AND CORRECTNESS
f
Date:
044750595 vl
A17—TCLE 64
is the responsibility
of the Citty to provide
sgfe 4 and rani ll mxQpk�in
condkjqn;� t1 ,
reeardingy the hpnit.-h Ands fet..of the IW barg-aini igy I t, , -_
.U.2 Centers for
Disease Contkirzoll and Prevention (CDO-relating to COVID-19.
54-.3 Bmplqyees shall be permitted to ye
ar facial cgvr 8
ing while at w
,54.4
D4.5
,discussions over issues related to COVID-19 as they MU ri
se:,
For the Cit
Date, 67�
F��`®rtthe Unioi
Upon ratifaction, this Appendix is amended as follows:
.. .. Name FLSA Code Grade
1005 Mail Clerk NEX 14.A1907
1008 Clerical Aide NEX 09.A1907 I
1010 Clerk I NEX 1231907
1011 Clerk II NEX 14 A1907
1012 Clerk III NEX 16 A1907
1013 Clerk IV NEX 20 A1907
1015 Transcriber NEX 24.A1907
�..µ.. __.,..w...__.-r.___
1017 Community Service Provider NEX 18.A1907
1019 Police Typist Clerk NEX 15 A1907_
1020 Typist Clerk I NEX 13 A1907
1021 Typist Clerk II NEX 15.A1907'
1022 Typist Clerk III NEX 17.A1907
1023 Typist Clerk IV NEX 19.A1907
1024 Legal Clerk NEX 18.A1907
1025 Secretary l_.. NEX 15 A1907R1
1026 Secretary II NEX 17.A1907 i
1027 Secretary III NEX 19.A1907
1028 Secretary IV NEX 21.A1907
1031 Cis Desk Operator NEX 18.A1907
1037 Interrogat Steno NEX 24.A1907
1038 Police Transcriptionist NEX 21,A1907
1040 Tech. Oper. Liaison NEX 19.A1907
1042 Legal Services Aide NEX 15 A1907 1
1043 Legal Services Assistant NEX 17.A1907,
1052 Neighborhood Service Center Representative NEX 21 A1907 r
1054 Service Center Aide NEX 17.A1907
1058 Telecommunications Processing Aide NEX 21.A1907
1060 Claims Representative NEX 19 A1907
1073 Customer Service Representative NEX 21.A1907
1074 Cust Service Rep Sr EX 24.A1907
1080 Client Support Services Aide NEX 20.A1907
1082 Client Support Services Specialist EX 22 A1907
1083 Client Support Services Supervisor EX 26.A1907
�1105 Cashier L,�.�. _._._.,_.._.._ __ .._.._.. ._,....w_ NEX15.A190707
..
1106 Cashier II NEX 17.A1907
_. _
1110 Account Clerk NEX 17.A1907 I
1111 Payroll Clerk NEX 19.A1907
1112 Payroll Aide NEX 20 A1907
1113 Police/Fire Payroll Coordinator EX 25.A1907
1114 Payroll Assistant NEX 22.A1907
_,_-.._._. _� _., .,_ .-..-...__ _ ..,_.-._ ___ . _._ ..,_ _..... _., ._, _---
1116 Payroll Specialist NEX 24.A1907
1117 Project Accountant, Sr EX 28.A1907
1118 Project Accountant EX 26 A1907
1119Aocountant
NEX
22^A1907
112UAccountant Sr
EX
25.A1907
1121Accountant Supervisor
EX
28A1907
1122 Supervisor of Payrolls
EX
30.A1907
Supervisor �_OfP Y�|| Assistant
EX
28'A1907
_1_1J3SuP
112GStaff Auditor Sr
EX
30.A1907
1129Staff Auditor Princ
EX
30.A1907
1132Fiscal Administrator
----------------------------------------'---------
EX
30.A1907
_11_3_5_Ao_s_|u-tantPayroll 3 ot�mu Administrator
EX
1140Budget A it t
NEX
22.A1907
1142D Debt Compliance Specialist
ue�-c��P/�no�_---'_-__'________-_-___-
NEX
26A1907
'
Investment and Supsxvimur
EX
3�0.A�1�90�7
_1_14_S__Debt
11SORisk Mona tSpecialist
EX
24A1907-
1154GnnuP| Aid
�xu�nm�ax,e
NEX
19'A19O7
1155Gro Insurance Assistant
NEX
22A1907
1156Grou Insurance Coordinator
EX
26A1907
1157 Group Insurance Specialist
EX
28A1907
1165 Financial Systems Administrator
EX
32.A1907
1166 Budget And Fii l Support Advisor
EX
27.A1907
1167 Budget And Financial SAdvisor,
1170 Community Development
l202Moteria|SUBC
NEX
18.A1907
1283 Material Su BC
NEX
25A1907
12O7Storekeeper
NEX
19.A1987
1208 Materials Spec |CR
NEX
16.A1907
1289Materials Spec ||[K
NEX
18.A1907
121OSenior Procurement Contracting Officer
EX
28.A1907
____________________
1211 ProcurementAsot
NEX
22.A1907
1212 Procurement Contracting Officer
NEX
25.A1907
1213 Materials 3 CR
NEX
21.A1907
1214 Auto Parts Su
NEX
21A1907
1215 Procurement Supv
EX
33.A1987
1216 Procurement ProcurennentAide
NEX
19.A1907
1217Procurement Card/Surplus Administrator
EX
23A1907
1219Procurement Assistant ||
NEX
23.A1907
i Specialist
122OProcurement Construction S �Pecm a
NEX
2S'A1907
1221 PtConstruction Specialist, Sr.28.A1907
1222CunstructionPnnouvementAsdstont
NEX
22.A1907
1223 Procurement Analyst
EX
30.A1907
1224AutopzxPtmS |
�pe�/
NEX
16A1807
������
1%2SAuto PtsSpec ||
NEX
18.A1907
1230Lease K4onaana8er
EX
34�A19O7
_1231 Quality Control/&+Fiman«i |Modeling Analyst
E_X
2O��A�1_9_0_7
1240Property K88mtRepresentative.
____
EX
_
25.A1907
1242 Property Mgmt Specialist
1245 Property Manager
- 12SDS i P
EX
34.A1907
�-�� ��-------- ------- -
59
Project Manager
EX
34.A1907
1261
1262 Project Cost Estimator
EX
30.A1907
_------- ___
12G3 Project Scheduler
1264 Transportation Analyst
EX
29.A1907
12G5Transportation Engineer
EX
30.A1907
1266Transportation Manager
EX
34.A1907
12G9Transportation Planning Aide
NEX
19A1907
1278Capital | t Program Manager
EX
32A1907
1271 OO Program Coordinator - External
EX
32A1907
13O0Police Staffing Specialist
NEX
22.A1907
13O2Police Staffing Specialist Si
EX
25.A1987
1303 Human Resources Clerk
NEX
17.A1907
1305AdnninAide |
NEX
ZO.A19O7
13U6AdminAide ||
NEX
22.A1907
1307Task Force Supervisor
EX
24.A1907
13U9AdminAsmt|
_
EX
2S.Al9O7
1310AdminAust11
EX
28.A1907
1811AdminAust|U
EX
31.A1907
1813 HumanReouuroesTechnician |
NEX
20.A1907
1316Human Resources Technician ||
---'
NEX
22.A1907
1317 HRSpecialist
EX
24.A1807
1323 Human Resources Coordinator
EX
30.A1907
1324 Safety Specialist
EX
26,A1907
l3Z9Assistant Management A | t
EX
24A1907
1330 Safety Officer
EX
28.A1907
1332Tech Operatris Co rd
EX
22A1907
1337 Management Oti Analyst
EX
26.A1907
1339Grant VVhtor
EX
28.A1907
134UCapital | t Assistant
EX
26.A1907
1341Market 5erCoord
------
EX
28.A1907
1343 [_ontrootCompliance__Ana|Yst
E_X
2�7.�A�19�0�7
1344Procurement Contracts Officer
EX
_
39.A1907
1345 Fiscal Assistant
NEX
22.A1907
1346 Training andDevelopment S i !ist
EX
27.A19O7
1347Cable Comm. Assistant
EX
24.A1907
1348 Marketing Specialist
NEX
24.A1907
1349|nnovationAna| Analyst
EX
27.A1907
_________________________
1350K8orketin Supervisor
EX
29.A1907
1351 Strategic Planning & Performance Analyst
EX
27.A1907
�
q--- d :)- k
1352 Business Develop Sr
EX
28.A1907
1354 Business Developer
----- --
EX
26.A1907
-----
1356 Business Dev Supv
- ---------
EX
31.A1907
------ -------
1357 Economic Analyst
EX
26.A1907
1358 Supervisor Of Economic Research
EX
30.A1907
1359 Principal Economic Analyst
EX
31.A1907
1361 Employmt Interviewer
NEX
17.A1907
1362 Info & Referral Specialist (Homeless Program)
NEX
16.A1907
1363 Info& Referral Aide
NEX
12.A1907
1364 Organizational Development and Training Sup
EX
35.A1907
1365 Training Officer
EX
26.A1907
------- - - ----------
1366 Staff AnIst Asst
EX
24.A1907
1367 Staff Analyst
EX
26.A1907
1368 Staff AnIst Sr
EX
28.A1907
1369 Staff Analyst PrncpI
EX
30.A1907
1370 Contracts Manager
EX
34.A1907
1371 Hearing Boards Coordinator
EX
28.A1907
1372 Customer Service Specialist
NEX
22.A1907
1373 Sanitation Services Coordinator
, - - - -------- -------
EX
25.A1907
- ------ -r- ------
1374 Hearing Board Specialist I
NEX
22.A1907
....... ------
1375 Job Training Specialist
EX
25.A1907
1376 Job Training Specialist, Sr
EX
21.A1907
1377 Hearing Board Specialist 11
NEX
24.A1907
1378 Property And Casualty Coordinator
EX
28.A1907
1379 Safety Manager
EX
33.A1907
1380 Veteran Services Information & Referral Specialist
NEX
16.A1907
1382 Support Services Coor
EX
-------------
31,A1907
-------- ---
1384 Assistant Productivity Analyst
EX
24.A1907
1385 Productivity Analyst
EX
26.A1907
1386 Insurance Information Analyst
EX
34.A1907
1388 Legislative Coordinator
---
EX
25.A1907
----- --
1389 Records Systems Specialist
EX
26.A1907
ii�6"-S,-p-,e-c"i-,a"l--P"r-o-j-ec-t-s---C"o-o-r-,d-,in-,a--to-r-,--,-,--
EX
29.A1907
1391 Assistant Agenda Coordinator
EX
25.A1907
1392 Technical Support Analyst
EX
27.A1907
1395 Victims Advocate
EX
28.A1907
1397 Information Analyst
EX
26.A1907
1405 City Photographer
NEX
20.A1907
1410 Public Relations Agent
EX
25.A1907
1411 Capital Impry Community Outreach & Engmt Coord
EX
32.A1907
1413 Promotion Assistant
NEX
12.A1907
1414 Public Re[ SpIst
EX
29.A1907
1418 Police Public Information Manager
EX
30.A1907
1419 Public Relations Aide
NEX
20.A1907
1420 Publicity Writer
EX
25.A1907
1421 Public Rel Agnt
EX
27.A1907
1422 Public Info Ofcr
EX
28.A1907
1423 Public Information Coordinator
EX
30.A1907
1424 Social Broadcasting Specialist_NEX
25.A1907
1425 Multimedia Specialist
NEX
23.A1907
1426 Protocol Officer
EX
29.A1907
1427 Assistant To The Protocol Officer�"___�.__.._�__.._�______._.____�.___,.__,_.___._..�___m.a_..�,.__M_�_,
EX
25,A1907
..1430 Events Agent
A g
NEX
22.A19 07
1431 Special Events Coordinator
EX
25.A1907
1436 Intergovmental Film Liaison
EX
23.A1907
1440 Legislative Services Rep. I_
NEX
19.A1907
1441 Legislative Services Rep. II
EX
22.A1907
1442 Legislative Services Rep. III
EX
25.A1907
1505 Switchboard Oper
NEX
14.A1907
1506 Information Clerk
NEX
14.A1907
1510 Application Support
EX
09.IT
1511 Senior Application Support
EX
EX
10.IT
--
1513 Senior Data Scientist
_ ____.__...w.
EX
13.IT
1522 Camera Platemk
NEX
18.A1907
1523 Offset Press Opr
NEX
19.A1907
1524 Offset Press Opr Sr
NEX
21.A1907
1525 Duplicating Equip Op I
NEX
16.A1907
1526 Photolithographer
NEX
18.A1907
1527 Print Shop Supervisor
EX
24.A1907
1528 Print Shop Asst Supt
EX
27.A1907
1529 Print Shop Supt
EX
30.A1907
1530 Print Shop Helper
NEX
12.A1907
1531 Duplicating Equip Op II
NEX
19.A1907
1533 Office Equipment Analyst
NEX
24.A1907
1535 Print Shop Estimator
NEX
19.A1907
1536 GIS Technician
NEX
20.A1907
1537 Prod Ctrl Spv
EX
23.A1907
1539 Computer Systems Supervisor
NEX
14.IT
1540 Systems_Engr I_.____..____.____._.._.._.____�__._-.__.____._.._�-_-._____..__�.._.w__._
NEX26.A190_
7
1541 Systems Engr II
EX
30.A1907
1542 Information Services Liaison
NEX
20.A1907
1543 Pc Hardware Repair Technician
NEX
23.A1907
1544 Database S_pecialist(Sq_I_Server)
EX
14.IT_
1545_DatabaseSpecia1ist(Oracle)�Vx„
1546 Pc Aide.
NEX
17.A1907
1547 Technical Writer
EX
27.A1907
1548 Information Technology Technician I
NEX
01.IT
1549 Information Technology Technician II
EX
05.IT
1550 Information Technology Tech. III
EX
11.IT
1551 Help Desk Supervisor
EX
13.IT
1552 IT Security Supervisor
EX
17.IT
1553 IT Security Analyst
EX
13.IT
1554 Computer Op I
NEX
20.A1907
1555 Computer Op 11
NEX
22.A1907
1556 Network Analyst
EX
14.IT
1557 Computer Opr Supv
EX
26.A1907
1558 Computer Training Specialist
EX
08.IT
1559 Applications Support Supervisor
EX
17.IT
1560 Programmer Asst
NEX
23.A1907
1561 Cyber Security Analyst
EX
15.IT
1562 Systems Programmer
EX
29.A1907
1563 Software Quality Assurance Analyst
EX
15.IT
1564 Web Developer I
EX
11.IT
1565 Web Developer II
EX
13.IT
1566 Programmer.Ir
EX
26.A1907
1567 Programmer
EX
11.IT
1568 Programmer Sr
EX
13.IT
1569 Web Administrator
EX
15.IT
1570 Systems Software Manager
EX
35.A1907
1571 Systems Maintenance Supervisor
EX
32.A1907
1572 Computer Opr Chf
EX
32.A1907
1573 Data Base Manager
EX
18.IT
1574 Oracle Database Manager
EX
35.A1907
1575 Geographic Information Systems (GIS) Supervisor
EX
17.IT
1576 Systems Analyst Sr
EX
14.IT
1577 IT Project Manager
EX
16.IT
1578 Geographic Information Systems Developer
EX
13.IT
1579 Oracle Systems Administrator
._ ..._..
EX
16.IT
__.__._. .. ._._--- . _ _._
1580 Network Administrator
EX
16.IT
1581 BusinessSystemsAd ministrator
EX
32.A1907
1582 Teleprocessing Coord
EX
28.A1907
1583 Geographic Information System Technical Analyst
EX
15.IT
..,w__.._. __..,._._
1584 Data Libraria.n
__._,_..... ......__ _ .
--._.NEX
_
.209.�y�
A1
A1 07
___,...
1585 Geographic Information Systems Data Spec
EX
11.IT
1586 Scheduler/Expediter
NEX
21.A1907
1587 Information Systems Manager, Fire/Police
EX
17.IT
1588 Info Center Spec
EX
30.A1907
1589 Chief Information Security Officer
EX
19.IT
1590 Financial Information Systems Analyst
_rcTF�EX
26.A1907M
1591 Senior Oracle ERP Application Developer
EX
16.IT
1593 Oracle ERP Application Developer
EX
15.IT
1594 IT Infrastructure Mgr.
EX
19.IT
1595 Business Analyst
EX
13.IT
1596 Business Relationship Manager
EX
17.IT
1602 Finance Accounting Assistant
_.a_._.. _..._ ....___.._
NEX
22.A1907
.... ........
1603 Senior Capital Assets Analyst
EX
30.A1907
1604 Finance Accounting Specialist
EX
24.A1907
1605 Capital Assets Administrator
EX
32.A1907
1606 Financial Analyst I
EX
26.A1907
1607 Grants Financial Analyst
EX
28.A1907
1608 Financial Analyst II
EX
28.A1907
1609 Senior Accounts Payable Analyst
EX
30.A1907
_ .__v_--- ___.
1610 Senior Financial Analyst
EX
30.A1907
1611 Finance Manager
EX
34.A1907
1620 Financial Information Business Process Analyst
EX
30.A1907
1624 Finance Accounting Aide
NEX
19.A1907
1627 Asst Accts Receivable Supervisor
NEX
25.A1907
1629 Customer Service Supervisor
EX
1630`Capital Assets Aide
_._..__..
_
NEX
_30.A1907
~ 18.A1907
1635 Finance Revenue Collections Inpsector
NEX
22.A1907
1637 Finance Revenue Collections Coordinator
EX
25.A1907
1701 Grant Funded Workforce Career Advisor
EX
15.A1907
1702 Opportunity Center Employer ConsultantyFtl
EX ~�
24.A1907
1703 Opportunity_ Center Employer Consultant Supervisor
EX
26.A1907
1704 Grant Funded Workforce Program Supervisor
EX�
22.A1907
1705 Grant Funded Workforce Program Specialist I
NEX
13.A1907
1706 Grant Funded Workforce Center Manager
EX
29.A1907
1707 Grant Funded Workforce Employer Specialist
EX
19.A1907
1708 Opportunity Center Client Support Specialist Spvsr
EX
22.A1907
1709 Opportunity Center Client Support Specialist
._
EX
20.A1907
___--___ ___._._ ________
1710 Grant Funded Workforce Prog Workshop Facilitator
EX
19.A1907
1711 Grant Funded Workforce Placement Specialist
..,
EX
15.A1907
__.,�_.,. .N..�...a_-t..,
g-r-a_..__-___.ti-__.._.�. _v..... -
1730 Grant Program Lead
EX
-�.a,a..1 ...�..
25.A1907
1808 Claims Account Specialist
NEX
22.A1907
1810 Claims Adjustor I
EX
22.A1907
1812 Claims Adjustor II
EX
24.A1907
1816 Claims Adjustor III
EX
26.A1907
1820 Coll/Subrogation Spec
EX
24.A1907
1822 Claims Supervisor, Assistant
EX
28.A1907
18_24_C_laims Supervisor
EX
30.A1907
2009 Senior Construction Coordinator
EX
29.A1907
__._�..�.EX.
2010_rvey Survey:PartyChief
_.r
_.--•��.
24.A1907
2011 Surveyor
EX
30.A1907
2012 Surveyor, Senior
EX
33.A1907
2013 Eng Tech I
NEX
18.A1907
2015 Eng Tech II
NEX
20.A1907
...._.. _..._.__-_--_...
2017 Eng Tech III
NEX
24.A1907
. _.._..._____. _._.
2018 Eng Tech IV
_.,_... . .m._._..- _..__
EX
27.A1907
,._.__...,.
2019 Construction Coordinator
EX
27.A1907
2020 Cadd Operator
NEX
24.A1907
2021 Construction Manager
EX
30.A1907
2029 Street Lighting Eng I
EX
27.A1907
2030 Professional Engineer I
EX
30.A1907
2031 Engineer I
EX
27.A1907
-. ...____.._.
2032 Professional Engineer II
EX
_.
31.A1907
2033 Professional Engineer III
EX
33.A1907
2034 Professional Engineer IV
EX
35.A1907
2035 Fire Protection Engineer
EX
33.A1907
2036 Environmental Engineer
2037 Professional Engineer III - Traffic
2038 Engineer II
2039 Utility Engineer
2040 Elec Engineer
2041 Engineer III
2048 Architect I
2049 Architect II
2050 Architect III
2053 Landscape Architect
2054 Landscpe Arch Supv
2056 Project Rep
2057 CITP Project Liaison
2060 Cable Tv Engineer
2100 Roofing Inspector
2101 Roofing Inspector, Sr
2103 Senior Building Inspector
2105 Senior Plumbing Inspector
2107 Senior Mechanical Inspector
2109 Senior Electrical Inspector
.2110 Bldg Insp„ I._
2111 Bldg Insp II _
2112 Chief Building Inspector _.
2113 Chief of Insp____.__.______.-____....._...___.._..�______..__.
ection Services
2_114 Building InspectorFpYW
w
2116 Structural Engineer(plans~Exam)
2120 Elec Insp I
2121 Elec Insp II
2122 Elec Insp Chief
2123 Electrical Inspector
2125 Senior Roofing Inspector
2127 Senior Elevator Inspector
2130 Plumbing Insp I
2131 Plumbing Insp 11
2132 Plumbing Insp Chf
2134 Plumbing Inspector
2135 Senior Communications Inspector
2140 Construction Inspection Representative
2142 Resilience Programs Manager
2143 Environmental Compliance Specialist
2144 Environmental Compliance Coord
2145 Zoning Plans Examiner
2146 Zoning Manager
2147 Billboard & Mural Coordinator
2148_I_mpact Fee Coordinator
2149 Building Services Assistant IV.__.___
2150 Zoning Inspector I
EX 33._A19_0_7
EX 33.A1907
EX 29.A1907
EX 29.A1907
EX - 33.A1907
EX _ 30.A1907
EX yNR 26.A1907
EX 30.A1907
EX�T,_.__.�� 31.A1907
EX r.-w0.A_1907
EX31.A1907
_EX� ..._.._. 27.A1907
EXn, 31.A1907
EX m pW6 31._A1907
NEX 01.INS _
EX 29.A1907
EX..... �._...- _..._. 03 . I N Sw__.-
EX _ _ 03. I N S_._.__
EX03.INS �w
EXtl.__�___�.__ 03.INS
NEX- x� m 27.A1907
EXN rzrvm e29.A1907
EX�05.INS
EX � �« _ 05.I1NIS
NEX 01.INS
E_X35.A1907
NEX .w..... 27.A1907
EX 29.A1907
EX K._.. 05.INS .....
NEX
..._��._�x... 01.INS
EX_ 03.INSV`......_
EX 03.INS��
_NEX- .rY 27.A1907
EX _....29.A1907
EX 0_5.INS�
NEX 01.INS
EX03. I N S
NEX .., 17.A1907
EX� -M 30.A1907
EXµ w w il Y27.A1907
EX wm.0 28.A1907
EX m rt s F 29.A1907
EX. 33.A1907
EX_
30.A1907
EX Y A tt
N �30.A1907
NEX M
24.A1907
NEX
23.A1907
9- &-a-c
2151 Zoning Information Specialist
NEX
27.A1907
2152 Zoning Information Supervisor T r T
m EX#A
m» µ30.A1907
2153 Plans Processing Aide
NEX
19.A1907
2154 Plans Processing Specialist
NEX
30.A1907
2155 Code Compliance Inspector
NEX
24.A1907
2156 Code Compliance Inspector II
m_..._EX._ _ _....„
26.A1907
2157 Zoning Information Technician
NEX
22.A1907
2158 Mech Insp I
NEX
27.A1907
2159 Mech Insp 11
EX
29.A1907
2160 Mech Insp Chief
EX
05.INS
2161 Mechanical Inspector
NEX
01.INS
2165 Elevator Inspector
NEX
01.INS
2167 Chief Elevator Inspector
EX
05.INS
2168 Chief, Unsafe Structures
EX
32.A1907
2169 Senior Chief of Unsafe Structures
EX
05.INS
2170 Building Services Assistant I
17.A1907
2171^Building Services Assistant11` W reT
_NEX
W P'rc NEX M +4
19.A1907
2172 Building Services Assistant III
NEX
22.A1907
2176 Supv Permits & Rev
___...
EX
29.A1907
-...._ _..-__.,_
2178 Chief Code Enforc Off
EX
31.A1907
2181 Cable Tv Tech Spec
NEX
21.A1907
2187 Business Tax Receipts Aide
NEX
19.A1907
2188 Business Tax Receipts Specialist
EX
22.A1907
2'190 Assistant Occupational License Supv
.EX_m
25.A190
2192 Business Tax Receipts Supervisor
EX
30.A1907
_ 2195 Housing Quality Inspector
NEX
2196Housin Quality Inspector,
g Y p Sr
EX
_24.A19II7
26.A19 07
__.__.__.
2203 Graphic Designer,Senior
�.�.�
EX
26.A1907
_.._. ---- _-- ._ �.. a �_: _.a.w., . ,r�..._.___
2204 Graphic Designer
NEX
24.A1907
_2205 Planning III I
NEX
19.A1907
2206 Planning III II._w�_
2
NEX
22.A1907
22.A1907
..
2208 Planning Tech
NEX
24.A1907
2209 Public Art Manager
EX
32.A1907
2210 Park Planner
EX
27.A1907
2211 Environmental Resources Specialist I
NEX
22.A1907
2212 Environmental Resources Specialist 11
NEX
24.A1907
2214 Housing Spec Asst
NEX
23.A1907
2215 Chief of Urban Design
�2216
EX
34.A1907
Chief of Comprehensive.�__..._.
Planning
EX
34.A1907
2217 Archeologist
EX
29.A1907
2218 Historic Preservation Planner
EX
29.A1907
2219 Preservation Officer
EX
34.A1907
2220 Planner I
EX
27.A1907
2221 Planner II
EX
31.A1907
2222 Planner III
EX
34.A1907
2223 _Chief of Land Development
_2224
EX
34.A1907
Comm D ev Coord
EX
32.A1907
_2225 Housing Spcl
EX
26.A1907
_ _
2226 Housing Spcl Prncpl
EX
31.A1907
2227 Housing Spec Sr
EX
28.A1907
2228 Hsg Rhb Ln/O Sr
EX
26.A1907
2229 Housing Loan Officer
NEX
24.A1907
2230 Housing Rhb Est
NEX
23.A1907
2231 Hsg Rhb Estim Sr
EX
26.A1907
2232 Soc Prg Analyst
NEX
22.A1907
2233 Soc Prg Anl Ast
NEX
20.A1907
2234 Soc Prg Anl Sr
EX
25.A1907
2235 Soc Prg Anl Supv
EX
28.A1907
2237 Commty Dv Prj Supv
EX
29.A1907
2239 Social Prog Coord
EX
31,A1907
2240 Hsg Rhb Ln/O Asst
NEX
19.A1907
2244 Hsg Rhb Estim Asst
rNEX
19.A1907
2250 Loan Specialist
EX
24.A1907
2252 Loan Program Manager
EX
28.A1907
2255 Cra Program Coordinator
EX
29.A1907
2257 Project Representative, Senior
EX
31.A1907
2258 Development Coordinator
EX
34.A1907
3001 Laborer I
NEX
15.A1907
3002 Laborer II
NEX
16.A1907
3005 Laborer III
NEX
17.A1907
3010 Labor_Crew Ldr I
NEX
18.A1907
3011 Labor Crew Ldr II
_ . _ .
NEX
22.A1907
_._. _ __-_._.
3012 Public Wks Supv
----_�._..w-
EX
- � _... ,._u_..
28.A1907
3014 Public Works Superintendent
EX
31.A1907
3021 Assistant Heavy Equipment Specialist
NEX
23.A1907
3022 Sanitation Supervisor
NEX
25.A1907
3023 Heavy Eqp Specialist
NEX
25.A1907
3024 Recycling Coordinator
NEX
25.A1907
3025 Waste Col Supt Ast
EX
28.A1907
3026 Superintendent Of Solid Waste
EX
30.A1907
3104 Auto Eqp Op I
NEX
17.A1907
3105 Auto Eqp Op II
NEX
19.A1907
3106 Auto Eqp Op III
NEX
21.A1907
3107 Auto Eqp Op IV
NEX
22.A1907
3301 Maint Mech Helper
NEX
17.A1907
3302 Maint Mechanic
NEX
20.A1907
3303 Maint Mech Supv
NEX
23.A1907
3305 Air Cond Mech
NEX
27.A1907
3308 Hvacr Supervisor
EX
30.A1907
3310 Electrician
NEX
27.A1907
3311 Elec Supervisor
EX
30.A1907
3313 Gen. Maintnc. Worker
NEX
17.A1907
3314 Gen Maint Rep-Pnt/Mec
NEX
20.A1907
3315 Gen Maint Rep Carpen
NEX
21 A1907
3316 Gen Maint Rep-Electr/Air Cond.
NEX
23.AI907
3317 General Maint. Repair Supv, Elec
NEX
24.A1907
3318 General Repair Maint Supv
NEX
23.AI907
- ---- ----- -
3319 Electrician 11
NEX
28.A1907
-------- -- ---, ---------- -
3320 Electrical Line Worker
NEX
24.A1907
3321 Electrical Line Worker Supervisor
NEX
29,A1907
3322 Plumber Supervisor
EX
30.A1907
3324 Plumber
NEX
27.A1907
3326 Carpenter
NEX
21.AI907
3327 Carpenter Supv
NEX
23.A1907
3328 Mason
NEX
21.AI907
3335 Painter
NEX
20.A1907
3336 Auto Body Wrkr/Pntr
NEX
22.A1907
3337 Painter Sign
NEX
21.A1907
3338 Painter Supv
1--- -1--, ----------
NEX
23.AI907
3339 Auto Pnt/Bdy Shop Spv
NEX
24.A1907
3340 Pipefitter
NEX
19.A1907
3341 PipefitterSupv
NEX
22.A1907
335� Welder .
N I EX
22,A1907
3358 Composting Facility Supervisor
NEX
25.A1907
-------- --
3360 Facilities Oper Wrkr.
NEX
16.AI907
361 Facilities Oper Worker, Senior
NEX
20.AI907
3362 Facilities Oper Supvr
NEX
23.AI907
3370 Prop Maint Asst Su pt
EX
31.A1907
3371 Prop Maint Supt
EX
33.A1907
&
---,--21.Al9O,7
3374 Police Fac Asst
NEX
19.A1907
3402 Fuel Fac Att
NEX
15.A1907
3404 Auto Mech Helper
NEX
17.AI907
3405 Automotive Service Writer
NEX
19.A1907
3406 Auto Mechanic
NEX
23.A1907
3407 Auto Mech Supv
NEX
25.AI907
3408 Fuel Fac Supv
NEX
21.A1907
3409 Heavy Eqp Mech Helper
NEX
18.A1907
3410 Heavy Eqp Mech
NEX
24.AI907
3411 Heavy Eqp Mech Supv
NEX
26.A1907
3420 Garage Asst Supt
EX
29.A1907
3450 Fleet Manager
EX
33.AI907
3452 Supt.- Garage Or Motor Pool
EX
30.AI907
3455 Fleet Management Representative
NEX
22.A1907
3456 Fleet Liaison
NEX
20.AI907
3638 Facility Maintenance Technician
NEX
20.A1907
3642 Facility Maintenance Manager
------ . .....
EX
28.A1907
------
3643 Parks & Recreation Facility Maintenance Manager
EX
25.A1907
3644 Utility Analyst
4005 Custodian I
4006 Custodian 11
----------
EX 28.AI907
NEX 14.AI907
NEX 15.AI907
4007 Custodian Supv NEX 17.A1907
5017 Police Property Mgr EX 31.A1907
5019 Identification Aide NEX 16.A1907
5020 Police Comm Clrk NEX 18.A1907
5022 Pol Prop Spec I NEX 17.A1907
5023 Forensic Crime Analyst NEX 26.A1907
:. 5024 Pol Prop Spec 11-,..��._.m_..._.NEX_.��..�. 19.A1907
5025 Crime Scene Investigator I NEX 22.A1907
5026 Crime Scene Investigator II NEX 26.A1907
r 5027 Crime Scene Investigations Supervisor EX 32.A1907
5030 Latent Print Examiner NEX 30.A1907
----------- _ ______ _.__-__ _._.__.-. __.....____r.._ __ ___. _._____._ __.__.__.____._____-__,_._._____w_....._
5031 Polygraph Examin----------- ...- ._ _.. ,_,-.,_.___ ____ _._.. ___..__-------
5032 Latent Print Examiner Supervisor NEX 31.A1907
I 5035 Forensic Investigations Manager EX 34.A1907
5037 Guard/Porter NEX 06.A1907
5039 School -Crossing Guard Supervisor EX 13.A1907
5040 Public Service Aide NEX 17.A1907
5050 Professional Compliance Supv. EX 28.A1907
5060 Police Records Supr EX 28.A1907
5065 Criminal Intelligence Analyst I EX 26.A1907
5066 Criminal Intelligence Analyst II EX 28.A1907
5070 Crime Analyst I NEX 22.A1907
- ------ --
5071 Crime Analyst II NEX 24.A1907
5073 Video Retrieval Specialist NEX 22.A1907
5076 Prof Compliance Asst NEX 19.A1907
___ --------- __ _,_.,_.._w._. _ _ _._._._m. ..__.__,.-..�__._� w..w. .
5077 Prof Compl Rep EX 26.A1907
5090 Senior Policy Analyst EX 28.A1907
5301 Fire Plans Examiner NEX 30.A1907
5302 Fire Sfty Spec. Sr. NEX 25.A1907
5303 Fire Sfty Spec.Supv EX 27.A1907
5304 Fire Sfty Spec NEX 23.A1907
_
5314 Grant Funded Emergency Management Coordinator EX 30.A1907
5315 Fire Supplies Clerk I NEX 14.A1907
5316 Fire Supplies Clerk II. NEX 17.A1907
5317 Grant Funded Emergency Management Planner EX 26.A1907
5318 Fire And Life Safety Education Coordinat EX 28.A1907
5319 Fire & Life Safety Ed.Spec. EX 24.A1907
5320 Video Program Spec EX 23.A1907
5323 Video Program Prod EX 28.A1907
5324 w ShoProducer EX 28.A1907
__._...._ ..._._y ..._.._ ..__...._ ._.....__a _ ...._�_...... __..m._ ..._.__m,. ,,.._._......._m
5401 Multimedia Manager _ EX 26.A1907
5403 Communications Equip. Maint. Specialist w .._._. NEX 19.A1907
5404 Comm Repair Wrkr NEX 21.A1907
5405 Comm Tech NEX 25.A1907
5406 Comm Tech Supv NEX 27.A1907
5407 Comm Maint Asst Supt EX 30.A1907
5408 Comm Tech Supt EX 33.A1907
5409 Communications Specialist
5410 Microwave Technician
5411 Communications Technical Operator
5412 Comm Center Supervisor, Police
5413 Emergency Dispatch Assistant
5414 Police Comm. Records Custodian
�+5415 Emergency Dispatcher�i_..._._.s.�.,._�..o...__._-
5416 Comm Oper Spvsr
5417 Emd Quality Assurance Specialist
5418 Comm Center Supervisor,Medical/Fire
5419 Communications Training Specialist
5420 T_elc Sys Dev Mgr _
5421 Communications Center Administrator- Police
5423 Telecommunications Technician (RJ) _
5424 Telecommunications Technician Assistant
5425 Telecommunications Technician
5426 Telecommunications Technical Specialist
5430 Broadcast Engineer
5432 Videographer/Editor
5433 Audiovisual Technician
5436 Emergency Dispatcher Supervisor, M/F
5446 Emergency Dispatcher Supervisor, Police
5510 Guard
5511 Park Ranger Assistant Supervisor
5512 City Ranger
5515 Park Ranger
5516 Park Ranger Supervisor
^5517JSenior Park Ranger
.. 5520 Stable Attendant
5523 Stable Attndnt Supvr.
5529 Facility Attend
5530 Marinas Faclt Att
_._ _.w..._.m_._.. .___A...
5560 Jtpa Trainee
5711 Administrative Assistant III
�5740 Senior mStaff Analyst.�,...,_,
_ --- _ __.__.
6001 Golf Course Attendant
6003 Grounds Tender
6005 Park Tender I
6007 Park Tender II
6010 Greenskeeper
6015 Tree Trimmer
6016 Tree Trim Crew Ldr
6017 Arborist
6019 Parks Naturalist Technician
6020 Cemetery Sexton
6021 Parks Naturalist
6022 Parks Naturalist Sr.
EX
26.A1907
NEX
25.A1907
EX~'Y O-'v-
EX
_25.A190_7
28.A1907
NEXR20.A1907
NEX
22.A1907
NEX - .._._
22.A1907
NEX `~c ~
24.A1_90_7
NEX
24.A1907
EX .�..��...^�28.A1907
EX ��
26.A1907
EX
33.A1907
EX
28.A1907
NEX �w
32.A1907
NEX
23.A1907
NEX
08.IT
NEX
21.A1907
EX AW
31.A1907
EX
23.A1907
NEX
19.A1907
NEX
24.A1907
NEX
24.A1907
N EX -
13.A1907
_�-E_X---W22.A1_907
NEX
A 14.A1907
NEX y
13.A1907
EX-v
-_-24.A1907
NEX `
^-J 16.A1907
x"YNEX
a,. 17.A1907u
NEX
20.A1907
NEX ..__.
. 14.A1907
NEX
13.A1907
NEX
.._.06.A1907
EX
_._EX.. _._
31.A1907
.._x_._28.A_1_907
-
NEX16.A1907_
S16.A1907
rty NEX
NEX wv
re 17.A1907A
FNEX _�...
19.A1907
~V NEX ~ N-y
NEXA16.A1907
ryNEX
_18.A1907
MF
*18.A1907`
NEX@
22.A1907
NEX
16.A1907
NEX,
20.A1907',
NEX p `P
23.A1907
EX
26.A1907
qf(9-si't
6025 Nursery Tender
NEX
17.A1907
6029 Beach Operations Supv
EX
29.A1907
6035 Parks Supv I
NEX
18.A1907
6036 Parks Supv II
NEX
22.A1907
6047 Parks Recreation Coordinator
EX
29.A1907
6048 Superintendent Of Maintenance, Assistant
EX
31.A1907
6049 Parks Operations Coordinator
EX
29.A1907
6050 Parks Supt Of
EX
31.A1907
6051 Superintendent Of Recreation, Assistant
EX
31.A1907
6052 Athletic Coordinator
EX
30.A1907
6053 Superintendent Of Parks
EX
33.A1907
6054 Superintendent of Parks and Recreation
EX
33.A1907
6055 Sports Turf Manager
EX
26.A1907
6059 Asst Stadiums Manager
EX
30.A1907
_.._ _ _._
6060 Stadium Manager
EX
�._
32.A1907
Stad Mgr
EX
27.A1907
_60_62_Marine
�. 6063 Cultural Arts Center Ma._._.._..._.�.,...._._..___.m_ .._._...�_.r__._.F..
.w_ nager
............_.._...,.�..�._n�_�..m.__.w.,�..
EX
31.A1907
6064NAuditorium Ma.n ager Asst
EX
25.A1907
6065 Auditorium Mgr
EX
29.A1907
6067 Marinas Operations Supervisor
NEX
18.A1907
_ Marinas Aide
NEX
16.A1907
6069 Marinas Supervisor
NEX
21.A1907
6070_Marinas Manager, Asst.
EX
28.A1907
6071 na Marinas Mager
Manager
EX
34.A1907
6080 Parks &Recreation Mgr I
EX
23.A1907
6081 Parks & Recreation Mgr II
EX
26.A1907
6082 Waterfront Park Manager
EX
26.A1907
6101 Specialized Fitness Instructor
EX
18.A1907
6102 STEAM Education Coordinator
NEX
24.A1907
6105 Lifeguard (p�p� __... ._ ,v
._.-_.-_�.,�.___._....�.
EX
-
17.A1907
6106 Ocean Rescue Lifeguard
NEX
20.A1907
6107 Pools Supervisor
EX
25.A1907
6108 Senior Ocean Rescue Lifeguard
NEX
22.A1907
6109 Lifeguard Sr. (P/0)
EX
19.A1907
6110 Aquatic Program Planner
EX
29.A1907
6111 Superintendent of Aquatics
EX
31.A1907
6115 Irrigation Specialist
NEX
19.A1907
6118 Japanese Garden Specialist
EX
29.A1907
6119 Cult Affr Coord
EX
29.A1907
6120 Tennis Supvsr
EX
19.A1907
_6121 Special Education_Tea_cher
EX
25.A1907
_
6122 Education Initiatives Coordinator
w,,...EX _..
28.._..
6123 Program Coord.
EX
31.A1907
6124 Program Coord, Asst
EX
27.A1907
6125 Therapeutic Recreation Spec
EX
25.A1907
6126 Social Worker
EX
22.A1907'
6127 Program Assistant
NEX
16.A1907'.
6128 Disabilities Program Leader NEX 22.A1907
6129 Program Specialist NEX 19.A1907
6131 Disabilities Recreation Leader NEX 22.A1907
6132 Golf Course Superintendent EX 20.A1907
11.1 ,____-_.,.-,__.._-_.,_-__.__-w_____-__._-.__-.__..w-_-..___,-______..__-_._.-.-_.......,_.___._-.._-n.._.___._._._-__--.___.._.
6133 Licensed Social Worker EX 28.A1907
6135 Baseball Supv EX 20 A1907
6144 Gen Recreation Prog Planner EX 29.A1907
6148 Aquatic Specialist NEX 18.A1907
..�6149 Rec Specialist NEX 18.A1907
__...__. _.. ...........
6151 Water Sports Inst NEX 23.A1907
6152 Boxing Supervisor EX 22.A1907
6156 Youth Pgm. Spec EX 25.A1907
__-.._- _.__.w�,. _,-_._...,,._..
6160 Fitness Cee nter Specialist EX 21.A1907
6161 Recreation Aide NEX 08.A1907
6162 Recreation Asst Supt EX 29.A1907
6164 Parks & Recreation Sery Coord EX 29.A1907
6170 Events Specialist NEX 24.A1907
6172 Special Events Supervisor EX 29.A1907
6300 Day Care Admin EX 31.A1907 I
6301 Day Care Adm Ast EX 25.A1907
6302 Day Care Ctr Supv EX 25.A1907
6303 Day Care Specialist NEX 18.A1907
7017 Job Training Program Coordinator NEX 33.A1907
7018 Vocational Counselor NEX 22.A1907
.mu_a
7019 Citzn Prgm Supv EX 28.A1907
7020 Comm Invol Asst NEX 19.A1907
7021 Crime Prevention Specialist NEX 22.A1907 i
7031 Sanitation Inspector II NEX 23.A1907
7032 Sanitation Inspector Chief EX 26.A1907
7035 Sanitation Inspector~�mry4-R m NmTNm cwm�NEX V� �21.A190_7
a 7999 Helicopter
Pilot NEX 32.A1907
8008 Secretary III NEX 19.A1907
8034 Typist Clerk I NEX 13.A1907
8035 Typist Clerk II NEX 15.A1907
8037 Typist Clerk III NEX 17.A1907
8040 Receptionist/Typist NEX 18 A1907
8048 Property & Casualty Manager EX 32.A1907 !
8051 Claims Supervisor EX 30.A1907
8073 Domestic Vlolence Administrator EX 33.A1907
8082 Admin Asst I EX 25.A1907
8083 Admin Asst II EX 28.A11907
8101 Secretary IV NEX 21 A190_7
µ 8103 Secretary I NEX 15 A1907
_._
8104 Secretary II NEX 17 A1907 t
' 8113 Legislative Services Represantive I NEX 19.A1907';
8117 Technical Oper Coord EX 24 A1907
81n18ALegislative Services Representative II NEX 22 A1907
775
8119 Legislative Services Representative III
8120 Legislative Services Supervisor
---------- ._ _
8121 Transcriber
8122 Records Reten Coord
8134 Resource Allocation Manager
8135 Marketing Coordinator _
8138 Housing Develop Coord
8140 Agenda Coord, Assistant
8142 Community Partnerships Manager
8144 Grants C_oordinatortl_�..
8145 Typist Clerk IV
8152 Fleet Manager
8157 Social Worker
8158 Program Specialist
8159 Program _Coordinator -Capital Improv
8160 Chief Architect
8162 Information Analyst ,_.... _..-_..an
8163 Information Analyst Coordinator..__....
8165 Information Services Liaison
8167 Chief of Code Compliance
8176 Code Enforcement Training Specialist
8177 Code Compliance Field Supervisor
8178 Code Compliance Coordinator
8201 Code Enforcement Assistant
8206 Admm Asst III
w 8220 Chief of Hearing Boards
8232 Chief of Environmental Resources
_827_3 _Chief of Solid Waste Operations
a_ 8396 Photographer, Senior .._...c..
8411 Administrative Clerk
8420 Media Relations Liaison
8423 Parks And Recreation Facility Manage
8424 Special Education Teacher
8426_Program Assistant _
8427 Education Initiatives Coordinator
8435 Property Manager
_ 8437 CIP Technical Administrator__._._. .
8438 Business Development Coordinator
�~ 8439 Business Development~ Supervisor
8440 Development Coordinator
-8441 Preservation Officer-
_ ~ 8450 Telecommunications Administrator
8452 Youth Program Coordinator
8461 Assistant System Administrator
T8463 Chief Of Urban Design u..._.
8464 Chief Of Land Development
8466 Planning Illustrator �v._ ..._e.._
ments Program
EX 25.A1907
EXJ 29.A1907
EX __ 24.A1907
EX _ 25.A1907
EX 35.A1907
EXJ xp 28.A190_7
xEX }A m A 32.A1907
EX_ �25.A1907
EX 30.A1907
EX___ .._._a._ 33.A1907
NEX _ 19.A1907
EX. 33.A1907
EX �22.A1907
EX 29.A1907
EX - 32.A1907
EX 36.A1907
EX M A w26.A1907
TTEX m 31.A1907
NEX .v._ �µ20.A1907
EX M.a._ 32.A1907
EX 26_A1907
EX_ 27.A1907
EX 30.A1907
^EX 24.A1907
EX _31.A1907
EX 34.A1907
EX� 34.A1907
EX 4 �~ 34.A_1907
EXv Vm 26.A1907
NEX 17.A1907
EX 19.A1907
EX 26.A1_907
NEX n_ 25.A1907
NEX 14.A1907
EX �." 28.A1907
EX 34.A1907
EX . _..__.36.A1907
EX --~rn 34.A1907
EX 31.A_19_0_7
EX34.A1907
EX ~a34.A1907
EX_~34.A_1907
EX-30._A1_90_7_
EX� JFT 33.A1907
EX A ce 34_.A190_7
EX_ Rµ 34.A1907
EX�� 22.A1907
f6-0c
9- (q -a-,
8467 Urban Coordinator EX 32.A1907
8468 Community Planner
O469Net Community Services Worker NEX 15.A1907
8471Ada Construction Coordinator EX 30.A1907
847][i Public Re|adonxCoordinator EX 32.A1907
8474Capital Improvement Assist E_X 26.A19�07
8475
-
Hazard Mitigation/Disaster Spec EX 34.A1907
Q47GHomeless Program Administrator EX 32A1807
8477Net Community Service Worker Supervisor NEX 18.A1907
847OLease MtSpecialist EX 28.A1907
8484Grant Writer EX 28.A1907
8490| Financial A | EX 28A1907
8510Reconds System Coordinator
8S14Records8 t Aid NEX 20.A1907
8515 Records System Specialist EX 26.A1907
8SG0Grants Financial �Pex�r3u i EX 3O'A19O7
U561Budget S t Developer EX 32.A1907
8565Special P K8una EX 34.A1907
O56OEmployee Sen/ineoAide EX 22.A1907
8574 Special Events Assistant EX 22A1907
OS7GSpecial E t Manager ��ano EX 31'A1907
-w
QSO8Environmental Outreach Liaison EX 25.A1907
8582 Environmental Coordinator E% 28.A1907
------- -------------~---
ASQ5Environmental Compliance Specialist EX 27A1907
8587 Resilience Programs Manager EX 30.A1907
8589 Urban Forester EX 27�A19O7
_____________
8590Euonomi _ Development P EX 34.Al9O7
860 Cip EX 32.A1807
Chief86U6P
EX 36.A1907
A607Senior Project ManaQer-OO EX 34.A1907
� '�� �������������������
8611Audiovisual Technician NEX 18.A1907
_--- ___________________
8612VidemPro Specialist EX 23.A1907
8613Chief Communications Engineer EX 31A1907
munications Technical Operator EX 25.A1907
8615 Multimedia r/VV
8616 Operations Coordinator EX 30.A1907
86188eniorM61timedieProductionMono EX 3l.A1907
8619 Community Relations Coordinator EX 27.A1807
QG21[addOperator EX 24.A1907
D622Community Relations Liaison EX 27.A1907
8623Co | EX 25.A1907
-
Q624Community Relations Aide EX 22.A1907
8625P Manager Senior EX 35.A1907
--------------------------'--------------`--- `----------
8626 ResearchAna| t EX 27.A19O7
---------'`-- ---------------- -------------
86288unineaxProoes�Ana| t EX 30.A1907
------------- ------------'
8630 Project Manager
______________ EX 34,41907
8631 Project Representative Senior
EX
31.A1907
8638 Maintenance Technician
NEX
20.A1907
8640 Facility Manager
EX
30.A1907
8642 Facility Maint. Manager
EX
28.A1907
8643 Superintendent Of Solid Waste
EX
31.A1907
8645 Community Programs Adminstrator
EX
33.A1907
8649 Payroll Manager
EX
34.A1907
8650 Oracle Financial Systems Manager
EX
34.A1907
8651 Applications Support & Integration Manager
EX
19.IT
8653 IT Quality Assurance Manager
EX
35.A1907
8654 Information Technology Customer Service Manager
EX
36.A1907
8656 Loan Review Specialist
EX
26.A1907
8657 Loan+Review iRevAssistant V�`rymL�'�tl~��Mmm� �44wo-�EX
� g
24 .A1907
24..�.�.___.
8658 Community Involvement Spec
NEX
21.A1907
8659 Loan Review Analyst
EX
30.A1907
8660 Sr. Procurement Contract Off.
EX
31.A1907
8661 Procurement Aide
NEX
19.A1907
8662 Procurement Card Administrator
EX
25.A1907
8664 Procurement Contracting Manager
EX
33.A1907
8680 Construction Manager
EX
30.A1907
8684 Senior Construction Manager
EX
34.A1907
_
8685 Acquisitions Specialist Supervisor f u
EX__.x.__
21.A1907
8688 Professional Engineer III-Floodplain Administrator
EX
35.A1907
8706 Sr. Job Train Spec
EX
22.A1907
8715 Community Service Provider
NEX
18.A1907
8718 Clerk I
NEX
12.A1907
8719 Clerk I,.I_.�...,..�._�._..,_,w._,_....._.._�n_d_..__.�..�a_._..,_.....__.�__.._�__._._._v�,�.....�.___...�...._____.�.���..��.,�,
NEX
14.A1907
8720 Employ Interviewer
NEX
17.A1907
8722 Client Sery Coord
EX
32.A1907
8723 Client Services Specialist
EX
25.A1907
8724 Accountant
EX
22.A1907
8726 Account Clerk
...,._w.
NEX
17.A1907
8732 Public Relations Agent
EX
27.A1907
8736 Public Information Coord
EX
30.A1907
8737 Chief of Unsafe Structures
.. ._._____-.__..___.__...._..__..___._._..._._._.__,__
EX
32.A1907
8738 Public Info. Supvr.
EX
_
8741 Intergovernmental Affairs Liaison ¢�F
^ ceEX
_27.A1907
30.A1907
8742 Code Compliance Specialist
EX
26.A1907
8743 Chief Elevator Inspector
......-.
/�/ EX
05.INS
8744 Chief Civil Engineer
EX
36.A1907
8745 Chief Of Inspection Services
EX
33.A1907
8748 Capital Imprv_Procurement Admin.
EX
36.A1907
8751 Zoning Manager:.._
..__._-EX
33.A19 07
8752 Legislative Coord
EX
25.A1907
8759 Financial Reporting Manager
EX
32.A1907
8760 Internal Controls and Compliance Manager
EX
34.A1907
8764 Financial Dev Coord
EX
31.A1907
8770 Admin Aide I
8773 Admin Aide II
8775 Investigator II, Civilian Investigative Panel
8776 Investigator, Civilian Investig. Panel
8777 Civilian Investigative Panel Analyst_
8780 Film And Culture Administrator
8783 Cultural Administrator
8784 Cultural Arts Center Manager
8785 Auditorium Mgr Assist
8786 Convention Center Manager
8789 Traffic EngineerY
8791 Transportation Coordinator
8792 Special Projects Assistant
8793 Spec Projects Coord
_87_94 Transportation Analyst
8796 Assistant Facility Maintenance Manager
8801 Client Support Sery Aide
8803 Assessment & Referral Spec.rm
8804 Training Specialist
-__-._--_._.__w.__--- --------- --__._---- ---------- __.._..
8805 Job Placement Specialist
8806 Skills Coach
8808 Case Management Supervisor
8809 Case Manager
8810 Sr.Job Placement/Marketing Spec
8811 Case Management Assistant
8812 Training Coordinator
8813 Training And Development Specialist
8815 Contract Compliance Analyst
8816 Contract Compliance Manager
8817 Employment Program Analyst
8818 Job Placement/Marketing Coord
8819 Construction Contract Compliance Manag
8824 Fiscal Assistant
8825 Fiscal Administrator
8830 Housing Quality Assurance Aide
8835 Housing Quality Assurance Supervisor^
8840 Housing Program Manager
8842 Housing Program Analyst _
88.44 Housing Quality Assurance Monitor
Funded w Rx
8900 Grant Fund
Hosing Qlty Assur_Monitor
8901 Grant Funded Housing Qlty Assur Super
8903 Grant Funded Housing Program Analyst
8905 Grant Funded Assessment/Referral Spec
8906 Grant Funded Emergency Mgmt Coord.
8910 Grant Funded Environmental Coordinator
8920 Grant Funded _Administrative Aide I_
8921 Grant Funded Administrative Aide II
NEX 20.A1907
NEX 22.A1907
EX _ . x 28.A1907
EX _..w_.. 26.A1907
EX 26.A1907
EX R27.A1907
EX 28.A1907
EX 31.A1907
EX 25.A1907
EX 31.A1907
EX 32.A1907
EX Yvm 36.A1907
PEX P w 25.A1907
EX 29.A1907
EX ~es_µ 29.A1907
_EX 26.A1907
NEX F 20.A_19_0_7
EX * F 24.A1907
EX P n� 25.A1907
EXY 22.A1907
EX 23.A1907
EX 2_8.A1907
EX _ 25.A1907
EX ry wYPITmm28.A1907
EX 22.A1907
EX j g28.A1907
EX 27.A1907
EX 27.A1907
EX 34.A1907
EX 27.A1907
EX 32.A1907
EX 33.A1907
EX _ 22.A1907
EX .�. _ 30.A1907
NEX _ �19.A1907
EX 2_9.A_1_907
EX... wr 32.A1907
N EX28.A1907
NEX 24.A1907
EX «rv24.A1907
EX a. v.. _. 29.A1907
EX _.. __.. 28.A1907
EX Az_n_e.24.A1907
EX 36.A1907_
EX 28.A1907
NEX 20.A1907
NEXV R A 22.A1907
mlow7m
8923 Grant Funded Administrative Asst. I
EX
25.A1907�
8924 Grant Funded Vista Program Asst.
EX
24.A1907
8925 Grant Funded Program Specialist
EX
29 A1907
8927 Grant Funded Homeless Housing Specialist
NEX
17 A1907�
Grant Funded Homeless Housing Supervisor
EX_
25.A1907
_8928
8930 Grant Funded Contract Compliance Analyst
�EX
27.A1907�
�8931 Grant Funded Contracts Manager
EX
34.A1907
w_
8932 Grant Funded Special Projects Asst
EX
25.A1907
8933 Grant Funded Special Projects Coord
EX
29.A1907
8939 Grant Funded Loan Specialist
EX
24.A19071
8945 Grant Funded Loan Review Specialist
EX
26.A1907 {
8950 Grant Funded Fiscal Assistant
22.A1907
vT .EX
8951 GF Budget and Financial Support Advisor EX
27 A1907 1
i 8959 Grant Funded Clerk I
NEX
08.A1907 1
8960 Grant
FundedtN Clerk III
NEX
16.A1907�
8972_GF W_orkforce___.�.�_... ._..___.�.,___.____.._�.. �...._.,.�.._�,._,___..v.�..._.,...�.._._�..__.__�...........�.�_.�
Program Supervisor
EX
22.A1907 1
_
@ 8973 GF Workforce Career Advisor
EX
15.A1907
8974 GF Workforce Lead Career Advisor
EX
20 A1907
._ -.._- .____
8975 GF Workforce Employer Specialist
EX
------ --- I n.
19.A1907
8976 GF Workforce Placement Specialist
EX
15.A1907
8979 GF Workforce Business Consultant
EX
19.A1907
8980 GF Workforce Employer Consultant
EX
19.A1907
8982 GF Workforce Program Workshop Facilitator
EX
19.A1907
8984 GF Workforce Program_ Customer Service Rep
NEX
10.A1907
8986 GF Workforce Program Specialist I
�......_-
NEX
13 A1907
,. __-.�_,_-�..,.�_�__ m_.-w. ._.,�—
8987 GF Workforce Program Specialist II
- _ ,�._�_M�
NEX
_
15.A1907
8990 Grant Funded Workforce OutreachSpecialist
NEX
14.A1907
Employees in job codes 8082, 8083, 8206, 8770, and 8773 are included in the unit, other
than those excluded per the Unit Clarification Petition settlement agreement made and
entered on March 24, 2016 and April 26, 2018 between AFSCME Local 1907 and the City
of Miami.
All persons who hold interim, provisional, seasonal, part-time or temporary positions are
considered exempt from Appendix A and as such are not entitled to any benefits as
specified in the Agreement.
In the event there is a discrepancy in pay grade for any particular classification, the higher
pay grade will prevail.
R.- /J -- g- (
MEMORANDUM OF UNDERSTANDING
City of Miami & AFSCME, Local 1907
Thin Memorandum of Understanding is entered into this day of
a, 2012 between the City of Miami ("City") and the Miami General
Emp1 yees, American Federation of State, County, and Municipal Employees, Local
1907, (jointly "the Parties") to clarify the 2011-2012 collective bargaining agreement
("CBA") as follows:
WHEREAS, the Parties mutually agree to clarify Article 4.1, Article 24.7 and
Article 39 of the existing CBA to reflect the intent of the Parties during collective
bargaining negotiations; and
NOW THEREFORE, the Parties agree as follows:
I. ARTICLE 4 — MANAGEMENT RIGHTS
WHEREAS, Article 4 specifically 4.1 provides "The parties agree to a sunset
provision that begins at the ratification of this labor agreement wherein any MOU that is
not included with the labor agreement prior to the expiration of this agreement will be
considered null and void..."
NOW THEREFORE, the Parties agree that the MOU's in existence on
September 30, 2011 (attached hereto) shall be incorporated as part of the 2011-2012
collective bargaining agreement between the parties.
H. ARTICLE 24.7 — WAGES
W,HEEREAC, Article 24 specifically Article 24.7 provides "Ba rga.mng unit
employees who are assigned a 24-Hour Take Home Vehicle and who reside within the
city limits of the City of Miami shall reimburse the City $50 a month for the benefit of
the assigned 24-Hour Take Home Vehicle..."
NOW THEREFORE, the Parties agree that Bargaining unit employees who are
assigned a. 24-Hour Vehicle and who reside within the city limits of the City of Miami
shall not reimburse the City for the benefit of the assigned 24-Hour Take Home Vehicle.
IIL ARTICLE 39 — SICK LEAVE
WHEREAS, Article 39 specifically Article 39.11 provides `Bargaining unit
members with unused accumulated sick leave hours in excess of the maximum carryover
at the end of the year shall be paid for one hundred percent (100%) of the unused portion
of their accumulated sick leave in excess of the maximum carryover.
1
NOW THEREFORE, the parties agree Bargaining unit members with unused
accumulated sick leave hours in excess of the maximum carryover at the end of the year
shall not be paid for any unused portion of their accumulated sick leave in excess of the
maximum carryover.
ON BEHALF OF THE UNION
Anthony Hatten
President, AFSCME Local 1907
2
ON BEHALF OF THE CITY:
r"O�
,Tohnn � . Martii ez
City pager
Oct 1, 2020
AFSCME
1yr
1yr
1yr
1yr
1yr
1yr
1yr
2yr
2yr
2yr
2yr
2yr
2yr
2yr
2yr
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
04.A1907
9.4627
9.9358
10.4327
10.9542
11.5020
12.0772
12.6811
13.3150
13.9807
14.6799
15.4137
16.1845
16.9938
17.8434
18.7356
05.A1907
9.9358
10.4327
10.9542
11.5020
12.0772
12.6811
13.3150
13.9807
14.6799
15.4137
16.1845
16.9938
17.8434
18.7356
19.6724
06.A1907
10.4327
10.9542
11.5020
12.0772
12.6811
13.3150
13.9807
14.6799
15.4137
16.1845
16.9938
17.8434
18.7356
19.6724
20.6558
07.A1907
10.9542
11.5020
12.0772
12.6811
13.3150
13.9807
14.6799
15.4137
16.1845
16.9938
17.8434
18.7356
19.6724
20.6558
21.6887
08.A1907
11.5020
12.0772
12.6811
13.3150
13.9807
14.6799
15.4137
16.1845
16.9938
17.8434
18.7356
19.6724
20.6558
21.6887
22.7731
09.A1907
12.0772
12.6811
13.3150
13.9807
14.6799
15.4137
16.1845
16.9938
17.8434
18.7356
19.6724
20.6558
21.6887
22.7731
23.9118
10.A1907
12.6811
13.3150
13.9807
14.6799
15.4137
16.1845
16.9938
17.8434
18.7356
19.6724
20.6558
21.6887
22.7731
23.9118
25.1074
11.A1907
13.3150
13.9807
14.6799
15.4137
16.1845
16.9938
17.8434
18.7356
19.6724
20.6558
21.6887
22.7731
23.9118
25.1074
26.3627
12.A1907
13.9807
14.6799
15.4137
16.1845
16.9938
17.8434
18.7356
19.6724
20.6558
21.6887
22.7731
23.9118
25.1074
26.3627
27.6809
13.A1907
14.6799
15.4137
16.1845
16.9938
17.8434
18.7356
19.6724
20.6558
21.6887
22.7731
23.9118
25.1074
26.3627
27.6809
29.0651
14.A1907
15.4137
16.1845
16.9938
17.8434
18.7356
19.6724
20.6558
21.6887
22.7731
23.9118
25.1074
26.3627
27.6809
29.0651
30.5183
15.A1907
16.1845
16.9938
17.8434
18.7356
19.6724
20.6558
21.6887
22.7731
23.9118
25.1074
26.3627
27.6809
29.0651
30.5183
32.0442
16.A1907
16.9938
17.8434
18.7356
19.6724
20.6558
21.6887
22.7731
23.9118
25.1074
26.3627
27.6809
29.0651
30.5183
32.0442
33.6463
17.A1907
17.8434
18.7356
19.6724
20.6558
21.6887
22.7731
23.9118
25.1074
26.3627
27.6809
29.0651
30.5183
32.0442
33.6463
35.3286
18.A1907
18.7356
19.6724
20.6558
21.6887
22.7731
23.9118
25.1074
26.3627
27.6809
29.0651
30.5183
32.0442
33.6463
35.3286
37.0950
19.A1907
19.6724
20.6558
21.6887
22.7731
23.9118
25.1074
26.3627
27.6809
29.0651
30.5183
32.0442
33.6463
35.3286
37.0950
38.9499
20.A1907
20.6558
21.6887
22.7731
23.9118
25.1074
26.3627
27.6809
29.0651
30.5183
32.0442
33.6463
35.3286
37.0950
38.9499
40.8974
21.A1907
21.6887
22.7731
23.9118
25.1074
26.3627
27.6809
29.0651
30.5183
32.0442
33.6463
35.3286
37.0950
38.9499
40.8974
42.9422
22.A1907
22.7731
23.9118
25.1074
26.3627
27.6809
29.0651
30.5183
32.0442
33.6463
35.3286
37.0950
38.9499
40.8974
42.9422
45.0893
23.A1907
23.9118
25.1074
26.3627
27.6809
29.0651
30.5183
32.0442
33.6463
35.3286
37.0950
38.9499
40.8974
42.9422
45.0893
47.3437
24.A1907
25.1074
26.3627
27.6809
29.0651
30.5183
32.0442
33.6463
35.3286
37.0950
38.9499
40.8974
42.9422
45.0893
47.3437
49.7109
25.A1907
26.3627
27.6809
29.0651
30.5183
32.0442
33.6463
35.3286
37.0950
38.9499
40.8974
42.9422
45.0893
47.3437
49.7109
52.1966
26.A1907
27.6809
29.0651
30.5183
32.0442
33.6463
35.3286
37.0950
38.9499
40.8974
42.9422
45.0893
47.3437
49.7109
52.1966
54.8063
27.A1907
29.0651
30.5183
32.0442
33.6463
35.3286
37.0950
38.9499
40.8974
42.9422
45.0893
47.3437
49.7109
52.1966
54.8063
57.5466
28.A1907
30.5183
32.0442
33.6463
35.3286
37.0950
38.9499
40.8974
42.9422
45.0893
47.3437
49.7109
52.1966
54.8063
57.5466
60.4239
29.A1907
32.0442
33.6463
35.3286
37.0950
38.9499
40.8974
42.9422
45.0893
47.3437
49.7109
52.1966
54.8063
57.5466
60.4239
63.4451
30.A1907
33.6463
35.3286
37.0950
38.9499
40.8974
42.9422
45.0893
47.3437
49.7109
52.1966
54.8063
57.5466
60.4239
63.4451
66.6174
31.A1907
35.3286
37.0950
38.9499
40.8974
42.9422
45.0893
47.3437
49.7109
52.1966
54.8063
57.5466
60.4239
63.4451
66.6174
69.9483
32.A1907
37.0950
38.9499
40.8974
42.9422
45.0893
47.3437
49.7109
52.1966
54.8063
57.5466
60.4239
63.4451
66.6174
69.9483
73.4457
33.A1907
38.9499
40.8974
42.9422
45.0893
47.3437
49.7109
52.1966
54.8063
57.5466
60.4239
63.4451
66.6174
69.9483
73.4457
77.1181
34.A1907
40.8974
42.9422
45.0893
47.3437
49.7109
52.1966
54.8063
57.5466
60.4239
63.4451
66.6174
69.9483
73.4457
77.1181
80.9740
35.A1907
42.9422
45.0893
47.3437
49.7109
52.1966
54.8063
57.5466
60.4239
63.4451
66.6174
69.9483
73.4457
77.1181
80.9740
85.0226
36.A1907
45.0893
47.3437
49.7109
52.1966
54.8063
57.5466
60.4239
63.4451
66.6174
69.9483
73.4457
77.1181
80.9740
85.0226
89.2737
37.A1907
47.3437
49.7109
52.1966
54.8063
57.5466
60.4239
63.4451
66.6174
69.9483
73.4457
77.1181
80.9740
85.0226
89.2737
93.7375
38.A1907
49.7109
52.1966
54.8063
57.5466
60.4239
63.4451
66.6174
69.9483
73.4457
77.1181
80.9740
85.0226
89.2737
93.7375
98.4242
39.A1907
52.1966
54.8063
57.5466
60.4239
63.4451
66.6174
69.9483
73.4457
77.1181
80.9740
85.0226
89.2737
93.7375
98.4242
103.3455
Oct 1, 2021
AFSCME
1yr
1yr
1yr
1yr
1yr
1yr
1yr
2yr
2yr
2yr
2yr
2yr
2yr
2yr
2yr
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
04.A1907
9.6520
10.1345
10.6414
11.1733
11.7320
12.3187
12.9347
13.5813
14.2603
14.9735
15.7220
16.5082
17.3337
18.2003
19.1103
05.A1907
10.1345
10.6414
11.1733
11.7320
12.3187
12.9347
13.5813
14.2603
14.9735
15.7220
16.5082
17.3337
18.2003
19.1103
20.0658
06.A1907
10.6414
11.1733
11.7320
12.3187
12.9347
13.5813
14.2603
14.9735
15.7220
16.5082
17.3337
18.2003
19.1103
20.0658
21.0689
07.A1907
11.1733
11.7320
12.3187
12.9347
13.5813
14.2603
14.9735
15.7220
16.5082
17.3337
18.2003
19.1103
20.0658
21.0689
22.1225
08.A1907
11.7320
12.3187
12.9347
13.5813
14.2603
14.9735
15.7220
16.5082
17.3337
18.2003
19.1103
20.0658
21.0689
22.1225
23.2286
09.A1907
12.3187
12.9347
13.5813
14.2603
14.9735
15.7220
16.5082
17.3337
18.2003
19.1103
20.0658
21.0689
22.1225
23.2286
24.3900
10.A1907
12.9347
13.5813
14.2603
14.9735
15.7220
16.5082
17.3337
18.2003
19.1103
20.0658
21.0689
22.1225
23.2286
24.3900
25.6095
11.A1907
13.5813
14.2603
14.9735
15.7220
16.5082
17.3337
18.2003
19.1103
20.0658
21.0689
22.1225
23.2286
24.3900
25.6095
26.8900
12.A1907
14.2603
14.9735
15.7220
16.5082
17.3337
18.2003
19.1103
20.0658
21.0689
22.1225
23.2286
24.3900
25.6095
26.8900
28.2345
13.A1907
14.9735
15.7220
16.5082
17.3337
18.2003
19.1103
20.0658
21.0689
22.1225
23.2286
24.3900
25.6095
26.8900
28.2345
29.6464
14.A1907
15.7220
16.5082
17.3337
18.2003
19.1103
20.0658
21.0689
22.1225
23.2286
24.3900
25.6095
26.8900
28.2345
29.6464
31.1287
15.A1907
16.5082
17.3337
18.2003
19.1103
20.0658
21.0689
22.1225
23.2286
24.3900
25.6095
26.8900
28.2345
29.6464
31.1287
32.6851
16.A1907
17.3337
18.2003
19.1103
20.0658
21.0689
22.1225
23.2286
24.3900
25.6095
26.8900
28.2345
29.6464
31.1287
32.6851
34.3192
17.A1907
18.2003
19.1103
20.0658
21.0689
22.1225
23.2286
24.3900
25.6095
26.8900
28.2345
29.6464
31.1287
32.6851
34.3192
36.0352
18.A1907
19.1103
20.0658
21.0689
22.1225
23.2286
24.3900
25.6095
26.8900
28.2345
29.6464
31.1287
32.6851
34.3192
36.0352
37.8369
19.A1907
20.0658
21.0689
22.1225
23.2286
24.3900
25.6095
26.8900
28.2345
29.6464
31.1287
32.6851
34.3192
36.0352
37.8369
39.7289
20.A1907
21.0689
22.1225
23.2286
24.3900
25.6095
26.8900
28.2345
29.6464
31.1287
32.6851
34.3192
36.0352
37.8369
39.7289
41.7153
21.A1907
22.1225
23.2286
24.3900
25.6095
26.8900
28.2345
29.6464
31.1287
32.6851
34.3192
36.0352
37.8369
39.7289
41.7153
43.8010
22.A1907
23.2286
24.3900
25.6095
26.8900
28.2345
29.6464
31.1287
32.6851
34.3192
36.0352
37.8369
39.7289
41.7153
43.8010
45.9911
23.A1907
24.3900
25.6095
26.8900
28.2345
29.6464
31.1287
32.6851
34.3192
36.0352
37.8369
39.7289
41.7153
43.8010
45.9911
48.2906
24.A1907
25.6095
26.8900
28.2345
29.6464
31.1287
32.6851
34.3192
36.0352
37.8369
39.7289
41.7153
43.8010
45.9911
48.2906
50.7051
25.A1907
26.8900
28.2345
29.6464
31.1287
32.6851
34.3192
36.0352
37.8369
39.7289
41.7153
43.8010
45.9911
48.2906
50.7051
53.2405
26.A1907
28.2345
29.6464
31.1287
32.6851
34.3192
36.0352
37.8369
39.7289
41.7153
43.8010
45.9911
48.2906
50.7051
53.2405
55.9024
27.A1907
29.6464
31.1287
32.6851
34.3192
36.0352
37.8369
39.7289
41.7153
43.8010
45.9911
48.2906
50.7051
53.2405
55.9024
58.6975
28.A1907
31.1287
32.6851
34.3192
36.0352
37.8369
39.7289
41.7153
43.8010
45.9911
48.2906
50.7051
53.2405
55.9024
58.6975
61.6324
29.A1907
32.6851
34.3192
36.0352
37.8369
39.7289
41.7153
43.8010
45.9911
48.2906
50.7051
53.2405
55.9024
58.6975
61.6324
64.7140
30.A1907
34.3192
36.0352
37.8369
39.7289
41.7153
43.8010
45.9911
48.2906
50.7051
53.2405
55.9024
58.6975
61.6324
64.7140
67.9497
31.A1907
36.0352
37.8369
39.7289
41.7153
43.8010
45.9911
48.2906
50.7051
53.2405
55.9024
58.6975
61.6324
64.7140
67.9497
71.3473
32.A1907
37.8369
39.7289
41.7153
43.8010
45.9911
48.2906
50.7051
53.2405
55.9024
58.6975
61.6324
64.7140
67.9497
71.3473
74.9146
33.A1907
39.7289
41.7153
43.8010
45.9911
48.2906
50.7051
53.2405
55.9024
58.6975
61.6324
64.7140
67.9497
71.3473
74.9146
78.6605
34.A1907
41.7153
43.8010
45.9911
48.2906
50.7051
53.2405
55.9024
58.6975
61.6324
64.7140
67.9497
71.3473
74.9146
78.6605
82.5935
35.A1907
43.8010
45.9911
48.2906
50.7051
53.2405
55.9024
58.6975
61.6324
64.7140
67.9497
71.3473
74.9146
78.6605
82.5935
86.7231
36.A1907
45.9911
48.2906
50.7051
53.2405
55.9024
58.6975
61.6324
64.7140
67.9497
71.3473
74.9146
78.6605
82.5935
86.7231
91.0592
37.A1907
48.2906
50.7051
53.2405
55.9024
58.6975
61.6324
64.7140
67.9497
71.3473
74.9146
78.6605
82.5935
86.7231
91.0592
95.6123
38.A1907
50.7051
53.2405
55.9024
58.6975
61.6324
64.7140
67.9497
71.3473
74.9146
78.6605
82.5935
86.7231
91.0592
95.6123
100.3927
39.A1907
53.2405
55.9024
58.6975
61.6324
64.7140
67.9497
71.3473
74.9146
78.6605
82.5935
86.7231
91.0592
95.6123
100.3927
105.4124
Oct 1, 2022
AFSCME
1yr
1yr
1yr
1yr
1yr
1yr
1yr
2yr
2yr
2yr
2yr
2yr
2yr
2yr
2yr
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
04.A1907
9.7485
10.2358
10.7478
11.2850
11.8493
12.4419
13.0640
13.7171
14.4029
15.1232
15.8792
16.6733
17.5070
18.3823
19.3014
05.A1907
10.2358
10.7478
11.2850
11.8493
12.4419
13.0640
13.7171
14.4029
15.1232
15.8792
16.6733
17.5070
18.3823
19.3014
20.2665
06.A1907
10.7478
11.2850
11.8493
12.4419
13.0640
13.7171
14.4029
15.1232
15.8792
16.6733
17.5070
18.3823
19.3014
20.2665
21.2796
07.A1907
11.2850
11.8493
12.4419
13.0640
13.7171
14.4029
15.1232
15.8792
16.6733
17.5070
18.3823
19.3014
20.2665
21.2796
22.3437
08.A1907
11.8493
12.4419
13.0640
13.7171
14.4029
15.1232
15.8792
16.6733
17.5070
18.3823
19.3014
20.2665
21.2796
22.3437
23.4609
09.A1907
12.4419
13.0640
13.7171
14.4029
15.1232
15.8792
16.6733
17.5070
18.3823
19.3014
20.2665
21.2796
22.3437
23.4609
24.6339
10.A1907
13.0640
13.7171
14.4029
15.1232
15.8792
16.6733
17.5070
18.3823
19.3014
20.2665
21.2796
22.3437
23.4609
24.6339
25.8656
11.A1907
13.7171
14.4029
15.1232
15.8792
16.6733
17.5070
18.3823
19.3014
20.2665
21.2796
22.3437
23.4609
24.6339
25.8656
27.1589
12.A1907
14.4029
15.1232
15.8792
16.6733
17.5070
18.3823
19.3014
20.2665
21.2796
22.3437
23.4609
24.6339
25.8656
27.1589
28.5168
13.A1907
15.1232
15.8792
16.6733
17.5070
18.3823
19.3014
20.2665
21.2796
22.3437
23.4609
24.6339
25.8656
27.1589
28.5168
29.9429
14.A1907
15.8792
16.6733
17.5070
18.3823
19.3014
20.2665
21.2796
22.3437
23.4609
24.6339
25.8656
27.1589
28.5168
29.9429
31.4400
15.A1907
16.6733
17.5070
18.3823
19.3014
20.2665
21.2796
22.3437
23.4609
24.6339
25.8656
27.1589
28.5168
29.9429
31.4400
33.0120
16.A1907
17.5070
18.3823
19.3014
20.2665
21.2796
22.3437
23.4609
24.6339
25.8656
27.1589
28.5168
29.9429
31.4400
33.0120
34.6624
17.A1907
18.3823
19.3014
20.2665
21.2796
22.3437
23.4609
24.6339
25.8656
27.1589
28.5168
29.9429
31.4400
33.0120
34.6624
36.3956
18.A1907
19.3014
20.2665
21.2796
22.3437
23.4609
24.6339
25.8656
27.1589
28.5168
29.9429
31.4400
33.0120
34.6624
36.3956
38.2153
19.A1907
20.2665
21.2796
22.3437
23.4609
24.6339
25.8656
27.1589
28.5168
29.9429
31.4400
33.0120
34.6624
36.3956
38.2153
40.1262
20.A1907
21.2796
22.3437
23.4609
24.6339
25.8656
27.1589
28.5168
29.9429
31.4400
33.0120
34.6624
36.3956
38.2153
40.1262
42.1325
21.A1907
22.3437
23.4609
24.6339
25.8656
27.1589
28.5168
29.9429
31.4400
33.0120
34.6624
36.3956
38.2153
40.1262
42.1325
44.2390
22.A1907
23.4609
24.6339
25.8656
27.1589
28.5168
29.9429
31.4400
33.0120
34.6624
36.3956
38.2153
40.1262
42.1325
44.2390
46.4510
23.A1907
24.6339
25.8656
27.1589
28.5168
29.9429
31.4400
33.0120
34.6624
36.3956
38.2153
40.1262
42.1325
44.2390
46.4510
48.7735
24.A1907
25.8656
27.1589
28.5168
29.9429
31.4400
33.0120
34.6624
36.3956
38.2153
40.1262
42.1325
44.2390
46.4510
48.7735
51.2122
25.A1907
27.1589
28.5168
29.9429
31.4400
33.0120
34.6624
36.3956
38.2153
40.1262
42.1325
44.2390
46.4510
48.7735
51.2122
53.7729
26.A1907
28.5168
29.9429
31.4400
33.0120
34.6624
36.3956
38.2153
40.1262
42.1325
44.2390
46.4510
48.7735
51.2122
53.7729
56.4614
27.A1907
29.9429
31.4400
33.0120
34.6624
36.3956
38.2153
40.1262
42.1325
44.2390
46.4510
48.7735
51.2122
53.7729
56.4614
59.2845
28.A1907
31.4400
33.0120
34.6624
36.3956
38.2153
40.1262
42.1325
44.2390
46.4510
48.7735
51.2122
53.7729
56.4614
59.2845
62.2487
29.A1907
33.0120
34.6624
36.3956
38.2153
40.1262
42.1325
44.2390
46.4510
48.7735
51.2122
53.7729
56.4614
59.2845
62.2487
65.3611
30.A1907
34.6624
36.3956
38.2153
40.1262
42.1325
44.2390
46.4510
48.7735
51.2122
53.7729
56.4614
59.2845
62.2487
65.3611
68.6292
31.A1907
36.3956
38.2153
40.1262
42.1325
44.2390
46.4510
48.7735
51.2122
53.7729
56.4614
59.2845
62.2487
65.3611
68.6292
72.0608
32.A1907
38.2153
40.1262
42.1325
44.2390
46.4510
48.7735
51.2122
53.7729
56.4614
59.2845
62.2487
65.3611
68.6292
72.0608
75.6637
33.A1907
40.1262
42.1325
44.2390
46.4510
48.7735
51.2122
53.7729
56.4614
59.2845
62.2487
65.3611
68.6292
72.0608
75.6637
79.4471
34.A1907
42.1325
44.2390
46.4510
48.7735
51.2122
53.7729
56.4614
59.2845
62.2487
65.3611
68.6292
72.0608
75.6637
79.4471
83.4194
35.A1907
44.2390
46.4510
48.7735
51.2122
53.7729
56.4614
59.2845
62.2487
65.3611
68.6292
72.0608
75.6637
79.4471
83.4194
87.5903
36.A1907
46.4510
48.7735
51.2122
53.7729
56.4614
59.2845
62.2487
65.3611
68.6292
72.0608
75.6637
79.4471
83.4194
87.5903
91.9698
37.A1907
48.7735
51.2122
53.7729
56.4614
59.2845
62.2487
65.3611
68.6292
72.0608
75.6637
79.4471
83.4194
87.5903
91.9698
96.5684
38.A1907
51.2122
53.7729
56.4614
59.2845
62.2487
65.3611
68.6292
72.0608
75.6637
79.4471
83.4194
87.5903
91.9698
96.5684
101.3966
39.A1907
53.7729
56.4614
59.2845
62.2487
65.3611
68.6292
72.0608
75.6637
79.4471
83.4194
87.5903
91.9698
96.5684
101.3966
106.4665
Oct 1, 202
1yr
1yr
1yr
1yr
1yr
1yr
1yr
2yr
2yr
2yr
2yr
2yr
2yr
2yr
2yr
INS
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
01.INS
32.9005
34.5455
36.2729
38.0865
39.9909
41.9905
44.0901
46.2946
48.6093
51.0398
53.5917
56.2713
59.0849
62.0392
65.1412
03.INS
36.1907
38.0001
39.9002
41.8951
43.9899
46.1894
48.4990
50.9238
53.4700
56.1435
58.9507
61.8983
64.9933
68.2430
71.6550
05.INS
39.8096
1 41.8001
1 43.8901
1 46.0847
1 48.3889
1 50.8084
1 53.3487
1 56.0162
1 58.8169
1 61.7579
1 64.8457
1 68.0880
1 71.4925
75.0670
1 78.82074
Oct 1, 2021
INS
1yr
1yr
1yr
1yr
1yr
1yr
1yr
2yr
2yr
2yr
2yr
2yr
2yr
2yr
2yr
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
01.INS
33.5585
35.2364
36.9984
38.8482
40.7907
42.8303
44.9719
47.2205
49.5815
52.0606
54.6635
57.3967
60.2666
63.2800
66.4440
03.INS
36.9145
38.7601
40.6982
42.7330
44.8697
47.1132
49.4690
51.9423
54.5394
57.2664
60.1297
63.1363
66.2932
69.6079
73.0881
05.INS
40.6058
42.6361
44.7679
47.0064
49.3567
51.8246
54.4157
57.1365
59.9932
62.9931
66.1426
69.4498
72.9224
76.5683
80.3968
Oct 1, 2022
INS
1yr
1yr
1yr
1yr
1yr
1yr
1yr
2yr
2yr
2yr
2yr
2yr
2yr
2yr
2yr
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
01.INS
33.8941
35.5888
37.3684
39.2367
41.1986
43.2586
45.4216
47.6927
50.0773
52.5812
55.2101
57.9707
60.8693
63.9128
67.1084
03.INS
37.2836
39.1477
41.1052
43.1603
45.3184
47.5843
49.9637
52.4617
55.0848
57.8391
60.7310
63.7677
66.9561
70.3040
73.8190
05.INS
41.0119
43.0625
45.2156
47.4765
49.8503
52.3428
54.9599
57.7079
60.5931
63.6230
66.8040
70.1443
73.6516
77.3340
81.2008
Oct 1, 2020
1yr
1yr
1yr
1yr
1yr
1yr
1yr
2yr
2yr
2yr
2yr
2yr
2yr
2yr
2yr
IT
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
01.IT
21.3806
22.4498
23.5722
24.7508
25.9883
27.2879
28.6522
30.0849
31.5892
33.1685
34.8270
36.5683
38.3966
40.3165
42.3324
02.IT
22.4498
23.5722
24.7508
25.9883
27.2879
28.6522
30.0849
31.5892
33.1685
34.8270
36.5683
38.3966
40.3165
42.3324
44.4490
03.IT
23.5722
24.7508
25.9883
27.2879
28.6522
30.0849
31.5892
33.1685
34.8270
36.5683
38.3966
40.3165
42.3324
44.4490
46.6715
OUT
24.7508
25.9883
27.2879
28.6522
30.0849
31.5892
33.1685
34.8270
36.5683
38.3966
40.3165
42.3324
44.4490
46.6715
49.0050
05.IT
25.9883
27.2879
28.6522
30.0849
31.5892
33.1685
34.8270
36.5683
38.3966
40.3165
42.3324
44.4490
46.6715
49.0050
51.4552
06.IT
27.2879
28.6522
30.0849
31.5892
33.1685
34.8270
36.5683
38.3966
40.3165
42.3324
44.4490
46.6715
49.0050
51.4552
54.0280
07.IT
28.6522
30.0849
31.5892
33.1685
34.8270
36.5683
38.3966
40.3165
42.3324
44.4490
46.6715
49.0050
51.4552
54.0280
56.7294
08.IT
30.0849
31.5892
33.1685
34.8270
36.5683
38.3966
40.3165
42.3324
44.4490
46.6715
49.0050
51.4552
54.0280
56.7294
59.5658
09.IT
31.5892
33.1685
34.8270
36.5683
38.3966
40.3165
42.3324
44.4490
46.6715
49.0050
51.4552
54.0280
56.7294
59.5658
62.5442
10.IT
33.1685
34.8270
36.5683
38.3966
40.3165
42.3324
44.4490
46.6715
49.0050
51.4552
54.0280
56.7294
59.5658
62.5442
65.6715
11.IT
34.8270
36.5683
38.3966
40.3165
42.3324
44.4490
46.6715
49.0050
51.4552
54.0280
56.7294
59.5658
62.5442
65.6715
68.9549
12.IT
36.5683
38.3966
40.3165
42.3324
44.4490
46.6715
49.0050
51.4552
54.0280
56.7294
59.5658
62.5442
65.6715
68.9549
72.4027
13.IT
38.3966
40.3165
42.3324
44.4490
46.6715
49.0050
51.4552
54.0280
56.7294
59.5658
62.5442
65.6715
68.9549
72.4027
76.0229
14.IT
40.3165
42.3324
44.4490
46.6715
49.0050
51.4552
54.0280
56.7294
59.5658
62.5442
65.6715
68.9549
72.4027
76.0229
79.8240
15.IT
42.3324
44.4490
46.6715
49.0050
51.4552
54.0280
56.7294
59.5658
62.5442
65.6715
68.9549
72.4027
76.0229
79.8240
83.8152
16.IT
44.4490
46.6715
49.0050
51.4552
54.0280
56.7294
59.5658
62.5442
65.6715
68.9549
72.4027
76.0229
79.8240
83.8152
88.0059
17.IT
46.6715
49.0050
51.4552
54.0280
56.7294
59.5658
62.5442
65.6715
68.9549
72.4027
76.0229
79.8240
83.8152
88.0059
92.4062
18.IT
49.0050
51.4552
54.0280
56.7294
59.5658
62.5442
65.6715
68.9549
72.4027
76.0229
79.8240
83.8152
88.0059
92.4062
97.0266
19.IT
51.4552
54.0280
56.7294
59.5658
62.5442
65.6715
68.9549
72.4027
1 76.0229
79.8240
83.8152
88.0059
92.4062
97.0266
101.8778
Oct 1, 2021
1yr
1yr
1yr
1yr
1yr
1yr
1yr
2yr
2yr
2yr
2yr
2yr
2yr
2yr
2yr
IT
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
01.IT
21.8082
22.8988
24.0436
25.2458
26.5081
27.8337
29.2252
30.6866
32.2210
33.8319
35.5235
37.2997
39.1645
41.1228
43.1790
02.IT
22.8988
24.0436
25.2458
26.5081
27.8337
29.2252
30.6866
32.2210
33.8319
35.5235
37.2997
39.1645
41.1228
43.1790
45.3380
03.IT
24.0436
25.2458
26.5081
27.8337
29.2252
30.6866
32.2210
33.8319
35.5235
37.2997
39.1645
41.1228
43.1790
45.3380
47.6049
OUT
25.2458
26.5081
27.8337
29.2252
30.6866
32.2210
33.8319
35.5235
37.2997
39.1645
41.1228
43.1790
45.3380
47.6049
49.9851
05.IT
26.5081
27.8337
29.2252
30.6866
32.2210
33.8319
35.5235
37.2997
39.1645
41.1228
43.1790
45.3380
47.6049
49.9851
52.4843
06.IT
27.8337
29.2252
30.6866
32.2210
33.8319
35.5235
37.2997
39.1645
41.1228
43.1790
45.3380
47.6049
49.9851
52.4843
55.1086
07.IT
29.2252
30.6866
32.2210
33.8319
35.5235
37.2997
39.1645
41.1228
43.1790
45.3380
47.6049
49.9851
52.4843
55.1086
57.8640
08.IT
30.6866
32.2210
33.8319
35.5235
37.2997
39.1645
41.1228
43.1790
45.3380
47.6049
49.9851
52.4843
55.1086
57.8640
60.7571
09.IT
32.2210
33.8319
35.5235
37.2997
39.1645
41.1228
43.1790
45.3380
47.6049
49.9851
52.4843
55.1086
57.8640
60.7571
63.7951
10.IT
33.8319
35.5235
37.2997
39.1645
41.1228
43.1790
45.3380
47.6049
49.9851
52.4843
55.1086
57.8640
60.7571
63.7951
66.9849
11.IT
35.5235
37.2997
39.1645
41.1228
43.1790
45.3380
47.6049
49.9851
52.4843
55.1086
57.8640
60.7571
63.7951
66.9849
70.3340
12.IT
37.2997
39.1645
41.1228
43.1790
45.3380
47.6049
49.9851
52.4843
55.1086
57.8640
60.7571
63.7951
66.9849
70.3340
73.8508
13.IT
39.1645
41.1228
43.1790
45.3380
47.6049
49.9851
52.4843
55.1086
57.8640
60.7571
63.7951
66.9849
70.3340
73.8508
77.5434
14.IT
41.1228
43.1790
45.3380
47.6049
49.9851
52.4843
55.1086
57.8640
60.7571
63.7951
66.9849
70.3340
73.8508
77.5434
81.4205
15.IT
43.1790
45.3380
47.6049
49.9851
52.4843
55.1086
57.8640
60.7571
63.7951
66.9849
70.3340
73.8508
77.5434
81.4205
85.4915
16.IT
45.3380
47.6049
49.9851
52.4843
55.1086
57.8640
60.7571
63.7951
66.9849
70.3340
73.8508
77.5434
81.4205
85.4915
89.7660
17.IT
47.6049
49.9851
52.4843
55.1086
57.8640
60.7571
63.7951
66.9849
70.3340
73.8508
77.5434
81.4205
85.4915
89.7660
94.2543
18.IT
49.9851
52.4843
55.1086
57.8640
60.7571
63.7951
66.9849
70.3340
73.8508
77.5434
81.4205
85.4915
89.7660
94.2543
98.9671
19.IT
52.4843
55.1086
57.8640
60.7571
63.7951
66.9849
70.3340
73.8508
77.5434
81.4205
85.4915
89.7660
94.2543
98.9671
103.9154
Oct 1, 2022
IT
1yr
1yr
1yr
1yr
1yr
1yr
1yr
2yr
2yr
2yr
2yr
2yr
2yr
2yr
2yr
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
01.IT
22.0263
23.1278
24.2840
25.4983
26.7732
28.1120
29.5175
30.9935
32.5432
34.1702
35.8787
37.6727
39.5561
41.5340
43.6108
02.IT
23.1278
24.2840
25.4983
26.7732
28.1120
29.5175
30.9935
32.5432
34.1702
35.8787
37.6727
39.5561
41.5340
43.6108
45.7914
03.IT
24.2840
25.4983
26.7732
28.1120
29.5175
30.9935
32.5432
34.1702
35.8787
37.6727
39.5561
41.5340
43.6108
45.7914
48.0809
OUT
25.4983
26.7732
28.1120
29.5175
30.9935
32.5432
34.1702
35.8787
37.6727
39.5561
41.5340
43.6108
45.7914
48.0809
50.4850
05.IT
26.7732
28.1120
29.5175
30.9935
32.5432
34.1702
35.8787
37.6727
39.5561
41.5340
43.6108
45.7914
48.0809
50.4850
53.0091
06.IT
28.1120
29.5175
30.9935
32.5432
34.1702
35.8787
37.6727
39.5561
41.5340
43.6108
45.7914
48.0809
50.4850
53.0091
55.6597
07.IT
29.5175
30.9935
32.5432
34.1702
35.8787
37.6727
39.5561
41.5340
43.6108
45.7914
48.0809
50.4850
53.0091
55.6597
58.4426
08.IT
30.9935
32.5432
34.1702
35.8787
37.6727
39.5561
41.5340
43.6108
45.7914
48.0809
50.4850
53.0091
55.6597
58.4426
61.3647
09.IT
32.5432
34.1702
35.8787
37.6727
39.5561
41.5340
43.6108
45.7914
48.0809
50.4850
53.0091
55.6597
58.4426
61.3647
64.4331
10.IT
34.1702
35.8787
37.6727
39.5561
41.5340
43.6108
45.7914
48.0809
50.4850
53.0091
55.6597
58.4426
61.3647
64.4331
67.6547
11.IT
35.8787
37.6727
39.5561
41.5340
43.6108
45.7914
48.0809
50.4850
53.0091
55.6597
58.4426
61.3647
64.4331
67.6547
71.0373
12.IT
37.6727
39.5561
41.5340
43.6108
45.7914
48.0809
50.4850
53.0091
55.6597
58.4426
61.3647
64.4331
67.6547
71.0373
74.5893
13.IT
39.5561
41.5340
43.6108
45.7914
48.0809
50.4850
53.0091
55.6597
58.4426
61.3647
64.4331
67.6547
71.0373
74.5893
78.3188
14.IT
41.5340
43.6108
45.7914
48.0809
50.4850
53.0091
55.6597
58.4426
61.3647
64.4331
67.6547
71.0373
74.5893
78.3188
82.2347
15.IT
43.6108
45.7914
48.0809
50.4850
53.0091
55.6597
58.4426
61.3647
64.4331
67.6547
71.0373
74.5893
78.3188
82.2347
86.3464
16.IT
45.7914
48.0809
50.4850
53.0091
55.6597
58.4426
61.3647
64.4331
67.6547
71.0373
74.5893
78.3188
82.2347
86.3464
90.6637
17.IT
48.0809
50.4850
53.0091
55.6597
58.4426
61.3647
64.4331
67.6547
71.0373
74.5893
78.3188
82.2347
86.3464
90.6637
95.1968
18.IT
50.4850
53.0091
55.6597
58.4426
61.3647
64.4331
67.6547
71.0373
74.5893
78.3188
82.2347
86.3464
90.6637
95.1968
99.9568
19.IT
53.0091
55.6597
58.4426
61.3647
64.4331
67.6547
71.0373
74.5893
78.3188
82.2347
86.3464
90.6637
95.1968
99.9568
104.9546
Oct 2, 2021
IT 2
1yr
1yr
1yr
1yr
1yr
1yr
1yr
2yr
2yr
2yr
2yr
2yr
2yr
2yr
2yr
-Tier
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
01.IT2
19.9519
20.9495
21.9970
23.0968
24.2517
25.4643
26.7375
28.0744
29.4781
30.9520
32.4996
34.1246
35.8308
37.6223
39.5034
02.IT2
20.9495
21.9970
23.0968
24.2517
25.4643
26.7375
28.0744
29.4781
30.9520
32.4996
34.1246
35.8308
37.6223
39.5034
41.4786
03.IT2
21.9970
23.0968
24.2517
25.4643
26.7375
28.0744
29.4781
30.9520
32.4996
34.1246
35.8308
37.6223
39.5034
41.4786
43.5525
04.IT2
23.0968
24.2517
25.4643
26.7375
28.0744
29.4781
30.9520
32.4996
34.1246
35.8308
37.6223
39.5034
41.4786
43.5525
45.7302
05.IT2
24.2517
25.4643
26.7375
28.0744
29.4781
30.9520
32.4996
34.1246
35.8308
37.6223
39.5034
41.4786
43.5525
45.7302
48.0167
06.IT2
25.4643
26.7375
28.0744
29.4781
30.9520
32.4996
34.1246
35.8308
37.6223
39.5034
41.4786
43.5525
45.7302
48.0167
50.4175
07.IT2
26.7375
28.0744
29.4781
30.9520
32.4996
34.1246
35.8308
37.6223
39.5034
41.4786
43.5525
45.7302
48.0167
50.4175
52.9384
08.IT2
28.0744
29.4781
30.9520
32.4996
34.1246
35.8308
37.6223
39.5034
41.4786
43.5525
45.7302
48.0167
50.4175
52.9384
55.5853
09.IT2
29.4781
30.9520
32.4996
34.1246
35.8308
37.6223
39.5034
41.4786
43.5525
45.7302
48.0167
50.4175
52.9384
55.5853
58.3646
10.IT2
30.9520
32.4996
34.1246
35.8308
37.6223
39.5034
41.4786
43.5525
45.7302
48.0167
50.4175
52.9384
55.5853
58.3646
61.2828
11.IT2
32.4996
34.1246
35.8308
37.6223
39.5034
41.4786
43.5525
45.7302
48.0167
50.4175
52.9384
55.5853
58.3646
61.2828
64.3469
12.IT2
34.1246
35.8308
37.6223
39.5034
41.4786
43.5525
45.7302
48.0167
50.4175
52.9384
55.5853
58.3646
61.2828
64.3469
67.5643
13.IT2
35.8308
37.6223
39.5034
41.4786
43.5525
45.7302
48.0167
50.4175
52.9384
55.5853
58.3646
61.2828
64.3469
67.5643
70.9425
14.IT2
37.6223
39.5034
41.4786
43.5525
45.7302
48.0167
50.4175
52.9384
55.5853
58.3646
61.2828
64.3469
67.5643
70.9425
74.4896
15.IT2
39.5034
41.4786
43.5525
45.7302
48.0167
50.4175
52.9384
55.5853
58.3646
61.2828
64.3469
67.5643
70.9425
74.4896
78.2141
16.IT2
41.4786
43.5525
45.7302
48.0167
50.4175
52.9384
55.5853
58.3646
61.2828
64.3469
67.5643
70.9425
74.4896
78.2141
82.1248
17.IT2
43.5525
45.7302
48.0167
50.4175
52.9384
55.5853
58.3646
61.2828
64.3469
67.5643
70.9425
74.4896
78.2141
82.1248
86.2311
18.IT2
45.7302
48.0167
50.4175
52.9384
55.5853
58.3646
61.2828
64.3469
67.5643
70.9425
74.4896
78.2141
82.1248
86.2311
90.5426
19.IT2
48.0167
50.4175
52.9384
55.5853
58.3646
61.2828
64.3469
67.5643
70.9425
74.4896
78.2141
82.1248
86.2311
90.5426
95.0697
Oct 1, 2022
IT 2
1yr
1yr
1yr
1yr
1yr
1yr
1yr
2yr
2yr
2yr
2yr
2yr
2yr
2yr
2yr
-Tier
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
5.00%
01.IT2
20.1514
21.1590
22.2170
23.3278
24.4942
25.7189
27.0049
28.3551
29.7729
31.2615
32.8246
34.4658
36.1891
37.9985
39.8984
02.IT2
21.1590
22.2170
23.3278
24.4942
25.7189
27.0049
28.3551
29.7729
31.2615
32.8246
34.4658
36.1891
37.9985
39.8984
41.8934
03.IT2
22.2170
23.3278
24.4942
25.7189
27.0049
28.3551
29.7729
31.2615
32.8246
34.4658
36.1891
37.9985
39.8984
41.8934
43.9880
04.IT2
23.3278
24.4942
25.7189
27.0049
28.3551
29.7729
31.2615
32.8246
34.4658
36.1891
37.9985
39.8984
41.8934
43.9880
46.1875
05.IT2
24.4942
25.7189
27.0049
28.3551
29.7729
31.2615
32.8246
34.4658
36.1891
37.9985
39.8984
41.8934
43.9880
46.1875
48.4969
06.IT2
25.7189
27.0049
28.3551
29.7729
31.2615
32.8246
34.4658
36.1891
37.9985
39.8984
41.8934
43.9880
46.1875
48.4969
50.9217
07.IT2
27.0049
28.3551
29.7729
31.2615
32.8246
34.4658
36.1891
37.9985
39.8984
41.8934
43.9880
46.1875
48.4969
50.9217
53.4678
08.IT2
28.3551
29.7729
31.2615
32.8246
34.4658
36.1891
37.9985
39.8984
41.8934
43.9880
46.1875
48.4969
50.9217
53.4678
56.1412
09.IT2
29.7729
31.2615
32.8246
34.4658
36.1891
37.9985
39.8984
41.8934
43.9880
46.1875
48.4969
50.9217
53.4678
56.1412
58.9482
10.IT2
31.2615
32.8246
34.4658
36.1891
37.9985
39.8984
41.8934
43.9880
46.1875
48.4969
50.9217
53.4678
56.1412
58.9482
61.8956
11.IT2
32.8246
34.4658
36.1891
37.9985
39.8984
41.8934
43.9880
46.1875
48.4969
50.9217
53.4678
56.1412
58.9482
61.8956
64.9904
12.IT2
34.4658
36.1891
37.9985
39.8984
41.8934
43.9880
46.1875
48.4969
50.9217
53.4678
56.1412
58.9482
61.8956
64.9904
68.2399
13.IT2
36.1891
37.9985
39.8984
41.8934
43.9880
46.1875
48.4969
50.9217
53.4678
56.1412
58.9482
61.8956
64.9904
68.2399
71.6519
14.IT2
37.9985
39.8984
41.8934
43.9880
46.1875
48.4969
50.9217
53.4678
56.1412
58.9482
61.8956
64.9904
68.2399
71.6519
75.2345
15.IT2
39.8984
41.8934
43.9880
46.1875
48.4969
50.9217
53.4678
56.1412
58.9482
61.8956
64.9904
68.2399
71.6519
75.2345
78.9962
16.IT2
41.8934
43.9880
46.1875
48.4969
50.9217
53.4678
56.1412
58.9482
61.8956
64.9904
68.2399
71.6519
75.2345
78.9962
82.9460
17.IT2
43.9880
46.1875
48.4969
50.9217
53.4678
56.1412
58.9482
61.8956
64.9904
68.2399
71.6519
75.2345
78.9962
82.9460
87.0934
18.IT2
46.1875
48.4969
50.9217
53.4678
56.1412
58.9482
61.8956
64.9904
68.2399
71.6519
75.2345
78.9962
82.9460
87.0934
91.4480
19.IT2
48.4969
50.9217
53.4678
56.1412
58.9482
61.8956
64.9904
68.2399
71.6519
75.2345
78.9962
82.9460
87.0934
91.4480
96.0204