HomeMy WebLinkAboutR-02-0343J-02--271
3/19/02
RESOLUTION NO. 0i 3 4 3
A RESOLUTION OF THE MIAMI CITY COMMISSION,
WITH ATTACHMENT(S), AUTHORIZING THE CITY
MANAGER TO ENTER INTO A COLLECTIVE BARGAINING
AGREEMENT, IN SUBSTANTIALLY THE ATTACHED
FORM, BETWEEN THE CITY OF MIAMI AND THE
EMPLOYEE ORGANIZATION KNOWN AS THE MIAMI
GENERAL EMPLOYEES, AMERICAN FEDERATION OF
STATE, COUNTY, AND MUNICIPAL EMPLOYEES, LOCAL
1907, AFL-CIO, FOR THE PERIOD OF OCTOBER 1,
2001 THROUGH SEPTEMBER 30, 2004.
BE IT RESOLVED BY THE COMMISSION OF THE CITY OF MIAMI,
FLORIDA:
Section 1. The City Manager is authorizedl�to enter into
a Collective Bargaining Agreement, in substantially the attached
form, between the City of Miami and the employee organization
known as the Miami General Employees, American Federation of
State, County, and Municipal Employees, Local 1907, AFL-CIO, for
the period of October 1, 2001 through September 30, 2004.
The herein authorization is further subject to compliance with
all requirements that may be imposed by the City Attorney,
including but not limited to those prescribed by applicable City
Charter and Code provisions.
7
CITY COMUSSION
ETINQ 6F
2002
A N2 4 31
Section 2. This Resolution shall become effective
immediately upon its adoption and signature of the Mayor .2/
PASSED AND ADOPTED this 27th
ATTEST:
PRISCILLA A. HOMPSON
CITY CLERK
APPROVAS ,O FgAf AND CORRECTNESS
KQMTO VILARELLO
TY ZrTORNEY
W&C14 : tr: BSS
day of March 2002.
MANUEL A. DIAZ, OR
2-/ If the Mayor does not sign this Resolution, it shall become
effective at the end of ten calendar days from the date it was
passed and adopted. if the Mayor vetoes this Resolution, it
shall become effective immediately upon override of the veto by
the City Commission.
Page 2 of 2
AGREEMENT
BETWEEN
CITY PROPOSAL
Clean-up
CITY OF MIAMI, MIAMI, FLORIDA
MIAMI GENERAL EMPLOYEES
AMERICAN FEDERATION OF STATE,
COUNTY, AND MUNICIPAL EMPLOYEES
LOCAL 1907, AFL-CIO
October 1, 2001 1998 -- September 30, 2004 2001
02- 343
City union do�
City Proposal
Clean-up
6119101 Agreed
I AGREEMENT
2 This Agreement, entered into thi' _____ day of 2Q 22 44", between
3 the City of Miami (hereinafter referred to as the "City") and the A ANII GENERAL
4 EMPLOYEES AFSCME LOCAL 1907, AFL-CIO, (hereinafter referred to as the
5 "Union"). Referral to "his" is inclusive of both the female and male genders.
:.
City Union L''� Date
C:4WY 1)t)rultarrtt%MF5!CMEWFSCME13001VAFSCME 1907 CONTRACT WORKING 2001.&M-2 '"- `� 4 3
City Proposal
No Change
6/19101 Agreed
I ER_FAMBLE
2 WHEREAS, it is the intention of the parties to this Agreement to set forth
3 herein the entire agreement of the parties concerning matters which are within the
4 scope of negotiation:
5 NOW, THEREFORE, the parties do agree as follows:
s
city
-:A��-
Union GrO%
-2-
C:1Mv D�NutrientslAFSCM"FSCME�?0O112AFSCME 1907 CONTRACT WORKING 2001.dur
Date 3'
02- 343
&ity and Union Proposal
No Change
1 ARTICLE 1
2 RECOGNITION
3 1.1 Pursuant to and in accordance with all applicable provisions of
4 Chapter 447, Florida Statutes, as amended, the City recognizes the Union as the
5 exclusive bargaining representative for all employees included in the bargaining
6 unit.
7 1.2 The bargaining unit is as defined in the Certification issued by the
8 Florida Public Employees Relations Commission on June 6, 1978, Certification
9 #408, which includes all the classifications listed in APPENDIX A of the Agreement
10 and excludes all classifications listed in APPENDIX B of the Agreement.
-3-
CityUnion �G Date 3
Z%LOL---
C1My Dor. umenttiVl FSCME\AFSCME12OO112AFSCME 1407 CONTRACT WORKING 2001.doc
02_ 343
• City Proposal
No Change
7/17/01 Agreed
1 ARTICLE 2
2 REPRESENTAiTION OF TAE CITY
3 2.1 The City shall be represented by the City Manager, the Labor
4 Relations Officer, or a person or persons designated in writing to the Union by the
5 City Manager. The City Manager, the Labor Relations Officer or his designee shall
6 have sole authority to execute an Agreement on behalf of the City subject to
7 ratification by an official resolution of the City Commission.
8 2.2 It is understood that the City Representative or Representatives are
9 the official representatives of the City for the purpose of negotiating with the
10 Union. Negotiations entered into with persons other than those as defined herein,
11 ' regardless of . their position or association with the City, shall be deemed
12 unauthorized and shall have no weight of authority in committing or in any way
13 obligating the City.
City
- :a�
Union L�
-4-
Date 3
C.•Wly Document.sMFSCME�4FSCMEI?00112AFSCME 1907 CONTRACT WORKING 2001 -doe.
02— 343
City Proposal
No Change
916101 Agreed
1 ARTICLE 3
2 REPRESENTATION OF THE UNION
3 .3.1 The Union shall be represented by the President of the Union, or by a
4 person designated in writing to the City Manager, the Labor Relations Officer or his
5 designee by the President of the Union. The identification of representatives shall
6 be made each year at least fifteen (15) calendar days prior to April 1st. Said
7 designation shall be accompanied by an affidavit executed by said President that
8 the Union has complied with all requirements of State law in effect at that time
9 with respect to registration of the Union.
10 3.2 The President of the Union, or the person designated by said
11 President, shall have full authority to conclude an agreement on behalf of the Union
12 subject to a ratification. It is understood that the Union representative is the
13 official representative of the Union for the purpose of negotiating with the City.
14 Negotiations entered into with persons other than those as defined herein,
15 regardless of their position or association with the Union, shall be deemed
16 unauthorized and shall have no weight of authority in committing or in any way
17 obligating the Union. It shall be the responsibility of the Union to notify the City
18 Manager or the Labor Relations Officer in writing of any changes in the designation
19 of the President of the Union or of any certified representative of the Union.
20 3.3 The Union may be represented at negotiation sessions by not more
21 than four (4) designated employee representatives. The four (4) employee
22 representatives may be permitted to attend negotiation sessions on duty with no
23 loss of pay or emoluments except that if one of the four. (4) employee representatives
24 is the Union President on full-time release in accordance with the terms of Article 8,
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City Union C� Date �4' �•
C.'Wy Doruuients44FSCMEIAFSCME OOP2AFSCME 1907 CONTRACT WORKING 2001.dnr
0.2�` 343
0
•
1 Attendance at Meetings/Union Time Pool, then only three (3) employees may be
2 released from duty with no loss of pay or emoluments. If two (2) of the four (4)
3 employee representatives is the Union President and the full-time release designee,
4 then only two (2) employees may be released from duty with no loss of pay or
S emoluments.
City
r_?�
Union t'.�
-6-
C Wy D"umeniMFSCMEIAFSCMLVOO1VAFSCME 1907 CONTRACT WORKING 2001.doe
Date dZ
02- 343
Wity and Union Proposal
No Change
1 ARTICLE 4
2 MANAGEMENT RIGHTS
3 4.1 The Union agrees that the City has and will continue to retain,
4 whether exercised or not, the right to 9perate and manage its affairs in all respects;
5 and the powers or authority which the City has not officially abridged, delegated or
6 modified by the express provisions of this Agreement are retained by the City. The
7 rights of the City, through its management officials, shall include, but shall not be
8 limited to, the right to determine the organization of City Government; to
9 determine the purpose of each of its constituent departments; to exercise control
10 and discretion over the organization and efficiency of operations of the City; to set
11 standards for service to be offered to the public; to direct the employees of the City,
12 including the right to assign work and overtime; to hire, examine, classify, promote,
13 train, transfer, assign, and schedule employees in positions with the City; to
14 suspend, demote, discharge, or take other disciplinary action against employees for
15 proper cause; to increase, reduce, change, modify or alter the composition and size
16 of the work force, including the right to relieve employees from duties because of
17 lack of work or funds; to determine the location, methods, means, and personnel by
18 which operations are to be conducted, including the right to determine whether
19 goods or services are to be made or purchased; to establish, modify, combine or
20 abolish job pay positions; to change or eliminate existing methods of operation,
21 equipment or facilities.
22 4.2 The City has the sole authority to determine the purpose and mission
23 of the City, to prepare and submit budgets to be adopted by the City Commission.
24 This shall not prohibit the Union from expressing its views to the legislative body at
25 the public budget hearing.
city Union Date 3 /9
C.1My awument$MFSCME"FSCME120()P2AFSCME 1907 CONTRACT WORKING 2001.dor
02- 343
1 4.3 The City shall enforce and ..comply with the provisions of the
2 Agreement so as not to violate the City Charter or the existing Civil Service Rules
3 and Regulations (Ordinance 8977 as amended).
4 4.4 Those inherent managerial functions, prerogatives and policy-making
5 rights which the City has not expressly modified or restricted by a specific provision
6 of this Agreement are not in any way, directly or indirectly, subject to the Grievance
7 Procedure contained herein.
8 4.5 Delivery of municipal services in the most efficient, effective and
9 courteous manner is of paramount importance to the City of Miami. Such
10 achievement is recognized to be a mutual obligation of both parties within their
11 respective roles and responsibilities.
12 4.6 Whenever the employer exercises a right or privilege contractually
13 reserved to it or retained by it, the employer shall not be obligated to bargain
14 collectively with respect to the effect or impact of that exercise on individual
15 bargaining unit members or on the unit as a group, or to postpone or delay
16 effectuation or implementation of the management decision involved for any reason
17 other than an express limitation contained in this Agreement.
18 4.7 For the term of this agreement the City agrees that the
19 reassignment, transfer of bargaining unit employees or roll -back from a permanent
20 position will not result in a reduction or "red -circling" of an affected employee's
21 salary. Section 4.7 does not apply to bargaining unit employees hired on or after
22 October 1, 1998.
0-- 343
0 Union Date
C. -WY DorwowtitsWFSCMEIAFSCMk1200112AFSCME 1907 CONTRACT WORKING 2001.drx
City and Union Proposal
No Change
1 ARTICLE 5
2 NO STRME
3 5.1 "Strike" means the concerted failure to report for duty, the concerted
4 absence of employees from their positions, the concerted abstinence in whole or in
5 part by any group of employees from the full and faithful performance of their
6 duties of employment with the City, participation in a deliberate and concerted
7 course of conduct which adversely affects the services of the City, picketing or
8 demonstrating in furtherance of a work stoppage, either during the term of or after
9 the expiration of a collective bargaining agreement.
10 5.2 Neither the Union nor any of its officers, agents, and members, nor
11 any Union members, covered by this Agreement, will instigate, promote, sponsor,
12 engage in, or condone any strike, sympathy strike, slowdown, sick-out, concerted
13 stoppage of work, picketing or any other interruption of the operations of the City.
14 5.3 Each employee who holds a position with the Union occupies a
15 position of special trust and responsibility in maintaining and bringing about
16 compliance with this`Article and the strike prohibition in F.S. 447.505 and the
17 Constitution of the State of Florida, Article I, Section 6. Accordingly, the Union, its
18 officers, stewards and other representatives agree that it is their continuing
19 obligation and responsibility to maintain compliance with this Article and the law,
20 including their responsibility to abide by the provisions of this Article and the law
21 by remaining at work during any interruption which may be initiated by others;
22 and their responsibility, in event of breach of this Article or the law by other
23 employees and upon the request of the City, to encourage and direct employees
24 violating this Article or the law to return -to work, and to disavow the strike
25 publicly.
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city Union__ Date '3 _
C"\A' V Dorumrn"%M FSCME�AFSCMEZ?00I \-)AFSCME J907 CONTRACT WORKING 100I.dew 02— 343
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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.
Ciry ��.J
Union
C.WY DrxumrntAMFSCM"FSCME\200112AFSCME 1907 CONTRACT WORKING 2001.dtN-
Date
0 2— 143
City and Union Proposal
No Change
1 ARTICLE 6
2 DISCRI1ViIILA ON
3
4 6.1 The City and the Union agree that . the provisions of this Agreement
5 shall be applied equally to all employees in the bargaining unit without
6 discrimination as to age, sex, marital status, race, color, creed, national origin or
7 political affiliation..
8 6.2 All references in this Agreement to bargaining unit members of the
9 . male gender are used for convenience only and shall be construed to include both
10 male and female bargaining unit members.
11 6.3 The City agrees not to interfere with the right of the employees to
12 join or not join the Union, and there shall be no discrimination, interference,
13 restraint or coercion by the City or the Union because of Union membership or non -
14 union membership.
15 6.4 The Union recognizes its responsibilities as bargaining agent and
16 agrees to represent all employees in the bargaining unit without discrimination,
17 interference, restraint or coercion.
18 6.5 Any claim of discrimination by an employee against the City, its
19 officials or representatives, shall not be grievable or arbitrable under the provisions
20 of Article 14 - Grievance Procedure, but shall be subject to the method of review
21 prescribed by law or rules and regulations having the force and effect of law.
22 6.6 The Union, in accordance with State law, shall not be required to
23 process the grievance of a non-union member.
-1 Z -
City Union.„ _ Date_ -? /q
C,Wv D,A-u+nent%M FSCM6W FSCME1200112AFSCM£ 1907 CONTXAC r WORKING 2001Ax
02-
1 6.7 The Union agrees to support the City's current Affirmative Action
2 Program and any other similar affirmative action programs affecting employees
3 which may be developed by the City in consultation with the Union.
4 6.8 Nothing in this Article. or elsewhere in this Agreement shall prevent
5 the City from implementing the terms of the current Consent Decree and the
6 related Memo of Understanding or any future legal mandates placed upon the City
7 by applicable laws.
8 6.9 The parties agree to abide by the law with respect to modification of
9 the City's affirmative action plan.
/+ -12-
Ciry :V Union ��
CWy Doe•utnrntt\tFSCME\4FSCML1?OOMAFSCME 1907 CONTRACT WORKING 2001.d0r
Date—.8. % 9 �-
02- 343
City and Union Proposal
No Change
1 ARTICLE 7
2 PREVAILING BENEFITS
3 7.1 Job benefits heretofore authorized by the City Manager continuously
4 enjoyed by all employees covered by this Agreement as of September 30, 1973, and
5 not specifically provided for or abridged by this Agreement, shall continue upon the
6 conditions by which they had been previously granted.
7 7.2 Provided, however, nothing in this Agreement shall obligate the City
8 to continue practices or methods which are unsafe, obsolete, inefficient or
9 uneconomical. Disputes over the application of this Section may be subject to the
10 Grievance Procedure.
11 7.3 If the City desires to change such job benefits, the matter shall be
12 negotiated between the City and the Union in accordance with Chapter 447, Part H,
13 Florida Statutes.
City
Union
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C'v%0 Arx-nrnl-$MFSCME"FSCMEti2001VAFSCMI: 1907 CONTRACT WORKING 2001.duc
Dare-1 hgZoL_
343
City Proposal
Clean-up
7117101 Agreed
1 ARTICLE 8
2 ATTENDANCE AT MEETINGS/UNION TIME POOL
3 8.1 The President of the Union or a designated representative shall be
4 allowed to attend regular meetings and special meetings of the City Commission,
5 State or National Union Conventions, the Civil Service Board, the Equal
6 Employment Opportunity Advisory Board -AM ,.,,..—stiW . ".,tie "dviseray Boar and
7 the Pension Plan Board. Time off for the Union President or any other bargaining
S unit employees to attend these or other similarly—approved meetings will be in
9 accordance with Section 2 of this Article.
10 8.2 A Union time pool is hereby authorized subject to the following:
11 A. The City agrees to establish an annual time pool bank of 3,500 hours
12 to be used in accordance with the provisions of this Article. All
13 unused hours will be carried over to the following calendar year.
14 B. For each bargaining unit member, except the Union President, or a
15 designee, when on full-time release, who is authorized to use time
16 from the Union time pool, the President shall fill out the appropriate
17 form as provided for by the City. This form shall be signed by the
18 Union President and forwarded to the Department Director a
19 minimum of seven (7) calendar days prior to the time the employee
20 union representative desires such leave. A copy shall also be
21 forwarded to the Office of Labor Relations. It is understood on rare
22
23
24
occasions the seven (7) day time limit may not be met. The President
shall forward a detailed explanation to the Labor Relations Officer as
to why the seven (7) day rule was not met.
ta-
01Y Union_ left _ Date 3
C. v DrxuntrntsWFSCMEIAFSCM4VO01VAFSCME 1907 CONTRAC7WORKING 2001.drx• o2--
343
43
1 C. Bargaining unit members shall be released from duty only if the
2 needs of the service permit, but such release shall not be
3 unreasonably denied. If because of the needs of the service a
4 bargaining unit member cannot be released at the time desired, the
5 Union may request an alternate bargaining unit member be released
6 from duty during the desired time.
7 D. In reporting a bargaining unit member's absence as a result of
8 utilizing the Union Time Pool, the daily attendance record shall
9 reflect:
10 '.'Bargaining Unit Member Doe on AV (Authorized Leave)
11 E. Any injury received or any accident incurred by a bargaining unit
12 member whose time is being paid for by the Union time pool, or while
13 engaged in activities paid for by the Union time pool, except the
14 Union President and the designee when on full-time release shall not
15 be considered a line -of -duty injury, nor shall such injury or accident
16 be considered to have been incurred in the course and scope of his
17 employment by the City of Miami within the meaning of Chapter
18 440, Florida Statutes, as amended.
19 F. Upon written request to the Labor Relations Officer, the President of
20 the Union, and a designee F vill be released for the term of this
21 Agreement from his or her regularly assigned duties for the City.
22 The terms of this agreement for such release are only to be
23 implemented if the following qualifications are met by the Union:
24 1. The Union President or designated representative, will
25 reasonably be available through the Union office currently
26 located at 4011 W. Flagler Street, Suite 405, Miami, Florida
00. Union 4aG -is-
Dale
CWV 1MroutrnlsMFSCMa4FSCME%2001\2AFSCME 1907 CONTRACT WORKING 2001.drAr
02- 343
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1 33134, for consultation with the Management of the City of
2 Miami.
3 2. No requests to attend meetings at the City's expense as the
4 Union representative will be made to the City by the Union, its
5 officers, agents or members.
6 3. The Time Pool will be charged for all hours during which the
7 Union President and the designee are on off-duty up to a forty
8 (40) hour work week, except that absence due to vacation leave,
9 sick leave, earned personal leave, holidays, or compensatory
10 leave will be charged to the President's employee leave accounts.
11 G. On no more than one occasion per month, the Union Executive Board
12 members may meet during their scheduled work shift for a period not
13 to exceed four (4) hours. At no time will more than eight a
14 employees be released to attend such meetings, and the Time Pool
15 shall be charged a minimum of four (4) hours for each employee who
16 attends such meetings. Release of employees for this purpose shall be
17 conditioned upon compliance with other provisions of this Article.
18 8.3 All applicable rules, regulations and orders shall apply to any
19 bargaining unit members on time pool release. Violations of the above-mentioned
20 rules, regulations and orders shall subject the bargaining unit members on pool
21 time to regular disciplinary processes.
22 8.4 The City reserves the right to rescind the provisions of this Article in
23 the event any portion of the Article is found to be illegal. Cancelling the Article
24 shall not preclude further negotiations of future employee pool time.
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Ciry (;11 . Union - e:: � _ Date
C.-Wv Dm wren.%�,lFSCMEMFSCME1200A2AFSCME 1907 CONTRACT WORKING 2001.dor A e�
02" 43
1 8.5
ra
3
Except as -provided above, bargaining unit members who attend
administrative or judicial hearings shall not be compensated by the City unless
such attendance is on behalf of and at request of the City.
Union—AP—t-
-17-
nion _- AP - w
-17-
Date 3
C"1Mv I3nr•tu►ientsMFSCMEMFSCME1200112AFSCMR 1907 CONTRACT WORKING 2001.dar. .
p2-- 343
. City Proposal
No Change
916101 Agreed
1 ARTICLE 9
2 UNION STEWARDS
3 9.1 Employees within the bargaining unit shall be represented by
4 Stewards in areas of the City employment in the number and manner set forth in
5 Section 9.7. The Union shall furnish Management a list of the Stewards' and
6 alternate Stewards' names and their assigned areas, and shall keep the list current
7 at all times.
8 9.2 When requested by an employee, a steward may only investigate any
9 alleged or actual grievance in his assigned steward area as provided in Section 9.7.
10 He shall be allowed reasonable time therefore during working hours without loss of
11 time or pay upon notification and approval of his immediate supervisor outside the
12 bargaining unit. Such release time will be granted consistent with the needs of the
13 service but will not unreasonably be withheld.
14 9.3 Union business, other than that cited above, shall be conducted so as
15 not to interfere with the work assignment of stewards or any other employees.
16 9.4 A non-employee Union Representative may consult with employees in
17 assembly areas before the start of each work shift or after the end thereof.
18 9.5 Should an employee union representative covered by this Agreement
19 be released on the Attendance at Meetings/Union Time Pool Article said employee
20 may substitute for the steward, but in no event shall the steward and the employee
21 union representative both investigate the same grievance or appear for the meeting
22 called to resolve the grievance. Should the Union President desire the Union
23 Steward, as described in Section 9.2, to attend a Step 3 grievance meeting, the
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City Union Date
C: Vyv Dncwnrnl,$MFscmt +IFSCME\2001\2AFSCME 1907 CONTRACT WORKING 2001.dar
I steward may be released to attend said meeting with any time loss to be charged to
2 the Union Time Pool.
3 9.6 An alternate steward may be appointed for each steward as provided
4 for and assigned in Section 9.7. - . The alternate steward will be utilized by
5 management when management is unable to reach the union steward or the union
6 steward cannot be spared for the assigned duties at the time and all provisions of
7 this Article shall apply to alternate stewards as well as regular stewards.
8 9.7 Responsibility areas (location) and number of Union Stewards:
9 A. Recreation Personnel (1)
10 B. Police Department Building (2)
11 C. Miami Riverside Center (2)
12 D. Parks Operations, and Public Works Operations (2)
13' E. All General Service Administration Divisions, and Department of
14 Solid Waste (2)
15 F. Fire Garage and Stadiums (1)
-19-
Ciry i— Union Date .3
C.Wy DrH-un ientsMFSCMEMFSCME1300112AFSCME 1907 CONTRACT WORKING 2001.de 2 343
City Proposal
No Change
7117101 Agreed
1 ARTICLE 10
2 CONTRACT DISTRIBUTION
3 10.1 The employer agrees to furnish copies of this contract to each
4 department director where Union members are employed and said department
5 directors shall make the contract available for employee examination at the
6 employee's request.
City
Union &S--
-20-
Date�—
C:1 My Drxumentc41FSCMEMFSCME12001\2AFSCME 1907 CONTRACT WORKING 2001.duc 02-
343
43
i
P)
ARTICLE 11
City Proposal
6128/01 Agreed
3 11.1 The City agrees to provide to the Union the following: Agendas of
4 regular and special City Commission meetings (except where exempt by applicable
5 law), regular and special Pension Board meetings, regular and special Civil Service
6 Board meetings and hearings,
7
City Union lG Date dZ.
C'.10DorwP1enmlAFSCMEIAFSCME12p01VAFSCME 1907 CONTRACT WORKING 2001.drx•
02-- 343
City Proposal
No Change
916101 Agreed
1 ARTICLE 12
2 BULLETIN BOARDS
3 12.1 The City shall provide bulletin board space which shall be used only
4 for the following notices:
5 A. Recreation and special affairs of the Union
0
7
8
9
10
11
12
13
14
15
16
17
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 his 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.
-za-
City_2U_ Union 4eT Date 3
CAMy Drx•urxennl,4FSCM"FSCM1:1200112AFSCME 1907 CONTRACT WORKING 2001.drx'0
343 43
*City and Union Proposal
No Change
1 ARTICLE 13
2 DUBS CHECKOFF
3 13.1 During the term of this Agreement, the City agrees to deduct Union
4 membership dues and uniform assessments, if any, in an amount established by the
5 Union and certified in writing by an accredited Union officer to the City from the
6 pay of those employees in the bargaining unit who' individually make such request
7 on a written checkoff authorization form provided by the City. Such deduction will
8 be made by the City when other payroll deductions are made and will begin with
9 the pay for the first full pay period following receipt of the authorization by the
10 City. The Union shall advise the City of any uniform assessment or increase in
11 dues in writing at least thirty (30) days prior to its effective date.
12 13.2 This Article applies only to the deduction of membership dues and
13 uniform assessments, if any, and shall not apply to the collection of any fines,
14 penalties, or special assessments.
15 13.3 Deductions of dues and uniform assessments, if any, shall be remitted
16 by the City during the week following each biweekly pay period to a duly authorized
17 'representative as designated in writing by the Union. The City shall deduct from
18 the remittance an amount for the cost of dues checkoff. The amount will be
19 calculated at two ($.02) cents for each employee deduction, each payroll period, and
20 ten ($.10) cents for each addition or deletion to the checkoff register.
21 13.4 1n the event an employee's salary earnings within any pay period,
22 after deductions for withholding, Social Security, retirement, group health
23 insurance, and other priority deductions, are not sufficient to cover dues and any
24 uniform assessments, it will be the responsibility of the Union to collect its dues
25 and uniform assessment for that pay period directly from the employee.
0 Union_ 4 -23-
Date 3 9d Z..
CAMP Drx•u-ent.s\AFSCAIEMFSCME\2OOI12AFSCME 1907 CONTRACT WORKING 200J.&W. 343
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2 13.5 Deductions for the Union dues and/or uniform assessment shall
3 continue until either: 1) revoked by the, employee by providing the City with thirty
4 (30) days' written notice that he is terminating the prior checkoff authorization, 2)
5 the termination of the authorizing employee, 3) the transfer, promotion, demotion of
6 the authorizing employee out of this bargaining unit, or 4) the revocation or
7 suspension of dues deduction as certified by the duly authorized Union
8 representative.
9 13.6 The Union shall indemnify and hold the City, its officers, officials,
10 agents and employees harmless against any claim, demand, suit or liability
11 (monetary or otherwise) and for all legal costs arising from any action taken or not
12 taken by the City, its officials, agents and employees in complying with this Article.
13 The Union shall promptly refund to the City any funds received in accordance with
14 this Article which are in excess of the amount of dues and/or uniform assessments
15 which the City has agreed to deduct.
16 13.7 The City will not deduct any Union fines, penalties or special
17 assessments from the pay of any employee.
18 13.8 The dues checkoff authorization form provided by the City shall be
19 used by employees who wish to initiate dues deduction.
-24-
City Union �--
C:WIy Dar•u►nentsMFSCM"FSCMEL?0ONAFSCME 1907 CONTRACT WORKING 2001.dm-
Date
- 02- 343
0City and Union Proposal
1 ARTICLE 14
2 GRIEVANCE PROCEDURE
3
4 14.1 It is agreed to and understood by both parties that there shall be a
5 procedure for the resolution of grievances arising from the application or
6 interpretation of this Agreement.
7 14.2 A grievance is any dispute, controversy or difference between (a) the
8 parties, (b) the City and an employee or employees on any issues with respect to, on
9 account of, or concerning the meaning,. interpretation or. application of this
10 Agreement or any terms or provisions thereof. A grievance shall refer to the specific
11 provision or provisions of this Agreement alleged to have been violated Any
12 grievance not conforming to the provisions of this paragraph or that contains
13 nonidentification of specific violations of the Agreement shall be denied and not
14 eligible to advance through the steps of the Grievance Procedure, including
15 arbitration. -
16 14.3 Nothing in this Article or elsewhere in this Agreement shall be
17 construed to permit the Union to process a grievance (a) on behalf of any employee
18 without his consent, or (b) with respect to any matter which is the subject of a
19 grievance, appeal, administrative action before a governmental board or agency, or
20 court proceeding, brought by an individual employee or group of employees, or by
21 the Union. Oral and written reprimands/warnings/deficiencies shall not be
22 considered grievable under this Agreement or the Civil Service Board.
40r,- -25-
Ch}' Union
C:)Mv De,,prruFtrntti'IAFSCMZMFSCME1200112AFSCME 1907 coNrRAcr woRKxc 200J.&N.
Date 3 OZ._
Q2- 343
•
•
1 14.4 It is further agreed by the Union that employees covered by this
2 Agreement shall make an exclusive election of remedy prior to filing a 2nd Step
3 Grievance or initiating action for redress in any other forum. Such choice of remedy
4 will be made in writing on the form to be supplied by the City.
5 The Election of Remedy form will indicate whether the aggrieved party or
6 parties wish to utilize the Grievance Procedure contained in this Agreement or
7 process the grievance, appeal or administrative action before a governmental board,
8 agency or court proceeding. Selection of redress other than through the Grievance
9 Procedure contained herein shall preclude the aggrieved party or parties from
10 utilizing said Grievance Procedure for adjustment of said grievance. An employee
11 as a condition of relying upon this contractual provision or any other Article of this
12 Agreement in a grievance proceeding expressly waives any further statutory,
13 constitutional or common law right to sue upon any similar claim.
14 14.5 The number of "working days" in presenting a grievance and
15 receiving a reply from the different levels of supervision shall be based upon a forty
16 (40) hour, five (5) day work week, Monday through Friday, not including City-wide
17 holidays. Any grievance not processed in accordance with the time limits provided
18 below, shall be considered conclusively abandoned. Any grievance not answered by
19 Management within the time limits provided will automatically advance to the next
20 higher step of the Grievance Procedure. Time limits can only be extended by
21 mutual agreement of the Union and Department Director or the Labor Relations
22 Officer. Such agreed to extensions shall be followed up in writing.
23 14.6 Where an employee covered by this Agreement elects to represent
24 himself or be represented by someone other than the Union, the City will respond
25 through its management representatives consistent with the following steps and
26 time limits. Said response will not be inconsistent with the Labor Agreement and a
-26- 3 I9 ClL_
Ciry� Union &�� Date
CA,W Dor•wnenis4lFSCMEWFSCME1200IVAFSCME 1907 CONTRACT WORKING 2001 -dor 02-- 343
I representative of the Union will be given an opportunity to be present and receive a
2 copy of the written response.
3 14.7 A grievance shall be processed in accordance with the following
4 procedure:
5 Step 1.
6 The aggrieved employee shall discuss the grievance -with his immediate .
7 supervisor outside the bargaining unit within five (5) working days of the
8 occurrence which gave rise to the grievance. A City employee Union
9 representative will be given a reasonable opportunity , to be present at any
10 meeting called for the resolution of such grievance. The immediate
11 supervisor, outside the bargaining unit, shall attempt to adjust the matter
12 and/or verbally respond to the employee. within five (5) working days.
13 Where a grievance is general in nature in that it applies to a number of
14 employees having the same issue to be decided, or if the grievance is directly
15 between the Union and the City, or when a grievance is filed due to an
16 employee's dismissal, it shall be presented directly at Step 3 of the Grievance
17 Procedure, within the time limits provided for the submission of a grievance
18 in Step 1 by the Union President. The Election of Remedy form as provided
19 in Section 14.4 of this Article must be completed and attached to grievances
20 presented directly at Step 3. All grievances must be processed within the
21 time limits herein provided unless extended in writing by mutual agreement
22 between the Labor Relations Officer and the Union President or grieving
23 employees.
24 Sip 2•
25 If the grievance has not been satisfactorily resolved at Step 1, the employee
26 or the Union representative may pursue the grievance by completing the
.27-
Cfty Union Date 3
C:Wv Dljl"#Fllenl.%'VIFSCMAMPSCM5�200112AFSCME 1907 CONTRACT WORKING 2001.dor �y ry
02 ty l 3
I Election of Remedy form provided for in Section 14.4 of this Article before
2 initiating the grievance to the second step of the Grievance Procedure. If the
3 aggrieved party or parties elect the remedy other than the Grievance
4 Procedure contained herein,. the grievance shall be withdrawn and x
5 conclusively abandoned. When the Election of Remedy form indicates the
6 grievance is to be advanced through the Grievance Procedure, the employee
7 or the Union Representative shall reduce the grievance to writing on the
S standard form provided for this purpose and presenting such written
9 grievance to the Department Director concerned within five (5) working days
10 from the time the supervisor has given his or her oral response to Step 1.
11 The Department Director or his designee and Management personnel
12 concerned shall meet with the employee and the Union Representative and
13 shall respond in writing to the Union within five (5) working days from
14 receipt of the written grievance.
15 Step 3.
16 If the grievance has not been satisfactorily resolved at Step 2, the employee
17 and/or the Union President may present a written appeal to the Labor
18 Relations Officer within seven (7) working days from the time the Step 2
19 response was due in Step 2. The Labor Relations Officer shall meet with the
20 employee and/or the Union President and shall respond in writing to the
21 Union within seven (7) working days from receipt of the appeal.
22 Step 4.
23 If the Grievance is not settled at Step 3, it may upon written request of the
24 Union President within seven (7) working days after receipt of reply or
25 answer be referred to arbitration.
City aa�.
Union &9 r
-28-
C. -WY Dex•ument.�1AFSCMEW FSCME\200I\2AFSCME 1907 CONTRACT WORKING 2001.d(
Da
02'x" 243
0 r .
1 14.8 The arbitration proceeding shall be conducted by an arbitrator to be
2 selected by the employer and the Union within ten (10) days after notice has been
3 given. If the parties fail to select an arbitrator, the Federal Mediation and
4 Conciliation Services , or some other mutually
5 agreed upon service, shall be requested to provide a
6 minimum panel of five (5) arbitrators. Both the employer and the Union shall
7 alternately have the rii.*,t to strike'a name from the Panel until one remains. two
8 . The party requesting arbitration shall strike the first
9 name; the other party shall then strike one name. The will be Pepeated md
10
the Fem ieft shall be the Aibitrater-
11 14.9 The arbitration shall be conducted under the rules set forth in this
12 Agreement and not under the rules of the American ,Arbitration Association.
13 Subject to the following, the arbitrator shall have jurisdiction and authority to
14 decide a grievance as defined in this Agreement. The arbitrator shall have no
15 authority to change, amend, add to, subtract from or otherwise alter or supplement
16 this Agreement or any part thereof or any amendment thereto. The arbitrator shall
17 have no authority to, consider or rule upon any matter which is stated in this
18 Agreement not to be subject to arbitration or which is not a grievance as defined in
19 this Agreement, or which is not specifically covered by this Agreement; nor shall
20 this Collective Bargaining Agreement be construed by an arbitrator to supersede
21 applicable laws in existence at the time of signing this Agreement.
22 14.10 The arbitrator may not issue declaratory or .advisory opinions and
23 shall confine himself exclusively to the question which is presented to him, which
24 question must be actual and existing.
25 14.11 The fee and expenses of the arbitrator. shall be paid by the party
26 which loses the appeal to arbitration. Each party shall fully bear its owl costs
-29-
City `l Union. _ ��i Date
CAMy DtN-tioteenttilAFSCMEMFSCMEI?00112AFSCME 1907 CONTRACT WORKING 2001.d►n• t
02- 3
I regarding witnesses and representation. Should any individual bargaining unit
2 member bring a glievance under this Ariicle on his/her own he/she shall be
3 re uired to Rost a bond of an estimated one-half 1/2 of the expenses of the hearing
4 with the arbitrator before the hear' ma be scheduled.
5 14.12 Copies of the award of the arbitration made in accordance with the
6 jurisdiction or authority under this Agreement shall be furnished to both parties
7 within thirty (30) days of the hearing and shall be final and binding on both parties.
8 14.13 Consistent with Chapter 447.401, the Union shall not be required to
9 process grievances or be liable for any expenses for employees covered by this
10 Agreement who are not members of the Union. Where non-members or any
11 employee covered by the Agreement elects not to be represented by the Union,
12 written responses shall be given to the employee and to the Union.
13 14.14 A request for review of complaints under Civil Service Rule 16.2 may
14 only be made by full-time classified service employees. Such requests under Rule
15 16.2 shall be denied where the request does not cite the applicable Civil Service
16 Rule(s) which is the basis of the complaint; or, where the issue relates to a matter
17 covered by the Collective Bargaining Agreement. This section shall be limited
18 solely to hearings under Rule 16.
-30-
City Union ^,- Date 3
CAMy DorutttettislAFSCMEW FSCMEI.100112AFSCME 1907 CONTRACT WORKING 200I.dar 243
City and Union Proposal
No Change
1 ARTICLE 15
2 EMPLOYEES' BELL OF RIGHTS
3 15.1 When an employee has reasonable grounds to conclude that his
4 participation in an investigatory interview will result in his receipt of disciplinary
5 action, the employee may request that a Union representative be present at the
6 interview. The employee's representative shall confine his role in the interview to
7 advising the employee of his rights and assisting in clarification of the facts. Upon
8 request, the City will make a reasonable effort to contact the employee's choice of
9 representative, but shall not be obliged to delay the interview for more than thirty
10 (30) minutes
11 15.2 Investigatory interviews shall be conducted at a reasonable hour,
12' preferably while the employee is on duty, unless the seriousness of the investigation
13 is of such degree that immediate action is required. If the employee is required to
14 be. interviewed outside his assigned work schedule, he shall be paid overtime in
15 accordance with Article 26.
16 15.3 At the commencement of the interview, the employee shall be advised
17 1 of the subject matter of the investigation.
18 15.4 The parties agree to abide by the law with respect to the use of
19 polygraphs.
ci-2kz— . Union -31-
C.\MY Drx•uxirntsMFSCMEIAFSCd1E,200112AFSCME 1907 CONTRACT WORKING 2001.d -
'Pity and Union Proposal
Clean-up
1 ARTICLE 16
2 DISCIPLINARY PROCEDURES
3 16.1 In cases where it becomes necessary to discharge or otherwise
4 discipline a permanent, classified employee covered by this Agreement, a
5 representative of management shall give notice of said discipline to the employee.
6 Such notice of discipline shall be confirmed in writing to the employee and the
7 Union no later than art five (5) working days following the day of discharge or
8 imposition of discipline, excluding Saturdays, Sundays, holidays and the day of
9 occurrence.
10 16.2 Employees who have not attained permanent status in the classified
11 service, or who are entrance probationary employees, may not grieve disciplinary
12 action under the provisions of this Agreement.
13 16.3 If an appeal of any discharge or other disciplinary action, excluding
14 oral or written reprimands, is filed with the Civil Service Board in accordance with
15 the Board Rules and Regulations, such appeal shall be an automatic election of
16 remedy and shall waive any right on the part of the employee or the Union to file or
17 process a grievance under the terms of this Agreement protesting such discharge or
18 other disciplinary action. Should an employee elect to grieve discharge or other
19 disciplinary action, excluding an oral or written reprimand, such grievance shall be
20 made in accordance with the terms of the Grievance Procedure Article as contained
21 in this Agreement.
22 16.4 The process of an appeal to the Civil Service Board or a grievance
23 .under this Agreement, shall be an exclusive election of remedy by the employee and
-32- 3421-6Z._
City Union �7� Date
C: MY Durunrent.v\AFSCMEWFSCML12001\2AFSCME 1907 CONTRACT WORKING 20pl.drx' 022 - 343
I shall be a waiver of all other forums of review and due process to which the
2 employee may otherwise be entitled.
3 16.5 Probationary employees who have been appointed to a position but
4 who have not completed the required probationary period may be discharged or
5 reduced in rank at any prior to the expiration of the probationary period. Said
6 discharged or demoted employee shall not be accorded a hearing before the Civil .
7 Service Board or access to the 'grievance procedure contained herein. A
8 probationary employee may be returned to a former classification in which the
9 employee held permanent status or be discharged if in an entrance position upon
10 being notified in writing by the Department Director.
11 16.6 In acceptance of this Article, the Union, its members and agents,
12 waive any and all rights to a pre -hearing prior to imposition of suspensions or
13 dismissals.
14 16.7 Employees are subject to such examinations as may be required by
15 the City to determine if they are under the influence of alcohol or a controlled
16
17
18
19
20
21.
22
substance; or may have been using, possessing, dispensing or selling controlled
substances, unlawful, mind -altering, or non -physician prescribed drugs.
Management will attempt to enroll employees in such drug or alcohol rehabilitative
programs as are available to those individuals who voluntarily come forward.
Management will encourage employees to .voluntarily seek help for alcohol or
controlled substances abuse. Such request for assistance shall be denied if the
individual seeking help is currently involved in or facing the disciplinary process.
-33-
City Union "ti
Date
I Al
C.WY Dr)r•+rment.�MFSCMEW FSCME1200112AFSCME 1907 CONTRACT WORKING 2001.dar 02— 343
•
0 City and Union Proposal
I
ARTICLE 17
2
LOSS OF EMPLOYMENT
3
17.1
Employees shall lose their seniority and their employment shall be
4
terminated
for the following reasons:
5
1.
Discharge if not reversed.
6
2.
Resignation. An employee who voluntarily submits a resignation
7
either orally or in writing shall have the right to withdraw said
8
resignation. for up to twenty-four (24) hours from submission. If
9
submission occurs on a day preceding a weekend or holiday or the
10
employee's regular day off, the employee shall have to the close of the
11
employee's next regular working day to withdraw said resignation.
12
3.
Abandonment of position. An employee absent for a period of three
13
(3) workdays without notification of valid reason to the City and who
14
has no legitimate reason for not notifying the City of his absence,
15
may be considered as having resigned. Said resignation shall only be
16
reviewed, if applicable, by the City Manager or the Labor Relations
17
Officer.
18
4.
Unexcused failure to return to work when recalled from layoff, as set
19
forth in the recall procedure.
20
5.
Unexcused failure to return to work after expiration of a formal leave
21
of absence. An employee who fails to return from a formal leave of
22
absence will be considered As having, resigned. Said resignatign j)A1 •
23
only be reviewed. if applicable, by the City Manager or the Labor
24
Relations Officer_
.34_
City
Union t'i1�C• Date
C MY Dap•umrntsAAFSCME\AFSCME\','OO112AFSCME 1907 CONTRACT WORKING 2001 -doe
•
•
1
2 6. Retirement.
3 7. Layoff for a continuous .period of eighteen (18) months.
4 17.2 Permanent employees subject to layoff shall be demoted or
S transferred to those classes in which the employee held previous status, consistent
d with Civil Service Rules and Regulations; not. withstanding Article 24, Section 24.1,
7 Wages.
8 If the employee has ten (10) years of full-time consecutive classified
9 service with, the City and has never held permanent status in another position, the
10 employee may be demoted or transferred by management in accordance with his
11 seniority to another position in the bargaining unit that is as close to the employee's
12 present class and wage level as possible and which he is able to perform and
13 qualified to fill. The employee must make a written request for such demotion or
14 transfer within three (3) working days after notification of layoff. Such request
15 shall be made to the Director of Human Resources. Management shall have the
16 right to determine such person's ability and qualifications to fill a position without
17 recourse through the grievance procedure or any other appeals procedure with
18 exception of the following.
19 Should the individual transferred or demoted feel that the position
20 determined by Management is not the one closest to their previous salary level for
21 which they are qualified,.the employee may appeal within three (3) working days of
22 notice of the new assignment only to a two (2) person committee made up of the
23 Labor Relations Officer and the Union President.. The Labor Relations Officer and
24 the Union President shall convene a meeting with the Federal Mediation and
25 Conciliation Service Commissioner who shall review the placement and render an
26 advisory decision to the parties.
-35-
Ciry Union Date
C:1Mv Drx tui'-t-� PSCM"FSCME12OO1l2AFSCM61907 CONTRACT WORKING 2001.dor
02—
2— 3
1
2
3
4
5
6
7
8
9
Employees transferred or demoted under this Section shall replace
the least senior employee in the position which he occupies. If the employee's
regular position subsequently becomes available, consistent with Civil Service
Rules and Regulations, he 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 demoted or laid off
consistent with the language of Section 17.2.
-36-
City Unian
C.Wy Doriaarntsb9FSCME44FSCME12OO112AFSCME 1907 CONTRACT WORKING 2001.dor
Date
p� 343
1
'ARTICLE 38
0 City and Union Proposal
2 EMPLME EVALUATION
3 18.1 Permanent full-time classified employees covered by this Agreement
4 will be evaluated utilizing the appropriate evaluation forms as approved by the
5 Human Resources Department.
6 18.2 Employees evaluated will be given a copy of the evaluation rating.
7 Should an evaluation be downgraded after the employee's initial evaluation by his
8 immediate supervisor, the employee will be given a copy of the downgraded
9 evaluation rating. Only a copy of an unsatisfactory rating will be forwarded to the
10 Union President. Any employee rated below satisfactory by Management will be
11 given an opportunity to improve to a satisfactory level. Failure to improve will
12 result in disciplinary action up to and dismissal. This section shall not apply to
13 permanent full-time classified employees serving in a probationary promotional
14 appointment.
15 18.3 Permanent full-time classified employees serving in a probationary
16 promotional appointment must successfully complete the probationary period
17 within the time frame provided (6 to 12 months), unless the Department Director
18 recommends an extension of said time frame. Any person hired or promoted into a
19 Communications Operator position in the Police Department or the Eire -Rescue
20 Department shall serve an eighteen (18) month probationary period.
21 18.4 Unsatisfactory rating for permanent full-time classified employees
22 not serving in a promotional appointment shall require said employees to appear
23 before the Civil Service Board for review of the unsatisfactory rating. Should an
24 employee covered by this section feel the unsatisfactory rating was incorrect, he
25 may grieve the rating consistent with the Grievance Procedure. However, any
26 grievance concerning the employee's unsatisfactory evaluation will be consolidated
OtY UnionG;� -37-
�_ _ Date /q
CAMy prx•tu►rertLsL4FSCMEW FSCME�2OOI�-)AFSCMC 1907 CONTRACT WORKING 2001.drx•
02- 343
0 9,
with any discipline appeal should the employee be removed, suspended or reduced
2 in grade because of the unsatisfactory evaluation.
Union 404;--- _.—
-38-
C--wV Dur'u+cents'1AFSCMEIAFSCME12001VAFSCME 1907 CONTRACT WORKING 2001-&V
Date $ �--
0 2
C.
0 City and Union Proposal
1 ARTICLE 19
2 ANNIVERSARY INCREASE
3 19.1 Salary increases recognizing satisfactory service within established
4 pay ranges are provided for in the city's salary schedule. On written approval
5 from the Department Director, employees shall receive a one-step increase in
6 salary, not to exceed the maximum step rate. Those employees receiving approved
7 anniversary increases when submitted during the first seven (7) days of the payroll
8 period, shall receive the higher rate of pay for the' full pay period. Those employees
9 receiving approved increases from the eighth (8th) to the fourteenth (14th) day of
10 the payroll period shall receive their anniversary increase effective the start of the
11 following pay period. All anniversary increases shall be subject to review for
12 accuracy by the Department of Human Resources.
13 19.2 Leaves of absences without pay or suspension of any duration shall
14 delay anniversary increases by the same number of work da s ..epiea 0.0 t.m..
15 isveved .
16 19.3 Anniversary increases are not automatic. Anniversary increases
17 shall be awarded only on the basis of continued satisfactory service by the employee
18 and on the positive approval of the Department Director, A Department Director
19 may withhold anniversary increases due to excessive absenteeism. resulting from
20 tardiness, sick leave usage and/or until such time as, in the Department Director's
21 judgment, the employee's service within the classification meets the standards of
22 satisfactory performance for the position. Employees whose anniversary increases
23 are delayed or denied shall be notified of the reasons for the action being taken.
24 Employees whose anniversary increases are delayed or denied due
25 solely to tardiness or sick leave usage may request a review of the denial by the
26 Labor Relations Officer whose decision shall be final and binding.
-39-
City Union Date 377
C.,WY prx:uuren4tMFSCME"FSCME120011?AF'SCME 1907 CONTRACT WORKING 2001.dix•
02- 343
• CftY and Union Proposal
No Change
1 ARTICLE 20
2 EMPLOYEES ACTING WITHIN THE SCOPE OF AUTHORITY
3 20.1 Whenever a civil or criminal action is brought against a bargaining
4 unit employee, while in the course of his City on -duty employment, and while acting
5 within the scope of his authority, the City shall have the option to pay legal costs
5 and attorney fees; not to exceed seventy five ($75.00) dollars per hour or provide
7 legal counsel where: a) the bargaining unit employee is found not to be liable or
S guilty, and b) when the plaintiff requests dismissal of his suit.
9 20.2 The City will neither provide legal representation nor pay any claim
10 or judgment entered against any bargaining unit employee if the claim or judgment
11 arises from any of the following:
12 1. Any unauthorized act;
13 2. Any intentional tort;
14 3. Gross negligence or misconduct; or
15 4. While under the influence of alcohol, drugs or illegal substances.
-ao-
City Union. _ !i>�L Date 3 p
CARR DururrrrntxlAFSCMEIAFSCME12001VAFSCME 1907 CONTRACT WORKING 2001.dor 02— 243
•
0 City and Union Proposal
1 ARTICLE 21.
2 WORKING OUT OF CLASSIFICATION
3 21.1 A department director, or his designee, may direct an employee to
4 serve in a classification higher than the classification in which an employee
5 currently holds. status.
6
7
8
9
10
11 . Working out of classification will not grant
12 permanent job status or provide any automatic job rights to the position filled on
13 acting assignment to the higher classification. Employees assigned to work out of
14 classification shall meet the minimum job requirements for the position being filled.
15 21.2 In the event an employee is assigned work of a highe anethe�
16 classification as provided for in Section 21.1 of this Article, the employee will be
17 granted a one-step increase or the rate for the first step of the higher classification,
18 whichever is greater, for all time worked out of classification in excess of thirty (30)
19 consecutive calendar days. If the employee is assigned working out of classification
20 in a job basis position, the employee will be granted compensation as provided for in
21 this section, however, the employee is not entitled to overtime. E1 egg
22 RgiformiLig work IgEgrthan-their c e -n s' cation arent tutitled to warWnz
23 out of cl&s_6i&ati0n RAY.
24 21.3 During any on -job training program designed to upgrade employees'
25 skills, those employees in such training shall not be eligible for additional
26 compensation as provided in Section 21.2 of this Article.
City Union Date �
. CAMv nrrrumenLslrIFSCMEWF'SCME\_)o011?AfSCMR 1907CONTZICT WORKING2001.doe
•
0
1 21.4 In order to initiate an acting assignment, the employee's immediate
2 supervisor shall, upon assigning an employee to an acting assignment, immediately
3 complete the necessary notification form as provided by the City. Upon notification
4 of an employee placed on acting assignment, the Human Resources Department
5 shall conduct an evaluation to determine the eligibility of the employee assigned to
6 the acting assignment in accordance with this article.
-42
City Union
CAMy Dur-ument.'MFSCMk7AFSCWE�200112AFSCME 1907 CONTRACT WORKING 2001.dnr.
Date
0— 343
Alyand Union Proposal
No Change
1 ARTICLE 22
2 REST/I_ MCH PERIODS
3 22.1 All employees' work schedules shall provide for a fifteen minute rest
4 period during each four Jhour work period.
5 22.2 Employees who do not -take a rest period due to work conditions or by
6 personal choice may not lengthen lunch periods, cover an employee's Iate arrival or
7 early departure, nor may it be regarded as cumulative if it is not taken. .
8 22.3 Employee lunch periods are not compensated by the City and
9 therefore may not cover an employee's rest period, late arrival or early departure.
10
-43.
Cityunion G Date -3//9
02,—
C
.Dat•—cl:t. MFSCMEMFSCME1200112AFSCME 1907 CONMACT WORKING 2001.dor
02- 343
City Proposal
03/19/02
1 ARTICLE 23
2 LINE OF DUTY INJURIES
4 23.1 Effective as soon as administratively feasible after ratification, the
5 Rarties a ee the City will pay the state mandated workers' com ensation
6 indemnity a ents to eligible bar ainin unit members as a check se crate from
7 any other sale to which a bar ainin it member mgy be entitled. The
8 bargaining unit member agrees to sigii this workers' com ensation check back to
9 the City. The City will also issue a second check to the employee which will consist
10 of an amount a ual to the workers' cam ensation RayMent and the suRplementa
11 sa lary as set out and subject to the limitations below. After those deductions with
12 mandated reference under federal law, the City allees to take deductions and/or
13 credits from this second paycheck in, the following order: workers' compensation*,
14 Rension, health insurance and any other deductions. The Rarties agree that this
15 Rrocess is intended to provide the employee with these Paychecks without
16 interruntion:
17
23.,2 .,_Should the bargaining
unit member refuse to return the
workers'
18
compensation check to the City, the City
shall cease making any deductions for the
19
employee from the second check for Dqnsion, health insurance, etc.
and the
20
bargaining unit m mber shall then
bg co let 1 e'b a for
those
21
RaMents on his /her own until the
Mployee glects to ijarticipate in the
a c e
22 system described above in Section 23.1.
23
Citv_�r�� Union� 4??� Date
Q:V.ABOR_REbITIONS\-SIIAREEM.,tA Union Cur4trur•tr4tFscmF. 1907MESCMF 1907 - Final - Marked.dar 02— 3 4
0' 0
1 '
2
ie
3 23.2-AT—he City agrees that any employee covered under this labor
4 agreement who is disabled as the result of an accident, injury or occupational
5 disease incurred in the line of duty shall be graMed eligible for a supplementary
6 salaMng conditions. Supplementary salary will be paid in the
7 farm of a continuation of the em 10 ee's re lar a e eck of which a part thereof is
8 workers` compensation
9 .fellew4ag eenditiens. Pursuant to the above manner of payment the.City will meet
10 its obligations to the state and to the em to ee and the em Io ee avoids creating a
I1 debt to the City for Rensiog health insurance or, other deductions. If the City is
12 unable to im lement this Progjam as set out above the parties agrge to meet to
13 devise another s stem that will accom lish the same goals.
14 23.4 No supplementary salary will be paid to anyone injured while
15 performing an act intended to injure or hurt one's self or another. Supplementary
16 salary shall only be granted for a period of one hundred and fifty (150) consecutive
17 days from date of injury, however, said supplementary salary may be extended for
18 an additional sixty (60) consecutive days for serious injuries upon approval of the
19 City Manager or his/her designee.
20 23.4D Full-time Civil Service employees who have permanent status with
21 the City as of September 30, 1981, shall receive supplementary pay in aeeeFdeaee
22 with the effAsting preetie.wJ to thew k r' WIRReLigation benefits
-�15-
City Union ems' Date O'-_
0:\LABOI_REL1TIONS\_SIIARED",14r1 Union Cunflal-A'WSCME 1907\AFSCME 1907- Fmd - Marked,&!- O o 3,43,
1 with the effistififf pr-aeti when added t_ o� orkers' compensation benefits
2 shall not exceed 100% of the em to ee's weekly.PAY Rrior to the line of duty in'u
3 accident or occu ational disease for the 13eriod of entitlement to full suRplemenj=
4 p"
5 23.46 All other employees and Civil Service employees hired subsequent to
6 September 30, 1981, shall be eligible for supplementary pay and workers'
7 compensation pay to the extent that the total of such benefits shall not exceed
8 eighty (80) percent of the employee's weekly pay prior to the line of duty injury,
9 accident, or occupational disease. This benefit shall take effect only after the
10 employee has been disabled for a period in excess of seven (T) calendar days.
11 23.7 If an employee remains temporarily disabled beyond the period of
12 time in which he is entitled to collect the 100016180% supplementaLrY RaYbenefits he
13 shall be entitled to suRDlementary pay equal to 213 "D" vayments for the additional
14 period of his temporary disability pursuant to current practices.
15
23.8
If an employee becomes
Permanently
and totally-inca acitated for
16
the further
performance of the duties of his cigggified
position he shall petition the
17
retirement
board for retirement. The
sUMlementary
salary of the 213 "D" - as
18
described above, shall continue until the
retirement is
granted or denied,
19
23.9
At any time during his absence frM duty claimed to be the result Qf a
20
line f dMty
i 'u wile an em to ee
i collecting
Cit s e e
21
em to ee shall be re uired uRgn the re
guest of the City
Manager,or his designee,
22 to submit to a h ici n designated b the Cit Mang er
-46-
City Union s Date -31111?
Q:vABoR_RF.LAT10NS%_SfIAR8L7" Union ContrarzAAFSCMF 19074IFSCME 1907 - Final - Marked.drx' 02— 43
I within fifteen da s of the rectuest. If such emplovee, without cause. as determined
2 by the CitYA—anager, shall fail to submit to the exaurination at the times cified
3 all Cit. su Iementa salg_M benefits will be terminated.
4
23.5
5
6
S
,
9
22.6
10
11 A44ami,
the
agree
that
the
parties
attemey sha4l reeeive
a token fee fe*, his pre&enee
12
13 23.-710 Nothing in this Article shall be construed as a waiver of the City's
14 rights under applicable State law.
15 23:11 Effective October 1, 1993 any condition or impairment of health
16 suffered by employees in the classification of Identification Technician caused by
17 Acquired Immunity Deficiency Syndrome (AIDS), Hepatitis, Pulmonary
18 Tuberculosis, or Meningococcal Meningitis shall be presumed to have been
19 accidental and to have been suffered in the line of duty unless the contrary be
20 shown by satisfactory evidence. Employees either currently in the classification or
21 promoted or hired into the classification of Identification Technician who refuses to
22 take a medical examination and all of its components relating to the presumptions
r -47-
Ckv Unian ! �G
Date U�
Q.,VABOR_REI.ATIONS`SIIAREDkAAM Union C..ararttWSCME 190AAFSCME 1907- Fina! - Marked.doc
() -- 343
I within this article, shall not be entitled to the presumption outlined in this section
2 and Florida Statutes 112.18.
3 The presumption in favor of employees referred to in this section
4 shall not apply to any other contagious diseases which may be contracted by
5 employees. Furthermore, the presumption shall only be applicable to worker's
6 compensation and disability pension benefit determinations. Nothing in this
7 section shall be construed as a waiver of the City's rights under applicable state
8 law.
0
-as-
Ciry Unian �� Date 3 �•-
Q:1IABOR_RELATIONS\-SIIARE!)41M Union CfPntractjmFSCME 190741 FSCME 1907 -Final - Marked.doc �� 313
•
ARTICLE 24
WAGES
City Proposal
sal
03/19/02
3 24.1 Effective the first full pay R%riod following the dates indicated below
4 barggining bargainingunit employees will receive an across-the-board wage increase which has
5 been based on increases in the U.S. Consumer Price Index for All Wa es Earners
d CPI -W from the third guarter of 1999 to the third guarter of 2000 for the A ril
7 2002 wage_ increase ffrom the third-quarter of 2000 to the third guarter of 2001 for
8 the October 2002 wa a increaseplus one Rgreentage Rgint more for each wage
9 increase as a means of reca tuTing Rast wa a increases which have been below the
10 CPI -W, Based on this formula the wa a increases have been calculated as £eIlows:
11 CPI -W Catch -Un Total
12
13 Aril 1 2002 3.5% Rlus 1% = 4.5%
14
15 October 1 2002 2.6% plus 1% ^ 3.6%
16
17 Effective the first full pay -period following the dates indicated h2low.
18 bargaining unit em to ees will . -receive an a rocs -t a -board wan-- inc as as
19 fol ws:
20 October 1.2003 2%
21 April 1. 2004 2%
22
23
24 eehedule, any ftd�metmeat will he eff-eetive on the fimt dW 09 the first full pay
25
-49-
City Union & Date 3 IO2_
Q:V 48OR_REL4T10NS_SNAREMtAA Union Cuntra,-,AAFSCME 19OMFSCME 1907 - Pint • Marked.der•
02— 343
•
•
1 , 1998 0%
2 ,
3 , 2000
4 In return for the Union's agreement for a three (3) year agreement,
5 the following will apply: Management will not layoff bargaining unit employees for
6 the life of this Agreement
7 Before a permanent bargaining unit member is laid off, the employee
8 shall have the opportunity to fill any position held by a temporary employee,
9 provided the bargaining unit member meets the minimum requirements set forth in
10 the job description. In such cases, the temporary employee shall be displaced.
11 In the event the City's fiscal ability to maintain permanent
12 bargaining unit employees on the active payroll deteriorates, management will
13 promptly notify the Union. The parties to this contract shall meet and negotiate if
14 a reduction in force is to be implemented for the bargaining unit.
15 Effective October 1, 1998, bargaining unit employees hired on or after
16 October 1, 1998 may be laid off in accordance with Civil Service Rules and
17 Regulations and/or applicable City policies.
18 24.2 Employees shall upon retirement (all kinds, including vesting),
19 receive a retroactive salary increase of five percent (5%) for the employee's last or
20 highest one (1) year's salary.
21 24.3 The papties agree there -will be a 25% mduet4ea in all baFgainiag unit
22 .
23 Garreat employees will be graad&thered iste the emisting pay plan
24 ,
25. Feelassifieetiens, w tes, ete.
Union 40'y--
-50-
Date d L
QUI ISOR_RE1ATlONS\_SIIAREDAA,I Union Cunt►arts\AFSCME 19074tFSCME 1907 - Final - Marked.dor J�
o2- 4 3
1 ,
2 eighth p" step in the seeend t4er ef the two (2) tier p" plea. FeFmff
3
4
S b -138P- Ifie?aFly rate- the eBV!e"e e&Fned, with ne n-d-ae-tieffis- i -M. pay, at time
6 this
7
8 apeesteinepeasethe2ifityRs 1 4MV SOP CAP thA MAP! and Trier -2 pay plan by
9
10 to ineWde a five (6%) pepeent 17-1 ye 9 3: 1 - Hgevity step te the Tiep 2 p" plan.
11 24.35- All changes in salary for reasons of promotion, demotion, merit
12 increase, , working out of class or longevity increases,
13 shall be effective the first day of the payroll period following the effective date of the
14 change.
15 Employees hired into a classified Civil Service position shall have
16 their date of hire changed to reflect their commencement as a classified Civil
17 Service position and shall satisfactorily serve a probationary period of one (1) year
18 commencing with the date of entry into a permanently budgeted classification and
19 prior to gaining permanent status in the classified service.
20 24.46 A night shift differential of $.60 per hour will be paid to bargaining
21 unit employees who work a regular established shift between the hours of 6:00 p.m.
22 and 8:00 a.m. However, more than one-half of the hours of the regular established
23 shift must be within the hours of 6:00 p.m. and 8:00 a.m. Night shift differential
24 will only be paid for hours actually worked during the night shift differential period
25 and will not be paid for any overtime hours. Night shift differential shall not be
26 used in calculating average earnings for pension purposes.
•51 -
City � Union V-
Date 3 za 14r?
Q.VABnR_RE,1.G1T1DNA_SNARED AA,I Union C(uururl.+' AFSCME IOOAAFSCME 1907 - Final - Markg jdr)(-
�2� 34�
•
0
1 24.5 Employees shall receive no additional pay supplements except as are
2 specifically provided by this Agreement. Any pay supplements provided by this
3 Agreement shall not be used in calculating average earnings for pension purposes.
4 Only those employees holding permanent status within the
5 occupation of Heavy Equipment Mechanic and who are permanently assigned to the
6 Fire Garage shall receive a 7 1/2% pay supplement added to their base rate of pay
7 should they be continually assigned to on-call rotation. Said pay supplement shall
8 be deemed to fully satisfy any on-call pay obligation which might be construed to
9 exist under the Fair Labor Standards Act.
10 Effective the first full pay period following October 1, 1998, those
11 employees within the occupation of Communications Operator who are actively
12 assigned the duty of training new Communications Operators shall be entitled to
13 receive a five (5%) percent per pay period pay supplement for the actual full pay
14 period they are assigned in a training capacity by their supervisor.
15 Should the City feel the need to have an audit performed for the
16 purpose of determining whether a separate training occupation is desirable, the
17 City may discontinue this plus item and assign said duties to the person or persons
18 holding said Communications Operator Trainer classification.
19 Effective the first full Ray 12eriod following ratification of the labor
20 a eement all P lice ommunications O er tors Co u ica 'o s erator
21 5upervisors and ommunications Assistants assigned to Police Communicatons
22 ehall receive a 5% pay supplement if the &plployee holds and maintgjU,s.tbt duality
23 Assurance Proficie rating in accordance with Police Standards fo a
24 Reriod of three !3) months.
25 Effective the first Lull_ Ray_ period following ratification of the labo
26 agreement all Fire Communications O erators mm ni ations e r
City Union L''�� Date
Q:1L BOR_RECr1T1ONS\_S1IARED L4,1 Union Cuntrue.j.v\A 'SCME 1907v1FSCME 1907 - Fina! - Marked.dar 02— 343
I Su eiyisors and the Communications Center Su ervisor ass' ed to Fire
2 Communications shall receive a % suRplement if the em to ee holds the
3 National Ac dem of EmeMency Medical DiER atcher (NA h codification
4 accordance with the Fire De artmentstandards.
5 All employees specified above, shall receive the QAP or NAEMD „may
6 u on ratification of the contract as set out above. Should any em to ee s ecified
7 above fail to maintain his/her rating or the NAEMD certification the
8 supplementalY Rayshall. cease. LJRon re-aualiftWg for the AP rating and
9 thereafter maintainin the QAE rating fora Mriod of three 3 months the
10 em to ee shall again receive the QAR Ray. U on re:gualifAn
g and thereafter
11 maintaining the NAEMD certification the emplovee shall again receive the
12 NAEMD pay. In no instance shall Anv individual receive both QAP and NAEMD
13 12ay supplements ass ecified herein at the same time.
14 Effective the fi16-1—full a eriod following ratification of the labor
15 a Bement Fire Garage Mechanics and Supervisors who obtain Emergency Vehicle
16 Technicians certificates shall receive.a 1% a su lement for every two 2
17 licenses that mechanics and suRgrvisors obtain MR to a maximum of 5%.
18 24.fl$ Employees shall become eligible for longevity increases based upon
19 their most recent date of hire into the classified service; provided, however, that
20 when the employee is not in a full pay status, it shall cause the effective date of the
'21 increase to be deferred by the same number of work ealeada,days. This provision
22 shall apply to employees who attain ten (10), or fifteen (15) years of continuous
23 classified service on or after January 1, 1984.
24 46418wing Geteber 1, 1991, & twentY (20) Yeai- leageviV step -shall be established
25 all---eEmployees who have completed twenty (20) and tEeMtZ=e 2 V,years of
26 * iv r
City -53
Union
Q; ILABQR_REt11T1oYi\_S1t,1REDV1,,1A Union Contrart.+WSCME 1907AAFSC.ME 1907 - Fina! - Marked.do c n 343
1
2 continuous classified service with the City ty steR of 5% for
3 each. r
a twelve (12) and4 eighteen (18) yeat- fWe pemeat (5%) leagevity step &hall be est-sh-1-i-elfied-4-a the seeend
5
6
eighteen(18) yeapa AI: P.A:R*i:R43A elaasified-seF*iee with the City. Eff-eeti-ve the fit -
7 , a sixteen (16) wad twenty one (21) Yeff
8 lengev4ty. half step of 2.5 pemeat eaeh,
9 all ,Employees who have completed sixteen (16) twenty ene '`"` years of
10 continuous classified service with the City shall receive a longevity step of 2 Ih%,
11 Effective the first fullyav 1eriod following ratification of the labor agreement
12 em to ees who have com leted twenty-two 22 ears of continuous classified
13 service with the Cit shall receive a longevity ste of 2 Ih%. All longevity increases
14 shall be granted consistent with the directed award issued on AFSCME Grievance
15 #6-89.
16 24.79 Bargaining unit employees who are hired on or after October 1, 1984
17 shall satisfactorily serve a probationary period of one year prior to gaining
18 permanent status in the classified service.
19 24.840 Any bargaining unit employee, upon normal retirement from City
20 service, or separating under honorable conditions, who has served for a period of
21 twenty-five (25) years e€ -gr more, shall be granted, at the time of his normal
22 retirement or honorable separation one hundred seventy-three and three tenths
23 (173.3) hours of pay.
24 24.944-- As part and in consideration of benefits provided in this Agreement to
25 the Union and the Union's good faith effort to cooperate with the City to increase
-54-_—L—
City Union 4:2L __ Dare
Q:\LABOR_REIUITIONS�_SIIARED%W Union Contrart.%MFSCME 190AAFSCME 1907- Final - Marked dw- 02— 4
•
•
1 the efficiency of the City, the City hereby makes a good faith representation to the
2 Union that it will be able to fund this Agreement.
3 The City hereby lmowingly, intelligently and unequivocally waives
4 its right not to fund any year of this Agreement. The only exception to this waiver
5 is in the case of a "true fiscal emergency" which is unanticipated at this time.
6 In order for the City to establish a "true fiscal emergency" so as to
7 lawfully not fund any year or years of this Agreement, the City must demonstrate
8 that there is no other reasonable alternative means of appropriating monies to fund
9 the -Agreement for that year or years.
10 Notwithstanding any other article of this Collective Bargaining
11 Agreement, the City hereby specifically agrees that any disputes concerning the
12 application or interpretation of the funding of the contract will be resolved through
13 the grievance arbitration procedure of this Agreement.
14 If an arbitrator determines that the City has breached its funding
15 requirements under this Agreement, the parries jointly confer upon the arbitrator
16 jurisdiction to order the City to appropriate the necessary monies to fund the
17 - Agreement. This also applies to any enforcement proceeding under Chapter 682,
18 Florida Statutes.
19 This article applies to any status quo period following the expiration of
20 this contract.
21
22
23
24
li�Q-55-
CityUnion CXe, Date
Qr11.ABOR_REL4TIONSLS.LIAREOM1AA4 Union Conrral-AWSCME 1907TAFSCME 1907 - Final - Mar&d.drx• (� �� l
0 2 " 3 `�i 3
City and Union Proposal
No Change
1 ARTICLE 25
2 JOB BASIS
3 25.1 Those classifications .listed in Appendix A with a Job Basis
4 designation are considered salaried employees and exempt from coverage under the
5 Fair Labor Standards Act which precludes eligibility for overtime.
6 25.2 Job basis employees are expected to work a minimum of eighty (80)
7 hours per pay period plus any additional time over and above the normal eighty
8 (80) hour pay period that is needed to properly perform the duties of the position.
9 Use of vacation and sick leave earned personal leave are to be properly recorded
10 when used. Job basis leave may not be used as a substitute for sick leave. Time
11 worked in excess of the normal eighty (80) hour pay period shall not be
12 compensated nor credited in any way. However, when time is taken off under this
13 provision, it is required that such time taken be recorded as JBL.
14 25.3 Requests for time off by job basis employees shall be considered on an
15 individual basis consistent with the needs of the City and the performance record of
16 the employee, and approval shall not be unreasonably withheld.
17 25.4 Job basis leave shall not be utilized in units of more than one (1)
18 week unless authorized by the City Manager.
Ciry
Union !iY%--
SM
Date
CAM v Duru»lenv\AFSCMLM FSCULVOO NAFSCME 1907 CONTRACT WORKING 200I.dar
02- 343
i
Oy and Union Proposal
No Change
1 ARTICLE 26
2 OVER COMPEN3 TORY TIME
3 26.1 All authorized work in excess of an eligible employee's normal work
4 week shall be considered overtime work. Eligible employees shall not perform any
5 work prior to their normal work hours, during their lunch hour, or after their
6.. normal work hours unless specifically authorized by a management supervisor.
.7 26.2 Eligible employees performing compensable overtime work shall, at
8 their discretion, be paid time and one-half at their regular hourly rate of pay or
9 shall be given scheduled compensatory time off at the rate of time and one-half for
.10 such work. Compensatory time off shall be taken in not Iess than one half (1/2)
11 hour increments. This overtime rate shall be all inclusive and no additional
12 overtime pay shall be paid to those employees working a holiday.
13 26.3 The maximum accumulation of compensatory time hours is one
14 hundred (100) hours. If an employee takes compensatory time off, the hours in his
15 bank shall be appropriately reduced by such time off. If an employee leaves the
16 service of the City and cashes in his compensatory leave bank, the hours therein
17 shall be valuated on the basis of the employee's regular rate of pay. The rate of pay
18 shall not be less than the higher of the employee's final regular rate of pay or the
19 average regular rate of pay during the last three (3) years of employment.
20 26.4 Employees covered by this Agreement who are appointed to job
21 basis/exempt classifications and who have compensatory time banked, shall at time
22 of such appointment be paid for all compensatory time at their rate of pay prior to
23 such appointment.
Union
-57-
CWvDrarumrntY\AFSCMEkl FSCME�20D112AFSCUE1907CONTRACTWORKING200I.dm-
Date 2/lIs
f -An
02-- 343
Pity and Union Proposal
03/19/02
1
2 ARTICLE 27
3 GROUP INSURANCE
4 27.1 The City agrees to pay $8.08 per eligible bargaining unit member per
5 pay period to the union to provide the r`i' -'s ~{ life insurance
6 coverage and accidental death and dismemberment coverage of $35.000.00 within
7 sixty (60) days or less after ratification uRon termination of the existing life
8 insurance contract. This nolicv must be made available to all bargaining unit
9 members. $4&;
10
11 $
12 27.2 Group health premiums will be paid by the bargaining unit employee
13 with pre-tax dollars. Effective the first full nay period following ratification of the
14 labor agreement -Bbargaining unit employees who elect the Dual Choice Point of
15 Service) MedicalNision health plan shall contribute $2:00 $19.00 bi-weekly
16 toward single health coverage ineluding Eleata4 and and $100:8 $100.00 bi-
17 weekly toward family _health coverage ' . Effective the
18 first full Ray „period following the dates indicated below, -bargaining unit employees
19 who elect the Dual Choice Point of Service MedicalNision heAlth RIAA shall
20 contribute bi-weeklytoward their health coverage as indicated.
21 Single CoygXne Family Coverage
22 January 1.2003: $20.90 bi-weekly $110.00_bi-weekly
23 January 1.2004: $.22.99 bi-weekly $121.0.0_bi-weekly
24
25 27.3 Effective the first full gay period_ following ratification of the labor
26 agreement $bargaining unit employees electing the City's HMO Medica]/Vision
-58-
City � Union �L Date
Q:1L480R RELATIONS\ SNARED\AAA Union ContrartAAMME 1902\AFSCME 1907 - Final - Marked doc
02- 243
I health plan shall contribute $11.006.50 bi-weekly toward single health coverage
2 and $egg 44:0 bi-weekly toward family health
3 coverage ' . Effective the first full pay period following
4 jh_edjjtes indicated below barainin unit em 1 ees who elect the Cit s HMO
S MedicaWision health plan shall contribute bi-weeklytoward their health
6 coverage m- indicated.
7 S' le Cover"e, Family Coverage
8 Januaxx 1 2003: $7.15 bi-weekly$48.40 bi-weekly
9 January L 2004: $7.87 bi-weekl 53.24 bi-weekly
10
11 27.4 Effective the first full Ray period followin ratification of the labor
12 a eement bar -pain . nunit empigyees electing the Cit3fs Dual, Choice(Point of
13 Service MedieaMsio ental health plan shall contribut 25.12 bi-weekly
14 toward sin le health covers and 115.32 bi-weeklytoward family health
15 coverage. Effective (weber-1,�� the first full Ray Deriodfollowing ratification of
16 the labor agreement, any increases in dental erg premiums will be added to
17 the employee premium payment. Employees retain the option to opt out of dental
18 and coverage.
19 27.5 Effective the first fullRaY Reriod folloming_ratification of the I&bggr
20 a e nt bar'i unit employmes electing Lh-q CjWs
21 MediCAMILdionMental.,ea Rlan shall o ribu 912.62 b` -wee
k-ly toward
22 sin le bAalth covagyne and --U-9,32 bi-w e "wrd fama'1 health Myeram_
23 Effective tbg first fullRay pgriodfollowing ratification of the labor
24 increa a in dental w--w-ill be added the eMp
lgyegt,
25 Employees retain the option to_opt out of denfaI coverage.
-59-
city Union Cir „r
C."My Dt'rumen',M FSCME4A FSCMWOOAZA FSCME 1907 CONTRACT WORKING 2ool.doe
Date�O
02- 343
•
•
1 Effective Jul L.2002,
bgrg-aining
unit employee's co- a s for health
2 coverage shall be ass ecified below:
3
HMO
Dual Choice Point of Service
4 Pharmacy (GenericlBrand):
$10/$10
$10/$20
5 Office Visit Copay:
10
20
0
7 27.6 Effective thirtv (30A- days following ratification of the labor
8 a eement the infertility rider will no longer be in effect.
9 27.57 Plan design and all plan benefits shall be those outlined within the
10 employees benefits handbook and shall not be changed without mutual agreement
11 of the City and the Union.
12 27.-68 A standing committee will be created called the Health Insurance
13 Committee. It shall be made up of five (a) City of Miami employees, one member
14 appointed by the IAFF, one member appointed by AFSCME, two members
15 appointed by the City Manager and one picked by mutual agreement of the IAFF,
16 AFSCME and the City Manager. The Group Benefits Administrator shall serve as
17 a technical advisor to the committee, but will not be a member nor have a vote.
18 The committee shall meet monthly or as needed to review employee
19 complaints, suggestions, etc. The committee shall have the authority by majority
20 vote, to remedy situations concerning claims, so long as the decision. does not
21 change the current benefits. The committee may make recommendations on benefit
22 changes that would save the plan(s) money, to the City and the Union for
23 immediate consideration of the parties.
24 The committee is intended to reduce the need for the grievance
25 procedure and to suggest new ideas in providing a better and more efficient health
26 insurance system. The parties agree, however, that employees bringing complaints
-60-
7gL)City Union Date ��--
CAHy Dorumentsu4FSCMEWFSCME\ZOOAZAFSCME 1907 CONTRACT WORKING 2001.d" 343
0
I to the committee shall be entitled to use the grievance procedure if the committee's
2 remedy, if any, is not satisfactory to the employee.
3 27.49 The City shall continue to make available to the Union a payroll
4 deduction slot to purchase local Union sponsored insurance programs.
5 Upon receipt of appropriate authorization from employees, the City
6 will make the designated deductions and forward monies to the Union. The City
7 shall deduct from that remittance an amount for the cost of these deductions. The
8 amount will be calculated at two cents (29) for each employee deduction, each
9 payroll period, and ten cents (100) for each addition, deletion, or modification to the
10 individual deduction. The Union shall indemnify and hold the City, its officers,
11 officials, agents and employees harmless against any claim, demand, suit or
12 liability and for all legal costs arising from any action taken or not taken by the
13 City, its officials, agents and employees .in executing this activity. The Labor
14 Relations Officer will advise the Union of the deduction procedures that will be
15 followed in the implementation and administration of this activity.
-61-
City Union Date
—4WO
C:VNy Dorumen"V\AFSCME\AFSCM612001VAFSCM$1907 CONTRACT WORKING 2001.doe 02-
343
•
My and Union Proposal
I ARTICLE 28
2 SAFETY SHOES AND PERSONAL EQMPMENT
3 28.1 In those classifications where the employer requires that the
4 employee wear safety shoes, the employer shall, effective the first full pay ueriod
5 following ratific tion of the labor agreement, issue allowance in the amount of
b $75.00 $50.00 for the purchase of an initial pair of safety shoes.
7 28.2 When, due to wear and tear or accidental job destruction, a
8 replacement pair of shoes is required, the City will grant up to an additional 75.QQ
9 $50.00 for the purchase of another pair of safety shoes.
10 This additional $75.00 $59.08 shall only be provided when the worn
11 out or damaged pair of shoes is turned into the Department. The Department
12 Director, or his designee, shall determine when, in his judgment, a pair of safety
13 shoes shall be issued on the basis of need and not on an automatic basis.
14 Management reserves the right to provide safety shoes directly to the employee in
15 lieu of the approval provisions.
16 28.3 Employees in those classifications required to wear safety shoes shall
17 be subject to the loss of a day's pay for each day that the employee reports to work
18 not wearing the required safety shoes. Action under this section shall not be
19 grievable under the Grievance Procedure or appealable to the Civil Service Board.
20 If a medical waiver is obtained stating that the employee is unable to wear safety
21 shoes, then the penalty stated above is not applicable.
22 28.4 Safety shoes provided by the employer shall not be worn by the
23 employee when the employee is off duty.
24 28.5 City furnished equipment where required by the employer will be
25 replaced when worn out or damaged only if the employee returns the worn out or
26 damaged equipment to the Department. This includes, but is not limited to, gloves,
-62- 3 —
—&4lCity Union �� Date _____�_
C.-Wy Mcument.sMFSCME�AFSCMEVOO1\2AFSCME 1907 CONTRACT WORKING 2001.doc
02- 343
•
•
1 boots, foul weather gear and other equipment. A bargaining unit employee shall
2 reimburse the City for the repair or current replacement cost of lost, stolen, or
3 damaged City equipment when the employee's carelessness and/or negligence
4 results in the loss, theft, or damage bf.the equipment.
5 28.6 Employees shall be advised of shoe models which conform to City
6 standards. The shoe allowance authorized by this Article shall only be paid where
7 an employee purchases a pair of safety shoes whose quality is certified as acceptable
S by Management.
-63-
City
Union6s11G Date �41?�
C.1My Dix•umen1.MFSCM"FSCMR+200112AFSCMR 1907 CONTRACT WORKING 2001.doe
a2^ 343
NY and Union Proposal
No Change
1 ARTICLE 29
2 TOOL ALLO ANCE
3 29.1 The City agrees to pay a quarterly tool allowance for Automotive
4 Mechanic, Heavy Equipment Mechanics and Auto Body Worker/Painter in the
5 amount of eighty-five ($85.00) dollars quarterly. Such tool allowance will be paid to
6 the employee within the first fifteen (15) days after the close of the quarter.
7 29.2 Mechanics' tools, which are stolen due to vandalism or forced entry
8 upon the employer's property, will be replaced upon proof of a police report and an
9 itemized list of the tools stolen.
10 29.3 The Department Director or his designee shall have the sole right to
11 develop or redevelop a basic minimum tool list which employees must have to be
12 hired in the various trades' classifications. The Department Director may grant a
13 reasonable length of time for any employee to acquire additional tools to meet the
14 basic minimum tool allowance inventory. Employees whose tool inventory does not
15 meet the minimum or drops below the basic minimum tool list inventory, shall not
16 receive a tool allowance. Tools may not be loaned to meet the basic inventory tool
17 list.
18 29.4 The Department Director, or his designee, shall provide a required
19 minimum list of tools for Automobile Mechanic & Motorcycle Mechanic, Heavy
20 Equipment Mechanic, Maintenance Mechanic, Auto Body & Painter, Welder,
21 Machinist, Mason, Carpenter, Electrician, Lineman, Plumber, Painter, A.C.
22 Mechanic, Sign Painter, Communication Technician, or any other classification not
23 listed that the Department Director may feel is necessary to add.
24 29.5 The affected employees within the above -listed classifications shall
25 submit an inventory of all their personal tools, make and model to their immediate
Union_
SSE
C My Doi-umentAAFSCMEIAFSCME�20O112AFSCME 1907 CONTRACT WORKING 2001.d"
Date
02- 343
I supervisor outside the bargaining unit who will verify the list. The employee will
2 maintain a copy and a copy will be filed in the Division Office. This list shall be
3 periodically checked and updated. The City shall replace broken, stolen, and worn
4 out tools upon request and confirmation that the broken, stolen,'or worn out tool
5 was on the . recorded inventory. This replacement policy does not apply to the
6 classifications receiving the eighty-five ($85.00) dollars quarterly tool allowance.
7 Submission of the inventory list of tools in excess of the basic minimum tool list
8 shall be completed within sixty (60) days after ratification of this Agreement.
City? -65-
Union_�_ ,__ Date 3 /
C -WY Dormmental,4FSCMEMFSCMMOOAZAFSCME 1907 CONTRACT WORKING 2001,doc
02- 343
L�
ty and Union Proposal
1 ARTICLE 30
2 T[JITIU REE
VIBURSEMENT
3 30.1 It is agreed between the parties that the tuition reimbursement
4 program is designed to encourage City employees to improve their job performance
5 and increase their value to the City by pursuing courses of study related to their job
6 duties at Miami -Dade County educational institutions. The policy governing the
7 tuition reimbursement program is intended to be flexible, with broad discretion for
8 approval reserved to the Department Director and the City Manager so as to insure
9 on-the-job effectiveness of City employees. Effective October 1, 1998, tuition
10 reimbursement shall not be subject to budgetary constraints.
11 30.2 Any full-time, permanent City employee shall be eligible to
12 participate in the Tuition Reimbursement Program.
13 30.3 All course work must be taken at or from an accredited college,
14 university or educational institution approved by the City Manager or the Labor
15 Relations Officer. Course work taken under provisions of this Article must be
16 directly related to the employee's job duties. Class attendance will be on the
17 employee's own time -unless otherwise noted in the course announcement and
18 authorized by the City Manager or the Labor Relations Officer.
19 30.4 Effective u on ratification reimbursement will be
20 limited to books -lab fees, and straigIA tuition costs up to a maximum of $1,000.00
21 $600.00 per calr year. Beeks, ineidental fees,
22
23 30.5 To be eligible for reimbursement, the employee must successfully
24 complete the course work and provide evidence of successful completion to the City.
25 Successful completion must be evidenced by a grade of "C" or better.
-66-
Ciry
C.-Wy Dr.wanwniMFSCMEIAFSCME1200112AFSCME 1907 CONTRACT WORKING 2001.doc
Date
02- 343
1 30.6 Procedures for reimbursement will be as follows:
2 A. The employee must obtain three (3) copies of the Application for
3 Tuition Reimbursement form for each course from his department or
4 the Human Resources Department.
5 B. The employee must complete the application in triplicate and submit
6 it to his Department Director prior to registration at the education
7 institution.
8 C. The Department Director will then review the application and if
9 approved forward the original and one copy to the Human Resources
10 Department. If the application is not disapproved, it is then returned
11 to the employee by the Department Director.
12 D. The Human Resources Department has the authority to approve or
13 not disapprove the application, and applications not approved will be
14 returned to the Department Director with the reason for rejection
15 noted thereon.
16 30.7 In the event the employee resigns or is terminated from the City
17 within one (1) year following completion of the course(s) for which City funds have
18 been expended, the amount of tuition reimbursement paid to the employee will be
19 reimbursed to the City by the employee upon his termination from the City through
20 a deduction from his final paycheck.
21 30.8 Upon completion of the course work, the employee must submit his
22 semester grade report together with the tuition fee receipt to his Department
23 Director. The Department Director will submit the approved application for tuition
24 reimbursement along with the employee's semester grade report to the Finance
25 Department who shall then reimburse the employee for the City's share of the
26 tuition reimbursement. The employee's Department Director will advise the
Ciry l Union -67-
Ltd Date 3 /q
C"WY DOCUMRAMFSCM-CIAFSCML2e01 %2AFSCMK 1907 CONTRACT WORKING 2001.dgr
02- 343
1
Human Resources Department of the employee's satisfactory completion of the
2 course.
City
Union_ 4
-68-
CAMy Document%MFSCME�AFSCME\200112AFSCME 1907 CONTRACT WORKING 2001.d"
Date 3 /`
02- 343
• C0and Union Proposal
No Change
1 ARTICLE 3Y
2 CALL BACK PAY
3 31.1 Any employee eligible for overtime shall, if recalled to duty during
4 off-duty hours, receive a minimum of -three (3) hours plus one (1) hour travel time,
5 paid at the overtime rate. The parties agree that call-back hours shall not be used
6 in the computation of arriving at average earnings for purposes of establishing
7 pension benefits.
8 31.2 It is not the intent of this Article or any other Article of this
9 Agreement to provide pay for an employee out on M time or workers compensation
10 to receive call-back pay, overtime pay or straight time pay for taking the required
11 physical before said employee may be released to return to work.
-d9-
CiryUnion _d_00`G Date 3 a—L_
C.'1My DOcur ,-nIMFSCME4AFSCMLVOOA2-4FSCME 1907 CONTRACT WORKING 2001.doc
02-- 343
_J
fty and Union Proposal
1 ARTICLE 32
2 JURY DUTY/COURT APPEARANCE
3 32.1 Employees serving on jury duty shall be carried "JD" (Jury Duty) for
4 actual -working time lost when called to serve on jury duty. Such employees shall be
5 paid at their regular hourly rate for all working time lost up to forty (40) hours per
6 week. Employees who work a regular shift between the hours of 11:00 p.m. and
7 7:00 a.m. and who are summoned to jury duty the day preceding their regular shift,
8 shall be carried on leave of absence with pay for their regular shift. All employees
9 released early from jury duty shall report back to work during their regular work
10 schedule or shall forfeit the City compensation for Jury Duty for all hours they are
11 absent.
12 32.2 In consideration of receiving their regular pay, employees called to
13 serve on Jury Duty shall promptly notify their supervisor of the call to Jury Duty.
14 The supervisor shall make a copy of the summons to Jury Duty and forward said
15 copy with the payroll sheets for the week in which the employee is on Jury Duty.
16 Employees who serve as jurors for Federal Court shall have deducted
17 from their paycheck afury duty fee equal to that com ensation paid to the em to eg
18 by the Federal Court in his/her Jurisdiction 99Ay d,.11ars-($40) per day in the payroll
19 period following the week in which the employee was on Jury Duty.
20 Employees who serve as jurors for State and County Court shall not
21 have Jury Duty fees deducted for the first three (3) days of juror service. Employees
22 who serve more than three (3) days of Jury Duty shall have deducted from their
23 paycheck a Jury Duty fee equal to that compensation paid to the employee by the
24 State or County Court in his jurisdiction.
City � Union��ri -70- Date —hq
QALABOR_REIATIONS\--SHAREDVLAA Union ContrartsWSCME 19071AFSCME 1907 - Final - Marked.doc
02— 343
0
•
1 -Any changes by the Courts in the above fees shall be reflected in the
2 employee's paycheck as they occur.
3 Where. Courts provide free parking for jurists, employees will not be
4 reimbursed .for any parking receipts submitted while attending such courts.
5 32.3 Attendance in court in response to legal order or subpoena to appear
6 and testify in private litigation not in connection with -an employee's official duty,
7 but rather as an individual, shall be taken as earned personal Ieave, vacation,
8 compensatory leave, or leave of absence without pay.
9 32.4 When requests for appearances before the Civil Service Board require
10 witnesses, the Civil Service Office shall require that said requests delineate who are
11 character witnesses and who are witnesses testifying as to the incident at hand.
12 Should the number of character witnesses exceed two (2) then a statement from
13 those additional character witnesses shall be submitted to the Civil Service Board
14 stipulating to the character of the employee on appeal before the Civil Service
15 Board.
-71-
Ciry � Union dt Date-3119Z
CWV D,,unie,,A 44FSCMEMFSCME1 OOMAFSCMR 1907CONr'RACrWORKING 2001.doc
42- 343
• Pity and Union Proposal
No Change
6119/01 Agreed
1 ARTICLE 33
2 COMMENDATION PAID LEAVE
3 33.1 A department director,. upon approval by the City Manager, or his
4 designee, may grant up to forty (40) hours of paid leave to any employee whose job
5 performance is of such exemplary or heroic nature as to warrant this special
6 consideration. This Article shall not be subject to the grievance procedure or
7 arbitration.
3
City Union ekEe -72- Date
C.Wy Dceumer lAAFSCME�AF'SCML\20OP2AFSCME 1907 CONTRACT WORKING 2001.dor
02— 343
• Cifand Union Proposal
No Change
1 ARTiCLE.34
2 E3XQ
3 34.1 The City agrees to provide non -assigned parking space for all
4 bargaining unit employees who drive their personal automobiles to work. This
5 parking space will be of no cost to the employee while the employee is on duty. The
6 City will not assume the cost of parking for those employees who may not desire to
7 use the parking space provided by the City. Any questions with regard to employee
8 parking shall be reviewed and a determination made by the Labor Relations Officer
.9 and shall be final and binding.
10. 34.2 The Union President will meet and confer with the Labor Relations
11 Officer on parking concerns should the need arise and the Labor Relations Officer
12 will attempt to resolve said concerns consistent with budgetary constraints.
-73-
City Union
CWY D0cuMnU\4FSCM"FSCMZ200A2AFSCME 1907 CONTRACT WORKING 2001.doc
Date3 //47/472_
02- 343
• City Proposal
No Change
6119141 Agreed
1 ARTICLE 35
2 BLOOD DONORS
3 35.1 Employees who volunteer as blood donors to contribute to on-site City
4 supported Blood Donor Organizations as approved by the Labor Relations Officer
5 will be authorized the paid absence necessary to accomplish this purpose. The
6 Blood Donor Organization's personnel will determine what amount of time the
7 donor will need from the point of donation till they are released to go back to work.
City
Union ���
-74-
CAMy DocumentsMFSCMEMFSCME�200112AFSCME 1907 CONTRACT WORKING 1001.doc
Date
02— 343
Aand Union Proposal
1 ARTICLE 36
2 VACATION
3 36.1 ' Vacations shall be taken by the last payroll period of the calendar
4 year in which the vacation was credited. Effective upon_ ratification of the labor
5 agreement Getaber 1; 1993, employees :shall be allowed to carryover two hundred
6 200 hours of the previous year's credited vacation. Any
7 excess vacation over the two hundred (200) one'--- &ed fi#-- ( 50) hours allowed
8 carryover shall be forfeited. after January 181. Employees who have been carried on
9 full disability the entire previous year shall be paid for all excess vacation over two
10 hundred (200) hours at the rate of pay the employee was
11 earning at the time the employee was placed on full disability. If an employee is
12 unable to take a previously authorized vacation due to cancellation by his
13 Department, any hours in excess of the two hundred 200
14 hours which would have been forfeited shall be paid for at the employee's January
15 1, hourly rate of pay.
16 36.2 Effective January 1, 1987, the maximum accrual of vacation shall be
17 one hundred and sixty (160) hours, provided however, bargaining unit employees
18 with ten (10) years of service but less than fifteen (15) years shall be allowed to
19 accrue one hundred and eighty (180) hours and employees with fifteen (15) years of
20 service or more as of January 1, 2987, shall be allowed to continue the accrual of
21 vacation in accordance with Civil Service Rules and Regulations (Ordinance No.
22 8977). The crediting of vacation leave shall only be allowed upon the completion of
23 the required years of actual continuous service.
City
Union
C:1My DWW"n(AAFSCM"FSCMEV00IVAFSCME 1907 CONTRACT WORKING 2001.d w
Date
02- 343
1 36.3 An employee's annual vacation accrual shall be reduced for leaves of
2 absence without pay and suspensions. The employee's annual vacation accrual
3 shall be reduced on a yearly basis in accordance with the following schedule:
4
5 Work Hours Lost Without Pay Penalty
6 88 thru 176 Hours 1 month annual vacation accrual
7 177 thru 349 Hours 2 months annual vacation accrual
8 350 thru 522 Hours 3 months annual vacation accrual
9 523 thru 695 Hours 4 months annual vacation accrual
10 696 thru 868 Hours 5 months annual vacation accrual
11 869 thru 1041 Hours 6 months annual vacation accrual
12 1042 thru 1214 Hours 7 months annual vacation accrual
13 1215 thru 1387 Hours 8 months annual vacation. accrual
14 1388 thru 1560 Hours 9 months annual vacation accrual
15 1561 thru 1733 Hours 10 months annual vacation accrual
16 1734 thru 1906 Hours 11 months annual vacation accrual
17 1907 thru 2080 Hours 12 months annual vacation accrual
18
19 36.4 Vacation leave must be requested twenty-four (24) hours in advance
20 of use and shall be taken in increments of not less than one (1) hour. Vacation leave
21 may be granted by the Department Director or designee on an emergency basis.
22 Should such request be denied, the employee may only appeal such denial to the
23 City Manager or the Labor Relations Officer. Upon an employee's retirement or
24 separation from City service, the employee will be paid for those vacation hours
25 credited and earned through the employee's separation date.
-76-
City Union Date 3
RAGT —FIA11- 2001 dor
Cr1My Dnrremenls'1AFSCMEWF5CMr1200112AF5CME 1907CQNT
1
2
3
.4
5
6
7
8
9
10
11
12
13
36.5 Effective ja4u -200a,-the vacation balances for bargaining unit
e to ees shall be credited on a one time basis b fourteen 14 hours.
36.6 Effe ive January 20L3, vacation accrual rates for em to ees hired
prior to January 1 1287 shall be increased bfourteen 14 hours.
36.57 Effective lanuary January20 3 eFmployees hired on or after January 1,
1987 shall accrue vacation in accordance with the following schedule:
1 - 5 years - 94 80 hours
6 -10 years - 114 4GQ hours
11 -15 years - 134 IN hours
16 - 20 years - 174 U0 hours
36.8 Sueh—.-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 continuous service.
City Grt�i -77- Union Date 3
jV
C•1My DocunrentMFSCMEMFSCUE1200112AFSCME 1907 CONTRACT' WORKING 2001.dor
02- 343
0
City and Union Proposal
No Change
1 ARTICLE 37
2 SECURITY OPERATIONS
3 37.1 The City and the Union and its officers, agents and members
4 recognize there are assignments within the Miami Police Department where
5 security of information is an absolute necessity. Therefore, the Chief of Police at his
b sole discretion may reject an employee to such assignment within the Miami Police
7 Department when the Chief has reason to believe that there is potential for the
8 Security of the Department to be compromised.
9 37.2 Upon request of the Union President, the Labor Relations Officer will
10 review such denial of assignment. Said review will be final and the decision of the
11 Labor Relations Officer will be binding and not subject to any appeal procedure.
City
-78-
CAMy Dwuments44FSCM"FSCMW00112AFSCME 1907 CONTRACT WORKING 2001.doe
Date_ %4 � ..
02— 343
CIO and Union Proposal
1 ARTICLE 38
2 SICK LEAVE
3 38.1 The parties agree that care and discretion. shall be exercised by
4 Management and the Union in order to prevent the abuse of sick leave privileges.
5 Absences on account of trivial indispositions must be discouraged. To determine the
6 extent or reasons for an employee's absence on sick leave, the employee's immediate
7 supervisor outside the bargaining unit or management designee may visit the home
8 of the employee on sick leave with pay. In cases where Management suspects that
9 an employee is malingering, sick leave with pay shall not be granted.
10 38.2 Permanent bargaining unit employees may be allowed to accrue eight
11 (8) hours sick .leave per month, to be utilized in not less than one (1) hour
12 increments, provided that the employee is in pay status at least one hundred
13 twenty (120) hours per month.
14 38.3 Employees in probationary status will accrue sick leave in accordance
15 with 38.2. However, no sick leave with pay shall be granted during the employee's
16 first ninety (90) working days.
17 38.4 In order to receive sick leave with pay, an employee must take steps
18 to notify his immediate supervisor or the person designated by the Department to
19 receive such notice of illness within thirty (30) minutes after the time scheduled for
20 the beginning of the employee's daily duties, excluding the Fire and Police
21 Departments wherein departmental rules will apply. It shall be the employee's
22 responsibility to notify his Department each day the employee will be out ill within
23 the time frames outlined above.
24 38.5 All employees covered by this Agreement may be allowed to use
25 accrued sick leave when needed due to the serious injury or acute illness of any
Cert' � -79-
Union Date 1/992—
Date
Q:1LA$OR_RELATlONSLSHARED \AM Union ConfMc&,4FSCME 1907W FSCME 1907- Final. MarkCd doe
02- 343
0
•
1 38.5 All employees covered by this Agreement may be allowed to use
2 accrued sick leave when needed due to the serious injury or acute illness of any
3 actual dependent member of the employee's household. Said dependent member of
4 the employee's household shall be limited to the employee's immediate family. The
5 immediate family shall be defined as father, mother, sister, brother, husband, wife,
6 children, father-in-law, mother-in-law, grandparents, spouse's grandparents,
7 stepfather and/or stepmother.
8 38.6 In those instances where an employee has utilized all their sick leave,
9 they will be allowed to utilize vacation and/or compensatory leave for this purpose.
10 Employees will be required to provide a doctor's excuse in these instances.
11 38.7 Any employee absent on sick leave for more than three (3)
12 consecutive work days must report to the Department of Human Resources and
13 obtain approval before returning to work. The Department of Human Resources
14 will have the City contract physician prepare a list of those medical illnesses or
15 injury that will require the employee to be sent to the City doctor's office prior to
16 being cleared to return to work. Those medical conditions which are minor in
17 nature and not on the prescribed City Doctor's list will only require the employee to
18 report to the Human Resources Department for clearance to report to work.
19
20 e As AMP F-1 i -:-R- _R *_ ing Gity Wide empleyee eemplianee with the sie1r. leave pehey. The Labep
21 Gempliain-Be Geeff-rd—k-met-er will i9e Fespeasibble -fier :_P i i - :-P-]-;- le -ave usage of all
22
23 (Refer to Seetien 38.9). Guideli-nes _fefflz determining emeessive use ef siek leave shca&
24 be deternained by the 94y v : a.. Sieks. Leave e n..,,,,...,..:.. ee.
25 38.9 Afty-ba - i i - 4t employee whese annual siek leave usage has be
26
-8a 3 o~'L
Ciry Union %1"'G Date
C.•1My Durumenla'W FSCME4AFSCME12001UAFSCME 1907 CONTRACT WORKING 2001.doc 02— ,3 4 3
0 . 0
I
,
2
9 deteffained
3
S"
Leave
4
14 .uunsel
8 --.P!&Yee,
"r th
5 &xplaaatiem an
-4
6
a empieyee has used more than fefty
(44D)
11
7
City Union -81-
Date 3 /9
C'1My Dorument..MFSCMEMFSCMV*2001VAFSCME 1907 CONTRACT WORKING 2001.dvr.
42- 343
9 deteffained
by the City wide
S"
Leave
Gemmitt.-e-e.
14 .uunsel
8 --.P!&Yee,
"r th
-4
a empieyee has used more than fefty
(44D)
11
12
13-
after- the empleyee
har,
been
eetmeel4ed and j -P --I -,-Gaal siek leave
is
14
15
lb
17
18
19
20
21
22
23
le
24
wi ut pre -mi
T4.
25
te utilize Step 'A,"
2.8,11
or
-1149,11
Prier to the aege- in Step '!D"
City Union -81-
Date 3 /9
C'1My Dorument..MFSCMEMFSCMV*2001VAFSCME 1907 CONTRACT WORKING 2001.dvr.
42- 343
•
•
1
ri
: �1,e_sc�c�mzn
e.,,t ..i iy..
� iJO
`ZLCii
Latgr- _ft nyrlr
2
.
J
4
been
suspended
and if-additienal
siek
leave is used
witheut pFeviding
S
.
6
,
7 ei"leyee
te the
Gity wide Si-ek
beeffixe-
P-4-m—mittee
at any time following
Step A and
8 pFie .
to Step E
9
38.11 The
City wide
Siek Lea*e
Gemmittee
shall be eamposed
of twe (24
10
,
11
.
12
13
.
14
1S
16 guidelines
as deemed
appPepriate.
17
384-2
an en'oyee
m4sh,
appeal
„ thedeci-si-
-ef #her
18
said
employee
may i-equest
an appeal
within five (54
,
19 wepking
days,
,
20 Committee-.
C \My bw umenl4M FSCM"FSCME1200MAFSCME 1907 CONTRACT WORKING 2001.dac
02- 343
1
2
3 38.449 Employees covered by this Agreement who exercise normal
4 retirement, shall be paid for one hundred percent (100%) of accumulated sick leave
5 up to seven hundred fifty (750) hours and fifty percent (50%) of accumulated sick
.6 leave above seven hundred fifty (750) hours. Employees whose sick leave payout
7 was limited to nine hundred sixty (960) hours as a result of having in excess of eight
8 hundred (800) hours prior to January 18, 1979 shall have the option of keeping the
9 nine hundred sixty (960) hour limit or selecting the seven hundred fifty (750) hour
10 limit with payout at one hundred percent (100%) and fifty percent (50%) of
11 accumulated sick leave above seven hundred fifty (750) hours. In the event of the
12 death of an em to ee who would have otherwise been eligible to exercise no al
13 retirement Rule of 70 orae 55L,the em to ee's estate will b imid his/her
14 accumulated sick leave in accordance with this section.
15 The City and the Union will continue to negotiate on a plan whereby
16 retiring employees may have an option of leaving all or a portion of their severance
17 pay in a City account _for the purpose of paying health premiums far City group
18 insurance with pretax dollars (referred to as Health Insurance Bank). Possibilities
19 of active employees (at their option) moving time into a Health Insurance Bank will.
20 also be explored.
21 38.451-Q Employees who terminate employment with the City under
22 honorable conditions shall receive a sick leave cash payout as follows;
23 More than 7, but less than 15 years of service 25%
24 More than 15 years of service 50%
City Union -83-
C"WY Document$MFSCMEMFSCMMOOA2AFSCM,E 1907 cavrRACT WORKING 2ool.do,
Date 3 9
02~= .143
1 36.1611 Employees who are terminated �.,c., the of dice ..,.-ge
2 shall not receive compensation for unused sick leave upon separation of service or
3 retirement.
4 38.12 Employees who accumulate sick leave credits in excess of three
5 hundred (300) hours in accordance with this Article shall as of January 1 have one -
6 half (1/2) of their excess sick leave earned credited to their vacation leave bank.
7 Upon separation of service employees shall not have any sick.
8 leave earned converted to their vacation leave bank.
9 38.13 Payoff for accumulated sick leave shall not be used to calculate
10 average earnings for pension purposes.
11 38.4414 Employees with ten (10) or more years of service who are laid off
12 under honorable conditions ten (10) or more years of service may repurchase sick
13 leave for which they were paid off at the time of separation., subject to the following
14 conditions:
15 1) They are rehired within twelve (12) months of their last day worked.
16 2) They remit to the City an amount equal to their rehire hourly rate
17 times the number of hours of sick leave for which they were
18 previously paid off. This buy back option must be exercised and
19 paid for within 30 days of the date the employee returns to work.
20 3) If the buy back option is properly exercised, the City will credit the
21 employee with the balance of sick leave hours credited to his account
22 as of the date he was laid off.
23 38.U915In recognition of those employees who display perfect attendance in
24 any one calendar year, the City will present the employee with a certificate of
25 appreciation. In addition, there will be an annual drawing of fifty (50) employees
26 by an individual selected by the abor Relations Officer and the Union Presi e t
lz�3City -sa- Union Cs�C- Date
C Wy DocumentsMFSCMEVAFSCMb1200112AFSCME 1907 CONTRACT WORKING 2001.doc
02— 343
I from the pool of eligible employees with perfect attendance. Each of the fifty (50)
2 employees whose name is drawn shall receive a one hundred ($100) dollar cash
3 prize.
ef per -feet
4 In order to
5 qualify for perfect attendance recognition, the employee must not have utilized any
6 sick. leave, nor been on disability, nor have been in any without pay status during
7 the year.
-ss-
City Union DateAZIZO-
L._
C"1 * D-umen'AAFSCMZMFSCM4\200112AFSCME 1907 CONTRACT WORKING 2001.dnc
02-- 343
City and Union Proposal
DELETE
6/19101 Agreed
1
APAUGLE 39
z
3
4
S
s
The Siek
Leave
12A -el- i-6 -Fivailable to assist these members ef the pool
7
Bet -
8
9
10 Committee.
11 39.2
Eligibility
for-
eaeh empl&yee whe wishes te pa-xtieipate in the S"
12
.
13
14.
15 B.
Eaeh
employee
must denate 9Dr-ty (40) A -f-- his siek leave,
16
vaeatien
leaw,
17
18
must be
madein
inerements or et i.. th (y) houn
19 C.
Eaeh empleyee
niest maintain their- membership in the Siek Leave
20
" as detemined by the Gity wide Siek Leave
21
wee.
22
r
23
,
Union
CAMy Dorument.%MFSCMEWFSCMLVOOIVAFSCME 1907 CONTRACT WORKING 2001.dor
Date 3
02— 343
r
3 .
4
5
'
G are
mem7 nmy utilize Siek- Leave Pool time for- imen duty ilhaeas j
9 Am e'APIeYee that is utilizing siek leave peel -time shall net aeepffe
10
11
12 H. Requests for- utilizatien Geff Siek. beamve Peel time should be Wtiated by
13
14 r-eqeest may be made by the emplw
15
16 utiliskien ef Siek Leave Peel time must be made on the fopm
17
18 L Utilization of siek le"e &em the Siek Leave Peel SheJl eease upon the
19
20
21
22 4,160
23
24
25
26 fetum tO full time,
Ctt-87- y
Y ._ Union A�fi _ Date -4
Cr1My Dncument� AFSCMEW FSCME200I12AFSCAffE 1907 CONTRACT WORKING 2001.doc
02— 343
I
-e- S" Leave Peel is notxntem-d-ed te eemge
the employee may sta-y
,
z
in the -City's health-pr-agram-he is- eumently
efoolled in and he shaR
3
m..l,._,ees .,bjeet to .,;,.able siekpeal ..ales_ wh,.wish to
26
4
mnee-hea tim-i-s} eighteen
(19) e
5
oever-age sha4l net inelude dependent eevepageuR4ess
he pays 100% of
6
7
8
9witWa
thirty
10
¢30B -ea a .-U*A„,..
4-1-a- -pht . shall ease
11
employee's health eovei-age to eease being
paid fet- by the City's self
12
.
13 K.
Employees will no longer- be eligible fer-
memberohip in the Si
14
15
ab" E4:legitimate,
dem3e„stupa le injs,
16
.
22 N .P -g
-e- S" Leave Peel is notxntem-d-ed te eemge
23 men
ex --F; Amp—werkep-s-eempeneatie i j eaffimed- i-;-;- the -hime-s€
24
.
25 S: These-
m..l,._,ees .,bjeet to .,;,.able siekpeal ..ales_ wh,.wish to
26
City
��
Union_ eAe __
-88-
Date 3 � ��--
C:1My DorwwntsMFSCME�9FSCMEVOOJ\ZAFSCMR 1907 CONTRACT WORKING 2001.dnr
0")"— 343
1
2
3
4
5
6
7
8
9
10
11
_89_
City Union _
C-Wy Dvrumenl$MFSCMEIAFSCMEUOOA2AFSCME 1907 CON7'RAGT WORKING 2001.doc
0°2- 343
Payand Union Proposal
03/19/02
1 ARTICLE 40
2 TARDiMSS
3 40.1 Tardiness is reporting for work in excess of five (5) minutes beyond
4 the scheduled starting time of the shift (or as provided in Police or Fire Department
5 rules). All tardiness shall be counted as an "instance". When an employee reports
6 to work within a period that is more than five (5) minutes after his scheduled
7 starting time, and provides an excuse that is acceptable in the sole discretion of
8 Management, the employee may elect to utilize Earned Personal Leave. Election of
9 Earned Personal Leave for an excused tardiness shall be taken in one (1) hour
10 increments. The utilization of Earned Personal Leave does not negate the tardiness
11 as an instance. Effective January 1. 2003, the emuloyee_ may elect to utilize
12 vacation. An annual period shall be defined as a twelve (12) month period
13 beginning with the occurrence of the employee's first tardiness instance.
14 40.2 Employees shall be disciplined for instances of tardiness in an annual
15 period in accordance with the following schedule:
16 Number of Tardy Instances Discipline
17 9th instance in annual period Written warning
18 10th instance in annual period Three (3) day suspension
19 11th instance in annual period Fourteen (14) day suspension
20 12th instance in annual period Dismissal
21
22 40.3 Tardiness appeals shall only be appealable through the Grievance
23 Procedure Article as set forth in the Agreement. Exceptions to the above schedules
24 may be granted by the Labor Relations Officer, if, in his opinion, individual
25 circumstances warrant such action.
26
-90-
Ciry Union : fi Date 3 9 Orz,
QALAi30R_RELATIONA—SHAREM"A Union ContractsMF5CME 19071AF5CME 1907 - Final - Markeddor
0'2- 343
City Proposal
08/01/01 (AGREED)
City and Union Proposal
1 ARTICLE 41
2 FAMILY LEAVE AND LEAVE WITHOUT PAY
3 41.eemeRt,Bargaining unit
4 employees may request a leave without pay in accordance with the Family and
5 Medical Leave Act of 1993. Such leave is provided under the law for birth, adoption
6 or foster care of a child and for a serious health condition of the employee or the
7 employee's spouse, child, parent or grandparent. Effective u n ratification of the
8 labor a eement em la ees taking leave under the Family and Medical Leave Act
9 FMLA shall be limited to -a. ninety 90 day FMLA leave. An extension of an
10 additional ninety 90 days of leave without RAY MY be ted mon reguest to the
1 I Labor Relations Officer as specified under Section 41.3. Upon a roval of such
12 extension the em to ee will be re uired tg-p—ay to--aythe full remium amount for h alth
13 insurance coverage.
14 41.2 Upon approval of the Department Director, with the approval of the
15 City Manager or the Labor Relations Officer, a leave without pay may be granted,
16 for the purpose of an a eourse training or study calculated to improve
17 the quality of the employee's service to the City through course work directly
18 related to the employee's job for up to six (6) months. The
19 request for leave without pay may be extended for an additional six (6) months
20 upon the approval of the Department Director and approval of the City Manager or
21 the Labor Relations Officer.
-91-
ov Union
C WY D0rU rn"FSCM"FSCME1200112AFSCME 1907 CONTRACT WORKING 2001.doe
Date—:3,b'9 o -L
02-- 343
1 Any bargaining unit employee requesting said leave of absence shall be
2 required to submit evidence of registration upon entering each quarter/semester of
3 school.
4 41.3 Upon approval of the Department Director, with the approval of the
5 City Manager or the Labor Relations Officer, a leave without pay may be granted,
6 for an acceptable reason other than specified herein, for a period not to exceed
7 ninety (90) calendar days. Approval for said leave of absence without pay is at the
8 sole discretion of the City Manager or the Labor Relations Officer and shall not be
9 appealable to the Civil Service Board or the grievance procedure.
10 41.4 Bargaining unit employees who desire to take a leave without pay for
11 any reason specified in this Article, excluding a serious health condition, must
12 exhaust all vacation and earned personal leave banks prior to taking a leave
13 without pay. A request for leave without pay for a serious health conditions -as
14 provided under the Family and Medical Leave Act shall require the bargaining unit
15 employee to use all sick and vacation earned personal leave prior to taking such
16 leave. The usage of such leave time will not prohibit the employee from taking
17 leave without pay as specified herein.
18 41.5 Bargaining unit employees who take a leave without pay for any
19 reasons specified in this Article shall not accrue leave time. At the expiration of a
20 leave of absence without pay, the bargaining unit employee shall be returned to the
21 same or similar position vacated when said leave of absence without pay was
22 granted, in accordance with the provisions of the Family and Medical Leave Act.
23 Leave of. absence without pay during the required probationary period of service
24 shall extend the probationary. period the length of time used during the said leave of
25 absence without pay.
City
Union
-92-
Date 3 /a-z—
C. \M
DocsmentsNAFSCM"FSCME\200MAFSCMF 1907 CONTRACT WORKING 2001.dnr 02- 343
1 4 •6 The acceptance of another position or engaging in other employment
2 by the bargaining unit employee while on a leave of absence without pay shall be
3 deemed a voluntary resignation from the service of the City of Miami.
-93-
City Union C�"�� Dale
OWY DvcumenlAAFSCM"FSCME1200112AFSCME 1907 CONTRACT wORKINC 2001.dw
02-
343
City Proposal
6128101 Agreed
1 ARTICLE 42
2 LABOR81ANAGEMENT PARTNERSHIP COMMITTEES
3 42.1 7M__ere-- 6.i-alll be a A Departmental Labor/Management Partnership
4 Committee may be established in each department of the City of Miami. Said
5 Committee membership shall include representatives from classified support staff
6 (MIC), unclassified staff, executives and the AFSCME bargaining unit --dues and
7 non -dues paying members.
8 42.2 The Departmental Labor/Management Partnership Committee may
9 smell --meet at least once a month, and such meetings shall be scheduled during
10 normal business hours. The purpose of these meetings will be to discuss quality of
11 work -life, productivity, service, communication and objectives of mutual concern,
12 not involving matters which have been or are the subject of collective bargaining
13 between the parties. It is understood that these Departmental Labor/Management
14 Partnership Committee meetings shall not be used to renegotiate the labor
15 agreement between the City and A•FSCME. All decisions made by the
16 Departmental Labor/Management Partnership Committee shall be by affirmative
17 consensus.
18 42.8 The Departmental Labor/Management Partnership Committee
19 meetings shall be conducted on a semiformal basis with the selection of a
20 chairperson to be determined by the members of the Committee. Length of
21 participation of Committee members shall be determined by the Departmental
22 Labor/Management Partnership Committee. The chairperson shall arrange for
23 minutes to be taken of each meeting and for the distribution of copies to each
y � �
City Union 60't -94-
i pate 3 9 O
C'Wy D,,, uments,%AFSCME"FSCME1200112AFSCME 1907 CONTRACT WORKING 2001.dwc
02- 343
I member of the Committee, the Union President, and the City's Labor Relations
2 Officer. , '
city
Union
-95-
95-
Date--
Date
C WY
CWY Dacume"LMFSCULMFSCML20o112AFSCME 1907 CONTRACT WORKING 2ool.dw
02--' 343
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
City Proposal
No Change
6119101 Agreed
ARTICLE 43
DEATH IN FAIVIILY
43.1 Any employee covered by this Agreement 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. The immediate family is defined as father, mother, sister, brother,
husband, wife, children, father-in-law, mother-in-law, grandparents, spouse's
grandparents, grandchildren, stepfather and/or stepmother if they have raised the
employee from infancy regardless of place of residence, 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
application for a "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 a newspaper account showing the death and relationship
of the deceased to the employee and/or other appropriate criteria as deemed
appropriate by the Office of Labor Relations.
City
Union_efOOG
-96-
CWy DorwmntslAFSCME"FSCME1200I12AFSCME 1907 CONTRACT WORKING 200I.doc
Dale__11�—
02— 343
City Proposal
6/19/01 Agreed
1 ARTICLE 44
2 MILITARYLEAVE
3 44.1 The City shall abide by the current provisions of the Florida Statutes,
4 Sections 115 and 250 as they relate'to all bargaining unit employees `ithe.. pelt
5 time ei �1 who are either reserve officers or enlisted personnel in the Florida
6 Defense Force, the National Guard, Naval Militia, Marine Corps, U.S. Army
7 Reserve, U.S. Naval Reserve, U.S. Marine Corps Reserve, U.S. Coast Guard
8 Reserve, U.S. Air Force Reserve or officers or enlisted personnel in any other class
9 of the militia entitling the employee to leave of absence from their respective duties
10 without loss of pay, time, efficiency rating or Civil Service seniority credits on all
11 days during which they shall be engaged in field or Coast Guard defense exercises
12 or other training ordered under the provisions of the U.S. Military or Naval
13 Training regulations or under the provisions of the Florida Defense Force or the
14 National Guard.; provided that leaves of absence granted as a matter of legal right
15 under the provisions of this section shall not exceed seventeen (17) days in any one
16 calendar year.
17 44.2 Requests for military leave shall be made as early as possible but at
18 ..least two (2) weeks prior to the date such leave commences.
19 44.3 - Employees who take the military leave provided in this section shall
20 be credited with that time on their seniority status, in the City of Miami Civil
21 Service Records -Department of Human Resources.
City Union -97-
C Wy Dorumenra.►FSCmLMFSCME200P,2AFSCME 1907 CONTRACT WORKING 2001.doc
Date
02- 343
• City Proposal
No Change
8101/01 Agreed
1 ARTICLE 45
2 IiOLIDAYS
3 45.1 The following days shall be considered holidays:
4 New Year's Day Columbus Day
5 Washington's Birthday Veterans' Day
6 Memorial Day Thanksgiving Day
7 Independence Day Day after Thanksgiving
8 Labor Day Christmas Day
9 Dr. Martin Luther King's Birthday
10 45.2 Any additional holidays declared by official directive of the City
11 Manager shall be added to the above list.
12 45.3 Employees performing work on any of the above holidays shall be
13 paid time and one-half of their straight time hourly rate or shall be given scheduled
14 compensatory time off at the rate of time and one-half for the hours actually worked
15 on the holiday.
16 45.4 All conditions and qualifications outlined in Article. 26, titled
17 "Overtime/Compensatory Time", shall apply to this Article. Hours of compensatory
18 time accumulated under this Article, when added to the compensatory time earned
19 under the Article entitled "Overtime/Compensatory Time", shall not exceed one
20 hundred (100) hours.
21 45.5 To be eligible for holiday pay, an employee must work a full shift or
22 be in a paid leave status on the scheduled work days which immediately precede
23 and follow the holiday. If an employee works at least seven (7) hours of his regular
24 shift, the employee will either be charged one (1) hour from either his compensatory
25 time or vacation leave bank, or carried in without pay status at the sole discretion
-98-
City�RQ Union g 'y Date 19
C-Wy DocumentsMFSCMEIAFSCML20OP�2AFSCME 1907 CONTRACT WORKING 2001 -dor
02- 343
N
of the supervisor. An employee who works at least seven (7) hours as described in
this section shall be eligible for holiday pay.
-99-
C WY
99_C.Wy &wumenIMFSCMa4FSCMA200112AFSCME 19407 CONTRACT WORKING 2001.doe
02-- 343
1
Pa
Aand Union Proposal
ARTICLE 46
EARNED PERSONAL LEAVE
3 46.1 , 'It is agreed
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
that eligible members of the bargaining unit who work forty (40) hours per week
and have successfully completed six (6) months of their probationary period, shall
be entitled to fourteen (14) hours earned personal leave time off each calendar year.
Earned personal leave time shall be taken in increments of not less than one (1)
hour. The earned personal leave hours shall be mutually agreed upon by the
employee and his immediate supervisor outside of the bargaining unit consistent
with the needs of the employee's department. The earned personal leave hours off
shall not be accrued; they must be used by the employee during the calendar year or
be forfeited. The earned personal leave hours off are not subject to being converted
to cash during the employee's employment or as severance pay upon the employee
terminating his employment with the City. There shall be no liability to pay any
overtime under this Article.
46.2 Effective January 1. 2003, earned personal leave shall no longer be
credited to bargaining unit members and shall cease as available leave time. (Note:
Earned Personal Leave incorporated into vacation leave).
City 1�+.1
Union Me�
M
CAMy DnrumcnrsW FSCME\AFSCME\200P2AFSCME 1907 CONTRACT WORKING 2001.doc
Date 3 9
02- 343
(� and Union Proposal
No Change
1 ARTICLE 47
2 ACCIDENT REVIEW BOARD
3 47.1 The parties agree to abide by the provisions of the City's Vehicular Loss
4 Control Program, Sections 6.1, 6.2 and 6.3 as they apply to vehicular accidents
5 involvingbargaining unit employees.
-101-
av Union
C' WY ZWM'-n1ffiAFSCM"FSCMEVOOMAFSCME 1907 CONTRACT WORKING 2001.doc
Date OZ�
02- 343
• City Proposal
No Change
6118101 Agreed
1 ARTICLE 48
2 RESIDENCY
3 48.1 It is agreed by the parties that while residency is not a condition of
4 employment a candidate that is otherwise equally qualified will be given, at time of
5 hire, preference for employment in order of domicile as follows: (1) City of Miami
6 resident, (2) Miami -Dade County resident, (3) resident outside of Miami -Dade
7 County.
City
Union
-102-
CAMy DocuwntMFSCMEVAFSCME120OPlAFSCME 1907 CONTRACT WORKING 2001.doc
Date zel.
02— 343 ',
. City Proposal
No Change
6119101 Agreed
1 ARTICLE 49
2 TOTAL AGREEMENT
3 49.1 This Agreement, upon ratification, constitutes the complete and
4 entire agreement between the parties, and concludes collective bargaining for its
5 term.
6 49.2 The parties acknowledge that during the negotiations which resulted
7 in this Agreement, each had the unlimited right and opportunity to make demands
8 and proposals with respect to any subject or matter not removed by law from the
9 area of collective bargaining, and that the understandings and agreements arrived
10 at by the parties after the exercise of that right and opportunity are set forth in this
11 Agreement.
12 49.3 The parties agree that this Collective Bargaining Agreement
13 represents the total agreement for terms and conditions of employment during the
14 life of this contract and no request shall be made to increase wage or other
15 employee benefits through the Civil ' Service Board, City Manager or the City
16 Commission during the life of this Collective Bargaining Contract.
-103-
ary Union
C.,Wy DocumrnLMFSCUaAFSCUAV00112AFSCME 1907 CONTRACT WORKING 2001.dor
Dare 3_h9/02—'
.
02- 343
• City Proposal
No Change
5131101 Agreed
1 ARTICLE 50
2 SAVINGS CLAUSE
3 50.1 In the event any article, section or portion of this Agreement should
4 be held invalid and unenforceable by any court of competent jurisdiction, such
5 decision shall apply only to the specific article, section or portion thereof specified in
6 the Court's decision, and that portion- of this Agreement in conflict shall be null and
7 void but the remainder of the Agreement shall remain in full force and effect, with
S it being presumed that the intent of the parties was to enter into the Agreement
9 without such invalid portion or portions.
10 50.2 The City's representatives as defined in Article 2 and the Union's
11 representatives as defined in Article 3 shall promptly meet to negotiate a substitute
12. for the invalidated article, section or portion thereof as might be determined in
13 accordance with Section 50.1 of this Article.
14 50.3 Not withstanding any other provisions- of this Agreement, the
15 employer may take all actions necessary to comply with the Americans with
16 Disabilities Act.
City
Union 4eff-e-
-104-
C.•\My Dwume1uMFSCM&AFSCME000112AFSCME 1907 CONTRACT WORKING 2001.doc
Date 3
02- 343
fly and Union Proposal
No Change
6119101 Agreed
1 ARTICLE 51
2 OVERTIME DISTRIBUTION
3 51.1 Overtime will be distributed as equally as practical to the best ability
4 of the Supervisor in charge among the employees within a division of the City, who
5 have completed their probationary period, by shift and classifications, according to
6 seniority within the classification. - A new overtime list by classification will be
7 posted every two pay periods as a guide for such distribution. The remedy for the
8 failure to offer overtime shall be that the employee shall be offered an equal or
9 comparable amount of overtime at the next opportunity.
10 51.2 The overtime list by classification will be made up of all employees in
11 that classification. If an employee refuses overtime, is sick, on vacation or on an
12 excused absence the City will move to the next employee in line on the overtime list.
13 For call-back overtime, if the employee does not answer their phone the City will
14 move to the next employee in line on the overtime list. This provision isnot to be
15 interpreted as meaning the employee is not subject to call-back while on vacation or
16 excused absence.
17 51.3 As each overtime opportunity arises the City will move through the
18 overtime list until it has offered the last employee on the list an overtime
19 opportunity. Thereafter, the City will move to the top of the list and begin with the
20 most senior employee on the overtime list.
21 51.4 The provisions of this Article does not restrict the City's right to
22 require employees to work overtime. In the event the City must order overtime
23 work within a unit or area of assignment, the most junior employees of the affected
24 classification will be ordered first to work the required overtime.
City -105-
Union�_ Date 3
C"'lY Dorun'ntMFSCM"FSCME1200112AFSCM,-1907CONTRACT W0RKINGZ001.d,,
343
1 51.5 If this method results in obviously inequitable distribution of
2 overtime, the Labor Relations Officer and the Union President will work out a
3 method of correcting such inequity.
city
- 7ig.)
Union
-106-
CAMy DncumentslAFSCME%AFSCME1200112AFSCME 1907 CONTRACT WORKING 2001 -dor
02— 343
C*md Union Proposal
No Change
6119101 Agreed
1 ARTICLE 52
2 SENIORITY
3 52.1 Seniority shall, for the purpose of this Article, be defined as the most
4 recent date of hire., classified or unclassified, with the City unless otherwise agreed
5 upon by the Union President and the Labor Relations Officer.
6 52.2 Seniority shall only be determinative in shift assignment and in the
7 assignment of days off in units with two (2) or more shifts. Seniority shall not be a
8 prevailing factor for assignment or promotion to a unit, section or division within a
9 department:
10 52.3 Exceptions to the use of seniority as specified in 52.1 may occur in
11 an emergency situation, when physician ordered, for training purposes, when
12 language skills ,are needed, compliance with the Americans with Disabilities Act,
13 when special knowledge or skills are needed as mutually agreed upon by the City
14 and the Union, or when mutually agreed by the affected employees and
15 management through the labor/management process.
16 52.4 Once every October shift assignments and days off will be re -bid by
17 seniority.
18
G -107-
City Union
C.VNy Doe--t$MFSCME44FSCME�200N.AFSCME 1907 CONTRACT WORKING 2001.doe
Date_ 31
02- 343
• and Union Proposal
No Change
7117101 Agreed
1 ARTICLE 53
2 LEAVE BALANCE PAYOFFS
3 53.1 Effective October 1, 1995 employees electing to retire may select one
4 of the two (2) following leave balance payoff options.
5 1) Payment of leave balances upon retirement as currently
6 specified under the labor agreement and/or leave payoff
7 practices.
8 2) The City shall fund up to a maximum of three (3) whole
9 creditable service years for the employee based upon the value of
10 the employee's available leave balance at time of retirement less
11 required withholding taxes at present value as actuarially
12 determined for each individual employee. Upon exhausting the
13 value of the leave balances, employees may purchase the
14 remainder of the three (3) years by payment of cash to the
15 Pension Trust. The hourly rate for calculation of the leave
16 balances shall be as specified under the labor agreement and/or
17 leave payoff practices. The purchase of service years under this
18 option may not be utilized for Service/Rule of 70 retirement
19 eligibility. If in the future the constructive receipt issue can be
20 satisfactorily resolved, this benefit shall be available using pre -
21 tax value of employees' leave banks.
-108-
City Union Date ,3)NL0Z_
C.Wy Ducameat,&MFSCM"FSCME120OA2AFSCME 1907 CONTRACT WORKING 2001.doc
02-- 343
• • City Proposal
03/19/02
1 . ARTICLE 54
2 PENSION
4
�.
'T
eyees"
beeal
1907, and
the City
5
"
6
.8
9
,
eqd
10
Sanitation
Employee
-s' — -3
ME
11
12
13
14
15
16
17
18
19
20
21
Y.
�.
'T
I
,,-e -109-
City Union
Date 3 t!$'e_
Q:\LABOR_RElAT1ONS-SHAREDIAAA Union Conlra('!.5WSCME 19OMFSCME 1907 - Fina! - Markeaddor
02- 343
I perreent of 90 pefeent of the -meffibejalr, aver -age final
2 ,
4 .
11
12
13
14
15
16
17
18
19
20
21
22
u. w
54.1 Effective u on ratification a Deferred Retirement Qption Plan DROP
is hereby created. The DROP of the Retirement System shall consist of a Forward
DROP and Benefit Actuarially Calculated DROP (BACDROP).
GENERAL PROVISIONS
A. Eli 'bilit
1. Any greneral eW
joy-eewho e a e fifty-five 5 with
ten (10) years of creditable service, or who has attained. a, combination
City Union Date
Q:\ABDR_RElATR7NS`SNAREDv1AA Union Cuntracts'WFSCME 1907a1FSCME 1907- Final - Marked.dor
02— M
1 . of a e lus ears of creditable service a ual to seventy 70 shall be
2 , eligible to amici ate in the DR P.
3
B. Election to Raft icinate
4
5
1. Election to particiDate in DROP is irrevocable. U n election of
6
iparticipation. in the DROP by using forms and procedures as
7
prescribed by the Board of imstees, a general em to ee's creditable
8
service early service or service retirement benefits, d COMRensation
9
calculation shall be frozen and shall be based on the sin le highest
10
year Rreceding RarticiRationin the DRP as the basis of calculatin
11
the DROP -payment. U on commene Ment of Rarticipation. in the
12
DROP, the em to ee contribution and the City contribution to the
13
Retirement System for that em to ee shall cease as the em to ee will
14
be earning no further service credit. The em io ee shall not accluire
15
additional Rgnsion credit for the u ses of the i3ension. Rlan but may
16
c n i a City emRloyment for to a m 'm m of t i -six 3
17
months. DROP particiRants will be credited with the GESE
18
Rgtirement Tru t cost of jj3dnz adiu tment CO while the
19
RlirticipAje in 12ROP.
20
C• i i on
21
22
1. Tbe-- ma2du 'od of i do in Jb_9p i s thirty-six
23
mo ths. Once the maximum RarticiRation has been ac ieved the
24
bAMa—ining unitmembgr must t2minatee to ent.
city--gk)-
Union 4gff,-• Date
Q.•1LABOR_RELATIOA,"ffAREV,.4M Uninn Cnntrart.OAFSCME 19071AFSCME 1907. Final. Man rd.dnr a
02- 343
1
2
3 D. Creation of individual account
4
5 1. -_ For each -person electing participation in the DROP. an
6 individual account shall be created as of the date DROP participation
7 commences.
8 E. Earnings on DROP account
9
10 1.. The Board of Trustees of the Retirement System shall establish,
11 by administrative rule a series of investment vehicles which may be
12 chosen by participants in the DROP. Any losses incurred on account of
13 the option selected by the participant shall not be made up by the City
14 of Miami or the GESE trust fund but any such loss shall be borne b
15
the„participant only. Upon participation
in the DROP,
the member
16
shall make a selection of the earnings
program on forms
provided by
17 the board. A member may adjust his/ gr asset allocationperiodicaily_
18 as determined by the Board. All earnings shall be credited to the
19 employee's DROP account.
20 F. Distribution of DROP benefits
21
22 1. Upon conclusion of a 12eriod of participation in the DROP not to
23 exceed the-- maximum set forth in section C, the member shall
-112-
City Unions Date 3
Q:ILABOR_REIATIONS\-SHAREi31AAA Union Contrart.AAFSCME 19071AFSCME 1907. Final - Marked.d,,, 02— 343
terminate em to ent. Upon to 'nation of eMloyment, a member
may receive payment from the DROP account in the following manner:
3 a. Lump„sum distribution:
4 b. Periodic a erits-
5 cc. An mitt—i
6 d. Rollover of the balance to another qualified retirement pian,
7 IRA or Internal Revenue Coe Section 457 Plan.
8 2. A umeMber-may defer a ent until the latest date authorized
9 b,y Section, 401(a)(9) of the Internal Revenue Code
10 G. Disab fity or Death during DROP RarticiRation.
11
12 1. Disability - A DROP particinant shall not be entitled to receive
13 an oXdinaa or service disability retirement.
14 2. Death - In the case of the death of a DROP parti.ciRant. there
15 shall be no accidental death benefit for nsian uMoses.
16 This article shall not affect aW o her death or &abiliky benefits
17 pro3dded to a general employee and r federal law, state law, Citv
1$ r anc or this Agrgement.
19 H COLA PlAdiciRILtion
20
21 1. i i i X fQr_cost of,b3dng&djustment (_COLA)shall conmence
22 whe a me b r reached the first 'verav of higler retiMraeat.
23 Eliem that occurs the COLA-shallai 'tote membenP
24 &c-c__ount in monthly instaIlments hu tbee FORWARD DROP until a
-113-
City Union__ rte- _. Date
0:1fABOR_RE1AT10NS\-SHAREDMM Union ConlrarfAAFSCME 190AAFSCME 1907 - Final - MaiW doc
02- 343
•
•
I member has actuAlly separated from em to ent with the Cit and in
2 IumR sum to the member's DROR account for the BACDROP artici ant
3 upon separation from eMloyment. For the,purpose of complying with
4 Section H 2 of the Second Amended Final Judgment in Gates the
5 employee's "Date of Retirement" shall be for the FORWARD DROP the
6 date_ the_emplovee enters..the DROP and for the BACDROP the date to
7 which the eM loyee drops back.
8 1. Any employee who enters into a DROP_ agreement shall be bound by the
9 terms and conditions of that said agreement
10
11 FORWARD DROP
12 A. The date of entry into the FORWARD DROP sh Il be the beginniLng beginningof a
13 pay period. Payment shall be made by the retirement system into the
14 employee's DROP account in an amount equal to the regular monthly
15 retirement benefit which the member would have received had the
16 member separated from service and _comrnenced_the receipt of_benefits
17 from the system. The amount of the monthly benefit shall be
18 determined based on the creditable ser_v_ice, average -final compensation.
19 and retirement option selected in accordance with Section 40-255 of the
20 Miami City Code. Upon conclusion of a period of Rarticipation in the
21 DR -OP
not ex he "mum set f h in 'on §4.1 the
22 member shall terminate employment with tho City o#' Miami.
-Fia-
City Union �-f-�_ Date g
¢1LABOR_RELATIONA-SNAREAAAA Union ContrarL%MFSCME 19071AFSCME 1907 - Fina! - Marked.&) g 3
I B. Election of a FORWARD Dro Pro am recludes amici ation in a
2 BACDROP Program.
4 BACDROP
5 A. Eli 'bilit : Effective u on ratification of the labor a Bement an
6 em to ee mav elect to BACDROP to a date no further back than the
7 date of their retirement eligibiRly eligibilitydate. The BACDROP Dexiod. must
8 be in twelve (12)_month incremegts. beginning .at the start of a pay
9 Reriod..not to exceed thirt -six 36 months. Participation in the
10 BACDROP does not Rreclu.de varticiDatiori in the FORWARD Dro
11 program.
12 B. The benefits for iRurpose of the BACDROP will then be actuarial)
13 calcul ted to be the equivalent to the benefit earned at the date of
14 retirement. Said calculation will consist of thg Rresent value of
15 b nefits being egual to the actuaxially redlIced benefit Ius A lum
16 sum with interest- as determined by the Pension Board's , actuary.
17 Em 1 ee c ntributions will noUe retumed fQr the riod of time
18 covered by the B CDR P Prggram.
19 um m. The I=D aijm as calculated bythe Boad's "
20 L3e based o he assuMgd investment return of thp
fund withoLlt
21 discount- for mortality anddepgAiled int the newly created DROP
22 account -along withthe COLA payments.
-115-
City Union
Date�Q�_
Q:V.480R_REL4T10N5LSHAREtMM Union ContraetsNAFSCME 190AAFSCME 1907- Final. Mark din, .
02-
343
0 my and Union Proposal
1 ARTICLE 55
2 TERM OF AGREEMENT
3 55.1 After a majority vote of those bargaining unit employees voting on
4 the question of ratification and thereafter upon its ratification by an official
5 resolution of the City Commission ratifying the Agreement and authorizing the City
6 Manager to sign the Agreement on behalf of the City, then, the Agreement, upon
7 being signed by the appropriate Union representatives and the City Manager, shall
8 become effective October 1, 3998 2003 or as set out below, whichever date is later.
9 The Agreement shall continue in force and effect until 11:59 p.m., September 30,
10 2093 2004.
11 , whi-A- is -Att-AP-1fied -And
12 G.
13 55.2 On or before April 1, 2003 2004, the Union shall notify the City in
14 writing of its intention to renegotiate the Agreement in force, and attached thereto
15 shall include a list of proposals which shall inform the City of the items which they
16 desire to negotiate, together with specific language embodying and describing their
17 proposals. The changes indicated in the proposals shall be designated with a strike
18 through of deleted language and new language will be underlined.
19 55.3 On or before May 1, 290-12004, the City shall present the Union with
20 a list of proposals it desires to negotiate. The changes indicated in the proposals
21 shall be designated with a strike through of deleted language and new language
22 will be underlined.
23 55.4 Initial discussions shall thereafter, and no later than June 1, 369-1
24 2004, be entered into by the City and the Union.
City Q
Union
-116-
C:1My Document3MFSCM"FSCME120D112AFSCME 1907 CONTRACT WORKING 2001.dor
Date
02- 343
•
•
1 Agreed to this day ofd---- 2002 by and
2 between the respective parties through an authorized representative or
3 representatives of the Union and by the City Manager.
4
5
6 ATTEST:
MIAMI GENERAL EMPLOYEES
7
AFSCME LOCAL #1907, AFL-CIO
8
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24 ATTEST:
25
ON THE PART OF THE CITY OF MIAMI,
26
MIAMI, FLORIDA
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41 CITY CLERK
42
43
APPROVED AS TO FORM
44
45
AND CORRECTNESS
46
47
48 CITY ATTORNEY
-1 M
City_ UnionA.PweDate
CAMy DocumentsMFSCMEMFSCMLVOOAZAFSCME 1907 CONTRACT WORKING 2001.doc
343 f
•
APPENDIX A
Occupational Occupational
Code Title
LOY and Union Proposal
Salary Range
1005
Mail Clerk
14A
Hourly
1006
Mail Clerk Sr
16A
Hourly
1008
Clerical Aide
09A
Hourly
1010
Clerk I
12A
Hourly
1011
Clerk II
14A
Hourly
1012
Clerk III
16A
Hourly
1013
Clerk IV
20A
Hourly
1019
Police Ty -Dist Clerk
15A _
Hourly_
1021
Typist Clerk II
15A
Hourly
1022
Typist Clerk III
17A
Hourly
1023
Typist Clerk IV
19A
Job Basis
1025
Secretary I
15A
Hourly
1026
Secretary II
17A
Hourly
1027
Secretary III
19A
Hourly
1028
Secretary IV
21A
Job Basis
1031
CIS Desk Operator
18A
Hourly
1035
Legal Secy
19A
Hourly
1037
Interrogat Steno
19A
Hourly
1038
me Police Transcriptionist
21AI8&4Hourly
1040
Tech Oper Liaison
19A
Hourly
1042
Legal Services Aide
15A
Hourly
1052
Service Center Repres - NET
21A
Hourly
1054
Service Center Aide - NET
17A
Hourly
1106 Cashier II 17A Hourly
1110 Account Clerk 17A Hourly
1120 Accountant Sr 25A Job Basis
1121 Accountant Supervisor 28A Job Basis
1126 Staff Auditor Sr 28A Job Basis
1129 Staff Auditor Princ 30A Job Basis
1140 Budget Assistant 22A Job Basis
11
city��
Union !!i
-118-
C Wy Dem unenttiMFSCME\AFSCME%2001VAFSCME 1907 CONTRACT WORKING 2001.doc
Date�T/.
02- 343
1323
--- - -�-...... a..,,, -
Personnel Medical Sery Rep
5r --id
32A 3A
0 0 J50016
Hourly
Occupational
Occupational
26A
Job Basis
Code
Title
Salary Range
1154
Group Insurance Aide
19A
Hourly -
1157
1201
Group Insurance Specialist
28A
Job Basis
1202
Mals Spec I - Bld Const
Mals Spec II - Bl Const
16A
18A
Hourly
Hourly
1203
1205
Mals Supv -Bldg onst
25A JebBasis Hourlv
1206
Stock Clerk I
Stock Clerk II
14A
16A
Hourly
Hourly
1207
1208
Storekeeper
Mals Spec I - Comm Repr
19A
16A
Hourly
Hourl
1209
Mals Spec II - Comm Repr
18A
Hourly
1210
1211
Procurement Spec Sr
27A 28A
Job Basis
1212
Procurement Asst
Procurement Spec
WA 22A
22A -25A
Hourly
Hourly
1213
Mals Supv - Comm Repr
21A
Hourly
1214
1215
Auto Prts Supv
Procurement Supv
21A
29A 33A
Hourly
Job Bsis
1216
1224
Procurement Aide
Auto Prts Spec I
19A
16A
Hourl
Hourly
1225
Auto PrtsSpec II
18A
Hourly
i285
123Pro
1240
ert Mat Assistant
0A
22A
25A
i.Z
Job Basis
Job Basis
Property Mgt Rep
1242
1303
Property Mgmt Spec
Personnel Sery Representative
28A
Job Basis
1305
Admin Aide I
17A
20A
Hourly
Hourly
1306
1307
Admin Aide II
Task Force Supv
22A
Job Basis
1309
Admin Asst I
24A
25A
Job Basis
Job Basis
1310
Lail
Admin Asst II
28A
Job Basis
Asst III
33A
Job 1% 's
1313
1314
Personnel Aide
20A
Hourly
1316
rmotive A
stion SRoG
Personnel Asst
24A
Job Basis
1317
1'Qy a
Personnel Spec
n____-� _, n �• r-
24A
Job Basis
1323
--- - -�-...... a..,,, -
Personnel Medical Sery Rep
5r --id
32A 3A
0 0 J50016
Hourly
1324
1329
Pers & Safety Off
Manag Anal Asst
26A
Job Basis
1.332
1334
Tech Operatns Coord
24A
22A
Job Basis
Jab Basis
g Anal Sr
,
28A
Job Basis
1337----- -----_ -
Manai O erAnal 26A Job Basis
-II9-
Ciry Urrion� Date 3 �1
C \My Drx umenls\AFSCMEMFSCME12001VAFSCME 1907 CONTRACT WORKING 2001.doc
02- 343
Occupational
Code
•
Occupational
Title
LJ
Salary Range
1349
1341
Pa Geer -d
Market Ser Coord
28A-
28A
job Basis
Job Basis
1344
Procmt Cont Offc
-2 iA
Job Basis
1345
Fiscal Assistant
22A
Job Basis
1347
Cable Comm Assistant
24A
Job Basis
1348
Marketing Sen;beepd- Specialist 24A
Hourly
1350
Marketing Supervisor
29A
Job Basis
1352
Business Develop Sr .
28A
Job Basis
1.354
Business Developer
26A
Job Basis
1356
Bus Devp Supv
31A
Job Basis
1357
Economic Analyst
26A
Job Basis
1358
Su v of Economic Research
30A
Job Basis
1359
Econo Anal Princp
30A
Job Basis
1360
Job Developer
4.9A 17A
Hourly
1361
Employmt Interviewer
17A
Hourly
1362
Info &Referral Spec
MA 12A
Hourly
1363
Info & Referral Aide
12A
Hourly
1365
Training Officer
26A
Job Basis
1366
Staff Anlst Asst
24A
Job Basis
1367
Staff Analyst
26A
Job Basis
1368
StaffAnlst Sr
28A
Job Basis
1369
Staff Analyst Princpl
30A
Job Basis
1372
Complaint Specialist
22A
Hourly
1373
San. Services Coord
25A
Job Basis
1375
Job Training Specialist
25A
Job Basis
1376
i377
Sr. Job Training Specialist
job TIF
22A Heuflt- 21A Job Basis
24A jeb Basis
1382
Sup ort Services Coor
31A
Job Basis
1384
Productvty Anal Asst
24A
Job Basis
1385
1:386
Productivity Analyst
12redeeii j*vv A��! Q_
26A
Job Basis
1387
Prodctvty Anal Prncpl
28A
30A
job Basic,
Job Basis
1392
Technical Support Anal
27A
Job Basis
1405
1406
City Photographer
PhAtqMq; 'L__TT
24A
Hourly
1.414
Public Re Splst
22A
29A
Job Basis
1415
Fire Info Spec
24A 19A
Hourly
1419
Public Relations Aide
19A
Hourly
1420
Publicity Writer
25A
Job Basis
1421
Public Rltn Agnt
23A
Job Basis
1422
1424
Public Info Ofer
Gaiwen .4 aim"r 0^^
28A
28A
Job Basis
job Basis
1430
Special Events Agent
20A
Hourly
city ?
Union�r,
-120-
Date g
CAMy Documentsl%4F5CME44F5CME�204112AF5CME 1907 CONTRACT WORKING 2001.doc
02- 343
Occuational
Code
.x.436
•1:440
1505
151
1522
1523
1524
1525
1526
•
Occupational
Title
Intergovmental Film Liaison
Switchboard Oper
Camera Platemaker
Offset Press Operator
Offset Press Operator Sr
Duplicat Eqp Op I
Photolithographer
Print Shnn SttnPrvipcnr
1529 Print Shop
1530Print Shoy
1=01 V% I.
1540 Systems Itngr I
1541 Systems Enar II
Salary -Range
23A Job Basis
23A alis
14A Hourly
18A
Hourly
19A
Hourly
21A
Hourly
16A
Hourly
18A
Hourly
24.4
.Tn}% Rao;a
30A Job Basis
12A Hourly
26A Hourly
RAA _T.,1, I2ae;
-y� vuuiputier LIP 11 22A Hourly
1557 Computer Opr Supv 26A Job Basis
1560 Programmer Asst 23A Hourly
1562 Systems Programer 29A Job Balis
1567
1568
1576
46N
1582
1584
1586
1588
W"
1626
Programmer
Programmer Sr
ri � � . .
Sr
2V£
Revenue
Teleprocessing. Coord
Data Librarian
Scheduler/Expediter
Info Center Spec
pe T_-- T
II
1808
1810
1812
1820
2011
2012
2013
Claims Account Sec ---^__ QV --r-
Claims Adjuster I
Claims Adjustor II
Coll/Subrogation Spec
Surveyor
Surveyor, Sr.
Eng Tech I
City
Union
C-'Wy Documrnt4NAFSCMEIAFSCME120OP2AFSCME 1907 CONTRACT WORKING 2001.dor
28A Job Basis
30A Job Basis
"C% 1 T 1 - .
32A Job Basis
28A
Job Basis
20A
Hourly
23A
Hourly
30A
Job Basis
23A Hourly
22A
Hourly
22A
Job Basis
24A
Job Basis
24A
Job Basis
30A
Job Basis
32A
Job Basis
18A
Hourly
Date _:3//-9
02- 343
Occupaitonal
Cod
City
•
Occupational
Title
Salaly Range
2015
Eng Tech II
20A
Hourly
2017
Eng Tech III
24A
Hourly
2018
Eng Teach IV
27A
Job Basis
2020
CADD O erator
24A
Hourl
`Z4A�1
2029
4 uhli^�g14l;s-�r^�
Street Lighting Eng I
27A
204
Job Basis
TAL IRA
2930
2031
Eng I
27A
Job Basis
2032
Professional Eng II
31A
30x4
Job Basis
2033
Professional Eng III
33A
Job Basis
2034
Professional Eng N
35A
Job Basis
2040
Elec Engineer
33A
Job Basis
2048
Architech I
27A
264
Job Basis
2049
Architect II
30A
29x4
Job Basis
2050
Architect III
32A
34A
Job Basis
20 ..,.
2053
---- --....—Lama --- Pee --Teeh—ni
Landscape Are
29A
Job Basis
2054
Lanscpe Arch Supv
31A
Job Basis
2056
Project Rep
27A
Job Basis
2060
Cable TV Engineer
31A
Job Basis
21.10
Bldg Insp I
27A
Hourly
2111
Bldg Insp II
29A
Job Basis
2112
Bldg Insp Chief
34.A
32A
Job Basis
2114
Building Insp III
30A
Job Basis
2116
Structural Ena
35A
Job Basis
2120
Elec Insp I
27A
Hourly
2121
Elec Insp II
29A
Job Basis
2122
Elec Insp Chief
32A
Job Basis
2123
Electrical Insp III
30A
Job Basis
2130
Plumbing Insp I
27A
Hourly
2131
Plumbing Insp II
29A
Job Basis
2132
Plumbing Insp Chf
32A
Job Basis
2134
Plumbing Insp III
30A
Ar
Job Basis
ROBAY
244€- ---
2150
---SUg
Zoning Insp I
23
23A
Hourly
2151
Zoning Insp II
2_A_
26A
Job Basis
2152
Zoning Insp Chief
2&A
3QA
Job Basis
21.53
Plans Processing Aide
19A
Hourly
2154
Plans Processing Snec0
Hour_Iy_
_ _ _
2155
Code Enforcement Insp-NET
24A
Hourly
2158
Mech Insp I
27A
Hourly
2159
Mech Insp II
29A
Job Basis
21.60
Mech Insp Chief
32A
Job Basis
2161
Mech Insp III
30A
Job Basis
Union G'-0"r�
-122-
CAMy DurumentsViFSCMEIAFSCMR1200112AFSCME 1907 CONTRACT WORKING 2001.dor 343 43
02-
Occupp. ational Occupational
Gode ` Title
2178
2181
Chief Code Enforc
Cable TV Tech Spec
Salary Range
31A Job Basis
21A Hourly
2205.-
2206
Planning Illus I
A z4A Hourly
19A Hourl
y22A
Labor Crew Ldr I
Labor Crew Ldr II
Planning Illus II2207 em A 1.4
Hourly
2208
2210
Planning Tech
Park Plan Cord
24A
Hourly
2214
2219
Housing Spec Asst
29 A
29
23A
Job Basis
Hourly
2220
Planning Intern
Planner I
A
Hourly
2221
Planner II
27A
Job Basis
2222
Planner III
31A
_Job Basis
2224
2225
Comm Dev Coord
34A
3 2A
3A
Job Basis
Job Basis
2226
Housing Spcl
Housing Spcl Princpl
Job Basis
2227
2228
HousingSppec Sr
Housing Rhb Ln/O Sr
31A
28A
Job Basis
Job Basis
2229
2230
Housing Rhb Ln/O
26A
23A
Job Basis
Hourly
2231
Housing Rhb Est
Housing Rhb Est Sr
23A
Hourly
2232
Sac Prg Analyst
26A
Job Basis
2233
2234
Soc Prg Analyst Asst
Soc Prg Ant Sr
26A
20A
Hourly
Hourly
2235
Soc Prg Ani Supv
25A
Job Basis
2237
Commty Dv Prj Supv
28A
Job Basis
2238
Special Funding Services Coord
29A
2fiA
Job Basis
2239
Social Prog Coord
Job Basis
2240
Asst Hsng Rehab Ln O�
31
31A
A
Job Basis
2244
Asst Hsnq. Rehab Estimator
19A
Hourly
Hourly
JUM
3005
3010
3011
3012
3014
3022
3025
3026
city
Laborer H
Laborer III
ioL
16L
rnouriy
Hourly
Labor Crew Ldr I
Labor Crew Ldr II
17L
18A
Hourly
Hourly
Public Works Supv
Public Works Sup
22A
28A
Hourly
Job
Sani Supervisor
31A
25A
Job BasisBasis
Hourly
Waste Col Supt Asst
Waste Col Supt
28A
Job Basis
31A
Job Basis
-123-
Union
C"Y D„u """"'AFSCM$1AFSCME\200112AFSCME 1907 CONTRACPWOI?KINC 2001,4,,
Date�ez_-
02- 343
Occupational
Code
City
•
Occupational
Title
Salary Range
3104
Auto Eqp Op I
17L
Hourly
3105
Auto Eqp Op II
19L
Hourly
3106
Auto Eqp Op III
21L
Hourly
3107
Auto Eqp Op IV
22L
Hourly
3301
Maint Mech Helper
17A
Hourly
3302
Maint Mechanic
20A
Hourly
3303
Maint Mech Supv
23A
Hourly
3305
Air Cond Mech
264 27A
Hourly
3308
3309
HVACR Su v
30A
Job Basis
3310
—Elee Maintenanee
Electrician
23A
264 27A
KOH
Hourly
3311
Elec Supervisor
27-A He 30A
Job Basis
3313
Gen Maint Worker
17A
Hourly
3314
Gen Maint Rep - Pnt/Mec
20A
Hourly
3315
Gen Maint Rep - Carpen
21A
Hourly
3316
Gen Maint Rep - Elec/Air Cond
23A
Hourly
3318
Gen Repair Maint Supv
23A
Hourly
3320
Elec Line Worker
24A
Hourly
3321
Elec Line Supv
26A
Hourly
3322
Plumber Supv
30A
Job Basis
3324
Plumber
"A 27A
Hourly
8326
Carpenter
21A
Hourly
3327
Carpenter Supv
23A
Hourly
3328
Mason
21A
Hourly
3335
Painter
20A
Hourly
3336
Auto Body Wrkr/Pn
22A
Hourly
3337
Painter Sign
21A
Hourly
3338
Painter Supv
23A
Hourl
3339
Auto Pnt/Bdy Shop Supv
24A
Hourly
3340
Pipefitter
19A
Hourly
3341
Pipefitter Supv
22A
Hourly
3350
Welder
22A
Hourly
3360
Fac Oper Worker
16A
Hourly
3361
Fac Oper Worker Sr
20A
Hourly
3362
Fac Oper Supv
23A
Hourly
3370
Prop Maint Asst Supt
28A
Job Bais
3372
Pol Secuty & Fac Supv
21A
Hourly
3374
Police Fac Asst
19A
Hourly
3402
Fuel Fac Att
15A
Hourly
3404
Auto Mech Helper
17A
Hourly
3405
Auto Service Writer
19A
Hourly
3406
Auto Mechanic
23A
Hourly
3407
Auto Mech Spv
25A
Hourly
3408
Fuel Fac Supv
21A
Hourly
3409
Heavy Equp Mech Helper
18A
Hourly
3410
Heavy Eqp Mech
24A
Hourly
3411
Heavy Eqp Mech Supv
26A
Hourly
Union_4�� "
-124-
Date �—'
C.•UNy D-:1-ent$MFSCM"FSCME�-?OOI 2AFSCME 1907 CONTRACT WORKING 2001.dor
Off.- 343
Occuppational Occupational
Code Title Ulazy Rance
3420
3452
Garage Asst Supt
29A
Job Basis
5071
5076
Supt -Garage or Motor Pool
30A
Job Basis
3455
Fleet Management Rep
22A
Hourly
4005
44- Meeh Sup*
Custodian F.
A
Hourly
4006
4007
Custodian II
Custodian Supv
15L
- Hourly
OnA
14A
Hourly
I7A
Hourly
5017
Pol Prop Unt Ast Mgr
3 &A
29A
Jeb Rig Fii
Job Basis
5019
Identification Aide
26A
16A
job s
Hourly Bas.
5020
Police Comm Clerk
18A
Hourly
5022
Pol Prop Spec I
17A
Hourly
5024.
5025
Pol Prop Spec II
Ident Tech I
19A
Hourly
5026
Ident Tech II
22A
26A
Hourly
Hourly
5027
5030
Mna0
ID/Tech Svcs Supv
Latent Print Examiner
T -,- ,- t.. . -
25 4 LA-
"A 2$A
Job Basis
Hourly
5070
Crime Analyst I
22A
Hourly
5071
5076
Crime Analyst II
Prof Compliance Asst
24A
Hourly
5077
Prof Compliance Rep
19A
26A
Hourly
Job Bsis
5078
Prof Com fiance Su v
14A
ourl
5079
5110
5113
Parking Enforcement Off I
Parking Enforcement Off II
OnA
14A
Hourly
5302
Fire Sfty Spec Sr
17A
25A
Hourly
Job Basis
5303
5304
Fire Sfty Spec Supv
Fire Sfty Spec
27A
Job Basis
23A
Hourly
5518
5319
Fire Safety Educ Supv
27A
job Resis
Job Basis
5320
Fire Resource/Safety Tch
Video Program Spec
24A
Job Basis
5323
5326
Video Program Prod
Rpeteeti?a Eng.
23A
28A
Job Basis
Job Basis
RAM
n_-_-- .n ,
2"
job-Baoio
-i25-
City Union C'.0G .
C: \My DuCumen'MFSCMEMFSCME1200MAFSCME 1907 coN RAcr womtxG 2001.doc
Date a/
02- 343
6001
0
0
Hourly
Occupational
Occupational
16A
Hourly
Code
Title
Salary Range
5406
Comm Tech Supv
27A
Hourly
5407
Comm Maint Asst Supt
28A
Job Basis
5408
Comm Tech Supt
33A
Job Basis
5413
Comm Asst
20A
Hourly
541.4
Police Comm Rcds Custod
22A
Hourl
5415
Comm Operator
22A
Hourly
5416
Comm Oper Supv
24A
Hourly
5417
Qhy Assurance Spec
24A
Hourly
5418
Center Supv
4 28A
Job Basis
5420
Tecl Sys Dev Mgr
33A
Job Basis
5425
Telecommunications Tech.
6A
Hourly
5510
Guard
13L
Hourly
5512
City Ranger
14A
Hourly
5520
Stable Attendant
45A 17A
Hourly
.5523
�S+tab�l�ey Attend Supv
48A 20A
Hourly
5529
5530
Y$e%7try �� •..�
Marinas Faclt Att
14- A
13L
Aj
Hourly
6001
Golf Course Attendant
16A
Hourly
6003
Grounds Tender
16A
Hourly
6005
Park Tender I
17A
Hourly
6007
Park Tender II
19A
Hourly
6010
Greenskeeper
23A
Hourly
6015
Tree Trimmer
16A
Hourly
6016
Tree Trimmer Crew Ldr
18A
Hourly
6020
Cemetery Sexton
20A
Hourly
6021
Parks Naturalist
23A
Hourly
6025
Nursery Tender
17A
Hourly
IRA
6026
6029
e4-4-ie1-3IAU Fjst
Beach Opers Supv
23A
28A
jAh Aio
Job Basis
6035
Parks Supv I
18A
Hourly
6036
Parks Supv II
22A
Hourly
6047
Prks Tch Ser 9pc M&C
27A
Job Basis
6048
Prks Tch Ser Spc E&S
27A
Job Basis
6049
Parks Oprtns Coord
2q4 29A
Job Basis
6050
Parks Supt Off
31A
Job Basis
6051
Oppe�ratins Asst Chief
29A
Job Basis
6053
Chf of Operations Pks
33A
Job Basis
6055
Fac & Grds Tf Mgr
26A
Job Basis
6059
Asst Stad Admin
30A
Job Basis
6062
Marine Stad Mgr
27A
Job Basis
6064
Auditorium Manager Asst
25A
Job Basis
6065
Auditorium Mgr
29A
Job Basis
-126-
City Union G°tf� Date �—
CAMy Dncument4MFSCMEI4F$CME\21i0112RFSCME 1907 CONTRACT WORKING 2001.dor
op.- 34-
6120
6123
0
•
fjob basis
Job Basis
Occupational
Code
Occupational
29A
25A
Job Basis
Job Basis
6170
6172
Title
Salary
Range
6069
6070
Marinas Assistant
Marinas Mgr Asst
19A
Hourly
6071
6080
Marinas Mgr
26A
A
30 30A
Job Basis
Job Basis
6081
Park & Rec Mgr I
Park Rec Mgr II
3414 SOA,
Job Basis
6105
640
.&
Lifeguard (P/O)
n
26A
17A
Job Basis
Job Basis
6107
6109
Pools Supervisor
Sr. Lifeguard (P/O)
22A
Hourl
6118
ra.,.,..,... rl_--3_- e% - - -
19A
Job Basis
6120
6123
Tennis Supv
Program Coord
Zyn
19A
fjob basis
Job Basis
6124
6125
Prg Cord Asst
29A
25A
Job Basis
Job Basis
6170
6172
Therapeutic Rec S ec
P P
�4 25A
Job Basis
6127
6128
Prgm Asst
Prgms Leader
4214 14A
.
Hourly
y
6129
6182
Prgms Spec
20A
18A
Hourly
Hourly
3
Golf Course Supt
P
3414 SOA,
Job Basis
6135
Baseball Supv
20A
Job Basis
6144
peeialist
Gen Recreation Pgm Planner
29A
24A—Mour4y
Job Basis
6140
6149Rec
6151
Specialist
Water Sports Inst
18A
Hourly
6152
6154
Boxin Su v
wre�+;�.,...a_
23A
22A
Hourly
Job Basis
61.60�
` _ r'— "r"'
Fitness Ctr Spc
Z5A
Job Bass
6162
6162
Recreation Asst Supt
Warks and Rec Sery Coord
21A
29A
Hourly
Job Basis
6170
6172
Events Specialist
28A
24A
Job Basis
Hourly
6300
Events Supervisor
ay Care Admin
29A
Job Basis
6301
6302
Day Care Admin Asst
29A
25A
Job Basis
Job Basis
3
Day Care Ctr Supv
D e `d
25AJob
Basis
UQQA
o ,s
7018
7019
Vocational Counselor
Citzn Prog Supv
38A
22A
job Ba
Hourly .
7020
Comm Invol Asst
28A
28A
Job Basis
7021
7028.
Comm Invol Spec
aid;
22A
Hourly
Job Basis
City -127-
Uni,
C WY Dort ineatslAFSCMEIAFSCMEVOOP 2AFSCME 1907 CONTRACT WORKING 2001.doe
Daire_VjV_4a__
02- 343
Occupational Occupational
Code Title Salary Range
7031 Sari sp 11 23A Job Basis
7032 Sani Insp Chief 26A Job Basis
7035 Sani Inspector 19A Hourly
NOTE: Occupation Code No's. 1203, 1213, 1214, 3303, 3327 and 3338 shall be
designated as hourly occupations until such time the occupations are
vacated. Once vacated, the occupations shall revert to job basis
status.
r-- -128-
City Union Dare GLr
C.1Afy aocumcnts\AFSCMEIAFSCMLVOO112AFSCME 1907 CONTRACT WORKING 2001.doc 02-
343
43
Occupational
Code
1036
•
APPENDIX B
Occupational
Title
Assistant
•
City Proposal
&lary Range
22M Hourly
AAf f T � w
1123
Su ervisor of Pavroll Asst
28M
Job Basis
1124
Auditor
23M
Job Basis
1125
Staff Auditor
26M
Job Basis
1127
Staff Auditor Princ
30M
Job Basis
1128
Asst Auditor
19M
Hourlv
i ib g int gee-Qeewd2614—J•e'h u g ri
a
1164 Financial I5 Coord 31M Job Basis
1230
1318
1320
Personnel Off
Personnel Off Sr
26M Job Basis
28M Job Basis
1330 Safety Coord 31M Job Basis
1816 Claims A4justor III 26M Jab Basis
1822 Claims Supv Asst 28M Job Basis
1824 Claims Supv 30M Job Basis
2156 e Enforcement I 26M Job Bgsis
-129-
city Union ..(- — Date 9 �L
CWy Dnru►Trent%MFSCUEMFSCUE1200112AFSCUE 1907 CONTRACT WORKING 2001.dnr
02— 243
Occupational
Code
City
•
Occupational
Title
is
Salary Range
2258 Development Coord 34M Job Basis
3358 Composting Fac Sup 23M Hourly
3371
Supt of Property Mtce
33M
Job
Basis
3450
Fleet Manager
33M
Job
Basis
5065
Criminal Intelligence Anlvst I
26M
Job
Basis
5066
Criminal Intelli ante Anl st II
28M
Job
Basis
5419_
Comm Training Spec
26M
Job
Basis
5425
Telecommunications Tech
32M
Job
Basis
5711
Adm Asst III
31M
Job
Basis
5726
Accountant Supv MIC
28M
Job
Basis
5740
Staff Analyst Senior
28M
Job
Basis
5742
Staff Auditor Senior
28M
Job
Basis
6_060_
Stadium Manager
32M
Job
Basis
7500
Exec Sec Citv Attv
2&3 25U
Job
Basis
7505
Sr Secretary -
21U
Hourly
8000
Adm Asst to the City Manager
290
Job Basis
8002
Commissioner's Aide
090
Job Basis
8003
Admin Asst - City C
210
Job Basis
8005
Admin Asst Sr - City C
230
Job Basis
8006
Chief of Staff
340
Job Basis -
8007
Exec. Secretary
230
Job Basis
8008
Secretary III
19U
Hourly
8009
Special Aide
150
Job Basis
8014
Asst City Attorney
X2E
Job Basis
8015
Admin Secty I
190
Job Basis
8017
Deputy City Attorney
X5E
Job Basis
8018
Admin Secty II
210
Job Basis
8020
Special Asst to Mgr
290
Job Basis
8021
Executive Asst to Mayor
250
Job Basis
8023
Labor Relns Splt
30 2-;U
Job Basis
8024
Labor Rel Sr _
_ 33U
Job Basis
8034
st Clerk Tc
.__._.,,._.
13U
Hourly
8035
Typist Clerk II
15U
Hourly
8037
Typist Clerk III
17U
Hourly
8039
8046
Recept/Typist - CM Office
180
Hourly
Chief of Staff' - Mayor
360
Job Basis
8050
Asst to Director - Pks & Rec
31U
Job Basis
8051
Cl 'ms SuL2ervisqr
3QU
JobBasis
073
Domestic 3Ltgl Admin
33U
Job's
8080
Asst to Dir -Solid Waste
32U
Job Basis
8081
Asst to Dir -Comm Dev
29U
Job Basis
8082
Admin Asst I
25U
Job Basis
8083
Admin Asst H
28U
Job Basis
8084
Receptionist
170MJob Basis
8086
Asst to Dir - Pers Mgt
34U
Job Basis
8091
General Clerk
150M Job Basis
Union__l
-130-
Date
C:Wy Drx-uments4tFSCMEWFSCME�200112AFSCME 1907 CONTRACT WORKING 2001.dor
02- 343
8156
Sr Affirm Action Spec
26U Job Basis
8171
Asst to Dir -Budget
28U Job Basis
nnrT T l r .
01 11*
8178
UMel Internal Auditor
NET Code Enforc Coord
32U
Jab Basis
Occupational Occu ational
27U
Job Basis
8182
Code
tle
Job Basis
Salary
Range
31U
8099
Admin Aide - CM
Communit�r Liaison
210
Job Basis
8101
Secretary IV
270
21U
Job Basis
8104
Secretary II
Job Basis
17U
Hourly
8110
Admin Officer -CC
290
Job Basis
8111
Events Coord
25U
Job Basis
8113
Technical Operations Liaison
19U
Job Basis
8115
Asst to Director/PW
31U
Job Basis
8116
Technical Transcriber
18U
Job Basis
8117
Technical Oper Coord
24U
Job Basis
8120
8122
Chf Dept Clerk
Records Men Coord
29U
Job Basis
8123
SuDnort SeryMLYr
25U
34U
Job Basis
Job Basis
8124
Svc Ctr Mant Worker -NET
17U
Hourly
8128
Clwk--/Rece1Dtioni@t
120
Hourl
.8130
Asst to Dir -GSA
32U
Job Basis
8131
Office Manager
240
Job Basis
8133
8135
Bd & Fin
Mktg Coord
t Adv
27U
Job Basis
8138
Housing Develo Coord
28U
32U
Job Basis
Job Basis
.8139
8140
Agenda Coord
Agenda Coord, Asst
27U
23U
Job Basis
Job Basis
8144
Grants Coordinator
2
M
Job Basis
8145
Typist Clerk IV
19U
Hourly
8148
Asst to Dir - Mgt Audit
30U
Job Basis
8152
8154
n -0r-
Fleet Manager
Ass to Dir — Conf & Pub Fac
�..
32U
32U
Job Basis
Joh Ra�i�
8156
Sr Affirm Action Spec
26U Job Basis
8171
Asst to Dir -Budget
28U Job Basis
nnrT T l r .
01 11*
8178
UMel Internal Auditor
NET Code Enforc Coord
32U
Jab Basis
27U
Job Basis
8182
Exec Asst -Police Chief
29U
Job Basis
8183
8190
Asst to Dir -Police
Executive Asst - Cf of Staff
31U
Job Basis
8191
Communit�r Liaison
230
230
Job Basis
Job Basis
8192
Chief Aloin Assistant
270
Job Basis
8206
8209
Admin Asst. M
Asst to Dir -Bldg & Zng
31U
Job Basis
8210
Zoning Administrator
31U
32U
Job Basis
Job Basis
-I3I-
City Union Dpte
_Vjj�_
C"Wy DncumztusL4FSCMEIAFSCMEV114112AFSCME 1907 CONTRACT WORKING 2001.dvr
0
343
Occupational
Code
•
Occupational
Title
•
Salary Range
8405
Group Insurance Coordinator
32U
Job Basis
8408
Supp Services Coord
31U
Job Basis
8410
Commission Reporter
21U
Job Basis
8411
Administrative Clerk
17U
Job Basis
8415
Asst to Director - Purchasing
30U
Job Basis
8418
Sr Special Asst to City Mgr
310
Job Basis
8420
.. . w .
Media Rel's Spec
I.. • • —. - • nir•
23U
e'f NTT
Job Basis
Y T 1
bozo
rrogjam asst
.i,* u
noun
8470
8428
Sister Cities & Protoc Asst
29U 290
31U
Job
T.,l._32���
Basis
9-4-UP----PSA$AEiv1vvA3:
8430
-
Sister Cities & Protocol Coord
34U- 31.0
Job
Basis
8432
Protocol Director
310
Job
Basis
8434
Real Estate Specialist
31U
Job
Basis
8435
Property Manager
34U
Job
Basis
8438
Eco Development Coord -
34U
Job
Basis
8439
Bus Develo went Su v
31U
Job
Basis
8440
Development Coord
34U
Job
Basis
8441
Preservation Officer
34U
Job
Basis
8444
Inter ov Affairs Coord
290
Job
Basis
8445
Spanish Media Coord
290
Job
Basis
8446
Legal Liaison Mayor
31U
Job
Basis
8447
Corresp Director
310
Job
Basis
8448
Press Director
340
Job
Basis
8452
Youth Program Coord
30U
Job
Basis
8456
Sr Info Svstems Auditor
31U
Job
Basis
8462
Chief Accountant
33U
Job
Basis
8464
Chief of Land Dev
34U 34U
Job
Basis
8465
Land Dev Spec Princ
31U
Job
Basis
8466
Planning Illustrator
22U
Job
Basis
8467
Urban Design Coordinator
32U
Job
Basis
8468
Comm Planner __
_ _ __ _ ___ 31U
_ Job
Bay
8469
NET Community Support Wkr
15U
Hourly
8470
Capital Improvmt Administrator
33U 34U
Job Basis
8472
Chief of Opers
32U
Job Basis
8474
Capital Imp Asst
28U
Job Basis
• ' w
Job Basis
8484
Grant Writer
28U
Job Basis
8498
Exec Asst - Fire Chief/C
31U
Job Basis
8510
Archivist/Rcds Admin
34U .aQU—
Job Basis
8515
Records Sys Spec
26U
Job Basis
8544 EO/Div Spec Sr 2BU 27U Job Basis
8546 EO/Diversity Spec 25U Job Basis
8560 Grants Financial Mgr 32U Job Basis
8562 Budget Analyst 27U Job Basis
-132-
Ciry Union Dare 3 G
CAMv DarumrntrV4FSCME44FSCME1200112AFSCME 1407 CONTRACT WORKING 2001.doe
02- 313
Occupational
Code
8564
8568
r 1
U
Occupational
Title
Coord
ee Services .Aide
•
ftm
Salary Range
Job Basis
Job Basis
8630
Project Mgr
a3''1 a
34U
Jot) nasI8
Job Basis
8632
Employment Mgr
34U
Job Basis
8634
Industrlal/Org Psychologist
84U- 34U
Job Basis
8636
Testing & Validation Spec _
28U
Job Basis
8655
Proj Dir-OWP
IOU Job Basis
ovao
8659
komm lnvoly Mpec
LoanReview Anal st
21U
30U
Job Basis
Job Basis
8660
Sr Proc Ctret O cr
31U
Job Basis
8661
Procurement Aide
19U
Hourly
8668
Labor Compliance Coordinator
26U
Job Basis
8706
Sr. Job Training Supervisor
22U
Job Basis
8715
Comm Service Provider
181J
Hourl
8718
8719
Clerk I
Clerk II
12U
Hourly
8720
Employ Interviewer
14U
17U
Hourly
Hourly
8722
Client Service Coord
32U
Job Basis
8723
Client Svcs Spec
25U
Job Basis
8724
8726
Accountant
Account Clerk
22U
Job Basis
8736
Public Info Coord
17U
30U
Job Basis
Job Basis
8738
8742
Public Info Supv
Code Compliance Spec
27U
Job Basis
8743
Chef -a-t-)-va r in .0
26U
321Z
Job Basis
Hourly
8745
8752
Chief of Inspec Sery
Legislative Coord
33U AZU
Job Basis
8761
Investment/Debt Coord
25U
28U
Job Basis
Job Basis
8764
8770
Financial Dev Coord
Admin Aide I
31U
Job Basis
8773
Admin Aide II
20U
22U
Hourly
Job Basis
8774
8785
Pension Board Adm
Auditorium Mgr Asst
35U
Job Basis
8786
Conv Center Mgr
25U
31U
Job Basis
Job Basis
8788
8793
Tr'aining& Development Coord
Spec Pro
jects Coord
31U
29U
Job Basis
Job Basis
8801
Client Support Sery Aide
20U
Hourly
8803
Assessment & Referral Spec
24U
Job Basis
-133-
Crty Union '�, Date
C'1My Dorwnents'W FSCMEX 4FSCME1200WAFSCME 1907 CONTRACT WORKING 2001.dor
02- 343
Occupational
Code
•
Occu ational
Title
•
Salary Ranae
MU47'rainin
5 ecialist
25U
Job
Basis
8805
8806
Job Placement Spec
Skills Coach
22U
23U
Job
Job
Basis
Basis
8807
8808
Employment Services Manager
Case Management Su v
34-3 28U
28U
Job
Job
Basis
Basis
8809
8810
Case Manager
Sr Job Pl cemt Market S ec
25U
28U
Job
Job
Basis
Basis
8811
Case Mgj Assistant
22U
Job
Basis
8812
8815
8816
Training Coordinator
Contract Compliance Anlst
Contract Com liance Mar
28U
27U
a411Job
Job
Job
Basis
Basis
Basis
8817
8818
Employment Program Anlst
Job PIacementINktL7Vaord
27U
32U
Job
Job
Basis
Basis
Basis
8820 omm Dev Grans Tech Admin 33U
Job
8823
Budget & Fin SL2pRgrt Adv Sr
29E
Job
Basis
8824
Fiscal Assistant
22U
Job
Basis
8825
Fiscal Administrator
33U
Job
Basis
8830
Hse Quality Assurance Aide
19U
Hourly
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 this Agreement.
-134-
�L
City Union Date
CAUy Dvruments44FSCMEMFSCME%200112AFSCME 1907 CONTRACT WORKING 2001.dnr 02- 343
Appendix G . City Proposal
DELETE
MEMORANDUM OF UNDERSTAND G
r
AMENDMENT TO GATES SETTLEMENT
It is hereby agreed that the American Federation of State, County and Munici
Employees ("AFSCME"), Local I907, the .City Independent Group Union ("CIGU'), d the
City of Miami ("City') .shall enter into this Memorandum of Understanding to odify the
funding section of the Gates Settlement; to modify the cost -of -living adjustor ("COLA'; to
redefine the funding mechanisms, the asset valuation methods; tom the pension benefit
multiplier, and to resolve amortisation issues by retirement of the Settlement Schedule B
payments effective from Fiscal Year 1998-99 actuarial val on report of the General
Employees' and Sanitation Employees' Trost {"GESE'D.
PENSION MODIFICATIONS:
Modification in Gates v. CitY of Miami
The AFSCIIZE, CICU, City of
Association, and the City will endorse and .
present to the Circuit Court a joint moti for modification of Final Judgment in Gates v. Ci of
Miami.
Retirement Benefit Multi li (Sectiort 40-255 (a) (3); (b) {2} b, 3 c 1 ; (d) 2; (e) (2) b)
A member e:*nlrcg service retirement, rule of 70 retirement, earl service m rw=t as
A ander Sec 40-255 (b) (3) (c) (1), or vested right to retirement, on or after October 1,
1998, shall be ntitled to receive a retirement allowance equal to 3 percent of the member's
average compensation multiplied by years of creditable service, which amount shall be paid
in monthly installments. Upon retirement on or after October 1, 1998, for ordiaarY
ity, a member shall commence receipt immediately a retirement allowance equal to 3
percent of 90 percent of the member's- average final compensation multiplied by years of
creditable., service, which amount shall be paid yearly in monthly installments, provided such
retirement allowance exceeds 34 ggrcent of the member's average final com nation• otherwise
a retirement allowance 2qual_ to 3 percent of 90 2grcent of the member's averse final 1 01"
compensation, multiplied ythe number of years which would be
the member's service to continue until the attainment of .the memborsuormai gnMent M,
providi Wd further that the resulting retirement allowance does not exceed 4 percent of the
member's average final compensation.
Lona ' Supplement (Section 40-255 (a) (4) c. 2)
Effective October 1, 1998 the longevity supplement spgfied in Section 40-255 (a) (4)
c.2 of the City of Miami Code shall cease to be available.
COLA Benefit (Section 40-256)
Effective October 1, 1998 there shall be a ' ' um COLA benefit of $54.00 per year
=d a maximum COLA benefit inaxease of 00.00 per year, provided the rtd='s fust
anniversary of retirement has been reach The COLA percentage will be increased to 4% of
total benefits and the cumulative CO benefit on a quarterly basis will .be eliminated- The
COLA benefit will be paid on a m y basis.
Asset Valuation Method
The actuarial meth ology for evaluating assets shall be changed to moving market value
averaged over three y , beginning September 30, 1997. (As of October 1, 1997, market value
shall be used; as October 1, 1998, a two-year moving average shall be used; as of October 1,
1999, and th}l` ftr, the three-year moving average shall be used.) Whereby each year the
/:nat value starting with the market value as of October 1, 1997 will be projected
e valuation date based on actual contributions and benefit payments at the assumed
mption. This projected actuarial value is then compared to the market value of assess
at the valuation date. One third of the difference plus prior deferrals is added to the projected
actuarial asset Y24ue to equal the actuarial asset value' Two thirds of the difference ixtv+eef `
,'F.I._? - 2/,4/0-7
projected actuarial and tear cl`ei asset value is each t two ears as
p � deferred to the next y
adjustments to the actuarial asset value. The result cannot be greater than Zfor
et value
or less than 80% of market value,
Cost Method
The modified aggregate entry age normal cost method will be aps as of
October 1, 1998, and each October 1" thereafter, based on demographiVand asset data as of the
previous October 1', adjusted for interest from that date to payment timing. ?his
modification method will deterrniae the annual normal cost on the present value of f'uttme
normal costs spread as a level percent of pay. Typremtue of future normal cost will be
based on the present value of all benefits less prese employee contribution less the
greater of the actuarial accrued liability or value. However, under no
circumstances will the.total cost be determined toAe less than zero.
Amortization Resolution
As of October 1, 1997/gaum'
ctuarial accrued liability in excess of the market
value of assets at that date smaler 30 years as a level dollar amount
After October 1, 1997,mortization periods will beapplied all as level
dollar amounts.
Sources of Change in refunded Liability Amortization Period
Benefit improvemed for Active 30 years
Benefit imorovetnAnt for retirees 15 Years
Actuarial sin/1 .15 ears
Chan a in as tion 20 years
the extent the actuarial accrued liability plus normal cost is less than the actuarial asset
value , all prior amortization bases are
fully funded. 02-
343
r)E,VZ &`<, 09/0,Z
0 0
Agreement Contin eucies
This agreement is contingent upon: (1) ratification by the City Commission; )
ratification by union membership (AFSCME and CIGU) of this Memorandum of Unde ding,
pursuant to the legal requirements for collective bargaining; (3) ratification by the GU union
membership of the October 1, 1997 - September 30, 2000, labor agreement the AFSCIviE
union membership of the October 1, 1998 - September 30, 2001, labor ent; (4) ratification
by the Board of Trustees of GESE; (S) approval by the State of Flori ivision of Retirement
as to the legal requirements for funding; and (6) modification of Final Judgment in Gates v.
City of Miami by the Circuit Court to conform to the7betoween
agreement after notice to the
class of retired employees and hearing.
AGREED to this I7th day of May, 1998, byhe respectiveparties through
an authorized representative or representatives of
Lr �`"� r
v
Charlie Cox, President
AFSCME, Local 1907
Norman Charles, President
CIGU
Lewis Johns P ident
City Miami e ' es Association
C.�
R. Sue W er, Labor Relations Officer
City of ami
D aid H. Warshaw
ity Manager
Associations and by the City Manager.
g2 O'- t 7
Date
."-Q
Date
Date
ccs,
Date
3/�y/cam
02-. 343
A
_19R_ _I
CITY OF MIAMI, FLORIDA
INTER -OFFICE MEMORANDUM
TO: The Honorable Mayor and
Members of the City Commission
FROM: C os A. Gime ez
City Manager
RECOMMENDATION
DATE . March 19, 2002 FILE:
SUBJECT: Resolution Ratifying Labor
Agreement between City of
Miami and AFSCME 1907
REFERENCES:
ENCLOSURES:
It is recommended that the City Commission authorize the City Manager to enter into a
collective bargaining agreement between the City of Miami and the General Employees,
AFSCME, Local 1907 (AFSCME 1907) for the period October 1, 2001 through September
30, 2004.
BACKGROUND
In May of 2001, the City and the AFSCME 1907 began negotiations for a new labor
agreement to replace the one expiring on September 30, 2001. On March 4, 2002 the City
and the AFSCME 1907 reached agreement on a successor labor agreement for the period of
October 1, 2001 through September 30, 2004.
Changes to the three-year labor agreement provide for the following:
Across the Board Increases:
April 1, 2002:
October 1, 2002:
October 1, 2003:
April 1, 2004:
Longevity Increases:
4.5% (includes 1% catch-up)
3.6% (includes 1% catch-up)
2%
2%
22 Years of Service: 21/z% (new longevity step)
CAMy Documents12001 Negotiations\AFSCME1907-CAG-MayorCComm-CoverMemo.doc 02- 343
0 . 0
Pay Supplements:
Communication Operators: 5% (effective upon ratification)
Fire Garage Mechanics:
Safety Shoes:
I% for every 2 licenses (max of 5%)
Increase from $50 to $75 annually
Tuition Reimbursement:
Increased from $600 to $1000 annually
Group Insurance:
City to contribute $8.08 per employee per pay period to AFSCME to
purchase life and accidental death and dismemberment coverage of
$35,000 upon termination of existing obligation with current provider,
resulting in a savings to the City of $109,000 annually.
Employee premiums increased by 20% upon ratification, 10% in January
2003, and 10% in January 2004, as well as an increase in employee co -
pays resulting in a savings to the City of $131,135 annually.
The City and the AFSCME 1907 also agreed to modify the method of providing
supplementary pay to employees injured in the line of duty thus reducing administrative
costs to the City, creating a 36 month DROP program, and language changes to other
areas of the labor agreement providing the City greater flexibility to manage.
A cost summary of the changes to the AFSCME 1907 labor agreement is attached for
your review.
CAGIR Irsw
C,1MY Dw4ments12001 NegotiadOnslAMCM81907-CAG-MayoiCComm-CoverMemo.doc 0 2—
AFSCME Local 1907.- General Employees (2001-20041 0
BENEFITS
Additional New Costs
FY 2002
FY 2003
FY 2004
(1/2 YEAR)
WAGES
4.5% April 1, 2002
$
1,022,604
3.6% October 1, 2002
$
1,672,980
2.0% 10/03 PLUS 2.0% 4/04
$
988,262
LONGEVITY INCREASE5
2 1/2% @ 22 Years
$
92,405
$
3,929
$
7,741
PAY SUPPLEMENTS
5% - Quality Assurance Proficiency
$
66,231
$
4,940
$
5,709
1 % - Fire Garage Mechanics (max 5%)
$
8,639
$
644
$
745
5% - Nat'l Academy Emergency
$
19,197
$
1,432
$
1,655
Medical Dispatch
SAFETY SHOES
$75 Annually ($25 increase)
$
6,250
$
6,250
$
6,250
TUITION REIMBURSEMENT
$1000 Annually ($400 increase)
$
80,000
$
80,000
$
80,000
GROUP INSURANCE
Life Insurance - $8.08 per pay
period per employee to Union
$
36,584)
$
(109,747)
$
(109,747)
Increase in employee co -pays
$
71,274
$
285,093)
$
(285,093)
Increase in employee premiums
$
95,830)
$
(131,135
$
(131,135)
(20% - 02,10% - 03,10% - 04
TOTALS
$
1,091,638
$
1,2441200
$
564,387
LBS - V20/2002 2 A I
0
LBR - 320/2002 02- 243
History of Across the Board Increases
Year/Union
1AFF
FOP
AFSCME
1907
AFSCME
871
CP1U
Miami
CP1U
USA
2001
2%
2%
0%
0%
3.1%
2.7%
2000
2%
2%
2%
0%
3.5%
3.5%
1999
2%
2%
2%
4%
1.5%
2.2%
1998
4%
4%
4%
0%
1.1%
1.3%
1997
0%
0%
0%
0%
2.8%
2.3%
1996
0%
0%
0%
$500
3.3%
2.9%
1995
1%
Take Home Cars
1 %
$700
3.8%
2.9%
1994
3.5%
Take Home Cars
3.5%
0%
3.1%
2.5%
1993
0%
0%
0%
0%
3.5%
2.8%
1992
4%
4%
4%
4%
1.7%
2.9%
Total
18.5%
14%
16.5%
8%
27.2%
26.0 %
w
w
.41
10