HomeMy WebLinkAboutR-99-0071J-99-124
1/13/99
RESOLUTION NO. A C. — _ 71
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
INTERNATIONAL ASSOCIATION OF FIREFIGHTERS,
AFL-CIO, LOCAL 587, FOR THE PERIOD OF OCTOBER
1, 1998 THROUGH SEPTEMBER 30, 2001.
BE IT RESOLVED BY THE COMMISSION OF THE CITY OF MIAMI,
FLORIDA:
Section 1. The City Manager is hereby authorized'/ to
enter into a Collective Bargaining Agreement, in substantially
the attached form, between the City of Miami and the employee
organization known as the International Association of
Firefighters, AFL-CIO, Local 587 for the period of October 1,
1998 through September 30, 2001.
V
Section 2. This Resolution shall become effective
ATTACHIAEuT
II CGTAIE l"�l
CITY CONMSSION
MEETING OF
JAN ? 6 9999
i Resolution No.
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.
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immediately upon its adoption and signature of the Mayor2l.
PASSED AND ADOPTED THIS 26th day of January r
1999.
ATTEST:
WALTER J
JOE CAROLLO, MAYOR
tf#1lttm&-me with Miami Code Sec. 2-36, since the Menyor did riot indicate approval of
ebon by signing it in the designated place providcid, Said k3gi. 'at;on no i
bwamrz, &eA, W with the elapse of ten (10) da 9 from th date of C; m;ss;cn �:rt;cn
t gar�fir�_c; :tea, 'thout the Mayor e erc' in veto.
alter eman, City Clerk
b, CITY CLERK
TO FORM AND CORRECTNESS:`
NDW VILARELLO
ATTORNEY
W3197:LRC:CSK
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.
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AGREEMENT
BETWEEN
CITY OF MIAMI, FLORIDA
AND
INTERNATIONAL ASSOCIATION OF FIREFIGHTERS, AFL-CIO
LOCAL 587
OCTOBER 1, 1998 THROUGH SEPTEMBER 30, 2001
TABLE OF CONTENTS
ARTICLE
ADDENDUM NUMBER I ........................................
AGREEMENT.............................................................
AGREEMENT IN EVENT OF TRANSFER .............. 41
APPENDIXA..............................................................
APPENDIXB..............................................................
APPENDIXC..............................................................
BARGAINING UNIT MEMBERS KILLED IN
THE LINE OF DUTY .............................................. 46
BLOODDONORS ....................................................... 30
BULLETIN BOARDS ................................................. 11
CALL BACK PAY ..................................:.................. 21
DEATH IN FAMILY ......................
• 7 2�
DISCRIMINATION ...............................
4
EARNED PERSONAL LEAVE (FH TIME) .. 24
EDUCATION....................................................... 26
EMPLOYEE RIGHT TO REPRESENTATION ... 34
FAMILY LEAVE AND LEAVES OF ABSENCE 25
GRIEVANCE PROCEDURE................... ....................
15
GROUP INSURANCE ............................ .
17'
HOLIDAYS/VACTI
PAGE
m.
49
12
35
47
5
40
44
61
42
19
26
ON/SICK TIME ..........................
23
- 36
HOURSOF WORK
.....................................................
32
58
LINE OF DUTY INJURIES
....................................
12.
13
LOSS OF EQUIPMENT
29
............................................
49
MANAGEMENT RIGHTS
6
........................ ................
7
NO STRIKE ......................................... 2 1
NOTICES ............ ........................ 8
8
OVERTIME ................................... 20
PARITY..................................................... ... .... I.......... 19
PENSION.................................................................... 43
PERSONNEL ALLOCATION .................................... 33
PHYSICAL EXAMINATIONS ................................... 28
PREVAILING BENEFITS ......................................... 5
33
33
69
'
60
48
C.
RECOGNITION..........................................................
1
1
REPRESENTATION OF THE CITY .........................
39
67
r,
REPRESENTATION OF THE UNION .....................
40
67
RESIDENCY .......................................... ... .......
35
64'
REVENUE INCENTIVE PAY ..........
44
78
SAFETY COMMITTEE ...............
'
SAFETY SHOES ..........................
16
25
E
SAVINGS PROVISION ...........................................
42
68
SHIFT EXCHANGE ...............
9
8
SHIFT STRENGTH......................................................
36
64
SPECIAL MEETINGS .........................:...................
14
18
STATION COMMANDERS ......................................
37
66
SUBSTANCE/ALCOHOL —
PERSONNEL SCREENING ..............................
31
49
TERMINATION AND MODIFICATION ..................
47
81
is
TOTAL AGREEMENT ..............................................
38
66
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AGREEMENT
THIS AGREEMENT is entered into by the CITY OF MIAMI, FLORIDA, a
municipal corporation, hereinafter referred to as the City, and the
INTERNATIONAL ASSOCIATION OF I{'IREFIGHTERS, LOCAL #587, hereinafter
referred to as the Union. It is the intention of this Agreement to provide for wages,
fringe benefits and other terms and conditions of employment. It is further the
intention of this Agreement to prevent interruption of work and interference with
efficient operation of the City of Miami and to provide for an orderly, prompt and
just manner of handling grievances.
ARTICLE 1
RECOGNITION
The City hereby recognizes the Union as the sole and exclusive bargaining agent for
all persons in the Fire Department within the following classifications: Firefighter,
Fire Lieutenant, Fire Captain, and Chief Fire - Officer. Excluded are all other
employees and classifications, and specifically excluded are: Fire Chief, Assistant
Fire Chief, Director of Training, Chief of Fire Prevention; Chief of Rescue, Battalion.
Chief, and Executive Assistant to FireChief.
ARTICLE 2
NO STRIKE
2.1. "Strike" means the concerted failure to report for duty, the concerted
absence of employees from their positions, the concerted stoppage o£ work, the
concerted submission of resignations, the concerted abstinence in whole or in part
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by any group of employees from the full and faithful performance of their duties of
employment with the City, participation in a deliberate and concerted course of
conduct which adversely affects the services of the City, or picketing in furtherance
of a work stoppage either during the term of the Collective Bargaining Agreement
or after the expiration of a Collective Bargaining Agreement.
2.2. Neither the Union, nor any of its officers or agents, .nor members
covered by this Agreement, nor any other employees covered by this Agreement,
will instigate, promote, sponsor, or engage in any strike, sympathy strike,
slowdown, concerted stoppage of work, picketing in support of a work stoppage, or
any other activity which prohibits an employee from reporting for duty.
ARTICLE 3
UNION BUSINESS
An employee organization time pool is hereby authorized subject to the following:
3.1. The City agrees to establish a one time pool bank of six thousand
(6,000) hours per fiscal year to be used in accordance with the provisions of this
Article and during the term of this Agreement. All unused hours will be carried
over to the following fiscal year.
3.2. For each bargaining unit member, except the Employee Organization
President and designee on full time release, who is authorized to use time from the
time pool, the President or his designee shall fill out the appropriate form as
provided by the City. This form shall be processed through ', channels of the
bargaining unit member who is to use the pool time. The form will be processed as
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soon as possible and when possible will be in the office of the Fire Chief seven (7)
calendar days prior to the time the employee has been authorized to use the pool
time
3.3. Bargaining unit members shall be released from duty on pool time
only if the needs of the service permit, but such release shall not be unreasonably
denied. If because of the needs of the service a bargaining unit member cannot be
released at the time desired, the Employee Organization may request an alternate
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Agreement from his or her regularly assigned duties for the City of Miami Fire
Department. The terms of this Agreement for such release are only to be
implemented if the following qualifications are met by the Employee Organization:
A) The Local 587 President and a designee will reasonably be available
at the Local 587 Office currently located at 2980 N.W. South River
Drive, Miami, Florida, 33125, for consultation with the Management
of the City.
B) The Employee Organization President shall be the only Bargaining
Unit representative released on "EUP" time to appear before any
City Board or Commission. In the absence of the President, the
President's designee may represent the Employee Organization;
however, the designee must comply with Section 2 of this Article.
C) The Time Pool - will be charged for all hours during which the
Employee Organization rPresident and the designee is off -duty release
except that absence due to use of vacation leave, compensatory, leave,
sick leave, or holidays willbe charged to the President's and the
designee's employee leave accounts. The Employee Organization
President and designee shall not be eligible for overtime or
compensatory time, unless performing work in excess of the normal
work week for the Fire Department in his/her civil service
classification.
3.7. All applicable rules, regulations and orders shall apply to any
bargaining unit member on time pool release. Violations of the above -mentioned
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rules, regulations and orders shall subject the bargaining unit member on pool time
to the regular disciplinary processes currently provided for in the Miami Fire
Department.
3.8. The City reserves the right to rescind the provisions of this Article in
the event any portion of the Article is found to be illegal. Canceling the Article shall
not preclude further negotiations of future employee pool time.
3.9. Each bargaining unit member covered by this Agreement may
voluntarily contribute vacation time to the Time Pool in 12-hour increments.
3.10. Each bargaining unit member who wishes to donate time will use a
time pool donation form which will be provided by the City. This form shall include
language releasing the City from any and all liability to pay for vacation time
contributed by the bargaining unit member to the Time Pool.
3.11. The Union will be allowed up to three (3) bargaining unit member
representatives who shall be permitted to participate in labor contract negotiation
sessions while on duty with no loss of pay or emoluments.
ARTICLE 4
DISCRIMINATION
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4.3. The Union agrees to support the City's current Affirmative Action
Programs and any other similar affirmative action programs affecting Fire
Department personnel which may be developed by the City in negotiations with the
Union.
4.4. The City and Union agree to support Affirmative Action programs and
any mandates of a court of proper jurisdiction that are designed to bring minority
candidates up to the standard required for the Fire service or other such programs
which are consistent with applicable law.
ARTICLE 5
PREVAILING BENEFITS
5.1. Job benefits heretofore authorized by the City Manager,'' continuously
enjoyed by all employees covered by this Agreement and not specifically provided
for or abridged by this Agreement, shall continue upon the conditions 'by, which they
had been previously granted.
5.2. This Agreement shall not be construed to deprive any employee of
benefits or protection granted by the laws of the State of Florida, ordinances of the
City of Miami, or resolutions of the City of Miami in effect at the time of execution
of this Agreement.
5.3. The City and the Union will meet at the request of the City to
negotiate any proposed changes in those rights and benefits not specifically covered
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by the Agreement, provided however no changes shall be made in the language or
intent of this Agreement except by mutual consent.
5.4. However, nothing in this Article shall prevent the City from
implementing the terms of the current Consent Decree or any future legal
mandates placed upon the City by applicable laws.
ARTICLE 6
MANAGEMENT RIGHTS
6.1. It is understood and agreed that the City possesses the sole right to
operate the Fire Department and that all management rights are expressly
reserved to the City of Miami, but that such rights must be exercised consistent
with the provisions of this Agreement. These rights include, but are not limited to,
the following: discipline or discharge for just cause; direction and supervision of all
personnel; the hiring, the assignment or transfer of employees; determination of the
mission and objectives of the Fire Department; determination'; of the methods,
means, and number of personnel needed to carry out the Fire ,Department's
missions and objectives; introduction of new or improved methods or facilities; and
scheduling of operation and shifts
ARTICLE 7
UNION REPRESENTATIVES
7.1. Representatives of the Union who are not employees of the City shall
be certified in writing to the City Manager. Certified representatives may be
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allowed to meet with individual employees on City property during working hours
to carry on normal business of the Union, if the Fire Chief has prior knowledge of
such activity and such visitation does not interfere with efficient operations.
ARTICLE 8
NOTICES
8.1. The City agrees to make available to the President of the Union the
following notices or bulletins: City Commission Agenda; changes or additions to the
City Administrative Policy Manual and the Personnel Policy Manual; Budget
Estimate as distributed by the City Manager to the City Commission- -which shall
include the Fire Department estimate. Such notices or bulletins will be picked up
by a Union representative at the Labor Relations Office during normal work hours,
or be transmitted through the interoffice mail to'a loca'tion'designated by the Union
President.
ARTICLE 9
SHIFT EXCHANGE
9.1. Employees shall have the right to exchange shifts under the following
circumstances:
A) He may owe up to eight (8) shifts at any one time including "R"
days.
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$) He may be owed up to eight (8) shifts at any one time including
"R" days.
C) Employees may exchange time but in no event will an exchange
of time result in the employee working in excess of two
consecutive tours of duty.
D) Trading of time must be done voluntarily by the employees.
E) The reason for the shift exchange is not related to City business.
F) The period during which time is traded and paid back does not
exceed twelve months.
G)
ARTICLE 10
VACANCIES - PROMOTIONS
10.1. When a classified permanent promotional vacancy occurs in any
position it shall be filled within a reasonable period of time after the official
severance of the vacating .Fire Department member, Filling of all vacancies shall be
in accordance with the Civil Service Rules and Regulations, so long as they are not
inconsistent with provisions of this Agreement. All vacancies shall be filled from
the promotional register in effect at the time the vacancy occurs. If a promotional
register is not in effect, vacancies will be filled from the next promotional register.
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10.4. Further, the Human Resources Department Director will advise
eligible applicants for promotional opportunities of the general area to be reviewed
for preparation prior to the exam.
10.5. The Fire Department Book Review Committee will review and discuss
books and technical publications they deem worthy of consideration by the Human
Resources Department for testing purposes. The Human Resources Department
and the Book Review Committee or its representative shall meet and discuss the
books, materials, scoring procedures, weights of books, etc. to be used in the
promotional examinations for all positions covered by this collective bargaining
agreement. Such input from the Book Review Committee will be received and
considered by the Human Resources Department, but should not be binding on its
usage by the Human Resources Department.
10.6. All promotional registers for Lieutenant, Captain and Chief Fire
Officer shall remain in effect for a period of two (2),years from the date the register
becomes effective, unless the register is exhausted.
10.7. Promotional examinations for classified bargaining unit positions shall
be given as soon as possible after the expiration of the previous promotional register
for the classified position. The cutoff date to determine seniority and eligibility for
the examination will be the first day the examination is administered provided the
examination is administered within thirty (30) days of the expiration of the
previous promotional register. If the examination is administered later than thirty
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(30) days from the expiration of the previous promotional register, the cutoff date
for seniority and eligibility shall be thirty (30) days from the expiration date of the
previous promotional register. The effective date for new promotional registers will
be thirty (30) calendar drays from the expiration date of the previous promotional
register for the classified position, regardless of when the test was given.
10.8. Promotional registers for Lieutenant, Captain and Chief Fire Officer
shall have ties broken using seniority credit that %vas not previously used in
calculating the seniority score for the exam. If a tie still exists, it shall be broken in
favor of the highest ranking Firefighter on the Department seniority list for the
Lieutenants' register, or the highest ranking Officer on, the appropriate seniority in
grade list for the Captains' or Chief Fire Officers' register.
10.9. Except where prevented by Federal law or Federal mandate, qualified
applicants who are State certified as a Firefighter or State certified as a Paramedic,
may be given consideration before other applicants for employment as determined
by the Fire Chief.
10.10. Lieutenant candidates will be required to be a State Certified
Paramedic and have passed the Fire Department driver/engineer course for
eligibility to take Promotional exams establishing registers after October 1, ,2000.
ARTICLE 11
BULLETIN BOARDS
11.1. The City shall furnish at each Fire station, Fire Prevention.. Bureau,
Fire College, Fire Central Information Office, Headquarters Building, Fire Shop
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one's self or another. Supplementary salary shall only be granted for a period of
one hundred fifty (150) consecutive days from the date of injury. Said
supplementary salary may be extended up to an additional sixty (60) consecutive
days for serious injuries upon approval of the City Manager and the Fire Chief. The
one hundred fifty (150) days being when the employee is actually placed on "D".
While the employee is on "D", such time will be calculated consecutively including
days off, "ll" days, etc. If the employee is removed from "D", the non-"D" time will
not apply to the one hundred fifty (150) days period.
Effective the first full pay period following ratification of the labor contract it
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is agreed by the parties that the receipt of supplemental and worker's compensation
pay shall not exceed nor be less than one hundred percent (100%) of the bargaining
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unit member's weekly net base pay (excluding overtime and any pay supplements
not included in the bargaining unit member's base salary). prior to the line of duty
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injury, accident, or occupational disease.
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Bargaining unit members who receive supplemental and worker's
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compensation pay, shall have a weekly amount'of $80.00 ($160 biweekly) deducted
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from supplemental salary ;while on worker's compensation., Should the bargaining.
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unit member receive supplemental and worker's,compensation pay for less than a
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week, the $80.00 weekly deduction shall be prorated as appropriate for the days the
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bargaining unit member was on worker's ` compensation. The $80.00 weekly -
deduction will be deducted on a priority basis above any other deductions, excluding
withholding taxes, FICA, pension or court ordered deductions. To the extent that
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the bargaining unit member's weekly net base pay either exceeds one hundred
percent (100%) or is less than one hundred percent (100%) of the weekly net base
pay the difference will be reimbursed by the employee or employer at the rate of $80
per week, upon return to normal pay status.
12.3. If an accident has been declared compensable by the City and the
employee brings litigation without having first discussed with personnel of the
Claims Division of the City of Miami, concerning any controversy arising out of the
declared compensable accident, then the supplementary salary, as provided by
Resolution No. 39802, shall cease.
12.4. In the event that litigation is filed by an employee following his return
to work without having first met with and discussed with personnel of the -Claims
Division of the City of Miami, concerning any controversy arising out of his declared
compensable accident, it is agreed between the parties that the previously described
supplementary salary shall be recouped from the employee's current salary by way
of payroll deductions, the extent of subsequent payroll deductions shall not exceed
25% of the gross pay per pay period. If the Claims Division of the City of Miami,
does not resolve any controversy Irising out of , a compensable injury to the
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12.5. In the event an employee desires the presence of an attorney to discuss
a controversy with representatives of the Claims Division of the City of Miami, the
parties agree that the attorney shall receive a token fee for his presence of $75.00
per hour, not to exceed $150.00.
12.6. The City agrees to notify and confer with the Union prior to any official
action regarding the discontinuance of any supplemental salary benefit related to a
line -of -duty injury.
12.7. Any condition or impairment of health caused by Acquired Immunity
Deficiency Syndrome (AIDS), Hepatitis, Pulmonary Tuberculosis, or Meningococcal
Meningitis shall be presumed to have been accidental and to have been suffered in
the line of duty unless the contrary be shown by satisfactory evidence. Any
employee covered by this agreement who refuses to take the pre -employment (post
conditional offer of employment) medical examination ' and -,,all' -of its components
relating to the presumptions within this article, shall • notbe entitled to the
presumption outlined in this section and Florida Statutes 112,18.
The presumption in favor of employees referred to in this section shall not
apply to any other contagious diseases which may be contracted by employees.
Furthermore, the presumption shall only be applicable to worker's compensation
and disability pension benefit determinations. Nothing in this Agreement shall be
construed as a waiver of the City's rights under applicable State law.
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ARTICLE 13
SAFETY COMMITTEE
13.1. There shall be a Safety Committee in the City of Miami Fire
Department which shall consist of nine (9) members. Four (4) members shall be
appointed by the Union and four (4) shall be appointed by the Chief of the Fire
Department. A member from the Risk Management Department shall be appointed
as the ninth non -voting member by the Chief of the Fire Department.. upon
confirmation by the Union President. The ninth non -voting member may be
replaced upon a 50% vote of the voting members of the Safety Committee.
13.2. The Safety Committee shall meet bimonthly, or more or less often by
mutual consent, and such meeting shall be scheduled at the time established by the
Chief of the Fire Department. The Chief of the Fire Department, or his designee,
shall preside at all meetings.
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Committee. The Chief of the Fire Department shall arrange for minutes to be
taken of each meeting, and for distribution of copies to each member of the
Committee. Recommendations of the Committee may be sent to the City Manager
or his designee if requested by a member of the Committee.
13.5. Agended issues and subsequent discussions on the subject of safety
and health shall not limit or preclude the right of the Union to seek enforcement of
safety requirements under the Occupational Safety and Health Act, if applicable.
ARTICLE 14
SPECIAL MEETINGS
14.1. The City and the Union agree to meet and confer on matters of interest
upon the written request of either party. The written request shall state the nature
of the matters to be discussed and the reason(s) for requesting the meeting.
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the purpose of computing overtime, time spent in special meetings shall be
considered as hours worked to the extent of the regular work schedule hours which
they otherwise would have worked.
14.3. No special meeting shall be held unless the Fire Chief is notified in
advance and approves the arrangements made for releasing any on -duty Firefighter
who is to attend such meeting.
14.4. The parties agree to participate in the Labor/Management process as
currently established. The Labor/Management process is an ongoing tool for
addressing and solving issues and problems concerning the Union, the Department
and the City. Issues are dealt with as they arise and do not require the formalities
of reopening negotiations. Any agreements made that have an economic impact on
the City must be approved by the City Manager or his designee. It is agreed this
process complies with and is an extension of Article 14, as the Labor/Management
process applies to collective bargaining.
ARTICLE 15
GRIEVANCE PROCEDURE
15,1. A grievance is defined as a dispute involving the interpretation or
application of the specific provisions of this Agreement, except as exclusions are
noted in other articles of this Agreement.
15.2. A grievance shall refer to the specific provision or provisions of the
Agreement alleged to have been violated, Any grievance not conforming to the
99 -- '71
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provisions of this paragraph
or that contains non -identification of a specific
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article(s) of this agreement shall
be denied and not eligible to advance through the
steps of the Grievance Procedure including arbitration. Grievances involving
Workers' Compensation are not subject to this Agreement, except that a question
concerning supplemental salary may properly be processed as set forth in the
Article entitled "Line. of Duty Injuries."
15.3. To simplify the Grievance Procedure, the number of "working days" in
under this Agreement would preclude the use of said Grievance Procedure to
resolve such alleged grievance issues.
15.5. Nothing in this Article shall prevent the Union from appearing before
the City Commission or other City boards on matters concerning the terms and
conditions of employment or on any matter affecting the welfare of its members,
and such shall not be considered as an election of remedy under this Article.
However, such appearance by the Union. shall not be in violation of Florida
Statutes, Chapter 447.501 (2), (a), (b), (c).
15.6. Grievances shall be processed in accordance with the following
procedure:
Step_1. The aggrieved employee shall discuss the grievance with his
immediate officer within five (5) working days of the. occurrence which gave
rise to the grievance. The Union representative may be present to represent
the employee, if the employee desires him, present. The immediate officer
shall attempt to adjust the matter and/or respond, to the employee within five
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(5) working days.
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Where a grievance is general in nature in that it appliesto a number of
employees having the same issue to be decided, or if the grievance is directly
between the Union and the City, it shall be presented directly`at Step 3,of the
yl Grievance Procedure, within the time limits provided for" the'submission of a
y grievance in Step 1 and Step 2 and signed by the aggrieved employees or the
Union representative on their behalf. The Election of Remedy form as
provided in Section 15.4 of this article shall be completed and attached to
grievances presented directly at Step 3. All grievances must be processed
within the time limits herein provided unless extended by mutual agreement
in writing. Any grievance not processed by the Union in accordance with the
time limits provided in each step of the Article shall be considered
conclusively abandoned. Any grievance not processed by the City within the
time limits provided herein shall be automatically advanced to the next
higher step in the Grievance Procedure.
Step 2. If the Grievance has not been satisfactorily resolved at Step 1,
the aggrieved employee or employees shall meet with the Union Grievance
Committee on non -City time and non -City property and the Union Grievance
Committee shall determine if a grievance exists If the Grievance Committee
decides to advance the Grievance, a Union 'representative shallreduce the
grievance to writing on the standard form provided by the City ,,for. this
;L
purpose and present such written grievance to the, Fire Chief' within forty
(40) calendar days from the date the Step 1 answer was given to the grievant
or the Union. The Fire Chief shall meet with the Union representative and
shall respond to the Union in writing within five (5) working days fiom
receipt of the written grievance. Within the forty (40) calendar day time
frame as outlined above, the Union 'shall'notify the Fire Chief in writing of
the nature of the grievance; what specific provision(s) were allegedly violated;
-22- 99-- 71
i �r
whether the Union will advance the grievance; and the date on which the
grievant was advised of the Committee's decision. if the Union decides not to
advance the grievance, the grievant must submit a written grievance to the
Fire Chief within three (3) calendar days of the date on which he was advised
by the Union of its position or the grievance shall be considered abandoned.
The parties agree, however, that nothing in this section shall be construed to
prevent a member of the bargaining unit from presenting his grievance to the
public employer and have such grievance adjusted without the intervention
of. the Union Representative, if the adjustment is not inconsistent with the
terms of the Collective Bargaining Agreement then in effect.
Step 4. If the Grievance has not been satisfactorily resolved at the
Step 3 level of the Grievance Procedure, the Union or an individual
bargaining unit grievant may request a review by an impartial arbitrator
provided such request is filed in writing with the Labor Relations Officer no
later than fifteen (15) working days after the Labor Relations Officer's
response is due in Step 3 of the Grievance Procedure.
15.7. The parties to this Agreement will attempt to mutually agree upon an
independent Arbitrator. If the parties fail to select an arbitrator, either the Federal
Mediation and Conciliation Service or the American Arbitration Association shall
be requested for a panel or panels to be submitted. If the parties cannot agree they
will alternate between the two (2). The cost of said panel(s) shall be shared equally
by the parties.
15.8. The arbitration shall be conducted under the rules set forth by the
American Arbitration Association on this subject except that°Rules 1; 2,'3, 4,`5, 6,
7(b), 8, 9, 12, 14, 15, 16, 21, 25, 42, and 43 shall not be applicable or utilized by the
Arbitrator. Subject to the following, the Arbitrator shall have jurisdiction and
authority to decide a grievance as defined in this Agreement. The Arbitrator shall
have no authority to change, amend, add to, subtract from or otherwise alter or
supplement this Agreement or any part thereof or any amendment thereto. The
Arbitrator shall have no authority, to 'consider or rule; upon, any natter which is
stated in this Agreement not to be subject to. arbitration"or,which is not a grievance
as defined in this Agreement, or which is not specifically`covered by this Agreement;
-24- 99— (1
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nor shall this Collective Bargaining Agreement be construed by an arbitrator to
supersede applicable laws in existence at the time of signing this Agreement.
15.9. The Arbitrator may not issue declaratory or advisory Opinions and
shall confine himself exclusively to the question which is presented to him, which
question must be actual and existing.
15.10. It is contemplated that the City and the Union mutually agree in
writing as to the statement of the matter to be arbitrated prior to hearing. When
this is done, the Arbitrator shall confine his decision to the particular matter thus
specified. When the parties are unable to agree, the Arbitrator shall decide the
issue or issues to be arbitrated.
15.11. Each party shall bear the expense of its own witnesses and of its own
representatives. The parties shall bear equally the expense of the impartial
arbitrator. The party desiring a transcript of the hearing will bear the cost of same.
15.12. Copies of the award of the arbitration made in accordance with the
jurisdiction or authority underthis Agreement shall be furnished to both parties
within thirty (30) days of the hearing and shall be final and binding on both parties.
ARTICLE 16
SAFETY SHOES
16.1. The City shall reimburse bargaining unit employees up to $75 for the
purchase of an initial pair of safety shoes or the replacement of same due to job
-25- 99 71
related wear and tear or accidental destruction. To receive this allowance, the
employee will present the purchased shoes and the bill of sale to a management
representative. Safety shoes paid for by the City shall only be worn when on Fire
Department business, including reporting to and from work.
16.2. The Chief of the Fire Department or his designee shall determine
when, in his judgment, a pair of safety shoes shall be issued as replacement. Safety
shoes shall be issued on the basis of need and not on an automatic basis. Any
bargaining unit member requesting the replacement of more than one (1) pair of
safety shoes during a calendar year shall satisfactorily demonstrate in writing on a
form provided by the City that the replacement of said safety shoe is necessary due
to job related wear and tear or accidental destruction.
ARTICLE 17
GROUP INSURANCE
17.1. The City agrees to pay $5.26 per pay period for the cost of life
insurance coverage and accidental death and dismemberment coverage currently
provided by the IAFF, Local 587.
-26-
9 9 - '71
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17.2. Employees will contribute $13.75 per pay period toward the cost of
employee health coverage (medical) or $77.50 per pay period toward the cost of
.family coverage where the employee elects to take such coverage for point of service
plan,
1.7.3. Employees electing to take medical coverage under the closed HMO
plan shall contribute $5.23 per pay period toward the cost of employee health
coverage or $38.19 per pay period toward the cost of family coverage.
In accordance with current practice, when employees choose to be
covered under City Dental, the employee will continue to pay the Dental premium.
17.4. Plan design and all plan benefits shall be those outlined within the
employees benefits handbook and shall not be changed without mutual agreement
of the City and the Union.
17.5. A standing committee will be created called the Health Insurance
Committee. It shall be made up of five (5) City'.6f Miami employees, one member
appointed by the IAFF, one member appointed by AFSCME, two members
appointed by the City Manager and one picked by mutual agreement of the IAFF,
AFSCME and the City Manager. The Group Benefits Administrator shall serve as
a technical advisor to the committee, but will not be a member nor have a vote.
The committee. shall meet monthly or as needed to review employee
complaints, suggestions, etc. The committee shall have the authority by majority
vote, to remedy, situations concerning claims, sac` long as the decision, does not
change the current benefits. The committee may make recommendations on benefit
-27- 99- 71
1
changes that would save the plan(s) money, to the City and the Union for
immediate consideration of the parties.
The committee is intended to reduce the need for the grievance procedure and
to suggest new ideas in providing a better and more efficient health insurance
system. The parties agree, however, that employees bringing complaints to the
committee shall be entitled to use the grievance procedure if the committee's
remedy, if any, is not satisfactory to the employee.
ARTICLE 18
WAGES
18.1. The City agrees to increase the wage rates in accordance with the
following schedule. The increases will be effective on the first day of the first full
pay period following the dates indicated.
October 1, 1999 2%
October 1, 2000 2%
September 1, 2001 2%
18.2. Those employees hired after September 27, 1993, who are not rehired
firefighters as outlined in this Article, shall be hired at 10%o'below Step 1 and shall
remain at 10% below the Step 1 rate fora period of six (6) months. Upon
completion of the six (6) month period, the Firefighter/probationary employee shall
be paid as reflected in Step 1 of the appropriate appendix, whichever is applicable.
z8- 99
71
13.3. A sixteen (16) and twenty one (21) year longevity half step of 2.5
percent each, will be implemented effective the first full pay period following
October 1, 1994. The sixteen (16) and twenty one (21) year longevity will be
granted in the same manner as the ten (10), fifteen (15) and twenty (20) year
longevity steps.
15.4. In lieu of an across-the-board pay raise for fiscal year 1993-94, and
continuing thereafter, employees shall upon retirement (all kinds, including
vesting), receive a retroactive salary increase of five percent (5%) for the employee's
last or highest one (1) year's salary.
The five percent (5%) salary increase shall be reflected in the hourly pay rate
for the purpose of calculating leave balance payoffs. The five percent (5%) salary
increase shall not be applicable to overtime.
18.6. Effective the first full pay period following October 3, 1993, the EMT
pay supplement and any pay supplements not equivalent to a five percent (5%) pay
step shall be paid to the eligible employees as a separate pay item.
18.7. Effective September 27, 1.993, any City of Miami employee, unless a
former fire bargaining unit employee as specified in 18.8, that transfers or is hired
as a firefighter into the Fire Department as a uniformed bargaining unit employee
shall be placed at the firefighter wage rate as specified above in Section 18.2.
18.8. Former fire bargaining unit employees who left the employ of the Fire
Department under honorable conditions and who have been approved by the Fire
Chief shall be placed on a reemployment list, provided the former firefighter is a
State certified firefighter. The reemployment list shall be considered separate from
the eligibility list for new hires.
Those on the rehire list may be hire&.by the Fire Chief as openings occur
without regard to the eligibility list for new hires. In. addition the following shall
apply:
A) In accordance with State certification requirements, eligibility shall
be limited to three (3) years following the "effective date of
resignation.
B) Under conditions set forth above, any former permanent fire
bargaining unit employees having one (1) to four (4) years, and
eleven (11) months of previous continuous service as a firefighter
-30- �9- 71
will be placed at Step 1 of Salary Range 24 (48 hour shift) of the
Firefighter classification. Former permanent fire bargaining unit
employees having five (5) or more years of previous continuous
service will be placed at Step 3 of Salary Range 24 1,48 hour shift) of
the Firefighter classification.
18.9. Leaves of absence without pay or suspension of any duration shall
cause the effective date of the longevity and anniversary date to be deferred by the
same number of calendar days embraced by said leave.
18.10. Any bargaining unit employee upon normal retirement from City
service, or separating under honorable conditions, who has served for a period of
twenty five (25) years or more, shall be granted, at the time of his/her normal
retirement or honorable separation, one hundred seventy three and three tenths
(173.3) hours of pay if on a forty (40) hour work week and two hundred eight (208)
hours of pay if on a forty eight (48) hour work week.
18.11. As part and in consideration of benefits provided in this Agreement to
the Union and the Union's representation that they will be able to generate
additional revenue to fund this labor agreement and in consideration of the Union's
good faith effort to cooperate with the City in the funding of the Agreement, the
City has made good faith representations to the Union that it will be able to fund
this Agreement:
4 � .. t'�., if�^r!-s����i��+cs�'�T't'��cr !�w'"u, '"P.:�"'g�`tx-�'rik4tff',ca,+,,�}5�•7na �,:..�^�' << ..
The City hereby knowingly, intelligently and unequivocally waives its right
not to fund any year of this Agreement. The only exception to this waiver is in the Y `
case of a "true fiscal emergency," which is unanticipated at this time.
f„
In order for the City to establish a "true fiscal emergency" so as to lawfully .
not fund any year or years of this Agreement, the City must demonstrate that there
is no other reasonable alternative means of appropriating monies to fund the
Agreement for that year or years.
Not with standing any other article of this Collective Bargaining Agreement, `.
the City hereby specifically agrees that any disputes concerning the application or
interpretation of the funding of the contract will be resolved through the grievance
arbitration procedure of this Agreement.
If an arbitrator determines that the City has breached its funding
requirements under this Agreement, the parties jointly confer upon the arbitrator
jurisdiction to order the City to appropriate the necessary monies to fund the
Agreement. This also applies to any enforcement proceeding under Chapter 682,
Florida Statutes.
This article applies to any status quo period following the expiration of this
contract.
ARTICLE 19
PARITY
19.1. The monthly rates paid employees covered by this Agreement shall be
not less than the monthly rates paid comparable ranks of the Miami Police
Department. The comparable ranks are as follows:
Firefighter
Fire .Lieutenant
Fire Captain
Chief Fire Officer
Police Officer
Police Sergeant
Police Lieutenant
Police Captain
19.2. It is clearly understood that parity extends only to wages between the
foregoing classifications of employment and that wages are those that are identified
by the official City of Miami Pay Plan. 'It is further agreed and understood that
parity exists exclusively with wages and does not include other terms and
conditions of employment.
ARTICLE 20
OVERTIME
20.1. All work performed in excess of an employee's normal work day and
in excess of an employee's normal work week shall be considered overtime work.
Employees performing overtime work shall be paid at the rate of time and one-half
at their straight time hourly rate of pay.
20.2. Employees shall be compensatedfor overtime as set forth below:
a) Employees may be paid for holidays and other overtime as it
occurs or, at their option, they may accumulate compensatory
33 99 (1
... ,. .... ..�F v`",�' YS:'f t .sv ,�ir,a•�, , F SiM�.df'nY{�1 kF14�7�.. �EkF!�!'FiN7f:�i R r'�"�.3,' a q1 . z. .,
time up to a maximum of 200 hours. Prior to November 1 of
each year, the employee may elect to be paid for the full
accumulation of earned time on the last pay day in November or
carry over up to 48 hours for use during the fallowing calendar
year. If the employee elects to carry over up to 48 hours of
Ex:
compensatory leave, any additional balance shall be paid on the ,
last pay day in November.
b) Employees may schedule up to 48 hours of compensatory time in
conjunction with their vacations.
c) Compensatory time which has not been previously approved
i>
may be taken off at the sole discretion of the Fire Chief. Denial
of requests to use unscheduled compensatory time shall not be
subject to any grievance procedure.
d) In the event a state of emergency is declared due to an act of
God and the City Manager grants emergency leave, such leave
shall not be included in determining eligibility._ for overtime.
-34-
20.4. The parties agree that assignments of overtime work shall rest solely
with the Department Head.
20.5. The parties agree that the assignment of overtime work is on an
involuntary basis and any employee refusing assignments of such work is subject to
disciplinary action as deemed appropriate by the Department Director.
ARTICLE 21
CALL BACK FAY
21.1. All employees covered by the terms of this Agreement who are called
back to work while off duty shall be paid at least three (3) hours minimum, plus one
(1) hour's travel time, at the employee's overtime rate provided by Article 20.
-35-
9 9 - '71
as an individual, shall be taken as EPL, vacation, compensatory leave, or leave of
absence without pay.
ARTICLE 22
WORKING OUT OF CLASSIFICATION
22.1. The City agrees that any person covered by this Agreement who is
required to accept the full responsibilities and carry out the duties of a rank above
that which he normally holds shall be paid at the hourly rate of one (1) step above
his current rate in his regular classification while so acting, provided he works in
that capacity for a minimum of four (4) hours.
22.2. The Fire Chief or his designee may at his sole discretion select the best
qualified employee to serve in a classification higher than the classification in
which he has Civil Service status. The employee will serve in this capacity for such
periods of time as best suits the needs of the Fire Department as determined by the
Fire Chief or his designee.
ARTICLE 23
IIOLIDAYS/VACATION/SICK TIME
23.1. The following days shall be considered holidays:
New Year's Day
Columbus Day
Washington's Birthday Veterans Day
Memorial Day Thanksgiving Day
Independence Day Day After. Thanksgiving
-3b-
9 9 -- 71
Labor Day Christmas Day
Martin Luther King's Birthday
23.2. Any additional holidays declared by official resolution of the City
Commission shall be added to the above list.
23.3. New fear's Day, Independence Day, Veterans Day, and Christmas will
be on January 1st, July 4th, November 11th, and December 25th, respectively.
However, those bargaining unit employees who work 40 hours per week will
observe the above four (4) holidays on the same dates as do the non -uniformed
employees of the City.
23.4. Any employee covered by this Agreement, in pay status, at the time
the holiday occurs, shall, at his option, if assigned to a twenty-four (24) hour shift
(48 or 52 hour work week), be paid for ten (10) hours at his regular rate of pay or
receive ten (10) hours of compensatory time, if assigned to a ten and a half (10.5)
hour shift (42 hour work week), be paid for eight and three quarters (8.75) hours at
his regular rate of pay or receive eight `and three quarters (8.75) hours of
compensatory time, or if assigned to a forty (40) hour work week be° paid for eight
(8) hours of compensatory time or be paid eight (8) hours at his regular rate of pay.
23.5. It is agreed and understood that premium pay for work performed on a
holiday shall be calculated as one-half of the actual time worked. An employee who
works an eight (8) hour shift on which the holiday occurs, shall receive four (4)
additional hours as premium pay an employee who works a sixteen (16) hour shift
-37- 99— 71
on a given holiday shall receive eight (8) additional hours as premium pay; if
assigned to a ten and a half (10.5) hour shift on which the holiday occurs, shall
receive five and a quarter (5.25) additional hours as premium pay; and all
employees whether they are off or on duty oil the day on which the holiday occurs
shall receive ten (10) hours for the holiday. The ten (10) hours, plus the premium
pay as defined alcove is payable in cash or earned time at the employee's option
according to the following:
Any additional holiday time declared by the City shall be
considered under the holiday option of cash or earned time for
the actual amount of time so declared as holiday; premium pay
shall be calculated as one-half the actual amount of time worked
for such additional holiday time.
23.6. Longevity vacation on the sixth, seventh, eighth, ninth and tenth year
of employment will be granted at the rate of ten (10) hours per year longevity
vacation. From the eleventh year on it willbe granted.at the rate of five (5) hours
per year, and sick time will be granted at the rate of ten (10) hours per month.
23.7. The following changes to. he vacation schedule will apply:
a) The vacation time multiplierfor scheduling vacations shall be
changed to 1.1.
b) The Hazardous Materials Team members shall schedule the
vacation under this agreement.
-38-
99- 71
23.8. After the accumulation of six hundred (600) hours (four hundred and
eighty (480) hours for forty (40) hour week employees) of sick leave, further
accumulation shall at the employees option, be:
Option 1 - Added to the employees sick time bank
Option 2 - Paid for all sick leave hours in excess of sixty (60) hours annually
(forty eight (48) hours for forty (40) hour week). Time earned for
each calendar year shall be paid the first full pay day in February.
Option 3 - Credited to an employee's vacation leave at the rate of five (5)
hours vacation leave for each ten (10) hours of sick leave earned.
23.9. Employees covered by this Agreement who retire after October 1, 1993
shall be paid for one hundred percent (100%) of accumulated sick leave up to twelve
hundred (1200) hours and fifty percent (50%) of accumulated 'sick leave above
twelve hundred (1200) hours. Employees whose sick leave payoff was limited to
fourteen
hundred
and
forty
(1440)
hours
shall
have the option
of keeping the
fourteen
hundred
and
forty
(1440)
hours
limit
or selecting the
twelve hundred
(1200) hours limit with payout at one hundred percent (100%) and fifty percent
(50%) of accumulated sick leave above twelve hundred (1200) hours. Employees
working less than forty eight (48) hours per week shall have their sick leave
converted accordingly.
23.10. Vacation shall betaken by the first payroll period following the last
payroll period of the calendar year in which the vacation was credited. The first
payroll period ending date for calendar year 1997 is January 4, 1997. Forty (40)
-39-
99- '71
hour and forty two (42) hour employees (or 48 hour and 52 hour employees) shall
only be allowed to carryover one hundred and fifty (150) hours (or 180 hours) of the
previous year's credited vacation. Any excess vacation over the one hundred and
fifty (150) hour (or 180 hours) automatic carryover not taken within the payroll
calendar year will be forfeited.. Employees who were on disability at the time of
their scheduled vacation shall be paid for all excess vacation over one hundred and
fifty (150) hours (or 180 hours) at the employee's January 1, hourly rate of pay
following the year the vacation would have been scheduled. if an employee is
unable to take a previously authorized vacation due to cancellation by his/her
Department and the vacation cannot be rescheduled within the payroll calendar
year, any hours in excess of the one hundred and fifty (150) hours (or 180 hours)
which would have been forfeited shall be paid for at the employee's January 1,
ARTICLE 24
EARNED PERSONAL LEAVE (FLOATING HOLIDAY TIME)
24.1. Effective upon ratification of the labor agreement, it is agreed that the
bargaining unit members who have six (6) consecutive months or more of
satisfactory service shall be entitled to twenty (20) hours earned personal leave off
each calendar year if assigned to a 24-hour'shift or sixteen (16) hours if assigned to
' i r
a 40-hour week (17.5 hours if assigned to a 42 hour week). The earned personal
leave hours may not be taken in less than one (1) hour increments. The earned
personal leave hours shall be mutually agreed upon by the employee and his
District Chief/Rescue Battalion Captain if on a 24-hour shift or Division Chief if on
a 40-hour week consistent with the needs of the Fire 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 with the
City. There shall be no liability to pay any overtime under this Article unless the
employee is qualified to receive overtime as specified under Article 20 - Overtime.
-41-
9 9 - 71
ARTICLE 25
FAMILY LEAVE AND LEAVES OF ABSENCE
25.1. The parties to this agreement believe that the terms and conditions set
forth in this article meet or exceed the requirements specified within the Dade
County Family Leave ordinance and the Family Leave Act of the United States. In
the event that they do not, the Dade County Family Leave ordinance and the
Family Leave Act will supersede these terms and conditions.
25.2. Bargaining unit employees may take a leave of absence without pay
z,
not to exceed ninety (99) days during a twelve (12) month period for the birth or
t
5 !
adoption of a child, the serious illness of a family member or the employee's own ,; ... .
serious illness.
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25.3. Leave without pay for a seriously ill family member or serious illness
-42-
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25.10. Bargaining unit employees who desire to take a leave without pay for
any reason specified in this Article shall not accrue leave time. At the expiration of
the leave of absence without pay, the bargaining unit employee shall be returned to
the position or equivalent position vacated when said leave of absence without pay
was granted. Leave of absence without pay during the required probationary period
shall extend the probationary period the lengthy of time used during said leave of
absence without pay.
ARTICLE 26
EDUCATION
26.1. All employees covered by this Agreement, who are ordered to attend
off -duty courses by the Fire Department shall be paid as provided for in Article 20 -
Overtime for all time spent in attendance.
-44-
99-
71
26.4. Those employees attending classes paid for by the City shall not draw
supplemental educational benefits from any other source. Should the employee
wish to apply to receive supplemental educational benefits, i.e., GI Bill, lie or she
will not receive educational payments from the City.
26.5. Bargaining unit members shall have their base salary increased if
certified as specified below by the percentages listed. New employees hired after
ratification of the labor agreement will not be eligible for the EMT or Paramedic
Certification pay as outlined in this article until completion of the first six (6)
months of employment.
State Certified EMT (non Paramedics) - 1.5%
State Certified Paramedic - 5.0%
Effective the first full pay period following ratification of the labor agreement
State Certified Paramedics shall receive an additional one and a half percent (1.5%)
separate pay supplement.
26.6. Effective the first full pay period following October 1,1993, employees
who are State Certified Paramedics or State certified EMT's`permanently bid into
Advanced Life Support positions on ALS apparatus (Rescue or Paramedic pumpers),
will have their base pay increased, five percent (5%) for Rescue assignment pay.
Effective the first full pay period following ratification of the labor agreement
Lieutenant's assigned to swing or unassigned in the Emergency Response Division
(ERD) will receive the Rescue assignment pay.
-45-
9 9 - 71
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26.7. The City agrees that any person covered by this Agreement who is
required to ride in an ALS position who is not receiving ALS assignment pay (all
positions on Rescues, Squads, and ALS positions on paramedic Fire apparatus)
shall be paid at one (1) step above their current hourly rate for all hours worked,
provided they ride in that capacity for a minimum of four (4) hours. Effective upon
ratification of the labor agreement probationary Fire Fighters will not be entitled to
receive ALS Acting Pay.
26.8. Effective the first full pay period following October 1, 1993, employees
shall receive an additional increase for using certifications specified below by
percentages listed. Effective October 1, 1995, any increases or decreases in the
number of positions that receive any of the certification increases listed below shall
be agreed upon by the Department and the Union by mutual agreement.
Hazardous Materials Technician assigned to the
Hazardous Materials Team
1.5%
State Certified Fire Service Instructor assigned to
Instructor positions
1.5%
State Certified Fire Inspector assigned to the Fire
Prevention Bureau
1.5%
N.A.U.I. or P.A.D.I. certified divers assigned to
the Dive Team
1.5%
Employees assigned to the SWAT Team
1.5%
-46-
99- 71
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ARTICLE 27
DEATH IN FAMILY
27.1. 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 (42 hours for employees on 42 hour work week) for any death of a member of
the employee's immediate family. 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,
stepfather and/or stepmother if they have raised the employee from infancy
y f
regardless of place of residence) and may include any other person who
was an
actual member of the employee's household for ten (10) or more years immediately
5 4:
prior to their death. Within thirty (30) calendar days from the date the employee
t4 '
returns from a death in the family, the employee shall, upon request, file a copy of
the death certificate of the deceased family member. Said death certificate must be
attached to a form approved by the Office of Labor Relations 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 subject to
disciplinary action up to'and including dismissal.
27.2. 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 the relationship
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of the deceased to the employee and/or other appropriate criteria as deemed
appropriate by the Office of Labor Relations.
27.3. At the request of the employee, the Department Director may
authorize the use of accrued vacation or compensatory leave.
27.4. Employees on twenty-four hour tour of duty shall be bound by the
above Sections except that they shall be authorized up to two (2) consecutive tours
of duty on leave with pay.
ARTICLE 28
PHYSICAL EXAMINATIONS
28.1. Employees shall be required to take a physical examination as follows:
a) Employees forty (40) years of age or older - one per year
b) Employees thirty (30) years of age or older - one every other year
c) Employees under thirty (30) years of age - one every three years
28.2. The schedule set forthinSection 28.1 and the content of the present
physical examination shall continue, unless changed by mutual agreement of the
parties.
28.3. The City agrees to provide physicals that are mandated by State or
Federal law, including but not limited to hazardous materials team and dive team
physicals.
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ARTICLE 29
LOSS OF EQUIPMENT
29.1. A bargaining unit employee shall reimburse the City for the repair or
replacement cost of lost, stolen, or damaged City equipment when the City
demonstrates that the employee's careless and/or negligent act(s) resulted in the
loss, theft, or damage.
ARTICLE 30
BLOOD DONORS
30.1. Employees who volunteer as blood donors to contribute to a City
supported Blood. Donor Organization will be authorized the absence necessary to
accomplish this purpose. The Blood Donor Organization's personnel will determine
what amount of time the donor will need from the point of donation till the City
donors are released to go back to work.
ARTICLE 31
SUBSTANCE/ALCOHOL - PERSONNEL SCREENING
31.1. In an effort to identify and eliminate on or off -duty controlled
substance/alcohol abuse, urinalysis/blood tests shall be administered as provided''
herein:
Employees refusing to give a blood/urine sample under any of the following
conditions will be dismissed. Employees will be advised of their contractual rights
relative to expedited arbitration.
-49- 99 71
RANDOM SUBSTANCE SCREENING
Employees meeting any of the criteria below shall be subject to random substance
screening. Employees who meet any of the criteria below shall be subject to random
substance screenings for a period of one hundred and eighty (180) calendar days
from the date the criteria was met. After the period of one hundred and eighty
(180) calendar days, if and when employees meeting criterion 1 have accumulated
above one hundred and fifty (150) hours of sick leave and employees meeting
criterion 3 or 4 have not been late or absent without leave (AWOL) for a one
hundred and eighty (180) calendar day period, they shall no longer be subject to
random substance screening, unless they meet the criteria again in the future. The
City shall be limited to a maximum of two (2) substance screenings in each one
hundred and eighty (180) calendar day period the employee is under random
substance screening.
RANDOM SCREENING POOL CRITERIA
1) Probationary firefighters are subject to screening until off probation.
2) Employees assigned to a forty eight (48) or fifty two (52) hour work week
with less than one hundred and fifty (150) hours of sick leave
accumulation. Employees assigned to a; forty' (40) or forty, two (42) hour
week with less than one hundred and twenty, (120) houis of sick leave
accumulation.
3) Employees who are absent without leave (AWOL) twice within a one
hundred and eighty (180) calendar ;day period from the most recent AWOL
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if on a forty eight (48) or fifty two (52) hour work week or three (3) times
within a one hundred and eighty (180) calendar day period if on a forty
(40) or forty two (42) hour work week.
4) Employees reporting late (including any incidents of absence without
leave) for duty three (3) times within a one hundred and eighty (180)
calendar day period if on a forty eight (48) or fifty two (52) hour work
week or five (5) times within a one hundred eighty (180) calendar day
period if on a forty (40) or forty two (42) hour work week.
REASONABLE BELIEF
SUBSTANCE SCREENING CATEGORIES
A) Where a District Chief, or above has a reasonable belief based upon
objective factors that the employee has possession or is using,
dispensing or selling any illegal drug or controlled substance which is
not prescribed by a licensed physician.
B) Following any vehicular accident occurring on -duty, on an off -duty
detail, traveling to or from same; involving employee(s) where a
District Chief, or above has 'a reasonable belief based upon objective
factors that the involved employee(s) may be under the influence of
alcohol or may have been using, possessing, dispensing or selling
controlled substance, unlawful, mind -altering, or non -physician
prescribed drugs.
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C) Where a District Chief, or above has a reasonable belief based upon
objective factors that the employee is under the influence of alcohol
on -duty, or on an off -duty detail, or traveling to or from same, or
while covered for portal to portal pay for workers' compensation.
SUBSTANCE SCREENING PROCEDURES
31.2. Employees shall give either a blood sample, for suspected alcohol use
or a urine sample for suspected substance abuse as determined by the City at either
a hospital or accredited testing lab, as chosen by the City. The hospital or
accredited testing lab shall include sufficient safeguards to ensure that a proper
chain of custody is enforced. When a sample is taken under any of the above
circumstances, a portion of the first sample shall be retained. All positive tests for a
controlled substance will be confirmed using the employee's separate second sample
if given or the reserved portion of the initial sample, by Gas Chromatography/Mass
Spectrometry (G.C.M.S) or better testing. Testing procedures shall be under a
reliable state licensed clinic laboratory.
31.3. Should the employee wish to give a separate second,sample it shall be
performed at either a hospital or accredited testing lab, as chosen by the City,
within four (4) hours from the time of giving the initial sample. In the event an
employee declines to offer a second sample for the separate second test, or is unable
to give a second sample within the four (4) hour time period, the reserved portion of
the first sample will be utilized. Employees shall be notified of a positive result
within twelve (12) hours from the time a sample was given. Notice to the employee
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9 9 - '71
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of the first test being positive shall be considered to have been served upon the
employee by verbal notification or by a representative of the Department delivering
a notice to the employee's last known residence as shown on the Department's
personnel roster.
31.4. If an employee is ordered back to duty for testing, the provisions of
Article 21 (Call Back Pay) will apply.
31.5. Where a bargaining unit member alleges that an order made under
this article is not consistent with the criteria cited herein, he/she shall comply with
the order, and may simultaneously file a protest with the communicator of the
order.
31.6. Disputes arising as to whether there was reasonable belief shall be
arbitrable under the Expedited Arbitration Rules of the American Arbitration
Association. All other issues involving grievances shall be processed as outlined
within Article 15 - Grievance Procedure.
31.7. The employee(s) shall not be disciplined until a positive test result is
communicated` to the City. However, if the employee's conduct in connection with
the substance/alcohol abuse amounts to conduct for which the City may otherwise
discipline the employee, the City may take action prior to knowing of a positive test
result.
31.8. The IAFF will be advised -of passed or failed tests to the extent that
the releasing of such data is not inconsistent with Federal or State .laws' regarding
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1
the privacy of said test or if the individual involved, does not want his test results
released to the IAFF.
31.9. The following cutoff concentrations shall be applicable for
determining whether specimens are negative or positive for the following drugs or
classes of drugs for the initial or confirmatory test procedures. A positive result
shall be a concentration in excess of those listed below.
Initial Test Level (ng/ml)
Cannabinoid (Marijuana)
50
Cocaine
100
Opiates
300
Phencyclidine
25
Amphetamines
500
Methaqualone
100
Methadone
300
Propoxyphone
300
Tricyclic Antidepressants
300
EXPEDITED ARBITRATION
31.10. It is anticipated as soon as possible after ratification of the labor
agreement between the City of Miami and IAFF, Local 587, the President of the
Local and the City Labor Relations Officer will pick two (2) area permanent
umpires to hear employee drug grievances. The two Umpires will alternate hearing
only grievances where the bargaining unit member alleges a violation of Article
31.1. A., B or C. Said grievance will be limited to whether or, not there was
reasonable belief based on objective factors to require the grievant to take the
Alcohol/Controlled Substance test.
-54-
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31.11. Reasonable Belief Substance Screenings shall not be tested if the
employee grieves the test under expedited arbitration until the umpire rules that
there was reasonable belief to test the employee.
31.12. The cost of the Umpire's decision will be borne by the employer if
the umpire rules there was not reasonable belief to require the employee to take the
test. If the umpire rules there was reasonable belief to require the employee to take
the test, the Union will pay the cost of the umpire if the Union processed the
grievance. If the grievant processed the grievance on his/her behalf, he/she will pay
the cost of the Umpire.
31.13. It is anticipated that an expedited hearing would be held before the
Umpire under the American Arbitration .Association rules of expedited arbitration
and no post hearing briefs would be filed. The drug grievance will be submitted
directly to arbitration and will be heard no later than five (5) calendar days after
the employee was required to take the Alcohol/Controlled Substance test. The
Umpire will rule at the close of the hearing and an oral response from the umpire
will be sufficient to settle the grievance.
31.14. The two Umpires shall serve from year to year and shall be
appointed by a letter jointly signed by the Union President and the Labor Relations
Officer. Should either the City or the Union wish to drop an Umpire the Umpire
shall be notified and the parties shall agree on a replacement. If they are unable to
-55-
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n
19
agree, each party will put two (2) names into a hat and the name drawn will be the
replacement for one (1) year.
31.15. If the bargaining unit: member remains silent and/or does not
indicate that he/she desires the test results in accordance with Article 31.3, it shall
be presumed that he/she has elected to go to expedited arbitration.
31.16. If the employee grieves the test, said grievance must be in writing
and submitted by fax or hard copy to the Labor Relations Office on the same day as
the test or no later than the next regularly scheduled work day of the Labor
Relations Officer. The test sample will be thrown out, if the Umpire rules there was
no reasonable belief to test the employee. If the umpire rules there was reasonable
belief to test the employee, the test sample(s) shall be tested and the results
released as outlined in this article.
REHABILITATION
31.17. In the event that the results of the urinalysis/blood test are positive,
the following criteria will apply:
A) The employee at his/her own cost shall, within seventy two (72) hours
Mi
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i
return to work if the Iprogram administrator approves; if not, the
E. ;
employee may be suspended until the program administrator approves
return to work. Such suspension shall not exceed six months. If the
employee can not return to their regularly assigned position after six
(6) months they shall. be dismissed. If the employee does not
successfully complete the program including aftercare, he or she will
be dismissed. Employees shall not be permitted to work in combat
program
positions ro until ram administrators feel certain there is no
possibility they are using drugs and submit this opinion in writing to
the City. If and when the employee successfully completes the in-
patient portion of the program, as determined by the program
administrator, the employee shall be allowed to return to work.
B) Upon being notified of a positive test, the employee will be
immediately relieved of duty. If relieved of duty, the employee, if
eligible, will use all of his/her earned time, vacation time, and sick
time, and then he/she will go off the payroll.
C) If the employee fails to enter, participate in and/or successfully
complete any part of the rehabilitation program, including any after-
care program, the employee shall be terminated from his/her
D) Effective upon ratification of the labor agreement, employees cleared to
return to work by rehabilitation administrators, shall be subject to
substance screenings at management's discretion for a period of two (2)
years from the date the employee returned to work. The City will be
limited to a minimum of three (3) and a maximum of five (5)
screenings per twelve (12) month period. Employees tested shall be
entitled to a second test as outlined in Article 31.3. Employees who
decline to offer a. sample shall have the reserve portion of the first
sample utilized as outlined in Article 31.3. Employees who test `
positive to confirmatory test shall be terminated from employment'
i
with the City.
E. Effective upon ratification of this Agreement, employees will be
entitled to one chance at a successful rehabilitation during their
employment with the City. Employees who have been through at least
one (1) rehabilitation program, who are screened shall be entitled to a
`x
separate second test as outlined in Article 31.3. Employees whose
sample tests positive on confirmatory test shall be terminated from
employment with the City.
ARTICLE 32
HOURS OF WORK
32.1. The work week shall be as follows: 24 hours on duty, 48 hours off „
duty. A day off, now known as an "R" day, shall be granted once every seven (7)
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scheduled tours. This schedule will effect a 48 hour work week. Any changes in
this schedule shall be subject to negotiations between the parties.
32.2. An "R" day shall be defined as a regular day off as scheduled by the
Fire Chief or his designee and must be taken on the day so designated. An
employee may not have the choice to substitute any other official accumulated time
or any official time as provided by the City of Miami unless approved by the Fire
Chief or Deputy Chief.
32.3. Effective the first full pay period following October 1, 1995, an optional
fifty two (52) hour work week will be established as follows: twenty four (24) hours
on duty, forty eight (48) hours off duty, a day known as an "R" day, shall be granted
once every fourteen (14) scheduled tours. This schedule will affect a fifty two (52)
hour work week. Employees working this schedule shall be paid at the same hourly
rate as they would on a forty eight (48) work week. Time accumulations shall be
based on a forty eight (48) hour work week. Only those volunteering for a fifty two
(52) hour work week shall be assigned to it. The number of positions and seniority
bidding will be negotiated by the parties. Wages shall be those specified in the
appropriate salary schedule contained within this Agreement (See Appendices).
3
banks will be based upon a forty two (42) hour work week (prorating 48 hour week
time accumulations to forty two (42) hour work week). Wages shall be those
specified in the appropriate salary scheduled contained within this Agreement (See
Appendices). Personnel will bid for these positions, with the senior qualified bidder
being assigned. If there is not a sufficient number of personnel bidding for the
assignments, the least senior qualified personnel may be assigned.
ARTICLE 33
PERSONNEL ALLOCATION
33.1. The City agrees to provide minimum staffing for firefighting apparatus
in active service. In order to provide a minimum level of safety to personnel in the
bargaining unit, apparatus in service shall be staffed with no less than:
1). 4 persons per aerial unit
2). 4 persons per quint unit
3). 4 persons per pumper unit
4). 3 persons per rescue unit
5). 2 persons per squad unit
6). 1 person per air truck
33.2. If, in the future, new types of apparatus are placed in service, which
are not covered above-, the City and the Union will meet to negotiate a minimum
staffing level for the new types of apparatus. If agreement is not. reached within
thirty (30) days, the dispute shall be submitted to arbitration consistent with the
grievance procedure contained in Article 15.
33.3. The Union agrees that this article has no effect on the City's rights
under Article 6, Management Rights, except as outlined above. Specifically, the
City has the sole authority, whether exercised or not, to determine the number and
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99- 71
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kinds of firefighting/rescue apparatus needed to fulfill the Fire Department's
mission. Such Management. decision will not be grievable or arbitrable.
ARTICLE 34
EMPLOYEE RIGHT TO REPRESENTATION
34.1. Where an investigation is initiated by the Management of the City of
Miami Fire Department against an employee covered by this Agreement concerning
criminal charges and where a formal statement under oath is elicited from the
accused employee, the interrogation shall be conducted under the following
conditions:
(a) The interrogation shall be conducted at a reasonable hour,
preferably while the accused is on duty, unless the seriousness
of the investigation is of such degree that an immediate action is
required. If the accused is off duty at the time of the
interrogation, the accused shall be entitled to overtime.
However, if he or she is eventually found guilty of the charges
through the applicable administration processes, any overtime
r
shall be forfeited in addition to any.., penalty, imposed for the
violation. If it occurs while on duty, =d commanding officer or a
supervisor. of the accused shall be notified of the interrogation.
(b) If the interrogation is conducted by or for the Department, it
shall take place in the Miami Fire Department building. If the
interrogation is to be conducted by or for another investigating
'
-61- 99- 71
(c)
(d)
(e)
City agency, it shall be conducted at either the investigative
agency's City office or at the Miami Fire Department.
The accused shall be informed of the rank, name and command
of the officer in charge of the investigation, the interrogating
party and all persons present during the interrogation. All
questions directed at the accused shall be asked by and through
one interrogator at any one time.
The accused shall be informed of the nature of the investigation
prior to any interrogation, and given the names of all known
complainants.
Interrogations shall be for reasonable periods and shall be timed
to allow for such. personal necessities and rest period as are
reasonably necessary.
(f) The accused shall not be subjected to abusive or offensive
language or threatened with transfer, 'dismissal or other
disciplinary actions.No promise, reward or threat or action
shall be made as an inducement to answering any questions.
(g) The complete interrogation including when recesses are taken
shall be recorded, and there shall be no unrecorded questions or
statements.
(h) The accused shall not be obligated into giving a second
statement concerning the same facts elicited in an original
interrogation. This will not preclude an investigator from
-62- 99 71
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asking questions at a later time, that were not covered by the
first statement.
(i) No mechanical device, including, but not limited to, polygraph,
psychological stress evaluator, et al., shall be forced onto an
accused, nor shall disciplinary action be taken against an
accused who refuses to submit to such testing.
(j) If the accused is under arrest, or is likely to be arrested as a
result of the interrogation, he shall be fully informed of his or
her legal rights prior to any interrogation.
(k) At the request of the accused, he or she shall have the right to
be represented by counsel or any other representative of his or
her choice during the entire interrogation.
(1) Where an attorney or employee representative is requested but
cannot be present within four (4) hours of notification, the
employee shall be required _ to obtain another employee
representative or counsel. When an employee representative or
counsel is present, he shall be only., an `advisor. and shall not
have the right of cross examination.
34.2 The above shall not apply to investigations' and review of infractions of
non -criminal City and Departmental Rules and Regulations provided, however; any
employee covered by this Agreement who is disciplined as the result of: the: alleged
violation of City or Departmental Regulations, Rules or Policies shall have the right
-63- 99- 71
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to have Union representation present if he or she desires it. If such meeting occurs
between 9:00 a.m. and 5:00 p.m. on normal Monday through Friday business days
the employee shall be allowed two (2) hours to have Union representative present.
If such meeting occurs at times other than those described above, the employee
shall be allowed four (4) hours to secure Union representation. 'rhe Union
representative shall be an advisor to the employee and shall not have the right to
cross examination.
ARTICLE 35
RESIDENCY
35.1. It is agreed that while residency is not a condition of employment a
candidate that is otherwise equally qualified will be given, at time of hire,
preference for employment in order of domicile as follows: (1) City of Miami
resident, (2) Dade County resident, (3) resident outside of Dade County.
ARTICLE 36
SHIFT STRENGTH
hundred and thirty six (536) (including vacancies) will be assigned to the
Emergency Response Division to provide emergency services.
36.2. During the time this Agreement is in effect, if there are any vacancies
of the six hundred and five (605) uniform positions (retirement, termination, quit,
etc.) the salary and cost of fringe benefits of the vacant position or vacating
employee(s) will accumulate at the rate of sixty two thousand dollars ($62,000) on
an annual basis per vacancy. This money shall be accounted for in a budget line
entitled "salary reserves." "Salary reserves" shall be used to pay personnel cost in
maintaining a minimum of one hundred and twenty (120) uniform personnel on
duty per shift. These personnel costs include the costs of overtime, increased work
hours under Article 32.3, Hours of Work, or the hiring of new firefighters. If at any
time there are no funds within the "salary reserves" line of the budget, service shall.
be provided with those on duty and overtime personnel shall not be hired for
-65- 99- 01
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accumulate during the life of this Agreement and shall not be shared with the
bargaining unit member's.
ARTICLE 37
STATION COMMANDERS
37.1. All Station Commanders shall receive a one percent (1%) increase in
wages. Openings for Station Commander after this Agreement becomes effective
shall be filled in the following order:
A) The senior in grade Captain assigned to the station requesting the
assignment.
B) If no requests are made, the least senior in grade Captain assigned to
the station shall be the Station Commander.
ARTICLE 38
TOTAL AGREEMENT
38.1. The parties agree that this Collective Bargaining Agreement
represents the total agreement during the life of this contract, and no requests shall
be made to increase the cost of wages, hours and working conditions through the
Civil Service Board, City Manager, the Mayor, or the City Commission during the
life of this Collective Bargaining Contract.
ARTICLE 39
REPRESENTATION OF THE CITY
39.1. The City shall be represented by the City Manager, or an individual
designated in writing to the Union by the City Manager. The City Manager shall
have authority to execute an Agreement on behalf of the City upon being directed
by an official resolution of the City Commission.
39.2. It is understood that the City representative or representatives are the
official representatives of the City for the purpose of negotiating with the Union.
Negotiations entered into with persons other than those as defined herein,
regardless of their position or association with the City, shall be deemed
unauthorized and shall have no weight of authority in committing or in any way
obligating the City.
ARTICLE 40
REPRESENTATION OF THE UNION
40.1. The bargaining unit shall be represented by the President of the Union'
or by a person or persons designated in writing to the City Manager or his designee
by the President of the Union. The identification of representatives shall be made
each year prior to April 1.
40.2. The President of the Union, or the person or persons designated by
said President, shall have full authority to conclude a collective bargaining
-67- 99— 71
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agreement on behalf of the Union subject to a majority vote of those bargaining unit
members voting on the question of ratification.
40.3. It is understood that the Union representative or representatives are
the official representatives of the Union for the purpose of negotiating with the
City. Such negotiations entered into with persons other than those as defined
herein, regardless of their position or association with the Union, shall be deemed
unauthorized and shall have no weight or authority in committing or in any way
obligating the Union.
40.4. It shall be the responsibility of the Union to notify the City Manager or
designee in, writing of any changes in the designation of the President of the Union
or of any certified representative of the Union.
ARTICLE 41
AGREEMENT IN THE EVENT OF TRANSFER
41.1. The City agrees that in the event of a transfer of the Fire Department
or its functions to Miami -Dade County, all the rights and benefits of the transferred
employees guaranteed under this Agreement shall be continued for the term of this
Agreement.
ARTICLE 42
SAVINGS PROVISION
42.1. If this Agreement or any provision, section, subsection, sentence,
,
clause, phrase or word of this Agreement is declared invalid by a court of competent
i=
99- "71
68
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71
i
jurisdiction, the remainder of the Agreement shall remain in full force and effect.
The parties will meet., promptly, to negotiate replacement language in accordance
with Chapter 447, Part I1, Florida Statutes.
42.2. During the term of the Agreement, the parties agree the City may take
reasonable steps to comply with the provisions of the Americans with Disabilities
Act.
ARTICLE 43
PENSION
43.1. Employee pension contributions
A. Effective the first full pay period following October 1, 1999, employee
contributions will be reduced to seven percent (7%).
B. In future years, employee contributions`to.fund pension benefits shall
be seven percent (7%) or equal to the City's contribution, whichever is
less.
43.2. Individual Contribution Accounts (ICNs)
A. Should the employee contribution be less than seven percent. (7%), _the
difference between the seven percent (7%) and the actual contribution
shall be deducted from the employee's paycheck and placed into an
individual contribution account, as part of the FIPO Trust. Individual
contribution accounts shall be established as allowed by the IRS Code.
Only if it is found that the IRS Code does not allow for an individual
9 9 - '71
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account, the reduction in contribution shall be reflected in the
employee's paycheck.
1. Earnings: Interest on ICA's shall be determined in the same
manner as the COLA transfer methodology. Interest shall be
credited periodically to the ICA's as determined by the FIPO
Board's actuary, but not less than once a year.
2. Disbursements: Employee contributions and earnings in ICA's
shall be deemed one hundred percent (100%) vested upon
deposit. Upon the employee's separation, ICA balances shall be
disbursed as provided under the IRS Code. Disbursement of
-70-
times years of creditable service of the employee's average final
compensation for the first. fifteen (15) years of service and 3.5%
for each ,year of service in excess of 15 years of service.
2. Upon ratification of the labor agreement employee retirement
allowances shall not exceed one hundred percent (100%) of the
employee's final average compensation with the following
exceptions;
a) Employees, whose retirement allowances, prior to October
1, 1998, who had already earned one hundred percent
(100%) or greater of the employee's average final
compensation shall continue to accrue pension benefits as
outlined under 43.4, A 1.
-71 -
9.9`
GENERAL PROVISIONS
A. Eligibility
1. Any firefighter who has reached age fifty (50) with ten (10) years
of creditable service, or who has attained a combination of age
plus years of creditable service equal to sixty four (64), shall be
eligible to participate in the DROP.
B. Election to participate
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achieved, the bargaining unit member must terminate
employment.
D. Creation of individual account
1. For each person electing participation in the DROP, an
individual account shall be created.
E. Earnings on DROP account
1. The Board of Trustees of the Retirement System shall establish,
by administrative rule, a series of investment vehicles which
may be chosen by participants in the DROP. Any losses
incurred on account of the option selected by the participant
shall not be made up by the City of Miami or the FIPO trust
fund, but any such loss shall be borne by the participant only.
Upon participation in the DROP, the member shall make a
selection of the earnings program on forms provided by the
board. All interest shall be credited to the employee's DROP
account.
F. Distribution of DROP benefits
1. Upon conclusion of a period of participation in the DROP not to
exceed the maximum set forth in, section C, the member shall
terminate employment. Upon termination of employment, a
-73-
99-
71
r: ;
r.. .� I s n f�.yy.��..�� _ A t •Y '.. � .�rtm.c-. �� t t i ,rt.m.v v .. ... :..� `- . � 3 '�l+t.'t`td... .... 5� r.: �. � ++ •. ` ,`,� — .±rc„ N+; tir.. r-.-r, t, ,: �! .
member may receive payment from the DROP account in the
following manner:
a) Lump sum distribution;
b) Periodic payments;
c) An annuity;
d) Rollover of the balance to another qualified retirement
plan.
2. A member may defer payment until the latest date authorized
by Section 401(a)(9) of the Internal Revenue Code.
G. Disability or Death during DROP participation
1. Disability - A DROP participant shall not be entitled to receive
an ordinary or service disability retirement.
2. Death - In the case of the death of a DROP participant, there
shall be no, accidental death benefit for pension purposes.
This article shall not effect any other death or disability benefits
provided to a firefighter under federal law, state law, City ordinance,
or this Agreement.
H. COLA_Participation
1. Eligibility for payments for cost of living adjustment (COLA)
shall not commence until`; a member has actually separated from
employment with the, City. CODA service years shall be based
-74-
99- 71
7 }
upon creditable years of service in calculating the employee's
pension. For the purpose of complying with Section H(3)(m) of
the Amended Final Judgment in Gates, the employee's "Date of
Retirement" shall be the date of actual termination of
employment as a firefighter with the City of Miami and not the
date of election to DROP.
I. Any employee who enters into a DROP agreement shall be bound by
the terms and conditions of that said agreement.
FORWARD DROP
A. The date of entry into the FORWARD DROP shall be the beginning of
a pay period. Payment shall be made by the retirement system into
the employee's DROP account in an amount equal to the regular
monthly retirement benefit which the member would have received
had the member separated from service and commenced the receipt of
-75-
99- 71
rd
47
B. Election of a FORWARD Drop Program precludes participation in a
BACDROP Program.
BACDROP
A. Eligibility: Effective upon ratification of the labor agreement an
employee may elect to BACDROP to a date no further back than the
date of their retirement eligibility date. The BACDROP period must
be in 12 month increments, beginning at the start of a pay period, not
to exceed 36 months. Participation in the BACDROP does not preclude
participation in the FORNVARD Drop program.
B. The benefits for purpose of the BACDROP will then be actuarially
calculated to be the equivalent to the benefit earned at the date of
retirement. Said calculation will: consist of the present value of
benefits being equal. to the actuarially reduced benefit, plus a lump
sum with interest, as determined `by the Pension Board's actuary.
Employee contributions will not be returned for the period of time
covered by the BACDROP Program.
C. Lump Sum. The lump sum as calculated by the Board's actuary will
be based on the assumed investment return of the fund without
discount for mortality and deposited into the newly created DROP
account.
-76-
99-- 71
43.6. Investment Expenses: Effective as of the actuarial valuation for October 1,
1998, the investment return assumption shall be net of any investment
expense assumption.
43.7. .Leave Balance Payoff Options. Employees electing to retire may select one of
the two following leave balance payoff options:
A. Payment of leave balances upon retirement as currently specified
under the labor agreement and/or leave payoff practices.
B. The City shall fund tip to a maximum of three (3) whole creditable
service years for the employee based upon the value of the employee's
available leave balance at time of retirement less required withholding
taxes at present value as actuarially determined for each individual
employee. Upon exhausting the value of the leave balances, employees
may purchase the remainder of the three (3) years by payment of cash
to the Pension Trust. The hourly rate . for' calculation of the leave
balances shall be as specified under the labor, agreement and or leave
payoff practices. The purchase of service, years"under"this 6 tion�'may
not be utilized for service/Rule of 64 retirement eligibility. If in the
future the constructive receipt issue can' be. satisfactorily resolved, this
benefit shall be available using pre-tax value of employees' leave
banks.
-77-
99- 71
1
ARTICLE 44
REVENUE INCENTIVE PAY
Effective the first full pall, period following January I, 1999, bargaining unit
member's shall receive, in recognition of their efforts in generating new revenue, a
"revenue incentive" wage payment of three and seven tenths (3.7%) percent.
The revenue incentive wage payment shall be segregated on the employees
paycheck stub so employees realize the pay is based upon their performance. The
revenue incentive wage payment will not be rolled into any pay supplements.
ARTICLE 45
TUITION REIMBURSEMENT
45.1. It is agreed between the parties that, effective upon ratification of the
labor agreement, a tuition reimbursement program designed to encourage
bargaining unit members to improve their job performance and increase their value
45.3. All course work must be taken at or from _ an accredited college,
university or educational institution approved by the City Manager or the Labor
-7s-
99
f
71
- rp-..9m.�n.-, :�xr+e.n�'�+.� �.;6?�rsx.�'s'�,`+',•�'�E!�%r��..°,C.x�.'�'v.�:�ik�uru:r�t�T.�c�*�n.>,4-r
TMATIMIN
IONS
Relations Officer. Course work taken under provisions
of this Article must be
�
directly related to the bargaining unit member's job dutiesCl
. ass attendance will
,-
be on the bargaining unit member's own time unless otherwise noted in
-
the course
announcement. and authorized by the City Manager or the Labor Relations Officer.
fficer.
45.4. Effective October I., 1998 reimbursement will be limited
-
to straight
tuition costs up to a maximum of $600.00 per
I year. Books, incidental
fees, and
other costs related to the course work will not be reimbursed b the e City. The
reimbursement limitations specified in this Article do not apply to the
educational
reimbursement specified in Article 26- Education.
45.5. To be eligible for reimbursement,
the bargaining unit memb er's must 1
-
successfully complete the course work and provide evidence of
successful completion
to the City. Successful completion must be evidenced by a "C"
grade of or better.
45.6. Procedures for reimbursement will betas follows:
A. The bargaining unit member must obtain three
(3) copies p es of the
Application for Tuition Reimbursement form 'for each
course
from his department or'tfie Human Resources Department.
B. The bargaining unit member must complete the
application in
triplicate and submit it to the Fire Chief prior to registration
at
the education institution
.'
C. " The Fire Chief will then review the application and if approved
forward the. original and one copy to the Human Reso I
- es
-79- 99- "71
n
Department. If the application is disapproved, it is then
returned to the bargaining unit member by the Fire Chief.
D. The Human Resources Department has the authority to approve
or disapprove the application, and applications not approved will
be returned to the Fire Chief with the reason for rejection noted
thereon.
45.7. In the event the bargaining unit member resigns or is terminated from
the City within one (1) year following completion of the course(s) for which City
funds have been expended, the amount of tuition reimbursement paid to the
bargaining unit member will be reimbursed to the City by the bay gaining unit
member upon his termination from the City through a deduction from his final
paycheck.
45.8. Upon completion of the course work, the bargaining unit member must
submit his semester grade report together with the tuition fee receipt to th
e he Fire
Chief. The Fire Chief will submit the approved application
for ; .tuition
reimbursement along with the bargaining unit member's semester rade
g report to
the Finance Department who shall then reimburse the bargainm ' unit m g ember for
the City's share of the tuition reimbursement. The Fire�Chief will advise
the
Human Resources Department of the employee's satisfactory com let
P ion _ of ,the
course.
ARTICLE 46
BARGAINING UNIT MEMBERS KILLED IN THE LINE OF DUTY
46.1. Effective October 1, 1998, any full-time Bargaining Unit Member who
is killed while in the performance of his or her official duties or who subsequently
dies from injuries within 12 months of the incident from his or her wounds shall be
given a promotion to the rank of Battalion Chief. Leave balances will be paid off at
the hourly rate of the newly promoted rank. The beneficiary of the deceased shall
receive a sum of $100,000 from the City of Miami upon said employee's death.
Application shall be made to the Human Resources Department for payment of such
death benefits.
ARTICLE 47
TERMINATION AND MODIFICATION
47.1. After a majority vote of those bargaining unit members voting on the
question of ratification, and thereafter upon its ratification by an official resolution
of the City Commission ratifying the Agreement and authorizing the City Manager
to sign the Agreement on behalf of the City, then the Agreement, upon being signed
by the appropriate Union representative and the City Manager, shall become
effective October 1, 1998, except where otherwise stipulated. This Agreement shall
continue in force until September 30, 2001,
47.2. On or before May 1, 2001 the Union shall notify the City in writing of
its intention to renegotiate the Agreement in force and attached thereto shall
include a list of proposals which shall inform the City of the items which they desire
-81-
C
;Ni. y AV.1 ax
W
is
to negotiate, together with specific language describing its proposals. The changes
indicated in the proposals shall be designated with a strike through of deleted
language and new language will be underlined.
47.3. On or before May 1, 2001 the City shall present the Union with a list
of proposals it desires to negotiate together with specific language describing its
proposals. The changes indicated in the proposals shall be designated with a strike
through of deleted language and new language will be underlined.
47.4. Initial discussions shall thereafter and no later than June 1, 2001 be
entered into by the City and the Union.
47.5. Such discussions shall be concluded by the signing of a proposed
agreement pursuant to Florida law.
Agreed to this day of _ , 1999 by and
between the respective parties through an authorized representative or
representatives of the Union and by the City Manager.
-82- 99- 71
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it�'���
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71
ADDENDUM NUMBER 1
IAFF GRIEVANCE #7-98
Upon ratification of this labor contract, the International Association of
Firefighters, Local 587 (IAFF) agrees to withdraw Grievance #7-98 - Breach of the
1996 Memorandum of Understanding (Concession Agreement) between the City of
Miami and the IAFF. Furthermore, should the Miami General Employees
American Federation of State, County, and Municipal Employees, Local 1907
(AFSCME) prevail in its Grievance #2-98 - Breach of the 1996 Memorandum of
Understanding (Concession Agreement), the IAFF agrees to waive any claims to
benefits under said Memorandum of Understanding which are conditioned upon
receipt by members of any other bargaining unit.
Effective October 1. 1999
ours,
Job
1st Long
2nd Long
3rd Long
4th Long
5th Lang
Codes
Title
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
Year 10
Year 15
Year 16
Year 20
Year 21
40/80
Fire Fighter
32,288
33,919
35,694
37,445
39,316
41,235
43,322
45,457
47,808
49,003
51,453
52,740
#5306
42/84
32,288
33,919
35,694
37,445
39,316
41,235
43,322
45,457
47,808
49,003
51,453
52,740
#5330
48/96 48/ 96
Range 24B
32,288
33,919
35,694
37,445
39,316
41,235
43,322
45,457
47,808
49,003
51,453
52,740
52/104
#5331
34,978
36,745
38,668
40,566
42,593
44,671
46,932
49,245
51,792
1 53,087
55,741
57,135
40180
Fire Lieutenant
#5310
37,445
39,316
41,235
43,322
45,457
47,808
50,111
52,629
55,316
56,699
59,534
61,022
42/84
#5332
37,445
39,316
41,235
43,322
45,457
47,808
50,111
52,629
55,316
56,699
59,534
61,022
48/ 96
Range 278
#5307
37,445
39,316
41,235
43,322
45,457
47,808
50,111
52,629
55,316
56,699
59,534
61,022
52/104
#5333
40,566
42,593
44,671
46,932
49,245
51,792
54,287
57,015
59,926
61,424
64,495
66,108
40/ 80
#5311
Fire Captain
43,322
45,457
47,808
50,111
52,630
55,316
58,099
60,929
64,024
65,624
68,905
70,628
42/84
#5334
43,322
45,457
47,808
50,111
52,630
55,316
58,099
60,929
64,024
65,624
68,905
70,628
48/ 96
Range 306
#5308
43,322
45,457
47,808
50,111
52,630
55,316
58,099
60,929
64,024
65,624
68,905
70,628
52/104
#5335
46,932
49,245
51,792
54,287
57,015
59,926
62,940
66,007
69,359
71,093
74,648
76,514
40/ 80
#5313
Chief Fire
Officer
50,111
52,629
55,316
58,099
60,929
64,024
67,286
70,645
74,122
75,976
79,774
81,769
42/84
#5336
50,111
52,629
55,316
58,099
60,929
64,024
67,286
70,645
74,122
75,976
79,774
81,769
48/ 96
Range 3313
#5309
50,111
52,629
55,316
58,099
60,929
64,024
67,286
70,645
74,122
75,976
79,774
81,769
52/104
#5337
54,287
57,015
59,926
62,940
66,007
69,359
72,893
76,531
80,300
82,307
86,423
88,583
Firefighter Probationary Salary: $29,058.30
Entry-level Firefighters are paid 10% less than Step 1 for a period of 6 months.
*Salaries listed represent an approximation. The schedule
issued by Human Resources is the official salary document.
Effective October 1, 2000
Hours,
Job
1st Long
2nd Long
3rd Long
4th Long
Sth Long
Codes
Title
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
Year 10
Year 15
Year 16
Year 20
Year 21
40/ 80
Fire Fighter
32,933
34,597
36,408
38,194
40,102
42,060
44,189
46,366
48,764
49,983
52,482
53,795
#5306
4 /84
32,933
34,597
36,408
38,194
40,102
42,060
44,189
46,366
48,764
49,983
52,482
53,795
#5330
48/ 96
Range 246
32,933
34,597
36,408
38,194
40,102
42,060
44,189
46,366
48,764
49,983
52,482
53,795
#5305
52/104
35,678
37,480
39,442
41,377
43,444
45,565
47,871
50,230
52,828
54,149
56,856
58,277
#5331
40180
Fire Lieutenant
38,194
40,102
42,060
44,189
46,366
48,764
51,113
53,682
56,422
67,833
60,725
62,243
#5310
42/84
38,194
40,102
42,060
44,189
46,366
48,764
51,113
53,682
56,422
57,833
60,725
62.243
#5332
48196 48/ 96
Range 276
38,194
40,102
42,060
44,189
46,366
48,764
51,113
53,682
56,422
57,833
60,725
62,243
52/104
41,377
43,444
45,565
47,871
50,230
52,828
55,372
58,155
61,124
62,653
65,785
67,430
#5333
40/ 80
Fire Captain
44,188
46,366
48,764
51,113
53,682
56,422
59,261
62,148
65,304
66,937
70,284
72,040
#5311
42/ 84
44.188
46,366
48,764
51,113
53,682
56,422
59,261
62,148
65,304
66,937
70,284
72,040
#5334
48/96
Range30B
44,188
46,366
48,764
51,113
53,682
56,422
59,261
62,148
65,304
66,937
70,284
72,040
#5308
521104
47,871
50.230
52,828
55,372
58,155
61,124
64,199
67,327
70,746
72,515
76,141
78,044
#5335
40/ 80
Chief Fire
51,113
53,682
56,422
59,261
62,148
65,304
68,632
72,057
75,605
77,495
81,370
83,404
#5313
Officer
42/ 84
51,113
53,682
56,422
59,261
62,148
65,304
613,632
72,057
75,605
77,495
81,370
83,404
#5336
48/ 96
48/ 96
Range 33B
09
51,113
53,682
56,422
59,261
62,148
65,304
68,632
72,057
75,605
77,495
81,370
83,404
521104
#5337
55,372
58,155
61,124
64,199
67,327
70,746
74,351
78,062
81,906
83,953
88,151
90,355
Firefighter Probationary Salary: $29,640.04
Entry-level Firefighters are paid 10% less than Step 1 for a period of 6 months.
*Salaries listed represent an approximation. The schedule
issued by human Resources is the official salary document.
A DUCAIMIV r`r
Effective September 1, 2001
Hours,
Job
1st Long
2nd Long
3rd Long
4th Long
5th Long
Codes
Title
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
Year 10
Year 15
Year 16
Year 20
Year 21
40/80
Fire Fighter
33,592
35,289
37,136
38,958
40,904
42,901
45,072
47,294
49,739
50,983
53,532
54,871
#5306
42/84
33,592
35,289
37,136
38,958
40,904
42,901
45,072
47,294
49,739
50,983
53,532
54,871
#5330
48/ 96
Range 24B
33,592
35,289
37,136
38,958
40,904
42,901
45,072
47,294
49,739
50,983
53,532
54,871
#5305
52/104
36,391
38,230
40,230
42,205
44,313
46,476
48,828
51,235
53,884
55,232
57,993
59,443
#5331
40/80
Fire Lieutenant
38,958
40,904
42,901
45,072
47,294
49,739
52,135
54.756
57,551
58,990
61,939
63,488
#5310
42/84
38,958
40,904
42,901
45,072
47,294
49,739
52,135
54,756
57,551
58,990
61,939
63,488
#5332
48/ 96
Range 27B
38,958
40,904
42,901
45,072
47,294
49,739
52,135
54,756
57,551
58,990
61,939
63,488
#5307
52/104
42,205
44,313
46,476
48,828
51,235
53,884
56,480
59,319
62,347
63,906
67,101
68,778
#5333
40/80
Fire Captain
45,072
47,294
49,739
52.135
54,756
57,551
60,446
63,391
66,610
68,275
71,689
73,481
#5311
42/84
45,072
47,294
49,739
52,135
54,756
57,551
60,446
63,391
66,610
68,275
71,689
73,481
#5334
4$/96
Range30B
45,072
47.294
49,739
52,135
54,756
57,551
60,446
63,391
66,610
68,275
71,689
73,481
#5308
521104
48,828
51,235
53,884
56,480
59,319
62.347
65,483
68,673
72,161
73,965
77,663
79,605
#5335
40/80
Chief Fire
52,135
54,756
57,551
60,446
63,391
66,610
70,004
73,499
77,117
79,045
82,997
85,072
#5313
Officer
42/84
52,135
54,756
57,551
60,446
63,391
66,610
70,004
73,499
77,117
79,045
82,997
85,072
#5336
48/ 96
Range 33B
52,135
54,756
57,551
60,446
63,391
66,610
70,004
73,499
77,117
79,045
82,997
85,072
#5309
52/104
56,480
59,319
62,347
65,483
68,673
72,161
75,838
79,623
83,544
85,632
89,914
92,162
#5337
. .F ? a2i'��'e .,invS ., ..r.hF1�4`M 6N t•:r-.a v •,
{i CITY OF MIAMI, FLORIDA
INTER -OFFICE MEMORANDUM
TO: The Honorable Mayor and DATE : JAN 1 5 1999 FILE:
Members of the City Commission
SUBJECT: Resolution Ratifying Labor
Agreement between City of
Miami and IAFF
FROM: Donald 11. Warshaw REFERENCES:
City Manager
ENCLOSURES:
RECOMMENDATION
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 International
Association of Fire Fighter's (IAFF), Local 587, for the period October 1, 1998, through
September 30, 2001, per the attached resolution.
BACKGROUND
In June, 1998, the City and the IAFF began negotiations for a new labor agreement to
replace the one expiring on September 30, 1998. On New Year's eve the City and the
IAFF reached agreement on a successor labor agreement for the period of October 1,
1998, through September 30, 2001.
Changes to the three-year labor agreement provide for the following: no across-the-board
increase for Fiscal Year 1998-1999, a 2010 across-the-board increase for Fiscal Year 1999-
2000 (effective October 1, 1999) and a 4% across-the-board increase for Fiscal Year
2000-2001 (2% effective October, 2000 and 2% effective September, 2001); a 1.5% pay
supplement increase for paramedics; converting the revenue incentive supplement to a
fixed pay supplement and increasing the supplement by six tenths of a percent; workers'
compensation and supplemental salary not to exceed 100% of the employee's base pay;
an increase in tuition reimbursement from $200 to S600 annually; provisions of the time
pool same as the FOP time pool; application of death benefits as also provided to the
FOP; restricting the 5% advanced life support pay supplement to non -probationary
employees; and restricting the 6.5% pay supplement for Paramedic and EMT certification
to receipt after the first six months of employment.
Pension changes include: an increase in the pension multiplier to 3.5% for years of
service in excess of 15 years, a cap on the employee's retirement allowance of 100% if
such percentage has not already been met; a change of the eligibility rule of 70 to a rule
of 64; a reduction in the employee's contribution rate to 7% effective October, 1999, and
in future years the employee contribution will be 7% or equal to the City's contribution,
9
71
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r
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whichever is less; and the establishment of a BACDROP. Additionally, the parties have
C
agreed that the investment return assumption will be net of any investment expense
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assumption, which was previously a cost to the City.
The above changes along with the changes negotiated in the FOP contract result in a
savings over the three years of the labor agreement of $8 million dollars of budgeted
funds and a savings in liability of $41 million dollars.
rr
A cost summary of the changes to the FOP and the IAFF labor agreement is attached for
s s
your review.
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SUMMARY -6F-F-00/iAtF-PROPOSALS
COST bF
-------- ---
FbOlxboR CONTRACT COST:
VA—FF LABOR CONTRACT COST:
FY 1998-1999
FY 1999-2000
—FY -2001
2--,-2- 9-40-88-
--$
4,246,0 9-6
3,589,9 9-2
fdt—ACCOST &VPENSION/CONTRACT CHANCE
-45 622,597-
$
10,807,995
$
-10,--2-72,-5-57
--BUDGETED -
LESS DOLLARS:
^' Pension:
0
(10,824, 71)
$
(10,986,432)
Wages:
$
$
(1,704,573)
$
(1,738,664)
Car Replacement:
$
(2,200,000)
$
(2,000,000)
$
(2,200,000)
TOTAL LESS BUDGETED DOLLARS:
$
362,597
$
(3,720,649)
$
(4,652,639)
$ (8,020,591)
FOPIIAFF Concession Grievances
�->—FC5-P--66n`cess-;bons (Grievance Dropped)
$
(15.300,000)
Upon ratification
>>IAFF Concessions (Grievance Dropped)
$
(6,000,000)
Upon ratification
»-FO—P Additional Unbudgeted Savings
$
(11,455,000)
$
(4,612,500)
$
(3,662,500)
--Dn
55-IA—FFAdditional b-u—dg—etedSa—vings
$
(83,213)
$
(41,068)
$
(18,850)
Additional Savings Total:
$
(32,838,213)
$
(4,663,568)
(3,6-81-,3-50)
$ (41,173,131)
Eel
m
PENSION/CONTRACTUAL CHANGES:
FY 1998-1999
FY 1999-2000
FY 2000-2001
IMPLEMENTATION
---------DATE
_ _
»FOP -3% first 15 years, 3.5% multiplier thereafte!
»IAFF-3.5°'o multiplier after 15 years of service
Retro to October 1998
»FOP/IAFF-100°./o talion Senef!ts, if less than 100%
benefit grandfathered
Retro to October 1998
»FOP/IAFF -Employee contribution reduced to 7%, if
total contribution less than 14'%- 50150 split
October 1999
»IAFF -Rule of 64
_
Upon ratification
»FOP-DR_O_P/BACKDROP Program/3 yrs.
Upon ratification —_
>>IAFF-BACKDROP Program/3 yrs.
Upon ratification
COST OF PROPOSED PENSION ENHANCEMENTS:
0
$ 8,972,371
$ 8,972,371
>>Investment Expenses rolled into fund
0
$ (3,487,971)
$ (3,487,971)
October 1999
COST OF PROPOSED PENSION CHANGES:
$ -
$ 5,484,400
$ 5,484,400
T BUDGETED SAVINGS:
0
$ 6,339,671
$ 6,502,032
FOP LABOR CONTRACT"
>>FOP- FY 2000: 2% ACB Oct. 1999, FY 2001: 2%
ACB Oct. 2000 and 2% ACB Sept. 2001
0
$ 1,005,107
$ 1,025,209
Oct. 1999, Oct. 2000, and
Sept. 2001
— _
$ 87,143
»FOP -Car Replacement - 7year replacement as long
as in safe operable condition, no mileage req.
$ _ 2,325,000
$ 3,675,000
$ 2,910,000
Upon ratification —
>>FOR -Give City ability to rebuild large take-home cars
rather than replace, mid -size cars for non -patrol
$ -
$ (360,000)
$ (360,000)
October 1999
Prepared by Labor Relations on 1/6/99.
Reviewed by the Office of Budget and Management Analysis.
FY 1998-1999
Upon -rati-ficatio-ri-
Upon ratification
_ _>�_F_0P_-Nff 6- Lieutenants received 6X6 -pay- s-up p _Ie n ien-f-
>>F76_0_ Sr. Patrol Officers receive 5% pay supplement
if meet qualifications(-20)
»FOP -Workers' GompensationiSupplemental Salary
not to exceed 100% of employee's base pay, maximum
deduction of $160 biweekly
»f:�6-F�-At-t6r-n-e-y-f-p-e-reimbursement -o--n--punitive —
damages @ $125 per hour not to exceed $20,000
FY
1999-2000
FY
2000-2001
_37,340
45,198
$ 46,102
_38, 63_4
$ 47,006
Upon ratification
—$(13-4,550)
$ (179,400)
$ (179,400)
_$
20,000
$ 20,000
$ 20,000
Upon ratification
0
0
0
Upon ratification
>>f70_P - Changes to 4-10 Plan
_>__>_V00 _Reimbursement —_$600 —per
--EduCa—tiona-I -u—pto
year
$
1,200
$
1,200
$
1,200
Upon ratification
—CONTR-A—CT
-FOP LABOR COST TOTAL:
$
2,294,188
$
4,246,096
$
3,589,992
LESS BUDGETED DOLLARS:
WageIncreases:
$
-
(1,005,107)
$
(1,025,209)---
_--da—rRe—placement:
$
(2,20
_(2,00000_0_)
_$_
_(2,200.60_0)__
ADDITIONAL BUDGETARY COST.
$
94,188
1,240,989
$
364,783
Additional FOP Unbudgeted Items
>>FOP -Car Replacement - 7 years replacement as long
as in safe operable condition, no mileage req.
$
(10,537,500)
$
(3,675,000)
$
(2,725,000)
Upon ratification
-n-d—as—s-i-gn—me--nt—of—ta-ke-ho—me
>�FObi�-_ex_te cars Fo___
completion of probation period (18 months)
$
(857,500)
$
(857,500)
$
(857,500)
First new class fol owing
ratification
Prepared by Labor Relations on 1/6/99.
Reviewed by the Office of Budget and Management Analysis.
»FOP -employee's continue to provide preventative
maintenance on take-home cars
»FOP -True random drug screening of 1000 employees
up to 2 times/Federal level cutoffs/new drug level cutoffs
to be determined
- UNE3UDGETED SAVINGS TOTAL: —
FY 1998-1999
$ (60,000)I
FY1999-2000
$ (80,000)
FY2000-2001
$ (80,000)
Upon ratification
-
fication -
Upon ratification
—
$ (11,455,000)
$ (4,612,600)
$ (3,662,500)
IAFF LABOR CONTRACT
—
—
l713,455
»IAFF- FY 2000: 2%ACB Oct.1999, FY 2001: 20/6
ACB Oct. 2000 and 2% ACB Sept. 2001
0
$ 699,466
$
_
Oct. 1999, Oct. 2000, and
Sept. 2001
-- -- - --�_`
—
$ 60,644
»IAFF - Workers' Compensation- maximum deduction
of $160 per pay period from supplemental salary,
supplemental/wcomp not to exceed 100%
$ (40,950)
—
$ (54,600)
$ (54,600)
Upon ratification _
»IAFF -Fixed Revenue Incentive at 3.7% (no roll -up
on plus items, lang. as part of base wage)
$ 145,605
$ 198,023
$ 219,153
Retroactive to first full pay
period following Jan 1, 1999
>>IAFF - Educational Reimbursement - up to $600 per
year
$ 1,200
$ 1,200
$ 1,200
Upon ratification
»IAFF - Paramedic Pay increased from 5% to 6.5%
$ 152,554
$ 233,410
$ 258,313
First full pay period following
ratification
—1,077,499
IAFF LABOR CONTRACT COST TOTAL:
$ 258,409
$
$ 1,198,165
LESS BUDGETED DOLLARS:
V Wage Increases:
$ ' -
$ (699,466)
$ (713,455)
ADDITIONAL BUDGETARY COST.
$ 258,409
$ 378,033
$ 484,710
Prepared by Labor Relations on 1/6199.
Reviewed by the Office of Budget and Management Analysis.
BE
d
Additional IAFF Unbudgetpd Items
»IAFF -ALS Acting Pay - 5% not paid to probationary
employees
>=►IAFF - EMT/Paramedic Certification -1.5%/6.5%
supplement not paid for first 6 months
»IAFF - Same time pool as FOP (2 people on
release/6000 hrsA'Vcomp)
»IAFF Death aenefit same as FOP
: >IAFF Shift Exchange increased from 5 to 8
to predict number of d
UMBUDGETED SAVINGS TOTAL:
Prepared by Labor Relations on 1/6199.
Reviewed by the Office of Budget and Management Analysis.
$ _ (83,213) $ _(41,068) $ _ (18,850) Upon ratification
Upon ratification —
lost productivity lost productivity lost productivity Upon ratification -- _-
0* 0* 0* V Retro to Oct. 1, 1998
11