HomeMy WebLinkAboutR-98-0564J-98-599
6/9/98
RESOLUTION NO. 98 — 564
A RESOLUTION, WITH ATTACHMENT(S), AUTHORIZING
THE CITY MANAGER TO ENTER INTO A COLLECTIVE
BARGAINING AGREEMENT, IN SUBSTANTIALLY THE
ATTACHED FORM, BETWEEN THE CITY OF MIAMI AND
THE EMPLOYEE ORGANIZATION KNOWN AS THE MIAMI
GENERAL EMPLOYEES AMERICAN FEDERATION OF
STATE, COUNTY, AND MUNICIPAL EMPLOYEES, LOCAL
1907, AFL-CIO, FOR THE PERIOD OF
OCTOBER 1, 1998 THROUGH SEPTEMBER 30, 2000.
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 MIAMI GENERAL EMPLOYEES AMERICAN
FEDERATION OF STATE, COUNTY, AND MUNICIPAL EMPLOYEES, LOCAL 1907,
AFL-CIO, for the period of October 1, 1998 through
September 30, 2000.
Section 2. This Resolution shall become effective upon
its adoption and signature of the Mayor or pursuant to Section
4(g)(5) of the City Charter and Section 2-36 of the City Code.
IAiiACNMENT (S)�
CONTAINED
:GITY CIRpiO�'
XE MG Off','
J U N 0 9 1998
Resolution No.
4�
PASSED AND ADOPTED THIS 9th day of June , 1998.
ATTEST:
WALTER J. FOEMAN, CITY CLERK
PREPARED AND APPROVED BY:g`
LINDA RICE CHAPMAN
ASSISTANT CITY ATTQRNEY
APPROVEIY AS
607LRC.doC;mis:bss
CORRECTNESS:
JOE CAROLLO, MAYOR
In accordance with Miami Code Sec. 2-36, since the Mayor did not indicate approv?1 of
this legislation by signing it in the designated place provided, said legislator: F ovj
becomes effective with the elapse of ten (10) day rom the date of Com s:e cn
regarding same, without the Mayor erci ' a to.
ot
Walter I-Ederdan, City Clerk
2
98- 56
AGREEMENT
BETWEEN
CITY OF MIAMI, MIAMI, FLORIDA
AND
MIAMI GENERAL EMPLOYEES
AMERICAN FEDERATION OF STATE,
COUNTY, AND MUNICIPAL EMPLOYEES
LOCAL 1907, AFL-CIO
October 1, 1998 — September 30, 2001
98- 564
AGREEMENT
This Agreement, entered into this _ day of 1998, between the
City of Miami (hereinafter referred to as the "City") and the MIAMI GENERAL
EMPLOYEES AFSCME LOCAL 1907, AFL-CIO, (hereinafter referred to as the
"Union"). Referral to "his" is inclusive of both the female and male genders.
PREAMBLE
WHEREAS, it is the intention of the parties to this Agreement to set forth
herein the entire agreement of the parties concerning matters which are within the
scope of negotiation:
NOW, THEREFORE, the parties do agree as follows:
ARTICLE 1
RECOGNITION
1.1 Pursuant to and in accordance with all applicable provisions of
Chapter 447, Florida Statutes, as amended, the City recognizes the Union as the
exclusive bargaining representative for all employees included in the bargaining
unit.
1.2 The bargaining unit is as defined in the Certification issued by the
Florida Public Employees Relations Commission on June 6, 1978, Certification
#408, which includes all the classifications listed in APPENDIX A of the Agreement
and excludes all classifications listed in APPENDIX B of the Agreement.
ARTICLE 2
REPRESENTATION OF THE CITY
2.1 The City shall be represented by the City Manager, the Labor
Relations Officer, or a person or persons designated in writing to the Union by the
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City Manager. The City Manager, the Labor Relations Officer or his designee shall
have sole authority to execute an Agreement on behalf of the City subject to
ratification by an official resolution of the City Commission.
2.2 It is understood that the City Representative or Representatives are
the official representatives of the City for the purpose of negotiating with the
Union. Negotiations entered into with persons other than those as defined herein,
regardless of their position or association with the City, shall be deemed
unauthorized and shall have no weight of authority in committing or in any way
obligating the City.
ARTICLE 3
REPRESENTATION OF THE UNION
3.1 The Union shall be represented by the President of the Union, or by a
person designated in writing to the City Manager, the Labor Relations Officer or his
designee by the President of the Union. The identification of representatives shall
be made each year at least fifteen (15) calendar days prior to April 1st. Said
designation shall be accompanied by an affidavit executed by said President that
the Union has complied with all requirements of State law in effect at that time
with respect to registration of the Union.
3.2 The President of the Union, or the person designated by said
President, shall have full authority to conclude an agreement on behalf of the Union
subject to a ratification. It is understood that the Union representative is the
official representative of the Union for the purpose of negotiating with the City.
Negotiations entered into with persons other than those as defined herein,
regardless of their position or association with the Union, shall be deemed
unauthorized and shall have no weight of authority in committing or in any way
obligating the Union. It shall be the responsibility of the Union to notify the City
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Manager or the Labor Relations Officer in writing of any changes in the designation
of the President of the Union or of any certified representative of the Union.
3.3 The Union may be represented at negotiation sessions by not more
than four (4) designated employee representatives. The four (4) employee
representatives may be permitted to attend negotiation sessions on duty with no
loss of pay or emoluments except that if one of the four (4) employee representatives
is the Union President on full-time release in accordance with the terms of Article 8,
Attendance at Meetings/Union Time Pool, then only three (3) employees may be
released from duty with no loss of pay or emoluments. If two (2) of the four (4)
employee representatives is the Union President and the full-time release designee,
then only two (2) employees may be released from duty with no loss of pay or
emoluments.
ARTICLE 4
MANAGEMENT RIGHTS
4.1 The Union agrees that the City has and will continue to retain,
whether exercised or not, the right to operate and manage its affairs in all respects;
and the powers or authority which the City has not officially abridged, delegated or
modified by the express provisions of this Agreement are retained by the City. The
rights of the City, through its management officials, shall include, but shall not be
limited to, the right to determine the organization of City Government; to
determine the purpose of each of its constituent departments; to exercise control
and discretion over the organization and efficiency of operations of the City; to set
standards for service to be offered to the public; to direct the employees of the City,
including the right to assign work and overtime; to hire, examine, classify, promote,
train, transfer, assign, and schedule employees in positions with the City; to
suspend, demote, discharge, or take other disciplinary action against employees for
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proper cause; to increase, reduce, change, modify or alter the composition and size
of the work force, including the right to relieve employees from duties because of
lack of work or funds; to determine the location, methods, means, and personnel by
which operations are to be conducted, including the right to determine whether
goods or services are to be made or purchased; to establish, modify, combine or
abolish job pay positions; to change or eliminate existing methods of operation,
equipment or facilities.
4.2 The City has the sole authority to determine the purpose and mission
of the City, to prepare and submit budgets to be adopted by the City Commission.
This shall not prohibit the Union from expressing its views to the legislative body at
the public budget hearing.
4.3 The City shall enforce and comply with the provisions of the
Agreement so as not to violate the City Charter or the existing Civil Service Rules
and Regulations (Ordinance 8977 as amended).
4.4 Those inherent managerial functions, prerogatives and policy -making
rights which the City has not expressly modified or restricted by a specific provision
of this Agreement are not in any way, directly or indirectly, subject to the Grievance
Procedure contained herein.
4.5 Delivery of municipal services in the most efficient, effective and
courteous manner is of paramount importance to the City of Miami. Such
achievement is recognized to be a mutual obligation of both parties within their
respective roles and responsibilities.
4.6 Whenever the employer exercises a right or privilege contractually
reserved to it or retained by it, the employer shall not be obligated to bargain
collectively with respect to the effect or impact of that exercise on individual
bargaining unit members or on the unit as a group, or to postpone or delay
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effectuation or implementation of the management decision involved for any reason
other than an express limitation contained in this Agreement.
4.7 For the term of this agreement the City agrees that the
reassignment, transfer of bargaining unit employees or roll -back from a permanent
position will not result in a reduction or "red -circling" of an affected employee's
salary. Section 4.7 does not apply to bargaining unit employees hired on or after
October 1, 1998.
ARTICLE 5
NO STRIKE
5.1 "Strike" means the concerted failure to report for duty, the concerted
absence of employees from their positions, the concerted abstinence in whole or in
part by any group of employees from the full and faithful performance of their
duties of employment with the City, participation in a deliberate and concerted
course of conduct which adversely affects the services of the City, picketing or
demonstrating in furtherance of a work stoppage, either during the term of or after
the expiration of a collective bargaining agreement.
5.2 Neither the Union nor any of its officers, agents, and members, nor
any Union members, covered by this Agreement, will instigate, promote, sponsor,
engage in, or condone any strike, sympathy strike, slowdown, sick-out, concerted
stoppage of work, picketing or any other interruption of the operations of the City.
5.3 Each employee who holds a position with the Union occupies a
position of special trust and responsibility in maintaining and bringing about
compliance with this Article and the strike prohibition in F.S. 447.505 and the
Constitution of the State of Florida, Article I, Section 6. Accordingly, the Union, its
officers, stewards and other representatives agree that it is their continuing
obligation and responsibility to maintain compliance with this Article and the law,
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including their responsibility to abide by the provisions of this Article and the law
by remaining at work during any interruption which may be initiated by others;
and their responsibility, in event of breach of this Article or the law by other
employees and upon the request of the City, to encourage and direct employees
violating this Article or the law to return to work, and to disavow the strike
publicly.
5.4 Any or all employees who violate any provision of the law prohibiting
strikes or of this Article may be dismissed or otherwise disciplined by the City, and
any such action by the City shall be appealable to the Civil Service Board.
ARTICLE 6
DISCRIMINATION
6.1 The City and the Union agree that the provisions of this Agreement
shall be applied equally to all employees in the bargaining unit without
discrimination as to age, sex, marital status, race, color, creed, national origin or
political affiliation.
6.2 All references in this Agreement to employees of the male gender are
used for convenience only and shall be construed to include both male and female
employees.
6.3 The City agrees not to interfere with the right of the employees to
join or not join the Union, and there shall be no discrimination, interference,
restraint or coercion by the City or the Union because of Union membership or non-
union membership.
6.4 The Union recognizes its responsibilities as bargaining agent and
agrees to represent all employees in the bargaining unit without discrimination,
interference, restraint or coercion.
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6.5 Any claim of discrimination by an employee against the City, its
officials or representatives, shall not be grievable or arbitrable under the provisions
of Article 14 - Grievance Procedure, but shall be subject to the method of review
prescribed by law or rules and regulations having the force and effect of law.
6.6 The Union, in accordance with State law, shall not be required to
process the grievance of a non -union member.
6.7 The Union agrees to support the City's current Affirmative Action
Program and any other similar affirmative action programs affecting employees
which may be developed by the City in consultation with the Union.
6.8 Nothing in this Article or elsewhere in this Agreement shall prevent
the City from implementing the terms of the current Consent Decree and the
related Memo of Understanding or any future legal mandates placed upon the City
by applicable laws.
6.9 The parties agree to abide by the law with respect to modification of
the City's affirmative action plan.
ARTICLE 7
PREVAILING BENEFITS
7.1 Job benefits heretofore authorized by the City Manager continuously
enjoyed by all employees covered by this Agreement as of September 30, 1973, and
not specifically provided for or abridged by this Agreement, shall continue upon the
conditions by which they had been previously granted.
7.2 Provided, however, nothing in this Agreement shall obligate the City
to continue practices or methods which are unsafe, obsolete, inefficient or
uneconomical. Disputes over the application of this Section may be subject to the
Grievance Procedure.
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7.3 If the City desires to change such job benefits, the matter shall be
negotiated between the City and the Union in accordance with Chapter 447, Part II,
Florida Statutes.
ARTICLE 8
ATTENDANCE AT MEETINGS/UNION TIME POOL
8.1 The President of the Union or a designated representative shall be
allowed to attend regular meetings and special meetings of the City Commission,
State or National Union Conventions, the Civil Service Board, the Affirmative
Action Advisory Board and the Pension Plan Board. Time off for the Union
President or any other bargaining unit employees to attend these or other similarly
approved meetings will be in accordance with Section 2 of this Article.
8.2 A Union time pool is hereby authorized subject to the following:
A. The City agrees to establish an annual time pool bank of 3,500 hours
to be used in accordance with the provisions of this Article. All
unused hours will be carried over to the following calendar year.
B. For each bargaining unit member, except the Union President, or a
designee, when on full-time release, who is authorized to use time
from the Union time pool, the President shall fill out the appropriate
form as provided for by the City. This form shall be signed by the
Union President and forwarded to the Department Director a
minimum of seven (7) calendar days prior to the time the employee
union representative desires such leave. A copy shall also be
forwarded to the Office of Labor Relations. It is understood on rare
occasions the seven (7) day time limit may not be met. The President
shall forward a detailed explanation to the Labor Relations Officer as
to why the seven (7) day rule was not met.
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C. Bargaining unit members shall be released from duty only if the
needs of the service permit, but such release shall not be
unreasonably denied. If because of the needs of the service a
bargaining unit member cannot be released at the time desired, the
Union may request an alternate bargaining unit member be released
from duty during the desired time.
D. In reporting a bargaining unit member's absence as a result of
utilizing the Union Time Pool, the daily attendance record shall
reflect:
"Bargaining Unit Member Doe on AL" (Authorized Leave)
E. Any injury received or any accident incurred by a bargaining unit
member whose time is being paid for by the Union time pool, or while
engaged in activities paid for by the Union time pool, except the
Union President and the designee when on full-time release shall not
be considered a line -of -duty injury, nor shall such injury or accident
be considered to have been incurred in the course and scope of his
employment by the City of Miami within the meaning of Chapter
440, Florida Statutes, as amended.
F. Upon written request to the Labor Relations Officer, the President of
the Union, and a designee will be released for the term of this
Agreement from his or her regularly assigned duties for the City.
The terms of this agreement for such release are only to be
implemented if the following qualifications are met by the Union:
1. The Union President or designated representative, will
reasonably be available through the Union office currently
located at 4011 W. Flagler Street, Suite 405, Miami, Florida
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33134, for consultation with the Management of the City of
Miami.
2. No requests to attend meetings at the City's expense as the
Union representative will be made to the City by the Union, its
officers, agents or members.
3. The Time Pool will be charged for all hours during which the
Union President and the designee are on off -duty, except that
absence due to vacation leave, sick leave, earned personal leave,
holidays, or compensatory leave will be charged to the
President's employee leave accounts
G. On no more than one occasion per month, the Union Executive Board
may meet during their scheduled work shift for a period not to exceed
four (4) hours. At no time will more than eight employees be released
to attend such meetings, and the Time Pool shall be charged a
minimum of four (4) hours for each employee who attends such
meetings. Release of employees for this purpose shall be conditioned
upon compliance with other provisions of this Article.
8.3 All applicable rules, regulations and orders shall apply to any
bargaining unit member on time pool release. Violations of the above -mentioned
rules, regulations and orders shall subject the bargaining unit member on pool time
to regular disciplinary processes.
8.4 The City reserves the right to rescind the provisions of this Article in
the event any portion of the Article is found to be illegal. Cancelling the Article
shall not preclude further negotiations of future employee pool time.
8.5 Except as provided above, bargaining unit members who attend
administrative or judicial hearings shall not be compensated by the City unless
such attendance is on behalf of and at request of the City.
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ARTICLE 9
UNION STEWARDS
9.1 Employees within the bargaining unit shall be represented by
Stewards in areas of the City employment in the number and manner set forth in
Section 9.7. The Union shall furnish Management a list of the Stewards' and
alternate Stewards' names and their assigned areas, and shall keep the list current
at all times.
9.2 When requested by an employee, a steward may only investigate any
alleged or actual grievance in his assigned steward area as provided in Section 9.7.
He shall be allowed reasonable time therefor during working hours without loss of
time or pay upon notification and approval of his immediate supervisor outside the
bargaining unit. Such release time will be granted consistent with the needs of the
service but will not unreasonably be withheld.
9.3 Union business, other than that cited above, shall be conducted so as
not to interfere with the work assignment of stewards or any other employees.
9.4 A non -employee Union Representative may consult with employees in
assembly areas before the start of each work shift or after the end thereof.
9.5 Should an employee union representative covered by this Agreement
be released on the Attendance at Meetings/Union Time Pool Article said employee
may substitute for the steward, but in no event shall the steward and the employee
union representative both investigate the same grievance or appear for the meeting
called to resolve the grievance. Should the Union President desire the Union
Steward, as described in Section 9.2, to attend a Step 3 grievance meeting, the
steward may be released to attend said meeting with any time loss to be charged to
the Union Time Pool.
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9.6 An alternate steward may be appointed for each steward as provided
for and assigned in Section 9.7. The alternate steward will be utilized by
management when management is unable to reach the union steward or the union
steward cannot be spared for the assigned duties at the time and all provisions of
this Article shall apply to alternate stewards as well as regular stewards.
9.7 Responsibility areas (location) and number of Union Stewards:
A. Recreation Personnel (1)
B. Police Department Building (2)
C. Miami Riverside Center (2)
D. Parks Operations, and Public Works Operations (2)
E. All General Service Administration Divisions, and Department of
Solid Waste (2)
F. Fire Garage and Stadiums (1)
ARTICLE 10
CONTRACT DISTRIBUTION
10.1 The employer agrees to furnish copies of this contract to each
department director where Union members are employed and said department
directors shall make the contract available for employee examination at the
employee's request.
ARTICLE 11
NOTICES
11.1 The City agrees to provide to the Union the following: Agendas of
regular and special City Commission meetings (except where exempt by applicable
law), regular and special Pension Board meetings, regular and special Civil Service
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Board meetings and hearings, and the minutes of regular and special City
Commission meetings (except where exempt by applicable law).
ARTICLE 12
BULLETIN BOARDS
12.1 The City shall provide bulletin board space which shall be used only
for the following notices:
A. Recreation and special affairs of the Union
B. Union Meetings
C. Union Elections
D. Reports on Union Committees (including the Union Political Action
Committee)
12.2 Notices or announcements shall not contain anything political or
reflecting adversely on the City or any of its officials or employees; notices or
announcements which violate the provisions of this section shall not be posted.
This shall not preclude endorsements for the Civil Service Board or the Pension
Board. Notices or announcements posted must be dated and must bear the
signature of the Union President or his designee. In the event any non -Union
material is posted on the bulletin board, it shall be promptly removed by a
representative of the Union or by a representative of the City.
ARTICLE 13
DUES CHECKOFF
13.1 During the term of this Agreement, the City agrees to deduct Union
membership dues and uniform assessments, if any, in an amount established by the
Union and certified in writing by an accredited Union officer to the City from the
pay of those employees in the bargaining unit who individually make such request
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on a written checkoff authorization form provided by the City. Such deduction will
be made by the City when other payroll deductions are made and will begin with
the pay for the first full pay period following receipt of the authorization by the
City. The Union shall advise the City of any uniform assessment or increase in
dues in writing at least thirty (30) days prior to its effective date.
13.2 This Article applies only to the deduction of membership dues and
uniform assessments, if any, and shall not apply to the collection of any fines,
penalties, or special assessments.
13.3 Deductions of dues and uniform assessments, if any, shall be remitted
by the City during the week following each biweekly pay period to a duly authorized
representative as designated in writing by the Union. The City shall deduct from
the remittance an amount for the cost of dues checkoff. The amount will be
calculated at two ($.02) cents for each employee deduction, each payroll period, and
ten ($.10) cents for each addition or deletion to the checkoff register.
13.4 In the event an employee's salary earnings within any pay period,
after deductions for withholding, Social Security, retirement, group health
insurance, and other priority deductions, are not sufficient to cover dues and any
uniform assessments, it will be the responsibility of the Union to collect its dues
and uniform assessment for that pay period directly from the employee.
13.5 Deductions for the Union dues and/or uniform assessment shall
continue until either: 1) revoked by the employee by providing the City with thirty
(30) days' written notice that he is terminating the prior checkoff authorization, 2)
the termination of the authorizing employee, 3) the transfer, promotion, demotion of
the authorizing employee out of this bargaining unit, or 4) the revocation or
suspension of dues deduction as certified by the duly authorized Union
representative.
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13.6 The Union shall indemnify and hold the City, its officers, officials,
agents and employees harmless against any claim, demand, suit or liability
(monetary or otherwise) and for all legal costs arising from any action taken or not
taken by the City, its officials, agents and employees in complying with this Article.
The Union shall promptly refund to the City any funds received in accordance with
this Article which are in excess of the amount of dues and/or uniform assessments
which the City has agreed to deduct.
13.7 The City will not deduct any Union fines, penalties or special
assessments from the pay of any employee.
13.8 The dues checkoff authorization form provided by the City shall be
used by employees who wish to initiate dues deduction.
ARTICLE 14
GRIEVANCE PROCEDURE
14.1 It is agreed to and understood by both parties that there shall be a
procedure for the resolution of grievances arising from the application or
interpretation of this Agreement.
14.2 A grievance is any dispute, controversy or difference between (a) the
parties, (b) the City and an employee or employees on any issues with respect to, on
account of, or concerning the meaning, interpretation or application of this
Agreement or any terms or provisions thereof. A grievance shall refer to the specific
provision or provisions of this Agreement alleged to have been violated. Any
grievance not conforming to the provisions of this paragraph or that contains
nonidentification of specific violations of the Agreement shall be denied and not
eligible to advance through the steps of the Grievance Procedure, including
arbitration.
14.3 Nothing in this Article or elsewhere in this Agreement shall be
construed to permit the Union to process a grievance (a) on behalf of any employee
without his consent, or (b) with respect to any matter which is the subject of a
grievance, appeal, administrative action before a governmental board or agency, or
court proceeding, brought by an individual employee or group of employees, or by
the Union. Oral and written reprimands/warnings/deficiencies shall not be
considered grievable under this Agreement or the Civil Service Board.
14.4 It is further agreed by the Union that employees covered by this
Agreement shall make an exclusive election of remedy prior to filing a 2nd Step
Grievance or initiating action for redress in any other forum. Such choice of remedy
will be made in writing on the form to be supplied by the City. The Election of
Remedy form will indicate whether the aggrieved party or parties wish to utilize the
Grievance Procedure contained in this Agreement or process the grievance, appeal
or administrative action before a governmental board, agency or court proceeding.
Selection of redress other than through the Grievance Procedure contained herein
shall preclude the aggrieved party or parties from utilizing said Grievance
Procedure for adjustment of said grievance. An employee as a condition of relying
upon this contractual provision or any other Article of this Agreement in a
grievance proceeding expressly waives any further statutory, constitutional or
common law right to sue upon any similar claim.
14.5 The number of "working days" in presenting a grievance and
receiving a reply from the different levels of supervision shall be based upon a forty
(40) hour, five (5) day work week, Monday through Friday, not including City-wide
holidays. Any grievance not processed in accordance with the time limits provided
below, shall be considered conclusively abandoned. Any grievance not answered by
Management within the time limits provided will automatically advance to the next
higher step of the Grievance Procedure. Time limits can only be extended by
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mutual agreement of the Union and Department Director or the Labor Relations
Officer. Such agreed to extensions shall be followed up in writing.
14.6 Where an employee covered by this Agreement elects to represent
himself or be represented by someone other than the Union, the City will respond
through its management representatives consistent with the following steps and
time limits. Said response will not be inconsistent with the Labor Agreement and a
representative of the Union will be given an opportunity to be present and receive a
copy of the written response.
14.7 A grievance shall be processed in accordance with the following
procedure:
Step 1.
The aggrieved employee shall discuss the grievance with his immediate
supervisor outside the bargaining unit within five (5) working days of the
occurrence which gave rise to the grievance. A City employee Union
representative will be given a reasonable opportunity to be present at any
meeting called for the resolution of such grievance. The immediate
supervisor, outside the bargaining unit, shall attempt to adjust the matter
and/or verbally respond to the employee within five (5) working days.
Where a grievance is general in nature in that it applies to a number of
employees having the same issue to be decided, or if the grievance is directly
between the Union and the City, or when a grievance is filed due to an
employee's dismissal, it shall be presented directly at Step 3 of the Grievance
Procedure, within the time limits provided for the submission of a grievance
in Step 1 by the Union President. The Election of Remedy form as provided
in Section 14.4 of this Article must be completed and attached to grievances
presented directly at Step 3. All grievances must be processed within the
time limits herein provided unless extended in writing by mutual agreement
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between the Labor Relations Officer and the Union President or grieving
employees.
Step 2.
If the grievance has not been satisfactorily resolved at Step 1, the employee
or the Union representative may pursue the grievance by completing the
Election of Remedy form provided for in Section 14.4 of this Article before
initiating the grievance to the second step of the Grievance Procedure. If the
aggrieved party or parties elect the remedy other than the Grievance
Procedure contained herein, the grievance shall be withdrawn and
conclusively abandoned. When the Election of Remedy form indicates the
grievance is to be advanced through the Grievance Procedure, the employee
or the Union Representative shall reduce the grievance to writing on the
standard form provided for this purpose and presenting such written
grievance to the Department Director concerned within five (5) working days
from the time the supervisor has given his or her oral response to Step 1.
The Department Director or his designee and Management personnel
concerned shall meet with the employee and the Union Representative and
shall respond in writing to the Union within five (5) working days from
receipt of the written grievance.
Step 3.
If the grievance has not been satisfactorily resolved at Step 2, the employee
and/or the Union President may present a written appeal to the Labor
Relations Officer within seven (7) working days from the time the Step 2
response was due in Step 2. The Labor Relations Officer shall meet with the
employee and/or the Union President and shall respond in writing to the
Union within seven (7) working days from receipt of the appeal.
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Step 4.
If the Grievance is not settled at Step 3, it may upon written request of the
Union President within seven (7) working days after receipt of reply or
answer be referred to arbitration.
14.8 The arbitration proceeding shall be conducted by an arbitrator to be
selected by the employer and the Union within ten (10) days after notice has been
given. If the parties fail to select an arbitrator, the American Arbitration
Association, or some other agreed upon service, shall be requested by either or both
parties to provide a panel of five (5) arbitrators. Both the employer and the Union
shall have the right to strike two (2) names from the panel. The party requesting
arbitration shall strike the first name; the other party shall then strike one name.
The process will be repeated and the remaining person shall be the arbitrator.
14.9 The arbitration shall be conducted under the rules set forth in this
Agreement and not under the rules of the American Arbitration Association.
Subject to the following, the arbitrator shall have jurisdiction and authority to
decide a grievance as defined in this Agreement. The arbitrator shall have no
authority to change, amend, add to, subtract from or otherwise alter or supplement
this Agreement or any part thereof or any amendment thereto. The arbitrator shall
have no authority to consider or rule upon any matter which is stated in this
Agreement not to be subject to arbitration or which is not a grievance as defined in
this Agreement, or which is not specifically covered by this Agreement; nor shall
this Collective Bargaining Agreement be construed by an arbitrator to supersede
applicable laws in existence at the time of signing this Agreement.
14.10 The arbitrator may not issue declaratory or advisory opinions and
shall confine himself exclusively to the question which is presented to him, which
question must be actual and existing.
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14.11 The fee and expenses of the arbitrator shall be paid by the party
which loses the appeal to arbitration. Each party shall fully bear its costs regarding
witnesses and representation.
14.12 Copies of the award of the arbitration made in accordance with the
jurisdiction or authority under this Agreement shall be furnished to both parties
within thirty (30) days of the hearing and shall be final and binding on both parties.
14.13 Consistent with Chapter 447.401, the Union shall not be required to
process grievances or be liable for any expenses for employees covered by this
Agreement who are not members of the Union. Where non-members or any
employee covered by the Agreement elects not to be represented by the Union,
written responses shall be given to the employee and to the Union.
14.14 A request for review of complaints under Civil Service Rule 16.2 may
only be made by full-time classified service employees. Such requests under Rule
16.2 shall be denied where the request does not cite the applicable Civil Service
Rule(s) which is the basis of the complaint; or, where the issue relates to a matter
covered by the Collective Bargaining Agreement. This section shall be limited
solely to hearings under Rule 16.
ARTICLE 15
EMPLOYEES' BILL OF RIGHTS
15.1 When an employee has reasonable grounds to conclude that his
participation in an investigatory interview will result in his receipt of disciplinary
action, the employee may request that a Union representative be present at the
interview. The employee's representative shall confine his role in the interview to
advising the employee of his rights and assisting in clarification of the facts. Upon
request, the City will make a reasonable effort to contact the employee's choice of
representative, but shall not be obliged to delay the interview for more than thirty
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(30) minutes. If the individual sought is not readily available the interview shall
proceed.
15.2 Investigatory interviews shall be conducted at a reasonable hour,
preferably while the employee is on duty, unless the seriousness of the investigation
is of such degree that immediate action is required. If the employee is required to
be interviewed outside his assigned work schedule, he shall be paid overtime in
accordance with Article 26.
15.3 At the commencement of the interview, the employee shall be advised
of the subject matter of the investigation.
15.4 The parties agree to abide by the law with respect to the use of
polygraphs.
ARTICLE 16
DISCIPLINARY PROCEDURES
16.1 In cases where it becomes necessary to discharge or otherwise
discipline a permanent, classified employee covered by this Agreement, a
representative of management shall give notice of said discipline to the employee.
Such notice of discipline shall be confirmed in writing to the employee and the
Union within five (5) working days following the day of discharge or imposition of
discipline, excluding Saturdays, Sundays, holidays and the day of occurrence.
16.2 Employees who have not attained permanent status in the classified
service, or who are entrance probationary employees, may not grieve disciplinary
action under the provisions of this Agreement.
16.3 If an appeal of any discharge or other disciplinary action, excluding
oral or written reprimands, is filed with the Civil Service Board in accordance with
the Board Rules and Regulations, such appeal shall be an automatic election of
remedy and shall waive any right on the part of the employee or the Union to file or
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process a grievance under the terms of this Agreement protesting such discharge or
other disciplinary action. Should an employee elect to grieve discharge or other
disciplinary action, excluding an oral or written reprimand, such grievance shall be
made in accordance with the terms of the Grievance Procedure Article as contained
in this Agreement.
16.4 The process of an appeal to the Civil Service Board or a grievance
under this Agreement, shall be an exclusive election of remedy by the employee and
shall be a waiver of all other forums of review and due process to which the
employee may otherwise be entitled.
16.5 Probationary employees who have been appointed to a position but
who have not completed the required probationary period may be discharged or
reduced in rank at any time prior to the expiration of the probationary period. Said
discharged or demoted employee shall not be accorded a hearing before the Civil
Service Board or access to the grievance procedure contained herein. A
probationary employee may be returned to a former classification in which the
employee held permanent status or be discharged if in an entrance position upon
being notified in writing by the Department Director.
16.6 In acceptance of this Article, the Union, its members and agents,
waive any and all rights to a pre -hearing prior to imposition of suspensions or
dismissals.
16.7 Employees are subject to such examinations as may be required by
the City to determine if they are under the influence of alcohol or a controlled
substance; or may have been using, possessing, dispensing or selling controlled
substances, unlawful, mind -altering, or non -physician prescribed drugs.
Management will attempt to enroll employees in such drug or alcohol rehabilitative
programs as are available to those individuals who voluntarily come forward.
Management will encourage employees to voluntarily seek help for alcohol or
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controlled substances abuse. Such request for assistance shall be denied if the
individual seeking help is currently involved in or facing the disciplinary process.
ARTICLE 17
LOSS OF EMPLOYMENT
17.1 Employees shall lose their seniority and their employment shall be
terminated for the following reasons:
1. Discharge if not reversed.
2. Resignation. An employee who voluntarily submits a resignation
either orally or in writing shall have the right to withdraw said
resignation for up to twenty-four (24) hours from submission. If
submission occurs on a day preceding a weekend or holiday or the
employee's regular day off, the employee shall have to the close of the
employee's next regular working day to withdraw said resignation.
3. Abandonment of position. An employee absent for a period of three
(3) workdays without notification of valid reason to the City and who
has no legitimate reason for not notifying the City of his absence,
may be considered as having resigned. Said resignation shall only be
reviewed, if applicable, by the City Manager or the Labor Relations
Officer.
4. Unexcused failure to return to work when recalled from layoff, as set
forth in the recall procedure.
5. Unexcused failure to return to work after expiration of a formal leave
of absence.
6. Retirement.
7. Layoff for a continuous period of eighteen (18) months.
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17.2 Permanent employees subject to layoff shall be demoted or
transferred to those classes in which the employee held previous status, consistent
with Civil Service Rules and Regulations, not withstanding Article 24, Section 24.1,
Wages.
If the employee has ten (10) years of full-time consecutive classified
service with the City and has never held permanent status in another position, the
employee may be demoted or transferred by management in accordance with his
seniority to another position in the bargaining unit that is as close to the employee's
present class and wage level as possible and which he is able to perform and
qualified to fill. The employee must make a written request for such demotion or
transfer within three (3) working days after notification of layoff. Such request
shall be made to the Director of Human Resources. Management shall have the
right to determine such person's ability and qualifications to fill a position without
recourse through the grievance procedure or any other appeals procedure with
exception of the following.
Should the individual transferred or demoted feel that the position
determined by Management is not the one closest to their previous salary level for
which they are qualified, the employee may appeal within three (3) working days of
notice of the new assignment only to a two (2) person committee made up of the
Labor Relations Officer and the Union President. The Labor Relations Officer and
the Union President shall convene a meeting with the Federal Mediation and
Conciliation Service Commissioner who shall review the placement and render an
advisory decision to the parties.
Employees transferred or demoted under this Section shall replace
the least senior employee in the position which he occupies. If the employee's
regular position subsequently becomes available, consistent with Civil Service
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Rules and Regulations, he shall be promoted and transferred back to his regular
position.
It is understood by the Union and the City that nothing in Section
17.2 guarantees the employee a job nor is the City obligated to create a job, but the
City will make a good faith effort to place the individual demoted or laid off
consistent with the language of Section 17.2.
ARTICLE 18
EMPLOYEE EVALUATION
18.1 Permanent full-time classified employees covered by this Agreement
will be evaluated utilizing the appropriate evaluation forms as approved by the
Human Resources Department.
18.2 Employees evaluated will be given a copy of the evaluation rating.
Should an evaluation be downgraded after the employee's initial evaluation by his
immediate supervisor, the employee will be given a copy of the downgraded
evaluation rating. Only a copy of an unsatisfactory rating will be forwarded to the
Union President. Any employee rated below satisfactory by Management will be
given an opportunity to improve to a satisfactory level. Failure to improve will
result in disciplinary action up to and dismissal. This section shall not apply to
permanent full-time classified employees serving in a probationary promotional
appointment.
18.3 Permanent full-time classified employees serving in a probationary
promotional appointment must successfully complete the probationary period
within the time frame provided (6 to 12 months), unless the Department Director
recommends an extension of said time frame. Any person hired or promoted into a
Communications Operator position in the Police Department shall serve an
eighteen (18) month probationary period.
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18.4 Unsatisfactory rating for permanent full-time classified employees
not serving in a promotional appointment shall require said employees to appear
before the Civil Service Board for review of the unsatisfactory rating. Should an
employee covered by this section feel the unsatisfactory rating was incorrect, he
may grieve the rating consistent with the Grievance Procedure. However, any
grievance concerning the employee's unsatisfactory evaluation will be consolidated
with any discipline appeal should the employee be removed, suspended or reduced
in grade because of the unsatisfactory evaluation.
ARTICLE 19
ANNIVERSARY INCREASE
19.1 Salary increases recognizing satisfactory service within established
pay ranges are provided for in the City's salary schedule. On written approval
from the Department Director, employees shall receive a one-step increase in
salary, not to exceed the maximum step rate. Those employees receiving approved
anniversary increases when submitted during the first seven (7) days of the payroll
period, shall receive the higher rate of pay for the full pay period. Those employees
receiving approved increases from the eighth (8th) to the fourteenth (14th) day of
the payroll period shall receive their anniversary increase effective the start of the
following pay period. All anniversary increases shall be subject to review for
accuracy by the Department of Human Resources.
19.2 Leaves of absences without pay or suspension of any duration shall
delay anniversary increases by the period of time involved.
19.3 Anniversary increases are not automatic. Anniversary increases
shall be awarded only on the basis of continued satisfactory service by the employee
and on the positive approval of the Department Director. A Department Director
may withhold anniversary increases due to excessive absenteeism resulting from
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tardiness, sick leave usage and/or until such time as, in the Department Director's
judgment, the employee's service within the classification meets the standards of
satisfactory performance for the position. Employees whose anniversary increases
are delayed or denied shall be notified of the reasons for the action being taken.
Employees whose anniversary increases are delayed or denied due
solely to tardiness or sick leave usage may request a review of the denial by the
Labor Relations Officer whose decision shall be final and binding.
ARTICLE 20
EMPLOYEES ACTING WITHIN THE SCOPE OF AUTHORITY
20.1 Whenever a civil or criminal action is brought against a bargaining
unit employee, while in the course of his City on -duty employment, and while acting
within the scope of his authority, the City shall have the option to pay legal costs
and attorney fees; not to exceed seventy five ($75.00) dollars per hour or provide
legal counsel where: a) the bargaining unit employee is found not to be liable or
guilty, and b) when the plaintiff requests dismissal of his suit.
20.2 The City will neither provide legal representation nor pay any claim
or judgment entered against any bargaining unit employee if the claim or judgment
arises from any of the following:
1. Any unauthorized act;
2. Any intentional tort;
3. Gross negligence or misconduct; or
4. While under the influence of alcohol, drugs or illegal substances.
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ARTICLE 21
WORKING OUT OF CLASSIFICATION
21.1 A department director, or his designee, may direct an employee to
serve in a classification higher than the classification in which an employee
currently holds status provided such assignment is only made to a vacant position
in the absence of an eligible register or to replace an employee on leave of absence,
or to fill a temporary position established for a period of less than one (1) year.
Such acting assignment shall not exceed one calendar year starting from date of
appointment to the higher classification. Acting assignments to positions vacant
due to a classified employee being on an authorized leave of absence or duty
disability may exceed one year. Working out of classification will not grant
permanent job status or provide any automatic job rights to the position filled on
acting assignment to the higher classification. Employees assigned to work out of
classification shall meet the minimum job requirements for the position being filled.
21.2 In the event an employee is assigned work of another classification
as provided for in Section 21.1 of this Article, the employee will be granted a one-
step increase or the rate for the first step of the higher classification, whichever is
greater, for all time worked out of classification in excess of thirty (30) consecutive
calendar days. If the employee is assigned working out of classification in a job
basis position, the employee will be granted compensation as provided for in this
section, however, the employee is not entitled to overtime.
21.3 During any on -job training program designed to upgrade employees'
skills, those employees in such training shall not be eligible for additional
compensation as provided in Section 21.2 of this Article.
21.4 In order to initiate an acting assignment, the employee's immediate
supervisor shall, upon assigning an employee to an acting assignment, immediately
complete the necessary notification form as provided by the City. Upon notification
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of an employee placed on acting assignment, the Human Resources Department
shall conduct an evaluation to determine the eligibility of the employee assigned to
the acting assignment in accordance with this article.
ARTICLE 22
REST/LUNCH PERIODS
22.1 All employees' work schedules shall provide for a fifteen -minute rest
period during each four-hour work period.
22.2 Employees who do not take a rest period due to work conditions or by
personal choice may not lengthen lunch periods, cover an employee's late arrival or
early departure, nor may it be regarded as cumulative if it is not taken.
22.3 Employee lunch periods are not compensated by the City and
therefore may not cover an employee's rest period, late arrival or early departure.
ARTICLE 23
LINE OF DUTY INJURIES
23.1 It is the intent of the parties to eliminate unnecessary workers'
compensation litigation by providing a prior opportunity for the parties to discuss
and resolve issues in dispute. In furtherance of that intent, the City agrees that
any employee covered under this labor agreement who is disabled as the result of
an accident, injury or occupational disease incurred in the line of duty shall be
granted supplementary salary of which a part thereof is workers' compensation as
provided by Resolution No. 39802, subject to the following conditions.
23.2 No supplementary salary will be paid to anyone injured while
performing an act intended to injure or hurt one's self or another. Supplementary
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salary shall only be granted for a period of one hundred and fifty (150) consecutive
days from date of injury, however, said supplementary salary may be extended for
an additional sixty (60) consecutive days for serious injuries upon approval of the
City Manager or his/her designee.
23.3 Full-time Civil Service employees who have permanent status with
the City as of September 30, 1981, shall receive supplementary pay in accordance
with the existing practice.
23.4 All other employees and Civil Service employees hired subsequent to
September 30, 1981, shall be eligible for supplementary pay and workers'
compensation pay to the extent that the total of such benefits shall not exceed
eighty (80) percent of the employee's weekly pay prior to the line of duty injury,
accident, or occupational disease. This benefit shall take effect only after the
employee has been disabled for a period in excess of seven (7) calendar days.
23.5 If an accident has been declared compensable by the City and the
employee brings litigation without having first discussed with the 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.
23.6 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.
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23.7 Nothing in this Article shall be construed as a waiver of the City's
rights under applicable State law.
23.8 Effective October 1, 1993 any condition or impairment of health
suffered by employees in the classification of Identification Technician caused by
Acquired Immunity Deficiency Syndrome (AIDS), Hepatitis, Pulmonary
Tuberculosis, or Meningococcal Meningitis shall be presumed to have been
accidental and to have been suffered in the line of duty unless the contrary be
shown by satisfactory evidence. Employees either currently in the classification or
promoted or hired into the classification of Identification Technician who refuses to
take a medical examination and all of its components relating to the presumptions
within this article, shall not be entitled to the presumption outlined in this section
and Florida Statutes 112.18.
The presumption in favor of employees referred to in this section
shall not apply to any other contagious diseases which may be contracted by
employees. Furthermore, the presumption shall only be applicable to worker's
compensation and disability pension benefit determinations. Nothing in this
section shall be construed as a waiver of the City's rights under applicable state
law.
ARTICLE 24
WAGES
24.1 The City agrees to continue the current wage rate except as provided
herein for all bargaining unit employees. In accordance with the following
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schedule, any adjustment will be effective on the first day of the first full pay
period following the date indicated:
October 1, 1998 0%
October 1, 1999 2%
October 1, 2000 2%
In return for the Union's agreement for a three (3) year agreement,
the following will apply: Management will not layoff bargaining unit employees for
the life of this Agreement
Before a permanent bargaining unit member is laid off, the employee
shall have the opportunity to fill any position held by a temporary employee,
provided the bargaining unit member meets the minimum requirements set forth in
the job description. In such cases, the temporary employee shall be displaced.
In the event the City's fiscal ability to maintain permanent bargaining unit
employees on the active payroll deteriorates, management will promptly notify the
Union. The parties to this contract shall meet and negotiate if a reduction in force
is to be implemented for the bargaining unit.
Effective October 1, 1998, bargaining unit employees hired on or after
October 1, 1998 may be laid off in accordance with Civil Service Rules and
Regulations and/or applicable City policies.
24.2 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.
24.3 The parties agree there will be a 25% reduction in all bargaining unit
wage rates for those prospective employees hired on or after January 14, 1988.
Current employees will be grandfathered into the existing pay plan
for purposes of anniversary changes, promotions, demotions, classifications,
reclassifications, wage increases, etc.
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24.4 Effective December 31, 1992, the City agrees to include a seventh and
eighth pay step in the second tier of the two (2) tier pay plan. Former
managerial/confidential employees who are at the first, second, or third longevity
step of the second tier shall be placed at the appropriate step with the equivalent
base hourly rate the employee earned, with no reduction in pay, at time of
implementation of this provision.
Effective the first full pay period following October 1, 1998, the City
agrees to increase the 21"t year longevity step for the Tier 1 and Tier 2 pay plan by
2 V2%. Effective the first full pay period following October 1, 1998, the City agrees
to include a five (5%) percent 17th year longevity step to the Tier 2 pay plan.
24.5 All changes in salary for reasons of promotion, demotion, merit
increase, two (2) tier pay plan changes, working out of class or longevity increases,
shall be effective the first day of the payroll period following the effective date of the
change.
Employees hired into a classified Civil Service position shall have
their date of hire changed to reflect their commencement as a classified Civil
Service position and shall satisfactorily serve a probationary period of one (1) year
commencing with the date of entry into a permanently budgeted classification and
prior to gaining permanent status in the classified service.
24.6 A night shift differential of $.60 per hour will be paid to bargaining
unit employees who work a regular established shift between the hours of 6:00 p.m.
and 8:00 a.m. However, more than one-half of the hours of the regular established
shift must be within the hours of 6:00 p.m. and 8:00 a.m. Night shift differential
will only be paid for hours actually worked during the night shift differential period
and will not be paid for any overtime hours. Night shift differential shall not be
used in calculating average earnings for pension purposes.
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24.7 Employees shall receive no additional pay supplements except as are
specifically provided by this Agreement. Any pay supplements provided by this
Agreement shall not be used in calculating average earnings for pension purposes.
Only those employees holding permanent status within the
occupation of Heavy Equipment Mechanic and who are permanently assigned to the
Fire Garage shall receive a 7 1/2% pay supplement added to their base rate of pay
should they be continually assigned to on -call rotation. Said pay supplement shall
be deemed to fully satisfy any on -call pay obligation which might be construed to
exist under the Fair Labor Standards Act.
Effective the first full pay period following October 1, 1998, those
employees within the occupation of Communications Operator who are actively
assigned the duty of training new Communications Operators shall be entitled to
receive a five (5%) percent per pay period pay supplement for the actual full pay
period they are assigned in a training capacity by their supervisor.
Should the City feel the need to have an audit performed for the
purpose of determining whether a separate training occupation is desirable, the
City may discontinue this plus item and assign said duties to the person or persons
holding said Communications Operator Trainer classification.
24.8 Employees shall become eligible for longevity increases based upon
their most recent date of hire into the classified service; provided, however, that
when the employee is not in a full pay status, it shall cause the effective date of the
increase to be deferred by the same number of calendar days. This provision shall
apply to employees who attain ten (10) or fifteen (15) years of continuous classified
service on or after January 1, 1984. Effective the first full pay period following
October 1, 1991, a twenty (20) year longevity step shall be established for all
employees who have completed twenty (20) years of continuous classified service
with the City. Effective the first full pay period following October 1, 1993, a twelve
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(12) and eighteen (18) year five percent (5%) longevity step shall be established in
the second tier of the two (2) tier pay plan for all employees who have completed
twelve (12) or eighteen (18) years of continuous classified service with the City.
Effective the first full pay period following October 1, 1994, a sixteen (16) and
twenty one (21) year longevity half step of 2.5 percent each, will be implemented in
Tier 1 and Tier 2 for all employees who have completed sixteen (16) and twenty one
(21) years of continuous classified service with the City. All longevity increases
shall be granted consistent with the directed award issued on AFSCME Grievance
#6-89.
24.9 Bargaining unit employees who are hired on or after October 1, 1984
shall satisfactorily serve a probationary period of one year prior to gaining
permanent status in the classified service.
24.10 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 of more, shall be granted, at the time of his normal
retirement or honorable separation one hundred seventy-three and three tenths
(173.3) hours of pay.
24.11 As part and in consideration of benefits provided in this Agreement
to the Union and the Union's good faith effort to cooperate with the City to increase
the efficiency of the City, the City hereby makes a good faith representation to the
Union that it will be able to fund this Agreement.
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 case of a "true fiscal emergency" which is unanticipated at this time.
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
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that there is no other reasonable alternative means of appropriating monies to fund
the Agreement for that year or years.
Notwithstanding 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 25
JOB BASIS
25.1 Those classifications listed in Appendix A with a Job Basis
designation are considered salaried employees and exempt from coverage under the
Fair Labor Standards Act which precludes eligibility for overtime.
25.2 Job basis employees are expected to work a minimum of eighty (80)
hours per pay period plus any additional time over and above the normal eighty
(80) hour pay period that is needed to properly perform the duties of the position.
Use of vacation, sick leave and earned personal leave are to be properly recorded
when used. Job basis leave may not be used as a substitute for sick leave. Time
worked in excess of the normal eighty (80) hour pay period shall not be
compensated nor credited in any way. However, when time is taken off under this
provision, it is required that such time taken be recorded as JBL.
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25.3 Requests for time off by job basis employees shall be considered on an
individual basis consistent with the needs of the City and the performance record of
the employee, and approval shall not be unreasonably withheld.
25.4 Job basis leave shall not be utilized in units of more than one (1)
week unless authorized by the City Manager.
ARTICLE 26
OVERTIME/COMPENSATORY TIME
26.1 All authorized work in excess of an eligible employee's normal work
week shall be considered overtime work. Eligible employees shall not perform any
work prior to their normal work hours, during their lunch hour, or after their
normal work hours unless specifically authorized by a management supervisor.
26.2 Eligible employees performing compensable overtime work shall, at
their discretion, be paid time and one-half at their regular hourly rate of pay or
shall be given scheduled compensatory time off at the rate of time and one-half for
such work. Compensatory time off shall be taken in not less than one half (1/2)
hour increments. This overtime rate shall be all inclusive and no additional
overtime pay shall be paid to those employees working a holiday.
26.3 The maximum accumulation of compensatory time hours is one
hundred (100) hours. If an employee takes compensatory time off, the hours in his
bank shall be appropriately reduced by such time off. If an employee leaves the
service of the City and cashes in his compensatory leave bank, the hours therein
shall be valuated on the basis of the employee's regular rate of pay. The rate of pay
shall not be less than the higher of the employee's final regular rate of pay or the
average regular rate of pay during the last three (3) years of employment.
26.4 Employees covered by this Agreement who are appointed to job
basis/exempt classifications and who have compensatory time banked, shall at time
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of such appointment be paid for all compensatory time at their rate of pay prior to
such appointment.
ARTICLE 27
GROUP INSURANCE
27.1 The City agrees to pay 100% of the cost to provide the City's current
life insurance coverage and accidental death and dismemberment coverage of
$15,000 provided for employees. The City and the Union agree to explore ways to
increase available life insurance for bargaining unit employees at no additional cost
to the City.
27.2 Group health premiums will be paid by the bargaining unit employee
with pre-tax dollars. Bargaining unit employees who elect the Dual Choice health
plan shall contribute $21.00 bi-weekly toward single health coverage including
dental and vision and $100.50 bi-weekly toward family health coverage including
dental and vision.
27.3 Bargaining unit employees electing the City's HMO health plan shall
contribute $11.00 bi-weekly toward single health coverage including dental and
vision and $52.50 bi-weekly toward family health coverage including dental and
vision.
27.4 Effective October 1, 1998, any increases in dental or vision premiums
will be added to the employee premium payment. Employees retain the option to
opt out of dental and vision coverage.
27.5 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.
27.6 A standing committee will be created called the Health Insurance
Committee. It shall be made up of five (5) City of Miami employees, one member
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98- 56
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, so long as the decision does not
change the current benefits. The committee may make recommendations on benefit
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.
27.7 The City shall continue to make available to the Union a payroll
deduction slot to purchase local Union sponsored insurance programs.
Upon receipt of appropriate authorization from employees, the City
will make the designated deductions and forward monies to the Union. The City
shall deduct from that remittance an amount for the cost of these deductions. The
amount will be calculated at two cents (20) for each employee deduction, each
payroll period, and ten cents (100) for each addition, deletion, or modification to the
individual deduction. The Union shall indemnify and hold the City, its officers,
officials, agents and employees harmless against any claim, demand, suit or
liability and for all legal costs arising from any action taken or not taken by the
City, its officials, agents and employees in executing this activity. The Labor
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Relations Officer will advise the Union of the deduction procedures that will be
followed in the implementation and administration of this activity.
ARTICLE 28
SAFETY SHOES AND PERSONAL EQUIPMENT
28.1 In those classifications where the employer requires that the
employee wear safety shoes, the employer shall issue allowance in the amount of
$50.00 for the purchase of an initial pair of safety shoes.
28.2 When, due to wear and tear or accidental job destruction, a
replacement pair of shoes is required, the City will grant up to an additional $50.00
for the purchase of another pair of safety shoes.
This additional $50.00 shall only be provided when the worn out or
damaged pair of shoes is turned into the Department. The Department Director, or
his designee, shall determine when, in his judgment, a pair of safety shoes shall be
issued on the basis of need and not on an automatic basis. Management reserves
the right to provide safety shoes directly to the employee in lieu of the approval
provisions.
28.3 Employees in those classifications required to wear safety shoes shall
be subject to the loss of a day's pay for each day that the employee reports to work
not wearing the required safety shoes. Action under this section shall not be
grievable under the Grievance Procedure or appealable to the Civil Service Board.
If a medical waiver is obtained stating that the employee is unable to wear safety
shoes, then the penalty stated above is not applicable.
28.4 Safety shoes provided by the employer shall not be worn by the
employee when the employee is off duty.
28.5 City furnished equipment where required by the employer will be
replaced when worn out or damaged only if the employee returns the worn out or
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damaged equipment to the Department. This includes, but is not limited to, gloves,
boots, foul weather gear and other equipment. A bargaining unit employee shall
reimburse the City for the repair or current replacement cost of lost, stolen, or
damaged City equipment when the employee's carelessness and/or negligence
results in the loss, theft, or damage of the equipment.
28.6 Employees shall be advised of shoe models which conform to City
standards. The shoe allowance authorized by this Article shall only be paid where
an employee purchases a pair of safety shoes whose quality is certified as acceptable
by Management.
ARTICLE 29
TOOL ALLOWANCE
29.1 The City agrees to pay a quarterly tool allowance for Automotive
Mechanic, Heavy Equipment Mechanics and Auto Body Worker/Painter in the
amount of eighty-five ($85.00) dollars quarterly. Such tool allowance will be paid to
the employee within the first fifteen (15) days after the close of the quarter.
29.2 Mechanics' tools, which are stolen due to vandalism or forced entry
upon the employer's property, will be replaced upon proof of a police report and an
itemized list of the tools stolen.
29.3 The Department Director or his designee shall have the sole right to
develop or redevelop a basic minimum tool list which employees must have to be
hired in the various trades' classifications. The Department Director may grant a
reasonable length of time for any employee to acquire additional tools to meet the
basic minimum tool allowance inventory. Employees whose tool inventory does not
meet the minimum or drops below the basic minimum tool list inventory, shall not
receive a tool allowance. Tools may not be loaned to meet the basic inventory tool
list.
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29.4 The Department Director, or his designee, shall provide a required
minimum list of tools for Automobile Mechanic & Motorcycle Mechanic, Heavy
Equipment Mechanic, Maintenance Mechanic, Auto Body & Painter, Welder,
Machinist, Mason, Carpenter, Electrician, Lineman, Plumber, Painter, A.C.
Mechanic, Sign Painter, Communication Technician, or any other classification not
listed that the Department Director may feel is necessary to add.
29.5 The affected employees within the above -listed classifications shall
submit an inventory of all their personal tools, make and model to their immediate
supervisor outside the bargaining unit who will verify the list. The employee will
maintain a copy and a copy will be filed in the Division Office. This list shall be
periodically checked and updated. The City shall replace broken, stolen, and worn
out tools upon request and confirmation that the broken, stolen, or worn out tool
was on the recorded inventory. This replacement policy does not apply to the
classifications receiving the eighty-five ($85.00) dollars quarterly tool allowance.
Submission of the inventory list of tools in excess of the basic minimum tool list
shall be completed within sixty (60) days after ratification of this Agreement.
ARTICLE 30
TUITION REIMBURSEMENT
30.1 It is agreed between the parties that the tuition reimbursement
program is designed to encourage City employees to improve their job performance
and increase their value to the City by pursuing courses of study related to their job
duties at Miami -Dade County educational institutions. The policy governing the
tuition reimbursement program is intended to be flexible, with broad discretion for
approval reserved to the Department Director and the City Manager so as to insure
on-the-job effectiveness of City employees. Effective October 1, 1998, tuition
reimbursement shall not be subject to budgetary constraints.
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30.2 Any full-time, permanent City employee shall be eligible to
participate in the Tuition Reimbursement Program.
30.3 All course work must be taken at or from an accredited college,
university or educational institution approved by the City Manager or the Labor
Relations Officer. Course work taken under provisions of this Article must be
directly related to the employee's job duties. Class attendance will be on the
employee's own time unless otherwise noted in the course announcement and
authorized by the City Manager or the Labor Relations Officer.
30.4 Effective October 1, 1998 reimbursement will be limited to straight
tuition costs up to a maximum of $600.00 per year. Books, incidental fees, and
other costs related to the course work will not be reimbursed by the City.
30.5 To be eligible for reimbursement, the employee must successfully
complete the course work and provide evidence of successful completion to the City.
Successful completion must be evidenced by a grade of "C" or better.
30.6 Procedures for reimbursement will be as follows:
A. The employee must obtain three (3) copies of the Application for
Tuition Reimbursement form for each course from his department or
the Human Resources Department.
B. The employee must complete the application in triplicate and submit
it to his Department Director prior to registration at the education
institution.
C. The Department Director will then review the application and if
approved forward the original and one copy to the Human Resources
Department. If the application is disapproved, it is then returned to
the employee by the Department Director.
D. The Human Resources Department has the authority to approve or
disapprove the application, and applications not approved will be
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returned to the Department Director with the reason for rejection
noted thereon.
30.7 In the event the employee resigns or is terminated from the City
within one (1) year following completion of the course(s) for which City funds have
been expended, the amount of tuition reimbursement paid to the employee will be
reimbursed to the City by the employee upon his termination from the City through
a deduction from his final paycheck.
30.8 Upon completion of the course work, the employee must submit his
semester grade report together with the tuition fee receipt to his Department
Director. The Department Director will submit the approved application for tuition
reimbursement along with the employee's semester grade report to the Finance
Department who shall then reimburse the employee for the City's share of the
tuition reimbursement. The employee's Department Director will advise the
Human Resources Department of the employee's satisfactory completion of the
course.
ARTICLE 31
CALL BACK PAY
31.1 Any employee eligible for overtime shall, if recalled to duty during
off -duty hours, receive a minimum of three (3) hours plus one (1) hour travel time,
paid at the overtime rate. The parties agree that call-back hours shall not be used
in the computation of arriving at average earnings for purposes of establishing
pension benefits.
31.2 It is not the intent of this Article or any other Article of this
Agreement to provide pay for an employee out on ill time or workers compensation
to receive call-back pay, overtime pay or straight time pay for taking the required
physical before said employee may be released to return to work.
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ARTICLE 32
JURY DUTY/COURT APPEARANCE
32.1 Employees serving on jury duty shall be carried "JD" (Jury Duty) for
actual working time lost when called to serve on jury duty. Such employees shall be
paid at their regular hourly rate for all working time lost up to forty (40) hours per
week. Employees who work a regular shift between the hours of 11:00 p.m. and
7:00 a.m. and who are summoned to jury duty the day preceding their regular shift,
shall be carried on leave of absence with pay for their regular shift. All employees
released early from jury duty shall report back to work during their regular work
schedule or shall forfeit the City compensation for Jury Duty for all hours they are
absent.
32.2 In consideration of receiving their regular pay, employees called to
serve on Jury Duty shall promptly notify their supervisor of the call to Jury Duty.
The supervisor shall make a copy of the summons to Jury Duty and forward said
copy with the payroll sheets for the week in which the employee is on Jury Duty.
Employees who serve as jurors for Federal Court shall have deducted
from their paycheck forty dollars ($40) per day in the payroll period following the
week in which the employee was on Jury Duty.
Employees who serve as jurors for State and County Court shall not
have Jury Duty fees deducted for the first three (3) days of juror service. Employees
who serve more than three (3) days of Jury Duty shall have deducted from their
paycheck a Jury Duty fee equal to that compensation paid to the employee by the
State or County Court in his jurisdiction.
Any changes by the Courts in the above fees shall be reflected in the
employee's paycheck as they occur.
Where Courts provide free parking for jurists, employees will not be
reimbursed for any parking receipts submitted while attending such courts.
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32.3 Attendance in court in response to legal order or subpoena to appear
and testify in private litigation not in connection with an employee's official duty,
but rather as an individual, shall be taken as earned personal leave, vacation,
compensatory leave, or leave of absence without pay.
32.4 When requests for appearances before the Civil Service Board require
witnesses, the Civil Service Office shall require that said requests delineate who are
character witnesses and who are witnesses testifying as to the incident at hand.
Should the number of character witnesses exceed two (2) then a statement from
those additional character witnesses shall be submitted to the Civil Service Board
stipulating to the character of the employee on appeal before the Civil Service
Board.
ARTICLE 33
COMMENDATION PAID LEAVE
33.1 A department director, upon approval by the City Manager, or his
designee, may grant up to forty (40) hours of paid leave to any employee whose job
performance is of such exemplary or heroic nature as to warrant this special
consideration. This Article shall not be subject to the grievance procedure or
arbitration.
ARTICLE 34
PARKING
34.1 The City agrees to provide non -assigned parking space for all
bargaining unit employees who drive their personal automobiles to work. This
parking space will be of no cost to the employee while the employee is on duty. The
City will not assume the cost of parking for those employees who may not desire to
use the parking space provided by the City. Any questions with regard to employee
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parking shall be reviewed and a determination made by the Labor Relations Officer
and shall be final and binding.
34.2 The Union President will meet and confer with the Labor Relations
Officer on parking concerns should the need arise and the Labor Relations Officer
will attempt to resolve said concerns consistent with budgetary constraints.
ARTICLE 35
BLOOD DONORS
35.1 Employees who volunteer as blood donors to contribute to on -site City
supported Blood Donor Organizations as approved by the Labor Relations Officer
will be authorized the paid absence necessary to accomplish this purpose. The
Blood Donor Organization's personnel will determine what amount of time the
donor will need from the point of donation till they are released to go back to work.
ARTICLE 36
VACATION
36.1 Vacations shall be taken by the last payroll period of the calendar
year in which the vacation was credited. Effective October 1, 1993, employees shall
be allowed to carryover one hundred fifty (150) hours of the previous year's credited
vacation. Any excess vacation over the one hundred fifty (150) hours allowed
carryover shall be forfeited after January 19t. Employees who have been carried on
full disability the entire previous year shall be paid for all excess vacation over one
hundred fifty (150) hours at the rate of pay the employee was earning at the time
the employee was placed on full disability. If an employee is unable to take a
previously authorized vacation due to cancellation by his Department, any hours in
excess of the one hundred fifty (150) hours which would have been forfeited shall be
paid for at the employee's January 1, hourly rate of pay.
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36.2 Effective January 1, 1987, the maximum accrual of vacation shall be
one hundred and sixty (160) hours, provided however, bargaining unit employees
with ten (10) years of service but less than fifteen (15) years shall be allowed to
accrue one hundred and eighty (180) hours and employees with fifteen (15) years of
service or more as of January 1, 1987, shall be allowed to continue the accrual of
vacation in accordance with Civil Service Rules and Regulations (Ordinance No.
8977). The crediting of vacation leave shall only be allowed upon the completion of
the required years of actual continuous service.
36.3 An employee's annual vacation accrual shall be reduced for leaves of
absence without pay and suspensions. The employee's annual vacation accrual
shall be reduced on a yearly basis in accordance with the following schedule:
Work Hours Lost Without Pav Penalty
88 thru 176 Hours 1 month annual vacation accrual
177 thru 349 Hours 2 months annual vacation accrual
350 thru 522 Hours 3 months annual vacation accrual
523 thru 695 Hours 4 months annual vacation accrual
696 thru 868 Hours 5 months annual vacation accrual
869 thru 1041 Hours 6 months annual vacation accrual
1042 thru 1214 Hours 7 months annual vacation accrual
1215 thru 1387 Hours 8 months annual vacation accrual
1388 thru 1560 Hours 9 months annual vacation accrual
1561 thru 1733 Hours 10 months annual vacation accrual
1734 thru 1906 Hours 11 months annual vacation accrual
1907 thru 2080 Hours 12 months annual vacation accrual
36.4 Vacation leave must be requested twenty-four (24) hours in advance
of use and shall be taken in increments of not less than one (1) hour. Vacation leave
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may be granted by the Department Director or designee on an emergency basis.
Should such request be denied, the employee may only appeal such denial to the
City Manager or the Labor Relations Officer. Upon an employee's retirement or
separation from City service, the employee will be paid for those vacation hours
credited and earned through the employee's separation date.
36.5 Employees hired on or after January 1, 1987 shall accrue vacation in
accordance with the following schedule:
1 - 5 years - 80 hours
6 - 10 years - 100 hours
11 - 15 years - 120 hours
16 - 20 years - 160 hours
Such vacation shall be calculated on actual service in the previous
calendar year and shall only be taken after the completion of six (6) months of
actual continuous service.
ARTICLE 37
SECURITY OPERATIONS
37.1 The City and the Union and its officers, agents and members
recognize there are assignments within the Miami Police Department where
security of information is an absolute necessity. Therefore, the Chief of Police at his
sole discretion may reject an employee to such assignment within the Miami Police
Department when the Chief has reason to believe that there is potential for the
Security of the Department to be compromised.
37.2 Upon request of the Union President, the Labor Relations Officer will
review such denial of assignment. Said review will be final and the decision of the
Labor Relations Officer will be binding and not subject to any appeal procedure.
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ARTICLE 38
SICK LEAVE
38.1 The parties agree that care and discretion shall be exercised by
Management and the Union in order to prevent the abuse of sick leave privileges.
Absences on account of trivial indispositions must be discouraged. To determine the
extent or reasons for an employee's absence on sick leave, the employee's immediate
supervisor outside the bargaining unit or management designee may visit the home
of the employee on sick leave with pay. In cases where Management suspects that
an employee is malingering, sick leave with pay shall not be granted.
38.2 Permanent bargaining unit employees may be allowed to accrue eight
(8) hours sick leave per month, to be utilized in not less than one (1) hour
increments, provided that the employee is in pay status at least one hundred
twenty (120) hours per month.
38.3 Employees in probationary status will accrue sick leave in accordance
with 38.2. However, no sick leave with pay shall be granted during the employee's
first ninety (90) working days.
38.4 In order to receive sick leave with pay, an employee must take steps
to notify his immediate supervisor or the person designated by the Department to
receive such notice of illness within thirty (30) minutes after the time scheduled for
the beginning of the employee's daily duties, excluding the Fire and Police
Departments wherein departmental rules will apply. It shall be the employee's
responsibility to notify his Department each day the employee will be out ill within
the time frames outlined above.
38.5 All employees covered by this Agreement may be allowed to use
accrued sick leave when needed due to the serious injury or acute illness of any
actual dependent member of the employee's household. Said dependent member of
the employee's household shall be limited to the employee's immediate family. The
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immediate family shall be defined as father, mother, sister, brother, husband, wife,
children, father-in-law, mother-in-law, grandparents, spouse's grandparents,
stepfather and/or stepmother.
38.6 In those instances where an employee has utilized all their sick leave,
they will be allowed to utilize vacation and/or compensatory leave for this purpose.
Employees will be required to provide a doctor's excuse in these instances.
38.7 Any employee absent on sick leave for more than three (3)
consecutive work days must report to the Department of Human Resources and
obtain approval before returning to work. The Department of Human Resources
will have the City contract physician prepare a list of those medical illnesses or
injury that will require the employee to be sent to the City doctor's office prior to
being cleared to return to work. Those medical conditions which are minor in
nature and not on the prescribed City Doctor's list will only require the employee to
report to the Human Resources Department for clearance to report to work.
38.8 The Labor Compliance Coordinator shall be responsible for
coordinating City-wide employee compliance with the sick leave policy. The Labor
Compliance Coordinator will be responsible for reviewing sick leave usage of all
bargaining unit employees as determined by the City-wide Sick Leave Committee
(Refer to Section 38.9). Guidelines for determining excessive use of sick leave shall
be determined by the City-wide Sick Leave Committee.
38.9 Any bargaining unit employee whose annual sick leave usage has
been more than forty (40) hours shall be subject to review by the Labor Compliance
Coordinator. Emphasis will be placed on the employee's calendar year usage and/or
where a pattern of sick leave usage has been determined. The Labor Compliance
Coordinator has the authority to investigate and research sick leave usage.
Following review of an employee's sick leave, if the employee's
explanation and/or documentation as may be required is not satisfactory to the
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Labor Compliance Coordinator, the Labor Compliance Coordinator will have
specific authority to implement corrective measures.
38.10 Guidelines for determining excessive use of sick leave shall be
determined by the City-wide Sick Leave Committee.
A. Counsel the employee, if the employee has used more than forty (40)
hours of undocumented sick leave for the year.
B. Recommend to the Department Director to issue a written warning
after the employee has been counselled and if additional sick leave is
used without providing sufficient documentation.
C. Recommend restricting the use of sick leave for ninety (90) calendar
days after the employee has received a written warning and if
additional sick leave is used without providing sufficient
documentation unless the employee is out ill for a period greater than
three (3) consecutive work days. The granting of sick leave in this
instance shall be authorized by the Labor Compliance Coordinator.
D. Recommend to the Department Director the suspension of the
identified employee after the employee has received a ninety (90) day
restriction of sick leave use and if additional sick leave is used
without providing sufficient documentation. It shall not be necessary
to utilize Step "A," "B," or "C," prior to the action outlined in Step "D"
if in the judgment of the Labor Compliance Coordinator the sick leave
abuse is flagrant.
E. Recommend dismissal to Department Director after the employee has
been suspended and if additional sick leave is used without providing
sufficient documentation.
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When necessary, the Labor Compliance Coordinator may refer an
employee to the City-wide Sick Leave Committee at any time following Step A and
prior to Step E.
38.11 The City-wide Sick Leave Committee shall be composed of two (2)
Union appointees, the Labor Relations Officer, one (1) support staff employee, and
one (1) bargaining unit/non-union member.
The City-wide Sick Leave Committee shall meet as necessary and
shall have the authority to review sick leave reports provided by the Labor
Compliance Coordinator and any actions that may be recommended. The City-wide
Sick Leave Committee shall have the authority to institute and/or revise guidelines
as deemed appropriate.
38.12 Should an employee wish to appeal the decision of the Labor
Compliance Coordinator, said employee may request an appeal within five (5)
working days, on the form provided by the City, to the City-wide Sick Leave
Committee.
Decisions of the Labor Compliance Coordinator are only appealable to
the City-wide Sick Leave Committee. The decision of the City-wide Sick Leave
Committee shall be final and binding upon the employee making the appeal and
shall not be subject to any other appeal including the grievance procedure, Civil
Service Board or any other statutory or judicial appellate system.
38.13 Consistent with LMP-3-91, this system has been adopted to include
all classified and unclassified support staff employees in the City of Miami.
38.14 Employees covered by this Agreement who exercise normal
retirement, shall be paid for one hundred percent (100%) of accumulated sick leave
up to seven hundred fifty (750) hours and fifty percent (50%) of accumulated sick
leave above seven hundred fifty (750) hours. Employees whose sick leave payout
was limited to nine hundred sixty (960) hours as a result of having in excess of eight
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hundred (800) hours prior to January 18, 1979 shall have the option of keeping the
nine hundred sixty (960) hour limit or selecting the seven hundred fifty (750) hour
limit with payout at one hundred percent (100%) and fifty percent (50%) of
accumulated sick leave above seven hundred fifty (750) hours.
The City and the Union will continue to negotiate on a plan whereby
retiring employees may have an option of leaving all or a portion of their severance
pay in a City account for the purpose of paying health premiums for City group
insurance with pretax dollars (referred to as Health Insurance Bank). Possibilities
of active employees (at their option) moving time into a Health Insurance Bank will
also be explored.
38.15 Employees who terminate employment with the City under honorable
conditions shall receive a sick leave cash payout as follows:
More than 7, but less than 15 years of service 25%
More than 15 years of service 50%
36.16 Employees who are terminated or resign in the face of discharge shall
not receive compensation for unused sick leave upon separation of service or
retirement.
38.17 Employees who accumulate sick leave credits in excess of three
hundred (300) hours in accordance with this Article shall as of January 1 have one-
half (1/2) of their excess sick leave earned credited to their vacation leave bank.
Upon separation of service employees shall not have any sick leave
earned converted to their vacation leave bank.
38.18 Payoff for accumulated sick leave shall not be used to calculate
average earnings for pension purposes.
38.19 Employees with ten (10) or more years of service who are laid off
under honorable conditions may repurchase sick leave for which they were paid off
at the time of separation subject to the following conditions:
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1) They are rehired within twelve (12) months of their last day worked.
2) They remit to the City an amount equal to their rehire hourly rate
times the number of hours of sick leave for which they were
previously paid off. This buy back option must be exercised and
paid for within 30 days of the date the employee returns to work.
3) If the buy back option is properly exercised, the City will credit the
employee with the balance of sick leave hours credited to his account
as of the date he was laid off.
38.20 In recognition of those employees who display perfect attendance in
any one calendar year, the City will present the employee with a certificate of
appreciation. In addition, there will be an annual drawing of fifty (50) employees
from the pool of eligible employees with perfect attendance. Each of the fifty (50)
employees whose name is drawn shall receive a one hundred ($100) dollar cash
prize. The determination of when and the procedures for recognition of perfect
attendance shall be determined by the City-wide Sick Leave Committee. In order to
qualify for perfect attendance recognition, the employee must not have utilized any
sick leave, nor been on disability, nor have been in any without pay status during
the year.
ARTICLE 39
SICK POOL
39.1 A Sick Leave Pool has been established in recognition of the
substantial commitment on the part of employees who earnestly strive to eliminate
sick leave abuse thereby increasing productivity.
The Sick Leave Pool is available to assist those members of the pool
who are stricken with serious non -duty illness or injury so as to insure income not
to exceed a maximum of 4,160 hours within a five (5) year period. Membership to
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the Sick Leave Pool is subject to final approval by the City-wide Sick Leave
Committee.
39.2 Eligibility for each employee who wishes to participate in the Sick
Leave Pool shall be subject to the following regulations.
A. Each employee applying for membership must have a minimum sick
leave bank balance of one hundred and sixty (160) hours.
B. Each employee must donate forty (40) hours of his sick leave,
vacation leave, compensatory leave or earned personal leave to the
Sick Leave Pool. Such donation of hours or combination of hours
must be made in increments of not less than one (1) hour.
C. Each employee must maintain their membership in the Sick Leave
Pool in "good standing" as determined by the City-wide Sick Leave
Committee.
D. Prior to the employee's utilization of sick leave from the Sick Leave
Pool, the employee must have utilized all of his own sick leave,
credited vacation leave, compensatory leave, and earned personal
leave.
E. The City-wide Sick Leave Committee has the authority to approve or
reject an employee's request to use the Sick Leave Pool.
F. Use of the Sick Leave Pool is not intended for maternity leave,
however, employees who are eligible members of the Sick Leave Pool
may utilize Sick Leave Pool time for non -duty illness or injury arising
out of pregnancy.
G. An employee that is utilizing sick leave pool time shall not accrue
sick leave or vacation until such time the employee returns to work
and is in a regular pay status.
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H. Requests for utilization of Sick Leave Pool time should be initiated by
the employee however, if he is physically incapacitated to do so, said
request may be made by the employee's immediate supervisor or the
departmental payroll clerk on behalf of the employee. Requests for
utilization of Sick Leave Pool time must be made on the form
provided by the City.
I. Utilization of sick leave from the Sick Leave Pool shall cease upon the
employee's return to work, employee's attending physician or
Department of Human Resources authorizing the employee to return
to work or at such time the employee has utilized a maximum of
4,160 hours of Sick Leave Pool time as approved by the City-wide
Sick Leave Committee.
J. Should the employee's usage of time from the Sick Leave Pool reach
4,160 hours and the employee is physically or mentally unable to
return to full-time work, he shall be dropped from the City's active
payroll. Upon being dropped from the payroll, the employee may stay
in the City's health program he is currently enrolled in and he shall
have his single person coverage for the employee paid by the self-
insurance health trust fund for up to eighteen (18) months. Such
coverage shall not include dependent coverage unless he pays 100% of
the cost of same. Anyone who elects such coverage shall send to the
Labor Compliance Coordinator such medical records as the Labor
Compliance Coordinator requests twice a year verifying said mental
or physical incapacitation. Failure to supply the reports within thirty
(30) calendar days of the Committee's due date shall cause the
employee's health coverage to cease being paid for by the City's self-
insurance health trust fund.
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K. Employees will no longer be eligible for membership in the Sick
Leave Pool if their sick leave balance drops below one hundred and
sixty (160) hours and there is no legitimate, demonstrable injury or
illness to show reason for same.
L. The performance of off -duty work by an employee utilizing Sick Leave
Pool time shall result in the immediate suspension of Sick Leave Pool
privileges to the employee.
M. The Sick Leave Pool is not available for the use of employee family
members.
N. The Sick Leave Pool is not intended to compensate any sick pool
members for worker's compensation injury incurred in the line of
duty nor for acts wherein the employee deliberately injures himself.
O. Those employees subject to applicable sick pool rules who wish to
appeal a suspension from membership to the sick pool may do so to
the City-wide Sick Leave Committee whose review and decision will
be final and binding.
P. The City-wide Sick Leave Committee has the authority to make rule
changes when necessary to retain the solvency of the Sick Leave Pool.
Such rule changes may include members being assessed at least an
additional eight (8) hours of time should they choose to remain in the
pool.
Q. The City will contribute to the Sick Leave Bank upon separation or
retirement of a bargaining unit employee, fifty percent (50%) of the
employee's remaining banked sick leave time not to exceed 20,800
hours.
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ARTICLE 40
TARDINESS
40.1 Tardiness is reporting for work in excess of five (5) minutes beyond
the scheduled starting time of the shift (or as provided in Police or Fire Department
rules). All tardiness shall be counted as an "instance". When an employee reports
to work within a period that is more than five (5) minutes after his scheduled
starting time, and provides an excuse that is acceptable in the sole discretion of
Management, the employee may elect to utilize Earned Personal Leave. Election of
Earned Personal Leave for an excused tardiness shall be taken in one (1) hour
increments. The utilization of Earned Personnel Leave does not negate the
tardiness as an instance. An annual period shall be defined as a twelve (12) month
period beginning with the occurrence of the employee's first tardiness instance.
40.2 Employees shall be disciplined for instances of tardiness in an annual
period in accordance with the following schedule:
Number of Tardy Instances
9th instance in annual period
loth instance in annual period
11th instance in annual period
12th instance in annual period
Discipline
Written warning
Three (3) day suspension
Fourteen (14) day suspension
Dismissal
40.3 Tardiness appeals shall only be appealable through the Grievance
Procedure Article as set forth in the Agreement. Exceptions to the above schedules
may be granted by the Labor Relations Officer, if, in his opinion, individual
circumstances warrant such action.
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ARTICLE 41
FAMILY LEAVE AND LEAVE WITHOUT PAY
41.1 Effective upon ratification of the labor agreement, bargaining unit
employees may request a leave without pay in accordance with the Family and
Medical Leave Act of 1993. Such leave is provided under the law for birth, adoption
or foster care of a child and for a serious health condition of the employee or the
employee's spouse, child, parent or grandparent.
41.2 Upon approval of the Department Director, with the approval of the
City Manager or the Labor Relations Officer, a leave without pay may be granted,
for the purpose of entering upon a course of training or study calculated to improve
the quality of the employee's service to the City through course work directly
related to the employee's job, for a period not to exceed six (6) months. The request
for leave without pay may be extended for an additional six (6) months upon the
approval of the Department Director and approval of the City Manager or the Labor
Relations Officer.
Any bargaining unit employee requesting said leave of absence shall be
required to submit evidence of registration upon entering each quarter/semester of
school.
41.3 Upon approval of the Department Director, with the approval of the
City Manager or the Labor Relations Officer, a leave without pay may be granted,
for an acceptable reason other than specified herein, for a period not to exceed
ninety (90) calendar days. Approval for said leave of absence without pay is at the
sole discretion of the City Manager or the Labor Relations Officer and shall not be
appealable to the Civil Service Board or the grievance procedure.
41.4 Bargaining unit employees who desire to take a leave without pay for
any reason specified in this Article, excluding a serious health condition, must
exhaust all vacation and earned personal leave banks prior to taking a leave
-60- 9 8- 564
without pay. A request for leave without pay for a serious health conditions as
provided under the Family and Medical Leave Act shall require the bargaining unit
employee to use all sick, vacation and earned personal leave prior to taking such
leave. The usage of such leave time will not prohibit the employee from taking
leave without pay as specified herein.
41.5 Bargaining unit employees who take a leave without pay for any
reasons specified in this Article shall not accrue leave time. At the expiration of a
leave of absence without pay, the bargaining unit employee shall be returned to the
position vacated when said leave of absence without pay was granted in accordance
with the provisions of the Family and Medical Leave Act. Leave of absence without
pay during the required probationary period of service shall extend the
probationary period the length of time used during the said leave of absence
without pay.
41.6 The acceptance of another position or engaging in other employment
by the bargaining unit employee while on a leave of absence without pay shall be
deemed a voluntary resignation from the service of the City of Miami.
ARTICLE 42
LABOR/MANAGEMENT PARTNERSHIP COMMITTEES
42.1 There shall be a Departmental Labor/Management Partnership
Committee established in each department of the City of Miami. Said Committee
membership shall include representatives from classified support staff (M/C),
unclassified staff, executives and the AFSCME bargaining unit --dues and non -dues
paying members.
42.2 The Departmental Labor/Management Partnership Committee shall
meet at least once a month, and such meetings shall be scheduled during normal
business hours. The purpose of these meetings will be to discuss quality of work-
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98- 56A
life, productivity, service, communication and objectives of mutual concern, not
involving matters which have been or are the subject of collective bargaining
between the parties. It is understood that these Departmental Labor/Management
Partnership Committee meetings shall not be used to renegotiate the labor
agreement between the City and AFSCME. All decisions made by the
Departmental Labor/Management Partnership Committee shall be by affirmative
consensus.
42.3 The Departmental Labor/Management Partnership Committee
meetings shall be conducted on a semiformal basis with the selection of a
chairperson to be determined by the members of the Committee. Length of
participation of Committee members shall be determined by the Departmental
Labor/Management Partnership Committee. The chairperson shall arrange for
minutes to be taken of each meeting and for the distribution of copies to each
member of the Committee, the Union President, the City's Labor Relations Officer,
and -the City's Labor/Management Coordinator.
ARTICLE 43
DEATH IN FAMILY
43.1 Any employee covered by this Agreement may, in the case of death in
the immediate family, be authorized up to a maximum of forty (40) hours of paid
leave to attend to funeral or estate related functions of a member of the employee's
immediate family, or is at home in a state of bereavement. Said paid leave days
shall be taken consecutively by the employee excluding normal days off and
holidays. The immediate family is defined as father, mother, sister, brother,
husband, wife, children, father-in-law, mother-in-law, grandparents, spouse's
grandparents, grandchildren, stepfather and/or stepmother if they have raised the
employee from infancy regardless of place of residence, and may include any other
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98- 564
person who was or has been an actual member of the employee's household for ten
(10) or more years. Within thirty (30) calendar days from the date the employee
returns from a death in the family, the employee will file a copy of the death
certificate of the deceased family member. Said death certificate will be attached to
the form provided by the City and submitted to the Human Resources Department.
Failure to produce the death certificate will result in the employee reimbursing the
City for any days taken under this Article. Any employee found to have falsified his
application for a "K" day will be dismissed.
43.2 It is understood that under certain circumstances the employee will
be unable to obtain a death certificate. In this event, in lieu of a death certificate,
the employee shall submit a newspaper account showing the death and relationship
of the deceased to the employee and/or other appropriate criteria as deemed
appropriate by the Office of Labor Relations.
ARTICLE 44
MILITARY LEAVE
44.1 The City shall abide by the current provisions of the Florida Statutes,
Sections 115 and 250 as they relate to all employees either part-time or full-time
who are either reserve officers or enlisted personnel in the Florida Defense Force,
the National Guard, Naval Militia, Marine Corps, U.S. Army Reserve, U.S. Naval
Reserve, U.S. Marine Corps Reserve, U.S. Coast Guard Reserve, U.S. Air Force
Reserve or officers or enlisted personnel in any other class of the militia entitling
the employee to leave of absence from their respective duties without loss of pay,
time, efficiency rating or Civil Service seniority credits on all days during which
they shall be engaged in field or Coast Guard defense exercises or other training
ordered under the provisions of the U.S. Military or Naval Training regulations or
under the provisions of the Florida Defense Force or the National Guard.; provided
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that leaves of absence granted as a matter of legal right under the provisions of this
section shall not exceed seventeen (17) days in any one calendar year.
44.2 Requests for military leave shall be made as early as possible but at
least two (2) weeks prior to the date such leave commences.
44.3 Employees who take the military leave provided in this section shall
be credited with that time on their seniority status, in the City of Miami Civil
Service Records -Department of Human Resources.
ARTICLE 45
HOLIDAYS
45.1 The following days shall be considered holidays:
New Year's Day
Washington's Birthday
Memorial Day
Independence Day
Labor Day
Dr. Martin Luther King's Birthday
Columbus Day
Veterans' Day
Thanksgiving Day
Day after Thanksgiving
Christmas Day
45.2 Any additional holidays declared by official directive of the City
Manager shall be added to the above list.
45.3 Employees performing work on any of the above holidays shall be
paid time and one-half of their straight time hourly rate or shall be given scheduled
compensatory time off at the rate of time and one-half for the hours actually worked
on the holiday.
45.4 All conditions and qualifications outlined in Article 26, titled
"Overtime/Compensatory Time", shall apply to this Article. Hours of compensatory
time accumulated under this Article, when added to the compensatory time earned
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under the Article entitled "Overtime/Compensatory Time", shall not exceed one
hundred (100) hours.
45.5 To be eligible for holiday pay, an employee must work a full shift or
be in a paid leave status on the scheduled work days which immediately precede
and follow the holiday. If an employee works at least seven (7) hours of his regular
shift, the employee will either be charged one (1) hour from either his compensatory
time or vacation leave bank, or carried in without pay status at the sole discretion
of the supervisor. An employee who works at least seven (7) hours as described in
this section shall be eligible for holiday pay.
ARTICLE 46
EARNED PERSONAL LEAVE
46.1 Upon ratification of the Labor Agreement by the parties, it is agreed
that eligible members of the bargaining unit who work forty (40) hours per week
and have successfully completed six (6) months of their probationary period, shall
be entitled to fourteen (14) hours earned personal leave time off each calendar year.
Earned personal leave time shall be taken in increments of not less than one (1)
hour. The earned personal leave hours shall be mutually agreed upon by the
employee and his immediate supervisor outside of the bargaining unit consistent
with the needs of the employee's department. The earned personal leave hours off
shall not be accrued; they must be used by the employee during the calendar year or
be forfeited. The earned personal leave hours off are not subject to being converted
to cash during the employee's employment or as severance pay upon the employee
terminating his employment with the City. There shall be no liability to pay any
overtime under this Article.
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ARTICLE 47
ACCIDENT REVIEW BOARD
47.1 The parties agree to abide by the provisions of the City's Vehicular
Loss Control Program, Sections 6.1, 6.2 and 6.3 as they apply to vehicular accidents
involving bargaining unit employees.
ARTICLE 48
RESIDENCY
48.1 It is agreed by the parties that while residency is not a condition of
employment a candidate that is otherwise equally qualified will be given, at time of
hire, preference for employment in order of domicile as follows: (1) City of Miami
resident, (2) Miami -Dade County resident, (3) resident outside of Miami -Dade
County.
ARTICLE 49
TOTAL AGREEMENT
49.1 This Agreement, upon ratification, constitutes the complete and
entire agreement between the parties, and concludes collective bargaining for its
term.
49.2 The parties acknowledge that during the negotiations which resulted
in this Agreement, each had the unlimited right and opportunity to make demands
and proposals with respect to any subject or matter not removed by law from the
area of collective bargaining, and that the understandings and agreements arrived
at by the parties after the exercise of that right and opportunity are set forth in this
Agreement.
49.3 The parties agree that this Collective Bargaining Agreement
represents the total agreement for terms and conditions of employment during the
life of this contract and no request shall be made to increase wage or other
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98- 564
employee benefits through the Civil Service Board, City Manager or the City
Commission during the life of this Collective Bargaining Contract.
ARTICLE 50
SAVINGS CLAUSE
50.1 In the event any article, section or portion of this Agreement should
be held invalid and unenforceable by any court of competent jurisdiction, such
decision shall apply only to the specific article, section or portion thereof specified in
the Court's decision, and that portion of this Agreement in conflict shall be null and
void but the remainder of the Agreement shall remain in full force and effect, with
it being presumed that the intent of the parties was to enter into the Agreement
without such invalid portion or portions.
50.2 The City's representatives as defined in Article 2 and the Union's
representatives as defined in Article 3 shall promptly meet to negotiate a substitute
for the invalidated article, section or portion thereof as might be determined in
accordance with Section 50.1 of this Article.
50.3 Not withstanding any other provisions of this Agreement, the
employer may take all actions necessary to comply with the Americans with
Disabilities Act.
ARTICLE 51
OVERTIME DISTRIBUTION
51.1 Overtime will be distributed as equally as practical to the best ability
of the Supervisor in charge among the employees within a division of the City, who
have completed their probationary period, by shift and classifications, according to
seniority within the classification. A new overtime list by classification will be
posted every two pay periods as a guide for such distribution. The remedy for the
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98- 564
failure to offer overtime shall be that the employee shall be offered an equal or
comparable amount of overtime at the next opportunity.
51.2 The overtime list by classification will be made up of all employees in
that classification. If an employee refuses overtime, is sick, on vacation or on an
excused absence the City will move to the next employee in line on the overtime list.
For call-back overtime, if the employee does not answer their phone the City will
move to the next employee in line on the overtime list. This provision is not to be
interpreted as meaning the employee is not subject to call-back while on vacation or
excused absence.
51.3 As each overtime opportunity arises the City will move through the
overtime list until it has offered the last employee on the list an overtime
opportunity. Thereafter, the City will move to the top of the list and begin with the
most senior employee on the overtime list.
51.4 The provisions of this Article does not restrict the City's right to
require employees to work overtime. In the event the City must order overtime
work within a unit or area of assignment, the most junior employees of the affected
classification will be ordered first to work the required overtime.
51.5 If this method results in obviously inequitable distribution of
overtime, the Labor Relations Officer and the Union President will work out a
method of correcting such inequity.
ARTICLE 52
SENIORITY
52.1 Seniority shall, for the purpose of this Article, be defined as the most
recent date of hire, classified or unclassified, with the City unless otherwise agreed
upon by the Union President and the Labor Relations Officer.
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52.2 Seniority shall only be determinative in shift assignment and in the
assignment of days off in units with two (2) or more shifts. Seniority shall not be a
prevailing factor for assignment or promotion to a unit, section or division within a
department.
52.3 Exceptions to the use of seniority as specified in 52.1 may occur in
an emergency situation, when physician ordered, for training purposes, when
language skills are needed, compliance with the Americans with Disabilities Act,
when special knowledge or skills are needed as mutually agreed upon by the City
and the Union, or when mutually agreed by the affected employees and
management through the labor/management process.
52.4 Once every October shift assignments and days off will be re -bid by
seniority.
ARTICLE 53
LEAVE BALANCE PAYOFFS
53.1 Effective October 1, 1995 employees electing to retire may select one
of the two (2) following leave balance payoff options.
1) Payment of leave balances upon retirement as currently
specified under the labor agreement and/or leave payoff
practices.
2) The City shall fund up 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
-69- 9 8- 5 b 4
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
option may not be utilized for Service/Rule of 70 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.
ARTICLE 54
PENSION
Effective October 1, 1998, it is hereby agreed that the American Federation of
State, County and Municipal Employees ("AFSCME"), Local 1907, and the City of
Miami ("City") shall enter into this Memorandum of Understanding to modify the
funding section of the Gates Settlement; to modify the cost -of -living adjustments
("COLA"); to modify the pension benefit multiplier; and to resolve amortization
issues by retirement of the Gates Settlement Schedule B payments effective from
Fiscal Year 1998-99 actuarial valuation report of the General Employees' and
Sanitation Employees' Trust ("GESE").
Modification in Gates v. City of Miami
The AFSCME, CIGU, City of Miami Retirees Association, and the City will
endorse and present to the Circuit Court a joint motion for modification of Final
Judgment in Gates v. City of Miami.
98- 564
Retirement Benefit Multiplier Section 40-255 (a) (3); (b) (2) b; (d) 2; (e) (2) b)
A member exercising service retirement, rule of 70 retirement, or vested right
to retirement, on or after October 1, 1998, shall be entitled to receive a retirement
allowance equal to 3 percent of the member's average final compensation multiplied
by years of creditable service, which amount shall be paid yearly in monthly
installments. Upon retirement on or after October 1, 1998, for ordinary disability, a
member shall commence receipt immediately a retirement allowance equal to 3
percent of 90 percent of the member's average final compensation multiplied by
years of creditable service, which amount shall be paid yearly in monthly
installments, providing that the resulting retirement allowance does not exceed 30
percent of the member's average final compensation.
Longrevity Supplement (Section 40-255 (a) (4) c. 2)
Effective October 1, 1998 the longevity supplement specified in Section 40-
255 (a) (4) c.2 of the City of Miami Code shall cease to be available.
COLA Benefit (Section 40-256)
Effective October 1, 1998 there shall be a minimum COLA benefit of $54.00
per year and a maximum COLA benefit increase of $400.00 per year, provided the
retiree's first anniversary of retirement has been reached. The COLA percentage
will be increased to 4% of total benefits and the cumulative COLA benefit on a
quarterly basis will be eliminated. The COLA benefit will be paid on a monthly
basis.
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ARTICLE 55
TERM OF AGREEMENT
55.1 After a majority vote of those bargaining unit employees voting on
the question of ratification and thereafter upon its ratification by an official
resolution of the City Commission ratifying the Agreement and authorizing the City
Manager to sign the Agreement on behalf of the City, then, the Agreement, upon
being signed by the appropriate Union representatives and the City Manager, shall
become effective October 1, 1998 or as set out below, whichever date is later. The
Agreement shall continue in force and effect until 11:59 p.m., September 30, 2001.
This Agreement becomes effective upon the ratification and approvals as set out in
the Memorandum of Understanding, which is attached and incorporated herein as
Appendix C.
55.2 On or before April 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
to negotiate, together with specific language embodying and describing their
proposals. The changes indicated in the proposals shall be designated with a strike
through of deleted language and new language will be underlined.
55.3 On or before May 1, 2001, the City shall present the Union with a list
of proposals it desires to negotiate. The changes indicated in the proposals shall be
designated with a strike through of deleted language and new language will be
underlined.
55.4 Initial discussions shall thereafter, and no later than June 1, 2001, be
entered into by the City and the Union.
Agreed to this day of
19 , by and between
the respective parties through an authorized representative or representatives of
the Union and by the City Manager.
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ATTEST:
ATTEST:
CITY CLERK
MIAMI GENERAL EMPLOYEES
AFSCME LOCAL #1907, AFL-CIO
ON THE PART OF THE CITY OF MIAMI,
MIAMI, FLORIDA
APPROVED AS TO FORM
AND CORRECTNESS
CITY ATTORNEY
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98- 564
APPENDIX A
Occupational
Occupational
Code
Title
Salary
Range
1005
Mail Clerk
14A
Hourly
1006
Mail Clerk Sr
16A
Hourly
1008
Clerical Aide
09A
Hourly
1010
Clerk I
12A
Hourly
1011
Clerk II
14A
Hourly
1012
Clerk III
16A
Hourly
1013
Clerk IV
20A
Hourly
1020
Typist Clerk I
13A
Hourly
1021
Typist Clerk II
15A
Hourly
1022
Typist Clerk III
17A
Hourly
1023
Typist Clerk IV
19A
Job Basis
1025
Secretary I
15A
Hourly
1026
Secretary II
17A
Hourly
1027
Secretary III
19A
Hourly
1028
Secretary IV
21A
Job Basis
1031
CIS Desk Operator
18A
Hourly
1035
Legal Secy
19A
Hourly
1037
Interrogat Steno
19A
Hourly
1038
Technical Transcriber
18A
Hourly
1039
Pension Clerk
14A
Hourly
1040
Tech Oper Liaison
19A
Hourly
1042
Legal Services Aide
15A
Hourly
1052
Service Center Repres - NET
21A
Hourly
1054
Service Center Aide - NET
17A
Hourly
1060
Claims Representative
19A
Hourly
1105
Cashier I
15A
Hourly
1106
Cashier II
17A
Hourly
1110
Account Clerk
17A
Hourly
1119
Accountant
22A
Hourly
1120
Accountant Sr
25A
Job Basis
1121
Accountant Supervisor
28A
Job Basis
1126
Staff Auditor Sr
28A
Job Basis
1129
Staff Auditor Princ
30A
Job Basis
1140
Budget Assistant
22A
Job Basis
1145
Debt Services Coord
28A
Job Basis
1150
Investment Analyst
25A
Job Basis
1152
Investment Spec
28A
Job Basis
1153
Finance Manager
33A
Job Basis
1154
Group Insurance Aide
19A
Hourly
1155
Wkr Comp Claim Spec
25A
Job Basis
1157
Group Insurance Specialist
28A
Job Basis
1201
Mals Spec I - Bldg Const
16A
Hourly
1202
Mals Spec II - Bldg Const
18A
Hourly
1203
Mals Supv - Bldg Const
21A
Hourly
1205
Stock Clerk I
14A
Hourly
1206
Stock Clerk II
16A
Hourly
1207
Storekeeper
19A
Hourly
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98- 564
Occupational Occupational
Code Title
Salary Range
1208
Mals Spec I - Comm Repr
16A
Hourly
1209
Mals Spec II - Comm Repr
18A
Hourly
1210
Procurement Spec Sr
27A
Job Basis
1211
Procurement Asst
20A
Hourly
1212
Procurement Spec
22A
Hourly
1213
Mals Supv - Comm Repr
21A
Hourly
1214
Auto Prts Supv
21A
Hourly
1215
Procurement Supv
29A
Job Basis
1224
Auto Prts Spec I
16A
Hourly
1225
Auto Prts Spec II
18A
Hourly
1230
Prop & Lease Mgr
33A
Job Basis
1235
Program Liaison
29A
Job Basis
1240
Property Mgt Rep
25A
Job Basis
1242
Property Mgmt Spec
28A
Job Basis
1303
Personnel Sery Representative
17A
Hourly
1305
Admin Aide I
20A
Hourly
1306
Admin Aide II
22A
Job Basis
1307
Task Force Supv
24A
Job Basis
1309
Admin Asst I
25A
Job Basis
1310
Admin Asst II
28A
Job Basis
1312
Intergovern Assistant
22A
Hourly
1313
Personnel Aide
20A
Hourly
1316
Personnel Asst
21A
Job Basis
1317
Personnel Spec
24A
Job Basis
1321
Research Psychologist
28A
Job Basis
1323
Personnel Medical Sery Rep
22A
Hourly
1324
Pers & Safety Off
26A
Job Basis
1329
Manag Anal Asst
24A
Job Basis
1332
Tech Operatns Coord
22A
Job Basis
1334
Manag Anal Sr
28A
Job Basis
1336
Manag Anal Chief
31A
Job Basis
1337
Manag Oper Anal
26A
Job Basis
1339
Finance Sery Coord
31A
Job Basis
1340
Resource Coord
28A
Job Basis
1341
Market Ser Coord
28A
Job Basis
1342
Rsch & Devt Spec
28A
Job Basis
1344
Procmt Cont Offc
29A
Job Basis
1345
Fiscal Assistant
22A
Job Basis
1347
Cable Comm Assistant
24A
Job Basis
1348
Marketing Sery Coord
24A
Job Basis
1350
Marketing Supervisor
29A
Job Basis
1352
Business Develop Sr
28A
Job Basis
1354
Business Developer
26A
Job Basis
1356
Bus Devp Supv
31A
Job Basis
1357
Economic Analyst
26A
Job Basis
1359
Econo Anal Princp
30A
Job Basis
1360
Job Developer
19A
Hourly
1361
Employmt Interviewer
17A
Hourly
1362
Info & Referral Spec
16A
Hourly
1363
Info & Referral Aide
12A
Hourly
1365
Training Officer
26A
Job Basis
-75-
98- 564
Occupational
Occupational
Code
Title
Salary
Range
1366
Staff Anlst Asst
24A
Job Basis
1367
Staff Analyst
26A
Job Basis
1368
Staff Anlst Sr
28A
Job Basis
1369
Staff Analyst Princpl
30A
Job Basis
1371
Internal Trade Coord
29A
Job Basis
1372
Complaint Specialist
22A
Hourly
1373
San. Services Coord
25A
Job Basis
1375
Job Training Specialist
20A
Hourly
1376
Sr. Job Training Specialist
22A
Hourly
1377
Job Training Supv
24A
Job Basis
1381
Sanitation Srvcs Aide
21A
Job Basis
1382
Support Services Coor
31A
Job Basis
1384
Productvty Anal Asst
24A
Job Basis
1385
Productivity Analyst
26A
Job Basis
1386
Productivity Anal Sr
28A
Job Basis
1387
Prodctvty Anal Prncpl
30A
Job Basis
1392
Technical Support Anal
27A
Job Basis
1405
City Photographer
24A
Hourly
1406
Photographer II
22A
Hourly
1414
Public Rel Splst
29A
Job Basis
1415
Fire Info Spec
24A
Hourly
1419
Public Relations Aide
19A
Hourly
1420
Publicity Writer
25A
Job Basis
1421
Public Rltn Agnt
23A
Job Basis
1422
Public Info Ofcr
28A
Job Basis
1424
Conven Actvy Coor
28A
Job Basis
1427
Asst Auditorium Mgr
25A
Job Basis
1430
Special Events Agent
20A
Hourly
1432
Spc Evnts Coord - Conv
25A
Hourly
1434
National Sales Mgr
30A
Job Basis
1436
Intergovmental Film Liaison
23A
Job Basis
1440
Facilities Promotion Agent
23A
Job Basis
1505
Switchboard Oper
14A
Job Basis
1521
Phototypesetter
17A
Job Basis
1522
Camera Platemaker
18A
Hourly
1523
Offset Press Operator
19A
Hourly
1524
Offset Press Operator Sr
21A
Hourly
1525
Duplicat Eqp Op
16A
Hourly
1526
Photolithographer
18A
Hourly
1528
Print Shop Asst Supt
27A
Job Basis
1529
Print Shop Supt
30A
Job Basis
1530
Print Shop Helper
12A
Hourly
1537
Prod Cl Spv
23A
Job Basis
1540
Systems Engr I
26A
Hourly
1541
Systems Engr II
30A
Job Basis
1554
Computer Op I
20A
Hourly
1555
Computer Op II
22A
Hourly
1557
Computer Opr Supv
26A
Job Basis
1560
Programmer Asst
23A
Job Basis
1562
Systems Programer
29A
Job Basis
1566
Programmer Jr
26A
Job Basis
-76- 9 8- 564
Occupational Occupational
Code Title
Salary Range
1567
Programmer
28A
Job Basis
1568
Programmer Sr
30A
Job Basis
1572
Computer Opr Chf
32A
Job Basis
1576
Systems Analyst Sr
32A
Job Basis
1580
Polygraph Operator
23A
Hourly
1582
Teleprocessing Coord
28A
Hourly
1584
Data Librarian
20A
Job Basis
1586
Scheduler/Expediter
21A
Hourly
1588
Info Center Spec
30A
Job Basis
1625
Revenue Insp I
21A
Job Basis
1626
Revenue Insp II
23A
Hourly
1629
Coll/Billing Spv
28A
Hourly
1808
Claims Account Spec
22A
Hourly
1810
Claims Adjuster I
22A
Job Basis
1812
Claims Adjustor II
24A
Job Basis
1820
Coll/Subrogation Spec
24A
Job Basis
2011
Surveyor
30A
Job Basis
2012
Surveyor, Sr.
32A
Job Basis
2013
Eng Tech I
18A
Hourly
2015
Eng Tech II
20A
Hourly
2017
Eng Tech III
24A
Hourly
2018
Eng Tech IV
27A
Job Basis
2021
Public Works Eng
24A
Hourly
2029
Street Lighting Eng I
27A
Job Basis
2030
St Light Eng II
30A
Job Basis
2031
Eng I
27A
Job Basis
2032
Professional Eng II
30A
Job Basis
2033
Professional Eng III
33A
Job Basis
2034
Professional Eng IV
35A
Job Basis
2040
Elec Engineer
33A
Job Basis
2048
Architech I
26A
Job Basis
2049
Architect II
29A
Job Basis
2050
Architect III
31A
Job Basis
2051
Landscape Aide
19A
Hourly
2052
Landscape Technician
25A
Hourly
2053
Landscape Arc
29A
Job Basis
2054
Lanscpe Arch Supv
31A
Job Basis
2056
Project Rep
27A
Job Basis
2060
Cable TV Engineer
31A
Job Basis
2110
Bldg Insp I
27A
Hourly
2111
Bldg Insp II
29A
Job Basis
2112
Bldg Insp Chief
31A
Job Basis
2114
Building Insp III
30A
Job Basis
2120
Elec Insp I
27A
Hourly
2121
Elec Insp II
29A
Job Basis
2122
Elec Insp Chief
32A
Job Basis
2123
Electrical Insp III
30A
Job Basis
2130
Plumbing Insp I
27A
Hourly
2131
Plumbing Insp II
29A
Job Basis
2132
Plumbing Insp Chf
32A
Job Basis
2134
Plumbing Insp III
30A
Job Basis
-77-
98- 564
Occupational Occupational
Code Title
Salary Range
2145
Sign Inspector
21A
Hourly
2150
Zoning Insp I
23A
Hourly
2151
Zoning Insp II
26A
Job Basis
2152
Zoning Insp Chief
29A
Job Basis
2153
Plans Processing Aide
19A
Hourly
2155
Code Enforcement Insp-NET
24A
Hourly
2158
Mech Insp I
27A
Hourly
2159
Mech Insp II
29A
Job Basis
2160
Mech Insp Chief
32A
Job Basis
2161
Mech Insp III
30A
Job Basis
2169
Codes Com Insp I
23A
Hourly
2170
Codes Com Insp II
26A
Job Basis
2171
Codes Com Isp Chf
29A
Job Basis
2176
Supv Permits & Rev
29A
Job Basis
2177
Code Enforcemt Supv
27A
Job Basis
2178
Chief Code Enforc Off
31A
Job Basis
2181
Cable TV Tech Spec
21A
Hourly
2183
Cable TV Tech Spec Sr
23A
Hourly
2204
Graphic Illus
22A
Hourly
2205
Planning Illus I
19A
Hourly
2206
Planning Illus II
22A
Hourly
2207
Park Plan Aide
20A
Hourly
2208
Planning Tech
24A
Hourly
2210
Park Plan Cord
29A
Job Basis
2214
Housing Spec Asst
23A
Hourly
2219
Planning Intern
16A
Hourly
2220
Planner I
27A
Job Basis
2221
Planner II
31A
Job Basis
2222
Planner III
34A
Job Basis
2224
Comm Dev Coord
32A
Job Basis
2225
Housing Spcl
26A
Job Basis
2226
Housing Spcl Princpl
31A
Job Basis
2227
Housing Spec Sr
28A
Job Basis
2228
Housing Rhb Ln/O Sr
26A
Job Basis
2229
Housing Rhb Ln/O
23A
Hourly
2230
Housing Rhb Est
23A
Job Basis
2231
Housing Rhb Est Sr
26A
Job Basis
2232
Soc Prg Analyst
22A
Hourly
2233
Soc Prg Analyst Asst
20A
Hourly
2234
Soc Prg Anl Sr
25A
Job Basis
2235
Soc Prg Anl Supv
28A
Job Basis
2237
Commty Dv Prj Supv
29A
Job Basis
2238
Special Funding Services Coord
26A
Job Basis
2239
Social Prog Coord
31A
Hourly
2240
Asst Hsng Rehab Ln Offr
19A
Hourly
2244
Asst Hsng Rehab Estimator
19A
Hourly
2248
Urb Act Grnt Corod
32A
Job Basis
2252
Urban Devlpmt Coord
29A
Job Basis
2263
Project Devlpmt Coord
31A
Job Basis
3001
Laborer I
15L
Hourly
3002
Laborer II
16L
Hourly
-78-
98- 564
Occupational Occupational
Code Title Salary Range
3005
Laborer III
17L
Hourly
3010
Labor Crew Ldr I
18A
Hourly
3011
Labor Crew Ldr II
22A
Hourly
3012
Public Works Supv
28A
Job Basis
3014
Public Works Supt
31A
Job Basis
3022
Sani Supervisor
25A
Hourly
3025
Waste Col Supt Asst
28A
Job Basis
3026
Waste Col Supt
31A
Job Basis
3104
Auto Eqp Op I
17L
Hourly
3105
Auto Eqp Op II
19L
Hourly
3106
Auto Eqp Op III
21L
Hourly
3107
Auto Eqp Op IV
22L
Hourly
3301
Maint Mech Helper
17A
Hourly
3302
Maint Mechanic
20A
Hourly
3303
Maint Mech Supv
23A
Hourly
3305
Air Cond Mech
26A
Hourly
3309
Elec Maintenance
23A
Hourly
3310
Electrician
26A
Hourly
3311
Elec Supervisor
27A
Hourly
3313
Gen Maint Worker
17A
Hourly
3314
Gen Maint Rep - Pnt/Mec
20A
Hourly
3315
Gen Maint Rep - Carpen
21A
Hourly
3316
Gen Maint Rep - Elec/Air Cond
23A
Hourly
3318
Gen Repair Maint Supv
23A
Hourly
3320
Elec Line Worker
24A
Hourly
3321
Elec Line Supv
26A
Hourly
3322
Plumber Supv
27A
Hourly
3324
Plumber
26A
Hourly
3326
Carpenter
21A
Hourly
3327
Carpenter Supv
23A
Hourly
3328
Mason
21A
Hourly
3335
Painter
20A
Hourly
3336
Auto Body Wrkr/Pn
22A
Hourly
3337
Painter Sign
21A
Hourly
3338
Painter Supv
23A
Hourly
3340
Pipefitter
19A
Hourly
3339
Auto Pnt/Bdy Shop Supv
24A
Hourly
3341
Pipefitter Supv
22A
Hourly
3350
Welder
22A
Hourly
3351
Machinist
25A
Hourly
3360
Fac Oper Worker
16A
Hourly
3361
Fac Oper Worker Sr
20A
Hourly
3362
Fac Oper Supv
23A
Hourly
3370
Prop Maint Asst Supt
28A
Job Basis
3371
Prop Maint Supt
31A
Job Basis
3372
Pol Secuty & Fac Supv
21A
Hourly
3374
Police Fac Asst
19A
Hourly
3375
Bldg Maint Supv
28A
Job Basis
3402
Fuel Fac Att
15A
Hourly
3404
Auto Mech Helper
17A
Hourly
3405
Auto Service Writer
19A
Hourly
-79-
98- 564
Occupational Occupational
Code Title
Salary Range
3406
Auto Mechanic
23A
Hourly
3407
Auto Mech Spv
25A
Hourly
3408
Fuel Fac Supv
21A
Hourly
3409
Heavy Equp Mech Helper
18A
Hourly
3410
Heavy Eqp Mech
24A
Hourly
3411
Heavy Eqp Mech Supv
26A
Hourly
3420
Garage Asst Supt
29A
Job Basis
3452
Supt-Garage or Motor Pool
30A
Job Basis
3455
Fleet Management Rep
22A
Hourly
3460
Aircraft Mech
26A
Hourly
3462
Aircraft Mech Supv
28A
Hourly
4005
Custodian I
14L
Hourly
4006
Custodian II
15L
Hourly
4007
Custodian Supv
17A
Hourly
5016
Pol Prop Unt Mgr
32A
Job Basis
5017
Pol Prop Unt Ast Mgr
29A
Job Basis
5018
Pol Prop Unt Supv
26A
Job Basis
5019
Identification Aide
16A
Hourly
5020
Police Comm Clerk
18A
Hourly
5022
Pol Prop Spec I
17A
Hourly
5024
Pol Prop Spec II
19A
Hourly
5025
Ident Tech I
22A
Hourly
5026
Ident Tech II
26A
Hourly
5027
ID/Tech Svcs Supv
28A
Job Basis
5030
Latent Print Examiner
26A
Hourly
5060
Police Records Spv
28A
Job Basis
5067
Special Events Coord - Pol
25A
Job Basis
5068
Alarms Specialist
21A
Hourly
5070
Crime Analyst I
22A
Hourly
5071
Crime Analyst II
24A
Hourly
5076
Prof Compliance Asst
19A
Hourly
5077
Prof Compliance Rep
26A
Job Basis
5079
Emergency Spec
29A
Job Basis
5110
Parking Enforcement Off I
14A
Hourly
5113
Parking Enforcement Off II
17A
Hourly
5302
Fire Sfty Spec Sr
25A
Job Basis
5303
Fire Sfty Spec Supv
27A
Job Basis
5304
Fire Sfty Spec
23A
Job Basis
5312
Excrse Physiologist
27A
Job Basis
5314
Paramedic Instructor
29A
Job Basis
5316
Fire Sery Instructor
24A
Job Basis
5318
Fire Safety Educ Supv
27A
Job Basis
5319
Fire Resource/Safety Tch
24A
Job Basis
5320
Video Program Spec
23A
Hourly
5323
Video Program Prod
28A
Job Basis
5326
Fire Protection Eng
28A
Job Basis
5404
Comm Repair Worker
21A
Hourly
5405
Comm Tech
25A
Hourly
5406
Comm Tech Supv
27A
Hourly
5407
Comm Maint Asst Supt
28A
Job Basis
-80 98- 564
Occupational Occupational
Code Title
Salary Range
5408
Comm Tech Supt
33A
Job Basis
5413
Comm Asst
20A
Hourly
5415
Comm Operator
22A
Hourly
5416
Comm Oper Supv
24A
Hourly
5418
Comm Center Supv
25A
Job Basis
5420
Tecl Sys Dev Mgr
33A
Job Basis
5510
Guard
13L
Hourly
5512
City Ranger
14A
Hourly
5520
Stable Attendant
15A
Hourly
5523
Stable Attend Supv
18A
Hourly
5529
Facility Attend
14A
Hourly
5530
Marinas Faclt Att
13L
Hourly
5537
Laboratory Aide
14A
Hourly
5560
JTPA Trainee
06A
Hourly
6001
Golf Course Attendant
16A
Hourly
6003
Grounds Tender
16A
Hourly
6005
Park Tender I
17A
Hourly
6007
Park Tender II
19A
Hourly
6010
Greenskeeper
23A
Hourly
6015
Tree Trimmer
16A
Hourly
6016
Tree Trimmer Crew Ldr
18A
Hourly
6020
Cemetery Sexton
20A
Hourly
6021
Parks Naturalist
23A
Hourly
6025
Nursery Tender
17A
Hourly
6026
Horticulturist
23A
Job Basis
6029
Beach Opers Supv
28A
Job Basis
6035
Parks Supv I
18A
Hourly
6036
Parks Supv II
22A
Hourly
6037
Parks Gen Supv
23A
Hourly
6047
Prks Tch Ser Spc M&C
27A
Job Basis
6048
Prks Tch Ser Spc E&S
27A
Job Basis
6049
Parks Oprtns Coord
27A
Job Basis
6050
Parks Supt Off
31A
Job Basis
6051
Operatins Asst Chief
29A
Job Basis
6053
Chf of Operations Pks
33A
Job Basis
6055
Fac & Grds Tf Mgr
26A
Job Basis
6059
Asst Stad Admin
30A
Job Basis
6062
Marine Stad Mgr
27A
Job Basis
6064
Auditorium Manager Asst
25A
Job Basis
6065
Auditorium Mgr
29A
Job Basis
6066
Marina Operation Supv
25A
Job Basis
6068
Marinas Aide
16A
Hourly
6069
Marinas Assistant
19A
Hourly
6070
Marinas Mgr Asst
26A
Job Basis
6071
Marinas Mgr
30A
Job Basis
6080
Park & Rec Mgr I
23A
Job Basis
6081
Park & Rec Mgr II
26A
Job Basis
6105
Lifeguard (P/O)
17A
Job Basis
6106
Pools Manager
21A
Hourly
6107
Pools Supervisor
22A
Hourly
6109
Sr. Lifeguard (P/O)
19A
Job Basis
-81-
98- 564
Occupational Occupational
Code Title
Salary Range
6119
Cult A& Coord
29A
Job Basis
6120
Tennis Supv
19A
Job Basis
6123
Program Coord
29A
Job Basis
6124
Prg Cord Asst
25A
Job Basis
6125
Therapeutic Rec Spec
24A
Job Basis
6126
Suptd of Recreation
31A
Job Basis
6127
Prgm Asst
12A
Hourly
6128
Prgms Leader
20A
Hourly
6129
Prgms Spec
18A
Hourly
6132
Golf Course Supt
31A
Job Basis
6133
Asst Supt of Golf
29A
Job Basis
6135
Baseball Supv
20A
Job Basis
6137
Volleyball Coord
18A
Hourly
6141
Liaison Specialist
26A
Job Basis
6144
Gen Recreation Pgm Planner
29A
Job Basis
6146
Rec Disict Supv
24A
Hourly
6148
Rec Specialist Sr
21A
Hourly
6149
Rec Specialist
18A
Hourly
6151
Water Sports Inst
23A
Hourly
6152
Boxing Supv
22A
Job Basis
6156
Youth Pgm Spec
25A
Job Basis
6160
Fitness Ctr Spc
21A
Hourly
6162
Recreation Asst Supt
29A
Job Basis
6164
Parks and Rec Sery Coord
28A
Job Basis
6170
Events Specialist
24A
Hourly
6172
Events Supervisor
29A
Job Basis
6300
Day Care Admin
29A
Job Basis
6301
Day Care Admin Asst
25A
Job Basis
6302
Day Care Ctr Supv
25A
Job Basis
7004
Medical Asst
16A
Hourly
7006
Head Nurse
28A
Job Basis
7017
Jobs Train Prog Coord
33A
Job Basis
7018
Vocational Counselor
22A
Hourly
7019
Citzn Prog Supv
28A
Job Basis
7020
Comm Invol Asst
19A
Hourly
7021
Comm Invol Spec
22A
Job Basis
7023
Citzn Part Supv
26A
Job Basis
7024
Refugee Counselor
17A
Hourly
7031
Sani Insp II
23A
Job Basis
7032
Sani Insp Chief
26A
Job Basis
7035
Sani Inspector
19A
Hourly
NOTE: Occupation Code No's. 1203, 1213, 1214, 3303, 3327 and 3338 shall be
designated as hourly occupations until such time the occupations are
vacated. Once vacated, the occupations shall revert to job basis
status.
-s2-
0'q- '��4
Occupational
Occupational
Code
Title
Salary
Range
1036
Legal Assistant
22M
Hourly
1122
Supervisor of Payroll
32M
Job Basis
1124
Auditor
23M
Job Basis
1125
Staff Auditor
26M
Job Basis
1127
Staff Auditor Princ
30M
Job Basis
1128
Asst Auditor
19M
Hourly
1159
Group Ins Supv
31M
Job Basis
1160
Insurance Coord
26M
Job Basis
1164
Financial Dev Coord
31M
Job Basis
1230
Prop & Lease Mgr
33M
Job Basis
1318
Personnel Off
26M
Job Basis
1320
Personnel Off Sr
28M
Job Basis
1322
Personnel Supvr
32M
Job Basis
1326
Validation Supv
34M
Job Basis
1328
Classif & Compensa Supv
34M
Job Basis
1330
Safety Coord
31M
Job Basis
1335
Manag Anal Prncpl
30M
Job Basis
1338
Manag Anal Supv
32M
Job Basis
1570
Sys Soft Manager
34M
Job Basis
1573
Data Base Manager
35M
Job Basis
1577
Project Analyst
33M
Job Basis
1587
Info Center Mng
34M
Job Basis
1816
Claims Adjustor III
26M
Job Basis
1822
Claims Supv Asst
28M
Job Basis
1824
Claims Supv
30M
Job Basis
2255
CRA Program Coord
29M
Job Basis
3450
Fleet Manager
33M
Job Basis
5711
Adm Asst III
31M
Job Basis
5726
Accountant Supv M/C
28M
Job Basis
5740
Staff Analyst Senior
28M
Job Basis
5742
Staff Auditor Senior
28M
Job Basis
7500
Exec Sec City Atty
23U
Job Basis
7505
Sr Secretary
21U
Hourly
8000
Adm Asst to the City Manager
290
Job Basis
8002
Commissioner's Aide
090
Job Basis
8003
Admin Asst - City C
210
Job Basis
8005
Admin Asst Sr - City C
230
Job Basis
8007
Exec. Secretary
230
Job Basis
8008
Secretary III
19U
Hourly
8009
Special Aide
150
Job Basis
8014
Asst City Attorney
X2E
Job Basis
8015
Admin Secty I
190
Job Basis
8017
Deputy City Attorney
X5E
Job Basis
8018
Admin Secty II
210
Job Basis
8020
Special Asst to Mgr
290
Job Basis
8021
Executive Asst to Mayor
250
Job Basis
8023
Labor Relns Splt
27U
Job Basis
8034
Typist Clerk I
13U
Hourly
-83-
98- 564
Occupational
Occupational
Code
Title
Salary
Range
8035
Typist Clerk II
15U
Hourly
8037
Typist Clerk III
17U
Hourly
8039
Recept/Typist - CM Office
180
Hourly
8046
Chief of Staff - Mayor
360
Job Basis
8050
Asst to Director - Pks & Rec
31U
Job Basis
8080
Asst to Dir-Solid Waste
32U
Job Basis
8081
Asst to Dir-Comm Dev
29U
Job Basis
8082
Admin Asst I
25U
Job Basis
8083
Admin Asst II
28U
Job Basis
8084
Receptionist
17OM Job Basis
8086
Asst to Dir - Pers Mgt
34U
Job Basis
8091
General Clerk
15OM Job Basis
8098
Exec Asst to Fire Chief
31U
Job Basis
8099
Admin Aide - CM
210
Job Basis
8101
Secretary IV
21U
Job Basis
8102
Sr Protocol Ofcr
28U
Job Basis
8104
Secretary II
17U
Hourly
8110
Admin Officer -CC
290
Job Basis
8111
Events Coord
25U
Job Basis
8113
Technical Operations Liaison
19U
Job Basis
8115
Asst to Director/PW
31U
Job Basis
8116
Technical Transcriber
18U
Job Basis
8117
Technical Oper Coord
24U
Job Basis
8120
Chf Depty Clerk
29U
Job Basis
8122
Records Reten Coord
25U
Job Basis
8124
Svc Ctr Mant Worker -NET
17U
Hourly
8130
Asst to Dir - GSA
32U
Job Basis
8131
Office Manager
240
Job Basis
8133
Prog Support Sery Advisor
27U
Job Basis
8135
Mktg Coord
28U
Job Basis
8138
Housing Develop Coord
32U
Job Basis
8139
Asst to Legis Admin
27U
Job Basis
8140
Agenda Coord, Asst
23U
Job Basis
8144
Grants Coordinator
29U
Job Basis
8145
Typist Clerk IV
19U
Hourly
8148
Asst to Dir - Mgt Audit
30U
Job Basis
8152
Fleet Manager
32U
Job Basis
8155
Finance Officer
33U
Job Basis
8156
Sr Affirm Action Spec
26U
Job Basis
8158
Program Specialist
29U
Job Basis
8160
Chief Architect
36U
Job Basis
8170
Asst to Dir-Intnl A&R
28U
Job Basis
8171
Asst to Dir-Budget
28U
Job Basis
8174
Chief Internal Auditor
32U
Job Basis
8178
NET Code Enforc Coord
27U
Job Basis
8180
Exec Asst-Police Chief Sr
31U
Job Basis
8182
Exec Asst-Police Chief
29U
Job Basis
8183
Asst to Dir-Police
31U
Job Basis
8190
Executive Asst - Cf of Staff
230
Job Basis
8191
Community Liaison
230
Job Basis
8192
Chief Admin Assistant
270
Job Basis
-84-
98- 564
Occupational Occupational
Code Title
Salary ange
8206
Admin Asst. III
31U
Job Basis
8209
Asst to Dir-Bldg & Zng
31U
Job Basis
8210
Zoning Administrator
32U
Job Basis
8220
Asst Exec Sec - H Brds
31U
Job Basis
8405
Group Insurance Coordinator
32U
Job Basis
8408
Supp Services Coord
31U
Job Basis
8410
Commission Reporter
21U
Job Basis
8411
Administrative Clerk
17U
Job Basis
8415
Asst to Director - Purchasing
30U
Job Basis
8418
Sr Special Asst to City Mgr
310
Job Basis
8420
Media Rel's Spec
23U
Job Basis
8428
Sister Cities & Protoc Asst
29U
Job Basis
8429
Protocol Coord
31U
Job Basis
8430
Sister Cities & Protocol Coord
31U
Job Basis
8434
Real Estate Specialist
31U
Job Basis
8435
Property Manager
34U
Job Basis
8440
Development Coord
34U
Job Basis
8452
Youth Program Coord
30U
Job Basis
8462
Chief Accountant
33U
Job Basis
8464
Budget Coordinator
30U
Job Basis
8465
Land Dev Spec Princ
31U
Job Basis
8466
Planning Illustrator
22U
Job Basis
8467
Urban Design Coordinator
32U
Job Basis
8469
NET Community Support Wkr
15U
Hourly
8470
Capital Improvmt Administrator
33U
Job Basis
8472
Chief of Opers
32U
Job Basis
8474
Capital Imp Asst
28U
Job Basis
8476
Homeless Pgm Coord
25U
Job Basis
8478
Lease Mgt Spec
28U
Job Basis
8480
Sergeant at Arms
34U
Job Basis
8484
Grant Writer
28U
Job Basis
8498
Exec Asst - Fire Chief/C
31U
Job Basis
8510
Archivist/Rcds Admin
34U
Job Basis
8515
Records Sys Spec
26U
Job Basis
8544
EO/Div Spec Sr
29U
Job Basis
8546
EO/Diversity Spec
25U
Job Basis
8560
Grants Financial Mgr
32U
Job Basis
8562
Budget Analyst
27U
Job Basis
8564
Budget Coord
31U
Job Basis
8568
Employee Services Aide
21U
Job Basis
8610
Video Asst
22U
Job Basis
8620
CRA Admin
34U
Job Basis
8630
Project Mgr
34U
Job Basis
8632
Employment Mgr
34U
Job Basis
8634
Industrial/Org Psychologist
31U
Job Basis
8636
Testing & Validation Spec
28U
Job Basis
8642
Facility Maint Manager
28U
Job Basis
8655
Proj Dir-OWP
IOU
Job Basis
8658
Comm Involv Spec
21U
Job Basis
8660
Sr Proc Ctrct Ofcr
31U
Job Basis
8668
Labor Compliance Coordinator
26U
Job Basis
-85-
98- 564
Occupational
Occupational
Code
Title
Salary
Range
8706
Sr. Job Training Supervisor
22U
Job Basis
8718
Clerk I
12U
Hourly
8719
Clerk II
14U
Hourly
8720
Employ Interviewer
17U
Hourly
8722
Client Service Coord
32U
Job Basis
8723
Client Svcs Spec
25U
Job Basis
8724
Accountant
22U
Job Basis
8726
Account Clerk
17U
Job Basis
8736
Public Info Coord
30U
Job Basis
8738
Public Info Supv
27U
Job Basis
8742
Code Compliance Spec
26U
Job Basis
8745
Chief of Inspec Sery
33U
Job Basis
8752
Legislative Coord
25U
Job Basis
8761
Investment/Debt Coord
28U
Job Basis
8764
Financial Dev Coord
31U
Job Basis
8770
Admin Aide I
20U
Hourly
8773
Admin Aide II
22U
Job Basis
8774
Pension Board Adm
35U
Job Basis
8785
Auditorium Mgr Asst
25U
Job Basis
8786
Conv Center Mgr
31U
Job Basis
8788
Training & Development Coord
31U
Job Basis
8793
Spec Projects Coord
29U
Job Basis
8801
Client Support Sery Aide
20U
Hourly
8803
Assessment & Referral Spec
24U
Job Basis
8805
Job Placement Spec
22U
Job Basis
8807
Employment Services Manager
34U
Job Basis
8809
Case Manager
25U
Job Basis
8810
Sr Job Placemt Market Spec
28U
Job Basis
8812
Training Coordinator
28U
Job Basis
8815
Contract Compliance Anlst
27U
Job Basis
8817
Employment Program Anlst
27U
Job Basis
All persons who hold interim, provisional, seasonal, part-time or temporary
positions are considered exempt from Appendix A and as such are not entitled to
any benefits as specified in this Agreement.
-86-
98- 564
APPENDIX C
MEMORANDUM OF UNDERSTANDING
AMENDMENT TO GATES SETTLEMENT
It is hereby agreed that the American Federation of State, County and Municipal
Employees ("AFSCME'J, Local 1907, the City Independent Group Union ("CIGU'), and the
City of Miami ("City') shall enter into this Memorandum of Understanding to modify the
funding section of the Gates Settlement; to modify the cost -of -living adjustments ("COLA'); to
redefine the funding mechanisnns, the asset valuation methods; to modify the pension benefit
multiplier, and to resolve amortization issues by retirement of the Gates Settlement Schedule B
payments of from Fiscal Year 1998-99 actuarial valuation report of the General
Employees' and Sanitation Employees' Trust ("GESE")
PENSION MODIFICATIONS:
Modification in Gates v. City of Miami
The AFSCME, CIOU, City of 1vliami Retirees Association, and the City will endorse and
present to the Circuit Court a joint motion for modification of Final Judgment in Gates v. 2ty of
Miami.
Retirement Benefit Mattiplter (Section 40-255 (a) (3); (b) (2) b c 1 , (d) 2; (e) (2) b)
A member euercising service ndtMent, rile of 70 retirement; anrly service retirement as
provided under Section 40-255 ) (3) (c) (1), or vested right to retirement, on or after October 1,
1998, shall be entitled to receive a retirement allowance equal to 3 percent of the membees
average final compensation multiplied by years of creditable service, which amount shall be paid
yearly in monthly installments. Upon retirement on or after October 1, 1998, for ordinary
disability, a member shall commence receipt immediately a retirement allowance equal to 3
percent of 90 percent of the member's average final compensation multiplied by ye of
creditable service, which amount shall be paid yearly in monthly installments, provided such
98- 564
projected actuarial and market asset value is deferred to each of the next two years as future
adjustments to the actuarial asset value. The resuit cannot be greater than 120% of market value
or less than 80% of market value.
Cost Method
The modified aggregate entry age normal cost method will be applied for costs as of
October 1, 1998, and each October 1" thereafter, based on demographic and asset data as of the
previous October ", adjusted for interest from that date to reflect payment timing. This
modification method will determine the annual normal cost based on the present value of future
normal costs spread as a level percent of pay. The present value of figure normal cost will be
based on the present value of all benefits less present value future employee contribution less the .
greater of the actuarial accrued liability or actuarial asset value. However, under .'no
circumstances will the total cost be determined to be less than zero.
Amortization Rmohdion
As of October 1, 1997 any tmfuaded actuarial armed liability iri excess of the madwt
value of assets at that date shall be amortized over 30 years as a level dollar amount.
Aftw October 1, 19971, the following amortization periods will be applied all as level
dollar amounts.
Amortization Period Sources of Change in Unfunded Liability
for
Actuarial gaintloss 15 years
Change in assumption 20 yesurs
To the extent the actuarial accrued liability plus normal cost is less than the actuarial asset
value plus present value future employee contributions, all prior amortization bases are
considered tally Minded.
-88-
98 - 564
retirement allowance exceeds 30 percent of the member's average final compensation; otherwise,
a retirement allowance equal to 3 percent of 90 percent of the member's average final
compensation, multiplied by the number of years which would be creditable to the member were
the member's service to continue until the attainment of the member's normal retirement age,
providiamed further that the resulting retirement allowance does not exceed 30 percent of the
member's average final compensation.
Longevity Supplement (Section 40-255 (a) (4) c. 2)
Effective October 1. 1998 the longevity supplement specified in Section 40 255 (a) (4)
c.2 of the City of Miami Code shall cease to be available.
COLA Benefit (Section 40-256)
Effective October 1, 1998 there shall be a minimum COLA benefit of $54.00 per year
and a maximum COLA benefit increase of $400.00 per year, provided the retiree's first
anniversary of retirement has been reached. The COLA. percentage will be increased to 4% of
total benefits and the cumulative COLA benefit on a .quarterly basis will be eliminated. The.
COLA benefit will be paid on a monthly basis.
Asset Valuation Method
The acbmid methodology f w evaluating assets shall be changed to moving market value
averaged over three years, beginning September 30, 1997. (As of October 1, 1997, market value
shall be used; as of October 1, 1998, a two-year moving average shall be used; as of October 1,
1999, and thereafter, the three-year moving average shall be used.) N ZbZy*year the
actuarial asset value starting with the market value as of October 1, 1997 will be projected
forward at the valuation date based on actual contributions and benefit payments at the assumed
interest assumption. This projected actuarial value is then compared to the market value of assets
at the valuation date. One third of the difference plus prior deferrals is added to the projected
actuarial asset value to equal the actuarial asset value. Two thirds of the difference between
.-89- 9 8- 564
Agreement Contingencies
This agreement is contingent upon: (1) ratification by the City Commission; (2)
ratification by union membership (AFSCME and CIGU) of this Memorandum of Understanding,
pursuant to the legal requirements for collective bargaining; (3) ratification by the CIGU union
membership of the October 1, 1997 - September 30, 2000, labor agreement and the AFSCME
union membership of the October 1,1998 - September 30, 2001, labor agreement; (4) ratification
by the Board of Trustees of GESE; (5) approval by the State of Florida Division of Retirement
as to the legal requirements for funding; and (6) modification of the Final Judgment in Gates v.
City of Miami by.*a Circuit Court to eonfom to the terms of this agreement after notice to the
class of retired employees and hearing.
AGREED to this day of - 1998, by and between the
respective parties through an authoarized or representatives of the Associations aid
by the City Manager.
Yi Charlie Cox, President
AFSCME, Local 1907
CD .
Norman Charles, President
CIGU
Louis Johnson, President
City Miami Retirees Association
R. Sue Weller, Labor Relations Officer
City of Miami
Jose Garcia -Pedrosa
City Manager
Date
Date
Date
Date
Date
-90- 98- 564
CITY OF MIAMI, FLORIDA
INTER -OFFICE MEMORANDUM
TO: Honorable Mayor Carollo and
Members of the City Commission
FROM: Dona fd H. Warshaw
City Manager
RECOMMENDATION
DATE: May 27, 1998
SUBJECT: Resolution Ratifying Labor
Agreement Between City of
Miami and AFSCME
REFERENCES:
ENCLOSURES:
FILE:
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 American Federation of
State, County, and Municipal Employees (AFSCME), Local 1907, AFL-CIO for the period
October 1, 1998, through September 30, 2001, per the attached resolution.
BACKGROUND
In April 1998, the City, AFSCME, and the City Independent Group Union (CIGU) began
discussions to modify certain provisions of the Judgment in Gates v. City of Miami. One of the
prerequisites by AFSCME to the amendment of the Gates Settlment was the negotiation of a new
labor agreement to replace the one expiring September 30, 1998. As a result of negotiations the
weekend of May 16ffi, the City, AFSCME and CIGU reached agreement to effect certain
amendments to the Gates Settlement, and the City and AFSCME agreed to a three year labor
agreement.
The new labor agreement provides for the following benefits and changes:
• 0% increase for FY 98-99,
• 2% wage increase October 1, 1999,
• 2% wage increase October 1, 2000,
• Effective October 1, 1998, a 2 %Z% increase to the 21' longevity step (Tier 1 and Tier
2),
• Effective October 1, 1998, a new five percent 17 year longevity step added to Tier 2,
• Effective October 1, 1998, an increase in tuition reimbursement from $200 to $600
annually, not subject to budgetary constraints,
• Effective October 1, 1998, replacement of a $40 per pay period supplement for Police
Communication Operators in a training position with a 5% pay supplement,
• Increase the number of $100 perfect attendance award receipents from 25 to 50,
98- 564
Honorable Mayor Carollo and
Members of the City Commission
RE: Resolution Ratifying Labor Agreement
Between City of Miami and AFSCME
• Explore ways to increase available life insurance to employees at no additional cost to
the City, and
• Reinstatement of management rights to reassign, transfer, roll -back or layoff
employees hired on or after October 1, 1998, even if such action would reduce the
salary of the affected employee.
The agreed upon changes to the labor agreement are subject to the legally required approvals of
the Memorandum of Understanding amending the Gates Settlement. The amendment to the
Gates Settlement provides the following: effective October 1, 1998, the Gates Settlement
Schedule B payments will be retired; the pension multiplier will be increased from 2.25% and
2.75% to 3%; the longevity supplement will no longer be available; the maximum annual COLA
increase will be increased from $200 to $400 annually; the COLA percentage will be increased
from 2% to 4% of total benefits; the cap on the total COLA benefit will be eliminated; and the
funding mechanisms and asset valuation methods are redefined to provide a more consistent and
predictable method for determination of annual costs.
The amendment to the Gates Settlement is contingent upon ratification of the labor unions
(AFSCME and CIGU), the City Commission, the Board of Trustees of GESE, approval of the
State of Florida -Division of Retirement, and modifications of the Final Judgment in Gates v. City
of Miami by the Circuit Court to conform to the terms of this agreement after notice to the class
of retired employees. The City of Miami Retired Employee Association has also indicated their
approval of the amendment to the Gates Settlement. On Friday, May 22, 1998, AFSCME
ratified the changes to the labor agreement and the Memorandum of Understanding amending the
Gates Settlement.
A cost summary of the changes to the labor agreement is attached for your review.
JGP:CMC:R�
c: R. Sue Weller, Labor Relations Officer
Dipak Parekh, Director, Budget and Management Analysis
98- 564
s
AFSCME Local 1907 Contract Costing Summary
Across the board
$
39,207,289
$
Overtime
$
1,220,891
$
Banked compensation time
$
236,542
$
Shift differential r
$
82,391
$
Working out of class_
$
45,045
$
Longevity's
10 year
$
68,108
$
_ year
$
$
15 year
$
113,230
$
16 year
$
46,832
$
20 year
$
79,106
$
21 year
$
26,201
$
Step Increase
_ year
$
-
$
,_,year
$
$
_ year
$
$
- year
$
-
$
_ year
$
_
$
year
$
-
$
Other pay
Sick leave bonus
$
2,600
$
Emergency vacation pay
$
116,272
$
Retirement
Incentive
$
32,677
$
Insurance
Life
$
262,426
$
Single HMO Medical Only
$
114,264
$
Single HMO Medical & Dental
$
616,850
$
Family HMO Medical Only
$
19,527
$
ALR
Office of Labor Relations
5/29/98
Page 1
$ 796,261 $ 1,608,735 $ 2,404,996
- $
27,296
$
55,147
$
82,443
- $
4,827
$
9,752
$
14,579
- $
919
$
1,857
$
2,776
- $
1,814
$
1,260
$
4,888
- $
1,945
$
2,232
$
6,122
- $
1,558
$
1,017
$
4,132
-• $
1,178
$
1,735
$
4,090
2,027 $
2,876
$
4,108
$
9,011
2,500 $
2,500
$
2,500
$
7,500
- $
2,372
$.
2,419
$
4,791
- $
600
$
612
$
1,212
Reviewed by the
Office of Budget and Management Analysis
s
AFSCME Local 1907 Contract Costing Summary
Family HMO Medical & Dental
$
1,897,043 '' $
Single PPO Medical Only
$
31,640 $
Single PPO Medical $ Dental
$
464,897- $
Family PPO Medical Only
$
34,137 ,' $
Family PPO Medical & Dental
$
623,650 $
Uniforms and Personal equipment
Safety shoes
$
91000 $
Shirts
$
27,000 $
Pants
$
$
Caps
$
$
Safety belts
$
_ $
Cold weather jacket
$
$
Rubber Boots
$
$
Tool Allowance
$
$
Plus items
Communication Oper. Train.
$
9,480 $
Revenue Incentive Pay
$
91599 $
Garage On Call
$
13,062 $
Tuition Reimbursement
$
3,000 $
Sub Total
FICA
Total
ALR
Office of Labor Relations
5/29/98
821 $
1,994
$
3,191
$
6,007
- $
192
$
384
$
576
- $
221
$
446
$
666
15,000 $
15,000
$
15,000
$
45,000
$ 45,410,659 $ 20,348 $ 861,553 $ 1,710,394 $ 2,598,790
$ 3,473,686 $ 409 $ 64,761 $ 129,698 $ 195,365
$ 48,881,345 $ 5,757 $ 911,314 $ 1,825,092 $ 2,749,155
Page 2
Reviewed by the
Office of Budget and Management Analysis
0