HomeMy WebLinkAboutR-95-0223J-95-236
3/16/95
RESOLUTION NO. 9 5— 223
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,
1995 THROUGH SEPTEMBER 30, 1998, UPON THE
TERMS AND CONDITIONS SET FORTH IN THE
ATTACHED AGREEMENT.
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 ("Agreement"), in
substantially the attached form, between the City of Miami and
the employee organization known as the Miami General Employees' h
American Federation of State, County and Municipal Employees,
Local 1907, AFL-CIO, for the period of October 1, 1995 through
September 30, 1998, upon the terms and conditions set forth in
the attached Agreement.
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Section 2. This Resolution shall become effective s'
immediately upon its adoption.
r.__�_.------ CITY COMMISSION
MEETING OF,
ro ��
MAP, 2 7 1995 ', !
Resolution No. j
223
1
PASSED AND ADOPTED this 27th
ATTEST:
V J.ii VJJ 1l141�
PR�FPQRED AND APPROVED BY:
RAMON I]
ASSISTA7
0
ATTORNEY
APPROVED AS TO FORM AND CORRECTNESS:
A."QUINN JdAS, III
CITY ATTO EY
RI:csk:M5001
- 2
day of March 1995.
S EPHEN P. CL MAYOR
35- 223
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, 1995 -- September 30, 1998
95- 223
•EVOR, v Waz__
ARTICLE
PAGE
ACCIDENT REVIEW BOARD . . . . . . . . .
46
79
ADDENDUM NO. 1
MEMORANDUM OF UNDERSTANDING RE:
ARTICLES OF THE BOARD OF DIRECTORS
OF THE CITY OF MIAMI BUILDING AND
VEHICLE MAINTENANCE DIVISION. . . . .
87
AGREEMENT . . . . . . . . . . . . . . .
1
ANNIVERSARY INCREASE. . . . . . . . . .
19
31
APPENDIX A . . . . . . . . . . . . . . .
93
APPENDIX B . . . . . . . . . . . . .
111
ATTENDANCE AT MEETINGS/TIME POOL. . . .
8
9
BLOOD DONORS . . . . . . . . . . . . . .
34
57
BULLETIN BOARDS . . . . . . . . . . . .
12
15
CALL BACK PAY . . . . . . . . . . . . .
30
54
COMMENDATION PAID LEAVE . . . . . . . .
32
56
CONTRACT DISTRIBUTION . . . . . . . . .
10
15
DEATH IN FAMILY . . . . . . . . . . . .
42
76
DISCHARGE AND DISCIPLINE. . . . . . . .
16
25
DISCRIMINATION . . . . . . . . . . . . .
6
7
DUES CHECKOFF . . . . . . . . . . . . .
13
16
EARNED PERSONAL LEAVE . . . . . . . . .
45
79
EMPLOYEE EVALUATION . . . . . . . . . .
18
30
EMPLOYEES BILL OF RIGHTS. . . . . . . .
15
24
EMPLOYEES ACTING WITHIN
SCOPE OF AUTHORITY . . . . . . . . .
20
34
FAMILY LEAVE AND LEAVE WITHOUT PAY. . .
40
73
GRIEVANCE PROCEDURE . . . . . . . . . .
14
18
GROUP INSURANCE . . . . . . . . . . . .
26
46
HOLIDAYS . . . . . . . . . . . . .
44
78
JOB BASIS/OVERTIME/COMPENSATORY TIME. .
25
44
JURY DUTY/COURT APPEARANCE. . . . . . .
31
54
LABOR/MANAGEMENT PARTNERSHIP
COMMITTEES . . . . . . . . . . . . .
41
74
LEAVE BALANCE PAYOFFS . . . . . . . . .
52
84
LINE OF DUTY INJURIES . . . . . . . . .
23
35
LOSS OF EMPLOYMENT. . . . . . . . . . .
17
28
MANAGEMENT RIGHTS . . . . . . . . . . .
4
4
MILITARY TRAINING LEAVE . . . . . . . .
43
77
NO STRIKE . . . . . . . . . . . . . . .
5
6
NOTICES . . . . . . . . . . . . . . . .
11
15
OVERTIME DISTRIBUTION . . . . . . . . .
50
82
PARKING . . . . . . . . . . . . . . . .
33
56
PREAMBLE . . . . . . . . . . . . . . . .
1
PREVAILING BENEFITS . . . . . . . . . .
7
9
RECOGNITION . . . . . . . . . . . . . .
1
1
REPRESENTATION OF THE CITY. . . . . . .
2
2
REPRESENTATION OF THE UNION . . . . . .
3
2
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i
7
AGREEMENT
This Agreement, entered into this day of 1995,
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").
•' su: A
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.
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ARTICLE PAGE
RESIDENCY . . . . . . . . . . . . .
. . 47
80
REST PERIODS . . . . . . . . . . . .
. . 22
35
SAFETY SHOES . . . . . . . . . . . .
. . 27
48
SAVINGS CLAUSE . . . . . . . . . . .
. . 49
81
SECURITY OPERATIONS . . . . . . . .
. . 36
59
SENIORITY . . . . . . . . . . . . .
. . 51
83
SICK LEAVE. . . . . . . . . . .
. . 37
59
SICK LEAVE COMMITTEES/POOL. . . . .
. . 38
63
TARDINESS . . . . . . . . . . . . .
. . 39
72
TERM OF AGREEMENT . . . . . . . . .
. . 53
85
TOOL ALLOWANCE . . . . . . . . . . .
. . 28
50
TOTAL AGREEMENT . . . . . . . . . .
. . 48
80
TUITION REIMBURSEMENT . . . . . . .
. . 29
51
UNION STEWARDS . . . . . . . . . . .
. . 9
13
VACATION . . . . . . . . . . . . . .
. . 35
57
WAGES . . . . . . . . . . . . . . .
. . 24
39
WORKING OUT OF CLASSIFICATION . . .
. . 21
33
95- 223
ii
ARTICLE 2
REPRESENTATION OF THE CITY
2.1 The City shall be represented by the City Manager, or
a person or persons designated in writing to the Union by the
City Manager. The City Manager or his designee shall have sole
authority to execute an agreement on behalf of the City upon
being directed by 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
i
3.1 The Union shall be represented by the President of the
Union, or by a person designated in writing to the City Manager
by the President of the Union. The identification of
representatives shall be made each year at least fifteen 15
P Y i )
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.
i
3.2 The President of the Union, or the person designated
by 'said President, shall have full authority to conclude an
95- 223
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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 unautnorizea ana
shall have no weight of authority in committing or in any way
obligating the Union. It shall be the responsibility of the
Union to notify the City Manager 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.
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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 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.g _ 223
-4-
14.,
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
effectuation or implementation of the management decision
involved for any reason other than an express limitation
contained in this Agreement.
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95- 223
4.7 For the term of this agreement the City agrees that
the reassignment or transfer of bargaining unit employees will
not result in a reduction or "red -circling" of an affected
employee's salary.
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
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OX.
Union, its officers, stewards and other representatives agree
that it is their continuing obligation and responsibility to
maintain compliance with this Article and the law, including
their responsibility to abide by the provisions of this Article
and the law by remaining at work during any interruption which
may be initiated by others; and their responsibility, in event of
breach of this Article or the law by other employees and upon the
request of the City, to encourage and direct 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
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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. '
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 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.
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UNA,
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.
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 MEETINGSJUNION 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: 9 5 - 223
04"
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
processed through channels of the bargaining unit
member who is to use the pool time. The form must be
processed so that a copy shall be in the Office of
Labor Relations a minimum of seven (7) calendar days
prior to the time the bargaining unit has been
authorized to use the pool time. It is understood on
rare occasions the seven (7) day time limit may not be
met. The President shall then forward a detailed
explanation to the Labor Relations Officer as to why
the seven (7) day rule was not met.
C. Bargaining unit members shall be released from duty on
pool time only if the needs of the service permit, but
such release shall not be unreasonably denied. if
because of the needs of the service a bargaining unit
member cannot be released at the time desired, the
Union may request an alternate bargaining unit member
be released from duty during the desired time.
-10-
95- 223
4,
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, and the designee, will
reasonably be available through the Union office
currently located at 4011 W. Flagler Street, Suite
405, Miami, Florida 33134, for consultation with
the Management of the City of Miami.
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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 use of
vacation leave, sick leave, earned personal leave,
holidays, or compensatory leave will be charged to
the President's employee 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 bargaininig 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. 9 5 - 223
-12-
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.
ARTICLE 9
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.
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9.5 Should an employee 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 an employee released on Time Pool both
investigate the same grievance or appear for the meeting called
to resolve the grievance. Should the Union President desire the
Union Steward, as described in Section 9.2, to attend a Step 3
grievance meeting, the steward may be released to attend said
meeting with any time loss to be charged to the Union Time Pool.
9.6 An alternate 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. Dinner Key offices and Recreation Personnel (1)
B. Police Department Building and Motor Pool Annex (1)
C. Hickman Building (Administration Building) (1)
D. Parks Operations, Public Works Operations, Golf
Courses (2)
E. All General Services Administration Divisions, and
Department of Solid Waste (2)
F. Municipal Justice Building, Fire Garage, and Stadiums
(1)
G. Watson Building and All Downtown Offices (1) 9 5 - 2 2 3
-14-
ARTICLE 10
CONTRACT DISTRIBUTION
10.1 The employer agrees to furnish copies of this contract
to each department head where Union members are employed and said
department heads shall make the contract available for employee
examination at employee's request.
ARTICLE 11
NOTICES
11.1 The City agrees to provide to the Union President or
his designee the following: Agendas of regular and special City
Commission meetings (except where exempt by applicable law),
regular and special Pension Board meetings, regular and special
Civil Service Board meetings and hearings, 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
95-- 223
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Y.W.,
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/her
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 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
95- 223
assessments.
-16-
p*;,
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/she 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.
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
95- 223
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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. 9 223
-18-
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. 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.
14.4 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 (S) day work week,
Monday through Friday, not including City-wide holidays. Any
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9
grievance not processed in accordance with the time limits
provided below, shall be considered conclusively abandoned. Any
grievance not answered by Management within the time limits
provided will automatically advance to the next higher step of
the Grievance Procedure. Time limits can only be extended by
mutual agreement of the Union and Department Head or Labor
Relations Officer. Such agreed to extensions shall be followed
up in writing.
14.5 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 3 of this Article
must be completed and attached to grievances presented directly
at Step 3. All grievances must be processed within the time
limits herein provided unless extended in writing by mutual
agreement between the Labor Relations Officer and the Union
President or grieving employees.
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
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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 respond to the employee within five
(5) working days.
Step 2.
If the grievance has not been satisfactorily resolved, the
employee or the Union, representative shall complete the
Election of Remedy form provided for in Section 14.3 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 present such
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14w
written grievance to the Department Head concerned within
five (5) working days from the time the supervisor has given
his or her oral response to Step 1. The Department Head 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 .
If the grievance has not been satisfactorily resolved in.
Step 2, the employee or the Union President may present a.
written appeal to the City Manager within seven (7) working
days from the time the response was due in Step 2. The City
Manager and/or his designee and Management personnel shall_
meet with the employee and/or the Union Representative and
shall respond in writing to the Union within seven (7)
working days from receipt of the appeal.
Step 4.
1. 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.
2. 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 Federal Mediation and Conciliation Service shall
be requested by either or both parties to provide a
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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.
3. 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.
4. 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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5. 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.
i
6. Copies of the award of the arbitration made in
1
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
li
final and binding on both parties.
14.8 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
i
j Agreement elects not to be represented by the Union, written
responses shall be given to the employee and to the Union.
14.9 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)
i
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
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A:
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 (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
at the overtime rate. However, if he is eventually found guilty
of the charges through the applicable administrative processes,
any overtime gained shall be repaid to the City in addition to
any penalty imposed for the violation.
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
DISCHARGE AND DISCIPLINE
16.1 In cases where it becomes necessary to discharge or
otherwise discipline a permanent, classified employee covered by
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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
j imposition of discipline, excluding Saturdays, Sundays, holidays
j 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 election of remedy and shall
waive any right on the part of the employee or the Union to file
or process a grievance under the terms of this Agreement
protesting such discharge or other disciplinary action. Should
an employee elect to grieve discharge or other disciplinary
action, excluding an oral or written reprimand, such grievance
shall be made 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.
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H
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 may have been using, possessing, dispensing or
selling controlled substances, unlawful, mind -altering, or non -
physician prescribed drugs. Management will encourage employees
to voluntarily seek help for alcohol or controlled substances
abuse. Such request for assistance shall be denied if the
individual seeking help is currently involved in or facing the
disciplinary process. Management will attempt to enroll
employees in such drug or alcohol rehabilitative programs as are
available to those individuals who voluntarily come forward.
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ARTICLE 17
LOSS OF EMPLOYMENT
17.1
Employees shall lose their seniority and their
employment
shall be terminated for the following reasons:
I.
Discharge if not reversed.
2.
Resignation. 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 his
designee. 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.
Unexcused failure to return to work when recalled from
layoff, as set forth in the recall procedure'.
4.
Unexcused failure to return to work after expiration
of a formal leave of absence.
5.
Retirement.
6.
Layoff for a continuous period of eighteen (18)
months.
17.2
Permanent employees subject to layoff shall be demoted
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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 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 or her 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 or she is able to perform and qualified to fill. The employee
must make a written request for such demotion or transfer within
three (3) working days after notification of layoff. Such
request shall be made to the Director of Personnel Management.
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. 9 5 _ 223
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$4.,
Employees transferred or demoted under this Section
shall replace the least senior employee in the position which he
or she occupies. If the employee's regular position subsequently
t
becomes available, consistent with Civil Service Rules and
i
Regulations, he or she shall be promoted and transferred back to
his or her 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 Personnel Management
Department. Such evaluation form will be developed by the
Personnel Management Department within the term of this
Agreement. The parties recognize and agree that should the
Personnel Management Department decide that more than one
evaluation form is needed, they will at their discretion develop
and require the usage of additional evaluation forms.
18.2 Employees rated will be given a copy of the evaluation
rating. Should an evaluation be downgraded after the employee's
initial evaluation by his/her immediate supervisor, the employee
will be given a copy of the downgraded evaluation rating. Only a
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copy of an unsatisfactory rating will be forwarded to the Union
President. Any employee rated below satisfactory by Management
will be given an opportunity to improve to a satisfactory level.
Failure to improve will result in disciplinary action up to and
including discharge. 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, unless
the Department Director recommends an extension of said time
frame.
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 increments recognizing satisfactory service
within established pay ranges are provided for in the Pay Plan.
95- 223
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On written approval from the Department Head, employees shall
receive a one-step increase in salary, not to exceed the maximum
rate. Those employees receiving approved increases when
submitted during the first seven (7) days of the payroll period,
shall receive the higher rate 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 increase effective the start of the following pay period.
All anniversary increases shall be subject to review for accuracy
by the Department of Personnel Management.
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 shall be awarded only on the
basis of continued satisfactory service by the employee and on
the positive approval of the Department Head. Anniversary
increases are not automatic. A Department Head may withhold
anniversary increases due to excessive absenteeism resulting from
tardiness, sick leave usage and/or until such time as, in his
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.
95- 223
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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 the legal cost
and reasonable attorney's fee; 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:
I. Any unauthorized act;
2. Any intentional tort;
3. Gross negligence or misconduct; or
4. While under the influence of intoxicating liquor,
drugs or illegal substances.
ARTICLE 21
WORKING OUT OF CLASSIFICATION
21.1 A department head, 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
95- 223
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Its:.
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.
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 of
an employee placed on acting assignment, the Personnel Management
95- 223
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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 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 accumulative if it is not taken.
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
95- 223
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t1w,41
another. Supplementary 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 that litigation is filed by an employee
following his return to work without having first discussed with
personnel of the Claims Division of the City of Miami concerning
any controversy arising out of his declared compensable accident,
it is agreed between the parties that the previously described
95- 223
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o.
supplementary salary shall be recouped from the employee's
current salary by way of payroll deduction, the extent of
subsequent payroll deductions shall not exceed 25% of the gross
pay per period. If the Claims Division of the City of Miami does
not resolve any controversy arising out of a compensable injury
to the satisfaction of the injured employee, then the
supplementary salary as provided by Resolution No. 39802 shall
not be jeopardized if litigation is subsequently filed by the
employee.
23.7 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.
23.8 Nothing in this Article shall be construed as a waiver
of the City's rights under applicable State law.
23.9 Effective October 1, 1993, employees in the
classification of Identification Technician who acquire a
condition or impairment of health caused by Acquired Immunity
Deficiency Syndrome (AIDS), Hepatitis, Pulmonary Tuberculosis, or
Meningococcal Meningitis shall be presumed to have been
accidental and to have been suffered in the line of duty unless
the contrary be shown by satisfactory evidence. 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
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3
presumption outlined in this section and Florida Statutes 112.18.
The presumption in favor of employees referred to in
this section shall not apply to any other contagious diseases
! which may be contracted by employees. Furthermore, the
presumption shall only be applicable to worker's compensation and
disability pension benefit determinations. Nothing in this
section shall be construed as a waiver of the City's rights under
applicable state law.
23.10 In recognition of the Employee Organization's concerns
for those bargaining unit employees injured in the line of duty,
the City fully intends to continue benefits to those honorable
men and women who have been injured in the line of duty and to
see they receive all benefits due them. However, the Employee
Organization recognizes there are instances when individuals
attempt to claim worker's compensation benefits or pension
benefits for which no demonstrable reason exists. In recognizing
these concerns the parties agree to establish a study committee
composed of six (6) individuals, three (3) members appointed by
the Employee Organization and three (3) members appointed by
management. The study committee shall commence meeting 90 days
after the effective date of this agreement and shall present its
recommendations to the President of the Employee Organization and.
the Labor Relations Office six (6) months after their first
meeting.
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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 schedule, any adjustment will be
effective on the first day of the first full pay period following
the date indicated:
January 1, 1997 4%
October 1, 1997 Reopener
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.
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. 95- 223
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Current employees will be g_randfathered into the
existing pay plan for purposes of anniversary changes,
promotions, demotions, classifications, reclassifications, wage
increases, etc.
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.
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 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 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
95- 223
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differential will only be paid for hours actually worked during
the night shift differential period and will not be paid for any
overtime hours. Night shift differential shall not be used in
calculating average earnings for pension purposes.
24.7 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 December 21, 1986, those employees within
the occupation of Communications Operator who are actively
assigned the duty of training new Communications Operators shall
be entitled to receive $40 per pay period 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.
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ko'.
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
embraced by said period of time. 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 (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. 9 223
-42-
jj&'
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/her normal retirement or honorable
separation one hundred seventy-three and three tenths (173.3)
hours of pay.
24.3.1 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 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
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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,IOVERTIME.COMPENSATORY TIME
25.1 Those classifications listed in Appendix A with a Job
Basis designation by the classification shall be considered job
basis and be ineligible for overtime pay.
25.2 Job basis employees are expected to work a normal work
week plus any additional time over and above the normal work week
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. Time worked in excess of normal work hours
shall not be compensated nor credited in any way. Similarly,
time taken off during normal work hours shall not be charged nor
debited in any way. Job basis leave shall not be utilized as a
substitute for sick leave. However, when time is 'taken off
under this provision, it is necessary to record such leave as job
basis leave (JBL).
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.
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pg.,
25.4 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.
25.5 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 quarter hour
increments rounded off to the next highest quarter hour. This
overtime rate shall be all inclusive and no additional
compensation in the form of holiday premium pay, etc., shall be
paid.
25.6 The maximum accumulation of compensatory time hours is
one hundred (100) hours. If an employee takes compensatory time
off, the hours in his/her bank would be appropriately reduced by
such time off. If an employee leaves the service of the City and
cashes in his/her bank, the hours therein shall be valuated on
the basis of the eligible employee's regular rate of* not less
than the higher of the employee's final regular rate or the
average regular rate during the last three years of employment.
25.7 Employees covered by this Agreement who are appointed
to job basis/exempt classifications and who have earned time in
the "Bank", shall upon such appointment be paid for all banked
compensatory time at their rate of pay prior to such appointment.
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ARTICLE 26
GROUP INSURANCE
26.1 The City agrees to pay 100% of the current life
insurance coverage and accidental death and dismemberment
coverage of $15,000 provided for employees.
2G.2 Effective as soon as possible after ratification of
this Article, employee premiums shall be tax exempt under Section
125 of the IRS code. In the event this exemption is eliminated
in the IRS code during the life of this agreement, Article 26
shall be reopened and the parties shall meet to negotiate any
changes necessitated by the loss of the tax exemption.
26.3 The pay period in which the payment of health
insurance premiums on a pre-tax basis is implemented, employees
will contribute $20.00 per pay period toward the cost of employee
health coverage or $98.00 per pay period toward the cost of
family coverage, where the employee elects to take such coverage
for point of service plan.
26.4 The pay period in which the payment of health
insurance premiums on a pre-tax basis is implemented, employees
shall contribute $10.00 per pay period toward the cost of
employee health coverage or $50.00 per pay period toward the cost
of family coverage, where the employee elects' to take such
coverage for the closed HMO plan.
26.5 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.
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26.6 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 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.
26.7 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
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amount for the cost of these deductions. The amount will be
calculate at two cents for each employee deduction, each payroll
period, and ten cents for each addition, deletion, or
modification to the individual deduction.
The Union shall indemnity 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 Relations
Officer will advise the Union of the deduction procedures that
will be followed in the implementation and administration of this
activity.
ARTICLE 27
SAFETY SHOES
27.1 In those jobs or occupations 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.
27.2 When, due to wear and tear or accidental job
destruction, a replacement pair of shoes is required, the
employer will grant 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. 9 5 — 223
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27.3 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 for 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.
27.4 Safety shoes furnished by the employer shall not be
worn by the employee on a day when the employee is off duty.
27.5 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 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 careless and/or negligent act(s) result in the
loss, theft, or damage.
27.6 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.
Employees shall be advised of shoe models which conform to City
standards.
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ARTICLE 28
TOOL ALLOWANCE
28.1 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 15 days after the close of the quarter.
28.2 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.
28.3 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.
28.4 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. 9 5 - 223
-50-
J14.
28.5 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 classification 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 days after ratification of this Agreement.
ARTICLE 29
TUITION REIMBURSEMENT
29.1 It is agreed between the parties that this tuition
reimbursement program is designed to encourage City employees to
improve job performance and increase their value to the City by
pursuing courses of study related to their work at Dade County
educational institutions. The policy governing the program is
intended to be flexible, with broad discretion for approval
reserved to the Department Head and the City Manager so as to
insure maximum utilization of available funds for increasing on-
the-job effectiveness of City employees. The continuance of this
program, however, is subject to budgetary limitation.
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29.2 Any full-time, permanent City employee may upon
successful completion of his probationary period be eligible to
participate in the Tuition Reimbursement Program.
29.3 All course work must be taken at or from an accredited
college, university or educational institution approved by the
City Manager or his designee. Course work taken under provision
of this Article must be directly related to the employee's job.
Class attendance will be on the employee's own time unless
otherwise noted in the course announcement and authorized by the
City Manager.
29.4 Reimbursement will be limited to one-half of straight
tuition costs up to a maximum of $200.00 per year and/or $100.00
per semester or term. Books, incidental fees, and other costs
related to the course work will not be reimbursed by the City.
In the event the employee resigns or is removed from the City
service within one year following completion of the approved
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 of service through
a deduction from his/her last paycheck.
29.5 To be eligible for reimbursement, the employee must
successfully complete the course work and provide the City with
evidence of successful completion prior to receiving
reimbursement. Successful completion must be evidenced by a
grade of "C" or better.
29.6 Procedure for reimbursement will be as follows:
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A. The employee must obtain three (3) copies of the
Application for Tuition Reimbursement form for each
course from his department or the Personnel Management
Department.
B. The employee must complete the application in
triplicate and submit it to his/her department head
prior to registration at the education institution.
C. The Department Head will then review the application
and if approved forward the original and one copy to
the Personnel Management Department. If the
application is disapproved, it is then returned to the
employee by the Department Head.
D. The Personnel Management Department has the authority
to approve or disapprove the application, and
applications not approved will be returned to the
Department Head with the reason for rejection noted
thereon.
29.7 Upon completion of the approved course work, the
employee must submit his semester grade report together with the
tuition fee receipt to his/her department head. The Department
Head will request the Finance Department to reimburse the
employee for the City's share of the tuition reimbursement, and
will advise the Personnel Management Department of the employee's
satisfactory completion of the course.
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ARTICLE 30
CALL BACK PAY
30.1 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.
30.2 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.
ARTICLE 31
JURY DUTY/COURT APPEARANCE
31.1 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 established 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 to their regular work or
receive no pay for all hours they are absent.
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4.
31.2 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. The Payroll Division of the Finance Department shall
deduct the Jury Duty fee from the employee's paycheck in the
payroll period following the week in which the employee was on
Jury Duty in accordance with the following schedule:
1) Federal Court - $40 per day
2) State and County Court - $10 per day
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.
31.3 Attendance in court in response to legal order or
subpoena to appear and testify in private litigation not in
connection to an employee's official duty, but as an individual
shall be taken as earned personal leave, vacation, compensatory
leave, or leave of absence without pay.
31.4 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
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$19,
the Civil Service Board stipulating to the character of the
employee on appeal before the Civil Service Board.
ARTICLE 32.
COMMENDATION PAID LEAVE
32.1 A department head, 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 33
PARKING
33.1 The City agrees -to provide 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
during the time 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
raised in this regard shall be reviewed and a determination made
by the Labor Relations Officer and shall be final and binding.
33.2 The Union President will meet and confer with the
Labor Relations Officer on parking problems and the Labor
Relations Officer will endeavor to resolve said problems
consistent with budgetary constraints.
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ARTICLE 34
BLOOD DONORS
34.1 Employees who volunteer as blood donors to contribute
to City supported Blood Donor Organizations will be authorized
the absence necessary to accomplish this purpose. The Blood
Donor Organization's personnel will determine what amount of time
the donor will need from the point of donation till they are
released to go back to work.
ARTICLE 35
VACATION
35.1 Effective January 1, 1994, vacations shall be taken by
the last payroll period of the calendar year in which the
vacation was credited. The last payroll period ending date for
calendar year 1994 is December 24, 1994. Effective October 1,
1993, employees shall only be allowed to carryover 150 hours of
the previous year's credited vacation. Any excess vacation over
the 150 hours automatic carryover shall be forfeited as of
February 1, 1994 and thereafter by the last payroll period of the
calendar year in which the vacation was credited. Employees who
have been carried on full disability the entire previous year
shall be paid for all excess vacation over 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 150 hours which would have
been forfeited shall be paid for at the employee's January 1,
hourly rate of pay. 9 5_ 223
-57-
iW,
35.2 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.
35.3 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 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 his/her designee.
35.4 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 months of actual continuous service.
95 - 223
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ARTICLE 36
SECURITY OPERATIONS
36.1 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.
36.2 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.
ARTICLE 37
SICK LEAVE
37.1 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.
37.2 Permanent bargaining unit employees may be allowed to
accrue up to eight (8) hours sick leave per month, to be utilized
95- 223
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in not less than one (1) hour increments, provided that the
employee is in pay status at least fifteen (15) working days per
month. Effective January 1, 1994, all full time bargaining unit
employees hired on or after October 1, 1984 shall also accrue
sick leave at the rate of eight (8) hours per month to be
utilized in not less than one (1) hour increments provided the
employee is in full pay working status for fifteen (15) working
days per month for a total of ninety six (96) hours per year.
37.3 Employees in probationary status will accrue sick
leave in accordance with Section 2. However, no sick leave with
pay shall be granted during the employee's first ninety (90)
working days.
37.4 In order to receive sick leave with pay, an employee
must take steps to notify his/her immediate supervisor or the
person designated by the Department to receive such notice of
illness within thirty (30) minutes after the time scheduled for
the beginning of the employee's daily duties, except in the Fire
Department and Police Department wherein departmental rules will
apply. It shall be the employee's responsibility to notify
his/her Department each day the employee will be out ill within
the time frames outlined above.
37.5 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
immediate family shall be defined as father, mother, sister_,
95- 223
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brother, husband, wife, children, father-in-law, mother-in-law,
grandparents, spouse's grandparents, stepfather and/or
stepmother.
37.6 Any employee absent on sick leave for more than three
(3) consecutive work days must report to the Department of
Personnel Management and obtain approval before returning to
work. The Department of Personnel Management 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 Personnel Management Department for clearance to
report to work.
37.7 Employees covered by this Agreement who exercise
normal retirement after October 1, 1993, 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 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.
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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 thier 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.
37.8 Employees with seven (7) or more years service who
terminate employment with the City under honorable conditions
shall receive a cash payment equal to one-fourth (1/4) of their
unused accumulated sick leave.
37.9 Employees with fifteen (15) or more years of service
who terminate employment with the City under honorable conditions
shall receive a cash payment equal to one-half (1/2) of their
unused accumulated sick leave.
37.10 Employees who resign in the face of discharge after
the effective date of this Agreement shall not receive
compensation for unused sick leave upon termination or
retirement.
37.11 Payoff for accumulated sick leave shall not be used
to calculate average earnings for pension purposes.
37.12 Employees with ten (10) or more years of service who
are laid off under honorable conditions may repurchase sick leave
for which they were paid off at the time of separation subject to
the following conditions:
1) They are rehired within twelve (12) months of their_
last day worked.
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95-- 223
aJ,t,
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.
ARTICLE 38
ICK LEAVE COMMITTEES/POOL
38.1 As a result of training received from the Federal
Mediation and Conciliation Service on "Win/Win" Bargaining, the
parties initiated a unique joint venture whereby the parties
agree that employee absenteeism hinders the cost efficient
delivery of service by the department and creates a hardship for
both management and members of the bargaining unit.
38.2 Effective March 1, 1991, the Union and the City agree
there will be created a Departmental and City-wide Sick Leave
Committee whose function it will be to specifically decrease the
use of sick leave for anything other than that which is
specifically authorized by this agreement.
A Department Sick Leave Committee shall be created in
each operating department of the City where AFSCME has bargaining
unit employees.
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001.
38.3 The Department Sick Leave Committee shall be made up
of one (1) Union appointee, one (1) appointee by the Department
Director and a third person chosen by the first two (2) appointed
members. The Department Sick Leave Committee shall meet every
review period as determined by the City-wide Sick Leave Committee
to review the use of sick leave by all department employees and
shall have the authority to require any bargaining unit employee
whose use of sick leave appears to be excessive in their
judgement appear before the Committee. In situations where an
employee fails to appear before the Department Sick .Leave
Committee for a non -legitimate reason or who voices objection to
this process, the City-wide Sick Leave Committee is to be
notified.
• 38.4 Guidelines for determining excessive use of sick leave
shall be determined by the City-wide Sick Leave Committee.
38.5 Any bargaining unit employee whose annual sick leave
usage has been more than forty (40) hours shall be subject to
review by the Department Sick Leave Committee. Thereafter, the
employee's career usage of sick leave greater than fifty percent
(50%) could be considered. The Department Sick Leave Committee
shall have the authority to investigate and research sick leave
usage.
After review of an individual's sick leave, if the
individual's explanation and/or documentation as may be required
by the committee is not satisfactory to the committee, the
committee will have the specific authority to implement the
following corrective measures.
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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 committee.
D. Recommend to the Department Head 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 judgement of the
Committee the sick leave abuse is flagrant.
E. Recommend dismissal to Department Head after the
employee has been suspended and if additional sick
leave is used without providing sufficient
documentation.
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La,
When necessary, the Department Sick Leave Committee
may refer an employee to the City-wide Sick Leave Committee at
any time following Step A and prior to Step E.
38.7 The Office of Labor Relations will provide
computerized departmental sick leave usage reports to the
Department Sick Leave Committee to assist in their review of sick
leave usage.
38.8 The City-wide Sick Leave Committee shall be composed
of two (2) Union appointees, one (1) 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 the Department
Sick Leave Committee reports and any actions that may be
recommended. The City-wide Sick Leave Committee shall have the
authority to institute and/or revise Department Sick Leave
Committee guidelines as deemed appropriate.
38.9 Should an employee wish to appeal the decision of the
Department Sick Leave Committee, 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 Department Sick Leave Committee 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. 9 5 - 223
38.10 Consistent with LMP-3-91, this system has been
adopted to include all classified and unclassified support staff_
employees in the City of Miami.
38.11 A sick leave pool has been established in recognition
of the substantial commitment on the part of the employees to
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 two (2) years. Membership to the Sick Leave Pool issubject to
final approval by the City-wide Sick Leave Committee.
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 sixteen (16) hours of
his/her 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 at least 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.
MeOn
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.14Jlri:r
D. Prior to the employee's utilization of sick leave from
the Sick Leave Pool, the employee must have utilized
all of his/her 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.
{ H. Requests for utilization of Sick Leave Pool time may
I be initiated by the employee or if he/she is
physically incapacitated to do so, said request may be
made by one of the Department Committee members 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 either upon the employee's return to work,
employee's attending physician or Department of
Personnel Management authorizing the employee to
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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 53-cic Leave
Committee. The maximum usage of sick leave pool time
available to an eligible employee shall be 4,160 hours
within a five (5) year period.
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 or she shall be dropped from the City's
active payroll. Upon being dropped from the payroll,
the employee may stay on the City's health program
he/she is currently enrolled in and he/she shall have
his/her 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 or she pays 100% of the
cost of same. Anyone who elects such coverage shall
send to the City-wide Sick Leave Committee chairperson
such medical records as the Committee requests twice a
year verifying said mental or physical incapacitation.
Failure to supply the reports within thirty (30) days
of the Committee's due date shall cause the employee's
health coverage to cease to be paid for by the City's
self-insurance health trust fund.
K. Employees will no longer be eligible for membership in
the Sick Leave Pool if their sick leave balance drops
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,ar:.
below one hundred and sixty (150) 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 cessation of Sick Leave Pool time
availability to the employee.
M. The Sick Leave Pool is not available for the use of
employee family members.
N. The sick leave time pool is not intended to compensate
any sick pool members for worker's compensation injury
incurred in the line of City duty nor for acts wherein
the employee deliberately injures him or herself.
0. Those employees subject to applicable sick time pool
rules who wish to appeal a suspension from membership
to the sick time 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
could include members being assessed 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
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_, 0-
o,
remaining banked sick leave time not to exceed 20,800
hours.
38.12 In recognition of the employee's commitment to reduce
sick leave usage and abuse, the City agrees to lower the minimum
sick leave balance required for conversion of sick leave.
Effective January 1, 1992, employees who have accumulated sick
leave credits in excess of three hundred (300) hours of sick
leave, in accordance with Section 2 of this Article shall as of
January 1 of each year have one-half of the excess sick leave
earned the previous calendar year credited to their vacation
leave bank.
38.13 In further 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 twenty five (25)
employees from the pool of eligible employees with perfect
attendance. Each of the twenty five (25) 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.
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O,d:.
ARTICLE 39
TARDINESS
39.1 Tardiness is reporting for work in excess of 5 minutes
beyond the scheduled starting time of the shift or as provided in
Police or Fire Department rules. Any and 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/her
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 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.
39.2 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
39.3 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
95- 223
-72-
,9.
Relations Officer, if, in his/her sole discretion, individual
circumstances warrant such action.
39.4 For purposes of implementation, tardiness instances
already received as of October 1, 1993 shall be counted as part
of the schedule specified above.
ARTICLE 40
FAMILY LEAVE AND LEAVE WITHOUT FAY
40.1 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.
40.2 Upon approval of the Department Director, with the
approval of the City Manager or his/her designee, 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 his/her designee.
Any bargaining unit employee requesting said leave of
absence shall be required to submit evidence of registration upon
entering each quarter/semester of school-
40.3 Upon approval of the Department Director, with the
approval of the City Manager or his/her designee, a leave without
pay may be granted, for a good reason other than specified
herein, for a period not to exceed ninety (90) days. Approval.
95-- 223
_73_
r
for said leave of absence without pay is at the sole discretion
of the City Manager or his/her designee and shall not be
appealable to the Civil Service Board or the grievance procedure.
40.4 Bargaining unit employees who desire to take a leave
without pay for any reason specified in this Article must exhaust
all vacation, earned personal leave, and compensatory leave banks
prior to taking a leave without pay unless such requirement is
prohibited under the Family and Medical Leave Act. The usage of
such leave time will not prohibit the employee from taking leave
without pay as specified herein.
40.5 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.
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.
40.6 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 41
LABOR/MANAGEMENT PARTNERSHIP COMMITTEES
41.1 There shall be a Departmental Labor/management
Partnership Committee established in each department of the City
95- 223
_74_
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.
41.2 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 -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.
41.3 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.
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95- 223
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ARTICLE 42
DEATH IN FAMILY
42.1. Any employee covered by this Agreement may, in the
case of death in the immediate family, be authorized up to a
maximum of forty (40) hours of paid leave to attend to funeral or
estate related functions of a member of the employee's immediate
family, or is at home in a state of bereavement. Said paid leave
days shall be taken consecutively by the employee excluding
normal days off and holidays. The immediate family is defined as
father, mother, sister, brother, husband, wife, children, father-
in-law, mother-in-law, grandparents, spouse's grandparents,
grandchildren, stepfather and/or stepmother if they have raised
the employee from infancy regardless of place of residence, and
may include any other person who was an actual member of the
employee's household for ten (1.0) 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 Personnel Management 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 result in his or her dismissal.
42.2 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
95-- 223
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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 43
MILITARY TRAINING LEAVE
43.1 All employees who are either reserve officers or
enlisted personnel in the Florida Defense Force, the National
Guard, Naval Militia, Marine Corps, U.S. Army Reserve, U.S. Naval
Reserve, U.S. Marine Corps Reserve, U.S. Coast Guard Reserve,
U.S. Air Force Reserve or officers or enlisted personnel in any
other class of the militia shall be entitled to leave of absence
from their respective duties without loss of pay, time,
efficiency rating or Civil Service seniority credits on all days
during which they shall be engaged in field or Coast Guard
defense exercises or other training ordered under the provisions
of the U.S. Military or Naval Training regulations or under the
provisions of the Florida Defense Force or the National Guard;
provided that leaves of absence granted as a matter of legal
right under the provisions of this section shall not exceed
seventeen (17) days in any one calendar year.
43.2 Requests for military leave shall be made as early as
possible but at least two (2) weeks prior to the date such leave
is desired.
43.3 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
Personnel Management. 9 5- 223
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•w�l.
ARTICLE 44
HOLIDAYS
44.1 The following days shall be considered holidays:
New Year's Day
Washington's Birthday
Memorial Day
Independence Day
Columbus Day
Veterans' Day
Thanksgiving Day
Day after Thanksgiving
Labor Day Christmas Day
Dr. Martin Luther King's Birthday
44.2 Any additional holidays declared by official directive
of the City Manager shall be added to the above list.
i
44.3 Employees performing work on any of the above holidays
i
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.
44.4 All conditions and qualifications outlined in Article
25, titled "Job Basis/Overtime/Compensatory Time", shall apply to
i
this Article. Hours of compensatory time accumulated under this
yi Article, when added to the compensatory time earned under the
I
Article entitled "Overtime/Compensatory Time", shall riot exceed
one hundred (100) hours.
44.5 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 hour of "E" time or "V" time,
95- 223
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 45
EARNED PERSONAL LEAVE
45.1 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.
ARTICLE 46
ACCIDENT REVIEW BOARD
46.1 The parties agree to abide by the provisions of the
City's Vehicular Loss Control Program, Sections 6.1, 6.2 and 6.3
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as they apply to vehicular accidents involving bargaining unit
employees.
ARTICLE 47
RESIDENCY
47.1 It is agreed by the parties that while residency is
not a condition of employment a candidate that is otherwise
equally qualified will be given, at time of hire, preference for
employment in order of domicile as follows: (1) City of Miami
resident, (2) Dade County resident, (3) resident outside of
Dade County.
ARTICLE 48
TOTAL AGREEMENT
48.1 This Agreement, upon ratification, constitutes the
complete and entire agreement between the parties, and concludes
collective bargaining for its term.
48.2 The parties acknowledge that during the negotiations
which resulted in this Agreement, each had the unlimited right
and opportunity to make demands and proposals with respect to any
subject or matter not removed by law from the area of collective
bargaining, and that the understandings and agreements arrived at
by the parties after the exercise of that right and opportunity
are set forth in this Agreement.
48.3 The parties agree that this Collective Bargaining
Agreement represents the total agreement for terms and conditions
of employment during the life of this contract and no request
95- 223
shall be made to increase wage or other employee benefits through
the Civil Service Board, City Manager or the City Commission
during the life of this Collective Bargaining Contract.
ARTICLE 49
AVINGS CLAUSE
49.1 In the event any article, section or portion of this
Agreement should be held invalid and unenforceable by any court
�
of competent p jurisdiction, such decision shall apply only to the
i
specific article, section or portion thereof specifically
,
specified in the Court's decision, and that portion of this
i
Agreement in conflict shall be null and void but the remainder of
the Agreement shall remain in full force and effect, with it
being presumed that the intent of the parties was to enter into
the Agreement without such invalid portion or portions.
49.2 The City's representatives as defined in Article 2 and
the Union's representatives as defined in Article 3 shall
promptly meet to negotiate a substitute for the invalidated
article, section or portion thereof as might be determined in
accordance with Section 1 of this Article.
49.3 Not withstanding any other provisions • of this
Agreement, the employer may take all actions necessary to comply
with the Americans with Disabilities Act.
95- 223
MG
ARTICLE 50
OVERTIME DISTRIBUTION
50.1 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 failure to offer
overtime shall be that the employee shall be offered an equal or
comparable amount of overtime at the next opportunity.
50.2 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.
50.3 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.
50.4 The provisions of this Article does not restrict the
City's right to require employees to work overtime. In the event
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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.
50.5 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 51
SENIORITY
51.1 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.
51.2 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 divison within
a department.
51.3 Exceptions to the use of seniority as specified in
51.1 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.
95- 223
51.4 Once every October shift assignments and days off
will be re -bid by seniority.
ARTICLE 52
LEAVE BALANCE PAYOFFS
52.1 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
actuarialy , determined for each individual
employee. Upon exhausting the value of the
leave balances, employees may purchase the
remainder of the three (3) years by payment of
cash to the Pension Trust. The hourly rate for
calculation of the leave balances shall be as
specified under the labor agreement and/or leave
payoff practices. The purchase of service years
under this option may not be utilized for
Service/Rule of 70 retirement eligibility. If
in the future the constructive receipt issue can
95- 223
be satisfactorily resolved, this benefit shall
be available using pre-tax value of employees'
leave banks.
ARTICLE 53
TERM OF AGREEMENT
53.1 After a majority vote of those bargaining unit
employees voting on the question of ratification and thereafter
upon its ratification by an official resolution of the City
Commission ratifying the Agreement and authorizing the City
Manager to sign the Agreement on behalf of the City, then, the
Agreement, upon being signed by the appropriate Union
representatives and the City Manager, shall become effective.
The' Agreement shall continue in force and effect until 11:59
P.M., September 30, 1998, provided, however that the parties
shall meet no later than May 1, 1997 to reopen negotiations to
discuss Article 24 - Wages.
53.2 On or before April 1, 1998, the Union shall notify the
City in writing of its intention to renegotiate the Agreement in
force, and attached thereto shall include a list of proposals
which shall inform the City of the items which they 'desire to
negotiate, together with specific language embodying and
describing their proposals. The changes indicated in the
proposals shall be designated with a strike through of deleted
language and new language will be underlined.
53.3 On or before May 1, 1998, the City shall present the
Union with a list of proposals it desires to negotiate_ The
95- 223
changes indicated in the proposals shall be designated with a
strike through of deleted language and new language will be
underlined.
53.4 Initial discussions shall thereafter, and no later
than June 1, 1998, 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.
ATTEST: MIAMI GENERAL EMPLOYEES
AFSCME LOCAL #1907, AFL-CIO
ATTEST: ON THE PART OF THE CITY OF MIAMI,
MIAMI, FLORIDA
CITY CLERK
APPROVED AS TO FORM
AND CORRECTNESS
CITY ATTORNEY
95- 223
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ADDENDUM N0. 1 (6 PAGES)
-
MEMORANDUM OF UNDERSTANDING
ARTICLES OF THE BOARD OF DIRECTORS OF THE CITX OF MIAMI
BUILDING AND VEHICLE MAINTENANCE DIVISION
I. NAME
The name of this entity shall be the Board of Directors of the
City of Miami Building and Vehicle Maintenance Division.
II. ESTABLISHMENT
The Board of Directors is hereby established by incorporation of
these Articles into the Collective Bargaining Agreement between
the City of Miami and AFSCME, Local 1907.
III. PURPOSE
The general purpose of the Board of Directors is to effectively
establish and to maintain employee empowerment and consensus
management. The Board of Directors through consensus management
and operational oversight shall determine the effective
operational, personnel, and fiscal procedures of the City of
Miami Motor Pool and Property Maintenance Divisions. The Board
of Directors shall be responsible for the implementation of the
annual budget and personnel management policies for the Building
and Vehicle Maintenance Division of the General Services and
Solid Waste Department.
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IV. SELF GOVERNANCE AND LABOR/MANAGEMENT COOPERATION
The employees of the Building and vehicle Maintenance Division
are empowered to and charged with the duty of self -governance in
the work place and the responsibility for performing actions
consistent with the general mission of providing quality
municipal services in an atmosphere of labor/management
cooperation.
V. MEMBERS OF THE BOARD OF DIRECTORS
The Board of Directors shall consist of nine (9) members as
follows:
1. Superintendent of the Motor Pool
2. Superintendent of Property Maintenance
3. President of AFSCME, Local 1907
4. Director of the General Services and Solid Waste Department
5. Representative of the City Manager's Office
6. Representative of the Parks and Recreation Department
7. Representative of the Police Department
8. Representative of the Fire, Rescue and Inspections
Department
9. Representative of the Public Works Department
The initial selection of Board Members shall be jointly conducted
and mutually accepted by the President of AFSCME, Local 1907 and
the City Manager. Additional Members may be added to the Board
of Directors subject to Section XI of these Articles. The Board
of Directors shall select a chairman from its membership by a
majority vote. The chairman shall serve for a two (2) year term.
::
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IN
VI. CONDUCT OF THE BUSINESS OF THE BOARD
Five (5) Members shall constitute a quorum. All actions of the
Board of Directors, except those amending these Articles or
removing Board Members, shall be performed by a majority vote of
the Members. The Board of Directors shall conduct all meetings
in accordance with Florida Government in the Sunshine Law and.
shall maintain records in accordance with the Florida Public
Records Act. Board meetings shall be conducted with
parliamentary procedure. Board meetings shall occur no less than
once -a -month with additional meetings scheduled as necessary to
effectively conduct the business of the Board of Directors. A
basic schedule of meetings shall be published at the beginning of
each fiscal year. An agenda of the Board business shall be
published and distributed to Members and posted on bulletin
boards in the Building and vehicle Maintenance Division one (1)
week in advance of each meeting. The Board of Directors shall,
develop and implement necessary internal procedure to ensure the
efficient and effective performance of the business of the Board
of Directors.
VI. REMOVAL OF BOARD MEMBERS
Members of the Board of Directors may be removed for proper cause
by seven (7) concurring votes of the Board of Directors and after
consultation with and concurrence by the City Manager. Proper
cause shall mean a Member's failure to discharge his or her
duties, including but not limited to, failure to attend seventy
percent (70%) of Board of Director's meetings within a one (1)
year period.
95-- 223
@lx"
i
i
VIII. POWERS OF THE BOARD OF DIRECTORS
i
The purpose of these Articles is to develop an effective and
objective mechanism for the joint management and oversight of the
j Building and Vehicle Maintenance Division. Subject to the
allocation of funding by the City Commission in the adoption of
the City s annual budget, the Board of Directors shall establish
budgetary requirements and policy for the efficient management of.
the Building and Vehicle Maintenance Division. The Board of
Directors shall assist in the procurement of all necessary goods
and services, provided that such procurement is consistent with
the Charter and Code of Ordinances of the City of Miami;
establish standards of performance and technical competence; and
perform such other duties as are necessary for the effective
i
management of the Building and vehicle Maintenance Division.
IX. PERSONNEL SELECTION
The Superintendents of the Building and vehicle Maintenance
Division shall be selected by criteria developed by the Board of
Directors. The selection of assistants and foremen shall be
conducted by criteria developed by the Superintendents subject to
the approval of the Board of Directors. The selection of all
other supervisory personnel shall be accomplished by criteria
developed by the employees of the Building and Vehicle
Maintenance Division subject to the approval of the Board. of
Directors. The selection of all employees in the Building and
Vehicle Maintenance Division shall be consistent with Federal and
State law, the City's Charter and Code of Ordinances, Civil.
95- 223
Service Rules and Regulations, City of Miami Interview
Procedures, the City's Affirmative Action Program, applicable
labor agreements, and final approval by the City Manager.
X. OPERATING RULES AND REGULATIONS
To ensure that the purpose and conduct of joint labor/management
operation of the work place is respected, an initial set of
operating rules and regulations shall be developed with the
direct participation of and approval by the employees of the
Building and vehicle Maintenance Division. All operating rules
and regulations shall be approved by the Board of Directors and
shall be consistent with applicable provisions of the Collective
Bargaining Agreement, Civil Service Rules and Regulations, and
Administrative and Labor/Management Policies.
XI. AMENDMENTS
These Articles may be amended by six (6) concurring votes of the
Board of Directors subject to the approval of the City Manager.
Additional operating divisions of the General Services
Administration and Solid Waste Department may be incorporated
into the purview of the Board of Directors upon a majority
election of the employees of the operating division and a
majority vote of the Board of Directors.
XII. ENUMERATION OF POWERS NOT EXCLUSIVE
The Board of Directors shall upon recommendation to and approval
by the City Manager, initiate whatever actions are necessary to
-91-
95-- 223
VW19.,
efficiently operate the Building and Vehicle Maintenance
Division. The powers of the Board of Directors as specified in
these Articles shall be advisory in nature with final approval by
the City Manager. All actions initiated by the Board of
Directors shall be consistent with the Charter and Code of
Ordinances of the City of Miami, the laws of the State of Florida
and the United States, City of Miami Civil Service Rules and
Regulations, applicable provisions of the Collective Bargaining
Agreement and Administrative and Labor/Management Policies.
XIII. DISSOLUTION
The Board of Directors as specified by these Articles may be
abolished after a majority vote by the employees of the Building
and Vehicle Maintenance Division and after a waiting period of
one hundred and twenty (120) days or by the City Manager after
conferring with AFSCME, Local 1907 and after a waiting period of
one hundred and twenty (120) days.
Cesar H. Odio Date
City Manager
Charlie Cox, President Date
AFSCME, Local 1907
--92-
95- 223
41t�r
APPENDIX A
JOB
JOB TITLE
ABBR.
RANGE
FLSA
001005
}BAIL CLERK
MAIL CLERK
14A
N
001006
MAIL CLERK SR
MAIL CL SR
16A
N
001008
CLERICAL AIDE
CLER AIDE
09A
N
001010
CLERK I
CLERK I
12A
N
001011
CLERK II
CLERK II
14A
N
001012
CLERK III
CLERK III
16A
N
001013
CLERK IV
CLERK IV
20A
N
001020
TYPIST CLERK I
TYP CLK I
13A
N
I
001021
TYPIST CLERK II
'
TYP CLK II
15A
N
�0
001022
TYPIST CLERK III
TY CLK III
17A
N
w
I
001023
TYPIST CLERK IV
TYP CLK IV
19A
Y
001025
SECRETARY I
SEC. I
1SA
N
001026
SECRETARY II
SEC. II
17A
N
001027
SECRETARY III
SEC. III
19A
N
001028
SECRETARY IV
SEC. IV
21A
Y
001031
CIS DESK OPERATOR
CIS DKOPER
18A
N
001035
LEGAL SECRETARY-
LEGAL SEC.
19A
N
001037
INTERROGAT STENO
INTER STEN
19A
N
001038
TECHNICAL TRANSCRIBER
TECH TRANS
18A
N
001039
PENSION CLERK
PNSN CLERK
14A
N
001040
TECH. OPER. LIAISON
TEC OPR LI
19A
N
j
001042
LEGAL SERVICES AIDE
LGL SR AID
15A
N
001052
SERVICE CENTER REPRE- NET
SCREPRENET
21A
N
001060
CLAIMS REPRESENTATIVE
CLAIMSREPR
19A
N
APPENDIX A
JOB
JOB TITLE
ABBR.
RANGE
FLSA
001105
CASHIER I
CASHIER I
15A
N
001106
CASHIER II
CASHIER II
17A
N
001110
ACCOUNT CLERK
ACCT CLERK
17A
N
001119
ACCOUNTANT
ACCOUNTANT
22A
N
001120
ACCOUNTANT SR
ACCT SR
25A
y
001121
ACCOUNTANT SUPERVISOR
ACCT SUPVR
28A
Y
001126
STAFF AUDITOR SR*
STF AUD SR
28A
Y
001140
BUDGET ASSISTANT*
BUDGT ASST
22A
Y'
I
001145
DEBT SERVICES COORD.
DEB SR CDR
28A
Y
Jr-
001150
.
INVESTMENT ANALYST*
INVEST ANL
25A
Y
i
001152
INVESTMENT SPEC*
INVEST SPC
28A
Y
001153
FINANCE MANAGER
FINANC MGR
33A
Y
0011.5.4.
GROUP INSURANCE AIDE
GRPINSAIDE
19A
N
001157
GROUP INSURANCE SPECIALIST
GRPINSSPEC
28A
Y
001201
MATERIAL SPEC I -BC
MT SPC1-BC
16A
N
001202
MATERIAL SPEC II -SC
MT SPC2-BC
18A
N
001203
MATERIAL SUPVR-BC
MT SUPV-BC
21A
N
001205
STOCK CLERK I
STOC CLK I
14A
N
001206
STOCK CLERK II
STOC CL II
16A
N
C3t
001207
STOREKEEPER
STOREKEEPR
19A
N
1
001208
MATERIALS SPEC I-CR
MT SP01-CR
16A
N
001209
MATERIALS SPEC II-CR
MT SP02-OR
18A
N
001210
PROCUREMENT SPEC SR.
PROC SP SR
26A
N
001211
PROCUREMENT ASST
PROCUR AST
20A
N
APPENDIX A
JOB
JOB TITLE
ABBR. -RANGE
FLSA
001212
PROCUREMENT SPEC
PROC SPEC
22A
N
001213
MATERIALS SUPV-CR
MAT SUP-CR
21A
N
001214
AUTO PARTS SUPVR
AUT PAR SU
21A
N
001215
PROCUREMENT SUPV*
PROC SUPVR
29A
Y
001224
AUTO PTS SPEC I
AU PT SPC1
16A
N
001225
AUTO PTS SPEC II
AU PT SPC2
18A
N
001230
PROP 6 LEASE MGR*
PROSLSE MG
33A
Y
001235
PROGRAM LIAISON
PROG LIASN
29A
Y
1
001305
ADMIN AIDE I
ADM AIDE I
20A
N
001306
_
ADMIN AIDE II*
ADM AID II
22A
Y
001307
TASK FORCE SUPERVISOR
TFORCESUPV
24A
Y
001309
ADMIN ASST I*
ADM ASST I
25A
Y
001310
ADMIN ASST II*
ADM AST II
28A
Y
001311
ADMIN ASST III*
AD AST III
31A
Y
001312
INTERGOVERN ASSISTANT
INTRGV AST
22A
N
001313
PERSONNEL AIDE
PERS AIDE
19A
N
001316
PERSONNEL ASST*
PERS ASST
21A
Y
001317
PERSONNEL SPEC*
PERS SPEC
24A
Y
001321
RESEARCH PSYCHOLOGIST
RESRCHPSYC
28A
Y
001323
PERSONNELIMEDICAL SERV REPRS
P/M SRVREP
21A
N
001324
PERS 9 SAFETY OFF*
PERSSAF OF
26A
Y
i
001329
MANAG ANAL ASST*
MGT ANL AS
24A
Y
001332
TECH. OPERATNS COORD.
TEC OP COO
22A
Y
001334
MANAG ANAL SR*
MGT ANL SR
28A
Y
I�
APPENDIX A
JOB
JOB TITLE
ABBR.
RANGE
FLSA
001336
MANAG ANAL CHIEF*
MGT ANL CH
31A
Y
001337
MANAG OPER ANAL*
MGT OP ANL
26A
Y
001339
FINANCE SERV COORD
FIN SR 000
31A
Y
001340
RESOURCE COORD*
RESRC COOP
28A
Y
001341
MARKET SER COORD
MKTG SR CO
28A
Y
001342
RSCH 6 DEVT SPEC*
RES/DEV SP
28A
Y
001344
PROCUREMENT CONTRACTS OFFICER
PROCMTCOFF
29A
Y
001345
FISCAL ASSISTANT*
FISC ASST
22A
Y
001347
CABLE COMM. ASSISTANT
CAB CM AST
24A
Y
001348
MARKETING SPECIALIST
MKTG SPEC
24A
N
001350
MARKETING SUPERVISOR*
MKTG SUPVR
29A
Y
001352
BUSINESS DEVELOP SR*
BUS DEV SR
28A
Y
001354
BUSINESS DEVELOPER
BUS DEVLPR
26A
Y
001356
BUSINESS DEV SUPV*
BUS DEV SU
31A
Y
001357
ECONOMIC ANALYST
ECON ANLYS
26A
Y
001359
ECONO ANAL PRINCPL*
ECO ANL PR
30A
Y
001360
JOB DEVELOPER
JOB DEVLPR
19A
N
001361
EMPLOYMT INTERVIEWER
EMPL INTRV
17A
N
001362
INFO & REFERRAL SPEC
INF6REF SP
16A
N
CD
001363
INFO 6 REFERRAL AIDE
INF&REF AD
12A
N
C31
001365
TRAINING OFFICER*
TRNG OFFCR
26A
Y
001366
STAFF ANLST ASST*
STF AN AST
24A
Y
001367
STAFF ANALYST*
STAFF ANAL
26A
Y
�=
001368
STAFF ANLST SR*
STF ANL SR
28A
Y
APPENDIX A
JOB
JOB TITLE
ABBR.
RANGE
FLSA
001369
STAFF ANALYST PRNCPL*
STF ANL PR
30A
Y
001371
INTERNA. TRADE COORD.
INTL TR CC
29A
Y
001372
COMPLAINT SPECIALIST
COMPL SPEC
22A
N
001373
SAN. SERVICES COORD.
SAN SR COO
25A
Y
001375
JOB TRAIN. SPEC.
JOB TRG SP
20A
N
001376
JOB TRAIN SPEC.,SR.
JB TR SP,S
22A
N
001377
JOB TRAIN. SUPV.*
JOB TR SUP
28A
Y
001381
SANITATION SRVCS AIDE
SAN SR AID
21A
Y
t
001382
SUPPORT SERVICES COOR
SUP SR COO
31A
Y
v
t
001384
PRODUCTVTY ANAL.,ASST
PRD ANL,AS
24A
Y
001385
PRODUCTIVITY ANALYST
PRODUC ANL
26A
Y
001392
TECHNICAL SUPPORT ANALYST
TECHSANLST
27A
Y
001405
PHOTOGRAPHER I
PHOTOG I
20A
N
001406
PHOTOGRAPHER II
PHOTOG II
22A
N
001414
PUBLIC REL SPLST*
PUB REL SP
29A
Y
001415
FIRE INFO 6 EDUC SPEC
FIR I&E SP
24A
N
001419
PUBLIC RELATIONS AIDE
PUB REL AD
1§A
N
001420
PUBLICITY WRITER
PUB WRITER
25A
Y
001421
PUBLIC REL AGNT
PUB REL AG
23A
Y
001422
PUBLIC INFO OFCR
PUB INF OF
28A
Y
0
001424
CONVEN ACTVY COORD*
CNV AC CDR
28A
Y
001427
ASST AUDITORIUM MANAGER
ASSTAUDMGR
25A
Y
001430
SPECIAL EVENTS AGENT
SPEC EV AG
20A
N
001432
SPC EVNTS COORD -CONY
SP EV CO-C
25A
Y
9
I
I
APPENDIX A
JOB JOB TITLE
001434 NATIONAL SALES MGR*
001436 INTERGOVMENTAL FILM LIAISON
001440 FACILITIES PROMOTION AGENT
001505 SWITCHBOARD OPER
001521 PHOTOTYPESETTER
001522 CAMERA PLATEMK
001523 OFFSET PRESS OPR
001524 OFFSET PRESS OPR SR
001525 DUPLICAT EQP OP
001526 PHOTOLITHOGRAPHER
001528 PRINT SHOP ASST SUPT*
001529 PRINT SHOP SUPT*
001530 PRINT SHOP HELPER
001537 PROD CTRL SPV*
001540 SYSTEMS ENGR I
001541 SYSTEMS ENGR II
001554 COMPUTER OP I
001555 COMPUTER OP II
001557 COMPUTER OPR SUPV*
001560 PROGRAMMER ASST
001562 SYSTEMS PROGRAMMER*
001566 PROGRAMMER JR*
001567 PROGRAMMER*
001568 PROGRAMMER SR*
ABBR. RANGE
NAT SAL MG 30A
INTRGV F/L 23A
FACPROAGNT 23A^
SWTCHBD OP 14A
PHOTOTYPST 17A
CAMER PLAT 18A
OFST PR OP 19A
OF PR OP S 21A
DUPL EQ OP 16A
PHOTLTHGRP 18A
PRT A/SUPT 27A
PR SH SUPT 30A
PR SH HLPR 12A
PRO CTL SU 23A
SYS ENG I 26A
SYS ENG II 30A
COMP OP I 20A
COMP OP II 22A
COM OPR SU 26A
PROG ASST 23A
SYST PROG 29A
PROGRMR JR 26A
PROGRAMMER 28A
PROGRMR SR 30A
FLSA
Y
Y
Y
N
N
N
N
N
N
N
Y
Y
N
Y
N
Y
N
N
Y
N
Y
Y
Y
Y
APPENDIX A
JOB JOB TITLE
ABBR. . RANGE FLSA
001572
COMPUTER OPR CHF*
COM OPR CH
32A
Y
001576
SYSTEMS ANALYST SR
SYS ANL SR
32A
Y
001680
POLYGRAPH OPERATOR
POLYG OPER
23A
N
001582
TELEPROCESSING COORD*
TELEPR 000
28A
Y
001584
DATA LIBRARIAN
DATA LIBRA
20A
N
001586
SCHEDULER/EXPEDITER
SCHD/EXPDT
21A
N
001588
INFO CENTER SPEC*
INF CT SPE
30A
Y
001625
REVENUE INSPECTOR I
REV INSP I
21A
N
001626
REVENUE INSPECTOR- II
REV INS II
23A
N
� t
001629
COLLECTIONS/BILLING SUPV
COL/B SUPV
28A
Y
001810
CLAIMS ADJUSTOR I
CLMS ADJ I
22A
Y
001812
CLAIMS ADJUSTOR II
CLMS ADJ 2
24A
Y
001820
COLL/SUBROGATION SPEC
COL/SUB SP
24A
Y
002011
SURVEYOR
SURVEYOR
30A
Y
002013
ENG TECH I
ENG TECH I
18A
N
002015
ENG TECH IT
ENG TEC II
20A
N
002017
ENG TECH III
ENG TECH 3
24A
N
002018
ENG TECH IV
ENG TEC IV
27A
Y
002021
PUBLIC WORKS ENG
PUB WK ENG
24A
N
002029
STREET LIGHTING ENG I
ST LT ENG1
27A
Y
002031
ENGINEER I
ENG I
27A
Y
002032
PROFESSIONAL ENGINEER II
PROFENG II
30A
Y
002033
PROFESSIONAL ENGINEER III
PROFENGIII
33A
Y
I�
002034
PROFESSIONAL ENGINEER IV
PROFENG IV
BSA
Y
APPENDIX A
JOB 008 TITLE
ABBR. -RANGE FLSA
002040
ELEC ENGINEER
ELEC ENGNR
33A Y
002048
ARCHITECT I
ARCH I
26A Y
002049
ARCHITECT II
ARCH II
29A Y
002050
,ARCHITECT III
ARCH III
31A Y
002051
LANDSCAPE AIDE
LNDSCP AID
19A N
002052
LANDSCPE TECHNICIAN
LNDSCP TEC
25A N
002053
LANDSCPE ARCHITECT
LNDSCP ARC
29A Y
002054
LANDSCPE ARCH SUPV
LNDS AR SV
31A Y
002056
PROJECT REP.
PROD REPRE
27A Y
0
I
002060
CABLE TV ENGINEER*
CAB TV ENG
31A Y
002110
BLDG INSP I
BLDG INS I
25A N
002111
BLDG INSP II
BLDG INS 2
27A Y
002112
BLDG INSP CHIEF
BLD INS CH
31A Y
002120
ELEC INSP I
ELEC INS I
25A N
002121
ELEC INSP II
ELEC INS 2
27A Y
002122
ELEC INSP CHIEF*
ELE INS CH
31A Y
002130
PLUMBING INSP I
PLMB INS I
2�A N
002131
PLUMBING INSP II
PLMB INSP2
27A Y
002132
PLUMBING INSP CHF*
PLMB IN CH
31A Y
CD
gyp
002145
SIGN INSPECTOR
SIGN INSP
21A N
002150
ZONING INSPECTOR I
ZON INSP I
23A N
002151
ZONING INSP II
ZON INS II
26A Y
0021.52
ZONING INSP CHF*
ZON INS CH
29A Y
002155
CODE ENFORCEMENT INSP-NET
C/E ISPNET
24A Y
APPENDIX A
JOB
JOB TITLE
ABBR,
RANGE
FLSA
002158
MECH INSP I
MECH INS I
25A
N
002159
MECH INSP II
MEC INS II
27A
Y
002160
MECH INSP'CHIEF*
MEC INS CH
31A
Y
002176
SUPV PERMITS 6 REV
SUPV PERSR
29A
Y
002177
CODE ENFORCEMT SUPV
COD ENF SU
27A
Y
002176
CHIEF CODE ENFORC OFF
CHF C/E OF
31A
Y
002181
CABLE TV TECH SPEC
CATV/T SPE
21A
N
002183
CABLE TV TEC SPEC SR
CATV SP SR
23A
N
002204
GRAPHIC ILLUSTR
GRAPHC ILL
22A
N
002205
PLANNING ILL I
PLNG ILL I
19A
N
002206
PLANNING ILL II
PLNG IL II
22A
N
002207
PARK PLAN AIDE
PRK PLN AD
20A
N
002208
PLANNING TECH
PLNG TECH
24A
N
002210
PARK PLAN CORD
PK PLN COR
29A
Y
002214
HOUSING SPEC ASST
HSG SP AST
23A
N
002219
PLANNING INTERN
PLNG INTRN
16A
N
002220
PLANNER I
PLANNER I
27A
Y
002221
PLANNER II
PLANNER II
31A
Y
002222
PLANNER III*
PLANNR III
34A
Y
002224
COMM DEV COORD*
COM DEV CO
32A
Y
002225
HOUSING SPCL
HSG SPEC
26A
Y
002226
HOUSING SPCL PRNCPL*
HSG SPC PR
31A
Y
002227
HOUSING SPEC SR*
HSG SPC SR
28A
Y
002228
HSG RHB LN/O SR
HS R L/O S
26A
Y
APPENDIX A
JOB
JOB TITLE
ABBR.
RANGE-
FLSA
002229
HOUSING RHB LN/O
HS PH LN/O
23A
N
002230
HOUSING RHB EST
HSG PH EST
23A
N
002231
HSG RHB ESTIM SR
HS R/ES SR
26A
Y
002232
SOC PRG ANALYST
SOO PPG AN
22A
N
002233
SOC PRG ANL AST
SO/P AN AS
20A
N
002234
SOC PRG ANL SR*
SO/P AN SR
25A
Y
002235
SOC PRG ANL SUPV*
SO/P AN SU
28A
Y
002237
COMMTY DV PRJ SUPV_*
0/0 PR SUP
29A
Y
u
0
002238
SPECIAL FUNDING SERVICES COORDINATOR
SPC F.S.CD
26A
Y
N
I
002239
SOCIAL PROG COOPD*
SOO PR COO
31A
Y
002240
HSG RHB LN/O ASST
HS R L AST
19A
N
002244
HSG RHB ESTIM ASST
HS P/E AST
19A
N
002248
URB ACT GRNT COORD*
U/AC GR CO
32A
Y
002252
URBAN DEVELOP COORD
UPS OV COP
29A
Y
002263
PROJECT DEVLPMT COORD
PROJ OV CO
31A
Y
003001
LABORER I
LABORER I
15L
N
003002
LABORER II
LABORER II
16L
N
003005
LABORER III
LABORER 3
17L
N
003010
LABOR CREW LOP I
LA OR LD I
18A
N
cn
(
003011
LABOR CREW LDR II
LA OR LD 2
22A
N
003012
PUBLIC WKS SUPV
PUB WK SUP
28A
Y
003022
SANI SUPERVISOR*
SAN SUPVR
25A
N
003025
WASTE COL SUPT AST*
W/O SUP AS
28A
Y
003026
WASTE COL SUPT*
W/COL SUPT
31A
Y
9
CO
tR
I
APPENDIX A
JOB
JOB TITLE
ABBR.
'RANGE
FLSA
003104
AUTO EQP OP I
AEO I
17L
N
003105
AUTO EQP OP II
AEO II
19L
N
003106
AUTO EQP OP III
AEO III
21L
N
003107
AUTO EQP OP IV
AEO IV
22L
N
003301
MAINT MECH HELPER
MNT MEC HL
17A
N
003302
MAINT MECHANIC
MAINT MECH
20A
N
003303
MAINT MECH SUPV
MNT MEC SU
23A
N
003305
AIR COND MECH
A/C MECHAN
26A
N
003309
ELEC MAINTENANCE
ELEC MAINT
23A
N
003310
ELECTRICIAN
ELECTRICIA
26A
N
003311
ELEC SUPERVISOR
ELEC SUPVR
27A
N
003313
GEN. MAINTNC, WORKER
GEN MAI WK
17A
N
003314
GEN MAINT REP-PNT/MEC
GMR-PIMECH
20A
N
003315
GEN MAINT REP-CARPEN.
GMR-CARPEN
21A
N
003316
GEN MAINT REP-ELECTR/AIR CONO,
GMR-E/AIRC
23A
N
003318
GENERAL REPAIR MAINT SUPV
GENRMTSUPV
23A
N
003320
ELEC LINE WORKER
ELE LIN.WK
24A
N
003321
ELEC LINE SUPV
ELE LIN SU
26A
N
003322
PLUMBER SUPERVISOR
PLUMR SUPV
27A
N
003324
PLUMBER
PLUMBER
26A
N
003326
CARPENTER
CARPENTER
21A
N
003327
CARPENTER SUPV
CARP SUPVR
23A
N
003328
MASON
MASON
21A
N
003335
PAINTER
PAINTER
20A
N
APPENDIX A
JOB
JOB TITLE
ABBR.
RANGE
FLSA
003336
AUTO BODY WRKR/PNTR
AUT BO W/P
22A
N
003337
PAINTER SIGN
PAINTR SIG
21A
N
003858
PAINTER SUPV
PAINTR SUP
23A
Y
003339
AUTO PNT/BDY SHOP SPV
AU P/B SUP
24A
N
003340
PIPEFITTER
PIPEFITTER
19A
N
003341
PIPEFITTER SUPV
PIPFTR SUP
22A
N
003350
WELDER
WELDER
22A
N
1
003351
MACHINIST
MACHINIST
25A
N
0
003360
FACILITIES OPER WRKR.
FAD OP WKR
16A
N
1
003362
FACILITIES OPER SUPVR
FAD OP SUP
23A
N
003370
PROP MAINT ASST SUPT*
P/M AS SUP
28A
Y
003371
PROP MAINT SUPT*
PR MT SUPT
31A
Y
003372
POL SECUTY S FAD SUPV
POL SSF SU
21A
N
003374
POLICE FAD ASST
POL FAD AS
19A
N
003375
BLDG MNT SPVSR*
BL MNT SUP
28A
Y
003402
FUEL FAD ATT
FUEL FAC A
15A
N
003404
AUTO MECH HELPER
AUT MEC HL
17A
N
003405
AUTOMOTIVE SERVICE WRITER
AUTOSWRTER
19A
N
008406
AUTO MECHANIC
AUTO MECHA
23A
N
003407
AUTO MECH SUPV
AUT MEC SU
25A
N
003408
FUEL FAD SUPV
FUEL FA SU
21A
N
003409
HEAVY EQP MECH HELPER
H/E MEG HE
18A
N
_
003410
HEAVY EQP MECH
HVY EQ MEC
24A
N
003411
HEAVY EQP MECH SUPV
H/E MEC SU
26A
N
APPENDIX A
JOB
JOB TITLE
ABBR.
RANGE
FLSA
003420
GARAGE ASST SUPT*
GAR AST SU
29A
Y
003452
SUPT.- GARAGE OR MOTOR POOL
SUPT-GP/MP
30A
Y
003455
FLEET MANAGEMENT REPRESENTATIVE
FLEETMGREP
22A
Y
004005
CUSTODIAN I
CUSTOD I
14L
N
004006
CUSTODIAN II
CUSTOD II
15L
N
004007
CUSTODIAN SUPV
OUST SUPVR
17A
N
005016
POL PROP UNT MGR*
POL P/U MG
32A
Y
005017
POL PROP UNT AST MGR*
P/U AST MG
29A
Y
I
u
005018
POL PROP UNT SUPV'
POL PU SUP
26A
Y
005019
IDENTIFICATION AIDE
IDENT. AID
16A
N
005020
POLICE COMM CLRK
POL COM CL
18A
N
005022
POL PROP SPEC I
POL PR SP1
17A
N
005024
POL PROP SPEC II
POL PR SP2
19A
N
005025
IDENT TECH I
ID TECH I
22A
N
005026
IDENT TECH II
ID TECH II
26A
N
005027
ID/TECH SERVICES SUPV
ID/TEC SUP
28A
Y
005030
LATENT PRINT EXAMINER
LAT PR EXA
26A
N
00SO60
POLICE RECORDS SUPR*
POL REC SU
28A
Y
005067
SPECIAL EVENTS COORD-POL
SEVNTSCORD
25A
Y
005068
ALARMS SPECIALIST
ALARMS SPC
21A
N
005070
CRIME ANALYST I
CRIM ANL I
22A
N
6
005071
CRIME ANALYST II
CRI ANL II
24A
N
005076
PROF COMPLIANCE ASST
PRO COMAS
19A
N
005077
PROF COMPL REP*
PR COM REP
26A
Y
APPENDIX A
JOB
JOB TITLE
ABBR. 'RANGE
FLSA
005079
EMERGENCY PLAN SPEC
EMER PL SP
29A
Y
OOS110
PARKING ENFORCEMENT OFFICER I
PARKE OFFI
14A
N
005113
PARKING ENFORCEMENT OFFICER II
PARKEOFFII
17A
N
OOS302
FIRE SFTY SPEC. SR.
F.SF SP SR
25A
Y
005303
FIRE SFTY SPEC-SUPV*
F.SF SP SU
27A
Y
005304
FIRE SFTY SPEC
FIR SFT SP
23A
N
005312
EXCRSE PHYSIOLOGIST*
EXER PHYSI
27A
Y
005314
PARAMEDIC INSTRUCTOR*
PARAM INST
29A
Y
u
005316
FIRE SERV INSTRUCTOR*
FIR SR INS
24A
Y
005318
FIRE SAFETY EDUC SUPV
FIR S6E SU
27A
Y
I
005319
FIRE RESOURCE/SAFETY TEACHER
FRESSSTEAE
24A
Y
005320
VIDEO PROGRAM SPEC
VID PRO SP
23A
Y
005323
VIDEO PROGRAM PROD*
VID PR PRO
28A
Y
005326
FIRE PROTECTION ENG.
FIR PR ENG
28A
Y
005404
COMM REPAIR WRKR
COM REP WK
21A
N
005405
COMM TECH
COMM TECH
25A
N
005406
COMM TECH SUPV
COM TEC SU
27A
N
005407
COMM MAINT ASST SUPT*
CM AS SUPT
28A
Y
005408
COMM TECH SUPT*
CM TE SUPT.
33A
Y
CD
005413
COMMUNICATIONS ASST
COMM ASST
20A
N
005415
COMM OPERATOR
COMM OPER
22A
N
005416
COMM OPER SPVSR
COMM OP SU
24A
N
005420
TELL SYS DEV MGR
TEL SY MGR
33A
Y
W
005510
GUARD
GUARD
13L
N
w
Cn
i
APPENDIX A
JOB JOB TITLE
ABBR, RANGE FLSA
005512
CITY RANGER
CITY RANGR
14A N
005520
STABLE ATTENDANT
STABLE ATT
15A N
005523
STABLE ATTNDNT SUPVR,
STA ATT SU
18A N
005529
FACILITY ATTEND
FAC ATTNDT
14A N
005530
MARINAS FACLT ATT
MAR FAC AT
13L N
005537
LABORATORY AIDE
LAB AIDE
14A N
006001
GOLF COURSE ATTENDANT
GOLFC ATTN
16A N
006003
GROUNDS TENDER
GRNDS TNDR
16A N
006005
PARK TENDER I
PK TNDR I
17A N
006007
PARK TENDER II
PK TNDR II
19A N
006010
GREENSKEEPER
GREENSKEEP
23A N
006015
TREE TRIMMER
TREE TRIMR
16A N
006016
TREE TRIM CREW LDR
TR.TRM LDR
18A N
006020
CEMETERY SEXTON
CEMET SEXT
20A N
006021
PARKS NATURALIST
PKS NATLST
23A N
006025
NURSERY TENDER
NRSRT TNDR
17A N
006026
HORTICULTURIST
HORTICULTU
23A Y
006029
BEACH OPERATIONS SUPV
BCH OP SUP
28A Y
006035
PARKS SUPV I
PRKS SUP I
18A N
006036
PARKS SUPV II
PRK SUP II
22A N
006037
PARKS GEN SUPV
PRK GEN SU
23A N
006047
PRKS TCH SER SPV MSC*
PK TE SU-M
27A Y
006048
PRKS TCH SER SPV ESS*
PK TE SU-E
27A Y
006049
PARKS OPRTNS CORD*
PRK OPR CD
27A Y
APPENDIX A
JOB
JOB TITLE
-
-
006050
PARKS SUPT OF*
_
006051
OPERATIONS,ASST CHIEF
006053
CHF OF OPERATIONS,PKS
-
006055
FAC & GRDS TF MG
006059
ASST STADIUMS MANAGER
1!
006062
MARINE STAD MGR*
006064
AUDITORIUM MANAGER ASST
006065
AUDITORIUM MGR*
0
006068
MARINAS AIDE
A
0
006069
MARINAS ASSISTANT*
006070
MARINAS MANAGER, ASST.
006071
MARINAS MANAGER
006080
PARKS 6 RECREATION MGR I
006081
PARKS & RECREATION MGR II
j
006105
LIFEGUARD (P/0)
!
006106
POOLS MANAGER
006107
POOLS SUPERVISOR
C.$t
006109
LIFEGUARD SR. (P/0)
006119
CULT AFFR COORD*
%J
006120
TENNIS SUPVSR
_
006123
PROGRAM COORD.
006124
PROGRAM COORD, ASST
006126
SUPTO. OF RECREATION
006127
PROGRAM ASSISTANT
ABBR. RANGE
PARKS SUPT 31A
OPR AST CH 29A
CHF OP,PKS 33A
FAC G6T MG 26A
ASSTSTAMGR 30A
MAR STA MG 27A
AUD MG AST 25A
AUDIT. MGR 29A
MARIN AIDE 16A
MARIN ASST 19A
MAR MG,AST 26A
MARINASMGR 29A
P6R MPG I 23A
P&R MGRII 26A
LIFEGD P/O 17A
POOLS MGR 21A
POOLS SUPV 22A
LIFGD SR-P 19A
CUL AFF CO 29A
TENNIS SUP 19A
PRG COORD 29A
PRGCORDAST 25A
SUPTD-RECR 31A
PRG ASST 12A
FLSA
APPENDIX A
JOB JOB TITLE ABBR. RANGE FLSA
006128
PROGRAM LEADER
PRG LOP
20A
N
006129
PROGRAM SPECIALIST
PPG SPEC.
18A
N
006132
GOLF COURSE SUPT*
GOLF SUPTD
31A
Y
006133
ASST. SUPT. OF GOLF
AST SUP GO
29A
Y
006135
BASEBALL SUPV
BASBALL SU
20A
Y
006137
VOLLEYBALL COORDINATOR
VBALLCOORD
18A
N
006141
LIAISON SPECIALIST
LIAIS SPEC
26A
Y
006144
GEN RECREATION PROG PLANNER
GENRECPPLN
29A
Y
006146
REC DISTRICT SUPV
REC DIS SU
24A
N
006148
REC SPECIALIST SR
REC SPO SP
21A
N
006149
REC SPECIALIST
REC SPEC
18A
N
006151
WATER SPORTS INST
WATR SP IN
23A
N
006152
BOXING SUPERVISOR
BOXING SUP
22A
Y
006156
YOUTH PGM. SPEC*
YTH PR SPC
25A
Y
006160
FITNESS CENTER SPECIALIST
FIT C SPEC
21A
N
006162
RECREATION ASST SUPT
REC AST SU
29A
Y
006164
PARKS 6 RECREATION SERV COORD
P6RSRVCORD
29A
Y
006170
EVENTS SPECIALIST
EVNTS SPEC
24A
N
006172
EVENTS SUPERVISOR
EVNTS SUPV
29A
Y
006300
'DAY CARE ADMIN*
DAY CAR AD
29A
Y
006301
DAY CARE ADM AST*
D/C AST AD
25A
Y
006302
DAY CARE CTR SUPV
D/C CT SUP
25A
Y
007004
MEDICAL ASST*
MED. ASST
16A
N
007006
HEAD NURSE*
HEAD NURSE
28A
Y
APPENDIX A
JOB JOB TITLE
ABBR. RANGE FLSA
007017
JOBS TRAIN PROG COORD
JOB PR COP
33A
Y
007018
VOCATIONAL COUNSELOR
VOCAT COON
22A
N
007019
CITZN PPGM SUPV*
CITZ PR SU
28A
Y
007020
COMM INVOL ASST
COM INV AS
19A
N
007021
COMM INVOL SPEC
COM INV SP
21A
Y
007023
CITZN PART SUPV*
CITZ PA SU
26A
Y
007024
I
REFUGEE COUNSELOR
REFUG COUN
17A
N
007031
SANI INSP II*
SAN INS II
23A
y
0
1 007032
SANI INSP CHIEF*
SAN IN CHF
26A
Y
w
i�
APPENDIX B
JOB
JOB TITLE
ABBR.
RANGE
FLSA
001036
LEGAL SECRETARY SR.*
LEG SEC SR
21M
N
001122
SUPERVISOR OF PAYROLLS
SUPVPYPOLL
3041
Y
001124
AUDITOR*
AUDITOR*
2FIM
Y
001125
STAFF AUDITOR*
STAFF AUD
26A1
Y
001127
STAFF AUDITOR PRINC*
STF AUD PR
30M
Y
001128
ASST AUDITOR*
ASST AUDTR
19M
N
001159
GROUP INSURANCE SUPERVISOR
GRPINSSUPV
31M
Y
001160
INSURANCE COORDINATOR
INSUR COOR
26M
Y
001318
PERSONNEL OFF*
PERS OFFCR
26M
Y
II'
001320
PERSONNEL OFF SR*
PER OFF SR
28M
Y
N
~'
I
001322
PERSONNEL SUPVR*
PERS SUPVR
30M
Y
001325
PERSONNEL ADMR, ASST*
PER ADM,AS
32M
Y
001326
VALIDATION SUPV*
VALID SUPV
34M
Y
001328
CLASSIF&COMPENSA SUPV
CL/COMP SV
34M
Y
001330
SAFETY COORD*
SAFTY COOR
31M
Y
001335
MANAG ANAL PRNCPL*
MGT ANL PR
30M
Y
001338
MANAG ANAL SUPV*
MGT ANL SU
32M
Y
001570
SYS SOFT MANAGER*
SYS SOF MG
34M
Y
001573
DATA BASE MANAGER*
OAT BAS MG
351A
Y
001577
PROJECT ANALYST
PROJ ANLST
33M
Y
001587
INFO. CENTER MANAGER
INF CTR MG
34M
Y
001816
CLAIMS ADJUSTOR III
CLMS ADJ 3
26M
Y
001822
CLAIMS SUPV., ASST.
CLM SV,AST
28M
Y
001824
CLAIMS SUPERVISOR
OLMS SUPVR
30M
Y
APPENDIX B
JOB JOB TITLE
005711 ADMIN ASSISTANT III
005726 ACCOUNTANT SUPV M/C"
005740 STAFF ANALYST SENIOR
005742 STAFF AUDITOR SENIOR
008124 SERVICE CENTER MANT WRKER-NET
008126 SERVICE CENTER REPRE-NET
w
ABBR. .
RANGE
FLSA
ADMASSTIII
31M
Y
ACC SUP -MC
28M
Y
STF ANL SR
28M
Y
STF AUD SR
28M
Y
SCMTWKRNET
17U
N
SCREPRENET
21U
Y
APPENDIX B
JOB
JOB TITLE
ABBR.
RANGE
007500
EXEC SEC CITY ATTY
EXE SEC -CA
23U
007505
SR SECRETARY
SR SECRETA
21U
008000
ADM ASST TO THE CM
ADM AST -CM
290
008002
COMMISSIONER'S AIDE
COMM AIDE
090
008003
ADMIN ASST-CITY C
ADM AST -CC
210
008005
ADMIN ASST SR -CITY C
AD AS SR-C
230
008006
CHIEF OF STAFF -CC
CHF,STAFCC
$40
008007
EXECUTIVE SECRETARY
EXEC SECRE
230
008008
SECRETARY III"
SECRE III
19U
008009
SPECIAL AIDE
SPEC AIDE
150
008012
MARINE DEVELP SPEC
MAR OV SPC
31LI
008015
ADMIN SECTY I
ADM SEC I
190
008018
ADMIN SECTY II
ADM SEC II
210
008020
SPECIAL ASST TO MGR
SP ASST-CM
260
008021
EXEC.AIDE TO CITY MGR
EX AIDE -CM
250
008023
LABOR RELNS SPLT
LB REL SPC
27U
008024
EXEC ASST DATA MGT
EX AST -OAT
34U
008027
ECON COORD MGR I
E.C. MGR I
32U
008028
ECON COORD MGR II
E.C. MG 22
33U
008029
CHIEF PROC. OFFICER
CHF PR OFF
35U
008034
TYPIST CLERK I
TYP CLK I
13U
008035
TYPIST CLERK II
TYP CLK II
15U
008087
TYPIST CLERK III*
TY CLK III
17U
008039
RECEPT/TYPIST-CM.OFFC
REC/TYP-CM
180
FLSA
Y
N
Y
Y
Y
Y
Y13.1
;}
Y
1!
N
7
Y
Y'.
Y
Y
Y'
Y
Y.
y
fi
Y
I
Y
N
�t
N
N
N
�4
! l<i
4�
APPENDIX B
JOB
JOB TITLE
ABBR,
RANGE
FLSA
008050
ASST TO DIR-PKS SPEC
ASST TO DI
31U
Y
008080
ASST TO DIP -SOLID WASTE
ASST-DIRSW
32U
Y
008081
ASST TO DIR-COM.DEV
ASST TO DI
29U
Y
008082
ADMIN ASST I*
ADM AST. I
25U
Y
008083
ADMIN ASST II
ADM AST II
28U
Y
008084
RECEPTIONIST
RECEPTNST
170
Y
008086
ASST TO DIP - PERS. MGT
ASTTODIRPM
34U
Y
008091
GENERAL CLERK
GEN. CLERK
150
Y
008099
ADMIN AIDE - CITY MGR
ADM AID -CM
210
1
008101
SECRETARY IV
SECRE. IV
21U
Y
008102
SR PROTOCOL OFCR
SR PROT OF
28U
Y
008104
SECRETARY II
SECRE, II
17U
N
0081.08
CONTRACTS ADMIN
CONTR ADMN
29U
Y
008110
ADMIN OFFICER -CC
ADM OFF -CC
290
Y
008111
EVENTS COORDINATOR
EVNTS COOR
25U
Y
008113
TECHNICAL OPERATIONS LIAISON
TECH OP LI
19U
Y
006114
CONCERT PROMO/PRODCER
CONC PR/PD
29U
Y
008115
ASST TO DIRECTOR-PW
ASST TO DI
31U
Y
008116
TECHNICAL TRANSCRIBER
TECH TRANS
18U
Y
008117
TECHNICAL OPER COORD
TECHOPCOOR
22U
Y
008118
BUSINESS MANAGER
BUSI. MGR
34U
Y
008120
CHIEF DEPUTY CLERK
CHF DEP CL
29U
Y
008122
RECORDS RETEN COORD
REC PET CO
25U
Y
008123
SUPPORT SERV MANAGER
SUP SR MGR
34U
Y
APPENDIX B
JOB
JOB TITLE
ABBR.
RANGE
FLE
008125
INTERGOVERN ASSISTANT
INTRGV AST
220
y
008127
CULTURAL LIAISON AIDE
CULT LI
Al
26U
Y
008128
CLERK/RECEPTIONIST
CLk/RECEP7
120
N
008130
ASST TO DIP GSA
AST TO D-G
32U
Y
008131
OFFICE MANAGER
OFFICE MAN
240
Y
008133
FISCAL PROG ADVISOR
FISCAL PRO
24U
Y
008134
RESOURCE ALLOCATION MANAGER
RS
ALL MGR
34U
Y
008135
MARKETING COORDINATOR
MARKETCOOR
28U
Y
F�
F-+
008137
PUBL RELATIONS AGENT
PUB REL AG
23U
Ln
008138
HOUSING DEVELOP COORD
HOU DV
Y
C00
32U
Y
008139
AGENDA COORDINATOR
AGENDA CRD
27U
Y
008140
AGENDA COORD, ASSISTANT
A.000RDAST
23U
Y
008143
GRANTS MGMT. AIDE
GRNT MG Al
OlU
,
008144
GRANTS COORDINATOR
Y
GRNT COORD
29U
Y
008145
TYPIST CLERK IV
={
TC IV
19U
N
Lr
008146
MANAGEMENT ASSISTANT
MGMT
^SFr
008148
ASST TO DIR-MGT AUDIT
ASST
26U
Y
ASST TO DI
30U
Y
008150
NURSE ADVISOR
;
', r
NURSE ADVR
29U
y
008152
FLEET MANAGER
FLEET MGR
32U
Y
`k
a c,
008155
FINANCE OFFICER
FINAN
i '
008156
SR AFFIRM ACTION SPEC
OFF.
33U
y
SR A/A SPC
26U
�
008158
AFFIRMATIVE ACTION SUPV
AFFACTSUPV
2�
31U
Y
008160
CHIEF ARCHITECT
CHIEF ARCH
36U
y'r3X,
008162
LEGAL ASSISTANT
LEGALASSIT
26U
y
rl:= kT v4ir �`
_n
v.
is
i�
APPENDIX B
JOB
JOB TITLE
ABBR.
RANGE
FLSA
008164
NATIONAL SALES MGR
NAT SAL MG
30U
Y
008166
CONVENTION MANAGER
CONVEN MGR
31U
Y
008167
SALES MANAGER
SALES MANA
31U
Y
008170
ASST TO DIP-INTNL ASP
ASST TO DI
28U
Y
008172
SPEC GRNTS MGMT COORD
SPEC GRNTS
26U
Y
008173
EDP AUDITOR
EDP AUOTOR
31U
Y
008174
CHIEF INTERNAL AUDITOR
CHFINTLAUD
32U
Y
008178
NET CODE ENFORCEMENT COORD
NETCE.CORD
27U
Y
I
008183
ASSISTANT TO DIRECTOR -POLICE
ASST-DIRPO
31U
Y.
N
008199
EMERGENCY PREP COORD.
EM PRE COP
32U
Y
rn
I
008206
ADMIN ASST III
AD AST III
31U
Y
008210
ZONING ADMINISTRATOR
ZONING ADM
32U
Y
008220
ASST EXEC SEC-H.BRDS
AST EX SEC
31U
Y
008326
CABLE COMM ADMIN
CAB CM ADM
32U
Y
008408
SUPP. SERVICES COORD.
SUP SR COR
31U
Y
008410
COMMISSION REPORTER
C.REPORTER
21U
Y
008411
ADMINISTRATIVE CLERK
ADMIN CLRK
17U
Y
008414
MARINA DEVELOPMENT MANAGER
MARINADMGR
31U
Y
006418
SENIOR SPECIAL ASST TO CITY MGR
SRSPCASTCM
310
Y
CD
008420
MEDIA RELATIONS SPEC.
MED REL SP
23U
Y
i
008425
PARKS 6 RECREATION SERV COORD
PSRSERCORD
26U
N
008428
SISTER CITIES 6 PROTOCOL ASST
S06P ASST
29U
Y
zNv
008430
SISTER CITIES 6 PROTOCOL COORD
SCSP COORD
31U
Y
W
008440
DEVELOPMENT COORDINATOR
DEV COORD
32U
Y
APPENDIX B
JOB JOB TITLE
ABBR. RANGE FLSA
008442
PUBLIC INFO. LIAISON
PUB INF LI
23U
Y
008449
RESEARCH ASSISTANT
RESRCH AST
26U
Y
008466
PLANNING ILLUSTRATOR
PLAN ILLUS
22U
Y r.
008470
CAPITAL IMPROVMT ADMINISTATOR
CPIMPRVAOM
33U
Y
008472
CHIEF OF OPERATIONS
CHF OF OPR
82U
Y
008474
CAPITAL IMPROVEMENT ASSIST
CPI ASSIST
28U
Y
008476
HOMELESS PROGRAM COORDINATOR
HMLSPRGCRD
25U
Y
008480
SERGEANT -AT -ARMS
SGT-AT-ARM
34U
Y
008498
EXEC ASST-FIRE CHF/C
EX ASST-FC
31U
Y
008510
ARCHIVIST/RECORDS ADMIN
A/RECRDAOM
34U
Y.
008515
RECORDS SYSTEM SPECIALIST
RECRDSYSSP
26U
Y
008610
VIDEO ASSISTANT
VIDEO ASST
22U
Y
008622
ABATEMENT BOARD COORDINATOR
A/BRDCOORD
28U
Y
008702
SR. TRAIN. OFFICER
SR TRG OFF
28U
Y
008704
JOB TRAIN. SUPV-
JOB TR SUP
24U
Y
008706
SR. JOB TRAIN SPEC
SR JB/T SP
22U
Y
008708
JOB TRAIN. SPEC.
JOB TRN SP
20U
Y
008710
INFO & REFERL AIDE*
IN&REF AID
12U
N
008715
INFO 6 REFERL SPEC*
IN&REF SPE
16U
N
008718
CLERK I
CLERK I
12U
N
008719
CLERK II
CLERK II
14U
N
008720
EMPLOY INTERVIEWER*
EMPLOY INT
17U
N
008724
ACCOUNTANT
ACCOUNTANT
22U
Y
008726
ACCOUNT CLERK
ACCT CLERK
17U
N
APPENDIX B
JOB
JOB TITLE
ABBR,
RANGE
FLSA
008730
JOB DEVELOPER"
JOB OEVELO
19U
N
008736
PUBLIC INFORMATION COORD
PUB INF CO
3QU
Y
008737
PUBLIC INFO. OFFICER
PUB IN OFF
28U
Y
008738
PUBLIC INFO. SUPVR,
PUB IN SUP
27U
Y
008745
BUILDING DIVISION CHIEF
BLDG DV CH
32U
Y
008750
SPECIAL PROJECTS ASST
SP PROJ AS
27U
Y
008752
LEGISLATIVE COORD
LEGIS COOP
25U
Y
008760
COMMUNITY COORD-0/T
COM COP-OT
25U
Y
008764
FINANCIAL OEV COORD
FIN OV COR
31U
Y
008770
ADMIN AIDE I
ADM AIDE I
20U
N
008773
ADMIN AIDE II
ADM AID II
22U
Y
008774
PENSION BOARD ADM
PENS BD AD
35U
Y
006782
DEVELOPMENT SERV AIDE
OV SRV AID
22U
Y
008785
AUDITORIUM MGR ASSIST
AUD MGR AS
25U
Y
008788
TRAINING & DEVELOPMENT COORD
T&D COORD
31U
Y
008790
SPEC.EVENTS AGENT
SP EVT AGT
20U
Y
008793
SPEC PROJECTS COORD
SP PROJ CO
29U
Y
CITY OF MIAMI, FLORIDA
� INTER -OFFICE MEMORANDUM
TO: Honorable Mayor and Members DATE:
of the ity Commission
Z:
SUBJECT:
FROM : Cesar H. Odio REFERENCES:
City Manager
ENCLOSURES:
FILE :
Resolution Ratifying 1995-
1998 Labor Agreement Between
the City of Miami and AFSCME
Local 1907
It is recommended that the City Commission adopt the attached
Resolution authorizing the execution of a labor agreement between
the City of Miami and the employee organization known as the
Miami General Employees American Federation of State, County and
Municipal Employees (AFSCME), Local 1907, AFL-CIO for the period
of October 1, 1995 - September 30, 1998 per the attached
resolution.
Under Florida Statutes, Chapter 447, the City is required to
bargain collectively with the certified bargaining
representatives of the AFSCME, Local 1907. In conjunction wi-h
the Retirement Incentive Program, the City and AFSCME, Local 1947
have reached a successor labor agreement acceptable to both
sides.
As a result of those negotiations, the City and AFSCME, Local
1907 have a agreed to •a three year labor agreement. This
agreement provides for a 0% across-the-board increase for fiscal
year 1995-96, a 4% across-the-board increase in January 1997 and
a reopener on wages for fiscal year 1997-98.
Other articles negotiated include shift assignment and days off
by seniority; overtime selection process by seniority by
classification; no layoffs of bargaining unit employees for the
term of the agreement; continuation of the provision to purchase
up to a maximum of three whole years of service upon retirement
at present value with after-tax dollars utilizing employee leave
balances; employment preference in order of City residency first,
county residency second and thereafter residency outside of the
county; and funding issues to be submitted to arbitration if the
City is unable to fund benefits for the second and third year•of
the labor agreement.
95- 223
Honorable Mayor and Members
of the City Commission
RE: Ratifying AFSCME Labor Agreement
Page 2 of 2
It is requested that the City Manager be authorized to enter into
the attached labor agreement for 1995-1998 between the City of
Miami and AFSCME, Local 1907.
cc: Manohar Surana, Assistant City Ma ger
A. Quinn Jones, City Attorney
Ramon Irizarri, Assistant City Attorney
95- 223