HomeMy WebLinkAboutR-88-0841J-88-862
9/19/86
RESOLUTION NO. 48-H111
A RESOLUTION AUTHORIZING THE CITY MANAGER TO
ENTER INTO A COLLECTIVE BARGAINING AGREEMENT
BETWEEN THE CITY OF MIAMI AND THE EMPLOYEE
ORGANIZATION KNOWN AS THE INTERNATIONAL
ASSOCIATION OF FIREFIGHTERS, LOCAL 587. FOR
THE PERIOD OF OCTOBER 1. 1987 THROUGH
SEPTEMBER 30, 1990 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 between the City of
Miami and the employee organization known as the International
Association of Firefighters, Local 587, for the period of
October 1, 1987 through September 30, 1990 upon the terms and
conditions set forth In the attached Agreement.
PASSED AND ADOPTED this 27th day of September , 1988.
ATTEST:
i
MA -rTY H I RA I, CITY CLERK
PREPARED AND APPROVED BY:
T F. CLARK, CHIEF DEPUTY CITY AT
APPROVED AS TO FORM AND CORRECTNESS:
- A) - - - I JI-, I--- -
L FERNANDEZ, CITY TTORNEY
ATTACHMENTS
CONTAINED
CITY COMMISSION
MEETING OF
SEP 27 1986
)11 No.
l�
AGREEMENT
BETWEEN
CITY OF MIAM1. FLORIDA
AND
INTERNATIONAL ASSOCIATION OF FIREFIMITERS. AFL-CIO
LOCAL 607
OCTOBER 1. 1987 THROUSH SE/TEMBER 30. 1990
TABLE OF CONTENTS
ARTICLE fm
AGREEMENT . . . . . . . . . . . . . .
.
1
AGREEMENT IN EVENT OF TRANSFER . . .
. 36
36
APPENDIX A . . . . . . . . . . . . .
. .
44
APPENDIX B . . . . . . . . . . . . .
. .
46
APPENDIX C . . . . . . . . . . . . .
. .
40
BLOOD DONORS . . . . . . . . . . . .
. . 20
26
BULLETIN BOARDS . . . . . . . . . . .
. . III
6
CALL BACK PAY . . . . . . . . . . . .
. . 21
22
DEATH IN FAMILY . . . . . . . . . . .
. . 26
27
DIS RIMINATION . . . . . . . . . . .
. . 4
4
EDUCATION . . . . . . . . . . . . . .
. . 26
26
EMPLOYEE RIGHT TO REPRESENTATION . .
. . 32
32
FLOATING HOLIDAY TIME. . . . . . . .
. . 24
26
GRIEVANCE PROCEDURE. . . . . . . . .
. . 16
11
GROUP INSURANCE . . . . . . . . . . .
. . 17
17
HOLIDAYS/VACATION/SICK TIME. . . . .
. . 23
23
HOURS OF WORK . . . . . . . . . . . .
. . 31
31
LINE OF DUTY INJURIES. . . . . . . .
. . 12
6
LOSS OF EQUIPMENT. . . . . . . . . .
. . 26
20
MANAGEMENT RIGHTS. . . . . . . . . .
. . 6
6
NO STRIKE . . . . . . . . . . . . . .
. . 2
1
NOTICES . . . . . . . . . . . . . . .
. . 0
6
OVERTIME . . . . . . . . . . . . . .
. . 20
21
PARITY . . . . . . . . . . . . . . .
. . 10
20
PENSION . . . . . . . . . .
. . 30
36
PHYSICAL EXAMINATIONS. . . . . . . .
. . 27
20
PREVAILING BENEFITS. . . . . . . . .
. . 6
6
RECOGN I T I ON . . . . . . . .
. . 1
1
REPRESENTATION OF THE CITY . . . . . .
. 34
34
REPRESENTATION OF THE UNION. . . . .
. . 36
36
SAFETY COMiA I TTEE . . . . . . . . . . .
. 13
/0
SAFETY SHOES . . . . . . . . . . . . .
. 10
/0
SAVINGS PROVISION. . . . . .
37
36
SCHEDULE A - SYSTEM CONTRIBUTION . . .
.
41
SHIFT EXCHANGE . . . . . . . . . . . .
. 0
6
SPEC 1 AL MEET i NOS . . . . . . . . . . .
. 14
11
SUBSTANCE/ALCOHOL -
PERSONNEL SCREENING . . . . . . . .
. 30
26
TERMINATION AND MODIFICATION . . . . .
. 30
42
TOTAL AGREEMENT . . . . . . . . . . . .
. 33
34
UNION BUSINESS . . . . . . . . . . . .
. 3
2
UNION REPRESENTATIVES. . . . . . . . .
. 7
6
VACANCIES - PROMOTIONS . . . . . . . .
. 10
7
WAGES . . . . . . . . . . . . . . . . .
. 10
16
WORKING OUT OF CLASSIFICATION. . . . .
. 22
22
AGREEMENT
THIS AGREEMENT is entered Into by the CITY OF MIAMI,
FLORIDA, a municipal corporation, hereinafter referred to as the
City, and the INTERNATIONAL ASSOCIATION OF FIREFIGHTERS. LOCAL
•687, hereinafter referred to as the Union. It Is the Intention
of this Agreement to provide for wages. fringe benefits and other
terms and conditions of employment. it Is further the Intention
of this Agreement to prevent Interruption of work and
Interference with efficient operation of the City of Miami and to
provide for an orderly, prompt and Just manner of handling
grievances.
ARTICLE i
RECOGNITION
1.1 The City hereby recognizes the Union as the sole and
exclusive bargaining agent for all persons In the Fire Department
within the following classifications: Firefighter, Fire
Lieutenant, Fire Captain and Chief Fire Officer. Excluded are
all other employees and classifications, and specifically
excluded are: Fire Chief, Assistant Fire Chief, Director of
Training. Chief of Fire Prevention, Chief of Rescue, Battalion
Chief. Fire Information Specialist, and Executive Assistant to
Fire Chief.
ARTICLE 2
NO STRIKE
2.1 •Strike" means the concerted failure to report for
duty, the concerted absence of employees from their positions,
the concerted stoppage of work, the concerted submission of
resignations. 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, or picketing In furtherance of
a work stoppage either during the terse of the Collective
•`�:: ,; .
Bargaining Agreement or after the expiration of a Collective
Baroalning Agreement.
2.2 Neither the Union, nor any of Its officers or
agents, nor members covered by this Agreement, nor any other
employees covered by this Agreement, will Instigate, promote,
sponsor, or engage In any strike, sympathy strike, slowdown.
concerted stoppage of work, picketing In support of a work
stoppage, or any other activity which prohibits an employee from
reporting for duty.
ARTICLE 3
UNION BUSINESS
An employee organization time pool Is hereby authorized
subject to the following:
3.1 The City agrees to establlsh a one time pool bank of
three thousand six hundred (3,600) hours per year to be used In
accordance with the provisions of this Article and during the
term of this Agreement.
3.2 For each employee, except the Employee Organization
President. who Is authorized to use time from the time pool. the
President or his designee shall fill out the appropriate form as
provided by the City. This form shall be processed through
channels of the employee who Is to use the pool time. The form
will be processed as soon as possible and when possible will be
In the office of the Fire Chief seven (7) calendar days prior to
the time the employee has been authorized to use the pool time.
3.3 Employees 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 an employee cannot be released at the time desired, the
Employee Organization may request an alternate employee be
released from duty during the desired time.
3.4 Employee Organization Time Pool hours will be used
on an hour for hour basis, regardless of the hourly rate of the
employee using Time Pool time. In reporting an wpioyee's
absence as a result of utilizing the Organization Time Pool, the
daily attendance record shall r(iflect:
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. �.
"John Doe on AL" (Authorized Leave)
i
3.5 Any Injury received or any accident Incurred by an
Memployee whose time Is being paid for by the Employee
Organization Time Pool, or while engaged In activities paid for
by the Employee Organization Time Pool, 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 within the meaning of Chapter 440, Florida
Statutes as amended. This section shall not Include benefits
attainable through F.S. 112.181.
3.8 Upon written request through channels. only the
Employee Organization President will be released for the term of
this Agreement from his or her regularly assigned duties for the
City of Miami Fire Department. The terms of this Agreement for
such release are only to be Implemented If the following
qualifications are met by the Employee Organization:
(a) The Local 587 President will reasonably be available
at the Local 587 Office currently located at 1701
N.W. 79th Avenue, Miami, Florida. 33128, for
consultation with the Management of the City.
(b) The Employee Organization President shall be the
only Bargaining Unit representative released on
•A.L." time to appear before any City Board or
Commission. In the absence of the President. the
President's designee may represent the Employee
Organization; however, the designee must comply with
Section 2 of this Article.
(c) The Time Pool will be charged for all hours during
which the Employee Organization President Is on off -
duty release except that absence due to use of
vacation leave, compensatory leave. sick leave, or
holidays will be charged to the President's employee
accounts. The Employee Organization President shall
not be eligible for overtime or compensatory time.
3.7 All applicable rules, regulations and orders shall
apply to any person on time pool release. Violations of the
above -mentioned rules. regulations and orders shall subject the
employee on pool time to the regular disciplinary processes
i
currently provided for In the Miami Fire Department.
3.8 The City reserves the right to rescind the
provisions of this Article In the event any portion of the
Article Is found to be Illegal. Cancelling the Article shall not
preclude further negotiations of future employee pool time.
3.9 Each employee covered by this Agreement may
voluntarily contribute vacation time to the Time Pool In 12-hour
increments.
3.10 Each employee who wIahes to donate time will use a
time pool donation form which will be provided by the City. This
I
form shall Include language releasing the City from any and all
liability to pay for vacation time contributed by the employee to
the Time Pool.
3.11 The Union will be allowed up to three (3) employee
representatives who shall be permitted to participate In Iabor
contract negotiation sessions while on duty with no loss of pay
or emoluments.
ARTICLE 4
DISCRIMINATION
4.1 No employee covered by this Agroamnt will be
discrJminated against with regard to any job benefits or other
conditions of employment accruing from this Agreement because of
race, creed. national origin. union membership or sex.
4.2 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.
4.3 The Union agrees to support the City's current
Affirmative Action Programs and any other similar affirmative
action programs affecting Fire Department personnel which may be
developed by the City In negotiations with the Union. .
4.4 The City and Union agree to support Affirmative
Action programs and any mandates of a oourt of proper
jurisdiction that are designed to bring minority oandldate• up to
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the standard required for the Fire service or other such programs
which are consistent with applicable law.
ARTICLE 5
PREVAILING BENEFITS
5.1 Job benefits heretofore authorized by the City
Manager, continuously enjoyed by a I I employees covered by this
Agreement and not spec IfIcaIIy provided for or abridged by this
Agreement, shall continue upon the conditions by which they had
been previously granted.
5.2 This Agreement shall not be construed to deprive any
employee of benefits or protection granted by the laws of the
State of Florida, ordinances of the City of Miami, or resolutions
of the City of Miami In effect at the time of execution of this
Agreement.
5.3 The City and the Union wlII meet at the request of
the City to negotiate any proposed changes In those rights and
benefits not specifically covered by the Agreement, provided
however no changes shall be made In the language or intent of
this Agreement except by mutual consent.
5.4 However, nothing In this Article shall prevent the
City from Implementing the terms of the current Consent Decree or
any future legal mandates placed upon the City by applicable
taws.
ARTICLE d
MANAGEMENT RIGHTS
6.1 It Is understood and agreed that the City possesses
the sole right to operate the V re Department and that all
management rights are expressly reserved to the City of Miami,
but that such rights must be exercised consistent with the
provisions of this Agreement. These rights Include, but are not
limited to, the following: discipline or discharge for just
cause; direction and supervision of all personnel; the hiring,
the assignment or transfer of employes determination of the
mission and objective of the Fire Department; determination of
the methods, means, and number of personnel needed to carry out
the Fire Department's missions and objectives; introduction of
new or Improved methods or facilities; and scheduling of
operation and shifts.
ARTICLE 7
UNION REPRESENTATIVES
7.1 Representatives of the Union who are not employees
of the City shall be certified In writing to the City Manager.
Certified representatives may be allowed to most with Individual
employees on City property during working hours to carry on
normal business of the Union, If the Fire Chief has prior
knowledge of such activity and such visitation does not Interfere
with efficient operations.
ARTICLE 8
NOTICES
8.1 The City agrees to make available to the President
of the Union the following notices or bulletins: City Commission
Agenda; changes or additions to the City Adminlstrative Policy
Manual and the Personnel Policy Manual; Budget Estimate as
distributed by the City Manager to the City Commission --which
shall Include the Fire Department estimate. Such notices or
bulletins will be picked up by a Union representative at the
Labor Relations Office during normal work hours, or be
tranamltted through the Interoffice mall to a Fire Station
designated by the Union President.
ARTICLE 9
SHIFT EXCHANGE
9.1 Employees shall have the right to exchange shifts In
accordance with the following limitations.
(a). He may Owe up to three (3) shifts at any one tiog .
Including •RO days.
(b) He may be owed up to three (3) shift* at any Ong
time Including *A* days.
(c) Employees may exchange time but in no event will an
exchange of time result In the employee working In
excess of two consecutive tours of duty.
(d) Trading of time must be done voluntarily by the
employees.
(e) The reason for the shift exchange Is not related to
City business.
(f) The period during which time Is traded and paid back
does not exceed twelve months.
(g) The City Incurs no overtime obligation as a result
of the shift exchange.
ARTICLE 10
VACANCIES - PROMOTIONS
10.1 When a classified permanent promotional vacancy
occurs In any position It shall be filled within a reasonable
period of time after the official severance of the vacating Fire
Department member. Filling of all vacancies shall be In
accordance with the Civil Service Rules and Regulations.
10.2 This provision shall not apply when a freeze Is
declared by the City Manager or the position Is abolished.
10.3 The Department of Personnel Management will keep the
members of the bargaining unit covered by this Agreement advised
as to promotional opportunities to positions within Article 1 -
Recognition.
10.4 Further, the Personnel Management Department
Director will advise eligible applicants for promotional
opportunities of the general area to be reviewed for preparation
prior to the exam.
10.6 The Fire Department Book Review Committee will
review and discuss books and technical publications they deem
worthy of consideration by the Personnel Management Department
for testing purposes. The Personnel Management Department and .
the Book Review Committee or Its representative shall meet and
discuss the books, materials, scoring procedures, weights of
books, etc. to be used In the promotional examinations for all
4
positions covered by this collective barge InInQ agreement. Such
Input from the Book Review Committee will be received and
considered by the Personnel Management Department, but should not
be binding on Its usage by the Personnel Management Department.
ARTICLE 11
BULLETIN BOARDS
11.1 The City shall furnish at each Fire station. Fire
Prevention Bureau, Fire College. Fire Central Information Office,
Rescue Headquarters, and Fire Chief's Office. space for bulletin
boards for the purpose of Union notices. Material posted shall
be subject to review by the Fire Chief or his designee. Any
notice placed on the bulletin board shall bear on Its face the
legible designation of the person responsible for placing such
notice or Item on the board.
11.2 Notices shall not contain anything reflecting
adversely on the City or any of Its officers. and no material,
notices or announcements which violate the provisions of this
Article shall be posted.
11.3 Notices posted must be dated and bear the signature
of the Union President or his authorized representative.
ARTICLE 12
LINE OF DUTY INJURIES
12.1 The City agrees to pay all medical and
hospitalization expenses Incurred by any employee covered by this
Agreement who is found to have sustained a compensable line -of -
duty Injury as provided for by the Workmen's Compensation Law of
the State of Florida.
12.2 The Clty agrees that any employee covered under this
contract who Is disabled as a result of any accident. Injury or
Illness Incurred In line of duty shall be granted supplamentary
salary of which a part thereof Is Workmen's Compensation as
provided by Resolution No. 38802. provided however no
supplementary salary will be paid to anyone Injured while
performing an act Intended to Injure or hurt one'a self or
another.
S
12.3 If an accident has been declared compensable by the
City and the employee brings litigation without having first
discussed with personnel of the City of Miami, law/Claims
Division, concerning any controversy arising out of the declared
compensable accident, then the supplementary salary, as provided
by Resolution No. 39802, shall cease.
12.4 In the event that litigation Is filed by an employee
following his return to work without having first met with and
discussed with personnel of the City of Miami, Law/Claims
Division, concerning any controversy arising out of his declared
compensable accident, It Is agreed between the parties that the
previously described supplementary salary shall be recouped from
the employee's current salary by way of payroll deductions, the
extent of subsequent payroll deductions shall not exceed 25% of
the gross pay per pay period. If the Law/Claims Division does not
resolve any controversy arising out of a compensable Injury to
the satisfaction of the Injured employee, then the supplemental
salary as provided by Resolution No. 39802 shall not be
Jeopardized If litigation Is subsequently filed by the employee.
12.6 In the event an employee desires the presence of an
attorney to discuss a controversy with representatives of the
Law/Claims Division, the parties agree that the attorney shall
receive a token fee for his presence of $60.00 per hour, not to
exceed $100.00.
12.6 The City agrees to notify and confer with the Union
prior to any officlal action regarding the discontinuance of any
supplemental salary benefit related to a line -of -duty Injury.
12.7 For Firefighters assigned to the Firefighting
Division or the Rescue Division, any condition or Impairment of
health caused by Acquired Immunity Deficiency Syndrome (AIDS),
Hepatitis A or B. 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.
The presumption In favor of employees referred to In
this section shall not apply to any other contagioUS dlsg6e•
which may be contracted by employees. Furthermore, the
presumption shall only be applicable to worker's compensation and
disability pension benefit determinations. This section shall
become effective upon ratification of the Agreement by the
parties. Nothing In this section shall be construed as a waiver
of the Clty's rights under applicable state law.
ARTICLE 13
SAFETY COMiA I TTEE
13.1 There shall be a Safety Committee In the City of
MIamI Fire Department which shall consist of eight (8) members.
Four (4) members shall be appointed by the Union and four (4)
shall be appointed by the Chief of the Fire Department.
13.2 The Safety Committee shall meet bimonthly, or more
or less often by mutual consent, and such meeting shall be
scheduled at the time established by the Chief of the Fire
Department. The Chief of the Fire Department, or his designee,
shall preside at all meetings.
13.3 The purpose of these meetings will be to discuss
problems and objectives of mutual concern, concerning safety and
health conditions of the Fire Department, but excluding
grievances or matters which are the subject of collective
bargaining negotiations between the parties.
13.4 Meetings shall be conducted on a seml-formal basis
following an agenda which shall Include Items submitted by any
member of the Committee to the Chief of the Fire Department at
least five (5) working days prior to the meeting, together with
such Information as may be helpful In preparing a meaningful
meeting agenda program. The agenda shall be provided each member
of the Committee. The Chief of the Fire Department shall arrange
for minutes to be taken of each meeting, and for distribution of
copies to each member of the Committee. Recommendations of the
Committee may be sent to the City Manager or his designee if
requested by a member of the Committee.
13.6 Agended Issues and subsequent discussions on the
subject of safety and health shall not limit or preolUde the
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right of the Union to seek enforcement of safety requlrements
under the Occupational Safety and Health Act, If applicable.
ARTICLE 14
SPECIAL MEETIPM
14.1 The City and the Union agree to meet and confer on
matters of Interest upon the written request of either party.
The written request shall state the nature of the matters to be
discussed and the reason(s) for requesting the meeting.
Discussion shall be limited to matters set forth In the request,
but It Is understood that these special meetings shall not be
used to renegotiate this Agreement. Special meetings shall be
held within ten (10) calendar days of the receipt of the written
request and shall be held between 8:00 a.m. and 5:00 p.m. at a
time designated by the City. The Union shall be represented by
not more than four (4) persons at special meetings.
14.2 Employee representatives of the Union at special
meetings will be paid by the City for time spent In special
meetings If on duty, but only for the straight time hours they
would otherwise have worked on their regular work schedule. For
the purpose of computing overtime, time spent in special meetings
shall be considered as hours worked to the extent of the regular
work schedule hours which they otherwise would have worked.
14.3 No special meeting shall be held unless the Fire
Chief Is notified In advance and approves the arrangements made
for releasing any on -duty Firefighter who is to attend such
meeting.
ARTICLE 16
GRIEVANCE PROCEDURE
16.1 A grievance Is defined as a dispute Involving the
Interpretation or application of the specific provisions of this
Agreement, except as exclusions are noted In other articles of
this Agreement.
16.2 A grievance shall refer to the specific provision or
provisions of the Agreement alleged to have been violated. Any
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grievance not conforming to the provisions of the paragraph shall
be denied and not eligible to advance through the steps of the
Grievance Procedure Including arbitration. Grievances Involving
Workmen's Compensation are not subject to this Agreement. except
that a question concerning supplemental salary may properly be
processed as set forth In the Article entitled 'Llne of Duty
Injuries."
15.3 To simplify the Grievance Procedure, the number of
"working days" In presenting a grievance and receiving a reply
from the different levels of supervision shall be based upon a
forty (40) hour. five (5) day, work week. Monday through Friday,
except for personnel assigned to a twenty-four (24) hour shift,
In which case a work day shall consist of twelve (12) working
hours.
15.4 All employees covered by this Agreement shall be
required to make a written Election of Remedy prior to filing any
grievance at Step 2 or higher steps or Initiating action for
redress In any other forum. Such choice of remedy will be made
In writing on a form to be supplied by the City. Any employee
electing a remedy other than this grievance procedure shall be
denied the use of the Grievance Procedure for the resolution of
this specific grievance.
The Union and Its members agree that the appeal to
any other forum to resolve an Issue that would otherwise be
subject to this grievance procedure under this Agreement would
preclude the use of said Grievance Procedure to resolve such
alleged grlevable Issues.
15.5 Nothing In this Article shall prevent the Union from
appearing before the City Commission or other City boards on
matters concerning the terms and conditions Of employment or on
any matter affecting the welfare of Its members, and such shall
not be considered as an election of remedy under this Article.
However, such appearance by the Union shall not be In violation
of Florida Statutes, Chapter 447.501 (2), (a), (b), (c).
16.6 Grievances shall be processed In accordance with the
following procedure:
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vv R7'iT
Step i. The aggrieved employee shall discuss the
grievance with his Immediate officer within five (5)
working days of the occurrence which gave rise to the
grievance. The Union representative may be present to
represent the employee, If the employee desires him
present. The Immediate officer shall attempt to adJust
the matter and/or respond to the employee within five (6)
working days.
Where a grievance Is general in nature In that
It applies to a number of employees having the some Issue
to be decided, or If the grievance Is directly between the
Union and the City, It shall be presented directly at Step
3 of the Grievance Procedure, within the time limits
provided for the submission of a grievance In Step 1 and
signed by the aggrieved employees or the Union
representative on their behalf. All grievances must be
processed within the time limits herein provided unless
extended by mutual agreement In writing. Any grievance
not processed by the Union In accordance with the time
limits provided In each step of the Article shall be
considered conclusively abandoned. Any grievance not
processed by the City within the time limits provided
herein shall be automatically advanced to the next higher
step In the Grievance Procedure.
Step 2. If the Grievance has not been satisfactorily
resolved, the aggrieved employee or employees shall meet
with the Union Grievance Committee on non -City time and
non -City property and the Union Grievance Committee shall
determine If a grievance exists. If the Grievance
Committee decides to advance the Grievance, a Union
representative shall reduce the grievance to writing on
the standard form provided by the City for this purpose
anq present such written grievance to the Fire Chief
within forty (40) calendar days from the date the step 1
answer was given to the grievant or the Union. The Fire
Chief shall meet with the Union representative and shall
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IF V
respond to the Union In writing within five (5) working
days from receipt of the written grievance.
Within the forty (40) calendar day time frame
as outlined above, the Union shall notify the Fire Chief
In writing of the nature of the grievance; what specific
provision(s) were allegedly violated; whether the Union
will advance the grievance; and the date on which the
grievant was advised of the Committee's decision. if the
Union decides not to advance the grievance, the grievant
must submit a written grievance to the Fire Chief within
three (3) calendar days of the date on which he was
advised by the Union of Its position or the grievance
shall be considered abandoned.
The parties agree, however, that nothing In
this section shall be construed to prevent a member of the
bargaining unit from presenting his grievance to the
public employer and have such grievance adjusted without
the Intervention of the bargaining agent, If the
adjustment Is not Inconsistent with the terms of the
Collective Bargaining Agreement then In effect. The
bargaining agent will be given a reasonable opportunity to
be present at any meeting between the grievant and the
City representatives for the resolution of said grievance.
All of the above must be consistent with the time frames
described In the various steps of the Grievance Procedure
as outlined herein.
Step 3. If the Grievance has not been satisfactorily
resolved In Step 2, the Union 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 or
his designee shall meet with the Union representative and
he shall respond In writing to the Union within ten (10)
working days from the receipt of appeal.
Stop 4. If the Grievance has not been satisfactorily
resolved at the Step 3 level of the Grievance Procedure,
the Union may request a review by an Impartial arbitrator
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provided such request Is filed In writing with the City
Manager no later than fifteen (15) working days after the
City Manager's response Is due In Step 3 of the Grievance
Procedure.
15.7 The parties to this Agreement will attempt to
mutually agree upon an Independent Arbitrator. If this cannot be
done, one will be selected from a panel or panels to be submitted
by the American Arbitration Association. The cost of said
panel(s) shall be shared equally by the parties. Alternatively,
the parties may mutually agree to select an Arbitrator from a
panel(s) submitted by the FMCS.
16.8 The arbitration shall be conducted under the rules
set forth by the American Arbitration Association on this subject
except that Rules 1, 2, 3, 4, 5, 6, 7(b), 8, 9, 12, 14, 15, 16,
21, 25. 42, and 43 shall not be applicable or utilized by the
Arbitrator. Subject to the following, the Arbitrator shall have
jurisdiction and authority to decide a grievance as defined in
this Agreement. The Arbitrator shall have no authority to
change, amend, add to, subtract from or otherwise alter or
supplement this Agreement or any part thereof or any amendment
thereto. The Arbitrator shall have no authority to consider or
rule upon any 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 supercede applicable laws In
existence at the time of signing this Agreement.
15.9 The Arbitrator may not Issue declaratory or advisory
opinions and shall confine himself exclusively to the question
which Is presented to him, which question must be actual and
existing.
15.10 It is contemplated that the City and the Union
mutually agree In writing as to the statement of the matter to be
arbitrated prior to hearing. When this Is done, the Arbitrator
shall confine his decision to the particular matter thus
specified. When the parties are unable to agree, the Arbitrator
shall decide the Issue or Issues to be arbitrated.
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40 Alft
16.11 Each party shall bear the expense Of Its Own
witnesses and of Its own representatives. The parties shall bear
equally the expense of the Impartial arbitrator. The party
desiring a transcript of the hearing will bear the cost of same.
15.12 Copses of the award of the arbitration made In
accordance with the Jurisdiction or authority under this
Agreement shall be furnished to both parties within thirty (30)
days of the hearing and shall be final and binding on both
parties.
ARTICLE /S
SAFETY SHOES
18.1 Within 30 calendar days after the ratification of this
Agreement. the Fire Departmental Safety Committee will review the
need for the wearing of safety shoes during departmental working
hours. Such advisory report to the Fire Chief shall recommend
those Jobs within the Fire Department which shall wear the
Departmental approved safety shoes.
18.2 Effective upon ratification of the labor agreement.
the City shall reimburse bargaining unit employees up to $76 for
the purchase of an Initial pair of safety shoes or the
replacement of same due to Job related wear and tear or
accidental destruction. To receive this allowance, the employee
will present the purchased shoes and the bill of sale to a
management representative.
16.3 The Chief of the Fire Department or his designee shall
determine when. In his Judgment, a pair of safety shoes shall be
Issued as replacement. Safety shoes shall be Issued on the basis
of need and not on an automatic basis. Effective upon
ratification of the labor agreement, any bargaining unit member
requesting the replacement of more than one (1) pair of safety
shoes during a calendar year shall satisfactorily demonstrate In
writing on, a form provided by the City that the replacement of
said safety shoe Is necessary due to Job related wear and tear or
accidental destruction.
16.4 In return for the Improved shoe allowance. the Jobs
not required to wear safety shoes shall not be e1191b19 for a
shoe allowance.
16.5 The shoe standard as administered In the past must be
met to qualify for the reimbursement.
ARTICLE 17
GROUP INSURANCE
17.1 The City agrees to pay $6.28 per pay period for the
cost of life Insurance and accidental death and dismemberment
coverage as currently provided by the IAFF. Local 587.
17.2 Through September 30, 1988, the City shall continue
It health care contributions under Article 17 of the previous
agreement. Effective October 1. 1988, the City shall provide Its
current health Insurance indemnity plan to bargaining unit
employees as provided below.
1. Active bargaining unit employees will contribute
$11.44 per pay period toward the cost of employee
health coverage and $61.74 per pay period toward the
cost of family coverage where the employee elects to
take such coverage. Increases or decreases In the
cost of the City's plan shall be shared on a
percentage basis of what the City and the emp 1 oyee
pay as of the date this Agreement Is ratified
provided, however, the City shall pay the full
portion of any Increase In excess of 16% which may
occur during fiscal year 1988/89.
2. All claims Incurred on or after October 1. 1988 will
be considered new claims and paid by the City based
on the City's Indemnity plan fee schedule.
3. Bargaining unit employees that have not yet met the
IAFF Health Trust deductible as of October 1, 1988
will be required to most the City's deductibles;
provided, employees will be credited with the amount
i
of deductible In their IAFF Health Trust account.
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,. All Claims Incurred but not submitted to the IAFF
Health Trust prior to October 1, 1988 will be
considered as runoff. Said claims wlII be paid by
the City bused on the IAFF Health Trust's plan of
benefits and sent to the IAFF Health Trust's
Administrator, ASI, for processing.
5. All runoff claims must be submitted no later than
November 30. 1988 to be paid. Any and all claims
not received by ASI by November 30. 1988 will not be
processed by the City or ASI under any
circumstances. Those claims not submitted by the
deadline stated are the responsibility of the
Individual.
6. Within ten (10) working days of ratification of the
labor agreement by the parties, the City will pay
the IAFF Health Trust office $660,000 to be used to
pay those bills In the ASI office as of October 1,
1988. If the total amount of bills are less than
the $650,000, the balance Is to be returned to the
City by December 31, 1988 or earlier.
7. Any payment of bills In the ASI office as of October
1, 1988 which exceeds $650,000 will be deducted from
the fire prevention pay due eligible recipients the
first quarter of 1989. Local 687 will be given a
credit of $70,000 against the amount owed (If any)
as outlined above for the month of September, 1988.
It Is agreed, however, that the amount to be
deducted from the fire prevention pay will be
reduced by an amount (If any) which Is the total of
all bills received In September, 1968, less any
Income from contributions of firefighters and the
City of Miami received In September, logo.
8. All active employees In the IAFF, Local 687 HMO will
come Into the Clty's Indemnity plan with the Cltyea
Indemnity plan deductibles and co -Insurance
effective October 1, 1988.
0. Under the Clty's Indemnity plan, the ninety (90) day
waiting period will be waived for active employees.
10. Under the City's Indemnity plan, pre-existing
conditions will be waived for active employees.
11. The Union agrees that the action styled Alexander,
Hall, et al v. City of Miami, at al, Case No. Ad-
32138, currently pending In the Circuit Court of the
Eleventh Judicial Circuit of Florida. in and for
Dade County, will be voluntarily dismissed with
prejudice In Its entirety. The Voluntary Dismissal
With Prejudice shall be filed with the Court and a
copy sent to the Law Department (City Attorney's
Office) within three (3) days after the Clty's
ratification of this Agreement. If the Voluntary
Dismissal Is not filed within that time period, this
Article (17) shall be null and vold and subject to
renegotiation between the parties.
12. Within thirty (30) working days, the City will
review plan design changes and triple option
concepts with the Union. It Is understood that
changes In Insurance benefits are a mandatory
subject of bargaining. The target date for agreed
upon changes will be January 1989. Because of the
substantial changes to the group Insurance
previously offered by the Union and now offered by
the City, the parties will Mutually cooperate on
Insurance changes which need to be communicated to
all affected parties.
ARTICLE /0
WAGES
18.1 TheI City agrees to Increase the wage rates In
accordance with the following schedule. The Increases will be
effective on the first day of the first full pay period following
the dates Indicated.
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8�-A4i.
October 1, 1987 - 0%
October 1, 1988 - 4%
October 1, 1989 - 4%
18.2 Those employees hired after July 10, 1988 shall be
hired at b% below Step 1 and shall remain at 5% below the Step 1
rate until successful completion of the Fire College. Upon
successful completion of the Fire College the
Firefighter/probationary employee shall be paid as reflected In
Step 1 of Appendix -A,- 08" and "C."
16.3 A twenty (20) year longevity step will be
Implemented effective the first full pay period following October
1, toss . The twenty ( 20 ) year I ongev I ty w i I I be granted 1 n the
same manner as the ten (10) and fifteen (15) year longevity
steps.
18.4 Effective the first full pay period following
January 1, 1989. except as otherwise provided In Article 17 -
Group Insurance, all active bargaining unit members shall receive
a quarterly Fire Prevention payment in the amount of $325.00 on a
fiscal year basis. Subsequent Fire Prevention payments shall be
made the first full pay period following March, June and
September.
All hours a bargaining unit member Is In a non -pay
status shall be deducted from the Fire Prevention payment on the
basis of S.82 per hour If assigned to a 40 hour week or S.62 per
hour if assigned to a 24-hour shift.
ARTICLE 19
PARITY
19.1 The monthly rates paid employees covered by this
Agreement shall be not less than the monthly rates paid
comparable ranks of the Miami Police Department. The comparable
ranks are as follows:
Firefighter - Police Officer .
Fire Lieutenant - Police sergeant
Fire Captain - Police Lieutenant
Chief Fire Officer - Police Captain
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19.2 It is clearly understood that parity extends only to
wages between the foregoing classifications of employment and
that wages are those that are identified by the official City of
Miami Pay Plan. It is further agreed and understood that parity
exists exclusively with wages and does not Include other terms
and conditions of employment.
ARTICLE 20
OVERTIME
20.1 All work performed In excess of an employee's normal
work day and In excess of an employee's normal work week shall be
considered overtime work. Employees performing overtime work
shall be paid at the rate of time and one-half at their straight
time hourly rate of pay.
20.2 Effective upon ratification of this Agreement by the
parties. employees shall be compensated for overtime as set forth
below:
(a)
Employees may be paid for holidays and other
overtime as It occurs or, at his option, he may
accumulate compensatory time up to a maximum of 200
hours. Prior to November 1 of each year, the
employee may elect to be paid for the full
accumulation of earned time on the first pay day In
December or carry over up to 48 hours for use during
the following calendar year. If the employee elects
to carry over up to 48 hours of compensatory leave.
any additional balance shall be paid on the first
pay day In December.
(b)
An employee may schedule up to 48 hours of
compensatory time In conjunction with his vacation.
(c)
Unscheduled compensatory time may be taken off at
the sole discretion of the Fire Chief. Denial of
requests to use unscheduled compensatory time shall
not be subject to any grievance procedure.
20.3
The parties agree that overtime hours shall not be
used In the computation of arriving at average earnings for
purposes of
establishing pension benefits.
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20.4 The parties agree that assignments of overtime work
shall rest solely with the Department Head.
20.5 The parties agree that the assignment of overtime
work Is on an Involuntary basis and any employee refusing
assignments of such work Is subject to dleclpllnary action a$
deemed appropriate by the Department Director.
ARTICLE 21
CALL BACK PAY
21.1 All employees covered by the terms of this Agreement
who are called back to work while off duty shall be paid at least
three (3) hours minimum, plus one (1) hour's travel time. at the
employee's overtime rate provided by Article 20.
21.2 Any employee covered by this Agreement who Is
summoned to appear as a witness, while off duty as a result of
his direct employment as a member of the Miami Fire Department.
will be paid four (4) hours minimum at one and one-half times his
current hourly rate, excluding travel time. for all such time,
i
provided that the Fire Chief Is given prior notification so that
he Is given an opportunity to schedule such appearance during
regular duty hours. In consideration of receiving overtime pay,
employee shall promptly assign to the City any witness or
deposition fees received, and mileage allowance, If any. This
Article shall not apply In legal disputes where one member of the
bargaining unit sues another member of the bargaining unit
covered by this Agreement.
ARTICLE 22
WORKING OUT OF CLASSIFICATION
22.1 The City agrees that any person covered by this
Agreement who Is required to accept the full responsibilities and
carry out the duties of a rank above that which he normally holds
shall be .paid at the hourly rate and one (1) step above his
current rate In his regular classification while so acting,
provided he works 1n that capacity for a minimum of six (`)
hours.
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22.2 The Fire Chief or his designee may at his sole
discretion select the best qualified employee to serve In a
classification higher than the classification in which he has
Civil Service status. The employee will serve In this capacity
for such periods of time as best suits the needs of the Fire
Department as determined by the Fire Chief or his designee.
ARTICLE 23
HOLIDAYS/VACATION/SICK TIME
23.1 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
Martin Luther King's Birthday (Effective FY 88-88)
23.2 Any additional holidays declared by official
resolution of the City Commission shall be added to the above
Ilst.
23.3 New Year's Day, Independence Day and Christmas will
be on January 1st, July 4th and December 26th, respectively.
However, those bargaining unit employees who work 40 hours per
week will observe the above three (3) holidays on the same dates
as do -the non -uniformed employees of the City.
23.4 Any employee covered by this Agreement, In pay
status, at the time the holiday occurs, shall at his option, If
assigned to a twenty-four ( 24 ) hour shift, be paid for ten (10)
hours at his regular rate of pay or receive ten (10) hours of
compensatory time, or If assigned to a forty (40) hour work week
be paid for eight (8) hours of compensatory time or be paid eight
(8) hours at his regular rate of pay.
23.6 Effective December 31, 1988, the Union agrees that
In exchange for the Floating Holiday Time - Article 24, unit
members shall no longer be entitled to 080 Birthday Time. Those
bargaining unit members who have not incurred or utilised theiir
1100 Birthday Time from ratification of the agreement through
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a8�-841
December 31, 1988 shall have the opportunity to schedule their
birthday off at a time mutually agreeable with the employee and
the Chief of the Fire Department or his designee prior to March
31, 1989.
23.6 It Is agreed and understood that effective October
1. 1976, premium pay for work performed on a holiday shall be
calculated as one-half of the actual time worked. An employee
who works an eight (8) hour shift on which the holiday occurs,
shall receive four (4) additional hours as prwnlum pay; an
employee who works a sixteen (16) hour shift on a given holiday
shall receive eight (8) additional hours as premlum pay; and all
employees whether they are off or on duty on the day on which the
holiday occurs shall receive ten (10) hours for the holiday. The
ten (10) hours, plus the premium pay as deflned above Is payable
In cash or earned time at the employee's option according to the
following:
Any additional holiday time declared by the City shall be
considered under the holiday option of cash or earned time
for the actual amount of time so declared as holiday;
premium pay shall be calculated as one-half the actual
amount of time worked for such additional holiday time.
23.7 Effective October 1, 1977, longevity vacation on the
sixth. seventh, eighth, ninth and tenth year of employment will
be granted at the rate of ten (10) hours per year longevity
vacation. From the eleventh year on It will be granted at the
rate of five (5) hours per year, and sick time will be granted at
the rate Of ten (10) hours per month.
23.8 Effective October 1. 1979. after the accumulation of
six hundred (600) hours of sick leave, further accumulation shall
be credited to an employee's vacation leave at the rate of five
(6) hours vacation leave for each ten (10) hours of sick leave
earned.
23.9 Those employees covered by this Agreement who
retired after November 14, 1978, shall be paid for all unused
sick leave up to a maximum of twelve hundred (1200) hours
provided, however, any employee who as of November 14, 1978 had
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88-841
accumulated sick leave In excess of twelve hundred (1200) hours,
shall upon retirement he paid for all accumulated sick leave up
to a maximum of fourteen hundred forty 11440) hours. It Is the
Intent of this provision that no employee wlII be paid for sick
leave In excess of twelve hundred (1200) hours except to the
extent that such excess existed on November 14. 1978.
23.10 Any employees not covered by Section 23.9 of this
Article who retire after October 1, 1981, shall be paid for all
unused sick leave up to a maximum of nine hundred (900) hours,
provided however, any employee who as of October 1, 1981. has
accumulated sick leave Ir, excess of nine hundred (900) hours
sha I I upon retirement be paid for sick leave up to a maximum of
twelve hundred (1200) hou-s except to the extent that such excess
existed on October 1. 1981.
ARTICLE 24
FLOATING HOLIDAY TIME
Effective January 1, 1989, It Is agreed that the
bargaining unit members who have six (6) consecutive months or
more of satisfactory service shall be entitled to twenty (20)
hours floating holiday time off each calendar year If assigned to
a 24-hour shift or sixteen (16) hours If assigned to a 40-hour
week. The floating holiday hours may not be taken In less than
one hour Increments. The floating holiday hours shall be
mutually agreed upon by the employee and his District
Chief/Rescue Battalion Captain If on a 24-hour shift or Division
Chief If on a 40-hour week consistent with the needs of the Fire
Department. The floating holiday hours off shall not be accrued;
they must be used by the employee during the calendar year or be
forfeited. The floating holiday 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
i
the City. There shall be no liability to pay any overtime under
this Article unless the employee Is qualified to receive overtIme
as specified under Article 20 - Overtime.
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ARTICLE 26
EDUCAT ION!
26.1 All employees covered by this Agreement shall be
paid at the straight time rate for all time spent In attendance
of courses required by the Fire Department or by State Law while
off duty.
26.2 The City agrees to pay full tuition for all courses
required for an Associate Degree In Fire Service Administration
and/or Fire Science Technology provided that prior approval Is
obtained from the Chief of the Fire Department and provided that
the employee receives a grade of `C` or better.
Employees who fall to satisfactorily complete said
training courses In which they enrolled, shall reimburse the City
for tuition advanced In their behalf.
26.3 At the discretion of the Fire Chief, attendance at
such courses while on duty shall be allowed and shall be charged
to S.A. time.
26.4 Those employees attending classes paid for by the
City shall not draw supplemental educational benefits from any
other source. Should the employee wish to apply to receive
supplemental educational benefits. I.e., G.I. Bill, he or she
will not receive educational payments from the City.
25.5 Any member of the bargaining unit who has a current
and valid Paramedic certification from the State of Florida and
maintains It In accordance with the provisions of Florida law
shall have his base salary Increased by five (6%) percent. The
City shall not Incur any overtime pay obligation for time
expended by employees in attaining or maintaining a Paramedic
certification.
26.6 A lump sum of $300 will be paid for State
recertification as an E.M.T. each time a bargaining unit
employee renews his or her certification. Said $300 will not be
rolled into the base salary or used to figure any other
emolument. This section shall become effective upon ratlflcatlon
of the Agreement by the parties.
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88--r84 1.
ARTICLE 28
DEATH IN FAMILY
28.1 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 for any death of a
member of the employee's Immediate family. Said paid leave days
shall be taken consecutively by the employee. The Immediate
family Is defined as father, mother, sister, brother, husband,
wife, children, father-in-law. mother -In-law, grandparents,
spouse's grandparents, stepfather and/or stepmother If they have
raised the employee from Infancy regardless of place of
residence, and may Include any other person who was an actual
member of the employee's household for ten (10) or more years
Immediately prior to their death. Within thirty (30) calendar
days from the date the employee returns from a death In the
family, the employee shall, upon request, file a copy of the
death certificate of the deceased family member. Said death
certificate will be attached to the form provided by the Office
of Labor Relations 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 be subject to disciplinary action
up to and Including dismissal.
28.2 It Is understood that under certain circumstances
the employee will be unable to obtain a death certificate. In
this event, In Lieu of a death certificate, the employee shall
submit a newspaper account showing the death and the relationship
of the deceased to the employee and/or other appropriate criteria
as deemed appropriate by the Office of Labor Relations.
26.3 At the request of the employee. the Department
Director may authorize the use of accrued vacation or
compensatory leave.
26.4 Employees on twenty-four hour tour of duty shall be
bound by the above Sections except that they shall be authorized
up to two (2) consecutive tours of duty on leave with pay.
-27- 88-841
ARTICLE 27
PHYSICAL EXAMINATIONS
27.1 There shall be a physical examination for employees
as follows:
(a) Employees forty (40) years of age or older - one per
year.
(b) Employees thirty (30) years of age or older - one
every other year.
(c) Employees under thirty (30) years of age - one every
three years.
27.2 The schedule set forth In Section 27.1 and the
content of the present physical examination shall continue.
ARTICLE 20
LOSS OF EQUIPMENT
28.1 A bargaining unit employee shall reimburse the City
for the repair or replacement cost of lost, stolen, or damaged
City equipment when the City demonstrates that the employee's
careless and/or negligent acts) resulted In the loss, theft, or
damage.
ARTICLE 29
BLOOD DONORS
20.1 Employees who volunteer as blood donors to
contribute to a City supported Blood Donor Organization
(Currently South Florida Blood Services) will be authorized the
absence necessary to accomplish this purpose. The Blood Donor
Organization's personnel will determine what amount of time the
donor will need from the point of donation till the City donors
are released to go back to work.
ARTICLE 90
MM;TANCE /ALOOMOL - PEREOIidEL Nl.N"
30.1 In an effort to Identify and eliminate on or 9tf
duty controlled substance/alcohol abuse. urinalysls/blood tests
shall be administered as provided herein:
-24-
t) As part of a scheduled physical examinatlon program
as provided In Article 27 of this Agreement.
2) Following any vehicular accident occurring on -duty,
on an off -duty detail, traveling to or from same
Involving employee(*) where a Rescue Battalion
Captain, District Chief, or above has a reasonable
belief based upon objective factors that the
Involved employee($) may be under the Influence of
alcohol or may have been using. possessing,
dispensing or selling controlled substance,
unlawful, mind -altering, or non-physlclan prescribed
drugs.
3) Where a Rescue Battalion Captain. District Chief. or
above has a reasonable belief based upon objective
factors that the employee has possession or Is
using, dispensing or selling any Illegal drug or
controlled substance which Is not prescribed by a
licensed physician.
4) Where a Rescue Battalion Captain. District Chief, or
above has a reasonable belief that the employee Is
under the influence of alcohol on duty, or on an
off -duty detail, or traveling to or from same, or
while covered for portal to portal pay for workers'
compensation.
6) All positive tests for a controlled substance will
be confirmed by Gas Chromatograph/Mass Spectrometry
(G.C.M.S) or better testing. When a sample Is taken
under any of the above circumstances, a portion
shall be retained for a second test within 24 hours
should either management or the employee request
same. Testing procedures shall be under a reliable
state licensed clinic laboratory.
d) Employees shall give either a blood sample or a
urine sample of their choice at either a hospital or
accredited testing lab, as chosen by the City.
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7) Employees 911811 be notified of a positive result.
Should the employee or the City wish a second test
It shall be performed within 24 hours Of the
positive notlflcatlan. Notice to the employee of
the first test being positive shall be considered to
have been served upon the employes by a
representative of the Department delivering a notice
to the Employee's lase. known residence as shown on
the Department's personnel roster. In the event an
employee declines to offer a second sample, the
reserved portion of the first sample will be
utilized.
8) If an employee Is ordered back to duty for testing,
the provisions of Article 21 (Call Back Pay) will
apply.
30.2 where a bargaining unit member alleges that an order
made under this section Is not consistent with the criteria cited
herein, he shall comply with the order, and may simultaneously
file a protest with the communicator of the order.
30.3 Disputes arising out of such protests shall be
arbitrable under the Expedited Arbitration Rules of the American
Arbitration Association.
30.4 The employee(s) shall not be disciplined until a
posltive test result Is communicated to the City. However, If
the employee's conduct In connection with the substance/alcohol
abuse amounts to conduct for which the City may otherwise
discipline the employee, the City may take action prior to
knowing of a positive test result.
30.5 The I.A.F.F. will be advised of passed or failed
tests to the extent that the releasing of such data Is not
Inconsistent with Federal or State laws regarding the privacy of
said test or If the individual Involved does not want his test
results released to the I.A.F.F.
REHABILITATION
30.6 In the event that the results of the
urinalysis/blood test are positive, the following critera will
apply:
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i) The employee at his/her own cost will enter and
ronaln In a substance/alcohol program approved by
the City and the Union until the approved program
administrator Is able to state that (s)he has been
successfully rehabilitated; while In the program,
the employee will be allowed to return to work If
the program administrator approves; If not, the
employee may be suspended until the program
administrator approves return to work. Such
suspension shall not exceed six months. If the
employee is not rehab llltated he or she will be
dismissed. If the employee Is rehabilitated, as
determined by the program administrator, the
employee shall be allowed to return to work.
2) The City may also retain the employee on payroll.
If suspended, the employee, If eligible, can use all
of his/her earned time, vacation time, and sick
time, and then (s)he will go off the payroll.
3) If the employee falls to complete the program, or
falls to or cannot be rehabilitated, (s)he may be
terminated from his/her employment with the City.
ARTICLE 31
HOURS OF WORK
31.1 Effective October 1, 1988, the work week shall be as
follows: 24 hours on duty, 48 hours off duty. A day off, now
known as an OR" day, shall be granted once every seven (7)
scheduled tours. This schedule will effect a 48 hour work week.
Any changes In this schedule shall be subject to negotiations
between the parties.
31.2 An OR• day shall be defined as a regular day off as
scheduled by the Fire Chief or his designee and Faust be taken on
the day .so designated. An emp I oyee may not have the cho 1 ce to
substitute any other official accumulated time or any official
time as provided by the City of Miami unless approved by the Fire
Chief or Deputy Chief.
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ARTICLE 32
EMPLOYEE RIGHT TO REPRESENTATION
32.1
where an Investigation Is Initiated by the
Management
of the City of Miami Fire Department against an
employee covered by this Agreement concerning criminal charges
and where
a formal statement under oath Is elicited from the
accused employee, the Interrogation shalt be conducted under the
following conditions:
(a)
The Interrogation shall be conducted at a reasonable
hour, preferably while the accused Is on duty,
unless the seriousness of the Investigation Is of
such degree that an Immediate action Is required.
If the accused Is off duty at the time of the
Interrogation, the accused shall be entitled to
overtime. However. If he or she Is eventually found
guilty of the charges through the applicable
administration processes, any overtime shall be
forfeited In addition to any penalty Imposed for the
violation. If It occurs while on duty, a commanding
officer or a supervisor of the accused shall be
notified of the Interrogation.
(b)
If the Interrogation Is conducted by or for the
Department. It shall take place In the Miami Fire
Department building. If the Interrogation Is to be
conducted by or for another investigating City
agency, It shall be conducted at either the
investigative agency's City office or at the Miami
Fire Department.
(c)
The accused shall be Informed of the rank, name and
coemand of the Officer In charge of the
Investigation, the Interrogating party and all
persons present during the Interrogation. All
Questions directed at the accused shall be asked by
and through one Interrogator at any one time.
(d)
The accused shall be Informed of the nature of the
Investigation prior to any Interrogation, and given
the names of all known complainants.
-32-
(e1 Interrogations shall be for reasonable periods and
shall be timed to allow for such personal
necessities and rest period as are reasonably
necessary.
(f) The accused shell not be subjected to abusive or
offensive language or threatened with transfer,
dlsmissal or other disciplinary actions. No
promise, reward or threat or action shall be made as
an Inducement to answering any questions.
(g) The complete Interrogation Including when recesses
are taken shall be recorded, and there shall be no
unrecorded questions or statements.
(h) The accused shall not be obligated Into giving a
second statement concerning the same facts elicited
In an original Interrogation. This will not
preclude an Investigator from asking questions at a
later time that were not covered by the first
statement.
(1) No mechanical device, Including, but not limited to,
polygraph, psychological stress evaluator, et al.,
shalt be forced onto an accused, nor shall
disciplinary action be taken against an accused who
refuses to submit to such testing.
(J) If the accused Is under arrest. or Is likely to be
arrested as a result of the Interrogation, he shall
be fully Informed of his or her legal rights prior
to any Interrogation.
(k) At the request of the accused, he or she shall have
the right to be represented by counsel or any other
representative of his or her choice during the
entire Interrogation.
(1) Where an attorney or employee representative is
requested but cannot be present wlthln four (4)
hours of notification, the employee shall be
required to obtain another employee representative
or counsel. When an employee representative or
u
counsel Is present, he shall be only an advisor and
shall not have the right of cross examination.
32.2 The above shall not apply to Investigations and
review of Infractions of non-crlminal City and Departmental Rules
and Regulations provided, however, any employee covered by this
Agreement who Is disciplined as the result of the alleged
violation of City or Departmental Regulations, Rules or Policies
shall have the right to have Union representation present If he
or she desires It. If such meeting occurs between 9:00 a.m. and
5:00 p.m. on normal Monday through Friday business days the
employee shall be allowed two (2) hours to have Union
representative present. If such meeting occurs at times other
than those described above, the employee shall be allowed four
(4) hours to secure Union representation. The Union
representative shall be an advisor to the employee and shall not
have the right to cross examination.
ARTICLE 33
TOTAL AGREEMENT
33.1 The parties agree that this Collective Bargaining
Agreement represents the total agreement during the life of this
contract, and no requests shall be made to Increase the cost of
wages, hours and working conditions through the Civil Service
Board, City Manager, or the City Commission during the life of
this Collective Bargaining Contract.
ARTICLE 34
REPRESENTATION OF THE CITY
34.1 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 shall have authority to execute
an agreement on behalf of the City upon being directed by
official resolution of the City Commission.
34.2 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 deelMd
unauthorized and shall have no weight of authority In cOMMItt1n1111
or In any way obligating the City.
ARTICLE 36
REPRESENTATION OF THE UNION
36.1 The membership of the Union shall be represented by
the President of the Union or by a person or persons designated
In writing to the City Manager by the President of the Union.
The Identification of representatives shall be made each year
prior to April 1.
35.2 The President of the Union. or the person or persons
designated by said President, shall have full authority to
conclude a collective bargaining agreement on behalf of the Union
subject to a majority vote of those Union members voting on the
question of ratification.
36.3 It Is understood that the Union representative or
representatives are the official representatives of the Union for
the purpose of negotiating with the City. Such negotiations
entered Into with persons other than those as defined herein,
regardless of their position or association with the Union, shall
be deemed unauthorized and shall have no weight or authority In
committing or In any way obligating the Union.
35.4 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.
ARTICLE 36
EEMENT 1 N THE EVENT OF TRANSFER
38.1 The City agrees that In the event of a transfer of
the Fire Department or Its functions to Metropolitan Dade County,
all the rights and benefits of the transferred employees
guaranteed under this Agreement shall be Continued for the term
of this Agreement.
-36- 8&-541
ARTICLE 37
SAVINGS PROVISION
37.1 If this Agreement or any provision, section,
subsection, sentence, clause, phrase or word of this Agreement Is
declared Invalid by a court of competent Jurisdiction, the
remainder of the Agreement shall remain In full force and effect.
The parties wlII meet, promptly, to negotiate replacement
language In accordance with Chapter 447, Part 11, Florida
Statutes.
ARTICLE 38
PENSION
Section I. Litigation Settlement - Any and all pension
benefit Improvements or entitlement Improvements set forth In
this Article are conditioned upon final settlement orders being
entered In the Oates/shortfall/varlable annuity/underfunding/and
related law suits not inconsistent with the conditions set forth
In this Article, It being the Intention of the parties that this
Article shall not become effective until all such suits are
disposed of by the Courts and such settlements do not change,
after or vary the terms of this Article. In the event that any
such settlement causes a change, alteration, or variation In the
terms of this Article, at the sole election of the City this
Article shall either be changed accordingly or reopened for
collective bargaining negotiations In accordance with Chapter
447. Part 11, Florida Statutes. The City shall advise the Union
of the Clty's election prior to the Union's execution of the
settlement agreements referenced herein.
Section 2. Tax Qualification - Upon ratification of this
Agreement by both parties, the City will apply to the Internal
Revenue Service to have the Pension Systesl tax qualified under
appropriate provisions of the Internal Revenue Service Code. The
parties will split the cost of obtaining such tax qualification.
Section 3. Creation of a Cost of Living Allowance (COLA)
fund - Effective the month following the Issuance of a tax
qualification letter, the City will establish a COLA fund with
contributions from the employee and the City as provided herein.
-36-
1
4F
The IlabiIIty, if any, of the retirement trust to pay a variable
annuity benefit to any past, current or future retiree Is fully
extinguished upon the establishment of this COLA fund.
Section 4. Employee Contributions - Effective the month
following the issuance of a tax qualification letter, employee
contributions to the Pension System will be Increased 2e (to
10.5%) of pay as presently calculated. This additional 2%
contribution from employees shall be placed Into a COLA (cost Of
living account).
Section b. City Contribution to COLA - The City will
contribute an amount up to one (1%) percent of payroll
(calculated on the same basis as the employee contribution) per
year for each of the next three and one-half (3 1/2) fiscal years
beginning In FY 83-84. provided that this amount Is available
from excess Interest earnings of the Pension System determined at
the close of the fiscal year. The City contribution, If any, to
the COLA after this three and one-half year period, shall be the
subject of collective bargaining negotiations. Beginning In FY
86-88. the City will no longer make the current spec 1 a I cost of
living appropriation from the general fund to retirees.
Section 8. COLA Distribution - The COLA account will be
disbursed In future years consistent with the methods agreed upon
by the parties named herein.
(a) A representative of I.A.F.F., Local Sal
(b) A representative of F.O.P., Lodge •20
(c) The Assistant City Manager for Finance and the Labor
Relations Officer
(d) A representative of the System Pension Board
It Is anticipated the parties named above would meet
promptly after ratification of this Labor Agreement and the
settlement of the law suits outlined In Section 1 of this Article
to negotiate said methods, consistent with Chapter 447, Florida
Statutes.
Section 7. Vesting - Upon recelpt of the tax
qualification letter, vesting will be reduced from 18 year• to 10
years consecutive satisfactory service.
-37-
� � M
Section 8. Maternity Benefit Buy Back - Any currently
employed female employee who took an unpaid leave of absence for
maternity purposes shall have the option of buying back the days
she was on an unpaid leave of absence up to 180 days. said
option shall be available for 30 days after ratification of this
Agreement only. Those female employees electing to buy back Bald
time may do so at their current salary and have up up to one (1)
year to pay the money to the Pension System.
In the future, female employees may buy up to 180 days of
unpaid maternity leave If they have exhausted all vacation time,
sick leave time, earned overtime, etc. Pay back must commence
within 30 days of returning from the unpaid maternity leave and
said payment may be paid back over a one (1) year term. Failure
to most these qualifications waives any and all future claims for
payback of maternity leave.
Section 8. Rule of 70 Retirement - Normal retirement will
be allowed for existing. covered employees who were hired prior
to the ratification of this Agreement (March 8, 1964) by both
parties only, on the basis of combined age and service equalling
70. The funding for the cost of this eligibility Improvement Is
Included In the schedule of City contributions set forth below
and In Schedule A attached to this Agreement.
Section 10. Benefit Formula - The benefit formula upon
which existing covered employees only will have their pensions
computed will be changed to the highest one year's salary (as
presently computed). The funding for the cost of this benefit
Increase Is Included In the schedule of City contributions set
forth below and In Schedule A attached to this Agreement.
Section 11. Schedule of Contributions - set forth In
Schedule A, attached to and made a part of this Agreement, are
the contributions to be made by the City for normal costs and
unfunded liability. The parties agree that the schedule of
unfunded liability payments set forth In Schedule A will be made
as set forth thereon until all unfunded liability which has been
provided for In Paragraph 2a of the Funding section of the
Settlement of Litigation Agreement has been extinguished. For FY
-38-
'i 8-4ml
93-94 and thereafter, the contribution for the unfunded liability
portion shall be Increased by 5% over the prior year, Calculated
on the basis of the Settlement of Litigation Agreement, but
consistent with this Agreement, so long as any unfunded liability
shall remain.
a) Normal Cost Contribution - The annual normal cost
Contribution to be made by the City shall be In accordance with
Schedule A; provided that In the event the System's actuary or an
actuary retained by the City each using their own assumptions,
shall determine that the normal cost contribution for any year
should be more or less than that set forth In Schedule A. they
shall attempt to resolve the disagreement. If the two actuaries
agree on a normal cost contribution for that year, that amount
shall be contributed by the City. Falling a resolution by the
two actuaries, they will select a third actuary to resolve the
dispute. If they are unable to agree upon an actuary, such third
actuary shall be selected by the American Academy of Actuaries.
The third actuary shall, after an Independent study, submit Its
funding recommendation utilizing standard acceptable funding
techniques, to the City Commission. The City Commission shall
then fund at the level recommended by either the System's actuary
or the Clty's actuary whichever recommendation Is closest to the
recommendation of the third actuary.
Section 12. Persons Hired After Ratification - Persons
hired after this Agreement Is ratified (March S. 1984) by both
parties but before tax qualified status Is achieved will
contribute to the Pension System at the rate of 8.5% until the
month following the month In which tax qualification occurs, at
which time their contribution level will Increase to 10.5%. All
persons hired after this Agreement Is ratified (March S. 1984) by
both parties and who become covered by the Pension System will be
Included In the then existing Pension program as amended hereby
but will not be eligible for Rule of 70 retirement and will have
benefits calculated on the basis of the average of their two (a)
highest years' salaries.
-39-
section 13. No Increases or Eligibility 11110rOWMIMIt• -
The parties agree that the Pension eligibility and beneflt
changes set forth In this Article are to be funded by the
contributions set forth In this Article and that no changes In
this Pension program may be sought by the Employee Organization
for a per lod of three (3) years from the date of ratification
(March S, 1984). Renegotiation may commence ninety (e0) days
prior to the third anniversary of ratification.
Section 14. Change of Beneficiary - Those bargaining unit
employees desiring to change their beneficiary may do so subject
to the following rules:
(a) At time of change of beneficiary, evidence of good
health must be supplied for both the employee and
his to -be -deleted beneficiary.
(b) To the extent the to -be -substituted beneficiary Is
younger (older) than the to -be -deleted beneficiary,
an actuarial adjustment Is applied to reflect the
expected longer (shorter) life expectancy of the to -
be -substituted beneficiary.
-40-
r (P
SC3IEOULE A
SYSTEM GMTR I INT 1 ON ( I n US l l l ene )
f 1 pea I Year
Norms I
Unf�
law
83/84
4.9
4.6
9.4
$4/06
6.7
6.0
10.7
s6/ss
4.0
6.3
11.3
a8/87
6.2
6.6
11.9
s7/48
6.6
6.8
12.4
ss/s9
7.0
6.1
13.1
39/90
7.3
8.4
13.7
90/91
7.7
8.0
14.6
91/92
s.1
7.1
16.2
92/93
6.6
7.6
14.0
93/94
•1
*2
and after
41 subsequent Increases shall be In the same proportionate
percentage as has occurred In the prior six -year period.
02 Increasing by 8% per annum, with payments continuing until
unfunded actuarial accrued liability Is awortlsed.
ARTICLE 39
TERMINATION AND MODIFICATION
39.1 After a majority vote of those Union rmembers voting
on the question of ratification, and thereafter upon Its
ratification by an official resolution of the City Commission
ratifying the Agreement and authorising the City Manager to sign
the Agreement on behalf of the City. unless otherwise agreed to
by the parties. then the Agreement, upon being signed by the
appropriate Union representative and the City Manager, shall
become effective October 1, 1987, except where otherwise
stipulated. This Agreement shall continue In force until
September 30, 1990.
39.2 On or before April 1, 1990, 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 describing Its
proposals.
39.3 On or before April 1, 1990, the City shall present
the Union with a list of proposals It desires to negotiate
together with specific language describing Its proposals.
39.4 Initial discussions shall thereafter and no later
than May 1, 1990. be entered Into by the City and the Union.
39.5 Such discussions shall be concluded by the signing
of a proposed agreement pursuant to Florida law.
-43-
88 W1
Agreed to this day of . 1904. by
and between the respective parties through an authorised
representative or representatives of the Union and by the City
Manager.
ATTEST: INTERNATIONAL ASSOCIATION Of
FIREFIGHTERS, AFL-CIO, LOCAL 847
President
ATTEST: ON THE PART OF THE CITY OF MIAMI,
MIAMI, FLORIDA
City Manager
,CITY CLERK
APPROVED AS TO FORM
AND RECTNESS
9' A
-,3-_
•per s
AFFIX
•A"
ZPPECRIVB OCTOBM 12,
1986**
ist
2nd
code
Salary
Longevity
Longevity
number
Class Title Range Step 1 Step 2 Step 3
Step 4
Step 5
Step 6
Step 7
(10 yrs.)
(1S yrs.)
S30S
Fire Fighter 24B *25,875 27,206 28,621
30,014
31,512
33,051
34,736
36,442
38,314
A S307
Fire Lieutenant 27B 30,014 31,512 33,051
34,736
36,442
38,314
40,186
42,203
44,346
A
'
S308
Fire Captain 309 34,736 36,442 38,314
40,186
42,203
44,346
46,571
48,838
51,314
S309
Chief Fire Officer 332 40,186 42,203 44,346
46,571
48,838
51,314
53,934
56,638
59,426
*Firofighter/probationary Salary: 24,690 (Step A)
(Mntry level Firefighters hired after ratification
of contract are paid 5% less than Step 1 until
successful cowpletion of Fire College.)
RMMO: No ACC+ -tbs-Board Increase FT 1987-"
11PF�DIZ was
zrrwrm OCPOM 9, 19"
� ' salary
Ste i
Ste 2
St 3
St 4
Ste 5
Stop 6
St 7
!ns#ber
Class Title Hari •
29,764
31,220
32,780
34,382
36,129
5305
Fire Fighter 24B +�26,915
28,288
Fire Lieutenant 27D 31,220
32,780
34,382
36,129
37,897
39,852
41,787
5307
i
30B 36,129
37,897
39,852
41,787
43,888
46,113
48,44
5308
Fire Captain
Chief Pire officer 333 41,787
43,688
46,113
48,443
50,793
53,372
56,097
5309
Rlirefighter/probationary Salary:
25,667
(Step A)
(itrY legal Firefighters hired after rats liuntian
than Step il
* e paid S% less
of �are
suooas ful coWletion of Fire College-)
asassNs�
40
1st
2nd
3rd
Longevity
Longevity
Longevity
(10 yrs.)
US Yrs.)
(20 Yrs.1
37,897
39,852
41,787
43,888
46,113
48,443
S0,793
S3,372
56,097
58,905
61,796
64,996
OP
APPWWIE •C'
zrrwrxw OC`1mm 8, 1989
gyp• ist 2nd 3rd
Code Salary Longevity Longevity Longevity
Number Class Title Range Step 1 Stop 2 Step 3 Step 4 Step 5 Step 6 Step 7 (10 yrs.) (15 yrs.) (20 yrs.)
5305 lire fighter 24B *27,976 29,411 30,950 32,468 34,091 35,755 37,564 39,395 41,433 43,451
5307 Dire Lieutenant 27B 32,468 34,091 35,755 37,564 39,395 41,433 43,451 45,635 47,944 50,377
a
5308 lire Captain 30B 37,564 39,395 41,433 43,451 45,635 47,944 50,377 52,811 S5,494 58,323
5309 Chief lire Officer 335 43,451 45,635 47,944 50,377 52,811 55,494 58,323 61,256 64,251 67,475
*firefighter/probationary Salary: 26,173 (Step A)
(Retry level firefighters hired after ratification
of contract are paid St less than Step i until
snocessful ca*letion of fire College.)
40
ot
CITY OF MIAMI. FLORIDA
INTER -OFFICE MEMORANDUM
TO Honorable Mayor and Members
of the City Commission
FROM Cesar H . Od I o
City Manager
RECOMMENDATION:
DATE S E P 2 1988 "`E
SUBJECT Resolution Ratifying Labor
Agreement Between City of
Miami and International
REFERENCES Association of Firefighters,
Local 587
ENCLOSURES
It Is recommended that the City Commission authorize the City
Manager to enter Into a collective bargaining agreement between
the City of Miami and the employee organization known as the
International Association of Firefighters, Local 587 for the
period of October 1, 1987 through September 30, 1990 per the
attached resolution.
BACKGROUND:
Under Florida Statutes, Chapter 447, the City Is required to
bargain collectively with the certified bargaining
representatives of the Fire bargaining unit, the International
Association of Firefighters, Local 587. The City and the
International Association of Firefighters, Local 587
representatives have been meeting since April, 1987 In an effort
to reach an agreement acceptable to both sides. As a result, the
City and the International Association of Firefighters, Local 587
have agreed to a three-year agreement providing for a 0% wage
Increase for FY'87-88, a 4% wage Increase for FY'88-89, and a 4%
wage Increase for FY'89-90. Bargaining Unit members shall
receive a $325 quarterly Fire Prevention Pay supplement beginning
In January, 1989, and a 20 year longevity step has been added to
the pay plan. Martin Luther King's Birthday has been designated
as an official holiday, and two floating holidays have been added
with one of the floating holidays replacing Birthday time off.
In addition, the City has agreed to offer Its group health
Insurance indemnity plan to bargaining unit members upon the
dissolution of the I.A.F.F. Health Trust. Please see the
attached memorandum for cost analysis.
With regard to articles of major concern to Local 587 and the
City of Miami - Discrimination, Prevailing Benefits, Vacancies -
Promotions, and Drug Testing, the parties have agreed to continue
negotiations solely on these articles under the auspices of the
Federal Mediation and Conciliation Service. These limited
negotiations will continue up to a maximum of *60 days." if
agreement Is not reached within 60 days resolving these Issues.
they will be presented to the City Commission for final
disposition.
CC: Law Department
Budget Department
9_1
CITY OF MIAMI, FLORIDA
INTER -OFFICE MEMORANDUM
TO Cesar N. Odlo
City Manager
�R°M Dean R. Welk
r�1
Labor RelatloAs Officer
DATE September 13, 1988 PILE
SU•JECT Contract Settlement with
I.A.F.F. Local 587
REFERENCES
ENCLOSURES
The Clty's negotiating team successfully concluded contract
negotiations with the International A3sOCIatIon of Firefighters,
Local 587, Tuesday. September 13, 1968. This Is a three-year
contract for Fiscal Years 87-88, 88-89, and 89-90.
A summary of the significant changes and their estimated cost
Impact Is displayed below:
Article No. Sub ect
Cost Increases
18 Wages: Provides for a 0%
FY
87-88
Increase for FY 1987-88.
a 4% Increase for FY
0%
Increase:
s0
1988-89, and a 4%
Increase for FY 1989-90.
FY
88-89
4%
w/o rollup:
$
988.244
4%
w/rollup:
$1,386,659
FY
89-90
4%
w/o rollup:
$1,052,768
4%
w/rollup:
$1,480,189
Provides for a quarterly
FY
88-89
$
640,575
Fire Prevention supplement
effective January '1, 1989
FY
89-90
s
845,100
In the amount of $1.300.00
per year.
Longevity: Provides for an
FY
88-89
additional 5% supplement
for 20 years of service
w/o
rollup:
s
295,905
effective FY 88-89.
w/rollup:
=
410.043
FY
89-90
i
w/o
rollup:
s
46.468
w/rollup:
=
69,146
Cesar H. Odlo -2- September 13, 1988
Article
No. Sub ect
Cost Increases
16
Safety Shoes: Provides for
FY 88-89
S
(21.527)
a $75.00 reimbursement for
the purchase of safety
FY 89-90
$
11,873
shoes. Savings due to
deletion of $50 physical
fitness payment.
17
Group Insurance: Provides
FY 88-89
$1,723,900
the Clty's group health
Insurance Indemnity plan be
FY 89-90
$1,158,000*
offered to bargaining unit
members and provisions for
the payment of existing
claims and runoff.
Holidays: Martin Luther
FY 88-89
23
King's Birthday designated
as an official holiday, and
w/o rollup:
S
246,836
two floating holidays
w/rollup:
S
347.052
granted (one replacing
Birthday time off.)
FY 89-90
w/o rollup:
S
256,581
w/rollup:
S
360,753
39
Conclusion: This agreement
Is three years In duration
and expires on September
30, 1990.
Estimate of Total FY 87-88 Cost Increase:
Estimate of Total FY 88-89 Cost Increase:
Estimate of Total FY 89-90 Cost Increase:
:m7
w/o rollup $3,671,933
w/rollup $4,492.702
w/o rollup: $3,372.786
w/rollup: $3,924,061
3
�i.
Cesar H. Odlo -3- September 13, 1988
With regard to articles of major concern to Local 587 and the City of
Miami - Discrimination, Prevailing Benefits, Vacancles-Promotlons, and
Drug Testing, the parties have agreed to continue negotiations solely
on these articles under the auspices of the Federal Mediation and
Conciliation Service. These limited negotiations will continue up to
a maximum of "60 days." if agreement Is not reached within 60 days
resolving these Issues, they will be presented to the City Commission
for final disposition.
we anticipate the International Association of Firefighters, Local
587 will ratify the Agreement on September 28 and 29, and the City
Commission ratifying the labor agreement at the City Commission
meeting scheduled for September 27, 1988.
ORM:grw
CC: Manohar Surana, Director, Budget Department
Jorge Fernandez, City Attorney
• Group Insurance - Parties will be meeting to review plan design
and Implement a managed care system. This figure could escalate
as much as 16% dependent on those changes.