HomeMy WebLinkAboutR-86-1008J-86-1016
11/24/86
RESOLUTION NO. 36"iO��i
A RESOLUTION AUTHORIZING THE CITY MANAGER TO
ENTER INTO A RENEGOTIATED COLLECTIVE
BARGAINING AGREEMENT BETWEEN THE CITY OF
MIAMI AND THE MIAMI GENERAL
EMPLOYEES/AFSCME, LOCAL 1907, AFL-CIO, FOR
THE PERIOD OF OCTOBER 1, 1986 THROUGH
SEPTEMBER 30, 1987, SUBJECT TO THE TERMS AND
CONDITIONS SET FORTH IN THE ATTACHED
RENEGOTIATED ARTICLES OF THE COLLECTIVE
BARGAINING AGREEMENT IN EFFECT FROM OCTOBER
1, 1984 THROUGH SEPTEMBER 30, 1987, PURSUANT
TO RESOLUTION NO. 84-1170, ADOPTED OCTOBER
10, 1984.
BE IT RESOLVED BY THE COMMISSION OF THE CITY
OF MIAMI, FLORIDA:
Section 1. The City Manager is hereby authorized to
enter into a renegotiated Collective Bargaining Agreement
between the City of Miami and the employee organization known
as the Miami General Employees/AFSCME, Local 1907, AFL-CIO, for
the period of October 1, 1986 through September 30, 1987 upon
the terms and conditions set forth in the attached renegotiated
Articles of the Collective Bargaining Agreement in effect from
October 1, 1984 through September 30, 1987, pursuant to
Resolution No. 84-1170, adopted October 10, 1984.
PASSED AND ADOPTED thisllth day of December 1986.
ATTEST:
Z17__L. SUARE , MAYOR
MATTY HIRAI, CITY CLERK
PRE ED AND APPROVED BY:
ir V 04
RO1WRT F. 91ARK, CHIEF DEPUTY CITY ATTORNEY
APPROV$D-`AS Y6 FORM AND CORRECTNESS:
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CITY COMMISSION
MEETING OF
DEC ii im
CITY OF MIAW, FLORIDA
INTER -OFFICE MEMORANDUM so
����� 5198�
TO Honorable Mayor and Members DATE DEC FILE
of the City Commission
1111ECT Resolution Ratifying Amended
Labor Agreement Between City
of Miami and Miami General
City Manager FROM Cesar Odio REFEENCFamployees/AFSCME, Local 1907
��i 1 R
•�/�/ ENCLOSURES
RECOMMENDATION:
It is respectfully recommended that the City Commission adopt the
attached Resolution authorizing the execution of an amended
collective bargaining agreement between the City of Miami and the
employee organization known as the Miami General
Employees/AFSCME, Local 1907, AFL-CIO, for the period of October
1, 1986 through September 30, 1987, in accordance with the terms
and conditions as set forth therein.
BACKGROUND:
The Office of Labor Relations has in accordance with the current
collective bargaining agreement between the City of Miami and the
Miami General Employees, AFSCME, Local 1907, negotiated a third
year reopener on specific Articles as specified in the collective
bargaining agreement with the General Employees. The City and
representatives of the General Employees bargaining unit have
been meeting since July, 1986 in an effort to reach agreement
acceptable to both sides. As a result, the
City and the Miami General Employees/AFSCME, Local 1907, AFL-CIO
have agreed to a 3% across-the-board increase retroactive to
October 1, 1986, an increase of shift differential from $.50/hour
to $.60/hour and a $40/pay period trainer incentive for
Communication Operators. In addition to the wage improvements,
temporary and part-time employee benefits were clarified,
vacation accrual caps for current employees were agreed to as
well as a new vacation accrual schedule for new hires and appeal
avenues on absenteeism and tardiness disputes were clarified.
It is requested that the City Manager be authorized to enter into
the attached amended collective bargaining agreement between the
City of Miami and the General Employees/AFSCME, Local 1907, AFL-
CIO.
cc: Law Department
Management and Budget
86-1008
r7�I"
4 i I
Y OF MIAMI, FLORIDA
INTE FFICE MEMORANDUM
TO Robert Clark DATE - November 24, 1986 FILE
Chief Deputy City Attorney
L; SUB'E' Resolution Ratifying Amende
Labor Agreement Between Cit
.try 1 of Miami and Miami General
FROM lDean R. Mielkeo RCFEPFN,7.Zmployees/AFSCME, Local 190
Labor Relations Off'cer
Two
Attached please find the original of a Resolution authorizing the
City Manager to enter an amended collective bargaining agreement
(original enclosed) between the City of Miami and the Miami
General Employees/AFSCME, Local 1907 for your review and approval
as to form and correctness.
Should you come across any problems, I would appreciate your
informing us by Tuesday, November 25, 1986, so that any
corrections can be attended to that day as part of my staff plans
to be out Wednesday due to the Thanksgiving holidays.
Thank you for your assistance in this matter.
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86-100S
CITY OF MIAMI. FLORIDA
INTER -OFFICE MEMORANDUM
TO Honorable Mayor and Members DATE FILE
of the City Commission
sueIECT Resolution Ratifying Amend
Labor Agreement Between Ci
k
of Miami and Miami General
Cesar H. Odlo REFERENCFsmployees/AFSCME, Local 19(
FROM:
City Manager
ENCLOSURES.
RECOMMENDATION:
''
It is respectfully recommended that the City Commission adopt the
attached Resolution authorizing the execution of an amended
collective bargaining agreement between the City of Miami and the
N.
employee organization known as the Miami General
Employees/AFSCME, Local 1907, AFL-CIO, for the period of October
1, 1986 through September 30, 1987, in accordance with the terms
and conditions as set forth therein.
BACKGROUND:
The Office of Labor Relations has in accordance with the current
collective bargaining agreement between the City of Miami and the
Miami General Employees, AFSCME, Local 1907, negotiated a third
r -
year reopener on specific Articles as specified in the collective
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bargaining agreement with the General Employees. The City and
representatives of the General Employees bargaining unit have
Y
been meeting since July, 1986 in an effort to reach agreement
T
acceptable to both sides. As a result, the
City and the Miami General Employees/AFSCME, Local 1907, AFL-CIO
..
have agreed to a 3% across-the-board increase retroactive to
y
October 1, 1986, an increase of shift differential from $.50/hour
to $.60/hour and a $40/pay period trainer incentive for
Communication Operators. In addition to the wage improvements,
temporary and part-time employee benefits were clarified,
vacation accrual caps for current employees were agreed to as
well as a new vacation accrual schedule for new hires and appeal
avenues on absenteeism and tardiness disputes were clarified.
It is requested that the City Manager be authorized to enter into
the attached amended collective bargaining agreement between the
-�
City of Miami and the General Employees/AFSCME, Local 1907, AFL-
CIO.
AYE
cc: Law Department
-
Management and Budget
eY y .
80-1008
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, 1984 -- September 30, 1987
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TABLE OF COS
ARTICLE* PAGE
ACCIDENT REVIEW BOARD
43
44
AGREEMENT
1
ANNIVERSARY INCREASES
19
22
APPENDIX A
48
APFENDIX B
52
ATTENDANCE AT MEETINGS/TIME POOL
8
7
BLOOD DONORS
34
36
BULLETIN BOARDS
12
11
CALL BACK PAY
30 -
33
COMMENDATION PAID LEAVE
32
35
CONTRACT DISTRIBUTION
10
11
DEATH IN FAMILY
39
41
DISCHARGE AND DISCIPLINE
16
19
DISCRIMINATION
6
5
DUES CHECKOFF
13
12
EMPLOYEE EVALUATION
18
21
EMPLOYEES BILL OF RIGHTS
15
18
EMPLOYEES ACTING WITHIN
SCOPE OF AUTHORITY
20
23
FLOATING HOLIDAY TIME
42
44
GRIEVANCE PROCEDURE
14
13
:OUP INSURANCE
26
28
...:LIDAYS
41
43
ILLNESS IN FAMILY
38
41
JURY DUTY
31
34
LINE OF DUTY INJURIES
23
24
LOSS OF EMPLOYMENT
17
20
MANAGEMENT RIGHTS
4
3
MILITARY TRAINING LEAVE
40
42
NO STRIKE
5
4
NOTICES
11
11
OVERTIME/COMPENSATORY TIME
25
26
PARKING
33
35
PREAMBLE
1
PREVAILING BENEFITS
7
6
RECOGNITION
1
1
REPRESENTATION OF THE CITY
2
1
REPRESENTATION OF THE UNION
3
2
REST PERIODS
22
24
SAFETY SHOES
27
29
SAVINGS CLAUSE
45
45
SECURITY OPERATIONS
36
36
SICK LEAVE
37
37
TERM OF AGREEMENT
46
46
TOOL ALLOWANCE
28
30
TOTAL AGREEMENT
44
45
TUITION REIMBURSEMENT
29
32
UNION STEWARDS
9
9
VACATION
35
36
WAGES
24
25
WORKING OUT OF CLASSIFICATION
21
23
86-100s
AGREEMENT
This Agreement, entered into this _C�2�: day of
1984, 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").
nnosmnr o
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
Section 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.
Section 2. The bargaining unit is as defined in the
Certification issued by the Florida Public Employees Relations
Commission on June 61 1978, Certification #408, which includes
all the classifications listed in APPENDIX A of the Agreement and
excludes all classifications listed in APPENDIX B of the
Agreement.
ARTICLE 2
REPRESENTATION OF THE CITY
Section 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.
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86--00S
Section 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
Section 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)
calendar days prior to April lst. 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.
Section 2. The President of the Union, or the person
designated by said President, shall have full authority to
conclude an agreement on behalf of the Union subject to a
ratification. It is understood that the Union representative is
the official representative of the Union for the purpose of
negotiating with the City. Negotiations entered into with
persons other than those as defined herein, regardless of their
position or association with the Union, shall be deemed
unauthorized and shall have no weight of authority in committing
or in any way obligating the Union. It shall be the
responsibility of the Union to notify the City Manager in writing
of any changes in the designation of the President of the Union
or of any certified representative of the Union.
Section 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
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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.
ARTICLE 4
MANAGEMENT RIGHTS
Section 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.
Section 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.
s
Section 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).
Section 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.
Section 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.
Section 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.
ARTICLE 5
NO STRIKE
Section 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.
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Section 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.
Section 3. Each employee who holds a position with the
Union occupies a position of special trust and responsibility in
maintaining and bringing about compliance with this Article and
the strike prohibition in F.S. 447.505 and the Constitution of
the State of Florida, Article I, Section 6. Accordingly, the
Union, its officers, stewards and other representatives agree
that it is their continuing obligation and responsibility to
maintain compliance with this Article and the law, 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.
Section 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
Section 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.
Section 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.
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Section 3. 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.
Section 4. The City agrees not to interfere with the right
of the employees to join or not join the Union, and there shall
be no discrimination, interference, restraint or coercion by the
City or the Union because of Union membership or non -union
membership.
Section 5. However, 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.
Section 6. The Union recognizes its responsibilities as
bargaining agent and agrees to represent all employees in the
bargaining unit without discrimination, interference, restraint
or coercion.
Section 7. 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.
Section 8. The Union, in accordance with State law, shall
not be required to process the grievance of a non -union member.
Section 9. The parties agree to abide by the law with
respect to modification of the City's affirmative action plan.
ARTICLE 7
PREVAILING BENEFITS
Section 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.
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Section 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.
Section 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 4471 Part II, Florida Statutes.
ARTICLE 8
ATTENDANCE AT MEETINGS/UNION TIME POOL
Section 1. The President of the Union and/or designated
representatives 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.
Section 2. A Union time pool is hereby authorized subject
to the following:
A. The City agrees to establish an annual time pool bank of
3,500 hours to be used in accordance with the provisions
of this Article. All unused hours will be carried over
to the following calendar year.
B. For each employee, except the Union President, or a
designee, when on full time release, who is authorized
to use time from the time pool, the President 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 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 employee 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 then shall
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C.
D.
E.
F.
forward a detailed explanation to the Labor Relations
Officer as to why the seven (7) day rule was not met.
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 Union may request an alternate
employee be released from duty during the desired time.
In reporting an employee's absence as a result of
utilizing the Union Time Pool, the daily attendance
record shall reflect:
"Employee Doe on AL" (Authorized Leave)
Any injury received or any accident incurred by an
employee whose time is being paid for by the Union time
pool, or while engaged in activities paid for by the
Union 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 of Miami within the meaning of
Chapter 440, Florida Statutes, as amended.
Upon written request to the Labor Relations Office, the
President of the Union, or his/her designee, will be
released for the term of this Agreement from his or her
regularly assigned duties for the City. The terms of
this agreement for such release are only to be
implemented if the following qualifications are met by
the Union:
1. The Union President, or a designee, will reasonably
be available through the Union office currently
located at 4011 W. Flagler Street, Suite Sol, Miami,
Florida 331341 for consultation with the Management
of the City of Miami.
2. No requests to attend meetings at the City's expense
as the Union representative will be made to the City
by the Union, its officers, agents or members.
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3. The Time Pool will be charged for all hours during
which the Union President is on off -duty, except
that absence due to use of vacation leave, sick
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 hours. At no time
will more than eight employees be released to attend
such meetings, and the Time Pool shall be charged four
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.
Section 3. 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 regular disciplinary processes.
Section 4. The City reserves the right to rescind the
rovisions of this Article in the event any portion of the
Article is found to be illegal. Canceling the Article shall not
preclude further negotiations of future employee pool time.
Section 5. Except as provided above, bargaining unit
employees who attend administrative or judicial hearings shall
not be compensated by the City unless such attendance is in
behalf of and at request of the City.
ARTICLE 9
UNION STEWARDS
Section 1. Employees wit;:in the bargaining unit shall be
represented by Stewards in areas of the City employment in the
number and manner set forth in Section 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.
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Section 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 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.
Section 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.
Section 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.
Section 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 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.
Section 6. An alternate steward may be appointed for each
steward as provided for and assigned in Section 7 . The
alternate steward may only serve in the absence from duty of the
regular steward and all provisions of this Article shall apply to
alternate stewards as well as regular stewards.
Section 7. Responsibility areas (location) and number of
Union Stewards:
A. Dinner Rey 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)
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E. All Building and Vehicle Maintenance Divisions,
and Department of Solid Waste (2)
F. Municipal Justice Building, Fire Garage, and
Stadiums (1)
G. Watson Building and All Downtown Offices (1)
ARTICLE 10
CONTRACT DISTRIBUTION
Section 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
Section 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
Section 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)
Section 2. Notices or announcements shall not contain
anything political or reflecting adversely on the City or any of
its officials or employees; notices or announcements which
violate the provisions of this section shall not be posted. This
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shall not preclude endorsements for the Civil Service Hoard or
the Pension Hoard. 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
Section 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.
Section 2. This Article applies only to the deduction of
membership dues and uniform assessments, if any, and shall not
apply to the collection of any fines, penalties, or special.
assessments.
Section 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.
Section 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
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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.
Section 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.
Section 6. The Union shall indemnify and hold the City, its
officers, officials, agents and employees harmless against any
claim, demand, suit or liability (monetary or otherwise) and for
all legal costs arising from any action taken or not taken by the
City, its officials, agents and employees in complying with this
Article. The Union shall promptly refund to the City any funds
received in accordance with this Article which are in excess of
the amount of dues and/or uniform assessments which the City has
agreed to deduct.
Section 7. The City will not deduct any Union fines,
penalties or special assessments from the pay of any employee.
Section 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
Section 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.
Section 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
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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 shall be denied.
Section 3. Nothing in this Article or.elsewhere in this
Agreement shall be construed to permit the Union to process a
grievance (a) in 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.
Section 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 (5) day
work week, Monday through Friday, not including City-wide
holidays. Any grievance not processed in accordance with the
time limits provided below, shall be considered conclusively
abandoned. Any grievance not answered by Management within the
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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 Management.
Section 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, 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.
Section 6. Where an employee covered by this Agreement
elects to represent himself or be represented by someone other
than the Union, the City will respond through its management
representatives consistent with the following steps and time
limits. Said response will not be inconsistent with the Labor
Agreement and a representative of the Union will be given an
opportunity to be present and receive a copy of the written
response. 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.
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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 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
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 3.
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 in 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.
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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 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.
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. 86-ILOO 3
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6. Copies of the award of the arbitration made in
accordance with the jurisdiction or authority under this
Agreement shall be furnished to both parties within
thirty (30) days of the hearing and shall be final and
binding on both parties.
Section 7. Consistent with Chapter 447.401, the Union shall
not be required to process grievances or be liable for any
expenses for employees covered by this Agreement who are not
members of the Union. Where non-members or any employee covered
by the Agreement elects not to be represented by the Union,
written responses shall be given to the employee and to the
Union.
Section 8. A request for review of complaints under Civil
Service Rule 16.2 may only be made by full-time classified
service employees. Such requests under Rule 16.2 shall be denied
where the request does not cite the applicable Civil Service
Rule(s) which is the basis of the complaint; or, where the issue
relates to a matter covered by the Collective Bargaining
Agreement. This section shall be limited solely to hearings
under Rule 16.
ARTICLE 15
EMPLOYEES BILL OF RIGHTS
Section 1. When an employee has reasonable grounds to
conclude that his participation in an investigatory interview
will result in his receipt of disciplinary action, the employee
may request that a Union representative be present at the
interview. The employee's representative shall confine his role
in the interview to advising the employee of his rights and
assisting in clarification of the facts. Upon request, the City
will make a reasonable effort to contact the employee's choice of
representative, but shall not be obliged to delay the interview
if that individual is not readily available and the interview
shall proceed.
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Section 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.
Section 3. At the commencement of the interview, the
employee shall be advised of the subject matter of the
investigation.
Section 4. The parties agree to abide by the law with
respect to the use of polygraphs.
ARTICLE 16
DISCHARGE AND DISCIPLINE
Section 1. In cases where it becomes necessary to discharge
or otherwise discipline a permanent, classified employee covered
by this Agreement, a representative of management shall give
notice of said discipline to the employee. Such notice of
discipline shall be confirmed in writing to the employee and the
Union within five (5) working days following the day of discharge
or imposition of discipline, excluding Saturdays, Sundays,
holidays and the day of occurrence.
Section 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.
Section 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
remedies 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.
8671008
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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.
Section 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.
Section 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.
Section 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.
Section 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 other mind altering substances.
ARTICLE 17
LOSS OF EMPLOYMENT
Section 1. Employees shall lose their seniority and their
employment shall be terminated for the following reasons:
1. Discharge if not reversed.
2. Resignation. An employee absent for a normally
scheduled work week 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
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reviewed, if applicable, by the City Manager or his
designee.
3. Unexc'used 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.
ARTICLE 18
EMPLOYEE EVALUATION
Section 1. Permanent full time classified employees covered
by this Agreement will be evaluated utilizing the appropriate
evaluation forms as approved by the Human Resources Department.
Such evaluation form will be developed by the Human Resources
Department within the term of this Agreement. The parties
recognize and agree that should the Human Resources Department
decide that more than one evaluation form is needed, they will at
their discretion develop and require the usage of additional
evaluation forms.
Section 2. Employees rated will be given a copy of the
evaluation rating. Only a copy of an unsatisfactory rating will
be forwarded to the Union President. Any employee rated below
satisfactory by Management will be given an opportunity to
improve to a satisfactory level. Failure to improve will result
in disciplinary action up to and including discharge. This
section shall not apply to permanent full time classified
employees serving in a probationary promotional appointment.
Section 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.
Section 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
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e6-1008
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 INCREASES
Section 1. Salary increments recognizing satisfactory
service within established ranges are provided for in the Pay
Plan. 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 Human Resources.
Section 2. Leaves of absences without pay in excess of
fifteen (15) days or suspension of any duration shall delay
anniversary increases by the period of time involved.
Section 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 until such time as, in his judgment, the
employee's service within the classification meets the standards
of satisfactory performance for the position. Employees in such
cases shall be notified of the reasons for the action being
taken.
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Section 4. Anniversary increases for regular scheduled
part-time employees may be awarded only upon completion of two
years of satisfactory service for twenty (20) hours per week
part-time employees and eighteen (18) months satisfactory service
for thirty (30) hours per week part-time employees. Such
increases shall be subject to final approval of the Department
Head. The procedures and criteria for granting anniversary
increases shall be the same as for full-time Civil Service
employees.
ARTICLE 20
EMPLOYEES ACTING WITHIN THE SCOPE OF AUTHORITY
Section 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.
Section 2. The City will neither provide legal
representation nor pay any claim or judgment entered against any
bargaining unit employee if the claim or judgment arises from any
of the following:
1. Any unauthorized act;
2. Any intentional tort;
3. Gross negligence or misconduct; or
4. While under the influence of intoxicating liquor, drugs
or illegal substances.
ARTICLE 21
WORKING OUT OF CLASSIFICATION
Section 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. Such
acting assignment shall not exceed one calendar year starting
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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.
Section 2. In the event an employee is assigned work of
another classification as provided for in Section 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.
Section 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 2 of this Article.
ARTICLE 22
REST PERIODS
Section 1. All employees' work schedules shall provide for
a fifteen -minute rest period during each four-hour work period.
Section 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
Section 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 Contract who is disabled as the
result of an accident, injury or occupational disease incurred in
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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.
Section 2. No supplementary salary will be paid to anyone
injured while performing an act intended to injure or hurt one's
self or another.
Section 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.
Section 4. All other employees and Civil Service employees
hired subsequent to September 301 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.
ARTICLE 24
WAGES
Section 1. The City agrees to adjust the wage rate for all
employees in accordance with the following schedule, with each
adjustment to be effective on the first day of the first full pay
period following the date indicated:
October 1, 1984 3%
July 1, 1985 5%
October 11 1985 3%
July 1, 1986 5%
FY 1986-87 Reopener
Section 2. All changes in salary for reasons of promotion,
demotion, merit increase or longevity increase, shall be
effective the first day of the payroll following the effective
date of the change.
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4
Section 3. A night shift differential of $.50 per hour will
be paid to bargaining unit employees who work a regular
established shift between the hours of 6:00 p.m. and 8:00 a.m.
However, more than one-half of the hours of the regular
established shift must be within the hours of 6:00 p.m. and 8:00
a.m. Night shift differential will only be paid for hours
actually worked during the night shift differential period and
will not be paid for any overtime hours and will not be used to
calculate any overtime pay rate. Night shift differential shall
not be used in calculating average earnings for pension purposes.
Section 4. Employees shall receive no additional pay
supplements except as are specifically provided by this
Agreement.
Section 5. 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. During that probation, employees shall be
paid at a rate that is ten (10%) percent below Step 1 of the pay
range to which their classification is assigned. Upon attainment
of permanent status, the employee shall be placed at Step 1 of
his classification's pay range. Where deemed necessary by the
Director of Human Resources, individual exceptions to this
section relative to hiring rates may be made.
Section 6. 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.
ARTICLE 25
OVERTIME/COMPENSATORY TIME
Section 1. Those classifications listed in Appendix A with
an asterisk (*) by the classification shall be considered job
basis and be ineligible for overtime pay.
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Section 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. 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.
Section 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.
Section 4. All authorized work in excess of an eligible
employee's normal work week shall be considered overtime work
provided, however, that no overtime pay or night shift
differential pay will be awarded for work required to correct
error -laden work products resulting from an employee's
negligence.
Section 5. Eligible employees performing compensable
overtime work shall, at their discretion, be paid time and one -
if at their straight time hourly rate of pay or shall be given
scheduled compensatory time off at the rate of time and one-half
for such work. This overtime rate shall be all inclusive and no
additional compensation in the form of hourly differential, etc.,
shall be paid.
Section 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 rate of pay earned
by that eligible employee during the last pay period of the
fiscal year in which the hours were banked. Personnel who have
in excess of 100 hours of compensatory time in their banks shall
utilize such excess time by September 30, 1985 or they will be
compensated for it in the manner described by this Section.
86-100S
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Section 7. Employees covered by this Agreement who are
appointed to job basis classifications and who have earned time
in the "Bank" shall be allowed to carry up to 100 banked hours of
compensatory time. At the City's discretion, such time shall be
used by the employees at times which are scheduled by his
supervisor or he shall be compensated for them as described in
Section 6 of this Article.
Section 8. Within 30 days of the ratification of this
Agreement, the Union will submit to the City a list of job basis
classifications which it desires the City to examine to determine
if they should be converted to non -job basis status. The City
shall promptly conduct said examination and advise the Union of
its findings.
ARTICLE 26
GROUP INSURANCE
Section 1. The City agrees to pay 100% of the current life
insurance coverage provided for employees.
Section 2. The employee will contribute $7.08 per pay
period toward the cost of employee health coverage and $44.74 per
pay period toward the cost of dependent coverage where the
employee elects to take such coverage.
Section 3. Upon thirty days notice to the Union, the City
reserves the right to increase or decrease the cost of its group
health/life insurance plan and to apportion the increases or
decreases as set forth herein. Increases or decreases in the
cost of the City's plan shall be shared on a percentage basis of
what the City and the employee pay as of the date this Agreement
is ratified; provided, however, the City shall pay the full
portion of any increase in excess of 15% which may occur during
any fiscal year in which this Agreement is in effect.
Section 4. The City will compile an insurance benefits
booklet which shall summarize the level of coverage to which the
parties have agreed. The language of the booklet shall not be
grievable.
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Section 5. At the earliest practical time, the City shall
make available to the Union members a payroll deduction to
purchase local Union sponsored insurance programs.
Upon receipt of appropriate authorization from
employees, the City will make the designated deductions and
forward monies to the Union. The City shall deduct from that
remittance an amount for the cost of these deductions. The
amount will be calculated at two cents for each employee
deduction, each payroll period, and ten cents for each addition,
deletion, or modification to the individual deduction.
The Union shall indemnify and hold the City, its
officers, officials, agents and employees harmless against any
claim, demand, suit or liability and for all legal costs arising
from any action taken or not taken by the City, its officials,
agents and employees in executing this activity.
The Labor Relations Office will advise the Union
of the .deduction procedures that will be followed in the
implementation and administration of this activity.
ARTICLE 27
SAFETY SHOES
Section 1. In those jobs or occupations where the employer -
requires that the employee wear safety shoes, the following shall
apply: Upon passage and adoption of the budget for Fiscal Year
1984-1985, the employer shall issue an allowance in the amount of
$44.00 for the purchase of an initial pair of safety shoes.
When, due to wear and tear or accidental job destruction, a
replacement pair of shoes is required, the employer will grant an
additional $44.00 for the purchase of an another pair of safety
shoes.
Section 2. This additional $44.00 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.
S6-1008
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Section 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. Safety shoes furnished
by the employer shall not be worn by the employee on a day when
the employee is off duty. 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.
Section 4. The dollar amounts as provided in Sections I and
2 of this Article will be increased by six ($6.00) dollars after
passage and adoption of the Fiscal Year budget 1985-1986.
Section 5. 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.
ARTICLE 28
TOOL ALLOWANCE
Section 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 ($80.00) dollars
quarterly. Such tool allowance will be paid to the employee
within the first 15 days after the close of the quarter.
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Section 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.
Section 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.
Section 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.
Section S. 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 ($80.00) 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.
Section 6. Effective Fiscal Year 1985-86 the tool allowance
referred to in Section 1 shall be increased to Eighty-five
($85.00) dollars quarterly.
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8E"100S
ARTICLE 29
TUITION REIMBURSEMENT
Section 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.
Section 2. Any full-time, permanent City employee may upon
successful completion of his probationary period be eligible to
participate in the Tuition Reimbursement Program.
Section 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.
Section 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.
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Section 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.
Section 6. Procedure for reimbursement will be as follows:
A. The employee must obtain three (3) copies of the
Application for Tuition Reimbursement form for each
course from his department or the Human Resources
Department.
B. The employee must complete the -application in triplicate
and submit it to his/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
Human Resources Department. If the application is
disapproved, it is then returned to the employee by the
Department Head.
D. The Human Resources 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.
Section 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 Human Resources Department of the employee's
satisfactory completion of the course.
ARTICLE 30
CALL BACK PAY
Section 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
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be used in the computation of arriving at average earnings for
purposes of establishing pension benefits.
Section 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
Section 1. Employees shall be carried on leave of absence
with pay 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.
Section 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 for the
week he/she is on Jury Duty in accordance with the following
schedule:
1)
Federal Court
- $30 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.
Should an employee be summoned to Court in the Civic Center
area, the employee is to obtain a temporary parking permit from
the Human Resources Department allowing the employee parking
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privileges in the Human Resources Department parking lot. Should
an employee find it necessary to pay for parking while serving on
Jury Duty for Courts other than those located in the Civic Center
area, the employee is to submit such parking receipts to his/her
department for reimbursement. The employee's department will
submit to Finance a Travel Form Request for reimbursement with
receipts attached. Upon receipt of such Travel Request, the
Finance Department will reimburse the employee within two payroll
periods. As Federal Courts provide free parking for Jurists,
employees will not be reimbursed for any parking receipts
submitted while attending such courts.
ARTICLE 32
COMMENDATION PAID LEAVE
Section 1. A department -head, upon approval by the City
inager,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
Section 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.
Section 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
j consistent with budgetary constraints.
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ARTICLE 34
BLOOD DONORS
Section 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
Section 1. Vacations shall be taken within thirteen (13)
months after the end of the calendar year in which the vacation
was earned. Effective January 1, 1985, employees shall only be
allowed to carryover 100 hours of the previous year's credited
vacation. Any excess vacation over the 100 hour automatic
carryover shall be forfeited as of February 1st of each year
provided, however, that employees who have been carried on full
disability the entire previous year shall be paid for all excess
vacation over 100 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
100 hours which would have been forfeited shall be paid for at
the employee's January 1, hourly rate of pay.
ARTICLE 36
SECURITY OPERATIONS
Section 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.
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Section 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
Section 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 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.
Section 2. Permanent bargaining unit employees may be
allowed to accrue up to eight (8) hours sick leave per month
provided that the employee is in pay status at least fifteen (15)
corking days per month.
Section 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.
Section 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.
Section 5. Any employee absent on sick leave for more than
three (3) consecutive work days must check with the City
Physician for approval before returning to work.
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Section 6. Any employees covered by this Agreement who
exercise normal retirement after January 181 1979, shall be paid
for all unused sick leave up to a maximum of eight hundred (800)
hours provided, however, any employee who as of January 18, 1979,
had accumulated sick leave in excess of eight hundred (800)
hours, shall upon normal retirement be paid for all accumulated
sick leave up to a maximum of nine hundred sixty (960) hours. It
is the intent of this provision that no employee will be paid for
sick leave in excess of eight hundred (800) hours except to the
extent that such excess existed on January 181 1979.
Section 7. Any employees covered by this Agreement who
exercise normal retirement after October 7, 1979, shall be paid
for all unused sick leave up to a maximum of seven hundred (700)
hours provided, however, any employee who as of October 7, 1979,
had accumulated sick leave in excess of seven hundred (700)
hours, shall upon normal retirement be paid for all accumulated
sick leave up to a maximum of eight hundred (800) hours. It is
the intent of this provision that no employee will be paid for
sick leave in excess of seven hundred (700) hours except to the
extent that such excess existed on October 7, 1979.
Section 8. Any employees not covered by Section 6 and
Section 7 of this Article who exercise normal retirement after
October 1, 19811 shall be paid for all unused sick leave up to a
maximum of six hundred (600) hours, provided however, any
employee who as of October 1, 1981 had accumulated sick leave in
excess of six hundred (600) hours, shall upon normal retirement
be paid for all accumulated sick leave up to a maximum of seven
hundred (700) hours. It is the intent of this provision that no
employee shall be paid for sick leave in excess of six hundred
(600) hours except to the extent that such excess existed on
October 1, 1981.
Section 9. 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.
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Section 10. Payoff for accumulated sick leave shall not be
used to calculate average earnings for pension purposes.
Section 11. 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.
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.
Section 12. The parties agree that employee absenteeism
and/or tardiness hinders the cost efficient delivery of service
by the department and creates a hardship for both management and
members of the bargaining unit. The Union will urge its members
to reduce absenteeism.
Section 13. Definitions:
Instance -- An absence from work in duration of one or more
consecutive work days for reasons of non -job related illness
or injury and/or absence without leave authorized at least
one work day in advance.
Except that a physician ordered absence resulting from
a disabling illness/injury to the employee or a member of
his household shall not be counted as an instance.
Management in its sole discretion may require a Doctor's
statement from the employee's personal physician verifying
same. Failure to provide the Doctor's verification shall
cause the absence to be counted.
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Annual Period -- A twelve (12) month period beginning
October 1 and ending on September 30.
Section 14. Employees shall be disciplined for absences in
accordance with the following schedule:
Number of Instances
4th instance in annual period
5th instance in annual period
6th instance in annual period
Discipline
Written reprimand
Written reprimand
Five (5) work day
suspension w/o pay
7th instance in annual period Dismissal
Tardiness is reporting for work in excess of 5 minutes
beyond the scheduled starting time of the shift. Employees shall
be disciplined for tardiness by being sent home without pay on
each day he reports to work tardy in excess of 15 minutes beyond
their scheduled starting time. After an employee is tardy eight
(8) times in an annual period, he shall be advised in writing
that one more instance of tardiness in the annual period will
result in dismissal.
Exceptions to the above schedules may be granted by the
Labor Relations Officer, if, in his sole discretion, individual
circumstances warrant such action.
Section 15. All full time bargaining unit employees hired
on or after October 1, 1984 shall accrue sick leave at the rate
of 80 hours per year. Upon normal retirement, any employee hired
on or after October 11 1984, shall be paid for all accumulated
sick leave in excess of four hundred (400) hours not to exceed
total accumulated sick leave of one thousand (1,000) hours. Sick
leave shall be cashed out at the following rates:
More than 7, but less than
10 years of service
More than 10, but less than
15 years of service
More than 15, but less than
20 years of service
More than 20 years of service
i
25%
50%
75%
100%
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Section 16. Employees with seven or more years service who
terminate employment with the City under honorable conditions
shall receive cash payment equal to one-fourth of their unused
accumulated sick leave.
ARTICLE 38
ILLNESS IN FAMILY
Section 1. All employees covered by this Agreement may be
allowed to use up forty (40) hours of accrued sick leave in any
one calendar year when needed due to serious injury or acute
illness of any actual dependent member of the employee's
household.
Section 2. Said dependent member of the employee's
household shall be limited to the employee's immediate family and
such member must maintain the employee's household as his/her
actual residence. The immediate family shall be defined as
father, mother, sister, brother, husband, wife, children, father-
in-law, mother-in-law, grandparents, spouse's grandparents,
stepfather and/or stepmother.
Section 3. Where, in the opinion of the Labor Relations
Officer, an employee's absenteeism record reflects a pattern of
abuse, the employee may be requested to provide sufficient proof
showing that the ill or injured person is an actual dependent
member of the employee's household; and a physician's statement
that the employee's presence was necessary because of the
patient's clear inability to be self-sustaining.
ARTICLE 39
DEATH IN FAMILY
Section 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. The immediate
family is defined as father, mother, sister, brother, husband,
88-1008
-41-
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 (10) or more years. Within thirty (30) calendar days from
the date the employee returns from a death in the family, the
employee will file a copy of the death certificate of the
deceased family member. Said death certificate will be attached
to the form provided by the City and submitted to the Human
Resources Department. Failure to produce the death certificate
will result in the employee reimbursing the City for any days
taken under this Article. Any employee found to have falsified
his application for a "K" day will result in his or her
dismissal.
Section 2. It is understood that under certain
circumstances the employee will be unable to obtain a death
certificate. In this event, in lieu of a death certificate, the
employee shall submit a newspaper account showing the death and
relationship of the deceased to the employee and/or other
appropriate criteria as deemed appropriate by the Office of Labor
Relations.
ARTICLE 40
MILITARY TRAINING LEAVE
Section 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
--42,-
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.
Section 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.
Section 3. Employees who take the military leave provided
in this section shall be credited with that time on their
seniority status, in the City of Miami Civil Service Records -
Department of Human Resources.
ARTICLE 41
HOLIDAYS
Section 1. The following days shall be considered holidays:
New Year's Day Columbus Day
Washington's Birthday
Memorial Day
Independence Day
Labor Day
Veterans' Day
Thanksgiving Day
Day after Thanksgiving
Christmas Day
Section 2. Any additional holidays declared by official
directive of the City Manager shall be added to the above list.
Section 3. Employees performing work on any of the above
holidays shall be paid time and one-half of their straight time
hourly rate or shall be given scheduled compensatory time off at
the rate of time and one-half.
Section 4. All conditions and qualifications outlined in
Article 25, titled "Overtime/Compensatory Time", shall apply to
this Article. Hours of earned time accumulated under this
Article, when added to the compensatory time earned under the
Article entitled "Overtime/Compensatory Time", shall not exceed
one hundred (100) hours.
Section 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,
86-10U8
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the employee will either be charged one hour of "E" time or "V"
time, 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 42
FLOATING HOLIDAY TIME
• Section 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 their six months' probationary period, shall be
entitled to fourteen (14) hours floating holiday time off each
calendar year. Those employees covered by this Article who work
less than a regularly scheduled forty (40) hour week shall
receive a pro-rata number of hours for purposes of floating
holiday time. The floating holiday 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 floating holiday hours off shall not
be accrued; they must be used by the employee during the calendar
•►ear 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 the City. There shall be no liability to pay any
overtime under this Article.
ARTICLE 43
ACCIDENT REVIEW BOARD
Section 1. The parties agree to abide by the provisions of
the City's Vehicular Loss Control Program, Sections 6.1, 6.2 and
6.3 as they apply to vehicular accidents involving bargaining
unit employees.
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ARTICLE 44
TOTAL AGREEMENT
Section 1. This Agreement, upon ratification, constitutes
the complete and entire agreement between the parties, and
concludes collective bargaining for its term.
Section 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.
Section 3. The parties agree that this Collective
Bargaining Agreement represents the total agreement for terms and
conditions of employment during the life of this contract and no
request shall be made to increase wage or other employee benefits
through the Civil Service Board, City Manager or the City
Commission during the life of this Collective Bargaining
Contract.
ARTICLE 45
SAVINGS CLAUSE
Section 1. In the event any article, section or portion of
this Agreement should be held invalid and unenforceable by any
court of competent jurisdiction, such decision shall apply only
to the specific article, section or portion thereof specifically
specified in the Court's decision, and that portion of this
Agreement in conflict shall be null and void but the remainder of
the Agreement shall remain in full force and effect, with it
being presumed that the intent of the parties was to enter into
the Agreement without such invalid portion or portions.
Section 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.
86-1008
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ARTICLE 46
TERM OF AGREEMENT
Section 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, 1987;-/ provided, however, thaf-tFie "parti-es
shall meet not later than May 1, 1986 to reopen negotiations on
the specific matters addressed in Article 1 - Recognition,
Article 24 - Wages, Article 25 - Overtime/Compensatory Time,
Article 38 - Sick Leave, and Article 35 - Vacation.;
Section 2. On or before April 1, 1987, 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.
Section 3. On or before May 1, 1987, the City shall present
the Union with a list of. proposals it desires to negotiate.
Section 4. Initial discussions shall thereafter, and no
later than June 1, 1987, be entered into, by the City and the
Union.
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Agreed to this Qq *0'�- day of , 19ey , by
and between the respective parties through an authorized
representative or representatives of the Union and by the City
Manager.
ATTEST:
MIAMI GENERAL EMPLOYEES
ATTEST: ON THE PART F THE CITY OF MIAMI,
MIAMI,-FWRTaA.,o#001
86w-10ON
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APPENDIX A
Occupational
Occu ational
Salary
Code
Title
Range
1005
Mail Clerk
14A
1006
Mail Clerk Sr
16A
1010
Clerk I
12A
1011
Clerk II
14A
1012
Clerk III
16A
1013
Clerk IV
20A
1015
Interpreter Clerk
14A
1020
Typist*Clerk I
13A
1021
Typist Clerk II
15A
1022
Typist Clerk III
17A
1025
Secretary I
15A
1026
Secretary II
17A
1027
Secretary III
19A
1037
Interrogat Steno
18A
1039
Pension Clerk
14A
1105
Cashier I
15A
1106
Cashier II
17A
1110
Account Clerk
17A
1119
Accountant
22A
*1120
Accountant Sr
25A
*1121
Accountant Supervisor
28A
1201
Matrls Spec I - Bldg Const
16A
1202
Matrls Spec II - Bldg Const
18A
1203
Matrls Supv - Bldg Const
21A
1205
Stock Clerk I
14A
1206
Stock Clerk II
16A
1207
StoreKeeper
19A
1208
Matrls Spec I - Comm Repr
16A
1209
Matrls Spec II - Comm Repr
18A
1210
Contract Specialist
22A
1211
Buyer I
17A
1212
Buyer II
18A
1213
Matrls Supv - Comm Repr
21A
1214
Auto Prts Supv
21A
1224
Auto Prts Spec I
16A
1225
Auto Prts Spec II
18A
1305
Admin Aide I
20A
1348
Marketing Spec
24A
*1354
Business Developer
26A
*1357
Economic Analyst
26A
1360
Job Developer
19A
1361
Employmt Interviewer
17A
1362
Info & Referral Spec
16A
1363
Info & Referral Aide
12A
1405
Photographer I
20A
1406
Photographer II
22A
*1407
Photo Editor
24A
1419
Public Relations Aide
17A
*1420
Publicity Writer
•25A
1421
Public Rltn Agnt
23A
*1422
Public Info Ofcr
28A
*1425
Conventn Mgr Ast
29A
1428
Convtn Rep
21A
1505
Switchboard Oper
14A
1521
Phototypesetter
17A
1522
Camera Platemaker
18A
1523
Offset Press Operator
19A
1524
Offset Press Operator Sr
21A
1525
Duplicat Eqp Op
16A
1526
Photolithographer
18A
1530
Print Shop Helper
12A
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APPENDIX A
Occupational
Occupational
Salary
Code
Title
Rang.?
1005
Mail Clerk
14A
1006
Mail Clerk Sr
16A
1010
Clerk I
12A
1011
Clerk II
14A
1012
Clerk III
16A
1013
Clerk IV
20A
1015
Interpreter Clerk
14A
1020
Typist'Clerk I
13A
1021
Typist Clerk II
15A
1022
Typist Clerk III
17A
1025
Secretary I
15A
1026
Secretary II
17A
1027
Secretary III
19A
1037
Interrogat Steno
18A
1039
Pension Clerk
14A
1105
Cashier I
15A
1106
Cashier II
17A
1110
Account Clerk
17A
1119
Accountant
22A
*1120
Accountant Sr
25A
*1121
Accountant Supervisor
28A
1201
Matrls Spec I - Bldg Const
16A
1202
Matrls Spec II - Bldg Const
18A
1203
Matrls Supv - Bldg Const
21A
1205
Stock Clerk I
14A
1206
Stock Clerk II
16A
1207
StoreKeeper
19A
1208
Matrls Spec I - Comm Repr
16A
1209
Matrls Spec II - Comm Repr
18A
1210
Contract Specialist
22A
1211
Buyer I
17A
1212
Buyer II
18A
1213
Matrls Supv - Comm Repr
21A
1214
Auto Prts Supv
21A
1224
Auto Prts Spec I
16A
1225
Auto Prts Spec II
18A
1305
Admin Aide I
20A
1348
Marketing Spec
24A
*1354
Business Developer
26A
*1357
Economic Analyst
26A
1360
Job Developer
19A
1361
Employmt Interviewer
17A
1362
Info & Referral Spec
16A
1363
Info & Referral Aide
12A
1405
Photographer I
20A
1406
Photographer II
22A
*1407
Photo Editor
24A
1419
Public Relations Aide
17A
*1420
Publicity Writer
25A
1421
Public Rltn Agnt
23A
*1422
Public Info Ofcr
28A
*1425
Conventn Mgr Ast
29A
1428
Convtn Rep
21A
1505
Switchboard Oper
14A
1521
Phototypesetter
17A
1522
Camera Platemaker
18A
1523
Offset Press Operator
19A
1524
Offset Press Operator Sr
21A
1525
Duplicat Eqp Op
16A
1526
Photolithographer
18A
1530
Print Shop Helper
12A
-48-
Occupational
Occupational
Salary
Code
Title
Range
*1540
Systems Engr I
26A
*1541
Systems Engr II
30A
1554
Computer Op I
20A
1555
Computer Op II
22A
*1557
Computer Opr Supv
26A
1615
Tax Collector I
19A
1616
Tax Collector II
21A
1625
License Insp I
21A
1626
License Insp II
23A
*2011
Surveyor
30A
2013
Eng Tech I
18A
2015
Eng Tech II
20A
2017
Eng Tech III
24A
*2018
Eng Tech IV
27A
2021
Public Works Eng
24A
*2029
St Light Eng I
27A
*2030
St Light Eng II
30A
*2031
Civil Eng I
27A
*2032
Civil Eng II
30A
*2033
Civil Eng III
33A
*2040
Elec Engineer
33A
*2050
Architect
33A
2051
Landscape Arc Aide
19A
*2052
Landscape Arc I
26A
*2053
Landscape Arc II
28A
*2054
Landscape Arc III
31A
*2110
Bldg Insp I
25A
*2111
Bldg Insp II
27A
*2120
Elec Insp I
25A
*2121
Elec.Insp II
27A
*2130
Plumbing Insp I
25A
*2131
Plumbing Insp II
27A
2145
Sign Inspector
21A
2150
Zoning Insp I
23A
*2151
Zoning Insp II
26A
*2158
Mech Insp I
25A
*2159
Mech Insp II
27A
2169
Codes Com Insp I
23A
*2170
Codes Com Insp II
26A
2173
Envir Inspector
23A
*2176
Supv Permits & Rev
29A
2204
Graphic Illustr
22A
2205
Planning Ill I
19A
2206
Planning 1ll II
22A
2207
Park Plan Aide
20A
2208
Planning Tech
24A
*2210
Park Plan Cord
29A
2214
Housing Spec Asst
23A
2219
Planning Intern
16A
*2220
Planner I
27A
*2221
Planner II
31A
*2224
Comm Dev Coord
32A
2225
Housing Spcl
26A
*2228
Housing Rhb Ln/O Sr
26A
2229
Housing Rhb Ln/O
23A
2230
Housing Rhb Est
23A
*2231
Housing Rhb Est Sr
26A
2232
Soc Prg Analyst
22A
2233
Soc Prg Analyst Asst
20A
2240
Asst Hsng Rehab Ln Offr
19A
2244
Asst Hang Rehab Estimator
19A
3001
Laborer I
15A
3002
Laborer II
16A
3005
Laborer III
17A
3010
Labor Crew Ldr I
18A
3011
Labor Crew Ldr II
22A
*3012
Public Works Supv
28A
s�-loop
-49-
go
Occupational
Occupational
Salary
Code
Title
Range
3104
Auto Eqp Op I
17A
3105
Auto Eqp Op II
19A
3106
Auto Eqp Op I I I
21A
3107
Auto Eqp Op IV
22A
3301
Maint Mech Helper
17A
3302
Maint Mechanic
20A
3303
Maint Mech Supv
23A
3304
Aprtc Air Cond Mech
060
3305
Air Cond Mech
26A
3308
Aprtc Electrician
060
3309
Elec Maintenance
23A
3310
Electrician
26A
3311
Elec Supervisor
27A
3319
Aprtc Line Worker
040
3320
Elec Line Worker
24A
3321
Elec Line Supv
26A
3323
Aprtc Plumber
06Q
3324
Plumber
26A
3325
Aprtc Carpenter
010
3326
Carpenter
21A
3327
Carpenter Supv
23A
3328
Mason
21A
3334
Aprtc Painter
OOQ
3335
Painter
20A
3336
Auto Body Wrkr/Pntr
22A
3337
Painter Sign
21A
3338
Painter Supv
23A
3339
Auto Pnt/Bdy Shop Supv
24A
3340
Pipefitter
19A
3341
Pipefitter Supv
22A
3350
Welder
22A
3351
Machinist
25A
3360
Stadiums Asst
16A
3362
Stadiums Asst Sr
19A
*3368
Maint Coordinator
25A
3374
Police Fac Asst
19A
3402
Fuel Fac Att
15A
3404
Auto Mech Helper
17A
3405
Aprtc Auto Mech
020
3406
Auto Mechanic
23A
3407
Auto Mech Supv
25A
3408
Fuel Fac Supv
21A
3409
Heavy Eqp Mech Helper
18A
3410
Heavy Eqp Mech
24A
3411
Heavy Eqp Mech Supv
26A
*3415
Equip Op'Supv
27A
4005
Custodian I
14A
4006
Custodian II
15A
4007
Custodian Supv
17A
5000
Police Trainee
20A
5002
Public Service Aide
16A
5019
Identification Aide
16A
5020
Police Comm Clerk
18A
5022
Pol Prop Spec I
17A
*5023
Fire Range Oper
26A
5024
Pol Prop Spec II
19A
5025
Ident Tech I
22A
*5026
Ident Tech II
26A
*5027
ID Unit Supv
28A
5030
Latent Print Examiner
24A
5050
Video Equip Oper
20A
*5065
Master Alarms Supv
24A
*5067
Spec Events Coord
25A
5070
Crime Analyst.I
22A
5071
Crime Analyst 11
24A
*5075
Pol Soc Prg Sp
27A
*5079
Emergency Plan Spec
29A
-50-
Occupational
Occupational
Salary
Code
Title
Range
5304
Fire Sfty Spec
23A
*5320
Video Program Spec
23A
5402
Comm Tech Appr
03Q
5404
Comm Repair Worker
21A
5405
Comm Tech
25A
5406
Comm Tech Supv
27A
5415
Comm Operator
20A
5416
Comm Oper Supv
22A
*5420
Telc Sys Dev Mgr
33A
5510
Guard
13A
5520
Stable Attendant
15A
5529
Facility Attend
14A
5530
Marinas Faclt Att
13A
5537
Laboratory Aide
14A
5538
Worker Trainee
HlA
5550
Conven Rep Intern
04A
6003
Grounds Tender
16A
6005
Park Tender I
17A
6007
Park Tender II
19A
6010
Greenskeeper
23A
6015
Tree Trimmer
16A
6016
Tree Trimmer Crew Ldr
18A
6020
Cemetery Sexton
20A
6021
Parks Naturalist
21A
6025
Nursery Tender
17A
*6026
Horticulturist
23A
6035
Parks Supv I
18A
6036
Parks Supv II
22A
6037
Parks Gen Supv
23A
*6055
Fac & Grds Tf Mgr
26A
6068
Marinas Aide
16A
6105
Lifeguard
17A
6106
Pools Manager
19A
6107
Pools Supervisor
22A
6114
Rec Leader I
15A
6115
Rec Leader II
17A
6116
Rec Leader III
20A
*6117
Rec Program Coord
25A
6120
Tennis Supv
19A
*6123
Prg Cord Handi
27A
*6124
Prg Cord Hand Asst
25A
6127
Hand Prgm Asst
12A
6128
Hand Prgms Leader
20A
6129
Hand Prgms Spec
18A
6135
Baseball Supv
20A
*6140
Cultrl Prg Planner
25A
*6142
Aquatics Prg Planner
25A
*6144
Gen Rec Prg Planner
25A
6146
Rec District Supv
24A
6148
Rec Specialist Sr
21A
6149
Rec Specialist
18A
6152
Boxing Supervisor
22A
*6302
Day Care Ctr Supv
23A
6303
Day Care Tech
22A
6304
Day Care Asst
18A
6305
Day Care Aide
13A
*6310
Day Care Soc Worker
22A
*6311
Day Care Soc Worker Sr
24A
*7010
Youth Caseworker I
20A
*7011
Youth Caseworker II
24A
*7012
Youth Caseworker III
26A
7018
Vocational Counselor
21A
*7019
Citizen Prgm Supv
28A
*7021
Comm Invol Spec
21A
7024
Refugee Counselor
17A
SG-10QS
-51-
APPENDIX B
Occupational Occupational
Code Title
Salary
Range
1035
Legal Steno
19A
1036
Legal Steno Sr
21A
1122
Accountant IV
31A
1123
Accountant Chief
34A
1124
Auditor
23A
1125
Staff Auditor
26A
1126
Staff Auditor Sr
28A
1127
Staff Auditor Princ
30A
1128
Asst Auditor
19A
1132
EDP Auditor
30A
1140
Budget Assistant
22A
1150
Investment Analyst
25A
1152
Investment Spec
28A
1153
Finance Manager
33A
1155
Wkr Comp Claim Spec
25A
1157
Claims Supv
30A
1159
Risk Manager Asst
32A
1215
Purchasing Agt Asst
25A
1221
City Pr/Ins Mgr
31A
1223
Lease Mngr
31A
1306
Admin Aide II
22A
1309
Admin Asst I
25A
1310
Admin Asst II
28A
1311
Admin Asst III
31A
1312
Intergov Aide
20A
1315
Training Spec
24A
1316
Personnel Asst
21A
1317
Personnel Spec
24A
1318
Personnel Off
26A
1320
Personnel Off Sr
28A
1322
Personnel Supvr
30A
1323
Prncpl Research Psy
30A
1324
Pers & Safety Off
26A
1325
Personnel Adm Asst
32A
1326
Validation Supv
34A
1329
Manag Anal Asst
24A
1330
Safety Coord
31A
1331
Personnel Admin
34A
1334
Manag Anal Sr
28A
1335
Manag Anal Prncpl
30A
1336
Manag Anal Chief
31A
1337
Manag Oper Anal
26A
1338
Manag Anal Supv
32A
1339
Finance Sery Adm
31A
1340
Resource Coordinator
28A
1341
Market Ser Adm
31A
1342
Rsch & Devt Spec
28A
1345
Fiscal Assistant
22A
1350
Marketing Supervisor
29A
1352
Business Develop Sr
28A
1356
Business Dvlpmnt Supv
31A
1358
Supv of Econo Res
31A
1359
Econo Anal Princpl
30A
1365
Training Officer
26A
1366
Staff Analyst Asst
24A
1367
Staff Analyst
26A
1368
Staff Analyst Sr
28A
1369
Staff Analyst Prncpl
30A
1414
Public Rel Splst
29A
1415
Fire Info Spec
29Y
1416
Publicity News Mgr
31A
Hourly
Hourly
Hourly
Hourly
-52-
Occupational
Occupational
Salary
Code
Title
Range
1423
City Infor Offcr
31A
1424
Conven Actvy Coord
28A
1426
Conventn Mrg
31A
1427
Auditrm Mgr Asst
27A
1440
Fac Prom Agent
23A
1528
Print Shop Asst Supt
27A
1S29
Print Shop Supt
30A
1537
Prod Ctrl Spv
23A
1539
Documentation Spec
27A
1560
Programmer Asst
23A
1562
Systems Programmer
29A
1566
Programmer Jr
26A
1567
Programmer
28A
1568
Programmer Sr
30A
1569
Programmer Chief
32A
1570
Sys Soft Manager
34A
1571
Sys Maint Supv
30A
1572
Computer Opr Chief
32A
1573
Data Base Manager
34A
1576
Sys Analyst Sr
32A
1577
Project Analyst
33A
1580
Sys Devlop Mngr
36B
1582
Teleprocessing Coord
28A
1584
Data Librarian
20A
1586
Scheduler/Expediter
21A
1588
Info Center Spec
30A
1618
Tax & Lic Supv
29A
1628
License Insp Chf
26A
1810
Claims Invest I
20A
1812
Claims Invest II
24A
1814
Legal Invest I
20A
1815
Legal Invest II
25A
2034
Civil Eng IV
35A
2060
Cable TV Engineer
31A
2112
Bldg Insp Chief
31A
2122
Elec Insp Chief
31A
2132
Plumbing Insp Chief
31A
2152
Zoning Insp Chief
29A
2160
Mech Insp Chief
31A
2171
Codes Com Insp Chief
29A
2172
Env Inspector Chief
31A
2178
Chief Code Enf Off
31A
2180
Cable Inspector
20A Hourly
2222
Planner III
34A
2223
Housing Prog Supv
33A
2226
Housing Spcl Prncpl
31A
2227
Housing Spec Sr
28A
2234
Soc Prg Anl Sr
25A
2235
Soc Prg Anl Supv
28A
2237
Commty Dv Prj Supv
29A
2239
Social Prog Coord
31A
2248
Urban Action Grant Coord
32A
3022
Sanit Supervisor
25A
3025
Waste Col Supt Ast
28A
3026
Waste Col Supv
31A
3370
Prop Maint Asst Supt
28A
3371
Prop Maint Supt
31A
3375
Bldg Maint Supv
28A
3420
Garage Asst Supt
28A
3425
Garage Supt
31A
3986
Sr Training Offr CETA
28A
3999
Emplm & Train Coord
34B
5016
Pol. Prop Unt Mgr
32A
5017
Pol Prop Unt Asst Mgr
29A
5018
Pol Prop Unt Supv
26A
5040
Pol Budget/Pers Supv
31A
5060
Police Records Supr
25A
5074
Traffic Sfty Adm
31A
-►53- SG-100S
M
4
Occupational
Code
Occupational
Title
Salary
Range
5312
Excrse Physiologist
27A
5314
Paramedic Instructor
27A
5316
Fire Sery Instructor
24A
5318
Fire Sfty Educ Spv
27A
5323
Video Program Prod
28A
5407
Comm Maint Asst Supt
28A
5408
Comm Tech Supt
31A
5539
Management Trainee
H2A
5540
Public Mng Intern
H3A
5702
Clerk I M/C
12M
5704
Clerk II M/C
14M
5706
Clerk III M/C
16M
5708
Clerk IV M/C
20M
5710
Typist Clerk I M/C
13M
5712
Typist Clerk II M/C
15M
5714
Typist Clerk III M/C
17M
5715
Secretary I M/C
15M
5716
Secretary II M/C
17M
5718
Secretary III M/C
19M
5720
Account Clerk M/C
17M
5722
Accountant M/C
22M
5724
Accountant Sr M/C
25M
5726
Accountant Supv M/C
28M
5728
Admin Aide I M/C
20M
5732
Switchboard Oper M/C
14M
5733
Civil Eng II M/C
30M
5734
Civil Eng III M/C
33M
6047
Parks Tch Ser Spv M&C
27A
6048
Parks Tch Ser Spv E&S
27A
6049
Parks Coordinator
27A
6050
Parks Supt Of
31A
6051
Parks Asst Supt
29A
6059
Asst Stads Adm
32A
6062
Marine Stad Mgr
27A
6065
Auditorium Mgr
29A
6067
Marinas Manager
29A
6069
Marinas Assistant
19A
6119
Cult Affr Coord
29A
6131
Golf Course Mgr
25A
6132
Golf Course Supt
33A
6156
Youth Prgm Spec
25A
6300
Day Care Admin
27A
6301
Day Care Adm Asst
25A
7002
City Phys Part Time
H1B
7004
Medical Asst
16A
7006
Nurse Head
28A
7008
City Physician
39B
7015
Police Staff Psy
33A
7023
Citzn Part Supv
26A
7031
Sanit Insp II
23A
7032
Sanit Insp Chief
26A
7500
Exec Sec City Atty
23B
7505
Sr Secretary
21B
8000
Adm Asst to the CM
13E
8001
Writer -Editor
13E
8002
Commissioners Aide
AAE
8003
Admin Asst - City C
04E
8004
Dir Public Infor
19E
8005
Admin Asst Sr - City C
06E
8006
Market Services Adm
31B
8007
Trade/Comm Admin
33B
8008
Secretary III
19A
8009
Special Aide
OAE
8010
City Attorney
X7Z
8011
Prot Liaison Aide
14B
8012
Marine Develp Spec
15E
8013
City Clerk
X4Z
8014
Asst City Attorney
X2Z
8015
Admin Secty I
03E
Hourly
Hourly
Hourly
Hourly
Hourly
Hourly
Hourly
Hourly
Hourly
Hourly
Hourly
Hourly
Hourly
Hourly
Hourly
Hourly
Hourly
Hourly
Hourly
Hourly
-54-
Occupational Occupational
Code Title
Salary
Range
8016
City Manager
X6Z
8017
Deputy City Attorney
X5Z
8018
Admin Secty II
05E
8020
Special Asst to Mgr
22E
8021
Executive Secretary
08E
8023
Labor Relns Splt
10E
8024
Exec Asst Data Mgt
34B
8025
Asst To City Mgr I
17E
8027
Exec Asst to Mayor
18E
8028
Asst Director II
18E
8029
Purchasing Officer
17E
8030
Asst Director I
15E
8031
Secy Civil Sery Brd
18E
8032
Director I
19E
8035
Director VII
27E
8037
Typist Clerk III
17A
8038
Records Secretary
02E
8040
Chief of Police
28W
8041
Chief of Fire
28V
8042
Asst Internal Audit
19E
8043
Director III
23E
8044
Batallion Chief
21V
8045
Director IV
24E
8046
Director VI
26E
8047
Asst Director IIA
19E
8048
Director IIA
22E
8050
Asst To Director-Rec
31B
8051
Asst Director IV
21E
8054
Chief to the Rescue
21V
8055
Asst Chief Police
24W
8056
Asst Chief Fire
24V
8057
Director of Training
21V
8058
Chf of Fire Preven
21V
8061
Asst to City Mgr II
21E
8062
Affirm Action Supv
32B
8063
Watson Isl Proj Dir
21E
8064
Asst City Manager
28E
8067
Labor Relation Officr
25E
8071
Assistant City Clerk
X3Z
8073
Asst Director III
20E
8074
Asst Director V
22E
8075
Director II
21E
8076
Director V
25E
8077
Police Major
20W
8078
Deputy Police Chief
23W
8079
Police Colonel
21W
8080
Ast To Dir-CD/HR/PW
32B
8082
Admin Asst I
25A
8084
Receptionist
01E
8091
General Clerk
OAE
8092
Asst to City Mgr III
25E
8098
Exect Asst Fire Chf
32X
8099
Executive Aide
08E
8102
Sr Protocol Ofcr
28B
8106
Dir Labor Relations
26E
8206
Admin Asst. III
31B
8705
Guard
13A
8710
Info & Referral Aide
12A
8715
Info & Referral Spec
16A
.8720
Employ Interviewer
17A
8725
Refugee Counselor
17A
8730
Job Developer
19A
8735
Soc Prog Analyst
22A
8740
Soc Prg Anal Sr
25A
8745
Ast to Fire Cf Bdg & Z
36B
8747
Building Official
31B
8760
Urban Develop Coord
16E
8762
Asst Dr Ovtw P/W R
19E
Hourly
Hourly
Hourly
Hourly
Hourly
Hourly
Hourly
Hourly
-55-
86- 00S
It
Occupational
Occupational
Salary
Code
Title
Range
8764
Financial Dev Adm
18E
8773
Admin Aide II
22B
8774
Pension Board Adm
19E
8775
Off of Prof Compl Dir
31D
8777
Prof Compl Rep Sr
28A
8778
Prof Compl Rep
26A
8780
Stadiums Admin
22E
8785
Auditoriums Admin
21E
-56-
MEMO OF UNDERSTANDING
RE: TARDINESS
At the request of the Union, the City agrees to grant a
discretionary waiver in the application of the discipline
schedule to instances of tardiness, pursuant to Article 37 of the
1984-87 Agreement.
Where an employee reports to work within a period that is
more than five (5) minutes, but less than thirty (30) minutes
after his scheduled starting time, and provides an excuse for his
tardiness that is acceptable to management, the employee shall be
permitted to work the balance of his shift:, but shall forfeit one
(1) hour's pay. The incident of tardiness shall, none the less,
constitute an instance.
GEA/AFSCME, LOCAL 1907
A.G. Sherman, Pres dent
DATE: /0 -/ - PI
ON THE PART OF THE
CITY OF MIAMI,
MIAMI, FLORIDA
jr
Dean R. Mie e,
Labor Relations Officer
86-1004
J-84-991
10/9/84
RESOLUTION NO. 84' 1170
A RESOLUTION AUTHORIZING TH6 CITY MANAGER TO
ENTER INTO THE ATTACHED COLLECTIVE BARGAINING
AGREEMENT BETWEEN TRZ CITY OF MIAMI AND THE
EMPLOYEE ORGANIZATION KNOWN AS THE MIAMI
GENERAL EMPLOYEES, AFSCME LOCAL 1907,
AFL-CIO, FOR THE PERIOD OF OCTOBER 1, 1984
THROUGH SEPTEMBER 30, 1987, SUBJECT TO THE
TERMS AND CONDITIONS SET FORTH THEREIN.
BE IT RESOLVED BY THE COMMISSION OF THE CITY OF MIAMI, FLORIDA:
Section 1. The City Manager is hereby authorized to
enter into the attached Collective Bargaining Agreement betwEen
the City of Miami and the employee organization known as the
Miami General Employees, AFSCME Local 19070 AFL-CIO, for the
period of October 1, 1984 through September 30, 1987, subject to
the terms and conditions set forth therein.
PASSED AND ADOPTED this 1 th day of September . 1984.
ATTEST:
�L/ v
H NGIE
City Clerk
PREPARED AND APPROVED BY:
ROBERT F.
Deputy City Attorney
City Attorney
RFC/wpc/pb/027
Maurice A. Ferre
MAURI E A. FERRE, MAYOR
ESS:
86-1004
CITY COMMISSION
METING OF
OCT 10 1984
IRISOLUTION nj84'-1170