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HomeMy WebLinkAboutR-84-1170J-84-991 10/9/84 RESOLUTION N0. 84-1170 A RESOLUTION AUTHORIZING THE 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, FLORIDAs 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 1907, 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 10th day of September , 1984. ATTEST: 1: MU--U- 8 NGIE City Clerk PREPARED AND APPROVED BYs Deputy City Attorney City Attorney RFC/wpc/pb/027 Maurice A. Ferre MAURICE . FERRE, RIM CITY COMMISSION MEETING OF OCT 10 601 A CITY OIL MIAMI. FLORIOA INTER -OFFICE _ MEMORANDUM Howard V. Gary City Manager Dean R. Mielkel F Labor Relations Officer September suuccT:Contract Settlement with APSCME, Local 1907 This is to advise you that after seventeen lengthy bargaining sessions, the City negotiating team and GEA/AFSCME, Local 19071 have -concluded contract negotiations. The result is a new collective bargaining agreement with a •three year term* which expires on September 30, 1987, provided, however, t at wages And certain benefit issues for FY 86-87 will be discussed in the final year of the contract. For your edification, I am highlighting below the more salient changes together with an estimate of the cost impact developed by this office in concert with Management s Budget. ITEM Article 24 - Wages: Oct. 1984 - 30 a July 1985 - 54 Oct. 1985 - 34 i July 1986 - 5% FY 86-87: To be negotiated Increase night shift differential by five cents an hour. inirg unit now hires will be d pa •10%8 below Step 1 for their first year. Article 27 - Safety Shoes: Allowance is inar"sed to $44 in FY 84-85 and to $50 in FY 85-86. Article 28 - Tool Allowance: Increased to $80 in FY 94-85 and $85/quarter in FY 85-86 ESTIMATED COST INCREASB FY 84-85 $1,699,335 ($2,564,102 w/Aollup) FY 85-86 $2054,131 ($2, 773, 077 w/ibllup) FY 86-87 To be announced FY 84-85 - $14,000 FY 85-86 - $14,000 FY 86-87 - $14,000 r FY 84-65 $300,000 savings FY 85-86 $300,000 savings FY 86-87 $300,000 savings FY 84-85 $2,670 FY 85-N $5, 340 FY 86-87 $5,340 FY 84-85 $l, 220 FY 85-86 $2,440 FY 86-87 $2,440 84aw1170 • Howard V. Gary -2- September 19, 1984 Article 26 - Group Insurances The parties agreed to various modifications in the Plan which we anticipate will abate the degree of cost increases necessary to fund this benefit. Cost containment proposals such as increased hospital deductibles, subrogation, and incentives for out patient care will hopefully curtail the impact of spiraling rises in medical fees. Article 38 - Sick Leaves It was agreed that new hires will accrue less sick leave at the rate - of 80 hours per year rather than 961, and they will receive a more :conservative benefit for unused leave upon retirement. While no tangible savings will accrue from these changes, at once, we would anticipate a 20% reduction in sick leave payouts to occur in the future. Additionally, adoption of a firm, but fair httendance control program will ensure uniform attention to an important and costly productivity measure. We are advised that the Union will ratify the contract on October 3rd, and we recommend that the City's ratification vote take place at the October llth meeting of the City Commission. DRM:ewc cc: Manohar Surana, Director, Management & Budget 14 A i AGREEMENT BMEEN CITY OF MIAMI, MIAMI, FLORIDA AND MIAMI GENERAL EMPLOYEES AMERICAN FEDERATION OF STATE, COMITY, AND MUNICIPAL EMPLOYEES LOCAL 1907, AFL-CIO October 1, 1984 -- September 30, 1987 TABLE OF CONTB1iT$ ACCIDENT REVIEW BOARD =ti AGREEMENT =� ANNIVERSARY INCREASES w.i APPENDIX A i; APPENDIX B ►f ATTENDANCE AT MEETINGS/TIME POOL BLOOD DONORS BULLETIN BOARDS CALL BACK PAY COMMENDATION PAID LEAVE CONTRACT DISTRIBUTION ' DEATH IN FAMILY r DISCHARGE AND DISCIPLINE +' DISCRIMINATION DUES CHECKOFF EMPLOYEE EVALUATION 'EMPLOYEES BILL OF RIGHTS EMPLOYEES ACTING WITHIN SCOPE OF AUTHORITY FLOATING HOLIDAY TIME ?' GRIEVANCE PROCEDURE GROUP INSURANCE r' HOLIDAYS ILLNESS IN FAMILY j; JURY DUTY 1 LINE OF DUTY INJURIES =i LOSS OF EMPLOYMENT . MANAGEMENT RIGHTS MILITARY TRAINING LEAVE NO STRIKE j' NOTICES OVERTIME/COMPENSATORY TIME PARKING ;{ PREAMBLE PREVAILING BENEFITS RECOGNITION { REPRESENTATION OF THE CITY REPRESENTATION OF THE UNION REST PERIODS SAFETY SHOES SAVINGS CLAUSE SECURITY OPERATIONS SICK -SAVE TERM OF AGREEMENT TOOL ALLOWANCE TOTAL AGREEMENT TUITION REIMBURSEMENT UNION STEWARDS VACATION WAGES WORDING OUT OF CLASSIFICATION A ARTICLE 43 19 8 34 12 30 32 10 39 16 6 13 18 15 20 42 14 26 41 38 31 23 17 4 40 5 11 25 33 7 2 3 22 27 45 36 37 46 28 44 29 35 24 21 PAGE 4i 22 46 5� 36 11 33 35 11 41 19 5 12 21 18 23 44 13 28 43 41 34 24 20 42 4 11 26 35 6 1 2 24 29 45 36 37 46 30 45 32 36 25 23 2"L$ OF CONT'Kli'1'8 ACCIDENT REVIEW BOARD AGREEMENT ANNIVERSARY INCREASES APPENDIX A APPENDIX B ATTENDANCE AT MEETINGS/TIME POOL BLOOD DONORS BULLETIN BOARDS CALL BACK PAY COMMENDATION PAID LEAVE CONTRACT DISTRIBUTION DEATH IN FAMILY DISCHARGE AND DISCIPLINE DISCRIMINATION DUES CHECKOFF EMPLOYEE EVALUATION 'tMPLOYEES BILL OF RIGHTS EMPLOYEES ACTING WITHIN SCOPE OF AUTHORITY FLOATING HOLIDAY TIME GRIEVANCE PROCEDURE GROUP INSURANCE HOLIDAYS ILLNESS IN FAMILY JURY DUTY LINE OF DUTY INJURIES LASS OF EMPLOYMENT . MANAGEMENT RIGHTS MILITARY TRAINING LEAVE NO STRIKE NOTICES OVERTIME/COMPENSATORY TIME PARKING PREAMBLE PREVAILING BENEFITS RECOGNITION REPRESENTATION OF THE CITY REPRESENTATION OF THE UNION REST PERIODS SAFETY SHOES SAVINGS CLAUSE SECURITY OPERATIONS SICK ,LEAVE TERM OF AGREEMENT TOOL ALLOWANCE TOTAL AGREEMENT TUITION REIMBURSEMENT UNION STEWARDS VACATION WAGES WORKING OUT OF CLASSIFICATION ARTICLE 43 19 6 34 12 30 32 10 39 16 6 13 18 15 20 42 14 26 41 38 31 23 17 4 40 5 11 25 33 7 1 2 3 22 27 45 36 37 46 28 44 29 35 24 21 PACE 4i 22 48 52 7 36 11 33 35 11 41 19 5 12 21 18 23 44 13 28 43 41 34 24 20 3 42 4 11 26 35 1 6 1 1 2 24 29 45 36 37 46 30 45 32 36 25 23 AGREEMENT This Agreement• entered into this day of 1984# between the City of Miami (hereinafter referred to as the "City") and the MIAMI GENERAL EMPLOYEES AP'SCME LOCAL 1907, AFL- CIO, (hereinafter referred to as the "onion"). PREAMBLE WHEREAS, it is the intention of the parties to this Agreement to set forth herein the entire agreement of the parties concerning matters which are within the scope of negotiation: NOW, THEREFORE, the parties do agree as follows: ARTICLE 1 RECOGNITION 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 6, 1978, Certification #408, which includes all the classifications listed in APPENDIX A of the Agreement and excludes all classifications listed in APPENDIX B of the Agreement. ARTICLE 2 REPRESENTATION OF THE CITY Section 1. The City shall be represented by the City Manager, or a person or persons designated in writing to the Onion 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. Section 2. 0 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 rresiaent of the Union. The identification of representatives shall be made each year at least fifteen (15) calendar days prior to April let. 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 Onion 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) employ* IRA 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 retait,ed 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 y 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 overtimes 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 causes 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. i._ purchased; to establish, modify, combine or abolish job pay positional 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 Unison gram expressing its views to the legislative body at the pub �4"w11 lia budget bearing. Section 3. The City shall enforce and comply with the provisions of the Agreement so as not to violate the City Charter j 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 1 expressly modified or restricted by a specific provision of this Agreement are not in any way, directly or indirectly, subject to 'i the Grievance Procedure contained herein. �t Section S. 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 B 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. j 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. L• i Section 2. Neither the Union nor any of its officers, i 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, crood, national origin or political affiliations section 2. All references in this Agreement to employees of the male gender are used for convenience only and shall be construed to include Moth wale and female employees. 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 S. 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. 0 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 r Procedure. Section 3. If the City desires to change such job benefits, the matter shall be negotiated between'the City and the Union in t = accordance with Chapter 4470 Part II, Florida Statutes. s ARTICLE B ! ATTENDANCE AT MEETINGS/UNION TIME POOL - ;t 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 `P Conventions, the Civil Service Board, the Affirmative Action _ Advisory Board and the Pension Plan Board. Time off for the t Union President or any other bargaining unit employees to attend i. 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 followings A. The City agrees to establish an annual time pool bank of 3#500 hours to be used in accordance with the provisions 3 s F of this Article. All unused hours will be carried over i 4 to the following calendar year. f 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 pools 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 s prior to the time the employee has been authorised to use the pool time. It is understood on rage occasions the seven (7) day time limit may not be not. The President then she11jrjr 3 'r z' OA U forward a detailed explanation to the Labor Relations . Officer as to why the seven (7) day rule was not met. C. 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 i employee be released from duty during the desired time. =t' D. In reporting an employee's absence as a result of i utilizing the Union Time Pool, the daily attendance record shall reflects I "Employee Doe on AL" (Authorized Leave) l E. An. 4"4ii-v rprpived or any accident incurred by an IKE 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. F. 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 N. Flagler Street, Suite 501, Miami, Florida 33134, for consultation with the Management of the City of Miami. LF Z' 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. 4 L Y: T' 4 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 provisions of this Article in the event any portion of the Article is found to be illegal.• Canceling the Article shall not preclude further negotiations of future employee pool time. Section S. 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. ftployeen within the bargaining unit shall be represented by Stewards in areas of the City employment in the number and manner set forth in Section 70 The Union shall furnish Management a list of the Stewards' and alternate Stewards' names and their assigned areas, and shall kvep the list current at all times. a. go tection 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, s� shall be conducted so as not to interfere with the work �i 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 f 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 i 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 f 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 Y Union stewards:' A. Dinner Key offices and Recreation Personnel (1) A. Police Department building and Motor Pool Annex (1) C. Hickman suilding (AdministratiQn.Su )ding) ( i D. Pork* Operations# Public Works rettono, Golf =t,4 3 rat -1 12 tection 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 S. 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 Key offices and Recreation Personnel (1) B. Police Department Building and Motor fool Annex (1) C. Rickman Bailding (Administration Building) (1) D. Parka operations• 8ablic Works Operations, Golf Courses (2) 1 E. All Building and 'Vehicle Maintenance Divisions, and Department of Solid Waste (2) P. Municipal Justice building, Aire 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 - C- 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 8. Union Meetings C. Union Elections D. Reports on Union Committees (including the Union Political Action Committee) Section Z. 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. Tbi�c A shall dot preclude endorsements for the Civil Service Board or the pension board. Notices or announcements posted must be dated and must bear the signature of the Union President or his/her designee. In the event any non -Union material is posted on the bulletin board, it shall be promptly removed by a representative of the Union or by a representative of the City. ARTICLE 13 DUES CHECKOFF 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 !. In the event an employee's salary earnings within any pay period, after deductions for withholding, Social Security, retirement, group health insurance, and other prig ' .l 1 deducttons, 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 y period directly from the employee. Section S. 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) 4t 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 liabilityy (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 S. 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 fros 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, aftA "13W �= concerning the weaning, 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 I`° 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. r 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 (S) 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 841 -14- N4` f 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 e Grievance Procedure, within the time limits provided for the �= submission of a grievance in Step 1 by the Union President. The ». i 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, Er t limits herein provided unless -extended in writing by mutual agreement between the Labor Relations Officer and the Union 7 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 e opportunity to be present and receive a copy of the written `i response. A grievance shall be processed in accordance with the following procedures Step 1. — The aggrieved employee shall discuss the grievance with his — immediate supervisor outside the bargaining unit within five i (5) working days of the occurrence which gave rise to the —= grievance. A City employee Union representative will be given a reagonable 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. 8 LOU S e 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. St"e_. . 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. ml6w 2.. The arbitration proceeding shall be conducted by an arbitrator to be selected by the employer and the union within ten (lb) 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 changet 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 ■ay 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. S. The fee and expenses of the arbitrator shall be•paid by N the party which loses the appeal to arbitration. Bach party shall fully bear its casts regarding witnesses `�' representation. 7 w17.. X f - i _ 66 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 b. 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 clprification 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 $ball proceed. 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 R- 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 i notice of said discipline to the employee. Such notice of =; discipline shall be confirmed in writing to the employee and the Onion 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 J"'1170Agreement protesting such discharge or other disciplinary► se n. s A 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.: OR - 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 j 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 emplo ees, may not y y 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 911 70 Agreement protesting such discharge or other disciplinary Aclon�'` ,r 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 R 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 FF 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 t members and agents, waive any and all rights to a pre -hearing i 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, nay be considered as having resigned. Bail assignation shall only beM%01:170 11 '*40� reviewed, if applicable, by the City Manager or his designee. 3. Unexcused failure to return to work when recalled from _ layoff, as set forth in the recall procedure. 4. Unexcused failure to return to work after expiration of a formal leave of absence. S. Retirement. 6. Layoff for a continuous period of eighteen (18) months. ARTICLE 18 EMPLOYEE EVALUATION Section 1. Permanent full time classified employees covered F- 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 dervw,.,, Board tor 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 Pays 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 Read. Anniversary increases are not automatic. A Department Read 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. WZ2- 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 followings 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 bolds status. Such acting assignment shall not exceed one calendar year starti 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 ins fteabled as the result of an accident, injury or occupational di,iease incur V z, r t the line of duty shall be granted supplementary salary of which a art thereof is workers' compensation as p p 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 30, 1981, shall be eligible for - supplementary pay and workers' compensation pay to the extent that the total of such benefits shall not exceed eighty (80) percent of the employee's weekly pay prior to the line of duty injury, accident, or occupational disease. This benefit shall take effect only after the employee has been disabled for a period in excess of seven (7) calendar days. ARTICLB 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 38 July 1, 1985 58 October 1, 1985 39 July 1, 1986 5rk 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. I Section 3. A night shift differential of $.50 per hour will be paid to bargaining unit employees who work a regular established shift between the hours of 6:00 p.m. and 8t00 a.m. however, more than one-half of the hours of the regular established shift must be within the hours of 6:00 p.m. and 8:00 a.m. Night shift differential will only be paid for hours actually worked during the night shift differential period and will not be paid for any overtime hours and will not be used to calculate any overtime pay rate. Night shift differential shall not be used in calculating average earnings for pension purposes. Section 4. Employees shall receive no additional pay 1 supplements except as are specifically provided by this Agreement. Section 5. Bargaining unit employees who are hired on or after October 1, 1984 shall satisfactorily serve a probationary period of one year prior to gaining permanent status in the classified service. During that probation, employees shall be paid at a rate that -is ten (10%) percent below Step 1 of the pay range to which their classification is assigned. Upon attainment of permanent status, the employee shall be placed at Step 1 of his classification's pay range. Where deemed necessary by the Director of Human Resources, individual exceptions to this section relative to hiring rates may be made. Section 6. Employees shall become eligible for longevity increases based upon their most recent date of hire into the classified servicef provided, however, that when the employee is not in a full pay status, it shall cause the effective date of the increase to be deferred by the same number of calendar days embraced by said period of time. This provision shall apply to employees who attain ten (10) or fifteen (15) years of continuous classified service on or after January 1, 1984. AWICLB 25 MRTIME/C MPENSA�TORY TIME Section 1, Those classification$ listed in Appendix A with p an asterisk M by the classification shall be considered + basis and be ineligible for overtime pay, r +� 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. z Section 4. All authorized work in excess of an eligible j 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 S. Eligible employees performing compensable -- ,. overtime work shall, at their discretion, be paid time and one- half 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 — ap propriately reduced by such time off. If an employee leaves i 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 shell utilise such excess time by September 30, 1985 or they will be compensated for it in the manner described by this section. j -27- jam' Section Z. 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 S. Eligible employees performing compensable overtime work shall, at their discretion, be paid time and one- half at their straight time hourly rate of pay or shall be given z 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 ►w 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 utilise such excess time by September 30, 1995 or they will be compensated for it in the manner described by this Section. �. 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. r 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 150 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 summarise the level of coverage to which the parties have agreed. The language of the booklet shall not be grievable. S4 FIR — 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 ahy 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. _= k 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 f 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 auto"tic basis. OFF - 9F Section 5. At the earliest practical timer the City shall make available to the Union members a payroll deduction to purchase local Union sponsored insurance programs. Upon receipt of appropriate authorisation 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 11 officers, officials, agents and employees harmless against ariy 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 applys 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 i 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. 84"w,l Section 3. Employees in those classifications required to I 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 Y required b the employer will be replaced when worn out or 9 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 1 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. I Section 2. Mechanics' tools, which are stolen due to .EE - Ab r _WE 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. M6 Section 4. The Department Director, or his designee, shall provide a required minimum list of tools for Automobile Mechanic iMotorcycle Mechanic,, Heavy Equipment Mechanic, Maintenance Mechanic, Auto Body i Painter, Welder, Machinist, Mason, t 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 clae.sification 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 b. Effective Fiscal Year 1585-86 the tool allowance referred to in Section 1 shall be increased to Eighty-five A ($85,00) dollars quarterly. *31� fi� AnICLE 29 TUITION REIMBURSEMENT Section I. 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 servic0 through a deduction from bin/her last paycheck. ARTICLS 29 TUITION AEIMBUPSEMENT 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 itcontinuance 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 -AA approved by the City Manager or his designee. Course work taken JM 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 feesg 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 courses) 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 servicq through a deduction from his/her lost paycheck. d g ...E .. 'fir i s„n•; Sodtion S. 7b 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. AVICLE 30 CALL BACK PAY Section 1. Any employee eligible for overtime shall, if recalled to duty during off -duty hours, receives a minimum of three (3) hours plus one (l) Dour gravel time, raid +et the: overtJ49.;stet The pnrtles agree that call-back hours ObSIX, QA"4170 11P33ow 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. AMICLE 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 j 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 changl4s 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 frca the Human Resources De a tment aliowin th 1 moll Mn _ _ p r _ g e amp oyes packing 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 Manager,or his designee, may grant up to forty (40) hours of paid 1 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 stray 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 consistent with budgetary constraints. ..3 50. 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) i . months after the end of the calendar year in which the vacation was earned. Effective January 1, 19851 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 recognise 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 Mismi Police Department When the Chief bits reason to believe that there is potential for the Security of the Department to be compromised, w36-' 0 �, 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 care an Section 1. The parties agree that discretion shall d 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 i 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 (6) hours sick leave per month provided that the employee is in pay status at least fifteen (15) working days per month. ion 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 End 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. 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) working 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 4nd Police Department wherein departmental rules will apply. Section S. 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. J 5 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) working 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 ;nd Police Department wherein departmental rules will apply. Section 'S. Any employee absent on sick leave for more than three (3) consecutive work days oust check with the City Physician for approval before returning to work. a ok, O'k." Section 6. Any employees covered by this Agreement who exercise normal retirement after January 18, 1979, shall be paid for all unused sick leave up to a maximum of eight hundred (800) i; 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 i 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 18, 1979. E Section 7. Any employees covered by this Agreement who f exercise normal retirement after October 7, 1979, shall be paid i for all unusea sicx 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 S. Any employees not covered by Section 6 and Section 7 of this Article who exercise normal retirement after October 1, 1981, 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. Roployees who resign in the face of discharge after the effective date of this Agreement shall not regeve compensation for unused sick leave upon termination or retirement. VITT N -_ """ Ook w 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. w39- A Ahnuel_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 schedules Number of Instances 4th instance in annual period Sth instance in annual period Gth instance in annual period 7th instance in annual period Discipline Written reprimand Written reprimand Five (5) work day suspension w/o pay 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 1, 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 250 More than 10, but less than 15 years of service M More than l5, but less than 20 years of service 75 More than ` 20 years of service loot 3 -40 L 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 x household shall be limited to the employee's immediate family and such member must maintain the employee's household as his/her M; 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 authorised 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 mediate family is defined as father, mother, sister, brother, busban"'"' X w41- F. _ C �►' ' y r = H- - wife; Cbildken, 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 i 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 OR" day will result in his or her dismissal. �kf 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 _ a = Section 1. All employees who are either reserve officers or enlisted personnel in the Florida Defense Force, the National k 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 go i defense exercises or other training ordered under the provisions of the U.S. Military or Naval Training regulations or under #% �11 70 CITY _AT f provisions of the Florida Defense Force or the National Guards 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 Veterans' Day Memorial Day. Thanksgiving Day Independence Day Day after Thanksgiving Labor Day 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. It an employee works at least seven (7) hours of his regular s t UPM w4I! i 4b = l the employee will either be charged one hour of "Ew 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 yea,.. tiuow rwployees covered by this Article who work less than a regularly scheduled forty (40) hour week.shall receive a pro -rats 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 year or be forfeited. The floating holiday hours off are not subject to being converted to cash during the employee's employment or as severance pay upon the employee terminating his employment with 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. 9.44W CITY ATTV4AE11- - - - a Y► a i 1 . 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 Pow agreements arrived at by the parties after the exercise of that right and opportunityare 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 .. ag = through the Civil Service Board, City Manager or the City Commission during 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 ,anker 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 l of this Article.WWW j CITY ATTOWE r N- ARTICLE 44_ d 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 M= WE 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 b g y the parties after the exercise of that .right and opportunity are set forth in this PPo Y Agreement. Section 3. The parties agree that this Collective P 9 ;j 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 A .' Commission during the life of this Collective Bargaining Contract. ARTICLE 15 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 - Agreement the shall remain in full force and _ �►9 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... ` -- CITY ATTOEY _ '� i I �6 . ARTICLE 44 TOTAL AGREEMENT Section 1. This Agreement, upon ratification, constitutes the complete and entire agreement between the P g parties, and concludes collective bargaining for its term._ Section 2. The parties acknowledge that during the E- 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 k conditions of employment during the life of this contract and no request shall be made to increase wage or other employee benefits r through the Civil Service Board, City Manager or the City Commission during the life of this Collective Bargaining IF 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. ".mil" _T CITY AT W45W • AICLS 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 11s59 p.m., September 30, 1987; provided, however, that the parties shall meet not later than May 1, 1986 to reopen negotiations on the specific matters addressed in Article 1 - Recognition, Article 24 - rages, 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. W46V Clef A • Agreed to this day of , 19 , by and between the respective parties through an authorized representative or representatives of the Union and by the City Manager. ATTSSTs MIAMI GENERAL EMPLOYEES AFSCME LOCAL g1907, AFL—CIO - s ATTEST: ON THE PART OF THE CITY OF MIAMI,_ MIAMI, FLORIDA E CITY 4 APPENDIX A ti Occu ation 1 QCcu ational Salary, . p .., t e range.- 1005 Mail Clerk 14A 1006 Mail Clerk Sr .16A 2010 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 r 1039 Pension Clerk 14A 1105 Cashier I 15A '= 1106 Cashier II 17A •.c 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 16A t _ 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 - e 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 i Referral Spec 16A 1363 Info i Referral Aide 12A 1405 Photographer I 20A 1406 Photographer II 22A *1407 Photo Editor 24A 1419 Public Relations Aide 27A *1420 Publicity writer 2$h 1421 Public Rltn Agnt 234 *1422 Public Info Ofcr 204 *1425 Convents Kqr Ast 29A. 1428 Convts Rep 21A 1505 Switchboard Oper 10 1521 Phototypesetter 17A' 1522 Cara: pl�atomaker 1 !!► 1523 Of feat Ptess der#t 19A.:: 1524 Offsetatress "Aperator Sr 21J► g. UP 1526 Photol. ithog apher 1S30 Print' Shop 8e1per l l►." -40 : CITY A A tb n 2 OcO tioai cu ational 2 -- --- salary �e le ny I �p. *1540 Systems Engr I 26A *1541 Systems Engr Ii 30A 1554 Computer Op I 20A 1555 Computer Op It 22A *1557 Computer opr Supv 26A I 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 ISA 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 Bloc Insp I 25A — - *2121 Bloc 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 Hoch Insp I 25A *2159 !tech Insp II 27A 2169 Codes Com Insp I 23A *2170 Codes Com Insp II 26A 2173 Envir Inspector 23A -- *2176 Supv Permits i Rev 29A _ 2204 Graphic Illustr 22A 2205 Planning III I 19A 2206 Planning Ill 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 Spc1 26A *2228 Housing Rhb Ln/O Sr 26A 2229 Housing Rhb Ln/O 23A 2230 Housing Rhb Est 23A *2231 !lousing Rhb Set Sr 2" 2232 *w Prq Analyst 22A 2233 8oc Prg Analyst Asst 20A 2240 Asst Hang Rebab Ln Offr I" 2244 Asst !fang Rebab Estimator 19A 3001 Laborer l 1SA 3002 Laborer ll 15A 3005 Laborer Ill 17A 3010 Labor Crew Ldr l l0A 3011 Labor Crow Ldr ll 22A #3012 Fabl is 91oarke Supv 20A occupational Cde` s 3104 310'S 3106 3107 3301 3302 3303 3304 3305 3308 3309 3310 3311 3319 3320 3321 3323 3324 3325 3326 3327 3328 3334 3335 3336 3337 3338 3339 3340 3341 3350 3351 3360 3362 *3368 3374 3402 3404 3405 3406 3407 3408 3409 3410 3411 *3415 4005 4006 4007 5000 5002 $019 5020 5022 *5023 5024 5025 *5026 *5027 $030 5050 *5065 *5067 5070 $071 *5075 *5079 occupational Salary Title Range Auto Bqp Op I 17A Auto Sqp Op II 19A = Auto EqP Op III 21A -_ Auto Eqp Op IV 22A Maint Mech helper 17A Maint Mechanic 20A Maint Mech Supv 23A Aprtc Air Cond Mech 06Q Air Cond Mech 26A Aprtc Electrician 06Q Elec Maintenance 23A Electrician 26A Elec Supervisor 27A Aprtc Line Worker 04Q Elec Line Worker 24A Elec Line Supv 26A Aprtc Plumber 06Q Plumber 26A Aprtc Carpenter 010 Carpenter 21AIF Carpenter Supv 23A Mason 21A =_ Aprtc Painter 000 Painter 20A Auto Body Wrkr/Pntr 22A Painter Sign 21A_ Painter Supv 23A Auto Pnt/Bdy Shop Supv 24A Pipefitter 19A Pipefitter Supv 22A- Welder 22A Machinist 25A Stadiums Asst 16A� Stadiums Asst Sr 19A Maint Coordinator 25A Police Fac Asst 19A Fuel Fac Att 15A Auto Mech Helper 17A Aprtc Auto Mech 02Q Auto Mechanic 23A Auto Mech Supv 25A Fuel Fac Supv 21A Heavy Eqp Mech Helper 18A Heavy Eqp Mech 24A Heavy Eqp Mech Supv 26A Equip Op Supv 27A Custodian I 14A Custodian II 15A Custodian Supv 17A Police Trainee 20A Public Service Aide 16A Identification Aide 164 Police Comm Clerk 18A Pol Prop Spec I 174% Fire Range Oper 26A Pol Prop Spec II 194 Ident Tech I 22A ISent.Tech it 26A ID Unit Supv 28A Latent Print $xaminer 24A Via" Lquip Oper 20A luster AUrms Supv 24A Spec Rvetnts Coord 25A Crime Analyst 1 .22A Crime Analyst 11 2" Pol eon Prg Sp 27A Emergency Plan Spec 29A w50lo CITY A' occupational Occupational e TItle 5304 Fire Sfty Spec *5320 Video Program Spec 5402 Comm Tech Appr 5404 Comm Repair Worker 5405 Comm Tech 5406 Comm Tech Supv 5415 Comm Operator 5416 *5420 Telc SysrDevpMgr 5510 Guard 5520 Stable Attendant 5529 Facility Attend 5530 Marinas Faclt Att 5537 Laboratory Aide 5538 Worker Trainee 5550 Conven Rep Intern 6003 Grounds Tender 6005 Park Tender I 6007 Park Tender II 6010 Greenskeeper 6015 Tree Trimmer 6016 Tree Trimmer Crew Ldr 6020 Cemetery Sexton 6021 Parks Naturalist 6025 Nursery Tender *6026 Horticulturist 6035 Parks Supv I 6036 Parks Supv II 6037 Parks Gen Supv *6055 Fac i Grds Tf Mgr 6068 Marinas Aide 6105 Lifeguard 6106 Pools Manager 6107 Pools Supervisor 6114 Rec Leader I 6115 Rec Leader II 6116 Rec Leader III *6117 Rec Program Coord 6120 Tennis Supv *6123 Prg Cord Handi *6124 Prg Cord Hand Asst 6127 band Prgm Asst 6126 Hand Prgms Leader 6129 Hand Prgms Spec 6135 Baseball Supv *6140 Cultrl Prg Planner *6142 Aquatics Prg Planner *6144 Gen Rec Prg Planner 6146 Rec District Supv 6148 Rec Specialist Sr 6249 Rec Specialist 6152 Boxing Supervisor *6302 Day Care Ctr Supv 6303 Day Care Tech 6304 Day Care Asst 6305 Day Care Aide *6310 Day Care Sao Worker *6311 Day Care Soo Worker Sr *7010 Youth Caseworker 1 *7011 Youth Caseworker II *7012 Youth Caseworker III 7010 Vbcational Counselor *7019 Citisen FxOm.Supv *7021 Com Invol Spec 7024 Refuges Counselor W51W sad Range tinge 23A 23A 03Q 21A 25A 27A 20A 22A 33A 13A 15A 14A 13A 14A HlA 04A 16A 17A 19A 23A 16A 16A 20A 21A 17A 23A 18A 22A 23A 26A 16A 17A 19A 22A 15A 17A 20A 25A 19A 27A 25A 12A 20A 18A 20A 25A 25A 25A 24A 21A 18A 22A 23A 22A ISA 13A 22A 24A 20A 24A 26A 21A 28A 21A 17A CITY ATTO4 Occupational -mod Occupational a .." Sala a 5304 hire Sfty Spec 23A *5320 Video program Spec 23A 5402 Comm Tech Appr 030 5404 Comm Repair Worker 21A 5405 Comm Tech 25A 5406 Comm Tech Supv 27A 5415 Comm Operator 20A Comm5416 *5420 Telc Syr sDevpMgr 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 Parka Gen Supv 23A *6055 Fac i Grds Tf Mgr 26A -- 6068 Marinas Aide 16A 6105 Lifeguard 17A 6106 Pools Manager 19A 6107 Pools Supervisor 22A 6114 Rea Leader I 15A 6115 Rea Leader II 17A - 6116 Rea Leader III 20A *6117 Roe Program Coord 25A - 6120 Tennis Supv 19A *6123 Prg Cord Handi 27A *6124 Prg Cord Hand Asst 25A 6127 Band Prgm Asst 12A 6128 Hand Prgms Leader 20A 6129 Band Prgms Spec 18A 6135 Baseball Supv 20A *6140 Cultrl Prg Planner 25A *6142 Aquatics Prg Planner 25A *6144 Gen Rea Prg Planner 25A 6146 Roc District Supv 24A 6148 Roe Specialist Sr 21A 6149 Roc 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 Boa Worker 22A *6311 Day Care 8oc Worker Sr 24A *7010 Youth Caseworker I 20A *7011 Youth Caseworker 11 24A *7012 Youth Caseworker III 26A - 7018 Vbcationol Counselor 21A *7019 Citimen Pr9m Supv 28A —` *7021 Cowm Invol &pee 21A 7024 Refugee Counselor 17A APPENDIX B Occu ational Occu ational galary e Title WERE 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 a Safety Off 26A 1325 Personnel Adm Asst 32A 1326 Validation Supv 34A 1329 Manag Anal Asst 24A 2330 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 a Devt Spec 28A 1345 Fiscal Assistant 22A 1350 Marketing Supervisor 29A 135.2 Business Develop Sr 28A 1356 Business Dvlpfant Supv 31A 1358 Supv of Econo Res 31A 135.9 Econo Anal Princpl 30A 1365 Training Officer 2" 1366 Staff Analyst Asst 2" 1367 Staff Analyst 26A 1368 Staff Analyst Or 28A 1369 staff Analyst Prncpl 30A 1414 Public Rol Splst 29A 1415 Fire Into Spec 29y 1416 Publicity News Mgr 31A Hourly Hourly Hourly Hourly -$21- CITY i rye Occupational, code enu ation 1 Title Salary 1423 City 2nfor Offcr 31A 1424 Conven Actvy Coord 28A 1426 Conventn Mrg 31A 1427 Auditrm Mgr Asst 27A 1440 Fac Prom Agent 23A IS28 Print Shop Asst Supt 27A IS29 Print Shop Supt 30A 1537 Prod Ctrl Spv 23A 1539 Documentation Spec 27A IS60 Programmer Asst 23A 1562 Systems Programmer 29A 1566 Programmer Jr 26A 1567 Programmer 26A IS68 Programmer Sr 30A 1569 Programmer Chief 32A IS70 Sys Soft Manager 34A 1571 Sys Maint Supv 30A 1572 Computer Opr Chief 32A 1573 Data Base Manager 34A 1576 Sys Analyst Sr 32A IS77 Project Analyst 33A 1580 Sys Devlop Mngr 36B 1582 Teleprocessing Coord 28A 1584 Data Librarian 20A IS86 Scheduler/Expediter 21A 1588 Info Center Spec 30A 1618 Tax s Lic Supv 29A 1628 License Insp Chf 26A 1810 Claims Invest I 20A 1812 Claims Invest II 24A - 1614 Legal Invest I 20A Isis 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 2222 Planner III 3" 2223 sousing Prog Supv 33A _= 2226 Housing Spcl Prncpl 31A 2227 sousing 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 Sonit Supervisor 25A 3025 Waste Col Supt Ast 28A 3026 Waste Col Supv 33A i 3370 prop Mmiat Asst Supt 28A 3371 Prop Maint Supt 31A 3375 Bldg: XoLnt Supv 28A 3420 Garage Asst Bupt 28A 3625 04rese Built 33A 3984 at Troininq 0ftr CBTA 28A 3090 ft IS 6 Train Coord 348 $016 ro Prop Lint "gr 324 $017 pol drop Vat Asst Mgr 29A S0l8 Rol fcop Unt Supv 354 $040 Rol pudgst/pers pupv 32A 5060 polio* ftoords Suer 354 $074 W49fic fifty A& 32A _ CITY Ai Hourly sw= 000960onal ticcu etio 1 m T t e Salary ng_e 5312 Excree Physiologist 27A 5314 paramedic Instructor 27A 5316 Fire Sery Instructor 24A 5318 Aire 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 12H 5704 Clerk II M/C 14M 5706 Clerk III M/C 16M 5708 Clerk IV M/C 20H 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 17H 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 14H 5733 Civil Eng II M/C 30M 5734 Civil Eng III M/C 33M 6047 Parks Tch Ser Spv MiC 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 H18 7004 Medical Asst 16A 7006 Nurse Head 28A 7008 City Physician 398 7015 Police Staff Psy 33A 7023 Citan Part Supv 26A 7031 Sanit Insp II 23A 7032 Sanit Insp Chief 26A 7500 Exec Sec City Atty 238 7505 Sr Secretary 218 9000 Adm Asst to the CM 132 8001 Writer -Editor 132 0002 Commissioner's Aide AAE $003 Admin Asst - City C 04E 8004 Dir Public Infor 19C Boos Admin Asst Sr - City C 062 $006 Market Services Adm 318 9007 Trade/Com Admin 338 B006 Secretary III 19A $009 Special Aide OAR Soto City Attorney H72 Soil Prot liaison Aide 145 6012 Marine Develp Spec 158 8013 City Clerk k4Z 0014 Asst City Attorney k21 $015 Agin Sooty 1 039 � •54� ---CITY ATT04LEY Hourly Hourly Hourly Hourly Hourly Hourly Hourly Hourly Hourly Hourly Hourly Hourly Hourly Hourly Hourly Hourly Hourly Hourly Hourly Hourly LN Occupational A, Occupational e salary lunge 9016 City Manager X62 8017 Deputy City Attorney 152 Bois Admin Beaty II OSE 8020 Special Asst to Mgr 22E 8021 Executive Secretary 08E 8023 Labor Relns Splt 10E 8024 Exec Asst Data Mgt 348 8025 Asst To City Mgr I 17E 8027 Exec Asst to Mayor 189 8028 Asst Director II ISE 8029 Purchasing Officer 17B 8030 Asst Director I 1SE 8031 Secy Civil Sery 8rd 18E 8032 Director I 19E 6035 Director VII 27E 6037 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 6045 Director IV 24E 8046 Director VI 26E 8047 Asst Director IIA 19E 8048 Director IIA 22E 8050 Asst To Director-Rec 318 6051 Asst Director IV 21E 6054 Chief to the Rescue 21V 8055 Asst Chief Police 24W 8056 Asst Chief Fire 24V 8057 Director of Training 21V $058 Chf of Fire Preven 21V 8061 Asst to City Mgr II 21E 8062 Affirm Action Supv 32D 8063 Watson Isl Proj Dir 21E 8064 Asst City Manager 28E 8067 Labor Relation Officr 25E - _ 8071 Assistant City Clerk X32 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 9082 Admin Asst I 25A -- 8084 Receptionist 01E _-- 6091 General Clerk OAE 8092 Asst to City Mgr III 25E $098 Exect Asst Fire Chf 32X 8099 Executive Aide 08E �_ 8102 Sr Protocol Ofcr 288 8106 Dir Labor Relations 26E 8206 Admin Asste III 318 8705 Guard 13A 8710 Info i Referral Aide 12A 8715 Info i Referral Spec 16A —_ 8720 Employ Interviewer 17A 8725 Refugee Counselor 17A 8730 .Job Developer 19A 8735 hoc Prog Analyst 22A 0740 Soc Pry Anal Sr 25A $745 Ant to Fine Cf U69 i Z 360 0747 Building Official 318 $760 Urban Develop Coord 169 0762 Asst Dr Ovtw P/W R 199 TT08NE7 _- ��+i A.,.=-s r ue Hourly Hourly Hourly Hourly Hourly Hourly Hourly Hourly 4 L 7x r'1 ��u atiion�►1 O�ou atio+ nal,� salary' .� 8764 financial Dev Adm 18E 228 _ 8773 Admin Aide It pension Board Adm 19E = 8774 8775 Off of prof Compl Dir 318 28A 8777 Prof Compi Rep Sr 26A 8778 prof Compl Aep Stadiums Admin 22E 8785 Auditoriums Admin 21E 8785 w54,w T. CITY ATTO�