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HomeMy WebLinkAboutR-81-0740A RESOLUTYON AUTHORIZING THE CITY MANAGER TO ENTER INTO THE ATTACHED COLLECTIVE BARGAINING AGREEMENT BETWEEN THE CITY OF MIAMI AND THE EMPLOYEE ORGANIZATION KNOWN AS THE MIAMI GENERAL i EMPLOYEESt AFSCME LOCAL 1907, AFL-CIO, FOR THE PERIOD OF OCTOBER 1, 1981 THROUGH SEPTEMBER 30, 1984, SUBJECT TO THE TERMS AND CONDITIONS SET FORTH THEREIN. BE IT RESOLVED BY THE COMMISSION OF THE CITY OF MIAMI, FLORIDA: Section 1. The City Manager is hereby authorized to enter into the attached Collective Bargaining Agreement between the City of Miami and the employee organization known as the Miami General Employees, AFSCME Local 1907, AFL-CIO, for the period of October 1, 1981 through September 30, 1984, subject to the terms and conditions set forth therein. PASSED AND ADOPTED this 11th day of AUGUST , 1981. 3b �► v r PH G. ONGIE APPROVED AS TO FORM AND CORRECTNESS: GEORGE F. KNOX, JR. CITY ATTORNEY MAURICE A. FERRE M A Y 0 R my COMMISSION i MEETING OF auc 11 ass NJ..................... I ... N.N..NN..1....N..M. NAA r .• im ---fimffN -ter' N y� () . NOTICE OF CABLE TELEVISION PUBLIC WORKSHOP t All interested persons and organizations that serve 1 the City of Miami, Florida are invited to attend a public workshop to ascertain .the needs that the community has regarding the use of cable television communications. This workshop will be held at 7:30 p.m., Thursday, August 6, 1981 in the Commission Chambers in City Hall, Dinner Key, 3600 Pan American Drive, Miami, Florida. The results of this meeting will be used to assist the City in developing an agreement with the successful applicant for a City of Miami cable television license to provide staff, equipment and programming for the benefit of the. Mispi community. For further information, call the office of Inter- governmental Affairs..!Fp-6888. Howard V. Gary City Manager 81'740 I 4 ` x 8� ADDENDtD1 NO• HMO OP VNDiSRSTA140I0G 45 isULL1ST ilOARDt two MEMO OF 1Eti�ERSTAiiDtwo + 46 tt"m - ANCE PROoRAMS MEMO OF ONDERSTANDIiki +- 47 MANAGEMENT RICH" MEMO OF UMNSTANDING - 48 PENSION PLAN MEMO OrUNDERSTANDING - 49 SODATES 1 — AGREEMENT ANNIVERSARY INCREASES XIX 21 5_- APPENDIX A 54 APPENDIX 8 57 APPENDIX C ATTENDANCE AT MEETINGS/TIME POOL IX 8 34 BLOOD DONORS kXXIV XIII 12 BULLETIN BOARDS XXX 3Z_r CALL BACK PAY CARRYOVER OF VACATION TIME XXXV 35 2 CETA EMPLOYEES II XXXII 34 COMMENDATION PAID LEAVE XI 11 CONTRACT DISTRIBUTION XXXIX 38 DEATH IN FAMILY DISCHARGE AND DISCIPLINE XVI 19 6 DISCRIMINATION VII XIV 12 DUES CHECKOFF EMPLOYEE EVALUATIONS XLIII 20 EMPLOYEES ACTING WITHIN XX 22 SCOPE OF AUTHORITY XLII 40 FLOATING HOLIDAY TIME XV 14 GRIEVANCE PROCEDURE XXVI 28 GROUP INSURANCE XLI 40 HOLIDAYS ILLNESS IN FAMILY XXXVIII XXXI 38 33 JURY DUTY LABOR/MANAGEMENT COMMITTEE XLIII 41 24 LINE OF DUTY INJURIES XLIII XVII 20 LOSS OF EMPLOYMENT V 4 MANAGEMENT RIGHTS XL 39 t MILITARY TRAINING LEAVE VI 5 NO STRIKE Xii 11 NOTICES OVERTIME/COMPENSATORY TIME V 26 34 PARKING XXXIII — 1 PREAMBLE PREVAILINP BENEFITS Vill 7 I RECOGNITION REPRESENTATION OF THE CITY I III 2 3 REPRESENTATION OF THE UNION IV XXII 24 REST PERIODS XXVII 28 SAFETY BROSS ,V 42 SAVINGS CLAUSE XXXVI 35 SECURITY OPERATIONS XXXVIIi 36 SICK LEAVE XLVI 43 — TERM OF AGREEMENT XXXLV1vill 29 TOOL ALLOWANCE XLIV 42 - TOTAL AGREEMENT XXIX 31 TUITION REIMBURSEMENT X 10` UNION STEWARDS XXIV 26 s WAGES WORKING OUT OF CLASSIFICATION XXI 23 $7 ar - This Agirsesef+ty entered into this ..66- day 6f • 19�1• between the city of Miami 04"inaftet rep= terra Vto as the *City*) and the MIAMI GENERAL EMIPLOVEES ArSCME LOCAL 19070 AP10-MO, (hereinafter retorted to as the *Union*). 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 negotiations: NOW• THEREFORE, the parties do agree as follows' ARTICLE I RECOGNITION Section 1- Pursuant to and in accordance with all ap- plicable provisions of Chapter 447, Florida Statutes, as amended, the City recognizes the Union as the exclusive bargaining repre- sentative for all employees included in the bargaining Section 2. The bargaining unit is as defined in the Certification issued by the Florida Public Employees Relations Commission on June 6, 1978, Certification 4408, which includes all the classifications listed in APPENDIX A of the Agreement and excludes all classifications listed in APPENDIX 8 of the Agree- ment. -1- 81 -740 x , ftdti66 la Im city aria the pinion recognita that the rules, regulations and appeals procedure covering enA-funded employees are set by the Federal government and as such arse mot subject to negotiations or changes by local unions or municipal gbvernme�ts. Section 3. Bargaining unit CETA employees' appeal fros► discharge, or suspension shall be consistent with applicable red - teal rules or regulations issued by the CETA ProgrAMI therefor*, Article mi, Discipline and bischarge, as agreed to between the city and the Union, only applies to parnanent, classified Civil Service employees. Section 3. Notwithstanding any other article, clause or section elsewhere in this Agreement, should the Public Employees Relations Commission of the Stat* of Florida determine current or future CETA employees holding positions within the Bargaining Unit are not appropriately part of the Bargaining Unit, said CETA employees shall forthwith cease to be represented by the Union for purposes of collective bargaining. ARTICLE III REPRESENTATION OF THE CITY Section 1. The City shall be represented by the City Manager, or a person or persons designated in writing to the Union by the City Manager. The City Manager or his designee shall have sole authority to execute an agreement on behalf of the City upon being directed by official resolution of the City Commission. Section 2. It is understood that the City Representative or Representatives are the official representatives of the City for the purpose of negotiating with the Union. Negotiations en- tered into with persons other than those as defined herein, re- alum tolit e" Ata mall haws! no Wsight df aftMttl" bt Ift 0* "1 abiifating the City. Amicts IV KNORE9EN2'ATION of TOE UNION Station 1. the Union shall be represented by the Preal- dent of the Union, or by a person designated in writing to the i City !tanager by the President of the Union. The identification of representatives shall be made each year at least fifteen (IS) calendar days prior to April 1st. Said designation shall be ac- companied by an affidavit executed by said President that the Union has complied with all requirements of State law in effect I at that time with respect to registration of the Union. Section Z. The President of the Union# or the person designated by said President, shall have full authority to con- clude an agreement on behalf of the Union subject to a ratifica- tion. is understood that the Union representative is the of- ficial t P ficial 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 associ- ation with the Union, shall be deemed unauthorized and shall have no weight of authority in committing or in any way obligating the Union. It shall be the responsibility of the Union to notify the City Manager in writing of any changes in the designation of the President of the Union or of any certified representative of the Union. Section 3. The Union may be represented at negotiation sessions by not more than four (4) designated employee represen- tatives. The four (4) employee representatives may be permitted -3- 81 •740 1 estat at i#f if $Nitta =; 8 ftow wAlthettsed SM shall hive wo Weight of Aft #ir aftMttlae at in any fty abligatthe the WY6 Aftlet's iv 1tfPRESER'1'ATION of THE UNION Section 1. The Union shall be represented by the Presi- dent of the Oniony or by a person designated in writing to the City Manager by the President of the Union. The identification of representatives shall be made each year at least fifteen (1S) calendar days prior to April lot. Said designation shall be ac- companied 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 Z. The President of the Unions or the person designated by said President, shall have full authority to con- clude an agreement on behalf of the Union subject to a ratifica- tion. it is understood that the Union representative is the of- ficial 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 associ- ation with the Union, shall be deemed unauthorised 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 Kanager in writing of any changes in the designation of the President of the Union or of any certified representative of the Union. Section 3. The Union may be represented at negotiation sessions by not more than four (4) designated employee represen- tatives. The four (e) employee representatives may be permitted -3- 81 -740 is # t6 stwd ft"ftlatiaft it diets UP ," +tw i+t "i is Ott that It OW etf the tear # d 1 et�epietyt t d .I A tatifine is the Won president on fall time *elea** lit aae rdsaa With the terms of Article ix, Attendance at Meetimgs/ Won Thee Pool, then only three (3) employees ray be released from duty with no loss of pay or emoluments. ARTICLE V MANAGEMENT RIGHTS Section 1. The Union agrees that the City has and will continue to retain, whether exercised or not, the right to war - ate 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 re- tained by the City. The rights of the City, through its manage- ment officials, shall include, but shall not be limited to, the right to determine the organization of City Government; to de- termine the purpose of each of its constituent departments; to exercise control and discretion over the organisation and effl- t ciency of operations of the City; to set standards for service to be offered to the publics to direct the employees of the City, —" including the right to assign work and overtime; to hire, exam- ;. ine, classify, promote, train, transfer, assign, and schedule employees in positions with the Cityt to suspend, demote, dis- charge, or take other disciplinary action against employees for proper causes to increase, reduce, change, modify or alter the composition and site of the work force, including the right to relieve employees from duties because of lack of work or fundss td 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 wade or purchased; to estab- lish, modify, combine or abolish job pay positions; to change or eliminate existing methods of operation, equipment or facilities. i i 1; is -` 81 -740 H N i kletioe 2, tM City has the sole aathotity t6 �sf_Mt t i� the purpose AM oiasieft of the City,, to prepate and submit MOO gets to be adopted by the City Commission. This shall hot pro= hibit the Union troll oxpresaihq its views to the legislative body at the public budget hearing. Section 36 The City shall enforce and comply with the provisions of the Agreement so as not to violate the City Charter or the existing Civil Service Rules and Regulations (Ordinance 6945 as amended). Section 4. Those inherent managerial functions, prerogatives and policy -making rights which the City has not expressly modified or restricted by a specific provision of this Agreement are not in any way, directly or indirectly, subject to the Grievance Procedure contained herein. Section S. Delivery of municipal services in the most efficient, effective and courteous manner is of paramount impor- tance to the City of Miami. Such achievement is recognized to be a mutual obligation of both parties within their respective roles and responsibilities. ARTICLE VI NO STRIKE Section 1. 08trike• means the concerted failure to re- port for duty, the concerted absence of employees from their po- sitions, 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 de- liberate and concerted course of conduct which adversely affects the s:7-ices of the City, picketing or demonstrating in further- ance of a work stoppage, either during the term of or after the expiration of a collective bargaining agreement. Section Z. Neither the union nor any of its officers, agents, and members, nor any Union members, covered by this Agreement, will instigate, promote, sponsor, engage in, vc con- -5- 81 - 740 stawto. of,Wftft, pidheting 6r any otmt intetrd ti *ratio" at the city, Section i,b Sath e*ployee who holds a position With the vnlon occupies a position of special trust and responsibility in maintaining and bringing about compliance with this Article and the strike prohibition in M, 447,505 and the Constitution of the State of tlorida. Article to Section G. 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 othersi 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 provi- sion of the law prohibiting strikes or of this Article may be dismissed or otherwise disciplined by the City, and any such ac- tion by the City shall be appealable to the Civil Service Board. ARTICLE VII DISCRIMINATION Section 1. The City and the Union agree that the provi- sions of this Agreement shall be applied equally to all employees in the bargaining unit without discrimination as to age, sex, marital status, race, color, creed, national origin or political affiliation. Section 2. All references in this Agreement to employees of the male gender are used for convenience only and shall be construed to include both male and female employees. Section 3. The union agrees to support the City's cur- rent Affirmative Action Program and any other similar affirmative -6- 81 - 7 4 0 got toll raft austifto ' city In lfdnsultetia" with the union, y imation A. the City &traits not to interfere with the `> right of the +16ses to join or not join the onion# and theme shall be no diseritalhation, interference, restraint or toereioft • by the City or the union because of Union membership or nonimuffion membership. Bection S. Mofrever, nothing in this Article or elsewhere J In this Agreement shall prevent the City from implementing the !) terms of the current Consent becree and Memo of understanding or any future legal mandates placed upon the City by applicable laws. Section S. The Union recognises its responsibilities as bargaining agent and agrees to represent all employees in the bargaining unit without discrimination, interference, restraint or coercion. ARTICLE VIII PREVAILING BENEFITS .. j Section 1. Job benefits heretofore authorised by the City Manager continuously enjoyed by all employees covered by this Agreement as of September 30, 1973, and not specifically i provided for or abridged by this Agreement, shall continue upon 6 the conditions by which they had been previously granted. Section 2. Provided, however, nothing in this Agreement shall obligate the City to continue practices or methods which are unsafe, obsolete, inefficient or uneconomical. Section 3. If the City desires to change such job bene- fits, the matter shall be negotiated between the City and the Union. If the parties deadlQc'• in the negotiations, the ques- tion(s) being negotiated shall be submitted to binding arbitra- tion in accordance with Step 4 of the Grievance Procedure. a f. P -7_ r. 81 -740 is F r �+ htti6a 16 the president of the Union, and/or deai"ated � representatives shall be allowed to attend regular s+eetings and spatial seeti"is of the City Cominaion, State or National onion Conventiofist the Civil Satviet Board, the Affirmative Action Ad- visory board and the Pension plan board. Time off for the Union i President or any other bargaining unit employees to attend these or other similarly appr6ved mating# will be in accordance with Section 2 of this Article. Section Z- A Union time pool In hereby authorised sub- ject to the followings he The City agrees to establish an annual time pool bank of 3,500 hours to be used in accordance with the provisions of this Article. All unused hours will be carried over to the following calendar year. 8- For each employee, except the Union President, or a designee, when on full time release, who is authorised to use time from the time pool, the President shall fill out the appropriate form as provided by the City. This form shall be processed through channels of the employee who is to use the pool time. The fora must be processed so that a copy shall be in the Office of Labor Relations a minimum of seven (7) calendar days prior to the time the employee has been authorised to use the pool time. It is understood on rare occasions the seven (71 day time limit may not be met. The President then shall 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 ser- vice an employee cannot be released at the time desired, the �8- 81 -740 . r =- 0s e r5.e In tepM04 an *Nployee•s absents as a result of tttili tilt the Oftiott Time Pool, the daily attendance record shall re, - fleet e *ftpioyee floe on AL• (Authorited Leave) R. Any injury received or any accident incurred by an employee whose time is being paid for by the Union Time Pool, or while engaged in activities paid for by the Union Time Pool, shall not be considered a line -of -duty injury, nor *hall such In- jury 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 as- signed 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 Unions 1. The Union President, or a designee, will reasonably be available through the Union office currently located at 100 N.W. 37th Ave.• Miami, Florida 33125, for consultation with the Management of the City of Miami. 2. No requests to attend meetings at the City's expense as the Union representative will be wade to the City by the Union, its officers, agents or members. 3. The Time Pool will be charged for all hours during which the Union President is on off -duty, including sick leave and holidays. However, should the anion President desire to use accrued vacation time, the Tine Pool will not be charged. -9- 81-740 .. �. {■, sA JIM11 Mir to Am pttoo an iiae ftbl f l6aac V161i'g�tlhd tM ah +ftftieFwd-t0l&*# tt"16 60 and 6rdOtt shall 161MOOt the W*161ee " l tilt to rtgulat disciplinaty Procetsdr. Section d. %e City t6s# rrws the tight to rescind tho • ptovisions of this Article in the event any portion of the Artie ele is f6W d to be illegal. Cancelling the Article shall not preclude further negotiations of future employee pool titre. ARTICLE X UNION ST)rt1ARDS Section 1. Xmployees vithin the bargaining; unit shall be represented by Stewards in areas of the City employment in the number and manner set forth in Appendix C. The Union shall fur- nish Management a list of the Stewards• and alternate Stewards' names and their assigned areas, and shall keep the list current at all times. Section 2. When requested by an employee, a steward may only investigate any alleged or actual grievance in his assigned steward area as provided in Appendix Co Be shall be allowed reasonable time therefor during working hours without loss of time or pay upon notification and approval of his immediate su- pervisor 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 assign- s+ent of stewards or any other employees. Section 4. A non -employee Union Representative may con- sult 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 Arti- cle, said employee may substitute for the steward, but in no event shall the steward and an employee released on the Time Pool -10- $1-740 i k f'- NEB let trite tbt dSM tidied t6 r"Ol+er the ItIrAnce• Mould the Wien lrilkleff i ii!'s the Ohio% KM atd, as described in Sectien i, to Att+tnd a ..tie.. step 3 gtiotafide Beetingr the steward lady be teleised to att#rA •aid %"tin# with any ties loss to be ehatged to, the Won yiee Pool. election d. An alternate steward esy be appointed for each steward as provided for and assigned in Appendix C. 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. ARTICLE X1 COMMACT DISTRIBUTION Section 1. The employer agrees to furnish copies of this contract to each department head where Union members are employed and said department heads shall make the contract available for employee examination at employee's request. ARTICLE XII 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 appli- cable law), regular and special Pension Board meetings, regular and special Civil Service Board meetings and hearings, the min- utes 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. i -11- 81-740 3 Vg F ioetion i. she City Mall provide bulletin board We* ,r which shall be Head only tot the following hot ifttI ►. iMerreation and speeial affairs of the Union 8. uni6ft yeetinos y • C. Union elections D. sports on Union Committeis Section 3. notices or announcements shall not contain anything political or reflecting adversely on the City or any of its officersi notices or announcements which violate the provi- — i f this section shall not be posted This shall not pre- - s ons o • clude 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 XIV DUES CHECKOFF Section 1. During the term of this Agreement, the City agrees to deduct Union membership dues and uniform assessments, j 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 authorisation form provided by { tho 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 authorisation by the City. The Union shall advise the City of any uniform as- sessment or increase in dues in writing at least thirty (30) days prior to its effective date. -12- S 1_ 7 40 :4 - } 3 2T •�' tt f Y'� kl e.� ✓ WON Md"hip Buse big WhOM Aftitsolfd:il it WO "` a apply to tie ddileat ieft of 6r4 it"at phalt its s et d"Gial t 64446406fitr. deation 3o seductions of does and uniform seaesafthts, it any, shall be remitted by the City during the week following oath biweekly pap period to it duly authoriged representative as designated in writing by the union. im City shall deduct from the remittance an amount for the cost of dues checkoff. 'The — amount will be calculated at two ($.OZ) cents for each employee i - deduction# each payroll period, and ten (i.10) cents for each addition or deletion to the checkoff register. Section 4. in the event an employee's salary earnings within any pay period, after deductions for withholding, Social Security, retirement, group health insurance, and other priority deductions, are not sufficient to cover dues and any uniform assessments, it will be the responsibility of the Union to col- lect its dues and uniform assessment for that pay period directly - from the employee. Section S. Deductions for the Union dues and/or uniform assessment shall continue until eithers 1) revoked by the em- 1 ployee by providing the City with thirty (30) days' written no - tics that he/she is terminating the prior checkoff authorization, 2) the termination of the authorising employee• 3) the transfer, promotion, demotion of the authorizing employee out of this bar- gaining unit, or 4) the revocation or suspension of dues deduc- tion as certified by the duly authorised union representative. Section 6. The Union shall indemnify and hold the City, its officers, officials, agents and employees harmless against any claim, demand, suit or liability (monetary or otherwise) and for all legal costs arising from any action taken or not taken by the City, its officials, agents and employees in complying with this Article. The Union shall promptly refund to the City any funds received in accordance with this Article which are in ex- cess of the amount of dues and/or uniform assessments which the City has agreed to deduct. - s - ff 1 F -13- POM Sill 6t iPtiiei St"N eeihti' hft iM pip Ott + � beetief► g. ''i t slues emeic l anth6tisati6n few PM166d by the City shell be used by employees Vbo Wish to initiOte dust r deduct ion. `;- a Metcut XV = GYtteVANCe PROCEDURE ! � Section 1. It is agreed to and understood by both par- t = ties that there Shall be a procedure for the resolution of s grievances arising from the application or interpretation of this i Agreement. i Section 2. A grievance is any dispute, controversy or is difference between (a) the parties, (b) the City and an employee or employees on any issues with respect to, on account of, or concerning the meaning, interpretation or application of this Agreement or any terms or provisions thereof. A grievance shall ,4 refer to the specific provision or provisions of this Agreement 4 alleged to have been violated. Any grievance not conforming to the provisions of this paragraph shall be denied. Section 3. Nothiug in this Article or elsewhere in this Agreement shall be construed to permit the Union to process a li grievance (a) in behalf of any employee without his consent, or (b) with respect to any matter which is the subject of a griev- once, 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 ,hoice of remedy will be made in writing on the form to be supplied by the City. The Election of Remedy form will indicate whether the aggrieved party or parties wish to utilize the Grievance Proce- dure contained in this Agreement or process the grievance, appeal or administrative action before a governmental board, agency or 1 -14- _ .... _.. w.... - - _.._ _ ....... _ _..... __ . _ ........ 81 " 7 40 s ��tY "� hob ioodw -,ft ' Ott"anfa h6fta+taiood m"Ifi shall P"161 to _& i#M Party of parties from uitililing said dari*Vkhoe proeedetres fbt &Ndo iustment of said grievance. An employee as a condition of rely= inq 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 out upon any similar clam. Section 4. To simplify the Grievance procedure, the number of '*working days* in presenting a grievance and reoeivinq a reply from the different levels of supervision shall be based upon a forty (40) hours, five (9) day work weak, Monday through Priday, not including City-wide holidays. Any grievance not processed in accordance with the time limits provided above, shall be considered conclusively abandoned. Any grievance not answered by Management within the time limits provided will au- tomatically 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 S. 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 Griev- ance Procedure, within the time limits provided for the submis- sion of a grievance in Step 1, and signed by the aggrieved em- ployees or the Onion representative on their behalf. The Elec- tion of Remedy form as provided in Section 3 of this Article must be completed and attached to grievances presented directly at Step 3. All grievances must be processed within the time limits herein provided unless extended by mutual agreement in writing. Section 6. Where an employee covered by this Agreement elects to represent limself 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 op- -15- 4 v�d i x filet Obitf tb b6 MWI t AM tentV6 S tM * u� n k sren" 6 A qt svanee Shall w Vreftssed is arsordasss titb t1W tollowit� �re�dutee r; s The aggrieved ewployae shall discuss the grievance with his Immediate supsrvisor outside the bargaining snit within give igi working days of the oecurethee which gave rise to the grievance. A City employee Union represan- tative will be given a reasonable opportunity to be present at any meeting called for the resolution of such grievance. The Immediate supervisor, outside the bar- gaining unit, at.all attamr to adjust the matter and/or respond to the employee within five (3) working days. Step ?. 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 sec - and step of the Grievance Procedure. If the aggrieved party or parties elect the remedy other than the Griev- ance 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 writ- ing on the standard form provided for this purpose and present such written grievance to the Department Bead concerned within five (3) working days from the time the supervisor has given his or her oral response to Step I. The Department Bead or his designee and Management per- sonnel concerned shall meet with the employee and the Union Representative and shall respond in writing to the Onion within five (3) working days from receipt of the written grievance. -16- 81 - 740 Tri It the grievance has h6t been tatisfactotily t *61M to step go the lapiol s yet the Unl6ft 1MY Pr#*Snt a OtittNA appeal to the City Manager within seven (7) wetkinq days from the ti" the response vas due in Step 3. the City Manager and/or his designee and Management parsonnel *hail sat with the W*loyee and the Union Aepreseetative and shall respond in writing to the Union within seven (7) working days from receipt of the appeal. M & 1. If the Grievance is not settled in Step 3, it may upon written request of the Union within seven (7) working days after receipt of reply or answer be re- ferred to arbitration. 2. The arbitration proceeding shall be conducted by an arbitrator to be selected by the employer and the Union within ten (10) days after notice has been given. If the parties fail to select an arbitrator, the Federal Mediation and Conciliation Service shall be requested by either or both parties to provide a 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 names the other party shall then strike one name. The process will be repeated and the remaining person shall be the arbitrator. 3. The arbitration shall be conducted under the rules set forth in this Agreement and not under the rules of the American Arbitration Association. Subject to the following, the arbitrator shall have jurisdiction and authority to decide a grievance as defined in this Agreement. The arbitrator shall have no authority to change, amend, add to, subtract from or otherwise alter or supplement this Agreement or any part thereof or any -17- 81 - 7 4 0 . " yy�� yy�� �t1, ip,Yc y haft �liiiwli�i fkt tMrstoi abit"t6i Mail Rif � ors ✓ih �� thotity to consider or rule upon any *otter Aim is -, ,hated in this Agreetwat trot to be subject to atbilta- Lion or which is not a grievant* as defined in this Agireei ante or which is not *pacifically covered by this =: Agteaiaseti nor shall this collective sargaining Agree - sent be construed by an arbitrator to supersede appli-cable laws in existence at the time of signing this t Agreement . 4. The arbitrator may not issue declaratory or advi- gory opinions and shall confine himself exclusively to the question which to presented to him, which question ' must be actual and existing. S. The fee and expenses of the arbitrator shall be paid by the party which loses the appeal to arbitra- tion. Each party shall fully bear its costs regarding witnesses and representation. 6. Copies of the award of the arbitration made in ac- cordance 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 anion 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 unic"• g1-740 M... u . 618f dittitrit 1. In Cases %hors, it beaotes neteasaty to diS. xt thatga b t athet*ise diseipiiM+t a V .'' �t�ianent, riasaified +�ai►iayara Covered by this rftaa060t. a representative of e+anageeent *hall give ltotire elf said diatipline to the e141eyee. Such noticwt of discipline shall be cohar"d in writing to the employee sha the Union within give td1 Working day* following the day of discharge or itapositian of discipline, excluding Saturdays, Sundays, holi- days and the day of occurrence. Section Z. ftployees who have not attained permanent status in the classified service, or who are entrance probation- ary employees, say not grieve disciplinary action under the pro- visions of this agreement. Section 3. If an appeal of any discharge or other dis- ciplinary 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 i file or process a grievance under the terms of this Agreement (: protesting such discharge or other disciplinary action. Should t an employee elect to grieve discharge or other disciplinary ac- tion, excluding an oral or written reprimand, such grievance shall be made in accordance with the terms of the Grievance Pro- cedure Article as contained in this Agreement. Section 4. The process of an appeal to the Civil Service board or a grievance under this Agreemnt, 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 S. probationary employees who have been ap- pointed to a position but who have not completed the required probationary period may be discharged or reduced in rank at any time prior to the expiration of the probationary period. Said -19- M 81 -740 "f6ti t ti*ll Utfies boata at ace"a to tb+e g it radrl � duty eantainad herain. A probationery topla►yes lay be retantn+rd t to a foiaazr claasitlost left WbIth the "Play" held patmanent w status or be dieoharged if in an entrance position open being notified in writing by the Department Direeter. section d, to aceeptanes of this Article• the Won, its mombers and agents# waive any and all tights to a pre -hearing prior to Imposition of suspensions or dismissals. ARTICLE XVrI I=$ OF XMPLOYMENT Seetion 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 bat no legitimate reason for not notifying the City of his absence, may be considered as having resigned. Said resignation shall only be reviewed, if applicable, by the City Manager or his designee. 3. Unexcused failure to return to work when recalled from layoff, as set forth in the recall procedure. d. Unexcused failure to return to work after expiration of a formal leave of absence. S. Retirement. 6. Layoff for a continuous period of eighteen (28) months. AlrXiCLE XVIII EMPLOYEE EVALUATION Section 1. Permanent full time classified employees covered by this Agreement will be evaluated utilising the appro- 81 •740 �j 0 t `fir - €, _ k f itto MINatieft fdi i ike �A . �at:'tfill9t � `� fleotidn 1. ftpioyees rat+W will be gir►en a doy of the evaluation tattoo* only a coy of an uniatisfaetofy rating rill r. be forwarded to the union President. Any employee hated below satisfactory by Naaagament will be given aft opportuhity to Is - prove to a satisfactory level& railure to Improve will result in i disciplinary action up to and including discharge* this section shall not apply to permanent full time classified employees serving in a probationary promotional appointment. Erection 3. Permanent full time classified employees serving in a probationary promotional appointment must success- fully complete the probationary period within the time frame provided, unless the Department Director recommends an extension of said time frame. Section 4. unsatisfactory rating for permanent full time classified employees not serving in a promotional appointment shall require said employees to appear before the Civil Service Board for review of the unsatisfactory rating. Should an em- ployee 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 un- satisfactory evaluation will be consolidated with any discipline appeal should the employee be removed, suspended or reduced in grade because of the unsatisfactory evaluation. ARTICLE XIX ANNIVERSARY INCREASES Section 1. Salary increments recognizing satisfactory service within established ranges are provided for in i.:.,% Pay 7PIan. 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 periodr shall receive the higher rate for the full pay period. Those -21- 81 ` 7 4 0 -.j i IF ".M � .- �b the blit4"a h (iith s day of tie Payroll p6tiad shbil i+tr irrs r their liama a effective the start of the folidwifto 'Iby patiatl, All Ami"reaty increases shall be subject t6 review for toewraty by the Department 69 Noun lesooroes. Section y. Leaves of sbsences without pay in excess of fifteen (13) days or suspension of any duration shall delay aa- niversary 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 t and on the positive approval of the Department Read, Anniversary Increases are not automatic. A Department Read may withhold an- niversary increases until such time as, in his judgment, the em- ployee'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. _ 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 in- creases shall be subject to final approval of the Department Bead. The procedures and criteria for granting anniversary in- creases shall be the same as for full-time Civil Service employ - ARTICLE XX EMPLOYEES ACTING MITBIM THE SCOPE OF AUTHORITY Section 1. Whenever a c1v41 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 feet not to exceed seventy five ($75.00) dollars per hour or provide legal counsel where: a) the -22- 81 -7404 bik"Ainift W bit ►i"iat! to tale 11 1 'K'[ bi vh6fi the plaitntiff tr`+n+ efts dieaissal of hill alit. M1ki Wtifa 26 the city will neither Provide, legal t6pre= sentation hot pay ray claim 6t judgment entered agaillat any bat A, gaining unit e001oyee if the claim or judiment arises frog any of ' the followings 1. Any unauthorit*d acts 2. Any intentional tort= r=r ►` 3. Gross negligence or misconducto or 4. While under the influence of intoxicating liquor, drugs or illegal substances.' ARTICLE XXI WORKING OUT Or CLASSIFICATION Section 1. A department head, or his designee, may di- rect an employee to serve in a classification higher than the classification in which an employee currently holds status. Such acting assignment shall not exceed one calendar year starting from date of appointment to the higher classification. Acting assignments to positions vacant due to a classified employee be- ing on an authorised leave of absence or duty disability may ex- coed 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 classifica- tion. Section 2. In the event an employee is assigned work of another classification as provided for in Section 1 of this Ar- ticle, 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. -23- 81 - 7 4 0 _ ,o feetien 1, All reapleysest work behedmisa shalt j*a*id* for a tittet"irurte crest $*tied during east► tour-haur work period, iteetibn 2. toplo"es Who do not take a rest period due to work conditions or by personal choice May not lengthen luneh periods, rover an ouployee'a late arrival or early departure, n6r may it be regarded is accumulative if it is not taken. ARTICLE XXIII LINE OF DUTY INJURIES Section 1. it is the intent of the parties to eliminate unnecessary workers' compensation litigation by providing a prior opportunity for the parties to discuss and resolve issues in dispute. In furtherance of that intent, the City agrees that any employee covered under this Contract who is disabled as the re- sult of an accident, injury or occupational disease incurred in the line of duty shall be granted supplementary salary of which a part thereof is workers' compensation as provided by Resolution No. 39802, subject to the following conditions. Section 2. No supplementary salary will be paid to any- one injured while performing an act intended to injure or hurt one's self or another. Section 3. Full tine Civil Service employees who have permanent status with the City as of September 30, 1981, shall receive supplementary pay in accordance with the existing prac- tice. Section 4. All other employees and Civil Service em- ployees hired subsequent to September 30, 1981, shall be eligible for supplementary pay and workers' compensation pay to the extent that the total of such benefits shall not exceed eighty (80) percent of the employee's weekly pay prior to the line of duty -24- ....,. 81-740 g `4M_a IMS = tame sfftat sell after the srolgMs has bean disabled tat a period in ssssss at seven (I$ calendar days. deetion 9. If the employee tills a workers# a MAtift 3 claim, without having first discussed the subject of the elsia With the personnel of the City of Miami division of Risk Manage- went, the employee shall not be entitled to the supplementary salary provided in Resolution go. 39602, Section 6. In the event that supplementary salary is granted to the employee, and the employee later files a workers' i compensation claim, without having first discussed the subject of i —� the claim with the personnel of the City of Miami division of Risk Management, any such supplementary salary shall cease and any payments previously made shall be recouped from the employ- t ee's current salary by way of payroll deduction. The extent of payroll deductions shall not exceed twenty-five (25%) percent of the gross pay per pay period. If the division of Risk Management ( does not resolve the subject of the claim to the satisfaction of the injured employeer then the employee's entitlement to the supplementary salary as provided by Resolution No. 39802 shall I not be jeopardised if workers' compensation litigation is subse- quently filed by the employee. _ J Section 7. In the event an employee desires the presence of an attorney to discuss a controversy with representatives of the Office of Risk Management, the parties agree that the attar- ney shall receive from the City a taken fee for his presence of $50.00 per hour, not to exceed $100.00. -25- g l- 7 4 0 a t h . - _ "•,'t .fit ,r--w.x�.r n ts. �y $' r?"A.; §" t gettieft i, The city agrees to adjust the wage irato t6t all *Nployeea i+h aoeordance with the following sch4dniet with • each adjustieat to be effec►tiv4 on the first day of the first full pay period following the data indicated: October 1, 1901 108 April le 1992 28 October 1, 1982 8! ( April 1, 1903 20 October 1, 2083 8! April 2, 1984 20 Section 2. All changes in salary for reasons of promo- tion, demotion, merit increase or longevity increase, shall be effective the first day of the payroll following the effective date of the change. Section 3. A night shift differential of f.4S per hour will be paid to bargaining unit employees who work a regular es- tablished shift between the hours of 6:00 p.m. and 800 a.m. However, more than one-half of the hours of the regular eatab- 1 listed shift must be within the hours of 6:00 p.m. and 800 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. ARTICLE XXV 1 OVERTIMEZCOMPENSATORY TIME ! Section i- Those classifications listed in Appendix A with an asterisk (*) by the classification shall be considered job basis and be ineligible for overtime pay. -26- :: 81 -744 t Z a �,,,, Otibe lob baait . 4 ROfl 106tk Weak pias 6" additional tine o"t arty abft* tM 06ftal tack Ma►k that is needed to fproperly petlotwk the dubs* o! the Vorition. Time worked in excess of normal work hours *hail I not be tompensated nor credited in any way. Similarly. ti%a • taken off during normal work hours shall not be charged nor deter _y I ited in any way. I Section 3* bequests 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 d. All authorised 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 differen- tial 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 G. The maximum accumulation of compensatory time hours is one hundred (100) hours. If an employee takes compen- satory time off# the hours in his/her bank would be appropriately reduced by such time off. If an employee leaves the service of the City and cashes in his/her bank, the hours therein shall be valuated on the basis of the rate of pay earned by that eligible employee during the last pay period of the fiscal year in which the hours were banked. Section 7. Employees covered by this Agreement who are appointed to job basis classifications and who have earned time in the •Bank" shall have one calendar year from appointment to utilise said banked time. Such utilisation shall be scheduled as requested by the employee, subject to the needs of the service. t"0611t title at tab 6" b6 y � � ,��► " ,_� - .. l aatfsn of eattW batAsd tilt *ball b rebieet tee the tatter !fustier. Officer., i►�TlcLt ro�vl a0up IN, SMMCB r section 1. the city agrees to pay loot of the current life insurance coverage provided for employees. The City further agrees to pay $13.29 per pay period toward the dependent health coverage where the employee elects to take the dependent cover- age, and any increase or decrease in the dependent coverage, and any increase or decrease in the dependent health care premium will be shared on a percentage basis of what the employer cur- rently pays and what the employee currently pays. Section 2. Croup Health Insurance coverage for the em- ployee will continue at the current benefit level. The current premium and any increase or decrease in the premium will be shared on the current basis of eighty (801) percent paid by the City and twenty (20%) percent paid by the employee. Section 3. The provisions of this Article shall only apply to full time bargaining unit employees normally scheduled to work a forty (40) hour work week. Section 4. Effective October 1, 1981, the City will amend the current health care plan to provide for unlimited major medical coverage. ARTICLE XXVII SAFETY OBOES Section 1. in those jobs or occupations ..here th3 em- ployer requires that the employee wear safety shoes, the follow- ing shall apply. Upon passage and adoption of the budget for Fiscal Year 1981- 1982, the employer shall issue an allowance in the amount of $30.00 for the purchase of an initial pair of . v 81 -74Q 'Ek dedti'tltlit # a lepl S"Otit pit of ehDeO to le4iii d # the � . f i+ et Dili sta t as additi6fiil $18666 tot the W&A" of ah+► Y dthet pit at safety shoes. Eoetiah fs 10his odditiohal $30.00 shall only be Vtovidoid when the voti out of dasAfed Vast of shoes is turned Into the Depattfont. IM baoartftht Director• or his designee, shall deg► t*rmine when* in his judgsent, a pair of safety shoes shall be �:. - issued on the basis of need and not on an automatic basis. Section 3. Employees in those classifications required Ft to wear safety shoes shall be subject to the loss of a days pay for oath day that the employee fails to report for work not wearing the required safety shoes. Action under this section shall not be grievable under the Grievance Procedure or appealable to the Civil Service board. If a medical waiver is obtained stating that the employee is unable to wear safety shoes, then the penalty stated above is not applicable. Safety shoes furnished by the employer shall not be worn by the employee on a day when the employee is off duty. City furnished equipment where required by the employer will be replaced when worn out or damaged only if the employee returns the worn out or damaged equipment to the Department. This includes• but is not limited to, gloves, boots, foul weather gear and other equipment. Section 4. The dollar amounts as provided in Sections 1 and 2 of this Article will be increased by eight (58.00) dollars after passage and adoption of the Fiscal Year budget 1962-1983. ARTICLE XXVIII TOOL ALLOWANCE ei^tion 1. The City agrees to pay a quarterly tool al- lowance for Automotive and Heavy Equipment Mechanics in the amount of seventy-five ($75.00) dollars quarterly. Such tool allowance will be paid to the employee within the first 15 days after the close of the quarter. -29- 81-744 t6 LV Vattdalim at farad ill! a ttfbn the eir�►fayer a �rre�ttl►� Will traplat4d proof of a %*lice report and sin itet Ised list at the table st6latr6 , Section 3. 3'he Department Director or his designee shall have the sole right to develop or redevelop a basic ainisum tool list which employees must have to be hired in the various tradtse 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 vsy not be loaned to meet the basic inventory tool list. Section 4. The Department Director, or his designee, shall provide a required minimum list of tools for Automobile r. Mechanic i Motorcycle Mechanic, Heavy Equipment Mechanic, Maintenance Mechanic• Auto Body i Punter, Welder• Machinist, Mason, Carpenter, Electrician, Lineman, Plumber, Painter, A.C. Mechanic, Sign Painter, Communication Technician, or any other classification not listed that the Department Director may feel • is necessary to add. Section 5. The affected employees within the above - listed classifications shall submit an inventory of all their personal tools, make and model to their immediate supervisor - outside the bargaining unit who will verify the list. The em- ployee will maintain a copy and a copy will be filed in the Di- vision Office. This list shall be periodically checked and up- dated. 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 ttt% n-lassification receiving the seventy-five U75.00) 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. -30- 81 -740 • Mau ,k. 3 A..� Iiatttiott y� ft i(t armed between the �► lrtila that this , Program is des"Ped to encourafe City�� tuition rei,rrbutrsewsnt job perfortlance and increase their value to ployaee to itorove of study related to their work at the City by pursuing courses ' County educational institutional the policy governing the bade is intended to be flexiblet with broad discretion for 4;+ Program to the Department mead and the City Manager so approval reserved �asximum utilisation of available funds for inereaaj 4j i as to insure of City employ ees. The continuance i ing on-the-job effectiveness it subject to budgetary limitation. of this program, howeVe r, NAY Section 2. Any full-timer permanent City employee upon successful Caapietion of his probationary period be eligible _ to participate in the Tuition Reimbursement Program* i 3. All course work must be taken at or from an i Section or educational institution ap- ? accredited college, university Manager or his designee. Course work taken proved by the City article must be directly related to the — under provision of this employee's job. Class attendance will be on the employee's own time unless otherwise noted in the course announcement and au- thorized by the City !tanager. limited to one-half of Section 4. Reimbursement will be up to a maximum of $150. 00 per year and/or straight tuition costs gooks, incidental fees, and other I $50.00 per semester or termo be reimbursed by the costs related to the course work will not i in the event the employee resigns or is removed from the City. vice within one year following completion of the approved l City ser course(s) for which City funds have been expended. the amount of Paid to the employee will be reimbursed to tuition reimbursement by the employee upon bit kermination of service through the City a deduction from 1,1s/her last paycheck. Section S. To be eligible for reimbursement, the em- eeaplete the course work and provide the ployee must successfully prior to receiving City with evidence of successful completion -31- 81-740 "i:i�lilita �r►��i �� Y `� - „6: ,oi#44 at Its VL Mulut• 6eOtidt► 6, ft6o"Ott for ralMOt teaaft will ht As #ors' left: A, the employee east obtain three (3) toiea of the Ap+ plieation tot Tuition ReiobursOftfit mote tot efieh court* from his department or the Human Aesoutees Department. B. The employes, must complete the application in trip- lieste and submit it to his/her department head prior to registration at the eddeational institution. C. The Department Read 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 applica- tions 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 Depart- ment Head will request the finance Department to reimburse the employee for the City's share of the tuition reimbursement, and will advise the Human Resources Department of the employee's satisfactory completion of the course. ARTICLE XXX CALL BACK PAY Section 1. Any employee eligible for overtime shall, if recalled to duty during off -duty hours, receive a minimum of three (3) hours plus one (1) hour travel time, paid at the over- time rate. The parties agree that call-back hours shall not be I -32- 81 ` 7'4 0 :6 in the de"ot1rtioe (W #14'. Voses of "tablithiflo yeftsion benefits. t station f. It is not the latent of this Artlele or SAY other Artlele of this sgreeAant to provide pay for an es►ployaa `. out on ill time or workers compensation to receive call-back pays overtime pay or straight time pay for taking the required phyal- cal before said employee may be released to return to work. F ARTICLE XXXt JURY DUTY section 1. Employees shall be carried on leave of ab- sence with pay for actual working time lost when called to serve on jury duty. Such employees shall be paid at their regular hourly rate for all working time lost up to forty (40) hours per week. Employees who work a regular established shift between the hours of 11t00 p.m. and 7100 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 promptly forward the copy to the Finance Department designated person. The employee shall promptly assign to the City the Witness Fee received for 1 Jury Duty during the same period and the Finance Department will remit to the employee that portion of the fee which is a mileage allowance. Failure to remit the Jury Duty fee by the employee shall require the City to deduct from the employee's check any and all payment for hours paid by the City during the employee's absence for Jury Duty. -33- . 81 -740 M y � e 0. k AfNI'tCLb M11 ClE+IM>�:lO Tl�11 thlb Lth" Election I. A department head, upon approval by the City Manager, msy grant up to forty (40) hours of paid leave to any employee whose job performance is of such exemplary or herald nature as to warrant this special consideration. This Article shall not be subject to the grievance procedure or arbitration. ARTICLE XXXIII PARKING Section 1. The City agrees to provide parking space for all bargaining unit employees who drive their personal automo- biles to work. This parking space will be of no cost to the em- ployee during the time the employee is on duty. The City will not assume the cost of parking for those employees who may not desire to use the parking space provided by the City. Section 2. The Union President will meet and confer with the Labor Relations Officer on parking problems and the Labor Relations Officer will endeavor to resolve said problems consis- tent with budgetary constraints. ARTICLE XXXIV BLOOD DONORS Section 1. Employees who volunteer as blood donors to contribute to City supported Blood Donor Organisations will be authorised the absence necessary to accomplish this purpose. The Blood Donor Organisation'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. -34- . s 1- 7 4 0 k (Y( COMM Station I* Vat3ationk *ball be taken Within thittitoOft tall) aontba after the 4lnd of the calendar year in Which th* **Station was satrned unless an extension of vacation tam not to exceed • eighty (80) hour* to requested in writing by the esg►ioyesa • recommended by his or her Department Director and approved by the Labor VAlattons. Off icer6 tMused vacation shall expire cat the first day Of February. Section 2, To the extent vacation leave balances ex- ceeded the eighty (90) hour cap prior to the City Manager's memo Of December 2, 1975, said excess vacation time may be carried over, but the employee must utilise said time prior to the expi- ration of this Agreement or said excess shall expire on September 30, 1984. ARTICLE XXXVI 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 ab- solute necessity. Therefore, the Chief of Police at his sole discretion may reject an employee to such assignment within the Miami Police Department when the Chief has reason to believe that there is potential for the Security of the Department to be com- promised. Section 2. Upon request of the union President, the La- bor 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. -35- .. 81 - 7 4 Q .. 0 " '•.f. I)ection i. 'il+e parties agree that car* and diset*t'6h shall be exercised by He",gesent and the union in order to pr: . Absences on account of vent the abuse of sick leave privileges trivial indispositions swat be discouraged. To determine the extent or reasons for an employee's absence on sick leaves 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 st 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 and Police Department wherein departmental rules will apply. Section 5. Any employee absent on sick leave for more than three (3) consecutive work days must check with the City physician for approval before returning to work. Section G. Any employees covered by this Agreement who retired after January 18, 1979, shall be paid for all unused sick leave up to a maximum of eight hundred (800) hours provided, however, any employee who as of January 18, 1979, had accumulated sick leave in excess of eight hundred (800) hours, shall upon -36- ,. 81 -740 ti isnt dot All - of rift hesbd"d tritttl (060) h6"81 tt is the inter# Of thilt ptovisie n that ft employee will be psis for: sick leave ire exease of eight hundted (600) bouts except to the extent that such ex- x cess existed on 06nuary 1$# 1076. Section 7. My employees covered by this Agreement who retire after October 7, 1079# shall be paid for all unused sick leave up to a maximum of seven hundred (700) hours provided, # however# any employeee who as of October 7, 1979, had accumulated sick leave in excess of sewn hundred (700) hours, shall upon s retirement be paid for all aammulated sick leave up to a maximum of eight hundred (900) 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 y° on October 7, 1979. Section 8. Any employees not covered by Section 6 and Section 7 of this Article who retire after the effective date of this Agreement shall be paid for all unused sick leave up to a maximum of six hundred (600) hours, provided however, any em- ployee who as of the effective date of this contract has accumu- lated sick leave in excess of six hundred (600) hours, shall upon 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 the effective date of this Agreement. Section 9. employees who resign in the face of discharge after the effective date of this Agreement shall not receive compensation for unused sick leave upon termination or retire- ment. section 10. Payoff for accumulated sick leave shall not be used to calculate average earnings for pension Purposes- -37- imS.1•740 ' w 'y Imuss in P Lin station 1& All esployeas c'evered by this A#taafsaht br ,t be allowed to use up to forty (40) hours of acarned siek leave in any one calendar year when needed due to serious Injury or &Ent* Illness of any actual dependent member of the employee's house- holds section 2, Said dependent member of the employee's household shall be limited to the employee's immediate family and '3 such member must maintain the employee's household as his/her x} actual residence. The immediate family shall be defined -as fa- ther, mother, sister, brother, husband, wife, childrenr to- ther-in-law, mother-in-law, grandparents, spouse's grandparents# stepfather and/or stepmother. Section 3. Upon request of the Office of Labor Rela- tions, the employee will provide sufficient proof showing that the ill or injured person is an actual dependent member of the employee's household. ARTICLE XXXIX DEATH IN FAMILY Section 1. Any employee covered by this Agreement may, in the case of death in the immediate family, be authorized up to a maximum of forty (40) hours of paid leave for any death of a member of the employee's immediate family. Said paid leave days shall be taken consecutively by the employee. The immediate family is defined as father, mother, sister, brother, husband, wife, children, father-in-law, mother-in-law, grandparents, spouse's grandparents, stepfather and/or stepmother if they have raised the employee from infancy regardless of place of resi- dence, and may include any other person who was an actual member of the employee's household for ten (10) or more years. Within thirty (30) calendar days from the date the employee returns from -3e- r, S 1.740 0 0 a death in the family# the IN death t } e:etttifietate of the dadestad family 6606t, dilid death ear M& csta will be attaethed to the got % i rovidad by the Office at habatt lWations and Submitted to the Human hesoutses ftePartaeitt. • , Failure to joroduce the death cartiflost* will result in the *#I- ploy*e Yeiabursinq the City for any days taken under this Arti- t ale. Any "*I"* found to have falsified his application for a wx* day will result in his or bar dismissal. } section Z. it is understood that under certain circum- stances the employee will be unable to obtain a death c*rtifi-" cat*. In this event, in lien of a death certificate, the *m- ploy** shall submit a newspaper account showing the death and relationship of the deceased to the employee and/or other appro- priate criteria as deemed appropriate by the Office of Labor Re- lations. 4 ARTICLE XL MILITARY TRAINING LEAVE Section 1. All employees who are either reserve officers or enlisted personnel in the Florida Defense Force, the National Guard, Naval Militia, Marine Corps, U.S. Army Reserve, U.S. Naval Reserve, U.S. Marine Corps Reserve, U.S. Coast Guard Reserve► U.S. Air Force Reserve or officers or enlisted personnel in any other class of the ailitia shall be entitled to leave of absence from their respective duties without loss of pay, time, effi- ciency rating or Civil Service seniority credits on all days during which they shall be engaged in field or Coast Guard de- fer* exercises or other training ordered under the provisions of the U.S. Military or Naval Training regulations or under the provisions of the Florida Defense Force or the National Guards provided that leaves of absence granted as a matter of legal right under the provisions of this section shall not exceed sev- enteen (17) consecutive days in any one calendar year. `*14% a v v $1 =or4 -39- U .+s Ak � r eta 1 z r t - • J^ '' a3'R writ s to k4tvasto tat 0liitt"? its `!r� tit so cams At P044ibis bat bt mart two 1 l) weeks ptift to the Itto r e06 it "altoA. $e0ti6n 26 Raploytes who tame the wilitaf* leaw►e Vtftivp d0d in this section shall be credited with that tine on their sehioritr statas, In the City of Miami Civil service Rarords- Departtment of Numan Resources, days: ARTICLE Jmz HOLIDAYS Section 1. The following days shall be considered holi- New Year's Day Washington's Birthday Memorial Day Independence Day Labor Day Columbus Day WteransI Day Thanksgiving Day Day after Thanksgiving Christmas Day Section 2. Any additional holidays declared by official directive of the City Manager shall be added to the above list. Section 3. Employees performing work on any of the above holidays shall be paid time and one-half of their straight time hourly rate or shall be given scheduled compensatory time off at the rate of time and one-half. Section 4. All conditions and qualifications outlined in Article XXV, titled 'Overtime/Compensatory Time," shall apply to this Article. Sours of earned time accumulated under this Arti- cle, when added to the compensatory time earned under the Article entitled "Overtime/Compensatory Time," shall not exceed one hun- dred (100) hours. ARTICLE XLII FLOATING HOLIDAY TIME Section 1. Upon ratification of the Labor Agreement by the parties, it is agreed that eligible members of the bargaining -40- 81 -74U unit +ego Week torty 140) h i we arA h h coif oe le{ted theit sit is0►i1ths' probatimAty periesd# or in tit at*& Of CM eSployees +0,6 wesrk forty (40) bongs pst weak geld hares 4ati6f&0t6r1ly seared for Sit Sonthe, shall be entitled to four- teen (lei) boors floating holiday time off each Calendar year, i those eWloyees oowred by this Article who work less than a regularly scheduled forty (40) hour week shall receive a into -rat& { number of hours for purposes of floating holiday time. the floating holiday hours shall be mutually agreed upon by the ea- ploys* and his immediate supervisor outside of the bargaining � unit consistent with the heeds of the employee's department. The s floating holiday hours off shall not be accrued; they must be z 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 XLIII LABOR/MANAGEMENT CONNITTEE Section 1. Upon ratification of this Agreement, there shall be a Labor/Manogement Committee developed. ( Section 2. Said Committee shall be comprised of up to six members; three (3) of whom shall be the City tabor Relations Officer, Building and vehicle Maintenance Department Director and the Assistant Director of Human Resources Department, the addi- tional three (3) members shall include the Union President and two (2) other bargaining unit employees appointed by the Union President. Section 3. The Committee shall meet at least quarterly, and more often, if necessary, to discuss matters affecting mo- rale, productivity, attendance and the quality of service to the { community. Such meetings may be called at the request of the Labor Relations Officer or the Union President. 06 ties to 06 "t tiat tmt ftft"#mht Ommittte is oft a toto tat e611esti" baf 4t+hiti 6tE j tot treeeleitg spaettid Itii""*Ot but is s &#tries t6r tosttttifil aanwnieati8ft# titnee th# tftespt of the Lab6tl'/HAfla4**6 ht Cct- mittae is ftw�ae"halal iia natute, nothing diseuired by the Casa mittee shall be grievable, arbitrable or appeslable to any otbit fords. , t ARTICLE XLIV 'ts TOTAL AGREEMENT, Section 1. 'this Agreement, upon ratification, consti- tutes the complete and entire agreement between the parties, and concludes collective bargaining for its term. Section Z. The parties acknowledge that during the ne- gotiations which resulted in this Agreement, each had the unlim- ited right and opportunity to wake demands and proposals with respect to any subject or matter not removed by law from the area of collective bargaining, and that the understanding& and agree- ments arrived at by the parties after the exercise of that right and opportunity are not forth in this Agreement. Section 3. The parties agree that this Collective Bar- gaining 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 Com- mission during the life of this Collective Bargaining Contract. ARTICLE XLV SAVINGS CLAUSE Section 1. in the event any article, section or portion of this Agreement should be h:ild 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 -42_ Sir 7 40 �F P4teoftfrt ift i Plitt shall be f?i it iris mid tm if t thf A#"baht ib611 rein to fall fort* and •ffeets with it I*^ ing ra"d that the intent of the patties V" to onttt into the Agreement without such invalid portion or portion*. ' Btetion f. The City#$ representatives as defined in At^ tiele III and the Won's representatives as defined in Article IV shall promptly neat to negotiate a substitute for the invalia. dated article, section or portion thereof as night be determined In accordance with Section l of this Article. ARTICLE XLVI " TERM OF AGREEMENT Section 1. After a majority vote of those bargaining unit employees voting on the question of ratification and there- after upon its ratification by an official resolution of the City Commission ratifying the Agreement and authorising the City Man- ager to sign the Agreement on behalf of the City, then, the Agreement, upon being signed by the appropriate Union represen- tatives and the City Manager, shall become effective. The Agreement shall continue in force and effect until 11:59 p.m., September 30, 1984. Section 2. On or before April 1, 1984, 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 April 1, 1984, the City shall present the Union with a list of proposals it desires to negoti- ate. Section 4. Initial discussions shall thereafter, and no later than May S, 1984, be entered into by the City and the Union. 81-740 -43- �t x ...' r 4U A#MM t$ thiA bettteh the teileetitt pattielr tht6u4h eh unthbtiftd notebertta- "` tiV# at tepterehtativea af thb tiffii" end by the City NAtta t. - ATTESTt MIA141 as"ttAL EMFLOYElkS AFSCME LOCAL #10010 A!'L-CIO —i s4 � yk "yY� yZ. ATTESTt ON THE PART OF THE CITY OF MIAMI, MIAMI, FLORIDA - E -j CITY CLERK A flo"Mm of ems"MOM *ohm* roviel* 6f Article XIIII DU"ttlfk S*Std@# it is "t the Intent of "etioft of this Atticlo t6 ptohlblt t6VOtts fraft 2 the IDMOft POlitiCAl Action eom'tt*e* 81-740 -45- (Page I of Addendum iy Aft. IF A 2 Si RM01MOM 61 A"M AM UNION Spoftom 10ftmes nODA" This is to e6nf irm out understanding that at the earliest practical tinot the City shall make available to the Union mes- bar* a payroll deduction to purchase Local Union sponsored ift,6 surance programer 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 ton cents for each addition, deletion, or modifica- tion to the Individual deduction. The Union shall Indemnify and hold the City, Its offi- cers, officials, agents and employees harmless against any claim, demand, suit or liability and for all legal costs arising from any action taken or not taken by the City, its officials, agents and employees In executing this activity. The Labor Relations office will advise the Union of the deduction procedures that will be followed in the implementation and administration of this activity. 81-740 _46- (Page 2 of Addendum No. 1) 13 a� HAMCM Jam - The City negotiators and dWAVAd t Local 1001 Na#atiat= 4 iriq ft" aqr ea, that Article V (Natiajamht 114fita ) shall tigaalh' at rrrittan in the cutrent labor Agreeseht. - Purthett the parties ieeo"ite there exists litigaiicn over the Civil Serviae Rules, the ordinance Number that is tbitaitf in Article V, Section 3, shall be changed to the appropriate or T dinance Number to mandated by the Court of Last Resort. j r81 -740 -47_ (page 3 Of Addendum NOX s Mute the question of pension negotiability is currently } under litigation in the llotida Supreme Court, the parties h#t* ! that a Coamittee of three tl) representatives of the union gird ~ throe (3) representatives of the City will greet after resolution of said litigation to review the pension Plan. The Comrittee will discuss their concepts with the Pen., sion Plan board and will jointly request the pension Board to advance reasonable funds for such actuarial review as the Com- NVa mittee deems necessary. The Pension Board will subsequently receive from the k: Committee a written recommendation for changes in the Pension (' Plan. 1� t i j 740 -46- (Page 4 of Addendum No. I) • := ya r' ... • '. hf)lbRAfibtDt ®�► 'D�btt8vt WWII" bATIC8 Or MOD„ DIPIZif COHtItAft pR0i1'__„�#�3tSlil4 y { } Motwithstanding the language of Article XXXX23, Section i 1, of the Agreement entered into January 18, 1979, between the City of Miami and the Miami General Employees APSCM9 Local 1901, AFL-C!Oe all changes in this Agreement from the prior Agreement between the parties shall be effective on the date of the signing of the contract except those Articles as listed below which shall '. become effective on the dates as noted below: Article XXiii - Line of Duty Injuries -- 9/30/81 Article XXIV - Wages -- 10/1/81 Article XXVI - Group insurance -- 10/1/81 Article XXVII - Safety Shoes -- 10/1/81 Article XXVIII - Tool Allowance -- 10/1/81 GEA/AFSCME, Local 1907 President City of Miami Approved as to Content: �O or Relations officer City Manager Attest: ty Clerk Approved as to Form and Correctness: ty ttorney w$1 •74a -49- (Page 5 Of Addendum No. I) - tip s_ loot 1010 loll loll 1011 1015 1020 102i 1022 " 1025 1026 1021 1037 1066 N 1105 q 1106 1110 .; 1119 *1120 * 1121 1201 1202 1203 1205 1206 1207 1209 1209 1211 1212 1213 1214 1224 1225 * 1305 1314 1348 * 1354 1405 1406 * 1407 * 1420 1421 *1422 * 1425 • 1426 1505 1520 — 1521 — 1522 1523 1524 • 1525 1526 * 1527 1535 1536 *1540 * 1541 1554 1555 — *1557 oil 6 e Title Nail clerk clerk I 14 clerk It clerk III 20 _ clerk IV 14 Intettpreter clerk 13 i +gist clerk I Iypiit clerk It 11 typist clerk III Secretary 1 17 Secretary It 19 i Secretary III 16 Interrogat Steno 17 k gr Nail clerk 15 Cashier I 17. cashier It 11 Account clerk 22 Accountant Y 25 Accountant It 26 Accountsnt 21Y- Bldg const 16 Natris Spec I - Bldg Const 18 Natris Spec 11 21 Natris gpvar - Bldg const 14 Stock Clerk Y 16 Stock clerk It 19 Storelteepsr Comm Repr 16 Natris Spec I - RePr 18 Natris Spec II - Cc= 17 Buyer I 18 Buyer IY Comm RePr 21 Natrls SPvsr - 21 Auto prts gpvsr 16 Auto Arts Spec Z 18 Auto Pits Spec II 20 Ads Aide I 11 Trade/ccanrc Aide 24 Marketing Spec 26 Business Developer 20 photographer I 22 photographer II 24 photo Editor 25 publicity Writer 23 public Ritn Agnt 28 Public Into Ofer 29 Conventn Mgr Ast 21 convtn Rep Switchboard Oiler 14 16 Vari-TYPist 17 phototypesetter 1s Cameraman Platesake 19 offset pressman 21 Sr Offset Pressman 16 Duplicat Do op 18 photolithographer 27 print Shp Supry I 15 Keypunch oP 1 17 Punch OP 26 Systems Engr Y 30 Systems Engr IY 20 cmiputer op Y 22 computer OP sup 25 computer Opr -50- Wal-740 t .. * 2018 *2020 * 2030 *2031 * 2032 *2033 * 2040 * 2050 *2052 *2053 *20S4 *2110 *2111 * 2120 * 2121 * 2130 * 2131 214S 2150 * 21S1 * 2158 * 21S9 2169 * 2170 2173 * 2174 2204 2205 2206 2207 2208 * 2210 2219 *2220 *2221 2224 2225 *2228 2229 2230 *2231 2232 2233 3001 3002 3005 3010 3011 *3012 3104 3105 3106 3107 Mi1t1J ft Z� us Collect" i gait C611eet6tr it 2l miwilse Itksp t23 meanse tntp tt 20 C160A th"Stfr 30 gjOnq Teich I 20 i 3 Tech II 24F t Ing T*ch 112 27 . Vhg Tech tV21 St Light In St Light Mg II 3b 27 Civil Eng I 30 Civil Eng 22 33 Civil Ens III 33 use Enq near 33 Architect 1 26' Landscape Are 28 Landscape 11rc ii 31 Landscape Arc tit 25 Bldg Insp I 27 Bldg Insp II 25 Else Insp 1 27 Else Insp21I plumbing 2 25 27 Plumbing Insp 21 Sign Inspector 23 Insp I 26 zoning Insp II 25 mach Insp I mach Insp 12 27 23 code coop Insp I II Code Comp Insp 23 Landscape Insp 25 Energy Consvtn 22 'raphic Illustrator 19 planning 113, I 22 planning ill I1Aide parks planning 20 24 planning Tech 29 park Plan cord 22 Intern 27 planner I 31 Planner II Asst. Bag Spec 23 26 HousingSpec Sr Hag Of 26 23 Hous Rehab Ln Of Housing Rehab Est 21 26 Sr Beg Rehab Est 22 Analys Analy 20 15 Asst"ZcmPgrms Laborer i 16 Laborer II 17 Laborer III. I 18 Laborer Foreman 22 Labor Foreman II 27 Public Wks Suer 17 Auto OV Op I 19 Auto so Op II 21 Auto me Op III 22 Auto DV Op IV -Sl- W&I -740 Sol 3102 1303 3304 3206 3106 2309 3310 3311 3310 3320 3321 3323 3324 3325 3326 3327 3329 3334 3335 3336 3337 3338 3340 3341 3350 3351 33S3 33SS *3368 3402 3404 3406 3407 3406 3409 3410 3411 *3415 400S 4006 4007 5000 5002 5020 5022 * 5023 5024 5025 * 5026 *5027 5050 5070 5071 *5075 S304 5402 5405 5406 5415 5416 *5420 5510 5512 5515 5529 . . . . . . . . . . . . . NO& 23 MAIVIt man 24a Wto Alt- ► FAC 21 air 06ta Nod, 266 wto Ilett 2S aloe Maintenance 26 use a o-urft*YNSn 21 aloe p6reft arny 14a. wte Lin got 1'4 Liftesaft Liness" Foreman 26 26a Aprtc PlUbT 26 IS, !?lumber JrnYwAn 216 Wte CUP 21 CAnMftt*T JThy= 23 lop Crpnt JrhYn Frmn 21 Mason kwtc Pntr 20a 20 Pointer Auto Wymn/Pal"t 22 21 Painter sign 23 Pointer Foreman 19 pipatitter 22 Pipofitter Pores 22 weldor 23 Machinist 24 Metal Wk Foreman is Gunsmith 25 Maint Coordinatr is Fuel Fee Att 17 Auto serviceman 22 Automotive Hoch 24 Auto Mach ForOmn 21 Fuel Fee sups is Hvy Zqp SQTvic*m 23 yvy EV Hoch 25 Rvy SW Foreman 27 Equip Op spvsr 14 Custodian 1 15 custodian 12 17 custodian Foremn 20 Police Trn* Public Sery Aide 16 is police CAxw Clrk 17 Pol Prop Spec I 26 Range Master Police Prop sp II 19 22 Ident Tech 1 26 Ident Tech II 28 ID&Records spvsr 22 Video Equip oper 20 Crime Analyst 1 22 Crime Analyst 11 27 Pol soc Pro Spec 23 Fire Safety SpOc 19 coma Tech Appr 24 Comm Tech 26 Cam Tech roremn 20 • Comm Operator 22 Cam Oper spvsr 33 Talc Sys Dev Mgr 13 watchman 17 Welghmaster Is park Ranger 14 Facility Att -52- 91-74 M Op ilfo 653? 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Further, all classifications who hold emergency, interim, provisional, seasonal or temporary appointments shall be ex- cluded from the bargaining unit. 81 • 740 -56. b 1iri�n..ti ba s t�ibi�it �►r i,,00ic �stime and aii athst bift1wr fey af�iW►s • all # All *City 3 } Watson building 1 Division and solid Nasty Ofticgs >Nai+tananos Pte" 2 let* ir Division motor and Communication 2 • Gatrage Division and Fire aange 2 .. rat ions Public Works � I Stadiums 1 q p� a�te- Colf Courses 1 Tourism promotion 1 Community Development 3 Polio* Department tone per shift) Parks Department 1 North Sane 1 South Song Leisure Services 1 _ North Zone 1 Central Zone 1 - • South Zone Z; *upon completion of the new Administration Building, there for Dinner lcey and Marinas and one steward will be one steward for the new Administration Building. -si- �7 'h s ioil '' j CItY d# MIAMI. OL.ORIDA �Nfi t+i� FICE WWORANDUM 5, J i C August 71, 1981 FILE: toe Honorable Members of the DATE: pity Ct>mriissi0h SUBJECT: i ji .� FROMs Mayor Maurice A. Ferre REFERENCES: ENCLOSURiS: I am calling a Special Commission Meeting for Tuesday, August 11, 1981 at 2:00 P.M. for the purpose of giving the City Cammission the opportunity to review the proposed AFSCE contract. MAF/mgm c.c. Messrs: H. Gary G. Knox R. Ongie D. Mielke 1 -81.4'IW81W;o A113 Min) A3l3 JISUO '0 01eU p 1 : t Wa L NIV 18. o3A1373a