HomeMy WebLinkAboutR-79-0003AE OLUTION NOS
A RESOLUTION AUTHORIztNG 'rHE CITY MANAGER TO
ENTER INTO A COLLECP'IVE BAAdAINING AGREEMENT
BY AND BETWEEN THE 'CITY OF MIAMI AND TflE EMS -
PLOYEE • ORGANIZATION ' ItNOWN AS ' THE MIAMI GENERAL
EMPLOYEES-:, AFSCM8 LOCAL 1907 , AFL..CIO r FOR TI4E
PERIOD OF 7ANUARY 18 ► . 109. THROU0I1 SEPPEMBER 3 0
1981►-UPON ITS •RATIFICATION -AND 8UB3ECT TO THE.
• ERMS AND CONbITtONS OF SUCH AGREEMENT AS SET• -
tt pPOR I V RTIH IN THE ATTACHED COPY THERt0
.60DOCUMt'lS
FOLLOW
'BE IT RESOLVED BY THE COMMISSION OF THE CITY • OF . MIAMI ,
FLORIDA:
Section 1. The City Manager is hereby authorized to
enter into a Collective Bargaining Agreement by and between
the City of Miami and the employee organization known as the.
Miami General Employees, AFSCME Local 1907, AFL-CIO, for the
period of January 18, 1979, through September 30, 1981, as.
set forth in the copy attached hereto. The aforesaid authori-
zation shall not be operative unless and until the City Manager
is in receipt of a notice of ratification by the employee orga-
nization of the terms of this Agreement.
PASSED AND ADOPTED this 18th day of January
APPROVED AS TO FORM AND CORRECTNESS;
CITY COMMISSION
MEETING OF
JAN1 81919
mum
MAW
lseRlJ!!lts.!!EMl.SRdRRR!'l�M
AGREEMENT
BETWEEN
CITY OF MIAMI, MIAMI, FLORIDA
AND
MIAMI GENERAL EMPLOYEES
AMERICAN FEDERATION OF STATE,
COUNTY, AND MUNICIPAL EMPLOYEES
LOCAL 1907, AFL-CIO
AGREEMENT 1
XIX 5
ANNIVERSARY INCREASES
APpENbIX42
APPENbIX R 45
APPENDIX C IX
ATTENDANCE AT MEETINGS/TIME POOL III0
EULLETIN gOARbs XIII
CALL BACX PAY II
CETA EMPLOYEES XXXII 27
COMMENDATION PAID LEAVE II 9
CONTRACT bISTRI$UTION XIXXXVI 29
DEATH IN FAMILYXVI 10
DISCHARGE' AND DISCIPLINE XVI 5
DISCRIMINATION XIV 10
X
DUES;.CHECKOFF 'VIII 1�
EMPLOYEE EVALUATIONS II 18
EMPLOYEES ACTING WITHIN SCOPE OF AUTHORITY XX IX 30
FLOATING HOLIDAY TIME XXXIX
12
GRIEVANCE PROCEDURE XXXV 22.
GROUP INSURANCEXXXVIII 30
HOLIDAYS�KXXV 2 8
ILLNESS IN FAMILY XXXI 268
JURY DUTY.. XXIII 20
LINE OF DUTY INJURIES XIII 16
LOSS OF EMPLOYMENT ; ''('�` ,� V 3
MANAGEMENT RIGHTS LtS `PPOR 1 v 343
MEMO OF UNDERSTANDING v�t {nnES XXXVII 29
MILITARY TRAINING LEAVE VO ,,J ICI' NO STRIKE Tt 4
FOLLOW VI NOTICES XII 10XXV 22
OVERTIME/COMPENSATORY TIME XXXVII 22
PARKING 1
PREAMBLE VIII 6
PREVAILING BENEFITS I 1
RECOGNITION III 2
REPRESENTATION OF THE CITY IIV' 2
REPRESENTATION OF THE UNION XXII 19
REST PERIODS
XXVII 23
SAFETY slims XXXXI 31
SAVINGS CLAUSE. XXXIV 27.
SICK LEAVE XXXVII 32
TERM OF AGREEMENTXXXIII 22
TOOK ALLOWANCE X��X � �-
TOTAI AGREEMENT NT XXIX 25
TUITION REIMBURSEMENT 8
UNION :STEWARDS XIV 21
vaAOES �X? �'�
WORICING :OUT QF .�LASSIF'IOATIOI
AGREtMtNT
Thi .Agreement-, enteked iito this day of •
lg , between the. City, of Mititi '(hereinafter referred to as the 'City
•-and-the MIAMI GtitRAL-EMPLOYEES AP8eMt (hereinafter
referred to as the i"Ui of ")
PREAMBLE.
WlitiltAS, it it .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 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 Certifica-
tion 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
CETA EMPLOYEES
SUPPORTIVE
DOCUMENTS
FOLLOW"
Section 1. The City and the Union recognize that the
lations and appeals procedure covering CETA-funded employees are set by
the Federal government and as such are not subject to negotiations
changes by local unions or municipal governments.
Section 2. Bargaining Unit CETA employees' appeal from discharge
or suspension shall be consistent with applicable Federalrules or regu-
lations issued by the CETA Program; 'therefore/ Article XVI, Discipline'
and Discharge, as agreed to between the City and the Union, only applies
to permanent, classified Civil. Service employees,
or
1
edtibh•14 . 1,-
t ot4 thsta'hdihc a iy ether art` i i a diau a `3r lac tioh
eittwttte it- this Agreetieht ► should the Pt blie tftip1`byees teiatioha
oiiniYl ssioii of the gtate of 'ieiida-dttetm he etirreht or. futUte eiTA
• employ
ees ho1ih positizins' within the targaihi is `O iit ate hot Appto�
p.
riatelypart of the' targaihii g th it,•said C+, ET e 1ployees shad 1 fofth�
w�.th
cease to be keptesehted by the tihibh•fbr.purposes of boL1edtiVe
baYgaihinq.=
ARTICLE III.
REPRESENTATION OP THE. CIT.Y
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
e Manager or his designee shall have sole authority
Manager. Th City
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'
purpose of negotiating with the Union. Negotiations entered
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 wa\y,
,_��'�.+ +
obligating the City. P ►.S
ARTICLE IV V i.J"Vn �,V i11
REPRESENTATION OF THE UNION
Section 1.
The Union shall be represented by the President of
or b a person designated in writing to the City Manager
the Union, y
by the
President of the Union. The identification of representatives
shall be made each year at least fifteen (15) calendar days prior to
an affidavit
April 1st. Said designation shall be accompanied by With all xequre-
executed by said President that the Union has complied with
e law in effect at that time with respect to registration
ments of Stat.
of the Union.
Section 2, The President of the Union, or the person designated
by paid president, shall have full authority to conclude an agreement
on behalf of the Union subject to a ratification, It is understood
for the
into
• that- the•Union representative is the iffi iai fepresentat.ive - of the
Union for the purpose of negotiating with the City, Negotiations -
entered into.with-persons other than those as defined herein, regard
lest-of.their position or association With the, Union, •shall be deemed
uhatiithot iisd and shall . have n o weight of authority., in. c ii mittinc or in
any..way obligating the Union. it sha ii - be the- res ionsibility•' of the
Union to. notify the ciity Manager in writing of any changes in the desig-
-riat.oii of the President of the Union or , of any certified . representative
•of the Union:
Section 3. The Union inay 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 wity no loss of pay, or emoluments except that if one of
.the four (41 ernployee.repr.esentatives is the, Union President on full
time release -in accordance with •the• terms of Article I. Attendance -at -
Meetings/Union. Time Pool, then only : three' (3) employees may be released
from duty with no loss of pay or emoluments.
',SUPPORTIVE
ARTICLE V 0 C C U M ENT S
MANAGEMENT RIGHTS FOLLOW"
Section 1. The Union
agrees that the. City has and will continue
whether exercised or not, the right to operate and manage
its affair5 in all respects; and the powers or authority which the
City has not officially abridged, delegated or modified by the express
provisions of this Agreement are retained by the City. The rights of
the City, through its management officials, shall include, but shall
not be limited to, the right to determine the organization of City
Government; to determine the purpose of each of its constituent depart-
ments; to exercise control and discretion over the organization and
efficiency of operations of the City; to set standards for service to
be offered to the public; to direct the employees of the City, includ-
ing the right to assign work and ..overtime; to hire, examine, classify,
promote, train, transfer, assign, and schedule employees in positions
with the City; to suspend, demote, discharge, or take other discipli-
nary action against employees for proper cause; to increase, reduce,
change, modify or alter the composition and size of the work forcer
1
tltditg the tight to feleve eti pioyeea fro l r utios-beaattte of, leek
f 43or or-ftihdt) to deter tihe -th0166ati6h4 titethods f theah§f.Aiid
persbt tiel by 't hick operations
• to determine-' whether• goods.o
establish,'•tiiodifyi. c66bihe or
ilir4hat6 existing methods of
are to be oohducted, hdluding•the right
services - are to be tn4c1e or purchased; to
aboiish job pay poeitiohe;'.to..change.or
operation y eeltiipttteht or facilities r
Sectioh 2, The City hat the sole authority to determine the
Ouroose and mission of the City, to trenare and submit budgets to be
Adopted by the City Commission. This shall not p`ohibit the union
from exprestinq its views to the legislative body at the public budget
hearing,
Section 3. The City shall enforce and comply with the provisions
of the Agreement so
Civil Service Rules
as not to violate the City Charter or the existing
and Regulations (Ordinance 694
5 as amended) .
Section 4. Those inherent managerial functions, prerogatives
and policy -snaking 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 con-
tained herein.
Section 5. Delivery of municipal services in the most efficient
effective and courteous manner is of paramount importance to the City
Miami. Such achievement is recognized to be a mutual obligation
of both parties within their respective roles and responsibilities.
"SUPPORTIVE
ARTICLE VI
DOCUMENTS
NO STRIKE FOLLOW"
Section 1. "Strike" means the ccncerted failure to report
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 employ-
ment 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 teem of or after the expiration of a collective bargaining
agreement
gtctioh•2 ' Neither' the Uhi h fio .a iy of its bff : ert, a§ertt,
and members, hor thy tihibh be , dov`er'ed by tiffs Ac reei eiit, w i i
insti4ste, .-pr meste, upansor, engage i i, or eOYidoh-6 any •strike, gyThputhy
strike, si:owdOWn, sdkout, 'cence`ted. stoppage of work picketing, .or
any other interruption of .the operations .of tie fit+
Section 3 Each e tployee-•who holds--a•poaitir n with the Union
• occupies a position'of, special trust and responsibility. in Maintaining.
and- brining about compiiance With this Article and the strike prohi�
bition in ?.S.'447. qs and the Cohttituticn 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.
Section4. Any or. all. employeeswho violate any •provision -of the--
- law prohibiting strikes or of this Article may•be.dismissed:or..other-
wise.disciplined by•the City, and -any such action'by. the City. shall. be
appealable to the Civil Service Board.
ARTICLE VII
DISCRIMINATION
"SUPPORTIVE
DOCUMENTS
FOLLOW"
Section 1. The City and the Union agree that the provisions of
Agreement shall be applied equally to all employees in the bar-
gaining 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 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.
•
tedtior 4 t The . City ac fees hot•to - thteffefe Witfi the -ti4ht f
the e ipioyees to join of not joih the Otihn ► and thefe shall 150 nc
d 5oriiiinatiofi, a.nterferende, .estraint-or ooeroion by the •City or
��� non�Un�-bfi fiei�berslii'�*
the tjnion. beoaUsse of t�riion Ynet�tbe sh p o
gection 5►
:However-, nothing tfiit Article or elsewhere in this-
greement shall prevent•the City from implementing• the tents of the
g �.egai
orrent Consent Degree and Menlo of. Understanding or :anyfiittire
mandates placed upon the City by applicable laws►
Sec tion 6. The union-recognizes•its responsibilities.as.bargain
unit
.ing agent and agrees to. represent all emptoees in the bargaining -
wit y
-hoot discrimination, interference, restraint o coercion.
ARTICLE VIII
PREVAILING BENEFITS
er
Section 1. Job benefits' heretofore authorized by
the City Manag
enjoyed by all employees covered by this Agreement as of
continuously e joY
Setember 30, 1973, and not specifically provided for or abridged by
P
this Agreement, shall continue upon the conditions by which they had
been previously granted.
Section 2.
Provided, however, nothing in this Agreement shall
obli
gate the City to continue practices or methods which are unsafe,
g
obsolete, inefficient or uneconomical. benefits, the
Section. 3. If the City desires to change such job
shall be negotiated between the City and the Union. If the
matter sha partiesnegotiated
pdeadlock in the negotiations, the question(s) being
shall be submittedtobinding' arbitration in accordance with Step
of the Grievance Procedure. �� �,
N
DOCU
ARTICLE IX FOLLOW"
ATTENDANCE AT MEETINGS/UNION TIME POOL
Secti
on 1. The President of the Union and/or designated repre
tatives shall be allowed to attend regular meetings and special
sen.
mee
tings s of the City Commission, the Civil Service Board, the Affirma-
t
ive Action Advisory Board and the Pension Plan Board, Time off for
the Union President or any other bargaining unit employees to attend
these meetings will be in accordance with Section 2 of this Article.
edtion A thio i time 66 is he e y authi r .
the ft 11 Wincj
the t .t ' agrees to ettablish afi annul ti to pool batik of
•
3,50d hours to be. used in aoeordanee With the pfo'isiotis
of this Article.
•g POr each elpioYee, except' the •Union president, or a desic�
Pee', when' oft full time• release, Who is authorized to use
tune from the fife pool, the President shall fill •out- the
Pp-.p � -as provided by the City►. This form slail
a ro riate form
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 ttu ru mum of
seven (7) caler►dar days prior to the time• the•employee has,
been authorized. to use the pool time. -.It is understood on
rare occasions the seven (7) day •time limit.may• not -be -met.
shall
A.
The President then
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
Union may request an alternate employee be released from duty
during the desired time.
In reporting an employee's absence as a result of ultilizing.
the Union Time Pool, the daily attendance record shall reflect:
"Employee Doe on AL" (Authorized Leave)
Any injury received or any accident incurredby 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
not be considered a line -of -duty injury, no shall
or accident by 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,
forward a detailed explanation to
"SUPPORTIVE
DOCU M ENTS
FOLLOW"
tpoh Writteh 'e uegt ti5 the Labot Reiati ifs o tide) the
President of the tJf ioh r or hi %het desigfieei till be red
• :eased foie the term of this•Acteeineiit ffritri his br het
ie4tilafly. assicffed dutie§ for the pity. The terms of. this
a regiment for- such release are ofi1y to be i pl'efftehted•if
the fol owinc qualifidations are ftiet by the ti iof I •
.
The Union President, or a designee, will reasonably
be. available through• the,.UniOn office currei tly -lo-
cated at 1464 N o We. 17 th Avehue,•Rohm O4 , Miami,
Florida 3312 , for. consultation with the.Managetnent
of -the City• of Miami,
2. All meetings for which.the City currently provides
paid release time for Union representatives shall
cease.as of the. ratification•of• this Agreement.
. 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 Union
President desire• to use accrued vacation time, the
Time Pool will not be charged. -
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
be illegal.
the
event any portion of the Article is found
Cancelling the Article shall not preclude further negoti-
ations of future employee pool time.
ARTICLE X
UNION STEWARDS
"SUPPORTIVE
DOCUMENTS
TS
FOLLOW,,
Section 1. Employees within the bargaining unit shall be repre-
sented by Stewards in areas of the City employment in the number and
:manner set forth in. Appendix C, The Union shall furnish Management
a list of the Stewards' and Alternate Stewards' names and their 'as-
signed areas, and shall keep the list current at all times,
M •.
MI
Sedtibh 2. With fequested by ai' emp elee, agtoUlard may only
investigate any alleged or actual grievance ih his assigned atewaid
area as provided ih Appendik C. He shall. be allowed reasonable time
therefor during working hours Without logs of tiMe or pay upon hotifi=
dation and approval Of his immediate diate supervisor outside the bargaining
unit, such release time will be granted consihtent with the heeds of
the service but will hot unreasonably be withheld.
Section 3. Union business, other than that cited above, shall be
conducted so as not to interfere with the work assiZnment'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 em-
ployee released on the 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 _t tep 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 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 XI
CONTRACT DISTRIBUTION
%?) . �.COL? ,
FO L L of
rs
Section 1, The employer agrees to furnish copies of this contract
to each department head where Union members are employed and said de-
partment heads shall matte the contract available' for employee examin-
ation .at employee's request.
ttCtt•Xli
geotionThe 'City agrees.to proVide,to.the Unibn President
Or. his designee the following:
Agendas of regular. and`'specal City.
.. re ular
a.licable aw►
'Commission t byp
Y
meetings (except where exe�ip' � ,.and s ecia�. Cull Se�'�`ice.
.and special Pension Board. neetings, regula p
- -- eca]. City
... + t - - � - ula� -and sp"
s and hearings, the minutes of reg"
F3oard fneeting
Commission meetings (except where exempt. by applicable law), regular
•and• special Pension Board meetings, regular and special.Civil Service
Board meetings and. hearings.
ARTICLE ?III
BULLETIN BOARDS
Section 1. The City shall provide bulletin board space which
shall be used only for the following notices:
A. Recreation and special affairs of the Union
B. Union. Meetings
C. Union Elections
D. Reports on Union Committees
Sec
tion 2. Notices or announcements shall not contain anything
political or reflecting
adversely, on the City or any of its officers;
notices or announcements which violate the provisions of this section
shall not be posted. This shall not preclude endorsements for the
Civil Service Board or the Pension Board. Notices or announcements
posted must be dated and must bear the signature of the Union Presi-
P
dent or his/her designee. In the event any non -Union material is
posted on the bulletin board, it shall be promptly removed by a rep-
resentative of the Union or by a representative of the City
"SUPPORTIVE
ARTICLE XIV DOCUMENTS .
DUES CHECKOFF FOLLOW"
Y"
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 anac-
credited Union officer to the City from the pay of those employees in
. 0
the bargaining unit who ihdiVidUAlly Make stidh request obi a ' fine'
dhedkoff authorization forth provided by the City. guch deduct oh will
be Made by the City When other payroll
dedtieU ohs are Made and will be..
gill - with the pay for the first full pay period following receipt of the
authorization by the City. The Uhibrl shall advise the City of ally unl
forth asseeSteht or increase th dues in writing at least thirty (SO)
days prior to its effedtive date.
Section 2. This Article applies lies only to the deduction "of rternberg
ship clues and uniform assessments,
if any, and shall not apply to the
collection of any fines, penalties, or special assessments.
Section 5. Deductions of dues and uniform assessments, if any,
shall be remitted by the City during the week following each biweekly
pay period to a duly authorized representative as designated in writing
by the Union. The City
shall deduct from the remittance an amount for
the cost of dues checkoff. The amount will be calculated at two ($•02).
cents for each employee deduction, each payroll period, and ten ($.10)
cents for each addition or deletion to the checkoff register.
Section 4. In the event an employee's salary earnings within any
pay
period, after deductions for withholding, Social Security, retire-
ment, group health insurance, and other priority deductions, are not.
sufficient to cover dues and any uniform assessments, it will be the
responsibility of the Union to collect its dues and uniform assessment
for that pay period directly. from the employee.
Section 5. Deductions for Union dues and/or uniform assessment.
shall continue until either: 1) revoked by the employee by providing
the City with thirty (30) days written notice that he/she is terminating
the prior checkoff authorization, 2) the termination of the authorizing
employee, 3) the transfer, promotion, demotion of the authorizing employee.
out of this bargaining unit, or 4) the revocation or suspension of dues
deduction as certified by the duly authorized Union representative.
Section 6. The Union shall indemnify and hold the City, its officers,
officials, agents and employees harmless against any claim, demand
or liability (monetary or otherwise) and for all legal costs arising from.
the its officials agents and_em-
ployees acti-on ta) e. n o ' not taken by h_. City,
e in complying with this Article, The Union shall promptly refund
�'IOYo- s _ �'
ii,C4J,,PPORTIVE
•d...,
'v,
• to :he 'pity any funds reaciUec in ac cordate e With this Art 1e tahi h
are in ekes of the a count•of duet end/or tihif5fft Atsetgt ehitt thigh
the City has agreed to deduct.
•Section 7, The.City will not deduct aty.Union fifes, penalties
6t :t aCial assetsfAerits froft•the pay -of any employee.
Section 8, • The dues checkoff• authorization fatht provided.by the
City shall -be used by employees.who-Wish to initiate dues.deduetioti,
ARTICLE XV
GRIt VAWCE PROCEDURE
Section 1. It is agreed to and understood by both parties that
there shall be a procedure for the resolution of grievances arising
from the application or interpretation of this Agreement,
Section 2. A grievance is any dispute, controversy or difference
(a) the parties; (b) the City and an employee or employees on
any issues with respect to, on account of, or concerning the meaning,
interpretation, or application of this Agreement or any terms or
provisions. thereof. A grievance shall refer to the specific provision
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
behalfof 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 Agree-
ment 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 sup-
plied by the City, The Election of Remedy form will indicate whether
the aggrieved party or parties wish to utilize the Grievance Procedure
contained in this Agreement or process the grievance, appeal or admin-
istrative action before a governmental board, agency or court proceeding..
1
2»
161.edtim 5t•re t4§ other than throtic h the tti v nee' 4rodeduto doh..
taihlec 'herein shall. pteo1Ude the: aggrieved patty- or tarries from
Utilita.ng said dtieVa.nce prodedure.for adjustmeht of said grievandel
8e0tioh •4 r• To• Simplify the Grievance procedtirei the number of..
"Wiirkrig days"
ih•presefiting a g
rievaride acid reoeiVing a reply frofi
eht levels of sttpervition -shall be based tipori a forty C40)
the differ ' hours t•five (5) day . work Week i Monday through Friday ► not inc lading.
city-wide holidays...my grievance'not p
rocessed in accordance with:
the t itne
limits..provided above�,shall be considered conclusively
abandoned. Any •grievance not. answered• by
Management taithin'the time
advance to the nett higher step of
limits provided will automatically mutual
the Erie vance Procedure. 'Time limits can only be extended by
agreement of the Union and' Management:
Section 5. Where a grievance'is general in nature•in that
applies.. to a number of employees having the same issue. to be decided,
Pp it
or .if the grievance is directly. between the Union and the'City,
shall be -presented directly at Step •3-of the GrievanceProcedure,
within• the. time limits provided for the submission -of a grievance in
land signed.by-the aggrieved• employees -or the Union representative
Step ►
.On their behalf. 'The Election of •Remedy form as provided in Section 3
° presented
- of this Article must be completed and attached to.grievances time
-.directly.at-Step'3'. • All grievances must be• processed within the
•
'.time
herein'provided unless extended by'mutual agreement in writing.
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 UniOfl
will be given an. opportunity to be present and receive a copy of
rievance shall be processed: in accordance with
•
written response. A 9 c+,.•SU [,.
the following procedure:.'DOCUMENTS:-
Steep-1• FOLLOW"
..-The aggrieved .�rieved employee sha11 discuss•the grievance with his..
99
immediate superVio'-outside the bargaining unit within f iue
(5) wo3ing days of. the 'oecu'zence'which gave rise to the
9
rievanCe. A• city.enp1oyee Union xepte5enta lve wi11 be given
7
rea ohabie oppbftUihity to be ' piegeKt at : ahy ► ttif i d&herd
tar• t
:he•i? ee4 tioit at such 4rie 'ande.• The m iediate supervisor i
out'gide the•bafc aitiihcj iihit,- shall attempt tb adjtigt the Matter.
and of respond to the employee within five •(5) warkific days.
Step ?_Y_
f the grievance hat hot -been satisfactorily retalved f the eittm
ion r
the Un
•
ployee or
�eptesentative shall eoMpl.ete the Eiect.on
Of Remedy forfii -provided -for in Section •3 of this Artic1e befo1e
initiating the grievance to the.secbnd step -:of- the.Grlevance
art or parties elect the remedy
Procedure.` if the aggrieved party y
other .than. 1 the.Grievance Procedure contained: -herein)... -the griev'='
ance shall be withdrawn for redress consistent with the Election
of Remedy form. when •the Election of Remedy forth 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 forth provided for this purpose and present
such written grievance to the Department Head concerned within
five- (5) working days from the time the response was due from
Step 1. The. Department Head 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'may present a written appeal to the
•. Ciy 't Manager within seven (7) working.'days from the time the re
sponse was. due in Step--2. • The City Manager and/or his designee
shall meet with. the employee and the Union Representative and
shall respond in writing.to the. Union within seven (7) working..
• .days -from receipt of the appeal.
1..If the Grievaflce is not settledin Step 3, it may .upon.-
on
written request of the Union within seven (7) working
days
afterreceipt of reply or answer be .refuted to arbitration,
The arbitration
proceeding. shall be Conducted by. an arbi-
t 'ato ' to be selected by the employe_r and the Anion with
"SUPPORTIVE
DOCUMENTS
FOLLOW"
tee. (le) days after fi iti e hag been givenII ti6 -fti
fail to select an arbttratot i tieederai Meth atiah andi
diliatiot erviee . Sh&11 - be regUegtedliy either br both parties
to provide a pahel.of five (6) arbitretors, Loth the employer
and the -Union shall. have the right tU strike two ( ) Bayles
froth the panel. The pa 'ty reC ueetii a `bittatloh shall
strike the firSt'naine', the other party shall then strike one •
naive. The process will'be repeated and the•remaihing person -
shall be.the arbitrator.
. The arbitration: shall be conducted.under'the rules set forth
in this -Agreement and not under the rules of theAmerican-.
Arbitration Association. Subject to the following, the arbi-
trator shall' have. jurisdiction and authority• to. decide:a..
grivance 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
-thc,reof or any amendment thereto. The arbitrator •shall have,
no authority to consider
stated in
this Agreement
is not a grievance
or rule upon any matter which is
not to be subject to arbitration
as defined in this Agreement, or
which is not specifically covered by
shall
this Collective
this
Agreement; nor
Bargaining Agreement
arbitrator to supersede applicable laws
time of signing this Agreement.
. The arbitrator may not issue declaratory or advisory opinions
and shall confine himself exclusively to the question which
is presented to him, which question must be actual and exist-
ing.
The fee and expenses of the arbitrator shall be paid by the
party which loses the appeal to arbitration. Each party
shall fully bear its costs regarding witnesses and repre-
sentation.
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 14ndrina orbpth parties,
DOCUMENTS
IN"
or
in
be construed by an
existence at the
'ecti6ii 7.4 Cofisistetit. 4th chapter 441 4b1 the 3 ioh•§hall hot
be requited' to pr ces5 gtietla ioe or be liable bf atiy € xpehses foi
employees oovered by thin A4reetteht who are riot fiiembers of the ii biz
There non-neTbers- or atiy employee ooVered by the A reetheht eleota hot
to be rept'esehted by the plion, written respohaes shall be'givah-to
the efliployee and to the tfhion
11TIGLS XVI
bISC 1i2 E 1� iti � IS IpLtN
Section .I. In cases where.it becomes. necessary to. discharge -Orr
•otherwise discipline a permanent; classified employee covered by this
agreement,.'•a representative.of-management•shall-give notice of said.
discipline to the. employee. --Such notice of discipline shall be con-
-firmed in•writing.to the employee.and the Union within five(5) work=
ing 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
the classified service, or who are entrance probationary employees,
may not grieve disciplinary action under the provisions of this agree-
ment.
Section 3. If an appeal of any discharge or other disciplinary
action, excluding oral or written reprimands, is filed with the Civil
Service Board in accordance with the Board Rules and Regulations, such
appeal shall be an election of remedies and shall waive any right on
the part of the employee or the Union to file or process
a grievance
under the terms of this Agreement protesting such discharge or other
disciplinary action. Should an employee elect to grieve
discharge or
other`. disciplinary action, excluding an oral or written reprimand
grievance shall be made in accordance with the terms of the Grievance
Procedure Article as contained in this Agreement,
T1ent
•Section
ARTICLE XVII
LOSS OF EMPLOYMENT
Employees shall lose their seniority and their employ -
shall be terminated for the following reasons;
i! Discharge if not reversed:
"SUPPORTIVE
DOCUMENTS
FOLLOW"
1
7 9'
1
des .e fiat hl . s ip byes absit for•a horittaily,tdhedUtid
work -week without- tietifit'atibti of valid reaso i to the City►
acid who .has Rio- 1 gititate reason tot hot hotifying the pity
of his-absenoe► lay be donsidered as havihq :resig led,
hekcused failure to tetiitn to work when-reeall'ed froffi layoff ►
as set- `forth in the recall ptocedire
d : :tiieifcused failii e to rettith to work after ' expiration of a
• formal leave'of absence.
Retirement.
Layoff for a continuous period of eighteen (18) months.
ARTICLE XVIII
EMPLOYEE EVALUATION
• DOCUMENTS•
FOLLOW"
Section 1. Permanent full time classified employees covered by
this Agreement will be evaluated utilizing the appropriate evaluation
forms as developed by: the Human Resources Department.
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 Man-
agement will be given an opportunity to improve to a satisfactory level.
Failure to improve will result in disciplinary action up to and includ-
ing discharge. This section shall not apply to permanent full time
classified employees serving in a probationary promotional appoint-
ment.
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. Depart-
ment Director recommends an extension of said time frame.
Section 4. Unsatisfactory rating for permanent full time classi-
fied employees not serving in a promotional appointment shall not re-
quire said employees to appear before the Civil. Service Board for re-
view of the unsatisfactory rating, Should an employee covered by this
section feed: the unsatisfactory -rating Was incorrect, -he may grieve:
the.rating Consistent with the Grievance Procedure, However,•any
-.grievance ep Oerning• the employee's unsatisfactory evaluation wild. be
pQnspl4dated. .with any 4s0 .pl .ne appeal Should the employee be ,removed,
• suspended pr reOuced. in. grade bepa se of the unsatisfactory eva . ation
7
be
ANNtV t M Y INOR AgtS
Section 1s dal&ty if orei(ents recotni2ifq satisfactory service
• within established ranges are provided fog` in the pay plane :Oh -written'
approval from the bepartient -!lead, employees shall receive:a. one"step
increase in salary,•not to e3keeed the ,takirum rate on the first -day of
the first full pay, period -.following - the anniversary date of appoint-
meat of the emptoyee.to the current classification. All anniversary
.increases shall.be subject to review for accuracy by the, Department of.
Human resources.
Section 2. Leaves of- absences -`Without- pay in•ekcesS of -fifteen
(15)'days'or suspension of any.duration shall delay anniversary.in-
creases 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, pos-
itive
approval of the Department Head. Anniversary increases are not
automatic. A Department Head may withhold anniversary increases until
such time as, in his judgment, the employee's service within the clas-
sification meets the standards of satisfactory performance for the po-
sition. Employees in such cases shall be notified of the reasons for
the action being taken.
Section 4. Anniversary increases for part-time employees shall
awarded only upon completion of 2080 work hours at the previous
rate. Such increases shall be subject to final approval of the Depart-
ment Head. The procedures and criteria for granting anniversary in-
creases shall be the same as for full-time employees."SUPPORTIV
r E
ARTICLE XX DOCUMENTS
EMPLOYEES ACTING WITHIN THE SCOPE OF AUTHORIT LJ L L%J W,�
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' a fee, not to exceed fifty ($50. OO) dollars per hour or pro-
vide 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,
�1��
eetic n 2, The -p oVidb 1t al•repreae itati ih
nor a: any etaitn or jtidg -.:6ht entered ac aihat aiiy bargaining utiit
� y
ettpl yea if the•ciaittt or judgment atiaea from any cif the 16116wing1
i,' Any tihau,06ri2ed apt;
s Any i itentiotial tort;
•. Gross tieglicjende - or tiatcot dtiot;. or
4. While finder the influence of intbtidating liquor 6r
illegal drugs or substances
ARTICLE XKI
WORKING OUT OF CLASSIFICATION
Section 1. A department head, or his designee, may direct an
employee to
serve in a classification higher than the classification
in which an employee currently_
holds status. Such acting assignment
shall not exceed one calendar year starting
from date of appointment
to the higher her 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.
classification as provided for in Section
will be granted a one-step increase or the rate for
the higher classification, whichever is greater, for all time worked
out of classification in excess of thirty (30) consecutive calendar
n the event an employee is assigned work of another
the employee.
Section 3 During
employees'
for additional compensation
this article
the first,step of
any on -job training program
ram designed to upgrade
in
skills those employees in such training shall not be eligible
,
as provided in Section 2 of this article.
"SU PP RT\VE
ARTICLE XXII DOCUMENTS
REST PERIODS A (A.0
! /' \ ("
Section
1, Aill employees' work schedules shall provide for
fifteen -minute rest period during each four-hour work period,
Atetioii 2 i i tpi.oyees Who d6 hot take -a-..rest 16e116c due to Wotk
cohc i4iofis or by peTsohai `dhoice tray not• .dive
an employee's late ror-iay• it be regarded
as accu a 1ative if it is riot taketn.
ART; kX111
I E b btiTY .11 J ZIES
Section 1.The City agrees to pay all Medical and hotpitalitation
expenses incuited by any employee covered by this Agreement who it
found to have sustained a compensable line -of -duty injury as provided
for by the Workmen's Compensation Law of the State of Florida.
Section 2. The City agrees that any employee covered under this
contract who is disabled as a result of an accident, injury or illness
incurred in line of duty shall be granted supplementary salary of
which a part thereof is Workmen's Compensation as provided by Resolu-
tion No. 39802, provided however 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. If an accident has been declared compensable by the
City and the employee brings litigation without having first discussed
with personnel of the City's Office of Risk Management concerning any
controversy arising out of
the declared compensable accident, then the
supplementary salary, as provided by Resolution No. 39802, shall cease.
Section 4 In the event that litigation is filed by an employee
following his return to work without having first met with and discussed
with personnel of the City's Office of Risk Management concerning any
controversy arising out of his declared compensable accident, it is
agreed between the parties that the previously described supplementary
salary shall be recouped from the employee's current salary by way of
payroll deductions, the extent of subsequent payroll deductions shall
not exceed 25% of the gross pay per pay period. If the Office of Risk
Management does not resolve any controversy arising out of a compensa-
ble injury to the satisfaction of the injured employee, then the sup-
plemental salary as provided by Resolution No. 39802 shall not be
jeopardized if litigation is subsequently filed by the employee.
Section 5. In the event an employee desires the presence of an
attorney to discuss a controversy with representatives of the Office of
Risk Managements the parties agree that the attorney ,shall receive
1
from the City a tkehffe fb hit 3reeehde cif $S 6 pd hour, hot to
e:deed $100 r 0a
AATt t XXIV
'Adtg
Section 1. The City agree§ to adjust the stage rate fbr all ei
o' ees ih accordance with the f b110win
acheclule, with each ad3ilstf�eht
p' _ �;to be effective on the first day of the first full pay period following`..
the date indicatedt
December 30, 1978
5.5%
April 1, 1979
2.5%
October 1, 1979 5.5%
April 1, 1980
2.5%
October 1, 1980 6.0%
Section 2. All changes in salary for reasons of promotion,
otion, merit increase or longevity increase, shall be effective the
m
day of the payroll following the effective date of the change.
Section 3. A night shift differential of $.45 per hour will be
aid to 'ba.rgaining unit employees who work a regular established
p however, more
shift between the hours of 6:00 p.m. and 8:00 a.m. must be
than one-hel of the hours of the regular established shift
f 6:00 p.m. and 8:00 a.m. Night shift differential
within the hours o ht shift
will only be paid for hours actually worked during the nig
overtime hours and.
differential period and will not be paid for any Night shift dif-
ferential pay rate.
will not be used to calculate any s for pen-
si
on shall not be used in calculating average earning
purposes.
Section 4. Bargaining unit employees covered by this agreement
who were on the active payroll or on a previously management -approved
leave of absence during the payroll period beginning
December 3, 1978,
cember 16, 1978, and who work twenty (20) or more hours
and ending De roved
per week,
and who are still on the active payroll or on an app
absence on the first day of the first full pay period fol-
1cave of _ ent,
lowing February 1, 1979► shall receive a retroactive lump sum paym
-t lump -sum, retroactive payment shah be calculated as
This one time:, P e em loyee!s
3.5% of the eligible employee's gross pay as report" - TIVE
1978 W-2 form, DOCUMENTS
FOLLOW"
OVt ikTIMt/COMPENSAtOk TiMt
Odtich 13 these claasi fcatorts listed ih Appendik- ! with aid•
asterisk (*) b ` the ,classification shah be oohOidered job basis aril
be nei g ble for . overtittie pad
Section.2. All authorited work in ekcess of-an.eligible etnpioyee's
normal work week shall be.considered overtitrte work provided, however,-..
that no over -tittle pay or night shift differentiai pay•will be awarded
for work required -to correct error-laden•work products retuning from
-.an employee's negligence.
Section 3. 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 compensa"
• tory. 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 9. The:maximum accumulation of-compensatory.time hours
is two• hundred (200).hours If an employee takes compensatory time
off, the hours•in•his/her bank would be appropriately. reduced by such
•time off. • If an employee leaves the service of the City and cashes'
--in his/her bank, the hours therein shall be valuated -on the. basis of •
-.the rateof pay earned by that eligible employee during the last --pay.
period of -the fiscal year in which the hours were.banked.
ARTICLE XXVI
GROUP INSURANCE
"SUPPORTIVE
DOCUMENTS
FOLLOW"
Section 1. The City agrees to pay 100% of the current life in-
surance coverage provided for employees. Effective October 7, 1979,
the City further agrees to pay $13.29 per pay period toward the depen-
dent health coverage where the employee elects to take the dependent
coverage, 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 bass of what the employer currently pays and
what the employee ,currently pays,
• te6tioi 2 rut Health t fauraiioe aoVerage for the employee
d
t
(tisj.l 6ntinue at the current benef It leVei . The ourrefit premiaiZ
and i
hereaee `or degrease in the pYet iUfl Wiii. be shared oil the utreilt.
ba`is of eighty-( 0%) peroent paid by the City and twenty Opt) peroent
paid by the etp1oyee.
•Section• The provisions of this article shall only apply
to
full tiiite bargaining unit-.employees•normally scheduled to work a forty
(�0) hour work week.
ARTICLE XXVII
SAFETY SHOES
DOC Li Nil ENTS
FOLLOW'
Section 1. In those jobs or occupations where the employer requires
that the employee wear safety
shoes the following shall apply: The em-
-ll issue an allowance in the amount of $20.00 for the purchase
plover shall
of an initial pair of safety shoes. When, due to wear and tear or ac`
cidental destruction, a replacement pair of shoes is required, the em
ployer will. grant an additional $20.00 for the purchase of another pair
p ,
of safety shoes.
Section 2. This additional $20.00 shall only be provided when
the worn out or damaged pair of shoes is turned into the Department.
The Department Director, or his designee, shall determine when, in his
judgment, a pair of safety shoes shall be issued on the basis of need
and nct on an automatic basis.
Section 3. Employees in those classifications required to wear
safet shoes shall be subject` to the loss of a day's pay for each day
y uired
that the employee fails to report for work not wearing the req
safety shoes. Action under this section shall not be grievable under
the Grievance Procedure or appealable to the Civil Service Board. If
a medical waiver is obtained stating that the employee is unable to
wear safety shoes, then the penalty stated above is not applicable.
ployee or, a
to er shall not be worn by the em-
Safety shoes furnished by the emp y
day when employee is off duty. City furnished equipment
where required by the employer will be replaced when worn out or
damaged only if the employee returns the worn out or damaged equip--
Ment to the Department, This includes, but is not limited to, gloves,
boots, foul weather gear and other equipment.
NM
8dotiah 44 The dd1iar.arouhtt at provided ih edt ais.i aid 2
•of this artiOle ahali iiicf`ease by•oiie .dollar ($i.bo) at the bei tit ih
-of each fiscal year during the term of this ac reett eiit r
APtTlCIE X Vlll •
TOt L 1P ,i;LoW ,WC•
`S U i') P O R I V
DOCU M ENTS
FOLLOW"
Section 1, The City agrees to pay a quarterly tool allowance
for Automotive and Heavy Equipment Mechanics i1 the amount of sixty
($E0.00) dollars quarterly.
Section 2. Mechanics' tools which are stolen due to vandalism
or forced entry upon the employers property, will be replaced upon
proof of a police report and an itemized list of the tools stolen..
Section 3. The Department Director or his designee shall have
the sole right to develop or redevelop a basic minimum tool list which
employees must have to be hired in the various trades classifications.
The Department Director may grant a reasonable length of time for any
employee to acquire additional tools to meet the basic minimum tool
allowance inventory. Employees whose tool inventory does not meet the
minimum or drops below the basic minimum tool list inventory, shall
not receive a tool allowance. Tools may not be loaned to meet the
basic inventory tool list.
Section 4. The Department Director, or his designee, shall provide
a requiredminimum list of tools for Automobile Mechanic & Motorcycle
Mechanic, Heavy Equipment Mechanic, Maintenance Mechanic, Auto Body &
Painter, Welder, Machinist, Mason, Carpenter, Electrician, Lineman,
Plumber, Painter, A.C. Mechanic, Sign Painter, Communication Technician,
or any other classification not listed that the Department Director may
feel is necessary to add.
The affected employees within the above -listed classi-
fications 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 shallbe peri-
odically 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 PA :the recorded inventory, This replacement
c oet hot apply to the e .attif :'i atio i reeeivirig the eikty ($60 r
policy
Bolars uarter1y tool silo dahee. 'ub tieeibi of the hventory list of
` �
tools
in e3tcess of the basic mihift m tool list shall be eompleted within►
sikty dads after ratification of this agreements
Alt'nC i 5Xi
'UITIQN AtIM R8tMtNfi
8ect ion 1.
It is agreed between the parties that this tuition re.
,
Cityemployees- to improve
is designed to encourage p y"
imbursement program
lob Pe
rfortnance and increase their value to the City by pursuing
courses of study
related to their work at Dade County educational in"
policy governing the program is intended to be flexible,'
stitutions. The p y
with broad discretion for approval reserved to the Department Head and
Manager so as to insure maximum utilization of available funds
the Cityy g
em to ees. The continu-
for increasing on-the-job effectiveness of City Y
ance
of this program, however, is subject to budgetary limitation.
Section 2. Any full-time, permanent City
'employee may upon corn suc--
letion of his probationary period be eligible to partici-
cessful P
pate in the, Tuition Reimbursement Program. from an accredited
Section 3. All course work must be taken at or
college, university
or educational institution approved by the City
Manager or his designee. Course work taken under provision of this ar-
ticleee's job. Class attendance
ticle must be directly related to the employ
loyee's own time unless otherwise noted in the course
will be on the em P
announcement and authorized by
the City Manager.
Sec
tion 4. Reimbursement will be limited to one-half of straight
tuition costs up to a maximum of $150.00 per year and/or $50.00 per
semester or term. Books, incidental fees, and other costs related to
the - City..,. In the event the
the course work.. will not be reimbursed by e resigns or is removed from the City service within one year
employe fog funds.
llowin completion of the approved course(s) for which City
have been expended, the amount of tuition reimbursement paid to the
employee will be reimbursed to the City by the employee upon his ter-
mination
- a
of service through a deduction from his/her last paycheek,,
$eotion 5, To be eligible for reimbursement, the employee must
Pug PaPfUlly complete the course work and provide the City with evicen
tiC‘00! t Oi ‘
FOLLOW'
7 9 w
at eainpletith prior•t6 buee
eotiipletioh .tut be evidended by a grade cif iid or' better.
e t tan 6. t'radedure fob reifhbiffsetteht will be as Billows r
The eiployee insist obtain throe •(3) copies of the pplicam
tioh -for.Tuition i lbursetnent forit► for each eoure•trod
his department or the t Ui?L&h Resources bepartent.
.$► The employee must complete the application in triplicate
and submit it to 'his/her departifient head prior'to regis=
station at the educational institutioi`l.
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 dis
approved, it is then returned to- the' employee by -the De-•
partment Head:
The Human. Resources bepartment has the -authority to.ap
proved 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 em-
ployee•must submit -his semester grade. report together with the tuition
fee receipt to his/her department head. The Department Head will
re-
quest 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
1"
'i
!1 "
Section 1. Any employee eligible for overtime shall, if recalled
to duty during off -duty hours, receive a minimum of three (3) hours
plus one (1) hour travel time, paid at the overtime rate. The parties
agree that call-back hours shall not be used in the computation of ar-
riving at average earnings for purposes of establishing pension benefits..
pay
ARTIULD XXXI
JURY DUTY
Section •i, Empioyeee -shai be carried on Leave of absence .with
fQr aCtua..wor)ing time Lost when called to serve Ph jury duty
-Much employees shall be paid:at their rd ular hourly rate t
Working tune lost up tb forty (4c) hours per thee?.
,ect oh 2 th ,cOnsiderat oh b:f receiV tiq their. regular pay
employees shal
`1 p roifPptly assign to the pity the Withess Eee ree iVed.
for jury 5uty dur inch the Same period,. less i tileage allot ance
APTIett XII
Or I j 1TI(N PAI1?._...bE
-
Section 1► A department heads•upon a � pproyal bythepity taager,.
"'may .grant uto forty (40) hour' •of paid leave toany employee hose.-
p
b erformance is of such exemplary or heroio nature as -to -warrant
jo p
this sp
ecial consideration. This article shall.not:be subject to
grievance procedure or arbitration
ARTICLE XXXIII..
PARKING
Section 1. The City agrees to provide parking space for all
bargaining ,snit employees who drive their personal automobiles to
`9
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 parting for those employees who may not desire to use the
parking space provided by the City. tcS RR `
ARTICLE XXXIV DOCUMENTS j��11
SICK LEAVE FOLLOtl
Section 1. The partiesagree that care and discretion shall
d b Management and the Union in order to prevent the
be exercise y
abuse.
of sick leave privileges. Absences on account of trivial
dis ositions must be discouraged. To determine the extent or
in p
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 case$ where Man-
agement P �'
agem ent suspects that an employee is Malingering, sick leave with
pay a shall not be granted:
- unit employees may be allowed
2. Permanent bargaining provided orue uto eight t) hours sick leave per month p_
ded that the
to ae p � � l e�' month,.
employee is in pay status at least fifteen t-5) working days p
.6t iotitpl ee in Ohat ttatti ,l . l a`ie tick
,.
1 save ii attordante .with tedtion t I#owever fio 'sick_ lea e with
ail
eh be• granted -during the e ,playee's first ni ieti (9() working days
eotion 4 . In order•tei receive tick leave - with 'pay ► . an ektil Ye
tnu tt ' take Steps to -notify . his/her immediate tupervitor Or•the'Pereon
designated by
the. bepartitent' to receive -such notice of illness wit in
•_t,� (30) -minutes after the •tune soheduied for -the begiiini g of•the
thin y � ... . , _ ..
-artment and police
efipioyee's daily duties► except In the fire bep�
• bepartment wherein departmental rules Mill apple
AnemploYee'absent on sick leave for mote than three
Section S.y �
co
Onseclltive work days must check. with the City physician for -apt
•
(3)
proval,before returning to Work.
Section..6. Any employees. covered. by
'this agreement who retire.
after the effe ctive -date of this agreement shall be paid for all'•unitised
to a maximum of eight hundred (800) hours provided, how
sick leave up agreement
ever, any employee who as of the effective date of this
cumulated sick leave in excess of eight hundred (800)
ac
has
hours, shall
to a maximum
upon retirement be paid for all accumulated sick leave up vision
of nine hundred sixty (960) hours. it is the intent of this pro
i eight hundred
that no employee will be paid for sick leave in excess of e g
(800) hours except to the extent that such excess existed on the effec-
tive date of this agreement.
Section 7. Any employees covered by this agreement who retire
1979, shall be paid for all unused sick leave up to a
after October 7, em to ee
mum of seven hundred (700) hours provided, however, any p Y
maxi
r 7 1979, has accumulated sick leave in excess of seven
who as of Octobe paid
hours. It is the intent
for sick leave in excess,
for
accumulated
hundred (700) hours, shall upon retirement be
sick leave up to a maximum of eight hundred (800) all a
of this provision that no employee will be paid
hundred (700) hours except to the extent that such excess
of seven h
isted on October 7, 1979,
Section 8, Payoff for accumulated sick leave shall
calculate average earnings for pension purposes, ` " PPOR ` t V E
ARTICLE XXXV
ILLNESS IN FAMILY
DOCUMENTS
FOLLOW"
O
be allowed
ees covered by this agreement may
Section 1. All employ
to use up to forty (40) hours of accrued sick leave .n any
one calendar'
eeded due to serious injury or agate illness of any actual
year when _ n
member of the employee's household.
"SUPPORTIVE
FU VVVV
kttett 500vI
DtAT_H, 11..::.01tt.
Section y i. ,nemployee covered by this•agteemeht-gay,.in.the
case of death in the immediate, family► be authotiied a is tittum• of
forty (
40) hours of paid leave for any'death of a member of the etfmi
: lo.- ee immediate fafilily. The. immediate 'family is defined as
p y•
.father; mother, sister,' brother, husband, wife, childrefi, fathers
in iaw; Mother n-'lawgrandparents► spouse's grandparents, sep.
father•and/or stepmother_if they have raised the employ_eefrom.
residence. and may include ahy other
infancy regardless of place of
person who is an actual member of the employee's household. 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 cer-
tificate of the deceased family member. The circumstances of the
employee's' leave shall be endorsed by the Department Head and sub-
mitted by letter, with a copy of the death certificate, to the Human
�so'arces Department, with carbon copies to the Office of Labor Re -
RE
lations. Failure to produce the death certificate will result in
the employee reimbursing the City for any days taken under this
article. Any employee found to have falsified his application for
a "K" day will result in his or her dismissal.
ARTICLE XXXVII
MILITARY TRAINING LEAVE
Section 1. All employees who are either reserve officers or
enlisted personnel in the Florida Defense Force, the National Guard,
S. Army -Reserve,
Naval Militia,' Marine Corps, unorganized militia, U.
U. S.`Naval Reserve, U. S. Marine Corps Reserve, U. S. Coast Guard
Reserve, U. S. Air Force Reserve or officers or enlisted personnel
any other class of the militia shall be entitled to leave of absence
from their respective duties without loss of pay, time, efficiency
rating or Civil Service seniority credits on all days during which
they shall be engaged in field or Coast Guard defense exercises or
other training ordered under the provisions of the U. S, Military or
Naval Training regulations or under the provisions of the Florida
i geetion 2 • Rec Uests for ilitary leave shall be trade• as early a5
•
'orde bt the t4atidna1. (,ifard;: ptovid.dd that haver of btenae
qrafited as
a hatter of legal•right Under the proVisng o'f•this ee6tioh
sha .l - not ekdbed seventeen Ill) conseout vt. dayo . i a ore oatondat
•year
os"sible but at least tWo (0)weeks prior to the date suoh leave .s
desired=
t._ tm"lo.ees viho.take the•military. leave provided in thin
�ect�.on � � p '�
section shall be credited with that 'tide on their seniority statutr
the City of Miami Civil service Records=Department of t4utnan Resources.
'ARTICLD XXXVIII
i4OLIDA1s
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
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 �r
gi
ven be scheduled compensatory time off at the rate of time
one-half.
Section 4. All conditions and qualifications outlined in
Article`XXV, titled "Overtime/Compensatory Time," shall apply 1 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 two hundred ( 00) hours.
y
14,21.
RT
ARTICLE XXXIX
DOCUMENTS
FLOATING HOLIDAY TIME
Section 1. Upon ratification of the Labor Agreement b� the parties,
hat eliq h-e members of the bargaining Unit who have suo�
it is agreed t o� i� the
oeeefully completed their six fOnth5' probationary period,
.30
-tall.
• oaSe of ' CBT e tpioyees have tati faotoriiy eefV`ed fot sik
be
`tied to fourteen (14) hours fii5ating hoiiday ti to off eaoh ca d*
ei�ti
day eai'x The floating holiday houY 5haii be: ftutt ally a4reeA upon
eisi y n � � . _ - � ' - � � arga�iing
b. ' the'- employee .arid hie iti mediate supervisor outside of `,the
y
•ttnit corieietent- -with the needs of the e ;ployee's departfnefitiiP
they dust be used by
fioati�ig _ � The floating
holidayhours off sham. riot be accruedy
•
the employee during the calendar Year or be -fo1 sited s
e riot subject to being• converted to cash during the
holiday hours off ate employee' terminating
ent or•as severance pay upon the emp y`�
employee's employment � and
-his employment. with the -City. There shall be no •liability to pa y
overtime'under this article.
ARTICLE XXXX
TOTAL AGREEMENT
Mtes
Section 1. This Agreement, uponratificatitnO t�the
complete and
entire agreement between the parties, and concludes col-
lective bargaining for its term.
negotiations
Section 2. The parties acknowledge that during the
d in this Agreement, each had the unlimited right and
which results subject
oppor
tunity to make demands and proposals with respect to any
or
matter not removed by law from the area of collective bargaining,
the
and that the understandings and agreements arrived at by parties
after the exercise of that right and opportunity are set forth
in this
Agreement. Bargaining
Section 3. The parties agree that this Collective Barg
Agreement represents the total agreement for terms and conditions of
durin the life of this contract and no request shall be
employment g
made to
increase other employee benefits through the Civil Service
Board or the City Commission during the life of this Collective Bar-
gaing Contract,
ARTICLE XXXXI
SAVINGS CLAUSE
event any article► section or portion of this
Section 1, In thecourt of
Agreement should be held invalid and unenforceable byany c
Age' __ ec �� �.._
om event jurisdiction, such decision shall apply only to the sp._
� p
►SUPPORTIVE.
DOCUMENTS
•
f �ottioh thereof 5eCif ioa iy if the
article-, section o �
Coii, fi ' dediaio ). and that Forti n of•en ih oihfliet ahaii
e huii- acid Void but the remainder. Of the Agreement shad etaih th
full force and of fect f with it being press ihed that the ihteht 6t. the
tee�ieiit witho�it such-intiaia.d liortoi�
parties vas to enter into the Act
or portions.•
•
Sect -ion 2r
The City's representatiVes as defined in Artiole ItI
and red._ i
Y _ I - r6�ri tl.
esentatiVes as defined n Article shalt
the -union s
t
_ Y .. -. e� section o�
• meet to negotiate a sttbst�.tute for the n�ials.dated attic 1 of
ortion thereof as might be -determined in -accordance with Section
this article.
ARTICLE XXXXII
TERM OF AGEEMEN'I'
Section 1.
After a majority vote of those bargaining unit employees
voting on
the question of ratification and thereafter upon its ratifi-
cation by an official resolution of the City. Commission ratifying the
And and authorizing the City Manager to sign` the Agreement on
g signed by the
behalf of the :City,
then, the Agreement, upon being
priate
Union representatives and the City Manager, shall become effective.
The
Agreement shall continue in force and effect until 11:59 p.m.
September 30, 1981.
Section 2. On or before April 1, 1981, the Union shall notify the
City in writing of its intention to renegotiate the Agreement in .force,.,
thereto shall include a list of proposals which shall in
form theCity
and.attached ether
of the items which they desire to negotiate, tog
with specific language embodying and describing their proposals.
Section 3. On or before April 1, 1981, 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 May 5, 1981, be entered into by the City and the Union.
"SUPPORT!
D `
FOLWV', "
9 mid betWee i t fe teepeetiVe parties th to ejh aid aut ioti e reptegeiita=
tiVe off` tepreeentati iee aild 16: - the•C ast Matt
ATTEST•
CITY CLERK
MIAMI OENtWL tMPLOYEE8
APgCMt LOCAL #1907f AF °CIO
ON THE PART OF THE CITY OF MIAMI,
MIAMI, FLORIDA
APPROVED AS TO FORM
MtMf P _UN 2STOf 1
fri a t e 4 of. MMti'ci I etif 'Ooatd6 f it h t tie
ihtef t %f $ do i of t ii a tioi. tb p o1iibit tp6"rti f o the
nio i o1it a 2otioih•ebft iittee=
gir
DOCUMENTS
FOLLOW"
Oecupat onal
Code
1005
1010
1011
1012
1013
1015
1020
1021
1022
1025
1026
1027
1037
1105
1106
1110
1119
*1120.
*1121
1205
1206.
1207
*1210
1211
1212
*1305
1405
1406
*1407
*1420
*1422
*1425
1505
1520
1525
1526
*1527
1535
1536
*1540
*1541
1554
1555
*1557
*1561
*1564
*1565
1615
1616
1625
*1626
1800
*2011
2013
2015
2017
*2018
*2029
*2030
*2031
*2032
*2033
*2040
*205Q
*2052
*2053
*2054
*2110.
APPEt bIk A.
Oce upatiohal
Title
Salary
1tance_:
Mail Clerk 14
Clerk I 12
Clerk II 14
Clerk III 16.
Clerk IV 20
interpreter Clrk 14
Typist Clerk I I3
Typist Clerk II 15
Typist Clerk III 17
Secretary 1 15
secretary II 17
Secretary III 19.
Interrogat Steno 18
Cashier I 15
Cashier II 17
Account Clerk 17
Accountant I 22
Accountant II 25
Accountant III 28
Stock Clerk I 14
Stock. Clerk II 16
Storekeeper 19
Prop. Unit Supv 22
Buyer I 17
Buyer II 18
Adm Aide I 20
Photographer 1 20
Photographer II 22
Photo Editor 24
Publicity Writer 25
Public Info Ofcr 28
Convention Mgr. Asst. 29
Switchboard Oper 14
Vari-Typist 16
Duplicat Eqp Op 16
Photolithographr 18
Print Shp Supv. 25
Key Punch Op I 15
Key Punch Op II 17,,
Systems Engr I 26
Systems Engr II 30
Computer Op I 20
Computer Op II 22
Computer Opr Sup 25
Anal/Progmr I 25
Anal/Progmr IL 27
Anal/Progmr III 29
Tax Collector I 19
Tax Collector II 21
License Insp I 21
License Insp II 23
Claims,Investgr 20
Surveyor30
Eng Tech I 18
Eng Tech II 20
Eng Tech III 24
Eng Tech IV 27
St Light Eng I 27
St Light Eng II 30
Civil Eng I 27
Civil Eng I1 30
Civil Eng 111 33
Elec Engineer 33
Architect 33
LandSc4Pe Are 1 26
Landscape Are 11 28
Landscape Arc III 31
Eidg Insp 1 25
-35-
galatY
dupatie al bddupatiohal Mtge:.,,
Code _, Title 27
*2111 tldg tnsp 1 27
*2126 ties Insp 25
*2121 flee Insp.it 25.
*2130 Plumbing Itisp I 5
* 2131 PlumIbsp II 227
ZoningInsp I 26
2151 Zoning Ittp II 26
* 2159 MedhInsp
*2158 Meoh insp 1 25.
*215I�I
23
2169 Code Comp in* I 26
*2170
Code Comp Ins II 23
Landscape Insp 23
210 Planning Ill 1 15
2205 22
Planning 111 II 24
2206 Planning Tech 24
2208 Park Plan Cord
*2210 '22
2219 Planning Intern 22
*2220 Planner I 21
*2221 Planner II 33
*2223 Comm bev RS Spec 33
*2224 Comm DeV Coord 33
2301 Clerk I 12
2401 Comm Improv insp 16
2501 Groundsman 16
2502 Maint Repairman 23
*2601 Fine Arts Coordn 18
2602 Dramatic Specl 18
2603 Dance/Create Spc 18
2604 Film/Media Specl 18
2605 Misic Specl 18
2606 Visual Arts Spec 8
*2703 Anal/frog III 29
2704 Typist Clerk II 15
2705 Typist Clerk I 253
*2706 Anal/Progmr I 27
*2707 Anal/Progrmr II 25
*2802 Program Mngr Ast 5
*2803 Bldg Inspctr Trn 225
2804 Painter -Fix Advs 23
2805 Supervisor I 17
2806 A.E.O. I 157
2807 Typist Clerk II 15
2808 Laborer I 2809 Account Clerk I 15
167
2810 Laborer II 17
Community Worker 17
28112812 aftsman 17
3 n\1'\ of Crew Chief 18
9
2814 a��l 1(J 1 W ogram Aide I 15
2814 -N ` IIEN 1 borer I 15
3002 AA ° 1V Laborer II
v 17
30051:()I(>�t� Laborer III 18
3 010 Labor Foreman I 22
3011 Labor Foreman II 2
*3012 Public Wks Supr 27
3104 Auto Eqp Op I II 19
3105 Auto Eqp III 19
3106 Auto Eqp Op 2.1
3107 Auto Eqp Op IV 17
3301 Maint Repairman
3302 Maint Mechanic 202
3303 Maint Foreman 23
2
3305 fir Conn Mech 1.
3308 1e Trainee 19
3309 E1ec Maintenance 23
3310 E1ec Journeyman 3311 glee Foremn Jrny 26
247
3320 Lineman
3321 Linehan Foreman 26
3324 P� umber ,Jrnyma ? 26
3326 Carpent r Jrnymf
a36..
� r a�.i�y
-beet Atio - 41 5ia
g
o utode - •al Code
3327
3328
3335
3336' •
33.37.
3338
-340
3341
3350
335i
3353-
3355
*3388-
34 04
3406
-3407
3409
3410
3411
*3415
3561
Grpnt drnyn PlittIS
Maao0
Painter 22
Auto Mdymft/Faint 22
Pinter Sign 2i
Painter. Poretai l
Pipet itter 22
P-ipef ittet 'orem 22
Welder 23
Machinist Metal wk Foreman 224'
Gunsmith 25
8
Maitt Coordinator25
Auto. Serviceman 22
Automotive Mech 4
Auto Mech Forem24
184
Hvy Eqp Servicem 8
1-ivy . Eqp Mech 3
RVy Eqp Foreman 252
Equip Op Spvsr
Trades Apprentce 2.81/hr.
Carpenter/Painter 2 81/hr
Air Cond Mech 81/hr.
Elec/Plumber 3.3.59/hr�
Line Repairm, 1
3601 Mail Clerk 14
3602 Clerk I 12
3603 Typist Clerk I 153
3604 Secretary I 15
3605 Secretary II 3606 Account Clerk 17
17.
3607 Stock Clerk.I 20
*3608 Admit Aide I 3609 Photographer I 20
0
Publicity' Writer 25
*3610 Microflm Mach Op 3
3611Duplicat Eqp Op 161
3612 Photolithogtaphr 18
3613Eng Tech I 18
3615 Eng Tech' III 23
3616 Zoning Insp I 23
3617 Codes Comp Insp I 22
3618 Planning Intern 22
3619 Laborer I 1715
3620 Laborer III 17
3621 Auto Equip op 1 17.
3627 int Repairman 21
3627 is U PP01TI 'A±r Cond Mech 21
3628
3629 ��vv�� {�j"`1�snt 20
3630 v {�6 1 g�inter 19
3631 n��(��fr pipefitter 22
3632 F Welder 22
3633 Auto Serviceman 22
3634 Automotive Mech 22
3635 Hvy Eqp Servicem 18
3636 Custodian I 18
3637 Police Comm Clrk Police Prop Specialist 18
2
3638 Ident Tech I 220
364640 Comm Operator _.
3641 Watchman 133
3642 Marine Faclty At 11
3643 Groundman an 3644 Park Tender I 16
17
3645 Tree Trimmer 156
3646 Ree Leader I 5
3647 RCP Leader II 7
3648 pogIsmaster' APpt 18
*3649 Pay Care Teachr 23
*3650 payar Tch Apt
16
365 Pay Care ID
str 22
39-.
oddupatioial §al.ary
T1
odupat offal ahg_..
bay dare fide 15
352 14
3656 Clerk It 3656 Community Worker 1416
3659 park Ranger 1
3660 Custodian II 21
3661 Carpenter 21
3662 Cultural jiff Aid 18
3666 Labor Foreman 1 18
3.670 Life Guard 15
3680 Cashier I 15.
3682 Maint Mechanic 20
0
3684 trig Technician II 25
*3685 Mech Inspector 6
*3686 Bidg Inspector 225
*3687 Plumbing Inspctr 24
3691 Communication Tech 24
3695
Planning Tech 15
3692 Typist Clk II
27
*3696 Planer I 219
7
3698 Insurance Clk Tr
3699 i<ey Punch Oper 15
22
*3705 Day Care Soc Wkr 2
3706 Hvy Equip Mech 23
*3708 Electrical Inspc 219
5
3709 Cult Aff Artist 9
*3712
Accountant II 25 2
*3712 public Info Offc
3713 Landscape Inspec 223
3716 Clerk III 22
*3718 Admin Aide II 24
*3719 Parks Plan Coord 28
*3720 Accountant III 3724 Procuremt Officer 18
228
3725 Accountant I 3726 Fire Dispatch Cl, 22
25
*3727 CETA Newsletter Ed 235
3730 Park Ranger Cord 3731 Typist Clerk III 13
247
*3732 Cultrl Expr Cord 3733 Graphics Coord 22
22
*3734 Anal/Progmr I' 225
3735 Planner/Lllust II 3
3737 Carpenter Forman 223
*3739 Youth Cswkr I 20
0
3740 Info. Referl Spec 145
3741 Switchboard Oper 18
3745 Buyer II 29
nalyst Programmer III
*3749 �t 0��IV cilities Promotion Coord 18`
* 37 S v P roundsman Foreman
3750 n� 27
*3751 CU�t�i� nalyst Prog II 17
3800� I, Auto Equip Oper 157
(�w Laborer I 15
3801 FOLL�✓ " Clerk Typist I 16
38023 Laborer II
3803 15
3804 Secretary I
3805 Public Sery Aide 15
15
3806 Typist Clerk II
*3807 Adm Aide I (STEP) 20.
Administrative Asst I 17
*380$ Maint Rep 18
3809 Painter 18
3812
3810 Laborer III
Clerk I
3812 14
3813 Building Insp 23
3814 Acet Clerk 17
3815 Admin Asst II 168
381 Groundsman1
3900 Public Wks Tech 3901 Publ Contact Agt 1.9
18
3902 Operations Coat
-38-
bddupatiOnal Salary
Odetipat onal s Range
e
Code T.tle
tfo tpeealist 19
3904 tteoreation tf spedtOt 1S
390Projedt Matfager/Arehiteet 18
50009 0 liesearch Aset. 2.08/ht.
Counselor (STtP) 21
3911 Counselor 8UPvr (TEP) 20
*39i1Art Aidtt 15
S �ArtAide supvr 19
3912
391., 5
3914 Asst Frog. Mang 25
3915 braftstt'tan 18
391E Painter Fix -Up 219
3
3917 Supervisor 1
391818
Program Aide 17
391.9 CommunityWorker . 18
3920 Artist -Residence 14
3921 Production Tech 14
4005 Custodian i 15
4006 Custodian II 17
4007 Custodian Foremn 18
4201 Publ Contact Agt 18
4202 Typist Clerk I 13
4203 Info Specialist Recreation Insp 15
4205
5 Operations Coord
1
9
4.0Public Sery Aide 3.25/hrs
5002 Ident Aide 18
5020
5020 Police Comm Clrk 18
7.
5022 Pol Prop Spec 1 127
*5023 Range Master 6
5024 Police Prop Sp II 19
5025 Ident Tech I 22
*5026 Ident Tech II *5027 Id & Records Spvsr 26
2
5050 Video Equip Oper 2
5070 Crime Analyst I 202
5071 Crime Analyst II 24
5405 Comm Tech 26
5406 Comm Tech Foremn 5415 Comm Operator 26
20
5416 Comm Oper Spvsr 2
2
*5420 Telcom Sys Dv Mgr 23.
5510 Watchman 17
5512 Weighmaster 15
5515 Park Ranger 13
5530 Marine Faclty At 13
5601 Mail Clerk 14
2
5602 �� + (^�p`�{ Clerk I 13
5603 SUPPORT!
Clerk 1 15
5604 (� /� L_ cretary II
15
5605 DOCUIV Efr cretary 17
5606 ccount.Clerk 14
5607 FOLLOW" Stock Clerk I 20
*5608 Admin Aide I 20
5609 Photographer I 20
*5610 Publicity Writer 5611 Microfilm Mach Op 25
13
5612 Duplicat Eqp Op 18
6
5613 Photolithography 18
5615 Eng Tech I 24
5616 Eng Tech III 2
5617 Zoning Insp I 3
5618 Codes Compli. Insp. I 223
5619 Planning Intern 22
5620 Laborer I Eq15
5621 laborer' III 17
Auto p op I
5623 5627 Ma .nt Repairman 17
5628 Air Cond Meoh 2121
5629 Mason 21
5630 painter 20
5631 Pippfitte
-39-
Oedupatioha6cupatia1 salary
Title Rant....
Eocle �
5632 Welder 2222
5633 Auto 8erViceman
5634 Automotive Meth 22
563 ilvy. tqp 8erVrcet 5636 Custodian I 14
5637 police Comm ClIk 18
8
5638 Police Prop Specialist 2
5839 ld2
ent Tech I 22
5640 ComM Operator 20
5641 Watchman 13
5642 Marine Raclty At 16
5643 Groundsfian 167
5644 Park Tender I 16
5645 Tree TrimMer 15
5646 Rec Leader I 15
5647 Rec Leader II 18
5648 Dockmaster Asst 28
*5649 Day Care Teachr 223
*5650 Day Care Tch Ast 16
5651 bay Care Instr 16
5652 Day Care Aide 1
*5653 Cultural Aff Cord 14
5655 Clerk II 1
56567
Community Worker 15
5659 park Ranger 15
5660 custodian II 15
5661 Carpenter 151
5662 Cultural Aff Aid 18
5666 Labor Foreman I8
5670 Life Guard 17
15
5680 Cashier I 20
5682 Maint Mechanic 5684 Engin Tech II 20
250
*5685 Mechan Inspector 25
*5686 Buildg Inspector 25
*5687 Plumbing inspector 24
5691 Communicat Tech 4
5692 Planning Tech 214.
5695 Typist Clerk II 15
5
*5696 PlannerI 197
5698 Ins. Clk 15
5699 Key Punch Oper 22
*5705 LLJ e Day Care Soc Wkr Hvy Equip Mech 22
...;,,,3
5706 .•r ; Elect Insp Train 251
*5708 - Cult Aff �..—" " 5
9
571i, ! : Accountant II`ff Artist 25
*5711 public Info Off
*5712 -1 Landscape Inspec 23
5716 Clerk III 212
*5718_ �— ,. l Admin Aid II 24
*5719 ',e' _� ' Parks Plan Coord 28
*5720 t.)'� "- Accountant III 28
5724 Procurement. Officer 19
5725 Account I 22
5726 Fire Dispatch C1 25
*5727 CETA Newsletter Ed 23
5730 Park Ranger Cord 13.
5731 Typist Clerk III 17
Cu1tr1 ExpCord 22
*5732 Graphics Coord
5733*5734 Anal/Progimr I 25
5 P1anncr/Ilust 11 22
5737573Carpenter Forman 23
*5739 Youth Cswkr I 20
�.5
5740 Info Referl Spec 15
5741 Switchboard Oper 18
5745 Euye ' II
*5748 Analyst Programmer 11? 29
5749 Facilities Promotion OQQra 7
15750 Oroundsm.h, Ferelfl fl
-4;0-
0 Cupatiohal
Code
*5751
6003
6065
6007
6010
6015
6016
6020
6021
6025
*6026
6035
6036
6037
*6055
6105
6106
6107
6114
6115
6116
*6117
6120
6122
*6123
*6124
6130
6140
6141
*6302
*6303
6304.
6305
*6310
*6311
6502
*6601
6683
6901
6902
6903
6904
*6907
*6908
6909
6972
*7010
*7011
*7012
*7019
*8036
*8077
8772
OddUpatiohal
Title.
Analyst Ptog 11
Orouhdai%ta!
Park 'enter 1
park_ Tender 11
Greenskeeper
Tree Tr i li er
Tree Trimmer For
Cemetery Sutton
Park Naturalist
i4urSeryi1ian
f4orticulturitt
Parks 1oremanI
Parks F'oretitan II
Parks Gen Poret,n
Fac & Grds TF Mg
Lifeguard
Pools Manager
Pools Supervisor
Rec Leader I
Rec Leader II
Rec Leader III
Rec Progrm Coord
Tennis Supvsr
Rec one Cord
Prog Coord Handi
Asst Prog Crd Hd
Golf CourseStrt
Dockmaster Asst
Dockmaster
Day Care Teachr
Day Care Tech Ast
Day Care Instr
Day Care Aide
Day Care Soc Wkr
Day Care So/Wkr
Public Sery Aid,
Accountant II
Career Dev Inter
Research Assoc
Research Coord
Info & Ref Spec
Typist -Clerk II
Admin Aide I
Admin Aide II
C.R.C.Supervsr
Research Asst.
Youth Casewkr 1
Youth Casewkr II
Youth Casewkr III
Citzn Prog Coord
Comm Develop Ani
Planning Tech.
Soc Sery Aide
talary
2/
16
17.
19
23
16
18
20
21
17
23
18
22
23
25
17
19
24
15
17.
20
25.
18
22
27
25
12
18
21
23
22
18
13
22
24.
3.25/hr
25
4.14 or 5.18/hr.
17
14
15
15
20
22
21
2.96/hr.
20
24
26
28
8.30/hr.
14.93/hr.
14
(14ASg
1033
1035
1122
1123
1215
1221
1223
1306
1309
1310
1311
1315
1316.
1318
1320
1322
1324
1326
1330
1331
1332
1334
1336
1416
1423
1426
1571
1576
1580
1618
1814
1815
1820
2034.
2056
2112
2122
2132
2152
2160
2171
2222
2701.
2905
3022
3025
3026
3370
3371.
3375
3420
3425
3658
3664
3672
3673.
3674
3675.
367.6
3710
3714
3715
3717
3722
3736
3738
3742
37.43
Tint
Inturat de Cleric
tegal Steno
AdeoUntant IV
AddbUhtant Chf
Asst Porch Agent
City, Prop Mgt
tease Mgr
Admin Aide II
Admin Asst I
Admin Asst II
Admih AsgtIII
Pers Red SUPV
Personnel Asst
PersonnelOf fc
Sr Pers Officer
Pers Supra
Persl & Safety Off
Validation spvr,
Safety Co -Ord
Personnel Admin
Mgmt Analyst I
Sr Mngmt Analyst
Chief Mgmt Anal
Pubcty News Mgr
City Info Ofcr
Conventn Mgr
Sys Maint Supv
Sr System Anlyst
Sys Devlop Mngr
Tax & Lic Supvsr.
Legal Investgr I
Legal Investgr II
Claim Invest Adj
Civil Eng IV
R/W Agent Chief
Bldg Insp Chief
Elec Insp Chief
Plumbing Insp Ch
Zoning insp Chf
Mech Insp Chief
Codes Compl Chf
Planner III
Mngmt Analyst I'
Adm. Aide'I
Sani Foreman
Waste Col` Sp Ast
Waste Coll Supr
Prop Maint Asst
Prop Maint Supt
Bldg Maint Supr
Garage Spvsr
Garage Supt
Chief Int Audit
Admin Assist I
Admin Assist II
personnel Ofc I
Asst Manpwr Cord
Manpower.Coordn
Admin Secretary I
Personnel Asstnt
Sr Manag Analyst
Managmt Analyst
Legal Investgr
'A Nurse
Adm2.n Assist III
Chief Mngmt Anal
budget Assist
P2.rector
LLB Art }i 6j:
C in
FOLLOW
eliktg
3746
3747
5467
5658
5664
5672
5673
5674
5675
5676
5707
5710
5714
5715
5717
5722
5736
5738
5742
5746
5747
6049
6050
6060
6062
6065
6067
6125
6131
6300
6301
6673
6674
6675
6905
6906
7.005
7006
7015
7031
7032
8001
8002
8003
8004
8005
8008
8010
8011
8012
8013
8014
8016
8017
8018
8020
8022
8023
80.25
8028
8029
8031
8035
$037
8038
8043
8045.
8046
0048
8049
8051-
TtTt,1
Petsonhel Ofd 11
Public Bel Cooed
Cotten Tech Witt
Chief tht Audit
Admin Assist 1
Adtttih Assist 11
Per Off I
Asst MPW Cooed
Manpower Cooed
Admin Secretary
Asst Affirm Actn
Personnel Asstnt
5t Mngtnt Analyst
Mnglmt Analyst
Legal Investgr
CD'A Nurse
Admin Assist III
Chief Mrngmt Anal
Budget Assist
Personnel 0fc II
Public Re1'Coord
Parks Coordinate
Parks Supt of
Stadium Manager
Marine Stad Mgr
Auditorium Mgr
Marina Manager
REC Coordinator
Golf Course Mgr
Day Care Admin
Day Care Adm Ast
Personel Off III
Asst Manpwr Cord
Manpower Coordnt
Admin Asst III
Admin Asst II
Nurse Registered
Nurse Head
Police Staff Psy
Sani Insp II
Chief Sanit Insp
Intragov Aff Coord
Asst City Mgr I
Asst City Mgr II
Asst City Mgr
Budget Director
Budget Analyst
City Attorney
Adm Asst CM III
Asst Dept Head
City Clerk
Asst City Atty
City Manager
City Physician
Physician Vac R1
Bldg Director
Labor Rel Off
Asst Cty Mgr" Adm
Pub Wrk Director.
Finance Director
Purchasing Agent
Exec Sec & Pir
Planning Air
Pubiicity Dir
Fedl Grant Coord
Pub Prop Dir
Sanitation Dir
Parks & Reg Dir
Comm .AMf Dir
Yacht Pocks Dir
Aa§t 'Dept Pir
C ,A$$
8052
80t3
8060
8062
8063.
8068•
8069
8078
8083.
8084
8085
8087
8089..
• 8092
8096
8097
8764
•8773-
• 9366
Aoot bit Stec-'`
Asgt•bit^. Farm§
• Pre j bid Coo ett^
Affix Act Ceard.
Ptdj•bir Wat 1 1
Asgt Leb Ite1. bfE
•
bit= ma fiesbrc
bir..E1an 2Ohe.
• thee 8eety •
• t eceptibtiitt
Adrt iti 8ecty i.
'1e & Stec -See
Adtttiti. 8ecty I1
ABst Cotist Mtig.
• AS8t Ctilrnei Itit.
•bit Comm & Ctnptr
Adiniti Assist I
•
Admiti Assist- tI
Admit Asst Mayor
-44-.
PP bt X 'e
teS Sbri th 1i :. reag,.-..(jod, tU) .ti _ ..igii i et o n.AW0 We iar40
*City }tall, all tina:rinaa and all other binnet 1
Watson t wilding
Pkoperty Maintenance -Division and Solid Waste
Motor Pool a►d Cottttntinication Repair Division
.v
Garage Division and Fire.Garage
•Publis Works = Operations
'Stadiums.
Golf CoUrses
TeuriSin Promotion
Citizen Services
Police t epartment (one per shift)
Parks Department
North Zone
Sot,th Zone
Leisure Services
North Zone
Cer:::ra l Zone
Soy: cif Zone
*Upon completion
y offices
Off 'idea
1
and occupation of the new Administration Building,
there will be one steward for Dinner Key and'Marinas and one steward
for the new Administration Building.
4