HomeMy WebLinkAboutExhibit 1AGREEMENT
BETWEEN
CITY OF MIAMI, MIAMI, FLORIDA
AND
MIAMI GENERAL EMPLOYEES
AMERICAN FEDERATION OF STATE,
COUNTY, AND MUNICIPAL EMPLOYEES,
LOCAL 1907, AFL-CIO
October 1, 2004 -- September 30, 2007
TABLE OF CONTENTS
Page
Agreement 1
Preamble 1
Article 1 Recognition 1
Article 2 Representation of the City 2
Article 3 Representation of the Union 2
Article 4 Management Rights 3
Article 5 No Strike 6
Article 6 Discrimination 7
Article 7 Prevailing Benefits 8
Article 8 Attendance At Meetings/Union Time Pool 9
Article 9 Union Stewards 13
Article 10 Contract Distribution 15
Article 11 Notices 15
Article 12 Bulletin Boards 16
Article 13 Dues Checkoff 16
Article 14 Grievance Procedure 19
Article 15 Employees' Bill of Rights 25
Article 16 Disciplinary Procedures 26
Article 17 Loss of Employment 29
Article 18 Employee Evaluation 32
Article 19 Anniversary Increase 33
Article 20 Employees Acting Within the Scope of Authority 34
Article 21 Working Out of Classification 35
Article 22 Rest/Lunch Periods 36
Article 23 Line of Duty Injuries 37
Article 29 Wages 41
Article 25 Job Basis 49
Article 26 Overtime/Compensatory Time 49
Article 27 Group Insurance 50
Page,
Article 28 Safety Shoes and Personal Equipment 55
Article 29 Tool Allowance 57
Article 30 Tuition Reimbursement 58
Article 31 Call Back Pay 61
Article 32 Jury Duty/Court Appearance 61
Article 33 Commendation Paid Leave 63
Article 34 Parking 64
Article 35 Blood Donors 64
Article 36 Vacation 65
Article 37 Security Operations 67
Article 38 Sick Leave 68
Article 39 Tardiness 73
Article 40 Family Leave and Leave Without Pay 74
Article 41 Labor/Management Partnership Committees 76
Article 42 Death in Family 78
Article 43 Military Leave 79
Article 44 Holidays 80
Article 45 Earned Personal Leave 81
Article 46 Accident Review Board 82
Article 47 Residency 82
Article 48 Total Agreement 83
Article 49 Savings Clause 84
Article 50 Overtime Distribution 84
Article 51 Seniority 86
Article 52 Leave Balance Payoffs 87
Article 53 Pension 88
Article 54 Term of Agreement. 93
Appendix A 96
Appendix B 106
AGREEMENT.
This Agreement, entered into this day of 2007, between
the City of Miami (hereinafter referred to as the "City") and the MIAMI GENERAL
EMPLOYEES AFSCME LOCAL 1907, AFL-CIO, (hereinafter referred to as the
"Union"). Referral to "his" is inclusive of both the female and male genders.
PREAMBLE
WHEREAS, it is the intention of the parties to this Agreement to set forth
herein the entire agreement of the parties concerning matters which are within the
scope of negotiation:
NOW, THEREFORE, the parties do agree as follows:
ARTICLE 1
RECOGNITION
1.1 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 al] employees included in the bargaining
unit.
1.2 The bargaining unit is as defined in the Certification issued by the
Florida Public Employees Relations Commission on June 6, 1978, Certification
#408, which includes all the classifications listed in APPENDIX A of the Agreement
and excludes al] classifications listed in APPENDIX B of the Agreement.
ARTICLE 2
REPRESENTATION OF THE CITY
2.1 The City shall be represented by the City Manager, the Labor
Relations Officer, or a person or persons designated in writing to the Union by the
City Manager. The City Manager, the Labor Relations Officer or his designee shall
have sole authority to execute an Agreement on behalf of the City subject to
ratification by an official resolution of the City Commission.
2.2 It is understood that the City Representative or Representatives are
the official representatives of the City for the purpose of negotiating with the
Union. Negotiations entered into with persons other than those as defined herein,
regardless of their position or association with the City, shall be deemed
unauthorized and shall have no weight of authority in committing or in any way
obligating the City.
3.1
ARTICLE 3
REPRESENTATION OF THE UNION
The Union shall be represented by the President of the Union, or by a
person designated in writing to the City Manager, the Labor Relations Officer or his
designee by the President of the Union. The identification of representatives shall
be made each year atleast fifteen (15) calendar days prior to April 1st. Said
designation shall be accompanied by an affidavit executed by said President that
the Union has complied with all requirements of State law in effectatthattime
with respect to registration of the Union.
3.2 The President of the Union, or the person designated by said
President, shall have full authority to conclude an agreement on behalf of the Union
subject to a ratification. It is understood that the Union representative is the
official representative of the Union for the purpose of negotiating with the City.
Negotiations entered into with persons other than those as defined herein,
regardless of their position or association with the Union, shall be deemed
unauthorized and shall have no weight of authority in committing or in any way
obligating the Union. It shall be the responsibility of the Union to notify the City
Manager or the Labor Relations Officer in writing of any changes in the designation
of the President of the Union or of any certified representative of the Union.
3.3 The Union may be represented at negotiation sessions by not more
than four (4) designated employee representatives. The four (4) employee
representatives may be permitted to attend negotiation sessions on duty with no
loss of pay or emoluments except that if one of the four (4) employee representatives
is the Union President on full-time release in accordance with the terms of Article 8,
Attendance at Meetings/Union Time Pool, then only three (3) employees may be
released from duty with no loss of pay or emoluments. If two (2) of the four (4)
employee representatives is the Union President and the full-time release designee,
then only two (2) employees may be released from duty with no loss of pay or
emoluments.
ARTICLE 4
MANAGEMENT RIGHTS
4.1 The Union agrees that. the City has and will continue to retain,
whether exercised or not., the right. to operate and manage its affairs in all respects;
and the -powers or authority which the City has not officially abridged, delegated or
modified by the express provisions of this Agreement are retained by the City.
The rights of the City, through its management officials, shall
include, but shall not be limited to, the right to determine the organization of City
Government; to determine the purpose of each of its constituent departments; to
exercise control and discretion over the organization and efficiency of operations of
the City; to set standards for service to be offered to the public; to direct the
employees of the City, including the right to assign work and overtime; to hire,
examine, classify, promote, train, transfer, assign, and schedule employees' in
positions with the City; to suspend, demote, discharge, or take other disciplinary
action against employees for proper cause; to increase, reduce, change, modify or
alter the composition and size of the work force, including the right to relieve
employees from duties because of lack of work or funds; to determine the location,
methods, means, and personnel by which operations are to be conducted, including
the right to determine whether goods or services are to be made or purchased; to
establish, modify, combine or abolish job pay positions; to change or eliminate
existing methods of operation, equipment or facilities.
4.2 The City has the sole authority to determine the purpose and mission
of the City, to prepare and submit budgets to be adopted by the City Commission.
This shall not prohibit the Union from expressing its views to the legislative body at
the public budget hearing.
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4.3 The City shall enforce and comply with the provisions of the
Agreement so as not to violate the City Charter or the existing Civil Service Rules
and Regulations (Ordinance 8977 as amended).
4.4 Those inherent managerial functions, prerogatives and policy -making
rights which the City has not expressly modified or restricted by a specific provision
of in this Agreement are not in any way, directly or indirectly, subject to the
Grievance Procedure contained herein.
4.5 Delivery of municipal services in the most efficient, effective and
courteous manner is of paramount importance to the City of Miami. Such
achievement is recognized to be a mutual obligation of both parties within their
respective roles and responsibilities.
4.6 Whenever the employer exercises a right or privilege contractually
reserved to it or retained by it, the employer shall not be obligated to bargain
collectively with respect to the effect or impact of that exercise on individual
bargaining unit members or on the unit as a group, or to postpone or delay
effectuation or implementation of the management decision involved for any reason
other than an express limitation contained in this Agreement..
4.7 For the term of this agreement the City agrees that the
reassignment. transfer of bargaining unitemployees or roll -back from a permanent
salary. Section 4.7 does notapply to bargaining unitt employees hired on or after
October I. 1998.
ARTICLE 5
NO STRIKE (NO LOCKOUT)
5.1 "Strike" means the concerted failure to report for duty, the concerted
absence of employees from their positions, the concerted, abstinence in whole or in
part by any group of employees from the full and faithful performance of their
duties of employment with the City, participation in a deliberate and concerted
course of conduct which adversely affects the services of the City, picketing or
demonstrating in furtherance of a work stoppage, either during the term of or after
the expiration of a collective bargaining agreement.
5.2 Neither the Union nor any of its officers, agents, and members, nor
any Union members, covered by this Agreement, will instigate, promote, sponsor,
engage in, or condone any strike, sympathy strike, slowdown, sick-out, concerted
stoppage of work, picketing or any other interruption of the operations of the City.
5.3 Each employee who holds a position with the Union occupies a
position of special trust and responsibility in maintaining and bringing about
compliance with this Article and the strike prohibition in F.S. 447.505 and the
Constitution of the State of Florida, Article 1, Section 6. Accordingly, the Union, its
officers, stewards and other representatives agree thatit 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.
5.4 Any or all employees who violate any provision of the law prohibiting
strikes or of this Article may be dismissed or otherwise disciplined by the City, and
any such action by the City shall be appealable to the Civil Service Board.
ARTICLE 6
DISCRIMINATION
6.1 The City and the Union agree that the provisions of this Agreement
shall be applied equally to all employees in the bargaining unit without
discrimination as to age, sex, marital status, race, color, creed, national origin or
political affiliation.
6.2 All references in this Agreement to bargaining unit members of the
male gender are used for convenience only and shall be construed to include both
male and female bargaining unit members.
6.3 The City agrees not to interfere with the right of the employees to
join or not join the Union, and there shall be no discrimination, interference,
restraint or coercion by the City or the Union because of Union membership or non-
union membership.
6.4 The Union recognizes its responsibilities as bargaining agent and
agrees to represent all employees in the bargaining unit without discrimination,
interference, restraint or coercion.
6.5 Any claim of discrimination by an employee against the City, its
officials or representatives, shall not be grievable or arbitrable under the provisions
of Article 14 - Grievance Procedure, but shall be subject to the method of review
prescribed by law or rules and regulations having the force and effect of law.
6.6 The Union, in accordance with State law, shall not be required to
process the grievance of a non -union member.
6.7 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.
6.8 Nothing in this Article or elsewhere in this Agreement shall prevent
the City from implementing the terms of the current Consent Decree and the
related Memo of Understanding or any future legal mandates placed upon the City
by applicable laws.
6.9 The parties agree to abide by the law with respect to modification of
the City's affirmative action plan.
ARTICLE 7
PREVAILING BENEFITS
7.1 Job benefits heretofore authorized by the City Manager continuously
enjoyed by all employees covered by this Agreement as of September 30, 1973, and
not specifically provided for or abridged by this Agreement, shall continue upon the
conditions by which they had been previously granted.
7.2 Provided, however, nothing in this Agreement shall obligate the City
to continue practices or methods which are unsafe, obsolete, inefficient_ or
uneconomical. Disputes over the application of this Section may be subject to the
Grievance Procedure.
7.3 If the City desires to change such job benefits, the matter shall be
negotiated between the City and the Union in accordance with Chapter 447, Part II,
Florida Statutes.
ARTICLE 8
ATTENDANCE AT MEETINGS/UNION TIME POOL
8.1 The President of the Union or a designated representative shall be
allowed to attend regular meetings and special meetings of the City Commission,
State or National Union Conventions, the Civil Service Board, the Equal
Employment Opportunity Advisory Board and the Pension Plan Board. Time off for
the Union President or any other bargaining unit employees to attend these or
other similarly —approved meetings will be in accordance with Section 2 of this
Article.
8.2 A Union time pool is hereby authorized subject to the following:
A. The City agrees to establish an annual time pool bank of
3,500 hours to be used in accordance with the provisions of
this Article. All unused hours will be carried• over to the
following calendar year.
B. For each bargaining unit member, except the Union
President, or a designee, when on full-time release, who is
authorized to use time from the Union time pool, the
President shall fill out the appropriate form as provided for
by the City. This form shall be signed by the Union
President and forwarded to the Department Director a
minimum of seven (7) calendar days prior to the time the
employee union representative desires such leave. A copy
shall also be forwarded to the Office of Labor Relations/. It is
understood on rare occasions the seven (7) day time limit
may not be met. The President shall forward a detailed
explanation to the Labor Relations Officer or designee as to
why the seven (7) day rule was not met.
C. Bargaining unit members shall be released from duty only if
the needs of the service permit, but such release shall not be
unreasonably denied. If because of the needs of the service a
bargaining unit member cannot be released at the time
desired, the Union may request an alternate bargaining unit
member be released from duty during the desired time.
D. In reporting a bargaining unit member's.absence as a result
of utilizing the Union Time Pool, the daily attendance record
shall reflect:
"Bargaining Unit Member Doe on AL" (Authorized Leave)
E. Any injury received or any accident incurred by a bargaining
unit member whose time is being paid for by the Union time
pool, or while engaged in activities paid for by the Union
time pool, except the Union President and the designee when
on full-time release shall not be considered a line -of -duty
injury, nor shall such injury or accident be considered to have
been incurred in the course and scope of his employment by
the City of Miami within the meaning .of Chapter 440,
Florida Statutes, as amended.
F Upon written request to the Labor Relations Officer Director
of Employee Relations or designee, the President of the
Union, and a designee will be released for the term of this
Agreement from his or her regularly assigned duties for the
City. The terms of this agreement for such release are only
to be implemented if the following qualifications are met by
the Union:
1. The Union President or designated representative, will
reasonably be available through the Union office
currently located at 4011 W. Flagler Street, Suite 405,
Miami, Florida 33134, for consultation with the
Management of the City of Miami.
2. No requests to attend meetings at the City's expense
as the Union representative will be made to the City by
the Union, its officers, agents or members.
3. The Time Pool will be charged for all hours during
which the Union President and the designee are on off -
duty up to a forty (40) hour work week, except that
absence due to vacation leave, sick leave, earned
personal leave, holidays, or compensatory leave will be
charged to the President's employee leave accounts.
G. On no more than one occasion per month, the Union Executive
Board members may meet during their scheduled work shift for
a period notto exceed four (4) hours. At no time will more than
eight (8) employees be released to attend such meetings, and the
Time Pool shall be charged a minimum of four (4) hours for each
employee who attends such meetings. Release of employees for
this purpose shall be conditioned upon compliance' with other
provisions of this Article.
8.3 All applicable rules, regulations and orders shall apply to any
bargaining unit members on time pool release. Violations of the above -mentioned
rules, regulations and orders shall subject the bargaining unit members on pool
time to regular disciplinary processes.
8.4 The City reserves the right to rescind the provisions of this Article in
the event any portion of the Article is found to be illegal. Cancelling the Article
shall not preclude further negotiations of future employee pool time.
8.5 Except as provided above, bargaining unit members who attend
administrative or judicial hearings shall not be compensated by the City unless
such attendance is on behalf of and at request of the City.
ARTICLE 9
UNION STEWARDS
9.1 Employees within the bargaining unit shall be represented by
Stewards in areas of the City employment in the number and manner set forth in
Section 9.7. The Union shall furnish Management a list of the Stewards' and
alternate Stewards' names and their assigned areas, and shall keep the list current
at all times.
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9.2 When requested by an employee, a steward may only investigate any
alleged or actual grievance in his assigned steward area as provided in Section 9.7.
He shall be allowed reasonable time therefore during working hours without loss of
time or pay upon notification and approval of his immediate supervisor outside the
bargaining unit. Such release time will be granted consistent with the needs of the
service but will not unreasonably be withheld.
9.3 Union business, other than that cited above, shall be conducted so as
not to interfere with the work assignment of stewards or any other employees.
9.4 A non -employee Union Representative may consult with employees in
assembly areas before the start of each work shift or after the end thereof.
9.5 Should an employee union representative 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 the employee
union representative 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 9.2, to attend a Step 3 grievance meeting, the
steward may be released to attend said meeting with any time loss to be charged to
the Union Time Pool.
9.6 An alternate steward may be appointed for each steward as provided
for and assigned in Section 9.7. The alternate steward will be utilized by
management when management. is unable to reach the union steward or the union
steward cannot be spared for the assigned duties at the time and all provisions of
this Article shall apply to alternate stewards as well as regular stewards:
9.7 Responsibility areas (location) and number of Union Stewards:
A. Recreation Personnel (1)
B. Police Department Building (2)
C. Miami Riverside Center (2)
D. Parks Operations, and Public Works Operations (2)
E. All General Service Administration Divisions, and Department
of Solid Waste (2)
F. Fire Garage and Stadiums (1)
ARTICLE 10
CONTRACT DISTRIBUTION
10.1 The employer agrees to furnish copies of this contract to each
department director where Union members are employed and said department
directors shall make the contract available for employee examination at the
employee's request.
ARTICLE 11
NOTICES
11.1 The City agrees to provide to the Union the following: Agendas of
regular and special City Commission meetings (except where exempt by applicable
law), regular and special Pension Board meetings, regular and special Civil Service
Board meetings and hearings.
ARTICLE 12
BULLETIN BOARDS
12.1 The City shall provide bulletin board space which shall be used only
for the following notices:
A. Recreation and special affairs of the Union
B. Union Meetings
C. Union Elections
D. Reports on Union Committees (including the Union Political
Action Committee)
12.2 Notices or announcements shall not contain anything political or
reflecting adversely on the City or any of its officials or employees; notices or
announcements which violate the provisions of this section shall not be posted.
This 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 President or his designee. In the event any non -Union
material is posted on the bulletin board, it shall be promptly removed by a
representative of the Union or by a representative of the City.
ARTICLE 13
DUES CHECKOFF
13.1 During the term of this Agreement, the City agrees to deduct Union
membership dues and uniform assessments, if any, in an amount established by the
Union and certified in writing by an accredited Union officer to the City from the
pay of those employees in the bargaining unit who individually make such request
on a written checkoff authorization form provided by the City. Such deduction will
be made by the City when other payroll deductions are made and will begin with
the pay for the first full pay period following receipt of the authorization by the
City. The Union shall advise the City of any uniform assessment or increase in
dues in writing at least thirty (30) days prior to its effective date.
13.2 This Article applies only to the deduction of membership dues and
uniform assessments, if any, and shall not apply to the collection of any fines,
penalties, or special assessments.
13.3 Deductions of dues and uniform assessments, if any, shall be remitted
by the City during the week following each biweekly pay period to a duly authorized
representative as designated in writing by the Union. The City shall deduct from
the remittance an amount for the cost of dues checkoff. The amount will be
calculated at two ($.02) cents for each employee deduction, each payroll period, and
ten ($.10) cents for each addition or deletion to the checkoff register.
13.4 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 notsufficient to cover dues and any
uniform assessments, it will be the responsibility of the Union to collect its dues
and uniform assessment for thatpay period directly from the employee.
13.5 Deductions for the Union dues and/or uniform assessment shall
continue until either: 1) revoked by the employee by providing the City with thirty
(30) days' written notice that he/she is terminating the prior checkoff authorization,
2) the termination of the authorizing employee, 3) the transfer, promotion, demotion
of the authorizing employee out of this bargaining unit, or 4) the revocation or
suspension of dues deduction as certified by the duly authorized Union
representative.
13.6 The Union shall indemnify and hold the City, its officers, officials,
agents and employees harmless against any claim, demand, suit or liability
(monetary or otherwise) and for all legal costs arising from any action taken or not
taken by the City, its officials, agents and employees in complying with this Article.
The Union shall promptly refund to the City any funds received in accordance with
this Article which are in excess of the amount of dues and/or uniform assessments
which the City has agreed to deduct.
13.7 The City will not deduct any Union fines, penalties or special
assessments from the pay of any employee.
13.8 The dues checkoff authorization form provided by the City shall be
used by employees who wish to initiate dues deduction.
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ARTICLE 14
GRIEVANCE PROCEDURE
14.1 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.
14.2 A grievance is any dispute, controversy or difference between (a) the
parties, (b) the City and an employee or employees on any issues with respect to, on
account of, or concerning the meaning, interpretation or application of this
Agreement or any terms or provisions thereof. A grievance shall refer to the specific
provision or provisions of this Agreement alleged to have been violated. Any
grievance not conforming to the provisions of this paragraph or that contains
nonidentification of specific violations of the Agreement shall be denied and not
eligible to advance through the steps of the Grievance Procedure, including
arbitration.
14.3 Nothing in this Article or elsewhere in this Agreement shall be
construed to permit the Union to process a grievance (a) on behalf of any employee
without his consent, or (b) with respect to any matter which is the subject of a
grievance, appeal. administrative action before a governmental board or agency, or
court proceeding, brought by an individual employee or group of employees, or by
the Union. Oral and written reprimands/warnings/deficiencies shall not be
considered grievance under this Agreementor the Civil Service Board.
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14.4 It is further agreed by the Union that employees covered by this
Agreement shall make an exclusive election of remedy prior to filing a 2nd Step
Grievance or initiating action for redress in any other forum. Such choice of remedy
will be made in writing on the form to be supplied by the City.
The Election of Remedy form will indicate whether the aggrieved party or
parties wish to utilize the Grievance Procedure contained in this Agreement or
process the grievance, appeal or administrative action before a governmental board,
agency or court proceeding. Selection of redress other than through the Grievance
Procedure contained herein shall preclude the aggrieved party or parties from
utilizing said Grievance Procedure for adjustment of said grievance. An employee
as a condition of relying upon this contractual provision or any other Article of this
Agreement in a grievance proceeding expressly waives any further statutory,
constitutional or common law right to sue upon any similar claim.
14.5 The number of "working days" in presenting a grievance and
receiving a reply from the different levels of supervision shall be based upon a forty
(40) hour, five (5) day work week, Monday through Friday, not including City-wide
holidays. Any grievance not processed in accordance with the time limits provided
below, shall be considered conclusively abandoned. Any grievance not answered by
Management, within the time limits provided will automatically advance to the next
higher step of the Grievance Procedure. Time limits can only be extended by
mutual agreement of the Union and Department Director or the Labor. Relations
Officer. Such agreed to extensions shall be followed up in writing.
14.6 Where an employee covered by this Agreement elects to represent
himself or be represented by someone other than the Union, the City will respond
through its management representatives consistent with the following steps and
time limits. Said response will not be inconsistent with the Labor Agreement and a
representative of the Union will be given an opportunity to be present and receive a
copy of the written response.
14.7 A grievance shall be processed in accordance with the following
procedure:
Step 1.
The aggrieved employee shall discuss the grievance with his immediate
supervisor outside the bargaining unit within five (5) working days of the
occurrence which gave rise to the grievance. A City employee Union
representative will be given a reasonable opportunity to be present at any
meeting called for the resolution of such grievance. The immediate
supervisor, outside the bargaining unit, shall attemptto adjust the matter
and/or verbally respond to the employee within five (5) working days.
Where a grievance is general in nature in thatit 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. or when a grievance is filed due to an
employee's dismissal, it shall be presented directly at Step 3 of the Grievance
Procedure, within the time limits provided for the submission of a grievance
in Step 1 by the Union President. The Election of Remedy form as provided
in Section 14.4 of this Article must be completed and attached to grievances
presented directly at Step 3. All grievances must be processed within the
time limits herein provided unless extended in writing by mutual agreement
between the Labor Relations Officer and the Union President or grieving
employees.
Step 2.
If the grievance has not been satisfactorily resolved at Step 1, the employee
or the Union representative may pursue the grievance by completing the
Election of Remedy form provided for in Section 14.4 of this Article before
initiating the grievance to the second step of the Grievance Procedure. If the
aggrieved party or parties elect the remedy other than the Grievance
Procedure (Civil Service) contained herein, the grievance shall be withdrawn
and conclusively abandoned. When the Election of Remedy form indicates
the grievance is to be advanced through the Grievance Procedure, the
employee or the Union Representative shall reduce the grievance to writing
on the standard form provided for this purpose and presenting such written
grievance to the Department. Director concerned within five (5) working days
from the time the supervisor has given his or her oral response to Step 1.
The Department Director or his designee and Management personnel
concerned shall meet with the employee and the Union Representative and
shall respond in writing to the Union within five (5) working days from
receipt of the written grievance.
Step 3.
If the grievance has not been satisfactorily resolved at Step 2, the employee
and/or the Union President may present a written appeal to the Labor
Relations Officer within seven (7) working days from the time the Step 2
response was due in Step 2. The Labor Relations Officer shall meet with the
employee and/or the Union President and shall respond in writing to the
Union within seven (7) working days from receipt of the appeal.
Step 4.
If the Grievance is not settled at Step 3, it may upon written request of the
Union President within seven (7) working days after receipt of reply or
answer be referred to arbitration.
14.8 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 Services. or some other mutually agreed upon service, shall be
requested to provide a minimum panel of five (5) arbitrators. Both the employer
and the Union shall alternately strike a name from the panel until one remains.
The party requesting arbitration shall strike the first name; the other. party shall
then strike one name.
14.9 The arbitration shall be conducted under the rules set forth in this
Agreement and not under the rules of the American Arbitration Association.
Subject to the following, the arbitrator shall have jurisdiction and authority to
decide a grievance as defined in this Agreement. The arbitrator shall have no
authority to change, amend, add to, subtract from or otherwise alter or supplement
this Agreement or any part thereof or any amendment thereto. The arbitrator shall
have no authority to consider or rule upon any matter which is stated in this
Agreement not to be subject to arbitration or which is not a grievance as defined in
this Agreement, or which is not specifically covered by this Agreement; nor shall
this Collective Bargaining Agreement be construed by an arbitrator to supersede
applicable laws in existence at the time of signing this Agreement.
14.10 The arbitrator may not issue declaratory or advisory opinions and
shall confine himself exclusively to the question which is presented to him, which
question must be actual and existing.
14.11 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 own costs
regarding witnesses and representation. Should any individual bargaining unit
member bring a grievance under this Article on his own, he/she shall be required to
post a bond of an estimated one-half (1/2) of the expenses of the hearing with the
arbitrator before the hearing may be scheduled.
14.12 Copies of the award of the arbitration made in accordance with the
jurisdiction or authority under this Agreement shall be furnished to both parties
within thirty (30) days of the hearing and shall be final and binding on both parties.
14.13 Consistent with Chapter 447.401, the Union shall not be required to
process grievances or be liable for any expenses for employees covered by this
Agreement who are not members of the Union. Where non-members or any
employee covered by the Agreement elects not to be represented by the Union,
written responses shall be given to the employee and to the Union.
14.14 A request for review of complaints under Civil Service Rule 16.2 may
only be made by full-time classified service employees. Such requests under Rule
16.2 shall be denied where the request does not cite the applicable Civil Service
Rule(s) which is the basis of the complaint; or, where the issue relates to a matter
covered by the Collective Bargaining Agreement. This section shall be limited
solely to hearings under Rule 16.
ARTICLE 15
EMPLOYEES' BILL OF RIGHTS
15.1 When an employee has reasonable grounds to conclude that his
participation in an investigatory interview will result in his receipt of disciplinary
action, the employee may request that a Union representative be present at the
interview. The employee's representative shall confine his role in the interview to
advising the employee of his rights and assisting in clarification of the facts. Upon
request, the City will make a reasonable effort to contact the employee's choice of
representative, but shall not be obliged to delay the interview for more than thirty
(30) minutes.
15.2 Investigatory interviews shall be conducted at a reasonable hour,
preferably while the employee is on duty, unless the seriousness of the investigation
is of such degree that immediate action is required. If the employee is required to
be interviewed outside his assigned work schedule, he shall be paid overtime in
accordance with Article 26.
15.3 At the commencement of the interview, the employee shall be advised
of the subject matter of the investigation.
15.4 The parties agree to abide by the law with respect to the use of
polygraphs.
ARTICLE 16
DISCIPLINARY PROCEDURES
16.1 In cases where it becomes necessary to discharge or otherwise
discipline. a permanent., classified employee covered by this Agreement, a
representative of management shall give notice of said discipline to the employee.
Such notice of discipline shall be confirmed in writing to the employee and the
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Union no later than five (5) working days following the day of discharge or
imposition of discipline, excluding Saturdays, Sundays, holidays and the day of
occurrence.
16.2 Employees who have not attained permanent status in the classified
service, or who are entrance probationary employees, may not grieve disciplinary
action under the provisions of this Agreement.
16.3 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 automatic election of
remedy 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, such grievance shall be
made only in accordance with the terms of the Grievance Procedure Article as
contained in this Agreement.
16.4 The process of an appeal to the Civil Service Board or a grievance
under this Agreement, shall be an exclusive election of remedy by the employee and
shall be a waiver of all other forums of review and due process to which the
employee may otherwise be entitled.
16.5 Probationary employees who have been appointed to a position but
who have not completed the required probationary period may be discharged or
reduced in rank at any time prior to the expiration of the probationary period. Said
discharged or demoted employee shall not be accorded a hearing before the Civil
Service Board or access to the grievance procedure contained herein. A
probationary employee may be returned to a former classification in which the
employee held permanent status or be discharged if in an entrance position upon
being notified in writing by the Department Director.
16.6 In acceptance of this Article, the Union, its members and agents,
waive any and all rights to a pre -hearing prior to imposition of suspensions or
dismissals.
16.7 Employees are subject to such examinations as may be required by
the City to determine if they are under the influence of alcohol or a controlled
substance; or may have been using, possessing, dispensing or selling controlled
substances, unlawful, mind -altering, or non -physician prescribed drugs.
Management will attempt to enroll employees in such drug or alcohol rehabilitative
programs as are available to those individuals who voluntarily come forward.
Management will encourage employees to voluntarily seek help for alcohol or
controlled substances abuse. Such request for assistance shall be denied if the
individual seeking help is currently involved in or facing the disciplinary process.
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ARTICLE 17
LOSS OF EMPLOYMENT
17.1 Employees shall lose their seniority and their employment shall be
terminated for the following reasons:
1. Discharge if not reversed.
2. Resignation. An employee who voluntarily submits a
resignation either orally or in writing shall have the right to
withdraw said resignation for up to twenty-four (24) hours
from submission. If submission occurs on a day preceding a
weekend or holiday or the employee's regular day off, the
employee shall have to the close of the employee's next regular
working day to withdraw said resignation.
3. Abandonment of position. An employee absent for a period of
three (3) workdays without notification of valid reason to the
City and who has no legitimate reason for not notifying the
City of his absence, may be considered as having resigned.
Said resignation shall on]v be reviewed, if applicable, by the
City Manager or the Labor Relations Officer.
4. Unexcused failure to return to work when recalled from layoff,
as set forth in the recall procedure.
5. Unexcused failure to return to work after expiration of a
formal lea've of absence. An employee who fails to return from
a formal leave of absence will be considered as having
resigned. Said resignation shall only be reviewed, if
applicable, by the City Manager or the Labor Relations Officer.
6. Retirement.
7. Layoff for a continuous period of eighteen (18) months.
17.2 Permanent employees subject to layoff shall be demoted or
transferred to those classes in which the employee held previous status, consistent
with Civil Service Rules and Regulations not withstanding Article 24, Section 24.1,
Wages.
If the employee has ten (10) years of full-time consecutive classified
service with the City and has never held permanent status in another position, the
employee may be demoted or transferred by management in accordance with his
seniority to another position in the bargaining unit that is as close to the employee's
present class and wage level as possible and which he is able to perform and
qualified to fill. The employee must make a written request for such demotion or
transfer within three (3) working days after notification of layoff. Such request
shall be made to the Director of Human Resources. Management shall have the
right to determine such person's ability and qualifications to fill a position without
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recourse through the grievance procedure or any other appeals procedure with
exception of the following.
Should the individual transferred or demoted feel that the position
determined by Management is not the one closest to their previous salary level for
which they are qualified, the employee may appeal within three (3) working clays of
notice of the new assignment only to a two (2) person committee made up of the
Labor Relations Officer and the Union President shall convene a meeting with the
Federal Mediation and Conciliation Service Commissioner who shall review the
placement and render an advisory decision to the parties.
Employees transferred or demoted under this Section shall replace
the least senior employee in the position which he occupies. If the employee's
regular position subsequently becomes available, consistent with Civil Service
Rules and Regulations, he shall be promoted and transferred back to his regular
position.
It is understood by the Union and the City that nothing in Section
17.2 guarantees the employee a job nor is the City obligated to create a job, but the
City will make a good faith effort. to place the individual demoted or laid off
consistent with the language of Section 17.2.
ARTICLE 18 .
EMPLOYEE EVALUATION
18.1 Permanent full-time classified employees covered by this Agreement
will be evaluated utilizing the appropriate evaluation forms as approved by the
Human Resources Department.
18.2 Employees evaluated will be given a copy of the evaluation rating.
Should an evaluation be downgraded after the employee's initial evaluation by his
immediate supervisor, the employee will be given a copy of the downgraded
evaluation rating. Only a copy of an unsatisfactory rating will be forwarded to the
Union President. Any employee rated below satisfactory by Management will be
given an opportunity to improve to a satisfactory level. Failure to improve will
result in disciplinary action up to and dismissal. This section shall not apply to
permanent full-time classified employees serving in a probationary promotional
appointment.
18.3 Permanent full-time classified employees serving in a probationary
promotional appointment must successfully complete the probationary period
within the time frame provided (6 to 12 months), unless the Department, Director
recommends an extension of said time frame. Any person hired or promoted into a
Communications Operator position in the Police Department or the Fire -Rescue
Department shall serve an eighteen (18) month probationary period.
18.4 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
employee covered by this section feel the unsatisfactory rating was incorrect, he
may grieve the rating consistent with the Grievance Procedure. However, any
grievance concerning the employee's unsatisfactory evaluation will be consolidated
with any discipline appeal should the employee be removed, suspended or reduced
in grade because of the unsatisfactory evaluation.
ARTICLE 19
ANNIVERSARY INCREASE
19.1 Salary increases recognizing satisfactory service within established
pay ranges are provided for in the City's salary schedule. On written approval
from the Department. Director, employees shall receive a one-step increase in
salary, not to exceed the maximum step rate. Those employees receiving approved
anniversary increases when submitted during the first seven (7) days of the payroll
period, shall receive the higher rate of pay for the full pay period. Those employees
receiving approved increases from the eighth (8th) to the fourteenth (14th) day of
the payroll period shall receive their anniversary increase effective the start of the
following pay period. All anniversary increases shall be subject to review for
accuracy by the Department of :Human Resources.
19.2 Leaves of absence without pay or suspension of any duration shall
delay anniversary increases by the same number of workdays.
19.3 Anniversary increases are not automatic. Anniversary increases
shall be awarded only on the basis of continued satisfactory service by the employee
and on the positive approval of the Department Director. A Department Director
may withhold anniversary increases due to excessive absenteeism. resulting from
tardiness, sick leave usage and/or until such time as, in the Department Director's
judgment, the employee's service within the classification meets the standards of
satisfactory performance for the position. Employees whose anniversary increases
are delayed or denied shall be notified of the reasons for the action beingtaken.
Employees whose anniversary increases are delayed or denied due
solely to tardiness or sick leave usage may request a review of the denial by the
Labor Relations Officer, whose decision shall be final and binding.
ARTICLE 20
EMPLOYEES ACTING WITHIN THE SCOPE OF AUTHORITY
20.1 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 legal costs
and attorney fees; not to exceed seventy five ($ 5.00 dollars per hour or provide
legal counsel where: a) the bargaining unit employee is found not to .be liable or
guilty, and b) when the plaintiff requests dismissal of the suit.
20.2 The City will neither provide legal representation nor pay any claim
or judgment entered against any bargaining unit employee if the claim or judgment
arises from any of the following;
1. Any unauthorized act;
2. Any intentional tort;
3. Gross negligence or misconduct; or
4. While under the influence of alcohol, drugs or illegal
substances.
ARTICLE 21
WORKING OUT OF CLASSIFICATION
21.1 A department director, or bis designee, may direct an employee to
serve in a classification higher than the classification in which an employee
currently holds status. Working out of classification will not grant permanent job
status or provide any automatic job rights t.o the position filled on acting
assignment t.o the higher classification. Employees assigned to work out of
classification shall meet the minimum job requirements for the position being filled.
21.2 In the eventan employee is assigned work of a higher classification
as provided for in Section 21.1 of t- is Artic e. 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. If the employee is assigned working out of classification in a job
basis position, the employee will be granted compensation as provided for in this
section, however, the employee is not entitled to overtime. Employees performing
work lower than their current classification are not entitled to working out of
classification pay.
21.3 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 21.2 of this Article.
21.4 In order to initiate an acting assignment, the employee's immediate
supervisor shall, upon assigning an employee to an acting assignment, immediately
complete the necessary notification form as provided by the City. Upon notification
of an employee placed on acting assignment, the Human Resources Department
shall conduct an evaluation to determine the eligibility of the employee assigned to
the acting assignment in accordance with this article.
ARTICLE 22
REST/LUNCH PERIODS
22.1 All employees' work schedules shall provide for a fifteen minute rest
period during each four (4) hour work period.
22.2 Employees who do not take a rest period due to work conditions or by
personal choice may not lengthen lunch periods, cover an employee's late arrival or
early departure, nor may it be regarded as cumulative if it is not taken.
22.3 Employee lunch periods are not compensated by the City and
therefore may not cover an employee's rest period, late arrival or early departure.
ARTICLE 23
LINE OF DUTY INJURIES
23.1 Effective as soon as administratively feasible after ratification, the
parties agree the City will pay the state mandated workers' compensation
indemnity payments to eligible bargaining unit members as a check separate from
any other salary to which a bargaining unit member may be entitled. The
bargaining unit member agrees to sign this workers' compensation check back to
the City. The City will also issue a second check to the employee which will consist
of an amount equal to the workers' compensation paymentand the supplementary
salary as set out, and subjectto the limitations below. After those deductions with
mandated preference under federal law. the City agrees to take deductions and/or
credits from this second paycheck in the following order: workers' compensation*,
will be indicated on the check as credit for the City end will be non-taxeble.
pension, health insurance, and any other deductions. The parties agree that this
process is intended to provide the employee with these paychecks without
interruption.
23.2 Should the bargaining unit member refuse to return the workers'
compensation check to the City, the City shall cease making any deductions for the
employee from the second check for pension, health insurance, etc. and the
bargaining unit member shall then be completely responsible for making those
payments on his own until the employee elects to participate in the paycheck
system described above in Section 23.1.
23.3 The City agrees that any employee covered under this labor
agreement who is disabled as the result of an accident, injuryor occupational
disease incurred in the line of duty shall be eligible for a supplementary salary
subject to the following conditions. Supplementary salary will be paid in the form of
a continuation of the employee's regular paycheck of which a part thereof is
workers' compensation pay. Pursuant to the above manner of payment the City will
meet its obligations to the state and to the employee and the employee avoids
creating a debtto the City for pension, health insurance or other deductions. If the
City is unable to implementthis program as setoutabove. the parties agree to meet
to devise another system thatwill accomplish the same goals.
23.4 No supplementary salary will be paid lc anyone injured while
Performing an act intended tc in ure Cr hurt one's self el' arcTher. Suppiement.ary
salary shall only be granted for a period of one hundred and fifty (150) .consecutive
days from date of injury, however, said supplementary salary may be extended for
an additional sixty (60) consecutive days for serious injuries upon approval of the
City Manager or his designee.
23.5 Full-time Civil Service employees who have permanent status with
the City as of September 30, 1981, shall receive supplementary pay which, when
added to the workers' compensation benefits shall not exceed 100% of the
employee's weekly pay prior to the line of duty injury, accident, or occupational
disease for the period of entitlement to full supplementary pay.
23.6 All other employees and Civil Service employees hired subsequent to
September 30, 1981, shall be eligible for supplementary pay and workers'
compensation pay to the extent that the total of such benefits shall not exceed
eighty (80) percent of the employee's weekly pay prior to the line of duty injury,
accident, or occupational disease. This benefit shall take effect only after the
employee has been disabled for a period in excess of seven (7) calendar days.
23.7 if an employee remains temporarily disabled beyond the period of time
in which he is entitled to collect the 100%/80% supplementary pay benefits, he shall
be entitled to supplementary pay equal to 2/3 "D" payments for the additional
period of his temporary disability pursuant to current practices.
23.8 If an employee becomes permanently and totally incapacitated for
the further performance of the dudes of h &ssified T csitiors he shall petition the
retirement board for retirement. The supplementary salary of the 2/3 "D" as
described above, shall continue until the retirement is granted or denied.
23.9 At any time during his absence from duty claimed to be the result of a
line of duty injury while an employee is collecting City supplementary pay, the
employee shall be required, upon the request of the City Manager, or his designee,
to submit to a physical examination by a physician designated by the City Manager
within fifteen days of the request. If such employee, without cause, as determined
by the City Manager, shall fail to submit to the examination at the time specified,
all City supplementary salary benefits will be terminated.
23.11 Effective October 1, 1993 any condition or impairment of health
suffered by employees in the classification of Identification Technician caused by
Acquired Immunity Deficiency Syndrome (AIDS), Hepatitis, Pulmonary
Tuberculosis, or Meningococcal Meningitis shall be presumed to have been
accidental and to have been suffered in the line of duty unless the contrary be
shown by satisfactory evidence. Employees either currently in the classification or
promoted or hired into the classification of Identification Technician who refuses to
take a medical examination and all of its components relating to the presumptions
within this article, shall not be entitled to the presumption outlined in this section
and Florida Statutes 112.18.
The presumption in favor of employees referred to in this section
shall not apply to any ot.he:° eontagicu diseases which i; ar be contracted by
employees. Furthermore, the presumption shall only be applicable to worker's
compensation and disability pension benefit determinations. Nothing in this
section shall be construed as a waiver of the City's rights under applicable state
law.
23.10 Nothing in this Article shall be construed as a waiver of the City's
rights under applicable State law.
ARTICLE 24
WAGES
24.1 Effective October 1 of the years indicated below, bargaining unit
employees will receive an across-the-board wage increase as follows:
October 1, 2004
October 1, 2005
October 1. 2006
2%
2%
2%
In return for the Union's agreement. for a three (3) year agreement,
the following will apply: Management. will not layoff bargaining unit employees for
the life of this Agreement
Before a permanent bargaining unit member is laid off, the employee
shall have the opportunity to fill any position held by a temporary employee,
provided the bargaining unit member meets the minimum requirements set forth in
the loti description. In suc.Fs Cases, the teiri o ary employee shall be displaced.
In the event • the City's fiscal ability to maintain permanent
bargaining unit employees on the active payroll deteriorates, management will
promptly notify the Union. The parties to this contract shall meet and negotiate if
a reduction in force is to be implemented for the bargaining unit.
Effective October I, 1998, bargaining unit employees hired on or after
October 1, 1998 may be laid off in accordance with Civil Service Rules and
Regulations and/or applicable City policies.
24.2 Employees shall upon retirement (all kinds, including vesting),
receive a retroactive salary increase of five percent (5%) for the employee's last or
highest one (1) year's salary.
Upon ratification of the collective bargaining agreement, Section 24.2
shall become null and void.
24.3 All changes in salary for reasons of promotion, demotion, merit
increase, working out of class or longevity increases, shall be effective the first day
of the payroll period following the effective date of the change.
Employees hired into a classified Civil Service position shall have
their date of hire changed to reflect their commencement as a classified Civil
Service position and shall satisfactorily serve a probationary period of one (1) year
commencing with the date of entry into a permanently budgeted classification and
prior to gaining permanent status in the classified service.
24.4 A night shift differential of $.60 per hour will be paid to bargaining
unit employees who work a regular established shift between the hours of 6:00 p.m.
and 8:00 a.m. However; more than one-half of the hours of the regular established
shift must be within the hours of 6:00 p.m. and 8:00 a.m. Night shift differential
will only be paid for hours actually worked during the night shift differential period
and will not be paid for any overtime hours. Night shift differential shall not be
used in calculating average earnings for pension purposes.
24.5 Employees shall receive no additional pay supplements except as are
specifically provided by this Agreement. Any pay supplements provided by this
Agreement shall not be used in calculating average earnings for pension purposes.
Only those employees holding permanent status within the
occupation of Heavy Equipment Mechanic and who are permanently assigned to the
Fire Garage shall receive a seven and one half percent (7 %%) pay supplement
added to their base rate of pay should they be continually assigned to on -call
rotation. Said pay supplement shall be deemed to fully satisfy any on -call pay
obligation which might be construed to exist under the Fair Labor Standards Act.
Effective the first full pay period following October 1, 1998, those
employees within the occupation of Comm uniCatlons Operator who are actively
assigned the duty of training new Communications Operaiors shall be entitled to
receive a five percent (5%) per pay period pay supplement for the actual full pay
period they are assigned in a training capa'`1
their supervisor.
Should the City feel the need to have an audit performed for the
purpose of determining whether a separate training occupation is desirable, the
City may discontinue this plus item and assign said duties to the person or persons
holding said Communications Operator Trainer classification.
Effective the first full pay period following ratification of the labor
agreement, a Police Communications Operators, Communications Operator
Supervisors and Communications Assistants assigned to Police Communications
shall receive a five percent. (5%) pay supplement if the employee holds and
maintains the Quality Assurance Proficiency (QAP) rating in accordance with Police
Standards for a period of three (3) months.
Effective the first full pay period following ratification of the labor
agreement, a Fire Communications Operators, Communications Operator
Supervisors and the Communications Center Supervisor assigned to Fire
Communications shall receive a five percent (5%) pay supplement if the employee
holds the National Academy of Emergency Medical Dispatcher (NAEMD)
certification in accordance with the Fire Department standards.
All employees specified above shall receive the QAP or NAEMD pay
upon ratification of the contract as set out above. Should any employee specified
above fail to maintain his QAP rating or the NAEMD certification, the
supplementary pay shall cease. Upon re -qualifying for the QAP rating and
thereafter- maintaining the GAP =ati?gig for a period of three (3) months, the
employee shall again receive the QAP pay. Upon re -qualifying and thereafter
maintaining the NAEMD certification, the employee shall again receive the
NAEMD pay. In no instance shall any individual receive both QAP and NAEMD
pay supplements as specified herein at the same time.
Effective the first full pay period following ratification of the labor
agreement, Fire Garage Mechanics and Supervisors who obtain Emergency Vehicle
Technicians certificates, shall receive a one percent (1%) pay supplement for every
two (2) licenses that mechanics and supervisors obtain, up to a maximum of five
percent (5%).
24.6 Employees shall become eligible for longevity increases based upon
their most recent date of hire into the classified service; provided, however, that
when the employee is not in a full pay status, it shall cause the effective date of the
increase to be deferred by the same number of work days. This provision shall
apply to employees who attain ten (10), or fifteen (15) years of continuous classified
service on or after January 1, 1984. Employees who have completed twenty (20)
and twenty-one 21* years of continuous classified service with the City shall receive
a longevity step of five percent (5%) for each.
Employees who have completed sixteen (16) years of continuous
classified service with the City- shall receive a longevity step of two and one half
percent. (2 V2%). Effective the first full pay period following ratification of the labor
agreement, employees whc have completed. twenty-two (22` years of continuous
classified service with the City shall receive a longevity step of two and one half
percent (2 1/2%). All longevity increases shall be granted consistent with the
directed award issued on AFSCME Grievance #6-89.
24.7 Effective October 1, 2006, the following is in effect:
Bargaining unit members shall become eligible for a five percent (5%)
one (1) step increase for steps 2 through 7; a two and one-half percent (2.5%) one (1)
step increase for step 8.
Step 2 5%
Step 3 5%
Step 4 5%
Step 5 5%
Step 6 5%
Step 7 5%
Step 8 2.5%
Bargaining unit members shall become eligible for a one (1) step
longevity increase of five percent (5%) for years ten (10). fifteen (15), twenty (20),
and twenty one (21); a two and one half percent (2.5%) for years sixteen (16) and
twenty two (22).
Longevity is as follows:
o
Fz, CA
-4 6,-
15 years
16 years
20 years
21 years
22 years
5%
2.5%
5%
5%
2.5%
24.8 Bargaining unit employees who are hired on or after October 1, 1984
shall satisfactorily serve a probationary period of one year prior to gaining
permanent status in the classified service.
24.9 Any bargaining unit employee, upon normal retirement from City
service, or separating under honorable conditions, who has served for a period of
twenty-five (25) years or more, shall be granted, at the time of his normal
retirement or honorable separation one hundred seventy-three and three tenths
(173.3) hours of pay.
As part and in consideration of benefits provided in this Agreement
to the Union and the Union's good faith effort to cooperate with the City to increase
the efficiency of the City, the City hereby makes a good faith representation to the
Union that it will be able to fund this Agreement.
The City hereby knowingly. intelligently and unequivocally waives
it.s right not to fund any year of this Agreement. The only exception to this waiver
is in the case of a "true fiscal emergency" which is unanticipated at this time.
In order for the City to establish a "true fiscal emergency" so as to
lawfully not fund any year or years of this Agreement, the City must demonstrate
that there is no other reasonable alternative means of appropriating monies to fund
the Agreement for that year or years.
Notwithstanding any other article of this Collective Bargaining
Agreement, the City hereby specifically agrees that any disputes concerning the
application or interpretation of the funding of the contract will be resolved through
the grievance arbitration procedure of this Agreement.
If an arbitrator determines that the City has breached its funding
requirements under this Agreement, the parties jointly confer upon the arbitrator
jurisdiction to order the City to appropriate the necessary monies to fund the
Agreement. This also applies to any enforcement proceeding under Chapter 682,
Florida Statutes.
This article applies to any status quo period following the expiration of
this contract.
ARTICLE 25
JOB BASIS
25.1 Those classifications listed in Appendix A with a Job Basis
designation are considered salaried employees and exempt from coverage under the
Fair Labor Standards Act which precludes eligibility for overtime.
25.2 Job basis employees are expected to work a minimum of eighty (80)
hours per pay period plus any additional time over and above the normal eighty
(80) hour pay period that is needed to properly perform the duties of the position.
Use of vacation and sick leave earned personal leave are to be properly recorded
when used. Job basis leave may not be used as a substitute for sick leave. Time
worked in excess of the normal eighty (80) hour pay period shall not be
compensated nor credited in any way. However, when time is taken off under this
provision, it is required thatsuch time taken be recorded as JBL.
25.3 Requests for time off by job basis employees shall be considered on an
individual basis consistent with the needs of the City and the performance record of
the employee, and approval shall not be unreasonably withheld.
25.4 Job basis leave shall notbe utilized in units of more than one (1)
week unless authorized by the City Manager.
ARTICLE 26
OVVERTIME/COMPENSATORY TIME
26.1 All authorized hours work in excess of an of an eligible employee's
normal work week shall be considered overtime work. Eligible employees shall not
perform any work pin ' to thee- i oriyia hours. during their lunch hour. or
after their normal work hours unless specifically authorized by a management
supervisor.
26.2 Eligible employees performing compensable overtime work shall, at
their discretion, be paid time and one-half at their regular hourly rate of pay or
shall be given scheduled compensatory time off at the rate of time and one-half for
such work. Compensatory time off shall be taken in not less than one half (1/2)
hour increments. This overtime rate shall be all inclusive and no additional
overtime pay shall be paid to those employees working a holiday.
26.3 The maximum accumulation of compensatory time hours is one
hundred (100) hours. If an employee takes compensatory time off, the hours in his
bank shall be appropriately reduced by such time off. If an employee. leaves the
service of the City and cashes in his compensatory leave bank, the hours therein
shall be valuated on the basis of the employee's regular rate of pay. The rate of pay
shall not be less than the higher of the employee's final regular rate of pay or the
average regular rate of pay during the last. three (3) years of employment.
26.9 Employees covered by this Agreementwho are appointed to job
basis/exempt classifications and who have compensatory time banked, shall at time
of such appointment be paid for all compensatory time attheir rate of pay prior to
such appointment.
ARTICLE 27
GROUP INSURANCE
27.1 The Cite- agrees to pay $8.08 per eligible bargaining unit member per
pay period to the union c t rovide life insurance coverage and accidental death and
dismemberment coverage of $35,000.00 within sixty (60) days or• less after
ratification upon termination of the existing life insurance contract. This policy
must be made available to all bargaining unit members.
27.2 Group health premiums will be paid by the bargaining unit employee
with pre-tax dollars. Effective the first full pay period following ratification of the
labor agreement bargaining unit employees who elect the Dual Choice (Point of
Service) MedicalNision health plan shall contribute $19.00 biweekly toward single
health coverage and $100.00 bi-weekly toward family health coverage. Effective the
first full pay period following the dates indicated below, bargaining unit employees
who elect the Dual Choice (Point of Service) MedicalNision health plan shall
contribute biweekly toward their health coverage as indicated.
Single Coverage Family Coverage
January 1, 2003: $20.90 bi-weekly $110.00 bi-weekly
January 1, 2004: $22.99 biweekly $121.00 bi-weekly
27.3 Effective the first full pay period following ratification of the labor
agreement bargaining unit employees electing the City's HMO MedicalNision
health plan shall contribute $6.50 biweekly toward single health coverage and
$44.00 biweekly toward family health coverage. Effective the first full pay period
following the dates indicated below bargaining unit employees who elect the City's
HMO Medical/Vision health plan shall contribute biweekly toward their health
coverage as indicated.
Single Coverage Family Coverage
January 1, 2003: $7.15 biweekly $48.40 biweekly
January 1, 2004: $7.87 bi-weekly $53.24 bi-weekly
27.4 Effective the first full pay period following ratification of the labor
agreement bargaining unit employees electing the City's Dual Choice (Point of
Service) Medical/Vision/Dental health plan shall contribute $25.12 biweekly
toward single health coverage and $115.32 biweekly toward family health
coverage. Effective the first full pay period following ratification of the labor
agreement, any increases in dental premiums will be added to the employee
premium payment. Employees retain the option to opt out of dental coverage.
27.5 Effective the first full pay period following ratification of the labor
agreement bargaining unit employees electing the City's HMO
Medical/Vision/Dental health plan shall contribute $12.62 bi-weekly toward single
health coverage and $59.32 bi-weekly toward family health coverage. Effective the
first full pay period following ratification of the labor agreement, any increases in
dental premiums will be added to the employee premium payment. Employees
retain the option to opt out of dental coverage.
Effective July 1, 2002, bargaining unit employee's co -pays for health
coverage shall be as specified below:
HMO Dual Choice (Point of Service)
Pharmacy (Generic/Brand) $10/$10 $10/$20
Office Visit. Copay: $10 $20
27.6 Effective thirty (30) days following ratification of the labor
agreement, the infertility rider will no longer be in effect.
27.7 Plan design and all plan benefits shall be those outlined within the
employees benefits handbook and shall not. be changed without mutual agreement
of the City and the Union.
27.8 A standing committee will be created called the Health Insurance
Committee. It shall be made up of five (5) City of Miami employees, one member
appointed by the IAFF, one member appointed by two members appointed by the
City Manager and one picked by mutual agreement of the IAFF, AFSCME and the
City Manager. The Group Benefits Administrator shall serve as a technical advisor
to the committee, but will not be a member nor have a vote.
The committee shall meet. monthly or as needed to review employee
complaints, suggestions. etc. The committee shall have the authority by majority
vote, to remedy situations concerning claims, sc long as the decision does not
change the Curren, bbenefiT.:. The ccmmittec may make recommendations on benefit.
changes that would save the plan(s) money, to the City and. the Union for
immediate consideration of the parties.
The committee is intended to reduce the need for the grievance
procedure and to suggest new ideas in providing a better and more efficient health
insurance system. The parties agree, however, that employees bringing complaints
to the committee shall be entitled to use the grievance procedure if the committee's
remedy, if any, is not satisfactory to the employee.
27.9 The City shall continue to make available to the Union -a payroll
deduction slot to purchase local Union sponsored insurance programs.
Upon receipt of appropriate authorization from employees, the City
will make the designated deductions and forward monies to the Union. The City
shall deduct from that remittance an amount for the cost of these deductions. The
amount will be calculated at two cents (20) for each employee deduction, each
payroll period, and ten cents (100) for each addition, deletion, or modification to the
individual deduction. The Union shall indemnify and hold the City, its officers,
officials, agents and employees harmless against any claim, demand, suit or
liability and for all legal cosh arising from any action taken or not taken by the
City, its officials, agents and employees in executing this activity. The Labor
Relations Officer will advise the Union of the deduction procedures that will be
followed in the implementation and administration of this activity.
ARTICLE 28
UNIFORMS AND SAFETY SHOES AND PERSONAL EQUIPMENT
28.1 In those classifications where the employer requires that the
employee wear safety shoes, the employer shall, effective the first full pay period
following ratification of the labor agreement, issue allowance in the amount of
$75.00 for the purchase of an initial pair of safety shoes.
28.2 When, due to wear and tear or accidental job destruction, a
replacement pair of shoes is required, the City will grant up to an additional $75.00
for the purchase of another pair of safety shoes.
This additional $75.00 shall only be provided when the worn out or
damaged pair of shoes is turned into the Department. The Department. Director, or
his designee, shall determine when, in his judgment, a pair of safety shoes shall be
issued on the basis of need and not on an automatic basis. Management reserves
the right t.o provide safety shoes directly t.o the employee in lieu of the approval
provisions.
28.3 Employees in those classifications required t.o wear safety shoes shall
be subjectto the loss of a day's pay for each day that the employee reports t.o work
notwearing 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.
28.4 Safety shoes provided by the employer shall not be worn by the
employee when the employee is off duty.
28.5 City furnished equipment where required by the employer will be
replaced when worn out or damaged only if the employee returns the worn out or
damaged equipment to the Department. This includes, but is not limited to, gloves,
boots, foul weather gear and other equipment. A bargaining unit employee shall
reimburse the City for the repair or current replacement cost of lost, stolen, or
damaged City equipment. when the employee's carelessness and/or negligence
results in the loss, theft, or damage of the equipment.
28.6 Employees shall be advised of shoe models which conform to City
standards. The shoe allowance authorized by this Article shall only be paid where
an employee purchases a pair of safety shoes whose quality is certified as acceptable
by Management.
28.7 Effective upon ratification, mechanics covered under this contract
shall be provided with safety evewear. Those bargaining unit. members requiring
prescription safety evewear due to their inability of wearing regular safety eyewear
will be provided prescription safety eyewear. The bargaining unit member is
responsible for obtaining the prescription at no cost to the Ciiy.
ARTICLE 29
TOOL ALLOWANCE
29.1 The City agrees to pay a quarterly tool allowance for Automotive
Mechanic, Heavy Equipment Mechanics and Auto Body Worker/Painter in the
amount of eighty-five ($85.00) dollars quarterly. Such tool allowance will be paid to
the employee within the first fifteen (15) days after the close of the quarter.
29.2 Mechanics' tools, which are stolen due to vandalism or forced entry
upon the employer's property, will be replaced upon proof of a police report and an
itemized list of the tools stolen.
29.3 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 too] allowance inventory. Employees whose tool inventory does not
meetthe minimum or drops below the basic minimum tool listinventory, shall not
receive a tool allowance. Tools may notbe loaned to meet the basic inventory tool
list.
29.4 The Department Director, or his designee, shall provide a required
minimum list of tools for automobile :Mechanic & Motorcycle Mechanic, Heavy
Equipment Mechanic, Maintenance Mechanic, Auto Body & Painter, Welder.
Machinist Mason, Ca., ent,e_. 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.
29.5 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 employee will
maintain a copy and a copy will be filed in the Division Office. This list shall be
periodically checked and updated. The City shall replace broken, stolen, and worn
out tools upon request and confirmation that the broken, stolen, or worn out tool
was on the recorded inventory. This replacement policy does not apply to the
classifications receiving the eighty-five ($85.00) dollars quarterly tool allowance.
Submission of the inventory list of tools in excess of the basic minimum tool list
shall be completed within sixty (60) days after ratification of this Agreement.
ARTICLE 30
TUITION REIMBURSEMENT
30.1 It is agreed between the parties that the tuition reimbursement
program is designed to encourage City employees to improve their job performance
and increase their value to the City by pursuing courses of study related to their job
duties at Miami -Dade County educational institutions. The policy governing the
tuition reimbursement program is intended to be flexible, with broad discretion for
approval reserved tC the Department Director and the City Manager so as to insure
on-the-job effectiveness of City employees. Effective October 1, 1998, Tuition
reimbursement shall not be subject to budgetary constraints.
30.2 Any full-time. permanent City employee shall be eligible to
participate in the Tuition Reimbursement Program.
30.3 All course work must be taken at or from an accredited college,
university or educational institution approved by the City Manager or the Labor
Relations Officer. Course work taken under provisions of this Article must be
directly related to the employee's job duties. Class attendance will be on the
employee's own time unless otherwise noted in the course announcement and
authorized by the City Manager or the Labor Relations Officer.
30.4 Effective upon ratification reimbursement will be limited to books,
lab fees, and tuition costs up to a maximum of $1,000.00 per calendar year.
30.5 To be eligible for reimbursement, the employee must successfully
complete the course work and provide evidence of successful completion to the City.
Successful completion must be evidenced by a grade of "C" or better.
30.6 Procedures for reimbursement will be as follows:
A. The employee must obtain three (3) copies of the Application
for Tuition Reimbursement form for each course from his
department or the Human Resources Department.
B. The employee must complete•the application in triplicate and
submit it to his Department Director prior to registration at
the education institution.
C. The Department Director will then review the application and
if approved forward the original and one copy to the Human
Resources Department. If the application is not approved, it is
then returned to the employee by the Department Director.
D. The Human Resources Department has the authority to
approve or not approve the application, and applications not
approved will be returned to the Department Director with the
reason for rejection noted thereon.
30.7 In the event the employee resigns or is terminated from the City
within one (1) year following completion of the course(s) for which City funds have
been expended, the amount of tuition reimbursement paid to the employee will be
reimbursed to the City by the employee upon his termination from the City through
a deduction from his final paycheck.
30.8 Upon completion of the course work, the employee must. submit. his
semester grade report together with the tuition fee receipt to his Department
Director. The Department Director will submit the approved application for tuition
reimbursement along with the employees semester trade report to the Finance
Department who shall then reimburse the employee fbr ,share of the
tuition reimbursement. The employee's Department Director will 'advise the
Human Resources Department of the employee's satisfactory completion of the
course.
ARTICLE 31
CALL BACK PAY
31.1 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 arriving at average earnings for purposes of establishing
pension benefits.
31.2 lt is not the intent of this Article or any other Article of this
Agreement to provide pay for an employee out on ill time or workers compensation
to receive call-back pay, overtime pay or straighttime pay for taking the required
physical before said employee may be released to return to work.
ARTICLE 32
JURY DUTY/COURT APPEARANCE
32.1 Employees serving on jury duty shall be carried "JD" (Jury Duty) for
actual working time lost when called t.c serve on jury duty. Such employees shall be
paid at their regular hours rate fcr all wc_ time IcsI up .o forty (40) hours per
week. Employees who work a regular shift between the hours of 11:00 p.m. and
7:00 a.m. and who are summoned to jury duty the day preceding their regular shift,
shall be carried on leave of absence with pay for their regular shift. All employees
released early from jury duty shall report back to work .during their regular work
schedule or shall forfeit the City compensation for Jury Duty for all hours they are
absent.
32.2 In consideration of receiving their regular pay, employees called to
serve on Jury Duty shall promptly notify their supervisor of the call to Jury Duty.
The supervisor shall make a copy of the summons to Jury Duty and forward said
copy with the payroll sheets for the week in which the employee is on Jury Duty.
Employees who serve as jurors for Federal Court shall have deducted
from their paycheck a jury duty fee equal to that compensation paid to the employee
by the Federal Court. in his jurisdiction per day in the payroll period following the
week in which the employee was on Jury Duty.
Employees who serve as jurors for State and County Court shall not
have Jury Duty fees deducted for the first. three (3) days of juror service. Employees
who serve more than three (3) days of Jury Dut.v shall have deducted from their
paycheck a Jury Duty fee equal to that compensation paid to the employee by the
State or County Court in his jurisdiction.
Any changes by the Courts in the above lees shall be reflected in the
employee's paycheck as they occur.
Where Courts provide free parking for jurists, employees will not be
reimbursed for any parking receipts submitted while attending such courts.
32.3 Attendance in court in response to legal order or subpoena to appear
and testify in private litigation not in connection with an employee's official duty,
but rather as an individual, shall be taken as earned personal leave, vacation,
compensatory leave, or leave of absence without pay.
32.4 When requests for appearances before the Civil Service Board require
witnesses, the Civil Service Office shall require that said requests delineate who are
character witnesses and who are witnesses testifying as to the incident at hand.
Should the number of character witnesses exceed two (2) then a statement from
those additional character witnesses shall be submitted to the Civil Service Board
stipulating to the character of the employee on appeal before the Civil Service
Board.
ARTICLE 33
COMMENDATION PAID LEAVE
33.1 A department director, upon approval by the City Manager, or his
designee, may grant up to forty (40) hours of paid leave to any employee whose job
performance is of such exemplary or heroic nature as tc warrant this special
consideration. This Article shall not be subject to the grievance procedure or
arbitration.
ARTICLE 34
PARKING
34.1 The City agrees to provide non -assigned parking space for all
bargaining unit employees who drive their personal automobiles to work. This
parking space will be of no cost to the employee while the employee is on duty. The
City will not assume the costof parking for those employees who may not desire to
use the parking space provided by the City. Any questions with regard to employee
parking shall be reviewed and a determination made by the Labor Relations Officer
and shall be final and binding.
34.2 The Union President will meet and confer with the Labor Relations
Officer on parking concerns should the need arise and the Labor Relations Officer
will attempt to resolve said concerns consistent with budgetary constraints.
ARTICLE 35
BLOOD DONORS
35.1 Employees who volunteer as blood donors t.o contribute to on -site City
supported Blood Donor Organizations as approved by the Labor Relations Officer
will be authorized the paid absence necessary t.o accomplish this purpose. The
Blood Donor Organization's personnel will determine what amount of time the
donor will need from the point of donation till they are released to go back to work.
4
ARTICLE 36
VACATION
36.1 Vacations shall be taken by the last payroll period of the calendar
year in which the vacation was credited. Effective upon ratification of the labor
agreement, employees shall be allowed to carryover two hundred (200) hours of the
previous year's credited vacation. Any excess vacation over the two hundred (200)
hours allowed carryover shall be forfeited after January 1st. Employees who have
been carried on full disability the entire previous year shall be paid for all excess
vacation over two hundred (200) hours at. the rate of pay the employee was earning
at the time the employee was placed on full disability. If an employee is unable to
take a previously authorized vacation due to cancellation by his Department, any
hours in excess of the two hundred (200) hours which would have been forfeited
shall be paid for at the employee's January 1 hourly rate of pay.
36.2 Effective January 1, 1987, the maximum accrual of vacation shall
be one hundred and sixty (160) hours, provided however, bargaining unit employees
with ten (10) years of service but less than fifteen (15) years shall be allowed to
accrue one hundred and eighty (180) hours and employees with fifteen (15) years of
service or more as of January 1, 1987, shall be allowed to continue the accrual of
vacation in accordance with Civil Service Rules and Regulations (Ordinance No.
8977). The crediting of vocation leave shall only be allowed upon the completion of
the require
years of Eictua continuous service.
36.3 An employee's annual vacation accrual shall be reduced for leaves of
absence without pay and suspensions.
The employee's annual vacation accrual
shall be reduced on a yearly basis in accordance with the following schedule:
Work Hours Lost Without Pav
88 thru 176 Hours
177 thru 349 Hours
350 thru 522 Hours
523 thru 695 Hours
696 thru 868 Hours
869 thru 1041 Hours
1042 thru 1214 Hours
1215 thru 1387 Hours
1388 thru 1560 Hours
1561 thru 1733 Hours
1734 thru 1906 Hours
1907 thru 2080 Hours
36.4 Vacation leave
Penalty
1 month annual vacation accrual
2 months annual vacation accrual
3 months annual vacation accrual
4 months annual vacation accrual
5 months annual vacation accrual
6 months annual vacation accrual
7 months annual vacation accrual
8 months annual vacation accrual
9 months annual vacation accrual
10 months annual vacation accrual
11 months annual vacation accrual
12 months annual vacation accrual
must be requested twenty-four (24) hours in advance
of use and shall be taken in increments of not less than one (I) hour. Vacation leave
may be granted by the Department Director or designee on an emergency basis. •
Should such request be denied, the employee may only appeal such denial to the
City Manager or the Labor Relations Officer. Unor, an e .-•; :c e s retirement or
separation from City service, the employee will be paid for those vacation hours
credited and earned through thg employee's separation d ate.
36.5 Effective January 2003, the vacation balances for bargaining unit
employees shall be credited. on a one time basis, by fourteen (14) hours.
36.6 Effective January 2003, vacation accrual rates for employees hired
prior to January 1, 1987 shall be increased by fourteen (14) hours.
36.7 Effective January 2003, employees hired on or after January 1, 1987
shall accrue vacation in accordance with the following schedule:
1 - 5 years
6 - 10 years
11 - 15 years
16 - 20 years
94 hours
114 hours
134 hours
174 hours
36.5 Vacation shall be calculated on actual service in the previous
calendar year and shall only be taken after the completion of six (6) months of
actual continuous service.
ARTICLE 37
SECURITY OPERATIONS
37.1 The City and the Union and itE officers, agents and members
recognize there are assignments within the Miami Police Department where
security of infcrmatioi: is an absolute Iieces:s'i'. . Therefore. the Chief of Police at his
sole discretion may reject an employee to such assignment within the Miami Police
Department when the Chief has reason to believe that there is potential for the
Security of the Department to be compromised.
37.2 Upon request of the Union President, the Labor Relations Officer will
review such denial of assignment. Said review will be final and the decision of the
Labor Relations Officer will be binding and not subject to any appeal procedure.
ARTICLE 38
SICK LEAVE
38.1 The parties agree that care and discretion shall be exercised by
Management and the Union in order to prevent the abuse of sick leave privileges.
Absences on account of trivial indispositions must be discouraged. To determine the
extent or reasons for an employee's absence on sick leave, the employee's immediate
supervisor outside the bargaining unit or management. designee 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.
38.2 Permanent bargaining unit employees may be allowed to accrue eight
(8) hours sick leave per month to be utilized in not less than one (1) hour
increments, provided that the employee is in pay status at least. one hundred
twenty (120) hours per month.
38.3 Employees in probationary status will accrue sick leave in accordance
with 38.2. However, no sick leave with pay shall be granted during the employee's
first ninety (90) working days.
38.4 In order to receive sick leave with pay, an employee must take steps
to notify his 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, excluding the Fire and Police
Departments wherein departmental rules will apply. It shall be the employee's
responsibility to notify his Department each day the employee will be out ill within
the time frames outlined above.
38.5 All employees covered by this Agreement may be allowed to use
accrued sick leave when needed due to the serious injury or acute illness of any
actual dependent member of the employee's household. Said dependent member of
the employee's household shall be limited to the employee's immediate family. The
immediate family shall be defined as father, mother, sister, brother, husband, wife,
children, father-in-law, mother-in-law, grandparents, spouse's grandparents,
stepfather and/or stepmother.
38.6 In those instances where an employee has utilized all their sick leave,
they will be allowed to utilize vacation andior compensatory leave for this purpose.
Employees will be required to provide a doctors excuse in these instances.
38.7 Any employee absent on sick leave for more than three (3)
consecutive work days must report to the Department of Human Resources and
obtain approval before returning to work. The Department of Human Resources
will have the City contract. physician prepare a list of those medical illnesses or
injury that will require the employee to be sent to the City doctor's office prior to
being cleared to return to work. Those medical conditions which are minor in
nature and not on the prescribed City Doctor's list will only require the employee to
report to the Human Resources Department for clearance to report to work.
38.8 Employees covered by this Agreement who exercise normal
retirement, shall be paid for one hundred percent (100%) of accumulated sick leave
up to seven hundred fifty (750) hours and fifty percent (50%) of accumulated sick
leave above seven hundred fifty (750) hours. Employees whose sick leave payout
was limited to nine hundred sixty (960) hours as a result of having in excess of eight
hundred (800) hours prior to January 18, 1979 shall have the option of keeping the
nine hundred sixty (960) hour limit or selecting the seven hundred fift.y (750) hour
limit with payout at. one hundred percent (100%) and fifty percent. (50%) of
accumulated sick leave above seven hundred fifty (750) hours. In the event. of the
death of an employee who would have otherwise been eligible to exercise normal
retirement. (Rule of 70 or age 55), the employee's estate will be paid his accumulated
sick leave in accordance with this section.
The City and the union will continue to negotiate on a plan whereby
retiring employees may have an, option of leaving all or a portion of their severance
pay in a City account for the purpose of paying health premiums for City group
insurance with pretax dollars (referred to as Health Insurance Bank). Possibilities
of active employees (at their option) moving time into a Health Insurance Bank will
also be explored.
38.9 Employees who terminate employment with the City under honorable
conditions shall receive a sick leave cash payout as follows:
More than 7, but less than 15 years of service 25%
More than 15 years of service 50%
38.10 Employees who are terminated shall not receive compensation for
unused sick leave upon separation of service or retirement.
38.11 Employees who accumulate sick leave credits in excess of three
hundred (300) hours in accordance with this Article shall as of January 1 have one-
half (1/2) of their excess sick leave earned credited to their vacation leave bank
Upon separation of service employees shall not have any sick leave
earned converted t.o their vacation leave bank.
38.12 Payoff for accumulated sick leave shall not be used to calculate
average earnings for pension purposes.
38.13 Employees with ten (10) or more years of service who are laid off
under honorable conditions ien I ; or jT.c.lre
E�c
service may repurchase sick
leave for which they were paid off at the time of separation, subject to the following
conditions:
1) They are rehired within twelve (12) months of their last day
worked.
2) They remit to the City an amount equal to their rehire hourly
rate times the number of hours of sick leave for which they
were previously paid off. This buy back option must be
exercised and paid for within 30 days of the date the employee
returns to work.
3) If the buy back option is properly exercised, the City will
credit the employee with the balance of sick leave hours
credited to his account as of the date he was laid off.
38.19 In recognition of those employees who display perfect attendance in
any one calend-ar year. the City will present the employee with a certificate of
appreciation. In addition, there will be an annual drawing of fifty (50) employees
by an individual selected by the Labor Relations Officer and the Union President
from the pool of eligible employees with perfect attendance. Each of the fifty (50)
employees whose name is drawn shall receive a one hundred ($100) dollar cash
prize. In order to qualify for perfect attendance recognition, the employee must not
have utilized any sick leave, nor been on disability, nor have been in any without
pay status during the year.
ARTICLE 39
TARDINESS
39.1 Tardiness is reporting for work in excess of five (5) minutes beyond
the scheduled starting time of the shift (or as provided in Police or Fire Department
rules). All tardiness shall be counted as an "instance." When an employee reports
to work within a period that is more than five (5) minutes after his scheduled
starting time, and provides an excuse that is acceptable in the sole discretion of
Management, the employee may elect to utilize Earned Personal. Election . of
Earned Personal Leave for an excused tardiness shall be taken in one (1) hour
increments. The utilization of Earned Persona] Leave does not negate the tardiness
as an instance. Effective January 1, 2003, the employee may elect to utilize
vacation. An annual period shall be defined as a twelve (12) month period
beginning with the occurrence of the employee's first tardiness instance.
39.2 Employees shall be disciplined for instances of tardiness in an annual
period in accordance with the following schedule:
Number of Tardy instances Discipline
91r instance in annual period Written warning
101h instance in annual period Three (3) day suspension
llth instance in annual period Fourteen (14) day
suspension
12th instance in annual period Dismissal
39.3 Tardiness appeals shall only be appealable through the Grievance
Procedure Article as set forth in the Agreement. Exceptions to the above schedules
may be granted by the Labor Relations Officer if, in his opinion, individual
circumstances warrant such action.
ARTICLE 40
FAMILY LEAVE AND LEAVE WITHOUT PAY
40.1 Bargaining unit employees may request a leave without pay in
accordance with the Family and Medical Leave Act of 1993. Such leave is provided
under the law for birth, adoption or foster care of a child and for a serious health
condition of the employee or the employee's spouse, child, parent or grandparent.
Effective upon ratification of the labor agreement, employees taking leave under the
Family and Medical Leave Act (FMLA) shall be limited to a ninety (90) day FMLA
leave. An extension of an additional ninety (90) day of leave without pay may be
granted upon request to the Labor Relations Officer as specified under Section 40.3.
Upon approval of such extension, the employee will be required t.o pay the full
premium amount for health insurance coverage.
40.2 Upon approval of the Department Director, with the approval of the
City Manager or the Labor Relations Officer, a leave without pay may be granted,
for the purpose of training or study calculated to improve the quality of the
employee's service to the City through course work directly related to the
employee's job for up to six (6) months. The request for leave without pay may be
extended for an additional six (6) months upon the approval of the Department
Director and approval of the City Manager or the Labor Relations Officer.
Any bargaining unitemployee requesting said leave of absence shall be
required to submit evidence of registration upon entering each quarter/semester of
school.
40.3 Upon approval of the Department. Director, with the approval of the
City Manager or the Director of Employee Relations or designee, a leave without
pay may be granted, for an acceptable reason other than specified herein, for a
period not to exceed ninety (90) day calendar days. Approval for said leave of
absence without pay is at the sole discretion of the City Manager or the Labor
Relations Officer and shall not be appealable to the Civil Service Board or the
grievance procedure.
90.9 Bargaining unit employees who desire to take a leave without pay for
any reason specified in this Article, excluding a serious health condition, must
exhaust all vacation and earned persona_' leave banks prior to taking a leave
without pay. _ _ request for _eave withcuI for a serious health condition as
provided under the Family an'd Medical Leave Act shall require the bargaining unit
employee to use all sick and vacation earned personal leave prior to taking such
leave. The usage of such leave time will not prohibit the employee from taking
leave without pay as specified herein.
40.5 Bargaining unit employees who take a leave without pay for any
reasons specified in this Article shall not accrue leave time. At the expiration of a
leave of absence without pay, the bargaining unit employee shall be returned to the
same or similar position vacated when said leave of absence without pay was
granted, in accordance with the provisions of the Family and Medical Leave Act.
Leave of absence without pay during the required probationary period of service
shall extend the probationary period the length of time used during the said leave of
absence without pay.
40.6 The acceptance of another position or engaging in other employment
by the bargaining unitemployee while on a leave of absence without pay shall be
deemed a voluntary resignation from the service of the City of Miami.
ARTICLE 41
LABOR/MANAGEMENT PARTNERSHIP COMMITTEES
41.1 A Departmental Labor/Management Partnership Committee may be •
established in each department of the City of Miami. Said Committee membership
shall include representatives from classified support staff (M/C), unclassified staff,
executives and the AFSCME bargaining unit --dues and non -dues paying members.
41.2 The Departmental Labor/Management Partnership Committee may
meet at least once a month, and such meetings shall be scheduled during normal
business hours. The purpose of these meetings will be to discuss quality of work -
life, productivity, service, communication and objectives of mutual concern, not
involving matters which have been or are the subject of collective bargaining
between the parties. It. is understood that these Departmental Labor/Management
Partnership Committee meetings shall not. be used to renegotiate the labor
agreement between the City and AFSCME. Al] decisions made by the
Departmental Labor/Management. Partnership Committee shall be by affirmative
consensus.
91.3 The Departmental Labor/Management Partnership Committee
meetings shall be conducted on a semiformal basis with the selection of a
chairperson to be determined by the members of the Committee. Length of
participation of Committee members shall be determined by the Departmental
Labor/Management Partnership Committee. The chairperson shall arrange for
minutes to be taken of each meeting and for the distribution of copies to each
member of the Committee. the Union President. and the Citv's Labor Relations
Officer.
ARTICLE 42
DEATH IN FAMILY
42.1 Any employee covered by this Agreement may, in the case of death in
the immediate family, be authorized up to a maximum of forty (40) hours of paid
leave to attend to funeral or estate related functions of a member of the employee's
immediate family, or is at home in a state of bereavement. Said paid leave days
shall be taken consecutively by the employee excluding normal days off and
holidays. The immediate family is defined as father, mother, sister, brother,
husband, wife, children; father-in-law, mother-in-law, grandparents, spouse's
grandparents, grandchildren, stepfather and/or stepmother if they have raised the
employee from infancy regardless of place of residence, and may include any other
person who was or has been an actual member of the employee's household for ten
(10) or more years. Within thirty (30) calendar days from the date the employee
returns from, a death in the family, the employee will file a copy of the death
certificate of the deceased family member. Said death certificate will be attached to
the form provided by the City and submitted to the Human Resources Department.
Failure to produce the death certificate wi]] result in the employee reimbursing the
City for any days taken under this Article. Any employee found to have falsified his
application for a "K" day- will be dismissed.
42.2 It, is understood that under certain circumstances the employee will
be unable to obtain a death certificate. In this event, in lieu of a death certificate,
the employee shall submit a newspaper account showing the death and relationship
of the deceased to the employee and/or other appropriate criteria as deemed
appropriate by the Office of Labor Relations.
ARTICLE 43
MILITARY LEAVE
43.1 The City shall abide by the current provisions of -the Florida Statutes,
Sections 115 and 250 as they relate to all bargaining unit employees who' are either
reserve officers or enlisted personnel in the' Florida Defense Force, the National
Guard, Naval Militia, Marine Corps, U.S. Army Reserve, U.S. Naval Reserve, U.S.
Marine Corps Reserve, U.S. Coast Guard Reserve, U.S. Air Force Reserve or officers
or enlisted personnel in any other class of the militia entitling the employee 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 Defense Force or the National Guard; provided that leaves
of absence granted as a matter of legal right under the provisions of this section
shall net exceed seventeen i i i days in aii'..' cne calendar year.
43.2 Requests for military leave shall be made as early as possible but at
least two (2) weeks prior to the date such leave commences.
43.3 Employees who take the military leave provided in this section shall
be credited with that time on their seniority status, in' the City of Miami Civil
Service Records -Department of Human Resources.
ARTICLE 44
HOLIDAYS
44.1 The following days shall be considered holidays:
New Year's Day Columbus Day
Washington's Birthday Veterans' Day
Memorial Day Thanksgiving Day
Independence Dav Day after Thanksgiving
Labor Dav Christmas Day
Dr. Martin Luther King's Birthday
44.2 Any additional holidays declared by official directive of the City
Manager shall be added to the above list.
44.3 Emp]oyees 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 for the hours actually worked
or, the holiday.
44.4 All conditions and qualifications outlined in Article. 26, titled
"Overtime/Compensatory Time", shall apply to this Article. Hours of compensatory
time accumulated under this Article, when added to the compensatory time earned
under the Article entitled "Overtime/Compensatory Time", shall not exceed one
hundred (100) hours.
44.5 To be eligible for holiday pay, an employee must work a full shift or
be in a paid leave status on the scheduled workdays which immediately precede and
follow the holiday. If an employee works atleast seven (7) hours of his regular
shift, the employee will either be charged one (1) hour from either his compensatory
time or vacation leave bank, or carried in without pay status at the sole discretion
of the supervisor. An employee who works atleast seven (7) hours as described in
this section shall be eligible for holiday pay.
ARTICLE 45
EARNED PERSONAL LEAVE
45.1 It is agreed that eligible members of the bargaining unit who work
forty (40) hours per week and have successfully completed six (6) months of their
probationary period, shall be entitled to fourteen (14) hours earned personal leave
time off each calendar year. Earned personal leave time shall be taken in
increments of not less -than one (1) hour. The earned personal leave hours shall be
mutually agreed upon :)v the employee and his in -:mediate supervisor outside of the
bargaining unit consistent with the needs of the employee's department. The
earned personal leave hours off shall not be accrued; they must be used by the
employee during the calendar year or be forfeited. The earned personal leave 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.
45.2 Effective January 1, 2003, earned personal leave shall no longer be
credited to bargaining unit members and shall cease as available leave time. (Note:
Earned Personal Leave incorporated into vacation leave).
ARTICLE 46
ACCIDENT REVIEW BOARD
46.1 The parties agree to abide by the provisions of the City's Vehicular
Loss Control Program, Sections 6.1. 6.2 and 6.3 as they apply to vehicular accidents
involving bargaining unit employees.
ARTICLE 47
RESIDENCY
47.1 it is agreed by the parties that while residency is not a condition of
employment a candidate that is otherwise equally qualified will be given, at time of
hire, preference for employment i order of dcm'_ci e i fclicws (1) City of Miami
resident, (2) Miami -Dade County resident. (3) resident outside of Miami -Dade
County.
ARTICLE 48
TOTAL AGREEMENT
48.1 This Agreement. upon ratification, constitutes the complete and
entire agreementbetween the parties, and concludes collective bargaining for its
term.
48.2 The parties acknowledge that during the negotiations which resulted
in this Agreement, each had the unlimited right and opportunity to make demands
and proposals with respect to any subject or matter not removed by law from the
area of collective bargaining, and that the understandings and agreements arrived
at by the parties after the exercise of that. right. and opportunity are set forth in this
Agreement.
48.3 The parties agree that. this Collective Bargaining Agreement
represents the total agreement for terms and conditions of employment during the
life of this contract and no request. shall be made to increase wage or other
employee benefits through the Civil Service Board, City Manager or the City
Commission during the life of this Collective Bargaining Contract.
ARTICLE 49
SAVINGS CLAUSE
49.1 In the event any article, section or portion of this Agreement should
be held invalid and unenforceable by any court of competent jurisdiction, such
decision shall apply only to the specific article, section or portion thereof specified in
the Court's decision, and that portion of this Agreement in conflict shall be null and
void but the remainder of the Agreement shall remain in full force and effect, with
it being presumed that the intent of the parties was to enter into the Agreement
without such invalid portion or portions.
49.2 The City's representatives as defined in Article 2 and the Union's
representatives as defined in Article 3 shall promptly meet to negotiate a substitute
for the invalidated article, section or portion thereof as mightbe determined in
accordance with Section 99.1 of this Article.
99.3 Not withstanding any other provisions of this Agreement, the
employer may take all actions necessary to comply with the Americans with
Disabilities Act..
ARTICLE 50
OVERTIME DISTRIBUTION
50.1 Overtime will be distributed as equally as practical to the best ability
of the Supervisor in charge among the employees within ;: ci vision of
y, who
have completed their probationary period, by shift and classifications, according to
seniority within the classification. A new overtime list by classification will be
posted every two pay periods as a guide for such distribution. The remedy for the
failure to offer overtime shall be that the employee shall be offered an equal or
comparable amount of overtime at the next opportunity.
50.2 The overtime list by classification will be made up of all employees in
that classification. If an employee refuses overtime, is sick, on vacation or on an
excused absence the City will move to the next employee in line on the overtime list.
For call-back overtime, if the employee does not answer their phone the City will
move to the next. employee in line on the overtime list. This provision is not to be
interpreted as meaning the employee is not. subject to call-back while on vacation or
excused absence.
50.3 As each overtime opportunity arises the City will move through the
overtime listuntil it has offered the last employee on the list an overtime
opportunity. Thereafter. the City will move to the top of the list and begin with the
most senior employee on the overtime list.
50.9 The provisions of this Article does not restrict the City's right to
require employees to work overtime. In the event the City must order overtime
work within a unit or area of assignment. the most junior employees of the affected
classification will be ordered first to work the required overtime.
50.5 If this method results in obviously inequitable distribution of
overtime, the Labor Relations Officer and the Union President will work out a
method of correcting such inequity.
ARTICLE 51
SENIORITY
51.1 Seniority shall, for the purpose of this Article, be defined as the most
recent date of hire classified or unclassified, with the City unless otherwise agreed
upon by the Union President and the Labor Relations Officer.
51.2 Seniority shall only be determinative in shift assignment and in the
assignment of days off in units with two (2) or more shifts. Seniority shall not be a
prevailing factor for assignment or promotion to a unit, section or division within a
department.
51.3 Exceptions to the use of seniority as specified in 51.1 may occur in
an emergency situation, when physician ordered, for training purposes, when
language skills are needed, compliance with the Americans with Disabilities Act,
when special knowledge or skills are needed as mutually agreed upon by the City
and the Union, or when mutually agreed by the affected employees and
management through the labor/management process.
51.4 Once every October shift assignments and days off will be re -bid by
seniority.
ARTICLE 52
LEAVE BALANCE PAYOFFS
52.1 Effective October 1, 1995 employees electing to retire may select one
of the two (2) following leave balance payoff options.
1) Payment of leave balances upon retirement as currently
specified under the labor agreement and/or leave payoff
practices.
2) The City shall fund up to a maximum of three (3) whole
creditable service years for the employee based upon the value of
the employee's available leave balance at time of retirement less
required withholding taxes at present value as actuarially
determined for each individual employee. Upon exhausting the
value of the leave balances, employees may purchase the
remainder of the three (3) years by payment of cash to the
Pension Trust. The hourly rate for calculation of the leave
balances shall be as specified under the labor agreement and/or
leave payoff practices. The purchase of service years under this
option may not be utilized for Service/Rule of 70 retirement
eiigibiiity, if in the future the constructive receipt issue can be
satisfactorily resolved, this benefit shall be available using pre-
tax value ofemployees' leave banks.
ARTICLE 53
PENSION
53.1 Effective upon ratification a Deferred Retirement. Option Plan
(DROP) is hereby created. The DROP of the Retirement. System shall consist of a:
Forward DROP and Benefit Actuarially Calculated DROP (BACDROP). •
GENERAL PROVISIONS 0
A. Eligibility
1. Any general employee who has reached age fifty-five (55) with
ten (10) years of creditable service; or who has attained a combination of age plus
years of creditable service equal to seventy (70), shall be eligible to participate in
the DROP.
B. Election to participate
1. Election to participate in DROP is irrevocable. Upon election of
participation in the DROP, by using forms and procedures as prescribed by the
Board of Trustees, a general employees creditable service, early service or service
retirement benefits, and compensation calculation shall be frozen and shall be
based on the single highest \'ear preceding participation in the DROP, as the basis
of calculating the DROP .aymer t. 'Upon commencement of participation in the
DROP, the employee contribution and the City contribution to the Retirement
Systemfor that employee shall cease as the employee will be earning no further
service credit. The employee shall not acquire additional pension credit for the
purposes of the pension plan but may continue City employment for up to a
maximum of thirty-six (36) months. DROP participants will be credited with the
GESE Retirement Trust cost of living adjustment (COLA) while they participate in
DROP.
C. Maximum participation
1. The maximum period of participation in the DROP is thirty-six
(36) months. Once the maximum participation has been achieved, the bargaining
unit member must terminate employment.
D. Creation of individual account
1. For each person electing participation in the DROP, an
individual account shall be created as of the date DROP participation commences.
E. Earnings on DROP account
1. The Board of Trustees of the Retirement System shall establish,
by administrative rule, a series of investment vehicles which may be chosen by
participants in the DROP. Any losses incurred on account of the option selected by
the participant shall not be made up by the City of Miami or the GESE trust fund,
-89-
but any such loss shall be borne by the participant only. Upon participation in the
DROP, the member shall make a selection of the earnings program on forms
provided by the board. A member may adjust his asset allocation periodically as
determined by the Board. All earnings shall be credited to the employee's DROP
account.
F. Distribution of DROP benefits
1. Upon conclusion of a period of participation in the DROP not to
exceed the maximum set forth in section C, the member shall terminate
employment. Upon termination of employment, a member may receive payment
from the DROP account in the following manner:
a. Lump sum distribution;
b. Periodic payments;
c. An annuity;
d. Rollover of the balance to another qualified retirement plan, IRA
or Internal Revenue Code Section 457 Plan.
2. A member may defer payment until the latest date authorized
by Section 401(a)(9) of the Internal Revenue Code.
G. Disability or Death during DROP participation
1. Disability - A DROP participant shall not be entitled to receive
an ordinary or service disability retirement.
2. Death - In the case of the death of a DROP participant, there
shall be no accidental death benefit for pension purposes.
This article shall not affect any other death or disability benefits
provided to a general employee under federal law. state law, City ordinance, or this
Agreement.
H. COLA participation
I. Eligibility for cost, of living adjustment (COLA) shall commence
when a member has reached the first anniversary of his retirement. When that
occurs the COLA shall be paid into the members DROP account in monthly
installments for the FORWARD DROP until a member has actually separated from
employment with the City and in lump sum to the member's DROP account for the
BACDROP participant upon separation from employment. For the purpose of
complying with Section H(2)(g) of the Second Amended Final Judgment in Gates,
the employee's "Date of Retirement" shall be for the FORWARD DROP the date the
employee enters the DROP and for the BACDROP the date to which the employee
drops back.
Any employee who enters into a DROP agreement shall be
bound by the terms and conditions of that said agreement.
FORWARD DROP
A. The date of entry into the FORWARD DROP shall be the
beginning of a :G,\
-rbent shad_ -In �. by the retirement system into
the employee's DROP account in an amount equal to the regular monthly
retirement benefit which the member would have received had the member
separated from service and commenced the receipt of benefits from the system. The
amount of the monthly benefit shall be determined based on the creditable service,
average final compensation, and retirement option selected in accordance with
Section 40-255 of the Miami City Code. Upon conclusion of a period of participation
in the DROP not to exceed the maximum set forth in Section 53.1 C, the member
shall terminate employment with the City of Miami.
B. Election of a FORWARD Drop Program precludes
participation in a BACDROP Program.
BACDROP
A. Eligibility: Effective upon ratification of the labor agreement
an employee may elect to BACDROP to a date no further back than the date of their
retirement eligibility date. The BACDR.OP period mustbe in twelve (12) month
increments; beginning atthe startof a pay period, not to exceed thirty-six (36)
months. Part.icipat.ion in the BACDROP does not preclude participation in the
FORWARD Drop program.
B. The benefits for purpose of the BACDROP will then be
actuarially calculated to be the •equivalent lc the benefit earned at the date of
retirement. Said calculation will consist of the present value of benefits being equal
tC the actuarially reduced ben€ : lus a iumi, sum with interest. as dete
rmined by
the Pension Board's actuary. Employee contributions will not be returned for the
period of time covered by the BACDROP Program
C. Lump Sum. The lump sum as calculated by the Board's actuary
will be based on the assumed investment return of the fund without discount for
mortality and deposited into the newly created DROP account along with the COLA
payments.
ARTICLE 54
TERM OF AGREEMENT
54.1 After a majority vote of those bargaining unit employees' voting on
the question of ratification and thereafter upon its ratification by an official
resolution of the City Commission ratifying the Agreement and authorizing the City
Manager to sign the Agreement on behalf of the City, then, the Agreement, upon
being signed by the appropriate Union representatives and the City Manager, shall
become effective October 1. 2004 or as set. out. below, whichever date is later. The
Agreement shall continue in force and effect. until 11:59 p.m.. September 30, 2007.
54.2 On or before April 1. 2007. the Union shall notify the City in writing
of its intention t.o renegotiate the Agreementin force, and attached thereto shall
include a list of proposals which shall inform the City of the items which they desire
t.o negotiate, together with specific language embodying and describing their
proposals. The changes indicated in the proposals shall be designated with a strike
through of deleted language and new language will be underlined.
54.3 On or before May 1, 2007, the City shall present the Union with a list
of proposals it desires to negotiate. The changes indicated in the proposals shall be
designated with a strike through of deleted language and new language will be
underlined.
54.4 Initial discussions shall thereafter, and no later than June 1, 2007, be
entered into by the City and the Union.
Agreed to this day of . 2007, by and between the
respective parties through an authorized representative or representatives of the
Union and by the City Manager.
ATTEST: MIAMI GENERAL EMPLOYEES
AFSCME LOCAL#]907, AFL-CIO
ATTEST: ON THE PART OF THE CITY OF MIAMI,
MIAMI, FLORIDA
CITY CLERK
APPROVED AS TO FORM
AND CORRECTNESS
CITY ATTORNEY
C
Occupational
Code
APPENDIX A
Occupational
Title
1005 Mail Clerk
1006 Mail Clerk Sr
1008 Clerical Aide
1010 Clerk I
1011 Clerk II
1012 Clerk III
1013 Clerk IV
1019 Police Typist Clerk
1020 Typist Clerk I
1021 Typist Clerk II
1022 Typist Clerk III
1023 Typist Clerk IV
1025 Secretary I
1026 Secretary II
1027 Secretary III
1028 Secretary IV
1031 CIS Desk Operator
1035 Legal Secy
1037 Interrogat Steno
1038 Police Transcriptionist
1040 Tech Oper Liaison
1042 Legal Services Aide
1052 Service Center Repres - NET
1054 Service Center Aide - NET
1058 Telecomm Processing Aide
1060 Claims Representative
1070 Customer Service Rep I
1072 Customer Service Rep II
1074 Customer Service Rep Sr
1105 Cashier ]
1106 Cashier ]]
1110 Account. Clerk
1112 Payroll Clerk
1116 Payroll Specialist.
1118 Project Accountant
1119 Accountant
1120 Accountant. Sr
1121 Accountant Supervisor
1126 Staff Auditor Sr
1129 Staff Auditor Princ
1140 Budget Assistant
Salary Range
14A
16A
09A
12A
14A
16A
20A
15A
13A
15A
17A
19A
15A
17A
19A
21A
18A
19A
19A
21A
.19A
15A
21A
17A
20A
19A
17A
19A
24A
15A
17A
17A
19A
29A
26A
22A
25A
28A
28A
30A
Hourly
Hourly
Hourly
Hourly
Hourly
Hourly
Hourly
Hourly
Hourly
Hourly
Hourly
Job Basis
Hourly
Hourly
Hourly
Job Basis
Hourly
Hourly
Hourly
Hourly
Hourly
Hourly
Hourly
Hourly
Hourly
Hourly
Hourly
Hourly
Job Basis
Hourly
Hourly
Hourly
Hourly
Hourly
Job Basis
Hourly
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Occupational
Code
Occupational
Title
1142 Debt Compliance Specialist
1145 Debt Services Coord
1154 Group Insurance Aide
1157 Group Insurance Specialist
1201 Mals Spec I - Bldg Const
1202 Mals Spec II - Bldg Const
1203 Mals Supv - Bldg Const
1205 Stock Clerk I
1206 Stock Clerk II
1207 Storekeeper
1208 Mals Spec I - Comm Repr
1209 Mals Spec II - Comm Repr
1210 Procurement Spec Sr
1211 Procurement Asst
1212 Procurement Spec
1213 Mals Supv - Comm Repr
1214 Auto Prts Supv
1215 Procurement Supv
1216 Procurement Aide
1224 Auto Prts Spec I
1225 Auto Prts Spec II
1238 Property Mgt Assistant,
1240 Property Mgt Rep
1242 Property Mgmt Spec
1303 Personnel Sery Representative
1305 Admin Aide I
1306 Admin Aide II
1307 Task Force Supv
1309 Admin Asst 1
1310 Admin Asst II
1311 Admin Asst III
1313 Personnel Aide
1316 Personnel Asst
1317 Personnel Spec
1319 Personnel Specialist I]
1323 Personnel Medical Sery Rep
1324 Pers & Safety Off
1329 Manag Anal Asst
1332 Tech Operat.ns Coord
1334 '\lanag Anal Sr
1337 Manag Oper Anal
1341 Market Ser Coord
1399 Procn;t Cent Offc
1395 Fiscal Assistant
1347 Cable Comm Assist it
Salary Range
24A Hourly
28A Job Basis
19A Hourly
28A Job Basis
16A Hourly
18A Hourly
25A Hourly
14A Hourly
16A Hourly
19A Hourly
16A Hourly
18A Hourly
28A Job Basis
22A Hourly
25A Hourly
21A Hourly
21A Hourly
33A Job Basis
19A Hourly
16A Hourly
18A Hourly
22A Job Basis
25A Job Basis
28A Job Basis
17A Hourly
20A Hourly
22A Job Basis
24A Job Basis
25A Job Basis
28A Job Basis
31A Job Basis
20A Hourly
22A Job Basis
24A Job Basis
25A Job Basis
23A Hourly
26A Job Basis
24A Job Basis
22A Job Basis
28A Job Basis
26A Job Basis
28A Job Basis
29A Job Basis
22A Job Basis
24A Job Basis
Occupational Occupational
Code Title Salary. Range
1348 Marketing Specialist
1350 Marketing Supervisor
1352 Business Develop Sr
1359 Business Developer
1356 Bus Devp Supv
1357 Economic Analyst
1358 Supv of Economic Research
1359 Econo Anal Princp
1360 Job Developer
1361 Employmt Interviewer
1362 Info & Referral Spec
1363 Info & Referral Aide
1365 Training Officer
1366 Staff Anlst Asst
1367 Staff Analyst
1368 Staff Anlst. Sr
1369 Staff Analyst Princpl
1372 Complaint Specialist
1373 San. Services Coord
1375 Job Training Specialist
1376 Sr. Job Training Specialist
1382 Support Services Coor
1384 Productvty Anal Asst
1385 Productivity Analyst
1387 Prodctvty Anal Prncpl
1392 Technical Support Anal
1405 City Photographer
1914 Public R.e] Splst
1915 Fire info Spec
1919 Public Relations Aide
1920 Publicity Writer
1921 Public Mtn Agnt
1922 Public Info Ofcr
1930 Special Events Agent
1431 Special Events Coord
1936 lnt.ergovmental Film Liaison
1505 Switchboard Oper
1522 Camera Platemaker
1523 Offset Press Operator
1524 Offset. Press Operator Sr
1525 Duplicat Eqp Op_l
1526 Photolithographer
1527 Print Shop Supervisor
1528 Print Shop Asst Supt
1529 Prim Shop Supt
24A
29A
28A
26A
31A
26A
30A
30A
17A
17A
12A
12A
26A
24A
26A
28A
30A
22A
25A
25A
21A
31A
24A
26A
30A
27A
24A
29A
19A
19A
25A
23A
28A
20A
25A
23A
14A
18A
19A
21A
16A
18A
24A
27A
30A
Hourly
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Hourly
Hourly
Hourly
Hourly
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Hourly
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Hourly
Job Basis
Hourly
Hourly
Job Basis
Job Basis
Job Basis
Hourly
Job Basis
Job Basis
Hourly
Hourly
Hourly
Hourly
Hourly
Hourly
Job Basis
Job Basis
Job Basis
Occupational
Code
Occupational
Title
1530 Print Shop Helper
1531 Duplicat Eqp Op II
1537 Prod Cl Spv
1540 Systems Engr I
1541 Systems Engr II
1542 Info Services Liaison
1543 PC Hardware Repair Tech
1548 PC Technician I
1549 PC Technician II
1554 Computer Op I
1555 Computer Op II
1557 Computer Opr Supv
1560 Programmer Asst
1562 Systems Programer
1564 Web Developer I
1565 Web Developer II
1566 Programmer Jr
1567 Programmer
1568 Programmer Sr
1571 Sys Maintenance Supv
1572 Computer Opr Chf
1576 Systems Analyst Sr
1582 Teleprocessing Coord
1584 Data Librarian
1586 Scheduler/Expediter
1588 Info Center Spec
1626 Revenue Insp II
1627 Asst, Accts Rec Supv
1629 Accts Rec Supv
1808 Claims Account Spec
1810 Claims Adjuster I
1812 Claims Adjustor I1
1820 Coll/Subrogation Spec
2011 Surveyor
2012 Surveyor, Sr.
2013 Eng Tech l
2015 Eng Tech ll
2017 Eng Tech 111
2018 Eng Tech IV
2020 CADD Operator
2029 Street Lighting Eng 1
2031 Eng 1
2032 Professional Eng]]
2033 Professional Eng ill
2034 Professional Eng IV
Salary Range
12A
19A
23A
26A
30A
20A
23A
20A
23A
20A
22A
26A
23A
29A
26A
28A
26A
28A
30A
32A
32A
32A
28A
20A
21A
30A
23A
25A
28A
22A
22A
24A
24A
30A
32A
18A
20A
24A
2 7:A
24A
27A
27A
31A
33A
35A
Hourly
Job Basis
Job Basis
Hourly
Job Basis
Hourly
Hourly
Hourly
Job Basis
Hourly
Hourly
Job Basis
Hourly
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Hourly
Hourly
Job Basis
Hourly
Hourly
Job Basis
Hourly
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Hourly
Hourly
Hourly
Job Basis
Hourly
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Occupational
Code
Occupational
Title.
2040 Elec Engineer
2048 Architech I
2049 Architect II
2050 Architect III
2053 Landscape Arc
2054 Lanscpe Arch Supv
2056 Project Rep
2060 Cable TV Engineer
2110 Bldg Insp I
2111 Bldg Insp II
2112 Bldg Insp Chief
2114 Building Insp III
2116 Structural Eng
2120 Elec Insp I
2121 .Elec Insp II
2122 Elec Insp Chief
2123 Electrical Insp III
2130 Plumbing Insp I
2131 Plumbing Insp II
2132 Plumbing Insp Chf
2134 Plumbing Insp III
2150 Zoning Insp I
2151 Zoning Insp II
2152 Zoning Insp Chief
2153 Plans Processing Aide
2154 Plans Processing Spec
2155 Code Enforcement. Insp-NET
2158 Mech lnsp I
2159 Mech Insp II
2160 Mech lnsp Chief
2161 Mech lnsp 1I]
2165 Elevator inspector
2172 Permit Counter Asst
2176 Supv Permits & Rev
2178 Chief Code Enforc Off
2181 Cable TV Tech Spec
2188 Occupational License Spec
2190 Asst Occ License Supv
2192 Occ License Supv
2209 Graphic Dills
2205 Planning illus I
2206 Planning Tilus ll
2208 Planning Tech
2210 Park Plan Cord
2214 Housing Spec Asst
Salary Range
33A
27A
30A
32A
29A
31A
27A
31A
27A
29A
32A
30A
35A
27A
29A
32A
30A
27A
29A
32A
30A
23A
27A
30A
19A
30A
24A
27A
29A
32A
30A
29A
22A
29A
31A
21A
22A
25A
28A
29A
19A
22A
24A
29A
!` A
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Hourly
Job Basis
Job Basis
Job Basis
Job Basis
Hourly
Job Basis
Job Basis
Job Basis
Hourly
Job Basis
Job Basis
Job Basis
Hourly
Job Basis
Job Basis
Hourly
Hourly
Hourly
Hourly
Job Basis
Job Basis
Job Basis
Hourly
Job Basis
Job Basis
Job Basis
Hourly
Job Basis
Job Basis
Job Basis
Hourly
Hourly
Hourly
Hourly
Job Basis
Hourly
Occupational Occupational
Code Title
2219 Planning .Intern
2220 Planner I
2221 Planner II
2222 Planner III
2224 Comm Dev Coord
2225 Housing Spcl
2226 Housing Spcl Princpl
2227 Housing Spec Sr
2228 Housing Rhb Ln/O Sr
2229 Housing Rhb Ln/O
2230 Housing Rhb Est
2231 Housing Rhb Est Sr
2232 Soc Prg Analyst
2233 Soc Prg Analyst Asst
2234 Soc Prg Anl Sr
2235 Soc Prg Anl Supv
2237 Commty Dv Prj Supv
2238 Special Funding Services Coord
2239 Social Prog Coord
2240 Asst Hsng Rehab Ln Offr
2244 Asst Hsng Rehab Estimator
3001 Laborer I
3002 Laborer II
3005 Laborer III
3010 Labor Crew Ldr I
3011 Labor Crew Ldr 11
3012 Public Works Supv
3014 Public Works Supt
3022 Sani Supervisor
3025 Waste Col Supt Asst
3026 Waste Col Supt.
3104 Auto Eqp Op 1
3105 Auto Eqp Op 11
3106 Auto Eqp Op III
3107 Auto Eqp Op IV
3301 Maini Mech Helper
3302 Maim Mechanic
3303 Maint Mech Supv
3305 Air Cond Mech
3308 HVA CR Supv
3310 Electrician
3311 Dec Supervisor
3313 Gen '1laint Worker.
3319 Gen Maim Rep - Pni/ ec
3315 Gen :Maim Rep • Car_er.
Salary Range
16A
27A
31A
34A
32A
26A
31A
28A
26A
23A
23A
26A
22A
20A
25A
28A
29A
26A
31A
19A
19A
15L
16L
17L
18A
22A
28A
31A
25A
28A
31A
17L
19L
21L
22L
17A
20A
23A
27A
30A
27A
30A
17A
20A
21A
Hourly
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Hourly
Hourly
Job Basis
Hourly
Hourly
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Hourly
Hourly
Hourly
Hourly
Hourly
Hourly
Hourly
Job Basis
Job Basis
Hourly
Job Basis
Job Basis
Hourly
Hourly
Hourly
Hourly
Hourly
Hourly
Hourly
Hourly
Job Basis
Hourly
Job Basis
Hourly
Hourly
Hourly
Occupational
Code
Occupational
Title
3316 Gen Maint Rep - Elec/Air Cond
3318 Gen Repair Maint Supv
3320 Elec Line Worker
3321 Elec Line .Supv
3322 Plumber Supv
3324 Plumber
3326 Carpenter.
3327 Carpenter Supv
3328 Mason
3335 Painter
3336 Auto Body Wrkr/Pn
3337 Painter Sign
3338 Painter Supv
3339 Auto Pnt/Bdy Shop Supv
3340 Pipefitter
3341 Pipefitter Supv
3350 Welder
3360 Fac Oper Worker
3361 Fac Oper Worker Sr
3362 Fac Oper Supv
3370 Prop Maint Asst Supt
3372 Pol Secuty & Fac Supv
3374 Police Fac Asst
3402 Fuel Fac Att
3404 Auto Mech Helper
3405 Auto Service Writer
3406 Auto Mechanic
3407 Auto Mech Spv
3408 Fuel Fac Supv
3409 Heavy Equp Mech Helper
3410 Heavy Eqp Mech
3411 Heavy Eqp Mech Supv
3420 Garage Asst. Supt
3452 Supt-Garage or Motor Poo]
3455 Fleet Management Rep
4005 Custodian 1
4006 Custodian 11
4007 Custodian Supv
5017 Po] Prop Unt As.t Mgr
5019 Identification Aide
5020 Police Comm Clerk
5022 Po] Prop Spec 1
5024 Po] Prop Spec 11
5025 ]dent Tech 1
5026 Ideni Tech II
Salary Range
23A
23A
24A
26A
30A
27A
21A
23A
21A
20A
22A
21A
23A
24A
19A
22A
22A
16A
20A
23A
28A
21A
19A
'15A
17A
19A
23A
25A
21A
18A
24A
26A
29A
30A
22A
14L
15L
17A
29A
16A
18A
17A
19A
22A
26A
Hourly
Hourly
Hourly
Hourly
Job Basis
Hourly
Hourly
Hourly
Hourly
Hourly
Hourly
Hourly
Hourly
Hourly
Hourly
Hourly
Hourly
Hourly
Hourly
Hourly
Job Basis
Hourly
Hourly
Hourly
Hourly
Hourly
Hourly
Hourly
Hourly
Hourly
Hourly
Hourly
Job Basis
Job Basis
Hourly
Hourly
Hourly
Hourly
Job Basis
Hourly
Hourly
Hourly
Hourly
Hourly
Hourly
Occupational Occupational
Code Title
5027
5030
5032
5035
5040
5050
5060
5070
5071
5076
5077
5078
5110
5113
5302
5303
5304
5318
5319
5320
5323
5402
5403
5404
5405
5406
5407
5408
5413
5919
5915
5916
5417
5918
5420
5925
5510
5512
5520
5523
5530
5550
5560
6001
6003
ID/Tech Svcs Supv
Latent. Print. Examiner
Latent. Print Examiner Sr
ID Tech Svcs Mgr
Public Service Aide
Prof. Compliance Supv
Police Records Spv
Crime Analyst I
Crime Analyst II
Prof Compliance Asst
Prof Compliance Rep
Prof Compliance Supv
Parking Enforcement Off I
Parking Enforcement Off II
Fire Sfty Spec Sr
Fire Sfty Spec Supv
Fire Sfty Spec
Fire Safety Educ Supv
Fire Resource/Safety Tch
Video Program Spec
Video Program Prod
Comm Tech Apprentice
Comm Eq Mtce Spec
Comm Repair Worker
Comm Tech
Comm Tech Supv
Comm Maint Asst. Supt.
Comm Tech Supt
Comm Asst
Police Comm R.cds Cust.od
Comm Operator
Comm Oper Supv
Qlty Assurance Spec
Comm Center Supv
Tecl Sys Dev Mgr
Telecommunications Tech.
Guard
City Ranger
Stable Attendant.
Stable Attend Supv
Marinas Fach Art
Conv Rep intern
JTPA Trainee
Golf Course attendant
Grounds Tender
Salary Range
30A Job Basis
28A Hourly
29A Hourly
34A Job Basis
17A Hourly
28A Job Basis
28A Job Basis
22A Hourly
24A Hourly
19A Hourly
26A Job Basis
14A Hourly
14A Hourly
17A Hourly
25A Job Basis
27A Job Basis
23A Hourly
27A Job Basis
24A Job Basis
23A Job Basis
28A Job Basis
19A Hourly
19A Hourly
21A Hourly
25A Hourly
27A Hourly
28A Job Basis
33A Job Basis
20A Hourly
22A Hourly
22A Hourly
24A Hourly
24A Hourly
28A Job Basis
33A Job Basis
6A Hourly
13L Hourly
14A Hourly
17A Hourly
20A Hourly
13L Hourly
06A Hourly
06A Hourly
16A Hourly
16A Hourly
Occupational Occupational
Code Title
6005 Park Tender I
6007 Park Tender II
6010 Greenskeeper
6015 Tree Trimmer
6016 Tree Trimmer Crew Ldr
6020 Cemetery Sexton
6021 Parks Naturalist
6025 Nursery Tender
6029 Beach Opers Supv
6035 Parks Supv I
6036 Parks Supv II
6047 Prks Tch Ser Spc M&C
6048 Prks Tch Ser Spc E&S
6049 Parks Oprtns Coord
6050 Parks Supt Off
6051 Operatins Asst Chief
6053 Chf of Operations Pks
6055 Fac & Grds Tf Mgr
6059 Asst. Stad Admin
6062 Marine Stad Mgr
6064 Auditorium Manager Asst
6065 Auditorium Mgr
6067 Marinas Oper. Supv.
6068 Marinas Aide
6069 Marinas Assistant
6070 Marinas Mgr Asst.
6071 Marinas Mgr
6080 Park & Rec Mgr I
6081 Park & Rec Mgr II
6105 Lifeguard (P/O)
6107 Pools Supervisor
6109 Sr. Lifeguard (P/O)
6118 Japanese Garden Spec
6119 Cult. Affr Coord
6120 Tennis Supv
6123 Program Coord
6124 Prg Cord Asst
6125 Therapeutic Rec Spec
6127 Prgm Asst
6128 Prgms Leader
6129 Prgm s Spec
6132 Golf Course Supt
6135 Baseball Supv
6144 Geri Recreation Pgm Planner
6149 Rec Specialist
Salary Range
17A
19A
23A
16A
18A
20A
23A
17A
28A
18A
22A
27A
27A
29A
31A
29A
33A
26A
30A
27A
25A
29A
18A
.16A
19A
26A
30A
23A
26A
17A
22A
19A
29A
29A
19A
29A
25A
25A
14A
20A
18A
20A
20A
29A
1 8.A
Hourly
Hourly
Hourly
Hourly
Hourly
Hourly
Hourly
Hourly
Job Basis
Hourly
Hourly
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Hourly
Hourly
Hourly
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Hourly
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
H ourly
Hourly
H ourly
Job Basis
Job Basis
Job Basis
Hourly
Occupational Occupational
Code Title
6151 Water Sports Inst
6152 Boxing Supv
6154 Wrestling/Judo Supv
6156 Youth Pgm Spec
6160 Fitness Ctr Spc
6162 Recreation Asst Supt
6164 Parks and Rec Sery Coord
6170 Events Specialist
6172 Events Supervisor
6300 Dav Care Admin
6301 Dav Care Admin Asst
6302 Dav Care Ctr Supv
6305 Dav Care Aide
7018 Vocational Counselor
7019 Citzn Prog Supv
7020 Comm Invo] Asst
7021 Comm Invol Spec
Salary, Range
23A Hourly
22A Job Basis
23A Hourly
25A Job Basis
21A Hourly
29A Job Basis
28A Job Basis
24A Hourly
29A Job Basis
29A Job Basis
25A Job Basis
25A Job Basis
33A Job Basis
22A Hourly
28A Job Basis
19A Hourly
22A Job Basis
Occupational
Code
APPENDIX B
Occupational
Title Salary Range
1036 Legal Assistant 22M Hourly
1117 Proj Acct Sr 28M Job Basis
1122 Supervisor of Payroll 32M Job Basis
1123 Supervisor of Payroll Asst 28M Job Basis
1124 Auditor 23M Job Basis :
1125 Staff Auditor 26M Job Basis
1127 Staff Auditor Princ 30M Job Basis
1128 Asst Auditor 19M Hourly
1130 Chief Accountant. 33M Job Basis
1156 Group Insurance Asst 24M Job Basis
1159 Group Ins Supv 31M Job Basis
1164 Financial Dev Coord 31M Job Basis
1218 Sr Proc Ctrcts Officer 31M Job Basis
1230 Lease Mgr 34M Job Basis
1318 Personnel Off 26M Job Basis
1320 Personnel Off Sr 28M Job Basis
1321 Police Personnel Coord 30M Job Basis
1322 Personnel Supvr 34M Job Basis
1325 Testing and Val Spec 30M Job Basis
1326 Validation Supv 34M Job Basis
1327 1/0 Psychologist. :34M Job Basis
1328 Classif & Compensa Supv 341\4 Job Basis
1330 Safety Coord 31M Job Basis
1331 Employment. Manager 34M Job Basis
1333 Operations Analyst 26M Job Basis
1335 Manag Ana] Prncpl 301\4 Job Basis
1336 Budget Analyst. 27M Job Basis
1338 Manag Ana] Supv 32M Job Basis
1339 Grant Writer 28M Job Basis
1340 Capita] Improvement Asst 26M Job Basis
1394 Paralegal 261\4 Hourly
1558 Computer Training Specialist. 261\1 Job Basis
1569 Web Administrator 301\1 Job Basis
1570 Sys Soft Manager 34M Job Basis
1573 Data Base Manager 35111 Job Basis
1575 Geographic info Sys Coord 31111 Job Basis
1577 Project Analyst 34M Job Basis
1580 Network Administrator 34M Job Basis
1587 Police info Center Mng 34M Job Basis
1816 Claims Adjustor 111 261\1 Job Basis
1822 Claims Supv Asst 281\1 Job Basis
1824 Clain-ls Supv 30M Job Basis
Occupational Occupational .
Code Title Salary Range
2156 Code Enforcement Insp II 26M Job Basis
2167 Chief Elevator Insp 32M Job Basis
2168 Chief Unsafe Structures 32M Job Basis
2255 CRA Program Coord 29M Job Basis
2258 Development. Coord 34M Job Basis
3358 Composting Fac Sup 23M Hourly
3371 Supt. of Property Mtce 33M Job Basis
3450 Fleet. Manager 33M Job Basis
5065 Criminal Intelligence Anlyst I 26M Job Basis
5066 Criminal Intelligence Anlyst II 28M Job Basis
5419 Comm Training Spec 26M Job Basis
5425 Telecommunications Tech 32M Job Basis
5711 Adm Asst III 31M Job Basis
5 726 Accountant Supv M/C 28M Job Basis
5740 Staff Analyst Senior 28M Job Basis
5 742 Staff Auditor Senior 28M Job Basis
6060 Stadium Manager 32M Job Basis
7500 Exec Sec City At.ty 25U Job Basis
7505 Sr Secretary 21U Hourly
8000 Adm Asst t.o the City Manager 290 Job Basis
8002 Commissioner's Aide 090 Job Basis
8003 Admin Asst - City C 210 Job Basis
8005 Admin Asst. Sr - City C 230 Job Basis
8006 Chief of Staff 340 Job Basis
8007 Exec. Secretary 230 Job Basis
8008 Secretary III 19U Hourly
8009 Special Aide 150 Job Basis
8014 Asst. City Attorney X2E Job Basis
8015 Admin Sect.y ] 190 Job Basis
8017 Deputy City Attorney X5E Job Basis
8018 Admin Secty ]] 210 Job Basis
8020 Special Asst to Mgr 290 Job Basis
8021 Executive Asst t.o Mayor 250 Job Basis
8023 Labor Reins Spit 30U Job Basis
8024 Labor R.e] Spec Sr 33U Job Basis
8034 Typist Clerk I 13U Hourly
8035 Typist Clerk ]] 15U Hourly
8037 Typist Clerk ]]] 17U Hourly
8039 Recept/Typist - CM Office 180 Hourly
8046 Chief. of Staff - Maye2` 360 Job Basis
8050 Asst to Director - Wks & Rec 31U Job Basis
8051 Clain -is Supervisor 30U Job Basis
8073 Domestic Viol -Admit; 33U Job Basis
8080 Asst tc Dir-So]id \A -isle 32U Job Basis
Occupational
Code
Occupational
Title Salary Range
8081 Asst. to Dir-Comm Dev 29U Job Basis
8082 Admin Asst, I 25U Job Basis
8083 Admin Asst II 28U Job Basis
8089 Receptionist 17OM Job Basis
8086 Asst to Dir - Pers Mgt 34U Job Basis
8091 General Clerk 15OM Job Basis
8099 Admin Aide - CM 210 Job Basis
8101 Secretary IV 21U Job Basis
8104 Secretary II 17U Hourly
8110 Admin Officer -CC 290 Job Basis
8111 Events Coord 25U Job Basis
8113 Technical Operations Liaison 19U Job Basis
8115 Asst to Director/PW 31U Job Basis
8116 Technical Transcriber 18U Job Basis
8117 Technical Oper Coord 24U Job Basis
8120 Chf Depty Clerk 29U Job Basis
8122 Records Reten Coord 25U Job Basis
8123 Support Sery Mgr 34U Job Basis
8129 Svc Ctr Mant. Worker -NET 17U Hourly
8128 Clerk/Receptionist 120 Hourly
8130 Asst to Dir - GSA 32U Job Basis
8131 Office Manager 240 Job Basis
8133 Bdgt & Fin Spt Adv 27U Job Basis
8135 Mktg Coord •28U Job Basis
8138 Housing Develop Coord 32U Job Basis
8139 Agenda Coord 27U Job Basis
8140 Agenda Coord, Asst 23U Job Basis
8149 Grants Coordinator 33U Job Basis
8195 Typist Clerk IV 19U Hourly
8198 Asst to Dir - Mgt Audit 30U Job Basis
8152 Fleet Manager 32U Job Basis
8159 Asst to Dir — Conf & Pub Fac 32U Job Basis
8155 Finance Officer 33U Job Basis
8156 Sr Affirm Action Spec 26U Job Basis
8157 Social Worker 22U Job Basis
8158 Program Specialist 29U Job Basis
8160 Chief Architect 36U Job Basis
8165 Info Services Liaison 20U Job Basis
8170 Asst tc Dir-lninl A&R 28U Job Basis
8171 Asst. to Dir-Budget 28U Job Basis
8172 Staff Auditor Sr 28U Job Basis
8173 Stair Auditor Princ 30U Job Basis
8179 Chief Internal Auditor 32U Job Basis
8178 NET Code Enforc Coord 27U Job Basis
8182 Exec Asst-Police Chief - 2912 Job Basis
Occupational Occupational
Code Title Salary Range
8183 Asst. to Dir-Police
8190 Executive Asst - Cf of Staff
8191 Community Liaison
8192 Chief Admin Assistant
8206 Admin Asst. III
8209 Asst to Dir-Bldg & Zng
8210 Zoning Administrator
8405 Group Insurance Coordinator
8408 Supp Services Coord
8410 Commission Reporter
8411 Administrative Clerk
8415 Asst to Director - Purchasing •
8418 Sr Special Asst to City Mgr
8420 Media Rel's Spec
8424 Special Education Teacher
8425 Parks & Rec Sery Coord
8426 Program Asst
8428 Sister Cities & Protoc Asst
8430 Sister Cities & Protocol Coord
8432 Protocol Director
8434 Real Estate Specialist
8435 Property Manager •
8438 Eco Development Coord
8439 Bus Development Supv
8440 Development Coord
8441 Preservation Officer
8444 Intergov Affairs Coord
8445 Spanish Media Coord
8446 Legal Liaison Mayor
8447 Corresp Director
8448 Press Director
8452 Youth Program Coord
8456 Sr Info Systems Auditor
8462 Chief Accountant
8464 Chief of Land Dev
8465 Land Dev Spec Princ
8466 Planning Illustrator
8467 Urban Design Coordinator
8468 Comm Planner
8469 NET Community Support Wkr
8470 Capital Improvmt Administrator
8472 Chief of Opers
8474 Capital Imp Asst
8475 Hazard Mitigation/Disaster Rec Spec
8478 Lease Mgt Spec
31U
230
230
270
31U
31U
32U
32U
31U
21U
17U
30U
310
23U
25U
26U
14U
290
310
310
31U
34U
34U
31U
34U
34U
290
290
31U
310
340
30U
31U
33U
34U
31U
22U
32U
31U
15U
34U
32U
28U
34U
28U
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Hourly
Hourly
Hourly
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Hourly
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Occupational
Code
Occupational
Title
8484 Grant Writer
8498 Exec Asst. - Fire Chief/C
8510 Archivist/Rcds Admin
8515 Records Sys Spec
8525 Exec Secretary to CMgr
8544 EO/Div Spec Sr
8546 EO/Diversity Spec
8560 Grants Financial Mgr
8562 Budget. Analyst
8564 Budget. Coord
8568 Employee Services Aide
8572 Sr Staff Analyst.
8610 Video Asst
8612 Video Prog Spec
8620 CRA Admin
8630 Project. Mgr
8632 Employment. Mgr
8634 Industrial/Org Psychologist
8636 Testing & Validation Spec
8637 Personnel Officer — Comm Dev
8638 Maintenance Tech
8640 Facility Manager
8642 Facility Maint Manager
8655 Proj Dir-OWP
8656 Loan Review Spec
8657 Loan Review Asst.
8658 Comm Invo]v Spec
8659 Loan Review Analyst
8660 Sr Proc Ctrct Ofcr
8661 Procurement. Aide
8668 Labor Compliance Coordinator
8706 Sr. Job Training Supervisor
8715 Comm Service Provider
8 718 Clerk ]
8 719 Clerk II
8 720 Employ Interviewer
8722 Client Service Coord
8723 Client Svcs Spec
8 724 Accountant
872,6 Account Clerk
8 736 Public info Coord
8738 Public Info Supv
8742 Code Compliance Spec
8743 Chief Elevator inspector
8745 Chief of }ris ec Sery
Salary Range
28U
31U
30U
26U
270
27U
25U
32U
27U
30U
22U
28U
22U
23U
34U
34U
34U
34U
28U
26U
20U
30U
28U
. 10U
28U
24U
21U
30U
31U
19U
26U
22U
18U
12U
14U
17U
32U
25U
22U
1 U
301:
2 71:
26U
391
32
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Hourly
Hourly
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Hourly
Job Basis
Job Basis
Hourly
Hourly
Hourly
Hourly
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Hourly
Job Bads
Occupational
Code
Occupational
Title
8752 Legislative Coord
8761 Investment/Debt Coord
8764 Financial Dev Coord
8770 Admin Aide I
8773 Admin, Aide II
8774 Pension Board Adm
8 785 Auditorium Mgr Asst.
8 786 Cony Center Mgr
8 788 Training & Development Coord
8793 Spec Projects Coord
8801 Client Support Sery Aide
8803 Assessment & Referral Spec
8804 Training Specialist
8805 Job Placement Spec
8806 Skills Coach
8807 Employment Services Manager
8808 Case Management. Supv
8809 Case Manager
8810 Sr Job Placemt Market Spec
8811 Case Mgt Assistant.
8812 Training Coordinator
8815 Contract. Compliance Anlst.
8816 Contract Compliance Mgr
8817 Employment_ Program Anlst.
8818 Job Placement/Mktg Coord
8820 Comm Dev Grants Tech Admin
8823 Budget. & Fin Support Adv Sr
8824 Fiscal Assistant
8825 Fiscal Administrator
8830 Hsg Quality Assurance Aide
8835 Hsg Quality Assurance Supv
8890 Hsg Program Manager
8892 Hsg Program Analyst
8899 Hsg Quality Assurance Monitor
Salary.Range
25U Job Basis
28U Job Basis
31U
20U
22U
35U
25U
31U
31U
29U
20U
24U
25U
22U
23U
28U
28U
25U
28U
22U
28U
27U
34U
27U
32U
33U
29U
22U
33U
19U
29U
32U
28U
24U
Job Basis
Hourly
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Hourly
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Job Basis
Hourly
Job Basis
Hourly
Hourly
Hourly
Ali persons who hold interim, provisional. seasonal, part-time or temporary
positions are considered exempt front Appendix A and as such are not entitled to
any benefits as specified In lhis Agreement.
INDEX
ARTICLE PAGE
ACCIDENT REVIEW BOARD 46 82
AGREEMENT 1
ANNIVERSARY INCREASE 19 33
APPENDIX A 96
APPENDIX B 106
ATTENDANCE AT MEETINGS/UNION TIME POOL 8 9
BLOOD DONORS. 35 64
BULLETIN BOARDS 12 16
CALL BACK PAY 31 61
COMMENDATION PAID LEAVE 33 63
CONTRACT DISTRIBUTION 10 15
DEATH IN FAMILY 42 78
DISCIPLINARY PROCEDURES 16 26
DISCRIMINATION 6 7
DUES CHECKOFF 13 16
EARNED PERSONAL LEAVE 45 81
EMPLOYEE EVALUATION ON 18 32
EMPLOYEES ACTING WITHIN SCOPE OF AUTHORITY 20 34
EMPLOYEES' BILL OF RIGHTS 15 25
FAMILY LEAVE AND LEAVE WITHOUT PAY 40 74
GRIEVANCE PROCEDURE 14 19
GROUP INSURANCE 27 50
HOLIDAYS 44 80
JOB BASIS. 25 49
JURY DUTY/COURT APPEARANCE 32 61
LABOR/MANAGEMENT PARTNERSHIP COMMITTEES 41 76
LEAVE BAT _ACE P _t OFFc 52 87
ARTICLE PAGE
LINE OF DUTY INJURIES 23 37
LOSS OF EMPLOYMENT 17 29
MANAGEMENT RIGHTS 4 3
MILITARY LEAVE 43 70
NOTICES 11 15
NO STRIKE 5 6
OVERTIME/COMPENSATORY TIME 26 49
OVERTIME DISTRIBUTION 50 84
PARKING 34 64
PENSION 53 83
PREAMBLE 1
PREVAILING BENEFITS 7 8
RECOGNITION 1 1
REPRESENTATION OF THE CITY 2 2
REPRESENTATION OF THE UNION 3 2
RESIDENCY 47 82
REST/LUNCH PERIODS 22 36
SAFETY SHOES AND PERSONAL EQUIPMENT 28 55
SAVINGS CLAUSE 49 84
SECURITY OPERATIONS 37 67
SENIORITY 51 86
SICK LEAVE 38 68
TARDINESS 39 73
TERM OF AGREEMENT 59 93
TOOL ALLOWANCE 29 57
TOTAL AGREEMENT 98 83
TUITION REIMBURSEMENT 30 58
UNION STEWARDS 9 13
ARTICLE PAGE
VACATION. 36 65
WAGES 24 41
WORKING OUT OF CLASSIFICATION 21 35