HomeMy WebLinkAboutSubmittal-Commissioner GortPay Supplements:
Motor Cycle Assignment: Increase to $50 per month
Instructors Assigned to Training: 2%
Senior Uniform Patrol Sergeant Pay: 5% (effective October 2002)
Crisis Intervention Teams:
FOP Health Trust:
City contribution increase:
2 Vr%
$18.26 more per pay period (single)
$21.58 more per pay period (family)
Tuition Reimbursement:
Increased from $600 to $1000 annually
Take Home Cars:
Limited City's purchase of vehicles to 150 vehicles per year resulting in
non -budgeted savings to the City of $3.4 million the first year of the
contract for a total savings of $6 million over the term of the Agreement.
The City and the FOP also agreed to the establishment of a labor/management committee
to determine how to provide medical treatment and equipment to curtail excessive
medical costs in certain areas, and modifying the heart presumption language that all new
hires found to use tobacco products will be ineligible for line of duty injury coverage and
any new hires failing to maintain the specified body fat percentages will be ineligible for
coverage until the employee comes within the required guidelines. The parties have also
agreed to modify the method of providing supplementary pay to employees injured in the
line of duty thus reducing administrative costs to the City.
Other items agreed to by the City and the FOP include extending the DROP program to
48 months effective October 2003, providing for promotions based upon the rule of one
with the ability to deny or delay a promotion for cause, allowing for the use of deferred
compensation monies to buy up to three years of service time at present value as
actuarially determined, providing the option to establish a Post Retirement Health Plan,
and language changes to other areas of the labor agreement providing the City greater
flexibility to manage.
A cost summary of the changes to the FOP labor agreement is attached for your review.
CAGSW/rsw
CAMy Documents12001 NegotiationsTOP-CAG-MayozCiComm-CoverMemo.doc
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Pay Supplements:
ALS Assignment: 1% (effective October 2002)
Pay Supplements continygd:
Paramedic Assignment: 1% (effective October 2002)
1% (effective October 2003)
Special Teams: 1/2% increase
Technical Rescue Teams: 1.5% (retroactive to October 1, 2001)
2% (effective upon ratification)
Air Truck Coordinator 5% (effective upon ratification)
Safety Shoes:
Increase from $75 to $100 annually
Tuition Reimbursernmt:
Increased from $600 to $1000 annually
Group Insurance:
Employee premiums increased by 20% upon ratification, 10% in January
2003, and 10% in January 2004, as well as an increase in employees co -
pays resulting in a savings to the City of $99,052 annually.
The City and the IAFF also agreed to the establishment of a labor/management
committee to determine how to provide medical treatment and equipment to curtail
excessive °medical costs in certain areas, and to modify the method of providing
supplementary pay to employees injured in the line of duty thus reducing administrative
costs to the City.
Other items agreed to by the City and the IAFF include extending the DROP program to
48 months effective upon ratification of the labor agreement, providing the option to
establish a Post Retirement Health Plan, allowing for the use of deferred compensation
monies to buy up to three years of service time at present value as actuarially deterrnined,
deleting language requiring the City to fund vacancies and language changes to other
areas of the labor agreement providing the City greater flexibility to manage.
A cost summary of the changes to the IAFF labor agreement is attached for your review.
CAG/RSW/rsw
CAMy Docaments12.001 NegatiationslIAPF-CAG-MayotCCamm-CoverMemo.doc
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understood that these special meetings shad not be used to renegotiate this Agreement.
Rcial meetings shall be held within fifteen (15) working days of the receipt of the written
request and shall be held between 8:00 a.m. and 5:00 p.m., at a time and place designated
by the City. The Union shall be represented by not more than five (5) persons at special
meetings. One (1) of the employees shall be the person on full time release.
Section 2. Release of an employee from his scheduled work assignment for the
purpose of attending a special meeting shall be made in accordance with ARTICLE 9,
SECTION 2, of this Agreement. However, if the meeting is canceled by the City Manager
or his designee, no charge shall be made to the employee time pool.
Submitted into the public
record in connection with
items fion 06-28-12
Priscilla A. Thompson
City Clerk
Article 11
LABOR/MANAGEMENT COMMITTEE
No Change
Section 1. There shall be a Departmental Labor/Management Committee
established in the Solid Waste Division of the City of Miami. Said Committee membership
shall include representatives from management and the bargaining unit members.
Section 2. The Departmental Labor/Management Committee shall 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 bargRiniog between the parties. It is understood that these
Departmental Labor/Management Committee meetings shall not be used to renegotiate
the labor agreement between the City and the Union. All decisions made by the
1partmental Labor/Management Committee shall be by affirmative consensus.
Section 3. The Departmental Labor/Management Committee meetings shall be
conducted on a semiformal basis with the selection of a chairperson to be determined by
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the members of the Committee. Length of participation of Committee members shall be
determined by the Departmental Labor/Management Committee. The chairperson sill
arrange for minutes to be taken of each meeting and for the distribution of copies to each
member of the Committee, Union Business Manager and the employee Union
representative, the City's Labor Relations Officer, and the City's Labor/Management
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No Change
Article 12
VE'HICULAR ACCIDENTS
Section 1. All bargaining unit employees of the Solid Waste Department involved
) in vehicular type accidents will be governed by the guidelines below.
Section 2. Employees of the Solid Waste Department will be considered not at
fault when the other party or parties involved in the accident are given a citation o.
summons or the Police Department's investigation concludes a vehicular accident was not
preventable on the part of the employee.
Section 3. Those employees operating motorized vehicles in the Solid Waste
Department shall have the required Florida Operator's License and/or endorsements in
their possession at All times. An employee whose operator's license and/or endorsements
is revoked, suspended or restricted in any way by the State of Florida shall notify his/her
supervisor immediately.
An employee shall notify the Department of any revocation, suspension or
restriction and/or endorsement of an employee's operator's license. Should the employee
not have in his/her possession upon inquiry by the Department a valid license or shoulr
the employee fail to notify the Department of the requirements as stated in this section,
he/she shall be disciplined up to and/or including dismissal.
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