HomeMy WebLinkAboutExhibitAGREEMENT
BETWEEN
CITY OF MIAMI MIAMI, FLORIDA
AND
FLORIDA PUBLIC EMPLOYEES 'COUNCIL 79,
AFSCME, AFL-CIO, LOCAL 871
October 1, 2010 - September 30, 244-3 2014
Tentative Agreement City )74 Ili Date
Uni
1.2-- oil btr
AGREEMENT
ThisAgreemeut,enteredintotbis dayof 2012 2011,
between the City of Miami (heminafter referred to as the "City") and the Florida Public
Employees Council 79, AFSCME, AFL-C10, Local 871, (heceinafter referred to as the
"Union").
Tentative Agreement City )7.1 )71 Date Union DLII
ate
Article 19
LAYOFF AND RECALL
19.1. Definition: Seniority shall mean the status attained by the length of continuous service
within existing permanent Civil Service classifications within the Department of Solid Waste.
19.2. Definition: Layoff shall mean the separation of employees from the permanent active work
force due to lack of work, funds, abolition of position or positions because of changes in organization or
other causes however the parties agree there will not be any layoffs of Local 871's bargaining unit
employees from October 1, 2010 through September 30, 204-220 I 4, and the City will maintain Local
871's 195 bargaining unit positions for the duration of the current Agreement.
19.3. In the event a permanent or prolonged reduction in personnel is determined to be necessary,
length of seniority shall be the determining factor in such layoff (and any subsequent recall from layoff)
except the Department of Solid Waste may deviate from seniority in layoffs or demotions when seniority
alone would result in retaining employees unable to maintain a satisfactory level of service to the citizens
when such deviation is recommended to and approved by the City Manager. In such cases the Union will
be advised of the determination and the reasons therefore.
19.4. In the event an employee having permanent status in a Civil Service classification covered
by this Agreement is laid off, he or she shall have the option to bump the most junior employee within a
lower classification covered by this Agreement in which he or she held permanent status.
19.5. For the term of this Agreement, should the City determine it requires additional personnel in
the Solid Waste Department, personnel on layoff will be given an opportunity to fill a position in the
Solid Waste Department in accordance with the Civil Service Rules and Regulations. To the extent
practical, based on the City's needs, employees on layoff and who qualify will be considered for vacant
part-time and temporary positions from the established layoff list within the City. Those employees on
the layoff list shall be considered hired before the City may recruit from employees not currently
on the City's payroll.
Tentative AEreement: City
Date
Article 20
WAGES
20.1. The Union agrees with the City that there is a need to address he operational method of the
Solid Waste Department, which may require a reorganization of the Solid Waste Department The
reorganization will require implementation of staffing and operational changes in order to increase the
efficiency of the department and reduce costs of the Solid Waste Department The Union, its officers,
agents, and members pledge their support in implementing such operationtd changes or reorganization
and the Union hereby waives all requirements of approval, and notice of such covered by this agreement.
Effective the first full pay period following the dates indicated below, the bargaining unit
employee will receive an across-the-board wage increase as follows:
October 1, 2010 0%
April 1, 2011 Reopener
April I, 2012 R.eopener
April 1. 2013 Reopener
20.2. All changes in salary for reasons of promotion, demotion, !merit increase, wrrniversary
increase, longevity increase or working out of classification shall be effectiVe the first day of the payroll
period following the effective date of the change Leaves of absences without pay or suspension of any
duration shall delay increases by the period of time involved.
below:
203. Bargaining unit members shall become for step increases as specified
Step 2 - 5%
Step 3 - 5%
Step 4 - 5%
Step 5 - 5%
Step 6 -5%
Step 7 -
Tentative Agreement city Date Union
Step 8 - 2.5%
The parties agree there will be no step increases from October 2010 through September 30, 2013 2044-
and will be determined by reopener negotiations for fiscal year 2011 2012 and 2012 2013, 2013 - 2014.
20.4. Employees shall become eligThle 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 calendar days
embraced by said period of time. This provision shall apply to employees who attain ten (10), fifteen (15),
sixteen (16), twenty (20), twenty-one (21), or twenty-two (22) years of continuous classified service. The
longevity stipulated above is as follows:
10 years of continuous service 5%
15 years of continuous service 5%
16 years of continuous service 2.5%
20 years of continuous service 5%
21 years of continuous service 5%
22 years of continuous service 2.5%
The parties agree there will be no anniversary or longevity increases from October 1, 2010 until
September 30, 2013 2044- and will be determined by reopener negotiations for fiscal year 2011 2012 and
2012 2013 2013-2014.
20.5. Any bargaining unit employee, upon 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/her retirement or honorable separation one hundred seventy-three and three tenths (173.3)
hours of pay.
Tentative Agreement City )1' irk/ Date Unio
05
Article 27
GROUP INSURANCE
27.1. The City and the Union agree that the Summary Plan Document (SPD) (entitled City of
Miami Life and Health Benefits,) shall be immediately updated to reflect descriptions of the current
benefit Plan design and all plan benefits shall be those outlined within the updated version of the
employees benefits handbook and shall not be changed without mutual agreement of the City and the
Union. The updated and finalized SPD shall be provided to the City's Plan Administrator (TPA) and the
TPA will administer the Plan benefits in accordance with the definitions and other language agreed to and
contained in the SPD. The SPD, in accordance with the Department of Labor requirements, shall be
distributed to all current and new participants of the Plan.
27.2. The City agrees to pay $8.08 per eligible bargaining unit member per pay period to the
union within sixty (60) days or less after ratification upon termination of the existing life insurance
contract to provide life insurance coverage in the amount of $35,000.00 and accidental death and
dismemberment coverage in the amount of $70,000.00, The Union, as of February 2007, has secured a
three year rate guarantee from the provider, Mutual of Omaha Tnsurance Company. The Union agrees to
continue to secure life insurance and accidental death and dismemberment coverage for all the eligible
bargaining unit members throughout the term of this contract and agrees to provide policy and rate
documentation to the City at the City's request.
27.3. Medical/Vision:
The City currently offers medical, dental prescription drugs and vision benefit plans through a
self - funded plan in which all bargaining unit members, upon obtaining eligibility, may enroll,
to wit
Medical/Vision
Dual ChoicelPOS
Dental
Tentative Agreement City
Cigna Network
Cigna Network
DHMO Solstice
Union
Date
EAP Cigna Health Care
Any other plan design changes must be agreed to .by the parties prior to
20(3
It is agreed between the parties that as of January 1, O, the City's inedical p1adwill consiSta
five tier program:
Single coverage
Single coverage + spouse
Single coverage + child
Single Coverage + children
Single coverage + Family (spouse and children)
It is agreed that medical premium rates for all tiers may be adjusted annually upon the City's
calculation of the premium for medical benefits. Premium rates will be calculated by a certified actuary
based on the City's eligibility list and experience and the information will be provided to the Union, in
order to validate any increase or decrease in theore •
2043 74012- ,
As ofJanuary 1, 2AI-1, (the beginning of the ext Plan year) any increases or decreases in the cost
of the City's health plan shall be shared by current active employees
on the following basis for all medical plans:
200 14'42'
Plan Year MI :
Dual ChoioelPos (Cost of coverage shown bi-weekly)
Employee City
Single $40.55 $197.97 '
Single + spouse $89.21 $435.54
Single + Child $75.01 $366.25
Single + Children $75.01 $366.25
Tentative Agreement City
Family
$115.56 $564.22
On April 1, 2011, group insurance for the 2011-2012 fiscal year shall reopen and on April 1,
2012, group insurance for the 2012-2013 fiscal year shall reopen.
As there are frequent and rapid changes in health care costs, it is understood and agreed between
the parties that any changes in contribution amounts will be made based on the annual calculation of
theoretical premium. It is agreed that should theoretical premium costs increase at a rate higher than the
projections used to establish the employee contributions above (projection used is 10% increase in total
premium each year), then those employee contributions shall be adjusted to reflect the increase and shall
be effective at the beginning of the Health Plan Year. Likewise, should the theoretical premium cost
decrease more than the projections used to establish the employee contributions stated above, those
employee contributions will be lowered to reflect the overall theoretical premium decrease. In any given
plan year, projections used to establish any increase in contibutiana from the employee shall be capped at
15%.
Prescription Drug Coverage.
The City currently offers a prescription drug benefit plan for those bargaining unit members
enrolled in and Dual ChoiceIPOS plans. It is a self -funded plan administered by Cigna Health Care and
consists of the current benefit:
Cigna Pharmacy Retail Drug Plan;
$15 per 30 clay supply for generic drugs
$40 per 30 day supply for preferred brand name drugs
$60 per 30 day supply for non -preferred brand name drugs
50% of drug cost per 30 day supply for self administered injectables (e.g.
injectables drugs used to treat rheumatoid arthritis, hepatitis C, multiple
sclerosis, astluna).
Cigna Tel Drug Mail Order Drug Program:
Tentative Agreement City X1)V1 Date
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112-
124-
SO Gip Cligle) tit
iettper 90 day supply for generic drugs
$80 per 90 day supply for preferred brand name drugs
$120 per 90 day supply for non -preferred brand name drugs
50% of drug cost per 90 day supply for self administered injectables (e.g.
injectables drugs used to treat rheumatoid arthritis, hepatitis C, multiple
sclerosis, asthma).
Since prescription drug costs are a major component of the health plan and are subject to significant
annual cost increases, the City and the Union agree to evaluate and 'measure pharmacy benefit total costs
and evaluate best practice strategies to manage the pharmacy benefit. Any changes in the pharmacy
benefit shall be mutually agreed to by the City and the Union.
Dental:
Dental premium rate may be adjusted annually upon the City receiving notice from the dental
providers. Employees will be notified of the adjustments in the dental rates during open enrollment In
accordance with current practice, when employees choose to be covered under the Cits dental plan, the
employee will continue to pay the dental premium.
Employee contributions: In accordance with the City's Cafeteria Plan group health premiums will
be paid by the bargaining unit employee with pre-tax dollars.
27.4. A standing committee will be created called the Health Insurance Committee. It shall be
made up of six (6) City of Miami employees, one member appointed by the IAFF, one member appointed
by AFSCME 1907, one member from AFSCME 871, two members appointed by the City Manager and
one picked by mutual agreement of the Unions and City Manager. The Group Benefits Coordinator shall
serve as a technical advisor to the committee, but will not be a member nor have a vote. Based on this
commitment and in collaboration with labor and management, this' Committee will work during the term
of this contract to identify ways to strengthen and improve our health plan. This will include, but is not
limited to:
. Obtain timely, accurate, and transparent reporting with full disclosure, of all costs
Tentative Agreement City )7.4)73 Date. Unio Date
from our vendors.
Identify plan vendor administrative improvements and efficiencies that can have a significant
impact on reducing health expenditures and to ensure that our health plan vendors are delivering
maximum administrative savings.
Educate employees on better understanding and use of their health plan.
Identify the impact of health improvement and disease management initiatives to decrease overall
medical and drug costs.
Evaluate and measure our pharmacy benefit total costs and fully assess the costs from our
pharmacy benefit manager (PBM) vendors.
Identify proven strategies to more effectively provide prescription benefits, and obtain vendor
(PBM) administrative savings to successfully manage this important benefit.
Make recommendations to the City Manager to reduce health expenditures while maintaining a
quality health plan at an affordable cost and which improves the health of employees and dependents.
Review employee complaints and remedy situations concerning claims so long as the decision
does not change or impact current benefits. This is intended to reduce the need for the grievance
procedures; however, the bargaining unit member does not waive his/her right to file a grievance should
the committee's remedy not be satisfactory to the employee.
Review and update the Summary Plan Description (currently titled City of Miami
Life and Health Benefits) Any and all other health care and wellness issues identified by the Committee
as promoting initiatives to improve the health of employees and dependents while maintaining a quality
health plan.
The Committee shall meet monthly or as soon as practicable to commence initiatives outlined
above.
27.5 Effective January 1, 2012, the Union may explore the possibility of establishing its own
group insurance plan that will consist of medical, vision, prescription, EAP, and dental coverage.
Tentative Agreement City )9'7,11 D a e Unlo
Article 42
PENSION
•
42.1 The parties agree that for the term of
employ� contributions of employees covered by this agreement shall be as provided in the City
of Miwni General Employees' and Sanitation Employees' Retirement Trust Section 40-241
through 40-290. Isfuuni City Code ("USE"). as amended. except as follows:
42.2 The parties agree that effective October 1. 2011. the GESE amortization periods
will be revised to add 5 years to the MrigthIP aniOrifratiOn periods and change periods for future
amortizations as follows:
A. Plan benefit changes for active employees over 20 years (currently 15).
B. Plan benefit changes for retired employees over 15 years (no change?.
C. Assumption changes over 20 years (currently 15).
D. Experience Gains and Losses over 20 yeaEs (currently 15).
42,3 Effective September 30. 2012 or upon implemagatiOn of tbis Article if oter (the
date"), the following benefit changes will be implemented fur all cwtent employees
who have not reached normal retirement eligibility; and for all future =00Y:ea: The maximum
normal retirement benefit shall not exceed $80,000 annually; provided. any employee who has
an accrued benefit in excess of S80.000 annually on the .effective date shall retain that benefit
but shall not accrue anv additional benefits after that date.
42.4 BACKDROP option. A Backdnjr benefit option shall be implemented on
January 1. 2013. The Backdrop option shall replace the existipg DROP program. Employees
who have not attained normal retirement eligibility as of the effective date or were not vested. by
October 1.2010. and all employees bired on or after that date. will be eligible fir the Backdrop
option. but will not be eligible for the DROP. Anyone eligible for the forward DROP as of
January 1.2013. remains eligible for the forward DROP as it presently exists and anyone eligible
for the forward DROP as of January 1.2013 or vested prior to October 1.2010. who chooses not
to enter the forward DROP remains eligible for the Backdrop.
(a) An eligible employee who elects the Backdrop option shall receive a monthly benefit
payable on the employee's actual retirement date (date of retirement and separation from City
employment) based on the benefit the employee would have received if be/she had left City
employment and retired on an earlier date after attaining normal retirement eligibility (the
"Backdrop date"). Jn addition. an eligible employee who elects the Backdrop option will receive
a lump sum payment equal to the accumulation of monthly retirement benefit payments he/she
would have received during the period following the Backdrop date through the actual retirement
date ("Backdrop period"). plus interest at the rate of 3% per year compounded annually An
eligible employeemay elect a minimum Backdrop period of 1 year and maximum Backdrop
period of up to seven years. An eligible employee who elects the Backdrop option must select
the normal form of benefit or an optional form of benefit at the time of electing the Backdrop
option The employee's monthly benefit as well as the lump sum payment under the Backdrop
option is based on the fora of benefit selected.
Tentative Agreement! City A ' 3 Date 6 : i6 U
'table
wing the normal retirement date. A Badrdnop election must be made
within 10 years ai r becoming eligible for moral retir nent. The maximum Backdrop period is
7 years.. Eliggie employees who wish to elect the Backdrop option must provide written
notification to the City at least 8 months prior to the employee's date: provided a
lesser notice perms may be epproved by the City Manager doe to special ci c mslances.
Bargaining unit members will be eligible to revoke their Backdrop election one time. but within
1 month of their election. However, if a bargaining unit employee is granted a lesser notice
period by the City *maw due to special circumstances, the employee will not be eligible for
the one-time Backdrop election revocation. Employes are not required to elect the Backdrop
option.
(c) All or a portion of* lump amp payment under the Backdrop option may be rolled over
to an eligible retirement plan or IRA in accordance with federal law.
52.5 Effective the first full pay period following October 1, 2012, the employee
pension contribution shall be 10%,
If the back DROP is ever terminated. for any reason. the rights of all perssons then, in the
DROP shall not be 'diminished or impaired. Additionally, if the back DROP is ever tertninatRd,
all persons who are then eligible for a back DROP will still be eligible for a 7 year back DROP.
The Board of Trustees of GESE •.x develop operational rules for the implementation of this
provision.
Article 46
TERM OF AGREEMENT
46.1. 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, unless
otherwise agreed to by the parties, then the Agreement, upon being signed by the appropriate Union
representatives and the City Manager, shall become effective at 12 :00 a.m., October 1, 2010, or as
otherwise provided in this Agreement, whichever date is later. The Agreement shall continue in full force
and effect until 11:59 p.m., September 30, 2.043. 2014. On or about April 1, 2011, each party may reopen
wages, pension, and group insurance for the 2011-2012 Fiscal Year, and on April 1, 2012, each party may
reopen wages, pension, and group insurance for the 2012-2013 Fiscal Year, and on April 1. 2013 each
party mav reopen wages fcr the 2013 — 2014 Fiscal Year.
462. On or beforeApril 1, 20.13. 2014, the Union shall notify the City in writing of its intention to
renegotiate the Agreement in force, and attached thereto shall include a list of proposals which shall
inform the City of the items which they desire to negotiate.
463. On or about May 1, 2014 2014, the parties shall present each other with a list ofproposals it
desires to negotiate, together with the specific language describing its proposals.
46.4. Initial discussions shall thereafter; and no later than June 1, 2042. 2014, be entered into by
the City and the Union.
AGREED to this day of 2414- 2012 and between the
respective parties through an authorized representative or representatives, of the Union and by the City
Manager.
Tentative Agreement City)1/94 D
Unio
ATTEST:
ATTEST:
CITY CLERK
Tentative Agreement City
APSCME. Local 871
Date eV/2- Unio
ON THE PART OF THE CITY OF
MIAMI MIAMI, FLORIDA
City Manager
APPROVED AS TO FORM AND
CORRECTNESS
CITY ATTORNEY
Tentative Agreement City