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Home My WebLink AboutExhibitFirorn: Local 190@ao�lzom Sent Monday, March 76,2Q154:SSPM To: K|ose Amy Subject: Successor Agreement Results Good afternoon Amy, the Successor Agreement Results are 99.31% in favor. The voting ballots totaling 579="Yes"and 4= "No", The total amount of votes, is 583. Kind Regards, SeanMoV ABCMELocal I90 (3OS)643-2254'Office AGREEMENT BETWEEN CITY ©F MIAMI, MIAMI, FLORIDA AND I IAMI GENERAL EMPLOYEES AMERICAN FEDERATION OF STATE, COUNTY, AND MUNICIPAL EMPLOYEES LOCAL 1907, AFL-CIO October 1, 2014 2012 -- Sept e be r 0, 2017 2014 TABLE OF CONTENTS Page Agreement 0 Preamble 0 Article 1 Recognition 1 Article 2 Representation of the City 2 Article 3 Representation of the Union UN1ON Article 4 Management Rights Article 5 No Strike 8 Article 6 Discrimination 10 Article 7 Prevailing Benefits 11 Article 8 Attendance At Meetings/Unie-RUNION Time Pool 12 Article 9 UnieflUNION Stewards 17 Article 10 Contract Distribution 19 Article 11 Notices 20 Article 12 Bulletin Boards 21 Article 13 Dues Check off 22 Article 14 Grievance Procedure 25 Article 15 Employees' Bill of Rights 33 Article 16 Disciplinary Procedures 34 Article 17 Loss of Employment 36 Article 18 Employee Evaluation 39 Article 19 Anniversary Increase 41 Article 20 Employees Acting Within the Scope ofAuthority 43 Article 21 Working Out of Classification 44 Article 22 Rest/Lunch Periods 46 Article 23 Line of Duty Injuries 47 Article 24 Wages 53 Article 25 Pay Supplements 57 Article 26 Salary Basis/Exempt 61 Article 27 Overtime/Compensatory Time 62 Article 28 Group Insurance 65 Article 29 Uniform s and Safety Shoes 74 Article 30 Tool. Allowance 76 Article 31 Tuition Reimbursement 78 Article 32 Call Back Pay 81 _Article 33 Jury Duty/Court Appearance 82 Article 34 Commendation Paid Leave 84 Article 35 Parking 85 Article 36 Blood. Donors 86 Article 37 Vacation 87 Article 38 Security Oper ations 90 Article 39 Sick Leave 91 Article 40 Tardiness 96 Article 41 Family Medical Leave and Leave Without Pay 98 Article 42 Labor/Management Partnership Committees 101 Article 43 Bereavement - Death in. Family 103 Article 44 Military Leave 104 Article 45 Holidays 105 Article 46 Reserved 107 Article 47 Residency 108 Article 48 Total Agreement 109 Article 49 Savings Clause 110 Article 50 Seniority 111 13k Article 51 Leave Balance Payoffs 112 Article 52 Pension 113 Article 53 Term of Agreement 117 Appendix A 120 Appendix B 130 AGREEMENT 'THIS AGREEMENT is entered into this of 2014 2-0-1-g, between the CITY OF ML-AiMI, FLORIDA, a municipal corporation.; Khereinafter referred to as the "Cityl. and the MIAMI GENERAL EMPLOYEES AFSCME LOCAL 1907, AFL-CIO; Khereinafter referred to as the UNION). Tentative Agreerrient: City ;te Date • Union lJate 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, in consideration of the mutual covenants and agreements herein contained, the parties do mutually covenant and agree as follows: Tentative Agreement: City .?"0_,_ Date 7.3 Union Date 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 -U[uien UNION. as the exclusive bargaining representative for all employes included in the bargaining unit,. 1,2 The bargaining unit is as defined in presently filed Certification issued by the Florida Public. Employees Relations Commission initially certified on June (3, 1978, Certification #4.08 vtltit the classifications listed in APPENDIX A of the Agreement. en-, 11--elassifieations listed --in ARREN;AX-B—e-f-the-AgPeeme-at. 1..3 The City shall_promptly notify the Union in writing of ply i4ewly created classifications in the bargaining jtnit, f there is a dispute between the arties partiesre ading the inclusion or sion of any classifications within the bargaining unit, thci isne shall be settled. excl in accordance with State law. TA City ARTICLE 2 REPRESENTATION OF THE CITY 2.1 The City shall be represented by the City Manager, the Label, amity Director of Human Resources or a person or persons designated in writing to the Union UNION by the City Manager. The City Manager and; the baber—RensiLD-ep-uty Director of Human Resources Or 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 Uni-e+1 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. Tentative .Agreernent: City Date Union ARTICLE 3 REPRESENTATION OF THE UNION 3.1 The Union -UNION shall be represented by the President of the Union UNION, or by a person designated in writing to the City Manager, the Lab-er RelationgD-eputy. Director of Human Resources or designee by the President of the 4n4on-1JNION. The identification of representatives shall be made each year at least fifteen (15) calendar days prior to April lst. Said designation shall be accompanied by an affidavit executed by said President that the Union -UNION has complied with all requireinents of State law in effect at that time with respect to registration of the Union -UNION. 3.2 The President of the Unden-UNION, or the person designated by said President, shall have full authority to conclude an agreement on behalf of the Union UNION subject to ratification. It is understood that the .Unien—UNION representative is the official representative of the Un-ion-UNION for the p irpose of negotiating with the City. Negotiations entered into with persons other than those as defined herein, regardless of their position or association with the Unien UNION, shall be deemed unauthorized and shall have no weight of a thority in committing or in any way obligating the 'Union -UNION. It shall be the responsibility of the Union -UNION to notify the City Manager or balae-r-Rekutioms/Deputy the_Director of Human Resources in writing of any changes in the designation of the President of the UNION or of any certified r ep r es e nt a tive of the Union UNION. Tentative Agreement City Date SI '5.11,5-. UioriZ"-c Date 3.3 The Union UNION may be epresented at negotiation sessions by not more than four (4) designated employee representatives. The four (4) employee representatives may be permitted to attend negotiation sessionson duty with no loss of pay or emohunents except that if one of the four (4) employee representatives is the Union -UNION President on full-time release in accordance with the tenus of Article 8, Attendance at Meetings/Union-UNION Time Pool, then only three (3) employees may be released from duty with no loss of pay or e Auinents. if two (2) of the four (4) employee representatives are the Union UNION President and the full-time release designee, then only two (2) employee may be released from duty with no loss of p ay or emoluments. Tentative Agreement: City 313b5 Union iiL Date ARTICLE 4 MANAGEMENT RIGHTS 4.1 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 and authority not abridged, delegated or modifled by the express provisions of this Agreement or in any Memorandum of Understanding(s) (MOU) that is incorporated in this agreement and attached hereto or referred to herein, in addition to any MOU entered into during the term of this agreement. AFSCME, Local 1907 and the City retain the right to bring forth additional MOUs which were entered into by both parties and incorporate them as part of the agreement after notification of the respective party (AFSCME, Local 1907 /City Manager or designee) who will confirm the authenticity of the Malls. Otherwise, any changes of terms and conditions of employment shall not be recognized. Any future MOUs that amends the collective bargaining agreement shall be subject to Florida. Statute, Chapter 447, Part II. The parties agree to a sunset provision that begins at the ratification of this labor agreement wherein any MOU that is not included with the labor agreement will be considered null and void. 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, including Tentative Agreement; City Date '313115 Union -.73-1—( Date \1/4'1. the right to assign work and overtime; to hire, examine, classify, prom te, train, transfer, assign, and schedule employees; to suspend, demote, discharge, or take other disciplinary action against employees for proper cause; to i.ncreas educe, 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 deternine 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 positions; to change or eliminate existing methods of operation, equipment or facilities; and to establish rules, regulations and rules of conduct. 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 Com ission. This shall not prohibit the Unie UNION from expressing its views to the legislative body at the public budget hearing. 4.3 If the City fails to exercise any one or more of the above functions from time to time, this will not be deemed a waiver of the City's right to exercise any or all of such functions. This provision will in no way alter or diminish the rights afforded by Article 7, Prevailirig Benefits. 4.4 Those inherent managerial functions, prerogatives and policy -making rights which the City has not expressly modified or restricted by a specific provision Tentative Agreement: City _ Date union,Date in this Agreement are not in any ay, directly or indirectly, subject to the Grievance Procedure contained in this agreement. 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 The City retains the right to establish, and from time to time to amend, rules and regulations not in conflict with this Agreement. Tentative Agreement: City 'Date 3 Datc ARTICLE 5 NO STRIKE 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 empioyees from the full and faithful perfomnance 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 de onstrating in furtherance of a work stoppage, either during the term of or after the expiration of a collective bargaining agreement. 5.2 Neither the Uni-e-n—J;NION nor any of its officers, agents, and members, nor any Union 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 in furtherance of any of those acts, or any other interruption of the operations of the City. 5.3 Each bargaining unit member who holds a position with the I4-ni-Ern 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 I, Section 6. Accordingly, the )ion IThijQN, its officers, stewards and other representatives agree that it is their continuing obligation and responsibility to maintain compliance with this Article and the law„ including their responsibility to abide by the provisions of this Article and the law by remaining at work during any qhTenta Live AgreeirtC2 ent: ity ,A4 Da e ., i q -4 OAki, Union _ Date ,„,, 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 bargaining unit member 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. Tentative Agreement: City Date Union ARTICLE 6 PISCRTIvIINATION 6.1 The City and the Unien 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, religion, disability, sexual oientation, or political affiliation. 6.2 The City agrees not to interfere with the right of the employees to join oa not ioin the Union UNION, and there shall be no discrimination, interference, restraint or coercion by the City or the Union UNION because of 44-n4-ern UNION membership or non -union membership. 6.3 TJae UNION recognizes its responsibilities as bargaining agent and agrees to represent all employees in the bargaining unit without discrimination, interference, restraint or coe-:rcion. 6.4 Any claim of discrimination by an employee against he City, its officials or representatives, other than a claim of discrimination in violation of section 6.2, 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 I-J-th-on UNION, shall not be required to process the grievance of a non -union member. 12 TA City TA 1907 ARTICLE 7 PREVAILING BENEFITS 7.1 Job benefits heretofore authorized. by the City Manager continuously enjoyed by all employees covered by this Agreement, 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 he 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 Unima UNION in accordance with Chapter 447, Part II, Florida Statutes. 13 TA 1 90" ARTICLE 8 ATTENDANCE AT MEETINGS/UNION TIME POOL 8, 1 The President of the Union -UNION or a designated representative shall be allowed to attend regular meetings and special meetings of the City Com sion,-State or National Lin-ie-UNION Conventions, the Civil Service Board, the Equal Employmerit Opportunity Advisory Board, and the Pension Plan Board. Time off for the Union -UNION President or any other bargaining unit employees to attend these or other similarly approved meetings will he in accordance with Section 2 of this Article. 8.2 A tin -ion —UN -ON time pool is hereby authorized subject to the follow ing: A. The City agrees to establish an annual time pool hank of 5,580 hours to be used in accordance with the previsions of this Article. All unused hours will be carried over to the following calendar year. 13. For each bargaining- unit member, except the Union -UNION President, or a designee, when on full-time release, who is authorized to use time from the Union 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 UNION President and forwarded to the Department Director a minimum of seven (7) calendar days prior to the time the 3131fi Tentative Agreement City Date _ • • (Jnion 7.25 V-1 Date employee union UNION representative desires such leave. A copy shall also be forwarded to the Director of Human Resources or designee. 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 Director of 1-IA. Resources or designee as to . y 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 Uni-en 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 J1ii4& :UNION Time Pool, the daily attendance record shall reflect: "Bargaining Unit Member Doe on AL'(Authorized Leave) Any injury received or any accident incurred by a bargaining unit member whose time is being paid for by the 1.4-nion UNION time pool, or while engaged in activities paid for by the 1..4-yien UNION tirno pool, except the Union UNION Tcutatlive Agrceniant: City Date -d3115- union 5t--1 Date F. President and the designee when on full-time release shall not be considered. a line -of -duty injury, nor shall such inj 'Y or accident be considered to have been incurred in the course and scope of employment by the City of Miami within the meaning of Chapter 440, Florida Statutes, as amended. Upon written request to the Director of Human Resources designee, the President of the :':Unian UNION, and the two (2) designees will be released for the term of this Agreement from his/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 Unio•n UNION: 1 The ;J-ilien UNION President and the two (2) designated representatives will reasonably be available through the U-rvien UNION office currently located at 401.1 W. Flagle.r 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 ,-; Hien UNION representative will be mado to the City by the 14-4en—IINION, its officers, agents or members. Tentative Agreement: City Date 3N15. Union iLi 3. The Time Pool will be charged for aU hours during which the -Union—UNION President and the two (2) designees are on off -duty up to a forty (40) hour work week, except that absence due to vacation leave, sick 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 Uni-en UNION Executive Board members may meet during their scheduled work shift for a period not to 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 npen compliance with other provisions of this Article. 8.3 All applicable rules, regulations and orders shall apply to an bargaining unit employees on time pool release. Violations of the above -mentioned rules, regulations and orders shall subject the bargaining unit employees 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 time pool. "Tentative Agreement City rUnion t — Date -5) 8.5 Except as provided above, bargaining unit employees who attend administrative or judicial hearings hall not be col pensated by the City unless such attendance is on behalf of and at the request of the City. 'rentative Agreement: City Date 3,131(r Dritc 6 ) /5 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 thaion :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. 9.2 When, requested by an employee, a steward may only investigate any alleged. or actual grievance in his/her assigned steward area as provided n Section 9.7. HelShe., will be allowed. r aso ablo time therefore during working hours without loss of time or pay upon notification and approval of his/her irntnediate supervisor outside the bargaining unit. Such release Lime will be granted consistent with the needs of the service but will not unreasonably be withheld. 9,3 thmen buiness, 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 inie UT Representative may consult with employees in assembly areas before the start of each work shift or after the end thereof. 9,5 Should an o ,ee union -UNION representative covered by this Agreerne t be role EtS 0 til on the Attendance at Meetingsa;-nianUNION 'Pima Pool L/22 19 Article said employee may substitute for the steward, but in no event shall the steward and the employee E1 UNION representative both investigate the anae grievance or appear for the meeting called to resolve the grievance, Should the 14A911-UNION President desire the Unix UNION Steward, as described in Section 9,2, to attend a Step 3 grievance rneeting, the steward may be released to attend said meeting with any time loss to be charged to the T.T--n-ieia LINTON 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 *nie-ia UNION steward. or the ion -UNION steward cannot be spared for the assigned duties at the time and all provisions of this Article shill apply to alternate stewards as well as regular stewards. 9.7 Responsibility areas (location) and nmnber of Unien—UNION Stewards: A. Recreation Personnel (1) B. Police Department Building (2) C. Miami Riverside Center (2) D. Parks Operations, and Public Works Operations (2) All General Service Administration Divisions, and Department of Solid Waste (2) F. Fire Garage and Stadiums (1) 20 TA City_ TA 1907 ARTICLE 10 CONTRACT DISTRIBUTION 10.1 The e ployeP City agrees to furnish copies of this contract to each department director where IJ-n-ien. UNION members are employed and said department dixectors shall make the contract available for employee examination at the employee's request. 21 TA City TA 1907 ARTICLE 11 NOTICES 11.1 The City agrees to provide to the Unien—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. 11.2 Upon request by the UNION, the City further agrees to provide the Union with a complete copy of all current written standard oprjgjrocedi.res, and rules, regulations or departmental orders, and any amendments thereto, for any department inwhich bargaining unit members are assigned. Tentative Agreement City. Union Date 'k• ARTICLE 12 I3ULLETIN BOARDS 12.1 The City shall provide bulletin board space which shall be used only for the folio ing notice& A. Recreation and special affairs of the Union UNION ;14iiifft UNION Meetings , Union UNION ElectiOn,9 D. Reports on ;Union UNION Committees including the Union 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 UNION President or his designee, In the event any non--Unien--UNION material is posted on the bulletin board, it shall be promptly removed by a representative of the -Union "UNION or by a representative of the City. 23 TA City TA 1907 ARTICLE 13 DU.ES CHECKOFF 13.1 During the term of this Agreernent, the City agrees to deduct Union. .UNIQN. membership dues and uniform assessments, if any, in an arnount established by the men MIT ON and certified in writing by an accredited Union :UNION officer to the Ciby from the pay of those employees in the bargaining unit who individually make such request on a written check off authorization form provided by the City. Such deduction wil be made hy 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 .4-In4on 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 collect:ion of any fines, penalties, or special assessments. 13.3 Deductions of duos and uniform assessments, if any, shall be remitted by the City during the week :following each biweekly pay period to a chdy authorized representative as designated in writing by the Unien j_lNIQN. The City shall deduct from the remittance an amount far the cost of dues check off. rrhe amount will be calculated at two ($.02) cents for oach employee deduction, each payroll period, and ten ($.10) cents for each addition or deletion to the check off register. 24 <17' TA 1 90 7 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 dethictione, are not sufficient to cover dues and, any uniform assessments, it will be the responsibility of the I.41,14e UNION to collect its due a and uniform assessment for that pay period directly from the employee. 18,5 Deductions for the U-Tne-rf UNION dues and/or uniform assessment shall continue until either: 1) revoked by the employee by providing the City with thirty (30) dayswritten notice that he/she is terminating the prior check off authorization, 2) the termination of the authorizing employee, 3) the transfer, promotion, demotion of the authorizing employee out of this bargaining twit, or 4) the revocation, suspension of clues deduction as certified by the duly authorized Tnion-LJN1QN representative. 13.6 The -Union UNION shall indemnify and lhoid the City, its offic 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—UNIQN shall promptly refund to the City any funds received in accordance with this Article which axe in exce,ss of the amount of dues and/or uniform assessments which the City has agreed to deduct. 25 TA Cty 13.7 The City will not deduct any 1,41-ien4UNION fines,penalties or special assessments from the pay of any employee. 13.8 The dues check off authorization form provided by the City shall be used by employees who wish to initiate dues deduction. 26 TA City „_ TA 19 '7 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 boon violated. Any grievance not conforming to the provisions of this paragraph or that contains non - identification 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 ti-n-io-nrUNTON to process a grievance (a) on behalf of any employee without his/her 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 ernpioyee or group of employees, or by the 114-nieia UNIDN, Oral and written reprimands/warnings/deficiencies shall not be considered grievable under this Agreement or the Civil Service Board, Tentative Agreement: City ])ate Date 14.4 It is further agreed by the 1-4114o-n-UNION that employees covered by this Agreement shall make an exclusive election of remedy prior to filing a 2-nd Step 2 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 governmentai board, agency or court proceeding. Selection of redress other than through the Grievance Proceduie 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 -UNION and Department Director or the Director of Tentative Agreement: City (e___ D at 31'31/5 Union 3Date Human Resources or designee. Such agreed to extensions shall be followed up in writing. 14.6 Where an employee covered by this Agree ent elects to represent himself or be represented by someone other than the Umictia-UNION, the City wffl 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 4Fri 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 i The aggrieved employee shall discuss the grievance with his/her immediate supervisor outside the bargaining unit within five (5) working days of the occurrencewhich gave rise to the grievance. A City employee 14-n4ell 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 attempt to adjust the matter and/or verbally respond to the employee within five (5) working days. Where a grievance is general in nature in that it applies to a number of employees having the same issue to be decided, or if the grievance is directly between the Union 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 TenUttive Agreement: CtyDate 31311C Union (t5-14—(' Date (15,6'9' Procedure, within the time limits provided for the submission of a grievance in Step 1 by the Union UNION President. The Election of Remedy form as provided in Section 14.4 of this Article must be completed and attached to grievances p es nted directly at Step 3. All grievances must be processed within the time limits herein provided unless extended in writing by mutual agreement between the Director of Human Resources or designee and the ki-nien UNION President or grieving employees. Step 2. If the grievance has not been satisfactorily resolved at Step 1, the employee or the Y4frien-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 berein, 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 :Li nien UNION Representative shall reduce the grievance to writing on the standard fbrm 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/her oral response to Step 1. The Department Director or designee and Management personnel concerned shall meet with the e ployee and the 14niCtri 1710 Tentative Agreement: City Date iDate 3 3 b UNION Representative and shall respond in writing to the nie 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 anchor the Union -UNION President may present a written appeal to the Director of Human Resourcesdesignee within seven (7) working days from the time the Step 2 response was due in Step 2. The. Director of Human Resources or designee shall meet with the employee and/or the IJNION President and shall re pond in writing to the U-aien 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 est of the Uniell 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 selected by the employer and the Union NTON. The selection process of the arbitrator between the employer and the Union UNION will take place within twenty (20) da.ys after notice is 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 minirnum panel of five (5) arbitrators. Both the employer and the Union UNION shall alternately strike a name from the panel Tentative Agreement: City Date 3 • until one ri4inains. The party requesting arbitration shall strike the first a e; the other party shall then trike 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. Tho 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 Agree ent; nor shall this Collective Bargaining Agreement be construed by an arbitrator to supersecle 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/herself exclusively to the question wbich 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/her own, he/she shall be required to post a bond of an estimated one-half (1A) of the expenses of the hearing with the arbitrator before the hearing may be scheduled. 'fentative Agreement City f3115 Date ' Union 7 Date J 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 -U4140-ft 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 UNION, Where non members or any employee covered by the Agreement elects not to be represented by the TJ-nie-yi UNION, written responses shall be given to the employee and to the -14-4en 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 ider Rule 16. Tentative .AgTeernent: City Date Union._„_> P /1 Date ARTICLE 15 EMPLOYEES' BILL OF RIGHTS 15.1 When an employee has reasonable grounds to ,conclude that his/her participation in an investigatory interview will result in his receipt of disciplinary action, the employee may request that a .141i-ell 1UNION representative be present at the interviev-. The employee's .representative shall confine his/her role in the interview to advising the employee of 'his/her 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,: and shall give the representative sufficient tim,e to get to the .interview location, but shall not be obligated to delay the interview for morethan sixty (60) minutes. 1,5..2 Investigatory interviews shall be conducted at a reasonable hour,. preferably while the employee is on duty, unless the seriousness of th.e investigation. is of such degree that immediate action is required. If the. employee is required to be interviewed outside his assigned work schedule, he/she shall be paid overtime accordance with Article .20..a7 15.3 At the commencement of the interview, the employee shall be advised of the subject matter ofthe investigation. 15.4 The parties agree to abide hythe law with respect to the use of polygraphs. TA City TA 1907 SA) 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 URiela 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 A:gre€ment. 16, 3 If an appeal of any discharge oi 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 UNION to file or process a grievance under the terrns of this Agreement protesting such discharge or other disciplinary action. Showan 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. Tentative Agreement: City Date 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 Entrance probationary employees who were appointed to a position but who did not complete the required probationary period may be discharged or demotecl any time prior to the expiration of the probationary period. The employee shall not be accorded a hearing before the Civil Service Board or access to the grievance procedure contained herein. A probationary employee who is in probationary status due to a promotion shall be returned to a former classification in which the employee held per ane t status, If an employee who is in probationary status due to a promotion is rolled back, he or she may appeal the decision to the Director of Human Resources. Such Appeal shall be made within five (5) days' notice of the roll back, in writing, and the decision of the Director will be final. Tentative Agreement: City ]Date Union 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 employees 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 hisiher absence, may be considered as having resigned. Said resignation shall only be reviewed, if applicable, by the City Manager ar the Director of Eilkpleyee-Relation-s-Human Resources or designee. 4. Unexoused failure to return to work when recalled from layoff, TA City JL4J, $ TA 1907 as set forth in the recall procedure. 5. Unexcused failure to return to work after expiration of a formal leave of absence. An employee who fails to .eturn from a formal leave of absence will he considered as having resigned. Said resignation shall only be reviewed, if applicable, by the City Manager or the Director of Rclationc-Hu an. Resources or designee. Retirement. 7. Layoff for a continuous period of eighteen (18) months. 17.2 For purposes of Rule 14, any loss of employment due to a department yestrietiag restructrrixig, department reorganizing, downsizing or abolishment of a position shall be treated the sa rne as a layoff'. 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 (io) 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/her 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/she is able to perform and TA City TA i9O7fOl 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 Employee Relations or designee. Management shall have the right to determine such person's ability and qualifications to fill a position without recourse through the grievance procedure or any other appeals procedure with exception of the following. Should the indiviclualL 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 days of notice of the new assignment only to a two (2) person committee made up of the Director of Employee Relations or designee 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 de oted under this Section shall replace the least senior employee in the position which he/she occupies. if the employee's regular position subsequently becomes available, consistent with Civil Service Rules and Regulations, he/she shall be promoted and transferred back to his regular position. It is understood by the Union and the City that nothing in Section 1'7.2 guarantees the employee a job nor is the City obligated to create a job, but the City TA City TA 1907.: will make a good faith effort to place the individual demoted or laid off consistent with the language of Section 17.2, TA City TA 1907 ARTICLE 18 EMPLOYEE EVALUATION 18.1 Permanent full•time classified employees covered by this Agreement will he evaluated utilizing the appropriate evaluation forms as approved. by the Human Resources Department. The evaluation will be provided on the employee's anniversary d.ate. 18,2 Prior to distribution of an evaluation, the Department Director shall review the supervisor's ratings to check for consistency and that the criteria in the evaluation system has been rnet. Employees evaluated will be given a copy of the evaluation rating. Should an evaluation be downgraded after the employee's initial evaluation by his/her immediate supervisor, the empkyee will be given a copy of the downgraded evaluation rating. Only a copy of an unsatisfactory rating will he 170,rwarcIed to the .Unien UNON President. Any employee rated below satisfactory by Mtmagement will be given an opportunity to improve to a satisfactory level. Failure to improve will result in disciplinary action up to and including termination, This section shall not apply to permanent full-time classified employees serving in a probationary promotional appointment. 18.8 Pe anent full-time classified employees serving in a probationary p rClilOtiOn al appointment must successfully complete the probationary period within the time frame provided (6 to 12 months), unless the Department Director TOO ends an extension of said time frame. Any person hired or promoted into a 41 TA C[ty TA 1907 Communications Operator position in the Police Department or the Fire -Rescue Department shall servean eighteen (18) month probationary period. Extensions of probationary periods shall be approved by the Director of Human Resources or designee. 18.4 Unsatisfactory rating of permanent full-time classified employees not serving in a promotional appointment shall cause the employee to appear before the Civil Service Board to show cause why he/she should not be removed, suspended, or reduced in grade. Should an employee covered by this section feel the unsatisfactory rating was incorrect, be 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. 42 TA Cy TA 1907 57( ARTICLE 19 ANNIVERSARY INCREASE 24,--Wages-,441e-p-apties-agree-that-ther-e-will-be-no- iaal1fi crc ao(+s -feT-the-t traet, 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 anniversaryanniversaryincrease 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 sane nurnher of workdays. 19.3 Anniversary increase- 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, siok leave usage and/or until such time as, in the Department Director's judgment, the employee's service wit.hin the classification -leas the standards of Tentative Agreement: City Date 3(316 Union satisfactory performance for the position. Employees whose anniversary increases are delayed or denied shall be notified of the reasons for the action being taken. 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 Director of Human Reso-urces or designee, whose decision shall be final and binding. Tentative Agreement: City. Date unit ARTICLE 20 EMPLOYEES ACTING WITHIN THE SCOPE OF AUTHORITY 20.1 Whenever a civil or criminal action is brought against a bargaining employee:, while in the, course of his/her City on -duty employment, and while acting within the scope of his/her authority, the City shall have the option 'to pay legal costs and attorney fees; not to exceed. one hundred. and twenty five ($12'6.00) dollars per hour or provide legal counsei where; a) the bargaining unit employee is found not to be liable or guilty, and b) when the plaintifE 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 and/or crinainal act' 2. Any intentional tort; 3. Gross negligence or misconduct; or 4. While under the influence of alcohol, drugs or illegal substances. 45 TA City _ TA 1907 ARTICLE 21 WORKING OUT OF CLASSIFICATION 21.1 A department director, or designee, may direct an employee to serve in a vacant classification higher than the classification in which an employee currentiy holds status. Ai -el. -king out of classificatio ill-nat-pant-perntealentjob- tatuo or werva utematie---job---+3-ights to the —position -filled—on- -acting assign-I-Ile-1A to the-h-igher-elassifieation,-4-k- )w-ever, the City shall permanently -fill the-ffysition-te-w-h-ieh-the-empleyee-h-as been as igned-i-n-ana-e-tin g -ea-p-acity-within twe42)--yea-Es- aficri uccor-danee-with-th p-r-eeess; Employees assigned to workut of classification shall meet the minirnum job requirements for the position being filled. 21.2 In the event an employee is assigned work of a higher classification as provided for in Section 21.1 of this Article, 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 classiEcation 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 Methrd of - ualifying Incumbents of Classified Positions Allocated to New of High er evels - Whenever an occupied position has been allocated to a new 'fentative Agreement: City, 3 Date Union Union Date or higher classification, the incumbent thereof shall be qualified for the new classification in one of the following manners: (a) If the incumbent has been performing satisfactorily at the new or higher level for a period of four years or more and has held permanent status in the previous classifica flora he/she shall receive the new or higher classification with per a. ent status without further examination; or (b) If the incumbent has been performing satisfactorily at the new r level for a -ears, eri KI of two ears or more and less than and has held permanent status in the _previous classification, he/she shall be given a .qualifYin. examination,. the Ewe of • which shall be at the same level of difficulty. as normally given for the same or like olassification,_and if successful threin., he/she shall receivethe classifcationwithpermanent status. (c.„) In he event .the 1 ncumbeincumbent does not qualify under (a) or (b) above, .helsbe, shall be retur.ned .to his/her pre,vious classificatio the„..position, held prior to working out of class:., andthe position 'filled fr.om the _appropr.iale register. 21.4 During any on-joh 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. Tentative Agreement City Dat 17nic)ti r." Date _ 21.5 In order to initiate an acting assignment, the employee's imn ediate supervisor shall, upon assigning an employee to an acting assigiiment, 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. Tentative Agreement: City 90E Union 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, c v r 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. 8 TA 1 907 "4° ( ARTICLE 23 LINE OF DUTY INJURIES 23.1 Workers' Compensation Medical and Indemnity Benefits. To the extent required by, and subject to the limitations specified in, Chapter 440, Florida Statutes, the City will provide workers' compensation indem nity benefits to any bargaining unit member who sustains a compensable line of duty injury or illness as provided by the WorkersCompensation Law of the State of Florida. 23.2 Supplemental Salary 23.2(a) Any bargaining unit member who is disabled as a result of an accident„ injury or illness covered by Chapter 440, Florida Statutes, will be granted supplementary salary, subject to the terms and conditions set forth below. Supplemental salary will be paid in the form of a continuation of the bargaining unit member's regular paycheck as provided by Resolution No: 39802. This check will include those indemnity payments provided for under the Workers' Compensation Law. 23.2(b) 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. 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 Tentative Agree/next City Date 313 IS — Ns_ Union ,..)) Date the total of such benefits shall not exceed eighty (80) percent of the e ployee'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 clays. 23.2(c) Unless extended as provided below, supplementary salary will be granted for a period not to e coed 150 consecutive days from the date of covered accident, injury or illness. Such supplementary salary may be extended up to an additionally 60 consecutive days upon approval of the City Manager or his designee. The 150 days begin when the bargaining unit member is actually placed on "D", If the bargaining unit mernber is removed from "D," the non "I)" time will not apply to the 150 days period. 23.2(d) if en employee rem ains temporarily disabled beyond the period of time in which he is entitled to collect supplementary pay benefits, he/she shall be entitled to 2/3 "D" pay for the additional period of his/her temporary disability pursuant to current practices. 23.2(e) If an employee becomes permanently and totally incapacitated from the further performance of the duties of his/her classified position he/she shall petitionthe retirement board for retirement. The 2/3 "D" pay as described above shall be carried by the department until the retirement is granted or denied. 23.20 At any time during his/her absence from duty claimed to be the result of a line f duty injury while an employee is collecting City supplementary pay, the employee shall be required, upon the request of the City Manager, or his/her g 313(17 Tentative Agreernent: City _ Date designee, to sub it to a physical examination by a physician designated by the City Manager within fifteen (15) clays 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. 23,3 Deductions: In the event a bargaining unit nber receives supplementary salary as referenced in this Article, the City will make payroll deductions under the following terms and conditions: Deductions required by law, "mandatory deductions," including, hut not limited to, social security, withholding and Medicare, will be made automatically to the supplemental salary portion only. All non -mandatory deductions including, but not limited to, a bargaining unit member's pension contribution', medical2 life and other insurance contributions, and all other non -mandatory and voluntary deductions will be made by the City on the bargaining unit member's behalf only to the extent that sufficient funds are then available. The City will not make any non -mandatory and voluntary deductions if the combined workers' compensation benefits and supplementary salary are insufficient to cover the amount of the deduction(s). if there are not sufficient funds available!, the bargaining unit member will be responsible for making payments for the non -mandatory and voluntary deductions directly to those I The amount of the pension contribution shall be based on 'earnabe compensation" as defined by Miami Code Section 40-191 Tentative Agreement: City 313115‘ Date " Union j) Date providers and creditors who would have otherwise been paid through the City's payroll deduction process. The parties agree that this process is intended to provide the employee with these paychecks without interruption of payroll and, payroll deductions on a bi- weekly basis. Should the employee notify the City by contacting Risk Management that he/she does not want a combination of Workers' Compensation indemnity pay included with the supplemental wage for the purposes of making regular deductions, the Workers' Compensation check will be distributed. separately through the third party administrator and the City will only pay the supplemental wage ininus federally mandated deductions, i.e. withholding, social security and 'Medicare. All other non -mandatory deductions, including pension, medical, life and other insurance contributions and all other non -mandatory and voluntary deductions will not be made and the bargaining unit member will he responsible for making all payments directly to those providers and creditors who would have otherwise been paid through the City's payroll deduction process. For any reason, should any calculations or deductions made based on the above protocols result in the employee owing nioney to the City, Risk Management will audit the employee's, payroll process immediately upon the discovery of monies owed to determine why such arrearages occurred. The findings will be nediately brought to the attention of the employee and a resolution will be proffered and arrangements will be made to rectifyrectifSr monies owed. Tentative At2;reeinenl: Ci1y Unon 2 /21 ate No supplementary pay will be paid to any bargaining unit employee whom is injured or becomes ill while performing an act intended to injure or hurt one's self or another. 23.4 Any condition or i pair „,ent of health suffered hy employees in the classification of Identification Technician and Property Specialist caused by Acquired Immunity Deficiency Syndrome (AIDS), Hepatitis, Pulmonary Tuberculosis, or Meningococcal Meningitis shall he 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 and Property Specialist 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 other contagious diseases which may be contracted by employees. Furthermore, the presumption shall only he 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. 23.5 Nothing in this Article shall be construed as a waiver of the City's rights under applicable State law. Tentative Agreement: City Iic"1 Union Date - "2 23.6 Employees may utilize available leave balances in combination with medical hold provided that they report their intention to use their leave in accoidanco with the standard reporting protocols in their respective departments Tentative Agreement: City Date 3131 Union ARTICLE 24 WAGES 24.1 Effective January 1, 2015, a new step schedule will be implemented for bargaining unit members as set forth in the attached Appendix C. Under the new step schedule, each step increase will be worth five percent (5%) to the base. In fiscal year 2014-2015, bargaining unit inernbers will he placed on the new step schedule "13-1" on the closest step that is not lower than their existing :rate of pay, but if the hargaiina mit rnember's existing rate of pa v is higher than the maximum )f. the step schedule, he/she will retain his/her existing rate of pay. In addition, effective January 1, 2015. all bargaining unit members will receive a three percent (3%) across the hoard increase, and. the pay scale shall be adiusted accordingly, "I3-2". For fiscal years 2015-2016 and 2016-2017, respectively, bargaining unit members (except for those employees who will be in the classifications referenced in the paragraph belovcr) that are not at their maxi mstep will receive a one (1) ste_p increase on the first fullpay _period following October 1 of the fiscal year. Than, shall be ther step/anniversary. increases other than those enumerated. above during the term of this Agreement. Thereafter, effective September 30, 2017, bargaining unit members will be eligible for step increases upon a satisfactory evaluation in accordance with Article 19.1 and in accordance with the time delineated in Artick 24.4, below, Tentative .Agreement: City Date Union Date No later than June 1, 2015, an employee who successfully completes the recruitment/competitive process and is promoted to the classification of Senior Building., Mechanical, Plumbing3oofing, Elevator, and Electrical Inspector, and an employee whose classification is retitled to Builcling, Mecha ical. Plumbing, Roofing. and Electrical Inspector, and Elevator Inspectors and Chief Inspectors, will upon the effective date below receive an increase equal to the difference between their existing rate ofpay and no less than a ten percent (10%) increase to their base annual rate of pay as of December 31, 2014. The effective date for Senior Building, Mechanical, Plumbing, Roofing, Elevator, and Electrical inspectors shall be upon promotion to the new classification and for Buildin_g, Mechanical, Plumbing, Roofing, and Electrical Ins t r- and Elevator Inspectors and Chief Inspectors. the effective 'date shall be qpp n approval of the audit by the Director of Human Resources. In addition, employees in the classifications of Senior Building, Meshanical,_ "Plu bing, Roofing, Elevator, and Electrical Ins_pector, Mechanical, P,iumbingRoofjgnI Electrical Inspector, and Elevator Inspector and Chief Inspector will receive a five percent (5%) increase on the first full pay period following October 1 of fiscal years 2015-2016 and 2016-2017 re.sp_tctively. These five percent (5%) increases are_in lieu of the step increases in fiscal years 2015-2016 an.d 2,016-20'1.7 as set forth in the pD.ra.graph,_above, Thereafter, effective September 30_, 2017.,_ employees in the class] ications of Senior Buildiilg, Mechanical, Plumbing, Roofing .Elevator, and Electrical Inspecteq,_. Mechanical, Plumbing, Roofing, and Electrical Inspector, and Elevator Inspector Tentative Agreement: City Date Union)-t71 )ate and Chief inspector will be eligible for step increasesupon a satisfactory evaluation in accordance with Article 19.1 and in accordance with the time delineated in Article 24.4, below. lae-tn '..e€1-at-the that, cxeept-as--otherv4se--pf no increase—e-aiee-efialase-wages-ifer4he4 Between March 1, 2013 and-4a.ric 30, 2013; Before a perrnanent bargaining unit member is laid off, the eniployee shall have the opportunity to fill any position held by a temporary employee, provided the bargaining unit member meets the minimumrequirements set forth in the job description. In such cases, the temporary employee shall be displaced. Effective October 1, 1998, bargaining unit employees hirocl 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 All changes in salary for reasons of promotion, demotion, or working out of class, 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 cornmencement as a classified Civil Service position and shall satisfactorily serve a probationary period of one (1) year commencing with 'rentative Agreement: City Date tin (--)1 _Date) the date of entry into a permanently budgeted classification and prior to gaining permanent status in the classified service. 24.3 A night shift differential of 8.60 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. anci 8:00 a.m. Night shift differential will only be paid for hours actually worked during the night shift differential period and will not he paid for any overtime hours. Night shift differential shall not be used in calculating average earnings for pension purposes. 24.4 Bargaining unit members shall become eligible for a five percent (r%) one (1) step increase upon a satisfactory_ evaluation in accordance with 19.1 according to the table below: for -steps 2 throu-0-74--a-two-and one-half percent (2, iii%)-olle--(4)-ste nere as(4er-step Step 2 5% after one (1) ye.r at Step I. Step 3 5% after one (1) year at Step 2 Step 4 5% after one (1) year at Step 3 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Tentative Agreement: City 5% after one (1) year at Step 4 5% after one (1) year at Step 5 5% after one (1)vear at Step 6 after one (1) year at Step 7 5% after two (2) years at Step 8 5% after two (2)years at. Step 9 Date I Union 31IC • Step 11 5% after two (2) rrs at Step 10 Step 12 % after two (2) years at Step 11 Step 13 Step 14 E-rapleyeee Avail n e t Peee- g ate-11 e- Iploycc is net to he e r ed hy— beeoara e-l-i4ble for a -ern 170)—frft fetLyear's eixtcLe 1:5---year ib1 rof a° aflez € 2) years at Step 12 5% after two (2) years at Step 13 :ng this a•g eeinent: :loblunge. Tentative; Agreeme t: City .Date. c3 ; pro 4€ the d, howcv on -the dT*te of thee-ine race E4arg, g-unl-t--fneinberb shall e of i3-ve•pe-rccnt 43-P/ f. ear \ 2 Di 24.43 Bargaining unit employees whe-a-fe4ired on-er after Oetober47-49-84 shall satisfactorily serve a probationary period of one year prior to gaining permanent status in the classified. service. Any bargaining unit employee, upon nor ial 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. Tentative Agreement: City ARTICLE 25 PAY SUPPLEMENTS 25.1 Employees shall receive no additional pay supplements except as are specifically provided by this Agreement. Any pay supplements/tool allowance provided by this Agreement shall not be used in calculating average earnings for pension purposes or included. in a bargaining unit naember's base rate of pay for purposes of payoff of sick leave or vacation upon separation or retirement from the City. 25.2 Only those employees holding permanent status within the occupation of Heavy Equipment Mechanic eia-d-v4 . 'signed to the -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 onca11 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. 25.3 Those eniployees within the occupation of Cell' inicatioils-Operatev Emergency Dispatcher who are actively assigned the duty of training new COM mlicatalans--0-p-ea-tffs Emergency Dispatcherft_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 capacity by their supervisor. Should the City feel the need to have an audit performed for the purpose of deter -ling whether a separate training occupation is desirable, the Tentative. ,Agrecment: City _ Date 1) Union City may discontinue this plus item and assign said duties to the person or persons holding said Com unications Operator Trainer classification. 25.4 All Police Communications Operators Emergency Dispatchers, Commtmieatioas—Operator Supervisors Emergency Dispatcher Supervisor, Police and Communications Assistants Emergency Dispatch Assistants assigned to Police Communica-tions 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 after a period of three (3) months. 25.5 All Fire gemmunications 4eaters Emergency Dispatchers, one----4perato sops Emergency Dispatcher Supervisor:, Medical/Fire and the Communications Center Supervisor, Medical/Fire assigned to Fire Communications shall receive a five percent (o%) pay supplement if the emplo cc holds the National Academy- of Emergency Medical Dispatcher (NAEMD) certification in accordance with the Fire Department standards, 25.6 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/her QAP rating or the NAEMD certification, the supplementary pay shall cease. Upon re -qualifying for the QAP rating and thereafter maintaining the QAP rating for a period of three (3) months, the employee shall again receive the QAP pay. Upon and thereafter maintaining the NAEMD certification, the employee shall again receive the NAEMD pay. In no instance shall any individual Tentative Agreement: City Date Union LS fst 2.2J ate _ 3 receive both QAP and NAEMD pay supplements as specified herein at the same time, 25.7 Fire Garage Mechanics and Supervisors who obtain Emergency Vehicle Technicians certificates, shall receive a one percent (1%) pay supple ent for every two (2) licenses that mechanics and supervisors obtain and maintain, up to a maximum of five percent (5%) for holding a minimum of ten (10) approved licenses. All Department of General Services Administration fleet employees and supervisors who obtain Automotive Service Excellence (ASE) certification, shall receive a one percent (1%) pay supplement for every two (2) licenses obtained and maintained, up to a maximum of five percent (5%) for holding a minimuni. of ten (10) of the following licenses: Automobile Series Al; Engine Repair A2: Automotive Transmission Tr ansaxle A3: Manual Drive Train and. Axles A4: Suspension and Steering A5: Brakes A6: ElectricallElectronic Systems A7: Heating and Air Conditioning A8; Engine Performance Medium/Heavy Truck Series Ti: Gasoline Engines T2: Diesel Engines T3: Drive Train Brakes Tentative Agreement: City Date Union 5 ( T5: Suspension and Steering T6: Electrical/Electronic Systems T7: Heating, Ventilation & A/C T8: Preventive Maintenance Inspection Truck Equipment Installation and Repair Series El: Truck Equipment Installation and Repair Specialist E2: Electrical/Electronic Systems Installation and Repair E3: Auxiliary Power Systems Installation and. Repair Advanced Level Series LI: Automobile Advanced Engine Performance Specialist L2: Med/Hvy Vehicle Electronic Diesel Engine Diagnosis Specialist Tentative Agreement: City Ce Date 115 Union ARTICLE 26 SALARY BASMEXEMPT 26,1 Those classifications listed in Appendix A with a salary basis/exempt designation are considered salaried o ployees and exempt from coverage -under the Fair Labor Standards Act which precludes eligibility for overtime. 26.2 Salary basis/exempt employees are expected to work a pay rate equal to 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 are to be properly recorded when used. Personal Time Off (PTO) shall be granted consistent with Administrative Policy 1- 06. 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 that such time taken be recorded as Fro, 26.3 Requests for time off by salary/exempt 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. 20,4 PTO leave shall not be utilized in units of more than ne (1) week unless authorized by the City Manager, 63 7A City TA 1007 - - ARTICLE 27 OVERTIME/COMPENSATORY TIME 27.1 All authorized hours worked in excess of an eligible employee's normal work week shall be considered overtime work, Non-exempt/hourly employees shall not perform any work prior to their nor al work hours, during their lunch hour, or after their normal work hours unless specifically authorized by a management supervisor. 27.2 No -exempt/hourly employees performing compensable overtime work shall, at their discretion, be paid time and onehaf Ll%) 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 fifteen (15) minute increments. This overtime rate shall be all inclusive and no additional overtime pay shall be paid to thoSe employees working a holiday. 27.3 The maximum accumulation of compensatory time hours is one hundred (100) hours. If an employee takes compensatory time off, the hours in his/her bank shall be appropriately reduced by such time off. If an employee leaves the service of the City and cashes in his/her compensatory leave bank, the hours therein shall be valuated on the basis of the employees 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. TC1Itarive Agreclneat: City, Date 3 ILi& union 0 Date '7 27.4 Employees covered by this Agreement who 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 at their rate of pay prior to such appointment 27.5 Overtime will • distributed as equally as practical to the best ability of the Supervisor in charge among the employees within a division. of the City, who have completed their probationary period, by shift and classifications,. according to seniority within the, classification.. A new overtime list by classification wili 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. .27,6 Th.e overtime list by classification will be m,ade 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 callback overtime, if the employee does not answer his/her 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 .va.cation. or excused abs,enco. 27.7 As each overtime opportunity arises the City will move through the overtime list .untilit has offered the last employee on the list an overtime opportunity. Thereafter, the City wili move to the top of the list and begin with. the .most senior oyee on the overtime list. 'I [mind ve Agreement City Date Union0 Date LLL 27.8 The provisions of this Article do 61-Gefi not restrict the City's right to mandate 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. 27.9 If this method results in obviously inequitable distribution of overtime, the Director of Human Resources or designee and the Union UNION President will work out a method of correcting such inequity. Feutaive Agreement: City Union 3.")\-"f Date ARTICLE 28 GROUP INSURANCE 28.1—Gnwent crnpiycc—p-Ye ehall remain—sta-tus—ctuo until January —I, 2015. 28.12 Summary Plan Document The City and the Union 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 14-n4-e• 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. Life and Accidental Death and Dime ber ent (ADM)) The City agrees to pay $8.08 per all eligible bargaining unit member per pay period. to the 41-ien UNION to provide life insurance coverage in the amount of $35,000.00 and AD&D coverage in the amount of S70,000. Tile E.4ien 'LIMON, has secured a multi -year rate guarantee from the provider, Mutual of Omaha. The -T;n-ien UNION agrees to continue to secure life insurance and accidental death and dismemberment coverage for all the eligible bargaining unit Tentative Agreement: City Date 3(311S— Date members throughout the term of this contract and, agrees to provide policy and, docurnentation to the City at the City's request. Medical/Vision: The City currently offers medical, dental and vision benefit plans through a self -funded plan in which all bargaining unit members, upon obtaining eligibility, may enrollL, to wit: Medical/Vision Dual Choice/POS Dental D HM 0 , / DPPO - Guardian EAP Cigna Network Cigna Network Cigna Health Care ate It is agreed between the parties that as of January 1,:291,5 -2443, the City's medical plan will consist of a four tier program: Single coverage Single coverage + spouse 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 prennum 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 UNION, in order to validate any increase or decrease in theoretical premium. Tentative Agreement: City_ Date 131fS" As of January 1, 20153, (the beginning of the next 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: Plan Year 201504 Dual Choice/POS (Cost of coverage shown bi- weekly) Single $40.55 Single spouse $89.21 Single Children 875.01 Family 8115.56 Plan Year 20152013 and 2044: Point of Service Plan Co -Pays: Primary Care Physician: &AMC from $30,0 visit Specialists from within POS Network: from $75.00uren4.1y4 40.00 per visit 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 shouid actual operating claims and administrative costs, and reserve 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 cori ti ibuttons shall be adjusted to reflect the increase and shall be effective at the Tentative Agreement: City Date (311 Union LD $25.00 per )ate beginning of the Health Plan Year. Likewise, should the theoretical premiumpremiurn 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 incease contributions from the employee shall be capped at 15%. P re s crip tio n Drug_ Coverage The City currently offers a prescription drug benefit plan for those bargaining unit members enrolled in POS plans. It is a self -funded plan administered by Cigna FIealth Care and consists of the current benefit: Cigna Pharmacy Retail Drug Plan; $15 per 30 day 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, asthma). Cigna Tel Drug Mail Order Drug Program: $0 (no charge) per 90 clay supply for generic drugs $80 per 90 day supply for preferred brand name drugs Tentative Agreement: City Date__ 13 tir Unionc )ate c",3 ,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 artiiriLis, hepatitis C, multiple scierosis, asthma). Since prescription drug costs are a major cornponent of the health plan and are subject to significant annual cost increases, the City and the Sian 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 theIJnion UNION„ Dental: Dental premium rates 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 City's dental the empioyee 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. tatIve .Agreement: Date tinion ,—) ate Health Committee It is agreed that a standing committee wil 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, Local 1907, one member appointed by AFSCIVIE, Local 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 rnernber 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 i fed to: 'Obtain timely, accurate, and transparent reporting, with fulldisclosure, of all costs 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 andL use of their health Identify the impact of health improvement and disease managernent initiatives to decrease overall medical and drug costs. Tentative Agreement: City _ Date 13 (s- Date Identify members who would benefit from health improvement initiatives and institute programs to improve rnember's health. Evaluate and measure our pharmacy benefit total costs and fully assess the costs from our pharmacy benefit manager (PBM) vendor. Identify proven strategies to more effectively provide prescription benefits, and obtain vendor (PBI\'I) 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 situationssituat:ions concerning claims so long as the decision does not change or impact current benefits. This is intended to reduce the need for the grievance procedure; however,the bargaining unit member does not waive his/her right to file a grievance should the committee's remedy is not satisfactory to the employee. Review and update the Summary Plan Description (currenfly 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 a practicable to commence initiatives outlined above. Tentative Agreement: City Date 3 Union Dale Insurance Deductions by Payroll 28.2-3 The City shall continue to make available to the Unio. UNION a payroll deduction slot to purchase local 4Jiion UNION sponsored insurance programs, Upon receipt of appropriate authorization from employees, the City will make the designated deductions and forward. monies to the -1.4-aion 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 (10) for each addition, deletion, or modification to the individual deduction. The -I.-I-n4en 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 costs arising from any action taken or not taken by the City, its officials, agents and employees in executing this activity. The Director of IF,Inialoyee- Relations Hui an Resources or designee will advise the Union UNION of the deduction procedures that will be followed in the implementation and administration of this activity. Tentative Agreement: City Date (3115 Uniot ARTICLE 29 UNIFORMS AND SAFETY SHOES 29.1 In those classifications where the employer requires that the employee wear safety shoes, the City shall, effective the first full pay period following ratification of the labor agreement, issue allowance in the amount of One Hundred and Twenty -Five Dollars ($125.00) pair of safety shoes. 29.2 When, 5,00 for the purchase of an initial due to wear and tear or accidental job destruction, replacement pair of shoes is required, the City will grant up to an additional One Hundred. and Twenty -Five Dollars (31.25.00) $47,,5,00--for the purchase of another pair of safety shoes. This additional One '-un.drec. arid Twenty -Five. Dollars ...($125.00i $4-5,,40 shall only be provided when the worn out or damaged pair of shoes is turned. into the Department. The Department .Directer, or designee, shall determine when, in theirjudgment, a pair of salty shoes shall be 'issued on the basis of need and not onan automatic basis. Management reserves the right to provide safety shoes directly to the employee in lieu of the approval provisions. 29.3 Employees in those classifications required to wear safety shoes shall be subject to the ,loss of a days pay for eachday that the employee reports to work not wearing the required. safety .shoes. Action under this section shall not be grievable under the Grievance Procedure or appealable to the Civil Service Board. If a medical waiver is obtained stating that the employee is unable to wear safety Tentative Aqt ement City (41.4 Date Union (2) Date shoes, then the penalty stated above is not applicable. 29.4 Safety shoes shall not be worn by the employee when the employee is off duty. 29.5 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 e nployee purchases a pair of safety shoes whose quality is certified as acceptable by Management. 29.6 City furnished equipment ere 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 Depart ent. This includes, but is not limited to, gloves, boots, inclement 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 arid/or neghgence results in the loss, theft, or damage of the equipment. 29.7 Mechanics coverecl under this contract shall be provided with safety eyewear. Those bargaining unit members requiring prescription safety eyewear 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 City. "rental v 3 Agreement: City Date )Tin ion 0 ri Da te 16 ARTICLE 30 • TOOL ALLOWANCE 30.1 The City agrees to pay a quarterly tool allowance for Automotive Mechanic, Heavy Equipment Mechanics, Welders. and Auto Body Worker/Painter in the amount of One Hundred Dollars ($100.00) eighty-five-(4875,00)-Elellars-quarterly. Such tool allowance will be paid to the employee within the first fifteen (15) days after the close of the quarter. 30.2 Mechanics' tools, which are stolen due to vandalism or forced entry upon the employer's property, will be replaced upon proof of a policyreport and an itemized list of the tools stolen. 30.3 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 he hired in the various trades' classifications. The Department Director may grant a reasonable length of thne for any employee to acquire additional tools to meet the basic minimum tool al]owance hwentory. Employees whotse4e61-inventofy does- not-ineet-the-minimum-tn-d-r elow-who fail to meet the basic minimum tool list inventory; shall not receive a tool allowance. Tools may not be loaned to meet the basic inventory tool list. 30.4 The Department Director; or his -designee, shall provide a required ininimum list of tools for Automobile Mechanic & Motorcycle Mechanic, Heavy Equipment Mechanic, Maintenance Mechanic, Auto Body 8.); Painter, Welder, Machinist, Mason, Carpenter, Electrician, Lineman, Plumber, Painter, A.C. Mechanic, Sign Painter, Communication Technician, or any other classification not listed that the Department Director may feel is necessary to add. 30.5 The affected employees within the above -listed classifications shall submit an inventory of all their personal too1s, including the make and model of each tool, to their immediate supervisor outside the bargaining unit who will verify the list. The employee will maintain a copy of said inventory list, and a copy will be filed with the 01..w Department Director 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 -fly dagai=3 a quarterly tool allowance as provided under this Article. Submission of the inventory list of tools in excess of the basic minimum tool list shall be completed within sixty (60) days after ratification o f this Agreeinent. AFSCME Local 1907 Proposa 8-? -14 Tentative Agreement - Date: ( /Z-41`f City: AFSCME 907: ARTICLE 31 TUITION REIMBURSEMENT 31.1 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 accredited educational institutions, The policy governing the tuition reimbursement prograrn is intended to be flexible, with broad.discretion for approval reserved to the Department Director and the City Manager so as to insure on-the-job effectiveness of City employees. Tuition reimbursement shall net be subject to budgetary constraints, 31.2 Any full-time, permanent City employee shall be eligible to participate in the Tuition Reimburse ment Program. 31.3 All course work must be taken at or from an accredited college, university or educational institution approved by the City Manager or the Department of iiu:inan Resources designee. 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 un less otherwise noted in the course announcement and authorized by the City Manager or the Department of Human Resources designee. 31.4 Effective upon ratification reimbursement will be limited to books, lab fees, and tuition costs up to a maximum of 34,000.00 $100700 per calendar year, Tentative Agreement: City C. Date 1'5! Union r Date 31.5 To be eligibie for reirnbursernent, 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. 31.6 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 their department or the Human Resources Department. B. The employee must c mplete the application in triplicate and submit it to his/her 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 'o .)y 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 a.pplications not approved will be returned to the Department Director with the reason for rejection noted thereon. 31.7 In the event the employee resigns or is terminateci 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 'Fen atiye Agreement: City Date Union ate reimbursed to the City by the employee upon his/her ermination from the City through a deduction from his/her final paycheck. 31.8 Upon completion of the course work, the employee must submit his/her semester grade report together with the tuition fee receipt to his/her Department Director. The Department Director will submit the approved application for tuition reimbursement along with the employee's semester grade report to the Finance Department who shall then reimburse the employee for the City's share of the tuition reimbursement. The employee's Department Director will advise the Human Resources Department of the employee's saiisfactory completion of the course. Tentative Agreement: City__ Dat Union 2 J.Date .....) .3 ARTICLE 32 CALL BACK PAY 32,1 Any bargaining unit member eligible for overtime shall, if recalled to duty during off -duty hours, receive a minimum of three (3) hours phis 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, 32.2 It is not the intent of this Article or any other Article of this Agreement to provide pay for a bargaining unit member out on ill time or workers co ipensation to receive call-back pay, overtirne pay or straight time pay for taking the required physical before said employee may be released to return to work. 82 TA City lA 1907 ARTICLE 33 JURY DUTY/COURT APPEARANCE 331 Employees erving on jury duty shall be carried "JD" (Jury Duty) for actual working time lost when called to serve an jury duty. Such employees shall be paid at their regular hourly rate for all working time last up to forty (40) hours per week. Employees who work a regular shift between the hours of 1.1.: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. 33.2 In considerationcoxtsideration 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 histher 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 83 TA City TA 1907 have Jury Duty fees deducted for the first three days ofjuror service. Employees who serve more har three (3) days of Jury Duty shall have deducted from their paycheck a Jury Duty fee equal to that compensatiott paid to the employee by the State or County Court in his, jurisdiction. Any changes by the Courts in the above foesshall be reflected in the employee's paycheck as they occ Where Courts provide free parking for jurists, ernployees wffl not be reimbursedfor any parking receipts submitted while attending such courts, 33.3 Attendance in court in response to legal order or subpoena to appear and testilyin private litigation not in connection with an employee's official duty, but rather as an individual, shall be taken as vacation, compensatory leave, or leave of absence without pay. 33.4 When requests for appearances before the Civil. Service Board require witnesses, tho 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 tbo character of the employee on appeal before the Civil Service Board. 84 TA City TA 1907 ARTICLE 34 COMMENDATION PAID LEAVE 34.1 A department director, upon approval by the City Manager, or designee, may grant up to forty (40) hours of paid leave to any employee whose job performance is of such exemplary 01 heroic nature as to w , rant this special consideration. This Article shall not be subject to the grievance procedure or arbitration. 85 TA 1907 „„ ARTICLE 36 PA,RKING 35.1 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 at no cost to the employee while the employee is on duty. The City wilt not assume the cost of parking for those employees who may not desire to use the parking space provided by the City. Any questions ith regard to employee parking shall be reviewed and a determination made by the Department offluinan Resource de 'gne and shall be final and binding, 36.2 The Union President will meet and confer with the Department of fitunan Resources designee on parking concerns should the need arise and the Department of Human Resources designee will attempt to resolve said concerns consistent with, budgetary constraints. 86 TA City ARTICLE 36 BLOOD DONORS 36.1 Employees who volunteer as biood donors to contribute to on -site City supported Blood Donor Organizations as approved by the Department of Ruman Resources designee will be authorized the paid absence necessary to accomplish this purpose, The Blood Donor Organizations personnel will determine what amount of time the donor will need from the point of donation 414 ,u1qtil_they are released to go back to work 87 TA 1907 ARTICLE 37 VACATION 37.1 Vacations shall be taken by the last payrol 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 five hundred (2500) Ill TS of the previous year's credited vacation. Any excess vacation over the two five hundred (2500) hours allowed carryover shall be forfeited after January 1st and no exceptions to the maximum arryover allowance shall be permitted absent the express written approval of the City Manager. Bargaining unit members with unused accrued vacations hours in excess of two hundred (200) hours as of September 30, 2010, shall have those hours in excess of two hundred (200) grandfathered, and those employees with grandfathered hours over two hundred (200) hours shall be allowed to carryover up to a m ximurn of those hour S or to a maximum of five hundred (50Q) hours, whichever is greater,. from year to year. Employees who have been carried on full disability the entire previous year shall be paid for all excess vacation over fly two hundred (25 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 the Department Director or designee, any hours in excess of the t,.wo five hundred (2500) hours which would have been forfeited., shall be paid on or about January 1, at the employee's hourly rate of pay. 37.2 Vacation shall be accrued in accordance with the following chart: .11311c Tentative Agreement: City _ Date Union 1 Date - Years of Services Hours Accrue 1 5 years 94 hours 6 10 years 114 hours 11 - 15 years 134 hours 16 - 20+ years 174 hours 37.3 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: Hours Without Pay. 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 121..5 thru 1387 Hours 1388 thru 1560 Hours. 1561 thru 1733 Hours 1734 thru 1906 Hours rlentatiye Agreement; City D. 313115 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 annuat vacation accrual 10 months annual vacation a..ccrual. 11 months annual vacation accrual Union S Dabc 1907 thru 2080 Hours 12 months annual vacation accrual 37.4 Vacation leave must be requested twenty-four (24) hours in advance of use and shall be taken in increments of not less than one (1) 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 Director of Human Resources or designee. Upon an employee's retirement or separation from City service, the employee will be paid for those vacation hours credited and earned through the employee's separation d ate. 37.5 Vacation shall be calculated on actual service in the previous calendar year and shall onlybe taken after the completion of six (6 months of actual continuous service. Tentative Agreement: City Date ,e7 Union Date, ARTICLE 38 SECURITY OPERATIONS 38,1 The City and the .Unien UNION andi itc agents and rnerribers recognize there are assignments within the Miami Police Department where security of information is an absolute necessity. Therefore, the Chief of Police at his sole discretion may reject an employee to such assignment within the Miami Police Department when the Chief has reason to believe that there is potential for the Security of the Department to be compronaised. 38,2 Upon request of the Union. UNION President, the Department of Human Resources designee will review such denial of assignment. Said review will be final and the decision of the Department of Human Resources designee will be binding and not subject to any appeal procedure. 91 TA CityNi,Lz/STA 1907 S (PLEASE REFER TO THE 4126/2012 MEMORANDUM OF UNDERSTANDING FOR SECTION 39.11) ARTICLE 39 SICK LEAVE 39.1 The parties agree that care and discretion shall be exercised by Management and the Tj± n 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 i.mrnediat supervisor outside the bargaining unit or management designee may visit the home of the employee on sick leave with pay. In cases where Managem ent suspects that an e ployee is malingering, sick leave with pay shall not be granted. 39.2 Permanent bargaining unit employees may accrue ight (8) hours sick leave per month, provided that the employee is in pay status at least one hundred twenty (120) hours per rnonth to be utilized in not less than one (1) hour n ere ments 39.3 New hires will accrue sick leave in accordance with Section 39.2 above. However, no sick leave with pay shall be granted during the employee's first ninety (9)) working days. 39.4 To receive sick leave with pay, a bargaining unit employee st take steps to notify his/her irnrnediate supervisor or the person designated by the Department to receive such notice of illness within thirty (30) minutes of their Tentative AgrcemenU City 3(31 Date Union regularly scheduled time for work, exciu'cling the Fire and Police Depart wherein departmental rules will apply. It shall be the bargaining unit member's employee's responsibility to notify the Department designee each day the employee will be out ill within the time frames outlined above. 39.5 Bargaining unit members All emp 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 employees household. Said dependent member of the employee's household shall be Fruited to the employee's immediate family, The irnmediate family shall be defined as father, mother, sister, brother, husband, wife, domestic -partner children, fatherin-law, grandparents, spouse's/domestic partner's parents, grandparents, stepfather and/or stepmother. 39.6 In those instances where an ern. )loyee has utilized all their sick leave, they will be allowed to utilize vacation and/or compensatory leave for this purpose. Employees will be required to provide a doctor's excuse in these instances. 39.7 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 eo-ntr-aet k9igruLt,ed 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 Tentative Agreement: City - Date , ) Union r Date in nature and not on the prescribed Gity-DoethfLs list wili only require the employee to report to the Fluman Resources Department for clearance to report to work. 39.8 Bargaining unit employees who exercise normal retirement shall receive a cash payment equal to one hundred percent (100%©) of their unused accurnulated sick leave up to seven hundred and fifty (750) hours. Bargaining unit members with accumulated sick leave balances over seven hundred and fifty (750) hours as of September 30, 2010, will have theirbalances rn excess of seven hundred and fifty (750) hours grandfathered. Upon exercising nor al retirement bargaining unit members shall be paid for fifty (50%) of those unused grandfathered sick leave hours in excess of seven hundred and fifty (750) hours in their bank, 39.9 Employees who terminate employment with the City under honorable conditions shall receive a sick leave,ash payout as follows: More than 7, but less than 15 years of service 11/lore than 1.5 years of service 2,5%, up to 750 hours, or up to a maximum of their unused grandfathered sick leave hours in excess of seven hundred and fifty (750) hours. 50% up to 750 hours, or up to a maximum of their unused grandfathered sick leave hours in excess of seven hundred and fifty (750) hours. 39.10 Employees who are terminated shall not. receive compensatjon for unused sick leave upon separation of service or retirement. 39.11 A bargaining unit member's maximum sick leave carryover from calendar year to calendar yearshall not exceed seven hundred and fifty (750) hours Tentative Agreement: City Date _ or the number of unused accumulated sick leave hours in excess of the seven hundred and fifty (750) hours grandfathered as of September 30, 2010, and any hours accrued in excess of the maximum carryover in a given year are not permitted to be carried over by the bargaining unit member. Bargaining unit n embers with unused accumulated sick leave hours in excess of rnaximmn carryover at the end of the year shall be paid. for one hundred percent (100%) of the unused portion of their accumulated sick leave in excess of the maximum carryover, 39.12 Payoff for accumulated sick leave shall not be used to calculate average earnings for pension purposes. 39.13 Employees with ten (10) or more years of service who are laid off under honorable conditions naer ye-a-rs-of-se-r1Fico may repurchase sick leave for which they were paid off at the time of separation, subject to the following conditions: i) They are rehired within twelve (12) months from the date of their separation of-theii4ast-4ay-worke4. 2) They remit to the City an amount equal to their re-1.14-re hourly rate in their re ire d position multiplied by tie 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 thirty (30) days from of the date the employee returnsreturnsto the employ of the City woyk. Tentative Agreement: City Dat Union Date 3 3 r 3) If the buyback 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 -the employee was laid off. 39.14 In recognition of those employees who display perfect attendance in any one calendar year, the City will present the employee with a certificate of appreciation. There will be an annual drawing of fifty (50) employees by an individual selected by the Director of Human Resources or designee and, the ;:=Iniell'UNION President from the pool of eligible e ployees with perfect attendance. Each of the fifty (50) employees whose name is drawn shall receive, a. one hundred dollar ( 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. Tentative Agreement: City Date 3() [15— Uon Date e"- ARTICLE 40 TARDINESS 40.1 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). Approved pre -arranged time off shall not be considered an instance. Unexcused absences resulting in 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/her scheduled starting time, and provides an excuse that is acceptable in the sole discretion of Management, which shall not be arbitrarily or capriciously applied, the employee may elect to utilize vacation, compensatory time or sick leave. Election of vacation, compensatory time or sick leave for an excused tardiness shall be taken in fifteen (15) minute increments. An annual period shall be defined as a twelve (12) month period beginning with the occurrence of the employee's first tardiness instance. Management may, in its discretion, allow an employee to utilize vacation.-, conipensatory time or sick leave for a tardiness even if the tardiness is unexcused. 40.2 Employees shall be disciplined for instances of, tardiness in an annual period in accordance with the following schedule: Number of Tardy Instances Discipline Brd instance in annual period Written. warning 0th instance in annual. period Written reprimand 10th instance in annual_ period Three. (3) day suspension instalace in annual. period Fourteen (14) day Suspension 12th instance in annualannusi periodDismissal 97 TA 1907 Disciplines issued pursuant to the schedule shall not be considered for purposes of progressive discipline after the annual period expires. 40.3 Tardiness appeals shall only be appealable through the Grievance Procedure Article a.s set forth in the Agreement. Exceptions to the above schedules may be granted by the Director of Human Resources or designee, if the irldividual circumstances warrant such action. 98 TA City TA 1907 ARTICLE 41 FAMILY MEDICAL EAVE AND LEAVE T OUT PAY 41.1 Bargaining unit members e-mpleyees may request a leave without pay in accordance with the Family and Medical Leave Act of 1993, as amended. 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 grandparont, eligible deployment return from deployment rights or any other FMLA eh gib le event, Egeet-i-ve---upenr-ratitie atien-ef-the-lab e. • gFe Bemployees taking leave under the Family and Medical Leave Act (FMLA) shall be lniaited to a ninety (90) day FMLA. leave,_ or tiliventv-six (26) w rkweel FMTLA leave for the care of covered service lemberLin a 12-month neriod. An extension of an additional ninety (90) day °Cleave without pay may be granted upon request to the Director of Human Resources or designee as specified under Section 41.3 -40:3. Upon approval of such extension; the employee be required to pay the full premium amount for health ins arance covera ge. 41.2 Upon approval of the Department Director, with the approval of the City Manager or the Director of Human Resources or designee, a leave without pay may be granted, for the purpose of training or study calculated to i prove the quality of the employee's service to the City througli course work directly related to the employee's job for up to six (6) months. The request for leave ithout pay may be extended for an additional six (6) months upon the approval of the Departraent 5-- TA City _ 99 TA 1907 _;70,4 A., Director and approval of the City Manager or the Director of Human Resources or designee. Any bargaining unit employee requesting sad leave of absence shall be required to submit evidence of registration upon entering each quarter/semester of school. 41.3 Upon approval of the Department Director, with the approval of the City Manager or the Director of Human Resources - designee, a teave 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 af absence without pay is at the sole discretion of the City Manager or Director of Human Resources or designee and shall not be appealable to the Civil Service Board or the grievance procedure. 41.4 Bargaining unit employees who desire to take a leave without pay for any reason specified in this Article, excluding a serif).s health condition, must exhaust their vacation and leave banks prior to taking a leave without pay. A request for leave without pay for a serious health condition as provided under the Family and Medical Leave Act shall require the bargaining unit employee to use all sick and vacation banks prior to taking such leave. The usage of such leave time will not prohibit the employee from taking leave without pay as specified herein. 41.5 Bargaining unit employees who tale a leave without pay for any reasons specified in this Article shall not accrue TA City /2# 100 ave tinie. At TA 1907 he expiration of a 1eave 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. 41.6 The acceptance of another position or engaging in other employment by the bargaining unit employee while on a leave of absence without pay shall be deemed a voluntary resignation from the service of the City of Miami. 101 TA City ARTICLE 42 LABOR/MANAGEMENT PARTNER HIP COMMITTEES 42.1 A Departmental Labor/Management Partnership Co mittee may be established. in each department of the City of Miami. Said Committee membership shall include representatives from classified support staff (MIC), unclassified staff, executives and the AFSCME bargaining unit dues and norrdues paying members. 42.2 The Departmental Labor/Management Partnership Committee niay 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, senrice, communication and objectives of mutual concern, not involving matters which have boon or are the subject of collective bargaining between the parties, It is tinderstood, that these Departmental Labor/Management Partnership Committee meetings shall not be agreement between the City and AFSCME. used to renegotiate the labor decisions made by the Departmental Labor/Management Partnership Committee shall be by affirmative consensus. 42.3 'rile :Departmental LahorTh1anago»eut 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 participaLion of Committee members shall be determined by the Departmental Labor/Management Partnership Committee. The chairperson shall arrange for 102 TA Cl;:v TA 1907 minutes to be taken of each meeting and for the distribution of copies to each member of the Committee, the Jnian UNION President, and the City's Human Resources Director or designee. 1 3 TA 1907 Sti ARTICLE 43 BEREAVEMENT - DEATH IN FAMILY 43.1 Bargaining unit members Any-employcc cove -red -by thi xnay, 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. For purposes of this Article, T-the "immediate family" is defined as father, mother, sister, brother, husband, wife, domestic partner, children, father-in-law, mother-in-law, grandparents, spouse's/domestic_ partner's parents grandparents, grandchildren, stepchildren, stepfather and/or stepmother ancl 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 thirt3r (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 will result in the employee reimbursing the City for any days taken under this Article. Any employee found to have falsified his/her application for death in the family ("K" day) will be dismissed. 43.2 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 any other documentation that reflects the death and family relation a---newspat}e-r-a-eeett '-n-t-e-howing-t-he-deal-relfenchip of -the de eetised-t o loye an diar-other-ap .pp-ep-4a-te-er-iteria-- as deemed appropriate by the Department of Human Resources or designee, 'S1— Tentativnt; e AgreemeCity Date 11/5 Date 43.3 Bereavement leave is for attending a funeral or to attend to estate issues .in ..state of bereavement and must be taken within 45 da f the death of the family member. The Director of the Departmentoi designee, at his/her sole discretion, can make exceptions to the 45 da.y limit under truly unique circumstance, but the decision is final and cannot be appealed through the grievance procedure or any other forum. Mutative Agreement: City Dale 115' Resources or ARTICLE 44 MILITARY LEAVE 44.1 The City shall abide by the current provisions of the Florida Statutes, Sections 116 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 Res,erve, U.S. Naval Reserve, U.S. Marino 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 wider the provisions of this section shall not exceed seventeen (1?) days in any one calendar year unless other local, state or Federal laws which may be applicable grant additional time, 44.2 Requests for military leave shall he made to the Department of Human Resources designee as early as possible but at least two (2) weeks prier to the date such leave commences with proper orders attached. 44.3 Employees who take the military leave provided in this section shall be credited with that time on their seniority statua, in •the City of Miami Civil Service Records -Department of Human Resources, 106 TA Oftly TA 1907 ARTICLE 45 HOLIDAYS 45.1 The following days shall be considered holidays: New Year's Day Columbus Day President's Day VeteransDay Memorial Day Thanksgiving Day Independence Day Day after Thanksgiving Labor Day Christmas Day Dr. Martin Luther King's Birthday 45.2 Any additional holidays declared by official directive ofthe Gity Manager shall be added to the above list. 45.3 Employees performing work on any of the above holidays shall bo paid eight (8) hours holiday pay plus actual hours worked at 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 on the holiday. 45.4 All conditions and qualifications outlined in Article 27, 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 "0- rtime/Compensatory Time, shall not exceed one hundred (100) hours, 10'7 NiOr TA 1907 45.5 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 foiow the holiday. If an employee works at least seven (7) hours of his/her regular shift, the employee will either be charged one (1) hour from either his/her compensatory time or vacation leave bank, or carried in without pay status at the sole discretion of the supervisor. An employee who works at least seven (7) hours as described in this section shall be eligible for holiday pay. 108 TA City ' TA 1937 ev- ARTICLE 46 RESERVED 109 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 wiU be given, at time of hire, preference for employinent it order of domicile as follows: (I) City of Miami resident, (2) Miami -Dade County resident, (3) resident outside of Miami:Dade County, 11 0 TA If ARTICLE 48 TOTAL AGREEMNT 48.1 This Agreement, upon ratification, constitutes the complete and entire between 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 anager or the City Cominission during the life of this Collective Bargaining Contract. 111 TA 1907 S. r\lr--1 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 re, ainder 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 iiivalidated article, section or portion thereof as might be deferral:fled in accordance with Section 49.1 of this Article, 49,8 Notwithstanding any other provisions of this Agreement, the employer may take all actions necessary to comply with the Americans with Disabilities Act. 112 rA TA 1967 ARTICLE 50 SENIORITY 50.1 For purposes of this article, seniority shalt be defined as the most recent date of hire into a classification within the bargaining unit with the City unless otherwise agreed upon by the 3g--rfieli UNION President and the Director of Human Resources or designee. 50.2 Seniority shall only be applied in the assignment of days off in units with two (2) or more shifts. Seniority shall not be a prevailing factor for assignment or prornotion to a unit, section or division within a department. 50.3 Exceptions to the use of seniority as specified in 50.2 may occur 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 1-.1-nien- UNION, or when mutually agreed by the affected employees and management through the labor/management process. 50.4 Once every October shift assignments and days off will be rebid by seniority. Tentative Agreeineut City 1 C Unon Date ARTI CLE 51 LEAVE BALANCE PAY° 51.1 Exnployees electing to retire and upon separation will. receive payment of leave balances upon retirement as currently specified under this agreement. 1t4 TA 1907 ARTICLE 52 PENSION 52.1 The parties agree that for the term of this agreement the pension benefits and empioyee contributions of e rap loye e s covered by this agreement hired shall be as provided in the City of Miami General Employeesand Sanitation Employees' Retirement Trust Section 40-241 through 40-290, Miami City Code ("GESE"), as amended except as follows: 52.2 The parties agree that effective October 1, 2011, the GESE amortization periods will be revised to add 5 years to the existing amortization periods and change periods for future amortizations as follows: A. Plan benefit changes for active employees over 20 years (currently 15). . D. Plan benefit changes for retired empioyses over 15 years (no change). C. Assumption changes over 20 years (currently 15). D. Experience Gains and Losses over 20 years (currently 15). 52.3 Effective September 30, 2012 or upon implementation of this Article if later (the "effective date"), the following benefit change will be impleMented for all current empioyees hired before the ratification of this agreement who hav reached normal retirement eligibility, and for all future employees: The maxi 11 normal retirement benefit shall not exceed $8Q000 annually; provided, any Tentative Agreement: City Date e ployee who has an accrued benefit in excess of $80000 annually on the effective date shall retain that benefit, but shall not accrue any additional benefits after that date. 52,4 BACKDROP option. A backdrop benefit option shall be implemented on January 1, 2013. The Backdrop option shall replace the existing DROP program. Employees who have not attained. nora1 retirement eligibility as of the effective date or were not vested by October 1, 2010, and ali e ployees hired on or after that date, will be eligible for the Backdrop option, but will not be eligible for the DROP. Anyone eligible for the forward DROP as of January 1, 2013, renaains eligible for the forward DROP as it presently exists and anyone eligible for' the forward DROP as of January 1,201.3 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 nionthly benefit payable on the employee's actual retirement date (date of retire and separation from City employment) based on the benefit the employee would have received if he/she had left City employment and retired on an earlier date after attaining normal retirement eligibility (the Backdrop date"). In addition, an eligible employee who elects the Backdrop option will receive a lump SUITI 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 retirenient date (Backdrop period"), plus interest at the rate of 3% per year, compounded annualiy. An eligibleemployee may elect a minimum Backdrop period Tentative Agreement:Cliy Date (14 h. C Union Date .. of 1 year and maxirnum Backdrop period of up to seven years. An eligible employee who elects the Backdrop option rnust 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 form of be efit selected, (b) Employees are eligible to elect the Backdrop option after completing one year of creditable service following the normal retirement date. A Backdrop election must be made within 10 years after becoming eligible for normal retirement. The maximum Backdrop period is 7 years. Eligible employees who wish to elect the Backdrop option must provide written notification to the City at least 8 months prior to the employee's retirement date; provided a lesser notice period may be approved by the City Manager due to special circumstances. Bargaining unit meinbers will be eligible to revoke their Backdrop election one time, but within month of their election. However, :if a bargaining unit employee is granted a lesser notice period by the City Manager due to special circumstances, the employee will not be eligible for the one-time Backdrop election revocation,. Employees are not required to elect the Backdrop option. (c) All or a portion of the lump sum payment under the Backdrop option may be rolled over to an eligible retirement plan or IRA in accordance with federal law. 52.5 Eife-etive 414e-first- full-pay-feyiec-1-follawing -Oetebeig, 20 1L, the employee pension contribution shall be 10% Tentative Agreement: City Date 31.3 115 Unton If the back DROP is ever terminated, for any reason, the rights of all persons then in the DROP shall not be diminished or impaired. Additionally, if the back DROP is ever tenninated, 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 shall develop operational rules for the implementation of this provision. Tentative Agreement: City Dat 3 NI 5- Union ARTICLE 53 TERM OF AGREEMENT 53.1 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 Comm' ion 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 UNION representatives and the City Manager, shall become effective October 1, 2014 2012 or as set out below, whichever date is later. The Agreement shall continue in force and effect until 11:59 p.n., September 30, 2017 -2044, 53.2 On or before February 1, 20.17 2-0-1-2 the IJnion-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 (le items which they desire to 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. 53.3 On or before March 1, 2017 .2444' ., the City shall present the 44-h4en 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. 3141s- Tentative Agre merit: Date • Date 24 ?)12 53,4. Initial discussions shall thereafter, and no later than. April 1, 2017 -2044, be entered into by the City and the Un-ien-UNION. -5, f—this Agreement, Oct bcr 1---2.042--tkreLfgh 1-4, the City shall -not reduce- on-taincd Tentative Agreement: City Date 1311T Agreed to this day of , 201524421 by and between the respective parties through an authorized representative or representatives of the Union -UNION and by the City Manager. ATTEST: MIAMI GENERAL EMPLOYEES AFSCME LOCAL #1907, AFL-CIO ATTEST: ON THE PART OF THE CITY OF MIA I, MIAMI, FLORIDA CITY CLERK -lentative Agreement: City APPROVED AS TO FORM AND CORRECTNESS CITY ATTORNEY Date 13115— Union Date APPENDIX A Job Code Job Title Grade FLSA 1005 Mail Clerk 14.A Hourly 1006 Mail Clerk, Sr. 16A Hourly 1008 Clerical Aide 09.A Hourly 1010 Clerk I 1.2.A Hourly 1011 Clerk II 14.A Hourly 1012 Clerk III 16.A Hourly 1013 Clerk IV 20.A Hourly 1015 Transcriber 24.A Hourly 1017 Community Service Provider 18.A Hourly 1019 Police Typist Clerk 15.A Hourly 1020 Typist Clerk I 13.A Hourly 1021 Typist Clerk II 15.A Hourly 1022 Typist Clerk III 17.A Hourly 1023 Typist Clerk IV 19.A Hourly 1025 Secretary I 15,A Hourly 1026 Secretary II 17.A Hourly 1.027 Secretary III 19.A Hourly 1.028 Secretary IV 21.A Hourly 1031 Cis Desk Operator 18.A Hourly 1037 Interrogat Steno 19.A Hourly 1038 Police Transcriptionist 21.A Hourly 1040 Tech. Oper. Liaison 19.A Hourly 1042 Legal Services Aide 15.A Hourly 1052 Service Center Repre- Net 21.A Hourly 1054 Service Center Aide - Net 17.A Hourly 1058 Telecommunications Processing Aide 21.A Hourly 1060 Claims Representative 19.A Hourly 1070 Cust Service Rep I 1.7.A Hourly 1072 Cust Service Rep II 19.A Hourly 1073 Customer Service Representative III 21.A Hourly Job 1074 Cust Service Rep Sr 24.A Basis 1080 Client Support Services Aide 20.A Hourly Job 1082 Client Support Services Specialist 25. A Ba obsis j 1083 Client Support Services Supervisor 26.A Basis 1105 Cashier I 15.A Hourly 122 lir\ -Pro -1-0eie. 1,S Ck. C\16:71"c-7-Per\ C-1 -}, 11( CACI1 C CAS 5t or-) 'the, V-) ne 6.(yr.;_d(!_. (liji pe'v-cLO L_ ip 1106 Cashier II 17.A Hourly 1110 Account Clerk 17.A Hourly 1111 Payroll Clerk 19.A Hourly 1112 Payroll Aide 20.A Hourly Job 1113 Police/Fire Payroll Coordinator 25.A Basis 1114 Payroll Assistant 22.A Hourly 1116 Payroll Specialist 24A Hourly Job 1118 Project Accountant 26.A Basis 1119 Accountant 22.A Hourly Job 1120 Accountant Sr 25.A Basis Job 1121 Accountant Supervisor 28.A Basis Job 1126 Staff Auditor Sr 30.A Basis Job 1129 Staff Auditor Princ 30.A Basis Job 1132 Fiscal Administrator 33.A Basis 1140 Budget Assistant 22.A Hourly 1142 Debt Compliance Specialist 26,A Hourly Job 1145 Debt Services Coord. 28,A Basis Job 1145 Investment and Debt Supervisor 30.A Basis Job 1150 Risk Management Specialist 24.A Basis 1154 Group Insurance Aide 19.A Hourly 1155 Group Insurance Assistant 22.A Hourly Job 1157 Group Insurance Specialist 28.A Basis Job 1166 Budget And Financial Support Advisor 27.A Basis Job 1167 Budget & Financial Support Adv. Sr 29.A Basis Job 1170 Community Development Policy Coord. 29.A Basis 1201 Material Spec I -BC 16.A Hourly 1202 Material Spec II -BC 18.A Hourly 1203 Material Supvr-BC 25.A Hourly 123 1205 Stock Clerk I 14.A Hourly 1206 Stock Clerk II 16.A Hourly 1207 Storekeeper 19.A Hourly 1208 Materials Spec I-CR 16.A Hourly 1209 Materials Spec II-CR 18.A Hourly Job 1210 Procurement Spec Sr. 28.A Basis 1211 Procurement Asst 22.A Hourly 1212 Procurement Spec 25.A Hourly 1213 Materials Supv-CR 21.A Hourly 1214 Auto Parts Supvr 21.A Hourly Job 1215 Procurement Supv 33,A Basis 1216 Procurement Aide 19,A Hourly Job 1217 Procurement Card Administrator 25.A Basis 1220 Procurement Construction Specialist 25.A Hourly Job 1221 Procurement Construction Specialist, Sr. 28.A Basis 1224 Auto Pts Spec I 1.6.A Hourly 1225 Auto Pts Spec II 18.A Hourly Job 1240 Property Mgmt Representative 25.A Basis Job 1242 Property Mgutt Specialist 28,A Basis 1303 Human Resources Clerk 17.A Hourly 1305 Admin Aide I 2().A Hourly 1306 Admin Aide II 22,A Hourly Job 1307 Task Force Supervisor 24.A Basis Job 1309 Admin Asst I 25.A Basis Job 1.310 Admin Asst II 28.A. Basis Job 1311 Admin. Asst III 31.A Basis 1313 Human Resources Technician I 20.A Hourly Job 1314 Affirmative Action Specialist 24,A Basis 1316 Human Resources Technician II 22,A Hourly Job 1317 HR Specialist 24,A Basis 124 Job 1323 Human Resources Coordinator 25.A. Basis Job 1324 Pers. & Safety Off .26,A Basis Job 1329 Manag Anal Asst 24.A Basis job 1332 Tech. Operates Coord. 22,A. Basis Job 1337 Manag Oper Anal 26.A Basis Job 1341 Market Ser Coord .28..A Basis Job 1342. .Rsch & Devt Spec 28.A Basis Job 1343 Contract Compliance Analyst 27.A Basis Job 1344 Procurement Contracts Officer 29.,A Basis 1345 Fiscal Assistant 22A Hourly. Job 1347 Cable Comm. Assistant 24.A Basis 1348 Marketing Specialist 24.A Hourly Job, 1350 Marketing Supervisor 29.A Basis. Job 1352 Business Develop Sr 28.A Basis job 1354 Business Developer 26.A Basis Job 1356 Business Dev Supv 31,A Basis Job 1357 .Economic Analyst 26.A Basis job 1358 Supervisor Of Economic Research 30..A. Basis 1361 Employint Interviewer 1.7.A Hourly 1363 Info & Referral Aide 12..A Hourly Job 1365 Training Officer 26.A Basis Job 1366 Staff Atha Asst. .24..A Basis Job 1367 Staff Analyst 26.A, Basis 125 Job 1368 Staff Arilst Sr 28.A Basis Job 1369 Staff Analyst Prnepl 30.A Basis 1372 Customer Service Specialist 22.A Hourly Job 1373 San. Services Coord. 25.A Basis Job 1375 Job Training Specialist 25.A Basis Job 1376 Job Training Specialist, Sr 214 Basis Job 1382 Support Services Coor 31.A Basis Job 1384 Productvty Anal., Asst 24.A Basis Job 1385 Productivity Analyst 26.A Basis Job 1388 Legislative Coordinator 25.A Basis Job 1389 Records Systems Specialist 26.A Basis Job 1390 Special Projects Coordinator 20.A Basis Job 1392 Technical Support Analyst 27.A Basis Job 1395 Victims Advocate 28.A Basis Job 1397 Information Analyst 26.A Basis 1405 City Photographer 204 Hourly 1413 Promotion Assistant 12.A Hourly Job 1414 Public Rol Splst 29.A Basis 1419 Public Relations Aicle 19.4 Hourly Job 1420 Publicity Writer 25.4 Basis Job 1421 Public Rel Agnt 25,A Basis Job 1422 Public Info Ofcr 28.4 Basis Job 1427 Assistant To The Protocol Officer 25.A Basis 126, 1430 Special Events Agent 20.A Hourly Job 1431 Special Events 'Coordinator 25.A Basis Job 1436 Intergovmental Film Liaison 23.A Basis 1440 Legislative Services Representative I 19.A Hourly 1441 Legislative Services Representative II 22.A Hourly Job 1442 Legislative Services Representative III 25.A Basis 1505 Switchboard Opel' 14.A Hourly 1506 Information Clerk 14.A Hourly 1522 Camera Platemk 18.A Hourly 1523 Offset Press Opr 19.A Hourly 1524 Offset Press Opr Sr 21.A Hourly 1525 Duplicating Equip Op I 16.A Hourly 1526 Photolithographer 18.A Hourly Job 1527 Print Shop Supervisor 24.A Basis Job 1528 Print Shop Asst Supt 27.A Basis Job 1529 Print Shop Supt 30.A Bash 1530 Print Shop Helper 12.A Hourly 1531 Duplicating Equip Op Il 19.A Hourly 1533 Duplicating Equipment Analyst 22A Hourly 1535 Print Shop Estimator 19.A Hourly Job 1537 Prod Ctrl Spv 23.A. Basis 1540 Systems Engr I 26A Hourly Job 1541 Systems Engr II 30.A Basis 1542 Information Services Liaison 20.A Hourly 1543 Pc Hardware Repair Technician 23.A Hourly Job 1.544 Database Specialist(Sql Server) 32.A Basis Job 1545 Database Specialist (Oracle) 32.A Basis 1546 Pc Aide 17.A Hourly 1548 Information Technology Technician I 20.A Hourly Job 1549 Information Technology Technician, II 23.A Basis 1550 Information Technology Technician III 25.A Job 127 Basis Job 1551 Help Desk Supervisor 28,A Basis 1554 Computer Op I 20.A Hourly 1555 Computer Op II 22.A Hourly Job 1557 Computer Opr Supv 26.A. ;asis 1560 Programmer Asst 23.A Hourly Job 1562 Systems Programmer 29A Basis Job 1564 Web Developer I 26,A Basis Job 1565 Web Developer II 28.A Basis Job 1566 Programmer Jr 26A Basis job 1567 Programmer 28.A Basis Job 1568 Programmer Sr 30.A Basis Job 1571 Systems Maintenance Supervisor 32.A Basis Job 1572 Computer Opr Chf 32A Basis Job 1576 Systems Analyst Sr 32.A Basis Job 1578 Geographic information Systems Developer 29.A Basis Job 1582 Teleprocessing Coord 28.A Basis Job 1583 Geographic Information System Analyst 32.A Basis 1584 Data Librarian 20.A Hourly Job 1585 Geographic Information Systems Data Spec 28,A Basis 1586 Scheduler/Expediter 21.A Hourly Job 1588 Info Center Spec 30.A Basis 1602 Finance Accounting Assistant 22.A Hourly Job 1604 Finance Accounting Specialist 24. A Basisob 1606 Finance Accounting Analyst 26.A J 128 Basis Job 1608 Finance Accounting Analyst, Sr. 28.A Basis Job 1610 Finance Accounting Supervisor 30,A Basis 1624 Accounts Receivable Aide 19.A Hourly 1627 Asst Accts Receivable Supervisor 25.A Hourly Job 1629 Customer Service Supervisor 30.A Basis 1630 Capital Assets Aide 1.8.A Hourly 1635 Finance Revenue Collections Inpsector 22.A. Hourly Job 1637 Finance Revenue Collections Coordinator 25.A Basis 1808 Claims Account Specialist 22.A Hourly Job 1810 Claiins Adjustor I 22.A Basis Job 1812 Claims Adjustor II 24.A Basis Job 1820 Coll/Subrogation Spec 24,A Basis Job 2010 Survey Party Chief 24.A Basis Job 2011 Surveyor 30.A Basis Job 2012 Surveyor, Senior 33.A Basis 2013 Eng Tech I 18.A. Hourly 2015 Eng Tech II 20.A Hourly 2017 Eng Tech III 24.A Hourly Job 2018 Eng Tech IV 27,A Basis Job 2019 Construction Supervisor 31.A Basis 2020 Cadd Operator 24.A Hourly Job 2029 Street Lighting Eng I 27.A Basis Job 2031 Engineer I 27.A Basis Job 2032 Professional Engineer II 31.A Basis Job 2033 Professional Engineer III 33.A Basis 5 129 Job 2036 Environmental Engineer 33.A Basis Job 2038 Engineer II 29.A Basis Job 2040 Elec Engineer 33A Basis Job 2048 Architect I 26.A Basis Job 2049 Architect II 30.A Basis job 2050 Architect III 31.A Basis Job 2053 Landscape Architect 30..A Basis job 2054 Landscpe Arch Supv 31.A Basis Job 2056 Project Rep, 27.A Basis job 2060 Cable Tv Engineer 31A Basis 2 J.00 Bldg Roof Insp I 27.A Hourly Job 2101 Roofing Inspector, Sr 29.A Basis 2110 Bldg insp I 27.A Hourly Job 2111 Bldg Insp II 29A Basis Job 2112 Asst Bldg Official/Chief Bldg Inspector 33.A Basis Job 21.1e1 Bldg Insp III 30.A Basis Job 2116 Structural Engineer(plans Exam) 35.A Basis 2120 Elec Insp I 27.A Hourly Job 2121 Eled Insp II 29,A Basis Job 2122 Elec Insp Chief 32A Basis Job 2123 Etec Insp III 30.A. Basis 2130 Plumbing Insp I 27.A Hourly Job 2131. Plumbing Insp II 29.A Basis 130 2132 Plumbing Insp Chf 2134 Plumbing Insp 111 2140 Construction. Inspection Representative 2143 Environmental Compliance Specialist 2144 Environmental Compliance Coordinator 2145 Zoning Plans Processor 2149 Building Services Assistant IV 2150 Zoning Inspector I 2151 Zoning Information Specialist 2152 Zoning Inforrnation Supervisor 2153 Plans Processing Aide 2154 Plans Processing Specialist 2155 Code Enforcement hasp -Net 2157 Zoning Information Technician 2158 Mech Insp 1 2159 2160 Mech Insp 11 Mech Insp Chief 2161 Mechanical Inspector III 2165 Elevator Inspector 2170 Building Services Assistant I 2171 Building Services Assistant II 2172 Building Services Assistant HI 2176 Supv Permits & Rev 2178 Chief Code Enforc Off 2181 Cable Tv Tech Spec 2187 Business Tax Receipts Aide 2188 Business Tax Receipts Specialist 2190 Assistant Occupational License Supv 2192 Business Tax Receipts Supervisor 131 Job 32.A Basis Job 30.A Basis 16.A Hourly Job 27.A Basis Job 28.A Basis Job 29.A Basis 24.A Hourly 23.A Hourly 27.A Hourly Job 30.A Basis 19.A Hourly 30.A Hourly 24.A Hourly 22.A Hourly 27,A Hourly Job 29.z\ Basis Job 32.A Basis Job 30.A Basis 29.A Hourly 17.A Hourly 19,A Hourly 22.A Hourly Job 29.A Basis Job 31.A Basis 21.A Hourly 17.A Hourly Job 22.A Basis job 25.A Basis 30.A Job ' Basis 2195 Housing Quality Inspector 24.A Hourly Job 2196 Housing Quality Inspector, Sr 26.A Basis Job 2203 Graphic Designer,Senjor 26.A Basis 2204 Graphic Designer 24.A Holuiy 2205 Planning Ill I 19.A Hourly 2206 Planning 111II 22.A Hourly 2208 Planning Tech 24.A Hourly Job 2210 Park Plan Cord 29.A Basis 2214 Housing Spec Asst 23.A Hourly Job 2217 Archeologist 29.A Basis Job 2218 Historic Preservation Planner 29,A Basis 2219 Planning Intern 16.A Hourly Job 2220 Planner I 27.A Basis Job 2221 Planner II 31 A Basis Job 2222 Planner III 34A Basis Job 2224 Comm Dev Coord 32A Basis Joh 2225 Housing Spcl 26.A Basis Job 2226 Housing Spol Prnopl 31.A Basis Job 2227 Housing Spec Sr 28,A Basis Job 2228 Hsg Rhb Ln/O Sr 26.A Basis 2229 Housing Loan Officer 24.A Hourly 2230 Housing :MTh Est 23.A Hourly Job 2231 Hsg lthb Estim Sr 26.A Basis 2232 Soc Prg Analyst 22.A Hourly 2233 Soc Prg An Ast 20.A Hourly Job 2234 Soc Prg Anl Sr 25.A Basis 132 (,31 c Job 2235 Soc Prg An1Supy 28.A Basis Job 2237 Commty Dv Pt Supv 29.A Basis Job 2238 Special Funding Services Coordinator 26.A Basis 2239 Social Prog Coord Job 31.A Basis 2240 Hsg Rhb Ln/O Asst 19.A Hourly 2244 Hsg Rhb Estim .Asst 19.A Hourly Job 2250 Loan Specialist 24.A Basis Job 2252 Loan Program Manager 28.A Basis 3001 Laborer I 15. L Hourly 3002 Laborer II 16.L Hourly 3005 Laborer HI 17.L Hourly 3010 Labor Crew Ldr I 18.A Hourly 3011. Labor Crew Ldr II 22.A Dourly 3012 Public Wks Supv 28.A Basis Job 3014 Public Works Superintendent 31.A Basis 3022 Sani Supervisor 25.A Hourly Job 3025 Waste Col Supt Ast 2 8 .ili Basis 3026 Superintendent Of Solid Waste Job 30.A Basis 3104 Auto Eqp Op I 171 Hourly 3105 Auto Eqp Op II 19.L Hourly 3106 Auto Eqp Op III 21.L Hourly 3107 Auto Eqp Op IV 22.L Hourly 3301 Maint Mech Helper 17.A Hourly 3302 Maint Mechanic 20.A Hourly 3303 Maint Mech Supv 23.A Hourly 3305 Air Cond Mech 27.A Hourly Job 3308 Hvacr Supervisor 30,A Basis 8310 Electrician 27.A Hourly Job 3311 Elec Supervisor 30.A Basis 3313 Gen. Maintnc. Worker 17.A Hourly 133 3314 Gen Maint Rep-PntiMec 20.A Hourly 3315 Gen Maint Rep•Carpen. 21.A Hourly 3316 Gen Maint Rep-Electr/Air Cond. 23.A Hourly 3318 General Repair Maint Supv 23.A Hourly 3319 Electrical Lineworker Sr. 28.A Hourly 3320 Eiec Line Worker 24.A Hourly 3321 Elec Line Supv 29.A Hourly Job 3322 Plumber Supervisor 30A Basis 3324 Plumber 27.A Hourly 3326 Carpenter 21.A Hourly 3327 Carpenter Supv 23.A Hourly 3328 Mason 21A Hourly 3335 Painter 20,A Hourly 3336 Auto Body Wrkr/Pntr 22.A Hourly 3337 Painter Sign 21.A Hourly 3338 Painter Supv 23.A Hourly 3339 Auto Pnt/Bdy Shop Spv 24.A Hourly 3340 Pipefitter 19.,A Hourly 3341 Pipefitter Supv 22.A Hourly 3350 Welder 22.A Hourly 3360 Facilities Oper Wrkr. 16.A Hourly 3361. Facilities Oper Worker, Senior 20.A Hourly 3362 Facilities Oper Super 23.A Hourly Job 3370 Prop Maint Asst Supt 31.A Basis Job 3371 Prop Maint Supt 33.A Basis 3372 Pol Secuty & Fac Supv 21.A Hourly 3374 Police Fac Asst 19.A Hourly 3402 Fuel Fac Att 15.A Hourly 3404 Auto Mech Helper 17.A Hourly 3405 Automotive Service Writer 10.A Ho Ur ly 3406 Auto Mechanic 23.A Hourly 3407 Auto Mech Supv 25A Hourly 3408 Fuel, Fac Supv 21.A Hourly 3409 Heavy Eqp Mech Helper 18A Hourly 3410 Heavy Eqp Mech 24,A Hourly 3411 Heavy Eqp Mech Supv 26A Hourly Job 3420 Garage Asst Supt 29.A Basis 3452 Supt.- Garage Or Motor Pool 30A Job 1 34 Basis 3455 Fleet Management Representative 22.A Hourly 3638 Facility Maintenance Technician 20.A Hourly Job 3642 Facility Maintenance Manager 28.A Basis Job 3644 Utility Analyst 28.A Basis 4005 Custodian I 14.L Hourly 4006 Custodian II 15.L Hourly 4007 Custodian Supv 17.A Hourly Job 5017 Police Property Mgr 31.A Basis 5019 Identification Aide 16.A Hourly 5020 Police Comm Clrk 18.A Hourly 5022 Pol Prop Spec I 17.A Hourly 5024 Poi Prop Spec II 19.A Hourly 5025 Crime Scone investigator I 22.A Hourly 5026 Crime Scene Investigator II 26.A Hourly Job 5027 Forensic Investigations Supervisor 32.A Basis 5029 Latent Print Examiner Trainee 26.A Hourly 5030 Latent Print Examiner 30.A Hourly 5032 Latent. Print Examiner Supervisor 31.A Hourly Job 5035 Forensic Investigations Manager 34.A Basis 5037 Guard/Porter 06.A Hourly Job 5039 School Crossing Guard Supervisor 13.A Basis 5040 Public Service Aide 17.A Hourly job 5050 Professional Compliance Supv. 28.A Basis Job 5060 Police Records Supr 28.A Basis 5070 Crime Analyst I 22.A Hourly 5071 Crime Analyst II 24.A Hourly 5076 Prof Compliance Asst 19.A Hourly Job 5077 Prof Compl Rep 26.A Basis 5302 Fire Sfty Spec. Sr. 25.A Hourly Job 5303 Fire Sfty Spec.Supv 27.A Basis 5304 Fire Sfty Spec 23.A Hourly 135 cei) -613ifs- 5315 Fire Supplies Clerk I 14.A Hourly 5316 Fire Supplies Clerk II. 17.A Hourly Job 5318 Fire And Life Safety Education Coordinat 28.A Basis Job 5319 24.A Basis Job 23.A Basis Job 5323 Video Program Prod 28.A Basis 5403 Communicatjons Equip. Maint. Specialist 19.A Hourly 54,04 Comm Repair Wrkr 21.A Hourly 5405 Comm Tech 25.A Hourly 5406 Comm Tech Supv 27.A Hourly Job 5407 Comm Maint Asst Supt 30.A Basis Job 5408 Comm Tech Supt 33.A Basis 5410 Microwave Technician 25.A Hourly s413 Emergency Dispatch Assistant 20.A. Hourly 5414 Police Communications Records Custodian 22.A Hourly 5415 Emergency Dispatcher 22.A Hourly 5416 Cornrn Oper Spvsr 24.A Houxly 5417 Emd Quality Assurance Specialist 24.A Hourly Job 5418 Comm Center Supervisor,Medical/Fire 28.A Basis Job 5420 Tele Sys Dev Mgr 33.A Basis 5426 Telecommunications Technical Specialist 21,A Hourly Job 5432 VideopapherlEditor 23.A Basis 5436 Emergency Dispatcher Supervisor MIF 24.A Hourly 5510 Guard 13.L Hourly 5512 City Ranger 14.A Hourly 5515 Park Ranger 13.A Hourly 5520 Stable Attendant 1.7.A Hourly 5523 Stable Attndnt Supvr. 20.A Hourly 5529 Facility Attend 14.A Hourly 5530 Marinas Placa Att 13.L Hourly 5560 Jtpa Trainee 0G,A Hourly 6001 Golf Course Attendant 16.A Hourly 6003 Grounds Tender 16.A Hourly Fire & Life Safety Ed.Spec. 5320 Video Program Spec 136 6005 Park Tender I 17..A, Hourly 6007 Park Tender II 19.A Hourly 6010 Greenskeeper 18.A Hourly 6015 Tree Trimmer 16.A Hourly 6016 Tree Trim Crew .I.,dr 18.A Hourly 6017 Arborist 22.A Hourly 6020 Cemetery Sexton 20.A Hourly 6021 Parks Naturalist 23.A Hourly Job. 6022 Parks Naturalist Sr. 26A, Basis 6025 Nursery Tender 17A Hourly Job 6029 Beach Operations Supv 29.A, Basis 6035 Parks Supv I 18.A, Hourly 6036 Parks Supv II 22.A, Hourly Job 6047 Parks Recreation Coordinator .29..A. Basis Job 6048 Superintendent Of Maintenance, Assistant 31A Basis Job 6049 Parks Operations Coordinator 29.A Basis Job 6050 Parks Supt Of 31.A Basis. Job 6051 Superintendent Of, Parks, Assistant 31.A Basis job 6052 Athletic Coordinator 30.A. Basis Job 6053 Superintendent Of Parks 33A Basis Job 6054 Superintendent Of Recreation 33.A Basis Job 6055 Fac & Grds Tf Mg 26,..A Basis Job 6059 Asst Stadiums Manager 30.A„ Basis Job 6062 Marine Stad Mgr 27.A Basis, Job .6064 „Auditorium Manager Asst 25.A Basis Job 6065 .Auditorium Mgr 2.9.A, Basis 6067 Marinas Operations Supervisor 18.A Hourly 137 6068 Marinas Aide 16.A Hourly 6069 Marinas Assistant 21,A Hourly Job 6070 Marinas Manager, Asst, 28.A Basis Job 6071 Marinas Manager 34.A Basis Job 6080 Parks & Recreation Mgr I 23.A Basis Job 6081 Parks & Recreation Mgr II 26.A Basis Job 6105 Lifeguard (P/0) 17.A Basis 6107 Pools Supervisor 25.A Hourly Job 6109 Lifeguard Sr. (P/0) 19.A Basis Job 6110 Aquatic Program Planner 29.A Basis 6115 Irrigation Specialist 19.A Hourly Job 6118 Japanese Garden Specialist 29.A Basis Job 6119 Cult Affr Coord 29.A Basis Job 6120 Tennis Supvsr 19.A Basis Job 6121 Special Education Teacher 25.A Basis Job 6122 Education Initiatives Coorciinatoi 28.A Basis Job 6123 Program Coord. 31.A Basis Job 6124 Program Coml., Asst 27.A Basis Job 6125 Therapeutic Recreation Spec 25.A Basis Job 6126 Social Worker 22.A Basis 6127 Program Assistant 16.A Hourly 6128 Program Leader 22.A Hourly 5129 Program Specialist 19.A Hourly Job 6132 Golf Course Superintendent 20.A Basis 6135 Baseball Supv 20.A Job 138 Basis Job 6144 Gen Recreation Prog Planner 29.A Basis 6149 Rec Specialist 18.A Hourly 6151 Water Sports Inst 23.A Hourly Job 6152 Boxing Supervisor 22,A Basis Job 6156 Youth Pgm. Spec 25.A Basis 6160 Fitness Center Specialist 21.A Hourly 6161 Recreation Aide 08.A Hourly Job 6162 Recreation Asst Supt 29.A Basis Job 6164 Parks & Recreation Sery Coord 29,A Basis 6170 Events Specialist 24.A Hourly Job 6172 Special Events Supervisor 29,A Basis Job 6300 Day Care Admin 31.A Basis Job 6301 Day Care Adm Ast 25.A Basis Job 6302 Day Care Ctr Supv 25.A Basis 6303 Day Care Specialist 18.A Hourly 7017 Job Training Program Coordinator 33.A Hourly 7018 Vocational Counselor 22.A Hourly Job 701.9 Citzn Prgm Supv 28.A Basis 7020 Comm Invol Asst 19.A Hourly Job 7021 Comm Invol Spec 22.A Basis 7031 Sani Insp II 23.A Hourly Job 7032 Sani Insp Chief 26.A Basis 7035 Sani Insp 21.A Hourly 139 •1 A Co e Grade 1005 ail Clerk NEX 14.A 1010 Clerk I NEX 12.A 1011 Clerk il NEX 14.A 1012 Clerk Ill NEX 16,A 1013 Clerk IV NEX 20A 1015 Transcriber NEX 24,A 1017 ConimuntyServce Provider NEX 18.A 1019 Police Typist Clerk NEX 15.A 1020 Typist Clerk 1 NEX 13.A 1021 Typist Clerk II NEX 15.A 1022 Typist Clerk 111 NEX 17.A 1023 Typist Clerk IV NEX 19.A 1024 Legal Clerk NEX 18.A 1025 Secretary I NEX 15.A 1026 Secretary II NEX 17,A 1027 Secretary III NEX 19,A 1 1028 Secretary IV NEX 21.A 1031 Cis Desk Operator NEX 18.A 1037 Interrogat Steno NEX 24.A 1038 Police Transcriptionist NEX 21.A 1040 Tech, Oper. Liaison NEX 19.A 1042 Legal Services Aide NEX 15,A 1052 Service Center Repre- Net NEX 21,A 1054 Service Center Aide NEX 17.A 1058 1 elecommunications Processing Aide NEX 21.A 1060 Claims Representative NEX 19.A 1073 Customer Service Representative NEX - 21,A 1074 Cust Service Rep Sr EX 24.A 1080 Client Support Services Aide NEX 20.A 1082 Client Support Services Specialist EX 22.A 1083 Client Support Services Supervisor EX 26A 2105 Cashier I NEX 15.A 1106 Cashier if NEX 27.A 1110 Account Cierk NEX 17.A 1111 Payroll Clerk NEX 19.A 1112 Payroll Aide NEX 20.A 1113 Police/Fire Payroll Coordinator EX 25,A 1114 Payroll Assistant NEX 22,A 1116 Payroll Specialist NEX 24.A 1118 Project Accountant EX 26.A 1119 Accountant NEX 22.A 1120 Accountant Sr EX 25,A 1121 Accountant Supervisor EX 28.A 1126 Staff Auditor Sr EX 30.A 1129 Staff Auditor Princ EX 30.A 1132 Fiscal Administrator EX 30.A 1140 Budget Assistant NEX 22.A 1 41. Debt Compliance Specialist NEX 26.A 1145 Investment and De t upervisor EX 30,A 1 50 Risk Management speciallst EX 24.A 1154 Group Insurance Aide NEX 19.A 1155 Group Insurance Assistant NEX 22.A 1157 Group Insurance Specialist EX 28,A 1166 Budget And Financial Support Advisor EX 27.A 1167 Budget And Financial Support Advisor, SrEX 29.A 1 70 Community Development Policy Coord. EX 29.A 1201 Material Spec I -BC NEX 16.A 1202 Materiai Spec II- C NEX 18.A 1203 Materai Supvr-BC NEX 25.A 1205 Stock Clerk I NEX 14A 12 6 Stock Clerk II NEX 16.A 1207 Storekeeper NEX 19.A 1208 Materials Spec I-CR NEX 16.A 1209 Materials Spec If-CR NEX 18,A 1210 Senior Procurement Contracting Of icer EX 28.A 1211 Procurement Asst NEX 22.A 1212 Procurement Contracting Officer NEX 25.A 1213 aterials Supv-CR NEX 21.A 1214 Auto Parts Supvr NEX 21.A 1215 Procurement Supv EX 33.A 216 Procurement Aide NEX 19.A 1217 Procurement Card Administrator EX 25.A 1220 Procurement Constructon Specialist NEX 25.A 1221 Procurement Construction Specialist, Sr, EX 28.A 1224 Auto Pts Spec NEX 15A 1225 Auto Pts Spec 11 NEX 18,A 1240 Property Mgmt Representative EX 25,A 1242 Property Mgmt Specialist EX 28.A 1303 Human Resources Clerk NEX 17,A 05 Admin Akie NEX 20.A 1306 Admin Aide li NEX 22.A 1307 Task Force SupervisorEX 24.A 1309 Admin Asst EX 25.A 1310 Admin Asst II EX 28.A 1311 Admin Asst III EX 3 .A 1313 Human Resources Technician 1 NEX 20.A 1 14 Affirmative Action Specialist EX 24.A131 6 Human Resources Technician II NEX 22.A 13 .7 HR Specialist EX 24.A 1319 Personnel Specialist if EX 25.A 1323 Human Resources Coordinator EX 30.A 1324 Safety Specialist EX 26.A 1329 Manag Anal Asst EX 24.A 1 1332 Tech. Operatns Coord. EX 22.A 1337 Ma nag Oper Anal EX 26.A 1341 Market Ser Coord EX 28.A 1342 Rsch & Devt Spec EX 28,A 1343 Contract Compliance Analyst EX 27.A 1344 Procurement Contracts Officer EX 29.A 1345 Fiscal Assistant NEX 22.A 1347 Cable Comm. Assistant EX 24.A 1348 Marketing Specialist NEX 24.A 1350 Marketing Supervisor EX 29.A 1352 Business Develop Sr EX 28.A 1354 Business Developer EX 26.A 1356 Business Dev Supv EX 31,A 1357 Economic Analyst EX 26.A 1358 Supervisor Of Economic Research EX 30.A 1361 Employmt Interviewer NEX 17,A 1363 Info & Referral Aide NEX 12A 1365 Training Officer EX 26.A 1 1366 Staff AnIst Asst EX 24,A 1367 Staff Analyst EX 26.A 1 1368 Staff Anlst Sr EX 28,A 1369 StaffAnalyst Prncpl EX 30.A 1371 Hearing Boards Coordinator EX 28,A 1373 San. Services Coord. EX 25.A 1374 Hearing Boards Specialist NEX 22.A 1375 Job Training Specialist EX 25.A 1376 Job Training Specialist, Sr EX 21.A 1382 Support Services Coor EX 31.A 1384 Productivity Anal., Asst EX 24.A 1385 Productivity Analyst EX 26.A 1388 Legislative Coordinator EX 25.A 1389 Records Systems Specialist EX 26.A 1390 Special Projects Coordinator EX 29.A 1392 Technical Support Analyst EX 27.A 1395 Victims Advocate EX 28.A 1397 Information Analyst EX 26.A 1 1405 City Photographer NEX 20,A 1413 Promotion Assistant NEX 12,A 1414 Public Rel Splst EX 29.A 1419 Public Relations Aide NEX 19.A 1420 Publicity Writer EX 25,A 1421 Public Rel Agnt EX 27.A 1422 Public Info Ofcr EX 28.A 1424 Social Broadcasting Specialist NEX 25.A 1427 Assistant To The Protocol Officer EX 25.A 1430 Special Events Agent NEX 20.A 1431 Special Events Coordinator EX 25,A 1436 Intergovmental Film Liaison EX 23.A 1440 Legislative Services Representativel NEX 19,A 1441 Legislative Services Representative II NEX 22,A 1442 Legislative Services Representative III EX 25.A 1505 Switchboard Oper NEX 14A 1506 Information Clerk NEX 14,A 1522 Camera Platemk NEX 18.A 1523 Offset Press Opr NEX 19.A 1524 Offset Press Opr Sr NEX 21.A 1525 Duplicating Equip Op NEX 16.A 1526 Photolithographer NEX 18.A 1527 Print Shop Supervisor EX 24.A 1528 Print Shop Asst Supt EX 27.A 1529 Print Shop Supt EX 30.A 1530 Print Shop Helper NEX 12.A 1531 Duplicating Equip Op II NEX 19.A 1533 Office Equipment Analyst NEX 24.A 1535 Print Shop Estimator NEX 19.A 1537 Prod Ctrl Spy EX 23.A 1539 Computer Systems Supervisor NEX 30.A 1540 Systems Engr I NEX 26.A 1541 Systems Engr ll EX 30.A 1542 Information Services Liaison NEX 20,A 1543 Pc Hardware Repair Technician NEX 23.A 1544 Database Specialist(Sq Server) EX 32.A 1545 Database Specialist (Oracle) EX 32.A 1546 Pc Aide NEX 17.A 1548 information Technology Technician I NEX 20.A 1549 Information Technology Technician II EX 23.A 1550 Information Technology Technician III EX 25.A 1551 Help Desk Supervisor EX 30.A 1553 Information Systems Security Officer EX NEX 30.A 20.A 1554 Computer Op I 1555 Computer Op fl NEX EX 22.A 26.A 1557 Computer Opr Supv 1559 Applications Support Supervisor EX 34.A 1560 Programmer Asst NEX EX 23.A 29A 1562 Systems Programmer 1564 Web Developer I EX 26.A 1565 Web Developer II EX 28.A 1566 Programmer Jr EX 26.A 1567 Programmer EX 28.4 1568 Programmer Sr EX 30.A 1571 Systems Maintenance Supervisor EX 32.A 1572 Computer Opr Chf EX 32,A 1576 Systems Analyst Sr EX 32.A 1578 Geographic Information Systems Developer EX 29.A 1582 Teleprocessing Coord EX 28,A 1583 Geographic Information System Analyst EX 32.A 1584 Data Ubrarian NEX 20.A 1585 Geographic Information Systems Data Spec EX 28.A 1586 Scheduler/Expediter NEX 22.A 1588 Info Center Spec EX 30.A 5 5 Business AnaJyst EX 28.A 1596 Business Analyst Supervsor EX 32,A 1602 Finance Accounting Assistant NEX 22.A 1603 Senior Capital Assets nalyst EX 30.A 604 Finance Accounting Specialist EX 24.A 1605 Capital Assets Administrator EX 32,A 1606 Financial Analyst 1 EX 26.A 1608 Financial AnalystEX 28.A 1609 Senior Accounts Payable Anryst EX SOEA 1610 Senior Financial Analyst EX 30.A 1624 Accounts Receivable Ai NEX 19.A 1627 Asst Accts Receivable Supervisor NEX 25.A 1629 Customer Service Supervisor EX 30.A 1630 Capital Assets Aide NEX 18.A 1635 Finance Revenue Collections Inspector NEX 22.A 1637 Finance Revenue Collections Coordinator EX 25.A 1808 Claims Account Specialist NEX 22.A 1 10 Claims Adjustor EX 22.A 1 12 Claims Adjustor 41 EX 24.A 1820 C 11/ uhrogation Spec EX 24.A 20 0 Survey Party Chief EX 24,A 2011 Surveyor EX 30.A 2012 Surveyor, Senior EX 33.A 2013 Eng Tech NEX .A 2015 Eng Tech II NEX 20.A 2017 Eng Tech III NEX 24.A 4----- 2019 Construction CoordinatorEX 27.A 2020 Cadd Operator NEX 24.A 2029 Street Lighting Eng I EX 27.A 2030 Professional Engineer I EX 30.A 20 1 Engineer I EX 27.A 2 32 Professional Engineer 11 EX 31.A 2033 Professional Engineer III EX 33.A 2036 Envfronmental Engineer EX 3 .A 2038 Engineer II EX 29.A 2039 lUtility Engineer EX 29.A 2040 Elec Engineer EX 33.A 2048 Architect I EX 26.A 2049 Architect it EX 30.A 2050 Architect III EX 31.A 2053 Landscape Architect EX 30.A 2054 Landscape Arch Supv EX 31,A 2056 Project Rep. EX 27.A 2060 Cable Tv Engineer EX 31.A 2101 Roofing Inspector NEX 01.INS 2103 Senior Building Inspector EX 03.1NS 2105 Senior Plumbing Inspector EX 03.INS 2107 Senior Mechanical Inspector EX 03.INS 2109 Senior Electrical Inspector EX DUNS 2110 Bldginspl NEX 27,A 2111 Bldg Inspli EX 29.A 2112 Asst Bldg Official/Chief Bldg Inspector EX 33.A 2112 Chief Building Inspector EX 05.INS 2114 Building Inspector NEX 01.INS 2116 Structural Engineer(plans Exam) EX 35.A 2120 Elec Inspl NEX 27.A 2121 Elec Insp II EX 29,A 2122 Chief Electrical inspector EX 05.INS 2123 Electrical Inspector NEX 01.INS 2125 Senior Roofing Inspector EX 03.INS 2127 Senior Elevator Inspector EX 03.INS 2130 Plumbing Insp I NEX 27.A 2131 Plumbing insp it EX 29.A 2132 Plumbing Insp Chf EX 05.INS 2134 Plumbing Inspector NEX 01.INS 2140 Construction Inspection Representative NEX 17.A 2143 Environmental Compliance Specialist EX 27.A 2144 Environmental Compliance Coordinator EX 28.A 2145 Zoning Plans Processor EX 29.A 2149 Building Services Assistant IV NEX 24.A 2150 Zoning Inspector I NEX 23.A 2151 Zoning Information Specialist NEX 27.A 30.A 2152 Zoning Information Supervisor EX 2153 Plans Processing Aide NEX NEX 19A 30.A 2154 Plans Processing Specialist 2155 Code Compliance Inspector NEX 24.A 2157 Zoning Information Technician NEX 22.A 2158 Mech Insp 1 NEX 27.A 2159 Mech Insp II EX 29.A 2160 Mech Insp Chief EX 05,INS 2161 Mechanical inspector NEX 01.INS 2165 Elevator Inspector NEX 01.INS 2167 Chief Elevator Inspector EX 05.INS 2170 Building Services Assistant I NEX 17 A 2171 Building Services Assistant II NEX 19.A 2172 Building Services Assistant HI NEX 22,A 2176 Supv Permits & Rev EX 29.A 2178 Chief Code Enforc Off EX 31.A 2181 Cable Tv Tech Spec NEX 21.A 2187 Business Tax Receipts Aide NEX 17.A 2188 Business Tax Receipts Specialist EX 22.A 2190 Assistant Occupational License Supv EX 25.A 2192 Business Tax Receipts Supervisor EX 30,A 2195 Housing Quality Inspector NEX 24.A 2196 Housing Quality Inspector, Sr EX 26.A 2203 Graphic Designer, Senior EX 26,A 2204 Graphic Designer NEX 24,A 2205 Planning1111 NEX 19 A 2206 Planning 111 11 NEX 22,A 2208 Planning Tech NEX 24.A 2210 Park Plan Cord EX 29.A 2211 Environmental Resources Specialist' NEX 22.A 2212 Environmental Resources Specialist II NEX 24,A 2214 Housing Spec Asst NEX 23,A 2217 Archeologist EX 29,A 2218 Historic Preservation Planner EX 29.A 2219 Planning intern NEX 16.A 2220 Planner I EX 27.A 2221 Planner II EX 31.A 2222 Planner III EX 34.A 2224 Co mrn Dev Coo rd EX 32,A 2225 Housing Spcl EX 26,A 2226 Housing Spci Prncpl EX 31,A 2227 Housing Spec Sr EX 28,A 2228 Hsg Rhb Ln/0 Sr EX 26,A 2229 2230 iousing Loan Officer NEX 24.A Housing Rhb Est NEX 23.A 2231 Hsg Rhb Estim Sr EX 26.A 2232 2233 Soc Prg Analyst NEX 22.A Soc Prg An' Ast NEX 20A 2234 Soc Prg An1Sr EX 25,A 2235 Soc Prg Ani Supv EX 28,A 2237 Cornrnty Dv Prj Supv EX 29,A 2238 Special Funding Services Coordinator EX 26.A 2239 2240 2244 2250 2252 2972 10 3011 3012 Social Prog Coord EX 31,A Hsg Rhb Ln/0 Asst NEX 19.A Hsg Rhb Estim Asst NEX 19.A Loan Specialist EX 24.A Loan Program Manager EX 28.A Volunteer Coordinator 28,A hrF fel-1 - Labor Crew Ldr I NEX 18.A Labor Crew Ldr II NEX 22.A Public Wks Supv EX 28,A 014 Public Works Superintendent EX 31.A 3021 Assistant Heavy Equipment Specialist NEX 022 ni Supervisor NEX 23A 25.A 024 Recycling Coordinator 3025 aste CoI Supt As NEX 25.A EX 2 ,A 3026 301 Superintendent Of Solid Waste aint ech Helper EX 0.A NEX 17A 3 0 2 Maint Mechanic NEX 20.A Maint Mech Supv NEX 23A 3305 Air Cond Mech NEX 27.A Hvacr Supervisor X 30.A 3310 Electrician NEX 27.A 11 3315 Supervisor aint Rep-Pnt Gen 'nt Rep-Carpen, 3en Ma" t Rep-Electr/Air Cond, EX 30.A NEX 21.A NEX 23.A 3 17 General Maint. Repair Supv, Elec General Repair Maint supv Electrician NEX NEX 24.A 23.A NEX 2 .A 322 Plumber Supervisor EX 0.A 324 Plumber NEX 27.A 3326 Carpenter NEX 21.A 3327 Carpenter Supv NEX 23.A 328 ason NEX 21.A 3 3 Painter Auto Body Wrkr/Pntr Painter Sign Painter Supv NEX 20.A NEX 22.A NEX 21.A NEX 23.A Auto Pnt/Bdy Shop Spv 3340 Pipefitter NEX 24.A NEX 19.A 34 Pipefitter Supv NEX Weider NEX 22.A 3 60 Facilities Oper Wrk NEX 16.A 3361 Facilities Cper Worker, Seni NEX 20.A 362 Facilities Oper Supvr NEX 23.A 370 Prop Maint Asst Supt 371 lain p EX 31.A EX 33.A 372 3374 Poi Secuty & Fac Supv Police Fac Asst NEX 21.A NEX 19.A 3402 Fuel Fac Att EX 15.A 3404 Auto Mech Helper NEX 17.A 3405 Automotive Service Writer NEX 19.A 34 6 AL o Mechanic NEX 23.A 3407 Auto Mech Sup/ NEX 25.A 3408 Fuel Fae Supv NEX 21.A 3409 Heavy Eqp Mech Helper NEX 18.A 410 Heavy Eqp Mech NEX 24.A 3411 Heavy Eqp Mech Supv NEX 26A 3420 Garage Asst Supt EX 29.A 3452 Supt.- Garage Or Motor Pool EX 30.A 3455 Fleet Management Representative NEX 22.A 3456 Fleet Uaison NEX 20.A 3638 Facility Mantenance Technician NEX 20.A 3642 Facility Maintenance Manager EX 28.A 3644 Utility Analyst EX 28.A st 1 ' ," - - - :-i---..--- - '- - _ - -. - 4007 Custodian Supv NEX 17.A 5017 Police Property Mgr EX 3LA 501g Identfflcation Aide NEX 16.A 5020 Police Comm Clrk NEX 1 ,A 5022 Pol Prop Spec NEX 17.A 5024 Pol Prop Spec ll NEX 19.A 5025 Crime Scene Investigator I NEX 22.A 5026 Crime Scene Investigator I NEX 26.A 5027 Crime Scene investigations Supervisor EX 32.A 5030 Latent Print Examiner NEX 30.A 5 32 Latent Print Examiner Supervisor NEX 31.A 5037 Guard/Porter NEX 06,A 5039 School Crossing Guard SupervisorEX 13.A 5040 Public Service Aide NEX 17.A 5050 Professional Compliance Supv. EX 2 A 5060 Police Records Supr EX 28,A 5070 Crime Analyst I NEX 22.A 5071 Crime Analyst II NEX 24,A 5076 PrnfComplianceAsst NEX 19A 5077 Prof Compl Rep EX 26,A 5302 Fire Sfty Spec. Sr. NEX 25.A 5303 Fire Sfty Spec,Supv EX 27.A 5304 Fire Sfty Spec NEX 23A 5 . 5 Fire Supplies Clerk 1 NEX 14.A 5316 Fire Supplies Clerk 11, NEX 17.A 5 18 Fire And Life Safety Edu. Coord. EX 28.A 5 19 Fire & Life Safety Ed.Spec. EX 24.A 5320 Video Program Spec EX 23.A 5323 Video Program Prod EX 28.A 5403 Communications Equip. Maint. SpecialistNEX 19.A 5404 Cornm Repair Wrkr NEX 21,A 5405 Comm Tech NEX 25.A 54 6 Comm Tech Supv NEX 27.A 5407 Comm MaJnt Asst Supt EX 30.A 5408 Comm Tech Supt EX 33.A 5410 Microwave Technician NEX 25.A 54 3 Emergency Dispatch Assistant NEX 20.A 5414 Police Communications RecordsCustccflan NEX 22.A 54 5 Emergency Dispatcher NEX 22.A 5416 Comm Oper Spvsr NEX 24.A 5417 Emd Qutity Assurance Speciast NEX 24.A 5418 Comm Center Supervisor, Medical/Fire EX 28.A 5420 Telc Sys Dev Mgr EX 33.A 5426 T lecomrn nica ens Technical Specials NEX 21.A 5432 Videographer/Editor EX 2 ,A 5436 Emergency Dispatcher Supervisor, M/F NEX 24,A 5446 Emergency Dispatcher Supervisor, Police NEX 24.A ---- - - - - - - -Guard :,- _ '-' - , ' -4 - , ' NEX iSA 14.A 5512 City Ranger 5515 Park Ranger NEX 13,A 5516 Park Ranger Supervisor EX 24.A 5520 Stable AttendantNEX 17.A 5523 Stable Attendant Supvr. NEX 20.A 5529 Facility Attend NEX 14.A - 550- ' - arffasFaJtAtt, ' _NX 13A 5560 Jtpa Trainee NEX 06.A 6001 Golf Course Attendant NEX 16,A 6003 Grounds Tender NEX 16.A 6005 Park Tender I NEX 17,A 007 ParkTenderU NEX 19.A 6010 Greenskeeper NEX 18.A 6015 Tree Trimmer NEX 16,A 6016 Tree Trirn Crew Ldr NEX 18A 6017 Arborist NEX 22,A 6020 Cemetery Sexton NEX 20.A 6021 Parks Natura ist NEX 2 .A 6022 ParksNaturalist Sr. EX 26A 6025 Nursery Terider NEX 17.A 6029 Beach Operations Supv EX NEX 29.A 6035 Parks Supv 18.A 6036 Parks Supv 11 NEX 22,A 6047 Parks Recreation Coordinator EX 29.A 6048 Superintendent of Maintenance, Assistant EX 31.A 6049 Parks perations Coordinator EX 29.A 050 Parks Supt 0f EX 31.A 6051 Assistant Superintendent of Recreation EX 31.A 6052 Athletic Coordinator EX 30.A 6053 Superintendent Of Parks EX 33.A 6054 Superintendent Of Recreation EX 33,A 6055 Grounds & Tur Manager EX 26,A 6059 Asst Stad'iums Manager EX 30.A 6062 Marine Stad Mgr EX 27,A 6064 Auditorium Manager Asst EX 25,A 6065 Auditodum Mgr EX 29.A 6067 Marinas0perationsSupervisor NEX ' ,A 6068 MarinasAide NEX 16.A 6069 Marinas Supervisor NEX 21.A 6070 MarThas Manager, Asst. EX 28,A 6071 Marinas Manager EX 34.A 6080 Parks & Recreation Mgr EX 23.A 6081 Parks & Recreation Mgr I EX 26.A 6105 Lifeguard (P/0) EEX 17.A 6107 Pools Supervisor EX 25.A 6109 Lifeguard Sr.(P/0) EX 19.A 6110 Aquatc Program PlannerEX 29.A 6115 Irrigation Specialist NEX 19,A 6118 Japanese Garden Specialist EX 29.A 6119 Cult Affr Coord EX 29.A 6120 Tennis Supvsr EX 19.A 6121 Special Education Teacher EX 25.A 6122 Education Initiatives Coordinator EX 28.A 6123 Pro8ranl Coord, EX 31.A 6 24 Program Coord,Asst EX 27.A 6125 Therapeutic Recreation Spec EX 25.A 6126 Social Worker EX 22,A 6 27 Program Assistant NEX 16,A 612 Program Leader NEX 22,A 6129 Program Specialist NEX 19.A 6132 Golf Course Superintendent EX 20,A 6135 Baseball Supv EX 20,A 6144 Gen Recreation Pro g Planner EX 29.A 6149 Rec pecialist NEX 18.A 6151 Water Sports nst NEX 23.A 6152 Boxing Supervisor EX 22,A 6156 Youth Pgm. Spec EX 25A 6160 Fitness Center Specialist NEX 21.A 6161 Recreation Aide NEX 0 .A 6162 Recreation Asst ' ipt EX 29.A 6164 Parks & Recreation Sery Coord Event Specialist EX NEX 29,A 24.A 6 70 6172 Special Events Supervisor EX 29A 6300 Day Caro Admin EX 31,A 6301 DayCareAdrnAst EX 25.A 6302 Day Care Ctr Supv EX 25.A 6303 Day Care Specialist NEX i8.A 7017 Job Training Program Coordinator NEX 33.A 7018 Vocational Counselor NEX 22.A 7019 Citzn Prgm Supv EX 28.A 7020 Comm Invol Asst NEX 19.A 7021 Crirne Prevention Specialist NEX 22.A 7031 Sanilnsp II NEX 23.A 7032 Sani Insp Chief EX 26.A 7035 Sanlinsp NEX 21.A Pay Scale with 5% Steps and Ranges Increase tli t.t ;�•-u 19A rli s.stP i? 5.00% lyr 5.00% 10.62 13.56 14.24 14.95 20.03 21.03 22.08 5.00% 23.19 th 27A Oil 25.57 26 8 ©% 281,9r 29.60 33A 5.00% 35A 5,00% 21,03 5.00; 5.00% 12,30I 12.91 7 ' i1 3 }i1i 1 13.56 14.24 14.24 14.95 14.95 15.70 15.70 `ir''ills r34>i 19.08 NA MI 20.03' 21.03 20.03 21.03 22,08 23.19 #.d1i r4 ::i llhai 12.30 12.91 24.35 22.08 23.19, 24.35 25.57 26.84 23.19 24.35 34.26 35,97 37.77 "Ssa 1 7 41.64 45.91 48.21 45.91j 48.21 50.62 25,57 45.91 29.60 31.08 32.63 35.97 Mat 14,24 17.30 5,00% 14.95 15.70 19.08 21.03 22,08 32,63 35.97 37.77 7.7i 39.65 7 37.77 39.66 41.64 50.62 53.15 55.81 58.60 t:7��f'li;Fl 50.62 MINT 3 45.91 48.21 50.62 55.81 58.60 61.53 61.53 64.60 64.60 67.83 16.48 43,73 4t13 1 3;8 53.15 1�i1I �i�li_ 61.53 Attacheen 2©.03 22.08 24.35 32,63 45.91 48.21 74.79 78.53 74.79 78.53 Pay Scale with 3 Across -the EijibiitodromiL; ilaHliNfo0 07A 6111i10.01i11191 09A a rd 8.57 '40 [iiiIi11[1100 lyr lyr 5,00% 5.005 91111i1191n4 rt. 5.00% 5.00% 5.00% 4 11161i11,6111191,49g99191„,, 111P1619g014.7c111}:i119:19#1110 11113161:141049 .02 9? 10,42 10.94 fl IRIFIIHAPP* .45 9.92 10.42 11961110P141'91911044: 11,49 99111691510 iiii9911MOV. 11.49 12.06 12,67 13.30 12.67 aga-RWO EISHWO- 13A 5. QM 13.30 1396 14.66 15.40 15.40 iiii9611.101611:16111006!6:96614061..11611:6111114u1 5-00% 14.56 15.40 16.17 1111191111:t411911169111491 75 5. bbi,1111!204110:111.1! 115141169 6. 1:9199114, 19711111N9libla,9 6.97 mitonaNI MiMii104,70 5,00% it111111004111141%[hjaal 5,00% 23.88 11101:44:991:146911,...,, i19.1911i1?• 27A 5. 26,33 19111,00E9 1:6911;!Oik 1111i16110,10 29A 5.0 9. .:1011111911I119i4"11:1,1 idi1Hi1110 31A 5,0 32.01 6911VA1114:19411K 11'1' '1911191414 3 A asA 5.00% 1991FA11116:9191b:101.0%11:1191.1111i!!1.. 37A 5,00% 11111111:Mg1iiiii1lhnigo4 ti119111191M 20.63 9116911#00 21_66 66111J111U00[11d116611401=A-1111111i13l/r0119908 25.08 26.33 lyr 2yr 2yr 5.00% 6.00% 5.00% 1§41 6,10111111010 9111iHriliankEgilF[d4-40 N111115ii*FON 14_66 9116919'5940 16.17 16.97 17.82 ii91119911K491119111108b1 18.711 19_65 -!0 20,63 12.06 11111.1191911W 11;91110:1:110 13.96 14.66 14.66 15.40 5.00% 1911109a01d 91;,9001A0 969111N 16.17 4163111** 15.27 16.97 17.82 11169k1rAiM91111*- :01UNIMM 21.66 22.75 23,88 25,08 Tifilloota, 26,33 glitAtI1W44 d1l1raditg0; ;1[2,111thOR:0 1[11111fillOW R:0 11P10,Jt 23.88 27.65 29.03 29,03 W040* fkiVg1:00-,: MEI 01.1016911$311 :111119911119A,', 1 35.2937.05 6 11r,9119111W1111119W151 40.85 911i,i111119041 42,89 45.04 1111111141.1A1 47,29 49,65 49.65 52.14 54.74 rti1J16044'4 32.01 1191191:U01: 35,29 25.08 FON 04,5§:qithiEr;11-;10# 27.65 40.85 9119119'.14.0M9:11911110,:k 911991 /8.71 19,65 -2 A 5.00% 5.00% 16,17 16.97 21.66 1663111441..W 494Wit 20.63 21.66 22_75 23.88 011111i111111624 57,.;.3355911Hili6:.094 19619:J8k iginih, TO, jaa[2791495 20.63 21.66 23.88 25.08 1119196 -12 161961 22.75 23.88 25.08 30.48 11i19T:ikt11F1:111:91i0M 33.61 29.03 32_01 iim00.001iN119107;0 11111.MME51 ilii!!111F2A0 26.33 27,65 29,03 '11111191111111:10# 1111M010# 30,48 40.85 996900.9191691 1:11*,9 1'11' 91111'9' proS11.4.0..'01 trapig:, 20,63 ligai11040 29.03 30.48 35.29 37.05 1a161111994#0.1911111119101* 45.04 38.91 40,85 42.89 45.04 47.29 49.65 !!10:4A1006ARK;4A 42.89 911V1i 11114 '11-21.191911191111'"' IN1,1b!1[111 47.29 49.65 52 60.35 47,29 1101411111109160 IN-119114:0&5 63,37 54,74 i11106M0 191691410* 49.65 52,14 IOU 111110111MIA 57.48 oftijo%437 63.37 66.54 69.87 !1111::!-A(A$.4 77.03 91111116512,614 AdmiL,.„ 32.01 :691E010 52.14 69,87 :11M6111.0 33,61 ggigiirro 84.93 89.17 ANL ,SaTary Grade . Pay Rae,- tbiAe1AN Hourly ,,,,,-,R; n Mii& WeliiiISSOMOiltih Step 1 Step 2: ly,(4i1Biriiiiiajai.yoM:nppdtg Stews- , t0,:-.1i5m,dgik, $ 32.8630 . Step 4 . . Step 5 Step 6- Step.? MtiAnii,violmilimili ;u111iinAVIlm,[il41,,ipaVrii*N Step 8 . Step 43 Step 10 Eqii 741,j,l, VY,Olwill4:l,1.;,,o.,gairPjoii.,9.-1,[il4i' Step 11 Step 12 Step 13 , Step 14 Iiiiii,rii 1,4,10,111gfiliAtHirk 5 29,8077 $ 31.29 1 $ 341062 , ' 1, ' ,{1%irtjaM01' $78450,14 $ 361315 $ 38.0431 5 39,5.453 $ 41,8426 441397 5 46.2417 $ 48.5538 5 50.9815 $ 533306 5 56.2071 MOkatatilE06*044:1filiOROYEAtil 44%11A* $75,1 .54 -1E4; ' itfiV,i,ii, T=.',14:5:.ii : 17 L:Vii.§0.0.Ui ;$i5 1 $ 91394.58 Ttil*Niiai i;011 ...... iZ"' ae211U1 J$;!INaK,.,, ',Iitilai 14 q * ' J!''' ' :.:'1''''. '-'''A'-§51-tqiktell 041,"'14..: ""HM --,11' ' Raitii:ElladniWIM4A01141.11M-A44il A nual y $82897.57 $!ili!,4*$4 $ 87,04238 P.:1;![EIM-K4,-'I41,4illi.A4S1MML $68,200.08 1 571,610,03 WillIS:4 ' $ 9546434 5116,64536 — ITig!OLO011 5 100,762A8 1 5 10530036 $111,090,72 $122,477.68 $128,601.62 ,I Hourly l, r'..41r,*Aillaillll,VMORL:41.,lMil101 L LiintlidlittilthNigtigiitil[iiiliel 5 36,0673 $ 37,870'7 Naliaiibiii!ill:!ii $ 39,7642 ,4, !7:9-irlixiI-$:- ntialViglii[li Ir[inillia[dalgriliiDiliqnliir iTrilitOgfi$.iiii WiliMINME $ 50,75M At4Lbt45t02'eit 5.96thil[iliftiMIJMllinilM(4111.541113filfiliM $ 53.2878 $ 55.9522 I7: --fat iinitCOMFE' $ 587498 liggii-4§1V WIOMOr1140iiii'rrtiOtilijOilliPni .giuLlili,f[1311111!iili $ 68.0103 $ 41.7524 10-14__73I,..,,: $ 43,8400 A11; 42.0.: $ 46.0320 i-oi'.ii,:49Joi: $ 48.3336 ' A' $ 61.6873 s MEMORANDUM Of 'IJNl)ERSTA,NDINQ City of Mi trii & AFSCME, Local 1907 717,11is Memorandum of Understanding is entered into thisday of _ 2012, 'between the City of Miami ("City") and the •.,..tarm General Ernpl6yees„ American 'Federation of State„ County, and Mrmicipal Employees, 'Local 1007, (jointly "the, .Parties") to clarify the 2011-2012 collective bargaining agreement. a follows:. WliEREAS, the Parties mutually agree to clarity Article 4.1„, „Article 24.7 and. Article 39 of the existing CBA to reflect the intent of the Parties during collective bargainiu.g negotiations; ,and NOV THEREFORE, the Pnrties agree as follows: ARTICLE 4 ,— NIAN.AGE)IENT:Rl.,GTITS WIIEREAS,, Article 4 specifically 4.1 provides `The parties agree to a s't uset provlsion that begins at the ratification of this labor agreement whet cin any MC.11.1 that is no included with the labor agreement prior to the expiration of this agreement will be considered nufl and void., ." NOW THEREFORE,, the Pa:rties agree .tbat the .MOU's in,. existence .on. September 30, 2011 (attached hereto) shall he incorporated as oar:1, of the 2011-2012 collective ,nurgaining ,agreernent betweenthe parties. IL AR n CLE 24.7 — WAGES WIIEREAS, -.A.rtiele 24 specifically Artiele 24.7 provides "Bargaining unit employees who are assigned a 24-1Hlour Take Horne Vehicle and who reside, within the city Ilmits of the City of 'Miami shall .reiraburse the City $50 a morrth the benefit of the assi,gried. 24-4'Iour Taki,„ „Home Vehicle_ NOW THEREFORE, the Parties agree tfint:Bargaining unit employees who are assigned a 24-1-louT Vehicle and who reside within the city lhnits of the City of Mianii shall not reimburse the 'City 'for he 'benefit of the assigned 24-HourFake Heine WIIEREAS,Artiele 39 spccificaly Article 39„.11 provick,,:s "Bargaining unit mernbers with unused accumulated sick leave hours In excess of the; ,a1axirnum, .carryover at the end of the year .shall, 'he paid for one hundred percent (100%) of the unused portion, cf their azcamulated. sick leave in excess Of the maximum 'carryover,. NOW THEREFOR, the parties agree Bargaining unit members with unused accannulated sick leave hours in, excess of the maximum carryovern the end of the year' shall not be paid 'for any unlosed portionof their accumulated sick leave in excess of the maximum carryo'VCr., ON BEHAI 1 ., IF THE UNION: Anthony .,H,.atten President, AFSCME Local 1907. ON BEHALF oF TB.E. CITY: johrun lvfartu ez