HomeMy WebLinkAboutExhibitThe Public Is Our pedal Interest
April 10, 2015
Ms. Amy Klose
City Of Miami
Human Resources
Director
444 S.W. 2 Ave Suite 739
Miami, Fl. 33130
Dear: Amy;
Please be advised AFSCME Local 871 held a contract ratification vote on Ap it 9th 2015 by our
membership. The total number of votes cast were 105 of which 103 were "yes" votes and 2
were "nb" votes.
Thanks to you, your staff and negotiating team for all their support and we look forward to our
continued relationship between the Union and the City.
We are grateful of our agreement on contractual terms mutually beneficial to all parties involved.
r
C
Sincerely,
Joe Simmons Jr.
AFSCME Local 871
President
American Federation of State, County and Municipal Employees, AFL•CNO
700 S. Royal Poinciana Blvd., Suite 700 • Miami Springs, Florida 43166
(305) 651.601.7 • FAX (305) 051..1740 • : www.afscmefl.org
2014 CITY PROPOSAL —March 2015
AGREEMENT
BETWEEN
CITY OF MIAMI, MIAMI, FLORIDA
AND
FLORIDA PUBLIC EMPLOYEES 'COUNCIL 79,
AFSCME, AFL-CIO, LOCAL 871
October 1, 2014 2(040 September 30, 2017 2014
Tentative Agreement: City (e) Date li/3
Date
AGREEMENT
This Agreement, entered into this day of 2412, 2014,
between the City of Miami (hereinafter referred to as the "City") and the Florida Public
Employees Council 79, AFSCME, AFL-CIO, Local 871, (hereinafter referred to as the
"Union").
City
Un10I
Date J! 1b4(uuf
PREAMBLE
LE
WHEREAS, it is the intention of the parties to set forth herein the full
Agreement between the parties concerning terms and conditions of employment which are
within the scope of negotiations
NOW, THEREFORE, the parties do agree as follows:
City__
Union
D to el y
Article 1
RECOGNITION
Li. The bargaining unit is as defined in the Certification issued by the Florida
Public Employees Relations Commission on November 1, 2000, (Certification No. 1304,
Case No, RC-2000-032, EL-2000-037) which includes all the classifications listed in
APPENDIX A of this Agreement e - ceilueies -l-eliass+fi tierns°litatedl in PFl T3
this~Agre@rngnit. Any new classifications will be added pursuant to Chapter 447-FL,
Statute.
City Union
Date
(412,iliq
Article 2
.:REPRESENTATION OF `TIE MY
The City shall be represented by the CO Manager of s person designated in writing b}-E11e-
C-ifit saialoz-to-the-Vnion,. The City Manager .or designee. shall have .sole authority to conclude an
.Agreement on behalf of the City subject to ratification by an official resolution of the City Commission. It
is understood that the City representative or representatives are the official representatives of the City for
the purpose of negotiating with the :Union. Negotiations entered into with persons other than those as
defined herein, regardless of their position or association with the City, shall be deemed unauthorized and
shall have no weight or authority in committing or in any way obligating the City, Accordingly, the
Union, its officers, agents and bargaining unit members agree to conduct all business regarding wages,
hours, and terms and conditions of employment, with the City.Mana.ger or designee.
6
City
Unio
Date 1t1 y_
(W)r
2014 CITY PROPOSAL —March 2015
Article 3
REPRESENTATION OF THE TJNION
3.1. The bargaining unit shall be represented. by a person or persons designated in writing
to the Department of Human Resources Employee Relationsr-Leber Relations Division by the
Union President or designee. The person or persons designated by the Union President shall have
full authority to conclude an agreement on behalf of the Union, subject to a majority vote of
those bargaining unit members voting on the question of ratification. It is understood that the
Union President or designees are the official representatives of the bargaining unit for the
purpose of negotiating with the City. Negotiations entered into with persons other than those as
defined herein, regardless of their position or association with the Union shall be deemed
unauthorized and shall have no weight or authority in committing or in any way obligating the
Union. or the City. The Union President will notify the Department of Human Resources
Duple yee etations, Labor Relations Division in writing of any changes of the designated Union
representative.
3.2. For the purpose of meeting with the City to negotiate a collective bargaining
agreement, the Union shall be represented by not more than four (4) bargaining unit members
and not more than one (1) non -employee Union representative. The employee representatives
will be paid by the City for time spent in negotiations, with no loss of pay or emoluments but
only for the straight -time hours they would otherwise have worked on their regular work
schedule.
3.3. The Union President or designee will be allowed to meet with bargaining unit
members in the assembly room during the one-half (1/2) hour prior to "work call" on the
condition that the Department of .Solid Waste Director or his/her designee is advised one (1)
working day prior to 'the proposed meeting. The bargaining unit members have the right to meet
3/11,19
Tentative Agreement: City
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2014 CITY PROPOSAL, — March 2015
with the Union President or his designee on union business at any time daring the individual
employee's breaks. The Union President or designee shall not have access to the "work call"
premises and in all areasunless the conditions set forth in this section are met. It is agreed by the
parties the meetings referred to herein will not carry over beyond "work call" unless specifically
approved by the Director of the Department of Solid Waste or designee, nor shall they interfere
with Management's right to direct the workforce,
Tentative Agreement: City
Date �4/ Union Date
r1 r.1.l elc .4
IYLANAfililYOLLIINLITA
Tho Union agrooa that the City has and will oontint,to to retain, whether oxerciso.d of not, the
801e right to opor"ato tend manage 'its dTairs In all respects, t and the I>owors or iiuthority which the City has
not specifically abridged, delegated or modified by the oxpru&s provisions of this nl'e retained
by the City, The rights of tho) City, through its tnanllgemont 0111413, shrill Inoltldo, but shrill not b
liniltt d. to, the right to detormh►c the organization of City (-iovt rnmentt to determine the puI poso of oneh
of its caonstituont <lopnrtmonts; to exercise control and discretion over tilt) organization and otlloienoy of
operations of tho City; to sot standards for services to bo offered: to the public; to ciiroot ibo employees of
the City, including the right to assign work and ovvc;rtirtie,; to hire,. examine, oltnsify, promote, 'train or
retrain, transfer, tlssign or reassign (daily of t.vookly), and schedule employees in positions with the City,
to suspend, duniore, ciisoltarf o, or take other disciplintu'y nation against employees -for proper cause.. to
inetellSo, 1'e4tl00, change, niodlt , or alter tho composition and s1zo oldie »pork force. including the right to
i'cti vo employoen fern duties because of luck Of work, funds, of rl. material change In fiat duties or
organization of li department; to tlet.ernluo the 10Gtttl'011 ,n'tath0c3s, roans, and personnel by Nvilioh
7perati.t)ns are to bo conducted, including tllo right to dotornlino whether goods of Sc 'vices al'o to Ito
provided or. purchased to establish, modify, combine or abolish job chtssifioattons; to chnngo or elit'ni.nate
cxlsting mothntls, equipment or facilities; and to establish, i pluniont and maintain tto offeativo iinteron.t
security program,
4,2. The City has the,solo authority to dotoin'lino the purpose and mission of tho City, and 10
prepare and submit budgets to be adopted by the City Commission,
4,3, 'fitos, inherent t iltnnt011,11 functions, prerogatives and policy,makhft rights which the City
has not oxprossly modified or restricted by n 61)00140 provision of lhls. Agroi►,nont aro not In tiny way,
directly or indirectly, subject to the Grievance Prooeduro ooutnitted herein
City
Union
Date q
Arftei:o
M., "Strike" means do cone r°taad failure to report for duty, the ooncertod fibs nea of of npk yetis
from their positions, the ooneertod stoppage of work, the eoncorted submission of resignations, the
coaa;et`la tl abstinonco In whole or 111 purl by any group of employees A'otn. the full and 111lth1111
por1Pcrmenec of tlioir duties of employment with the City, partielpation In a deliberate and contorted
eouvsn of eondnut wh'tcrh adversely affects the services of the City, picketing or doi onstradng in
furlkieranre of a work stoppage, either during the tornt of or idler the expiration °f.a collective bargaining
atgreetatml,
Nolthcr the Union, nor atiy of its of Jeor's, agents and rnambars, nor any bargaining.firth
members, covered by this Atxroonlottt, will hl.altignto, 10o1110te, 81)o1i9or, engage in, or condone any strike,
a;ynrptttlay strike;, slowdown, 81ok5oot, eoneortcd ritolapago of work, p okoting In furtherance of a work
stoppage, or any other interruption of the operations of the City,
5, , 'Bach omployoo who holds at position with the Union 000uplos n position ofspeelal. trust and
responsibility in maintaining and bringing about compliance with this, Article and tho strike prohibition in
Chtaptcr 4I47,, Part i1, of the Florida Statutes, and the Constitution of tiie State of Ploridla, Article I, Section
Aeeorttlrit;ly, the Union, its officers, and other ropresontattvos agree that it Is tttctlr continuing obligation
and responsibility to maintain ooattpliance with this Article and the law, inoitrding their responsibility.
abide by the provisions of this Article and the law by remaining at v,�ork during any int:orruption web
may be Initiated by otltor,s; and their responsibility, In vat of bronoh of this Article or tiro law by ocher
employees anti upon rho rogtto t of the City, to encourage and direr t employees violating this Miele or
the Jim to return to work, and to disavow the strike„
A, Any or all employe es who violate any .provisions of the law prohibiting strikes or of this
Article may be dismissed or otherwise disc 1plitted by Ilto City, and any suoit action by fire City shaill not
flat prIevablo or arbitrable under the provisions of this Agrooniont or appealable to Civil Service.,
City Union ;G' r lywto „
5
Article 6
. DUES CHECK OFF
C.X. During the term of this Agreement, the City agrees to deduct Union membership dues, if any, in an
amount established by the Union AFSCMB Local 871 and certified in writing by an accredited officer to
the City from the pay of those employees in the certified bargaining unit who individually make such
request on a written check off authorization form provided by the City, Such deduction will be .made by
the City when other payroll deductions are made and will begin with the pay for the first full pay period
following receipt of the authorization by the City. The Union AFSCIVIE Local 871 shall advise the City of
any change in dues in writing at: least thirty (30) days prior to its effective date,
6.2. This Article applies only to the deduction of membership dues, if any, and shall not apply to the
collection of any Union fines, penalties, or special assessments.
6.3, Deductions of dues, if any, shall be remitted by the City during the week following each biweekly
pay period to a duly authorized representative as designated in writing by the Union, The City shall
deduct from the remittance an amount for the cost of dues check off. The amount will be calculated at two
($.02) cents for each employee deduction, each payroll period, and ten ($,10) cents for each addition or
deletion to the check off register.
6.4. In the event an employee's salary earnings within any pay period, after deductions for withholding,
Social Security, retirement, group health insurance, and other priority deductions, are not sufficient to
cover dues, it will be the responsibility of the Union to collect its dues for that pay period directly from
the employee,
6,5. Deductions for Union dues shall continue until either ; (1) revoked by the employee by providing the
City and the Unionwith thirty (30).,-days written notice that he/she is terminating the prior check off
authorization {the thirty (30) days notice shall commence on the day the clues cancellation request is
City
Union
Date
mailed by the City to the Union], (2) the termination of the authorizing employee, (3) the transfer,
promotion, or demotion of the authorizing employee out of the .bargaining unit, or (4) unit decertification
occurs.
6
6.6, The Union shall indemnify, defend and hold the City, its officers, officials, agents and employees
harmless against any claim, demand, suit or liability (monetary or otherwise), and for all legal costs
arising from any action taken or not taken by the City" ,its officials, agents and employees in complying
with this Article, The Union shall 'promptly refund to the City any funds received in accordance with this
Article which are in excess of the amount of clues which the City has agreed to deduct.
6.7. The Dues Check off Authorization Form provided by the City shall be used by
employees who wish to initiate dues deduction,
City Union
Date ‘7127A
2014 CITY PROPOSAL— March 2015
Article 7
GRIEVANCE PROCEDURE
7.1. A grievance is defined as a dispute involving the interpretation or application of the
specific provisions of this Agreement or disciplinary actions beyond a written reprimand, except
as exclusions are noted in other Articles of this Agreement.
7.2. A grievance shall refer to the specific provision or provisions of this Agreement that
are alleged to have been violated, Any grievance not conforming to the provisions of this
paragraph shall be rejected and considered conclusively and irrevocably abandoned. Oral and
written reprimands/warnings/deficiencies shall not be considered grievable under this .A.greement
or the Civil Service Board. The grievance procedure set forth herein is only available to
classified permanent employees.
7.3. Nothing in this Article or elsewhere in this Agreement shall be construed to permit
the Union to process a grievance on behalf of any employee without the employee's consent, or
to permit either the Union or an individual employee to process a grievance with respect to any
matter which is the subject of a grievance, appeal, administrative action before a governmental
board, commission or agency, or court proceeding brought by an individual employee or group
of employees, or by the Union. The parties agree that any complaint specifically regarding the
interpretation or application of the Civil Service Rules and Regulations is only reviewable under
the procedure currently set forth in Rule 16, Civil Service Rules and Regulations, and not under
this Grievance Procedure. A request for review of complaints under Civil Service Rules 16.2
and 17 may only be made by employees with permanent status. Such reviews will be denied
where the request does not cite the specific Civil Service Rule which is the basis of the
complaint; where the issue is a matter suibject to collective bargaining or where the request for
Tentative Agreement: City
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Union , .qh Date
2014 CITY PROPOSAL - March 2015
review or investigation is received more than 30 days after the incident in question or knowledge
thereof,
7.4. It is further agreed by the Union that employees covered by this Agreement shall
make an exclusive election of remedy at Step Two of the Grievance procedure or prior to
initiating action for redress in any other forum. Suoh choice of remedy will be made in writing
on the form to be supplied by the City. Should such election of remedy not be filed, the Union
and the member agree and understand, that the grievance would be conclusively abandoned with
no other recourse or appeal to Civil Service, 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 an agency or court
proceeding, Any selection of redress, other than through the Grievance Procedure contained
herein shall preclude the aggrieved party or parties from utilizing said Grievance Procedure for
adjustment of said grievance.
7.5. To simplify the Grievance Procedure, the number .of "working days" in presenting a
grievance and receiving a reply shall be based upon a 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 net advance to the next higher
step of the Grievance Procedure unless the Union -advances he-g ce. Time lirnits can only
be extended by mutual agreement of the Union and Department of Solid Waste Director or the
Director of Department of Human Resources Employee -Relations or designee. Such agreed to
extensions shall be followed up in writing,
7.6. Grievances shall be processed in accordance with the following procedure:
Step 1.
Tentative Agreement: City
Datet(f,3
Union
Date ,111. 31,
2014 cI'ry PROPOSAL -March 2015
The aggrieved employee shall discuss the grievance with the employee's immediate
supervisor outside the bargaining unit within seven (7) working days of the occurrence which
gave rise to the grievance, The Union representative shall be notified on all grievance meeting(s),
Failure of the Union representative to attend shall not preclude the meeting from taking place.
The immediate supervisor shall review the matter and shall verbally respond to the employee
within seven (7) 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 and the City, it
shall be presented directly at Step 3 of the Grievance Procedure, within the time limits provided
for the submission of a grievance in Step 1 and signed by the aggrieved employees or the Union
representative on their behalf. The Election of Remedy form as provided in Section 7,4 of this
article shall be completed and attached to grievances presented directly at Step 3, Should such
Election of Remedy not be filed, the Union and the member agree and understand, that the
grievance Would be conclusively abandoned with no recourse or appeal to Civil Service.
Step 2
If the grievance has not been satisfactorily resolved at Step 1, the Union may pursue the
grievance by a written appeal to the Department of Solid Waste Director within seven (7)
working days from the time the Step 1 response was issued or due (whichever occurs first). A
facsimile transmittal is an appropriate means of notice for processing the grievance pursuant to
Article 7 throughout all steps as long as it is followed tip with hard copies and/or originals 3 days
before the hearing date. Otherwise the grievance andJor administrative proceeding would be
conclusively abandoned.
Tentative Agreement: City
Date LfP3 Union ,, Date
2014 CITY PROPOSAL — March 2015
The Department of Solid Waste Director shall meet with the Union representative and
shall respond in writing to the Union within seven (7) working days from receipt of the written
grievance,
Step 3
If the grievance has not been satisfactorily resolved at Step 2, the Union may present a
written appeal to the Director of Department of Hurnan. Resources Employee Relations. or
designee within seven (7) working days from the time the Step 2 response was issued or due,
(whichever occurs first). Department of Human Resources Employee -Relations or designee shall
hold a grievance hearing within seven (7) working days from receipt of written appeal with the
Union representative and shall respond in writing to the Union within ten (10) working days
from the date of the hearing.
Steno
If the grievance has not been satisfactorily resolved within the Grievance Procedure, the
Union may request a review by an impartial arbitrator provided such request is filed in writing
with the Director of Department of Human Resources Employee Relatiains,- er Relations
Di —vision -no later than fifteen (15) working days after the Director of Department of Human
Resources Employee —Relations or designee's Step 3 response was issued or due (whichever
occurs first).
7.7. All grievances must be processed within the time limits herein provided unless
extended by mutual agreement in writing between the department and/or the Department of
Human Resources Employee -Relations, Labor -Relations -Division and the Union. Any grievance
not processed in accordance with the time limits provided above shall be considered conclusively
abandoned,
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2014 CITY PROPOSAL — March 2015
7.8, The parties to this Agreement will attempt to mutually agree upon an independent
arbitrator. If this cannot be done, one will be selected from a panel or panels to be submitted by
the American Arbitration Association (AAA) or the Federal Mediation and Conciliation Service
as agreed to by the parties. Any issue of timeliness of the grievance will be addressed in a
separate, arbitration to be held before the arbitration on the merits of the case. The parties agree
that the arbitrator who decided the timeliness issue will not be selected to hear the case on the
merits.
7.9. The arbitration shall be conducted under the rules set forth in this Agreement and not
under the rules of the American Arbitration Association or the Federal Mediation and
Conciliation Service as agreed to by the parties. Subject to the following, the arbitrator shall have
jurisdiction and authority to decide a grievance as defined in this Agreement, All issues of
arbitrability shall be decided by the arbitrator except as, otherwise noted in this contract. The
arbitrator shall have no authority to change, .amend, adcl to, subtract from or otherwise alter or
supplement this Agreement or any part thereof or any amendment thereto. The arbitrator shall
have no authority to consider or rule upon any matter which is stated in this Agreement not to be
subject to arbitration or which is not a grievance as defined in this Agreement, or which is not
specifically covered by this Agreement; nor shall this Collective Bargaining Agreement be
construed by an arbitrator to supersede applicable laws in existence at the time of signing this
Agreement.
7.10. The arbitrator may not issue declaratory or advisory opinions and shall confine
himself exclusively to the question which is presented to liim, which question must be actual and
existing.
7.11. It is contemplated that the City and the Union mutually agree in writing as to the
statement of the matter to be arbitrated prior to hearing; and if this is done, the arbitrator shall
Tentative Agreement, City
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2014 CITY PROPOSAL -- March 2015
confine their decision to the particular matter thus specified. In the event of failure of the parties
to so agree on a statement of issue to be submitted, the issue will be framed by the arbitrator at
the time of the hearing.
7.12. Each party shall bear the expense of its own witnesses of the arbitration including,
court reporters and of its own representatives. The parties shall bear equally the expense of the
impartial arbitrator, and the transcript of the arbitration hearing, The City agrees that the union
has no obligation to represent or file grievances on behalf of non -dues paying members,
However, should any individual employee, not being represented by the union, bring a grievance
under this Article, the employee shall be required to post a bond of an estimated one-half of the
expenses of the hearing with the arbitrator before the hearing may be scheduled, This in no way
relieves the union of their obligation to pay the above stated fees, when the union files a
grievance up through arbitration on behalf of a member,
'7.13. 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 unless the arbitrator needs more time and shalt be final and binding on both parties.
Tentative. Agreement: City
D ate t l 5 Unioi " D ate '1 le
Article 8
NOTICES
8.1, The City of Miami agrees to provide to the Union the following notices or bulletins: City
Commission Agenda, the Solid Waste Department draft budget to be presented to the City Commission,.
the Solid Waste Department final departmental budget and any other notices, bulletins, or material which
the City Manager or designee determines would affect the terms and conditions of employment of the
members of the Union, Such notices and estimates will be available for pickup by a Union representative
at the City of Miami's Department of Employee Relations Human Resources, Labor Relations Division,
Tentative Agreement City
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2014 CITY PROPOSAL —March 2015
Article 9
ATTENDANCE AT MEETINGS/EMPLOYEE UNION TIME POOL
9.1. Only one employee Union representative shall be allowed to attend regular meetings
and special meetings of the City Commission, the Civil Service Board, the Equal Employment
Opportunity Advisory Board and the Pension Plan Board on City time. Time off for the
employee Union representatives or any other bargaining unit employee to attend other meetings
will be in accordance with Section 9,2 of this Article.
9.2. A Union Time Pool is hereby authorized subject to the following:
A. Each fiscal year, the City agrees to provide a cumulative time pool bank of 3,000
hours to be used in accordance with the provisions of this Article and any and all
hours heretofore banked are to be considered rolled over at the end of each fiscal
year.
13. The Union President shall complete the appropriate City provided form to request
authorization from the Director of the Department of Solid Waste for an employee
to use time from the Time Pool. This form shall be signed by the Union President
and forwarded to the Director of the Department of Solid Waste for approval, The
Director of the Department of Solid Waste shall forward the approved form to the
Supervisor of the employee who is to use such time, The form must be processed
so that a copy shall be in the Office of the Department of Solid Waste Director a
minimum of seven (7) calendar days prior to the time the employee requests such
leave. A copy shall also be forwarded to the Department of Human. Resources
Employee-R-elutionsa Labor--Rel ns-Division.. It 'is understood on rare occasions
the seven (7) day time limit may not be met. The 'Union President or designee
then shall forward a detailed explanation to the Department of Solid Waste
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2014 CITY PROPOSAL — March 2015
Director as to why the seven (7) day rule was not met, and copy the Department
of Human Resources Employee elationsr hahor-- elatio-ns Division.
C. • Employees shall be released from duty on pool time only if the needs of the
service permit, but such release shall not be unreasonably denied. If an employee
cannot be released at the time desired due to the needs of the Department of Solid
Waste, the Union may request an alternate employee be released from duty during
the desired time.
D. Only one (I) bargaining unit employee shall be released to attend meetings
requested by the City unless management authorizes additional bargaining unit
personnel.
E. In reporting an employee's absence as a result of utilizing the Union Time Pool,
the daily attendance record shall reflect: (Authorized Leave) "Employee Doe on
AL".
F. Any injury received or any accident incurred by a bargaining unit member whose
time is being paid by the Union Time Pool, or while engaged in activities paid by
the Union Time Pool, shall not be considered a line -of -duty injury, nor shall such
injury or accident be considered to have been incurred in the course and scope of
the bargaining unit member's employment by the City of Miami within the
meaning of Chapter 440, Florida Statutes, as amended.
G. Upon written request to the Department of Solid Waste Director, the employee
Union President, or designee, will be released for the term of this Agreement from
regularly assigned duties for the City, The terms of this Agreement for such
release are only to be implemented if the following qualifications are met by the
Union:
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2014 CITY PROPOSAL — March 2015
1. The Union President, or a designee, will be reasonably available through
the Union offioe currently located at 700 South Royal Poinciana
Boulevard, Suite 700, Miami Springs, FL 3316699 N.W. 183-Street; Suite
22'1 Mi-am-i, FL 33169 or as may be otherwise advised in writing, for
consultation with the Management of the City of Miami,
2. As provided in Section 9.1 of this Article, only the employee Union
President or a designee shall be released to attend meetings.
3. The Time Pool will be charged for all hours during which the employee
Union President is on off -duty release except that .absence due to use of
vacation leave, compensatory leave, or sick leave will be charged to the
employee's leave accounts, Employees conducting Union business or
attending meetings shall not have that time counted as hours worked for
purposes of overtime or compensatory time.
9.3. All applicable laws, rules, regulations and/or orders shall apply to any person
released under the terms of this article, Violations of the above -mentioned laws,. rules,
regulations and/or orders may subject the employee to disciplinary actions.
9.4. The City reserves the right to rescind the provisions of this Article in the event any
portion of this Article is found to be illegal, Canceling the Article shall not preclude further
negotiations of future employee pool time.
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Article 10
SPECIAL MEETINGS
10.1, The City Manager, or designee, and. the Union agree to meet and confer on matters of interest upon
written request of either patty. The written request shall state the nature of the matter to be discussed and
the reason(s) for requesting the meeting, Discussion shall be limited to matters set forth in the request,
and it is understood that these special meetings shall not be used to renegotiate this Agreement. Special
meetings shall be held within fifteen (15) working days of the receipt of the written request and shall be
held between 8:00 a.m. and 5:00 p.m., at a time and place designated by the City. The Union shall bo
represented by not more than five (5) persons at special meetings. One (1) of the employees shall be the
person on full time release.
10.2. Release of an employee from scheduled work assignment for the purpose of attending a special
meeting shall be made in accordance with ARTICLE 9, SECTION 2, of this Agreement. However, if the
meeting is canceled by the City Manager or designee, no charge shall be made to the employee time pool
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Article 11
LABOR/MANAGEMENT COMMITTEE
There shall be a Departmental Labor/Management Committee established in the Solid Waste Department
of the City of Miami. Said Committee membership shall include representatives from management and
bargaining unit members.
11.1. The Departmental Labor/Management Committee shall meet at least every two (2) months, and
such meetings shall be scheduled during normal business hours, The purpose of these meetings will be to
discuss health and safety issues, quality of work -life, productivity, service, communication and objectives
of mutual concern, not involving matters which have been or are the subject of collective bargaining
between the parties, It is understood that these Departmental Labor/Management Committee meetings
shall not be used to renegotiate the tabor agreement between the City and the Union. All decisions made
by the Departmental Labor/Management Committee shall be by affirmative consensus and shall be
forwarded as recommendations to the Department of Solid Wasto Director, The Department-af Solid
Waste Director will provide the Union President and committee members with a written response
outlining what actions will be taken if any by the department to the issues that were discussed by the
committee within fifteen (15) working days unless the time frame is mutually. extended by both parties.
11.2. The Departmental Labor/Management Committee meetings shall be conducted on an informal basis
with the selection of a chairperson to be determined by the members of the Committee. Length of
participation of Committee members shall be determined by the Departmental Labor/Management
Committee. The chairperson shall arrange for minutes to be taken of the meeting and for the distribution
of copies to each member of the Committee, Union Business Manager and the employee Union
representative and the City's Labor Relations Officer, The minutes will also be made available at the
Department of Employee Relations, Human Resources Labor Relations Division for review. However
anything related to health and safety shall be prioritized.
Tentative Agreement City
Date i�' Iq Union i' Date 1i` /1/4/
Article 12
SAFE DRIVING
12.1 In recognition of the policy to encourage safe driving, all bargaining unit employees who are
regularly scheduled to drive city vehicles or operate Department equipment shall receive ten (10) hours of
compensatory time for each annual period the driver is accident free. Accident free means that for this
annual period the employee has not been ruled to be at fault. Any pending rulings will delay receipt of
any award until that case has been resolved. The one (1) year annual period for measurement will
commence each October 1 Any hours awarded will be credited to the employee's connpensatony leave
bank within (2) weeks from the date the employee has not been ruled to be at fault for an annual period
providing there is no pending determination of accident fault.
Definition of Regularly Scheduled means: Assigned to a city vehicle or equipment for a period of
10 months within a Fiscal Year. Connnnencement of regularly scheduled assignunenrt is the actual day
assigned to drive a vehicle or operate Department equipment. Vacation, Compensatory and Holiday Time
taken while assigned to driving a city vehicle or operating Department equipment shall count as work
assigned to the driving a city vehicle or operating departmental equipment. However, Sick Leave,
Disability, Illness of Family or working .on Union, Business are not counted as assigned to driving a
vehicle or operating Department equipment,
12.2. All bargaining unit employee operating City vehicles shall have obtained the federally
required commercial driver's license and endorsements as may be determined necessary by Management.
Bargaining unit employees operating motorized vehicles in the Solid Waste Department shall have the
required Florida Operator's License and/or endorsements in their possession at all tunes. Should the
ennployee not have in his/her possession upon inquiry by the Department a valid license as required by the
contract, he/she shall be disciplined.
Tentative Agreement City
Date
19
Date
,h6,fhy
12,3. Any employee whose driver license and/or enclorsement(s) are revoked, suspended or
restricted in any way by the State of Florida shall notify his/her supervisor immediately. Should the
employee fail to notify the Department of a suspension, revocation, or restriction in writing as required by
this contract he/she shall be subject to discipline?
12.4, Any employee whose driver license is revoked or suspended will be allowed to use vacation
or compensatory time, or leave without pay for up to two weeks to correct the suspension or revocation, If
the suspension or revocation is not corrected within that time the employee will be suspended without pay
for a period of 30 days. If after the 30 clays suspension without pay, the driver license suspension(s) or
revocation is not corrected, the employee will be demoted to a non -driver classification if such a position
is available, If no such position is available, the employee will be separated from. employment. Future
opportunities of promotion to a driver classification for the employee placed in a non - driver
classification shall be in accordance with Civil Service Rules and Regulations,
Employees who do not have a commercial driver's license and required endorsements shall not be
eligible to work out of class in driver classifications.
Tentative Agreement City
Date ( Unioi
Date j J/6
Article 13
BULLETIN BOARDS
13.1, The City will provide for the use of the Union a glass enclosed locking bulletin board at the Solid
Waste Department building. A key to the bulletin board will be kept by the Department Head or designee,
and by the President of the Union, The bulletin board shall be used only for the following notices:
A. Recreation and special affairs of the Union
B. Union Meetings
C. Union Elections
D, Reports on Union Committees
E, Contract Administration Information
13.2. Notices or announcements shall not contain anything political or reelecting adversely on the City or
any of its officers or employees; notices or announcements which violate the provisions of this section
shall not be posted. Notices or announcements posted must be dated and must bear the signature of the
Union President or designee. In the event any material not comporting with this article is posted on the
bulletin board, it shall be promptly removedby a representative of the Union or a representative of the
City.
Tentative Agreement City
Date
Unio
�fDate
Article 14
NO DISCRIMINATION
14,1, The City agrees to continue its policy of riot discriminating against any ernployee_because of age,
race, religion, national origin, Union membership, disability, sexual orientation or sex. Any claim of
discrimination by an employee against the City, its officials or representatives, shall not be grievable or
arbitrable under the provisions of ARTICLE 7 - GRIEVANCE PROCEDURE but shall be subject to the
method of review prescribed by law or by rules and regulations having the force and effect of law.
14.2. The Union shall not interfere with the right of employees covered by this Agreement to become or
refrain from becoming members of the Union, and the Union shall not discriminate against any such
employees because of membership or non -membership in any employee organization.
Tentative Agreement City
Date
1� .11 nit/
Article 15
PROBATIONARY PERIOD
15.1. All bargaining unit employees shall be required to serve twelve (12) months of continuous service in
a probationary status commencing with the date of their appointment to any bargaining unit classification,
15,2. Probationary periods may be extended by the Department of Solid Waste Director for an additional
period not to exceed six (6) months, The employee shall be advised in writing of the length of the
extension and the reasons for it prior to the end of the employee's eleventh month of service; provided,
however, that probationary period extensions shall not be reviewable or appealable to the Civil Service
Board nor grievable under this Agreement. But shall only be subject to review by the Director of Duman
Resources Department of Pitnployee-Relations or designee whose decision shall be final and binding on
the employee and the Department,
Tentative Agreement City
Date ]� I?... Unio
Date
0 /)41/ v
2014 CITY PROPOSAL — March 2015
Article 16
DISCIPLINARY PROCEDURES
16,1. When an employee has reasonable grounds to conclude that his participation in an
investigatory interview will result in receipt of disciplinary action, the employee may request that
the Union President or a City employee be present at the interview. The employee's
representative shall confine his/her role in the investigatory interview to advising the employee
of his/her rights. Upon request, the City will either grant the request and wait for the union
representative (not obligated to delay the interview beyond two (2) hours), deny the request and
end the meeting immediately or give the employee the choice of either ending the meeting or
continuing without a representative.
16.2. Investigatory interviews shall be conducted at a reasonable hour, preferably while
the employee is on duty, unless the seriousness of the investigation is of such degree that
immediate action is required. If the employee is to be interviewed outside his/her assigned work
schedule, he/she shall be paid overtime in accordance with Article 21 —
Overtime/Compensatory Time/Call-Back.
1.6.3. At the commencement of the interview, the employee shall be advised of the
subject matter of the investigation, if he/she is a principal, and identify those parties making the
allegations.
16.4. Interviews shall be for reasonable periods and shall allow for such personal
necessities and rest periods as are reasonably necessary.
16.5. In cases where it becomes necessary to immediately relieve a permanent, classified
employee covered by this Agreement, the employee shall be relieved. of duty with pay pending
the outcome of the investigation. Proof of service of notification of discipline resulting from an
Tentative Agreement: City
Date qi(3 Unioi(
Date i3 116
2014 CITY PROPOSAL — March 2015
investigation shall consist of either: a) hand delivery to the employee, or b) certified mail
delivery to the employee's last known address on file with the Department of Solid Waste,.
16.6. An appeal of any discharge or other disciplinary action, excluding oral or written
reprimands will be in accordance with Article 7,
16.7. Employees who have not attained permanent status in the classified service, or who
are entrance probationary employees, may not grieve disciplinary action under the provisions of
this Agreement. Permanent classified Civil Service employees who have been appointed to a
promotional position but who have not completed the required probationary period may be rolled
back to the previously held position if he fails to meet his probationary period at any time prior
to the expiration of the probationary period. Said demoted employee shall not be accorded a
hearing before the Civil Service Board or access to the grievance procedure contained herein.
16.8. Employees may be progressively disciplined only for proper or just cause, provided
they are full-time employees who bold permanent status in the City's Civil Service. Progressive
discipline shall include the following:
1, Verbal or Oral Counseling
2. Written Reprimand
3. Written Reprimand/Forfeiture of up to eight (8) hours of the employees' vacation or
compensatory leave balance
4. Suspension of up to 3 workdays
5, Demotion
6, Dismissal
Tentative Agreement: City
Date -lib
r� .6.a.1'1'
Union Date
2014 CITY PROPOSAL — March 2015
Article 17
ABSENT t MSM&TARDINESS
17.1. The parties agree that employee absenteeism and/or tardiness hinders the cost -
efficient delivery of service by the department and creates hardship for both management and
members of the bargaining unit. The Union will urge its members to reduce absenteeism
pursuant to that position the parties agree that:
17,2. Definitions of Instances:
Absenteeism hisarrce An absence from work ofinore than one consecutive work
days for reasons of non -job related illness or injury, or family illness not
excused under FMLA or any absence without leave not authorized at least
one work day in advance of the absence. A physician ordered absence
because of the employee's injury or acute illness or his attending to serious
injury or acute illness of any actual member of the employee's household
shall not be counted as an instance of absence provided the employee has
submitted proper documentation. Management in its sole discretion may
require a Doctor's statement from the employee verifying same. Failure to
provide the Doctor's verification within three (3) working days shall cause
the absence to be counted as an instance. The submitted doctor's statement
shall verify the duration of time the physician feels the illness disabled the
employee from performing. their work.
Tardiness — Reporting for work in excess of twelve (12) minutes beyond the scheduled
starting time of the shift, Employees who are tardy to work will be carried
unauthorized leave without pay in six (6) minute increments,
A twelve (12) month period beginning October 1st and ending September 30`b.
Tentative Agreement: City
Date y(3 Uinioi Date (3/1 6
2014 CITY PROPOSAL — March 2015
17.3. Employees shall be disciplined for absen.ees and tardiness in accordance with the
following schedule:
Number of Instances Discipline
3rd instance in annual period Written warning
btz ,4einstance in annual period Written reprimand
Jp „ ta. 'instanee in annual period Three (3) work day suspension w/o pay
J 1111 ..4t'li nstance in annual period. One work week suspension w/o pay
2...ftt . th instance in annual period Dismissal
17.4. Exceptions to the above schedules may be granted by the Department of Solid
Waste Director and. the Director of Department of Human Resources Brrrpleyee-Relations or
designee, if, in their sole discretion, individual oircurn.stances warrant such action. Any request
for a. review of an instance must be filed with. the Department of Solid Waste Director within five
(5) working days of the receipt of any related discipline by the employee,
Tentative Agreement: City
Date _U(3
Date `i/
Article 18
LOSS OF EMPLOYMENT
18,1. Employees shall lose their seniority and their employment shall be terminated for the following
reasons:
l . Discharge if not reversed.
2. Resignation if not withdrawn within twenty four (24) hours from submission to the Department
Director,
3, Abandonment of position. An employee absent for three (3) consecutive work days without
personal notification to the City shall be considered as having resigned unless the employee has a
legitimate acceptable reason for that absence and for not notifying the City of his/her absence, A
resignation under this article shall be appealable only through the grievance procedure, On the
second day an employee is absent "W" (without pay), the City shall notify the employee Union
President of the employee's absence,
4. Unexcused failure to return to work when recalled from layoff.
5, Unexcused failure to return to work after expiration of a formal leave of absence,
6. Retirement.
7. Layoff for a continuous period of twenty-four (24) months,
Tentative Agreement City
Date
Date 1'r) J/qJJ y
2014 CITY PROPOSAL —March 2015
Article 19
LAYOFF AND RECALL
19.1. Definition: Seniority shall mean the status attained by the length of continuous
service within existing permanent Civil Service classifications within the Department of Solid
Waste,
19.2. Definition: Layoff shall mean the separation of employees from the permanent
active work force duo to lack of work, funds, abolition of position or positions because of
changes in organization or other causes however the parties agree there will not be any layoffs of
Local 871's bargaining unit employees from October 1, 201420-1.9 through September. 30,
20:1 91 .. d the it ran tz peal 1's 195 gaining-unit-p ers-fetatiion
of lie -current A ree nt.
19.3. In the event a permanent or prolonged reduction in personnel is determined to be
necessary, length of seniority shall be the determining factor in such layoff (and any subsequent
recall from layoff) except the Department of Solid Waste may deviate from seniority in layoffs
or demotions when seniority alone would result in retaining employees unable to maintain a
satisfactory level of servioe to the citizens when such deviation is reconunended to and approved
by the City Manager. In such cases the Union will be advised of the determination and the
reasons therefore.
19.4, In the event an employee having permanent status in a Civil Service classification
covered by this Agreement is laid off, he or she shall have the option to bump the most junior
employee within a lower classification covered by this. Agreement in which he or she held
permanent status.
19,5. For the term of this Agreement, should the City determine it requires additional
personnel in the Solid Waste Department, personnel on layoff will be given an opportunity to fill
Tentative Agreement, City ���' � Date � Union,�� J a Date 5 15
2014 CITY PROPOSAL —March 2015
a position in the Solid Waste Department in accordance with the Civil Service Rules and
Regulations, To the extent practical, based on the City's needs, employees on layoff and who
qualify will be considered for vacant part -tune and temporary positions from the established
layoff list within the City, Those employees on the layoff list shall be considered hired before the
City may recruit from employees. not currently on the City's payroll.
Tentative Agreement: City
Date "Y/?
Unio1)4()Q Date LI 1‘3 )
2014 CITY PROPOSAL — March 2015
Article. 20
WAGES
20.1. The Union agrees with the City that there is a need to address the operational
method of the Solid Waste Department, which may require a reorganization of the Solid Waste
Department. The reorganization will require implementation of staffing and operational changes
in order to increase the efficiency of the department and reduce costs of the Solid Waste
Department. The Union, its officers, agents, and members pledge their support in implementing
such operational changes or reorganization and the Union hereby waives all requirements of
approval, and notice of such covered by this agreement.
Effective January 1, 2015, a new step schedule will lae implemented for bargaining unit
members as set forth in the attached Appendix C. Under the new stop schedule, each step
increase will be worth five percent (5%) to the base. In fiscal year 2014-2015, bargaining unit
members will be placed on the new step schedule "C-1" on the closest step that is not lower than
their existing_rate of pay, but if the bargaining unit member's existing rate of pay is higher than
the maximum of the step schedule, he/she will retain his/her existing rate of pay, In addition,
effective Januar 1 2015 all bar aining unit nlernbers will receive a three percent (3%) across
the board. increase and the ay scale shall be adjusted accordin 1y "C 2"
For fiscal years 2015-2016 and 2016-2017, respectively, bargaining unit members that
are not at their maximum step will receive a one (1) step increase on the first full pay period
following October 1,of the fiscal year. There shall be no other 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/anniversary increases upon a
satisfactory evaluation and in accordance with the Article 20.3, below.
Tentative Agreement: City
D ate
Union(, l I\'Date
2014 CITY PROPOSAL — March 2015
Effective the fill pay period fo{ndicatcd below, tegaini
e ployee-wil ree-ei e-a :-aeress the board-wagecease-as$sllews:
October 1, 2010 --0%0
Apr-i1-1,, 004-1. Reopen -or
1 1 70 7
Aptil
-1, 204-3 Wiener
20.2, All changes in salary for reasons of promotion, demotion, merit increase,
anniversary increase, longevity increase or working out of classification shall be effective the
:first day of the payroll period following the effective date of the change. Leaves of absences
without pay or suspension of any duration shall delay increases by the period of time involved,
20,3. Bargaining unit members shall become eligible for a five percent (5%) one (1)
step/anniversary increase according to the table below based upon a satisfactory evaluation and
on the positive approval of the Department Director,
Step 2
,Step 3
Step 4
Step 5
Step 6
Step 7
Step 8
Step 9
Step 10
Step 11
Tentative Agreement; City
5% after one (1) year at Step 1
5% after one (1) year at Step 2,
5% after one (1) year at Step 3
5% after one (1) year at Step 4
5% after one (1) year at Step 5
5% after one (1) year at Step 6
^215% after one (1) year at Step 7
5% after two (2) years at Step 8
5% o after two (2) year at Step 9
5% after two (2) years at Step 10
5% after two (2) years at Step 11
union( j1
(4'14
Date t-{�,f (l
Step 13
Step 14
2014 CITY PROPOSAL -- March 2015
5% after two (2) years at Step 12
5% after two (2) years at Step 13
Leaves of absence without pay, suspension of any duration, or assignment to light or
modified duty in accordance with Article 25 shall delay increases by the same number of
workdays. A Department Director may withhold anniversary increases due to excessive
absenteeism resulting from tardiness, sick leave usage and/or until such time as, in the
Department Director's judgment, the employee's service within the classification meets the
standards of satisfactory performance for the position. Employees whose anniversary increases
axe 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 Resources or designee, whose
decision shall be final and binding.
Berga=a ag-unit members ers shall become clig bl-e-f-o . r-ec s-spee f'e4belew
Step 2 5%
tee- 3- 5%
Step — 5-3/4
Step-5 5%
rtea-6---53
Step 8 2.53
The pa ies-agree there i4l-b€-4ao-step i re-ases from October 201-4- rengh opt -ember 39; ?C044
end- Flf 1ae-dete ned-by re -opener negotiations f r fz eeal-y-eer 0-f3 201'I .
-L eye€s-s-haR beeen e eligible for longevity increases-b d-upon their mes-t
reeent-date-ofhfre into the classified -soee-prov-idc4, ,ewever, .that —when —the -employee -is -net
Tentative Agreement: City
Date
Date qh//
2014 CITY PROPOSAL— March 2015
in -a- 41-1-•per staty s;-it shall-e a-s e-e t e--statencrease-to be
number of--e-ale nda - ac^t "3—vrssbr-aeed---by-$3 ei±efl-@f-tinae,-T- n." cen hall apply -to
p1 es who --attain ten I(10 £teen { 1 +)y��,.�A
.C-y l )7 l "l>
t hy-t (22)-3 rs--o o t nuou ciassifle ice, The long ttp rlat El -above is as
felllows;
s o- c-entitai
15- years -of continuous acrvioe 5%
4-6--yeaTs-ofeentinuoussenxiee------2,51347
e continueus-scc
u1 y r of eentinuous se giee
5iyo.
22 yearseontinuaus seri-ee 2, 5-°%
The --parties agree tyre--w-1.-1-be no step-or--lo ge z inter s--fr&-Oetobcrl, 201-9- t%l
S-eptc 40T20' x l-be-dot k -lay- =eepener negotiations for f- seal year 0013 2014
20.42-0:5. Any bargaining unit employee, upon retirement from City service, or separating
render la.onorable conditions, who has served for a period of twenty-five (25) years or more, shall
be granted, at the time of his/her retirement or honorable separation one hundred seventy-three
and, three tenths (173.3) hours of pay,
Tentative Agreoment: City
Date 113 Union
ate
AFSCME871 Proposal Cost Analysis
Last UpdatedApd12, 2015
CURRENT
FIXED PAYSCALE
3%ACE
YEAR 2
YEAR
Total Salaries
5,526,958
Total Salaries
5,683,248
Total Salaries 5,853,74529
Total Salaries
6,1 6,43256
Total Salaries
6,453,754.18
Total Members
144
Yearly Cost Impact
156,290
Yearly Cost Impact 170,497_44
Yearly Cost lr
292,68728
Yearly Cost Impact
307,32163
Additional FICA
11,956
Addl6onal FICA 13,043
Additional FIG
22,391
Addifi0ruaE FICA
23,510
Min % Increase
0.00%
1st Yr Cost 351,737.0e
2nd Yr Cost
315,077-84
2rd Yr Cost
330,831,73
Max %Increase
5.00%
Average ..4,- Increase
2.75%
Fe-iiiitsal?64iR .i}i3..'°del(i!+.''aT ,U4 rf,£t.4'>x 1
AXED PAY SCALE
,,-..,:.
3% ACB
NfiatiTIPI
2338 .4g_0
6
i4
9.-�� -oz ...r 1i:., ,,,t�•s
friLti
li
lit TR
11
it
It
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t 2d
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s
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z
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a sr * 2i"1 1 t ,7,3s791:
t�{UI t .gat t$1-it r` 556 jt5.f`41= 115Sd6I
l
I
§af]
,5$
1,.
It 0
.lfl54331 i "s45153133
59
ii i5551
azs 3.
1tlalt,,,,, 1,?A. f:rdT,e.34:46:ip .11iis31Csnr:.r
to
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t12531ft „r .l i,,d,•1M131 It,,llt,?i38d55
94-
,l,il,trl, ;loll U2?s;d2 1
f ti 3l SfFfl�ii�, tlt I$1=C FILi.;IB>8`I{
10.00%
10,00%
10-OD%a
10.00%
10.00%
10.00%
Match FoimulMatcti Porta RIEIN RATE % 3%AC6
POSITION
7.31
FUIJ_NAMt
Robinson, Frank
tMi'5VYCC
25991
VttI3.6
2-May-05
vo,. vc
3017
.,era rt,W
wawb Collector -Garbs
..,,r.,
19-0
�.•.� . a-
5 17.2285
•••-•
35,835
.--
9
----
10
1
5
172785.
06051
17.7455
227
Thomas, Oarenc8L
25369
17-Apr-06
3037Wast6CNl5cmnGarbg
19-0
4
16.41382
34,129
8
11
2
4
1E4082
0.00%
16.9004
369
Nelson. Rebel
27399
17-Jun-07
3017
Waste collector -Gang
19_D
3,
7_5.6269
32,504
7
9
1
4
15.4082
5.0030
169004
372
Maras, Andre
25564
13-Jun-021
3017wasteCollector-5Wbg
19.9
8
19-0053
39,532
2122
9
1
e
'L5442
494%
205425
389
MccJ Lance A.
29352
15-De4-08
3017
Waste CollectcrGarbg
1.95
D
1.
141740
29,482
6
3
1
1
141740
0.0055
145992
426
Hanks, Clinton 5
18196
4-Feb-94
3017
Waste CaltectorGarbg
19-D
25
209538
43684
21.
11.
-
10
219885
494%
22.6482
559
Fils-time,Valbrun V
26304
27-Jun-0S
3017
Waste CoIl,01or-Garb8
36,0
5
17.2286
35833
9
8
1
5
172,R,
0.00%
17.7455
587
Hales. toilette
41324
4-No4-13
3017
waste Collector-Garb3
14:0
1
14.2740
29,482
1
4
1
1
1-41740
0.00%
14.5992
683
Mo onald,Ronnie
25303
27135-05
301703,34035.60o95arb3
19-0
5
17.2205{
35,835
9
8
1
5
17.22866
0.00%
17.7455
239
norvil, Foovette
26291.
24-Feb-03
3017
Waste Collector'4orbg
19.0
1
14.1740
{ 29,482
4
7
1
1
14.1740.
0-00%
14.5992
1330
Fibber, Andie
17095
27-Nov-00
3017
waste Collector-60rbg
19.D
85
19.0058I
39,532
14
3
1
8
3.9.9442
494%
205425
1336
Maz, Maria
25939
4-Apr-35
3017
waste Collecmr"arbg
19_1)
5
17.2286
35,835
9it
1
5
17286
80055
17.7455
1674
Faf ell, Katrina
25542
1D-Jun-02
3017
waste Collector -Craft
19.13
8
19.005S
39,532
12
9
1
S
159442
4.94%
265425
1724
Frasier KR0 E
27433
17-5ep-07
3032
Waste Coil5ctorearbg
19.D
3
15_6269
32504
7
6
1
4
164082.
5.00%
159004
1853
Hayward, William
25996
16-May-05
3017
Waste CnllectorG2rbg
19-D
4
16.4082.
34,124
9
10
1
4
16.4032
0.00%
15.5094
2195
Nordefus-Lubin,
26771
2-0e4-06
3017
Wzs.CoRecterGarbg
18D
3
166269
32$04
8
5
i
4
164082
5.00%
189004
2235
Mocc, 6terae
25615
10-Ju4-02
B017
W,,tocotloaor-6arhg
19-0
8
13.5058
39532
12
9
1
S
769442
494%
206425
2324
Blandon, 82e0)
226431
29-3.46r-99
3017
Waste 09110115506r60
2932
25
19.9560
41,509
15
11
1
9
20.9415
49430
215697
235E
Petftfrere, Erlein
24565
17-Jun-02
30171Was.
Collector-6zrba
19.01
8
19.0058
39,532
12
9
1
8
1:9442.
494%
206425
2464
0.8il6, Jesus
28359
13-Avg-07.
301791s5e
6900919000558
76-D
1
14.1740
29,482
4
0
_
1
14.1740
0-0051
146992
2577
Butler, Robert L
27347
2-0tt-06
3017
41013050lie011069e10
19.D
15.6269
32,504
8
5
1
4
162002
5_00%.
169004
2623Garci0,M6gud
43289
30-5ep-13
303.7
Waste Coilecror0arbg
191)
1
14_1740
29,482
1
5
1
1
141740
0.00%
145992
2666
Etienne.Anesun
25935
18-Apr-05
3017lWa0reCailecmr-3at3
19.0.
-f
172286
35.835
9
11
1
5
172286
0-0D%
17.7455.
2744
Nolton,5tephanasl:
25977
18-Apr-05
3017
W16 Coll9Gar-Ga1bg
19_0
41
16.4082
34,129
9
11
2
4
16.4032
0.00%
169004
2933r
34636r, Ricardo
40804
24-5e0-12
30173
aaec00aw050155
19.0
1].
341740
29;482
2
5
1
1
1<3740
0,006
145992
2943pu1es,Joseph
R
25984
18-Apr-05
3017
WasteCollector-Carbg
19_D
51
17-2226
35,835
9
11
1
5
17.2286.
0.00%
37-7455.
2947
Campbell, Rabda0J
27350
19-Feb-07
3017
WasteCeneaor-5arbg
19_9
3
15.6269
32_504
8
_
1
4
7Fi4082
500%
169004
2981
Mata-Otga
40814
5-Nov-12
3017
Waste Collector-Garbg
19.13
3l
141740
29,482
2
4
1
1
141740
0.00%
145992
3000
Jackson,Jackiyn M
27503
12.5503-07
3017
Waste 00109109-6a906
19.5
2
14.8823
30,956
7
4
1
3
15_5268
5.00%
2E0955
3115
00905.J09e54 3
27297
7.8-Sep-06.
3017
Waste 000eI300-0 rbg
192)
4
16.4082
34,129
S
6
1
4
16_4082
08080
16.9004
3367
Pineda.Alberto
24209
16-Dec-02
3017
Waste CaltectorGarbg
191)
7
185423
38,568
12
3
1
7
129945
2.44%
195643
340370me03e,
Eugenia
21429
16-Ma5-05
3017
Waste rg084105-06106
19.0
5
172286
35,835
9
10
1
5
172226
D.05%
17.7455
3684
Ph3F6s, AndrawT
25995
15-0eb-09
3020
0904w54001600T1as8
19_3
1
14.1740
29,432
6
1
1
1
14.1740
0.00%,
145992
3692
St Lculs,Annondus
21081
20loo91
3017
Mae caaeaor-Garb.,
29_3
_ 26
21.4777
44674
23
9
1
23
219625
138 %
22_5482
Pas, 3 1. of 4
AFSGME 871 Proposal Cost Analysis
Last Updated April 2, 2015
CUR,REIST
EIXED PAYSCALE
3%ACO
YEAR
YEAR
Total Salaries
5 526
958
Total Salaries
5,593,248
Taal Salaries 5,553,745_29
Total Salad
6,145,432.56
Totai Salaries
5.453.754_19
144
Total Members
Yearly Cost Impact
155,290
Yearly Cost Impact 170,497.44
Yearly Costly
292,687.26
Yearly Cost Gnpac0
307,321.63
Additional FICA
11,955
Addiional F)CA 13,043
AOO`)onaF EC
22,391
Additional FICA
23,510
MLn 35 increase
D.3O'A
,Est Yr Cost 354,78700
2nd Yr Cost
315,077_84
3rd Yr Cost
330,83133
Max %Increase
300e1
A.Vera9e%Increase
_75%
_
Liwn.?i 4?:igd�i(1F3.3i,' .� 3 =
FIXED PAYSCALE
L
!tl t F rva '2
88
MiligirdiVatTO
s205 s
is ,f...:I.n2Skr'dEF ., ul..e,21U8�1, .£ .i0
n,110;.00
1 t1
M�6b
t r22S}�
..,,r24.E lcV
#28}'l
ills 1 .104
ri25z
,231T.a
,432t 0
:s
gin; 1 ,T3X,F33
{ t . rSEIjBEi, _ 1. I .4
r, 33,..'.3608 i"rrSiaai s."
10.00%
10.00%
10.00%
40858.
28-Jan-13
3017
Waste C 0iaor-Garbs
195,
1
14.1740
29482
2
1
1
1
145740
0.00%
145992
3694
DeLeon Miranda,
17_557
25-1u1-04
9037
waste Collcctnr-Crbg
19.6
4
14.1740
29,422
1
8
1
1
14.1740
0.00%
145992
3727
QuesadaTerry,loon
Godson JeviceA
13108
4-Apr-OS.
3017
Wane Collec[or-Careg
19_D
5
17.226
35,835
9
11
1
5
17.2246
0.00%
17.7455
3795
Leonard
1961J
24-Nov-99
3017
Waste Cone: or-Sarbg
19.D
S
19.005S
39.332
15
3.
1
8
199442
4.94%
205425
3318
Delvilla,
L
26032
30-5400-05
3020
05002e50350900tt
19.2
5
17,2286
35.835
9
9
1
5
172286
0.00%
17.7455
3965
3040, Ivan
Clarence
41228
7-Oct-33
3017
Waste Collector -Garin
19_0
1
141740
29.432
2
S
1
1
141740
0,00%
145992
4021.
40345prvcy,Jr,Zandras
Starts,
I_
41086
3-3:n-13
3017
Waste Collecto95r08
19.D
1
14.1740
29,482
1
9
1
1
141740
0.00%
145992
Aeguste, Monmlan
25666
4-Apr-05
3017
Waste sefe00r-Garbg
19.0
5
17.2286
35,335
9
11
1
51
17.2226
0.00%
17.7455
4079
4177
Predeiin 3r., lfoxa
27529
12-NovD7
3017
Waste 50300,or-Garbg
19.0
2
14.8820
30,956
7
4
I
3
150'26a
5.00%
16.0956
8
25874
4Apr-05
3017
Waste Collector-Garbg
19
5
17.2136
35,835
9
13
1
5
17,2286
0.0090
177455
4343500221e2,50e
4526
I006; Devell L
25243
26.5e3401
3017
0200e50908.0-60500
135
8
19.0058
39533
14
5
1
8
19.9442
49440
205425
ill, br rsdias
25992
2-0405-05
3017
Waste[ollecmo-04r5g
19.0
5
3_7.2286
35,835
9
10
1
5
17_286
0.00%
177455
4571
4590
un,
Milcet03 Joseph
26218
ELJen-07
3017
Waste Collector-Garbg
19.D
3
15.6259
32,504
7
9
. 1
4
15.4082
5.00%
15.9004
4627
Spencer, 3ennle L
23795
25-Apr-99
3017
Waste collectonGarbg
19.5
20
199550
.41509
15
11
1
9
209415
49493
21.5697
Sands, Marcus
40829
19 Now 21
3017
Waste Collector -Gabe
19.D
1
14.1740
29,482
2
4
j..
1
14.1740
0d0%
345992
4636
4650
Leonard Leon
27316
18-5ep-06
3017
Wane Collecto0Garbe
19.0
4
16.4082
34,129
8
6
1
4
16.4082
0.00%.
153004.
4654
-If,
0Lmph Ir., H0dg,es
40303
14-Feb-11
3017
Waste-Collector9Garbg
19.0
1
14.1740
29.432
4
1
1
1
14.1740
0_00%
145992
4697
Minna, Leroy A
29409
15-Mar-09
3017
Waste Collector -Garbs
1.5.8
1
14.1740
29,482
1
4
1
1
141740
0.00%
145992
6166
Medino, Paula
26255
16-11,1ay-05
3017
300395olleaor-Garbg
19.D
5
37.228E
35,835
9
10
1
5
17.2286
00090
177455
25460009,
Marvin
259761
10-01343
3108
waste Cal Opel
20.13
7
19.8783
40347
v_
7
2
6
19.8990
0.1093
20.4960
323
Edwards, Charles
41337
18-Nov-13
3108
Waste Col Op
205
1
15.5335
32,310
1
4
2
2
155914
03745
15.0591
357
Baldwin, Death.Y
28047
19-Mor-07
3108
wane cot op
20.0
3
17.1927
35,761
8
0
_
4
13_0490
4.9835
135905
464
Johnson, Gwendolyn L
28048.
19-Mar-07
3108
Waste Col opt
20_0
0
171927
35761
8
0
2
4
18.0490
49830
183905
475
Fernan4e2.30691,
23273
29-Nov-99
3108
Was Col 0p1
20.D
8
20.3751
42.380
15
3
2
7
20.8940.
2555
215208
553
Bermudez, Alfredo
41754
14Ju1.-14
3108
Was Col Op
20.D
1
15.5535
32,310
0
8
2
1
155314
637%
15.0531
585
Green Eugene C.
29427
694pr-09
3104
00010 Col Opt
20_13,
355335
32310
4
1
2
1
155914
03736
16.0501
885
Abraham, 180hard
27869
21-Apr-0S,
3108
Was't6Col Op r
26.6
2
16.3942
34,100
6.
11
2
3
171895
4.85%
17.7052
Waste Col Opt
20.D
3
171927
35701
7
10
2
+4.
18_0490
4.95%
155905
0403Trourman,
10511Tully,
Glenda
Carey
26285
41378
14ivlay-07'
14-1an-14
3108
3108
Waste Col Opt
20.D
1
155335
32,3310
1
2
2
1
15.5914
037%.
16-0551
1090
Johnson, Tennitle L
27190
10Ju1-05
3108
waste col op I
20.D
4
13.0994
37,647
8
8
2
5
135514
4_715L
5199
2100
phron,Jam06L
12780
25-la n-00
3108
wanecolOpl
20.D
8
20375a
42380
15
1
2
7
20_8940
2.55%
21-5208.
17741LEWa,
Bruce
23361
3Jun-03
310,3
Waste Cal Op l
20.D
1
15.5335
32,310
11
9
2
1
155914
037%
16.5591
1427
Merisier1i00000e
28093
14-May-07
3108
Waste Col Opl
20.D
3
17.1927
35,751
7
10
2
4
18.0490
4.98%
185905
2181
Rivas, Leroy
13437
17-Nov-97
3103
waste Col Op
20.33
20
273939
44,499
17
4
2
8
214387
255%
275969
2196
Nolte nd,5idneV
26323
14-Nov-05
3103
waste Col Op l
20.0
5
139905
39,500
9
4
2
6
19.8990
4_73%
20.4960
2203
Quesada, Alfonso
24799
29-NOv-99
3108
waste Col DP1
20.D
8
263751
42380
15
3
7
7
20.8940
255%
215203
2331
Hector, Marie R
27036
244u1-06
3108
was. DV Opt
20,D
4
18.0094
37.647
8
7
2
5
la 9514
4_71%
135199
2751
Wattins,Joanne 53
28559
3-Mar-08
3108vtastc
col Op l
20.D
2
153941
34100
7
0
2
3
1718951
4.85%
17.71152
2759
Anton, Duke M
25558
4-A0r-05
3108'3406004.cl
0Fl
20.D
6
192308
40,000
9
11
2,
6
199990
3.4790
20_4960
2812
Howell, Eunice 5
27955
11-Dec-06
3108
waste col Opl
20.0
3
17.1927
35,751
8
3
2
4
18.0490
438%
135905
. 2835
Etie00e.'Miner
17359
12-511-93
31001140000e503
Op:1
240
26
23.0252
47,3921
22
2
2
9
3.0356
0_055S
23.7257
3343IGato,
Raul
24748
11.-O06-00
31081v+020e403
Opt
20.D
- 8
203751
423801
14
5
2
7
203940
25593
215208
3770
083500, 9e5905
26223
16-M06-05
31081Wasae
40109I
20.0
6
192308
40,000
9
10
2
6
133930
_ 3.47%
20.4950
3972
Alewr,Rwoas
28577
24-Mar-08
3108
Waste Col Op t
20JJ
1
15.5335
32310
6
11
2
1
155914
037%
16A591
4061
6amos, Leeltande
27443
17-Se0-07
3103
91850e Col 021
205
3
171927
35,761
7
6
2
4
18.0490
4.9090
185905
4178
James, Edgar
28002
22Jan-07
3103
Waste Col Op l
20_D
-
163941. 34,100
4
7
2
3
17.1895
4.35%
177052
Page.2 of 4
AFSCME 371 Proposal Cost Analysis
Last LItarta,e` d April 2, 2015
39
CURREOLT
FIXED PAYSCALE
3% ACE
YEAR 2
YEAR 3
ToMI Salaries
5,526,958
ToME Saiaries
5,683,245
Total Salaries 5.853,795.29
Total Salaries,
6,146,43256
Totai Sararies
6,453,754,19
Total Members
144
Yearly Cost I MOaSt
156,290
Yearly Cost Impact 170,497.44
Yearly Cost li
.2,687.26
Yearly Cost Impact
307,321.33
Addi5onal FICA
11,956
Additional FICA 13043
Additional FIC
22,391
Additional FICA
23.510
Min % InCrii-os.
0.00%
19t Yr Cost 351,787.00
2nd Yr Cost
315,077.84
3rd Yr Cost
330,831.73
Max % Increase
2.009
Average % Increase
7 75%
kitF,tN.J*401:11-11#04,ttg, _ t
FIXED PAYSC AI F
.1211151E1 161801- •181161111gii344i3EE.-1382.82;53E25E3E23333i13183E6-11.4
5541
rifilimmsw
l';:tERM.i.4•411T.IfItya
Ffili5 1,55O3iWRIcliTc94444i
84;%54:
214115525510
155442425
.411435
10.00%
10.00%
10.00%
4223
IMEMEMEEMINEMIIIIIIIIIIMMIFIMINIMIEMIIIMEr
4652
IMEESIMEMEMMINNIMEMINIMINEM=11.=
9663
/MIOMrTZE2nMnrMIIIIIIIIIIM091MIIII4E1568IMIIIIMli==EllE6MM09l'I
JIMMESIMMIEEMIIIMI
NOW7.'
Rosado, Clad. 23185 5,04.,_02111111
hilosTer, 1,15130 F MIMMIIIMMIWEEMMIIIEMMIZEOMICEMEMI
Dra . .er 1111111111...0TE
29-Mar-99
• • -, • •• . o ,MIETPMEMEMIEC
3109
Waste Cot Opt 217.3 1.111=3.111110=
1
W..-6°1 °F 1 IMI=MI 1
ww'e 340P, MIME 8
Wasieto1O0II IMMI=IIIIS=1110EI
1.5-3335
32,310
MEM
20.8940
2-E3%
MEM
20_4990
.11311111=11
4,7855
32
9
2
I
55-5E14.
.iESallE3=
IMEEM
MMEMIIIIIIME131
2.13%
23.516
22_5,08
=MO
23_6728
135335
32,310
8
2
2
7
MIESEIMMIEMIE=1
20.8940
203751
42,380
15
5
2
45,824
15
3
7
IMMIMIIIMEMilIEMEIMIEHEI
11EIMESEIMEIREEI
1111E0,005U
22,9833
Waste pol Op 5 MEIMMIIIIIIIINEMENI
111=W2111MMEEI
7031ones,
25-Nov-02
Adr, R =MEM 7-iun-oo
31091=U=M5111.1142M1
3103=211.1.==.1100.1
904
IIZREZNIMffg==IIIEMIINEEfflrgaIMZREag
1.1112MEMETIMMINECE11#1NTIIIIMEZE91IMIERIMIIMMIIIMEI
1191
Carr.ir..solornon 1111151 1_:-Dec-06
0890NE,11.8 LEE IIIMEIMIIIREMEMIEM
3209 waste cal Op I1
Waste Col Op 11
ECIIMIIIMINIMEIMINEMI
11111MgMilliga090A
Mail 20
1.6369
MIIMINIMEMIIIIMINEI
2
18-0320
13-0380
19333.
-6===1
22.8333
MIZEMINIEME
101.10301.11=1
INMEMINICEIM
MIIMIIIIIESEI
MIMMINIEMI
111.111621111EMI
465%
20-4494
22.5455
3
3
2
5MOMwre8
MIIIMEMENNIEEMENIMIIIIIIIMMIIII!ENECIIIIITIE=
120201225=0.=11111=1MIIIIIIIEETE1111111w...-ca
1813
MIIIIIMIIIIIIIEr.
'5D. KMIMMEI
Alvarado. Cristino MIIM6890IIIIMMEME81Wa5ie
'-"-5secolCpPI
oP 3
coI Op il
:
121111.1
021
3950
7
7
4
52
IMMENZIMIIIIZEI2MIN11111111111311111=1111MESEMEINEIMMI
11111.11111=0
281425
55,536
31
8
3
IIMIIIEMMIEEEIEMMIIEEEM
11111EMMEMINIM=0:2:1
7
11.5
21.0
1814
D..3 OnS, 3ohn E MillrEMINIMMEMENIM
W-5.-. C.188 .
21.6
111.M.UMMEM
,,;
i1.23ph.:1111011 E
Davis,Sed tick C,
Lazcano, Levani
111011113=MIIN4(•3IPMEM94INIIIIII41'!IIIIE1111111111=1
=1111=1.1111111=211.111.1E111.0.2.'19.
IMIEMIIIMEMEMEMMEMI
26-0,pr-04
3109
1.1111Mal4V•1.r,01.111
vv., col oP 3
MIME
a
225114
46,824
3
MINIMUMMEIMMIEMEMEMEI
IIIIMINIMIJIZZIIIIEIESEI
2
28-3,84
18-00aG
INIIIIIIMEMEE!1111111111111EMMIMEE5631MINIV01
MINEMEMEZIMIMMIENEMMINEEZEIIIIMMEI
MIIMEMEIMENIIIMIIIMMIM11121=11MIWZYJEZMEEIECIIIIIIMIIIIIIIIMMIMIIMEMIMMII
IIIMIE=DEMBINESEI
3711
15
3
3
W.-', C., °Pi'
Waste Col Op II
71:309.-°' °P ',
4411111111
2.11
EEMIIIIIIIIIIMMIIIIIIIIMEEI
401*.1.11M11.1.1WEIMIR58001EIMEMIIIMWOMINIMMEEMI
215
'
5
20_9164
193801
43,506
10
10
3
11111=3==
=MIMI
1113.11000501l
=Mg
NM=
23-2333
15-3063
4.74%
43616
ISMIMEMEM
13.5482
21_4719
3742
IIMMEIME
Orgi'.'956150954
IIIMESIEEMEIEMI
4249
Roles. Gustavo A
Witliarns,Rashard
44)9:4
34
,0*0J..04lP*
'.5560111INIMEININEEMEMI
40753
EIME500NINIME04!40EMINI4fl5]MI4i•IMMIMIMIEMIll414...1.113==1.1111.333MEMI
4134411122ENIMIE4*.5.11=EMIIIMMEIMIOIMEMIIMEI
30-Ail-121111
Waste Col op 1.
MEM=
11.111MIEEN
iMEIMIZal
13M22
4358
4490
Dioz,KunEerto
1111.1EMIIIM00059
3159 Was. Col 0, il
EMMIIIII
2
23-3363
II5E0,INEI1.111.10=1.1111
24-6325
1.01'
29.85155
9502
So. William
4000
IIEMENI
3109
V4asm Col Op IE
P6841
1111.=3
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MIIIII4141D081P311L.4757
5
M11•101111111=1111=623
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2
18-0 380
25-.3391
13.0030
ME=
22056
E
IMMERME12990
MEM
4 /4%
13
20.4494
25 G993
4659
Taylor. Cor- L
1111111M4/)EI
25-A11-06
3109
Was. col oP 11
1221111.1M
4
29.230S
.2. 1'
8
7
3
4551
l00nso, io5e G
IIIMMOMMEMINEEMI
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REIMOMENNIEMIEM
24023
14-5e13-94
3209
Waste-C.10p 8
441'EMIIM11.1111111040004'j
6170
10985
Simmons Jr,Joe
Coodp_Claudio
41445
10-mar-14
3109
Waste Col Op It
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133422
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Lightacume.Sylvet
=NM
2545
I7-55v-97
3-Mar-08
8-Nov-02
3169
ESME2225
ROME=
20
23E3E9
3109
waste cal Op II
109
WateClOp1
EMMIIIMIMMNIMI
IEM
12991
Purcell, lervon.
41798
2-544-14
3109
WasPaColOp il
E1•ll11.11.110
MIME
DIMEEniZEE31111M2221
22-020
68191 18-A11r-0-
3109
woo. 001 OP 8
441*all=.1
6
2029164
IMZEIMEEMINNEMIIIMM
12995,
Datidier,Altagrace
2-251-05
25510 :16121162?
3109
Waste-8010p 8
21.0
1.1111glar231
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73-0080
3109
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210
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.0
40ME40I40IEM00411
a
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23-6728
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327
01e8d.,- Elf.er
IrEIMIIIIITEEZINIMME
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41 51
a
0
172
FrEas,YaranniJ
IIIEX/ 9-Apr-07 3110
3
19 8801
41351
7
11
4
3
20-7992
4.52°A
214232
ei
t
Pa993 of 4
AFSCME 871 Proposal Cost Analysis
1 ast Updated April2, 201'5
FIXED PAYSCALE
3% ACB
YEAR 2
YEAR 3
CURRENT
Total Salaries 5,626,954
Total Salaries 5,683,242
Yearly Cost Impact 156,290
Total Salaries 5,853,74529
Tout 4alari6 6,146,432.52
Total Salaries 5453,755%12
Total Members 144
`ready Cost Impact 170,497.44
Yearly Cost it 29,2,667.26
Yearly Cost Impact 307,321_63
Add6OOal FICA 11,956
Add"Cional FICA 13,043
Additional FIC 22,391
Additional FICA 23,510
Min Increase 0_00%
4st Yr Cosf 361,78700
2nd Yr Cost 315,077_84
3rd Yr Cost 330,831.78
Max % Increase 5_00%
Average%Increase 2-75J,E;e(',''Si
'7e'F,GfFtfOiifttit 'C4�?.', a&1'21
FIXED PAYSCALE
vr
4
ZOIN
i9
9�] iktJl
t11 A: if4s.l.sAtai;4: I.
tif
13'20 ig 1,1 110
10.00%
10.00%
10.00%
236
5r055,Arthur
26424
16-300-03
3110
2'58EE40017
226
1
189905
39,500
111 9
4
2
192038
4.33139
20.4031
495
Hotoenderflr., Clifford
12550
12-Jan-93
3110
Waste EgptO0
226
26
27_4583
57113
22
2
4
9
27_8729
1.51%
28.7091
Chicas,Jorgea
25617
10Jun-02
3110
WmieE9ptOP
22.0
S
24.8209
51,627
12
91
4
7
25.2826
1.86%
7.6.0400
548
83531,
Graves,ClarenceA,
40221
16-403-10
3110
WaaJe E9ptop
22.D
1
189905
39,500
4
7
4.
2
19_8088
43216
20.4031
1039
Anton. Daniel
23339
7-5619-01
3310
Waste 944409
226
8
24.8206
51,627
13
10
4
7
25.2816
1.80,E
26.0400
Mans, Nichohus L
14845
4-3-eb-94
320.0
Waste E900O0
22.D
25
267886
55,720
21
1
4
9
27.8729
4-05%
23.7091
19E4
2173
Foster, Arnie
28093
24303-08
3210
Waste apt Op
220
2
189905
39$00
6
3
4
2
19.6083
43030
204031
2261
Kelly,lstnont3
20954
26230-94.
3110
Wane E40003
22.6
25
257886
55,720
21
1
4
9
27.8729
4.0556
287091
2387
L4guerre, Sim rdy
26942
30-Ju16)4
3110
waste EgptOP
22.D
1
189905
39,500
5
3
a
2
19.608a
431%
20.4031
Eqpt Op
=0
8
249206
51,627
14
5
-
7
25.2316
1.86 6
26.0400
2837
2870
Artasta, Alexis
Saavedra, David
24488
28050
9-0a-00
19-Mar-07
3ll0
3110
Waste
55610eEe5507
22A
5
19 8801
41,351
8
0
4
3
20_7992
4.6259
21.4232
3302
Pierre, Caito
24089
7.84a9-01
3110
9040000570017
22.6
8
24:8206
51,627
13
10
7
25.2816
186%
26A400
Eqpt On
22.0
1
28.9903
39,500
1
6
4
2
19.8088
43134
20.4031
4015
4534
Colon,Javier
0ore9,Aureles
41231
20168
9-530-13
19J06-94
3310,5400e
3110
Waste Eqpt Op
22.D
25
26.7886
55,720
21
2
4
9
27.8729
4.0595
23.7091
4690
Pet ino,JoseG
25244
26-Sep-00
311.0
Waste Eqpt Op
226
8
24.8206
51527
14
5
=-
7
25.2826
186%
26.0400
6161
Williams, Michael K
29732
5-Feb-08.
3110
Waste Eqpt Oy
22D
2
7.9_2308
40400
7
1
4.
2
19.8088
3.01%.
20.4031
12994
Cerny, Steve
26210
26-534305
3109
Waste Col Opn
21.6
3
189515
39,419
9
10
3
4
19-8533
4.7636
20.4494.
3525
Luciano, Johnny 12
25973
18-Apr-05
3209
Waste Col Op Fl
21.6
6
21_2539
44,000
9
12
3
6
21.8889
3.47%
27 5456
Page 4 of 4
2014 C1TY PROPOSAL - Much. 2015
Article 21
OVERTIME/COMPENSATORY TIME/CALL.BACK
21.1. All authorized hours actually worked in excess of an employee's forty (40) hour
work week shall be considered overtime work The hours that employees are working or
involved in Union representation or labor-management activities shall not be considered hours
worked in deteuiiiining overtime eligibility,
21.2, Employees performing earned overtime work shall, at their discretion, be paid time
and one-half at their straight time hourly rate of pay or shall be given compensatory time at the
rate of time and one-half for such work. This overtime rate shall be all inclusive and no
additional compensation in the form ofhourly differential, etc,, shall be paid:,
21.3. The maximum accumulation of compensatory tine hours is two hundred (200)
hours. If an employee takes compensatory time off, the hours in the employee's bank would be
appropriately reduced by such time off. If an employee leaves the service of the City and cashes
their bank, the hours therein shall be valuated on the basis of the current' rate of pay.
21.4. The parties agree that overtime hours shall not be used in the computation of
arriving at average earnings for purposes of establishing pension benefits.
21.5. The parties agree that assigiunents of overtime work shall rest solely with the
Department Head or designee, Management will 'attempt —to rotate overtime to eligible persons
within their respective classifications by seniority. A voluntary sign up list will be posted for
bargaining unit members to sign up for overtime. Employees who call out for a re lady
01 i aid9 e R`dati
scheduled. shift ;,, n tarnrirwe lc will be skipped on the next two (2) overtime rotations that they
would otherwise be eligible for selection, Management, by utilizing volunteers, does not waive
its rights to require overtime, Any questions regarding the classifications needed, frequency,
Tentative Agreement: City _) Date 41'3 Union( 'Date
2014 CITY PROPOSAL— March 2015
staffing, scheduling, emergencies, etc., will remain the sole prerogative of th.e Department Head
or designee.
21.6. The parties agree that assignment of overtime work is on an involuntary basis and
any employee refusing assignments of such work is subject to disciplinary action as deemed
appropriate by the Solid Waste Director Departments lead.
21.7. Any permanent bargaining unit employee eligible for overtime shall, if recalled to
duty by Management during off -duty hours, receive a minimum of three (3) hours plus one (1)
hour travel time, paid at the overtime rate. The parties. agree that call - back hours shall not be
used in the computation of average earnings for purposes of establishing pension benefits. An
employee out on ill time or worker's compensation will not receive call back pay for taldng the
required physical before said employee may be released to return to work.
'tentative Agreement: City
Date Union
ate 241, l 5
2014 CITY PROPOSAL — March 2015
Article 22
VACATION
22.1. Vacation Scheduling .. By November 30th of the year preceding the vacation year,
each employee will select a vacation period in accordance with the Department Vacation
Selection Procedure, Said Vacation Selection Procedure will be developed by Management and
will include, but not be limited to, the following elements:
A. Vacation selection by seniority in classification,
B, Assignment of an employee number to all employees within each classification
with the number one (1) being the senior person in each classification.
C, Provision of time frames during working hours in which employees will be
directed to select their vacation.
22.2. The Department of Solid Waste Director shall establish a vacation schedule based
on a payroll year and shall post it by January 1 of the current year. The schedule shall establish
the number of personnel, by classification, who may take vacation leave at any one time.
By the last payroll period of each calendar year, each employee shall be granted a
vacation period subject to the provisions of this Article, Where an employee does not submit a
vacation preference as required above, the Department of Solid Waste Director will assign a
mandatory vacation period equal to the employee's current accrual rate, notwithstanding any
carryover t:irne up to 500209 hours. Employees shall not be permitted to exchange seniority
rights in the selection of vacation periods, However, subsequent to the last payroll period of each
calendar year,. employees may exchange vacation periods within their classification subject to the
Department of Solid Waste Director's approval, Such approval shall not be unreasonably
Tentative Agreement: City
Date V6 Unix e}ate J3i3�
2014 CITY PROPOSAL - March 2015
withheld, During the vacation year, employees may use additional vacation leave at the
discretion of the Department of Solid Waste Director.
22.3. Vacation shall be taken by the last payroll period of the calendar year in which the
vacation was credited, Effective upon ratification of the labor agreement, employees shall be
allowed to. carryover five two hundred (500200) hours of the previous year's credited vacation,
Any excess vacation over the five two htmdred (500200) hours allowed carryover shall be
forfeited after January 1st and no exceptions to the maximum carryover allowance shall be
permitted absent the express written approval of the City Manager, Bargaining unit inernber
with unused accrued vacation 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
maximum of those hours or to a maximum of five hundred (500) hours, whichever is greater.
Employees who have been carried on full disability the entire previous year shall be paid for all
excess vacation over five two hundred (5002-00) 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 clue to cancellation by the Department Director or designee, any
hours in excess of the five t-wo hundred (500200) hours which would have been forfeited, shall be
paid on or about January 1, at the employee's hourly rate of pay.
22.4. Vacation shall be accrued in accordance with the accrual schedule set forth
Appendix C to this Agreement (Vacation Accrual by Annual Fours Accrual Code (EC-20.22).
22.5. Other than regularly scheduled vacation, requests for additional 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 of Solid Waste
Director or designee on an emergency basis. Should such request be denied, the employee may
Tentative Agreement: City DateL11E
3 Union„ Date
2014 CITY PROPOSAL —March 2015
only appeal such denial to the City Manager or designee. Except for where otherwise provided in
this labor agreement vacation leave may not be used for illness. 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 date. Vacation shall be calculated on actual service in
the previous calendar year and shall, only be taken after the completion of six months of actual
continuous service.
22.6. In those instances where an employee requests payment of vacation hours as a
result of an emergency situation, such requests will only be considered upon submission of
backup documentation. Approval for such payment will rest solely with the Director of
Department of Iluman Resources Emp$eyee-Relatiens or a designee of the City Manager.
Tentative Agreement; City
Date 4_13 Union r-A 1.4 Date
2014 CITY PROPOSAL — March 2015
Article 23
SITU 'iDIFFERENTIAL
23.1. A night shift differential of $.50 per hour will be paid to bargaining unit employees
who work a regular established shift between the hours of 6:00 p,rn. and 8:00 a.m. However,
more than one-half of the hours of the regular established shift must be within the hours of 6:00
p.m. and 8:00 a.m.
23.2. Consistent with Section 23.1, night shift differential will only be paid for hours
actually worked during theregular shift and will not be paid for any overtime hours and will not
be used to calculate any overtime pay rate.
23,3. Night shift differential shall not be used in calculating average earnings for pension
purpo ses.
Tentative Agreement: City
Date "Ut 3 Unio
'Date '315
2014 CITY PROPOSAL —March 2015
Article 24
UNIFORMS, SHOES, EQUIPMENT
24.1. Employees are required to wear complete uniforms, and any required safety
equipment in the appropriate manner, while on duty. Complete uniforms consist of City
approved shirt, jumpsuit, pants, safety belt, hat and water resistant safety shoes.
24.2. Employees shall report to work in complete uniforms that are properly fitting, clean
and neat, and free from tears, holes, and stains. For each day an employee reports to work in a
uniform that is incomplete or in a condition not meeting the foregoing standard, ("deficient
uniform"), or fails to wear required safety equipment, the Department of Solid Waste Director or
designee may discipline the employee.
24.3. In January of each year, each full time active duty employee shall be provided
uniforms at no expense to the employee as follows: four (4) shirts, which may be tee shirts of a
quality determined by management), four (4) pants, (or two (2) jumpsuits and two (2) pants), one
(1) cold weather jacket, an initial issue of one (1) safety belt, and four (4) caps. In addition, as of
October 1, 2010, each full tirn.e active duty employee shall be provided one additional uniform at
no expense to the employee as follows: one (1) cap, one (1) short sleeve t-shirt, and one (1) pant.
The cold weather jacket and safety belt will be replaced every other year. Should an employee
lose the issued safety belt, the employee will be issued another safety belt and shall promptly
reimburse the City the 'current cost of the safety belt through payroll deduction over a period of
four pay periods. New hires will be provided such uniforms within a reasonable time following
their dates of hire and if hired on or after October 1st, in any year, shall not receive a new
allotment of uniforms until the second January following their 'hire. Each uniform draw shall be
recorded by the supervisor and signed for by each employee. Employees who are working only
Tentative Agreement:. City
Date LI/3 Union(1 Date "
2014 CITY PROPOSAL — March 2015
part time in January, or who return to full time duty after the month of March, shall receive such
uniform(s) as authorized by the Department of Solid Waste Director or designee.
24.4. Employees may purchase at their expense additional items of conforms throughout
the year, through the City. Employees will be charged the actual cost to the City,
24.5. Employees are responsible for cleaning and maintaining their uniforms in a non -
deficient manner, If an employee fails to maintain his uniform according to this standard, the
Department of Solid Waste Director or designee may require the employee to purchase and wear
replacement uniform(s) at the employee's expense, provided that upon request of the employee
and tum in of the item(s), any uniform shirts, pants, or jumpsuit determined by the Department
of Solid Waste. Director or designee, to be deficient for reasons beyond the' employee's control
shall be replaced by the City at the City's expense,
24.6. Uniforms shall be worn by employees only wile on duty, at lunch during the
employee's workshift, or when traveling directly to or from work, Employees shall not engage in
any non -city work related activity while in uniform,
24.7. Employees in those classifications determined by Management to require the
wearing of water resistant safety shoes who have not already received a
125.00--Th 00 voucher to
purchase an initial pair of water .resistant safety shoes will be provided a $125,O0W-00 voucher
for the purchase of an initial pair of water resistant safety shoes.
24.8. When, due to wear and tear or accidental destruction, the Department of Solid
Waste Director or his designee determines a replacement pair of shoes is required, the City will
give the employee a voucher for $125,0075:00 for the purchase of another pair of water resistant
safety shoes. This additional $125.001-5,00 voucher shall only be provided when the worn out or
damaged pair of shoes is turned in to the Department, The Department of Solid Waste Director,
or his designee, shall provide the replacement of authorized water resistant safety shoes on the
Tentative Agreement: City
Date (3
Union i J 3,t6 Date
2014 CITY PROPOSAL — March 2015
basis of need and not on an automatic basis. The shoe allowance authorized by this Article shall
only be paid where an employee purchases a pair of water resistant safety shoes of a quality is
certified as acceptable by Management, Employees shall be advised of shoe models which
conform to City standards.
24.9. Equipment provided an employee by the City will be of a quality determined by
management and will be replaced within a reasonable time of the employee returning.such
damaged or non -usable equipment to the City, when the Department of Solid Waste Director or
his designee determines it is beyond repair or otherwise no longer usable.
24.10. Employees shall reimburse the City for the actual repair or replacement cost of
lost, stolen, or damaged City equipment when the employee's carelessness and/or negligence
contributed to the loss, theft, or damage.
Tentative :Agreement: City
Date Lt
Date t1
2014 CITY PROPOSAL — March 2015
Article 25
LINE OF DUTY INJURIES
25.1. 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 indemnity benefits to any bargaining unit member who sustains a
compensable line of duty injury or illness as provided by the Workers' Compensation Law of the
State of Florida.
25.2, 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.
25.3. Employees shall be eligible for supplementary pay and workers' compensation pay
to the extent that the total of such benefits shall not exceed eighty (80) percent of the employee's
weekly pay prior to the line of duty injury, accident, or occupational disease. This benefit shall
take effect only after the employee has been disabled for a period in excess of seven (7) calendar
days.
25.4. Unless extended as provided below, supplementary salary will be granted for a
period not to exceed 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 member is removed from "D," the non
"D" time will not apply to the 150 days period.
Tentative Agreement: City
Date C()
Date
Jj5
2014 CITY PROPOSAL - March 2015
25.5. If an employee remains temporarily disabled beyond the period of time in which he
is entitled to collect the 80% supplementary pay benefits, he shall be entitled to supplementary
pay equal to 2/3 "D" payments for the additional period of his temporary disability pursuant to
current practices.
25.6, If an employee becomes permanently and totally incapacitated for the farther
performance of the duties of his/her classified position he/she shall petition the retirernent board
for retirerxnent. The supplementary salary of the 2/3 "D" as described above, shall be carried by
the department until the retirement is granted or denied.
25.7. At any time during his/her absence from duty claimed to be the result of a line of
duty injury while an employee is collecting City supplementary pay, the employee shall be
required., upon the request of the City Manager, or his designee, to submit to a physical
examination by a physician designated by the City Manager within fifteen days of the request, If
such employee, without cause, as determined by the City Manager, shall fail to submit to the
examination at the time specified, all City supplementary salary benefits will be terminated.
25.8. Deductions:
In the event a bargaining unit member receives supplementary salary as referenced in this
Artiele, the City will make payroll deductions under the following terms and conditions:
Deductions required by law, "mandatory deductions," including, but 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, medical, life and other insurance contributions, and all other non-
rnandatory and voluntary deductions will be made by the City on the bargaining unit meniber's
1 The amount of the pension contribution shall be based. on "earnable compensation" as define by Miami
Code Section 40-191.
Tentative Agreement: City % Date 11r43 Unior� ; ,a , _w Date l
2014 CITY PROPOSAL —Maroh 2015
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 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 interruptionof payroll and payroll deductions on a biweekly 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 cheek will be
distributed separately through the third party administrator and the City will only pay the
supplemental wage minus 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 runt member will be 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 money 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 immediately brought to the attention of the employee
and a resolution will be proffered and arrangements will be made to rectify monies owed,
Tentative Agreement: City
Date (43 Union
Date
2014 CITY PROPOSAL — March 2015
No supplementary pay will be paid on a claim and/or injury that arises out of a purposeful
act performed by a bargaining unit member that causes harm to self or another,
25.9. Nothing in this section shall be construed as a waiver of the City's rights winder
applicable state law
25.10 Based on operational needs and within the discretion of management, employees
maybe assigned light or modified duty when practicable. An employee assigned to light or
modified duty may be assigned to any department within the Citybased on operational needs as
determined by management, Light or modified duty ssignments may end at any time, but in any
event shall not exceed six (6) inonths in duration, An employee assigned light or modified duty
shall receive their regular pay during such assignment,, and any step/anniversary increases shall
be delayed by the same number of working days in the light or modified duty assignment. .An
employee assigned light or modified duty shall not be eligible for supplemental salary as
provided for in this Article, Article 7 shall not apply to this section.
Tentative Agreement: City
Date 14(.
Article 26
WORKING OUT OF CLASSIFICATION
26.1, The Department of' Solid Waste Director, or designee in his/her sole discretion may direct
an employee to work in an acting capacity in a higher classification other than the one to which the
employee is permanently assigned, clue to absence or vacancy.
26.2. To be eligible to work an acting assignment in a higher classification,. the employee must
hold permanent civil service status and complete the Department's basic training course for the
classification to which the employee will be assigned, possess the federally required valid commercial
drivers' license (CDL) and any required endorsements, and have satisfactorily demonstrated acceptable
work habits and. job performance,
26.3. Once an employee is determined by the Department of Solid Waste Director or designee to
meet the criteria for working out of classification as specified in Section 26,2, the employee may be
assigned to the higher classification based on seniority of classified service with the City for the period of
time determined by Management. Any employee who has been suspended for either vehicular accidents
or absenteeism shall be ineligible to continue working out of classification. The eligibility to work out of
class will be restored once the employee has been free of a vehicular accident or instance free for six
(6) months and his/her most recent performance appraisal is considered satisfactory.
In order for an employee to receive working out of classification pay, the employee must have
been temporarily assigned to ono of the following particular classifications for the specified period of
time:
Waste Collector Operator T 30 work days
Waste Collector Operator II (Garbage) - 30 work days
Waste Collector Operator II (Sweeper) 30 work days
Waste Equipment Operator 30 work days
Once the employee' has been working out of class for more than the period of time specified
herein, the employee will be paid an increase of one (1) step above his/her normal base pay for all hours
worked in the higher classification beyond the work days as specified above.
Those qualified bargaining unit members who satisfactorily demonstrate acceptable work habits
and job performance and who worked out of classification a minimum of 1040 hours in a specific position
shall not need to re -qualify for that specific position worked out of classification, Additionally, when a
bargaining wait member works out of classification for 1040 hours in a specific position, that employee
will receive.a.one (1) step increase in wages without having to wait the specified period of 30 work days
as stated in this section. Grievances related to working out of classification issues are only appealable
through the grievance procedure and not the Civil Service Board,
Tentative Agreement. City
Date /13 Union
Date�it3
2014 CITY PROPOSAL —March 2015
Article 27
GROUP INSURANCE
27.1. The City and the Union agree that the Summary Plan Document (SPD) (entitled
City of Miami Life and Health Benefits) shall be immediately updated to reflect descriptions of
the current benefit, Plan design and all plan benefits shall be those outlined within the updated
version of the employees benefits handbook and shall not be changed without mutual agreement
of the City and the Union. The updated and finalized SPD shall be provided to the City's Plan
Administrator (TPA) and the TPA will administer the Plan benefits in accordance with the
definitions and other language agreed to and contained in the SPD. The SPD, in accordance with
the Department of Labor requirements, shall be distributed to all current and new participants of
the Plan.
27.2. The City agrees to pay $8,08 per eligible bargaining unit member per pay period to
the union within sixty (60) .days or less after ratification upon termination of the existing life
insurance contract to provide life insurance coverage in the amount of $35,000.00 and accidental
death and dismemberment coverage in the amount of
70,000,00. The Union, as of February
2007, has secured a three year rate guarantee from the provider, Mutual of Omaha Insurance
Company. The Union agrees to continue to secure life insurance and accidental death and
dismemberment coverage for all the eligible bargaining unit members throughout the term of this
contract and agrees to provide policy and rate documentation to the City at the City's request.
27.3, Medical/Vision:
The City currently offers medical,. dental prescription drugs and vision benefit plans
through a self - funded plan in which all bargaining unit members, upon obtaining eligibility,
may enroll, to wit:
Medical/Vision Cigna Network
Tentative Agreement: City
Date 1113Union(\ Datte
2014 CITY PROPOSAL -- March 2015
Dual Choice/POS Cigna Network
Dental DHMO Siiistine- Cigna / DPPO - Guardian
EAP Cigna Health Care
Any other plan design changes must be agreed to by the parties prior to implementation.
It is agreed between the parties that as of January 1, 20154, the City's medical plan will
consist of a fivefobr tier program:
Single coverage
Single coverage + spouse
&ileeyeragc + child'
Single Coverage + children
Single coverage + Family (spouse and children)
It is agreed that medical premium rates for all tiers may be adjusted annually upon the
City's calculation of the premium for medical benefits. Premium rates will be calculated by a
certified actuary based on the City's eligibility list and experience and the information will be
provided to the Union, in order to validate any increase or decrease in theoretical premium.
As of January 1, 20154, (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 201520-1 : Dual Choice/POS (Cost of coverage shown bi-weekly)
Employee City
$40.55 $197.97
$89.21 $435.54
$-; 91 $3-6-6.25
Single
Single + spouse
itagle�-C-hi-1
Tentative Agreement: City
Date Union
1 �. }JD ate a.
V . h
Single + Children
Family
2014 CITY PROPOSAL •- March 2015
$75.01 $366,25
$115.56 $564.22
@la—�4�sri1�, 20I4 —gteu--ins anee—for the 1011 2012 fi e l year shall reopen and —en
April 1;-204- group -in ur-a ee he-2012 2013 fiscal ye r shall rcopei
A.s there are frequent and rapid changes in health care costs, it is understood and agreed
between the parties that any changes in contribution amounts will be made based on the annual
calculation of theoretical premium. It is agreed that should theoretical premium costs increase at
a rate higher than the projections used to establish the employee contributions above (projection
used is 10% increase in total premium each year), then those employee contributions shall be
adjusted to reflect the increase and shall be effective at the beginning of the Flealth Plan Year.
Likewise, should the theoretical premium cost decrease more than the projections used to
establish the employee contributions stated above, those employee contributions will be lowered
to reflect the overall theoretical premium decrease,q In any given plan year, projections used to
establish any increase in contributions from the employee: shall be capped at 15%.
Prescription Drug Coverage,
The City currently offers a prescription drug benefit plan for those bargaining unit
members enrolled in and Dual Choice/POS plans. It is a sell fi nded plan administered by Cigna
PTealth 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
Tentative Agreement: City
Date
Unio
Date 141416
2014 CITY PROPOSAL - Maroh 2015
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 day supply for generic drugs
S 80 per 90 day supply fox preferred brand name drugs
5120 per 90 day supply for non -preferred brand name drugs
50% of drug cost per 90 day supply for self-administered
injectables (e.g, injectables drugs used to treat rheumatoid arthritis,
hepatitis C, multiple sclerosis, asthma).
Since prescription drug costs are a major component of the health plan and are subject to
significant annual cost increases, the City and the Union agree to evaluate and measure
pharmacy benefit total casts and evaluate best practice strategies to manage the pharmacy
benefit. Any changes in the pharmacy benefit shall be mutually agreed to by the City and the
Union.
Dental:
Dental premium rate may be adjusted annually upon the City receiving notice from the
dental providers. Employees will be notified of the adjustments in the dental rates during open
enrollment, hi accordance with.current pra:etice, when employees choose to be covered under the
City's dental plan, the employee will continue to pay the dental premium:
Employee contributions: In accordance with the City's Cafeteria Plan group health
premiums will be paid by the bargaining unit employee with pretax dollars.
27.4. A standing committee will be created called the Health Insurance Committee. It
shall be made up of six (6) City of Miami employees, one nletnber appointed by the IAFF, one
Date tit911'5
Tentative Agreement: City
Date
14
a
Union
2014 CITY PROPOSAL, — March 2015
member appointed by AFSCME 1907, one member from AFSCME 871, two members appointed
by the City Manager and one picked by mutual agreement of the Unions and City Manager. The
Group Benefits Coordinator shall serve as a technical advisor to the committee, but will not be a
member nor have a vote. Based on this commitment and in collaboration with labor and
management, this Committee will work during the term of this contract to identify ways to
strengthen and improve our health plan. This will include, but is not limited to:
Obtain timely, aceurate, and transparent reporting with full disclosure, 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 and use of their health plan.
Identify the impact of health improvement and disease management initiatives to
decrease overall medical and drug costs.
Evaluate and measure our pharmacy benefit total costs and fully assess the costs from our
pharmacy benefit manager (PBM) vendors.
Identify proven strategies to more effectively provide prescription benefits, and obtain
vendor (PBM) administrative savings to successfully manage this important benefit.
Make recommendations to the City Manager to reduce health expenditures while
maintaining a quality health plan at an affordable cost and which improves the health of
employees and dependents.
Review employee complaints and remedy situations concerning claims so long as the
decision does not change or impact current benefits, This is intended to reduce the need for the
Tentative Agreement: City
(`.
Date 1 UP S
Date `'k+
1
e
2014 CITY PROPOSAL —March 2015
grievance procedures; however, the bargaining unit member does not waive his/her right to file a
grievance should the committee's remedy not be satisfactory to the employee.
Review and update the Summary Plan Description (currently titled City of Miami Life
and Health Benefits) Any and all other health care and wellness issues identified by the
Committee as promoting initiatives to improve the health of employees and dependents while
maintaining a quality health plan.
The Committee shall meet monthly or as soon as practicable to commence initiatives
outlined above.
27.5 Effective Salutary 1, 2-012—the The Union may explore the possibility of establishing
its own group insurance plan that will consist of medical, vision, prescription, EAP, and dental
coverage.
Tentative Agreement: City
Date 41/I3 Unioi "Date
2014 CITY PROPOSAL — March 2015
Article 28
iIOLIDAYS
28.1. The following days shall be considered holidays:
New Year's Day Columbus Day
President's Day Veterans' Day
Memorial Day Thanksgiving Day
Independence Day Friday after Thanksgiving
Labor Day Christmas Day
D-r•;-Martin Luther King, Tr, Day's Birthday
28.2. Any additional holidays declared by official resolution of the City Cotninission
shall be added to the above list.
28.3. All full-time employees, performing work on any of the above holidays, shall at
their discretion be paid eight (8) hours or ten (10) hours holiday pay depending upon their
assigned work schedule at straight time plus an additional eight (8) or ten (10) hours of straight
pay corresponding to their assigned shift regardless of the hours actually worked as an incentive
for working the holiday or shall be given compensatory time at their straight time rate,
28.4. In order to be eligible for holiday pay, the employee must be in pay status the full
working day preceding and. the full working day following the subject holiday.
28.5. It is recognized that by working the holidays, the City will increase the cast of
operating. the Garbage Collection System within the Department and that the Administration will
be balancing the collection routes, reviewing the utilization of staffing and the organizational
delivery of the sanitation services to the citizens of lvliani. The employees of the Department
recognize that this is a necessity if we are to deliver sanitation services to the citizens of the City
of Miami consistent with funds available to the Department.
Tentative Agreement: City
•
ate
Date Union [�� °'fj�'D
2014 CITY PROPOSAL — March. 2015
28,6. All conditions and qualifications outlined in ARTICLE 21-
OVERTIME/COMPENSATORY TIME/CALL BACK PAY shall apply to this Article. Hour's of
compensatory time accumulated under this Article, when added to the compensatory time earned
under ARTICLE 21- OVERTIME/COMPENSATORY TIME/CALL BACK PAY shall not
exceed two hundred (200) hours.
28,7, Employees assigned to the Trash Division,, Recycling, and Street Cleaning shall
work on all holidays where employees assigned to the Garbage Division are working.
28,8. All holidays specified above shall be designated as non -working holidays unless the
City Manager or designee determines otherwise.
Tentative Agreement: City
to
Date
Union ' 41 � 15 Da
Tentative Agreement: City
Article 29
RESERVED
Date
2014 CITY PROPOSAL— March 2015
Union
Date 41
2014 CITY PROPOSAL March 2015
Article 30
SICK LEAVE
30.1. The parties agree that care and discretion shall be exercised by Management and the
Union in order to prevent the abuse of sick leave privileges. To determine the reasons for an
employee's absence on sick leave, the employee's immediate supervisor or a management
designee may visit the home of the employee on siek leave with pay. In cases where
Management suspects that an employee is malingering, sick leave with pay shall not be granted.
30.2. Effective the first month following ratification of the labor agreement, bargaining
unit employees may accrue eight (8) hours sick leave per month, provided that the employee is in
pay status at least one hundred twenty (120) hours per month, Such sick leave is to be utilized in
one (1) hour increments,
30.3 To receive sick leave with pay, an employee must notify his/her immediate
supervisor, or other person designated by the Department to receive such notice, of illness within
fifteen (15) minutes prior to the time the 'bargaining unit member is scheduled for work, It shall
be the employee's responsibility to notify the department each day the employee will be out ill
within the time frames attained above.
30.4. Any employee absent on sick leave for more than three (3) consecutive work days
must report to the Department of Hunan Resources Employee-RelationsEmployee-Relations for approval before
returning to work.
30.5. All 'bargaining unit members covered by this Agreement shall upon honorable
separation from employment or after retirement be paid for one hundred percent (100%) of
accumulated sick leave up .to seven hundred fifty (750) hours and fifty percent (50%) of
accumulated sick leave above seven hundred fifty (750) hours.
Tentative Agreement: City
Date
T7nion
Date
2014 CTTY PROPOSAL-- March 2015
30.6. Bargaining unit members with accumulated sick leave balance over seven hundred
and fifty (750) hours as of September 30, 2010, will have their balances in excess of seven
hundred and fifty 750 hours grandfathered.
A bargaining unit member's maximum sick leave carryover from calendar year to
calendar year shall not exceed seven hundred and fifty (750) hours 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
members with unused accumulated sick leave hours in exoess of the maximum 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,
30.7. Payoff for accumulated sick leave shall not be used to calculate average earnings
for Pension purposes.
30.8. An employee who is terminated or who opts for resignation after being informed of
the Department's intent to terminate the employee shall not receive compensation for unused sick
leave upon separation from service or retirement. Sick leave conversion shall not occur upon an
employee's separation or retirement from the City,
30.9. Bargaining unit members shall be eligible for a sick leave cash bonus incentive of
one hundred twenty-five ($125) dollars. In order for the employee to receive such incentive, the
employee must not utilize any sick leave, and be active and in a full paid status during the
payroll calendar year. In addition, bargaining unit members who qualify for the sick leave
incentive cash bonus, as described herein, shall receive eight (8) hours of commendation paid
leave. A bargaining unit member will receive an additional one hundred seventy-five ($175)
dollars sick leave cash bonus if at least one hundred (100) bargaining unit employees qualify for
Tentative Agreement: City
Date
Date . lt 5
2014 CITY PROPOSAL — March 2015
the sick leave cash bonus incentive, Such bonuses shall be subject to applicable federal taxes, but
shall not be included for calculating pension.
Tentative Agreement: City
Date IL_ Union(,
Date j (�
2014 CITY PROPOSAL - March 2015
Article 31
BEREAVEMENT - DEATH IN FAMILY
31.1, Any employee covered by this Agreement may, in the case of death in the
immediate family, be authorized up to a maximum of forty (40) hours of paid leave per
oo un enee to arrange and/or attend the funeral of a member of the employee's immediate family
or to attend to the personal affairs of the deceased. Said paid leave days shall be taken
consecutively by the employee, excluding normal days off and holidays, For purposes of this
Article, Tthe 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 grandparents, and stepfather and/or stepmother if they have raised the employee from
infancy regardless of place of residence, and may include any other person who was an actual
member of the employee's household for ten (10) or more years. Within thirty (30) calendar days
from the date the employee returns from a death in the family, the employee will file a copy of
the death certificate of the deceased family member. Said death certificate will be attached to the
form provided by the City and submitted to the Department of Human Resources Employee
Reiationo, Labor Relations -Di -ion. Failure to produce the death certificate will result in the
employee reimbursing the City for any c ayse1ahns taken under this Article, Any employee
found to have falsified his/her application for a death in the family will be dismissed.
31.2. 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. -newspaper account showing,
the4leatil-and relatic h p-ef-the d eeased4to-the-employeo-and/or et ier--app pf}ppor
ting
d is ntation3-e €aiac alhome-pregr•,am-,. as deemed appropi~iato by the Department of Human
Resources or designeeHmplayee Rel-atiens, LaborR-eRRel-atienDivi 0n.
Tentative. Agreement: City Date -U( Unioq , Date
2014 CITY PROPOSAL -- March 2015
31.3 Bereavement leave is for attending a funeral or to attend to estate issues or for being
in a state of bereavement and must be taken within 45 days of the death of the family member.
The Director of Human Resources or designee, at his/her sole discretion, can make exceptions to
the 45 day limit under truly unique circumstance, but the decision is final and cannot be appealed
through the grievance procedure or any other forum,
Tentative Agreement: City Date
YTnio�
201E CITY PROPOSAL— March 2015
Article 32
BLOOD DONORS
32.1. Employees who volunteer as blood donors to contribute to an on -site City supported
Blood Donor Organization will be authorized the paid absence necessary to accomplish this
purpose. The Blood Donor Organization's personnel will determine what amount of time the
donor will need from the point of donation till. the time the employee is released to go back to
work.
Tentative Agreement: City
Date
2014 CITY PROPOSAL- -March 2015
Article 33
JURY DUTY
33.1. Employees shall be carried on leave of absence with pay for actual working time
lost when called to serve on jury duty, Such employees shall be paid at their regular hourly rate
for all working time lost up to the number of hours they are regularly scheduled to work each
week. Employees who complete jury duty shall report back to work during their regular work
schedule or shall forfeit the City compensation for jury duty for the day or days in question.
33. 2. In consideration of receiving their regular pay, employees called to serve on Jury
Duty shall promptly notify their supervisor of the call to jury Duty. The supervisor shall make a
copy of the summons to Jury Duty and forward said copy with the payroll sheets for the week in
which the employee is on Jury Duty.
Employees who serve as jurors for Federal Court shall have deducted from their
paycheck a Jury Duty fee equal to that compensation paid to the employee by the Federal Court
in their jurisdiction per day in the payroll period following the week in which the employee was
on Jury Duty,
Employees who serve as jurors for State and County Court shall not have Jury Duty fees
deducted for the first three (3) days of juror service. Employees who serve more than three (3)
days of Jury Duty shall have deducted from their paycheck a Jury Duty fee equal to that
compensation paid to the employee by the , State or County Court in their jurisdiction.
Any changes by the Courts in the above fees shall be reflected in the employee's
paycheck as they occur,
33.3. Attendance in court in response to legal order or subpoena to appear and testify in
private litigation not in connection with an employee's official duty, but rather as an individual,
shall be taken as vacation, compensatory leave, or leave of absence without pay.
Tentative Agreement: City
Date
2014 CITY PROPOSAL— March 2015
Article 34
FAMILY LEAVE AND LEAVE WITHOUT PAY
34.1. Effective upon ratification by the parties of the labor agreement, bargaining unit
employees shall be eligible for leave without pay in accordance with the Family and Medical
Leave Act of 1993, Such leave is provided under the law for the birth, adoption or foster care of
a child and for a serious health condition of the employee or the employee's spouse, child,.parent
or grandparent, eligible deployment/ return from deployment rights or any other FMLA eligible
event.
34.2, Upon approval of the Department of Solid Waste Director, with the approval of the
City Manager or designee, a leave without pay may be granted for education or any other
acceptable reason.
Education; A leave without pay may be granted for the purpose of enteringupon a course
of training or study calculated to improve the quality of the employee's service to the City
through course work directly related to the employee's job, for a period not to exceed six (6)
months, The request for leave without pay may be extended for an additional six (6) months
upon the approval of the Department of Solid Waste Director and approval of the City Manager
or designee.
Any bargaining unit employee requesting said leave of absence shall be required to
submit evidence of registration upon entering each quarter/semester of school.
Acceptable Reason; A leave without pay may be granted for. an acceptable reason other
than specified herein, for a period not to exceed ninety (90) days. Approval for said leave of
absence without pay is at the sole discretion of the City Manager or Director of Human
Resources Employee —Relations and shall not be appealable to the Civil Service Board or the
grievance procedure.
Tentative Agreement: City
Date 41J
Union k
Y'Date
2014 CITY PROPOSAL. -- March 2015
34.3, Bargaining unit employees who desire to take a leave without pay in accordance
with this Article (excluding serious health condition) must use all vacation and any other time
accrued in 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, vacation and any other time accrued prior to taking such
leave, The usage of such leave time will not prevent the employee from taking leave without pay
as specified herein.
34.4. Bargaining unit employees who take a leave without pay for any reasons specified
in this Article shall not accrue leave time during period.s of leave without pay. At the expiration
of a leave of absence without pay, the bargaining unit employee shall be returned to the same or
similar position vacated when said leave of absence without pay was granted in accordance with
the provisions of the Family and Medical Leave Act. Leave of absence without pay during the
required probationary period of service shall extend the probationary period the length of time
used during the said leave of absence without pay.
34,5. 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.
Tentative Agreement: City
Date t13 Uniot
Date 41 Yf, i
2014 CITY PROPOSAL —March 2015
Article 35
INCARCERATED EMPLOYEES
35.1, The following procedures shall apply to employees who have been arrested and/or
incarcerated.
1)
Incarcerated employees must notify the Director of Solid Waste within
three (3) days from the day of the incarceration.
When Management is made aware of a permanent employee's
incarceration, the department will contact the arresting agency for
verification of the arrest record.
If the incarceration occurs during the permanent, employee's scheduled
work shift, the employee may request the.use of his or her available
vacation time, compensatory time or earned personal leave time, not to
exceed t
rk days. If the employee has not presented
himself/herself ready for work in
ork days, the
employee will be presumed to have resigned.
Should the arrest of the employee be of so severe a crime or heinous in
nature, Management, after an administrative investigation,, Consultation
with the Union President, employee Union representative or his/her
designee may suspend the employee without pay until adjudication of the
case,
If the. employee wins his or her case, Management is not precluded from
reinstating the employee or taking administrative action arising out of the
arrest and trial consistent with applicable rules and regulations.
Tentative Agreement: City
Date 14
Union
(fI
2014 CITY PROPOSAL, — March 2015
Article 36
WORK INCENTIVE PLAN,
36.1. It is agreed between the parties that bargaining unit personnel assigned to the
Garbage, Recycling, Street Cleaning, and Trash Collection. Divisions may be placed on an
incentive basis whereby once the assigned route is completed and has been certified by the
Department of Solid Waste Director, or designee, as being completed, the applicable personnel
may be relieved from their tour of duty for the day. The City reserves the right to require
employees to work the full shift based upon the needs of the department.
Cc. w-4 loP
'The City and the Union will isterely an incentive plan which will improve the current
v) G e) i^2e. 'C'l. rn$) Re eitiellq
incentive plan for the personnel assigned to the Trash division. On an annual basis, the Director
tit Gbdpertt 'eo "i17 (aif�d
shall conduct a review of routes to ensure that employee assignments are balanced and efficient,
4 The Union shall be provided with an opportunity to review all route changes fourteen (14) days
prior to the implementation of any route changes.
36.2. If an assigned route has not been satisfactorily completed as determined by
Management prior to the end, of the normal assigned work day, the employees shall be required
to complete the route on the same day, There will be no call back pay if the employee has left the
yard pursuant to Article 21, Call Back Pay, of this Agreement, Failure to complete the route in a
timely manner may result in disciplinary action, Failure to complete the route in a timely
manner may result in action.
36,3. Should the Department of Solid Waste Director determine the Work Incentive
Plan in its entirety or in part is detrimental to the efficient operation of the Department, all or that
portion of the Work Incentive Plan deemed to be inefficient may be discontinued or modified
upon noticeetohe Union.
L�ctl� rnsufirm vii
Tentative Agreement: City
{
Date q13
Unio ^() • Date I` I lit e
2014 CITY PROPOSAL — March 2015
36.4. The Management of the Solid Waste Department shall designate and have the right
to change the starting times of all work assignments. The following starting times will apply
hence forth. Should Management desire to change said starting times, they will notify the Union
fourteen (14) calendar days prior to the change of shift time.
Recycle Roll Call 7:00 a.m.
Garbage Roll Call 6:15 a,m.
Trash Roll Call 7:00 a.rn,
TOO
Street Cleaning Division 1-9a.ni.
White Wings 7:00 a.m.
Specifically excluded from the fourteen (14) calendar day notice period are temporary changes
of hours or days off necessitated by special events, civil disturbances, acts of God and other
emergency conditions.
36.5, Should the Union disagree with any change of shift time, the Union President or
designee shall advise the Department of Solid Waste Director in writing. If the disagreement
over the schedule change is not resolved, the dispute may be appealed to the City Manager or
designee whose decision will be final and binding upon the parties. This decision will not be
subject to the grievance procedures contained herein, or of any other administrative review
Tentative Agreement: City.
Date _:.11__.._ UniottDate
2014 CITY PROPOSAL — March 2015
Article 37
SUBSTANCE/ALCOHOL - PERSONNEL SCREENING
37.1, In an effort to identify and eliminate on duty controlled substance/alcohol abuse,
urinalysis/evidential breath test (evidential breath tests (EBT) shall be utilized solely for testing
alcohol content) shall be administered as provided herein:
A. To an employee or prospective employee as a part of a scheduled physical
examination.
B, To the driver of any City vehicle .that is determined to be at fault of an
accident when operating City -owned equipment while on duty, or while
driving on City premises.
C. If a driver, while on duty, operating City -owned equipment, is at fault for
damaging private or public property, then a management representative with
the classification of Sanitation Supervisor or above, must determine that
there exist reasonable belief, based upon objective factors, that the employee
is under the influence of alcohol.
D. Where a management representative with the classification of
Sanitation Supervisor or above has a reasonable belief based upon objective
factors that the employee(s) has possession or is using, dispensing or selling
any illegal drug or controlled substance not prescribed by a licensed
physician.
E. Where a management representative with the classificatioe. of Sanitation
Supervisor or above has a reasonable belief, based upon objective factors,
that the employee is under the influence of alcohol on duty,
T+. Randomly based on a pool of all employees.
Tentative Agreement: City
Date Uniai';,
Date a4 gh
201.4 CITY PROPOSAL — March 2015
G. As part of the CDL program as detailed by that current program's
requirements.
H. Bargaining unit members tested in accordance with this article shall he placed on
administrative leave with pay pending the results of the substance/ alcohol test. In
the event that the results of the any substance/alcohol test are positive, the
bargaining unit member shall no longer be eligible for administrative leave with
pay and shall be subject to discipline/discharge in accordance with section 37,18
below.
37.2. All positive tests for a controlled substance will be confirmed by Gas
Chromatography/Mass Spectrometry (G.C,M.S,) or better testing, When a sample is taken under
any of the above cireumstances, a portion of the initial sample shall be retained for a second test
should either management or the employee request same, Testing procedures shall be performed
at a reliable state licensed clinical laboratory.
37.3. Employees shall give a urine sample (EBT for testing alcohol content) at either a
hospital or State accredited testing lab as chosen by the City, Tests by a laboratory other than a
laboratory selected by the City, as provided in this article shall not be permitted as evidence
any arbitration or civil service hearing.
37,A. Management will notify the Union either by telephone, facsimile, or email prior to
an employee is to be tested.
37.5. If a drag tested employee wishes a second testing of the original sample taken, the
following procedures will apply:
A. The employee has twenty-four (24) hours after he or she or the Union is notified
of a positive drug test to request a second test of the remainder of the original
sample. Said right for the second test shall expire after twenty-four (24) hours.
Tentative Agreement: City
Date
Unuai Date H' h
2014 CITY PROPOSAL — March 2015
B. The second drug test will be performed at the same laboratory on the remainder
of the original sample,
C. NADA rules and regulations with the exception of the levels provided for in this
Agreement will apply to the tests conducted,
D. All costs arising out of the request for the second test will be paid by the
employee
requesting same if second test comes back positive, Such payment if necessary
may be deducted from an employee's paycheck,
37.6. If an employee is ordered back to duty for testing, the provisions of Article 21
Overtime/Compensatory Time/Call- Back will apply,
37.7. Where a bargaining unit member alleges that an order made tinder this Article is not
consistent with the criteria cited herein, he/she shall comply with the order, and may
simultaneously file a protest with the communicator of the order, Refusal to submit to a request
for an alcohol or drug test under this Article shall be grounds for dismissal. Disputes arising out
of such orders that results in discipline shall be arbitrable under the Grievance Procedure of this
Agreement.
37.8. The erxrployee(s) shall not be disciplined until a positive test result is communicated
to the City, However, if the employee's conduct in connection with the substance/alcohol abuse
amounts to conduct for which the City may otherwise discipline the employee, the City may take
action prior to learning of the test results.
37.9. Once the Department has determined that an employee is to be tested, the employee
will be placed on administrative leave with pay until such time the employee retains to work
after random substance testing as provided below, is returned to work as a result of a negative
test, enters rehabilitation as provided herein,, or is disciplined or discharged. Employees selected
1"4/t6
Tentative Agreement, City :� Date ' Union "Date
2014 CITY PROPOSAL — March 2015
for random. substance testing shall give a sample as set forth in 37.3, and shall then return to
work for the remainder of their shift unless otherwise instructed by the City.
37.10. The Union will be advised of passed or failed tests to the extent that the releasing
of such data is consistent with Federal or State laws, if the individual involved wants his test
results released to the Union.
MI BILITATIO.N
37s11.. In the event that the results of any substance/alcohol test are positive, the
following criteria, will apply:
A, The employee at his/her own cost shall, within seventy-two (72) hours of the
positive test notification, excluding weekends and holidays, enter and .remain in a
substance/alcohol program approved by the City and the Union until the approved
program administrator is able to state that the employee has successfully
completed the program. If the employee fails to enter the approved
substance/alcohol program within seventy-two (72) hours, the employee will be
terminated. While in the program, the employee will be allowed to return to work
if the program administrator approves; if not, the employee may continue using
compensatory leave, vacation time, and sick leave time tniti]. the program
administrator approves the employee 's return to work. Once the compensatory
leave, vacation time, and sick leave time, are exhausted, the employee will be
carried Authorized Leave without pay and will not be eligible to receive. donated
time from other employees regarding absences due to rehabilitation pursuant to
this section. employees shall not be permitted to work in drivers' positions until
the employee has successfully completed the program. If the employee fails to
complete the program, he or she will be dismissed, If the employee is
Tentative Agreement: City
Date 4 Union
), ` Date
2014 CITY PROPOSAL— March 2015
rehabilitated, as determined by the program administrator, the employee shall be
allowed to returns to work.
B. If relieved of duty, the employee will use all of his/her compensatory leave,
vacation time, and sick leave tune. Once the compensatory leave, vacation time,
and sick leave time are exhausted, the employee will be carried Authorized Leave
without pay,.
C. If the employee fails to enter, participate in and/or successfully complete the
program, including any aftercare program., the employee shall be terminated from
his/her employment with the City.
D. Employees who successfully complete. the program and are cleared to return to
work by program administrator, shall be subject to random dr ug/alcohol
screenings by the City for a period of two (2) years from the date the employee
returns to work.
37,12, The Omnibus Transportation Employee Testing Act (OTETA) of 1991 shall apply
to all bargaining unit employees who fall within the definition of covered employees as
described within the Act. The provisions of this Article shall be. followed to the extent they do
not violate the .Act,
37.13. The testing laboratory shall be licensed by the State of Florida as a clinical
laboratory specializing in the analysis of body fluids for drugs and alcohol.
37,14. Said laboratory must have a licensed clinical laboratory director currently licensed
by the State of Florida. Further, technical staff must be licensed by the State and said personnel
shall include a licensed supervisor.
Tentative Agreement: City(4)
Date
Union -Date
2014 CITY PROPOSAL —March 2015
37.15. The State of Florida inspects such toxicology labs and the lab utilized must have a
track record of having passed and continue to pass the inspections as required by the State of
Florida.
37.16. Participation in the College of American Pathologists Proficiency Testing Program
is a desirable qualification of the testing laboratory. Said lab licensed directors should have
experience in spectroscopy toxicology and drug analysis. Such experience should be
supplemented by formal education and appropriate lab work for a minimum of 10 years.
37.17, For CDL License Operators, all .EBT 's (Evidential Breath Test) with an alcohol
content level of 0.04 or greater shall be considered a positive test result. Non-CDL License
Operators' FBT's (Evidential Breath Test) with an alcohol content level of 0,08 or greater shall,
be considered a positive test result.
DISCIPLINED OR DISCHARGED
37.18. In the event that the results of any substance/alcohol test are positive, the
following progressive discipline will apply:.
A. First Offense: Ten (10) days suspension and mandatory rehabilitation,
B. Second Offence: Dismissal.
C.. A driver that is determined to be at fault as a result of the City's investigation or
the Accident Review Board for damaging. private or public property is subject to
progressive discipline pursuant to A.rtiele 16 of the Disciplinary Procedure.
37.19. An employee who is terminated for failure to meet the requirements of
rehabilitation as described herein, who tests positive for a second offense for controlled
substance or alcohol during or after the rehabilitation period shall have no appeal rights through
Civil Service, the grievance procedure dr any other forum,
Tentative Agreement: City
Date 11/____ Un:i.onC) i
q1Date k//.
2014 CITY PROPOSAL -. Marob, 2015
INITIAL TESTS w URINE
37.20. The initial testing shall use an immunoassay method which meets the requirements
of the Food and Drug Administration for commercial distribution,
37.21. The following cutoff concentrations shall be applicable to determine whether
specimens are negative or positive for the following drugs or classes of drugs utilizing the initial
test procedure:
Cannabis (Marijuana)
Metabolites 50
Cocaine Metabolites 300
Opiates -Metabolites
Morphine 2000
Codeine 2000
6-Acetyimorplv.ne (Test when
the morphine concentration
is greater than or equal to 2000. ng/ml)
Phencyclidine
Barbiturates
Initial Test Level n ml
25
300
B enzodiazopine
Amphetamines
Amphetamine 1000
Methamphetamine 1000
Methaqualone 300
Methylene dioxyinethaniphetamine
(MDMA) (Ecstasy) 500
Methylenedioxyaniphetaniine
(MDA/Ice) 500
Flunitrazeparn (Rohnyol)
(Roofies)
300
300
Desigrier Drugs: Unless specified with cutoff concentration levels, will be
determined by the Agency for Health Care Administrations (AHCA) if standards
exists, or industry standards if no existing AIICA standards.
CONFIRMATORY TEST - URINE
Tentative Agreement: City Date r r ✓ Uniox' Date
20'14 CITY PROPOSAL — March 2015
37.22. All specimens identified as positive by the initial, test shall be confirmed using gas
chromatography/mass spectrometry (GCS/MS) techniques. GCS/MS confirmation procedures at
the following cutoff concentration shall be used for the following drug:
Confirmatory Test Level (ng/ml)
Cannabis (Marijuana)
Metabolite
20
37.23. For all other drugs listed below, the confirmatory test shall detect the confirmed
presence of the substance. The laboratory must be prepared to provide evidence from its quality
control program to prove its capability of detecting such substances.
Confirmatory Test Level (ng/rnl)
Cocaine Metabolites
Opiates Metabolites
Morphine
Codeine
d-Acetylnorphine (Test when the
morphine concentration is greater
than or equal to 200011g/int
Phencyclidine
Amphetamines:
Amphetamine
Metharaaphetamine
Barbiturates
Benzodiazepine
Methaqualone
Methylenedioxymethamphetamine
(MDMA) (Bostasy)
Methylenedioxyanphetamine
(IvIDA/Ice)
Flunitrazepasn (Rohnyol)
(Roofies)
150
2000
2000
10
25
500
500
250
250
150
500
500
300
These concentrations are subject to revision with changes in convention or technology,
The laboratory must be able to document its performance at the cutoff level by the use of quality
.control, both open and blind.
Tentative Agreement: City
Date Iti3 Unto'
Date z4 1 f
2014 CITY PROPOSAL— March 2015
37.24, Proper chain of custody controls shall always be enforced during drug/alcohol
testing. Authorized technicians shall sign the chain of custody form and be responsible for each
urine specimen to be tested. The laboratory shall include sufficient safeguards to ensure that
unauthorized personnel are prevented from gaining access to the laboratory.
Tentative Agreement: City
Date s Union, Date
2014 CTTY PROPOSAL - Maroh 2015
Article 38
PREVAILING BENEFITS
38.1. 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.
38.2.. Provided, however, nothing in. this Agreement shall obligate the City to continue
practices or methods which are unsafe, obsolete, inefficient or uneconomical.
38.3. If the City desires to change such job benefits, the hatter shall be negotiated
between the City and the Union in accordance with Chapter 447, part 2, Florida Statute.
Tentative Agreement: City 0 Date til3
Union C
gate
2014 CITY PROPOSAL — March 2015
Article 39
ENTIRE AGREEMENT
39.1. This Agreement, upon ratification, constitutes the complete and entire Agreement
between the parties, and concludes collective bargaining for its term.
39.2. 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. Therefore, the City and the Union for the
duration of this Agreement, each voluntarily and unqualifiedly waives the right and each agrees
that the other shall not be obligated to bargain collectively with respect to any subject or matter
referred to, or covered, in this Agreement, or with respect to any subject or matter not
specifically referred to, or covered, in this Agreement, even though such subjects or matters may
not have been within the knowledge or contemplation of either or both of the parties at the time
they negotiated, or sighed this .Agreement„
39.2 Such Agreement "precludes the initiation by the Union of any municipal legislation
which would result in the alteration or cost increase of the benefits agreed to in this Collective
Bargaining Agreement or to increase the cost of other employee benefits not specifically
provided for in this Collective Bargaining Agreement.
Tentative Agreement: City
Date
UziiornC ate 45i
2014 CITY PROPOSAL March 2015
Article 40
PROVISIONS IN CONFLICT WITII LAW
40.1. If this Agreement or any provision, section, subsection, sentence, clause, phrase, or
word of this Agreement, is in conflict with any existing State or Federal law, or future State or
Federal law; or with any existing City ordinance; or with any interpretation of this Agreement
made by a court of competent jurisdiction, that portion of this Agreement in conflict with said
law or ordinance or resolution, or court interpretation of law, shall be null and void; but the
remainder of the Agreement shall remain in full force and effect with it being presumed that the
intent of the parties herein was to enter into the Agreement without such invalid portion or
portions. The parties agree that this Agreement takes precedence over any conflicting Civil
Service Rules.
40.2. Notwithstanding any other provisions of this Agreement, the employer may take all
actions necessary to comply with the Americans with Disabilities mt.
Tentative Agreement: City
D ate
Unionbate
2014 CITY PROPOSAL — March 2015
Article 41
TUITION REIMBURSEMENT
41.1. The Educational Reimbursement Program will encourage City employees to
improve job performance and increase career mobility with the City by pursuing courses of study
at certified educational institutions, The policy governing the educational reimbursement
program is intended to be flexible, with broad discretion for approval reserved to the Department
of Solid Waste Director and the City Manager so as to insure increasing on-the-job effectiveness
of City employees. The educational reimbursement program shall not be subject to budgetary
constraints.
41..2. Any full-time, permanent City employee shall be eligible to participate in the
Educational Reimbursement Program,
41.3. All course work must be taken at or from an accredited college, university or
educational institution approved by the City Manager or designee, Class attendance will be on
the employee's own time unless otherwise noted in the course announcement and authorized by
the City Manager or designee,
41.4. Reimbursement will be limited to books, lab fees, and tuition costs up to a
maximum of
4,000 aver -semester, 'net-te-exceed two semesters per calendar year.
41.5 To be eligible for reimbursement, the employee must successfully complete the
course work and provide evidence of successful completion to the City. Successful completion
must be evidenced by a grade of "C" or better.
41.6.. Procedures for reimbursement will be as follows:
Tentative Agreement: City
Date t.q
Unroi <'
Date
2014 CITY PROPOSAL March 2015
A. The employee must obtain three (3) copies of the Application for Tuition
Reimbursement form for each course from his department or the Department of
Human Resources Pi lo-yee Relations -Labor Relations Division,
B. The employee must complete the application in triplicate and submit it to his
department director prior to registration at the education institution,
C. The Department of Solid Waste Director will then review the application and if
approved forward the original and one copy to the Department of Human
Resources l loyee plat on , Labor Relations -Division, If the application is
disapproved, it is then returned to the employee by the Department of Solid Waste
Director,
D, The Department of Human Resources eye —Relations has the authority to
approve or disapprove the application, and applications not approved will be
returned to the Department of Solid Waste Director with the reason for rejection
noted thereon.
41.7 In the event the employee resigns or is terminated from the City within one (1) year
following completion of the course(s) for which City fiends have been expended, the amount of
educational reimbursement paid to the employee will be reimbursed to the City by the employee
upon termination from the City through a deduction from his final paycheck and/or leave balance
accounts.
41.8. Upon completion of the course work, the employee must submit his semester grade
report together with the book, lab and tuition fee receipts to his Department of Solid Waste
Director, The Department of Solid Waste Director will submit the approved application for
educational 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 educational
Tentative Agreement: City Date Union r Date
2014 CITY PROPOSAL—1Viarch 2015
reimbursement. The employees Department of Solid Waste Director will advise the Department
of Huzna;tk Resources Employee Relations, Labor Relations Division of the employee's
satisfactory completion of the course.
Article 42
PENSION
42.1 The parties agree that for the term of this agreement the pension benefits and employee
contributions of employees covered by this agreement shall be as provided in the City of Miami
General Employees' and Sanitation employees' Retirement Trust Section 40-241 through 40-
290, Miami City Code ("GESE"), as amended, except as follows:
42.2 The parties agree that effective October 1, 2011, the GESE amortization periods
will be revised to add 5 years to the existing amortization periods and change periods for future
amortizations as follows:
A. Plan benefit changes for active employees over 20 years (currently 15).
B. Plan benefit changes for retired employees over 15 years (no change).
C. Assumption changes over 20 years (currently 15).
D. Experience Gains and Losses over 20 years (currently 15).
42.3 Effective September 30,2012 or upon implementation of this Article if later (the
"effective date"), the following benefit changes will be implemented for all current employees
who have not reached normal retirement eligibility, and for all future employees: The Maximum
normal retirement benefit shall not exceed $80,000 amorally; provided, any employee wlio has
an accrued benefit in excess of $80,000 annually on the effective date shall retain that benefit,
but shall not accrue any additional benefits after that date.
42.4 BACKDROP option, A Backdrop benefit option shall be implemented on
January 1, 2013. The Backdrop option shall replace the existing DROP program. Employees who
Tentative Agreement: City
Date
3
Date )
2014 CITY PROPOSAL —Marcia 2015
have not attained normal retirement eligibility as of the effective date or were not vested by
October 1, 2010, and all employees 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 or vested prior to October 1, 2010 who chooses not to enter the forward DROP
remains eligible for the Backdrop.
(a) An eligible employee who elects the Backdrop option shall receive a monthly benefit
payable on the employee's actual retirement date (date of retirement and separation from City
employment) based on the benefit the employee would have received if he/she had left City
employment and retired on an earlier date after attaining normal retirement eligibility (the
`Backdrop date"), hi addition, an eligible employee who elects the Backdrop option will receive.
a lump suns payment equal to the accumulation of monthly retirement benefit payments he/she
would have received during the period following the Backdrop date through the actual retirement
date ("Backdrop period"), plus interest at the rate of 3% per year, compounded annually. An
eligible employee may elect a minimum Backdrop period of 1 year and maximum Backdrop
period of up to seven years. An eligible employee who elects the Backdrop option must select
the normal form of benefit or an optional form of benefit at the time of electing the Backdrop
option, The employee's monthly benefit as well as the lump sum payment under the Backdrop
option is based on the form of benefit 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 rnust 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,
Tentative ..Agreement: City Date -V6 3 Unior 6 Date l /
2014 CITY PROPOSAL — March 2015
Bargaining unit members will be eligible to revoke their Backdrop election one time, but within
1 month of their election, However, if a bargaining unit employee is granted a lesser notice
period by the City 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 inay be rolled over to
an eligible retirement plan or IRS in accordance with federal law.
42.5 Effective the first tl - „y pePio .F l rg-Oeteber 1, 20141heThe employee
pension contribution shall be 10%. 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 terminated, 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
Date 13 Union
Date
2014 CITY PROPOSAL, - MercIh 2015
Article 43
MEMORANDUM OF UNDERSTANDINGS
43.1. Effective the date this Agreement is ratified by the parties, should the City and
Union desire to enter into one or more MOU(s) or similar agreement(s) during the life of this
Agreement, such MOU(s) or other agreement(s) will only be binding on the City upon signature
of the City Manager or designee.
Tentative Agreement: City Date 6g3
Union
2014 CITY PROPOSAL- March 2015
ARTICLE 44
` iV N11cJ
ACCIDENT 11-R-VIP31 COMMITTEE
vettiWav' PretittAN00
44.1. AllVaecidents involving a City vehicle will be reviewed by the Accident Reyiew
10ivcw{iovt
Committee. The Accident Rev- Committee is comprised of the following five (5) committee
members: Department of Solid Waste Director or designee, the City's Safety Officer or Risk.
Management Director, Solid Waste Safety Officer, the Union President, and another Union
Prevew+iotA
member. The Accident iew Committee shall develop objective standards and criteria for
f low C,awid hot Iaeto .per ve e l
determining w et4r- an accident im$ .Atable, e revent4lo, r p.4r4ti t based- a the
t4,
44,2. Following review of the accident, the Accident Review Cormnittee shall, by
majority vote, determine whether the accident was preventable, non -preventable, or operational
1)ftt c{-w Saiid Aaie
based on the fact If the ee concludes that the accident was preventable and will result
140 to d,'l "trAr01i,79 4401/0aireCifilte 144e4cw l eh t
in disciplinary action, then the decision may be grieved in accordance with Article 7, Grievance
dri e'r of •fie, v Gv}Cle, rnv6Iva to iAe. acc tdeofi, 51466 vccomy 0d474r'01 It 44 •P'vcwikof `b 1-ti.e.
Procedure,l
i�4l6 C r go l t d W aS`-e.
Tentative Agreement: City
Date 7 ; Uniorc().,
Date ' 111 i
2014 CITY PROPOSAL — March 2015
Article 45
SENIORITY
45.1. Seniority, for the purposes of this article is defined as the original date of hire with
the City as a bargaining unit employee of AFSCML Local 871,
45.2 Seniority shall be a factor in shift assignments, promotions, and in the assignment of
days off within various divisions within Solid Waste.
Tentative Agreement: City
Date VY3
2014 CITY PROPOSAL —March 2015
Article 46
TERM OF AGREEMENT
46.1. After a majority vote of those bargaining unit employees voting on the question of
ratification and thereafter upon its ratification by an official resolution of the City Commission
ratifying the Agreement and authorizing the City Manager to sign the Agreement on behalf of
the City, unless otherwise agreed to by the parties, then the Agreement, upon being signed by the
appropriate Union representatives and the City Manager, shall become effective at 12:00 a.m,,
October 1, 2014-204-0, or as otherwise provided in this Agreement, whichever date is later. The
Agreement shall continue in full force and effect until 11:59 p,m., September 30, 20172-04.4.
er krbe rt Apr-iZ 1. ; 01 ? 1 each -pa 4y may reopen -wages, pension—and-gro up4nsur-anee-far the
2011 2012 Fiscal Year, and en pr11-1.-5-20-12, each party may reopen wages; pensi uj-and group
insurance for the 20-12 2013 Fiscal Year, and-en-April-1, 2013 each -party may reopen -wages -for
•the-201-3-2041-F -seal-Y-e-ar.
46.2. On or. before April 1, 2017201.-4, the Union shall notify the City in writing of its
intention to renegotiate the Agreement in force, and attached thereto shall include a list of
proposals which shall inform the. City of the items which they desire to negotiate,
46.3. On or about May 1, 2.0172-04-4, the parties shall present each other with a list of
proposals it desires to negotiate, together with the specific language describing its proposals.
46.4. Initial discussions shall thereafter, and no later than June 1, 20172014, be entered
into by the City and the Union.
Tentative Agreement: City
Date
Union 8 )1 " Date (;)
AGREED to this
2014 CITY PROPOSAL — March 2015
day of 20142012 and between the respective
parties through an authorized representative or representatives, of the Union and by the City
Manager.
ATTEST:
ATTEST:
CITY CLERK.
Tentative Agreement: City
AFSCME, Local 871
ON THE PART OF THE CITY OF MIAMI,
MIAMI, FLORIDA
City Manager
APPROVED AS TO FORM AND
CORRECTNESS
Date Unio v43 V Date ki / ) 5
Tentative Agreement: City
Date If0
2014 CITY PROPOSAL— March. 2015
CITY ATTORNEY
Unio
CLASS
CODE
NUMBER
APPENDIX A
CLASS TITLE
2014 CITY PROPOSAL— March 2015
SALARY
RANGE
NUMBER
3448 Sanitation Shop Maintenance Worker 21D
3017 Waste Collector/Garbage 19D
3020 Waste Collector/Trash 19D
3108 Waste Collector Operator I 20D
3109 Waste Collector Operator II 21D
3110 Waste Equipment Operator 22D
Tentative Agreement: City
��c
Date Union�, Date
2014 CITY PROPOSAL — March 2015
APPENIMX B
CLASS
CODE
NUMBER CLASS TITLE
7032 Chief Sanitation Inspector
3022 Sanitation Supervisor
7035 Sanitation Inspector
7031 Sanitation Inspector 11
3026 Waste Collection Superintendent
3025 Assistant Waste Collection Superintendent
Tentative Agreement: City
Date
Date 1,31/
2014 CITY PROPOSAL March 2015
INDEX
ARTICLE PAGE
AGREEMENT 1
APPENDIXA 87
APPENDIX B 88
ABSENTEEISM & TARDINESS 17 26
ATTENDANCE AT MEETINGS/EMPLOYEE
UNION TIME POOL 9 14
ACCIDENT REVIEW COMMITTEE 44 77
BLOOD DONORS 32 56
BULLETIN BOARDS 13 21
DEATH IN FAMILY 31 55
DISCIPLINARY PROCEDURES 16 24
DUES CHECK OFF 6 6
ENTIRE AGREEMENT 39 71
FAMILY LEAVE AND LEAVE WITHOUT PAY 34 58
GRIEVANCE PROCEDURE 7 8
GROUP INSURANCE 27 45
HOLIDAYS 28 50
INCARCERATED EMPLOYEES 35 60
JURY DUTY 33 57
LABOR/MANAGEMENT COMMITTEE 11 18
LAYOFF AND RECALL 19 29
LINE OF DUTY INJURIES 25 40
LOSS OF' EMPLOYMENT 18 28
MANAGEMENT RIGHTS 4 4
MEMORANDUM OF UNDERSTANDINGS 43 76
NO DISCRIMINATION 14 22
NO STRIKE 5 5
NOTICES 8 13
OVERTIME/COMPENSATORY TIME/CALL-BACK 21 32
PENSION 42 75
PREAMBLE
PREVAILING BENEFITS 38 70
PROBATIONARY PERIOD 15 23
PROVISIONS IN CONFLICT WITH LAW 40 72
RECOGNITION 1 1
REPRESENTATION OF THE UNION 3 3
REPRESENTATION OF TEE CITY 2 2
RESERVED 29 52
SAFE DRIVING 12 19
SHIFT DIFFERENTIAL 23 36
SICK LEAVE 30 53
SPECIAL MEETINGS 10 17
SUBSTANCE/ALCOHOL - PERSONNEL
SCREENING 37 63
SENIORITY 45 78
TERM OF AGREEMENT 46 79
Tentative Agreement: City Date (443 Union0 Date 1"-f
2014 CITY PROPOSAL — March 2015
TUITION REMIBURSEMENT 41 73
UNIFORMS, SHOES, EQUIPMENT 24 37
VACATION SCHEDULING/CARRYOVER 22 34
VEHICULAR ACCIDENTS 12 19
WAGES 20 30
WORK INCENTIVE PLAN 36 61
WORKING OUT OF CLASSIFICATION 26 43
Tentative Agreement: City
Date 't(3 Union 'Date t,
ir)