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HomeMy WebLinkAboutExhibit-SUBTHIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. AFSCME LOCAL 1907 PROPOSAL JULY 25, 2018 AGREEMENT BETWEEN CITY OF MIAMI, MIAMI, FLORIDA AND MIAMI GENERAL EMPLOYEES AMERICAN FEDERATION OF STATE, COUNTY, AND MUNICIPAL EMPLOYEES LOCAL 1907, AFL-CIO October 1, 2017 2014 -- September 30, 2020 2017 Tentatively Agreed to on For the City of Miami: For the Union ti 1 • Co co 4834 Exhibit -SUB THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. AGREEMENT THIS AGREEMENT is entered into this of 2018 2014, between the CITY OF MIAMI, FLORIDA, a municipal corporation (hereinafter referred to as the "City") and the MIAMI GENERAL EMPLOYEES AFSCME LOCAL 1907, AFL-CIO (hereinafter referred to as the "UNION") Tentatively Agreed to on For the City of Miami: For the Union H THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. PREAMBLE WHEREAS, it is the intention of the parties to this Agreement to set forth herein the entire agreement of the parties concerning matters which are within the scope of negotiation: NOW, THEREFORE, in consideration of the mutual covenants and agreements herein contained, the parties do mutually covenant and agree as follows: Tentatively Agreed to on .- ii For the City of For the U THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 1 RECOGNITION 1.1 Pursuant to and in accordance with all applicable provisions of Chapter 447, Florida Statutes, as amended, the City recognizes the UNION as the exclusive bargaining representative for all employees included in the bargaining unit. 1.2 The bargaining unit is as defined in presently filed Certification issued by the Florida Public Employees Relations Commission initially certified on June 6, 1978, Certification #408, which includes all the classifications listed in APPENDIX A of the Agreement. 1.3 The City shall promptly notify the UNION in writing of any newly created classifications within the City in the bargaining unit. The City shall also �(o Vl'ot4 Gvf .W /%/ el /'epee, v ;r- iftr the Union rki�, ,,a�, „�aa x, audits of any bargaining unit positions(IA) 44ttviv a-te rep4esid 1.4 If there is a dispute between the parties regarding the inclusion or --exclusion of any classifications within the bargaining unit, the issue shall be settled in accordance with State law. Tentatively Agreed to on e- 's 1 U For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 2 REPRESENTATION OF THE CITY 2.1 The City shall be represented by the City Manager, the Director of Human Resources or a person or persons designated in writing to the UNION by the City Manager. The City Manager and the Director of Human Resources or designee shall have sole authority to execute an Agreement on behalf of the City subject to ratification by an official resolution of the City Commission. 2.2 It is understood that the City Representative or Representatives are the official representatives of the City for the purpose of negotiating with the UNION. Negotiations entered into with persons other than those as defined herein, regardless of their position or association with the City, shall be deemed unauthorized and shall have no weight of authority in committing or in any way obligating the City. Tentatively Agreed to on For the City of Miami: For the Union ."--'( THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 3 REPRESENTATION OF THE UNION 3.1 The UNION shall be represented by the President of the UNION, or by a person designated in writing to the City Manager, the Director of Human Resources or designee by the President of the UNION. The identification of representatives shall be made each year at least fifteen (15) calendar days prior to April lst. Said designation shall be accompanied by an affidavit executed by said President that the UNION has complied with all requirements of State law in effect at that time with respect to registration of the UNION. 3.2 The President of the UNION, or the person designated by said President, shall have full authority to conclude an agreement on behalf of the UNION subject to ratification. It is understood that the UNION representative is the official representative of the UNION for the purpose of negotiating with the City. Negotiations entered into with persons other than those as defined herein, regardless of their position or association with the UNION, shall be deemed unauthorized and shall have no weight of authority in committing or in -any -way obligating the UNION. It shall be the responsibility of the UNION to notify the City Manager or the Director of Human Resources in writing of any changes in the designation of the President of the UNION or of any certified representative of the UNION. 3.3 The UNION may be represented at negotiation sessions by not more than four (4) designated employee representatives. The four (4) employee Tentatively Agreed to on For the City of Miami: For the Union �t THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. representatives may be permitted to attend negotiation sessions on duty with no loss of pay or emoluments except that if one of the four (4) employee representatives is the UNION President on full-time release in accordance with the terms of Article 8, Attendance at Meetings/UNION Time Pool, then only three (3) employees may be released from duty with no loss of pay or emoluments. If two (2) of the four (4) employee representatives are the UNION President and the full-time release designee, then only two (2) employee may be released from duty with no loss of pay or emoluments. Tentatively Agreed to on - For the City of Miami: (9) For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 4 MANAGEMENT RIGHTS 4.1 The City has and will continue to retain, whether exercised or not, the right to operate and manage its affairs in all respects, and the powers and authority not abridged, delegated or modified by the express provisions of this Agreement or in any Memorandum of Understanding(s) (MOU) that is incorporated in this agreement and attached hereto or referred to herein, in addition to any MOU entered into during the term of this agreement. AFSCME, Local 1907 and the City retain the right to bring forth additional MOUs which were entered into by both parties and incorporate them as part of the agreement after notification of the respective party (AFSCME, Local 1907/City Manager or designee) who will confirm the authenticity of the MOUs. Otherwise, any changes of terms and conditions of employment shall not be recognized. Any future MOU that amends the collective bargaining agreement shall be subject to Florida Statute, Chapter 447, Part II. The parties agree to a sunset provision that begins at the ratification of this -labor- agreement wherein any MOU that is not included with the labor agreement will be considered null and void. The rights of the City, through its management officials, shall include, but shall not be limited to, the right to determine the organization of City Government; to determine the purpose of each of its constituent departments; to exercise control and discretion over the organization and efficiency of operations of the City; to set Tentatively Agreed to on For the City of Miami: 4-7O51-c)- C31°67 For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. standards for service to be offered to the public; to direct the employees, including the right to assign work and overtime; to hire, examine, classify, promote, train, transfer, assign, and schedule employees; to suspend, demote, discharge, or take other disciplinary action against employees for proper cause; to increase, reduce, change, modify or alter the composition and size of the work force, including the right to relieve employees from duties because of lack of work or funds; to determine the location, methods, means, and personnel by which operations are to be conducted, including the right to determine whether goods or services are to be made or purchased; to establish, modify, combine or abolish positions; to change or eliminate existing methods of operation, equipment or facilities; and to establish rules, regulations and rules of conduct. 4.2 The City has the sole authority to determine the purpose and mission of the City, to prepare and submit budgets to be adopted by the City Commission. This shall not prohibit the UNION from expressing its views to the legislative body at the public budget hearing. -4.3 - -If the City fails to exercise any one--or-more-of theabovefunctions from time to time, this will not be deemed a waiver of the City's right to exercise any or all of such functions. This provision will in no way alter or diminish the rights afforded by Article 7, Prevailing Benefits. Tentatively Agreed to on For the City of Miami: For the Union .St/ THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 4.4 Those inherent managerial functions, prerogatives and policy -making rights which the City has not expressly modified or restricted by a specific provision in this Agreement are not in any way, directly or indirectly, subject to the Grievance Procedure contained in this agreement. 4.5 Delivery of municipal services in the most efficient, effective and courteous manner is of paramount importance to the City of Miami. Such achievement is recognized to be a mutual obligation of both parties within their respective roles and responsibilities. 4.6 The City retains the right to establish, and from time to time to amend, rules and regulations not in conflict with this Agreement. .537 Tentatively Agreed to on1 For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 5 NO STRIKE 5.1 "Strike" means the concerted failure to report for duty, the concerted absence of employees from their positions, the concerted abstinence in whole or in part by any group of employees from the full and faithful performance of their duties of employment with the City, participation in a deliberate and concerted course of conduct which adversely affects the services of the City, picketing or demonstrating in furtherance of a work stoppage, either during the term of or after the expiration of a collective bargaining agreement. 5.2 Neither the UNION nor any of its officers, agents, and members, nor any UNION members, covered by this Agreement, will instigate, promote, sponsor, engage in, or condone any strike, sympathy strike, slowdown, sick-out, concerted stoppage of work, picketing in furtherance of any of those acts or any other interruption of the operations of the City. 5.3 Each bargaining unit member who holds a position with the UNION occupies a -position of special trustandresponsibility -inmaintaining-and-bringing about compliance with this Article and the strike prohibition in F.S. 447.505 and the Constitution of the State of Florida, Article I, Section 6. Accordingly, the UNION, its officers, stewards and other representatives agree that it is their continuing obligation and responsibility to maintain compliance with this Article and the law, including their responsibility to abide by the provisions of this Article and the law by Tentatively Agreed to on 2 `J For the City of Miami: For the Union 5/4 THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. remaining at work during any interruption which may be initiated by others; and their responsibility, in event of breach of this Article or the law by other employees and upon the request of the City, to encourage and direct bargaining unit member violating this Article or the law to return to work, and to disavow the strike publicly. 5.4 Any or all employees who violate any provision of the law prohibiting strikes or of this Article may be dismissed or otherwise disciplined by the City, and any such action by the City shall be appealable to the Civil Service Board. Tentatively Agreed to on I F For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 6 DISCRIMINATION 6.1 The City and the UNION agree that the provisions of this Agreement shall be applied equally to all employees in the bargaining unit without discrimination as to age, sex, marital status, race, color, creed, national origin, religion, disability, sexual orientation, or political affiliation. 6.2 The City agrees not to interfere with the right of the employees to join or not join the UNION, and there shall be no discrimination, interference, restraint or coercion by the City or the UNION because of UNION membership or non -union membership. 6.3 The UNION recognizes its responsibilities as bargaining agent and agrees to represent all employees in the bargaining unit without discrimination, interference, restraint or coercion. 6.4 Any claim of discrimination by an employee against the City, its officials or representatives, other than a claim of discrimination in violation of section 6.2,_shall -not be grievable or, arbitrable -under the provisionsofArticle-14 - Grievance Procedure, but shall be subject to the method of review prescribed by law or rules and regulations having the force and effect of law. 6.5 The UNION shall not be required to process the grievance of a non- union member. Tentatively Agreed to on 2 I O For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 7 PREVAILING BENEFITS 7.1 Job benefits heretofore authorized by the City Manager continuously enjoyed by all employees covered by this Agreement, and not specifically provided for or abridged by this Agreement, shall continue upon the conditions by which they had been previously granted. 7.2 Provided, however, nothing in this Agreement shall obligate the City to continue practices or methods which are unsafe, obsolete, inefficient or uneconomical. Disputes over the application of this Section may be subject to the Grievance Procedure. 7.3 If the City desires to change such job benefits, the matter shall be negotiated between the City and the UNION in accordance with Chapter 447, Part II, Florida Statutes. Tentatively Agreed to on 7 ' 2 % For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 8 ATTENDANCE AT MEETINGS/UNION TIME POOL 8.1 The President of the UNION or a designated representative shall be allowed to attend regular meetings and special meetings of the City Commission, State or National UNION Conventions, the Civil Service Board, the Equal Employment Opportunity Advisory Board and the Pension Plan Board. Time off for the UNION President or any other bargaining unit employees to attend these or other similarly approved meetings will be in accordance with Section 2 of this Article. 8.2 A UNION time pool is hereby authorized subject to the following: A. The City agrees to establish an annual time pool bank of 5,580 b,500 27-5fl$ hours to be used in accordance with the provisions of this Article. All unused hours will be carried over to the following calendar year. B. For each bargaining unit member, except the UNION President, or a designee, when on full-time release, who is authorized to use time from the UNION time pool, the President shall fill out the appropriate form as provided for by the City. This form shall be signed by the UNION President and forwarded to the Department Director a minimum of seven (7) calendar days prior to the time the employee UNION representative desires such leave. A copy shall also be Tentatively Agreed to on For the City of Miami: (VU 1 For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. forwarded to the Director of Human Resources or designee. It is understood on rare occasions the seven (7) day time limit may not be met. The President shall forward a detailed explanation to the Director of Human Resources or designee as to why the seven (7) day rule was not met. C. Bargaining unit members shall be released from duty only if the needs of the service permit, but such release shall not be unreasonably denied. If because of the needs of the service a bargaining unit member cannot be released at the time desired, the UNION may request an alternate bargaining unit member be released from duty during the desired time. D. In reporting a bargaining unit member's absence as a result of utilizing the UNION Time Pool, the daily attendance record shall reflect: "Bargaining Unit Member Doe on AL" (Authorized Leave) E. Any injury received or -any -accident -incurred -by -a -bargaining unit member whose time is being paid for by the UNION time pool, or while engaged in activities paid for by the UNION time pool, except the UNION President and the designee when on full-time release shall not be considered a line -of -duty injury, nor shall such injury or accident be considered to have been Tentatively Agreed to on For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. incurred in the course and scope of employment by the City of Miami within the meaning of Chapter 440, Florida Statutes, as amended. F Upon written request to the Director of Human Resources or designee, the President of the UNION, and the two (2) designees will be released for the term of this Agreement from his/her regularly assigned duties for the City. The terms of this agreement for such release are only to be implemented if the following qualifications are met by the UNION: 1. The UNION President and the two (2) designated representatives, will reasonably be available through the UNION office currently located at 4011 W. Flagler Street, Suite 405, Miami, Florida 33134, for consultation with the Management of the City of Miami. 2. No requests to attend meetings at the City's expense as the UNION representativewill-be--made -to -the City by the UNION, its officers, agents or members. 3. The Time Pool will be charged for all hours during which the UNION President and the two (2) designees are on off -duty up to a forty (40) hour work week, except that absence due to vacation leave, sick leave, holidays, or Tentatively Agreed to on S-1Q-3 For the City of Miami: ;''' For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. compensatory leave will be charged to the President's employee leave accounts. G. On no more than one occasion per month, the UNION Executive Board members may meet during their scheduled work shift for a period not to exceed four (4) hours. At no time will more than eight (8) employees be released to attend such meetings, and the Time Pool shall be charged a minimum of four (4) hours for each employee who attends such meetings. Release of employees for this purpose shall be conditioned upon compliance with other provisions of this Article. 8.3 All applicable rules, regulations and orders shall apply to any bargaining unit employees on time pool release. Violations of the above -mentioned rules, regulations and orders shall subject the bargaining unit employees on pool time to regular disciplinary processes. 8.4 The City reserves the right to rescind the provisions of this Article in the -event -any portion of the Article-is--found-to-be-illegal.--Cancelling the Article shall not preclude further negotiations of future employee time pool. 8.5 Except as provided above, bargaining unit employees who attend administrative or judicial hearings shall not be compensated by the City unless such attendance is on behalf of and at the request of the City. Tentatively Agreed to on For the City of Miami: 1 f) For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 9 UNION STEWARDS 9.1 Employees within the bargaining unit shall be represented by Stewards in areas of the City employment in the number and manner set forth in Section 9.7. The UNION shall furnish Management a list of the Stewards' and alternate Stewards' names and their assigned areas, and shall keep the list current at all times. 9.2 When requested by an employee, a steward may only investigate any alleged or actual grievance in his/her assigned steward area as provided in Section 9.7. He/She will be allowed reasonable time therefore during working hours without loss of time or pay upon notification and approval of his/her immediate supervisor outside the bargaining unit. Such release time will be granted consistent with the needs of the service but will not unreasonably be withheld. 9.3 UNION business, other than that cited above, shall be conducted so as not to interfere with the work assignment of stewards or any other employees. 9.4 A -non -employee UNION Representative may consultwith-employees in assembly areas before the start of each work shift or after the end thereof. 9.5 Should an employee UNION representative covered by this Agreement be released on the Attendance at Meetings/UNION Time Pool Article said employee may substitute for the steward, but in no event shall the steward and the employee UNION representative both investigate the same grievance or appear for the meeting Tentatively Agreed to on For the City of Miami: For the Union -- ) �` THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. called to resolve the grievance. Should the UNION President desire the UNION Steward, as described in Section 9.2, to attend a Step 3 grievance meeting, the steward may be released to attend said meeting with any time loss to be charged to the UNION Time Pool. 9.6 An alternate steward may be appointed for each steward as provided for and assigned in Section 9.7. The alternate steward will be utilized by management when management is unable to reach the UNION steward or the UNION steward cannot be spared for the assigned duties at the time and all provisions of this Article shall apply to alternate stewards as well as regular stewards. 9.7 Responsibility areas (location) and number of UNION Stewards: A. Recreation Personnel (1) B. Police Department Building (2) C. Miami Riverside Center (2) D. Parks Operations, and Public Works Operations (2) E. - -All-General-Service-Administration Divisions, and Department of Solid Waste (2) F. Fire Garage and Stadiums (1) Tentatively Agreed to on 2-`-) /2/ For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 10 CONTRACT DISTRIBUTION 10.1 The City agrees to furnish copies of this contract to each department director where UNION members are employed and said department directors shall make the contract available for employee examination at the employee's request. Tentatively Agreed to on For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 11 NOTICES 11.1 The City agrees to provide to the UNION, the following: Agendas of regular and special City Commission meetings (except where exempt by applicable law), regular and special Pension Board meetings, regular and special Civil Service Board meetings and hearings, Charter Review and Reform Committee meetings, and Finance Committee meetings. 11.2 Upon request by the UNION, the City further agrees to provide the UNION with a complete copy of all current written standard operating procedures, a n d rules, regulations or departmental orders, and any amendments thereto, for any department in which bargaining unit members are assigned. 11.3 The Union shall be provided advance notice of all new employee cne>N1Crt1{ l i12 orientations involving bargaining unit members and shall be allowed up to one (1)- hour to speak thereat. Tentatively Agreed to on For the City of Miami: For the Union ' THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 12 BULLETIN BOARDS 12.1 The City shall provide bulletin board space which shall be used only for the following notices: A. Recreation and special affairs of the UNION B. UNION Meetings C. UNION Elections D. Reports on UNION Committees (including the UNION Political Action Committee) 12.2 Notices or announcements shall not contain anything political or reflecting adversely on the City or any of its officials or employees; notices or announcements which violate the provisions of this section shall not be posted. This shall not preclude endorsements for the Civil Service Board or the Pension Board. Notices or announcements -posted --must be dated -and -must bear the -signature of the UNION President or designee. In the event any non -UNION material is posted on the bulletin board, it shall be promptly removed by a representative of the UNION or by a representative of the City. Tentatively Agreed to on 067:- 2 I' Ay — For the City of Miami: % For the Union Nr THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 13 DUES CHECKOFF 13.1 During the term of this Agreement, the City agrees to deduct UNION membership dues and uniform assessments, if any, in an amount established by the UNION and certified in writing by an accredited UNION officer to the City from the pay of those employees in the bargaining unit who individually make such request on a written 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 shall advise the City of any uniform assessment or increase in dues in writing at least thirty (30) days prior to its effective date. 13.2 This Article applies only to the deduction of membership dues and uniform assessments, if any, and shall not apply to the collection of any fines, penalties, or special assessments. 13.3 Deductions of dues and uniform assessments, if any, shall be remitted -by-the-City-during-the week following -each -biweekly pay -period -to -a -duly --authorized representative as designated in writing by the UNION. The City shall deduct from the remittance an amount for the cost of dues 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. Tentatively Agreed to on ` l 3( For the City of Miami: For the Union - THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 13.4 In the event an employee's salary earnings within any pay period, after deductions for withholding, Social Security, retirement, group health insurance, and other priority deductions, are not sufficient to cover dues and any uniform assessments, it will be the responsibility of the UNION to collect its dues and uniform assessment for that pay period directly from the employee. 13.5 Deductions for the UNION dues and/or uniform assessment shall continue until either: 1) revoked by the employee by providing the City with thirty (30) days' written notice that he/she is terminating the prior check off authorization, 2) the termination of the authorizing employee, 3) the transfer, promotion, demotion of the authorizing employee out of this bargaining unit, or 4) the revocation or suspension of dues deduction as certified by the duly authorized UNION representative. 13.6 The UNION shall indemnify and hold the City, its officers, officials, agents and employees harmless against any claim, demand, suit or liability (monetary or otherwise) and for all legal costs arising from any action taken or not taken -by the City, its officials, -agents and -employees -in-complying-with this Article. The UNION shall promptly refund to the City any funds received in accordance with this Article which are in excess of the amount of dues and/or uniform assessments which the City has agreed to deduct. 13.7 The City will not deduct any UNION fines, penalties or special assessments from the pay of any employee. Tentatively Agreed to on c) /8 For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 13.8 The dues check off authorization form provided by the City shall be used by employees who wish to initiate dues deduction. Tentatively Agreed to on For the City of Miami: IX For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 14 GRIEVANCE PROCEDURE 14.1 It is agreed to and understood by both parties that there shall be a procedure for the resolution of grievances arising from the application or interpretation of this Agreement. 14.2 A grievance is any dispute, controversy or difference between (a) the parties, (b) the City and an employee or employees on any issues with respect to, on account of, or concerning the meaning, interpretation or application of this Agreement or any terms or provisions thereof. A grievance shall refer to the specific provision or provisions of this Agreement alleged to have been violated. Any grievance not conforming to the provisions of this paragraph or that contains non -identification of specific violations of the Agreement shall be denied and not eligible to advance through the steps of the Grievance Procedure, including arbitration. 14.3 Nothing in this Article or elsewhere in this Agreement shall be construed to permit require the UNION to process a grievance (a) on behalf of any employee -without -his/her -consent, or(b) -with -respect- to any matter -which is -the subject of a grievance, appeal, administrative action before a governmental board or agency, or court proceeding, brought by an individual employee or group of employees, or by the UNION. Oral and written reprimands/warnings/deficiencies shall not be considered grievable under this Agreement or the Civil Service Board. Tentatively Agreed to on 7 ---cP-67- 210 For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 14.4 It is further agreed by the UNION that with respect to disciplinary actions, employees covered by this Agreement shall make an exclusive election of remedy prior to filing a Step 2 or Step 3 Grievance or initiating action for redress in any other forum. Such choice of remedy will be made in writing on the form to be supplied by the City. The Election of Remedy form will indicate whether the aggrieved party or parties wish to utilize the Grievance Procedure contained in this Agreement or process the grievance, appeal or administrative action before a governmental board; or agency or court proceeding. Such gselection of redress other than through the Grievance Procedure contained herein shall preclude the aggrieved party or parties from utilizing said Grievance Procedure for adjustment of said grievance. An co situ; ewor-ee e oo ze _any sim lar e m. 14.5 The number of "working days" in presenting a grievance and receiving a -reply -from the different levels of -supervision shall -be -based -upon -a -forty (40) hour, five (5) day work week, Monday through Friday, not including City-wide holidays. Any grievance not processed in accordance with the time limits provided below, shall be considered conclusively abandoned. Any grievance not answered by Management within the time limits provided will automatically advance to the next higher step of the Grievance Procedure. Time limits can only be extended by mutual agreement of Tentatively Agreed to on For the City of Miami: For the Union i THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. the UNION and Department Director or the Director of Human Resources or designee. Such agreed to extensions shall be followed up in writing. 14.6 Where an employee covered by this Agreement elects to represent himself or be represented by someone other than the UNION, the City will respond through its management representatives consistent with the following steps and time limits. Said response will not be inconsistent with the Labor Agreement and a representative of the UNION will be given an opportunity to be present and receive a copy of the written response. 14.7 A grievance shall be processed in accordance with the following procedure: Step 1. The aggrieved employee shall discuss the grievance with his/her immediate supervisor outside the bargaining unit within five (5) ten (10) working days of the occurrence which gave rise to the grievance. A City employee UNION representative will be given a reasonable opportunity to be present at any meeting called for the resolution of such -grievance. -The immediate supervisor, -outside-the-bargaining unit, shall attempt to adjust the matter and/or verbally respond to the employee within five (5) ten (10) 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, or when a grievance is filed due to an employee's dismissal, Tentatively Agreed to on 3 -2. 2 /2 For the City of Miami: For the Union J THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. it shall be presented directly at Step 3 of the Grievance Procedure, within the time limits provided for the submission of a grievance in Step 1 by the UNION President. If the grievance relates to a disciplinary action, The the Election of Remedy form as provided in Section 14.4 of this Article must be completed and attached to grievances presented directly at Step 3. All grievances must be processed within the time limits herein provided unless extended in writing by mutual agreement between the Director of Human Resources or designee and the UNION President or grieving employees. Step 2. If the grievance has not been satisfactorily resolved at Step 1, the employee or the UNION representative may pursue the grievance by completing thc Election of Rcmcdy form provided for in Section 14.4 of this Article before initiating the grievance to the second step of the Grievance Procedure. With regard to disciplinary actions, If if the aggrieved party or parties elect the remedy other than the Grievance Procedure (Civil Service) contained herein, the grievance shall be withdrawn and conclusively -abandoned. Whcn the Election of Rcmcdy form indicates the grievance is to be advanced through thc Grievance Procedure, tThe employee or the UNION Representative shall reduce the grievance to writing on the standard form provided for this purpose and presenting such written grievance to the Department Director ctO concerned within five (5) working days from the time the supervisor has given his/her oral response to Step 1. The Department Director or designee and Management Tentatively Agreed to on 29 For the City of Miami: % For the Union Tr\ THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. personnel concerned shall meet with the employee and the UNION Representative 1-en C to) and shall respond in writing to the UNION within five -(-5) working days from receipt of the written grievance. Step 3. If the grievance has not been satisfactorily resolved at Step 2, the employee and/or the UNION President may present a written appeal to the Director of Human cio) Resources or designee within ocvcn (7) working days from the time the Step 2 response was due in Step 2. The Director of Human Resources or designee shall meet with the employee and/or the UNION President and shall respond in writing to the UNION within 8cVCn (7). working days from receipt of the appeal. Step 4. If the Grievance is not settled at Step 3, it may upon written request of the tOO UNION President within ,seven (7) working days after receipt of reply or answer be referred to arbitration. 14.8 The arbitration proceeding shall be conducted by an arbitrator selected by -the -employer and the UNION -The -selection process of the -arbitrator -between the employer and the UNION will take place within twenty (20) days after notice is given. If the parties fail to select an arbitrator, the Federal Mediation and Conciliation Services, or some other mutually agreed upon service, shall be requested to provide a minimum panel of five (5) arbitrators. Both the employer and the UNION shall Tentatively Agreed to on `— Z6 a For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. alternately strike a name from the panel until one remains. The party requesting arbitration shall strike the first name; the other party shall then strike one name. 14.9 The arbitration shall be conducted under the rules set forth in this Agreement and net under the rules of the American Arbitration Association. Subject to the following, the arbitrator shall have jurisdiction and authority to decide a grievance as defined in this Agreement. The arbitrator shall have no authority to change, amend, add to, subtract from or otherwise alter or supplement this Agreement or any part thereof or any amendment thereto. The arbitrator shall have no authority to consider or rule upon any matter which is stated in this Agreement not to be subject to arbitration or which is not a grievance as defined in this Agreement, or which is not specifically covered by this Agreement; nor shall this Collective Bargaining Agreement be construed by an arbitrator to supersede applicable laws in existence at the time of signing this Agreement. 14.10 The arbitrator may not issue declaratory or advisory opinions and shall confine himself/herself exclusively to the question which is presented to him, which question must be actual -and -existing. 14.11 The fee and expenses of the arbitrator shall be paid by the party which loses the appeal to arbitration. Each party shall fully bear its own costs regarding witnesses and representation. Should any individual bargaining unit member bring a grievance under this Article on his/her own, he/she shall be required to post a bond Tentatively Agreed to on For the City of Miami: -261 For the Union r-, THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. of an estimated one-half (1/2) of the expenses of the hearing with the arbitrator before the hearing may be scheduled. 14.12 Copies of the award of the arbitration made in accordance with the jurisdiction or authority under this Agreement shall be furnished to both parties within thirty (30) days of the hearing and shall be final and binding on both parties. 14.13 Consistent with Chapter 447.401, the UNION shall not be required to process grievances or be liable for any expenses for employees covered by this Agreement who are not members of the UNION. Where non-members or any employee covered by the Agreement elects not to be represented by the UNION, written responses shall be given to the employee and to the UNION. 14.14 A request for review of complaints under Civil Service Rule 16.2 may only be made by full-time classified service employees. Such requests under Rule 16.2 shall be denied where the request does not cite the applicable Civil Service Rule(s) which is the basis of the complaint; or, where the issue relates to a matter covered by the Collective Bargaining Agreement. This section shall be limited solely to- hearings _-under -Rule 16. Tentatively Agreed to on For the City of Miami: For the Union /` THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 15 EMPLOYEES' BILL OF RIGHTS 15.1 When an employee has reasonable grounds to conclude that his/her participation in an investigatory interview will result in his receipt of disciplinary action, the employee may request that a UNION representative be present at the interview. The employee's representative shall confine his/her role in the interview to advising the employee of his/her rights and assisting in clarification of the facts. Upon request, the City will make a reasonable effort to contact the employee's choice of representative, but shall not be obliged to delay the interview for more than sixty (60) minutes. 15.2 Investigatory interviews shall be conducted at a reasonable hour, preferably while the employee is on duty, unless the seriousness of the investigation is of such degree that immediate action is required. If the employee is required to -be interviewed outside his assigned work schedule, he/she shall be paid overtime in accordance with Article 27. 15.3 At -the commencement -of -the interview, the employee shall be advised of the subject matter of the investigation. 15.4 The parties agree to abide by the law with respect to the use of polygraphs. Tentatively Agreed to on `� /o For the City of Miami::` For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 16 DISCIPLINARY PROCEDURES 16.1 In cases where it becomes necessary to discharge or otherwise discipline a permanent, classified employee covered by this Agreement, a representative of management shall give notice of said discipline to the employee. Such notice of discipline shall be confirmed in writing to the employee and the UNION no later than five (5) working days following the day of discharge or imposition of discipline, excluding Saturdays, Sundays, holidays and the day of occurrence. 16.2 Employees who have not attained permanent status in the classified service, or who are entrance probationary employees, may not grieve disciplinary action under the provisions of this Agreement. 16.3 If an appeal of any discharge or other disciplinary action, excluding oral or written reprimands, is filed with the Civil Service Board in accordance with the Board Rules and Regulations, such appeal shall be an automatic election of — remedy -and -shall -waive any right on -the -part -of -the -employee -or -the UNION to file or process a grievance under the terms of this Agreement protesting such discharge or other disciplinary action. Should an employee elect to grieve discharge or other disciplinary action, excluding an oral or written reprimand, such grievance shall be made only in accordance with the terms of the Grievance Procedure Article as contained in this Agreement. Tentatively Agreed to on f' For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 16.4 The process of an app al to the Civil Service Board or a grievance under this Agreement, shall be an exclusive election of remedy by the employee and shall b e-ca-yiaiver--ef-all-et-her-fer±}na-s-e-f-r-eyiew-aFkd-due-pr-eee-s-s-t-e-whi-eh-t-re-mp1eyee-Baay $N1'r5Si 9.ecorciS o ` COJl.f,j otherwise be entitled. Cir^1 ^ncl w=Y++e _ -N,. res shall be r'1Jit d- V0ta, and shall not be used against the employee '1 fee- 3. after a period oft 6 years. 16.5 Entrance probationary employees who were appointed to a position but who did not complete the required probationary period may be discharged or demoted any time prior to the expiration of the probationary period. The employee shall not be accorded a hearing before the Civil Service Board or access to the grievance procedure contained herein. A probationary employee who is in probationary status due to a promotion shall be returned to a former classification in which the employee held permanent status. If an employee who is in probationary status due to a promotion is rolled back, he or she may appeal the decision to the Director of Human Resources. Such appeal shall be made within five (5) days' notice of the roll back, in writing, and the decision of the -Director will be final. - Tentatively Agreed to on — I For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 17 LOSS OF EMPLOYMENT 17.1 Employees shall lose their seniority and their employment shall be terminated for the following reasons: 1. Discharge if not reversed. 2. Resignation. An employee who voluntarily submits a resignation either orally or in writing shall have the right to withdraw said resignation for up to twenty-four (24) hours from submission. If submission occurs on a day preceding a weekend or holiday or the employee's regular day off, the employee shall have to the close of the employee's next regular working day to withdraw said resignation. 3. Abandonment of position. An employee absent for a period of three (3) workdays without notification of valid reason to the City and who has no legitimate reason for not notifying the City of his/her absence, may -be considered -as -having -resigned. Said resignation shall only be reviewed, if applicable, by the City Manager or the Director of Human Resources or designee. 4. Unexcused failure to return to work when recalled from layoff, as set forth in the recall procedure. Tentatively Agreed to on For the City of Miami: For the Union j °`f THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 5. Unexcused failure to return to work after expiration of a formal leave of absence. An employee who fails to return from a formal leave of absence will be considered as having resigned. Said resignation shall only be reviewed, if applicable, by the City Manager or the Director of Human Resources or designee. 6. Retirement. 7. Layoff for a continuous period of eighteen (18) months. 17.2 For purposes of Rule 14, any loss of employment due to a department restructuring, department reorganizing, downsizing or abolishment of a position shall be treated the same as a "layoff'. Permanent employees subject to layoff shall be demoted or transferred to those classes in which the employee held previous status, consistent with Civil Service Rules and Regulations notwithstanding Article 24, Section 24.1, Wages. If the employee has ten (10) years of full-time consecutive classified service with the City and has never held permanent status in another position, the employee may be -demoted-or-transferred-by -management-in accordance with his/her - seniority to another position in the bargaining unit that is as close to the employee's present class and wage level as possible and which he/she is able to perform and qualified to fill. The employee must make a written request for such demotion or transfer within three (3) working days after notification of layoff. Tentatively Agreed to on For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. Such request shall be made to the Director of Human Resources or designee. Management shall have the right to determine such person's ability and qualifications to fill a position without recourse through the grievance procedure or any other appeals procedure with exception of the following. Should the individual transferred or demoted feel that the position determined by Management is not the one closest to their previous salary level for which they are qualified, the employee may appeal within three (3) working days of notice of the new assignment only to a two (2) person committee made up of the Director of Human Resources or designee and the UNION President shall convene a meeting with the Federal Mediation and Conciliation Service Commissioner who shall review the placement and render an advisory decision to the parties. Employees transferred or demoted under this Section shall replace the least senior employee in the position which he/she occupies. If the employee's regular position subsequently becomes available, consistent with Civil Service Rules and Regulations, he/she shall be promoted and transferred back to his regular position. It is understood -by -the -UNION and the City that nothing -in -Section 17.2 guarantees the employee a job nor is the City obligated to create a job, but the City will make a good faith effort to place the individual demoted or laid off consistent with the language of Section 17.2. Tentatively Agreed to on For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 18 EMPLOYEE EVALUATION 18.1 Permanent full-time classified employees covered by this Agreement will be evaluated utilizing the appropriate evaluation forms as approved by the Human Resources Department. The evaluation will be provided on the employee's anniversary date. 18.2 Prior to distribution of an evaluation, the Department Director shall review the supervisor's ratings to check for consistency and that the criteria in the evaluation system has been met. Employees evaluated will be given a copy of the evaluation rating. Should an evaluation be downgraded after the employee's initial evaluation by his/her immediate supervisor, the employee will be given a copy of the downgraded evaluation rating. Only a copy of an unsatisfactory rating will be forwarded to the UNION President. Any employee rated below satisfactory by Management will be given an opportunity to improve to a satisfactory level. Failure to improve will result in disciplinary action up to and including termination. This section -shall not apply -to permanent -full-time classified -employees-serving in a probationary promotional appointment. 18.3 Permanent full-time classified employees serving in a probationary promotional appointment must successfully complete the probationary period within the time frame provided (6 to 12 months), unless the Department Director recommends an extension of said time frame. Any person hired or promoted into an Tentatively Agreed to on For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. Emergency Dispatcher position in the Police Department or the Fire -Rescue Department shall serve an eighteen (18) month probationary period. Extensions of probationary periods shall be approved by the Director of Human Resources or designee. 18.4 Unsatisfactory rating of permanent full-time classified employees not serving in a promotional appointment shall cause the employee to appear before the Civil Service Board to show cause why he/she should not be removed, suspended, or reduced in grade. Should an employee covered by this section feel the unsatisfactory rating was incorrect, he may grieve the rating consistent with the Grievance Procedure. However, any grievance concerning the employee's unsatisfactory evaluation will be consolidated with any discipline appeal should the employee be removed, suspended or reduced in grade because of the unsatisfactory evaluation. Tentatively Agreed to on For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 19 ANNIVERSARY INCREASE 19.1 Salary increases recognizing satisfactory service within established pay ranges are provided for in the City's salary schedule. On written approval from the Department Director, employees shall receive a one-step increase in salary, not to exceed the maximum step rate. Those employees receiving approved anniversary increases when submitted during the first seven (7) days of the payroll period, shall receive the higher rate of pay for the full pay period. Those employees receiving approved increases from the eighth (8th) to the fourteenth (14th) day of the payroll period shall receive their anniversary increase effective the start of the following pay period. All anniversary increases shall be subject to review for accuracy by the Department of Human Resources. 19.2 Leaves of absence without pay or suspension of any duration shall delay anniversary increases by the same number of workdays. 19.3 Anniversary increases are not automatic. Anniversary increases shall be -awarded only -on -the -basis of continued satisfactory -service by -the -employee and on the positive approval of the Department Director. A Department Director may withhold anniversary increases due to excessive absenteeism resulting from tardiness, sick leave usage and/or until such time as, in the Department Director's judgment, the employee's service within the classification meets the standards of Tentatively Agreed to on For the City of Miami: For the Union sh-f THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. satisfactory performance for the position. Employees whose anniversary increases are delayed or denied shall be notified of the reasons for the action being taken. Employees whose anniversary increases are delayed or denied due solely to tardiness or sick leave usage may request a review of the denial by the Director of Human Resources or designee, whose decision shall be final and binding. 19.4 Effective October 1, 2017, for purposes of receiving merit increases and adjustments, the anniversary date of "Affected Employees" (as that term is defined in the Settled Agreement for Case No. 17-001234-CA-01) shall revert back to the ,c(� `� Affected Employee's date of hire into his/her classification. 6 Tentatively Agreed to on 01 For the City of Miami: For the Union 7--"( THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 20 EMPLOYEES ACTING WITHIN THE SCOPE OF AUTHORITY 20.1 Whenever a civil or criminal action is brought against a bargaining unit employee, while in the course of his/her City on -duty employment, and while acting within the scope of his/her authority, the City shall have the option to pay legal costs and attorney fees; not to exceed one hundred and twenty five ($125.00) dollars per hour or provide legal counsel where: a) the bargaining unit employee is found not to be liable or guilty, and b) when the plaintiff requests dismissal of the suit. 20.2 The City will neither provide legal representation nor pay any claim or judgment entered against any bargaining unit employee if the claim or judgment arises from any of the following: 1. Any unauthorized and/or criminal act; 2. Any intentional tort; 3. Gross negligence or misconduct; or 4. While under the influence of alcohol, drugs or illegal substances. Tentatively Agreed to on For the City of Miami: ` For the Union S- THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 21 WORKING OUT OF CLASSIFICATION 21.1 A department director, or designee, may direct an employee to serve in a vacant classification higher than the classification in which an employee currently holds status. Employees assigned to work out of classification shall meet the minimum job requirements for the position being filled. assignment is made- 21.2 In the event an employee is assigned work of a higher classification as provided for in Section 21.1 of this Article, the employee will be granted a one-step increase or the rate for the first step of the higher classification, whichever is greater, for all time worked out of classification in excess of thirty (30) consecutive calendar days. If the employee is assigned working out of classification in a job basis position, the employee will be granted compensation as provided for in this section, however, the employee is not entitled to overtime. Employees performing work lower than their current classification are not -entitled -to working out -of classification -pay. -- 21.3 Method of Qualifying Incumbents of Classified Positions Allocated to New or Higher Levels - Whenever an occupied position has been allocated to a new or higher classification, the incumbent thereof shall be qualified for the new classification in one of the following manners: Tentatively Agreed to on For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. (a) If the incumbent has been performing satisfactorily at the new or higher level for a period of four years or more and has held permanent status in the previous classification, he/she shall receive the new or higher classification with permanent status, without further examination; or (b) If the incumbent has been performing satisfactorily at the new or higher level for a period of two years or more and less than four years, and has held permanent status in the previous classification, he/she shall be given a qualifying examination, the scope of which shall be at the same level of difficulty as normally given for the same or like classification, and if successful therein, he/she shall receive the new or higher classification with permanent status. (c) In the event the incumbent does not qualify under (a) or (b) above, he/she shall be returned to his/her previous classification (i.e., the position held prior to working out of class), and the position filled from the appropriate eligible register. 21.4 During any on -job training program -designed to -upgrade -employees' skills, those employees in such training shall not be eligible for additional compensation as provided in Section 21.2 of this Article. 21.5 In order to initiate an acting assignment, the employee's immediate supervisor shall, upon assigning an employee to an acting assignment, immediately complete the necessary notification form as provided by the City. Upon notification Tentatively Agreed to on For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. of an employee placed on acting assignment. the Human Resources Department shall conduct an evaluation to determine the eligibility of the employee assigned to the acting assignment in accordance with this article. Tentatively Agreed to on For the City of Miami: ( l For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 22 REST/LUNCH PERIODS 22.1 All employees' work schedules shall provide for a fifteen minute rest period during each four (4) hour work period. 22.2 Employees who do not take a rest period due to work conditions or by personal choice may not lengthen lunch periods, cover an employee's late arrival or early departure, nor may it be regarded as cumulative if it is not taken. 22.3 Employee lunch periods are not compensated by the City and therefore may not cover an employee's rest period, late arrival or early departure. Tentatively Agreed to on For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 23 LINE OF DUTY INJURIES 23.1 Workers' Compensation Medical and Indemnity Benefits. To the extent required by, and subject to the limitations specified in, Chapter 440, Florida Statutes, the City will provide workers' compensation 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. 23.2 Supplemental Salary 23.2(a) Any bargaining unit member who is disabled as a result of an accident, injury or illness covered by Chapter 440, Florida Statutes, will be granted supplementary salary, subject to the terms and conditions set forth below. Supplemental salary will be paid in the form of a continuation of the bargaining unit member's regular paycheck as provided by Resolution No. 39802. This check will include those indemnity payments provided for under the Workers' Compensation Law. 23.2(b) Full-time Civil Service employees who have permanent status with the City as of September 30, 1981 shall receive supplementary pay which, when added to the workers' compensation benefits shall not exceed 100% of the employee's weekly pay prior to the line of duty injury, accident, or occupational disease for the period of entitlement to full supplementary pay. Tentatively Agreed to on For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. All other employees and Civil Service employees hired subsequent to September 30, 1981, shall be eligible for supplementary pay and workers' compensation pay to the extent that the total of such benefits shall not exceed eighty (80) percent of the employee's weekly pay prior to the line of duty injury, accident, or occupational disease. This benefit shall take effect only after the employee has been disabled for a period in excess of seven (7) calendar days. 23.2(c) 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 additional 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. 23.2(d) If an employee remains temporarily disabled beyond the period of time in which he is entitled to collect supplementary pay benefits, he/she shall be entitled to 2/3 "D" pay for the additional -period of his/her -temporary -disability -pursuant to current practices. 23.2(e) If an employee becomes permanently and totally incapacitated from the further performance of the duties of his/her classified position he/she shall petition the retirement board for retirement. Tentatively Agreed to on For the City of Miami: For the Union �� THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. The 2/3 "D" pay as described above shall be carried by the department until the retirement is granted or denied. 23.2(0 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/her designee, to submit to a physical examination by a physician designated by the City Manager within fifteen (15) days of the request. If such employee, without cause, as determined by the City Manager, shall fail to submit to the examination at the time specified, all City supplementary salary benefits will be terminated. 23.3 Deductions: In the event a bargaining unit member receives supplementary salary as referenced in this Article, the City will make payroll deductions under the following terms and conditions: Deductions required by law, "mandatory deductions," including, 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 contributions, medical, life and other insurance contributions, and all other non -mandatory and voluntary deductions will be made by the City on the The amount of the pension contribution shall be based on "earnable compensation" as defined by Miami Code Section 40-191. Tentatively Agreed to on For the City of Miami: c:�s �J1CI For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. bargaining unit member's behalf only to the extent that sufficient funds are then available. The City will not make any non -mandatory and voluntary deductions if the combined workers' compensation benefits and supplementary salary are insufficient to cover the amount of the deduction(s). If there are not sufficient funds available, the bargaining unit member will be responsible for making payments for the non -mandatory and voluntary deductions directly to those providers and creditors who would have otherwise been paid through the City's payroll deduction process. The parties agree that this process is intended to provide the employee with these paychecks without interruption of payroll and payroll deductions on a bi-weekly basis. Should the employee notify the City by contacting Risk Management that he/she does not want a combination of Workers' Compensation indemnity pay included with the supplemental wage for the purposes of making regular deductions, the Workers' Compensation check will be distributed separately through the third party administrator and the City will only pay the supplemental wage minus federally mandated deductions. i.e. withholding, social security and Medicare. All _other_non-mandator_y_deductions, including pension, medical; -life -and other -insurance contributions and all other non -mandatory and voluntary deductions will not be made and the bargaining unit member will 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. Tentatively Agreed to on For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 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. No supplementary pay will be paid to any bargaining unit employee whom is injured or becomes ill while performing an act intended to injure or hurt one's self or another. 23.4 Any condition or impairment of health suffered by employees in the classification of Identification Technician and Property Specialist caused by Acquired Immunity Deficiency Syndrome (AIDS), Hepatitis, Pulmonary Tuberculosis, or Meningococcal Meningitis shall be presumed to have been accidental and to have been suffered in the line of duty unless the contrary be shown by satisfactory evidence. Employees either currently in the classification or promoted or hired into theclassificationof Identification Technician and -Property Specialist - who refuses to take a medical examination and all of its components relating to the presumptions within this article, shall not be entitled to the presumption outlined in this section and Florida Statutes 112.18. The presumption in favor of employees referred to in this section shall not apply to any other contagious diseases which may be contracted by employees. Tentatively Agreed to on For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. Furthermore, the presumption shall only be applicable to worker's compensation and disability pension benefit determinations. Nothing in this section shall be construed as a waiver of the City's rights under applicable state law. 23.5 Nothing in this Article shall be construed as a waiver of the City's rights under applicable State law. 23.6 Employees may utilize available leave balances in combination with medical hold provided that they report their intention to use their leave in accordance with the standard reporting protocols in their respective departments. Tentatively Agreed to on 7- For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 24 WAGES 24.1 Effective October 1, 2017, employees shall receive a 3% across the board wage increase. Effective October 1, 2018. employees shall receive a 2% across the board wage increase. Effective October 1, 2019, employees shall receive a 2% across the board wage increase. In addition to the foregoing increases. effective October 1. 2017, employees whose wages were reduced as a result of the City's 2010 declaration of financial urgency shall have their base wages increased by the same percentages (for example, an employee who received a 5% wage reduction shall receive a 8% wage increase on October 1, 2017; an employee who received a 7% wage reduction shall receive a 10% wage increase on October 1. 2017; an employee who received a 9% wage reduction shall receive a 12% wage increase on October 1, 2017; and an employee who received a 12% wage reduction shall receive a 15% wage increase on October 1. 2017). January. 1, 204- Upon ratification. a new step schedules will be implemented for bargaining unit members as set forth in the attached Appendix Appendices. Under the new step schedules, each step increase will be worth five percent (5%) to the base. b Tentatively Agreed to on - 3 For the City of Miami: For the Union 00 d a THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. • Uccle chall he adjusted accordingly-, 'B-2" For fiscal years 2015-2n 0 ober 1 of the fiscal year. There shall , effective September 30, 2017, laBa rgainzng unit members will continue to be eligible for step increases upon a satisfactory evaluation in accordance with Article 19.1 and in accordance with the time delineated in Article 24.4, below. 2,7 7 - -, 7 - -- - b7 _ - L77 - - - employee whose classification. is retitled to Building, Mechanical, Plumbing, Roofing, n a tc. g, Bslevater, and Electric -al Inspectors shall be upon prerao on to the Tentatively Agreed to on 3 1 " 3 0 For the City of Miami: For the Union 7 THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. percent (5%) ire. bo b, b, • • " • b, Before a permanent bargaining unit member is laid off, the employee shall have the opportunity to fill any position held by a temporary employee, provided the bargaining unit member meets the minimum requirements set forth in the job description. In such cases, the temporary employee shall be displaced. Effective October 1, 1998, bBargaining unit employees hired on or after October 1, 1998 may be laid off in accordance with Civil Service Rules and Regulations and/or applicable City policies. Tentatively Agreed to on For the City of Miami: � For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 24.2 All changes in salary for reasons of promotion, demotion, or working out of class, shall be effective the first day of the payroll period following the effective date of the change_ Employees hired into a classified Civil Service position shall have their date of hire changed to reflect their commencement as a classified Civil Service position and shall satisfactorily serve a probationary period of one (1) year commencing with the date of entry into a permanently budgeted classification and prior to gaining permanent status in the classified service. 24.3 A night shift differential of $.60 per hour will be paid to bargaining unit employees who work a regular established shift between the hours of 6:00 p.m. and 8:00 a.m. However, more than one-half of the hours of the regular established shift must be within the hours of 6:00 p.m. and 8:00 a.m. Night shift differential will only be paid for hours actually worked during the night shift differential period and will not be paid for any overtime hours. Night shift differential shall not be used in calculating average earnings for pension purposes. 24.4 Bargaining unit members shall become eligible for a five percent (5%) one (1) step increase upon a satisfactory evaluation in accordance with 19.1 according to the table below: Step 2 Step 3 Step 4 Tentatively Agreed to on �7 \--ac-)1( 5% after one (1) year at Step 1 5% after one (1) year at Step 2 5% after one (1) year at Step 3 For the City of Miami: For the Union �x� THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12 Step 13 Step 14 Step 15 5% after one (1) year at Step 4 5% after one (1.) year at Step 5 5% after one (1) year at Step 6 5% after one (1) year at Step 7 5% after two (2) years at Step 8 5% after two (2) years at Step 9 5% after two (2) years at Step 10 5% after two (2) years at Step 11 5% after two (2) years at Step 12 5% after two (2) years at Step 13 5% after two (2) years at Step 14 Step— 5% aftei t vs -at 5tei)--15-- r". 24. 5 Bargaining unit employees shall satisfactorily serve a probationary period of one year prior to gaining permanent status in the classified service. Any bargaining unit employee, upon normal retirement from City service, or separating under honorable conditions, who has served for a period of twenty-five (25) years or more, shall be granted, at the time of his normal retirement or honorable separation one hundred seventy-three and three tenths (173.3) hours of pay. Tentatively Agreed to on For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 25 PAY SUPPLEMENTS 25.1 Employees shall receive no additional pay supplements except as are specifically provided by this Agreement. Any pay supplements/tool allowance provided by this Agreement shall not be used in calculating average earnings for pension purposes or included in a bargaining unit member's base rate of pay for purposes of payoff of sick leave or vacation upon separation or retirement from the City. 25.2 Only those employees holding permanent status within the occupation of Heavy Equipment Mechanic within the City, and Heavy Equipment Mechanic Supervisor in GSA, shall receive a seven and one-half percent (7%2%) pay supplement added to their base rate of pay should they be continually assigned to on -call rotation. Said pay supplement shall be deemed to fully satisfy any on -call pay obligation which might be construed to exist under the Fair Labor Standards Act. 25.3 Those employees within the occupation of Emergency Dispatcher who - are actively assigned the duty of training--new-Emergency-Dispatchers - shall be entitled to receive a five percent (5%) per pay period pay supplement for the actual full pay period they are assigned in a training capacity by their supervisor. Should the City feel the need to have an audit performed for the purpose of determining whether a separate training occupation is desirable, the City Tentatively Agreed to on For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. may discontinue this plus item and assign said duties to the person or persons holding said Communications Operator Trainer classification. 25.4 All Police Emergency Dispatchers, Emergency Dispatcher Supervisor, Police and Emergency Dispatch Assistants assigned to Police Communications shall receive a five percent (5%) pay supplement if the employee holds and maintains the Quality Assurance Proficiency (QAP) rating in accordance with Police Standards after a period of three (3) months. 25.5 All Fire Emergency Dispatchers, Emergency Dispatcher Supervisor, Medical/Fire and the Communications Center Supervisor, Medical/Fire assigned to Fire Communications shall receive a five percent (5%) pay supplement if the employee holds the National Academy of Emergency Medical Dispatcher (NAEMD) certification in accordance with the Fire Department standards. 25.6 All employees specified above shall receive the QAP or NAEMD pay upon ratification of the contract as set out above. Should any employee specified above fail to maintain his/her QAP rating or the NAEMD certification, the -- supplementary pay shall cease. -Upon re -qualifying for the QAP rating and thereafter maintaining the QAP rating for a period of three (3) months, the employee shall again receive the QAP pay. Upon re -qualifying and thereafter maintaining the NAEMD certification, the employee shall again receive the NAEMD pay. In no instance shall Tentatively Agreed to on For the City of Miami: For the Union �� THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. any individual receive both QAP and NAEMD pay supplements as specified herein at the same time. 25.7 Fire Garage Mechanics and Supervisors who obtain Emergency Vehicle Technicians certificates, shall receive a one percent (1%) pay supplement for every two (2) licenses that mechanics and supervisors obtain and maintain, up to a maximum of five percent (5%) for holding a minimum of ten (10) approved licenses. All Department of General Services Administration fleet employees and supervisors who obtain Automotive Service Excellence (ASE) certification, shall receive a one percent (1%) pay supplement for every two (2) licenses obtained and maintained, up to a maximum of five percent (5%) for holding a minimum of ten (10) of the following licenses: Automobile Series Al: Engine Repair A2: Automotive Transmission Transaxle A3: Manual Drive Train and Axles A4: Suspension and Steering A5: Brakes A6: Electrical/Electronic Systems A7: Heating and Air Conditioning A8: Engine Performance Medium/Heavy Truck Series Ti: Gasoline Engines T2: Diesel Engines T3: Drive Train Tentatively Agreed to on For the City of Miami: For the Union T4: Brakes T5: Suspension and Steering T6: Electrical/Electronic Systems T7: Heating, Ventilation & A/C T8: Preventive Maintenance Inspection Truck Equipment Installation and Repair Series El: Truck Equipment Installation and Repair Specialist E2: Electrical/Electronic Systems Installation and Repair E3: Auxiliary Power Systems Installation and Repair Advanced Level Series L1: Automobile Advanced Engine Performance Specialist L2: Med/Hvy Vehicle Electronic Diesel Engine Diagnosis Specialist THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 25.8 Latent Print Examiners and Latent Print Examiner Supervisors who are certified by the International Association of Identification as latent print examiners shall receive a 5% pay supplement. Tentatively Agreed to on For the City of Miami: 'f For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 26 SALARY BASIS/EXEMPT 26.1 Those classifications listed in Appendix A with a salary basis/exempt designation are considered salaried employees and exempt from coverage under the Fair Labor Standards Act which precludes eligibility for overtime. 26.2 Salary basis/exempt employees are expected to work a pay rate equal to eighty (80) hours per pay period plus any additional time over and above the normal eighty (80) hour pay period that is needed to properly perform the duties of the position. Use of vacation and sick leave are to be properly recorded when used. Personal Time Off (PTO) shall be granted consistent with Administrative Policy 1- 06. Time worked in excess of the normal eighty (80) hour pay period shall not be compensated nor credited in any way. However, when time is taken off under this provision, it is required that such time taken be recorded as PTO. 26.3 Requests for time off by salary/exempt employees shall be considered on an individual basis consistent with the needs of the City and the performance record of the employee, and approval shall not be unreasonably withheld.__ 26.4 PTO leave shall not be utilized in units of more than one (1) week unless authorized by the City Manager. Tentatively Agreed to on h For the City of Miami:, For the Union tiN-' \ THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 27 OVERTIME/COMPENSATORY TIME 27.1 All authorized hours worked in excess of an eligible employee's normal work week shall be considered overtime work. Non-exempt/hourly employees shall not perform any work prior to their normal work hours, during their lunch hour, or after their normal work hours unless specifically authorized by a management supervisor. 27.2 Non-exempt/hourly employees performing compensable overtime work shall, at their discretion, be paid time and one-half (11/2) at their regular hourly rate of pay or shall be given scheduled compensatory time off at the rate of time and one- half for such work. Compensatory time off shall be taken in not less than fifteen (15) minute increments. This overtime rate shall be all inclusive and no additional overtime pay shall be paid to those employees working a holiday. 27.3 The maximum accumulation of compensatory time hours is one hundred fifty (400150) hours. If an employee takes compensatory time off, the hours in his/her bank shall be appropriately reduced by such time off. -If an employee leaves the service of the City and cashes in his/her compensatory leave bank, the hours therein shall be valuated on the basis of the employee's regular rate of pay. The rate of pay shall not be less than the higher of the employee's final regular rate of pay or the average regular rate of pay during the last three (3) years of employment. Tentatively Agreed to on "T-_ For the City of Miami: For the Union S THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 27.4 Employees covered by this Agreement who are appointed to job basis/exempt classifications and who have compensatory time banked, shall at time of such appointment be paid for all compensatory time at their rate of pay prior to such appointment. 27.5 Overtime will be distributed as equally as practical to the best ability of the Supervisor in charge among the employees within a division of the City, who have completed their probationary period (with the exception of Emergency Dispatchers, Emergency Dispatch Assistants, Emergency Dispatch Supervisors, and Call Takers, who shall be eligible for overtime despite being in probationary status), by shift and classifications, according to seniority within the classification. A new overtime list by classification will be posted every two pay periods as a guide for such distribution. The remedy for the failure to offer overtime shall be that the employee shall be offered an equal or comparable amount of overtime at the next opportunity. 27.6 The overtime list by classification will be made up of all employees in that classification. If an employee refuses overtime, is sick, on vacation or on an excused absence the Citywillmove to the next employee -in -line -on -the -overtime list. - For call-back overtime, if the employee does not answer his/her phone the City will move to the next employee in line on the overtime list. This provision is not to be interpreted as meaning the employee is not subject to call-back while on vacation or excused absence. Tentatively Agreed to on `Ts For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 27.7 As each overtime opportunity arises the City will move through the overtime list until it has offered the last employee on the list an overtime opportunity. Thereafter, the City will move to the top of the list and begin with the most senior employee on the overtime list. 27.8 The provisions of this Article do not restrict the City's right to mandate employees to work overtime. In the event the City must order overtime work within a unit or area of assignment, the most junior employees of the affected classification will be ordered first to work the required overtime. 27.9 If this method results in obviously inequitable distribution of overtime, the Director of Human Resources or designee and the UNION President will work out a method of correcting such inequity. Tentatively Agreed to on For the City of Miami: For the Union �11 THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 28 GROUP INSURANCE 28.1 Summary Plan Document 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. Life and Accidental Death and Dismemberment (AD&D) The City agrees to pay $8.08 per all eligible bargaining unit member per pay period to the UNION to provide life insurance coverage in the amount of $3540,000.00 and AD&D coverage in the amount of $8070,000. The UNION has secured a multi- year rate guarantee from the provider, -Reliance -Standard Mutual of Omaha. 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. MedicalNision: Tentatively Agreed to on s_� c' For the City of Miami: For the Union c,r-t THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. The City currently offers medical, dental and vision benefit plans through a self -funded plan in which all bargaining unit members, upon obtaining eligibility, may enroll, to wit: Medical/Vision Dual Choice/POS Cigna Network Dental DHMO-Cigna/DPPO-Guardian EAP Cigna Health Care It is agreed between the parties that as of January 1, 2015, the City's medical plan will consist of a four tier program: Single coverage Single coverage + spouse Single Coverage + children Single coverage + Family (spouse and children) It is agreed that medical premium rates for all tiers may be adjusted annually upon the City's calculation of the 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, 2018 2015, (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: Tentatively Agreed eed to on For the City of Miami: For the Union Cigna Network THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. Plan Year 2018 2015' Dual Choice/POS (Cost of coverage shown bi-weekly) Single $40.55 Single + spouse $89.21 Single + Children 575.01 Family $115.56 Plan Year 2018 2015' Point of Service Plan Co -Pays: Primary Care Physician: $25.00 per visit Specialists from within POS Network: $40.00 per visit As there are frequent and rapid changes in health care costs, it is understood and agreed between the parties that any changes in contribution amounts will be made based on the annual calculation of theoretical premium. It is agreed that should actual operating claims and administrative costs, and reserve costs increase at a rate higher than the projections used to establish the employee contributions above (projection used is 10% increase in total premium each year), then those employee contributionsshallbe adjusted to reflect the increase and -shall be effective at the beginning of the Health Plan Year. Likewise, should the theoretical premium cost decrease more than the projections used to establish the employee contributions stated above, those employee contributions will be lowered to reflect the overall theoretical premium decrease. In any given plan year, projections used to establish any increase in contributions from the employee shall be capped at 15%. Tentatively Agreed to on `, For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. Prescription Drug Coverage The City currently offers a prescription drug benefit plan for those bargaining unit members enrolled in POS plans. It is a self -funded plan administered by Cigna Health Care and consists of the current benefit: Cigna Pharmacy Retail Drug Plan; $15 per 30 day supply for generic drugs $40 per 30 day supply for preferred brand name drugs $60 per 30 day supply for non -preferred brand name drugs 50% of drug cost per 30 day supply for self-administered Injectables (e.g. injectables drugs used to treat rheumatoid arthritis, hepatitis C, multiple sclerosis, asthma). Cigna Tel Drug Mail Order Drug Program: $0 (no charge) per 90 day supply for generic drugs $80 per 90 day supply for preferred brand name drugs $120-per -90 daysupplyfor 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). Tentatively Agreed to on �� 1 For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. Since prescription drug costs are a major component of the health plan and are subject to significant annual cost increases, the City and the UNION agree to evaluate and measure pharmacy benefit total costs and evaluate best practice strategies to manage the pharmacy benefit. Any changes in the pharmacy benefit shall be mutually agreed to by the City and the UNION. Dental: Dental premium rates may be adjusted annually upon the City receiving notice from the dental providers. Employees will be notified of the adjustments in the dental rates during open enrollment. In accordance with current practice, when employees choose to be covered under the City's dental plan, the employee will continue to pay the dental premium. Employee contributions: In accordance with the City's Cafeteria Plan group health premiums will be paid by the bargaining unit employee with pre-tax dollars. Health Committee It is agreed that a standing committee will be created called the Health Insurance Committee. It shall be made up of six (6) City of Miami Employees, one member appointed by the IAFF, one member appointed by AFSCME, Local 1907, one member appointed by AFSCME, Local 871, two members appointed by the City Manager and one picked by mutual agreement of the Unions and City Manager. The Tentatively Agreed to on For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. Group Benefits Coordinator shall serve as a technical advisor to the committee, but will not be a member nor have a vote. Based on this commitment and in collaboration with labor and management, this Committee will work during the term of this contract to identify ways to strengthen and improve our health plan. This will include, but is not limited to: Obtain timely, accurate, and transparent reporting, with full disclosure, of all costs 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. Identify members who would benefit from health improvement initiatives and institute programs to improve member's health. Evaluate and measure our pharmacy benefit total costs and fully assess the costs from our pharmacy benefit manager (PBM) vendor. Identify proven strategies to more effectively provide prescription benefits, and obtain vendor (PBM) administrative savings to successfully manage this important benefit. Tentatively Agreed to on For the City of Miami: For the Union Ste\ THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. Make recommendations to the City Manager to reduce health expenditures while maintaining a quality health plan at an affordable cost and which improves the health of employees and dependents. Review employee complaints and remedy situations concerning claims so long as the decision does not change or impact current benefits. This is intended to reduce the need for the grievance procedure; however, the bargaining unit member does not waive his/her right to file a grievance should the committee's remedy is not satisfactory to the employee. Review and update the Summary Plan Description (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. Insurance -Deductions bv- Payroll 28.2 The City shall continue to make available to the UNION a payroll deduction slot to purchase local UNION sponsored insurance programs. Upon receipt of appropriate authorization from employees, the City will make the designated deductions and forward monies to the UNION. The City shall deduct from that remittance an amount for the cost of these deductions. The amount Tentatively Agreed to on For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. will be calculated at two cents (2¢) for each employee deduction, each payroll period, and ten cents (10¢) for each addition, deletion, or modification to the individual deduction. The UNION shall indemnify and hold the City, its officers, officials, agents and employees harmless against any claim, demand, suit or liability and for all legal costs arising from any action taken or not taken by the City, its officials, agents and employees in executing this activity. The Director of Human Resources or designee will advise the UNION of the deduction procedures that will be followed in the implementation and administration of this activity. Tentatively Agreed to on For the City of Miami: For the Union J�`'� THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 29 UNIFORMS AND SAFETY SHOES 29.1 In those classifications where the employer requires that the employee wear safety shoes, the City shall, effective the first full pay period following ratification of the labor agreement, issue an allowance in the amount of One Hundred and Twenty -Five Seventy -Five Dollars ($1275.00) for the purchase of an initial pair of safety shoes. 29.2 When, due to wear and tear or accidental job destruction, a replacement pair of shoes is required, the City will grant up to an additional One Hundred and Twenty -Five Seventy -Five Dollars ($12,75.00) for the purchase of another pair of safety shoes. This additional One Hundred and Twenty -Five Seventy -Five Dollars ($1275.00) shall only be provided when the worn out or damaged pair of shoes is turned into the Department. The Department Director, or designee, shall determine when, in their judgment, a pair of safety shoes shall be issued on the basis of need and not on an automatic basis. Management- -reserves -the -right to -provide safety shoes directly to the employee in lieu of the approval provisions. 29.3 Employees in those classifications required to wear safety shoes shall be subject to the loss of a day's pay for each day that the employee reports to work not wearing the required safety shoes. Action under this section shall not be grievable under the Grievance Procedure or appealable to the Civil Service Board. Tentatively Agreed to on For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. If a medical waiver is obtained stating that the employee is unable to wear safety shoes, then the penalty stated above is not applicable. 29.4 Safety shoes shall not be worn by the employee when the employee is off duty. 29.5 Employees shall be advised of shoe models which conform to City standards. The shoe allowance authorized by this Article shall only be paid where an employee purchases a pair of safety shoes whose quality is certified as acceptable by Management. 29.6 City furnished equipment where required by the employer will be replaced when worn out or damaged only if the employee returns the worn out or damaged equipment to the Department. This includes, but is not limited to, gloves, boots, inclement weather gear and other equipment. A bargaining unit employee shall reimburse the City for the repair or current replacement cost of lost, stolen, or damaged City equipment when the employee's carelessness and/or negligence results in the loss, theft, or damage of the equipment. 29.7 Mechanics covered unde-r -this contract shall -be provided -with safety eyewear. Those bargaining unit members requiring prescription safety eyewear due to their inability of wearing regular safety eyewear will be provided prescription safety eyewear. The bargaining unit member is responsible for obtaining the prescription at no cost to the City. Tentatively Agreed to on For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 29.8 The City shall provide a minimum of five (5) uniforms (including shirts and pants) per year to any classifications required to wear uniforms. 29.9 The City will provide laundry services for uniforms worn by Mechanics classifications. Tentatively Agreed to on �`.) i X For the City of Miami: For the Union S THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 30 TOOL ALLOWANCE 30.1 The City agrees to pay a quarterly tool allowance for Automotive Mechanic, Heavy Equipment Mechanics, Welders, and Auto Body Worker/Painter in the amount of One Hundred ($100.00) dollars quarterly. Such tool allowance will be paid to the employee within the first fifteen (15) days after the close of the quarter. 30.2 Mechanics' tools, which are stolen due to vandalism or forced entry upon the employer's property, will be replaced upon proof of a police report and an itemized list of the tools stolen. 30.3 The Department Director or his designee shall have the sole right to develop or redevelop a basic minimum tool list which employees must have to be hired in the various trades' classifications. The Department Director may grant a reasonable length of time for any employee to acquire additional tools to meet the basic minimum tool allowance inventory. Employees who fail to meet the basic minimum tool list inventory shall not receive a tool allowance. Tools may not be loaned to meet -the -basic inventory tool list. — — 30.4 The Department Director, or his designee, shall provide a required minimum list of tools for Automobile Mechanic & Motorcycle Mechanic, Heavy Equipment Mechanic, Maintenance Mechanic, Auto Body & Painter, Welder, Machinist, Mason, Carpenter, Electrician, Lineman, Plumber, Painter, A.C. Tentatively Agreed to on For the City of Miami: For the Union Mechanic, Sign Painter, Communication Technician, or any other classification not listed that the Department Director may feel is necessary to add. 30.5 The affected employees within the above -listed classifications shall submit an inventory of all their personal tools, including the make and model of each tool to their immediate supervisor outside the bargaining unit who will verify the list. The employee will maintain a copy of said inventory list, and a copy will be filed with the Department Director or designee. This list shall be periodically checked and updated. The City shall replace broken, stolen, and worn out tools upon request and confirmation that the broken, stolen, or worn out tool was on the recorded inventory. This replacement policy does not apply to the classifications receiving the quarterly tool allowance as provided under this Article. Submission of the inventory list of tools in excess of the basic minimum tool list shall be completed within sixty (60) days after ratification of this Agreement. Tentatively Agreed to on For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 31 TUITION REIMBURSEMENT 31.1 It is agreed between the parties that the tuition reimbursement program is designed to encourage City employees to improve their job performance and increase their value to the City by pursuing courses of study related to their job duties at accredited educational institutions. The policy governing the tuition reimbursement program is intended to be flexible, with broad discretion for approval reserved to the Department Director and the City Manager so as to insure on-the-job effectiveness of City employees. Tuition reimbursement shall not be subject to budgetary constraints. 31.2 Any full-time, permanent City employee shall be eligible to participate in the Tuition Reimbursement Program. 31.3 All course work must be taken at or from an accredited college, university or educational institution approved by the City Manager or the Department of Human Resources designee. Course work taken under provisions of this -Article must be directly related to the employee's job duties. Class attendance will be on the employee's own time unless otherwise noted in the course announcement and authorized by the City Manager or the Department of Human Resources designee. Tentatively Agreed to on For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 31.4 Effective upon ratification, reimbursement will be limited to books, lab fees, and tuition costs up to a maximum of $4,000.00 per calendar year. 31.5 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. 31.6 Procedures for reimbursement will be as follows: A. The employee must obtain three (3) copies of the Application for Tuition Reimbursement form for each course from their department or the Human Resources Department. B. The employee must complete the application in triplicate and submit it to his/her Department Director prior to registration at the education institution. C. The Department Director will then review the application and if approved forward the original and one copy to the Human Resources Department. If the application is not approved, it is then returned to the employee by the Department Director. D. The Human Resources Department has the authority to approve or not approve the application, and applications not approved will be returned to the Department Director with the reason for rejection noted thereon. Tentatively Agreed to on -S-7-0 ' 1'6 For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 31.7 In the event the employee resigns or is terminated from the City within one (1) year following completion of the course(s) for which City funds have been expended, the amount of tuition reimbursement paid to the employee will be reimbursed to the City by the employee upon his/her termination from the City through a deduction from his/her final paycheck. 31.8 Upon completion of the course work, the employee must submit his/her semester grade report together with the tuition fee receipt to his/her Department Director. The Department Director will submit the approved application for tuition reimbursement along with the employee's semester grade report to the Finance Department who shall then reimburse the employee for the City's share of the tuition reimbursement. The employee's Department Director will advise the Human Resources Department of the employee's satisfactory completion of the course. Tentatively Agreed to on For the City of Miami: a For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 32 CALL BACK PAY 32.1 Any bargaining unit member eligible for overtime shall, if recalled to duty during off -duty hours, receive a minimum of three (3) hours plus one (1) hour travel time, paid at the overtime rate. The parties agree that call-back hours shall not be used in the computation of arriving at average earnings for purposes of establishing pension benefits. 32.2 It is not the intent of this Article or any other Article of this Agreement to provide pay for a bargaining unit member out on ill time or workers compensation to receive call-back pay, overtime pay or straight time pay for taking the required physical before said employee may be released to return to work. Tentatively Agreed to on For the City of Miami: For the Union ��� THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 33 JURY DUTY/COURT APPEARANCE 33.1 Employees serving on jury duty shall be carried "JD" (Jury Duty) 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 forty (40) hours per week. Employees who work `a regular shift between the hours of 11:00 p.m. and 7:00 a.m. and who are summoned to jury duty the day preceding their regular shift, shall be carried on leave of absence with pay for their regular shift. All employees released early from jury duty shall report back to work during their regular work schedule or shall forfeit the City compensation for Jury Duty for all hours they are absent. 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 his/her 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 Tentatively Agreed to on For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. paycheck a Jury Duty fee equal to that compensation paid to the employee by the State or County Court in his jurisdiction. Any changes by the Courts in the above fees shall be reflected in the employee's paycheck as they occur. Where Courts provide free parking for jurists, employees will not be reimbursed for any parking receipts submitted while attending such courts. 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. 33.4 When requests for appearances before the Civil Service Board require witnesses, the Civil Service Office shall require that said requests delineate who are character witnesses and who are witnesses testifying as to the incident at hand. Should the number of character witnesses exceed two (2) then a statement from those additional character witnesses shall be submitted to the Civil Service Board stipulating to the character of the employee on appeal before the Civil Service Board. Tentatively Agreed to on For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 34 COMMENDATION PAID LEAVE 34.1 A department director, upon approval by the City Manager, or designee, may grant up to forty (40) hours of paid leave to any employee whose job performance is of such exemplary or heroic nature as to warrant this special consideration. This Article shall not be subject to the grievance procedure or arbitration. Tentatively Agreed to on\� For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 35 PARKING 35.1 The City agrees to provide non -assigned parking space for all bargaining unit employees who drive their personal automobiles to work. This parking space will be at no cost to the employee while the employee is on duty. The City will not assume the cost of parking for those employees who may not desire to use the parking space provided by the City. Any questions with regard to employee parking shall be reviewed and a determination made by the Department of Human Resources designee and shall be final and binding. 35.2 The UNION President will meet and confer with the Department of Human Resources designee on parking concerns should the need arise and the Department of Human Resources designee will attempt to resolve said concerns consistent with budgetary constraints. Tentatively Agreed to on For the City of Miami: For the Union �`J1 THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 36 BLOOD DONORS 36.1 Employees who volunteer as blood donors to contribute to on -site City supported Blood Donor Organizations as approved by the Department of Human Resources designee 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 until they are released to go back to work. Tentatively Agreed to on For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 37 VACATION 37.1 Vacations shall be taken by the last payroll period of the calendar year in which the vacation was credited. Effective upon ratification of the labor agreement., employees shall be allowed to carryover five hundred (500) hours of the previous year's credited vacation. Any excess vacation over the five hundred (500) 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 members with unused accrued vacations hours in excess of two hundred (200) hours as of September 30, 2010, shall have those hours in excess of two hundred (200) grandfathered, and those employees with grandfathered hours over two hundred (200) hours shall be allowed to carryover up to a maximum of those hours in addition el, to -a the maximum of five hundred (500) hours, w-h-lelleve-p-is—gpe-ate from year to year. Employees who have been carried on full disability the entire previous year shall be paid for all excess vacation over five hundred (500) hours at the rate of_pay the_employ_ee_was.earning at the time the employee was placed on full disability. If an employee is unable to take a previously authorized vacation due to cancellation by the Department Director or designee, any hours in excess of the five hundred (500) hours which would have been forfeited, shall be paid on or about January 1, at the employee's hourly rate of pay. 37.2 Vacation shall be accrued in accordance with the .1 ,.;,,,. ', accr► sdOctlAtt 5 Z,F tAell'.t 8 4D -t,,'5 ArelmeA 92 7/3 lb? v of o ;, 8 press THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. Hours _\ccrue -94-1 O— hoii'E s 4. i7152 oire.mac ti n e 2pe 1.1 u s 171 210 h ui •2 r 37.3 An employee's annual vacation accrual shall be reduced for leaves of absence without pay and suspensions. The employee's annual vacation accrual shall be reduced on a yearly basis in accordance with the following schedule: Hours Without Pay 88 thru 176 Hours 177 thru 349 Hours 350 thru 522 Hours 523 thru 695 Hours 696 thru 868 Hours 869 thru 1041 Hours 1042 thru 1214 Hours Penalty 1 month annual vacation accrual 2 months annual vacation accrual 3 months annual vacation accrual 4 months annual vacation accrual 5 months annual vacation accrual 6 months annual vacation accrual 7 months annual vacation accrual 93 -2 f3 THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 1215 thru 1387 Hours 1388 thru 1560 Hours 1561 thru 1733 Hours 1734 thru 1906 Hours 1907 thru 2080 Hours 8 months annual vacation accrual 9 months annual vacation accrual 10 months annual vacation accrual 11 months annual vacation accrual 12 months annual vacation accrual 37.4 Vacation leave must be requested twenty-four (24) hours in advance of use and shall be taken in increments of not less than one (1) hour. On those occasions where more than one employee in a classification has simultaneously requested vacation leave for the same period of time, the leave shall be granted by classification seniority. Vacation leave may be granted by the Department Director or designee on an emergency basis. Should such request be denied, the employee may only appeal such denial to the Director of Human Resources or designee. Upon an employee's retirement or separation from City service, the employee will be paid for those vacation hours credited and earned through the employee's separation date. 37.5 Vacation shall be calculated on actual service in the previous calendar year and shall only be taken after the completion of' six (6) months of actual continuous service. 94 THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 38 SECURITY OPERATIONS 38.1 The City and the UNION and its officers, agents and members recognize there are assignments within the Miami Police Department where security of information is an absolute necessity. Therefore, the Chief of Police at his sole discretion may reject an employee to such assignment within the Miami Police Department when the Chief has reason to believe that there is potential for the Security of the Department to be compromised. 38.2 Upon request of the UNION President, the Department of Human Resources designee will review such denial of assignment. Said review will be final and the decision of the Department of Human Resources designee will be binding and not subject to any appeal procedure. Tentatively Agreed to on —��� For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. (PLEASE REFER TO THE 4/26/2012 MEMORANDUM OF UNDERSTANDING FOR SECTION 39.11) ARTICLE 39 SICK LEAVE 39.1 The parties agree that care and discretion shall be exercised by Management and the UNION in order to prevent the abuse of sick leave privileges. Absences on account of trivial indispositions must be discouraged. To determine the extent or reasons for an employee's absence on sick leave, the employee's immediate supervisor outside the bargaining unit or management designee may visit the home of the employee on sick leave with pay. In cases where Management suspects that an employee is malingering, sick leave with pay shall not be granted. 39.2 Permanent 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 to be utilized in not less than one (1) hour increments. 39.3 New hires will accrue sick leave in accordance with Section 39.2 above. However, no sick leave with pay shall be granted during the employee's first ninety (90) working days. 39.4 To receive sick leave with pay, a bargaining unit employee must take steps to notify his/her immediate supervisor or the person designated by the Department to receive such notice of illness within thirty (30) minutes of their regularly scheduled time for work, excluding the Fire and Police Departments Tentatively Agreed to on For the City of Miami: For the Union ---\ THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. wherein departmental rules will apply. It shall be the bargaining unit member's responsibility to notify the Department designee each day the employee will be out ill within the time frames outlined above. 39.5 Bargaining unit members may be allowed to use accrued sick leave when needed due to the serious injury or acute illness of any actual dependent member of the employee's household. Said dependent member of the employee's household shall be limited to the employee's immediate family. The immediate family shall be defined as father, mother, sister, brother, husband, wife, domestic partner, children, father-in-law, mother-in-law, grandparents, spouse's/domestic partner's parents, grandparents, stepfather and/or stepmother. 39.6 In those instances where an employee has utilized all their sick leave, they will be allowed to utilize vacation and/or compensatory leave for this purpose. Employees will be required to provide a doctor's excuse in these instances. 39.7 Any employee absent on sick leave for more than three (3) consecutive work days must report to the Department of Human Resources and obtain approval before returning to work. The Department of Human Resources will have the City designated physician prepare a list of those medical illnesses or injury that will require the employee to be sent to the City doctor's office prior to being cleared to return to work. Those medical conditions which are minor in nature and not on the prescribed list will only require the employee to report to the Human Resources Department for clearance to report to work. Tentatively Agreed to on For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 39.8 Bargaining unit employees who exercise normal retirement shall receive a cash payment equal to one hundred percent (100%) of their unused accumulated sick leave up to seven hundred and fifty (750) hours. Bargaining unit members with accumulated sick leave balances over seven hundred and fifty (750) hours as of September 30, 2010, will have their balances in excess of seven hundred and fifty (750) hours grandfathered. Upon exercising normal retirement bargaining unit members shall be paid for fifty (50%) of those unused grandfathered sick leave hours in excess of seven hundred and fifty (750) hours in their bank. 39.9 Employees who terminate employment with the City under honorable conditions shall receive a sick leave cash payout as follows: More than 7, but less than 15 years of service More than 15 years of service 25% up to 750 hours, or up to a maximum of their unused grandfathered sick leave hours in excess of seven hundred and fifty (750) hours. 50% up to 750 hours, or up to a maximum of their unused grandfathered sick leave hours in excess of seven hundred and fifty (750) hours. - 39.10 Employees who are terminated shall not receive compensation for unused sick leave upon separation of service or retirement. 39.11 A bargaining unit member's maximum sick leave carryover from calendar year to calendar 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 Tentatively Agreed to on For the City of Miami: a / For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 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 excess of 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. 39.12 Payoff for accumulated sick leave shall not be used to calculate average earnings for pension purposes. 39.13 Employees with ten (10) or more years of service who are laid off under honorable conditions may repurchase sick leave for which they were paid off at the time of separation, subject to the following conditions: 1) They are rehired within twelve (12) months from the date of their separation. 2) They remit to the City an amount equal to their hourly rate in their rehired position multiplied by the number of hours of sick leave -for which they were previously -paid. This buy back option must be exercised and paid for within thirty (30) days from the date the employee returns to the employ of the City. 3) If the buyback option is properly exercised, the City will credit the employee with the balance of sick leave hours credited to his account as of the date the employee was laid off. Tentatively Agreed to on v For the City of Miami: For the Union ��`'� THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 39.14 In recognition of those employees who display perfect attendance in any one calendar year, the City will present the employee with a certificate of appreciation. There will be an annual drawing of one hundred fifty (10050) employees by an individual selected by the Director of Human Resources or designee and the UNION President from the pool of eligible employees with perfect attendance. Each of the one hundred fifty (10050) employees whose name is drawn shall receive a one hundred dollar ($100) cash prize. In order to qualify for perfect attendance recognition, the employee must not have utilized any sick leave, nor been on disability, nor have been in any without pay status during the year. Tentatively Agreed to on For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 40 TARDINESS 40.1 Tardiness is reporting for work in excess of five (5) minutes beyond the scheduled starting time of the shift (or as provided in Police or Fire Department rules). Approved pre -arranged time off shall not be considered an instance. Unexcused absences resulting in tardiness shall be counted as an "instance." When an employee reports to work within a period that is more than five (5) minutes after his/her scheduled starting time, and provides an excuse that is acceptable in the sole discretion of Management, which shall not be arbitrarily or capriciously applied, the employee may elect to utilize vacation, compensatory time or sick leave. Election of vacation, compensatory time or sick leave for an excused tardiness shall be taken in fifteen (15) minute increments. An annual period shall be defined as a twelve (12) month period beginning with the occurrence of the employee's first tardiness instance. Management may, in its discretion, allow an employee to utilize vacation, compensatory time or sick leave for a tardiness even if the tardiness is unexcused. 40.2 Employees shall be disciplined for instances of tardiness in an annual period in accordance with the following schedule: Number of Tardy Instances Discipline 3rd instance in annual period Written warning 6th instance in annual period Written reprimand loth instance in annual period Three (3) day suspension 11th instance in annual period Fourteen (14) day Suspension (S Tentatively Agreed to on ?—c `1 For the City of Miami: For the Union t. THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. l2th instance in annual period Dismissal Disciplines issued pursuant to the schedule shall not be considered for purposes of progressive discipline after the annual period expires. 40.3 Tardiness appeals shall only be appealable through the Grievance Procedure Article as set forth in the Agreement. Exceptions to the above schedules may be granted by the Director of Human Resources or designee, if the individual circumstances warrant such action. Tentatively Agreed to on For the City of Miami: For the Union `3 �'( THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 41 FAMILY MEDICAL LEAVE AND LEAVE WITHOUT PAY 41.1 Bargaining unit members may request a leave without pay in accordance with the Family and Medical Leave Act of 1993, as amended. Such leave is provided under the law for birth, adoption or foster care of a child and for a serious health condition of the employee or the employee's spouse, child, parent or grandparent, eligible deployment return from deployment rights or any other FMLA eligible event. Employees taking leave under the Family and Medical Leave Act (FMLA) shall be limited to a ninety (90) day FMLA leave, or twenty-six (26) workweeks FMLA leave for the care of a covered service member, in a 12-month period. An extension of an additional ninety (90) day of leave without pay may be granted upon request to the Director of Human Resources or designee as specified under Section 41.3. Upon approval of such extension, the employee will be required to pay the full premium amount for health insurance coverage. 41.2 Upon approval of the Department Director, with the approval of the City Manager or the Director of Human Resources or designee, a leave without pay may be granted, for the purpose of training or study calculated to improve the quality of the employee's service to the City through course work directly related to the employee's job for up to six (6) months. The request for leave without pay may be extended for an additional six (6) months upon the approval of the Department Director and approval of the City Manager or the Director of Human Resources or Tentatively Agreed to on For the City of Miami: g ) For the Union �`� THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 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. 41.3 Upon approval of the Department Director, with the approval of the City Manager or the Director of Human Resources or designee, a leave without pay may be granted, for an acceptable reason other than specified herein, for a period not to exceed ninety (90) day calendar days. Approval for said leave of absence without pay is at the sole discretion of the City Manager or Director of Human Resources or designee and shall not be appealable to the Civil Service Board or the grievance procedure. 41.4 Bargaining unit employees who desire to take a leave without pay for any reason specified in this Article, excluding a serious health condition, must exhaust their vacation and leave banks prior to taking a leave without pay. A request for leave without pay for a serious health condition as provided under the Family and Medical Leave Act shall require the bargaining unit employee to use all sick and vacation banks prior to taking such leave. - The usage of such leave time will not prohibit the employee from taking leave without pay as specified herein. 41.5 Bargaining unit employees who take a leave without pay for any reasons specified in this Article shall not accrue leave time. At the expiration of a leave of absence without pay, the bargaining unit employee shall be returned to the same or similar position vacated when said leave of absence without pay was granted, Tentatively Agreed to on For the City of Miami: For the Union \ THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. in accordance with the provisions of the Family and Medical Leave Act. Leave of absence without pay during the required probationary period of service shall extend the probationary period the length of time used during the said leave of absence without pay. 41.6 The acceptance of another position or engaging in other employment by the bargaining unit employee while on a leave of absence without pay shall be deemed a voluntary resignation from the service of the City of Miami. Tentatively Agreed to on q— -° For the City of Miami: For the Union S'� THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 42 LABOR/MANAGEMENT PARTNERSHIP COMMITTEES 42.1 A Departmental Labor/Management Partnership Committee may be established in each department of the City of Miami. Said Committee membership shall include representatives from classified support staff (M/C), unclassified staff, executives and the AFSCME bargaining unit dues and non -dues paying members. 42.2 The Departmental Labor/Management Partnership Committee may meet at least once a month, and such meetings shall be scheduled during normal business hours. The purpose of these meetings will be to discuss quality of work -life, productivity, service, communication and objectives of mutual concern, not involving matters which have been or are the subject of collective bargaining between the parties. It is understood that these Departmental Labor/Management Partnership Committee meetings shall not be used to renegotiate the labor agreement between the City and AFSCME. All decisions made by the Departmental Labor/Management Partnership Committee shall be by affirmative consensus. 42.3 The Departmental Labor/Management Partnership Committee meetings shall be conducted on a semiformal basis with the selection of a chairperson to be determined by the members of the Committee. Length of participation of Committee members shall be determined by the Departmental Labor/Management Partnership Committee. The chairperson shall arrange for minutes to be taken of Tentatively Agreed to on For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. each meeting and for the distribution of copies to each member of the Committee, the UNION President, and the City's Human Resources Director or designee. Tentatively Agreed to on For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 43 BEREAVEMENT - DEATH IN FAMILY 43.1 Bargaining unit members may, in the case of death in the immediate family, be authorized up to a maximum of forty (40) hours of paid leave to attend to funeral or estate related functions of a member of the employee's immediate family, or is at home in a state of bereavement. Said paid leave days shall be taken consecutively by the employee excluding normal days off and holidays. For purposes of this Article, the "immediate family" is defined as father, mother, sister, brother, husband, wife, domestic partner, children, father-in-law, mother-in-law, grandparents, spouse's/domestic partner's parents, grandparents, grandchildren, stepchildren, stepfather and/or stepmother and may include any other person who was or has been an actual member of the employee's household for ten (10) or more years. Within thirty (30) calendar days from the date the employee returns from a death in the family, the employee will file a copy of the death certificate of the deceased family member. Said death certificate will be attached to the form provided by the City and submitted to the Human Resources Department. Failure to produce the death certificate will result in the employee reimbursing the City for any days taken under this Article. Any employee found to have falsified his/her application for death in the family ("K" day) will be dismissed. 43.2 It is understood that under certain circumstances the employee will be unable to obtain a death certificate. In this event, in lieu of a death certificate, the employee shall submit any other documentation that reflects the death and family relation as deemed appropriate by the Department of Human Resources or designee. Tentatively Agreed to on For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 43.3 Bereavement leave is for attending a funeral or to attend to estate issues or in a state of bereavement and must be taken within 45 days of the death of the family member. The Director of the Department 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. Tentatively Agreed to on02�" For the City of Miami: ` "/ For the Union 1.5 �` THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 44 MILITARY LEAVE 44.1 The City shall abide by the current provisions of the Florida Statutes, Sections 115 and 250 as they relate to all bargaining unit employees who are either reserve officers or enlisted personnel in the Florida Defense Force, the National Guard, Naval Militia, Marine Corps, U.S. Army Reserve, U.S. Naval Reserve, U.S. Marine Corps Reserve, U.S. Coast Guard Reserve, U.S. Air Force Reserve or officers or enlisted personnel in any other class of the militia entitling the employee to leave of absence from their respective duties without loss of pay, time, efficiency rating or Civil Service seniority credits on all days during which they shall be engaged in field or Coast Guard defense exercises or other training ordered under the provisions of the U.S. Military or Naval Training regulations or under the provisions of the Florida Defense Force or the National Guard; provided that leaves of absence granted as a matter of legal right under the provisions of this section shall not exceed seventeen (17) days in any one calendar year unless other local, state or Federal laws which may be applicable grant additional time. 44.2 Requests for military leave shall be made to the Department of Human Resources designee as early as possible but at least two (2) weeks prior to the date such leave commences with proper orders attached. 44.3 Employees who take the military leave provided in this section shall be credited with that time on their seniority status, in the City of Miami Civil Service Records -Department of Human Resources. Tentatively Agreed to on c -7--(D- For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 45 HOLIDAYS 45.1 The following days shall be considered holidays: New Year's Day Columbus Day President's Day Veterans' Day Memorial Day Thanksgiving Day Independence Day Day after Thanksgiving Labor Day Christmas Day Dr. Martin Luther King's Birthday 45.2 Any additional holidays declared by official directive of the City Manager shall be added to the above list. 45.3 Employees performing work on any of the above holidays shall be paid eight (8) hours holiday pay plus actual hours worked at time and one-half of their straight time hourly rate pursuant to Article 27, or shall be given scheduled compensatory time off at the rate of time and one-half for the hours actually worked on the holiday. 45.4 All conditions and qualifications outlined in Article 27, titled "Overtime/Compensatory Time", shall apply to this Article. Hours of compensatory time accumulated under this Article, when added to the compensatory time earned Tentatively Agreed to ono- � � For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. under the Article entitled "Overtime/Compensatory Time", shall not exceed one hundred fifty (100 150) hours. 45.5 To be eligible for holiday pay, an employee must work a full shift or be in a paid leave status on the scheduled workdays which immediately precede and follow the holiday. If an employee works at least seven (7) hours of his/her regular shift, the employee will either be charged one (1) hour from either his/her compensatory time or vacation leave bank, or carried in without pay status at the sole discretion of the supervisor. An employee who works at least seven (7) hours as described in this section shall be eligible for holiday pay. Tentatively Agreed to on For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. . a(14S aopfica473 promo -A - ai l4.r�,� „ - Ps t4r'ak, 54,4 foe. cc'e e chd Cer- e' Ili -Pogacvin order, at/lb.(5 rwCS-e co-0 flr a t) afiviica43 e ty( (t tt S4k1 bep telLPA y) ttl C• i e,,oksl 92) pol c 15 e44.4(4 ,c,(7? i afAs 3) D LL 1 Ceg f 3', THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 47 RESIDENCY 47.1 It is agreed by the parties that while residency is not a condition of employment a candidate that is otherwise equally qualified will be given, at time of hire, preference for employment in order of domicile as follows: (1) City of Miami resident, (2) Miami -Dade County resident, (3) resident outside of Miami -Dade County. Tentatively Agreed to on / _ c)s ` 1 For the City of Miami: ` For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 48 TOTAL AGREEMENT 48.1 This Agreement, upon ratification, constitutes the complete and entire agreement between the parties, and concludes collective bargaining for its term. 48.2 The parties acknowledge that during the negotiations which resulted in this Agreement, each had the unlimited right and opportunity to make demands and proposals with respect to any subject or matter not removed by law from the area of collective bargaining, and that the understandings and agreements arrived at by the parties after the exercise of that right and opportunity are set forth in this Agreement. 48.3 The parties agree that this Collective Bargaining Agreement represents the total agreement for terms and conditions of employment during the life of this contract and no request shall be made to increase wage or other employee benefits through the Civil Service Board, City Manager or the City Commission during the life of this Collective Bargaining Contract. Tentatively Agreed to on For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 49 SAVINGS CLAUSE 49.1 In the event any article, section or portion of this Agreement should be held invalid and unenforceable by any court of competent jurisdiction, such decision shall apply only to the specific article, section or portion thereof specified in the Court's decision, and that portion of this Agreement in conflict shall be null and void but the remainder of the Agreement shall remain in full force and effect, with it being presumed that the intent of the parties was to enter into the Agreement without such invalid portion or portions. 49.2 The City's representatives as defined in Article 2 and the UNION's representatives as defined in Article 3 shall promptly meet to negotiate a substitute for the invalidated article, section or portion thereof as might be determined in accordance with Section 49.1 of this Article. 49.3 Notwithstanding any other provisions of this Agreement, the employer may take all actions necessary to comply with the Americans with Disabilities Act. Tentatively Agreed to on For the City of Miami: ((f�� For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 50 SENIORITY 50.1 For purposes of this article, seniority shall be defined as the most recent date of hire into a classification within the bargaining unit with the City unless otherwise agreed upon by the UNION President and the Director of Human Resources or designee. 50.2 Seniority shall only be applied in the assignment of clays off in units with two (2) or more shifts. Seniority shall not be a prevailing factor for assignment or promotion to a unit, section or division within a department. 50.3 Exceptions to the use of seniority as specified in 50.2 may occur in an emergency situation, when physician ordered, for training purposes, when language skills are needed, compliance with the Americans with Disabilities Act, when special knowledge or skills are needed as mutually agreed upon by the City and the UNION, or when mutually agreed by the affected employees and management through the labor/management process. 50.4 Once every October shift assignments and days off will be re -bid by seniority. Tentatively Agreed to on For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 51 LEAVE BALANCE PAYOFFS 51.1 Employees electing to retire and upon separation will receive payment of leave balances upon retirement as currently specified under this agreement. Tentatively Agreed to on For the City of Miami: (W/ For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 52 PENSION 52.1 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: 52.2 The parties agree that effective October 1, 2011, the GESE amortization periods will be revised to add 5 years to the existing amortization periods and change periods for future amortizations as follows: A. Plan benefit changes for active employees over 20 years (currently 15). 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). 52.3 Effective September 30, 2012 or upon implementation of this Article if later (the "effective date"), the following benefit change will be implemented for all current employees hired before the ratification of this agreement who have not reached normal retirement eligibility, and for all future employees: The maximum normal retirement benefit shall not exceed $80,000 annually; provided, any employee Y Tentatively Agreed to on For the City of Miami: i For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. who has an accrued benefit in excess of $80,000 annually on the effective da te shall retain that benefit, but shall not accrue any additional benefits after that date. 52.4 BACKDROP option. A backdrop benefit option shall be implemented p mented on January 1, 2013. The Backdrop option shall replace the existing DROP r p ogram. Employees who have not attained normal retirement eligibility as of the effec tive 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. Any -one eligible for the forward DROP as of January 1, 2013, remains eligible for the forward DROP as it presently exists and anyone eligible for the forward DROP as of January 1,2013 or vested prior to October 1, 2010, who chooses not to enter the forward DROP remains eligible for the Backdrop. (a) An eligible employee who elects the Backdrop option shall receiv e 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 af ter attaining normal retirement eligibility (the "Backdrop date"). In addition an eligible employee who elects the Backdrop option will receive a lump sum payment equal ta the accumulation of monthly retirement benefit payments he/she would have re ceived during the period following the Backdrop date through the actual retirement date ("Backdrop period"), plus interest at the rate of 3% per year, compounded p ed annually. An eligible employee may elect a minimum Backdrop period of 1 year and maximum Tentatively Agreed to on For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. Backdrop period of up to seven years. An eligible employee who elects the Back drop option must select the normal form of benefit or an optional form of benefit at th e time of electing the Backdrop option. The employee's monthly benefit as well as the lump sum pay -went under the Backdrop option is based on the form of bene fit selected. (b) Employees are eligible to elect the Backdrop option after completing one b 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 maximu m Backdrop period is 7 years. Eligible employees who wish to elect the Backdrop option must provide written notification to the City at least 8 months prior to the employee's retirement date; provided a Iesser notice period may be approved by the City Manager due to special circumstances. Bargaining unit members will be eligible to revoke th eir 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 b 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 p may be rolled over to an eligible retirement plan or IRA in accordance with federal law. 52.5 The 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 ba ck Tentatively Agreed to on For the City of Miami: For the Union' THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ScIA 52.6 Effective Oc , the service retirement benefit for employees hired prior to October I. 2010 shall be equal to three percent (3%) of the member's highest one year of compensation multiplied by the number of years of creditable service. T-11 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. mploveea=hir er=Ge e? p. 20 e__service �tl�led® The service retirement benefit shall be based on a member's total creditable service and the benefit multiplier set forth in this provision (not the benefit multiplier in effect at the time the service is earned). multiplied by average final compensation in effect at the time of retirement or separation from employment. 52.7 Upon retirement, bargaining unit members shall receive a retroactive salary increase of five percent (5%) for the bargaining unit member's highest one (I) year's salary. The five percent (5%) salary increase shall be reflected in the hourly pay rate for the purpose of calculating leave balance payoffs. The five percent (5%) salary increase shall not be applicable to overtime. Tentatively Agreed to on c'-st. For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. A0,9 52. effective October 3 , ? 04-9c if. a member who se arates from em Iovment with ten or more nears of service shall be considered eligible for a service retirement u on attaining the earliest of the foIlowing: (a) age 55 with ten nears of creditable service or (b) the com letion of a combination of years of creditable service 1 us attained age e ualin 70 oints. Tentatively Agreed to on For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. ARTICLE 53 TERM OF AGREEMENT 53.1 After a majority vote of those bargaining unit employees voting on the question of ratification and thereafter upon its ratification by an official resolution of the City Commission ratifying the Agreement and authorizing the City Manager to sign the Agreement on behalf of the City, then, the Agreement, upon being signed by the appropriate UNION representatives and the City Manager, shall become effective October 1, 20174 or as set out below, whichever date is later. The Agreement shall continue in force and effect until 11:59 p.m., September 30, 20204-7. 53.2 On or before February 1, 20204 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, together with specific language embodying and describing their proposals. The changes indicated in the proposals shall be designated with a strike through of deleted language and new language will be underlined. 53.3 On or before March 1, 202047, the City shall present the UNION with a list of proposals it desires to negotiate. The changes indicated in the proposals shall be designated with a strike through of deleted language and new language will be underlined. 53.4 Initial discussions shall thereafter, and no later than April 1, 20204-7, be entered into by the City and the UNION. Tentatively Agreed to on For the City of Miami: For the Union THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. Agreed to this day of , 20185, by and between the respective parties through an authorized representative or representatives of the UNION and by the City Manager. ATTEST: MIAMI GENERAL EMPLOYEES AFSCME LOCAL #1907, AFL-CIO ATTEST: ON THE PART OF THE CITY OF MIAMI, MIAMI, FLORIDA CITY CLERK Tentatively Agreed to on APPROVED AS TO FORM AND CORRECTNESS CITY ATTORNEY For the City of Miami: / For the Union \ THIS DOCUMENT |SASUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BESEEN AJ END OFTHIS DOCUMENT. �������|�Y�� � APPENDIX �'°^,,,~�� Mail Clerk Clerical Aide Clerk OerkU Clerk III Clerk IV Transcriber NEX NEX l4.AI907 NEX 12.A1907 NEX 14.A1907 NEX 16.A1907 NEX 20.A1907 NEX 24.A1907 | 1017 Community Service Provider NEX 18'A1907 | � 1019 Police Typist Clerk NEX 15.A4907 | i 1028 Typist Clerk | NEX 13.A1907 1021 Typist Clerk U NEX 1S.A190 1022 Typist Clerk III NEX 17.A1907 | 1023 Typist Clerk |V NEX 19.A1907 10I4 Legal Clerk NEX 18.A1907 | 1025 Secretary NEX 15.A1907 | | -- / 1036 SecretaryU NEX 17.A1907 | ! 1027 Secretary III NEX 19.A1907 1028 Secretary IV NEX 21.A1907 1031 Cis Desk Operator NEX 18.A1907 1037 |nterrogat3teno NEX 24.A1907 ' 1038 Police Transcriptionist NEX 21.A1907 NEX 19.A1907 1040 Tech. Oper. Liaison 1042 Legal Services Aide NEX 15.A1907 | | 1043 Legal Services Assistant NEX 17.A1907 | 1052 Service Center RepreNet NEX 21.A1907 � | � 1054- Service Center Aide NEX 17.A1907 � 1058 Telecommunications Processing Aide NEX 21.A1907 | 1060 Claims Representative NEX 19.A1907 Customer Service Representative [ust5en�ceRepSr ���Client Support Services Aide Client Support Services Specialist NEX 21.A1907 \ EX 24.A1907 ! NEX 20,A1907 | EX 22.A1907 Client Support Services Supervisor Cashier EX 2G.A19O7 � NEX 15,A1907 � CashierU Account Clerk Payroll Clerk NEX 17.A1907 � NEX 17.A1907 NEX 19.A1907 Payroll Aide NEX 20.A1907 Group Insurance Aide Group Insurance Assistant Group Insurance Coordinator Group Insurance Specialist NEX 19.A1907 NEX 22.A1907 EX 26.A1907 EX 28.A1907 EX 32.A1907 1166 Budget And Financial Support Advisor EX 27.A1907 Financial Systems Administrator 1167 Budget And Financial Support Advisor, Sr THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 1113 Police/Fire Payroll Coordinator 1114 Payroll Assistant 1116 Payroll Specialist 1117 Project Accountant, Sr EX 25.A1907 NEX 22.A1907 NEX 24.A1907 EX 28.A1907 1118 1119 1120 1121 Project Accountant EX 26.A1907 Accountant NEX 22.A1907 Accountant Sr EX 25.A1907 Accountant Supervisor EX 28.A1907 1122 Supervisor of Payrolls EX 30.A1907 1126 Staff Auditor Sr EX 30.A1907 1129 Staff Auditor Princ EX 30.A1907 1132 Fiscal Administrator EX 30.A1907 1135 Assistant Payroll Systems Administrator EX 33.A1907 1140 , Budget Assistant NEX 22.A1907 1142 Debt Compliance Specialist NEX 26.A1907 1145 Investment and Debt Supervisor EX 30.A1907 1150 Risk Management Specialist EX 24.A1907 1154 1155 1156 1157 1165 EX 29.A1907 1170 Community Development Policy Coord. EX 29.A1907 1201 Material Spec I -BC NEX 16.A1907 1202 Material Spec II -BC NEX 18.A1907 1203 Material Supvr-BC NEX 25.A1907 1205 Stock Clerk I NEX - 14.A1907 1206 Stock Clerk II NEX 16.A1907 1207 Storekeeper NEX 19.A1907 1208 Materials Spec I-CR NEX 16.A1907 1209 Materials Spec II-CR NEX 18.A1907 1210 Senior Procurement Contracting Officer EX 28.A1907 1211 Procurement Asst NEX 22.A1907 1212 Procurement Contracting Officer NEX 25.A1907 1213 Materials Supv-CR NEX 21.A1907 1214 Auto Parts Supvr NEX 21.A1907 1215 Procurement Supv EX 33.A1907 1216 Procurement Aide NEX 19.A1907 1217 Procurement Card/Surplus Administrator EX 23.A1907 THIS DOCUMENT |8ASUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BESEEN AJ END OFTHIS DOCUMENT. 1220 Procurement Construction Specialist NEX 25.A1907 | 1I21 Procurement Construction Specialist, Sr. EX 28.A1907 � 1222 Construction Procurement Assistant NEX 22.A1907 1223 Procurement Analyst EX 30.A1907 / 1224 Auto PbSpec | NEX 16^A1907 | lIZS Auto PtsSpec U NEX 18.A1907 | | | 1230 Lease Manager EX 34.A1907 | ' 1231 Quality Control & Financial Modeling Analyst EX 28.A1907 1240 Property K8gmtRepresentative EX I5.A1907 | 1242 PrupertyK4gmt Specialist EX 28.A1907 � | 1345 Property Manager EX 34.A1007 ! ' � 1258 Senior Project Manager OTM E% 34.A1907 | 1359 Project Manager 'OTM EX 3IA1907 ' � 1I60 Project Manager EX 34.A1907 i | 1261 ProjectyWanager-OP EX 32�A1907 | i 1262 Project Cost Estimator EX 3 | 1263 Project Scheduler EX 3 12'64_Tr t EX -_-�__ _.......... | 1265 Transportation Engineer EX 30.A1907 | / � 1266 Transportation Manager EX 34.A1907 1267 Project Mana8er'OP(Hohzonta|) 8< 32/A1907 | 1268 Project Manager [|P(Vertica|) EX 32.A1907 | 1269 Transportation Planning Aide NEX 19.A1907 l 1303 Human Resources Clerk NEX 17.A1907 | | 1305 AdminAide | NEX 20^A1907 | 1306 1307 AdminAide U Task Force Supervisor NEX 22.A1907 EX 24.A1907 | 1309 — - — Admin Asst | EX 35,A1907 | 1310 AdminAsstU EX 28,A1907 | � 1311 AdminAsstU| EX S1.Al9O7 ' - i / 1313 Human Resources Technician | N8< 2O,A19O7 | ' | 1316 Human Resources TechnicianU NEX 22.A1907 / 1317 HR5pecia|bt EX 24.A1907 | 1323 Human Resources [oordinator EX 3OA19O7 | � | | 1324 Safety Specialist EX 26.A1907 | ! / 1329 Assistant Management Analyst EX 24.A1907| | 1330 Safety Officer EX 28.A1907 / 1332 Tech. Operatns[oond. EX 22.A1907 1337 Management Operations Analyst EX 26.A1907 | 1339 Grant Writer EX 28.A1907 � THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 1340 1341 1342 1343 Capital Improvements Assistant EX 26.A1907 Market Ser Coord Rsch & Devt Spec Contract Compliance Analyst EX 28.A1907 EX 28.A1907 EX 27.A1907 1344 Procurement Contracts Officer EX 29.A1907 1345 Fiscal Assistant NEX 22.A1907 1346 Training and Development Specialist EX 27.A1907 1347 Cable Comm. Assistant EX 24.A1907 1348 Marketing Specialist NEX 24.A1907 1349 Innovation Analyst EX 27.A1907 1350 Marketing Supervisor EX 29.A1907 1351 Strategic Planning & Performance Analyst EX 27.A1907 1352 Business Develop Sr EX 28.A1907 1354 Business Developer EX 26.A1907 1356 Business Dev Supv EX 31.A1907 1357 Economic Analyst EX 26.A1907 1358 Supervisor Of Economic Research EX 30.A1907 1359 Principal Economic Analyst EX 31.A1907 1361 Em to mt Interviewer NEX 17.A1907 1362 Info & Referral Specialist (Homeless Program) NEX 16.A1907 Info & Referral Aide NEX 12.A1907 Organizational Development and Training Sup EX 35.A1907 Training Officer EX 26.A1907 Staff Anlst Asst EX 24.A1907 1363 1364 1365 1366 1367 1368 1369 1370 1371 Staff Analyst EX 26.A1907 Staff Anlst Sr EX 28.A1907 Staff Analyst Prncpl EX 30.A1907 Contracts Manager EX 34.A1907 Hearing Boards Coordinator - - EX - 28.A1907 1372 Customer Service Specialist NEX 22.A1907 1373 Sanitation Services Coordinator EX 25.A1907 1374 Hearing Boards Specialist NEX 22.A1907 1375 Job Training Specialist EX 25.A1907 1376 Job Training Specialist, Sr EX 21.A1907 1377 Hearing Board Specialist II NEX 24.A1907 1378 Property And Casualty Coordinator EX 28.A1907 1379 Safety Manager EX 33.A1907 1380 Veteran Services Information & Referral Specialist NEX 16.A1907 1382 Support Services Coor EX 31.A1907 1384 Assistant Productivity Analyst EX 24.A1907 1385 Productivity Analyst EX 26.A1907 !. THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 1386 Insurance Information Analyst 1388 Legislative Coordinator EX 34.A1907 EX 25.A1907 1389 1390 1391 1392 1395 1397 1405 1410 1411 1413 1414 1419 1420 1421 Records Systems Specialist Special Projects Coordinator EX 26.A1907 Assistant Agenda Coordinator Technical Support Analyst Victims Advocate EX 29.A1907 EX 25.A1907 EX 27.A1907 EX 28.A1907 Information Analyst EX 26.A1907 City Photographer NEX 20.A1907 Public Relations Agent EX 25.A1907 EX 32.A1907 NEX 12.A1907 ...__...........-......_.......__.. Public Rel Splst EX 29.A1907 Public Relations Aide NEX 20.A1907 Capital Impry Community Outreach & Engmt Coord Promotion Assistant Publicity Writer Public Rel Agnt EX 25.A1907 EX 27.A1907 • 1422 Public Info Ofcr 1423 Public Information Coordinator 1424 1425 1426 1427 1430 1431 Social Broadcasting Specialist Multimedia Specialist Protocol Officer Assistant To The Protocol Officer Events Agent Special Events Coordinator EX 28.A1907 EX 30.A1907 NEX 25.A1907 • NEX 23.A1907 EX 29.A1907 EX 25.A1907 NEX 22.A1907 EX 25.A1907 1436 1440 1441 1442 1505 - 1506 Intergovmental Film Liaison Legislative Services Rep. I Legislative Services Rep. 11 Legislative Services Rep. III EX 23.A1907 NEX 19.A1907 EX 22.A1907 EX 25.A1907 Switchboard Oper NEX 14A1907 Information Clerk NEX 14.A1907 1510 Application Support EX 09.IT 1511 Senior Application Support EX 10.IT 1522 Camera Platemk NEX 18.A1907 1523 1524 Offset Press Opr NEX 19.A1907 Offset Press Opr Sr NEX 21.A1907 1525 Duplicating Equip Op I 1526 Photolithographer NEX 18.A1907 1527 Print Shop Supervisor EX 24.A1907 1528 Print Shop Asst Supt EX 27.A1907 1529 Print Shop Supt EX 30.A1907 1530 Print Shop Helper NEX 12.A1907 NEX 16.A1907 THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 1531 1533 1535 1536 1537 1539 1540 1541 1542 1543 1544 1545 1546 1547 1548 Duplicating Equip Op II Office Equipment Analyst Print Shop Estimator GIS Technician Prod Ctrl Spv NEX 19.A1907 NEX 24.A1907 NEX 19.A1907 NEX 20.A1907 EX 23.A1907 - Computer Systems Supervisor NEX 14.IT Systems Engr 1 NEX 26.A1907 Systems Engr II EX 30.A1907 Information Services Liaison NEX 20.A1907 Pc Hardware Repair Technician NEX 23.A1907 Database Specialist(Sgl Server) EX 14.IT Database Specialist (Oracle) Pc Aide Technical Writer Information Technology Technician! EX 14.IT NEX 17.A1907 EX 27.A1907 NEX 01.IT 1549 Information Technology Technician II EX 05.IT 1550 1551 1552 Information Systems Security Officer Supervisor information Technology Tech. III EX 11.IT Help Desk Supervisor EX 13.IT 1553 1554 EX 17.IT IT Security Analyst EX 13.IT Computer Op 1 NEX 20.A1907 1555 Computer Op II NEX 22.A1907 1556 1557 1558 1559 1560 Network Analyst Computer Opr Supv Computer Training Specialist EX EX EX 14.IT 26.A1907 08.IT Applications Support Supervisor EX 17.IT Programmer Asst 1561 Cyber Security Analyst - NEX 23.A1907 -EX - - 15.IT- - - 1562 1563 1564 1565 1566 Systems Programmer Software Quality Assurance Analyst Web Developer I Web Developer II Programmer Jr EX 29.A1907 EX EX EX 15.IT 11.IT 13.IT EX 26.A1907 1567 Programmer EX 11.IT 1568 Programmer Sr 1569 1570 Sys Soft Manager 1571 Systems Maintenance Supervisor 1572 Computer Opr Chf EX 13.IT Web Administrator 1573 Data Base Manager 1574 Oracle Database Manager EX EX EX EX EX EX 15.IT 35.A1907 32.A1907 32.A1907 18.IT 35.A1907 THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 1575 1576 1577 1578 1579 1580 1581 1582 1583 1584 1585 1586 1587 1588 1591 Geographic Information Systems (GIS) Supervisor Systems Analyst Sr Project Manager -IT EX 17.IT EX 14.IT EX 16.IT Geographic Information Systems Developer Oracle Systems Administrator EX 13.IT EX 16.IT Network Administrator Business Systems Administrator EX 16.IT EX 32.A1907 Teleprocessing Coord Geographic Information System Technical Analyst Data Librarian Geographic Information Systems Data Spec Scheduler/Expediter NEX 21.A1907 Information Systems Manager, Fire/Police EX 17.IT Info Center Spec EX 30.A1907 Senior Oracle ERP Application Developer EX 16.IT EX 28.A1907 EX 15.IT NEX 20.A1907 EX 11.IT 1593 Oracle ERP Application Developer EX 15.IT 1594 1595 1596 1602 1603 1604 1605 1606 IT Infrastructure Mgr. Business Analyst Business Analyst Supervisor EX 32.A1907 Finance Accounting Assistant NEX 22.A1907 Senior Capital Assets Analyst EX 30.A1907 EX 19.IT EX 13.IT Finance Accounting Specialist EX 24.A1907 Capital Assets Administrator Financial Analyst I EX 32.A1907 EX 26.A1907 1607 Grants Financial Analyst EX 28.A1907 1608 Financial Analyst II EX 28.A1907 1609 Senior Accounts Payable Analyst EX 30.A1907 1610 Senior Financial Analyst EX 30.A1907 1620 Financial Information Business Process Analyst EX 30.A1907 1624 Finance Accounting Aide NEX 19.A1907 1627 Asst Accts Receivable Supervisor NEX 25.A1907 1629 Customer Service Supervisor EX 30.A1907 1630 Capital Assets Aide NEX 18.A1907 1635 Finance Revenue Collections Inpsector NEX 22.A1907 1637 Finance Revenue Collections Coordinator EX 25.A1907 1701 Grant Funded Workforce Career Advisor EX 15.A1907 1702 Grant Funded Workforce Business Consultant EX 19.A1907 1704 Grant Funded Workforce Program Supervisor EX 22.A1907 1705 Grant Funded Workforce Program Specialist I NEX 13.A1907 1706 Grant Funded Workforce Center Manager EX 29.A1907 1707 Grant Funded Workforce Employer Specialist EX 19.A1907 !. THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 1710 Grant Funded Workforce Prog Workshop Facilitator 1711 Grant Funded Workforce Placement Specialist 1730 1808 1810 1812 Claims Adjustor II EX 24.A1907 1816 Claims Adjustor III EX 26.A1907 1820 Coll/Subrogation Spec EX 24.A1907 1822 Claims Supv., Asst. EX 28.A1907 1824 Claims Supervisor EX 30.A1907 2009 Senior Construction Coordinator EX 29.A1907 2010 Survey Party Chief EX 24.A1907 2011 Surveyor EX 30.A1907 2012 Surveyor, Senior EX 33.A1907 Grant Program Lead EX 19.A1907 EX 15.A1907 EX 25.A1907 Claims Account Specialist Claims Adjustor I NEX 22.A1907 EX 22.A1907 2013 Eng Tech l 2015 Eng Tech II 2017 Eng Tech III 2018 2019 2020 2029 2030 Professional Engineer I 2031 Engineer I NEX 18.A1907 NEX 20.A1907 NEX 24.A1907 Eng Tech IV Construction Coordinator Cadd Operator Street Lighting Eng I EX 27.A1907 EX 27.A1907 NEX 24.A1907 EX 27.A1907 EX 30.A1907 EX 27.A1907 2032 2033 2034 2036 2038 2039 Professional Engineer II Professional Engineer III EX 31.A1907 EX 33.A1907 Professional Engineer IV Environmental Engineer Engineer II Utility Engineer EX EX EX EX 35.A1907 33.A1907 29.A1907 - 29.A1907 2040 2041 2048 2049 2050 Elec Engineer EX 33.A1907 Engineer III EX 30.A1907 Architect I EX 26.A1907 Architect II EX 30.A1907 Architect III EX 31.A1907 2053 Landscape Architect EX 30.A1907 2054 Landscpe Arch Supv EX 31.A1907 2056 Project Rep. 2057 CITP Project Liaison EX 27.A1907 EX 31.A1907 2060 Cable Tv Engineer EX 31.A1907 2100 Roofing Inspector NEX 01.INS 2101 Roofing Inspector, Sr EX 29.A1907 THIS DOCUMENT |8ASUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BESEEN AJ END OFTHIS DOCUMENT. 2103 Senior Building Inspector EX 03]NS | 2105 Senior Plumbing Inspector EX O]]NS 2107 Senior Mechanical Inspector EX 03]NS | 2109 Senior Electrical Inspector EX 03]KB | � 2111 Bldg |nspU E% 29,A1907 � ' 2113 Chief Building Inspector EX 05]NS i ' | 2113 Chief ofInspection Services EX 33^A1907 / | 2114 Building Inspector NEX 01]NS 2116 Structural Engineer(plansExam) EX 35.A1907 � 2120 E|ec|nsp| NEX I7.A1907 ' � %122 2123 Electrical Inspector NEX 01.INS EX OS]NS ! IlZS Senior Roofing Inspector EX 03]NS | 2127 Senior Elevator Inspector EX 03]NS | 2131 Plumbing |nspU EX 29.A1907 | 2132 Plumbing | [hf EX _____- 2134 Plumbing Inspector NEX 01]NS, } | 2140 Construction Inspection Representative NEX 17.A1907 | | 2142 Resilience Programs Manager EX 30.A1907 / | 2143 Environmental Compliance Specialist EX 27.A1907 | / 2144 Environmental Compliance [oord. EX 28^41907 2145 Zoning Plans Processor EX 29.A1907 ! 2146 Zoning Manager EX 33.A1907 � L 2149 Building Services Assistant |V NEX 24.A1907 | 2150 Zoning Inspector | NEX 23.A1907 ! ZlSl Zoning Information Specialist - - NEX 27.A1907 | IlSJ Zoning Information Supervisor EX 30.A1907 | | 2153 Plans Processing Aide NEX 19.A1907 2154 Plans Processing Specialist NEX 30.A1907 � 2155 Code Compliance Inspector NEX 24.A1907 I156 Code Enforcement Inspector U EX 26.A1907 2157 Zoning Information Technician NEX 2IA1907 . 2158 K8ech|nsp| NEX 27.A1807 ' 2159 K8ech|nsp!| EX 29.A1907 2165 | 2167 Mechanica|Inspector NEX D1.|N� | ---| Elevator Inspector NEX OL|NS | THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 2168 Chief, Unsafe Structures EX 32.A1907 2170 2171 2172 2176 Building Services Assistant Building Services Assistant II Building Services Assistant III NEX 17.A1907 NEX 19.A1907 NEX 22.A1907 Supv Permits & Rev EX 29.A1907 2178 2181 2187 Chief Code Enforc Off EX 31.A1907 2188 2190 2192 Cable Tv Tech Spec Business Tax Receipts Aide Business Tax Receipts Specialist Assistant Occupational License Supv Business Tax Receipts Supervisor 2195 Housing Quality Inspector 2196 Housing Quality Inspector, Sr 2203 Graphic Designer,Senior 2204 Graphic Designer NEX 21.A1907 NEX 17.A1907 EX 22.A1907 EX 25.A1907 EX 30.A1907 NEX 24.A1907 EX 26.A1907 EX 26.A1907 NEX 24.A1907 2205 Planning 111 1 NEX 19.A1907 2206 Planning III 11 NEX 22.A1907 2208 Planning Tech 2209 Public Art Manager 2210 Park Planner 2211 Environmental Resources Specialist I NEX 24.A1907 EX 32.A1907 EX 27.A1907 NEX 22.A1907 2212 Environmental Resources Specialist II NEX 24.A1907 2214 Housing Spec Asst NEX 23.A1907 2215 Chief of Urban Design EX 34.A1907 2216 Chief of Comprehensive Planning EX 34.A1907 2217 Archeologist EX 29.A1907 2218 Historic Preservation Planner EX 29.A1907 2219 Preservation Officer EX 34.A1907 2220 - Planner I - - EX- - 27.A1907 2221 Planner II EX 31.A1907 2222 Planner III EX 34.A1907 2223 Chief of Land Development EX 34.A1907 2224 Comm Dev Coord EX 32.A1907 2225 Housing Spcl EX 26.A1907 2226 Housing Spcl Prncpl EX 31.A1907 2227 Housing Spec Sr EX 28.A1907 2228 Hsg Rhb Ln/O Sr EX 26.A1907 2229 Housing Loan Officer NEX 24.A1907 2230 Housing Rhb Est NEX 23.A1907 2231 Hsg Rhb Estim Sr EX 26.A1907 2232 Soc Prg Analyst NEX 22.A1907 THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 2233 2234 2235 Soc Prg AnI Ast Soc Prg AnI Sr Soc Prg AnI Supv NEX 20.A1907 2237 2239 2240 2244 2250 2252 2257 2258 2972 3001 3002 3005 3010 3011 3012 3014 .... _ ................. 3021 3022 3023 3024 3025 3026 Commty Dv Prj Supv Social Prog Coord EX 25.A1907 EX 28.A1907 EX 29.A1907 EX 31.A1907 Hsg Rhb Ln/O Asst NEX 19.A1907 Hsg Rhb Estim Asst NEX 19.A1907 EX 24.A1907 Loan Specialist Loan Program Manager Project Representative, Senior Development Coordinator Volunteer Coordinator Laborer I Laborer II Laborer III Labor Crew Ldr I Labor Crew Ldr II EX 28.A1907 EX 31.A1907 EX 34.A1907 28.A1907 NEX 15.A1907 NEX 16.A1907 NEX 17.A1907 NEX 18.A1907 NEX 22.A1907 Public Wks Supv Public Works Superintendent Assistant Heavy Equipment Specialist Sanitation Supervisor EX 28.A1907 EX 31.A1907 NEX 23.A1907 NEX 25.A1907 Heavy Eqp Specialist EX 25.A1907 3104 Recycling Coordinator Waste Col Supt Ast NEX 25.A1907 EX 28.A1907 Superintendent Of Solid Waste EX 30.A1907 Auto Eqp Op I NEX 17.A1907 3105 Auto Eqp Op II NEX 19.A1907 3106 Auto Eqp Op III NEX 21.A1907 3107 Auto Eqp Op IV - NEX - 22.A1907 3301 Maint Mech Helper NEX 17.A1907 3302 Maint Mechanic NEX 20.A1907 3303 Maint Mech Supv NEX 23.A1907 3305 Air Cond Mech NEX 27.A1907 3308 HvacrSupervisor EX 30.A1907 3310 Electrician NEX 27.A1907 3311 Elec Supervisor EX 30.A1907 3313 Gen. Maintnc. Worker NEX 17.A1907 3314 Gen Maint Rep-Pnt/Mec NEX 20.A1907 3315 Gen Maint Rep-Carpen. NEX 21.A1907 3316 Gen Maint Rep-Electr/Air Cond. NEX 23.A1907 3317 General Maint. Repair Supv, Elec NEX 24.A1907 THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 3318 3319 3320 3321 General Repair Maint Supv Electrician II Electrical Line Worker Electrical Line Worker Supervisor NEX 23.A1907 NEX 28.A1907 NEX 24.A1907 NEX 29.A1907 3322 3324 Plumber Supervisor EX 30.A1907 Plumber NEX 27.A1907 3326 Carpenter NEX 21.A1907 3327 Carpenter Supv NEX 23.A1907 3328 Mason NEX 21.A1907 3335 Painter 3336 Auto Body Wrkr/Pntr 3337 Painter Sign 3338 Painter Supv NEX 23.A1907 3339 Auto Pnt/Bdy Shop Spv NEX 24.A1907 3340 Pipefitter NEX 19.A1907 NEX 20.A1907 NEX 22.A1907 NEX 21.A1907 3341 3350 3358 3360 3361 3362 3370 3371 3372 3374 3402 3404 3405 Pipefitter Supv Welder Composting Facility Supervisor Facilities Oper Wrkr. Facilities Oper Worker, Senior Facilities Oper Supvr Prop Maint Asst Supt Prop Maint Supt Pol Secuty & Fac Supv Police Fac Asst NEX 22.A1907 NEX 22.A1907 NEX 25.A1907 NEX 16.A1907 NEX NEX 20.A1907 23.A1907 EX 31.A1907 EX 33.A1907 NEX 21.A1907 NEX 19.A1907 Fuel Fac Att Auto Mech Helper Automotive Service Writer NEX 15.A1907 NEX 17.A1907 NEX 19.A1907 3406 Auto Mechanic - -NEX-23.A1907 3407 Auto Mech Supv NEX 25.A1907 3408 Fuel Fac Supv NEX 21.A1907 3409 Heavy Eqp Mech Helper NEX 18.A1907 3410 Heavy Eqp Mech NEX 24.A1907 3411 Heavy Eqp Mech Supv NEX 26.A1907 3420 Garage Asst Supt EX 29.A1907 3450 Fleet Manager EX 33.A1907 3452 Supt.- Garage Or Motor Pool EX 30.A1907 3455 Fleet Management Representative NEX 22.A1907 3456 3638 3642 Fleet Liaison NEX 20.A1907 Facility Maintenance Technician NEX 20.A1907 Facility Maintenance Manager EX 28.A1907 THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 3643 Parks & Recreation Facility Maintenance Manager 3644 Utility Analyst 4005 Custodian I 4006 Custodian II 4007 Custodian Supv 5017 5019 EX 25.A1907 EX 28.A1907 NEX 14.A1907 NEX 15.A1907 NEX 17.A1907 Police Property Mgr EX 31.A1907 Identification Aide • NEX 16.A1907 5020 5022 5023 5024 5025 Police Comm Clrk NEX 18.A1907 Pol Prop Spec I NEX 17.A1907 Forensic Crime Analyst NEX 26.A1907 Pol Prop Spec II NEX 19.A1907 Crime Scene Investigator I NEX 22.A1907 5026 Crime Scene Investigator II 5027 Crime Scene Investigations Supervisor 5030 Latent Print Examiner 5032 Latent Print Examiner Supervisor NEX 26.A1907 EX 32.A1907 NEX 30.A1907 NEX 31.A1907 5035 5037 5039 5040 5050 5060 Forensic Investigations Manager EX 34.A1907 Guard/Porter NEX 06.A1907 School Crossing Guard Supervisor EX 13.A1907 Public Service Aide NEX 17.A1907 Professional Compliance Supv. Police Records Supr EX 28.A1907 EX 28.A1907 5065 Criminal Intelligence Analyst I 5066 Criminal Intelligence Analyst II EX 26.A1907 EX 28.A1907 5070 5071 5073 5076 5077 5090 5301 5302 5303 Crime Analyst I NEX 22.A1907 Crime Analyst II NEX 24.A1907 Video Retrieval Specialist NEX 22.A1907 Prof Compliance Asst NEX 19.A1907 -Prof Compl Rep Senior Policy Analyst Fire Plans Examiner Fire Sfty Spec. Sr. Fire Sfty Spec.Supv EX - - 26.A1907 EX 28.A1907 NEX 30.A1907 NEX 25.A1907 EX 27.A1907 5304 Fire Sfty Spec NEX 23.A1907 5314 Emergency Management Coordinator EX 30.A1907 5315 5316 Fire Supplies Clerk I NEX 14.A1907 Fire Supplies Clerk II. NEX 17.A1907 5317 Grant Funded Emergency Management Planner EX 26.A1907 5318 Fire And Life Safety Education Coordinat EX 28.A1907 !. 5319 Fire & Life Safety Ed.Spec. EX 24.A1907 5320 Video Program Spec EX 23.A1907 THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 5323 5324 5401 5403 Video Program Prod Show Producer EX 28.A1907 Multimedia Manager Communications Equip. Maint. Specialist 5404 Comm Repair Wrkr 5405 Comm Tech 5406 5407 5408 5409 5410 5411 5412 5413 5414 5415 5416 5417 Emd Quality Assurance Specialist EX 28.A1907 EX 26.A1907 NEX 19.A1907 NEX 21.A1907 NEX 25.A1907 Comm Tech Supv Comm Maint Asst Supt Comm Tech Supt Communications Specialist Microwave Technician NEX 27.A1907 EX 30.A1907 EX 33.A1907 Communications Technical Operator Comm Center Supervisor, Police Emergency Dispatch Assistant NEX Police Comm. Records Custodian NEX Emergency Dispatcher NEX Comm Oper Spvsr NEX EX NEX EX EX 26.A1907 25.A1907 25.A1907 28.A1907 20.A1907 22.A1907 22.A1907 24.A1907 5418 Comm Center Supervisor,Medical/Fire 5419 Communications Training Specialist 5420 Telc Sys Dev Mgr 5423 Telecommunications Technician (RJ) 5424 5425 Telecommunications Technician _ NEX 08.IT 5426 Telecommunications Technical Specialist NEX 21.A1907 5430 Broadcast Engineer EX 31.A1907 5432 Videographer/Editor EX 23.A1907 • 5433 Audiovisual Technician NEX 19.A1907 5436 Emergency Dispatcher Supervisor, M/F -- NEX - 24.A1907 Telecommunications Technician Assistant NEX 24.A1907 EX 28.A1907 EX 26.A1907 EX 33.A1907 rt NEX 32.A1907 NEX 23.A1907 5446 Emergency Dispatcher Supervisor, Police NEX 24.A1907 5510 Guard NEX 13.A1907 5512 City Ranger NEX 14.A1907 5515 Park Ranger NEX 13.A1907 5516 Park Ranger Supervisor EX 24.A1907 5517 Senior Park Ranger NEX 16.A1907 5520 Stable Attendant NEX 17.A1907 5523 Stable Attndnt Supvr. NEX 20.A1907 5529 Facility Attend NEX 14.A1907 5530 Marinas Faclt Att NEX 13.A1907 5560 Jtpa Trainee NEX 06.A1907 5711 Administrative Assistant III EX 31.A1907 THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 5740 Staff Analyst Senior EX 28.A1907 6001 Golf Course Attendant NEX 16.A1907 6003 6005 6007 6010 6015 6016 6017 6020 6021 6022 6025 6029 Grounds Tender Park Tender I Park Tender II Greenskeeper NEX 16.A1907 NEX 17.A1907 NEX 19.A1907 NEX 18.A1907 Tree Trimmer NEX 16.A1907 6035 6036 6047 6048 6049 6050 6051 6052 Tree Trim Crew Ldr NEX 18.A1907 Arborist NEX 22.A1907 CemeterySexton NEX 20.A1907 Parks Naturalist NEX 23.A1907 Parks Naturalist Sr. EX 26.A1907 Nursery Tender NEX 17.A1907 Beach Operations Supv Parks Supv I Parks Supv II EX 29.A1907 NEX 18.A1907 NEX 22.A1907 Parks Recreation Coordinator Superintendent Of Maintenance, Assistant Parks Operations Coordinator Parks Supt Of Superintendent Of Recreation, Assistant Athletic Coordinator EX EX EX EX EX EX 29.A1907 31.A1907 29.A1907 31.A1907 31.A1907 30.A1907 6053 Superintendent Of Parks 6054 Superintendent of Parks and Recreation EX 33.A1907 EX 33.A1907 6055 6060 6062 6063 6064 6065 6067 6068 Sports Turf Manager Asst Stadiums Manager Stadium Manager Marine Stad Mgr Cultural Arts Center Manager Auditorium Manager Asst Auditorium Mgr Marinas Operations Supervisor Marinas Aide EX 26.A1907 EX 30.A1907 EX 32.A1907 EX 27.A1907 EX - 31.A1907 • EX 25.A1907 EX 29.A1907 NEX 18.A1907 NEX 16.A1907 6069 6070 6071 6080 Marinas Supervisor Marinas Manager, Asst. Marinas Manager NEX 21.A1907 EX 28.A1907 EX 34.A1907 Parks & Recreation Mgr I EX 23.A1907 6081 6082 6102 6105 Parks & Recreation Mgr II EX 26.A1907 Waterfront Park Manager EX 26.A1907 STEAM Education Coordinator NEX 24.A1907 Lifeguard P O EX 17.A1907 THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 6106 Ocean Rescue Lifeguard 6107 6108 6109 Pools Supervisor Senior Ocean Rescue Lifeguard Lifeguard Sr. (P/0) 6110 Aquatic Program Planner 6111 Superintendent of Aquatics 6115 Irrigation Specialist 6118 Japanese Garden Specialist 6119 Cult Affr Coord 6120 Tennis Supvsr 6121 Special Education Teacher 6122 Education Initiatives Coordinator 6123 Program Coord. 6124 Program Coord, Asst 6125 Therapeutic Recreation Spec 6126 Social Worker 6127 Program Assistant 6128 Disabilities Program Leader 6129 Program Specialist 6131 Disabilities Recreation Leader 6132 Golf Course Superintendent 6133 Licensed Social Worker 6135 Baseball Supv 6144 Gen Recreation Prog Planner 6148 Aquatic Specialist 6149 Rec Specialist 6151 Water Sports Inst 6152 Boxing Supervisor 6156 Youth Pgm. Spec 6160 Fitness Center Specialist 6161 Recreation Aide NEX 20.A1907 EX 25.A1907 NEX 22.A1907 EX 19.A1907 EX 29.A1907 EX 31.A1907 NEX 19.A1907 EX 29.A1907 EX 29.A1907 EX 19.A1907 EX 25.A1907 EX 28.A1907 EX 31.A1907 EX 27.A1907 EX 25.A1907 EX 22.A1907 NEX 16.A1907 NEX 22.A1907 NEX 19.A1907 NEX 22.A1907 EX 20.A1907 EX 28.A1907 EX 20.A1907 EX 29.A1907 NEX 18.A1907 NEX 18.A1907 NEX 23.A1907 EX 22.A1907 EX 25.A1907 EX 21.A1907 NEX 08.A1907 6162 6164 6170 6172 6300 6301 Recreation Asst Supt EX 29.A1907 Parks & Recreation Sery Coord EX 29.A1907 Events Specialist NEX 24.A1907 Special Events Supervisor EX 29.A1907 Day Care Admin EX 31.A1907 Day Care Adm Ast EX 25.A1907 6302 Day Care Ctr Supv EX 25.A1907 6303 Day Care Specialist NEX 18.A1907 7017 Job Training Program Coordinator NEX 33.A1907 7018 Vocational Counselor NEX 22.A1907 THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 7019 7020 7021 Citzn Prgm Supv Comm Invol Asst Crime Prevention Specialist EX 28.A1907 NEX 19.A1907 NEX 22.A1907 7031 7032 Sanitation Inspector Chief EX 26.A1907 7035 Sanitation Inspector I NEX 21.A1907 7035 Sanitation Inspector NEX 21.A1907 8008 Secretary III NEX 19.A1907 8034 Typist Clerk I 8035 Typist Clerk II 8037 Typist Clerk III 8040 Receptionist/Typist 8048 Property & Casualty Manager 8051 Claims Supervisor 8073 Domestic Violence Administrator 8075 Deputy Chief Resilience Officer 8082 Admin Asst I 8083 Admin Asst II EX 28.A1907 8101 Secretary IV NEX 21.A1907 8103 Secretary I NEX 15.A1907 Sanitation Inspector II NEX 23.A1907 8104 Secretary II 8113 Legislative Services Represantive I 8117 8118 8119 8120 8121 8122 Technical Oper Coord Legislative Services Representative II NEX 13.A1907 NEX 15.A1907 NEX 17.A1907 NEX 18.A1907 EX 32.A1907 EX 30.A1907 EX 33.A1907 EX 21.A1907 EX 25.A1907 NEX 17.A1907 NEX 19.A1907 EX 24.A1907 NEX 22.A1907 Legislative Services Representative III EX 25.A1907 Legislative Services Supervisor EX 29.A1907 Transcriber EX 24.A1907 Records Reten Coord EX 25.A1907 8134- 8135 8138 8140 Resource Allocation Manager - EX - 35.A1907 Marketing Coordinator EX 28.A1907 Housing Develop Coord EX 32.A1907 Agenda Coord, Assistant EX 25.A1907 8142 Community Partnerships Manager EX 30.A1907 8144 Grants Coordinator EX 33.A1907 8145 Typist Clerk IV NEX 19.A1907 8152 Fleet Manager EX 33.A1907 8157 Social Worker EX 22.A1907 8158 Program Specialist EX 29.A1907 8159 Program Coordinator - Capital Improvements Program EX 32.A1907 8160 Chief Architect EX 36.A1907 !. 8162 Information Analyst EX 26.A1907 THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 8163 8165 8167 8176 Information Analyst Coordinator Information Services Liaison Chief of Code Compliance Code Enforcement Training Specialist EX 31.A1907 NEX 20.A1907 EX 32.A1907 EX 26.A1907 - 8177 Code Compliance Field Supervisor 8178 Code Enforcement Coord. EX 27.A1907 EX 30.A1907 8201 8206 8220 8232 8273 8396 8411 8420 8423 EX 24.A1907 Admin Asst III EX 31.A1907 Chief of Hearing Boards EX 34.A1907 Chief of Environmental Resources EX 34.A1907 Chief of Solid Waste Operations EX 34.A1907 Photographer, Senior EX 26.A1907 Administrative Clerk NEX 17.A1907 Media Relations Liaison EX 19.A1907 Parks And Recreation Facility Manager EX 26.A1907 Code Enforcement Assistant 8424 Special Education Teacher 8425 Parks & Recreation Sery Coord 8426 Program Assistant 8427 8435 NEX 25.A1907 NEX 29.A1907 NEX 14.A1907 Education Initiatives Coordinator EX 28.A1907 Property Manager 8437 8438 8439 CIP Technical Administrator EX 34.A1907 EX 36.A1907 Business Development Coordinator EX 34.A1907 Business Development Supervisor EX 31.A1907 8440 8441 8450 8452 8461 8463 8464 8466 8467 8468 8469 Development Coordinator Preservation Officer EX 34.A1907 EX 34.A1907 Telecommunications Administrator EX 34.A1907 Youth Program Coordinator EX 30.A1907 Assistant System Administrator EX 33.A1907 Chief Of Urban Design - -EX 34.A1907 Chief Of Land Development EX 34.A1907 Planning Illustrator EX 22.A1907 Urban Design Coordinator EX 32.A1907 Community Planner EX 31.A1907 Net Community Services Worker NEX 15.A1907 8471 Ada Construction Coordinator EX 30.A1907 8473 Cip Public Relations Coordinator EX 32.A1907 8474 Capital Improvement Assist EX 26.A1907 8475 Hazard Mitigation/Disaster Recovery Spec EX 34.A1907 8476 Homeless Program Administrator EX 32.A1907 8477 Net Community Service Worker Supervisor NEX 18.A1907 8478 Lease Mgmt Specialist EX 28.A1907 THIS DOCUMENT |8ASUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BESEEN AJ END OFTHIS DOCUMENT. Grant Writer Insurance Financial Analyst Records System Coordinator EX 28.A1907 | EX 28.A1907 ! EX 30.A1907 8514 Records Systems Aide NEX 20.A1907 | 8515 Records System Specialist EX 26.A1907 � � 8560 Grants Financial Supervisor EX 30.A1907 | ' | / 0561 Budget Systems Developer EX 32.41907 / 8565 Special Projects Manager EX 34'A1907 | 8568 Employee Services Aide EX 2I.A1907 8574 Special Events Assistant EX 22/A1907 | 8575 Special Events Coord EX 25.A1907 | / 8576 Special Events Manager EX 31^A1907 | 8578 Finance Management Supervisor EX 31'A1907 8580 Environmental Outreach Liaison EX 25.A190� 8582 Environmental Coordinator EX 28.41907 8585 Environmental Compliance Specialist EX 27'A1907 � 8587 Resilience Programs Manager EX 30,A19078589 Urban Forester EX 27.A1907 | � 8590 - Economic Development Project Manager EX 34'A1907 | / � 8606 Chief Project Manager EX 36.A1907 8607 Senior Project Manager -[ip EX 34.A1907 | | 8611 Audiovisual Technician NEX 19.A1907 | | 8613 Video Program Specialist EX I3'A1907 | | 8613 Chief Communications Engineer EX 31.A1907 8614 Communications Technical Operator EX 25.A1907 | 8615 Producer/Writer/Reporter EX 36.A1907 [ 8616 Operations Coordinator EX 30.41907 | 8618 Production Manager EX- - 31`A1907 | � 8619 Community Relations Coordinator EX 27.A1907 ' 8621 Cadd Operator EX 24.A1907 8622 Community Relations Liaison EX 37.A1907 8623 Community Relations Outreach Specialist EX 25.A1907 | | 8624 Community Relations Aide EX 22.A1907 | | 8625 Project Manager Senior EX 36.A1907 8626 Research Analyst EX 27.A1907 � 8628 Business Process Analyst EX 30/A1907 0630 Project Manager EX 34.A1907 631 P EX �1�A19U7 8638 Maintenance Technician NEX 20^A1907 ! | 8640 Facility Manager EX 30.A1907 THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 8642 Facility Maint. Manager EX 28.A1907 8643 Superintendent Of Solid Waste EX 31.A1907 8645 Community Programs Administrator EX 33.A1907 8649 Payroll Manager EX 34.A1907 8650 Oracle Financial Systems Manager 8651 Applications Support & Integration Manager 8653 IT Quality Assurance Manager 8654 8656 8657 8658 8659 8660 8661 8662 8664 8685 8688 8706 8715 8718 8719 EX 34.A1907 EX 19.IT EX 35.A1907 Information Technology Customer Service Manager EX 36.A1907 EX EX Loan Review Specialist Loan Review Assistant Community Involvement Spec NEX Loan Review Analyst EX 30.A1907 Sr. Procurement Contract Off. EX 31.A1907 Procurement Aide NEX 19.A1907 Procurement Card Administrator EX 25.A1907 Procurement Contracting Manager EX 33.A1907 Acquisitions Specialist Supervisor EX 21.A1907 Professional Engineer III-Floodplain Administrator EX 35.A1907 Sr. Job Train Spec EX 22.A1907 Community Service Provider NEX 18.A1907 Clerk I NEX 12.A1907 Clerk II NEX 14.A1907 26.A1907 24.A1907 21.A1907 8720 Employ interviewer NEX 17.A1907 8722 8723 8724 8726 8729 8732 Client Sery Coord Client Services Specialist Accountant Account Clerk Auditor Assistant Public Relations Agent EX 32.A1907 EX 25.A1907 EX 22.A1907 NEX 17.A1907 NEX 19.A1907 EX 27.A1907 8736 Public Information Coord EX 8737 8738 8740 8741 30.A1907 Chief of Unsafe Structures EX 32.A1907 Public Info. Supvr. Deputy International Affairs Administrator Intergovernmental Affairs Liaison EX 27.A1907 EX 27.A1907 EX 30.A1907 8742 Code Compliance Specialist 8743 Chief Elevator Inspector 8744 Chief Civil Engineer 8745 Chief Of Inspection Services EX 26.A1907 NEX 32.A1907 EX 36.A1907 EX 33.A1907 8748 Capital Impry Procurement Admin. EX 36.A1907 8751 Zoning Manager EX 33.A1907 8752 Legislative Coord EX 25.A1907 THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 8759 Financial Reporting Manager 8760 Internal Controls and Compliance Manager 8764 8770 8773 8775 Financial Dev Coord Admin Aide I Admin Aide II Investigator II, Civilian Investigative Panel EX 32.A1907 EX 34.A1907 EX 31.A1907 NEX 20.A1907 NEX 22.A1907 EX 28.A1907 8776 Investigator, Civilian Investig. Panel EX 26.A1907 8777 Civilian Investigative Panel Analyst EX 26.A1907 8780 Film And Culture Administrator EX 27.A1907 8783 Cultural Administrator EX 28.A1907 8784 Cultural Arts Center Manager EX 31.A1907 8785 Auditorium Mgr Assist EX 25.A1907 8786 Convention Center Manager EX 31.A1907 +: 8789 Traffic Engineer EX 32.A1907 8791 Transportation Coordinator EX 36.A1907 8792 Special Projects Assistant EX 25.A1907 8793 Spec Projects Coord EX 29.A1907 8794 Transportation Analyst EX 29.A1907 8796 Assistant Facility Maintenance Manager EX 26.A1907 8801 Client Support Sery Aide NEX 20.A1907 8803 Assessment & Referral Spec._ EX 24.A1907 8804 Training Specialist EX 25.A1907 8805 Job Placement Specialist T EX 22.A1907 8806 Skills Coach 8808 Case Management Supervisor 8809 Case Manager 8810 Sr.Job Placement/Marketing Spec 8811 Case Management Assistant - 8812 - - - - - - Training Coordinator EX 23.A1907 EX 28.A1907 EX EX 25.A1907 EX 28.A1907 8813 8815 8816 Training And Development Specialist Contract Compliance Analyst Contract Compliance Manager EX 22.A1907 EX 28.A1907 EX 27.A1907 EX 27.A1907 EX 34.A1907 8817 Employment Program Analyst EX 27.A1907 8818 Job Placement/Marketing Coord EX 32.A1907 8824 Fiscal Assistant EX 22.A1907 8825 Fiscal Administrator EX 30.A1907 8830 Housing Quality Assurance Aide NEX 19.A1907 8835 Housing Quality Assurance Supervisor EX 29.A1907 8840 Housing Program Manager EX 32.A1907 8842 Housing Program Analyst NEX 28.A1907 8844 Housing Quality Assurance Monitor NEX 24.A1907 • THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 8900 8901 8903 8905 Grant Funded Hosing Qlty Assur Monitor EX 24.A1907 Grant Funded Housing Qlty Assur Super EX 29.A1907 Grant Funded Housing Program Analyst EX 28.A1907 Grant Funded Assessment/Ref. Spec EX 24.A1907 8906 Grant Funded Emergency Mgmt Coord. EX 36.A1907 8910 Grant Funded Environmental Coordinator EX 28.A1907 8920 Grant Funded Administrative Aide 1 NEX 20.A1907 8921 8923 8924 Grant Funded Administrative Aide II Grant Funded Administrative Asst. I Grant Funded Vista Program Asst. 8925 Grant Funded Program Specialist EX 22.A1907 EX 25.A1907 EX 24.A1907 EX 29.A1907 8927 Grant Funded Homeless Housing Specialist NEX 17.A1907 8928 Grant Funded Homeless Housing Supervisor EX 25.A1907 8930 Grant Funded Contract Compliance Analyst 8931 Grant Funded Contracts Manager EX 27.A1907 EX 34.A1907 8932 Grant Funded Special Projects Asst EX 8933 Grant Funded Special Projects Coord EX 25.A1907 29.A1907 8939 Grant Funded Loan Specialist 8945 Grant Funded Loan Review Specialist EX 26.A1907 8950 Grant Funded Fiscal Assistant EX 22.A1907 8951 GF Budget and Financial Support Advisor EX 27.A1907 8959 Grant Funded Clerk I NEX 08.A1907 8960 Grant Funded Clerk III NEX 16.A1907 8972 GF Workforce Program Supervisor EX 22.A1907 8973 GF Workforce Career Advisor EX 15.A1907 8974 GF Workforce Lead Career Advisor EX 20.A1907 EX 24.A1907 8975 GF Workforce Employer Specialist EX 19.A1907 8976 GF Workforce Placement Specialist EX 15.A1907 8979 GF Workforce Business Consultant -EX --19,A1907 8980 GF Workforce Employer Consultant EX 19.A1907 8982 GF Workforce Program Workshop Facilitator EX 19.A1907 8984 GF Workforce Program Customer Service Rep NEX 10.A1907 8986 GF Workforce Program Specialist I NEX 13.A1907 8987 GF Workforce Program Specialist II NEX 15.A1907 8990 Grant Funded Workforce Outreach Specialist NEX 14.A1907 Employees in job codes 8082, 8083, 8206, 8770, and 8773 are included in the unit, other than those excluded per the Unit Clarification Petition settlement agreement made and entered on March 24, 2016 and April 26, 2018 between AFSCME Local 1907 and the City of Miami. All persons who hold interim, provisional, seasonal, part-time or temporary positions are considered exempt from Appendix A and as such are not entitled to any benefits as specified in this Agreement. THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. In the event there is a discrepancy in pay grade for any particular classification, the higher pay grade will prevail. THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. tcv; onrk Q1 q( " 2 a, 2) _ S � 'f,� 1 0- -,) IJL (0 i1 13y I y \Z ri0 r 1? +3 14-itY )3 <LJ (S. i l y ‘ is-2 it...4, Pr-q --- -- `1,6 i -.) 17- y_ 4. i c (.;1 !Y t' 2 o r 2; I f & 14 2 Z IN /. fl2 2 3 I i'y f12- c --*4 i 11 Sri li THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. 2L THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. CI lY OF MIAMi. FLORIDA NITER -OFFICE MEMORANDUM TO FROM : Alan Dodd Director Department of Public Works Joe Napoli Deputy City Manager City Manager's Office DATE : U tECT REFERENCES ENCLOSURE September 4, 2018 Public Works Supervisor Effective upon .ratification of the October 1, 2017 — September 30, 2020 AFSCME 1907 Collective Bargaining Agreement, bargaining unit members in the Public Works Supervisor exempt classification will receive compensatory time on an hour -for -hour basis when they are recalled to duty during off -duty hours. All parties agree that the exempt status of the Public Works Supervisor classification will not change or be affected by the agreement to provide this additional benefit. c: AFSCME Local 1907 Department of Human Resources, Labor Relations Division THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. GflYOFMIAlo. INTER -OFFICE MEMORANDUM Mario Nunez TQ Director Department of Solid Waste Joe Napoli Deputy City Manager City Manager's Office REFERENCES E zCLOSUtE s September 4, 2018 Chief Sanitation Inspector LE Effective upon ratification of the October 1, 2017 — September 30. 2020 AFSCME 1907 Collective Bargaining Agreement, bargaining unit members in the Chief Sanitation Inspector exempt classification will receive compensatory time on an hour - for -hour basis when they are recalled to duty during off -duty hours. All parties agree that the exempt status of the Chief Sanitation Inspector classification will not change or be affected by the agreement to provide this additional benefit. c: AFSCNIE Local 1907 Depantnent of Human Resources. Labor Relations Division THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. MEMORANDUM OF UNDERSTANDING BETWEEN AFSCME LOCAL 1907 AND CITY OF MIAMI August 9, 2018 WHEREAS the Parties have tentatively agreed in Article 52.6 that effective September 30, 2020, the service retirement benefit for employees hired prior to October 1, 2010, shall be equal to three percent (3%) of the member's highest one year of compensation multiplied by the number of years of creditable service; and WHEREAS there is a possibility that the City may secure additional funding prior to September 30, 2018, that, subject to Commission approval, may be used and/or expended to fund an expedited implementation of the foregoing benefit. NOW THEREFORE, the parties agree that if by September 30, 2018, the City secures the necessary funding and approves the use and/or expenditure of the necessary funding to accelerate the implementation of the foregoing benefit as tentatively agreed in Article 52.6 of the collective bargaining agreement, then the benefit shall take effect on October 1, 2018. AGREED TO this 9 day of August, 2018. For the City of Miami For AFSCME Local 1907 IT Schedule 1/7/2018 _ t1 r; 1 yr 1 yr 1 yr 1 yr 1 yr 1 yr 1 yr 2 yr 2 yr 2 yr 2 yr 2 yr 2 yr i.-ciff'...MEMEM 2 yr 2 yr 19.9519 20.9495 21.9970 23.0968 24.2517 25.4643 26.7375 28.0744 29.4781 30.9520 32.4996 34.1246 35.8308 37.6223 39.5034 20.9495 21.9970 23.0968 24.2517 25.4643 26.7375 28.0744 29.4781 30.9520 32.4996 34.1246 35.8308 37.6223 39.5034 41.4786 21.9970 23.0968 24.2517 25.4643 26.7375 28.0744 29.4781 30.9520 32.4996 34.1246 35.8308 37.6223 39.5034 41.4786 43.5525 23.0968 24.251.7 2' .4643 26.7375 24.2517 25.4643 26.7375 25.4643 26.7375 F28.0714 26.7375 28.0744 r 29,4781 309520 29.4781.30.952032.4996 30.9520 2.4996 32.4996 34.1246 34.1246 35.8308 34.1246 35.8308 37.6223 39.5034 41.4786 43.5525 45.7302 28.0744 29.4781 35.8308 37.6223 17.6223 39.5034 41.4786 43.5525 45.7302 48.0167 39.5034 41.4786 43.5525 45.7302 48.0167 50.4175 28.0744 29.4781. 30.9520 32.4996 34.124.6 35.8308 37.6223 395034 41.4786 43.5525 45.7302. 48.0167 5011175 52.9384 28.0744 29.4781 30.9520 32.4996 34.i246 35.8308 37.6223 39.5034 41.4786 43.5525 45.7302 48.0167 50.4175 52.9384 55.5853 29.4781 30.9520 32.4996 34.1246 35.8308 37.6223 39.5034 41.4786 43.5525 45.7302 48.0167 50.4175 52.9384 55.5853 58.3646 1p 30.9520 32.4996 34.1246 35.8308 37.6223 39.5034 41.4786 43.5525 45.7302 48.0167 50.4175 52.9384 55.5853 58.3646 61.2828 1ji I " 32.4996 34.1246 35.8308 37.6223 39.5034 41.4786 43.5525 45.7302 48.0167 50.4175 52.9384 55.5853 58.3646 61.2828 64.3469 1. FI ,`:. 34.1246 35.8308 37.6223 39.5034 41.4786 43.5525 45.7302 48.0167 50.4175 52.9384 55.5853 58.3646 61.2828 64.3469 67.5643 1f 4 , 35.8308 37.6223 39.5034 41.4786 43.5525 45.7302 48.0167 50.4175 52.9384 55.5853 58.3646 61.2828 64.3469 67.5643 70.9425 i, 1.4,IT 37.6223 39.5034 41.4786 43.5525 45.7302 48.0167 50.4175 52.9384 55.5853 58.3646 61.2828 64.3469 67.5643 70.9425 74.4896 ' '"` 39.5034 41.4786 43.5525 45.7302 48.0167 50.4175 52.9384 55.5853 58.3646 61.2828 64.3469 67.5643 70.9425 74.4896 78.2141 :C I. A' 41.4786 43.5525 45.7302 48.0167 50.4175 52.9384 55.5853 58.3646 61.2828 64.3469 67.5643 70.9425 74.4896 78.2141 82.1248 43.5525 45.7302 48.0167 50.4175 52.9384 55.5853 58.3646 61.2828 64.3469 67.5643 70.9425 74.4896 78.2141 82.1248 86.2311 ,.y.1E..,,t. 45.7302 48.0167 50.4175 52.9384 55.5853 58.3646 61.2828 64.3469 67.5643 70.9425 74.4896 78.2141 82.1248 86.2311 90.5426 y yrftf :54 "; 48.0167 50.4175 52.9384 55.5853 58.3646 61.2828 64.3469 67.5643 70.9425 74.4896 78.2141 82.1248 86.2311 90.5426 95.0697 1N3Wf3Oa SIHI 3O ON3 ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT THIS DOCUMENT IS A SUBSTITUTION TO IT Schedule Oct 2018 Step 1 lyr 2 1yr 3 1yr 4 1yr 5 lyr 6 1yr 7 1yr 8 2yr 9 2yr 10 2yr 11 2yr 12 2yr 13 2yr 14 ` 2yr 15 2yr 1 1 20.3509 21.3685 22.4369 23.5587 24.7367 25.9736 27.2723 28.6359 30.0677 31.5710 33.1496 34.8071 36.5474 38.3747 40.2935 w1i 1 Ib_. 21.3685 22.4369 23.5587 24.7367 25.9736 27.2723 28.6359 30.0677 31.5710 33.1496 34.8071 36.5474 38.3747 40.2935 42.3082 r „,,, 22.4369 23.5587 24.7367 25.9736 27,2723 28.6359 30.0677 31.5710 33.1496 34.8071 36.5474 38.3747 40.2935 42.3082 44.4236 e ,140. 23.5587 24.7367 25.9736 27.2723 28.6359 30.0677 31.5710 33.1496 34.8071 36.5474 38.3747 40.2935 42.3082 44.4236 46.6448 ii%-I W', r„ 24.7367 25.9736 27.2723 28.6359 30.0677 31.5710 33.1496 34.8071 36.5474 38.3747 40.2935 42.3082 44.4236 46.6448 48.9770 0,14 ' ;'. 25.9736 27.2723 28.6359 30.0677 31.5710 33.1496 34.8071 36.5474 38.3747 40.2935 42.3082 44.4236 46.6448 48.9770 51.4259 it 27.2723 28.6359 30.0677 31.5710 33,1496 34.8071 36.5474 38.3747 40.2935 42.3082 44.4236 46.6448 48.9770 51.4259 53.9972 • 28.6359 30.0677 31.5710 33.1496 34.8071 36.5474 38.3747 40.2935 42.3082 44.4236 46.6448 48.9770 51.4259 53.9972 56.6970 -'0 1 ' 30.0677 31.5710 33.1496 34.8071 36.5474 38.3747 40.2935 42.3082 44.4236 46.6448 48.9770 51.4259 53,9972 56.6970 59,5319 e''1 11,,; 31.5710 33.1496 34.8071 36.5474 38.3747 40.2935 42.3082 44.4236 46.6448 48.9770 51.4259 53.9972 56.6970 59.5319 62.5085 „ °: 33.1496 34.8071 36.5474 38.3747 40.2935 42.3082 44.4236 46.6448 48.9770 51.4259 53,9972 56.6970 59.5319 62.5085 65.6338 y ffU 34.8071 36.5474 38.3747 40.2935 42.3082 44.4236 46.6448 48.9770 51.4259 53.9972 56.6970 59.5319 62.5085 65.6338 68.9156 ' 36.5474 38.3747 40.2935 42.3082 44.4236 46.6448 48.9770 51,4259 53.9972 56.6970 59.5319 62.5085 65.6338 68.9156 72.3614 38.3747 40.2935 42.3082 44.4236 46.6448 48.9770 51.4259 53.9972 56.6970 59.5319 62.5085 65.6338 68.9156 72.3614 75.9794 F' 40.2935 42.3082 44.4236 46.6448 48.9770 51.4259 53.9972 56.6970 59.5319 62.5085 65.6338 68.9156 72.3614 75.9794 79.7784 42.3082 44.4236 46.6448 48.9770 51.4259 53.9972 56.6970 59.5319 62.5085 65.6338 68.9156 72.3614 75.9794 79.7784 83.7673 At 44.4236 46.6448 48.9770 51.4259 53.9972 56.6970 59.5319 62.5085 65.6338 68.9156 72.3614 75.9794 79.7784 83.7673 87.9557 7 irt, ,•: 46.6448 48.9770 51.4259 53.9972 56.6970 59.5319 62.5085 65.6338 68.9156 72.3614 75.9794 79.7784 83.7673 87.9557 92.3535 48.9770 51.4259 53,9972 56.6970 59,5319 62.5085 65.6338 68.9156 72.3614 75.9794 79.7784 83.7673 87.9557 92.3535 96.9711 1N3Wf3O0 SIHI 3O ON3 ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT THIS DOCUMENT IS A SUBSTITUTION TO IT Schedule Oct 2019 Step t' 1 1yr 2 lyr 3 1yr 4 lyr ! 5 6 7 lyr 8 2yr 9 2yr 10 2yr 11 12 13 14 15 2yr 1yr 1yr 2yr 2yr 2yr 2yr ry Q?s " 20.7579 21.7959 22.8856 24.0299 25.2314 26.4931 27.8177 29.2086 30.6691 32.2024 33.8126 35.5032 37.2783 39.1422 41.0994 1 21.7959 22.8856 24.0299 25.2314 26.4931 27.8177 29.2086 30.6691 32.2024 33.8126 35.5032 37.2783 39.1422 41.0994 43.1544 22.8856 24.0299 25.2314 26.4931 27.8177 29.2086 30.6691 32.2024 33.8126 35,5032 37.2783 39.1422 41.0994 43.1544 45.3121 24.0299 25.2314 26.4931 27.8177 29.2086 30.6691 32.2024 33.8126 35.5032 37.2783 39.1422 41.0994 43.1544 45.3121 47.5777 25.2314 26.4931 27.8177 29.2086 30.6691 32.2024 33.8126 35.5032 37.2783 39.1422 41.0994 43.1544 45.3121 47.5777 49,9565 e 26.4931 27.8177 29.2086 30.6691 32.2024 33.8126 35.5032 37.2783 39.1422 41.0994 43.1544 45.3121 47.5777 49.9565 52.4544 fi 6 27.8177 29.2086 30.6691 32.2024 33.8126 35.5032 37.2783 39.1422 41.0994 43.1544 45,3121 47.5777 49.9565 52.4544 55.0771 t d'� : 29.2086 30.6691 32.2024 33.8126 35.5032 37.2783 39.1422 41.0994 43.1544 45.3121 47.5777 49.9565 52.4544 55.0771 57.8309 ' ' 30.6691 32.2024 33.8126 35.5032 37.2783 39.1422 41.0994 43.1544 45.3121 47.5777 49.9565 52.4544 55.0771 57.8309 60.7225 it �',a? 32.2024 33.8126 35.5032 37.2783 39.1422 41.0994 43.1544 45.3121 47.5777 49.9565 52.4544 55.0771 57.8309 60.7225 63.7587 It. 33.8126 35.5032 37.2783 39.1422 41.0994 43.1544 45.3121 47.5777 49.9565 52.4544 55.0771 57.8309 60.7225 63.7587 66.9465 ° 35.5032 37.2783 39.1422 41.0994 43.1544 45.3121 47.5777 49.9565 52.4544 55.0771 57.8309 60.7225 63.7587 66.9465 70.2939 1 37.2783 39.1422 41.0994 43.1544 45.3121 47.5777 49.9565 52.4544 55.0771 57.8309 60.7225 63.7587 66.9465 70.2939 73.8086 ld 39.1422 41.0994 43.1544 45.3121 47.5777 49.9565 52.4544 55.0771 57.8309 60.7225 63.7587 66.9465 70.2939 73.8086 77.4990 4.? 41.0994 43.1544 45.3121 47.5777 49.9565 52.4544 55.0771 57.8309 60.7225 63.7587 66.9465 70.2939 73.8086 77.4990 81.3740 ,1. 43.1544 45.3121 47.5777 49.9565 52.4544 55.0771 57.8309 60.7225 63.7587 66.9465 70.2939 73.8086 77.4990 81.3740 85.4426 "4l41 45.3121 47.5777 49.9565 52.4544 55.0771 57.8309 60.7225 63.7587 66.9465 70.2939 73.8086 77.4990 81.3740 85.4426 89.7148 ir r ; 'V. 47.5777 49.9565 52.4544 55.0771 57.8309 60.7225 63.7587 66.9465 70.2939 73.8086 77.4990 81.3740 85.4426 89.7148 94.2006 ;, ''49.9565 52.4544 55.0771 57.8309 60.7225 63.7587 66.9465 70.2939 73.8086 77.4990 81.3740 85.4426 89.7148 94.2006 98.9105 1N3Wf3O0 SIHI 3O ON3 ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT THIS DOCUMENT IS A SUBSTITUTION TO 10/1/2017 INS .,. k, .,, : AI . s°' r7r , ` . 1 ,.12 13 14 15 1yr 1yr 1yr 1yr 1yr 1yr lyr 2yr 2yr 2yr 2yr 2yr 2yr 2yr 2yr 5.00% 5.00% 5,00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 01.INS 30.7019 32.2370 33.8489 35.5414 37.3184 39.1844 41.1437 43.2009 45.3609 47.6290 50.0104 52.5109 55.1365 57.8933 60.788 03.INS 33.7722 35.4607 37.2338 39.0955 41.0502 43.1027 45.2579 47.5208 49.8968 52.3917 55.0113 57.7619 60.6500 63.6825 66.8666 05.INS 37.1493 39.0068 40.9571 43.0050 45.1552 47.4130 49.7836 52.2728 54.8864 57.6308 60.5123 63.5379 66.7149 70.0506 73.5531 1N9Wf3Oa SIHI 3O ON3 ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT THIS DOCUMENT IS A SUBSTITUTION TO Oct 2018 1 lyr 2 lyr 3 lyr 4 lyr 5 lyr 6 lyr 7 lyr 8 2yr 9 2yr 10 2yr 11 2yr 1 2yr 13 2yr 14 2yr 15 2yr INS 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 01.INS 31.3159 32.8817 34.5259 36.2522 38.0648 39.9681 41.9666 44.0649 46.2681 48.5816 51.0106 53.5611 56.2392 59.0512 62.0038 03.INS 34.4476 36.1699 37.9785 39.8774 41.8712 43.9648 46.1631 48.4712 50.8947 53.4395 56.1115 58.9171 61.8630 64.9562 68.2039 05.INS 37.8923 39.7869 41.7762 43.8651 46.0583 48.3613 50.7793 53.3183 55.9841 58.7834 61.7225 64.8087 68.0492 71.4516 75.0242 1N3Wf3O0 SIHI 3O ON3 ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT THIS DOCUMENT IS A SUBSTITUTION TO Oct2019 INS 1 1yr 2 1yr 3 1yr 4 1yr 1yr 6 lyr 7 1yr 8 2yr 9 2yr 10 2yr 11 2yr 1 2yr 13 2yr 14 2yr 15 2yr 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 01.INS 31.9422 33.5393 35.2164 36.9772 38.8261 40.7675 42.8059 44.9462 47.1935 49.5532 52.0308 54.6323 57.3640 60.2322 63.2439 03.INS 35.1366 36.8933 38.7381 40.6749 42.7086 44.8441 47.0864 49.4406 51.9126 54.5083 57.2337 60.0954 63.1003 66.2553 69.5680 05.INS 38.6501 40.5826 42.6117 44.7424 46.9795 49.3285 51.7949 54.3847 57.1038 59.9591 62.9570 66.1049 69.4102 72.8806 76.5247 1N301f10O0 SIHI 3O ON3 ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT THIS DOCUMENT IS A SUBSTITUTION TO 10/1/2017 1 1yr 2 lyr 3 1yr 4 1yr 5 1yr 6 1yr 7 1yr 8 2yr 9 2yr 10 2yr 11 2yr 1 2yr 13 2yr 14 2yr 15 2yr AFSCME 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 04.A1907 8.8304 9.2719 9.7355 10.2222 10.7333 11.2701 11.8336 12.4252 13.0465 13.6988 14.3837 15.1029 15.8581 16.6510 17.4835 05.A1907 9.2719 9.7355 10.2222 10.7333 11.2701 11.8336 12.4252 13.0465 13.6988 14.3837 15.1029 15.8581 16.6510 17.4835 18.3577 06.A1907 9.7355 10.2222 10.7333 11.2701 11.8336 12.4252 13.0465 13.6988 14.3837 15.1029 15.8581 16,6510 17.4835 18.3577 19.2755 07.A1907 10.2222 10.7333 11.2701 11.8336 12.4252 13.0465 13.6988 14.3837 15.1029 15.8581 16.6510 17.4835 18.3577 19.2755 20.2393 08.A1907 10.7333 11.2701 11.8336 12.4252 13.0465 13.6988 14.3837 15.1029 15.8581 16.6510 17.4835 18.3577 19.2755 20.2393 21.2513 09.A1907 11.2701 11.8336 12.4252 13.0465 13.6988 14.3837 15.1029 15.8581 16.6510 17.4835 18.3577 19.2755 20.2393 21.2513 22.3138 10.A1907 11.8336 12.4252 13.0465 13.6988 14.3837 15.1029 15.8581 16.6510 17.4835 18.3577 19.2755 20.2393 21.2513 22.3138 23.4295 11.A1907 12.4252 13.0465 13.6988 14.3837 15.1029 15.8581 16.6510 17.4835 18.3577 19.2755 20.2393 21.2513 22.3138 23.4295 24.6010 12.A1907 13.0465 13.6988 14.3837 15.1029 15.8581 16.6510 17.4835 18.3577 19.2755 20.2393 21.2513 22.3138 23.4295 24.6010 25.8311 13.A1907 13.6988 14.3837 15.1029 15.8581 16.6510 17.4835 18.3577 19.2755 20.2393 21.2513 22.3138 23.4295 24.6010 25.8311 27.1227 14.A1907 14.3837 15.1029 15.8581 16.6510 17.4835 18.3577 19.2755 20.2393 21.2513 22.3138 23.4295 24.6010 25.8311 27.1227 28.4788 15.A1907 15.1029 15.8581 16.6510 17.4835 18.3577 19.2755 20.2393 21.2513 22.3138 23.4295 24.6010 25.8311 27.1227 28.4788 29.9028 16.A1907 15.8581 16.6510 17.4835 18.3577 19,2755 20.2393 21,2513 22.3138 23.4295 24.6010 25.8311 27.1227 28.4788 29.9028 31.3978 17.A1907 16.6510 17.4835 18.3577 19.2755 20.2393 21.2513 22.3138 23.4295 24.6010 25.8311 27.1227 28.4788 29.9028 31.3978 32.9677 18.A1907 17.4835 18.3577 19.2755 20.2393 21.2513 22.3138 23,4295 24.6010 25.8311 27.1227 28.4788 29.9028 31.3978 32.9677 34.6161 19.A1907 18.3577 19.2755 20.2393 21.2513 22.3138 23.4295 24.6010 25.8311 27.1227 28.4788 29.9028 31.3978 32.9677 34.6161 36.3470 20.A1907 19.2755 20.2393 21,2513 22.3138 23.4295 24.6010 25,8311 27.1227 28.4788 29.9028 31.3978 32.9677 34.6161 36.3470 38.1643 21.A1907 20.2393 21.2513 22.3138 23.4295 24.6010 25.8311 27.1227 28.4788 29.9028 31.3978 32.9677 34.6161 36.3470 38.1643 40.0725 22.A1907 21.2513 22.3138 23.4295 24.6010 25.8311 27.1227 28.4788 29.9028 31.3978 32.9677 34.6161 36.3470 38.1643 40.0725 42.0761 23.A1907 22.3138 23.4295 24.6010 25.8311 27.1227 28.4788 29.9028 31.3978 32.9677 34.6161 36.3470 38.1643 40.0725 42.0761 44.1799 24.A1907 23.4295 24.6010 25.8311 27.1227 28.4788 29.9028 31.3978 32.9677 34.6161 36.3470 38.1643 40,0725 42.0761 44.1799 46.3889 25.A1907 24.6010 25.8311 27.1227 28.4788 29.9028 31.3978 32.9677 34.6161 36.3470 38.1643 40.0725 42.0761 44.1799 46.3889 48.7084 26.A1907 25.8311 27.1227 28.4788 29.9028 31.3978 32.9677 34.6161 36.3470 38.1643 40.0725 42.0761 44.1799 46.3889 48.7084 51.1438 27.A1907 27.1227 28.4788 29.9028 31.3978 32.9677 34.6161 36.3470 38.1643 40.0725 42.0761 44.1799 46.3889 48.7084 51.1438 53.7010 28.A1907 28.4788 29.9028 31.3978 32.9677 34.6161 36.3470 38,1643 40.0725 42.0761 44.1799 46.3889 48.7084 51.1438 53.7010 56.3860 29.A1907 29.9028 31.3978 32.9677 34.6161 36.3470 38.1643 40.0725 42.0761 44.1799 46.3889 48.7084 51.1438 53.7010 56.3860 59.2053 30.A1907 31.3978 32.9677 34.6161 36.3470 38.1643 40.0725 42,0761 44.1799 46.3889 48.7084 51.1438 53.7010 56.3860 59,2053 62.1656 31.A1907 32.9677 34.6161 36.3470 38.1643 40.0725 42.0761 44.1799 46.3889 48.7084 51.1438 53.7010 56.3860 59.2053 62.1656 65.2739 32.A1907 34.6161 36.3470 38.1643 40.0725 42.0761 44.1799 46.3889 48.7084 51.1438 53.7010 56.3860 59.2053 62.1656 65.2739 68.5375 33.A1907 36.3470 38.1643 40.0725 42.0761 44.1799 46.3889 48.7084 51.1438 53.7010 56.3860 59.2053 62.1656 65.2739 68.5375 71.9645 34.A1907 38.1643 40.0725 42.0761 44.1799 46.3889 48.7084 51.1438 53.7010 56.3860 59.2053 62.1656 65.2739 68.5375 71.9645 75.5627 35.A1907 40.0725 42.0761 44.1799 46.3889 48.7084 51.1438 53.7010 56.3860 59.2053 62.1656 65.2739 68.5375 71.9645 75.5627 79.3408 36.A1907 42.0761 44.1799 46.3889 48.7084 51.1438 53.7010 56.3860 59.2053 62.1656 65.2739 68.5375 71.9645 75.5627 79.3408 83.3078 37.A1907 44.1799 46.3889 48.7084 51.1438 53.7010 56.3860 59.2053 62.1656 65.2739 68.5375 71.9645 75.5627 79.3408 83.3078 87.4733 38.A1907 46.3889 48.7084 51.1438 53.7010 56.3860 59.2053 62.1656 65.2739 68.5375 71.9645 75.5627 79.3408 83.3078 87.4733 91.8469 39.A1907 48.7084 51.1438 53.7010 56.3860 59.2053 62.1656 65.2739 68.5375 71.9645 75.5627 79.3408 83.3078 87.4733 91.8469 96.4392 1N3Wf3O0 SIHI 3O ON3 ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT THIS DOCUMENT IS A SUBSTITUTION TO Oct 2018 1 lyr 2 lyr 3 1yr 4 1yr 5 1yr 6 1yr 7 lyr 8 2yr 9 2yr 10 2yr 11 2yr 1 2yr 13 2yr 14 2yr 15 2yr AFSCME 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 04.A1907 9.0070 9.4573 9.9302 10.4266 10.9480 11.4955 12.0703 12.6737 13.3074 13.9728 14.6714 15.4050 16.1753 16.9840 17,8332 05.A1907 9.4573 9.9302 10.4266 10.9480 11.4955 12.0703 12.6737 13.3074 13.9728 14.6714 15.4050 16.1753 16.9840 17.8332 18.7249 06.A1907 9.9302 10.4266 10.9480 11.4955 12.0703 12.6737 13,3074 13.9728 14.6714 15.4050 16.1753 16.9840 17.8332 18.7249 19.6610 07.A1907 10.4266 10.9480 11.4955 12.0703 12.6737 13.3074 13.9728 14.6714 15.4050 16.1753 16.9840 17.8332 18.7249 19.6610 20.6441 08.A1907 10.9480 11.4955 12.0703 12.6737 13.3074 13.9728 14.6714 15.4050 16.1753 16.9840 17.8332 18.7249 19.6610 20.6441 21.6763 09.A1907 11.4955 12.0703 12.6737 13.3074 13.9728 14.6714 15.4050 16.1753 16.9840 17.8332 18.7249 19.6610 20.6441 21.6763 22.7601 10.A1907 12.0703 12.6737 13.3074 13.9728 14.6714 15.4050 16,1753 16.9840 17.8332 18.7249 19.6610 20.6441 21.6763 22.7601 23.8981 11.A1907 12.6737 13.3074 13.9728 14.6714 15.4050 16.1753 16.9840 17.8332 18.7249 19.6610 20.6441 21.6763 22.7601 23.8981 25.0930 12.A1907 13.3074 13.9728 14.6714 15.4050 16.1753 16.9840 17.8332 18.7249 19.6610 20.6441 21.6763 22.7601 23.8981 25.0930 26.3477 13.A1907 13.9728 14.6714 15.4050 16.1753 16.9840 17.8332 18.7249 19.6610 20.6441 21.6763 22.7601 23.8981 25.0930 26.3477 27.6652 14.A1907 14.6714 15.4050 16.1753 16.9840 17.8332 18.7249 19.6610 20.6441 21.6763 22.7601 23.8981 25.0930 26.3477 27.6652 29.0484 15.A1907 15.4050 16.1753 16.9840 17.8332 18.7249 19.6610 20.6441 21.6763 22.7601 23.8981 25.0930 26.3477 27.6652 29.0484 30.5009 16.A1907 16.1753 16.9840 17.8332 18.7249 19.6610 20.6441 21.6763 22.7601 23.8981 25.0930 26.3477 27.6652 29.0484 30.5009 32.0258 17.A1907 16.9840 17.8332 18.7249 19.6610 20.6441 21.6763 22.7601 23.8981 25.0930 26.3477 27.6652 29.0484 30.5009 32.0258 33.6271 18.A1907 17.8332 18.7249 19.6610 20.6441 21.6763 22.7601 23.8981 25.0930 26.3477 27.6652 29.0484 30.5009 32.0258 33.6271 35.3084 19.A1907 18.7249 19.6610 20.6441 21.6763 22.7601 23.8981 25.0930 26.3477 27.6652 29.0484 30.5009 32.0258 33.6271 35.3084 37.0739 20.A1907 19.6610 20.6441 21.6763 22.7601 23.8981 25.0930 26.3477 27,6652 29.0484 30.5009 32.0258 33.6271 35.3084 37.0739 38.9276 21.A1907 20.6441 21.6763 22.7601 23.8981 25.0930 26.3477 27.6652 29.0484 30.5009 32.0258 33.6271 35.3084 37.0739 38.9276 40.8740 22.A1907 21.6763 22.7601 23.8981 25.0930 26.3477 27.6652 29.0484 30.5009 32.0258 33.6271 35.3084 37.0739 38.9276 40.8740 42.9176 23.A1907 22.7601 23.8981 25.0930 26.3477 27.6652 29.0484 30.5009 32.0258 33.6271 35.3084 37.0739 38.9276 40.8740 42.9176 45.0635 24.A1907 23.8981 25.0930 26.3477 27.6652 29.0484 30.5009 32.0258 33.6271 35.3084 37.0739 38.9276 40.8740 42.9176 45.0635 47.3167 25.A1907 25.0930 26.3477 27.6652 29.0484 30.5009 32.0258 33.6271 35.3084 37.0739 38.9276 40.8740 42.9176 45.0635 47.3167 49.6826 26.A1907 26.3477 27.6652 29.0484 30.5009 32.0258 33.6271 35.3084 37.0739 38.9276 40.8740 42.9176 45.0635 47.3167 49.6826 52.1667 27.A1907 27.6652 29.0484 30.5009 32.0258 33.6271 35.3084 37.0739 38.9276 40.8740 42.9176 45.0635 47.3167 49.6826 52.1667 54.7750 28.A1907 29.0484 30.5009 32.0258 33.6271 35.3084 37.0739 38.9276 40.8740 42.9176 45.0635 47.3167 49.6826 52.1667 54.7750 57.5137 29.A1907 30.5009 32.0258 33.6271 35.3084 37.0739 38.9276 40.8740 42.9176 45.0635 47.3167 49.6826 52.1667 54.7750 57.5137 60.3894 30.A1907 32.0258 33.6271 35.3084 37.0739 38.9276 40.8740 42.9176 45,0635 47.3167 49.6826 52.1667 54,7750 57.5137 60.3894 63.4089 31.A1907 33.6271 35.3084 37.0739 38.9276 40.8740 42.9176 45.0635 47.3167 49.6826 52.1667 54.7750 57.5137 60.3894 63.4089 66.5794 32.A1907 35.3084 37.0739 38.9276 40.8740 42.9176 45.0635 47.3167 49.6826 52.1667 54.7750 57.5137 60.3894 63.4089 66.5794 69.9083 33.A1907 37.0739 38.9276 40.8740 42.9176 45.0635 47.3167 49.6826 52.1667 54.7750 57.5137 60.3894 63.4089 66.5794 69.9083 73.4038 34.A1907 38.9276 40.8740 42.9176 45.0635 47.3167 49.6826 52,1667 54.7750 57.5137 60.3894 63.4089 66.5794 69.9083 73.4038 77.0740 35.A1907 40.8740 42.9176 45.0635 47.3167 49.6826 52.1667 54.7750 57.5137 60.3894 63.4089 66.5794 69.9083 73.4038 77.0740 80.9276 36.A1907 42.9176 45.0635 47.3167 49.6826 52.1667 54.7750 57.5137 60.3894 63.4089 66.5794 69.9083 73.4038 77.0740 80.9276 84.9740 37.A1907 45.0635 47.3167 49.6826 52.1667 54.7750 57.5137 60.3894 63.4089 66.5794 69.9083 73.4038 77.0740 80.9276 84.9740 89.2228 38.A1907 47.3167 49.6826 52.1667 54.7750 57.5137 60.3894 63.4089 66.5794 69.9083 73.4038 77.0740 80.9276 84.9740 89.2228 93.6838 39.A1907 49.6826 52.1667 54.7750 57.5137 60.3894 63.4089 66.5794 69.9083 73.4038 77.0740 80.9276 84.9740 89.2228 93.6838 98.3680 1N3Wf3O0 SIHI 3O ON3 ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT THIS DOCUMENT IS A SUBSTITUTION TO Oct 2019 `'i6 k'„I, 1yr ; 1yr 1yr 1yr 1yr 1yr 2yr 1 2yr u • 2yr a 1c 2yr _ , " ; 2yr 1:"' 2yr * 14 • 2yr - • 15 2yr AFSCME 1yr 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 04.A1907 9.1871 9.6464 10.1288 10,6351 11.1670 11,7254. 12.3117 12.9272 13.5735 14.2523 14.9648 15.7131 16.4988 17.3237 18.1899 05.A1907 9.6464 10.1288 10.6351 11.1670 11.7254 12.3117 12.9272 13.5735 14.2523 14.9648 15.7131 16.4988 17.3237 18.1899 19.0994 06.A1907 10.1288 10.6351 11.1670 11.7254 12.3117 12.9272 13.5735 14.2523 14.9648 15.7131 16.4988 17.3237 18.1899 19.0994 20.0542 07.A1907 10.6351 11.1670 11.7254 12.3117 12.9272 13.5735 14.2523 14.9648 15.7131 16.4988 17.3237 18.1899 19.0994 20.0542 21.0570 08.A1907 11,1670 11.7254 12,3117 1.2.9272 13.5735 14.2523 14.9648 15.7131. 16.4988 1.7.3237 18.1899 19.0994 20.0542 21.0570 22.1098 09.A1907 10.A1907 11.A1907 12.A1907 117254 1.2.3117 12.9272 13.5735 12.311.7 12.9272 13.5735 14.2523 :1.2.9272 13.573 14.2523 14.9648 33573C, 1 / 1 23 349648 1.5.7131 .i4.2523 .14 9G49 1 7133 1 G.498}; 3.4.964s; I . 71:11 11,.49f' 17.32.37 1.5.71.31 :I (.495; 17.323i 183.1899 1-6.4988 17.32 37 18.1899 19.0994 1.7.3237 1.8.1.899 19.0994 20.0542 1.8.1.899 19.0994 19.0994 20.0542 21..0570 22..1098 20.0542 21.0570 22.1098 23.2153 21.0570 22.1098 23.2153 22.1098 23.2153 23.2153 24.3761 20.0542 21.0570 24.3761 25.5949 24..3761 25.5949 26.8747 13.A1907 14.2523 14.9648 15.7131 16.4988 17.3237 18.1899 19.0994 20.0542 21.0570 22.1098 23.2153 24.3761 25.5949 26.8747 28.2185 14.A1907 14.9648 15.7131 16.4988 17.3237 18.1899 19.0994 20.0542 21.0570 22.1098 23.2153 24.3761 25.5949 26.8747 28.2185 29.6294 15.A1907 15.7131 16.4988 17.3237 18.1899 19.0994 20.0542 21.0570 22.1098 23.2153 24.3761 25.5949 26.8747 28.2185 29.6294 31.1109 • • 16.4988 17.3237 18.1899 19.0994 20.0542 21.0570 22.1098 23.2153 24.3761 25.5949 26.8747 28.2185 29.6294 31.1109 32.6663 • • 19.0994 • • • • 22.1098 25.5949 . s 28.2185 29.6294 31.1109 32.6663 34.2996 • • • • • 20.0542 • • • • : 23.2153 26.8747 29.6294 31.1109 32.6663 34.2996 36.0146 • • • • • • • • 21.0570 • • : 24.3761 28.2185 31.1109 32.6663 34.2996 36.0146 37.8154 • ' • • • • • • 22.1098 25.5949 29.6294 • • 32.6663 34.2996 36.0146 37.8154 39.7062 • • • • • • : 23.2153 26.8747 31.1109 34.2996 36.0146 37.8154 39.7062 41.6915 22.A1907 22.1098 23.2153 24.3761 25.5949 6.8747 28.2185 29.6294 31.1109 32.6663 34.2996 36.0146 37.8154 39.7062 41.6915 43.7760 23.A1907 23.2153 24.3761 25.5949 26.8747 28.2185 29.6294 31.1109 32.6663 34.2996 36.0146 37.8154 39.7062 41.6915 43.7760 45.9648 24.A1907 24.3761 25.5949 26.8747 28.2185 29.6294 31.1109 32.6663 34.2996 36.0146 37.8154 39.7062 41.6915 43.7760 45.9648 48.2630 25.A1907 25.5949 26.8747 28.2185 29.6294 31.1109 32.6663 34.2996 36.0146 37.8154 39.7062 41.6915 43.7760 45.9648 48.2630 50.6763 26.A1907 26.8747 28.2185 29.6294 31.1109 32.6663 34,2996 36.0146 37.8154 39.7062 41.6915 43.7760 45.9648 48.2630 50.6763 53.2100 27.A1907 28.2185 29.6294 31.1109 32.6663 34.2996 36.0146 37.8154 39.7062 41.6915 43.7760 45.9648 48.2630 50.6763 53.2100 55.8705 28.A1907 29.6294 31.1109 32.6663 34.2996 36.0146 37.8154 39.7062 41.6915 43.7760 45.9648 48.2630 50.6763 53,2100 55.8705 58.6640 29.A1907 31.1109 32.6663 34.2996 36.0146 37.8154 39.7062 41.6915 43.7760 45.9648 48.2630 50.6763 53.2100 55.8705 58.6640 61.5972 30.A1907 32.6663 34.2996 36.0146 37.8154 39.7062 41.6915 43.7760 45.9648 48.2630 50.6763 53.2100 55.8705 58.6640 61.5972 64.6771 31.A1907 34.2996 36.0146 37.8154 39.7062 41.6915 43.7760 45.9648 48.2630 50.6763 53.2100 55.8705 58.6640 61.5972 64.6771 67.9110 32.A1907 36.0146 37.8154 39.7062 41.6915 43.7760 45.9648 48.2630 50.6763 53.2100 55.8705 58.6640 61.5972 64.6771 67.9110 71.3065 33.A1907 37.8154 39.7062 41.6915 43.7760 45.9648 48.2630 50.6763 53.2100 55.8705 58.6640 61.5972 64.6771 67.9110 71.3065 74.8719 34.A1907 39.7062 41.6915 43.7760 45.9648 48.2630 50.6763 53.2100 55.8705 58.6640 61.5972 64.6771 67.9110 71.3065 74.8719 78.6155 35.A1907 41.6915 43.7760 45.9648 48.2630 50.6763 53.2100 55.8705 58.6640 61.5972 64.6771 67.9110 71.3065 74.8719 78.6155 82.5462 36.A1907 43.7760 45.9648 48.2630 50.6763 53.2100 55.8705 58,6640 61.5972 64.6771 67.9110 71.3065 74.8719 78.6155 82.5462 86.6735 37.A1907 45.9648 48.2630 50.6763 53.2100 55.8705 58.6640 61.5972 64.6771 67.9110 71.3065 74.8719 78.6155 82.5462 86.6735 91.0073 38.A1907 48.2630 50.6763 53.2100 55.8705 58.6640 61.5972 64.6771 67.9110 71.3065 74.8719 78.6155 82.5462 86.6735 91.0073 95.5575 39.A1907 50.6763 53.2100 55.8705 58.6640 61.5972 64.6771 67.9110 71.3065 74.8719 78.6155 82.5462 86.6735 91.0073 95.5575 100.3354 1N3Wf13OG SIH.30 GN3 ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT THIS DOCUMENT IS A SUBSTITUTION TO THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. MEMORANDUM OF UNDERSTANDING City of Miami & AFSCME, Local 1907 This Memorandum of Understanding is entered into this day of a , 2012 between the City of Miami ("City") and the Miami General Employees, American Federation of State, County, and Municipal Employees, Local 1907, (jointly "the Parties") to clarify the 2011-2012 collective bargaining agreement ("CBA") as follows: WHEREAS, the Parties mutually agree to clarify Article 4.1, Article 24.7 and Article 39 of the existing CBA to reflect the intent of the Parties during collective bargaining negotiations; and NOW THEREFORE, the Parties agree as follows: I. ARTICLE 4 — MANAGEMENT RIGHTS WHEREAS, Article 4 specifically 4.1 provides "The parties agree to a sunset - provision that begins at the ratification of this labor agreement wherein any MOU that is not included with the labor agreement prior to the expiration of this agreement will be considered null and void..." NOW THEREFORE, the Parties agree that the MOU's in existence on September 30, 2011 (attached hereto) shall be incorporated as part of the 2011-2012 collective bargaining agreement between the parties. II. ARTICLE 24.7 — WAGES WHEREAS Article 24 specifically Article 24.7 provides "litrgni„i„g ,,,..t employees who are assigned a 24-Hour Take Home Vehicle and who reside within the city Limits of the City of Miami shall reimburse the City $50 a month for the benefit of the assigned 24-Hour Take Home Vehicle..." NOW THEREFORE, the Parties agree that Bargaining unit employees who are assigned a 24-Hour Vehicle and who reside within the city limits of the City of Miami shall not reimburse the City for the benefit of the assigned 24-Hour Take Home Vehicle. III. ARTICLE 39 — SICK LEAVE WHEREAS, Article 39 specifically Article 39.11 provides "Bargaining unit members with unused accumulated sick leave hours in excess 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. 1 THIS DOCUMENT IS A SUBSTITUTION TO ORIGINAL. BACKUP ORIGINAL CAN BE SEEN AT END OF THIS DOCUMENT. NOW THEREFORE, the parties agree Bargaining unit members with unused accumulates( sick leave hours in excess of the maximum carryover at the end of the year shall not be paid for any unused portion of their accumulated sick leave in excess of the maximum carryover. ON BEHALF OF THE UNION: Anthony Hatten President, AFSCME Local 1907 ON BEHALF OF THE CITY: JolrnnMartiiez City pager SUBSTITUTED AFSCME LOCAL 1907 PROPOSAL JULY 25, 2018 AGREEMENT BETWEEN CITY OF MIAMI, MIAMI, FLORID AND MIAMI GENERAL EMP YEES AMERICAN FEDERATI P OF STATE, COUNTY, AND MUNI ► PAL EMPLOYEES LOCAL • 07, AFL-CIO October 1, 2017 - : -- September 30, 2020 2017 entatively Agreed to on For the City of Miami: For the Union SUBSTITUTED AGREEMENT THIS AGREEMENT is entered into this of 2018 between the CITY OF MIAMI, FLORIDA, a municipal corporation (her• after referred to as the "City") and the MIAMI GENERAL EMPLOYEES AFSC LOCAL 1907, AFL-CIO (hereinafter referred to as the "UNION") T tatively Agreed to on For the City of Miami: ( For the Union SUBSTITUTED PREAMBLE WHEREAS, it is the intention of the parties to this Agreement to set for herein the entire agreement of the parties concerning matters which are with' the scope of negotiation: NOW, THEREFORE, in consideration of the mutual c. enants and agreements herein contained, the parties do mutually covenant an► agree as follows: ntatively Agreed to on 4' ` For the City ofyi mi: `ter'-' For the Ln' positions.( SUBSTITUTED ARTICLE 1 RECOGNITION 1.1 Pursuant to and in accordance with all applicable provisio ' s of Chapter 447, Florida Statutes, as amended, the City recognizes the UNIO . s the exclusive bargaining representative for all employees included in the bargaining unit. 1.2 The bargaining unit is as defined in presently fled Certification issued by the Florida Public Employees Relations Commissio nitially certified on June 6, 1978, Certification #408, which includes all the clas 'cations listed in APPENDIX A of the Agreement. 1.3 The City shall promptly not the UNION in writing of any newly created classifications within the City avide az .eqi&/ e� i* the Union i c tepid d . The City -shall also audits of an bar » ainin ' unit 1.4 If there is a , ispute between the parties regarding the inclusion or exclusion of any classifi' , tions within the bargaining unit, the issue shall be settled in accordance with ate law. Tentatively Agreed to on ( For the City of Miami: For the Union fir( SUBSTITUTED ARTICLE 2 REPRESENTATION OF THE CITY 2.1 The City shall be represented by the City Manager, the Dire it of Human Resources or a person or persons designated in writing to the UNI by the City Manager. The City Manager and the Director of Human Resource or designee shall have sole authority to execute an Agreement on behalf of t - e City subject to ratification by an official resolution of the City Commission. 2.2 It is understood that the City Representati or Representatives are the official representatives of the City for the purpose o egotiating with the UNION. Negotiations entered into with persons other than ose as defined herein, regardless of their position or association with the City, have no weight of authority in committin entatively Agreed to on _ �> 11 be deemed unauthorized and shall r in any way obligating the City. For the City of Miami: ( �� For the Union SUBSTITUTED ARTICLE 3 REPRESENTATION OF THE UNION 3.1 The UNION shall be represented by the President of the UNIO or by a person designated in writing to the City Manager, the Director o ` Human Resources or designee by the President of the UNION. The ide tification of representatives shall be made each year at least fifteen (15) cale : ar days prior to April lst. Said designation shall be accompanied by an affi vit executed by said President that the UNION has complied with all require nts of State law in effect at that time with respect to registration of the UNION 3.2 The President of the UNION, or the person designated by said President, shall have full authority to conclude : n agreement on behalf of the UNION subject to ratification. It is understood th, the UNION representative is the official representative of the UNION for e purpose of negotiating with the City. Negotiations entered into with per sons other than those as defined herein, regardless of their position or associatio ith the UNION, shall be deemed unauthorized and shall have no weight of au ority in committing or in any way obligating the UNION. It shall be the respons s ility of the UNION to notify the City Manager or the Director of Human Resour s in writing of any changes in the designation of the President of the UNION o of any certified representative of the UNION. 3.3 The UNION may be represented at negotiation sessions by not more than our (4) designated employee representatives. The four (4) employee entatively Agreed to on For the City of Miami: For the Union SUBSTITUTED representatives may be permitted to attend negotiation sessions on duty with no loss of pay or emoluments except that if one of the four (4) employee representatives the UNION President on full-time release in accordance with the terms of Art e 8, Attendance at Meetings/UNION Time Pool, then only three (3) employe:. may be released from duty with no loss of pay or emoluments. If two (2) •.' the four (4) employee representatives are the UNION President and the ull-time release designee, then only two (2) employee may be released from d with no loss of pay or emoluments. ntatively Agreed to on q— r"' For the City of Miami: ( For the Union SUBSTITUTED ARTICLE 4 MANAGEMENT RIGHTS 4.1 The City has and will continue to retain, whether exercised or no , the right to operate and manage its affairs in all respects, and the powers and - thority not abridged, delegated or modified by the express provisions of this Agement or in any Memorandum of Understanding(s) (MOU) that is incorporated this agreement and attached hereto or referred to herein, in addition to any MO . entered into during the term of this agreement. AFSCME, Local 1907 and the City retain the right to bring forth additional MOUs which were entered into by s oth parties and incorporate them as part of the agreement after notification o he respective party (AFSCME, Local 1907/City Manager or designee) who will c%nfirm the authenticity of the MOUs. Otherwise, any changes of terms and c► ditions of employment shall not be recognized. Any future MOU that ame s the collective bargaining agreement shall be subject to Florida Statute, Chaptr 447, Part II. The parties agree to a s set provision that begins at the ratification of this labor agreement wherein a MOU that is not included with the labor agreement will be considered null and v.id. The rights • the City, through its management officials, shall include, but shall not be lim ed to, the right to determine the organization of City Government; to determin the purpose of each of its constituent departments; to exercise control and dis etion over the organization and efficiency of operations of the City; to set Te atively Agreed to on or the City of Miami: ( / For the Union SUBSTITUTED standards for service to be offered to the public; to direct the employees, including the right to assign work and overtime; to hire, examine, classify, promote, train, transf assign, and schedule employees; to suspend, demote, discharge, or take ether disciplinary action against employees for proper cause; to increase, reduc-, change, modify or alter the composition and size of the work force, includin : the right to relieve employees from duties because of lack of work or funds; o determine the location, methods, means, and personnel by which operation are to be conducted, including the right to determine whether goods or ser ces are to be made or purchased; to establish, modify, combine or abolish pos ions; to change or eliminate existing methods of operation, equipment or fac'. ties; and to establish rules, regulations and rules of conduct. 4.2 The City has the sole authorit o determine the purpose and mission of the City, to prepare and submit budget o be adopted by the City Commission. This shall not prohibit the UNION from pressing its views to the legislative body at the public budget hearing. 4.3 If the City fai . to exercise any one or more of the above functions from time to time, this will ne be deemed a waiver of the City's right to exercise any or all of such functions. This provision ill in no way alter or diminish the rights afforded by Article 7, Prevailing C nefits. Te ► atively Agreed to on or the City of Miami: For the Union SUBSTITUTED 4.4 Those inherent managerial functions, prerogatives and policy -making rights which the City has not expressly modified or restricted by a specific provisio in this Agreement are not in any way, directly or indirectly, subject to the Grie nce Procedure contained in this agreement. 4.5 Delivery of municipal services in the most efficient, fective and courteous manner is of paramount importance to the City o ' Miami. Such achievement is recognized to be a mutual obligation of both • arties within their respective roles and responsibilities. 4.6 The City retains the right to establish, any rom time to time to amend, rules and regulations not in conflict with this Agre ent. Te atively Agreed to on .4-.ems- 1.3/ or the City of Miami: For the Union s,p SUBSTITUTED ARTICLE 5 NO STRIKE 5.1 "Strike" means the concerted failure to report for duty, the co . erted absence of employees from their positions, the concerted abstinence in - ole or in part by any group of employees from the full and faithful performanc of employment with the City, participation in a deliberate and f their duties ncerted course of conduct which adversely affects the services of the City, pick ing or demonstrating in furtherance of a work stoppage, either during the term : or after the expiration of a collective bargaining agreement. 5.2 Neither the UNION nor any of its : ficers, agents, and members, nor any UNION members, covered by this Agree ' ent, will instigate, promote, sponsor, engage in, or condone any strike, symp . by strike, slowdown, sick-out, concerted stoppage of work, picketing in fur erance of any of those acts or any other interruption of the operations of t e City. 5.3 Each bargaini : unit member who holds a position with the UNION occupies a position of spa ial trust and responsibility in maintaining and bringing about compliance wit ► this Article and the strike prohibition in F.S. 447.505 and the Constitution of t State of Florida, Article I, Section 6. Accordingly, the UNION, its officers, stew: rds and other representatives agree that it is their continuing obligatio and responsibility to maintain compliance with this Article and the law, inclung their responsibility to abide by the provisions of this Article and the law by entatively Agreed to on For the City of Miami: " ' For the Union St-e SUBSTITUTED remaining at work during any interruption which may be initiated by others; and their responsibility, in event of breach of this Article or the law by other employee and upon the request of the City, to encourage and direct bargaining unit me ' ber violating this Article or the law to return to work, and to disavow the strike • ublicly. 5.4 Any or all employees who violate any provision of the la prohibiting strikes or of this Article may be dismissed or otherwise discipline .404 y the City, and any such action by the City shall be appealable to the Civil Ser ce Board. T- tatively Agreed to on I For the City of Miami: p For the Union SUBSTITUTED ARTICLE 6 DISCRIMINATION 6.1 The City and the UNION agree that the provisions of this Agre:. ent shall be applied equally to all employees in the bargaining unit without discrimination as to age, sex, marital status, race, color, creed, n. onal origin, religion, disability, sexual orientation, or political affiliation. 6.2 The City agrees not to interfere with the right of e employees to join or not join the UNION, and there shall be no discriminati. , interference, restraint or coercion by the City or the UNION because of UNI • membership or non -union membership. 6.3 The UNION recognizes its respsibilities as bargaining agent and agrees to represent all employees in the Bargaining unit without discrimination, interference, restraint or coercion. 6.4 Any claim of discri .'nation by an employee against the City, its officials or representatives, oth than a claim of discrimination in violation of section 6.2, shall not be grievable o arbitrable under the provisions of Article 14 - Grievance Procedure, but shall be - bject to the method of review prescribed by law or rules and regulations having e force and effect of law. 6.5 T e UNION shall not be required to process the grievance of a non- union mem T- tatively Agreed to on y�Z �'' Ca For the City of Miami: For the Union S� 1 SUBSTITUTED ARTICLE 7 PREVAILING BENEFITS 7.1 Job benefits heretofore authorized by the City Manager contin •usly enjoyed by all employees covered by this Agreement, and not specifically pr ided for or abridged by this Agreement, shall continue upon the conditions by w ich they had been previously granted. 7.2 Provided, however, nothing in this Agreement s ' all obligate the City to continue practices or methods which are unsafe, obsolete, inefficient or uneconomical. Disputes over the application of this ction may be subject to the Grievance Procedure. 7.3 If the City desires to change s job benefits, the matter shall be negotiated between the City and the UNI • in accordance with Chapter 447, Part II, Florida Statutes. Te - atively Agreed to on 2 % or the City of Miami: For the Union SUBSTITUTED ARTICLE 8 ATTENDANCE AT MEETINGS/UNION TIME POOL 8.1 The President of the UNION or a designated representative s all be allowed to attend regular meetings and special meetings of the City C State or National UNION Conventions, the Civil Service Boa Employment Opportunity Advisory Board and the Pension Plan the UNION President or any other bargaining unit employees mission, , the Equal ard. Time off for attend these or other similarly approved meetings will be in accordance with S: tion 2 of this Article. 8.2 A UNION time pool is hereby authorize . subject to the following: A. The City agrees to establis . an annual time pool bank of5-a80 e), 50D FOCI hours to be use in accordance with the provisions of this Article. All used hours will be carried over to the following cale : ar year. B. For each • argaining unit member, except the UNION Presid:. t, or a designee, when on full-time release, who is au orized to use time from the UNION time pool, the resident shall fill out the appropriate form as provided for by the City. This form shall be signed by the UNION President and forwarded to the Department Director a minimum of seven (7) calendar days prior to the time the employee UNION representative desires such leave. A copy shall also be entatively Agreed to on 25-- 2,4 For the City of Miami: ( For the Union SUBSTITUTED forwarded to the Director of Human Resources or designee. It is understood on rare occasions the seven (7) day time li may not be met. The President shall forward a d ailed explanation to the Director of Human Resources o designee as to why the seven (7) day rule was not met. C. Bargaining unit members shall be release, rom duty only if the needs of the service permit, but su release shall not be unreasonably denied. If because of e needs of the service a bargaining unit member can •t be released at the time desired, the UNION may re • est an alternate bargaining unit member be released fro duty during the desired time. D. In reporting a barg. ' ing unit member's absence as a result of utilizing the U ON Time Pool, the daily attendance record shall reflect' "Bargai . ng Unit Member Doe on AL" (Authorized Leave) E. Any : njury received or any accident incurred by a bargaining it member whose time is being paid for by the UNION time pool, or while engaged in activities paid for by the UNION time pool, except the UNION President and the designee when on full-time release shall not be considered a line -of -duty injury, nor shall such injury or accident be considered to have been T: tatively Agreed to onl For the City of Miami: For the Union SUBSTITUTED F. incurred in the course and scope of employment by the City of Miami within the meaning of Chapter 440, Florida Statute s, as amended. Upon written request to the Director of Human R• sources or designee, the President of the UNION, any the two (2) designees will be released for the term of th'. Agreement from his/her regularly assigned duties for t City. The terms of this agreement for such release are Only to be implemented if the following qualifications are ' et by the UNION: 1. The UNION Preside ' t and the two (2) designated representatives, 1 reasonably be available through the UNION of ce currently located at 4011 W. Flagler Street, Sui - • 405, Miami, Florida 33134, for consultation with t Management of the City of Miami. 2. N. equests to attend meetings at the City's expense as he UNION representative will be made to the City by the UNION, its officers, agents or members. The Time Pool will be charged for all hours during which the UNION President and the two (2) designees are on off -duty up to a forty (40) hour work week, except that absence due to vacation leave, sick leave, holidays, or Te, atively Agreed to on or the City of Miami: For the Union SUBSTITUTED compensatory leave will be charged to the President's employee leave accounts. G. On no more than one occasion per month, the UNION E - cutive Board members may meet during their scheduled wor : shift for a period not to exceed four (4) hours. At no time ' ill more than eight (8) employees be released to attend suc eetings, and the Time Pool shall be charged a minimum of ',ur (4) hours for each employee who attends such meetings. ' elease of employees for this purpose shall be conditionsupon compliance with other provisions of this Article. 8.3 All applicable rules, regulati, s and orders shall apply to any bargaining unit employees on time pool r ease. Violations of the above -mentioned rules, regulations and orders shall subj ct the bargaining unit employees on pool time to regular disciplinary processes. 8.4 The City reserve : the right to rescind the provisions of this Article in the event any portion of th• Article is found to be illegal. Cancelling the Article shall not preclude further ne:otiations of future employee time pool. 8.5 Exce ' as provided above, bargaining unit employees who attend administrative judicial hearings shall not be compensated by the City unless such attendance ' on behalf of and at the request of the City. T tatively Agreed to on For the City of Miami: For the Union SUBSTITUTED ARTICLE 9 UNION STEWARDS 9.1 Employees within the bargaining unit shall be represen d by Stewards in areas of the City employment in the number and manner s'' forth in Section 9.7. The UNION shall furnish Management a list of the stewards' and alternate Stewards' names and their assigned areas, and shall k- p the list current at all times. 9.2 When requested by an employee, a stewarmay only investigate any alleged or actual grievance in his/her assigned stewa area as provided in Section 9.7. He/She will be allowed reasonable time there `ire during working hours without loss of time or pay upon notification and ap oval of his/her immediate supervisor outside the bargaining unit. Such releas- time will be granted consistent with the needs of the service but will not unre..onably be withheld. 9.3 UNION business, o er than that cited above, shall be conducted so as not to interfere with the work ssignment of stewards or any other employees. 9.4 A non-emp yee UNION Representative may consult with employees in assembly areas bef e the start of each work shift or after the end thereof. 9.5 Sh d an employee UNION representative covered by this Agreement be released o the Attendance at Meetings/UNION Time Pool Article said employee may subs tute for the steward, but in no event shall the steward and the employee UNI representative both investigate the same grievance or appear for the meeting entatively Agreed to on `- 2-D d For the City of Miami: iI For the Union S SUBSTITUTED called to resolve the grievance. Should the UNION President desire the UNION Steward, as described in Section 9.2, to attend a Step 3 grievance meeting, steward may be released to attend said meeting with any time loss to be cha k:ed to the UNION Time Pool. 9.6 An alternate steward may be appointed for each stewa i as provided for and assigned in Section 9.7. The alternate steward w' be utilized by management when management is unable to reach the U ► ON steward or the UNION steward cannot be spared for the assigned d : es at the time and all provisions of this Article shall apply to alternate - ewards as well as regular stewards. 9.7 Responsibility areas (location) a r number of UNION Stewards: A. Recreation Personnel B. Police Department .: uilding (2) C. Miami Riversi. Center (2) D. Parks Oper;tions, and Public Works Operations (2) E. All Ge ral Service Administration Divisions, and Department of S id Waste (2) F. Fi - Garage and Stadiums (1) /' tively Agreed to on ` /``' or the City of Miami: ', i For the Union SUBSTITUTED ARTICLE 10 CONTRACT DISTRIBUTION 10.1 The City agrees to furnish copies of this contract to each depart director where UNION members are employed and said department directo ' shall make the contract available for employee examination at the employee's quest. Tent. ively Agreed to on -7 r the City of Miami: For the Union SUBSTITUTED ARTICLE 11 NOTICES 11.1 The City agrees to provide to the UNION, the following: Age . as of regular and special City Commission meetings (except where exempt by : pplicable law), regular and special Pension Board meetings, regular and speci. Civil Service Board meetings and hearings, Charter Review and Reform Commi- ee meetings, and Finance Committee meetings. 11.2 Upon request by the UNION, the City fur er agrees to provide the UNION with a complete copy of all current written s : ndard operating procedures, a n d rules, regulations or departmental orders, . nd any amendments thereto, for any department in which bargaining unit me ers are assigned. 11.3 The Union shall be provi► - d advance notice of all new employee i orientations involving bargaining um members and shall be allowed up to e-(-4.�- ,c10 hour to speak thereat. entatively Agreed to on For the City of Miami: 1; For the Union S,� SUBSTITUTED ARTICLE 12 BULLETIN BOARDS 12.1 The City shall provide bulletin board space which shal •e used only for the following notices: A. Recreation and special affairs of the UNI B. UNION Meetings C. UNION Elections D. Reports on UNION Committe ' . (including the UNION Political Action Committee) 12.2 Notices or announcements hall not contain anything political or reflecting adversely on the City or y of its officials or employees; notices or announcements which violate the r ovisions of this section shall not be posted. This shall not preclude endorseme s for the Civil Service Board or the Pension Board. Notices or announcements •osted must be dated and must bear the signature of the UNION President or s signee. In the event any non -UNION material is posted on the bulletin board, shall be promptly removed by a representative of the UNION or by a representive of the City. ntatively Agreed to on For the City of Miami: SUBSTITUTED ARTICLE 13 DUES CHECKOFF 13.1 During the term of this Agreement, the City agrees to deduct UN 1 N membership dues and uniform assessments, if any, in an amount establishe by the UNION and certified in writing by an accredited UNION officer to the C y from the pay of those employees in the bargaining unit who individually make .uch request on a written check off authorization form provided by the City. Su deduction will be made by the City when other payroll deductions are made an will begin with the pay for the first full pay period following receipt of the aut rization by the City. The UNION shall advise the City of any uniform assessm t or increase in dues in writing at least thirty (30) days prior to its effective dat 13.2 This Article applies only to e deduction of membership dues and uniform assessments, if any, and sha not apply to the collection -of any fines, penalties, or special assessments. 13.3 Deductions of due- and uniform assessments, if any, shall be remitted by the City during the week .'ollowing each biweekly pay period to a duly authorized representative as desig : ted in writing by the UNION. The City shall deduct from the remittance an a unt for the cost of dues check off. The amount will be calculated at two ($.02) ce . s for each employee deduction, each payroll period, and ten ($.10) cents for ea addition or deletion to the check off register. Te' ' atively Agreed to on 7;7 — c)) 3r For the City of Miami: �' For the Union SUBSTITUTED 13.4 In the event an employee's salary earnings within any pay period, after deductions for withholding, Social Security, retirement, group health insurance, other priority deductions, are not sufficient to cover dues and any iform assessments, it will be the responsibility of the UNION to collect its dues a ' d uniform assessment for that pay period directly from the employee. 13.5 Deductions for the UNION dues and/or unifor assessment shall continue until either: 1) revoked by the employee by providi ► the City with thirty (30) days' written notice that he/she is terminating the pr'.r check off authorization, 2) the termination of the authorizing employee, 3) the ransfer, promotion, demotion of the authorizing employee out of this bargai g unit, or 4) the revocation or suspension of dues deduction as certifie, by the duly authorized UNION representative. 13.6 The UNION shall inde ► nify and hold the City, its officers, officials, agents and employees harmless against any claim, demand, suit or liability (monetary or otherwise) and f► all legal costs arising from any action taken or not taken by the City, its offic.: s, agents and employees in complying with this Article. The UNION shall pro tly refund to the City any funds received in accordance with this Article which . re in excess of the amount of dues and/or uniform assessments which the City as agreed to deduct. 13.7 The City will not deduct any UNION fines, penalties or special assess - ents from the pay of any employee. T- tatively Agreed to on D /8 For the City of Miami: For the Union SUBSTITUTED 13.8 The dues check off authorization form provided by the City shall be used by employees who wish to initiate dues deduction. entatively Agreed to on ig For the City of Miami: For the Union SUBSTITUTED ARTICLE 14 GRIEVANCE PROCEDURE 14.1 It is agreed to and understood by both parties that there shall ea procedure for the resolution of grievances arising from the applicion or interpretation of this Agreement. 14.2 A grievance is any dispute, controversy or difference • etween (a) the parties, (b) the City and an employee or employees on any issue . with respect to, on account of, or concerning the meaning, interpretation •r application of this Agreement or any terms or provisions thereof. A grieva ce shall refer to the specific provision or provisions of this Agreement alleged to h , ve been violated. Any grievance not conforming to the provisions of this paragrap or that contains non -identification of specific violations of the Agreement sha • e denied and not eligible to advance through the steps of the Grievance Proc ure, including arbitration. 14.3 Nothing in this Art' e or elsewhere in this Agreement shall be construed to permit require the NION to process a grievance (a) on behalf of any employee without his/her c. sent, or (b) with respect to any matter which is the subject of a grievance, a agency, or court p eal, administrative action before a governmental board or ceeding, brought by an individual employee or group of employees, or b the UNION. Oral and written reprimands/warnings/deficiencies shall not be nsidered grievable under this Agreement or the Civil Service Board. Te . atively Agreed to on %Y or the City of Miami: For the Union ''-'t SUBSTITUTED 14.4 It is further agreed by the UNION that with respect to disciplinary actions, employees covered by this Agreement shall make an exclusive election .f remedy prior to filing a Step 2 or Step 3 Grievance any other forum. Such choice of remedy will be made in writing on the .rm to be supplied by the City. The Election of Remedy form will indicate whether the grieved party or parties wish to utilize the Grievance Procedure contained this Agreement or process the grievance, appeal or administrative action bef• e a governmental board -,- or agency or court proceeding. Such Sselection of re%ress other than through the Grievance Procedure contained herein shall precl i e the aggrieved party or parties from utilizing said Grievance Procedure for adjustment of said grievance. An of this Agreement in a constitutional or common law rig : 14.5 The number of " orking days" in presenting a grievance and receiving a reply from the different , els of supervision shall be based upon a forty (40) hour, five (5) day work wee , Monday through Friday, not including City-wide holidays. Any grievance not ► ocessed in accordance with the time limits provided below, shall be considered Inclusively abandoned. Any grievance not answered by Management within the : me limits provided will automatically advance to the next higher step of the Gr vance Procedure. Time limits can only be extended by mutual agreement of T ntatively Agreed to on For the City of Miami: For the Union �-'� SUBSTITUTED the UNION and Department Director or the Director of Human Resources or designee. Such agreed to extensions shall be followed up in writing. 14.6 Where an employee covered by this Agreement elects to re : resent himself or be represented by someone other than the UNION, the City 1 respond through its management representatives consistent with the followin steps and time limits. Said response will not be inconsistent with the Labo Agreement and a representative of the UNION will be given an opportunity to •e present and receive a copy of the written response. 14.7 A grievance shall be processed in . ' cordance with the following procedure Step 1. The aggrieved employee shall dis ss the grievance with his/her immediate supervisor outside the bargaining u within five (5) ten (10) working days of the occurrence which gave rise to the ; ievance. A City employee UNION representative will be given a reasonable o ortunity to be present at any meeting called for the resolution of such grieva 'e. The immediate supervisor, outside the bargaining unit, shall attempt to adju the matter and/or verbally respond to the employee within five (5) ten (10) w• king days. Where grievance is general in nature in that it applies to a number of employee aving the same issue to be decided, or if the grievance is directly between the U ON and the City, or when a grievance is filed due to an employee's dismissal, entatively Agreed to on 3 -2 2 12/ For the City of Miami:' ` For the Union s ""P SUBSTITUTED it shall be presented directly at Step 3 of the Grievance Procedure, within the time limits provided for the submission of a grievance in Step 1 by the UNION Presid If the grievance relates to a disciplinary action, The the Election of Remedy 'srm as provided in Section 14.4 of this Article must be completed and attached t rievances presented directly at Step 3. All grievances must be processed withi he time limits herein provided unless extended in writing by mutual agreeent between the Director of Human Resources or designee and the UNIO resident or grieving employees. Step 2. If the grievance has not been satisfactorily esolved at Step 1, the employee or the UNION representative may pursue the : ievance by co pi ti g th Eloct e f Remedy form provided for in Section 4.4 of this Article before initiating the grievance to the second step of the Gr. vance Procedure. With regard to disciplinary actions, If if the aggrieved party o arties elect the remedy other than the Grievance Procedure (Civil Service) con . ined herein, the grievance shall be withdrawn and conclusively abandoned. is to be advanced thro en the Election of Remedy form indicates the grievance gh the Grievance Procedure, tThe employee or the UNION Representative sh 1 reduce the grievance to writing on the standard form provided for this purpo » and presenting such written grievance to the Department Director 1-cr' (off concerned ithin five (5) working days from the time the supervisor has given his/her oral r- .ponse to Step 1. The Department Director or designee and Management ntatively Agreed to on For the City of Miami: For the Union For the City of Miami: SUBSTITUTED personnel concerned shall meet with the employee and the UNION Representative and shall respond in writing to the UNION within-ive45)-working days from receip of the written grievance. Step 3. If the grievance has not been satisfactorily resolved at Step 2, e employee and/or the UNION President may present a written appeal to the 1 ' ector of Human �Jo) Resources or designee within seeerr (7)-working days from e time the Step 2 response was due in Step 2. The Director of Human Resour s or designee shall meet with the employee and/or the UNION President and s ' all respond in writing to the UNION within ee--(7-� working days from receip of the appeal. Step 4. If the Grievance is not settled at S •p 3, it may upon written request of the to;) UNION President within sevmr-(-7)-wing days after receipt of reply or answer be referred to arbitration. 14.8 The arbitration p by the employer and the U employer and the UNI ceeding shall be conducted by an arbitrator selected ION. The selection process of the arbitrator between the N will take place within twenty (20) days after notice is given. If the parties fail o select an arbitrator, the Federal Mediation and Conciliation Services, or s e other mutually agreed upon service, shall be requested to provide a minim panel of five (5) arbitrators. Both the employer and the UNION shall entatively Agreed to on — - 2) /Y For the Union �d "� SUBSTITUTED alternately strike a name from the panel until one remains. The party requesting arbitration shall strike the first name; the other party shall then strike one name 14.9 The arbitration shall be conducted under the rules set forth this Agreement and net under the rules of the American Arbitration Associatio . Subject to the following, the arbitrator shall have jurisdiction and author' ; to decide a grievance as defined in this Agreement. The arbitrator shall h, e no authority to change, amend, add to, subtract from or otherwise alte or supplement this Agreement or any part thereof or any amendment thereto he arbitrator shall have no authority to consider or rule upon any matter whi'. is stated in this Agreement not to be subject to arbitration or which is na grievance as defined in this Agreement, or which is not specifically cove • d by this Agreement; nor shall this Collective Bargaining Agreement be c strued by an arbitrator to supersede applicable laws in existence at the ti of signing this Agreement. 14.10 The arbitrator ma not issue declaratory or advisory opinions and shall confine himself/herself • clusively to the question which is presented to him, which question must be a al and existing. 14.11 The fee : nd expenses of the arbitrator shall be paid by the party which loses the appeal to arbitration. Each party shall fully bear its own costs regarding witnesses and , epresentation. Should any individual bargaining unit member bring a grievantunder this Article on his/her own, he/she shall be required to post a bond ntatively Agreed to on -2-0 For the City of Miami: For the Union SUBSTITUTED of an estimated one-half (1/2) of the expenses of the hearing with the arbitrator before the hearing may be scheduled. 14.12 Copies of the award of the arbitration made in accordance wi the jurisdiction or authority under this Agreement shall be furnished to bo parties within thirty (30) days of the hearing and shall be final and binding o •oth parties. 14.13 Consistent with Chapter 447.401, the UNION shall of be required to process grievances or be liable for any expenses for emplo, ees covered by this Agreement who are not members of the UNION. Wh e non-members or any employee covered by the Agreement elects not to be epresented by the UNION, written responses shall be given to the employee a to the UNION. 14.14 A request for review of complai s under Civil Service Rule 16.2 may only be made by full-time classified servi employees. Such requests under Rule 16.2 shall be denied where the reque: does not cite the applicable Civil Service Rule(s) which is the basis of the c► plaint; or, where the issue relates to a matter covered by the Collective Barg. ning Agreement. This section shall be limited solely to hearings under Rule 16. T • tatively Agreed to on �T AV For the City of Miami: For the Union SUBSTITUTED ARTICLE 15 EMPLOYEES' BILL OF RIGHTS 15.1 When an employee has reasonable grounds to conclude that r s/her participation in an investigatory interview will result in his receipt of d. ciplinary action, the employee may request that a UNION representative be ; esent at the interview. The employee's representative shall confine his/her ro • in the interview to advising the employee of his/her rights and assisting in clification of the facts. Upon request, the City will make a reasonable effort to co act the employee's choice of representative, but shall not be obliged to delay the interview for more than sixty (60) minutes. 15.2 Investigatory interviews shall se conducted at a reasonable hour, preferably while the employee is on duty, • nless the seriousness of the investigation is of such degree that immediate acti, is required. If the employee is required to -be interviewed outside his assigne . ork schedule, he/she shall be paid overtime in accordance with Article 27. 15.3 At the com encement of the interview, the employee shall be advised of the subject matter the investigation. 15.4 Th parties agree to abide by the law with respect to the use of polygraphs. entatively Agreed to on /2 For the City of Miami: For the Union SUBSTITUTED ARTICLE 16 DISCIPLINARY PROCEDURES 16.1 In cases where it becomes necessary to discharge or o rwise discipline a permanent, classified employee covered by this Agrement, a representative of management shall give notice of said discipline t. he employee. Such notice of discipline shall be confirmed in writing to the -mployee and the UNION no later than five (5) working days following th day of discharge or imposition of discipline, excluding Saturdays, Sundays holidays and the day of occurrence. 16.2 Employees who have not attained ,permanent status in the classified service, or who are entrance probationary e ployees, may not grieve disciplinary action under the provisions of this Agree n 16.3 If an appeal of any di arge or other disciplinary action, excluding oral or written reprimands, is fil• . with the Civil Service Board in accordance with the Board Rules and Regulons, such appeal shall be an automatic election of remedy and shall waive . y right on the part of the employee or the UNION to file or process a grievanc• nder the terms of this Agreement protesting such discharge or other discipliny action. Should an employee elect to grieve discharge or other disciplinary a' ion, excluding an oral or written reprimand, such grievance shall be made onl in accordance with the terms of the Grievance Procedure Article as conta ed in this Agreement. entatively Agreed to on For the City of Miami: For the Union ` ; 0-1 SUBSTITUTED 16.4 The process of an appeal to the Civil Service Board or a grievance uncle this Agreement, shall be an exclusive election of remedy by the employee and - all be a waiver of all other forums of review and due process to which tlr emple, ee may Vie,/ b al CoJrN 5e 1 kr 5 S 91e'ctirC! S d f'"" coS<' I �5 otherwise be entitled. (fir^] and—w* tt-e-�ima-nd iwa-Prri e C°i shall be if1�1I� Vvic ro.moved-fro--are-employee s-pet-se e fi nand shall not be used agai t the employee ,j..Wee ( after a period of t years. 16.5 Entrance probationary employees who were ap . ointed to a position but who did not complete the required probationary period m be discharged or demoted any time prior to the expiration of the probationary eriod. The employee shall not be accorded a hearing before the Civil Service oard or access to the grievance procedure contained herein. A probationary • ployee who is in probationary status due to a promotion shall be returned to a `.rmer classification in which the employee held permanent status. If an emp yee who is in probationary status due to a promotion is rolled back, he or sh may appeal the decision to the Director of Human Resources. Such appeal shal . e made within five (5) days' notice of the roll back, in writing, and the decision ' the Director will be final. ntatively Agreed to on For the City of Miami: For the Union ice SUBSTITUTED ARTICLE 17 LOSS OF EMPLOYMENT 17.1 Employees shall lose their seniority and their employment s - all be terminated for the following reasons: Discharge if not reversed. 2. Resignation. An employee who volun , rily submits a resignation either orally or in writing - all have the right to withdraw said resignation for up to enty-four (24) hours from submission. If submission occur on a day preceding a weekend or holiday or the employee's egular day off, the employee shall have to the close of the ployee's next regular working day to withdraw said resit ' ation. 3. Abandonment o ` position. An employee absent for a period of three (3) w. days without notification of valid reason to the City anho has no legitimate reason for not notifying the City of h. /her absence, may be considered as having resigned. Said esignation shall only be reviewed, if applicable, by the City Manager or the Director of Human Resources or designee. Unexcused failure to return to work when recalled from layoff, as set forth in the recall procedure. entatively Agreed to on For the City of Miami: For the Union SUBSTITUTED 5. Unexcused failure to return to work after expiration of a formal leave of absence. An employee who fails to return from a form leave of absence will be considered as having resigned. aid resignation shall only be reviewed, if applicable, by he City Manager or the Director of Human Resources or . ' signee. 6. Retirement. 7. Layoff for a continuous period of eighteen 8) months. 17.2 For purposes of Rule 14, any loss of employ nt due to a department restructuring, department reorganizing, downsizing •. abolishment of a position shall be treated the same as a "layoff'. Permanent employees subject to : yoff shall be demoted or transferred to those classes in which the employee he : previous status, consistent with Civil Service Rules and Regulations notwith anding Article 24, Section 24.1, Wages. If the employee has •n (10) years of full-time consecutive classified service with the City and has ver held permanent status in another position, the employee may be demoted o transferred by management in accordance with his/her seniority to another pos ion in the bargaining unit that is as close to the employee's present class and , ge level as possible and which he/she is able to perform and qualified to fill. he employee must make a written request for such demotion or transfer wit ' n three (3) working days after notification of layoff. Teatively Agreed to on or the City of Miami: For the Union SUBSTITUTED Such request shall be made to the Director of Human Resources or designee. Management shall have the right to determine such person's ability a qualifications to fill a position without recourse through the grievance proced e or any other appeals procedure with exception of the following. Should the individual transferred or demoted feel tha , ' he position determined by Management is not the one closest to their previo : salary level for which they are qualified, the employee may appeal within thre(3) working days of notice of the new assignment only to a two (2) person co mittee made up of the Director of Human Resources or designee and the UNI P President shall convene a meeting with the Federal Mediation and Concili, on Service Commissioner who shall review the placement and render an advis► y decision to the parties. Employees transferred or de ted under this Section shall replace the least senior employee in the position wh' he/she occupies. If the employee's regular position subsequently becomes ay. ' able, consistent with Civil Service Rules and Regulations, he/she shall be pro It is understo oted and transferred back to his regular position. by the UNION and the City that nothing in Section 17.2 guarantees the emoyee a job nor is the City obligated to create a job, but the City will make a goofaith effort to place the individual demoted or laid off consistent with the langua; • of Section 17.2. Te atively Agreed to on or the City of Miami: For the Union SUBSTITUTED ARTICLE 18 EMPLOYEE EVALUATION 18.1 Permanent full-time classified employees covered by this Agree ent will be evaluated utilizing the appropriate evaluation forms as approveby the Human Resources Department. The evaluation will be provided on t employee's anniversary date. 18.2 Prior to distribution of an evaluation, the Depa ment Director shall review the supervisor's ratings to check for consistency a that the criteria in the evaluation system has been met. Employees evaluate ' will be given a copy of the evaluation rating. Should an evaluation be down: . ded after the employee's initial evaluation by his/her immediate supervisor, themployee will be given a copy of the downgraded evaluation rating. Only a py of an unsatisfactory rating will be forwarded to the UNION President. Any employee rated below satisfactory by Management will be given an oppo ' unity to improve to a satisfactory level. Failure to improve will result in disciinary action up to and including termination. This section shall not apply to •ermanent full-time classified employees serving in a probationary promotio 18.3 Per promotional a 1 appointment. nent full-time classified employees serving in a probationary ointment must successfully complete the probationary period within the time ame provided (6 to 12 months), unless the Department Director recom : ends an extension of said time frame. Any person hired or promoted into an ntatively Agreed to on �� For the City of Miami: For the Union SUBSTITUTED Emergency Dispatcher position in the Police Department or the Fire -Rescue Department shall serve an eighteen (18) month probationary period. Extension of probationary periods shall be approved by the Director of Human Resou fr es or designee. 18.4 Unsatisfactory rating of permanent full-time classified • mployees not serving in a promotional appointment shall cause the employee t. appear before the Civil Service Board to show cause why he/she should not be moved, suspended, or reduced in grade. Should an employee covered by this se on feel the unsatisfactory rating was incorrect, he may grieve the rating c► sistent with the Grievance Procedure. However, any grievance concerni ► g the employee's unsatisfactory evaluation will be consolidated with any dis► pline appeal should the employee be removed, suspended or reduced in grade entatively Agreed to on , For the City of Miami: cause of the unsatisfactory evaluation. For the Union°`' SUBSTITUTED ARTICLE 19 ANNIVERSARY INCREASE 19.1 Salary increases recognizing satisfactory service within esta . shed pay ranges are provided for in the City's salary schedule. On written app val from the Department Director, employees shall receive a one-step increase n salary, not to exceed the maximum step rate. Those employees receiving app ved anniversary increases when submitted during the first seven (7) days of t payroll period, shall receive the higher rate of pay for the full pay period. T ose employees receiving approved increases from the eighth (8th) to the fourtenth (14th) day of the payroll period shall receive their anniversary increase effe ive the start of the following pay period. All anniversary increases shall be s eject to review for accuracy by the Department of Human Resources. 19.2 Leaves of absence with t pay or suspension of any duration shall delay anniversary increases by the ame number of workdays. 19.3 Anniversary inc ases are not automatic. Anniversary increases shall be awarded only on the ba- s of continued satisfactory service by the employee and on the positive approvof the Department Director. A Department Director may withhold annivers , ry increases due to excessive absenteeism resulting from tardiness, sick • ave usage and/or until such time as, in the Department Director's judgment, e employee's service within the classification meets the standards of T: tatively Agreed to on c For the Union S For the City of Miami: SUBSTITUTED satisfactory performance for the position. Employees whose anniversary increases are delayed or denied shall be notified of the reasons for the action being taken. Employees whose anniversary increases are delayed or denied due soly to tardiness or sick leave usage may request a review of the denial by the I rector of Human Resources or designee, whose decision shall be final and bindi 19.4 Effective October 1, 2017, for purposes of receiving rit increases and adjustments, the anniversary date of "Affected Employees" (a- that term is defined in the Settled Agreement for Case No. 17-001234-CA-01 shall revert back to the Affected Employee's date of hire into his/her classifica : on. entatively Agreed to on 1?-0S7-.0 For the City of Miami: i For the Union ,S—r—t SUBSTITUTED ARTICLE 20 EMPLOYEES ACTING WITHIN THE SCOPE OF AUTHORITY 20.1 Whenever a civil or criminal action is brought against a bargain unit employee, while in the course of his/her City on -duty employment, anwhile acting within the scope of his/her authority, the City shall have the option . pay legal costs and attorney fees; not to exceed one hundred and twenty five (25.00) dollars per hour or provide legal counsel where: a) the bargaining unit e .loyee is found not to be liable or guilty, and b) when the plaintiff requests dism :sal of the suit. 20.2 The City will neither provide legal represe ation nor pay any claim or judgment entered against any bargaining unit emp .yee if the claim or judgment arises from any of the following: 1. Any unauthorized and/., criminal act; 2. Any intentional tor 3. Gross negligencor misconduct; or 4. While unde he influence of alcohol, drugs or illegal substances. Te ► atively Agreed to on - = .6I or the City of Miami: For the Union SUBSTITUTED ARTICLE 21 WORKING OUT OF CLASSIFICATION 21.1 A department director, or designee, may direct an employee to erve in a vacant classification higher than the classification in which an employ: - currently holds status. Employees assigned to work out of classification all meet the minimum job requirements for the position being filled. '•� �_'.•+�• ' u bPr to �xrork-out of cl-ass--he.-Cif-shill.-pert-t eia wvth-the-ntast-, sQ..-icari e l gsi-fi h-tlac assignmcn 21.2 In the event an employee is assigned •rk of a higher classification as provided for in Section 21.1 of this Article, the e ployee will be granted a one-step increase or the rate for the first step of the hi er classification, whichever is greater, for all time worked out of classification i ' excess of thirty (30) consecutive calendar days. If the employee is assigned wo - ing out of classification in a job basis position, the employee will be granted co ensation as provided for in this section, however, the employee is not entitled o overtime. Employees performing work lower than their current classificatio are not entitled to working out of classification pay. 21.3 Metho . of Qualifying Incumbents of Classified Positions Allocated to New or Higher L els - Whenever an occupied position has been allocated to a new or higher clsification, the incumbent thereof shall be qualified for the new classifica on in one of the following manners: cq— entatively Agreed to on _- `'' For the City of Miami: For the Union SUBSTITUTED (a) If the incumbent has been performing satisfactorily at the new or higher level for a period of four years or more and has held permanent status in previous classification, he/she shall receive the new or higher classi - cation with permanent status, without further examination; or (b) If the incumbent has been performing satisfactorily at the ew or higher level for a period of two years or more and less than four ears, and has held permanent status in the previous classification, h she shall be given a qualifying examination, the scope of which sh. , be at the same level of difficulty as normally given for the same or like classification, and if successful therein, he/she shall receive t new or higher classification with permanent status. (c) In the event the incumbent doe of qualify under (a) or (b) above, he/she shall be returned to his/her revious classification (i.e., the position held prior to working out of c s ss), and the position filled from the appropriate eligible register. 21.4 During any n-job training program designed to upgrade employees' skills, those employe s in such training shall not be eligible for additional compensation as p vided in Section 21.2 of this Article. 21.5 In •rder to initiate an acting assignment, the employee's immediate supervisor all, upon assigning an employee to an acting assignment, immediately comple ; • the necessary notification form as provided by the City. Upon notification T ' tatively Agreed to on For the City of Miami: For the Union SUBSTITUTED of an employee placed on acting assignment, the Human Resources Department shall conduct an evaluation to determine the eligibility of the employee assigned to acting assignment in accordance with this article. entatively Agreed to on �.. S-- / K For the City of Miami: For the Union SUBSTITUTED ARTICLE 22 REST/LUNCH PERIODS 22.1 All employees' work schedules shall provide for a fifteen minut► rest period during each four (4) hour work period. 22.2 Employees who do not take a rest period due to work co ► : itions or by personal choice may not lengthen lunch periods, cover an employe ' s late arrival or early departure, nor may it be regarded as cumulative if it is n► taken. 22.3 Employee lunch periods are not compensate y the City and therefore may not cover an employee's rest period, late arrival or • arly departure. T tatively Agreed to on :7`'-06 For the City of Miami: For the Union 1 r-- SUBSTITUTED ARTICLE 23 LINE OF DUTY INJURIES 23.1 Workers' Compensation Medical and Indemnity Benefits. . the extent required by, and subject to the limitations specified in, Chapter 44►, Florida Statutes, the City will provide workers' compensation indemnity b efits to any bargaining unit member who sustains a compensable line of duty i ► ury or illness as provided by the Workers' Compensation Law of the State of Fl. ida. 23.2 Supplemental Salary 23.2(a) Any bargaining unit member who i disabled as a result of an accident, injury or illness covered by Chapter 440, lorida Statutes, will be granted supplementary salary, subject to the ter and conditions set forth below. Supplemental salary will be paid in the for ► of a continuation of the bargaining unit member's regular paycheck as provid by Resolution No. 39802. This check will include those indemnity payment •rovided for under the Workers' Compensation Law. 23.2(b) Full-time Ci Service employees who have permanent status with the City as of September 31, 1981 shall receive supplementary pay which, when added to the workers' compe sation benefits shall not exceed 100% of the employee's weekly pay prior to the ine of duty injury, accident, or occupational disease for the period of entitlemen ' o full supplementary pay. T tatively Agreed to on 7- `3 For the City of Miami: For the Union �� SUBSTITUTED All other employees and Civil Service employees hired subsequent to September 30, 1981, shall be eligible for supplementary pay and workers' compensation pay to extent that the total of such benefits shall not exceed eighty (80) percent •f the employee's weekly pay prior to the line of duty injury, accident, or ocpational disease. This benefit shall take effect only after the employee has be - disabled for a period in excess of seven (7) calendar days. 23.2(c) Unless extended as provided below, supplemtary salary will be granted for a period not to exceed 150 consecutive days rom the date of covered accident, injury or illness. Such supplementary sala may be extended up to an additional 60 consecutive days upon approval of e City Manager or his designee. The 150 days begin when the bargaining unit ember is actually placed on "D". If the bargaining unit member is removed fr► "D," the non "D" time will not apply to the 150 days period. 23.2(d) If an employee rema s temporarily disabled beyond the period of time in which he is entitled to collec supplementary pay benefits, he/she shall be entitled to 2/3 "D" pay for the addi onal period of his/her temporary disability pursuant to current practices. 23.2(e) If a mployee becomes permanently and totally incapacitated from the further pe 'ormance of the duties of his/her classified position he/she shall petition the etirement board for retirement. T- tatively Agreed to on ,)) For the City of Miami: For the Union SUBSTITUTED The 2/3 "D" pay as described above shall be carried by the department until the retirement is granted or denied. 23.2(i) 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 supplementy pay, the employee shall be required, upon the request of the City Manager, or /her designee, to submit to a physical examination by a physician designated b, the City Manager within fifteen (15) days of the request. If such employee, with t cause, as determined by the City Manager, shall fail to submit to the examinat' , n at the time specified, all City supplementary salary benefits will be terminat 23.3 Deductions: In the event a bargaining unit ember receives supplementary salary as referenced in this Article, the City will make payroll deductions under the following terms and conditions: Deductions required by . w, "mandatory deductions," including, but not limited to, social security, w' holding and Medicare, will be made automatically to the supplemental salary ortion only. All non-mandory deductions including, but not limited to, a bargaining unit member's pensio contribution', medical, life and other insurance contributions, and all other no mandatory and voluntary deductions will be made by the City on the ' The . mount of the pension contribution shall be based on "earnable compensation" as defined by Miami Code Se on 40-191. entatively Agreed to on For the City of Miami: 7 For the Union S� SUBSTITUTED bargaining unit member's behalf only to the extent that sufficient funds are then available. The City will not make any non -mandatory and voluntary deduction f the combined workers' compensation benefits and supplementary sala are insufficient to cover the amount of the deduction(s). If there are not suffi nt funds available, the bargaining unit member will be responsible for makin ayments for the non -mandatory and voluntary deductions directly to those prov ers and creditors who would have otherwise been paid through the City's payro deduction process. The parties agree that this process is intended to ovide the employee with these paychecks without interruption of payroll and pa oll deductions on a bi-weekly basis. Should the employee notify the City by c' tacting Risk Management that he/she does not want a combination of Wo ers' Compensation indemnity pay included with the supplemental wage for t. • purposes of making regular deductions, the Workers' Compensation check wil .e distributed separately through the third party administrator and the Cit will only pay the supplemental wage minus federally mandated deduction i.e. withholding, social security and Medicare. All other non -mandatory deduions, including pension, medical, life and other insurance contributions and all of er non -mandatory and voluntary deductions will not be made and the bargainin: nit member will be responsible for making all payments directly to those provirs and creditors who would have otherwise been paid through the City's payr• deduction process. T tatively Agreed to on 6 For the City of Miami: For the Union SUBSTITUTED 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 ill audit the employee's payroll process immediately upon the discovery of moni:, owed to determine why such arrearages occurred. The findings will be i mediately brought to the attention of the employee and a resolution will b • proffered and arrangements will be made to rectify monies owed. No supplementary pay will be paid to any bargaining nit employee whom is injured or becomes ill while performing an act intended t. njure or hurt one's self or another. 23.4 Any condition or impairment of ► •alth suffered by employees in the classification of Identification Technician and 'roperty Specialist caused by Acquired Immunity Deficiency Syndrome (AIDS) Hepatitis, Pulmonary Tuberculosis, or Meningococcal Meningitis shall be p sumed to have been accidental and to have been suffered in the line of dut, unless the contrary be shown by satisfactory evidence. Employees either c rently in the classification or promoted or hired into the classification of Identi : cation Technician and Property Specialist who refuses to take a medical exami tion and all of its components relating to the presumptions within this article shall not be entitled to the presumption outlined in this section and Florida St . ' utes 112.18. The • resumption in favor of employees referred to in this section shall not apply any other contagious diseases which may be contracted by employees. T ntatively Agreed to on 3 -ycP`J1 For the City of Miami: (! For the Union SUBSTITUTED Furthermore, the presumption shall only be applicable to worker's compensation and disability pension benefit determinations. Nothing in this section shall be constru as a waiver of the City's rights under applicable state law. 23.5 Nothing in this Article shall be construed as a waiver of the Ci 's rights under applicable State law. 23.6 Employees may utilize available leave balances in mbination with medical hold provided that they report their intention to use the' leave in accordance with the standard reporting protocols in their respective de 4 artments. Te ► atively Agreed to on — ° ig or the City of Miami: For the Union SUBSTITUTED ARTICLE 24 WAGES 241 Effective October 1, 2017, employees shall receive a % across the board wage i er ase Effective October 1, 2018 em lo ees shall -ceive a 2% across the board wa e increase.Effective October 1, 2019, emplo es shall receive a ° across the board wage increase. In. addition to the for going increases, effective October 1, 2017, employees whose wages were reduce . as a result of the Citv's 2010 declaration of financial urgency shall have their ; ase wages increased by the same cent� es (for exanrole, an employee who •eceived a 5% wage reduction shall receive a 8% wage increase can October 1, 4 17; an employee who received. a 7% wage reduction hall receive a 10% wa e i ► e se on October 1 2017s an em lo ee who received a' 9% wage reduction sha receive a 12% wage increase on .October 1, 201,7 and an employee who recei increase on October schedules will be irr mented for bargaining unit members as set forth in the attached p sendices. Under the step schedules, each step increase will a 12% `wagereduction sha 11.'rece ve a 1.5°l wa e r 7). 015, Upon ratification, a new step be worth five ercent (5te base. 41 , cr' existing rat' of pay is higher than the maximum of the ctcp echeclule4kcIelic w in hifilheit inking r-at - Tentatively Agreed to on For the City of Miami; For the Union SUBSTITUTED members will receive a three percent (3%) across tho- board incr asc, and t f tB .2t! pay For fis al years 2015-2016 and 9016-2-017, re,pectively, b gining unit " C • " • : • r. 4 the parapaph bel • . Z • . C : . • . : * 1.0 •111 ; Tr; 1: ; Am • : inerease on. the firct full pay poriod following October 1 of c fiscal year. Thcre-ehall : • C 2 • . .; . • " • terna-eklais-Aveementr-T-1, effective Sep mber 30, 2017, bargaining unit members will continue to be eligible for step i reases upon a satisfactory evaluation in accordance with Article 19.1 and in acc • dance with the time delineated in Article 24.4, below. No later than Juno 1, 20 , an employee who successfully completes tho feer-igitancess d ic promoted to the elaseification of -Senior " • 4.• 4•": and Electrical Inepeet • : C .2 . ..2 • pay as o and. Elevator Inspectors and Chief Inspectorc, will upon the •': .4" "• 0. Z eronce between their existing (10%) incrcacc to their base annual rate of r I% 1: : 2.02 " . • 2 • •: • efingcrgleNtatsaxretnd:Erleet„rieaa_k,speeters_ga14tpEatlwematiei+te_the . • " 2 . . • . ; • : 2 .C: • 4•• Tentatively Agreed to on ?"- 135 02 fmgranel-Bleetriel e effective date shall be For the City of Miami: For the Union 04_ SUBSTITUTED upon approval o b? Elevator, and Electrical Inspector, Building, Mechanical, Plumbing, ' oofng, and Electrical Inspector, and Elevator Inopector and Chief Inspector s receive a five riPLreex`+ °r) -finer ace on the first full pay period following Oc ' +cr 1 of fiscal years nm r.nmr,...a nni c.mm7 ....i.. mx. hinthc paragraph, above. Thereafter, effective Scptcm+ r 30, 2017, cmployecc in the • Electrical Incpcetor, Building, Mechani►.1, Plumbing, Roofing, and Electrical I-ns- o •, _ . - _ .. _ .. be eligible for step Before a permanen •argaining unit member is laid off, the employee shall have the opportunity fill any position held by a temporary employee, provided the bargaining unit ,-, exaber meets the minimum requirements set forth in the job description. I ' such cases, the temporary employee shall be displaced. tive October 1, 1998, bBargaining unit employees hired on or after Octob ' • l., 1998 may be laid off in accordance with Civil Service Rules and R gulations and/or applicable City policies. Tentatively Agreed to on try For the City of Miami: ( 1 For the Union SUBSTITUTED 24.2 All changes in salary for reasons of promotion, demotion, or orking out of class, shall be effective the first day of the payroll period following $ e effective date of the change. Employees hired into a classified Civil Service position sh.. have their date of hire changed to reflect their commencement as a classified C' 11 Service position and shall satisfactorily serve a probationary period of one (1) ear commencing with the date of entry into a permanently budgeted class' : cation and prior to gaining permanent status in the classified service. 24.3 A night shift differential of $. • 4 per hour will be paid to bargaining unit employees who work a regular estab shed shift between the hours of 6:00 p.m. and 8:00 a.m. However, more than o e•half of the hours of the regular established shift must be within the hours of 0 p.m. and 8:00 a.m. Night shift differential will only be paid for hours actuall worked during the night shift differential period and will not be paid for any ov rtune hours. Night shift differential shall not be used in calculating average e gs for pension purposes. 24.4 Bar., . ' 'ng unit members shall become eligible for a five percent (5%) one (1) step in ease upon a satisfactory evaluation in accordance with 19.1 according to the tabs Blow. Step 2 5% after one (1) year at Step 1 Step $ 5% after one (1) year at Step 2 Step 4 5% after one (1) year at Step 8 Tentatively Agreed to on For the City of Miami: For the Union SUBSTITUTED Step 5 Step 6 Step 7 5% after one (1) year at Step 4 5% after one (1) year at Step 5% after one (1) year at : ep 6 Step 8 5% after one (1) year t Step 7 Step 9 5% after two (2) ars at Step 8 Step 10 5% after two ) years at Step 9 Step 11 5% after vo (2) years at Step 10 Step 12 5% a er two (2) years at Step 11 Step 13 5' o after two (2) years at Step 12 Step 14 5% after two (2) years at Step 13 Step 15 5% after two (2) years at'Step 14 24. 5 Bargaining tin employees shall satisfactorily serve a probationary period of one year prior to ining permanent status in the classified service. Any bargaining " nit employee, upon normal retirement from City service„ or separating under, h orable conditions, who has served foi a period of twenty-five (25) years or more, alI be granted, at the time of his normal retirement or honorable separation e hundred seventy-three and three tentths (173.3) hours of pay. Tentatively Agreed to an "\'` For the City of Miami: For the Union SUBSTITUTED ARTICLE 25 PAY SUPPLEMENTS 25.1 Employees shall receive no additional pay supplements excep as are specifically provided by this Agreement. Any pay supplements/too allowance provided by this Agreement shall not be used in calculating aver earnings for pension purposes or included in a bargaining unit member's se rate of pay for purposes of payoff of sick leave or vacation upon separatio •r retirement from the City. 25.2 Only those employees holding perman t status within the occupation of Heavy Equipment Mechanic within the Cit , and Hea E ment Mechanic Supervisor in GSA, shall receive a seven and .ne-halfpercent (71/2%) pay supplement added to their base rate of pay should th•; be continually assigned to on -call rotation. Said pay supplement shall be deemeto fully satisfy any on -call pay obligation which might be construed to exist unde the Fair Labor Standards Act. 25.3 Those employ: • s within the occupation of Emergency Dispatcher who are actively assigned t. • duty of training new Emergency Dispatchers shall be entitled to receive a ` ve percent (5%) per pay period pay supplement for the actual full pay period t -y are assigned in a training capacity by their supervisor. Should the City feel the need to have an audit performed for the purpose ► determining whether a separate training occupation is desirable, the City entatively Agreed to on For the City of Miami: For the Union I SUBSTITUTED may discontinue this plus item and assign said duties to the person or persons holding said Communications Operator Trainer classification. 25.4 All Police Emergency Dispatchers, Emergency Dispatcher Supervisor, Police and Emergency Dispatch Assistants assigned to Police Communicati► s shall receive a five percent (5%) pay supplement if the employee holds and intains the Quality Assurance Proficiency (QAP) rating in accordance with ' olice Standards after a period of three (3) months. 25.5 All Fire Emergency Dispatchers, Emergenc Iispatcher Supervisor, Medical/Fire and the Communications Center Supervi r, Medical/Fire assigned to Fire Communications shall receive a five perce ► (5%) pay supplement if the employee holds the National Academy of Emergency Medical Dispatcher (NAEMD) certification in accordance with the Fire De : artment standards. 25.6 All employees specified ove shall receive the QAP or NAEMD pay upon ratification of the contract .: set out above. Should any employee specified above fail to maintain his/h- QAP rating or the NAEMD certification, the supplementary pay shall ce. e. Upon re -qualifying for the QAP rating and thereafter maintaining the QAP r, ing for a period of three (3) months, the employee shall again receive the QAP pa on re -qualifying and thereafter maintaining the NAEMD certificatio , , the employee shall again receive the NAEMD pay. In no instance shall T tatively Agreed to on For the City of Miami: For the Union SUBSTITUTED any individual receive both QAP and NAEMD pay supplements as specified herein at the same time. 25.7 Fire Garage Mechanics and Supervisors who obtain Em: gency Vehicle Technicians certificates, shall receive a one percent (1%) pay sup r ement for every two (2) licenses that mechanics and supervisors obtain and m ntain, up to a maximum of five percent (5%) for holding a minimum of ten (10) proved licenses. All Department of General Services Administratio fleet employees and supervisors who obtain Automotive Service Excellence ASE) certification, shall receive a one percent (1%) pay supplement for every wo (2) licenses obtained and maintained, up to a maximum of five percent (5% or holding a minimum of ten (10) of the following licenses: Automobile Series Al: Engine Repair A2: Automotive Transmissio Transaxle A3: Manual Drive Train , d Axles A4: Suspension and Stering A5: Brakes A6: Electrical/Elctronic Systems A7: Heating . d Air Conditioning A8: Engin• 'erformance Mediu s ' eavy Truck Series T1: , soline Engines T ' Diesel Engines 3: Drive Train entatively Agreed to on For the City of Miami: (`��' For the Union i SUBSTITUTED T4: Brakes T5: Suspension and Steering T6: Electrical/Electronic Systems T7: Heating, Ventilation & A/C T8: Preventive Maintenance Inspection Truck Equipment Installation and Repair Series El: Truck Equipment Installation and Repair Specialist E2: Electrical/Electronic Systems Installation and Repair E3: Auxiliary Power Systems Installation and Repair Advanced Level Series Li: Automobile Advanced Engine Performance Spcialist L2: Med/Hvy Vehicle Electronic Diesel Engine ! iagnosis Specialist 25.8 Latent Print Examiners and Late ' ' Print Examiner Supervisors who are certified by the International Assoc' , ion of Identification as latent print examiners shall receive a 5% pay suppl: ent. entatively Agreed to on For the City of Miami: For the Union SUBSTITUTED ARTICLE 26 SALARY BASIS/EXEMPT 26.1 Those classifications listed in Appendix A with a salary basis/e , • mpt designation are considered salaried employees and exempt from coverage nder the Fair Labor Standards Act which precludes eligibility for overtime. 26.2 Salary basis/exempt employees are expected to wor a pay rate equal to eighty (80) hours per pay period plus any additional timover and above the normal eighty (80) hour pay period that is needed to prop • ly perform the duties of the position. Use of vacation and sick leave are to be 4roperly recorded when used. Personal Time Off (PTO) shall be granted consist t with Administrative Policy 1- 06. Time worked in excess of the normal ei: ty (80) hour pay period shall not be compensated nor credited in any way. H ever, when time is taken off under this provision, it is required that such tim aken be recorded as PTO. 26.3 Requests for time o by salary/exempt employees shall be considered on an individual basis consis nt with the needs of the City and the performance record of the employee, a : approval shall not be unreasonably withheld. 26.4 PTO le, e shall not be utilized in units of more than one (1) week unless authorized y the City Manager. entatively Agreed to on For the City of Miami: For the Union S SUBSTITUTED ARTICLE 27 OVERTIME/COMPENSATORY TIME 27.1 All authorized hours worked in excess of an eligible employee's - ormal work week shall be considered overtime work. Non-exempt/hourly empl► ees shall not perform any work prior to their normal work hours, during their . nch hour, or after their normal work hours unless specifically authorized ► a management supervisor. 27.2 Non-exempt/hourly employees performing c. pensable overtime work shall, at their discretion, be paid time and one-half (11- at their regular hourly rate of pay or shall be given scheduled compensatory t e off at the rate of time and one- half for such work. Compensatory time off sh, be taken in not less than fifteen (15) minute increments. This overtime rate all be all inclusive and no additional overtime pay shall be paid to those em oyees working a holiday. 27.3 The maximum acc ulation of compensatory time hours is one hundred fifty (440150) hours. an employee takes compensatory time off, the hours in his/her bank shall be app opriately reduced by such time off. If an employee leaves the service of the City nd cashes in his/her compensatory leave bank, the hours therein shall be val . ated on the basis of the employee's regular rate of pay. The rate of pay shall not .e less than the higher of the employee's final regular rate of pay or the average egular rate of pay during the last three (3) years of employment. )FC T- tatively Agreed to on For the City of Miami: For the Union S r SUBSTITUTED 27.4 Employees covered by this Agreement who are appointed to job basis/exempt classifications and who have compensatory time banked, shall at tim of such appointment be paid for all compensatory time at their rate of pay pr r to such appointment. 27.5 Overtime will be distributed as equally as practical to t best ability of the Supervisor in charge among the employees within a divisio of the City, who have completed their probationary period (with the exce ion of Emergency Dispatchers, Emergency Dispatch Assistants, Emergency spatch Supervisors, and Call Takers, who shall be eligible for overtime despite ing in probationary status), by shift and classifications, according to seniority ithin the classification. A new overtime list by classification will be posted ev y two pay periods as a guide for such distribution. The remedy for the failure to .ffer overtime shall be that the employee shall be offered an equal or comparabl- amount of overtime at the next opportunity. 27.6 The overtime list b classification will be made up of all employees in that classification. If an em oyee refuses overtime, is sick, on vacation or on an excused absence the City , 11 move to the next employee in line on the overtime list. For call-back overtim:, if the employee does not answer his/her phone the City will move to the next ployee in line on the overtime list. This provision is not to be interpreted a eaning the employee is not subject to call-back while on vacation or excused a ► ence. entatively Agreed to on For the City of Miami: For the Union SUBSTITUTED 27.7 As each overtime opportunity arises the City will move through the overtime list until it has offered the last employee on the list an overtime opportuni Thereafter, the City will move to the top of the list and begin with the most nior employee on the overtime list. 27.8 The provisions of this Article do not restrict the City's ri: t to mandate employees to work overtime. In the event the City must order ove ime work within a unit or area of assignment, the most junior employees of the . ffected classification will be ordered first to work the required overtime. 27.9 If this method results in obviously inequ able distribution of overtime, the Director of Human Resources or designee any he UNION President will work out a method of correcting such inequity. T: tatively Agreed to on' For the City of Miami: For the Union SUBSTITUTED ARTICLE 28 GROUP INSURANCE 28.1 Summary Plan Document The City and the UNION agree that the Summary Plan Docum: t (SPD) (entitled City of Miami Life and Health Benefits) shall be immediat updated to reflect descriptions of the current benefit. Plan design and all pla enefits shall be those outlined within the updated version of the employees b efits handbook and shall not be changed without mutual agreement of the C. y and the UNION. The updated and finalized SPD shall be provided to the C. s Plan Administrator (TPA) and the TPA will administer the Plan benefits in a. ordance with the definitions and other language agreed to and contained in the Life and Accidental Death a d Dismemberment &D The City agrees to pay $8.08 pe ' all eligible bargaining unit member per pay period to the UNION to provide life . surance coverage in the amount of $3540,000.00 and AD&D coverage in the a :unt of $80-70,000. The UNION has secured a multi- year rate guarantee from e provider, Reliance Standard Mutual of Omaha. The UNION agrees to co ► inue to secure life insurance and accidental death and dismemberment co erage for all the eligible bargaining unit members throughout the term of this co ► ract and agrees to provide policy and rate documentation to the City at the City'. request. Medical/Vision: ntatively Agreed to on C 1 U For the City of Miami: For the Union a SUBSTITUTED The City currently offers medical, dental and vision benefit plans through a self -funded plan in which all bargaining unit members, upon obtaining eligibir may enroll, to wit: Medical/Vision Cigna Network Dual Choice/POS Cigna Network Dental DHMO-Cigna/DPP • Guardian EAP Cigna Health C It is agreed between the parties that as of January , 2015, the City's medical plan will consist of a four tier program: Single coverage Single coverage + spouse Single Coverage + children Single coverage + Family (spo .e and children) It is agreed that medical p mium rates for all tiers may be adjusted annually upon the City's calculation of e premium for medical benefits. Premium rates will be calculated by a certifieactuary based on the City's eligibility list and experience and the information 1 be provided to the UNION, in order to validate any increase or decrease in th•.retical premium. As of J uary 1, 2018 2045, (the beginning of the next Plan year) any increases or decre..es in the cost of the City's health plan shall be shared by current active empl• ees on the following basis for all medical plans: entatively Agreed to on For the City of Miami: For the Union A SUBSTITUTED Plan Year 2018 2015: Single Single + spouse Single + Children Family Dual Choice/POS (Cost of coverage shown bi-weekly) $40.55 $89.21 $75.01 $115.56 Plan Year 2018 2015: Point of Service Plan Co -Pays: Primary Care Physician: $25.00 per visit Specialists from within POS Network: $40 0 per visit As there are frequent and rapid cha . :es in health care costs, it is understood and agreed between the parties that : ny changes in contribution amounts will be made based on the annual calculatio'. of theoretical premium. It is agreed that should actual operating claims and ad ' inistrative costs, and reserve costs increase at a rate higher than the projecti s used to establish the employee contributions above (projection used is 10°/ increase in total premium each year), then those employee contributions shbe adjusted to reflect the increase and shall be effective at the beginning of the ealth Plan Year. Likewise, should the theoretical premium cost decrease more an the projections used to establish the employee contributions stated above, ose employee contributions will be lowered to reflect the overall theoretical . remium decrease. In any given plan year, projections used to establish any in ease in contributions from the employee shall be capped at 15%. ntatively Agreed to on For the City of Miami: 1 fn For the Union SUBSTITUTED Prescription Drug Coverage The City currently offers a prescription drug benefit plan for those bargaini g unit members enrolled in POS plans. It is a self -funded plan administered by igna Health 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 ► and name drugs $60 per 30.day supply for non-p ferred brand name drugs 50% of drug cost per 30 da supply for self-administered Injectables (e.g. injectab •s drugs used to treat rheumatoid arthritis, hepatitis P, multiple sclerosis, asthma). Cigna Tel Drug Mail Or. r Drug Program: $0 (no c arge) per 90 day supply for generic drugs $80 er 90 day supply for preferred brand name drugs 20 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). entatively Agreed to on I For the City of Miami: For the Union SUBSTITUTED 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 ag to evaluate and measure pharmacy benefit total costs and evaluate best p actice strategies to manage the pharmacy benefit. Any changes in the pharmacy benefit shall be mutually agreed to by t r • City and the UNION. Dental: Dental premium rates may be adjusted annu, y upon the City receiving notice from the dental providers. Employees will be otified of the adjustments in the dental rates during open enrollment. In actor: ance with current practice, when employees choose to be covered under the 1 ty's dental plan, the employee will continue to pay the dental premium. Employee contributions: n accordance with the City's Cafeteria Plan group health premiums will be p, d by the bargaining unit employee with pre-tax dollars. Health Committee It is agree that a standing committee will be created called the Health Insurance Commi ee. It shall be made up of six (6) City of Miami Employees, one member appoi ► ed by the IAFF, one member appointed by AFSCME, Local 1907, one member a ointed by AFSCME, Local 871, two members appointed by the City Mana • r and one picked by mutual agreement of the Unions and City Manager. The ntatively Agreed to on For the City of Miami: For the Union SUBSTITUTED 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 management, this Committee will work during the term of this contract to entify ways to strengthen and improve our health plan. This will include, but i of limited to: Obtain timely, accurate, and transparent reporting, ith full disclosure, of all costs from our vendors. Identify plan vendor administrative improv ments and efficiencies that can have a significant impact on reducing health ex p nditures and to ensure that our health plan vendors are delivering maximum a. inistrative savings. Educate employees on better u , erstanding and use of their health plan. Identify the impact of he.. h improvement and disease management initiatives to decrease overall medi :1 and drug costs. Identify members who would benefit from health improvement initiatives and institute pr rams to improve member's health. Evaluate . d measure our pharmacy benefit total costs and fully assess the costs from our • armacy benefit manager (PBM) vendor. Id: tify proven strategies to more effectively provide prescription benefits, a d obtain vendor (PBM) administrative savings to successfully manage this i . ortant benefit. ntatively Agreed to on For the City of Miami: l For the Union SUBSTITUTED Make recommendations to the City Manager to reduce health expenditures while maintaining a quality health plan at an affordable cost and whi improves the health of employees and dependents. Review employee complaints and remedy situations concernin claims so long as the decision does not change or impact current benefits. This 's intended to reduce the need for the grievance procedure; however, the bargai ' ing unit member does not waive his/her right to file a grievance should the co ittee's remedy is not satisfactory to the employee. Review and update the Summary Plan De .cription (currently titled City of Miami Life and Health Benefits). Any and all other health care . d wellness issues identified by the Committee as promoting initiatives to mprove the health of employees and dependents while maintaining a quali health plan. The Committee shall - eet monthly or as soon as practicable to commence initiatives outlined above. Insurance Deductio ' s b Pa roll 28.2 The City shall continue to make available to the UNION a payroll deduction slot to • 4 rchase local UNION sponsored insurance programs. on receipt of appropriate authorization from employees, the City will make the ; esignated deductions and forward monies to the UNION. The City shall deduc rom that remittance an amount for the cost of these deductions. The amount entatively Agreed to on 1� For the City of Miami: For the Union SUBSTITUTED will be calculated at two cents (2¢) for each employee deduction, each payroll period and ten cents (10¢) for each addition, deletion, or modification to the indivi deduction. The UNION shall indemnify and hold the City, its officers, ► ficials, agents and employees harmless against any claim, demand, suit or liab' ity and for all legal costs arising from any action taken or not taken by the C. y, its officials, agents and employees in executing this activity. The Director o uman Resources or designee will advise the UNION of the deduction procedu s that will be followed in the implementation and administration of this activity T: tatively Agreed to on For the City of Miami: For the Union J SUBSTITUTED ARTICLE 29 UNIFORMS AND SAFETY SHOES 29.1 In those classifications where the employer requires that the e .. ,loyee wear safety shoes, the City shall, effective the first full pay perios following ratification of the labor agreement, issue an allowance in the amount o ' • ne Hundred and Twenty -Five Seventy -Five Dollars ($1275.00) for the purcha of an initial pair of safety shoes. 29.2 When, due to wear and tear or accintal job destruction, a replacement pair of shoes is required, the City will ant up to an additional One Hundred and Twenty -Five Seventy -Five Dollar-. ($1275.00) for the purchase of another pair of safety shoes. This additional One Hundr- d and Twenty -Five Seventy -Five Dollars ($1275.00) shall only be provided w ' n the worn out or damaged pair of shoes is turned into the Department. The 'r epartment Director, or designee, shall determine when, in their judgment, a p.' of safety shoes shall be issued on the basis of need and not on an automatic . asis. Management reserves the right to provide safety shoes directly to the e . ployee in lieu of the approval provisions. 29.3 Em p oyees in those classifications required to wear safety shoes shall be subject to t e loss of a day's pay for each day that the employee reports to work not weari : the required safety shoes. Action under this section shall not be grievable under - e Grievance Procedure or appealable to the Civil Service Board. ntatively Agreed to on For the City of Miami: For the Union SUBSTITUTED If a medical waiver is obtained stating that the employee is unable to wear safety shoes, then the penalty stated above is not applicable. 29.4 Safety shoes shall not be worn by the employee when the empl• ee is off duty. 29.5 Employees shall be advised of shoe models which co form to City standards. The shoe allowance authorized by this Article shall onl •e paid where an employee purchases a pair of safety shoes whose quality is cer fied as acceptable by Management. 29.6 City furnished equipment where requ', ed by the employer will be replaced when worn out or damaged only if the : ployee returns the worn out or damaged equipment to the Department. This eludes, but is not limited to, gloves, boots, inclement weather gear and other equipment. A bargaining unit employee shall reimburse the City for the repair •r current replacement cost of lost, stolen, or damaged City equipment when the •mployee's carelessness and/or negligence results in the loss, theft, or damage of e equipment. 29.7 Mechanics c► ered under this contract shall be provided with safety eyewear. Those barga ing unit members requiring prescription safety eyewear due to their inability . ' wearing regular safety eyewear will be provided prescription safety eyewea The bargaining unit member is responsible for obtaining the prescriptio ► at no cost to the City. T, tatively Agreed to on For the City of Miami: ?_� For the Union SUBSTITUTED 29.8 The City shall provide a minimum of five (5) uniforms (including shirts and pants) per year to any classifications required to wear uniforms. 29.9 The Cit will • rovide laundr services for uniforms worn b Me ' anics classifications. ntatively Agreed to on % "`--0'- 1 For the City of Miami: For the Union S 1 SUBSTITUTED ARTICLE 30 TOOL ALLOWANCE 30.1 The City agrees to pay a quarterly tool allowance for Aut• otive Mechanic, Heavy Equipment Mechanics, Welders, and Auto Body Worke ' ainter in the amount of One Hundred ($100.00) dollars quarterly. Such tool a .wance will be paid to the employee within the first fifteen (15) days after the cl e of the quarter. 30.2 Mechanics' tools, which are stolen due to va alism or forced entry upon the employer's property, will be replaced upon proof a police report and an itemized list of the tools stolen. 30.3 The Department Director or his d:.ignee shall have the sole right to develop or redevelop a basic minimum tool lis hich employees must have to be hired in the various trades' classifications. he Department Director may grant a reasonable length of time for any e loyee to acquire additional tools to meet the basic minimum tool allowance ventory. Employees who fail to meet the basic minimum tool list inventory . all not receive a tool allowance. Tools may not be loaned to meet the basic ' ventory tool list. 30.4 The D artment Director, or his designee, shall provide a required minimum list of ools for Automobile Mechanic & Motorcycle Mechanic, Heavy Equipment echanic, Maintenance Mechanic, Auto Body & Painter, Welder, Machinis , Mason, Carpenter, Electrician, Lineman, Plumber, Painter, A.C. entatively Agreed to on For the City of Miami:' For the Union SUBSTITUTED Mechanic, Sign Painter, Communication Technician, or any other classification not listed that the Department Director may feel is necessary to add. 30.5 The affected employees within the above -listed classificatio ► shall submit an inventory of all their personal tools, including the make and m , del of each tool to their immediate supervisor outside the bargaining unit who wi . verify the list. The employee will maintain a copy of said inventory list, and a co ' will be filed with the Department Director or designee. This list shall be pe odically checked and updated. The City shall replace broken, stolen, and worn iut tools upon request and confirmation that the broken, stolen, or worn out tool ' as on the recorded inventory. This replacement policy does not apply to the cla .ifications receiving the quarterly tool allowance as provided under this Article. bmission of the inventory list of tools in excess of the basic minimum tool list shbe completed within sixty (60) days after ratification of this Agreement. Te atively Agreed to on For the City of Miami: ( For the Union r"--\ SUBSTITUTED ARTICLE 31 TUITION REIMBURSEMENT 31.1 It is agreed between the parties that the tuition reimburs ent program is designed to encourage City employees to improve their job per'.rmance and increase their value to the City by pursuing courses of study relat:. to their job duties at accredited educational institutions. The policy gove ing the tuition reimbursement program is intended to be flexible, with broad d'.cretion for approval reserved to the Department Director and the City Manager :o as to insure on-the-job effectiveness of City employees. Tuition reimburse • •nt shall not be subject to budgetary constraints. 31.2 Any full-time, permanent City e . loyee shall be eligible to participate in the Tuition Reimbursement Program. 31.3 All course work must • taken at or from an accredited college, university or educational institu on approved by the City Manager or the Department of Human Resourc designee. Course work taken under provisions of this Article must be directl related to the employee's job duties. Class attendance will be on the empl.; ee's own time unless otherwise noted in the course announcement and . uthorized by the City Manager or the Department of Human Resources desig Te► atively Agreed to on or the City of Miami: ( For the Union SUBSTITUTED 31.4 Effective upon ratification, reimbursement will be limited to books, lab fees, and tuition costs up to a maximum of $4,000.00 per calendar year. 31.5 To be eligible for reimbursement, the employee must succe .fully complete the course work and provide evidence of successful completion t. the City. Successful completion must be evidenced by a grade of "C" or better. 31.6 Procedures for reimbursement will be as follows: A. The employee must obtain three (3) copie of the Application for Tuition Reimbursement form for ach course from their department or the Human Resou ' es Department. B. The employee must completa the application in triplicate and submit it to his/her Depa ment Director prior to registration at the education institu on. C. The Department D. 'rector will then review the application and if approved fward the original and one copy to the Human Resource I epartment. If the application is not approved, it is then turned to the employee by the Department Director. e Human Resources Department has the authority to approve or not approve the application, and applications not approved will be returned to the Department Director with the reason for rejection noted thereon. ntatively Agreed to on �IS� For the City of Miami: For the Union SUBSTITUTED 31.7 In the event the employee resigns or is terminated from the City within one (1) year following completion of the course(s) for which City funds have b expended, the amount of tuition reimbursement paid to the employee 'ill be reimbursed to the City by the employee upon his/her termination fro ' the City through a deduction from his/her final paycheck. 31.8 Upon completion of the course work, the employee st submit his/her semester grade report together with the tuition fee receipt o his/her Department Director. The Department Director will submit the appred application for tuition reimbursement along with the employee's semeste grade report to the Finance Department who shall then reimburse the employ- for the City's share of the tuition reimbursement. The employee's Departm: t Director will advise the Human Resources Department of the employee's : tisfactory completion of the course. ntatively Agreed to on For the City of Miami: For the Union SUBSTITUTED ARTICLE 32 CALL BACK PAY 32.1 Any bargaining unit member eligible for overtime shall, if reced to duty during off -duty hours, receive a minimum of three (3) hours plus o ' e (1) hour travel time, paid at the overtime rate. The parties agree that call-bhours shall not be used in the computation of arriving at average earnin establishing pension benefits. 32.2 It is not the intent of this Article or any othe Article of this Agreement to provide pay for a bargaining unit member out on ill - me or workers compensation to receive call-back pay, overtime pay or straight ime pay for taking the required physical before said employee may be released o return to work. for purposes of Te ► atively Agreed to on or the City of Miami: For the Union SUBSTITUTED ARTICLE 33 JURY DUTY/COURT APPEARANCE 33.1 Employees serving on jury duty shall be carried "JD" (Jury Dut, for actual working time lost when called to serve on jury duty. Such employee: shall be paid at their regular hourly rate for all working time lost up to forty ) hours per week. Employees who work 'a regular shift between the hours of 1 10 p.m. and 7:00 a.m. and who are summoned to jury duty the day preceding the r regular shift, shall be carried on leave of absence with pay for their regular shi All employees released early from jury duty shall report back to work during t ' eir regular work schedule or shall forfeit the City compensation for Jury Duty f•. all hours they are absent. 33.2 In consideration of receiving t it regular pay, employees called to serve on Jury Duty shall promptly notify eir supervisor of the call to Jury Duty. The supervisor shall make a copy of the ummons to Jury Duty and forward said copy with the payroll sheets for the wee , in which the employee is on Jury Duty. Employees who ••rve as jurors for Federal Court shall have deducted from their paycheck a jury . uty fee equal to that compensation paid to the employee by the Federal Court i is/her jurisdiction per day in the payroll period following the week in which the - ployee was on Jury Duty. ployees who serve as jurors for State and County Court shall not have Jury ! uty fees deducted for the first three (3) days of juror service. Employees who s• ve more than three (3) days of Jury Duty shall have deducted from their ntatively Agreed to on c7), For the City of Miami: { 7 For the Union SUBSTITUTED paycheck a Jury Duty fee equal to that compensation paid to the employee by the State or County Court in his jurisdiction. Any changes by the Courts in the above fees shall be reflecte . n the employee's paycheck as they occur. Where Courts provide free parking for jurists, employ •s will not be reimbursed for any parking receipts submitted while attending s courts. 33.3 Attendance in court in response to legal order ► subpoena to appear and testify in private litigation not in connection with an e : ployee's official duty, but rather as an individual, shall be taken as vacation, c. pensatory leave, or leave of absence without pay. 33.4 When requests for appearances .efore the Civil Service Board require witnesses, the Civil Service Office shall re ► ire that said requests delineate who are character witnesses and who are wit ' esses testifying as to the incident at hand. Should the number of character wi esses exceed two (2) then a statement from those additional character witness:. shall be submitted to the Civil Service Board stipulating to the characte ► of the employee on appeal before the Civil Service Board. T. tatively Agreed to on .�--�-� For the City of Miami: For the Union SUBSTITUTED ARTICLE 34 COMMENDATION PAID LEAVE 34.1 A department director, upon approval by the City Manag , or designee, may grant up to forty (40) hours of paid leave to any employee hose job performance is of such exemplary or heroic nature as to warran this special consideration. This Article shall not be subject to the grieva ce procedure or arbitration. Te ' atively Agreed eed to on or the City of Miami: For the Union SUBSTITUTED ARTICLE 35 PARKING 35.1 The City agrees to provide non -assigned parking space fo all bargaining unit employees who drive their personal automobiles to wo This parking space will be at no cost to the employee while the employee is . duty. The City will not assume the cost of parking for those employees who ay not desire to use the parking space provided by the City. Any questions wi . regard to employee parking shall be reviewed and a determination made by t . • Department of Human Resources designee and shall be final and binding. 35.2 The UNION President will meet a confer with the Department of Human Resources designee on parking conc ns should the need arise and the Department of Human Resources design will attempt to resolve said concerns consistent with budgetary constraints. entatively Agreed to on `3 For the City of Miami: For the Union -� �� SUBSTITUTED ARTICLE 36 BLOOD DONORS 36.1 Employees who volunteer as blood donors to contribute to on-si City supported Blood Donor Organizations as approved by the Department ► Human Resources designee will be authorized the paid absence necessary to a► omplish this purpose. The Blood Donor Organization's personnel will determi what amount of time the donor will need from the point of donation until they to work. T. tatively Agreed to on For the City of Miami: e released to go back For the Union r SUBSTITUTED ARTICLE 37 VACATION 37.1 Vacations shall be taken by the last payroll period of the calenr year in which the vacation was credited. Effective upon ratification of the labor - greement, employees shall be allowed to carryover five hundred (500) hours ► the previous year's credited vacation. Any excess vacation over the five hi dred (500) hours allowed carryover shall be forfeited after January 18t an no exceptions to the maximum carryover allowance shall be permitted ab ent the express written approval of the City Manager. Bargaining unit n •'rnbers with unused accrued vacations hours in excess of two hundred (200) ho rs as of September 30, 2010, shall have those hours in excess of two hundred (20gra.ndfathered, and those employees with grandfathered hours over two hundr. (200) hoursshallbe allowed to carryover up to a maximum of those liours n diti.on or ton the maximum of five hundred (500) hours, whichever is : :, �firom year to year. Employees who have been carried on full disability the e ire previous year shall be paid for all excess vacation over five hundred (500) ho s at the rate of pay the employee was earning at the time the employee was ply ed on full disability. If an employee is unable to take a previously author' ed vacation due to cancellation by the Department Director or designee, any urs in excess of the five hundred (500) hours which would have been forfeited, s' all be paid on or about January 1, at the employee's hourly rate of pay. Vacation shall be accrued in accordance with the f&lio4\4g-e4a r (ilktftAtt stf. t eAefl'x' 0 4D -I- S A- . 92 7/ ? SUBSTITUTED -1 ®. 10 ycaro 1- rears- 16---•®-- 20+ year3 Hertaa , 511..-dt1 b n r L t r3 ithly basis -La efaeertra-17--exa-nipp, the aee-l-r..a-te-oLr =t aleyes wl� �e e4-ios 6 vaa- . ef- s is -E�ti � tla.�calen hall--ir e€t -rx n l-v on tbemplo. '&actual .aaaiti"ve° ry-41at . 37.3 An employee's annual vacati• accrual shall be reduced for leaves of absence without pay and suspensions. e employee's annual vacation accrual shall be reduced on a yearly basis in acco ance with the following schedule: Hours Without Pay Penalty 88 thru 176 Hours 1 month annual vacation accrual 177 thru 349 Hours 2 months annual vacation accrual 350 thru 522 Hours 3 months annual vacation accrual 523 thru 695 Ho s 4 months annual vacation accrual 696 thru 86 ours 5 months annual vacation accrual 869 thr 041 Hours 6 months annual vacation accrual 1.04 iru 121.4 Hours 7 months annual vacation accrual Hours Accrue 94 120 h urc 1 7 f 1 C:2 ho 1rP 4-34 208 houps 474 94444et 301 -of 93 (31/Ir 1215 thru 1387 Hours 1388 thru 1560 Hours 1561 thru 1733 Hours 1734 thru 1906 Hours 1907 thru 2080 Hours SUBSTITUTED 8 months annual vacation accrual 9 months annual vacation accrual 10 months annual vacation accrual 11 months annual vacation accrua 12 months annual vacation ac• ual 37.4 Vacation leave must be requested twenty-four (24) h rs in advance of use and shall be taken in increments of not less than one (1) hot On those occasions where more than one employee in a classification has s n.ultaneously requested vacation leave for the same period of time, the leave sh be granted by classification seniority. Vacation leave may be granted by the De , artment Director or designee on an emergency basis. Should such request be d lied, the employee may only appeal such denial to the Director of Human Res,urces or designee. Upon an employee's retirement or separation from City s: vice, the employee will be paid for those vacation hours credited and earned rough the employee's separation date. 37.5 Vacation shall be alculated on actual service in the previous calendar year and shall only be to en after the completion of six (6) months of actual continuous service. 94 SUBSTITUTED ARTICLE 38 SECURITY OPERATIONS 38.1 The City and the UNION and its officers, agents and mbers recognize there are assignments within the Miami Police Department w re security of information is an absolute necessity. Therefore, the Chief of Pice at his sole discretion may reject an employee to such assignment withi the Miami Police Department when the Chief has reason to believe that t re is potential for the Security of the Department to be compromised. 38.2 Upon request of the UNION Presid t, the Department of Human Resources designee will review such denial of aignment. Said review will be final and the decision of the Department of Huma Resources designee will be binding and not subject to any appeal procedure. entatively Agreed to on For the City of Miami: ]!/7 For the Union SUBSTITUTED (PLEASE REFER TO THE 4/26/2012 MEMORANDUM OF UNDERSTANDING FOR SECTION 39.11) ARTICLE 39 SICK LEAVE 39.1 The parties agree that care and discretion shall be xercised by Management and the UNION in order to prevent the abuse of sic eave privileges. Absences on account of trivial indispositions must be discoura d. To determine the extent or reasons for an employee's absence on sick leave, e employee's immediate supervisor outside the bargaining unit or managemen esignee may visit the home of the employee on sick leave with pay. In cases ere Management suspects that an employee is malingering, sick leave with pa shall not be granted. 39.2 Permanent bargaining unit : ployees may accrue eight (8) hours sick leave per month, provided that the e • loyee is in pay status at least one hundred twenty (120) hours per month to b• tilized in not less than one (1) hour increments. 39.3 New hires will a rue sick leave in accordance with Section 39.2 above. However, no sick leave wi pay shall be granted during the employee's first ninety (90) working days. 39.4 To r eive sick leave with pay, a bargaining unit employee must take steps to noti his/her immediate supervisor or the person designated by the Departme to receive such notice of illness within thirty (30) minutes of their regula y scheduled time for work, excluding the Fire and Police Departments ntatively Agreed to on For the City of Miami: For the Union +r-\ SUBSTITUTED wherein departmental rules will apply. It shall be the bargaining unit member's responsibility to notify the Department designee each day the employee will be o ill within the time frames outlined above. 39.5 Bargaining unit members may be allowed to use accrued • ck leave when needed clue to the serious injury or acute illness of any act .l dependent member of the employee's household. Said dependent member f the employee's household shall be limited to the employee's immediate family. he immediate family shall be defined as father, mother, sister, brother, husba wife, domestic partner, children, father-in-law, mother-in-law, grandparent spouse's/domestic partner's parents, grandparents, stepfather and/or stepmot 39.6 In those instances where an em ► oyee has utilized all their sick leave, they will be allowed to utilize vacation a : or compensatory leave for this purpose. Employees will be required to provide doctor's excuse in these instances. 39.7 Any employee abse on sick leave for more than three (3) consecutive work days must report to the ► epartment of Human Resources and obtain approval before returning to work. ' he Department of Human Resources will have the City designated physician repare a list of those medical illnesses or injury that will require the emplo •e to be sent to the City doctor's office prior to being cleared to return to wor . Those medical conditions which are minor in nature and not on the prescribeist will only require the employee to report to the Human Resources Depar ent for clearance to report to work. ntatively Agreed to on For the City of Miami: \-4g For the Union csA SUBSTITUTED 39.8 Bargaining unit employees who exercise normal retirement shall receive a cash payment equal to one hundred percent (100%) of their unus accumulated sick leave up to seven hundred and fifty (750) hours. Bargainin unit members with accumulated sick leave balances over seven hundred and ty (750) hours as of September 30, 2010, will have their balances in excess of s• en hundred and fifty (750) hours grandfathered. Upon exercising normal retirment bargaining unit members shall be paid for fifty (50%) of those unused gr.. dfathered sick leave hours in excess of seven hundred and fifty (750) hours in t ► it bank. 39.9 Employees who terminate employment th the City under honorable conditions shall receive a sick leave cash payout a ollows: More than 7, but less than 15 years of service More than 15 years of service 25% up to 750 hours, or up to a maximum of their unused grandfathered sick leave hours in excess of seven hundred and fifty (750) hours. 50% up to 750 hours, or up to a maximum of their unused grandfathered sick leave hours in excess of seven hundred and fifty (750) hours. 39.10 Emplo; ees who are terminated shall not receive compensation for unused sick leave 4pon separation of service or retirement. 39.11 bargaining unit member's maximum sick leave carryover from calendar • ar to calendar year shall not exceed seven hundred and fifty (750) hours or the . umber of unused accumulated sick leave hours in excess of the seven hundred entatively Agreed to on For the City of Miami: ('f7 For the Union SUBSTITUTED 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 carri over by the bargaining unit member. Bargaining unit members with u• sed accumulated sick leave hours in excess of maximum carryover at the end o the year shall be paid for one hundred percent (100%) of the unused po on of their accumulated sick leave in excess of the maximum carryover. 39.12 Payoff for accumulated sick leave shall not e used to calculate average earnings for pension purposes. 39.13 Employees with ten (10) or more years o ervice who are laid off under honorable conditions may repurchase sick leave fo which they were paid off at the time of separation, subject to the following con► tons: 1) They are rehired wit % n twelve (12) months from the date of their separatio 2) They remit t► the City an amount equal to their hourly rate in their reh', ed position multiplied by the number of hours of sick leave for which they were previously paid. This buy back o ; tion must be exercised and paid for within thirty (30) days from the date the employee returns to the employ of the City. If the buyback option is properly exercised, the City will credit the employee with the balance of sick leave hours credited to his account as of the date the employee was laid off. Ttatively Agreed to on 7 ° I For the City of Miami: For the Union SUBSTITUTED 39.14 In recognition of those employees who display perfect attendance in any one calendar year, the City will present the employee with a certificate appreciation. There will be an annual drawing of one hundred fifty (d050) employees by an individual selected by the Director of Human Resources o designee and the UNION President from the pool of eligible employees ith perfect attendance. Each of the one hundred fifty (10050) employees wh e name is drawn shall receive a one hundred dollar ($100) cash prize. In orde to qualify for perfect attendance recognition, the employee must not have utiliz any sick leave, nor been on disability, nor have been in any without pay status uring the year. entatively Agreed to on For the City of Miami: For the Union SUBSTITUTED ARTICLE 40 TARDINESS 40.1 Tardiness is reporting for work in excess of five (5) minutes be nd the scheduled starting time of the shift (or as provided in Police or Fire 1 •partment rules). Approved pre -arranged time off shall not be considere• an instance. Unexcused absences resulting in tardiness shall be counted as an instance." When an employee reports to work within a period that is more than ve (5) minutes after his/her scheduled starting time, and provides an excuse tha - is acceptable in the sole discretion of Management, which shall not be arbitraril or capriciously applied, the employee may elect to utilize vacation, compensator time or sick leave. Election of vacation, compensatory time or sick leave for an : cused tardiness shall be taken in fifteen (15) minute increments. An annual p: iod shall be defined as a twelve (12) month period beginning with the occur •nce of the employee's first tardiness instance. Management may, in its di etion, allow an employee to utilize vacation, compensatory time or sick leave r a tardiness even if the tardiness is unexcused. 40.2 Employees shbe disciplined for instances of tardiness in an annual period in accordance with e following schedule: Numbe •f Tard Instances Discipline stance in annual period Written warning 6tinstance in annual period Written reprimand loth instance in annual period Three (3) day suspension 11th instance in annual period Fourteen (14) day Suspension 3rd entatively Agreed to on For the City of Miami: For the Union SUBSTITUTED l2th instance in annual period Dismissal Disciplines issued pursuant to the schedule shall not be considered for purpo of progressive discipline after the annual period expires. 40.3 Tardiness appeals shall only be appealable through the ievance Procedure Article as set forth in the Agreement. Exceptions to the abo e schedules may be granted by the Director of Human Resources or designee, '' the individual circumstances warrant such action. T tatively Agreed to on For the City of Miami: For the Union SUBSTITUTED ARTICLE 41 FAMILY MEDICAL LEAVE AND LEAVE WITHOUT PAY 41.1 Bargaining unit members may request a leave without • ay in accordance with the Family and Medical Leave Act of 1993, as amended. uch leave is provided under the law for birth, adoption or foster care of a child , d for a serious health condition of the employee or the employee's spous:, child, parent or grandparent, eligible deployment return from deployment rid is or any other FMLA eligible event. Employees taking leave under the F y and Medical Leave Act (FMLA) shall be limited to a ninety (90) day F LA leave, or twenty-six (26) workweeks FMLA leave for the care of a cove d service member, in a 12-month period. An extension of an additional ninet, (90) day of leave without pay may be granted upon request to the Director of ' uman Resources or designee as specified under Section 41.3. Upon approval • such extension, the employee will be required to pay the full premium amount '.r health insurance coverage. 41.2 Upon approv of the Department Director, with the approval of the City Manager or the Di ctor of Human Resources or designee, a leave without pay may be granted, for e purpose of training or study calculated to improve the quality of the employee'. service to the City through course work directly related to the employee's for up to six (6) months. The request for leave without pay may be extender for an additional six (6) months upon the approval of the Department Direor and approval of the City Manager or the Director of Human Resources or ntatively Agreed to on _ c-ep For the City of Miami: For the Union. SUBSTITUTED designee. Any bargaining unit employee requesting said leave of absence shall be required to submit evidence of registration upon entering each quarter/semester school. 41.3 Upon approval of the Department Director, with the appral of the City Manager or the Director of Human Resources or designee, a lea • without pay may be granted, for an acceptable reason other than specified her , for a period not to exceed ninety (90) day calendar days. Approval for said lee of absence without pay is at the sole discretion of the City Manager or Direc .r of Human Resources or designee and shall not be appealable to the Civil S vice Board or the grievance procedure. 41.4 Bargaining unit employees who • esire to take a leave without pay for any reason specified in this Article, exuding a serious health condition, must exhaust their vacation and leave bank : prior to taking a leave without pay. A request for leave without pay for a serious , ealth condition as provided under the Family and Medical Leave Act shall req re the bargaining unit employee to use all sick and vacation banks prior to t ing such leave. The usage of such leave time will not prohibit the employee rom taking leave without pay as specified herein. 41.5 Ba aining unit employees who take a leave without pay for any reasons speci : ed in this Article shall not accrue leave time. At the expiration of a leave of a-.sence without pay, the bargaining unit employee shall be returned to the same r similar position vacated when said leave of absence without pay was granted, entatively Agreed to on --/ For the City of Miami: For the Union SUBSTITUTED 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 exte the probationary period the length of time used during the said leave of ab .ence without pay. 41.6 The acceptance of another position or engaging in othe employment by the bargaining unit employee while on a leave of absence wit ut pay shall be deemed a voluntary resignation from the service of the City of ► iami. T tatively Agreed to on_ °' For the City of Miami: �'F:F�J For the Union Sy ` P SUBSTITUTED ARTICLE 42 LABOR/MANAGEMENT PARTNERSHIP COMMITTEES 42.1 A Departmental Labor/Management Partnership Committee ay be established in each department of the City of Miami. Said Committee embership shall include representatives from classified support staff (M/C), classified staff, executives and the AFSCME bargaining unit dues and non -due . aying members. 42.2 The Departmental Labor/Management Part ► ership Committee may meet at least once a month, and such meetings shall ;e scheduled during normal business hours. The purpose of these meetings will . e to discuss quality of work -life, productivity, service, communication and object es of mutual concern, not involving matters which have been or are the subj: t of collective bargaining between the parties. It is understood that these D •. artmental Labor/Management Partnership Committee meetings shall not be .ed to renegotiate the labor agreement between the City and AFSCME. All dec :ions made by the Departmental Labor/Management Partnership Committee sh.. be by affirmative consensus. 42.3 The De artmental Labor/Management Partnership Committee meetings shall be c. ducted on a semiformal basis with the selection of a chairperson to be determi - d by the members of the Committee. Length of participation of Committee embers shall be determined by the Departmental Labor/Management Partne .hip Committee. The chairperson shall arrange for minutes to be taken of entatively Agreed to on X For the City of Miami: For the Union SUBSTITUTED each meeting and for the distribution of copies to each member of the Committee, the UNION President, and the City's Human Resources Director or designee. ntatively Agreed to on 7—S-- ---c° ‘ Sc--1 For the City of Miami:For the Union SUBSTITUTED ARTICLE 43 BEREAVEMENT - DEATH IN FAMILY 43.1 Bargaining unit members may, in the case of death in the family, be authorized up to a maximum of forty (40) hours of paid leave funeral or estate related functions of a member of the employee's or is at home in a state of bereavement. Said paid leave consecutively by the employee excluding normal days off and i - ediate o attend to ediate family, d s shall be taken olidays. For purposes of this Article, the "immediate family" is defined as fathe mother, sister, brother, husband, wife, domestic partner, children, fa . er-in-law, mother-in-law, grandparents, spouse's/domestic partner's parents, grandparents, grandchildren, stepchildren, stepfather and/or stepmother and ay include any other person who was or has been an actual member of the em ' oyee's household for ten (10) or more years. Within thirty (30) calendar days f .m the date the employee returns from a death in the family, the employee w file a copy of the death certificate of the deceased family member. Said deat - certificate will be attached to the form provided by the City and submitted to the uman Resources Department. Failure to produce the death certificate will res taken under this Article. death in the family (' 43.2 It is t in the employee reimbursing the City for any days y employee found to have falsified his/her application for day) will be dismissed. derstood that under certain circumstances the employee will be unable to obtai a death certificate. In this event, in lieu of a death certificate, the employee shsubmit any other documentation that reflects the death and family relation deemed appropriate by the Department of Human Resources or designee. T tatively Agreed to on For the City of Miami: «P1 For the Union 43.3 Bereavement leave is for attending a funeral or to attend to estate issues or in a state of bereavement and must be taken within 45 days of the death of the family member. The Director of the Department 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. Tentatively Agreed to on eat 1 " For the City of Miami: f; % For the Union 3 SUBSTITUTED ARTICLE 44 MILITARY LEAVE 44.1 The City shall abide by the current provisions of the Florida St. utes, Sections 115 and 250 as they relate to all bargaining unit employees who - e either reserve officers or enlisted personnel in the Florida Defense Force, e National Guard, Naval Militia, Marine Corps, U.S. Army Reserve, U.S. Nay : Reserve, U.S. Marine Corps Reserve, U.S. Coast Guard Reserve, U.S. Air Fore : ' eserve or officers or enlisted personnel in any other class of the militia entitlin; the employee to leave of absence from their respective duties without loss of pa , time, efficiency rating or Civil Service seniority credits on all days during whic ey shall be engaged in field or Coast Guard defense exercises or other training ordered under the provisions of the U.S. Military or Naval Training regulations • under the provisions of the Florida Defense Force or the National Guard; provi d that leaves of absence granted as a matter of legal right under the provision• of this section shall not exceed seventeen (17) days in any one calendar year u ' ess other local, state or Federal laws which may be applicable grant additiona ime. 44.2 Requests for mili ry leave shall be made to the Department of Human Resources designee as early as possible but at least two (2) weeks prior to the date such leave commences w proper orders attached. 44.3 Emplo • es who take the military leave provided in this section shall be credited with t t time on their seniority status, in the City of Miami Civil Service Records-Depar ent of Human Resources. entatively Agreed to on For the City of Miami: For the Union SUBSTITUTED ARTICLE 45 HOLIDAYS 45.1 The following days shall be considered holidays: New Year's Day President's Day Memorial Day Independence Day Labor Day Dr. Martin Luther King's Birthday Columbus Day Veterans' D Thanks ing Day Day er Thanksgiving ristmas Day 45.2 Any additional holidays decla • d by official directive of the City Manager shall be added to the above list. 45.3 Employees performing rk on any of the above holidays shall be paid eight (8) hours holiday pay plus . tual hours worked at time and one-half of their straight time hourly rate p . suant to Article 27, or shall be given scheduled compensatory time off at t ► - rate of time and one-half for the hours actually worked on the holiday. 45.4 All , onditions and qualifications outlined in Article 27, titled "Overtime/Co . ensatory Time", shall apply to this Article. Hours of compensatory time accu lated under this Article, when added to the compensatory time earned T ' tatively Agreed to on For the City of Miami: For the Union SUBSTITUTED under the Article entitled "Overtime/Compensatory Time", shall not exceed one hundred fifty (100 150) hours. 45.5 To be eligible for holiday pay, an employee must work a full shift •r be in a paid leave status on the scheduled workdays which immediately pr- ede and follow the holiday. If an employee works at least seven (7) hours of h' ./her regular shift, the employee will either be charged one (1) hour fro . either his/her compensatory time or vacation leave bank, or carried in witht pay status at the sole discretion of the supervisor. An employee who works . least seven (7) hours as described in this section shall be eligible for holiday pa Ttatively Agreed to on "T P�� 1 For the City of Miami: For the Union SUBSTITUTED L 4 ( lop l "i"cari -f ra wr.d-6are Lr?;�,' 0600i1 ski se1e cI d -o- 1111 -v1'eL r")fcUUc in Order; taut (5 rtAiiSe vat, r b, let/ s O > f r /icaf33 ehtip( immt ()A w tirGc,-1-kzVa (I e Ash) a) Ina c , awl 3) o 4- p 'r'cgo': I Tit?' Ffr 6t'ut 114iSal tf/c estP(71 SUBSTITUTED ARTICLE 47 RESIDENCY 47.1 It is agreed by the parties that while residency is not a conditio ' of employment a candidate that is otherwise equally qualified will be given, at ' me of hire, preference for employment in order of domicile as follows: (1) Cit of Miami resident, (2) Miami -Dade County resident, (3) resident outside o iami-Dade County. ntatively Agreed to on For the City of Miami: For the Union �� SUBSTITUTED ARTICLE 48 TOTAL AGREEMENT 48.1 This Agreement, upon ratification, constitutes the complete a entire agreement between the parties, and concludes collective bargaining for s term. 48.2 The parties acknowledge that during the negotiatio . which resulted in this Agreement, each had the unlimited right and opportun to make demands and proposals with respect to any subject or matter not rem ed by law from the area of collective bargaining, and that the understandings a d agreements arrived at by the parties after the exercise of that right and o • ortunity are set forth in this Agreement. 48.3 The parties agree that t ' s Collective Bargaining Agreement represents the total agreement for ter • and conditions of employment during the life of this contract and no request s all be made to increase wage or other employee benefits through the Civil Ser ce Board, City Manager or the City Commission during the life of this Collec ' ve Bargaining Contract. ntatively Agreed to on For the City of Miami: For the Union SUBSTITUTED ARTICLE 49 SAVINGS CLAUSE 49.1 In the event any article, section or portion of this Agreement shld be held invalid and unenforceable by any court of competent jurisdiction, sudecision shall apply only to the specific article, section or portion thereof s :ecified in the Court's decision, and that portion of this Agreement in conflict sh 1 be null and void but the remainder of the Agreement shall remain in full force - d effect, with it being presumed that the intent of the parties was to enter into t ' e Agreement without such invalid portion or portions. 49.2 The City's representatives as def ed in Article 2 and the UNION's representatives as defined in Article 3 shall ' omptly meet to negotiate a substitute for the invalidated article, section or rtion thereof as might be determined in accordance with Section 49.1 of this : rticle. 49.3 Notwithstanding . y other provisions of this Agreement, the employer may take all actions necess, to comply with the Americans with Disabilities Act. Tentatively Agreed to on For the City of Miami: (117y�, For the Union _ v-1 SUBSTITUTED ARTICLE 50 SENIORITY 50.1 For purposes of this article, seniority shall be defined as th• most recent date of hire into a classification within the bargaining unit with the ty unless otherwise agreed upon by the UNION President and the Direct ; of Human Resources or designee. 50.2 Seniority shall only be applied in the assignm t of days off in units with two (2) or more shifts. Seniority shall not be a preva'. ng factor for assignment or promotion to a unit, section or division within a dep , rtment. 50.3 Exceptions to the use of seniority a specified in 50.2 may occur in an emergency situation, when physician ordered, or training purposes, when language skills are needed, compliance with the Am icans with Disabilities Act, when special knowledge or skills are needed as mut .11y agreed upon by the City and the UNION, or when mutually agreed by the fected employees and management through the labor/management process. 50.4 Once every • tober shift assignments and days off will be rebid by seniority. T tatively Agreed to on For the City of Miami: For the Union SUBSTITUTED ARTICLE 51 LEAVE BALANCE PAYOFFS 51.1 Employees electing to retire and upon separation will receive p of leave balances upon retirement as currently specified under this agree entatively Agreed to on For the City of Miami: For the Union nt. ment SUBSTITUTED ARTICLE 52 PENSION 52.1 The parties agree that for the term of this agreement e pension benefits and employee contributions of employees covered by this a: • ement shall be as provided in the City of Miami General Employees' and S station Employees' Retirement Trust Section 40-241 through 40-290, Miami ' ity Code ("GESE"), as amended except as follows: 52.2 The parties agree that effecti October 1, 2011, the GESE amortization periods will be revised to add 5 ears to the existing amortization periods and change periods for future amor ' ations as follows: A. Plan benefit changes f. active employees over 20 years (currently 15). B. Plan benefit chan s for retired employees over 15 years (no change). C. Assumption c nges over 20 years (currently 15). D. Experienc. Gains and Losses over 20 years (currently 15). 52.3 ective September 30, 2012 or upon implementation of this Article if later (the " current reac ective date"), the following benefit change will be implemented for all ployees hired before the ratification of this agreement who have not d normal retirement eligibility, and for all future employees: The maximum rmal retirement benefit shall not exceed $80,000 annually; provided, any employee Tentatively Agreed to on For the City of Miami: For the Union SUBSTITUTED who has an accrued benefit in excess of $80,000 annually on the effective date s- all retain that benefit, but shall not accrue any additional benefits after that da 52.4 BACKDROP option. A backdrop benefit option shall be i on January 1, 2013. The Backdrop option shall replace the existing plemented OP program. Employees who have not attained normal retirement eligibility a •£the effective date or were not vested by October 1, 2010, and all employees hir on or after that date, will be eligible for the Backdrop option, but will not be el' : ble for the DROP. Anyone eligible for the forward. DROP as of January 1, 2013, emains eligible for the forward DROP as it presently exists and anyone eligible .r the forward DROP as of January 1,2013 or vested prior to October 1, 2010, wh remains eligible for the Backdrop. (a) An eligible employee who elec hooses not to enter the forward DROP the Backdrop option shall receive a monthly benefit payable on the employe: s actual retirement date (date of retirement and separation from City emplo ent) based on the benefit the employee would have received if he/she had 1: City employment and retired on an earlier date after attaining normal ret ement eligibility (the "Backdrop date"). In addition, an eligible employee who el: is the Backdrop option will receive a lump sum payment equal to the accumul, on of monthly retirement benefit payments he/she would have received during t period following the Backdrop date through the actual retirement date ("Bac . drop period"), plus interest at the rate of 3% per year, compounded annually. eligible employee may elect a minimum Backdrop period of 1 year and maximum Tentatively Agreed to on F For the City of Miami:, For the Union SUBSTITUTED Backdrop period of up to seven years. An eligible employee who elects the Back• - op option must select the normal form of benefit or an optional form of bene at the time of electing the Backdrop option. The employee's monthly benefit a ' ell as the lump sum payment under the Backdrop option is based on the 'orm of benefit selected. (b) Employees are eligible to elect the Backdrop option afte completing one year of creditable service following the normal retirement date A Backdrop election must be made within 10 years after becoming eligible for n •mal retirement. The maximum Backdrop period is 7 years. Eligible employees w o wish to elect the Backdrop option must provide written notification to the City : t least 8 months prior to the employee's retirement date; provided a lesser notice •eriod maybe approved by the City Manager due to special circumstances. Barga mg unit members will be eligible to revoke their Backdrop election one time, b within 1 month of their election. However, if a bargaining unit employee i granted a lesser notice period by the City Manager due to special circumstance , the employee will not be eligible for the one-time Backdrop election revocation. mployees are not required to elect the Backdrop option. (c) All or a p • ton of the lump sum payment under the Backdrop option may be rolled over • an eligible retirement plan or IRA in accordance with federal law. .5 The employee pension contribution shall be 10%. If the back DROP is ever terminated, for any reason, the rights of all persons en in the DROP shall not be diminished or impaired. Additionally, if the back Tentatively Agreed to on For the City of Miami: For the Union (--->'"i\A SUBSTITUTED DROP is ever terminated, all persons who are then eligible for a back DROP will be eligible for a 7 year back DROP. The Board. of Trustees of GESE shall evelop operational rules for the implementation of this provision. �� f s -,.s ,�1 r 52.6 Effective OcGtt-tt the service retirement bene • for employees hired prior to October 1. 2010 shall be equal to three percent (3' a) of the member's highest one year of compensation multiplied by the numbe of years of creditable service. T re e:etiaerm nt-b.c-ne:€it-fo ena=plevees red-afte -=October 16 sl l be.=ec=ua;i4o far-tl e=, st-trw n &ar-a e& v-i€e two rac e-half ye ce 5- )-of-.tl me,-bee- a-lmeo ors o£--ereditr t-et-avi ter--pernet-(2.�7 b. t b based on a member's total credi ensatier- m-uti3 i-ed4 4 e n*mbeT— �rviC�. V P.i�ues� ty�twn. an d� a nal pensatio-n multi ied The service retirement benefit shall be ble service and the benefit multiplier set forth in this provision (not the bene multiplier in effect at the time the service is earned), multiplied by average al compensation in effect at the time of retirement or separation from emp •vment. 52.7 Up• retirement, bargaining unit members shall receive a retroactive salary incre e of five percent (5%) for the bargaining unit member's highest one (1) year's s. . ry. The five percent (5%) salary increase shall be reflected in the hourly pay to for the purpose of calculating leave balance payoffs. The five percent (5%) :lain, increase shall not be applicable to overtime. Tentatively Agreed to on B R For the City of Miami; For the Union '1`1 SUBSTITUTED ElJ`r em lO-r'es' �rrL'c ?TZ.il�� lii o600C-"'% 36. ' 9��nbe4 3O) d 52.$ ffective etoTTor 1, 244-9, a member who separates from employ •• ' t with ten or more years of service shall be considered eligible for a service ret ement upon attaining the earliest of the following: (a) age 55 with ten years s creditable service or (b) the completion of a combination of Years of creditae service plus attained age equaling 70 points. Tentatively Agreed to on - For the City of Miami: For the Union SUBSTITUTED ARTICLE 53 TERM OF AGREEMENT 53.1 After a majority vote of those bargaining unit employees voting • the question of ratification and thereafter upon its ratification by an official res : ution of the City Commission ratifying the Agreement and authorizing the Cit Manager to sign the Agreement on behalf of the City, then, the Agreement, upo being signed by the appropriate UNION representatives and the City Manager, • all become effective October 1, 20174 or as set out below, whichever date is lat The Agreement shall continue in force and effect until 11:59 p.m., September ' 0, 20204-7. 53.2 On or before February 1, 202017 th- NION shall notify the City in writing of its intention to renegotiate the Agre ent in force, and attached thereto shall include a list of proposals which shal nform the City of the items which they desire to negotiate, together with speci 'c language embodying and describing their proposals. The changes indicated i ► the proposals shall be designated with a strike through of deleted language any new language will be underlined. 53.3 On or before 1 arch 1, 202017, the City shall present the UNION with a list of proposals it desi s to negotiate. The changes indicated in the proposals shall be designated with strike through of deleted language and new language will be underlined. 53.4 Initial discussions shall thereafter, and no later than April 1, 2020, be enter into by the City and the UNION. Te ' atively Agreed to on `7 3 or the City of Miami: For the Union SUBSTITUTED Agreed to this day of , 20184, by and between the respective parties through an authorized representative or representatives of the UNION by the City Manager. ATTEST: ATTEST: CITY CLERK T - tatively Agreed to on MIAMI GENERAL EMPLOYEES AFSCME LOCAL #1907, AFL -CI ON TH ART OF THE CITY OF MIAMI, MIAM , FLORIDA APPROVED AS TO FORM AND CORRECTNESS CITY ATTORNEY For the City of Miami: ' For the Union SUBSTITUTED APPENDIX A 1005 1012 Clerk III 1013 Clerk IV 1015 Transcriber. 1017 Community Service Provider 1019 Police Typist Clerk 1020 _._. Typist Clerk 1021 Typist Clerk II l... 1022 Typist Clerk III 1023. .. Typist Clerk IVF_ 1024 Legal Clerk 1025 Secretary I 1026 Secretary II 1027 Secretary III 1028 1031 1037 1038 Secretary IV Cis Desk Operator Interrogat Ste Police Transcri • 1040 Tech. Oper 1042 Legal Se ' ices Aide ionist 1043 Legal 1052 Servic 1054 ......................................... 1058 Tel 1060 1073 ................. . 1074 1080 1082 1083 1105 1106 11 11 1112 iaison S ices Assistant Center Repre- Net rvice Center Aide eco munications Processing Aide Claims Representative ustomerService Representative ................... Cust Service Rep Sr ......_._...__............:.................:..........:...............:...................:.:..............................._....._ ........... Client Support Services Aide Client Support Services Specialist Client Support Services Supervisor NEX 14.A1907 NEX 09.A19 NEX 12.A NEX NEX NEX NEX NE X N EX NEX N EX 1 0 14 1907 • A1907 20.A1907 • 24.A1907 18.A1907 15.A1907 13.A1907 15.A1907 17.A1907 NEX 19 A1907 NEX 18.A1907 NEX 15.A1907 NEX 17.A1907 NEX 19.A1907 NEX 21.A1907 18.A1907 NEX 24.A1907 NEX 21.A1907 19.A1907 15.A1907_ 17.A1907 21.A1907 17.A1907 21.A1907 ........................ 19.A1907 21.A1907 24.A1907 20.A1907 22.A1907 ....................................................: 26.A1907 15.A1907 17.A1907 17.A1907 19.A1907 20.A1907 NEX NEX NEX NEX NEX NEX NEX EX .................. NEX EX EX Cashier I NEX ................................................................................................................................................................................................... Cashier II NEX Account Clerk NEX Payroll Clerk NEX Payroll Aide NEX SUBSTITUTED 1113 Police/Fire Payroll Coordinator EX 1114 Payroll Assistant NEX Payroll Specialist NEX ............. Project Accountant, Sr Project Accountant Accountant Accountant Sr Accountant Supervisor Supervisor of Payrolls. ............_...................................................... Staff Auditor Sr Staff Auditor Princ --- Fiscal Administrator Assistant Payroll Systems Administrator Budget Assistant Debt Compliance Specialist Investment and Debt Supervisor Risk Management Specialist 1154 Group Insurance Aide 1155 Group Insurance Assistant EX 1156 Group Insurance Coordinato 1157 Group Insurance Special 1165 Financial Systems Admi trator 1166 Budget And Financial Su • •ort Advisory~ 1167 Budget And Financial S .port Advisor, Sr 1170 Community Develo. ent Policy Coord. 1201 Materi Spec I -BC Spec II -BC terial Supvr-BC Stock Clerk I Stock Clerk II Storekeeper Materials Spec I-CR Materials Spec II-CR Senior Procurement Contracting Officer Procurement Asst Procurement Contracting Officer Materials Supv-CR Auto Parts Supvr Procurement Supv 216 Procurement Aide 1217 Procurement Card/Surplus Administrator 1209 1210 1211 25.A1907 22.A1907 24.A1907 28.A1907 26.A19 22.A 07 ............. 1907 EX 8.A1907 EX 30.A1907 .....................................................:..............................: EX 30.A1907 30.A1907 ................................................: 30.A1907 EX 33.A1907 ..................................:....................:.........:.:............ ............: NEX 22.A1907 26.A1907 EX 30.A1907 EX24.A1907 .................................... NEX 19.A1907 NEX 22.A1907 EX 26.A1907 EX. 28.A1907 ..:...........:.................................................................:............. EX 32.A1907 EX 27.A1907 ........................................:......................................:..:..............: EX 29.A1907 EX 29.A1907 NEX 16.A1907 NEX 18.A1907 NEX 25.A1907 NEX 14.A1907 16.A1907 NEX NEX 19.A1907 NEX 16.A1907 NEX 18.A1907 28.A1907 ...............................................: 22.A1907 25.A1907 EX NEX NEX NEX 21.A1907 NEX 21.A1907 EX 33.A1907 19.A1907 NEX EX 23.A1907 SUBSTITUTED 1219 Procurement Assistant II 1220 NEX 23.A1907 NEX 25.A1907 1221 Procurement Construction Specialist, Sr. EX 28.A1907 1222 Construction Procurement Assistant NEX 22.A1907 1223 Procurement Analyst EX 30.A19 1224 Auto Pts Spec I NEX 16.A 07 1225 Procurement Construction Specialist 1230 Auto Pts Spec II NEX 1: i 1907 Lease Manager EX .4 A1907 1231 Quality Control & Financial Modeling Analyst EX 28.A1907 1240 Property.M mt Representative. EX 25.A1907 1242 Property Mgmt Specialist E 28.A1907 1245 Property Manager X . 34.A1907 1258 Senior Project Manager - OTM EX 34.A1907 ` 1259 32.A1907 1260 1261 .................................. 1262 1263 1264 1265 Project Manager OTM Project Manager Project Manager - CIP,........._ Project Cost Estimator Project Scheduler Transportation Analyst Transportation Engineer 1266 Transportation Mana 1267 Project Manager - CIP 1268 Project Manager 1269 Transportation 1303 Human Re 1305 1306 1307 1309 1310 1311 1313 1316 1317 1323 1324 1329 1 .0 332 1337 1339 • r rizontal)._..._ C ' (Vertical) P nning Aide _,,,_.. ..................:.......................................................:.:. urces Clerk A In, Aide I min Aide II Force Supervisor Admin Asst I Admin Asst II Admin Asst III • Human Resources Technician IF7T Human Resources Technician II HR Specialist Human Resources Coordinator Safety Specialist Assistant Management Analyst mm Safety Officer Tech. Operatns Coord. Management Operations Analyst Grant Writer EX EX 34.A1907 EX 32.A1907 EX 30.A1907 EX 30.A1907 EX 29.A1907 EX 30.A1907 EX 34.A1907 32.A1907 32.A1907 19.A1907 ...................................................... 17.A1907 20.A1907 22.A1907 24.A1907 EX EX NEX NEX NEX EX EX 25.A1907 EX 28.A1907 EX 31.A1907 NEX 20.A1907 NEX 22.A1907 EX 24.A1907 EX 30.A1907 EX 26.A1907 24.A1907 28.A1907 22.A1907 26.A1907 28.A1907 EX EX EX 1341 1342 1343 ...................... 1344 1345 1346 SUBSTITUTED Capital Improvements Assistant Market Ser Coord Rsch & Devt Spec Contract Compliance Analyst Procurement Contracts Officer Fiscal Assistant Training and Development Specialist EX 26.A1907 28.A1907 EX 28.A1907 1347 Cable Comm. Assistant 1348 Marketing Specialist 1349 Innovation Analyst 1350 Marketing Supervisor 1351 Strategic Planning & Performance Analyst 1352 Business Develop Sr 1354 ...........................................................................................................Busi Hess Developer Bus..i.ness...,Devellopr Business Dev Supv .................................................................................................. 1357 Economic Analyst 1358 Supervisor Of Economic Research 1359 Principal Economic Analyst Employmt Interviewer 1362 Info & Referral Specialist (Homeless ' rogram) 1363 Info & Referral Aide 1364 Organizational Development a ' • Training Sup 1365 Training Offi r 1366 Staff Anls sst 1356 1367 ................................. 1368 1369 1370 1371 1372 1373 1374 1375 1376 1377 1378 1379 138 1 Staff Staf . Staff C• alyst Anlst Sr na lystwP rn c pl tracts Manager He. ng Boards Coordinator stomer Service Specialist nitation Services Coordinator Hearing Boards Specialist Job Training Specialist Job Training Specialist, Sr Hearing Board Specialist II Property And Casualty Coordinator EX EX NEX 22. 27.A1907 29.A19 07 A1907 EX 4.A1907 NEX 24.A1907 EX 27.A1907 ...............................................: 29.A1907 X 27.A1907• ...............................................: 28.A1907 EX 26.A1907 ............................................... : 31.A1907 ................................................: EX 26.A1907 EX 30.A1907 .............................................................................................: EX 31.A1907 NEX. 17.A1907 NEX 16.A1907 • 12.A1907 .............................................. EX 35.A1907 26.A1907 EX 24.A1907 26.A1907 EX 28.A1907 EX 30.A1907 EX 34.A1907 EX 28.A1907 NEX 22.A1907 EX 25.A1907 NEX 22.A1907 EX 25.A1907 EX 21.A1907 JEX 24.A1907 28.A1907 Safety Manager EX 33.A1907 Veteran Services Information & Referral Specialist Support Services Coor 384 Assistant Productivity Analyst ..................................:............... 1385 Productivity Analyst EX NEX EX EX 16.A1907 31.A1907 ..............................................: 24.A1907 26.A1907 SUBSTITUTED 1386 1388 1389 1390 1391 1392 1395 Insurance Information Analyst Legislative Coordinator Records Systems Specialist Special Projects Coordinator Assistant Agenda Coordinator Technical Support Analyst Victims Advocate 1397 1405 City Photographer Public Relations Agent 1411 Capital Impry Community Outreach & Engmt Coord 1413 Promotion Assistant EX 12.A1907 1414 Public Rel Splst EX 29.A1907 ...................................................................................................................................................................................................................................................................................................: Public Relations Aide NEX 20.A1907 1420 Publicity Writer EX 25.A1907 1421 Public Rel Agnt EX 27.A1907 1422 Public Info Ofcr EX 28.A1907 Public Information Coordinator EX 30.A1907 Social Broadcasting Specialist NEX 25.A1907 EX EX EX 34.A1907 25.A1907 26.A1907 EX 29.A1907 EX 25.A19 ....................................................................... EX 27. . 907 2:.A1907 6.A1907 20.A1907 ................................................ : 25.A1907 32.A1907 EX 1423 1424 Information Analyst EX NEX 1425 Multimedia Specialist 1426 1427m�„V 1430 1431 1436 1440 .................................................. 1441 1442 1505 1506 1510 1511 1522 1523 1524 1525 1526 152 8 1529 1530 Protocol Officer Assistant To The Protoc Events Age Special Events Intergov Legislate Legisla Legis Officer ordinator men Film Liaison v ervices Rep. I e Services Rep. II tive Services Rep. III Switchboard Oper Information Clerk FF Application Support Senior Application Support Camera Platemk Offset Press Opr NEX NEX Offset Press Opr Sr Duplicatin Photolithographer Print Shop Supervisor NEX. - 23.A1907 EX 29.A1907 EX 25.A1907 NEX 22.A1907 EX 25.A1907 EX 23.A1907 NEX •19.A1907 1 ............................................:.::..............................................: EX 22.A1907 EX 25.A1907 14.A1907 14.A1907 EX 09.IT EX 10.IT NEX 18.A1907 NEX NEX 19.A1907 21.A1907 907 g Equip Op I NEX 16.A9 Print Shop Asst Supt Print Shop Supt Print Shop Helper NEX .................. EX EX 18.A1907 ............................................ _. : 24.A1907 27.A1907 ...............................................: 30.A1907 NEX 12.A1907 SUBSTITUTED 1531 Duplicating Equip Op II NEX 19.A1907 1533 Office Equipment Analyst NEX 24.A1907 1535 Print Shop Estimator 1536 GIS Technician NEX 19.A1907 NEX 20.A1907 1537 Prod Ctrl Spy EX 23.A190 1539 Computer Systems Supervisor EX 14. 1540 Systems Engr I NEX 26 1907 1541 Systems Engr II EX /.A1907 1542 Information Services Liaison : NEX 20.A1907 1543 Pc Hardware Repair Technician NEX 23.A1907 1544 Database Specialist(Sql Server) E 14.IT 1545 Database Specialist (Oracle) 14.IT 1546 Pc Aide NEX 17.A1907 1547 Technical Writer EX 27.A1907 1548 Information Technology Technician I 1549 Information Technology Technician II 1550 Information Technology Tech. III 1551 Help Desk Supervisor 1552 Information Systems Security Officer Sur -rvisor 1553 IT Security Analyst 1554 Computer Op 1555 Computer Op II 1556 Network Anal t 1557 C 1558 Comp 1559 Applications 1560 1561 Cy 1562 1563 1564 1565 1566 1567 1568 1569 ................................... 1570 Soft Computer O, Supv uter Trai ng Specialist bons pport Supervisor Pro ammerAsst r Security Analyst stems Programmer • • re Quality Assurance Analyst Web Developer I Web Developer II Programmer Jr. Programmer ................................................................................ Programmer Sr EX 13.IT Web Administrator EX 15.IT Sys Soft Manager EX 35.A1907 NEX 01.IT EX 05.IT EX 11.IT .......................................:.......:....:............................ EX 13.IT EX EX NEX N EX EX. EX 26.A1907 EX 08.IT EX 17.IT NEX 23.A1907 EX EX EX 15.IT EX 11.IT 15.IT 29.A1907 EX 13.IT EX 26.A1907 Systems Maintenance Supervisor Computer Opr Chf Data Base Manager Oracle Database Manager EX EX 32.A1907 ..........................................................: 32.A1907 18.IT EX 35.A1907 SUBSTITUTED 1575 Geographic Information Systems (GIS) Supervisor EX 17.IT Systems Analyst Sr EX 14.IT 1577 ...................... 1578 1579 .............................. _....... 1580 1581 1582 1583 ......................... _..... 1584 1585 1586 1587 ............................. 1588 ............................. 1591 1594 1595 1596 1602 1603 1604 1605 1606 1607 1608 .............................. 1609 Project Manager -IT Geographic Information Systems Developer Oracle Systems Administrator Network Administrator Business Systems Administrator Teleprocessing Coord EX EX EX 16.1 EX 1 .IT EX 16.IT Geographic Information System Technical Analyst EX Data Librarian: . Geographic Information Systems Data Spec 11.IT Scheduler/Expediter EX 21.A1907 3 .A1907 EX 28.A1907 15.IT ................................................: 20.A1907 Information Systems Manager, Fire/Police EX 17.IT Info Center Spec EX 30.A1907 Senior Oracle ERP Application Developer EX 16.IT Oracle ERP Application Developer EX 15.IT IT Infrastructure Mgr. EX 19.IT Business Analyst EX 13.IT Grants Fin Finanal Analyst II Senior Ac . unts Payable Analyst_ 1610 Se or Financial Analyst 1620 Financial Information Business Process Analyst Business Analyst Supervisor Finance Accounting Assist Senior Capital Assets An yst Finance Accounting S► -cialist ..... ... ...... Capital Assets Ad istrator Financial ' " alyst1._..::..........:......................_........... .............. cial Analyst • EX EX EX EX EX EX EX 32.A1907 22.A1907 30.A1907 24.A1907 32.A1907 26.A1907 28.A1907 28.A1907 .................................................... 30.A1907 EX 30.A1907 1624 1627 1629 1630 1635 ..................... 1637 •1701 1702 Finance Accounting Aide sst Accts Receivable Supervisor Customer Service Supervisor Capital Assets Aide Finance Revenue Collections Inpsector Finance Revenue Collections Coordinator Grant Funded Workforce Career Advisor Grant Funded Workforce Business Consultant Grant Funded Workforce Program Supervisor 05 Grant Funded Workforce Program Specialist! NEX 13.A1907 1706 Grant Funded Workforce Center Manager EX 29.A1907 1707 Grant Funded Workforce Employer Specialist EX 19.A1907 EX NEX. 30.A1907 19.A1907 NEX 25.A1907 EX 30.A1907 NEX EX 18.A1907 22.A1907 25.A1907 EX ' 15.A1907 EX 19.A1907 EX 22.A1907 SUBSTITUTED 1710 Grant Funded Workforce Prog Workshop Facilitator EX 1711 Grant Funded Workforce Placement Specialist EX Grant Program Lead 1808 Claims Account Specialist NEX 1810 Claims Adjustor I EX 1812 Claims Adjustor II 1730 1816 Claims Adjustor III 1820 Coll/Subrogation Spec 1822 Claims Supv., Asst. 1824 Claims Supervisor 2009 Senior Construction Coordinator 2010 Survey Party Chief 2011 Surveyor 2012 Surveyor, Senior 2013 Eng Tech I 2015.................................................................................................................Eng Tech...'i.................................................................... _..... ___ 2017 Eng Tech III 2018 Eng Tech IV 2019 Construction Coordinator 2020 Cadd Operator 2029 Street Lighting Eng I 2030 Professional Engin_ r 2031 Engineer 2032 Professional 2033 2034 2036 2038 2039 2040 2041 2048 2049 2050 2053 2054 2056 20 • 60 : gineer II Profession ngineer III _..._........................_.......................................................................... Professi• al Engineer IV Enviro mental Engineer Engineer II Utility Engineer Elec Engineer Engineer III Architect I EX EX E E E E 19.A1907 15.A1907 25.A1907 22.A1907 22.A19 24.A • 07 1 X 1907 X 4.A1907 X 28.A1907 X 30.A1907 29.A1907 X 24.A1907 2 • EX 30.A1907 EX 33.A1907 NEX 18.A1907 NEX 20.A1907 NEX :24.A1907 EX 27.A1907 : EX • 27.A1907 :..:.....:..........................................................................................: NEX 24.A1907 EX 27.A1907 EX 30.A1907 27.A1907 31.A1907 33.A1907 35.A1907 33.A1907 29.A1907 EX EX EX EX EX EX 2100 2101 Architect II Architect III Landscape Architect Landscpe Arch Supv Project Rep. CITP Project Liaison Cable Tv Engineer Roofing Inspector ................................................................................ Roofing Inspector, Sr EX' 29.A1907 EX 33.A1907 EX , 30.A1907 EX EX EX EX EX EX 26.A1907 30.A1907 31.A1907 30.A1907 31.A1907 27.A1907 31.A1907 31.A1907 NEX 01.INS .........................................................._._................._ EX 29.A1907 SUBSTITUTED 2113 2114 2116 2120 ...................... 2121 2122 2123 2125 2103 2105 • Senior Building Inspector Senior Plumbing Inspector 2107 Senior Mechanical Inspector 2109 Senior Electrical Inspector 2110 Bldg Insp I B ._.... _. 2111 Bldg Insp II 2112 Chief Building ...Inspector ..................................................... Chief of Inspection Services Building Inspector Structural Engineer(plans Exam) Elec Insp I ....................................................................................._............................................._... Elec Insp II Elec Insp Chief Electrical Inspector_._._......._ ................._....;. ................ Senior Roofing Inspector or Inspector Senior Elevat Plumbing Insp I Plumbing Insp II Plumbing Insp Chf 2134 Plumbing Inspector 2140 Construction Inspection 2142 Resilience Programs 2143 Environmental Compli 2144 Environmental Co 2145 2146 2149 2150 2151 2152 2153 2154 2155 2156 2157 2158 2159 21 I 61 2165 2167 ,. Pla Repr entative nager ce Specialist liance Coord. Processor Manager rvices Assistant IV oning Inspector I' Z ng Information Specialist ning Information Supervisor Plans Processing Aide Plans Processing Specialist Code Compliance Inspector Code Enforcement Inspector II Zoning Information Technician Mech _.._....Insp .___...._ Mech Insp II Mech Insp Chief Mechanical Inspector Elevator Inspector Chief Elevator Inspector Zoning Zoni .... . ........ Buildin• :e 0 EX 03.INS EX 03.INS EX 03.INS .........................................................._................................._: EX 03.INS NEX 27.A1 EX 29. , 907 EX EX 3 A1907 NEX 01.INS EX 35.A1907 .4 .INS N' 27.A1907 ...........................................................................................: EX 29.A1907 EX 05.INS .................................................................................._............; NEX 01.INS EX 03.INS EX . 03IN5 03..........:.......... _ NEX 27.A1907 EX 29.A1907 EX 05.INS ....................................................................................... _............: NEX 01.INS NEX 17.A1907 EX 30.A1907 EX 27.A1907 EX EX 28.A1907 29.A1907 EX 33 A1907 NEX 24.A1907 NEX 23.A1907 NEX 27.A1907 EX 30.A1907 NEX 19.A1907 NEX 30.A1907 24.A1907 EX 26.A1907 NEX NEX 22.A1907 NEX 27.A1907. EX .._ 29.A1907 EX 05.INS NEX 01.INS NEX 01.INS EX 05.INS SUBSTITUTED 2168 Chief, Unsafe Structures EX 32.A1907 2170 Building Services Assistant! NEX 17.A1907 Building Services Assistant!! 2172 Building Services Assistant III 2176 Supv Permits & Rev 2178 Chief Code Enforc Off Cable Tv Tech Spec 2187 Business Tax Receipts Aide 2188 Business Tax Receipts Specialist 2190 Assistant Occupational License Supv 2192 Business Tax Receipts Supervisor ....................... 2195 Housing Quality Inspector ............. 2196 Housing Quality Inspector, Sr 2203 Graphic Designer,Senior Graphic Designer :.....:................................................................. 2205 Planning III 1 2206 Planning 111 11 2208 Planning Tech Public Art Manager 2210 Park Planner 2211 Environmental Resources .ecialist 1 2212 Environmental Resource Specialist II 2214 Housing Spe ..................................................................... 2215 Chief of Ur ief of Comp Ch 2217 2218 2219 2227 ...................... 222:. 2 9 2231 n Design hensive Planning ...:........................................................................ A- eologist reservation Planner eservation Officer Planner I Planner II Planner III Chief of Land Development Comm Dev Coord Housing Spcl .. _.............................................. Housing Spcl Prncpl Housing Spec Sr Hsg Rhb Ln/O Sr Housing Loan Officer Housing Rhb Est Hsg Rhb Estim Sr ......................................................................................... Soc Prg Analyst NEX .................. NEX ................... EX NEX 19.A1907 NEX 22.A19 EX 29.A 07 EX 3 1907 •NEX .A1907 NEX 17.A1907 22.A1907 25.A1907 ..............................................: X 30.A1907 NEX 24.A1907 EX. 26.A1907 EX 26.A1907 .................. NEX 24.A1907 ........................................................:.:.:.............................................. NEX 19.A1907 NEX 22.A1907 NEX 24.A1907 • EX ; 32.A1907 EX 27.A1907 NEX ' 22.A1907 NEX 24.A1907 • NEX 23.A1907 ........:.............:.............................:.:.....................................:. EX 34.A1907 EX 34.A1907 EX 29.A1907 EX 29.A1907 EX 34.A1907 EX 27.A1907 31.A1907 34.A1907 EX EX EX 34.A1907 EX 32.A1907 EX 26.A1907 EX 31.A1907 EX 28.A1907 EX ° 26.A1907 24.A1907 23.A1907 26.A1907 ...........................................: NEX 22.A1907 2233 2234 2235 2237 2239 SUBSTITUTED Soc Prg Anl Ast Soc PrgLLAn) Sr Soc Prg Anl Supv Commty Dv Prj Supv Social Prog Coord 2240, Hsg Rhb Ln/O Asst 2244 • 2250. 2252 .2257 2258 2972: 3001 ....................... _ 3002. 3005 3010 ......................... 3011 Hsg Rhb Estim Asst Loan Specialist Loan Program Manager Project Representative, Senior Development Coordinator Volunteer Coordinator Laborer I Laborer III Labor. Crew Ldr I Labor Crew Ldr II 3012 Public Wks Supv 3014 Public Works Superintendent 3021 Assistant Heavy Equipment Spe '.list 3022 Sanitation Supervisor 3023 Heavy Eqp Specia 3024 Recycling Coordi ' .tor 3025 Waste Col S it'Ast 3026 Superintendent 'if Solid Waste 3104 Auto qp Op I 3105 Au ' • Eqp Op II to Eqp Op III 3308 3310 Electrician 3311 Elec Supervisor 3313 Gen. Maintnc. Worker 3314 Gen Maint Rep-Pnt/Mec Gen Maint Rep-Carpen. 16 Gen Maint Rep-Electr/Air Cond. 3317 General Maint. Repair Supv, Elec NEX Auto Eqp Op IV Maint Mech Helper Maint Mechanic Maint Mech Supv Air Cond Mech NEX 20.A1907 EX 25.A1907 EX 28.A1907 EX . 29.A1907 EX 31.A1 NEX 19. 907 NEX 1•.A1907 4.A1907 EX 28.A1907 ............... 31.A1907 34.A1907 .................................................: 28'.A1907 NEX 15.A1907 .................................................... : • 16:A1907 NEX 17.A1907 NEX .18.A1907 NEX 22.A1907 EX 28.A1907 ......................................................................................:: EX 31.A1907 .....................................: NEX 23.A1907 NEX 25.A1907 EX 25.A1907 NEX j 25.A1907 EX 28.A1907 EX 30.A1907 NEX 17.A1907 NEX 19.A1907 NEX_ 21.A1907 NEX 22.A1907 • NEX 17.A1907 NEX 20.A1907 23.A1907 NEX 27.A1907 Hvacr Supervisor EX 30.1 NEX EX NEX NEX NEX NEX 1907. 27.A1907 30.A1907 17.A1907 20.A1907 21.A1907 23.A1907 24.A1907 SUBSTITUTED 3319 General Repair Maint Supv Electrician II 3320 Electrical Line Worker 3321 Electrical Line Worker Supervisor 3322 Plumber Supervisor 3324 Plumber 3326 Carpenter 3327 Carpenter Supv 3328 Mason 3335 Painter 3336 Auto Body Wrkr/Pntr 3337 Painter Sign 3338 Painter Supv 3339 Auto Pnt/Bdy Shop Spv NEX 23.A1907 NEX 28.A1907 NEX NEX EX NEX NEX NEX NEX 24.A1907 29.A1907 30.A190 27.A1 907 .A1907 21.A1907 20.A1907 NE 22.A1907 ................ X 21.A1907 23.A1907 NEX 24.A1907 3340. Pipefitter NEX 19.A1907 3341 Pipefitter Supv NEX 22.A1907 3350 Welder NEX 22.A1907 3358 Composting Facility Supervisor NEX 25.A1907 3360 Facilities Oper Wrkr. NEX 16 A1907 3361 Facilities Oper Worker, Senior NEX 20.A1907 3362 . Facilities Oper Supvr . NEX 23.A1907 3370 Prop Maint Asst Su. EX 31.A1907 3371 Prop Maint Su • EX 33.A1907 3372 Pol Secuty & F. Supv NEX 21.A1907 3402 3404 3405 3406 3407 3408 3409 3410 3411 3420 '. 3450 3452 3455 38 3642 Auto Police Fa ' Asst ...................:................:...........:....................................... Fuel '.c Att ech Helper Automive Service Writer Auto Mechanic Auto Mech Supv Fuel FacLLSupv Heavy Eqp Mech Helper Heavy Eqp Mech Heavy Eqp Mech Supv Garage Asst Supt Fleet Manager Supt.- Garage Or Motor Pool Fleet Management Representative Fleet Liaison Facility Maintenance Technician Facility Maintenance Manager NEX 19.A1907 ...............................................:.....:.........................................: NEX 15.A1907 NEX '`._._.. 17.A1907 NEX 19.A1907 NEX 23.A1907 NEX NEX N EX NEX N EX EX NEX NEX NEX EX 25.A1907 21.A1907 18.A1907 24_A1907 26.A1907 ................................................: 29.A1907 33.A1907 30.A1907 22.A1907 20.A1907 20.A1907 28.A1907 3643 3644 4005 4006 4007 ...................... 5017 5019 ................:...... 5020 5022 5023 5024 ..........................: 5025 5026 SUBSTITUTED Parks & Recreation Facility Maintenance Manager Utility Analyst Custodian I Custodian II Custodian Supv Police Property Mgr Identification Aide Police Comm Clrk Pol Prop Spec I Forensic Crime Analyst Pol Prop Spec II Crime Scene Investigator I EX 25.A1907 EX 28.A1907 NEX 14,A1907 NEX 15.A190 17.A1• $7 NEX 907 NEX :.A1907 NEX 18.A1907 NEX 17.A1907 Crime Scene Investigator II NEX 26.A1907 Crime Scene Investigations Supervisor EX 32.A1907 5030 Latent Print Examiner NEX 30.A1907 5032 Latent Print Examiner Supervisor NEX 31 A1907 5035 Forensic Investigations Manager EX 34.A1907 Guard/Porter ..................................................................... 5039 School Crossing Guard Supervis 5040 Public Service Aide 5050 Professional Compliance 5060 5065 Criminal Intelligenc 5066 Criminal Intellige 5070 Crime Police Records S 5071 Crim 5073 Video 5076 Pr 5090 5301 5302 5303 5304 5314 5315 5316 .................................. 5317 Analyst I e Analyst II .................................... alyst I Analyst II trieval Specialist ComplianceAsst_ Prof Compl Rep Senior Policy Analyst Fire Plans Examiner Fire Sfty Spec. Sr. Fire Sfty Spec.Supv Fire Sfty Spec Emergency Management Coordinator Fire Supplies Clerk I Fire Supplies Clerk II. Grant Funded Emergency Management Planner 8 Fire And Life Safety Education Coordinat 319 Fire & Life Safety Ed.Spec. 5320 Video Program Spec NEX . 06.A1907 EX NEX EX 28.A1907 :.28 A1907 26.A1907 28.A1907 NEX 22.A1907 NEX 24.A1907, NEX 22.A1907 NEX ; • :19.A1907 EX EX EX NEX NEX EX 13.A1907 17.A1907 26.A1907 - 28.A1907 30.A1907 25.A1907 27.A1907 NEX • 23.A1907 EX 30.A1907 NEX •14.A1907 17.A1907 26.A1907 28.A1907 24.A1907 23.A1907 NEX EX EX EX SUBSTITUTED Video Program Prod EX 28.A1907 Show Producer EX 28.A1907 5401 Multimedia Manager EX 26.A1907 5403 Communications Equip. Maint. Specialist NEX 19.A1907 5404 ; Comm Repair Wrkr NEX 21.A1907 5405 5406 5407 5408 Comm Tech Comm Tech Sup/ Comm Maint Asst Supt Comm Tech Supt 5409 Communications Specialist 5410 = - Microwave Technician 5411 Communications Technical Operator 5412 - Comm Center Supervisor, Police 5413 5414; 5415 5416 5417 5418 5419 5420 .........................:........ 5423 5424, ........................... 5425 5426 ......................... _ ....... 5430 5432 5433 5436 5446 5510 5512 5515 552• ....................... 5 '0 560 5711 Emergency Dispatch Assistant Police Comm. Records Custodian Emergency Dispatcher Comm Oper Spvsr .............................. Emd Quality Assurance Specialist ............. Comm Center Supervisor,Medical/F Communications Training Speci. st Telc Sys Dev Mgr Telecommunications Tech clan (RJ) Telecommunications Tech ian Assistant Telecommunicatio Telecommunications Broadc.. _..._. ._._.::Vide o Aud'. Emergen Emerge Technician echnical Specialist ..:................................................................................................. Engineer apher/Editor visual Technician Dispatcher Supervisor, M/F cy Dispatcher Supervisor, Police _.,. __...: Guard City Ranger Park Ranger Park Ranger Supervisor Senior Park Ranger Stable Attendant Stable Attndnt Supvr. Facility Attend Marinas Faclt Att Jtpa Trainee Administrative Assistant III NEX 25.A1• 47 27. 907 EX 3!.A1907 33.A1907 EX 26.A1907 NE 25.A1907 25.A1907 ................................................ 28.A1907 NEX 20.A1907 NEX 22,A1907 NEX 22.A1907 NEX 24.A1907 NEX 24.A1907 EX 28.A1907 EX 26.A1907 .......................................................................................... EX 33.A1907 NEX 32.A1907 NEX 23.A1907 NEX 08.IT NEX 21.A1907 31.A1907 EX EX 23.A1907 NEX NEX NEX NEX NEX EX ......................................... NEX NEX 19.A1907 24.A1907 ':. 24.A1907 13.A1907 14.A1907 13.A1907 24.A1907 16.A1907 17.A1907 ...............................................: 20.A1907 14.A1907 1 13.A1907 06.A1907 EX 31.A1907 SUBSTITUTED 5740 6001 6003 Staff Analyst Senior Golf Course Attendant Grounds Tender EX 28.A1907 NEX 16.A1907 NEX 16.A1907 7.A1907 NEX 19.A19 6005 Park Tender I NEX 1 6007 6015 6016 6017 6020 6021 Park Tender II Greenskeeper Tree Trimmer Tree Trim Crew Ldr Arborist .........................._.............................................................................. Cemetery Sexton Parks Naturalist 6022 Parks Naturalist Sr. 6025 Nursery Tender 6029 Beach Operations Supv 6035 Parks Supv I 6036 Parks Supv II ..................:....... ...............................................................:.................................................::............ . 6047 Parks Recreation Coordinator 6048 Superintendent Of Maintenance, Assista 6049 Parks Operations Coordinator 6050 Parks Supt Of .............._. _ Superintendent Of Recreation, r 6051 6052 6053 Athletic Coordinat Superintendent 0 • 6054 ° • Superintendent o 6055 6059 6060 6062 6063 6064 6065 6067 6068 6069. 6070 6071 6080 6081 60 Sports Asst Stad Stad' Cult • • • arks sistant f Park and Recreation Turf anager i s Manager m Manager rine Stad Mgr I Arts Center Manager ditorium Manager Asst Auditorium Mgr Marinas Operations Supervisor Marinas Aide Marinas Supervisor Marinas Manager, Asst. Marinas Manager Parks & Recreation Mgr! Parks & Recreation Mgr II Waterfront Park Manager 02 STEAM Education Coordinator 6105 Lifeguard (P/O) 29.A1907 NEX 18.A1907 NEX 22.A1907 EX 29.A1907 31.A1907 ...............................................:...................:............................. EX 29.A1907 ................................................................................................ : EX 31.A1907 EX 31.A1907 30.A1907 EX 33.A1907 EX 33.A1907 26.A1907 EX 30.A1907 32.A1907 27.A1907 31.A1907 25.A1907 29.A1907 EX NEX 18.A • 07 I NEX 16 •1907 NEX A1907 I NEX 22.A1907 NEX 20.A1907 NE 23.A1907 26.A1907 NEX 17.A1907 EX EX EX EX EX EX EX EX NEX NEX 18.A1907 16.A1907 NEX 21.A1907 EX 28.A1907 34.A1907 23.A1907 EX E 26.A1907 EX NEX .................. EX 26.A1907 24.A1907 17.A1907 6106 6107 6108 6109 6110 6111 SUBSTITUTED Ocean Rescue Lifeguard Pools Supervisor Senior Ocean Rescue Lifeguard Lifeguard Sr. (P/O) Aquatic Program Planner Superintendent of Aquatics 6115 Irrigation Specialist 6118 Japanese Garden Specialist 6119 Cult Affr Coord Tennis Supvsr Special Education Teacher Education Initiatives Coordinator 6120 6121 6122 Program Coord. 6124 Program Coord, Asst Therapeutic Recreation Spec Social Worker Program Assistant 6128 Disabilities Program Leader 6126 6127 6129 ; Program Specialist 6131 6132 .......................... 6133 6135 ...................... 6144 6148 6149 6152 6161 6162 6164 6172 6300 Day Care Admin 6301 Day Care Adm Ast. Day Care Ctr Supv Day Care Specialist 7017 Job Training Program Coordinator 7018 Vocational Counselor Disabilities Recreation Lea Golf Course SuperintenyF nt Licensed Social W Baseball S ................ Gen Recreation og Planner Aquatic pecialist Re pecialist er r NEX 20.A1907 EX 25.A1907 NEX 22.A1907 EX 19.A190 29.A1 EX 31. 907 NEX EX .A1907 29.A1907 EX 29.A1907 .......................................................................... EX 19.A1907 25.A1907 .................................. 28.A1907 .................................. 31.A1907 EX 27.A1907 EX 25.A1907. EX 22.A1907 NEX 16.A1907 NEX 22.A1907 NEX 19.A1907 22.A1907 20.A1907 28.A1907 EX EX EX 20.A1907. :er Sports lnst oxing Supervisor Youth Pgm. Spec Fitness Center Specialist Recreation Aide Recreation Asst Supt Parks & Recreation Sery Coord Events Specialist EX 29.A1907 NEX 18.A1907 ...:.....:............................................................................................: NEX 18.A1907 NEX EX 23.A1907 22.A1907 EX 25.A1907 EX 21.A1907 NEX - 08.A1907 EX 29.A1907 29.A1907 24.A1907 EX NEX Special Events Supervisor EX 29.A1907 EX EX EX NEX 31.A1907 25.A1907 25.A1907 18.A1907 33.A1907 22.A1907 7019 7021 7031 7032 7035 SUBSTITUTED Citzn Prgm Supv Comm Invol Asst Crime Prevention Specialist Sanitation Inspector II Sanitation Inspector Chief Sanitation Inspector I 7035 Sanitation Inspector 8008 Secretary III 8034 Typist Clerk I 8035 Typist Clerk II 8037 Typist Clerk III 8040 Receptionist/Typist 8048 Property & Casualty Manager Claims Supervisor Domestic Violence Administrator 8073 8075 Deputy Chief Resilience Officer 8082 Admin Asst I Admin Asst II 8101 Secretary IV 8103 Secretary 8104 Secretary II EX 28.A1907 19.A1907 NEX 22.A1907 NEX 23.A1907 EX 26.A19 07 NEX 21 1907 NEX •.A1907.= NEX 13.A1907 ................................_............: :15.A1907 ................................... NE 17.A1907 ................................................: 18.A1907 ................................................ EX 32.A1907 ............................................................................................: EX 30.A1907. EX 33.A1907 EX 21.A1907 25.A1907 EX EX 28.A1907 N EX NEX NEX 21.A1907 15.A1907 17.A1907 8113 Legislative Services Repre-: ntive I NEX 19.A1907 8117 Technical Oper C 8118 Legislative Services R 8119 Legislative Services 8120 j41.__.. _._....._..._.__...._.. Legislative Se 8121 T 8122 8134 8135 8138 8140 8142 8145 ...................... 8152 8157 8162 ord resentative II ........................................................... epresentative III ices Supervisor nscriber ds Reten Coord ce Allocation Manage_ r arketing Coordinator Housing Develop Coord Agenda Coord, Assistant Community Partnerships Manager Grants Coordinator Typist Clerk IV Fleet Manager Social Worker Program Specialist Program Coordinator - Capital Improvements Program Chief Architect Information Analyst EX EX EX EX EX EX . ......... N EX EX EX 24.A1907 NEX 22.A1907 EX 25.A1907 • EX 29.A1907 24.A1907 25.A1907 35.A1907 28.A19Q7 32.A1907 25.A1907 30.A1907 33.A1907 19.A1907 33.A1907 EX 22.A1907 29.A1907 32.A1907 36.A1907 26.A1907 EX EX SUBSTITUTED Information Analyst Coordinator 8165 Information Services Liaison EX 31.A1907 NEX 20.A1907 8167. Chief of Code Compliance EX 32.A1907 Code Enforcement Training Specialist Code Compliance Field Supervisor Code Enforcement Coord. EX ........... EX EX 26.A1907 27.A19 30.A 07 1907 1.A1907 34.A1907 8201. Code Enforcement Assistant EX 8206 ......................... . 8220: 8232 8273 8396 8411 Admin Asst III Chief of Hearing Boards Chief of Environmental Resources Chief of Solid Waste Operations Photographer, Senior Administrative Clerk 8420 Media Relations Liaison 8423 Parks And Recreation Facility Manager 8424 Special Education Teacher 8425 Parks & Recreation Sery Coord 8426 Program Assistant 8427 _ Education Initiatives Coordinator .............................. 8435 8437 8438 Business Development Co 8439 Business Development 8440 Development 8441: Preservat 8450 Te lecom m u n ica 8452° Youth 8461 8463 8464 8466 8467 8468 8469 8471 8473 8474 ................. 8475 847 : • 77 8478 Assista Cs Property Manager CIP Technical Administra .r:. • dinator i . pervisor ............................................................................. t Co rdinator Officer ons Administrator • Pr ram Coordinator n ystem Administrator of Of Urban Design •. of Of Land Development Planning Illustrator~ Urban Design Coordinator Community Planner Net Community Services Worker Ada Construction Coordinator Cip Public Relations Coordinator Capital Improvement Assist Hazard Mitigation/Disaster Recovery Spec Homeless Program Administrator Net Community Service Worker Supervisor Lease Mgmt Specialist C • EX ............ EX EX 34.A1907 E_...._...__...... 34.A1907 X 26.A1907 NEX 17.A1907 EX 19.A1907 EX 26.A1907 NEX 25.A1907 • NEX 29.A1907 NEX 14.A1907 EX 28.A1907 34.A1907 36.A1907 34.A1907 EX EX EX EX EX EX EX 31.A1907 34.A1907 34.A1907 34.A1907 EX 30.A1907 . 33.A1907 EX EX EX NEX EX EX EX EX NEX EX 34.A1907 34.A1907 22.A1907 32.A1907 31.A1907 15.A1907 30.A1907 .......... 32.A1907 26.A1907 34.A1907 32.A1907 18.A1907 28.A1907 8484 8490 8510 8514 8515 ....................... 8560 8561 8568 8574 8575 8576 8578 ....................................................................... 8580 8582 8585. 8587 SUBSTITUTED Grant Writer Insurance Financial Analyst Records System Coordinator Records Systems Aide Records System Specialist Grants Financial Supervisor Budget Systems Developer Special Projects Manager Employee Services Aide Special Events Assistant Special Events Coord ............................................... Special Events Manager Finance Management Supervisor Environmental Outreach Liaison Environmental Coordinator Environmental Compliance Specialist Resilience Programs Manager 8589 Urban Forester p J .. . 8590 Economic Development Project Ma 8605 Project Manager Cip 8606 Chief Project Manag 8607 Senior Project Mana 8611 Audiovisual Tec 8612 Video Progra ._ ..........................................................................................:.......::.:..:..........:::...:............................._........................... 8613 Chief Communi 8614 Communic 8615 Produ 8616 Op 8618 8619 8621 8622 • 8623 8624 8625 8626 ger c atio Technical Operator /Writer/Reporter ations Coordinator roduction Manager unity Relations Coordinator Cadd Operator Community Relations Liaison ommunity Relations Outreach Specialist Community Relations Aide Project Manager Senior Research Analyst 8628 Business Process Analyst EX Project Manager EX 1 Project Representative Senior EX Maintenance Technician NEX 8640 Facility Manager EX 863 EX 28.A1907 EX 28.A1907 30.A1907 20.A190 26.A1•17 EX EX EX 907 EX 3 .A1907 30. EXmm 34.A1907 EX 22.A1907 EX 22.A1907 25.A1907 EX 31.A1907 EX 31.A1907 EX 25.A1907 EX 28.A1907 EX.__ 27.A1907 30.A1907 EX EX 27.A1907 EX EX EX • EX 34.A1907 32.A1907 36.A1907 34.A1907 NEX 19.A1907 23.A1907 EX 31.A1907 EX 25.A1907 EX 26.A1907 EX EX 30.A1907 31.A1907 27.A1907 24.A1907 27.A1907 25.A1907 22.A1907 36.A1907 27.A1907 30.A1907 34.A1907 31.A1907 .................................... _ ........... 20.A1907 30.A1907 EX EX EX EX 8 • 638 SUBSTITUTED 8642 Facility Maint. Manager EX 28.A1907 8643 Superintendent Of Solid Waste 8645 Community Programs Administrator 8649 Payroll Manager 8650 Oracle Financial Systems Manager 8651 Applications Support & Integration Manager 8653 IT Quality Assurance Manager 8654 Information Technology Customer Service Manager 8656 Loan Review Specialist 8657 Loan Review Assistant 8658 , : Community Involvement Spec 8659 Loan Review Analyst 8660 Sr. Procurement Contract Off. 8661 Procurement Aide 8662 Procurement Card Administrator 8664 Procurement Contracting Manager 8685 ° Acquisitions Specialist Supervisor 8688 Professional Engineer III-Floodplain Administr or 8706 Sr. Job Train Spec .....::.....................:.:.........:...........:...............................................................................................................:.............................................................. 8715 Community Service Provider 8718 Clerk I 8719 8720 8722 8723 8724 8726 8729 8732 8736 8737 8738 8740 8741 .............................................. 8742 8743 8744 8745 51 8752 Clerk II Employ Intervie r ..........:................................................................................ Client Sery C. Client Service Acco .ant Clerk rtor Assistant rd peciatist ...................... tant c Relations Agent lic Information Coord hief of Unsafe Structures Public Info. Supvr. uty International Affairs Administrator Intergovernmental Affairs Liaison Code Compliance Specialist Chief Elevator Inspector Chief Civil Engineer EX Chief Of Inspection Services EX Capital lmpry Procurement Admin. Zoning Manager ...................._.........................................................................:................... Legislative Coord EX EX EX EX EX 31.A1907 33.A1907 34.A1907 34.A1907 19.IT ... . ........ EX 35,A 07 EX 3. '1907 EX 6.A1907 EX 24.A1907 NEX 21.A1907 E 30.A1907 31.A1907 NEX 19.A1907 EX 25.A1907 ....................................................................................:....:: EX 33.A1907 21.A1907 EX 35.A1907 EX 22.A1907 NEX 18.A1907 NEX 12.A1907 NEX 14.A1907 NEX 17.A1907 :..........................................................................................: EX 32.A1907 EX 25.A1907 22.A1907 EX NEX 17.A1907 NEX 19.A1907 EX 27.A1907 EX 30.A1907 EX ' 32.A1907 EX 27.A1907 EX 27.A1907 EX EX NEX 30.A1907 26.A1907 32.A1907 36.A1907 33.A1907 EX 36.A1907 EX 33.A1907 .............................._..._...................................................._: EX 25.A1907 SUBSTITUTED 8759 Financial Reporting Manager 8760 Internal Controls and Compliance Manager 8764 Financial Dev Coord 8770 Admin Aide l 8773 ......................................... 8775 8776 ..................................:...... 8777 8780 ............................... _ ......... 8783 .............................. _.......... Admin Aide II Investigator II, Civilian Investigative Panel Investigator, Civilian Investig. Panel Civilian Investigative Panel Analyst Film And Culture Administrator Cultural Administrator 8784 Cultural Arts Center Manager ...................................................................................................... 8785 Auditorium Mgr Assist 8786 8789 8791 Transportation Coordinator 8792 Special Projects Assistant 8793 Spec Projects Coord 8794 Transportation Analyst 8796 Assistant Facility Maintenance Ma 8801 Client Support Sery Aid 8803 Assessment & Referral 8804 Training Special 8805 Job Placement S 8806 ; Skills C • . ch 8808 Case Man 8809 Ca 8810 Sr.Job Pia 8811 Case 8812 8813 Tra 8815 Ca 8816 8817 8818 8824 8825 Convention Center Manager ............................................. ........................................ Traffic Engineer • ec. ecialist ger age ent Supervisor Manager Manage......._..... ...:....:.:................_... ment/Marketing Spec anagement Assistant raining Coordinator ing And Development Specialist Contract Compliance Analyst Contract Compliance Manager Employment Program Analyst Job Placement/Marketing Coord Fiscal Assistant Fiscal Administrator Housing Quality Assurance Aide Housing Quality Assurance Supervisor 840 Housing Program Manager 8842 Housing Program Analyst 8844 Housing Quality Assurance Monitor 8830 8 EX 32.A1907 34.A1907 31.A1907 20.A1907 22.A19 EX EX NEX NEX EX EX 2 .A1907 EX 6.A1907 EX 27.A1907 28.A1907 31.A1907 ................................................................................_............: 25.A1907 EX 31.A1907 ...............................................................................................: 32A1907 EX 36.A1907 EX 25:A1907 ; EX 29.A1907 29.A1907 . EX EX EX EX 28.9.07 EX 26.A1907 .................................................:...................:.........:....:..........: NEX 20 A1907 EX 24.A1907 EX 25.A1907 EX 22.A1907 EX _mow 23.A1907 EX EX 28.A1907 25:A1907 28.A1907 22.A1907 EX 28.A1907 EX 27.A1907 EX 27.A1907 EX 34.A1907 EX ............................... EX EX EX NEX EX EX NEX NEX 27.A1907 32.A1907 22.A1907 30.A1907 19.A1907 29.A1907 32.A1907 28.A1907 24.A1907 SUBSTITUTED 8900 8901 8903'. 8905 8906 8910 8920 8921 8923 8924 8925 8927 8928 8930 8931 8932 8933 8939 8945 8950 8951 8959 8960 8972 8973 8974 8975 8976 Grant Funded Hosing Qlty Assur Monitor Grant Funded Housing Qlty Assur Super Grant Funded Housing Program Analyst Grant Funded Assessment/Ref. Spec Grant Funded Emergency Mgmt Coord. Grant Funded Environmental Coordinator Grant Funded Administrative Aide I Grant Funded Administrative Aide II Grant Funded Administrative Asst.'I EX 24.A1907 EX 29.A1907 EX 28.A1907 EX 24,A19 EX EX NEX EX EX • 36.A07 28 1907 .A1907 22.A1907 • 25.A1907 Grant Funded Vista Program Asst. EX 24,A1907 Grant Funded Program Specialist 29.A1907 Grant Funded Homeless Housing Specialist Grant Funded Homeless Housing Supervisor Grant Funded Contract Compliance Analyst Grant Funded Contracts Manager Grant Funded Special Projects Asst Grant Funded Special Projects Coord Grant Funded Loan Specialist Grant Funded Loan Review Speci Grant Funded Fiscal Assist t GF Budget and Financial Supp Grant Fu d d ClGrant Funded GF Workforce GF Workforc GF Workforce • ist, Advisor e n e 1 rk 111 Pro m Supervisor areer Advisor ead Career Advisor GF Workfo, e Employer Specialist GF Work •rce Placement Specialist 8979 GF W. force Business Consultant 8980 GF 8982 GFW • 8984 8986 ` GF Workforce Program Specialist 1 8987 GF Workforce Program Specialist II 8990� Grant Funded Workforce Outreach Specialist orkforce Employer Consultant force Program Workshop Facilitator GF orkforce Program Customer Service Rep NEX 17.A1907 EX 25.A1907 EX 27.A1907 ........................ EX 34.A1907 EX 25.A1907 EX 29.A1907 EX 24.A1907 EX 26.A1907 EX 22.A1907 EX 27.A1907 NEX 08.A1907 NEX 16.A1907 EX 22.A1907 EX .15.A1907 EX 20.A1907 EX EX EX EX 19.A1907 15.A1907 19.A1907 19.A1907 EX " 19.A1907 NEX 10.A1907 NEX 13.A1907 NEX 15.A1907 NEX 14.A1907 Employee in lob codes 8082, 8083, 8206, 8770, and 8773 are included in the unit, other than those exclud- , per the Unit Clarification Petition settlement agreement made and entered on March 24, 2016 and A •ril 26, 2018 between AFSCME Local 1907 and the City of Miami. persons who hold interim, provisional, seasonal, part-time or temporary positions are considered xempt from Appendix A and as such are not entitled to any benefits as specified in this Agreement. SUBSTITUTED In the event there is a discrepancy in pay grade for any particular classification, the higher pay grade w prevail. titpAArg cGii,Ltd 071 ) SUBSTITUTED trzy,,,,i/),- —V.,7ia,i4rzfu4,/60/4.444)4/ if e- gc, cf6 114 9 0 131 13' i i Li 1 V1Y r- 15-2 -.... ) i r7Li o 1 74i r) 2 9 t 2 2 if0 2 3 191 z5- SUBSTITUTED )12 21.0 SUBSTITUTED MEMORANDUM OF UNDERSTANDING BETWEEN AFSCME LOCAL 1907 AND CITY OF MIAMI August 9, 2018 WHEREAS the Parties have tentatively agreed in Article 52.6 that effective September 30, 20 , the service retirement benefit for employees hired prior to October 1, 2010, shall be equal to ree percent (3%) of the member's highest one year of compensation multiplied by the number of -ars of creditable service; and WHEREAS there is a possibility that the City may secure additional funding prior to -ptember 30, 2018, that, subject to Commission approval, may be used and/or expended to fu►: an expedited implementation of the foregoing benefit. NOW THEREFORE, the parties agree that if by September 30, 2018, the Ci secures the necessary funding and approves the use and/or expenditure of the necessary f ding to accelerate the implementation of the foregoing benefit as tentatively agreed in Article 52. of the collective bargaining agreement, then the benefit shall take effect on October 1, 2018. AGREED TO this '9 day of August, 2018. or the City of Miami r AFSCME Local 1907 -:;,10/112017 AFSCME ,.04.A1907. 05.A1907 06.A1907; 07.A1907 Q8.A1907 09.A1907 1 2 1yr 8.8304 =" 9.2719 9:7355 1yr 5.00% 9 273.9 9.7355 Q.2222 3 1yr 5.00% 9.7355 10.2222 10.73,33 10.2222 10 7333 11.2701 10.7333 112701 11.8336 11.2701 11.8336 12.4252 10.A1907 11.8336 w ;;12.4252 11.A1907 12.4252 13.0465 12.A1907 "' 13,0465 :1' 13.6988 13.A1907 13.6988 14.3837 14,A1907 143837 ;; 15.102'9 15.A1907 15.1029 15.8581 16.A1907 ,; 15.8581 ;, ;15.6510 17.A1907 16.6510 18:A1907, 71.7.4835 19.A1907 18.3577 20.A1907 . 19.2755 21.A1907 20.2393 22 A1907 v.21 2513 23.A1907 22.3138 24.A1907 ;:;23.4295 25.A1907 24.6010 26A1907„ 25.8311 27.A1907 27.1227 28,A1907 29.A1907 30,A1907 31.A1907 28.4788 29.90281 31.3978 32.9677 32.A1907 33.A1907 34.A1907 35.A1907 .616 36,3470 38,1643 40.0725 36A1907 '42 0761 37.A1907 38,A1907 39.A1907 44.1799 46.3889 48.7084, 17.4835 18.3577 19.2755 20 2393 21.2513 22.3138 23.4295 24:6010 25.8311 27.12,27 28.4788 29 9028 31.3978 32.9677 34.6161 363470 38.1643 40.07:25 42.0761 44.1799 46.3 4 1yr 5.00% 10,2222 10.7333 11.2701 11.8336 12 4`252 13.0465 13.6465 : 13.6988 13.6988 14.3837 14.3837 : 15 1029 15.1029 15.8581 15.8581 16.6510 16.6510 17.4835 17.4835 18.3577 1;92755 20.2393 21.2513 22.3138 23.4293 24.6010 `'25..8311 27.1227 28:4788 . 8.3577 19.2755 20,2393 21.2513 223138 23.4295 24.6010 5 1yr 5.00% 10.7333 11.2701 11.8336 12.4252 13.0465 25.8311 27.1227 28.4788 29.9028 29.9028 31.3978 31.3978 32;9677 32.9677 34.6161 34.6161E 36,3470 36.3470 38.164 38,1643 40.0725 42;07 • ; 4 799 463889 SUBSTITUTED 6 1yr 5.00% 11'2701 11.8336 124252 7 1yr 5.00% 118336 12.4252 13.6465 13.0465 13.6988 14.3837 15.1029 15.8581 16.6510 13.6988 14.3831 15.1029 15.8581 16.6510 17.4535 13.6988 14.3837 15.1029 15.8581 16.6510 17.4835 18.3577 14 3837 15.1029 15.8581 16.6510 17.4835 18.3577 19.2755 15.1029 15.8581 16.6510 17.4835 18.3577 19.2755 20.2393 15.8581 16.6510 17,4835 18.3577 19.2755 20.2393 21.251 16.6510 17.4835 18.3577 19.2755 20.2393 21.2513 2 17.4833 .:%;18.357'7 019 2755 . 320.2393 21;2513 ;- „22.3138 19.2755 20.2393 21.2513 22.3138 23.42 19 2,755 2D:23 321;2513, ,,,,23,4295 .•610 8 9 2yr 2yr 5.00% 5.00% 12,4252 ,,:13.0465 10 2yr 5.00% ,:13 6988 11 2yr '4 5.00% 837 18.3577 13.0465 13.6988 14.3837 13.8988 ,:;;14 3837 • 15.1029. 9 :._ 20.2393 21.2513 22.3138 23.4295 24.6010 21:-2513 22313$ 23.4295 24.6010 25.8 22.3138 23.4295 24.6010 25.8311 23 4295 24.6010 25.8311 27.1227 24.6010 25.8311 27.1227 28. 25,8311 27.1227 ', 28.4788 , 27.1227 28.4788 29.90 ;::_, 28.4788 23.9028 29.9028 31.3978 313978 32.9 32.9677 34.6161 36. 0 .1643 40.0725 ..161 36.3470 38.1643 40.0725 42.0761 78 2.9677 '34.6161 36.3470 381643 40.0725 1,,.; 42,0761 44.1799 8 028 31.3978 -32.9677 34.6161 36,3470 38.1643 40,0725 42.0761 44;1799 46.3889 .1227 28.4788 29.9028 -31,3978 32.9677 34.6'161 36.3470 '8,1643 40.0725 42.0761 44.1799 46.3889 48.7084 25.8311 1227, 28.4788 29.'9028 31.3978 32.9677 34.6161 .3470 38.1643 0:0725 42.0761 44.1799 46.3889 48.7084' 51.1438 15.1029 15 858,1 38 3',4295 24.6010 „25.8311 27.1227 4,✓r,.2$.47$8 29.9028 397$ 32.9677 34.6161 36.3470 38:1643 40.0725 42 D762 44.1799 46.3889 48.7084 51,1438 53.7010 12 13 14 15 15.8581 16:6510 17.4835 18.3577 19.2755 20. .2513 ,22.3138 23.4295 24.6010 25.8311 27:1227 28.4788 ..77 29.9028 31.3978 329677 34.6161 36.3470 38.1643 40,0725 42.0761 44,1799 46.3889 48.7084 51.1438 53,7010 56.3860 2yr 2yr 2 5.00% 5.00% 158581 16.6510 1 17.4835 18,3577 755 20.2393 21.2513 22.3138 23,4295 24.6010 25.8311 27.1227 28,4788 29.9028 13978 32.9677 34.6161 36.3470 38.1643 40.0725 2 0761: 44.1799 46,3889 48.7084 1,1438 53.7010 56.3860 59.2053 35 19.2755 202393 21.2513 22.3138 23.4295 24.6010 25.8311 27.1227 28.4788 „29.9028 31.3978 32.9677 34.6161 36.3470 38.1643 40.0725 42.0761 44,1799 46.3889 , 7084 51.1438 53.7010 56.3860 59.2053 62.1656 5.00% 17,4835 18.3577 19.2755 20.2393 21.2513 22.3138 23.4295 24.6010 25.8311 27.1227 28:9788 29.9028 31.3978 32.9677 34.6161 36.3470 38,1643 40.0725 42.0761 44.1799 46.3889 48.7084 51,1438 53.7010 56,3860 59.2053 62;1656 65.2739 48.7084 .7084 51.1438 51.1438 53.7010 5 42,0761, 2.0761 44.1799 41799 463889 46.3889 48.7084 1799 46.3889 !48::7084 51.1438 48.7084 511438 53.7010 51.1438 53.7010 56.3860 53 7010 s 56 38,60 56.3860 59.2053 59.2053 62.1656 3889 48.7084 1438 53.7010 56 3860 7084 51.1438 53"70a0 56.3860 59 2053, 51.1438 53.7010 56.3860: 59.2053 656 7010 56.3860 e2053; 62.1656 56.3860 59.2053 �2.1656 65.2739 68..3375 59.2053 621b56 65.2739 62.1656 65.2739 68.5375 65.2739 5375 71.9645 68.5375 71.9645 75.5627 71.9645 %7,5 5627 79.3408 59205 62.1656 739 1656 65.2739 5375 65.2739 68.5375 71.9645 68,5375 71.9645 75,5627 68.5375 71.9645 75.5627 79.3408 45 5 562„7: 93408 83.3078 75.5627 79.3408 83.3078 87.4733 793408 83.3078 3078 87.4733 91.8469 91.8469 96.4392 SUBSTITUTED 0ct2018 AFSCM6`n; 04,41907.: 05.41907 o-6.A1907 07.A1907 08.419Q7 09.41907 10.41907 11.A1907 12A1907, 13.A1907 14.A1967, 15.A1907 16,419076 17.41907 18,41907 19.41907 20.A1907 21.41907 1 2 lyr 1yr 5.00% 9.0070 9.4573 9.4573 95302 10.4266 10 9480 11.4955 12.6703 12.6737 13 3074 13.9728 14 6714 15.4050 16.1753 16.9840 17.8332 18.7249 19.6610 20.6441 22A190721,6763 23.41907 22.7601 24 41907', 25.41907 .23 8981 25.0930 '26,A1907 263477 27.A1907 27.6652 2841907 29,0484 29.41907 30.5009 30.A1907 31.41907 32;A1907 33.41907 r32.0258 33.6271 35.3084 37.0739 34.41907 38,9276 35.41907 40.8740 ,36.A1907 ' __; 425176 37.41907 45.0635 9.9302 10.4266 10.9480 11.4955 12.0703 :112.6737. 13.3074 13.9728 14.6714 15.4050 16.1753 P 16.9840 17.8332 ',„18.7249 19.6610 •20,6441 21.6763 22:7601 23.8981 25.0930 26.3477 ;27,6652 29.0484 30.5009 32.0258 33.6271 35.3084 37.0739 38.9276 40,8746 42.9176 45. 3 1yr 5.00% 99302 10.4266 10.9480 11.4955 12.0703 12.6737 13.3074 13.9728 14.6714- 15.4050 ;161753 16.9840 178332 18.7249 19,6610 20.6441 ,6763 22.7601 23;8981 25.0930 26.3477 27.6652 29,0484 30.5009 ;32.0258 33.6271 353084 37.0739 38.9276 40.8 4 1yr 5.00% .10.4266 10.9480 11.4955 12.0703 12.673' 13.3074 13.9728 14.6714 15`.4050 16.1753 17.8332 18.7249- 19.6610 20.644'T 21.6763 , 22.7601 23.8981 25;.0930 26.3477 27 6:652 29.0484 30,5609 32.0258 • 33.6271 35.3084 37.07 5 1yr 5.00% 10.9480 11.4955 12.6703 12.6737 13.3074 13.9728 14,6714 15.4050 6,1753 16.9840 8332 6 1yr 5.00% 114955 12.0703 12.6737 13.3074 13.9728 14.6714 15.4050 16.1753 16.9840 17.8332 7 1yr 5.00% 120703 12.6737 13 3074 13.9728 14,6714, 15.4050 16,1753 16.9840 8 2yr 5.00% 12.6737 13.3074 13.9728 14.6714 15,4050 16.1753 16.9840 17.8332 '-17,8332 • 18.7249 8,7249 19.6610 ' :18:7249 `::196610 20.6441 18.7249 19:6610 20.6441 21.6763 22.7601 23.8981 25.0930 26.3477 27.6652 29:0484 30.5009 32.0258 33.627 35 19.6610 206441 21.6763 22.7601 23.8981 25.0930 26.3477 27.6652 29.0484 30.500 32. 20.6441 21.6763 22.7601 23,8981 25.0930 26.3477 27.6652 290 009 9 32.0258 8 33.6271 6271 a: 35,3684 35.3084 37.0739 4 37.0739 �;:38.9276 7.0739 38.9276 40.8740 38.9276 ', 40.8740 „ 42 9176 3 276 40.8740 42.9176 45.0635 40.8740 429.176 45.0635 ,,,,,,,,4763167 42.9176 45.0635 47.3167 49.6826 9176 45,.0635 47 3167 496826 52.1667 45.0635 47.3167 49.6826 52.1667 54.7750 47.31'67 49.6826 52.1667 -- '54.7750 57.5137 .3167 49.6826 52.1667 54.7750 57.5137 21.6763 22.-7601 23.8981 25,0930 26.347 9.0484 30 5009 32.0258 33,6271 35.3084 37.0739. 38.9276 '' "408740 42.9176 450635 47.3167 49 6826 52.1667 54,7750 57.5137 ,,..., 60,3894 9 2yr 5.00% 13.3074 13.9728 4.6714 15.4050 161753 16.9840 17.8332 18.7249 19,6616 20.6441 21.6763 22.7601 `.::23,898 25. 0 .3477 27.6652 290484 30.5009 32.0258 33.6271 35,3084 37.0739 .9276 40.8740 42.9176 45.0635 47.3167. 49.6826 ,,-----.52,1'667 54.7750 57.5137 60.3894 663.4089 10 2yr 5.00% 13 9728 14.6714 '15 4050 16.1753 16.9846 17.8332 18.7249 19.6610 20.6441 21.6763 7 .8981 25.0930 26.3477 27.6652 29.0484 30,5009 32.0258 33,6271 35.3084 37:0739 38.9276 40,8740, 42.9176 45.0635 47.3167 9.6826 52.1667 67750 57.5137 60 3894 63.4089 66.5794 11 2yr 5.00% 14.6714 15.4050 16 1753 16.9840 17.8332 18.7249 19,6610 20.64 ..763 22.7601 238981 25.0930 26.3477 27.6652 29.0484 30.5009 32,0258 33.6271 35,3084 37.0739 %38`.9276 40.8740 42,9176 45.0635 47.3167 49.6826 ,52.1667 54.7750 s7,5137 60.3894 6304089 66.5794 699083 60.3894 63.4089 66.5794 69.9083 73.4038 12 2yr 5.00% 15.4050 16.1753 16,9840 17.8332 18,724 19 10 0,6441' 21.6763 22,7601 23.8981 250930 26.3477 27.6652 29.0484 30,5009 32.0258 33,6271 35.3084 ,37.0739 38.9276 408740 42.9176 45,0635 47.3167 49.6826 52.1667 „ 6,54.775.0 57.5137 66389,4; 63.4089 665794 69.9083 73'4038 77.0740 13 2yr 5.00% 16,1753 16.9840 17. .7249 19:6610 20.6441 21.6763 22.7601 23.8981 25.0930 26.3477 27.6652 29.0484 30.5009 32,0258 33.6271 35.3084 37:0739 38,9276 40.8740 42.9176 45.0635 47.3167 49.6826 52.1667 54.7750 57.5137 60.3894 63.4089 66.5794 69.9683 73.4038 77.0746 80.9276 14 2yr 5.0 .•840 17.8332 18:7249 19.6610 20,6441 21.6763 22,7601 23.8981 25.0930 26.3477 27.6652 29.0484 30;5009 32.0258 336271 35.3084 37.0739 38.9276 40.8740 42.9176 45.0635 47.3167 49.6826 52.1667 54.7750 57.5137 60.3894 63.4089 66.5794 69.9083 73.4038 77.0740 809276 1� 2yr 5.00% 17.8332 18.7249 19.66i0 20.6441 21.6763 22.7601 23,8981 25.0930 26.3477 27.6652 29.0484 30.5009 32.0258 33.6271 ;,,:35.3084 37.0739 389276 40.8740 42.9176. 45.0635 47.3167 49.6826 52.1667 54.7750 ,-57.5137 60.3894 63.4689 66.5794 69.9083 73.4038 77.0740 80.9276 84.9740 84.9740 89.2228 38.41907 47.316 ,,49,6826 52.1067 A;; 54 7750 ;. 57.5137 60.3894 :63 4089 ; .66.5794 69:9683 73.403$ 77,0740 80.9276 84.9740 $9.2228 :93.6838 39.41907 49 ':26 52.1667 54.7750 57.5137 60.3894 63.4089 66.5794 69.9083 73.4038 77.0740 80.9276 84.9740 89.2228 93.6838 98.3680 SUBSTITUTED Oct 2019 AFSCME 04.A1907 05.A1907 06 A1907. 07.A1907 08.A1907 09.A1907 10A1907 11.A1907 .12,A1907:. 13.A1907 14.A1907 15.A1907 16A1907.., 17.A1907 18,A1907 19.A1907 '20.A1907 21.A1907 22.A1907„ 23.A1907 24,A1907 25.A1907 26;A1907 27.A1907 28;A1907 29.A1907 30,41907 31.A1907 32,A1I907 33.A1907 34,A1907 35.41907 • 36A1907 37.A1907 38.A1907,. 1 1yr 9.1871 9.6464 .110.1288 10.6351 11.1670 11.7254 ,12 3117 12.9272 135735 14.2523 14.9648 15.7131 16 4988 17.3237 18.1899 19.0994 20.0542 21.0570 .1098 23.2153 24,3761 25.5949 .26.8747 28.2185 29.6294 31.1109 326663 34.2996 36.0146 37.8154 39,7062 41.6915 043.7760 45.9648 :40.2630 2 3 1yr 5.00% 9.6464 10.1288 10.6351 11.1670 1137254 12.3117 12,9272 13.5735 14.2523 14.9648 15.7131. 16.4988 173237 18.1899 19.0994 20.0542 21.0570 22.1098 23:2153 24.3761 25.59449. 26.8747 28.2185 29.6294 31.1109 32.6663 34.2996 36.0146 8154 39.7062 41,6915 43.7760 1yr 5.00% ;;..10.1288. 10.6351 11.1670 11.7254 12,3117 12.9272 13.5735 14.2523 149648 15.7131 16.4988 17.3237 18.1899 19.0994 20.0542 21.0570 22.1698 23.2153 24.3761 25.5949 26.8747 28.2185 29.6294 31.1109 3663 34.2996 360146 37.8154 397062 2,, 41.69 / 4 4 5 1yr 5.00% 10.6351 11.1670 1•1.7254 12.3117 12.9272 13.5735 14.2523 14.9648 15 7131 16.4988 17.3237 18.1899 ..0994 20.0542 21.0570 22.1098 23.2153 24.3761 5949 60 45.9648 5,96' ,:48,2630 . 630 50.6763 50.6763 564100 26.8747 28`.2185 29.6294 31,1109 32.6663 34.2996 36.0146 39 lyr 5.00% 1.1670 11.7254 7 1yr 1yr 5.00% 5.00% 1.7254 .... ;12,3117 12.3117 12.9272 /:,12.3117 ;12.9272 ..;4,=13',5735 12.9272 13.5735 14.2523 13.5735 • .14 2523 T 14 9548 14.2523 14.9648 15.7131 14.9648 15.7131 16.4988 15.7131 16.4988 17.3237 16 4988 17;3237 ,'r 18 18,99 17.3237 18.1899 19.0994 18..1899 19.0994 20.0542 19.0994 20.0542 21.0570 20.9542 .521.0570 ; 22.1098 21.0570 22.1098 23.2153 22.1098 23,2153 24.3761 23.2153 24.3761 25.5949 24.3761 25.5949 ;,:'268747 25.5949 26.8747 28.2185 8747 4,3,2185 .:.29.6 28.2185 29.6294 29,,6294 3171109 31.1109 32. 32.6663 34.299 46 .8154 3 :2996 36.0146 3.7,8154 39.7062 .1109 32.6663 34.2996 8 2yr 5.00% 29272 13.5735 9 10 11 12 13 14 15 2yr 2yr 5.00% 5.00% 135735 14.2523 14.2523 14.9648 ,14.2523 14.9640 14.9648 15.7131 15.7131 16.4988 16.4988 17.3237 17.3237 18.1899 18.1899 19.0994 19.0994 20.0542 20.0542 21.0570 21.0576 22.,,1098 22.1098 23.2153 23?2153 2437.' 24.3761 2 25,5949 26.87 . 185 29.6294 31.1109 32.6663 34,2996 36.0146 949 26.8747 28.2185 29.6294 31.1109 32:6663 34.2996 36.0146 37.8154 2yr 2yr 2yr 5.00% 5.00% 5.00% 14,9648 15,7131 16,4988 15.7131 16.4988 17.3 15 7131 16.4988 17.3237; 16.4988 17.3237 18.1899 1%18:1899 19.0994 20 054 21 32. 18.1899 994 20.0542 210570 22.109 2 53 4.3761 55949 26.8747 28 �185. 29.6294 31.1109 32.6663 342996 36.0146 'v37.8154 39.7062 0 .1098 23.2153 24.3761 25.5949 .87,4,7 28.2185 29.6:294 31.1109 32.6663 34.2996 36.0146 37.8154 9.7062 41.6915 19 .0542 210570 22.1098 `23.2153 24.3761 25,5949 26.8747 28.21,85 29.6294 31.1109 32.6663 34.2996 36.0146 37.81544' 39.7062 41,6915 43.7760 0146 37,8154 39s7062 41.6915 43.7760 45,9648 37.8154 9;7062 41.6915 39.7062 416915 43.7760 41.6915 43.7760 45.9648 39,7062 41.6915 43,7760 45.9648. 'i,488.2630 62 41.6915 16915: 43.7760 43.7760 5.9648 48.2630 45.9648 -,48.2630 50.6763 48.2630 6753 53.2100 2yr 1899 19.0994 At20 O542 21.0570 221098 23.2153 24,3.761, 25.5949 26.8747 28.2185 29.6294 31.1109 2.6663 34.2996 36.0146 37.8154 7062 41.6915 43,7760 45.9648 48,2630 50.6763 53 2100 55.8705 • 5,0.6763 53.2100 '58,5646 43.7760 45.9648 48.2630 50.6763 53.2100 55.8705 58.6640 61.5972 • 45.9648 8.2630 43.7760 45.9648 48.2630 50.6763 45,9648 :,ut ;; 48.2639 48.2630 50.6763 0.6763 4 53.2100 53.2100 55.8705 558705 58.6640 50,6763 53.2100 55.8705 58.6640 15972 ;53.2100 55.8705 056640 61.5972 W6771 0.6763 53.2100 55.8705 58.6640 7 64.6771 67 9110 100 55.8705 58 6640 61.5972 64.6771: 67.9110 71.3065 55.8705 58.6640 61.5972 64.6771 9110 71.3065 • 58,6640 61.5972 64.6771 67.9110 7 65 74.8719 i.61.55 61,5972 64.6771 67,9110 71.3065 74:871.9 78.6155 462 4,6771 67.9110 71.3065 74.8719 78 6155 82.5462 6 5735, .00% 17.3237 18.1899 19.0994 20.0542 621.0570 22.1098 232153 24.3761 25.5949 26.8747 28.2185 29.6294 31,1109 32.6663 34,2996 36.0146 37.8154 39.7062 1.6915 43.7760 59648 2yr 5.00% 18.1899 19.0994, 20.0542 21.0570 22.1098 23.2153 24.3761 25.5949 • 26.8747 28.2185 29:6294 31.1109 32.6663 34.2996 36.0146 37.8154 39.7062 41.6915 43:7760 45.9648 48,2630 48.2630 50.6763 50.6763 532100 53.2100 55.8705 56.8705 58.6640 58.6640 61.5972 61;.5972 .,,.._64,6771 64.6771 67.9110 67.9110 ,71.3065 71.3065 74.8719 74.8719 , 78,6155 78.6155 82.5462 82.5462 86.6735 86.6735 91.0073 r.:910073 95.5575 39.A1907 50.6 53.2100 55.8705 58.6640 61.5972 64.6771 67.9110 71.3065 74.8719 78.6155 82.5462 86.6735 91.0073 95.5575 100.3354 SUBSTITUTED 101112017 1 1yrr 2 lyr 3 lyr 4 lyr 5 lyr 6 lyr 7 lyr 8 2yr 9 2yr 10 2yr 11 2yr 12 2yr 13 2yr 14 2yr 15 • 1NS 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 5.00% 01.iNUS..' 30♦7019 "32,2370 33_8489 35'5414 37 3 84''; 3,9 $44 1.1 4437 43.2005 '. 45.3609 .'47 620?J /50 0104 52 5109 ;55 65 , 5789 60,788', 03.INS 33.7722 35.4607 37.2338 39.0955 41.0502 43.1027 45.2579 47.5208 49.8968 52.3917 55.0113 57.7619 60.6500 6 .•825 66.8666 05.1 NS" 371493 '" 39.0068 40.9571 43.0050 45,1552, 47' Y.4130 49 7836 ,,,,,, S2 2728 54.064 ..... , 57 6308 s0 5123 .... 63,5379 ,.., ,66 7149 70.0506 73.5531 SUBSTITUTED OC'2Q18'' i 1 lyr 2 lyr 3 lyr 4 lyr 5 lyr 6 lyr 7 lyr 8 2yr 9 2yr 10 2yr 11 2yr 12 2yr 13 2yr 14 2yr 15 yr INS o 5.00% 0 5.00% o 5.00% a 5.00% o 5.00% 0 5.00% 0 5.00% 0 5.00% o 5.00% a 5.00% o 5.00% a 5.00% 5.00 a a 5.00% 01.1115 -:_ 313�59 328817 „34,5259 30.2522 38.A648 E39.9681 41.9666 44.0649 462681 ,;'48,5816 51.0106 53.5611 56.2392 59 R 12. 62.0038 03.INS 34.4476 36.16919 37:97285 39.8774 4-1.8712 43.96418 46:1631 48.4712 50.8947 53.4395 56.1115 58.9171 61.8630 .4.9562 68.2039 Q5 ,IN5 . 37.8923 39.7869 •, d 41.7762 '43.8651 46,0583 ,,,,,,4$ 3613 ' 50 7793 -- 5 .3183 55,9841, 58,7834 61.7225 64.8087 68.04• 71.4516 ...,.75:0242'' SUBSTITUTED OctTIO19 1 lyr 2 lyr 3 lyr 4 lyr 5 lyr 6 lyr 7 lyr 8 2yr 9 2yr 10 2yr 11 2yr 12 2yr 13 2yr 14 2yr 15 r DNS- o 5.00% 0 5.00% 0 5.00% 0 5.00% 0 5.00% o 5.00% a 5.00% a 5.00% o 5.00/a o 5.00% a 5.00/0 o 5.00% 0 5.00% 0 5.00% 01.INS ,- ; 319422 ,33 5393 35.2164 • 36 9772, .•:, 38.8267. ' 40.7675 42 8059• ', 44.9467 47.1935 49 5532, ; 5•2:0308. , 54:6323 57.364Q 60: •,:: 2. ; ;, 63,243'9 03.INS 35.1366 36.8933 38.7381 40.6749 42.7086 44.8441 47.0864 49.4406 51.9126 54.5083 57.2337 60.0954 63.1003 ..2553 69.5680 05.IN5": ;,38.6501 ''; •440,5826 � :42,5117 ... 44 7424 %:;;463795 . 49.3285 ;.51.7949 :;.,,54,3847 .408 , 59.9591 62,9570 66,1049 ' 69.410 72,880,E 76 6247', IT Schedule 1/7/2018 1 yr 1 yr 1 yr 1 yr 1979519 20.9495, 21.9970 :323.0968- 20.9495 21.9970 23.0968 24.2517 i21.9970 216968 3724:2517 325:443 23.0968 24.2517 25.4643 26.7375 '14.251.7 25.4643 20375 28.t(744 25.4643 26.7375 28.0744 29.4781 26.7375 28.0744 13:418r 30.8.0k; 28.0744 29.4781 30.9520 32.4996 24.25173 25.4643 26.7375 28.0744 SUBSTITUTED 1 yr Z25:46483 26.7375 320.744 29.4781 207812 30520- 30.9520 32.4996 32,4996, 34.1243i 34.1246 35.8308 2974781" 30.9520 32.4996 32,49963 34.1246 34.12463 : :35,8308 35.8308 37.6223 337,6223 39.5034 32.499,6 34.1246 35,8308», 37.6223 39;8034 41.4786 3'4153525 45.7302 48.01673/3 34;1246 35.8308 37.6223 39.5034 41.478'61 43.5525 45,7302 48.0167 50.4175 358308 37.6223 39,5034 41.4786 343.552513 45.7302 48;0167 50.4175 52.93E34 37.6223 39.5034 41,486 43.5525 45.73023 48.0167 >0.4175 52.9384 55.5853 10 11 12 13 14 15 1 yr 2yr 2yr 2yr 2yr 2yr 2yr 26.73753 318.0744 716.471,,, 30:9520 32,4996 34.1246 35.8308 28.0744 29.4781 30.9520 32.4996 34.1246 35.8308 37. 29.4781 .30;9520 32,4996;', 34:12463 335;83083 37f6223 30.9520 32.4996 34.1246 35.8308 37.6223 39.503 34.1246 3:35.8308 37.6223 '39.5034 341" 35.8308 37.6223 39.5034 41.4786 32.4996,, 34.1246 35.83(58i 37.6223 437.6223 ;139.5034, 41.4786 43.55 39.5034 41.4786 43.5525 4 339.5034 :•41:4786 43:552531 344513023 41.4786 43.5525 45.7302 48.0 50.4175 9.50 4 41.4786 43.5525 41.4786 43.5525 43,555 45.7302 45.7302 48.0167 48.01673. 50,41754 50.4175 52.9384 2.9384 55.5853 55.5853 58.3646 500463';.,013803„ 45.7302 48.016 50.4175 82.93844 55.5853 58.3646 61.28 6 4'69 45.7302 48.0167 52.9384 55.585 5: ..46 L2828, 64.3469 67.564 45.01674 50.4175 4 .5853 IINE 61.2828 64.3469! 3.637353, 41751 a84- 52.9384 55.5853 55.5853 58,3646 58.3646 61.2828 61,2828 64.3469 67.5643 70.9425 '334,0•9425 74;4896 64,3469 67.5643 yr 37.6213- 39.5034 4534 ':341.4786 41.4786 43.5525 49.5525,45.730>2, .5525 45.7302 48.0167 41.4786 43,5525 45.7302 3,48.0167 50.4175 45.7302 48.0167 50.4175 3 52,9384 48.0167 50.4175 52.9384 55.5853 50.4175 52.9384 '352.93843 55.5853 3,55.5853 58.3646 58.3646 61.2828" 64.3469 67.5643 70.9425 70.9425, 06,4; 74.4896 78.2141 78.241„ 82.1248 58,:8646 6828 61.2828 64.3469 58.3646 61.2828 64.3469 67.5643 64,3469 67.5643:3 67.5643 70.9425 #?70;9425 74.4896 70,9425 74.4896 3,7E3:21413' 82.1248 86.2311 74,4896 78.2141 i:14:hAs 86.2311 90:54Y 78:2141' 82.1248 86.2311 90.5426 5,097 IT Schedule Oct 2018 7 yr 420.3599 21.3685 2 1 yr 3 1 yr 214a5 ''''''' 22 .4,a60. 22.4369 23.5587 22.435.9 23.5587 24.7367 25.9736 24.7361 25.9736 27:2724 23.5587 24.7367 4 1 yr 23,5587 24.7367 25.9,736 27.2723 28.6359 1 yr 241367 25.9736 MEM 28.6359 3(3.0671 25.9736 27.2723 28.6359 30.0677 31.5710 27.27273' 28.6359 30.607 31.5710 33.1496 28.6359 aZ30.0677 33.1496 34.8074 31.5710 33.1496 34.8071 36.5474 30.0677 31,970 31.5710 33,1496 344496 *1.,80.71a: 36,5474 it38.3747 34.8071 36.5474 38.3747 40.2935 *5474 38.374'X 40.2935 42.3082 38.3747 40.2935 42.3082 44.4236 40T935 ,;14.3601744,42,36114'6;6448 42.3082 44.4236 46.6448 48.9770 48.9770 4259 51.4259 53.9972 a 44.4236 46.6448 48.9770 6448 48.9770 51.4259 .77131'072 4r,078 SUBSTITUTED 6 7 8 9 lyr 1 yr 2yr 2yr 25.9736 „27,2723 1:;„:,28.6359 27.2723 28.6359 30.0677 31.5710 28.6359 30.0677 i,-,,731,5710 30.0677 31.5710 33.1496 31.5710 4 '; 33.1496144.8071 334496 34.8071 364,74 33.1496 34.8071 36.5474 38.3747 34.8011. z, 36.5474 ,,,38.23747 40.;29-35 34.8071 36.5474 38.3747 ii36,5474 538.3747 1•r49.2935 38.3747 40.2935 42.3082 40.2935 a42.3082 44.4236' 40.2935 42.3082 42,3682 44.4236 42.3082 44.4236 46.6448 44.4236 46;6448 48.9770 46.6448 48.9770 51.42 44.4236 4.6448 T4419,770' 51.42 46.6448 48.9770 51.4259 E.:48,9770 t4259 53.9972 51.4259 53.9972 56.6970 333972 5'6,00 59:531: 56.6970 59.5319 62. 59.5319 64585 53.9972 56.6 72 6.6970 59,531.9 . 319 62.5085 615085,Z65:6338 5 65.6338 :6338 68,9156 10 11 12 13 2 yr 2yr 2yr 2yr ":"..".34,8071 """"" 36,547 33.1496 34.8071 36.5474 38 34,8071 36.5474 38.3747 36.5474 38.3747 40.29 38.3747 40.2935 4 40.2935 42.3082 42.3082 44.4 08 44.4236 46.6448 44.4236 • .6448 48.9770 48 53.9972 145&7M70 59.5319 ;5445 65.6338 68.9156 68.9156 72.3614 Wf7:2'. 614 75.9794 51.4259 53.9972 56.6970 9.,5319 59.5319 MAW 62.5085 65.6338 I160156 68.9156 72:3614 753794 72.3614 75.9794 79.7784 79,7784 83.7673 14 yr 38.3747 47 40.2935 8.2935 42.3082 42.3082 44.4236 44.4236 46.6448 46.6448 48.9770 48.9770 51.4259 51.4259 WA3i99i 53.9972 •:56,6970 56.6970 5319 625085 59.5319 62.5085 65.6338 68.9156 72.3614 75.9794 79,7784 83.7673 87,9557 65.6338 IT:L:9156 72.3614 75,974 79.7784 83,7673 15 2 yr 40.2935 42.3082 44:4236 46.6448 48.9770 51.4259 3.9972 56.6970 319 62.5085 5.6 68.9156 72.3614 75.9794 99.7784 83.7673 87.9557 87.9557 92.3535 92.3535 "';,56.9711 IT Schedule Oct 2019 13.IT 14. 1' 151T 16JT 18AT 1.9.1T lyr 1 yr 1 yr 1 yr 1 yr 20.7579 21..7959 248856 24.0299 , 25.2314 21.7959 I 22.8856 24.0299 25.2314 26.4931 22.3856 24,6299 254344 r, 26.4931 27.8171 24.0299 25.2314 26.4931 27.8177 29.2086 45.2314 26.4931 , 27.8177 29.2030 30.6691 26.4931 27.8177 29.2086 30.6691 32.2024 17.8177 29.2086 4::30.6631 iii?",32.2024 33.81264 29.2086 30.6691 32.2024 33.8126 35.5032 30691 , 32.2024 ,33181.26 '.33;5032 '37...2783 32.2024 33.8126 35.5032 37.2783 39.1422 33.81.26 35.5032 ,37,2783 39.1422 41,0994 43.1544 45121 47.5777 49.9565 355032 37.2783 39i,22 41.0994 L 43.1544 45.3121 .47.5777 49.9565 :3'24544 3774733 39.1422 41.0994 43.1544 45.31,21 47.5777 749.9565 52.4544 55.0771. .04422 41.0994 43.1544 45.3121 47.5777 49.9565 52.4544 55.0771 57.8309 SUBSTITUTED 1 yr 1 yr 2yr 26.4431 27.8177 ''.!529,.2086 27.8177 29.2086 30.6691 29.2086 g; 30.6691 7,,32,2024 30.6691 32.2024 33.8126 1.132.2024 *33.8126 "135,5432 33.8126 V35,5432 35.5032 37.2783 1E372783 39:1422 37.2783 39.1422 394422 41,6994 41.0994 405§94 43.144 43.1544 45.3121 45.3121 47,5777 47.5777 49.9565 4019565 V52..4544 52.4544 55.0771 550771 7:57,3309 57.8309 60.7225 60.1225 635587 43.1544 45A)11 47.5777 49.9565 52.4544 455,4771 57.8309 .9465 41.0994 43,1544 45.3121 47,5777 49.9565 52.4544 10 11 12 13 1L1 15 2yr 2yr 2yr 2yr 0.691 32,2624 33.8126 35.5032 32.2024 33.8126 35.5032 37.2783 33,3116 35.5032 37.2783 39.1422 35.5032 37.2783 39.1422 41.09 37.2783 lfI422 41.0994 544 39.1422 41.0994 43.1544 43.1544 45.3121 47.5777 49 49.565 52.45 5 71 55.0771 7.8309 60,7225 . 225 63.7587 631587 1,,:,::'66.9465 66.9465 70.2939 70,2939 7-.'-113.8686 743121 4047 .5777 49.9565 49.9565 52.4544 65 52.4544 55.0771 .4544 55.0771 60.7225 MC. 75 66.9465 70.2939 73.8086 77.4990 55,4771, 57.8309 60,7225 63.7587 xx66,9455 57.8309 60.7225 63,7587 66.9465 7.0939, 70.2939 73.8086 77.4990 81.3740 47.5777 499565 52.4544 55,0771 57.8309 64.7225 63.7587 66,9465 70.2939 738086 39.1422 '143.1544 45.3121 47,5777 49.9565 52,4544 55.0771 57,8309 60.7225 63.7587 66.9465 70,2939 73.8086 77;4990 2 yr 41,0994 43.1544 45.3121 47.5777 49.9565 52.4544 55.0771 57.8309 6W72.25 63.7587 66.9465 70.2939 73:8486 77.4990 81.3740 77.4990 81.3740 85.4426 7:4990 81.3740 81.3740 85.4426 85.4426 89.7148 85442.6 89.7148 89.7148 94.2006 io Nunez To Director Department of Solid Waste FPOM • Joe Napoli Deputy City Manager City Manager's Office SUBSTITUTED crne OF MIAMI, FLORIDA INTER -OFFICE MEMORANDUM DATE SUBLiECT REFERENCES ENCLOSURES' September 4, 2018 Chief Sanitation Inspect° Effective upon ratification of the October 1, 2017 — Septe 1907 Collective Bargaining Agreement, bargaining uni Sanitation Inspector exempt classification will receive c for -hour basis when they are recalled to duty during a that the exempt status of the Chief Sanitation Inspec. or be affected. by the agreement to provide this add' c: AFSCME Local 1907 Department of Human Resources, Labor Relations Divi on FL • r 30, 2020 AFSCME tubers in the Chief satory time on an hour- -Lity hours. All parties agree a..ssification will not change onal benefit. SUBSTITUTED Alan Dodd to: Director Department of Public Works FROM Joe Napoli Deputy City Manager City Manager's Office CITY OF MIAMI, FLORIDA INTER -OFFICE MEMORANDUM QATE SUE REFESENCES ENCLOSURES: September 4, 2018 Public Works Supervisor Effective upon ratification of the October 1, 2017 — Septe 1907 Collective Bargaining Agreement, bargaining unit me Supervisor exempt classification will receive compensato basis when they are recalled to duty during off•cluty hou . All exempt status of the Public Works Supervisor class]. ation affected by the agreement to provide this additional enefit, c: AFSCIVIE Local 1907 Department of Human Resources, Labor Relations Dvior FILE 30, 2020 AFSCME s in the Public Works e on an hour -for -hour parties agree that the will not change or be